Where consultation has taken place and no redundancy is likely to arise from the restructure, a slotting and matching process may be applied. This would apply in circumstances where sufficient posts are available in the new structure for all relevant employees. This process will be undertaken in phases starting at the highest level in the structure impacted and progressing down through the structure.

You should determine the  pool of employees whose posts are to be included in the slotting/ matching process , at each stage, in consultation with Trade Union representatives and Human Resources as appropriate. For example, if the restructure involves several tiers/ levels, the initial pool should be the employees at the highest level of the structure. Any concerns regarding the pool should be referred to the HR & Payroll Manager for consideration.

In determining the pool, you should consider  employees within the impacted Group eg level of management or service area. As a general rule, employees in temporary acting or higher duties/ roles will not be considered when determining which employees will be included in the pool. Instead, such employees will only be included, at a relevant stage, if their substantive post is directly impacted by the change.

Any slotting and matching appointment will be on the terms and conditions for the new post. Where a SNCT employee is slotted or matched to a post attracting a lower salary than their existing post then SNCT conditions relating to pay conservation will apply where relevant.

Where the majority of the duties of an employee's existing post are contained in a new post of a similar level, consideration should be given to whether there are any other employees that can make such a claim on the new post ie does the new post also contain the majority of someone else's current post. Where there is only one employee in this situation, then they may be slotted into that new post.

You should then arrange for a meeting to be held with the employee and an appropriate manager to discuss the proposed slot in order to allow the opportunity for any areas of concern or any development requirements to be addressed. The proposed slot will then be confirmed in writing. A template is available on the intranet.

A management representative should be identified from the relevant service to, in consultation with Human Resources, decide whether the majority of the duties of an employee's existing post are contained in a new post. In the case of a Chief Officer post, the Chief Executive may be involved. There is not a requirement for Appointments Committee involvement in such circumstances. Trade Unions should be kept updated on the outcome of this process to allow for any concerns to be raised at an appropriate stage.  

Where the majority of an employee's existing post is contained in a new post of a similar level and there are other employees that can make a similar claim on the new post (ie the new post also contains the majority of someone else's current post), a matching process should take place.

This process should also be implemented where there are multiple employees being considered for multiple posts in order to determine the best fit of employee to post.

You should invite employees to  register an interest in any relevant posts and to submit an application using an agreed format (an example letter and personal profile form are available on the intranet).

If only one expression of interest is received per post, then an assessment will be made of the individual's ability to meet the criteria of the post as detailed in the job profile and personnel specification. The assessment should be undertaken by a panel consisting of at least one management representative from the employing Service and one representative from Human Resources. In the case of a Chief Officer post, the Chief Executive may be involved. Trade Unions should be kept updated on the outcome of this process to allow for any concerns to be raised at an appropriate stage.

1. If there is only one employee who meets the required criteria then a decision can be reached that they can be slotted into the post. A meeting will then be held between the employee and an appropriate manager to discuss the proposed slot.
2. If there is more than one expression of interest, then appointment would be made by a competitive interview process measuring the candidates against agreed selection criteria in accordance with Falkirk Council's Recruitment & Selection Policy. Interviews should normally be undertaken by at least one management representative from the employing Service with support from Human Resources. In the case of Chief Officer appointments, the competitive interview process would be managed by the Chief Executive or relevant Director.
3. Where an employee does not express an interest in any post within the revised structure, an appropriate manager will meet with them to discuss any concerns they may have in order that these can be addressed. If they still fail to express an interest, they will be considered for any appropriate posts which remain once other employees have been matched to posts.