1.1.

IT Services Restructure 2010Staff Briefing

Derek Drury

CIO

2.

…. format / agenda• Intro

– Background to Restructure Plans– The Need for Change

• Service Management– Overview of Changes– Current Structure– Proposed Structure

• Operations– Overview of Changes– Current Structure– Proposed Structure

• Programme Management– Overview of Changes– Current Structure– Proposed Structure

• Finance / Admin– Overview of Changes– Current Structure– Proposed Structure

• Summary / Ground Rules / Voluntary Severance / Timescales

• Questions

3.

…. background

• KPMG Report– Major Infrastructure issues– Major Service issues– Major Delivery issues

• Departure of previous Director and Assoc.Director

• ICT Transformation Programme (£6.5m) agreed and commenced

• Appointment of Interim IT Director (Sept.2009)

• ILS Split – ITS formed (Nov.2009)

• New SMT set up – 2 new Interim Assoc.Directors

• Appointment of CIO (Nov.2009)

• Service Desk moved to ITS Control (Jan 2010)

• Associate Directors appointed

4.

…. the need for changeKPI UoS Current Level Industry Standard

Service Desk

Abandoned Calls 20% <5%

Logs over 20 days 32% <2%

First time Fix 55% >85%

Projects

Average Delay (days) >200 <21

Average cost overrun (£000) £220 <£50

Standard Methodology None Yes

Portfolio Management No Yes

Service Levels below acceptablelevels and customer expectations

Splitting from the Library and moving the Service Desk to ITS is a good start

BUT

We are not organised properly to Deliver High Standards of Customer Service

Delivery Levels below acceptablelevels and customer expectations

5.

…. the need for change

• Implement changes to the current structure required to address significant issues:– Service Management / Service Management processes – Service Desk Ownership– Programme / Project Management– Customer Focus and Delivery

• The intention of this re-organisation is to address the performance issues and inefficiencies within Service Management and Programme Management.

• This restructure does not address the long term resource requirements which may change due to the implementation of the ICT Transformation Programme during 2010 /11

• This re-organisation is NOT a cost cutting exercise.

6.

….. role diagram key

Role Deleted – roles where the work in existing roles has ceased to exist and does not exist in the new roles within the new structure.

Role Selection – either a) these existing roles do not appear to map exactly into any of the new roles but contain significant elements of theexisting role or b) there are a limited number of roles available.Selection into these roles will be by competency interview

Restructured Role – these roles appear to map into a new role within the new structure.

Role Unchanged – there is no impact on these roles within the new structure.

New Role – these are newly created roles within the new structure.

7.

….. overview of structure changes

Service Managers

Application SupportFunction

ServiceDesk

Operations Desktop&

AV

ProjectFunction

App. Dev.Function

Architect.Function

BusinessAccount

Managers

Desktop&

AV

ServiceDesk

Operations

ProjectFunction

App. Dev.Function

Architect.Function

App.SupportFunction

Service Delivery

Operations

Development

Service & Support

Operations & Data Centres

Programme Management

Customer Focused Service & Support

Fit for purpose Operation s Function

Delivery Focused Programme Function

8.

Service Management – Overview of Changes

• The move of the Service Desk and Telephony to IT Services from Library Services has highlighted the problems around control of First Line and Second Line support services.

• In the current Service Management structure the focus has been on application support rather than on user support. The new structure moves Application Support to the newly formed Programme Management structure together with Application Development.

• Within the Service Management area we have moved all our Technicians (AV and Desktop) forming a new role of IT Technician who can then work closely with the Service Desk to provide a solid first and second line support structure under a new role of Head of Service and Support.

• In addition, new Business Account Manager roles have been created to form the interface between IT and the Business areas. These are technically able, business system focused individuals with specific application skills.

• The introduction of system monitoring tools will enable us to control and monitor system more effectively and efficiently.

• We have also introduced the post of Problem & Transition Manager to improve our overall service levels.

9.

Service Management – Current Structure

Head of IT Service Delivery

Service Manager Business Systems

Service Manager

Collaboration

Service Manager Learning

Technologies

Service Manager

SIS

Service Manager

Liaison and

Planning

ICT Coordinators

X3.5(1 vacant)

Lead Application

Support Specialist

Application Support

Specialist

Lead Solution Specialist

Solution Specialist

Technical Administrator

Lead Application

Support Specialist

X2

Senior ICT Support Analyst

Application Support

Administrator

ICT Support Analyst

Service Desk Manager

Telephony Team Leader

Service Desk Team Leader

AnalystProcess

Improvement

Telephony Supervisor

Telephony Team 2.55fte

Service Desk Agents

X 6

Change Problem Co-

ordinator

Web Technologist

(vacant)

Role Deleted

RestrctRole

Application Support Function moves to Programme Management with new roles & structure

No Impact

on Role

Pool Select.

10.

Service Management – Proposed Structure

Head of Service and Support

Service Desk Manager

Telephony Team Leader

Service Desk Team Leader

Service Desk Agents

x6

Telephony Supervisor

Telephony TeamX2.55

Service Desk Agents

1 x Perm (vac)1 x FTC (vac)

Problem & Service Transition Manager

Change / Prob Coordinator

Business Account Manager

VLE

Technical Support Manager

Business Account Manager

SIS

Business Account Manager Business

Systems

Technical Support Team

Leader x 2

AV Specialist & Event Coordinator

Technical Coordinator

Network Admin x3

IT Support Technician

X20

NewRole

Role Moved

Desktop and AV Support Functionmoves from Ops. to Service Teamwith new roles and structure

No Impact

on Role

11.

Operation – Overview of Changes

• In this area we are gearing up for the major infrastructure changes that will take place during 2010/11. Whilst we cannot anticipate the requirements in this area at this point in time the team has been refocused on supporting the operations and dual data-centres which will be implemented during this period.

• The Desktop and AV support teams have been moved into Service Management to leave a ‘clean’ Operations structure which will focus on the Data Centre support going forward.

• The new role of Head of Operations and Data Centres has been created.

12.

Operations – Current Structure

Head of IT Operations

(Vacant)

Operations Manager

Operations Manager

Development Manager

Desktop Manager

IT Security Specialist

Estates Officer

Platform Officerx9

Database Analystx3

Systems Support Admin

X5

Desktop Team Leader

x2AV Team Manager

Desktop Technicians x12

(2 Vacancies)

AV Team LeaderFTC

AV Technicians5.5fte

(3 x FTC)

Network Admin

x3

Role Deleted

RestrctRole

Role Moved

Desktop and AV Support Functionmoves to Service Team with new roles and structure

No Impact

on Role

Pool Select.

13.

Operations – Proposed Structure

Head of IT Operations and Data

Centres

Operations Manager

Operations Manager

Development Manager IT Security Specialist

Estates Officer

Platform Officerx9

Database Analystx3

Systems Support AdminX5

NewRole

No Impact

on Role

14.

Programme Management – Overview of Changes

• Significant changes in this area will be implemented as we form the Programme Management Office (PMO) and bring together Programme Management and Application Development / Support teams.

• PMO established to support the delivery of projects, manage the portfolio of demand/requests, resource availability and capacity. The PMO will create a number of new roles, namely PMO Manager and Project Coordinators to manage small work requests and small projects.

• Application Development and Support are currently separate teams in separate areas of the organisation and this leads to major delays in both development and support activities. We have restructured these teams to form a single team which will develop and support applications going forward under a new role of Applications Manager. In addition, moving this team to the Programme Management team makes it easier for projects to access the relevant resource.

• Major benefits are perceived by the strengthening of the Architecture team by the creation two new roles of Architect & Design Manager and Chief Architect. Currently this area is under resourced and is one of the primary causes for project delay.

• Our test area also needs strengthening and this has been done by the introduction of new Test Analyst roles which will enable coherent test plans and ensure successful delivery of systems.

15.

IS Programmes

Head of IT ChangeHead of Development

(vacancy)

Test Manager

Head of IS Strat. & Architect.

Technical Design Authority

Solution Architect(vacancy)

Test Analyst(FTC)

Lead Project Manager(vacancy)

Project ManagersX5

(1 x FTC)(1 vacant)

Project Admin / Planning

X1.6

Business AnalystX7

(1 x vacant)

Team LeadersX 2

(1 x FTC)

Systems Analyst / Programmer

X 8.54(1 x FTC)

Programme Management – Current StructureRole

Deleted Restrct

RoleNo

Impact on Role

Application Development Function moves to Programme Management with new roles & structure

Pool Select.

16.

Programme Management – Proposed Structure

Assoc. Director

Programmes / Projects

PMO Manager

Architect & Design

Manager

Business Analyst

Manager

Test Manager

Applications Manager

Planning & Projects Officer

X2.6 (1 New)

Project Managers

X 5

Project Co-ordinators

X2

Chief Architect

Solution Architect(1 x FTC)

Technical Designer

Business Analyst

X 5

Test AnalystX2

Test AnalystX1(ftc)

App. Dev. Team Leader

App. Supp. Team Leader

Analyst Programmer

X5

Support Analyst

X 7

NewRole

Application Support Function moves from Service Managementto be incorporated with Application Development Functionto form a new Application Team with new roles & structure

No Impact

on Role

RestrctRole

Pool Select.

17.

Finance & Planning – Current Structure

Head of Admin & Planning

Senior Office Assistant(vacancy)

Finance Administrator Content Manager

Content DeveloperFinance AssistantPersonal Clerical

AssistantPersonal Clerical

Assistant

Directorate PA

Role Deleted

Role Moved

No Impact

on Role

18.

Finance & Planning – Proposed Structure

Head of Admin & Planning

Finance AssistantPersonal Clerical Assistant

Directorate PA

No Impact

on Role

19.

Summary – Overall Impact

Number

Total Roles in Current Structure 127

Total Roles in Proposed Structure 117

Total Number of Roles impacted 67

Budget difference between current and proposed structures

< 5k

NumberNumber of Roles Immediately Displaced 11 (5 vacant roles)

Number of potential restructured roles 8

Number of roles for selection 40

Number of New Roles Created 50

Number of Roles unaffected 60

20.

Summary – Roles Created

Role No.Req. Grade Comment

Head of Service & Support 1 10

IT Support Technician 20 5/6 Selection Pool A

Technical Coordinator 1 7

Head of IT Operations & Data Centres 1 10+

Project Coordinators 2 7

Architect & Design Manager 1 9

Test Analyst 2 7

Applications Manager 1 9

App. Dev. Team Leader 1 8 Selection Pool F

Analyst Programmer 5 7 Selection Pool C

App. Supp. Team Leader 1 8 Selection Pool E

Support Analyst 7 7 Selection Pool D

Business Analyst Manager 1 9

Business Analyst 5 8 Selection Pool B

Problem & Service Transition Manager 1 8

Total Vacancies 49

21.

Summary – Selection Pools

• Pool A – IT Technician Role (x20)– All AV Technicians– All Desktop Technicians

• Pool B – BA Role (x5)– All BA’s

• Pool C – Analyst Programmer Role (x5)– All System Analyst Roles– All Analyst Programmers

• Pool D – Support Analyst Role (x7)– All Application Support Roles

• Pool E – App.Dev.Team Leader Role (x1)– All Dev.Team Leaders

• Pool F – App.Support Team Leader Role (x1)

– Lead Application Support Roles

22.

Ground Rules

• The proposed IT Services restructure will be managed using the ground rules for Appointment of Staff to Revised Staffing Structures.

• Business as usual during the transitional phase – expect the proposed new structure to be operational by end of June 2010.

• Directly affected staff will have priority for posts within proposed new structure.

• Wherever possible we will appoint senior posts first.

• We recognise staff may be unsure at any one time whether a future vacancy may be more attractive therefore if staff already slotted in / appointed to post they are welcome to apply for future vacancies that may arise when / if advertised.

23.

Ground Rules• Directly affected staff are displaced when a new post(s) created in the new structure potentially

displaces their existing role;

• Members of staff will be mapped against the new post(s) and if there is a clear match between the existing and new posts i.e. at least 75% they will be slotted in if there are sufficient posts.

• Where this no clear match between existing and new posts or less posts than people, members of staff will be invited to participate in a competitive recruitment process.

• If a member of staff is unsuccessful in being mapped into a position or at a ringfenced interview they would be displaced and informed as such.

• All directly affected staff will be placed on the Advance Redeployment list.

• Members of staff will have an opportunity to express interest in Voluntary Severance.

• The University will provide support for those who are potentially displaced.

• Candidates will be appointed to proposed new posts based on merit.

24.

Voluntary Severance

• Require 2 years continuous service to be eligible.

• Payments offered by the University represent lump sum payments to the value of twice the statutory redundancy payment, based on employee’s weekly pay.

• For each completed year of continuous service the following will apply:

– Service between ages of 18 – 20 – one weeks’ pay.

– Service between ages of 21 – 41 – two weeks’ pay.

– Service over the age of 41 – three weeks pay.

• Maximum twenty years service is reckonable.

• Tax free up to £30,000.

• Compromise agreement to be signed.

25.

Voluntary Severance

• Approval of Voluntary Severance applications - at management discretion.

• Voluntary Severance payments will be in line with payments made under Headroom.

• VS register will open on 24 March 2010.

• VS register will close on 8 April 2010.

• Figures will be sent out to staff by 13 April 2010.

• Apply on-line after 24 March 2010 via the HR intranet page.

• Contact Andrew Brown (HR Advisor) on 52114 or Rachel Nield (Pensions Officer) on 52101 if you have any queries about this matter.

26.

Timescales / Consultation • Impacted staff to update job descriptions & submit for verification – 6 April 2010.

– Current JD’s available electronically from Christine Tyler– Return to Christine asap and before 6th. April 2010

• Aim to verify job descriptions by 9 April 2010.

• Aim to meet all directly affected staff to discuss mapping and VS outcomes by 30 April 2010.

• Subsequent dates regarding ringfenced interviews will be published if appropriate by 3 May 2010.

• Trade Unions invited to attend any further briefings.

• Anticipate 30 day consultation period.

• Regular consultation meetings with staff / TU.

• Send any questions about the restructure to Derek Drury or Paul Jenks (HR Business Partner).

• Q & As will be circulated at regular intervals, via team briefings where appropriate.

27.

Question ……………….