Elements describe the essential outcomes. | Performance criteria describe the performance needed to demonstrate achievement of the element. |
1 | Establish the context for change | 1.1 | Requirement for change is confirmed through consideration of changes to legislation, business or organisational requirements |
1.2 | Key stakeholders are identified and consulted on proposed change |
1.3 | Benchmarking is conducted with other similar organisational/functional/best practice standards to confirm preferred methodology for managing change |
1.4 | Specialists and experts are consulted as required to assist in identifying major change requirements or opportunities |
1.5 | Overall life cycle and phases of change are identified |
2 | Develop risk management strategy | 2.1 | Risk assessment is conducted to identify risks and hazards related to change |
2.2 | Identified risks are evaluated and controls are established so far as is reasonably practicable in accordance with organisational policy and procedures |
2.3 | Responsibility for managing established controls is determined |
3 | Develop implementation plan | 3.1 | Complexity of change is identified and appropriate phases and transition plans are developed |
3.2 | Communications strategy is developed in collaboration with key stakeholders |
3.3 | Modifications to systems and infrastructure are identified |
3.4 | Resources required to implement change are identified |
3.5 | Affected personnel and required training/up skilling is identified |
3.6 | Updating of risk registers and other safety documentation is identified |
3.7 | Procedures for post implementation monitoring and review are established |
3.8 | Changes are documented and approval by key stakeholders is obtained in accordance with regulatory and organisational requirements |
4 | Communicate workplace change | 4.1 | Anticipated change is advertised to appropriate organisational personnel who will be affected by change |
4.2 | Range of strategies is used to foster a positive attitude to change, especially from individuals on whom organisational change will have the most effect |
4.3 | Advice is provided to key stakeholders on strategies for effective change management and sensitivity is shown to people’s individual responses to change |
4.4 | Leadership and communications strategies are used to assist others to deal with ambiguity and to adapt to change |
5 | Implement workplace change | 5.1 | Policies, practices and procedures are altered and implemented as required to support change management strategy |
5.2 | Modifications to systems and infrastructure are implemented |
5.3 | Required training/up skilling of affected personnel is facilitated |
5.4 | Risk registers and other safety documentation are updated to reflect implemented change |
6 | Monitor and review change process and outcomes | 6.1 | Organisational safety management system is reviewed and revised to reflect change |
6.2 | Ongoing process are monitored following implementation of change to ensure it is meeting organisational requirements |
