Umeå University’s operation develops thanks to the collective skills of all our employees. Umeå University is constantly working to secure the long-term supply of skills. As the world around us changes, so do the university’s skills requirements.
Changes in our surroundings affect our operation at Umeå University. Some changes require direct operational changes at your workplace, which may mean a change to the skills required, or that some tasks are reduced or disappear altogether. Operations may also need to change as a result of worsened finances at your office or department.
Your manager has the primary responsibility for analysing, initiating, implementing and concluding any operational changes at your department or office. Work on these changes can take place in what is called a transition process.
The scope of the transition process varies, depending on the changes that are required for the operations in question. But regardless of whether the change is big or small, there are some basic elements that your manager has to consider and implement. Your manager is required to inform their staff about what is happening throughout the process.
If your position is affected by an operational need to change, you, as an employee, must be prepared to take on new responsibilities and arrange any continuing professional development necessary. In some cases, this need for change may mean that your position becomes redundant. In this case, a redeployment study will be carried out to examine whether there is a need for your skills at any other department or office at the university. If it should prove that your skills are not needed at either your current office or department, or at Umeå University as a whole, your employment may be terminated by reason of redundancy.
The process that deals with transition and redundancy is handled through a well-defined procedure and is governed by laws, agreements and control documents. The transition process is implemented in close cooperation with Human Resources