Post Implementation Review

What is this review and why is it happening now?

The University is required under the Enterprise Agreement to review major workplace change within 6 to 12 months of a change proposal being endorsed. This review looks at how recent workplace changes were implemented, what their outcomes have been, and what we can learn for future change processes. This is also consistent with the University’s obligations to staff wellbeing, health and safety to identify, assess and review activities like workplace change to maintain staff health and wellbeing.

As part of the review, all staff will be invited to take part in a university-wide survey, opening on Thursday 3 September and closing on Friday 18 September. A link to the survey will be emailed directly to all staff when it opens.

Is this a review of the Business Improvement Program (BIP), of the change process, or both?

The review is a post implementation review of major change processes implemented in 2025 across our Colleges and Divisions and is being undertaken in accordance with our enterprise agreement requirements. While it is not a review of the BIP more broadly, as the BIP informed a number of the major workplace changes, staff can share feedback on the BIP as they relate to the major change processes.

Do I have to take part in the survey? Who's being asked to respond (all staff, or specific groups)?

Participation is voluntary. All staff are invited to take part and share their experience.

Is this survey for casual and fixed-term staff, or only continuing staff?

The survey is open to all staff, including casual and fixed-term employees.

Are my responses confidential?

All responses will be treated confidentially. Results will be reported in aggregate form and individual responses will not be identified in reporting. Any open-text comments included in reports will be reviewed to minimise the risk of identifying individuals.

The only exception would be where information provided raises a serious concern about the safety or wellbeing of an individual. In these circumstances, relevant information may be shared with the appropriate University support service (for example, Health, Safety and Wellbeing) to enable appropriate support and follow-up.

I've since moved roles, or left an area affected by the change process. Should I still respond?

Yes. Your feedback remains valuable to the review, regardless of your current role or area.

What if I wasn't directly involved in a formal change process?

The review seeks feedback from all staff. While a number of staff were in positions directly affected by the change process, others may have experienced impacts arising from those changes. All perspectives are welcome.

If my reporting line has changed, how should I complete the survey?

Please complete the survey based on your work area and structure at the time the changes were being consulted on. The review is focused on the change process itself, including how information was shared, how consultation was carried out, and how feedback was considered, so your answers should reflect your experience of that process rather than your current reporting line.

I've already given feedback during the change process consultation and/or Business Improvement Program (BIP) consultation. Will that be reviewed too, or do I need to repeat myself?

Feedback provided during the change consultation process was reviewed at the time and informed the final change design and proposal.

This review is different. It focuses on post-implementation feedback, including how the changes are operating in practice, what’s working well, and any challenges being experienced, as well as opportunities for further improvement.

We encourage you to share any reflections or experiences from working within the new arrangements, as this will help inform the review.

Who administers the survey and gathers data?

The survey is administered by the University's Strategy, Planning and Performance team, who will also lead the data analysis, including thematic analysis of open-text responses.