PCB is ready to assist you through this process. Once you have determined that a reorganization is going to occur and you understand the scope of it (i.e., renaming a unit with no other changes, creating a new unit, etc.) please contact Betsy McCafferty (emccaff6@kent.edu) and/or Donna Sansonetti (dsansone@kent.edu) for guidance through the process and to ensure you understand the steps that you will need to take to make this change a success.

PCB serves as a general resource and based on your specific needs, will guide you through the different steps that need to be taken.

PCB consults and collaborates with department heads and other designee to develop job descriptions, titles, salary recommendations, posting requirements and communication strategies.

PCB consults and collaborates and assists with all processes that involve the elimination of a position. Will advise on how to communicate the changes to existing employees.

PCB implements changes to HR processes and systems because of a reorganization.

We operate in a complex employment, statutory, regulatory, and procedural environment. It is critical that you involve the division of People, Culture and Belonging (PCB) when you are planning changes to your organizational structure. Note that a large reorganization resulting in the elimination of positions can require a minimum of 6 months, and smaller reorganizations may require a minimum of 4 months. Please allow ample time before the effective date of the change to ensure sufficient time to process the change.

• Before deciding to change an organization’s structure, leaders must define the issue: What exactly is the organizational challenge at hand? Ideally, there should be a consensus among leadership about challenges and needs.
• Once leaders understand the challenge, the next step is to determine the best way to address it. A reorganization may be a solution, but more effective and less disruptive options may be available.