Damen Naval’s restructuring process Time for Change starts with implementation phase

Several important steps have been taken in the Time for Change process since the summer shutdown. For instance, the steering committee has completed the detailed concept for the organisational structure and an official request has been made to the Works Council (OR) to study and review that concept. The OR gave its opinion in early October and now the implementation phase can really start.

“We are happy to have the OR’s opinion, because now we can move forward. And we are even happier that it is a positive opinion,” explains Damen Naval’s Managing Director Roland Briene. “The OR did make some important recommendations and we are going to look at those carefully. But we can now finally start with the implementation phase, and I am very much looking forward to that. Not just because we have been working with Time for Change for so long, but mainly because I know that these changes will benefit us as a company.”

While the OR was studying the detailed organisational structure, the steering committee had already started preparations for the implementation phase. For instance, Quartermasters have been appointed for all (new) departments who, together with a small team, will prepare the organisation for the upcoming changes. The role of Quartermaster is temporary, and their work will include practical matters such as inventorying workplaces and IT resources, developing the consultation structures of the new departments but also between the departments.

Roland emphasises that there is a place for all current employees within the new organisation and that new positions are also being created that offer opportunities for development and growth. “The whole purpose of Time for Change is to ensure that we establish a future-proof structure. Structure and manageability, that is what it’s all about. For that, we need at least all the colleagues we have now. We have also identified where reinforcements are needed and in the coming months we will very actively recruit additional people.”

Now that the detailed design is almost final, it can finally start to be shared with the entire organisation. Line managers will inform their departments about the changes, while HR is busy creating the right job description for each position. “I have always said that by 1 December at the latest, everyone will know where they will be working from 1 January 2024 within the new organisation,” states Roland. “We will do everything we can to provide clarity to everyone as soon as possible. Should you have any questions in the meantime, please contact HR or your line manager.”

On the Time for Change website, you can follow the latest developments and read all previous internal news announcements. You will also find an extensive FAQ.