Bilbarra Care: Moving to App Rostering, Change Plan
Change management presentation: impacts, plan, support
A change management presentation has to show leaders who is affected, how much, and what support each group gets, so the change sticks rather than being announced and abandoned. Bilbarra Care, an invented Australian aged care operator, moves 400 staff across five homes from paper rosters to an app, starting with a month of consultation and a readiness survey of 312 staff.
Every slide, in order
The whole deck as it renders, one slide after another. Read it the way the audience would.
The structure
What each slide is doing, so you can reuse the order even with different content.
- Slide 1cover
- Names the change, who it affects and when, before the plan itself.
- Slide 2intro
- Why the change is worth the disruption, in terms staff and managers already feel.
- Slide 3framework
- The change model in four stages, so every activity in the plan has a place and a purpose.
- Slide 4metrics
- Every impacted group with headcount and what changes for them, which decides the support each one gets.
- Slide 5comparison
- A shift swap before and after, in the steps a care worker actually takes.
- Slide 6timeline
- The communications timeline, from the first consultation to the 90 day survey.
- Slide 7metrics
- Readiness survey results by group, which decide where support goes before go live.
- Slide 8checklist
- The support channels staff can use, so nobody is left alone with a phone on their first shift.
- Slide 9takeaway
- Five commitments the executive team makes to staff, which the briefings repeat.
- Slide 10closing
- Closes with what the executive team is asked to approve and the next date.
Slide by slide
Slide one states the change and what does not change. Slide two gives the reasons: six hours a week of manager time, 90 timesheet corrections a fortnight and one in four short notice shifts still empty an hour out. Slide three sets out the four stage model: aware, ready, live and embedded. Slide four is the impacted groups table. Slide five walks a shift swap before and after. Slide six is the communications timeline. Slide seven shows readiness by group. Slide eight lists support channels, including 25 champions and guides in five languages. Slide nine makes five commitments. Slide ten asks for approval of the plan and 300 champion hours.
How to adapt this deck
A system change in an office should swap the shift swap walkthrough for the task people do most often in the new tool, and drop the tablets if everyone has a laptop. A restructure rather than a system change should replace the readiness chart with a slide on roles and reporting lines, and keep the impacted groups table. If the workforce is spread across many sites, run the communications timeline by region and show each region's go live date.
What change and workplace guidance says
Prosci's ADKAR model describes five outcomes a person needs to change: awareness, desire, knowledge, ability and reinforcement. The four stages here compress that into aware, ready, live and embedded. The Fair Work Ombudsman's best practice guide on consultation says that an employer who intends to change regular rosters or ordinary hours must consult the affected employees first, which is why consultation leads the timeline.
What makes this deck work
Impact is rated group by group
The table on slide four splits 400 staff into six groups, from 240 personal care workers to 10 in payroll, and gives each a line on what changes, an impact level and its main support. High impact groups get hands on help; kitchen staff get a quick guide. Support follows impact instead of being spread evenly.
Readiness is measured before go live
Slide seven charts the May survey of 312 staff: 58 percent of care workers know what is changing but only 44 percent feel confident with the app, and kitchen staff are lowest. The main worry, pay errors from swaps, becomes commitment five on slide nine.
Consultation comes first on the timeline
Slide six opens with a month of consultation from 1 June, before letters, before the pilot home on 2 August and before paper stops on 1 November. For an award covered workforce, asking for views before changing how rosters work is the first step, not an afterthought.
Questions people ask
What should a change management presentation include?
Why the change is needed, the change model, who is affected and how much, what the change looks like in daily work, the communications timeline, readiness data, support channels, commitments to staff and the decision needed. Ten slides gives leaders enough to approve the plan and resource it.
How do I show change impact by group?
Use a table with each group, its headcount, what changes for it, an impact rating and the main support. Sort high impact groups to the top or keep the order the organisation uses. The table becomes the plan's checklist: every high impact group needs hands on support before go live.
Should a change plan include a readiness survey?
Yes, ideally before the plan is approved and again after go live. Asking whether people know what is changing and whether they feel able to do it shows where support should go first. Repeating the survey at 90 days shows whether the change has stuck.
Which change model should a presentation use?
Pick one simple model and use it consistently, whether ADKAR, Kotter's eight steps or a four stage version like this one. The value is in mapping every activity to a stage so nobody goes live without being ready. Name the model once and do not teach it at length.
Do Australian employers need to consult before changing rosters?
Under modern awards and enterprise agreements, an employer who intends to change regular rosters or ordinary hours generally has to consult affected employees first, giving information and inviting their views. Check the specific award or agreement, and get advice for anything beyond how rosters are issued.
Can I make a plainer staff briefing from this change deck?
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Sources
Written and checked by the OneCraft team. Last checked .