The Net Zero Plan is the foundation for NSW’s action on climate change and goal to reach net zero emissions by 2050. The Emissions Intensity Reduction Program (EIRP) is a contributing component to the Net Zero Plan.

The EIRP seeks to assist hard-to-abate industries in NSW to accelerate their transition to net zero emissions, without compromising their contribution to the NSW economy and workforce; assist low emissions industries in NSW to develop and grow; and contribute and guide the NSW industrial sector to deliver significant emissions reductions.

Our people’s involvement

• Preparation of a Change Management Plan to guide the implementation of the EIRP into the newly formed Emissions Intensity Reduction branch of the Office of Energy and Climate Change agency

• Central to the Change Management Plan was the preparation of an organisational team design to deliver the EIRP

• Further, the Change Management Plan was to provide for the following

  • A roadmap for applying the change management activities

  • Articulation of the current state of business

  • The objectives and benefits sought by the EIRP over the next 8 years

  • The areas of change required and the obstacles to change

  • Planning the intervention for change, including an emphasis on accountabilities, roles, responsibilities, and skills

  • Timing of key change activities to align with the endorsed EIRP schedule

  • Next steps and additional material needed to support the change activities

Key achievements and value-add

• Prepared an organisational design that reflected the EIRP drivers, operating context and industry best practice

• Ensured a strong focus on accountabilities, roles and responsibilities, that considered the transition from current (well understood) design functions to a future state best positioned to deliver the EIRP

• Ensured the Change Management Plan was practicable, clear and coved key elements of change

• Adopted the Bronze, Silver, Gold development approach, allowing for executive feedback and internal reviews to inform development of the change management approach

• Identified how to best support stakeholder and industry consultation processes

• Guided the team via a structured approach to change management with a focus on transitioning roles, teams, and the agency

• Utilised change management activities and the Change Management Plan as tools to begin communicating the change purpose and roadmap to senior leaders and team members alike