Creating structured career transition support through organisational change

Challenge

Navigating workforce transition while maintaining stability.

Solution

A people-centred Career Transition Programme.

Outcome

  • Greater workforce resilience
  • Supported career confidence
  • Maintained operational continuity

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How Davidson Strategy & Performance helped the NSW Environment Protection Authority provide accessible, confidential and governance-aligned career transition support during organisational change. 

24/7 access to digital career transition support for all impacted employees 
Five-stage framework combining practical career support with the psychological aspects of transition 
One-to-one coaching available across workforce levels, from frontline employees to senior leaders  

Supporting people while managing change

The NSW Environment Protection Authority (EPA) needed to support employees through a period of organisational change. 


As a public sector regulator, the EPA also needed its transition approach to meet governance, privacy and contractual requirements. 


Employees faced uncertainty about what change meant for their careers. Leaders needed a consistent way to provide practical support while continuing to manage the broader organisational transition. 


The EPA required an approach that could work across different workforce levels and individual circumstances. It needed broad access to practical resources alongside more personalised support for employees who needed it. 


Davidson Strategy & Performance partnered with the EPA to design and deliver a structured Career Transition Programme around those requirements.

Combining practical and personal support 

A standardised approach alone would not meet the different needs of employees navigating transition. 


Davidson structured the program around five stages: Identity, Focus, Presence, Strategy and Healing. 


The framework addressed both practical career preparation and the personal aspects of workforce transition. 


All impacted employees received 24/7 access to Davidson’s digital career transition platform. Employees could use the resources when they needed them and work through practical activities at their own pace. 


Support included guided resume development, LinkedIn optimisation tools, structured job search modules and wellbeing resources. 


For employees requiring additional guidance, Davidson provided confidential one-to-one coaching. This support was available across workforce levels, from frontline employees to senior leaders. 


Coaching helped individuals clarify their career direction, strengthen interview capability and prepare for their next steps. It also provided a confidential setting to work through the personal challenges associated with transition. 


This combination created a consistent foundation of support while allowing individuals to access more personalised guidance where required.

Meeting public sector requirements 

Supporting employees was only one part of the EPA’s requirement. The program also needed to operate appropriately within a highly governed public sector environment. 


Every element of the program aligned with NSW public sector governance, privacy and contractual requirements. 


This gave the EPA a structured way to provide external career transition support while meeting its organisational obligations. 


The model also separated confidential individual coaching from the organisation’s internal change processes. Employees could access independent support while EPA leaders and internal teams continued managing the broader transition. 

Two workers in hard hats kneel in dry grass, planting or inspecting vegetation outdoors.

A consistent framework during uncertainty 

The Career Transition Program gave impacted employees access to structured support at a time when their individual circumstances and career decisions were changing. 


Digital resources provided immediate, ongoing access to practical career tools. One-to-one coaching offered additional support for employees who needed individual guidance. 


Together, these elements created a consistent transition framework across workforce levels while recognising that each employee’s experience of organisational change would be different. 


For the EPA, the program established a governance-aligned approach to career transition that could operate alongside its internal change activities. 


It also gave leaders confidence that impacted employees had access to structured and confidential external support throughout the transition process. 

Making employee support part of responsible change 

Organisational change can require leaders to manage operational priorities and employee needs at the same time. 


For the EPA, a combination of 24/7 digital access, a five-stage transition framework and confidential one-to-one coaching created a structured way to support impacted employees through that period. 


The approach recognised that career transition is both practical and personal. Employees need tools to prepare for what comes next, but they may also need individual guidance as they navigate uncertainty. 


Davidson Strategy & Performance helps organisations put structured, practical and governance-aligned support around people experiencing workforce change.


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