UP to 60 members of staff at a Somerset council could be “displaced” as a result of services being delivered in a new way.

South Somerset District Council is undergoing a “transformation” project, which is designed to deliver savings to protect front-line services and make the council more responsive and efficient.

The programme involves a reorganisation of the council’s staffing structure and the way its services are delivered – meaning that up to 60 people could lose their jobs, with more than half choosing to take voluntary redundancy.

The decision has generated controversy, with one outgoing staff member saying that she was “disgusted” at experienced staff being asked to “sing, dance and jump through hoops” to keep their jobs.

The council has refused to comment on individual cases, but said that affected staff would be supported to find new employment and would remain in post until December to ease the transition process.

A report on the transformation programme came before the council’s district executive committee in Yeovil on Thursday (July 5).

Caron Starkey, the council’s strategic lead for transformation, said that the project would deliver annual savings to the council of just under £2.5M.

The council has to find £6M of savings between 2017 and 2021, on top of the £12M it has already delivered in savings from 2010 onwards.

The transformation project, which was agreed in 2016, is designed to “future-proof” the council by changing the way in which services are delivered, rather than cutting services further back in their current state.

The programme involves greater use of digital technology and a more commercial mindset, with income generation – such as the council’s recent investment in renewable energy – being used to bolster budgets and fund town centre regeneration projects.

As part of the project, all council staff went through a selection process, where they could express interest in applying for new roles under the new staff structure.

A total of 235 invidividuals were involved in the latest phases, with each entitled to apply for one or more of 156 brand new roles within the council, designed with the council’s new direction and strategies in mind.

Ms Starkey said: “The vast majority secured one of their first three preferences and around a third of staff secured grade or pay increases with many future opportunities for career development.”

Of the 60 individuals that were not offered roles and “displaced”, 55 per cent (the equivalent of 33 people) expressed an interest in voluntary redundancy.

Ms Starkey added: “The majority will continue working for the council until the end of 2018 to aid the transition into the new model.”

One woman, who did not wish to be named, sent a blistering email to all staff criticising the process.

She said that she was “utterly disgusted with the way staff have been treated”, branding the project as “farcical” and criticising the “faceless” and “aloof” team who have overseen it.

She added: “You expected people to sing, dance and jump through hoops while all along it was a game you were playing with people’s lives.”

She also described one of her colleagues “leaving the office in tears” and likened the job application process to “a circus audition”.

The council has refused to comment in detail about the individual grievances of this staff member, but said that staff were being supported and that the project would lead to a more efficient delivery of public services.

A spokesman said: “Staff have been informed about the outcomes from the latest selection period for new roles being created to take forward our ambitious Transformation programme.

“The programme is designed to protect services for communities in south Somerset while creating a more efficient council, with its customers’ needs at the heart of every decision.

“We have had to make some incredibly difficult choices, but this is about protecting services by delivering them in a more modern way.

“Dedicated support is available for anyone who requires it, especially for those who are displaced and at risk of leaving the organisation. We are continuing to work with staff and offering them support to overcome any concerns they have.

“We are unable to comment in detail on the message which was sent, other than to say it has been taken seriously and is being managed appropriately.”

The council has said that it is working with HR specialists to support those at risk of leaving, and that staff were receiving trade union support where relevant.