The main objective of this study was to investigate into employee readiness to change and it determinants with particular reference to administrative staff of BDU. The study used quantitative research approach with correlational design. The data collected from a sample population of administrative employees of BDU in all 9 campuses. The sample respondents (367) are chosen by stratified random sampling from their working campuses. The study mainly used scale questionnaire as data collection instruments. Data analyzed using descriptive statistics, correlation and regression. The results of descriptive statistics indicated that the three components of readiness for change (emotional, cognitive and intentional) of administrative staffs of BDU had higher level of perceived level of readiness to change. Furthermore the administrative staffs of BDU had moderate level of perceived history of change, trust in top management, participatory management, and quality of communication as determinant of change readiness .Moreover, the results correlation coefficient indicated that the individual perceptions of history of change, participatory management, and quality of communication were positively correlated with readiness to change. The finding of the regression analysis revealed that there was statistically significant contribution of history of change, participation management and quality of communication to readiness to change (R 2 = .344, F = 47.354, p < 0.05). But the contribution of trust in top management to readiness to change found to be insignificant. These findings are discussed in relation to previous literature. Therefore, it is recommended that, concerned bodies should work more on that change need to refreshing, bring good feeling about the change, make the staff experience the change as a positive process and also they should clearly create awareness of history of change and its importance, the top management should be trustful to employee about the change to be introduced and initiate change efforts, the management should be participate at all levels of change in order to bring the change effective and all member of the staff need to be communicated about the change and regularly informed about how the change is going on, information provided on change should be clear, transparent and progressive.