Before agreeing to redeployment, you should consider the length of placement that fits best with your own personal considerations. It is then the responsibility of the employee’s original line manager to assist in the pursuit of further redeployment as appropriate. Displaced staff will also be expected to check the NHS Fife Vacancy Bulletin regularly and bring to the attention of their Human Resources Officer, where it is deemed appropriate, any vacant posts that may offer suitable alternative employment. The final decision lies with the Chair of the Redeployment Group. The register will detail all displaced employees, key milestone dates and details of any offers of suitable alternative employment made. It is, however, recognised that there may be other circumstances where NHS Fife determines that redeployment may be appropriate. REDEPLOYMENT PROCEDURE Introduction and Aim Redeployment is the process by which suitable alternative employment is sought for employees who are unfit or no longer able to carry out the duties of their current post, either on a temporary or permanent basis. The staff side representative, as appropriate, will be responsible for representing the displaced employee at all appropriate stages of the redeployment process excluding any recruitment interviews. This will include all types of absence including sick leave or maternity leave and where individuals have been served notice to terminate their contract of employment. The remit of the group is to oversee and co-ordinate the Redeployment process within NHS Fife. Facilitate training and development opportunities for displaced employees, where possible, in order to widen the scope of potential suitable alternative vacancies (although it should be noted that both the displaced employee and their line manager have a clear role in this regard). Staff displaced as a result of Organisational Change may be placed in a lower banded post which will attract protection. The Trust is committed to preserving security of employment for staff and preserving the knowledge, skills and experience of individuals. The Human Resources Officer will also be responsible for communicating with both the line manager with responsibility for the potential vacancy and the substantive line manager to ensure that allparties are involved and aware of the details of the progression of a potential redeployment situation. necessary and appropriate, to support the process of identifying suitable alternative employment Boards In partnership with local trade unions/professional organisations, agree a redeployment policy which meets or exceeds the minimum standards set out within the NHSScotland Redeployment PIN policy. Suitable alternative employment opportunities will be sought for all displaced employees. 5.2 Redeployment Process . Depending on the nature of the capability issues, Occupational Health advice will require to be sought, both as part of the initial assessment stage of the procedure outlined above (in so far as whether suitable alternative employment should be considered and, if so, any restrictions as to the type of role, or adjustments which would require to be made to a role, in order to ensure suitability, and thereby avoid similar capability issues arising in future), as well as during the subsequent access period where consideration is being given to the suitability of particular posts. Should a displaced employee consider that a suitable alternative employment opportunity has been unreasonably withheld or refused, or should they have any other concerns in relation to the application of this policy, the matter should be pursued in line with NHS Fife’s Dealing with Employee Grievances Policy. Recruiting managers must always give priority to displaced candidates. 5 years’ service x 0.8 wte month’s pay. The purpose of the reviews will be to monitor progress and allow both parties to comment on the suitability of the redeployment trial. Subject to agreement with HR, a formal selection process may be required in the following circumstances: Any subsequent offer made will be conditional upon all relevant pre-employment checks, as set out in NHS Fife’s Policy on the use of Disclosures, Rehabilitation of Offenders and Protection from working with Vulnerable groups, developed in line with Safer Pre and Post Employment Checks in NHS Scotland PIN Policy25, having been undertaken satisfactorily. Responsibility for redeployment rests with your department, on whose establishment and budget you will remain while the search for redeployment takes place. The redeployment period will normally begin from a date agreed with the employee. The access period for employees displaced as a result of non renewal of a fixed term contract will be for a period no less than the contractual notice period as detailed in the Fixed Term Contracts Policy. The Redeployment Service Framework should be read in conjunction with the London Model Change Management Policy, produced by the London NHS … Ensure that they fully engage with the redeployment process, particularly with regard to any potentially suitable alternative roles to which they are matched. Redeployment To Employment January 12, 2018 Positive redeployment is the buzzword in NHS Forth Valley. 4.1 This policy will ensure that displaced employees are dealt with in a non-discriminatory, fair and consistent manner, with regard to exploration of suitable alternative employment opportunities. Ensure that displaced employees are made aware of their rights and responsibilities under this policy, and that they comply with those responsibilities. Displaced employee(s) may be appointed to temporary posts or temporary working arrangements identified, for developmental purposes or as a holding position in order to retain them in employment whilst the search for a permanent position continues. Where redeployment has not been successful and there are no further suitable redeployment opportunities it may be necessary to consider dismissal, which may be on the grounds of capability, early retirement or ill health retirement where applicable. Under the old provisions there was no limit on the salary used to calculate a redundancy payment. Ensure that they are fully aware of and comply with their responsibilities under this policy, including ensuring that displaced employees matched to such a vacancy are considered objectively and without prejudice and not unreasonably refused appointment, and that any concerns/issues arising during any subsequent trial period are raised as soon as possible in order to enable early discussion and with a view to potential resolution. The Recruitment Officer will also maintain displaced employees redeployment records as well as maintaining a database for Redeployment tracking. The following paragraphs outline the specific roles and responsibilities of the individuals involved in the redeployment process. This group will meet weekly and comprises the Chair (Senior HR Manager), Employee Director or nominated staff side representative, Recruitment Officer and representatives from the Acute Services Division and NHS Fife Community Services, East, West and Fife-Wide. Staff affected by organisational change may be entitled to protection of terms and conditions as applicable in accordance with NHS Fife’s Organisational Change policy. Ensure that any concerns/issues are raised as soon as possible during any trial period, in order to enable early discussion and with a view to potential resolution. Appropriate HR advice will be available to managers involved in implementing the process. The displaced employee will also make their line manager or Human Resources Officer aware of their current contact details at all times during the process. NHS Fife will continue to seek to redeploy to a suitable post commensurate with their previous protected earnings level should one become available. The 2004 House of Lords ruling Archibald vs. Fife Council states that this is not the case and suggests that employers have a responsibility to seek reasonable re-deployment … Redeployment. It is hoped that through discussions with the displaced employee and their representative that this situation would be exceptional. In the circumstances when an employee is redeployed they would be entitled to excess travel for a period of 4 years. In those circumstances in which pay protection does not apply, and where, as a result, a displaced employee takes up suitable alternative employment but with earnings lower than those prior to being displaced, members of the NHS Scotland pension scheme may be able to preserve their pension benefits at the time of this change, subject to meeting the relevant eligibility criteria (see http://www.sppa.gov.uk). If it is considered that the displaced employee has unreasonably refused suitable alternative employment opportunities to which they have been matched, a decision may need to be taken to convene a meeting to consider termination of employment in line with the relevant NHS Fife Policy. Ensure that displaced employees matched to vacancies are appropriately prioritised based on the reason for their displacement. Such trial periods may be extended by agreement at the outset of the appointment, depending upon the nature of the post and whether additional training and development is required, or, thereafter, by mutual consent. 1368 0 obj <> endobj 13.As part of redeployment, consideration should be … This policy has been developed in partnership with local trade union/professional organisation representatives. Before accessing redeployment, consideration requires to be given to the likelihood of a suitable alternative role arising within a reasonable period of time. It is their responsibility to tell you how redeployment … In relation to the Redeployment Questionnaire, the displaced employee should be provided with assistance in its completion. An extension of any trial period may amount to a reasonable adjustment if the employee is disabled for the purposes of the Equality Act 201024. If it is evident from the outset and agreed by both NHS Fife and the employee that the role is not suitable then, following consultation with the Senior Human Resources Manager, the trial period may cease early. Liaise with key stakeholders on any required employment decisions where redeployment has not proven successful. @����(��&rvuw4w�Y�V�^滼2�~g9W�2��00p��0rɜϹ]�v�H�qD:�1�9�l1)�k�#�6�M�v�-5ZJrjN�;�]�"y0�������A��A�$4�\�!0�A�A�� �@����B�a`{ ���)D@G��AA�Go�z�0^��eS]�O�e���P�"�ĿZL)ρ4#�; ����qH�{H��Ɋ���F�*�*� �M� Non renewal of fixed term contract upon expiry. The process of redeployment will continue to take place even if a displaced employee is absent from work. Redeployment. It meets the minimum standards set out within the Redeployment within NHS Scotland Partnership Information Network (PIN) Policy, and reflects relevant current employment legislation. Redeployment in other specific circumstances will be by exception (all other alternatives having been exhausted) and will be determined on an individual case by case basis, ensuring that the principles of fairness and consistency of approach are applied. The NHS indemnity cover applies to all NHS employed staff and those providing their services to the NHS as locums, bank staff and other self-employed roles. Where a displaced employee is in receipt of Organisational Change No Detriment Protection and is placed within a post on reduced earnings/hours they will be required to undertake additional hours commensurate with their protected earnings level without additional payment. Redeployment Process Map Appendix 1 . Step 3. Should an appointment not be made from amongst those with the highest priority, the same process will apply in the case of those with the next level of priority, until either an appointment is made or the process is exhausted. associated redeployment process is managed in a timely manner. This will include approval of the posts identified for redeployment purposes by the Redeployment Review Panel and any Issues of principle which require to be adopted in respect of the implementation of the Redeployment Policy. However, if the employee is disabled for the purposes of the. The member of staff will then be able to register to join the URP and create their profile for the types of role for which they wish to be considered at either the same grade or a lower grade. %PDF-1.5 %���� A document that summarises the key considerations for the safe redeployment of staff and deployment of those joining the NHS in temporary support of our existing workforce. redeployment) for any member of staff unable to … Completion of the questionnaire supports the search for and identification of potential suitable alternative posts, failure to supply a completed questionnaire within the timescale stated will impact upon the redeployment process. Staff displaced as a result of capability including ill health issues will not receive protection. endstream endobj startxref A minimum ‘basic skills match’ exists between the essential requirements of the vacancy (as stated on the person specification) and the current skill level of the individual (based on the redeployment questionnaire). As such, exploration of suitable alternative employment opportunities will ordinarily only involve posts at the same or lower pay band/grade as the post from which the affected employee was displaced. The letter sent to a member of staff near the end of their fixed-term contract will outline how the redeployment and redundancy process operates. Other members may be remitted to join the group as appropriate. NHS Fife is committed to preserving security of employment for its employees and recognises that, beyond compliance with legislation and national policy, there are clear organisational benefits to adopting such a process. Appropriate HR advice will be available to managers involved in implementing the process. In order to achieve this aim, the following principles and values apply: This guidance document is to allow those involved in the redeployment of displaced employees to understand their roles and responsibilities. Explore the possibility of internal redeployment Explain the process for redeployment & priority for vacancies on NHS Jobs, if no internal redeployment is found. Ensure that they are aware of both their rights and responsibilities under this policy, and that they seek further guidance if unclear. REDEPLOYMENT PROCEDURE Introduction and Aim Redeployment is the process by which suitable alternative employment is sought for employees who are unfit or no longer able to carry out the duties of their current post, either on a temporary or permanent basis. • Redeployees have the right to be considered preferentially for posts and will not be That after a reasonable period of training, it is estimated that a basic skills match would exist. Displaced employees will be made aware of their rights and responsibilities in relation to the process, including their right of recourse should they consider that a suitable alternative employment opportunity has been unreasonably withheld or refused. This can be … Any additional costs associated with supernumerary temporary appointments will be met by the originating department budget. Participate in partnership monitoring, evaluation and review of this policy. If it can be clearly demonstrated that this will not be the case, a decision may need to be taken to convene a meeting to consider termination of employment in line with the relevant NHS Fife policy. All you need to know in 30 seconds. In circumstances where a displaced employee chooses to apply for a post on less favourable Terms and Conditions of Service and is successful then Organisational Change Protection will not apply to the new post. Staff Wellbeing & Safety may conduct a health assessment of the proposed new/redeployed role and the employee’s ability to perform the role, prior to an offer of appointment being confirmed. Ensure that they seek advice from HR (including the redeployment coordinator) where necessary and appropriate when dealing with redeployment issues. From 1985 onwards she was based in community nursing rather than a hospital setting. The line manager will maintain regular contact with the displaced employee ensuring appropriate written confirmation of decisions are communicated. NHS Grampian Redeployment Policy 1. 1399 0 obj <>stream In such circumstances, the process will be as determined within NHS Fife’s Management of Organisational Change policy. The procedure aims to provide a fair, clear, consistent and timely approach to exploring alternative employment (i.e. ‘redeployment’) for all employees who are identified as being ‘displaced’. The purpose of this policy is to ensure a fair and consistent approach to the process of exploring suitable alternative employment (i.e. ... Three months later they a re-employed in the NHS on a 0.8 wte basis. Top Tips for Workforce Redeployment in the NHS. Explain the arrangements for protection of pay and terms and conditions where applicable Offer support and assistance The decision as to whether to extend the access period will be dependent upon whether suitable alternative employment opportunities have arisen or are likely to arise within the immediate period thereafter. Ensure that they fully engage with any relevant training and development programmes that are integral to any role that they subsequently accept. Background The response to the COVID-19 pandemic required redeployment of large numbers of staff to avoid acute services being overwhelmed. If any issues arise during the trial period these should be discussed with HR prior to any action being taken with regard to any changes being made to the trial period arrangements. 1.2This PIN policy defines ‘redeployment’ as the process of securing suitable alternative employment for an employee, who it is identified will be displaced at a stated future date from their post, as a result of organisational change, or following application of formal processes relating to capability (whether due to ill-health or performance), or, in advance of the non-renewal of a fixed term contract upon expiry. NHS and redeployment of your workforce On 25 th March 2020 the CDO and NHS England sent a letter to all NHS dental practices, advising them that they would continue to be paid under their NHS contracts, subject to staff being redeployed. This policy applies to all employees of NHS Fife who hold substantive posts or who have held a fixed term contract (or multiple fixed term contracts) continuously for two years or more. Jessie Cunnett. Matching will only involve comparison of applicable vacant posts (i.e. NHS Fife Organisational Change PolicyRedeployment PIN (2014)Employment Rights Act 1996Equality Act 2010NHS Fife’s Fixed Term Contracts PolicyAnnex A: Redeployment QuestionnaireAnnex B: Redeployment Process Evaluation FormAnnex C: Guidance on MatchingAnnex D: Guidance on PrioritisationAnnex E: Flowchart, Redeployment will normally occur as locally as possible, however it is recognized that national arrangements may be required for staff in posts that have senior/particular skills experience. The Letter of Preparedness from Chief Dental Officer, England, Sara Hurley, and NHS England and NHS Improvement, Director of Primary Care and System Transformation, Matt Neligan, published on 25th of March outlined the postponement of elective dental care and further assurance of NHS dental contracts. Annex B will be a tool used to source feedback. ‘Redeployment’ is the process of securing suitable alternative employment for an employee who it is identified will be displaced, at a stated future date, from their post as a result of organisational change, or, following application of formal processes relating to capability (whether due to ill-health or performance), or, in advance of the non-renewal of a fixed term contract upon expiry. This unprecedented, previously unplanned redeployment occurred in a rapidly changing environment. 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