TRADE UNIONS / PROFESSIONAL ORGANISATIONS WILL: The relevant Human Resources Officer is required to work with the Recruitment Officer, line managers and displaced employees to support the redeployment process. The redeployment period will normally begin from a date agreed with the employee. 1.7 Employees will be kept fully informed throughout the redeployment process, including For the avoidance of a Transfer of Undertakings (Protection of Employment) Regulation commonly known as TUPE, which provides rights and protection for staff as part of the transfer consideration will also have to be given to exploration of suitable alternative employment through redeployment. They will also ensure that the Recruitment Officer is kept informed of each case. Where displaced employees are appointed to posts via redeployment, a trial period of four weeks will apply in all cases. Ensure that, in discussion with the displaced employee, the employee receives, where possible, appropriate training and development opportunities in order to widen the scope of potential suitable alternative vacancies. Where NHS Fife has determined that an offer of a temporary post is suitable but the displaced employee disagrees where it is considered that reasons provided by the displaced employee are not considered to be reasonable the displaced employee will be required to move to the temporary post upon the start date identified. @����(��&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� From time to time, whether as a result of displacement due to 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 redeployment will be required. In the event that groups of staff or an individual is dissatisfied with the result of matching, they may request a rematch by a panel with the majority of … The Senior Human Resources Manager will make the final decision on the rationale provided on behalf of NHS Fife. NHS Fife is working to improve health services with the involvement and support of the public and our partners in other NHS Boards, Fife Council and voluntary services. 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. In the circumstances when an employee is redeployed they would be entitled to excess travel for a period of 4 years. Ensure that no vacancy is opened to applications externally or from within the wider internal workforce until it is established that it does not present a suitable alternative employment opportunity for a displaced employee. Participate in partnership monitoring, evaluation and review of this policy. 0 The redeployment process is currently being reviewed and will be updated in due course. 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. 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. 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. For staff with total earnings of more than £80K, the figure used for calculating a redundancy payment will be £80K. The Human Resources Officer provides the link between the Recruitment Officer, Redeployment Group, Line Manager, Recruiting Manager and displaced employees. • “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 Where organisational change is required Trade Unions/Professional Organisations will be involved in determining the process to be used. them during the redeployment process. It is their responsibility to tell you how redeployment operates and will advise you on: The timescales involved Dismissal would be considered when alternatives have been explored without success and must be through agreement with a Dismissing Officer. Individual HR Officers will be responsible for recording and maintaining the redeployment register which includes the details of all displaced employees, key milestone dates and details of any offers of suitable employment made, including the rationales if persons are deemed not suitable. If as a result of restructuring, organisational change, ill health, disability or lack of capability to perform your current role it may result in your employment coming to an end and the Trust will follow the redeployment process. There will be no unreasonable delay in commencing this process. 4.4 Staff Side Representatives To support their members throughout the redundancy and associated redeployment 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. Deploying the clinical and non-clinical optical workforce to support the NHS clinical delivery plan for COVID-19 Where a post does not present an exact match and the individual’s suitability for the role is unclear; or. 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 decision to deploy a member of staff however remains the responsibility of NHS Fife. Suitable alternative employment opportunities will be sought for all displaced employees. It also serves to further a positive staff experience, which in turn will assist NHS Fife in achieving and maintaining exemplar employer status. 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. Ensure that they fully engage with any relevant training and development programmes that are integral to any role that they subsequently accept. NHS Grampian Redeployment Policy 1. associated redeployment process is managed in a timely manner. Staff displaced as a result of Organisational Change will remain on the redeployment register until they are redeployed. Ensure that refusal by a manager to appoint a displaced employee to an identified potential match is reasonable and stands up to objective scrutiny. You will be supported in this search by a Human Resources representative. Since January 2017, around 30 people have been placed in new roles thanks to a refreshed approach following a revision of NHS Forth Valley’s Redeployment Policy in 2016. They are also responsible for ensuring that the KSF process is maintained throughout this period carrying our Personal Development Planning as required. Other members may be remitted to join the group as appropriate. ... they say it is a redeployment. 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. The following paragraphs outline the specific roles and responsibilities of the individuals involved in the redeployment process. Explain the arrangements for protection of pay and terms and conditions where applicable Offer support and assistance Ensure that displaced employees are made aware of their rights and responsibilities under this policy, and that they comply with those responsibilities. Excess travel – Organisational Change and Capability, A comparison of the essential criteria of posts which arise within NHS Fife (as identified within the person specification/job description) with the knowledge, skills and experience of displaced employees (consideration may also be given to examining Knowledge and Skills Framework (KSF) post outlines and factor levels assigned to posts to aid the matching process). redeployment) for all employees who are identified as being ‘displaced’ or fall into the criteria also. If the employee had prior knowledge of redeployment situation, redeployment information pack would be forwarded. As such, this procedure should be read alongside the subsequent section on specific conditions which apply in relation to each of the grounds upon which employees may be displaced. However, it should be noted, that the purpose of redeployment is to preserve employment. 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. ordinarily only those at the same or lower pay band/grade to the post from which an employee has been displaced. 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. All you need to know in 30 seconds. 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 Human Resources Officer will also be responsible for monitoring that a fully completed Redeployment Questionnaire has been received within 10 working days of the employee being issued with the questionnaire and formally advised that they are in a redeployment situation. The purpose of the reviews will be to monitor progress and allow both parties to comment on the suitability of the redeployment trial. If appropriate, supporting the individual through the redeployment process; At the final review meeting, attending and presenting the progress made to date; Stage 3. 5 years later they are made redundant again. If temporary project work is provided in an alternative department for an interim period, temporary costs will be from the employing department budget. 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. The redeployment process will be centrally coordinated by NHS Fife HR Directorate in order to ensure that it is efficiently, effectively and fairly managed. Ensure that they seek advice from HR (including the redeployment coordinator) where necessary and appropriate when dealing with redeployment issues. Ensure that they are aware of both their rights and responsibilities under this policy, and that they seek further guidance if unclear. As pay protection is funded by NHS Fife each case has to be determined dependent upon circumstances. Employment will normally revert to the original department. Following this the position should be reviewed with the option of extending the access period, depending on whether suitable employment opportunities have arisen, or are likely to arise within the immediate period thereafter. The responsibility for the application of the policy rests with Line Managers and HR staff within NHS Fife. Displaced employees have a right to be accompanied by a trade union/professional organisation representative or a work colleague at meetings being held under the procedure outlined below, with the exception of the recruitment interview stage. The second occurs where an individual is displaced in circumstances where there is no such resulting role, or where they have been unsuccessful in securing such a resulting role via the limited competition process. Where there are no matches from amongst displaced employees, or where managers recruiting to a vacancy have been able to provide a justifiable explanation for non-appointment from amongst those matched, vacancies may be advertised through the formal recruitment process. It is essential that fair selection processes are undertaken, with individuals being assessed against an agreed person specification/job description. Redeployment Process Map Appendix 1 . Displaced employees will ensure that a Redeployment Questionnaire is completed fully (within 10 working days of their receipt of the questionnaire and being formally advised that they are in a redeployment situation). This case involved a nurse who had worked for the NHS since 1976. NHS Fife will continue to seek to redeploy to a suitable post commensurate with their previous protected earnings level should one become available. 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. provide indemnity for clinical negligence liabilities arising from NHS activities carried out for the purposes of dealing with, or in consequence of, the coronavirus outbreak, where there is no existing indemnity arrangement. Employees will retain the pay band/grade of their earlier post during the four week trial period (where the pay band/grade of the new post is lower), reverting to the pay band/grade for the new post (where appropriate) upon satisfactory completion of the trial. In these circumstances staff will remain on the redeployment register until such time as a post is found that removes or minimises the need for protection. Responsibility for redeployment rests with your department, on whose establishment and budget you will remain while the search for redeployment takes place. 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). Annex B will be a tool used to source feedback. Should a displaced employee unreasonably refuse to move to such a post or request to remain in the reduced earnings post then their entitlement to Organisational Change Protection will cease. The line manager will meet with the employee to confirm their displacement and support the completion of the redeployment questionnaire and ensure that this is completed within 10 working days of the employee being issued with the questionnaire and formally advised that they are in a redeployment situation. Any other factors put forward as relevant by the manager, employee, or Staff Representative have been considered. In the case of those displaced employees who would be entitled to no detriment protection of terms and conditions of employment, and who, prior to being displaced, possessed special class status in relation to their membership of the NHS Scotland pension scheme, such employees should have the option not to be matched against vacant posts which do not also attract special class status. The final decision lies with the Chair of the Redeployment Group. Please email ... 2.2 Support during the Change Process In these circumstances, specific consideration requires to be given when matching as to whether a role is likely to be performed to the required standard and not present a continuing capability concern. 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. 24 http://www.legislation.gov.uk/ukpga/2010/15/contents. 4.3 Human Resources Department Responsibilities To ensure that the policy and procedures are applied fairly and appropriate advice is provided. 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. 1368 0 obj <> endobj It meets the minimum standards set out within the Redeployment within NHS Scotland Partnership Information Network (PIN) Policy, and reflects relevant current employment legislation. Develop and deliver, in partnership, training on this policy for managers and trade unions/professional organisation representatives. Whilst there are no formal agreements in place for Boards to receive displaced employees from other NHS employers’ arrangements may be made with other Boards to enable staff to be redeployed bet. Protection of earnings does not apply to redeployment in the case of capability. Introduction The purpose of this policy is to ensure a fair and consistent approach to the process of exploring suitable alternative employment (i.e. Adding a warranty can avoid the need for host providers to repeat employment checks and training modules, making the process faster to complete and saving both resources and people’s time, in line with NHS Employers’ guidance. 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