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. They will then advise those with the highest priority that they have been matched and pass their details to the manager recruiting to the vacancy (as well as alerting the managers of those employees). They will also be required not to unreasonably refuse suitable alternative employment opportunities. In circumstances where there is a dispute which cannot be resolved, the Human Resources Officer will involve the Senior Human Resources Manager who will make the final decision on the issue on behalf of NHS Fife. For staff displaced as a result of Capability, including Ill Health issues the redeployment period will last for a period of 3 months. Staff displaced as a result of Organisational Change will remain on the redeployment register until they are redeployed. Top Tips for Workforce Redeployment in the NHS. Jessie Cunnett. New policies/procedures will be subject to a review date of no more than 1 year from the date of first issue. 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. I have been looking on NHS jobs website all the time I have attended other interviews .I am not expecting the process to bring a job to me ( it’s basically same recruitment process just some preferential treatment ) but I am claiming my right as an employee to have the redeployment process honored as I am ill . • “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 As the line manager, you will be required to attend the Stage 3 hearing as a witness to give evidence on the support given to the employee and the areas of performance concern. NHS staff move from one employer to another, which is frustrating for staff and means providers incur an added cost. 2. 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. Trade unions/professional organisations will support this approach and assist in facilitating and encouraging staff flexibility. Read more about this, along with helpful faqs on NHS Resolution. In relation to the Redeployment Questionnaire, the displaced employee should be provided with assistance in its completion. 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. 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. The register will detail all displaced employees, key milestone dates and details of any offers of suitable alternative employment made. Annex B will be a tool used to source feedback. 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. 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. Where individuals are able to be successfully redeployed, this serves to retain the valuable knowledge, skills and experience of affected staff within NHS Fife, which would otherwise have been lost if employment ended. h�bbd``b`v��AD�`�gAD4Hv6H��z".�$�A�i VHVH0���@���� #�s�#��?�� �'8 ordinarily only those at the same or lower pay band/grade to the post from which an employee has been displaced. Work in partnership with NHS Fife to develop joint training as part of the implementation of this policy, and participate in such joint training. Staff Wellbeing & Safety will also provide medical advice on what tasks it will be possible for the employee to undertake, which posts the employee may be considered for and any reasonable changes required to be made to the post, or the work place, to assist the employee to undertake that role. If the employee had prior knowledge of redeployment situation, redeployment information pack would be forwarded. What changes have been made to the NHS redundancy pay provisions (1 April 2015)? There are two types of redeployment which apply in terms of organisational change: The first involves circumstances where individuals are displaced as a result of a change in the number or nature of roles required, and where appointment to those resulting roles is by limited competition from amongst affected employees. out within the Redeployment within NHSScotland Partnership Information Network (PIN) Policy, and reflects relevant current employment legislation. Before a recommendation is made to redeploy an employee for reasons of capability due to ill health or disability reasons, Staff Wellbeing & Safety will collect all medical information required to identify whether or not the employee is fit to return to their current role. Help people to adjust to new or increased responsibility and accountability. 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. Where a decision is taken not to appoint a displaced candidate to a vacant post, a clear robust rationale must be provided in writing to the Human Resources Officer involved. What would their redundancy entitlement be in the second role? 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. Where a post does not present an exact match and the individual’s suitability for the role is unclear; or. 13.As part of redeployment, consideration should be … Appropriate HR advice will be available to managers involved in implementing the process. This could be due to a musculoskeletal problem or injury, for instance. • Oversee the redeployment process until redeployment has been achieved or the individual has left the Trust. Liaise with managers recruiting to a vacancy in order to ensure that displaced employees are appropriately matched. 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. In this case, in line with NHS Fife’s Use of Fixed Term Contracts Policy, there is a requirement for a meeting with the employee, advising of the non renewal of their contract and issuing notice in line with their contract of employment. The Recruitment Officer provides additional support to the line manager, the displaced employee and Human Resources staff through co-ordination of the process. 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. The redeployment period will normally begin from a date agreed with the employee. 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. 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. Sometimes it is not possible for staff to do their previous roles after a period of sickness absence. 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. • Redeployees have the right to be considered preferentially for posts and will not be The final decision lies with the Chair of the Redeployment Group. 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. 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. 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. 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. 1386 0 obj <>/Filter/FlateDecode/ID[<8FA3065C22953C4F9E9B190E523BE658>]/Index[1368 32]/Info 1367 0 R/Length 87/Prev 181036/Root 1369 0 R/Size 1400/Type/XRef/W[1 2 1]>>stream The process to be followed in reaching a decision to displace an employee due to issues of capability (whether related to attendance or performance), as well as the process to be followed where redeployment proves unsuccessful, is set out within NHS Fife’s Management of Employee Capability and Management of Ill Health policies. • Ensure a full assessment of the skills, experience and availability of the member of staff to work, so that an appropriate match with current vacancies can be made via an Aspirational Interview. Susan 27 Feb 2014 at 2:59 pm # Have i any rights i have worked for my employer for 30 years. redeployment before it is advertised and the Workforce Department will monitor vacancies and assess against the Redeployment Register. The Human Resources Officer is responsible in the first instance for resolving any dispute relating to the interpretation and implementation of the redeployment policy and procedure, keeping the Recruitment Officer informed. In partnership with NHS Fife, agree a redeployment policy which meets the minimum standards set out within the Redeployment within NHS Scotland Partnership Information Network (PIN) Policy, and reflects relevant current employment legislation. Deploying the clinical and non-clinical optical workforce to support the NHS clinical delivery plan for COVID-19 ... they say it is a redeployment. 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. Ensure that displaced employees are made aware of their rights and responsibilities under this policy, and that they comply with those responsibilities. 2.3 At all stages of the redeployment process an employee is entitled to be accompanied by a The Human Resources Officer will ensure that the displaced employee is kept fully informed throughout the redeployment process: this will include formal written notice of date of displacement, redeployment period and posts which have been explored through redeployment. Recruiting managers must always give priority to displaced candidates. Redeployment. Protection of terms and conditions of employment (as well as reimbursement of excess travel and relocation expenses), will apply as per national policy, and as detailed within the Redeployment PIN Policy. However it is recognised that this process may not always be full-proof and the employee concerned is also expected to monitor any PHW vacancies on “NHS Jobs”. The Trust is committed to preserving security of employment for staff and preserving the knowledge, skills and experience of individuals. Other members may be remitted to join the group as appropriate. 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. 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. From 1985 onwards she was based in community nursing rather than a hospital setting. Protection of Terms and Conditions 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. Costs incurred will be paid in line with NHS Fife Standing Financial Instructions by the originating department. 0 Responsibility for redeployment rests with your department, on whose establishment and budget you will remain while the search for redeployment takes place. 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. Managers recruiting to a vacancy must ensure that displaced employees are made aware of this right. The posts, or elements of the post, are clearly different in nature to that previously held by the employee in the organisation, and if so that any agreed training has taken place. 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. Under the old provisions there was no limit on the salary used to calculate a redundancy payment. Ensure that they fully engage with the redeployment process, particularly with regard to any potentially suitable alternative roles to which they are matched. 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 … If temporary project work is provided in an alternative department for an interim period, temporary costs will be from the employing department budget. Any other factors put forward as relevant by the manager, employee, or Staff Representative have been considered. 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. These meetings would involve advising the displaced employee of their rights and responsibilities under the policy; completion of the Redeployment Questionnaire; help to understand and consider the transferability of their existing knowledge and skills and exploration of potential training and development opportunities, in order that they are more fully equipped to exploit all potential suitable alternative employment opportunities; and, subsequently, a review of progress in obtaining a suitable alternative role, with a view of reaching a decision at the end of the access period (if no such role had been secured) as to whether it should reasonably be extended. Matching will only involve comparison of applicable vacant posts (i.e. Explain the arrangements for protection of pay and terms and conditions where applicable Offer support and assistance NHS Fife will continue to seek to redeploy to a suitable post commensurate with their previous protected earnings level should one become available. 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. About the Board; Key publications; Public involvement; Freedom of Information; H&SC Integration; Unscheduled Attendances; Staying healthy. 7. Ensure that they are aware of both their rights and responsibilities under this policy, and that they seek further guidance if unclear. The following paragraphs outline the specific roles and responsibilities of the individuals involved in the redeployment process. NHS Tayside will support this through retraining and other reasonable measures that may be appropriate. 5 years later they are made redundant again. Support displaced employees by providing advice on this policy. 5 years’ service x 0.8 wte month’s pay. 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. 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. In circumstances where an individual member of staff has unreasonable refused suitable alternative employment they will be removed from the redeployment register. Although the minimum cover requirement is advised by NHS Employers to be around two weeks, for NHS Nightingale facilities in particular, staff may be asked to undertake a four to six-week placement. All you need to know in 30 seconds. 5.2 Redeployment Process . 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. 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. 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. Appropriate HR advice will be available to managers involved in implementing the process. 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. NHS Education for Scotland ORGANISATIONAL CHANGE POLICY AND PROCEDURES (To include NES REDEPLOYMENT POLICY AND GUIDANCE) This resource can be made available, in full or summary form, in alternative formats and community languages. 3.1 The general principles of redeployment are: • Redeployment should help NHS Tayside modernise and adapt to service changes by safeguarding the skills, experience and motivation of staff. The process of matching should be undertaken in the case of all displaced employees, with the completed Redeployment Questionnaire providing the basis for comparison. Provide timely and comprehensive guidance, where sought as necessary and appropriate, to support the process of identifying suitable alternative employment. In the circumstances when an employee is redeployed they would be entitled to excess travel for a period of 4 years. Collate appropriate information to inform the monitoring and evaluation of this policy. The Recruitment Officer is responsible for ensuring that all vacancies are considered for redeployment purposes and that the recruiting manager is informed by email if one of their vacancies is designated as suitable to be considered for a member of staff who is on the redeployment register. As outlined above, whilst this policy applies to all affected employees of NHS Fife from the point at which it is identified that they will be ‘displaced’, the process by which employees access redeployment may vary, and individual employee entitlements within this may differ, depending on the grounds upon which they have been displaced. 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). h�b```�,�? Annex B will be a tool used to source feedback. 1368 0 obj <> endobj In such circumstances, those of any new post will apply. Relevant protection arrangements will be confirmed on an individual basis. Where additional support is required a displaced employee may seek additional support through self referral to Staff Wellbeing & Safety. In circumstances in which a permanent employee is matched by NHS Fife to a temporary or fixed term post, they will retain their permanent employment status. 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