Once they have reached a conclusion, they will advise the employee and the Line Manager accordingly. 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. The redeployment hub searches the skills register for a suitable matches and forwards the names of individuals to the requester. 2.4 In addition, and as required under Legislation, NHS Tayside shall consult with Redeployment To Employment January 12, 2018 Positive redeployment is the buzzword in NHS Forth Valley. Ensure that displaced employees are made aware of their rights and responsibilities under this policy, and that they comply with those responsibilities. Where a post does not present an exact match and the individual’s suitability for the role is unclear; or. associated redeployment process is managed in a timely manner. • “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 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. 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. Please email ... 2.2 Support during the Change Process 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). The Job Evaluation Handbook (2013) outlines the banding review process and good practice in relation to review requests in the NHS. The line manager will retain full responsibility for the employee until completion of the redeployment process. Staff displaced as a result of Organisational Change will remain on the redeployment register until they are redeployed. Access to redeployment should be limited to three months in the first instance. Employment will normally revert to the original department. 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”. 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. 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. Provide timely and comprehensive guidance, where sought as necessary and appropriate, to support the process of identifying suitable alternative employment. 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. Non renewal of fixed term contract upon expiry. 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 . 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). 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. 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. For staff displaced as a result of Capability, including Ill Health issues the redeployment period will last for a period of 3 months. Advise managers on the correct implementation of this policy. NHS COVID-19 Dental Workforce Redeployment. All vacancies will be subject to review by the Workforce Advisory Service before being advertised to consider the potential suitability of the vacancy for redeployment through the Vacancy System. 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. The decision to deploy a member of staff however remains the responsibility of NHS Fife. It is their responsibility to tell you how redeployment operates and will advise you on: The timescales involved 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. 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 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. In such circumstances, those of any new post will apply. 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. 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. If at any time within the trial period either the recruiting manager or the member of staff indicates that the new post is unsuitable, objective justification must be provided. Sometimes it is not possible for staff to do their previous roles after a period of sickness absence. ‘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. 1.7 Employees will be kept fully informed throughout the redeployment process, including 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 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. Consideration of the employee’s particular circumstances, particularly in circumstances in which protection of terms and conditions does not apply. This can be … endstream endobj startxref Staff displaced as a result of Organisational Change may be placed in a lower banded post which will attract protection. ordinarily only those at the same or lower pay band/grade to the post from which an employee has been displaced. In relation to the Redeployment Questionnaire, the displaced employee should be provided with assistance in its completion. Recruiting managers must always give priority to displaced candidates. Ensure that displaced employees have fully completed the Redeployment Questionnaire. It also serves to further a positive staff experience, which in turn will assist NHS Fife in achieving and maintaining exemplar employer status. This is to ensure that all alternative employment searches are dealt with in a fair and consistent manner and that the legal requirements for considering employees … 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. redeployment before it is advertised and the Workforce Department will monitor vacancies and assess against the Redeployment Register. 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. The Human Resources Officer provides the link between the Recruitment Officer, Redeployment Group, Line Manager, Recruiting Manager and displaced employees. Top Tips for Workforce Redeployment in the NHS. NHS Fife will continue to seek to redeploy to a suitable post commensurate with their previous protected earnings level should one become available. Should a displaced employee consider that a post to which they have been matched is not suitable, they will be required to provide an explanation in writing initially to the relevant HR Officer and if required advice will be sought from the Senior Human Resources Manager. The redeployment co-ordinator will establish, from amongst those matched, whether any displaced employees take priority over others due to the reasons for which they were displaced or because of any characteristics protected under the Equality Act 201024. In addition, an extension to the access period may amount to a reasonable adjustment for a disabled employee. 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. Collate appropriate information to inform the monitoring and evaluation of this policy. The final decision lies with the Chair of the Redeployment Group. Participate in partnership monitoring, evaluation and review of this policy. 1368 0 obj <> endobj 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. There will be no unreasonable delay in commencing this process. Matching will only involve comparison of applicable vacant posts (i.e. You will be supported in this search by a Human Resources representative. 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. This policy will be appropriately communicated to all employees and will be made readily accessible to them. The research will inform future planning of redeployment strategies for nurses, as creating a more flexible NHS workforce is currently a national priority and so redeployment may become more common in routine service delivery and as well as for planning more specifically in … 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 should ensure that no excessive delay will occur in the candidate being able to undertake the core duties of this post. @����(��&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� 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. • Discussion held with the members of staff informing them of the need for redeployment to a different role and (possibly) School/Unit. 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. Responsibility for redeployment rests with your department, on whose establishment and budget you will remain while the search for redeployment takes place. They will also be required not to unreasonably refuse suitable alternative employment opportunities. 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. 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 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. The line manager will maintain regular contact with the displaced employee ensuring appropriate written confirmation of decisions are communicated. Support displaced employees by providing advice on this policy. They will also ensure that the Recruitment Officer is kept informed of each case. %%EOF 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. Dismissal would be considered when alternatives have been explored without success and must be through agreement with a Dismissing Officer. They are also responsible for ensuring that the KSF process is maintained throughout this period carrying our Personal Development Planning as required. The process of matching should be undertaken in the case of all displaced employees, with the completed Redeployment Questionnaire providing the basis for comparison. However, most employers within the NHS and private sector will only allow redeployment into a role at the same pay grade or lower, and consider redeployment into a higher graded position to be a promotion and not in the scope of a reasonable adjustment. In most cases, an informal meeting with the Recruiting Manager and Redeployee us arranged to explore suitability. Any costs associated with a trial period will be met by the recruiting department’s budget. Where organisational change is required Trade Unions/Professional Organisations will be involved in determining the process to be used. Ensure that they are aware of both their rights and responsibilities under this policy, and that they seek further guidance if unclear. Help people to adjust to new or increased responsibility and accountability. 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. 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 … It is their responsibility to tell you how redeployment … This policy applies to all affected employees of NHS Fife from the point at which it is identified that they will be ‘displaced’, although 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. Redeployment opportunities will normally be available to employees on a ‘trial period’ basis of normally four weeks. The Recruitment Officer provides additional support to the line manager, the displaced employee and Human Resources staff through co-ordination of the process. If the employee has not secured an alternative post prior to the end of their notice period, their employment will be terminated as per that earlier meeting. 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. %PDF-1.5 %���� 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. You will be supported in this search by a Human Resources representative. This paper describes the process of redeployment at a teaching hospital and assessment of this by the redeployed doctors and redeployment … The following paragraphs outline the specific roles and responsibilities of the individuals involved in the redeployment process. 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. For ease of reference, however, this policy will refer to ‘displaced employees’. 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. Susan 27 Feb 2014 at 2:59 pm # Have i any rights i have worked for my employer for 30 years. It is hoped that through discussions with the displaced employee and their representative that this situation would be exceptional. 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. 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. 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. 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 For staff with total earnings of less t… It is, however, recognised that there may be other circumstances where NHS Fife determines that redeployment may be appropriate. 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. 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. Where possible, the Manager and Human Resources Officer will endeavour to provide displaced employees with suitable redeployment opportunities during the redeployment period. That after a reasonable period of training, it is estimated that a basic skills match would exist. NHS Grampian Redeployment Policy 1. Protection of Terms and Conditions of Employment. Liaise with managers recruiting to a vacancy in order to ensure that displaced employees are appropriately matched. 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. 2.3 At all stages of the redeployment process an employee is entitled to be accompanied by a This document has been written to explain how the Redeployment Service (LRS) operates (including interactions between local regional and national organisations), its scope of operation and the timelines associated with the service delivery. 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. Develop and deliver, in partnership, training on this policy for managers and trade unions/professional organisation representatives. 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. 4.4 Staff Side Representatives To support their members throughout the redundancy and associated redeployment 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. Trade unions/professional organisations will support this approach and assist in facilitating and encouraging staff flexibility. NHS Grampian is committed to preserving security of employment for its employees If the employee is disabled, consideration will also be given to any reasonable adjustments that could be made to roles to assist in matching them to the displaced employee. Unsuccessful candidates will be given written reasons for non appointment on request, in line with good employment practice. . Jessie Cunnett. ... they say it is a redeployment. It is then the responsibility of the employee’s original line manager to assist in the pursuit of further redeployment as appropriate. 4.3 Human Resources Department Responsibilities To ensure that the policy and procedures are applied fairly and appropriate advice is provided. Appropriate HR advice will be available to managers involved in implementing the process. In such circumstances, the process will be as determined within NHS Fife’s Management of Organisational Change policy. 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. Annex B will be a tool used to source feedback. In circumstances where the terms and conditions within the ‘new’ post are improved, the terms and conditions of the new post will be applied. This could be due to a musculoskeletal problem or injury, for instance. Explore the possibility of internal redeployment Explain the process for redeployment & priority for vacancies on NHS Jobs, if no internal redeployment is found. The Recruitment Officer is responsible for co-ordinating the redeployment process and maintaining an overview of the Redeployment Register ensuring that it is kept up to date. redeployment) for any member of staff unable to … NHS staff move from one employer to another, which is frustrating for staff and means providers incur an added cost. 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. Any NHS organisation employing redeployed staff to support the COVID-19 pandemic has the benefit of the NHS indemnity schemes. 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. This policy will be subject to ongoing monitoring to ensure that it is being fairly and consistently applied and that the stated principles and values are being met. 13.As part of redeployment, consideration should be … Reviewed policies/procedures will have a review date set that is relevant to the content (advised by the author) but will be no longer than 3 years. If appropriate, supporting the individual through the redeployment process; At the final review meeting, attending and presenting the progress made to date; Stage 3. This is where redeployment may be considered. What changes have been made to the NHS redundancy pay provisions (1 April 2015)? 1399 0 obj <>stream Redeployment. The purpose of this policy is to ensure a fair and consistent approach to the process of exploring suitable alternative employment (i.e. If the employee had prior knowledge of redeployment situation, redeployment information pack would be forwarded. 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. 24 http://www.legislation.gov.uk/ukpga/2010/15/contents. Where it is considered that the reason provided for non-appointment is unreasonable the HR Officer will discuss the circumstances with the Senior Human Resources Manager who will make the final decision on behalf of NHS Fife providing written reasons to the candidate. It is essential that fair selection processes are undertaken, with individuals being assessed against an agreed person specification/job description. 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