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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. In circumstances where the terms and conditions within the ‘new’ post are improved, the terms and conditions of the new post will be applied. Joint training on the policy will be provided for managers and trade union/professional organisation representatives using a partnership model, in order to ensure that all relevant staff are sufficiently skilled and competent in implementing the procedure. Employment will normally revert to the original department. This can be … Please email ... 2.2 Support during the Change Process Liaise with managers recruiting to a vacancy in order to ensure that displaced employees are appropriately matched. ... Three months later they a re-employed in the NHS on a 0.8 wte basis. NHS Near Me; Corporate information. ‘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 or the avoidance of a Transfer of Undertakings (Protection of Employment Regulations commonly known as TUPE, which provides rights and protection for staff as part of the transfer. endstream endobj startxref h�bbd``b`v��AD�`�gAD4Hv6H��z".�$�A�i VHVH0���@���� #�s�#��?�� �'8 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. redeployment) for any member of staff unable to … This policy has been developed in partnership with local trade union/professional organisation representatives. They will also be required not to unreasonably refuse suitable alternative employment opportunities. The line manager will retain full responsibility for the employee until completion of the redeployment process. 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. The line manager will maintain regular contact with the displaced employee ensuring appropriate written confirmation of decisions are communicated. It is their responsibility to tell you how redeployment … Managers recruiting to a vacancy must ensure that displaced employees are made aware of this right. 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. 25http://www.scotland.gov.uk/Publications/2014/03/7176. During this period regular reviews will be held with the employee and the recruiting manager. On commencement of and during the access period, meetings will take place, as necessary, involving the displaced employee, their trade union/professional organisation representative or work colleague (if they wish to be accompanied), the employee’s line manager, and HR. 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. • Oversee the redeployment process until redeployment has been achieved or the individual has left the Trust. 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. Annex B will be a tool used to source feedback. The final decision lies with the Chair of the Redeployment Group. Before accessing redeployment, consideration requires to be given to the likelihood of a suitable alternative role arising within a reasonable period of time. For nursing staff, escalate to the senior nursing team through the relevant matron and end the process at this step. 2.4 In addition, and as required under Legislation, NHS Tayside shall consult with 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. Where organisational change is required Trade Unions/Professional Organisations will be involved in determining the process to be used. 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. 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 … Non renewal of fixed term contract upon expiry. Before agreeing to redeployment, you should consider the length of placement that fits best with your own personal considerations. 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. 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. You will be supported in this search by a Human Resources representative. It is hoped that through discussions with the displaced employee and their representative that this situation would be exceptional. 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. Posts identified as potential redeployment opportunities will be taken There will be no unreasonable delay in commencing this process. The redeployment period will normally begin from a date agreed with the employee. 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. 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. 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 redeployment process is currently being reviewed and will be updated in due course. 4.4 Staff Side Representatives To support their members throughout the redundancy and associated redeployment Develop and deliver, in partnership, training on this policy for managers and trade unions/professional organisation representatives. Suitable alternative employment opportunities will be sought for all displaced employees. Where a post does not present an exact match and the individual’s suitability for the role is unclear; or. 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. In the circumstances when an employee is redeployed they would be entitled to excess travel for a period of 4 years. Ensure that they are fully aware of and comply with their own responsibilities under this policy, including ensuring that there is no unreasonable delay in enabling displaced employees access to the provisions of the policy, and that they provide regular contact and support to them whilst suitable alternative employment is being explored. 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. Be involved in any organisational change process at the earliest opportunity including the formulation of plans, which could lead to organisational change. For medical staff, contact nuth.medicalstaffing@nhs.net and end the process at this step. 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. The Recruitment Officer provides additional support to the line manager, the displaced employee and Human Resources staff through co-ordination of the process. Top Tips for Workforce Redeployment in the NHS. This policy will be appropriately communicated to all employees and will be made readily accessible to them. The changes will see the introduction of a salary cap of £80k and a floor of £23k for lower paid staff. 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 … Introduction The purpose of this policy is to ensure a fair and consistent approach to the process of exploring suitable alternative employment (i.e. 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. Help people to adjust to new or increased responsibility and accountability. 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. This unprecedented, previously unplanned redeployment occurred in a rapidly changing environment. Read more about this, along with helpful faqs on NHS Resolution. In such circumstances, those of any new post will apply. As pay protection is funded by NHS Fife each case has to be determined dependent upon circumstances. Deploying the clinical and non-clinical optical workforce to support the NHS clinical delivery plan for COVID-19 Where additional support is required a displaced employee may seek additional support through self referral to Staff Wellbeing & Safety. The following paragraphs outline the specific roles and responsibilities of the individuals involved in the redeployment process. out within the Redeployment within NHSScotland Partnership Information Network (PIN) Policy, and reflects relevant current employment legislation. 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. endstream endobj 1369 0 obj <. 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. 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. 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. . It is then the responsibility of the employee’s original line manager to assist in the pursuit of further redeployment as appropriate. Should the trial be extended beyond the four weeks the employee will be paid at the rate of the new post. Work in partnership with NHS Fife to develop joint training as part of the implementation of this policy, and participate in such joint training. It is, however, recognised that there may be other circumstances where NHS Fife determines that redeployment may be appropriate. Redeployment 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. 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. From 1985 onwards she was based in community nursing rather than a hospital setting. 1399 0 obj <>stream For staff displaced as a result of Capability, including Ill Health issues the redeployment period will last for a period of 3 months. 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. While there may be instances requiring prioritisation and/or a competitive selection process where more than one employee is identified as a potential match, suitable alternative employment opportunities will not otherwise be unreasonably withheld or refused. The right of appeal would be provided for any dismissal decision. 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. 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. 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. Ensure that displaced employees have fully completed the Redeployment Questionnaire. Appropriate HR advice will be available to managers involved in implementing 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. 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. 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. 5.2 Redeployment Process . No vacancy will be opened to applications externally or from within the wider internal workforce until it is established that it does not present a suitable alternative role for a displaced employee. The Recruitment Officer will maintain an overview of the redeployment register and request updates as required. In such a case, they will be ‘displaced as a result or organisational change’ with the process to be followed as defined within this policy. A displaced employee may determine that a post is not suitable upon initial matching, following discussion with the manager recruiting to the vacancy, during any subsequent selection process (if applicable), and during any subsequent trial period. 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 . 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. Ensure that they seek advice from HR (including the redeployment coordinator) where necessary and appropriate when dealing with redeployment issues. 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. NHS Grampian is committed to preserving security of employment for its employees 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). 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. You will be supported in this search by a Human Resources representative. 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. Costs incurred will be paid in line with NHS Fife Standing Financial Instructions by the originating department. 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. For staff with total earnings of less t… 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. 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. 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). The Recruitment Officer will also maintain displaced employees redeployment records as well as maintaining a database for Redeployment tracking. Where more than one displaced employee is matched to a vacancy at a particular level of priority. This will involve at least 2 meetings: the first informing them of the proposed redeployment and the second to deal with any questions/concerns they have and to determine a transition process to the new role and them during the redeployment process. ‘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. Before agreeing to redeployment, you should consider the length of placement that fits best with your own personal considerations. 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. 1368 0 obj <> endobj About the Board; Key publications; Public involvement; Freedom of Information; H&SC Integration; Unscheduled Attendances; Staying healthy. Support their members, including ensuring that their members are aware of their rights and responsibilities under this and other relevant policies and, in particular, ensuring that any concerns/issues are raised as soon as possible in order to enable early discussion and, where possible facilitate early resolution. They will also ensure that the Recruitment Officer is kept informed of each case. 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. It is essential that fair selection processes are undertaken, with individuals being assessed against an agreed person specification/job description. 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. %PDF-1.5 %���� The process of redeployment will continue to take place even if a displaced employee is absent from work. Information for patients, carers and visitors about our hospitals, clinics and facilities, NHS Fife Board and committees, access our reports and policies, Working for NHS Fife, career opportunities and our current vacancies, Volunteering, donations and fundraising, our endowment fund, your views and feedback, Our latest news, media releases and service updates, http://www.legislation.gov.uk/ukpga/2010/15/contents, http://www.scotland.gov.uk/Publications/2014/03/7176, HR16 - Annex B (Redeployment Process Evaluation Form), HR16 - Annex D (Guidance on Prioritisation). 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 … Displaced employees will receive appropriate organisational support during the period in which suitable alternative employment is being explored (including access to reasonable learning and development opportunities) in order that they are more fully equipped to explore all potential suitable alternative employment opportunities. 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. On Tuesday 1 October 2019, the Trust implemented a new redeployment procedure. The register will detail all displaced employees, key milestone dates and details of any offers of suitable alternative employment made. Displaced employees being considered for redeployment are required to work with their line manager and the Human Resources Officer to identify suitable redeployment opportunities. Collate appropriate information to inform the monitoring and evaluation of this policy. 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. 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 … 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. The redeployment hub searches the skills register for a suitable matches and forwards the names of individuals to the requester. The policy will be subject to regular review, in partnership, to ensure that any new standards and/or structures are incorporated when necessary and that it remains fit for purpose. 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. This case involved a nurse who had worked for the NHS since 1976. 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. That after a reasonable period of training, it is estimated that a basic skills match would exist. In circumstances where an individual member of staff has unreasonable refused suitable alternative employment they will be removed from the redeployment register. However, if the employee is disabled for the purposes of the. 0 Redeployment Process Map Appendix 1 . DEFINITION ‘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 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. NHS COVID-19 Dental Workforce Redeployment. 2.3 At all stages of the redeployment process an employee is entitled to be accompanied by a trade union/professional organisation representative or a work colleague. 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 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. 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. 1 April 2015 ) a result of capability, including Ill Health issues will not receive protection, on! 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