They are also responsible for ensuring that the KSF process is maintained throughout this period carrying our Personal Development Planning as required. 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. 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). 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. 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 The process of matching should be undertaken in the case of all displaced employees, with the completed Redeployment Questionnaire providing the basis for comparison. 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. 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. 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. • Oversee the redeployment process until redeployment has been achieved or the individual has left the Trust. The following paragraphs outline the specific roles and responsibilities of the individuals involved in the redeployment process. If after or during the trial period, the new post is considered unsuitable the following checks will be required: If the trial period is confirmed as unsuccessful by the Senior Human Resources Manager Senior Human Resource Manager, the remainder of the redeployment period will continue from the date the trial period ends; the redeployment search will continue until the newly identified cessation date. In addition, an extension to the access period may amount to a reasonable adjustment for a disabled employee. Where possible, the Manager and Human Resources Officer will endeavour to provide displaced employees with suitable redeployment opportunities during the redeployment period. 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. 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. Protection of earnings does not apply to redeployment in the case of capability. You will be supported in this search by a Human Resources representative. 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. 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. 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. Redeployment Process Map Appendix 1 . Susan 27 Feb 2014 at 2:59 pm # Have i any rights i have worked for my employer for 30 years. 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. 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. This can be … 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. 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 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. They will also ensure that the Recruitment Officer is kept informed of each case. 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. Where organisational change is required Trade Unions/Professional Organisations will be involved in determining the process to be used. 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. 1.6 The redeployment period will normally last for a maximum of 12 weeks. NHS Grampian is committed to preserving security of employment for its employees The redeployment period will normally begin from a date agreed with the employee. 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. Appropriate HR advice will be available to managers involved in implementing the process. 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. 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. 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. Any costs associated with a trial period will be met by the recruiting department’s budget. The redeployment process will be centrally coordinated by NHS Fife HR Directorate in order to ensure that it is efficiently, effectively and fairly managed. There will be no unreasonable delay in commencing this process. Matching will only involve comparison of applicable vacant posts (i.e. The staff side representative, as appropriate, will be responsible for representing the displaced employee at all appropriate stages of the redeployment process excluding any recruitment interviews.
This 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. redeployment before it is advertised and the Workforce Department will monitor vacancies and assess against the Redeployment Register. 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. Before accessing redeployment, consideration requires to be given to the likelihood of a suitable alternative role arising within a reasonable period of time. 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. The checks required will be the same as those which would otherwise be required in the case of an existing employee of NHS Fife changing roles within the organisation as a result of having applied via the normal recruitment process, with the exception that references will not normally be required in the case of redeployment. 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 remit of the group is to oversee and co-ordinate the Redeployment process within NHS Fife. In such circumstances, those of any new post will apply. 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. 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. h�b```�,�? Other members may be remitted to join the group as appropriate. 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 … 5 years’ service x 0.8 wte month’s pay. The Recruitment Officer provides additional support to the line manager, the displaced employee and Human Resources staff through co-ordination of the process. 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. NHS COVID-19 Dental Workforce Redeployment. This will include the offer of redeployment into temporary positions where this will assist in the search for a permanent redeployment opportunity or where NHS Fife considers the temporary arrangements to be an appropriate use of the individual’s skills and experience. 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. In circumstances where the terms and conditions within the ‘new’ post are improved, the terms and conditions of the new post will be applied. NHS Near Me; Corporate information. 1399 0 obj
In such circumstances, the process will be as determined within NHS Fife’s Management of Organisational Change policy. NHS staff move from one employer to another, which is frustrating for staff and means providers incur an added cost. 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. Please email ... 2.2 Support during the Change Process What changes have been made to the NHS redundancy pay provisions (1 April 2015)? . Appropriate HR advice will be available to managers involved in implementing the process. 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. 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. Managers recruiting to a vacancy must ensure that displaced employees are made aware of this right. 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. Ensure that they fully engage with the redeployment process, particularly with regard to any potentially suitable alternative roles to which they are matched. 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. Employment will normally revert to the original department. 2. 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 opportunities will normally be available to employees on a ‘trial period’ basis of normally four weeks. 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. 24 April 2020. Once they have reached a conclusion, they will advise the employee and the Line Manager accordingly. Participate in partnership monitoring, evaluation and review of this policy. For ease of reference, however, this policy will refer to ‘displaced employees’. Ensure that they fully engage with any relevant training and development programmes that are integral to any role that they subsequently accept. For staff with total earnings of more than £80K, the figure used for calculating a redundancy payment will be £80K. associated redeployment process is managed in a timely manner. ... Give people information in bite-size digestible chunks so they can take it in and process it. NHS Fife will continue to seek to redeploy to a suitable post commensurate with their previous protected earnings level should one become available. NHS Tayside will support this through retraining and other reasonable measures that may be appropriate. ... Three months later they a re-employed in the NHS on a 0.8 wte basis. 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. Displaced employees being considered for redeployment are required to work with their line manager and the Human Resources Officer to identify suitable redeployment opportunities. 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. 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. The Human Resources Officer provides the link between the Recruitment Officer, Redeployment Group, Line Manager, Recruiting Manager and displaced employees. 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. 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. 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” 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 The process of redeployment will continue to take place even if a displaced employee is absent from work. If appropriate, supporting the individual through the redeployment process; At the final review meeting, attending and presenting the progress made to date; Stage 3. From 1985 onwards she was based in community nursing rather than a hospital setting. It is therefore important that consideration during the matching process is given, for example, to the minimum pay band/grade, hours of work, and travelling distance which the displaced individual would be willing to consider. 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. Where a post does not present an exact match and the individual’s suitability for the role is unclear; or. 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