redeployment) for all employees who are identified as being ‘displaced’ or fall into the criteria also. 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. They are also responsible for ensuring that the KSF process is maintained throughout this period carrying our Personal Development Planning as required. The Redeployment Service Framework should be read in conjunction with the London Model Change Management Policy, produced by the London NHS … Please email ... 2.2 Support during the Change Process 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. This paper describes the process of redeployment at a teaching hospital and assessment of this by the redeployed doctors and redeployment … Advise managers on the correct implementation of this 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. • “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 NHS Grampian is committed to preserving security of employment for its employees Redeployment opportunities will normally be available to employees on a ‘trial period’ basis of normally four weeks. 2. The Recruitment Officer provides additional support to the line manager, the displaced employee and Human Resources staff through co-ordination of the process. Ensure that displaced employees matched to vacancies are appropriately prioritised based on the reason for their displacement. Appropriate HR advice will be available to managers involved in implementing the process. However, it should be noted, that the purpose of redeployment is to preserve employment. Step 1: Arrange Redeployment Registration Meeting HR representative arranges redeployment meeting with line manager Invite letter will be sent to individual at least 7 days prior to meeting. endstream endobj startxref 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. 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. It is, however, recognised that there may be other circumstances where NHS Fife determines that redeployment may be appropriate. h�b```�,�? 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. 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 Before agreeing to redeployment, you should consider the length of placement that fits best with your own personal considerations. Participate in partnership monitoring, evaluation and review of this policy. Susan 27 Feb 2014 at 2:59 pm # Have i any rights i have worked for my employer for 30 years. 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 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. It is essential that fair selection processes are undertaken, with individuals being assessed against an agreed person specification/job description. In relation to the Redeployment Questionnaire, the displaced employee should be provided with assistance in its completion. In addition, an extension to the access period may amount to a reasonable adjustment for a disabled employee. Access to redeployment should be limited to three months in the first instance. NHS Fife Organisational Change PolicyRedeployment PIN (2014)Employment Rights Act 1996Equality Act 2010NHS Fife’s Fixed Term Contracts PolicyAnnex A: Redeployment QuestionnaireAnnex B: Redeployment Process Evaluation FormAnnex C: Guidance on MatchingAnnex D: Guidance on PrioritisationAnnex E: Flowchart, Redeployment will normally occur as locally as possible, however it is recognized that national arrangements may be required for staff in posts that have senior/particular skills experience. The procedure aims to provide a fair, clear, consistent and timely approach to exploring alternative employment (i.e. Any costs associated with a trial period will be met by the recruiting department’s budget. 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. If a policy/procedure is past its review date then the content will remain extant until such time as the policy/procedure review is complete and the new version published, or there are national policy or legislative changes. If a displaced employee disagrees with the basic skills match this should be provided in writing to the relevant HR Officer. ‘Displaced’ means that there is no longer a need for a post, or, that the particular skills or experience of a post holder are no longer required, or, that the employee is unable to undertake the duties of the post. 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 ‘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. 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. NHS Fife acknowledges and agrees with the importance of regular and timely review of policy/procedure statements and aims to review policies within the timescales set out. 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 … Employment will normally revert to the original department. Redeployment. 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. This can be … During this period regular reviews will be held with the employee and the recruiting manager. Support displaced employees by providing advice on this policy. This will include all types of absence including sick leave or maternity leave and where individuals have been served notice to terminate their contract of employment. The displaced employee will also make their line manager or Human Resources Officer aware of their current contact details at all times during the process. You will be supported in this search by a Human Resources representative. Unsuccessful candidates will be given written reasons for non appointment on request, in line with good employment practice. Once they have reached a conclusion, they will advise the employee and the Line Manager accordingly. 1.6 The redeployment period will normally last for a maximum of 12 weeks. @����(��&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� Liaise with key stakeholders on any required employment decisions where redeployment has not proven successful. 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. You will be supported in this search by a Human Resources representative. There will be no unreasonable delay in commencing this process. It meets the minimum standards set out within the Redeployment within NHS Scotland Partnership Information Network (PIN) Policy, and reflects relevant current employment legislation. ... Give people information in bite-size digestible chunks so they can take it in and process it. 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 such circumstances, those of any new post will apply. All you need to know in 30 seconds. Kindness is king - … Appropriate HR advice will be available to managers involved in implementing the process. 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. 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 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. The redeployment process will be centrally coordinated by NHS Fife HR Directorate in order to ensure that it is efficiently, effectively and fairly managed. 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. 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 As such, exploration of suitable alternative employment opportunities will ordinarily only involve posts at the same or lower pay band/grade as the post from which the affected employee was displaced. . out within the Redeployment within NHSScotland Partnership Information Network (PIN) Policy, and reflects relevant current employment legislation. 4.4 Staff Side Representatives To support their members throughout the redundancy and associated redeployment ‘redeployment’) for all employees who are identified as being ‘displaced’. 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. Introduction The purpose of this policy is to ensure a fair and consistent approach to the process of exploring suitable alternative employment (i.e. 2.3 At all stages of the redeployment process an employee is entitled to be accompanied by a 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. 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. 5.2 Redeployment Process . In most cases, an informal meeting with the Recruiting Manager and Redeployee us arranged to explore suitability. 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. Individual HR Officers will be responsible for recording and maintaining the redeployment register which includes the details of all displaced employees, key milestone dates and details of any offers of suitable employment made, including the rationales if persons are deemed not suitable. This can be … Before accessing redeployment, consideration requires to be given to the likelihood of a suitable alternative role arising within a reasonable period of time. Where more than one displaced employee is matched to a vacancy at a particular level of priority. 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. Explain the arrangements for protection of pay and terms and conditions where applicable Offer support and assistance 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. 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 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. NHS Grampian Redeployment Policy 1. 5 years later they are made redundant again. 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. 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. ordinarily only those at the same or lower pay band/grade to the post from which an employee has been displaced. Where a post does not present an exact match and the individual’s suitability for the role is unclear; or. Top Tips for Workforce Redeployment in the NHS. Be involved in any organisational change process at the earliest opportunity including the formulation of plans, which could lead to organisational change. Trade unions/professional organisations will support this approach and assist in facilitating and encouraging staff flexibility. The register will detail all displaced employees, key milestone dates and details of any offers of suitable alternative employment made. 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. In the circumstances when an employee is redeployed they would be entitled to excess travel for a period of 4 years. 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. Non renewal of fixed term contract upon expiry. ... they say it is a redeployment. Where a displaced employee is redeployed to a post where protection does apply, it should be made clear that they will continue to be matched to subsequent vacancies which arise, with ongoing protection being conditional upon acceptance of any future suitable alternative employment offered which presents a more exact match in relation to their protected terms and conditions of employment. Background The response to the COVID-19 pandemic required redeployment of large numbers of staff to avoid acute services being overwhelmed. Suitable alternative employment opportunities will be sought for all displaced employees. 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). 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). Where possible, the Manager and Human Resources Officer will endeavour to provide displaced employees with suitable redeployment opportunities during the redeployment period. 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. Where organisational change is required Trade Unions/Professional Organisations will be involved in determining the process to be used. The redeployment process is currently being reviewed and will be updated in due course. %%EOF Redeployment. 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. NHS Near Me; Corporate information. 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 line manager will maintain regular contact with the displaced employee ensuring appropriate written confirmation of decisions are communicated. 1.7 Employees will be kept fully informed throughout the redeployment process, including 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. Decisions in relation to suitable alternative employment opportunities will be made objectively and without prejudice. Collate appropriate information to inform the monitoring and evaluation of this policy. The second occurs where an individual is displaced in circumstances where there is no such resulting role, or where they have been unsuccessful in securing such a resulting role via the limited competition process. The final decision lies with the Chair of the Redeployment Group. 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 unprecedented, previously unplanned redeployment occurred in a rapidly changing environment. Ensure that they are aware of both their rights and responsibilities under this policy, and that they seek further guidance if unclear. 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. That after a reasonable period of training, it is estimated that a basic skills match would exist. 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. Annex B will be a tool used to source feedback. This option allows the displaced employee to be clear that they may suffer a detriment in this regard. 7. It is their responsibility to tell you how redeployment operates and will advise you on: The timescales involved 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”. Staff displaced as a result of Organisational Change may be placed in a lower banded post which will attract protection. For nursing staff, escalate to the senior nursing team through the relevant matron and end the process at this step. Consideration of whether a post is a match in terms of organisational change protection of terms and conditions, where applicable. As pay protection is funded by NHS Fife each case has to be determined dependent upon circumstances. The redeployment hub searches the skills register for a suitable matches and forwards the names of individuals to the requester. Ensure that displaced employees have fully completed the Redeployment Questionnaire. (See Appendix 1 and 2). It is hoped that through discussions with the displaced employee and their representative that this situation would be exceptional. NHS COVID-19 Dental Workforce Redeployment. The right of appeal would be provided for any dismissal decision. 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. 2.4 In addition, and as required under Legislation, NHS Tayside shall consult with Other members may be remitted to join the group as appropriate. Posts identified as potential redeployment opportunities will be taken Redeployment Process Map Appendix 1 . 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. 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. 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