redeployment process nhs

Udgivet den:11 januar 2021
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Access to redeployment should be limited to three months in the first instance. 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. NHS Grampian Redeployment Policy 1. 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. Ensure that they fully engage with any relevant training and development programmes that are integral to any role that they subsequently accept. Kindness is king - … 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 … Suitable alternative employment opportunities will be sought for all displaced employees. Where displaced employees are appointed to posts via redeployment, a trial period of four weeks will apply in all cases. NHS Fife will continue to seek to redeploy to a suitable post commensurate with their previous protected earnings level should one become available. 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 register will detail all displaced employees, key milestone dates and details of any offers of suitable alternative employment made. The decision to deploy a member of staff however remains the responsibility of NHS Fife. 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. However, if the employee is disabled for the purposes of the. Whilst there are no formal agreements in place for Boards to receive displaced employees from other NHS employers’ arrangements may be made with other Boards to enable staff to be redeployed bet. Explain the arrangements for protection of pay and terms and conditions where applicable Offer support and assistance The NHS indemnity cover applies to all NHS employed staff and those providing their services to the NHS as locums, bank staff and other self-employed roles. The redeployment hub searches the skills register for a suitable matches and forwards the names of individuals to the requester. 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. What changes have been made to the NHS redundancy pay provisions (1 April 2015)? The Job Evaluation Handbook (2013) outlines the banding review process and good practice in relation to review requests in the NHS. ... Three months later they a re-employed in the NHS on a 0.8 wte basis. The responsibility for the application of the policy rests with Line Managers and HR staff within NHS Fife. 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. ... they say it is a redeployment. 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. 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. Protection of earnings does not apply to redeployment in the case of capability. (See Appendix 1 and 2). 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. out within the Redeployment within NHSScotland Partnership Information Network (PIN) Policy, and reflects relevant current employment legislation. 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. 5 years’ service x 0.8 wte month’s pay. Any NHS organisation employing redeployed staff to support the COVID-19 pandemic has the benefit of the NHS indemnity schemes. It is their responsibility to tell you how redeployment operates and will advise you on: The timescales involved %%EOF For staff displaced as a result of Capability, including Ill Health issues the redeployment period will last for a period of 3 months. Help people to adjust to new or increased responsibility and accountability. endstream endobj 1369 0 obj <. Costs incurred will be paid in line with NHS Fife Standing Financial Instructions by the originating department. Decisions in relation to suitable alternative employment opportunities will be made objectively and without prejudice. 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. Under the old provisions there was no limit on the salary used to calculate a redundancy payment. 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