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. 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. Help people to adjust to new or increased responsibility and accountability. Work in partnership with NHS Fife to develop joint training as part of the implementation of this policy, and participate in such joint training. 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. Other members may be remitted to join the group as appropriate. 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. Responsibility for redeployment rests with your department, on whose establishment and budget you will remain while the search for redeployment takes place. 1368 0 obj <> endobj 5 years later they are made redundant again. The following paragraphs outline the specific roles and responsibilities of the individuals involved in the redeployment process. Advise managers on the correct implementation of this policy. 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. Before agreeing to redeployment, you should consider the length of placement that fits best with your own personal considerations. 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). 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. 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. The final decision lies with the Chair of the Redeployment Group. 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. 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. This is where redeployment may be considered. It is their responsibility to tell you how redeployment operates and will advise you on: The timescales involved 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 … 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. For medical staff, contact nuth.medicalstaffing@nhs.net and end the process at this step. 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. 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. Introduction The purpose of this policy is to ensure a fair and consistent approach to the process of exploring suitable alternative employment (i.e. 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. 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. 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. • Redeployees have the right to be considered preferentially for posts and will not be 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. Managers recruiting to a vacancy must ensure that displaced employees are made aware of this right. Dismissal would be considered when alternatives have been explored without success and must be through agreement with a Dismissing Officer. 1. 4.4 Staff Side Representatives To support their members throughout the redundancy and associated redeployment The Human Resources Officer will ensure that at all stages of the redeployment process formal written notification is communicated to the displaced employee. 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. What would their redundancy entitlement be in the second role? POL was upgraded to process estimates of redundancy benefits. 5.2 Redeployment Process . 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