Unsuccessful candidates will be given written reasons for non appointment on request, in line with good employment practice. Redeployment To Employment January 12, 2018 Positive redeployment is the buzzword in NHS Forth Valley. 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. Consideration should also be given to local Organisational Change policies and procedures including protection. The Job Evaluation Handbook (2013) outlines the banding review process and good practice in relation to review requests in the NHS. • Ensure a full assessment of the skills, experience and availability of the member of staff to work, so that an appropriate match with current vacancies can be made via an Aspirational Interview. 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. • “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 In most cases, an informal meeting with the Recruiting Manager and Redeployee us arranged to explore suitability. Redeployment. 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 NHS Grampian Redeployment Policy 1. 1368 0 obj <> endobj Where organisational change is required Trade Unions/Professional Organisations will be involved in determining the process to be used. Participate in partnership monitoring, evaluation and review of this policy. Consideration of the employee’s particular circumstances, particularly in circumstances in which protection of terms and conditions does not apply. 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. 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. NHS COVID-19 Dental Workforce Redeployment. 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. Recruiting managers must always give priority to displaced candidates. The Recruitment Officer will also maintain displaced employees redeployment records as well as maintaining a database for Redeployment tracking. 5.2 Redeployment Process . Where additional support is required a displaced employee may seek additional support through self referral to Staff Wellbeing & Safety. Matching will only involve comparison of applicable vacant posts (i.e. It is, however, recognised that there may be other circumstances where NHS Fife determines that redeployment may be appropriate. The process of redeployment will continue to take place even if a displaced employee is absent from work. 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. They will also be required not to unreasonably refuse suitable alternative employment opportunities. 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. Decisions in relation to suitable alternative employment opportunities will be made objectively and without prejudice. This policy has been developed in partnership with local trade union/professional organisation representatives. Managers recruiting to a vacancy will be expected to appoint from amongst matched employees unless they can provide a robust case demonstrating that none met the essential criteria of the post, nor were likely to be able to do so following a short period of training and development. Ensure that they fully engage with the redeployment process, particularly with regard to any potentially suitable alternative roles to which they are matched. However, most employers within the NHS and private sector will only allow redeployment into a role at the same pay grade or lower, and consider redeployment into a higher graded position to be a promotion and not in the scope of a reasonable adjustment. Advice should be sought from the relevant HR Officer. This is where redeployment may be considered. 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. 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. Managers recruiting to a vacancy must ensure that displaced employees are made aware of this right. Any costs associated with a trial period will be met by the recruiting department’s budget. 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