Redeployment Policy and Panel for Organisational Change at NHS Lanarkshire

Key Contact : Ruth Hibbert (Ruth.Hibbert@lanarkshire.scot.nhs.uk) Developed a redeployment policy which includes a Redeployment Panel consisting of Managers, Staff Side and HR.

REDEPLOYMENT REDEPLOYMENT PANEL TERMS PANEL TERMS OF REFERENCE OF REFERENCE Role & Purpose Role & Purpose 1. As 1. As part of its overall governance framework, NHS Lanarkshire has authorised the part of its overall governance framework, NHS Lanarkshire has authorised the Redeployment Panel to: Redeployment Panel to: Manage Manage the register of displaced staff/individuals on protection the register of displaced staff/individuals on protection Match Match displaced staff to vacant posts displaced staff to vacant posts Ensure Ensure that the Recruitment and Selection process is followed that the Recruitment and Selection process is followed Ensure Ensure compliance with the provisions of the Redeployment Policy compliance with the provisions of the Redeployment Policy Make Make offers of alternative employment directly to the offers of alternative employment directly to the redeployee redeployee

2. The Redeployment Panel will ensure that each individual redeployment job offer is 2. The Redeployment Panel will ensure that each individual redeployment job offer is considered separately taking into account a number of factors: considered separately taking into account a number of factors:- - the the skill requirement of the new job compared with the appellant skills and skill requirement of the new job compared with the appellant skills and experiences experiences the the extent of retraining that may be required by the employee in order to extent of retraining that may be required by the employee in order to obtain obtain the necessary skills for the job the necessary skills for the job the the location of the job and the impact that travel to work may have on location of the job and the impact that travel to work may have on personal personal and domestic circumstances and domestic circumstances any any changes to the employee s current hours of work and the impact this changes to the employee s current hours of work and the impact this may may have on personal and domestic circumstances have on personal and domestic circumstances career career history and previous work experience history and previous work experience 3. 3. Panel Panel members will carry out the above responsibilities in accordance with members will carry out the above responsibilities in accordance with NHS NHS Lanarkshire s Redeployment and Organisational Change policies. Lanarkshire s Redeployment and Organisational Change policies.

MEMBERSHIP OF PANEL 4. Additional members may attend to provide specialist input or advice, as required. Members may send deputies if they are unable to attend. Divisional Divisional HR HR Director Director Recruitment Recruitment Manager Manager HR HR Managers Managers X X2 2 Unit Unit General General Manager Manager (primary (primary care) care) Service Service Manager Manager (acute) (acute) Associate Associate Director Director of of Nursing Nursing (primary (primary care) care) Associate Associate Director Director of of Nursing Nursing (acute) (acute) Organisational Organisational Development Development Manager Manager Assistant Assistant Health Health Records Records Manager Manager 5 5 staff staff side side representatives representatives In In attendance attendance: : Recruitment Recruitment Advisor Advisor

Meetings Meetings 5. The panel will meet weekly and a note of the meeting, including details of both 5. The panel will meet weekly and a note of the meeting, including details of both matched and unmatched posts will be kept by the Recruitment Advisor, HR matched and unmatched posts will be kept by the Recruitment Advisor, HR Recruitment. Recruitment. Governance Governance 6. The Redeployment panel will report to the Human Resources Forum ( 6. The Redeployment panel will report to the Human Resources Forum (HRF annual written report will be submitted to the annual written report will be submitted to the HRF contained in the following slides) contained in the following slides) HRF) and a bi ) and a bi- - HRF. (An example report is . (An example report is

REDEPLOYMENT PANEL Background as of 13 June 2014 Background as of 13 June 2014 The The Redeployment Panel is required, under its Terms of Reference, to submit a Redeployment Panel is required, under its Terms of Reference, to submit a written report to the Human Resources Forum ( written report to the Human Resources Forum (HRF last report on redeployment was submitted for consideration at the last report on redeployment was submitted for consideration at the HRF held on 14 June 2013 held on 14 June 2013. . HRF) on a bi ) on a bi- -annual basis. The annual basis. The HRF meeting meeting Summary Summary of Redeployment activity April 2013 of Redeployment activity April 2013 May 2014 May 2014 - - one hundred and seven members of staff were redeployed one hundred and seven members of staff were redeployed to to permanent posts. permanent posts. - - Thirty three members of staff were redeployed to fixed Thirty three members of staff were redeployed to fixed- -term posts. term posts. - - Seventy one members of staff were removed from the register for other Seventy one members of staff were removed from the register for other reasons including including voluntary resignations and termination of employment due to non voluntary resignations and termination of employment due to non renewal of a fixed renewal of a fixed- -term contract. term contract. reasons There There were two unsuccessful matches culminating in a resignation and one were two unsuccessful matches culminating in a resignation and one individual being returned to the register and leaving upon the expiry of their fixed individual being returned to the register and leaving upon the expiry of their fixed- - term contract. term contract.

CURRENT REDEPLOYMENT REGISTER - 13/06/2014 Current redeployment register There are currently sixty one individuals on the redeployment register as follows:- By By Job Job Family Admin Admin & & Clerical AHP AHP N&M N&M Other Other Therapeutic Therapeutic Personal Personal & & Social HSS HSS Support Support Services Services Total Total Family Clerical By Reason for Redeployment By Reason for Redeployment End End of of Fixed Fixed- -Term Term Capability Capability Ill Ill Health Health Organisational Organisational Change Change Band/Shift Band/Shift Protection Protection Irreconcilable Irreconcilable Breakdown Breakdown Other Other (Management (Management decision) decision) Total Total By By Banding Banding Band Band 1 1 Band Band 2 2 Band Band 3 3 Band Band 4 4 Band Band 5 5 Band Band 6 6 Band Band 7 7 Band Band 8 8a a Band Band 8 8b b Band Band 8 8c c Band Band 8 8d d Total Total 23 2 5 27 2 9 11 1 14 1 16 4 1 0 2 61 2 7 39 4 2 4 3 61 Social Care Care 2 1 1 By By Division Division Acute Acute North North CHP South South CHP PSSD PSSD Corporate Corporate Total Total 21 23 11 3 3 61 CHP CHP 61 A further fifty nine individuals will be added to the register over the next three months due to the impending expiry of their fixed-term contracts.

MONITORING OF REDEPLOYMENT MATCHES Re Re- -deployees deployees are contacted twelve weeks after having been matched to a post and are contacted twelve weeks after having been matched to a post and are asked two questions: are asked two questions:- - Q1. How you are in your new role do you feel you have the knowledge and skill Q1. How you are in your new role do you feel you have the knowledge and skill required to carry out your role effectively? required to carry out your role effectively? Q2. If you have answered no to Q1 did you agree a PDP with your manager on Q2. If you have answered no to Q1 did you agree a PDP with your manager on taking up your post and if so has this been implemented? Please give any details taking up your post and if so has this been implemented? Please give any details you feel are relevant. you feel are relevant. During the year only two During the year only two re re- -deployees and these were followed up by the appropriate HR advisor. and these were followed up by the appropriate HR advisor. deployees have responded with a negative reply to Q1 have responded with a negative reply to Q1

FUTURE DEVELOPMENTS & CHALLENGES An adaption of the programme implemented last year to support staff on the register An adaption of the programme implemented last year to support staff on the register is being developed. This is specifically for staff within the medical records is being developed. This is specifically for staff within the medical records department that will be affected by the department that will be affected by the eCasenote eCasenote project. project. The admin resources required to support the weekly panel are considerable and the The admin resources required to support the weekly panel are considerable and the frequency of the meetings are demanding. The panel is required to meet on a frequency of the meetings are demanding. The panel is required to meet on a weekly basis due to the number of vacancies notified to the department and the weekly basis due to the number of vacancies notified to the department and the need for these to be processed promptly. need for these to be processed promptly. Resistance from both Resistance from both redeployees departments can be significant and time consuming to address. This then has departments can be significant and time consuming to address. This then has implications for the timescales within which vacancies should be filled. In order implications for the timescales within which vacancies should be filled. In order to address this we are piloting a new system whereby vacancies are advertised at to address this we are piloting a new system whereby vacancies are advertised at the same time as being presented to the redeployment panel. Should a match be the same time as being presented to the redeployment panel. Should a match be identified the vacancy is withdrawn from advert. identified the vacancy is withdrawn from advert. redeployees and managers of potential receiving and managers of potential receiving