Key Contact : Ruth Hibbert
Developed a redeployment policy which includes a
Redeployment Panel consisting of Managers, Staff Side and HR.
Role & Purpose
1. As part of its overall governance framework, NHS Lanarkshire has authorised the
Redeployment Panel to:
Manage the register of displaced staff/individuals on protection
Match displaced staff to vacant posts
Ensure that the Recruitment and Selection process is followed
Ensure compliance with the provisions of the Redeployment Policy
Make offers of alternative employment directly to the redeployee
2. The Redeployment Panel will ensure that each individual redeployment job offer is considered separately taking into account a number of factors:the skill requirement of the new job compared with the appellant skills and experiences the extent of retraining that may be required by the employee in order to obtain the necessary skills for the job the location of the job and the impact that travel to work may have on personal and domestic circumstances any changes to the employee’s current hours of work and the impact this may have on personal and domestic circumstances career history and previous work experience
3. Panel members will carry out the above responsibilities in accordance with
NHS Lanarkshire’s Redeployment and Organisational Change policies.
4. Additional members may attend to provide specialist input or advice, as required. Members may send deputies if they are unable to attend.
Divisional HR Director
HR Managers X2
Unit General Manager (primary care)
Service Manager (acute)
Associate Director of Nursing (primary care)
Associate Director of Nursing (acute)
Organisational Development Manager
Assistant Health Records Manager
5 staff side representatives
In attendance: Recruitment Advisor
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
6. The Redeployment panel will report to the Human Resources Forum (HRF) and a biannual written report will be submitted to the HRF. (An example report is contained in the following slides)
Background as of 13 June 2014
The Redeployment Panel is required, under its Terms of Reference, to submit a written report to the Human Resources Forum (HRF) on a bi-annual basis. The last report on redeployment was submitted for consideration at the HRF meeting held on 14 June 2013.
Summary of Redeployment activity April 2013 – May 2014
- one hundred and seven members of staff were redeployed to permanent posts.
- Thirty three members of staff were redeployed to fixed-term posts.
- Seventy one members of staff were removed from the register for other reasons including voluntary resignations and termination of employment due to non renewal of a fixed-term contract.
There were two “unsuccessful” matches culminating in a resignation and one individual being returned to the register and leaving upon the expiry of their fixedterm contract.
Current redeployment register
There are currently sixty one individuals on the redeployment register as follows:-
By Job Family
Admin & Clerical
Personal & Social Care 2
By Reason for Redeployment
End of Fixed-Term 23
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.
Re-deployees are contacted twelve weeks after having been matched to a post and are asked two questions:-
Q1. How you are in your new role do you feel you have the knowledge and skill required to carry out your role effectively?
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 you feel are relevant.
During the year only two re-deployees have responded with a negative reply to Q1 and these were followed up by the appropriate HR advisor.
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 department that will be affected by the eCasenote project.
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 weekly basis due to the number of vacancies notified to the department and the need for these to be processed promptly.
Resistance from both redeployees and managers of potential “receiving” departments can be significant and time consuming to address. This then has 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 the same time as being presented to the redeployment panel. Should a match be identified the vacancy is withdrawn from advert.