1. REDEPLOYMENT – STAFF SIDE INVOLVEMENT
Involved in Decisions
REDEPLOYMENT – STAFF SIDE INVOLVEMENT
NHS LANARKSHIRE
Key Contact : Ruth Hibbert
Developed a redeployment policy which includes a Redeployment Panel consisting of Managers, Staff Side and HR.

2. Redeployment Panel Terms of Reference
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

3. 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
Panel members will carry out the above responsibilities in accordance with
NHS Lanarkshire’s Redeployment and Organisational Change policies.

4. Membership of panel
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
Recruitment Manager
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. Meetings 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 Recruitment. Governance 6. The Redeployment panel will report to the Human Resources Forum (HRF) and a bi- annual written report will be submitted to the HRF. (An example report is contained in the following slides)

6. Redeployment Panel
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 Summary of Redeployment activity April 2013 – May 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 fixed- term contract.

7. Current Redeployment register - 13/06/2014
There are currently sixty one individuals on the redeployment register as follows:-
By Job Family
Admin & Clerical 2
AHP 7
N&M 39
Other Therapeutic 4
Personal & Social Care
HSS
Support Services 3
Total 61
By Reason for Redeployment
End of Fixed-Term 23
Capability 2
Ill Health 5
Organisational Change 27
Band/Shift Protection
Irreconcilable Breakdown 1
Other (Management decision)
Total 61
By Banding
Band 1 2
Band 2 9
Band 3 11
Band 4 1
Band 5 14
Band 6
Band 7 16
Band 8a 4
Band 8b
Band 8c
Band 8d
Total 61
By Division
Acute 21
North CHP 23
South CHP 11
PSSD 3
Corporate
Total 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.

8. Monitoring of redeployment matches
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.

9. Future developments & challenges
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.