NHS Scotland Partnership Information Network (PIN) policy compliance: FOI release

Information requested

Can you confirm by FoI that NHSGGC trust have ensured to the Scottish Government comply with the minimum standards that are set out in the Scottish Government Redeployment: NHSScotland PIN policy Published on 15 December 2014.

In particular does the Trust has ensured that all the points below are complied with,

2.2 Principles and Values

2.2.1 All NHSScotland Boards must have a policy in place which ensures that displaced employees are dealt with in a non-discriminatory, fair and consistent manner, with regard to exploration of suitable alternative employment opportunities.

2.2.2 In order to achieve this, the following principles and values apply:

Suitable alternative employment opportunities will be sought for all displaced employees; There will be no unreasonable delay in commencing this process; No vacancy will be opened to applications externally or from within the wider internal workforce until it is established that it does not present a suitable alternative role for a displaced employee. However, it should be noted that the purpose of redeployment is to preserve employment. 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. An exception to this may occur where an employee is disabled under the Equality Act 2010[5] and is displaced from their original post due to their disability. In such circumstances, consideration of higher banded posts may amount to a reasonable adjustment (see section 2.4.6 of this PIN). 

Consideration should also be given to local Organisational Change policies and procedures including protection;

2.3.4 Managers recruiting to a vacancy will:

Ensure that they are fully aware of and comply with their responsibilities under the local policy, including ensuring that displaced employees matched to such a vacancy are considered objectively and without prejudice and not unreasonably refused appointment, and that any concerns/issues arising during any subsequent trial period are raised as soon as possible in order to enable early discussion and with a view to potential resolution; and, Ensure that they seek advice from HR (redeployment coordinator (or locally determined alternative)) where necessary and appropriate when dealing with redeployment issues.

Furthermore can you confirm the PIN Quoted above is still in force and the minimum values that the NHSGGC Trust and other trusts should comply with.

Please forward all policies that confirm the above and any correspondence between yourselves and the NHSGGC Trust, NHS Scotland ensuring compliance.

Response

The NHSScotland Staff Governance Standard, which has legislative underpinning, requires all health Boards to demonstrate that they are working to continually improve and achieve the Staff Governance Standard. This includes compliance with national workforce policies.

Boards are expected to have systems in place to identify areas that require improvement and to develop action plans that will describe how improvements will be made. The Scottish Government also seek assurance that Boards are meeting the Standard through the annual Staff Governance Monitoring exercise.

The NHSScotland Redeployment PIN policy is currently being refreshed under the NHSScotland ‘Once for Scotland’ Workforce Policies Programme. Meanwhile, the NHSScotland Redeployment PIN policy continues to apply.

Correspondence between the Scottish Government and NHS Greater Glasgow and Clyde Health Board about compliance with the Redeployment Policy is enclosed.

About FOI

The Scottish Government is committed to publishing all information released in response to Freedom of Information requests. View all FOI responses at http://www.gov.scot/foi-responses.

FOI 202300386463 - Information released - Annex

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