Redeployment Services

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If you're an NHS employee and find yourself at risk of redundancy, your HR department will refer you into the Redeployment Service if your organisation is signed up the service within the Staffordshire & Stoke-on-Trent STP. They'll share your details with us in order for us to support you with sourcing suitable alternative employment.

Who We Are

Who We Are

The Redeployment Service has been set up to support staff from NHS organisations signed up to the service ranging across Staffordshire’s health and social care system; including hospitals, community trusts and local authorities. Our aim is to retain the valuable skills and experience of people working in the region who might otherwise be faced with redundancy.

We are EMPLOYEE focused and endeavor to broaden job opportunities for those at risk of redundancy within Staffordshire & Stoke-on-Trent's STP. To achieve this we liaise with our partner organisations to match individuals to suitable job vacancies.

The team shares potentially suitable vacancies with you to give you the best chance of redeployment and to avoid redundancy wherever possible.

Does this apply to me?

The organisations in Staffordshire & Stoke-on-Trent's STP signed up to the service currently include:

  • Midlands Partnership NHS Foundation Trust
  • University Hospital of North Midlands
  • North Staffordshire Combined Healthcare Trust
  • Midlands & Lancashire CSU
  • Burton & Derby Hospitals

Our Aims

Our Aims

  • Maintain an up to date Redeployment Register
  • Make managers and employees aware of suitable vacancies
  • Ensure redeployees are given first priority for any vacancies
  • Provide relevant support to candidates in how to use NHS jobs
  • Support recruiting managers through trials with redeployees and keep them fully briefed
  • Confirm offers of suitable work trails and successful redeployment

About Us

About Us

Who are we and what do we do?

  • A supportive service to NHS staff and organisations during times of change to avoid redundancy
  • EMPLOYEE focused
  • Aim to retain valuable skills and experience
  • Take a proactive approach in resourcing redeployment for affected staff
  • Save public money and reduce organisations redundancy costs

How can we help? 

  • Sharing of suitable vacancies prior to going to advert
  • Support with CV writing, interview skills and completing applications
  • Help and guidance regarding redeployment related queries
  • Signposting to supporting organisations

Our Partners

Partners Map Staffs

 

The Process

The Process

Please click here to download the Redeployment Process Flow Chart

Service Feedback To Date

Service Feedback To Date

To Date:

We have helped to redeploy 158 employees and prevent them from being made redundant within 4 different organisations across Staffordshire and Stoke-on-Trent.

Feedback:

"You've been a star." - SS, June 19

"Thanks for facilitating the move for me" - NR, May 19

"Thank you everyone for helping with this " - MB, 18

"I just want to thank you for your support and all your speedy responses regarding the two members of staff who have required redeployment.

I think you have given an excellent service supporting me." - KS, May 18

"Thank you for your assistance over the past few weeks. You deal with a most frustrating job very well." - JD, Dec 17

FAQs

FAQs

What is suitable alternative employment?

Suitable alternative employment (as set out in NHS Terms and Conditions/Local Government)

  • Employers have a responsibility, before making a member of staff redundant or agreeing early retirement on grounds of redundancy, to seek suitable alternative employment for that person, either in their own organisation or through arrangements with another NHS employer. Employers should avoid the loss of staff through redundancy wherever possible, to retain valuable skills and experience where appropriate within the local health economy.
  • ‘Suitable alternative employment’, for the purposes of paragraph 16.20, should be determined by reference to Sections 138 and 141 of the Employment Rights Act 1996. In considering whether a post is suitable alternative employment, regard should be had to the personal circumstances of the employee. Employees will, however, be expected to show some flexibility.

Whether a job is suitable depends upon:

  • How similar the work is to your current job
  • The terms of the job offered
  • Your skills and abilities
  • The pay (including benefits), status, hours and location

Fixed Term Posts

  • A fixed term post can be a suitable alternatives as they can extend your service and avoid temporarily redundancy, allowing more time to source a more permanent arrangement
  • If a fixed term post was identified in a partner organisation, this will be arranged as a secondment
  • If 3 months prior to the end of the fixed term/secondment period the post was not extended, you would be placed back on the redeployment register in order for further roles to be identified for you.
  • If a suitable alternative was not found, you would be back in a redundancy positon and your entitlement to redundancy payment would still apply.

Interview/Informal chats

 If you are the only at risk applicant you will not require an interview, you will be invited for an informal chat

  • If there is more than one interested ‘at risk’ member of staff, you will be required to interview to ensure a fair selection process.
  • Should you be offered an interview/informal chat, there is an expectation that you will attend, or notify the recruitment manager/HR/Redeployment Service if you are unable to attend.

How does the trial period work? 

  • If you are offered a suitable alternative post you are entitled to a 4 week trial
  • The 4 week period could be extended if additional training required although an extended period must be agreed in writing prior to the commencement of the trial
  • A trial review will take place towards the end of the 4 week period in order to confirm that both parties are happy and that you are able to permanently transfer to the new role
  • If your trial is unsuccessful, you will be reissued your notice by your HR team and the redeployment service will continue to seek alternative employment on your behalf
  • You will lose your right to claim statutory redundancy pay if you do not give notice within the 4 week trial period?

Can I take time off for job hunting? 

  • If you have been continuously employed by the NHS for 2 years by the date on which your notice period ends, you will be allowed a reasonable amount of time off work to look for another role and to attend any training which will help you find another job. The amount of time you can take off will depend on individual circumstances and the needs of the service.

What does it mean to be redeployed to another organisation within the local health economy? 

  • You will be released to undertake a 4 week trial
  • If the trial is successful, you will transfer to the new organisation as a new employee
  • Your continuous service will transfer with you
  • If you are entitled to pay protection and excess mileage in your current role, this arrangement will also continue
  • You will be issued a new contract by the new organisation

Can I refuse an offer of suitable alternative employment? 

  • You may lose your right to statutory redundancy pay if you unreasonably turn down an offer of suitable alternative employment. Therefore, it is extremely important that you have an open mind and consider any posts that are offered to you.

Contact Details

Contact Details

Meet the Team:

Redeployment Team

 

 Sophie McDermid - Redeployment Service Manager

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 0300 790 7000

 

Kylie Ekin - STP Workforce Project Officer

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 0300 790 7000 Extension 8828

 0797 066 1286

 

Megan Page - STP Workforce Project Officer

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 0300 790 7000 Extension 8829

 

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