Agenda item

To consider the report detailing the efficiency amendment to the Council’s Redeployment Policy.

Steve Davies, Head of Human Resources, introduced an updated report on the amendments to the Council’s redeployment policy.  The key change being that an employee’s redeployment search period will run concurrently with their contractual notice .The amendments to the redeployment policy were essential in contributing to the Council’s efficiency savings agenda and enabling change processes currently taking place in the Council. Following the formal consultation and the inclusion of legally required conditions relating to staff on maternity, paternity, adoption leave and redeployees with a disability covered by the DDA, members were asked to agree the amendments to the policy. The committee were advised that existing improvements to the accuracy of establishment information enabled vacancies and posts covered by agency staff to be more identifiable and  would  contribute to employees  needing  less time in the redeployment pool.

The committee considered the deputation from Sean Fox, Employee side secretary, who raised concerns about: the short time that staff will have to find an alternative employment, exclusion of staff from future redeployment opportunities, the cost of potential redundancies for longer serving staff, why a voluntary redundancy scheme was not being considered, and compliance to DDA for medical redeployments. The committee noted that the trade unions would not support the revised redeployment policy.

In considering the key points of the deputation, Members sought further understanding on the impact of the amendments to the redeployment policy. Clarification was provided on how amendments will impact on staff in the middle of maternity leave, and the how the period of notice is worked out for staff and senior managers. The Head of Human Resources advised that the totality of the savings to be achieved from the amendments to redeployment policy was yet unknown but an example of a cost saving to a redeployed employee   salary on SO1 grade was provided as a guide.  There were questions about employees who did not want to participate in service restructures or be included in the redeployment pool .It was noted that there was no voluntary redundancy scheme in operation. Employees wanting to leave the organisation would be subject to the normal HR processes.   The reason being that it was important for the employment process to be perceived as fair by all employees in the council.  Consideration was also being given to the future design of the organisation.

RESOLVED

1. That all redeployees be offered a period of redeployment to run concurrently with their period of contractual notice and that the period be paused when a redeployee is placed in a trial job.

2. That a range of assessment information to determine the interview selection of redeployees for a redeployment opportunity.

3. That women who have commenced their statutory maternity leave, employees who have commenced their statutory adoption leave and men who have commenced their statutory additional paternity leave and have been issued with their redundancy notice be given preferential treatment for a redeployment opportunity.

4. That when making a selection decision for a redeployment opportunity, redeployees with a disability who are covered by the DDA, will be considered at the same time as other redeployees.