Redeployment of staff guidelines
From Wikquality Impact Assessment
All feedback is welcomed from internal and external sources. Please email your comments to email@example.com.
The next scheduled review of this impact assessment is on Monday 25 August 2014.
|Faculty or Service Area: Human Resources|
|Name of policy owner: HR Quality and Policy Development|
|Original policy document: RedeploymentPolicyandProcedureJune2011.pdf|
|Creation date: 2007/06/24|
|Purpose of the policy being assessed:|
|To assist employees, designated as redeployees, to secure suitable other employment within the University. This is particularly relevant as an alternative to redundancy. This was devised by corporate Human Resources, in consultation with the recognised trade unions. It is updated/implemented by nominated local managers (the change co-ordinators), supported and advised by Human Resources. Staff themselves also have an important role to play in identifying redeployment opportunities.|
|Customer groups affected by the policy: Staff|
|Relevant protected characteristics affected by the policy: Age, Disability, Gender, Race, Mode of attendance (part-time or full-time)|
|Examples of how these protected characteristics are affected by policy with evidence, justification and course of action:|
| Generally, the redeployment process works well. However, it needs to be recognised that there will not always be such opportunities and/or there will be a difference of opinion as to the suitability of such opportunities.
At present the monitoring is ad hoc, based on the evidence of redeployment opportunities considered, and success rates. The monitoring needs to be more systematic.
For each management of change situation, we have information on the successful redeployees. However, we do not keep a corporate record of this, we would have to search for the information. Also, we do not keep a corporate record of the opportunities considered.
The record keeping needs to be more systematic.
We consult with the recognised trade union and with those staff involved throughout any change situation, also with managers, particularly in areas where redeployment opportunities are identified.
We have data on gender, age, race (ethnic origin) and disability, where staff have provided this. We must improve on this, and do more to analyse the results. The process is about identifying a match between the redeployee and a suitable position. Self-selection (interest in the position) is a key element. The statistics could raise concerns (eg more men than women redeployed) but this doesn’t mean discrimination has taken place. However, we should not be complacent and need to consider the evidence further. We need to improve on the record keeping (the basic data is there) and to monitor throughout and on completion of the change process. Corporate Human Resources to be responsible for improved monitoring. Developing a common (and compulsory) template for data collection and recording would help.
|Supporting evidence: None.|
|Feedback from Equality Forums and other interested parties:|
|Feedback on this impact assessment is still being recieved - please email your thoughts to firstname.lastname@example.org.|
|Consultation open: Feedback on this impact assessment is welcome, but it is not officially under consultation at this time.|
|Review date: 2014/08/25|