HSE tells unions it may seek compulsory redeployment

THE HEALTH Service Executive (HSE) has told trade unions that as part of any new arrangements to redeploy staff it will initially seek volunteers but that compulsory transfers may be necessary if there are insufficient expressions of interest.

In a revised draft protocol, the HSE says that redeployment of staff would be progressed in an equitable and transparent manner and that in the first instance volunteers would be sought, having regard to skills, qualifications and expertise.

The document says that in the absence of sufficient voluntary expressions of interest for redeployment opportunities, management “will have the discretion to present redeployment proposals as considered appropriate . . . In such instances, employees will be required to co-operate with all such requests.”

The HSE is seeking greater provision to redeploy staff as one of the key elements of the Government’s public sector reform plans.

Trade unions representing more than 110,000 staff in the health service reacted strongly to a previous draft protocol on redeployment.

In the new revised document, which will be discussed with unions today, the HSE says that staff who are relocated as part of redeployment arrangements may not always be moved to a role or a grade of similar or equal status but will retain terms and conditions.

Employees being sought to redeploy to new workplaces can appeal the move under the HSE’s grievance procedure.

However, the document says that in all cases the employee will be required to co-operate with a redeployment decision, even under protest.

Reconfiguration of and/or rationalisation of services, introduction of varied service improvement initiatives and the cost-efficient deployment of resources will all require the redeployment of staff to meet service requirements.

“The HSE will require maximum co-operation from employees to redeployment requests having regard to an employee’s professional level of competence,” says the document.

The revised HSE proposals say redeployment will generally replace recruitment having regard to the Government moratorium on hiring staff. Redeployment will “generally be permitted to a location/service within a geographical area of 60km . . . regard will be had to the employee’s . . . address and access to public transport”.

The HSE document says that examples of where redeployment would benefit service delivery and improve efficiency include: addressing staffing deficits in front-line services; the reconfiguration of primary care services including redeployment to primary care team structure; service reconfiguration of hospitals and redeployment between hospitals; redeployment to minor injury units, local care centres, day centres and other ambulatory centres; reconfiguration of services associated with the new Fair Deal scheme for long-term care; and for co-operation with planning arrangement for the new national children’s hospital.