Internal Relocation Scheme

Transcription

1 Internal Relocation Scheme 1. Introduction 1.1 The Internal Relocation Scheme has been designed to encourage staff to relocate or transfer stations to fill the current hard to fill Paramedic vacancies within South Western Ambulance Service NHS Foundation Trust (SWASFT). 1.2 This document outlines the eligibility, scope and financial considerations of the scheme, including an application form for anyone who may be interested. 1.3 The scheme would be available for consideration and applications on a time fixed window not extending beyond a three month period in order to support effective communication, manage expectation and deliver organisational movements. 2. Definition 2.1 Staff wishing to internally move to take a current Paramedic vacancy in specific locations can apply for either up to 8,000 relocation fees and 2,000 golden handshake or 5,000 on top of basic annual salary which would be non-pensionable and non-consolidated plus mileage from old base to new for 2 years. 3. Criteria and Eligibility 3.1 All current post-preceptorship qualified clinicians, who have not previously been in receipt of a station incentive payment, will be eligible to apply for the scheme. 3.2 Consideration will be given to all applications however the decision cannot be granted if this will result in a vacancy impact on another operational area. 3.3 Consideration will also be given to the length of time/distance staff are potentially going to travel to transfer station. 3.4 Staff will not automatically transfer back to their original station, the station move will be deemed as a permanent change of base location. 3.5 In line with the Trust s Staff Transfer Policy, once a transfer has been actioned, the individual must wait a minimum of 2 years before applying for Page 1 of 7

2 another transfer. This may be waived after 12 months of the transfer subject to the exigencies of the service or in the cases of exceptional personal circumstances. 3.6 If for reasons other than redundancy or ill health retirement staff leave the Trust s employ within 24 months of their transfer, they will be expected to pay back their incentive payment including relocation costs according to the following scale: Leaving within 6 months of transfer 100%; Leaving within 6-12 months of transfer 75%; Leaving within months of transfer 50%; Leaving within months of transfer 25% Leaving after 24 months of course transfer Nil. 3.7 If an employee applies for the top up of their salary, this payment will cease upon 2 years of the commencement of their transfer. 4. Application Process 4.1 Staff will be asked to consider the current Paramedic vacancies (appendix A) and complete the relocation application form (appendix B) if they wish to be considered for the scheme. All applications forms should be returned to HR Services team. 4.2 The HR Services team will identify the potential travelling impact to the individual, their sickness and disciplinary records and whether the internal move will be able to be backfilled by another candidate. All of these details will be added to the application form. 4.3 All applications will be considered and decisions will be made jointly between Deputy Director of HR and the Director of Operations. 4.4 In the event that more than 1 application is received for a specific vacancy and there are no issues with regards to backfill or sickness/disciplinary issues then the staff will undertake a short interview process with the receiving Operations Manager and HR Business Partner. 4.5 All unsuccessful applications will receive feedback as to why it was unsuccessful at this time and application will be retained on file for future reference. 4.6 Successful applications will be contacted by HR Services to arrange a start date on the new station and receive written confirmation of the variation to their contract and incentive payment arrangements. Page 2 of 7

3 4.7 If candidates wish to discuss the application in more detail they should contact Claire Mortimore, HR Services Manager at or on (01392) Page 3 of 7

4 Appendix A List of current vacancies No. of Station Vacancies Bristol Central RRV Rota - 25% unsocial 8 North Bristol Relief - 25% unsocial 4 Salisbury Relief - 25% unsocial 1 South Glos Relief - Cots - 25% unsocial 7 South Glos Relief - West - 25% unsocial 5 Staverton Relief - 25% unsocial 10 Trowbridge & Warminster Relief - 25% unsocial 7 Relief position will be managed in line with the trust relief working policy. This includes Minimum of 6 week notice of initial Shifts Minimum 1 weekend in 4 off (this will be rostered so you have a fixed one off). Centrally located base station Dedicated named Planner responsible for your shift planning Relief shifts cover smaller operational areas, working to a predefined number of stations all within normal travelling parameters reducing significant travel time. Excess travelling mileage from base station claimable at contractual rates. Resourcing centre open 7 days a week, ensuring staff access to resource planners to discuss request, leave and other practices. Excellent opportunity to work in various stations and with various staff to assist development. Please contact Lisa Rigby in the Resource Operations Centre (North Division) on , press 8 for enquires, for further details on how Relief operates. Page 4 of 7

5 Appendix B Relocation Application Form To be completed by the applicant; Personal Details Name Address Address: Home Tel No. Mobile Tel No. Current Employment Details Job Title Station Line Manager Station Preferences Please identify the stations you would be prepared to move to, ranking them in order where more than 1 station is identified. Please indicate whether this is a relocation or additional salary request Please return your completed application form either via to HRServices@swast.nhs.uk or post for the attention of the HR Department, Trust HQ, Abbey Court, Eagle Way, Exeter, EX2 7HY Page 5 of 7

6 To be completed by HR Services; Candidate Information Details of the current candidate s potential travelling time / distance if applicable Details of replacement candidate to include current station if a transfer or any potential identified start date Sickness Record Details of the applicants sickness history over the past 12 months Disciplinary Record Details of the applicants current disciplinary record Page 6 of 7

7 To be completed by Deputy Director of HR/Director of Operations; Application Decision Approved / Rejected (Please circle) Signed Date Reason for rejection if applicable Page 7 of 7