Service Redesign & / or staff restructure checklist Equality Analysis and HR Processes within the project plan. Project milestones EA process HR/ OD process Who? Develop PID/OBC PID/OBC must contain an analysis of the demographics of service users and / or staff including summary of impact and actions identified along with any other ED actions PID/OBC must contain HR support requirements, projected staffing compliment and affected staff and full OD requirements analysis Project Manager supported by Planning, OD and HR PID/OBC sign off at SDG/Board Communications strategy / stakeholder management plan. Consultation on the proposed model with e.g.: JNCC Service Users / staff LAs / PCTs / SHA General Public LAs/ PCTs/ SHA etc Establish if the outline model discriminates against any of those groups based on the E&D protected characteristics Equality analysis Informal discussions. Allow staff to highlight any issues. This inf. To inform equality analysis, Project team supported by PALS, Communic ations, HR, E&D, Planning FBC/ Final model developed FBC must contain final Equality Analysis and note any changes made to plans following stakeholder engagement All staff affected identified. Formal HR process agreed. OD plans agreed and implemented. Project Manager supported by Planning, E&D, HR and OD FBC/ Final model agreed by SDG/Board Implementation of new model Continuation of communication plan Benefits realisation and monitoring Monitor areas identified as issues in Equality Analysis Monitor staff satisfaction and morale. Project team, OD, P&I 1
Glossary of Acronyms PID OBC OD HR SDG LA PCT SHA PALS FBC P&I JCNC Project initiation document Outline Business Case Organisational Development Human Resources Service Development Group Local Authority Primary Care Trust Strategic Health Authority Patient Advice and Liaison service Full Business Case Performance and Information team Joint Consultative Negotiations Committee 2
1. Project / service change / restructure summary Overall project details: Timescale: Project lead: HR Lead: 2. Changes in staff numbers / skill mix as a result of this project? SERVICE CHANGE / RESTRUCTURE checklist For discussion between Project Lead & HR Lead Band Establishment 2 3 4 5 6 7 8 9 Number of staff currently In post Proposed staff profile Change +/- Comments: how will this be achieved, issues? E.g. any skills lost? 3
Consider: Is there an opportunity to consider new roles and new ways of working? Reviewing skill mix and re-profiling the workforce What skills are needed to deliver the service? What skills knowledge and competencies are there already in the workforce? Equality profiles should be used to understand the potential impact of service redesign on a range of employees? Consideration should be given to whether staff from specific groups could be disproportionately affected / disadvantaged by the change e.g. on the basis of the protected characteristics and also other equality issues such as part-time, full-time worker or carer. Please refer to the EA guidance notes on Service redesign & / or staff restructure and the flowchart below for support with conducting appropriate comparative analysis. 4
3. What are the consultation arrangements and initial support that will be provided to staff and managers? Consider: Number of staff affected and requirements for informal / formal consultation How will changes be communicated to staff? Change management support for managers involved in leading the changes? Would workshops on change management be useful? Would access to a Pennine Care coach be useful? Change management support for individuals what will managers provide? What could HR / learning & development support with e.g. understanding change, applying for posts and interviews (for any staff at risk) Staff side involvement Timing of consultation meetings to ensure consistent and timely message. Communication for affected staff regarding redeployment activity. 4. What training, learning and development are required before the service change? Other HR issues? Consider: Is there a new service or review of how things are done which means staff needs new skills? There will be a lead in time for this training this needs factoring into plans 5
Is there likely to be new staff starting - what training will they require? Time for pre-employment checks also needs to be included in timescales Has a training needs analysis taken place to identify gaps in skills and knowledge? Has mandatory training been planned for and discussed with learning & development in advance to ensure capacity is planned for. 5. What training, learning and development is required during and after the service change? Consider: Are IPDRs planned in for all staff to review skills within the first 3 6 months? What are your workforce requirements for the longer term that may require learning and development input now to achieve? Is there specific team based or work based learning that would assist with working differently e.g. facilitation of learning within teams 6. Any other HR and learning and development issues to consider? 6
Quick guide to Equality Analysis of a staff redesign Equality make up of current staff structure (using equality data) Proposed new structure Proposed new structure with equality data Apply equality data to those groupings in the restructure, i.e. slot in, competitive interview, disestablished posts Address any adverse impact on any protected characteristics, by creating a solution to mitigate or by objective justification Identify any disproportion in relation to protected characteristics Make relevant changes to the proposed structure to resolve any negative impact Amended proposal or the same if no impact identified 7
Equality Analysis section The relevant section of the Equality Analysis Template has been added to this document, below, for you to complete. You therefore do not need to complete an additional EA. You do not need to complete a Relevance Assessment as Service Change is immediately relevant to equality as it involves an impact on people and resources. Please also note that the Equality Analysis process has replaced Equality Impact Assessments. OVERVIEW This process is to enable you to demonstrate that the policy, service or function that you are considering relates to the aims of the Public Sector Equality Duty and that the organisation has due regard to the need to: Eliminate unlawful discrimination, harassment and victimisation Advance equality of opportunity between people who share a protected characteristic and those who do not Foster good relations between people who share a protected characteristic and those who do not Having due regard for equality means: Removing or minimising disadvantages due to a protected characteristic Taking steps to meet the needs of people from protected groups where these are different from the needs of others Encouraging people from protected groups to participate in public life where their participation is disproportionately low If your relevance assessment showed that the policy, service or function is relevant to equality then this more detailed Equality Analysis (formerly Equality Impact Assessment) must be carried out. If your analysis shows that the policy, service or function has no impact either positively or negatively then this must be clearly evidenced and the reasons for your conclusion detailed on this form. Please complete this form using the Equality Analysis Guidance Section A CUSTOMER KNOWLEDGE 8
Provide a brief description of the aims of the policy, service or function (include details of the key objectives and who your intended customers are) Aims Objectives Customers Do you currently monitor the service, policy, function by the protected characteristics? Yes/ No If no, please explain why this is the case and state your plans to collect data. If yes, state what the information is, how it was collected, i.e. engagement, research and whether this is existing information, ongoing monitoring, e.g. service user statistics or new information gained to inform equality analysis. AGE DISABILITY GENDER 9
GENDER REASSIGNMENT PREGNANCY AND MATERNITY MARRIAGE or CIVIL PARTENERSHIP ETHNICITY / RACE RELIGION / BELIEF or NO RELIGION / BELIEF SEXUALITY 10
Could any aspect of the policy, service or function have a differential impact relating to the protected characteristics In this section you should consider the effect on different groups and identify practical steps to tackle or safeguard any impact +ve or ve impact If the impact is negative what actions will be introduced to mitigate the impact? If positive, what action will be introduced to safeguard the impact? AGE DISABILITY GENDER, GENDER REASSIGNMENT 11
PREGNANCY AND MATERNITY MARRIAGE AND CIVIL PARTNERSHIP Please note you are required to consider whether the policy could cause discrimination only, in relation to this section. ETHNICITY / RACE RELIGION or BELIEF / no RELIGION or BELIEF SEXUALITY 5. What evidence is your statement of positive or 12
negative impact based on? Please provide evidence here and /or attach relevant information. (e.g. discussions, consultation outcomes, questionnaires) If you do not have any evidence you may need to undertake consultation (contact the E &D Manager with your consultation proposal). Please note: consultation should make reference to equality issues or be with equality groups, it is not enough to say that you have carried out general consultation and no issues arose. Section B EQUALITY ANALYSIS ACTION PLAN PROTECTED CHARACTERISTIC AGE ACTION RESPONSIBLE OFFICER TARGET DATE FOR COMPLETION HAS THIS ACTION BEEN ADDED TO ANY OTHER SERVICE / BUSINESS PLANS? DISABILITY 13
GENDER GENDER REASSIGNMENT MATERNITY AND PREGNANCY MARRIAGE and CIVIL PARTNERSHIPS ETHNICITY 14
RELIGION and BELIEF or NO RELIGION and BELIEF SEXUALITY For further advice please contact the Equality and Diversity Team Equalityteam.penninecare@nhs.net Pennine Care NHS Trust Headquarters 225 Old Street Ashton under-lyne OL6 7SR 15
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