 |
|
|
| |
| Surplus Staff |
Scope
Staff become surplus where the number of staff in a substantive grade exceeds the number required to deliver work appropriate to that grade in a specific establishment or HQ group. This may be where:
- a particular kind of work ceases or diminishes
- financial constraints must be met
The Prison Service policy is to avoid compulsory redundancy if at all possible, subject to the need to maintain operational efficiency and effectiveness.
Transfer of surplus staff takes priority in filling a vacancy unless Governing Governors, Heads of Group or Area Managers agree that, exceptionally, specified compassionate cases or operational circumstances apply or the need for specialist skills take precedence.
To enable the management of staff reductions and the redeployment of surplus staff during the restructuring of Headquarters functions across the Home Office (including the Prison Service) the Home Office Departmental Reform procedures for the redeployment of surplus staff must be applied. Wherever it is practicable to do so Governors should also apply the principles of the procedures when considering staffing for administrative posts.
As a further measure to address staff surpluses across the Civil Service the Cabinet Office have also introduced a mandatory protocol for notifying vacancies to Jobcentre Plus before they are externally advertised.
Action to reduce staff numbers will aim to cause minimum disruption to individuals but will be subject to maintaining operational effectiveness and value for money considerations. Staff identified as surplus, or groups of staff where surpluses may occur, should be informed at an early stage and kept fully informed of the process throughout. The appropriate trade union must be consulted when a surplus staff situation arises.
Where possible Operational grade specialists should be transferred within their specialism before reversion to discipline duties is considered unless they wish to revert from the outset. However, remaining in a specialism cannot be guaranteed.
In formulating a plan of action to manage surplus staff Governing Governors, Heads of Groups and Area Managers may consider whether reductions can be achieved through:
- Natural wastage & control of vacancies (taking account of the required timescale)
- Transfer of staff (incl. voluntarily and compulsory transfer, mobility of staff and transfer expenses)
- Allowing staff to regrade (incl. downgrading and reversion of operational specialists to general duties)
- Offering voluntary early retirement or severance
- Initiation of redundancy for some or all of the staff affected.
Surplus staff in mobile or non-mobile grades who transfer either voluntarily or compulsorily are normally entitled to public interest transfer (PIT) terms. Transfers at public expense must be properly managed to ensure they represent value for money.
Governing Governors and Heads of Group are normally responsible for managing staff surpluses in consultation with Area Managers and Directors as necessary. However:
- Voluntary retirement and severance action may be initiated only on the authority of the Director of Personnel following consultation with the relevant Director, Directorate of Finance and trade unions.
- Introduction of procedures for compulsory redundancy require the authority of the Director General.
- In exceptional circumstances it may be necessary for action to address surpluses under a national scheme. Filling of vacancies would then be controlled and co-ordinated by the Directorate of Personnel in consultation with Directors concerned.
Guidance on the process for handling surplus staff is available by clicking here.
Monitoring and support
Staff Care and Welfare Services may be able to provide more practical support for managing affected staff and line management throughout the redeployment process.
A local record of surplus numbers and grades and action taken should be maintained locally. Where, exceptionally, central control and co-ordination is introduced, necessary arrangements for collecting relevant information (incl. a clearing house function) will be considered by the Directorate of Personnel.
|
| Back to top ^ |
|
|
|
