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| Surplus Staff |
Natural Wastage & Control Of Vacancies
The scope for reducing staff within the required timescale by way of natural wastage and control of recruitment should be considered as a first option. Natural wastage may include:
- Known staff retirements
- Resignations in the grade affected
- Potential loss of staff through poor performance or sick leave procedures
- Outstanding requests for transfer or postings on promotion
Other actions may include consideration of:
- existing casual (including fixed term appointments) and contracted workers who should not be retained unnecessarily to the detriment of permanent staff affected.
- reducing overtime working (if applicable) as a contribution to cost savings with the potential of reducing surplus posts.
- the need to terminate any temporary advancement to a post in a grade affected by surpluses (similarly, staff in a potential receiving establishment or group should not prevent the transfer of surplus staff by being on TA)
- the scope for any re-training to facilitate affected staff being regarded to another grade not subject to reduction.
- the need to introduce restrictions on recruitment, promotion and inward transfer to the affected grade(s). (The Directorate of Personnel may initiate restrictions where surpluses are projected throughout the Prison Service)
- the scope for longer term (up to 2 years) detached duty whereby the individual may return in the event of a suitable vacancy arising through natural wastage within that period.
- where a post in an individual's substantive grade will become available through natural wastage within a relatively short period after the deadline for achieving reductions, allowing that person to temporarily fill a vacant post in a lower grade not affected by the staff reduction (but they must be paid as their substantive grade and receive any general pay and allowances increase applicable).
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