South Lanarkshire Integration Joint Board – Integration Joint Board Financial Plan 2024/2025 - Employee Overall Impact Assessment
| Title | South Lanarkshire Integration Joint Board – Integration Joint Board Financial Plan 2024/2025 - Employee Overall Impact Assessment |
|---|---|
| Council Resource | Social Work |
| Aims and Objectives | As part of the Integration Joint Board (IJB) Financial Plan 2024/2025, efficiencies are sought through a range of methods including a reduction in staffing where appropriate. In respect of the proposed savings options which subject to approval by the IJB and also the management and operational actions being progressed at pace by SLU HSCP Officers, where posts are affected, the process each partner has in place will be followed. This includes review of vacant posts, voluntary redeployment, the South Lanarkshire Council (SLC) SWITCH2 policy and the NHS Lanarkshire (NHSL) organisational change and redeployment processes, as appropriate. |
| Conclusion | A total of 112.46 FTE posts will be subject to review as follows. HSCP07 - The management structure across reduced and redesigned services will be reduced to reflect operational changes during 2023/2024. On completion of the review, the management structure will reduce by up to 8 FTE posts. HSCP11 The SLC OT establishment would reduce by 6 FTE posts from 22.44 FTE posts to 16.44 FTE posts. HSCP12 - The SLC Community Support Team establishment would reduce by 12.71 FTE posts and instead 5 FTE Social Work Assistant posts would be established. Recognising that there are 4.31 FTE vacancies in respect of the 12.71 FTE budgeted posts, the actual staff in post would reduce from 8.4 FTE to 5 FTE, a reduction of 3.4 FTE. HSCP21 - There are 70.75 FTE posts in respect of Dewar House and McClymont House care homes proposed savings options. HSCP24 - The current Occupational Therapy Service establishment is 265.76 FTE. The current Physiotherapy Service establishment is 317.46 FTE. The joint Rehabilitation Service with a combined leadership structure is expected to release approximately 20 FTE posts. Any employee implications will be managed in line with the partners collective agreements and steps will be taken to reduce adverse impacts on the most vulnerable groups by both partners as appropriate. Staff who could be potentially affected and Trade Unions have already been advised of the proposals and will continue to be updated throughout the process. Meetings with NHSL staff side and SLC Trade Unions are taking place as required to advise of the options being considered that have staffing implications, as appropriate. In line with the implementation of transformational change proposals approved by the IJB, each partners workforce strategy will be updated to reflect the agreed redesign of services, as appropriate. Consultation with stakeholders will be undertaken with those affected by the proposals outlined at section 1. Any employee implications will be managed through a review of vacant posts, voluntary redeployment, the SLC SWITCH2 policy and the NHSL organisational change and redeployment processes, as appropriate. All proposed options are in line with each partners collective agreement. This includes review of vacant posts, voluntary redeployment, the South Lanarkshire Council (SLC) SWITCH2 policy and the NHS Lanarkshire (NHSL) organisational change and redeployment processes, as appropriate. Each partner will use workforce planning information, areas of anticipated growth or current vacancies will be targeted. Appropriate training and qualifications will be offered if required to ensure a successful transition to a new role. Where adverse impact is identified, steps will be taken to limit the effect on vulnerable groups. As part of the implementation of the outcome of the IJB Financial Plan 2024/2025, an analysis of those affected by the reductions will be carried out to better understand where, if any, further mitigating action over and above the collective agreement can take place. The IJB has a statutory responsibility to set a balanced budget. The funds for the IJB are delegated from NHSL and SLC for the purpose of delivering the delegated functions as set out in the Integration Scheme. Additionally, the Health Board will also set aside an amount in respect of large hospital functions covered by the Integration Scheme. Sound governance and financial sustainability are fundamental to the delivery of the South Lanarkshire IJB Strategic Commissioning Plan 2022-25. Each partner is required to review and assess services to ensure that it can deliver efficient effective and accessible services within the funding delegated by the relevant partner. The IJB Financial Plan 2024/2025 includes proposed savings options for IJB approval and also management and operational actions for noting. This will impact on 112.46 FTE posts. Each partner will consult fully with those likely to be affected to minimise any identified adverse effect regardless of protected characteristic. This includes review of vacant posts, voluntary redeployment, the South Lanarkshire Council (SLC) SWITCH2 policy and the NHS Lanarkshire (NHSL) organisational change and redeployment processes, as appropriate. The conclusion of this equality impact assessment is that there may be an impact on the female part of the workforce covered by equalities legislation, or on workforce relations, however, the options are in line with each partners collective agreement. The relevant savings with employee implications are also subject to consultation and an individual equality impact assessment. Where adverse impact has been identified, steps will be taken to limit the effect on protected groups. Agreed by the South Lanarkshire Integration Joint Board on 26th March 2024. |
| Completion date | March 2024 |
| Contact Email address | equalities@southlanarkshire.gov.uk |