A NEW PUBLIC INVOLVEMENT STRUCTURE FOR NHSSCOTLAND
Transition and initial milestones
65. The pre-consultation noted that existing health council staff are in favour of a smooth transition from the existing structures to any new arrangements: one of the aims of this consultation is to achieve agreement on how such a smooth transition can be achieved.
66. 71Staff and their representatives will therefore be involved at all stages of the planning process for establishing the new body and will be kept informed of developments and decisions in the spirit of partnership working. The Organisational Change Policy Statement in HDL (2001) 38 and previous MELs will apply meaning that NHS Scotland is committed to:
the key principle of openness, fairness and equity in handling organisational change;
working together to avoid compulsory redundancy; and
operating a no detriment policy for staff to their overall terms and conditions of service.
This also places a responsibility on staff to accept suitable alternative posts on appropriate terms and conditions of service and any agreed changes to duties and responsibilities and/or location.
67. 70There will be no redundancies as a result of the establishment of the new structure. Indeed, with NHS Boards now required to take a proactive and positive approach to engaging directly with the people they serve and to demonstrating that this has resulted in changes in services, there should be increased opportunities for existing health council staff. Existing health council staff will be provided with information to enable them to apply for posts in the new structure. In addition, they will be considered for posts in the new organisations in advance of advertising in the national and local press. All national and local posts in the new structure will be filled following national and local advertising. Existing health council staff will be provided with information to enable them to apply for posts in the new structure. However, should they choose not to do so or be unsuccessful, they will be offered suitable alternative employment in the Board area. We will consult on the staff transfer arrangements during the consultation period.There will be no redundancies as a result of the establishment of the new structure. Indeed, with NHS Boards now required to take a proactive and positive approach to engaging directly with the people they serve and to demonstrating that this has resulted in changes in services, there should be increased opportunities for existing health council staff.
68. By October 2003, the following will have happened (subject to satisfactory consultation and ministerial approval):
establishment of the Scottish Health Council in shadow form;
a national chairperson will have been appointed;
members of the public will have been appointed to the Scottish Health Council's national Council; and
a Director will have been appointed.
69. In the months following its establishment the Scottish Health Council will be expected to:
define its strategic vision and management structure;
establish an effective dialogue with the existing local health councils, NHSScotland and other stakeholders to allow it to begin full operation nationally and locally in April 2004; and
identify its key priorities for the first 3 years in a strategic action plan to be submitted to the Scottish Executive Health Department by October 2004.
70. By April 2006 it is envisaged that the organisation will undertake a review of its role and functions. A report of the review will be submitted to the Scottish Executive Health Department by October 2006.
Scottish Executive Health Department
March 2003