- Detached Duty Scheme Proposal: This could help the NPS fill temporary vacancies in some areas. We believe that this could be helpful and minimise the risk of farcical situations seen in some areas during the last 12 months. It works well in other parts of the civil service. However, in negotiating the detail of the policy, we will be seeking to minimise any risks around compulsion.
- First Deployment Scheme: This could be very helpful in supporting newly qualified staff to take up a 1st post in a different area, e.g with housing support. We have already secured some key principles about a right of return and compulsion and will continue to seek to refine proposals to minimise risks for members.
- Harmonising to the Civil Service Redundancy Scheme: This is only partially possible as NPS staff are members of the Local Government Pension Scheme which has elements covered by legal regulations which cannot be locally varied. Napo is broadly supportive of this idea, as the civil service terms are generally better than current NNC terms for probation. It is also a good time to discuss this as there is no imminent risk of redundancies, given that the NPS has vacancies at all grades. However, understanding and knitting together any changes with the LGPS regulations will be important, if SOP isn’t to get very confused.
- Reducing Sickness Rates for New Starters: The employers indicated they would not make any offer without this being included. This appears to be an MoJ / Treasury instruction, to aim to recover some ground in return for the rest of the offer. Napo will continue to oppose the change but recognise, as it only applies to new starters that it could be imposed without our agreement anyway. In discussions we will point out that SOP is unlikely to be able to manage a two tier probation workforce and something potentially impacting as many staff as this could have wider negative costs.
Proposal Details
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