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1.3.1 All hospitals admitting children should be able to deliver Level 1 CC in a defined CC area, classified as a Level 1 PCCU. 1.3.2 A more limited number of hospitals should be designated as a Level 2 PCCU and be able to deliver Level 2 care to children within a defined CC area.
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Time to Move on’ : Medical Workforce. Paediatric trainee recommendations: Level 1 unit: 24/7 middle grade cover by ST4+ (Level 1 RCPCH competencies) plus up-to-date APLS/EPLS. Level 2 unit: 24/7 middle grade cover by ST6+ (Level 2 RCPCH competencies) plus up-to-date APLS/EPLS.
Considerable upskilling of staff is required to efficiently and appropriately care for critically ill children. Good practice examples of how high dependency care can be incorporated into the core business of a Paediatric Critical Care (PCC) network – notably in the South West region of England.
- Eligibility
- Probationary periods
- Your transfer
- Annual leave entitlement
- Workplace adjustments
- Systems and processes
- Advice on pre-employment checks and security clearance
- Student loans
- Pay and allowances
All civil servants recruited through fair and open competition can apply for, or be considered for a staff transfer on:
•a level grade
•a lower grade
•promotion
The transfer process applies to the following:
•ministerial and non-ministerial departments and their executive agencies
If you are on a probationary period, the job advert should clarify eligibility to transfer. If you are not sure if you are eligible, contact your HR Business Partner.
Make sure you understand the terms of your transfer in full, including any effect on your:
•allowances
•annual leave allowance
•entitlement to occupational maternity/paternity pay
•payments into any childcare voucher scheme
•pension contributions
If you transfer to a new department with the same annual leave policy as your exporting department
You will keep your annual leave entitlement.
If you transfer to a new department with a different annual leave policy to the department you are leaving.
You adopt your new department’s annual leave policy. Example - increases to your annual leave entitlement in your exporting department have no effect You started in your current department with 25 days annual leave entitlement. You have worked there for 2 years. Your entitlement increased by 1 day for each year of continuous service. You are now entitled to 27 days annual leave. Your new department does not increase your annual leave entitlement until you reach 5 years continuous service. This means you adopt your new department’s annual leave policy. You will start in your new department on 25 days annual leave entitlement.
Workplace adjustments are changes to remove or reduce disadvantages in the workplace. They can be physical or non-physical changes to help employees. They are sometimes known as reasonable adjustments. Any agreed adjustments should be recorded in a Workplace Adjustment Passport. This should be up-to-date and agreed.
Your workplace adjustments might be known as ‘hard’ adjustments. For example, a chair, desk, or specialist computer software. ‘Soft’ adjustments may include:
•changes to your start and finish times
•how you are allowed travel when on duty
•large print, braille or other formatting changes
Share and discuss your current Workplace Adjustment Passport with your new line manager. This should help make sure the adjustments you need are in place for your start date. If your new department needs to order items to meet your needs, this may take time. This should be considered when agreeing your start date.
Your current department’s responsibilities
Your current department is responsible for: following the process and providing accurate information to your new department with one calendar month notice. This allows for your transfer with minimal disruption to you and the department. releasing you to your new role within 4-8 weeks. Excluding time taken to complete any vetting needed. paying you until the day before you transfer. If your transfer date is the first of the month, you should avoid any overpayments. These include non-recoverable aspects, for example increased: student loan payments pension payments national insurance payments
Your new department’s responsibilities
Your new department is responsible for: completing your pre-employment checks transfer of any valid security clearance completing a new security clearance request if applicable making sure you have a staff number and start date setting up your HR record and paying you from your start date
Pre-employment checks
All staff transferring from other departments undergo some pre-employment checks. These are known as Baseline Personnel Security Standard (BPSS) checks. Some departments also refer to them as ‘basic’ or ‘baseline’ checks. They help departments follow legislation to provide evidence of right to work, including: your right to work in the UK your right to work in the Civil Service your nationality and immigration status an identity check Basic, standard or enhanced criminal record checks may be needed. Depending on your new role, you may need additional checks, for example: relationships with current prisoners safeguarding checks to work with children or vulnerable adults This list is not exhaustive. The job advert should confirm the level of checking needed for the role. If you are not sure, check with your vacancy holder.
National Security Vetting
In addition to BPSS checks, some roles need National Security Vetting (NSV), sometimes called security clearance: Counter Terrorist Check (CTC) Security Check (SC) enhanced Security Check (eSC) Developed Vetting (DV) enhanced Developed Vetting (eDV) These are mandatory for certain job roles and locations. If you hold a National Security Vetting (NSV) clearance level or you need one for your new role, this is part of your transfer. National Security Vetting: clearance levels explains the different levels in detail. NSV sits with you, not your role. If you have a valid NSV, it will be transferable if the expiry date is longer than 3 months. This is unless there is a risk flag or issue with the transfer. You will be told if the transfer of your NSV will take more than 7 days. For example, active after care is present or NSV is not found. You should always complete part A-1 of the staff transfer form. Only complete the NSV section if: your new role needs NSV - regardless of your current clearance you have valid NSV clearance - regardless of level, even if your new role does not need NSV clearance If you transfer to a role with the same level of NSV or higher If you have clearance at the same level or higher it will normally transfer to your new department. Your new department is responsible for the transfer of NSV. They will ask you: about the transfer of your clearance (if it applies) to complete part A-1 of the staff transfer form If you do not have the same or higher level of NSV, you will need a new NSV check. You cannot agree your start date until after this is done. Your new department will tell you which checks you need. To find out more you can: ask the vacancy holder check the job advert contact your vetting authority/cluster security unit check your department’s intranet for more information
If you are repaying a student loan, you may do this through a deduction from your salary.
If you are transferring to a new department and you have a student loan, repaying your student loan explains the different repayment plans.
Your current department will pay you until your last working day with them. If this is at the end of the week it will be a Sunday. Your new department will pay you from your first working day with them.
If you are:
•transferring permanently
•on a loan of more than 6 months
your new department’s pay and reward policies will apply.
Your new department will confirm your basic pay. Individual departments are responsible for pay decisions.
Jul 7, 2005 · The Move On website now has a section for learners to help them prepare for the adult literacy and numeracy tests at Level 2. Prepare Yourself for the Test – English and Maths. The Learner Route is designed to help you prepare for the literacy and numeracy Level 2 tests.
This course offers the opportunity to develop skills, knowledge and understanding in health and social care. You will have the opportunity to apply learning in a practical and realistic way. In addition, you will develop key skills that are highly valued by employers. Course Details.
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Our literary and numeracy service helps people feel more confident in their reading, writing, spelling, number work, IT skills, and oral communication. The service is offered on a one-to-one basis and in group sessions, either in our Glasgow city centre office, or on an outreach basis.
