Valentin Boboc, senior economist at the Institute for Economic Affairs, noted: “Taxpayers deserve clear evidence that public funds are used to deliver value.”
He argued whilst workforce redeployment makes financial sense for retaining expertise, guaranteeing protection from compulsory redundancy “simply puts the cart before the horse.”
The Scottish Government defended its position, stating its no-compulsory-redundancies policy continues in force. Public organisations must ensure employees awaiting redeployment remain “engaged in appropriate work for their pay scale”, according to a Government spokesman.
Officials emphasised NHS redeployment policies allow boards to utilise staff expertise even as positions change. Workforce management tools, including voluntary severance, will contribute to public service reform focused on frontline delivery, the Government added.
Scotland’s NHS spends £1.4million monthly, totalling £16.8million yearly, on employees lacking permanent positions, based on data covering 315 workers. Information regarding another 185 individuals was withheld.
This expenditure approximates the cost of providing 1,100 patients with knee replacement procedures at private facilities or conducting 2,850 such operations within NHS services.
Scottish local authorities face annual expenses of £5.8million for retaining surplus employees, encompassing salaries, pensions and national insurance. This sum roughly equals the expense of employing approximately 135 newly qualified teachers.
NHS Highland stated it adhered to national policies and remained “committed to supporting colleagues through periods of change”.