Flexible Retirement Options and Guidance

Transcription

1 Flexible Retirement Options and Guidance Date effective from: December 2017 ISSUE 4 AUGUST 2018 Page 1 of 20

2 1. Introduction The purpose of this guidance is to inform staff who are approaching retirement and wish to continue working about their options and also to help managers consider applications from staff who wish to retire and return to work for the NHS. Returning to work for the NHS after taking NHS Pension Scheme benefits is an option available to NHSPS members. However, applications to retire and return are not automatically approved and each case is considered on it s merits, taking into account current and future workforce requirements. Employees will need to know which NHS Pension Schemes they have been paying in to in order to review the potential options open to them. Employees can find out which section or scheme they are in through their Total Reward Statement or Annual Benefits Statement. From April 2015 employees may have membership in more than one part of the scheme so an employee will need to ensure that if they wish to take up flexible retirement, the option they chose to apply for is applicable to their pensionable membership. It is strongly recommended that employees also look at the up to date information on the NHS Pensions Website and their guides on the schemes: Prior to any decision to retire it is also strongly advised that employees talk to the Pensions team for information. Employees may also wish to attend a pre-retirement training course which can be booked through Learning and Organisational Development. 2. What is flexible retirement? In the NHS Pension Scheme there are a number of options that allow changes to the way in which people work without a major or negative impact on their future pension nor the need to leave work, and the pension scheme, completely. These are often referred to as flexible retirement options and are defined as providing flexibility regarding the age at which an employee retires, the length of time an employee takes to retire or the nature and intensity of work in the lead up to final retirement. Flexible retirement arrangements that support a longer working life can also benefit employees by: supporting work/life balance considerations including caring responsibilities and flexible Working; allowing staff to prioritise their own health and wellbeing allowing skills, knowledge and experience to be retained whilst changing the physical demands of work and working arrangements (e.g. responsibilities, shift patterns) providing a range of choice about approaches to retirement or working longer. ISSUE 4 AUGUST 2018 Page 2 of 20

3 3. Possible retirement age From April 2015, the Normal Pension Age (NPA) that members can receive their pension under the 2015 NHS Pension Scheme arrangements (without reduction for early payment) will be set equal to their State Pension Age (SPA). For 70 per cent of NHS staff this will mean their pension age is between 65 and 68 years old. For example, if you were born in 1971 your state pension age is 67, but if you were born in 1983 it is 68. Employees can find out their SPA using the SPA calculator at: Many studies over recent years have shown that workers have a number of reasons for extending their working life, including: financial need; benefits to health and vitality from the physical activity involved in working particularly from maintaining routines and obligations; increased psychological wellbeing by maintaining professional identities and meeting challenges continuing personal development; continuing social affirmation and friendships at work. Flexible retirement arrangements will need to be approved by an employee s manager and applications will be considered taking into account service, financial and workforce needs.. 4. Flexible Retirement Option Details Step down Staff who would like to reduce the pressure and responsibilities they have in their current role can request to step down into a less demanding and lower graded post, which still makes use of their skills and experience. Depending on your age at the time you step down, you may be able to protect a higher level of pay for the calculation of your future pension benefits so that the impact of a change in work only affects your future pension earned after stepping down. This option may support you to remain in work in the run up to NPA as working at a lower level may feel more achievable and may be more financially advantageous than retiring from the organisation completely (see retire and return information below) section 2008 section 2015 scheme Need Managerial Approval ISSUE 4 AUGUST 2018 Page 3 of 20

4 Step down Yes Yes Yes Yes Wind down As an alternative to retiring completely, staff can request to wind down by working fewer days, or hours, in their existing post. Pensions for part time staff are calculated on their whole time equivalent salary, so moving from full time to part time work, rather than retiring completely, should, for those in the 1995 and 2008 sections of the NHSPS, not reduce their NHSPS benefits at the time they decide to wind down, though it will reduce the rate at which they build up future membership.for example, if you wind down to work half time hours it will take two years to build up one year of pension benefits, but the final salary used to calculate benefits will not be affected so long as your salary band or level remains the same. If your salary band or level reduces, please see the previous information on step down. This option may support you to remain in work for a longer period of time before retirement and could be used in conjunction with a flexible working request section 2008 section 2015 scheme Need Managerial Approval Wind down Yes Yes Yes Yes Draw down This option, which is only open to members of the 2008 section of the NHSPS and the 2015 NHSPS, allow members to take part of their NHSPS benefits whilst continuing to work for the NHS. Members who are over their minimum retirement age and whose pay is reduced by a minimum of 10% (for example by working part time), can, subject to their managers approval, take between 20-80% of their pension entitlement and continue in employment and build up future membership. Members NHSPS benefits would be reduced if they are paid before their 65 th birthday.to take account of their early payment. Pensionable pay must remain reduced for at least a year otherwise they will cease to be eligible for the pension they have taken. Members can draw down benefits twice before retiring completely. This option can be attractive if employees need to supplement their income in the run up to full retirement section 2008 section 2015 scheme Need Managerial Approval Draw down No Yes Yes No ISSUE 4 AUGUST 2018 Page 4 of 20

5 Late retirement enhancement If an employee continues working past their NPA and has not not drawn down from their pension at all, their pension benefits will be increased by the application of late retirement factors. Employees can benefit from working longer to achieve an increase in pension benefits when they come to draw their pension. Late retirement enhancement 1995 section 2008 section 2015 scheme Need Managerial Approval No Yes Yes No Early retirement reduced buy-out (ERRBO) This new provision to the 2015 pension scheme arrangements allows employees and/or their employer to make additional contributions to the scheme that will allow employees to retire earlier than their NPA without any early retirement reduction (although not more than three years earlier than their NPA and not allowing for a retirement age of less than 65 years old). It is known as buying out the early retirement reduction that would otherwise apply. For example, an employee with an NPA of 68 could make arrangements to buy out three years worth of early retirement reduction so that they can retire at age 65 without suffering any reduction in the pension benefits. However, an employee with a future NPA of 66 could only buy out a one-year reduction, allowing them to retire at age 65. They could not buy out the full three years as this would take their retirement below age 65. There are strict time limits on when employees can enter into such a buy-out arrangement. More information is available on the NHS Pension Scheme website. Early retirement reduction buy out 1995 section 2008 section 2015 scheme Need Managerial Approval No No Yes No Retire and return to NHS employment Once an employee has reached the minimum pension age of the pension scheme they can apply to retire, claim their pension benefits and then return to NHS employment. If an employee retires before NPA their benefits will be reduced on account of them being paid early. Employees should also be aware of the timings of their return to NHS employment as they are expected to have a ISSUE 4 AUGUST 2018 Page 5 of 20

6 break in service before they do so. If an employee does not wish to break their service they may be better off considering draw down (if eligible see Table 1) section 2008 section 2015 scheme Need Managerial Approval Retire and return* Yes Yes Yes Yes 5. Procedure for Flexible Retirement Options Need Procedure Managerial Input Step down Yes Apply for a new role through recruitment processes. Contact Pensions team for advice regarding protection. Wind down Yes Request to reduce your hours through your line manager. Managers cannot automatically approve requests and each case needs to be considered against the needs of the service. Contact pensions team for a forecast regarding retirement on a certain date.. Retire and return Yes See detailed process below. Draw down No Contact Pensions Team for estimates and advise on the scheme. Late retirement enhancement No Contact Pensions Team for estimates and advise on the scheme. Early retirement reduction buy out No Contact Pensions Team for estimates and advise on the scheme. (3 months of joining) 6. Process for Retiring and Returning to post within Nottinghamshire Healthcare NHS Foundation Trust: Within Nottinghamshire Healthcare NHS Foundation Trust, employees are most frequently requesting to retire from their posts and then return to work whilst in receipt of their pension benefits. The following pages demonstrate the process that needs to be followed in order for staff to request to do this. Employees do not have the right to retire and return, they only have an option to request to do so, a request must be submitted prior to an employee arranging to retire, and an employee will need to give 6 months notice to retire so any discussions can be commenced in a timely manner. If a Board level Director wishes to retire and return the request will need to be approved by both the Remuneration Committee and the Chair. Very Senior managers (VSM), including Board level Directors, are prohibited from gaining financially by using the retire and return provisions. ISSUE 4 AUGUST 2018 Page 6 of 20

7 Therefore, if a request for retirement and return is approved, their salary plus their pension on returning to employment cannot be more than their original salary prior to retiring. Actions for the Employee Employees will need to contact the Pensions Team prior to their application to seek guidance on their pension forecast and process to apply for their pension. The application to access pension benefits is a separate process to applying to retire and return. The employee will need to complete the application form in Appendix 2. This form includes: the date that employees wish to retire from; the date that employees wish to return from; the hours that employees will be able to return to (ensuring that the pension rules are adhered to); how employees propose this will impact upon the team; for clarity, which role employees are proposing to return to. Employees will then need to discuss their application and submit the form to their line manager who in turn will pass on to their equivalent General Manager and discuss the impact on the team, workforce plans and the individual employee. If agreed this will then be signed by the manager. If the application is declined: If an application to retire and return is declined an employee will need to decide if they still wish to access their pension or if they are wishing to remain in their current post. Employees do have the right to appeal, see section 11 the decision made. In line with flexible working requests, employees cannot request to retire and return again for 12 months after submission of the initial form. Employees can of course choose to retire at any time. If the application is granted: The submission of the form and acceptance by the Approving Manager will be taken as resignation from the Trust. Employees are required to give at least 6 months notice in order to ensure that their pension can be paid on the correct date. Please note that no pension applications can be passed on to the Trusts Pensions Department without a Termination of Employment on ESR. As such Managers must therefore ensure that they are inputting the employees termination as soon as it has been agreed. ISSUE 4 AUGUST 2018 Page 7 of 20

8 Any annual leave at the date of termination must be put on the Termination form and this will extend the last date of service for the purpose of pensions only. This will therefore need to be taken into account when returning to the Trust to ensure that the required breaks have been adhered to (see section below) Employees will need to liaise with the Pensions team, at every step of the process and to ensure completion of all relevant forms prior to retirement. Under the agreement to allow employees to return to work, previous ESR record will be ended, and employees will receive a P45. Employees will be set up again as if a new starter\employee of the Trust. Employees will receive an offer letter from the HR Recruitment and Resourcing Team, which will ask employees to complete all pre-employment checks as per a new starter. These checks will need to be completed in order to arrange for employees to be set back up on the ESR/Personnel and Payroll system, so that employees can be paid and for a contract of employment to be issued. This is because employees have agreed to take a break in employment with the Trust, and these checks are mandatory under employment legislation & NHS Employers requirements. Please be aware that as employees will have a new payroll number they may also need to complete a new Car User Application form for the new ESR/Payroll number where required. If an employee has a lease car agreement, they are eligible to retain the lease car throughout the required break in service. However, employees will be responsible for the full cost of the lease car, including insurance, throughout the break in their service. Considerations for Employees including breaks and hours: The NHSPS requires retirees to have at least a 24 Hours break in service prior to returning to work. The Trust requires employees to have a break of at least 14 days between Retiring and Returning to post. Employees are not permitted to work more than 16 hours per week for one calendar month after their retirement date. For example, (if a staff member were to retire on 31 st March): Day 1 24 hour break (1 st April) ISSUE 4 AUGUST 2018 Page 8 of 20

9 Days post retirement employees are unable to work (2 nd April 15 th April). Days (max) - Employees are only able to work 16 hours per week. (15 th April 1 st May) Day 32 onwards the hours employees are able to work are; 1. stated by the pension team and 2. agreed with the line manager. For clarity 1 days break if an employee retired on 31 st March, would be the 1 st April. 14 day break would be up to 15 th April If Employees are under 60 years of age and not taking their benefits under Voluntary Early Retirement, they are unable to earn more money on their return to work combined with their unreduced pension than their pre retirement salary. Once the pension has been awarded the pensions team will be able to advise employees on the maximum number of hours that they will be able to work to ensure that they do not break this rule. For employees over 60 years of age there are no restrictions on the number of hours they are able to work after the first calendar month. Employees will return to work on a new contract of employment, with new dates for their reckonable service. This will affect rights to redundancy pay in accordance with their terms and conditions of service and will cease any protection of pay, excess travel, etc. that may have been paid prior to retirement. NB For those retiring on VER and have pensionable service prior to 5 th April 1997, a Guaranteed Minimum Pension (GMP) check is required. Please contact the local pension team as soon as possible as they may take up to 6 weeks to complete. 7. General Managers guidance when considering Retire and Return requests When an employee retires and returns they are in effect returning to a post that has not been through a recruitment process. It needs to be satisfied therefore that if the vacancy were to arise without a request for a staff member to return, that there is a business requirement for the post to be filled in the way that is being proposed and that the monies would not be utilised in an alternative way. This is because retirees are more likely to be longer serving and therefore higher earners. The check list at Appendix 4 should be completed for each request received and a copy sent with the completed application form to the HR Resourcing Department. Employees have the right to request to Retire and Return but any agreement for them to do so needs to be reviewed in relation to the post, workforce plans, timing and the individual requesting the retire and return. It should also take into account the current working pattern of the team and how the working pattern requested will fit in with this. ISSUE 4 AUGUST 2018 Page 9 of 20

10 Managers will need to take into account the requirement for the role within the team, performance and attendance records, financial requirements of the Trust and succession plans for the team. That one retire and return to work has been agreed does not set a precedent within the team and each application will need to be considered on its individual merits and timing. The Managers will need to consider: 1. the requirement for the post to be filled through retire and return in light of Cost Improvement Pressures, etc; 2. the standard of the Employees work and their overall attendance; 3. whether the hours that are proposed can be accommodated/meet service needs; 4. succession planning and the potential impact the employee s return will have on the team; 5. whether it is in the best interests of the service to accommodate the retire and return request; 6. the longer term workforce/service plans for the post and team and how the retire and return request fits in, particularly taking into account any recruitment/retention challenges for the post they hold. Managerial Actions: The line manager will discuss the application with the staff member and request submission of the form in Appendix 2 if this has not already been completed. If the line Manager is not themselves at General Manager level, or more senior, they will then pass the application on and advise upon the impact of the request upon the team. As a minimum, the General Manager (or equivalent overall budget holder/decision maker) of the service will have the final authorisation on whether the request can be accommodated within the team, complete the checklist at Appendix 4 and will need to sign the form. The authorising Manager will then advise the line manager who in turn will advise the staff member no later than 14 calendar days after the application was first submitted. If the request has been declined; The employee will be informed and given a copy of the form. Employees do have the right to appeal, see section 8. ISSUE 4 AUGUST 2018 Page 10 of 20

11 In line with flexible working requests, there is no option to re-request to Retire and Return for 12 months after submission of the initial form. Employees can of course can choose to retire at any time. If the request has been granted Actions for LINE MANAGERS; Please note that no pensions applications can be passed on to the Pensions Agency without a Termination of Employment on ESR. Managers will need to ensure that this is actioned as soon as an agreement has been reached. When returning to work after retiring and taking pension benefits, a Notification of Appointment form must be completed in order to ensure that employees are set back up on the ESR/Payroll system. This must be completed when the application is agreed, and submitted with the completed form to the HR Recruitment & Resourcing Team. Under the agreement all previous ESR/Payroll records will be ended, and employees will receive a P45. They will then need to be set up again as if a new starter\employee of the Trust. After submitting the Notification of Appointment form, an offer letter will be sent out which will ask for all pre employment checks to be carried out. A new Car User Application form with the new ESR/Payroll number will also be required where applicable. Consideration therefore needs to be given to e expenses, lease cars and salary sacrifice options. Employees are eligible to retain their lease car under the lease car agreement but they are liable for all costs of the lease car during their break in service. 8. Appeal Procedure Employees can appeal against the decision not to grant the application. A full explanation of the reason for the appeal will need to be stated. Employees wishing to appeal should do so using the Trust s Appeals Procedure and schedule of delegated authority. 9. Withdrawal of Request Where an employee chooses to withdraw their application for flexible retirement, they will not be able to submit a further application until 12 months from the date the original application was ISSUE 4 AUGUST 2018 Page 11 of 20

12 made. Exceptions may be made at the discretion of the manager, for example in the event of a change in circumstances of the employee or service. 10. Key information regarding payment of pension Before a pension can be paid, the organisation - Paymaster will write to the employee and ask for a form to be completed regarding the appropriate break, hours and pay on return to work. This is to ensure that the employee is complying with the rules of the scheme. This form needs to be completed by the Trust s internal pensions department, who in turn will require proof of approval from the General manager or equivalent.. It should be noted for those who are in receipt of their pension and for whom there is a limit on earnings, Paymaster does liaise with the Trust s internal pension team to ensure that the hours worked are not in excess of the limit. Any non-compliance may result in the ceasing of the employee s pension payments. 11. Further Information Nottinghamshire Healthcare NHS Foundation Trust Pensions team: Tel ext 13960, 14247, 13964, Address: 200 Lichfield Lane, Mansfield. NHS Pensions Authority Website: This website will have the latest guides for Members; this includes guides on 1995/2008 and separately the 2015 scheme. There is also a retirement booklet available for the members of the 1995/2008 scheme. You can find out your State Pension Age (SPA) calculator: For booking on Pre retirement courses please contact the relevant Learning and Development Team. ISSUE 4 AUGUST 2018 Page 12 of 20

13 Appendix 1 Retire and Return Request Flowchart Employee contacts pensions team for information on potential options, figures and guidance on process Employee completes R&R Application form and contacts their line manager to discuss their request Line Managers discuss request and pass forms to GM (or equivalent) for a decision and signing of the form Decision relayed to staff member and form returned within 14 days of application Line Manager actions on ESR Employee completes Pension application (AW8) forms and NOA and returns AW8 to pension team and the NOA to the HR Recruitment and Resourcing team Retirement or remains in post Potential Appeal ISSUE 4 AUGUST 2018 Page 13 of 20

14 Appendix 2 RETIRE AND RETURN APPLICATION FORM PLEASE NOTE THAT THIS SHOULD BE COMPLETED AT LEAST 6 MONTHS PRIOR TO THE RETIREMENT DATE REQUESTED Applications for any other schemes will be directly with the pensions team EMPLOYEE INFORMATION Employee Name: Assignment Number: Job Title: Division: Department: Line Manager name: Line Manager designation: GM (or equivalent) name: Date of Application: Date Sent to GM: IMPORTANT INFORMATION Employees who are considering retiring from the Trust should recognise that there is no automatic right to return to the same or any role within the Trust. The return will need to be beneficial for the Trust. Managers will need to take into account the requirement for the role within the team, performance and attendance records, financial requirements of the Trust and succession plans for the team. That one return to work has been agreed does not set a precedent within the team and each application will be considered on its merits. An employee will need to contact the Pensions Team prior completing this application to seek guidance on their pension forecast. Employees will be required to have a break of at least 14 days between Retiring and Returning to post. An employee is not permitted to work more than 16 hours per week for one month after retirement. (For example if a staff Days 1-14 post retirement staff are unable to work, Days staff are only able to work 16 hours per week) (see Page 8) If employees are under 60 years of age they are unable to earn more money on their return to work combined with their pension than they earned prior to their retirement salary. Once the pension has been awarded the pensions team will be able to advise the employee on the maximum number of hours that they will be able to ISSUE 4 AUGUST 2018 Page 14 of 20

15 work to ensure that they do not break this rule. This does not apply to Voluntary Early Retirement. For employees over 60 years of age there are no restrictions on number of hours they are able to work, as long as the required breaks are followed. APPLICATION Date requesting to Retire: NB There is a requirement of at least a 14 day break between date of Retire and Return. Date Requesting to Return: Hours able to return to work: nb. The hours staff are able to work post retirement should be confirmed by the Pensions Authority Role currently employed: Role proposing to return to: Impact of your application on Trust, Colleagues, yourself, etc: Lease car Y/N (employees are responsible for the full costs of the lease car thoughout the break in service) Signed : ` Date MANAGERS RESPONSE Approving General Manager (or equivalent level): Manager designation: Request granted: Yes No (Delete as Applicable) If yes: What is the confirmed Retire Date: What is the confirmed Return Date: If no, advise of any possible alternatives if applicable: Signed: Date: Please send this completed form to your HR Resourcing team, along with the completed Notification of Appointment Form. They will then forward to the pensions team on your behalf. Please note IF returning to work after retiring and taking your pension, you MUST complete the Notification of Appointment form (attached below) in order to ensure that you are set back up on the ESR/Payroll system, so that you can be paid on your return to work. This must be completed if your application is agreed, and sent with this completed form to your HR Recruitment & ISSUE 4 AUGUST 2018 Page 15 of 20

16 Resourcing Team. This is because under the agreement to allow you to return to work, your previous ESR/Payroll record will be ended, and you will receive a P45. You then need to be set up again as if a new starter\employee of the trust. After submitting the Notification of Appointment form, you will then receive an offer letter from your HR Recruitment & Resourcing Team, which will ask you to carry out ID/Right to Work/DBS/Occupational Health checks etc, as if you were a new starter. These checks will need to be completed in order to arrange for you to be set back up on the ESR/Payroll system, so that you can be paid and for a contract of employment to be issued. This is because you have agreed to take a break in your employment with the trust, and these checks are mandatory under employment legislation & NHS Employers requirements. Please be aware that you may also need to complete a new Car User Application form for your new ESR/Payroll number. Please be aware that you will be responsible for payment of all costs relating to the continuation of your lease car thoughout your break in service. ISSUE 4 AUGUST 2018 Page 16 of 20

17 APPENDIX 3 NOTIFICATION OF APPOINTMENT FOR RETURNING PENSIONER HR RECRUITMENT DEPARTMENT USE ONLY Date of commencement - - DATE STAMP Increment date - - Salary Assignment number FOR COMPLETION BY THE RECRUITING MANAGER Complete in full by ensuring that all boxes are crossed as required (by double clicking on the appropriate box). Please note: if the check boxes do not work, go to View, Toolbars, and select Forms. Click on the padlock icon to enable the check box and click on the padlock icon again to type. PERSONAL DETAILS *Surname: Title (Dr/Mr/Mrs/Miss/Ms): *Forename(s): Gender (please tick): Male Female NI Number Date of Birth DISCLOSURE & BARRING SERVICE CHECK (DBS) INFORMATION *Is this post eligible for a DBS check (only where the person will have patient contact) Yes No If Yes, at what level Standard Enhanced If working in regulated activity, does the postholder work with the following group/s? Adults Children Both POST DETAILS *Directorate: *Position Title: *Organisation: (Ward/Department) *Site/Base: *Grade/Band: Additional elements to salary (e.g. on-call, Special Hospital lead/recruitment and Retention Premium *Cost Centre & Expense Code - *Please indicate if the cost centre is different from the one used when advertising the position ISSUE 4 AUGUST 2018 Page 17 of 20

18 *Hours/sessions per week: Flexible working arrangements *Contract Type:(please tick) Term-Time contract? State number of weeks per year Annualised hours? Please detail: Permanent Fixed Term Temporary Secondment If fixed term/temp give reason: Choose an item. Contract End Date (if fixed term/ temporary) (format DD/MMM/YY) - - *Car User: (please tick) Yes No If the post-holder is required to be a car user Line Manager to complete Application /Changes form for reimbursement of travel expenses, available on the Trust intranet. Please ensure you also complete the authorised signature database form, tab named Authorisation of travel for this employee Does the post holder require IT Access Yes No If IT access is required please complete form IMT1 as soon as possible, this is available on the Trust Intranet and should be ed to Service.Desk@nottshc.nhs.uk A turnaround time of 5 working days is in place for the set-up of IT access, so this needs to be completed before the post holder starts. Note: The post holder requires an address (so IT Access) if they will use e- expenses. Will the post-holder act as a non medical prescriber? (If so, please contact Pharmacy for prescription pad) Is this post holder a re-employed pensioner? Medical Staffing PA / APA s Protections Clinical Excellence awards Confirm the following documentation has been returned with NOA Retire & return application form Yes Yes No AUTHORISATION *Authorised budget holder s name: Designation: Date: NOTE TO MANAGER: Please return to your HR Recruitment contact, via as detailed below: Local Partnerships recruitment@nottshc.nhs.uk Forensic Services forensichr.recruitment@nottshc.nhs.uk Medical Staffing recruitment@nottshc.nhs.uk Corporate Services recruitment@nottshc.nhs.uk ISSUE 4 AUGUST 2018 Page 18 of 20

19 TO BE COMPLETED BY HR RECRUITMENT HR RECRUITMENT DEPARTMENT USE ONLY Authorised by (insert name) Actioned by (insert name) Checked by: (insert name) Date: Date: Date: PAYROLL USE ONLY Actioned by (insert name) Checked by: (insert name) Pensions E-expenses Date: Date: Date: Date: ISSUE 4 AUGUST 2018 Page 19 of 20

20 Appendix 4 MANAGER CHECKLIST Managers should be able to demonstrate there is a business requirement for posts to be filled through retire and return and that monies could not be better used differently. For each request managers must consider the following:- Consideration Y/N Rationale The requirement for the post to be filled through retire and return in light of cost improvement pressures Equality requirements Value for money The standard of employee s work and attendance The employee s skills, knowledge and experience against the essential requirements for the post Whether the hours proposed can be accommodated/meet service need Succession planning and the potential impact the employee s return will have on the team Whether it is in the best interests of the service to accommodate the retire and return request Longer term workforce/service plans for the post and team and how the retire and return request fits with this ISSUE 4 AUGUST 2018 Page 20 of 20