Am I unreasonable to push back on this NHS report handover?

[ChampagneCharlotteLemonadeBudget]

As I'm handing over my current role I don't feel I should worry too much about this, however I'm autistic and a massive overthinker and always want to be seen as doing a good job no matter what, sometimes leading to my detriment!

I'm an 8a Manager in the NHS. I have been writing a monthly report for the past few months which takes up and awful amount of time, however, it's for the Board and so it's pretty much the highest priority of any of the work I do. It does sometimes need a few hours outside of work time to complete but I take the time back - also under Agenda for Change the expectation is that 8a and above will put the time in that's needed to get the work done.

I job share with someone else presently, but I am supposed to have moved into a new service (same role) yesterday - currently trying to hand over the report to the person I job share with but just getting constant push back (despite our Director saying it's now her responsibility). I've set up a template and guidance about completion but she has put a three hour meeting in with me early next week to 'handover' which feels like I'll just be writing it for her and showing her what I do!

The issue I've got with pushing back too much is that she's just come back from long-term sick and keeps repeating that part of her 'return to work' and 'reasonable adjustments' is that she absolutely does not work more than 37.5 hours a week. I know it's not really my problem anymore but it will fall on me if it doesn't get done - or she will hand it over to clinical staff who are already snowed under...

Is there someone more senior you can involve? Technically you are in a new role, it’s not your problem anymore.

The Director says it’s part of her role now, leave it to them to mange. Enjoy your new role.

Her manager needs to prioritise workload - if this report is more important, she needs to drop something else to get in done in working hours. Perhaps ask if the manager can attend part of the handover meeting?

I'd email it and your handover notes to her and her manager and cancel the 3 hour meeting and say i'd be available once her next report is drafted if she needs feedback but im starting the new role so if she has any questions about the process, email them to me.

If I were you I would:

• agree to attend the meeting but only for one hour (or whatever you think is reasonable).
• show her how to do the report, so you have completed your responsibility in the handover.
• going forward do not do the report again - it is not part of your current role.
• her reasonable adjustments / capacity is not your problem, she needs to escalate it to her manager and they need to decide how to prioritise her workload.

Unfortunately I've been told by a senior manager (with the Director copied in) to meet with her to go through it - she's a B8a, she doesn't need her hand holding, I would have thought written instructions were enough. But as well as having just returned from sick, she's the local union rep and knows every trick in the book...

Is your new role in the same Directorate? Same organisation? If not, ignore. I’m a Band 8a manager too and I wouldn’t go along with this. Her union position is irrelevant as are her reasonable adjustments. Reasonable Adjustments cannot adversely impact on other colleagues- if they do, they aren’t reasonable.

Ok so meet with her and let her ask the questions to which you will say 'thats in the handover notes, under the section X' and just keep referring her to stuff she already has.

Do not take your laptop, your notes, a pen, anything. Get her to do the work.

It sounds as if management are taking her seriously. So go to the meeting, with your handover notes and ask what she needs clarification on. Go through the handover document. If anything needs rewording or clarifying let her be the one to edit it there and then. I'd suggest asking her to bring the data to start writing the report, or a first draft. Then sit on your hands and let her do it. Help if she asks. Don't offer more than she asks.

When the meeting is done email all those directors with we went through ABC. She is fully up to speed on it now.