Redeployment - Frequently Asked Questions
What is redeployment and when does it apply?
Last updated: Mon Mar 18 8:39
Redeployment (or being redeployed) is where an eligible employee is supported to secure alternative employment within the University to avoid a redundancy situation. It typically applies in cases where employees are ‘at risk’ of redundancy as a result of organisational change or the ending of a fixed-term or open-ended with a funding end date contract. It can also be used in certain ill-health or disability cases where an individual is unable, or considered to be unable, to fulfil the requirements of their role. If you would like to discuss whether this may be applicable in your own/your staff member’s case, please contact your local People & OD for advice .
What happens after I apply for a vacancy as an ‘at risk’ candidate?
Last updated: Mon Mar 18 8:37
Your application for a vacancy will be flagged to the hiring manager as an ‘at risk’ candidate. This means that you must be offered a priority interview where you match the grade of the advertised post and where you demonstrate the potential to meet the essential criteria for the role. Priority interviews will be held in advance of other candidates who are not at risk. Note that you may not be the only ‘at risk’ candidate who applies for the role. Staff who are at risk whilst on maternity, adoption or shared parental leave are given absolute priority over all other candidates, regardless of others’ ‘at risk’ status.
If you demonstrate at interview that you meet the essential criteria for the role, you must be offered the role on the appropriate terms and conditions. Where you are close to meeting the essential criteria, it may be appropriate for appointment to be offered subject to a development plan, and/or a trial period.
I am applying for a lower graded post as an ‘at risk’ candidate. What happens to my salary placing
Last updated: Mon Mar 18 8:37
In cases of candidates from open-ended or open-ended with funding end date contracts, where redeployment is secured to a lower paid post, basic salary will be protected for a period of one year. Protected salary is ‘frozen’ and does not attract incremental progression within that year. At the end of the salary protection, the salary will reflect the applicable salary of the new post.
Salary protection is not normally applicable in cases of a fixed-term contract coming to its natural end.
What length of trial period normally applies in a redeployment scenario?
Last updated: Mon Mar 18 8:37
Trial periods may not be necessary in all redeployment scenarios and typically apply where either, the candidate is close to matching the essential criteria but there are some gaps, or where the role is significantly different to the candidate’s substantive post.
Where a trial period is agreed, this would usually be for a period of between 4 weeks and 3 months and is applied on the basis that the trial can be terminated by either party, subject to the relevant notice period. Advice on the implications of terminating a trial period should be sought in advance from the relevant local People and OD team via the Helpdesk.
Contact People and OD