Going through a redeployment process as an employee
Helping redeployees understand their role and responsibilities for finding suitable job opportunities through the redeployment process
Getting onto the redeployment register
HR will have received notification that you are eligible for redeployment and they will then enter your details on to the Redeployment Register.
You will then receive an email confirmation with the details of your record on the redeployment register.
If you don’t have access to a computer please raise this with your manager.
Finding and applying for job opportunities
You will automatically be notified via email of any vacancies that are the same grade or one grade below your current job.
If you wish to apply for jobs that are more than one grade lower than your existing role you will need to inform your HR Administrator (Operations).
You will be expected to update yourself on University job vacancies, and to apply for vacancies as appropriate.
In order to be given priority consideration as a redeployee, you will need to apply within the first seven days of the campaign.
Each application you submit will be assessed against the essential criteria as set out within the person specification.
If you are deemed to meet the essential criteria or could do so with reasonable training, you will be invited to participate in a process of selection.
If you are deemed to meet the specified requirements for the job, you will be offered the role on a trial period.
If you are deemed not to meet the specified requirements for the job, you will be notified via HR and if required, feedback can be requested.
You will continue to receive redeployment notifications during this time.
The trial period for anyone coming through redeployment is four weeks.
If you both you and your manager agree to a longer trial period to facilitate retraining, you must ensure this is confirmed in writing before you start to work under the new contract.
The purpose of the trial period is to give you and your manager an opportunity to assess whether the new job is suitable for you.
Before you start the trial period, you and your manager will need to establish clear and reasonable performance standards.
During the trial period you must meet with your manager on at least a weekly basis to review and discuss progress.
In exceptional circumstances, your manager may choose to extend the trial period for a maximum of four weeks by mutual agreement to provide an opportunity for further assessment.
After the trial period
It is possible that either you or your manager decide that the redeployment has been unsuccessful. If it's your manager's decision, you will be given full and clear written feedback on the reasons.
If you are still within your notice period, you will be entitled to re-enter the redeployment process for the remainder of that notice period.
If your previous job is one grade higher than the job you have been redeployed to, your pay is protected for 12 months on a mark time basis. This means you will not receive an increment or the annual national pay award.
The pay protection starts on the date on which you start in your new job.
After 12 months your pay will drop to the standard grade maximum of the lower grade, and you will then receive the national pay award when applicable.
If your previous job is more than one grade higher than the job you have been redeployed to, you are not entitled to pay protection.