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Redeployment is a process that allows eligible staff to apply for appropriate vacancies before they are released for external advertising.
To be eligible for redeployment you must have six months service and have been recruited into your position through the university Recruitment and Selection procedure
To be a redeployee you will either;
You are being offered redeployment because of one of the following reasons:
The opportunity for redeployment will be offered by your manager if any of the above apply.
If you feel that you have met the criteria for redeployment and have not yet being offered it by your manager then please call the HR department who will confirm whether you are eligible.
You will need to complete a cover sheet and send this to HR with your current CV. The cover sheet can be sent to you either by your HR Manager or by contacting firstname.lastname@example.org it is important that your CV is up to date and aimed at the jobs you are looking for.
The more information you can include on your cover sheet the better. You should include information about the type of job you are looking for and at what level.
When a vacancy arises the Redeployment panel will look at your CV and cover sheet and if they feel you have the skills and experience for the role they will match you to this. You will then be emailed details of the vacancy to the email address you provided on your cover sheet, unless you have specifically requested on your cover sheet to be contacted by another method.
You will be given 7 days to respond within and express interest in a vacancy.
If you are sent a vacancy and are interested in it you need to reply to the HR Advisor specified, copying in email@example.com. An informal chat about the post will then be arranged for you with the manager of the role.
You should contact firstname.lastname@example.org.
After you have had your informal chat you need to decide if you are interested in the role or not and let both the manager of the role and email@example.com know either way. If you are still interested then you will go to formal interview.
You do not have to meet every essential criteria (as you would with an external application) but you must be able to show that you can be a credible candidate and able to meet the essential criteria, within a reasonable period of time, with the appropriate training.
The redeployment interview will follow very similar lines to the interview that you would have had for the position if you had applied for the post as an external candidate. The interview process will depend on the exact nature of the job and may consist of a formal interview, a test, a presentation or a mixture of these. The only difference to an external interview is that as a redeployment interview you need to either meet the criteria, or be able to meet the criteria, with the aid of training, within a reasonable time period.
A reasonable time period is measured on a case by case basis depending upon the job and criteria that you will need to meet. The most common time period would be 3-6 months.
You do not have to accept any position if you do not want to.
If you turn down a vacancy that has been offered to you, you will remain on the redeployment list and continue to be put forward for suitable vacancies until either:
You can remain on the list until either your contract comes to an end, your salary protection ends, you are no longer at risk or you are successfully redeployed into a new position!
If you don’t like the job you are redeployed to or the manager feels that it is not proving to be suitable for you within 6- 8 weeks of the redeployment taking place, you or the manager can request that you rejoin the redeployment list. If you were to rejoin the redeployment list, the same process as before would apply, but you would have to remain in the job you were redeployed to until you are redeployed to another role.
In this situation you cannot apply through redeployment, but may apply in the same way as external candidates.
Updated July 2014