The Redeployment Framework enables employees who are at risk of redundancy due to organisational change or the ending of their fixed-term contract, or who are in other circumstances where redeployment is appropriate, to be flagged in the University’s Web Recruitment System (WRS) to be given priority consideration for advertised vacancies. The Framework and Procedural Guidance can be viewed in full under the Related Links section on the right of this screen. A short summary of the Framework is set out below.
The Framework will apply to vacancies advertised via the University's recruitment systems on or after 25 October 2021. Vacancies advertised before this date are not subject to the Framework. This will allow departments to familiarise themselves with the new arrangements before the Framework comes into effect.
There are many benefits to redeploying internal candidates:
- Creating long-term employment security and career development;
- Mitigating against redundancy and associated payments;
- Enabling the University to retain valuable skills and expertise;
- Reducing the time and cost involved in recruiting and on-boarding new staff; and
- Increasing staff engagement.
A number of departments and individuals have provided a summary of their experience of moving to a different role or department within the University (see Career Stories).
How the Framework works in summary
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Departments/institutions are able to advertise their vacancies in the usual way.
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Eligible employees can apply for vacancies on the University’s Job Pages, indicating that they are priority candidates;
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They will be flagged as priority candidates to the recruiting managers via the Web Recruitment System.
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Priority candidates will be shortlisted, where they meet the essential criteria for the post.
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They will be interviewed first, wherever possible.
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They should be offered the post if the recruiting manager is satisfied that they could perform the role to the required standard (with reasonable training if required).
In limited circumstances the University may offer the post to other candidates as outlined in Section 4.18 of the Framework.
Who are priority candidates under the Framework?
A priority candidate is a current University employee:
- whose post is at risk of redundancy (whether by reason of organisational change; the expiry of a fixed-term contract within the next 20 weeks; or otherwise) and who has two or more years’ continuous service with the University;
- who, by reason of disability and/or other medical reason, is no longer able to continue (or is otherwise at a substantial disadvantage) in their current role, despite the consideration of reasonable adjustments to that role, and for whom redeployment has been formally recommended under the Sickness Absence Policy, Capability Policy and/or Disability and Employment Policy, in consultation with the University’s Occupational Health Service; or
- for whom redeployment has been formally recommended as a result of the outcome of a formal procedure, for instance disciplinary, grievance or dignity at work, notwithstanding any other resolution mechanisms available. For the avoidance of doubt, this applies to complainants or victims in those cases only, to apply where it is in their best interests to be redeployed and with their prior agreement.
Additionally, persons at risk of redundancy who are on maternity, adoption or shared parental leave will be treated as priority candidates and are legally entitled to be offered suitable alternative vacancies where these exist ahead of other priority and non-priority candidates, including where Section 4.18 of the Framework applies.