*Suitable alternative employment is defined as a post where the individual’s skills and experience match the selection criteria for the post, or might be able to do so given a short period of training. Suitable redeployment opportunities will normally be posts at the same grade or, in some circumstances, a lower grade than the post currently held. Posts at higher grades (ie promotion opportunities) will not be considered as suitable alternative employment for redeployees although the individual may of course apply for such posts in open competition. The type of role the individual currently holds will inform whether suitable alternative employment is likely to arise during the three month redeployment period and this should be discussed openly during the consultation meeting. For example, if the individual is engaged in a generic role such as administration, IT, or in a research role with generic skills then the likelihood of a suitable post arising is higher than for someone with very specialist research skills.
If the individual expresses interest in seeking redeployment they should be advised that:
The department should exercise discretion in the level of assistance a member of staff may wish or require.
The Record of Consultation form at the right hand side of the page should be used to record the meeting and a copy of this form may be given to the individual or, if preferred, the department may write to the individual summarising the discussion after the meeting.
The effectiveness of redeployment efforts are dependent upon the full engagement of the staff member concerned. Staff wishing to seek redeployment are expected to exercise flexibility in the types of work they will consider and to actively engage with the process by: