Departments may wish to meet operational needs through internal reorganisation. This may involve reassessing the optimum structure of the posts in a particular area, and/or relate to the desirability of developing, rewarding, and retaining valuable and talented staff. Where there has been an internal reorganisation of duties and responsibilities, and an existing member of staff is clearly the most appropriate person to undertake a redefined set of duties (having the necessary skills, experience and personal qualities to undertake fully all requirements of the role), there is no requirement to advertise the new role - indeed it would not make sense to do so since the appointment of an external candidate would make the existing member of staff redundant. There is also no requirement to advertise a role if there is a recognised career development path within a department and the department wishes to assign that role to an existing member of staff who has developed over recent times, has the appropriate experience, and is the best internal person to fulfil the specific requirements of the role.
When following these routes, it will obviously be desirable that all staff feel that the process of selecting those who will benefit from reorganisation or career development is fair. The risks of internal dissatisfaction need to be understood, and balanced against:
- the steps that managers will have taken to keep the talents and aspirations of their staff under review
- the advantages of restructuring and career progression in terms of rewarding, developing and retaining valued individuals
- moving towards more effective working structures
The department’s HR Business Partner in University HR will advise, bearing in mind the pitfalls and benefits (but will not second-guess informed local management judgements).
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