The Redeployment Process
Redeployment is a process to enable current staff nearing the end of their fixed term contract can have prior notification of vacancies one week before these are advertised.
When a vacant post has been authorised and prepared it is circulated to staff within 3 months of the end of their fixed term contract on an electronic "Advance Notification" Circulation list. All eligible staff are able to apply for the vacancy and will be considered before the post is advertised more widely.
In order to be included on the list staff need to have 8 months' continuous service with the University. It is not intended that fixed term staff should have preferential access to promotion opportunities via the redeployment list. Therefore, if a post applied for under this redeployment process is a higher grade than your current position, your application will be held over while the post is advertised more widely and will be considered alongside any other applications from Swansea University staff, unless previously filled under the redeployment process.
The Redeployment Procedure
Part I - Application and Scope
At Swansea University we value the contribution that all staff make to the University, irrespective of the nature of their funding or contract. We invest in our staff and therefore seek to retain staff where ever possible. We recognise our legal obligation to staff employed on fixed term funding streams and fixed term contracts as well as permanent staff at risk of redundancy, including the requirement to seek suitable alternative employment.
This procedure applies to all staff employed by Swansea University (other than those staff employed on a casual basis) with eight months or more continuous service and less than three months left of their fixed term funding or fixed term contracts or permanent staff deemed to be at risk of redundancy. Where there is no confirmation of further funding staff will automatically be added to the redeployment list.
Part II - Procedure
Whenever possible the list will be updated weekly, from the HR database, giving staff the maximum amount of time on the list.
All vacancies, except those vacancies as designated by the Director of Human Resources, that would not be eligible for applications from those on the redeployment list, will be posted to the circulation list. Recipients will be given 7 calendar days to submit an application for the vacancy. The standard Swansea University application form will be used.
At the end of the seven day period any applications received will be forwarded to the recruiting manager for shortlisting. The usual shortlisting process will be applied and any applicant meeting the essential criteria of the specification for the post will be invited to interview. The Business Partnering Team will scrutinise the reasons for not shortlisting any applicants. If no suitable applications are received, the post will proceed to external advertisement.
If redeployment applicants are to be interviewed, a full appointment panel, appropriate to the grade of the post will be convened. A Human Resources Advisor/Business Partner will normally be expected to participate on the panel. At interview, staff will be considered as appointable to the post if they demonstrate they can meet the essential criteria specified for the post. Evaluation of applicants will take place in accordance with the University’s Recruitment and Selection Guidelines.
Where appropriate, consideration will be given to a supported trial period if candidates can demonstrate that they would meet all the essential criteria for the post following a brief period of training. Duration and associated costs of a trial period will be considered on a case by case basis.
Staff will be offered the opportunity to unsubscribe from the list at any time. However, staff who have elected to unsubscribe from the list will have to notify the HR Department should they wish to re-subscribe to the list at a later date (subject to eligibility to do so).
It is not intended that staff should have preferential access to promotion opportunities via the redeployment list. Therefore, if a post applied for under the redeployment process is of a higher grade than the grade currently held, applications will be held over while the post is advertised more widely and will be considered alongside any other applications from Swansea University staff, unless previously filled under the redeployment process.
Vacancy notifications will be sent to staff e-mail addresses as they are held on the HR database. Staff must therefore ensure that they have a valid Swansea university e-mail address if they wish to receive postings from the list. Staff on O&F grades who would not normally be provided with a Swansea University e-mail address should contact their HR Officer and provide them with an appropriately confidential home e-mail address if they wish to receive postings from the list and are eligible to do so.