Human Resources Unit
The purpose of redeployment is to retain, where possible, the skills and experience of staff members whose continuing position has been made redundant. The success of the redeployment process hinges on cooperation between the redeployee, the cost centre manager, local human resources staff and the human resources unit. The following points broadly outline the University’s process for managing and supporting redeployees. These points must be read in conjunction with:
A staff member, whose position has become redundant and who does not accept a voluntary redundancy, may elect to become a redeployee. During this period, the redeployee will be provided with appropriate duties, wherever possible, within their original cost centre. They will be assisted to, where possible, find a suitable position either within or external to the University.
Career support services, including curriculum vitae development, job search and interview preparation, may be offered to redeployees. The human resources unit will liaise with the local human resources staff and cost centre manager regarding these services, with the cost being incurred by the relevant cost centre.
Redeployees are entitled to be considered for suitable vacant positions, within the University, prior to internal and external advertising. A suitable position is one in which the local human resources coordinator/officer and the appropriate cost centre manager have assessed that the redeployee meets at least 75% of the skills required and has the capacity to meet the remainder of the skill required with up to six months training and/or development.
Wherever possible, redeployees will be considered for positions at their substantive classification level. However, a redeployee may also be considered for positions one level below their substantive level.
Where it is considered that a redeployee is suited to a position one classification level lower than the substantive level, the redeployee must agree to be placed into the lower level position. When placed into a lower level position, a redeployee is entitled to two years salary maintenance at their substantive classification level.
A redeployee is expected to actively participate in the search for suitable positions, whether innternal or external to the University. The redeployee is entitled to reasonable paid leave to attend job interviews.
At any stage during the redeployment period, a redeployee may request a voluntary redundancy.
At the end of the redeployment period if the redeployee has not gained a continuing or fixed term contract (longer than two years) position within the University, nor has accepted a reasonable offer of alternative employment with another employer through the intervention of the University, the redeployee will have the opportunity to apply for voluntary redundancy.
If the redeployee does not choose to apply for voluntary redundancy, then they will be made compulsorily redundant.
It is the responsibility of the redeployee’s original cost centre to fund any redundancy payment.
