Redeployment and Redundancy Policy Procedure FINAL.pdf

15 | P age• have the potential to acquire the necessary skills through training orother means and• within a reasonable time-scale (within one to four months) and• at a reasonable cost.8.11 It is the RO’s or DM’s/line manager’s (See DM responsibilities) responsibilityto instruct SSD to remove employees, who are successful in the applications,from the RR. Agencies and NDBPs sharing the RR will appoint a nominatedperson to ensure that the details for their staff are kept up-to-date.8.12 If no suitable candidate is identified from the RR managers may consider nonRR applicants.8.13 The RO will keep a record of vacancies for which each RR employee hasapplied to identify patterns and possible solutions if the employee has difficultyobtaining another post. The RO can also contact vacancy/recruiting/hiringmanagers to ensure satisfactory feedback is obtained when they consider RRemployees for vacancies. The expectation is that an increased number ofvacancies will be filled in this way unless there are business reasons why thepost needs to be filled by a candidate with unusual or specialist skills.8.15 Employees on the Redeployment Register will only be sent and apply forvacancies at same level as their own substantive grade.8.16 However, they may request voluntary down-grading to fill a vacant post, as analternative to compulsory redundancy (one grade below their substantivegrade). Employees need to inform SSD if they are interested in lower gradeposts.8.17 If voluntary downgrading is approved by Defra, it will be on a mark time basisin accordance with existing policies. Independent advice will be provided onany resulting pension issues.8.18 Employees on the RR may apply for promotion but they will not have priorityover others in the selection process. They will have priority for posts of theirown grade over others filling permanent roles on TARA.8.19 The RR step of the process should not be omitted, except under exceptionalcircumstances and only with specific approval from Strategic HR/Agency HRDirector.Trial periods8.20 Employees have the right to be offered a short term trial when they accept analternative job which is different to their current role. The purpose of the trial isto allow the employee and the appropriate vacancy manager, to assess if therole is suitable. Short term trials are meant to be for roles the employee isskilled to carry out but may also be used if, for some other reason, theemployee is not completely confident will work out for them. Short term trialsshould normally last four weeks.