No, the interview must provide an opportunity for the candidate to demonstrate that they meet the essential criteria for the vacancy and usually takes the same format as a standard interview for the role.
If the tests are usually completed for the selection process then it is advised that they are also taken by the redeployee.
No. If a redeployee meets the essential criteria for the role (or can do with reasonable training) then they must be offered the position subject to the trial period.
Where there is more than one redeployee a competitive selection process is required to select the most suitable candidate. This should not differ to the approach a Recruiting Manager would have taken if they were selecting a candidate from a group of interviews. Please note that redeployees that are on maternity, paternity, adoption or shared parental leave will have preferential treatment over other redeployees during the selection process. Please contact your HR Advisor or Business Partner for advice and support if required.
The recruitment team will deal with all communication to candidates that are not successful as a result of a redeployee being appointed to the role. If candidates contact you directly please refer them to the recruitment team.
It is important that the essential criteria summarise the essential elements of the role; if you are not confident that the essential criteria alone will assure that a candidate can fulfil the role (even with reasonable training) then these criteria should be reviewed prior to an advert being publicised, they cannot be revised during the selection process.
The University is committed to providing constructive feedback to redeployees so that they have the best opportunity to find a redeployment role. Once a redeployee is notified that they have not been successfully selected they will be provided by the Recruitment Team with the Recruiting Managers contact details and are likely to call the Recruiting Manager directly.
It is imperative that the Recruiting Manager is prepared to offer constructive feedback to the redeployee to explain why they did not demonstrate that they met the essential criteria for the role. Well documented shortlisting notes and interview notes will help and if required it is advised that the Recruiting Manager contacts the Recruitment Team to discuss the most appropriate way to offer feedback so that it is accurate and constructive for the redeployee.
Reasonable adjustments to the selection process, the trial period and the role itself may be required for redeployees with a disability. This should be treated in no different way to how a Recruiting Manager supports an external candidate that has a disability. You should seek up to date advice from Occupational Health to assist with any adjustments that may be required before the trial period commences. For further guidance please contact your HR Advisor or Business Partner.
The length of the trial period can only normally be extended for training purposes and be agreed priod to the period commencing. There may be exceptional circumstances where a trial length is extended, for a short period, after it has begun but this must be done in the interest of the University and in consultation with the employee. Please discuss this option with your HR Advisor or Business Partner in the first instance.
If a trial is unsuccessful the Recruiting Manager should contact the recruitment team to discuss the most appropriate strategy to source a new candidate for the role. The recruitment team will clarify if a new eSR1 form is required for the vacancy.
The same circumstances that apply to a current University of Exeter employee accepting a new position at the University will apply to a redeployee who is confirmed in post following a successful trial period.
As soon as a formal trial period begins then all funding associated with the position (including pay protection of an employees salary) will be paid for by the recruiting department. During an informal trial the employee will continue to be paid by their substantive department.
All future costs associated with the employment of the redeployee will be met by the new department/ College or Service.
The end of a fixed term contract will need to be managed in line with the University’s Procedure for termination/non-renewal of fixed term contracts. If, at the end of the contract the reason for non-renewal of the fixed-term contract is redundancy then the redeployee will have the requisite continuous service at the end of the fixed term contract to be identified as a redeployee. If this is the case they will be afforded another redeployment period prior to the expiry of the fixed term contract.
The employee may be entitled to pay protection for a 12 month period. Full details of which are explained within the pay protection policy). Discuss this with your HR Advisor/ Business Partner for further clarification.
In these circumstances please contact your HR Business Partner to ensure that the University considers these circumstances in a consistent way.