Guidance for staff
Being a redeployee
At the University of Exeter we are committed to attracting and retaining quality staff who will help us achieve our future goals and ambitions. Our commitment to redeployment enables us to retain essential knowledge and skills and build a resilient workforce.
This guidance is designed to support staff through the redeployment process and explain what you can expect during your time as a redeployee at the University.
All of the information provided below must be read in conjunction with the University of Exeter Redeployment Procedure (referred to as ‘procedure’ throughout these pages).
A redeployee is an employee who is afforded priority consideration during the recruitment process if they meet the essential requirements set out in the job description and person specification, or can do so with reasonable training.
This means that if a redeployee demonstrates that they meet the essential criteria within their application, or could do so with reasonable training, then they will be offered an interview. If, at interview, they meet the essential criteria for the role (or would do so with reasonable training) then they will be offered the position in priority over other candidates that are not redeployees.
Staff are identified as redeployees by the University either because they have been issued formal notice of redundancy or because they are unable to continue working in their current role as a result of a disability. Employees must have two years’ continuous service (on or before their intended date of dismissal) at the University in order to become a redeployee.
The University will support redeployees in accordance with the Redeployment Procedure. As a redeployee you can expect reasonable support from your line manager, recruiting managers and the HR Service.
As a redeployee it is your responsibility to regularly review the University’s jobs website; apply for suitable vacancies at the earliest opportunity, consider reasonable changes in working arrangements, pay and responsibilities, prepare for interviews and not unreasonably turn down offers of suitable alternative employment.
When applying for vacancies at the University redeployees must use their University log in details to be recognised by the Recruitment Team as a redeployee.
There is a variety of support available to you if you are a redeployee - more information is available on our support for redeployees webpage.
The process for a redeployee is shown in the following redeployment flowchart.
University vacancies are advertised on the University jobs website and on Twitter following @uoe_jobs. The jobs website is updated regularly and we encourage all redeployees to keep checking for the appearance of new vacancies. Unfortunately, there is no guarantee that any suitable vacancies will arise during the period of your redeployment and it is only possible to consider you for vacancies that have been fully approved and advertised.
Details about how to set up regular job alerts can be found on the support for redeployees webpage.
If you are a redeployee because you have been issued formal notice of redundancy then you will be able to take reasonable time off to look for another job outside of the University of Exeter or arrange training to help you find another job. You must request time-off in advance by writing to your line manager. Your line manager will confirm whether the time-off will be paid for by the University.
The procedure is intended to support redeployees to obtain a suitable alternative appointment either at their substantive grade or where there is a job match one grade lower.
Where an employee is redeployed to a lower graded position, the University may provide protection for a period of 12 months of basic pay plus any contractual allowances. Full details of which are explained within the pay protection policy.
Redeployees will be offered a trial period for any vacancy that is offered under the terms of the procedure. If you are a redeployee because you have been issued formal notice of redundancy then the trial period must include a statutory 4 week trial period (described as a formal trial period below) which commences immediately after your former role has ceased. In some cases, when it is operationally possible to release you from your current role, you may also be able to trial the position before your notice has completed, this is known as an informal trial period.
The Recruiting Manager will confirm the terms of the trial(s) to you in the offer letter for the new position.
Informal Trial Period (if applicable)
During an informal trial period, you and your new line manager will have the opportunity to assess the suitability of the offered position. During the period you will remain on the redeployment register and continue to be considered a priority candidate under the terms of the procedure if you choose to apply for other vacancies at the University. If, during the informal trial period, either you or your new line manager decides that the position is not suitable then you will return to your substantive position.
If at the end of the informal trial period the role is agreed to be a suitable offer of redeployment then a formal trial period will commence.
Formal Trial Period (also known as a Statutory Trial Period for employees who have been issued notice of redundancy)
A formal trial period will be for 4 weeks. An extended trial period can be agreed with the Recruiting Manager in advance of the trial commencing but only where reasonable training needs are required for the position or identified during the recruitment process.
During a formal trial period, both you and your line manager will have the opportunity to assess your suitability for the position through regular reviews. If, during the trial period, either you or your manager decides that the post is not suitable then you may return to your substantive post if your notice period has not expired or your employment may be terminated at that point by either party. If your employment is terminated and your dismissal is a redundancy then you will receive a redundancy payment unless an offer of suitable alternative employment has been made to you and you have declined this.
Subject to performance, and with the agreement of both parties, the appointment will be confirmed at the end of the formal trial period.
If you do not secure an alternative role with the University your employment will end and you will no longer be eligible for redeployment. If your employment is terminated and your dismissal is a redundancy then you will receive a redundancy payment unless an offer of suitable alternative employment has been made to you and you have declined this. These arrangements will be set out in writing when the University confirms that you are a redeployee, if you are unsure of any details then please contact HR Services on email@example.com or (0)1392 723080 (internal 3080).