Managers' checklist

External secondments

  • Am I happy that the secondment supports our business needs? Does it support the secondee's personal development needs?
  • How long is the secondment for? Do I think it is likely to be extended? If it’s going to go over two years should it really be a secondment or is it a fixed term or open-ended post?
  • Is there a post which needs to be backfilled? If so, does the length of it mean that a replacement will accrue any rights? Do I need to do an SR1 for approval?
  • Who is going to line manage the secondee? Have I spoken to them yet?
  • Have I outlined to the host line manager the expectations of the UoE?
  • Have I agreed how the secondee and I are going to maintain contact during the secondment? Do I have full contact details for the secondee during this time?
  • How will I do the secondee's PDR and keep them informed of any changes in the dept etc?
  • Have I let my Human Resources Business Partner/Manager know about the secondment?
  • Will the secondee need any re-training before they come back to their substantive post?
  • Has a PD10 Application for Sabbatical, Study Leave, Secondment or Leave of Absence for Research been completed?
  • Whose secondment agreement are we going to use?
  • Is the secondment agreement in place and signed by all 3 parties?
  • If we’ve used a non-standard secondment agreement has it been run past Legal Services?
  • Have I provided Human Resources with the details of the secondment so they can issue a change in contract letter?
  • Have I thought about the Health and Safety aspects of the secondment?
  • Have I done a risk assessment?
  • Is this a group appointment – so I need to do all of the above for each of the secondees?
  • Is the secondee currently working for the University of Exeter under a Certificate of Sponsorship? Have the implications of the secondment been investigated?
  • Do we have Intellectual Property Rights covered?

Internal secondments

  • Am I happy that the secondment supports our business needs? Does it support the secondee's personal development needs?
  • How long is the secondment for? Do I think it is likely to be extended? If it’s going to go over two years should it really be a secondment or is it a fixed term or open-ended post?
  • Do I need to do an eSR1?
  • Is there a post which needs to be backfilled? If so, does the length of it mean that a replacement will accrue any rights? Do I need to do an eSR1 for approval?
  • Who is going to line manage the secondee? Have I spoken to them yet?
  • Have I agreed how the secondee and I are going to maintain contact during the secondment? Do I have full contact details for the secondee during this time?
  • How will I do the secondee's PDR and keep them informed of any changes in the dept etc?
  • Have I let my Human Resources Business Partner/Manager know about the secondment?
  • Will the secondee need any retraining before they come back to their substantive post?
  • Has a PD10 Application for Sabbatical, Study Leave, Secondment or Leave of Absence for Research been completed?
  • Have I completed a PD02 (or PD02C for Clinical Secondments) and submitted it to Human Resources?
  • Has a change of contract letter been signed by the secondee and returned to Human Resources?
  • Have I thought about the Health and Safety aspects of the secondment?
  • Is the secondee currently working for the University of Exeter under a Certificate of Sponsorship? Have the implications of the secondment been investigated?

Incoming secondments

  • Am I happy that the secondment supports our business needs?
  • How long is the secondment for? Do I think it is likely to be extended? If it’s going to go over two years should it really be a secondment or is it a fixed term or open-ended post?
  • Do I need to do an eSR1 for approval?
  • Who is going to line manage the secondee?
  • Have I outlined to the substantive line manager the expectations of the University of Exeter?
  • Have I let my Human Resources Business Partner/Manager know about the secondment?
  • Whose secondment agreement are we going to use?
  • Is the secondment agreement in place and signed by all 3 parties?
  • If we’ve used a non-standard secondment agreement has it been run past Legal Services?
  • Have I completed a PD02 (or PD02C for Clinical Secondments) and submitted it to HR?
  • Have I thought about the Health and Safety aspects of the secondment?
  • Have I done a risk assessment?
  • Is this a group appointment – so I need to do all of the above for each of the secondees?
  • Is the secondee currently working for their substantive employer under a Certificate of Sponsorship? Have the implications of the secondment been investigated?
  • Do we have Intellectual Property Rights covered?
  • Are the invoicing arrangements for the secondee's costs arranged? How often will we be invoiced?
  • Has an acceptable notice period been agreed with the substantive employer?