Transfer of staff between management units

From time-to-time staff will transfer between management units, for example as a result of internal promotion or redeployment. Provided that the University’s recruitment and equal opportunities standards are maintained, such transfers provide an opportunity for the University to provide career development opportunities to its staff and maintain a return on the investment it has made in staff recruitment and training. It also ensures that the University meets its legal obligations with regard to the redeployment of staff who are redundant, for example as the result of a restructuring or the expiry of a fixed term contract.

Where such transfers take place, the member of staff will carry over to their new appointment their existing annual leave entitlement, including the balance of days accrued but not yet taken in the current leave year, and banked leave. (That is, the new employing unit will carry full responsibility for annual leave and there will be no transfer of resources from the former employing unit or requirement for the member of staff to take or be paid in lieu for part of their annual leave.)

Where the member of staff transfers to a post at the same grade as their current post, then they will be appointed at the same point on the scale and maintain their current salary progression arrangements. The new employing unit will pick up the full cost of the employment and discussions should take place with Management Accounting to ensure that any additional costs (over and above those detailed on the approved SR1) are absorbed into the budget of the unit. There will be no transfer of resources from the former employing unit to the new employing unit to make up the difference between the member of staff’s current point on the scale and the starting point approved on the SR1.

For example, an employee is redeployed from one management unit to another on the expiry of their fixed term contract, as an alternative to redundancy. They are currently paid at the third point of Grade C (point 8, ie £15,719) whereas the SR1 for their new post has been approved for appointment at the first point on the grade (point 6, ie £14,942). The new employing unit will be expected to absorb the additional cost of £777.

This will avoid the administrative costs of transfer of small sums from one budget to another and recognises that the University’s revised budgetary arrangements allow flexibility within management units to absorb marginal additional costs of this nature.

Colleges and Services are reminded of the advice that, when preparing the SR1 form, they should be realistic about the salary which needs to be offered in order to recruit a candidate who meets the person specification. It will not always be necessary or realistic to submit a form proposing appointment at the lowest point on the grade and proposing a higher point on the scale will mean that it will not be necessary to seek further approval from Finance Services prior to the appointment being confirmed.

Occasionally a member of staff will be transferred to a post at a lower grade. Such cases will continue to be managed on a case-by-case basis and a range of options, including limited salary protection and may be agreed by the HR Business Partner following consultation with the Heads of the former and new employing unit.