The SPR Implementation Protocol established the principle of a central University redeployment pool (URP) to enable a more streamlined and joined-up redeployment process to match ‘at risk’ staff with vacancies, and provide a more effective mechanism for the retention of talent and the avoidance of compulsory redundancy.
The Recruitment Team and Faculty Personnel Managers will be proactively supporting staff in the URP to ensure that suitable redeployment opportunities are maximised. We will also need your support and help in fulfilling our moral and legal obligations to staff who are at risk. This note outlines how the URP will operate and how it should benefit both recruiters and individuals.
A number of Process Areas are at an advanced stage in implementing their new structures, and the URP has now been formally established and is being populated with staff who are potentially at risk of redundancy. The URP will also be populated with support staff who are at risk of redundancy due to other organisational change and support staff coming to the end of fixed term contracts. The URP will therefore supersede existing redeployment arrangements that exist within Faculties and Divisions for support staff.
All vacancy details should continue to be submitted to Personnel Services through the BORIS system in the usual way and the following process will then take place:
This process is designed to ensure that we have a robust system in place for realising opportunities for redeployment whilst minimising delays in advertising more widely, where there is no suitable match. Where a suitable match exists, vacancies will be filled much more quickly, with individuals whose existing experience and knowledge of the organisation will often enable them to be fully effective in the role much more quickly than an external appointee.
During the SPR implementation process, any support vacancies remaining unfilled following University-wide advertising will continue to require Registrar approval for external advertising, to give the opportunity for a final sense check that all redeployment opportunities have been exhausted.
As mentioned above, the new central URP process replaces the previous requirement to circulate support vacancies at Faculty/ Division level before submitting to Personnel Services. In the longer term, at risk Research and Teaching staff will also be integrated into the central redeployment pool but, for the moment, Faculties will continue to run their existing redeployment systems for this staff group.
Please contact Eddie Procter, Recruitment Manager with any enquiries regarding the redeployment process.