We have a policy of helping employees to find redeployment wherever possible.
Redeployees who find access to digital information difficult should be supported to access job information in other ways and complete manual applications. Their redeployment officers will be able to help with this.
Your obligations as the Recruiting Manager are:
Priority consideration
If an employee is eligible for priority consideration, as set out in the our Redundancy, Redeployment, Protection of Earnings and Buy Out of Hours Policies, and meets the essential requirements for a vacancy, or could do so with reasonable training/support, you must see them before other applicants are considered.
This will only apply to jobs on a comparable grade to their current grade.
If the priority candidate is suitable, they must be offered the job without other candidates being considered.
Where there is more than one applicant who is eligible for redeployment, there will normally be a competitive process among the priority candidates to fill the job. Ask your Resourcing Manager for advice.
When considering an applicant who has priority consideration for a vacancy you must consider the following:
- Whether the employee has the competencies and potential to undertake the role and has, or could acquire, the technical skills and knowledge through reasonable retraining and support.
- The employee’s entitlement to a statutory trial period (not less than 4 weeks) to assess whether the job is suitable.
- If no priority candidate is suitable for the position, document why the candidate/s with priority status could not meet the essential criteria for the job with reasonable retraining and support and is/are unsuitable for appointment. Contact your HR Business Partner for guidance.
Guaranteed interview
Employees entitled to a guaranteed interview, as set out in our Redundancy, Redeployment, Protection of Earnings and Buy Out of Hours policies, and who meet the essential requirements or could do so with reasonable training and support are guaranteed an interview alongside other internal applicants.
If you need support with this, please contact CST HR Consultations by email: hr.consultations@derbyshire.gov.uk
Reasonable adjustments
Where the employee is disabled, you must take all reasonable steps and consider any reasonable adjustments to support the employee in securing redeployment.
Consideration must be given to the need to provide a greater degree of assistance in finding redeployment.
For help with redeployment queries please email: hr.consultations@derbyshire.gov.uk
Statutory trial periods
An employee subject to redeployment may be entitled to a statutory trial period of 4 weeks that will allow them to assess whether the job is a suitable for them. Email: hr.consultations@derbyshire.gov.uk for advice.