Secondment Policy

Secondment Policy (.pdf)

1.    Scope

1.1 This policy applies to all employees of the University who wish to apply for a secondment opportunity. This may be an internal or external secondment (see paragraph 3).

It is necessary that;

(i) the employee has completed probation;

(ii) if the post is externally funded then written permission will need to be obtained from the funding body.

2. Policy Objectives

2.1. A secondment is a development opportunity, for a defined period, enabling employees to experience work in a different department of Aberystwyth University or in another organisation.

2.2. The University recognises that secondments give employees an opportunity to develop skills and knowledge outside of their substantive role. Secondments also provide the opportunity to enhance organisational flexibility by offering a way of filling short and long term skill gaps within departments. External secondments can offer exchange of expertise between organisations.

2.3. The University is committed to equality of opportunity and will ensure that a fair and consistent selection procedure is used for all secondment arrangements across the University.

3. Types of Secondment

3.1. Secondments vary in duration, type and circumstance.  Short-term secondments are defined as up to 3 months, whilst those that are long-term are normally defined      as up to 3 years.

3.2. There are 2 types of internal secondment and each will depend on the circumstance:

(i) Internal secondment opportunities of more than 3 months will be advertised throughout the University.  Employees who wish to apply for an advertised secondment opportunity will be required to submit a statement outlining the reasons for requesting a secondment and how their skills match those required;

(ii) An employee who wishes to request a secondment opportunity of less than 3   months for development purposes should submit a request to their Head of Department in the first instance.  The Head of Department’s comments must be obtained before the request is forwarded to the Director of Human Resources. A final decision will be made by the Pro Vice-Chancellor (students and staff) or depute. There is normally no change to grade in these circumstances;

3.3. There are 2 types of external secondments:

(i) External (outgoing) secondments are used when an employee remains under contract  with  the  University, but is based with (and paid by) another organisation for a defined period of time. During such secondments, the employee retains all their main terms and conditions of employment including continuous service rights;

(ii) External (incoming) secondments are used when a person comes to work for Aberystwyth University while maintaining their contract with another employer. This is for a defined period at the end of which the person returns to their substantive employer. The person remains an employee of the seconding employer and retains the main terms and conditions of that employer.

4. Secondment Arrangements

4.1. A University employee is temporarily transferred to another Department of the University for a defined period at the end of which the employee returns to their substantive post. Human Resources will confirm in writing details of the secondment arrangement which will act as a temporary variation to the employee’s contract of    employment. The employee will continue to progress through the salary scale and receive any increments due during the period of secondment.

4.2. Employees undertaking a secondment will normally return to their substantive position. Where this is not possible, alternative employment, or similar (no less   favourable) terms and conditions, may be offered except in the situation that their post is made redundant during the secondment. The Procedure for Redeployment and Redundancy will be applied.

5. Policy Review

5.1 The Director of Human Resources will co-ordinate a review of this Secondment Policy on an annual basis to maintain compliance with legislation and good practice.

5.2 The review will be undertaken in liaison with the recognised trade unions and any proposed amendments will be submitted to Staffing Committee for approval.

5.3 The University is committed to embedding the Single Equality Scheme into its policies, procedures and practices. This policy has been equality impact assessed in accordance with this scheme.

 

Footnote:       This Policy will not apply to the positions of Pro Vice-Chancellor, Deans and Deputy Deans.