This instruction provides supporting information about the redeployment process and outlines relevant roles and responsibilities.
Fixed-term and casual staff, Executive staff, Childcare staff
Instruction steps and actions
RMIT is committed to retaining staff whose present positions are redundant or uncertain. Professional staff with redundant positions will automatically participate in formal redeployment. However, at any time, if the University forms the view that a staff member’s position has an uncertain future, the staff member can undertake voluntary redeployment to assist them to secure their ongoing employment with RMIT.
Trial periods and retraining
Appropriate trial periods and reasonable training or retraining can be used to assist the redeployment of affected staff members to continuing positions. Trial periods will be agreed to by both the redeployee and the receiving manager. In general:
- The receiving manager and the redeployee will meet regularly to discuss and ensure the success of the placement.
- The receiving manager will provide regular feedback about the placement to Human Resources.
Where an issue arises during the trial period, the Redeployment Review Committee will be notified and will assist with the process. Retraining proposals will be based on the requirements of available positions, the availability and cost of retraining programs, and the career experience and preferences of redeployees. Reasonable retraining usually involves on the job training or attendance at short courses.
Retraining recommendations will be negotiated between the redeployee, Human Resources and the relinquishing and receiving managers. The relinquishing work unit will be responsible for retraining costs. The receiving work unit will be responsible for providing reasonable on-the-job training and the usual costs associated with this.
Where possible all redeployees will be redeployed to continuing positions. An appointment may be made to a temporary position where:
- the Redeployment Review Committee considers such a position to be appropriate, and
- the relinquishing work unit manager approves of the temporary appointment
Human Resources will continue to seek a permanent position for the staff member during the temporary assignment. The redeployee will be the responsibility of the original relinquishing work unit at the end of the temporary appointment period.
Where a professional staff member is formally redeployed to a position at a lower classification level than their substantive position, the staff member will receive the following salary maintenance provisions:
- If under 45 years of age: 6 months
- If 45 years of age or over: 12 months
Following this period the staff member will be paid at the rate of pay applicable to the new position.
When formally notified of a redundancy situation, academic staff may elect and professional and Vocational Education staff may choose, with the University’s agreement, to take early separation. This must be in accordance with the redundancy provisions contained in the relevant workplace agreement.
The redeployment period varies according to type of staff, as outlined in the relevant workplace agreement.
Roles and responsibilities
When commencing consultation under the Managing major change procedure, the relevant manager will discuss options with their staff and alert them to the Redeployment procedure. In the event that a staff member’s position has an uncertain future, the staff member may choose to participate in voluntary redeployment.
The redeployee (voluntary or formal) should undertake job search activities and participate in interviews for suitable positions. If a voluntary redeployee rejects an offer of a suitable position they will be considered to have withdrawn from the voluntary redeployment process. If a formal redeployee rejects an offer of a suitable position their employment may be terminated.
Redeployment Case Manager (in HR)
Is responsible for:
- working co-operatively to support and consult with individual redeployees and facilitate their redeployment to an alternative suitable position in a timely and expeditious manner
- assessing the careers counselling and other support needs of the redeployee and organising counselling and support as appropriate
- monitoring and seeking information on vacant positions
- assessing vacant positions and other redeployment options which may be suitable for redeployees
- assessing training needs and organising training opportunities for redeployees to facilitate redeployment
- arranging interviews with work units for vacant positions considered suitable for redeployees .