Redeployment procedure

Intent and objectives

This procedure gives clear information to all participants about their opportunities and responsibilities during the voluntary and formal redeployment process.

The redeployment process will be supported by:

  • provision of support in job search and outplacement if appropriate
  • provision of meaningful duties for the period of redeployment
  • redeployment to a temporary position in the absence of a suitable permanent position, with the staff member’s agreement
  • all eligible, suitable redeployees being considered for vacancies prior to advertising

Scope

This procedure applies to all continuing RMIT staff whose employment will terminate due to redundancy or whose position is likely to have an uncertain future, as determined by the University.

Voluntary redeployment is only applicable to academic and professional staff.

Exclusions

Casual staff, executive staff, and childcare staff.

Procedure steps and actions

Procedure

Responsibility

Timeline

Voluntary redeployment (only applicable to professional and academic staff)

1. Where 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 securing ongoing employment with RMIT.

If a staff member selects the option of voluntary redeployment, they must advise Human Resources that they wish to commence the voluntary redeployment process.








Staff member








Human Resources

2. Human Resources contacts the voluntary redeployee to

  • explain the redeployment processes, timelines and the roles and responsibilities of each party
  • discuss and identify any appropriate training activities which would increase the prospects of redeployment
  • assist the voluntary redeployee to prepare for job search activities and offer assistance with updating their resumé
  • answer any questions about the procedures and process
  • refer the staff member to the Employee Assistance Program

Human Resources

Voluntary redeployee

  • 3. Human Resources considers all current vacancies and liaises with the voluntary redeployee to determine suitability. If Human Resources determines that a position to be advertised may be appropriate for the voluntary redeployee, it will:
  • suspend advertising
  • advise the staff member of the suitable position and give the staff member reasonable time to prepare their application
  • contact the manager of the area in which the position is located and discuss the applicant and redeployment process
  • send the staff member's application to the potential local manager for assessment

If the staff member is not interested in the position, the position will be advertised.

Human Resources

4. Hiring managers must consider all eligible, suitable voluntary redeployees whose applications are forwarded to them and, if appropriate, schedule an interview with the redeployee.

Hiring manager

5. The voluntary redeployee prepares for and participates in interview.

Then either 6 or 7.

Voluntary redeployee

6. If the voluntary redeployee is deemed suitable for a position, a formal offer will be made.

If the voluntary redeployee accepts the offer, Human Resources will finalise the transfer.

Note: If a position is deemed suitable and the voluntary redeployee rejects a reasonable offer, the process may be terminated.

Human Resources

Hiring manager

Voluntary redeployee

Voluntary redeployee has one working day to accept the offer

7. If the Voluntary Redeployee is deemed unsuitable for a position, the hiring manager informs the voluntary redeployee and offers feedback.

Go back to step 3.

Hiring manager

Voluntary redeployee

Within five working days

Formal Redeployment

1. The Executive Director Human Resources provides a written notice of termination to the staff member, which indicates the commencement of the formal redeployment/transition period for staff.

The formal redeployment/transition period is

  • 8 weeks for academic and professional staff
  • 12 weeks for TAFE staff.

At any time during the redeployment/ transition period

  • academic staff may elect early separation
  • professional and TAFE staff may choose to take early separation subject to the University’s approval

Executive Director Human Resources

Staff member

After surplus positions have been formally identified, redundancies have been approved by the Vice-Chancellor and the Executive Director Human Resources has approved the initiation of the formal redeployment process.

2. Human Resources will convene the Redeployment Review Committee that will be responsible for overseeing the redeployment.

The Redeployment Review Committee will determine its own procedures. Decisions will be made by consensus (where possible), otherwise by majority vote.

Human Resources

Within two working days following the staff member’s notification.

3. Human Resources contacts the redeployee to

  • explain the redeployment processes, timelines and the roles and responsibilities of each party
  • discuss and identify any appropriate training activities which would increase the prospects of redeployment
  • assist the redeployee to prepare for job search activities and offer assistance with updating their resumé
  • answer any questions about the procedures and process
  • refer the staff member to Employee Assistance Program

Human Resources

Redeployee

Within five working days following the staff member’s notification of termination.

4. Human Resources considers all current vacancies and liaises with the redeployee to determine suitability.

If Human Resources determines that a position to be advertised may be appropriate for the staff member, they will:

  • suspend advertising
  • advise the staff member of the suitable position and give the staff member reasonable time to prepare their application
  • contact the manager of the area in which the position is located and discuss the applicant and redeployment process
  • send the staff member's application to the potential local manager for assessment.

Redeployees will be expected to attend and fully cooperate in any interview or selection process as part of the redeployment process.

Note: In the absence of a suitable permanent position, a formal redeployee may be appointed to a temporary assignment, with their agreement.

Human Resources

During the redeployment period as specified in the relevant Workplace Agreement

5. If a suitable redeployee commences the redeployment process after a position has been advertised, but prior to selection, they will be given automatic right to an interview. A competitive process in line with the Recruitment and induction policy will apply.

Hiring manager

6. Hiring managers must consider all eligible, suitable redeployees whose applications are forwarded to them and, if appropriate, schedule an interview with them.

Hiring manager

7. The redeployee prepares for and participates in the interview.

Redeployee

8. If the redeployee is deemed suitable for the position, a formal offer will be made.

If the redeployee accepts the offer, Human Resources will finalise the transfer.

Negotiated trial periods and reasonable training can be utilised to assist redeployment to continuing positions.

Note: If the Redeployee rejects the offer, the redeployment process may be terminated and the Vice-Chancellor may terminate their employment

Hiring manager

Redeployee

Redeployee has one working day to accept the offer

9. If the redeployee is deemed unsuitable for the position, the hiring manager writes a report to the Redeployment Review Committee explaining why the redeployee is not suitable for the vacant position.

The Redeployment Review Committee considers the report and recommends to the Executive Director Human Resources whether to approve or deny advertising for the vacant position.

  • If the Executive Director Human Resources denies advertising, the hiring manager has to offer the position to the redeployee.
  • If the Executive Director Human Resources approves advertising, the hiring manager informs the redeployee regarding the unsuccessful application and offers feedback.

The Executive Director Human Resources decision is final.

Hiring manager

Redeployment Review Committee

Human Resources

Feedback within two working days.

Consideration of report within five working days.

10. On conclusion of the redeployment period, the redeployee will be given notice of retrenchment as outlined in the relevant Workplace Agreement.

Human Resources

Immediately upon conclusion of redeployment period

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