The Redeployment Procedure is found on this page.

Our employees are our most important asset.

We value the skills and knowledge you bring to Aberdeen City Council every day and we want you to be able to develop your career – right here at the council.​

Our new focus on internal recruitment will help you achieve this.

As vacancies and opportunities occur, we will look at more than just the qualifications, skills and experience required to do a job.  We are also interested in a person’s potential and ‘fit’ to a role and where there are any gaps, how these could be developed on the job to meet the needs of the role.  It’s the perfect opportunity for you to develop your career.

If this is of interest to you, all you need to do is …. register your interest or ask to receive updates by clicking below:

The redeployment procedure, whilst a standalone procedure, also links with the Council’s Internal Movement of Employees Scheme (re.cr.uit).  Therefore, the process for redeploying employees, will also be the process used within the re.cr.uit scheme.  Click on the button below to read the redeployment procedure

Redeployment Procedure

Frequently Asked Questions:

All permanent and fixed term roles, secondments, projects, training schemes.

Yes, the new process is the mechanism for filling all vacancies.

There are no exceptions, all roles will go through the scheme initially to determine if there are any matches. If none, then other options will be considered to amend the role. If no other options, then external recruitment will be considered.

We are aware of this and support will be put in place to enable all employees to register and be involved in the scheme. Contact info / more detail.

RE.CR.UIT is about retaining and developing our existing workforce. It includes employees on redeployment and to protect their employment, as far as possible, they will be assigned the highest level of priority (priority 1) in accessing vacancies as a means of securing suitable alternative employment. Employees who are ‘at risk’ of displacement as a result of a redesign or restructure will then be assigned the next highest level of priority (priority 2). All other employees can access the scheme as a volunteer and will be assigned priority 3 status.

Yes, taking a pro-active approach to your own career development planning for your future working life is a very positive step. It fits with our supporting attendance policy.

No, you do not have to tell you manager that you have signed up to the scheme. However, managers are fully aware of the scheme and the commitment made by the organisation, approved by Committee, to adopt this approach investing in the development of our existing workforce and therefore should be supportive of your interest in the scheme and your own development.

Yes, this will be considered on a role by role basis and will form part of the introduction and development plan for an employee as they move into the new role.

There will be a 12-week introduction period for all roles, to support your successful transition into your new role with an Introduction and Development Plan. The purpose of this plan is to support conversations between a manager and the new employee as well as to provide a tool for structured development.

If you are a redeployee, you will have a 4 week trial period in the role in accordance with the redeployment procedure.

Where you have voluntarily signed up to the RE.CR.UIT scheme, you will have a trial period of 4 weeks, during which your existing role will be held vacant.

Where an employee has moved roles using RE.CR.UIT, they cannot re-enter the scheme for 12 months unless in cases where their priority status has changed.

A line manager cannot prevent a move to a new role. An employee is simply transferring roles and does not need permission to do so.

In a secondment or project, the usual process applies, where line manager approval should be sought prior to being able to commence the role.

The selection process will be in accordance with the corporate recruitment and selection process (or redeployment process) and therefore there will be no input from substantive line managers.

It is accepted that there may be times in which there will not be a successful outcome through the RE.CR.UIT process. If this is the case, other options will be considered such as further amending the role and finally, external recruitment will be considered if there are no other options.

Yes and this will fit well with medical redeployment and reasonable adjustments for disability purposes or as supportive measure in cases of absence and performance.

It is anticipated that the new approach will provide a much more streamlined approach to vacancy authorisation and the selection process.

As soon as a manager identifies a vacancy, they will be directed to an Advisor in the Talent Acquisition team to discuss all options including consideration of a traineeship / apprenticeship and to look at the job profile and role requirements.

The scheme will use a digital process which will provide an electronic response as to whether there are potential candidates who ‘fit’ the role. If RE.CR.UIT proves unsuccessful in achieving a successful outcome, we may have to consider further amending the role or external recruitment.

It is also anticipated that the preferred candidate stage will be improved as references will no longer form part of the process and transition from substantive to new roles and notice periods can be agreed more easily internally.

The introduction period will be a structured process, where an agreed introduction and development plan will be developed at the start of the introduction period. The employee and manager will have regular review meetings, to discuss and note progress on each of the areas of responsibility / tasks of the role and therefore the outcome of the final review meeting at the end of the introduction period will not be a surprise.

Employees will only be able to view their own profile/data and their own potential alignments. Recruiting managers will only see data / alignments for their particular roles.

As part of the RE.CR.UIT scheme, you will complete a working preferences assessment which will provide information about your potential ‘fit’ to a role.

It is a personality questionnaire which assesses personal behavioural preferences, that is, how you like to work. It is not concerned with your abilities, but how you see yourself in the way you relate to others, your approach to problems and how you deal with feelings and emotions. From your responses, a profile will be created by the system against 32 different aspects of work preferences. At the same time, the Talent Acquisition team will work with managers to map these 32 aspects against the role requirements. This will allow a direct comparison between an individual’s profile and the role requirements.

With this type of assessment there are no right or wrong answers. You will be given a number of statements and your task is to choose one statement which is most like your behaviour in work situations and one statement which is least like your behaviour.

Yes, at least in the short term, internal vacancies will continue to be advertised on the jobs page on the zone. However, to apply for these, employees will need to sign up to RE.CR.UIT.

You can also email the Talent Team with any questions you have.

Click here to view the re.cr.uit Privacy Notice.

Add  a ‘Like’ and/or ‘Rating’ below to indicate how useful you found this page.

(Visited 2,354 times, 1 visits today)
Please Rate this Page
%d bloggers like this: