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 and 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. This is where the scheme comes in.

To join the scheme, please complete the form below (please read all the detail on this page first!)

If you require additional support to complete your individual profile or working preferences questionnaire, the Talent Team will happily arrange a supervised and supported session with you to complete the individual profile and / or working preferences questionnaire. Please contact to arrange this.   
We will endeavour to do our best to accommodate requests for additional support within the time frame for a particular opportunity wherever possible.  Employees interested in joining the scheme are encouraged to sign up proactively to minimise risk of missing any deadlines. 

The scheme in a nutshell

Unlike typical recruitment processes and procedures where you see a job advertised and then have to actively complete an application for it, the scheme works differently and makes jobs come to you.  When you join the scheme, you will be asked to complete what is known as an individual profile.  This includes a lot of information but we have a system guide that you will use when going through it.  The individual profile requires time and attention.  Remember, this will be your profile and will be a factor in determining if you are shortlisted for certain roles.  Getting it right, and maintaining it, will be very important.  You will also be sent a link to complete a working preferences questionnaire known as OPQ32.  You will be sent instructions for this at the time.  Again, this will be very important and you must ensure you have the right time and environment to focus on this. 

The way everything then works is outlined in the below diagram:

When completing your individual profile, YOU WILL NEED the below documents.  Please also note that the current skills / experience list is updated regularly.  The dates of when they were added will be visible so you can ensure you are keeping your individual profile as relevant as possible.  If we are recruiting to a job and have decided that we need to seek a new skill, this will be clearly marked on the job advert on the Opportunities Hub. 

Please note that we will also be using the digital tool for temporary movement / emergency response.  So if you are interested in those schemes, please also sign up for 

Priority Statuses

As part of the scheme, you will be assigned a priority status:

  • Priority 1 – employees currently on redeployment.  This means they no longer have or are no longer able to undertake a substantive role in the organisation either through displacement or on medical grounds.  The reason for redeployment does not affect their priority status.  Recruiting managers will consider any aligned employees from this category first and must complete the selection processes for this category before they consider any aligned employees from priority category 2.  

Please click here for details of our redeployment procedure in addition to 

  • Priority 2 – employees who are at risk of being displaced due to service restructure or redesign.  To classify as priority 2, an employee must have been formally advised that it is proposed their role will be disestablished or that they are subject to a competitive  selection exercise in accordance with the Displacement Assessment Process where there is a reduction in posts or where there is a possibility of not being matched to a new or amalgamated role.  This reduction needs to be definite and therefore all business case approval and consultation processes should have been concluded beforehand.  Recruiting managers will not consider any aligned employees from this category until they have confirmed that there are no suitable employees from priority category 1.  Recruiting managers must complete the selection processes for this category before they see any aligned employees from priority category 3.  
  • Priority 3 – employees who have signed up to to be aligned to different roles in the organisation.  These include those looking for a career-change those seeking promoted posts and those seeking other opportunities.  Recruiting managers will not consider any aligned employees from this category until they have confirmed that there are no suitable employees from priority categories 1 and 2.  
  • Priority 4  relief / casual workers and agency workers working with the council; employees of arms length or partner organisations.  Recruiting managers will not consider any aligned priority 4 individuals until they have confirmed that there are no suitable employees from priority categories 1, 2 and 3. 

Then what happens?

Once you’re in the scheme, have completed your individual profile and have completed your working preferences questionnaire, that is you done!  If you are shortlisted for a particular vacancy, you will be notified by email and will be asked to register your interest if you want to be interviewed for it. 

To be aligned to a role, an individual must match with the environmental / other factors and also have an overall percentage match of at least 70%. This means that personality and preference fit will have a higher weighting on the selection decision, and at the same time, technical skills, knowledge and ability will also contribute to any alignment. For Priority 1 employees, there may be instances where some flexibility on the 70% limit is required. This will need to be carefully considered with an Advisor and will be on a case-by-case basis depending on the needs of the role and the specific development gaps that need to be filled. It should only be permitted if the missing gaps are development needs which can be easily and reasonably developed (i.e. the technical skills, knowledge and experience) and not where the gaps would have an overall impact on ‘fit’ in the long-term. 

If you register interest in a role, managers will then be able to see your inidividual profile and will arrange interviews / selection processes with you. 

I have been successful in getting a new job, what now?

Congratulations!  If there are any required pre-employment checks, these will now be undertaken and you will be given a start date as soon as possible.

Upon your start date, your substantive post should be held for at least 4 weeks as there will be a trial period in the new role. 

You will also have an introduction and development plan that last for about 12 weeks to ensure that your learning and development needs are captured and actioned. 

Recruiting Manager Information

If you are a recruiting manager, there are a few key things for you to know:

  1. You will need to request to fill any vacancy via the Managing Vacancies page
  2. If you are not already in the scheme as an employee, you will be manually added if you are recruiting.  You will be given login details but will be under no obligation to complete anything. You will also be automatically set to a setting where you will not be matched to jobs. 
  3. You will no longer be shortlisting internal candidates.  The system and Talent Team will do this for you and you will be provided with your candidates for interview.  This is unless you are advised otherwise by an Advisor from the Talent Team. 
  4. You will be setting up and arranging interviews yourself.

It is therefore critical, based on those changes, that you familiarise yourself with the recruitment and selection guidance and the system guide before you begin.

I am a manager with a new start via What do I do next?

Congratulations on your new employee!  Your employee will now have any required pre-employment checks and then the HR Service Centre will advise you when you can go ahead and start to agree a start date between you, the employee and their substantive line manager.  There are two main things to note now:

1. The employee will have a trial period of at least 4 weeks.  This trial period is intended to be supportive to both the employee and the new manager.  For the employee, a trial period will allow them to explore whether the role is for them, particularly in cases where it is a complete career change.  With the security of being able to return to a substantive role, employees can try out a new role to see if it is the correct career move without risk.  For managers, the trial allows the employee to have an initial ‘settling in’ period to the new role and gives assurance that the employee is a good fit for the role and for the team.  

2. You will need to develop an introduction and development plan for the new employee.  This plan will normally cover an employee’s first 12 weeks in the new role.  The purpose of the Introduction and Development Plan is to hold a record of all the development areas identified to enable an employee to be able to fully undertake all aspects of the new role and progress against these development areas. 

All the information you need about the trial period and the introduction plan can be found in the recruitment and selection guidance.  A template plan is also provided below.  

Frequently Asked Questions:

Almost all permanent and fixed term roles, secondments, projects, training schemes.  There may be some exceptions such as some teaching vacancies. 

Yes, the new process is the mechanism for filling nearly all vacancies.  We are committed to internal recruitment and exhausting all internal options for recruitment before any other options are 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. Please contact if you think you or any of your team(s) require some assisted digital support. 

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.

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 your 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.

There will also be a minimum of a four-week trial period to determine if the role is a good fit. 

Where you have voluntarily signed up to the RE.CR.UIT scheme, your existing role should be held vacant for at least 4 weeks.

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.  In the initial phases, there may be some expected delay as we give employees the time to sign up to the scheme for roles they are interested in. 

As soon as a manager identifies a vacancy, they will be directed to an Advisor in the Talent 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 Opportunities Hub. 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.

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