Here you’ll find the answers to your general questions around proposed changes to roles or teams and how these changes would be worked through. This section will be added to as we go forward and as further questions arise. Your chief officer will also be collating specific FAQs relating to the proposals in your own cluster and will communicate with you directly on these.
Frequently Asked Questions:
Redeployment is the process whereby displaced employees are considered for alternative roles in the council. The purpose is to provide a best practice, fair and consistent approach to finding suitable alternative employment. Redeployment is about retaining the skills and competencies of our employees; many of which are likely to be transferable. Once entering redeployment, People and Organisation will work with you via our re.cr.uit scheme. Please see the link below for our redeployment procedure and all about our re.cr.uit scheme for internal movement of staff and career development
An assessment will be made against the requirements on the new job profile along with any development gaps from the individual’s substantive post. A key part of this will be gauging whether these gaps could be filled with a reasonable amount of training and management support.
You will have a discussion with your line manager to agree any development gaps and come up with a development plan to address these.
Understandably some people may feel uneasy about going through periods of change. There are also some people who, due to their disability, cannot deal emotionally well with even small day to day changes.
Please see link below for guidance for managers of staff with autism:
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