Secondment Policy - January 2023
In this section
- 1. Introduction
- 2. Scope
- 3. Key Principles
- 4. Eligibility
- 5. Types of Secondment
- 6. Advertisng a Secondment Opportunity
- 7. Duration of Secondments
- 8. Appointment of the Secondee to the Post on a Permanent Basis
- 9. Secondment Application Prodcedure
- 10. Review of Decision
- 11. Internal and External Secondments
- 12. Fixed Term or Temporary Employees Approved Secondments
- 13. Financial Considerations
- 14. Additional Financial Considerations
- 15. Legal/People Implications
- 16. Managing the Secondment Arrangement
- 17. Managing the Secondee’s Return
- 18. Terms and Conditions During Secondment
- 19. Equalities
8. Appointment of the Secondee to the Post on a Permanent Basis
If there is a business case for the post that the secondee occupies to be appointed on a permanent basis the appointment should be managed through the Authority’s Recruitment and Selection procedure, ensuring the post is advertised, applicants shortlisted and interviewed if they meet the criteria for the post.
If the secondee applies and is successfully appointed to the post, the secondee will be required to give notice to his/her substantive post as detailed in the terms and conditions of employment. If the secondee is unsuccessful then the host Department is required to give notice to the secondee who will return to their substantive post within the Authority.
There may however be exceptional instances when a post which has been advertised as a secondment opportunity may, for operational reasons need to become a permanent position. In such circumstances the Authority reserves the right, having regard to the necessary skills and experience for the role, to appoint the seconded employee to the post without a further recruitment process being undertaken and following agreement with the Assistant Chief Executive (People Management) or nominated HR Advisor.