Secondment Policy - January 2023

9. Secondment Application Prodcedure

Employees must discuss and seek permission to apply for a secondment at the earliest opportunity from their line manager before applying for the post. Approval will be required from the line manager to ensure the employee can be released from their current post on a secondment basis.  
 
It is the aim of the Authority to endeavour to support internal secondment applications. Managers should consider the following prior to reaching a decision on whether the application can be supported: 
 
•    Has the secondment opportunity been identified as appropriate in the personal development plan for the employee?  
 
•    What is the development value to be gained by the employee during the secondment period? 
 
•    What are the benefits to our organisation as a result of the secondment? 
 
•    What’s the feasibility of releasing an employee from the substantive department whose skills, knowledge and experience may not be replicable to cover during a temporary period of absence? 
 
•    What will be the consequence of not supporting the secondment?  
 
•    Will the employee’s substantive post still be available at the end of the secondment?  
 
Line managers should consider if and how the secondee’s post will be filled before the employee’s secondment is agreed and begins. Advice can be sought from the People Management HR Team, however posts can be filled as follows:  
 
•    Recruiting and appointing a temporary employee through the Authority’s Recruitment and Selection process.  
 
•    An existing employee “acting up” in the post, until the seconded employee returns to work (See below*); or 
 
•    The post occupied by the seconded employee will be left vacant. In this instance line managers will have to consider the impact on the workload of the team, how duties can be undertaken in the secondee’s absence or whether elements of the work can be left until the secondee returns.  

* If “acting up” arrangements are considered care must be exercised to determine how individuals are identified to be eligible for this development opportunity. Advice should be sought from the HR Support Team to ensure equality of opportunity. It is good practice to invite expressions of interest from all employees within the relevant division/department, as appropriate.