Redeployment

​​​​​​​​Introduction​​

This document comes in 2 parts.

Part 1 sets out the policy and principles regarding redeployment within the Jersey Public Services.

Part 2 provides the procedure, setting out how to implement the policy with links to toolkit items to give you more information. The procedure is intended as a guide only and may change to be varied from time to time.

This policy supersedes all previous policies, circulars and procedures connected with redeployment within the Public Service. 

Code of practice and policy family

This policy forms part of the code of practice for employee rights at work. This code will be reviewed at the start of each term of States Employment Board, or earlier where relevant legislation or regulations change. 

Redeployment policy​​

Policy purpose 

The purpose of this policy is to provide information and guidance about the Government of Jersey’s commitment to redeployment if you need to find suitable alternative employment and fall within the scope of this policy. All our policies are underpinned by our values and behaviours​.

Policy principles

Read the policy principles document.

And in addition:

Policy scope

This policy applies in the following circumstances:

To be eligible you must meet the following criteria:

This policy must not be used as an alternative to effectively manage an employee’s performance or conduct. Employees wishing to transfer to another role for personal reasons must follow the recruitment and selection policy.

The procedure

What is redeployment

Redeployment is the process of offering you the opportunity to try out or be outright offered a new position if the work and terms of the said position are reasonably similar and, you have transferable skills, and the circumstances can be adapted to suit.

Reasons for redeployment

Redundancy

Where the outcome of organisational change, or restructuring leads to posts being made redundant, or a fixed-term contract comes to an end where the employee has a total of more than 2 years continuous service either through one contract or a series of contracts with no more than 26 weeks between each contract but not including the gaps in the total time, there is a requirement to consider redeployment of affected employees to suitable alternative roles. Further information can be found on the compulsory redundancy policy and procedure.

Disability or other medical reason

Find more information in the ​medical redeployment policy.

What is the redeployment scheme

When you are served with notice of termination under the redundancy policy, you will enter the redeployment scheme and be placed onto the central redeployment register. This is where we work with you to try to redeploy you into suitable alternative employment within the Jersey Public Sector. Those on permanent contracts will be on the redeployment scheme for the full length of their notice. You will be responsible for working with your line manager and HR representative to ensure that your skills profile is up to date and an accurate reflection of your skills and experience.

Those on fixed-term contracts with over 2 years’ continuous service can speak to their manager in the last 3 months of their contract to enter the redeployment scheme.

Hiring managers will be responsible for reviewing the skills profiles of employees on the redeployment register before they advertise any posts and identifying whether their post would be a suitable alternative role.

If a role is identified as a suitable alternative role, you will be prioritised for this role.

Suitable alternative employment

The decision as to whether a role is suitable alternative employment is made based on:

Searching for suitable alternative employment

The search for suitable alternative employment is a joint search. We will give you priority to apply for any of the suitable alternative vacancies before they are released for advertisement, but we expect you to engage with the procedure and work proactively to search for redeployment opportunities.

All roles are advertised internally and externally and can be found on the careers portal available through Connect People.

If you think a vacancy already advertised could be suitable alternative employment, you should notify your line manager and HR representative immediately, who can liaise with the hiring manager of the vacant post, to confirm if the role is suitable alternative employment for you.  If it is considered not to be, you may still apply for the role and will find more information in the voluntary transfer section of this procedure. You may not be the only candidate in the selection process as there may be others in the redeployment scheme being considered for the role.

If you are the successful candidate in the selection process, your appointment to the role will be confirmed, for example, you are re-engaged under a new contract of employment, subject to a successful trial period of four weeks. Find more information in the trial period section of this procedure. You would exit the redeployment scheme if the appointment to the new role was confirmed after the trial period.

If you are unsuccessful in the selection process or the trial period, you will continue in the redeployment scheme for the remainder of your notice period.

Fixed term employment as a suitable alternative

Redeployment from permanent to fixed term employment of 12 months or more could be considered as an opportunity for suitable alternative employment. We recognise that this may not suit your individual circumstances and therefore re-engagement onto a fixed term contract would be by mutual agreement. If a fixed term contract is confirmed to be suitable alternative employment, then a selection process will take place, including an interview.

Redeployment from permanent to fixed term employment would not be favoured over an opportunity of permanent suitable alternative employment.

If the fixed term employment is at a lower pay grade, then it would not be subject to pay protection. If you enter into a fixed term contract as suitable alternative employment and that contract is not extended or made permanent, you will be served with notice before the end of the contract and will automatically re-enter the redeployment scheme for the length of your notice period. The notice will be given to coincide with the end date of your contract.

If suitable alternative employment is not found after the fixed term contract and you are made redundant, your redundancy payment will be based on the salary of the fixed term employment.

Any move to a fixed term contract will not break your continuous service with the States Employment Board. If the fixed term role becomes available on a permanent basis whilst you are covering it through redeployment, then you will be confirmed into the permanent post without any further assessment process unless you are not the only person doing the role on a fixed term basis. In this case you would be guaranteed the option to take part in a ringfenced selection process, including an interview.

Trial periods

Your appointment to suitable alternative employment is subject to a four-week trial period which enables both parties to assess if the role is suitable.

Pay protection

If you are redeployed into a lower pay grade or salary than your current role, the role may be eligible for pay protection in line with the current terms of the pay protection policy.  You will be advised of the salary for the new role together with the level of pay protection, if any, to be offered prior to taking up the new role.

Find more information in the pay protection policy.

Outplacement support

This only applies to situations of redundancy, or where a fixed term contract of more than 12 months is coming to an end.

During your notice period, we will also give you support to search for a role outside the Jersey Public Sector. Outplacement support will be provided either through Back to Work or through an external provider.

Should you refuse an offer of suitable alternative employment because you may have secured a job outside the Jersey Public Sector whilst in the redeployment scheme, this would not normally affect your right to receive a redundancy payment.

Whilst in the redeployment scheme, you will be allowed reasonable time off to look for work, attend training and interviews both within and outside of the organisation. The Employment (Jersey) Law 2003 provides a total entitlement of 40% of your normal working week, not 40% each week for this purpose. However, we will normally accommodate time off in excess of this wherever possible while ensuring it does not impact operationally.

Voluntary transfer

Whilst in the redeployment scheme, you can independently apply for any vacant role across the Jersey Public Sector. However, if this is not deemed to be suitable alternative employment, then this is considered to be a voluntary internal transfer. Any appointment made through a voluntary transfer would not entitle you to the terms of the pay protection policy.

Ri​ght to be represented or accompanied, including companion support

By law, any employee can bring one person to a formal meeting, this can be a trade union representative or a workplace colleague. In addition, employees who require reasonable adjustments may also be entitled to companion support.

Right to be accompanied

Support and wellbeing

Your wellbeing is our priority, everyone should feel safe and supported in the workplace, sources of wellbeing support and guidance can be found for public servants on MyStates (internal website).

Confidentiality​

We all have a right to confidentiality throughout this procedure.

Confi​dentiality guidance​​

Gl​ossary of terms

See our glossary of terms for definitions or explanations.

​People policies glossary​