This "How to" provides guidance relating to redeployment searches as well as responsibilities of employees and managers throughout this process.

The Redeployment Policy offers more information on the redeployment process.

All vacancies are advertised on myjobscotland and employees should regularly check these websites to keep up to date with available vacancies.

Once an employee has started the redeployment process, they should register on the myjobscotland website to receive notifications of vacancies.

  1. Table of contents

Redeployment search

During the redeployment search:

  • There is no requirement for Falkirk Council to create a new post for the purposes of redeployment.

  • Redeployees are expected to play an active role in their job search, by checking the vacancies and noting their interest to HR Helpdesk at All notes of interest should be made before the closing date.

  • Both permanent and temporary posts should be considered, as a temporary post may offer an opportunity for training and work experience before a permanent post becomes available. Temporary posts must be available for a minimum of 12 weeks to be considered suitable for redeployment.

  • All posts where a redeployee meets the essential criteria should be considered appropriate for redeployment, regardless of its status within the recruitment process.

  • When considering a post for redeployment it may not always be possible to identify posts similar in grade, status or hours to the redeployee's substantive role. Redeployees are encouraged to consider all vacancies and be flexible when considering opportunities at a different grade, working hours or location.

  • If a post is offered, there will be no personal pay protection where the new post is graded lower than the substantive post, but placing within the new grade will be at a level to minimise any difference.

  • If a temporary post is secured, the redeployee will be eligible for further period(s) of redeployment search prior to the end of the temporary post.

  • During the redeployment period, the substantive line manager will retain management responsibility for the redeployee and the redeployment process.

  • If an employee is successful in securing a new temporary post following a redeployment search, management responsibility will pass to the recruiting manager. In situations where the employee is given the opportunity for temporary work experience to enhance their skills or experience during the redeployment period, management responsibility will remain with the substantive manager.

  • If an alternative post is not secured during the redeployment search, the case will be referred back to the substantive service for consideration and where relevant, an appropriate hearing.

  • If a post is offered but rejected, the substantive line manager will arrange to meet with the employee to discuss next steps. This may involve referral to a hearing, which could result in dismissal, or if there is still remaining time within the 12 week period of redeployment, the employee will be able to identify and apply for other vacancies.

  • If a post is offered and accepted for Falkirk Community Trust (FCT), the employee will have no right of return to Falkirk Council. Any further redeployment search at the end of the temporary contract rests with FCT.

Identifying redeployment opportunities

When you identify a post that may be suitable for your redeployment you should let HR Helpdesk know. HR will contact the recruiting manager and send a copy of your skills audit to consider against the criteria of the post along with your manager's supporting statement. If necessary, HR will ask Occupational Health about the suitability of the post for you before approaching the recruiting manager.

Due to the number of individuals in the redeployment process at any given time, there may be other redeployees with a similar skill set who are interested in the same vacancy. In these circumstances a competitive selection process may be required.

If a post is advertised that you have noted an interest in but interviews have not been arranged, you will not have to go through the formal recruitment process. If you meet the essential criteria for the post, you will be asked to attend an informal discussion with the recruiting manager. If interviews have already been arranged, then you will be treated as a guaranteed interview scheme candidate and will go through the formal interview process.

Work trials

If you meet the essential criteria of the post, you will start a work trial. This is a two way process to give both you and the recruiting manager time to decide whether the new job is suitable. A redeployment work trial will normally last 4 weeks although this may be extended where the recruiting manager feels that this will not allow for a reasonable period of assessment.

Further details relating to work trials can be found in How to implement and support work trials.

Failure to secure an alternative post

If you have not secured a suitable alternative post, or your work trial has been unsuccessful, your case will be referred back to your substantive manager who will then arrange to meet with you to discuss the next steps.