Hi all,
I have been presented with an odd situation..
One of our staff was successful at an internal interview, and took a new role as a secondment for 6 months. That was then extended for a further 6 months. It is due to finish at the end of March.
Her original post was filled as a six month vacancy, also extended by the further 6 months to match.
The line manager of the original post is really pleased with the work of the new lady and wants to keep her on instead of the employee who has been on the secondment.
Additionally, the original postholder has said that she doesn't really want to go back to her old job now, but she will do so if nothing else is available.
If we conclude the secondment in the standard way, we will lose a very good member of staff (completion of her secondment) and I anticipate losing the other employee at some time soon as she will no doubt be job hunting for a position similar to the one she has so enjoyed in the last year.
I think my options are:
1.Conclude as standard and encourage the employee to come back to her original job with renewed vigour and fresh ideas.
2. Have a 'without prejudice' discussion to see what her thoughts are about moving on, assisted by a small payout.
Any other options I should be considering?
Tks
Steve
Replies
One of our staff was successful at an internal interview, and took a new role as a secondment for 6 months. That was then extended for a further 6 months. It is due to finish at the end of March.
Following the interview was "staff A" given a clear secondment contract with T&C?
Her original post was filled as a six month vacancy, also extended by the further 6 months to match.
The line manager of the original post is really pleased with the work of the new lady and wants to keep her on instead of the employee who has been on the secondment.
Let's call the lady who filled this secondment post "staff B". Was this filled through external interview (ie not someone moving within your organisation)? I presume there was a contract of employment with T&C?
Additionally, the original postholder has said that she doesn't really want to go back to her old job now, but she will do so if nothing else is available.
This is common as a secondment is designed to give the secondee new skills and experiences, that hopefully lead to a better/different role (when one becomes available). A secondee often feels disappointed to find themselves put "back where they started" at the end of their secondment.
If we conclude the secondment in the standard way, we will lose a very good member of staff (completion of her secondment)
What is the standard way of concluding the secondment that you are referring to? Do you mean returning staff A to her original position (pre-secondment)? When you say "we" will be losing a v gd member of staff - does "we" refer to "your team"?
and I anticipate losing the other employee at some time soon as she will no doubt be job hunting for a position similar to the one she has so enjoyed in the last year.
Surely staff B will be looking for another job as her contract runs out at the end of the designated period.
I think my options are:
1.Conclude as standard and encourage the employee to come back to her original job with renewed vigour and fresh ideas.
2. Have a 'without prejudice' discussion to see what her thoughts are about moving on, assisted by a small payout.
Any other options I should be considering?
What is your role in all of this? Are you staff A's manager whilst she is in her secondment or are you acting as HR? (or both?) I can see why you would be considering option 1 but I can't see why you would be considering option 2.
Has the manager of staff A during her secondment been happy with her? If so, and assuming she is happy there, is there an option to keep her there and expand the staff role to incorporate staff B as well? If so, then that might be an option 3 to be considering. In this event 2 new contracts would need to be drawn up - one for staff A in her new role and the other for staff B making her temporary position permanent. (if she wants that of course - not sure if there are legal restrictions regarding having to advertise the post, as I don't know much about employment law.)
By the way, I have a feeling there may be some employment law issues arising after 12 months in a secondment position, but I am not sure and I am not familiar with them. Might be worth checking though (unless you already have!)
Tks for the reply Alison,
To clarify let's call the employee currently on the (internal) secondment Julie and the person filling the gap created by the secondment, Mary.
At the end of March, Julie is due to go back to her old job on completion of the secondment. This means that Mary will have to leave - there is no funding to continue the secondment, or to expand the role to include both.
The Director ( let's call him Graham), would really like to keep Mary in the job rather than have to let her go when Julie returns. Julie isn't looking forward to returning to her old job anyway as she has really enjoyed the secondment and wants to pursue that - but will return if she has no other option as she needs the employment.
My role in this is as HR, supporting the staff and the Director to find a solution that suits all - though I'm not sure there is one!
Finally, having checked on various sites including CIPD, secondments can carry on after 12 months so there are no employment law issues that I can see.
Steve
Hi Steve
It's a tough one, especially if you've found a good employee in Mary & Julie doesn't want to return to her old job. However unless Julie chooses to leave the company she needs to return to her substantive post.
Does Graham have a problem with Julie's work in that role? Is there anything Julie has learnt during the secondment that she can bring to her old role?
Is there a way to keep Mary in the company in another role? Or a way to keep in touch with her when she leaves in case a role comes up in the future?
Jill