You or your supervisor may decide that the redeployment has not been successful. If it is the decision of your supervisor, you will receive a complete and clear feedback on the reasons. (27) Where a unit head feels that a proposed redeployment would not be feasible, it is necessary to present the Director with written reasons as to why the proposed redeployment should not be continued. However, the final decision will be made in all cases by the Executive Director, Human Resources. The current status of the version and the details of the historical versions Print Feedback Redeployment Procedure Section 1 – Context and purposeAp. 2 – Section 3 – Policy StatementEction 4 – Principles of ProcedureNomination for RedeploymentVacanciPlacement Assessment PanelSeerseuturesastate meets selection criteriaStaff member meets Selection criteriaComprementalRescripted trial period Period departieRenumAlization of the trial periodSover of the offer for an appropriate vacancy position – Geographical locationDitions to continue the journey, unless normal procedures for selecting and appointing analaryEmployee Support and Training Redundancy Review Failure of Redeployment Section 5 – Definitions Here is the current version of this document. You can give feedback to the author of this policy – see the status and details in the navigation bar of the document. Section 1 – Background and Purpose (1) These procedures apply when a worker holds a position that exceeds (or will be) above the requirements of the University of La Trobe (university). These procedures apply before the use of involuntary dismissals under the La Trobe 2018 higher education collective agreement. 2.
Redeployments can also be carried out in agreement between the university and the agent in order to resolve the difficulties encountered in the context of the employment. In these cases, these procedures can be adopted to facilitate redeployment. (3) These procedures include clauses 76 and 781 of the la Trobe 2018 higher education collective agreement (hereafter referred to as the “agreement”). Staff members who wish to apply these procedures should refer to the agreement and not rely solely on this summary. In the event of a conflict between this procedure and the agreement, the agreement is a priority. Above, Section 2 – Scope (4) These procedures apply to university and professional staff and not to casual, temporary or continuing education employees. At the top of PageSection 3 – Political Statement (5), you are referring to the policy of hand-management? workforce. At the top of Section 4 – Principles of Procedure (6) Redeployment is implemented in accordance with the following principles: redeployment helps the university maintain the skills, skills, experience and knowledge of staff who might otherwise hire at the university; Executives are expected to facilitate effective redeployment, provided staff meet the most important selection criteria for the position or can do so with appropriate skill development; recruitment is not delayed for inappropriate periods.