Associate Director, Human Resources (Workplace Relations)
Vice-Chancellor and President
Date of Next Review
THIS POLICY IS CURRENTLY UNDER REVIEW - CONTACT ASSOCIATE DIRECTOR, HUMAN RESOURCES (WORKPLACE RELATIONS) FOR FURTHER DETAILS.
Internal secondments are encouraged for the purpose of enhancing staff members' career development and for better use of human resources throughout the University.
Internal secondments involve the temporary transfer of a staff member to another position (which may be at a higher level), on a full-time or part-time basis, within the University for a period of not more than twelve months. Arrangements will be made by mutual consent between the heads of the relevant organisational units and the staff member concerned. In such circumstances there must be an agreement that at the end of the stated period the staff member will return to their previously held position or to another agreed position.
Secondment of staff to another work area can be beneficial to both the organisation and the individual. Organisationally, secondments can provide for the exchange of information and ideas and the enhancement of organisational relationships. Also, there may be benefits in the speedy recruitment of experienced staff who are knowledgable of the organisation and "proven performers" within that environment. The individual can benefit by the attainment of particular skills and knowledge which enhance career opportunities and personal development.
Internal secondments are not a substitute for professional development programs.
On-going and fixed-term staff are eligible to apply for secondment. This policy does not apply to senior staff (SSGA-SSGE).
Internal secondments of staff fall into two broad categories:
- where an organisational unit requires a staff member
for a specific purpose, such as to provide expertise or assistance on a project,
to fill a vacant position for periods of up to twelve months, or to meet peak
For secondments under this category, the parties to the secondment may consider it useful for a report to be provided by the secondee at the conclusion of the secondment period. The provision of any such report must be agreed between the parties prior to the commencement of the secondment.
- where an organisational unit requires a project to be
completed and provides an opportunity for a staff member to be seconded to
another organisational unit responsible for developing the project. This category
would generally apply to staff seconded to another organisational unit (eg
Teaching and Learning Development Unit) in order to develop teaching materials
or conduct research directly involved with teaching and learning at QUT.
Secondments under this category are subject to support by the relevant heads of the organisational units concerned and approval by executive deans of faculty/heads of division. Approval will be based on the nature and benefits of the project and funding availability. Following such period of secondment, staff must produce a written report, as necessary, on findings or documentation of materials produced. Copies are to be made available to interested staff through the University library.
Special cases which fall outside the above categories may be approved by the Human Resources Director.
A full-time position may be filled by secondment on either a full-time or part-time basis, depending on the operational requirements of the organisational area and the needs or preferences of the staff member/s wishing to be seconded.
Salary costs for internally seconded staff are paid by the organisational unit which obtains the most benefit from the secondment. It is expected that generally the host unit would pay salary costs for secondments under Category A and that the releasing unit would pay salary costs for secondments under Category B.
Staff considering secondment under Category B are encouraged to apply for research grants.
Details of application procedures are available from Human Resources Department.