Enabling Flexibility – Removing Barriers

Guidance on Informal Internal Placements, Job Swaps and Work Shadowing

The aim of this guidance is to enable flexible deployment of resource; and the development/growth of individuals for the long term benefit of the University.

The University recognises the benefits of using different approaches to enable the flexible deployment of staff and resource, transferring or developing skills, enhancing working relationships and of supporting career development pathways beyond the boundaries of parent departments and faculties.

Staff are encouraged to use this guidance to enable them to take personal responsibility for their own growth and development and to see the benefits that experience outside their current area of work can bring to their career.

Managers are encouraged to consider this in the context of broader collaboration with colleagues (e.g. where there are resource gaps), to consider the positive business impact, and to support the development of individuals. This should be used in the context of SRDS review and individual development planning.

This simple guidance is intended to be as flexible as possible so that the business can apply it according to need. It is not intended to be conclusive and managers are encouraged to consider a range of creative options and solutions to enable organisational flexibility. It describes a broad range of options to help the University respond to meeting business needs while supporting and developing the talents of our existing staff. It does not exclude the use of alternative external expertise where this presents the best option.