Internal Transfer Process

Overview

With varying approaches to recruitment across the years, we have moved to a position now where all recruitment activity must be via a formal application and interview process.

Consequently, this has halted the potential for internal transfer via a note of interest process.

We are keen to gauge your thoughts on this as it is important that we balance fair career development opportunity with business impact of protracted recruitment process (the effect of which can be felt more keenly where short-term temporary roles are on offer).

For clarity – an internal transfer approach was previously taken by areas whereby anyone in the same role/discipline could put their name forward to be considered for the same role in the same discipline at a different site. A note of interest form would be submitted and if there were multiple individuals interested then interviews would be held.

Subsequent internal transfer processes would then follow until there were no more interested parties. At this point, the resulting vacancy would be advertised for all who meet the essential criteria to apply for.

In brief, this process does not take away an opportunity for a role to be filled by someone in a different role. It does however have the potential to move the initial vacancy to a different site.

Please note that with managerial roles now being non-technical, discipline alignment would not factor.

Why your views matter

The survey will be anonymous but as we wish to determine if opinion varies across role grading and sites, then you will be prompted to provide this information.

It must be emphasised however that we cannot commit to any change at this point (as, for example, we are tied in to joint recruitment policy with Police Scotland) and it may of course be the case that change to the current position would not be welcomed.

This survey simply provides us with data on which to assess an appropriate way forward and your comments will be key in determining risks and benefits.