Secondment objectives

Internal secondments can allow departments to recruit to short or fixed term vacancies whilst enabling secondees to develop skills and their understanding of particular areas of work. A secondment is the opportunity to work temporarily in a different firm or department to the one you are already working in. In an internal secondment , the employee moves to a different part of the same organisation.

In an external secondment , the employee temporarily works at a different organisation. There is no set time frame for a secondment. The joint periodic review of these should help assist in the achievement of objectives , and implementation of adjustments where appropriate.

Before embarking on a programme of secondments, authorities should be clear what their aims and objectives are and how these are to be achieved. Strong commitment to the principles of secondments from senior managers and elected members is a critical factor to success. How does secondment work?

What is an extension to a current secondment? Why to embark on a secondment? A secondment to the Unit will offer you the chance to apply and develop your skills on demanding and worthwhile projects in support of HMG’s objectives overseas.

The objectives of the structured secondment are to contribute to Public Service capability development and to contribute to the objectives of the Human Resource Framework. Specifically, this involves: promoting greater mobility of staff within the Public. Individual drafts and agrees with own and host manager Performance and Development Objectives 4. Need for additional support from coaches or buddy and reviews 5. SMART Objectives are structured in a clear, concise and succinct way. Developing objectives for discussion is a key element of the preparation pro-cess for both reviewers and reviewees.

SMART objectives are useful in gaining agreement and setting expectations for what can be achieved. The secondment agreement also sets out the agreement between the two departments with regard to payment arrangements, duration, arrangements for annual leave, sickness, line management, and terminating the secondment early (for example in the event of poor performance). The individual may also be required to sign-up to local policies and procedures (eg Health and Safety) of the new department.

This people-focused competition will achieve its objectives by supporting secondments to fund any activity that enhances the skills of, or provides career development for, the secondee and benefits the organisations involved. The secondee must work on an activity that works towards solving challenges within the secondment (host) environment. The secondment objectives agreed should take into account the personal development needs of the secondee and the needs of both Falkirk Council and the receiving organisation. It is essential that all parties are clear about their obligations, expectations.

HR will prepare a secondment agreement which sets out the obligations, expectations and accountabilities of each party and the performance objectives or outcomes expected of the secondment. The agreement will need to be signed by the University, the secondee and the appropriate signatory from the substantive employer (the seconding organisation). The secondee’s manger, secondee and host organisation need to formally agree the overall objectives from the outset. These should be attached to this agreement.

For all types of secondment , it is essential that all parties are clear about their obligations, expectations, accountabilities and objectives. To support this understanding, a template secondment agreement has been developed for use in these circumstances. On expiry of the secondment term, the seconded employee will usually return to their original employer.

That sai before embarking on the use of secondments, employers should be clear about the aims and objectives behind this type of arrangement and how these are to be achieved. In particular, both the employer an where relevant, any host. Before the commencement of a secondment , all parties are required to agree to the duration of the secondment and commit to a development ‘contract’ which establishes the development objectives (these should be aligned to those identified from the secondee’s appraisal) and the support that will be provided to help achieve these. As most secondment are organised for particular projects, they can also gain experience in project management.

Employers meanwhile are likely to benefit from enhanced employee skills and improved teamworking which in turn boosts the morale and motivation of the wider workforce. Firms encouraging secondments can also build a reputation as a good employer and positive contributor to their local. Hours and place of work. The change of environment and to work differently might enable the employee to fulfil their potential. During the secondment it is recommended that there are regular reviews with the secondee.

An initial PDR discussion to agree objectives , and appropriate review meetings to discuss progress and performance expectations should take place within the first few weeks of the secondment. Smart objectives are goals that are designed to be specific, measurable, achievable, relevant and time-bound. These typically include end-goals such as revenue or meaningful steps towards end-goals such as launching a new product.

Secondment and Acting-Up Policy Version 1. The following are illustrative examples of smart objectives.