Is this normal re new job/secondment

[PurpleMinionMummy]

My dh has been offered a new role within his current work place. However, instead of starting the new role with the new wage, he's being offered a 6 mth secondment with a partial wage increase. Apparently they've given him a 'guarantee' of staying in the new job role at the end of the secondment, as well as another wage increase after the six months. Is this normal? I'm confused as to why he's not just being given the job straight off. Are they essentially giving him a probationary period in the new job? I'm worried about the fact he's not being offered a permanent role.

A secondment tends to be a move to a different dept/role within the same organisation where the employee stays in that secondment for a set period and then returns to their originating dept. The originating dept has to keep the role open for when the employee returns.

What you describe doesn't sound like a secondment. They should clarify what the situation is regarding his originating role - is that effectively 'closed off' once he starts the 'secondment' or does he have the option to return to it?

My DH has been given a seconded promotion. No wage rise at all for the secondment. Yes, effectively it's like a 6 month probation in the role. It is assumed he will get the perminant role and pay rise after 6 months.

'Tis a con. That Boots for you though.

There is such thing as an "acting up" increase, which would need an assessment by HR to compare the job description and grade of the current. New role. If there is a significant difference, he could request the acting up increase in role, no guarantee he'd get it but maybe worth a try? That's all part of the negotiation, it is two-way don't forget!

Current versus new role.

They're getting someone in on a six month fixed term contract for his current role whilst he is on secondment. He interviewed for the job months ago and wasn't offered it. They interviewed again yesterday, still haven't found anyone, so then decided to offer it to dh. I think they are trialling him without being upfront and saying so. I'm concerned if it doesn't work out he will be without a job. Although if they only replace him with someone on a six mth fixed term contract it sounds as though they will keep his role open for him in case things don't work out?

It might be a headcount issue.

So the new department might not have spare headcount to hire someone permanently into the role right now but they've identified him as the right person. So they'll borrow him for now and take him on 'properly' later.

Many organisations look at headcount rather than just the cost of salary etc when determining department budgets.

Ps if he wants the job and will have the arrangements in writing I wouldn't be too suspicious.

In my sector, you get 5% uplift on your salary for each grade you are acting up to so if say you are a band 4 but do a 6 month secondment to a band 6 job, you'll get an extra 10% of your current salary. Your own job is back filled and you go back to it once the secondment is over, or if you end up in the new role permanently they rehire.

It's definitely not a headcount issue. It's the same dept and he's replacing someone who left before Christmas. We shall see what the contract says I guess!

Yes we do it where I work

As daisychain said, a secondment is a temporary move with the right to move back to your previous post at the end of it. They can extend the secondment if they wish or readvertise the post yet again for more candidates and the biggest clue that it's not a permanent move is that his replacement (the person that will be doing his current role) is also temporary.

They could be using it incorrectly as a probationary or training period because they didn't consider appointing him the first time, but I would certainly be wary of considering his confirmation in appointment at the end of the secondment a done deal.

It is also a way to ensure that his role is available for him to return to, after the six months is up, if he would rather go back. Not a bad thing to have, in his back pocket, as it were, reducing the risk of being out of a job if the promotion does not work out.

Thanks everyone. The replacement for his job is apparently on a 6 mth contract so they can train up the dept admin person who will then take on his current role. So I'm not sure his current role will still be open if his promotion doesn't work out. I don't know, something just doesn't sit right with me about the situation!

Your DH needs to have everything confirmed in writing so he can give it his due consideration

Also he should ask HR for the company's policy document on Secondments as that contains the "rules of the game" so everyone plays fair.

If he ( and hence, you) feels "vague" about what he's signing up to then that's a sign the right people (HR and the Secondment manager) need to provide clearer info than they already have.

One thing i would add- in times of uncertainty secondments place a lot more risk on the Employee than the Employer

Thanks Daisy.

Umm - it depends upon the management as to how this will eventually turn out.

In my old company a seconded promotion could just mean that you would cover the role and have the option of applying for it again (with a better chance this time). If he is permanent though he will still have a job and his CV will be enhanced by the process. Some people at my old company seemed to be on endless secondments and if you can cope with the uncertainty it is a good way to get experience and did them no harm.

Get it in writing that it is a secondment for two reasons: 1) if he doesn't like it he can get his old job back and 2) equally if the final pay rise offered is too poor to make it worthwhile he can have his old job back or bargain for a better deal.

Do NOT do what I did and agree to surrender the old position at any point whilst the secondment is in process without agreeing in writing a permanent pay rise for a permanent position. In my case when the secondment came to an end (and I got the seconded position on a permanent basis) I had no bargaining power at all and ended up doing a vastly more stressful role for a tiddly pay rise - it was actually less than the 'stipend' I was given to act up in the first place. And I had no choice in the matter. Sorry for the lecture.