is this recruitment process fair?

[thevassal]

My work are in the process of creating a new department and want people from my department to staff it for six-nine months while they recruit and train new staff. The people doing the job temporarily would get paid their current wage, so this wouldn't really be a promotion for me, but would be great experience if I want to move into this area of the business in the future. There are also a lot of pros to it, e.g. I could WFH, more flexibility, opportunity for travel etc.

However the issue is that while the first stage of the application is competency based, the second stage is dependent on whether your manager will agree to release you. I have already been told I have passed the competency part with no issues and the person in charge of staffing the new department, whom I had an informal chat with, said that I was one of the strongest candidates. However my manager called to give me a heads-up yesterday that she would be strongly pushing back on my release. She said that I am one of the best performers on my team and that therefore she doesn't want to let me go to another team and would be recommending they took another member of staff (who she has described as useless before - I know, not very professional) instead who also applied because "I'd been happy to get rid of her."

Is this fair? I'm shocked because usually my workplace are very strong on fair and equal hiring practices etc., but as these are temporary internal posts they don't seem to have gone through the same HR processes as a normal recruitment. I just think it seems really unfair that I am basically being punished for being a good worker, and stopped from getting a development opportunity, when someone who is a bit rubbish and skives off whenever possible, will get rewarded.

Sounds fair if your current department cannot find someone to replace you.

No it's not fair. But that doesn't mean it's unlawful.

It's your manager you should have a problem with. A good manager would be encouraging development opportunities for good staff, not putting roadblocks in the way for selfish reasons.

If it's the same sort of role but just a new team then it'll come down to which manager wins the argument over you. The manager of the new team may not want the 'useless' person, so its likely there will be compromises all round as to who actually goes onto the new team.

If they are normally very fair, they likely have a robust grievance policy so I would be looking down that avenue.....if and only if, you are ok with upsetting your current manager who obviously thinks the world of you.

It's a tricky one but if the advantages of the temp post are as good as they sound it might be worth upsetting the apple cart just a wee bit. Perhaps even a honest chat with your manager about how important this opportunity is (with a veiled threat of I'd hate to go down the grievance route) might be enough?

Whilst it's not fair from your perspective, if you going would have a detrimental effect on your current department then that's their decision to make.

What I would be asking my manager would be: "ok, as this opportunity is now not available to me, what is your plan for keeping me engaged and interested? What's my development path for the next 12 months?".

Bottom line is they either keep you happy and engaged or they lose you to another company, that's how I see it.

This opportunity sounds like a secondment in which case having your manager agree to release you as a condition is lawful and standard practise I'm afraid. Best of luck

that's why people often leave - they are too good to be promoted and they get itchy feet

I'd be finding a way to word it to the manager either help me or you may lose me entirely. I've done it in the past with success. Them holding onto you this way doesn't help your career at all and you always thought that this is what they wanted for you as well for you to progress.

It has happened to my DH several times. He wanted to move groups, other groups wanted him, his manager would not release him.

Thanks everyone for your responses. The problem is that it's a very niche business, in order to leave I'd have to move a good few hundred miles away to get work in the same sector, and my manager knows this. Plus the benefits etc. are really good which means nobody ever leaves, but also nobody ever gets promoted, which is why I'm annoyed I can't get a look in at this very rare opportunity.

I think basically TrixIrl has summarised it - I could go down the complaint route but even if it did work for me I would then have to come back to this manager next year having pissed her off. Will have to have a think to see what to do.

Tbh I don't think she sounds like a decent manager. One who she is supposed to manage is inept and no-one wants this person. What is the manager doing to help that person develop or if needs be let them go?

She is also has been from the sounds of things allowing others like yourself carry the dead weight. If she simply moves the issues temporarily she isn't doing her job and holding two of you back.

Yes niche industries are complexed, but not impossible to still negotiate with.

Emphasise how moving you would be best for the team in terms of what you will bring back. Find a way to remind her that if she fucks up this can also look bad on her. You know her areas of weakness to use to sell her based on what you hope to bring back.

Drop in how disappointed you would be overlooked for a fantastic opportunity like this. It's a long time and things can change by the time this ends.

Chances are if you are overlooked when it comes closer to the time the other person is due back, you've started seriously looking at the options further away.

Another way to do it is to drop is casually as if you think she's joking about holding you back. I mean who would do that to someone they valued?

Some may view it as passive aggressive, but sometimes in business to get the job you have to fight for it. If she has an issue that is down to her to deal with and as long as you remain professional, nothing wrong with it.