Secondments

Secondment opportunities typically arise for existing staff where a post becomes vacant and needs to be filled on a temporary basis by means of a fixed term contract. This page provides a brief overview of the scope of the Secondment Policy and highlights some key features.

Secondments within UCD provide opportunities for staff development by allowing employees to enhance existing skills and develop new skills to support individual career development. UCD supports secondments within the University where it is deemed to be beneficial for the University, the School/Unit (where the substantive post exists) and the employee.

Secondment Policy

This policy applies to all UCD Staff members (both permanent and fixed term) who apply for another assignment/role on a temporary basis within UCD. To be eligible you must have completed your probationary period before applying for a secondment.

While all permanent / fixed-term employee can apply to any alternative fixed term appointments, there are some important differences between permanent / fixed-term employees as outlined in the Policy.

This section contains a summary of a UCD policy, however, in all cases the Policy remains the definitive source of information on the topic. Read the full Secondment Policy in the Governance Library now.

End of the secondment (Policy summary)

Permanent employees

The new post will be treated as an internal secondment and your permanent status will not be affected.

Where a secondment is less than 2 years duration you will return to your substantive post and grade at the end of the appointment.

If the secondment is greater than 2 years duration (or is renewed, thereby taking it over 2 years), your substantive post will not be retained. Your permanent status is unaffected and you will return to your substantive grade but not necessarily to your home School/Unit. Assigned duties and responsibilities will be consistent with their grade

Fixed Term employees

If you are an existing fixed-term employee, appointment to the alternate UCD post will supersede / overwrite your existing fixed-term post (assuming that the new appointment is longer than the existing one).

In the unlikely event that an appointment is of a lesser duration, you have no entitlement to return to your former fixed-term post

Moving to a new pay scale (and back again)

When you move to a new post, your salary will be paid in accordance with the grade of the new post.

  • If you are already at the grade of the new post then no salary increase will occur at the time of appointment and annual increments will apply.
  • If you are moving to a new grade for the duration of the secondment then you will move to the appropriate scale and to the first point above your current salary
  • If you are covering an existing post but you are not required to carry out the full range of duties, the pay/grade shall be determined by the use of job evaluation.

Secondees will maintain their continuous service, annual leave record at that time and will be subject to the terms and conditions of the secondment post.

It is important to note that, when you return to your substantive grade, your salary will revert to previous levels but including any increments or national pay awards which may have occurred during the secondment.