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Personal and Professional Development


Lead-in time

Advertising the secondment

Further particulars/role description



Lead-in time:

Offering a reasonable lead-in time to recruit to the secondment is important for two reasons:

  1. To ensure access to secondment opportunities is maximised.
  2. Filling secondment positions can generate a daisy-chain effect i.e. when one person moves from their substantive post to undertake a secondment, their substantive post may be filled by a secondment and so on, so the timescale for each recruitment process needs to dovetail with the others in order to ensure that posts don't remain unfilled for an unreasonable amount of time.


Advertising the secondment:

  1. Secondments should be advertised via the Job Opportunities website, clearly marked as 'Secondment opportunity, for internal applicants only'. Identifying a job opportunity as a potential secondment may help to attract a larger number and broader range of candidates.
  2. Secondment opportunities can also be circulated to a secondment 'pool', those who have expressed an interest in administrative secondments. If you wish to do this please email Miranda Carr, PPD.


Further particulars/role description:

One of the key aims of the Secondment Development Initiative is to enable administrative staff to access secondments that will provide them with the opportunity to develop their professional skills and knowledge. However, it is also recognised that the secondee needs to fulfill the requirements of the role to an acceptable standard from the outset. Therefore, it may be helpful for departments and individual managers to consider the following key questions at the start of the recruitment process:

  1. What skills and knowledge does the successful candidate need to be able to demonstrate from the outset in order to carry out the role?
  2. What skills and knowledge could the secondee have the opportunity to develop during the secondment?
  3. What professional development opportunities can be made available to the secondee to enable them to develop these skills and areas of knowledge?

Responses to these key questions can then be highlighted in the Further Particulars or Role Description.

The Career Pathways (CP) Profiles for Administrators, can help departments to respond to these questions as they articulate the type and level of skills and behavioural attributes that should be demonstrated by administrative staff at each grade, ranging from grades 4 - 11.




During the secondment interview, it is helpful for candidates to have some clarity around the development opportunities that will be available to them during the secondment and the type of informal support they will receive during the secondment i.e. mentor, buddy.

After the interview, host departments can offer feedback to unsuccessful candidates and if appropriate, signpost them to PPD for further support with secondment/development opportunities