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Secondment can be an excellent development tool for advancing career development, sharing knowledge and good practice, and fostering good relationships and understanding between departments and organizations.
Secondment is the loan of an employee to another department on a temporary basis. However, recent trends have included the temporary transfer of an employee to another organization. With the development of flatter organizations, a secondment offers individuals the opportunity to develop various skills in situations that may not occur within their own organization or department.
There are therefore two main forms of secondment: internal and external.
Internal Secondments
Internal secondments are a particularly good way of giving individuals development opportunities, and at the same time retaining those involved. The individual benefits through the increased exposure to new methods of working and new skills. Other advantages of internal secondments include the sharing of knowledge and good practice and fostering relationships and understanding between departments. They are also relatively simple to arrange, and do not involve relocation costs. One disadvantage, however, is that secondees from other departments do not always bring in fresh talent or a new perspective, as would more often be the case with external secondees.
In a typical internal secondment scheme, positions are advertised in a newsletter or circular, and are generally open to permanent employees who have been in their position for over 12 months. The duration of the secondment, usually 6-12 months, should be specified in advance, along with the responsibilities of the original and temporary line managers. Tailored development plans should be agreed with individuals beforehand, and evaluated at the end, to ensure that they get the most out of the opportunity. There should also be a guarantee that they can return to their original jobs on completion of the secondment.
External Secondments
While more complex than internal secondments, external secondments provide great benefits for all parties: for the personal development of the individual, who will gain experience in a new environment, for the original organization, which will receive ideas on new and different ways of working, and the host organization, which will gain a new perspective on the way it works, as a result of having an external perspective. However, it is vital that all three parties are clear about their responsibilities. A number of points need to be clarified:
- What will be the length of the secondment – will it be for a fixed term or for an indefinite period?
- What are the learning objectives, and how will they be measured?
- What will be the arrangements for overtime, bonuses etc? (The original organization will normally be responsible for basic salary.)
- Who holds responsibility for relocation expenses?
- In the event of long-term absence, what will happen?
- In the event of a disciplinary matter, which organization will be responsible?
- What will the annual leave arrangements be?
The above issues should be clarified before the start of the secondment to avoid any confusion or debate over responsibilities. To ensure that the process runs as efficiently as possible, the departments organizing the secondment should:
- ensure that all staff are aware of the secondment procedure
- obtain backing from senior management, and make them aware of the benefits in terms of developing staff and providing fresh ideas for improving the way that the organization works
- make the positions available to as wide a range of people as possible
- give a thorough induction to all seconded individuals
- regularly monitor the secondment process to ensure that it is running efficiently and that the individuals and organizations are benefiting from it
- put in place an evaluation process to ensure that maximum benefit is gained from the secondment for both individuals and the organization, and to make changes to any future programs
If these steps are followed, requirements fulfilled, and potential points of conflict clarified, then secondment can be extremely effective as a development tool. It gives individuals a fresh perspective on their present job or career, whilst also benefiting the organization or organizations involved through the sharing and transfer of ideas. External secondments also offer opportunities for developing strong connections and relationships between organizations.
