You are here: AU  Staff  Staff Service HR Recruitment and employment Internal job mobility - job rotation og job swaps

Internal job mobility - job rotation og job swaps

With a view to creating greater insight, understanding and cohesion across the university’s units and functions, while also contributing to the competency and career development of individuals, it is a goal – according to Aarhus University’s staff policy – to increase employee mobility internally at the university.

Subject to agreement, it is possible for permanent staff members to do job rotations and job swaps, provided always that this is compatible with the individual employees’ duties and the activities of their unit.

What is a job rotation/job swap?

Job rotation

A job rotation means that an employee is transferred to another position for a clearly defined period of time. After the agreed period of time, the employee returns to his or her original position.

Job rotation agreements are concluded by the employees and managers affected following discussions between the parties.

So as to ensure that the employee derives the desired benefits from the arrangement and considering also the fact that the unit must do without the employee for the duration of the job rotation, it is recommended that job rotations last three to six months.

Job swap

A job swap means that two employees swap jobs for a clearly defined period of time. After the agreed period of time, both employees return to their original position.

Agreements on job swaps are concluded by the employees and managers affected following discussions between the parties.

So as to ensure that the desired benefits are derived from the arrangement, the recommended duration of a job swap is up to 12 months, out of consideration also for the employees’ return to their original positions.

Description of procedure

Employees who are interested in doing a job rotation or job swap must submit a request to their manager. The manager and the employee then discuss the possibilities.

If the employee and his or her manager agree that a job rotation/job swap would be possible, the manager looks into the possibilities for such an arrangement with the relevant units. A written agreement is then made between the parties involved, setting out the duration of the arrangement and the employee’s specific duties during this period. The agreement must also set out the tasks which the employee must focus on so as to ensure the desired competency development and the subsequent application of these competencies following the return to his or her original position.

The place of employment of employees involved in job rotations or job swaps is still Aarhus University, and there is thus no need for them to take leave.

Role of the liaison committees

Under Clause 5(3), para (a) of the Cooperation Agreement, liaison committees play a role in connection with the promotion of the strategic goal of ensuring competency development in the workplace. It is therefore recommended that the liaison committees focus on the possibilities for job rotation and job swaps and the competency development that can be achieved.

Return to original position following job rotation or job swap

Upon the expiry of agreements on competency development through job rotations or job swaps, employees return to their original position.

 

In the event of any inconsistency between the Danish and English language versions of the document, the Danish version prevails.

1431071 / i40