Posting job openings

ultrasun

We are an equal oportunity employer with some gov't contracts. We post all available positions. Must we allow all internal current employees to apply or can we first require that their supervisors first agree for them to transfer? ( the obvious problem is the disruption and possible loss to a department if its trained and necesary employees are constantly applying to another more attractive department.)---Does a restriction on existing employees violate our EOE policy?

Thanks for your comments.

marc

We have policies regarding internal tranfers, in fact, we usually give EEs the first crack at any job opening.

Here are some basics:
1. Must be in good standing.
2. Must have been in current job for one year.
3. Must meet job qualifications (degrees, etc).
4. Releasing supervisor can ask for relief due to Business Necessity.

We have other miscellaneous provisions designed to provide confidentiality for the EE and to give enough notice to the releasing supervisor to fill the position and avoid business interruption, etc, etc.

This is usually a good thing for your staff. Provides for employee development and advancement and gives EEs a chance to try other aspects of your company. Good for morale and long term relationships.

Don D

If you are regulated by Executive Order 11246 and the OFCCP, you would be held in violation if you were to restrict the ability of your current workforce to apply for promotional opportunities. Your AAP does not apply just to outside applicants. You must provide upward mobility avenues for your current workforce as well. Even without Government intervention, don't you think this would be fair?

pecohr

I would be looking for some ways to increase my training processes to be prepared for the internal changes vs. holding people back from improving their station in life. It's the right thing to do and a wise management group would be taking this into account in their strategic management planning.

Just my .02

LV

Restricting one's upward mobility without providing a legitamate business reason would most certainly open up a can of worms. The process would be very inconsistent and subjective and would open up your business for possible future litigation. I also agree with Don on the OFCCP requirements.

Gillian3

If you don't have some consistent program to allow employees upward mobility, you have the "secret promotion system", where someone is promoted into a position no one else knew existed. This creates all sorts of morale problems. Whether or not you require employees to contact their current supervisor is up to you. Some employers think that this requirement is good business, so that supervisors know what is going on. Others think it is bad for the promotion system because supervisors will retaliate somehow or try to talk the employee out of applying for the job.

System

In a perfect world, the supervisor would know that his best employees have higher aspirations. At some point they'll either get promoted or quit. But supervisors need to know that their department won't be left in the lurch when an employee leaves.

James Sokolowski
HRhero.com