Internal Hire
March 20, 2012
Internal Hire
Transition Projects’ overall objective is to fill each vacant position with the most qualified applicant. The Internal Hire Procedure gives preference to existing employees over outside applicants. Only regular full-time or part-time employees may participate in the internal hire procedure.
Internal hire procedures will be used for regular part- or full-time positions (positions that are twenty or more hours per week and expected to last more than 180 days). Management Team positions are exempt from the internal hire process, as are limited part time, on-call, and temporary positions.
When a position as described above opens for recruiting, Transition Projects will provide five days’ advance notice to current staff and to laid-off staff eligible for recall before promoting the position externally. The notice will consist of a job description with internal application instructions specified. These notices will be posted conspicuously at each facility.
Interested employees apply by submitting a letter of interest (and, if they wish, an updated resume) to the Human Resources Director within the posting period. The letter must affirm that the employee meets all stated qualifications for the position. Letters arriving after the posting period closes will be considered, but without “internal applicant” preference.
Fully-qualified internal applicants will be screened and scheduled for interview prior to external applicants.
The hiring manager, in consultation with the interview panel, will select the most fully qualified applicant for the position.
If an internal applicant is selected for the position, date and time of reassignment will be coordinated between the gaining and relinquishing Program Managers. The applicant is expected to conclude fully and thoroughly all obligations to the relinquishing program (closing out caseloads, etc). The applicant is also expected to commit to at least six months’ tenure in the new position before voluntarily seeking another reassignment or promotion.
For employees transferring to new job positions within the agency, the Executive Director and the Human Resources Director will set the wage or salary consistent with the Collective Bargaining Agreement or customary compensation procedures.
Any employees accepting a position in a different classification or of a substantially different nature from their current assignment will serve a six-month trial period, and are subject to 3- and 5-month performance evaluations.
Employees transferred to new regular positions will retain their current benefits status (with accrual rates adjusted if appropriate for FTE), and will keep their sick leave and/or vacation leave accrued balances.
Transition Projects will not guarantee that an employee selected for internal hire can return to the former position if the new position does not work out; or that s/he can continue to work for Transition Projects if and/or when the new employment opportunity ends. If an employee is allowed to revert to their former position, compensation will be adjusted to the rate they would have received had they not left the former position.
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