Overview
CIT staff internal transfers can be initiated by a CIT employee, CIT management, or CIT/HR.
Process/Procedures
CIT employees are expected to read and understand their obligations as outlined in this document as well as in the associated university policy referenced above.
Eligibility
In accordance with HR Policies: 6.10.9, Staff Transfer (Excluding Academic and Bargaining Unit Staff), eligible employees must be in a current full- or part-time position with a good performance record for a minimum of 6 consecutive months.
CIT Employee Initiative
A CIT employee learns about a CIT position through a CIT-ALL posting announcement and applies for the opportunity at Jobs at Cornell
http://www.ohr.cornell.edu/jobs/
If the CIT employee does not meet the minimum qualifications for the position, the hiring supervisor is expected to contact the employee to discuss the position requirements and provide feedback regarding the reasons he/she will not be considered for the position. A system-generated "Not Pursuing Your Candidacy" correspondence will not sent to the employee until the hiring supervisor confirms with CIT/HR the conversation has occurred.
If the CIT employee meets the minimum qualifications for the position, he/she will be given due consideration in the selection process.
CIT Management Initiative
A CIT Director, Assistant Director, or supervisor is interested in an employee from another CIT area to fill a current or anticipated opening. The Assistant Director and/or supervisor consults with division Director and CIT/HR for a recommended approach.
If agreed, the hiring Director contacts the employee's current Director to discuss the opportunity.
Employee's current Director fully supports the move. Current Director contacts the employee to discuss his/her interest. If there is an interest, subsequent interviews occur. If transfer is approved, the Directors are expected to discuss time frame and transition (keeping in mind internal transfer guidelines stated).
Employee's current Director does not support the move due to performance concerns. CIT/HR will meet with each Director to determine the qualifications of the employee's current role against those of the proposed new role to determine if there is a "fit" issue that the transfer may address.
Employee's current Director does not support the move due to the move causing significant business hardship at that point in time. The current Director may create and present the business case for "vetoing" the transfer to the Vice President for Information Technologies (VP, IT) for consideration.
Temporary Veto
If there is a solid business case for delaying the move, the VP, IT may grant a temporary veto in which the duration will be no more than three months.
If the VP, IT approves the veto and the hiring Director can wait to fill the position and is still interested in the employee, CIT/HR will contact employee to talk about the interest in a "possible" position opening in a few months. If the employee is interested, the hiring Director can engage him/her in an exploratory conversation. If there is mutual interest, both Directors will discuss and develop a long-term transition strategy.
Under no circumstances can a Director permanently block an employee from transferring out of his/her unit. A temporary veto is the longest delay granted.
CIT/HR Proactive Brokering
CIT/HR has identified a current CIT employee who is qualified for an available position that is either actual or anticipated (i.e., retirement).
CIT/HR has prior knowledge of and has assessed an employee's interest in pursuing other opportunities within CIT or recommends the employee be considered for the position.
- CIT/HR contacts the hiring Director to discuss the feasibility of the candidate.
- If the hiring Director wants to consider the recommended employee, they will discuss hiring strategy with CIT/HR to determine available options (e.g. progressive promotion or open posting).
- If a progressive promotion is considered, the hiring Director contacts the employee's current Director to discuss the potential transfer.
- Unless there is a critical business need that prevents the transfer from occurring in a timely manner (temporary veto scenario), the employee¹s current Director contacts the employee to discuss the available position (in special circumstances, CIT/HR may contact the employee directly).
- The current Director will notify the hiring Director of the employee¹s interest.
- If there is mutual interest, the employee and hiring Director will discuss the position in more detail and work collaboratively with the current Director to develop and implement the transition.
- If the employee is considered an open posting candidate, CIT/HR will contact him/her to inform them of an upcoming job opportunity and to apply at Jobs at Cornell
http://www.ohr.cornell.edu/jobs/ when officially posted.
Subsequent steps follow University Filling Vacancies policy and, if relevant, Staff Transfer Policy. Refer to Filling Vacancies policy (needs to be created)
Progressive Promotion
In order for the internal transfer to be considered a progressive promotion, the following criteria must be met:
- Position is a move within a band (no change in band) or a change of one band (e.g. F to G);
- Position is within the same job family;
- Position is within the same unit.
No posting, listing or waiver is required if resulting vacancy from the employee's previous position is posted and a full search is conducted.
CIT HR will determine if an internal transfer meets the required criteria for a progressive promotion.
Open Posting
If an internal transfer does not meet the required criteria for a progressive promotion, the position will be posted and a full search conducted.
Considerations
If a new CIT employee transfers to another CIT area after a minimum of 6 consecutive months and before one year of university service, the area receiving the employee may be asked to reimburse some of the hiring costs (i.e., relocation, recruiter fees).
Reference Checks
The hiring Director, Assistant Director or supervisor is expected to contact the employee's current supervisor and other team members or customers to solicit feedback on the employee's performance.
Compensation
If an internal transfer does not meet the required criteria for a progressive promotion, the position will be posted and a full search conducted.
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