Embedded Files
Internal Eligibility
Internal Eligibility
To be eligible for a promotion or transfer, an employee must meet the following criteria:
6-month probationary period must be completed (in accordance to HOOP Policy 152).
Employee must have received at least a "Fully Meets Expectations" on their last annual performance evaluation.
Employee must have a clean disciplinary record
must not have been subject to formal disciplinary action per HOOP Policy 187, Discipline and Dismissal of Classified Employees within six months of the application date
must not have received a formal written reprimand or Performance Improvement Plan within six months of the application date.
Employee must meet the minimum requirements of the position.
Candidate Selection & offer process
Candidate Selection & offer process
Finalist Selected
When a finalist is selected, you may disposition other candidates accordingly ("rejected after review" and select a reason).
You may keep your finalist candidates "under consideration" if the selected candidate does not move forward with the position.
Conduct Reference Checks (HOOP POLICY 156)
The hiring managers should check references with the final candidate’s current supervisor and any other references provided by the final candidate. It is the hiring manager’s responsibility to inform the final candidate that references will be checked. Internal transfer candidates must provide at least two individuals to provide a reference. One of the two references must be their current supervisor. (CLICK HERE TO REVIEW HOOP POLICY 156)
Salary Guidance & Offer Process
Requesting the Salary Guidance in Taleo will send a communication to your TA Specialist, who will complete and send it to the Hiring Manager or designated department contact.
The approved amount should be returned to your TA Specialist.
The offer and any negotiations will be handled by your TA Specialist. Departments should NOT discuss salary with the employee.
Internal REference Checks
Internal REference Checks
Check Internal References
Internal employees must provide at least two individuals who can provide a reference. One of the two references must be their current supervisor.
Communication Regarding Start Date with Employee's Current Manager
*As part of the reference check process, you (as the hiring manager) must work with the existing manager to determine a mutually acceptable date for a transition if the internal employee accepts your offer. We recommend at least two weeks.
Keep Applicant Informed
When an internal employee is being considered as a finalist, let them know and inform them that you will be conducting a reference check with their current manager.
Hoop Policy 156
Hoop Policy 156
The hiring managers should check references with the final candidate’s current supervisor and any other references provided by the final candidate. It is the hiring manager’s responsibility to inform the final candidate that references will be checked. Internal transfer candidates must provide at least two individuals to provide a reference. One of the two references must be their current supervisor.
Your recruiter will provide a Salary Guidance to the hiring manager or designee for an internal final candidate for a transfer who meets the minimum educational and experience requirements of the job or for an identified employee who will be promoted.
Your recruiter will extend the job offer to the final candidate. Job offers are not valid unless extended by a recruiter or an authorized member of the Human Resources department.
sALARY/ PAY DETERMINATION
sALARY/ PAY DETERMINATION
Movement Types
LATERAL TRANSFER
This applies when the midpoint of the salary range of the job code is the same as the midpoint of the employee's current job code.
Salary would remain the same.
PROMOTION
The midpoint of the salary range of the job code is above the midpoint of the employee's current job code.
The standard salary guidance process would be initiated.
DEMOTION/ VOLUNTARY DOWNGRADE
This applies when the midpoint of the salary range of the job code is below the midpoint of the employee's current job code.
The new salary cannot exceed the employee's current salary.
STATUS CHANGE
If an employee moves from Casual/PRN to a PT or FT position, their salary would remain the same.
Please note that some PRN positions have a flat rate and may affect an employee going from Full-Time to PRN.
Internal STart Dates
Internal STart Dates
Internal Movement Dates
Semi-monthly and exempt Practice Plan (PP) employees can transfer on the 1st and 16th of the month.
Bi-weekly/ Hourly Practice Plan (PP) employees can transfer one the Sunday before the new Practice Plan pay period starts. (Their actual start date will be on Monday).
*You (as the hiring manager) must work with the existing manager to determine a mutually acceptable date for a transition. We recommend at least two weeks.
bACKGROUND CHECKs & pa pROCESS
bACKGROUND CHECKs & pa pROCESS
When an offer has been formally accepted in our system, our Onboarding Services team will request an internal CBC (Criminal Background Check). This process can take up to two weeks to complete. The Hiring Manager listed on the requisition will receive the clearance communication when a successful result has been received.
The NEW department (department gaining the employee) will be responsible for submitting the PA for all Promotions and transfers.
For more information regarding the eligibility for promotion or transfer, please review HOOP POLICY 156.
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