Internal Opportunities

Internal Opportunities

At Company, career development is an important factor in retaining and developing our people. To facilitate this, all staff should be made aware when positions become available in the company. This “Internal Opportunity” policy aims to minimise the possibility of unnecessary internal conflict.

All vacant positions will be advertised internally (by e-mail) unless authorised by the CEO.

An external search for candidates may still occur at the same time that internal opportunities are published.

Internal transfers will generally not be approved where an employee has been in their role for less than twelve months. If less than this period, both the employee’s current and prospective Manager must approve the appointment.

Process
Managers should make all external candidates aware of this policy during the recruitment process.

Employees who apply for an internal opportunity must advise their Manager. The recruiting Manager must ensure all internal applicants have done this before accepting their application or conducting an interview.

A brief discussion can be held with the recruiting Manager or the HR Manager to find out more about a role and whether it is suitable, prior to an interview being made.

A Manager may prevent an employee from accepting a transfer for one of the following reasons:

• Where the employee has been in their particular position for less than 12 months;
• Where operational considerations may prevent immediate release;
• Where an employee has been assessed as "less than fully competent" and/or who is on a performance development program.

Internal and external candidates will be treated equally when considering the best person for a role.

The notice period for internal transfers will be as per the employee’s employment contract, unless by mutual agreement between the existing and the new Manager.

A letter confirming the transfer will be sent to the successful employee by the HR Department.