Limiting internal transfers

Allowing employees to apply for internal job openings is a great way to provide upward mobility, but employers may have to place restrictions on which employees are eligible for a transfer. A new hire who is still in the orientation or probationary period probably wouldn't be allowed to transfer, but the eligibility to transfer can be delayed beyond completion of the introductory period.

Many employers restrict internal transfers until the employee has been with the company for a specified amount of time, such as six months or one year. Similarly, employees who accept a transfer might be ineligible to move again for at least one year. However, exceptions might be included for openings within the same department, shift, or job category. For example, a night shift forklift operator might be allowed to apply for the same position on the day shift, even if he or she hasn't been with the company for the specified amount of time.

The actual time frames are up to the company, but should consider factors such as the “learning curve” for a new job. Some jobs may require a full year (or more) before the employee is a full contributor, and allowing someone to switch jobs within that time may be inefficient (not to mention frustrating for the manager or team that is losing someone just as that person was starting to contribute).

Employers may also require that an employee have a performance rating of “meets expectations” (or higher) to be eligible for a transfer. If someone is below expectations or is under a performance improvement plan, the individual should be deemed ineligible for a transfer. This helps ensure that only the best candidates are accepted for open positions, and also prevents managers from “passing along” a problem employee for another manager to address.

Even if an employee is not meeting expectations, however, exceptions could be made. For example, an employee might have done well in one position, then applied for a transfer, but can't seem to get the hang of the new job. That individual could be allowed to return to the former position if a suitable opening is available (or might be demoted), even if the employee would not yet be eligible to transfer.

Similarly, an employee might be allowed to transfer under special circumstances as approved by the company. For instance, if an employee has a family emergency and requests to work part time in order to care for a parent, a transfer to a suitable position may be permitted, even if the employee would otherwise be deemed ineligible for the transfer.