Internal Job Posting Policy (IJP Policy) With Sample Template

What is an internal job posting?

An internal job posting (IJP Policy) serves as a formal announcement within an organization, notifying existing employees of an available position or a new opportunity. This provision enables current staff members to express their interest and apply for the role prior to the consideration of external applicants.

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Purpose of an internal job posting policy

The purpose of our internal job posting policy is multifaceted. Primarily, it serves as a structured guideline for announcing and communicating available positions internally before reaching out to external candidates. 

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This policy reflects the commitment to investing in the employees by fostering an environment that encourages career advancement within the organization. By prioritizing internal talent, companies enhance employee satisfaction, retention, and overall organizational growth, while simultaneously reinforcing the professional development of the team.

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Scope of the IJP policy

The Internal Jop Posting policy applies to every employee of the organization including the permanent and the part-time employees.

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Download the internal job posting policy template

Any internal job posting policy should be well-structured and should explain the IJP principles and internal hiring procedures within minutes.

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Explore our Internal Job Posting (IJP) template designed for efficiency and clarity in managing internal hiring! With our policy, you get the following -

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1. A clear detail on the principle to be followed and its compliance

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2. The eligibility guidelines 

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3. A step-by-step guide on the process to be followed

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Let's utilize this resource to cultivate growth and align talent with opportunity efficiently! Here’s to mutual success and advancement! 🥂

Internal job posting policy (IJP Policy) sample template

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Internal Job Posting Policy

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I. Internal Job Posting Policy Statement

At [Company Name], we foster a culture of growth, recognizing the skills and potential of our employees. We prioritize internal promotions, carefully considering qualifications, past performance, ability, and seniority during the selection process. Our policy outlines the procedure for internal job postings, ensuring transparency and equal opportunity for all employees.

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II. Scope & Compliance of IJP Policy

Human Resources is responsible for ensuring compliance with this policy and procedure, aiming to utilize the job requisition process as frequently as practical to fill vacant positions. Recruitment occurs both internally and externally, with provisions allowing for waivers in specific instances as described below.

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III. Eligibility of Internal Job Posting Policy

• Eligibility Criteria: Staff members who have completed their introductory period are eligible to apply.
• Exceptions: Any exceptions to the eligibility requirements must receive approval from the Regional Department Manager.

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IV. Postings

• Location: Vacancies will be posted on the Company News and Announcements section of the company website.
• Details & Enquiries: More details are available upon request made to Human Resources.
• Posting Waivers: In specific instances, such as employee returns from leave or reorganizations, posting waivers can be granted with the approval of the Regional Department Manager.
• Responsibility: Human Resources will manage the addition and removal of postings.

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V. Internal Job Requisition Process

1. Application Submission: Interested employees must complete a Requisition Form available on the website and submit it to Human Resources.
2. Review & Forwarding: Submitted forms, along with any performance reviews, will be forwarded to the hiring manager.
3. Interviews: All eligible applicants will be interviewed by the hiring manager for the applied vacant position.
4. Selection Notification: Hiring managers will inform Human Resources of their final candidate selections. Non-selected employees will be notified in writing.
5. Personnel Action: If a current employee is selected, the hiring manager will complete a Personnel Action Form (PAF) to process transfers and reclassifications.
6. Final Decisions: Hiring managers or senior management, without limitation, reserve the right to make the final decision.

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[Company Name] is dedicated to empowering employees and recognizing their talents. We believe that fostering growth from within enhances our collective experience and expertise, ultimately contributing to the success of the company. 

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Employees are encouraged to explore opportunities, develop their skills, and contribute to our shared goals and vision. Human Resources remains available for any queries or guidance regarding the internal job posting process.