Internal Job Posting Policy

Prepared by: Approved by: Approving Authority: Version: Effective Date:

Human Resources Head HR CEO 1.0 January 01, 2016

1.0 Purpose: To provide enhanced and/ or varied career opportunities for employees as priority
vis a vis external candidates, as and when such suitable opportunities arise within the
Organisation. These opportunities could be an enhanced role/ level or a lateral move within
the Organisation.

2.0 Scope: This Policy covers positions below M3 Level i.e. Vacancies or New positions within
ABMG units.

3.1 Eligibility:

 Employees who are confirmed in ABMG with at least 2 years’ service in their current
position
 Employees should have displayed good conduct with no complaints having been recorded
against them
 All requisite qualifications, certifications, registrations and experience demanded by an
opportunity need to be satisfied
 Preference would be given to high performers. Those who have got NI rating in the last
appraisal cycle can’t apply
 The employee, who applies for an opportunity posted, should be in a position to be relieved
from the current role as per the required timelines
 If an employee applies for 2 or 3 grade higher than their current grade, he/she will be
considered for only 1 grade higher if the position open permits so*

4.1 City Compensatory Allowance (CCA) Applicability:

 If there is movement to different cities, as per Annexure 1, CCA (City Compensatory

Allowance) may be provided on a case to case basis based on the merit of the case. The
same will be merged in the salary in a span of 2 years.

Organisation Confidential Page 1 of 6

ABMG reserves unconditional right to amend, abrogate, modify and / or rescind any of
the provisions of these rules at any time.
Process:

I. Posting of Internal Job Opportunities:

1. Available job opportunities will be posted by the HR department on the day the position opens
via various communication channels in the Organisation (i.e. mailers, notice boards, intranet
etc).

2. Positions will be advertised internally for a maximum of 1 week. Simultaneously they might
also be kept open for external recruitment. However internal candidates will be given
preference.

II. Application for Job Opportunities:

1. Once the job opportunity is posted by the HR department, interested employees must fill out
the ‘Internal Job Posting Application’ (Annexure II) and send it to the HR department no later
than the posting’s expiration date (i.e. 1 week from Job Posting date) or apply online

However prior to doing so, the respective supervisor of the current department (i.e. where the
employee is currently working) need to be informed by the employee.

2. Employees are free to contact the hiring manager or concerned HR for more information about
the position.

3. Employees need to attach a recent resume, any additional qualification proofs, and additional
documentation as appropriate, along with the Internal Job Posting Application

4. The HR department will check on the eligibility of the candidate and if found suitable, will
process the application further.

5. The HR department will forward a copy of the internal job posting application, to the hiring
manager for consideration, within 2 working days of receiving the same.

6. The candidate will be informed of the status of her/ his application by the concerned HR at the
earliest. If found suitable, the candidate will be informed of the Selection Process schedule.

7. The hiring manager may check with the current HOD on the applicant’s credentials. Also all
legal compliances need to be ensured before processing the application for selection.

Organisation Confidential Page 2 of 6

ABMG reserves unconditional right to amend, abrogate, modify and / or rescind any of
the provisions of these rules at any time.
III. Selection & Communication:

1. Hiring manager will first conduct 2 levels of functional interviews, to assess if the applicant
has the required technical expertise and skills to carry out the job.

2. All candidates who undergo the functional interview will be informed of the status of
assessment by the hiring manager.

3. If the candidate has cleared the functional assessment, they will be directed to the HR
department for an HR assessment.

4. After the HR assessment, the concerned HR will inform the hiring manager
on the applicant’s suitability within 2 days of assessment (i.e. ‘on hold’/ ‘Suitable’/
‘Unsuitable’)

5. Once an employee is found suitable & selected by both HR & hiring manager, HR
department will inform the current department’s HOD of the same. The current
HOD/Reporting Manager to approve the same within 6 working days after receiving
intimation by the HR department.

6. Both HODs will then need to agree upon a timeline when the employee can be relieved of
current responsibilities. The timeline for transfer of employee should not be later than the
notice period applicable to that position

7. Any up-gradation in employee grade, salary or special allowance, will be discussed by

hiring manager/HOD with the HR department, & the selected employee shall be informed
accordingly in a formal manner.

4.1 Exceptions:

 Exceptions in any of the above clauses shall be entertained only after due
consideration and the nature of exception/ urgency.
 For Staff level positions, approval of HOD, Unit Head and Unit HR-In-Charge
would be required.
 For Managerial positions, approval of Function Head, Unit Head & Head – HR
(ABMG) would be required.

Organisation Confidential Page 3 of 6

ABMG reserves unconditional right to amend, abrogate, modify and / or rescind any of
the provisions of these rules at any time.
* Illustrations:

1. If a Staff Nurse in RL4 position at AAE1, applies for Senior Nursing Supervisor, RL6
position at AAE2 and gets selected in the interview, he/she will be offered Nursing
Supervisor, RL5 position though the open position is for RL6

2. If Senior Executive, Operations, M2L1 level at AAE3, applies for Deputy Manager,
Operations, M2L3 level position at AAE4 and gets selected in the interview, he/she will
be offered M2L2, Assistant Manager Operations position only

** Illustrations:

1. If an employee at AAEM applies for a position at AAEC or AAES and gets selected in
the interview, he/she may be given CCA (City Compensatory Allowance)

2. If an employee at ABMG1 applies for a position at ABMG2 and gets selected in the
interview, he/she may be given CCA (City Compensatory Allowance) or other
applicable allowances for the location.

Organisation Confidential Page 4 of 6

ABMG reserves unconditional right to amend, abrogate, modify and / or rescind any of
the provisions of these rules at any time.
 Annexure I

Tier 1 Cities

1. A
2. B
3. C

Tier 2 Cities

1. D
2. E
3. F

Organisation Confidential Page 5 of 6

ABMG reserves unconditional right to amend, abrogate, modify and / or rescind any of
the provisions of these rules at any time.
 Annexure II

Internal Job Posting Application

Full Name:

Date:

Present Position and Location:

Phone/Mobile :

Position Applying For:

Please state why you are applying for this position and why you should be considered:

Please list skills, knowledge, education, certification and/or experience which in your opinion,
qualifies you for this job opportunity. (Pls also attach current resume)

In keeping with the Internal job posting guidelines, I am eligible for consideration.

Employee Signature

Post selection of candidate, Current Supervisor’s Comments:

Supervisor Signature & Date

Organisation Confidential Page 6 of 6

ABMG reserves unconditional right to amend, abrogate, modify and / or rescind any of
the provisions of these rules at any time.