Expansion of Internal Moves for Office SIPS OCU Crystal Koors and - - PowerPoint PPT Presentation

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Expansion of Internal Moves for Office SIPS OCU Crystal Koors and - - PowerPoint PPT Presentation

Dec 18, 2023 7 likes •332 views

Expansion of Internal Moves for Office SIPS OCU Crystal Koors and Elisabeth Kane Q4 2019 Internal Use Only It is critical to the success of our business that every employee has the opportunity to achieve their full potential at Cummins.

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Expansion of Internal Moves for Office – SIPS OCU

Crystal Koors and Elisabeth Kane

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Q4 2019

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It is critical to the success of our business that every employee has the opportunity to achieve their full potential at Cummins. We are personally committed to empowering employees and their leaders to realize this goal for our entire workforce.

Jill Cook

Vice President Chief Human Resources Officer

Rich Freeland

President Chief Operating Officer

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WHAT’S IN IT FOR EVERYONE?

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Employees

Helps employees reach their full potential Visible, varied job assignments

Managers

Increased access to diverse talent pool Tools to move talent seamlessly

Organization

Leverages diverse viewpoints and experiences Creates sustainable success

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INTERNAL MOVES & MOBILITY

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THREE LEVERS ENABLE INTERNAL MOVES

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Internal Moves Policy Global Domestic Relocation Policy Internal Moves Process & Technology (iRecruit)

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OUR INTERNAL MOVES PRINCIPLES

Hire to Develop philosophy Value diverse viewpoints and experiences Fill positions with qualified internal candidates Expect open conversations, at all times Employees to fully benefit from development

  • pportunity and contribute back
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EXPANDING THE SCOPE OF THE POLICY

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  • Internal Posting

Requirement Internal Vacancy will be posted Vacancy may be posted externally Exempt, GPP CC01 - CC03 Required Globally After 14 days Tech, GPP All Levels Required In Country At any time Office GPP Level III and IV Required In Country At any time Office GPP Level I and II Optional* In Country At any time Shop, GPP All Levels Optional* In Country At any time *Optional refers to making vacancies visible In Country

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OPEN CONVERSATIONS

Career path and job opportunity discussions may take place any time Employees should discuss with Manager before applying Hiring Manager seeks feedback from applicant’s current manager Hiring Manager discusses transition considerations with current manager Hiring Manager provides timely feedback to candidates

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KEY ELEMENTS OF THE POLICY

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Qualified internal candidates should be given preference and should be should be considered at all stages of the recruiting process An employee should expect to remain in their role to fully benefit from development opportunities and contribute back to the business Qualified candidates who require domestic relocation may not be denied consideration solely due to relocation cost

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GLOBAL MOBILITY STRATEGY & PRINCIPLES

STRATEGY PRINCIPLES

Enables and facilitates effective and seamless movement of talent regardless of geography, while supporting individual employees and their families (if applicable) in ways that make such moves as smooth and as well-supported as possible.

 Reduce barriers to mobility through mitigating the actual costs incurred to move from one location to another.  Offer a market competitive benefit program which ensures the equitable treatment of employees while being cost effective and competitive within

  • ur industry.

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GLOBAL MOBILITY PROGRAM POLICY SUITE

Policy Type Usage Guidelines

Temporary Cross-border Assignment Policy Short-term

  • Temporary assignment of more than 3 months up to 12 months to

another country

  • Repatriation to home country intended

Intermediate

  • Temporary assignment of more than 12 months and no more than 2

years to another country

  • Repatriation to home country intended

Long-term

  • Temporary assignment of 3 years to another country
  • Repatriation to home country intended

Global Cross-border Relocation Policy

  • Indefinite transfer to a new role in another country
  • No intent of repatriation

Global Domestic Relocation Policy 1

  • Indefinite transfer to a new role in new location in the same

country

  • No intent of repatriation

FOOTNOTE:

1 ‘Domestic Relocation’ is defined as the permanent relocation of a new hire or current employee from one location to another within the same country to take a new role.

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PROCESS & TECHNOLOGY

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GLOBAL KEY STAKEHOLDER RESPONSIBILITIES

Hiring Manager HR Business Partner Employee

Partners with Hiring Manager Ensures 30% is accurate Supports Internal Recruitment Approves posting in iRecruit (HRM) Updates candidate status post- interview Updates position to “Closed/Filled” after selection Discusses with manager before applying Searches & Applies for Jobs via iRecruit Sets up preferences in iRecruit Leads & Owns Process Creates iRecruit Posting Updates candidate status pre- interview Seeks feedback from candidate’s current manager Ensures Candidate Care Provides developmental feedback

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OCU EMPLOYEE RESPONSIBILITIES

Discusses with manager before applying Searches & Applies for Jobs via iRecruit Submits resume or template attachment Sets up preferences in iRecruit

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SIPS OCU KEY STAKEHOLDER RESPONSIBILITIES

Hiring Manager HR Business Partner SIPS

Partners with Hiring Manager Ensures 30% is accurate Ensures Orientation date is accurate Updates title to include contract name Updates HRG to SIPS team member Supports Internal Recruitment Approves posting in iRecruit (HRM) Ensures Candidate Care Updated as HRG in iRecruit Updates posting with resume details & tiering Reviews applicants for eligibility and tiers Emails tiers to HR & HM Updates candidate status pre- and post-interview Unpost after 10 days Post external (if applicable) Updates position to “Closed/Filled” after selection Leads & Owns Process Creates iRecruit Posting (including orientation date) Reviews applicants presented by SIPS team Seeks feedback from candidate’s current manager Ensures Candidate Care Provides developmental feedback Discusses with manager before applying Searches & Applies for Jobs via iRecruit Submits resume or template attachment Sets up preferences in iRecruit

OCU Employee

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SEARCHING FOR JOBS

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  • 1. Select the tab “My HR”
  • 2. Select “My HR Homepage”
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Click Internal Job Postings

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  • 1. Login using your

WWID & Password

  • 2. Select “Internal Job

Postings, Standard” 1. 2.

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iRecruit Job Search

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Select the “Jobs” tab You may now search for jobs. Date Posted is the only required field.

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Search Tips

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  • 1. If you haven’t searched

recently, set the date to “More than 4 Weeks”

  • 2. Must select Country

before selecting State

  • r City
  • 3. You can search by

Keyword “OCU”

  • 4. Always select “Go”

after updating the search criteria

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APPLYING FOR JOBS

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Learn More

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Click the underlined blue IRC number of the position you are interested in to learn more

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Review the Position

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  • 1. OCU positions will have “OCU” in Job

title along with which contract and job level (e.g. OCU CMEP Administrative Associate Level V)

  • 2. Position Name includes the GPP Level
  • 3. If applying to an Office role outside of

Southern Indiana, contact the Line HR listed to understand more details

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  • 1. Additional Responsibilities Unique to the

Position contains job-related information entered by the Hiring Manager

  • 2. It will also include information from the

SIPS team on OCU candidates being considered first and what roles require a resume or a seniority template

  • 3. It will include the Orientation date if an

OCU position

  • 4. Select “Apply Now” if interested
  • 5. Select “Add to Basket” to review later
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Upload Resume or Seniority Template

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  • 1. Select “Upload

Resume” and select either your resume or seniority template, based on position

  • 2. Select “Continue”
  • 3. To use already

loaded resume or seniority template, don’t upload anything new, Select “Continue”

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Final Review Before Applying

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Select “Finish” when ready to apply

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SETTING JOB PREFERENCES

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Setting Job Preferences

Select the “My Account” tab

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Preference Tips

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  • 1. Select more than one Function by

holding down the “Control” key if your GPPS of interest are across functions

  • 2. Depending on your location

preference, you may select Country

  • nly, Country and State or Country,

State and City

  • 3. Make sure the box to receive emails

is checked

  • 4. Click “Save” when done
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SIPS IRECRUIT VACANCY – SIPS INPUTS Required Additional Verbiage

The following information will be included in all Southern Indiana hourly vacancies:

  • This position falls within the Office Committee Union (OCU) Base Business bargaining agreement.
  • All OCU positions are posted internally for 10 days.
  • Selection preference to be given to current OCU employees. Once the internal OCU candidate pool has been

exhausted per the Southern Indiana Base Business OCU Labor Agreement, all other internal Cummins employees will be considered.

  • All Employees are required to provide a resume for Administrative Associate, Administrative Associate-

Specialist, and Technical Associate roles. Please see job posting title to determine whether this position falls under any of these classifications. Applications will be considered incomplete without an attached resume for these positions.

  • OCU Employees are not required to provide a resume for Administrative Analyst, Technical Support Specialist

(TSS), and Technician roles. Please see job posting title to determine whether this position falls under of any

  • f these classifications. Upload the "Bid by Seniority Application Template" that can be found on the SIPS

Cummins Connect page to complete applications for these positions.

  • Orientation will be held on 5/31 at 10:00 am EST, Corporate Office Building, 500 Jackson Street, Conference

Room 123.

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WHAT’S NEXT

OCU Employee Training (11/12, 11/14 and 11/18) “Welcome Back” Communication & Job Aides Survey to OCU Employees