Internal Mobility Process
Author
Diane Zimmer
Abstract: This document contains the instructions and steps that govern the
Internal Mobility Process.
Version: 1.0
Date: 8/29/06
Status: Released
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Document Version:
1
References
Document/Site Name
Document Location
Candidate Quick Reference
Guide
Candidate Quick Reference Guide
Hiring Manager Quick
Reference Guide
Promotional Guidelines
Hiring Manager Quick Reference Guide
Staffing Website
Staffing_Wrapper
Global Immigration Services
Global Immigration Services
Global Assignment Center
Global_Assignment_Center
My HR
My HR
OFCCP Tool Kit
OFCCP_Tool_Kit
Rewards Guideline Book
Rewards_Guideline_Book
Employee Solution Center
Promotional Guidelines
ESC
Document Revision History
Version Date
0.1
8-Jun2006
Author
Diane
Zimmer
1.0
29-Aug06
Diane
Zimmer
2.0
15-Nov06
Sue Perez
Contributors
Russ
Robinson,
Kevin
Leonard,
Claudine
Consalvo,
Yesenia
Chambers,
Mike
McCouch
Change Tracker
Diane Zimmer
Description
Original Draft
Diane Zimmer
Released Version 1
Updated Definitions
to be the same in all
SOPs
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Glossary of Terms & Acronyms
Acronym or Term
RMS (clickXG)
AIP
BHR
ICHR
PIP
ESC-A
Enet
Global Immigration Services
(GIS)
Global Assignment Center
(GAC)
Definition
Requisition Management System
Attendance Improvement Plan - A formal, written plan
specifying the attendance requirements that must be
met during a specific time period for the employee to
improve the performance to an acceptable level.
Business Human Resources - The HR Representative that
sits with the business to support the managers and
the employees of that business with issues that are
business specific.
In Country Human Resources - The HR Representative
that supports the country-specific managers and the
employees of the various businesses with issues that are
country specific.
Performance Improvement Plan - A formal, written plan
specifying the job requirements that must be met during
a specific time period for the employee to improve
performance to an acceptable level.
Employee Solutions Center-Americas - The Center
maintains the master data and processes the payroll for
all U.S.-based Motorola employees. For our complete
portfolio of services, see our About the ESC-Americas
page.
ENET - Motorola Employee Self Service Network which is
an intranet-based application that provides employees
and managers have the ability to perform their
'Employee Self Service' transactions online.
Global Immigration Services – Works with candidates
and hiring managers to process work authorization
documents required by specific countries.
http://myhr.mot.com/career_dev/relo_imm/gis/
Global Assignment Center - Works to enable the
seamless transition and integration of Motorola
employees and their families to and from new
environments around the world. http://hr.mot.com/GAC
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Table of Contents
REFERENCES ..........................................................................................................2
DOCUMENT REVISION HISTORY ................................................................................2
GLOSSARY OF TERMS & ACRONYMS ..........................................................................3
TABLE OF CONTENTS ...............................................................................................4
1
INTRODUCTION .................................................................................................5
2
SCOPE ..............................................................................................................5
3
ENTRY CRITERIA ................................................................................................5
4
HIGH-LEVEL PROCESS DESIGN/MAP .....................................................................6
5
PROCESS IMPLEMENTATION DESCRIPTIONS ..........................................................7
6
EXIT CRITERIA ................................................................................................. 10
APPENDIX A: ........................................................................................................ 11
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1 Introduction
Internal Mobility within Motorola is the movement of employees across business,
functional and geographical boundaries. Internal Mobility is a key factor in the employee's
career and competence development. It is also a major condition for Motorola's success
and is intended to be a significant component of this company's staffing strategy. An
optimized internal mobility process leverages the existing employee base, producing
powerful results that directly and positively impact corporate goals, including: greater
employee satisfaction, skill enhancement, retention, opportunity cost savings, lower
staffing costs, streamlined information flow, limited competitive intelligence leakage and
improved financial returns. The design of the internal mobility process embodies both
communication excellence and processing efficiency.
The structure of the internal mobility process flow has two components:
1. Inform employees of internal opportunities
2. Manage responses from interested internal candidates
Internal mobility promotes the idea of one company, many opportunities.
2 Scope
Process is initiated at the point a manager’s requisition is approved in the Peopleclick RMS
system. It is then managed through final disposition of the position and of all candidates
associated with the requisition. Please note- The Asia internal mobility process is
not included in this document as there are different employment laws for each
country and the current level of expansion does not provide increased
opportunity for internal movement.
3
Entry Criteria
Name (of input)
Description
Supplier
Processor
Requisition
Hiring Manager
enters
requisition
Candidate
enters resume
Hiring Manager
Peopleclick RMS
Candidate
Peopleclick RMS
Candidate
Application
Acceptance
Criteria
Requisition is
approved
Candidate
applied
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4
High-Level Process Design/Map
Determine
Hiring Need
Create
Requisition
(RMS)
Approve
Requisition
Monitor
Requisition
Reviews
Resumes
Accept
Accept/
Reject
Arrange
Interviews
Reject
Recruiter
Hiring Manager
Internal Mobility Process
Post
Requisition
Select
Yes
Contact
Release Mgr.
for Start Date
No
Move
Resumes to
HTR Folder
Move to Hired
Folder
Create Offer
Post
Externally
(if necessary)
Review
Resumes
Extend
Email Offer
Post
Externally
Applicant
Reject
Apply
(Careers@
Motorola)
Email
Notification
Interview
Email
Notification
No
Accept
Accept/
Reject
Reject
Rewards
BHR
Yes/No
Yes
Approve Offer
(If Needed)
Approve
Requisition
Approve Req.
≥ E12
Approve Offer
≥ E12
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5
Process Implementation Descriptions
Name/Description
(of Process step)
Log on to Enet to input resume and apply to
open positions where employee meets basic
qualifications. Candidate Quick Reference Guide
Hiring Manager creates a job requisition in
Peopleclick RMS. Hiring_Manager Quick
Reference Guide
The Recruiter posts the job for a minimum of
three calendar days.
US only-The Recruiter screens all applications
for the Basic Qualifications specified in the
requisition.
The Recruiter determines whether to forward the
CV/resume to the Hiring Manager or decline the
submission.
The applicant is able to view current status of
their submission(s) on their careers@motorola
Welcome Page in the CV/Resume Submissions
panel.
After the applications are received, the Hiring
Manager is responsible for screening applications
and identifying the candidates that will be
interviewed for the position. The ideal timeframe
for disposition of candidates is within 48 hours of
receipt.
If the applicant is deemed not qualified, the
Hiring Manager will move applicant to the “Not
Selected after Hiring Team Review” folder and
select a reason code.
US only-If the applicant is qualified, the Hiring
Manager may then contact the Recruiter to look
up past performance and grade in SAP.
US only-Recruiter may look up past
performance and grade in Sap and provide to
the Hiring Manager.
If reviews and grade are satisfactory, the Hiring
Manager will move the candidate to the
“schedule interview” folder and arrange the
interview.
Recruiter moves candidate to “Interview” folder.
Type
(Action,
Decision,
Input,
Output)
Action
Processor
(role)
Completion Criteria
Candidate
Action
Hiring
Manager
Candidate inputs
resume and applies
to position (s)
Requisition is
approved
Action
Recruiter
Action
Recruiter
Action
Recruiter
Action
Candidate
Action
Hiring
Manager
Applications
reviewed
Action
Hiring
Manager
Candidate(s)
removed from
consideration
Action
Hiring
Manager
Initial interest
established
Action
Recruiter
Information
provided
Action
Hiring
Manager
Candidate(s) to
interview selected
Action
Recruiter
Workflow action
Recruiter posts the
requisition
Recruiter moves
qualified candidate
into “Applied” folder
Recruiter moves
candidate into
“Hiring Team
Review” or “Not
Suitable” folder
Candidate will see
status update (s)
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Candidate should notify their current manager of
the interview.
Action
Candidate
Notification of
interview to current
manager
Candidate not
selected
If applicant does not meet the position
requirements, the manager will move the
applicant to the “Not Selected after Hiring Team
Review” folder and selects a reason code. The
ideal timeframe is within 48 hours of receipt.
The Hiring Manager interviews applicant(s).
Action
Hiring
Manager
Action
Canada only- Recruiter interviews applicant.
Action
Hiring
Manger
Recruiter
If the Hiring Manager decides not to make the
applicant an offer, the Hiring Manager will move
the applicant to the “Not Selected after
Interview” folder and select a reason code.
If the decision is made to extend an offer, the
Hiring Manager will move the applicant to the
"Create Offer" folder in Peopleclick RMS and
confer with their Recruiter on salary and grade
recommendations while following Promotional
Guidelines.
Hiring Manager will then contact candidate’s
current manager regarding intent to make an
offer. Possible items to discuss include current
and past performance, promotional opportunities
and skills.
US Only-The offer details are then input by the
Recruiter into the “offer panel” in Peopleclick
RMS. The Recruiter will then move the candidate
to the “Approve Offer” folder.
Hiring Manager must approve all offers. If there
are any additional approvers required, it is the
responsibility of the Hiring Manager to
communicate that information to their Recruiter.
Rewards must approve all offers that are outside
of the promotional guidelines or are E13 and
above.
After the offer is approved, the Recruiter will be
notified via an e-mail from the Peopleclick RMS
system. An e-mail will be sent to the candidate
and the Hiring Manager with the offer details.
Candidate is expected to respond to the
Recruiter within 7 calendar days.
If the candidate accepts the offer, the Recruiter
will remove all postings in Peopleclick RMS and
move the candidate to the “Offer Accepted”
folder.
Action
Hiring
Manager
Candidate(s)
interviewed
Candidate(s)
interviewed
Candidates’ final
disposition
Action
Hiring
Manager
Offer details
determined
Action
Hiring
Manager
Notification of offer
Action
Recruiter
Offer created
Action
Hiring
Manager
Offer approved
Actions
Rewards
Offer approved
Action
Recruiter
Offer extended
Action
Recruiter
Workflow action
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If the candidate requires domestic relocation, the
Recruiter will send the relocation authorization
form to the Hiring Manager.
Action
Hiring
Manager
Initiates domestic
Relocation process
Hiring Manager completes form and gets
appropriate approvals and faxes over to GAC.
EMEA only-Recruiter would point the Hiring
Manager to the GAC website. GAC site
If the candidate requires visa sponsorship, the
Recruiter will fill out “New Hire Questionnaire”
and send to Littler Global. New hire
questionnaire
EMEA Only- If the candidate requires
sponsorship the Recruiter would work with the
appropriate local legal provider.
If the candidate accepts the offer, the Hiring
Manager will disposition all of the other
candidates in the “Interview” folder to the “Not
Selected after Interview” folder unless there are
multiple openings on the requisition.
The Hiring Manager will contact the releasing
manager to negotiate a transition date (not to
exceed 28 calendar days) and communicate that
date to the Recruiter. If a mutually agreeable
release date cannot be determined, the Hiring
Manager and releasing manager should work
with their next level managers to resolve.
The Recruiter will verify that the entire
candidate’s required information (Appendix B) is
complete and accurate in Peopleclick RMS and
input the transition date into the “Actual Start
Date” section on the offer panel.
US only-The Recruiter will then move the
candidate to the “hired” folder which will initiate
the Enet transaction for the candidate and close
out the requisition in Peopleclick RMS.
If the candidate declines the offer, the Recruiter
will disposition the candidate to the “Offer
Declined/Rescinded” folder in Peopleclick RMS.
The Hiring Manager should review remaining
candidates and determine if he/she would like to
make an offer to another candidate.
If the other internal candidates are not qualified,
the Hiring Manager can either ask the Recruiter
to repost the requisition on the
careers@motorola site or search externally.
If the internal search has been exhausted, the
Hiring Manager will consult with the Recruiter on
initiating a search for external candidates.
Action
Recruiter
Initiates domestic
Relocation process
Action
Recruiter
Initiate Visa process
Action
Hiring
Manager
Final disposition of
candidate(s)
Action
Hiring
Manager
Candidate transition
determined
Action
Recruiter
Workflow action
Action
Recruiter
Enet transaction
initiated
Action
Recruiter
Workflow action
Action
Hiring
Manager
Hiring Manager
discusses next
steps with Recruiter
Action
Recruiter
Req. reposted
Action
Hiring
Manager
Process begins
anew
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6
Exit Criteria
Name
All non-selected
Candidates
dispositioned
Description
All Candidates not
hired moved to final
status folder in RMS
Customer/Receiver
Recruiter
Req is closed
When an internal
candidate is hired,
the req is closed out
Recruiter
Acceptance Criteria
All non-selected
candidates exist in
non-selection folder
in RMS
Internal candidate
moved to hired, thus
closing out the req
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APPENDIX A:
ROLES AND RESPONSIBILITIES
Recruiters:
 Reviews job descriptions, criteria and requirements of the position
 Post requisition internally for 3 calendar days
 Screens all applications to verify that they meet the qualifications specified in the
requisition
 Submits qualified candidates to Hiring Manager within 48 hours of application
 Consults with Hiring Manager regarding disposition of candidates in “hiring team review”
folder
 Looks up past performance and grade of candidates that the Hiring Manager would like to
interview
 Consults with Hiring Manager and Rewards (if necessary) on offer details
 Close out requisition once the candidate(s) has been hired
 Maintain the integrity of the internal transfer process, by providing fair and equitable
consideration to applicants
Hiring Managers:
 Ensure that all requisition details are clear, accurate and compelling
 Review candidates and determine which candidates will be interviewed
 Move candidates to either the “schedule interview” or “not selected after hiring team
review” folder in Peopleclick RMS
 Contact the candidate to phone screen or make arrangements for interview
 Provide feedback on interviews to the Recruiter and select the most qualified candidate
 Contact the candidate’s current manager regarding intent to make an offer
 Work with the Recruiter to determine offer details following the promotional guidelines
 Approve offer in system
 Appropriately disposition every applicant considered for the position
 Negotiate with the Releasing Manager a release date not to exceed 28 calendar
days from acceptance and notify Recruiter in order to execute the Enet
transaction
 Maintain the integrity of the internal transfer process, by providing fair and equitable
consideration to applicants
Employees:
 Develop and evaluate effective and realistic career plans with their manager’s prior to
applying for a position.
 Inform managers when interested in other opportunities, interviewing, during PM Dialogue
 Only apply for positions which one has job-related qualifications with regards to
relocation, visa, immigration, and skill sets
 Can not apply to positions while on a PIP
 Candidate should notify their manager of the interview
 Follow the careers@motorola policy and guidelines
▪ Employees must be in their current job and grade for a minimum of twelve months.
Exception: If the candidate has NOT been in their current job and grade for
more than 12 months they cannot apply without documented approval from
their current manager
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APPENDIX B:
Required Offer Panel Information
Offer Base Amount
Relocation
Reports To
Actual Job Code
Currency
Work Location
Actual Start Date
Grade
Work Department
Work Schedule Rule
Salary Frequency
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