work out the transition plan engaging both departments to ensure workflow in both departments is not negatively impacted. The internal candidate will receive a compensation incentive of the total gross salary of the salary cadre for the position to be filled. If the internal candidate is found suitable for the position permanently upon their assessment review, they will be promoted, or their role will be upgraded to take on more responsibilities. Job postings should remain open for a minimum of 14 working days, unless the urgency or nature of the role requires a shorter period.
Internal Mobility
Internal Mobility refers to the lateral and vertical movement of employees within AfriLabs. This to provide employees with opportunities for growth, foster curiosity and engagement, and reduce voluntary turnover.
Upward Mobility:
This involves moving an existing employee to a new position, department, or location at the same level within the organisation. An employee moving to another department may be considered for a role that is higher than their current position, provided they meet all the necessary qualifications and demonstrate the capacity to excel in the new role. Before such a move can be approved, there must be a vacancy for that role in the target department. Additionally, a thorough assessment will be conducted to ensure that the employee possesses all the required skills for the position.
Role-to-Role Mobility
However, when an employee makes a lateral move to a different position within the organisation, it typically involves minimal or no change in job level or salary. This type of internal mobility provides employees with the opportunity to gain new experiences, skills, and perspectives while maintaining their current compensation and status.
Selection Process
AfriLabs is an equal opportunity employer, dedicated to a policy of non-
12
Made with FlippingBook - Online Brochure Maker