Job Rotation Increases Employee Efficiency - DOC by hbh20091


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									                                                                            HR: 4095, p. 1
                                                                           HRD: 1141, p. 1

                                       Job Rotation

Scope: All employees occupying regular budgeted positions.

Job Rotation: Job rotation, unlike a typical management assignment, is a work change
by mutual agreement wherein the employee, who is generally not in the supervisory chain
of the position, takes on a new role for some period of time agreed to in advance by the
parties. The ideal situation for a job rotation is one that is cross-divisional or cross-
departmental. It is not intended to be a vehicle for promoting employees into a position.
Successful assignments can result in the following benefits:

      Improved retention of high performers
      Increased teamwork
      Greater innovation and creativity
      Prevention of job boredom and burnout
      Improved employee understanding of college operations and strategic issues
      Increased learning capability of the organization
      Improved organizational communication

Policy: In its continuing efforts to improve the quality of the work environment, retain
high performers, and provide greater accountability and leadership opportunities for
employees at all levels, the college will facilitate approved job rotation assignments in
related and unrelated areas. Such assignments will provide educational and learning
opportunities designed to improve employee job performance and develop employee
potential in current or prospective positions consistent with the college’s mission and
strategic initiatives.

Employees desiring a job rotation assignment will develop a plan for its execution. The
assignment will be contingent on the approval of the supervisor(s), including the
department head, of the department(s) affected. Job rotation assignments do not impact or
change the basic terms and conditions of employment and may be terminated for any
reason, at any time, by management. The parties to the job rotation assignment must
agree to the Plan’s conditions and terms prior to its effective date. Some of the factors to
be considered are workload, organizational priorities, existing talent, and budgetary
constraints. Due to the many variables associated with the design of a Job Rotation Plan,
employees are encouraged to consult with the Human Resources Office (HRD) regarding
specific proposals utilizing the following checklist.

Job Rotation Plan Check List

   1. Employee’s performance in current job: Solid performance in current job is
      important because the opportunity to learn new skills through a job rotation
      assignment is predicated on the assumption that employees have mastered the
                                                                      HR: 4095, p. 2f.
                                                                     HRD: 1141, p.2f.

   skills required of their current position. Employees in a probationary status or at
   less than a “meets” level of performance are not eligible to participate.

2. Documentation of employee’s current job tasks: Has the employee documented
   current job processes and procedures in a manner that will enable another
   employee to assume those tasks without undue loss of efficiency and customer
   service? A Plan that fails to adequately address how the work will be
   accomplished in the current position will result in an unfavorable decision.

3. Define the Plan: The employee may seek an opportunity that arises suddenly
   (such as reassignment to a position that unexpectedly becomes vacant).
   Alternatively, the employee may identify an opportunity for job rotation through
   exchanges utilizing existing staff. Defining the plan includes how the work will
   be accomplished and by whom. It precedes the next step—gaining acceptance for
   the plan.

4. Plan Approval: Rotations that cross departments necessitate the support of
   management in both areas. Stating the benefits to each and articulating in detail
   how the work will be accomplished without significant loss of quality is critical to
   gaining acceptance of the Plan. All Plans must be approved by HRD.

5. Budget Impact: Check with HRD for input as needed. Salary adjustments may or
   may not be triggered by the Job Rotation Plan depending on current
   responsibility, salary level, and the nature of the new assignment.

6. Timing: State when the proposed job rotation assignment will begin and end.

7. Performance Evaluation: The employee will be evaluated by the gaining
   supervisor on performance at the completion of the assignment. This evaluation
   will be included in the employee’s subsequent annual performance evaluation.

8. Salary Adjustments: Any salary adjustments made as a result of the job rotation
   will be reversed when the affected employee(s) return to their prior duties. Annual
   performance evaluations and pay increases tied to those evaluations will be
   applied to the annual salary in effect preceding the job rotation assignment.

For more information contact: Director of Human Resources or Employee
                              Relations/Training Coordinator, ext. 7724/4714.


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