Job Rotation Policies

Human Resources Policies and Procedures
Job Rotation Policy

Approved by
MD & Co-Founder
Date of Approval
25th June 2013
Definition:
The rotation of employees through one or more positions may occur from time to time, subject to the
operational needs or requirements of the Organization.
Job rotation is a process where an employee is moved through one or more positions designed to give
her/him a breadth of exposure to the entire operation of an activity. At the conclusion of the job
rotation program the employee will return to her/his substantive position.
Applicability: All Full time Jade e-Services employees.
Job rotation will normally apply to positions classified at the same level and a job rotation will normally
run for up to a maximum of 6 months.
Philosophy
We at Jabong recognize the value of providing employees with opportunities for job enrichment and
career development which also acts to broaden an employees knowledge and understanding of a
Business unit and its processes. In this regard, Jabong from time to time may provide employees with
the opportunity to participate in job rotation.
A job rotation is not contingent on a vacancy or vacancies occurring. Job rotation for an employee of a
particular level or levels may be developed by the employee in conjunction with the nominated
supervisor or manager of the Functional Unit/ Business Unit or vice versa by the nominated supervisor
or manager in conjunction with the Employee.
Selection Process
A Business Unit manager may propose to an employee that she/he consider job rotation, including as
part of her/his individual performance development program.
OR
An employee wishing to propose her/his participation in job rotation should do so by sending a written
request to participate in job rotation to her/his immediate supervisor and HR department at
[email protected]
1.
Simultaneously a call for expressions of interest to take part in a job rotation cycle will be issued
from time to time by the Human Resources Department (HR). The call will invite employees to
submit an application for job rotation. As a result of the expressions of interest received by
application HR will identify the functional areas in which job rotation opportunities may occur.
2. As part of the selection process informal interviews may be conducted before selecting an
employee to take part in the programme e.g. through discussion with the relevant manager.
The request should outline the proposed role(s) for job rotation, the expected outcomes of the
program, the time frame.
1. If the immediate manager of the employee supports the request, the manager should then hold
discussions with the potential receiving Business unit, including clarifying the skills and expertise
to be acquired by the employee, the timeframes involved, and the supervisory arrangements.
2. Once an agreement is reached upon, between receiving and relieving department, the two
departments need to submit a request to the HR department on the possibility for job Rotation
.this will be decided upon careful assessment of the skill set required in the newer role.
Important Points:
1. You should have completed at least 8 months in your current role to be eligible for a Job
rotation.
2. Job rotation will only apply to positions at the same level.
3. A job rotation cycle will be for a period(s) of six months for any position(s).Employees will revert
to their original position at the end of the rotation cycle.
4. Where relevant, job rotation may be included in the employees training and development
plans. An employee or his/her line manager may suggest job rotation as part of the
development program.
5. In addition to the normal supervisory arrangements, HR will nominate a mentor for each
employee on rotation. This will encourage the employee to discuss openly any issues that arise
and will facilitate the formulation of recommendations for future job rotations.
6. All the decisions to allow an employee to participate in a job rotation program will be at
management discretion, you rating all through should be Meeting expectations -3 and or
above 3 .
7. Jabong will invest in Job rotations for Succession planning and Leadership Development skills
required for the organization.

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Human Resources Policies and Procedures

Job Rotation Policy

25th June 2013

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