Human Resource Policies

Section No.                                                                          Dated:           14 APRIL 2004

Subject:           Asia Internal Transfer Policy 

1.0        Rationale

1.1. Celestica recognizes that the continued growth and success of the organization is a direct result of its employee’s contributions.  It is in the best interest of the company to provide the professional growth opportunities to its employees. 

1.2. This documents set out the internal application and transfer policy and guideline in Celestica including but not restricted to all existing entities.

1.3. Although the manager should assist in an employee’s career development within the company, the employee has the ultimate responsibility for his/her career in Celestica.

2.0        Scope

2.1               This policy applies to all regular Celestica employees in Asia.

3.0               Applicable Forms & Reference Documents

3.1               Internal Job Posting Template

3.2               Internal Job Application Form

3.3               Internal Transfer Letter Template

3.4               Internal Transfer Letter Template (with Promotion)

4.0        Responsibility

4.1               Hiring Manager

It is the responsibility of the Hiring Manager to ensure his/her staff’s has the career development / enhancement opportunities within the company.  The Hiring Manager is also responsible to keep the best talent within the organization.

The hiring manager should conduct the internal transfer in a manner of fairness and transparence. In no circumstances, should the hiring manager approach the potential internal candidate(s) for interview or encourage him/her to apply the position. Violation of the proper internal transfer procedure may lead to disciplinary action such as warning.

4.2               Internal Candidate

The Internal Candidate's responsibility is to ensure the following is adhered before submitting his/her application

-        His/her eligibility based on the criteria set out at 5.1.1 below

-        To obtain approval from the current immediate manager and site HR manager

-        Violation of the above may lead to failure of your Internal Job Application

4.3               Human Resource

The HR representative’s responsibility is to remind both the internal candidate and hiring manager about Celestica’s Internal transfer policy. Internal candidates who are interested in transferring to another department in Celestica must meet the eligibility guidelines, understand and follow the application process as stated in this policy.

5.0        Procedure

5.1               Eligibility

Before the internal candidate may submit an application to be considered for another position within Celestica, he / she must meet the following criteria:

5.1.1          Time in Position guidelines

Internal candidates (confirmed employee ONLY) are expected to contribute in a role for the following minimum periods before seeking a new role:

a)       12 months for employees in Band 8 and BELOW

b)       18 months for employees Band 9 and ABOVE as these positions generally involve greater time in role to build the depth and breadth required to contribute at an optimal level

The current immediate manager may, however, choose to waive the above time-in-position guidelines based on business conditions or the pace of the employee’s individual development within Celestica.

5.1.2          Performance Requirements

a)       Internal candidates must have an overall performance rating of 2 or better in the last performance review.

b)       Internal candidates must not currently have a written warning issued within the last 6 months

5.1.3          Approval

Internal candidates are expected to obtain the approval from their immediate supervisor, department manager & GM/Functional Head.

5.2               Job Posting

5.2.1          All open non-confidential job requisitions will be published on Celestica’s Celnews, notice board and via internal email circulation for employees’ reference.  Postings will be displayed until the job requisition has been filled or is cancelled.

5.3               Internal Application Process

5.3.1          Submission of application

a)       The internal candidate must complete the Internal Job Application Form and attach an updated resume

b)       The internal candidate must seek the prior approval of his / her current immediate manager by forwarding the completed Internal Job Application Form with an updated resume.

c)       Upon approval, the internal candidate should forward the completed documents (listed below) to the Recruiter, copying his/her site HR Manager.

-        A signed Internal Job Application Form

-        A copy of updated resume

d)       Recruiter will proceed to process the application once he/she receives the application and managerial approvals from the internal candidate.

5.3.2          Interview and Shortlisting

a)       Hiring Manager will assess all applications for the open job requisition and interview those candidates with suitable skill sets and experience

b)       Internal candidates will be advised of the outcome of their application by HR

5.3.3          Offer Process

Once the Hiring Manager has selected the internal candidate to fill the open job requisition,

a)       The Recruiter will keep the Releasing Manager and the HR Manager informed of the selection decision. 

b)       All Internal Transfer is Lateral. For exceptional cases, if a promotion or increment is needed, the recruiter will develop an equitable compensation package that is within prevailing Offer guidelines.  This needs to be endorsed by the HR Manager and Site/Operation GM and approved by the Hiring Manager.

c)       The Hiring Manager will discuss and negotiate with the internal candidate's current manager and the internal candidate for a targeted start date. As a guide and subject to the business needs of each business segment, the standard release from the current role should generally occur within 8 weeks of the internal candidate’s offer acceptance. 

In the event of a dispute on the release dates, the site HR Manager will facilitate the discussions.

5.3.4          Follow Up from Offer Acceptance

Once the Internal Candidate has accepted the offer and a start date as been determined,

a)       The Releasing Manager (current immediate manager) will raise a Transfer Form and forward to the Hiring Manager

b)       Hiring Manager to fill up the necessary information of the part of the new responsibilities/job scope and forward it to the HR Manager at site

c)       The Recruiter will prepare the Transfer Letter based on the approved package (if applicable) and deliver to the internal candidate

d)       After closing the position, the Recruiter pass a copy of the transfer letter and Salary Proposal (if applicable) to the Service Center for filling purposes

e)       Additionally, the Recruiter will then send an email notification to the Hiring Manager and site HR Manager to inform them of the effective transfer date to ensure follow up on all necessary payroll-related matters (if any). 

5.4               Process Flow