43/ Internal Mobility Policy / 992
Internal Mobilit
y P
olic
y
B-POL-01.0030
Version 02. Original date: 18 April 2013. Version date: 18 June 2015. Valid version only on QMS site.
Policy prepared by: Vice President Human Resources. Approved by: COMEX. Validated by: Quality Director of BOURBON.
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Internal mobility contributes to the professional growth of employees and improves the overall performance
of the Company.
It promotes the development of a multi-skilled adaptable workforce to improve employee involvement and
encourage movement towards greater responsibility.
Internal mobility also strengthens group values, broadens the competency level, and favors globalization of
working knowledge and lessons learned.
In filling all staff vacancies, we strive to give priority to the career path of our employees while taking care of
ensuring work team stability and adopt financially viable solutions.
C
ommitment
s
Management is committed to:
x
Developing employee adaptability to various contexts by promoting mobility;
x
Giving priority consideration to internal staff when filling vacant positions;
x
Providing satisfying career prospects;
x
Ensuring equal treatment;
x
Explaining reasons for denial of internal mobility applications.
R
u
le
s
governing internal mobilit
y
1. Employees seeking internal mobility must inform their immediate supervisor.
2. Managers must clearly state their position concerning an employee’s internal mobility application:
they can either support the application or ask the employee to withdraw it for reasons related, in
particular, to achieving ongoing goals and department imperatives.
3. Applicants will be selected by the recruitment manager with the support of Human Resources.
4. Each applicant must receive a clearly reasoned reply to his/her application.
5. The level of compensation will be commensurate with the position and associated responsibilities.
Only promotions give rise to a salary increase.
6. In assuming his/her new duties, the employee will be assisted by the immediate supervisor with the
support of Human Resources (induction, training, mentoring,
etc
.).
7. The employee agrees to remain in the new position for a planned period of three years in order to
allow full performance of his/her duties.
8. Determination of the employee’s length of service begins on the first day of employment in the group
and is extended without interruption for each successive position within the group.
9. Rules governing international mobility are defined in the international staff mobility policy and take
into account arrangements with local Affiliates.
10. Social protection benefits are maintained at the same level and quality as in the original country.
C
hri
s
tian Le
f
èvre
Chief Executive Officer
Gaël Bo
d
énè
s
Chief Operating Officer
N
icola
s
Malgrain
Chief Financial Officer
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