Policy on Job Rotation
Policy on Job Rotation
VERSION 2.0|15 June 2015
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Policy on Job Rotation
Date Version No. Prepared By Reviewed By Approved By Summary of Changes
1-Sep-10 1.0 Sunil Mujumdar Deependra Chumble New Policy is introduced
Head HR, Mumbai-Pune Chief People Officer
Stanley George C
Head HR, Chennai
15-Jun-15 2.0 Nasreen Kasture Akshay Bochia Enhancement to the policy
Head RMG Head Revenue Assurance
Amberin Memon
Chief People Officer
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Policy on Job Rotation
TABLE OF CONTENTS
Serial No. Topic Page No.
1 Policy Statement 4
2 Commencement & 4
Validity
3 Scope of the Policy 4
4 Job Rotation Defined 4
5 General Guidelines 5
6 Specific Guidelines 6
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Policy on Job Rotation
1. POLICY STATEMENT
1.1. Job rotation is the process of facilitating employees’ movement within the organization to different projects,
role, technology/skills, department/ units or locations (onsite-offshore) in a planned manner for their career
growth. Hexaware job rotation policy provides opportunities to employees to explore new assignments and/or
roles. It is an initiative to facilitate employee career development, ensure job satisfaction while meeting
organization’s business needs.
2. POLICY COMMENCEMENT AND VALIDITY
2.1 This policy is in force from 1st Sept. 2010 and shall remain in force till modified or revoked.
2.2 This policy shall apply to all regular employees (FTEs) globally across all geographies.
3. SCOPE OF THE POLICY
3.1. All regular employees (FTEs) shall be eligible for Job rotation if they have been working uninterruptedly for at
least 18 months irrespective of location with the same Account and same role
3.2. In case of employees joining as fresher’s / trainees the eligibility criteria of 18 months shall begin after
completion of one year of training (classroom as well as on-the-job training)
3.3. Any exception to the eligibility criteria shall be permitted on recommendation of the Unit Head and on approval
of RMG
4. JOB ROTATION DEFINED
4.1. For the purpose of this policy, job rotation shall mean any one or a combination of the following types of
movements:
4.1.1. Moving to higher role
4.1.2. Rotation from one Account to another
4.1.3. Rotation from one Competency unit / Department to another (e.g. from Delivery to Pre-sales, ADM to
BIBA)
5. GENERAL GUIDELINES
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Policy on Job Rotation
5.1. RMG shall publish a list to the Unit (Vertical/ASDM/Horizontal) monthly listing the employees eligible for job
rotation as per the scope of the policy.
5.2. Subject to ASDMs’ /PM’s consent for movement of an employee from a particular account, RMG shall evaluate
employee’s competence for a suitable role, taking into consideration TCDP (technical competency development
program) framework, employee’s qualification, aptitude/ passing client interview (based on project
requirement)/prior work experience and willingness to sign the training agreement.
5.3. An employee interested in job rotation may inform in writing to his/her reporting manager regarding pursuing
other opportunities within the organization. The reporting manager, in turn, will inform RMG, Unit Head/ASDM.
The employee can also apply on Internal Job Posting (IJP) against open requirements in the organization (refer
Internal Job Posting process document)
5.3.1. RMG will take it up with competency head and proceed with rotation process as necessary.
5.3.2. RMG along with competency team shall evaluate employee’s competence for the future role including
qualification, prior experience and aptitude in consultation with the future unit. It will also check the TCDP
framework and fulfillment of the eligibility criteria as laid down in the job rotation policy.
5.4. Where an employee puts a request for job rotation with the HR, they will be referred to the RMG for further
process. In such a case, RMG and HR shall jointly track the progress of this request.
5.5. Upon fulfillment of the above guidelines, employee’s request for change of role / technology / skill / project /
unit, shall be evaluated further. RMG shall discuss the release plan with the employee’s current reporting
manager / ASDM, employee’s prospective manager/ ASDM and finalize the release date.
5.6. In case of technology/skill rotation (initiated by RMG/employee), for any training imparted by the organization,
employees shall be required to sign training agreement as per the practice.
5.7. In case of technology/skill rotation (initiated by RMG/employee), subject to employee successfully completing
the training, the project assignment shall be initiated by RMG. Hexavarsity shall facilitate the training process
for such employees.
5.8. In case of technology change requested by the employee, RMG shall consider the same after applying the
above-mentioned criteria. However, the discretion to map the employee to any project/s rests with RMG.
5.9. In case of projects where employees have to clear client interview/s, RMG shall map the employee (seeking job
rotation) to the project upon receiving the confirmation from the Unit.
5.10. Once an employee is identified for a movement as per this policy, it will be mandatory for him / her to complete
the requisite knowledge transfer / hand over to the satisfaction of the reporting manager. In addition, it will be
compulsory for him / her and the reporting manager to complete performance review in the current role /
project and the inputs to be forwarded to the concerned Unit HR.
5.11. Job rotation within base location shall not attract any additional benefits. However, in the event of movement
from one location to the other, the employee shall be entitled to benefits as mentioned in the domestic
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Policy on Job Rotation
transfer policy for movements within the country and in case of overseas movements as per the country
specific policies of the organization.
5.12. Job rotation does not mandate a change in salary or grade.
6. SPECIFIC GUIDELINES
6.1. Employees travelling on a long-term onsite assignment to Hexaware offices/client locations overseas will travel
for a period of 18 months and their return to base work location upon expiry of the same.
6.2. For the purpose of calculating 18 months’ tenure in such cases, the start date will be the date the employee
begins assignment overseas.
6.3. For all long-term overseas travel, employees will be required to sign the onsite travel agreement. Unit HR shall
approve processing of the transfer request for the onsite travel subject to fulfillment of this criterion.
6.4. RMG / Unit Head/Project Director/reporting manager shall identify suitable replacement for the employee
working at onsite location and finalize the release date. RMG/ Unit HR will be kept informed about the release
plan and finalization of the release dates of such employees.
6.5. In case of onsite rotation, depending upon business needs, Management reserves the right to recall an
employee to base work location even before the completion of 18 month tenure due to country/region specific
immigration laws. Also, based on the business/client requirements, extension of the overseas tenure beyond 18
months can be considered subject to the recommendation of Unit Head and approval of HR Head.
6.6. RMG reserves the right to review the policy periodically and in case of any ambiguity, decision of the
Management shall be concluding and binding.
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