1. Job Rotation
March 2016

2. Purpose
Provide employees with the ability to learn about other departments at Ceridian
Provide employees with direct insight into career path opportunities at Ceridian
Provide a temporary change for employees who need a temporary change from their current role; whether that be related to stress, travel, or other reasons
Improve cross-department information sharing
Increase awareness and appreciation for the challenges other departments face – reduce “us vs them” mentality
Provide an additional mechanism to handle the ebb and flow of staffing needs in the various departments
Continue to strengthen Ceridian’s employer brand

3. Participant Qualification
Employee must have been with Ceridian in their current role for 18 months at the time of application
Employee must be in good standing – i.e. not on a performance plan
Employee’s manager must approve the job rotation in writing
Employee must work in the office or able to travel to at their cost where the job posting is or – i.e. Ceridian will not pay for a location transfer as part of a job rotation. Virtual employees may apply for job postings where a virtual status is noted.

4. Program notes
Job rotation is typically 4 to 8 months in duration depending on role
There is no department cross charge during the rotation period – i.e. the home department continues to pay for the employee
Employee must return to home department at the conclusion of the rotation. If the employee wants to permanently transfer they would return to home department and apply for permanent transfer 
Recruiter and hiring manager will review all applications received in the application window prior to making any hiring decisions
TABLE: Employee’s current pay grade must be within 1 (confirm with Anita’s group) grade of the job being applied for. There will be no compensation changes related to the rotation.

5. Responsibility of receiving department
Participate in interview process and ultimately select the candidate(s)
Provide training for employee
Provide a mentor/buddy and manager
Provide regular performance feedback
Participate in formal performance review and compensation review process led by sending department, if applicable

6. Responsibility of sending department
Approve job rotation for the employee in writing
Stay connected to employee during the rotation, e.g. a monthly check-in
Pay for employee on rotation
Backfill employee as needed and at own cost – the sending department reserves the right to monitor the aggregate “exits” for any given period and decline/defer one or more rotations on the basis of negative impact to the business
Regardless of whether the position was backfilled the employee is guaranteed their position back when the rotation ends
Handle formal performance and compensation review regardless of whether the rotation period crosses the performance and merit review

7. Responsibility of employee
Perform at a high level during the job rotation
Complete the entire rotation and return to home department
Document what you learned and present back (e.g. lunch & learn) to your team

8. Key dates and Communications
Program announced to managers and above April 7.
Jobs posted April 11 (Eric working on which system they’re posted; goal to have learning site loaded and ready April 7)
Program announced to employees April 11
Application and interview process opens April 11
Manager FAQ L&L April 7
Staff FAQ L&L April 13
Application process closes April 22
Interview process closes April 29
Employee selections completed by May 6
It is expected that the timelines for the rotation are June through December

9. Job application and interview process
Employee will apply on line using the Employee and Leadership page:
Employees will complete a brief application that will include their current resume, a short essay on why they wish to be considered, and approval from their manager.
The deadline for applications is April 22, 2016.
All applications will be reviewed and a list of qualified candidates will participate in an interview with the Job Rotation Committee. (potential partnership with HRC for applications in question)
Interview process will begin as early as April 22 and closes April 29
Employee selections completed by May 6
Employees not selected for a rotation will receive follow up conversation and career exploration from their local HR support

10. Rotation Opportunities
Sales:
Product Consultant (Toronto)
Application Consultant (Toronto)
Implementation:
Instructional Designer/Developer or Instructor (Toronto/Gord MacDonald)
Implementation Consultant (Toronto/Monika Schmidt, Mississauga/Dylan Madonia, Minneapolis/Mariflor di Rienzo, Minneapolis/Monika Schmidt, St Pete/Mariflor di Rienzo
Professional Services Consultant (Markham/Kevin Thompson, St Pete/Kevin Thompson)
Project Manager (Alpharetta, Mississauga)
Customer Support:
Application Analyst (Toronto, Markham, Montreal, Atlanta, St Pete)
Application Specialist (Toronto)
Development:
Development operations (Toronto, Atlanta, Ottawa, Minneapolis)
Security specialist (Toronto, Atlanta, Ottawa, Minneapolis)
Web services developer (Toronto, Atlanta, Ottawa, Minneapolis)
Business analyst (Toronto, Atlanta, Ottawa, Minneapolis)
Test engineer (Toronto, Atlanta, Ottawa, Minneapolis)
Research assistant (Toronto, Atlanta, Ottawa, Minneapolis)
Release manager (Toronto, Atlanta, Ottawa, Minneapolis)
Data architect (Toronto, Atlanta, Ottawa, Minneapolis)
Performance engineer (Toronto, Atlanta, Ottawa, Minneapolis)
Tech Writer (Toronto, Atlanta, Ottawa, Minneapolis)
Shared Services
IT Project Manager (TBD)