@@ -540,7 +540,7 @@ When the interim period comes to a close, one of two outcomes can occur:
- The People Business Partner at the request of the Manager should submit a [Workday Change Job Process and Approval Flow](https://docs.google.com/document/d/1hpPikG0STncYKamaY8XlfMTwYdoszP-0Xogvpp5hyZ4/edit) in Workday to revert the team member's job title once the interim period comes to an end.
- Not successfully completing the interim period *does not* mean the team member can not move into a similar role in the future
Regardless of the outcome, when the interim period ends, the manager should review the [Criteria For Eligibility](/handbook/total-rewards/compensation/#criteria-for-eligibility) for the [Interim Bonus](/handbook/total-rewards/compensation/#calculation-of-interim-bonus) and [submit an interim bonus request](/handbook/total-rewards/compensation/#submitting) for the team member. Please ensure that the full bonus calculation is laid out in a comment of the bonus submission.
Regardless of the outcome, when the interim period ends, the manager should review the [Criteria For Eligibility](/handbook/total-rewards/incentives/#criteria-for-eligibility) for the [Interim Bonus](/handbook/total-rewards/incentives/#calculation-of-interim-bonus) and [submit an interim bonus request](/handbook/total-rewards/incentives/#submitting) for the team member. Please ensure that the full bonus calculation is laid out in a comment of the bonus submission.
#### Updating Interim Movements in Workday
@@ -566,7 +566,7 @@ A person "acting" in the role is someone who occupies a role temporarily and wil
- The hiring manager will determine the most suitable team member for the acting role.
-*Please make sure that the department head is in the loop and supportive of the acting period and candidate selected before moving forward.*
*When the acting period ends, the manager should review the [Criteria For Eligibility](/handbook/total-rewards/compensation/#criteria-for-eligibility) for the [Interim Bonus](/handbook/total-rewards/compensation/#calculation-of-interim-bonus) and [submit an interim bonus request](/handbook/total-rewards/compensation/#submitting) for the team member.*
*When the acting period ends, the manager should review the [Criteria For Eligibility](/handbook/total-rewards/incentives/#criteria-for-eligibility) for the [Interim Bonus](/handbook/total-rewards/incentives/#calculation-of-interim-bonus) and [submit an interim bonus request](/handbook/total-rewards/incentives/#submitting) for the team member.*
@@ -832,7 +832,7 @@ The succession planning process might vary slightly for different areas of the b
| Succession Readiness | Description |
|-----------|---|
| Emergency (ER) | Someone who could take over this role if the current person were affected by a [lottery factor](/handbook/total-rewards/compensation/#competitive-rate) or had to take emergency leave. Has competency and experience to provide coverage on an interim basis (~6 months), but may not be suitable for the role long-term *Note: If there is no one who could assume the role today in an emergency situation, part of the succession coverage plan should include an overview of recommendation steps (i.e. engaging a consultancy, splitting up the team, etc.)* |
| Emergency (ER) | Someone who could take over this role if the current person were affected by a [lottery factor](/handbook/total-rewards/compensation/) or had to take emergency leave. Has competency and experience to provide coverage on an interim basis (~6 months), but may not be suitable for the role long-term *Note: If there is no one who could assume the role today in an emergency situation, part of the succession coverage plan should include an overview of recommendation steps (i.e. engaging a consultancy, splitting up the team, etc.)* |
| Ready Now (RN) | Someone who has 90% of the competency & experience to take the role now |
| Ready in 1-2 years | With additional responsibility & exposure, could take the role soon. Likely has the competency and experience to provide coverage on an interim basis if there is an urgent business need |
| Ready in 2-3+ years | Longer term candidate who requires significant development. May also have the competency to provide coverage on an interim basis if there is an urgent business need. |
@@ -12,8 +12,8 @@ The [Manager Toolkit: Leave of Absence](https://theloop.gitlab.com/site/5ea8f77b
If you have a team member going out on parental leave, a common question might be "how should I reallocate their tasks and output while they are out?" Below are general guidelines for managers based on the length of leave taken by the team member. **Note** - local law supersedes these guidelines where applicable:
- Leave less than 1 month: Use internal resources.
- Leave less than 6 months: Use internal resources who may be eligible for an [interim bonus](/handbook/total-rewards/compensation/#compensation-for-acting-and-interim-roles), and/or consider hiring a temporary contractor
- Leave longer than 6 months: Use internal resources who may be eligible for an [interim bonus](/handbook/total-rewards/compensation/#compensation-for-acting-and-interim-roles), hire a temporary contractor.
- Leave less than 6 months: Use internal resources who may be eligible for an [interim bonus](/handbook/total-rewards/incentives/#compensation-for-acting-and-interim-roles), and/or consider hiring a temporary contractor
- Leave longer than 6 months: Use internal resources who may be eligible for an [interim bonus](/handbook/total-rewards/incentives/#compensation-for-acting-and-interim-roles), hire a temporary contractor.
- Leave longer than 1 year: Consider a backfill ensuring there will be a similar (level, scope, etc) role for the person when they return.
