Promoting internal candidates

Open the candidate's job application.

Select Actions > Move to Hire and select Actions > Promote. If you are a recruiter, select Recruiter > Requisitions, select a requisition, click the All tab, right-click an employee, and select .

On the Promote Information tab, specify the effective date, work assignment, relationship to organization, relationship status, position, and location.

Effective Date: Specify the date on which this action request becomes effective. This is used for audit logs.
Work Assignment: By default, the promotion applies to the resource's primary work assignment. You can select a non-primary work assignment.
Relationship To Organization: Select the resource's relationship with the organization, such as employee or intern.
Relationship Status: Select the relationship status for the resource after being hired. Typically, this is set to Active.
Position: Specify the resource's new position.

Location: Specify the location to which the resource is assigned.

Optionally, specify the header information:

Reason: Specify a reason for the promotion.
Employment ID: This option is available only if the organization does not use auto-numbering. If applicable, then specify the employment ID. This information is specified by an HR resource.

Optionally, in the General section, specify this information:

Home Country: If the resource's home country is different from the employment country, you can select a home country.
Birth City, Birth Country: These fields are configurable by country and may not be available.
Work Type: Select whether the resource is full-time or part-time.
Working Remotely: Select this check box if the resource is working remotely.
Adjusted Start Date: Specify the adjusted start date for the promotion.

Optionally, in the Hire Source section, specify this information:

Source: Specify the hire source. By default, the source specified on the job application is displayed.
Specific Source: If specific sources exist for the hire source, specify the source.
Referring Source: If applicable, specify the person or agency who referred the resource.

Optionally, in the Personal Information section, specify this information:

Gender: Specify the resource's gender.

Ethnicity: Select the ethnicity of the resource.

Race: Select the check box that best describes the resource's race. (Preferably, the resource should have self-identified).

Disability Type: If applicable, select the disability type.
Nationality, Nationality Country: Select the nationality and country of nationality. These fields are configurable by country. If you specify a nationality, you must specify a nationality country.
Veteran Code: If the resource is a veteran, then select the veteran code.
Religion: Specify the resource's religion. This field is configurable by country.

Marital Status: Select the resource's marital status.

Birthdate: Specify the resource's birthdate.

Point Of Origin: For resources who travel for the organization, select where their travel originates. Points of origins are defined in administrator setup.

Optionally, in the Work Assignment section, specify this information.

Many of the fields inherit their values from the position, requisition, or offer. Some fields are country-specific.

Assignment Type: If your organization uses assignment types, then select the resource's assignment type.
Note: If your organization uses position budgets, then the Headcount field on the assignment type determines whether the work assignment is included in budget counts. If the Headcount field is excluded, then the work assignment is not included in budget counts. If the Headcount field is blank or Included, or if you do not select an assignment type, then the work assignment is included in the budget counts.
Job: Specify the resource's new job.

Professional Category: If the resource belongs to a professional category, select the professional category. This field is country-specific.

Organization Unit: The organization unit that employs the resource. Depending on your organization's settings, you can override this value. If this field is not populated, you are prompted to specify a value.
Legal Entity: If your organization uses legal entities, then you can associate the candidate with a legal entity. The system can be configured to require this field.
Legal Establishment: If you select a legal entity, then you can also select a legal establishment. This field is country-specific. The system can be configured to require this field.
Company, Accounting Unit, Account, Activity, Account Category: This field is available only if your organization is configured to use Chart of Accounts. Specify an expense account (company, accounting unit, account). If applicable, specify an activity and account category. These fields are used to interface expenses and activities to Infor Lawson Financials.

Cost Center, Project: This field is available only if your organization is configured to use Chart of Accounts. Specify a cost center and project. These fields are used to interface expenses and projects to a financial system other than Infor Lawson Financials.

Holiday Schedule Override: Overrides Holiday Schedule determined by country and optionally location. Useful when the employee's work contract determines which Holiday Schedule applies, which may differ from the schedule determined by their work location.

Preferred Job Title: You can specify a preferred job title instead of using the position as a title.
Work Schedule: Specify the resource's work schedule. For example, weekdays 9 a.m. to 5 p.m.

Shift: If you select a legal entity, specify the resource's shift.
Union: If the position is unionized, specify the union. This field is country-specific.

Bargaining Unit: For unionized positions, specify a bargaining unit. This field is country-specific.

If your organization is configured to use Grant Management and Chart of Accounts In the Grant management section, specify this information.

The information is interfaced to the Grant Management application.

Labor Distribution: Select this check box if this work assignment is subject to labor distribution.
Salary Encumbrance: Select this check box if this work assignment is subject to salary encumbrance.
Encumbrance Fringe Rate: Specify the encumbrance fringe rate.
Fringe Encumbrance Account Category: Specify the account category to which the fringe encumbrance amounts are posted.

Company: Specify the GL company to which the Grant Management transactions are posted.

Fringe Encumbrance Account: Specify the GL account to which fringe encumbrance amounts are posted.
Effort Reporting: Select this check box if the resource is subject to effort reporting.
Effort Currency: If you specified Effort Reporting, then specify reporting currency.
Primary Certifier: Specify the primary certifier for effort reporting.
Secondary Certifier: Specify the secondary certifier for effort reporting.

Optionally, in the Manager Information section, specify this information:

Direct Manager: Specify the resource's direct manager.
Dotted-Line Manager: If applicable, specify the resource's dotted-line manager.
Is A Manager: If the resource is a manager, then specify the manager role.

Optionally, in the Trial and Notice Periods section, specify this information:

Trial Period: Specify a trial period that is used to calculate the trial period end automatically. If you select a trial period, then you cannot select a trial period end date override.
Trial Period End Date Override: Specify a trial period end date that is not calculated by the system. If you select a trial period, you cannot select a trial period end date override.
Notice Period During Trial Period: To give the resource advanced notice in case of termination during the trial period, then specify the notice period. This field is country-specific.
Notice Period After Trial Period: Specify the notice period that the resource is entitled to after completing the trial period. This field is country-specific.

Optionally, in the Pay Information section, specify this information:

Pay Rate: Specify the pay rate on the offer. If you specify the pay rate, then you must specify the pay rate currency. If a pay rate is already approved in a contract, then you must not override it.
If the pay rate that is specified in the Compensation header is outside the minimum or maximum pay range that an administrator defines for a salary structure and salary structure grade, a message is displayed. Click Cancel to change the pay rate.
Pay Rate Currency: Specify the currency in which the pay rate is expressed.
Step And Grade Schedule: Depending on the compensation structure used for the position, specify a salary structure and salary structure grade or a step and grade schedule, pay grade, and pay step.
Grade: If you selected a step and grade schedule, then select the resource's pay grade.
Step: If you selected a step and grade schedule, then select the resource's pay step.
Payment Schedule: Specify the payment schedule, for example the last day of each month.
Pay Rate Type: Select the pay rate type. If an approved contract already exists, then the pay rate type must match the contract's pay rate type.
Pay Frequency: Specify the frequency with which the resource is paid.
Number Of Months: If the pay rate type is Monthly Salary, then specify the number of months. The default is 12.

Full Time Equivalent: Specify the percentage of standard full-time hours that the resource works.
Full Time Annual Hours: Specify the number of full-time annual hours that are associated with the resource's assignment. For example, specify 2080 if the standard full time week is 40 hours or 1820 if the standard full time week is 35 hours.
Exempt From Overtime: (US resources only) Select whether this is an exempt position.

If the collective agreement feature is configured for your organization, then specify this information in the Collective Agreement section:

Collective Agreement, Population Category, Position/Level: If the position is regulated by a collective agreement, then specify the collective agreement name, the collective agreement population category, and the collective agreement position/level. For more information on collective agreements, see the Infor Compensation Management User Guide.

Optionally, in the Compensation Analysis section, specify this information:

Salary Structure: If the compensation is based on a salary structure, specify a salary structure and salary structure grade.
Geographic Differential: If a geographic salary differential applies, then specify the geographic differential code.
Salary Structure Grade: If you selected a salary structure, then specify a salary structure grade.

Notional Salary: Specify the employee's notional salary, if applicable. This field is used to track the salary international assignee would have received in the assignee's home country. The notional salary can be used to determine resource benefits and merit increases. This field is country-specific. If you specify a notional salary, then specify the currency in which the notional salary is expressed.

If your organization is configured to use Legacy Employment Contracts, then specify this information in the Contract section. If an approved contract was created with the offer, then this information is read-only.

The Rehire action creates the approved contract record and document in Infor HR Talent with a status of Active. If changes are required, then a contract amendment can be created in Infor HR Talent. If an approved contract does not exist, then you can specify the contract information. The Rehire action creates the contract record and the contract document in Infor HR Talent with a status of Draft. It can be modified and approved in Infor HR Talent.

Reason For Contract: Specify the reason for the contract.
Contract Type: Specify the contract type (for example, fixed-length or indeterminate).

Contract Template: The contract template contains all the paragraphs that are included in the contract.

Contract Number: Specify the contract number, if known.
Begin Date: Specify the date that the contract takes effect.

Duration: Specify the contract duration, for example one year.

End Date: The system can calculate the contract end date from the duration. However, you can override the end date if, for example, the end date falls on a weekend. This field is required for fixed-term contracts.
Contracted Time: Specify the contracted work time, for example, 40 hours per week or 11 months per year.

Contractual FTE: Specify the percentage of standard full-time hours the resource should work according to the contract.
Renewal Notification Date: Specify the date on which a notification for renewing the contract is sent. No notifications are currently sent by the system.

Renewal Date: Specify the date by which the contract is required to be renewed.

On the Auto Create Requisition tab, select the Create a requisition upon completing Promote action check box to automatically create a new requisition .

On the Attachments tab, attach up to three files

Attachments are available on the resource's record.

Click Submit.

After the Promote action is completed, the promotion request is routed for approval. When the final approver approves this request, the resource's primary work assignment is updated with the changes. To monitor the status of the request click the Approval Tracking link on the job application.

If your organization uses Position Monitoring and this action would result in exceeding a position budget allocation or the maximum allowed FTE, then you cannot complete the action. An error message shows how the budget is exceeded. Recruiters can complete the action by reducing the amount that causes the budget error.