The document outlines the job bidding process for hourly and nonexempt employees, detailing steps from job vacancy announcement to selection and notification of results. It describes eligibility criteria, bidding restrictions, and selection processes based on various factors such as qualifications, disciplinary actions, and performance metrics. The overall objective of the job bidding system is to ensure fair consideration of internal candidates for open positions within the company.

1. The Job Bidding Process
for Hourly and Nonexempt Employees
Ken Bowers, PHR
Ryobi North America, Inc
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2. What is Job Bidding?
• A system to analyze all eligible bids submitted by employees
• A process which identifies and gives fair consideration for all
qualified internal candidates for the open job vacancy
• To provide a procedure that is widely understood and accepted
from the workforce
• Used for lateral, downward, and promotional bidding purposes
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3. Job Bidding Process
1. Open job vacancy 2. Job posted 3. Employees
bid on job
6. Find 5. Identify 4. Bid info successful
eligible bidders entered
bidder
7. Employee 8. Bidding 9. Bidding accepts
results results
job archived distributed
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4. Job Bidding Process
1. Job Vacancy
2. Job Bid Sheet Posted
3. Employees forward Job Bidding Form
4. Job Bidders information entered into SAP
5. Display Eligible Bidders
6. Find the Successful Bidder/Bidders
7. Successful Job Bidder reviews/rejects/accepts job
8. Create Job Bidding History
9. Job Bid Results Distributed to all bidders
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5. Step 1: Job Vacancy Exists
• Additional employees being added due to expansion
• Replacing an employee who has transferred out of job
• Replacing a terminated employee
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6. Step 2: Job Bid Sheet Posted
• Approved personnel requisition to fill open job vacancy
• Assign a requisition number to open job vacancy
• Temporary jobs are expected to last more than 3 months
• Posting will remain for 24 hours on the job bidding board
• The posting will include job specifics such as:
– Job classification
– Rate of pay
– Department/Shift
– General job description and requirements
– Name of Supervisor
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7. Step 3: Employees Forward Job Bid Form
• Employee completes the following information:
– Job Title
– Requisition Number
– Labor Grade of available job
– Shift of available job
– Dept. Number of available job
– Employee Name
– Personnel Number
– Present Dept. Number
– Present Shift
– Prior experience, training, education, etc.
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8. Step 4: Enter Job Bidding Information to Find
the Eligible Bidders
• Personnel numbers of bidders
• Requisition number
• Job Code of vacancy
• Shift of job available
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9. Finding the Eligible Employees
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10. Entering Bidders Personnel Numbers
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11. Employee Eligibility for Job Bidding
• Full-Time, hourly or nonexempt, regular employee
• Four months service as a company employee
• Six months of satisfactory performance since last written warning
• Return of LOA is more than 10 days following the job posting
• Employee not medically restricted from performing new job
• The new job does not report directly or indirectly to a relative
• Employee must not be on probation
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12. Bidding Restrictions:
• Lateral Bidding: Within LG and shift, 12 months in current job
• Lateral Bidding: Within LG and different shift, 12 months in
current job
• Downward Bidding: Completed 18 consecutive months in current
job
• Promotional Bidding: May bid as often as opportunity allows
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13. Bidding Details for each Bidder
Eligible Bidder
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14. Bidding Details for each Bidder
Red: Ineligible
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15. Step 5: Identify All Eligible Bidders
Eligible Bidders
Ineligible Bidder
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16. Step 6: Finding the Successful Bidder
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17. Select the Successful Job Bidder
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18. Selection Process
• Qualification (Customer defined database table)
• Disciplinary Action (Warnings) (Infotype 0102)
• Seniority (Infotype 0041)
• Attendance
• Performance (Infotype 0033)
• Points are calculated and totaled
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19. Selection Process based upon Qualification
• Points will be given based on actual experience as compared to
requirements in the job description. Training months are
assigned to each job. If the employee has not been in the job the
number of training months to be qualified, qualification points are
prorated.
• Previously held classification by record: Maximum 10 points
• Career Development and/or related Education: Max.8 points
• Filled position as temporary but not classified: Max.8 points
• Similar or related position in company or other: Max.8 points
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20. Selection Process based upon Disciplinary
Action
• If an employee has received verbal or written warnings during a
12 month period preceding the job bid posting, points are
SUBTRACTED from the total points.
• Written warning: 2 points are subtracted.
• Verbal warning: 1 point is subtracted.
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21. Selection Process based upon Seniority
• Points are calculated by allowing .3 points for each year of
service (rounded to nearest whole year) up to a maximum of 9
points.
Over 30 Years 9 Points
Each year of service .3 Point
Less than 6 months 0 Points
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22. Selection Process based upon Attendance
• A maximum of 2 points will be given for perfect attendance and
graduated down by .25 increments.
Average Number of
Absences Per Year Points
0 2.00
1 1.75
2 1.50
3 1.25
8 0
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23. Selection Process based upon Performance
• Points are calculated and assigned based on last employee’s
performance rating using the following charts.
Hourly: Non-Exempt:
Outstanding 3 Points Outstanding 3 Points
Excellent 2 Points Exceeds Expectations 2 Points
Satisfactory 1 Point Meets Expectations 1 Points
Unsatisfactory 0 Points Below Expectations 0 Points
Unsatisfactory 0 Points
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24. Points are totaled for each internal candidate
• Qualification, Disciplinary Action (Warnings), Seniority,
Attendance, and Performance.
Hourly Job Openings:
The employee with the most points will be awarded the position.
If two or more employees have the same amount of points, the
most senior employee will be awarded the position.
Nonexempt Job Openings:
Total points will determine who will be interviewed from those
employees bidding. Total points and the actual interview will
determine, if any employees bidding are selected for the job.
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25. Detailed Summary for each Job Bidder
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26. Summary of
Summary of all Eligible Job Bidders bidders in
point order
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27. Step 7: Employee Accepts New Job
• Successful bidder reviews job opening
– If successful bidder rejects job, make offer to next employee
• Employee accepts new job
– Employee signs job bidding form
– Perform organizational reassignment to new position
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28. Step 8: Create Job Bidding History
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29. Entering Requisition Information
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30. Enter Job Bidding Info to Create Job
Bidding History/Results Archived
• Requisition number
• Posting dates
• Date requisition was received by HR
• Date required as noted on the personnel requisition
• Number of openings
• Department number
• Shift
• Initials for employee processing job bid
• Personnel numbers and names of all eligible bidders
• Action selected by bidders
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31. Entering Requisition Information
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32. Reviewing Requisition Information
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33. Reviewing Requisition Information
Successful Bidder
Bidder Refused
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34. Review all requisitions by Job
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35. Review all requisitions by Job
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36. Step 9: Job Bid Results Distributed
• Ineligible employees are notified
– Reasons for ineligibility are explained
• All eligible employees receive notification
– Summary of their points
– Total number of points of the successful bidder
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37. Thank you for attending!
Please remember to complete and return
your evaluation form following this session.
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