Strategic Intent
1.1 Why IJP Exists at Ample
The Internal Job Posting (IJP) framework exists to deliberately build a future‑ready, agile, and fulfilled organization by enabling Amplites to grow through meaningful lateral movement across brands, functions, and locations.
IJP at Ample is a strategic talent system, not a vacancy‑filling process
It is designed to: – Strengthen organizational capability through internal mobility – Deepen engagement and long‑term retention of high‑potential Amplites – Reduce external hiring dependency and ramp‑up risk – Create visible career pathways without forcing promotions
– Build a culture of ownership, aspiration, and enterprise thinking
Lateral mobility at Ample is viewed as: – A capability multiplier – A retention lever – A
culture accelerator – A cost‑efficient growth engine
1.2 What IJP Is — and Is Not
IJP is: – A structured opportunity for capable Amplites to apply their strengths in new
contexts – A mechanism to grow enterprise leaders with multi‑brand, multi‑function
exposure – A disciplined, business‑first mobility system
IJP is not: – An entitlement – A workaround for performance gaps – A substitute for
promotions – A disruption to business continuity
Scope & Applicability
Contributors to Senior Leadership – Lateral movements only (no grade or band uplift)
All eligible roles must be internally posted before any external hiring is initiated, unless
explicitly exempted.
Exception: Structured Retail Movement** RSE may progress to Sr RSE and subsequently to ASM through IJP as a structured 1-year journey (minimum 12 months from first to final movement).
Eligibility Philosophy
alone
An Amplite may apply for an IJP role when all the following conditions are met:
- Minimum 18 months in current role at Ample
- Performance rating of 3 or above in the most recent appraisal cycle
- No active disciplinary actions or Project Shine interventions in the past 12 months
- Demonstrated learning discipline:
Completion of assigned learning journeys
Average skill score of 75% or higher (Eubrics)
- 6‑month waiting period ( Exceptions may be granted with prior written approval from the HOD and CHRO. *)
- Minimum performance rating of 3 in the most recent PMS cycle
- Eubrics Learning completion score ≥ 75%
- No disciplinary actions in last 12 months
- If the team member is applying for the same position again, completion of at least two relevant targeted skill certifications is required.
- If the last rejection reason was related to readiness requirements identified in the interview (including communication and interpersonal skills), at least one targeted skill certification is required
- Until those 90 days are over, they cannot submit another IJP application (if rejected or withdrawn).
- After 90 days from the last application date, they become eligible to apply for a new IJP again.
PS. Any applicant applying for the same role has a 6-month cooling off window before they can reapply for the same position.
Once selected for a role: – All other active applications will be automatically withdrawn -The selection is treated as a committed transition
Role Posting Governance
- All eligible roles must be posted internally for a minimum of 10 business days on
Zoho - Once the IJP posting is closed, no further applications will be accepted for that role.
- Exemptions require CHRO approval.
- Typical exemptions include: – C‑Suite roles – Graduate entry programs – Reorganisation or restructuring scenarios – Consultant or temporary contract roles – RSEs
Selection Philosophy – Fungibility First
continuity is protected while enabling internal mobility. HRBP owns the process governance.
5.1 Fungibility Assessment – Two‑Step Filter
Step 1: Hiring Manager + HRBP – Are core skills transferable? (Yes / No) – Estimated
ramp‑up time – Impact on current team handover
Only Green and Amber outcomes proceed.
Step 2: Hiring Manager + Skip Level +HRBP Head – Short applied task to test role
5.2 Fungibility Scorecard
| Outcome | Criteria | Decision |
| Green | ≥80% skill overlap, <2 weeks ramp‑up, low handover risk | Proceed |
| Amber | 60–79% overlap, 2–4 weeks ramp‑up, manageable risk | Proceed with Coaching |
| Red | <60% overlap or high handover risk | Do not proceed |
This is a business protection filter, not a talent judgement
Offer, Compensation & Transition
- All IJPs are lateral
- No automatic increase in overall compensation
- Role‑specific adjustments, if any, require Business Head, HRBP Head, and CHRO approval
- Formal selection communication shared by HRBP
- CC: current manager, future manager, and business heads
- Talent Acquisition and relevant stakeholders informed
(Exceptions may be granted with prior written approval from the HOD and CHRO. *)
| Role Level | Transition Timeline |
| Individual Contributors | Within 60 days |
| Managers and above | Within 90 days |
Clear RACI‑based transition plans are mandatory.
(RACI* Responsible, Accountable, Consulted and Informed)
Post-IJP Onboarding Success Measurement
| Phase | Focus | Outcome |
| First Week | Orientation, Goal alignment & clarity | Engagement |
| 30 Days | Learning & integration | Foundation |
| 60 Days | Application & skill building | Capability |
| 90 Days | Ownership & feedback | Role readiness |
| 180 Days | Goal achievement | Sustained performance |
conducted by HRBP.
A 30‑day check‑in with the HRBP is mandatory at the end of every month in the integration period, to review the Amplite’s progress, challenges, and support required in the new role.
| Month | Objective (for IJP select) | Supportive KRA Theme | R | A | C | I |
| Month 1 | Create clear & structured approach | Greet and Meet and handover, Role Clarity (KRAs and KPIs), Functional Champ assigned, Plan for identified Learning areas for the new role, Job Shadowing with Functional Champ. | Team Member | Reporting Manager | HRBP | Skip Level |
| Month 2 | Build capability | Mandatory Trainings completed, Learn Core competencies of current role, Increase shadow → independent ratio, If any risk shows up, design a support plan (extra shadowing, targeted training) |
HRBP and L&D | Team Member , Reporting Manager and L&D | Reporting Manager | Skip Level |
| Month 3 | Apply Learning | Perform Core tasks Independently, Skill demonstration | Team Member | Team Member, Reporting Manager | Reporting Manager | HRBP |
| Month 4 and Month 5 | Learning Outcome and new role contribution | Consistent throughput the learning stages Full ownership of tasks Targets delivered Quality sustained Peer support given Coaching conversations with RM Behavior on track | Team Member | Team Member, Reporting Manager | Reporting Manager | HRBP |
| Month 6 | Confirm fit & future plan | Performance sustained IDP (next 6 – 12 months) agreed | Team Member | Reporting Manager | HRBP | Skip Level Manager, Business Head, CHRO |
- Reporting Manager : Primary owner for on-site execution and outcomes (most A’s in Months 1-4).
- Learning and Development : Owns content delivery and risk mitigation (leads R/A in early months).
- HRBP: Strategic oversight and alignment.
- New Hire (NH): Executes learning and performance (shifts to R in later months)
Measuring the performance During Integration Period
| RACI Area | Task Description | R | A | C | I |
| End of Month 2: Knowledge Check | Conduct Quiz / online assessment score≥ 75– 80%on SOPs, KPIs, systems, and policies (10– 15 questions). | RM | L&D | HRBP | Team Member |
| If the team member fails the knowledge check: 1. Schedule a targeted refresher plan for next 1 to 2 weeks 2. Plan a re‑test within 2–3 weeks; if the score improves to ≥ 75–80%, the team member continues the original journey; if not, discuss extension of integration period or role‑fit concerns formally with HR |
RM | L&D | HRBP | Team Member | |
| End of Month 4: Capstone Practical | Completes assigned scenario/mini‑project within the agreed timeline (same day or within 24–48 hours). | Team Member | Reporting Manager | Skip Level Manager | HRBP |
| Delivers output with≥ 80–85% accuracy on predefined quality checks (for example, data correctness, format, SOP adherence). | Team Member | Team Member | Reporting Manager | HRBP | |
| If the team member does not clear Practical assessment: 1. Place them on a focused support plan (not a formal PIP) for the next 4–6 weeks, clearly listing the specific gaps observed in the assessment. |
Reporting Manager | Reporting Manager and HRBP | Skip Level Manager and HRBP | Team Member | |
| 2. At the end of the support period, conduct one re‑assessment (shorter capstone or task‑based check) to decide: a. Ready to continue the journey, or |
Team Member | Reporting Manager | Skip Level Manager and HRBP | Business Head | |
| b. Not ready – explore alternative role options or extend the integration journey with clear timelines (with Business Head and CHRO approval) or separation as per exit policy. | Reporting Manager | Reporting Manager & HRBP | Business Head and CHRO | Team Member |
(The intent of this integration period is to protect business continuity while giving the
Amplite a fair chance and structured support to succeed in the new role. It is not intended as a punitive clause.
Non-selection & Feedback Discipline
Every non-selected candidate will receive: – A structured feedback conversation – Clear articulation of readiness gaps – Guidance on re‑application pathway