Run a job rotation programme

What this achieves

A rotation programme moves one employee through a planned series of positions, usually across departments, so they learn the business by working in it. Each move is a step with its own dates, and you advance the person through them one at a time.

Required role: Administrator or Manager.

Steps

Go to Career & Growth → Rotations.
Under All rotation programs, select Create Rotation.
Choose the Employee.
Enter the Program name.

Example: Cross-functional leadership rotation.
Choose a Linked development plan, or leave it as None.
Under Steps, select Add step.
Choose the Department, then the Position within it.
Set the Start date and End date for the step, and add Notes.
Repeat for each step, then save the programme.

Position follows department

The position list is filtered by the department you choose, and until you choose one the field tells you to select a department first. That ordering is deliberate — a rotation step is a real post in a real part of the business, not a job title typed in freehand.

Example: a rotation for James Whitfield at HC Corp UK Ltd runs Engineering, then Operations, then Finance, with a real position named in each. That is what makes the rotation reviewable afterwards.

Advancing through the steps

The programme card shows Currently at with the position and department of the active step. Move it forward from the actions on the row.

Option	Description
Advance	Moves the employee to the next step.
Complete Final Step	Shown in place of Advance on the last step.
Complete	Closes the programme.
Cancel	Ends the programme without completing it.

Both Complete and Cancel ask you to confirm.

Programme statuses

Option	Description
Planned	Built but not started.
In Progress	The employee is on one of the steps.
Completed	Every step is done.
Cancelled	Ended early.

Where an approval is recorded against a programme, the card names who approved it.

Linking to a development plan

A rotation linked to a development plan offers a link straight through to it, which is how the rotation stays connected to the growth it was meant to produce. Link it when the plan exists; a rotation nobody has tied to a purpose is a series of moves.

A rotation is a plan, not a transfer

The programme records where somebody is rotating and when. Changing an employee’s actual assignment — their position, department, or reporting line — is done on the employee record and is a separate act.

Keep the two in step deliberately. If the rotation says Operations and the employee record says Engineering, both will be quoted at you by different people.

What happens next

A completed rotation stays on record with its steps, dates, and notes, which is the evidence that somebody has genuinely worked across the business rather than heard about it. Like any developmental experience, it does not change assessed skill levels on its own — a skill the rotation built has to be reassessed before it shows up in readiness.