1. What is Internal Mobility?
Promotion: A promotion is a job change to an approved, open position that is in a higher salary range. The job change can occur within the same store, across different stores/districts or across different functions (ex: to a corporate role).
Examples:
PT Sales Associate at Oglethorpe Mall is promoted to the PT Sales Lead role
FT Sales Lead at Palisades Mall is promoted to the Assistant Store Manager at Garden State Plaza
In-Line Promotion: An in-line promotion is a job change to a higher approved pay range within the same job hierarchy/ function in order to recognize additional skills or responsibilities and to promote career growth/advancement within a specific discipline.
The Store Manager at a 1.5 M store is promoted to the Store Manager role at a 2.5 M store
Lateral: A lateral move is a change from one position to another within the same position and pay range. This may or may not include a change in department or business segment. Typically, laterals do not result in a change in salary
The Store Manager at Oglethorpe Mall transfers to the Store Manager role at Hilton Head Tanger Outlets
The PT Sales Lead at Palisades Mall transfers to the FT Sales Lead role at Garden State Plaza
Please refer to the following pages and the “Retail Compensation Philosophy” for additional information on promotions and transfers.
Updated 2/18/2019

2. Internal Mobility guidelines
PANDORA encourages all employees to apply for transfers or high level positions for which they qualify.
Qualifications for a transfer or promotion are as follows:
In role with O&O for at least 6 months
Meeting company standards for individual performance metrics
Satisfactory performance record
A minimum performance rating of “Consistently Meets Expectations” and no documented corrective action for the previous rolling 12-month period.
Additional qualifications for current ASM or SM:
Current store must be in good standing
Performance metrics must be meeting company standards
Fully staffed or succession plan/ talent identified for backfill
Application process:
Employee must notify current supervisor and/ or District Manager before applying
Employee must complete an internal application and submit to their DM and HR Recruiter, copying their supervisor and HR Generalist
Store Manager or District Manager will be responsible for confirming that the internal applicant meets the eligibility requirements in stores, and the Human Resources Business Partner will be responsible for confirming that the internal applicant meets the eligibility requirements for corporate positions.
Additional Notes
All open FT jobs will be posted internal (Weekly Communication) and externally
Internal and external applicants will be considered for all open roles
Each application will be assessed on an individual basis depending on the needs of the store(s) and whether the employee’s skills fit the requirements of the desired job
Exceptions to the qualifications may be made with VP and HR approval
Updated 2/18/2019

3. Promotion – interview process
Once the internal application is received:
Current supervisor/ DM must ensure that the internal candidate meets all qualifications
Candidate goes through interview cadence below
An interview evaluation form must be completed following each interview
Internal candidates will not complete a Caliper Assessment
Position Applied For
DM Interview
SM Interview
HR Interview
RSM OR VP of Retail
Store Manager X -
If employee is viable candidate
If employee is final candidate
Assistant Store Manager
Sales Lead
Updated 2/18/2019

4. promotion – if internal candidate is selected as final candidate
DM must solidify a transition date and timeline that ensures a seamless transition.
The start date of their new position will be contingent on backfilling their current role
If they are changing districts, hiring DM must partner with the employee’s current DM to ensure this transition plan does not compromise either store’s business
DM will submit a proposal to hire to Vice President of Retail and HR Business Partner (HRBP), cc’ing RSM, HRR and HRG via , including:
Internal Application
Resume
All evaluation forms
Information to support all qualifications are met
Transition Plan
If applicable, proposal for increase. Please consider the below and refer to the “Retail Compensation Philosophy” for additional information.
A promotion typically includes a % increase per grade.
At the least, an employee should be brought to the minimum of the new salary range, not to exceed the midpoint of the new salary range.
The following things should also be considered when determining the promotion amount:
The approved pay range for the position and store
Internal equity within the store
Internal equity within the district/geographical proximity
The applicant’s current rate of pay, experience level and education
The previous incumbent’s rate of pay, experience level and education
HR will provide an offer letter for all keyholding positions
Hiring Manager will extend the offer
No offer can be made until HR provides an offer letter
Following the verbal offer, hiring manager will send the candidate an with the offer letter cc’ing HRG and HRR (if applicable)
Hiring manager will not approve any candidate requests (i.e. compensation negotiation, time off, etc.) without partnering with HR
Updated 2/18/2019

5. lateral – interview process
Once the internal application is received:
Current supervisor/ DM must ensure that the internal candidate meets all qualifications
If there is no change in hiring manager, no interviews necessary
If there is a change in hiring manager, candidate goes through interview cadence below
An interview evaluation form must be completed following each interview
Position Applied For
DM Interview
SM Interview
HR Interview
RSM OR VP of Retail
Store Manager X* -
Assistant Store Manager X
Sales Lead
*if the employee is not changing districts, an interview with the DM is optional
Updated 2/18/2019

6. LATERAL – if internal candidate is selected as final candidate
DM must solidify a transition date and timeline that ensures a seamless transition
The start date of their new position will be contingent on backfilling their current role
If they are changing districts, hiring DM must partner with the employee’s current DM to ensure this transition plan does not compromise either store’s business
No approvals are necessary, however, the DM will send an to make the Vice President of Retail, the HR Business Partner (HRBP), RSM, HRR and HRG aware. The should include:
The candidate’s internal application
The candidate’s resume
All evaluation forms (if any interviews took place)
Information to support all qualifications are met
Transition Plan
HR will provide an offer letter to the hiring manager
The hiring manager will extend the offer to transfer
No offer can be made until HR provides an offer letter
Following the verbal offer, the hiring manager will send the candidate an with the offer letter cc’ing the DM, HRG and HRR
The hiring manager will not approve any candidate requests (i.e. compensation negotiation, time off, etc.) without partnering with HR
Additional Notes:
If there is a request to change compensation, additional approvals will be necessary
If the employee is currently a PT Sales Lead and moving into a FT Sales Lead role, there is no pay change so it would follow the “lateral” process. An offer letter is required to reflect eligibility of benefits.
Updated 2/18/2019

7. Processing a promotion or Lateral move
If employee is going from non-keyholder role (PT SA) to keyholder role (SL):
New SM will create and submit a ZenDesk ticket to request a background check and drug screen
HR will reply to the ticket with the results of the background check and drug screen
A candidate is unable to start in their new role until HR has received satisfactory results of background check and drug screen
Background checks and drug screens cannot be expedited
If the results are satisfactory, Hiring Manager will complete a PAF and submit a ZenDesk ticket
Attached signed offer letter (if applicable)
For all change in positions:
Hiring Manager will complete a PAF and submit a ZenDesk ticket
HR Recruiter will submit an O&O Access to update the employee’s and KWI
Updated 2/18/2019

8. If an internal candidate is not the final candidate
We want to create a culture that encourages internal candidates to explore new opportunities. However, if we do not choose these candidates for their desired role, we need to commit to giving them a better sense of why we made the decision we did - if we want to grow internal talent, we have to foster it.
Hiring manager must turn down all candidates within 7 days of receiving an accepted offer.
Remember the objective of this conversation is to let the candidate know they didn’t get the role and how they can get the role next time it becomes available.
Provide open and actionable feedback.
If the employee made it beyond the DM in the interview process, it is required that an IDP is completed by their current supervisor
If the employee only interviewed with the DM, you can share feedback:
Share the employee’s strengths that are essential to their success in desired role
Share areas of development so that the employee can improve and increase their chances of getting promoted in the future.
Commit to working with the employee to support their professional growth.
Expand on the areas that prevented the employee from receiving the promotion, outline actionable ways to improve and how you can help them
If the employee is not on your team, share that their current SM or DM will follow up with them regarding this.
Do not commit to anything that you cannot follow through on or guarantee will happen
Be as specific as possible - A vague message can leave candidates feeling rejected and confused. We want to do all we can to help them maintain positive morale and retain them as an employee.
Ensure they understand they’re still a valued employee even if they aren’t the right fit for the position
These conversations can be difficult so it helps to be prepared – develop talking points, roleplay with a peer, your DM or HRG.
Updated 2/18/2019