Internal Mobility Policy

Internal Mobility policy. May 2022.

Internal Mobility Policy

Name of the Policy Release Date Document Control Version Temporal Scope Application Scope Owner Distribution Area

Internal Mobility policy 01/05/2022 v.1 Indefinite Alsa Division People and Culture Division ExecCommittee; Directors, and HRs Managers

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Internal Mobility policy. May 2022.

Index Purpose and Scope ................................................................................................................... 3 Applying criteria in the internal mobility process .......................................................................... 3 Requirements to be met to apply for an internal vacancy ............................................................. 4 Development of the internal mobility process .............................................................................. 4 Internal Mobility Committee....................................................................................................... 5 Internal Mobility Newsletter ....................................................................................................... 5

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Internal Mobility policy. May 2022.

Purpose and Scope The scope of this document is to set the internal mobility policy for the Alsa Division. For internal mobility we understand the system to access any new open job positions or vacancies within the Division, available for the employees of the company who may, freely and voluntarily, have the chance to apply for other job positions. Alsa aims to promote covering the positions internally, preferably.

This will help to have a clear view of job availability, and will ensure a better, efficient matching with the best resources, promoting engagement, development and professional progress of Alsa employees, particularly highlighting the development of high-potential people. It will also encourage employees to take care of their own professional career and to apply to any vacancy job, with preferential conditions than an external applicant.

The main objectives are: • Provide opportunities for the development, evolution and professional career targeted to encourage professional growth of the employees, matching the applicant with the position, and the position to the career development plan of the applicant.

• Promote a common culture in Alsa as a company able to provide professional development opportunities in different functional and geographical areas.

• Channel the added value associated to the internal coverage of vacancies and highlight the internal know-how and expertise against external candidates, reducing the adjustment period and shortening the learning curve to achieve optimum performance in the shortest period of time, contributing to the achievement of targets.

Applying criteria in the internal mobility process 1. Internal publication of all vacant posts As a general criterion, and provided that internal mobility is a benefit for the development of professionals, all vacancies shall be published internally, except for justified exceptions signed off by the People and Culture Division.

In the recruitment process, the Alsa strategy developed in the equality area will be taken into consideration.

2. On equal terms, the internal applicants shall always be given priority 3. Internal mobility related to promotions and/or salary changes The changes in a job position as a result from the internal mobility process do not necessarily mean a promotion or a salary change. Cases involving a promotion and/or a salary change may be mainly of two types: 

Promotions arising from the evolution of the current position of the employee, as a result from an enhancement in their functions, scope, business figures, etc.



Promotions arising from access to a new job position in the Company where the applicant will meet the conditions required and set in advance for that vacancy.

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Internal Mobility policy. May 2022.

Requirements to apply for an internal vacancy All employees in Alsa Division meeting the requirements demanded may apply for a position or a vacancy following the internal mobility process. These requirements are as follows: 1. Meet the professional profile and the expertise required for that position.

2. A sustained performance over time: Have a positive review in the people assessment systems.

3. The applicant must have been working in the current position for at least two years, except in a few cases that are signed off and approved by the People and Culture Division.

The following considerations will be taken into account: 

The People and Culture Division and other Divisions will assess whether the change of position entails a risk to achieve the objectives, always giving priority to internal mobility.



An agreed transition plan will be agreed by the Origin and Destination areas, with a one-month deadline generally established.

Development of the internal mobility process 1. Announcement of the vacancy The internal mobility process will start once the vacancy has been signed off. All positions will be published by default except for those to be released confidentially, prior to the approval and sign-off by the People and Culture Division.

Once the internal announcement of the vacancy has been approved, the People and Culture Division will: • Publish in Chris the vacancy, to be seen by all people interested.

• With the lead-time agreed and subject to the conditions of the vacancy, a process of External recruitment will be launched, in order to address the vacancy as soon as possible. On equal terms, the internal applicants shall always be given priority 2. How to apply to a vacancy Any applicant shall register on the vacancy published in Chris. The People Management division may suggest to other people to apply for specific processes, but in any case this shall follow the same process as the applicants applying on their own initiative.

3. Selection of applicants The requests introduced in the system will be reviewed by the recruitment team, and the relevant interviews will be carried out to pre-shortlist the applicants that will be forwarded to the Area Manager or to the Department/Division with the vacancy available. The interview will reasonably determine that the applicant is suitable and appropriate for that job position.

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Internal Mobility policy. May 2022.

4. Shortlist The applicant shall report to the line manager that he/she is applying for this process, as soon as his/her application is included in the final shortlist.

5. Selection of the suitable applicant The division or department offering the vacancy will recruit the person to cover the job position available.

The result of his/her application will be reported to the collaborator.

An agreed transition plan will be agreed by the Origin and Destination areas, with a one-month deadline generally established.

6. Communication to the applicants The communication to the employee applying to the internal recruitment process all along will be done by the People and Culture Division, that will coordinate with the Origin and Destination Management that applicants have the required support along all the phases of the process.

In addition, people departments across other areas will also be updated and coordinated in order to ensure that the requirements are met, always ensuring the total confidentiality of the process.

Internal Mobility Committee In order to promote internal mobility in a proactive manner, a monthly committee will be scheduled with line managers across all Alsa countries and businesses in order to encourage the compliance with the development and internal talent management plan sin place.

Internal Mobility Newsletter In order to promote internal mobility, vacancies will be announced at a a regular basis in a newsletter.

This newsletter will also be a support to provide updates on the job changes happening in all the areas.

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