Internal Job Posting

1. Internal Job Posting
2. PURPOSE
3. This business practice establishes uniform guidelines and processes to enable qualified Company employees to be considered for open positions. This practice also defines the requirements for posting positions internally for new job openings (additions) and replacements. It also explains the eligibility requirements and process for employees to apply for those positions.
4. SCOPE
5. This business practice applies to Company operations worldwide.
6. APPLICABILITY TO JOINT VENTURE
7. To be determined
8. BUSINESS PRACTICE
9. The Company posts open positions in the SAP applicant tracking system, Halliburton.jobs, except as described under Positions that are not required to be posted (below). This includes prospective Regular, Part-time, Temporary, Co-op, University Intern, Long-Term Expatriate, and International Commuter positions.
10. The Company will keep each position posted for a minimum of five business days before filling a role with an internal or external applicant. On the sixth business day, the position may be offered to the selected candidate.
11. No prospective Regular, Part-time, Temporary, Co-op, University Intern, Long-Term Expatriate, or International Commuter may be offered a new position, either formally or informally, until the position has been posted internally for the minimum 5-day period.
12. Employee Eligibility and Criteria
13. • Hourly employees with six months or more service, and salaried employees with one year or more service in their current position are eligible to apply for posted jobs. Employees with less service may apply for posted jobs only after obtaining written approval from their current manager.
14. • If an employee applies and is selected to interview for a position, then the employee must notify his or her current manager that he or she has been selected for an interview before the interview takes place. The current manager may not prevent or discourage the employee from interviewing.
15. • The current manager may engage the employee in discussions regarding career potential and individual development. However, the current manager may not promote, increase pay, promise to promote or increase pay, or otherwise incentivize the employee to withdraw his or her posting or decline an offer to transfer.

If an internal applicant is selected, the hiring manager must advise the current employee’s supervisor that a formal offer will be extended before discussing the offer with the employee.

• Internal applicants accepting a job offer must notify their current manager immediately upon acceptance.

• Upon acceptance, the hiring manager must contact the current manager to discuss a transfer date and transition plan that must be agreed upon by the employee, hiring manager, and current manager. Generally, the employee should be transferred within 30 days from offer acceptance. International transfers may require additional time to complete due to logistical, administrative, and regulatory circumstances.

• If agreement for a transfer date between the parties cannot be reached, the applicable regional Human Resources Manager(s) (for geography based employees) and/or Human Resources Director (for all other employees, e.g., Technology, Support Functions, etc.) will make a final determination on the effective date of transfer for the employee.

Positions that are not required to be posted include:

• Senior Management/Executive level positions at a salary control point of K2 and above.

• A position that has been upgraded due to increased responsibility if the incumbent remains in the position being upgraded.

• Positions that are opened to accommodate the transfer of an employee whose current position has been eliminated.

• Promotions within a department from one level to a higher level within a job family progression.

o Example One: An Operator Assistant I is promoted to an Operator Assistant II.

o Example Two: An Associate Technical Professional is promoted to a Technical Professional.

Exceptions to this Business Practice

All exceptions to this business practice must be approved in writing by the applicable Hemisphere Human Resources Director (for geography-based employees), the Division Human Resources Director (for Global PSL positions), or the Corporate and Support Services Human Resources Director, (for all other employees, e.g., Technology, Support Functions, etc.).

For open positions that would normally be open to candidates from the Unites States, exceptions to the requirement to post the position must be approved by the Director of Employee Relations. Only in the rarest of circumstances will such an exception be made.

Local country employment laws may supersede this business practice.

DEFINITIONS

Co-op Employee means a temporary employee who is currently seeking a baccalaureate or master's degree and is enrolled in an accredited college or university co-op program. Co-op employees generally alternate semesters of work and school for a total of up to four working semesters.

International Commuter means an employee who is on an international assignment as described in Company Business Practice 4-16559, “International Commuter Assignments.”

Long-term Expatriate means an employee who is on an international assignment as described in Company Business Practice 4-16489, “

Long-Term Expatriate Assignments.”

Part-time Employee means an employee hired for an indefinite period, but who regularly works less than 40 hours per week.

Regular Employee means an employee hired for an indefinite period who regularly works the equivalent of 40 or more hours per week.

Temporary Employee means a person hired to work for the Company on the Company payroll, for a limited period of time not to exceed six months of continuous employment. Agents, agency employees, distributors, consultants, independent contractors, and other similar third parties are not considered Temporary Employees.

University Intern Employee means a temporary employee who is seeking a baccalaureate or master's degree and is enrolled in an accredited college or university. An internship consists of nonrecurring, full-time employment of up to four months and typically occurs during the summer months.