Internal Applicant Process
Job Opportunity Program
As a reflection of the Company’s desire to grow and develop employees, job openings are generally first made available as internal department promotions or reassignments for qualified candidates. Jobs not filled within the department or division are then generally opened to all employees through the Job Opportunity Program (JOP) before considering external candidates.
The Job Opportunity Program is designed to offer promotion opportunities, skill enhancing opportunities and lateral or downward career adjustment opportunities. This means that you may apply for any opportunities that match your long-term career objectives.
Job Opportunities for non-exempt positions above entry level and all exempt positions below director level are generally posted through the JOP. Job Opportunities are posted daily and remain posted for seven calendar days. Some examples of openings that do not represent Job Opportunities and, therefore, are not posted include:
In most cases, if you meet the eligibility requirements of the position and have completed six months of employment or six months in your current position, you may apply for a posted position.
If you have been in your present job at least 90 days, but less than six months, you may apply for Job Opportunities if approved by your immediate supervisor. Manufacturing employees on the night or weekend shifts may not laterally transfer or apply for similar positions on the day shift for a period of six months from their start date. This does not apply to opportunities outside of Manufacturing Operations or to any promotional opportunities.
Employees with a written warning or a Performance Improvement Plan are generally ineligible to apply for a Job Opportunity for one year from the date the written warning was signed. MK temporary employees on Mary Kay’s payroll and employees submitting an application after the Job Opportunity posting period has ended are considered with external candidates.
Applying for a Job Opportunity gives the hiring manager permission to view your performance records and/or to contact your current supervisor regarding your performance.
Definition of a Job Opportunity
Job Opportunities for non-exempt positions above entry level and all exempt positions below director level are generally posted through the JOP. Job Opportunities are posted daily and remain posted for seven calendar days. Some examples of openings that do not represent Job Opportunities and, therefore, are not posted include:
- earned in-place promotions (for example, an entry level mechanic who completes the required competencies to be promoted to an intermediate level mechanic)
- internal departmental reassignments and promotions
- redeployment of employees (when work in their department decreases or changes or when a job is eliminated) to another area of the Company where the employee can make a greater contribution
- job upgrades resulting from reevaluation of the position
- a job that was recently posted
Applying for a Job Opportunity
In most cases, if you meet the eligibility requirements of the position and have completed six months of employment or six months in your current position, you may apply for a posted position.
If you have been in your present job at least 90 days, but less than six months, you may apply for Job Opportunities if approved by your immediate supervisor. Manufacturing employees on the night or weekend shifts may not laterally transfer or apply for similar positions on the day shift for a period of six months from their start date. This does not apply to opportunities outside of Manufacturing Operations or to any promotional opportunities.
Employees with a written warning or a Performance Improvement Plan are generally ineligible to apply for a Job Opportunity for one year from the date the written warning was signed. MK temporary employees on Mary Kay’s payroll and employees submitting an application after the Job Opportunity posting period has ended are considered with external candidates.
Applying for a Job Opportunity gives the hiring manager permission to view your performance records and/or to contact your current supervisor regarding your performance.
