plan-an-internal-job-move

# plan-an-internal-job-move ## When to use - Use for internal applications, transfers, rotations, promotions, or location moves. - Do not access confidential hiring information or undermine current obligations. ## Procedure 1. Verify role, eligibility, policy, timing, confidentiality, and approval rules. 2. Map verified experience to target requirements and gaps. 3. Identify trusted contacts and decide when to tell the current manager. 4. Prepare application, interviews, compensation, transition, and handoff. 5. Protect current performance and avoid promising proprietary information. 6. Plan outcomes for selection, rejection, counteroffer, or changed relationship. ## Failure plan - Use the formal confidential route when retaliation or conflict risk is material. ## Worked example A support lead applies to operations after confirming policy and prepares a clean handoff without presuming selection. ## Done - An internal-move plan records eligibility, fit, stakeholders, confidentiality, application, transition, terms, and fallback - Policy, conflict, evidence, manager timing, privacy, handoff, compensation, and outcome checks verify readiness