Employee change
Review promotions, transfers and employment changes with a clear effective date and complete history.
6 stages · 1 approval
Roles and responsibilities
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Step 1Request change
Change NumberEmployeeKindEffective DateRehire
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Step 2Prepare revision
Change NumberEmployeeKindEffective DateRehire
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Step 3Approve change
Change NumberEmployeeKindEffective DateRehire
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Step 4Schedule
Change NumberEmployeeKindEffective DateRehire
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Step 5Apply
EmployeeEntityStart DateActual Start At
Process steps
Follow the process from start to finish. Select a step to see who acts and what changes.
Request change
Manager requests an eligible team promotion, transfer or reporting-line change; HR Manager initiates other protected lifecycle work within scope. Capture the intended outcome, effective date and supporting evidence. Current team visibility permits preparation of a request, without granting the requester authority to edit an employee's accepted position or employment status.
Prepare revision
HR Manager prepares the complete before-and-after proposal. HR Specialist may prepare authorized employee details under a live delegation. Resolve the employer, position, manager and dated capacity together. Cross-entity movement closes one employer spell and opens its linked successor; it does not calculate a payroll transfer or infer a new external entitlement.
Approval required
Approve change
A different eligible HR Manager reviews the exact revision and effective boundary, excluding its preparer, material editors and applicable subject conflict. The decision checks compatible organization, capacity, leave and access consequences. Additional technical approval may be required by configuration; changing roles or obtaining a delegation cannot turn self-review into independence.
Schedule
HR Manager schedules the accepted revision while current employee information remains unchanged. Approved incoming positions reserve the relevant interval. A subsequent conflicting move, changed content or stale record version pauses application for renewed review. Any affected leave allocation is reconciled through its own required calculation and approval before the move takes effect.
Apply
HR Manager applies only the current authorized revision at its effective boundary. Close and open the appropriate employment and position intervals, preserve the actual actor and write linked history once. Leave of absence keeps employment and position occupancy; an evidenced return restores active work only within an employment spell that has not ended.
Reconcile
HR Manager reviews the resulting organization and downstream work. Reassign pending approvals and direct reports through the approved transition, or retain a visible HR exception when no successor is ready. Provider requests keep their original identity until their outcome is known. Backdated corrections preserve previous events and recompute affected periods through a reviewed change.
Approvals and controls
1 approval required in this process
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Approve change
HR Manager signs · schedule waits
ApprovalDecisions, HRChanges - Self-reportingCyclic manager or position relationships block the change. A vacant or multiply occupied parent position needs a reviewed named manager.
- Each employed person has one primary whole-seat assignmentReducing capacity cannot evict an occupant through a master-data edit.
- Future plans do not overwrite today's managerDepartment or employment status. Historical retrieval still follows the viewer's current access.
- A departed or reassigned manager loses operational authority at the boundary; old history does not preserve permission to approve new work.
- Accepted history is corrected by a linked actionComplete consequences, rather than by deleting the previous promotion, transfer or separation.
- Permitted self-profile edits use their narrower audited route. Legal identity, employer, position and status changes continue through domain review.
Records and postings
| Stage | Records | Effect |
|---|---|---|
| 1 Request change | HRChangesEmployeesAccessGrants | Capture the proposed change within current scope |
| 2 Prepare revision | HRChangesEmploymentSpellsPositionAssignmentsPositions | Resolve the complete dated proposal |
| 3 Approve change | ApprovalDecisionsHRChanges | Decide the exact content and effective boundary |
| 4 Schedule | HRChangesPositionAssignmentsLeaveRequests | Reserve future scope and reconcile affected commitments |
| 5 Apply | EmploymentHistoryPositionHistoryEmploymentSpellsEmployees | Apply the approved intervals and retain history |
| 6 Reconcile | AccessGrantsIntegrationEventsOrgChartSnapshots | Reconcile current access, provider work and affected reporting |
Process reports
All reportsTurnover Rate
Effective nonvoid separation episodes in a bounded interval, classified by reviewed SeparationClass, divided by time-weighted distinct employed headcount over that same interval times100. Rehire is another episode, not erasure of separation. Voluntary/involuntary/other populations and duplicate/corrected events reconcile; zero/incomplete denominator is unavailable. Regrettable is optional reviewed HR-only data, not inferred from leave or performance. Sensitive reasons and small-group slices require restricted purpose/thresholds.
Time-to-Fill
Calendar days from each VacancyEpisodes.OpenedAt to the corresponding actual effective FilledAt, by frozen opening/fill department, job family and location. A transferred long-tenured employee fills the vacancy on the assignment date; original hire date is irrelevant. Open/frozen/withdrawn episodes are disclosed separately, with elapsed unresolved duration not mixed into completed averages. This reports seat occupancy, not recruiting funnel time.
Tenure Distribution
Current-spell tenure at cutoff for employed people in nonoverlapping bands [0,1), [1,3), [3,5), [5,10), [10,infinity) years, with median and historical organization dimensions. Breaks between spells are excluded; OriginalHireDate is a separate first-hire context, never silently substituted. Leap-day anniversaries follow the explicit entity rule.
Leave Utilization
Within a disclosed leave year/type/entity day-unit basis, reconcile posted earned and carry-in amounts, taken, unconsumed reservations, corrections, expiry and available/advance authority. Show actual used days separately from future commitments; never sum the same closed-year carryout and new-year carry-in as newly earned leave. No medical inference or universal statutory/sick-leave norm; any operational comparison policy is reviewed and privacy-limited.
Run by an agent
Agent support
The assistant may prepare a permitted proposal but cannot supply the independent human decision required for a hire, protected change, readiness, retention action or correction. A service identity cannot become the employee who acknowledged a policy or the person who confirmed a factual event.
# Example after configuration
$ curl -fsSL https://www.erp.ai/skill.md | paste into your agent
› employee change · request change on HRChanges, Employees, AccessGrants
✓ Manager requests an eligible team promotion, transfer or reporting-line change; HR Manager initiates other protected lifecycle work within scope.
› employee change · prepare revision on HRChanges, EmploymentSpells, PositionAssignments, Positions
✓ HR Manager prepares the complete before-and-after proposal.
› employee change · approve change on ApprovalDecisions, HRChanges
⏸ approval · waiting for the hr manager
# 3 more stages after approval: schedule, apply, reconcile
Other processes
4 moreEmployee onboarding
Prepare a complete employee record, coordinate the work and confirm readiness before employment starts.
5 stages · 2 approvals
Leave request to balance
Request time off, route the decision and reconcile reserved, taken and cancelled days.
7 stages · 3 approvals
Policy and document review
Assign the right obligations, verify evidence and record each employee's actual policy acknowledgment.
7 stages · 2 approvals
Employee offboarding
Coordinate an employee's departure, end access at the right boundary and resolve outstanding work.
6 stages · 2 approvals