Research and Development Rotation Program
The Opportunity
The purpose of R&D’s Rotation Program is to enable employees to develop new knowledge, skills and a broader understanding of our research and development activities; support our commitment to providing career growth and development opportunities to FMI employees; promote organizational learning; and allow FMI to utilize our talent effectively.
The program involves the temporary assignment of an employee for a predetermined period to perform the specific duties of a role within R&D. The rotation may be full-time or part-time and may take place within an R&D department, across R&D departments, or across FMI functions.
Open Rotations
None at this time.
Application
Interested candidates may apply to an open rotation or propose a rotation in an R&D department of interest. Candidates must develop a proposed coverage plan for their current role and obtain their manager’s approval to apply. Managers may only approve employees who meet the program eligibility requirements and who have a proposed coverage plan that will support the required business needs throughout the length of the rotation.
Program Eligibility
The program is available to full-time FMI employees who meet performance expectations for both the “what” and “how” of their current role and meet the minimum requirements for the rotation. In order for an employee to participate in a rotation, there must be a coverage plan in place and the rotation assignment must not negatively impact departmental, functional, or FMI’s business goals.
R&D Rotation Program FAQs
What is the R&D Rotation Program?
The purpose of R&D’s Rotation Program is to enable employees to develop new knowledge, skills and a broader understanding of our research and development activities; support our commitment to providing career growth and development opportunities to FMI employees; promote organizational learning; and allow FMI to utilize our talent effectively.
The program involves the temporary assignment of an employee for a predetermined period to perform the specific duties of a role within R&D. The rotation may be full-time or part-time and may take place within an R&D department, across R&D departments, or across FMI functions.
Who is eligible to participate in the program?
The program is available to full-time FMI employees who meet performance expectations for both the “what” and “how” of their current role and meet the minimum requirements for the rotation. In order for an employee to participate in a rotation, there must be a coverage plan in place and the rotation assignment must not negatively impact departmental, functional, or FMI business goals.
How many employees will be selected for the program?
Only one employee will be selected for each available rotation opportunity. However, pending the quality of the applications and the level of interest in a rotation, we may increase the number of available rotation opportunities.
What if I want to apply to a rotation opportunity but my manager does not want me to apply?
There may be situations where a manager cannot support an employee’s request to be considered for the rotation due to a business need at this time. Managers will discuss candidate eligibility and business need concerns with the function’s People Strategy Leader. If the business can support the request, employees who meet the eligibility requirements, and who are interested in the rotation opportunity, should meet with the manager to obtain their approval before applying.
What if I am interested in a rotation opportunity, but the current posted opportunities do not match my interest?
We encourage employees to be creative in considering what is best for their career development and improving their ability to contribute to FMI. If there is not currently a rotation opportunity listed that meets your interest, please discuss with your supervisor and complete the Rotation Program application form. Choose “Other” in the Rotation Opportunity field and there will be instructions to describe an alternate rotation opportunity.
What is the duration of the rotation?
The duration of the rotation will depend on the assignment, the amount of time estimated for learning and development and the percentage of time allowable for the rotation. The length and time percentage of the rotation may be flexible based on business need and the candidate’s coverage plan.
Will the compensation, title or leveling be adjusted for the selected candidates during the rotation period?
No. During the rotation period, the rotating employee’s job title, level, salary, target bonus and manager of record will not change. All business-related expenses over $5,000 associated with the rotation will be charged to the rotating manager’s cost center.
How will job performance be evaluated during the rotation period?
The rotation manager will meet regularly with the rotating employee to provide feedback and coaching, discuss challenges the employee may be facing, and get feedback on how the rotation is going. The rotation manager will share performance feedback with the rotating employee’s current manager. The current manager will also meet regularly with the rotating employee and provide feedback on any continued work within the employee’s current role based on the coverage plan.
How will the selected candidate stay connected to their functional area during the rotation period?
The employee’s current manager should continue to have check-ins with the rotating employee. These check-ins should be focused on how the rotation program is going for the employee, help if needed and to keep the lines of communication consistent. Regular check-ins between the current manager and rotating employee should also be focused on the ongoing work of the team and coverage plan in order to enable a smoother transition for the employee when they return to their role.
What happens at the end of the rotation?
The rotating manager will provide feedback on performance to the rotating employee and the rotating employee’s current manager. The feedback should be incorporated into the employee’s annual review, and performance during the rotation will be considered in determining the employee’s overall performance rating. The expectation is for the rotating employee to return to their regular job immediately following the conclusion of the program. Specific transition details will be worked out between the rotating employee and their current manager. Both the rotating manager and current manager will facilitate the opportunity for the rotating employee to share key learnings with team members at the end of the rotation.
How will the rotation program be evaluated?
At the end of each rotation, the rotating employee, rotating manager, and current manager will complete a survey [survey link] soliciting feedback on the rotation experience, including what worked well, areas for improvement, and the measures of success for the program, including:
• The employee gains new knowledge/skills/mentors
• The employee contributes to organizational learning and growth
• There is an increase in collaboration between departments
• There is increased knowledge of work between departments
I’m a manager interested in creating or supporting a rotation opportunity within R&D. Who should I contact?
Please contact Amanda Bennett, People Strategy Leader, abennett@foundationmedicine.com or Danielle Evans, People Business Partner, daevans@foundationmedicine.com for support with creating a rotation description and coverage plan.
I have questions about the eligibility criteria. What are the resources to help me navigate that conversation?
Please contact your department head and Amanda Bennett, People Strategy Leader, abennett@foundationmedicine.com or Danielle Evans, People Business Partner, daevans@foundationmedicine.com to discuss the eligibility criteria and how to engage in development conversations.
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