Skip to main content

Human Resources

Transfers to New Positions

Bentley encourages employees to continually develop their skills and advance their careers.  Employees may find opportunities to do so by transferring to another position at Bentley for which the employee is qualified.  Managers are encouraged to support employees’ efforts to further their career growth at Bentley by considering other opportunities at Bentley.

Employees who are interested in another position at Bentley must apply for the position through Bentley’s online job posting system. To be eligible to apply for another position at Bentley, employees must meet the minimum qualifications for the posted job and generally have been in their current position for at least six months (non-exempt employees) or one year (exempt employees).  Employees who are on a Performance Improvement Plan (PIP), have been involved in any type of discipline in the past twelve months, or received a “Needs Improvement” on their most recent performance evaluation are not eligible to apply for posted jobs.  In all cases, hiring managers and VPs will make hiring decisions based on who they believe is most qualified for the position.

Employees who are interested in another position at Bentley may want to discuss the position with Human Resources or the hiring manager to assess their qualifications and interest. If an employee applies for the position and is selected for an interview, they should notify their manager.  If an employee is selected as a finalist, the HR recruiter or hiring manager will contact the employee’s current manager to verify performance, skills, attendance, etc.

If an employee is selected for a new position, the title, salary grade, and salary will be based on the new position, not the employee’s old position. If the new position pays less, then the employee may experience a decrease in salary.  If the new position results in the employee moving to part-time status, then the employee will receive benefits available to part-time employees.


Date last revised:  April 15, 2015