Freelance to Full-time Employment Conversion - Guidelines

Occasionally, a B\&G department may require additional assistance from a freelancer, whether on a part-time or full-time temporary basis. However, the demand becomes permanent in some situations, leading to benefits from establishing a fully defined (FTE) role within the department.

This guide will outline how Bloom & Grow helps freelancers switch from freelancers to full-time staff members.

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Step 1: Establish and Document the Roles and responsibilities.

Having documented roles and responsibilities makes it easier for employees to understand their new position and integrate seamlessly into the organisation.

Listing down the roles and responsibilities will ensure clarity for both Bloom & Grow and the freelancer about the expectations associated with the role. By clearly outlining the duties and responsibilities, everyone involved understands what is required for the job.

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Step 2: Evaluation

Feedback: Feedback should help employees understand their strengths and areas for improvement. Development opportunities, such as training programs, mentoring, or professional development courses, may also be offered to support the employee's growth and career advancement.

Performance Evaluation: The department head or the supervisor should assess the nature of the freelancer’s work to determine if transitioning to a regular employee status is needed. Using the list of Roles and Responsibilities, the department head or the supervisor should be able to gauge the freelancer's performance.

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Step 3: HR Request and Process

Send a formal request to HR to switch the freelancer to a full-time employee. The request should include the performance evaluation and the Documented roles and responsibilities.

Highlight their contributions, reliability, skills, and the ongoing need for their organisational role.

Once the switch has been approved, HR will be the one to Address Benefits and Cost. They will be the ones to discuss the benefits of transitioning the freelancer to a full-time employee.

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Step 4: Transition Period

During the transition period, the department head/supervisor and the staff should communicate regularly to clarify expectations, address any concerns or questions, and provide feedback on performance. The KPI should also be established and submitted.

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