Joiner–mover–leaver blind spots we keep finding
Transfers between departments and contractor exits remain the weakest points in many Cape Town organisations’ identity paths.
Hiring workflows are often the best documented part of identity. Offboarding for permanent staff is usually adequate. The weak spots sit in the middle: people who change role, and contractors whose end date drifts.
Transfers keep old application access because nobody owns the revoke step. The new manager requests additional rights; the previous manager is never asked to confirm what should stop. Within a year, the employee holds two job’s worth of entitlements.
Contractors complicate ticket systems. An extension is agreed verbally; the identity record retains the original end date or, worse, has none. VPN and cloud console access continue until someone notices an anomaly.
A focused joiner–mover–leaver review follows a handful of real people through HR and IT tickets. Sample-based walkthroughs reveal more than policy documents alone.
Fixing the path usually means clearer ownership between HR, the hiring manager, and the identity team — plus automated disablement tied to employment status rather than relying on memory.