Promotions

The purpose of this policy is to reward performance along with retaining top talents and building a talent pipeline which can improve the overall effectiveness of the organization.

Promotion Eligibility: Promotion decisions are based on several factors, as stated in the following:

Performance:

• Strong performance in the current role is a key factor in determining eligibility for promotion.
• The nominee should have completed [2 performance cycles] in the current position with consistently [Meeting] or [Exceeding]the performance expectations
• This rule applies to all job levels, except for junior vocational and entry-level positions, which may be promoted after completing one performance cycle, as well as employees who achieve an exceptional performance appraisal.

Attitude & Interpersonal Skills:

• The nominee must have shown the ability to collaborate and build professional relationships with superiors and colleagues.
• The nominee should have a clear penalty record for the 6 months preceding the promotion date.

Expertise & Experience:

• Relevant work experience is taken into consideration when determining promotion eligibility.
• Promotions are competency-based; years of experience don’t, by default, qualify individuals for the roles. However, years of experience are to act only as a guide in terms of the minimum years required to acquire the higher-level competencies.
• Note: This rule is applied on the [Professional Job Ladder], those who require a university degree to perform work in a specialized area of expertise that requires knowledge of fundamental themes, principles & concepts.

[Specialist] [Senior Specialist]:

• A minimum of 4 relevant years of experience is required to be promoted to senior professional.
• Initiative and proactiveness: The nominee should have the ability to take the initiative for addressing work challenges and working on their improvements, along with making a positive impact.

[Senior Specialist] [Team Leader]:

• A minimum of 6 relevant years of experience is required to be promoted to this level.
• Potential leadership skills: The nominee should have demonstrated the ability to motivate and inspire others and effectively manage a team or a specialized project/ Area.

[Team Leader] [Associate Manager] / [Section Head]:

• A minimum of 8 relevant years of experience is required to be promoted to this level.
• Adaptability and Learning Agility: Candidates who demonstrate a willingness to learn, proactively seek out development opportunities, and adapt to evolving business needs are often viewed favorably for promotion to this level.

[Section Head] [Manager]:

• Subject to an existing vacant slot within the organization structure.
• If so, a minimum of 10 relevant years of experience is required to fulfill the vacancy.
• Demonstrating the required competencies to lead the entire department/Area by taking on the accountability for its results.

[Manager] [Senior Manager]:

• A minimum of 2 relevant years of experience in a managerial position.
• Senior Manager is expected to have a deeper level of industry knowledge. They should have a comprehensive understanding of the industry, market trends, and the organization’s operations.
• A manager who is being considered for a Senior Manager role should demonstrate a commitment to continuous learning and professional development.

[Senior Manager] [Director]:

• Subject to an existing vacant slot within the organization structure.
• If so, a minimum of 12 relevant years of experience is required to fulfill the vacancy.
• MBA or equivalent master’s degree is a must.
• 360-degree successful assessment results.

Promotion Progression:

• Promotions for more than one job level are restricted.
• Promotions are structured in a way that employees typically progress through job levels incrementally, gaining experience and competencies at each level before moving to the next.
• However, there may be situations where an employee demonstrates exceptional performance, possesses unique skills or experience, needed to fill a critical role at a higher level. In such cases, the company may consider promoting the employee by skipping one or two job levels. Approving such cases is done directly by the CEO.

Responsibilities & Approvals :

• All Promotions should be recommended by the line manager, approved by the related Excom Member, and validated by the Head of Human Resources in accordance with the policy criteria.
• The CEO’s approval is required for managerial-level promotions.
• The CEO has discretion on exempting any of the promotion requirements.