15 5 2012 Promotion Policy

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Promotion Policy

2012 Sime Darby Holdings Berhad

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express or implied, as to the accuracy or completeness of the facts presented. Sime Darby Holdings Berhad disclaims responsibility from any liability arising out of

reliance on the contents of this publication


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Content

Introduction

Promotion Eligibility

Key Notes ( Eligibility, Frequency, Position & Communication )

Details of the Promotion Eligibility by Job Grade

Promotion from Supervisory ( AO1/TS1 ) into Executive Position

Promotion from Exec Sr Exec Asst Mgr ( AVP II )

Promotion from Asst Mgr ( AVP II ) Mgr ( AVP I ) Sr Mgr ( VP II )

Promotion from Sr Mgr ( VP II ) into Gen Mgr ( VP I )

Promotion from Gen Mgr ( VP I ) Sr Vice President II ( SVP II ) Sr Vice

President I ( SVP I )

Recommendation for Promotion Process


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Promotion Policy : Introduction

This policy will help to standardize and ensure consistent administration

in managing promotion across Sime Darby Group within Malaysia and

may also be used as a point of reference for the Groups overseas

operations, so long as it is in compliance with the respective countrys

Labour Laws.

This policy is effective from 1stJuly 2012 onwards

Policy Statement

Promotion is awarded to eligible executives and non-executives for

purposes of career growth and talent retention, in recognition of his /

her performance and higher accountabilities assigned to the higher

position

Policy Intent

Talent Management, Group Human Resource, is the custodian of thispolicy

Policy Custodian


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Leadership

Competency

Meet expectation of expected proficiency level.Exceed expectation for at least half of the

competencies

Job

Competency

Perform

ance

Rating

Disciplinary

Record

Job

Size

Meet expectation of expected proficiency level.

Minimum average rating of 3 in the past 3 yearsPriority will be given to rating 4 and above

No disciplinary record in the past 1 year and depending on the nature of the disciplinary action

Approved budgeted positionPromotion should be in context of increased job size which commensurate with the job gradeTo take into account the persons job grade and the job grade of the job or chairhe/she is

sitting in

Moved in 2 portfolios to gainexposure in operations, corporate

level & international

Moved in 2 portfoliosto gain exposure in

operations, corporatelevel & international

Meet expectation of expectedproficiency level.

Other

Note: Any deviation from the above criteria for a promotion recommendation must be reviewed by the Division HR Head and approved by the DivisionEVP (in the case of executives promoted into VPI and below) OR reviewed by EVP HR and approved by President & Group Chief Executive (in the case of

executives promoted into SVPII and SVPI)

The criteria below is to be used as an additional guide only:

Supervisory

AO1/TS1Exec

SrExec

AVP II AVP I VP II VP I SVP II SVP I EVP II EVP I

Promotion Eligibility


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Key Notes

Promotion activities will be carried out twice a year, which is in January and July.

Ad-hoc promotions outside of these can be considered on a case-to-case basis depending on the

business need and the merits of the case.

Promotions must be for budgeted positions only. If the position is unbudgeted, the staff requisition

process must first take place and the necessary approval obtained.

Eligibility

Frequency &

Timeline

Budgeted

Position

The stated Time at level is the minimum duration to be eligible for promotion. However, this does

not mean that the employee will automatically get the promotion when this minimum time

requirement is met

Any deviation from the stated criteria for promotion recommendation must go through the following:

For promotions into VP I & below : Review by the Division HR Head and approved by Division

EVP

For promotions into SVP II & SVP I: Review by Group HR Head and approved by President &

Group Chief Executive

It is the responsibility of the immediate superior to communicate to the employee of his/her

promotion.

However, the communication should only take place after the formal approval has been obtained.

Communication

of Promotion


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Promotion from Supervisory ( AO1/TS1 ) into Executive position

Item Description

Eligibility

Complete a minimum of 2 years in a Supervisory ( ie AO1/TS1 ) level position in Sime Darby

( less if the supervisory staff has a degree from a recognized university )

The above is the minimum duration to be eligible for promotion. However, this does not mean that the employee will

automatically get the promotion when this minimum time requirement is met

Promotion

Approval

Process

Relevant Experience Meet the requirement of Work / Professional Experience from Job Description of the new position.

Performance RatingObtain a minimum average rating of 3in the past 3 years. If the employee has less than 3 years performance

rating, the proposal for promotion needs to be supported by the Section Head.

Core Executive

Programme (CEP)Not required for the time being. Currently being planned.

Other CriteriaTo refer to the slide on Promotion Eligibility for further details in terms of the qualification, leadership & job

competencies, disciplinary record, job size etc.

Promotion Letter &

Benefits Packages

Upon obtaining the necessary approval, the Division HR Department shall issue a Letter of Promotion to the

employee together with the benefits packages relevant to the job grade for the employee to sign to formally

accept the promotion.

Other Information

Promotion between non-executive grades are to be governed by the existing promotion guidelines for non-

executive employees in the respective Divisions

Endorsement & Approval

By

Head of Department

Proposal

by

Section Head

Recommendation

by

Division HR Head


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Promotion from ExecSr ExecAsst Mgr ( AVP II )

Item Description

Eligibility

Complete a minimum of 2 years of service in each grade

The above is the minimum duration to be eligible for promotion. However, this does not mean that the

employee will automatically get the promotion when this minimum time requirement is met

Promotion Approval

Process

GHO

Relevant Experience Meet the requirement of Work / Professional Experience from Job Description of the new position.

Performance RatingObtain a minimum average rating of 3in the past 3 years. If the employee has less than 3 years performance

rating, the proposal for promotion needs to be supported by the Head of Department.

Core Executive

Programme (CEP)

Complete CEP 1 or equivalent prior to an employee being promoted into Assistant Manager ( AVP II ).

In the event that an employee is promoted to a new Assistant Manager ( AVP II ) job grade without first

completing CEP 1, then the employee is required to complete CEP 1 within one year of the effective date ofhis/her promotion.



Promotion Letter &

Benefits Packages


employee together with the benefits packages relevant to the job grade for the employee to sign to formally

accept the promotion.

Endorsement

by

EVP/ Group

Function Head

Approval

by

EVP HR

Proposal

by

Head of Dept

Recommendation

by

GHO HR Head

Other Divisions

Endorsement

by

Division HR Head

Approval

by

EVP / Division MD

Proposal

by

Head of Dept

Recommendation

by

OU MD


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Promotion from Asst Mgr ( AVP II )Mgr ( AVP I )Sr Mgr ( VP II )

Item Description

Eligibility


The above is the minimum duration to be eligible for promotion. However, this does not mean that the employee

will automatically get the promotion when this minimum time requirement is met

Promotion

Approval Process

Relevant

ExperienceMeet the requirement of Work / Professional Experience from Job Description of the new position.

Performance RatingObtain a minimum average rating of 3in the past 3 years. If the employee has less than 3 years performance rating,

the proposal for promotion needs to be supported by the Head of Department.

Core Executive

Programme (CEP)

Complete CEP 2 or equivalent prior to an employee being promoted into Manager ( AVP I ). In the event that an employee is promoted to a new Manager ( AVP I ) job grade without first completing CEP 2,

then the employee is required to complete CEP 2 within one year of the effective date of his/her promotion.



Promotion Letter &

Benefits Packages


employee together with the benefits packages relevant to the job grade for the employee to sign to formally accept

the promotion.

Endorsement

by

EVP/ Group Function

Head ( up to VP II )

EVP HR ( into VP II )

Approval

by

EVP HR (up to AVP I)

PGCE (into VP II)

Proposal

by

Head of Dept

Recommendation

by

GHO HR Head

GHO

Other Divisions

Endorsement

by

Division HR Head

Approval

by

EVP / Division MD

Proposal

by

Head of Dept

Recommendation

by

OU MD


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Promotion from Sr Mgr ( VP II )Gen Mgr ( VP I )

Item Description

Eligibility


The above is the minimum duration to be eligible for promotion. However, this does not mean that the employee will

automatically get the promotion when this minimum time requirement is met

Promotion

Approval Process

Relevant

ExperienceMeet the requirement of Work / Professional Experience from the Job Description / Success Profile of the new position.

Performance

Rating

Obtain a minimum average rating of 3in the past 3 years. If the employee has less than 3 years performance rating, the

proposal for promotion needs to be supported by the Head of Dept (for GHO) or OU Head / MD (for other Divisions).

Core Executive

Programme(CEP)

Complete CEP 3 or equivalent prior to an employee being promoted into General Manager ( VP I ).

In the event that an employee is promoted to a new General Manager ( VP I ) job grade without first completing CEP 3,then the employee is required to complete CEP 3 within one year of the effective date of his/her promotion.



Employment

Contract &

Benefits

Packages

Upon obtaining the necessary approval, the Division HR Department shall issue a new employment contract, which will

be effective from the date of the new contract in the new job grade together with the benefits packages relevant to the

job grade and it must specify the period of the contract.

This new contract is subject to acceptance by the relevant employee who has been offered the appointment into the

new job grade.

Endorsement

by

EVP HR

EVP/ Group

Function Head

Approval

by

President / GCE

Proposal

by

Head of Dept

Recommendation

by

GHO HR Head

Endorsement

by

EVP/ Division MDEVP HR

Approval

by

President / GCE

Proposal

by

OU Head / MD

Recommendation

by

Division HR Head

GHO

Other Divisions


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Recommendation for Promotion Process

Line Manager to read and understand the promotion

criteria, eligibility, frequency and approval process

Understand thePromotion Policy

Line Manager proposal for promotion via SD TTMS

during Year End Review

To also provide justification for the promotion in the

justification box

Proposal forPromotion via SD

TTMS

Line Manager to complete and submit the following

forms to respective HR :

1. Recommendation for Promotion Form

2. Approved Organisation Chart

3. Approved Job Description

Submission ofDocuments


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