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Promotion Policy July 2019

This document outlines FrieslandCampina Engro Pakistan Limited's promotion policy. The policy aims to provide clear guidelines for promotions and ensure consistency. It defines promotion as progression to a higher job grade with increased responsibilities. All management employees are eligible for promotion. Promotional increases are targeted between 5-10% and must be approved by various levels of management depending on the job grade. To be considered for promotion, employees must have a year in their current grade and a history of strong performance reviews. The policy is reviewed annually and exceptions require approval from senior leadership.

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Syed Hussain Rizvi
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405 views

Promotion Policy July 2019

This document outlines FrieslandCampina Engro Pakistan Limited's promotion policy. The policy aims to provide clear guidelines for promotions and ensure consistency. It defines promotion as progression to a higher job grade with increased responsibilities. All management employees are eligible for promotion. Promotional increases are targeted between 5-10% and must be approved by various levels of management depending on the job grade. To be considered for promotion, employees must have a year in their current grade and a history of strong performance reviews. The policy is reviewed annually and exceptions require approval from senior leadership.

Uploaded by

Syed Hussain Rizvi
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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FrieslandCampina Engro Pakistan Limited

Promotion Policy
Table of Contents

1. Promotion Policy ............................................................................................................................ 3


1.1. Policy Objective ...................................................................................................................... 3
1.2. Policy Management................................................................................................................ 3
1.3. Questions and remarks .......................................................................................................... 3
2. Policy Details .................................................................................................................................. 3
2.1. Definition of Promotion ......................................................................................................... 3
2.2. Eligibility ................................................................................................................................. 3
2.3. Promotional Increase ............................................................................................................. 4
2.4. Application Principles ............................................................................................................. 4
2.5. Promotion Criteria.................................................................................................................. 4

Promotion Policy
1 July 2019 2
1. Promotion Policy

1.1. Policy Objective


The objective of this document is to provide a policy that is easy to understand and easy to apply,
ensure consistency across the organization and alignment with local market circumstances.

1.2. Policy Management

Policy interpretation
The terms and conditions of this policy must be strictly adhered to, the Reward Manager will
determine any questions regarding the interpretation and application of the policy.

Any disputes regarding the interpretation of this policy should be referred to the Reward Manager
in the first instance. If unresolved at this level, disputes should be presented to the Director
Human Resources who has the final say on the interpretation of this policy.

Exception management
FrieslandCampina Engro Pakistan Limited recognizes that in certain circumstances, there may be
justification for making specific exceptions to this policy. Exceptions of this kind may place the
employee in a more, or less, favourable position compared to his peers.

As a result, all exceptions must be submitted in writing to the Director Human Resources and
subsequently be approved by the Managing Director. Exceptions will apply to the specific employee
only and will not create precedents for application of said exceptions to other employees, nor for
future cases of the specific employee.

Policy amendments and updates


Reward Manager reserves the right to amend the terms and conditions outlined in this policy at any
time. Further, Director Human Resources along with the Managing Director may, at their sole
discretion, choose to implement a change with immediate effect. They may, alternatively, choose
to implement changes from a particular point in time. Where a change in policy is made, all eligible
employees will be notified within a reasonable amount of time.

1.3. Questions and remarks


In case you have any questions and/or remarks, please do not hesitate to contact your Human
Resources Business Partner or CoE Reward.

2. Policy Details
2.1. Definition of Promotion
Promotion is defined as the progression to a position which is classified in a higher job grade than
the current one. It recognizes a clear and identifiable increase in the dimension, scope, and
accountabilities of the new position compared with the current one.

2.2. Eligibility
This policy is applicable to all management employees across the organization.

Promotion Policy
1 July 2019 3
2.3. Promotional Increase

The promotional increase percentages are determined locally because they need to reflect the local
market circumstances and total compensation impact. For this purpose, benchmark data from a
reliable source needs to be applied.

Two types of promotions can be distinguished:

1) Position based Promotion on the same role: If the position to the next higher job grade is
available on the current role (e.g. Position grade is higher than personal grade).

2) Position based Promotion on a different role: If the position to the next higher job grade is
available on a different role in the function (e.g. Professional growth to a higher grade)

2.4. Application Principles

• Promotion cycle will be carried out twice a year in April and October of every year.
• Promotions will only be carried out for evaluated positions.
• The promotion increase level should be targeted between 5% to 10% on the base
compensation.
• Base compensation is equivalent to basic salary on which all benefits are computed.
• The promotional increase can only be applied if the maximum of the applicable pay scale has
not been exceeded. Increases outside of the pay scale should be approved by the Reward
Manager and HR Director.
• In case the new Base Compensation after the promotional increase is still lower than the
minimum pay scale of next grade, then (in principle) it will be adjusted to the minimum of the
pay scale. If this is not possible, an increase plan should be developed with the approval of the
Reward Manager and HRD during the next merit review.
• All promotions must be approved by the Human Resource Director. For HG 18-19 promotions
approval of Managing Director is also required. For HG 20+ cases approval of the relevant
functional manager and HRD Consumer Dairy is required.

2.5. Promotion Criteria


All promotion requests from the line/HRBP will be considered for promotion if below criteria is met:

• The individual has spent a minimum of 1 year in the current grade


• The individual has been a consistent performer (i.e. rated as Meets Expectation or Exceeds)
• Availability of a position higher than the current grade

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1 July 2019 4
Effective date: 1 July 2019

FrieslandCampina Engro Pakistan Limited


5th Floor, The Harbor Front Building
HC-3, Marine Drive
Block 4, Clifton
Karachi 75600 Pakistan

+92 (21) 35296000-(9)

Promotion Policy
1 July 2019 5

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