Promotion Policy

Promotion Policy

CPP-HR_0107_V4_Promotion
VERSION
APPROVAL DATE
AUTHOR
CHANGES
APPROVED BY
3.0
03/01/2018
T. BACLAYO

P. KEEGAN
4.0
10/15/2020
M. MARTINEZ

F. LENOIR











1.0  Objective  

Employee promotion is aimed at recognizing and motivating high performing employees who are capable of improving organizational effectiveness.  
  
As an organization, Infinit-O will actively seek out people who show potential for advancement. Thus, every IO leader should ensure that there is someone who has been groomed for the role.  

2.0  Scope  

This policy shall apply to all regular team members.   

3.0  Provisions  

            3.1 Promotion shall be defined as the advancement of a team member from a lower job level to a higher job level. Movements may be within or outside of one’s department.  
  
            3.2  To ensure that we are able to optimize our potential to develop team members, IO will only approve within peer group promotions upon approval of the Executive Team. We believe that the promotee is more likely to succeed in such cases where they are provided an opportunity to lead fully and objectively.   
  
             3.3  For IO, promotion will be awarded to the best candidate for the role. All things being equal, highly qualified internal candidates are preferred compared to external candidates. This is to ensure that maximum growth opportunity is provided to the best qualified team members.  
  
            3.4  As we believe that a diverse and inclusive culture promotes improved team performance, IO will actively support diversity candidates who have met the identified promotion criteria.  
  
            3.5      Overall performance review results shall be the basis for promotion of any team member.  
  
            3.6      For promotions to and within a managerial/executive level, the candidate must have completed an acting capacity period of at least 3 months. In such cases, a cross functional assignment is required with a fully documented performance plan approved and reviewed by the heads of department.   
  
            3.7      Promotion of any team member shall be based, but not necessarily limited to the following factors:   

                  3.7.1 Performance Review Results; The employee has achieved an AA to E rating both in the functional KPI and in the PRIDE rating for the previous review year.  
 
                  3.7.2  Team member’s competencies;  
  
                  3.7.3 All other factors being substantially equal, employment period shall be considered in promoting a team member;  
  
                  3.7.4  A team member should be a regular employee to be eligible for promotion. 
 
                  3.7.5  The team member should have completed all mandatory training courses in Moodle prior endorsement for promotion evaluation 

                  3.7.6  As a final requirement for promotion, the candidate should go through a panel interview by the Promotions Committee where recommendations are included in the final recommendation for approval. The panel for all promotion to a Team Leader role shall comprise of: Head of HR and Head of Operations. Promoting Manager will seek final approval from President/COO.   
  
            3.7.7 There may be a case when a team member who is up for regularization may be simultaneously promoted as approved by the Executive Committee.

            3.8 The Executive Committee has the authority to approve any promotion to Director Level and up. (For the purpose of this policy, approving authority by order should be given to: Manolo Aquino, Pat Keegan, Richard Eldridge).  

            3.9  The President/COO, Head of Operations and Head of HR will meet quarterly to review the Potential/Ready Now List which will include developmental/rotation plans and activities for each candidate.   
  
            3.10 Any exception on the above set criteria; the immediate supervisor/team head shall justify promotion of the candidate through a memorandum and shall be approved by the Executive Committee.  
  
             3.11 Salary increases shall be based on the structure provided per job level.  
 
            3.12 A panel interview shall be conducted by the Promotion committee for all types of promotion. 
  

4.0  Responsibility

            4.1     The Team Leader is responsible for recommending any team member for promotion.
            4.2      HR ER is responsible for ensuring that the proper guidelines and procedures, as provided in section 7 of this policy, are observed when promoting any team member.
            4.3      IO Promotions Committee shall be responsible for conducting a panel interview to candidates meeting the criteria for performance and tenure, to consider both the years in service to the company and the length of related experience for the job, as well as the HR filters.
           4.4     Must be signed off by IO Promotions Committee.

4.4.1. IO Promotion Committee

a.     L&D / Recruitment Head 

b.     2 Operations Manager

c.     VP of Operations

d.     Head/VP of HR

                                            e.     President & COO – for promotion to Team Leaders and above. 

5.0        Frequency

            5.1      The promotion is based on the results of the PMS and initial recommendation of the Team Leader and endorsement of the next level manage

6.0        Distribution


              6.1        Human Resourcee

              6.2        Team Member

              6.3        Team Leader

              6.4        Vice and/or Senior Vice President

              6.5        Executive Committee


7.0        Usage

7.1  Team Leader or Manager are to assess all qualified team members for promotion through conduction of PMS

            7.2      Team Leader or Manager recommends the candidate to respective Vice/Senior Vice President. 
            7.3      Team Leader/Manager prepares the new Job Description.
            7.4      Head of Operations and Head of HR reviews the recommendation.
            7.5      VP/SVP’s and ELT (based on level of position) approves the promotion.
            7.6      Team Leader/Manager will initiate the Employee Movement Form for Promotion via MyHR
            7.7      HR releases the promotion letter that is signed and approved by respective approvers.
            7.8      The Team Member will review and sign the promotion letter as confirmation of acceptance.
            7.9      HR ER files the signed document in the employee’s 201 file and/or MyHR profile.

8.0        Types of Promotion

8.1       Normal Career Progression

                        8.1.1 Happening every 1st of March 

                        8.1.2 Based on expanded job role in the course of conducting the job.  

          Ex: Team Leader to Sr. Team Leader 

                              8.1.3 No Acting Capacity Required, recommendation is based on the annual list of high potentials as approved and agreed on by the SLT

8.2        Internal Job Opening

                           8.2.1 Effectivity is based on the desired due date

8.2.2 Usually client-initiated requirements

                                    8.2.2.1        Supervisor/Manager Endorsement

                  a.     Consider all applications equally, based on their predetermined requirements.

                  b.     Determine whether an internal candidate has the skills to perform the job.

                  c.     Examine recent performance evaluations of internal candidates

                  d.     Interview qualified internal candidates if necessary

                  e.     Inform candidates whether they were selected for promotion. After the employee has accepted the job, hiring managers should inform HR and the employee’s current supervisor, if appropriate.

                                             f.      The immediate supervisor shall initiate Employee Movement Form via MyHR will for internal transfer and updating of team member’s records in the system
                                             g.     Keep records of the application review process and note the criteria with which they rejected/hired the endorsed candidate.

                                    8.2.2.2        Employee Initiated Internal Application

                  a. Follows application process based on 7.2 of the Recruitment and Selection policy (Internal Sourcing)

                  b. Inform candidates whether they were selected for promotion. After the employee has accepted the job, hiring managers should inform HR and the employee’s current supervisor, if appropriate

                  c. The immediate supervisor shall initiate Employee Movement Form via MyHR for internal transfer and updating of team member’s records in the system

                  d. Keep records of the application review process and note the criteria with which they rejected/hired the internal candidate.


9.0        Movements to Next Job Level 

2.0 Associate/Agent

2.1 Specialist/Sr. Agent

2.2 Sr. Specialist/SME

3.0 Officer/Team Leader

3.1 Sr. Officer/Sr. Team Leader

3.2 Expert/Asst. Manager

4.0 Manager

4.1 Sr. Manager

4.2 Director

5.0 AVP

5.1 VP

                   5.2 SVP

10.          Qualifications

            10.1 Performance Rating – Not lower than 2.3 for the last 12 months

            10.2 Disciplinary Action – None for the last 12 months

            10.3 Tenure on the Job

a.     2.0 to 2.2 – 12 months on the job

b.     2.2 to 3.0 – 24 months on the job

c.     3.2 to 4.0 – 24 months on the job

d.     4.2 to 5.0 – 36 months on the job 

11.            Approval  

11.1 Movements below 5.0 level 

●        Functional VP/ Head of Operations 

●        HR – Head

             11.2 Movements for 5.0 and above 

●        Functional VP/ Head of Operations

●        VP for HR

●        COO

●        Chairman

12.           References  

12.  1     CPP-HR-0101_V1 Recruitment & Selection 

12.2         Transfer Policy

12.3         Revocation and Activation Policy


13.            Records   

               13.1      Performance Management Forms 

               13.2      Recommendation Letter 

               13.3      New Job Description 

               13.4      Employee Movement Form

               13.5      MyHR


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