BM-PM-S-25-002
1. Purpose #
1.1 To clarify Promotion, Transfer and Demotion requirements and process.
2. Scope of Application #
2.1 This procedure is applicable to all departments within Blih marketing and communication PLC.
3. Definition #
3.1 Promotion: – The advancement of an employee from one job position to another job position that has a higher salary range, a higher-level job title, and higher-level job responsibilities in a company. More importantly, promotion moves an employee’s job up one level on the company chart or structure.
3.2 Level Upgrade: – The advancement of an employee in the same job position but increment to higher salary range or higher-level.
3.3 Demotion: – Reduction in rank or status i.e., reducing working level and responsibility which results in a deduction of salary and benefits.
3.4 KPI: – Key performance indicator, a quantifiable measure of performance over time for a specific objective.
3.5 PIP: – Performance Improvement plan
3.6 Transfer: – A lateral change in an employee’s assignment from one position to another without a change in pay grade.
4. Responsibility #
4.1 Department Manager
4.1.1 Email candidates for promotion from their departments.
4.1.2 Prepare Quarterly summary of performance evaluation review with department team, prepare PIP in case needed. In the case demotion, prepare a demotion request and send it to the people manager and general manager for approval.
4.2 General Manager
4.2.1 Review the candidates selected by the department manager, approve who passed the qualification for promotion, confirm, and send it to the PM and finance.
4.2.2 In the case of demotion before approval of the demotion check PIP plan and execution and whether the demotion is necessary and reasonable then finally make the decision.
4.3 Responsibilities of People Management
4.3.1 Approval of candidates who are qualified for promotion.
4.3.2 Ensures that the promotion process is fair, transparent, and consistent, mitigating potential biases and promoting equal opportunities.
4.3.3 Maintains accurate records of promotion and demotion decisions, including performance evaluations, qualifications, and any relevant documentation.
4.3.4 Handle any grievances or appeals related to promotion and demotion decisions, ensuring a fair and impartial resolution process.
4.4 Candidates for promotion
4.4.1 If necessary, shall prepare achievement plans and present for the top management.
4.4.2 In the case of promotion, understand and accept the duties associated with the new position.
4.4.3 Pursue any additional training or development needed for the new role and aim to meet or exceed expectations in the new position.
4.4.4 In the case of demotion, pursue any additional training or development needed for the new role.
4.4.5 Set personal Performance Standards aim to meet or exceed expectations in the new position.
5. Work flow #
5.1 General
5.1.1 All selection decisions will be based on job related factors such as experience, education, training, work record, and length of service with the company. Whenever possible and practical, qualified internal applicants should be given first consideration for promotions and transfers
5.1.2 The Level Upgrade: For employees to be promoted, the length of service in the company shall be at least 6months, within 6 months the employee level shall be updated, if the average performance of the employee is 98% at least and can be a candidate if and only if the employee has no disciplinary punishment and letter warning.
5.2 Promotion
5.2.1 Any promotion of an employee list shall be first noticed through an email to PM, then the employee shall start training, after training the tasks will be handed over and start a Two-month trial period on the position. When the trial month starts the immediate supervisor/manager shall send an email to PM that the employee starts the trial period. 5.2.2 After the trial period finishes the employee evaluation, the employee immediate manager shall send the result to PM, and the PM shall announce whether the staff is qualified or not. 5.2.3 If an employee is performing efficiently and the immediate supervisor/manager recommends a level upgrade there shall be clear justification for the efficient performance and achievement of the employee. There is no special time to upgrade the level of the employee.
5.3 Demotion
5.3.1 Any employee can only be demoted by performance issues. Before demoting any employee, the immediate supervisor/manager shall try to improve the employee through PIP.
5.3.2 If any employee has low performance the immediate manager or supervisor shall communicate with the employee and clarify in detail why the performance is low and the reason why the employee is not performing well.
5.3.3 If any employee goes under PIP, then the immediate supervisor or manager shall email the PM that the employee is under PIP and needs to attach the previous Performance result detail KPI with PIP. The employee shall be communicated and shall sign on the PIP. After one month to two months the PIP result shall be emailed to the PM as well with the necessary action i.e., demotion or release of employee from PIP.
5.4 Performance inefficiency
5.4.1 The PM shall organize efficiency meetings two times per year, to show a summary of evaluation of departments.
5.4.2 Average Performance is less than_____(lowest D) for 6months
5.4.3 If the performance average of the previous six months is _____, Then the manager/supervisor shall prepare a PIP plan for one month to radically increase the performance of the employee, at that time the immediate manager/supervisor shall follow tightly during that period. Training and evaluation records shall be retained and each week results shall be emailed to the PM with the demotion notification or release of employee from PIP plan.
5.4.4 Average Performance is_____(lowest C) for 6 months 5.4.5 If performance average previous six months is _____(lowest C) for previous 6 months, Then the direct manager/supervisor shall prepare PIP plan for three months to radically increase the performance of the employee, at that time the direct manager/supervisor shall follow tightly and training and evaluation record shall be retained and the result shall be emailed to PM with the demotion notification or release of staff from PIP plan 5.4.6 Demotion Notification: – After PIP period if the employee is decided to be demoted the decision shall be communicated to the employee by the PM and immediate supervisor or manager. 5.4.7 The new position assignment shall be done on the recommendation of the immediate manager/supervisor, and the transfer process shall be completed by PM. If there are any complaints of the new personnel, the PM & direct supervisor needs to handle and correct the complaints before the transfer of the employee to the new position. 5.4.8 Demotion: An employee who requests or accepts a voluntary demotion should anticipate a decrease in pay and less responsibility. The new pay rate will be based on years of relevant work experience and educational background. Any decrease in salary will be reviewed by the PM & GM. 5.4.9 Transfer: An employee who accepts a transfer may be eligible for a salary change based on relevant work experience, internal equity, salary market research, a change from non-exempt to exempt status, or a significant change in position responsibilities. 5.4.10 PM shall coordinate the release and the start date of the new position. Transfer of an employee from one department to another will carry into the new department the accumulated vacation and sick leave allowances earned in the previous department 5.4.11 An employee’s expression of interest in transfer, demotion, or promotion within the company must not be used to adversely affect the status of their current employment.
6. Generating records #
6.1 << Key performance indicator>> 6.2 <<Performance Improvement plan >> 6.3 << Promotion, Transfer and Demotion notice >>
7. Reference documents #
7.1 <<ISO 9001:2015>>
8. Relevant documents #
8.1 << Blih organizational structure>>
9. Flow chart #
9.1 <<N/A>>