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Career Path Progression & Development

The document outlines the career progression and retirement policies for FIEDMC. It details the organizational hierarchy with different management levels (top, senior, middle, junior) and staff levels (management, skilled, unskilled). Career progression is determined by time spent in each level or cadre, with a maximum of 9 years, as well as one's age and retirement age of 60 years. Case studies provide examples of career paths for employees starting in different entry-level positions and progressing through the hierarchy according to the rules. Recommendations for employees who cannot be promoted further include bonuses, awards, and training to prepare for higher roles.

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19K views2 pages

Career Path Progression & Development

The document outlines the career progression and retirement policies for FIEDMC. It details the organizational hierarchy with different management levels (top, senior, middle, junior) and staff levels (management, skilled, unskilled). Career progression is determined by time spent in each level or cadre, with a maximum of 9 years, as well as one's age and retirement age of 60 years. Case studies provide examples of career paths for employees starting in different entry-level positions and progressing through the hierarchy according to the rules. Recommendations for employees who cannot be promoted further include bonuses, awards, and training to prepare for higher roles.

Uploaded by

Faisal
Copyright
© Attribution Non-Commercial (BY-NC)
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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FIEDMC

Secy Dept 1/10/2008 Corporate


Ladder BOD
Chairman

CEO
Positions Pay Scales
COO

Top Management (No Age limit) Grade 7

PD

GM

Senior Management (No Age Limit) Grade 6

Dy. GM
Mgr

Middle Management (Age<60) Grade 5

Dy. Mgr
Asst. Mgr

Junior Management (Age<60) Grade 4

Executive Officer
Office Executives
Office Superintendent
Office Superintendent (Inventory)

Management Staff (Age <60) Grade 3

Office Supervisor (Transport)


Guards
Mechanics
Drivers
Cook
Skilled Staff (Age <50) Grade 2

Helpers
Tea Boys
Waiters
Cleaning / Janitorial Staff

Unskilled Staff (Age < 50) Grade 1


Career Path Progression Formulae

1. Maximum Time in a Cadre:- = 9 Years


2. As per the Age Brackets, an individual entering at an age of < 60, shall have career progression equal to
“Retirement Age – Entrance Age = Years available for Service with FIEDMC”

Now these years shall be accounted for in the application of Statements 1 & 2 above. For example:-

Retirement Age – Entrance Age = Years available for work with FIEDMC
60 – 45 = 15, these fifteen years imply that the entrant can progress to
only one next cadre in which he was appointed.

Case # 1 STARTING IN THE BASIC UNIT OF MANAGEMENT (MANAGEMENT STAFF)

Starting Career at the Age of = 24 Years


According to Statement 2 above, 4 x 9 = 36 Years
Retirement Age = 60 Years

Middle Management

Management

Senior Management

Top Management

Case # 2 STARTING IN THE BASIC UNIT OF SUPPORT STAFF (SKILLED)

1. Maximum Time in a Position:- Undefined


2. Maximum Time in a Cadre:- Undefined

Recommendation # 1

In addition to bonuses announced in that particular year (if any), One/Two/Three Bonus Salaries (depending on
performance) along with a Certificate of Association/Service with the company.

Medals, a different dress code, cap or else to motivate others and in recognition of their service.

Recommendation # 2

The individual be trained/prepared for next promotion (if possible, otherwise choose Recommendation # 1)

Case # 3 STARTING IN THE BASIC UNIT OF SUPPORT STAFF (UNSKILLED)

1. Maximum Time in a Position:- Undefined


2. Maximum Time in a Cadre:- Undefined

Recommendation # 1

In addition to bonuses announced in that particular year (if any), One/Two/Three Bonus Salaries (depending on
performance) along with a Certificate of Association/Service with the company.

Medals, a different dress code, cap or else to motivate others and in recognition of their service.

Recommendation # 2

The individual be trained/prepared for next promotion (if possible, otherwise choose Recommendation # 1)

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