PROMOTION PROCESS Purpose
To ensure the transparency and efficiency of the promotion’s process in selecting the right candidates who will help in coping with the rapid changes of our dynamic organization and sustain our progress.

Scope
This process basically applies to the highly qualified members & performers in terms of quality & quantity and demonstrates high levels in certain competencies, in order to fulfill the requirements of a higher position.

Responsibilities
It’s the responsibility of the HR Department, Unit Managers to ensure the efficiency of the promotion’s process by which each promoted employee should be capable of enough fulfilling a higher position/ level.

Procedures
Promotion Process is a three-phase process: * 1st Nomination * 2nd History Check * 3rd Selection

Phase one: Nomination 1. The Unit Managers nominate at least three employees in order to fulfill a higher vacant position. (check list) 2. In order to have wide talent pool to select the best candidates, in case the Unit Manager nominated less than three employees, he/she should refer to the HR department to nominate the rest of the number to ensure that we have at least three candidates. (Check list) 3. The HR shall recommend employees from other units to ensure that we have at least three candidates for the same position. 4. Unit Managers will nominate the employees that display satisfactory rates in both indicators, performance & behavioral. * Regarding performance indicators each candidate should demonstrate the ability to reach the highest quantity of work with respecting the quality of the deliverables. * Regarding behavioral indicators each candidate will be assessed based on certain behaviors as stated below.

* Innovation:
The ability to come up with creative & applicable ideas related to the aims and needs of the team and applying them to get good results that add value for the organization while collaborating with other team members.

* Initiation:
Takes action beyond required or expected effort and proactively originates action rather than only responding to suggestions and directions from others.

* Development & Continual learning:
The ability to learn quickly when facing new problems; analyzes both successes and failures for clues to improvement; experiments and will try anything to find solutions; enjoys the challenge of unfamiliar tasks.

* Planning & Organizing:
The ability to establish a systematic course of action for self or others to ensure accomplishment of a specific objective sets priorities, goals, and timetables to achieve maximum productivity.

* Ethics & Integrity: /interpersonal relation
Respects and maintains confidentiality, avoids rumor, gossip and subjective opinions in decision-making, admits mistakes in spite of the potential for negative consequences, presets unpleasant or disagreeable facts in an appropriate manner. Keeps promises; meets goals and deadlines, avoids situations and associations that could be considered inappropriate, honest in all dealings, ‘A good role model & Trusted by all.

* Change Management: /flexibility
Has the ability to implement and deal with change with minimal rate of resistance by which he/she can adapt easily and find alternatives of how they should react positively in case of inducing any change.
Is open to change and works to encourage open, honest dialogue that helps foster an inclusive work and learning environment.

* Organizational Knowledge:
Understands the organization’s culture, can accurately explain the organization’s structure, major products/services, and how various parts of the organization contribute to each other. Understands and can explain the reasoning behind policies, practices and procedures, uses formal channels and informal networks to get work done & understands political realities and implications.

* Influential: interpersonal relations
Develops an effective network of individuals eager to help him/her succeed, others seek his/her ideas and opinions. Anticipates objections and plans how to overcome them. Understands group dynamics and is skilled working with groups as well as individuals.

Phase two: History Check 1. Human Resources Department is responsible for checking the history of the employee regarding any previous warnings, deductions or performance notes for the candidate, previous probation evaluation, annual performance appraisal, investigation documents, or any other employee reviews.

Phase three: Selection * Panel Interview 50% * Presentation 30% * Aptitude Test 20% * Relevant TOEFL Score (if needed)

2. The candidates will be subjected to Aptitude Test which is designed to measure the applicant’s mental aptitude, problem solving, reasoning ability & general information; also it focuses on verbal ability to understand & interpret written documents, and numerical ability to understand the relationship between numerical information. 3. The candidate is subjected to a panel interview with the Unit Manager, Unit Coordinator and HR representative by whom s/he is assessed based on the following competencies. * Creativity & Innovation * Flexibility * Global View * Strategic Thinking * Conflict Management * Team Building * Developing Talents * Problem Solving/Decisiveness * Job Knowledge 4. Human Resources department will notify the candidates at least by one week before the Promotion Panel Interview. (check list) 5. Each candidate must perform a 15-minute presentation covering the following: * What is his/her vision? * How will he/she engage the team members with the organizational goals? * What are his/her ideas to build a successful team? * Suggested more questions

6. The employee who will achieve the highest percentage will be promoted to the higher vacant position. 7. A detailed Feedback Report will be sent to the rejected candidates stating the areas of improvement to give them the chance to develop for future opportunities. (check list) 8. The accepted candidates will be provided by coaching sessions to enhance their skills in the areas that need improvement. 9. Interview Report to be sent to the interviewers.

Process Work Flow: Reformat

Nomination
Nomination

At least 3 candidates
At least 3 candidates

History Check
History Check

Selection
Selection

Interview 80%
Interview 80%
Presentation 20%
Presentation 20%

In both cases In both cases
Final Decision
Final Decision
Feedback
Feedback

Items to be checked | Related forms/docs | At least 3 nominees per position | Number of nominees per position | History check | Previous warningsDeductions or performance notesPrevious probation evaluation Annual performance appraisalInvestigation documentsAny other employee reviews (remove) | Title and grade change | HITS Change of Status (existence, effective date) | Selection of the nominee with the highest scores | Interview Assessment Form, Aptitude test results, TOEFL Scores, presentation feedback (update the assessment form) |
Checklist

1- Congratulation on yammer 2- Ipad 3- Email to payroll, hris to change,,,,,,, 4- Enrolled in leadership programs (cpm)