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ATT Systems ( S’pore ) Pte Ltd

Human Resource Policy and Guidance

Effective from 1st January 2009

10 Ubi Crescent #04-24 Ubi Techpark ( Lobby B )


Singapore 408564
TABLE OF CONTENTS

I. COMPANY PROFILE _______________________________________________________________ 4


A. OUR VISION ____________________________________________________________________ 4
B. OUR MISSION___________________________________________________________________ 4
C. OUR CORE VALUES ______________________________________________________________ 4
D. OUR PRODUCTS AND SERVICES _____________________________________________________ 4
E. ISO CERTIFIED _________________________________________________________________ 4
F. ORGANIZATIONAL CHART __________________________________________________________ 6
A. STAFFING ____________________________________________________________________ 7
A.1. Recruitment Process ___________________________________________________________ 7
A.2.Employment ___________________________________________________________________ 8
A.3. Post Employment ______________________________________________________________ 9
B. STAFF WELFARE AND BENEFIT _____________________________________________________ 9
B.1. Healthcare ___________________________________________________________________ 9
B.2. Transport Policy ______________________________________________________________ 11
Public Transport Policy ____________________________________________________________ 12
Company Vehicle Policy ___________________________________________________________ 13
Own Vehicle Policy _______________________________________________________________ 14
B.3. Leave of Absence _____________________________________________________________ 16
B.4. Gifts for Occasions ____________________________________________________________ 25
B.5. Mobile Phone Charges Reimbursement ____________________________________________ 25
B.6.Walkie-Talkie _________________________________________________________________ 25
B.7.Professional & Membership Fees _________________________________________________ 26
C. DISCIPLINE / CONDUCT _______________________________________________________ 26
C.1. Employee Code of Conduct Guidelines ____________________________________________ 26
C.2. Staff Dispute Resolution : ______________________________________________________ 27
C.3. Termination of Employment _____________________________________________________ 28
D. REWARD & RECOGNITION _____________________________________________________ 29
D.1.Performance Management and Appraisal ___________________________________________ 29
D.2 Long Service Award ___________________________________________________________ 29
D.3. Bonus _____________________________________________________________________ 30
E. TRAINING & DEVELOPMENT ___________________________________________________ 30
E.1. Professional Development & Learning _____________________________________________ 30
F. SECURITY AND SAFETY _______________________________________________________ 31
F.1 Security _____________________________________________________________________ 31
F.2. Workplace Safety _____________________________________________________________ 32
G. GENERAL ___________________________________________________________________ 32
G.1 Overtime ____________________________________________________________________ 32
G.2.Travel Policy _________________________________________________________________ 33
G.3. Indebtedness & Collection ______________________________________________________ 34
G.4 Claims ______________________________________________________________________ 35
G.5. Application for PR_____________________________________________________________ 36
G.6. Monthly Variable Component (MVC) & Performance Incentive (P.I) ______________________ 37
G.7. Entertainment Expenses _______________________________________________________ 37
ANNEX A _________________________________________________________________________ 38
ANNEX B _________________________________________________________________________ 43
ANNEX C _________________________________________________________________________ 47
ANNEX D _________________________________________________________________________ 52
ANNEX E _________________________________________________________________________ 53
ANNEX F _________________________________________________________________________ 54
ANNEX G _________________________________________________________________________ 56

HR Policy Rev 01 ( 01.01.2009 ) Page 2


ANNEX H _________________________________________________________________________ 57
ANNEX I __________________________________________________________________________ 58
ANNEX J _________________________________________________________________________ 59

HR Policy Rev 01 ( 01.01.2009 ) Page 3


I. COMPANY PROFILE
ATT Systems was formed with the objective of providing services and one-stop solutions for Electronic
Display Systems and Information Solutions to our valued clients. November 1998 marked the
commencement of the business and we are fortunate to be the chosen company to implement numerous
systems for the Singapore Government‟s statutory boards, agencies and many other distinguished
organizations.

Instead of providing standard solutions that may not cater to the specific needs of each client, we develop
comprehensive solutions to meet specific needs of each individual client. We have a group of
professionals with the know-how to conceptualize, design and offer various solutions to fulfill our clients‟
different requirements.

ATT philosophy in innovative design, combined with a strong belief in excellent customer service and
quality products, has characterized the company‟s business plan throughout its business operation. It is
this aspiration and mission that have driven is to strive for excellence in the industry.

A. Our Vision

“Your Preferred Professionals always evolving with innovative technological solutions exceeding your
expectations.”

B. Our Mission

To provide Innovative Solutions, Quality Products and Responsive Service to our clients by continually
investing and enhancing in Our People, Our Technology and Our Management Process.

C. Our Core Values

 Accountable
 Teamwork
 Trust
 Learning
 Excellence
 Adaptability
 Determination
 Service

D. Our Products and Services

 Systems Integration  Aviation Facilities System


 Variable Message Sign  Building Management System
 Queue Management Systems  Metrological Data System
 Traffic Management System  Emergency Call Box System
 Security Management and CCTV  Video Detection System
System

E. ISO Certified
It is this aspiration and mission that have driven ATT Systems to strive for excellence in the industry
and enabled us to obtain the ISO 9001:2000 certification in design integration and maintenance of
electronics and computer systems in December 2002. The company follows a Quality Management
System in controlling the quality of our products and services. We observe good project management

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practices and proper documentation of different process and procedures in compliance with the
requirements of International Organization for Standardization ( ISO ).

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F. Organizational Chart

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II. HR POLICY

A. STAFFING
A.1. Recruitment Process

1. Defining needs

We need to define our needs prior to the actual process of recruitment and selecting team
members.
It is better to examine the work process to see if some work process re-organization can help the
company or department do more without adding more staff.

2. Request for Approval

Staff need to request for approval from the Director the authorization of newly created or
replacement position. Also need to request for approval to employ permanent, temporary / part-
time or contract employees and decide the terms and conditions of employment.

3. Preparing Job Description & Specifications

After approval, need to prepare a job description that contains :

Job Specifications Person Specifications or Profile


1. The purpose of the job 1. Competencies (skills, knowledge) the person
must have
2. Primary responsibilities of the job 2. Experience
3. Secondary responsibilities of the job 3. Qualifications, certification and training
received.
4. Special requirements and conditions 4. Specific skills or demands required of the
under which the job has to be carried out person.
5. Reporting relationships 5. Intangible requirements.

4. Sourcing candidates

Review the different medium or alternatives in sourcing candidates for the position.

5. Guidelines for Immediate Supervisor during Recruitment Process

 The aim of the recruitment and selection process is to obtain at minimum cost the
targeted number and quality of employees required to satisfy the HR needs of the
organization.
 Face to face interview, testing and evaluating candidates will be done. Once the final
candidate is being selected, an employment contract will be offered.

 A recruitment and selection interview is also a PR encounter for our company as this is
perhaps the first time somebody who has no previous direct fact-to-face dealings with our
company comes into direct contact with us.

 As a management representative, it is our duty to project a positive image to the job


applicant. Even if he does not get the job, at least he goes away with positive feelings and
has good things to say about our company to other potential customers, vendors and job
applicants.

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Guidelines for Orientation Process

Department heads and supervisors are responsible for the orientation of staff to their respective
department. The department orientation should complement and enhance the information provided in the
general orientation. Department orientation should include, but is not limited to :

 A review of the expectations and objectives of the employee‟s position, including a copy of the job
description.
 A clear description of the Company‟s Vision Mission statement and Core Values.
 A description of the department organizational structure, objectives, functions, policies, and
procedures.
 A description of any known hazards in the work environment ( i.e.chemicals, machinery, etc.),
department specific emergency procedures and safety requirements.
 An outline of the standards of performance and job training that will be provided.
 A review of the Company‟s benefits and policies – as needed.
 An explanation of the first paycheck – as needed.
 A descriptions of work schedules, meal and rest periods.
 An introduction to other employees in the department.

A.2.Employment

 Probation and Confirmation

Probation Period. All newly recruited employees shall undergo a probation period as defined in the
employment contract.

Confirmation of Appointment. A performance appraisal will be performed a week before the end of the
probation period conducted by the immediate supervisor.

The company may confirm the employee in his position before the end of the probation period if his
work performance exceeds the requirement expected from him. The company also may extend the
probation period for the employees who may not meet the expected performance requirement. Staffs
confirmation will be notified by the immediate supervisor upon completion of appraisal initiated by HR
and followed by written confirmation

Extension of Probation. The company may extend the probation period for employees who are not able
to meet the expected performance.

 Payday

Confirmed Staff. Salaries for all confirmed staff will be credited on the 26th of every month. If the 26th of
the month falls on a weekend, salaries will be credited to employees on the following Monday. For
salary in October, it will be paid on the 1st of November due to company financial closing on 31st Oct
every year.

Probationary Staff. All probationary staff will have their salary credited at the end of the month

Resignation. Resigned employee will receive their salary on their last working day.

 Medical Examination

Applicants for Employment. The Company may require a medical examination after making a
conditional offer of employment to a job applicant, and before employment begins.

Current Employees. A job-related medical examination may be required when there is a need to
determine whether an employee is able to perform essential functions of the job and/or to identify
activity limitations or restrictions and/or provide reasonable accommodation. A medical examination
may also be used for the purpose of identifying a significant health or safety risk to the employee or
others, identifying infectious and communicable diseases, or other medical monitoring, if required by
medical standards, professional licensing bodies, or provisions established by federal, state, or local
law.

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Cost and Doctor Selection. When the Company requires an examination pursuant to this policy, the
Company will select the doctor and pay for the cost of the medical examination.

Exceptions: Tests for physical agility, use of illegal drugs, and on-duty impairment by alcohol and/ or
prescription drugs may be administered at any time when a reasonable cause exists and in
accordance with established practice. They are not medical examinations for purposes of this policy.

 Outside Employment

The company does not permit any employees to engage in moonlighting. It is working for another
company either directly or indirectly competitive with our operation while employed. Clearly working
with the competitor is unacceptable and will lead to immediate termination. That holds true for self-
employment.

A.3. Post Employment

 Transfer of internal posting

Transfers or Internal Posting are an important means of assuring the best possible match of the
Company‟s jobs to individual skills, of developing and expanding individual skills and experience, and
of achieving the Company‟s goals of equal employment opportunity and promotion from within.

Therefore, generally on the individual staff member's initiative and occasionally, as a part of an
administratively initiated change, the Company may reassign staff by transferring them from one
position to another. Both employees and supervisors are expected to be receptive to and encourage
such changes

B. STAFF WELFARE AND BENEFIT


B.1. Healthcare

Medical Reimbursement

 For confirmed permanent and confirmed contract employees only.


 The maximum claim per annum is S$700.00, capped at S$35.00 per visit. Any amount exceeding
S$35.00 cap will be covered by the employee or subject to the approval of department manager.
 Reimbursement can be made for the following medical fee incurred:
medical consultation fee, medical and prescription charge and outpatient treatment

Seeking Medical Treatment

Confirmed employees will be given two corporate visit cards from Healthway Medical Group
and Alliance Medinet, together with a list of clinics under these two providers.

The lists of clinics under both health providers are extensive, covering clinics island-wide and
should be sufficient for all employees. However, if there are family doctors whom employees
have been visiting and would like to continue visiting those clinics, please provide HR with the
clinic‟s details so that attempts to add them to our existing list of clinics can be made.

Consultation from other medical clinics can be reimbursed subjected to Department Head‟s
approval.

Expenses that do not qualify for reimbursement are as follows:

 Expenses for medical, surgical, optical and other medical equipment including crutches,
spectacles, lenses, etc.
 Expenses for treatment in relation to mental illness of any kind
 Incurred by infertility, pregnancy, confinement, abortion, self-inflicted injuries or acts of
indiscretion

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 Incurred by sexually transmitted diseases or illnesses, disability, injury or any condition or
complications arising or due to (directly or indirectly) the Human Immune Deficiency Virus
 Expenses arising from any congenital anomalies or physical defects present at birth
 Expenses arising from illness or disability caused by attempted suicide, misuse of drugs,
unlawful acts, exposure to unjustifiable hazards except when endeavoring to save a human
life
 Expenses incurred by misconduct or negligence on part of employee
 Expenses incurred by medical treatments of cosmetic nature

Dental Claim

 For confirmed permanent and confirmed contract employees only


 A maximum claim of S$200.00 per annum for the following dental fee incurred:
dental consultation, teeth cleansing or plaque removal, teeth extraction and/or cavity
filling.
 Dental claim shall be non-cumulative and unused claim shall lapse at the end of each
calendar year. Any dental medical leave shall be treated as medical leave.

Expenses that do not qualify for reimbursement are as follows but not limited to:

 Braces, bridges, crowns, dentures


 teeth whitening
 any cosmetic dentistry

Insurance Coverage

All employees are covered for the following insurance schemes according to the Company‟s policy
and practice.

a. Group Accidental Death & Disbursement Benefit

This provides 24 Hours worldwide coverage to all insured member against death due to
accident. It also covers against Total Permanent Disability that result in an insured
member being unable to engage in any kind of employment or occupation for the rest of
his life due to accident except some stated in agreement as exclusions.

b. Group Hospitalization and Surgical Benefit

This covers hospitalization bill of the insured member in any case he is admitted or
undergo any surgical operation. This covers the room expense, other hospital services,
physician consultation, pre-hospitalization diagnostic X-Ray & Lab Test, Post
Hospitalization treatment, Emergency Outpatient Treatment, Miscarriage Benefit and
death benefit.

Workmen Compensation

 All employees are covered under the Workmen Compensation Act. That is paid under the
scheme set out in the Workmen Compensation Act and monitored by the Ministry of
Manpower. Compensation in the form of money paid in cases where employee dies or suffers
personal injury in an accident during the course of his employment and it does not matter who
was to blame for the accident. Medical expenses are paid up to certain limits and dependant
of a deceased employee can claim workmen‟s compensation as assessed under the act.

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B.2. Transport Policy

Eligibility
Confirmed, contract and probationary staffs are entitled of transportation allowance. Benefits
listed under transport allowance policy shall be subject to constant review by the management.

General Guideline:
1. Employee is only eligible for one of the transport allowance policy (i.e. either public transport
claim, car, or motorcycle) and will not be entitled to any other form of reimbursement.
Generally there are three forms of transport allowance policies:
a) Public Transport Policy
It is meant for employees who are using public transport to and from work.
b) Company Vehicle Policy
It is meant for employees whom the company will provide him / her a company van / lorry
for local travel for work-related activities.
c) Own Vehicle Policy
It is meant for employees who are using own vehicle (car or motorcycle) for work-related
activities.
2. Employee on no-pay leave shall not be entitled to any transport allowance for the said
period.

3. All employees (exec & non exec) planning to use their own personal vehicle for work
purposes must first seek approval from their immediate Division Head.
Once approved, it will be submitted to the Managing Director or CEO to affirm necessity of
vehicle-usage in line of duty before claim procedures and disbursements can be made.
If the employee uses their own personal vehicle without prior approval, reimbursement of
any kind will not be entertained.

4. For Taxi Reimbursement claims on work-related activities, ONLY employees on Public


Transport policy can make such claims. Employees on car or motorcycles policy will not be
entitled.

5. CPF Contribution
a) Public Transport Policy : Transport claim by employees who are using public transport
do not have CPF contribution, as any expenses is fully reimbursed for travel in line of
official duty.
b) Own Vehicle Policy : The fixed component of the Transport Allowance for employees
using own vehicle will be subjected to CPF contribution, as it is an allowance to
subsidise the employees‟ transport expenses.
The following table is a general guide as to when CPF is payable according to the CPF Act.
Type of
Description CPF Payable
Payment
CPF Act Payment to subsidise employees‟ transport expenses Yes
on
Transport Reimbursement for travel in the line of official duty No
Allowance
Reimbursement for travel between home and workplace beyond No

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normal working hours e.g. rest days and public holidays
Reimbursement for travel from home/office to the place of assignment
No
(not the normal place of work)
Reimbursement for actual transport expenses where the employer is obliged
No
to provide transport for employees and where the transport is not available

Public Transport Policy

This policy is meant for employees who is using Public Transport to travel to and from home and
office.

Categories of Employees
Executive Non Executive Contract Temporary Staff
Employees shall be reimbursed on an incurred basis,
i.e. based on actual costs incurred to-&-fro home & office.
Or NIL
Employees shall be reimbursed based on an agreed amount
as stated in the appointment letter.

Bus and MRT (For employee who is reimbursed on incurred basis)


 Employees will have their transport allowance calculated based on actual cost of
traveling via bus/MRT to and from his/ her residence to office.
 This cost will be multiplied by 22** times to obtain employees‟ monthly transport
allowance.
 Receipt from ez-link transaction printouts have to be submitted to the Human Resource
Staff within 5 working days from commencement day failing which disbursement will not
be made and will not be recovered for that forfeited period.
 Staff traveling from site to home in between 6pm to 8:30pm may claim the cost difference
of the bus fare compare to his original traveling cost from office to home.
 Staff traveling from home to site in between 6am to 9am may claim the cost difference of
the bus fare compare to his original traveling cost from home to site.

Taxi
 Employees shall be allowed to claim for reimbursement of actual taxi fare incurred to and
from customer‟s premise / site and office at all times.
 Those employees who are not eligible for overtime payment shall be allowed to claim for
reimbursement of actual taxi fare incurred from office to his / her residence in the event
that he / she is required to work beyond 8.30pm (see table below for details).
 Those employees who are required by their immediate superior to work on a non-
working day must seek prior consent from their immediate superior to claim for Taxi
expenses.
 Please note that any administrative fees or surcharges incurred when paying by NETS/
Credit Cards are strictly NOT claimable. Receipts have to be submitted to the Finance
Department within 2 months from the incurred date. Late submission will not be
entertained.

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Taxi Betwn 8:30am to 8:30pm 6am - 8:30am 8:30pm to 6am
Reimbursement (on a working day) (on a working day) (on a working day)
Office to Home
Not claimable Not claimable Claimable
Home to Office / Site
Office to Site
Claimable Claimable Claimable
Site to Office / Site
Site to Home Not claimable Claimable Claimable

The timing indicated above is based on the departure time from site / office / home.

**Computation is derived from: (365 days per year ÷7 days) x 5 days = 260.7 workdays per year
260.7 † 12 = 21.7 ≈ 22 workdays per month

Company Vehicle Policy

This policy is meant for employees whom the company will provide him / her a company van /
lorry for local travel for work-related activities.

General Guideline:
 Should the employee go on leave, he / she shall be responsible for handing over the
company‟s vehicle to their immediate superior before he /she goes on leave.
 Should the employee require to pay for any expenses incurred on the company vehicle, he /
she should first seek approval from their immediate superior; and once approved, he / she
can claim from the Finance Department as petty cash reimbursement.
 The following table shows the type of expenses claims that are approved for reimbursement :

Types of Expenses Claim Company Van / Lorry

Regular weekly external


Claimable together with Staff‟s claim
vehicle wash

Fuel card provided and capped at S$500.00.


Provision of Fuel Expenses incurred above the capping will be reimbursed by petty
cash

Claimable only for those incurred for work purposes,


cannot claim for personal or home parking.
Parking coupons /
ERP /
(After office hours or non-working days,
Building Parking receipts
all Parking receipts need to state the project names,
the reason or brief activities where the expenses are incurred.)

All repair works will be bourn by the Company


Accidents provided if the employees are on the course of performing
official duty and to and fro from home and office or site.

Note: Expenses other than those stated above are strictly non- claimable.

 In assigning the company vehicle to the employees, he / she may be allowed to drive home
or park in the office premise depending on the operation requirements.

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1. When the Company Vehicle is driven home
 Employee will not be entitled to any other Transport Allowance.
 Home parking will not be claimable, unless the employees are required to perform 24-
hours stand-by duty while at home and even during normal office hours.

2. When the Company Vehicle is parked in the Office


 Employee will be entitled to either Public Transport or Own Vehicle Allowance to
cover the costs for travelling to and fro home and office.

Own Vehicle Policy

It is meant for employees who are using own vehicle (car or motorcycle) for work-related
activities.

General Guideline
1. Car and Motorcycles are the only kind of transports that can be claimed under this policy.

2. Any parking and ERP expenses incurred on official duty and during a non-working day is
claimable subjected to their immediate superior‟s approval.

3. Vehicle Parking
a. Office Season parking at Ubi TechPark will be subjected to the conditions stated in
the table below. It will also be subjected to the availability of the parking lot in Ubi
TechPark. In the event where season parking is not available, the employee shall
find their own means to obtain a parking place within the surrounding building or
HDB car park. If he / she is entitled to such benefit, seasonal parking incurred is
claimable.
b. Parking expenses on official duty is claimable. For parking claims after office hours
or non-working days, all receipts need to state the project name, purpose or brief
description of the activities where the expenses are incurred.
c. Home or personal parking is not claimable.

4. Electronic Road Pricing (ERP) claims will be approved based on the table below.

Between 7.30am to 7.30pm Between 7.30pm to 7.30am


ERP Claims
(on a working day) (on a working day)
Home to Office
Not claimable Not claimable
Office to Home
Site to Home Not claimable Claimable
Home to Site
Office to Site Claimable Claimable
Site to Office / Site

5. The definition for Executive (site) and Executive (office) are classified as follows:

Executive (Site): Business Unit Engineers, Business Development Manager,


Sales Engineers and Project Engineers

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Executive (Office): R&D Engineers, Technical Support Engineer, Corporate Executives,
Graphics Executives, Software Engineers and Developers.

6. Any other expenses not stated under this policy will also not be claimable.

7. Different categories of employees will be subjected to different types of claims


entitlement stated as follows:
Categories of Employees
Types of Claims
Entitlement Director / Manager Non
Executive(site) Executive(office)
/ Asst. Manager Executive
Road Tax and
Claimable Not claimable
Insurance
Fixed Monthly Car
$300/month $200/month $120/month
Allowance
Fixed Monthly
$100/month
Motorcycle Allowance
Company Office
Provided Not provided
Parking
Fuel card provided
Petrol Expenses with $600capping. Refer to table for mileage rates
Excess reimburse.

 Confirmed, contract and probationary staffs are entitled of transportation allowance.


Benefits listed under transport policy shall be subject to constant review by the management.
There shall be CPF contribution in accordance to CPF ACT

a. Employees using public transport to and from office shall be reimbursed based on actual costs
incurred.

 Bus & MRT

Employee shall be entitled to a fixed bus/MRT allowance calculated based on the actual cost of
traveling incurred to and from his/ her residence to office. This cost will be multiplied by 22 times to
obtain employees‟ monthly transport allowance. Receipt/ ez-link transaction printouts have to be
submitted to the Human Resource Dept within 5 working days from commencement day failing which
disbursement will not be made and will not be recovered for that forfeited period.

 Taxi

Employee shall be allowed to claim for reimbursement of actual taxi fare incurred to and from
customer premise/site and office at all times. Employee not eligible for overtime payment shall be
allowed to claim reimbursement of actual taxi fare incurred from office to his/her residence in the
event that he/she is required to work beyond 8.30pm. Please note that any administrative fees or
surcharges incurred when paying by NETS/ Credit Cards are strictly NOT claimable. Receipts have to
be submitted to the Finance Dept within 2 months from the incurred date. Late submissions will not be
entertained. Employee with company vehicles are not entitled to such reimbursement.

b. Employees using company van for work purposes

 Employee going on leave shall be responsible for handing over the company‟s vehicle to their
immediate superior.

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 Staff will be required to pay for any excess amount first, which can then be claimed from the
Finance Department as petty cash reimbursement

Types of Claim Van


Road tax
Inspection
Payable by the Company
Insurance
Maintenance
Parking coupons / ERP / Parking Claimable only for those incurred for work purposes, can
receipts for work purposes not claim for personal or home parking
Monthly Allowance NIL
Provision of Fuel Fleetcard provided and capped at S$500.00. Excess
above capping will be reimbursed from petty cash
Documents required Receipts (project names to be stated at all times, reason
or brief job description to be stated when expenses are
incurred after office hours or on weekends.)

Note: Expenses other than those stated above are strictly non- claimable.

c. Employees using own cars for work purposes

All employees using own vehicle for work purposes must first seek approval from Director to affirm
necessity of vehicle-usage in line of duty before claim procedures and disbursements can be made. If
employee uses own vehicle approval, reimbursements for any costs incurred will not be accepted
Season parking at Ubi TechPark is subjected to the director‟s approval and the availability of parking
lot. In the event where season parking is not provided, employee shall claim the parking fee at Ubi
TechPark on an incurred basis.

Employee on no-pay leave shall not be entitled to any allowance for the said period.

Staff will be required to pay for any excess amount first, which can then be claimed from the Finance
Department as petty cash reimbursement

Categories of Employees
Manager Executive Non Executive
Road Tax Full Reimbursement Not Claimable
Insurance
Parking Coupons / ERP / Claimable only for those incurred in the course of duty.
Parking Receipts
Monthly allowance $300/mth $500/mth NIL
Fuel Yes. Subject to capping. Excess above Refer to table for
capping will be reimbursed** mileage rates.
Documents required Receipts (project name to be stated at all times, reason or brief job
description to be stated when expenses are incurred after office hours
or on weekends)
Note: Expenses other than those stated above are strictly non- claimable.

B.3. Leave of Absence

Guidelines and Procedures in Taking Leave:

The Company is using Super Leave, a web-based system in leave application. Username and password
is being issued to a staff to be able to log in and apply for all types of leave ( e.g. annual, medical,
childcare leave and etc. ).

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For application of annual leave, the staff should apply and submit leave application through Super Leave
System. Once the leave application is submitted, a leave notification will be sent back to the staff whether
it is been approved or rejected by his or her department head. The approved leave application dates will
also be broadcasted via email to notify all staff. Only then is he or she considered to have fulfilled leave
application procedures.

For urgent leave, employees are required to inform immediate supervisor and call back to inform HR or
admin staffs in order that their absence can be broadcasted via email. Upon returning to work, the
employee should be able to submit a leave application for the leave taken into the system. Staff must also
produce supporting documents when applying for leave ( e.g. medical certificate, birth certificate, marriage
certificate and others ). Again, a leave application approval will be sent back through mail. Only then the
employee considered to have fulfilled leave application procedures accordingly.

MC taken by staff cannot be used to supersede annual leaves taken for the same period.

 Annual Leave

Paid annual leave is applicable for confirmed permanent employee, employees completed 3 months'
service & confirmed contract staffs. Paid annual leave is calculated on the basis of 'earned leave', i.e.
proportional to the number of completed days of service.

Annual leave entitlement

Employees shall be entitled to the following annual leave base on his length of services and Service
Grade.

Service Grade Length of Service


9th Year &
1st-2nd Year 3rd-4th Year 5th-6th Year 7th-8th Year
Above
Executive 14 16 18 20 21
Non Executive 14 16 18 18 18
7th Year -
Contract 12 12 12 13 8thYear-
14
Staffs completed 3 14
1st Year -7 3rd Year -9 5th Year -11 7th Year -13
months‟ service
2nd Year- 8 4th Year-10 6th Year-12 8th Year-14

Computation of Annual Leave

a. For consistency of computation, any fraction of a day will be rounded off as follows :

Less than half (0.5) day = Half (0.5) day


Equal or more than half (0.5) day = Full (1) day

b. For incomplete month, the following will be used to compute leave entitlement for new hires or
resignation.

Joined between 1st to 15th of the month = 1 month


Joined between 16th to end of the month = 0.5 month
Left between 1st to 15th of the month = 0.5 month
Left between 16th to end of the month = 1 month

c. All leave entitlement will be computed on a per calendar basis starting from 1st of January yearly.

In conjunction with our benefit for length of service and service grade, subsequent year leave
entitlement will be calculated based on the consideration of the employee start date and their
leave entitlement. The following examples explain how the leave entitlement is calculated.

HR Policy Rev 01 ( 01.01.2009 ) Page 17


Example One

Employee A, who service grade is Non-Executive, join ATT on 1st April 2004
His leave entitlement will be calculated as follow:

Example Two

Employee B, who service grade is Executive, join ATT on 18th June 2004

Her leave entitlement will be calculated as follow:

Brought Forward Annual Leave

All employees are encouraged to plan their annual leave in advance so that there is no accumulation of
annual leave at end of the year. The management is of the view that all employees should attempt to go
on annual leave to rejuvenate them self and take a well deserved break periodically.

However, if the employee is unable to clear their leave for that year, they will be allowed to carry forward
all their leave balances to the next year, provided the balance amount does not exceed their individual
entitlement for the current year. The maximum number of annual leave that employee is allowed to carry
forward to the next year will be based on their leave entitlement for the current year.

Example

Employee A is entitled to 18 days of annual leave in 2006 (based on years of service). At the end of 2006,
he will be able to bring forward a maximum of 18 days from his leave balance of 2006 to 2007.

Any annual leave that exceeds the maximum nos. of brought forward leave allowed will be automatically
forfeited.

Notwithstanding the above, due to operations constraints, employee who is not able to utilize his leave is
required to seek permission from his immediate supervisor and his Director to accumulate his annual
leave for more than the tabulated days as above to a maximum of their annual entitlement as mentioned
on first part.

Any annual leave that have accumulated for more than the tabulated days as mentioned in shall not be
encashed or used to offset notice period upon resignation.

HR Policy Rev 01 ( 01.01.2009 ) Page 18


Use of Annual Leave

Approved annual leave shall not be used to supersede with medical, hospitalization or compassionate
leave.

When an employee is given 3 or more consecutive days of medical leave by the same medical officer, the
medical leave will supersede the annual leave applied earlier.

Any unconsumed earned leave utilized to offset against termination/resignation notice period shall be
subject to approval by directors.

 Advance Annual Leave

Application of advance leave is not permitted unless approved by own immediate supervisor. Advance
leave refers to leave entitled for the current year but not earned yet

 Medical / Hospitalization Leave

Applicable for confirmed permanent employees, probation employees completed 3 months' service, &
confirmed contract staffs.

Employees shall be entitled for the following medical and hospitalization leave in each calendar year:
 Medical Leave ( without Hospitalization ) – 14 Working Days
 Hospitalization Leave - 60 days (inclusive of 14 medical leave)

All paid medical and hospitalization leave must be supported by original medical certificates issued by a
qualified doctor, Government Medical Officer or registered dental officer. Failure in submitting the Medical
Certificate, the leave taken will be deducted from Annual Leave or Unpaid Leave shall be recorded.

Any paid medical and hospitalization leave granted during probation will be recovered should employee
leave the Company by resignation or termination before confirmation in their appointment.

Medical and hospitalization leave shall be non-cumulative and unused entitlement shall lapse at the end
of each calendar year.

In the event that the medical leave taken by the employee exceeds his entitlement, a deduction will be
made from the employee‟s salary equivalent to the number of days of medical leave taken over and above
the entitlement.

Medical Treatment / Consultation from Chinese Doctor

This benefit is applicable for confirmed permanent employees only.

Probationary, contract, & temporary staffs are not eligible.

The company will reimburse all the treatment and consultation fees relating to that injury up to a maximum
of S$150.00. If the maximum amount is reached, the staff can request for the capping to be increased if
they have not recovered fully from the injury, subject to the department head‟s approval

a. Injury obtained during performing duty of work, or

b. Injury obtained during activities of coming and going back from work.

c. All other cases shall be subjected to Director's approval.

HR Policy Rev 01 ( 01.01.2009 ) Page 19


In the event that the medical leave is not approved, the employee shall be notified. The employee can
then either choose to deduct their one day pay as compensation or use their annual leave to make up for
the leave taken.

 Marriage Leave

Applicable for confirmed & confirmed contract staffs only for the first legal marriage.

Marriage leave may be granted to employees in the event of Registry of Marriages, Customary, and
Honeymoon.

The marriage leave granted shall not exceed a maximum of five (5) consecutive working days and must
be consumed within a year of the marriage date.

Staff will be required to submit their marriage certificate to the HR for documentation purposes.

Employees requiring leave in excess of the five (5) days shall have to apply for annual leave or no-pay
leave which is subjected to the approval of his immediate supervisor.

 Leave For Reservist

Leave for National Service Training shall be granted to all employees who are required to fulfill their
national service obligation in accordance with the Enlistment Act wherever possible.
However, when the exigencies of the work do not permit leave to be granted, the immediate supervisor
will apply for deferment on behalf of the employees.

Employees shall give the reservice notice to department manager to decide if deferment is necessary,
before handing over notice to HR department for claims. All these must be done 1 month before the date
of reservice.

 Maternity Leave

A female confirmed staff is entitled for 16 weeks maternity leave if all the following conditions are met:-

 The child is a Singapore Citizen;


 The child's parents are lawfully married; and
 The employee has worked for the employer for at least 90 days before the child's birth.

Up until all conditions are met within 12 months, the employee will be eligible for the remaining
Government-Paid Maternity Leave benefits from the point when all the criteria are met. Leave taken prior
to the date of meeting all the criteria will be unpaid except for the first 8 weeks of maternity leave of the
first 2 confinements for working mothers covered under the Employment Act.

The employee is not entitled of paid sick leave while on maternity leave.

The employee is not eligible to claim for medical expenses incurred in connection with the delivery of her
child unless it is provided in the employment

Stillbirth

A mother with a stillbirth will still be eligible for 16 weeks of GPML if she meets all the eligibility criteria.
Application to the employer must be accompanied by a certification from the employee‟s obstetrician. The
stillbirth will not be included in the counting of confinement order for the next confinement.

HR Policy Rev 01 ( 01.01.2009 ) Page 20


Duration/Maternity Entitlement

An eligible employee is entitled to absent herself from work for four weeks immediately before and twelve
weeks immediately after delivery, a total of 16 weeks.

Maternity Leave Application Amount to be Amount


Leave paid by
Should be taken in
1st to 8th continuous block. The 1st
The Employer
week to 4th week can be take
before the delivery date
(capped at
1st and 2nd
$10,000 per 4
confinement The Government;
Can be taken flexible weeks i.e.
9th to 16th
within 12 month period $20,000 per
week
after the child‟s birth confinement
including CPF
contributions)
(capped at
1st to 8th week should be
$10,000 per 4
taken in continuous block;
3rd and weeks i.e.
1st to 16 9th to 16th week can be Fully paid by the
subsequent $40,000 per
weeks taken flexible within 12 government
confinement confinement
month period after the
including CPF
child‟s birth
contributions)

Application Procedure

Description
1 A female employee must submit a Declaration Form (with documents requirement attached) 2
weeks prior to going on maternity leave. Forms can be collected from HR

2 The documents required are:


 Birth certificates of all children ( if has ) ;
 Singapore citizenship certificate
 Marriage certificate;

3 Discuss and seek for an approval for the maternity leave schedule (The first 8 weeks must be
taken as a continuous block and the last 8 weeks within 12 months from the child’s birth. )

4 Employees, who are not married and/or whose child is not a Singapore citizen at the point of
the child‟s birth, should inform their employer about their circumstances, as the employer will
not be able to make claims from the Government if the employees do not meet the conditions
for Government-Paid Maternity Leave. If they subsequently meet the criteria within 12 months
from the child‟s birth, they should notify their employer about it and work out an arrangement to
utilize the remaining unconsumed leave.

5 Employer is prohibited from dismissing/retrenching an employee during maternity leave period.

6 Employers have to fulfill their liability for the first 8 weeks before the Government starts
reimbursing.

7 Employees must inform their employers when they return to work after they had consumed all
16 weeks of maternity leave so that employers can submit the claim for reimbursement. Claims
from employers must be submitted within 3 months after the end of the maternity leave period.

HR Policy Rev 01 ( 01.01.2009 ) Page 21


 Paternity Leave

Paid paternity leave is applicable for confirmed permanent & contract male employees. Not applicable for
temporary employees

Employees shall be entitled to 3 consecutive working days paternity leave upon the birth of their baby.

An employee on paternity leave must inform the HR immediately so that his absence can be duly noted
down. The child birth certificate needs to submit to HR for documentation.

 Childcare Leave

Employee is entitled to 6 days of Childcare Leave per calendar year based on the following conditions:

 The child is below 7 years of age; and


 The child (including adopted and stepchild) is a Singapore Citizen; and
 The child's parents are lawfully married; and
 Employee has worked for at least 3 calendar months in the company

Childcare Leave Amount to be paid by Amount


Entitlement
First 3 Days Employer As per gross salary Regardless the number
of children, the total
Additional 3 Capped at $500 per day childcare leave for each
Government
Days including CPF parent is 6 days per
year.

Parents of Non Singaporean Child

Parents of non-citizens child or single (unmarried) parents covered under the Employment Act is entitled
to two days (company paid ) childcare leave per year if:

• The child (including legally adopted children or stepchildren) is below seven years of age; and
• The employee has worked for the employer for at least three calendar months.

Childcare leave for each parent is capped at two days per year regardless of the number of qualifying
children.

Employee on fixed-term contract/temporary/part-time basis

Fixed-term contract/temporary/part-time employees are entitled to childcare leave provided an employee


has served the employer for a period of not less than 3 months.

Application of Childcare Leave

Employees have full flexibility to use the childcare leave to spend time with his/her child. A child medical
certificate is not required. For example employees may use it to accompany his/her child on the first day
of school, or to personally take care of the child when the usual care arrangements fall through. Childcare
leave is not transferable between spouses.

HR Policy Rev 01 ( 01.01.2009 ) Page 22


Listed below are the important points for employees to take note for the Government-Paid Childcare
Leave scheme:

S/N. Description
1 Employees must submit a Declaration Form (with documents attached) prior to going on
childcare leave. For subsequent application of childcare leave, employees will need to declare
that the information is still correct as per the date(s) of child care leave applied for.

2 Employees with adopted and/or stepchildren will also be eligible for childcare leave.
For a parent with step child, the child must have met all the criteria for GPCL prior to the
parents‟ divorce. The step parent will be eligible for childcare leave so long as he/she is
married to the child‟s parent.
3 The documents required for submission during declaration are :
 Birth certificate of the youngest child;
 Singapore citizenship certificate (for a child who is not born as a Singapore citizen);
 Marriage certificate;

In addition to all the above documents, employees have to provide the following documents :

- Adoption Order (for adopted child);


- Court Order for finalization of divorce (for employees who are divorcees);
- Death certificate of spouse (for employees who are widows/widowers)
- Marriage certificate (for employee who is a spouse to a divorcee and step parent to the
child)

4 Employees who are not married and/or whose child is not a Singapore citizen at the point of the
child‟s birth should inform their employer about their circumstances. If they expect that they will
be able to meet the criteria, they should notify their employer about it to work out an
arrangement such that from the point when all criteria are met, they will be able to utilize the
remaining unconsumed leave.

5 Employers have to submit the claim for reimbursement within 3 months after the end of the
childcare leave period.

An employee should give the employer 2 week notice of his/her intention to take childcare leave. Leave is
subject to the employer's approval. Unused childcare leave at the end of the calendar year will lapse, and
cannot be encashed.

Childcare leave cannot be used to offset the notice period for termination of employment. However, if an
employee applies for childcare leave during the notice period, the employer is encouraged to grant the
leave. The days of childcare leave taken will not add to the notice period.

Infant Care Leave

An employee covered under the Children Development Co-Savings Act is entitled to (6) six days of
Unpaid infant care leave per year if:

 The child (including legally adopted / stepchildren) is a Singapore Citizen, below two years of age
; and
 The child's parents are lawfully married (including divorced or widowed parents); and

HR Policy Rev 01 ( 01.01.2009 ) Page 23


 The employee has worked for the employer for at least three calendar months.

Regardless of the number of children, the total unpaid infant care leave entitlement for each parent is
capped at 6 days per year. For divorced or widowed parents, the leave entitlement will not be doubled.

Parents of Singapore citizens below the age of 2 can take both types of leave (6 days of paid childcare
leave and 6 days of unpaid infant care leave) until the child turns 2.

Employee on fixed-term contract/temporary/part-time basis

Fixed-term contract/temporary/part-time employees are entitled to unpaid infant care leave provided an
employee has served the employer for a period of not less than 3 months.

Computation and Pro-ration

The leave year for infant care leave will be any 12-month period as agreed by both employer and
employee. If there is no agreement, the leave year will be the calendar year by default.

 Examination Leave

The Company will send employees for sponsored courses for job related purposes at their own discretion.

A confirmed staff who is sitting for the examination of the course sponsored by the company or taken for
job related purposes and requirements will be granted examination leave per subject as per the
examination table.

Application for examination leave must be submitted least one week in advance. Also, examination
timetable must be forwarded to Finance & HR Department for reference.

 Compassionate Leave

Compassionate leave is applicable for confirmed, probationary, and contract staffs.

Supporting documents must be submitted to the Finance HR Corporate Division for reference.

Compassionate leave is granted to all employees in the event of death of any of the following employee‟s
family members:

Death of a spouse, child or parent : 4 consecutive days

Death of grandparent, parent-in-law,


brother or sister : 3 consecutive days

A wreath (where applicable) will be sent to employees by the Company‟s HR department upon the death
of their family members who include the following:

Married staff : Parent, Spouse, Child, Grandparent, Parent-in-law, Grandchild, Brother or Sister
Single staff : Parent, Grandparent, Brother or Sister

 No Pay Leave

Employee who has used up all the leave eligibility may apply for no-pay leave subject to the approval of
the department head or directors on a case by case basis.

No pay leave granted shall not exceed 1 month unless special approval has been given by the Director.
Application for no-pay leave must be submitted at least two weeks in advance.

HR Policy Rev 01 ( 01.01.2009 ) Page 24


 Public Holidays

All employees are entitled to the official public holidays in Singapore as fall during the time that he is
employed.

If a public holiday falls on a non working day or half working day of the employee, employees will be
credited one day to their annual leave. Also, no employee shall be entitled to holiday pay for any holiday
which falls on a day when the employee is on leave of absence without pay granted by the employer at
the request of the employee.

B.4. Gifts for Occasions

Only confirmed employees and confirmed contract employees are eligible for gifts for occasion.

Probationary staffs are not eligible.

The Company‟s HR Department will send a gift hamper, floral bouquet, fruit basket, or wreath to
employees on behalf of the Company during the following occasions:

a. Birth - A baby gift hamper will be sent to the employee on the occasion of the birth of his child.

b. Hospitalization - A floral bouquet/fruit basket will be sent to the employee when he is hospitalized
for medical reasons.

B.5. Mobile Phone Charges Reimbursement

Mobile phone charges will be reimbursed to employees in the event if the employees' mobile phone has
been utilized for official work duties. Employees receiving this mobile reimbursement shall switch on their
mobile phones for 24 Hours.

Any claims to be made shall be subject to approval of immediate supervisor before disbursement can be
processed.

The following define items which are claimable and not claimable:

Executive Non Executive /Contract/Temp


Claimable
Monthly subscription fee
Caller ID & net local call charges
Work related overseas calls Claimable
SMS
Ring tones downloads
GPRS
Icon downloads
Not Claimable
MMS
1900-calls
Auto-roam subscription
Maximum claim per bill S$150/- S$100/-

For work-related overseas calls, all employees are to provide the purpose and the recipient of each call
made.
Employees who travel overseas for business trips will be able to claim for the Auto-Roam subscription
charges and work related overseas calls for that month.Any other charges not stated above, shall be
subject to approval by Director or department head.

B.6.Walkie-Talkie

Walkie-Talkie set shall be provided to employees as and when needed for their work purposes.

HR Policy Rev 01 ( 01.01.2009 ) Page 25


Employees receiving this wallkie-talkie shall on their walkie-talkie for 24 hours.

The use of walkie-talkie is restricted to inter-com only. It cannot be used to make outgoing calls unless
approved.

In the case if walkie talkie or accessories is lost by employees, he shall buy a similar model to replace at
his own costs immediately.

B.7.Professional & Membership Fees

The Company may approve the payment of membership fees for those employees whose membership in
an association or organization contributes to the mandate of the Company.

Membership Fees: fees paid to an association or organization to provide services, materials and/or
information that will contribute to the directive of the Company

Professional Fees: fees paid on behalf of employees for whom membership in a professional
association is an employment requirement

Employees are to:


 request, in writing to the Director the payment of membership fees;
 provide documentation from the association or organization as to how the membership
contributes to the mandate of the Company

C. DISCIPLINE / CONDUCT

C.1. Employee Code of Conduct Guidelines

All employees of the Company are integral members of the firm and shall work to uphold the mission „to
provide Innovative Solutions, Quality Products and Responsive Service to our clients by continually
investing and enhancing in our People, our Technology and our Management Process.‟

ATT is an ISO certified company. All employees shall adhere to the Company‟s ISO procedures at all
times.
Staff members will adhere to ethical standards of professional conduct and act in a manner consistent
with the Company‟s mission and core values for Teamwork, Flexibility, Towards Excellence, Customer
Focus, Integrity, Continual Learning, and Innovation.

Standards of Professional conduct


 Employees shall at all times and on all occasions give their undivided loyalty to the Company.
 Employees should not engage in trade or other employment without the permission of the
Company
 Employees shall not be absent from duty without leave or good cause.
 Employees must not distribute, possess or consume illegal or unauthorized drugs or alcohol on
Company property, on Company time, or in a manner which may affect performance of the
Company‟s responsibilities.
 Employees will report to work free of influence of alcohol and drugs that may impair their
performance and able to perform their work in a safe manner.
 Employees will not display conduct that interferes with the orderly and efficient operation of The
Company.
 Employees shall not malinger.
 Employees will refrain from unauthorized use of work effort or resources for non-related business.
 Employees will maintain regular attendance and provide an acceptable quantity and quality of
work.
 Supervisors will be responsible to encourage the intellectual and professional growth of staff
members for whom they have supervisory responsibility.
 Employees are expected to keep all Company and Personnel information (i.e. increments, wages,
employment packages) confidential. And employee found in breach of this clause face disciplinary
from the Management.

HR Policy Rev 01 ( 01.01.2009 ) Page 26


 Employees will be fair and treat equitably all members of the Company.
 Staff shall not falsify business or attendance record information
 Staff shall not engage in idle gossip.
 Staff shall not conduct themselves in such a manner as to bring the Company into disrepute.
 Staff must behave with proper decorum and ensure that all relations are aboveboard.
 Supervisors will be held accountable for fairness related to those staff members for whom they
have supervisory responsibility, and will carry out their supervisory responsibilities consistent with
the standards outlined in this policy.
 The equitable treatment of staff will be based upon consideration of the relevant facts and
circumstances to the individual situations, which may lead to differences in treatment based upon
these factors
 Employees will treat co- workers with dignity and respect. Staff must not engage in, nor permit
incivility in or affecting the workplace.
 Employees will respect the diversity of individuals in the workplace and respect the differences
among them.
 Employees will not use threatening, intimidating, or abusive language, or otherwise engage in
conduct that creates a hostile environment that interferes with work of the unit.
 Employees will conserve the Company‟s resources by ensuring that all electricity and air-
conditioning is switched off when not in use.

Where it would be difficult for staff to access, read, and/or understand these policies, it is the
responsibility of the immediate supervisor to facilitate the communication of each of these policies or
statements to the individual staff member. All company staff will comply with the terms of relevant HR
policies as part of their employment obligation.

All employees have the personal responsibility to familiarize themselves with and adhere strictly to all
applicable Company policies and guidelines as stated in this volume. If there is any violation of codes
throughout this volume in the time of employment, the Management reserves the right to provide
counseling on the first offence, and subsequent disciplinary action culminating in termination of
services if the need arises.

Disciplinary action taken will be in the form of following statement below according to the severity of
offence and not necessary in the above sequence.

1) Counseling
2) Verbal Warning
3) Written Warning
4) Final Warning Letter
5) Termination Dismissal

C.2. Staff Dispute Resolution :

The Grievance Procedure

The grievance procedure is designed to supplement the informal departmental means of resolving
staff members‟ problems or complaints.

It may be used whenever staff member‟s efforts to solve the problem through discussion with the
immediate superior have been unsuccessful. Staff member may then invite another member of the
staff to accompany him/her to the meeting with the director

The company recognizes disputes may arise in the workplace setting. Parties involved are
encouraged to seek informal resolution. It is the management‟s duty to facilitate fair and equitable
resolution of disputes. In the even informal resolution is not possible, staff may pursue a formal
resolution process, the grievance procedure

Informal Resolution

HR Policy Rev 01 ( 01.01.2009 ) Page 27


 Staffs are encouraged to bring workplace disputes to the attention of their immediate superior
as soon as possible and may also seek resolution with other appropriate individuals.
 Superiors are expected to make good-faith efforts at fair and equitable resolution.
 This informal resolution will cease only when parties involved decided this is not possible.

Formal Resolution

 To initiate a formal grievance, the staff member shall present a request to grieve the problem
or complain in writing describing the dispute, specifying the problem, and stating what they
believe to be appropriate resolution to the Directors. This form should be submitted no more
than 1 week after the incident or action under question.

 Upon receipt of the form, the Directors will promptly contact the employees involved to
conduct a meeting to address the grievance.

All information presented will be confidential to the extent permissible by law. To encourage open
discussions, electronic reproduction or recording of the review meeting will not be permitted.

C.3. Termination of Employment

Notice Period

While on probation, termination of service shall be on the basis of giving 2 weeks‟ notice by either party or
payment by either party of a sum equivalent to 2 weeks‟ salary in lieu of notice.

Designation Period of Notice


Manager/Engineer (For Grade D3 and above) 2 months
Engineer/Technician/Administrative/Accounts Staff (For Grade D2 and below) 1 month

Please refer to our Employee Grade Structure

Staffs who have tendered their resignation will receive their salary on their last day of working day

Upon termination of service by either party, the company reserves the rights to offset any outstanding sum
owed by the employee from the balance salary payable by the company to the employee.

An employee may be terminated without notice or salary in lieu of notice if:

 You have been convicted in a criminal court of law


 You have committed a major act of misconduct contrary to the rules and regulations of the
Company, including violation of any terms and conditions stated in our Company policy
 You have, after one formal warning, been found to be incompetent or negligent in the
performance of your duties (including standby duties)
 You have on more than one occasion, been found to be absent from work for a period of 2 or less
working days without official leave or without giving any valid reason.
 You have been found to be regularly very late in reporting for work and/or regularly leaving very
early from work without prior approval
 You have been detained by the authorities for a period of not less than 3 days for alleged drug
peddling, drug consumption or any other criminal offence
 You have divulged confidential information acquired during the course of your employment to
unauthorized persons or parties

Conflict of Interest

Within 6 months after your resignation or termination, you shall not be employed or engaged by any other
person, firm or company, nor acquire any interest in any undertaking in the business of a similar nature or
in competition with the Company. The list of companies will be released to you upon your resignation or
termination.

HR Policy Rev 01 ( 01.01.2009 ) Page 28


** Please note that after confirmation, the notification time for termination of service may vary
accordingly from each employee. The notification time stated in the appointment letter signed by
the employee upon employment supersedes that which is stated above.

D. REWARD & RECOGNITION

D.1.Performance Management and Appraisal

The Company conducts annual appraisals of staff. This form of performance management is focused on
helping the employee achieve his or her best workplace results.

The appraisal system:

 provides direction and clarifies performance expectations.


 provides feedback and coaching to the staff member concerning job performance, both what is
well done and what needs improvement
 identifies training and professional development needs
 serves as documentation of performance
 serves as data for human resource decisions

Appraisal session should be stringently carried out by between supervisor and staff prior to any salary
review and subsequent increase.

The results of the appraisal shall be used as a source to review salaries and also to determine future
professional development and learning plans.

D.2 Long Service Award

Long Service Award is applicable for confirmed employees.

As a token of appreciation and recognition of the contributions and loyalty to the company, full time
employees who have served for at least 5 years would be eligible for Long Service Award.

Long Service Award : 5 years of Service


Silver Service Award : 10 years of Service
Gold Service Award : 15 years of Service
Platinum Service Award : 20 years of Service
Diamond Service Award : 25 years of Service

The qualifying period to determine the length of service for the sole purpose of this award will be as
follows :

a. For employee employed on contract basis and being placed on the permanent establishment, the
period served under contract service will be considered.

b. For employee who was on fully-paid leave (including prolonged illness leave), the period of paid leave
will be considered.

c. For employee who was on approved no-pay leave, the period of no-pay leave will not be considered.

The year of service will be calculated from the employee‟s commencement of employment till 15th
December of that year.

HR Policy Rev 01 ( 01.01.2009 ) Page 29


D.3. Bonus

For calculation purposes, all bonuses will be based on our financial period from 1st Nov to 30th Oct of each
year

 Annual Wage Supplement (AWS)

The Annual Wage Supplement (AWS) will be broken down into two parts and will be issued as
follows:

 50% of the AWS in July


 50% of the AWS in October

 Variable Bonus (VB)

The Variable Bonus is calculated based on the collective performance of the company, respective
departments, as well as the individual‟s performance.

 1st part of the Variable Bonus in Jan (depending on Company‟s profit projection for the
year)

 2nd part of the Variable Bonus in Apr (dependent on Company Audited report for the
financial year; amount might vary from 1st part)

Bonuses will not be issued to employee if they left the Company before the pay-out date.

Note: AWS and VB bonuses are not guaranteed to be paid out every year by the company.

E. TRAINING & DEVELOPMENT

E.1. Professional Development & Learning

The Company recognizes that employees are our most important resource for achieving continued and
sustained excellence in our providence of innovative solutions, quality products and responsive service to
our clients.

In accordance with the Company‟s ISO Quality Manual, the necessary competence of all personnel shall
be determined, and training programs/ plans shall be systematically developed to provide staff with the
requisite competence. To enhance the capability and capacity of staff, to contribute to their departments,
while developing individual growth, the company is committed to providing a spectrum of learning
opportunities for all employees. Continuous learning results in higher level skills, ability, and knowledge.

Employees may be required by the Company to enroll in certain vocational courses or attend training
programs. Employees required to enroll in such programs will be reimbursed for expenses incurred in
accordance with Company regulations, provided the programs:

 Maintain or improve skills required in the profession or by the position.


 Are required to meet the express requirement of employment by the Company‟s applicable
law, or regulations.

Reimbursement of expenses incurred under the provisions of this policy must have the approval of the
Directors.

 Employee Responsibilities

HR Policy Rev 01 ( 01.01.2009 ) Page 30


 Seek out and participate in training opportunities to improve their job performance and
potential.
 Obtain approval from their supervisor to attend training programs and submit to HR Dept. for
Director‟s Evaluation.

 Employer Responsibilities

 Support and provide opportunities for individuals to pursue job-related training.


 Make every possible effort to allow individuals to participate in training during work hours.

After training has been completed, employees will be required to fill in a Post-Training Evaluation form
and submit to their immediate supervisor in order that their new knowledge can be assessed.

 Bonding Agreement

Staff undertaking relevant courses and programs partly or fully subsidized by the Company will be bonded
as follow :

Amount Subsidized Bond Period


Up to S$1500.00 ½ Year
S$1501.00 – S$3000.00 1 Year
S$3001.00 – S$6000.00 2 Years
S$6001.00 & above ( S$10,000.00 max ) 3 Years

For the staff seeking Skills Development Fund assistance, the company is responsible to fully sponsor the
staff for the training course under SDF Guideline. Thus the total amount of training course is subjected for
bond agreement.

The certificate and / or result slip must be submitted upon completion of course to the Finance/HR Admin
Department for documentation purposes.

The bond shall commence with effect from the date as shown in the certificate awarded.

The employee shall be liable to refund to the Company the course fee pro-rated to the number of days of
bond period outstanding, if they should:

 Leave the company during the duration of the course through resignation or termination
 Barred to continue with the course for any reasons and thus not awarded with certificate,
diploma, and or degree.
 Terminate the course in advance for any reasons

Any recognition of the professional qualification gained for the purpose of salary adjustment transfer or
promotion, etc, shall be at full discretion of the company.

F. SECURITY AND SAFETY


F.1 Security

 Confidential Information

All employees must refrain from disclosing confidential information (information that is not in the public
domain and that which might affect the Company‟s competitive position), which, when disclosed will prove
detrimental to the Company.

No employee may disclose or use any confidential information gained during employment, or in any other
relationship with the Company, for personal benefit. The management will promptly investigate, and
where appropriate, prosecute reported incidents of improper disclosure or violation by employees.

 Intellectual Property

HR Policy Rev 01 ( 01.01.2009 ) Page 31


Employees must respect all patents, trademarks and copyright owned by others and strictly adhere to all
relevant laws and regulations governing the use of protected material.

To avoid all infringements of patents and copyrights, employees must never knowingly make use of
technology patented by another company without permission.

F.2. Workplace Safety

The Company takes all practical steps to ensure the health and safety of all employees at work by:

 Providing a safe working environment conducive to work productivity


 Providing and maintaining facilities for staff members‟ safety and health
 Ensuring plant and equipment on the premises are safe
 Ensuring staff members are not exposed to hazards
 Developing emergency procedures
 Ensuring that no action or inaction by staff members is likely to cause harm to themselves or any
other person.

Employees are responsible for:

 Becoming familiar with and abiding by all applicable Company policies and guidelines, and
relevant statutory obligations
 Following established procedures to ensure a safe performance of a given task
 Reposting all occupational injury, illness, near-miss accidents, environmental spills or fire
regardless of severity, to a superior
 Advising colleagues and relevant staff members when unsafe acts and/or conditions occur
 Correcting unsafe conditions when appropriate, possible and safe to do so
 Behaving in a manner which does not endanger the health and safety of themselves and other
employees.
 Adhering to safety rules and guidelines. Failure to do so, if any fines were to be imposed by the
client, employee will have to bear half (50%) of the penalized amount

G. GENERAL

G.1 Overtime

Working Schedule
Office Staff Mon-Fri 8.30 am to 6.00 pm
Assistant Engineers Mon-Fri 8:30 am to 5.30 pm
Technicians ( Permanent ) Alternate Sat 8:30 am to 12.30 pm
Technicians ( on contract ) Mon-Fri 8:30 am to 5.30 pm
Sat 8:30 am to 12.30 pm

For employees whose designation is Grade C2 and below, there are instances whereby work time will not
be as stated above (unfixed) and will be scheduled by supervisor as per job requirement. They are to
follow closely to the planned schedule and report to work as required.

 Eligibility for Overtime Claim

Employees NOT eligible for overtime claims are the following position below as stated in their respective
appointment letter:

a. Executive (staff in structure Grade D1 and above)


b. Specified non-executive (staff in Grade C2 and below)

Please refer to Grade Structure

From Mon-Fri, computation of O.T commences half an hour after stipulated work time. (e.g. 6.30 pm for
Office staff, 6.00 pm for technicians)

HR Policy Rev 01 ( 01.01.2009 ) Page 32


All staff must take 1 hour off for every 7 hours of continuous work.

It is stated clearly in the Employment Act that no one shall work 6 consecutive hours without rest and
therefore time must be given off for periodic breaks.

Payment for Overtime will be made based on the rates of 1.5 times of hourly basic rate of pay for Mon-
Sat, and 2 times on Sun and Public Holidays.

All claims for overtime must be made on a prescribed form HR-OT and must be submitted to immediate
superior for verification every Mon/Tues for every past week. Please note that „past week‟ refers to every
Mon to Sun.

All claims for overtime must be duly authorized by immediate superior.

 Over Time Claim Procedure

This following OT claim Procedure aim is to ensure prompt salary payment to all staff on the 25th. For
salary in Oct, it will be paid on the 1st of Nov due to company financial closing on 31st Oct every year.

Regardless of number of Projects / Maintenance the staff perform for that week, he/she shall submit only
1 O.T form claim per week meaning staff shall not submit 2 O.T forms for 2 projects.

1. Staff to submit their OT claim form to relevant Project Manager or Engineer-In-charge on every
Mon/Tue for the past week ( Monday – Sunday )
2. Project Manager/ Engineer-In-Charge will verify the OT forms and pass to the Division Manager
for approval and signature.
3. Division Manager will pass to the Accounts upon signing
4. Accounts will consolidate the OT Forms and include the overtime pay on the last week of the
month.

All OT claims form and procedure must be duly completed and submitted to Accounts by the 19th of every
month to allow Accounts ample time to compute claims, key into GIRO system and for bank to process
payment, so as to ensure that employees will receive their salary on 25th every month. Failure to do so will
result in present week‟s (ending on the 19th) OT claims brought over for computation in next month‟s
salary.

If the 19th of the month falls on a non-working day i.e. Sat or Sun, employees are to submit their OT
claims to Accounts department by the Friday before that weekend.

Note: OT Claim Form can be obtained from Finance and HR Admin Dept.

G.2.Travel Policy

Confirmed employees and confirmed contract employees who are sent overseas for short business trips
by the Company shall receive an overseas daily subsistence (meal).

The allowance rate is base on the official IRAS website that is being reviewed annually. Under the
guideline, employees will be given the daily allowance for every “full day” spent overseas on a 24 hour
cycle from the time of arrival at the official destination to the time of departure.

 Airfare
Booking of air tickets and arranging of accommodation will be handled by HR for all business trips.

Reimbursement of Warm Clothing allowance


Employee may claim for clothing allowance on a reimbursement basis subject to the following limit :

Country Amount
Temperate Countries (include HongKong & Vietnam) Up to $400
Non-temperate Countries (outside ASEAN) Up to $400
ASEAN Countries (except Vietnam) NIL

HR Policy Rev 01 ( 01.01.2009 ) Page 33


Clothing allowance can be claimed once in four (4) years. Receipts should be used to support all claims.
Should employee resign within three (3) months after making a claim on clothing allowance, he shall
return half of the claimed amount back to the Company.

 Suit Allowance

Employees going on overseas business trips where it is necessary for them to purchase a business coat/
suit, can reimburse the cost of purchase up to $250.

Suit allowance can be claimed once in four (4) years. Receipts should be used to support all claims.

 Telephone Bills

Employees who travel overseas on company business may claim IDD call charges for all business calls.
All employees are expected to furnish their mobile phone bills with relevant evidence when claiming
reimbursement.

 Internet Usage Bills

Employees who make use of payable internet services in their hotels overseas will be reimbursed up to
50% of the total bill. Please provide the necessary receipts for reimbursement.

 Transport Expenses

Incidental traveling expenses incurred such as taxi fares, train fares, car hires (only with prior approval) is
reimbursable under work-related conditions. (i.e. to and from business meetings, not valid for
sightseeing). Please produce receipts to furnish claims.

 Laundry

For business trips whose duration exceeds seven (7) days overseas, the Company will reimburse up to
50% of the laundry expenses incurred during the business trip. Laundry expenses for warm/ winter
clothing which are incurred within ONE week upon return from the trip will be fully reimbursed by the
Company.
Please produce the necessary receipts for reimbursement.

 Travel Insurance

Under Group Insurance Policy, all staffs are provided of 24 – Hours worldwide coverage against death
due to accident that includes overseas hospitalization due to accident.

 Passport/ Visa Fee

Passport/ Visa fees will be fully reimbursed by the Company.


Please take note that passport renewal fees will be borne by employees themselves

 Incidental Expenses

Any incidental, unforeseen expenses during the overseas trip which are incurred for official business
reasons pertaining to the Company must be accompanied by receipts. Such claims will be subject to
Management‟s approval

G.3. Indebtedness & Collection

The purpose of this policy is to provide information and guidance regarding indebtedness of an employee.
It is the policy of the Company to avoid official involvement in the personal affairs of its staff members.
However, the Company expects its employees to be financially responsible and to honor their just debts.

HR Policy Rev 01 ( 01.01.2009 ) Page 34


Indebtedness of an employee to the Company for which a voluntary repayment plan has not been
established will be subject to satisfaction through a payroll deduction process. Prior to implementing such
payroll deduction, the Company will provide the employee with notice of the amount and duration of such
payroll deductions. Indebtedness of an employee to the Company may also be satisfied by withholding all
or part of any lump sum payment otherwise due to an employee upon separation from the Company by
retirement, resignation, or termination of service.

 Company Loan

All confirmed staff who have completed at least 1 year of continuous service may apply for loan subject to
the approval of the Directors.

Repayment Period Maximum Loan Amount ( Whichever is lower )


Within 12 months S$5,000.00 or 3-month‟s basic salary
Within 18 months S$7,500.00 or 4-month‟s basic salary
Within 24 months S$10,000.00 5-month‟s basic salary
**Interest will be charged at 5% per annum times the number of repayment years.

 Advance of Salaries

Advance of salaries is applicable to confirmed permanent & contract staffs only.

To celebrate festive seasons, advancement of salaries can be arranged upon request by employees
during Chinese New Year, Hari Raya Puasa and Deepavali.

The advance amount shall not be more than one month net basic pay.

Advancement of salaries, other than for the above mentioned purposes, shall be subject to approval by
directors.

All advancement shall claim back in full from employees at the end of the month from his salary.

Notes :

1) If the claim is submitted on Friday, the reimbursement will only be collected on the following
Friday.

2) All staff can only collect their petty cash claim from Accounts Dept on every Friday.
G.4 Claims

 STAFF CLAIMS Procedure

1st – 2nd of the Month - All Staff shall submit their Claims to respective Admin to do checking
3rd – 4th of the Month - Admin to pass the claims to Engineer for verification and signature
5th of the Month - Engineer to pass the claims to Division Manager for approval and
signature
6th – 9th of the Month - Claims will then pass to Accounts Dept to do the GST and keying into the
system.
10th of the Month - Claims pass to the Directors for Approval
11th-12th of the Month - Accounts proceed for Payment (Voucher & Cheque)
13th of the Month - Directors Signature

Notes :
1) Any late submission of claims which is more than 2 months will NOT be entertained unless with
valid reasons and subjected to Director‟s approval.

2) If staff loses receipt for claim, for the 1st time, Accounts Department will reimburse the claim.
However, for the 2nd time employee loses receipt, the Accounts Department will only

HR Policy Rev 01 ( 01.01.2009 ) Page 35


reimbursement half (50%) of claim submitted. For the 3rd and subsequent loss of receipts,
Accounts Department will NOT entertain any claims.

3) Staff Claim is only applicable to expenses incurred during works for Parking, ERP, Hand Phone
charges, Mileage claims, Medical and other misc claims.

4) Staff has to indicate the respective Project or Maintenance on the receipts (ERP/ Car park) and
Parking Coupons, especially those which are incurred after office hours and on weekends.

5) For ERP Parking Claims, staff needs to print out all receipts for claim. If no receipt is provided, the
Accounts will treat it as there is no GST element in the claim.

6) Project and Maintenance expenses shall be claimed under Petty Cash.

 Petty Cash Procedure

For Staff who has incurred expenses for Project and Maintenance, the following is the reimbursement
procedure :

1. Staff to raise and pass the Petty Cash Form to respective Project Manager/ Engineer-In-
Charge/ Division Manager for Signature for amount less than $200.00 or to pass to Directors
for Signature for amount more than $200.00.
2. Staff to pass the Petty Cash Form to Accounts dept at a designated tray to prevent any delay.
3. Accounts will accumulate the Petty Cash Forms and paid out on every Friday.

 Advance Petty Cash Procedure

For Staff who wish to have advance petty cash for Project and Maintenance, the advancement
procedure is as follows:

1. Staff to raise the pass the Petty Cash Form to respective Project Manager / Engineer In
Charge / Division Manager for Signature for amount less than S$ 200.00 and to pass it to
Directors for Signature for amount more than S$ 200.00
2. Staffs to pass Petty Cash Forms to Accounts.
3. Accounts will pass the advance amount to the staff

Note: Within 1 week, the staff will have to provide the receipt and the balance of the advancement
to the Accounts Department.

G.5. Application for PR

Confirmed staff holding S Pass / E Pass who wish to apply for Permanent Residency in Singapore (with
Company‟s endorsement) may do so after having worked in the Company for 1 year, subject to Directors‟
approval.

 Employees who wish to seek the Company‟s endorsement and signature on the PR application
form are subjected to sign a bond/ agreement of 2 years or more, depending on the scope of work
he/ she undertakes.

 The bond/ agreement shall commence with effect from the date as shown on the Permanent
Residence document issued.

Upon successful application of PR, the staffs annual leave will be adjusted based on his Grade Structure.

Then there shall be no change in duties and responsibilities, working hours, salary, allowances, bonus,
medical expenses reimbursement, medical leave, insurance coverage, confidentiality and secrecy in
employment contract. This is also applicable to staff who have successfully applied for PR on personal
basis (i.e without Company‟s signatory).

HR Policy Rev 01 ( 01.01.2009 ) Page 36


A photocopy of the Permanent Residence document must be submitted upon its issuance to the Finance
& HR Admin Department for documentation purposes.

Upon obtaining PR, there shall be monthly CPF contributions by both Employer and Employee as in
accordance with the rules and regulations led by the Central Provident Fund Board. Contribution rates
may change from time to time as per the legislation

G.6. Monthly Variable Component (MVC) & Performance Incentive (P.I)

Our Company practices the implementation of the Monthly Variable Component (MVC). It is a component
which the Company can use during sudden and severe business downturns in order to survive and retain
employment. It is a flexible and performance-based wage system which will help us to enhance our
competitiveness to meet the challenges of a competitive and volatile business environment. Ministry of
Manpower has 3 key recommendations for a flexible wage system:

a) enlarge the Annual Variable Component (AVC) and formulate key performance indicators to link
the AVC payment closely to company‟s and/or individual‟s performance;
b) build up the Monthly Variable Component (MVC) to form 10% of monthly basic salary; and
c) movement away from the seniority–based wage system by narrowing the salary maximum-
minimum ratio to 1.5 times or less.

The Management also implements a Monthly Component called “Performance Incentive” (PI) into an
employee‟s monthly salary. This Performance Incentive will be introduced in this year salary review and it
shall form part of the increment amount. The Performance Incentive is percentage based. It will be
multiply with the basic salary to form the Performance Incentive amount. (e.g.: Basic Salary = $1,000;
Performance Incentive = 2.5%; PI amount = (1,000 x 2.5%) = $25).

G.7. Entertainment Expenses

Entertainment expenses refer to expenses incurred when an employee meets a prospective client of the
Company and is obliged to foot the bill. The employee can then seek reimbursement from the Company.
The claim procedure will be as follows:

Employee must first inform his/her superior prior to the appointment with the client and provide a rough
estimate for the expenses which will be incurred. This is subject to supervisor‟s approval; once approved,
the employee can seek reimbursement the following day by providing the receipt from said appointment

HR Policy Rev 01 ( 01.01.2009 ) Page 37


ANNEX A
ATT Systems ( S’pore Pte Ltd )
HRPA01
Performance Appraisal – Executive (Supervisory)
Private and Confidential
Employee’s Particulars

Name: NRIC:
Designation: Join Date:
Division: Review Date:
Supervisor’s Name: Period with Supervisor:
Period of Assessment: to To be returned by:

Purpose

Annual Review Confirmation Others, please


specify: :

Guideline for the Appraisee and Appraiser ( Process Flow )

1. Appraisee completes Part A, C, D1, E.


2. Appraiser complete Part B, D2, F, G, H, I and K.
3. Staff to sign for acknowledgement – Part J
4. Respective Director to complete – Part L
5. Appraisal Form to be returned to HR

Part A: Job Responsibilities


1. Major Responsibilities. Provide a summary of responsibilities during this period, including significant projects and
achievements.

2. Adjusted Responsibilities/Additional Comments. Note any job changes, promotions, responsibilities, or


projects added since the last update of the individual’s position description or plan of work, as well as any special
circumstances that provide a context for this performance review.

Part B: Accomplishments ( to be completed by the Appraiser )


Details to be discussed with the respective staff for confirmation. Attach separate sheet if space is insufficient.
1. State briefly the targets/tasks for the year under review. Any changes in the staff's job during the period of
review.

2. State the major achievements and new initiatives introduced (if any).

HR Policy Rev 01 ( 01.01.2009 ) Page 38


Part C : Training and Development
1. What are the additional training or resources do you need to improve your professional capabilities?
 Click Here and Type

2. List your career goals or vision for your future (eg. Change of job scope and preference in order of
priority)
 Click Here and Type

Part D: Individual Development Plan (D2 to be completed by the Appraiser)


1. What tasks would you like to accomplish this year?
 Click Here and Type

2. Appraiser to list down the task needs to accomplish by the staff before the next review.
Appraiser collaboratively discuss with the staff the projected date of completion for agreement.
Goals / Trainings to achieve for the next review Projected Date of Completion
 
 
 
 
 
Part E: Others
1. What part of your jobs interest you most?
 Click Here and Type

2. What part in your job do you find most difficult?


 Click Here and Type

3. Any suggestions you can make for making this working environment a more enjoyable and healthier place
to work?
 Click Here and Type

4. State any initiative or ideas to keep your team motivated and involved?
 Click Here and Type

HR Policy Rev 01 ( 01.01.2009 ) Page 39


5. Self comment. (Optional)
 Click Here and Type

PART F: PERFORMANCE APPRAISAL RATING (to be completed by the Appraiser)


Rate the following attributes of the staff base on the current roles completed. (5 – Highest and 1 – Lowest; NA not
applicable )
1. Job Knowledge: Knowledge of job duties, responsibilities and objectives
5 Very well informed and has in depth knowledge. Works independently.
4
Rating: 0 3 Has sufficient knowledge to meet job requirements. Requires little guidance.
2
1 Lacks basic knowledge essential to job performance at times. Constantly require assistance.
2. Excellence and Quality of Work: accuracy, skill and thoroughness.
5 High output. Completes job with accuracy and thoroughness. Needs no checking.
4
Rating: 0 3 Produces work with reasonably accuracy. Needs little checking.
2
1 Lacks basic knowledge essential to job performance at times. Constantly require assistance.
3. Accountability: interest and commitment towards own work
5 Show commitment and dedication. Requires no supervision
4
Rating: 0 3 Committed to tasks assigned. Show enthusiasm.
2
1 Needs promise of reward and persuasion to work.
4. Adaptability: ability to learn new / improved practices and applications of jobs.
5 Exceptionally fast learner. Adapts to change in the work environment
4
Rating: 0 3 Learns well. Takes minimal instructions. Adjusts well to changes.
2
1 Slow to learn. Requires instructions. Reluctant to accept changes.
5. Teamwork / Cooperation: establish and maintains working harmoniously and effectively with colleagues
5 A suitable and good example. Always tactful and helpful.
4
Rating: 0 3 Gets along well. Usually tactful and helpful when the occasion arises.
2
1 Cooperation must be solicited. Seldom volunteers. Has negatively attitude with others.

6. Determination: perseverance to perform a task with due diligence.

5 Exceptionally energetic and always work hard


4
Rating: 0 3 Usually works and finish job within expectation
2
1 Easily get distracted and not enough attention to paid job
7. Service / Customer Focus: customer requirements are met with aim of enhancing customer satisfaction.
*Customer can either be external company clients or internal staffs.
5 Highly committed towards customer's requirements and performing beyond customer's
expectations.
Rating: 0 4
3 Committed to total customer satisfaction. Show enthusiasm.
2
1 Lacks enthusiasm in customer satisfaction. Needs promise of reward and persuasion to deliver.
8. Initiative and innovation: initiating workable ideas, undertake self development activities and seek increased
responsibilities.
5 Extremely enterprising, makes positive contributions beyond the normal routines.
4
Rating: 0 3 Usually volunteers practicable and useful suggestions..
2
1 Lacks initiative and drive to be involved.
9. Communication: ability to communicate with oral and verbal effectively.

HR Policy Rev 01 ( 01.01.2009 ) Page 40


5 Effectively communicates with all level of people in both written and verbal forms
4
Rating: 0 3 Communicates with all level of people satisfactorily with guidance.
2
1 Needs improvement in communication both written and oral.
10. Attendance/Punctuality: schedule time off in advance; begin work on time and keep absences within the
guideline
5 Always on time and present for work.
4
Rating: 0 3 Absent or late for work occasionally.
2
1 Absent or late for work very often.
11. Decision Making: takes action as problem arise
5 Good critical thinking. Immediately resolve an issue within his knowledge
4
Rating: 0 3 Good Judgment. Attend to a problem and can create a justifiable resolution.
2
1 Poor Judgment. Seek various approval before taking an action.
12. Planning : designs and communicates program or process to meet individual, team or takes action as problem
arise
5 Strategic Planning. Considered long term benefits / various challenges in planning the steps for
goal attainment.
Rating: 0 4
3 Well Organized. Has communicated clear objectives and responsibilities for each staff to meet the
team goal.
2
1 Needs Assistance. Has difficulty in planning various procedures in attaining goal.
13. Performance Management : provide feedback, development, training, direction, coaching, guidance and
supportive environment
5 Maximize the full potential of his staff and be able to help and establish a career path for them.
4
Rating: 0 3 Provide opportunities for staff's career development
2
1 Seldom giving feedback to his staff for any development or training.
14. Leadership : guide and promote self development
5 Outstanding leader who inspire others to excel and beyond their capabilities
4
Rating: 0 3 Competent leader. Can lead and control group.
2
1 Lacks leadership qualities
Part G: Performance Rating Summary
Appraiser to assign a certain percentage (%) to each Job performance area (subject to a total of 100% for all JPA‟s);
depending on the staff's work responsibilities and expectation.
(e) Max
(d) Points Scored
( a )Job Performance Area - JPA (b) Percentage ( c ) Rating Points
(d)=(b)*(c)
(d)=(b)*(5)
1. Job Knowledge
2. Excellence / Quality of Work
3. Accountability
4. Adaptability
5. Teamwork
6. Determination
7. Service or Customer Focus
8. Attendance/Punctuality
9. Initiative and Innovation
10. Communication
11. Decision Making
12. Planning
13. Performance Management
14. Leadership
Total
Part H: Overall Performance Rating
Performance Rating =

90% - 100% - The staff far exceeds requirements of his/her current job in all areas of his work, & makes positive contributions in
areas beyond his immediate responsibility.
70 % to 89% - The executive exceeds requirements of his/her current job in most areas of his/her work.
60 % to 69% - The executive meets the job requirements of current job
30 % to 59% The executive needs improvements and only able to meet some requirements of current job.
1 % to 29% The executive is unable to meet requirements of his/her current job in his/her work.

HR Policy Rev 01 ( 01.01.2009 ) Page 41


Part I: Supervisor’s Comments
1. What are the key strength and potential of the staff? 2. What are the staff's areas of improvement?
 

Part J: Acknowledgement by the Employee

Staff’s Signature and Date: _______________

Part K: Recommendation by the Appraiser/Immediate Supervisor


Note: Please do not discuss your recommendation with the respective staff until approval is given.
Confirmation Effective Date:
Extension of Probation Until :
Annual Increment Amount:
Performance Incentive Percentage:

Promotion To the position: Effective Date:

Appraiser’s Name, Signature & Date : ___________________

Part L: Director’s Review Part M: Acknowledgement by HR


 Appraiser’s Assessment is : -
Lenient Reviewed on:
Fair
Strict

Director’s Name/Signature & Date: _____________ Signature & Date: ___________________

HR Policy Rev 01 ( 01.01.2009 ) Page 42


ANNEX B
ATT Systems ( S’pore Pte Ltd )

HRPA02
Performance Appraisal – Executive
Private and Confidential
Employee’s Particulars

Name: NRIC:
Designation: Join Date:
Division: Review Date:
Supervisor’s Name: Period with Supervisor:
Period of Assessment: to To be returned by:

Purpose

Annual Review Confirmation Others, please


specify: :

Guideline for the Appraisee and Appraiser ( Process Flow )

6. Appraisee completes Part A, C, D1, E.


7. Appraiser complete part B, D2, F, G, H, I and K.
8. Staff to sign for acknowledgement – Part J
9. Respective Director to complete – Part L
10. Appraisal Form to be returned to HR

Part A: Job Responsibilities


2. Major Responsibilities. Provide a summary of responsibilities during this period, including significant projects and
achievements.
 Click Here and Type

2. Adjusted Responsibilities/Additional Comments. Note any job changes, promotions, responsibilities, or


projects added since the last update of the individual’s position description or plan of work, as well as any special
circumstances that provide a context for this performance review.
 Click Here and Type

Part B: Accomplishments ( to be completed by the Appraiser )


Details to be discussed with the respective staff for confirmation. Attach separate sheet if space is insufficient.
3. State briefly the targets/tasks for the year under review. Any changes in the staff's job during the period
of review.
 Click Here and Type

4. State the major achievements and new initiatives introduced (if any).
 Click Here and Type

HR Policy Rev 01 ( 01.01.2009 ) Page 43


Part C : Training and Development
3. What are the additional training or resources do you need to improve your professional capabilities?
 Click Here and Type

4. List your career goals or vision for your future (eg. Change of job scope and preference in order of
priority)
 Click Here and Type

Part D: Individual Development Plan (D2 to be completed by the Appraiser)


1. What tasks would you like to accomplish this year?
 Click Here and Type

2. Appraiser to list down the task needs to accomplish by the staff before the next review.
Appraiser collaboratively discuss with the staff the projected date of completion for agreement.
Goals / Trainings to achieve for the next review Projected Date of Completion
 
 
 
 
 
Part E: Others
3. What part of your jobs interest you most?
 Click Here and Type

4. What part in your job do you find most difficult?


 Click Here and Type

3. Any suggestions you can make for making this working environment a more enjoyable and healthier place
to work?
 Click Here and Type

4. Self comments (optional)


 Click Here and Type

PART F: PERFORMANCE APPRAISAL RATING (to be completed by the Appraiser)


Rate the following attributes of the staff base on the current roles completed. (5 – Highest and 1 – Lowest; NA not
applicable )
1. Job Knowledge: knowledge of job duties, responsibilities and objectives

HR Policy Rev 01 ( 01.01.2009 ) Page 44


5 Very well informed and has in depth knowledge. Works independently.
4
Rating: 0 3 Has sufficient knowledge to meet job requirements. Requires little guidance.
2
1 Lacks basic knowledge essential to job performance at times. Constantly require assistance.
2. Excellence and Quality of Work: accuracy, skill and thoroughness.
5 High output. Completes job with accuracy and thoroughness. Needs no checking.
4
Rating: 0 3 Produces work with reasonably accuracy. Needs little checking.
2
1 Lacks basic knowledge essential to job performance at times. Constantly require assistance.
3. Accountability: interest and commitment towards own work
5 Show commitment and dedication. Requires no supervision
4
Rating: 0 3 Committed to tasks assigned. Show enthusiasm.
2
1 Needs promise of reward and persuasion to work.
4. Adaptability: ability to learn new / improved practices and applications of jobs.
5 Exceptionally fast learner. Adapts to change in the work environment
4
Rating: 0 3 Learns well. Takes minimal instructions. Adjusts well to changes.
2
1 Slow to learn. Requires instructions. Reluctant to accept changes.

5. Teamwork / Cooperation: establish and maintains working harmoniously and effectively with colleagues
5 A suitable and good example. Always tactful and helpful.
4
Rating: 0 3 Gets along well. Usually tactful and helpful when the occasion arises.
2
1 Cooperation must be solicited. Seldom volunteers. Has negatively attitude with others.

6. Determination: perseverance to perform a task with due diligence.

5 Exceptionally energetic and always work hard


4
Rating: 0 3 Usually works and finish job within expectation
2
1 Easily get distracted and not enough attention to paid job
7. Service / Customer Focus: customer requirements are met with aim of enhancing customer satisfaction.
*Customer can either be external company clients or internal staffs.
5 Highly committed towards customer's requirements and performing beyond customer's
expectations.
Rating: 0 4
3 Committed to total customer satisfaction. Show enthusiasm.
2
1 Lacks enthusiasm in customer satisfaction. Needs promise of reward and persuasion to deliver.
8. Initiative and innovation: initiating workable ideas, undertake self development activities and seek increased
responsibilities.
5 Extremely enterprising, makes positive contributions beyond the normal routines.
4
Rating: 0 3 Usually volunteers practicable and useful suggestions..
2
1 Lacks initiative and drive to be involved.
9. Communication: ability to communicate with oral and verbal effectively.
5 Effectively communicates with all level of people in both written and verbal forms
4
Rating: 0 3 Communicates with all level of people satisfactorily with guidance.
2
1 Needs improvement in communication both written and oral.
10. Attendance/Punctuality: schedule time off in advance; begin work on time and keep absences within the
guideline
5 Always on time and present for work.
4
Rating: 0 3 Absent or late for work occasionally.
2
1 Absent or late for work very often.
11. Decision Making: takes action as problem arise

HR Policy Rev 01 ( 01.01.2009 ) Page 45


5 Good critical thinking. Immediately resolve an issue within his knowledge
4
Rating: 0 3 Good Judgment. Attend to a problem and can create a justifiable resolution.
2
1 Poor Judgment. Seek various approval before taking an action.
Part G: Performance Rating Summary
Appraiser to assign a certain percentage (%) to each Job performance area (subject to a total of 100% for all JPA‟s);
depending on the staff's work responsibilities and expectation.
(d) Points (e) Max
( a )Job Performance Area - JPA (b) Percentage ( c ) Rating Scored Points
(d)=(b)*(c) (d)=(b)*(5)
1. Job Knowledge
2. Excellence / Quality of Work
3. Accountability
4. Adaptability
5. Teamwork
6. Determination
7. Service or Customer Focus
8. Attendance/Punctuality
9. Initiative and Innovation
10. Communication
11. Decision Making
Total
Part H: Overall Performance Rating
Performance Rating =
90% - 100% - The staff far exceeds requirements of his/her current job in all areas of his work, & makes positive contributions
in areas beyond his immediate responsibility.
70 % to 89% - The executive exceeds requirements of his/her current job in most areas of his/her work.
60 % to 69% - The executive meets the job requirements of current job
30 % to 59% The executive needs improvements and only able to meet some requirements of current job.
1 % to 29% The executive is unable to meet requirements of his/her current job in his/her work.

Part I: Supervisor’s Comments


2. What are the key strength and potential of the staff? 2. What are the staff's areas of improvement?
 

Part J: Acknowledgement by the Employee

Staff‟s Signature and Date: _______________

Part K: Recommendation by the Appraiser/Immediate Supervisor


Note: Please do not discuss your recommendation with the respective staff until approval is given.
Confirmation Effective Date:
Extension of Probation Until :

Annual Increment Amount:

Performance Incentive Percentage:

Promotion To the position: Effective Date:

Appraiser‟s Name, Signature & Date : ___________________

Part L: Director’s Review Part M: Acknowledgement by HR


 Appraiser’s Assessment is : -
Lenient Reviewed on:
Fair
Strict

Director’s Name/Signature & Date: _____________ Signature & Date: ___________________

HR Policy Rev 01 ( 01.01.2009 ) Page 46


ANNEX C
ATT Systems ( S’pore Pte Ltd )

HRPA03
Performance Appraisal – Non Executive
Private and Confidential
Employee’s Particulars

Name( 名字) : NRIC (身份证):


Designation (职位): Join Date ( 进公司日期):
Division (部门): Review Date(评估日期):
Supervisor’s Name (上级的姓名): Period with Supervisor (与上司一起工作的年限):
To be returned by 交回日期:
Period of Assessment 评价时间段: to

Purpose

Annual Review (年度评价) Confirmation (转正) Others (其他), please


specify请注明:

Guideline for the Appraisee and Appraiser ( Process Flow )

11. Appraisee completes Part A, C, D1, E. (自我评估者完成表A, C, D1, E)


12. Appraiser complete part B, D2, F, G, H, I and K. (鉴定人 完成表B, D2, F, G, H, I and K)
13. Staff to sign for acknowledgement – Part J (自我评估者签字部分J)
14. Respective Director to complete – Part L (鉴定人推荐部分K)
15. Appraisal Form to be returned to HR (此表返回公司人力部门)

Part A: Job Responsibilities (职责与责任)


3. Major Responsibilities. Provide a summary of responsibilities during this period, including significant projects and
achievements.
根据公司指派给你的工作, 请回顾这一年来你所从事的工作范围. 如果你的工作超出指定范围,
或是与指定的范围不孚,请特别列出来.

2. Adjusted Responsibilities/Additional Comments. Note any job changes, promotions, responsibilities, or projects
added since the last update of the individual’s position description or plan of work, as well as any special
circumstances that provide a context for this performance review.
被调整的责任或另外的评论。
注意从单独职位说明或工作计划的最后更新增加的所有工作变动、促进、责任或者项目,并且为这个工作考核提供上下文的任何特殊的情形。

Part B: Accomplishments ( to be completed by the Appraiser ) (成绩总结-


评估者与被评估者面对面总结)
Details to be discussed with the respective staff for confirmation. Attach separate sheet if space is insufficient.
5. State briefly the targets/tasks for the year under review. Any changes in the staff's job during the period of
review.
简要列出这一年来你的工作的目标与任务以及有哪些工作改变.

HR Policy Rev 01 ( 01.01.2009 ) Page 47


6. State the major achievements and new initiatives introduced (if any).
列出取得的主要成就和即将指派给你的新任务.

Part C : Training and Development (受训和自我提高)


5. What are the additional training or resources do you need to improve your professional capabilities?

6. List your career goals or vision for your future (eg. Change of job scope and preference in order of
priority)
列出你的工作目.

Part D: Individual Development Plan (D2 to be completed by the Appraiser)


1. What tasks would you like to accomplish this coming year?
今年你自己倾向于哪一方面的工作任务?

2. Appraiser to list down the task needs to accomplish by the staff before the next review.
( 列出的评价人在任务下需要由职员完成在下回顾之前。)Appraiser collaboratively discuss with the staff the projected date of
completion for agreement. ( 评价人与职员合作地谈论完成计划的日期为协议。)
Goals / Trainings to achieve (目标 - Projected Date of Completion (任务完成日期)
准备工作,必要的训练.)
 
 
 
 
 
Part E: Others
5. What part of your jobs interest you most? 你最喜欢的是你的哪一项工作, 请列明原因.

6. What part in your job do you find most difficult? 你不喜欢的是你的哪一项工作, 请列明原因.

HR Policy Rev 01 ( 01.01.2009 ) Page 48


3. Any suggestions you can make for making this office a more enjoyable, healthier place to work?
为了办公室更加使人愉悦,办公环境更健康, 请给出你的建议.

4. Self Comments (Optional) 可自由选择的评语

PART F: PERFORMANCE APPRAISAL RATING (to be completed by the Appraiser)


Rate the following attributes of the staff base on the current roles completed. (5 – Highest and 1 – Lowest; NA not
applicable )
( 5-最好, 1-最差 )
1. Job Knowledge 知识掌握程度 : knowledge of job duties, responsibilities and objectives
5 Very well informed and has in depth knowledge. Works independently.
4
Rating: 3 Has sufficient knowledge to meet job requirements. Requires little guidance.
2
1 Lacks basic knowledge essential to job performance at times. Constantly require assistance.

2. Excellence and Quality of Work 完成的工作数量 : accuracy, skill and thoroughness.


5 High output. Completes job with accuracy and thoroughness. Needs no checking.
4
Rating: 3 Produces work with reasonably accuracy. Needs little checking.
2
1 Lacks basic knowledge essential to job performance at times. Constantly require assistance.
3. Accountability有责任,有义务: interest and commitment towards own work
5 Show commitment and dedication. Requires no supervision
4
Rating: 3 Committed to tasks assigned. Show enthusiasm.
2
1 Needs promise of reward and persuasion to work.

4. Adaptability 学习适应能力 :ability to learn new / improved practices and applications of jobs.
5 Exceptionally fast learner. Adapts to change in the work environment
4
Rating: 3 Learns well. Takes minimal instructions. Adjusts well to changes.
2
1 Slow to learn. Requires instructions. Reluctant to accept changes.

5. Teamwork / Cooperation 协作精神: establish and maintains working harmoniously and effectively with colleagues
5 A suitable and good example. Always tactful and helpful.
4
Rating: 3 Gets along well. Usually tactful and helpful when the occasion arises.
2
1 Cooperation must be solicited. Seldom volunteers. Has negatively attitude with others.

6. Determination决心,决意: perseverance to perform a task with due diligence.

5 Exceptionally energetic and always work hard


4
Rating: 3 Usually works and finish job within expectation
2
1 Easily get distracted and not enough attention to paid job

7. Service / Customer Focus 顾客满意度: customer requirements are met with aim of enhancing customer satisfaction.
*Customer can either be external company clients or internal staffs.

HR Policy Rev 01 ( 01.01.2009 ) Page 49


5 Highly committed towards customer's requirements and performing beyond customer's
expectations.
Rating: 4
3 Committed to total customer satisfaction. Show enthusiasm.
2
1 Lacks enthusiasm in customer satisfaction. Needs promise of reward and persuasion to deliver.

8. Attendance/Punctuality 出席率 – schedule time off in advance; begin work on time and keep absences within the guideline
5 Always on time and present for work.
4
Rating: 3 Absent or late for work occasionally.
2
1 Absent or late for work very often.
9. Initiative and innovation 进取精神 以及革新 - initiating workable ideas, undertake self development activities and seek increased
responsibilities.
5 Extremely enterprising, makes positive contributions beyond the normal routines.
4
Rating: 3 Usually volunteers practicable and useful suggestions..
2
1 Lacks initiative and drive to be involved.
10. Communication传达,传授: ability to communicate with oral and verbal effectively.
5 Effectively communicates with all level of people in both written and verbal forms
4
Rating: 3 Communicates with all level of people satisfactorily with guidance.
2
1 Needs improvement in communication both written and oral.
Part G: Performance Rating Summary
Assign a certain % to each Job performance area ( subject to a total of 100% for all JPA's ), depending on the staff's
work responsibilities and expectation.
(d) Points
(e) Max Points
( a )Job Performance Area - JPA (b) Percentage ( c ) Rating Scored
(d)=(b)*(5)
(d)=(b)*(c)
1. Job Knowledge
2. Excellence / Quality of Work
3. Accountability
4. Adaptability
5. Teamwork
6. Determination
7. Service or Customer Focus
8. Attendance/Punctuality
9. Initiative and Innovation
10. Communication
Total
Part H: Overall Performance Rating
Performance Rating =
90% - 100% - The staff far exceeds requirements of his/her current job in all areas of his work,& makes positive contributions in
areas beyond his immediate responsibility.
70 % to 89% - The executive exceeds requirements of his/her current job in most areas of his/her work.
60 % to 69% - The executive meets the job requirements of current job
30 % to 59% The executive needs improvements and only able to meet some requirements of current job.
1 % to 29% The executive is unable to meet requirements of his/her current job in his/her work.

Part I: Supervisor’s Comments


3. What are the key strength and potential of the 2. What are the staff's areas of improvement?
staff? 

Part J: Acknowledgement by the Employee

Staff‟s Signature and Date: _______________

HR Policy Rev 01 ( 01.01.2009 ) Page 50


Part K: Recommendation by the Appraiser/Immediate Supervisor
Note: Please do not discuss your recommendation with the respective staff until approval is given.
Confirmation Effective Date:
Extension of Probation Until :
Annual Increment Amount:
Performance Incentive Percentage:

Promotion To the position: Effective Date:

Appraiser‟s Name, Signature & Date : ___________________

Part L: Director’s Review Part M: Acknowledgement by HR


 Appraiser’s Assessment is : -
Lenient Reviewed on:
Fair
Strict
Director’s Name/Signature & Date: ____________ Signature & Date: ___________________

HR Policy Rev 01 ( 01.01.2009 ) Page 51


ANNEX D

HR Policy Rev 01 ( 01.01.2009 ) Page 52


ANNEX E

HR Policy Rev 01 ( 01.01.2009 ) Page 53


ANNEX F
ATT Systems ( S’pore Pte Ltd )

HRTF01
TRAINING APPLICATION FORM
Guideline: Please select the type of application and follow relevant guidelines for approval

 Supervisor‟s Recommended Training (proceed to  Self Initiated Training (proceed to Part 2)


Part1) Process Flow
Process Flow 1. Trainee to complete part 2 to part 6
1. Supervisor to answer part 1 to part 5 2. Immediate supervisor to complete the part 7
2. Trainee to acknowledge and sign in part 6 3. Division Manager to sign on part 8
3. Immediate supervisor to complete part 7 4. Director to sign on part 9
4. Division Manager to sign on part 8 5. Submit to HR for processing
5. Director to sign on part 9
6. Submit to HR for processing

1 Recommended Training

Supervisor‟s Name Date


I would like to nominate for the below mentioned course.

2 Applicant’s Details

Name Position
Division
Last Training Program Attended within the company ( if any )
Program Title Date

3 Type of Training

 Job related Training


( company required training which is less than 6 months and has a direct impact to the staff current job)
 Career Development. Underline which is applicable
*Membership, conference, workshop, seminar, personal development, exhibitions / Others, please specify:
 Academic Development ( courses more than 6 months )

4 Proposed Training Program

Program Title
Institution or Organizer
Start Date End Date
Time Schedule

Objectives in attending the program, eg skills and knowledge to acquire.


( Attach course outline and other supporting documents )

HR Policy Rev 01 ( 01.01.2009 ) Page 54


5 Request for Company Assistance

Details Amount
 SDF Assistance
 Course or Event‟s Fee
 Membership Fee
 Travel Expenses
 Accommodation
 Examination Leave
 Others
Total

6 Applicant’s undertaking

I hereby undertake to observe and comply with the Training and Professional Development Policy of this company. I
confirm that the proposed training program was clearly discussed together with my supervisor or division manager. To the
best of my knowledge the information given on this form is correct and complete.

Applicant’s Signature: Date:

7 Evaluation of the Proposed Program ( to be completed by the Supervisor )

The Proposed Program is


 Mandatory
 Desirable
 Statutory Requirement
 Others:
Comment on the relevance of the propose program with the staff current position:

8 Approval by the Division Manager

This training application is


 Approved
 Not Approved ( if not approved kindly offer alternative suggestion )

Signature Date
Name

10
9 Approval by the Director

This training application is


 Approved
 Not Approved ( if not approved kindly offer alternative suggestion )

Signature Date

Name

10
11 Finance and HR Processing

 Proceed for Registration


 Update Staff Training Record
 Bonding Agreement ( if applicable )

Received by Date

HR Policy Rev 01 ( 01.01.2009 ) Page 55


ANNEX G
ATT Systems ( S’pore Pte Ltd )
HRTF02
POST TRAINING EVALUATION FORM

1 Employee’s Details
Name Date
Position Division
Program Title Completion Date

2 Questions

2.1. What are the skills or knowledge you have learned from the training or seminar?
(attached additional page if necessary)

2.2 Will you be able to use the knowledge or skills acquired directly within your work?

 Yes  No
If yes, please state how : If no, please state why:

2.3 What are your expectations or objectives that was not been achieved in the training or seminar?

2.4 On a scale of 1 to 5, with 1 being the lowest and 5 being the highest, rate the impact of the training or
seminar to you. Write nil if it is irrelevant.

Increase Knowledge Build confidence


Improve skills Acquired more positive
Increase general awareness attitude toward work
Productivity level

2.5 Will you recommend this training to your colleague?


 Yes, for
 No

3 Reviewed and Acknowledged

Signature Signature
Division Manager‟s Name Director‟s Name
Date Date

4 Finance HR Processing

 Update Staff Training Record


 Bonding Agreement (state only if applicable)
Start Date: Duration:

Received by Received Date

HR Policy Rev 01 ( 01.01.2009 ) Page 56


ANNEX H

HR Policy Rev 01 ( 01.01.2009 ) Page 57


ANNEX I

HR Policy Rev 01 ( 01.01.2009 ) Page 58


ANNEX J

HR Policy Rev 01 ( 01.01.2009 ) Page 59


HR Policy Rev 01 ( 01.01.2009 ) Page 60
HR Policy Rev 01 ( 01.01.2009 ) Page 61