RANGS GROUP

Corporate Human Resources Policy and Procedures

CORPORATE CONTENTS AND COMMUNICATIONS

Employee Handbook

RANGS GROUP
387, Corporate OFfice
Tejgaon Dhaka
Bangladesh.

RANGS GROUP Employee Manual/Handbook

October 26, 2014

Created By
Name

Title

Mr. Anwarul Islam

DMD, HRD-CD, RANGS Group

Mr. Masud Ahmed

Manager HR-OD.

Active Participants:

All HR-SBU Heads and Team members.

Versions, Editions and Updates

Date

Name

Changes

26-10-2014

DRAFT -1

Compilation & Correction of Obsolete issues.

Save Date: 26/10/2014

Print Date: 11/26/14

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RANGS GROUP

RANGS GROUP Employee Manual/Handbook

October 26, 2014

TABLE OF CONTENTS
Chapter 1 ................................................................................................................................................ #
Introduction ..................................................................................................................................................................... #
Company History ........................................................................................................................................................ #
Our Founder ................................................................................................................................................................. #
Mission and Vision..................................................................................................................................................... #
Section 1.2 ......................................................................................................................................................................... #
Section 1.3 ......................................................................................................................................................................... #
Chapter 2 ................................................................................................................................................ #
Employment ..................................................................................................................................................................... #
Job Descriptions .............................................................................................................................................................. #
Job Desc 1 ..................................................................................................................................................................... #
Job Desc 2 ..................................................................................................................................................................... #
Job Desc 3 ..................................................................................................................................................................... #
Classifications ................................................................................................................................................................... #
Chapter 3 ................................................................................................................................................ #
Policies ................................................................................................................................................................................ #
Equal Opportunity/Affirmative Action .................................................................................................................... #
Employee Background Checks .................................................................................................................................. #
Criminal Records......................................................................................................................................................... #
Fingerprinting .............................................................................................................................................................. #
Credit History ............................................................................................................................................................... #
Benefits ............................................................................................................................................................................... #
Anniversary Dates ..................................................................................................................................................... #
Probationary Period................................................................................................................................................. #
Holidays Observed ................................................................................................................................................... #
Medical, Dental and Vision ................................................................................................................................... #
FMLA.............................................................................................................................................................................. #
Vacation ....................................................................................................................................................................... #
401(K) ............................................................................................................................................................................ #

Save Date: 26/10/2014

Print Date: 11/26/14

-2-

RANGS GROUP

RANGS GROUP Employee Manual/Handbook

October 26, 2014

Effective Date October 27, 2014

Policy Number RG/HR/PAP/04
Clause 1
through 6 (16) explains
the HOW-TO
or the
Appraisal
Method.
Clause 7 is
uniquely
mentioned in
the case of
Promotion.
Clause 8
depicts the
performance
appraisal
GRID for the
assessor and
the assesse.
Clause 9
through 13
clarifies the
Responsibility,
timeline,Completion and
disclaimers
as and when
needed.

Policy Title Performance Appraisal

Policy
Rangs Group considers its employees as the biggest asset and thus focuses on the
personal and professional development of the employees and ensures annual
performance appraisal which has a direct impact on the cash benefits that employees
receive and the business itself.
The policy that will be followed for performance appraisal is as follows:
1. Yearly performance appraisal will be conducted during June-July each year.
2. Performance appraisal will be based on two factors. One will be based on the
yearly target set by the employees (70%) and the supervisors and another one will be
based on the competency growth (30%) of the employees.
3. Yearly targets will be set by the employees with a clear direction by the line
managers and will be submitted to HRD within July of each year.
4. For each position, there will be a specific set of competencies set and each
employee has to develop in those areas as per the suggestion of the supervisors so
that the employees can be developed to be competent enough to take over the next
position in the leadership passage.
5. For the employees who play a Manage Others/Manage Managers role will
by default have a KPI of 15% to ensure that he/she has prepared a successor (at
least 60% of the target position) of his own each year.
6. For the employees who play a Manage Others/Manage Managers role will
have a KPI of 10% to ensure that he/she has helped in the development of his/her
reportees and increased a significant percentage of their competencies.
7. In cases of promotion, an employee MUST fulfill the position requirement
profile in order to be recommended to be promoted to any position. A second
appraisal is also required for this.

Save Date: 26/10/2014

Print Date: 11/26/14

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RANGS GROUP

RANGS GROUP Employee Manual/Handbook

October 26, 2014

8. Performance appraisal will follow the below chart as per the approval of the
management:

% of

Employee Yearly Score

Grade

Below 60

EXIT

61-70

08%

Any employee scoring 85% or

71-80

12%

above can be recommended for any

81-90

16%

promotion

91-100

A+

20%

Increment

Promotion Recommendation

9. At the end of each year, all supervisors will sit with their reportees privately and discuss
the evaluation with them and finalize the evaluation based on that discussion. The
evaluation will have to be completed and submitted to HRD within July of each year.
10. Performance appraisal will be initiated by the unit HR and is the responsibility of the
head of respective unit so that the evaluation is completed from the Units and submitted
to HRD within the given deadline.
11. Timely submission of the performance evaluation will carry as high as 10% weightage of
total of the Head of the Units and will have a direct impact on their performance
appraisal based on the discretion of the MD.
12. Employees who are in their probation period will not be eligible for yearly performance
appraisal as they shall be appraised and assessed on the completion of their probation
period.
13. Management reserves all rights to change/modify/amend any/all parts of this SOP.

Proposed by

DMD, HRD, CD

Save Date: 26/10/2014

Approved by

Director

Print Date: 11/26/14

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Approved by

Managing Director

RANGS GROUP