Graduate Trainee Development Program

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Attracting Future Talent & Building leaders through

Graduate Trainee Development Program

Let`s form the future together.

Be part of it.

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Contents

The Program at a Glance ......................................................................................... 3

Benefits of the Program ........................................................................................... 4

Support from Department Managers /Mentors ...................................................... 4

Assessment .............................................................................................................. 5

Career Progression .................................................................................................. 5

Summary ................................................................................................................... 5

Management of Program ......................................................................................... 5

Annexures ................................................................................................................. 6

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The Program at a Glance

Keeping up with today’s fast moving environment, it’s absolutely paramount for FCCC

to have highly skilled and ambitious employees.

A Graduate Trainee (Trainee) is commonly known as an individual taking part in

a trainee program or a graduate program within a company after having graduated

from university. A trainee is an employee of FCCC that is being trained in different

facets of FCCC.

Graduate training development programme provides the opportunity graduates to

study for further professional qualifications through on the job training. This means

you not only get the chance to put the skills you’ve already learnt through your

degree into practice, you can also develop and channel them with further

qualifications to suit the particular career path you have chosen. It also offers

trainees an excellent platform your professional and personal development. During the

program Trainees will be able to decide with the mentors, which field they want to

specialize in.

The FCCC Graduate Trainee Development Program is a two-year program designed

to recruit aspiring and talents with leadership potential for the future development of

the FCCC for a contract period of three years.

The figure below shows the Cycle of the Graduate Trainee.

Induction Process

Rotated into Different Fields - 2

Year Program

Assessment's and Review Period

Posted as a full time Trainee in a

particular department.

Recruit of Graduate Trainee

on a 3 Year Contract

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Benefits of the Program

The FCCC Graduate Trainee programme will provide clear progression

opportunities through ongoing training and provide chance to trainees to get

involved with a variety of different departments and projects.

Through this program the Trainees will be able to develop:

A long-term & promising career development plan;

A wide spectrum of training and job exposure in various functions of FCCC;

Professional coaching & mentoring from senior management;

Competitive working environment and process intervention; and

A Generalist approach rather than specialist approach for individual work area.

With this program the trainees will also be able to:

analyze a problem, take a view and come to a decision;

plan, organize and communicate well;

make things happen;

stick with a task;

work in a team;

come up with ideas and become part of FCCC.

Job rotation will be provided during the two-years of training in all departments of FCCC.

During the job rotation, trainees will have a chance to develop a wide range of practical

work experience and broadly understand FCCC within different departments.

Support from Department Managers /Mentors

Graduate trainees have the opportunity to explore and work in different functional

department as well as project assignments.

Each trainee will be led by an experienced Department Manager and mentor to pass

through the whole training. They will share his/ her own experiences and support them

accordingly. The Trainees shall learn the concepts and standard operations of FCCC

and at the end of the training program they shall be able to carry out any work

allocated/ assigned to them.

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Assessment

After completion of the attachment with particular department the competency

assessment shall be done by the Department Managers, together with the Graduate

Trainee and the HR department. This Assessment will also constitute towards the Annual

Performance assessment.

The trainees will be required to submit reports on a quarterly basis to the Manager Human

Resources for training needs and competency development. Template will be provided by

the Human Resources Department.

Career Progression

Upon completion of the two – year training program and subject to individual

performance, the trainees will be allocated to a department full time on the third year

of the employment contract.

FCCC encourages at all times for the trainees to apply for the permanent

employment opportunity if they have the right skills and aptitude for the role.

Summary

FCCC’s Graduate Trainee Program, is a rotational program allows which allows new

graduates to develop their professional skills and business acumen while gaining

valuable work experience and making valuable contributions to FCCC. Through the

completion of rotational assignments within key areas of our business the trainees

shall gain critical insight into FCCC’s operational model as well as make a direct impact

in helping to shape FCCC’s future.

Management of Program

The Human Resources Department is responsible for designing and defining the

period of rotation and program for the Trainee once the recruitment process has been

completed. The reviews will be also managed by the Human Resources Department.

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Annexures

Annexure 1 – Graduate Trainee Assessment template

Annexure 2 – Graduate Trainee Reporting template

HR-34/17

FCCC Graduate Trainee Performance Assessment

Employee Name & Emp. Code: _____________________________________________ Manager Name: _____________________________________________ Assessment Period: _____________________________________________ Location: _______________________ Department: ____________________________ For each Performance Indicator below, place a rating from 1 to 5, with 5 being the best possible score. Please consult the Evaluation Chart attached for a detailed description for each rating.

Key: 5= Excellent (All the Time) 4= Very Good (Most of the Time) 3= Good (Average) 2= Need Improvement (Hardly ever) 1= Unacceptable (Never)

Performance Indicator Employee Manager

Attendance/ Punctuality 1 2 3 4 5 1 2 3 4 5

Appearance/ Uniform 1 2 3 4 5 1 2 3 4 5

Attitude 1 2 3 4 5 1 2 3 4 5

Initiative 1 2 3 4 5 1 2 3 4 5

Quality & Quantity of Work 1 2 3 4 5 1 2 3 4 5

Role Competency 1 2 3 4 5 1 2 3 4 5

Teamwork 1 2 3 4 5 1 2 3 4 5

Service/ Job Responsibility 1 2 3 4 5 1 2 3 4 5

Productivity 1 2 3 4 5 1 2 3 4 5

Wastage Control 1 2 3 4 5 1 2 3 4 5

Sanitation/ Housekeeping 1 2 3 4 5 1 2 3 4 5

Employee Comments: ____________________________________________________________________ ______________________________________________________________________________________ ______________________________________________________________________________________ Employee’s Signature: _________________________ Date: _______________________________ Manager Comments: ____________________________________________________________________ ______________________________________________________________________________________ ______________________________________________________________________________________ ______________________________________________________________________________________ Manager’s Signature: _________________________ Date: _______________________________

Next Evaluation Date: ________________

Human Resources Manager’s Signature: ________________________________ Date: ____________

CEO/General Manager Operations Signature: ________________________________ Date: ___________

HR-34/17

Excellent (5)

Very Good (4)

Good (3)

Needs Improvement (2)

Unacceptable (1)

Attendance/ Punctuality

Excellent record. Consistently present and on time. Always early.

Rarely late or absent. Always notifies manager of absence or lateness.

Attendance and punctuality are good.

Irregular attendance and questionable absences. Frequently late.

Is late at least 3 times in a month and frequently absent without a doctor’s note.

Appearance/

Uniform

Always looks the very best possible. Uniform always neat and clean. Wears name tag at all times.

Uniform always neat and clean. Takes extra effort in appearance. Wears name tag often.

Uniform generally looks good. Appearance meets our expectations. Wears name tag occasionally.

Uniform needs improvement. Takes very little effort in appearance. Needs to be reminded about wearing name tag.

Uniform is poor. No effort at cleanliness or appearance. Never wears name tag.

Attitude

Is the role model for attitude. Is always polite, sincere and helpful. Exceptional enthusiasm at all times.

Enjoys job. Accepts direction & leadership easily. Wiling to put in extra effort.

Accepts direction & leadership easily and behaves in an acceptable manner.

Has uneven attitude towards direction & leadership. Is impulsive and moody.

Rejects any direction or leadership. Rude and insensitive.

Initiative

Self starter. Takes on and completes new tasks on own initiative.

Has a high degree of initiative and is productive.

Proceeds with assigned responsibilities.

Requires extra supervision. Concerned with doing only as much as others.

Makes very little effort to get the job done. Waits to be told what to do.

Quality & Quantity

of Work

Quality & quantity of work provided is exceptional. Exceeds our standards.

Quality & quantity of work provided often exceeds our expectations.

Quality & quantity of work provided meets our expectations.

Is frequently below our standards. Needs double checking & correcting.

Unacceptable. Does not meet our work standards.

Role Competency

Is well versed with systems & procedures of the organization. Always performs work confidently.

Is able to understand and apply simple systems & procedures. Regularly performs work with confidence.

Is able to understand and apply some basic systems & procedures. Occasionally does work with confidence.

Struggles to understand and apply systems & procedures. Has to be reminded & encouraged to confidently carry out work.

Shows no interest in learning systems & procedures. Does not perform duties confidently.

Teamwork

Extremely cooperative in working with others. Initiates and promotes teamwork.

Volunteers to assist co-workers. Goes the extra mile.

Maintains good relationships with co-workers. Satisfactory teamwork.

Teamwork must be solicited. Looks out for own interests before co-workers.

Unwilling to work with or assist others. Fails to co-operate.

Service/ Job

Responsibility

Service/ job responsibility always exceeds expectations. Constantly assists internal customers beyond expectations.

Responsibility often exceeds expectations. Often assists internal customers beyond expectations.

Maintains service/ job responsibility expectations and meets expectations of customer service.

Needs supervision to maintain responsibility and to assist internal customers.

Does not maintain responsibility. May have complaints from internal customers about lack of service.

Productivity

Is extremely productive. Constantly meets deadlines. Always uses idle time to the fullest.

Exceeds department goals. Always meets deadlines. Makes good use of idle time.

Achieves department goals. Meets deadlines. Uses idle time wisely.

Under achieves department goals on a regular basis. Rarely meets deadlines. Does not use idle time wisely.

Is not productive at all. Brings down the rest of the team. Wastes a lot of “down” time.

Wastage Control

Has ideas and helps maintain materials and prevents waste or damage.

Maintains materials and prevents waste or damage.

Good effort to maintain materials and avoid waste or damage.

Often does not maintain materials or prevent waste or damage.

Does not maintain materials causing waste or damage.

Sanitation/

Housekeeping

Exceeds our standards of sanitation/ housekeeping. Makes work and customer environment safer.

Meets our standards of sanitation/ housekeeping and strives to make work and customer area safer.

Meets our standards of sanitation/ housekeeping and safety.

Often fails to follow our sanitation/ housekeeping standards and does not always create a safe work and customer environment.

Fails to meet all our standards of sanitation/ housekeeping and is a liability to the company.

Evaluation Chart

GRADUATE TRAINEE REPORT Date: For: Manager Human Resources From: Department Attached: Subject: Graduate Trainee Development Program Report Introduction: [Drawing on your earlier institutional analysis, briefly describe the Departments’ mission and goals, history, leadership, stakeholders, sources of information used and types of information given out. Duties Performed: [Describe what you did and whom you worked with]. Working Relations: [Discuss the degree and nature of guidance from your supervisor; also discuss the working relations within the Department -- were they pressured by a great deal of work, or relaxed; how harmonious and effective was the office? Were there any major crises or challenges that affected the office?] How I Tried to Become a Member of the Work Team: [Discuss briefly your approaches to becoming an effective contributor to your unit, and any obstacles along the way]. Lessons Learned: [Describe lessons you learned about the work of the Department and its strengths and weaknesses, successes and failures; also any lessons learned about the issues you dealt with].

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Relation of the GT Program to Your Career Goals [Briefly discuss whether/how your internship contributed to defining or even advancing your career objectives]. Advantages and Disadvantages of the GT Development of attachment in this department: [From your experience, what would you say are the pluses and minuses of an internship with your organization? What benefits did you derive, either in academic, professional or other terms? On balance, would you recommend an internship in the organization, and if so what suggestions would you make to someone coming in to the organization for a similar internship?] What Leadership values have you adopted from this attachment so far? Describe the innovation you did or was part of it in the department: