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1 | P a g e M a n o j K u b e r
PROJECT SUBMISSION FORM
Your Exact Name (This will be printed on your certificate): MANOJ ...
2 | P a g e M a n o j K u b e r
Design and develop a salary structure Plan for “Ship Owning
Company” viz. “XYZ, LLC” (from...
3 | P a g e M a n o j K u b e r
Contents
CONTENT
 CCBMPreface ..............................................................
4 | P a g e M a n o j K u b e r
CCBM Preface:
Due to today’s dynamic environment, where IT and Social Medias plays vital r...
5 | P a g e M a n o j K u b e r
Step 4: Pay Survey Analysis
Pay survey analysis is the process of analysing compensation d...
6 | P a g e M a n o j K u b e r
4) Number of positions had been promoted based on arbitrary recommendations and Audit
Requ...
7 | P a g e M a n o j K u b e r
Employee Trainings Less Competitive
Employer provided PC at home Not Available
Subsidized ...
8 | P a g e M a n o j K u b e r
Organization Structure of a Typical Ship Owning Company (Maritime Industry), Namely “XYZ, ...
9 | P a g e M a n o j K u b e r
Defining the Compensable Factors:
When selecting and defining the compensable factors, it ...
10 | P a g e M a n o j K u b e r
Compensable factors weight & Point Value:
SL NO.
COMPENSABLE FACTORS DEFINATIONS
RELATIVE...
11 | P a g e M a n o j K u b e r
Compensable Factor Definition:
Sl.
No.
Compensable Factors Level 1 Level 2 Level 3 Level ...
12 | P a g e M a n o j K u b e r
FACTOR 1: EDUCATION
This factor measures the minimum level of formal education, specializ...
13 | P a g e M a n o j K u b e r
FACTOR 3: LEADERSHIP/SUPERVISORY RESPONSIBILITIES
This factor measures the degreeofrespon...
14 | P a g e M a n o j K u b e r
FACTOR 4: INDEPENDENT JUDGMENT/DECISION MAKING/PROBLEM SOLVING
This factor measures the e...
15 | P a g e M a n o j K u b e r
FACTOR 5: COMPUTER SKILLS
This factor measures the perfectionand scope, frequency of comp...
16 | P a g e M a n o j K u b e r
FACTOR 6: WORK COMPLEXITY/BUDGET AUTHORITY
This factor measures the variety,difficulty,an...
17 | P a g e M a n o j K u b e r
FACTOR 7: PERSONAL DEVELOPMENTS
This factor measures and recognizes the person’s other th...
18 | P a g e M a n o j K u b e r
FACTOR 8: WORKING CONDITIONS & ORGANIZATIONAL CONTACTS
This factor measures the internal ...
19 | P a g e M a n o j K u b e r
Job Evaluation:
To design a pay structure, there must be a formal way to value the work i...
20 | P a g e M a n o j K u b e r
Job Evaluation Point System:
SL
N
O
Jobs
Education
Experience
Leadershi
p /
Superviso
ry
...
21 | P a g e M a n o j K u b e r
17 Accountant - (Financial
Analyst/Executive) 45 60 40 45 40 30 5 5 270
18 Accounts Coord...
22 | P a g e M a n o j K u b e r
Benchmark jobs;Market Point Value
To ensure that the pay structure is externally competit...
23 | P a g e M a n o j K u b e r
-40000
-20000
0
20000
40000
60000
80000
100000
120000
HumanResource…
Information…
Charter...
24 | P a g e M a n o j K u b e r
SL
NO
Jobs Total Points Proposed
Salaries "
Annual
Base pay
Min lower
Salary
Benchmark
+1...
25 | P a g e M a n o j K u b e r
Pay Grade Structure
The final step to designing the pay structure is to set the pay range...
26 | P a g e M a n o j K u b e r
Directors, CFO,
CEO A
10
9
Department Heads
/General
Managers,
B
8
7
Senior Professionals...
27 | P a g e M a n o j K u b e r
Grading Structure “CashPay”
Band Description
Pay
Grade
Min.
Points
Max.
Points
Median
Poi...
28 | P a g e M a n o j K u b e r
ProposedSalary Structure:
Amount considered highly productive environment, leading the ma...
29 | P a g e M a n o j K u b e r
 Transportation, subsidized meal, medical Coverage and life insurance, Child Education A...
30 | P a g e M a n o j K u b e r
JOB DESCRIPTION – 1
JOB TITLE Human Resource Manager GRADE “07” (Hod) – Band B /2
DEPARTM...
31 | P a g e M a n o j K u b e r
 Screening and interviews for all positions related to organization. Conducts pre-employ...
32 | P a g e M a n o j K u b e r
MINIMUM JOB
REQUIREMENTS
( JOB SPECIFICATIONS)
 Education:
- Bachelors / Masters Degree ...
33 | P a g e M a n o j K u b e r
JOB DESCRIPTION - 2
JOB TITLE Information Technology Manager GRADE “07” (Hod) – Band B /2...
34 | P a g e M a n o j K u b e r
 Recruit, hire, train and supervise IT staff,and participate in other departments staffi...
35 | P a g e M a n o j K u b e r
MINIMUM JOB
REQUIREMENTS
(JOB SPECIFICATIONS)
 Education:
- Bachelors / Masters Degree i...
36 | P a g e M a n o j K u b e r
JOB DESCRIPTION - 3
JOB TITLE Chartering Manager – (For Ship owner) GRADE “07” (Hod) – Ba...
37 | P a g e M a n o j K u b e r
 Liaise between the Marketing and the Operations Department of the various aspects of sh...
38 | P a g e M a n o j K u b e r
 Professional Skills:
- The successful candidate will have some experience in ship broki...
39 | P a g e M a n o j K u b e r
JOB DESCRIPTION - 4
JOB TITLE Administration Manager GRADE “07” (Hod) – Band B /2
DEPARTM...
40 | P a g e M a n o j K u b e r
 Oversee the maintenance and repair of officeequipments, electrical and mechanical syste...
41 | P a g e M a n o j K u b e r
JOB DESCRIPTION - 5
JOB TITLE Assistant Manager - Operations GRADE “05” (Asm) – Band C /3...
42 | P a g e M a n o j K u b e r
 Monitor market conditions and rates for the industry and report on major contractsand o...
43 | P a g e M a n o j K u b e r
Ensuring the administration of all receivables and reporting status of same.
 Dealing wi...
44 | P a g e M a n o j K u b e r
JOB DESCRIPTION - 6
JOB TITLE Administration Supervisor GRADE “04” (Sup) – Band D/4
DEPAR...
45 | P a g e M a n o j K u b e r
 Providestaff guidance in handling difficultor complex problems or in resolving escalate...
46 | P a g e M a n o j K u b e r
- Ability to liaison and represent to various Private,Government & Semi Government instit...
47 | P a g e M a n o j K u b e r
JOB DESCRIPTION - 7
JOB TITLE Internal Auditor (Executive) GRADE “03” (Exe) – Band D/4
DE...
48 | P a g e M a n o j K u b e r
accuracy and effectiveness, identified deviations from company policies & procedures etc....
49 | P a g e M a n o j K u b e r
 Special Competencies:
- Sound independent judgement
- High attention to detail and exce...
50 | P a g e M a n o j K u b e r
JOB DESCRIPTION - 8
JOB TITLE Accounts Coordinators GRADE “02” (Cor) – Band E/5
DEPARTMEN...
51 | P a g e M a n o j K u b e r
- Responsible for subsidiaries financial accounting and reconciliation on monthly basis
-...
52 | P a g e M a n o j K u b e r
JOB DESCRIPTION - 9
JOB TITLE Administration Coordinator
(Receptionist)
GRADE “02” (Cor) ...
53 | P a g e M a n o j K u b e r
calculators or invoices,balance sheets, or other documents.
 Transmit information or doc...
54 | P a g e M a n o j K u b e r
JOB DESCRIPTION - 10
JOB TITLE Operations Assistant (Driver) GRADE “01” (Drv) – Band E/5
...
55 | P a g e M a n o j K u b e r
the correct recipient
 Handle banking errands such as document, cash, cheques from and t...
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MANOJ_Project_Point Plan

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MANOJ_Project_Point Plan

  1. 1. 1 | P a g e M a n o j K u b e r PROJECT SUBMISSION FORM Your Exact Name (This will be printed on your certificate): MANOJ ARVIND KUBER Name of the program: Certified Compensation & Benefit Manager Date of attendance (will be printed on your certificate): 16TH & 17TH September, 2015 Date of Submission: 20TH December, 2015 / IF you a participant from CAMI/ WHRB - Your Batch location and year: Valid Email ID: manoj.kuber@gmail.com POSTAL ADDRESS THAT YOU WANT THE CERTIFICATE TO BE DISPATCHED AT: NOTE: 1. Please note that the above given name will be printed on the certificate. Participants need to take utmost care in giving correct name. 2. In the absence of the above details the project won’t be evaluated. 3. Participants need to provide complete and correct address for the dispatch of the certificates. In case the address is incorrect – reprinting and courier charges will need to be paid 4. The project must in be in single MS word document not exceeding 5MB 5. By this submission you accept that the project can be used freely as part of the CAMI and MEC knowledge center / digital library and can be used by them for research and learning. Name: Manoj Arvind Kuber Street Address 1: Park Residence, unit No. 510, Street Address 2: Mankhool, Bur Dubai City: Dubai State/Province: Dubai Post/Zip Code: Country: United Arab Emirates Working Mobile No: +971 55 519 2121 Working land phone No: +971 4 3551437
  2. 2. 2 | P a g e M a n o j K u b e r Design and develop a salary structure Plan for “Ship Owning Company” viz. “XYZ, LLC” (from Maritime Industry) Methods: - Point Plan / Grading Structure Submitted by Mr. Manoj Arvind Kuber In the fulfillment of the requirements For the award of Certified Compensation & Benefits Manager Special appreciation and gratitude to Mr. Nitin Sanker,
  3. 3. 3 | P a g e M a n o j K u b e r Contents CONTENT  CCBMPreface ............................................................................................................4  Objectives..................................................................................................................5  XYZ LLC Company scope of “study & Project”............Error! Bookmark not defined. to6  Company Profile.........................................................................................................7  XYZ, LLC Organization Structure.................................................................................8  Compensable Factors background:..............................................................................9  Compensable factorsweight & PointValue................................................................10  Compensable Factors Actual Definitions:.......................................................... 11 to 18  Job Evaluation background........................................................................................19  Job Evaluation Point System............................................................................. 20 to 21  Benchmark jobs; Market Point Value.........................................................................22  Calculate the predicted base pay for each benchmark job...........................................23  Pay Grade Structure......................................................................................... 25 to 26  Grading Structure “Annual Salaries”..........................................................................27  Salary Structure............................................................................................... 28 to 29  Annuxure : 1) Job Descriptions ........................................................................ 30 to 55  Annuxure : 2) Excel Sheet withworkings and calulations................ Separately Attached
  4. 4. 4 | P a g e M a n o j K u b e r CCBM Preface: Due to today’s dynamic environment, where IT and Social Medias plays vital roles, it’s very easy even for a passive employee to get the information on mobile app and change the job. Hence to keep happy our critical human capital and engage them in productive and satisfied way is herculean and challenging task for the Compensation and Benefit Manager. Thus Compensation has become a critical area of HR management, and which can greatly affect employee behaviour. To be effective, compensation must be perceived by employees as fair, competitive in the market, accurately based, motivating and easy to understand. Hence considering above, the project was developed in A Ship Owning Company from maritime Industry, namely XYZ, LLC focusing on all the departments as the scope of the project; in order to design and develop a salary structure using the grading & point plan method. HR professionals can create the pay structure for their organization, in several ways, they can design and develop themselves or they might get assistance from an external compensation consultant or they can attend CCBM workshop and complete the project on their existing company. During our two days’ of certification workshop I learned scientifically and practically how to design & develop salary structure for my ex-organization which involved several steps. Each step is briefly explained below. Step 1: Job Analysis Job analysis is the process of studying jobs in an organization. The outcome of this process is a job description; here we have taken 10 Jobs in our project. Job descriptions include the job title, a summary of the job tasks, a list of the essential tasks and responsibilities, and a description of the work context. Also included are the knowledge, skills and abilities needed to perform the job which is called as “Job Specifications. Step 2: Job Evaluation Job evaluation is the process of judging the relative worth of jobs in an organization based on predefined compensable factors. The outcome of job evaluation is the development of an internal structure or hierarchical ranking of the jobs. There are three methods of job-based evaluation: the point method (Which is the most commonly used); ranking; and classification. Job evaluation helps to ensure that pay is internally aligned and perceived to be fair by all employees. Step 3: Pay Policy Identification & a strategic factor. Pay policy identification is the process of determining whether the organization wants to lead, lag or meet the market in compensation. The pay policy or strategy will greatly influence in employee attraction and retention. Pay policies can vary across job families (i.e., groups of similar jobs) and job levels if the top management feels that different strategies can be effective in different areas of the organization. Critical and very senior jobs of the organizations are considered in a very differently as per position or case by case basis.
  5. 5. 5 | P a g e M a n o j K u b e r Step 4: Pay Survey Analysis Pay survey analysis is the process of analysing compensation data gathered from other employers in a survey of the relevant labour market. Gathering external pay data (e.g., base pay, bonuses, stock options and benefits) is essential to keep the organizations compensation externally competitive within its industry. Employee attraction and retention can be improved by maintaining externally aligned pay structures. Step 5: Pay Structure Creation Pay structure creation is the final step, in which the internal structure (Step 2) is merged with the external market pay rates (Step4) in a simple regression to develop a market pay line. Depending on whether the organization wants to lead, lag or meet the market, the market pay line can be adjusted up or down. To complete the pay structure, pay grades and pay ranges are developed. Objectives: Objective of the project is to study, develop and design a salary structure Plan for a “Typical Ship Owning Company, namely “XYZ, LLC” from Maritime Industry Scope of Project: The exercise was developed in the typical Ship owning company from a maritime industry taking all departments as the scope of the project. The departments and positions which are taken into considerations are depicted in the “Organizational Chart” herewith and described as below: The company in which project undertaken is headed by a CEO who is reporting to and working as per directions of Board of Directors. There are total 9 departments, which reports to CEO and which are reported by respective heads viz. 1) Legal Advisor, 2) Human Resource Manager, 3) IT Manager, 4) Chief Financial Officer, 5) Chartering Manager, 6) Administration Manager, 7) Manager Internal Audits, 8) Operations Manager, 9) Secretary. There are total 39 employee’s headcount which are distributed as, CEO, Secretary, General Managers, Managers, Assistant Managers, Supervisor, Executives, Coordinators, and Assistants. All positions are shown in the organization Structure, chart below. The project was vital at this juncture because: 1) Chartering Manager & Assistant Chartering Manager are very critical and important positions for the organization and job need to be evaluated and benchmarked as per current demand in the industry and job market, to retain or attract the best talent. 2) In appraisals and promotions from Executive level to the bottom levels employees seems to be neglected by the earlier management. 3) Arbitrary hiring as and when required without any standard salary levels had discriminated the whole organization’s salary structure.
  6. 6. 6 | P a g e M a n o j K u b e r 4) Number of positions had been promoted based on arbitrary recommendations and Audit Requirements, the promoted positions varies to manager’s level, to Executives levels. 5) Job descriptions of the some of the positions like Supervisors and department heads had lot many changes and they are need to be reviewed and updated and fairly evaluated based on their new roles 6) Since the year 2009, the last salary benchmarked was 6 years back. Since then salary benchmarking exercise was not undertaken till today. And this period was also marked by economic crisis and constant changes in management. 7) It was also observed that overall average Turnover rate was ’13.2 %’ from the inception of the organization and was constantly rising with ‘8.9%’ rate of this year with interim 8 months available figures. 8) Some of the reasons for high Employee Turnover cab be enumerated as below: o Less competitive / attractive “Compensation, Benefits & Rewards structure” o Top Management instability (Heads & CEO keep rolling) o No Job Security (Financial Situation / Management instability) o Lack of Performance Driven Rewards o Lack of Focus on Employee Training and Development o Lack of Opportunities of Career Growth for Employees o Negligence on Employee Engagement such as below: - Employee Recognition and Rewards Programs - No Flexibility for Work life Balance - No Communication Strategies - No Employees Involvement in decision making - No Team Building / Social Activities 9) The main reason of high turnover can be easily connected to the overall current “Compensation, Benefits & Rewards structure” of the company which is broadly depicted in tabular format as below: COMPENSATION (Cash) COMPETATIVENESS Basic Salary Less Competitive Hosing (HRA) Less Competitive Transportation (TA) Less Competitive Overtime (OT) Not Available Bonus / Incentives Not Available BENEFITS (NonCash) COMPETATIVENESS Air Ticket Less Competitive Child Education Allowance Less Competitive Medical Insurance Very Competitive Life Insurance Very Competitive Family Visa Expenses Not Available Extra Leaves / Flexible workings Not Available Holiday Compensations Not Available
  7. 7. 7 | P a g e M a n o j K u b e r Employee Trainings Less Competitive Employer provided PC at home Not Available Subsidized Food / Canteen Not Available Wellnes Programme Not Available Fitness Centre Less Competitive Club Membership Not Available Any other benefit Not Available8 REWARDS / RECOGNIZATIONS (Cash/ NonCash) Regular Not Available Occasional Not Available Company Profile: XYZ, LLC is an originally Oman based ship owning company, having turnover of USD 123, 273 K ( AED 4,52, 412 K) which owns various types and size of ships. The company is transporting all types of bulk liquids all over the world and has in house all types’ logistics service providers. The company started its operations in Oman in the year 1998 with initial fleet size of 4 nos. of MR Tankers and 2 nos. of LR1 Tankers total of 6 nos. ships /vessels at their disposals. And further company expanded and established its operations in UAE in the year April 2001 with addition of 2 nos. MR Tankers and 2 of nos. LR 2 Tankers. As on today’s date, company has grown and has its presence in Oman, UAE, Saudi and Qatar. Currently company’s fleet size is of 16 vessels of different types and sizes and which are as under: 1) LR 1 Tankers – 3 nos. 2) LR 2 Tankers – 3 nos. 3) MR Tankers – 8 nos. 4) VLCC – 2 nos. The company requires very highly qualified and experienced staff, the reason is as under: 1) The nature of business is very dynamic. 2) All transactions are of very high values and in dollars and different currencies. 3) Volume of business is very high and company is still continuously growing big in turnover. Due to economic crisis during 2008, and following few years company struggled a lot but kept its leading position with responding and handling proactively to all internal and external environmental and business factors. Today company is one of the leading ships owning company and has been successful in chartering its own niche segment in leading the industry and market.
  8. 8. 8 | P a g e M a n o j K u b e r Organization Structure of a Typical Ship Owning Company (Maritime Industry), Namely “XYZ, LLC” CEO Legal Adviser Legal Coordinator Human Resource Manager HR Executive HR Coordinator HR Assistant IT Manager IT Supervisor ERP & Softwares IT Supervisor Networking & hardwares IT Coordinators CFO General Manager Finance& Accounts Accountant (Executive) Accounts Coordinator Finance Manager Accountant (Financial Analyst/ Executive) Accounts Coordinator Chartering Manager Assistant Manager Chartering Chartering Executive Chartering Assistant Administration Manager Administratio n Supervisor Admin Coordinator (PRO) Admin Assistant (Driver) Admin Coordinatort (Receptionist) Admin Assistant( OfficeClerk) Manager Internal Audits Internal Auditor (Supervisor) Internal Auditor (Executive) Manager Operations Assistant Manager Operations Operation Supervisor Operations Executive Operations Assistants (OfficeClerk) Operations Assistant (Driver/ Messenger) Secretary (Investor Relations/ Asst. Manager) Secretary (.Coordinator)
  9. 9. 9 | P a g e M a n o j K u b e r Defining the Compensable Factors: When selecting and defining the compensable factors, it was essential looking at the company profile and having the following findings:  ‘12%’ as overall Employee Turnover Rate with ‘8.9 %’ rate as per this year interim figures of 8 months.  Average tenure per employee 6.5 years  29 % of the population are millennial  HCROI(6.86) “human capital return on investment; meaning that ever invested in human capital employment gave a return of 6.86 L.E  With input from the job evaluation committee and my knowledge of the organization’s mission and work content, three common compensable factors are selected: skill, responsibility and effort, each having two specific sub-factors.  For example, the compensable factor of skill is comprised of education level and work experience the degree of technical skills and Computer skills. We recommend weighting the skill compensable factor at 35 percent because the organization is very knowledge- intensive and depends heavily on its human capital.  Leadership Responsibility is weighted 20 percent because each job has the potential to affect other jobs, and efforts are assigned 40 percent because decision making, problem solving, task complexity computer skills, and working conditions & work contacts are integral across jobs in the organization.  Personal Developments are weighted 5 % because company’s mission statement encourages and gives scope and weightage to development of individuals.  The below table shows weighted compensable factors and levels o We recommend having a spread of +15%, +20% & +30% as a Maximum from the Midpoint and -15%, -20% & -30% for Junior & Senior positions respectively. o This percentile options will position Company XYZ, LLC to attract / retain their critical talents for the positions within the organization.
  10. 10. 10 | P a g e M a n o j K u b e r Compensable factors weight & Point Value: SL NO. COMPENSABLE FACTORS DEFINATIONS RELATIVE WEIGHT LEVELS WITHIN FACTOR Total Points 1 Education This factor measures the minimum level of formal education, specialized training, and professional licensing and certification required to perform the work. 15 6 90 2 WorkExperience This factor measures the minimum amount of job-related experience, whether gained inside or outside the company,in order to be hired or promoted into the position. 20 6 120 3 Leadership/Supervisory Responsibilities This factor measures the degree of responsibility for other employees and direct control over the quantity and quality of others’ work. 20 6 120 4 Independent Judgment/Decision Making/Problem Solving This factor measures the extent of independent authority for making decisions and recommendations that affectpolicies, procedures, and practices. 15 6 90 5 Computer skills This factor measures the scope and perfectionin computer skills required to perform the job efficiently and quickly. 10 5 50 6 WorkComplexity/Budget Authority This factor measures the variety,difficulty,and magnitude of tasks and responsibilities necessary to complete the work. 10 6 60 7 Personal Developments: - This factor measures and recognizes the person’s other thank work initiatives or extra efforts or contributions in learning, achieving skills such as arts, sports, languages, literature, driving license etc. whichdevelops and enhances human life experiences. 5 5 30 8 Working Conditions & Organizational Contacts. This factor measures the internal / external working conditions of the job and scope, frequency, and purpose of relationships /contacts withothers, internally and externally. 5 4 20 TOTAL 100 580
  11. 11. 11 | P a g e M a n o j K u b e r Compensable Factor Definition: Sl. No. Compensable Factors Level 1 Level 2 Level 3 Level 4 Level 5 Level 6 Min Points Max Points Weight 1 Education 15 30 45 60 75 90 15 75 15% 2 Experience 20 40 60 80 100 120 20 120 20% 3 Leadership / Supervisory Responsibilities 20 40 60 80 100 120 20 160 20% 4 Independent Judgment/Decision Making/Problem Solving 15 30 45 60 75 90 15 75 15% 5 Computer skills 10 20 30 40 50 0 10 50 10% 6 WorkComplexity/Budget Authority 10 20 30 40 50 60 15 75 10% 7 Personal Developments. 5 10 15 20 25 30 5 30 5% 8 Working Conditions & Organizational Contacts 5 10 15 20 0 0 5% Total 100 200 300 400 425 510 100 565 100%
  12. 12. 12 | P a g e M a n o j K u b e r FACTOR 1: EDUCATION This factor measures the minimum level of formal education, specialized training, and professional licensing and certificationrequired to perform the work. Level 1 (15 points) High schoolor General equivalency education. Level 2 (30 points) Institutional Diploma or equivalent vocationalor ITIor technical or business school. Level 3 (45 points) Bachelor’s Degree in respective stream / trade, (B.A. or B.S.) from four-yearcollege or university or equivalent. Level 4 (60 points) Bachelor’s Degree (B.A. or B.S.) or equivalent; and extensive training and/or specialized advanced certification and/or licensing. Or Master’s Degree (M.A. or M. S. or M.B.A.) Level 5 (75 points) Ph D or Doctorateor Chartered Degrees Level 6 (90 points) Doctorateplus International Accrediting Chartered Degree FACTOR 2: WORK EXPERIENCE This factor measures the minimum amountof job-relatedexperience,whethergained inside or outside the company,in order to be hired or promoted into the position. Level 1 (20 points) Requires more than one and up to two(1-2) years of related job function/industry/experience Level 2 (40 points) Requires more than two to and up to five(2-5) years of related job function / industry experience. Requires a workingknowledge of standard practices and procedures. Level 3 (60 points) Requires more than five and up to ten (5-10) years of related job functionand industry experience. Requires working knowledge of specialized practices, equipment, systems and procedures. Level 4 (80 points) Requires more than ten and up to fifteen (10-15) years, of related job function experience. Requires broad knowledge of complex systems and procedures. Level 5 (100 points) Requires more than fifteen and up to twenty (15-20) years of related job functionexperience. Requires broad knowledge of complex systems and procedures. Level 6 (100 points) Requires more than twenty (20+ ) years of related job function experience. Requires broad knowledge of complex systems and procedures
  13. 13. 13 | P a g e M a n o j K u b e r FACTOR 3: LEADERSHIP/SUPERVISORY RESPONSIBILITIES This factor measures the degreeofresponsibility forotheremployees and direct control over the quantity and quality of others’ work. Level 1 (20 points) No supervisory responsibility foremployees or worker(Individual Responsibility) Level 2 (40 points) Lead workerover others in similar jobs and/or provide workleadership and direction for employees and /or workers ( Little Responsibility) Level 3 (60 points) Supervises a sectionwithinthe department or a small departmentof direct reports. Includes some human resources responsibilities fordirect reports. Confers with manager or director about human resources and operational issues. If no supervisory responsibilities, serves as single incumbent for criticalfunction. (ModerateResponsibility) Level 4 (80 points) AssistantManager/ Manageroversupervisors of a department of direct reports. Includes some human resources responsibilities fordirect reports. Confers with manager or director about human resources and operational issues. If no supervisory responsibilities, serves as single incumbent for criticalfunction. (High/ Section/ Departmental /Responsibility) Level 5 (100 points) General Manager/ CFOof more than one department. Manages staff through supervisors and has some human resources responsibilities fordirect reports. Organizes and directs the workactivities of staff.Performs performance evaluations and makes disciplinary recommendations. (High/ Responsibility ofmorethan2 departments) Level 6 (120 points) MD/CEO/ Boardof wholeorganization. Manages staff through department heads and has total human resources responsibilities fordirect reports. Organizes and directs the workactivities of staff.Performs performance evaluations and makes disciplinary recommendations. (Top/ veryHighresponsibilityofwholeorganization)
  14. 14. 14 | P a g e M a n o j K u b e r FACTOR 4: INDEPENDENT JUDGMENT/DECISION MAKING/PROBLEM SOLVING This factor measures the extent of independent authority for making decisions and recommendations that affect policies, procedures and practices. Level 1 (15 points) Performs tasks and duties under direct supervision, using well-defined policies and procedures. Work is reviewed by supervisor. Limited opportunity exists for exercising independent judgment and decision making. Refers most problems to supervisor. ( DECISIONS SKILLS NOT REQUIRED) Level 2 (30 points) Performs tasks and duties under general supervision, using established procedures and some innovation. Chooses from limited alternatives to resolve problems. Occasional independent judgment is required to complete work assignments. Often makes recommendations to work procedures, policies and practices. Refers unusual problems to supervisor. ( ROUTINE & OCCASIONAL DECISIONS ) Level 3 (45 points) Performs duties within scope of general company policies, procedures, and objectives. Analyzes problems and performs needs assessments. Uses judgment in adapting broad guidelines to achieve desired result. Regular exercise of independent judgment within accepted practices. Makes recommendations that affect policies, procedures, and practices. Refers exceptions to policy and procedures to the supervisor. (EXPERT IN REFERING AND MINOR CHANGES IN OPERATING PROCEDURES & POLICIES OF THE DEPARTMENT ) Level 4 (60 points) Develops objectives and general policies and procedures for a specific program or functional area of responsibility within general scope of established operational goals and plans. Day-to-day work and decisions do not require direction or review by immediate supervisor. Frequently solves complex problems. End results are reviewed by supervisor. Strategic issues are referred to supervisor. (EXPERT IN DECISIONS OF AMENDING OPERATING PROCEDURES & POLICIES OF DEPARTMENT ) Level 5 (75 points) Develops strategic direction, goals, plans, and policies for an area of responsibility. Sets broad objectives and is accountable for overall results in respective area of responsibility. Authority to make independent decisions on matters of significance. Requires hi gh degree of independent judgment and problem solving of complex problems. ( TOP STRATEGIC PROFESSIONAL IN DECISIONS OF AMENDING OPERATING PROCEDURES & POLICIES OF MORE THAN 2 DEPARTMENTS ) Level 6 (90 points) Develops strategic direction, goals, plans, and policies for an area of responsibility. Sets broad objectives and is accountable for overall results in respective area of responsibility. Authority to make independent decisions on matters of significance. Requires high degree of independent judgment and problem solving of complex problems. ( TOP STRATEGIC PROFESSIONAL IN DECISIONS OF AMENDING OPERATING PROCEDURES & POLICIES OF THE WHOLE ORGANIZATION )
  15. 15. 15 | P a g e M a n o j K u b e r FACTOR 5: COMPUTER SKILLS This factor measures the perfectionand scope, frequency of computer skills required to perform the job efficiently and quickly. Level 1 (10 points) Little or no skills required rare occasions can be managed withthe help of colleagues, friends. (SKILLS NOT REQUIRED) Level 2 (20 points) Basics knowledgeof computer and preparing of simple letters, forms are required. And required to prepare emails and reports to supervisors and within the company. ( LITTLE SKILLS REQUIRED) Level 3 (30 points) Regular and substantial working on computer with good knowledge and experience of MS Office,emails, and related packages, ERP of the job. Daily internal and external communications and making of reports, emails etc. is required. ( MODERATE SKILLS REQUIRED) Level 4 (40 points) Expert –levelcomputer skills are required, having ability to manipulate MS office,outlook,related ERP or packages. Daily required to workfor reporting and internal and external communication to management. ( EXPERT LEVELS SKILLS REQUIRED) Level 5 (50 points) Expert & High-level computer skills are required. Experienced and expert in MS office,outlook,ERP to handle complicated and complex areas such as presentations, budgets, management reports. Daily complex management related workand internal and external communication is required to support management. ( HIGHEXPERT LEVELS SKILLS REQUIRED)
  16. 16. 16 | P a g e M a n o j K u b e r FACTOR 6: WORK COMPLEXITY/BUDGET AUTHORITY This factor measures the variety,difficulty,and magnitude of tasks and responsibilities necessary to complete the work. Level 1 (15 points) Tasks are highly interrelated and simple. Work consists of fairly standard procedures and tasks. May include a high percentage of manual duties. No responsibility for budget, revenues, and/or expenditure authority. ( SIMPLE & NO AUTHORITY/ RESPONSIBILITY) Level 2 (30 points) Tasks are multiple and focusmore on single processes. Workis sometimes standardized and sometimes varied. No responsibility for budget, revenues, and expenditure authority. ( ROUTINE NATURE OF WORK & NO AUTHORITY/ RESPONSIBILITY) Level 3 (45 points) Tasks are multiple and diverse with some interrelationship across processes. Handles some unrelated functions. Workrequires the direct application of a variety of procedures, policies, and/or precedents. May monitor budget activities & has some responsibility forbudget and expenditure authority of a section or a department within the organization. ( MODERATELYCOMPLX REFERS BUDGETSBUT SOME AUTHORITY / RESPONSIBILITY ) Level 4 (60 points) Tasks are multiple and diverse with some interrelationship across processes. Handles some unrelated functions. Workrequires the direct application of a variety of procedures, policies, and/or precedents. More responsibility forbudget and expenditure authority forone department.( HIGHLYCOMPLEX & HAVE HIGHAUTHORITY/RESPONSIBILITY) Level 5 (75 points) Tasks and responsibilities require integration of diverse functional areas and involvevariables that are more abstract. Work is substantially complex and varied, and requires the interpretation of technical and detailed guidelines, policies, and procedures in combination. High-level responsibility for budget, revenues, and/or expenditure authority of morethan 2 departments.( HIGHLYCOMPLEX& HIGHAUTHORITY RESPONSIBILITY) Level 6 (90 points) Tasks and responsibilities require integration of diverse functional areas and involvevariables that are more abstract. Work is substantially complex and varied, and requires the interpretation of technical and detailed guidelines, policies, and procedures in combination. High-level responsibility for budget, revenues, and/or expenditure authority of wholeorganization.(HIGHLYCOMPLEX& HIGHAUTHORITY RESPONSIBILITY)
  17. 17. 17 | P a g e M a n o j K u b e r FACTOR 7: PERSONAL DEVELOPMENTS This factor measures and recognizes the person’s other thank workinitiatives or extra efforts or contributions in learning, achieving skills such as 1)Arts, 2)sports, 3) Arabic or any other foreign languages, 4) Literature, 5) UAE Drivinglicense etc. which develops and enhances human life experiences. Level 1 (5 points) An individual may possess any One (1) skill / achievements from the list of above mentioned five(5) currently recognized skills. Level 2 (10 points) An individual may possess any Two (2)skills / achievements from the list of above mentioned five(5) currently recognized skills. Level 3 (15 points) An individual may possess any Three(3)skills / achievements from the list of above mentioned five(5) currently recognized skills.. And an individual may have School/College / Locallevel achievements Level 4 (20 points) An individual may possess any Four(4) skills / achievements from the list of abovementioned five (5) currently recognized skills. And an individual may have some State level achievements Level 5 (25 points) An individual may possess any Five(5) skills / achievements fromthe list of above mentioned five(5) currently recognized skills. And an individual may have some National level achievements Level 6 (30 points) An individual may possess any Five(5) skills / achievements fromthe list of above mentioned five(5) currently recognized skills. And an individual may have some International level achievements
  18. 18. 18 | P a g e M a n o j K u b e r FACTOR 8: WORKING CONDITIONS & ORGANIZATIONAL CONTACTS This factor measures the internal / external working conditions of the job and scope, frequency,and purpose of relationships contacts with others, internally and externally. Level 1 (5 points)  Workis performed within routine officeenvironment with no exposure to hazardous or unpleasant conditions. Physicaldemands are usually limited to sitting or standing in one location much of the time.  Little or no contactwith others outside the company and infrequent contacts with company personnel. Purpose of contactis to provide and/or receive routine information or documents Level 2 (10 points)  Workrequires occasional local outside officevisitsto clients or private / government institutions for the company business purposes.  Occasionalcontact withothers, including vendors, clients, visitors, and company personnel. Purpose of contacts is to explain, clarify,or interpret information. May handle confidential information and some complex matters. Level 3 (15 points)  Workmay require occasional localoutside officevisits as well as occasional travel to outside countries visits to clients or private / government institutions forthe company business purposes.  Regular and substantial contact withothers. Contacts usually involve discussions related to policies and projects and may include negotiation with vendors. Handles sensitive, complex, and/or confidential information. Level 4 (20 points)  Workrequires regular localoutside officevisits as wellas travel to outside countries to clients or private / government institutions forthe company business purposes.  High-level contact withothers in key positions. Contact usually involves several areas within the company and/or with community,government, business leaders, media, and dignitaries. Typically handles highly sensitive and/or confidential information.
  19. 19. 19 | P a g e M a n o j K u b e r Job Evaluation: To design a pay structure, there must be a formal way to value the work inside the organization so that pay is awarded fairly. The job evaluation process will help develop this internal work hierarchy. Thus company representatives from various job levels and families (JE Committee) will periodically provide input during the job evaluation process. This will help gaining acceptance of the established job structure. Job evaluation committee was consisted of experts from the each one person from the HR, Technical, Operations and chartering (sales and marketing) departments. We did select 10 Benchmark jobs in order to have their market mid- point salaries which represent approx.25 % of the total jobs evaluated and represents different levels CFO & CEO evaluation are purposely kept aside because of their very specialized skills and very high level salary structure Special attention and considerations has been given to the positions of “Chartering Manager & Assistant Chartering Manager “being vital important and critical positions for any ship owning or maritime company. Overallchartering department has been given more weight being very dynamic and revenue generating department.
  20. 20. 20 | P a g e M a n o j K u b e r Job Evaluation Point System: SL N O Jobs Education Experience Leadershi p / Superviso ry Responsib ilities Independent Judgment/ Decision Making/ Problem Solving Computer Skills Work Complexity /Budget Authority Personal Develop- ments Working Conditions& Work Contacts TotalPoints 1 2 3 4 5 6 7 8 0 CEO 1 Secretary ( Investor Relations/ Asst. Manager) 45 60 80 60 40 30 10 10 335 2 Cordinators to Secretary 30 40 60 45 30 15 10 10 240 3 Legal Advisor 60 60 80 60 40 45 10 10 365 4 Legal Coordinator 30 40 60 45 30 15 10 10 240 5 Human Resource Manager 60 80 80 60 40 60 10 10 400 6 HR Executive 30 60 60 45 30 30 5 10 270 7 HR Coordinator ) 30 40 60 45 30 15 5 10 235 8 HR Assistant 30 60 40 15 30 30 5 0 210 9 Information Technology Manager 60 80 80 60 40 60 10 10 400 10 IT Supervisor ( ERP & software's ) 45 60 60 60 30 30 5 10 300 11 IT Supervisor ( Networking & Hardware) 45 60 60 60 30 30 5 10 300 12 IT Coordinator 30 40 60 45 30 15 5 10 235 13 CFO 14 General Manager - Finance & accounts 75 100 80 75 40 75 10 10 465 15 Finance Manager 60 80 80 60 40 60 10 10 400 16 Accountant (Executive) 45 60 40 45 40 30 5 0 265
  21. 21. 21 | P a g e M a n o j K u b e r 17 Accountant - (Financial Analyst/Executive) 45 60 40 45 40 30 5 5 270 18 Accounts Coordinator ) - 2 nos. 30 40 60 45 30 15 5 10 235 19 Chartering Manager 45 80 100 75 40 75 10 20 445 20 AssistantManager - Chartering 45 60 80 60 40 30 5 15 335 21 Chartering Executive 30 60 60 45 30 30 5 10 270 22 Chartering Assistant 30 60 40 15 30 30 5 5 215 23 Administration Manager 60 80 80 60 40 60 10 10 400 24 Administration Supervisor 45 60 60 60 30 30 5 10 300 25 Admin Coordinator. ( PRO) 30 40 60 45 30 15 10 15 245 26 Admin Asst. ( Driver ) 30 60 40 15 20 30 5 10 210 27 Admin coordinator ( Receptionist) 30 40 60 45 30 15 10 10 240 28 Admin Asst. ( Office boy ) 30 60 40 15 20 30 5 5 205 29 Internal Audit Manager 60 80 80 60 40 60 10 10 400 30 Internal Auditor - Supervisor 45 60 60 60 30 30 5 5 295 31 Internal Auditor - Executive 30 60 60 45 30 30 5 5 265 32 Operations Manager 60 80 80 60 40 60 10 10 400 33 AssistantManager- Operations 45 60 80 60 40 30 10 10 335 34 Operations - Supervisor 45 60 60 60 30 30 5 10 300 35 Operations Executives 30 60 60 45 30 30 5 5 265 36 Operations Assistant ( Driver ) 30 60 40 15 20 30 5 10 210 37 Operations Assistant ( clerk ) 30 60 40 15 30 30 5 5 215
  22. 22. 22 | P a g e M a n o j K u b e r Benchmark jobs;Market Point Value To ensure that the pay structure is externally competitive, a tailored pay survey was conducted in October 2015 with following 9 companies from fairly related size and type of industry as well as annual revenue has been used to benchmark the jobs. Surveys results shows base pay salary data from the responding organizations are reflected in the following table with similar summary job descriptions for the benchmark jobs (to ensure we are comparing “maximum close to similar positions”).  SalaryBenchmarkedOrganizations: Thefollowingcompany’s salaries have been selected by the company XYZ,LLC as a external Benchmark Sample o Navig 8 Group o United Arab Shipping Company o Abu Dhabi National Tankers Company (ADNATCO) o National Gas Shipping Company Ltd. (NGSCO) o Emirates Shipping LLC o Topaz Energy & Marine LTD o Gulf Agency Centre (GAC) o Mideast Ship Management o Switzer Middle east After determining the slope and intercept, the proposed Salaries of sample positions have been calculated and presented in below table. Calculate the predictedbase pay for each benchmarkjob. As per Job Evaluation Committee recommendations and Organization’s lead pay strategy, new “Lead Pay Level /Line” has been created at 10 % higher level than market pay. The new policy line has been drawn since Salary Amount wants to lead the market by 10 percent across the all the functions and operations of the organization. This strategy and endeavor will attract the best talent available in the industry and will also keep them happy and stable at the organization. First table shows predicted base pay for benchmark sample of 10 jobs, whereas another table shows predicted base pay for all available 39 positions. Graph is also inserted to showing the different pay lines of the organization.
  23. 23. 23 | P a g e M a n o j K u b e r -40000 -20000 0 20000 40000 60000 80000 100000 120000 HumanResource… Information… CharteringManager Administration… AssistantManager… Administration… InternalAuditor… Accounts… Admin.… OperationsAssistant SLOPE INTERCEPT 1 2 3 4 5 6 7 8 9 10 Lead Salary Level ( 10% higher than Market Level) Proposed Salaries " Annual Base pay Market Median " Annual Salaries" base pay TOTAL POINTS NO. JOBS TOTAL POINTS Market Median " Annual Salaries" base pay Proposed Salaries " Annual Base pay Lead Salary Level ( 10% higher than Market Level) 1 Human Resource Manager 400 20000 24,149 26,564 2 InformationTechnologyManager 400 23000 24,149 26,564 3 CharteringManager 445 40000 29,001 31,901 4 AdministrationManager 400 18000 24,149 26,564 5 AssistantManagerOperations 335 14000 17,140 18,854 6 AdministrationSupervisor 300 12000 13,366 14,703 7 Internal Auditor(Executive) 265 10000 9,592 10,551 8 AccountsCoordinator 235 8000 6,357 6,993 9 Admin. Coordinator( Receptionist) 240 8000 6,896 7,586 10 OperationsAssistant 215 6000 4,201 4,621 SLOPE 120.9367117 INTERCEPT -20976.46926
  24. 24. 24 | P a g e M a n o j K u b e r SL NO Jobs Total Points Proposed Salaries " Annual Base pay Min lower Salary Benchmark +10% Higher Salary Level to lead the market 0 CEO 1 Secretary( InvestorRelations/ Asst.Manager) 335 17,140 18,854 2 Cordinators to Secretary 240 6,896 7,586 3 Legal Advisor 365 20,375 22,412 4 Legal Coordinator 240 6,896 7,586 5 Human Resource Manager 400 24,149 26,564 6 HR Executive 270 10,131 11,144 7 HR Coordinator 235 6,357 6,993 8 HR Assistant 210 3,661 4,500 4,950 9 InformationTechnologyManager 400 24,149 26,564 10 IT Supervisor( ERP& software's) 300 13,366 14,703 11 IT Supervisor( Networking&Hardware) 300 13,366 14,703 12 IT Coordinator 235 6,357 6,993 13 CFO 0 14 General Manager- Finance & accounts 465 31,158 34,274 15 Finance Manager 400 24,149 26,564 16 Accountant (Executive) 265 9,592 10,551 17 Accountant- (Financial Analyst/Executive) 270 10,131 11,144 18 AccountsCoordinator) - 2 nos. 235 6,357 6,993 19 CharteringManager 445 29,001 31,901 20 AssistantManager- Chartering 335 17,140 18,854 21 CharteringExecutive 270 10,131 11,144 22 CharteringAssistant 215 4,201 4,500 4,950 23 AdministrationManager 400 24,149 26,564 24 AdministrationSupervisor 300 13,366 14,703 25 Admin Coordinator( PRO) 245 7,435 8,179 26 AdminAsst.( Driver) 210 3,661 4,500 4,950 27 Admin Coordinator( Receptionist) 240 6,896 7,586 28 AdminAsst.( Office boy ) 205 3,122 4,500 4,950 29 Internal AuditManager 400 24,149 26,564 30 Internal Auditor- Supervisor 295 12,827 14,110 31 Internal Auditor- Executive 265 9,592 10,551 32 OperationsManager 400 24,149 26,564 33 AssistantManager- Operations 335 17,140 18,854
  25. 25. 25 | P a g e M a n o j K u b e r Pay Grade Structure The final step to designing the pay structure is to set the pay ranges for each pay grade. Pay ranges create upper and lower pay rates for each job in the pay grade. Each pay grade will have a minimum and maximum pay rate. Percent guidelines are used to determine how far above and below the midpoint the pay Range will reach. Using the following formulas Minimum Salary = Midpoint /(1+1/2* range Spread) Maximum Salary = Minimum +(range spread * minimum) The percent guidelines, based on input from the Company’s strategic policy and Job Evaluation committee recommendations are: - Clerical or Blue Collar positions: 15 percent above and below the midpoint. - Entry to mid-level professional and seniors 20 percent, above and below the midpoint - While section heads and management positions: 30 percent above and below the midpoint 1) It's twodimensional system where; 2) Horizontal range allowsfor monetary incentives rewarding the employee's quality of performance or Length of service. 3) Vertical range corresponds to the responsibility of, and requirements needed for a certain positions. 4) An employeeprogresses simultaneously towards both dimensions, horizontal and vertical, Upon achieving positiveappraisal ona regular basis. 34 Operations - Supervisor 300 13,366 14,703 35 OperationsExecutives 265 9,592 10,551 36 OperationsAssistant( Driver) 210 3,661 4,500 4,950 37 OperationsAssistant( cleark) 215 4,201 4,500 4,950 SLOPE 107.8290544 INTERCEPT -18982.6991
  26. 26. 26 | P a g e M a n o j K u b e r Directors, CFO, CEO A 10 9 Department Heads /General Managers, B 8 7 Senior Professionals, Managers C 6 5 Professionals L D 4 E 3 Individual Contributors ( Clerical, Workers, Assistants) V E 2 E 1 People at different levels L 1 2 3 4 5 6 7 8 9 10 S - C - A - L - E
  27. 27. 27 | P a g e M a n o j K u b e r Grading Structure “CashPay” Band Description Pay Grade Min. Points Max. Points Median Points Min. Salary Mid-Point Salary + (10% Market Lead) Max. Salary Pay Range Band1 “A” CEO, Directors, 10 581 640 610.5 Remuneration will be decided by management on Case to case basis.Band1 “A” CFO, 9 521 580 550.5 Band2 “B” General Managers, 8 461 520 490.5 32,433 37,298 42,163 30% Band2 “B” Department Heads/ Managers 7 401 460 430.5 26,245 30,181 34,118 30% Band3 “C” Manager 6 361 400 380.5 22,046 24,251 26,456 20% Band3 “C” Asst. Managers 5 321 360 340.5 17,733 19,506 21,280 20% Band4 “D” Supervisors 4 291 320 305.5 8,774 15,355 10,090 15% Band4 “D” Executive 3 261 290 275.5 6,741 11,797 7,752 15% Band5 “E” Coordinator 2 231 260 245.5 7,664 8,238 8,813 15% Band5 “E” Assistant 1 200 230 215 4,298 4,621 4,943 15% Salary Structure The lead pay policy will help meet the organization strategy by attracting and retaining high-potential employees without incurring labor costs too far above their competitors. Top management also decides to match the market in benefits to contain benefit costs (e.g., health care costs). Employee benefits costs are approximately 25 percent of total compensation. Belowisan Example of the proposedsalaryStructure perGrade
  28. 28. 28 | P a g e M a n o j K u b e r ProposedSalary Structure: Amount considered highly productive environment, leading the market by ranking 1st in maritime industry all over MENA region. Considering pay policy and objective, accordingly, we proposed the following salary structure to be implemented per grade / band.  Base pay will represent 100 % for all grades  Grades X5 – X10 will be considered as “Category A” and accordingly all incentive and performance based variable pays and benefits will be calculated and distributed among the employees.  Grades X1 – X5 will be considered as “Category B” and accordingly all incentive and performance based variable pays and benefits will be calculated and distributed among the employees.  Overtime is only given from Grades X1 – X4 up to the level of supervisors.  Year end objective Incentive (Bonus) is calculated and distributed from 50% to 100% of the Basic pay of the company as per shown in above table. Monthly Performance achievement incentive is given 20% of the total Fixed Cash Pay. Base Pay Variable Pays All other benefits and Incentives Pay Grade Monthly Salary " Base Pay" (70% of total ) Monthly Salary " HRA Pay " (20% of total ") Monthly Salary " TA Pay " (10%of total ") Monthly Performance Incentive" 20 % of Total Fixed Cash Pay " Overtime Incentive " Fixed Amount per level Total Monthly Cash Pay / Salary Year end Objective Incentive (50 % up to 100 %) of Basic Pay O.T. Transportation Medical Care & Life Insurance Child Edu. Allow. ( Yearly Slab) Subsidis ed Food (Canteen ) Bi- monthly Reward Program mes X-10 Remuneration will be decided by management on Case to case basis. No No 0 No Car As per Level CAT - A FULL All All X-9 No No 0 No Car As per Level CAT - A FULL All All X-8 26,108 7,460 3,730 No No 37,298 100% No Car As per Level CAT - A 45,000 All All X-7 21,127 6,036 3,018 No No 30,181 90% No Car As per Level CAT - A 40,000 All All X-6 16,976 4,850 2,425 No No 24,251 80% No Car As per Level CAT - A 35,000 All All X-5 13,654 3,902 1,950 No No 19,506 70% No Car As per Level CAT - A 30,000 All All X-4 10,749 3,071 1,535 Yes 1000 15,355 60% Yes Car As per Level CAT - B 25,000 All All X-3 8,258 2,359 1,180 Yes 700 11,797 50% Yes Car Pool Plan CAT - B 20,000 All All X-2 5,767 1,647 824 Yes 500 8,238 50% Yes Car Pool Plan CAT - B 10,000 All All X-1 3,235 924 462 Yes 300 4,621 50% Yes Car Pool Plan CAT - B 5,000 All All
  29. 29. 29 | P a g e M a n o j K u b e r  Transportation, subsidized meal, medical Coverage and life insurance, Child Education Allowance, are provided as per Categories and company plan as shown in above table.  All levels are eligible for profit sharing as per company policy. Annexure 1- All Job Descriptions – 10 nos 2- CCBMPoint Plan excel Sheet Contain all relevant calculations and Project Drafts
  30. 30. 30 | P a g e M a n o j K u b e r JOB DESCRIPTION – 1 JOB TITLE Human Resource Manager GRADE “07” (Hod) – Band B /2 DEPARTMENT Human Resource JOB CODE XX LOCATION Dubai NO OF POSITIONS 1 REPORTING TO: (Functional) CEO / Human Resource Director REPORTEES: (Spanof Control) 3 REPORTING TO (Administrative) CEO WORK CONDITIONS Mostly Office work environment, occasionally local and out station assignments and travels. WORK CONTACTS (Internally) All employees WORK CONTACTS (Externally) Free zones offices, Immigration & labor departments, Recruitment, Agencies, Banks. OBJECTIVE OF THE POSITION To ensure the right recruitments are done, and all human resources management programs, policies are implemented MAINDUTIES & RESPONSIBILITIES TheMaintasks & responsibilitiesincludebutarenotlimitedto the following:  Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-relatedproblems.  Serve as a confidential point of contactfor employees to communicate with management, seek clarificationon issues or dilemmas, or report irregularities.  Address employee relations issues, such as harassment allegations, workcomplaints, or other employee concerns.  Performdifficultstaffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.  Talking to employees to boost up the relation with the company and raising the morale of the staff.  Plan and conductnew employee orientation to foster positive attitude towardorganizational objectives.  Liaison and contracting with recruitment agencies and other recruitment mediums for recruitments
  31. 31. 31 | P a g e M a n o j K u b e r  Screening and interviews for all positions related to organization. Conducts pre-employment tests and reference checks.  Contracting the employee and deal with the necessary approvals and visa from authorities.  Prepare or maintain employment records related to events such as hiring, termination, leaves, transfers, or promotions, using human resources management system package / ERP/software.  Hire employees and process hiring-related paperwork.  Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities.  Managing and allotting all types of leaves to the employees in coordination with department heads.  Creation and managing the payroll and end of service benefits on a monthly basis.  Responsible for performance appraisals with consultation and cooperation with the concerned department heads.  Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.  Reviews job descriptions and assesses appropriate compensation level.  Administers all compensation plans including bonuses or incentives.  Preparation and implementation of human resources policies, programs, and procedures as per the employee handbook.  Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes.  Interpret and explain human resources policies, procedures, laws, standards, or regulations.  Advises management and employees on issues or problems relating to human resources.  Preparing final settlement for employees and handling the employee departure and do necessary clearances for the employee.  Finding problems faced by employees and presenting to the management and getting those resolved.  Arrange trainings if required with assistance of external training facilities.  Updating and revising of Organization chart and Job Descriptions for staff.
  32. 32. 32 | P a g e M a n o j K u b e r MINIMUM JOB REQUIREMENTS ( JOB SPECIFICATIONS)  Education: - Bachelors / Masters Degree in Human Resources / MBA in Human Resources, any additional certifications have plus advantage.  Past Experience:- - Minimum relevant 5 to 10 years experience as HR Executive, generalist preferably from a shipping /maritime multinational environment or equivalent  Professional Skills: - HR Generalist profile withexperience in below areas is highly desirable :  Recruitment & on boarding  HR Administration  Induction, Training & Development  Performanceappraisal  Any other HR specialization has plus advantage.  Peoples skills – - Proven leadership skills to lead the department and the ability to thrive in a team environment - High level supervisory skills – Must have handled team of minimum 4 to 20 subordinates  Special Competencies: - Reporting - Very good in HR analytics & MIS reporting skills - Expert in UAE labor law and conversant withVisa/ Labor permits formalities  DecisionSkills –Ability of using logic and reasoning to identify the right options, conclusions or approaches to complex HR problems.  ComputerSkills -Very good in MS Office, MS Outlook, Emails drafting, computer skills  CommunicationSkills– - ActiveListening – Ability of excellent listening, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times. - Ability of talking to others to convey informationeffectively. - Ability to communicate in Arabic or any additional languages has plus advantage
  33. 33. 33 | P a g e M a n o j K u b e r JOB DESCRIPTION - 2 JOB TITLE Information Technology Manager GRADE “07” (Hod) – Band B /2 DEPARTMENT Information Technology JOB CODE XX LOCATION Dubai NO OF POSITIONS 1 REPORTING TO: (Functional) CEO REPORTEES: (Spanof Control) 3 REPORTING TO (Administrative) CEO WORK CONDITIONS Office work environment. WORK CONTACTS (Internally) All employees & Vessels WORK CONTACTS (Externally) IT Contractors, IT suppliers OBJECTIVE OF THE POSITION Stay abreast of advances in IT technology,exemplify IT Vision & Leadership as per clients business requirements. Develop and implement best IT system and policies and controls with most cost effectiveways. MAINDUTIES & RESPONSIBILITIES TheMaintasks & responsibilitiesincludebutarenotlimitedto the following:  Review IT project plans to plan and coordinate project activity.  Develop and interpret and align IT objectiveswith organizational goals, policies, and procedures.  Develop, map and consolidate business processes of all functionaldepartments of the organization.  Manage IT vendors, purchase necessary IT hardware, software and equipments. Source and engage outside IT vendors/ service providers forprojects. Establish strategic, preferred service provider partnerships  Manage the inventory of IT Hardware, updated SoftwareLicense Ownership,  Manage IT Budgets and exercise effectivecontrolon operations cost.  Manage and develop current ERP and customize as per clients requirements and feasibility study.  Manage the ITteam and assign and review the workof systems analysts, programmers, and other computer-related staff.  Consult with users, management, vendors, and technicians to assess computing needs and system requirements.
  34. 34. 34 | P a g e M a n o j K u b e r  Recruit, hire, train and supervise IT staff,and participate in other departments staffing decisions.  Evaluate data processing proposals to assess project feasibility and requirements. Conduct system studies and design system  Review and approve all systems charts and programs prior to their implementation.  Direct daily operations of department, analyzing workflow,establishing priorities, developing standards and setting deadlines.  Evaluate the organization's technology use and needs and recommend improvements, such as hardware and softwareupgrades.  Prepare and review operational reports or project progress reports  Manage and deliver customized feasible MIS reports through ERP system as required by the Management  Manage the source codeof the in house applications with effectiveversion control.  Performregular checks on criticalsystems and overall IT performance against desired output.  Define, Update and implement various ITstrategies and policies forthe company and vision for the department and audit the same.  Exercise security and user help systems. Schedule and Manage data backup from the file/database/ mails servers and Off-sitebackup on regular intervals as per the IT policy.Performdrills and keep alert on disaster recovery and risk management.  Responsible forconfidentiality,integrity and security of data and develop and implement the database security policy.  ProvideTechnology assistance forcompany website and supervise any updating to be done from ITDepartment.  Advice departments, to evaluate, select & purchase hardware/software and supervise the maintenance schedule for the company.  Develop, implement and maintain user training program on IT Systems. Providedirectly or arrange new user training and advanced training for existing users for in house or readymade system.  Maintain the company’s telephone and communication systems.  Respond on internal audits and implement correctiveand preventive measures  Recommend to Management on any changes to be adopted tomeet Company Objectivefromtime to time and implement the same with necessary approvals.  Manage and maintain the computer systems of onboard vessels.  Any other tasks directed by the Management
  35. 35. 35 | P a g e M a n o j K u b e r MINIMUM JOB REQUIREMENTS (JOB SPECIFICATIONS)  Education: - Bachelors / Masters Degree in Information Technology or MBA, any additional certifications have plus advantage.  Past Experience:-Minimum relevant 5 to 8 years experience as IT/ Project Administrator/ Manager or equivalent preferably from a shipping / maritime multinational company.  Professional Skills: - Expert level skills of handling and leading various IT projects. - Expertise in managing below IT areas:  Systems, Servers & Networking  Hardware issues  Software,ERP, Relevant Packages  Peoples skills – - Proven leadership skills to lead the department and the ability to thrive in a team environment - High level supervisory skills – Must have handled team of minimum 5 to 10 subordinates on projects / office environment  Special Competencies: - High level analyzing, tabulating, and reporting skills of handling high volume data, IT issues and problems of the organization. - High level knowledge, skills and hands on experience of trouble shooting of networking, Servers, ERP, software/hardware/ packages / operating systems etc.  DecisionSkills-  High level ability of using logic and reasoning for ITproblem solving and decision making.  Computer Skills –Expert level and in depth computer skills in MS office,MS Outlook,emails and related shipping ERP /package  CommunicationSkills – - Ability of excellent written and spoken English Language and communication to put across message effectively. - Ability to communicate in Arabic or any additional languages has plus advantage.
  36. 36. 36 | P a g e M a n o j K u b e r JOB DESCRIPTION - 3 JOB TITLE Chartering Manager – (For Ship owner) GRADE “07” (Hod) – Band B /2 DEPARTMENT Chartering JOB CODE XX LOCATION Dubai NO OF POSITIONS 1 REPORTING TO: (Functional) CEO REPORTEES: (Spanof Control) 3 REPORTING TO: (Administrative) CEO WORK CONDITIONS Office work & travelling globally as per requirement for clients visits. WORK CONTACTS (Internally) CEO, chartering / operations staff, Ship management, Finance etc. WORK CONTACTS (Externally) Clients, Charterers, brokers worldwide OBJECTIVE OF THE POSITION Ensure maximum canvassing of business foravailable fleet of vessels so as to profitability of the company is maintained. Keep MAINDUTIES & RESPONSIBILITIES TheMaintasks & responsibilitiesincludebutarenotlimitedto the following:  The chartering manager will be responsible for identify, negotiate and fix cargoes / vessels on various routes and keeping a close eye on the shipping market.  Responsibilities: - Chartering - Chartering: Exploring, developing and securing deals related to: - fixing voyage and/or time charters for third parties - cargo brokering - tanker brokering - sale and purchase of tonnage/vessels - marketing of tonnage (ships) to customers/shippers/charterers  Negotiating spot/time charters to achieve maximum income for the owners.  Scrutinizing Charter parties forthe vessel fixed on various trades
  37. 37. 37 | P a g e M a n o j K u b e r  Liaise between the Marketing and the Operations Department of the various aspects of shipping/customers requirements.  Develop new business, clients and contacts within and outside GCC  Plan Vessel position of Tankers for the Charterers.  Managing different stages of setting up and negotiating deals, including presenting the business to potential clients, negotiating the main terms of a contract or sale and seeing it through to its conclusion and any follow up that may be involved.  Building up a database of contacts and keep a close eye on the shipping market, interpreting trends and seeing opportunities for clients.  Plan Sales Visits to customers to market Vessels and Cargo to the respective principles.  Conducting market analysis and managing charter party risks.  Participate in tenders activities and represent the organization for achieving such tenders deals.  Maintain records/statistics of income, expenditure and P/L accounts  Maintain records of brokers/charterers list  Supervising voyage estimates, CP terms and clauses while overseeing fixing of the vessels on T/C and voyage charter.  Operations: ( Post fixtures)  Lookafter all the operation’s of Vessel’s, Updating Market Statistics to the suppliers, Vessel owners and other related in this trade, maintain relationship with Owners, Charters, Receivers, Terminals, Surveyorsfor timely shipments & Deliveries consignment, checklist fordocuments to be made.  Oversee and formulate strategy for supply of Bunkers. Maintaining & monitoring bunker supply and updates and processing Bunker invoices for payments.  Oversee and Monitor Operations receivables for assessment of counter party risk.  Preparation of quarterly voyage declarations for onward submission to Banks etc. MINIMUM JOB REQUIREMENTS (JOB SPECIFICATIONS)  Education: - Engineering / Masters / MBA degree from a Maritime Institute. - Master Mariner - Academy, any additional certifications have plus advantage.  Past Experience:- - Minimum 5 years ship broking/ trading experience from a shipping /maritime multinational environment is must, - And other experience of Tanker sailing, Operations, barging and demurrage has plus advantage.
  38. 38. 38 | P a g e M a n o j K u b e r  Professional Skills: - The successful candidate will have some experience in ship broking/ trading / ship owning / ideally with a proven performance record and existing client base. - Flair for sales and willingness to travel as required. - High level ability of Persuading, and closing sales deals effectively. - Holding of UAE/ GCC driving license is mandatory. - Peoples skills - Proven leadership skills to lead the department and the ability to thrive in a team environment  Special Competencies: - High level analyticalskills – Conversant and up todate on global shipping industry information / data required for chartering such as routes/ current rates, demand & supply forall types of vessels and current trends and future forecasting . - Very good reporting skills  Computer Skills –Expert level computer skills in MS office,MS Outlook,emails and related shipping ERP /package  Communication Skills - Ability of excellent verbal & written communication in English Language. - Ability to communicate in Arabic or any additional languages has plus advantage
  39. 39. 39 | P a g e M a n o j K u b e r JOB DESCRIPTION - 4 JOB TITLE Administration Manager GRADE “07” (Hod) – Band B /2 DEPARTMENT Administration JOB CODE XX LOCATION Dubai NO OF POSITIONS 1 REPORTING TO: (Functional) CEO REPORTEES: (Span of Control) 5 REPORTING TO (Administrative) CEO WORK CONDITIONS Office work environment, but quite often locally outside visits. WORK CONTACTS (Internally) All employees WORK CONTACTS (Externally) Free zones offices, Banks, Insurance brokers/ companies, RTA, Real estate companies, all other govt. dep. etc. OBJECTIVE OF THE POSITION To provide right and timely administrative support to all departments in achieving common objectives of the organization. Ensure all administrative goals and tasks are planned and performed effectively and in time. MAINDUTIES & RESPONSIBILITIE S TheMaintasks & responsibilitiesincludebutarenotlimitedto the following:  Direct or coordinate the supportive services department of organization.  Set goals and deadlines forthe department  Direct and control PROfor various assignments of the company such as, Employment/Visit visas/Transit Visa from various locations of the company & branches in UAE/ abroad.  Arrange new or renewal of various Company/ Trade Licenses and Certificates. Monitor and keep track of the same.  Arrange Powerof Attorney and legal documents/ supports as per the requirement of the CEO.  Arrange changes/ updates in authorized signatories at times required  Prepare and review operational reports and schedules to ensure accuracy and efficiency.  Manage procurement and evaluate and handle various vendors such as Stationary and pantry items supplies etc.  Analyze internal processes and recommend and implement procedural or policy changes to improve operations, such as supply changes or the disposal of records.  Develop and prepare Admin Policies and Procedures  Plan, administer, and control “Administrative Budgets” for various activities such as renewal of licenses & certificates, various service contracts for office equipment and supplies.  Monitor and managements of the various facilities such as, offices, workstations, warehouses to ensure that it remains safe, secure, and well-maintained.
  40. 40. 40 | P a g e M a n o j K u b e r  Oversee the maintenance and repair of officeequipments, electrical and mechanical systems.  Oversee construction and renovation projects to improve efficiency andto ensure that facilities meet environmental, health, and security standards, and comply withgovernment regulations  Manage procedure and provide documents forprocessing new formation/ closure of the company Registration Names and licenses.  Liaison withinsurance companies/ brokers forall types of insurance requirements such as medical, WC, D&O, Auto. and all other general insurances.  Liaison and represent to various private and Government & Semi Government institutes for company business such as Hotels, Banks, Free zones, Immigration & Labor, RTA, Courts, Travel agents, Embassy’s or Consulates of various countries MINIMUM JOB REQUIREMENTS (JOB SPECIFICATIONS)  Education: - Bachelors / Masters Degree / MBA any additional certifications have plus advantage.  Past Experience:-Minimum relevant 5 to 10 years experience as Administrative Executive , Assistant from a shipping /maritime multinational environment or equivalent  Professional Skills: - Knowledge of UAE labor law and various government, free zones procedure, rules and regulations. - Ability of excellent tabulating, comparing, presenting various options in order to advise management in decision making. - Knowledge of company/ license formation, amendments, terminations etc.rules regulation and procedure. - Ability to liaison and represent to various Private,Government & Semi Government institutions forclient business. - Peoples skills – - Proven leadership skills to lead the department and the ability to thrive in a team environment - High level supervisory skills – Must have handled team of minimum 4 to 10 subordinates  Special Competencies: - Very good in Administrative analytics & MIS reporting skills - Multitasking job profile with main focus on Public Relations. - Capable of handling large data volume and monitoring and tracking of various renewals - ComputerSkills -Very good in MS Office, MS Outlook,Emails drafting, computer skills  CommunicationSkills - - Ability of excellent verbal & written communication in English Language. - Ability of communicating in Arabic or any additional language has plus advantage.
  41. 41. 41 | P a g e M a n o j K u b e r JOB DESCRIPTION - 5 JOB TITLE Assistant Manager - Operations GRADE “05” (Asm) – Band C /3 DEPARTMENT Operations JOB CODE XX LOCATION Dubai NO OF POSITIONS 1 REPORTING TO: (Functional) Operations Manager REPORTEES: (Spanof Control) 4 REPORTING TO (Administrative) Operations Manager WORK CONDITIONS Office work environment / travelling as per requirement locally and out station. WORK CONTACTS (Internally) Chartering, Finance, HR Departments. WORK CONTACTS (Externally) Ship management company, Agents, Brokers, Clients, Insurance, Embassy, consulates etc. world wide OBJECTIVE OF THE POSITION To assist and support Operations Manager in day to day assignments to maintain safety, efficiency and profitability of the group’s fleet. MAINDUTIES & RESPONSIBILITIES TheMaintasks & responsibilitiesincludebutarenotlimitedto the following:  Review financial statements; maintain records/statistics of income, expenditure and P/L accountsrelated to operations, sales of department and of each voyage and projects.  Monitor performance data to measure productivity and goal achievement and prepare activity reports to identify areas needing cost reduction or improvement in process.  Prepare and monitor Operations budget  Prepare Operations staff workschedules and assign specific duties.  Monitor all deals from the start till the vessel reach final destination to ensure that they efficiently and effectively reach within budgetary limits.  Establish or implement departmental policies, goals, objectives,or procedures forquick guidance and smooth functioning of department.  Implement or oversee compliance to environmental standards or sustainability programs.
  42. 42. 42 | P a g e M a n o j K u b e r  Monitor market conditions and rates for the industry and report on major contractsand outcomes of tender awards.  Ensure proper reporting on assigned ships, periodic voyage performance reviews, port charges & expenditures are presented to management timely and regularly. Pre – Fix (Chartering) :  Advise chartering manager and direct and coordinate activities of Operations departments concerned with cargo, vessels, pricing, routes trends and sales.  Assist to Chartering Manager for voyage estimates, CP terms & Clauses while fixing the vessels on T/C & voyage Charter.  Ensure compliance of controlsystem/procedures and undertake risk management measures for monitoring and controlling of charter party risk factors.  Check daily Oil, Bitumen, fortime charter and voyageindex Fixtures.  Maintain records of each voyage and brokers/charterers list  Scrutinizing Charter parties for the vessel fixed on various trades. Post Fix (Operations) :  Post fixture operations such as Agency Appointment, Funding of Agents, verifying and checking disbursement accounts. Coordinate with Agency on all aspect of joint projects and initiate any enhancements for maximum customer satisfaction  Audit Charterers statements - Assist in formulating a toolby utilizing key points, sub process and comparisons for auditing charterer’s voyage statements, demurrage claims, freight paid, bunker invoicesand agency pro-forma.  Liaising with Agents & brokers/Charterers for smooth vessel operations. Preparing & forwarding voyage instructions to Master.  Maintaining files/records of each voyage.  Develop, negotiate and ensure timeliness, accuracy and completeness of all finalized terms of projects, business and charter party with owners/charterers.  Ensure conformity of processes and documentation withcompany and industry standards. Review and enhance processes to achieve business objectives and operational effectively ona continual basis.  Ensure that all turn key projects are effectively carriedout and sufficiently resourced  Monitor credit terms for goods or services based on forecasts of Clients / Customer demand. Supervise voyage estimates, CP terms and clauses while overseeing fixing of the vessels on T/C and voyagecharter  Monitor and manage the movement of goods/ vessels to ensure efficiency,effectiveness,or sustainability of operations.  Preparing lay time statements, preparing Freight & Hire Invoices for the vessels voyage and time chartered vessels
  43. 43. 43 | P a g e M a n o j K u b e r Ensuring the administration of all receivables and reporting status of same.  Dealing with P&I Club, Insurers for cargo claims, damage claims if any under the guidance of Ship Operator & Tech Manager.  Handling off-hire and speed claims if any from Charterers, under the guidance of Ship Operator & Tech Manager.  Supply of Bunkers. Maintaining & monitoring bunker supply updates and processing Bunker invoices for payments.  Processing various other Invoices received from service providers,  Dealing with various other operational matters such as appointing P&I Surveyors as and when required.  Liaising with service providers and respective authorities for CLC, BPCLC and ITOPF certification of vessels.  Preparation of quarterly voyage declarations for onward submission to Banks etc  Preparation of periodical downtime/employment utilization reports formanagement MINIMUM JOB REQUIREMENTS (JOB SPECIFICATIONS)  Education: - Bachelors / Masters Degree / MBA preferably from Shipping Academy or Institute any additional certifications have plus advantage.  Past Experience:-Minimum relevant 5 to 10 years experience as Operations Manager / Executivefroma multinational shipping / maritime industry company or equivalent  Professional Skills: - Knowledge of ship management, Insurance, P&I, International standards of environment, HSE and Ships rating agencies and compliance procedure, rules and regulations. - Holding of UAE/GCC driving license is mandatory. - Peoples skills – - Proven leadership skills to lead the department and the ability to thrive in a team environment - High level supervisory skills – Must have handled team of minimum 5 to 10 subordinates  Special Competencies: - Posses excellent Operations analytics& MIS reporting skills - Multitasking job profile with main focus on customer / clients retention and development. - Capable of handling large data volume and monitoring and tracking of various renewals and deadlines.  ComputerSkills – - Very good in MS Office, MS Outlook,Emails drafting, and related shipping ERP and package.  CommunicationSkills - - Ability of excellent verbal & written communication in English Language. - Ability of communicating in Arabic or any additional language has plus advantage.
  44. 44. 44 | P a g e M a n o j K u b e r JOB DESCRIPTION - 6 JOB TITLE Administration Supervisor GRADE “04” (Sup) – Band D/4 DEPARTMENT Administration JOB CODE XX LOCATION Dubai NO OF POSITIONS 1 REPORTING TO: (Functional) Administration Manager REPORTEES: (Spanof Control) 4 REPORTING TO (Administrative) Administration Manager WORK CONDITIONS Mostly Office work environment, occasionally locally outside visits. WORK CONTACTS (Internally) All employees WORK CONTACTS (Externally) Free zones offices, Immigration & labor, departments, Recruitment, Agencies, Banks. OBJECTIVE OF THE POSITION To assist administration manager in monitoring and giving timely administrative support to the organization. MAINDUTIES & RESPONSIBILITIES TheMaintasks & responsibilitiesincludebutarenotlimitedto the following:  Assist Administration Manage in day today activities and tasks specially assigned.  Consult with Administration manager to resolve problems in areas such as equipments, staff performance, or work schedules.  Prepare Arabic documents/Letters as per Administration manager’s requirements.  Analyze financial activities of departments and provide input into final budget planning and preparation processes of Administration Manager.  Create, maintain, and enter information into ERP databases. Set up and manage filing systems, recording information, updating paperwork, or maintaining documents, correspondence, or other material.  Maintain records schedule of all renewals of licenses, documents and certificates.  Compose, type, and distribute meeting notes, routine correspondence, or reports, such as presentations or expense, statistical, or monthly reports.  Prepare and establish work procedures or schedules, deadlines, and duty assignments forofficeor administrative staff as per their workloads and importance.  Coordinate activities withother supervisory personnel or with other workunits or departments for effectiveand timely support to achieve company objectives.  Supervise workof office,administrative staff to ensure adherence to quality standards, deadlines, and proper procedures, correctingerrors or problems.
  45. 45. 45 | P a g e M a n o j K u b e r  Providestaff guidance in handling difficultor complex problems or in resolving escalated complaints or disputes regarding administrative issues and provide necessary training withthe help from HR department  Implement corporate or departmental policies, procedures, and service standards in conjunction withmanagement. And ensure that company policies are followed,and make recommendations to management concerning issues, updating or development of procedures, policies, or standards.  Circulate information through email to all staff regarding company newsletter or administration related other information.  Order and dispense and control Officestationery, Grocery inventory supplies. Maintain records pertaining to inventory,personnel, orders, supplies. Monitor inventory levels and requisition or purchase supplies as needed.  Operate and maintain all officeequipment, such as fax machines, copiers, printers or phone systems and arrange for repairs when equipment malfunctions.  Plan foror coordinate officeservices,such as equipment or supply acquisition or organization, disposal of assets, relocation, parking, maintenance, or security services  Arrange and coordinate conferences, meetings, or special events of the company such as luncheons, graduation ceremonies, b’day or any other celebrations.  Arrange conference, meeting, or travel reservations forofficepersonnel.  Prepare conference or event materials, such as flyers or invitations.  Research, compile, and prepare reports, manuals, correspondence, or other information required by management or governmental agencies forcompliance.  Prepare monthly payment and usage statements of all utilities and services such as telephone, electricity, tenancy, and purchase of required supplies or services etc.  Processes suppliers purchase & payments requisitions (LPO’s) & check requests.  Keep and maintain all required up to date Forms which is useful for the staffs / company such as Foreign Visa application /Etisalat / Du/ DEWA/ or any other and any other Govt related Forms  Plan and schedule Drivers (Messenger) daily tasks. Monitor and maintain a driver’s task log. MINIMUM JOB REQUIREMENTS (JOB SPECIFICATIONS)  Education: - Bachelor’s degree any additional certifications have plus advantage.  Past Experience:-Minimum relevant 3 to 5 years shipping / maritime industry experience or equivalent  Professional Skills: - Knowledge of UAE labor law and various government, free zones procedure, rules and regulations. - Ability of excellent tabulating, comparing, presenting various options in order to advise management in decision making. - Knowledge of company/ license formation, amendments, terminations etc.rules regulation and procedure.
  46. 46. 46 | P a g e M a n o j K u b e r - Ability to liaison and represent to various Private,Government & Semi Government institutions forclient business. - Holding of UAE/GCC driving license is mandatory. - Peoples skills – - Leadership skills to lead and supervise the Administration staff / team of minimum 3 to 5 subordinates  Special Competencies: - Knowledge of Administrative analytics & MIS reporting - Multitasking job profile with main focus on Public Relations. - Capable of handling large data volume and monitoring and tracking of various renewals - ComputerSkills – - Very good in MS Office, MS Outlook,Emails drafting, computer skills  CommunicationSkills - - Ability of excellent verbal & written communication in English Language. - Ability of communicating in Arabic or any additional languages has plus advantage
  47. 47. 47 | P a g e M a n o j K u b e r JOB DESCRIPTION - 7 JOB TITLE Internal Auditor (Executive) GRADE “03” (Exe) – Band D/4 DEPARTMENT Internal Audit JOB CODE XX LOCATION Dubai NO OF POSITIONS 1 REPORTING TO: (Functional) Internal Audit Manager REPORTEES: (Spanof Control) Nil REPORTING TO (Administrative) Internal Audit Manager WORK CONDITIONS Office work environment, WORK CONTACTS (Internally) CEO/All departments head/employees WORK CONTACTS (Externally) Very limited as per requirement to obtain extra information in investigation OBJECTIVE OF THE POSITION To assist Internal Audit Manager to implement Internal Audit policies, procedure and conduct risk analysis and internal audits of the organization. Add value and improve our operations by bringing a systematic and disciplined approach to the effectivenessof risk management, control,and governance process MAINDUTIES & RESPONSIBILITIES TheMaintasks & responsibilitiesincludebutarenotlimitedto the following:  Act as an objectivesource of independent adviceto organization to ensure validity,legality and goal achievement. Maintain open communicationwith management and Internal audit Manager  Perform special audits / projects as assigned by Internal Audit Manager  Consult with the Internal Audit Manager to determine, plan and organize internal audit scope and develop annual plans  With the direction fromInternal audit Manager Performand controlthe full audit cycleincluding risk management and controlmanagement over operations’ effectiveness,financial reliability and compliance with all applicable directives and regulations  Contribute valuable inputs in development of internal audit annual budget plans done by Internal Audit Manager and monitor subsequent expenditures.  Conduct risk assessments and prepare/propose risk based internal audit plans forthe review/approvalof the Internal Audit Manager.  Schedule and assign tasks to all concerned to ensure timely completion of audits.  Execute detailed audit procedures, including evaluating, reviewing transactions, accounting documents, records, previous reports, policies flow charts etc.  Prepare and presents reports that reflects audit’s results suggesting correctiveactions about procedures for
  48. 48. 48 | P a g e M a n o j K u b e r accuracy and effectiveness, identified deviations from company policies & procedures etc.  Identify loopholes, process weakness, and improvement areas and recommend risk aversion measures, solutions and costsavings to process owners.  Conduct follow up audits to ensure that audit recommendations /action items are timely and properly implemented and to monitor management’s interventions  Evaluate the adequacy and effectiveness of internal accounting procedures and operating systems controls. Ensure that accepted accounting and audit principles and policies are followed.  Acting as Risk officer i.e. coordinating risk assessments, risk mitigation strategies formulation by risk owners etc., as outlined in the corporate governance manual  Fulfilling the role of compliance officer as defined by regulator  Conduct compliance audits to ensure adherence to regulatory requirements of regulators and corporate governance manual etc  Meet with company management at all levels and the Internal Audit Manager as necessary, to discuss audit plans and results and makes recommendations to resolve audit findings and corrective action.  Quality Review of audit reports and audits conducted by the team & testing the accuracy of assumptions and conclusions.  Engage to continuous knowledge development regarding industry/ sector’s rules, regulations, best practices, tools, techniques and performance standards. Develop professional capability through on the jobtraining and staff training programs.  Prepare work papers which records and summarize audit procedures performed.  Provide assistance to external auditors as requested.  Document process and prepare audit findings memorandum  Documentation- audit reports, letters, interdepartmental correspondence, and expenditure audits spreadsheets MINIMUM JOB REQUIREMENTS (JOB SPECIFICATIONS)  Education: - Bachelor’s / Masters degree in Accounting or Finance - Any additional certifications have plus advantage.  Past Experience:- - Provenworking experience at least 3to 5 years as Internal/ external Auditor preferably from a shipping / maritime industry background  Professional Skills: - The successful candidate willpossess a thorough knowledge of accounting procedures and a sound judgement. - Provenknowledge of auditing standards and procedures, laws, rules and regulations - Peoples skills – - Leadership skills to lead and supervise the Administration staff / team of minimum 3 to 5 subordinates
  49. 49. 49 | P a g e M a n o j K u b e r  Special Competencies: - Sound independent judgement - High attention to detail and excellent analytical skills - Ability to manipulate large amounts of data and to compile detailed audits reports. - ComputerSkills – - Very good in MS Office,MS Outlook,Emails drafting, computer skills. - Advanced computer skills on accounting softwareand databases  CommunicationSkills - - Ability of excellent verbal & written communication in English Language. - Ability of communicating in Arabic or any additional languages has plus advantage
  50. 50. 50 | P a g e M a n o j K u b e r JOB DESCRIPTION - 8 JOB TITLE Accounts Coordinators GRADE “02” (Cor) – Band E/5 DEPARTMENT Accounts JOB CODE XX LOCATION Dubai NO OF POSITIONS 1 REPORTING TO: (Functional) Accountant REPORTEES: (Spanof Control) Nil REPORTING TO (Administrative) Accountant WORK CONDITIONS Office work environment, WORK CONTACTS (Internally) All employees WORK CONTACTS (Externally) Banks, Auditors all types of suppliers/ vendors etc. OBJECTIVE OF THE POSITION To assist Accountant in day today accounting transactions & in preparing daily, weekly, MIS reports. MAINDUTIES & RESPONSIBILITIES TheMaintasks & responsibilitiesincludebutarenotlimitedto the following: Assist Accountant in performing day today activities and consult with him, as and when required, for the advice while discharging duties.  Financial Accounting - Responsible for day to day accounts transactions and related issues and periodic accounts finalization. - Prepare up to date Receivables reports and send the same to chartering/ concerned department regularly. - Make sure that payments to suppliers are going in time and send parties updated accounts statement for reconciliation on monthly basis. - Finalize the inter division accounts and reconcile on monthly basis. - Responsible for coordination with other divisional accountants for periodic consolidation of group accounts. - Responsible for periodical accounts closing check list, control sheet and other relevant statements in coordination with other divisional accountants. - Any other job/report & responsibilities may assign/ask from time to time by CFO  Policiesandprocedures - Ensure accounting policies and procedures followed in accounts. - Ensuring Group accounts are prepared as per IFRS in consultation with external auditor.  Cash flow, MIS Reports etc - Responsible to prepare division cash flow, budgets and variance reports and assist Accountant to prepare consolidated Group Cash flow report, budgets and variance reports, in coordination with other divisional accountants.  Subsidiary Accounting
  51. 51. 51 | P a g e M a n o j K u b e r - Responsible for subsidiaries financial accounting and reconciliation on monthly basis - Close interaction with subsidiaries accountant in ensuring proper accounting of ship running costs, inventories and dry docking provisions. - Responsible for preparing periodic subsidiaries financial statements for external auditor along with schedules, word file etc.  BankingRelations - Responsible for preparing the borrowers financial statements and compliance certificates and related reports and timely submission of the same to the banks with the prior approval from Accountant. - Daily interactions and checking bank balances and reconciliations  Auditors - Responsible for preparing the schedules with the support of accountants reporting, Fixed asset register, Financials in word file, Cash flow projections etc for external auditor. - Work as audit coordinator for the group during audit time. MINIMUM JOB REQUIREMENTS (JOB SPECIFICATIONS)  Education: - Bachelor’s degree in Accounting, - Any additional certifications like CA/ CS/ ICWA/ MBA etc have plus advantage.  Past Experience:-  Minimum relevant 3 to 5 years accounting experience preferably from a shipping / maritime industry or equivalent  Professional Skills: - Technical skills and experience in financial reporting and analysis, cash flow management, mergers and acquisitions and joint ventures. - Ability of excellent tabulating, comparing, and presenting various - ComputerSkills – - Very good in MS Office, MS Outlook,Emails drafting, computer skills - Very strong at working on MS Excel withall formulae and micros. - Peoples skills – - Leadership skills to lead and supervise the Administration staff / team of minimum 3 to 5 subordinates  Special Competencies: - Strong budgetary control and variance checking, financial modeling - Consolidation of subsidiaries and joint venture accounting  CommunicationSkills - - Ability of excellent verbal & written communication in English Language. - Ability of communicating in Arabic or any additional languages has plus advantage
  52. 52. 52 | P a g e M a n o j K u b e r JOB DESCRIPTION - 9 JOB TITLE Administration Coordinator (Receptionist) GRADE “02” (Cor) – Band E/5 DEPARTMENT Administration JOB CODE XX LOCATION Dubai NO OF POSITIONS 1 REPORTING TO: (Functional) Administration Supervisor REPORTEES: (Spanof Control) Nil REPORTING TO (Administrative) Administration Supervisor WORK CONDITIONS Office work environment WORK CONTACTS (Internally) All employees WORK CONTACTS (Externally) Guests, Visitors, Vendors, Courier &, travel agents, hotels, and others as directed by Admin. Manager. OBJECTIVE OF THE POSITION To assist Accountant in day today accounting transactions and in preparing daily, weekly, monthly MIS reports. MAINDUTIES & RESPONSIBILITIES TheMaintasks & responsibilitiesincludebutarenotlimitedto the following:  Workas per direction and instruction from Administration Manager.  Assist Administration Manager in day today activities and ad hoc tasks specially assigned.  Answer telephones, greet and give information to callers, take messages, or transfer calls to appropriate individuals.  Greet persons entering establishment, determine nature and purpose of visit, and direct or escort them to specific destinations.  Maintain security by following procedures and controlling access (monitor logbook, issue visitor badges)  Assist in keeping the reception area clean and tidy, at all times  Report any maintenance issues immediately to line manager, including all furniture, fittings and equipment  Providereports, as required, forcleaners and management  Schedule and confirm appointments for clients, customers, or supervisors.  Maintain and update appointment and events calendars.  Performadministrative tasks, such as accepting Invoices, LPOs,or sending and receiving couriers and faxes. Making copies of the documents.  File and maintain administrative records such as, utilities and facilities, parking invoices and payments.  Receive payment and record receipts for services.  Performadministrative support tasks, such as proofreading, transcribing handwritten information, or operating
  53. 53. 53 | P a g e M a n o j K u b e r calculators or invoices,balance sheets, or other documents.  Transmit information or documents to customers, using computer, mail, or facsimile machine.  Collect, sort, distribute, or prepare mail, messages, or courier deliveries.  Liaison and get quotes, rates fromHotels, Travelagents, Taxies , Insurance companies and other service providers or vendors etc.  Performduties, such as taking care of plants or straightening magazines to maintain lobby or reception area.  Schedule space or equipment for special programs and prepare lists of participants.  Volunteer and enroll individuals toparticipate in programs and notify them of their acceptance.  Monitor and maintain records pertaining to Officestationery, Visiting Cards, Letter heads, Envelopes and Grocery & pantry items supplies inventory.  Maintain and keep updated all forms handy and ready for,Foreign Visa application /Etisalat / Du/ DEWA/and any other Government related services.  Maintain task log of a driver and officeclerk MINIMUM JOB REQUIREMENTS (JOB SPECIFICATIONS)  Education: - Bachelor’s degree in any discipline - Any Secretarial certification is essential. - Any additional certifications will have plus advantage.  Past Experience:-  Minimum relevant 2 to 3 years proven experience as ‘Receptionist’ is essential.  Professional Skills: - Telephone Skills, Verbal Communication, Microsoft OfficeSkills, Immaculate & well sense of dressing. - She is professional at all times and confident and self-motivated  Special Competencies: - Very Strong at telephone skills and written and verbal communication - She is friendly, smiley, sociable and welcoming to our customers, visitors, to create a great atmosphere - ComputerSkills – - Very good in MS Office, MS Outlook,Emails drafting, computer skills - Peoples skills – - Should be able to communicate well with people of all levels  CommunicationSkills - - Ability of excellent verbal & written communication in English Language. - Ability of communicating in Arabic or any additional languages has plus advantage
  54. 54. 54 | P a g e M a n o j K u b e r JOB DESCRIPTION - 10 JOB TITLE Operations Assistant (Driver) GRADE “01” (Drv) – Band E/5 DEPARTMENT Operations JOB CODE XX LOCATION Dubai NO OF POSITIONS 1 REPORTING TO: (Functional) Assistant Manager Operations REPORTEES: (Spanof Control) Nil REPORTING TO (Administrative) Assistant Manager Operations WORK CONDITIONS Outside daily driving duties plus office work WORK CONTACTS (Internally) Operations staff and Administration dept. WORK CONTACTS (Externally) Clients, Suppliers, Post office,Banks, auto workshops etc. OBJECTIVE OF THE POSITION To ensure the logistics and transportation requirement of the operations department are taken care as per directions of the line manager. MAINDUTIES & RESPONSIBILITIES The Main tasks & responsibilities include but are not limited to the following:  Driving the company vehicle, Plan and Route requirements by studying schedule or ad-hoc requests by the office.  Plan and prepare the task list with the consultation of line manager and finish the work on time.  Maintain the log book of the car and performed tasks up-to-date and on daily basis.  Performroutine maintenance of vehicle,such as monitoring fluid levels and replenishing fuel or as required by time to time and keep vehiclealways in good condition.  Keep the company car neat, clean and tidy at all times.  Maintain the Salik (Toll) Account of the vehicle without any fines.  Prepare and register company vehicle on time at RTA and drive the same without any traffic fines.  Perform general office or clerical work as directed by line manager or operations staff such as filing the documents, copying, etc.  Deliver or pick up important documents, materials of Operations departments to required destinations such as government or private offices, clients or customers and ensure that all deliveries have been signed and delivered to
  55. 55. 55 | P a g e M a n o j K u b e r the correct recipient  Handle banking errands such as document, cash, cheques from and to banks.  Check daily Post Box of the company  Pickup and drops for guests and VIPs or company employees as instructed by line manager or Operations Staff.  Loading and pick up or delivery of any goods to and fro as instructed by Line manager or operations staff  Cooperate and assist other departments for the company work.  Assist the Office (Clark/Boy) in Housekeeping of the office whenever he is busy or on vacation  Any other task assigned by the line Manager or operations staff. MINIMUM JOB REQUIREMENTS  Education: - SSC / 10th pass or more - Any additional course or knowledge have plus advantage.  Past Experience:- - Minimum relevant 3 to 5 years proven driving experience fromcompany or equivalent  Professional Skills: - Working experience as a company driver in UAE - Valid UAE LMV driver’s license - Excellent time management skills - Delivers items to clients / collectspayments  Special Competencies: - Good driving record - Well groomed and courteous - Good knowledge about logistics, locations and topographical area of the UAE. - ComputerSkills – - Working knowledge of basics of computer and emails is desirable but not essential. - Peoples skills – - Able to manage drivers’ duties by cooperation and communications to all concerned company or outside persons.  CommunicationSkills - - Working Knowledge of spoken & written English essential. - Ability of communicating in Arabic or any additional languages has plus advantage

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