Dear Team,
In addition to the guidelines from Khun Smartorn below, the practices of "promotion pending management approval", or unofficial "acting as superior position" will no longer be tolerated.
All promotions in ROM are to be by transparent selection process only. All positions are to be internally advertised with clear criteria for application (these will include attendance/ punctuality and disciplinary record). HR and/or PSTare to be involved in short listing process although manager will remain accountable decision maker.
All department managers, please acknowledge.
Colin Temple,
Director, Ramp Operations and Maintenance
Bangkok Flight Services
Sent from my iPad
On 20 Aug 2013, at 13:03, "Smartorn Bhundhoombhoad" wrote:
Dear All,
To ensure we are promoting the right and the good performance employee, the following guidelines are applied to review promotion within BFS ;
1. To deserve a promotion, the employee performance should be above the average and standing out of the crowd. Therefore, the employee performance evaluation during the latest review cycle must be in “Very good” or “Outstanding” category.
2. Promotion sets example for the others. In many cases, the employee is promoted to be a Team Leader, Supervisor, or Manager. Therefore, the employee must be free from disciplinary sanction of written warning or suspension during the last one year hence must have a very good attendance.
Please evaluate and review P.A.R. for promotion thoroughly using the above guidelines.
Best Regards,