Draft Promotion Policy

Promotion Policy
Objectives:
 This employee promotion policy presents guidelines for advancing and

promoting employees within NCT. NCT invests in its employees and
rewards those who perform well. This policy includes the process that
managers must follow when promoting employees.
Responsibility:
 HR Head
 Respective HOD
Key Policy-Clause:
This policy applies to all regular employees of NCT.

Definition:
“Promotion” may be a move to a position of higher rank, responsibility and salary.

Often, employees may advance to positions that don’t come with higher managerial
authority. Instead, these advancements may be a career or role change that helps
employees to develop and grow. Employees may be promoted within the same or
another department or branch.
Eligibility:
Promotion eligibility for staff members shall be 7 years at the discretion of HOD,
HR head and CEO which is purely based on the performance during this tenure.
(as now annual increments are done on yearly basis, where as previously (prior to
2017) it was on running quarterly basis)
Promotion of an executive is based on performance, opportunity available and

potential for taking higher responsibility. Minimum time frame for these criteria shall
be 2 years, and no limit for maximum time frame.
Policy elements:
NCT may promote employees based on their performance and workplace conduct.
Promotion Criteria:
Necessary criteria for promotion are:
1. Experience in the job or tenure – for staff members, shall be 5 years + 6 months,
and for executives minimum 2 years.
2. Minimum rating Good / Exceeds Expectations level in immediate previous

consecutive two years.
3. Skillset that matches the minimum requirements of the new role.
4. Personal motivation and willingness for a change in responsibilities.
5. Promotion from ‘S-6’ (Sr. Supervisor) grade to ‘O’ (Officer / Executive) grade
shall be based only on agreement that the performance potential and capability
for handling responsibility as executive is displayed.
6. Educational qualifications:
For entering in to officer / executive category (‘S’ grade to ‘O’ grade): minimum
graduate e.g. B.Sc, B.Com, B.A., LLB or Diploma in Engineering.
For entering in to management category (‘O’ grade to ‘M’ grade): minimum B.E /
B.Tech in Engineering, or B.Sc, B.Com, Post Graduation in other discipline e.g.
M.Sc, M. Com, MSW, MBA, LLM or Professional qualification in relevant discipline
e.g. CA, ICWA, CS
7. Educational qualification shall be considered valid only if it is from

government /UGC /AICTE approved institute or university.
These criteria reflect the larger picture of an employee’s work over a period of time.
Managers should avoid making decisions for promotion based only on recent or
insignificant events. Managers should keep relevant information including records
of significant achievements which they may want to consider at the time of
recommending promotions.
As NCT has a fair performance management system based on agreed KRA/KPIs,

followed by periodic performance review involving the supervisor, reviewer,
independent HR representative and the CEO/MD, the promotions are based
only on fulfilment of the criteria stated in this policy. This ensures that
recommendations for promotion which are based on the supervisor’s subjective
opinions or unsupported performance indicators, or any discriminatory factors
which may display bias, are not accepted.
Years Numbers of
Promotions
00 to 07 00
08 to 14 01
15 to 20 01
21 to end of Retirement 01
Process for standard promotions:
At NCT, on completion of financial year, i.e. in the month of April annual

performance reviews are conducted for all employees. During this process,
managers may consider recommending employees for promotion based on the
above mentioned criteria. Management may decide for certain promotions based
on new business needs if required. The process which need to be followed by
Managers for this purpose is described below:
1. Meet with employees to talk about their career goals and/or aspirations for a
promotion. Managers should create career plans for their team members.
2. Identify opportunities to promote one or more team members, if applicable (by

either filling vacancies creating new jobs or enhancing job titles.)
3. Discuss the promotion with [direct supervisor/ department head/HR and

Management] to finalize the recommendation.
Other Terms and Conditions
1. The employees with superior performance / potential who are rewarded through
promotion (change in grade / designation). In case of change in designation, the
enhanced job responsibilities will have to be mentioned as justification (Revised
Job Description).
2. All recommended promotions during the annual performance review process

shall be finally approved in the N & R committee meeting held for this purpose.
3. In case of promotion requirement arising out of new business need the

Management shall approve the particular case on merits.
4. The annual Increments shall be decided based on two aspects, viz Company
performance and individual performance of the employee during the year under
consideration. The final increment awarded the employees shall be sum of these
two components. It will also be ensured during this process that the minimum
increment awarded shall adequately take care of the inflation % during the year.
All increment recommendations during the annual performance review process
shall be finally approved in the N & R committee meeting held for this purpose
5. For the promotion cases the increment shall be 1.5 times of the normal
increment based on the performance category of the concerned employee.
6. An employee who has joined NCT during the year, shall be considered for
increment if the joining date is prior to 1 December, i.e minimum work period of
4 months. The increment awarded shall be on pro-rata basis for the work period.

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Promotion Policy

 This employee promotion policy presents guidelines for advancing and

This policy applies to all regular employees of NCT.

“Promotion” may be a move to a position of higher rank, responsibility and salary.

Promotion of an executive is based on performance, opportunity available and

Necessary criteria for promotion are:

2. Minimum rating Good / Exceeds Expectations level in immediate previous

3. Skillset that matches the minimum requirements of the new role.

4. Personal motivation and willingness for a change in responsibilities.

7. Educational qualification shall be considered valid only if it is from

As NCT has a fair performance management system based on agreed KRA/KPIs,

Process for standard promotions:

At NCT, on completion of financial year, i.e. in the month of April annual

2. Identify opportunities to promote one or more team members, if applicable (by

3. Discuss the promotion with [direct supervisor/ department head/HR and

Other Terms and Conditions

2. All recommended promotions during the annual performance review process

3. In case of promotion requirement arising out of new business need the

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