SAUDI GERMAN HOSPITALS GROUP Group Human Resource Department GROUP HR PLOLICIES AND PROCEDURES iE ON APPRECIATING LOYAL STAFF HRIR 02 HRIUR 03Ge Policy No. a > SAUDIGERMAN HOSPITALS GROUP | fRiviRol > e Effectivity: | — Replaces: Manual: HUMAN RESOURCES tae ae ‘ ra Next Revie Title: Policy and Guideline on Appreciating Loyal Start. | NURSWN" | Page 1 of 2 CONTENTS: This policy establishes the guidelines and procedures the organization has to follow in case a dedicated and loyal staff decided to leave the organization in good faith. 2.0. Definition of Terms: 2.1. Loyal Staff — those staff who were able to stay in the organization for five (5) years or more or was able to finished two (2) consecutive contracts. 2.2.” Dedicated Staff — staff who were able to work in the organization with utmost enthusiasm and devoted most of his/her time working for the interest of the organization. 3.0. Purpose of the Policy: 3.1. This is to pay tribute to those staff having spent years of their lives serving the organization and to let them feel they are appreciated and being thanked for sharing valuable years of their lives in the organization. 3.2. For the staff to have good and lasting memories of the organization which they ‘can bring home to their mother land. 40. Guiding Prin 4.1, Initiated by Human Resources Department, a farewell party once a month will be organized in coordination with Personnel Department, CEO Office, N&FS Department, MTM Department and the department/departments under the stafistaffS pay tribute to the staff/staffs leaving the organization in good faith. 4.2. A list of staff leaving for the whole month will be provided by Personnel Department to HR on the first day of the said month. 4.3. This list will be the basis of HR Department in processing the PR for the shields of appreciation and for the reservation in N&FS Department for the loyal and dedicated staff. 4.4. A date of the farewell party will then be decided upon coordination with the department head/department heads of the stafistafTs leaving and finally approved by the CEO. 4.8. Depending on the number of staff who is/are leaving, a venue inside the hospital will be decided. 4.6. If the number of staff leaving in the same month is not more than four (4), the steering room will be the venue of the farewell party. 4.7. If the number of staff leaving in the same month is more than four (4), the Conference Room in third floor will be utilized for the farewell party. 4.8. Food and cake will be provided by N&FS Department against the management account. 4.9. A shield of appreciation will also be provided which will be handled and process by MTM Department initiated by HR Department. 4.10. The party will be officiated by assigned staff from CEO, Department and attended by CEO, COO, CMO and the d SGH Group Policy — 2013 Edition : POLICY &GUIDELINE ON APPRECIATING LOY A,S kAFF "Page, N,the staff is under. attend the party, at least one of them should be present. join the party along with his/her known friends. appreciation to the staff/staffs by the CEO. 4.10.1, If under such circumstances that not all three top managers will be able to 4.11, Staff under the department in which the staff who will leave will also be invited to 4.12. The main highlight of the farewell party is the presentation of the shield of 5.0. Scope of the Policy: of appreciation and a farewell party provided that: contracts was signed. 5.1.2. Was able to finish 5 years in case a five-year contract was signed. he/she is leaving in good terms with the organization. 5.1. _ Staff who are leaving the organization in good faith are entitled to receive a shield 5.1.1. The staff completed two consecutive contracts, in case of a three-year 5.2. The staff’ was able to leave a good and lasting impression in the organization and SIGNATORIES FOR THE PURPOSE OF POLICIES AND PROCEDURES Prepared by: Name: Ms. jam Fatimah Camlian Designation: Group HR Secretary Signature: Date: 244 9 Ip Name: Ms. Hebhtullah Awad Designation: Group Medical Staff Coordinator Signature: Date: ae Hag "= Gi - 22 - m2 u Approved by: Name: jeoud Signature: MASS=R7ECUL Sou 224 fal i> pe Name: Dr. jum Al Najjar” Signature: Qu | 09 / 2013 Renewal Cyele: ‘SGH Group Policy ~ 2013 Edition : POLICY &GUIDELINE ON APPRECIATING LOYALPoticyNo. AM ss SAUDI GERMAN HOSPITALS GROUP HR-MRO2 — sstcones Effectivity: | Replaces: Manual: HUMAN RESOURCES. 15/08/2013 2011 Next Review: Title: STAFF MOTIVATIONS AND RETENTION 14/08/2015 _| Page lof 2 CONTENTS: This policy and procedure deals with the system and guidelines of motivating the employees. 1.0. DEFINITIONS: 1.1. Staff Motivation — is to provide with some incite or impel inner drive, impulse, intention that forces a person to act in a certain way for incentive or goal. These motivations are linked to performance evaluation that must be attained, if not excelled by the staff. Staff motivation may include the following motivators: (Refer to Attachment “A” for the summary.) 1.1.1. Alignment/Promotion Adjustment — is awarded to the staff transferred to a new project on a better or higher position. Is elevating or upgrading one’s position to fill up position vacancy provided that the candidate is qualified for that new position and having very good performance. 1.1.2. Salary Increment awarded to staff having good performance yearly and during re-contract. 1.1.3, Bonus — is a quarterly motivation in the form of cash as per performance. 1.1.4. Cash Incentive — is a motivation in the form of percentage from cash gross receipts for OPD Doctors and nurses. 1.1.5. Best Employee of the Month/Year is a motivation for best performer other than routines during the month or year. 1.1.6. Best Department of the Year is a motivation for a department performing well during the year. 1.1.7. Spot Award “You have done well.” — for any staff found to have done a good job on the spot. 1.1.8. Best in Quality — for hospital excelling in the quality endeavors. 1.1.9. Best Safety Suggestion — for suggestions regarding safety in the hospital and with patients 1.1.10. Best Research — any research considered as one of a kind, 1.2. Staff Retention is keeping the staff to work continuously in the hospital through establishing trust and loyalty, by motivation, and providing training and career development. 2.0. PURPOSES: 2.1, To keep the staff at least during the contract duration or longer, if both parties are satisfied. 2.2. To save the management from high rate of manpower tumn-over resulti recruitment. 2.3. To attract other candidates to join SGH workforce. to high cost of 3.0. POLICY STATEMENTS: The application of performance appraisal shal separate policies and procedures to be more transparent, ei4.0. PROCEDURES: individual policies and procedures: 4.1, 42. 43. 44, 45. 4.6. 47. 48. 49. 4.10. Alignment/Promotion Adjustment (HR-40.1) Bonus ~ (HR-40.2) Cash Incentive — (HR-40.3) Best Employee of the Month/Year (HR-40.4) Best Department of the Year (HR-40.5) ‘Spot Award “You have done well.” — (HR—40.6) Best in Quality - (HR-40.7) Best Safety Suggestion — (HR-40.8) ‘Survey Motivation (HR-40.9) Best Suggestion of the Month/Year (HR-40.10) For individual process of the staff motivation and retention, refer to SIGNATORIES FOR THE PURPOSE OF POLICIES AND PROCEDURES Prepared by: Name: Ms. Mariam Fatimah Cat Signature: Date: Designation: Group HR Secretary 1 Name: Ms. Hebatullah Awad Designation: Group Medical Staff Signature: 4 Date: Coordinator 04-14 - a Approved by: Name: Mr. Nasser Seoud | yrenassdshoae -oud Signature: Name: Dr. Mamoun Al N: ‘Sauei Ger Signature: Date: 2e/oa/ir Renewal Cycle: Yearly: ssignation: Group HR Director Date: 24 JA ( (3 Designation: Group COO ‘SGH Group Policy 2013 Edition : STAFF MOTIVATIONS AND RETENTION Page 2Aa Policy No. —> we > SAUDI GERMAN HOSPITALS GROUP. | [OCT NO. sus connirn Effectivity: | Replaces: Manual: HUMAN RESOURCES neteeaaTs anti Next Title: Family Plan Policy (Optional) Review: | Page 1 of 3 14/08/2015 CONTENTS: This policy contains the benefits due an employee of the SGH Group who are bonafide members of the Optional Family Plan. 1.0. PURPOSE OF THE POLICY : 1.1. The “death” meant here is any natural end of life, not caused by an intentional will of the employee such as suicide or used of harmful substance (drugs, spirits, etc) which led to death. 1.2, Death meant here is “any death occurred naturally or as a result of job or non- job injury. 1.3. Disability us defined as a “condition caused by any work related injury or non- work related injury which prohibits the employee from performing his job partially or totally”. 2.0. DEFINITION OF TERMS: 2.1. Ticket Entitlements — fully paid air ticket as provided in the employment contract or approved by the management. 2.2. Vacation leave — paid time off earned by eligible regular permanent classified staff for the purpose of rest and relaxation. 3.0. SCOPE, PROCEDURE AND ENTITLEMENT OF THIS POLICY: 3.1. Each staff who is one of the SGH big family and his/her name is in the SGH payroll will pay SR10/month to be deducted from his/her salary. 3.2. Anyone who goes on vacation for a long period should complete his/her contribution to be SR120/year (i.e. SR10/month upon his her arrival). 3.3. This amount is to be allocated in a separate account in SGH financial books. Withdrawal from this account will only be by President or Vice President. 3.4. An amount of SR 30,000 will paid to the family of the late staff as per his/her nomination before death. If the amount in the account is less than SR. 30,000, Mr. President will put the rest from his personal account. 3.5. A list of the existing staff who agree to contribute from each department to be submitted to Personnel Department giving the ID number, name of the staff and name of the beneficiary and his signature. On the other hand the Personnel Department is informing each new arrival of that option. 3.6. Any staff that leaves SGH can get 50% of his/her contribution. 3.7. This is applicable whether the death happened in SGH, KSA or even during his/her vacation in his/her own country or whether the death is normal or by accident. 3.8. This amount of SR 30,000 has nothing to do with the late staff fi ‘or his/her account with the hospital or his/her contribution. eS ‘SGH Group Policy 2013 Edition : FAMILY PLAN POLICY (OPTIONAL)3.9. This amount is to be sent by a bank draft in the name of the beneficiary and to paid only under the name of the 1" beneficiary. 3.10. Beneficiary name can be changed every year by the staff himself/herself under his/her signature; this form is to be kept in his her fie. 3.11. Any staff who leaves the hospital after completing 10 years in the hospital can still participate in the Optional Family Plan for the next 3 years after his/her departure and an amount of SR360 is to be deducted from his/her final settlement and in case he/she died during these 3 years, his/her family will get the SR30,000 provided that he/she did not withdraw his/her contribution for the whole period. 3.12. Upon the completion of the 3 years, after leaving SGH Group, the staff can withdraw the 50% of his contribution that can be wired to any bank account of his choice. 3.13. In case of disability due to work or non-work related injury that prohibits the employee from performing his job partially or totally during the contract period or during the 3-year period as stated in item 3.11, a handicapped member of the Optional Family Plan shall be entitled to receive benefits accordingly, provided that a medical report or disc treatment duly signed and certified by the attending physician is submitted by the injured member, his/her beneficiary or a designated representative to the concemed SGH Group branch. 3.14. 3.12. Full Disability — a member of the Family Plan shall be entitled to SR 30,000 3.15. Partial Disability — a member of the Family Plan shall be entitled to 50-75% of the total proceeds, depending on the severity of the injury or disability as decided in the Medical Report or Disc Treatment. ‘SGH Group Policy 2013 Eilition. : FAMILY PLAN POLICY (OPTIONAL) Page 2SIGNATORIES FOR THE PURPOSE OF POLICIES AND PROCEDURES Prepared by: Name: Ms. Mariam Fatimah Camlian Signature: Designation: Group HR Secretary aslales Date: Name: Ms. Hebatullah Awad Signature: 4 by Designation: Group Medi Coordinator Date: 04-22- we Approved b: ‘Name: Mr. Nasser Seoud AMR, NA: Signature: = Name: Dr. Mamoun Al Najjar Signature: 2 /A/ 2012 Renewal Cycle: su Fate: 23 [AIZ Designation: Group HR Director Designation: Group COO Da Yearlyy SGH Group Policy ~ 2013 Edition FAMILY PLAN POLICY (OPTIONAL) Page 3