@ GEOWORLD Recruitment and Selection Procedure GEO-HR- XXX RECRUITMENT AND SELECTION PROCEDURE Approvals Name Position Signature Date (Checked y: Catarina Anténio | HR Manager [rept By: Peter Chisenga __| General Manager OPvne Raele Revision Status- Review Annually col en |) ec 2 ee ox | 108723 [innate sep Pi GEO-HR- X00 Recruitment and Page 1 of 7 Issue Date: May/2023 Scasnpeaan ee omsbrin fat Version: 1 printedvv GEOWORLD Recruitment and Selection Procedure Contents 1.0 Purpose... a 2.0 Scope... . 3.0. Definitions 4.0 — Responsibilities 5.0 Introduction. ae 6.0 Procedure.. 7.0 DATA PROTECTION. 8.0 Appendices.. 9.0 References... © REFERENCES... + FORMS. ‘GEO-HR: KOC Recruitment and Page 2 of7 Tes Date: May/2023 Selection Procedure Document is uncontroed when Date Printed: 18/05/23 Version: 1 printed& GEOWORLD Recruitment and Selection Procedure 1.0 2.0 3.0 4.0 5.0 PURPOSE The objective of the Staff Recruitment and Selection Procedure is for the Company to achieve business objectives by attracting and retaining personnel with the right qualifications, skills set and behavioral atttributes. Geoworld promotes fairness and equal opportunities for all applicants by providing everyone the ‘opportunity to apply for job vacancies. The Company is committed to hiring and retaining top candidates/talent that will contribute to the effective achievement of the Company's overall business and operational plans. SCOPE ‘This procedure outlines the recruitment and selection process for all vacancies that will arise in the Company. It sets out the principles by which all resourcing activities will be managed in the Company for all existing and potential roles, and clarifies the processes involved, including roles and responsibilities. All recruitment shall be subject to approval by the DIRECTOR THIERMAR SARL and DIRECTOR GEOWORLD S.A. The Standing Instruction applies to all Geoworld controlled workplaces and includes administrative employees under the control of Geoworld/Thiermar partnership DEFINITIONS Line Manager ‘A person who is responsible for the performance and output of a business unit. For ‘example, Administration, Engineering, other. Competences The required skills, knowledge and behaviours that need to be demonstrated to perform the job to expected standards Panelinterview Selection interview where the candidate Is interviewed by @ group (or panel) of Roles Existing or planned positions/jobs based on the Company's internal structures. Job Description _A statement of key responsibilities in @ role and the approximate time split among the key responsibilities followed by work activities undertaken under each key responsibilty. It also outlines the minimum acceptable qualifications, competences and other behavioural attributes required of the role holder to perform the role competently Vecaney ‘An unfiled approved role or position and the term “Opportunity” shall have the same ‘meaning as vacancy wherever itis so used in this procedure. RESPONSIBILITIES HR Department * to design, implement and maintain recruitment processes which adhere to the principles and standards described in this procedure and to provide advice to line managers and ensure excellence in recruiting, Operation Department '* to assess the technical aspect of the candidate by means of field test and technical capabilities evaluation, INTRODUCTION legal guideline ‘The Staff Recruitment and Selection Procedure is in compliance with the Employment recruitment agreement by Geoworld and Thiermar. ‘GEO HR 00K Recruitment and Page 3 of7 Tesue Date: May/2003 Selection Procedure Document is uncontrolled when Date Printed: 18/05/23, Version: 1 printed@ GEOWORLD Recruitment and Selection Procedure 6.0 PROCEDURE Below is @ process flow chart for the recruitment process: Approved labour request form submitted to HR position Advertised Internally using, internal communication such as | ‘email and notice boards. Employees | will apply using the application to | apply for advertised position form obtained from HR | Shortlisting | L — Initial sereening done by HR based on job Requirement ~ _Shorlsting done by user department. + Regret letter to be sent to 1. Security Checks (External) Geuceed pier 2. Reference Checks done (External) 3. Promotion/Transfer Letter (Internal) 4, Offer letter (External) 5, Pre - Employment Medicals (External) 6. Safety Induction (External) 7. Engagement & Onboarding “GEO HR Doo RecruTtment ond Page sof? Issue Date: May/2023 Selection Procedure Document is urcantroied when Date Printed: 18/05/23 Version: 1 printed@ GEOWoRLD Recruitment and Selection Procedure 6.1 Vacancy Identification 1¢ Managers in conjunction with the HR department will identify the vacancies in their respective departments and will trigger the recruitment process by providing Human Resources Department with a duly approved labour request. 6.2 Sourcing 6.2.1. Internal Recruitment In the interest of the development and advancement of the current employees, the Company will as general practice offer employees with the required competencies the opportunity to apply for vacant positions before it will consider external applications. The vacant jobs shall be advertised to all our employees. Employees interested in applying for the job shall do so using the Application for Internal Advertisement Form. 6.2.2. Jobs shall be advertised externally where no application letters have been received or for specialized jobs and whenever those already received applications do not meet the set requirements for the job. Roles to be filled by an expatriate shall be advertised on international media. Applicants who submit their applications and CV's shall be regarded as potential employees and will be treated with the same respect and consideration as internal applicants, The vacant jobs shall be advertised in the local papers or recruitment platforms. 6.2.3. Rehires Rehire refers to the employment of a former employee who has left the company on a no-fault basis. A former employee can be eligible for rehire as follows; * Termination as a result of resignation in which notice was given and on good terms with the ‘Company. This employee must have had a performance rating of 3 (Good), ‘+ Termination as a result of redundancy and voluntary separation. Former employees who are not eligible for rehire are the ones whose employment was terminated on the following grounds: Termination on Summary Dismissal = Termination as @ result of unsuccessful completion of the probationary period whether termination by the company or the employee * Termination on Medical Discharge where a Medical Doctor cert discharged medically. 6.2.4, Recruitment of Family Members ‘There is no restriction on applicants who have a family member currently working for the Company being considered for employment as long as the recruitment procedure has been followed and the candidate is selected on merit. However, to avoid conflict of interest and complaints of favouritism, Management will do everything possible to ensure that employees who are related do not work in the same department. s that the employee be 6.3 Selection Guiding Principles 6.3.1 Selection Criteria Initial screening of applicants will be done by the HR Department based on the job requirements, for the advertised position. Shortlisting will then be done by the Human Resources department in conjunction with line department officials and shortlist suitable candidates and set a date for interviews. ‘GEO-HR- 100% Reeratment and Page 5 of7 TSsue Date: Miay/2023 Selection Procedure Document is uncontrolled when Date Printed: 18/05/23 Version: printed@ GEOWORLD Recruitment and Selection Procedure 6.3.2 Interviews Interviews must be conducted by an interview panel which are representative of members from the functional department as well as the Human Resources department. Interview questions shall be competency based and will be classified as Technical and Behavioural and must be asked consistently across all interviews for the position. The interview must be structured and the areas to be covered in the interview shall be pre ~ planned and set in iaison with the functional department. 6.3.3 Practical Tests Candidates interviewing for positions that will involve the operation of machinery, will be subjected to practical tests. These inciude but are not limited to positions such as Operators, Drivers, Engineers etc. 6.3.4 Aptitude Tests Depending on the position candidates may be subjected to aptitude tests in order to ascertain the level of their knowledge, understanding, learnt or acquired abilities (skills) and altitude. 6.3.5 Personality (Psychometric) Tests Depending on the position, candidates may be subjected to personality or Psychometric tests to ascertain the objectivity of their skills and knowledge, abilities, attitude, personality traits and education achievements. 6.3.6 Reference Checks Reference checking will be done by the Company before appointing any external candidate. Reference checks must only be aimed at obtaining information such as duration of employment, Position held, reasons for leaving and qualifications. Referees will also be contacted to obtain a reference. Reference checks shall be documented and placed on personal files. 6.3.7 Security Checks Security Checks will be done by the Security Department of the Company before appointing any external candidates. Verification of information regarding criminal records will be carried out by the Security Department. Security checks shall be documented and placed on personal files. 6.3.8 Offer An offer letter will be sent to the successful candidate, containing the role title, level/grade and salary signed by the Human Resources Manager once approval by respective General Managers for expatriate employees. All applicants wishing to accept an offer of employment shall sign the acceptance clause, which, must be submitted to and received by Human Resources prior to such applicant(s) commencing employment. Acceptance of the offer of employment is subject to satisfactory completion of the pre- ‘employment medical examination and being declared fit for employment by the Company appointed medical officer. The Company in its discretion may engage an employee (aged 55 years and above) with rare skills on contract conditions of employment and service 63.9 Pre~Employment Medicals ‘GEO-HR- 00K Recritment and Page Gof? Issue Date: May/2023, Selection Procedure Document is uncontrolled when Date Printed: 18/05/23 Version: 1 printed@ GEOWORLD Recruitment and Selection Procedure ‘Successful candidates will be subjected to pre - employment medicals conducted by a medical practitioner appointed by the Company. The expense of the examination will be at the cost of the company. A second medical test will be conducted by the Occupational Health Management Board. Additionally, a mandatory drug test will be conducted. 7.0 DATA PROTECTION All records for recruitment and selection will be retained by HR department 8.0 APPENDICES 9.0 REFERENCES ‘GEOWORLD AMENDMENTS: Change Reason why page/reference Responsible Date ‘number person ‘GEO. XK Recruitment and Page 7 of? Tssve Date: May/2023, Selection Procedure Document is uncontrolled when Date Printed: 18/05/23 version: 1 printed