APS - New Onboarding Manual (Nov 17)

Adcorp
Professional
Services
Induction
Overview
1
Index
1  Adcorp Holdings Overview  Paracon Overview
12
2  Adcorp Holdings CEO  talentCRU Overview

13
3  Adcorp Values  Torque IT Overview

14
4  APS Group Overview  DAV Overview

15
5  APS Group Structure 16

The Personnel Concept Overview
6  APS Company Profiles  Our Staff Policy

17
7  Our CEO  Our Social Media Policy

18
8  Our Management Team 19 Our IT Policy
9  Our Strategy 20 Decent Work
10  allaboutXpert Overview 21 ADValue Programme
 Mondial IT Solutions
11  The APS Pub
22
Overview
 Tip-Offs Anonymous
23
This document is copyrighted and remains the property of Adcorp Professional Services, a division of Adcorp Holdings 2
Adcorp Holdings Overview
Adcorp CEO
Innocent Dutiro
"I am proud to be leading the Adcorp team on this journey as we aim to strengthen our position in the market
and contribute positively to the chosen geographies in which we operate."
Innocent, who was the CEO for Africa He holds BSc and MSc degrees in
and Asia at MMI Holdings Limited since Mechanical Engineering coupled with a
June 2016, is a senior business leader MBA underpinned by a considerable
credited with extensive and varied business and personal network across
executive and board-level experience in several sub-Saharan countries.
strategy, consulting, business
turnaround, post-merger integration, He is a highly effective negotiator and
performance improvement, and communicator with strong people skills
executive management in the banking, along with solid leadership, problem-
fast-moving consumer goods (FMCG) solving and decision-making abilities and
and engineering sectors. an eye for the bottom-line. He has held
senior leadership positions at Bain &
Company, Deloitte Consulting, Gemini
Consulting, Nedbank Retail Bank and
South African Breweries (SAB), among
others.
Adcorp Professional Services CEO
Mark Jurgens
"Today the impact of talent is rising as never before, separating the leaders from the stragglers. When an
organisation has the best talent, perfectly aligned with its vision, strategy and culture, the sky truly is the limit."
Mark founded Paracon, an Adcorp

Professional Services company in Furthermore, Mark initiated the
1995 and was responsible for its turnaround and creation of talentCRU,
successful listing on the JSE. As an Adcorp Professional Services
CEO, he led the company through it’s company that has successfully become
transformation and successes; initiating the largest MSP and RPO business in
the company’s development into new South Africa.
markets. The group now generates in
excess of R1billion in revenue. Subsequent to the offer from Adcorp
Holdings, Paracon Holdings Limited de-
As a senior executive and industry listed but Mark remains CEO. His
leader, Mark has founded 8 start-ups management responsibilities expand
and has acquired and integrated more across various Adcorp subsidiaries both
than 15 companies into a worldwide nationally and in Australia.
offering.
Adcorp Values
Setting the scene
This is how we roll

We…
are all equals, professionals, no hierarchy and all expected to
deliver
radiate smart trust and respect
all input is valued
make no assumptions, ask questions
co-create!
Our Global Story: Vision, Mission and Values
To be a global workforce solutions company of consequence focused

on Africa, the Middle East and Asia Pacific
Relationship driven. Partner of choice. Everybody wins!
Adcorp Holdings
ADCORP 2.0
Linking it all together
Adcorp Professional Services
Professional services Support services Industrial services
• A segment of staffing that includes • A segment of staffing that includes  A segment of staffing that includes the
the placement of workers in the placement of support staff, better placement of ‘blue collar’ workers;
professional IT related jobs. known as ‘white collar’ workers.  Industrial staff includes technicians,
• Support staff includes nursing, artisans, construction, manufacturing
clerical, administration, office and call engineers, logistics and warehousing
centre related jobs. related jobs.
Services and solutions Services and solutions Services and solutions

Independent Contracting Temporary Employment Services Temporary Employment Services
Bulk Bulk
Temporary Employment Services Temporary Employment Services Temporary Employment Services

Contingency Contingency Contingency
Permanent Employment Services Permanent Employment Services Permanent Employment Services
Managed Services Human Resource Outsourcing Functional Outsourcing
Training Training Training
8
This document is copyrighted and remains the property of Adcorp Professional Services, a division of Adcorp Holdings
APS Group Overview

Strategic Service Offering
Contingent
Permanent
Project management solutions
Managed services provider (MSP)
Recruitment process outsourcing (RPO)

3500+ Contingent workforce
Statement Of Work/Managed Services 7000+ Permanent placements per year
Digital recruitment solutions 700+ Permanent employees
Offices in North America, UK & Ireland, Africa,

South Africa, Middle East, Australia and Asia
Outsourcing
R6,7 billion FY2018 budgeted revenue (including
R600 million Nihilent)
Training R256 million FY2018 budgeted normalised
earnings (R25m PAT Nihilent)
Consulting
Services
APS Group Structure
100%
100%
100%
100%
100%
80%
100%
100%
100% 100%
100%
100%
100%
110000%%
APS Group of Companies
Paracon SA, allaboutXpert and Mondial are industry-leading workforce management companies, trading under the
Adcorp Professional Services trademark; offering diverse ICT talent management solutions across a vast spectrum
of industry sectors.

Paracon SA provides ICT resources across the whole spectrum of IT specialties and
functions, including but not limited to business analysts, systems analysts,
project/programme managers, consultants, analyst programmers, mobile developers,
testers, test analysts and test managers, desktop / PC support and infrastructure specialists.
Mondial IT Solutions is a consulting and services business focusing on SAP. Their core
competence centres on the provision of SAP consultants across industries, with a deep
specialisation in manufacturing, mining, oil & gas, as well as retail sectors. Mondial provides
SAP resources to the market with the right skills for their clients within the agreed
timeframes, through an efficient and motivated team.
allaboutXpert has extensive experience in delivering large project and programme

implementations, leading in the provision of project management and project office products,
services and tools.

Torque IT provides authorised instructor-led training that serves to assist organisations in
unlocking the full potential of the technology solutions and human capital at their disposal.
talentCRU provides specialised offerings that reflect cutting-edge global innovations,

tailored to the South African market. Recruitment Process Outsourcing (RPO) and Managed
Service Providers (MSP) solutions are gaining momentum in South Africa, as organisations
acknowledge the value of outsourcing non-core business elements.
DAV specializes in permanent recruitment for Commercial, Financial Markets, IT and

Telecoms, Engineering and Executive Search markets. With over 41 years of specialist
recruitment DAV is the longest standing specialist consultancy in South Africa. DAV uses
world-class technology to find and match the most talented candidates to a client's job
requirements, culture and business environment.
The Personnel Concept is a market leader in financial recruitment. Their niche focus,
together with their enduring business partnerships has allowed them to develop an intimate
understanding of the industries in which their clients and candidates operate. For
candidates, they offer access to high level opportunities within select areas of finance
and for clients they offer access to a comprehensive and selective database of candidates.
Tiger Tail Digital, is our newly created company focusing specifically on digital skills
recruitment. This is a niche business providing digital talent (perm/contracting/solutions) for
leading organisations who have embarked on digital transformation. It’s about thinking
differently – doing things differently – putting the right people in the right place to achieve the
required progress.
The Group’s specialist workforce management offerings, best-of-breed business practices as well as a solutions-based
approach to talent acquisition and retention, means we do not only resource organisations but also add significant value to our
clients. Driven by digitisation and innovation there is a constant focus on the latest technologies, assessing how digital
innovations impact interactions with stakeholders and utilising big data to predict the future demands of customers.
As a Group we strive to enrich the lives of our workforce through various socio-economic development initiatives and training
programmes. A great deal of emphasis is placed on developing and upskilling the sizeable candidate base and increasing
empowerment credentials across the Group’s activities in South Africa.
APS Management Team
Mark Jurgens
South Africa
RESOURC ING
Resourcing Tiger Tail
Digital
Natasha
SUPP ORT Paula Croeser Dennis Grant Graham Bentley Carl Raath Pieter Grobbelaar Maria Me iring
Williams
RPO Solutions/
Solution/ Internal
Finance MSP SA - MD ServicesHub
Services Hub Sales Development
Anneline van Angelique
Crissy Pereira Paula Croeser Leana Marais Colleen Moss
Rooyen Burger
Talent
Talent IT & Telecomns
RPO CoE Solutions
Development Finance JHB
Ayob Alli Theunis Botha Robbyn Gerhard de
Maria Meiring Lu is ette Mullin
Crystal Gertz e Wilkins on Beer
Ann Tucker
Ro chelle Lucas
Business Financial
Michelle Nash Delivery
Enablement Markets JHB &
Michael Shaheen Seedat RESOURC ING CPT
Legal & Patterson
Compliance Joanne
Sam Meyer
Hoogstad/
Claudette du Preez
Jan ette Estimation &
Cumming Agile
Engineering JHB
Hendrik K euris RESOURCING & CPT
Hillary Myburgh
Shireen G ebers
Amy Stein
Cathie Kirk
MICROSOFT (GP)
Human Adriaan Louw TPC
Resources (WC) Rick Branco
Princess
Ntenteza
Jacob Viljoen Commercial
Lyzette Lourens JHB & CPT
RESOURCING
Norma Majama Judy Ho fer
Winona De Necker
Product
Development
Ada de W et Commercial
Lino Steenkamp (GP) JHB & CPT
Erika
Maxeen Bremer
Reeves(WC)
Solution D esign
Reception &
David Steyn
RESOURCING Office Support
Natasja Hedding
Graham Bentley
SOLUTIONS
Resourcing
Robbyn Wilkinson Centre
Anita
12Hoole
APS Strategy
Our Strategy
Macro Trends
• Procurement trends are changing
• Managed Service Provider (MSP) and Recruitment Process
Outsourcing (RPO) offerings are gaining momentum globally and in
South Africa
• Clients are asking for holistic solutions
• The USA and Europe are characterised by large players servicing
multi-national companies
• Emerging markets still hold much promise
• Heightened corporate activity in the sector
• High adoption rates of digitisation
• Sustained margin and credit term pressures
• The South African market is characterised by:
o Low economic growth and negative jobs curve
o Increased industrial action
o Consolidation in the market
o Significant opportunity to grow our market share
• There has been a resurgence in the use of temporary workers globally
as companies prepare themselves for the digital age where new and
more advanced skills are required.
Our Strategic Response

• To adopt a strong client and candidate-centric approach
o Know our candidates and clients
• To focus on emerging markets where we can compete on an equal footing
o Africa, the Middle East and the Asia-Pacific region
o These markets are characterised by:
They are not dominated to the same extent as the US and European markets
Offer good growth potential
There have been relatively low adoption rates of sophisticated solutions such
as MSP and RPO (ability to get in on the ground floor)
Increasing trade and investment flows between Africa, the Middle East, and
the Asia-Pacific region
Resource-based linkages between Africa, the Middle East, and the Asia-
Pacific region
• To embrace digitisation to create “Apple” experience for our clients and
candidates
• To build a world-class “clip-on” back office backbone
o Optimised, standardised processes and procedures
o Serviced by a highly digitised shared services centre (economies of scale)
• To raise capital in international capital markets for future international
expansion
• International strategy
o Discussions with international financiers significantly advanced
o Strong support for internationalisation strategy
o Acquisition opportunities identified
o Plans for IPO of international business being firmed up
o Significant value uplift potential
o Raise capital in international capital markets for future international expansion
APS Strategy
Our Strategy
New system implementation

• Bond Adapt cloud based recruitment software across APS
Tiger Tail Digital

• Launch in May (SA and Australia), Hackathon for the design and part of the launch
• Include roles in UI/UX, social media and marketing analytics
• Largest number of roles outside ICT and an untapped contracting offering
Statement of work (SOW)

• Vehicle for bulk staff augmentation (still billed on T&M)
• Resources encompassing a variety of roles and skillsets (still billed on T&M)
• Work performed under a managed service model (fixed price billing tied to deliverables and/or
milestones)
• Each step up the value curve brings higher margin potential, but comes with more risk and a
greater need for subject matter expertise, PM capability, and a robust service and delivery
capability.
Develop niche practices (specialised skillsets)

• Cyber Security
• Launch of graduate programme, 2 year training program with TorqueIT and Rhodes University
• Massive opportunity for contracting and permanent
• RPA (Robotic Process Automation)
• Opportunity to create new company with experienced RPA team
• Train and place RPA skills, technology agnostic
• Digital, big data, SAP, Agile, Open source, and cloud technologies
APS Strategy
Our Strategy
Strong company culture

• Create a winning culture
• Honest. There is high integrity in all interactions, with employees, customers,
suppliers, and other stakeholders;
• Performance-focused. Rewards, development, and other talent-management
practices are in sync with the underlying drivers of performance;
• Accountable and owner-like. Roles, responsibilities, and authority all reinforce
ownership over work and results;
• Collaborative. There’s a recognition that the best ideas come from the exchange and
sharing of ideas between individuals and teams;
• Agile and adaptive. The organization is able to turn on a dime when necessary and
adapt to changes in the external environment;
• Innovative. Employees push the envelope in terms of new ways of thinking; and
• Oriented toward winning. There is strong ambition focused on objective measures of
success, either versus the competition or against some absolute standard of
excellence.
Quality of internal company staff

• Invest time in the screening process for internal hires, provide training and
mentorship
• Develop talent
• Wellness programs, contests and sanctioned social gatherings to foster
collaboration and team spirit
Back office restructure and cost cutting

• Consolidating SA back office
• Look to reduce staff with the implementation of new system
• Pay actual usage costs to ASSC and GENPACT
APS – aaX Overview
Our Vision
To help our clients to deliver their projects better
Project management and project office products, services

and tools
Implement projects on an outcome or consumption basis
Assess project delivery environments and project offices
Microsoft
Estimate complex IT projects using our world class toolset Services
Facilitate various project workshops and team builds
Build and run project offices

Project
Management
Train in project management and project delivery disciplines
Consulting
Product Project
Development Management Estimation Centre of
Resourcing Services Excellence
APS – Mondial IT Solutions Overview
MONDIAL IT SOLUTIONS
Our Vision
Providing flexible and scalable SAP consulting services
SAP is our game

Approach
Sourcing, assessing, cross-skilling of SAP consultants
Blueprint and system design services
Understand
Functional and technical consultants across modules
Project management services
Analytics Solutions
Engage
HANA Projects
Success factors, RE, FIORI
Consulting Advisory Services – Design Thinking & Prototyping HANA
Professional Services Industry Solutions
APS – Paracon Overview
Our Vision
Providing clients with comprehensive ICT resourcing solutions supported by
technology
Finding the right resources, with the right skill, for your business
Resource selection based on skill, quality, B-BBEE and “right culture fit”
ITO Resource solutions co-designed with our clients
Dedicated client relationship manager
Value added partnerships (MIE)
Up to date information regarding ITO resourcing and the labour broking

industry through our memberships with the ITA and APSO (and through these
bodies, CAPES and BUSA)
Competence and capability assessments
ICT resources across the whole spectrum of IT specialties and functions.
IT Outsourcing and permanent workforce solutions
Learnership programme
APS –Talent Development
High Level Talent Solutions
19
APS – Talent Solutions (SOW)
Statement of Work Offering
20
APS – talentCRU Overview
Our Vision:
Enable organisations to revolutionise the fulfilment and management of their
workforce strategy using customised talent solutions
Great partnerships make greater things happen
Managed Service Provider
Recruitment Process Outsourcing
Hosted Recruitment Centralised

Ease of control
engagement
Blended Models
Increased
Consulting / Advisory visibility and
transparency
Compliance Leadership
Cost saving
Guaranteed
Benefits
Increased
process
efficiencies
Access to
market
Scalable intelligence
recruiting and BI
capacity Risk
mitigation and
compliance
ADCORP
APS PROFESSIONAL SERVICES
– Torque IT Overview
Our Vision:
Committed to empower Individuals and Organisations, by fusing innovation
and experience, to deliver cutting-edge ICT training & certification solutions
PIVOTAL AGILEPM AWS BRMP CISCO COBIT COMPTIA DEVOPS
VMWARE Closing skills gaps through revolutionized instructor-led training to accelerate EC-
business success COUNCIL
Flexible delivery formats, including turnkey onsite training at clients’ premises ISO
VEEAM
27001
Convenient six-month rolling public schedules, across national branches
TOGAF Real-time live instructor-led training via the internet, and full access to labs for practical ISC2
application
Off-the-shelf vendor defined curricula aligned to the relevant certification examinations

SUSE ITIL
International PC-based Pearson VUE examinations & classroom-based APMG Service
Delivery certifications
SDI Acceptance of Microsoft SATV’s, Cisco Learning Credits and VMWare Learning Credits KEPNER
as payment methods TREGOE
Offering fully customized training solutions on the most relevant and timely content
SCRUM-
STUDY LEAN IT
Course re-attendance options available to ensure maximum knowledge retention
Experiential MICT SETA NQF aligned programmes include Learnerships, Internships and
Skills programmes MICRO-
LPI
SOFT
RESILIA RED HAT PYTHON P3O PRINCE2 PMI ORACLE MSP M_o_R
APS – DAV Overview
Our Vision
To continue our legacy of being the longest standing specialist consultancy in
South Africa
 DAV recruits in a manner that influences the lives of their candidates and the bottom line of their clients in
a positive, sustainable way and at the same time, providing a recruitment solution that is unmatched
throughout South Africa!
 Offering expert permanent recruitment and placement across the following areas of specialisation:
Commercial Recruitment
Financial Markets Recruitment
IT & Telecoms Recruitment
Engineering Recruitment
Executive Search
 DAV offers their Candidate Resource Centre that makes use of the most advanced sourcing technology
available to source candidates with elite and scarce skills. (Turnaround time to source, screen and
present suitable candidates to our Consultants: 3 days)
 Representing the top 20& of candidates in their profession; DAV’s turnaround time to present a shortlist
of suitable candidates is unmatched in the market!
 DAV is committed to transformation in South Africa in both the letter and spirit of BBBEE:
DAV is rated Level 1 through Empowerdex and in addition, classified as an empowering

supplier with 91.8% Black Ownership and 51.09% Black Women Ownership, allowing
clients to recognise 135% of their spend with DAV as BEE procurement.
 By partnering with DAV, you will have the advantage of working with a company that:
 Has the know-how;

 The technical team to work the jobs;
 The resources to uncover the top 20% of market professionals;
 Over 20 years of built-up networks and relationships;
 An in-depth understanding of the market and industry trends and,
 41 years of experience in Specialist Recruitment.
APS – The Personnel Concept Overview
Our Vision
To enhance the competitive advantage of South African businesses by providing access to
high calibre professionals, and in turn providing exceptional career opportunities across the
Finance industry.
Leaders in specialist recruitment since 1982
Specialists in Finance recruitment, covering Audit, Tax, Legal, Investment, Banking, Executive
and Corporate Finance.
Assisting clients in the formulation of hob specifications
Market research and knowledge on industry remuneration
Facilitating negotiation process to ensure clarification is obtained
Team of highly niched specialist recruiters that manage the completely recruitment cycle and
more
Contingency recruitment – fee paid only on successful commencement of candidate
Contractual recruitment – offering specialists on a short-term basis for projects and other
temporary assignments
People Are Not Your Most

Important Asset…
The Right People Are
APS – Tiger Tail Digital
Our Vision
We’re a team of researchers and head-hunters deeply entrenched in digital communities working to unite
leading digital talent with organisations.
To close the digital talent gap in whatever format suits you.
Design Your Digital Future.

Tiger Tail Digital – a company within the Adcorp Professional Services group of companies, operating in
South Africa and Australia – unites leading digital talent with organisations to close the digital talent gap.

This space is not about matching a CV to a job, it is about thinking differently – doing things differently –
putting the right people in the right place to achieve the required progress.
Design, UX, UI |

Digital Marketing & Media | DevOps
Cyber Security | Digital Architecture |
Data Science, AI, Machine Learning |
RPA | Agile |
We peddle our wares at 20% on perm, 20% margin on flexible workforce solutions (eg. Contracting) and
25% on international roles.
Staff Policy
LANGUAGES
Without derogating from the other official languages of the country, the Company adopts English as
the language for conducting daily business affairs. Employees reasonably requiring explanation or
interpretation of any communication which directly or indirectly impacts on their jobs will, as far as is
reasonably practicable, be provided therewith.
HOURS OF WORK
• Hours of business are outlined in each individual’s contract of employment. Employees are to abide
by good timekeeping practices.
• The Company is flexible to the extent that it will endeavour to arrange working times of employees
in accordance with the needs of their job, the provisions of any Act regulating health and safety and
with due regard to the family responsibilities of employees. This is always subject to inherent job
requirements which are justifiable.
SMOKING (INCLUDING THE USE OF E-CIGARETTES)

• The Company underwrites the constitutional right to a health and safe working environment. In view
of this, and in line with legislation, smoking will not be allowed in Company buildings.
• Employees who smoke may do so in designated areas only (if applicable) and then it may not
negatively impact on performance/inherent job requirements.
• Whilst we applaud and support all efforts of smokers to quit the habit, and even though it is not a
legal offence to “smoke” e-cigarettes in a public place, e-cigarettes do release a vapour or
substance often including nicotine. In order to ensure we maintain an enjoyable and comfortable
working environment for all, the Company does not allow the use of all smoking devices, including
e-cigarettes, in the premises. Anyone wishing to make use of these items must do so in the
designated smoking areas.
DRESS CODE
All employees are to dress business smart and in a manner which enhances business objectives and
which does not cause dissention at the workplace. The way you dress makes an impression on our
brand.
Employees need to take extra care in their appearance to ensure they look professional at all times.
This is not limited to client and contractor facing employees.
Please note that the following is considered as inappropriate business attire: casual sleeveless vests,
sun-dresses, overexposed shoulders, midriffs, cleavages and legs, glitzy evening wear and shoes,
casual sandals or sneakers, slip slops, shorts or micro-miniskirts. Although we do have a casual day
policy for Fridays, this is still regarded as "business casual" and the above inappropriate items still
apply.
Staff Policy
USE OF COMPANY LAPTOP
Certain employees will be identified as essential laptop users who, as a result of their normal duties
are required to be away from their office or normal place of work on a regular basis and for prolonged
periods, or as a result of the nature of their duties, and whose productivity and/or production of income
would be enhanced as a result of having access to a laptop.
Please familiarise yourselves with the staff policy with regards to your responsibility.
BRING YOUR OWN DEVICE POLICY (B.Y.O.D)

Authorisation for employees wanting to connect own devices to the Adcorp network will be granted.
Please familiarise yourself with the staff policy in relation to the terms & conditions.
PAYDAY
Payment is made between the 26th and last working day of the month (Saturday is regarded as a
working day).
EMPLOYEE FINANCIAL ASSISTANCE

• The Adcorp Group is the owner of Adcorp Support Services (Pty) Limited (ASS), which is a
company registered as a Credit Provider and which already holds the expertise and has the
employees complement to manage the workload of administration and taxation which has become
both onerous and full of risk in the operating companies.
• Through the services of this company, Adcorp can provide limited financial assistance to qualifying
employees where such employees cannot obtain loans from comparable lending institutions.
WORKPLACE FIREARMS & DANGEROUS WEAPONS

• In terms of the OHS Act of 1993, it is the intention of the Company to provide a work environment
conducive to attaining high work performance and as free as possible of safety and health hazards.
Aligned to this employees are notified that the carrying of firearms and/or dangerous weapons is
not permitted on any of the Company premises or whilst working on customer or supplier premises.
Definitions:
• Firearms – any rifle, shotgun, pistol or revolver or any other firearm from which a shot or shots are
discharged by an explosive.
• Dangerous Weapons – any knife, device, gas, liquid, other substance or instrument which, in the
manner used is calculated or likely to produce death or cause great bodily harm.
• Facilities and Premises – real property and immovable property under the authority and control of
Adcorp, this includes customer on-site premises.
LEAVE
• Prior permission must be obtained for any absence other than illness and employees are to personally inform
management as soon as possible on the first day of absence (not later than 09:00) if the employee is unable
to attend work for any unforeseen reason. Absenteeism (unauthorised) may result in disciplinary and other
corrective action being taken.
• Planning for work to continue during the absence of an employee is vital to the operation of the company.
Employees are required to contact management on every day of absence to inform them of developments in
order that such planning can take place (unless otherwise agreed). This applies to absence due to illness
and any other unforeseen reason.
• It is specifically recorded that the requirement to contact management means that the employee must
contact their Manager personally so that appropriate plans can be made for the employee’s absence. Text
messages are not an acceptable form of contact.
• Please refer to the ‘staff policy’ for detailed guidelines around annual leave, sick leave, maternity leave, study
leave and family responsibility leave.
LEAVE FORFEITURE (EFFECTIVE 1 MARCH 2017)

Annual leave is accrued to all employees of the Group. The purpose of annual leave is to allow for defined
compulsory employee rest periods to allow for rest and revitalisation. There is a health and safety element to be
considered in that employees who do not take the regulated time off can, eventually, be a danger to themselves
or others in the workplace and there is a necessary employee wellbeing benefit. There is also an audit
requirement that the amount of annual leave due to employees which remains untaken should not be left
unmanaged, as this is considered to be an unacceptable risk. (Please refer to the ‘staff policy’ for detailed
guidelines).
Leave Forfeiture
• Where an employee has not taken leave, or only taken part of their allocated annual leave entitlement, by the
time 6 months after the leave cycle has elapsed, leave will be capped at their annual entitlement plus 50% of
the statutory entitlement (7.5 days) and will no longer accumulate until leave has been taken. This will be
done by forfeiture of one month’s accrual from the previous years’ balance
• As an example – NB the dates and leave entitlements inserted are for example purposes only. Each
employee will have their own leave cycle date and entitlement:
o Employee joins the company on 1 January 2015;
o Employee has a 15 day per annum annual leave entitlement;
o On 1 July 2016, the employee, having taken no leave (or only a portion thereof) during his 18 months of
employment, now has up to 22,5 days accumulated (i.e. 15 days from 2015 and 7,5 days up to end June
2016);
o During the month of July 2016, 1.25 days of annual leave accrued in the previous year, will be
automatically forfeited leaving the employee with a balance of 22,5 days;
o In brief, in the 7th month after the leave cycle, no employee may have more than their annual entitlement
plus 50% of the statutory entitlement in their accumulation. Anything in excess of that amount will be
forfeited in that 7th month and so on for each month thereafter until leave is taken and the accumulation
of leave days is under the capped amount.
Exceptions
The only exception to this forfeiture policy will be when an employee has applied for leave in good time and
such leave is denied by the company due to operational needs. In such an event, the company concerned will
be required to motivate IN DETAIL, to Group Human Resources, as to why their operation will not survive the
employee’s absence and notify a firm date within a reasonable period and agreed to with the employee
concerned, as to when the leave can be taken. In the event that the motivation is sufficient, permission may be
granted to retain the leave until the agreed upon date.
General
No employee may take annual leave during the month of resignation, as per the BCEA.
28
Social Media Principles & Policy

WHY WE HAVE THE ADCORP SOCIAL MEDIA PRINCIPLES AND POLICY
Adcorp has a very robust social media policy in place, which can be viewed here. The purpose of this
policy is to empower employees to be actives on social media channels and support the company in
positive ways.
As a staff member of Adcorp Professional Services, you need to ensure that you read this document
carefully and that you adhere to all the policies and procedures stipulated therein. Failure to do so
could result in disciplinary action.
THE FIVE CORE VALUES OF ADCORP IN THE ONLINE SOCIAL MEDIA COMMUNITY
• Transparency in every social media engagement
• Protection of privacy
• Respect of copyrights, trademarks, rights of publicity and other third-party rights in the online social
media space
• Responsibility in our use of technology
• Utilisation of best practices and compliance with applicable regulations
FIVE PRINCIPLES FOR EMPLOYEES’ ONLINE SOCIAL MEDIA ACTIVITIES

These five principles refers to the personal or unofficial online activities of all Adcorp employees where
the group or operating companies may be referred to:
• Adhere to the Code of Ethics and Business Conduct, the Adcorp Media Policy and any other
applicable policies
• You are responsible for your actions
• Be a “scout” for compliments and criticisms
• Let the subject matter experts respond to negative posts
• Be conscious when mixing your business and personal lives
OTHER AREAS COVERED IN OUR SOCIAL MEDIA POLICY

The following points are also covered by the Adcorp Social Media Principles and Policy:
• Expectations for online spokespeople
• Social media registration form
• Acceptable use of internet, social media and other electronic forms of communication
• Guidelines for posting
• Reservation of Group and Company rights
Acceptable Usage Policy
WHY WE HAVE THE ADCORP ACCEPTABLE USAGE POLICY

The Adcorp Acceptable Usage Policy governs the usage of IT within the Group, across hardware,
software and online components. The purpose of this policy is to ensure the appropriate use of
company computers, internet connectivity and online communication, both internal and external to the
companies with the Adcorp Group. You can find the full policy document here. You are required to
acquaint yourself with this policy and adhere to the rules and regulations set out therein. Failure to do
so may result in disciplinary action.
WHAT DOES THE ACCEPTABLE USAGE POLICY COVER

• Group Information Technology responsibility
• User compliance
• Expectation of privacy
• Requests for additional software of services
• System and resource usage
• Access control
• Company owned equipment and personal devices
• Acceptable use as it relates to public representation and social media
• Email usage and etiquette
• Computers and internet usage
• Remote access and 3G card usage
• Laptops, notebooks and mobile devices
• Default privileges
• User separation
• Respecting privacy rights
• Message forwarding
• Purging electronic messages
• Information security and ownership
• Information protection
• Backup of user data
• Reporting security problems
• Security issues
• Disciplinary process when violation of policy occurs
• Reservation of Group and Company rights
101110001010101010111100
Decent Work
SUPPORTING YOUR TEAM
The APS definition of Decent Work provides work that:

• Is productive and delivers a fair income;
• Provides security in the workplace and social protection for workers and their families;
• Offers prospects for personal development and encourages social integration;
• Gives people the freedom to express their concern and participate in decisions that affect their lives;
• Guarantees equal opportunities and equal treatment for all.
The following helpful hints will allow you to support your team in the workplace:
• Introduce yourself whenever the opportunity arises
• Don’t interrupt others
• When approaching people working in offices, ensure you do not do so unannounced
• Acknowledge the presence of others – a “good morning” never goes amiss
• Don’t eavesdrop – in an open plan office, it’s very easy to accidentally overhear conversations,
however we should not seek to do so
• Mind your language
• Watch your topics of conversation, and ensure they are office environment appropriate
• Show a genuine interest in conversations
• Double check your emails before sending them, not only for spelling and grammatical errors but also
to ensure your tone is appropriate
MEETING ETIQUETTE
Attending meetings is something that we are required to do from time to time. When you’re in a
meeting (whether it is a formal meeting with a group of others, or in a one-on0one with someone), there
are some things to remember:
• No [phones during meetings. This means don’t take calls, send texts or check your email. It is
disrespectful to the other attendees and can make the meeting last longer because you are not
focused on the topic at hand and so points will have to be repeated.
• Be prompt for all meetings. If at all possible, always arrive about 2 – 3 minutes before the meeting is
due to start. This shows a genuine interest in the meeting as well as demonstrating a seriousness
towards your work.
• Be prepared for meetings that you have to attend. Always ensure that you have all the relevant
documents needed for that meeting and have any information ready that might be asked of you.
TELEPHONE ETIQUETTE
Telephones can be a rather grey area in most offices. Generally speaking, it is always advisable to
answer a phone promptly and then let whoever has called know who is on the other side. It is also
polite, where possible, to answer a colleague’s phone (unless they have specifically said not to) and
take a message for them. Naturally, it is equally important to ensure that they get the message that you
have taken timeously. A good suggestion is to send them an email as soon as you have taken the
message and then tell them that you have done so when they return to their desk.
Decent Work
KEEPING THE PEACE IN AN OPEN-PLAN OFFICE
At Adcorp Professional Services, we believe in the power of working together. While we operate as
separate companies, our membership to the APS Group is what makes us a force to be reckoned with
in the professional services industry.
To facilitate this synergy within the group, we work in open-plan offices. Here are some helpful hints for
working in such an environment and keeping your colleagues in mind:
• Don’t eat strong-smelling food in the office. Rather find a suitable pause area to eat your food away
from the general population. Also keep in mind that odors can escape from a kitchen area into
nearby offices.
• Don’t go overboard with your perfume or aftershave. Respect your colleagues’ personal space and
don’t overwhelm them with strong smells. This doesn’t mean that you can’t smell nice in the office
and definitely doesn’t mean that you should stop wearing deodorant or something similar, just
ensure that your chosen fragrance is subtle.
• Keep your ringtone under control. As wonderful as the latest rock or pop hit may be, these can be
quite distracting in an open-plan office should your phone ring often. The best approach is either
something relatively subtle (at a low volume) or keeping your phone on silent or vibrate.
• Don’t let your cellphone interfere with your duties. Having a cellphone with you is fine and you are
allowed to make and receive personal phone calls or receive or send personal texts, but you should
bear in mind that you are at work to do a job and you should not allow your cellphone to distract
you from this.
• Keep your desk clean. Remember that your co-workers are not your parents or your housekeepers.
Take your dirty dishes to the kitchen, don’t leave food in the ridge until it goes bad and throw away
any take-away containers as soon as you’re done with them.
• Keep your voice at a reasonable level. A loud voice in an open-plan office can be distracting to your
colleagues who are trying to get on with their work.
• Don’t use other people’s things (or eat their food!) without their permission. If you’re unsure as to
whether you’re allowed to use something, ask first.
• If you have he time and it won’t take away from your job too much, always offer to help others.
• If you are a smoker, be sure to utilize the designated smoking areas and be sure to not linger too
long at the smoking area.
Advalue Employee Assistance Programme

Available to all permanent Adcorp Employees, their partners, dependents and domestic
workers.
Simply Call 0800 111 009
FINANCIAL ADVICE CRITICAL INCIDENT STRESS & TRAUMA DEBRIEFING
• Telephonic advice based on each employee’s • Available to employees exposed to on-the-job and personal
financial circumstances trauma associated with critical incidents
• Provided by Financial Advisors with qualifications in • Team of trauma specialists available to competently manage
Law and certification in Personal Financial trauma situations
Management from UNISA’s Centre for Business • Not limited to an hour’
Management • Number of staff is established to ensure that a suitable number
• Financial Advisors have direct access to online of counsellors are dispatched to sites
financial management planning software • Critical incident services include:
• Call Centre open weekdays from 7am – 6:30pm and • Trauma management counselling
8am – 6pm on Saturdays and Public Holidays with • Immediate on-site incident containment
emergency support available after hours • Management and support
• Services include: • Debriefing and counselling
• Credit Report Improvement Coaching • Recovery support
• Spending Plans • Immediate services are implemented to support the manager in
• Financial Protection a situation of potential crisis
• Monthly cash flow analysis using bank • Available 24 hours a day in all official languages
statements and creditor statements • Response is within 12 – 48 hours
• Financial Planning
• Implementing debt relief solutions
PERSONAL COUNSELLING & TRAUMA RESPONSE TELEPHONIC COUNSELLING & ADVICE

• Available to all employees and their dependants • 24-Hour multilingual counselling and advisory services
• Short-term, focused and solution oriented offered by registered professionals, i.e. clinical
• Up to six 1-hour face-to-face counselling sessions per psychologists, social workers, medical professionals etc.
person, per incident per year depending on the seriousness • Counselling is unlimited and covers information, therapeutic
of relief sought assistance and support on an extensive range of
• Provided at a place that is accessible to the individual at the psychological, social and well-being related issues
premises of a qualified, experienced and registered • Therapeutic assistance to resolve psycho-social issues,
psychologist and / or social worker understanding health status, evaluating health risks and
• Employees requiring this counselling are contacted by a assisting in making positive and informed lifestyle choices
dedicated Case Manager within 24 hours of referral and the • Access via “Please Call Me” call-back or SMS by dialling
first consultation takes place within one week of referral 071 119 2463. You can also email adcorp@icas.co.za
FAMILY CARE LEGAL ADVICE

• A multidisciplinary team of professionals including social • 24-Hour telephonic assistance on any legal matter such
workers, psychologists, medical and legal practitioners, as contracts, property, taxation, financial, pension or
provide this service with expertise and experience in retirement, third party claims, Wills and Testaments etc.
Childcare, Eldercare, Education and Social Benefits. • Referrals to relevant providers if required
MANAGERIAL CONSULTANCY, REFERRAL & TRAINING

• Dedicated to supporting, training and coaching Managers, Supervisors and HR Specialists
• Supporting Managers / Supervisors in their existing relationships with employees and providing professional assistance in effectively
handling new or difficult ‘people management’ issues
• Comprehensive initial briefing and training for Managers / Supervisors and HR Specialists
• Allows Managers / Supervisors / Team Leaders to either informally or formally refer employees to the EWP service:
Informal Referrals
• Made when employees’ problems are not yet impacting their work performance and their manager believes that they would benefit
from professional counselling
Formal Referrals
• Made when an employee is experiencing a personal difficulty that is impacting on work performance and manager the manager
believes that this may be contributing to the employee’s poor job performance
• Aims to assist the manager and employee in taking steps to improve the employee’s work performance
• ICAS provides the manager with a written report containing information relevant to the employee’s attendance and work performance
33
The APS Pub

PUB FRIDAYS AT ADCORP PROFESSIONAL SERVICES
We believe in working hard and playing hard. To help our teams come down from the week,
our APS Pubs, located at both Johannesburg and Cape Town offices, open their doors
every Friday from 16h30 and is open to all APS staff. We use this time to network between
the companies within the group, to socialise with our extended APS family, and to ensure
our business relationships are strengthened by our social ones.
As with anything, there are rules in place to ensure that this facility is not abused. We ask
that all staff members adhere to these rules in order for everyone to enjoy themselves in a
manner that is both socially and professionally acceptable.
.
RULES OF THE APS PUB
The following rules are applicable to all staff members who are invited to attend the Pub
Fridays at the APS Pub:
• Pub Attendance: Attending Pub Fridays is not compulsory, however we encourage
your attendance from the perspective of networking and socialising with your APS co-
workers from the different companies in our group. If you are not attending the pub,
which opens at 16h30, you are required to work until 17h00 as per the standard working
hours
• Closing Time: The APS Pub closing time is 19h00. In the case of special events, these
hours are extended to accommodate for the occasion.
• Pub Tickets: You may purchase drinks from the APS Pub using the Pub Tickets that are
sold at the venue and in the office. The cost of a card is R50,00, and one card gets you
10 drinks. There is no differentiation between the type of drinks purchased – one drink
requires that the ticket be punched once.
• Ordering Drinks: Drinks must be ordered from the bar so that the tickets can be
punched by those who are on Pub Duty on the day. No one may serve themselves
drinks.
• Pub Duty: The APS Pub is managed by a different team each week, which is made up
of volunteers from APS staff who regularly attend our Pub Fridays. Pub Duty is
voluntary, however we appreciate your participation if you are a regular at the APS Pub.
34
"The Group’s strategy is to discontinue all internal communications via email and only
post on PULSE.”

Adcorp Professional Services supports this vision in creating solutions that are better,
faster and smarter. We are all about keeping up with the trends and we want to be at the
forefront of the Adcorp 2.0 movement.

What is PULSE ?

PULSE is an integrated communication platform where you can get the latest
announcements, have group chats with your colleagues, send a shout out to everyone in
your teams or company wide letting them know about an achievement or something
great that is happening in the company. It allows you stay informed of what is happening
across the Group and within our industry; see who is part of what team through the
organograms and so much more. It is interactive and it is fun.

“Join Adcorp’s online community, log in when you wish, keep up to date with our latest
news, share your views and download the app to your mobile – never experience the fear
of missing out!"

How do I log into PULSE ?

You will have seen this screen on the landing page of your browser. Jostle is the engine
behind the magic of PULSE.

• Use your current login and password and remember to tick the “remember me” box.
• You will then link to the following page – again, sign in using your current login and
password.

Once you’ve done this once, it will be a simple 2-click process to access PULSE going
forward.

If you have any problems logging on, email projectpulse@adcorpgroup.com
Tip Offs Anonymous

TIP-OFFS ANONYMOUS
The service, Tip-offs Anonymous, involves the professional services firm of Deloitte and is therefore totally independent of
Adcorp. No one will therefore know who reported the fraud or dishonest and inappropriate behaviour.
How does it work?

• Anyone can contact Tip-offs Anonymous using a dedicated FreeCell 0800 telephone number and e-mail as well as the
generic Freepost and Free Fax facilities.
• Trained operators, using sophisticated contact centre equipment, will respond to calls in English, Afrikaans, Zulu, Sotho or
Xhosa, 24 hours per day, 365 days per year.
• Operators will interview callers, probing for specific facts so as to record as much information and understand things as
clearly as possible. The information is then analysed and forwarded to designated senior officials of the company who will
decide on corrective action to be taken.
• Although you may choose to tell Tip-offs Anonymous who you are, the Tip-off report will never reveal your identity or even
your gender (unless you choose your identity to be made known to the company!)
What can be reported?

The tip off line does NOT replace the normal internal grievance procedure process nor is it a naming, shaming and blaming
line. The following may be reported on the anonymous tip off line:
• Fraud
• Supplier kickbacks
• Abuse of company property
• Corruption
• Bribery
• Theft
Checklist before you call

• Where did the incident take place?
• Details and description of the misconduct?
• Names of people involved?
• Date and time of incident?
• What proof is there?
• Are there any witnesses?
• Does this happen regularly?
Tip-Off Line contact details

Free Call: 0800 22 32 11
Free Fax: 0800 00 77 88
Free Post: KZN 138, Umhlanga Rocks 4320
Website: http://www.tip-offs.com/
Email: advalue@tip-offs.com
Special Note:
If your company has a server, do not send e-mail from work as, although it would be difficult, it could be traced.
Please note that your e-mails from a private address that are not sent from a company server will remain
anonymous since they will be relayed through the receiving server which “strips-out” your name as sender as well
as all other source information.
Good Luck
37

APS - New Onboarding Manual (Nov 17)

Uploaded by

Document Information

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

APS - New Onboarding Manual (Nov 17)

Uploaded by

Copyright:

Available Formats

Adcorp

2  Adcorp Holdings CEO  talentCRU Overview

3  Adcorp Values  Torque IT Overview

4  APS Group Overview  DAV Overview

5  APS Group Structure 16

6  APS Company Profiles  Our Staff Policy

7  Our CEO  Our Social Media Policy

8  Our Management Team 19 Our IT Policy

9  Our Strategy 20 Decent Work

10  allaboutXpert Overview 21 ADValue Programme

Mark founded Paracon, an Adcorp

Setting the scene

This is how we roll

radiate smart trust and respect

all input is valued

make no assumptions, ask questions

Our Global Story: Vision, Mission and Values

To be a global workforce solutions company of consequence focused

Relationship driven. Partner of choice. Everybody wins!

Professional services Support services Industrial services

Services and solutions Services and solutions Services and solutions

Temporary Employment Services Temporary Employment Services Temporary Employment Services

Permanent Employment Services Permanent Employment Services Permanent Employment Services

Managed Services Human Resource Outsourcing Functional Outsourcing

Training Training Training

APS Group Overview

Project management solutions

Managed services provider (MSP)

Recruitment process outsourcing (RPO)

Statement Of Work/Managed Services 7000+ Permanent placements per year

Digital recruitment solutions 700+ Permanent employees

Offices in North America, UK & Ireland, Africa,

APS Group Structure

allaboutXpert has extensive experience in delivering large project and programme

talentCRU provides specialised offerings that reflect cutting-edge global innovations,

DAV specializes in permanent recruitment for Commercial, Financial Markets, IT and

Our Strategic Response

New system implementation

Tiger Tail Digital

Statement of work (SOW)

Develop niche practices (specialised skillsets)

Strong company culture

Quality of internal company staff

Back office restructure and cost cutting

Project management and project office products, services

Implement projects on an outcome or consumption basis

Assess project delivery environments and project offices

Facilitate various project workshops and team builds

Build and run project offices

SAP is our game

Sourcing, assessing, cross-skilling of SAP consultants

Blueprint and system design services

Project management services

Success factors, RE, FIORI

Consulting Advisory Services – Design Thinking & Prototyping HANA

Professional Services Industry Solutions

ITO Resource solutions co-designed with our clients

Dedicated client relationship manager

Value added partnerships (MIE)

Up to date information regarding ITO resourcing and the labour broking

Competence and capability assessments

ICT resources across the whole spectrum of IT specialties and functions.

IT Outsourcing and permanent workforce solutions

High Level Talent Solutions