Careers

Programme Design

Duration: Approximately 30 months

Induction:
2 weeks – Induction programme by Training Centre (LDV)

Phase 1: (Attachment ; Duration: 7 months)

1. 6 months - Core Attachment in one of the following areas:

• Banking Services & Operations (6-Sigma / ODD/HUB/BOS)
• Network Services Centre/Admin (NSC)
• Payments Services Centre (PSV)
• Credit Administration (CDA)

2. 1 months - Optional Attachment in other OPS functions (where it was not the Core Attachment):

• Banking Services & Operations (6-Sigma / ODD/HUB/BOS)
• Network Services Centre/Admin (NSC)
• Payments Services Centre (PSV)
• Credit Administration (CDA)
• Branch Operations

Phase 2:

1. 18-24 months – 1st posting;
2. 7 weeks (within time frame of 1st posting) – Group Graduate Development Programme (GGDP) in Bricket Wood, UK

Phase 3: 2nd posting

 

Support And Mentoring

Senior Managers in OPS are appointed as line mentors to provide RMTs career guidance. Each RMT will be assigned a single mentor throughout the period of the programme.

The OPS RMTs are further supported by HR for their placement / development and career counselling.

 

Training

Suitable / relevant training courses would be identified by the line mentors / managers for the RMT to attend during their attachment / posting in OPS.

Further training needs can be identified based on:

• GGDP assessment and feedback from line managers and trainers
• Individual needs
• Management Development Centre (conducted at end of the MDP)

 

Performance Management

During the programme, the RMTs will follow the standard total performance management mechanism for all executives in the Bank.

Performance targets will be set and agreed with in the beginning of each attachment. On-going performance reviews and appraisal meetings will be conducted by the line manager to whom the RMT reports for the attachment.

Having completed all attachments in OPS MDP (approximately after 30 months of service) with satisfactory performance and line manager’s endorsement, the RMT ‘graduates’ from the OPS MDP.

The RMT will be nominated by the line manager and HR to attend the Management Development Centre (MDC) after joining the Bank for approximately 30 months. The MDC is a developmental tool to identify strengths, areas for improvement and future potential of the RMT. It will determine if further exposure and training is required at the RM’s current job level or if he / she is capable of undertaking a job at higher level.

 

Salary Progression

New recruits will join OPS MDP as a Resident Manager Trainee (RMT) on 6 months’ probation.

Subject to satisfactory performance and line endorsement, the probation will be confirmed after 6 months’ of service and monthly salary will be adjusted. He / She is henceforth confirmed as a Resident Manager (RM) of the Bank.

Thereafter, towards the end of each year, an appraisal rating will be determined and used for the Variable Bonus Scheme (VBS) to determine amount of bonus for the year. Salary will also be adjusted annually based on the RM’s performance as reflected in his / her Total Performance Management (TPM) review.

Salary review and / or promotion will be considered subject to:

• consistently having achieved 2 years’ of good appraisal ratings;
• potential as assessed at the MDC; and
• line manager’s recommendation

Given the Bank’s adoption of Market-Related Pay wef 01APR2005, all RM’s monthly salary of RM 4,920 and below will be under a ‘protected’ salary range, i.e. minimum guaranteed 10% annual salary increment of the bonus pool, the amount of which as determined based on the annual appraisal rating. Once the RM’s salary exceeds RM 4,920, it will then be pitched against the market accordingly.