Attracting Future Talent & Building leaders through
Graduate Trainee Development Program
Let`s form the future together.
Be part of it.
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Contents
The Program at a Glance ......................................................................................... 3
Benefits of the Program........................................................................................... 4
Support from Department Managers /Mentors ...................................................... 4
Assessment .............................................................................................................. 5
Career Progression .................................................................................................. 5
Summary ................................................................................................................... 5
Management of Program ......................................................................................... 5
Annexures ................................................................................................................. 6
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The Program at a Glance
Keeping up with today’s fast moving environment, it’s absolutely paramount for FCCC
to have highly skilled and ambitious employees.
A Graduate Trainee (Trainee) is commonly known as an individual taking part in
a trainee program or a graduate program within a company after having graduated
from university. A trainee is an employee of FCCC that is being trained in different
facets of FCCC.
Graduate training development programme provides the opportunity graduates to
study for further professional qualifications through on the job training. This means
you not only get the chance to put the skills you’ve already learnt through your
degree into practice, you can also develop and channel them with further
qualifications to suit the particular career path you have chosen . It also offers
trainees an excellent platform your professional and personal development. During the
program Trainees will be able to decide with the mentors, which field they want to
specialize in.
The FCCC Graduate Trainee Development Program is a two-year program designed
to recruit aspiring and talents with leadership potential for the future development of
the FCCC for a contract period of three years.
The figure below shows the Cycle of the Graduate Trainee.
Induction Process
Recruit of
Graduate Trainee Rotated into
Different Fields - 2
on a 3 Year Year Program
Contract
Posted as a full Assessment's and
time Trainee in a Review Period
particular
department.
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Benefits of the Program
The FCCC Graduate Trainee programme will provide clear progression
opportunities through ongoing training and provide chance to trainees to get
involved with a variety of different departments and projects.
Through this program the Trainees will be able to develop:
A long-term & promising career development plan;
A wide spectrum of training and job exposure in various functions of FCCC;
Professional coaching & mentoring from senior management;
Competitive working environment and process intervention; and
A Generalist approach rather than specialist approach for individual work area.
With this program the trainees will also be able to:
analyze a problem, take a view and come to a decision;
plan, organize and communicate well;
make things happen;
stick with a task;
work in a team;
come up with ideas and become part of FCCC.
Job rotation will be provided during the two-years of training in all departments of FCCC.
During the job rotation, trainees will have a chance to develop a wide range of practical
work experience and broadly understand FCCC within different departments.
Support from Department Managers /Mentors
Graduate trainees have the opportunity to explore and work in different functional
department as well as project assignments.
Each trainee will be led by an experienced Department Manager and mentor to pass
through the whole training. They will share his/ her own experiences and support them
accordingly. The Trainees shall learn the concepts and standard operations of FCCC
and at the end of the training program they shall be able to carry out any work
allocated/ assigned to them.
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Assessment
After completion of the attachment with particular department the competency
assessment shall be done by the Department Managers, together with the Graduate
Trainee and the HR department. This Assessment will also constitute towards the Annual
Performance assessment.
The trainees will be required to submit reports on a quarterly basis to the Manager Human
Resources for training needs and competency development. Template will be provided by
the Human Resources Department.
Career Progression
Upon completion of the two – year training program and subject to individual
performance, the trainees will be allocated to a department full time on the third year
of the employment contract.
FCCC encourages at all times for the trainees to apply for the permanent
employment opportunity if they have the right skills and aptitude for the role.
Summary
FCCC’s Graduate Trainee Program, is a rotational program allows which allows new
graduates to develop their professional skills and business acumen while gaining
valuable work experience and making valuable contributions to FCCC. Through the
completion of rotational assignments within key areas of our business the trainees
shall gain critical insight into FCCC’s operational model as well as make a direct impact
in helping to shape FCCC’s future.
Management of Program
The Human Resources Department is responsible for designing and defining the
period of rotation and program for the Trainee once the recruitment process has been
completed. The reviews will be also managed by the Human Resources Department.
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Annexures
Annexure 1 – Graduate Trainee Assessment template
Annexure 2 – Graduate Trainee Reporting template
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FCCC Graduate Trainee Performance Assessment
Employee Name & Emp. Code: _____________________________________________
Manager Name: _____________________________________________
Assessment Period: _____________________________________________
Location: _______________________ Department: ____________________________
For each Performance Indicator below, place a rating from 1 to 5, with 5 being the best possible score. Please consult the
Evaluation Chart attached for a detailed description for each rating.
Key: 5= Excellent (All the Time) 4= Very Good (Most of the Time) 3= Good (Average)
2= Need Improvement (Hardly ever) 1= Unacceptable (Never)
Performance Indicator Employee Manager
Attendance/ Punctuality 1 2 3 4 5 1 2 3 4 5
Appearance/ Uniform 1 2 3 4 5 1 2 3 4 5
Attitude 1 2 3 4 5 1 2 3 4 5
Initiative 1 2 3 4 5 1 2 3 4 5
Quality & Quantity of Work 1 2 3 4 5 1 2 3 4 5
Role Competency 1 2 3 4 5 1 2 3 4 5
Teamwork 1 2 3 4 5 1 2 3 4 5
Service/ Job Responsibility 1 2 3 4 5 1 2 3 4 5
Productivity 1 2 3 4 5 1 2 3 4 5
Wastage Control 1 2 3 4 5 1 2 3 4 5
Sanitation/ Housekeeping 1 2 3 4 5 1 2 3 4 5
Employee Comments: ____________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
Employee’s Signature: _________________________ Date: _______________________________
Manager Comments: ____________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
Manager’s Signature: _________________________ Date: _______________________________
Next Evaluation Date: ________________
Human Resources Manager’s Signature: ________________________________ Date: ____________
CEO/General Manager Operations Signature: ________________________________ Date: ___________
HR-34/17
Evaluation Chart
Excellent Very Good Good Needs Improvement Unacceptable
(5) (4) (3) (2) (1)
Excellent record. Rarely late or absent. Attendance and Irregular attendance and Is late at least 3 times in
Attendance/
Consistently present and Always notifies manager punctuality are good. questionable absences. a month and frequently
Punctuality
on time. Always early. of absence or lateness. Frequently late. absent without a
doctor’s note.
Always looks the very Uniform always neat and Uniform generally looks Uniform needs Uniform is poor. No
Appearance/
best possible. Uniform clean. Takes extra effort good. Appearance improvement. Takes effort at cleanliness or
Uniform
always neat and clean. in appearance. Wears meets our expectations. very little effort in appearance. Never
Wears name tag at all name tag often. Wears name tag appearance. Needs to wears name tag.
times. occasionally. be reminded about
wearing name tag.
Is the role model for Enjoys job. Accepts Accepts direction & Has uneven attitude Rejects any direction or
Attitude
attitude. Is always polite, direction & leadership leadership easily and towards direction & leadership. Rude and
sincere and helpful. easily. Wiling to put in behaves in an leadership. Is impulsive insensitive.
Exceptional enthusiasm extra effort. acceptable manner. and moody.
at all times.
Self starter. Takes on Has a high degree of Proceeds with assigned Requires extra Makes very little effort
Initiative
and completes new initiative and is responsibilities. supervision. Concerned to get the job done.
tasks on own initiative. productive. with doing only as much Waits to be told what to
as others. do.
Quality & quantity of Quality & quantity of Quality & quantity of Is frequently below our Unacceptable. Does not
Quality & Quantity
work provided is work provided often work provided meets our standards. Needs meet our work
of Work
exceptional. Exceeds exceeds our expectations. double checking & standards.
our standards. expectations. correcting.
Is well versed with Is able to understand Is able to understand Struggles to understand Shows no interest in
Role Competency
systems & procedures of and apply simple and apply some basic and apply systems & learning systems &
the organization. Always systems & procedures. systems & procedures. procedures. Has to be procedures. Does not
performs work Regularly performs work Occasionally does work reminded & encouraged perform duties
confidently. with confidence. with confidence. to confidently carry out confidently.
work.
Extremely cooperative in Volunteers to assist co- Maintains good Teamwork must be Unwilling to work with or
Teamwork
working with others. workers. Goes the extra relationships with co- solicited. Looks out for assist others. Fails to
Initiates and promotes mile. workers. Satisfactory own interests before co- co-operate.
teamwork. teamwork. workers.
Service/ job Responsibility often Maintains service/ job Needs supervision to Does not maintain
Service/ Job
responsibility always exceeds expectations. responsibility maintain responsibility responsibility. May have
Responsibility
exceeds expectations. Often assists internal expectations and meets and to assist internal complaints from internal
Constantly assists customers beyond expectations of customers. customers about lack of
internal customers expectations. customer service. service.
beyond expectations.
Is extremely productive. Exceeds department Achieves department Under achieves Is not productive at all.
Productivity
Constantly meets goals. Always meets goals. Meets deadlines. department goals on a Brings down the rest of
deadlines. Always uses deadlines. Makes good Uses idle time wisely. regular basis. Rarely the team. Wastes a lot
idle time to the fullest. use of idle time. meets deadlines. Does of “down” time.
not use idle time wisely.
Has ideas and helps Maintains materials and Good effort to maintain Often does not maintain Does not maintain
Wastage Control
maintain materials and prevents waste or materials and avoid materials or prevent materials causing waste
prevents waste or damage. waste or damage. waste or damage. or damage.
damage.
Exceeds our standards Meets our standards of Meets our standards of Often fails to follow our Fails to meet all our
Sanitation/
of sanitation/ sanitation/ sanitation/ sanitation/ standards of sanitation/
Housekeeping
housekeeping. Makes housekeeping and housekeeping and housekeeping standards housekeeping and is a
work and customer strives to make work and safety. and does not always liability to the company.
environment safer. customer area safer. create a safe work and
customer environment.
HR-34/17
GRADUATE TRAINEE REPORT
Date:
For: Manager Human Resources
From:
Department Attached:
Subject: Graduate Trainee Development Program Report
Introduction:
[Drawing on your earlier institutional analysis, briefly describe the Departments’ mission and
goals, history, leadership, stakeholders, sources of information used and types of information
given out.
Duties Performed:
[Describe what you did and whom you worked with].
Working Relations:
[Discuss the degree and nature of guidance from your supervisor; also discuss the working
relations within the Department -- were they pressured by a great deal of work, or relaxed;
how harmonious and effective was the office? Were there any major crises or challenges that
affected the office?]
How I Tried to Become a Member of the Work Team:
[Discuss briefly your approaches to becoming an effective contributor to your unit, and any
obstacles along the way].
Lessons Learned:
[Describe lessons you learned about the work of the Department and its strengths and
weaknesses, successes and failures; also any lessons learned about the issues you dealt with].
2
Relation of the GT Program to Your Career Goals
[Briefly discuss whether/how your internship contributed to defining or even advancing
your career objectives].
Advantages and Disadvantages of the GT Development of attachment in this
department:
[From your experience, what would you say are the pluses and minuses of an internship with
your organization? What benefits did you derive, either in academic, professional or other
terms? On balance, would you recommend an internship in the organization, and if so what
suggestions would you make to someone coming in to the organization for a similar
internship?]
What Leadership values have you adopted from this attachment so far?
Describe the innovation you did or was part of it in the department: