Rotana Corporate Sustainability Report 2014

61 TAROT programme The Accelerated Refinement of Talent - is a fast track development programme in which participant will be trained over a period of 18 months with progressive growth opportunities. It will give them a chance to ‘create their own deck’ and choose from options that best suit their learning style. The programme covers all the necessary areas needed for a future managerial role with Rotana. The plan focusses on the development of the competencies, technical skills as well as the way to manage people. Promotions and inter-property transfers To demonstrate the company’s commitment to career development, the promotion and inter-company transfer policies reward high performing colleagues by promoting them or transferring them to other Rotana properties thereby retaining knowledge and skills within the company In the process, we motivate and encourage colleagues to participate in their own self development and strengthen the image of Rotana as a preferred employer. A minimum notice period of one month is given to colleagues before an approved inter-property transfer is done. LEAD 2, Bloc 1, 2013 LEAD 3 Programme, Bloc 1, 2014 LEAD 3 Programme, Bloc2, 2014 The number of TAROT colleagues reached 23 in 2014. 2,334 LIFE cards were issued to our colleagues in 2013 and 2014. Performance management reviews The Rotana performance reviews policy enables us to communicate performance expectations to colleagues at the start of the year thereby ensuring that day-to-day actions throughout the year contribute to the achievement of business strategy and to provide a formal process to accurately evaluate performance as a basis for sound business decisions in compensation management, succession planning and talent management. For three consecutive years. The first stage of the Performance Management Reviews is the Performance Planning where the line manager and colleague meet at the start of the year to discuss job responsibilities, agree on performance goals for the year ahead and plan the personal development needed to support effective performance. 100% of our eligible colleagues (completing six months) received an annual performance review. Recognition and awards Rotana Guest Service Champion Awards recognises the behavior and effort of a colleague who goes the extra mile to create a ‘Treasured Time’ experience and promote Rotana as a guest caring brand. Long Service awards: Are given to our colleagues to recognise and encourage their loyalty towards Rotana for completing 5, 10, 15 or 20 years and boost their morale. Life cards: Are a formal acknowledgement of a person’s behavior, effort or business result that supports Rotana or the property’s goals and values and which has clearly been beyond expectations. Communicating and celebrating the employee’s performance encourages the colleague and others to continue or copy the behavior. Colleagues personal development plan Unit 2011 2012 2013 2014 Number of promotions 944 1,017 1,084 1,091 1,115 Number of inter-company transfers 494 398 540 426 561 Service Champions award Rotana Awards are established to recognise individual properties as well as individual General Managers for their continuous efforts and commitment towards exceeding company’s expectations, demonstrating exemplary performance and achieving excellent results in the following areas; GOP, Guest Satisfaction, Colleagues’ Retention, Corporate Social Responsibility, Innovation, Owners Relations, Sustainability and Duroob Programme. Rotana Awards were presented during the annual General Managers conference for the following criterias: • Chairman’s Award • Hotel of the Year Award • Hotel Achiever of the Year Award • Manager of the Year Award • Hotel Opening of the Year Award • President’s Award