Corporate Policy
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Yes, Mr. SAS, fulfilling the responsibility of establishing and approving the company’s policies, create this document in order to present them to the team and clarify that they will be mandatory and based on these the plans will be reviewed, programmed and prepared , processes and budgets of the general exercise of the agency.
The main objective of identifying and establishing these policies is also to encourage and allow the entire community, executives and collaborators to work as a team, integrating and coordinating efforts from all areas, in the same direction. The foregoing, within a framework of trust to meet the objectives established by management.
The new organizational processes are very important for the agency to increase its levels of efficiency, effectiveness and productivity in its services. For them, it is necessary to focus our efforts on the client and reinforce our moral and ethical values so that they inspire our work.
1. Organizational Policies
1.1 Organizational Development Policy
Purpose: Maintain a periodic updating process with continuous improvement, which allows Si Señor SAS to achieve the strategic objectives of the company.
1.1.1 Organizational Structure:
The Management must redesign and maintain the basic structure, oriented to the needs of clients and the development of innovative services, in accordance with technological advances.
Any change in the organizational structure must be approved by management, based on the analysis of organizational processes.
The structural organization must have leading people in the different operational areas who are autonomous, coordinated and with decision-making capacity, who execute the guidelines focused on the objectives that management has stipulated.
The hiring of new profiles and the creation of new areas should be limited. This will be feasible to the extent that new services are created or existing ones are improved, in terms of technology, costs and quality.
Any modification to the structure; It must be presented in writing in a document of analysis of the retrospective and prospective processes.
All promotion processes or role changes must be presented to the HR team and it will be carried out, validating their skills for the role, their studies and the expectations of both parties.1.1.2 Of the projects and processes
All collaborators must keep a list of the processes they carry out from their role, in order to avoid duplication in their tasks. in addition to sharing said information with the area leader who is in charge of managing the complete information of the area and being clear who is responsible for each function.
The Management may create work teams or committees temporarily to address special issues, in all cases it will define a person in charge, the members of the team, the purposes and tasks to be developed.1.1.3 Of the plans and programs
The development of new plans and projects for the agency must have planning that guarantees their continuity and/or completion, in addition to quarterly monitoring of progress and results.
The plans, budgets of the company are made by the management based on the annual strategic plan.1.1.4 Management performance
The performance of the C-Level will be measured based on management indicators and management reports that include the level of achievement of goals established during the financial period.1.2 Internal regulation policy
Purpose: Organize and disseminate the regulatory framework of the agency.
1.2.1 Legal and political exposure
It is a policy at Si Señor SAS to keep its collaborators informed about the regulations, norms and policies, in such a way that all personnel have identified what their role is within the agency and how to carry out their tasks in accordance with the processes and laws in force. .
The area leaders are responsible for documenting their activities and processes in their work team, since they are the ones who have the authority to organize, execute and ensure compliance with the functions under current regulations.
Management, you must ensure that the manuals and legal information are reviewed and updated annually.
The elaboration of the contracts and legal documents are the responsibility of the sub-management; who has the appropriate legal knowledge to carry them out.1.3 Salary Policy
Purpose: Create an equitable and orderly remuneration system for collaborators, which effectively motivates good work and the fulfillment of the agency’s objectives.
1. The remuneration system will obey the level of education, experience, languages and skills that the collaborator presents.
2. Any additional overtime and per diem pay must be pre-approved by management and documented by HR.
3. Under no circumstances will overtime be paid to trusted personnel: Coordinators, Managers, Controller, Auditors, Vice Presidents and Executive President.
4. Salary increases will be made only as a result of a performance evaluation and the financial situation of the company, except for the governmental and legal provisions applicable to the Company.1.4 Staff Selection and Recruitment Policy
Purpose: Establish the rules applicable to human resource selection and hiring activities that allow the selection of suitable people who meet the agency’s requirements and the profiles established to achieve its strategic objectives and ensure its future development.
All selection process will begin with the creation of the “Role Description”, it must be approved by management and area leader, this will apply to all possible vacancies, replacements and creation of new positions.
In the event that a vacancy is generated, preference will be given to agency personnel who wish to apply and have promotions or changes of area, in case of not meeting the expectations of the vacancy, external recruitment will begin.
It will not be possible to hire any personnel who have not complied with the selection process proposed by HR.
Vacancies may only be replaced in those positions that carry out technical tasks and/or that are in profitable business units.
The choice of the candidate to be linked to the agency is the sole responsibility of the respective area leader; who will make their decision based on the first filters of the selection, review and support of practical test process.1.5 Career Plan Policy
Purpose: Establish the criteria and norms that allow optimizing the development of human resources within Si Señor SAS., in accordance with their professional and labor competencies, in relation to the needs and functional structures of the agency.
The path of development and growth in Si Señor is vertical and horizontal, which is why, in the first instance, rotation in different positions and positions of the same occupational level will be sought, in order to enrich their professional skills, thus generating more solid and broad bases. for the future performance of those who are promoted
Every promotion will have a review in the remuneration of the new position, in accordance with the salary conditions agreed upon by management; prior to the appointment, the collaborator must accept the conditions and fulfill a period of three months in the exercise of his new position, adaptation to change and creation of new skills.
The management and HR team will carry out a performance evaluation once a year; in order to demonstrate compliance with organizational objectives, and results in all areas. This information will be relevant to decide promotions and promotions.
Promotions are granted when the needs of the agency and the organizational structure are covered with the profiles of collaborators who have presented high potential for positions of greater responsibility, who meet the academic and experience requirements demanded in the Description role.1.6 Vacation Policy
Purpose: Determine the guideline under which the administration of SI SEÑOR SAS must plan the vacations of its collaborators, in order to have an annual rest of 15 calendar days, as governed by law. Thus ensuring that the absence of these does not cause inconveniences to the normal development of operations.
The enjoyment of vacations must be reported to the HR area, under a format signed by the team leader and management for their respective approval.
The annual period corresponds to 15 business days that can be taken in installments throughout the year.
In the month of December a week of rest will be assigned that corresponds to collective vacations of the agency; the period must be agreed by HR and team leaders.
1.7 Training Policy
Purpose: Establish guidelines for organizational development and labor competencies in your work team, which contribute to achieving organizational objectives and customer satisfaction.
- The training plan; It must be provided to the entire SI SEÑOR SAS team, it must be based on the company’s strategic plan and the common thread of each function. This plan must be updated annually, in terms of new company news.
2. All personnel hired or promoted within the agency must participate in an induction process from HR and the team leader in relation to the position to be held, functions, parameters, rules and needs of their role Description.
3. The worker who participates in the training must commit to comply with the Study Plan and approve it, otherwise they must repay, if any, the amount covered by the company, except in unforeseen circumstances or force majeure.
4. RRHH, will seek to train the largest possible number of workers, in a continuous process, prioritizing the strategic objectives of the Company. For this, it will manage agreements with Platzi, Crehana, Nogma, Open English, among others.
5. For the training of all types of Superior Program, the company will cover a percentage of this based on the needs of the company, the cost and the income of the employee. For these cases, a scholarship agreement will be signed with the employee where it is guaranteed that the information learned will be put into practice within the company; the worker may opt for this benefit, only once in his business career.
1.8 Public Relations Policy.
Purpose: To have a presence in social networks, improve the corporate image and create a community in front of our clients and the general public.
Management will implement a corporate communication program that disseminates the plans in execution, the goals and objectives achieved.
The spokespersons for SI SEÑOR SAS in front of the media will be the responsibility of the general manager, who will designate delegates if necessary.
1.9 Remote Work Policy
Purpose: In favor of the technological facilities that Si Señor SAS has, and in order to join the new trends in the labor market worldwide regarding the work modalities that promote a work environment based on trust. This initiative seeks to increase staff productivity and optimize the use of time.
During the ordinary working day (9:00am – 6:00pm). The employee must guarantee the permanent availability of him using internet connection; the correct functioning of email, slack and cell phone must be guaranteed.
Eligible employees may opt for the possibility of Remote Work for up to one (1) day per week. If the employee did not enjoy their remote work day in a week, they will not be able to accumulate it for the following weeks.
The expense for the use of a private telephone or any other cost incurred by the collaborator to be able to work remotely will not be reimbursed by Si Señor SAS. These expenses will be borne by the employee.
Collaborators who are performing their duties in Remote Work mode must be available to travel at any time to their usual place of work or wherever required.
1.10 Dress Policy
Purpose: Formalize the dress rules in Si Señor SAS; making it clear that all personal styles are respected at the agency and dressing casually is not an impediment to exploiting your talent.
The Dress Code is the company is Smart Casual, This dress code is the easiest to follow, since almost all clothes are allowed. It is the perfect opportunity to mix, for example, comfortable jeans with a shirt and a blazer, you can even resort to sports shoes.
However, all collaborators are free to dress as they wish.