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Salary
Administration
To ensure a
fair and
equitable
reward
structure,
all the DRC
jobs are
evaluated
and based on
an
established
Job
Evaluation
System that
determines
the work
content and
value of the
job to the
company. The
value of the
job is
determined
by examining
different
aspects of
the job
content and
the relation
of the job's
content to
the content
of other
jobs. Job
factors are
identified
in the job
evaluation
process and
determine
the job
evaluation
results. A
detailed
analysis of
the relative
content of
jobs
determines
the overall
company
salary band
structure
and the
compensation
related to
the salary
bands. Every
job is
assigned to
an
appropriate
salary band.
According
to this, the
following
salary and
allowances
may be
applicable:
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Basic
salary |
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Accommodation
allowance |
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Transportation
allowance |
Increases
are given in
recognition
of promotion
from one job
or one grade
to another.
Staff
performance
appraisals (PDR)
are carried
out
annually.
Increments
may be given
to reward
good or
improved
performance,
and/or
increased
responsibility.
Incentives/commissions
to sales
staff are
paid
according to
a
departmental
scheme,
while the
company
operates a
performance-related
bonus scheme
for
non-sales
staff. These
are
dependent
both on
company and
individual
performances.
Salaries are
paid in
arrears on
or around
the 28th of
each month
by a direct
transfer to
a bank
account of
the
employee.
Salary slips
are
distributed
by the HR
office on
the first of
each month.
Nationalization
Our aim is
to encourage
the
employment,
development
and
progression
of Nationals
in line with
the
Company's
objectives.
DRC will try
to attract,
motivate and
retain
nationals in
all
positions.
In order
to achieve
this
objective,
DRC takes
the
following
steps:
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