Policy Adopted By: Human Resources Development Department

DELTA M GROUP –

POLICIES AND PROCEDURES

EFFECTIVE DATE: 01/01/2003

Revised: April 1, 2005

POLICY ADOPTED BY: HUMAN RESOURCES DEVELOPMENT DEPARTMENT

RE: EMPLOYMENT POLICY / APPLICANT SELECTION PROCEDURE

POLICY:

All applicants in the selection procedure for a job at Delta M Group will be accorded equal treatment. Under the Labor Law of the Republic of Serbia, Article 18, persons seeking employment shall not be discriminated against, directly or indirectly, on the grounds of gender, birth, language, race, skin color, age, pregnancy, health status, nationality, religion, marital status, family responsibilities, sexual leanings, political or other affiliation, social background, financial status, membership in political organizations or trade unions or on any other grounds whatsoever. The purpose of selection is to enable the company to select an applicant whose qualifications, knowledge and competences are best suited to the requirements of the job concerned.

Recruitment procedure:

· Applications for employment at Delta M Group are made by submitting curriculum vitae and other documents (where requested), with an indication of the relevant job to which they relate. Applications can be sent by regular mail, e-mail or via a specialized Internet site. If applications are filed via the Internet site, they will be taken into consideration at the time when a vacancy is announced for the job indicated in the application.

· Delta M Group announces its job vacancies in the media – newspapers, specialized magazines, Web sites – or through competent institutions – Employment Service etc.

Rule:

1. The company reserves the right, in connection with job vacancies announced through the media, to invite only short-listed applicants who meet the specified job requirements.

2. Application shall be kept confidential from applicant’s current employer (if any).

Selection procedure:

Selection procedure includes the following steps:

· CV analysis – an analysis of information provided in the CV and its evaluation against the specified job requirements. Untimely or incomplete applications shall not be considered.

· Written and practical assessment of knowledge and competences – comprises a test and practical assessment of knowledge and competences. The test component involves the use of valid tests to measure the level of competences required for successful discharge of assignments on the relevant job. These tests can only be analyzed by experts of the recruitment and selection unit of the HR Development Department of Delta M Group. Practical assessment of knowledge and competences involves a simulated job assignment to measure the level of knowledge or competences required for successful discharge of assignments on the relevant job. This assessment can only be made by experts of the recruitment and selection unit of the HR Development Department of Delta M Group.

· Interview – verbal communication with the applicant in order to obtain information on his/her past experience, knowledge acquired and competences developed. An interview can be made either by an HR officer or by the head/manager/authorized officer of the unit where the job vacancy is announced.

Rule:

1. Information obtained through test results and practical assessments shall be treated as confidential and shall not be disclosed to persons not involved in the selection process. Furthermore, such information shall not be made available to the applicant.

2. The company will use its right to run a background check on applicants’ references, CV data (except current job) and qualifications.

3. The company will offer employment to an applicant whose qualifications, knowledge and competences are best suited to the job concerned, based on CV analysis, results of the written test and practical assessment of knowledge and competences and the interview.

4. Selection steps are organized according to the “funnel system” – the number of applicants is reduced with each step, reaching the needed number of persons in the final step.

5. If rejected in one interview, an applicant cannot have more than two final interviews for two different jobs within the company.

6. The company reserves the right not to offer a job to any of the applicants who responded to a job vacancy.

Active application procedure:

· All information contained in an applicant’s CV shall be stored at the HR database of Delta M Group.

· The HR database is a secure database and all information contained therein shall be treated as confidential.

· A job application shall remain active within the HR database for maximum two years of the application date.

· If an applicant had been given a positive score in the selection process, but was not offered a job because another applicant scored better or for other similar reasons, the company shall, if a new adequate vacancy is opened, contact such applicant within maximum one year of the application date.

Applicant notification procedure:

· All applicants in the selection process will be notified of its outcome.

HR Department