=

There are basically four channels that the compa= ny uses to attract candidates – online postings, posting ad on the_compa= ny website (both website and website2 sites), asking for recommendation from existing staff and seeking referral from headhunters/employment agencies. Whichever channel that we use, a good recruitment ad that clearly explain t= he job descriptions and our requirements needs to be prepared first.

2.2.1 Recruitment ad

§ For recruitment for an existing position or new position that has a= job description, refer to the company’s job description file to construct requirements for the recruitment ad. For new position with new job nature, refer to point 0 to develop job description first. =

§ Recruitment should be drafted by the respective department heads/managers, approved by the CTO (for technical positions) or Business Development Director (for sales or business development related positions) = or COO (for Project Managers and other non-technical positions).

§ Basic eleme= nts in an the_company recruitment ad

-&nb= sp; A short company description

-&nb= sp; Description of the position

-&nb= sp; The qualifications, experience and qualities that we wish to see in= a candidate

-&nb= sp; Indicate that the basic criteria for the job application must be met for initial consideration:

i) matching qualifications & experience; =

ii) availability for interview at Singapore; =

iii) strong communication skills; and

iv) resume must be clearly stated with current and expected salaries, earliest available date and sample of work (for Web Designer recruitment ad) <= /span>

-&nb= sp; A special response email address for each position e= .g. jobsdb-design@the_company.com for Web Designer posi= tion, jobsdb-findir@the_company.com for Finance Director position.

- = ; the_company URL

§ See Appendix= ?? for sample of a typical recruitment ad

2.2.2 Onli= ne Postings

The current online recruitment site with which t= he company maintains a long term account is www.jobsdb.com.sg

2.2.3 Website

After the ad has been posted to the online recruitment site, the same ad needs to be posted onto the career page of th= e the_company open source and banking sites.

2.2.4 Localstaff

An email will be sent to all staff (localstaff@the_company.com) to announce the openings and encourage their referrals.

2.2.5 Agencies

§Headhunters and employment agencies tend to approach the company al= most immediately after the online recruitment ad is posted.

§The company seldom engages employment agencies to recruit staff and= , if the company engages them, it will accept resumes from them ONLY after it has agreed on the terms of service first to avoid any future disputes.

§The name of the candidates referred by the agencies should be check= ed against the company’s recruitment database. Once the company finds out that it= has received the candidate’s resume before, the agency involved should be informed immediately to avoid unnecessary commission payment.

2= .3 Handling resumes

3.2.1 = The filtering process

§If a resume= is forwarded from an employment agent/head-hunters, the candidate’s name will be checked against the resume database to make sure we did not receive= the candidate’s resume from other sources before. If the candidate has submitted the= ir applications to the_company before, the agent should be notified immediately and informed that they will not be paid any commission because we have rece= ived the resume from the same candidate before.

§The admin s= taff performs the first round of screening by filtering out job applications that are written with bad English by judging on the candidates’ writing sk= ills on the cover letters and resumes

§The emails = with the attached cover letters and resumes will be forwarded to the department = head for initial screening. Job applications with expected salary higher than the budget will not be forwar= ded to the department head.

§Candidates = who submit insufficient information (e.g current and expected salaries, samples= of web design etc) will be informed and their applications will be put aside waiting for responses. If the= y do not respond, the applications will not be forwarded to the department head.

§The involved department head will review the resumes that are forwarded to them to select candidates for first round of interviews basing on the requirements stated = on the job recruitment ads drafted by the department head.

§The departm= ent head will inform the admin staff of the candidates’ names to set up interviews.

§For program= mer position, a question on programming for factorial will be sent to the candi= date as a prescreening stage. If t= he candidate gives satisfactory answers, he will be invited for an interview.<= span style=3D'mso-spacerun:yes'> Otherwise, he will not be notified further. See Appendix x= xx for the questions.

3.2.2 = Filtering rules

As stated in 3.1.1, job applications will be filtered primarily by judging on = the candidate’s English skill (first filtering by the admin staff) and matching the candidate skills, qualifications and experience with the requirements stated in the recruitment ad.

3.2.3 = Responses (interview or not)

Candidates that pass the= admin staff and the department head’s initial filterings will be invited for interviews. Those that are fi= ltered out will not be notified.

3.2.4 = Filing policies

§ = Resumes and= the cover letters that pass the English skill filtering will be saved under file:bacchus\data\operations\recruiting\resumes directory. The saving format of the file is name_cv_ddmmmyy and name_cvrltr_ddmmyyy.

§ = The resume database will be updated. The database is saved under the same directory. See appendix ?? for a sample of the database

2.4 = Interviewing

3.3.1 = Scheduling interviews

§ = The admin s= taff will find out interviewers’ schedules and meeting room occupancy of t= he week and try to schedule first, second and final round of interviews in one day. An interval of 1.5 to 2 = hours should be given to each interview.

§ = The chosen candidates will be called and invited to the interview at a schedule date a= nd time.

§ = In the case= that the candidate’s immigration status is an issue, the admin staff should ask the candidate at this stage. The candidate should be asked if they are currently an employment pa= ss holder and, if they are a PR, how many years that he/she has been a PR. The information should be noted in the interview package.

§ = The intervi= ewers will be given a summary of the scheduled interview dates and times when all= the interview have been set up.

§ = Unless the interviewers respond and request for a change of the interview time, the ad= min staff will send appointment confirmation emails to all the candidates and a= sk that they acknowledge receipt of her email to confirm that they will defini= tely come to the interview.

3.3.2 = Reserving room

While waiting for the email acknowledgement from the candidates, the admin staff should reserve the meeting room for an interval of 1.5 to 2 hours per candidate.

3.3.3 = Preparing documents for interviewer

The interview package sh= ould include the items in the following sequence:

3.3.3.13.3.4 = Sample Questions

3= .3.4.1 General Questions<= /span>

§How would you li= ke to see yourself in terms of your career from years from now?=

§What are your st= rength and weaknesses at work?

§What kind of bos= ses would you like to work for ?

§the_company is n= ot a big company, is that a problem for you ?

3.3.4.2 Position Specific Questions - Programmer

3.3.4.3 Position Specific Questions – Infrastructure staff

3.3.4.23.3.5 = Interviewing protocols

§Start with a cas= ual talk so that the candidate feels more relaxed

§Start with posit= ion specific questions first and let the HR or final interviewers ask general questions.

§Observe body lan= guage

§Find out if the candidate’s personality fit well with the company’s culture

§Never offer a jo= b on the spot without discussing with the directors of the company. Leave the job offer part to the HR personnel or the director.

§Always maintain = a professional image of the company

Need further input from the interviewers

3.3.6 = Closing interviews

The candidate should be = informed of the following before letting him leave:

§§§§3.3.7 = Interview documentation

§ &n= bsp; Ideally, interview comments from different interviewers should be written on one document only (i.e. the job applicati= on form). In the case that the n= otes are written on separate sheets, they should be stapled together immediately after the interview.

§ &n= bsp; In the case of a job offer, the signed lette= r of offer together with the interview package should be transferred to the new employee’s folder once the candidate accepts the job offer.

3.3.8 = Interview follow-ups (hire or no hire)

3.3.8= .1 = If t= he candidate was told that he/she will hear from us by a certain date, the candidate should be informed by that date that we are still in the process = of interviewing, if the company is not able to make a decision yet.

3.3.= 8.2 The chosen candidate should be sent a preliminary emails indicating the company’s intention of hiring him/her. See 2.6.1 for details.

3.3.= 8.3 While we are waiting for the potential employee to reply us, we should inform a reserved candidate (if any) that we are still in the process of interviewing by emai= l or by call.

3.3.= 8.4 Other candi= dates, who are found not suitable for us, will be sent letters informing them that= the vacancy has been filled. See Appendix xxx for sample of declination letter.

2.5 L= egal Issues

Hsien to pro= vide input.

= = 2.6 Job Offer

&= nbsp; 2.6.1 Documentation and tracking

&nbs= p; &= nbsp; &nbs= p; Please follow the following sequence:

2.6.1= .1 The first step of the j= ob offer is to send an initial job offer by email. The job offer email should include information like salary and employee benefits etc. The candidate will be invited to r= espond to our offer

2.6.1= .2 If the response is posi= tive, a letter of offer (3.5.1) and employee handbook (3.5.3) will follow

2.6.1= .3 If the employee request= s, the Employment Contract and Network Access Agreement can be emailed to him/her = too.

2.7 H= iring Schedule

= ; Need some input

3. New Employee Startup Procedures<= /span>

3.1 L= ocal (Singaporeans)

3.1.1&= nbsp; One Week before the Start Date

The f= ollowing matters to be ready one week before the employee’s start date:

3.1.1.1 Allocate Seat/Purchase furniture

3.1.1.2 Purchase and set up hardware (computer and accessories).

3.1.1.3 Install Norton Antivirus

3.1.1.4 &nb= sp; Install Microsoft Office

3.1.1.5 &nb= sp; Install Adobe Acrobat

3.1.1.6 &nb= sp; Install and configure Eudora/Microsoft Ex= change

3.1.1.7 &nb= sp; Install Netscape &/or Internet Explor= er

3.1.1.8 &nb= sp; Install Winzip

3.1.1.9 &nb= sp; Install Printer Driver<= /span>

3.1.1.10 Install Visio (for technical staff only)<= o:p>

3.1.1.11 Setup Linux development account (for tech= nical staff only)

3.1.1.12 Install Putty (for technical staff only)<= o:p>

3.1.1.13 Install Ultra Edit (for technical staff o= nly)

3.1.1.14 Allocate Stationery

3.1.1.15 schedule first day orientation with each = person with whom the new employee will be working closely with

3.1.1.16 Immediate supervisor to develop week one workplan.

= &nb= sp; 3.1.2 On the Start Date

3.1.2.1 Present bui= lding orientation and introduction to existing employees=

3.1.2.2 Present employment contract and network access agreement <= /p>

3.1.2.3 Employee to= fill in personal particulars for Employee folder.

3.1.2.4 Get bank de= tails for future Salary Direct Debit.

3.1.2.5 Immediate supervisor to review week one and quarter one workplan with the new employe= e

3.1.2.6 Immediate supervisor to schedule evaluation date (one month prior to date of confirmation)

3.1.2.7 Present file saving protocol

3.1.2.8 Present lea= ve application procedures

3.1.2.9 Present exp= ense claims procedures

3.1.2.10 Present vir= us tutorial

3.1.2.11 Present pir= ated software rules

3.1.2.12 Introduce B= rown Bags and Tech Reviews

3.1.2.13 Set up Linux account

3.1.2.14 Set up emai= l account, include new employee in the localstaff mailing list. For manager rank, include in the managers mailing list too.

3.1.2.15 Send welcome email when the new employee’s email account is set up

3.1.2.16 Create user= name and password for NT network.

3.1.2.17 Add employe= e as a new user for the_company Intranet applications.

3.1.2.18 Present the= _company Intranet applications. Remind employee to enter particulars in the intranet phone book.=

See Appendix xxx for the New Employee StartUp Checklist.

3.2 <= /span>Perma= nent Residence (PR)

&= nbsp; Besides 3.1.1 and 3.1.2, we need to acquire details of the employee’s Singapo= re Permanent Residence status as it will affect the percentage of the company’s CPF contribution.

3.3 E= xpatriate

Besides 3.1.1 and 3.1.2, if the new employee is a foreigner, the company needs to i= mmediately apply for an Employment Pass for the employ= ee upon job acceptance.

3.3.1 Currently Overseas

§ = For employee who are located overseas, an URL to download the employment pass application form should be emailed to him/her.

§ = The employee will be required to fill up the form and send it back to the compa= ny together with their certificates, resume, passport copy and two passport photos.

§ = The company will fill in the employer section and submit the employment pass application on behalf of the employee.

§ The employee will proceed to colle= cting the employment pass with this approval letter (medical examination may be required in some cases).

3.3.1 In Singapore

§ = For employee who are currently already in Singapore, they are also give= n an URL to download the employment pass application form.

§ = When he/she has completed the form, the company will endorse on the employer section.

§ = The employee will proceed to the Ministry of Manpower to submit the form himself/herself.

§3.4 C= ontents of New Employee Startup Kit

A blue paper should be co= mpiled before the employee’s start date.&nb= sp; The blue folder should contain the following materials:

§ An new employee start up check list

§ Appointments check list

§ A blank employee particular form for the employee to fill in

§ Employment Contract

§ Employee Handbook

§ Network Access Agreement

§ A copy of the relevant Standard Operating Procedures

§ A copy of the file naming protocols

§ Antivirus Tutorial

§ Company Pirated Software Policy

§ Sample leave application form

§ Sample office claim form

3.5 D= ocument and Legal

The following documents, when interpreted together, will govern an employeeR= 17;s terms of employment with the company:

&= nbsp; 3.5.1 Letter of Offer

The Letter of Offer should include the following information:

§ Date of offer

§ Name of employee

§ Designation of the position offered

§ Salary and benefit package

§ Start date

§ Probation period and if there will be any adjustment after probation.

§ Job Description

§ Signature of the Chief Operating Officer

§ A space for the employee to sign back=

<= /span>

&= nbsp; 3.5.2 = Employment Contract

The current Employment Contract was last updated on ddmmmyy and named xxxxx.doc= and stored under bacchus\shareholders\xxxxx directory. See Appendix xxx for a typical Emp= loyment Contract for a non-manager position.

3.5.3 Employee Handbook

The current Employee handbook was last updated on ?? Jan 2002. It is named xxxxx.doc and stored u= nder bacchus\data\administration\ directory.&nb= sp; See Appendix xxx for the current copy.

&= nbsp; 3.5.4 Network Access Agreemen= t

The current Network Access Agreement was last created on ddmmm2001. It is named xxxxx.doc and stored u= nder bacchus\data\administration\ directory.&nb= sp; See Appendix xxx for the current copy.

3.6 <= /span>Setting up Employee Files

3.6.1 List of Contents=

<= span style=3D'font-size:11.0pt;mso-bidi-font-size:12.0pt'>The employee folder wi= ll be divided into sections in the following sequence:

<= span style=3D'font-size:11.0pt;mso-bidi-font-size:12.0pt'>

3.6.1.1 &n= bsp; Employee particulars

-&nb= sp; NRIC copy

-&nb= sp; Passport copy

-&nb= sp; A form with employee’s particulars (name, date of Birth, nationality, marital status, contact no., personal email address, home address, NRIC no., gender, contact no. and nam= e in case of emergency and bank details) &n= bsp;

3.6.1.2 &n= bsp; Job Application

- = Copy of resume and interview notes

-&nb= sp; Copy of certificates

3.6.1.3 &n= bsp; Employment Pass Applications (for foreigners = and non-PR only)

- = Copy of employment pass applications filled out by the company=

-&nb= sp; Copy of employment pass approval letter from the Singapore Immigrat= ion Department

-&nb= sp; Copy of the employee’s green card

-&nb= sp; Copy of the endorsement on employee’s passport

3.6.1.4 &n= bsp; Agreements

- = Original signed letter of offer. See Ap= pendix xxx for a sample of the document.

- = Original signed employment contract and revised/additional contract. See Appendix xxx for a sample of the document.

- = Original signed employee handbook. See Appendix xxx for a sample of the document.

- = Original signed network access agreement. See Appendix xxx for a sample of the document.

- = Original signed termination agreement (if any)

3.6.1.5 &n= bsp; Performance Evaluations

- = 1 on 1 notes

- = original performance review form signed by both line manager and the staff. See Appendix xxx for a sample of the document.

3.6.1.6 &n= bsp; Salary & Level History

- = A list of salary and promotion/change of title history. See Appendix xxx for a sample of the document.

3.6.1.7 &n= bsp; Leave Applications

- = All approved leave application forms. See Ap= pendix xxx for a sample of the document.

- = A leave balance sheet for all leave types. See Ap= pendix xxx for a sample of the document.

3.6.1.8 &n= bsp; Copy of Letters

- = Copy of confirmation letter to the staff

- = Copy of resignation letter from the staff

- = And any other letters to and from the staff

3.6.1.9 &n= bsp; Tax Forms

- = Copy of all IR8A forms issued to the staff

- = Copy of tax withholding form (IR21) if the staff is a foreigner and= has left

3.6.1.10 SOS (Share Option Scheme)

- = Copy of SOS documents issued to the staff

3.6.1.11 Handover checklist

- = Copy of handover checklists signed by both the staff and person who takes over.

- = See Appendix xxx for a sample of the document.

3.6.1.12 Exit Interviews

- = Exit Interview notes

3.7 C= onfidentiality and privacy policies and procedures

The directors of the company are required by the clients to sign Non-Disclosure Agreements (NDAs) under different projects. Under the signed NDAs, the company= and its employees are obliged not to disclose any confidential information of t= he client’s activities. Th= e new employees must be informed of this requirements and required to sign the Network Access Agreement (see 3.5.4)

4. Pr= obation and confirmation

4.1 L= evels and probation period

4.2 E= arly confirmation

4.3 C= onfirmation SOP

4.4 T= emplates

5. Empl= oyee benefits

5.1 T= ypes of Benefits

5.2 S= hare option scheme – need Hsien’s input

6. Leave Application Process

6.1 L= eave Application Submission

6.1.1 = Leaves other than Medical/Urgent Leaves

Þ = Employee fills u= p a leave application form (link) in advance according to the company’s = Employment Handbook (link) in terms of notice period and rules & regulations f= or leave application.

Þ = For technical st= aff –

à The applicant should con= sult the Project Managers (PMs) and Project Leads (PJs) of all the projects that= the applicant is developing. Each= PM and PJ of these projects should acknowledge on the leave application form to indicate that he/she is aware of the staff’s upcoming leave and the project deadline will not be jeopardized.

à The Leave Form must also= be signed and approved by the CTO.

Staff of Web Design Department -

à The Leave Form must also= be signed and approved by the Head of the Design Department.=

For Project Manager ̵= 1;

= à &n= bsp; The applicant should seek approval from the Project Director who will arrange for other PMs to temporarily takeover the projects during the applicant’s absence period.

For Other Employees ̵= 1;

= à &n= bsp; The applicant should seek approval from the = Head of their department.

Þ = “Leave Due” days on the= Leave Form to be cross-checked with the record on the staff’s Leave Summ= ary Sheet (linked) in their individual file. “Balance” days to be calculated.

Þ = Final approval o= f the Leave Application by the COO is required.

Þ = Original Signed = Leave Form to be kept in the staff’s individual Employee File.

Þ = Copy of the sign= ed Leave Form to be returned to the staff.

Þ = New leave detail= s to be entered into the staff’s Leave Summary Sheet (link) in their individual file

Þ =

= 6.1.2 Urgent Leaves

= &= nbsp;

Þ = Taking urgent le= aves without prior approval is not encouraged by the company. However, should it be really neede= d, the applicant must inform the PMs of the projects that the applicant is handling and his/her immediate supervisor as soon as the leave becomes necessary.

Þ = Leave Applicatio= n Form for urgent leave should be completed in the manner as stated in 5.1.1a.

6.1.3 Medical Leave & Claim &nbs= p; &= nbsp; &nbs= p; &= nbsp;

Þ = As soon as the s= taff is aware of the need to take medical leave, inform the company immediately<= o:p>

Þ = Inform local sta= ff by email or

Þ = At least inform = the Manager-Operations or

Þ = At least inform = one of the staff of the company

Þ = And advise conta= ct method (email, mobile, house number)

5.1.2-a. Application = &nb= sp; = &nb= sp;

Þ = If a General Practitioner (GP) has been visited, ask for a medical certificate

Þ = The day after the medical leave, fill up the Leave Application Form (link) for the day= s of absence and attach the medical certificate (if a GP has been visited) to the leave form.

Þ = Submit the leave= form to the head of the department for signature.

Þ = Submit the leave= form to COO for final approval.

5.1.2-b. Deductibles & Claim

Þ = A cap of $20 is reimbursable for medical expenses charged by GP and a cap of $50 charged by specialists

Þ = To claim for reimbursement for medical expenses, fill up an office expense form (link).

Þ = Claims to be reimbursement according to procedures stated under point 5.1.6. (link).

6.1.4 Conference

=

6.1.5 Unpaid &= nbsp;

6.1.6 Military Se= rvice = &nb= sp; = &nb= sp;

Þ = Staff to inform Manager-Operations as soon as he knows of the period of the service

Þ = Fill up leave application form (link) for the National Service Leave.

Þ = Submit the salary computation form (???) to the Manager-Operations for calculation of salary = loss due to the NS.

Þ = Computation to be mailed to Mindef(?) ??? days before commencement of the national service.

Þ = One copy to be k= ept by the staff and one by the company

Þ =

8.1.7 = Unrecorded Leave

6.2 <= /span>Line Manager Approval

6.3 <= /span>Final Approval by COO

6.4 <= /span>Post Approval Procedures

6.5 <= /span>Leave Application Form Template

7. Trainings

7.1 B= rown Bags

§ = Brown Bags = are conducted once every two weeks on Thursdays from 1pm to 2pm.

§ = Each staff = is on rotation to speak in the Brown Bags.

§ = Attendance = is compulsory for every staff.

§ = The training atmosphere is casual.

§ = There is no= limit to the topics but preferably work related.

7.2 T= ech Reviews

§ = Tech Review= s are conducted once every two weeks on Fridays from 11:30am to 12:30am.

§ = Each techni= cal staff is on rotation to speak in the Tech Reviews.

§ = Attendance = is not compulsory but those who attend are expected to take notes and be able to answer a short quiz at the next tech review.

§ = The training atmosphere is serious.

§ = The topics = are worked related – on-going or previous projects

7.3 S= ubsidized Courses

§ = The company= may exercise its discretion to subsidize an employee’s course fee.

§ = Subsidies w= ill only be granted for courses that are related to the employee’s current work requirements.

§ = The employee should submit full course information (including tuition amount) to the management for consideration.

§ = If the subs= idy is approved, the employee must make full payment first and then submit receipt/proof of payment for reimbursement of the subsidized amount.

§ = If the staff passes the exam, depending on the value of the course fee, the staff will be required to be bonded from half a year to one year (to verify employee handbook). If the staff fails the exam, the staff will pay the company back the full tuition and the staff will not be bonded.

§ = Sample of b= ond agreement to be signed between the company and the staff ????

7.4 = ; Subsidized Examination

8.<= span style=3D'font:7.0pt "Times New Roman"'> = Performance Evaluation

8.1 = Annual Performance Review

8.2 = Discretionary Reviews

8.3 = 1 on 1s

8.4 = Disciplinary Reviews

8.4.1 How to handle accusations of misconduct

8.4.2 How to conduct investigations

8.4.3 How to handle poor performance

9. Raises and Promotions

Need Hsien’s input

10. Outgoing Staff= <= /span>

10.1 How to handle different types of exit

10.1.1 Resignation<= span style=3D'font-size:12.0pt'>

10.1.2 Resignation by mutual c= onsent

10.1.3 Termination with cause (firing) Layoffs

10.1.4 Death or Disability

10.1.5 Template outgoing lette= rs

10.1.6 Announcing outgoing emp= loyees

10.1.7 Legal issues every mana= ger should know

10.1.8 Letters of Recommendati= on

10.2 Notice perio= ds

10.3 Final= pay and tax

10.4 Handover che= cklist

10.5 Outgoing emp= loyee exit kit

10.6 Exit intervi= ew

END<= /b>

= Appendix A = - Recruitment Ad sampl= e

JobsDB Ref:

JDBS018363503

= ;

= ;

the_company.com Pte Ltd

the_company is a small software development house that has been operating in Singapore for the last year.

Led by web-renowned founders Selena Sol and Gunther Birznieks, the_company has attracted a roster of some of the best, and most well-known web developers from around the world, including Stas Bekman (Apache-MOD_PERL)= and Carlo Ravagli (J2EE).

the_company focuses on the Banking and Telecommunications verticals in Singapore, Malaysia, Hong Kong, and Tha= iland and is currently working on regular projects and portals for M1, Bumiputra Commerce Bank (BCB), Bizibody, More Rewards, and others.

=

= Senior Web Designer

Post Date:7 Jan 02

the_company is look= ing for a Senior Web Designer with 2-3 years (minimum) relevant experience. As Senior Web Designer, your role will include the following:

1. Visual Design
2. Website Architecture
3. Website Development

VISUAL DESIGN
You are expected to create web page, portal, and web application GUIs that are appropriate to the process/business and are 'web-savvy'. The aestheti= cs and workflow of the GUI must correspond to the process/business being web-enabled.

As such, you should be as comfortable designing cutting-edge as well as conservative designs and be able to extract the aesthetic requirements fr= om all levels of clients.

In terms of web-savvyness, you are expected to be fluent with "web&q= uot; design meaning that you have developed an experience-based intuition for = the use of color, file size, image formats, cross-browser HTML, page layout, menuing, etc. within the medium of the web.

You should be fluent with the use of Adobe Photoshop and Adobe Illustrator and a familiarity with Macromedia Flash is a plus. With these tools, you = will be expected to use our image library to construct custom images as well t= o as design images from scratch.

WEBSITE ARCHITECTURE
You should be comfortable designing large scale web-based workflows that = link multiple pages together into a cohesive, easy-to-use website. Typical projects that you will work on include internet portals, intranets, and large/complex workflow-oriented applications.

It is expected that while you may not possess the business specific domain knowledge required to develop architectures for all clients that you will= be self-motivated enough to learn the processes on-the-job. For example, if = you are tasked to build a Trade Financing application for a banking client, y= ou are expected to learn the process of trade financing as part of your desi= gn work. Therefore, you are also expected to be able to extract processes fr= om clients in a professional and friendly way.

WEBSITE DEVELOPMENT
As a senior designer, you will not actually be responsible for extensive = rote coding. Your job will be to focus on the design, not the development.

However, that said, in order for you to disseminate your design, you must= be able to slice it up into well-formatted HTML and functional JavaScript (as required). Fluency in HTML and JavaScript is a plus and while we do understand that most designers use WYSWYG editors (such as Dreamweaver) f= or HTML, you will be expected to learn raw HTML coding.

Further, in order to design well within a software development company, y= ou must understand how the code surrounding your design works. At the_compan= y, we rely heavily on server-side (or tag-based) scripting similar to ASP, J= SP, and Cold Fusion. You must be comfortable working with custom tag libraries and simple templating tools such as loops and simple variable usage.

We are looking for someone who is meticulous, creative and who can still deliver projects on time, and within budget and who has strong written and verbal communication skills. Please note that we conduct detailed intervi= ews with every short-listed candidate. Only those with the matching qualifications and experience and are available for interview at our Singapore office will be considered. We regret that job applications with insuffici= ent information provided will not be entertained.

Please email resume with current and expected salaries, available start d= ate and links to samples of your web design work to: jobsdb-design@the_compan= y.com

Visit us at: www.the_company.com

= Appendix B = -

=

=

2= .1.3 Sample job descri= ptions - pending

2.1.3.1 CEO

2.1.3.2 COO

2.1.3.3 CTO

2.1.3.4 Research &a= mp; Development Director

2.1.3.5 Manager = 211; Software Development (Java/Perl)

2.1.3.6 Developer/S= oftware Engineer (Java/Perl)

2.1.3.7 Developer/S= oftware Engineer (R&D)

2.1.3.8 Manager = 211; Infrastructure

2.1.3.9 Infrastruct= ure Specialist (client)

2.1.3.10 System Administrator (i= nternal)

2.1.3.11 Project Manager

2.1.3.12 Art Director=

2.1.3.13 Web Designer=

2.1.3.14 Web Master-Open Source Projects & Community Development

2.1.3.15 Web Master-the_company Banking

2.1.3.16 Finance Director

2.1.3.17 Manager - Operations

2.1.3.18 Business Development Di= rector

2.1.3.19 Senior Manager – Business Development

2.1.3.20 Business Development St= aff