Roseleen Kagiri

ABC LIMITED FACTORY RECRUITMENT PLAN Prepared by: Roseleen Kagiri Group Administration and HR Manager EXECUTIVE SUMMARY ABC Limited is constructing a factory in Kwale, Kenya that will require a manpower of approximated 400 trained technical personnel. Factory construction is expected to be completed in September 2014. Due to the recent closure of many similar factories in Kenya, there is a large pool of available trained candidates. Interest for positions in the factory has already been generated by recent news articles on the project. All job descriptions have already been prepared and reviewed by senior management and the directors and the recruitment process can now commence. Recruitment will take place from May 2014 with a target completion date of December 2014. Candidates will be sourced locally in Kenya and also from India. Candidates in India will be provided through an agency that has been identified by our international partners. ABC Ltd – Recruitment Plan (2014) Page 2 TABLE OF CONTENTS EXECUTIVE SUMMARY ............................................................................................................ 2 SECTION ONE - METHODOLOGY AND TASKS ................................................................... 4 SECTION TWO: RECRUITMENT NOTES ................................................................................. 5 SECTION THREE: RECRUTING TEAM ................................................................................... 6 SECTION FOUR: RECRUITMENT WORK PLAN ..................................................................... 7 SECTION FIVE: CANDIDATE INTEVIEW FORM ................................................................... 9 SECTION SIX: FACTORY MANPOWER REQUIREMENT ................................................... 11 SECTION SEVEN – CANDIDATE BACKGROUND CHECK PROPOSAL ........................... 17 ABC Ltd – Recruitment Plan (2014) Page 3 SECTION ONE - METHODOLOGY AND TASKS 1. Prepare aadvertisement for position detailing qualifications and requirements. 2. Advertisement to be placed in local newspapers, Daily Nation and The Standard; and on company website. • All positions to be advertised with a 3-week window for application. • Unique email address to be created for receiving applications for each position. 3. First review will be by HR Interns. They will review all applications received 4. Second level of review will be by HR officers who will use the same criteria. 5. Final shortlisted candidates will the be invited for an interview 6. Interview will be conducted by the factory manager, the HR manager and the consultant. Each member of the panel can assign a representative but there should be at least 2 members present during every interview 7. Post interview aanalysis and Selection of Candidate. Due to volume of recruitment, successful candidates can be made offers at the interview stage. 8. Submission of Interview Summary Report 9. Candidate Background and reference check 10. Offer letter preparation – Salary offers in consultation with Finance Team to ensure adherence to budget 11. Offer letter tracking (acceptance or rejection) 12. Coordinate reporting dates with onsite HR team ABC Ltd – Recruitment Plan (2014) Page 4 SECTION TWO: RECRUITMENT NOTES 1. All recruiting efforts within the institution will be coordinated through the human resources/personnel department/coordinator or his or her designee. 2. Recruitment will be undertaken between May 2014 and December 2015 3. Recruitment locations are: office headquarters, Ruaraka, Nairobi 4. ALL Applications received will be reviewed 5. Shortlisting of candidates will be done according to pre-determined job specifications 6. Interview process will be staggered and in-person interviews will be conducted for all positions 7. Summary of candidates being interviewed will be provided to interview team 24 hours before interview day. 8. At end of each day, summary report of all interview results and decision will be prepared and submitted to HR manager within 24 hours. ABC Ltd – Recruitment Plan (2014) Page 5 SECTION THREE: RECRUTING TEAM The team recruiting will consist of: 1. HR Department – The team led by the group HR Manager will be responsible for administrating the full process. 2. Factory Team – Lead by the Factory Manager 3. JPMA Consultants ABC Ltd – Recruitment Plan (2014) Page 6 SECTION FOUR: RECRUITMENT WORK PLAN FACTORY RECRUITMENT - WORK PLAN DESCRIPTION COMMENT Recruitment - Preliminary work Prepare advertisement for all positions based on pre1 approved job descriptions; unique email for each role and allocated deadline Group positions into 5 groups - most compatible roles 2 grouped together Identify key experience / education requirement for 3 application review PERSON RESPONSIBLE HR Manager, Consultant ,Factory Manager; Administrative support - HR officer Consultant and Factory Manager; Administrative support - HR officer Consultant and Factory Manager; Administrative support - HR officer START DATE DURATION 1 Apr 2014 10 days 14 Apr 2014 2 days 16 Apr 2014 2 days 4 Identify panel members and interview calendar HR Manager, Consultant ,Factory Manager 5 Book interview space and catering Senior HR Officer 20 Apr 2014 2 days ICT Team; Senior HR officer; Finance Manager 15 Apr 2014 Weekly for 5 weeks 5 days Advertising 6 Submit approved advertisement for publishing; Company website and select newspapers Each group of positions to be advertised on first day of work week; 1st Monday - Grp 1; 2nd Monday - Grp 2 etc. Application Review 7 Review applications and shortlist 8 2nd Review of Shortlisted candidates 9 Invite for interview and confirm dates Using basic role requirements HR Interns - 1, 2, 4, 5 List of final shortlist to be submitted by end of day to Senor HR Officer Any exceptions to interview schedule should be forwarded to HR Manager for review and approval HR Officers Ongoing. Final applications should have been received by 15 Apr 2014 11:59pm on application deadline 16 Apr 2014 Ongoing HR Manager, Consultant ,Factory Manager; 1 May 2014 or assigned representatives Ongoing HR Manager, Consultant ,Factory Manager; 1 May 2014 or assigned representatives Ongoing HR officer 1 May 2014 Ongoing HR Manager 1 May 2014 Ongoing HR Officers; Spectrumnet consultans 2 May 2014 Ongoing HR Interns - 3, 6 Interview and Selection Stage Interview and decision; verbal offer discussions if 10 applicable (based on budget allocation for each role) 11 Verbal offer accepted 12 Daily summary Report of interview results 13 Due to volume of candidates; if candidate is deemed a good fit, offer can be made after consultation during interview stage pending formal communication If candidate is accepting of initial offer; forward details to HR Officers to prepare offer letters Report to be signed by all panel members Approval of interview results. Approval to proceed with background checks and reference review 14 Background checks; reference review Senior roles to be undertaken by Spectrumnetwork; for lower level roles to be undertaken by HR Officers FACTORY RECRUITMENT - WORK PLAN DESCRIPTION COMMENT OFFER LETTER / CONTRACT 15 Prepare offer letter 16 Follow-up and process offer acceptance Update Records to reflect roles that have been filled and 17 reporting date 18 Prepare contract letter 19 Review contract letters; sing and forward to candidates 20 Confirm reporting date and communicate with HR officer on site in the factory REPORTING A Daily Report Summary of inteview results Daily Report summay of offer letters sent out to B successful candidates C Weekly report on offer acceptance and positions filled NOTES: ** Daily status meetings for whole team at 8am before interviews begin ** Roles and duties will be adjustment based on daily needs and ongoing process review ** Interns should be rotated in duties every week to reduce work fatigue PERSON RESPONSIBLE START DATE DURATION HR officer HR officer; Senior HR Officer 2 May 2014 2 May 2014 Ongoing Ongoing Senior HR Officer 2 May 2014 Ongoing HR officer; Senior HR Officer HR Manager; Finance Manager; Administration by Senior HR Officer 5 May 2014 Ongoing 5 May 2014 Ongoing Senior HR Officer; onsite HR OFFICER 5 May 2014 Ongoing HR Officer HR Officer Senior HR officer SECTION FIVE: CANDIDATE INTEVIEW FORM INTERVIEW RATING FORM Name of Applicant: Applicants Contact No: Date of Interview: Position Interviewed For: Name of the Interviewer: KISCOL HR, P.V. RAO, NIKET (JPMA), __________________ Venue: Kindly rate the candidate on the following parameters. Scale 0 - 2 (Unacceptable) 7 - 8 (Good) 3– 4 (Below Average) 9 - 10 (Outstanding) CRITERIA PARAMETERES 1. A. Verbal Communication Skills: b. Ability to express ideas / thoughts: 2. a. Personal Appearance: b. Confidence: c. Creativeness: d. Initiatives: e. Enthusiasm: f. Flexibility/ Tractability: (Able to adjust readily to different Communication Skills Personal Attributes Conditions) 3. Learning Ability: (Max Score 10) (Quick Learner / can grasp things quickly) 4. Commitment: (Max Score 5) (Stability) 5. Team Player: (Max Score 5) (Ability to work with others, Ask about size of teams, instance’s which demonstrate ability to work effectively in teams) 6. Leadership Skills: (Ability to lead) (Max Score 5) 5 - 6 (Average) REMARKS (IF ANY) (MAX SCORE 10) (MAX SCORE 10) SECTION FIVE: CANDIDATE INTEVIEW FORM 7. Strengths for this Position: (Max Score 5) (Why should we hire this candidate/(ask him/her about his positive attributes?) 8. Technical/ Subject Knowledge: (Max Score 50) Grand Total (Out of 100) 0 - 20 (Unacceptable) 61 - 80 (Good) 21 – 40 (Below Average) 80 - 100 (Outstanding) 41 - 60 (Average) CANDIDATE’S INFORMATION Current Position Company Currently working : Salary Expectation: Notice Period : One Month Years of Experience : Sugar Industry : Two Months Lead Time to Join: Others : SUMMARY & RECOMMENDATIONS Q. Does candidate meets basic requirement for the position? YES NO Q. Does candidate need training ? YES NO Notes / Summary of Assessment; (if any) FINAL SCORE: RATING: If selected, suggest fitment Designation Level Start / Mid/ High Signature of the Interviewer; SECTION SIX: FACTORY MANPOWER REQUIREMENT S. No. Designation 1 Cogen Engineers Department Cogen Section 2 Boiler Engineers Cogen Section 3 Boiler Fireman Cogen Section 4 5 Turbine Attendant Fitter 6 Ash Handling operator/Attendant 7 Fuel Handling System Operator 8 Bagasse Yard Supervisor 9 Bagasse Yard Back Pusher Drivers Water man 10 13 14 15 Water Treatment Plant operators & Analyst 4-5 years’ experience as Boiler Fireman on High Pressure Boilers 5-6 years’ experience of Operation and Maintenance of extraction cum back pressure turbines Cogen Section TechnicianMechanical Cogen Section TechnicianMechanical 5-6 years’ experience in Maintenance of Cogen Equipment 3-4 years’ experience in Ash Handling System operation and maintenance Cogen Section TechnicianMechanical 3-4 years’ experience in Conveyors operation & Maintenance Intermediate or Technician Having Medium/Heavy Vehicle driving License 12 th standard, 2nd class Boiler certificate 2-3 years’ Experience in the similar field Certificate course in Fitter trade 4-5 Years in the similar field 12 th standard Certificate course in Fitter trade 3-4 Years in the similar field 4-5 Years in the same field 10 th standard 2-3 years in the similar field Diploma/ Degree in Chemistry (or Equivalent) 3-5 Years in the similar field Cogen Section Cogen Section Cogen Section Cogen Section Cogen Section Woodchip Machine Operators 6-8 Years working in the similar field 4-5 years’ experience of Operation and Maintenance of High-Pressure Boilers, and its Auxiliaries. Good Knowledge of standard Operating & Maintenance practices & should have the capability to understand the behavior of Equipment under different conditions. TechnicianMechanical Cogen Section Fitter Helpers Asst.Turbine operator B.E. (Mechanical) +BOE Boiler Certificate course from reputed agency Experience Cogen Section Asst.Fitters 11 12 Qualification B.E [Mechanical] +BOE 3-4 years’ experience of driving Back Pushers 4-5 Years in the similar field Cogen Section Cogen Section ABC Ltd – Recruitment Plan (2014) Page 11 - Effluent Treatment Plant Effluent Operator Treatment Plant Effluent ETP Operator helper Treatment Plant Electrical for Sugar & Cogen Shift Electrical Engineer Plant Electrical for Sugar & Cogen Electrician Plant Electrical for Sugar & Cogen Wireman Plant Electrical for Sugar & Cogen Switch Board Attendant Plant Instrumentation Shift Instrumentation for Sugar & Engineer Cogen Plant Instrumentation for Sugar & Instrument Technician Cogen Plant Drafts Man Fore Man 25 Trainee B.E./Diploma in Electrical 4-5 Years in the same field Technician-Electrical 3-4 Years’ Experience Technician-Electrical 4-5 Years’ Experience Technician-Electrical 4-5 years’ experience in the same field B.E. /Diploma in Instrumentation 6-8 Years’ Experience 6-8 years in the Sugar Industry Plant Workshop Diploma/ Certificate course in Mechanical 2 - 4 Years in the similar field Plant Workshop Certificate course in Fitter trade 5-6 years’ experience 3-4 years’ Experience Plant Workshop 12 th standard & 8-10 2 - 4 Years in the similar field years Certificate course in 2 - 4 Years in the similar field fitter trade TechnicianMechanical 6-7 years’ experience in same field Plant Workshop TechnicianMechanical Plant Workshop Pumps fitter 28 Under Graduate Plant Workshop Rigger 27 3-5 Years in the similar field TechnicianInstrumentation Diploma/ Certificate course, CAD Fitter 26 TechnicianMechanical Plant Workshop 29 Turners 30 Shaping/Planning Machine Operators 31 Drilling & Cutting Machine Operators Plant Workshop 32 Carpenter Plant Workshop 33 34 Plumber Mason Plant Workshop Plant Workshop 35 Deputy Chief Chemist Production Department ABC Ltd – Recruitment Plan (2014) TechnicianMechanical TechnicianMechanical TechnicianMechanical Civil Technician BSc. With Sugar Technologist course from reputed Institute 6-7 years experience In same field 6-7 years experience In same field 6-7 years experience In same field 6-7 years experience in same field 6-7 years experience In same field 6-8 Years experience in the Sugar industry Page 12 Production Department BSc. With Sugar Technologist course from reputed Institute 4-5 Years experience in the Sugar Industry 36 Shift Chemist 37 Production Juice Heaters Operators Department Under Graduate 2-3 years Experience of J H operation 38 Preparation Juice Defecator (lnline Mixer) & MOL Preparation Under Graduate 2-3 years Experience of Juice Defecator operation 39 Juice Clarifier Operator 40 Evaporator Operator Production Department Production Department 41 Pan In Charge 42 Pan Man 43 Asst. Pan Man 44 Pan Helpers 45 Production Department Under Graduate 2-3 years Experience in Juice Clarification 5-6 years Experience in Evaporator station Production Department Sugar Boiling Certificate Course 6-8 Years experience in the same field Sugar Boiling Certificate Course 4-6 Years experience in the same field 2-3 Years experience in the same field Crystallizers operator Production Department Production Department Production Department Production Department Under Graduate Trainee 46 Batch Centrifugal Machine Operators Production Department TechnicianMechanical 5-7 Years experience in the Sugar Industry 47 Continuous Machine Operator Production Department TechnicianMechanical 5-7 Years experience in the Sugar Industry 48 Sugar House attendant Production Department Under Graduate 1-2 Years experience of same field Lab Chemist Production Department BSc Chemistry 3-5 years experience in the similar field Under Graduate 2-3 years Experience in the similar field Under Graduate Trainee 10 th standard 4 To 5 Years in the same field 10 th standard 6 To 8 Years in the Sugar Industry 49 50 Lab Attendant 51 Sample Boy 52 Vacuum filter & sulphur burner helper 53 Vacuum filter operator Production Department Production Department Production Department Production Department ABC Ltd – Recruitment Plan (2014) Under Graduate 10 th standard Supporting Pan Operation Trainee Page 13 Production Department 54 Syrup clarifier operator 55 Centrifugal mates 56 seed melter operator 57 sugar house clerk Production Department Production Department Production Department 58 Stitching Machine Operator 59 60 61 10 th standard 10 th / ITI (Mechanical / Electrical) 6 To 8 Years in the Sugar Industry 10 th standard Trainee Graduate 4 - 6 Years in the similar field Production Department 10 th standard 3-4 Years in the similar field Sugar bag filling operator Production Department 10 th Standard 2-3 years Experience in the similar field Limed juice tank & Sulphur Burner operator Production Department 10 th standard 4-6 Years experience in the same field 10 th standard 12 th Standard Trainee 4 To 5 Years in the same field 12 th Standard 4 To 5 Years in the same field 12 th Standard 4 To 5 Years in the same field B & C Magma operators Cane carrier Attendant 62 63 Inter carrier operator Production Department Sugar (Mechanical): Sugar (Mechanical): Sugar (Mechanical): 6 To 8 Years in the Sugar Industry 64 Bagasse carrier Attendant Sugar (Mechanical): Certificate course in Fitter trade 4-6 years in the Sugar Industry 65 Boiling House Asst. Fitter Sugar (Mechanical): 12 th Standard 4-6 years in the Sugar Industry 66 sulphur burner/MOL/Syrup clarification Attendant Weigh bridge Mechanic Sugar (Mechanical): Certificate course in Fitter trade 4-6 years in the Sugar Industry Diesel Engine Mechanic Sugar (Mechanical): Certificate Course in Diesel Mechanic 5-6 years Experience Air Compressor Mechanic Sugar (Mechanical): Certificate course in Fitter Trade 5-6 Years Industrial Experience Crystalliser Attendant Sugar (Mechanical): 12 th Standard Trainee - 71 Shift Engineers Sugar Plant Section-Mill House 72 DCS Operators - Mill House Sugar Plant Section-Mill House ABC Ltd – Recruitment Plan (2014) B.E (Mechanical)/Diploma In Mechanical 5-6 Years experience in the Sugar Engineering Industry Diploma In Mechanical Engineering 5-6 Years experience in the Sugar Industry Page 14 Hilo Operators Sugar Plant Section-Mill House TechnicianMechanical 2-3 years experience in the Operation of Hilo Machines Feeder Table Operator Sugar Plant Section-Mill House TechnicianMechanical 2-3 years experience in the Sugar Industry Mill House Fitter Sugar Plant Section-Mill House TechnicianMechanical 10-12 Years Experience in the Sugar Industry Oilman For Mill House Sugar Plant Section-Mill House Under Graduate 2-3 years Experience in the same field Rigger Sugar Plant Section-Mill House Under Graduate 2-3 Years Similar Experience Welder Sugar Plant Section-Mill House Technician-Welding 2-3 Years Similar Experience Boiling House Fitters Sugar Plant Section-Mill House TechnicianMechanical 6-8 Years Experience in Boiling House 80 Shift Fitters Sugar Plant Section-Mill House TechnicianMechanical 4-5 Years experience in the Sugar Industry 81 Centrifugal Machine Fitters Sugar Plant Section-Mill House TechnicianMechanical 4-5 Years experience in the Sugar Industry Fitter Helpers Sugar Plant Section-Mill House TechnicianMechanical 1-2 years experience Oil Man Sugar Plant Section-Mill House Maintaining and Top up of Oil at Boiling House equipments 1-2 years Experience in the similar field 73 74 75 76 77 78 79 82 83 ABC Ltd – Recruitment Plan (2014) Page 15 84 Pump Attendant Asst.In -Charge 85 Clerk 86 Analytical Chemists 87 Sample Boys 88 Manager/Asst.Manager Sugar Plant Section-Mill House Sugar ware House: Sugar ware House: Water Treatment Plant: Water Treatment Plant: Civil Department 89 Asst. Engineer 90 Quantity Surveyor 91 Drafts Man 92 Civil Supervisors 93 94 95 Plumber Carpenter TechnicianMechanical Graduation ,SAP Knowledge Graduation 1-2 years Experience in the similar field 5-8 years Experience with SAP Knowledge 3-5 Years in the similar field B.Sc., (Chemistry) 3-4 Years in the similar field 10 th standard Trainee Diploma/Degree in civil Eng. 10-15 years Experience as a Supervisor Civil Department Diploma/Degree in civil Eng. Civil Department Diploma/Degree in civil Eng. Civil Department Diploma/ ITI in Civil Eng. , Auto Cad Knowledge Civil Department Diploma/ ITI in Civil Eng. Civil Department ITI ( Fitter)/10 th class Civil Department 10 th standard ABC Ltd – Recruitment Plan (2014) 5-8 years in the similar experience 5-8 years 5-8 years 3-5 years 3-5 years 3-5 years Page 16 SECTION SEVEN – CANDIDATE BACKGROUND CHECK PROPOSAL Tender process was initiated by the procurement team and the contract was awarded to Spectrumnetwork International. Attached is their proposal outlining their fee schedule and turnaround time. ABC Ltd – Recruitment Plan (2014) Page 17 SECTION 7 – CANDIDATE BACKGROUND CHECK www.spectrumnetworkpi.com Since 2002, Spectrum Network International has been striving to provide better services to its clients. In partnership with; 1 TECHNICAL PROPOSAL IN THE MATTER OF PROVISION OF PRE-EMPLOYMENT SCREENING AND BACKGROUND CHECKS SERVICES [Submitted To The Human Resources Manager KISCOL Attention: Jane Doe 2 CONTENTS [PREAMBLE............................................................................................................................................ 4 [JUSTIFICATION.................................................................................................................................... 4 [TERMS OF REFERENCE ................................................................................................................... 5 [INVESTIGATION AS A CORE FUNCTION ...................................................................................... 5 [EXPERIENCE........................................................................................................................................ 6 [METHODOLOGY AND SCOPE ......................................................................................................... 6 [FEES……………………………………………………………………………………………………7 [TURN AROUND PERIOD ................................................................................................................... 8 [SERVICE PORTFOLIO ........................................................................................................................ 9 [WHY US? ............................................................................................................................................... 9 [EXPERTISE ......................................................................................................................................... 10 [BRANCH NETWORK ......................................................................................................................... 10 [CLIENT PORTFOLIO ......................................................................................................................... 11 [CONCLUSION ..................................................................................................................................... 11 3 [PREAMBLE This Proposal is submitted to the Human Resources Manager,USM in exploring opportunities for a working relationship between Spectrum Network International and your company in providing high quality, effective and efficient professional pre-employment and background checks investigations services for your consideration. The principal object of submitting the proposal is based on our considered necessity to provide investigations services in the field of Pre-employment Vetting and Background Checks on Suppliers and Business Partners to your company. [JUSTIFICATION  All established corporate organizations and other entrepreneurs will agree that hiring the wrong employees may turn out to be disastrous in the short or long term periods.  Hence, it is only reasonable to be sure of the real professional character of serving and incoming employees, business partners as well as suppliers at all levels.  However, the recruitment of personnel, business partners and suppliers possessing the best professional attributes and practices has in recent times been a major challenge to most organizations.  This challenge calls for appropriate pre-employment background checks of potential employees as well as appropriate screening of business partners and suppliers, including executive staff, middle level managers and junior staff before engagement. 4 [TERMS OF REFERENCE Subject to your hiring and recruitment needs, our conventional terms of reference and objectives for background checks/employee vetting are inter-alia as follows: To verify the validity of identification documents in a bid to mitigate impersonation and forgery of identification.  To verify the authenticity of academic certificates, professional qualifications and learning institutions.  To verify the authenticity of employment information and pertinent information.  To establish individuals’ criminal history and character attributes.  To evaluate levels of individual employees’ performance aptitudes and reliability in their respective professions and careers. [INVESTIGATION AS A CORE FUNCTION Spectrum Network International underscores the role of nvestigations in the operational structure of a modern corporate set up. We provide a comprehensive range of professional consulting services, individually tailored to meet your needs. These services include risk assessment of your investments, security and safety assessments of your operations and employees, as well as risk avoidance counsel and plans of action for your local and international operations. We have unique access to sources of information on individuals, companies and your potential partners, suppliers or clients, including targets in emerging economies and developing nations. Through our extensive network of global and local resources drawn from the business, financial, legal, diplomatic, and law enforcement sectors and through up to date internet and media sources, we provide you with unmatched global investigations solutions. While it is imperative to appreciate the significance of Investigation as a curative measure in a myriad of corporate problems, it is also important to note it as a valuable tool in mitigating against loss causing agents and occurrences in the business world. 5 Spectrum Network prides in adequate professional expertise with sufficient resources to provide bespoke solutions to deal with the various challenges in your corporate environment; some of which are discussed below. In today’s competitive corporate world, the need for robust investigating procedures is essential, both to lessen the exposure of your business to risk and to protect the finances and reputation of your organisation. Spectrum Network range of services will quickly, efficiently and cost effectively provide a solution to aid you in your hiring decisions be it of an employee or a supplier giving you assurance and peace of mind to concentrate on the core areas of your organization. [EXPERIENCE Spectrum Network Limited affords over Ten years of experience as a leading professional investigations services provider with a knack for quality performance and sterling service delivery. The team that is at the helm of this success comprises of tested skills in the industry. Our professionals are further backed by a team of various dedicated consultants with vast wealth of experience in the fields of investigations, background checks, employees vetting, risk surveys, loss assessments, security consultancy, market intelligence surveys and research among others. [METHODOLOGY AND SCOPE The Vetting and background checks investigation will verify the core data of an employee/supplier and includes some or all of the following checks:            Full Names Address Identity Card Details verification Validation of other contact details provided by potential or serving employees Credit Reference or Bankruptcy searches(where necessary) Directorships/ownership details of any business involvement Property ownership( where necessary) Professional Memberships Professional Qualifications Confirmation of all previous employment positions Validation of all academic certificates Checks on all References provided 6 Further, when dealing with appointments to senior and executive management levels and/or very sensitive positions/business areas, we conduct the investigation at a higher level. We aim to validate all details provided in the application documents carry out checks on all the above criteria together with additional relevant research and investigations to confirm the probity and standing of the applicants. In addition, we have the experience and resources to administer both high level vetting of board members appointments and the verification of large volumes of applicants. We will also assist you with necessary advice on recruitment procedures and on the information which needs to be collected in application forms. [FEES SCHEDULE Here below is a summary outline of the levels and charges on pre-employment screening services. a) Entry Level – Employment beginners      University/College Qualification verification One professional certificate verification e.g. CPA, CIPS etc One previous work place verification (if any) One Referee check Criminal Check Fees; Kshs.20, 000 per individual CV b) Middle Level – Experienced staff and Line managers       University/College Qualification verification All professional certificates verification Two previous work places verification Memberships verification Two Referees checks Criminal checks Fees; Kshs.25,000 per individual CV c) Executive Level – Heads of Departments, MD’s & C.E.Os  University/College Qualification verification  All professional certificates verification 7        Three previous work places verification Memberships verification Three referees checks Criminal checks Reputational Checks Credit Checks (With signed consent of the individual) Criminal Checks Fees; Kshs.30,000 per individual CV NB: The above fees is VAT exclusive. [TURN AROUND PERIOD Turn around period is dictated by the magnitude of the assignment at hand and by the scope of coverage. However, we strive to meet any specific deadlines and time limits set by our clients. Here below are relative turn around periods for back ground checks. Employee screening $ Back Ground Checks Nature of Task Turn Around Period Size of Task Simple Average Complex Identity Verification 2 Days 5 Days 7 Days Education/Academic Documentation Verification 2 Days 5 Days 7 -14 Days Employment Profile Verification 2 Days 5 Days 7 Days Criminal Record Verification 2 Days 4 Days 7 Days Reference Interviews 1 Day 5 Days 8 2 Days [SERVICE PORTFOLIO In addition to pre – employment screening and back ground checks, here below is an outline of the broad range of other services available at our company.  Motor vehicle Accidents and Thefts  Tracing and Recovery from Third Parties  Workmen’s Compensation and Employers’ Liability Claims.  Industrial Accidents  Tracing and Recovery from Institutional Defaulters  Anti-counterfeiting  Arson and Burglary  Creditworthiness Checks  Computer Fraud  Corporate Espionage and Intelligence  Criminal and Civil Searches  Covert / Overt Surveillance  Due Diligence  Risk and security consultancy/management  Document Analysis and Examination  Fraud Detection, Investigations and Prevention  Market Intelligence Research and Surveys  Mystery Shopping/ Intellectual property rights  Any other matter that may require specialized private investigation In all the above fields, we have carried out comprehensive and intensive investigations producing positively useful findings to our clientele. [WHY US? We are the fastest growing firm offering professional corporate risk management and investigations services. 9 We have the requisite qualities that make for a successful business relationship with our clients namely:  We are a consolidated team of professionals with a wide range of knowledge in information and data gathering and analysis.  We have over the years earned well deserved trust and respect from our clientele.  Stringent measures in place to ensure confidentiality of client information at all times.  We have the requisite experience, expertise and equipment to fulfill your business demands professionally. [EXPERTISE Over the years, we have established ourselves as a leading professional investigations services firm with a knack for quality performance and sterling service delivery. The team that is at the forefront of this success comprises of tested skills in the industry. Our professionals are backed by a team of various dedicated consultants and professionals with a wealth of experience in investigations, risk/security survey and research. [BRANCH NETWORK Spectrum Network has its Head Office in Nairobi, at Consolidated Bank House, 4th Floor, Suite 10 located along Koinange Street. We also have an International Branch Office in Kampala, Uganda a Kampala Uganda and liaison offices and representatives in Tanzania (Dar-es-salaam), Rwanda Burundi(Bujumbura) South Africa, Nigeria, Ghana, Zambia and Southern Sudan (Juba). 10 (Kigali), [CLIENT PORTFOLIO Some of our current clients for pre-employment vetting and other types of investigative assignments/services are listed below. The names of contact persons at the organizations can be availed in strict confidence if so required. All assignments carried out by our company are strictly confidential and only intended for the consumption of the instructing authority/client. Corporate Clients Safaricom Ltd Standard Media Nation Media Group GlaxoSmithkline East Africa Libya Oil (K) Ltd Total (K) Ltd Coulson Harney Advocates Kaplan & Stratton Advocates East African Breweries Ltd Genpact Ltd Resolution Health E. A Tetra Pak Serengeti Breweries – Tanzania Iseme, Kamau & Maema Advocates Vivo Energy(Shell) Insurance Companies APA Insurance CIC Insurance company Ltd 11 General Accident Insurance Company International Clients G4S International - USA Diligence International - USA Steele CIS - USA American Investigations Bureau - USA Red Flag Group - Hong Kong Greves Group - India Saraband - South Africa I-Cover Europe - UK Schalke & Partners - Netherlands Centricity Plc - Australia Altima Information Inc - USA Pinkertons - UAE [CONCLUSION We trust that you will, as we do, find this proposal and the working partnership herein requested, positively useful and relevant to both of our business interests. We will immensely appreciate to have your response regarding the proposal as we look forward to a mutually rewarding business relationship. 12 Thanking you for finding time to peruse the proposal. Kindly, contact the undersigned for further clarifications and deliberations. Yours faithfully, SamJim Mwanyasi Managing Director Koinange Street, Consolidated Bank House, 4th Floor, Suite # 10 P. O. Box-, Nairobi, KENYA Tel: -/6, Fax: - E-Mail:-, Website: www.spectrumnetworkpi.com 13