[email protected] SPECIAL GROUPS First of all, to access the Special Groups inside the...

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SPECIAL GROUPS

First of all, to access the Special Groups inside the OPR Tool, you must log in onto the system with yur ID and password.

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SPECIAL GROUPS

If your access allows you to, you will be able to see, at the OPR menu, the functionality Special Groups. This functionality you will be using to register the employees that stand out in the Company. To access it, click on the name Special Groups.

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SPECIAL GROUPS

After clicking on the Special Groups functionality, you’ll see two different options. By clicking on “Nomination”, you’ll be able to list and save the suggestions you have of employees that should belong to a special group. By clicking on “Validation” you’ll be able to validate the suggestions.

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SPECIAL GROUPS

NOMINATION - After clicking on the nomination option, you’ll see a screen like the one below. Use the options to search the employee you want to nominate then click the Search button. You’ll see, then, a list of employees that fit the options you selected. Flag box that belongs to the employee you want to nominate, select the group then hit the button Save.

Tip!

You can switch between the

Nomination/Validation options by clicking

the button that stands on the left,

top of screen.

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SPECIAL GROUPS

VALIDATION - After clicking on the validation option, you’ll see a screen like the one below. Use the options to search the employee you want to validate then click the Search button. You’ll see, then, a list of employees that fit the options you selected. Flag box that belongs to the ZONE after ManCom validation, then hit the Save button.

Tip!

You can switch between the

Nomination/Validation options by clicking

the button that stands on the left,

top of screen.

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SPECIAL GROUPS Objectives

The AB InBev special groups nomination process objective is to differentiate our talents into specific vertical or horizontal

careers, by defining actions in compensation and development to increase retention rates for these groups.

HORIZONTAL CAREERSVERTICAL CAREERS

KEEPERS

TOP LEADERS BAND III & IV

PEOPLE BETS

13

119

936

2201

5700

16024

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SPECIAL GROUPS Nomination Process

Do you have the previous year’s special group list?

Y

Is there any name on the list that left the company ?

Do the new nominations meet the special group

criteria?(use specific decision tree)

N

Y

Are the new nominations included in the list?

Y

N

Y

Is there any name on the list that doesn’t meet the

special group criteria anymore?

Eliminate name from the list


Y

Do you have any new nominations to make?

N

Send Final List for Global Approval

N

Y

N

N

To guarantee the success of the Special group Nomination Process, Zones and GHQ should follow the decision tree and

the defined criteria for each of the special groups.

Does the final list approve by the Zone ManCom?

Y

N

Is there any name on the list to be eliminate?

N


Y

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SPECIAL GROUPS

Description: Employees who are perceived as having the potential to grow to a own Zone ManCom member (Bands 0-II) position. These individuals must have shown clear results and are strong ambassadors of our culture.

Suggestion: Up to 2% of total audience

Band Audience Bands V & VI

OPR Rating: OPR rating of 4A, 4B or 3A

Guidelines & Nomination Process:

Minimum 2 year in the company

Considered high potential to become own Zone ManCom member (bands 0-II)

Has strong track record of achieving results and is a Culture ambassador

Fulfills criteria for high potential (zone mobility, English level 3 or better and clear evidence of leadership qualities)

Nominated by VP’s at the Zone Functional OPR and approved by ZP and ManCom at Zone Final OPR

Nominations confirmed by EBM at EBM Final OPR

Nomination – People Bets Criteria

Note: Follow the decision tree and don’t forget to include the COMMENT why the person is a people bet in the OPR tool – describe with specific examples of results achievement and is a Culture ambassador

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SPECIAL GROUPS

Description: Employees who have the clear potential to grow to a ManCom Member Position Globally (Bands 0-II) . These individuals must have shown clear results and are strong ambassadors of our culture.

Suggestion: Up to 20% of the audience

Band Audience: Bands IV


Guidelines: Minimum two years in the company

Considered highest potential to become ManCom Member Globally (bands 0-II)

Strong performers who already show potential to move into a position of greater responsibility or the potential to deliver significant value in their current role (i.e. innovation, revenue generation or cost savings)


Fulfills criteria for high potential (global mobility, English level 3 or better and clear evidence of leadership qualities)

Related KPI’s – Target Achievement (performance), 360 results (behavior) and Engagement Index



Nomination – Top Leaders Bands IV Criteria

Note: Follow the decision tree and don’t forget to include the COMMENT why the person is a Top Leader in the OPR tool – describe with specific examples of results achievement and is a Culture ambassador

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SPECIAL GROUPS

Description: Employees who have the clear potential to grow to a ManCom Member Position Globally (Bands 0-II) . These individuals must have shown clear results and are strong ambassadors of our culture.

Suggestion: Up to 20% of the audience

Band Audience: Bands III



Considered highest potential to become ManCom Member Globally (bands 0-II)

Strong performers who already show potential to move into a position of greater responsibility or the potential to deliver significant value in their current role (i.e. innovation, revenue generation or cost savings)


Fulfills criteria for high potential (global mobility, English level 3 or better and clear evidence of leadership qualities)

Related KPI’s – Target Achievement (performance), 360 results (behavior) and Engagement Index



Nomination – Top Leaders Bands III Criteria

Note: Follow the decision tree and don’t forget to include the COMMENT why the person is a Top Leader in the OPR tool – describe with specific examples of results achievement and is a Culture ambassador

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SPECIAL GROUPS Nomination – Keepers Criteria

Description: Specialists who have the hard-to-find, hard-to-replace, practical and applicable skills that give AB InBev an advantage over our competition. These individuals must have shown clear results and are strong ambassadors of our culture.

Suggestion: Up to 1% of total audience

Band Audience: Bands III - VI

OPR Rating: Typically 3B, but can also be 4A, 4B and 3A



The individual has a deep knowledge, is consider “the reference”, in a specific AB InBev products or processes

The individual has developed proprietary processes or products for the company than can cause problems for us if they leave

It is very hard to develop a skill set like him/her

If the individual leaves the company, he/she will be very difficult to replace

If the individual goes to the competition, it will put us at a disadvantage



Note: Follow the decision tree and don’t forget to include the COMMENTS regarding why the person is a Keeper in the OPR tool – describe with behaviors of specific experiences and is a Culture ambassador

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SPECIAL GROUPS

Is the employee an AB InBev culture ambassador

with a strong track record of results?

Y

Has the employee been with the company at least 2

years?

Is the employee in a band V or VI position?

Is the employee rated as 4A, 4B or 3A in the actual

OPR?

PEOPLE BET

Not People Bet

Do we have evidence that the employee has potential to become a Zone ManCom band 0-II? (Use four A’s)

Y

Y

Y

N

Y

Is the employee ZONE mobile and have at least

English level 3?

Y

N

N

N

N

N

PE

OP

LE

BE

TS



Y

Is the employee rated as 3B in the actual OPR (4A, 4B,

and 3A are accepted)?

Does the employee have a deep knowledge, is consider “the reference” in a specific

AB InBev process or products?

Did the employee developed a proprietary process or

product to AB InBev?

Not Keeper

KEEPER

Does the employee have a specific knowledge that will

put AB InBev at a disadvantage if he/she goes

to the competition?

Y

N

N

N

N

Does the employee have a specific knowledge will be

hard to replace if he/she leaves AB InBev?

N

N

Y

Y

Y

Y

KE

EP

ER

S

Not Keeper

Does the employee have a specific knowledge that it is

very difficult to develop?

N

Y

Special Groups – Definitions & Decision Tree

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SPECIAL GROUPS



Special Groups – Definitions & Decision Tree

Y


years?

Is the employee in a band IV position?


OPR?

TOP LEADER BAND IV

Not Top Leader Band IV

Do we have evidence that the employee has potential to

become a ManCom band 0-II Globally? (Use four A’s)

Y

Y

Y

N

Y

Is the employee GLOBAL mobile and have at least

English level 3?

Y

N

N

N

N

N

TO

P L

EA

DE

R

(BA

ND

IV

)

TO

P L

EA

DE

R

(BA

ND

III

)



Y


years?

Is the employee in a band III position?


OPR?

TOP LEADER BAND III

Not Top Leader Band III

Do we have evidence that the employee has potential to

become a ManCom band 0-II Globally? (Use four A’s)

Y

Y

Y

N

Y

Is the employee GLOBAL mobile and have at least

English level 3?

Y

N

N

N

N

N

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