1. SCOPE:
This is our Company policy as to the ways and means in which we presently implement efforts to increase Saudization at Dar Al Riyadh.

2. REQUIREMENTS:

Purpose:
Saudization is obviously essential for the long term future social and economic development and growth of Saudi Arabia, for which Dar Al Riyadh are totally committed. We see this as an opportunity and not just merely a challenge.

Objectives:
– To attract and maintain ambitious, high calibre graduate and experienced candidates of all engineering, design and support disciplines.
– To provide comprehensive training programs and mentoring for graduate and lesser experienced employees.
– To provide an attractive employment and remuneration package that encourages long term commitment.
– To provide long term security, opportunities and a structured career path for committed employees.
– To provide long term service recognition awards and rewards.
– To be a pillar in the Saudi community.
– To lead the way as the choice employer amongst all local engineering and design consultants.
– To exceed all Government and client stipulated directives and criteria, in order not to prohibit our smooth operations, successful award and execution of projects.
– To have a distinct competitive advantage through our success.
– To replace existing expatriate employees who demobilise though natural attrition with Saudi employees.
– To always have a vacancy and requirement for a suitable candidate meeting our criteria.

Targets:
Annual targets for the employment of additional Saudi trainees and experienced staff will be formally established during the budget review process and implemented as approved in the subsequent operational year.

3. CANDIDATES:
Preferred Sources:
– Referrals of existing employees, clients, contractors and vendors. Note that the candidate sourcing incentives defined within the Employee's Policies and Procedures Manual applies in full.
– Internal transfers from other Divisions, where necessary to maintain an existing employee due to preferred work location, development of capability or downturn of work in a particular Division or Department.
– Universities, through personal contacts with staff and attendance to career days.
– Advertisements in local newspapers and the Company's internet website.
– External recruitment agencies.
– Speculative applications.

Selection criteria:
In order to increase the potential for success, DAR shall prioritise as much as possible the selection of candidates who:
– have good spoken and written English communication skills.
– are well presented and mannered.
– understand the business of a design consultant and preferably know people employed in such companies.
– have a local family.
– give good reasons for preferring DAR in favour of larger organisations such as Aramco, SCECO or SABIC
– want to be employed in a hands on position for a design consultant.
– do not have aspirations to operate their own business, initially from our office.
– realise and prioritise the potential of fast track career development and increasing responsibilities, diversified projects and opportunities, quicker job satisfaction, smaller and more flexible working environment and employment conditions, in favour of a higher salary, low and restricted responsibility and a relaxed corporate culture environment.

Interviews:
Formal interviews shall be conducted in order by the following staff, progressing to the next interview only for suitable candidates:
– Saudization Co-ordinator
– Training Manager (as applicable)
– Head of Department or Department Manager
– General Manager

All interviews shall be documented and recommendations provided immediately following each interview, for the reference of the subsequent interviewer.

Benefits:
In addition to a competitive salary and remuneration package, the following additional benefits shall be provided when justified and approved by the General Manager:
– Initial job familiarisation training of up to twelve (12) months for co-operative students and graduates.
– Department rotation familiarisation training of up to one (1) month.
– Provision of a personalised, structured career plan.
– Attendance to relevant IK training courses and seminars of up to three (3) days per year.
– Annual increments directly proportional to increasing responsibility, productivity, performance and attendance.
– 50% contribution to professional membership fees.
– Additional paid leave each Thursday for employees whilst continuing with higher education related to DAR's business and their career development plan.
– Air tickets for the employee and his immediate family to travel OOK after five years of continuous employment, up to a value of SR10,000.

Promotion Prospects:

Employees who are loyal to Dar Al Riyadh produce high quality work, demonstrate their ability to perform above and beyond their current position of employment, WILL BE PROMOTED. Typical examples of successful employees include Project Coordinators & Managers, Heads of Department and our Administration Manager.