Company Ethos

we create deep and meaningful

brand connection for our clients thru
strategy, idea and xepriecne

To be in the top 20 admired creative

collaborators in India by 2017
Six Inches VALUEs
: Xperience
Customer First, strive for
Speed : excellence, Honour – sensitive and
get it done, being respect for individual differences,
proactive, tomorrow integrity – ethical, honest and
is now committed

Innovation
newness - challenging status quo, anticipating future

Quality Policy:

o right results right first time

o customer centric cutting edge solutions
o processes that enable continuous improvement.
People Mapping
Org Chart (L1)
Pravin Shah
MD / CEO

COO

Client Business
Creative Digital HR & Admin Finance
Servicing Development

Copy Sandeep
Nirav Shah Production Nisha
Amaan Gurav

Development
ART
Saandesh

Marketing
Open positions

Critical Positions to be filed

Talent Summary
VALUE

High Skill Low Value High Value High Skill

Monitor closely Keep and Reward

Nisha – please fill in names here as per our

discussion
SKILL

Pravin –action needed as per discussion pls

Low Value Low Skill High Value Low Skill

Let them go ! Keep and Train
Succession Planning
Praveen Shah

Successor Name 1

Successor Name 2

Direct
Reports

Pravin – pls help fill in details

Backup Candidates/Position

Ready Now

Nisha – we need this to be filled up by each

department head – will discuss on Monday `
Will be
ready with
in12 to 24
months
Training Recommendation
Time line
Current Current Development Need Training Program
Employee ID Employee Name (Q1, Q2, Q3,
Rating Grade Identified Recommended
Q4 YY)
Promotion Recommendation
Time line
Current Current Development Need Training Program
Employee ID Employee Name (Q1, Q2, Q3,
Rating Grade Identified Recommended
Q4 YY)
 Bands & Designation
Indust Client Total
Ban Package Propose
Propose ry Designatio Number Existin
Servicing/Acc Planning/ HR/
Role Key Responsibilites d Salary d Salary Creative Digital BD of
d
Bands Bands Media
ns ount PM Admin/Fin
Position g
n Management s

Jr.
Do individual work to a level of
Executiv Individual
Copywriter/
Contribut quality. 1 0-6 lacs 0 6 Jr
2.4L Executive SM
Visualiser / Executive Account Jr. Planner Executive
e Is a specialist/ Subject matter Executive - BD
or Graphic
expert
Designer

Manage Individual contributors

First level - Time, work, discipline etc. Creative Content
Account Manager Manager
Manager Superviso Check Quality of Work 2 6-8 lacs 6 12 8.7 Manager Manager / Manager Manager
Manager Planning - BD
r Do some individual work to a
higher level of quality To be discussed and closed
Art Manager

Manage Managers - Conduct

Reviews and Ensure discipline
Second and compliance
Sr. Manager Sr. Sr.
Sr. Level Build the account from Within Sr.
Creative/ Sr. Sr.Manage
Sr. Account Sr.
3 6-8lacs 12 18 Manager - Manager Manager
Manager Superviso Ensure high quality work from Manager Manager
r Managers Art r Content Manager Planning - BD
Ensure profitability of the
department

Grow the account for a

business/ Department internal
Business Business and
external Creative
Manage financials for the 4 10- 18 25 Director Director/ SM Account Director - Director Director
Director Head 14lacs Director Director Planning BD
department/ business Art Director
Ensure profitability of the
department

Executive Group Group Group Group

General Area 28- General Group
5 25 32 26.9 Creative Director - Account Planning Manager
Manager Head 32lacs Manager Director
Director SM Director Director BD
Region 45- VP - VP - Ac. VP - HR
VP 6 32 51 VP VP - SM VP Planner and Admin VP - BD
Head 60lacs Creative Servicing
CXO 7
Competence Mapping

Will be closed post we have agreement on bands

and roles
Hiring Process

Sourcing Profile Interview Background Offer /

Check Appointment
Letter

• Vendors • HR round • Need to • Offer letter

• Employee • Ops round decide • Appointment
Referrals • Technical letter post 3
• Ads/Job round – case months
Portals studies probation
• Walk-INs

Sample – need to discuss and close

Training Process
• Crafting Compelling Communications
• Making the Right Choice: Competency Based Interviewing
• (Em)powering your relationships
• Time Management & Stress Management

Org
• Successful Performance Conversations

a ni
• Managers Today, Leaders Tomorrow

zati
o na
l Eff
• Presentation skills & Time Management

ecti
• Building Teams that Win

ven
• Communicating with Confidence

ss e
• Critical Thinking and Decision Making
• Conducting Critical Communication

• CHANGE with Change

• Connecting Across Cultures
Sample – need to discuss and close • De-stressing your Work Day

Structured Learning Roadmap Across Levels

Performance
Appraisal
Six Inches GOALs
Metric BD CS HR & Digital Digital Digital Creative Creative
Admin Creative Mktng Prod Art Content
Super Meet & Exceed VOC Targets 5% 10% 15% 10% 10% 10% 10% 10%
VOC
Higher New Business Goals
Financial (Hunting and Mining) 60% 35% 25% 10% 30% 30% 10% 10%
Impact Adherence to Budget
Right First Time / Quality
Scores
Improved 15% 20% 40% 40% 30% 30% 40% 40%
SLA's Monitor all CTQs /
Contractual Requirements
TAT / Resource Utilization
Next Big Ideation / Case Studies / 10% 25% 10% 30% 20% 20% 30% 30%
Thing White Papers / Awards
Retention
Employer ESAT
of Choice 10% 10% 10% 10% 10% 10% 10% 10%
People Development Role
Roadmap adherence
100% 100% 100% 100% 100% 100% 100% 100%

Top Line & Employer of

Customer First Future Ready
Bottom Line Choice
10% 22%
58% 10%
Talent Summary

Level of Contribution/Effectiveness On On Personal

Contribution Effectiveness (Values Match)
Significantly and consistently exceeds requirements of the job G5 P5
Consistently exceeds requirements of the job G4 P4
Consistently meets requirements of the job G3 P3
Occasionally meets requirements of the job G2 P2
Does not meet requirements of the job G1 P1
Appraisal Eligibility
(norms & forms)

Level DOJ Appraisal Eligibility

M02– M03 Joined on or before Mid-Year Review Form_M01-M06(Non-Ops)
(Ops) 31-Mar 2010 (Confirmed _M02-M03(Ops)_M05-M06(Ops)
employees as on 1-
Oct-2010)

M04 (Ops) Joined on or before Mid-Year Review Form_M04(TL-QL)_Ops

15- Jun-2010

M05 – M06 (TM) Joined on or before Mid-Year Review Form_M01-M06(Non-Ops)

Ops 30-Jun-2010 _M02-M03(Ops)_M05-M06(Ops)
M07+ (Sr. Manager) Employee who joined on Mid-Year Review Form_M07(Ops & Non-Ops)
Ops & Non Ops or before 30-Jun-
2010

Sample – need to discuss and close

Goal Summary

Sample – need to discuss and close

Bonus / Hike Eligibility
Joining Period Bonus Tenure Level Performance Rewards

1-Jul-10 to 30-Sep-10 NA Paid Monthly

M02 – M03 (Ops)
(NE for bi-annual bonus)

1-Jan-10 to 30-Jun-10 Payout on Pro-rata basis Performance Bonus for

M04 - TL/QAL/Sr. Analyst Q2 – 2010-2011 ;
(Ops)
i.e. Jul-10 to Sep-10

Before 31-Dec-09 Performance Bonus M01 to M07 (Non Ops)

payable for Full 6 Months. Performance Bonus for six-months
&
(since bonus up to
Mar‘10 is already paid in ATM/AQAM/Lead
Analyst/Senior Manager i.e. Apr-10 to Sep-10
Apr‘10) (Ops)

M08+(AVP+) Paid Annually

Ops & Non-Ops (NE for bi-annual bonus)

Sample – need to discuss and close