Career Progression Policy:

The purpose of this policy is to provide clarity and transparency on career growth opportunities at Pinnacle Infotech Solutions.

1.Purpose :

The policy outlines the available career paths, promotion mechanisms, eligibility criteria, and the governance process to ensure fair, merit-based, and consistent career progression for all employees. Policy also focuses on promoting all employees to self-nominate to accept the leadership role at the earliest opportunity and progress faster in career growth.

2. Scope:

This policy applies to all full-time employees across functions and geographies, unless otherwise specified by local regulations or business-specific guidelines.

3. Guiding Principles:

• Career progression at Pinnacle is driven by performance, capability, and readiness for higher responsibility.

• Growth opportunities are aligned with business needs and role availability.

• Multiple career paths are available to enable employees to grow either as people managers or as technical specialists.

• All promotion decisions are merit-based, transparent, and governed through defined processes.

4. Career Paths:

Pinnacle offers following career progression paths for production teams.

a. BIM Production and delivery

b. Integrated Project Delivery (IPD)

c. Discipline Engineers (Architecture, Structural, Electrical, Mechanical, Fire etc.)

d. Digital Design

f. Digital Construction

g. Digital Twin

4.1 BIM delivery career path:

The BIM production and delivery career path is designed for employees who demonstrate strong preference for BIM Career path and want to develop their expertise in the same. BIM Engineering Teams focus on model-based delivery excellence, developing, coordinating, and managing BIM models across disciplines, Shop Drawings etc. They ensure data integrity, clash-free coordination, constructability, and compliance with project and client BIM standards, forming the technical backbone of digital delivery.

4.2 Integrated Project Delivery:

The technical career path is designed for employees who demonstrate deep domain, technical, and functional expertise. IPD (Integrated Project Delivery) Teams operate as end-to-end delivery owners, integrating design, BIM, engineering, management and project controls. This path allows employees to grow without taking on people management responsibilities.

Key features:

• Focus on technical excellence, innovation, and solutioning.

• Contribution through subject matter expertise, mentoring, and complex project delivery.

• Recognition and progression based on skill depth, impact, and technical leadership.

• Employees across both paths can further explore career options within Digital Design and Digital Construction, subject to skill fit and business requirements.

4.3 Discipline Engineers:

Discipline Engineering Teams provide deep domain expertise, delivering high-quality constructability and accessibility review, interfaces with other trades and engineering outputs. They anchor technical rigor and evolve into technical specialists, and discipline leads within the organization.

Production Team will have an option to role diversification by opting for other career paths like Digital Design, Digital Construction and Digital Twin etc.

4.4 Role Definitions and Responsibilities:

5. Role Promotions vs. Designation Promotions:

5.1 Designation Promotion :

• Designation promotions typically occur as part of the annual Performance Management System (PMS) cycle as per Pinnacle Performance Appraisal policy.

• These promotions recognize sustained performance, experience, and contribution at the current level.

• Designation changes may or may not result in a change in role responsibilities.

5.2 Role Promotion:

• Role promotions involve movement to a higher or more complex role with increased responsibility.

• Role promotions are driven by business need and role availability.

6. Promotion to the Next Role (Role-Based Promotion):

6.1 Eligibility:

Selection to a higher role is based on demonstrated merit and readiness. Meeting eligibility criteria makes an employee eligible to apply but does not guarantee promotion.

6.2 – Self Nomination:

• All Employees have the option to nominate for role enhancement in either existing or optional streams, twice a year, i.e., before the half-yearly and annual appraisals.

• Production Leads / Management may also nominate key members for role upgrade assessment.

6.3 Assessment and Selection:

• Applicants will be assessed through an interview process conducted by a panel of three members.

• The panel will evaluate role readiness, technical or managerial capability (as applicable), performance history, and leadership behaviors.

• Approved Candidates will be shortlisted.

6.4 Successor Pool and Development:

• Shortlisted candidates will be announced as potential successors for the role.

• These employees may be nominated for relevant leadership or capability development programs to prepare them for future roles.

6.5 Final Promotion:

• Promotion will be affected only when the actual role becomes available.

• Approved candidate will be promoted to the opted role as soon as the respected role vacancy is available.

• Promotions will be aligned with the upcoming PMS cycle and compensation review process.

7. Sample Promotion Criteria (Illustrative):

While specific criteria may vary by role and level, promotion readiness typically includes:

• Consistent performance ratings meeting or exceeding expectations.

• Demonstrated capability at the next role level.

• Behavioral alignment with Pinnacle values.

• Required technical, functional, or leadership competencies.

• Manager and business approval.

8. Governance and Review:

• All promotions are subject to internal approvals as per the company’s delegation of authority.

• HR will govern the process to ensure consistency, fairness, and documentation.

• This policy may be reviewed and updated periodically based on business needs.

9. Employee Responsibility:

Employees are encouraged to:

• Discuss career aspirations with their managers during performance and development discussions.

• Actively build skills and capabilities required for the next role.

• Apply for relevant IJPs when eligible.

  10. Disclaimer:

Career progression is not an entitlement. All promotions are subject to business requirements, role availability, and management discretion, in line with this policy