PEOPLE GUIDING PHILOSOPHY

We believe Ecomobi's growth is architected by the growth of our People

I. Three Foundation Pillars

This system is our strategic commitment to creating an environment where every individual can achieve not only Breakthrough performance, but also Holistic well being.

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1. CLEAR PATHS

Our Promise: To provide a transparent "Career Map" that eliminates ambiguity, maximizes autonomy, and empowers everyone to own their growth journey.

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2. FAIR PLAY & TRUST

Our Promise: Your success is recognized by the Impact you create, not the title you hold, within an environment that is safe for dissent and brave for experimentation.

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3. STRENGTH BASE

Our Promise: We invest in your unique strengths, not force you into a template. We create multiple paths to mastery and impact:

  • Lead (L-Path): To guide and develop teams.
  • Specialize (P-Path): To lead with expertise and innovation.
  • Blend (X-Path): For multi-talented players to engage in cross-functional projects or acting leadership role in a critical period of time.

II. IMPACT

PEOPLE IMPACT - PIG

Measures the influence of a position based on professional competency and the ability to lead and develop teams.

PIG Calculation

📊 Table 1: Job Title Structure and Fibonacci Points

Grade Managerial Title (L-Path) Professional Title (P-Path) Span of Control (Fibonacci)
9 CEO 1,597
8 Head of Division, C Level Advanced Principal 987
7 Director Principal 610
6 Senior Manager Advanced Expert 377
5 Manager Expert 233
4 Team Leader Advanced Executive 89
3 Squad Leader Senior Executive 34
2 Junior Executive Junior Executive 13
1 Staff Staff 5
0 Intern/Collaborator Intern/Collaborator 3

⚡ Rule

  • The management scale calculated by Fibonacci points for People Impact is based on current Direct Reports only, not the entire subordinate staff.
  • 70% Rule for Management promotion: If the total Fibonacci points of Direct Reports reach 70% or more of the next level's, that position will be considered for PIG

FINANCIAL IMPACT - FIG

Measures the impact of a position on the company's business results.

Profit Center Calculation

💰 Table 2: Financial Impact - Profit Center - Unit: USD

Scale Organizational Structure Target USD/p.a for Phase Grade (Base FIG)
Commercialization Mature
XS Squad < 500,000 < 1,000,000 G3
S Team ≥ 500,000 ≥ 1,000,000 G4
M Unit ≥ 1,000,000 ≥ 2,000,000 G5/G6
L Department ≥ 2,000,000 ≥ 4,000,000 G6/G7
XL Division ≥ 5,000,000 ≥ 10,000,000 G7/G8

⚠️ Prerequisites

  • Financial Health: For projects in the Mature Phase, the Adjusted EBITDA margin must be greater than 5%. If this target is not met, the project's size classification will be downgraded by one level.
  • Governance Authority: The Ecomobi Board of Directors (BOD) reserves the full right to require Business Unit (BU) Heads to adjust targets for projects classified as Size XL, L, and M. BU Heads have full decision-making authority over projects classified as Size S and XS.
  • Demotion Rule: A project that has been in the Mature Phase for 12 consecutive months will be downgraded by one size level if it fails to meet both of the following conditions simultaneously: Achieve at least 80% of the revenue target for its current size classification, AND maintain an Adjusted EBITDA margin greater than 5%.

💸 Table 3: Financial Impact - Cost Center - Unit: USD

Organizational Structure Prime Shared Contributory Remote Grade (Base FIG)
Squad < 50,000 < 500,000 < 1,000,000 < 2,000,000 G3
Team ≥ 50,000 ≥ 500,000 ≥ 1,000,000 ≥ 2,000,000 G4
Unit ≥ 100,000 ≥ 1,000,000 ≥ 2,000,000 ≥ 4,000,000 G5/G6
Department ≥ 200,000 ≥ 2,000,000 ≥ 4,000,000 ≥ 8,000,000 G6/G7
Division ≥ 500,000 ≥ 5,000,000 ≥ 10,000,000 ≥ 20,000,000 G7/G8

III. Ground base and general definition

🏢 Table 4: Job Group

Job Group Characteristics Financial Impact Type (Magnitude) Nature of Impact Level of Impact
Front Office Directly generates revenue Quantifiable Profit Center Prime
Middle Office Directly supports revenue-generating activities Quantifiable Profit Center Shared
Back Office Supports general operations Quantifiable / Non-Quantifiable Cost Center Prime/Shared/Contributory/Remote
Tech & Product Office Technology and Product Development Non-Quantifiable - -

📊 Table 5: Magnitude

Magnitude Description
Quantifiable
  • Responsible for a measurable financial outcome of a P&L on a committed target. E.g., Country Manager, Head of Marketing.
  • OR responsible for costs with a specific measurable cost management ratio on a committed target. E.g., Chief People Officer.
Non-Quantifiable A support, advisory role, with indirect and difficult-to-measure impact on financial results. E.g., Legal.

🎯 Table 6: Nature of Impact

Nature of Impact Description
Profit Center
  • Directly responsible for generating revenue and profit for the company. Financial results are reflected in a standalone P&L statement.
  • Performance is measured by the committed or actual annual Revenue and Adjusted EBITDA of the Project, Business Line, Department, or Market.
Cost Center
  • Does not directly generate revenue but impacts operational costs. Financial impact is assessed by the scale of the costs controlled or influenced.
  • Performance is measured by the annual cost budget that the position directly or indirectly contributes to, controls, influences, or advises on (Prime/Shared/Contributory/Remote impact).

⚡ Table 7: Level of Impact

Level of Impact Definition Description
Prime Has overall responsibility for the end result Controlling impact – the position has effective control over the significant activities and resources which produce the results and is the sole position (at this level of Freedom to Act) which must answer for the results.
Shared Shares responsibility for the end result Equal and joint control, with one other position, of the activities and resources which produce the results OR control of what are clearly most (but not all) of the variables which are significant in determining results.
Contributory Provides advice or facilitation which influences decisions Advisory/direction: One of a few positions which contribute significantly to the end results expected of the unit or function OR interpretive, advisory, or other important supporting services for use by others in achieving results. Acts as a pre-approval validator.
Remote Provides information for others to use Tracking/Alerting: One of several/many positions, which contribute to the end results expected of the unit or functions OR informational, recording, or other facilitating services for use by others in achieving results.

Grade Calculator Tool

Simulate grade calculation for a position based on People Impact (PIG) and Financial Impact (FIG) rules.

1️⃣ Role Classification

📋 Mandatory Input Conditions

9 Box Performance Potential Matrix Combo of PA & Fb360 or Core Value & General Competencies ensures only personnel with consistent performance and clear potential are considered for promotion, rather than solely short-term results.

9 Box Performance Potential Matrix

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Promotion Rules & Guidelines

❌ Promotion will NOT be considered if:
  • • Position in the 9-box falls into: Backups, Inconsistent Performance, Risk
  • • Performance is unstable: Move Down/Newly Assessed
✅ Promotion WILL be considered if:
  • • Position in the 9-box falls into: Star, High Performer, Core Player, High Potential
  • • Stable performance is maintained by Remain in one of the above four groups for two consecutive cycles
  • • OR achieving a breakthrough Move Up into one of the above four groups in the current cycle