Exam leave

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CODE OF CONDUCT AND COMPLIANCE RULES

Exam leave for prior approved courses will apply to you if you have been employed by the organisation for more than six months. The entitlement is one half day study leave per exam sat as well as the time required to actually take the exam. In the case of repeat exams the entitlement is time required to take the exam only.

Compassionate leave

Compassionate Leave is a period of absence from work granted to someone as a result of a particular sensitive personal circumstance. Each case is considered on an individual basis. The length of time granted in the case of bereavement depends on the nature of the relative although factors such as the location of the funeral will be taken into account. As a guideline, one week in the case if an immediate family members death. An immediate family member constitutes, parent, sibling, partner or child. If you have specific queries you should speak in the first instance to your manager.

Marriage

You are entitled to an additional 2 days of special leave when you get married. These extra days must be agreed in advance with your Manager.

Moving House

The Company allows up to one additional day per year for the purposes of moving home. This must be agreed in advance with your Manager.

Jury Service

If you are required to attend jury service, you should immediately inform your Line Manager and Human Resources. There is no Loss of Earnings involved as you will continue to be paid in the normal way by the Company. Please ensure to record your jury leave via MyCBRE. It is your responsibility to claim from the courts any amounts relating to traveling and subsistence as these will not be reimbursed by the Company.

Should the court release you from jury duty earlier than scheduled or not require your attendance at all, you are expected to immediately inform your Line Manager and return to work that same day, or as soon as it is practicably possible. If deemed necessary, the Company reserves the right to ask if any employee’s attendance may be deferred for operational reasons.

For additional information on any of the above types of leave, click here!

Long Service Awards

The Company recognises and wishes to acknowledge the loyalty and commitment evidenced by long service. The below table outlines the awards per anniversary date:

RECRUITMENT & SELECTION POLICY

Introduction

The aim of CBRE’s Recruitment & Selection Policy is to ensure that CBRE is fair and consistent in recruiting the best person for the job and that it has not discriminated on any protected grounds including (but not limited to) race (including colour, nationality or ethnic or national origin), gender, civil status, family status, disability, religion or belief, age, sexual orientation, socioeconomic status, or membership of the Traveller community. In this regard, CBRE will comply with any statutory regulations and agreed best practice. All applications will be welcomed and will be considered on the relative merits of the applicant against the job and/or person specification for the position.

Internal Vacancies

At CBRE we promote an ‘open’ culture that fosters career development through freedom of movement and creating opportunities for our employees to enhance their knowledge and experience. If you would like to apply for a position, you must apply via the Internal careers portal.

Employee Referral Policy

The best recommendation we could get for a new employee would be an introduction from someone who already works here. At CBRE, we encourage this by actively rewarding people who take a proactive approach through the Refer a friend scheme. The following are key criteria for this scheme:

▪ You must refer the candidate through the internal portal.

▪ No reward will paid for the following - Graduates, interns, direct relatives, contractors, consultants, inter-company transfers etc.

▪ All permanent employees can avail of this scheme with the exception of Executive Directors, and the recruiting/line manager.

▪ Referrals for fixed term contracts positions of a minimum 12 months are eligible but referral fee will only be processed at the end of the fixed term period.

Please click here for the refer a friend policy. To note - if not all terms & conditions are followed, no payment will be processed.

PERSONAL DEVELOPMENT & TRAINING

It is important due to the level of change within the commercial environment and your own personal growth that you continue to develop and maintain your skill level. There are two partners in this process, you and your employer.

Training and development is a line management responsibility and is an on-going process aimed at fulfilling organisational needs and individual growth. The Company intends to ensure that all employees appointed to a job are correctly selected, inducted and trained. Click here to review our Training & Development intranet page.

You are obliged to co-operate fully with firm training programmes. The Company subscribes to a number of journals, which you are encouraged to read and are available from the library.

To further develop your skills, Talent Coach is our online training platform which has thousands of courses available. Click here to access Talent Coach. This platform is also used for your performance reviews, goal setting and performance reviews.

Performance Management

As an on-going part of your development and performance management, you will participate in regular reviews to plan future work performance requirements. This will provide an opportunity for the identification of future training and development needs.

These opportunities should be used to generate a two-way feedback on performance or on any issues that may be of concern and facilitate a discussion about career advancement. For more information on this process, please view the performance management intranet page.

Performance Reviews & Objective Setting

These guidance notes are designed to provide you with the information to prepare for your performance review.

The purpose of the performance management process is to provide clarity with regard to your role, to enable you and your manager to plan corporate and personal work objectives for the coming twelve months, and to ensure your own personal development. The process operates on a calendar year with the first review meeting taking place in January, a follow up review six months later and final sign off the following January. These are the formal meetings; however, you will receive ongoing feedback during the course of the year.

What does the process look like?

Setting personal development goals

Personal development goals should include:

▪ Development needs identified in your Performance Review i.e. looking back

▪ Development needs identified in order to achieve your goals for the coming year

Putting the plan together

Once you have discussed the areas in which you want to develop, this should be turned into the plan. It is similar to writing goals:

▪ What do you want to achieve – area requiring development

▪ How do you want to achieve it – development activity

▪ When do you want to achieve it by – timescale ▪ How

are you doing – six month progress review

Continuing Professional Development (CPD)

All professional employees are required to complete and keep a record of the Continuing Professional Development that they have undertaken in compliance with the relevant professional body. Random audits may be carried out each year by the professional body.

Promotion

CBRE endeavors to provide career opportunities for employees whenever possible and to encourage employees who wish to progress. Promotion will be based on the relevant career framework documents and eligibility criteria. More information on the promotion process is available by clicking this link