Điều chuyển/ bổ nhiệm/ miễn nhiệm/ bãi nhiệm/ Internal transfer/ Promotion/ Dismissal

INTERNAL TRANSFER Permanent transfer Permanent transfer refers to the act of transferring an employee to another permanent position with his/her consent. The transferred employee will be given a notice seven working days in advance and a new labour contract. The employee’s salary then will equal to at least 85% of his/her previous role, yet not lower than the minimum regional wage as per regulations of the Government. Temporary transfer For temporary transfer, the consent of the transferred employee is not needed, yet the transfer duration must not exceed 60 days in one year. The transferred employee must be given a notice at least three working days in advance. His/her salary then will equal to at least 85% of the previous role, yet not lower than the minimum regional wage. Steps of transferring If teachers' current contracts are ending and they wish to apply for a transfer: The teacher needs to discuss with the school managers of the current school when he/she has a meeting with them to discuss intentions for contract renewal. Then, the teacher should email HR with their updated CV and state their transfer intention. The application is reviewed by recruitment Performance feedback will be gathered from the current school and an interview is arranged. If the transfer request is approved, HR will make an official announcement of the transfer decision and carry out the transfer procedure. (Note: transfers are not guaranteed or applicable if a teacher is halfway through their contracts (exceptional circumstances only).

PROMOTION AND APPOINTMENT/ DISMISSAL Internal promotion and appointment Employees to be appointed/promoted as leader must meet the general standards for Executives; Employees have sufficient personal documents which provide all necessary information explicitly and are verified by competent authorities; Employees are healthy enough to complete the assigned tasks; Appointments and promotions require the evaluation and proposal by the Line Managers, professional comments by the Director of Schools/Manager in charge of the section, and review of the Human Resources Department. After receiving the evaluation of related departments, the Human Resources Director will make a review, following the evaluation templates and appointment/promotion proposals, report to and seek for the approval of competent leaders; After getting the approval, the Human Resources Department will draft the Appointment Decision and make an announcement of the Appointment Decision to related departments for their information and collaboration. Dismissal Leaders shall be dismissed in case they fail to meet the requirements of their positions in each period of time;   Leaders submits a letter of resignation/is disciplined and forced to resign;                                     Leaders do not have sufficient expertise and capabilities to meet the requirements of the development strategies and action plans of each campus; The Human Resources Department shall review the dismissal cases based on the evaluations/proposals of the Deputy Chief Executive Officer of the Division/related Manager of highest level. Then, the Human Resources Department shall carry out the procedure for dismissal and announce the decision to all Vinschool employees.