1. INSPIRED BY PERFECTION
Buddy Program

2. Content Outline of the Buddy Program Aims and Objective
Selection of buddy
Role and Responsibility of Buddy
Meeting your Buddy
Frequency and Timing
Expectation
Available Support
Termination of the program
Feedback

3. Outline of the Buddy Program
The Program matches new employees with employees who have been with the company for more than 6 months, with two goals:
To provide a point of contact for general day-to-day queries regarding operational issues, such as the location of facilities, information processing requirements and relevant company policies and
To help them integrate with the company by explaining company’s culture, attitude and expectations.
This program is coordinated by Human Resources, and supported by the line managers.

4. Aims and Objectives
By providing such a relationship, it is intended that:
The new employee will feel more comfortable with the company, in a short period;
Relatively straightforward queries regarding basic operational issues are dealt with in non-bureaucratic manner;
The initial confusion and uncertainty faced by all new employees is lessened. Also, Manager / supervisor time with new employees is freed up to deal with added value issues;
Our new employees find out how best to ''manage'' self, and by and large understand operational things existing prevailing inside and outside the company, in a supportive environment;
The new employee begins to add value more quickly, leading to increased confidence and self-esteem and as a buddy.

5. Selection and Pairing of Buddies
Employees are nominated by departmental managers on the basis of two criteria:
Interpersonal skills (HR shall conduct a psychological test); and
Managers recommendation on getting buddy enrolled for program.
HR will allocate and nominate buddies to new employees. Where at all possible, buddies will be matched with new employees in their own department.

6. Role and Responsibilities of the Buddy
What is not the role of Buddy:
The role of a buddy must be distinguished from that of a manager, mentor or coach:
A MENTOR is typically more experienced and is involved with the all-round development of an individual in their business, personally, or both.
You are not being asked to act as your new employee's mentor - you are not responsible for their growth or development. Also, you will not be assessed on your success as a buddy.
A COACH is tasked with developing an individual's job-specific skills.
Again, you are not being asked to act as your new employee's coach.
If queries arise regarding performance, feel free to give your advice on how to approach the matter, but not in a position to resolve the matter. The new employee must be directed to their supervisor for resolution of the relevant issue(s).

7. Meeting Your Buddy
After notified relevant information regarding the new employee, make contact with them at earliest available opportunity, on their first day on site arrange to meet them.
CONTENT OF MEETINGS AND DISCUSSIONS
Your first meeting should be introductory in nature to introducing colleagues, and directing working place and explain the operation of systems they need to work.
Make clear your availability and that they should use their discretion at all times. Explain “Frequency and timing of meetings”, but that anything that is materially hindering work or performance can be discussed immediately.
Explain the difference between a mentor, coach and manager, and clear any ground rules regarding contact outside working hours. Ask if they have any initial queries or issues, and deal with them.
“Remember, your role is to help the new employee get on with the task at hand and not to prevent them from doing so!”

8. Frequency and Timing of Meetings
Aim to meet regularly for at least 30 minutes daily, first month and at least once a week thereafter. This informal meeting should be used to discuss non-urgent issues. During day, expect around 4 or 5 brief queries a day in the first few days, lowering down to one or two a day thereafter.
Although all new employees are different, after 2-3 months, you may hear little or nothing from them on a daily basis. If you are still getting a large number of ''urgent'' queries after first month, then buddy program is not working, and you should speak to the HR.
Within the parameters above, it is expected that you two meet within working hours. But it is up to you to indicate to the new employee how you feel about being contacted regarding work-related issues outside of working hours.
The company has no policy on meeting outside office but buddies felt happy being contacted outside working hours and on weekends. So, this is entirely up to you.

9. Expectations
Talks with the new employee should be open, positive and supportive, always aiming at AtDrive Growth but discussions should be confidential and company has no interest in knowing the details of any discussions as we are not involved in monitoring buddy talks.
So, be supportive of the company and your co-workers as we discourage gossip and speculation, particularly as many new employees are not in a position to form an opinion on most issues during their early months.

10. Available Support
If you have any trouble with interpretation of these guidelines, contact Human Resources for guidance. MAKING YOUR BUDDY A BUDDY We would like to see the new employee you are working with, become a buddy in turn. If you feel they could fulfill such a role, find time in the last two months of the relationship to share with them tips you feel would help them in performing such a role and give their name to your manager and Human Resources, suggesting them to be a buddy.

11. Termination of the Program
The buddy program between you and the new employee will be terminated if either - 2 months expires and it operates under a ''no-fault'' termination mechanism, meaning that if the buddy or the new employee requests, the buddy relationship immediately ends i.e., new employee is allocated another buddy, and the buddy is allocated to a different new employee. NO REASONS WILL BE SOUGHT OR PROFFERED, NO DISCUSSION WILL ENSUE. NO BLAME WILL BE APPORTIONED. To trigger this process, contact the Human Resources Note: Many buddies form separate, social relationships with the new employees which continue beyond the formal buddy program. This is entirely a matter for the employees.

12. Feedback
After termination of program, Human Resources department shall ask you to fill brief questionnaire for improving the Buddy Program and not involves the issues discussed between Buddy and the new employee.

13. Thank you