Bigfoot upholds the protection of labor, promotion of full employment, and the provision of equal work opportunity regardless of race, color, sex, religion, creed, national origin, age, sexual orientation, disability or veteran's status.

Male and female employees are entitled to equal compensation for work of equal value and to equal access to promotion and training opportunities.

As per legal requirement, the minimum age of employment is eighteen (18) years for hazardous jobs, and fifteen (15) years for non-hazardous jobs, given that employment requirements are met.

Offering equal opportunity for employment, Bigfoot treats its applicants alike and selects the most suitable candidates based on their:

• Ability to perform;
• Qualifications; and
• Attitude towards work

back to top +

On the first day of employment, Bigfoot conducts a company orientation on the following:

• Company Profile and History
• Organizational Structure
• Organizational Policies
• Company Benefits
• Health, Security and Safety

Following orientation, a Human Resource representative gives a guided walkthrough around Bigfoot's facilities and at the same time introduces the new staff to the different departments of the organization.

However, the Company orientation may not necessarily be conducted on the employee's first day of employment but may be scheduled as a group orientation together with other newly hired employees no later than seven (7) calendar days of any newly hired employees' stay with Bigfoot.

back to top +

Probationary

• For the Company to determine the relative worth of jobs within the organization
• For the Company to establish and implement a standard for assigning value to existing jobs according to their respective levels
• For the organization to observe pay ranges through the administration of the pay policy

Scope

This procedure applies to all positions belonging to job families as Administrative/ Professional/Marketing, Clerical, Managerial, Production, and Technical.

Job Factors

Hereunder is a list of identified compensable job factors:

1. Scope of Duties/Work Complexity

   The degree of difficulty involved in the performance of the various tasks which constitute the job.
   
   The purpose of this key factor is to define the functions and responsibilities and to measure the overall complexity of the job. It is necessary to obtain complete information as to the nature of the duties, how frequently they are performed and level of importance of each duty.

2. Education

   This factor measures the amount of education required by the average person to perform the duties. The term equivalent is used to indicate basic knowledge; however, it may be required.

3. Previous Related Experience

   This factor measures the accumulated experience an average employee must have in order to qualify to assume the duties given the education required. The term "previous related experience" refers to references any applicable experience gained either within or outside the organization.

4. Skills

   This factor measures the degree of proficiency in skill sets of a clerical, secretarial, technician, or paraprofessional nature deemed necessary for the position.

5. Problem-Solving, Creativity, Freedom to Act and Decision-Making

   This factor measures the amount of initiative, problem-solving and creative ability required to perform the duties in a satisfactory manner; the ability to recognize immediate programs involved and to take action to complete work assignments. This factor concerns the extent to which procedures and methods are defined and the amount of supervision given. Also considered are the type and variety of decisions made.

6. Consequence of Errors

   This factor measures the consequences of error when carrying out the job. Considered are the severity of a mistake or error, the deliberate or unintentional effect on other functions, and time and effort required to correct it. Also considered is extent of embarrassment, financial loss or injury to goodwill of the organization. Errors that are probable rather than remotely possible are considered.

7. Relationships/Contacts Required (Scope of Responsibility)

   This factor measures the responsibility vested in the employees to regularly make favorable impressions, to use tact and diplomacy, to exchange ideas and discuss problems objectively, or to secure from others outside and/or inside the organization a degree of proper respect, attention and cooperation to promote the interests of the agency and/or organization. Consider contacts made, their frequency and purpose.

8. Physical Working Conditions

   This factor relates to the physical working conditions under which the work is performed. Consider the amount of exertion involved which may cause physical strain and/or fatigue and increase the risk of a possible accident, ill health or discomfort for the employee. Physical working conditions should also consider speed and accuracy of physical movements.

9. Sensory/Mental Requirements

   This factor relates to the amount of sensory and/or mental conditions required to perform the essential functions of the job. Consider the amount of sensory attention (i.e., seeing, hearing, smelling, tasting and/or touching) and the amount of mental stress that would cause an increase on tension, stress or anxiety.

10. Environmental Working Conditions

    This factor relates to the environment in which the work is performed. Considered are any unpleasant or hazardous conditions which may exist that could lead to a possible increase in the risk of an accident, ill health or personal discomfort to an employee.

11. Supervision/Responsibility for Directing and Instruction to Others (Direct Reports)

    Considered are those functions which are required in addition to normal work assignments. This factor measures the degree to which tasks are assigned to others, outlining methods and kind of work others are to follow, checking work and correcting mistakes. It includes an understanding of the work done and accountability for correct performance.

back to top +

Positions are classified according to those requiring knowledge, skills and abilities (competencies); possessing a continuum of knowledge, skills and abilities that represent a career path from the lowest to the highest level job; exhibiting associated and related key behaviors; offering similar market competitive pay characteristics and conditions.

Rank and File I (Assistant/Associate)

This level describes unskilled positions. Employees at this level will be trained to perform the duties of the position. Duties are routine, simple, and governed by standardized procedures. These positions are closely supervised and make no decisions. Very specific written and oral instructions in procedures are readily available. Work is reviewed in progress to insure understanding and accuracy. No previous experience is required. Specific skills and/or education are not required. Some positions may require a driver's license.

Rank and File II (Coordinator/Specialist)

This level describes semi-skilled positions. Duties are less routine and more varied. These positions perform responsible tasks and require the employee to begin to make some decisions. Employees at this level are given general instructions as necessary and are expected to begin to use judgment and latitude in choosing alternatives from a standardized set of methods and procedures. Must possess skills obtained through prior training or education.

Rank and File III (Senior)

This level describes skilled positions. Duties are moderately complex and involve a substantial degree of responsibility and independent judgment. Employees at this level must be capable of performing their duties with minimal supervision. Employees must take initiative regularly and frequently and must be able to provide information regarding unit procedures, rules, and regulations. May be responsible for training lower level positions and acting in the role of the lead worker. Must possess average job skills and the ability to maintain performance at a standard level. Must have prior related experience of at least one (1) year. Related college coursework may be substituted for 6 months of experience.

Supervisor

This level describes skilled advanced level positions. Duties are complex and can be specialized or varied. Employees at this level will be given very general instruction and will be expected to establish own work priorities based on unit or departmental goals, procedures, and timetables. Positions at this level will make recommendations, act independently, use initiative, and make decisions regarding work assignments. Positions at this level must have the experience and ability to establish and maintain effective working relationships with other personnel and/or clients. Positions at this level must possess a minimum of three (3) years related experience or a documented combination of related coursework and experience sufficient to ensure highly skilled status.

Manager

This level describes highly-skilled advanced level positions. Duties are highly complex and can be more specialized or varied. Employees at this level must possess a high level of knowledge of the principles, practices, theories, and concepts of the professional field. Positions at this level must be supervised or reporting to a Director or equivalents within a department. Positions at this level must possess a minimum of five (5) years documented professional, technical, or exceptionally skilled related employment. Related educational coursework may be combined with related experience on a year for year basis to meet the five-year requirement.

Director

This level describes exceptionally skilled professional level positions. Employees at this level must possess a high level of knowledge of the principles, practices, theories, and concepts of the professional field. Posiitions at this level report directly to an Executive. Positions at this level must possess a minimum of seven (7) years documented professional, technical, or exceptionally skilled related employment. Related educational coursework may be combined with related experience on a year for year basis to meet the seven-year requirement.

Executive

This level describes exceptionally skilled professional level positions. Duties are highly complex and wide in scope. Employees at this level must possess an exceptionally high level of knowledge of the principles, practices, theories, and concepts of the professional field. Positions at this highest level must possess a minimum of ten (10) years documented professional, technical, or exceptionally skilled related employment. Related educational coursework may be combined with related experience on a year for year basis to meet the ten-year requirement.

back to top +

Performance evaluation provides Bigfoot an insight of the employee's work performance over a specified period of time, the result of which assists Bigfoot in executing human resource decisions. Evaluations also allow Bigfoot to communicate and discuss organizational, developmental, and individual goals; and mutually agree on the employee's training and developmental needs to further improve performance. Performance appraisals are conducted based on the following schedules:

• Fourth (4th) Month Evaluation
• First (1st) Year Evaluation
• Annual Evaluation
• Evaluation Due to Transfer
• Special Evaluation for Contract-based Staff
• Special Evaluation as per Recommendation, which may be conducted at any time and as often as necessary

Performance Factors

In the performance evaluation tool, an employee eligible for evaluation shall be evaluated on the following twelve (12) performance factors identified by the Company:

1. Quality of Work

   Quality of Work refers to the degree of accuracy, thoroughness, efficiency, and ability of the employee to make improvements.

2. Productivity

   Productivity or work volume is defined as the quantity of acceptable work accomplished and the employee's ability to complete assignments in a specified time period.

3. Specific Job Skills

   Specific Job Skills factors in the extent of the employee's knowledge of one's job and department function, and the degree of proficiency and strengths or weaknesses in such skills as clerical, secretarial, technician, or paraprofessional that are necessary for the position.

4. Initiative

   Initiative refers to one's sense of ingenuity, self-reliance, ability to originate ideas and actions, ability to seek out new assignments and assume additional duties when necessary, and the degree of supervision required.

5. Cooperation

   Cooperation refers to one's willingness to assist co-workers, attitude when work needs to be repeated, adaptability towards schedule changes, and willingness to work extra hours.

6. Dependability

   Dependability refers to one's ability to carry out assignments with careful follow-through and follow-up; to overcome obstacles to meet goals; to adapt to changes as necessary; to perform consistently; to be held personally accountable for one's actions; and to meet predetermined targets or deadlines.

7. Judgment

   Judgment refers to one's sound judgment in handling routine problems, level of analyzing decisions before implementing them, ability to work under pressure, and ability to recognize deficiencies and seek assistance when necessary.

8. Organizational Skills

   Communications refers to one's competence in keeping supervisor(s) and/or co-workers informed of task progress, reporting pertinent information to co-workers, and recording all necessary written information that might be required by a specific assignment.

9. Communications (Written or Oral)

   Organizational Skills pertains to one's ability to perform tasks in an organized and effective manner, handle multiple activities simultaneously and perform effective time management.

10. Attitude

    Attitude refers to the frequency and manner in which the individual offers assistance, makes a positive contribution to Company morale, shows sensitivity to and consideration for other's feelings, accepts constructive criticism positively, and demonstrates personal pride in work.

11. Attendance and Punctuality

    Attendance and Punctuality refers to one's promptness in reporting for work at the start of the workday, ability to prevent and/or minimize absences, and availability to complete assignment and/or current activity.

12. Compliance to Policies and Procedures

    Compliance to Policies and Procedures pertains to one's observance of and attitude towards Company-wide and departmental policies and procedures.
    
    This also refers to one's ability to perform activities in a safe manner, and understanding and supporting the safety programs/policies of the Company.

back to top +

Subject to evaluation, coordination and approvals, employees may request for a lateral transfer within Bigfoot when the employee feels that he/she has better opportunities for growth and development; can serve the Company better in another position, section, or department; and when Bigfoot has a need in the area requested for.

In the exercise of its management prerogative, Bigfoot can initiate the transfer of any of its employees to any position, section and/or department in the Company and/or to any of the affiliate entities under the Bigfoot Group of Companies.

back to top +

Bigfoot advocates promotion from within and individual growth, given the employee's qualifications and performance. Albeit at the sole discretion of Management, Bigfoot also welcomes qualified individuals who express an interest in applying for a vacant higher-level position in the organization. The employee applying for this vacancy must undergo the process of internal hiring.

back to top +

Bigfoot is also committed to the growth of its employees in the area of training and development, and recognizes this by identifying and addressing training needs through training programs that allow mastery of knowledge and skills, modification of behavior, and improvement of work performance, towards the achievement of organizational competencies.

Aside from the annual training program formulated based on the results of the employee training needs analysis, an employee or department may request to undergo a specific training course as the need arises and as approved by Management.

Designs/Programs

1. Technical
   1. On-the-Job Training

   This occurs when a new or inexperienced employee observes peers or superiors performing the job and trying to replicate the behavior. This is useful for training newly hired employees, upgrading experienced employees' skills when new technology is introduced, cross-training employees within a department, and orienting transferred or promoted employees to their new jobs.

   2. Job Rotation

   Job rotation is conducted to provide employees with a series of job assignments in various functional areas of the Company or movement along jobs in a single functional area or department in order for the employee to be trained in other job functions that contribute to the employees' professional growth and/or for the benefit of the Company.

   3. Seminar, Convention, Talk or Lecture

   The most commonly conducted training type, these forms of trainings are mostly based on the annual training program of the Company and generally address identified training needs and competencies.

   4. IAFT Courses/Workshops

   These are courses/workshops offered by the Company where the Company sponsors selected employees to attend courses/workshops that enhance their technical skills and broaden their know-how. Such training is given to employees who can most benefit out of these courses/workshops based on one's job functions.

2. Behavioral

Behavioral trainings aim to develop and improve the behavior of employees encompassing intrapersonal, interpersonal, intra-group and inter-group aspects such as personality, attitude, teamwork, and values formation.

back to top +

Bigfoot assures all its employees security of tenure upon satisfactorily completing the Company's standards of employment. Hereunder are the types of employment status within Bigfoot:

Probationary

Employee is subjected to not more than six (6) months observation period starting on the first day of employment, where employee shall be evaluated based on the Company's performance standards on the third (3rd) month and on the fifth (5th) month of the probationary period. A probationary employee who meets the prescribed qualifications and standards of the Company will eventually be employed as a regular employee after his/her sixth (6th) month of employment.

Regular

Regularization shall start right after the end of the probationary period, given that the employee has satisfactorily met the requirements and performance standards of the Company. Regular employees are entitled to paid sick leave, vacation leave, emergency leave, and group life insurance.

Project-Based

Project-based employees are individuals hired by the Company for a specific project or undertaking, the completion of which has been determined at the time of his/her engagement. If necessary, a new project-based employment contract must be agreed between the employer and employee if a certain project becomes extended and the employee's services are to be sought. Project-based employees are not entitled to all benefits granted to regular employees except for statutory benefits. Moreover, there exists no employer-employee relationship between the Company and the project-based employee.

Consultancy

Bigfoot hires individuals for a specific position or for special projects where specialized skills and/or knowledge are required. These persons are known as "Consultants". There exists no employer-employee relationship between the Company and the consultants.

back to top +

Philippine Entities:

• Bigfoot Properties, Inc.
• Bigfoot Studios, Inc.
• International Academy of Film and Television, Inc.
• Bigfoot Internet Ventures, Inc.
• Bigfoot Asia Pacific Foundation, Inc.
  

Bigfoot Companies/Affiliates in HK/Singapore/USA/BVI:

• Bigfoot Aviation N-777BF LLC
• Bigfoot Communications Limited
• Bigfoot Entertainment (BVI) Ltd.
• Bigfoot Entertainment (Hong Kong) Limited
• Bigfoot Entertainment Pte. Ltd.
• Bigfoot Entertainment, Inc.
• Bigfoot Films Limited
• Bigfoot Global Solutions Ltd.
• Bigfoot Internet Ventures (BVI) Ltd.
• Bigfoot Internet Ventures Limited
• Bigfoot Internet Ventures Pte. Ltd.
• Bigfoot Majestic Crest Theater LLC
• Bigfoot Properties (Hong Kong) Ltd.
• Bigfoot Ventures, LLC
• Bigfoot Ventures Ltd.
• Cleverlearn (BVI) Ltd.
• Cleverlearn, Inc.
• Fashion One (BVI) Ltd.
• Fashion One Broadcast (BVI) Ltd.
• Hong Kong Film Academy Limited
• International Academy of Film and Television Pte. Ltd.
• International Film School Holdings (BVI) Ltd.
• ISTUDIO.COM LLC
• iStudio.com (BVI) Ltd.
• New Cebu Films Ltd.
• NextEngine Ventures, LLC
• One Model Place, L.L.C.
• OneModelPlace (BVI) Ltd.

back to top +