Document:

EX-10.30

 Exhibit 10.30 

Digicel Group Limited phantom share plan 
  

	 	A.	Definitions and Interpretation 

 In these Rules, unless the context otherwise requires,
the following words and expressions shall have the following meanings: 
  

	 	1.	“Affiliate” shall mean any corporation, limited liability company, limited partnership, or partnership 40% or more of the equity securities, measured either by voting rights or value, of which is owned by the
Company or by a Subsidiary of the Company. 

  

	 	2.	“Agreed Percentages Payable” means the percentage amounts payable as outlined in the Grant of Phantom Shares the form of which is set out in Appendix 1. 

 

	 	3.	Base Price” means the Market Price of the Shares on the date Phantom Shares are issued or the date of commitment if earlier. 

  

	 	4.	“Board” means the Board of Directors of the Company. 

  

	 	5.	“Company” means Digicel Group Limited, a Bermuda exempted limited liability company. 

  

	 	6.	“Change of Control” means the occurrence of any of the following events: 

  

	 	(i)	any person or group (as such terms are used in Sections 13(d) and 14(d) of the Exchange Act), other than a shareholder as of the date thereof, is or becomes the beneficial owner (as defined in Rules 13d-3 and 13d-5
under the Exchange Act, except that a person will be deemed to have beneficial ownership of all securities that such person has the right to acquire, whether such right is exercisable immediately or only after the passage of time), directly or
indirectly, of more than 50% of the voting power of the Company’s outstanding voting shares; or 

	 	(ii)	if the Company consummates any transaction (including, without limitation, any merger, consolidation, amalgamation, scheme of arrangement or other combination) pursuant to which the Company’s outstanding voting
shares are converted into or exchanged for cash, securities or other property, or the Company conveys, transfers, leases or otherwise disposes of, or any resolution with respect to a demerger or division is passed by the Board or Shareholders
pursuant to which the Company would dispose of, all or substantially all of the Company’s assets (any such transaction or resolution, a “Business Combination”), in each case other than in a Business Combination where:

 (x) all or substantially all of the individuals and entities that were the beneficial owners of the Company’s voting
shares immediately prior to such Business Combination beneficially own, directly or indirectly, more than 50% of the then-outstanding voting shares entitled to vote generally in the election of directors of the surviving or transferee entity
resulting from such Business Combination (including, without limitation, an entity that, as a result of such Business Combination, owns the Company or all or substantially all the Company’s assets directly or through one or more subsidiaries);
and 
 (y) no person or group (as such terms are used in Sections 13(d) and 14(d) of the Exchange Act) is the beneficial owner (as defined
in (i) above) directly or indirectly, of more than 50% of the then-outstanding voting shares of the surviving or transferee entity resulting from the Business Combination, except to the extent that the ownership in excess of 50% existed prior
to the Business Combination; or 
  

	 	(iii)	during any consecutive two-year period individuals who at the beginning of such period constituted the Board (together with any new members whose election to such Board, or whose nomination for election by the
Company’s shareholders, was approved by a vote of at least a majority of the members of the Board then still in office who were either members at the beginning of such period or whose election or nomination for election was previously so
approved) cease for any reason to constitute a majority of the members of the Board then in office; or 

  

	 	(iv)	the Shareholders approve, or a court of jurisdiction makes an order for, the winding-up or dissolution of the Company, other than in the context of a Business Combination that does not constitute a Change of Control
under paragraph (ii) above. 

  

	 	7.	“Exchange Act” means the US Securities Exchange Act of 1934, as amended, or any successor statute, and the rules and regulations promulgated by the US Securities and Exchange Commission thereunder.

  

	 	8.	“IPO Date” means the effective date of a listing or quotation of some or all of the Shares on a Securities Exchange. 

  
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	 	9.	“Market Price” means the market price per Share on any date as determined in accordance with the following provisions:- 

  

	 	(i)	if the Shares are traded on one or more Securities Exchanges on such date, the Market Price shall be equal to the closing price per Share reported for such date by the composite-transactions report for the Securities
Exchange determined by the Board to be the primary market for the Shares or, if no closing price per Share is reported for such date, then the Market Price shall be the closing price for the last preceding date for which such report exists; or

  

	 	(ii)	if the Shares are not traded on a Securities Exchange on such date, the Market Price shall be based upon a per share valuation of the Company determined as of the date of the last quarter prior to the date the Plan
Administrator exercises its rights hereunder. The valuation of the Company shall be prepared by a third party appointed by the Board. The Board, in its sole discretion, shall have the right to amend the Market Price that is derived from such
valuation in the event that in the opinion of the Board there has been a material change to the valuation of the Company since the date of the last quarterly valuation, taking into account such factors as it deems appropriate. 

 

	 	10.	“Payment” means the difference (if a positive amount) between the Market Price of the shares at the date of Payment and the Base Price as adjusted in accordance with the rules of this scheme, times the number
of Phantom Shares times the Agreed Percentage Payable. 

  

	 	11.	“Payment Dates” mean the dates specified in the grant of Phantom Shares or such other later date as determined by the Board following consultation with the Individual. 

 

	 	12.	“Payment Period” means the period over which any payments shall be paid. 

  

	 	13.	“Phantom Shares” means the right to receive a bonus payable in cash calculated by reference to the increase in the Market Price of the shares and calculated in accordance with the terms set out in the grant of
Phantom Shares. 

  

	 	14.	“Qualifying Company” means the Company or an Affiliate. 

  

	 	15.	“Securities Exchange” means any recognised stock exchange or public securities market including, but not limited to, the Irish Stock Exchange Limited, the London Stock Exchange Limited, the New York Stock
Exchange, the NASDAQ Stock Market and EASDAQ. 

  

	 	16.	“Service Contract” means any contract of service or contract for services between an Individual and a Qualifying Company. 

  

	 	17.	“Share” means a common share in the capital of the Company. 

  
 3 

	 	18.	“Shareholder” means a person who holds Shares. 

  

	 	19.	“Subsidiary” means any company (other than the Company) in an unbroken chain of companies beginning with the Company, provided each company (other than the last company) in the unbroken chain owns, at the time
of the determination, shares possessing fifty percent (50%) or more of the total combined voting power of all classes of shares in one of the other companies in such chain. 

 

	 	20.	Any reference in these Rules to any enactment includes a reference to that enactment as from time to time modified, extended or re-enacted. 

 

	 	21.	The headings in these Rules are inserted for ease of reference only and shall not be taken into account in construing these Rules. 

  

	 	22.	Words denoting the masculine gender shall include the feminine and neuter genders and words denoting the singular shall include the plural and vice versa. 

 

	 	B.	Administration 

 The granting of Phantom Shares shall be administered by the Board or by
a duly constituted committee of the Board to which the Board delegates some or all of its authority hereunder upon such terms and conditions as the Board in its absolute discretion shall determine. The Board or the committee appointed to serve as
administrator of these Rules, acting within its authority, shall be hereafter referred to as the “Board”. 
  

	 	C.	Grant of Phantom Shares 

  

	 	(a)	The Board shall have the right to grant Phantom Shares to an individual who provides services to one or more Qualifying Companies as a member of the senior management team of the Company and its subsidiaries (including
an executive director), including such an individual temporarily absent from his employment for some purpose approved by the Company, directors of the Company and its subsidiaries and such other individuals as the Board, in its sole discretion,
determine (each, an “Individual”). 

  

	 	(b)	No person shall be entitled as of right to receive Phantom Shares and the Board may from time to time, in its absolute discretion, select those Individuals to whom Phantom Shares shall be granted hereunder and shall by
appropriate resolution approve the grant of such Phantom Shares. 

  

	 	D.	Terms and Conditions of Phantom Shares 

 With respect to any Phantom Shares granted
hereunder, the Board shall at the time of grant determine (i) the number of Phantom Shares, (ii) the Base 

  
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Price, (iii) the Payment Period, (iv) the Payment Dates, (v) the Agreed Percentages Payable, and (vi) any other conditions including performance-based conditions applicable to
such Phantom Shares and these shall be communicated in writing and evidenced in a Grant of Phantom Shares in the form attached as Appendix 1. For the avoidance of doubt, save for the provisions of Rule I, Phantom Shares will not be capable of
conversion into Shares and will not be entitled to voting rights. 
 Save as otherwise provided hereunder, any Phantom Shares granted shall
be personal to the Individual and shall be non-assignable and shall automatically lapse and cease to be exercisable if it is purported to be transferred, assigned, mortgaged, charged or otherwise disposed of by the Individual, provided, however,
that: 
  

	 	(i)	in the event an Individual dies while holding outstanding Phantom Shares granted hereunder, the legal personal representative of such Individual shall be entitled to receive any payments due under the Phantom Shares
held by such Individual. 

  

	 	E.	Change of Control 

  

	 	(a)	In the event of a Change of Control, the Payment Dates of each outstanding Phantom Share held by an Individual on the effective date of the Change of Control shall, to the extent not otherwise payable, automatically
accelerate and such Phantom Shares shall become payable immediately prior to the effective date of the Change of Control. 

  

	 	(b)	For the avoidance of doubt hereunder, in no event shall a Reorganisation, as defined in Rule H, or an IPO constitute a Change of Control. 

 

	 	F.	Reconstruction and Winding-Up 

 In the event of: 

 

	 	(i)	any reorganisation of the capital of the Company or any reconstruction or amalgamation of the Company involving a material change in the nature of the Shares (and for the purposes of this sub-rule the determination by
the Board of a material change in the nature of Shares in any particular case shall be final and conclusive and shall be communicated to the holders of Phantom Shares in writing); or 

 

	 	(ii)	the Company passing a resolution for its winding-up or an order being made for the compulsory winding-up of the Company (the passing of which resolution or the making of which order shall be communicated by the Board to
the holders of Phantom Shares in writing); 

  
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 on the date that such reconstruction or amalgamation becomes unconditional or such winding-up
takes effect or within such period before or after such date as the Board may determine, the Payment Dates of the Phantom Shares shall be accelerated upon and subject to any conditions or limitations as the Board may in its discretion determine.

  

	 	G.	Variation of Capital 

 In the event that the Board shall determine that any dividend or
other distribution (whether in the form of cash, common shares, other securities, or other property), recapitalization, stock split, reverse stock split, reorganization, merger, consolidation, split-up, spin-off, combination, repurchase, redemption
or exchange of Shares or other securities of the Company, issuance of warrants or other rights to purchase Shares or other securities of the Company, or other similar corporate transaction or event affects the Shares such that an adjustment is
determined by the Board to be appropriate in order to prevent dilution or enlargement of the benefits or potential benefits intended to be made available to the holder of the Phantom Shares, then the Board may, in such manner as it may deem
equitable, adjust any or all of (i) the number of Phantom Shares granted, and (ii) the Base Price of the Phantom Shares granted, or (iii) effect any combination of the foregoing. 

 

	 	H.	Reorganisation 

 If the Company is the subject of a reorganisation whereby all or
substantially all of the issued equity share capital of the Company is or is to be acquired by another company, with the result that the beneficial ownership of such new company is substantially the same as that of the Company immediately prior to
such reorganisation (the “Reorganisation”), the Board may by resolution replace each Phantom Share outstanding immediately prior to the Reorganisation with a Phantom Share of the new company (the “Replacement Phantom Shares”).
The Replacement Phantom Share may, at the discretion of the Board, be for a number of Phantom Shares of the new company which is more or less than the number of Phantom Shares immediately prior to the Reorganisation and the Base Price applicable to
the Replacement Phantom Share may be more or less than the Base Price which applied to the Phantom Shares immediately prior to the Reorganisation provided however that: 
  

	 	(i)	the aggregate of the Payments if any due on the Replacement Phantom Shares immediately after the Reorganisation shall be equal to the aggregate of the Payments if any due immediately prior to such Reorganisation;

  

	 	(ii)	the Payment Dates shall remain unchanged and shall apply to the Replacement Phantom Shares; and; 

  
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 all references in these Rules to the term “Company” shall be deemed to refer to the
new company and all references in these Rules to the term “Share” or “Shares” shall be deemed to refer to a share or shares of the new company. 

Notwithstanding the provisions of Rule H above, any adjustment made to the number of Phantom Shares and to the Base Price, in connection with
a Reorganisation shall be subject to receipt of confirmation in writing from a firm of accountants or other independent experts that such variation is in their opinion fair and reasonable. 

 

	 	I.	IPO Lock-up/Restrictions on Sale of Shares 

 In the event that the Company elects to
effect an IPO, the Board will endeavour to the extent possible to substitute the Phantom Shares held by the Individual with Shares. The number of Shares to be issued to the Individual will equate to the value of the Phantom Shares held at the date
of the IPO divided by the issue price of the IPO, provided that: 
  

	 	(i)	It shall be a fundamental condition in respect of any Shares issued under this Rule I that each Individual hereunder shall, promptly upon request by the Company, execute the form of market stand-off or lock-up
agreement, if any, requested by the Company’s underwriters in connection with such IPO; and 

  

	 	(ii)	It shall be a fundamental condition in respect of any Shares issued to an Individual under this Rule I may, in the event of an IPO, be subject to such restrictions on the sale of such Shares as the Board shall
impose and notify to the Individual in writing from time to time (in addition to any restrictions imposed pursuant to the market stand-off or lock-up agreement referred to in Rule I (i) above), which restrictions may continue after the
Individual ceases to serve as an employee of the Company or any of its Affiliates, provided, however, that in no event shall any such restriction continue for a period in excess of the two-year period after the date of the IPO and provided also that
such restrictions shall automatically lapse in the event the Individual ceases to be an employee of the Company or any of its Affiliates by reason of death, permanent incapacity (as determined by the Board after obtaining such independent medical
advice as it deems necessary), retirement at or after the Individual’s normal retirement age or redundancy. 

  

	 	J.	Confidentiality 

 The issue of Phantom Shares is confidential. The names and identity of
Individuals who hold Phantom Shares are to remain confidential and no Individual is allowed to disclose or discuss the issue of Phantom Shares or the rules pertaining to such Phantom Shares to anyone apart from his/her spouse/partner (in which case
the Individual is liable for compliance by the spouse/partner of this Rule J), the Group CEO, the Group CFO, the Group HR Director or the Board. 

  
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	 	K.	Amendment 

 The Board shall have complete and exclusive power and authority to vary,
amend or revoke any of these Rules, provided always that no such alteration, amendment or revocation shall impose more onerous obligations on any Individual in respect of the Phantom Shares issued to the Individual, and subject to any Shareholder
approval that may be required pursuant to applicable law and regulations or agreements entered into between Shareholders. 
 As soon as is
reasonably practicable after any variation, amendment or revocation under this Rule K above takes effect, the Board shall give notice in writing thereof to all Individuals affected by such variation, amendment or revocation. 

 

	 	L.	No Compensation for Loss of Options 

 Neither the granting of Phantom Shares hereunder
or the Rules shall form part of the terms and conditions of any Service Contract between an Individual and any Qualifying Company and consequently, rights and obligations of an Individual under the terms and conditions of his office with or
employment by any Qualifying Company shall not be affected by his receipt of a grant of Phantom Shares. Accordingly, the Individual shall have no right to any compensation or damages arising for the loss of his entitlement (for any reason
whatsoever) with respect to his grant of Phantom Shares as a result of the termination of his status as a employee of the Company or any of its affiliates (for any reason whatsoever) and accordingly the Individual waives any such right to
compensation or damages, whether such compensation or damages is claimed by way of damages for unfair or wrongful dismissal or other breach of contract or by way of compensation for loss of office or otherwise howsoever. 

The benefits to an Individual arising from the grant of Phantom Shares shall not form any part of his remuneration from any Qualifying Company
or be included in his remuneration for pension scheme or other employee benefit-related purposes. 
  

	 	M.	Miscellaneous 

 Any notice or other communication under or in connection with the grant
of Phantom Shares and/or these Rules may be given by personal delivery or by sending the same by prepaid post, in the case of a company to its registered office, and in the case of an individual to his last known address, or, to the address of the
place of business at which he performs the whole or substantially the whole of the duties of his office or employment, and where 

  
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a notice or other communication is personally delivered, it shall be deemed to have been received at the time of delivery and where it is posted to an address within the Caribbean, it shall be
deemed to have been received forty-eight (48) hours after it was put into the post properly addressed and stamped and where it is posted to an address outside the Caribbean, it shall be deemed to have been received on the fifth business day
after the date it was put into the post properly addressed and stamped. 
 The validity and interpretation of these Rules shall be governed
by and construed in accordance with the laws of Bermuda and the Courts of Bermuda shall have jurisdiction in any matter arising out of these Rules. 

  
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 APPENDIX 1 

Digicel Group Limited 
 Grant of
Phantom Shares 
 The Board of Digicel Group Limited (“the Company) has granted the individual named below (the “Individual”) Phantom Shares
subject to the Rules and the terms and conditions set out below: 
  

			
	Name of Individual:	  	
		
	Address of Individual:	  	
		
	:	  	
	
	Number of Phantom Shares:
		
	Base Price per Phantom Share	  	US$[        ]

			
		
	Payment Period	  	x years/months from or such later period as determined by Board following consultation with the Individual.
		
	Payment Dates	  	or such later dates as determined by the Board following consultation with the Individual.

			
		
	Agreed Payment Percentage	  	:-

  

			
	 Date
	  	% Payment
	 Or such later date as determined by the Board following consultation with the Individual.
	  	
	 Or such later date as determined by the Board following consultation with the Individual.
	  	
		  	
		  	
		  	

 The Individual understands and agrees that the Phantom Shares are issued subject to and in accordance with these Rules and the
Individual hereby acknowledges receipt of a copy of such Rules and agrees to be bound by such Rules. 
 The Individual further understands and agrees that
the payments as outlined in the above schedule may be conditional on achievement of certain agreed performance criteria which if applicable will be communicated to the Individual in conjunction with this Grant of Phantom Shares. 

  
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 The Board shall have the authority, exercisable in its absolute discretion to amend any of the agreed criteria
but not if such amendment results in a more onerous performance measure. This will normally only apply if there is an Act of God or if decisions are made by the Board which have an adverse effect on the achievement of any of the agreed performance
criteria in which instance the amendment will be limited to the direct impact of that specific matter. 
 Subject to Rule D of the Rules, the Individual
further acknowledges that the grant of Phantom Shares is personal to the Individual and may not be transferred, assigned, mortgaged, charged or otherwise disposed of by the Individual, that nothing in this Notice of Grant or in the Rules shall
confer upon the Individual any right to continue in the service or employment of the Company or any Qualifying Company for any period of specific duration and that this grant of Phantom Shares shall not form part of the terms and conditions of the
Individual’s Service Contract with the Company or any Qualifying Company employing him. Accordingly, the Individual acknowledges that he or she shall have no right to any compensation arising for the loss of his or her entitlement with respect
to the grant of Phantom Shares as a result of the termination of the Individual’s status as an employee of the Company or any of its Affiliates (for any reason whatsoever). 

Except as the Board may otherwise provide at the time of the grant of Phantom Shares or thereafter, or as required to comply with applicable law: 

 

	 	(a)	If the Individual’s employment or service with the Company and its Affiliates is terminated by the Individual or by the Company (or by the applicable Qualifying Company) for any reason (other than death or
disability or by the Company for cause), then (i) to the extent not yet payable as of the date of termination of employment or service, the Phantom Shares held by the Individual shall immediately be forfeited, and (ii) to the extent any
Payment is due as of the date of termination or service, such amount shall be paid within three (3) months (or such longer or shorter period, if any, as may be determined by the Board); 

 

	 	(b)	If the Individual’s employment or service with the Company and its Affiliates is terminated by the Individual or by the Company (or by the applicable Qualifying Company) due to the Individual’s death or
disability, then (i) to the extent not yet payable as of the date of termination of employment or service, the Phantom Share shall immediately be forfeited, and (ii) to the extent any Payment is due as of the date of termination of
employment or service, such amount shall be paid within three (3) months (or such longer or shorter period, if any, as may be determined by the Board); 

  
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	 	(c)	If an Individual’s employment or service with the Company or any of its Affiliates is terminated by the Company (or by the applicable Qualifying Company) for cause, as determined in accordance with the laws
governing the Individual’s Service Contract, then, as of the date of termination of employment or service, all Phantom Shares held by such Individual and any right to payment on the Phantom Shares shall automatically lapse; 

 

	 	(d)	If the Individual is in breach of the Confidentiality undertaking in Rule J, the Board is entitled to notify such Individual, that all Phantom Shares held by such Individual and any right to payment on the Phantom
Shares have been forfeited. 

 Each capitalised term in this Notice shall have the meaning assigned to such term in this Notice or the Rules.

 By executing the attached duplicate of this Notice, the Individual confirms his or her acceptance of the grant of Phantom Shares upon the terms and
conditions described herein. In the event the attached duplicate is not returned to the Company duly executed on or prior to [                    ],
the grant of Phantom Shares shall be deemed to have lapsed as of such date and shall have no force or effect thereafter. 
  

			
	By:	 	  

		
	Title:	 	  

 For and on behalf of Digicel Group Limited 

Acknowledged and Accepted: 
  

			
	 By:
	 	  

		 	Individual

  
 12EX-10.31

 Exhibit 10.31 
  

 
 Digicel Performance Review Policy & Guidelines for Managers 

Contents 
  

					
	 1.      Introduction to Digicel Performance Review
	  	 	2	  
		
	 2.      DPR Principles
	  	 	2	  
		
	  2.1.       One DPR Process
	  	 	2	  
		
	  2.2.       Employee Performance
	  	 	2	  
		
	  2.3.       Market Performance (The Market Modifier)
	  	 	2	  
		
	 3.      The Performance Management Process
	  	 	3	  
		
	  3.1.       Objectives - WHAT’S
	  	 	4	  
		
	  3.2.       Competencies - HOW’s
	  	 	5	  
		
	  3.3.       When and why set objectives?
	  	 	7	  
		
	  3.3.1.        Agreeing Objectives
	  	 	7	  
		
	  3.3.2.        How should objectives look?
	  	 	7	  
		
	  3.3.3.        Recording objectives
	  	 	8	  
		
	  3.3.4.        Regular Review
	  	 	8	  
		
	  3.4.       Performance Monitoring
	  	 	8	  
		
	  3.4.1.        Conducting Effective 121 Meetings
	  	 	9	  
		
	  3.5.       The Formal Review Meeting
	  	 	9	  
		
	 4.      DPR Rating
	  	 	10	  
		
	 5.      Bonus Payments
	  	 	11	  
		
	 6.      Grievances Relating to DPR
	  	 	12	  
		
	 7.      HR Audit
	  	 	12	  

 

 
  

	1.	Introduction to Digicel Performance Review 

 The Digicel Performance Review (DPR) System
is a company-wide process that helps us achieve high performance by placing the emphasis on objectives (what we do) and competencies (how we do it), as well as addressing the employees’ development needs. 

The DPR is applied to all employees across with all markets utilising the same system, performance criteria and subject to the same timelines.
Employees are reviewed on a bi-annual basis in April and October. 
  

	2.	DPR Principles 

 2.1. One DPR Process 

DPR is applied to all Digicel employees, both local and expat, across all markets. All markets are subject to the same timelines with reviews
conducted by annually in April and October. 
 2.2. Employee Performance 

Digicel is a meritocracy where high performers are rewarded. Employees are rated on a 4-point system with the objectives (What’s) making
up 80% of the overall score and competencies (How’s) the remaining 20%. 
 2.3. Market Performance (The Market Modifier) 

The Digicel company modifier links employee performance and the performance of the market within in which they work. This is known as the
Market Modifier. The effect is that bonus percentage pay-outs will be apportioned between both individual and company performance. The purpose of this is to stimulate team work and drive market performance. 

The Market Modifier is determined by market performance against revenue, EBITA, CAPEX, subscriber numbers, network availability and customer
service levels. The Modifier ranges from a minimum of 90% to a maximum of 120%. 

  
  

DPR Policy & Guidance for Managers 
 2

 

 
  

 

 
  

	3.	The Performance Management Process 

 The Overall DPR Rating is the weighted average of
objectives - WHAT’s (80%) and competencies – HOW’s (20%). 
  
 

 

  
  

DPR Policy & Guidance for Managers 
 3

 

 
  

 3.1. Objectives - WHAT’S 

The WHATS are the individual’s objectives are agreed and documented by the employee and his/her line manager. Each objective must align
with the six categories listed below and should weighted differently, with the heaviest weighting on the individual’s main area of focus. 
  

					
	 Category
	 	 Areas

	Financial	 	Sales, revenue and revenue growth, budget management, EBITDA, etc
		
	People	 	Employee satisfaction, training & learning opportunities, development opportunities, internal hires, succession planning, DPR effectiveness, retention of good performers and high potentials
		
	Process Improvement	 	Processes to ensure delivery of products and services to meet customer requirements. Duplicate activities across functions, process alignment (is the right process in the right department?), process bottle necks and
automation, reduce waste and increase recycling, information security
		
	Customer	 	Delivery of performance to customers, quality of service for customers, customer satisfaction ratings, customer percentage of market, customer retention rate, share of key accounts
		
	Cost Optimisation	 	Reducing company costs and maximising results, gaining additional value from existing processes, deliverables, networks and spend. Implementing cost saving measures and facilitating increased results.
		
	Group / Other	 	Group objectives for directors and HODs with dotted line relations to Group Directors.
			
		 	    •	  	Other used in the rare event where an objective does not fall into any of the 5 categories above.

  
  

DPR Policy & Guidance for Managers 
 4

 

 
  

 The following is an example of the WHAT section of a performance review. 

 

															
	 DIGICEL PERFORMANCE REVIEW
(DPR)
	 
	 Rating scale:         Overachieved - 4
                        Fully Achieved - 3
                    Partially Achieved - 2
                    Underachieved - 1
	 
	 Objectives - WHATs
	 
	 Objectives
	  	Weight ( W )	 	 	 Objective
	  	Achievement	 	Rating ( R )	  	W* R	 
	 FINANCIAL
	  	   
	25  
	%   
	 	 Ensure market $ revenue and EBITA are favourable to budgets for the next 6 mths

 
	  	[Achievements]	 	 2 
	  	   
	0.5  
	    

	  	 	5	% 	 	Ensure market OPEX costs are favorable to budget for 08-09	  	[Achievements]	 	2	  	 	0.1	  
						
	 PEOPLE
	  	   
	15  
	%   
	 	 100% DPR completed and Development plan in palce for all direct reports by October 31st

 
	  	[Achievements]	 	 3 
	  	   
	0.5  
	    

	  	 	0	% 	 	[Objective]	  	[Achievements]	 		  	 	0.0	  
	 PROCESS IMPROVEMENT
	  	 	20	% 	 	prepare monthly financial statements within specified timeframes and accuracy guidelines	  	[Achievements]	 	3	  	 	0.6	  
						
	 CUSTOMER
	  	 	0	% 	 	[Objective]	  	[Achievements]	 	2	  	 	0.0	  
						
	 COST OPTIMIZATION
	  	 	15	% 	 	Develop and implement cost savings measures to come in within 5% of budgeted opex.	  	[Achievements]	 	3	  	 
	0.5
	  

	  	 	0	% 	 	[Objective]	  	[Achievements]	 		  	 	0.0	  
	 Group/Other
	  	   
	10  
	%   
	 	 EOS Improvement - identify and implement particular improvement strategies which will be measured by pre-determined target EOS scores.

 
	  	[Achievements]	 	 2 
	  	   
	0.2  
	    

	  	 	10	% 	 	Ensure the identification, development, retention and promotion of key talent.	  	[Achievements]	 	3	  	 	0.3	  
	 Overall Weighting should total 100%
	  	 	100	% 	 		  	Performance WHATs  
 Weighted average of
above Achievements against Objectives
	  	 	2.6	  

 3.2. Competencies - HOW’s 

The HOW’s are the behaviours that Digicel employees use to achieve their objectives. When setting objectives managers should discuss and
explain how the employee is expected to use the competencies to achieve their objectives. 
  

			
	 Competency
	  	 Areas

	Excellence in Service	  	Resolves customer issues and problems. Demonstrates an understanding of the needs of customers and is receptive to feedback. Treats each customer as the most important customer. Delivers based on commitments made to the
customers. Takes a genuine interest in the customer. Displays confidence in all customer interactions and is not intimidated by obstacles. Maintains a professional approach and image.
		
	Challenging	  	Is open to developing themselves and others around them. Is always accountable for their actions. Enables communications with others. Takes measured risk always. Always questions to encourage the right ideas.
		
	Drive for results	  	Focuses on the bottom line. Demonstrates an understanding of our customers, products, competitors and the market. Demonstrates an interest in the business and how it operates. Applies knowledge and experience and responds to
changing requirements. Identifies new opportunities

  
  

DPR Policy & Guidance for Managers 
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	Leadership	  	Adjusts behaviour appropriately to influence across as range of different situations. Takes initiative and calculated risks. Understands and identifies the best way to make things happen. Maintains focus in the face of
obstacles.
		
	Business Ethics	  	Transparent in financial and commercial practices. Keeps confidences. Takes responsibility for mistakes made. Consistent in purpose. Speaks out even when support is unlikely. Keeps promises and commitments. Demonstrates honesty,
fairness and unbiased judgement. No personal gain. Local, international and legal compliance. Responsible to raise attention where there is malpractice
		
	Dynamic & Dedicated	  	 Rises to the challenge, accepting risk and uncertainty as normal. Seeks collaborative efforts to maximise output and results. Exceeds
targets regularly.
  
 Is an advocate of Digicel. Sets clear objectives and goals. Always
communicates progress and is accountable for work done. Produces quality work consistently. Is an advocate of training and transfers knowledge always

		
	Effective Relationships	  	Is open and honest. Gives constructive feedback. Manages criticisms and conflicts constructively. Listens to others and shows them tolerance for different ideas and viewpoints. Keeps others informed, shares ideas and knowledge.
Is sensitive and shows respect for others. Communicates effectively at all levels. Challenges ideas and processes without fear of reprisal. Is willing to assist and support colleagues in achieving their objectives.
		
	Performance Management (For Managers only)	  	Creates a supportive and challenging environment where excellent performance can be achieved. Clearly communicates standards and expectations. Identifies, celebrates and rewards success. Provides recognition of employees’
contributions. Manages conflict and performance issues effectively. Encourages two way communication. Give regular feedback. Energises, excites and mobilises people around a vision.
		
	People Management (For Managers only)	  	Promotes a learning environment by allocating meaningful time and resources. Committed to personal development and the development of others. Consistent in assessing learning needs, seeking learning opportunities and improving
employees’ skills and abilities. Develops individual talents

 The following is an example of the HOW section of a performance review. 

 

					
	Competencies- HOWs	 		  	
	Using the DPR rating*, indicate the HOW Performance per Digicel Competence
	Excellence In Service	 	Leadership	  	
	Drive for Results	 	Business Ethics	  	
	Challenging	 	Effective Relationships	  	
	Dynamic	 	Dedicated	  	
	
	For Line Managers only, additional:
	Performance Mgt	 	People Development	  	
	
	Summary and/or comments on Achievements against Competences based upon evidence
			
		 	Performance HOW	  	
		 	Average of Digicel Competencies	  	#DIV/0!

  
  

DPR Policy & Guidance for Managers 
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 3.3. When and why set objectives? 

Performance management links individual objectives to business goals. 

 
 

 
  

	 	3.3.1.	Agreeing Objectives 

 As a guide managers should aim to set between 5 and 10 objectives
for the year. These can then be further broken down into quarterly milestones. The Manager and Employee should discuss each objective and agree areas of focus, priority, timing and weighting. This helps to ensure that objectives with the most value
are giving the maximum focus. 
 Consider the following when agreeing on priorities and weighting 

 

	 	•	 	Which activity will have the most impact on the business? 

  

	 	•	 	What will the individual spend the most time on? 

  

	 	•	 	What is most important to the department? 

  

	 	•	 	What activities are most important to the individuals development 

  

	 	3.3.2.	How should objectives look? 

 Objectives should be set using the SMART criteria. This
ensure that there is minimum room for confusion and maximum potential for successfully achieving objectives. 
 Specific: There must
be no doubt about what is required. The objective must relate to specific output or projects and must be clearly understood by the individual. It needs to be easy to identify whether or not the objective has been met. When writing the objectives use
words such as deliver, implement, produce etc. 

  
  

DPR Policy & Guidance for Managers 
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 Measurable: If you can’t measure it, how will you know if it has been done or
not? All objectives, ideally, should consist of quantitative and qualitative measures. As a check ask yourself: What will excellence look like? 

Achievable: An objective should not look easy. It should present a challenge. There must be a clear understanding and agreement.
Managers should ensure that the individual has the resources and authority to tackle the objective. There must be a clear coaching and development plan agreed in order to support them. 

Relevant: Objectives should relate to supporting or achieving the business or team plan and company values. The objectives should also
relate to the development needs of the individual. Must be aligned with current objectives of the organisation. 
 Time Bound:
Objectives must include dates by which they are to be achieved. Call out action steps with timelines so that activities are not left to the last minute. 
  

	 	3.3.3.	Recording objectives 

 Once all these steps are completed, the objectives should be
documented in the Performance Review form. 
  

	 	3.3.4.	Regular Review 

 Objectives are part of the business plan. As such, they must be
reviewed regularly to reflect changing circumstances. Regular ongoing reviews will assist in strengthening the Performance Management Process. This will improve individuals overall performance and that of the company. 

3.4. Performance Monitoring 

The purpose of the interim review is to monitor the achievement of objectives and to provide feedback and coaching to the employee. Interim
reviews encourage two way communication and help to reinforce the positive aspects of performance. It helps the employees and supervisors to stay on tracking and ensures there are no surprises in the final review. 

  
  

DPR Policy & Guidance for Managers 
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	 	3.4.1.	Conducting Effective 121 Meetings 

 Regular 121 meetings are the principal channel for
feedback and discussion on all levels of performance. Managers should have 121 meetings with their directly reports on a monthly basis. 

For the Manager the 121 meeting will: 
  

	 	•	 	Provide an opportunity to review progress on objectives and address any potential roadblocks or performance concerns 

  

	 	•	 	Help to develop the relationship 

  

	 	•	 	Identify any development needs 

  

	 	•	 	Help to prepare for the formal review 

 For employees the 121 meeting will: 

 

	 	•	 	Provide clarity around expectations 

  

	 	•	 	Ensure that the individual receives feedback on performance to date including strengths, weaknesses and development opportunities 

  

	 	•	 	Provide an opportunity to raise any concerns in relation to resources, time lines, roadblocks etc. 

3.5. The Formal Review Meeting 

Ahead of the meeting... 
  

	 	•	 	Agree the date and time of the review meeting with the employee and plan ample time for the meeting. 

  

	 	•	 	Clare your calendar and minimize distractions during the meeting 

  

	 	•	 	Provide the employee with a copy of the Self-Assessment form and remind them to complete it ahead of the meeting. Ensure you have enough time to review the form before the meeting. 

 

	 	•	 	Review the employee’s performance versus their SMART objectives and the Digicel competencies 

  

	 	•	 	Seek feedback if necessary from other managers, colleagues of the employee or customers. This should be done throughout the year 

  

	 	•	 	Feedback should cover the WHAT (business objectives) and the HOW (competencies) 

  

	 	•	 	Assess individual development needs in the context of the business objectives and competencies. 

During the meeting... 
  

	 	•	 	Have an open discussion on the employee’s performance versus their objectives 

  

	 	•	 	Actively listen to the employee 

  

	 	•	 	Ask clarifying questions to ensure understanding 

  
  

DPR Policy & Guidance for Managers 
 9

 

 
  

	 	•	 	Provide feedback to the employee on their performance objectives and development outcomes and actions 

  

	 	•	 	Rate each SMART objective and note any comments on each 

  

	 	•	 	Review performance against competencies 

  

	 	•	 	Discuss and agree development needs and the Individual Development Plan 

  

	 	•	 	Confirm your commitment to implementation of the development plan 

 Following the
meeting... 
  

	 	•	 	Send the completed review documentation to HR 

  

	 	•	 	Follow-up on any commitments or action items from the meeting 

  

	 	•	 	Provide ongoing support, coaching and feedback 

  

	 	•	 	If needed, seek further support from HR or Learning & Development 

  

	 	•	 	Schedule follow-up meetings to review performance and development 

 If an employee disagrees
with the contents of his/her end of period evaluation the employee can include a statement of dissatisfaction in the comments section of the DPR form or follow the DPR Grievance Procedure. 

 

	4.	DPR Rating 

 The DPR rating is dependent on achievement against agreed contribution. The
maximum an employee can achieve is 115% with no reward given to Poor Performers. 
  

							
	 DPR Rating
	 	 Definition

	Overachieved (4)	 	 Strong Performer
  

	 		 	 •
  
	  	 Overachieves on set standards
  

	 		 	•	  	Significantly exceeds on agreed contribution
				
		 		 	•	  	Significantly exceeds on agreed objectives
				
		 		 	•	  	Consistently demonstrates quality results on time
				
		 		 	•	  	Consistently achieves extraordinary results far beyond stated expectations
				
		 		 	•	  	Influences others to achieve quality results
				
		 		 	•	  	Successfully accomplishes tasks outside of scope of responsibility in spite of challenging priorities
				
		 		 	•	  	Anticipates problems and implements preventive measures
		
	Fully Achieved (3)	 	Consistent Performer
				
		 		 	•	  	Fully achieves set standards
				
		 		 	•	  	Meets agreed contribution
				
		 		 	•	  	Meets all agreed objectives
				
		 		 	•	  	Consistently meets all requirements
				
		 		 	•	  	Completes tasks on time
				
		 		 	•	  	Achieves expected results
				
		 		 	•	  	Makes contributions within area of responsibility
				
		 		 	•	  	Utilises effective problem-solving techniques

  
  

DPR Policy & Guidance for Managers 
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	Partially Achieved (2)	 	Inconsistent Performer
	 		 	•	  	  
 Partially achieves set standards

	 		 	•	  	  
 Partially meets agreed contribution

	 		 	•	  	  
 Partially meets agreed objectives

				
		 		 	•	  	Completed some tasks on schedule
				
		 		 	•	  	Achievement slightly less than anticipated
				
		 		 	•	  	Makes some contribution within area of responsibility
		
	Underachieved (1)	 	Poor Performer
	 		 	•	  	  
 Underachieves set standards

	 		 	•	  	  
 Does not meet agreed contribution

		 		 	•	  	  
 Does not meet agreed objectives

				
		 		 	•	  	Requires substantial direction and follow-up
				
		 		 	•	  	Quality of results in inconsistent to marginal
				
		 		 	•	  	Completes some tasks on time and others late
				
		 		 	•	  	Misses deadlines without adequate explanation
				
		 		 	•	  	Falls short of achieving expectations – performance requires improvement
				
		 		 	•	  	Performance relative to other team members is low
				
		 		 	•	  	Performance improvement plan needed

 Employee ratings will equate to a percentage bonus given on the table below. 

 

															
	 DPR RATING
	  	 DPR

SCORE
	  	 BONUS

PAYOUT
	 	 	 DPR RATING
	  	 DPR

SCORE
	  	 BONUS

PAYOUT
	 
	 Not Achieved
	  	<2	  	 	0	% 	 	Fully Achieved	  	3	  	 	100	% 
	 Partially Achieved
	  	2	  	 	30	% 	 	Over Achieved	  	3.1	  	 	102	% 
	  	2.1	  	 	40	% 	 	  	3.2	  	 	104	% 
	  	2.2	  	 	50	% 	 	  	3.3	  	 	106	% 
	  	2.3	  	 	60	% 	 	  	3.4	  	 	108	% 
	  	2.4	  	 	70	% 	 	  	3.5	  	 	110	% 
	  	2.5	  	 	80	% 	 	  	3.6	  	 	111	% 
	  	2.6	  	 	90	% 	 	  	3.7	  	 	112	% 
	  	2.7	  	 	94	% 	 	  	3.8	  	 	113	% 
	  	2.8	  	 	96	% 	 	  	3.9	  	 	114	% 
	  	2.9	  	 	98	% 	 	  	4	  	 	115	% 

  

	5.	Bonus Payments 

 The overall bonus is calculate by multiplying the DPR bonus by the
market performance as follows: 
  
 

 

  
  

DPR Policy & Guidance for Managers 
 11

 

 
  

 Bonus payments are made twice yearly as follows: 

 

	 	•	 	For the period of April to October payment will be made in the November or December pay cycle (market dependent) 

  

	 	•	 	For the period November to March payments will be made in the May or June pay cycle (market dependent) 

Please note that the payment of bonuses is at the sole discretion of the company and employees will not be entitled to receive exceeding the
percentage stated in their employment contract. 
  

	6.	Grievances Relating to DPR 

 Where an employee has an issue which relates to their performance review,
they may raise a grievance as follow: 
  

	 	•	 	The employee should first take some time to go away and consider the feedback objectively. Not all feedback is comfortable, but most of it can be very valuable. If having considered the appraisal, the employee believes
that it is inaccurate, then they should proceed to the next stage. 

  

	 	•	 	The employee should arrange a meeting with the manager that delivered the feedback. At meeting the employee should raise the areas of the review that they are questioning and seek further clarification. Most issues can
be resolved at this level, with further feedback, clarification or with amendments to the documentation. 

  

	 	•	 	If the issue is not resolved, it can be escalated to the second level manager for discussion. 

  

	 	•	 	If the issue is still not resolved, a member of the HR Team can be invited to join a meeting with the employee and the second level manager to examine the situation further. The decision reached at this stage will be
deemed to be final. 

  

	7.	HR Audit 

 After each DPR cycle HR will conduct an audit to ensure that the process is
being carried out in a fair and consistent manner. The following criteria will be used by HR to assess the reviews: 
  

	 	•	 	Performance Rating (how many people are top/bottom performers) 

  

	 	•	 	Did the content of the appraisal support the performance rating? 

  

	 	•	 	Was the feedback (positive or negative) specific enough, include examples? 

  

	 	•	 	Were areas for development / improvement clear? 

  

	 	•	 	Was there sufficient recognition given to accomplishments? 

  

	 	•	 	Overall quality 

  
  

DPR Policy & Guidance for Managers 
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