🚀 InnoTech Ltd. Employee Value Proposition
An Interactive Guide to Your Compensation, Benefits, and Career in Singapore
Core Financial Compensation
This section breaks down your potential earnings, including base salary, guaranteed bonuses, and performance incentives. Use the slider below to personalize the visualization and see how your annual package is structured.
Salary Package Calculator
📈 Performance Bonus
A variable bonus tied to your individual achievements and the company's success, reviewed annually.
🗓️ Annual Increment
Your salary is reviewed each year, with increments based on your performance appraisal.
🏦 CPF Contributions
We ensure full compliance with Singapore's mandatory Central Provident Fund (CPF) contributions.
Generous Leave Entitlements
We believe in a healthy work-life balance. Our leave policies exceed statutory requirements to give you ample time to rest, recharge, and attend to personal matters. The chart below compares our offerings to the standard.
Leave Days: InnoTech vs. Statutory Minimum
Other Special Leave Provisions
Maternity & Paternity
16 weeks for mothers and 2 weeks for fathers, in line with government regulations.
National Service
Full pay provided for NSmen attending In-Camp Training (ICT).
Life Events
Additional paid leave for marriage, compassionate reasons, and examinations.
Health, Wellness & Flexible Perks
Your well-being is our priority. We offer a comprehensive suite of benefits designed to support your physical and mental health, as well as provide flexibility for your personal needs and development.
Annual Benefit Allowances (S$)
🏥 Group Medical Insurance
Full coverage for basic hospitalisation and surgery, ensuring peace of mind.
Flex Fund Categories (S$1,000)
Claimable for: Fitness, Air Fares, Personal Development, Travel, Telco bills, and Insurance premiums.
Career Advancement & Policy Framework
Understanding how to grow is key to long-term success. This section outlines the criteria for promotion and the approval process within InnoTech, along with answers to critical policy questions.
Core Promotion Criteria
- High-Tier Performance: Consistent rating of Grade B or better in annual appraisals.
- Competency Assessment: Demonstrated leadership, policy knowledge, and strategic planning readiness for the next grade.
- Experience & Tenure: Typical milestones (Year 2, Year 5, Year 8) serve as checkpoints for review.
- Training & Certification: Completion of relevant HR/Management certifications as required by the next grade level.
- 360-Degree Feedback:collaboration and cultural fit.
Next Step Post-Decision
If Promoted: Formal written notification and salary adjustment in the next payroll cycle following approval.
If Not Promoted: Receive constructive feedback and a development plan to support future eligibility.
Promotion Approval Workflow
Line Manager initiates based on readiness.
HR Business Partner reviews policy alignment, salary band, and fairness.
Leadership Panel (Dept Head, HR Director, Promotion Panel) grants final approval.
Critical FAQs
Q: When am I eligible for my first promotion consideration?
A: While performance is key, formal checkpoints for review typically occur around your 2-year, 5-year, and 8-year tenure milestones with the company.
Q: How is my performance assessed for annual increments and bonuses?
A: Both are based on your yearly performance appraisal. The annual increment is guaranteed and adjusted based on your appraisal, while the performance bonus is variable, linked to both your individual results and the company's financial success.
Q: What is the $1,000 Flexible Benefits for?
A: It is an annual allowance you can claim against a wide range of personal expenses, including air fares, personal development courses, insurance premiums, and telecommunication bills, provided you submit valid receipts.
Q: Do my annual leave days carry over to the next year?
A: No. Leave balances are tracked and reset annually unless otherwise specified by local regulations or exceptional circumstances reviewed by HR.