G3 IS starting grade for senior executive.

If u're not even sure for this basic thing please refrain from giving other advices based on what u 'think'. We are not playing lego bricks here, we are running a billion dollar worth of platform/refinery/plant/etc. Just some heads up before joining this industry, ur opinion is useless without a fact. No offense

Sorry if u can't handle such input. U'll get worse treatment once u're in with name callings, obscene words thrown at ur face when things get wrong.

I see a lot of people in this industry who only knows how to talk without facts, and the damage it may cause is not little especially if u're in technical position.

If u're hati tisu then u'll toughen up once u're used to this.
GTS is under PD&T.

Depends if u're technical or non-technical line. If technical, u need to go for yearly technical assessment. Nonetheless, this is only one part of criteria for promotion, it still depends on ur yearly performance yada yada.

Change the G to E then it's correct. They've "widen" the grade structure to G1 & G2 (E1), G3 & G4 (E2), and so on.

No, a lot of fresh grads are in the company doing technical roles. Even scholars & non-scholars.

This is a question that nobody can give an exact answer unless they're from HR. Unlike non-executives, their min & max salary is published in their union handbook.

For my case, fresh grad salary was at 4k. Tier 2 gets 800 technical allowance absorbed into salary after 6 months. Not sure about Tier 3. So after 3-4 years, average 5-6% increment per year depending on ur performance, u may get promoted G1-G2. That's another ~500 added to ur salary. Based on this, u may try to deduce what to expect for ur case.

My personal advice is just put whatever amount u think u deserve. When I received the call for my offer, I was offered 4k similar as fresh grad. Told them I had 1+ year experience, then they bumped the offer with another 300. Ok la better than nothing. This was 6 years ago btw.

Thank you for the correction, you were right.

Cukurrr still got bonus.

Highly doubt on the unlimited medical coverage for permanent staff employed post year 2010. This issue was even raised during one of the previous Townhalls.

Not sure if benefit details are mentioned in offer letter, it is normally explained thoroughly only in executive handbook.

Please clarify with HR personnel when you get the offer letter. Best to get written confirmation.

no need to show proof of purchase, it's a one time lumpsum payment. since it's included in payslip, it's subjected to normal deductibles (tax, EPF, etc).

each business OPU has a fixed quota on permanent position, not that easy to just convert CDH to permanent unless there's an existing/incoming vacancy for that particular position (permanent).

if the manager wants to monitor his subordinate's performance first, he could just utilize the probation period instead of hiring as CDH?

anyway, just ask if there's a vacancy for permanent position/box, then you'll know what to expect. i.e. just janji manis or you're seeding to fill up the permanent box later on.

Not a criteria for promotion, will just look good next to your name or when people talk about you. Your contribution to the company matters most.

personally, I'd rather be an executive with salary of a CEO rather than the other way around. money puts food on the table, not position.

or is there other concern that you have? e.g. career growth, work environment, etc.