• Learning and Development

    Learning and Development Mandatory Programs

    It is the policy of ADIB that all employees are required to attend mandatory training to meet the requirements of the positions they hold, and to complete the required training within a specified period to remain employed at ADIB. Mandatory training courses will be set based on the applicable roles. The mandatory training programs are listed on ADIB intranet which is updated as and when required.

    All mandatory training, including refresher training, must be completed on the announced training dates and employees must complete the assessment test after the training with a minimum pass mark score to be advised for each course during the training. All new employees have access to mandatory training, and they are required to attend, and pass all required mandatory training during the probationary period to be confirmed in a role.

    Training Cancellation Policy/No Show Policy

    The training cancellation policy applies to all types of training provided.

    All employees are required to send written cancellation with proper justification through the Learning Management System and email address to the training employees at least 7 days prior to the training program commencement date.

    In case of no-show without a valid justification, the employee will be subject to a disciplinary action as per the ADIB effective and appropriate disciplinary action matrix.

    External (non-catalogue programs)

    Any external training not available in our internal Learning catalogue and related to the employees’ roles and/or required due to regulatory requirements an employee may request such program from Learning and Development Department. Such request is subject to budget availability and may require in certain cases for an employee to sign a training bond agreement, the individual terms of which will vary for each employee, but in all cases the employee will be required to serve the Bank for a minimum of one (1) year from the date of completion of the course provided.

    Any external training cost exceeding a set limit as per policy requires the employee to sign a training bond agreement, the individual terms of which will vary for each employee, but in all cases the employee will be required to serve the Bank for a minimum of one (1) year from the date of course completion or obtaining the certification.

    The external training cost will include the following:

    • Course cost
    • Exam cost (upon passing)
    • Fees for the certification

    Student Internships

    ADIB can provide training for students with preference given to UAE Nationals.

    Students will be selected on their willingness to learn and ability to add value to ADIB and their studies.

    An official letter from a local university confirming internship as part of their degree requirements is required.

    Line Manager will closely monitor students’ performance, attitude, and attendance. The interns/students should not be involved in handling any type of transactions, records or confidential information related to ADIB or its customers.

    Professional Qualification Membership

    ADIB is committed to supporting its employees in their professional development and encourages staff to obtain qualifications and certifications that will help them enhance their skills. ADIB will support employees on the following:

    1. Membership Reimbursement:
      Employees are eligible for reimbursement of annual membership fees for one professional qualification as per the policy per year.
    2. Financial Sponsorship:
      The Bank will financially support eligible employees in obtaining professional qualifications by covering exam registration fees as well as training institute fees up to a certain limit as per policy per qualification.

    Eligible employees can avail this benefit only once during their employment with ADIB. To be eligible for financial sponsorship, employees must meet one of the following criteria (either Regulatory or Self-development):

    Regulatory Qualifications:

    • Certification mandated by the regulator for performing their role.

    Self-Development Qualifications:

    • Demonstrated alignment of the qualification with the bank's business strategy and KPIs.
    • Inclusion in the employee's approved development plan.
    • Availability of sufficient training budget.
    • No more than one qualification per calendar year.
    • Performance rating of "Performer" or above for UAE Nationals and "Strong Performer" or above for Expats.
    • No active disciplinary action or serving a notice period.

    Professional Fees are reimbursed based on:

    • The fulfilment of the individual duties and as such is captured in the Job Description, e.g., Annual Investment Certification is a requirement for the role of Investment Advisors.
    • Employees shows proof of professional members and fees paid.
    • Completed reimbursement form signed by your Line Manager and returned to Learning & Development.

    ADIB Scholarship Program

    As part of the Bank’s initiative to give back to the community and support young UAE National employees who are aiming to continue their post-secondary education whilst they are working for the Bank, the Bank will sponsor UAE Nationals from local colleges and universities. Interested eligible employees can reach out to Learning and Development for details.

    Training Course Leave

    All ADIB group employees are required to attend different training courses during the year per training policy. Training Course Leave is designed to regularize employees absence that may occur due to non-availability during the training session. Alternatively, employees may have to attend training sessions outside ADIB premises.

    Performance Improvement Plan (PIP)

    The Performance Improvement Plan (PIP) is a formal document that aims to help all ADIB employees who are underperformers (partially and do not meet expectations /goals). The PIP covers specific areas of performance, identifies skills or training gaps, and sets clear expectations for an employee’s future conduct.

    PIP Stages:

    The PIP must be initiated after the end-of-year performance rating cycle is completed.

    All employees must complete one year in the Performance Improvement Plan (PIP), and their performance will be reviewed in the upcoming end-of-year performance cycle.

    Expat Employees who have not shown any improvements in the following end-of-year performance cycle will have the final decision about their employment.

    UAE National employees under the Performance Improvement Plan (PIP) will have their performance assessed during the upcoming end-of-year performance cycle. If there is no improvement, the PIP may be extended for an additional year. This extension will serve as a final opportunity to enhance performance before the next assessment cycle.

    Line Managers are the owners of the PIP for the staff

    Important Note:

    All employees identified as underperformers will have their annual allowances on hold. These allowances will be disbursed on a monthly basis until a final decision regarding their employment status is made

    Print

    Contents