Frequently Asked Questions

• Are all positions located in BH?

  
  Yes, BDMG has its only headquarters in Belo Horizonte and does not have workstations in other locations. Therefore, all BDMG employees are allocated at the headquarters building in Belo Horizonte, at Rua da Bahia, 1600, Lourdes neighborhood.

• Is there a home office option? What are the criteria?

  
  For new employees, the work regime will initially be on-site during the functional adaptation period. In general, BDMG currently adopts a hybrid regime, adjusted according to the specific needs of each area. It is a prerogative of the Bank and not an acquired right, meaning the hybrid regime is not permanent and can be modified according to the Bank's institutional demands.

• What are the basic activities of a Development Analyst?

  
  The position of Development Analyst is a unique and broad position, and the main duties involve analysis, research, and issuance of opinions, with the application of technical and scientific knowledge; policy and methodology development; process mapping and improvement, among other tasks that fall within their area of expertise by their nature.

• The analyst position is subdivided into four specializations, how will the allocation work? Is there movement between specializations?

  
  Upon joining the Bank, allocation will occur according to the specialization the candidate applied for; however, the allocation of people at BDMG is a prerogative of the Bank based on business and strategy needs.

• What is the career path of a Development Analyst at BDMG?

  
  The career of a Development Analyst at BDMG is structured in four levels: junior, mid-level, senior, and master, allowing technical professional advancement when the employee is prepared to perform more complex and responsible duties with greater autonomy and authority, within the same position, by adding new skills and competencies in line with their professional maturity. There is no individual right to annual progression; this process will always depend on other factors, such as performance and budget availability. However, for the first three (3) years, there is a retention policy applied based on the manager's evaluation and is not automatic.
  
  Additionally, BDMG's position and salary plan includes some trust positions intended to handle activities that, by their nature, require management's trust requirements, as reflected in delegated supervisory, representation, management, and advisory powers. These positions are appointed by the President.

• How does progression/promotion work?

  

  The career of a Development Analyst is organized into four levels of complexity: Junior, Mid-level, Senior, and Master. These levels correspond to salary ranges organized as follows:

  Level	Salary Range
  	Minimum Grade	Maximum Grade
  Junior	P01	P03
  	G01	G06
  Mid-level	G04	G17
  Senior	G14	G17
  Master	G23	G31

  Salary Interstice: 3%, except between P01 and P03 (6%) and between P03 and G01 (12.4%).

  The functional and salary evolution (levels and ranges) of the effective position holder will occur through promotion or progression, which aims to recognize the employee's personal and professional development as they reach higher levels of competence, performance, complexity, and responsibility in the role.

  • - Progression: is the employee's advancement to a higher grade within the same salary range.
  • - Promotion: is the advancement to a higher level of the effective position.

  During the first three years of their career at BDMG, newly admitted employees are subject to special progression under the following conditions:

  I. In the first year:

  They will be evaluated quarterly and, provided they meet the requirements of the functional adaptation period, may receive a grade progression at the end of the 12-month period from the start of their employment contract.

  II. In the second and third years:

  They will be evaluated annually and, provided they are well-rated and recommended by the manager, may receive a grade progression at the end of each 12-month period from the last progression.

  Promotion and progression follow criteria approved by the Executive Board and are subject to:

  • - Budget availability;
  • - Employee performance evaluation;
  • - Achievement of expected levels of competence and complexity.

• Are there other benefits?

  

  The following benefits, effective in September/2024 and subject to adjustments or changes according to the Collective Bargaining Agreement applicable to the Bank, are added to the basic salary:

  1. profit-sharing (PLR), according to the current agreement;
  2. possibility of a result-based bonus program (PPR) subject to annual approval, as per BDMG regulations;
  3. association with the banker's union with annual adjustments;
  4. Position and Salary and Career Plan;
  5. meal/food voucher currently valued at R$ 1,984.90 and a 13th food allowance currently valued at R$ 874.78;
  6. disability child allowance of R$ 659.67 per child per month;
  7. daycare/babysitter allowance (capped at R$ 659.67 for children up to 5 years and 11 months);
  8. attendance allowance (one unexcused day off per year for employees who have no recorded absences in the previous year);
  9. private pension plan, established by the rules in effect at the time of hiring;
  10. healthcare benefit, established by the rules in effect at the time of hiring, during the employment contract period.

• How does PLR work? What is the payment period?

  
  Profit-sharing (PLR) is established according to the current agreement. PLR is advanced in September of the reference year and paid in March of the following year.

• What is the employment regime?

  
  BDMG adopts the CLT employment regime, meaning its employees are hired under the norms of the Consolidation of Labor Laws (CLT).