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Upon your joining Axelerant and when relevant, performance coaches will facilitate an asynchronous Individual Development Plan (IDP) conversation via mentors, appropriate leadership, and critical your reporting and career managers and other stakeholders. The IDP helps team members transition through the different stages of their role and provide a road map for advancing their careers in a way that matters to them.
When you feel ready for the next level role or make Lateral Moves, share your Role & Salary Expectations and discuss with your leaders reporting and performance coachcareer managers.
Axelerant’s Commitment to You
Axelerant will provide support in goal setting.
Axelerant will provide an environment with feedback from the relevant peers.
Axelerant will transparently provide Key Performance Indicators and feedback to the individual to self-assess their performance.
Axelerant will facilitate human conversations when it comes to performance.
Who
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are my reporting
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managers?
Delivery team
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members reporting managers
For team members of the Delivery Teams group, we’ve two managers having distinct responsibilities to prevent overlap and team member confusion.
The first manager, the reporting manager, helps team members understand engagement intent and desired outcomes, including prioritization. E.g., a lead helping breaks break down a task into ordered, manageable parts.
The reporting manager will often be the delivery project manager or engagement leader. This person will change over time.
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The second manager, the career manager, assists with how things get done and promotes promote standards of excellence. E.g., behavioral and functional skills mentoring.
The career manager is also responsible for performance review and salary appraisal with the support of the reporting manager and peer feedback. The career manager will typically be a relevant workstream lead technical workforce manager and not change over time as they are invested in mapping you to your meaningful career opportunities.
Operational team member reporting manager
In general, for For all other operational roles at Axelerant, team members will have one a reporting manager who helps them understand organizational or group intent and desired outcomes, including prioritization. E.g., collaboratively plan and assign the work, monitor progress, give feedback, mentor, measure performance, suggest coaching or training of behavioral and functional skills, etc.
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Each quarter, you and your reporting or career manager will have One-on-Ones to better align with your role expectations.
Performance Review
Each monthAt least quarterly, a Performance Coaching session is held for the team member and their career manager or performance coach to discuss the following relevant topics, tracked using the Performance Review 1-1 template.
Alignment to https://axelerant.atlassian.net/wiki/spaces/OA/pages/1447493744/Principles+and+Values#Our-Core-Values-%26-Traits
Feedback and recognition, given and received
Individual Development Plan progress
Objectives and key results
Accomplishments - Certifications, Community contributions, Initiatives, External recognition, Non-prioritized Responsibilities, etc.
Role Correction - job title change, promotion, role transfer, salary correction, etc.
Other aspects per call participants participant's discretion
Support Groups
Axelerant’s #guild- channels and peer-level groups are a safe place to help people learn and become better at what they do. Learn more at https://axelerant.atlassian.net/wiki/spaces/OA/pages/2833744106/Support%2BGroups.
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Promotion consideration begins when a team member submits their promotion packet through any means. There is a 30-day period for review, and response for this process starts on the day the individual has submitted the package. A reply will come within 30 days except when there’s incomplete information.
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Acknowledgment of promotion packet.
Initial review of promotion packet for completion.
Create a channel to discuss the promotion.
Add the People Ops team, which can invite other relevant stakeholders.
Validate all the instruments of progression present in the packet with the other stakeholders. Also, collect additional feedback.
Demonstrated maturity as per accountability, coachability, and capability
Demonstrated working well with others within multiple collaborative efforts
Demonstrated willingness and potential to fulfill a majority of the subsequent role responsibilities
Is an expert in at least two of the promoted role area domains plus execution capability in a third
The recent six months of performance reviews are positive.Leader to team member satisfaction score is 90% or higher.
All individual Key Performance Indicators are 90% or higher.
When the presented information is unsatisfactory, the decision-maker will ask for specific details.
Includes having an interview-style conversation of about all role requirements.
Only relevant people attend the conversation.
Once all the information required has been reviewed, a decision to promote or withhold in the current role.
When promoting, decide on salary as well
Share feedback with the team member.
Optionally, announce the promotion in relevant channels.
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