zzz Role Expectations
Every Axelerant team member has to meet expectations. And, as our career progresses, those expectations increase. However, it’s not feasible to expect every aspect of a role to be accomplished simultaneously. Because when everything is important, nothing gets done.
Therefore, we prioritize expectations balanced by competence and seniority.
To that end, the following guidelines help us understand how actual expectations apply. A few more or less overall is acceptable in practical use as we want people to push comfort zones, not break down.
Role Level | Annual Responsibilities to Meet E.g., What to do | Annual Non-Value Competencies to Meet E.g., How to do | Annual Objectives to Meet E.g., OKRs |
|---|---|---|---|
L0 - Graduate Engineering Trainee/Intern | 1-2 | 1-2 | 1 |
L1 - Engineering/Specialist I | 2-3 | 2-3 | 1 |
L2 - Engineering/Specialist II | 3-4 | 3-4 | 2 |
L3 - Senior Engineering/Specialist | 4-5 | 4-5 | 3 |
L4 - Systems/Staff Engineer | 5-6 | 5-6 | 4 |
L5 - Director | 6-7 | 6-7 | 4 |
L6 - Executive | 7-8 | 7-8 | 4 |
In applying actual role expectations to day-to-day business, let us consider a director having 19 role-related responsibilities and nine competencies. Together, those two aspects represent 28 things to do and how. Since perfection is boring, we’ll stick with the reality that we’re human and have limitations.
Therefore, per the above table, only 6-7 responsibilities and competencies are considered real expectations of the director. That means between 12-14 aspects are observed, and reality for the individual abilities and timing might be 9 to 17. Every director will have expectations that are most relevant for them per organizational, department, and personal requirements.
Each year, a person’s role has increased responsibility and competency by one or two to ensure they’re being challenged.
While performance management is implemented for the first time at Axelerant during 2020-21 FY, the role level expectations can be reduced by 1-2 each while solidifying the career management program. I.e., directors are being asked to prioritize four to five priority responsibilities.
Certifications
As Axelerant’s agency and enterprise business success is dependent upon certifications, they’re considered mandatory. However, while promotions are not tied to certifications, relevant role certifications are expected to be earned within a promotion year.
Core Value Competencies
Core values are not eligible to be prioritized because every Axelerant team member is expected to uphold them and not take any detrimental actions.
Growth Opportunities
We can use the Growth opportunities mechanism via MoSCoW labeling to identify current role expectations via Must Have or Must, and Individual Development Plan via Could Have or Could denotation.
Role Competencies
Role competencies tend to be defined by a skills matrix, like the following.