Your Career - Performance & Promotion

Summary Video

https://www.loom.com/share/5ac2f0564cd9482a9ab008b203fc4fbb

Own Your Future

All team members own their https://axelerant.atlassian.net/wiki/spaces/OA/pages/2184445996, and we've https://axelerant.atlassian.net/wiki/spaces/OA/pages/1789001993 and https://axelerant.atlassian.net/wiki/spaces/OA/pages/1789100429 to help you achieve your desired success.

Upon your joining Axelerant and when relevant, performance coaches will facilitate an asynchronous https://axelerant.atlassian.net/wiki/spaces/OA/pages/2980282395 (IDP) conversation via mentors, relevant leadership, and key 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 https://axelerant.atlassian.net/wiki/spaces/OA/pages/1405550763, share your Role & Salary Expectations and discuss with your leaders and performance coach.

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 for them to self-assess their performance.

  • Axelerant will facilitate human conversations when it comes to performance.

Performance Management

We have incorporated well-defined https://axelerant.atlassian.net/wiki/spaces/OA/pages/2668888472 (KPIs) for each role. These KPIs form the basis of measuring a team member's capability in a consistent, standardized, and quantifiable way, leaving no ambiguities in the evaluation process. We aim to make performance oversight effortless by continuously collecting data in real-time so that our team members and the stakeholders (Managers, Coaches, etc.) know how you're doing at any given time.

Feedback

While at Axelerant, expect https://axelerant.atlassian.net/wiki/spaces/OA/pages/3177414685 , plus https://axelerant.atlassian.net/wiki/spaces/OA/pages/3176857755 at any time, from all around! Further, it would be best to take the initiative of https://axelerant.atlassian.net/wiki/spaces/OA/pages/3176857691 from your peers, and giving them recognition.

One-on-Ones

Each quarter, you and your leadership will have https://axelerant.atlassian.net/wiki/spaces/OA/pages/3176300665 to better align with your role expectations. Your leadership typically is the closest delivery or direct manager, team lead, or director.

Performance Review

Each month, a https://axelerant.atlassian.net/wiki/spaces/OA/pages/3125575784 session is held for the team member and their performance coach to discuss the following relevant topics, tracked using the Performance Review 1-1 template.

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.

Salary Appraisals

https://axelerant.atlassian.net/wiki/spaces/OA/pages/2766274722 are formula-driven using a cost of living adjustment (COLA) plus KPI outcomes. The better your KPI Aggregate score, the more significant your raise. Salary appraisal periods are typically join-month-based with KPI calculations based on a rolling 12-month period.

Promotion Consideration Process

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.

The steps below are typically followed with the team member's manager or director being accountable for all the below steps. However, specific steps might depend on other stakeholders.

  1. Acknowledgment of promotion packet.

  2. Initial review of promotion packet for completion.

  3. Create a channel to discuss the promotion.

    • Add the People Ops team whom can invite other relevant stakeholders.

  4. 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.

  5. When the presented information is unsatisfactory, the decision-maker will ask for specific details.

    • Includes having an interview-style conversation of all role requirements.

    • Only relevant people attend the conversation.

  6. 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

  7. Share feedback with the team member.

  8. Optionally, announce the promotion in relevant channels.

Approved promotions are typically officially recognized on the first day of the month except when a transition period is required. Then the promotion is contingent upon a successful transition.

Promotion Consideration Stakeholders

The stakeholders of a promotion request review are people who can give relevant and meaningful feedback. Depending on the team member's situation, there is fluidity in who matters.

Someone working in a staffing engagement might only have account managers and their team's senior members. In contrast, a managed project person would have the project manager as a stakeholder.

In most cases, the director and staffing specialist should be listed as stakeholders. Furthermore, stakeholders might be from previous engagements; when there is a significant amount of situational evidence.

Care is taken that we don't invite too many stakeholders. The number of stakeholders typically depends on the target role. For a staff-level role, it might be 5-7 stakeholders. Whereas for junior positions, it's 3-4.

An inexhaustive list of potential stakeholders:

  • Account Managers

  • Directors

  • Project Managers

  • Senior team members

  • Staffing Managers

No matter what, though many stakeholders, the final promotion decision rests with one individual. Typically the staffing specialist for delivery engagements or directors for the office of the service area.

References