Podcast
Questions and Answers
Employees being rated for the first time will have a previous rating of 'A+'.
Employees being rated for the first time will have a previous rating of 'A+'.
False
Top Talent is denoted by the abbreviation 'HP'.
Top Talent is denoted by the abbreviation 'HP'.
False
The Delivery dimension is primarily derived from Business Development goals.
The Delivery dimension is primarily derived from Business Development goals.
False
An employee with a current rating of 'A+' can be classified as a Consistent Performer.
An employee with a current rating of 'A+' can be classified as a Consistent Performer.
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Employee goals are categorized into 5 dimensions.
Employee goals are categorized into 5 dimensions.
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An employee with a previous rating of 'B' will always have a performance category of 'Good Performer'.
An employee with a previous rating of 'B' will always have a performance category of 'Good Performer'.
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The 'NA' rating stands for 'Not Achieved'.
The 'NA' rating stands for 'Not Achieved'.
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Process/Outcome is a sub-category of Organizational Development.
Process/Outcome is a sub-category of Organizational Development.
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The performance management system is applicable to all employees working in LatentView Analytics across all levels and locations.
The performance management system is applicable to all employees working in LatentView Analytics across all levels and locations.
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The biannual performance review is applicable to employees from level 4 and above.
The biannual performance review is applicable to employees from level 4 and above.
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The performance review period is annual for employees from level 1 to level 3.
The performance review period is annual for employees from level 1 to level 3.
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Employees who joined on or before 31st May are eligible for the biannual performance review from April to September.
Employees who joined on or before 31st May are eligible for the biannual performance review from April to September.
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The performance management system follows a 360-degree appraisal process.
The performance management system follows a 360-degree appraisal process.
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The document provides the guidelines and timelines for the performance evaluation process.
The document provides the guidelines and timelines for the performance evaluation process.
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The pulse survey scores will be computed by averaging the responses of all employees in the organization.
The pulse survey scores will be computed by averaging the responses of all employees in the organization.
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For managers who do not have 100% response rate, the rating for the non-respondents will be defaulted to 0.
For managers who do not have 100% response rate, the rating for the non-respondents will be defaulted to 0.
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The final people management rating score for each manager is calculated by taking the average of the pulse survey scores.
The final people management rating score for each manager is calculated by taking the average of the pulse survey scores.
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Client delivery is not a performance dimension for team members' evaluation.
Client delivery is not a performance dimension for team members' evaluation.
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Individual responses to the pulse survey will be disclosed at all levels.
Individual responses to the pulse survey will be disclosed at all levels.
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The rating score of 4.5 falls under the rating band of 4.
The rating score of 4.5 falls under the rating band of 4.
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Execution revenue target is not a criteria for delivery evaluation.
Execution revenue target is not a criteria for delivery evaluation.
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Organizational development is not a performance dimension for team members' evaluation.
Organizational development is not a performance dimension for team members' evaluation.
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Study Notes
Performance Management System
- The system derives compensation percentages, promotion eligibility, and performance categories based on employee ratings.
Performance Categories and Ratings
- For first-time rated employees, previous rating is "Not Applicable - NA" and performance category is calculated based on a grid.
- The grid considers previous and current ratings to determine performance categories: A+, A, B+, B, C, and NA.
- Performance categories include: Top Talent, High Performer, Good Performer, Consistent Performer, and Potential Performer.
Dimensions and Weightage
- Each employee's goal is defined across 5 dimensions: Delivery, Organizational Development, Business Development, Process/Outcome, and Functional Development.
- The dimensions are categorized into 4 groups: Delivery, Development, Business, and People Management.
Performance Review Period
- Biannual performance review is applicable to employees from level 1 to level 3.
- Eligibility criteria for biannual review: employees who joined on or before 31st May for April to September review, and on or before 30th November for October to March review.
- Annual performance review is applicable to employees from level 4 and above.
- The review period is from April to September and October to March.
People Management Rating
- The rating is based on the average of pulse survey scores.
- Individual responses are not disclosed, and scores are computed by averaging responses of all employees reporting to the respective managers.
- For managers with less than 100% response rate, non-respondent ratings are defaulted to "2" and then averaged.
- The final people management rating score is computed by averaging scores across all surveys.
Reference Rating Guidelines for People Score
- The rating guidelines include Lower and Upper Bands for scores: 5 (4.50-5.00), 4 (4.00-4.49), 3 (3.00-3.99), 2 (2.00-2.99), and 1 (0-1.99).
Objective Performance Evaluation
- Team members' performance is evaluated across four dimensions: Client Delivery, Business Development, Organizational Development, and People Management (where applicable).
- Delivery evaluation criteria include execution revenue targets and successful project completion.
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Description
This quiz assesses understanding of performance categories, compensation, and promotion eligibility. It covers how previous ratings affect current performance evaluations and subsequent consequences.
