Questions and Answers
Employees being rated for the first time will have a previous rating of 'A+'.
False
Top Talent is denoted by the abbreviation 'HP'.
False
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.
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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'.
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The 'NA' rating stands for 'Not Achieved'.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
