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Performance Evaluation Criteria

  • 📅 Monthly Performance Report:
    This report is shared with everyone at the start of each month, either via Slack or posted on the notice board. It provides insights into individual performance over the past month.

  • 📆 Quarterly Performance Report:
    The Quarterly Performance Report is shared with each individual during their Quarterly Review Meeting. This report includes detailed feedback on various performance criteria and helps guide career development and promotions.

📊 Monthly Performance Scoring Criteria

Criteria Duration Score
Partial Task from a Ticket ≤ 2 hrs 0.5
Normal/Small Ticket 3 hrs to 8 hrs 1
Large Ticket 9 hrs to 40 hrs 3
PR Reviews/Helps in 3 Unique Tickets - 1
Weekly Session - 3
Weekly Session Attendance - 1
2 Random Posts with Discussions - 1
Intern Interview - 0.5
Junior Developer Interview - 1
Mid-Level Developer Interview - 1.5

🏆 Target Scores by Role

Role Monthly Target Score
Intern 10
Grade 1 (Jr. Dev) 20
Grade 2 (Mid. Dev) 30
Grade 3 (Lead. Dev) 45

🎁 Perks and Rewards

  1. 💸 Bonus Eligibility:
    Team members consistently meeting their target scores become eligible for a performance bonus.

  2. 📈 Promotion Opportunities:
    Promotions are based on two factors:

    • Consistently exceeding the target score for the role. For example:
      • Grade 1 (Jr. Dev): Exceeding 20 consistently nearby to 30
      • Grade 2 (Mid. Dev): Exceeding 30 consistently nearby to 45
      • Grade 3 (Lead. Dev): Exceeding 45 consistently
    • Quarterly Performance Report Criteria, criteria mentioned below.

    Team members who excel in both areas are considered for promotion to the next level.

📅 Quarterly Performance Report Criteria

Team members will be evaluated based on the following criteria, each scored as Poor, Fair, Satisfactory, Good, or Excellent:

  • Job Knowledge
  • Work Quality
  • Code Quality
  • Tasks Reopened / Bugs
  • Deadlines
  • Innovative Thinking
  • Productivity
  • Attendance
  • Communication
  • Independence
  • Problem Solving
  • Teamwork
  • Standups/Reporting
  • Responsibility
  • Knowledge Sharing

⚠️ Performance Improvement Steps

  1. ⚠️ 1st Warning: If performance scores remain below the targeted benchmarks for an extended period, despite support and discussions, a formal warning is issued. This serves as an opportunity to identify challenges and create a plan for improvement.
  2. ⏳ 2nd and Last Warning: If there’s no significant improvement after the first warning, a final warning is issued. This step emphasizes the urgency of taking corrective actions.
  3. ❌ Termination: Applied as a last resort if performance doesn't improve after the final warning.

Note: We do not issue warnings if we see consistent, even slight, improvements toward the required benchmarks. We understand that growth takes time, and our aim is to support you in achieving your best. If you ever feel unclear about your performance or need additional guidance, please don’t hesitate to reach out us in your HR channel. Our goal is to foster a culture of growth and collaboration, and your success is integral to that. Let’s continue working together to achieve excellence!