Focuslogic Team Expectations & Reward Framework

Focuslogic Team Expectations & Reward Framework

by | Oct 22, 2025 | Announcements

Focuslogic Team Expectations & Reward Framework

A simple, transparent guide to how we work, grow, and get rewarded.

At Focuslogic, we keep it straightforward: we reward people who take ownership, deliver real value to clients, level up quickly, and lift the team. This post lays out exactly what that looks like—so you can plan your growth and know how performance is measured.

What we reward (for everyone)

1) Ownership & Client Value
Deliver what you promise, communicate proactively, close feedback loops, and add visible value (usability, performance, automation, innovation).

2) Reliability & Professional Conduct
Plan leave in advance, avoid last-minute or frequent sick leaves (except genuine emergencies), keep predictable availability, and leave crisp handovers.

3) Adaptability & Range (T-shaped skill)

  • Within 6 months: contribute confidently in both Front End & Back End stacks your project uses.

  • By 6–8 months: handle a project/module end-to-end (estimation → delivery → demo → release) and maintain a skill-upgrade plan aligned with management.

4) Continuity Support (only when needed)
Step up during critical windows (including holidays) when necessary—through planned rotations and comp-off.

5) Professional Maturity & Initiative
Spot risks early, propose options, volunteer for hard problems, and convert ideas/learning into shipped improvements.

6) Fast Learning & Positive Attitude
Ramp quickly on new domains, frameworks, or tools; keep documents current; turn learning into applied value for the team.

How we measure (100 points)

 
Metric Description Weightage
Project Ownership & Delivery Consistency, accountability, on-time completion 25%
Adaptability & Flexibility Adjusts to new tasks/changes; cross-stack capability 20%
Commitment & Responsiveness Reliable during urgent/critical needs; crisp handovers 20%
Technical Competence Problem-solving, code quality, sound design 15%
Team Collaboration & Communication Clear updates, constructive reviews, cooperation 10%
Learning & Growth Upskilling with visible application (PRs/POCs/docs) 10%

 

 

 

 

 

Evidence sources: Jira/YouTrack (cycle time, on-time %), Git/PR reviews (quality & tests), client feedback (CSAT/NPS), incident/RCA docs, demo notes, training logs, updated runbooks

Reliability & leave guardrails

  • Planned leave: ≥ 48 hours’ notice with handover doc + backup owner.

  • Same-day leave: emergencies only; inform ASAP with written status.

  • Frequent unplanned leave (per quarter): score modifier −5 to −10 plus coaching plan.

  • Holiday/after-hours support: pre-approved, rotational, tracked; comp-off in the next sprint

 

Skill growth timeline (reference for reviews)

  • 0–2 months: stable velocity on primary stack; minor rework in reviews.

  • 3–4 months: stories across FE & BE; writes/runs tests; small releases.

  • 5–6 months: owns a module; accurate estimates; client demo of owned area.

  • 6–8 months: end-to-end owner for a project slice; proposes optimizations; mentors a junior.

 

Rewards & recognition

  • Platinum (≥ 85): performance bonus, spotlight, fast-track responsibilities.

  • Gold (75–84): bonus/award, leadership items next sprint.

  • Silver (65–74): appreciation + targeted growth plan.

  • Below 65: focused improvement plan with monthly coaching.

  • Innovation Bonus (+0–5 pts): measurable cost/time/reliability impact.

 

Tester track (Quality & Test Engineering)

What we reward in testers

  • Quality ownership & prevention: clear acceptance criteria, quality gates, defect prevention mindset.

  • Fast, reliable feedback: tight PR/test cycles; crisp reproductions with steps/logs/data/screens.

  • Engineering-first testing: automation with ROI, stable suites, meaningful coverage.

  • Exploratory & risk-based testing: critical paths, integrations, edge/negative scenarios.

  • Collaboration & release readiness: de-risk releases, checklists, evidence-based sign-off.

  • Professional maturity & reliability: planned availability during release windows; leave norms.

Tester metric weightage (100 points)

 
Metric Description Weightage
Quality Ownership & Release Readiness Prevention focus, stable releases, low escaped defects 25%
Test Engineering Competence Automation, exploratory depth, CI integration 20%
Adaptability & Domain Depth Quick ramp across domains/tools and projects 15%
Commitment & Responsiveness Triage SLA, crisp defects, dependable in critical windows 20%
Collaboration & Communication Clear updates, constructive reviews, knowledge shares 10%
Learning & Growth Applied learning, talks/docs, improving test architecture 10%

 

 

 

 

 

Guardrails & SLAs for testers

  • Critical bug triage: ≤ 30 min during work hours; include steps, logs, env, impact.

  • Defect quality: reproducible, linked to requirement/test ID, minimal ambiguity.

  • Escaped Sev-1/Sev-2: trigger RCA with action items to prevent recurrence.

  • Automation health: flaky tests quarantined within 24–48 hrs, fixed next sprint.

  • Coverage: smoke on every PR; API/E2E on critical flows (project-specific targets).

  • Reliability & leave: same norms as engineering (planned, documented handover, comp-off).

Tester growth timeline

  • 0–2 months: product overview, charters, manual coverage on core flows; local env.

  • 3–4 months: own module QA; basic API/UI automation; test data mgmt; checklists.

  • 5–6 months: lead feature test plan; regression suite; CI runs; RCA participation.

  • 6–8 months: QE owner for a project slice; risk-based strategy; evolve test architecture; mentor junior testers.

Recognition for testers

Same bands as engineering; spot awards for prevention impact and test tooling; innovation bonus (+0–5 pts) for measurable reliability/time savings.

CSAT & NPS (how client feedback is scored)

  • CSAT (Customer Satisfaction Score): quick rating of a specific experience (e.g., sprint/release).

    • Scale: 1–5 (or 1–7).

    • Report as Average (e.g., 4.4/5) or Top-2 box % (share of 4 or 5).

  • NPS (Net Promoter Score): overall loyalty on a 0–10 scale.

    • 9–10 = Promoters, 7–8 = Passives, 0–6 = Detractors.

    • NPS = %Promoters − %Detractors (−100 to +100).

  • Rule of thumb: CSAT ≥ 85% (Top-2) or ≥ 4.3/5 is strong; NPS > +30 good, > +50 excellent.

  • We collect CSAT after demos/releases; NPS quarterly with key stakeholders. Trends + verbatim comments inform coaching and process improvements.

How to use this framework

  • Set goals with your lead against the metrics above.

  • Share a quarterly skill plan (courses, features, automation, mentoring) and track outcomes in PRs/POCs.

  • Communicate early—risks, estimates, and help needed.

  • Document and hand over before time off.

  • Show impact—tie your work to client value, reliability, or time/cost savings.

Final word

This framework isn’t bureaucracy—it’s a mirror. If we consistently deliver value, learn fast, and support each other, rewards naturally follow. Let’s use this as our shared playbook to build world-class products—and grow as world-class professionals.