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