Intempt's Employee Handbook

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Intempt's Employee Handbook

Learning & Development Plans

Each quarter we prepare individualized Learning & Development (L&D) Plans for each member of our team. These L&D plans address the main growth areas - goals and tasks that the individual should be focusing on achieve both personal (improving professional skills) and company (OKRs) goals.

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Intempt L&D plans⁠

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Every year we review the performance based on the L&D plan and give our feedback based on these criteria:

0) Below expectations

Individuals who are new in the learning curve and have not mastered key job responsibilities consistently demonstrates or may be learning the required role knowledge and does not yet fully perform all requirements and duties work is regularly incomplete and/or does not meet the minimal standards for quantity or quality; often misses deadlines.

Takes little to no initiative, even with prompting. Requires more than the expected level of supervision due to lower quality work or level of learning required to complete role successfully consistent interactions with peers and/or management

Key traits:

Inconsistent performance and does not meet all goals and performance expectations

Requires close supervision to achieve some work responsibilities

Inconsistently contributes to solving problems

Occasionally looks for reasons why work or goals cannot be accomplished rather than looking for ways to complete the work

Occasionally has difficulty managing multiple priorities

Occasionally has difficulty handling change and may reject ideas without due consideration

Not always open to constructive feedback and at times may place blame elsewhere

Infrequently receives positive feedback from customers and colleagues

Occasionally has difficulty maintaining a positive and professional manner when under pressure or in stressful situations

Some of the relevant competencies have been satisfactorily demonstrated or developed

If you are evaluated “Below expectations”, on the next period you are assigned the

Performance Improvement Plan (PIP)⁠

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1) Meets expectations

Individuals who regularly meet and sometimes exceed expectations and role requirements. Meets goals set and Possesses full depth and breadth of role knowledgePerceived by peers, managers, students, and other customers as collaborative, skilled, and reliable. Consistently interacts effectively with peers and/or management

Key traits:

Consistently meets and occasionally exceeds goals and performance standards

Identifies problems, and frequently presents viable solutions to problems (May require some coaching to determine the appropriate solution and the plan to execute the solutions)

Often demonstrates a willingness to complete work that may be out of scope of their regular responsibilities

Is able to handle multiple priorities

Is open to implementing process improvements and often suggests process improvements and development opportunities for self, the team, and the department

Is open to change and maintains a positive attitude through change

Openly receives constructive feedback and opportunity for improvement and development

Consistently receives positive feedback from customers and colleagues

Often demonstrates leadership among peers and colleagues

Often acts as a peer mentor and coach

Maintains a positive and professional manner when under pressure or in stressful situations

Relevant competencies have been satisfactorily demonstrated or developed

2) Exceeds expectations

Individuals who significantly and consistently exceed expectations written in the L&D plan. Demonstrates role model behavior for other team members. Consistently performing at this level leads to promotions.

Key traits:

Consistently exceeds goals and performance standards

Consistently presents viable solutions to problems and the plan to execute the solutions

Routinely demonstrates a willingness to complete work that may be out of scope of their regular responsibilities

Consistently volunteers to take on new tasks and/or initiatives and sees through to completion without the need for direction and with little to no coaching

Effectively handles multiple priorities

Consistently looks for process improvements and development opportunities for self, the team, and the department

Is always willing to lead change, and help others through change

Consistently seeks out constructive feedback and opportunity for improvement and development

Consistently demonstrates leadership among peers and colleagues

Consistently maintains a positive and professional manner when under pressure or in stressful situations

All competencies have been demonstrated or developed in an outstanding manner

3) Performing at next level

Individuals who far exceeds the normal expectations for the criteria. Truly outstanding performance that results in extraordinary and exceptional accomplishments going way beyond the L&D plans requirements.

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