OdessaPM Day - РМ-ПРАКТИКИ Олександр Стороха - “Про різний рівень Middle та\або Senior в залежності від країни, коли проект на декілька локацій”

1. HOW TO
MEASURE
DEVELOPER`S
MATURITY
IF YOUR COMPANY HAS
SEVERAL INTERNATIONAL
LOCATION
OLEKSANDR STOROKHA, 2018

2. • 10+ years in IT (8 in Management)
• Various managerial positions from project
coordinator through Senior Project
Manager to Head of department
• Former head of regional office for one of
IT outsourcing company
• Experience in process/project/product
management
• CSM, PMP
• Entrepreneur by heart and Investigator by
mindset

3. GIVE IT TO ME BABY
INTRO

4. PROBLEM STATEMENT
 Itera is an international outsourcing company which has four development centers in such location like a
Ukraine (Kyiv), Slovakia (Bratislava), Denmark (Copenhagen) and Norway (Oslo).
 Each of location had an understanding and agreement that evaluation process is very important for
employee`s PDP and aligning competence development with company strategy.
 In the same time some location was outside of the process, another has it as too complicated, some
doesn`t had it at all or the process was too subjective (by manager discretion only, without any evidence
base).
 We want to have some transparent and simple evaluation approach which we might show to the customer
in a case of need
 The should be unique and simple approach for all location due to virtual project`s teams (example:
customer`s team + Itera; Itera + Itera + customer etc).
 It`s almost impossible to prove to customer dev`s maturity on a pre-sale phase if your main argument is
“trust me I`m an engineer ”

5. 360 DEGREE
SOFT SKILLS
PART 1 OUT OF 4, SOFT

6. 360 ° FEEDBACK AS A PART OF
EMPLOYEES’ EVALUATION PROCESS
Work Performance
Evaluation of customer feedback,
project contribution and discipline
Meeting with manager and HR to
discuss employee’s current level,
achievements, gaps and objectives.
Planning training & certification,
career development

7. BEHAVIORAL STANDARDS
(COMPETENCIES) EVALUATION
All employees
• Quality Orientation
• Problem Solving & Analysis
• Communication
• Interpersonal Relations
• Result Orientation
• Cross culture competence
Additional managerial competences
• Leadership
• Business orientation
What is 360 Feedback?
For employees evaluation and
development purposes we use 360
Degree Feedback at Itera.
This is feedback that comes from all
around an employee. Feedback is
provided by subordinates, peers and
supervisors. It also includes a self-
assessment. The results from 360-
degree feedback are often effectively
used for employee development
purposes.
Evaluation methodCompetences

8. HOW DOES IT WORK
By manager’s request HR
sends 360 survey with
instructions to people who
collaborate with person we
want to evaluate
Employees fill in the survey
HR prepares report with
recommendations to
employee
HR and manager privately
share the 360 feedback with
employees, give
recommendation about
further development, plan
needed training activities

9. 360 REPORT EXAMPLE (MANAGERIAL)

10. JOINT COMPETENCE
EVALUATION
PART 2 OUT OF 4, TECHNICAL

11. PERSONAL APPRAISAL
Glossary
• Position Classification System (PCS) encourages uniformity and equity in the classification of
positions by providing a common reference across organizations, locations. PCS covers main
professions and includes a description of needed competences and abilities, official titles and
synonyms.
• Personal appraisal / Employee evaluation – process of evaluating employees’ skills, abilities,
performance and discipline for planning his/her further development and career, recognizing
employees’ efforts and attitude.

12. CURRENT PERSONAL EVALUATION
PROCESS
Behavioral Standards
Goals & Objectives
Professional Skills &
Experience
360 ° feedback
(by colleagues, boss & subordinates
+ self evaluation)
Cross-evaluation by experts
(direct lead or external)
Meeting with RM, HR and PM to
discuss employee’s current level,
achievements, gaps and objectives.
Planning training & certification,
career development
Work Performance
Evaluation of customer feedback,
project contribution and discipline

13. REQUIREMENTS TO COMMON APPRAISAL
PROCESS
• Evidence-based (supported by facts or independent certification)
• Repeatable results regardless of who is evaluating (objective, not subjective)
• Can be shared with Customer
• Provides clear match to maturity level (PCS level)
• Intention to simplify process

14. NEW JOINT PERSONAL APPRAISAL
MODEL
Behavioral Standards
Goals & Objectives
PCS compliance
Goals for next period
Personal Development Plan
Work Performance
• Project Contribution
• Customer feedback
• Work discipline
• Goals completion
Skill 1 Skill 2 Skill 3
including Contribution
6 competencies for all
Employees + 2 more for
Managers

15. PGS COMPLIANCE EVALUATION
e1 e2 e3 e4 e5
Application testing
Test analysis
Technical background
Test management
Relationship management
Quality Assurance
Advisory & Pre-Sale
e1 e2 e3 e4 e5
Application testing
Test analysis
Technical background
Test management
Relationship management
Quality Assurance
Advisory & Pre-Sale
Checklist to evaluate
whether person owns
particular competence at
particular level
PCS Functional Guide
describes PCS usage
details
Actual100% compliance with
expected profile to move
to next grade
Criteria of
correspondence:
Expected

16. ORIGINS

17. DEV`S EXAMPLE

18. FINALLY,
SUMMARY

20. First of all you need to clearly understand why do you need it
As well as what is DOD
You need to achieve an agreement jointly on the content
All parties need to be involved and engaged
Be patient, we spent more then a year to define the structure and
content and now in execution stage

21. IF YOU HAVE SOME THEN
NOW IT`S TIME FOR
A QUESTIONS

22. Alexandr.Storokha
Oleksandr.Storokha
Alek_St

23. Thank you!