Graduate

• * Clearly undestrand community career lattice and be able to explain the same to team members.

• * Demostrate appreciation of diversity and inclusion in professional interactions.

• * Highlight any observable deviations in areas of diversity and inclusion.

• * Refer new talent for hiring.

• * Conduct hiring discussions.

• * Identify potential retention risks.

• * Facilitate mentorship process in a small community of members.

• * Inculcate community brand positioning professional iteractions.

• * Report any deviations from people practices that do not reflect organizational values.

• * Conduct people management processes with fairness, transparency and diligent.

KRA-2:

Delivering superior engineering outcomes:

• * Understand the competencyproficiency role mapping for self.

• * Solicit performance feedback and use it to identify proficiency gaps in the remit of the role.

• * Update the home manager of any concerns with regards to the responsibilities undertaken in an engagement.

• * Help team members articulate project expectations, provide guidance and supervision to deliver the defined tasks.

• * Participate actively in responding to requests for help/assistance.

• * Proactively engage with members to understand their challenges and direct them to knowledge centers within the community.

• * Make judicious and practical commitments while undertaking engineering responsibilities.

• * Highlight any dependencies, risks and bottnecks which can influence your commitments.

• * Make every effort to ensure your commitments are honoured and delivered.

• * Proactively reach out for feedback from peers and managers.

• * Provide reviews and feedback when requested by peers.

• * Work out an improvement plan with the managers when applicable.

• * Understand the metrics that are relevant for benchmarking different activities.

• * Understand the impact of the metrics to the business outcomes of the customer.

• * Understand how the metrics are mapped and tracked in Cognizant system.

KRA-3:

Fostering strong competency:

• * Clearly understand enablement goals and be able to explain the same to team members.

• * Identify the enablement needs of the team.

• * Set up strategy and processes for driving competency gap identification and closures at a community level.

• * Drive bestpractices for eliciting competencyproficiency gaps.

• * Set up a plan for closing individual rolecompetency gaps and work towards the same.

• * Facilitate participation of team members in various experience building forums.

KRA-4:

Operating efficiently:

• * Ensure the skill profile and resume are kept current.

• * Manage a roster of interview panelists from your team and ensure nominations are load balanced and respect individual constraints.

• * Prepare knowledge base for providing engagement related induction to new joiners from engineering community.

• * Extend support for helping new community members settle into their new role, including logistical help if required.

• * Trigger a conversation with HCM supervisor for rotation as per the policy.

• * Upskill oneself with new skills while on the job to make oneself eligible for rotation* Be accountable for resolving any conflicts transparently and fairly during the performance management process.

• * Drive community specific performance management operational processes.

• * Keep a tab on the Rewards and Recognition process, rewards granted and works with operations team for required changes.

• * Motivate leads and Managers to reward associates in an appropriate and timely manner.

• * Update Resume in HCM and ensure skill profile in MyCareerApp are current.

• * Mentor your teams to keep record the skill profile promptly and bring newly acquired skills and proficiencies to the notice of their home manager.

• * Contributes to the talent profiling framework and the benchmark associated with the various role & responsibility.

• * Discussion with the associate on the competency gaps and remedial steps required to overcome the gaps.