Level Categories

There are many ways to categorize the attributes that make an employee successful, but these four categories are particular to our organization’s software development culture. These categories represent the key areas of development and mastery of the different career paths at each level.

	Technical Skill [T]	Productivity [P]	Empathy [E]	Influence [I]
Technical Track	Have you been seeking to improve your craft? Have you become an expert and/or gained expertise in multiple technical areas?	How does your work align overarching goals of AVEVA Operations Information R&D? How reliably and consistently have you delivered complete work items? How large and complex a feature or capability have you proven capable of owning? How efficiently do you work with other departments? How well do you understand tradeoffs between velocity and technical debt?	How receptive are you to outside feedback on your work? How broad of a perspective do you consider when making decisions? Can you independently identify stakeholders who will be affected by your work and proactively incorporate their viewpoints into your technical designs? To what degree do you prioritize the team’s needs over your own?	How effectively have you communicated your team’s challenges, their importance, and solutions? How effectively have you been able to resolve conflicts? Have you raised the level of your team through design documents, coding standards, reusable components, and best practices? Have you effectively communicated within your team and across teams? Have you developed other developers’ skills through mentorship, code review, and technical feedback?
Product Track	Have you been seeking to improve your craft? Have you developed expertise in multiple PM disciplines?	How does your work align with goals and priorities of AVEVA Operations Information R&D? Are you delivering clear and complete work items (e.g. scenarios, user stories, personas)? How long does it take to communicate priorities and create plans that Development Teams can execute? Are developers able to directly translate your work into their backlog? Are you collaborating well between Product, Marketing, Development, and Sales? Do you understand the nuances of the company / product goals and how that impacts the user and market priority?	How receptive are you to outside feedback on your work? How well do you consider alternate perspectives? How well can you differentiate between your own opinions and motivations vs. the data gathered from users? How well do you translate individual user stories into general patterns that represent value across AVEVA's target market verticals? How well do you apply “The Infrastructure Approach” when translating feature requests into user stories and development priorities?	Are your clearly communicating the requirements from a user story to your teammates? Are you able to tie your user stories and requirements back to the overall objectives of a scenario and company goals? How well are you representing information from your stakeholders (e.g. user needs, technical requirements and blockers)? How are you at conflict resolution between various stakeholders? Can you resolve issues without calling more meetings? When you call meetings, are the requirements clear and outcomes achievable? Are you building the trust you need with your peers and stakeholders?
Leadership Track	Have you been seeking to improve your craft? Are you retaining the level of technical competence necessary to understand and direct the work of your team and to communicate technical issues and resolutions between your team and program leadership?	How does your work align with overarching goals of AVEVA Operations Information R&D? Does your team or program consistently deliver complete features? Are your team and program processes and backlogs aligned with department guidelines to facilitate collaboration within programs and accurately track progress? Do you follow up on administrative tasks in a timely fashion and do you hold your team members accountable for doing the same? Are you contributing to department efforts in staffing, recruiting and hiring to find more talented people who can help us accomplish our goals?	How receptive are you to outside feedback on the work of your team or program? Do you foster a spirit of collaboration within your team and with other teams in a program? Are you working with others to achieve the goals of the program? Do members of your team (or program) step in to help other teams that can benefit from their experience, skillset or time?	How effectively are you communicating team and program goals? Do you help our teams stay focused on the right priorities and remove impediments quickly? Are your team members generally engaged and motivated to help the company reach our goals? Do you dedicate considerable time to the career development of individual members of your team and encourage others on your team to assist in mentoring new employees and interns?