Policy on Role Based Assessment

© 2013 WIPRO LTD | WWW.WIPRO.COM | CONFIDENTIAL 1

Policy on Role

Based Assessments

October 2013


Contents

About the policy document

How do assessments help

Basis of assessment

Talent Assessments in Wipro

Assessment Guideline

1

2

3

4

5


About the Policy Document

• This policy describes the scope, process and outcomes of Wipro’s Assessment based

Talent Management Processes

• Objective of this document is:

• To establish a transparent process to assess existing role holders and role

aspirants against defined competencies

• To establish the link between talent assessments and career management

processes such as hiring, role movements, progressions

• To establish process of assessing potential hires in alignment with role based

assessment frameworks

1. This policy does not apply to UCF assessments, PLCP and PMCP

certifications, Assessments in the Sales Stream

2. Assessments for selected roles as explained in this policy are a necessary

(not sufficient) condition for moving to a particular role.


How do Assessments Help

• Role holders for key roles assessed and certified through an objective and uniform assessment

• Ability to take data based decisions for role movements

• Identify and enable learning and development initiatives

Organization

• Individual development plan

• Role change based on assessment centre output

Individual


Basis of Assessment

Qualification

Experience

Technical

Competencies

Behavioral

Competencies

What is a Success Profile?

• Success Profile for a role is identification of

four characteristics that describe the ideal

candidate: Work experience, Qualification,

and Technical and Behavioral

Competencies. The presence of these four

in a candidate assures success in that role.

• Success Profile gives various teams a

common language to describe the required

attributes in a role

• It helps in developing a research based

leadership attributes model that provides a

benchmark profile for reference while

assessing each candidate

Role Based Assessments will be based on a group of parameters identified for a role holder to

successfully perform in the role

The list of all these parameters is called as Success Profile for that Role.


Talent Assessments in WIPRO


Types of Assessment in WIPRO

Existing Role Holders Role Aspirants Lateral Hiring

Definition

Employees currently playing the

role take up the assessment of the

role if not already assessed. E.g.

Employee currently playing the role

of Program Manager L2 takes up

the assessment for the Program

Manager L2 role if not already

assessed

Employees currently playing a

different role take up the

assessment for a future role. E.g

Program Manager L1 takes up the

assessment for a Program

Manager L2 role, or Project

Manager L2 takes up the

assessment for the Architect L1

role

Lateral candidates with the

required experience and

knowledge playing similar role in

other organizations at a similar

band take up the assessment

Objective

The assessment outcome along

with performance record is used to

determine the career path of the

employee

The assessment would indicate the

readiness of an employee to step

into the role

The assessment would indicate the

suitability of the candidate for

playing the role successfully

Assessment Principle

The threshold expectations from

the incumbent would reflect

benchmarks set by proven

performers in the role

The threshold expectation would

be lower as compared to the

assessment for an existing role

holder

The threshold expectation would

be in line with industry benchmark


Roles under scope of this policy

Stream Band Role

Project Management Stream

C2 Delivery Manager, Program Manager

D1 Delivery Manager, Program Manager, Account

Delivery Head

D2 Program Director, Account Delivery Head

Architecture Stream

C1 Architect

C2 Sr Architect*

D1 Lead Architect*

* The assessments are being designed and will be rolled out in Q3 2013-14


Assessment Guideline


Assessment Guidelines – Existing Role holders

Band/ Role Possible Outcomes Action No of Attempts

for the same role

Overall Attempts

Across Roles

C1 (Architect) Strength IDP*

1 3 Meets Requirement IDP*

Not ready Role Change basis VDH

Recommendation**

C2 (Delivery Manager,

Program Manager,

Architect)

Strength IDP*


Not Ready Role Change basis SDH

Recommendation**

D1 (Delivery Manager,

Program Manager, ADH,

Architect)

Strength IDP*



recommendation**

D2 (Program Director,

ADH)

Strength IDP*

1 2

Meets Requirement IDP*


Recommendation**

If the outcome is ‘Not Ready’ and the employee has exhausted number of attempts across

roles then a separate panel would do a further evaluation of multiple data points -

assessment outcome, performance appraisal ratings, and customer feedback, before

determining the final course of action.

* IDP – Individual development plan – a document of development needs of an individual and an action plan to meet those needs

** Read policy for details on role change/ redeployment


Assessment Guidelines – Role Aspirants

Future Band/ Role Possible Outcomes Action No of

Attempts for

the same

role

Overall

Attempts

Across Roles

C1 (Architect) Ready as on date IDP , Can immediately move to role basis vacancy

2 3 Ready within 1-2 years IDP, take up assessment again after a year

Not Ready VDH to recommend employee for a different track

C2 (Delivery

Manager, Program

Manager, Architect)

Ready as on date IDP , Can immediately move to role basis vacancy


Not Ready SDH to recommend employee for a different track

D1 (Delivery

Manager, Program

Manager, ADH

Architect)

Ready as on date IDP , Can immediately move to role basis vacancy



D2 (Program

Director, ADH)

Ready as on date IDP, Can immediately move to role basis vacancy



If the outcome is ‘Not Ready’ and the employee has exhausted number of attempts across

roles then a separate panel would do a further evaluation of multiple data points -

assessment outcome, performance appraisal ratings, and customer feedback, before

determining the final course of action.


Guidelines for repeat assessments (for role aspirants)

Stage 1 assessment

(Technical Assessment)

Stage 2 Assessment

(Behavioral Assessment

Centre)

Outcome

Attempt 1 Ready as on date Ready in 1-2 years Second attempt after

2 years

Attempt 1 Ready in 1-2 Years - Second attempt after

1 year

Attempt 2 Not ready - No reassessment

allowed

Attempt 2 Ready as on date Not Ready No reassessment

allowed

Attempt 2 Ready as on date Ready as on date Employee moves to

the role basis role

vacancy


Other salient features of the policy

Description Policy

Retest • Supervisor presents a genuine reason for taking a re-test / reattempt the assessment

• Respective competency group needs to approve

• Retest to be taken within 2 months of last assessment

• Only one retest allowed

Redeployment after

the assessment

• There should be a vacancy in the role to which employee is being redeployed

• Should not have exceeded maximum number of allowable attempts in that band

• Needs to clear the role assessment for the proposed role within 3 months

• If the proposed role doesn’t have an assessment, needs the approval of the respective

competency group

• Redeployment can’t be in the next band

Assessment validity • Behavioral Assessments can be re attempted after 2 years, Technical Assessments

can be re-attempted after 1 year Role Aspirants

Assessment

Administration

To be administered by Talent Assessment team (behavioral assessments) in

collaboration with the respective central groups (e.g. GPEG for Program Managers,

Architect Council for Architects etc.) and BU/SL teams (technical assessment)

Malpractices during

assessments

HR to initiate exit action for the employee

Frequency of the

assessments

Assessments for each of the roles will be conducted once a quarter.

Exemption • Employees in new entities (subsequent to acquisition) in the first year of acquisition

• Any countries where Assessments are not permitted by law


Thank You

Documents

Policy on Role Based Assessment