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Countable Ops Manual

Evaluation

Table of Contents

Purpose

To outline a clear, fair, and replicable process for performance evaluation at Countable.

Scope

Covers our process for self-evaluation, technical tracks and their levels, and the dismissal process.

The purpose of this policy is to “get and keep the right people on the bus” [1].

This page lists “job levels”. Each employee should be assigned a level based on the behaviours listed below from levels 1 to 4.

Performance Evaluation Overview

We’ve created a replicable process for self-evaluation which will continue to be developed and improved.

This will be completed twice a year, roughly in July and in January.

A copy of the related evaluation spreadsheet will be assigned to you as a Trello card in Admin and Operations at this time.

This is meant to be a self-reflective process, not a stressful one. Independently reflect on your work at Countable over the previous six months and try to answer as honestly as you can.

Here are the components to be tracked:

  1. OKR score: What is your average score the last 6 months?
    • Note: The expectation is that you’re reflecting on your goal-setting process, not that your score is high. OKRs are aspirational, and we’re aiming for about 70% overall- some months you might get a zero and that’s ok.
  2. What do you score in the general criteria for your level? You can assign yourself 0, 0.5, or 1.
    • (In order to progress to the next level, you must achieve at least 75% on these).
    • Fill out the highest level you pass (75%) and the lowest level you fail. (For example, if you have 55% on level 2 and 96% of level 1, fill out both those levels and no others).
  3. What do you score in the guild-specific criteria for your level?
    • (You must achieve these fully to progress to the next level)
  4. What is your biggest opportunity for improvement (getting to the next level, career-wise), and your top strength that we should support?

Provide this information to your manager for feedback, and they will share any adjustments and their perspective on your answers.

Your manager should indicate their perspective on your biggest opportunity for improvement and strength as well.

The evaluation document template can be found here.

Upon navigating to the document, please make a copy and save with your name and the month and year in the title.

If you are completing this self evaluation for the first time, start with “Level 1.”

If you feel you adequately meet 75% or greater of the general criteria (per the template spreadsheet) you can continue to evaluation at Level 2.

General Criteria

For each job level, the general criteria are roughly grouped into three broader categories of skills:

  • PD - personal development
  • CM - communication
  • PM - project management

Technical Track Criteria

  • DevOps
  • Developer
  • UX / Design
  • Operations

The track your performance evaluation is based on is the one most closely corresponding to your main job responsibilities.

You are free to be a part of of other guilds, of course, but you will only be self-evaluating based on tasks from your main track.

Please only fill the level you expect, and then if you pass (75%), do the level above. If you fail, revert to the level below.

Evaluation Questions by Job Level

This section is used in the Process above for self-evaluation.

Level 1

An internship or Junior. Evaluation of fit to Countable’s culture, work style and technical needs.

See some example Level 1 Questions here.

Level 2

Considered a permanent position. Works directly with clients and other stakeholders on delivering results, only escalating as needed.

See some example Level 2 Questions here.

Level 3

Owns a client relationship, leads in a technical area within a guild, or takes on another area of responsibility.

See some example Level 3 Questions here.

Level 4

Owns a guild, major client group or customer base (business line).

See some example Level 4 Questions here.

Level 5

Leads the company’s vision, mission, and high-level goals.

See some example Level 5 Questions here.

References and further reading:

[1] Jim Collins, “Good to Great”.

[2] RoadmapSH - this is helpful specifically for devs.

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