frequently asked questions: performance nxt annual ... - wipro€¦ · 1 sensitivity: internal...

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Sensitivity: Internal & Restricted

Frequently Asked Questions: Performance Nxt Annual & Q4 Review

Contents SELF REVIEW 2

ELIGIBILITY 3

GOALS & OBJECTIVES 3

REVIEW WORKFLOW 5

REVIEW STATUS 6

DISCUSSION FEEDBACK STAGE 7

G&O WISE RATINGS 8

CAREER DISCUSSION 8

VARIABLE PAY PAYOUT (FOR BAND C1 AND ABOVE) 9

SELF- DEVELOPMENT OBJECTIVES 8

QUESTIONS SPECIFIC TO ANNUAL REVIEW 9

MISCELLANEOUS 13

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Section 1: Performance Nxt Q4

Section 2: Questions Specific to Annual Review

Section 1: Performance Nxt Q4

SELF REVIEW:

1. When do I set my Goals and Objectives for 2017-18?

The Goals and Objective if already set in the G&O setting stage or in previous quarters, will

automatically be carried forward to the current quarter. If you have missed setting Goals and

Objectives for the year, you can do so in the current quarter (Performance Nxt Q4).

2. Where can I refer to the standard G&O templates for my role?

You can refer to the standard G&O templates that are available in myCareer homepage. These

templates are available for certain roles. Based on your role, you can customize further after

having a discussion with your manager.

3. I have submitted the objectives/Self- Review but it is still showing pending with me. Why is that?

It is possible that you have entered your objectives/Self- Review and saved it without pressing the

‘submit’ button. It is also possible that your manager has reverted the Self- Review to you for

adding additional information– in that case, please provide the details as requested and submit

the review form again.

4. The Self- Review page is giving an error when I’m trying to do my review. What do I do?

During the last dates of each review stage, it is likely that multiple users access the application. In

case there is a continuous error in the system, you can raise a helpline ticket

(https://helpline.wipro.com) under Application Management category on the same. Please

complete the appraisal review well in advance to avoid such issues.

5. I don’t see a comments box for me to write Self- Review against each G&O. Is there is problem?

There is only an overall comments box at the bottom of the form in which you need to mention

your self – review comments on your overall contribution in the particular quarter.

6. What will happen if I get confirmed this quarter? Will I have two reviews running in parallel?

No, if the confirmatory is triggered in Q4, your Performance Nxt Review form will automatically

be converted to your confirmatory form and there will not be two appraisal processes running in

parallel.

https://helpline.wipro.com/






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7. What will happen if I miss filling my self- review and the deadline has passed?

In case you do not complete the Self- Review as per published timelines, this will lead to excluding

you from processes like Merit Salary Increase and Promotions. For C1 and above employees, this

would also result in 0% payout on the Manager Evaluation component of Variable Pay, further

details of which are available in Variable Pay Policy 2017-18 which is uploaded on the below path:

myWipro -> myPolicies -> Common policies across countries Variable Pay 2017-18

ELIGIBILITY:

8. What is the eligibility criteria for the Performance Nxt Q4 review?

GOALS & OBJECTIVES:

9. How can I edit my objectives/measurement criteria while I’m doing my Self- Review?

You can add or delete objectives as appropriate during the self – review stage. The same once

submitted, will be sent to your L1 manager for review and approval, along with your Self- Review

form.

10. I have changed my role during the last quarter. Accordingly, my Goals & Objectives have also

changed. Does this mean I can go in myWipro and change my G&Os?

You can set your G&Os as per the role(s) you have played in that particular quarter, during the

self- review stage of quarterly review process for that quarter.

11. Will I be able to view my past years’/ quarter’s review forms?

Yes, your review forms will be archived and available for your reference in the myCareer portal.

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12. Will there be a KCA section in the quarterly review process?

KCA is applicable only for employees falling under Annual review or Confirmatory Review of

Campus Hires.

13. What do you mean by a Self- Development Objective?

A Self- Development Objective is an objective you can add in the Self- Review Stage.

It helps in driving development focus discussions between your manager and you. You can create

learning goals from the feedback captured by your manager.

14. What if I do not want to add a Self-Development objective in my G&Os?

This is a non- mandatory objective. You have the option of not adding it in your overall G&Os. In

case you take no action on the objective, this objective will not be visible to your manager while

doing the Additional/ L1 Review.

15. How will my manager rate me if I do not add a Self-Development objective?

No ratings are applicable for Self- Development objectives. In case you take no action on the

objective, this objective will not be visible to your manager while doing the Additional/ L1 Review.

16. I have logged into the Performance Nxt portal to fill my Self- Review but I cannot see the Self-

Development objective. How will this objective appear in my G&O Form?

- If you are a new Joinee: It will appear automatically after the 1st G&O is entered.

- If you are an existing employee: It will appear automatically in the auto- populated G&O form.

17. How can I edit the Self- Development objective?

To add Learning Areas to this objective, click on “Add Learning Areas” in the form. There will be

pre- populated data from the Performance Nxt Annual 2016 and KCA/ WLQ forms of 2016. You

can add Learning Areas using the pre- populated data for reference by clicking on “Add to List”.

Once you have completed the above list, click on “Add to Objective” to go back to the Self-

Review page. The learning areas you have selected for yourself will then appear in the Self-

Development Objectives section.

18. How many Learning Areas can I add for myself?

While there is no upper limit, we would recommend that you prioritize 2-3 Learning Areas so

that you can focus on achieving them in the next few quarters.

19. What is the time- period for achieving the Learning Areas in Self-Development Objective?

Ideally, the Self- Development Objective should be completed in the same financial year as it is

set in. However, in case you are unable to complete certain Learning Areas, you can carry

forward the same to the next year.

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REVIEW WORKFLOW:

20. What is the logic of workflow mapping for Performance Nxt Q4 and Annual?

The workflow logic is given below. There is no L2 mapping in the process flow.

Employee type L1 manager

Tagged to Project Project manager

Tagged as Support Primary manager

In free pool / NB tagged Primary manager

Cut-off date based on which workflow has been derived is March 1, 2018. For all the employees working in a

project, project manager as L1 manager would be mapped except for below groups where primary manager

will be mapped as L1:

• Architects – C1 & above

• Domain employees

• Consulting & Digital BU

Workflow Logic – BPS Employees

BPS Group HR team will work with respective HR teams to derive the workflow.

21. How can I make corrections to the workflow?

In case you have not worked with the mapped L1 manager for sufficient duration of time, change

request can be raised in the Performance Nxt portal and be approved by current L1 and proposed L1

manager. L1 change is automated for the Performance Nxt Q4 Self Review stage.

o Login to My Wipro > My Career > Appraisal. Click on the Pencil Icon (In Orange Color) next to the

name of the L1 Manager workflow details.

o The same will go for an approval by the current and proposed L1 Manager in MyWipro -> My

Career app -> Appraisal -> My Task List->Pending manger Task -> Reviews pending with you.

o Post approval, the change will reflect in the tool. There is a 2- day window for each manager

(current and proposed manager) to take action on the request, otherwise the system will auto

approve the request.

The above option is not enabled for BPS. BPS employees need to reach out to their respective HRs for

workflow correction.

22. I have moved to a new project with a new manager. Who will do my review?

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Your manager mapped in the SAP as of March 1, 2018 will reflect as your L1 manager. If you have

recently moved to a new project, you can tag the other manager(s) with whom you have worked

for significant portion of the quarter as Additional Manager.

23. What happens if my manager resigns? Who appraises me?

If your manager leaves the organization without completing your L1 review, you can initiate a

workflow change request to your current manager using the process explained in Q14.

24. I have been transferred from one entity to the other (E.g. IME to BPS etc.). Who will do my

review?

You will be appraised by the entity you were a part of in Q4 of FY 2017-18. You can add your

previous managers as additional managers.

25. Who is an additional manager?

An additional manager is a reporting manager (from any function / BU / practice etc.) with whom

you would have worked for a reasonable duration in the previous quarter, and who is therefore in

a position to assess your performance. You may add additional managers during the self- review

stage.

26. Why do I see an additional manager mapped for me when I login to mycareer?

For all employees who had added Additional Managers in the previous quarter, these managers

have been retained as Additional Managers and carried forward to the Q4 Performance Nxt form.

You can either retain/ remove/ edit these from your forms.

For all the Model C employees, Primary manager is added as their additional manager to share

their feedback on the employee performance for the quarter.

REVIEW STATUS:

27. When can I view my review?

If you are a part of the Performance Nxt Q4 review, you will be able to view your review comments

after completing the discussion feedback.

28. I am not clear on the status of my review. How can I get to know the status?

You can check the status of review by visiting My Career My Appraisal section. The home screen

will show where the review is pending.

29. I have done my self- review but my L1 manager is unable to submit his comments and ratings.

What should I do?

The possible reasons for above can be any one of the below:

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o If you have added an additional manager, then the L1 won’t be able to override the

additional manager during the Additional manager review stage unless he/she has

completed the feedback.

o Once the additional manager is added, there is a three-day lock, during which the L1

cannot submit the feedback for the employee.

30. As an additional manager, will I be able to see the Review form post the submission of my

feedback?

Yes, you will have a view of the employee review form even after the L1 manager has submitted

his/ her feedback.

31. As an L1 manager, what data is available to me after I submit my feedback?

An L1 Manager Dashboard will be made available to all L1 managers that would capture the

responses the team members have given on the 3 questions asked to them on the quality of

discussions taken place between them & their L1 managers. Along with this, another dashboard

will be made available that would state the Variable Pay – Manager Evaluation trends the L1

Manager has given.

32. As an L1 manager, what are the next steps in the appraisal process and what are the actions

pending with me post the submission of the review?

After you have finished reviewing your team member’s appraisal form, the form will go to your

team member to capture his/ her discussion feedback. There is no other action pending with you

after submission of the form unless the team member selects that no discussion had taken place

between you and him/ her. If your team member selects no in the discussion feedback stage, the

team members’ form will come back to you and you will have to discuss with him/ her on why

this option was selected.

DISCUSSION FEEDBACK STAGE

33. What is the Discussion Feedback stage?

After L1 submits review, the employee will be sent a trigger to confirm if discussion has taken

place or not. If employee confirms that discussion took place, she/he would be asked to respond

to 3 questions around the quality of discussion, following which the review form will be released

to the employee.

34. I have received a mail asking me to confirm if discussion took place. Can I view the comments

at this stage?

Your review will be visible to you after you confirm on the status of the discussion and quality of

the same, as applicable.

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35. What happens if I select NO in case my manager has not reached out to me for Discussion on

my Q4 performance?

Your appraisal form would go back to L1 Manager review stage. Your L1 manager will be sent a

reminder to complete the discussion with you. Your manager’s manager and HR manager would

be copied in this mail.

36. My manager reached out to me for a discussion. However, I am not satisfied with the quality

discussion or not in agreement with the feedback received. Should I select NO during the

Discussion Feedback stage?

No, you would be required to select YES if discussion has taken place. You can take the following

steps for the 2 scenarios mentioned:

1. Not satisfied with the quality of discussion – You can provide relevant feedback in the

discussion feedback survey which will follow after you select YES to confirm that discussion

has taken place

2. Not in agreement with the feedback received – Please reach out to your manager separately

to discuss the areas you are not in agreement with.

G&O WISE RATINGS:

37. Can my G&O wise review rating be changed after my review is closed?

A change in the G&O wise rating is not encouraged after the review has been released to the

employee.

38. My review is closed and the G&O wise ratings given by my Additional Manager and L1

Manager don’t match. What should I do if I don’t agree with the G&O wise rating given by my

L1 Manager?

The L1 Manager’s rating supersedes the Additional Manager’s rating. The L1 Manager is required

to discuss the G&O wise rating with the Additional Manager and take detailed inputs. If required,

your manager’s manager can intervene and help you in understanding the feedback.

PERFORMANCE NXT DISCUSSION:

39. Is the Discussion a mandatory part of the quarterly review process?

Yes, your feedback discussion with your manager is a mandatory and very important part of the

quarterly review process. During the discussion, your manager will give you verbal feedback on

your performance in the last quarter, and the way forward. During this discussion, you and your

manager can jointly create the Individual Development Plan. You can also discuss your career

aspirations with your manager, and take his/her advice on the same. So, do ensure that you and

your manager set aside enough time for the career discussion.

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VARIABLE PAY PAYOUT (FOR BAND C1 AND ABOVE): 40. What is the policy for Band C1 and above for Manager Evaluation in Variable Pay Payout?

For Band C1 and above employees who have Manager Evaluation component as part of their

Variable pay plan, playing a Non Sales role, payout of 20% of the Variable component would be

decided by his/her manager.

41. I am in Band C1 and above and have Variable Pay in my salary stack and playing a Non Sales

role. How will my manager submit the inputs for me on the 20% Manager Evaluation

Component?

Your manager will be able to select the payout option on the following path:

https://mycareer.wipro.com > Pending manager tasks > Review(s) pending with you > Variable

Pay – Manager Evaluation Component

42. What is the date of joining cutoff date for employees for whom the discretionary manager

payout applies?

If you are a lateral hire in Band C1 and above, and have joined on or before March 31, 2018,

your manager would be required to submit input on your Manager Evaluation Component.

43. What would be my Variable Pay Payout on the Manager Evaluation component if I am a Commit

Role Holder but have under achieved on Commit?

For commit role holders, Payout on the Manager Evaluation component would be as per the input

provided by the manager, irrespective of meeting commit.

Section 2: Questions Specific to Annual Review

43. How is Q4 and annual review different from the previous quarters?

Following are the additions in the annual form:

• Overall G&O rating for the employee

• KCA review for B3 and below

• KCA rating for B3 and below/ WLQ rating for C1 and above

• L2 review stage

44. What is the eligibility criteria for the Annual review?

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*The employee should have worked for at least 90 days in the FY 2017-18 to be eligible for Annual

review.

45. What will be the scale used for the overall G&O rating?

This is a 5- point rating scale defined below:

Unsatisfactory Contribution (USC)

• Does not meet a number of objectives

• Does not meet expected threshold level of performance

• Clear scope for improvement in several definable areas

More Contribution Expected (MCE):

• Meets some standards of performance

• Scope for improvement in several areas

• Has the capability to become a good performer, with assistance

Highly Valued Contribution (HVC):

• Meets all or most expected standards of performance

• Displays fully satisfactory performance

• Is a valued and contributing team member

• Effectively achieves challenging objectives with well channelled effort and direction

normally

required for the job

Excellent Contribution (ECC):

• Clearly exceeds required standards of performance

• Consistently achieves superior results even on complex and difficult areas of the job

• Drives for continuous improvement and delivers on stretch targets

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Outstanding Contribution (OSC):

• Consistently and significantly exceeds established standards of performance

• Achieves exceptional results which have an impact on overall performance of the team

• Continuously drives self, others and organization to set new standards of excellence

46. What is the logic of workflow mapping for Annual Review?

Workflow mapping has been done as per the model applicable to the employee. Cut-off date to derive

workflow for Q4 review: March 1, 2018

Model Definition Appraisal

A Delivery and ownership lies with

SL based structure

L1 : Project Manager

L2: Project manager of Project Manager

B Delivery and ownership lies with

vertical. Loaned to verticals for 3

years


L2: Project manager of Project Manager

C Niche skill based structure.

Ownership lies with SL

L1: Project Manager

L2: Primary manager of Primary manager

LTDU Employees from models A or B

loaned to other Delivery units.

Ownership lies with Home BU

L1 : Project manager

L2 : Primary manager of Primary manager

N & R ADM employees*. Ownership

lies with SBU



Support Employees in support functions.

Ownership lies with Home BU

L1 : Primary manager


For all the employees working in a project, project manager as L1 manager would be mapped except for

below groups where primary manager will be mapped as L1. L2 will be the primary manager of L1.

• Architects – C1 & above

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• Domain employees

• Digital and Consulting Unit

Workflow Logic – BPS Employees

• Manager mapped on the system as on 1 March 2018 will be mapped as the L1 in Q4/Annual appraisal.

47. When can I view the overall rating and comments provided to me in the Performance Nxt Q4 &

Annual Review process?

You will be able to view your Performance Nxt form with all the comments and ratings once the

review for your unit has been completed.

48. What is KCA/WLQ section in Annual?

• KCA Section is applicable for Band B3 and below. KCA (Key competency Areas) are

observable behaviors needed for successful job performance. Employees need to provide

self-rating on each of the competencies that are linked to employee’s stream and band.

• For C1 and above, overall WLQ rating is provided by the manager based on the WLQ survey

feedback.

Rating Scale:

SDR – Significant Development Required | DR – Development Required | MR – Meets

Requirement | S- Strength | SS– Significant Strength

49. What is the role of L2 manager in Performance Nxt Q4 appraisal?

• L2 manager reviews the comments and ratings provided by the L1 manager. L2 manager is

expected to vet the fairness and objectiveness of the rating given to the employee.

• L2 manager needs to ensure that the ratings given by the L1 managers in his team are aligned

to the overall team performance.

50. I have changed my L1 manager but my L2 manager is still the same. Do I need to raise a helpline

ticket for L2 correction?

Your L2 manager is determined from your business structure and hence it is not possible to change

the L2 manager mapped. In case of any major concerns here, please do discuss the way forward with

your L2 manager and HR manager.

51. When can I view my review?

If you are a part of the Performance Nxt Annual, you will be able to view your review comments and

overall ratings after the L2 review and once the review process for units are complete.

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52. I was on ML/XML for most of the year (more than 9 months). How will I be reviewed during this annual appraisal? You will be eligible for annual appraisal 2017-18 if you have worked for at least three months in the last

financial year. You should complete your self-review in that case. However, if you have worked in the last

financial year for less than three months then you should contact your HR manager who will review the

same.

53. I was a WASEian and got absorbed as an employee on 1st Dec ’17. Am I eligible for Annual Review 2016-17? Yes, you are eligible for Annual Review 2016-17.

54. What will be the scale used for the overall KCA rating?

The scale used for the Overall KCA rating would be as under:

Significant Development

Required (SDR)

Does not meet expected threshold of competencies. There is a

significant gap from the defined competency thresholds.

Development Required

(DR)

Meets some but not all expected thresholds of competencies. Has the

potential to scale up and meet the expected levels.

Meets Requirements (MR) Is proficient on all required competencies leading to achievement of

set performance standards.

Strength (S) Displays high proficiency across all competencies enabling superior

achievement of performance standards.

Significant Strength (SS) Displays at all times, without exception, a consistently high level of

competence enabling the individual to significantly exceed

performance standards.

MISCELLANEOUS:

55. I would like to set my Goals and Objectives for the next year. Should I wait for the next

Performance Nxt process to do so?

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You have the opportunity to set and update their G&Os right at the start of the FY. The system prompt

would appear after the discussion feedback stage once the employee’s form reaches the closed stage

(for employees eligible for Q4) & L2 Manager Review stage (for employees eligible for Annual

Reviews).

56. I saw the feedback my L1 manager has given me and it is not in line with what we had discussed.

Is there a grievance redressal mechanism for me?

Please discuss with your L1 manager on the concerns you have on the feedback. Most concerns can

be sorted with mutual discussion. You may involve your L2 manager also in this discussion.

If you continue to have the concerns after the discussion with your L1 & L2 manager, you can reach

out your HR manager. If required, the HR manager will set up a joint meeting between you, your L1

and/or L2 manager. The HR manager will also communicate the outcome of the discussion to you.

For more details on the process, please refer to the Global Performance Management Policy on

myWipro.

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