Software Engineer

Not Applicable

Qualification:
Graduate
• Clearly understand role and competency proficiency expectations for self.
• Demostrate appreciation of diversity and inclusion in professional interactions.
• Highlight any observable deviations in areas of diversity and inclusion.
• Participate in recruitment processes under supervision.
• Refer new talent for hiring.
• Be a part of mentoring process and start mentoring members under supervision.
• 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.
• 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.
• Undergoes talent profiling to benchmark the given associate within the Community.

KRA5:

Building Engineering Mindshare:
• Identify ideas that can be converted into reusable assets.
• Contribute towards creating reusable assets.
• Contribute to white papers under guidance.
• Contribute to experince papers under guidance.
• Contribute to case studies under guidance.

Must Have Skills
• Spring Boot
• Angular JS
• Core Java

Good To Have Skills
• AWS Cloud
• SQL
• Microservices
• JavaScript