Not Applicable

Qualification

Graduate
• * Clearly undestrand community career lattice and be able to explain the same to team members.
• * Demostrate appreciation of diversity and inclusion in professional interactions.
• * Highlight any observable deviations in areas of diversity and inclusion.
• * Take concious effort to improve the diversity quotient of the teams during recruitment* Organize educational, inspiring, bonding community events (inperson and virtual).
• * Conduct hiring discussions.
• * Identify potential retention risks and take mitigation measures.
• * Formulate evaluation criteria for recruitment.
• * Participate in college recruitment, summer programs, hackathons, job fairs, etc to attract new hires to Cognizant.
• * Facilitate mentorship process in a small community of members.
• * Mentor the team on community brand positioning strategies* Participate in external brand positioning activities.
• * Report any deviations from people practices that do not reflect organizational values.
• * Conduct people management processes with fairness, transparency and diligent.
• * Contribute to design and establishment of people management processes.

Kra-2

Delivering superior engineering outcomes:
• * Be able to effectively elicit role and project expectations and explain the same to stakeholders participating in talent.
• * Understand the competencyproficiency role mapping for self.
• * Solicit performance feedback and use it to identify proficiency gaps in the remit of the role.
• * Periodically evaluate team performance and provide the adequate feedback required to help members move along the path to.
• * Track the team performance on a regular basis and report any risk to delivery.
• * Contribute to and lead community members in building knowledge management repository.
• * Be aware of community capabilities available from other communities and facilitate leveraging them as and when needed.
• * 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* Reviews the engineering metrics with Engineering managers to ensure that the project goals and customer goals are met.
• * Reviews the deliverables and engineering metrics of the account with Engineering Managers to ensure that the SOW clauses.
• * Discuss competency of the Community members with the Engineering managers and perform corrective action based on gaps* Provide honest consistent feedback to peers and team members.
• * Encourage Community leads to attend courses on giving proper feedback and mentoring.
• * Recognize team members for job well done and nominates for recognition.
• * Guide team members in coming up with an improvement plan when applicable.
• * Understand the metrics that are relevant for benchmarking diffrent 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:
• * Identify the enablement needs of the team under direct supervision.
• * Lead knowledge sharing sessions in your area of expertise* Work with enablement teams to tailor the programs relevent to members.
• * 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.
• * Help team members understand the diversity of career opportunities available in CDE and across Cognizant.
• * Observe capabilities of team members and discuss how their aspirations can be fulfilled through the organizational career lattice.
• * Facilitate participation of team members in various experience building forums.