Golden Rules

From Secure Group Wiki
Jump to navigation Jump to search

Management Model Golden Rules

On Progression or Stagnation in the Framework:
Level and Step Reviews can be requested at any time, but we require that employees undergo at least one evaluation per year. Any less than that is unacceptable.

  • For Individual Contributors: If you start at Secure Group as a Level 1 or 2, you will have one year to Level UP.
  • For Individual Contributors: If you start at Secure Group as a Level 3, 4, 5 or 6, you will have one year to at least Step UP.
  • For Managers: If you start at Secure Group as a Step 1 or 2, you will have one year to Level UP.
  • If you start at Secure Group in the Level A Path, you will have one year to grow and become a Level 1 on your chosen framework.
  • If you are an average performer (defined as having 2 failed K-POCs in a row) we will let you go.


On the assigned Level upon hiring:

  • You can apply for positions that are a maximum of one Level UP from your assigned Level.
  • If you were hired for the Management Path, you can only score Level A during your probation period, unless you were hired for the Level A Path specifically.
  • If you do not meet the expectations of the Level you were assigned upon hiring, there are two possible outcomes:
    • We make you an offer at the salary of your Level and you will get a K-POC with clear instructions on how to Level UP in the months ahead.
    • You can refuse and we will let you go.


On Salary increase based on the market

  • If your Framework had an increase based on the market, in your next evaluation we will re-adjust your salary according to the new Salary Grid. We expect you to step up one in this scenario.


On changing Paths
When changing the path there are 3 criteria to be followed:

  • Job has to be big enough: meaning, is there the need of a person with your seniority for the role at that moment?
  • You have to be a superstar in your current role
  • You have to be an ambassador of our Management Model



On changing Frameworks/Roles - triggered by the employee
When you wish to change frameworks there are some criteria to be followed:

  • Job has to be big enough: meaning, is there the need of a person with your seniority for the role at that moment?
  • You have to be a superstar in your current role
  • You have to be an ambassador of our Management Model
  • You will be assigned a K-POC related to the new framework and you need to accomplish it before officially changing frameworks


On changing Frameworks/Roles - triggered by the company
If there's a change in some department or division and the company needs to relocate employees under new frameworks or roles, there are some criteria to be followed:

  • The company will offer a new contract with a new probation for the employee
  • The company will only make the change official once it's agreed with the employee
  • The employee will be assigned a K-POC related to the new framework or role and needs to accomplish it during probation


On creating the K-POCs

  • If the improvement is RACI related, the management will provide detailed instructions on how to execute/document/follow the relevant process so the employee can work on the objective
  • If the improvement is KAI related, the employees can propose any objective they want, as long as in the end, they are able to execute a practical task based on the item of the KAI
  • If the improvement is on mindset/attitude level (Level & Step Chart), the employees should come up with any strategy as they feel effective to Level Up - Management will point out what's the gap and the deadline so the employee can work on their personal plan - if the employee reached or not the expected improvement, it will be up to manager's evaluation supported by situations and cases officially reported in our systems (Feedback session of Small Improvements, for example)



Growth is not linear nor streamlined, therefore our competency matrix is not a checklist, it’s a guideline, and smaller deviations are to be expected.