How do you determine that someone's specific specialisation milestone level has deteriorated?

There are two occasions where a specialisation milestone can deteriorate:

• A person has stopped working on this specialisation.
  • Example: a person has moved from FE to BE development and they are not working on BE a lot. It is logical to assume that with time the skills in BE will get a little rusty and the person will not be that fast and good as someone who is working on BE all the time. In that case probably in 12+ months the milestone will deteriorate from 3 to 2. At the same time their FE skills will probably grow from 0 to 2-3 in the same period.
  • Example: a person has been very active in recruitment and decided to focus on other specialisations. With time using the same logic the skills get rusty and potentially deteriorate a little.
• A person has been not performing at the expected level / at the level a specialisation milestone is for their Lukoladder level.
  • Example: a person has milestone 2 on the quality specialisation but based on feedback and observations of their work they perform on milestone 2.
    • In this case, we will not reduce the milestone level immediately but we will work with the person to help them improve their performance for the quality specialisation.
    • If the improvement doesn't happen within an evaluation period (6-months), we will reduce the level.

How do you map yourself to the Lukoladder?

Please follow the guidance in How do you map yourself to the Lukoladder

When and how the levels are re-evaluated?

Re-evaluation happens during the Luko's people evaluations events. Those happen bi-annually.

Additional information can be found in Mapping evaluation process

Advice: if you want to progress on a specialisation ⇒ take notes on the things you did relevant to this milestone. This way you won't forget about it.

How do the individual OKRs fit in my day to day life of the company?

The Growth System is designed to fit with your day-to-day work at Luko.

• Some things fit easily with your daily work.
  • For instance, on Quality, if you are a bit underperforming on this specialisation based on the definition for your current milestone, you can look at the examples and think of ways you can improve while you are performing your tasks.
• Others can be a bit harder to be directly exposed to in your daily work.
  • For instance, let's assume that a person would like to go to milestone 1 on the Recruitment specialisation. You have to explore the possible opportunities for such development. You should discuss with your manager to understand what is the hiring plan for the team and if there will be any options for you to actively participate in the process. If no hiring is planned, it is probably not the best idea to focus on this specialisation this quarter / evaluation period. The opportunity is not there.
  • Another example: let's assume that a person would like to improve on the Mentoring specialisation. Assuming the person's team is hiring and onboarding new people that wouldn't be so hard to accomplish. They can ask their manager to onboard a new-joiner. Another option is to start informally mentoring some junior engineers in your team.

When recruiting Senior Engineers, are you looking at promoting current employees first?