Moreh Performance Appraisal

Moreh Performance Appraisal

When to use this skill

Use this skill when you need to:

• Conduct a performance appraisal for a Moreh employee.
• Understand the expectations and competencies required for different levels (1-9) at Moreh.
• Evaluate specific tasks or work context against defined technical and behavioral standards.

Instructions

1. Context Collection

Before starting the assessment, ask the user for:

• The Level of the subject.
• The specific Task or Work Context being evaluated.
• Any available Feedback or Review Comments related to the task (e.g., Code Review, Design Review, Peer Feedback).

2. Scoped Evaluation

• Assess only the criteria relevant to the specific task/context.
• Do not force an evaluation for criteria not observed in the current context.

3. Information Request

• Request Supplements: If the provided materials (e.g., task description, PR links, documents) are insufficient to evaluate against the level's core expectations, explicitly ask the user to supplement the materials with specific missing details or examples.

4. Feedback Generation

Based on the evaluation, generate constructive feedback:

• Gap Analysis: Clearly articulate the gap between the current performance and the expectations for the target (or next) Level.
• Actionable Advice: Provide specific behaviors or actions the employee can take to close the gap or sustain high performance.
• Tone: Keep the tone professional, objective, and growth-oriented.

5. Transparency & Documentation

• Penalty for Poor Documentation: If the employee fails to adequately express or document their work progress in tools like JIRA, Slack, Confluence, GitHub, and etc., lower the evaluation scores for all items.

Rating Scale

• Outstanding: Meets or exceeds the "Meet Expectation" standard of the next level.
• Very Good
• Meet Expectation
• Below Expectation
• Poor: Meets or falls below the "Meet Expectation" standard of the previous level.

Level Guidelines

Level 1

• Role (Influence/Responsibility)
  • Performs tasks under clear guidelines with support from colleagues.
  • Solves recurring problems based on documented solutions.
  • Focuses on completing specific assigned tasks accurately.
• Technical Skills/Expertise
  • Shows curiosity and willingness to learn about the assigned domain/technology.
  • Learns and attempts to apply development principles/practices.
• Problem Solving
  • Understands and solves problems by asking questions to colleagues or searching.
• Evaluation Criteria
  • Competency Evaluation
    • Analytical Thinking: Strives to understand the problem.
    • Organizational Commitment: Diligently performs assigned tasks to completion and strives to fulfill the role of a team member. Expands the role by learning the domain/technology.
    • Initiative (Score x2): Shows an active attitude by seeking help or searching in problem situations. Develops independence to perform recurring tasks.
  • Moreh Way
    • Receptiveness: Listens to feedback and strives to admit shortcomings. Accepts and applies feedback on development principles/practices.
    • One Team: Fulfills the role faithfully for team goals and strives to build teamwork.

Level 2

• Role (Influence/Responsibility)
  • Performs tasks independently based on guidelines.
  • Ensures the completeness of own tasks without constant supervision.
• Technical Skills/Expertise
  • Knows the assigned domain/technology but requires some assistance.
  • Knows and applies development principles/practices but requires some assistance.
  • Can offer opinions on technical decisions.
• Problem Solving
  • Clearly identifies and partially structures problems within the assigned scope.
  • Knows whom to ask or what resources to request for help.
• Evaluation Criteria
  • Competency Evaluation
    • Analytical Thinking: Possesses technical/domain knowledge to clearly identify and explain problems within the assigned scope.
    • Organizational Commitment: Strives to complete knowledge of the team's domain/technology. Demonstrates responsibility for the completeness of results and collaboration.
    • Initiative (Score x2): Strives to solve problems independently. Actively improves recurring issues and strives for independent execution. Attempts to offer opinions on technical decisions.
  • Moreh Way
    • Receptiveness: Listens to feedback and strives to admit shortcomings. Accepts and applies feedback on development principles/practices.
    • One Team: Fulfills the role faithfully for team goals and strives to build teamwork.

Level 3

• Role (Influence/Responsibility)
  • Performs tasks independently without clear guidelines.
  • Completes work with high completeness and high accuracy in schedule prediction.
  • Executes tasks using diverse approaches.
• Technical Skills/Expertise
  • Well-versed in the team's domain/technology.
  • Well-versed in and applies development principles/practices.
  • Anticipates and manages potential problems during task execution.
• Problem Solving
  • Understands problems in the assigned area, clearly identifies causes, and can structure/decompose them.
  • Can create tasks for oneself or collaborators.
• Evaluation Criteria
  • Competency Evaluation
    • Analytical Thinking: Possesses team-level knowledge to find hidden conditions and concretize tasks. Strives to increase accuracy in schedule prediction. Anticipates problems during task execution.
    • Organizational Commitment: Voluntarily contributes to team goals; values collective results and work completeness. Strives to expand knowledge to the group level. Responsible for decisions in collaboration.
    • Initiative (Score x2): Quickly recognizes issues and preemptively prepares/executes solutions. Leads the application of principles/practices and shares them. Leads technical decisions. Considers diverse approaches for optimal choices.
  • Moreh Way
    • Receptiveness: Offers diverse opinions but cooperates with the decided direction.
    • One Team: Voluntarily performs "grey area" tasks based on priorities without role boundaries.

Level 4

• Role (Influence/Responsibility)
  • Can create and distribute Epics/Tasks.
  • Completes work with high accuracy in schedule prediction.
  • Executes tasks with diverse approaches and optimal results, ensuring end-to-end completeness.
  • Leads documentation.
• Technical Skills/Expertise
  • Knows the group's domain/technology but requires some assistance.
  • Leads development principles/practices (Add/Modify/Delete).
  • Leads technical decisions.
• Problem Solving
  • Understands complex team-level problems and decomposes them into multiple Epics/Tasks.
  • Writes background, conditions, and guidelines for Epics/Tasks to enable colleagues to solve them.
• Evaluation Criteria
  • Competency Evaluation
    • Analytical Thinking: Possesses group-level knowledge to decompose complex problems into Epics/Tasks. Strives to increase accuracy in schedule prediction for Epics/Tasks. Anticipates problems during creation.
    • Organizational Commitment: Makes/supports decisions considering overall organizational benefit, even risking short-term disadvantages. Take responsibility for the final completeness of Epics. Strives to complete group-level knowledge. Responsible for decision-making in collaboration.
    • Initiative (Score x2): Takes full responsibility for internal/external issues. Goes beyond assigned duties to contribute actively. Leads management of principles/practices. Leads technical decisions and ensures diverse approaches are considered for optimal choices. Leads documentation to improve recurring problems.
  • Moreh Way
    • Receptiveness: Leads decisions on tech/domain/principles but cooperates with the decided direction.
    • One Team: Actively collaborates with other teams, considering company-wide goals. Provides clear feedback for colleagues' growth. Mediates conflicts within the team by gathering feedback from diverse perspectives.

Level 5

• Role (Influence/Responsibility)
  • Can create and distribute Milestones/Epics/Tasks.
  • Completes work with high accuracy in schedule prediction.
  • Leads documentation.
  • Aligns business and group directions and presents corresponding vision/strategy.
  • Responsible for the entire process from design to execution.
  • Has ownership of personnel management.
• Technical Skills/Expertise
  • Well-versed in the group's domain/technology.
  • Pursues innovation beyond development principles/practices.
  • Leads technical decisions.
• Problem Solving
  • Understands complex group-level problems and decomposes them into Milestones/Epics/Tasks.
  • Can rethink the problem itself from diverse angles.
  • Makes technical judgments and solves problems considering the customer perspective.
• Evaluation Criteria
  • Competency Evaluation
    • Analytical Thinking: Possesses group-level knowledge to grasp the essence of complex problems and propose solution directions from diverse perspectives.
    • Organizational Commitment: Understands business goals and contributes to decision-making/execution from a long-term perspective. Strives to raise group-level knowledge to a top domestic level. Expands knowledge beyond the group.
    • Initiative (Score x2): Takes full responsibility for internal/external issues. Prioritizes long-term customer/organizational benefits to lead direction/execution.
  • Moreh Way
    • Receptiveness: Leads decisions on tech/domain/principles but cooperates with the decided direction.
    • One Team: Actively collaborates with other teams/groups, considering company-wide goals. Mediates conflicts within the team/group.

Level 6

[!WARNING] This content is currently a draft and not yet finalized.

• Role (Influence/Responsibility)
  • Creates or contributes to roadmaps.
  • Manages and is responsible for project personnel, duration, and costs.
• Technical Skills/Expertise
  • Authority in the group's Technical/Domain area.
  • Challenges development principles/practices for critical customer value.
• Problem Solving
  • Predicts and discovers complex group-level problems or technical optimizations in advance and establishes strategies.
  • Establishes technical strategies to respond to market situations.
• Evaluation Criteria
  • Competency Evaluation
    • Analytical Thinking: Predicts and analyzes complex organizational-level problems to respond strategically.
    • Organizational Commitment: Understands organizational strategy, leads execution, and drives member engagement.
    • Initiative (Score x2): Sets organizational-level strategies and executes them decisively even in crises.
  • Moreh Way
    • Receptiveness: Makes strategic judgments based on internal/external opinions.
    • One Team: Coordinates schedules between multiple teams and drives performance creation.

Level 7

[!WARNING] This content is currently a draft and not yet finalized.

• Role (Influence/Responsibility)
  • Work as a Lead roadmap creator or key contributor.
  • Responsible for managing personnel, performance, and culture across multiple teams/projects.
  • Direct management is conducted through Team Leads.
• Technical Skills/Expertise
  • Acts as a leader/authority/key innovator in essential technical areas linked to the company's core mission.
  • Optimizes and improves/innovates existing practices and principles to raise the company's position in core technical fields.
• Problem Solving
  • Provides diverse and continuous support so members can understand or solve technical tasks for company-level strategic goals.
• Evaluation Criteria
  • Competency Evaluation
    • Analytical Thinking: Analyzes company-level strategic tasks from multiple angles to propose continuous improvement directions.
    • Organizational Commitment: Connects goals of multiple teams and leads contribution to company-wide goal achievement.
    • Initiative (Score x2): Quickly recognizes diverse issues from a company-wide perspective and demonstrates autonomous leadership.
  • Moreh Way
    • Receptiveness: Spreads a horizontal communication culture based on trust.
    • One Team: Leads company-wide collaboration structures and creates synergy between teams.

Level 8

[!WARNING] This content is currently a draft and not yet finalized.

• Role (Influence/Responsibility)
  • Defines and helps execute the company's technology/architecture roadmap based on changing customer and market needs.
  • Plays a decisive role in the company's success.
  • Responsible for decisions affecting company, product, and financial performance.
  • Wrong decisions can affect the company's sustainability (survival).
• Technical Skills/Expertise
  • Acts as a domestic top-tier leader/authority/key innovator in essential technical areas.
  • Widely recognized as a top expert in the industry.
  • Innovates existing technical practices to derive results that raise the entire organization's market position.
• Problem Solving
  • Faces technical challenges without fear.
  • Provides insights that go beyond the capabilities of the company or oneself to lead important company-level solutions.
• Evaluation Criteria
  • Competency Evaluation
    • Analytical Thinking: leads company-wide problem-solving directions based on insights that transcend existing limits.
    • Organizational Commitment: Takes responsibility for strategic judgments for the overall sustainability and growth of the organization.
    • Initiative (Score x2): Induces company-wide leading changes from technical and strategic perspectives.
  • Moreh Way
    • Receptiveness: Effectively communicates with and accepts internal/external stakeholders.
    • One Team: Leads strategic collaboration with company-wide and external partners.

Level 9

[!WARNING] This content is currently a draft and not yet finalized.

• Role (Influence/Responsibility)
  • Performs a decisive role in shifting or driving the company's direction through technical contribution/propagation.
  • Understands and utilizes how such changes connect to business success.
  • Exerts irreplaceable influence on the company's success.
  • Responsible for managing multiple functions (Performance, People, Culture).
• Technical Skills/Expertise
  • Acts as a global-level leader/authority/key innovator in the industry.
• Problem Solving
  • Provides insights capable of reshaping the industry landscape.
  • Goes beyond solving existing problems to define completely new problems and create value.
• Evaluation Criteria
  • Competency Evaluation
    • Analytical Thinking: Redefines and solves problems at the industry level, creating new value.
    • Organizational Commitment: Sets the company's direction and visions, driving company-wide performance and engagement.
    • Initiative (Score x2): Presents new directions from industrial and market perspectives, exercising ultimate influence.
  • Moreh Way
    • Receptiveness: Coordinates diverse opinions at a global level and leads organizational consensus.
    • One Team: Designs and coordinates industry-wide collaboration to create results.