cdp 3 0 framework 1 4g

Confidential

CDP 3.0 Framework

© 2011 Infosys Limited 1

Confidential

Agenda

• Competency Task Force recommendations

• Key Policy Objectives

• Key Principles retained from Existing Policy

• Credit Point Mechanism

• Credit Point Requirement – Organization Perspective

• Credit Point Requirement - Unit Perspective

• Credit Point Accumulation

• Incentives for higher score and timely completion

• Transition Plan (from CDP 2.0 to CDP 3.0)

• Plan for Laterals

• HES alignment


Confidential

Competency Task Force Recommendations

• Focus on Holistic Competency Development versus only

certifications

• Based on competency definitions for the role, divide certifications

into two categories –

• Core (generic concepts for the role), and

• Specific (Tools/Technology used for the job)

• Establish Unit Competency Councils to facilitate decisions on

relevant learning interventions and certifications at unit level.

• Reduce number of certifications from current policy of two per year

to a defined number for each role - based on role competency

requirements.

• Introduce Learning Credit point mechanism, with credits for

certifications and other competency building assignments such as

evaluated courses, teaching and publications


Confidential

Key Policy Objectives

• Address key employees concerns by implementing Competency

Task Force recommendations

• Balance between relevance and flexibility

• Clarity of decision areas between Corporate Competency Council

and Unit Competency Council

• Reducing # of certifications from two per year to around four per role

• Transparency and fairness

• Simplicity


Confidential

Key Principles retained from Existing Policy

• The objective to ensure that competencies across multiple competency dimensions applicable for a role are acquired during the time a person spends in a role

• Competency Development Program requirement completion is:

• Mandated for promotion

• Mandated for progression*

• Not linked to appraisals and CRR

• Number of attempts per certification is limited to 2 for every six months, with a minimum gap of 15 days between two successive attempts

• Concept of Competency Level associated with all Certifications

• Training will remain optional

* Mandated by units


Confidential

Credit Point Requirement – Organization Perspective

For Promotion

• 60 Total Credit Points (TCP) per

role – from all mechanism

• 45 Assessment Credit Points

(ACP) - from Certifications

• 15 Core Competency

Assessment Credit Points

(CACP) - from Core Certifications

For Progression

• 15 Assessment Credit Points

(ACP) - from Certifications

This aspect will come under governance of Corporate Competency Council

CACP

(min 15)

ACP (min 45)

TCP

(min 60)


Confidential

Credit Point Requirement – Unit Perspective

• Units will decide on certifications and learning programs to be

pursued within the units (Sub-Units / Practice Units)

• Units can put additional criteria to accumulate credits points from

specific Competency Dimensions (Technical/Functional, Process /

Project Management, Domain, Behavior)

• Example

Unit Role Technology /

Functional

Domain

Process /

Proj. Mgmt

Behavioral Total

Assessment

Credit Points

FSI-ADM SE 30 0 15 0 45

RCL-IVS SE 30 10 0 5 45

MFG-ADM SE 15 15 15 0 45

ECS-IMS SE 15 10 15 5 45

This aspect will come under governance of Unit Competency Council


Confidential

Credit Point Accumulation - ACP

• Assessment Credit Point

(ACP) will be a function of

design learning effort

• A standard certification

(recommended) of 45 hour

prescribed (design) learning

effort to give 15 credit points

• For external certifications, we

will go by prescribed learning

effort from certifying authority,

if available. Otherwise, they

will be estimated internally for

effort

Prescribed (Design)

Duration

Assessment Credit

Point

15 Hours 5

30 Hours 10

45 Hours 15

60 Hours 20

Competency Level concept will continue as a

function of complexity of topics addressed in a

certification (Based on Competency Definition

as per existing practice). Competency Level will

not determine Credit Points.


Confidential

Credit Point Accumulation – non assessment

• Participating and completing

Training with Evaluation

• Delivering Training

• Publications

• Patents

# of days Credit Point

(Participation)

Credit Point

(Delivery)

1-2 1 3

3-4 2 6

5-6 3 9

7-8 4 12

Category Credit Point

Publication – Course Material (45

Hour)

15

Publication – Conference / Trade

Journals

15-30

Publication – Academic Journals 30-60

Defensive Publication 30

Patent 90

For employees doing a joint training delivery /

publishing / patent, accumulated credits will be

distributed equally amongst contributors


Confidential

Incentives for Higher Scores and Timely Completion

Score

% Score Grade

Point

Weight Assigned

Credit

Points

80% and

above

A 1.2 18

70% -79% B 1 15

60% -

69%

C 0.8 12

Timely Completion

Certification

Plan

Year of Completion

Year

1

Year

2

Year

3

Year

4

Certification 1

(Plan Year 1)

3 0 0 0

Certification 2

(Plan Year 2)

3 3 0 0

Certification 3

(Plan Year 3)

3 3 3 0

Above illustrations are for standard 15 Credit Point certifications

This scheme will be applicable only to Internal

Certifications.

Employees who fail to qualify, or those who get

C grade in the first attempt will have an option to

take another attempt to qualify / improve the

score up to grade B in the second attempt.


This scheme will be applicable to Internal as well

as External Certifications.

Confidential

Transition Plan

• For the certifications already

completed in the current role,

pro-rating will be done to

compute balance credit point

requirement

• Any pending certification in

previous roles (pre-iRACE or

post-iRACE) to be considered

as "backlogs“ from CDP 2.0

Scenario

for TL Role

# Completed

in the role in

CDP 2.0 %

Completion

Credit Point

Required in

CDP 3.0

TL 1 0 0% 60

TL 2 1 17% 50

TL 3 2 33% 40

TL 4 3 50% 30

TL 5 4 67% 20

TL 6 5 83% 10

TL 7 6 100% 0


Confidential

Plan for Laterals

• We need to have a provision

for laterals joining Infosys,

since they may not have

enough time to accrue required

credits before being

considered for a promotion

• Credit Point requirement for a

lateral will be based on

number of years s/he has

spent in Infosys (in the same

role) as on the cut-off date for

the cycle

# of years spent in

Infosys as on cut-off

date

Credit Point

Requirement

> = 3.0 60

>= 2.5 and < 3.0 50

>= 2.0 and < 2.5 40

>= 1.5 and < 2.0 30

>= 1.0 and < 1.5 20

>= 0.5 and < 1.0 10

< 0.5 0


Confidential

Higher Education Scheme (HES) Alignment

• Programs identified by HES, with a duration of one year or more, will

accrue credit points

• Programs with a total duration of one year or more will accrue 15

credits for each year, with a cap of 30 credits per program.

Accordingly, here are some scenarios:

• Program of 6 months duration – 0 credits

• Program of 1 year duration – 15 credits



• Credit points may accrue in stages, across multiple planning cycles,

as and when employees complete the programs, and provides

sufficient proof for the same


Confidential

THANK YOU


cdp 3 0 framework 1 4g

Documents

corporate competency council

credit point accumulation

competency level

2011 infosys limited

transition plan

external certifications

infosys

plan