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Make a copy of this template and ensure it is accessible to both you and your manager

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How to use

  1. Refer to your department framework for competency definitions (you may need two screens open to do this part)
  2. Place and ✅ ****in the table to correspond to the correct assessment placement and leave notes that support that placement
  3. Skip the people manager competency evaluation (e.g. performance and feedback) if not a people manager

Assessment definitions

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✅ Needs focus: struggles to consistently meet expectations in this area. Requires support, coaching, or skill development to address gaps and deliver reliable outcomes. Observable behaviors may not align with the competency's defined expectations, impacting team or product success.

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✅ On track: regularly meets expectations. Demonstrates the skills, behaviors, and outcomes defined in the competencies, contributing positively to team and product success. Observable actions align with the competency's expectations, and performance is reliable.

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✅ Outperforming: Regularly exceeds expectations. Demonstrates leadership in this area by delivering exceptional outcomes, leading by example, and driving meaningful impact. Observable behaviors consistently go beyond the current competency’s requirements and align with those expected at the next level. This sets a high standard for the team and signals readiness to take on greater scope and responsibility.

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Growth tracker template

<aside> <img src="/icons/drafts_gray.svg" alt="/icons/drafts_gray.svg" width="40px" /> Fill out the table below

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<aside> <img src="/icons/profile_blue.svg" alt="/icons/profile_blue.svg" width="40px" />

Team member’s name:

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<aside> <img src="/icons/profile_blue.svg" alt="/icons/profile_blue.svg" width="40px" />

Team member’s current level:

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<aside> <img src="/icons/profile_blue.svg" alt="/icons/profile_blue.svg" width="40px" />

Managers name:

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Self assessment: team member evaluates their performance using the growth frameworks

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[Paste] Competency Description: Ensure you’re adding the competency description of your current level. Needs focus On track Outperform Examples (use specific examples of achievements, milestones, recognition, actioned on feedback)
[Insert technical expertise competency]
[Insert technical expertise competency]
[Insert technical expertise competency]
[Insert technical expertise competency]
Collaboration and influence
Customer and product focus and knowledge sharing
Challenge status quo and innovation
Strategic vision and direction
Problem solving and decision making
Prioritization
Delivery and reliability
Communication
Performance and feedback
Empowerment and accountability
Development and growth
Relational leadership

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Manager assessment: manager assess team members performance based on the framework competencies

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[Paste] Competency Description: Ensure you’re adding the competency description of your current level. Needs focus On track Outperform Examples (use specific examples of achievements, milestones, recognition, actioned on feedback)
[Insert technical expertise competency]
[Insert technical expertise competency]
[Insert technical expertise competency]
[Insert technical expertise competency]
Collaboration and influence
Customer and product focus and knowledge sharing
Challenge status quo and innovation
Strategic vision and direction
Problem solving and decision making
Prioritization
Delivery and reliability
Communication
Performance and feedback
Empowerment and accountability
Development and growth
Relational leadership

Page Owner: People Operations, Amber