📖 Glossary¶

Our Management Model is highly personalized to Brax. While you'll find similarities with other business models, much of its content is unique to how we work. This glossary clarifies concepts, acronyms, and terminology specific to our organization.

Acronyms & Abbreviations¶

Term	Full Name	Definition	Related Resources
KAI	Knowledge Accountability Index	System to manage and measure knowledge within the company. Consists of six grades of proficiency covering Extensive Knowledge and Brax Knowledge.	Knowledge Management
K-POC	Knowledge and Personal Objective Cycle	Development plan all employees define with their managers when progressing in their career. Composed of S.M.A.R.T. goals related to Extensive Knowledge, Brax Knowledge, or Level/Step progression.	Performance
S.M.A.R.T.	Specific, Measurable, Achievable, Realistic, Timely	Goal-setting framework we use for K-POC. Goals must be well-defined, trackable, attainable, realistic, and time-bound with clear start/target dates.
RACI	Responsible, Accountable, Consulted, Informed	Matrix that identifies key roles and responsibilities for tasks within departments. Visual representation of who does what in each process.	RACI & CODE-KS
CODE-KS	Contributor, Owner, Decision-maker, Expert - Knowledge Sharer	Complementary matrix to RACI that emphasizes knowledge sharing and expertise. Identifies who contributes, owns, decides, and shares knowledge.	RACI & CODE-KS
CAP	Corrective Action Plan	Implemented when an employee doesn't show adherence to corporate values. Structured improvement plan with clear expectations and timelines.	CAP Chapter
IC	Individual Contributor	Non-management career path for specialists, engineers, designers, analysts, and domain experts. ICs progress through Levels and Steps based on impact and skill mastery.	IC Frameworks
MGT	Management	Leadership career path for people managers. MGT frameworks define people leadership, strategic thinking, and organizational impact at each level.	MGT Frameworks
LTI	Long-Term Incentive	Performance-based compensation component for managers aligned with team performance and company goals. Rewards sustainable impact, not just short-term results.	Compensation
LMV	Local Market Value	Highest trusted local benchmark + 10% buffer. Used in compensation formula.	Compensation
IMV	International Market Value	Global benchmark adjusted for tax and cost of living. Used in compensation formula: we pay max(LMV, Adjusted IMV).	Compensation

Knowledge Categories¶

Term	Definition	Who It Applies To
Extensive Knowledge	Deep understanding of tools, software, platforms, programming languages, protocols, etc. required to successfully complete tasks in your framework.	All employees
Realm Knowledge	Ability to find business opportunities within a sphere of knowledge. Strategic understanding of domain possibilities.	Management positions
Brax Knowledge	Complete understanding of the company's products, processes, tools, team workflows, and strategy. Defined per department with three levels: technical expectations, business expectations, and team expectations.	All employees
Role KAI	Combination of Extensive Knowledge + Brax Knowledge expected for a specific role.	All employees
Department KAI	Combination of all Role KAIs in a department.	Department-wide

Organizational Structure¶

Term	Definition	Managed By
Department	Composed of a group of frameworks. Owns department processes and maintains documentation in Confluence/Jira.	Tech Lead
Division	Organizational unit responsible for performance and people's growth. May contain multiple teams.	Level 2 Manager
Team	Teams compose a division.	Level 1 Manager (process coordination) + Level 2 Manager (growth/performance)
Framework	A specific role or function within a department (e.g., Android Engineer, Product Designer). Each framework has defined levels, skills, and compensation bands.	Tech Lead
Tech Lead	Leadership role that owns Operations: processes, documentation, technical direction.
Manager	Leadership role that owns People: career development, performance, growth.

Note: In small departments, one person may serve as both Tech Lead and Manager. As teams scale, these roles separate. See Leadership.

Management Levels¶

Level	Name	Description	Team Size
Level 1	Pace Setters	Team leads who coordinate processes and stakeholders. Lead by example.	2-5 ICs
Level 2	Coaches	Managers involved in operation/execution (Steps 1-2) or process design/automation/monitoring (Steps 3-4).	5-10 ICs
Level 3	Visionaries	Senior Managers/Directors responsible for coaching and people's growth across multiple teams or departments. Set strategy.	10-30 people
Level 4	Transformational Leaders	VPs/C-Level focused on organizational performance, growth, and alignment. Drive company-wide initiatives.	30+ people

Career Paths¶

Term	Definition	Related Resources
Level A (Apprentice Path)	For people not yet ready for Level 1 in terms of job complexity, teamwork, strategy involvement, but who show outstanding technical skills and potential.	Paths
Level Up	Advancing to the next level in your career path (e.g., Level 2 → Level 3). Requires demonstrating impact and skills at the higher level consistently.
Step Up	Progressing to the next step within the same level (e.g., Level 2 Step 1 → Level 2 Step 2). Incremental skill and impact growth.
Level E (Entrepreneur Path)	For management path leaders who want to lead their own branch/brand as C-level under Brax. Requires deep engagement with organizational processes and strategy.

Processes & Documentation¶

Term	Definition
Practices, Procedures, Processes	Internal documentation: company policies, how-to guides, workflows, procedure checklists. The "what" and "how" of getting work done.
Playbooks	Documentation stating soft skills, mindset, and attitudes needed to convey the department's value proposition. Include Do's and Don'ts with positive/negative scenarios.
Achievement	In Management Path Level Grid: performance in core duties.
Completeness	In Management Path Level Grid: performance in leadership perspectives (Process, Knowledge, Ceremonies, Strategy, Workforce Planning).

Questions about any terms? Reach out to your manager, Tech Lead, or People Operations. This glossary is continuously updated as our management model evolves.