🏆 Management Model Golden Rules¶
Excellence Through Clarity
Our Management Model has Golden Rules to ensure high performance, clear expectations, and continuous growth for everyone at brax.
📈 On Progression or Stagnation in the Framework¶
Level and Step Reviews can be requested at any time, but we require that employees undergo at least one evaluation per year. Any less than that is unacceptable.
👥 Individual Contributors (L1-L2)
If you start at brax as a Level 1 or 2, you will have one year to Level UP.
👥 Individual Contributors (L3-L6)
If you start at brax as a Level 3, 4, 5 or 6, you will have one year to at least Step UP.
👨💼 Managers (S1-S2)
If you start at brax as a Step 1 or 2, you will have one year to Step UP.
🌱 Level A Path
If you start at brax in the Level A Path, you will have one year to become a Level 1 on your chosen framework, including proficiency in the KAI.
⚠️ Performance Standard
If you are an average performer (defined as having 2 failed K-POCs in a row), we will let you go.
🎯 On the Assigned Level Upon Hiring¶
📄 Application Eligibility
You can apply for positions that are a maximum of one Level UP from your assigned Level.
👨💼 Management Path Probation
If you were hired for the Management Path, you can only score Level A during probation, unless you were hired for the Level A Path specifically.
🚨 If Expectations Are Not Met
If you do not meet the expectations of the Level you were assigned upon hiring, there are two possible outcomes:
- We make you an offer at the salary of your Level, and you will get a K-POC with clear instructions on how to Level UP in the months ahead.
- You can refuse, and we will let you go.
💰 On Salary Increase Based on the Market¶
If your Framework had an increase based on the market, in your next evaluation, we will re-adjust your salary according to the new Salary Grid. We expect you to step up one in this scenario.
🔀 On Changing Paths¶
When changing paths, there are 3 criteria to be followed:
💼 Job Size
Is there the need of a person with your seniority for the role at that moment?
⭐ Superstar Status
You have to be a superstar in your current role
🎓 Ambassador Role
You have to be an ambassador of our Management Model
🔄 On Changing Frameworks/Roles¶
👤 Triggered by the Employee¶
When you wish to change frameworks, the following criteria must be followed:
- Job has to be big enough: Is there the need of a person with your seniority for the role at that moment?
- You have to be a superstar in your current role
- You have to be an ambassador of our Management Model
- You will be assigned a K-POC related to the new framework, and you need to accomplish it before officially changing frameworks
🏛️ Triggered by the Company¶
If there's a change in some department or division and the company needs to relocate employees under new frameworks or roles:
- The company will offer a new contract with a new probation for the employee
- The company will only make the change official once it's agreed with the employee
- The employee will be assigned a K-POC related to the new framework or role and needs to accomplish it during probation
📝 On Creating the K-POCs¶
📊 RACI/CODE-KS Improvements
Management will provide detailed instructions on how to execute, document, and follow the relevant process so you can work on the objective.
💡 KAI-Related Improvements
You can propose any objective you want, as long as you're able to execute a practical task based on the item of the KAI.
🧠 Mindset/Attitude Improvements
You should come up with any strategy you feel effective to Level Up. Management will point out the gap and deadline. Evaluation will be supported by officially reported situations and cases.
🌟 Important Reminder¶
⚠️ Growth is Not Linear
Growth is not linear nor streamlined, therefore our competency matrix is not a checklist, it's a guideline, and smaller deviations are to be expected.
💜 Our Commitment¶
These Golden Rules exist to create clarity, fairness, and high standards at brax. We believe in continuous growth and giving everyone the tools and opportunities to succeed. When we set clear expectations and provide structured support, everyone wins.
Your growth is our priority. Let's build something extraordinary together.
Questions about the Management Model? Reach out to your manager or People Operations.