Job Progression and Grade Responsibilities

Job Progression at Konsyg gives you a ladder to reach higher positions at Konsyg. It opens up a window of new responsibilities, promotion, increase in salary and also moving forward in the career. At Konsyg we want to give each of you a path towards being more successful and growing with us.

Grading and Job Progression At Konsyg we have broken down your path of progression through stages. Each stage consists of grades to which you can gradually move forward. The responsibilities at each stage differ and give you a window of growth with incentives and promotions. Your aim at Konsyg is to perform the responsibilities of each grade and then aim to reach the next grade to take on more challenges.

Entry to each Grade: All contractors of Konsyg will be assigned grades according to their roles and responsibilities currently handled. Any contractor who has completed 6 months in the system is eligible for job progression. The contractor would be evaluated based on their performance within relevant criteria (Mention Below) and evaluated to progress to the next grade.

New contractors who are hired would be hired as per Grade and level during the hiring process and will also be eligible for the same after completing 6 months in their level at Konsyg.

Grade Responsibilities In Detail Grade 1

Hunters: Summary: The ultimate and most important role in Konsyg. Contractors who are early in the job responsibilities and are still on the way to learning the different tips and tricks to do the job well are the Hunters. They are responsible for the groundwork and their main responsibility is to understand the job role and focus on achieving the targets at a daily level to taste success early. They need to understand all the aspects of the job that they are performing and develop subject matter expertise when in this grade. Dedication and commitment towards the company's goal and adhering to the company's values and campaign goals should be the primary responsibility in this grade.


Responsibilities:

  1. Attendance - is one of the primary requirements for this role. Showing up for duty is valued above all elements. Low attendance will impact your evaluation.

  2. KPI Attainment - also known as “hitting your targets” or doing the necessary volume of activities required.

  3. Conformity - adherence to Company policies and values

  4. Teamwork - being a team player is key to progressing forward


Timeline of evaluation: 6 months


Criteria to move to next level: At the end of 6 months, there would be an evaluation where the contractor would be rated on all the criterias on a 5 point scale (5 being the Highest and 1 being the lowest). All the contractors who rate 4 and above will be eligible for grade movement after an internal interview and online assessment. The movement within the grade entails promotion, new responsibilities and even a pay raise. An evaluation form will be given to assed performance. The contractor will rate themselves and will be evaluated by the reporting manager and the committee for final evaluation. The evaluation form, the online assessment and the interview will all be given due weightage to arrive at a conclusion.

Gladiators: Summary: The second level and more advanced stage of the Hunter role in Konsyg. Contractors who have shown advancements in their role and are ready to take on more. They are responsible for holding higher KPI numbers and are looked as the “go-to” people for carrying the expectations towards success. They also need to understand all the aspects of the job that they are performing while implementing the subject matter expertise they learned in the Hunter phase. The Gladiator is the leader in achieving the company's goals.

Responsibilities:

  1. Attendance - is one of the primary requirements for this role. Showing up for duty is valued above all elements. Low attendance will impact evaluation.

  2. KPI Attainment - also known as “hitting your targets” or doing the necessary volume of activities required. The aim is to try to go beyond your targets and show more than expected performance to set the standard pace of the team.

  3. Conformity - adherence to Company policies and values

  4. Teamwork - Being a team player is key to progressing forward

  5. Eagerness - Being able to take more responsibility and initiative towards the role.

Timeline of evaluation: 6 months of completion in the particular level

Criteria to move to next level: At the end of 6 months, there would be an evaluation where the contractor would be rated on all the criterias on a 5 point scale (5 being the Highest and 1 being the lowest). All the contractors who rate 4 and above will be eligible for grade movement after an internal interview and online assessment. The movement within the grade entails promotion, new responsibilities and even a pay raise. An evaluation form will be given to assed performance. The contractor will rate themselves and will be evaluated by the reporting manager and the committee for final evaluation. The evaluation form, the online assessment and the interview will all be given due weightage to arrive at a conclusion.

Knights: Summary: They are the pillars of their roles. Leading the team, understanding the concerns, finding solutions along with consistent performance is the key here. The goal is to become the subject matter expert. Solutions are found and given by the Knights. The role is to excel in achieving targets so that the others can take cue and follow. They need to set standards and help others in the team to achieve the targets. Coaching, training, communication and maintaining the health of the campaign is the major job role here. Constantly thinking of solutions that are out of the box in order to achieve and excel on all targets while helping team members to reach individual goals.

Responsibilities:

  1. Team Management - Understand the gaps of the team members and solve them so that they can achieve their individual goals.

  2. Problem Solving - providing quick solutions to increase efficiency.

  3. Systems and Strategies - bringing in a mentality of healthy competition where all the members achieve their goals.

  4. Leadership - leading by example in both achieving targets and maintaining conformity in the company by respecting all the values and policies of the company.

  5. Tactical - being Accountable, coaching team members, closing the numbers and strategizing


Timeline of evaluation: 6 months of completion in the particular level


Criteria to move to next level: At the end of 6 months, there would be an evaluation where the contractor would be rated on all the criterias on a 5 point scale (5 being the Highest and 1 being the lowest). All the contractors who rate 4 and above will be eligible for grade movement after an internal interview and online assessment. The movement within the grade entails promotion, new responsibilities and even a pay raise. An evaluation form will be given to assed performance. The contractor will rate themselves and will be evaluated by the reporting manager and the committee for final evaluation. The evaluation form, the online assessment and the interview will all be given due weightage to arrive at a conclusion.

Grade 2 Sages: Summary: They are the masters of the game. This is the stage for people who not only show exceptional performance and leadership skills but are also capable and willing to take on more responsibilities and want to become a part of the management. The goal in this level is to understand the multiple facets of the business and bring new ideas to the table to enhance the business. Sages can lead more than 2 campaigns at once and can deliver consistently. They are eager to take on new challenges and add value to the core business. They are quick to identify gaps and make decisions that are best suited to the company’s interest. Through deep understanding of campaigns and tools, they are tasked to train the team with their knowledge. Closing techniques, managing pipelines and unique strategizing are also skills to look at. Skilled at client management and communication are essential in the level. Taking risks while innovating business processes.

Responsibilities:

  1. Team Management - Understand the gaps of the team members and solve them so that they can achieve their individual goals.

  2. Problem Solving - providing quick solutions to increase efficiency.

  3. Systems and Strategies - bringing in a mentality of healthy competition where all the members achieve their goals.

  4. Leadership - leading by example in both achieving targets and maintaining conformity in the company by respecting all the values and policies of the company. Demonstrating ethics and integrity.

  5. Tactical - being Accountable, coaching team members, closing the numbers and strategizing

  6. Communication - handling team and client communications effectively

  7. Team Evaluation - identifying the gaps, recognising poor performance, giving feedbacks, quickly and fixing them.


Timeline of evaluation: 6 months of completion in the particular level Criteria to move to next level: At the end of 6 months, there would be an evaluation where the contractor would be rated on all the criterias on a 5 point scale (5 being the Highest and 1 being the lowest). All the contractors who rate 4 and above will be eligible for grade movement after an internal interview and online assessment. The movement within the grade entails promotion, new responsibilities and even a pay raise. An evaluation form will be given to assed performance. The contractor will rate themselves and will be evaluated by the reporting manager and the committee for final evaluation. The evaluation form, the online assessment and the interview will all be given due weightage to arrive at a conclusion.

Titans: Summary: This is the stage where you are an official manager of multiple aspects of the business. This is one of the rare stages that is elected beyond simply applying. You are selected by the top levels of Konsyg to be a Titan. It means that Konsyg has complete faith and trust for delivery, attendance and knowledge on all aspects of the business. Titans run the entire organization from hunters all the way to Sages. Titans have the ability to approve documents, suggest new initiatives and manage profits and losses across various departments in the Organization. Although responsibilities are similar to Sages, the Titan has the final say on all areas in Konsyg.

Responsibilities:

  1. Team Management - Understand the gaps of the team members and solve them so that they can achieve their individual goals.

  2. Problem Solving - providing quick solutions to increase efficiency.

  3. Systems and Strategies - bringing in a mentality of healthy competition where all the members achieve their goals.

  4. Leadership - leading by example in both achieving targets and maintaining conformity in the company by respecting all the values and policies of the company. Demonstrating ethics and integrity.

  5. Tactical - being Accountable, coaching team members, closing the numbers and strategizing

  6. Communication - handling team and client communications effectively

  7. Team Evaluation - identifying the gaps, recognising poor performance, giving feed backs, quickly and fixing them.


Timeline of evaluation: 6 months of completion in the particular level

Criteria to move to next level: By invite only

Hustlers: Summary: A very unique position in Konsyg. Usually reserved for older and more experienced individuals in the sales world. The Hustler is a Manager who also holds the most unique responsibility within the organization, to assist the leadership in bringing in new business. Not only does a hustler manager accounts alongside Titans, but they also carry a quota of new business to assist in the overall revenue of Konsyg. The Hustler is a “Jack of all Trades'' and usually works a few accounts internally while also prospecting and closing new business for Konsyg.

Responsibilities:

  1. Bringing new clients to Konsyg - Quota carry role to bring in new business to Konsyg

  2. Tactical - being Accountable, coaching team members, closing the numbers and strategizing

  3. Communication - handling Accounts and client communications effectively


Timeline of evaluation: Ongoing

Criteria to move to next level: At the end of 6 months, there would be an evaluation where the contractor would be rated on all the criterias on a 5 point scale (5 being the Highest and 1 being the lowest). All the contractors who rate 4 and above will be eligible for grade movement after an internal interview and online assessment. The movement within the grade entails promotion, new responsibilities and even a pay raise. An evaluation form will be given to assed performance. The contractor will rate themselves and will be evaluated by the reporting manager and the committee for final evaluation. The evaluation form, the online assessment and the interview will all be given due weightage to arrive at a conclusion.


Grade 3 Ninjas: Summary: The ninja can do all areas within Konsyg. Account Management, Prospecting, Operations and Team building. There are no business hours for the Ninja, the hours are spent in the hours of success. The ultimate support structure for the entire organization, the Ninja is the ultimate cleaner when there are gaps in our activities.

Responsibilities: 1. All things imaginable

Timeline of evaluation: Elected

Criteria to move to next level: Complicated


Senators:

Summary: The Senator is one of the faces of the organization. The final voice on most matters related to Accounts end to end. They operate through ninjas to ensure all areas of the business is air-tight.

Responsibilities: 1. The voice of the people

Timeline of evaluation: Elected

Criteria to move to next level: Complicated


Unicorns: Summary: The supreme level in Konsyg. The faces, voices and drivers of the organization. The Unikorn laughs and cries simultaneously at night.

Responsibilities: 1. Finance 2. Marketing

3. Sales

4. Operations

5. KPIs

6. Client Relations

7. Leadership Management

8. Culture Builders


Timeline of evaluation: There is no time


Criteria to move to next level: Crown Chakra Konsyg has now launched its leveling system!

In spirit of the job progression, we have now launched our internal leveling system to assist people with further understanding their current areas of responsibility while also knowing a clear path towards advancement in Konsyg. We will be sending you all individual levelings in the next week. Until then, please check the HR Portal under “The Republic” (scroll down) for more information.

Introduction Job Progression at Konsyg gives you a ladder to reach higher positions at Konsyg. It opens up a window of new responsibilities, promotion, increase in salary and also moving forward in the career. At Konsyg we want to give each of you a path towards being more successful and growing with us.

Grading and Job Progression At Konsyg we have broken down your path of progression through stages. Each stage consists of grades to which you can gradually move forward. The responsibilities at each stage differ and give you a window of growth with incentives and promotions. Your aim at Konsyg is to perform the responsibilities of each grade and then aim to reach the next grade to take on more challenges.

Entry to each Grade: All contractors of Konsyg will be assigned grades according to their roles and responsibilities currently handled. Any contractor who has completed 6 months in the system is eligible for job progression. The contractor would be evaluated based on their performance within relevant criteria (Mention Below) and evaluated to progress to the next grade.


New contractors who are hired would be hired as per Grade and level during the hiring process and will also be eligible for the same after completing 6 months in their level at Konsyg.

The timeframe listed RETROACTIVELY, so if you have been in the company for a few months, it can also be factored in.

Please stay tuned while we iron this out!