Scope Area of ownership and level of autonomy / ambiguity	Collaborative Reach Organizational reach and extent of influence	Competencies Competencies developed to deliver results
I execute on defined projects and contribute to delivering work in support of organizational and team goals. I independently determine or define solutions, or use existing approaches to solve defined problems.	I work primarily within the scope of my team with high-level guidance from my manager or mentors.	Craft - I am increasingly mastering my craft and leverage it to deliver more impactful results (e.g. process improvements) Mentorship - I may mentor new hires, interns, or more junior engineers.

🌟 Results

Responsibility	Key Behaviors
Results	I work with my manager to prioritize work and direct my focus so my work advances team and organizational goals. I prioritize the right things and don’t overcomplicate my work. When necessary, I propose appropriate scope adjustments. I effectively participate in the core processes of my team, including recommending and implementing process improvements.
Ownership	I follow through on my commitments and take responsibility for my work. I proactively identify and advocate for opportunities to improve the current state of projects and processes. I learn from failures and document how to avoid them. I think a step or two ahead in my work, solve the right problems before they become bigger problems, and problem-solve with my manager when I’m stuck.
Decision Making	I Identify and gather input from others and consider colleague needs to make informed and timely decisions.

↔️ Direction

Responsibility	Key behaviors
Agility	I’m open to change and enthusiastic about new initiatives I work with my manager to navigate complex and ambiguous situations.
Innovation	I ask questions and contribute to new ideas/approaches I experiment with new approaches and document what I learned.

🌱 Talent

Responsibility	Key Behaviors
Personal growth	I proactively ask for feedback from those I work with and identify ways to act upon it. I have self-awareness about my strengths and areas for development I drive discussions with my manager about aspirational goals and seek out opportunities to learn and grow.
Hiring	I contribute to interviewing and assessing candidates to help us build a diverse and talented team. I am able to represent my team’s initiatives and goals to candidates in a compelling way.
Talent Development	I model integrity and a high standard of excellence for my work. I help the more junior members of my team. I offer honest feedback that is delivered with empathy to help others learn and grow.

🌈 Values

Responsibility	Key Behaviors
Collaboration	I effectively collaborate to get work done I work with my manager to manage conflict with empathy and cooperation in mind.
Results	I work closely with my team but I’m able to operate asynchronously.
Efficiency	I closely watch my work flows and I look for potential improvements to speed and accuracy.
Diversity & Inclusion	I contribute to a positive sense of community on the team (e.g. engage in team lunches, team offsites, and other group activities, help with new-hire on-boarding). I listen to different perspectives and I remove biases from my words and actions I demonstrate Roivant IT Values on a regular basis
Transparency	I write and speak clearly I listen to understand others and ask clarifying questions I document and share relevant information on my projects to my manager, team and colleagues.

🛠️ Craft

My primary professional focus is on diversifying my skills so as to support and troubleshoot a wider scope of problems. I am beginning to work more in planned projects and products.

Responsibility	Key Behaviors
Support Practices	I effectively triage and direct incoming tickets. I document work consistently, including contributing to the Handbook, runbooks or other process documentation. I handle most team tickets without need for escalation. I am beginning to consider the overall support practice and the processes it contains.