1. June 15 1 Other Hiring Guidelines Mainframe & AS400 Competency PDM HANDBOOK Version 1.0

2. June 15 2 Common Mainframe Skills COBOL, PL/1, Assembler, REXX, CLIST, NATURAL, JCL Programming Languages DB2, IMS DB, IDMS, ADABAS, VSAM, Teradata, Datacom Databases / File Systems CICS, IMS DC, ADSO, TPF OLTP FOCUS, SAS, Easytrieve, CSP, TELON 4 GL’s Cool: Gen Case Tools SCLM, CA-7, Endevor, Changeman, SEEC, Relativity, Xpeditor, Intertest Tools OS/390, VM, VAX/VMS, TPF Operating systems Version 1.0

3. June 15 3 Common AS400 Skills COBOL, CL, RPG Programming Languages DB2/400 Databases / File Systems Turnover, Cool:CM, Aldon CM Config Management Tools REXX, PERL, Net.Data Scripting Cool: 2E / Synon, LANSA Case Tools Hawk Eye, Domino for iSeries, JDEdwards, BPCS Other Tools OS/400, Linux Operating systems Version 1.0

4. June 15 4 4 Candidate needs to be Selected in Technical Interview Check if account select - tagging can be done to respective account Refer to Requirements tracker for MF requirements for current open demand and for Joining location details, Manager name, dept code, Manager Emp Code details and required by time. Check if all mandatory skills are assessed and rated for COBOL and niche skill candidates, without relevant rating candidate will not go for PDM. HR need to send the Tech form back to the tech panel to complete. In case the PDMer has any doubt, he can suggest another round of technical interview Jot down discrepancies & inconsistencies if any in the “ADDITIONAL COMMENTS” field of the BBSi form Go ahead with Contractors from TIER I organisations, except those from HSBC All documented details should be clarified duly with the candidates Assess the attitude of the candidate (Discussed in detail through BBSI approach) Candidates between 5.5 - 6 yrs of experience are not to be considered as a 6B.They could be rejected. Those who are 6+ years of experience and performed lead functions plus meet the current demand to be considered as Band 7..PDMers to discuss CTC ONLY and not AR with the candidates and to mention only CTC Amount in the PDM BBSI form. Compensation guidelines in later slides. Interview Process Version 1.0

5. June 15 5 Interview Checklist Sanity Check of Technical Skill Assessment – Minimum rating on all mandatory skills to be 3 on a scale of 1 – 5 (5 being highest) Interviewed for special skills ? Consistency between EAF form and CV Academic record and institution Breaks in education or career – Evaluate reasons Evaluate on  Communication  Leadership  Breakthrough Thinking  Teamwork Version 1.0

6. June 15 6 Interview Checklist…Contd Frequency of job changes  Probe reasons  Too many changes is a matter of concern Worked in IBM earlier ? Can take Manager / dept details Dwell on experience – Total and Relevant Experience in reputed organizations Little known or unknown companies ? Seek clarification / Verify credibility of information in case of doubt Discuss constraints, if any Find out what motivates the candidate Version 1.0

7. June 15 7 Interview Checklist…Contd Probe on rewards, recognition, achievements etc. Seek information on family background Discuss current role and his expectation. Refer to the slide on Roles and Designations. Also discuss band, designation and location. Discuss current salary and expectation. Discuss Offered CTC explaining breakup. –Please follow the MF Compensation Grid using lower and upper limits for Vanilla or Niche skills, as applicable. We are open to taking <3 yrs only for NICHE skills.... for all Vanilla, production support, and RPG, they will have to be 3 yrs +. –Need to take a judgemental call on the final CTC, based on his education, experience, current organisation (tier1 or tier2), niche skill, technical assessment and current CTC. –Note that unless its a very niche skill like TPF / Assembler /DB2 DBA /Life400 or i90 skills, for all other niche skills, you could keep the hike percentage between current and offered CTC ranging from 30 - 35% which is market standards. Very glaring hike percentages of 50% and above may not be advisable, but in some cases may be required for very niche skills In the additional comments section, mention the expected CTC of the candidate. In the offered CTC section, mention agreed CTC that you would be offering and if the candidate has agreed Version 1.0

8. June 15 8 Interview Checklist…Contd Joining Bonus are given out to candidates to manage CTC expectation or for early joining –9% Joining Bonus of CTC for vanilla candidates. –18% Joining Bonus of CTC for niche skill candidates Relocation allowance to be mentioned on the BBSI form where candidates are relocating from one city to another more than 100Kms. – Current and offered locations to be clearly captured in the BBSI form. – Relocation benefit must be explained to the candidate, if the benefit is given. NO DOJ BETWEEN 20-Dec-2011 to 15-Jan-2012 ( both dates inclusive ). Onboarding days : Monday, Wednesday, Friday Fill up BBSI Form for selected candidates with all relevant and mandatory details. Rejected candidate forms to be filled with reasons for rejection. Project specific hiring to be mentioned explicitly with all relevant details No building specific or type of project requests not to be entertained. Avoid putting candidates “ON HOLD” Version 1.0

9. June 15 9 Value addition from the PDM Check on –Ability to grasp –Ability to comprehend and communicate –Ability to make logical decisions –Exposure to quality life cycle –Exposure to Estimation Techniques –Requirement gathering methods, complexity factors, Risk Management –Client Interface Version 1.0

10. June 15 10 From the Candidate :  Last 3 months pay slip Photocopy (Company's logo or letter head mandatory)  Updated Resume  Photograph Passport sized (1 copy)  Photo Proof of Identity (Photocopy of any one of the following: PAN, Driving License, Passport, Voters ID, Current Organization’s ID Badge)  Photocopy of the current offer/increment letter, which shows the current remuneration Other mandatory documents required:  Hard-copy of filled up EAF version 1.6  Candidate Self Assessment sheet  Technical Assessment sheet filled in by Tech panelist For SSP to Lateral Conversion Cases:  For SSP to Regular: NOC from the Vendor & the PM’s Approval is required.  Photo copy of previous job offer & release certificate if any job change has taken place during past 6 months  NOC from present employer if the employer is IBM vendor or business associate/partner In case of incomplete documents, please do not do the PDM interview. Please forward the documents to Hiring SPOC in your location Documents Required: Version 1.0

11. June 15 11 BBSI & Educational Qualification  BBSi (Behavior Based Structured Interview)  Mandatory fields oBand and Sub Band oTotal and Relevant years of experience oCurrent and offered Location oTotal Compensation Offered oReporting Manager oIndenting Manager oRelocation and JB benefits (if provided)  Check with hiring SPOC s for details of Reporting & Indenting Manager; Educational Qualification  Calculation of relevant experience based on educational qualification: oType 1: BE / B Tech / MCA / M Sc / MA / CA / MBA Software Management – No adjustment oType 2: MBA after BA / B Sc / BBA / B Com / BCA – No adjustment oType 3: BA / B Sc / B Com / BBA / BCA - minus 1 Year oType 4: ME/ M Tech/ MS – plus 1 year oType 5: MBA after BE / B Tech / MCA / M Sc / MA / CA – plus 1 year oType 6: MBA after ME / M Tech or Doctorate / Fellow in Management - plus 2 years Version 1.0

12. June 15 12 Band Restructuring: Recommendation Band DesignationPRG CodeJob FamilyRecommended Split Indicative Relevant Exp (Yrs) 6Associate System Engineer4AP6AP6G0-1Yrs 6System Engineer4AP6AP6A2-4 Yrs 6Senior System Engineer4AP6AP6B4-6 Yrs 7Advisory System Analyst Associate Project Manager 4AP7 4PM7 AP PM 7A6-8+ Yrs 7Senior System Analyst Project Manager 4AP7 4PM7 AP PM 7B8-12+ Yrs Version 1.0

13. June 15 13 Role & Designation – Basics Role and Designation are independent of each other. A question of Designation is often a question of role. Candidate need to understand that –Designation is Org dependant and sometime undergoes a change – so role is imp. –Designation question is primarily a role question –IBM, like any organization would like to utilize him to his fullest ability (role) –Roles (and career) will progress to management, technology or domain once a solid technology base has been established. Version 1.0

14. June 15 14 Band & Role description – 6A & 6B Band 6A: 2 – 3 yrs Focuses on individual objectives and developing professional effectiveness. Skills: Environment: Has professional knowledge related to incumbent's position. Requires ability to absorb professional knowledge quickly and develop skills. Communication/Negotiation: Draw upon professional concepts to carry out assigned duties. Take instruction Problem Solving: Recognize job-related problems. Do a root cause analyzes using existing techniques or tools, prepare and recommend solution alternatives. Contribution and Leadership: Works on professional projects. Work is often reviewed for developmental purposes. Impact on Business/ Scope: Accountable for individual results. Contributes to project delivery and adheres to deadlines Band 6B: 4 – 6 yrs Focuses on team objectives and developing professional effectiveness. Skills: Environment: Has professional knowledge and experience related to incumbent's position, team, and department. Requires ability to develop professional skills in the team. Communication/Negotiation: Collaborate with others to ensure completion of assigned duties. Negotiation is required. Problem Solving: Recognize job-related problems. analyze causes using existing techniques or tools, prepare and recommend solution alternatives. Challenge the validity of given procedures and processes with the intent to enhance and improve. Contribution and Leadership: Understand the standard mission of the professional group and vision in own area of competence. May directly or indirectly influence people in own project. Position may require Leading a team and coordination of activities of less experienced or less knowledgeable team members. Impact on Business/ Scope: Accountable for individual or team results. May contribute by supporting activities that are subject to business measurements, impact customer satisfaction, or impact immediate costs Version 1.0

15. June 15 15 Band & Role description – 7A & 7B Band 7A: 6 – 8 yrs Job description: Responsible for development, support and implementation of a complex project module. Typically works on medium risk, complex projects. Participates and may provide technical leadership to a small team. Receives minimal direction and supervision from more experienced staff members or management. Communication/Negotiation: Requires good written and verbal communication/negotiation skills with peers and management. Responsible to coach, guide and mentor junior member to scale up faster. Problem Solving: Demonstrates analytical ability and creativity in developing and implementing plans and solutions for complex project modules. Resolves issues using creative techniques. Contribution/ Leadership: Accountable for meeting project targets. Helps developers understand and implement design and ensure completion of routine technical/operational activities for a small project. Maybe responsible for to manage a module or project. Band 7B: 8 – 12 yrs Job description: Responsible for developments, design, implement/integrate, maintain and document complex applications supporting key business activities. Requires extensive knowledge on multiple technologies/expert knowledge in one technology. Receives assignments where the processes and work instructions may or may not exist. Communication/Negotiation: Able to train users of applications, offer tips for increased productivity across user community. Encourages and accepts personal feedback and promotes cooperation between team members. Responsible for coaching, guiding and mentoring junior members in the team to help them scale up faster. Problem Solving: Demonstrates the ability to identify and solve problems quickly; ability to identify tasks, which could be automated thus increasing team productivity and efficiency. Contribution/Leadership: Accountable for meeting project targets. May be required to provide Sr. Management advise on specialised technical issues. Has project management responsibilities and manages allocation of development resources across projects and leads overall functional teams. Fully contributing team member and provides leadership to a small team. Version 1.0

16. June 15 16 Role Progression Version 1.0

17. June 15 17 Career Map ManagementDomainTechnology Version 1.0

18. June 15 18 Selling IBM Cascading your pride of being an IBMer :  A Century Old company  Leaders in IT (hardware and Software), Research  Nobel Prize winners  Legacy of acquisitions and spin-offs.acquisitionsspin-offs  German SAP (1972) by five former IBM engineersSAP  Chinese Lenovo became world-famous after acquiring IBM's Thinkpad business in 2005Lenovo  Opportunity in a wide range of Technology, Sectors  India ; Key GDC  IBM’s focus in India, IBM India’s growth and his personal growth is more likely in a growing organization  Focus on diversity hires  Flexibility & Working from Home, if required  Focus on Employee Skills – Trainings & Certification  IBM’s focus on career-plan based training vis-à-vis project based training (PeM concept can also be introduced here) Investment in Certification (It has permanent value and is not limited within the company)  #2 in Global Brand Value for the Year 2010  Focused Harassment Policies Version 1.0

19. June 15 19 Selling Mainframe &AS400 Mainframe & AS400 Service area : Second Largest competency in Application Managed Services, third largest in IBM  Current headcount of 5100 practitioners approximately Extensive experience in successful project deliveries in following areas  Application Transition / Management  Legacy Transformation / Porting  Migration / Conversion  Application Re-engineering  Product Maintenance Experience in serving across various Industry sectors  Telecommunications  Financial Services (Insurance, Banking & Capital Markets)  Industrial & Distribution  Healthcare & Life Sciences  Others (Chemical & Petroleum, Energy & Utilities, Public Sector and Education ) Country-wide presence : Well established teams in Bangalore, Pune, Gurgaon, Kolkata and Hyderabad  Inhouse Mainframe and AS/400 for practice and learn  IBM’s high end brand new system-z machine Version 1.0

20. June 15 20 Compensation Calculator Version 1.0

21. June 15 21 Mainframe Compensation Grid Version 1.0

22. June 15 22 Compensation Guidelines: Compensation guidelines for hiring  Methodology: Ranges have been constructed off the incumbent population and are subject to revision every quarter.  Competencies may have their own guidelines within the broad compensation guidelines with C&B approval  Clip level checks required: Exception Approval is required in the following cases: oThe PDM’er exceeds the GRID. oCTC offered less than the min oBand Offered is not as per the experience & Grid.  Use the supporting documents to check the salary ranges. Please refer to the MF Salary Grid attached in the earlier slide  Explain the salary structure (CTC) to the candidate in detail;  It is advisable to have a verbal confirmation of the negotiated salary with the candidate. Non-relevant experience should not be considered;  Relevant experience: Should be calculated & captured correctly;  Ex-ibmer candidates should be selected based on the rehire policy  Tier 1 Organizations include TCS, Infosys, Wipro, CTS, Accenture, Cap Gemini, PwC, Oracle etc. Version 1.0

23. June 15 23 Compensation Guidelines (Cont.): Other important details:  Any gap in service must be excluded;  General experience in teaching should be excluded;  Non-Development experience should be fully excluded. This is not applicable to cases while hiring people with domain and functional expertise;  Simultaneous credit of having an education along with working can not be given. Consider only one. For example, if for a person, who passed BSc in Apr; 2000 and has started working for a company until Apr 2004, and he/she has done a correspondence/evening/private MCA from Apr 2000 to Apr 2003: either we take combination of B.Sc. + rel. exp. or MCA + post MCA exp;  Project training during final year of educations are not to be credited as experience. Version 1.0

24. June 15 24 Do’s Greet the candidate in the beginning Create a Friendly Environment Respect the candidate Provide settling time Give brief overview about the Organization, Different Locations, Major Clients / Projects Capture the preferred location of the candidate Mention reason for offering joining location different than his preferred location Probe on potential ML and Marriage Cases very subtly. Mention reason for rejection Stick to time Space out your questions Thank candidate for the interest shown in IBM at the end Version 1.0

25. June 15 25 Don’ts Do not contradict / Argue with the candidate Do not ask questions  where you are not sure about the answers  which require a Yes/No answer  In areas where candidate is not good at Do not commit any Salary / Role / Onsite Opportunities Do not commit on nature of projects (Development, enhancement, “Good Projects”, “Big Customers” etc.) Do not ‘sell’ any specific location to influence candidate’s preference. Sell only IBM Do not concede to building specific / type of project requests from candidates Do not exhibit self-importance over the candidate Do not undermine credentials of those coming from lesser known companies Version 1.0