Geotech Infoservices System Administrator Reviews

Employer’s Response

At GeoTech, we strive to foster a positive work environment with growth opportunities. We're glad you appreciated the supportive team, work culture, and exposure to new technologies. However, we’d like to clarify the performance pay structure, which may help address some of your concerns regarding variable pay. Let me take a moment to explain the purpose behind the performance pay, so we can all be on the same page about how it works. When new team members join GeoTech, we begin by discussing their expected salary, or commercials. Based on the interview performance and the potential we see in the individual, we set the corresponding salary. If the figure is close to what the candidate expects, we have an open conversation and usually come to an agreement that works for both sides. You might recognize this process from your own experience. Now, here's an important point: While this salary is discussed upfront, the performance pay is not revealed at the same time. It's only when you receive the official offer letter that you'll see the details of the performance pay. This pay is designed to reward you for exceptional performance—for going above and beyond your standard responsibilities. For those undergoing appraisals, similar to when you joined, we discuss the fixed CTC (cost to company) first. The performance pay is not part of this discussion during the appraisal process—it’s always intended to be a separate reward for exceeding expectations. So ideally, the salary is for Meeting Expectations and the performance pay is for Exceeding Expectations To put it simply, your fixed salary is there to compensate you for meeting expectations. The performance pay is the extra recognition and reward for exceeding those expectations—for delivering work that goes above and beyond. Now the performance pay itself is split into two key components: · 70% is based on your performance—your contribution and quality of work which exceeds expectation. · 30% depends on the overall company performance, aligning our team’s efforts with the company’s success. This ensures that we are all aligned in our efforts to support the company's growth and success. If you consistently exceed expectations and deliver outstanding results, this performance pay is our way of recognizing and rewarding your exceptional efforts. We truly appreciate the hard work and dedication that goes into this, and it's important for us to acknowledge and reward those who go above and beyond. We understand that this structure may differ from typical variable pay models, but it allows us to recognize exceptional contributions fairly. We appreciate your dedication to GeoTech, and we're constantly refining our processes to ensure our team feels valued and rewarded for their hard work. Please feel free to reach out if you have further suggestions or want to discuss your experience in more detail.

Employer’s Response

Dear Employee, We appreciate your feedback and concerns and would like to take this opportunity to address some of the points you've raised about your experience at our company. We value our employees' well-being and strive to create a positive work environment, so we would like to clarify our perspective on these matters: 1. Workload and Work-Life Balance: Our employees have busy schedules, and we do our best to manage workloads effectively. We intend not to treat anyone like robots but to ensure we meet our commitments and deliver results. We encourage employees to communicate their concerns about work-life balance with their supervisors so that we can explore ways to improve it. 2. Appreciation: We take employee appreciation seriously. While it may not always be evident, we have various recognition programs to acknowledge outstanding performance and contributions. We encourage open dialogue to address any concerns regarding recognition or appreciation. 3. Salary and Variable Bonus: Our salary structure is designed to be competitive and fair within the industry. Variable bonuses are tied to performance metrics, but we follow a transparent process for evaluation and payout. If you believe there has been a discrepancy, please discuss it with HR, and we will review your case diligently. Performance pay is a common way for companies to motivate and reward employees for their contributions and achievements. It is an effective way to align employee efforts with company goals and objectives Some Facts About our Performance Pay: Performance Pay Percentage: Our performance pay is only 12% of the monthly gross income. This means that if an employee’s monthly gross salary is $X, they will receive an additional payment of 12% of X as performance pay on a quarterly basis. As the name suggests, performance pay is tied to an employee's performance. This means that it is typically based on how well an employee has performed in their role. High performance is often rewarded with a higher performance pay. Currently, employees who are eligible to receive performance pay have received it according to the company's policy 4. Leave and Remote Work: We offer a standard leave policy, which employees can avail as needed. Regarding remote work, we assess such requests on a case-by-case basis to ensure that they align with the nature of the role and business needs. Here are some data on the remote and weekend work: Remote Work (WFH) For last six months • There were 251 WFH request granted. • 71% of the people have worked from home Weekend Work for Last Six months • 16% of the people have engaged in weekend work for past few months. • Weekend work is related to our product that is football fantasy app which was scheduled for a release. As it did not happen the team had to work for few weekends. Please note that the weekend work has been compensated with immediate leaves on weekdays. Leave Usage for the Last Month • 79% of the people have taken leaves during the last month • The total number of leaves taken by these individuals is 84 days Furthermore, we continuously evaluate and adjust our policies based on evolving circumstances. 5. Interference from Senior Management: Our senior management aims to provide guidance and support rather than interfere with day-to-day tasks. Strategic decisions and not micromanagement often drive their involvement. We will work to ensure that this balance is maintained. We understand that no workplace is perfect, and we are continuously working to improve our company culture and policies. We value your input and encourage open communication to address these issues effectively. If you have specific concerns or suggestions for improvement, please feel free to reach out to HR or your immediate supervisor. Thank you for being a part of our team, and we are committed to making your experience here a positive and fulfilling. Sincerely, GeoTech