Ojt Evaluation: Fill & Download for Free

Hi,I merged the questions as it was a mess, multiple people asking for same thing in different manner, it was creating a chaos.Let me answer it in a manner, that all the questions I have merged can be answered by a single comment.HCL Leap Program or HCL TSS, it is a self paid program initiated by HCL.1. You have to go through 3-4 sets of interview, mainly they focus on your communication skill and than other test results are stored to evaluate you at the end of program whether you have gained something from the program or not.If you met the basic requirements you will have a call letter, asking you to pay the amount (which might be different for people as they are changing their schemes quite often now).2. So you need to pay the first installment in order to reserve the seat in the program, and than you need to carry the second installment on the day you are asked to join in manesar, Madurai, lucknow or any other centre (again installment things might vary)3. There is a 3 month classroom program in which there are mainly two basic areas of concern, one is the technical part on which you are going to attain your career, and the second one is communication (English). Remember you have to go through an assessment every week for technical part where as the communication assessments happen at end of every month(3 in total).You have to maintain a score of 70% aggregate is both technical and communication assessments in order to proceed further otherwise, you have to stay 2-4 more weeks to give the assessments again.4. As you have cleared your classroom training, now you have to go through a 3 month OJT (On Job Training) period, which would be like an internship but more realistic as you would be assessed and trained in the same thing you have to work for the rest of your tenure. You would get a stipend of 5000rs.At the end of every month, a report would be sent to your reporting manager to score you accordingly, if the aggregate of 3 month is more than 70%, you will be placed in HCL.Remember this stage completely depends on your behavior and performance, if you are better this period can be reduced to 2 months or even less and if you screw it, you might be asked to add an extra month.5. As you will be placed, within a time period of three months of your joining you have to clear an international level certification, for example ISTQB-CTFL for testers, and ITIL for ASM, CCNA for networking. This certificate cost is included in program fees.If you successfully clear the certification In first attempt, you are done.but if you failed to do so, you have to reappear at you own expenses and submit the certificate within the 45 days of your first month.You will be on a bond period of HCL TECHNOLOGIES for 18 months that starts from the date of your OJT period, whereas the Bond of HCL TSS will start form the first day of deployment.Note: These are the updatesThe package has been revised to 2.5 lakh per annum i.e. 15541 in hand after deducting your loan amount.You will now be placed on hcl technologies payroll once you are done with OJT.MOREOVER the appraisal cycle is reduced to 12 months. So that's a big deal.If you continue to stay your tenure with company than at completion of 3 years you would be rewarded by extra 50k that is not the part of CTC, the amount will keep on increasing per year.Hope this was helpful for all.That's it folks.

There are “programmers” that cannot program.I had a subordinate while in the military, that could not even write pseudo code to copy one file to another. Her boyfriend was ready to assault me for getting her kicked out of the US Air Force. She said I blind sided her. I told him I had let her know plenty of times. He said prove it as did she. I asked if she really wanted me to prove it. With her permission and my supervisor watching, I showed him 7 monthly evaluations, each signed by her, all indicating her problems. I also showed where she signed on my denial of her NCO status. I showed where she signed on my refusal to grant OJT completion certification. I showed where I filled out forms almost never used denying her the privilege of testing for promotion, with her signature. The last form, which had been what he knew about, was the form where I had denied her re-enlistment. I did not show the records of verbal counseling, the letters of counseling, or the letters of reprimand.She was a friend. I literally begged her to if not take my training to go to college to learn how to do her job and offered to give her time off to attend classes and for free (my supervisor and commander arranged full payment from base education office).From what I last heard was when I was asked for a recommendation at where I worked. Her future boss knew me and that I had been part of the unit during the time she listed on her résumé. I told the truth, she was not hired. He said he was most skeptical because in the previous 3 years she had worked for 6 different contractors. I guess she ran out of them or they spread the word.Had she been applying for a job on a help desk though, I would have given glowing recommendation. She was good at learning procedures and fixes and much better at communicating than me, but without the code in front of her, I doubt she could write a “Hello world” program in BASIC if it were needed to save her children, husband, and then herself from be dropped one at a time into a wood chipper (about as horrible a thing as I am capable of imagining).I liked her, but you have to be able to do your job, learn to do your job, get into another job where you can do the job, or leave. After the boyfriend incident, we have not spoken. I was already on terminal leave for my retirement and only was there to ensure the evaluation I wrote for her was not contested. If it had been contested and I was not present to defend it, it would have been discarded. I guess, I liked the Air Force more, or I felt it was a disservice to other programmers that were competent to not do my job.Yes, there are “programmers” that cannot program.

All Law Enforcement agencies now require a high school diploma and usually a minimum of an Associates Degree to get hired. So if you a qualified enough to get through the entrance written exam, the physical agility exam, the background investigation (no easy task), the medical exam, the psychological exam, the drug screen, the Oral Board, and the Chief’s interview, and then you are offered a job, the OJT training starts.Most initial Police Academies have an 18 to 24 week Academy. In these Academies the fledgling officer is exposed to criminal law, civil law, training on how to handle different types of calls, physical training, firearms training, self-defense training, driving skills, verbal confrontations, first aid, just to name a few.Since most agencies are not large enough to field and support their own Police Academy, their recruits are sent to a State or regional Academy. In those cases it is not unusual that upon completion of that Academy and returning to their agency, they then have to attend another training session of anywhere from one to four weeks where they are taught their agency’s Polices, Procedures, Rules, and Regulations and anything else the agency deems important to their operation.The new officer then finally gets to get on the street. Here they enter the Field Training Program (FTP). In the FTP they are assigned to a Field Training Officer (FTO). The FTO’s job is to watch and instruct the new officer on how to do the job. The FTP usually consists of three sections of 4 to 6 weeks each spent with a different FTO, again with a written evaluation completed of their performance for each day. Each day ends with a face-to-face evaluation with their FTO discussing their performance.At the end of the three sections of training with the three different FTO’s the trainee officer then begins their final evaluation. Here the trainee operates as if they are on their own. There is an FTO riding with them, evaluating their every move, and documenting same. The FTO will not intervene in any action of the trainee unless the trainee does something that is in violation of Department Policy and Procedure, or places a citizen, suspect, or the officer in physical danger. Then the FTO will intervene to ensure things are handled properly. Supervisory notification is usually required in these cases.If the officer passes his final evaluation they are then permitted to go out and police on their own. It is then the supervisor’s, usually a Sergeant, responsibility to keep a close eye on the new officer. In my agency the Sergeant was required to complete a written evaluation on the new officer every two weeks until the officer completed his first year. Then monthly evaluations were required until they completed their probationary period of 18 months. Most agencies have similar programs.Let’s review:18 weeks minimum Police Academy04 weeks minimum FTO Phase 104 weeks minimum FTO Phase 204 weeks minimum FTO Phase 302 weeks minimum Final Evaluation Phase18 weeks minimum Close Evaluation by Immediate SupervisorAs you can see the first year of a new officer is usually highly structured, highly observed, and in a period of their career that they can be terminated for any reason. It is not uncommon for an agency to lose 40 to 60 percent of the candidates that they send to the Academy that could not graduate. It is also common that agencies lose another 40 to 60 percent of the recruits that enter the Field Training Program.This is just an example. Many agencies require even more training than this. There are Academies that are 6 months or more in length.There are Academies where the officer pays to attend, hoping that they can first graduate, and then that they can get a job afterwards. In most cases however the Agency hires the candidate and then sends them to the Academy where they are paid to learn because they can evaluate the candidate while they are in the Academy as well.A lot of effort goes into the Agency trying to ensure that only the best candidates get to wear their badge and represent their Agency. The stakes in liability and lives is just to great not to put in that effort.Would more time in the Academy create a better trained officer? Most likely it would. The question for society is how much are you willing to spend to support that type of training? Are you going to use the model where the Agency pays the officer’s salary while they attend this longer training? The public is usually not happy with Police budgets as they are now.With approximately 800,000 Law Enforcement Officers currently on the street in local, State, and Federal Agencies in my opinion law enforcement does a great job of weeding out the unqualified people between the Academy and the Field Training Program and further through close supervision. If it were my choice I would expand the Field Training Program because that is where bad habits can quickly be identified and dealt with through either training or termination.