Contact Energy

We have our internal process of measuring performance - where we will set our own performance goals at the start of the year and feedback loops every quarter. Every quarter we will need to fill in the performance review form, which is a reflection you made in terms of the department you work in, technical skills you have learned and other soft skills. By the time we reach our year-end review - we will talk about how I perform and grade ourself between Good, Great, Outstanding against the KPI that we have set earlier in the year. From there, there will be an internal calculation based on the review and it will then reflect in your pay raises.

The Engineer progression framework was shared to me which shows specific tasks I will need to complete to progress, as well as each progression opportunity as an engineer (intermediate, engineer, senior, etc.). It isn't super specific on the length of time before I can progress to the next stage however this is because it is more of a skills based progression.

They seem to really value pushing people up through the ranks and upskilling them. It is emphasised on the daily and my manager makes sure that I am on track for this. They make sure that we get enough variety of experiences so that we are fully competent to move to the next level.

Within the grad program there is no progression opportunities. At the end of the program there is automatic progression into your home team. In the technology department there isn't a clear progression path. Engineering in Generation however, have a clearly defined progression path to work towards.

I am aware there are plenty of opportunities provided to us graduates, however I haven't gotten into the discussion of what the future may look like yet. After 18 months, we will move into a permanent role that will reflect what rotations we've been involved in.