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Employee Journey Assessment

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20-question assessment covering the full employee lifecycle — from CES onboarding through SDR progression, career ladder, promotion scorecard, and offboarding. Passing score: 80%.
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1. The Employee Journey in an SGC context primarily maps:
The customer's buying process The lifecycle of an employee from onboarding through growth and potential exit The product development roadmap The annual budget cycle
2. What is a CES (Customer Experience Specialist) in the SGC org structure?
A senior executive role An entry-level role (L1) that interns fill in 10-day cycles A customer support role A part-time consultant
3. What happens after an intern successfully completes their CES cycle?
They are terminated They are promoted to SDR (L2) They become a manager They move to a different company
4. An Execution Plan in the Employee Journey context is:
A software deployment schedule A real worked example of how a team member implements their role day-to-day A marketing campaign A budget document
5. Which is NOT part of the SGC Employee Journey?
Onboarding and orientation Role-specific training and certification Stock option vesting schedule Performance assessment and promotion readiness
6. The SGC Career Ladder offers which tracks after the Specialization Gate?
Revenue Builder, Solution Builder, Demand Builder Sales, Marketing, Finance Junior, Mid, Senior Technical, Managerial, Executive
7. What is the minimum promotion scorecard threshold in the SGC system?
70/100 85/100 90/100 95/100
8. An SDR (L2) employee's primary responsibility is:
Closing enterprise deals Qualifying leads and booking BANT-qualified meetings Managing the product team Training new CES interns
9. All employees follow the same promotion timeline regardless of performance.
True False
10. The Employee Journey ends when an employee receives a promotion.
True False
11. The Execution Plan Real Example is a theoretical exercise, not a real case study.
True False
12. List the three specialization tracks after the SDR (L2) gate.
Revenue Builder, Solution Builder, Demand Builder Product, Engineering, Design Sales, Support, Admin Junior, Senior, Lead
13. Enumerate the five components of the SGC promotion scorecard with their weightings.
KPI 40%, Leadership 20%, Certification 20%, CRM 10%, Values 10% Sales 50%, Service 25%, Admin 25% Performance 100% Attendance 30%, Quality 30%, Speed 20%, Attitude 20%
14. List four requirements that must be met before a promotion is approved.
85/100 scorecard, Successor trained, No active PIP, Manager+HR signoff 2 years tenure, Manager approval only CEO signoff, Board vote, 90% score Team vote, Customer feedback, Revenue target
15. Name the assessment cadence for each career level.
L1-L3 quarterly, L4-L5 bi-annual, L6-L7 annual All levels monthly All levels annually L1-L3 monthly, L4+ quarterly
16. Explain why SGC uses a 10-day CES cycle rather than a longer or shorter onboarding period.
Balances learning immersion with momentum, creates a predictable 2-week pipeline It is the industry standard length Longer cycles are more expensive Short cycles are easier to manage
17. An SDR hasn't hit pipeline targets after 3 months. According to the Employee Journey framework, what should happen first?
Check if they are still within the 3-month ramp schedule and extend coaching Immediately terminate employment Reduce their targets Promote them to AE
18. How does the Employee Journey connect to the Career Ladder?
The journey describes day-to-day experience; the ladder defines advancement criteria They are the same concept The ladder replaces the journey after L2 The journey only applies to interns
19. Which of these is NOT a valid promotion prerequisite?
Successor trained No active PIP Minimum 2 years in role Manager and HR signoff
20. The offboarding pack should include all of the following EXCEPT:
Internal handover document Anonymous exit feedback form A performance bonus calculation Professional reference text in 3 formats