Xtremax Employee Benefits and Perks

Here are some initiatives to ensure good code quality is achieved:

Center of Excellence (CEO) is Xtremax's internal solution to spread technical innovation and improvement and is responsible for encouraging company-wide improvements both in technological advancements and delivery in the technology sector​.

COE's team consisted of Xtremax Solution Architects, Subject Matter Experts, and Managers, which are compiled as an Xtremax committee that will handle the technical innovation and improvement responsibility process on Xtremax.

Every technical design (architecture, diagram flow, ERD, etc) is reviewed by the COE, any team leader can raise the ticket request to research the technologies.

We help one another in our day-to-day product work regardless of their team. Using Microsoft Teams - team channel as the forum to post the issue and discuss cross team and cross department. For example developer facing the networking issue can raise the thread to ask the infrastructure team. People acknowledge and thank each other for their contributions to the forum.

Each employee can raise the impediment they face based on the project and company hierarchy structure. For example, team members can raise the difficulties to the Team leader, and the Team Leader can escalate the problem too to the Project Manager.

Customers can report the bug by sending an email or contacting the service desk for urgent issues. The service desk will track all the bugs reported on Atlassian Jira. For every bug ticket reported by the customer, we will determine the priority and urgency level according to the Service Level Agreement (SLA). For example, urgent/incident bugs must be solved in 4 hours, and medium bugs must be solved in 2 Days.

Xtremax developers' library built using the Microsoft .NET service called Xbase. Xbase provided all the general common function and service that is ready to use (e.g cron job, Identity provider, audit trail, connection to RMQ etc), helping every project have an early start.

Team regularly do the ice-breaking by doing the activities together (e.g hanging out or playing games) and the frequency depends on the team. The HR itself conducts the event like company dinner, sports activities, celebrating the company celebration, national day etc

There are 2 clear career progression paths and criteria:

Each team member needs to determine their career path and review it quarterly by matching it to their Objective Key Result (OKR). HR will accumulate the point based on the OKR result assessed by Team Lead, and inform Team Lead if the point accumulated is enough to promote it to the next level. 

Outside of the points, Team Lead can raise the request to HR for promotion by justifying too, and the request will be reviewed by the Manager.

In addition, employees can request to change their role if they feel the current role does not fit with their passion. The process of interview and examination must be passed before they can change the role.

For every Project Go-Live, the team must create the AAR on the Xtremax wiki, put the project information, what impediment facing during the project cycle and opinions on how to tackle them. The Project Director, Project Manager, and the project team will discuss together how to tackle the problem and put as reference actions need to do for the next project (The result are best practices or SOP) 

As the project team that adopts Agile, they do the sprint retrospective too, and still, do AAR when go-live.

On gathering the feedback determined by each team member (Company hasn't got any SOP), usually, the team member is briefed as to open and give any feedback and has the mindset, not for blaming anyone. If the team member not comfortable sharing on the team, they can communicate privately with the Team Leader.

HR will share the 360% feedback form and encourage everyone to minimally give feedback to 4 people (not mandatory). The feedback giver's name will be anonymized. 

After that, HR will consolidate all the feedback for each person and put it on their Self Review Document (containing the feedback given) and only accessible to HR and each individual. Each individual must assess their performance and what they think can improve.