Modify the style of basic principles, and add navigation files for levels. Modify the text style for FAQ.

Author: YGeorge

FAQ.md

@@ -1,55 +1,53 @@
 # FAQ
 
-## :clipboard: Grading System and HR 
-
-### How do HRBO positions compare with grade levels?
-- Now in HRBO --> Grading System 
-- Software trainee --> E1 - Intern
-- Junior Software Developer --> E2 - Junior
-- Software Developer --> E3 - Middle
-- Software Developer --> E4 - Middle 
-- Software Developer --> E5 - Middle
-- Senior Software Developer --> E6 - Senior
-- Lead Software Developer --> E7 - Lead
-
-### How will Grades and PPR correlate?
-These processes are now merged, you can find more about it in Devexperts documentation. 
-
-### How will salaries be tied to grades? Will it be public information?
-There are salary ranges for grades, they can overlap with each other. The exact values of the salaries in these forks are not public information. 
-However, the transition to the next grade indicates that your salary will increase. The size of the increase should be discussed with the manager. 
-
 
-## :pencil: Filling PPR/Grades assessment form
+## :pencil: Filling Personal Perfomance Review (PPR)/Grades assessment form
 
 ### How to use T-shirts? How can it be used for the non-regular activities like pre-sale and architecture decisions?
 The T-shirt measurement system, same as the entire Grading System, does not have rigid meanings. 
 T-shirts indicate the frequency/amount of action performed from XS - “never/very little” to XL - “often/very much”. 
 N/A means "not applicable/never". For non-regular activities it’s ok to estimate it relatively.
 
-### I didn’t get how to evaluate T-shirt for “Behavior to avoid” section.
+### How to evaluate T-shirt for “Behavior to avoid” section?
 When evaluating “Behavior to avoid”, T-shirt sizes also mean from XS - “never/very little” to XL “often/very much”. 
-N/A means "not applicable/never". So it’s bad to have in “Behavior to avoid” any values starting from M and bigger -  this is a blocker. 
+N/A means "not applicable/never". It's recommended to avoid any values starting from M and above in the "Behavior to avoid" section as it can be considered a blocker.
 The desired situation is to have only N/A and XS.
 
 ### How facts can be collected and validated to evaluate performance?
-A wide range of sources could and should be used to collect and validate facts on performance, for example: a "360-degree feedback", metrics from different tools (Jira, JTT, Velocity etc.), training certificates, feedback from relevant colleagues, etc. 
+A wide range of sources could and should be used to collect and validate facts on performance, for example: a "360-degree feedback", metrics from different tools (Jira, Velocity etc.), training certificates, feedback from relevant colleagues, etc. 
 
 ### Is programming language certification required to get a particular grade?
 There are no mandatory certification requirements. However, any programming language certification can be included into a personal development plan.
 
 
 ## :key: Grading System and Unique projects
 
-### Each project/team is unique. Some of the items may have much more weight for a particular team. 
-### Can I make this amendment myself and note that this or that is important given the team/project specific?
+### Each project/team is unique. Some of the items may have much more weight for a particular team. Can I make this amendment myself and note that this or that is important given the team/project specific?
 Yes. The Grading System does not have rigid meanings, it is intended to indicate general guidelines that need to be used, considering the team/project specifics.
 
 ### What if not all the Grading System criteria are applicable to our project?
 There are necessary criteria for each level which are applicable for each project. 
 All other criteria are up to you and your manager, for those not applicable you can use N/A.
 There is an “Other” field to describe all specifics you want. 
 
+## :clipboard: Grading System and HR 
+
+### How do positions in internal HR system (HRBO) compare with grade levels?
+- Now in HR system --> Grading System 
+- Software trainee --> E1 - Intern
+- Junior Software Developer --> E2 - Junior
+- Software Developer --> E3 - Middle
+- Software Developer --> E4 - Middle 
+- Software Developer --> E5 - Middle
+- Senior Software Developer --> E6 - Senior
+- Lead Software Developer --> E7 - Lead
+
+### How will Grades and Personal Perfomance Review (PPR) correlate?
+These processes are now merged, you can find more about it in Devexperts documentation. 
+
+### How will salaries be tied to grades? Will it be public information?
+There are salary ranges for grades, they can overlap with each other. The exact values of the salaries in these forks are not public information. 
+However, the transition to the next grade indicates that your salary will increase. The size of the increase should be discussed with the manager. 
 
 ## :globe_with_meridians: Other
 
@@ -61,7 +59,6 @@ This means that either the system has been incorrectly applied or it contains se
 Contact the Head of Competency about such cases.
 
 ### What if the developer is very modest and filling out the assessment for themselves, will not qualify for the grade they actually deserve?
-The company is interested in the adequate assessment of employees’ impact. 
-It's the responsibility of the manager to align the developer's grade with their real achievements.
+The company places great importance on ensuring that employees' impact is assessed accurately and fairly. It's the responsibility of the manager to align the developer's grade with their real achievements.
 
 

Levels_Engineering_Managers/engineering-managers-profile.md

@@ -0,0 +1,18 @@
+# Grading System for Engineering Managers
+
+**For Engineering Managers' Grades**, there are the following main sections:
+- Overview and regular tasks (the most important part) - "What is my level of responsibility?",
+- People management - "How do I work with people inside and outside my team?",
+- Project / Product development - "What is my impact?"
+- Knowledge sharing - "How did I organize the knowledge exchange inside and outside the team?"
+- English language level 
+  
+  
+**Engineering Managers Levels**
+- Intern E1
+- Junior E2
+- Middle E3
+- Middle E4
+- Middle E5
+- Senior E6
+- Lead E7

Levels_Engineers/E1 Intern.md

@@ -12,7 +12,7 @@ I have strong fundamental knowledge, can write code, and constantly learn.
 ## Am I doing good? 
 - I understand the project's processes and comply with them.
 - I dig into our stack of technologies.
-- I feel like over the last 2 weeks, I’ve learnt more than within my university tenure.
+- I feel like over the last 2 weeks, I’ve learnt more than within my university tenure :)
 - I can navigate through the code base easily.
 
 ## Behavior to Pursue
@@ -21,10 +21,10 @@ I have strong fundamental knowledge, can write code, and constantly learn.
 - Ability to search and analyze the information.
 
 ## :no_entry: Behavior to avoid
-- Same questions again and again.
-- Laziness.
-- Fear of asking questions.
-- Helplessness.
+- Repeatedly asking the same questions,
+- Demonstrating a lack of motivation or effort,
+- Hesitating to ask for help or clarification when needed,
+- Appearing overwhelmed and helpless in completing tasks.
 
 ## Hard skills
 Technical Development Roadmap 

Levels_Engineers/E2 Junior.md

@@ -23,9 +23,9 @@ I perform simple, well-defined tasks under supervision within a reasonable numbe
 - Ability to accept feedback.
 
 ## :no_entry: Behavior to avoid 
-- Lack of self-motivation,
-- Being ok with poor code quality,
-- Сomplete lack of independence.
+- Demonstrating a lack of self-motivation,
+- Accepting poor code quality as satisfactory,
+- Displaying a complete lack of independence in problem-solving.
 
 ## Hard skills
 Technical Development Roadmap

Levels_Engineers/engineers-profile.md

@@ -0,0 +1,18 @@
+# Grading System for Engineers
+
+**For Engineering Grades**, there are the following main sections:
+- Overview and regular tasks (the most important part) – "What do I usually do?",
+- Am I doing good? - "What is my progress towards the next grade?",
+- Technical skills - "Does my tech knowledge comply with this grade?",
+- Behavior to pursue - "What are my soft skills?",
+- Behavior to avoid -  "What I'd better not do?"
+- Extras - "What are my English level, nice-to-have skills, and activities?"
+  
+**Engineers Levels**
+- [Intern E1](E1%20intern.md)
+- [Junior E2](E2%20Junior.md)
+- [Middle E3](E3%20Middle.md)
+- [Middle E4](E4%20Middle.md)
+- [Middle E5](E5%20Middle.md)
+- [Senior E6](E6%20Senior.md)
+- [Lead E7](E7%20Lead.md)

README.md

@@ -1,53 +1,39 @@
 # Engineering Grading System at Devexperts
 
-In [Devexperts](https://devexperts.com/), we created the Grading System which:
+In [Devexperts](https://devexperts.com/), we use the Grading System which:
 
 - Synchronizes engineering grades across the company,
 - Makes career levels transparent,
 - Specifies our expectations from engineering managers and individual contributors (engineers).
 
-There are [7 grade levels for Engineers (E1 - E7)](Levels_Engineers) and [3 grade levels for Engineering Managers(EM1 - EM3)](Levels_Engineering_Managers).
-These tracks are not dead ends. There are various career development options that are too custom to be put into the system.
 
-**For Engineering Grades**, there are the following main sections:
-- Overview and regular tasks (the most important part) – "What do I usually do?",
-- Am I doing good? - "What is my progress towards the next grade?",
-- Technical skills - "Does my tech knowledge comply with this grade?",
-- Behavior to pursue - "What are my soft skills?",
-- Behavior to avoid -  "What I'd better not do?"
-- Extras - "What are my English level, nice-to-have skills, and activities?"
+## Here are some basic principles we follow
 
+- While having a strong set of hard skills is important, we also consider the impact you have on projects when deciding on level upgrades.
+- Each level requires a different balance of skills, so it's important to keep growing and developing in your role.
+- We encourage employees to demonstrate their skills and achievements to earn an upgrade.
+- We believe in maintaining your current level and not downgrading your position.
+- As an employee, it's your responsibility to showcase your accomplishments and contributions to the team.
+- We value upgrades that are visible and recognized by everyone.
+- Each level builds upon the previous one, creating a cumulative experience.
+- To ensure that everyone’s progress is accurately tracked, we recommend regularly reviewing grading documentation through one-on-one meetings, ideally more than once a year.
 
-**For Engineering Managers' Grades**, there are the following main sections:
-- Overview and regular tasks (the most important part) - "What is my level of responsibility?",
-- People management - "How do I work with people inside and outside my team?",
-- Project / Product development - "What is my impact?"
-- Knowledge sharing - "How did I organize the knowledge exchange inside and outside the team?"
-- English language level 
 
-*Notes:* 
-- *Some links may not work for external users because they lead to company's internal documents.*
-- *If you are not familiar with some abbreviations or terms, check them in [Glossary](Glossary.md)*
-
- ![Grading System](img/Grades%20System.jpg)
+## The levels we use
 
+There are [7 grade levels for Engineers (E1 - E7)](Levels_Engineers/engineers-profile.md) and [3 grade levels for Engineering Managers(EM1 - EM3)](Levels_Engineering_Managers/engineering-managers-profile.md):
 
-## Basic Principles
+ ![Grading System](img/Grades%20System.jpg)
 
-- Prove your skills first to get an upgrade.
-- Your hard skills set does not guarantee your level upgrade. Your impact on the project plays a much bigger role.
-- Different levels require different balances between skills.
-- No level downgrades.
-- It's an Employee's responsibility to showcase their achievements.
-- The best upgrade is the one that's evident to everyone.
-- Levels are cumulative. Each subsequent level incorporates the previous ones.
-- Ideally, the grading documentation should be reviewed more than once a year through recurrent one-on-ones.
+These tracks are not dead ends. We offer a range of customized career development options to help you achieve your goals.
 
-### How to Use Grading System for Engineers - read [here](Levels_Engineers/How%20to%20use%20Grading%20System.md) 
-### How to Use Grading System for Engineering Managers - read [here](Levels_Engineering_Managers/How%20to%20use%20Grading%20System%20EM.md) 
+## What to read next?
 
-### FAQ - read [here](FAQ.md)
+- [How to Use Grading System for Engineers](Levels_Engineers/engineers-profile.md) 
+- [How to Use Grading System for Engineering Managers](Levels_Engineering_Managers/engineering-managers-profile.md) 
+- [FAQ](FAQ.md)
 
+ 
 ### License and Copyright
 Copyright (C) 2023 Devexperts Ireland Limited.
 This repository is licensed under [Creative Commons Attribution 4.0 International](LICENSE)