READING, MA — Austin Preparatory School in Reading is pleased to welcome Matt Pimentel a 2001 graduate, of Andover, to its Board of Trustees.Currently Vice President of Pimentel Construction in Wilmington, Pimentel is responsible for management and oversight of all construction operations. In addition, he serves on the Ballardvale Historic District Commission in Andover and is a member of the Advancement Committee and Strategic Planning Board at Austin Prep.After graduating from Austin Prep, Pimentel headed south, attending Clemson University, graduating with a bachelor’s degree in marketing. Prior to joining Pimentel Construction, he worked at Sasso Construction as Project Manager for nine years and was Head Coach of Track and Field, and Assistant Head Coach of Cross Country at Merrimack College for seven years.He lives in Andover with his wife Linsey and their daughter Avery.(NOTE: The above announcement is from Austin Prep.)Like Wilmington Apple on Facebook. Follow Wilmington Apple on Twitter. Follow Wilmington Apple on Instagram. Subscribe to Wilmington Apple’s daily email newsletter HERE. Got a comment, question, photo, press release, or news tip? Email firstname.lastname@example.org.Share this:TwitterFacebookLike this:Like Loading… RelatedWilmington’s Michael Ciampa To Be Inducted Into Austin Prep’s Athletic Hall Of FameIn “Sports”Austin Prep Names Bill Pappas As Boys Hockey Head Coach, Has Ties To WilmingtonIn “Sports”STUDENT SPOTLIGHT: 5 Wilmington Students Graduate From Austin PrepIn “Education”
Infosys, India’s second largest IT firm, has rolled out a new appraisal system named iCount for its employees. The system measures their performance based on the targets given to them.The move comes months after it had abandoned the bell curve appraisal tool to assess its employees’ performance.Under the new assessment system iCount, employees will get feedback on their performance throughout the year.”Infosys has changed the way performance management is done, with higher focus on individual performance rather than relative performance. We have moved away from forced ranking curve and given our managers more flexibility and empowerment, while still retaining focus on maintaining a high performance culture,” an Infosys spokeswoman told The Economic Times.In September last year, Bengaluru-based IT major had ceased using the bell curve method. Under that system, the managers were compelled to separate the employees into three categories and “rank the performance of 70 percent as average, 20 percent as high and 10 percent as low.”Infosys’ move to discontinue the bell curve tool was one of CEO Vishal Sikka’s initiatives to reduce attrition levels and improve employee productivity. After taking charge as the chief of Infosys in August 2014, Sikka brought many changes for ‘Infoscions,’ including doing away with the formal dress code.The new system will reward the company’s employees based on their performance in short-term, taking into account annual targets set for them.”The underlying message is that every Infoscion counts and contributes…It allows for continuous feedback from peer, manager, stakeholder. This is much better than the earlier point in time feedback,” the company spokeswoman told the daily.Other IT majors such as Accenture and IBM have also made changes to their employee performance appraisal systems. Recently, IBM started using a new system called Checkpoint that helps in reviewing employee performance continuously rather than assessing once a year.