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What does competent score of 3.5 mean - Arun

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targets seem unrealistic.

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if we can define the levels and the definitions,(example competent, dropouts)  will be helpful

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We can change stress free to low stress evaluation experience for one of the impact indicators.

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Can we reduce the target for fellow recruitment? The baseline was 90 with a lot more people who applied for fellowship and in a non-pandemic time.

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Keep an evaluator focus for each strategy as well as in indicators to ensure there is a stress free and learning experience for evaluators also. This can also be tracked

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the strategies / LLS are worded in a very complicated manner making it hard to make sense, can we try to make the language easier to process. Some of the LL strategies require rephrasing to capture the meaning of it.

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For HLS 4, there is a point which says that PMs will support evaluators? Just clarifying if this is SP PMs or Vertical Reps. Just wondering if it is SP PMs, how will you be able to manage time and support all evaluators.

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Evaluator workload to be considered so they can have a positive experience
- Swaroop

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Under free pooling strategy - this might need some LLS [will think if I can come up with some recommendation]
Suggesting to look into this a bit, because it looks like a lot of shuffling might have to be done because verticals [apart from EDS] have barely reached their 0.5x applicant targets too. And cities are at risk

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Evaluator and applicant collaborate and enable each other with peer learning, can also be considered in the strategy
- Swaroop

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Recommendation is to have 45 minutes for meetings which requires buy ins and showcase to make it easy for PMs to facilitate and attendees to interact.