[afhof]

100 and 120, at least in my brief experience. Coworkers start expecting 100% output from you, which means you are going to get a lesser review for putting out 80%. That they don't let you do 20% in the first 6 months there is what makes it so hard to start it back up.

[nostrademons]

This is hackable if you're strategic about it. The trick is to always make sure your coworkers are unblocked. If someone needs a code review, do it before your regular work. If someone's waiting on an e-mail response from you, send it first. If someone needs your CL to be in before they can proceed, make sure you get it in.

Then once everybody is unblocked, your time is yours. On a well-functioning team you still need to pick things up on your own initiative (eg. fix bugs, volunteer to take on new features), but in general you can do just enough to show activity, and don't need to worry about always being the best on the team. So that's your chance to do 20% work, or play with other technologies, or investigate other areas of Google.

Another tricky bit is making time for professional development and advancement, and the way to do this is to take advantage of the 6 month review cycle. Make sure you can demonstrate tangible accomplishments in the 1-2 months leading up to a review, then spend a couple months assimilating the big picture and learning the skills you need to get known as an expert on the team, and then use your newfound knowledge to improve the effectiveness of the team.

What people look for come perf time is "Does this person make my job easier, or harder?" As long as the answer for them is "easier", you'll get good reviews. That doesn't necessarily mean working flat out all the time, it means being mindful of the people around you and what they're hoping to accomplish and then making sure your actions are a help and not a hindrance.

[mathattack]

Great tips. Unblocking folks also applied to taking an afternoon off, or even using the office pool table.