5. Performance Competencies - Milancho/CareerPathGuideline GitHub Wiki

Company 1

Performance Ratings - Levels

  1. Marginal Contribution
    • Does not demonstrate competency at the expected level, even with available assistance or directions from others.
    • Required:
      • Comments to support the evident deficiencies.
      • Mandatory action plan to support the employee in developing the competency
  2. Needs Development
    • Has a general understanding of the key principles but partial or inconsistent experience with the competency. Is capable of using the competency with coaching, guidance, and support
    • Required:
      • Comments to support the rating.
      • Directions / Action points to support the employee in developing the competency
  3. Proficient
    • Has adequate understanding and experience to operate at a full professional level in a variety of ordinary situations.
  4. Outstanding
    • Has a broad and deep understanding of the competency; Can apply it regularly, independently, and in diverse, complex situations. Is a role model for competency.
      • Required: Comments to support the rating.

Competency

  1. Knowledge and Expertise
    • Technical Knowledge
    • Business Domain Knowledge
  2. Quality of work
    • Results Delivery
    • Independence
    • Ownership
  3. Teamwork
    • Relationships and Collaboration
    • Participation and Contribution / Team Activities
    • Team Norms
    • Assistance and Support
  4. Communication
    • Expression and Clarity
    • Mutual Understanding and Comprehension
    • Reliability, Promptness, and Consistency
  5. Planning and Organizing
    • Activity Planning
    • Activity Prioritization
  6. Flexibility and Adaptability
    • Openness and Adaptation to Change
    • Coping under pressure
  7. Professionalism
    • Policies and Instructions Compliance
    • Cultural Fit
    • Service Orientation and Commitment
    • Confidentiality and Discretion

Google

𝗛𝗼𝘄 𝗚𝗼𝗼𝗴𝗹𝗲 𝗠𝗲𝗮𝘀𝘂𝗿𝗲𝘀 𝗘𝗻𝗴𝗶𝗻𝗲𝗲𝗿𝗶𝗻𝗴 𝗣𝗿𝗼𝗱𝘂𝗰𝘁𝗶𝘃𝗶𝘁𝘆?

In the book Software Engineering at Google, the authors describe Google's way of measuring engineering productivity (chapter 7.). They created a team of researchers to understand different aspects of engineering productivity, from team sizes to personal developers' productivity, based on a data-driven approach.

They decided to use the 𝗚𝗼𝗮𝗹𝘀/𝗦𝗶𝗴𝗻𝗮𝗹𝘀/𝗠𝗲𝘁𝗿𝗶𝗰𝘀 (𝗚𝗦𝗠) 𝗳𝗿𝗮𝗺𝗲𝘄𝗼𝗿𝗸 for metrics, where
a 𝗴𝗼𝗮𝗹 is desired end results,
a 𝘀𝗶𝗴𝗻𝗮𝗹 is how you might know that you've achieved the end results (what they would like to measure) and
a 𝗺𝗲𝘁𝗿𝗶𝗰 is a proxy for a signal (what they actually measure).
Always start with the goal, then the signal, then the metric.

  • The research team divides productivity into five core components (called 𝗤𝗨𝗔𝗡𝗧𝗦):
    • 𝗤𝘂𝗮𝗹𝗶𝘁𝘆 𝗼𝗳 𝗖𝗼𝗱𝗲: what is the quality of produced code?
    • 𝗔𝘁𝘁𝗲𝗻𝘁𝗶𝗼𝗻 𝗼𝗳 𝗲𝗻𝗴𝗶𝗻𝗲𝗲𝗿𝘀: are engineers distracted, do they reach a flow state while they work?
    • 𝗜𝗻𝘁𝗲𝗹𝗹𝗲𝗰𝘁𝘂𝗮𝗹 𝗰𝗼𝗺𝗽𝗹𝗲𝘅𝗶𝘁𝘆: how much cognitive load is required to complete a task?
    • 𝗧𝗲𝗺𝗽𝗼 𝗮𝗻𝗱 𝘃𝗲𝗹𝗼𝗰𝗶𝘁𝘆: how fast can engineers finish a task?
    • 𝗦𝗮𝘁𝗶𝘀𝗳𝗮𝗰𝘁𝗶𝗼𝗻: how happy are engineers with their work, product, and tools?

In each of these components you can select one or more goals and based on them measure signals and get metrics.
After performing research on a topic, the team at Google always prepares a 𝗹𝗶𝘀𝘁 𝗼𝗳 𝗿𝗲𝗰𝗼𝗺𝗺𝗲𝗻𝗱𝗮𝘁𝗶𝗼𝗻𝘀 for how they continue to improve.
They could suggest a new tool, improve the documentation process, remove some obstacles, or do anything else.
What is important is that the result is actionable, if not it's not worth measuring.

FB axes

Project Impact

Results directly driven by the project, which include key business metric improvements, new use cases, functionalities enabled, etc.

Engineering Excellence

The technical contribution towards building high-quality products and services, helping teams work effectively, and delivering production excellence.

People

Mentorship, collaboration, conflict resolution, recruiting, and internal community building.

Direction

Vision, roadmap, goals, project management, and initiative.

Areas of growth

Some areas to consider:

  1. What you'd like to achieve
  2. Specific strengths you want to leverage
  3. Areas where you can improve
  4. New experiences you'd like to gain