How to quantitatively measure the performance of software developers

"Management by Objectives" is more suitable for software developers.

But these methods are best used from top to bottom.

1. Target items (i.e., work items or key points in the current month or phase) 2. Achievement criteria for target items (with quantitative standards as nodes, avoiding directional criteria such as "further improvement, etc.").

3. Problems encountered in the implementation of the target.

4. The response measures taken in response to the third problem point (the purpose is to test and correct) 5. The main measurement criteria for the results submitted.

6. Cooperate with the department.

The above 6 items can be made by the landlord to make a list, set goals horizontally, and summarize them in stages.

Assessment is carried out according to the completion of the goal.

Because the nature of the work of software developers is relatively special, the assessment plan should be combined with the project to promote it well, if it is too formal, the execution.

And the effect will not be very good.

Hope it helps.

1.Develop a holistic strategy

The first step in performance management is to understand what the overall strategy is, which is generally related to the actual situation of the team and the company. For example, a small team of less than 10 people and a large team of more than 100 peopleThe former is definitely to seek the most direct and effective management methods, while the latter requires a more complex and institutional management method

2.Goals and OKRs

The setting, guidance, and monitoring of performance goals have to mention OKRs. OKRs are a simple and powerful way to manage goals and help employees establish a clearer goal than KPIs

On the one hand, an O in an OKR can keep the team focused for a period of time; On the other hand, KRS provides flexibility in how the target is achieved. Overall, OKRs maintain a balance between focus and flexibility.

3.Performance appraisal

While there is no silver bullet in terms of development metrics, there are some guidelines to follow. The book Accelerate refers to the measure of software development and delivery as software delivery performance. It can be divided into two categories:

Rhythm:

Lead time:The time it takes from submission to run successfully in production.

Deployment Frequency:How often Teams deploys**.

Stability:

How long it typically takes to restore service when a service incident occurs (e.g., unplanned outage, service impairment).

Change failure rate:The number (percentage) of changes they make to a major application or service that results in a service degradation or subsequent need for remediation (e.g., resulting in a service impairment or outage that requires patches, rollbacks, or patches).

Using these two guidelines as a guide, appropriate assessment indicators can be developed according to the actual situation of the team. After thatCombined with the ONES Performance performance management tool, it helps to measure the performance of developers and make continuous improvement in performance

Various R&D efficiency assessment indicators.

The quantitative assessment of the performance of software developers can set some KPI indicators, some key content to assess, and can also be done with software, such as: the performance management section of the EHR personnel management software, there are performance options such as bonus points, subtraction items, and other special items, and then the setting of process approval, and then statistical charts, etc., which can also be carried out through the mobile terminal.

Tester: 1 Test workload: number of use case designs, number of use case executions, number of defects submitted, number of closed defects, number of review data, number of documents2 Test quality:

Use case quality, missed test, customer found defect rate developers: **quality, workload, defect repair rate, repair timeliness rate, reopen rate, work timeliness rate; Project team: total workload, work intensity, work intensity variance, customer quality feedback survey, schedule timeliness.

It can be assessed with indicators such as development time, product quality, and user feedback.

Depending on the completion status. But generally I don't think it's accurate. For example, I have done more than others.

This module is inherently more complex than others. If you take a module to assess, then this person must be the worst. In fact, he is probably the most tired.

Heyi thinks:

The business of Internet software companies is volatile and uncertain, and the product business direction and work content may be adjusted in a few months or even weeks according to the situation of the market and competitors. With the traditional KPI assessment method, it is difficult to make a correct assessment and evaluation of the company's business. If you want to implement performance reviews, we recommend that you choose OKR performance management tools.

The environment corresponding to OKR is dynamically changing, and the business logic and business results sometimes cannot be improved, and it needs to be verified by practice, which is a product of the Internet era. Moreover, OKR advocates incremental thinking and wants to constantly innovate and challenge.

OKR (Objectives and Key Results) is a set of management tools and methods to clarify and track goals and their completion.

OKR = O (Objective) + KR (Key Outcome).

The key takeaways from the implementation of OKRs are as follows:

1. OKRs are first and foremost communication tools: everyone on the team has to write OKRs, and all of these OKRs are put in a document. Any employee can see what everyone's most important goals are for the quarter and what the team's goals are for the quarter.

2. OKR is the direction and goal of efforts: OKR represents what you want to go, not where you want to go.

3. OKRs must be quantifiable (time & quantity). For example, if you set a goal, if it is only defined as "I want to try to lose my weight", it is definitely not a good OKR, because it cannot be measured, and a good OKR is "I will lose 10 kg of weight this year compared to last year".

4. The goal must be consistent: the goal of the maker and the executor are the same, and the goal of the team and the individual is the same. First, develop the company's OKR; Second, each team sets its own OKR; Third, each engineer or designer writes their own OKR.

These three steps are done independently, and then the three are coordinated against each other, which has nothing to do with individual performance, because the results of the OKR system are not directly linked to each individual.

5. The goal should be ambitious, some challenging, and some uncomfortable. Generally speaking, the "best" OKR score is in between, and if someone only gets 1 point, then their OKR goals are clearly not ambitious enough. But a person with a low score should not be blamed either, but should help him improve his OKR goals for the next quarter by looking at the data on his work.

6. Follow up OKRs from time to time through monthly meeting reviews: At the monthly meeting, you need to determine how to achieve your goals, which is a process to help you achieve your goals.

7. Adjust OKRs in a timely manner through quarterly meeting reviews: The Internet changes very fast, and there is an OKR review every quarter, and the principle of adjustment is that the objectives remain unchanged, and only the key results are allowed to be adjusted.

Quantifying the performance of software developers can help companies more objectively evaluate the performance and contribution of employees. Here are a few commonly used quantitative assessment methods:

1.Quality: Quality is a very important aspect of the software development process, and the performance of developers can be evaluated by quantifying aspects such as readability, maintainability, burn-up robustness, etc.

Static analysis tools can be used to automatically assess the quality of large acres.

2.Project Delivery: The goal of a software developer is to deliver a high-quality product on time. The performance of developers can be evaluated by quantifying the delivery time and quality of the project. For example, you can consider metrics such as the project's defect rate, test coverage, customer satisfaction, and so on.

3.Task completion rate: The performance of developers can be evaluated by quantifying their task completion rate. Factors such as the number of tasks, their importance, and the level of priority can be used to evaluate the developer's task completion.

4.Technical contributions: The technical contributions of software developers can be assessed by quantifying their performance in terms of knowledge sharing, technical assistance, reviews, and more within the team. The impact of technical contributions on team performance and product quality can be considered.

5.Teamwork: Software developers typically work in teams and can evaluate their performance by quantifying their performance in a team. Consideration can be given to its performance in terms of sharing, knowledge sharing, problem solving, etc.

The above are some of the commonly used quantitative appraisal methods, which can be selected according to the needs of enterprises, and combined with regular interviews, feedback and goal setting to conduct a comprehensive performance evaluation.

Hello, "Management by Objectives" is more suitable for software developers. However, some methods are best used by all employees from top to bottom1, goal items (i.e., work items of the month or phase, or key points).

2. The achievement of the target standard (using the quantitative standard as the number of knowledge nodes, avoiding the directional standard such as "further improvement, etc.").

3. Problems encountered in the implementation of the target 4. Countermeasures taken for the third problem (purpose inspection and correction).

5. Submit the main measurement criteria of the results 6, and the landlord can make a list of the above 6 items in the balance and cooperate with the department, and set the goal horizontally and summarize it in stages. Assessment is carried out according to the completion of the goal. Because the nature of the work of software developers is relatively special, the assessment plan should be combined with the project to promote it well, if it is too formal, the execution and effect will not be very good.

We hope you find it helpful.

What is the goal? Who will confirm the results of the assessment (scoring and evaluation of the assessment)? How to calculate the score (the final completion of the indicator, how to calculate the score)?

The above key departments are designed and agreed, and then these indicators are combined into a table, and the weights are confirmed by the appraiser to form an assessment cycle of "assessment task book", and the final appraiser communicates and confirms with the assessee, and signs for implementation, and the above part is the formulation of the performance plan;

The third fierce action: during the performance execution, there needs to be a boss or technical leader to monitor the core development indicators, such as Pisces Xiongxiong talked about an "error rate", if the error rate is very high during the operation, then our timely leader needs to analyze it, and then give a solution to challenge the work towards the goal expectation;

Fourth: at the end of the assessment period, for example, if it is a monthly assessment, on the 5th of the first month of next month, our colleagues in the Ministry of Human Resources will obtain the assessment data of each indicator and then calculate the score.

Fifth: the assessor (the developer's direct superior) first conducts a formal interview with the developer for the completion of each indicator of the developer and the evaluation of the indicator (existing problems) by the grader, analyzes the reasons for the problems existing in the previous performance cycle, and puts forward suggestions for the next improvement (including employee considerations, plans for employees need to be trained, and even whether employees need to change jobs, etc.), aiming at the common problems of developers. The appraiser and all developers need to hold a performance appraisal analysis to solve the problem;

Sixth: according to the performance score of each developer, the performance salary is calculated; There are many specific schemes;

The performance appraisal of software developers should be a comprehensive process that needs to consider multiple aspects, and here are some commonly used appraisal methods:

1.Quality Assessment: Assessing the quality of developers is a very important aspect that can be evaluated through reviews, automated tests, specifications, etc.

2.Project Contribution Assessment: Evaluating the developer's contribution to the project is another important aspect of the assessment, which can consider the developer's role in the project, the ability to contribute, and collaborate.

3.Problem-solving ability assessment: Assessing a developer's problem-solving ability is a very important aspect, taking into account the speed of problem solving, accuracy, and innovation of the developer.

4.Personal Growth Assessment: Assessing the personal growth of developers is another important aspect of assessment, which can consider the developer's performance in training, learning, technology sharing, etc.

5.Team Collaboration Assessment: Developers usually work in teams, and it is very important to evaluate team collaboration skills, which can consider the developer's ability to collaborate, communicate, and lead in a team.

The above are some of the commonly used appraisal methods, and companies can choose the right one according to their own needs, and combine regular interviews, feedback, and goal setting to conduct a comprehensive performance evaluation. At the same time, performance appraisal should be a fair, transparent and objective process, and it is necessary to ensure the fairness and consistency of appraisal standards and processes.