This is the framework we use to assess the performance of engineers every 6 months. Much like the software we write, this framework will never be perfect or finished.
For each role it is split into the same 4 categories:
- 👩👨 People
- 🚚 Delivery
- 💡 Innovation
- ✨ Initiative & Influence.
Where the progression framework sets out high level expectations for a role, which may not be achievable every quarter, the performance framework details everyday behaviours:
- Criteria labeled "Core", we believe, contribute most to the department, and the expectation is that you consistently meet them
- Criteria labeled "Growth", we believe, are behaviours which contribute towards you growing and developing within your role
Every 6 months, at the end of Q1 and Q3, you and your manager will review your performance over the last 2 quarters using this framework.
During a performance review, each criteria within each category will be assessed as 'met' or 'not-met':
Taking an active role in your performance gives you the best chance of receiving a fair assessment and of getting the most out of your manager as they support your growth.
- Fellow and Associate Developer
- Software Developer
- Senior Developer
- Staff Developer
- Principal Developer
See the following Indeed.com article for the difference between an "Individual Contributor" & "Engineering Management".
Futher detail here (staff only).
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Core Criteria |
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Core Criteria |
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Core Criteria |
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† - Criteria marked with the 'obelisk' icon are new changes (2024-May) that are optional until after the current review round. The Engineering Management team are reviewing the progression and promotion frameworks generally, including adding data-related responsibilities. However we believe it's fair that changes to criteria are made and established well before a review round. For now - feel free to provide evidence towards them, or delete them.