Re: how to measure programmer's job performance
From: Randy Birch (rgb_removethis_at_mvps.org)
Date: 04/05/04
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Date: Sun, 4 Apr 2004 21:19:23 -0400
I would think that if targets are met, documentation is complete, help files
are up to date and the code is fully commented, your efficiency is pretty
good. Otherwise those are the goals I'd set. Ensure your employer realizes
all these, plus some I've forgotten, comprise the complete development cycle
and if your not dogging it, any push to increase output in one area will
simply decrease output in others, which may affect others down the
development line waiting for your work.
"Write a COM component" doesn't do much for me as a goal, unless you need a
COM component ... in which case you should have learned that to do your job,
not as a "technical improvement goal" <g>. In my life as a Real Live
Developer, a more suitable (and impressive) goal would have been to learn
the languages other areas in the department were using.
-- Randy Birch MVP Visual Basic http://vbnet.mvps.org/ Please respond only to the newsgroups so all can benefit. "Rogue Petunia" <speed_reader2000@yahoo.com> wrote in message news:#nKeXPqGEHA.1240@TK2MSFTNGP10.phx.gbl... : Hello, : I'd like to hear your ideas on how to measure a programmer's job : performance, particularly the output. Our company requires each employee to : set goals for the year. My manager has told me that my output must increase : and this must be one of my goals for this year. This is a vague, nebulous : statement. How can one quantify this? : : If I were a salesperson, I could say, my goal is to sell 10% more vacuums. : Programming is different. Can't say, my goal is to complete 5 projects this : year because the size of projects vary. : : I don't believe in LOC (lines of code) as a job performance metric because a : good programmer writes compact, efficient code that leads to application : stability. Sprawling, uncontrolled code full of workarounds might have a : lot more lines but it's worse. : : Our company's goal setting guidelines encourage that we set quantifiable : goals. A goal such as, "to improve technical skills" is a poor goal. It : would be better stated as, "to learn COM+". And even that is not so good : because what constitutes having "learned" something? Perhaps, "to write a : COM+ component" really narrows it down and leaves little room for : interpretation. At the year end performance review you've either written a : COM+ component or you haven't. You've either met the goal or you haven't. : : I'd like to hear from those of you with experience in a corporate setting : where goal setting and performance reviews are standard fare. Do you have : suggestions on how to quantify the goal of "to increase my output". : : Thanks a lot, : Rogue : :
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