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How do you think of my engineer?  

2014-12-30 08:36:38|  分类: 工作 |  标签: |举报 |字号 订阅

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How do you think of my engineer?

I always find it difficult for me to evaluate if an engineer is good or not, we don’t have objective data to refer to, so most of the time we just evaluate based on subjective comments/feedback. Sometimes that kind of subjective comments works, but sometimes not.

Recently I met a case and that forces me to think deeply about how to improve the evaluation. But we still don’t have objective data which isn’t encouraged either. I think the better way is that:

  • a.     Let’s use subjective questions, but that cover as many areas as possible.
  • b.     Let’s have fewer options for each question. Let’s make each question easy to answer. Let’s not use rating.
  • c.      When evaluating, let’s invite PO, SCRUM Master, supervisor, technical lead, QA lead and other key team member to answer as well.
  • d.     You can use this for probation, for performance review or any other places, you can determine by yourselves when to use, I am not forcing a process, I just provide a checklist for your reference. But when I am asking your evaluation of some engineers, I may ask the same questions, you need to give me answers.
  • e.     You can share to the team; I think engineers can understand what makes them a great engineer from the checklist below.

 

1.     How do you feel when discussing with him/her?

  • a.     I just need few words and he/she can understand immediately. 
  • b.     We can get on the same page with normal discussion.
  • c.      I always need a lot of time to discuss with him/her and I don't like it. 

 

2.     How do you feel when he/she is dealing with functional task?

  • a.     He/she always complete it more quickly than my expectation. 
  • b.     He/she always complete it as my expectation. 
  • c.      He/she always complete it slower than my expectation. 

 

3.     How do you think of his/her skill?

  • a.     He/she has strong professional skillset.
  • b.     I am not sure or I don’t think he/she has strong skill.

 

4.     How do you think of his/her learn ability? Assume there is a challenging user story, which should use new technology.

  • a.     He/she will learn new tech quickly and finish the user story independently.
  • b.     He/she is qualified for the work with architect's help.
  • c.      His/her learning pace is too slow and can't finish the user story in time.

 

5.     How do you think of his/her innovation?

  • a.     He/she provides good suggestion/idea sometimes.
  • b.     He/she doesn’t provide good suggestion/idea and tend to rely on technical lead’s decision.

 

6.     How do you think of his/her working independence?

  • a.     He/she can resolve any dependency of his work by himself/herself and we can just assign task to him/her and wait for the result.
  • b.     He/she can discuss the requirement questions independently, but other dependency like the dependent work of other teams, he/she needs someone to help follow up.
  • c.      He/she just focus on the coding of himself/herself; we need someone to help him/her deal with the dependency.

 

7.     How do you think of the transparency of his/her work?

  • a.     He/she could clarify the progress and problem clearly.
  • b.     We could understand his/her status after some questions.
  • c.      It’s difficult for him/her to clarify the status, even we ask some questions, there isn’t much help from his/her answers. 

 

8.     How do you feel when he/she is dealing with trouble shooting? 

  • a.     He/she always find the cause and resolve it without or just with few tips from other. 
  • b.     He/she could find the cause and resolve it with others' help. 
  • c.      He/she couldn't resolve it even with others' help and we would rather have others to deal with that kind of issue. 

 

9.     How do you think of his/her quality of work?

  • a.     It's seldom to see defects introduced by his/her work. 
  • b.     I think the defect ratio is OK. 
  • c.      There are always too many defects. 

 

10.  How do you think of his/her attitude when assigning task?

  • a.     He/she is willing to accept any issues and always try his/her best to complete it. 
  • b.     He/she sometimes would choose the issues but he/she would still complete it once He/she accepts. 
  • c.      He/she always choose issues to work on. 

 

11.  How do you think of his/her working attitude after task assigned?

  • a.     He/she is kind of eager to finish every task assigned to him/her and always forget the time. 
  • b.     He/she works on time, and if the team needs him/her to work over time, he/she will. 
  • c.      He/she always work on time, if the team needs. Him/her to work over time, he/she won’t.

 

12.  How do you think of his/her logical capacity?

  • a.     He/she can think widely and find out many details which we have not considered yet. 
  • b.     He/she can find some missing details, but that needs others' guide. 
  • c.      We need to identify every detail to him/her. 

 

13.  How do you think of his/her impact to the team?

  • a.     He/she always says something which benefits to the team and that encourages the team to work hard to meet the goal. 
  • b.     He/she doesn't say much. 
  • c.      He/she sometimes or always say something which brings negative impacts to the team. 

 

14.  How do you think of his/her help to other team members?

  • a.     He/she can help actively others and also provide some training/discussion to make sure that person get the knowledge.
  • b.     He/she just helps the problem and answers the question only.
  • c.      He/she responses he/she doesn’t know either, even he/she knows.

 

15.  Do you like to work with him/her in one team?

  • a.     Yes. 
  • b.     I am not sure. 
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