How to quantitatively assess the performance of software developers

Software personnel management has always been considered a problem. In particular, the evaluation at the end of the year involves salary increase, bonus payment, and a slight difference between the pool and the people. In the next year, we should leave and should not leave. Before starting a software project, the company leader should reach an agreement with the project leader on the work content, time period, and assessment criteria to be completed. The project leader splits the tasks and makes an agreement with each software developer regarding the content, term, and assessment criteria required by each software developer, especially the interfaces between modules, and form a complete "task manual ". At the end of the time limit, the supervisor will assess each developer based on their work conditions and the original assessment criteria. To avoid finding too many problems and difficult to clean up at the end of the development stage, you can set several assessment points, set the corresponding stage objectives, and give the score based on the target fulfillment. Developers should have a strong sense of professionalism, responsibility, and profound basic theoretical knowledge, and constantly propose new ideas and ideas to provide conditions for creating new products and new technologies. It usually takes a long time to develop a software project. In my opinion, the software personnel should be assessed based on the project milestones or projects. If the project cycle is too long, they can also be assessed at the end of the year or at the end of the year, the key performance index is set based on the management by objectives (MBO) principle. The evaluation is determined by technical indicators. For example, the workload is measured by the completed function points, quality of Work per thousand linesCodeThe number of bugs is measured, and the technical staff will think this is fair, so that they are motivated to work harder. Determine the evaluation indicators based on the customer's concerns, and take the customer's satisfaction and as the evaluation standard. After a project is completed, the company should not send all the project bonuses to the software personnel, 30% ~ 40% if a problem is discovered by the customer within one year after being issued within one year, the software company may deduct the remaining bonus based on the problem size. Use the following seven indicators to evaluate the performance of developers: 1. Work attitude
2. Software Quality (bug level and number, regression times, important module coefficient)
3. Ease of work (functionality, reliability, usability, efficiency, maintainability and portability, Function Points, complexity)
4. Work Efficiency/ability (Completion percentage, work experience)
5. Initiative
6. Communication Skills
7.ProgramDegree of standardization
1) it is very timely and can be consulted at any time;
2) It is very standard and timely. You can refer to the recent documents at any time. The document writing lags behind for less than three days;
3) relatively standardized and timely. Generally, you can refer to recent documents. The document writing lags behind 3 ~ 6 days;
4) relatively standardized, but not timely, and often difficult to check. The document compilation lags behind for more than six days;
5) non-standard, not timely, often difficult to check, or even not to write relevant documents. The code should have a unified code library management, rather than simply storing it in the individual hands of programmers; Bugs should also have defect management libraries, not just to talk to programmers. At the end of each project, the calculation of each statistical indicator is also cumbersome and requires manpower and patience. Microsoft performs a performance appraisal for software personnel every six months. First, the employee makes an evaluation for the performance in the past six months, scores a score, and then puts it online, wait for the department manager to sign and score. The information that has not been scored and signed by the department manager is in red. After the manager scores, if the employee thinks that the manager's evaluation is in line with the facts, confirm the result. After confirmation, the information becomes green, the performance appraisal process is complete. In addition, the department manager should set a goal for each employee for the next six months. If an employee has any objection to the manager's review, the employee can refuse to confirm. After seeing the comment, the higher-level manager and the human resources department staff will communicate with the employee until they find out the reason for the rejection. Some well-known IT companies have established a system for performance evaluation of software developers. Each year, annual performance appraisal is available, and the development department has a development cost appraisal. During the two months from January 1, December to February 2, January, the company carefully performs performance appraisal in both the top and bottom of the year, because salary adjustment requires this basis. After the examination, the Manager will interview the employee and tell him the examination result. The key to assessment is post-evaluation communication, which is more important than evaluation. Let employees know where their shortcomings are and where their advantages are. Employees should put forward their own ideas. After the assessment, 5% of employees should be laid off internally. In fact, they should drop their salaries and stay on duty.