Performance appraisal of XHTML+CSS (Web front-end work)

Web page Production WEBJX article introduction: quantification and detail in front-end development.

In front-end development, the work done by the employees is difficult to quantify to the details. The comparability of work between project teams and personnel is not strong. There are too many uncertainties in the project. Previously tried to design the size of the manuscript (1024*768 resolution) as a unit, in the specified time to do a designated size of the page, to give rewards.

Technical staff assessment and incentive has always been our headache, specific to the front-end development, the work of employees, it is difficult to quantify to detail. The comparability of work between project teams and personnel is not strong. There are too many uncertainties in the project.

Performance appraisal of XHTML+CSS

Previously tried to design the size of the manuscript (1024*768 resolution) as a unit, in the specified time to do a designated size of the page, to give rewards. But front-end development is a relatively random job, we can write a page in 10 minutes, or 100 minutes to finish a page, all depends on the attitude of the developers to work.

Weekend training, the staff divided into two categories, one is X-type, not active work, the other is Y-type, active work. The above situation, like the people's commune, the employees are supposed to be Y-type, are in earnest writing code, this assessment system is desirable. The question is, how many people are writing code in earnest? Fast quality is good?

Many techniques require time to pile in, the more comprehensive the consideration, the more time-consuming. Even if the work type is a normal page of XHTML refactoring, does not contain any ajxa, JavaScript and other time-consuming elements, code audit is still a big problem.

In this regard, Miss Zhao mentioned a point of view "intersection of traffic lights important or traffic police important?" ”

It is far more important to develop a set of detailed rules than a conscientious policeman. If there is no boundary line in the World Cup, how many mistakes will be made by the referee's eyes?

We can first take advantage of the Web page detection, the general check whether the staff do a page has a serious error, and then use YSlow to analyze the quality of the page, and finally look at the source code can be completed review. This can greatly reduce the strength of the auditor's work, but the scope of application is still very narrow.

Results-oriented

Performance (that is, results, goal-oriented), to make achievements to talk about the issue of bonuses. If the front-end developers, pull to the operational level, from the business perspective of research and development performance management, take the monthly flow analysis, data report statements, you can intuitively reflect the value of employees.

My suggestion is that the value of the overall project operation as the principle of evaluation, iterative development.

The first version of the design draft + page, the user's bounce rate is how much? What is the number of target conversions? A loyalty degree? Access depth? ... The second edition? The third edition?

This month, this set of things to the company to make a lot of money, next month, how much money made. In this one, whose key idea has played a role, changed the element of what place, raised which value. Then the project team as a unit, the bonus, and then the team leader for the distribution of bonuses.

Of course, if your manager has a problem, this performance management approach will be counterproductive. Cronyism, a knot-private party.

The strict policy is to reduce the workload of management

For the problem of late, some companies fined 10 yuan, some 50 yuan, some 100 yuan. Singapore will confiscate their houses for falling objects.

Is it reasonable for an employee to be fined $100 a time late? If I had been fined 100 yuan, I must have brought my brothers to the uprising.

But if this is the case, and before the job is explained, not to the main server to submit untested code, offenders fined 1000 yuan. Then I'm sure the employee will be very aware of the SVN submission and try to avoid the problem.

You know, no business relies on employees ' salaries. The purpose of making rules is to avoid mistakes, not to punish them. We can order another, if there is a mistake, the company temporarily for your custody of 1000 yuan, 1 months if there is no major mistakes, returned to you.

Of course, here should pay attention to labor law problems, the operation of the time to be cautious, so that employees take the initiative to pay you fines, not directly from the salary deduction. The means of fines cannot be abused, and only the measures that combine various rewards can effectively exert their expected effects.

Summarize

Continue to grope. Do not rush to the horse before any system is clear.

Individuals tend to be in the second set of models, with result-oriented distribution of bonuses based on the operating conditions of the business. Study it again ...