Some thoughts on technology grading of research and development personnel

Author: Zhu Jinchan

Source: http://blog.csdn.net/clever101

The so-called technical grading of research and development personnel refers to the level defined for developers. Why do you want to grade your research staff? There are various functions in this:

One is that grading is a part of payroll management, and different levels of developers correspond to different pay levels.

Second, the grading is from the technical management of the convenient consideration, such as the need for source maintenance, the core code will not be open to low-level developers, the core module design and development will not let the low-level developers bear.

Third, from the employee career planning considerations, a clear distinction for everyone to find their own career promotion path.

Since the grading is necessary, then how to grade it. In my experience, the general rule is divided into five levels:

First Level: Novice (can also be called Junior developers), the standard refers to the new entrants have not much experience in the development of personnel, generally need to train for a period of time to enter the development state.

Second level: Intermediate development staff, standard is already have certain development experience, can complete non-bottom function module design and development.

Level Three: Senior developers, standards are already rich experience in development, can complete the design and development of the underlying important functional modules.

Level fourth: The architect level, the standard is the ability to complete the design and development of a single system, and to guide a team to develop.

Level Fifth: Technical Director level, the standard is able to the entire company's product development direction, technical routes, such as accurate and clear grasp.

But in addition to the conventional division, there can be other divisions. There are other divisions that are aimed at tapping the potential of employees in many ways and pointing out more directions for development. For example, the technical staff can be promoted to a technology expert and project manager two direction, is interested in becoming a technical cow can go to the direction of technical experts, and comprehensive quality good can try to be a project manager.

Technical ratings can also try to grade by breaking the technical limits. For example, large enterprises have their own research institutes, SMEs do not have the financial resources to establish their own research institute, but in order to stimulate innovation and catch up with new technology trends, you can try to set up a new technology research team in the technical department, participants volunteered to participate, and then this can also be used as a basis for technical grading.

Try to grade the technician from a multi-dimensional level, perhaps with more gains.