We discuss the gradation of developers in web studios and related structures
When our remote team of programmers in Smolensk grew to 10 people, two problems suddenly arose: 1) Show the growth opportunities in the company (the method of non-material motivation of developers). 2) Make a clear gradation of wages. There were a lot of people and individual conditions for each introduced misunderstanding within the team.
I did not find a complete experience in solving such a problem. Who has experience, share or help with advice from the side. I'll tell you about our attempt to solve. If it works, we will try to finalize it together and come to a common opinion, if possible.
Scope of activity: web development;
The head office of the company: in Moscow;
Programming department: in Smolensk (about him and talking);
Development department: 10 people (constantly expanding);
Qualification of developers: from beginners to pros;
Approach to recruiting: finding talented graduates and learning by doing.
To solve this problem, we proceeded from the fact that employees should see the growth prospects in the company and what is needed for that. To do this, we introduced several levels of professional growth in the company and tied to them the coefficient for calculating the amount of wages. Additionally indicated the requirements necessary to move from one level to another.
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As a result, we received a simplified growth matrix of employees (to view, click on the picture).
Each new level in it is new knowledge, a new approach to work, additional responsibility and a correspondingly higher salary. I propose a matrix for discussion.
It is planned that decisions on transition to a new level will be made at the end of each quarter by project managers and technical director.
I think that this model can be applied to the majority of development departments of small web studios and related structures. Any comments are welcome. Offer, we will improve. Additionally, I made a template on google docs , so that I could copy and suggest my own version for discussion.
I did not find a complete experience in solving such a problem. Who has experience, share or help with advice from the side. I'll tell you about our attempt to solve. If it works, we will try to finalize it together and come to a common opinion, if possible.
A brief summary of the company that would be easier to scale this solution:
Scope of activity: web development;
The head office of the company: in Moscow;
Programming department: in Smolensk (about him and talking);
Development department: 10 people (constantly expanding);
Qualification of developers: from beginners to pros;
Approach to recruiting: finding talented graduates and learning by doing.
To solve this problem, we proceeded from the fact that employees should see the growth prospects in the company and what is needed for that. To do this, we introduced several levels of professional growth in the company and tied to them the coefficient for calculating the amount of wages. Additionally indicated the requirements necessary to move from one level to another.
')
As a result, we received a simplified growth matrix of employees (to view, click on the picture).
Each new level in it is new knowledge, a new approach to work, additional responsibility and a correspondingly higher salary. I propose a matrix for discussion.
It is planned that decisions on transition to a new level will be made at the end of each quarter by project managers and technical director.
I think that this model can be applied to the majority of development departments of small web studios and related structures. Any comments are welcome. Offer, we will improve. Additionally, I made a template on google docs , so that I could copy and suggest my own version for discussion.
Source: https://habr.com/ru/post/70267/
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