What incentives can be offered to the programmer to solve complex problems (last line of support, with a problem nobody could handle)?


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There is a Department with specialists on 1C: consultants, programmers, etc.
There is the most experienced programmist that and the consultant was too, and in General have outgrown the ordinary position.
Would like to nominate him to the post like "solver of complex problems" with the responsibilities of:
  • Control the work of other specialists
  • Work with the challenges (or no one did it, or she's new and no one in principle does not know which side to take)
  • Work on the internal architecture (how and where to develop our system to improve the work of specialists, etc.)


Naturally, compensation must be worthy. And the idea everyone likes. But the deadlock raises the question:
The Director wants to see concrete and measurable performance indicators. And I can't figure out what will fit.
Ordinary programmers is considered to be just for paid clients hours. And then I don't know... the amount of work in the Department is not tied to run-time tasks too. Paid hours is also not an indicator.
Does anyone have relevant experience?
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6 Answers

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0. To avoid the state when the company has a "star"
0.1 Try, that star has taught 2 people to their level or close thereto
1. To ask the man what he wanted to do
2. To dissuade staff who does not understand what it means, from KPI
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These people are already not hourly KPI and project-by-project (solved so many projects in quarter/year). And there м5тоды evaluation.
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Send Your super cool specialist holidays to the South of the continent, where it is 25 days not available at all.
On return, the place from which will flow the most, you call "anchor points" and to tie him to some kind of KPI.

Special attention is the question of how much compainy will lose money, however, beyond the issue of staff motivation it goes, but Your headmaster will be obvious.
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The Director wants to see concrete and measurable performance indicators. And I can't figure out what will fit.
Send this programmer on vacation.))

Let all who are willing to implement this task, put:
1. the complexity of the task from 1..5,
2. the time during which the person is obliged to carry out this task
3. rate per hour for this task

Calculated risks +33% (the average time) and then according to the formula.

Consider the optimal cost and give to the right person (given the current download).

To reserve or not (to give to the performance of the same few people) - it's already on the situation.
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The Director wants to see concrete and measurable performance indicators.


It's impossible.
One solution is to replace the Director.
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I used the indicator: the level of complexity of tasks. From the title about should be clear. In detail how it was calculated, was implemented and worked, see here. The point was not only in motivation. But including your Director in this indicator will understand what he pays that person any more.
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