From the perspective of supporting energized work, helping our team gel, and
for nurturing individual developer growth, my team is currently building a
model for identifying and valuing individual contributions. Ultimately each
developer will end up with a radar chart (
http://en.wikipedia.org/wiki/Radar_chart) that highlights that person's
strengths in the team, and can help others know who to emulate or learn
from. We hope that when we superimpose all the radar charts, we have all
the axes covered. So, what do you think these axes should be?


- business comprehension (understands what is valuable to the client,
what the client needs, what the priorities are)
- technical competence (or should this be broken into testing skills,
clean coding skills, familiarity with platforms/technologies? or maybe
another radar chart for this specifically?)
- rapidity (ability to narrow scope and get things done quickly without
increasing code debt)
- sustainability (consistently makes changes that decreases code debt /
simplifies the system)
- communication (effective, clear, and productive/diplomatic)
- commitment (ability to make and keep commitments, ability to finish
items without ripple effects or bugs, ability to forsee issues)
- coachability/leadership (ability to teach what one knows, and ability
to learn from others)


I'm especially interested in hearing what people know about this from a team
dynamics / management / employee review perspective.

We're also concerned about these charts becoming labels, e.g., "Joe is the
sustainability guy", since labels tend to stick while people change. Any
ideas on how to mitigate this risk?

Thanks in advance for your ideas!



--
D. André Dhondt
mobile: 001 33 671 034 984


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