What compensation should a programmer receive?

    Today we decided to discuss a note by Kent Beck, the author of an extreme programming methodology, on how to weigh the "cost" of your programmer. / photo Rachel Johnson CC This question can be considered from three perspectives: from the side of the employee, from the point of view of the company and the IT community as a whole. All three options will give us their assessment of the "cost" of the work of an employee. The problem here is that it can be very difficult to weigh the employee’s labor costs and the value that he creates for the company and the whole team. It is very important for the employee himself to understand the actual state of affairs and be able to influence the situation.









    Design and development is a serious work that requires time, mental effort and patience, which a person pins as optimization and refinement of the software. Any specialist will be very disappointed to find out that his time was wasted.

    Of course, it is worth using a multifactorial assessment model and taking into account the financial situation in which the employing company itself is located. In this case, you need to focus not on a specific amount, but on a range that will be convenient for all parties.

    Vitaliy Gritsay, CEO of our IaaS provider, is confident that Kent’s approach has the right to exist. He stressed that the company needs strong developers and is ready to assign a salary higher than the market. This approach should be balanced by the employee himself, who will have to raise the level of company products. One of the most significant factors here is initiative and willingness to take on new ideas and bring them to their logical conclusion.

    We turned to IT experts and asked them to share their assessments of which approaches to setting the level of wages should be considered the most effective.

    The Aviasales press service told us that the programmers at the company work as part of product groups. Thus, the successful work of the department depends on each employee. At the same time, the company focuses on mutual assistance, but does not deny possible distractors, such as reading news from the IT world.

    Elena Zhuravleva, co-founder of HumanFactorLabs and DaData.ru, says that various KPIs and metrics do not always work. It is very difficult to determine the cost of a specific bug that has been fixed or lines of code. This is a creative process that cannot be turned into permanent employer KPI hacking. This approach is justified in the framework of product development and is further fueled by market growth. It often turns out that it is more profitable to take interns and finish them for yourself. In this case, you can increase your salary by expanding the scope of responsibilities (for example, moving from a developer to team leads).

    PS A little about the work of our IaaS provider:


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