From aa2fdb54cd9331435498fcfcdbe27d85310143b5 Mon Sep 17 00:00:00 2001 From: Paolo Pustorino Date: Tue, 22 Jan 2019 11:33:48 +0100 Subject: [PATCH] HR - Job roles and evaluation framework (beta) (#21) * Stub for job roles description and impacts * Impact scoring cards draft added * Very big step in reordering messy information * The job roles scorecards are complete and properly linked * A big bunch of work across all information * Impact scoring is in place, with some more info and typo correctsions * Pages sorted * One to one detailed and pages sorted for easier reading * Missions and valus of job roles are defined * Moved pages in the proper section * Better phrasing about lead devs duties * Another rearrangement in proper folders * Reordering in WFSF category * Small correction to the job interviews page * Finished the Job Interview page * Removed refs to billable and non billable time to avoid confusion * Salary page is finally OK * All "todos" addressed. Ready to be tested. * Technical challenges are now up to date * Fixed grammar error * Footnotes and grammatical fixes * Corrections and advancement level notes in ISC * Grammar again * Logged hours are now sustainable by our current rates * Salaries increase for scoring above 2 read easier (small adjustments) * Boons contribute to challenge score * References to advisory board has been removed since it is not formalized to date * ISC expectations have been revised to get rid of numerical constraints * Pointed out the current salary framework is still in early stage * Corrected and extended bits on how evaluation is supposed to be done --- content/job-roles/governance.md | 53 ++++ content/job-roles/operations.md | 33 +++ .../job-roles/role-isc-junior-developer.md | 59 +++++ content/job-roles/role-isc-lead-developer.md | 70 +++++ content/job-roles/role-isc-professional.md | 75 ++++++ .../job-roles/role-isc-senior-developer.md | 58 +++++ content/job-roles/sort | 1 + .../approved-hardware-and-software.md | 5 + content/our-company/company-manifesto.md | 5 + content/our-company/impact-scoring-cards.md | 40 +++ content/our-company/job-interviews.md | 150 ----------- content/our-company/roles-in-sparkfabrik.md | 20 -- content/our-company/sort | 2 +- .../career-advancement.md | 40 +++ .../working-at-sparkfabrik/impact-scoring.md | 56 ++++ .../working-at-sparkfabrik/job-interviews.md | 242 ++++++++++++++++++ .../one-to-one-meetings.md | 39 +++ content/working-at-sparkfabrik/salaries.md | 83 ++++++ content/working-at-sparkfabrik/sort | 1 + 19 files changed, 861 insertions(+), 171 deletions(-) create mode 100644 content/job-roles/governance.md create mode 100644 content/job-roles/operations.md create mode 100644 content/job-roles/role-isc-junior-developer.md create mode 100644 content/job-roles/role-isc-lead-developer.md create mode 100644 content/job-roles/role-isc-professional.md create mode 100644 content/job-roles/role-isc-senior-developer.md create mode 100644 content/job-roles/sort create mode 100644 content/our-company/impact-scoring-cards.md delete mode 100644 content/our-company/job-interviews.md delete mode 100644 content/our-company/roles-in-sparkfabrik.md create mode 100644 content/working-at-sparkfabrik/career-advancement.md create mode 100644 content/working-at-sparkfabrik/impact-scoring.md create mode 100644 content/working-at-sparkfabrik/job-interviews.md create mode 100644 content/working-at-sparkfabrik/one-to-one-meetings.md create mode 100644 content/working-at-sparkfabrik/salaries.md create mode 100644 content/working-at-sparkfabrik/sort diff --git a/content/job-roles/governance.md b/content/job-roles/governance.md new file mode 100644 index 0000000..7675a0a --- /dev/null +++ b/content/job-roles/governance.md @@ -0,0 +1,53 @@ +/* +Description: Governance roles and functions in SparkFabrik +Sort: 20 +*/ + +Governance in Sparkfabrik is organized in functions, not roles. +C-level roles are assigned to key people, that generally own government functions. Owning doesn't imply the function is totally carried out by that person. Professionals and lead developers at operational level cooperate with the government function owner to make it happen. + +## Executive board + +The executive board is in charge for the strategy and business planning of the company. +Current board is composed by company founders, with the following duties. + +* **Stefano Mainardi**: CEO - Responsible for the overall progress of the company. Praised for success, and held responsible for setback. +* **Paolo Pustorino**: Head of HR - Responsible for workforce training, development, management, recruitment, rewarding, compliance and ethos. +* **Marco Giacomassi**: CFO - Oversees company's financials. Responsible for budgeting, accounting, reporting, forecasting and investing. +* **Paolo Mainardi**: CTO - Oversees company's technology. Works to ensure that technology-related decisions align with business goals. +* **Alessio Piazza**: COO - Oversees company's day-to-day operations, sourcing, process control, resource allocation and activity planning. + +## Steering committee + +The steering committee works to overcome organizational problems and advance company's practices. It operate on a constant basis on top of the projects level, overseeing the processes, validating methodologies and improving the whole delivery process. + +This committee is composed by the CTO, COO, Head of HR, all Professionals and all Lead Developers in the company. +The owner of Steering committee events is the COO. + +Each quarter (the first Wednesday of each quarter first month) the committee has a 2 hours facilitated meeting in which they define: + +* Top priorities to be addressed (C-levels can set them or call for co-generation and voting) +* State top priorities in terms of initatives +* Willing people can apply as owners of those initiatives + +Initiatives clearly states SMART goals to address the related top priority. They should bring a change or even revolutionize an aspect of our work, such as introducing a new technology, change an organizational approach, introducing longed-for tools, etc. + +Owners commit to lead the completion of the initiative goals by the end of the quarter. Initiative owners will be pubblicly appointed. We want those people to challenge themselves and take on additional responsibilities to shape those skills that may in the future make them C-levels. + +The format of the quarterly meeting is aggressively timeboxed: + +* 20 mins: Identify and list weaknesses or opportunities for improvement in current approach. +* 30 mins: Define goals for a better condition (1 to 3 goals depending on the size). +* 30 mins: Generate SMART initiatives for the quarter that fulfills the goals. +* 20 mins: Appoint a single owner for each initiative. +* 10 mins: Define a scheduled session within 7 days where the owner will present and discuss his incremental plan to the completion of the goals (this will allow resource planning and assignement). + +The presentation of the initiative plan must include: + +* Quantification/qualification of time and resources necessary to fulfill the goal. +* A list of the deliverables to be expected (tools, docs, materials, etc). +* A calendar for brown bags/internal presentation to review increments with the whole company. +* If and how the company is expected to support the initiative deliverables, during the quarter and in the future (say, open source contributions etc). +* A list of outward facing material to communicate how your initiative is making a difference, such as blog posts, events speeches or the maintenance of open source contributions. + +While the initiative should be completed in the quarter, the ownership won't stop there: communication, promotion and ongoing maintenance may last longer and owners are supposed to take the commitment. diff --git a/content/job-roles/operations.md b/content/job-roles/operations.md new file mode 100644 index 0000000..5d825d4 --- /dev/null +++ b/content/job-roles/operations.md @@ -0,0 +1,33 @@ +/* +Description: Operational roles and functions in SparkFabrik +Sort: 10 +*/ + +In Sparkfabrik the term _developer_ is used generally to identify employees that deliver solutions to the customer. +It doesn't really matter if your job is to write code, design a new interface or taking care of the operations on a cloud appliance. Your job is still to _develop_ things: be it from scratch or to improve them. + +## Careers + +Operationals career paths expand vertically (_Growth_) and horizontally (_Specialities_). + +### Growth + +We recognize four levels of professional skills, depending on seniority and level of proficiency. Each level has its own salary bracket, mission and clear expectations. Developers [progress over this career path](/working-at-sparkfabrik/career-advancement.md) by their lenght of service, their results and by nurturing their technical and non-technical skills. + +* **Junior developer**: this is the level where duly graduated people or developers already experienced on other technologies start. We expect people to quickly step up to the next level, ideally in 12 to 36 months of employment. +* **Senior developer**: this is the level that compose the big part of our company and that we heavily rely upon. People at this level are skilled and proficient with both our technology and our methodology. They can mentor juniors and are authonomous in their work. +* **Lead developer**: those are the people that lead teams and projects in Sparkfabrik. Those people have a senior level background on top of which they developed the soft skills necessary to govern the social, technical and organizative complexity of our work. +* **Professional**: this is the highest operational role in Sparkfabrik. Professionals are the people that embody a speciality, can work with one or multiple teams at once, represent Sparkfabrik at important tables, provide training and mentorships, etc. Professionals may occasionally lead a team, but they are actually supposed to work cross-teams as reference key people. + +### Specialities + +We explained Sparkfabrik only employs _developers_. Sure there are differences and each person has her own natural or acquired inclination. We broadly recognize four _Specialities_ that qualifies you as a developer and do our best to make you shine in accordance with your nature. During your career you will be probably cover more than a single speciality, even at the same time. + +* **Analyst**: Analysts are great when it comes to map a domain, fathom complexity and express it in a clear, rational, understandable form. Analysts may not always have a solution at hand but for sure they know when a need is fulfilled or a problem is solved. Analysts skills make for great Product Owners. +* **Architect**: Architects describe the best possible solution to a framed problem. They are great decision makers, understand the long term implications of technical choices, know how to quickly probe, understand and adapt and always grasp the big picture. +* **Specialist**: Specialists are vertically expert in a discipline or area, be it writing software, cloud operations, implementing Agile or UX design. Those are the most keen to work in pair with project teams on the long run, when there are critical challenges. +* **Manager**: Managers make things work. They coach, measure, plan, steer and ultimately support people to give their best, remove obstacles, improve their processes and procedures. In Sparkfabrik people are never managed, work is. So managers govern but never rule. + +## How to advance + +We track and rule [people career advancement](/working-at-sparkfabrik/career-advancement.md) to make it fair and clear to everybody. \ No newline at end of file diff --git a/content/job-roles/role-isc-junior-developer.md b/content/job-roles/role-isc-junior-developer.md new file mode 100644 index 0000000..0de2d78 --- /dev/null +++ b/content/job-roles/role-isc-junior-developer.md @@ -0,0 +1,59 @@ +/* +Title: Roles - Junior Developer +Description: Junior Developer role in SparkFabrik +Sort: 50 +*/ + +## Mission + +* To realize technical solutions that satisfies customer's needs. +* To follow the direction of your team lead in doing so. +* To work following our agreed procedures and matching our quality standards. +* To value collaboration and critiques as the building blocks for trust with colleagues and customers. +* To value continuous improvement, seek out opportunities to learn and live by the principles of the Agile manifesto. +* To seek assistance every time you are in the need, not trying to shine by self-love or obstinacy. + +## Values + +* Passion +* Curiosity +* Communication + +## Awesomeness horizon + +If you score three times in a row over `2.5` you may get a career advancement. + +## Attitude + +### Teamwork + +You share your goals with your mates and work with them, never playing the hero or being a team of one. You speak your voice clearly, even when it's difficult, without holding relevant information for fear or stubbornness. When being frank makes you uncomfortable, you still strive to be polite and cheerful so you can make your point. + +### Self-organization + +Your own schedule and workload balance is your responsibility. You have clear what's expected to you each iteration (week, sprint, milestone) and step up to discuss conflicting priorities and possible bottlenecks with the management. + +### Lucidity + +You have clear what's expected from you and what you have to do to match the expectation. When you feel like you lost your goals, you speak up and do your best to have them clear. + +### Awareness + +You perceive the overall impacts of your day-to-day choices and know when to ask for validation. You face challenges proactively, not always waiting for others to solve problems for you, but know when to stop and ask for help to avoid wasting time or losing your mind on things bigger than you. + +### Strong opinions, lightly held + +You speak your mind and sustain your ideas with words and facts, but you are open to criticism and listen with open ears. + +## Business impacts + +* You define implementative details of solutions that fulfill business goals, matching our high quality standards. +* You realize solutions that fulfill business goals, matching our high quality standards, as defined with your team. +* You learn new, useful skills, taking advantage of any opportunity, balancing possible negative impacts on your duties. +* You help improve internal projects (even if just with bugfixes or documentation) based on your skills, aspirations and training goals. + +## Contributions + +* You propose or help to generate content about technology, methodology or practices for Sparkfabrik's media. +* You keep our Company Playbook up to date, extend and fix it every time you see the need. +* You deliver contributions (bugfixes, documentation, translations) to community projects based on your skills, aspirations and training goals. \ No newline at end of file diff --git a/content/job-roles/role-isc-lead-developer.md b/content/job-roles/role-isc-lead-developer.md new file mode 100644 index 0000000..7fc9b58 --- /dev/null +++ b/content/job-roles/role-isc-lead-developer.md @@ -0,0 +1,70 @@ +/* +Title: Roles - Lead Developer +Description: Lead Developer role in SparkFabrik +Sort: 70 +*/ + +## Mission + +* To understand customer's needs and help the customer state them in a clear, understandable form. +* To design systems that satisfies customer's needs. +* To guide your development team to implement those systems. +* To promote our procedures and standards and to find new opportunities to improve them. +* To teach by example and words, showing the value of excellence. +* To value collaboration and critiques as the building blocks for trust with colleagues and customers. +* To value continuous improvement, seek out opportunities to learn and live by the principles of the Agile manifesto. +* To contribute to the company's technical culture, sharing your mastery with others. + +## Values + +* Passion +* Discipline +* Teamwork + +## Awesomeness horizon + +If you score three times in a row over `2.5` you may get a career advancement. + +## Attitude + +### Leadership + +You are an organizational model for you colleagues. You live by best practices and require and help others to meet your high standards. You do your best to lead by consensus, listening to your team, but you always remember they look at you as a guide. You protect your team and remove obstacles but keep them committed and fit to create value. + +### Decisiveness + +You take promptly decisions, even on partial data, perceiving the overall impacts on people, schedule and deliverables. You face challenges proactively, not waiting for others to solve problems for you. You handle difficult situations without losing your mind and help others enduring them. + +### Teamwork + +You share your goals with your mates and work with them, never playing the hero or being a team of one. You speak your voice clearly, even when it's difficult, without holding relevant information for fear or stubbornness. When being frank makes you uncomfortable, you still strive to be polite and cheerful so you can make your point. + +### Self-organization + +Your own schedule and workload balance is your responsibility. You have clear what's expected to you each iteration (week, sprint, milestone) and step up to discuss conflicting priorities and possible bottlenecks with the management. + +### Lucidity + +You have clear what's expected from you and what you have to do to match the expectation. When you feel like you lost your goals, you speak up and do your best to have them clear. + +### Strong opinions, lightly held + +You speak your mind and sustain your ideas with words and facts, but you are open to criticism and listen with open ears. + +## Business impacts + +* You clearly identify the value behind a requirement and orient your work towards the delivery of that value, in accordance with our technical and human standards. +* You lead the creation of high-quality software, on time and in budget. +* You define the architecture of solutions that fulfill business goals, matching our high quality standards. +* You help your team define implementative details of solutions that fulfill business goals, matching our high quality standards. +* You sustain the growth of your younger colleagues, promoting the values of delivery quality and human relations both inside and outside the company. +* You help your team substantially improve internal projects, leading joint effort and/or directly contributing work as necessary. +* You shape new technologies, practices, tools and knowledge, even when you work on customer projects, in accordance with the direction set by the CTO. + +## Contributions + +* You generate content about technology, methodology or practices for Sparkfabrik's media. +* You lead, with the help of Sales and Communication, the production of a case study within two weeks by the end of each project. +* You make sure your team members (you also) participate in CFPs, applying as speakers at relevant conferences. You facilitate the organization of work to allow them (or yourself) to prepare the necessary material. +* You keep our Company Playbook up to date, extend and fix it every time you see the need. +* You deliver substantial contributions (new features, bugfixes, documentation, translations) to community projects, , leading joint effort and/or directly contributing work as necessary. diff --git a/content/job-roles/role-isc-professional.md b/content/job-roles/role-isc-professional.md new file mode 100644 index 0000000..799ca63 --- /dev/null +++ b/content/job-roles/role-isc-professional.md @@ -0,0 +1,75 @@ +/* +Title: Roles - Professional +Description: Professional role in SparkFabrik +Sort: 80 +*/ + +## Mission + +* To make your unique skills available to the whole company. +* To help lead and senior development achieving their mission. +* To dominate complexity, chew difficulties and laugh in the face of pressure. +* To promote our procedures and standards and to find new opportunities to improve them. +* To teach by example and words, showing the value of excellence. +* To value collaboration and critiques as the building blocks for trust with colleagues and customers. +* To value continuous improvement, seek out opportunities to learn and live by the principles of the Agile manifesto. +* To contribute to the company's technical culture, sharing your mastery with others. + +## Values + +* Passion +* Availability +* Teamwork + +## Awesomeness horizon + +You are already topping the awsomeness level. The higher your score, the higher the reward. + +## Attitude + +### Advocacy + +You are the professional model for your colleagues. You represent the company both inside and outside and are actively involved in the promotion of our culture. You are an antenna for the company, picking up information essential to validate and shape our overall strategy, of which you are an active and informed part. + +### Leadership + +You are an organizational model for you colleagues. You live by best practices and require and help others to meet your high standards. You do your best to lead by consensus, listening to your team, but you always remember they look at you as a guide. You protect your team and remove obstacles but keep them committed and fit to create value. + +### Decisiveness + +You take promptly decisions, even on partial data, perceiving the overall impacts on people, schedule and deliverables. You face challenges proactively, not waiting for others to solve problems for you. You handle difficult situations without losing your mind and help others enduring them. + +### Teamwork + +You share your goals with your mates and work with them, never playing the hero or being a team of one. You speak your voice clearly, even when it's difficult, without holding relevant information for fear or stubbornness. When being frank makes you uncomfortable, you still strive to be polite and cheerful so you can make your point. + +### Self-organization + +Your own schedule and workload balance is your responsibility. You have clear what's expected to you each iteration (week, sprint, milestone) and step up to discuss conflicting priorities and possible bottlenecks with the management. + +### Lucidity + +You have clear what's expected from you and what you have to do to match the expectation. When you feel like you lost your goals, you speak up and do your best to have them clear. + +### Strong opinions, lightly held + +You speak your mind and sustain your ideas with words and facts, but you are open to criticism and listen with open ears. + +## Business impacts + +* You clearly identify the value behind a requirement and orient your work towards the delivery of that value, in accordance with our technical and human standards. +* You define the architecture of solutions that fulfill business goals, matching our high quality standards. +* You define implementative details of solutions that fulfill business goals, matching our high quality standards. +* You realize solutions that business goals, matching our high quality standards, as defined with your team. +* You sustain the growth of your younger colleagues, promoting the values of delivery quality and human relations both inside and outside the company. +* You own one or more internal projects making sure they are in good shape, documented and up to date. +* You shape new technologies, practices, tools and knowledge, even when you work on customer projects, in accordance with the direction set by the CTO. +* You participate with CTO, COO and other relevant company staff to cross-project strategy and tactics meetings. + + +## Contributions + +* You generate (or help to) content about technology, methodology or practices for Sparkfabrik's media. +* You keep our Company Playbook up to date, extend and fix it every time you see the need. +* You deliver substantial contributions (new features, bugfixes, documentation, translations) to community projects based on your skills, aspirations and training goals. +* You own one or more community projects making sure they are in good shape, documented and up to date. \ No newline at end of file diff --git a/content/job-roles/role-isc-senior-developer.md b/content/job-roles/role-isc-senior-developer.md new file mode 100644 index 0000000..4637a67 --- /dev/null +++ b/content/job-roles/role-isc-senior-developer.md @@ -0,0 +1,58 @@ +/* +Title: Roles - Senior Developer +Description: Senior Developer role in SparkFabrik +Sort: 60 +*/ + +## Mission + +* To define and realize technical solutions that satisfies customer's needs. +* To follow the direction of your team lead in doing so. +* To help your junior mates grow, challenging them and giving them fishing cans, not fish. +* To work following agreed procedures and matching our quality standards. +* To value collaboration and critiques as the building blocks for trust with colleagues and customers. +* To value continuous improvement, seek out opportunities to learn and live by the principles of the Agile manifesto. +* To contribute to the company's technical culture, sharing your mastery with others. + +## Values + +* Passion +* Discipline +* Communication + +## Awesomeness horizon + +If you score three times in a row over `2.5` you may get a career advancement. + +## Attitude + +### Teamwork + +You share your goals with your mates and work with them, never playing the hero or being a team of one. You speak your voice clearly, even when it's difficult, without holding relevant information for fear or stubbornness. When being frank makes you uncomfortable, you still strive to be polite and cheerful so you can make your point. + +### Self-organization + +Your own schedule and workload balance is your responsibility. You have clear what's expected to you each iteration (week, sprint, milestone) and step up to discuss conflicting priorities and possible bottlenecks with the management. + +### Lucidity + +You have clear what's expected from you and what you have to do to match the expectation. When you feel like you lost your goals, you speak up and do your best to have them clear. + +### Strong opinions, lightly held + +You speak your mind and sustain your ideas with words and facts, but you are open to criticism and listen with open ears. + +## Business impacts + +* You define implementative details of solutions that fulfill business goals, matching our high quality standards. +* You realize solutions that business goals, matching our high quality standards, as defined with your team. +* You sustain the growth of your younger colleagues, promoting the values of delivery quality and human relations both inside and outside the company. +* You substantially improve internal projects (new features, bugfixes, documentation) based on your skills, aspirations and training goals. +* You shape new technologies, practices, tools and knowledge, even when you work on customer projects, in accordance with the direction set by the CTO. + +## Contributions + +* You generate (or help to) content about technology, methodology or practices for Sparkfabrik's media. +* You keep our Company Playbook up to date, extend and fix it every time you see the need. +* You partecipate in CFPs and apply as speaker at relevant conferences. +* You deliver substantial contributions (new features, bugfixes, documentation, translations) to community projects based on your skills, aspirations and training goals. diff --git a/content/job-roles/sort b/content/job-roles/sort new file mode 100644 index 0000000..c227083 --- /dev/null +++ b/content/job-roles/sort @@ -0,0 +1 @@ +0 \ No newline at end of file diff --git a/content/our-company/approved-hardware-and-software.md b/content/our-company/approved-hardware-and-software.md index 7195cf6..544f1a5 100644 --- a/content/our-company/approved-hardware-and-software.md +++ b/content/our-company/approved-hardware-and-software.md @@ -1,3 +1,8 @@ +/* +Description: How we require you to care in your devices during your daily work at SparkFabrik +Sort: 60 +*/ + SparkFabrik is primarly a web-development company, dwelling in the realm of FOSS (Free and Open-Source Software). We are strictly tied to the Unix world, either in philosophy, technics and mindset. diff --git a/content/our-company/company-manifesto.md b/content/our-company/company-manifesto.md index cadad1f..4e0f7fe 100644 --- a/content/our-company/company-manifesto.md +++ b/content/our-company/company-manifesto.md @@ -1,3 +1,8 @@ +/* +Description: Which values underpin SparkFabrik's culture +Sort: 10 +*/ + We require all our employees and contributors to endorse our [Company Manifesto](http://www.sparkfabrik.com/manifesto.html). Sharing our values is a great indicator you can work with us, so please, take a look at them before apply for hiring. diff --git a/content/our-company/impact-scoring-cards.md b/content/our-company/impact-scoring-cards.md new file mode 100644 index 0000000..53d3369 --- /dev/null +++ b/content/our-company/impact-scoring-cards.md @@ -0,0 +1,40 @@ +/* +Title: Impact scoring cards +Description: How accountabilities for the different roles work in SparkFabrik +Sort: 40 +*/ + +Operational roles are described in terms of **impact scoring cards**: documents that describe the expected positive impact a role has to the business. + +As you take on new roles and possibly even move between specialities (we love multi-talented people), your accountabilities will be described by one (or more) scoring cards. + +## Shared accountabilites + +We all share a set of accountabilities, regardless of our job position and role on any specific project: + +### Client satisfaction + +Client is not always right, or they would not turn to us to solve their problems. Still [we value technical quality and good human relations over aything else](https://www.sparkfabrik.com/en/who-we-are.html). Be kind and clear, explain your positions, always focus on customer needs, with open ears and a bright smile and ultimately deliver a great customer experience. + +### Delivering projects + +Simple as it sounds. On time, on budget, on specs. + +### Respecting you colleagues + +Be friendly. Keep in mind that we share the same goal but everybody may have different way to achieve it. Always presume everybody il well-meaning and help her to improve. Don't waste others time: be timely at meetings, point out when other forget something and state your requirements or needs in a clear way so other should not try to figure out what you mean. + +### Supporting your colleagues + +Work with others so that they can grow. Add to their knowledge. Help them if they are in the need but don't steal the spotlight: let them do the work so they can improve. Point out when other can meet a highest standard. Don't hold information that can help other succeed. + +### Following company processes + +We prefer processes and evolutionary agreements over rules. Still we want everybody to follow those processes and respect evolutionary agreements. Everybody is involved in shaping them so everybody must respect them. + +## Per-role accountabilities + +* [Junior developer](/job-roles/role-isc-junior-developer) +* [Senior developer](/job-roles/role-isc-senior-developer) +* [Lead developer](/job-roles/role-isc-lead-developer) +* [Professional](/job-roles/role-isc-professional) diff --git a/content/our-company/job-interviews.md b/content/our-company/job-interviews.md deleted file mode 100644 index 26fa493..0000000 --- a/content/our-company/job-interviews.md +++ /dev/null @@ -1,150 +0,0 @@ -We are constantly evolving our hiring skills and practices. - -What follow is a broad depiction of our hiring workflow, from first contact to job offer signing. -[Resource onboarding] has its own dedicated chapter in this playbook. - -## How we collect CVs - -Candidates apply via our company website or by mail, to jobs@sparkfabrik.com. -Please send your CV in the format that more represents your skills and attitude. Beside your CV a bit of a presentation is very welcome as it can help us understand who you are and what you exepect from us. - -## First interview - -We'll propose you a one-hour slot for a first interview. We'll both collect information about each other and will keep a record of our discussion for future reference. -We do our best to get an interview with each and all candidates. Taking the first interview is not binding. If both we and you will be interested in establishing a job relation, we'll proceed to next steps. - -The first interview has the following goals: - -* Getting to know you, your attitude and your expectations in person. -* Giving you a taste of how working for us would be. - -Let's get this out of the way: **we will value our personal impression more than any of the following parameters**. -Anyway, we'll ask you some question and score your replies. Here is how we calculate your scores. - -### Knowledge of the company - -**Max score: 6** - -* You actually know what we do -* You read our [manifesto](https://www.sparkfabrik.com/en/manifesto.html) -* You read this playbook -* You know you offer something we are looking for -* You know we offer something you are looking for -* You get in touch with us in a non-fortuitous occasion (conferences, events, following on socials, etc) - -### Self awareness - -**Max score: 5** - -* You can show you know your strenghts -* You can show you know your weaknesses -* You can elaborate on what you expect from your professional life (short, mid and long term) -* You are aware about how you see yourself in our company -* You can explain why you really want to work with us - -### Attitude and personal skills - -**Max score: 4** - -* You can show passion for what you do, or what you want to do -* You have drive and will, not only at work -* You display or prove good social skills -* You show curiosity and interest about your future in our company - -### Proficiencies - -**Max score: 3** - -* You can clearly elaborate on the skills mentioned in your CV -* You can show some of your work (either personal or professional) -* You can fluently hold a part of the conversation in English - -More notes may be taken our side and maybe we won't go deep into each and every point here, but basically that's what we want to understand about you. - -During the interview we'll devote 10 to 20 minutes replying your questions about the company. -In addition, if you have any financial expectation, please be prepared to state it clearly during the first interview. - -We commit to provide you with a honest feedback within two weeks from the interview. We may also ask your feedback about how the interview went so we can improve our practices. It would be great if you agree to be engaged in such a loop. - -## Technical interview - -Given you roll a critical hit during your first interview, we will call you back to hold a technical interview. - -What "technical" means actually depends on your profile. Maybe you applied as a developer, UX designer, cloud engineer, agile product owner or whatever else. No matter what, in your technical interview we will get a grasp on your real proficiency and operational attitude. We will also answer your questions about how we do things and why. It has to be a conversation so we can both bring some value home. - -`THIS SECTION IS STILL WIP - Score details have to be defined` - -Your technical interview score will depend on various aspects, not just production skills. - -``` -WIP - -- Your skills and expertise -- Your contributions to FOSS or the community -- Are your passionate about your matter? -- Are you experienced in agile metodologies? -- Are your a good communicator? -- Have your ever been a technical mentor? -... - -WIP -``` - -## Technical challenge - -If you are applying for a medior (or above) level and depending on your areas of proficiency, we will ask you to endure a technical challenge that can go from a few hours to a full day. -The goal of the technical challenge is to see you at work in our environment. - -The actual challenge may change: you may have to produce something with a given technology, analyze a problem and provide your observation, explain and comment on something you produced in your spare time, dismantle a messy requirement in a set of user stories, reproduce a diabolical visual with CSS, or such. - -No matter the challenge nature, you'll be assigned a mentor for it, so you know whom to talk to in case of need. - -During the challenge you'll have access to the internet, our team, our offices and all the devices, tools and boons you would reasonably get in your everyday job. It is not a school exam and there is not always a bar to pass. It is instead a sort of benchmark that will give us an idea about: - -* How you jump onto problems and tackle them -* How you face a healthy stress -* To what extent you can relate to others around you -* How proficient and productive you are during a (non standard) working day - -On the other hand we want you to: - -* Taste the general mood of our working environment -* Spend some times with your possible colleagues, like coffee-machine chat or lunch together -* Make questions about how we do things and why -* Speak your voice - -You will be assigned a score, like follows. - -### Social attitude - -**Max score: 3** - -* You reached out for help or a simple review by your mentor -* You managed to controll stress and kept a positive mood during the day -* You spent some time with other colleagues and learnt about how life in SparkFabrik actually is - -### Self organization - -**Max score: 3** - -* You were able to set and maintanin tasklist to achieve your goals -* You managed to keep track of your progresses during the day -* You shown a clear understanding of your goal and can articulate about your progression (no matter how much) at the end of the challenge - -### Technical skills - -**Max score: 4** - -* You produced something that actually works -* You can explain (sell?) your choices and tradeoffs -* You can engage in a meaningful conversation with your mentor about how the challenge went, possible improvements and the difficulties you encountered -* Your work is testable, be it by automated tests or by a human following clear scenarios - -### Boons - -**Any of the following may increase your score.** - -* It is clear you took fun in the challenge -* You helped us shape the challenge idea or raised the stake -* You put special care in some valuable aspects of your deliverable -* You provide honest and professional feedback on your experience that can help us shape future challenges diff --git a/content/our-company/roles-in-sparkfabrik.md b/content/our-company/roles-in-sparkfabrik.md deleted file mode 100644 index 10161d9..0000000 --- a/content/our-company/roles-in-sparkfabrik.md +++ /dev/null @@ -1,20 +0,0 @@ -In SparkFabrik we make distinction between **Company Roles** and **Team roles**. - -We don't have such a thing like **Job roles** since we are currently all developers, each one with its skill-level and focus, but pretty all devoted to create digital products. This basically means we won't hire for a _Project manager_. We probably will search for a more or less skilled technician and he will eventually end up doing what he does best. - -The main difference between **Company roles** and **Team roles** is that the latter are generally interchangeable, while the formers tend to be fixed and company-wide. All Company roles are currently covered by company shareholders and founders. - -## Company roles - -* **CEO** - Stefano Mainardi (stefano.mainardi@sparkfabrik.com) and Paolo Pustorino (paolo.pustorino@sparkfabrik.com) are currently CEOs of the company, with equal powers. -* **CTO** - Paolo Mainardi (paolo.mainardi@sparkfabrik.com) is the current CTO of the company -* **CFO** - Marco Giacomassi (marco.giacomassi@sparkfabrik.com) is the current CFO of the company -* **Software Architect** - Alessio Piazza (alessio.piazza@sparkfabrik.com) is the current Software Architect of the company -* **Office Manager & Administrative Officer** - Ayse Meric (ayse.meric@sparkfabrik.com) is the current Office Manager & Administrative officer - -## Team roles diff --git a/content/our-company/sort b/content/our-company/sort index 573541a..7ed6ff8 100644 --- a/content/our-company/sort +++ b/content/our-company/sort @@ -1 +1 @@ -0 +5 diff --git a/content/working-at-sparkfabrik/career-advancement.md b/content/working-at-sparkfabrik/career-advancement.md new file mode 100644 index 0000000..1a580c6 --- /dev/null +++ b/content/working-at-sparkfabrik/career-advancement.md @@ -0,0 +1,40 @@ +/* +Description: How people grow and specialize in SparkFabrik +Sort: 40 +*/ + +People in Sparkfabrik should expect to advance on their career path almost constantly. +Growth is awarded by the combination of two mechanisms. + +## Length of service + +We value people to stick with us. +Turnover is costly and investement on team building pays more in the long term. That's why we want people to stay around. We reward anyone with a salary increase after 3, 5, 7 and 10 years of work. This happens automatically, regardless of performance and will go beyond the tenth year. + +## Impact scoring + +This practice is heavily inspired by how [Deeson](https://www.deeson.co.uk) and [Stack Overflow](https://stackoverflow.com/) help their employees achieve their goals and commit to their duties. + +Once every three months, as a developer, you attend an [1:1 meeting](/working-at-sparkfabrik/one-to-one-meetings). Among other things, [Impact scoring](/working-at-sparkfabrik/impact-scoring) will be evaluated and discussed in that occasion, to measure your growth on the various business-impacting aspects. + +Matching (or exceeding) a score of `2.5` for three times in a row will allow you to be assigned a higher role. Stepping up on your career path will then be based on adherence to values and the actual impact you make, not on personal perception of your merit. + +Stepping up will impact: + +* your salary following [this table](/working-at-sparkfabrik/salaries#salary-variations); +* your duties in accordance to your new [impact scoring card](/our-company/impact-scoring-cards). + +``` +NOTE: Salary brackets valures and direct bonds between performance and salary step-ups are still in "alpha" stage. +``` + +## Taking the challenge + +To fullfill [its vision](https://www.sparkfabrik.com/en/who-we-are.html), Sparkfabrik sells and cultivates high seniorities. Thus we expect junior developers to work hard to step up and we **require** that, once the proper goals are completed they will be ready to take the responsibilities of a senior developer. + +Not all senior developers crave to become leaders or top professionals, instead. This is understandable and we respect the choice. +When you as a senior developer meet the requirements for a career advancement, we will present you the opportunity, explain new role's benefits, expectations and duties. It is to you to take or leave. + +We encourage everybody to accept the challenge and may, in many cases, probe people that already refused if we see a new occasion for them to shine, but won't push or force any advancement. + +Still we expect **every senior developer** to constantly increase her scoring and set new professional goals, maybe tackling new [Specialities](job-roles/operations#specialities) in their career, making side steps instead of climbing the ledder. \ No newline at end of file diff --git a/content/working-at-sparkfabrik/impact-scoring.md b/content/working-at-sparkfabrik/impact-scoring.md new file mode 100644 index 0000000..40d571c --- /dev/null +++ b/content/working-at-sparkfabrik/impact-scoring.md @@ -0,0 +1,56 @@ +/* +Description: How we manage performance and rewarding in SparkFabrik +Sort: 60 +*/ + +As every fast growing company we faced the problem of unbiased performance and rewarding mechanisms. + +## Credits + +We stumbled upon [Deeson's model](https://handbook.deeson.co.uk/working-at-deeson/impact-scoring/), which in turn is claimed to be borrowed from [Stack Overflow](https://stackoverflow.com/company/salary/skills/web-developer?e=1&l=1) in the first place so credits go to those two exemplary companies for shaping the model. Thank you guys! + +## Impact scoring + +We evaluate each other based on the desired impact we should get during our daily work. To this extent each role's duties in Sparkfabrik is detailed based on the expected outcomes, not a series of tasks or procedures that people must follow blindly. + +These outcomes is seen as important to business, context and company culture by [company governance](/job-roles/governance). + +## Impact assessment + +In [one-to-one meetings](/working-at-sparkfabrik/one-to-one-meetings) at the start of every quarter (Jan, April, July, Oct), we evaluate a developers against the outcomes listed in their [impact scoring cards](/our-company/impact-scoring-cards) on the same scale from A (and above) to C used by Deeson. + +Each outcome or skill gets one of the following rates: + +* **A+++**: Over the top amazingness. You do, teach and lead. When people think of this skill, they think of you. Even in Sparkfabrik, where people are expected to excel, such a score will be rare. You can aim here but are not expected to, probably this reflects an aspect of your personality or a natural talent. +* **A+**: You do more than your mates expect, even considering we have demandingly high standards. +* **A**: You totally do what's expected, matching our high standards. Undeniably positive impact. +* **B**: Good performance but with improvement headroom. When you have to set your quarterly or yearly professional goal, here is where to put your energy first. +* **C**: This falls way behind our expectations and you need to improve significantly in this area. Such a score will inevitably set a goal for you for the next quarter, when this is expected to have become a B. Scoring the same C over and over is not acceptable. + +An additional value is + +* X – Who is providing the score have no evidence or data to evaluate you on this aspect. + +## Total score calculation + +The total score is calculated by the following formula: + +> (4 x _A+++ count_ + 3 x _A+ count_ + 2 x _A count_ + 1 x _B count_ + 0 x _C count_ + 0 x _X count_) / (_Total aspects count_) + +The resulting score is and average awesomeness indicator you can keep track of. It is bound to grow and when it constantly stays over the _Awesomeness horizon_ reported in your impact scoring card, you'll be eligible for a [career advancement](/job-roles/career-advancement). + +## How assessment happens + +This evaluation is not done by someone in a vacuum. **You are required to attend the one-to-one with a complete score-card** you will have filled with your lead (or senior mate). This means you will have to discuss your scoring, not getting it _from above_. + +If you feel you got an unfair scoring from your lead, **you can have a HR representative to review the evaluation** with you and your lead in advance. + +### For the evaluated + +Although other people may not always be objective in evaluating your impacts, it is important to sustain the conversation openly and get all the reasons behind each score. Even when it's difficult to take, **honest feedback is the most valuable help you can get in your growth**. +Different people will see you in different lights and from different perspectives. This is also food for thought and will help you nurturing soft social skills, useful when you will become a team leader or a top manager. + +### For the evaluator + +It may be difficult and uncomfortable to give honest feedback. You may be tempted to be too soft, too rewarding, shy away from harsh topics, etc. Or, quite the opposite you may be in rage for something really bad that recently happened and be tempted to bash your colleague with a bad evaluation, calling off months of good work and wiping the slate clean. +Having to explain your reasons should help you be more objective. Should the conversation become difficult, try to make her clear how she may succeed in the future instead that just pointing out how bad she failed. But don't sweep the dirt under the carpet. **Remember that the reason you are providing feedback is to allow your mate to do a better job next time**. Always trust she will! \ No newline at end of file diff --git a/content/working-at-sparkfabrik/job-interviews.md b/content/working-at-sparkfabrik/job-interviews.md new file mode 100644 index 0000000..0a0eb16 --- /dev/null +++ b/content/working-at-sparkfabrik/job-interviews.md @@ -0,0 +1,242 @@ +/* +Description: How we perform recruitment meetings and assess skills in SparkFabrik +Sort: 20 +*/ + +We are constantly evolving our hiring skills and practices. + +What follow is a broad depiction of our hiring workflow, from first contact to job offer signing. +[Resource onboarding] has its own dedicated chapter in this playbook. + +## How we collect CVs + +Candidates apply via our company website or by mail, to jobs@sparkfabrik.com. +Please send your CV in the format that more represents your skills and attitude. Beside your CV a bit of a presentation is very welcome as it can help us understand who you are and what you exepect from us. + +## First interview + +We'll propose you a one-hour slot for a first interview. We'll both collect information about each other and will keep a record of our discussion for future reference. +We do our best to get an interview with each and all candidates. Taking the first interview is not binding. If both we and you will be interested in establishing a job relation, we'll proceed to next steps. + +The first interview has the following goals: + +* Getting to know you, your attitude and your expectations in person. +* Giving you a taste of how working for us would be. + +Let's get this out of the way: **we will value our personal impression more than any of the following parameters**. +Anyway, we'll ask you some question and score your replies. Here is how we calculate your scores. + +### Knowledge of the company + +**Max score: 6** + +* You actually know what we do +* You read our [manifesto](https://www.sparkfabrik.com/en/manifesto.html) +* You read this playbook +* You know you offer something we are looking for +* You know we offer something you are looking for +* You get in touch with us in a non-fortuitous occasion (conferences, events, following on socials, etc) + +### Self awareness + +**Max score: 5** + +* You can show you know your strenghts +* You can show you know your weaknesses +* You can elaborate on what you expect from your professional life (short, mid and long term) +* You are aware about how you see yourself in our company +* You can explain why you really want to work with us + +### Attitude and personal skills + +**Max score: 4** + +* You can show passion for what you do, or what you want to do +* You have drive and will, not only at work +* You display or prove good social skills +* You show curiosity and interest about your future in our company + +### Proficiencies + +**Max score: 3** + +* You can clearly elaborate on the skills mentioned in your CV +* You can show some of your work (either personal or professional) +* You can fluently hold a part of the conversation in English + +More notes may be taken our side and maybe we won't go deep into each and every point here, but basically that's what we want to understand about you. + +During the interview we'll devote 10 to 20 minutes replying your questions about the company. +In addition, if you have any financial expectation, please be prepared to state it clearly during the first interview. + +We commit to provide you with a honest feedback within two weeks from the interview. We may also ask your feedback about how the interview went so we can improve our practices. It would be great if you agree to be engaged in such a loop. + +## Technical interview + +Given you roll a critical hit during your first interview, we will call you back to hold a technical interview. + +What "technical" means actually depends on your profile. Maybe you applied as a developer, UX designer, cloud engineer, agile product owner or whatever else. No matter what, in your technical interview we will get a grasp on your real proficiency and operational attitude. We will also answer your questions about how we do things and why. It has to be a conversation so we can both bring some value home. + +Your technical interview score will depend on various aspects, not just production skills. + +### Basic skills and experience + +**Max score: 7** + +* You have good fundations of Computer Science (high-school diploma or college degree, or analogue training) +* You have professional development experience with the programming languages we use the most +* You have professional development experience with the programming frameworkds we use the most +* You know how to test your code and you do it as a standard practice +* You use git in a non-trivial environment (i.e. contribute to projects on github, working in a medium/large team with defined branching model) +* You feel comfortable moving around a Unix shell and may use a Unix-like OS as your main operating system +* You know what Docker is and you make use of containers during your daily job +* You have basic experience with mainstream Cloud vendor services + +### Advanced skills and experience + +**Max score: 9** + +* You have experience engineering and designing complex/multi-service software architectures +* You have experience with serverless architectures +* The mentioned experience relates to the same technologies we are currently using +* You properly document your source code by automatic tools +* Containerized environments are common practice for you +* Continuous Integration is common practice for you +* You have experience with Continuous (or automated) deploy and delivery +* You know how to optimize your application performance +* You know how to check and fix security issues in your code +* You can articulate on your debugging approach, practices and tools +* You have strong experience with mainstream Cloud vendors services +* You have real-world experience with Kubernetes orchestrator +* You are or have in the past been a sysop + +### Soft skills + +**Max score: 8** + +* You can explain how you organize your work to ensure it to be on time, in budget +* You owned a project from both techcnical and organizational sides +* You have experience leading a team on medium/long term projects +* You feel comfortable speaking to an audience +* You are a good communicator +* You can manage a troublesome customer +* You can manage a troublesome colleague +* You provided technical mentorship (or onboarding coaching) to your junior colleagues + +### Agile skills and expertise + +**Max score: 7** + +* You have experience or training in Agile frameworks +* You know what a backlog is +* You played the Product/Project/Process Owner role in a Scrum or Kanban team +* You played the Scrum Master role in a Scrum team +* You was part of a development team using Scrum or Kanban and you can articulate on your experience +* You are certified in one of the named frameworks +* You can explain when and why it is not adviced to use such approaches + +### Passion and contributions + +**Max score: 5** + +* You can show passionate about the work we (us and you) do +* You contribute to FOSS projects +* You maintain or own FOSS projects +* You organize or help the organization of relevant events +* You talk to events, engage in hackathons or are active in a community. + +The technical interview may run from 60 to 90 minutes depending on your proficiencies level, your argumentations and how much fun we all take from it. + +Having the opportunity to take a look at your code or attending a bit of a performance during the interview will surely add useful information and may make you jump the technical challenge if it is totally clear that you are a great fit. + +Of course we are available to give you back information on our technical approach and setup so you can decide if SparkFabrik is a good fit for you also. Ideally we will reserve 10 to 20 minutes out of an hour for your questions. In addition, clever questions often matter more than correct responses. + +## Technical challenge + +Depending on your areas and level of proficiency, we may ask you to endure a technical challenge. The main goal of this activity is to see you at work in our environment. + +Technical challenges here are not setup like school exams and there is not always a bar to skip. It is more of a benchmark that will give us an idea about: + +* How you jump onto problems and tackle them +* How you face a healthy stress +* To what extent you can relate to others around you +* How proficient and productive you are during a (non standard) working day + +On the other hand we want you to: + +* Taste the general mood of our working environment +* Spend some times with your possible colleagues, like coffee-machine chat or lunch together +* Make questions about how we do things and why +* Speak your voice + +Depending on your availability, geographical position and other possible constraints, we can arrange the challenge to be taken _in person_ or remotely. + +### In person challenges + +In this case the actual challenge may change: you might have to produce something with a given technology, analyze a problem and provide your observation, explain and comment on something you produced in your spare time, dismantle a messy requirement in a set of user stories, reproduce a diabolical visual with CSS, or such. + +No matter the challenge nature, you'll be assigned a mentor for it, so you know whom to talk to in case of need. + +During in person challenges you'll have access to the internet, our team, our offices and all the devices, tools and boons you would reasonably get in your everyday job. + +### Remote challenges + +Moving to our offices for the time necessary to take a challenge is not always feasible. For those cases we will ask you to engage in a fictional project development using a Trello agile board. + +We have some **Technical Challenge board templates** availabe for you to clone right away. Each board lists all challenge instructions and rules, together with some useful resources. + +The board also sports a product backlog, describing a fictional product or agile activity. The backlog may be taken in charge directly in the board. A column for notes and asynchronous discussions is also there. + +To take the challenge you must: + +* Clone the board +* Put your name in the board title so we can find your one +* Invite your SparkFabrik mentors to the board (generally the CTO and HR responsible for your hiring) +* Start working on the project + +Your assigned mentor will play the role of the _Product Owner_ for this fake product. +The base technologies may change, depending on what's relevant in your specific case. + +To date the following remote challenge template boards are available: + +* [SparkFabrik development challenge](https://trello.com/b/iZpT5tIa/sparkfabrik-development-challenge-template): develop a simple web application to store and retrieve quotes on a technology of our choice. + +Please, be available to come visit or attend a 2-hrs call to present your work, review it with us and collect our feedback. + +At the end of your challenge you will be assigned a score, like follows. + +### Social attitude + +**Max score: 3** + +* You reached out for help or a simple review by your mentor +* You managed to controll stress and kept a positive mood along the activity +* You spent some time with other colleagues and learned about how life in SparkFabrik actually is + +### Self organization + +**Max score: 3** + +* You were able to set and maintanin tasklist to achieve your goals +* You managed to keep track of your progresses during the day +* You shown a clear understanding of your goal and can articulate about your progression (no matter how much) at the end of the challenge + +### Technical skills + +**Max score: 4** + +* You produced something that actually works +* You can explain (sell?) your choices and tradeoffs +* You can engage in a meaningful conversation with your mentor about how the challenge went, possible improvements and the difficulties you encountered +* Your work is testable, be it by automated tests or by a human following clear scenarios + +### Boons + +Any of the following may increase your score. + +**Max score: 4** + +* It is clear you took fun in the challenge +* You helped us shape the challenge idea or raised the stake +* You put special care in some valuable aspects of your deliverable +* You provide honest and professional feedback on your experience that can help us shape future challenges diff --git a/content/working-at-sparkfabrik/one-to-one-meetings.md b/content/working-at-sparkfabrik/one-to-one-meetings.md new file mode 100644 index 0000000..5aeebd3 --- /dev/null +++ b/content/working-at-sparkfabrik/one-to-one-meetings.md @@ -0,0 +1,39 @@ +/* +Description: How we make sure people grow and express themselves in SparkFabrik +Sort: 80 +*/ + +Our one-to-one meeting is heavily inspired in spirit and practice by the [24 questions to ask in your next 1:1 meeting](https://www.small-improvements.com/blog/24-questions-ask-next-11-meeting/) post by Jason Lauristen on _Small improvements_ blog. + +HR representative and team leads engaging in one-to-ones with developers are required to read the whole post and take inspiration. + +## Scheduling + +Three (3) one-to-one meetingd are scheduled each year. All employees with a role in operations will attend the meeting with a designated HR representative. +Each employee must [get ready for the meeting compiling her ISC](/working-at-sparkfabrik/impact-scoring#how-scoring-happens) with her team leader. +Optionally junior developers ISCs [may be compiled with the help of a senior team mate](/working-at-sparkfabrik/impact-scoring#how-scoring-happens) and their one-to-one conducted by a lead developer. + +## Goal + +The one-to-one meeting is **not** an occasion for control or top-down education. It is a meeting **of the employee and for the employee**, with the following goals: + +* Receive honest feedback +* Provide honest feedback +* Discuss impediments +* Setting near-range goals and check the milestone + +## Agenda + +To achieve meeting goals we set the following agenda over a 60 minutes meeting: + +1. **Warm-up** (5 mins): What is the single most important thing we need to discuss today? +2. **Celebration** (10 mins): What are your most significant accomplishments since we last met? Did you already match the goals you set last time? +3. **Impediments** (15 mins): What obstacles are you encountering right now? Where do you struggle? +4. **Next goals** (15 mins): What are the most important things you will focus on before we meet next (relates to point 1)? Can we state it as a [SMART](https://en.wikipedia.org/wiki/SMART_criteria) goal? +5. **Offer to help** (10 mins): What can we as your managers do better or differently to support you? +6. **Facilitator feedback** (5 mins): What are your feelings on this one-to-one? How should I improve as a facilitator? + +## Outcome + +The HR representative will summarize the outcome and new goals in a private mail with the employee. +The outcome of the meeting will be shared by discussion with the company governance, and potentially team leads if applicable. \ No newline at end of file diff --git a/content/working-at-sparkfabrik/salaries.md b/content/working-at-sparkfabrik/salaries.md new file mode 100644 index 0000000..f6f34eb --- /dev/null +++ b/content/working-at-sparkfabrik/salaries.md @@ -0,0 +1,83 @@ +/* +Description: How we calculate salaries in SparkFabrik +Sort: 30 +*/ + +``` +NOTE: What follows has to be considered in "alpha stage". Actual values and policies will be tested and adjusted during year 2019. +Moreover, a way to reward horizontal growth (learning diversified skills) still have to be introduced. + +Despite that, this page is a sensible reference for our current salaries baselines and increases. +``` + +## Salary calculator + +Wages are calculated starting from [baseline salary brackets](#baseline-salary-brackets), sized by role. +On top of them we add: + +* **Lenght of service increments**: happens automatically as time passes by +* **Job interview scoring adjustments**: determined only at [hiring](/working-at-sparkfabrik/job-interviews) and affecting your starting wage +* **Impact scoring adjustments**: a running process related to your [professional growth](/working-at-sparkfabrik/career-advancement) + + +## Baseline salary brackets + +Here are the baseline brackets by role: + +| Role | Baseline salary (€) | +|---|---| +| Junior developer | 25K | +| Senior developer | 30K | +| Lead developer | 35K | +| Professional | 40K | +| Executive | 55K | + +Baseline brackets are tuned on an [Impact Score](/working-at-sparkfabrik/impact-scoring) of `2`, which represent nothing more, nor less than a perfect match between employee performance and company expectations. + +## Length of service increments + +When your length of service exceeds the following milestones your wage will automatically increase as listed: + +| Years of service | Salary increase (€) | +|---|---| +| 3 | 700 | +| 5 | 1.120 | +| 7 | 1.680 | +| 10 | 2.800 | + +## Job interview scoring adjustments + +During your job interview we will assess your profinciency and skills level so we can place you on the ladder. +Depending on your expectations, the interviewer perception and the overall [job interview score](/working-at-sparkfabrik/job-interviews) you will be assigned an _Impact-equivalent score_. + +A negative adjustment means we feel you can't match our expectations from the start, but we recognize key aspects of your personality that can fill the gap in the very first period of your career. +In this case we will take a chance on you, but also set clear goals for you so that: + +1. Your impact score meets the assessed level at the first check (1 to 3 months from hiring, depending on national contract employee level) +2. Your impact score raise to the average level within the second check (6 months of employment) + +If you score higher during your interview, or if you want to negotiate an initial wage higher than the baseline, you will need to match higher than average expectations: + +1. At the first check (1 to 3 months from hiring, depending on national contract employee level) your score will not be lower than **one step** below the level you negotiated for[1](#fn1) +2. We expect you to arrange a proper development plan to feel the possible gap with CTO and HR during your first 1-to-1 +3. Your impact score must to raise to the average level within the second check (8 months of employment) + +## Impact scoring adjustments + +As long as you repeatedly score above a certain threshold (3 times), you become eligible for a salary increase. +You may require a single score-supported salary increase during the same year that the company will honor without negotiation. + +If you aim to a higher salary for a specific year, you are encouraged to work towards that goal, working to increase the rating for your role's accountabilities or applying for a higher role, with more accountabilities for example. + +The following table represents the adjustements relative to impact scores, per role. To guarantee a fair and inclusive retribution to all company's workforce **these values are not negotiable**. + +| Impact Score | 1 | 1.25 | 1.5 | 1.75 | 2 | 2.25 | 2.5 | 2.75 | 3 | +|:---|---|---|---|---|---|---|---|---|---| +| **Junior Dev** | € 20.000 | € 21.250 | € 22.500 | € 23.750 | **€ 25.000** | € 25.900 | € 26.870 | € 27.770 | € 28.750 | +| **Senior Dev** | € 24.000 | € 25.500 | € 27.000 | € 28.500 | **€ 30.000** | € 31.150 | € 32.250 | € 33.350 | € 34.500 | +| **Lead Dev** | € 28.000 | € 29.750 | € 31.500 | € 33.250 | **€ 35.000** | € 36.300 | € 37.650 | € 38.900 | € 40.250 | +| **Professional** | € 32.000 | € 34.000 | € 36.000 | € 38.000 | **€ 40.000** | € 41.500 | € 43.000 | € 44.500 | € 46.000 | + +--- + +_1: For example, if you negotiated a salary of € 26.875 for a Junior position (corresponding to a score of 2.5), you must take a scorecard with a final score of at least 2.25 at your first 1 to 1 meeting. [↩](#fnr1)_ \ No newline at end of file diff --git a/content/working-at-sparkfabrik/sort b/content/working-at-sparkfabrik/sort new file mode 100644 index 0000000..d8263ee --- /dev/null +++ b/content/working-at-sparkfabrik/sort @@ -0,0 +1 @@ +2 \ No newline at end of file