Using Plandek’s Agile software delivery metrics makes it easy even for non-technical line managers to develop skills and plan professional advancement for engineers – find out how in this post.
By Kerry Seaton – Agile Success Manager at Plandek
The role of a software engineer in a delivery team, regardless of which methodology the team is working to, has 2 purposes. The commitment to work as a part of a team and deliver quality code is the main purpose, but alongside this there is the need to develop personal skills and knowledge, including keeping up-to-date with the ever-changing technologies and needs of the business.
I have worked in lots of delivery teams and as a result many software engineers, ranging from apprentices, juniors, all the way up to technical leads and solution architects. I have also found myself in that important position as a Line Manager for engineers and, while I have worked in IT for almost 20 years, I do not possess that technical skill required to be a software engineer. However, as a Line Manager I have always been keen to be able to support and encourage their personal development.
Improving on traditional software engineering career progression
Most organisations will have a career progression framework for the engineering community and it may have a step by step guide on what needs to be done to progress up through the ranks. Many organisations might also have mentoring programmes in which a senior member of engineering can work alongside the Line Manager to assist with professional progression. But I expect there are a lot of people who have either found themselves in my position, where they are a Line Manager for a technical role, or in the position of a software engineer who has a Line Manager who is not technical.
This is where Plandek can help, as it contains many insightful metrics that can help build up a picture of an engineer’s skills level and assist in building a personal development plan, which can compliment any career progression framework that might be in place. Plandek’s customisable software engineering dashboards provide a ‘balanced scorecard’ of metrics to help quickly identify coaching opportunities to provide engineers with the support they need.
Specific metrics to help software engineers career and skills development
Key metrics for development can include reports such as Code Cycle Time, where you can drill into the time it takes to create and merge a pull request. It can be broken down by author, so you could build a history of work and set a target for that to decrease over time.
Code Knowledge could be used, again filtered by author, to see how engineers are contributing towards the buddying/approving process, which helps with productivity but also increases their own knowledge of the code. Again, there could be some personal development goals set using this as a benchmark.
Another great metric is First Time Pass Rate which can help determine the quality of the code the engineers are producing. All of these metrics are measurable and fit nicely into a SMART objective framework.
Not just delivery metrics: Plandek paints an overall picture of SDLC
Plandek is more than just delivery related metrics. It paints a picture of your overall software delivery lifecycle and can range from being part of a monthly stakeholder project report through to part of an individual personal development plan.
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