Using Metrics in Performance Reviews

If you begin to use codermetrics in your software development organization, and if they are appreciated by a large group especially team leaders, managers, directors, or executives, then it is inevitable that you will begin to wonder how to use metrics in performance reviews. As mentioned in earlier chapters, this is an area that should be approached carefully. You do not want the metrics to be seen strictly as grades. If coders believe they are getting graded on specific metrics, they will focus on those areas to the potential detriment of other areas, which will limit the use of a wider group of metrics for mentoring, goal setting, or regular project and team reviews.

In this section, I suggest ways that managers can use metrics to more clearly analyze the contributions, strengths, and areas for improvement for each coder. Then I recommend ways that metrics can be incorporated into the performance review process to increase fairness, enhance communications, and help coders better focus on areas to improve.

Choosing Appropriate Metrics

For each coder, the first step is to decide which metrics you want to include as part of a performance review. Some of the metrics you may review to see what they tell you about the coder’s skills and contributions or to check whether they support your analysis of the coder’s performance. Other metrics you may want to cite specifically because they identify areas where the coder’s skills and contributions are particularly ...

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