measuring job performance

From: Rogue Petunia (roguepetunia_at_nospam.com)
Date: 04/04/04 

Date: Sun, 04 Apr 2004 21:16:40 GMT

Hello,
I'd like to hear your ideas on how to measure a programmer's job
performance, particularly the output. Our company requires each employee to
set goals for the year. My manager has told me that my output must increase
and this must be one of my goals for this year. This is a vague, nebulous
statement. How can one quantify this?

If I were a salesperson, I could say, my goal is to sell 10% more vacuums.
Programming is different. Can't say, my goal is to complete 5 projects this
year because the size of projects vary.

I don't believe in LOC (lines of code) as a job performance metric because a
good programmer writes compact, efficient code that leads to application
stability. Sprawling, uncontrolled code full of workarounds might have a
lot more lines but it's worse.

Our company's goal setting guidelines encourage that we set quantifiable
goals. A goal such as, "to improve technical skills" is a poor goal. It
would be better stated as, "to learn COM+". And even that is not so good
because what constitutes having "learned" something? Perhaps, "to write a
COM+ component" really narrows it down and leaves little room for
interpretation. At the year end performance review you've either written a
COM+ component or you haven't. You've either met the goal or you haven't.

I'd like to hear from those of you with experience in a corporate setting
where goal setting and performance reviews are standard fare. Do you have
suggestions on how to quantify the goal of "to increase my output".

Thanks a lot,
Rogue

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