jorgef/engineeringladders

A framework for Engineering Managers

engineeringladders's Issues

Easily create radar charts

What tool or code do you use to create the radar charts? I am struggling to find anything that lets me create radar charts that don't just display numeric values.

Transparent PNG's does not work in GitHub dark mode

In GitHub dark mode the transparent png is very hard to read:

Link to HTTPS URL

Hi @jorgef, thanks for this project!

A quick request: Currently in the About section on the right column of the GitHub repo, the HTTP URL is used ( http://www.engineeringladders.com/ ).

It seems that there is HTTPS URL that also works ( https://www.engineeringladders.com/ ). Would it be possible to change the URL to this one?

I would do a PR, but GitHub doesn't allow for PRs to change repository metadata.

Monitoring system and SLAs is a thing that has to be associated also to a Junior Profile

I think that monitoring system and SLAs of a system, is a kind of thing that has to be done also from a Junior profile.
I think that developing a thing without monitoring it is very unproficient and doesn't gets the developer involved to the project.

Monitoring SLA or system performance of a particular service, should be a thing of every kind of profile, not only for Senior profiles.

Junior D3 Role has too many responsibilities for a junior

I think that the description of a Junior Deveoper of D3 has too many responsibilities for a Junior profile, in the "Support" part.

In particolar, those two points sounds a little too high for a Junior profile.

- Supports: proactively supports other team members and helps them to be successful:
it could be confusing and written so it could be associated with a leadership figure.

- Enforces: enforces the team processes, making sure everybody understands the benefits and tradeoffs
This kind of thing, is lead to a more senior / leader profile.

I propose two things:

• D3 could be a Mid / Senior profile
• We could rewrote Supports and Enforces for this kind of profile.

Provide an SVG of the chart

It might help us adapt this to other competencies (like Product) or to embed those charts in dashboards. I couldn't find the SVG version.

Low contrast for images when using Github dark theme

Right now it's hard to understand images when using dark theme on github. Can be checked on the print screen above.

What difference between tech lead and tech program manager?

Can you explain more about tech lead and tech program manager, or compare theme like this: http://www.engineeringladders.com/TechLead-EngineeringManager.html

Thanks!

Product Dimension Addition

👋🏻 Wasn't sure best place to submit ideas/proposals, this felt like an open channel.

I structure my organizations as Product<>Engineering orgs, and typically include Product as a dimension for my contributors/leaders as it is a skill that I'm often asked to mentor folks on.

I'm looking to extend this rubric to include the Product dimension. I'd setup a fork and it could just be supplementary to this repo (linked in readme), but fine also incorporate contributions back to this framework. But curious if this project has had any past interests or discussions related to this dimension that I should incorporate into my efforts?

Mongolia version

I hope Mongolian companies will use it. PR coming soon...

Learning material?

Dear @jorgef,

Could you recommend educational resources corresponding to each of the five dimensions? I'm aware that various organizations might define and grade these dimensions differently. However, it would be incredibly helpful if you could provide insights based on Amazon's criteria and offer some general tips for improvement in each area.

TL4 has lower level than D3 in "Influence" axis

First of all, thanks for publishing great content.

Since I was reading it through, I found that although D3 has level of "Team" in "Influence" axis TL4 has level of "Subsystem" (which is lower than D3).
Is this on purpose or by mistake?
For my understanding TL4 is the job level after D3 so the skill level might get higher but not lower.

Again, thanks for the wonderful content and I'm gonna share with my colleague for further discussion.

One level below?

i'm having a hard time using the framework when having career conversations with entry-level developers. basically the first level (e.g. "follows process") is where they're expected to be and the higher levels are something to reach in the future. however, it makes it hard to highlight areas where attention is needed, because there is nothing below their expected level. so, while a junior developer might score 1/5 on each axis, it would be useful if there was another label for 0, so that a manager could see that they score 0 on a particular axis, therefore it's something to draw attention to in a performance review.

TPM / TL overlap?

Hi @jorgef, really cool stuff, thanks!

I took it for a prototypical spin with a few employees in our Consulting Agency. Something that came regularly was an overlap between TL and TPM responsibilities.

I love the "Tech Lead vs Engineering Manager" page. How about having one for those two as well?