Career advice threads may be removed at the moderators discretion based on response to the thread." This sub is for discussing issues specific to experienced developers.Īny career advice thread must contain questions and/or discussions that notably benefit from the participation of experienced developers. Violations = Warning, 7-Day Ban, Permanent Ban. This includes posts that could be interpreted as trolling, such as complaining about DEI (Diversity) initiatives or people of a specific sex or background at your company.ĭo not submit posts or comments that break, or promote breaking the Reddit Terms and Conditions or Content Policy or any other Reddit policy. No racism, unnecessarily foul language, ad hominem charges, sexism - none of these are tolerated here. If you have less than 3 years of experience as a developer, do not make a post, nor participate in comments threads except for the weekly “Ask Experienced Devs” auto-thread. Do not participate unless experienced (3+ years) This community leans towards being a specialized subreddit facilitating discussion amongst individuals who have gained some ground in the IT world.įor an idea of what is encouraged in this subreddit and what is not (please report anything that does not follow the rules): Rulesġ. However, Amazon's internal personnel platform lets managers tweak performance ratings using the same tool that shows how team's array of employee scores line up with Amazon's recommended distribution.Welcome to the /r/ExperiencedDevs subreddit! We hope you will find this as a valuable resource in your journeys down the fruitful CS/IT career paths. An Amazon human resources employee, Eilis Murphy, told the Times that this target fell to 4.1% earlier in the pandemic but has since returned to 6%.Īmazon warns managers to "avoid comparisons to other employees" and advises them not to adjust ratings "just to meet a recommended distribution," according to a presentation the Times reviewed. The evaluation system is key to Amazon's efforts to meet an "unregretted attrition" goal of having 6% of office workers deemed the lowest-performing leave the company each year, the Times reports. The company does not deny that it expects to have a distribution of employee ratings but says this is normal. In a group of 100 employees, for example, Amazon says stack-ranking would mean assigning every employee a position from 1 to 100. The packet also instructs managers not to tell employees what Overall Value tier they're in and what pay range accompanies their tier.Īmazon told Insider that having a recommended distribution doesn't amount to stack-ranking. The Times reports that Amazon expects over a third of the employees put on these plans to fail.Įmployees are then told which of the three broad categories they fit into - "needs improvement," "achieves," or "exceeds" - based on their numeric evaluations on Amazon's performance input scale, according to the Times. Employees at the bottom are sometimes placed on a performance improvement plan. The bottom 5% of workers make up the "Least Effective" tier. Twenty percent of workers are expected to fill the highest tier, followed by 15%, 25% and 35% in the following tiers, respectively, all of whom are designated as "Highly Valued" employees. It asks, "When thinking about this employee's future contributions compared to others, where would you place them?" The document also asks managers to evaluate workers against "the performance bar for their role and level" on a scale of 1 to 7.Īmazon then groups employees into one of five tiers, called Overall Value designations, the document says. One document reviewed by the Times, called the Q1 2021 Talent Evaluation Packet, tells managers to consider an employee's potential on a four-point scale. Account icon An icon in the shape of a person's head and shoulders.
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