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1 | Career Paths @ Appsilon Tech Team | |
2 | What is a Career Paths document? Career Paths document is a roadmap which defines stages and pathways available for team member’s growth. It demonstrates how employees can advance to higher levels of impact. Why do we need it? Career Paths influence a lot of areas at Appsilon - They give us alignment in the Team and clarity who is responsible for what. Such alignment helps to quickly find the right person for the job. - They enable personal growth and give a foundation for individual development plan for you and your Engineering Manager. - They allow us to improve our services - we regularly improve it to include new lessons learned. - They are a proof to new talented candidates who want to join Appsilon that we offer well-thought, flexible and ambitious career growth. - They are a baseline for our hiring and evaluating candidates skills. How to read this spreadsheet? Our Career Paths consist of two paths that define impact levels for Software Engineers (SE) and Delivery Managers (DM). We intentionally use term "impact level". We don't percieve team members in term of "seniority" (time spent using some technology or holding a job title). What we only care about is the impact of your work on our customers' success, our culture and our Team goals. Go to the tab "Software Engineer" to view SE path. Go to the tab "Delivery Manager" to view DM path. Go to the tab "Key Skills" to view our most wanted technical skills that we grow in our Team. Key Skills define services that our customers require from Appsilon. SE path defines impact levels from L3 to L7. DM path defines impact levels from M4 to M7. These paths are completely separate and levels don't compare with each other. Each level builds on the criteria from the preceding level, for example an L5 must also meet criteria for an L4. We promote contributors to the next level after they demonstrate consistent performance at that level. For clarity, each requirement has defined easily measurable achievements and antigoals that clarify what specific point means in practice. Meeting the specified number of years of relevant experience is not strictly required. However, every year short is harder to account for with respect to promotions or hiring. Years of relevant experience are important in establishing a track record since it takes time to assess the impact of long-term decisions. L4 was divided into sublevels, namely L4A, L4B and L4C. Sublevels marks the Individual Contributor progress on the path to being a Tech Leader in the projects. A - candidate, B - capable, C - experienced. Your impact level is public to all Appsilon Team members and can be found in our Team Distribution Plan. It helps other team members find who is an expert in a specific field and help. This is especially useful for new team members. What happens to new people joining Appsilon tech team? It is highly probable that a new candidate can’t be clearly positioned on a specific impact level. For example, candidates can be very strong technically, but not experienced as a project leader in small projects. That’s ok! Their first months at Appsilon will be an adjustment period. New team members will be given clear expectations of what skills they need to improve to match all our requirements. How do Career Paths impact the salary? Each impact level has defined a salary range. Every 6 months your Engineering Manager and colleagues from the Team prepare a performance review for you, where you will learn about things to improve but also what is your progress and if this is a right time for a promotion and taking more responsibility. If you increase your impact, then naturally your salary becomes higher. To read about our Salary System please go to the spreadsheet linked in a cell below: |  |
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19 | Salary System spreadsheet | |
20 | Externally Accessible Link |