Engineering department goals and how to achieve them

Engineeringgoalsonboarding

Input:

  1. Company budget
  2. Department max headcount

Output:

Build an engineering team that can quickly bring any idea to life. With:

System:

  1. At scale.
  2. Grow without breaking down or slowing down.
  3. Robust, reliable, high redundancy, auto-recovery.
  4. Well tested code. Test coverage is greater than 80% of code base.
  5. High quality code: efficient time and space code complexity.
  6. Well documented: always document code IPO way.
  7. Easy to understand when revisit: well function & variable naming.
  8. Lean code. While all above criteria are met, the shorter the code the better.

People:

  1. Manager of each team need to make sure their team members:
  2. are capable of doing their daily work -> knowledge checklist, verification, improvement.
  3. are well onboarding with their team and work system. Not bluntly throwing task at them and expect them to complete it but rather giving them everything they need to achieve their task.
  4. Are motivated internally and driven externally to do their work -> make sure team members know their roles within the company and the impact of their work on company's goal.
  5. Build a strong team by giving each of member opportunity to become an expert of one of the technologies the team uses.

Process

Products we create:

  • Web application
  • Mobile applications (Android + iOS)
  • Backend system

Steps to create our products

loops

How to make sure our people can do their work to create products

  1. Make sure our team members are capable of doing assigned work.
  2. Make sure our team members are motivated internally and externally to do their work.

Manager tasks

  1. Based on this document, each manager create a document specific to team roles that satisfies all requirements listed above to his/her team member role.
  2. Document must be reviewed and approved by his/her manager.
  3. The effectiveness of the document need to be observed and iterate to make it better over time.

  4. Criteria to evaluate the effectiveness of the document are:

    • Individual performance.
    • Team performance.
    • Team members satisfactions with work environment and daily work routine.
    • New team member onboarding satisfaction rating.
    • Team member growths on expertise with respect to work.
    • Team resillence on business and market changes.
    • Team turnover rate. Manager is held accountable if criteria above are not met and team member turned.