sine微软软件开发人员级别评定标准(英文)

SDE Level Summaries

In counseling developers on career progression, I’ve found that the CSP descriptions,

though rich in detail, are sometimes too complex for developers to internalize the one

or two things they should focus on. Here, I try to summarize my take on developer

career progression at Microsoft.

-

Philip Su

Main References

The following are key references which are the definitive sources describing dev

progression. My opinions do not supplant these documents.

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Career Stage Profiles (CSPs) for developers

. This describes all the SDE career

stages.

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A summary of career stage progression for developers

. This is the official doc

that attempts to summarize progression.

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Engineering Competencies

. People often forget that career progression is about

demonstrating the skills of a career stage and also about having the necessary

competencies. The competencies are just as important.

Overviews

Career stages are meant to describe someone who is consistently performing at a

certain scope. It takes time for a person to consistently demonstrate a skill, so

promotions happen after a person has shown repeated success in the required areas.

Overviews of the stages are given below, followed by concrete examples of each stage.

“He” is used throughout as a gender

-neutral designation.

SDE

An SDE is learning to consistently contribute as an experienced Microsoft developer. He

shows ownership of individual features. Though he needs closer direction earlier in this

stage, he functions independently later in the stage.

SDE II

This is the first stage at which a developer consistently and independently demonstrates

strong competencies across the key developer responsibilities: designing, scheduling,

implementing, debugging, and shipping. An SDE II owns complex components or

feature areas end-to-end.

Senior SDE

A Senior SDE is a leader within his feature team, regardless of whether he manages

others. He independently introduces and drives initiatives that improve the feature

team. He exemplifies the best of core developer skills when designing, scheduling,

implementing, debugging, and shipping. His scope spans the entire feature team.

Principal SDE

A Principal SDE is a leader across a product team, regardless of whether he manages

others. He independently introduces and drives initiatives that improve both the

product team and other functions (PM/Test). His decisions reflect an understanding of

the division’s strategy and a vision that spans multiple versions of the product. He

participates in defining the team’s strategy versus com

petition.

Concrete Examples

Below are given some concrete examples of what each level should be doing at an

Achieved rating. Skills should be demonstrated

consistently

and

repeatedly

, and so

recognition via a promotion usually trails the initial development of the necessary skills

by a good bit. Promotions require not only that the skills be present, but that there

have been enough opportunities for those skills to be consistently demonstrated. In

that sense, promotions

aren’t meant to

reflect talent or potential; instead, they reflect

what’s been demonstrated repeatedly.

Averages for time in level are

listed below. They are taken from SteveSi’s combined org

(Windows Live & Search) from 2006.

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L59-62: 21 months in each level

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L63-65: 31 months in each level

Note that promotions are never based on the amount of time that someone has been in

a level. Promotions are assessed purely based on repeatedly demonstrated skills and

competencies. The progression into increasingly more senior levels usually takes longer

with each level.

Level designations are only valid for the US. International locations may have a different

mapping from level to CSP.

L59

?

?

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Summary

: Learning to develop at Microsoft.

Scope

: Portions of individual features

Independence

: Requires close guidance, multiple times a week

Core developer skills

o

Design

: Learning how to design features well.

o

Scheduling

: Plans and delivers ~1-

2 weeks’ work

on time in high quality.

o

Coding

: Learning to produce Microsoft-quality code. Code reviews

feature feedback about syntax, naming, clarity, structuring, and factoring.

o

Debugging

: Able to debug his own features.

o

Shipping

: Fixes assigned bugs.

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Common blockers to the next level

: Very rare unless SDE is not the right fit.

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CSP

:

At Achieved, is doing a majority of SDE’s “Full” expectations

L60

?

?

?

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Summary

: Feature contributor, gaining depth in core skills.

Scope

: Individual features

Independence

: Requires regular guidance, up to multiple times a week

Core developer skills

o

Design

: Designs isolated features well.

o

Scheduling

: Plans and delivers ~2-

4 weeks’ work on time in high quality.

o

Coding

: Regularly produces Microsoft-quality code. Code reviews may

occasionally feature feedback on clarity, structuring, and factoring.

o

Debugging

: Able to debug most features in his feature area.

o

Shipping

: Fixes assigned bugs and gives input to triage.

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Common blockers to the next level

: Not adapting to feedback on core dev skills,

not effectively learning from past mistakes quickly.

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CSP

: At Achieved, is doing almost

all of SDE’s “Full” expectations

L61

?

Summary

: Consistent, experienced, independent Microsoft contributor

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Scope

: Owner of a feature area

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Independence

: Makes most feature decisions independently, but may need

guidance on prioritization.

?

Core developer skills

o

Design

: Designs feature areas and components well.

o

Scheduling

: Plans and delivers 4+

weeks’ work independently with no

necessary adjustments to the schedule.

o

Coding

: Consistently produces Microsoft-quality code. Code reviews

should rarely feature feedback on structuring and factoring, and never on

naming, syntax, and clarity.

o

Debugging

: Able to debug entire feature area. Applies advanced

debugging tools when appropriate.

o

Shipping

: Gives significant input to triage, may participate in key ship

decisions.

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Common blockers to the next level

: Not

advancing one’s

expertise through

learning new tools, researching established or emerging engineering practices,

and continually improving one’s productivity. Not investing de

eply enough in

understanding a technology area. Not owning responsibilities end-to-end.

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CSP

:

At Achieved, is doing a majority of SDE II’s “Full” expectations