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Evaluating Performance of IT Staff

By foyresearch ·
We are trying to create a new way to evaluate the performance of our IT staff. We currently only have 1 network adminsitrator, but may be adding some additional staffing soon. How does this work at your company? How do you report your time? How are you evaluated? Any ideas or recommendations on assessing performance would be appreciated.

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Try one of the forms here

by NickNielsen In reply to Evaluating Performance of ...
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It's really very simple

by Tony Hopkinson In reply to Evaluating Performance of ...

Have a scale of 1 to 5. Rate them on how well you like them. Then just invent some bollocks about why when you get asked for a justification.

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That's how I've done it

by santeewelding In reply to It's really very simple

Only, it's a one or a zero.

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How do you rate IT performance anyway?

by Tony Hopkinson In reply to That's how I've done it

Get given 5 days to do twenty days work and end up with a score of -15?

Tattoed eejit digs through only cable management would pay for, get a bad mark because system was down?

Meet a specification which turns out not to be correct?

Specify something while business type keeps a few bits secret?

Costs went up?

Can you work with them? Do they try? When allowed to be effective, are they?

Anything else is drivel to hide a pay cut by stealth, or reward the subordinate with the prehensile proboscis...

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None of the above

by santeewelding In reply to How do you rate IT perfor ...

Like what our correspondent has done in another thread; like so many say of it here -- I don't.

That is, at either end of an employment transaction, I deal with another sovereign. Not, mind you, whether or not a sovereign, but whether or not I deal with that sovereign.

The details you mention become relevant and operative once they supplant and replace regard for sovereignty. Those details -- job, position, effectiveness, responsibilities plural -- are subject to measure. Sovereignty, like responsibility singular, is not.

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