What are the responsibilities and job description for the Urban Airship position at nidup?
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urbanairship / techladder Public
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pdxmele
Merge pull request #14 from urbanairship/2023-updates
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May 5, 2023
8c56bec
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html
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Very minor style cleanups
Nov 20, 2013
Nov 19, 2013
Makefile
Makefile
simple and short sed vs. complicated and long awk. this too might not…
Jan 7, 2014
OWNERS
OWNERS
update eng IC roles, add arch info directly, remove extra spaces
May 5, 2023
README.md
README.md
remove admin wording and simplify sentence
Mar 1, 2022
eng.md
eng.md
update eng IC roles, add arch info directly, remove extra spaces
May 5, 2023
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This project describes a set of job titles for software and infrastructure engineers and their managers. It was developed by members of the technology team at Airship, but could be used as a starting point for your titles within another organization. The actual titles are in the doc called 'eng'.
Why spend time on something so boring?
We all want our company to be a place where great engineers can make a career out of building great software for our customers. To do that, we need several things: a shared idea of what makes an engineer "great", room for people to grow and develop for the long term, and a way of recognizing and rewarding continuing excellence. We also shouldn't have to take everyone who's really good at their job out of that job and into a management role just so they can get a promotion and the good stuff that comes along with it.
Defining formal titles for both individual contributors and managers (with a rough correspondence between them) draws a sort of crude map of how people can grow within the organization. By combining this with regular performance review and promotion opportunities, we can provide public recognition for sustained job performance, as well as help to prompt productive discussions around goal-setting and development.
We have to be sensitive to the risks and potential pitfalls that accompany a formal job ladder as well. Titles can reinforce social dynamics that allow more senior team members to shout down or suppress good ideas from their junior colleagues. Also, if people perceive unfairness or favoritism in the assignment of titles, they may make decisions about which teams or projects to join that are detrimental to the rest of the organization.
Overall, titles should be used as one of many tools in a manager's kit to motivate, recognize, and develop the members of their team. They are in some ways the public complement to private rewards like compensation and equity, and if over-emphasized or mis-applied have many of the same potential pitfalls (e.g.: overjustification effect).
Why not just put this in a spreadsheet or a presentation or something like a normal manager-type person?
Most "job ladders" (as the progression of titles is usually called) are developed outside by senior management or HR in a fairly opaque way, and changing them is very hard. As engineers, we expect for well-intentioned and well-made changes to be continuously included in our projects, and we believe there's no reason that job descriptions can't work the same way.
So, fork away! If you have suggestions, submit a pull request and send a note to the folks listed in the OWNERS file.
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Job titles and descriptions for UA engineering
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pdxmele
Merge pull request #14 from urbanairship/2023-updates
Open commit detailssuccess
May 5, 2023
8c56bec
- May 5, 2023
43 Commits
Open commit details
43 Commits
html
html
Very minor style cleanups
Nov 20, 2013
- gitignore
- gitignore
Nov 19, 2013
Makefile
Makefile
simple and short sed vs. complicated and long awk. this too might not…
Jan 7, 2014
OWNERS
OWNERS
update eng IC roles, add arch info directly, remove extra spaces
May 5, 2023
README.md
README.md
remove admin wording and simplify sentence
Mar 1, 2022
eng.md
eng.md
update eng IC roles, add arch info directly, remove extra spaces
May 5, 2023
Repository files navigation
- README
This project describes a set of job titles for software and infrastructure engineers and their managers. It was developed by members of the technology team at Airship, but could be used as a starting point for your titles within another organization. The actual titles are in the doc called 'eng'.
Why spend time on something so boring?
We all want our company to be a place where great engineers can make a career out of building great software for our customers. To do that, we need several things: a shared idea of what makes an engineer "great", room for people to grow and develop for the long term, and a way of recognizing and rewarding continuing excellence. We also shouldn't have to take everyone who's really good at their job out of that job and into a management role just so they can get a promotion and the good stuff that comes along with it.
Defining formal titles for both individual contributors and managers (with a rough correspondence between them) draws a sort of crude map of how people can grow within the organization. By combining this with regular performance review and promotion opportunities, we can provide public recognition for sustained job performance, as well as help to prompt productive discussions around goal-setting and development.
We have to be sensitive to the risks and potential pitfalls that accompany a formal job ladder as well. Titles can reinforce social dynamics that allow more senior team members to shout down or suppress good ideas from their junior colleagues. Also, if people perceive unfairness or favoritism in the assignment of titles, they may make decisions about which teams or projects to join that are detrimental to the rest of the organization.
Overall, titles should be used as one of many tools in a manager's kit to motivate, recognize, and develop the members of their team. They are in some ways the public complement to private rewards like compensation and equity, and if over-emphasized or mis-applied have many of the same potential pitfalls (e.g.: overjustification effect).
Why not just put this in a spreadsheet or a presentation or something like a normal manager-type person?
Most "job ladders" (as the progression of titles is usually called) are developed outside by senior management or HR in a fairly opaque way, and changing them is very hard. As engineers, we expect for well-intentioned and well-made changes to be continuously included in our projects, and we believe there's no reason that job descriptions can't work the same way.
So, fork away! If you have suggestions, submit a pull request and send a note to the folks listed in the OWNERS file.
About
Job titles and descriptions for UA engineering
Resources
Readme
Activity
Custom properties
Stars
113 stars
Watchers
112 watching
Forks
22 forks
Report repository
Releases
No releases published
Contributors8 (8)
Languages
- Makefile76.7%
- CSS23.3%