Incorporate non-technical work into competencies

[ker-an]

I'm a member (and former co-lead) of Proud FT. I've represented Proud FT in important meetings and presentations, navigated tricky conversations between Proud FT & staff, organised events to celebrate LGBTQ+ staff, run Proud FT meetings and been a confidant to LGBTQ+ staff. Currently, I'm helping to put together a Transitioning at Work policy. I do a lot of work that the FT says is valuable but isn't captured in the Engineering Progression competencies. Meanwhile, I see other mid-level developers hosting technical workshops and presentations. I constantly wonder if I'm going to be left behind. I think we need to explicitly state examples of D&I work that contributes to your engineering progression. Some areas I think could be updated to reflect this include:

• Shares knowledge with others internally
• Shows technical leadership
• Influences a community of practice

[rowanmanning]

I'm on board with this, the work you're doing is definitely contributing to some of the competencies. Explicitly calling out this kind of work in examples would be a big improvement.

I think we can add examples to the following competencies. Let me know if you think there are more competencies that could benefit from examples that highlight D&I work.

Junior to Mid:

Positively contributes to an inclusive team culture (4dc43122-71f1-4fb1-99c8-73aa3a666332)

• Reminds others that team members may have child care duties
• Draws people working remotely into planning conversations
• Tactfully calls out exclusive or alienating behaviours from others
• Organises a leaving collection for a colleague
• Documents team norms to help new starters
• Checks in with team members who appear stressed

Mid to Senior 1:

Is an ambassador for their team across FT technology (0777c050-8008-4e17-a437-f8de0be3bd55)

• Positively represents their team in interactions with other people by seeking to understand their perspectives, values and needs
• Consistently contributes to their team being positively perceived by stakeholders (or by other engineering teams to which they provide support)

Influences a community of practice (f34273e2-3d81-4bde-8c23-0217e71b3536)

• Is an active member of a Guild
• "Answers questions in the #engineering Slack channel"
• Gives a tech talk (internally or externally)
• Writes a blog post
• Shares industry relevant content/links with team members that may be interested

My only slight doubt with "influences a community of practice" is that the use of "of practice" was intended to highlight that somebody is influencing people within their area of technical expertise.

Senior 1 to Senior 2

Actively fosters an inclusive team culture (de580f8a-633d-43bb-b970-9b2987e07b86)

• Celebrates good work publicly and encourages the team to do the same
• Spots problems between team members and helps to resolve them
• Models inclusive behaviour to the rest of the team

[mark-barnes]

Discussed today in the engineering progression framework competencies working group session. we agree that some of this work should be included in examples so that they are captured and 'count'.
Next step is to look at the competencies that could be improved with relevant examples to check if there are any Rowan has missed (above) and then create a PR with some suggestions. Suggestion of additional examples to 'inclusive team culture' and move "Actively fosters an inclusive team culture (de580f8a-633d-43bb-b970-9b2987e07b86)" to mid to senior 1 and then add another competency at S1 to S2 that says "contributes to inclusive organisational culture" to show wider/larger contribution

[binaryberry]

Thanks a lot for raising this Keran - making it explicit is so important, and very glad to see this acted upon so promptly by the working group.