dekayed

We already have these in the industry. They're Staff+ Engineers and Architects. It's generally the norm to not be cranking out code at this level, but they make sure everyone is moving in the right direction, assisting managers, and mentoring juniors.

I start with RAISE as well, but follow up with POUTY to get the Y if I blank on the first round.

I believe the US does already have this (went into effect last year, maybe). It applies to corporations which have a revenue over $1B.

Could you go more into this? How did you go about the evaluation and what metrics were you using? How did you capture the 'developers just hated it' in a way that leadership understood?

I'm not disputing the outcome, just feel like it would be useful for others in a similar situation.