Disco's Engineering Career Framework lays out the expectations and responsibilities for each role within the engineering team, along with corresponding compensation levels. The framework is intended to:
Engineers review the framework on a regular basis with their lead as a tool to help map our career progression and identify skills to focus on.
You can learn more about the motivations for development the framework, the research undertake to develop the framework, and the principles behind it on the ‣ project page.
The following diagram provides a high-level view of the framework:
Overview of Disco's Engineering Career Framework. Edit here.
The framework consists of six levels, ranging from IC1 (someone just starting out in their development career) to IC6 / TL6 (experienced engineers capable of building and leading complex systems and teams).
Each level represents a distinct range of skills, responsibilities, and behaviours, and could be considered roughly equivalent to the "Junior", "Mid-Level", "Senior" etc descriptors used across the industry — indeed, we've labelled them as such for both internal and external clarity (see Titles). Moving between levels is a major achievement that implies a significant change in skillset and responsibility.
Each level has four steps, numbered 1 to 4. Steps are designed to recognise progress within a level on an ongoing basis without the need for a level change process. For example, an engineer who has just been promoted to IC3 would be an IC3 at Step 1 (referred to as IC3.1). After a period of time, their lead may recommend promoting them to IC3.2 as they demonstrate more and more competencies and progression.