[karmelapple]

I'm fascinated: does your company/manager truly track SLOC and promote based on that?

Or is SLOC here more of a proxy for "features shipped"?

Because if this is what's happening, I'd encourage two changes:

1. Communicate differently to HR, lead, and skip - either use different approaches of documentation, or point out different aspects of your contributions 2. If trying various different approaches don't work... leave.

For communicating differently - I used to work at a large company, and our yearly reviews had places to capture accomplishments. That was a broad topic: it wasn't just features built, bugs fixed or identified, etc. It would also be totally appropriate to put ways you saved money or time on various initiatives, and I would frequently put down items like this.

How do you communicate "how good" your "communication, soft skills, and team work have been this year"?

[xbfjvusb6]

It's a black box but the CEO has communicated dev performance is dependent on amount of code shipped. I suspect they're using sloc or pr counts behind the scenes.

I've done everything you're recommending. CEO doesn't care about any of that. Only metric they care about is money made and code shipped.

They do say they care about communication and apparently track it but I havnt seen it reflected in comp reviews so my conclusion is code shipped is the only metric.

We have sloc and pr tracker stat pages so Im making a guess they are using sloc.

[karmelapple]

Yowza. In that case… time to look elsewhere. I can tell you many companies do not do this sort of thing.

[xbfjvusb6]

I am. Only issue is that it isn't the worst place I've worked and it's hard to find better than what I have where I'm at.