The job duties of a system administrator at any enterprise are quite specific and to perform them requires a person with narrow specialized knowledge. Therefore, it is quite difficult for a non-specialist to check and evaluate the quality of the work of an IT department employee. The question of how to evaluate the system administrator and what performance criteria to use in this case can be solved by traditional methods.
Instructions
Step 1
Usually, the system administrator is only required to keep the local network running smoothly and ensure computer security, and often he also performs the functions of technical support for users. Draw up a general log book, in which you record all applications and requests from users. If there are several administrators, then the team leader should decide which of them will fulfill the given request. Estimate the number of tasks completed by each system administrator per month, taking into account the speed of their execution, the quality of the solution, and the absence of repeated requests on the same issue.
Step 2
Another method can be used. To do this, describe all the business processes that the IT department at your enterprise solves. Based on this description, optimize the structure and number of system administrators, taking into account the functionality of this department.
Step 3
Enter different ranks and positions by order. It can be a sysadmin assistant, sysadmin, senior sysadmin, etc. For each position, develop a job description, describe the functionality and area of responsibility. This will exclude the strong principle of “everyone does everything for us”, which promotes shifting responsibilities onto each other and leads to the fact that as a result there will be no one to ask from.
Step 4
Determine the salary fork for each position or grade, draw up the structure and staffing of the department. Approve all documents with the employer.
Step 5
Conduct certification of IT department employees. Evaluate their work based on the feedback and characteristics given by the immediate supervisor - the head of the unit. If not, use a more formal method - conduct an interview.
Step 6
Based on the results of the certification, adjust the positions and salaries of system administrators. If the system administrator has a lot of complaints and clearly cannot ensure the performance of the equipment and the local network, then it is better to part with him, and not reduce his salary. In this case, it will be cheaper for an enterprise to invite a more competent specialist, even if at a higher rate.
Step 7
Develop instructions for network users, stipulate the procedure for contacting system administrators, indicate which of them is responsible for what issues and during what time must identify and eliminate this or that malfunction or perform this or that work. This will allow the use of objective criteria when assessing the quality of the work of each system administrator.
