How does your company compensate developers for after-hours on-call work?
One of the things I've like to receive is not money, but extra days off. An extra few hundred bucks isn't going to make much difference in my quality of life, but a three day weekend would.
Of course, PTO is less of a clear incentive at places with “unlimited” PTO.
Edit: we've done a lot of work around auto-remediation and removal of non-actionable alerts. Alerts should need human intervention. Some on call rotations we don't get a single page, some are noisy. But usually, I might wake up early or in the middle of the night once or twice every other rotation. Figured that was worth qualifying my answer.
So effectively 18 hours pay per week for being on call then 4 hours pay for any calls received, since it would be extremely rare for a call out to require more than 2 hours.
Theoretically, if one of us were up at 3 AM fighting a fire, nobody would expect that person to come in at their normal time and just work as if it never happened. Coming in later or not at all would be well within bounds in that case.
schedules are rewarded by a fixed amount ($10'ish) per hour for as long as the watch goes on, with 2-3 hours of 150-200% hourly wages per call, depending on the time of the call.
Unscheduled calls are in the 3-3.5 hours of 150-200% hourly wages per call.
calls during vacation days are rewarded with the above, and a replacement vacation day.
The rules are specified in article 19 in the following : https://www.fanet.dk/system/files/publication_files/standard...
Non-salaried -10% base pay differential for on-call employees -2 rotating employees were scheduled at a time as first point of on call contact. This gives people a bit of buffer to plan their lives even though they are technically on call. -All time called in paid as over-time (1.5x base pay rate)
Salaried -10% pay differential -For each on call hour worked, received 1 hour of vacation time. This kicked in after working more than 8 hours over their normal 80 hour pay period but applied to all hours worked. Kicked in immediately if they were called in on hours that were not pre-scheduled. Vacation time paid expired in 1 year and was paid out at 1x salary rate as of time of accrual if not taken.
Some work environments and hours commanded additional pay bonuses. i.e. overnight work was paid at +15% of base.
Most importantly, whatever you work out, run it by legal and HR to make sure you aren't violating any labor laws and make sure you don't abuse your employees.
There is additional pay for on call, based on numbers of days served. It does not matter if there were alerts or not - this is especially important: we don't get paid for work but availability. This incentives to harden systems and adjust monitoring well.
We also rotate regularly.
Each alert is followed up with incident report. If there was a lot of work, manager would give extra time off.
Hope it helps :)
When the system was buggy, we all dreaded it. When it was good, we all got basically free money.
Over public holidays, we did volunteer as the pay rate was higher still.
Make on call pay enough that people might want to trade shifts.
And then maybe let buy and sell their shifts.
That’s my 2 cents.
It’s quite skewed towards the UK due to the social circles and reach but still useful nonetheless. I’m sure they would appreciate more data points!
If I'm called/pinged and I have to do something remote I get 1h pay with monthly wage divided by 72 added to the hourly wage.
If I need to move my ass I get 3h atleast.
p.s regular day meals are compensated, we pay half of actual price.
I'm not in charge of it, and don't particularly like the answer.