This. I can tell HR, my lead and skip about how good my communication, soft skills and team work have been this year but come comp review they don't give a crapola about any of that. All they look at is how many sloc I've shipped.
That being said, the only formal raise/promotion process i know about are at tech companies. Promotions are based on “scope” and “impact” and not how well you code. The only time “coding well” comes into play is going from junior or mid.
Even the interviews that determine your leveling is based on behavioral interviews and system design.
I couldn’t interview for my next job and all I could put on my resume is “I wrote a lot of code”
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"?
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.