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How to find performance of a Tester? I want to know how my team lead rating my performance at appraisal time.

All Team Leads and Project Manager can answer this question. How many possibilities are there for rating a tester.

Lakshmi Priya

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Friends, I have few more points to add :-
1)No. of Defects:- Though it plays an imp factor while calculating the no of Bug count but not necessarily the numbers that play, it's the 'Q' (Quality) that plays imp role:-
Quality of Defect:-
-High severity bugs
-Minimum duplicacy
-Clarity in communication
-Timely escalations n follow ups whenever required till the Bug has been resolved
2)Meeting Test Objectives & deadlines defined in Test Plan:- Completing assigned task within defined & stipulated time frame
3)Process Adherence :- Compliance to Company QA standards & Project Objectives should not be neglected
4)Product Knowledge : Tester should demonstrate his knowledge about the product through quality Test Cases & covering all possible scenario's other than specified in docs (Going Xtra Miles..)
5)Co-ordination & Interaction with other team members - A team Player
6)Communication & Interpersonal skills:- Tester's Role is not only confined to raising Quality bugs, but also justifying them with relevant supporting comments and screenshots/docs in a convicing manner that should he should not sound citisizing to a developer , but respecting his point of view & letting him know that
we both work for a common goal i.e. End User's satisfaction & needs.
7)Win Win situation : By making developers understand, the need of Quality & Customer Centric approach (End User's Satisfaction), a Tester is more likely to win a discussion over a bug rather than a heated argument with dev team.

Further suggestions & comments to this are welcomed....:-)

I totally agree manish but No of defects is doesn't matter..The quality of defect and its impact on application is carry most to measure of a testers performance.

But bug is a bug..one of my project one tester is repeatedly entering bugs which reoccuring eveywhere on the application. As qualified tester you can't enter a defect for each view/webpage. That way you can enter hundreds of defects. In my view you can enter a single defect with most of the information that you collected. It may occur "N" of times at "N" of places..

At last you need to put everything under one umberlla.

I agree with you on rest of points 2 to 7..

Tester is offten known/called as "Quality Assurance"Analyst and not a "Quantity Assurance"Analyst.

Adding to Manish,

1) Self Development and implementation of the same.
Could be certifications, new technologies
2) Additional Responsibilities undertaken
Helping fellow employees with their task or suggestions
3) Tester's efficiency metric
Could be the amount of rejection rate of defects...

How much effectively you are fulfilling your responsibility.Company objectives, No of customer issues reported in your story, Communication ......

If the dev team works extremely well and develop a high quality build with very minimal or no defects, then how would you judge tester's performance by number of defects?


Why can't they be NO OF DEFECTS fixed??? Can't you judge the performance by Defect density???

Well, mohan only no of bugs doesn't matter!
and manish it's great to know your views .

I would be given a chance to appraise the tester performance i'll do the followings:


but yes..WE CAN MONITOR IT..sounds silly right!

Lets say there are two products A and B and it's been assigned to PersonA and PersonB;

Testing session started and at the end PersonA found 3 bugs whereas PersonB found 10 bugs..

So how can you say that PersonB is a Performer?

The main reason behind this could be the products:I.e the product that has been assigned to personA is more robust than the product that has been assigned to personB.

Do you say it's Due to Luck that PersonB emerge as a Performer?

This is also NO.

How can you say that tester has good product knowledge?
What will be the standard that you compare with?

so we need to monitor his/her every testing related activity throughout the test cycle.
1.his/her tactfulness towards the argument.
2.his/her ability of bug/defect communication.
3.his/her capability to stand by the right.
4.his/her eagerness to get bug fixed done.
5.his/her seriousness towards work.

There as no means of measuring tester performance as of now.

But what i wouldn't like is the personal bias of the leaders;

1.If a manager is male he'll give more attention towards the female member and vice-versa

2.If he finds his junior member to be more talented he/she'll try to suppress it and he'll be appraised accordingly.

So there is no way to conclude this topic as it'll go on forming a DEADLOCK.

As Einstein said:Insanity means "Doing same thing again and again and expecting different results"

Thank you!
Bibek Khatiwara
Hi ,

Its both of (Bibek Khatiwwaraa,Manish )yours answer is very helpful to Tester or Test Engineers .... thanks a lot

One more thing i want to add in this , team leads has to know about tester Effectiveness depends on his No. of Severity bugs,No.of False bugs, and How tester will COMMUNICATE with Developer regarding particular bugs,major one is communication skill ,Its find out in Review meetings, requirement meetings and many meeting they will observer the tester communication.

--Mahesh Dhule
Welcome Mahesh...& kindly share your opinion :)
Like they say 'Anything Quantitative is measurable..... 'following this statement, a 'Quantitative' approach has to be applied to anything which is difficult to measure for e.g Water would have been difficult to measure if there were no 'units' like 'Millilitre/Litre/Gallon' etc associated to it.

Similarly there are Certain parameters which have been defined by Companies/Management to measure Performance of an Employee which decides his appraisal & same applies to a 'Tester' (I 've tried to cover some of those parameters in prev comments)

Friends, I hope it makes sense.. :-)

Hey Bibek, great to know your views.

But I feel in general no manager will/should have personal Biases when carrying out an appraisal of his/her subordinate.

However, the goals set by the manager should become a measuring tool to individual testers.Since the testing (whether it be a application or a driver) is a common pool among all the testers, the goals will be common and hence this becomes a scale of measurement.

I am not sure about other managers, but I do follow such practice to avoid any personal biases and presumptions.

I agree with almost all the points that Manish pointed out already. Additionally, company goals should bring out the competency levels of the individual testers/leads, who should be thinking in lines of company goals and try to meet them as well.

I hope this will help many on this forum.

Thank you,

Your argument is more inclined to "THE WAY A TESTER IS MEASURED THAN THE MEASURE ITSELF". You are thoughts are more inclined towards Appraisal not the assessing the tester.

Let us all know the means of assessing a tester as per you, we will have a good discussion on it...



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