Dilemma to promote or not?

Question

Career in IT

The company has a remuneration scheme, in order to achieve the maximum level of remuneration, it is necessary to pass exams.
5 developers have passed the exams and have the maximum salary, one developer has no particular desire to take these exams. In fact, the fact of passing the exam is not important for the company, the result of the work is important, and the company is ready to rework the remuneration scheme.
Actually the question is: by promoting one programmer without passing exams, we will get one satisfied programmer, but 5 demotivated, because they had to make quite a lot of effort to get this level. 6 - a programmer who did not pass the exams has approximately the same result of work. How to be?

Answer 1

Compensate for passing the exam with a one-time bonus, openly admit that the idea was unsuccessful. Subtract from the salary of the author of the idea.
Raise the salary of the smartest programmer who did not fall for the nonsense of management.

Answer 2

Remove stupid and unnecessary exams. Then everything will fall into place.

Answer 3

It is highly likely that you have one sane programmer and five people who have not yet grown out of the school way of thinking, as well as at least one more in management who came up with this.
Exams are a synthetic test, which means that the company cannot evaluate their qualifications by their work, therefore it replaces it with a ritual, which, most likely, has nothing to do with reality.
If a person refuses to play this game, it does not say anything about what he can do, just as nothing about the desire of others to play says anything about it.

Answer 4

What about talking to him?
Perhaps he is not motivated by finances and therefore does not want to take exams.
But as you can see for yourself, you will have 5 employees who will be upset.

Answer 5

Well, let him sit without sweets. wants an increase to zp pass the exam. and stubborn donkeys who refuse to play by the rules are usually fired. and why? but because it is impossible to predict when he will kick next time.

Answer 6

There is not enough data to make a recommendation.
1. What is the exam for?
2. The exam is internal or is reflected in the requirements of the regulator.
3. How big is the difference in bonuses for the passer and the non-passer.
4. How valuable is a non-giving specialist to you.
5. Does the unyielding person have plans for further growth in your organization.
6. How formalized is the exam.
7. Can it be submitted in only one form or are there variations.
Ultimately, the main questions are questions 4 and 5. If yes, you can look for options with access to the manual. If not, it makes sense to maintain the status quo.

Answer 7

Water does not flow under a lying stone. You found some strange problem to be honest.
Your exams do not reflect the commercial essence, so you need to remake them for commercial tasks. And talk to the programmer, they say, if you are not part of the ship, then do all sorts of nonsense, spread rot on him, so that others know that if you do not obey, then you will throw boys into the galley. Make a galley lawn where outcasts are paid little and there is a lot of work so that the brains stop working, because. CRUDs do it all the time.
Make gradations for promotions, otherwise ish immediately 40% percent! I would break these forty percent into at least 4 steps and give the opportunity to take it only once every 3 months. In this case, do not skip the step. If you do not pass, then a warning is imposed that if you do not pass in the next, then they will be lowered in gradation. And so to the end of the galley stairs. With this approach, you can pay the minimum, i.e. slightly cover inflation, as it were growth and as it were not. Convenient in general.
Plus, introduce gamification under code review (squealing) called the royal battle. In order not to be too harsh, you can give the bonus of the weakest to the strongest. Here the main thing is to foresee the possibility of pissing off the strongest. Add the ability to join groups of participants and a dude who heavily pollutes the team to beat the group KPI, saying that you are a very toxic guy. Then the strong bonus is shared between the group members, and if a team is formed that specifically makes the group for the sake of KPI and the bonus, then fined by the antimonopoly service (bosses) and take the bonus for themselves, because. The boys don't play by the rules.
Introduce the "best programmer" system as in production. And give 13 salaries according to the scheme, where 1 month is a coefficient of 0.1, i.e. 3 months is 0.3, then 3 months of success for 25 thousand rubles is 7500 rubles. This is for example.
A lot of fun things can be introduced in a company to improve the quality of work, and there will also be a lot of raffling from lulz. Keep it up and good luck at work. :)

Answer 8

There are rules and yes they are needed for organization, you can’t work fruitfully in chaos, it’s worth talking to the rest of the queue to pass exams

Answer 9

IMHO:
1. If you "advance" a programmer who has not passed the exam, then with your own hands you will discredit the examination system that is in the company. Its further existence does not make sense.
2. If you think that the system is not objective, then change it or cancel it. It should be understood that if you change the system frequently, then this in itself will discredit the system.
3. People tend to adapt to any system (KPI, grades, ranks, etc.). If a person does not want to do this, then talk heart to heart with him - perhaps in his eyes the system has already discredited itself (for example, during the previous exam, he saw bias) or he is demotivated by something.
4. Of the two evils (if they are inevitable): to destroy a working system or to lose a good employee, I would choose the second.

Answer 10

If there is one stubborn who, out of principle, does not want to take it, I would not raise him. But I would really think about the rating system , how realistic it reflects the skills, if everyone is equal in the end, and this is a formality

Answer 11

He is never religious, but there is a parable in the Gospel about workers who were hired in the vineyard at different times (in the morning, at lunchtime, and someone came in the evening), and finished work at the same time. However, they all agreed to the same remuneration. When, at the end of the working day, someone murmured: “I worked the most, but got the same,” they explained to him in an accessible way that no one forced him, and the contract on the part of the employer was fulfilled honestly. :)) What I mean is that your scheme needs to be preemptively canceled, after which the employee is promoted, and insults - they will pass if people are smart :))