Where is the method for determining the level of skills described - from junior to senior?

Question

Career in IT

How to understand that you are no longer a junior, but a middle? Who determines at what point in time a middle has the right to be called a senior? Are there any well-established methods for this, or do programmers invent labels for themselves?

Answer 1

Each company has its own requirements.

Answer 2

Are there any well-established methods for this, or do programmers invent labels for themselves?

Rather the second.
The grading system can vary greatly from company to company. In Sberbank, for example, they like to immediately give a "senior" developer, even to people with no experience at all.
In some teams it is absolutely impossible to become a "senior", but somehow, for the length of service, apparently, they get a "senior" there. Yes, and the growth of salary somehow you need to justify before hr.

Answer 3

Yes, the simplest in terms of the number of hours worked in the region, in general, it almost always works.
The more hours, the higher the level.
Here, the gradation is much more accurate.

Answer 4

Where is the method for determining the level of skills described - from junior to senior?

Nowhere, these are company-specific abstractions. June in one may be the same as the signor in the other.

How to understand that you are no longer a junior, but a middle?

Open your resume and see the titles of positions held.

Who determines at what point in time a middle has the right to be called a senior?

Nobody, you can even call yourself a generalisimus.

Are there any well-established methods for this, or do programmers invent labels for themselves?

This is not a technique. How to determine your level of programming?

Answer 5

This video tells everything well, many companies now focus on this table

Answer 6

By analogy with other areas where the profession contains ranks, ranks and other mechanisms for (rough) assessment of the level of the employee as a whole, in order to obtain the next level, generally speaking, you need to pass certification .
In software development, there is a constant shortage of qualified people, in part because the requirements and definitions of qualifications in relation to other areas are changing very quickly.
Terminology, mechanisms of relationship between employers and employees have developed historically in areas where tools, places of work and production had a material origin. The development of a new form of tool often required a preliminary change in the method of work, this took a long time and iteratively, often depending on technological progress from other areas: the discovery of new alloys, new materials, special liquids with the required physical characteristics.
In the field of software development, there are only abstractions around: tools, processes, work environments, techniques. Therefore, the technology stack received the prefix "software".
For specializations that are closer to the hardware, the requirements, the area of ​​​​critical knowledge and the definition of skill levels do not change as quickly. But the closer to the software, the more one place of work can differ from another.
Therefore, it is impossible to make an objective certification for a software developer, because this makes no sense. This certification is always subjective, and depends on the specific place of work, corporate culture and job descriptions.
What software developers now call interviews is, in fact, not just an interview, but a multi-stage process that includes a kind of certification. If you receive an offer from a company, then it usually says at what level you passed the certification built into the interview.
A different kind of certification occurs when the software developer himself considers or, according to a schedule or conditions determined by the employer, a salary revision takes place.
To summarize: if you managed to get an offer for an architect, then the architect; if at the same time he received an offer from another company for a jun, then jun.
All these titles do not make much sense when changing jobs. Because everyone will still be re-certified according to the local scale, after taking into account only experience with a certain technology stack.
Usually, the technique is not described, since everything depends on the specific performer. But it can be written down, if the bureaucracy requires it, in the internal document of some corporation, for example, in an evil corporation there is such a document, although all the essential details are still not recorded, but are in the heads of those who conduct testing / interviews.