The impedance bump between this framework and the evaluation system for the rest of the company including management at most places must be pretty large. It st

The impedance bump between this framework and the evaluation system for the rest of the company including management at most places must be pretty large. It strikes me as the kind of thing you'd expect to see in a boilerplate programmers union contract. My last W-2 job had a performance review system where all the metrics flowed upwards to the goals from management that flowed downward, sort of a countercurrent system. In that way this framework seems more like procedures how to do it well, than metrics you could actually use to meet higher level goals. I don't think there's anything wrong with this framework and following it would likely result in maximal revenue generated per developer employee, but selling it to the suits will be hard. The more elaborate the system the more easy it is to manipulate it and stretch the truth; its not a simplicate and add lightness design. And the suits know that, the more fine print the more likely someone is going to manipulate the fine print rather than execute core goals. So there would have to be a lot of trust either voluntarily (unlikely? only last until the first missed deadline or first bug report?) or involuntarily forced (again the union contract idea)