Scrum Master

The person will be responsible for:

• Performing the duties of a Scrum Master as described in the Scrum Guide.
• Ensuring the team implements Scrum in full accordance to the Scrum Guide.
• Ensuring team effectiveness through the application of Scrum and supporting practices. Organizing and being responsible for the team's assessment based on Evidence-based Management (EBM) metrics and organizing continuous improvement processes.
• Organizing and being responsible for the team's maturity growth within the PAL model.
• The team's application of the empirical process, and if necessary, training and supporting the team through mentoring and coaching.
• Removing obstacles that cannot be resolved by the team.
• Serving as a servant leader for the team, including:
  • Creating and maintaining conditions for a high-performing team.
  • Ensuring a safe environment (as it was originally described by Amy Edmondson).
  • Creating the conditions for, and supporting team formation (for example using the Tuckman model).
  • Navigating conflicts within the team.

Trial Period Targets (3 months) - Mid-level:

Month 1:

• Provide an evaluation of the team's maturity level and team formation level.
• Provide an evaluation of the team's knowledge and application of Scrum.
• Provide an EBM metrics-based evaluation of the team.
• Provide an improvement plan, presented to and approved by the company management.

Month 2:

• Implement at least two planned improvements.
• Improvement:
  • Either: Independent measurements show improvement in one or more EBM metrics.
  • Or: The team has a "lessons learned", a commitment, and an improvement plan.

Month 3:

• Independent measurements show improvement in one or more EBM metrics.
• PAL model measurements show improvement in team maturity.
• The team acknowledges the benefit the Scrum Master provides them.
• A plan for the next 6 months of the Scrum Master's work has been prepared and defended.

Knowledge and Skills:

Mandatory:

• Knowledge of Scrum, confirmed by PSM II, DASSM, PMI-ACP, A-CSM, or similar certification.
• Understanding of the Agile Leadership model, confirmed by PAL, CAL, or similar certification.
• Understanding of the EBM model confirmed by PAL-EBM certification.
  • Note: Certifications may not be necessary if knowledge and understanding of Scrum, PAL, and EBM demonstrated during the interview are sufficient for the exam, or the person commits to obtaining these certifications within 3 months of starting the job.

Desirable:

• High emotional intelligence.
• Knowledge and application skills of the Radical Candor approach by Kim Scott.
• Practical familiarity with the Crucial Accountability approach by Kerry Patterson.
• Skills in systemic coaching (ideally, familiarity with the Reading the Room model by David Kantor).
• Skills in social coaching (TBR certification would be ideal).
• Technical background (as teams are highly technical, it will be easier to find common ground).
• Familiarity with the Cynefin framework.
• Knowledge of techniques for working with chaos, in addition to difficult systems.
• Knowledge of DevOps culture (DoL certification would be ideal).
• Knowledge of Management 3.0.
• Knowledge/certification in Disciplined Agile (DASM, DAC, DASVC).
• Knowledge of classic process models (e.g., people who had PMP, RUP certifications before getting into Agile).

Big Plus:

• Serious coaching certifications such as ICF, ICE-CE, ICE-AC.
• Teaching experience, especially as an ICAgile authorized instructor, PST/CST.

Undesirable:

• Extensive experience in SAFe. Individuals with a background in SAFe will have to be carefully evaluated, as to whether they genuinely followed SAFe principles, or just used them to paint classic top-to-down management as "Agile".

Working Conditions:

• Vacation/sick leave/holidays follow the American model.
• Each employee has 15 days off per year, which can be used at their discretion.
  • 1 day off can be used at any time, more will have to be approved by the team.
  • Each year worked adds 1 additional day off per year.
• Official holidays: Christmas holidays (Catholic or Orthodox, so 12/24-1/2 or 12/31-1/7), Independence Day (7/4), Thanksgiving (4th Thursday of November). Holidays can be transferred to a different time if need be. You could say that there are 20 days off a year, and only Christmas (24-25) and New Year (31-1) are holidays. .
• Equipment reimbursement: A laptop is provided (to be returned if the person leaves before one year), or a $1000/year budget for personal equipment.
• Training: Internal training is provided and paid for; after training, a certain period of work commitment is required, usually at a rate 1 month per 200 dollars spent.
• Maternity leave: For employees who have worked for more than a year, the company pays for 15 working days of paternity leave and up to 60 working days for maternity leave.
• Severance pay: For those who have worked for 1 year - 1 month's salary, 2 years - 2 months' salary, 3 years and beyond - 3 months' salary. The salary is paid upon contract termination, regardless of the reason for termination.
• For those who are useful and needed we are ready to provide аdditional benefits such as financial aid, low-interest loans, relocation assistance, etc. Basically, if you treat us well, we'll treat you well.

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