There is a senior software developer who has been at my company for a few years, who I don't feel lives up to what is expected of a senior developer - I think that he's out of his depth.
My company has published guidelines on what it expects from the various levels of seniority, and upon reviewing this and looking at this developer, I can see that he's falling short on several attributes, sometimes in a major way.
This developer has, at best, the technical skill and knowledge of a mid-level developer, and gives very shallow code reviews. Alongside this, one of the company's requirements for a senior developer is to be able to effectively advise junior developers on technical issues. I've worked with him before (as a junior dev), and I've also seen him interact with other junior devs, and not once have I seen any real effort to assist juniors. Even when the questions pertain to the senior dev's supposed area of expertise, the response coming back is usually along the lines of:
I don't know, google it.
He also puts off other people's requests until the last minute (or doesn't do them at all), meaning development can sometimes be held up waiting for him.
Ultimately this developer seems to do the bare minimum he can get away with in all aspects of his job, which is my opinion is very unprofessional for a senior dev. He hasn't yet been promoted and is not given much real responsibility, so I don't think I'm the only one aware of this. But I don't think the current situation of leaving him in a role to which he's probably not (yet) suited is good.
My concern is firstly whether (as a junior/mid-level dev) I should raise this at all or if I'm being too judgemental, and if I should raise it, what the best way of doing it is, i.e. without causing a scandal. I think this developer is overwhelmed and out of his depth, but isn't saying anything because he doesn't want that to be revealed. One issue is that (I believe) he is fairly well-liked, and so can probably get away with more. I know it's not my job or even my business to go advising him on what to do (it should be his line manager), but I want to at least raise it in a constructive way.
I feel like the intent of my question may be getting misunderstood. I'm not trying to throw anyone under the bus, or take anyone's job etc. Rather, I can see someone who, to me, looks like they're out of their depth and struggling in a position that they're not (yet) suited for, and I don't know whether I should raise it so that they can either get the help they need instead of stubbornly sticking it out until something goes badly wrong. To be honest, the negative responses to this question have given me a taste of what other people's response will be, so I'll leave well enough alone. It's not my responsibility.