(I don't believe this is a dupe of What can I do to make a coworkers lack of effort more visible? because that question is about effort, whereas this one is about ability.)
I'm a contractor (UK) but not a consultant. In my current placement there's a permanent guy doing the same role, who is effectively the main guy and has by far the most product knowledge etc.
The problem is, he's not that great at the core skill we're employed for. There's another contractor who very much agrees with me on this (and who I believe is not renewing his contract if asked precisely because of this guy's limitations). Perm guy gets things done but not always in the best way and his work often needs tweaking or fixing due to being a bit odd. He's not very good at internalising feedback either; we've tried to help improve his skills but he seems pretty slow on the uptake.
Our motivation is not to get permanent roles or look good or secure further contracts; our motivation is to have everyone turning out decent work that doesn't need fixing and who can follow basic industry standards.
This perm guy's skills aren't that visible to management since our manager isn't close to our core skillset and he doesn't review work (or have the skills to).
Should we say something to management about this guy actually not being that great?
On the one hand, we feel like it's a bit irresponsible to not say something, given that this guy in a small team is a limiting factor on how good the end product can be.
On the other hand, we're contractors and maybe we should mind our own business and not rock the boat.
Additional info: another perm is considering quitting due to this guy's standard of work apparently being considered acceptable. This might not be the first time that's happened either. In other words, this guy might be contributing towards revolving door syndrome at this place. Wouldn't the boss would want to know if this sort of thing is going down?