Conference 7.286::digital

    

>We are once again embarked upon Individual Development just when we need 
>all our time and all our effort to get our jobs done. Yes, it's "Personal 
>Development Plan V -- The Revenge."

    Ah, If I actually believed these things made a difference, I'd gladly 
    participate.  Fact is that we are kidding ourselves if we think the 
    corporation is interested in our "Personal Development"  Heck, I'd
    be happy if they simply allowed for "Professional Development"
    
>With everything else that we have going on, we also have to find the time to 
>complete long, complex questionnaires and documents so we can Create a 
>Personal/Professional Development Plan. This project (taking many hours) 
>will then be used to pipeline everyone through a series of "training 
>seminars" and "courses," the endpoint being, of course, better qualified, 
>more highly motivated, and sparkling-eyed employees who will enjoy a 100% 
>increase in productivity while eating the competition alive.
    
    Assuming, of course, that budgets will allow us to take a class...
    The only thing missing from these little indoctrination sessions
    is the "Five Minutes Hate".  The Winston Smiths in our midst are not
    amused.

>Reality, of course, is not quite the same. Yes, most people could benefit
>from well-reasoned, well-planned training -- time permitting. However, 
>repeating what I did in college just doesn't cut it. Having gotten a BS and 
>then an MSBA, then spending the past 9 years at DEC, I just don't have any 
>patience with having to spend valuable time creating a "development plan" 
>so I can then go to "Digital University" to take Marketing 101, Writing 102, 
>and Sensitivity Training 103.

    Yep.  Gimmie a C++ programming course or maybe something useful like
    a course on programming using the OSF/DCE?  Nah! never happen.  Even
    if it did, my boss would never spring for the airfare to get me from
    San Francisco to Merrimack or Maynard where the course would invariably
    be held...
    
>Let's get serious about the future of this company. I am not saying that we 
>employees couldn't use some development, but this sort of thing just drives 
>people nuts: "What do you like most/least about your job? (don't tempt me 
>...) "Where do you want to be in 5 years?" "What are your hobbies?" 
>"Would you rather (a) stay late at work or (b) eat a live frog?" "What did 
>you do over your summer vacation?" "During the past week, you have felt 
>like 'streaking' the office (a) infrequently (b) several times a day 
>(c) whenever I look at the clock." As long as this sort of thing continues, 
>the company is showing it is interested in form over function, and we can't 
>afford that any more.
    
    Amen!

>Am I the only one that feels this way?
    
    Nope!
    
    -Ed_feeling_cynical_today
    

I think professional development is valuable to the employee and the
company.

If the employee is growing and learning, he is more likely to be happy
and productive and remain with the company.

It is certainly worthwhile for the company to invest in the development
of its employees. However, whether an investment in an individual course will
make an employee that much more valuable is something that must be
reviewed on a case by case basis.

Unfortunately, I have yet to work for an organization or a supervisor
who takes professional development seriously.

You may not think that Digital has the time or money to spend on professional
development now; but, it must prepare for the future and be able to think
in the long term and not just the short term.

Chuck

    We in our group, need to do 180 days of paid consultancy per year.
    Add to that 38 vacation days, 104 weekend days, ~10 public holidays,
    some group meetings... There is not very much time left for training.
    And then, the time of the course you need doesn't fit together with your 
    free time in between the projects.
    
    To my opinion, if Digital wants to clear out from this situation, we have a 
    hard time to learn to work more productively, so that we can
    have more free time for training and also, to learn to arrange
    training/learning in ways, which fit better to the current and future 
    business environment. 
    It's not really a question of what we want to learn but rather how we can 
    afford what we need.
    
    Somehow, I haven't seen many initiatives in that direction yet... 
    
    --Ritva
    

    Re: .1 ... gosh, I thought I was the only one who did't like going East
    for training and other events.  I've complained about the "ending at
    5pm on Friday" or "starting on Sunday at 5pm" events for years.  Now
    that they've paved the runways in the midwest, I would like to see
    events held in Dallas or Chicago.
    
    On the notion of personal development, I believe that if we don't take
    some sort of action RIGHT NOW to convince the remaining field people to
    hang on, we're very likely to see a large number of them leaving this
    summer.  If you buy into the notion that the field cuts have left only
    the better folks, this could do more harm to the Corporation than can
    be imagined.  (I assume the same is true for other aspects of Digital
    including engineering and software.)  
    
    IMO, the thing that's missing is the vision and mission statement. 
    I've seen bits and pieces but never the one sentence/paragraph
    statement that you can tape to the wall.  Without these simple, but
    powerful messages, there's not much for the employees to internalize
    and focus their energy.  
    
    We're just all hanging out, trying to do the best we can ... and, for 
    now, hanging on.  
    
    -- gerry

      Re basenote... 
      Not on your life are you the only one who feels that way!! In fact, I
    have taken numerous courses within the company and I usually walk out
    at the end with the question "Why did I come here???" First of all, I
    usually don't LEARN anything, becuase I could probably teach the
    course, and secondly, the course usually doesn't have any material to
    help me in my work! I think I could take every course offered in my
    job and still be non-functional if I didn't already have the hands-on
    experianece and the training that more senior people have given me over
    the years.
    
      These "career development" exercises seem to be more tuned to the
    folks who sell us "certificates" that we can hang on the walls than
    anything else... What we need is a "trainer/trainee" program within the
    company that is modeled on what the U.S.A.F. does. EVERYONE in the
    U.S.A.F. is a trainee, and anyone above the lowest level is a trainer.
    There are structured lesson plans, OJT, practical tests and checks that
    are administered, and each trainer is measured on success as well as
    the trainee. There's little room to divert...you have a certain--and
    most generous, I might add here---time to do specific things and be
    tested on the results. You AND the trainer continue to grow... I found
    that to be one of the best if not the best ways to learn---by doing. 
    Going to courses and listening to theory and never having the
    opportunity to DO the things will soon make you a great book but unable
    to function...
    
      JM

    
    Everyone has been complaining about the training they have been
    *forced* to take.  How many of you filled out the Q&A form at the
    end and said what your saying here?  
    
    Not many I would guess, or the course wouldn't be offered anymore.
    

re: .6    
>>    Everyone has been complaining about the training they have been
>>    *forced* to take.  How many of you filled out the Q&A form at the
>>    end and said what your saying here?  
  
    Every time ... repeat ... every time.  In fact, I've always made it
    a point to sit down my my manager(s) and discuss training plans and
    career development.  In our partner program (IM) we've been VERY vocal
    about the things we DO and DO NOT need.  Finally, after a couple of
    years we are getting the technical info we need.  And by the way, in
    some instance, field people are *forced* to attend events not because
    it makes sense but because it's a check mark on someone's goal sheet.
      
>>  Not many I would guess, or the course wouldn't be offered anymore.
    
    Can't speak for anyone else but I'd bet a beer that the field employees
    are, perhaps, to honest.  My guess is that there was inadequate focus
    and/or funding to keep courses up to date or to revise them when
    negative feedback was received.  

    Another way to phrase personal development might be: an environment of
    meaningful coaching by the supervisor.
    
    Unfortunately, the environment that appears to be common at this company
    is one of political positioning by the individual with little regard
    for personal development of the troops.

    This is an area that I feel very strongly about. Development needs to be
    a continuous process. I like the USAF model described earlier. At the
    end of my previous job, when due to unfortunate circumstances most of
    the people I worked with were being invited out the door (and they were
    working on getting my invitation engraved, too), I looked up and asked
    myself, what have I gotten out of the past 2 years that makes me a
    better candidate for a job? The answer: very little. I honed some
    existing skills sharper, but did not expand my breadth. I decided at
    that point that I could never again afford to let my training stand
    still.

    I am very fortunate to have a supervisor and CC manager who are very
    supportive of training. Of course, budget and schedules being what they
    are, I can't exactly take everything that looks interesting, but I take
    what I can. However, to fill in the gaps, I go looking for it other
    ways. Can't take that C++ course Ed wanted, nor can I take that
    MS-Windows course over in Maynard (hard to connect that to my job as
    VAXcluster support engineer!). But for a hundred and fifty bucks I can
    get Borland Turbo C++ for Windows and a nice thick book on the subject.
    A little time and I'll know all I need. Won't those look nice on the old
    resume, and by the way here's some samples of my work. Of course, that
    means I have to invest $1000+ for a PC and software, but this is my
    *career* I'm trying to maintain here. Whether it is with Digital or
    anyone else, ultimately I am the one responsible for seeing that it
    stays on the right path.

    I sat down and listed the areas where I would like to build expertise
    and gave that list to my boss and said basically I'll take it anywhere I
    can get it. We have dozens of manuals on Bookreader, tons of equipment
    with available CPU cycles, product kits on the network, and I only have
    to do work 40 hours out of the week. That leaves plenty of time and
    opportunity to explore and learn on my own, even with a family. Training
    courses make it more convenient, but don't let the lack of them hold you
    back. The learning environment at Digital is as rich as any you could
    find at any university, you just have to take a little more initiative.
    Be glad you don't work somewhere where they lock everything up and toss
    you out of the building at 5:00 PM AND NO STICKING YOUR NOSE WHERE IT
    AIN'T AUTHORIZED!

    I think we may have deviated a bit from the point of the basenote, which
    seemed to be referring to some of the fluffier seminars and courses
    around. Agreed, they can be a waste of resources when resources are
    dwindling, but if I have to take one, I try to make the best of it. Open
    your mind and you never know what might fall in (just don't lean over to
    far...). We had a "skills assessment" course that on the face of it
    looked like a bunch of fluffy junk, but actually turned out to be a
    useful introspection. You don't always think of some of these things,
    and such courses can surprise you when they give you a new perspective.
    You can only get out of them what you put in; if you refuse to put
    anything in, you can be sure you won't get any value out. Have fun if
    nothing else. Most of the questions I have to answer aren't nearly as
    easy as how often I want to streak the office.

.3>    We in our group, need to do 180 days of paid consultancy per year.
.3>    Add to that 38 vacation days, 104 weekend days, ~10 public holidays,
                   ^^^^^^^^^^^^^^^^
    
    I've been here 15 years and barely get half that!  Seems to me 
    you could take a cue from .9 (as I have) and do some self-training.
    Say, during vacation. :-)
    
      John

    
    re: .9
    
    Well put, Steve.  I agree wholeheartedly.  Fortune magazine had
    a piece recently (about 2 months back) called the Darwinian
    Workplace.  It makes a point of saying that you need to invest in
    yourself for long term employability.  I think that title pretty 
    much says it all; the only person you can depend on to manage your 
    career is you.  Welcome to late twentieth century capitalism.
    
    Glenn

    
    Re: .11 
    
    Is it unreasonable to ask your employer to HELP you keep up to date
    so that he/she does not have to incur the costs involved in bringing 
    a suitably skilled new-hire on board?
    
    I agree that you have to look after yourself but if your employer
    makes it difficult to do so, it is time to find another employer.
    
    I think the main issue expressed in .0 was the amount of time and
    money we spend on training that is clearly inappropriate.  We are 
    not asking to be spoon-fed what we require to keep our jobs, we 
    simply want to know that the fridge (or game preserve to use a 
    Darwinian metaphor) is stocked.  I'll gladly help myself if I have
    access to what I need.  
    
    BTW, If I take a course and pay for it out of my own pocket, is DEC
    willing to provide me with documentation so I can write it off 
    come tax time???
    
    -Ed
    

*forced* to take training?

**FORCED** to take training???!!!

What company do you guys work for???  Obviously not the same one I do!

I do field software consulting delivery, and I am lucky to get one week
of training a *year*.  Think on all the new product announcements you've
heard in the last year and tell me how one stays an expert in one week a year!!

I do a lot of self-training.  It has gotten me through so far, but there are
things you can't always teach yourself. (like details on supporting and tuning
Rdb applications).

Absolute bottom line for me is this:

Digital's field software consultants are WAY more expensive than the
competition.

If we are not smarter and more up-to-date than the competition, WE WILL NOT
HAVE ANYTHING TO SELL.  We might as well get out of the business of SI.

We will not be smarter and more up-to-date without training.

Time do make up our minds.

Kevin

Are you guys getting turned down when applying for external college classes 
or internal "training?"  I must be spending your money because I have taken 
6 grad level classes a year toward a degree with no problems.  I have also 
take an internal sales training course in the last two years.  Of course, 
that is the only DEC class I have had in 5+ years.

Matt

Re: .10

Amount of vacation is controlled by law and in some European countries and 
sometimes can not be substituted even with money :-).

What comes to 40 weeks, we usually do more without being paid. We also have home
terminals, which can be used to browse information in the network, but very often
are used to do your regular work.

I have invested into a home PC. I still would like to invest more to be able to
run (and learn) WINDOWS-NT. I also have to travel a lot, which makes
learning more difficult. Just as an example, because of a trip, which can't be
moved elsewhere, I had to cancel my planned training for next week.

We do have lots of information in the network, but to my opinion, it's far too
time consuming to find and not very often in a good logical form to allow
effective learning, especially, if you need to learn from something new and you
don't know all of the pointers. The fact that there is a need to have an 
unofficial guide (Matias Krempel: How to get info guide) in itself tells 
something :-).

 I don't say all this for just to complain. Current status is expensive for
Digital. It certainly has an impact on what is achievable revenue per
employee. Somebody could even take this as a business challenge :-). How to 
structure information and how to arrange training to allow effective use of 
working hours and then sell ideas to our customers as well. Or perhaps our 
customers and competitors already have better solutions ???


--Ritva

--Ritva

    I, also, have felt bitter about the calibre of training offered
    directly by DEC for professional and personal development.  We seem to
    get inundated by the "Book of the Week" Managemetn style.  We pick a
    current author and dictate their cliches' to micro manage our
    workforce.
    
    I completed all of my college work during off-duty time.  I was not
    sent to college but chose to attend to better myself and keep myself
    marketable.  My undergraduate degree and first graduate degree was
    attained while on active duty in the armed services.  I completed an
    MBA Program last year, through Tuition Reimbursement.  I must agree
    that most DEC courses are poor cousins of real college work.  We tend
    to consolidate a semester or two worth of work into an 1-2 day course.
    
    I recently asked to use tuition reimbursement to continue my education
    by enrolling in a Doctor of Business Administration Program, with a
    specialty of International Business.  I was denied, not due to budget
    constraints, but I was told that Digital had no need for employees with
    that background or degree.  At first I was very upset, as I was always
    told that tuition reimbursement is a "benefit". ( It is listed in the
    Benefit Book)  I am now told that it is not, and is provided based on a
    business need.  
    
    My advice is develop yourself, read and be critical.  Don't wait for
    Digital to develop you.  Let them train you; but develop yourself.
    
    
    Joe

    
    re: .12
    
    No, I don't think it's unreasonable at all to ask your employer to
    help you stay up to date.  My experience with Digital has been
    overwhelmingly positive with regard to training.  Digital paid
    something on the order of 25K for me to finish an undergrad
    degree and achieve a graduate degree. This was done with *no*
    hassles, and the paperwork was signed off by three different
    managers while I was in school.  For that, I will be forever
    grateful -- even though it was my own significant time investment.
    
    On the other hand, I was prepared to figure out a way to get that
    work done, whether or not Digital paid for it.  In fact, I left
    a previous employer *directly because* they refused to offer
    tuition reimbursement.
    
    So, I guess my point is this: I agree with Fortune's assessment
    that you need to invest in your own skills and education.  When
    you make any investment, you cast around looking for the best
    way to make that investment: how can I get the maximum return
    with the minimum out of pocket costs?   In my case, my investment
    was time.  In fact, Digital's tuition reimbursement system is designed 
    the same way: if the company invests in the employees, it will be 
    paid back with interest (on average).
    
    I believe that if there are problems getting outside, university
    traning, it is probably a short-sighted local management decision.
    I can, to an extent, especially in these tough times, understand
    some *minimal* restrictions on training during the work week.  As
    long as it's minimal, and as long as it's reversed when business
    picks up.
    
    Glenn
         
    

Let me describe the standard response to the question of training
for field consultants over a period of six years and ~8 - 10 managers (I've
lost count...)

"I need training in XYZ if I'm going to remain an expert and continue my
professional development in the field"

"That's just fine, we support training for all of our people. Look, we'll even
write it into your job plan!  You just need to schedule it when it doesn't
interfere with revenue activities, of course."

Now that manager's goals are to keep me 100% utilized, or as close to it as
possible, and based on my workload, my management have been getting their
bonuses.  In six years I have not been idle. period.  Tell me when I got time
to schedule those classes.  The few I've taken were taken on time which could
have been billed at over $4000/week, and there is enormous pressure, and
increasing, not to do that sort of thing...

Kevin

Same problem here.  If only I could go get more college coursework.  I have
to be ready to fly out of town for weeks at a time, so I can't do anything
that would, say, require me to be at class every Monday night.

And, now we can't even take external training without a justification and
VP approval.  What makes them think that being trained in Digital products
and sales strategies is enough to make us a leading SI provider????????????

bill

    re: .17
    
    That's exactly what I was talking about regarding short-sightedness.
    Your manager has to give up 4K of his budget to send you for
    1 week's worth of training.  But if that manager looks at that
    4K as an investment, there needs to be a return.  That return
    is measured down the road when a Digital customer agrees to pay
    4k (or 5K) per week over a period of time  -- where that customer's option
    is to hire a consultant from another firm.
    
    The thing that worries me is that when you're charging a customer
    4k a week, that consultant better damn well know what he's doing.
    (Which you clearly do if you've been 100% utilized for that long.)
    At 4K/week/person, that manager is going to look very bad, very fast
    if customers stop hiring his/her folks.  Which will eventually happen
    without the training.  Of course, by then it'll be too late for
    your career.  So what are your options?  Search me.  Maybe raise
    the issue to another level of management?
    
    Re: .19
    
    Are there any schools in your area that offer non-traditional types
    of training?  Maybe you can hook up with a professor who understands
    the demands of frequent travel and work something out (semester-long
    deliverables?  Off hours meeting with the professor?).  I found
    that universities are sometimes willing to be flexible when they
    have a guaranteed cash flow.  They like students whose employers
    are paying.
    
    Glenn  

    	If management were serious about training, then they would set
    aside the budget and time each fiscal year for employee training. They
    don't do this, but they pay lip service to it in a big way. Meanwhile,
    we fall farther and farther behind the rest of the industry.
    	Quality is a similar situation. You see and hear so many people
    beating the drum about quality. However, improving quality means
    building in processes that typically lengthen development schedules. So
    when someone's deciding which is more important, schedule or quality,
    guess which one wins! This company has never invested in the long term
    as far as I can tell. In the good times, the maximum distance we were
    willing to look into the future was 18 months. Now, we never look more
    than a quarter (3 months) ahead.

    
    > improving quality means
    > building in processes that typically lengthen development schedules.
    
    If you had the time and the $800 to go on some of the quality
    courses, you may find that the converse is true. ;-)
    
    But the point is well taken - some training is "strategic" and
    perhaps it should not be constrained by costs and schedules,
    but caluculated in terms of ROI.
    
    Regards,
    
    Colin
    

    I used to have a job that involved long travel and sudden travel.  Here
    in Boston, Boston University offers courses via microwave transmission
    of TV.  BU will tape courses offered via this system for students who
    can't get to a reception site.  It meant some long weekends of watching
    lectures, but I never had a problem with a professor understanding late
    work or rescheduled tests.  Check out the possibilities in your area.
    
    	Dave Brunell