skill ratings by time in service, testing, and peer review. Additionally
that would allow for a much more stable salary range I think. The down is
that companies historically don't like unions, and would probably resist
hiring union programmers.
Timothy Heald
Information Systems Manager
Overseas Security Advisory Council
U.S. Department of State
571.345.2319
The opinions expressed here do not necessarily reflect those of the U.S.
Department of State or any affiliated organization(s). Nor have these
opinions been approved or sanctioned by these organizations. This e-mail is
unclassified based on the definitions in E.O. 12958.
-----Original Message-----
From: Kwang Suh [mailto:[EMAIL PROTECTED]
Sent: Wednesday, October 01, 2003 10:01 AM
To: CF-Community
Subject: RE: CF Salary Range
You're asking implementation. Think bigger picture: Can we protect IT jobs
in North America by having professional designations in the industry?
-----Original Message-----
From: Kevin Graeme [mailto:[EMAIL PROTECTED]
Sent: October 1, 2003 7:50 AM
To: CF-Community
Subject: Re: CF Salary Range
> You're overblowing it. Other professions have designations (and trust me,
a
> CPA desig is not "mythical", no matter how you view it).
Alright, maybe I did engage in a little hyperbole, and you're right that
other professions have designations. So how do you see a designation
working? I have some questions:
1. How will the designations be determined? Who decides?
2. How will people be evaluated? Will it involve going to an official office
or will it be a process that anyone authorized can administer?
3. Will there be a fee to get evaluated?
4. Who will perform the evaluations? Not just what organization, or what
process, but how many people will be involved in evaluating all the current
and potential IT workers? How will they be funded?
5. If it's process where anyone authorized can administer the evaluation,
how does that authorization process happen?
6. Will all current IT workers be grandfathered in, or will they need to be
evaluated?
7. If they are grandfathered in, how is there designation determined for
further job changes?
8. If they need to be evaluated, what is the timeframe involved and what is
the incentive to employers to have their current, capable employees
evaluated if there is a chance the employees will not achieve the
appropriate designation for their current job?
9. How do people contest their designation? Is there going to be a process
for that? Who oversees that process to ensure that favoritism doesn't
happen? How will those people be compensated for their time?
10. How do employers verify that potential applicants have been designated?
11. How will people who are self-taught know that they need to get a
designation? If it requires an ongoing awareness and promotion campaign, how
much will that cost and how will it be funded?
12. How will you ensure that people actually need the designation? Will
employers only be allowed to hire people with a designation? If no, then
will equally capable non-designated people have a legal recourse to contest
discrimination against them in the hiring process? If yes, how do you
propose to make it a requirement?
13. Once people have a designation, what happens as they continue to develop
professionally? Will the designation change to reflect that, and what is
involved to make the designation change?
14. If an employee has a designation, but an employer still doesn't feel
they can actually do the job, what happens? Can the employee appeal to any
designating authority to determine whether the employer properly set the
expectations for a job function with a given designation? Are there any
protections for the worker at all after going through the process of
achieving a designation or is it only the employer who benefits during the
hiring process?
15. Can a person's designation be revoked for any reason?
16. How much will designations cost the industry? Will candidates have to
pay for testing? If so, how much?
17. Will designees have to pay ongoing dues? If so, how much?
18. Will employers have to pay to an industry oversight organization to fund
any of the designation process? If so, how much?
Yes, other professions do have designations. They also have bureaucracies to
manage them. I'm just wondering how much of a bureaucracy and the associated
costs you envision for your idea. Overall will it cost the industry more or
less than occasionally hiring and then firing a person with a puffed up
resume? I honestly don't pretend to know the answer to that. I'm asking.
-Kevin
_____
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