> From: [email protected] [mailto:discuss-
> [email protected]] On Behalf Of Dan Ritter
> 
> Will they live or die over whether an engineer is inspired and
> dedicated and works overnight fixing a problem or implementing a feature?
> 
> If so, then it is a mistake to outsource that function.

I'm going to have to disagree with this logic.  Because having an internal 
employee versus outsourcing is just a relationship difference between your Corp 
and the Employee.  It does not necessarily come with any difference of 
competence or dedication or loyalty.  Sometimes it may, but it's not correct to 
draw a cause/effect relationship (or even correlation) between the quality of 
work done, and the worker(s) status as an employee or outsource resource.  And 
you certainly don't get any guarantee of loyalty or competence by hiring 
somebody on a W2/W4.

As a consultant/employee/outsource provider for myself, I have to say, the main 
difference between internal employee positions versus the outsource model, is a 
finance/management structure.  Either Company A (the client) is responsible for 
the employee taxes and benefits and insurance for an employee they hire on 
W2/W4, or Company A contracts with Company B (the provider) who is responsible 
for that stuff.  And... In both cases, the individual(s) providing the service 
works closely with or report to, management at the client.  Sometimes the 
client prefers to interact with the individual(s) directly, and sometimes they 
prefer to have the service provider also provide intermediate management.

I certainly do all types of work, from end-user support, global IT management, 
intermediate management, and direct contribution as a core product developer.  
All of these details are simply managed via the services contract between the 
client company and my company.  Key points are intellectual property assignment 
and rights.  We have templates for each of those possibilities, and I find, the 
client companies often have their own standard templates too.

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