Re: ADVERTISING SUPPORT FOR AS/400 ANNOUNCEMENT

Dave,

In a message dated 97-08-18 05:16:32 EDT, you write:

> Dean - just a few comments on the education of AS/400 programmers...I never
>  meant to imply the the quality of all students, instructors, etc. were all
>  the top of the line.  Obviously, this is not just not so in any setting.
>  However, not only are the forces of supply and demand at work here, the
>  employment track itself also needs consideration.

And I didn't mean to imply that they were all bad, either.  I do believe,
however, that there are many more bad than good.

>  I would venture to say that while most of my client companies start new
hires
>  from CC's out programming, a very significant portion of them start out
the
>  "degreed programmers" in operations (night shift report printing, etc).
>   Looking from the viewpoint of the recent AS degree graduate ... while not
>  solid programming experience, it does beat working as a stock person down
at
>  the local Kroger.  I can respect someone who at least makes an effort in
>  their given field if they use the time as an opportunity to learn what
they
>  can.  Besides - I also have companies that need operations people.  You
don't
>  see many degree or occupational educational programs out there that train
>  people on performance tuning...obviously, someone who has both progrmming
and
>  operations skills will be a more valuable employee to a company.

Very true as well, and I second your respect for these people.  What bothers
me is that all of the REALLY GOOD AS/400 people I know either taught
themselves because they have a proclivity for that, or had a really good
mentor.  Many of the latter idolize their mentors for years, and only achieve
their full potential after realizing that they CAN do better than the mentor.
 Operations people are operations people -- if you find someone happy in that
role, then THAT's where they should be.  But you'll never get a "latent"
programmer or anylist to stick with an operations job.

>  On the other hand, I think most companies have lost sight of reality and
are
>  selling themselves short on talent.  Granted, I'll take advantage of their
>  need and make a trip down to my bank, but companies have no one to blame
but
>  themselves.  I have a client company that routinely hires employees with
two
>  brief interviews and not even giving a programming test; when the new
hires
>  don't get the job done, they let them go...which decreases their
reputation
>  in the marketplace...which means they have to hire more inexperienced
workers
>  (probably from out of town!)...who don't get the job done....and so on in
a
>  vicious cycle.  Companies complain when they find out that the programmer
who
>  shows 3 yrs exp on their resume actually has 1 yr of exp three times...but
>  they never qualified them prior to hiring!  I think it is true that the
>  education institutions have not devoted enough time and effort into the
>  AS/400 platform, but when industry will accept what is given to them, the
>  blame has to go around.

Agreed.  Companies set themselves up for this by trying to measure experience
"by the numbers".  I know bright people with potential that show 1 years'
experience.  I also know folks with NO potential with 25 years' worth of the
same.  I think that the root of the problem goes back to the personnel
department's insistance on "pigeon holing" IS personnel the same way they do
normal personnel.  I've said it many times before, but this job is an ART.
 You've either got it or you do not.  Just like I'll never perform at the Met
(unless playing the stereo loud becomes a qualification), some people will
NEVER be great programmers.  The standard "years of experience" is criterium
is moot.

>  One thing I WOULD like to see is more of an emphasis on breaking up the
>  COBOL/RPG educational track beyond the basic courses.  While I deal with a
>  few companies that still use COBOL, they are outnumbered at least 10-1 by
RPG
>  users.  The CC's usually teach about equal amounts of COBOL and RPG
classes,
>  and I think they are doing the students a disservice in their efforts to
make
>  them well-rounded.  Not enough students have the cutting edge background
>  because two years is just not enough time to get in-depth in some of the
>  features provided by the latest generations of RPG.  Also, there are a lot
of
>  things developing that sure would be nice to have, JAVA, etc.  Even though
>  Synon has been around for a while...well, two years is just not enough
time.

True, but schools teach what the students percieve as "HOT" (how PASCAL got
"hot", I have no earthly idea).  I think that schools would be better served
by cutting out the local "want ads" and determining course content based upon
the volume therein.  "Cutting edge" today can become "cutting room floor"
tomorrow in our industry.  I'd take salaries by language, and focus on those
providing our industry's MAJOR benchmark -- value add.  JAVA's "value add" is
going up.  COBOL's "value add" is stagnant.  RPG's "value add" is going up,
but less than JAVA's.  In today's AS/400 job market, C equates to a
blacksmith next door to a tire store.  In short, if you want to work
anywhere, RPG is still tops.  COBOL is next.  CL is required for both.  C is
good for specialized vendors, to whose location you will have to move.  JAVA
is yet to be proven...

>  Finally...are you sure that "snoring" quote wasn't written by my wife?
 That
>  sure sound familiar!

No, it was actually from mine :-)!

Sincerely,

Dean Asmussen
Enterprise Systems Consulting, Inc.
Fuquay-Varina, NC  USA
E-Mail:  DAsmussen@AOL.COM

"A problem is a chance for you to do your best." -- Anonymous
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