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  • Five new junior developers and lots of complex tasks. What's now?

    - by mxe
    Our company has hired five new junior developers to help me to developer our product. Unfortunately the new features and incoming bug fixes usually require deeper knowledge than a recently graduated developer usually has (threading/concurrency, debugging performance bottlenecks in a complex system, etc.) Delegating (and planning) tasks which they (probably) can solve, answering their questions, mentoring/managing them, reviewing their code use up all of my time and I often feel that I could solve the issues less time than the whole delegating process takes (counting only my time). In addition I don't have time to solve the tasks which require deeper system knowledge/more advanced skills and it does not seem that it will change in the near future. So, what's now? What should I do to use their and my time effectively?

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  • How to convincing Programmers that 'being in the zone' [coding] isn't always beneficial for the project?

    - by hawkeye
    In this book review: http://books.slashdot.org/story/11/06/13/1251216/Book-Review-The-Clean-Coder?utm_source=slashdot&utm_medium=twitter Chapter 4 talks about the coding process itself. One of the hardest statements the book makes here is to stay out of "the zone" when coding. Bob asserts that you lose parts of the big picture when you go down to that level. While I may struggle with that assertion, I do agree with his next statement that debugging time is expensive, so you should avoid having to do debugger-driven development whenever possible. He finishes the chapter with examples of pacing yourself (walking away, taking a shower) and how to deal with being late on your projects (remembering that hope is not a plan, and being clear about the impact of overtime) along with a reminder that it is good to both give and receive help, whether it be small questions or mentoring others. they talk about how 'being in the zone' - can actually be detrimental to the project. How do you convince your team members that this is the case?

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  • How to keep a team well-trained?

    - by PierrOz
    Hi dear fellows, I'm currently mentoring a small team of 4 junior dev in small software company. They are very smart and often achieve their tasks with a high-quality job but I'm sure they still can do better - actually I have exactly the same feeling for myself :) -. Besides some of them are more "junior" than other. So I would like to find of a funny way to improve their CS skills (design, coding, testing, algorithmic...) in addition to the experience they acquire in their daily work. For instance, I was thinking of setting up weekly sessions, not longer than 2 hours, where we could get together to work on challenging CS exercises. A bit like a coding dojo. I'm sure the team would enjoy that but is it really a good idea? Would it be efficient in a professional context? They already spend all their week to code so how should I organize that in order for them to get some benefits? Any feedback welcome !

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  • What does an interviewer notice most on my resume?

    - by Need4Sleep
    When applying for a position such as a software developer for a company, what does an interviewer notice most on my resume concerning the work i have done? Is he/she concerned with the amount of work i do with others(Open source projects), The specific accomplishments I've made in my field(programs, apps) or the amount of time i spend helping others(forums, mentoring)? For those of you who have applied and work/worked in a position similar to a software developer,In your personal experience, what do you think helped you the most in landing the job? P.s. if 'software developer' is to broad a term, i would specifically enjoy working with teams to create large applications such as dropbox / google / skype etc...

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  • Managing code transitions between developers

    - by gAMBOOKa
    What are your best practices for making sure newly hired developers quickly get up to speed with the code? And ensuring developers moving on don't set back ongoing releases. Some ideas to get started: Documentation Use well established frameworks Training / encourage mentoring Notice period in contract

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  • Ideas for my MSc project and Google Summer of Code 2011

    - by Chris Wilson
    I'm currently putting together ideas for my master's project which I'll be working on over the summer, and I would like to be able to use this time to help Ubuntu in some way. I have the freedom to come up with pretty much any project in the field of software development/engineering provided it Is a substantial piece of software (for reference, I will be working on it for five full months) Solves a problem for more people than just myself I was hoping to use this project as an opportunity to get some experience with the underbelly of Linux, so that I can mention on my CV that I have 'experience in developing for *NIX in C++', which I'm noticing more and more companies are looking for these days, probably because stuff's moving to cloud servers and that's where Linux rules the roost. My problem is that, since I don't have the experience to begin with, I'm not sure what to do for such a project, and I was wondering if anyone could help me with this. I've noticed from Daniel Holbach's blog that Ubuntu participated in the Google Summer of Code 2010, and that project ideas for that can be found here. However, I have not been able to find anything related to Ubuntu and GSoC 2011, but I have noticed from the GSoC timeline that the list of mentoring organisations will not be published until March 18th. I have two questions here. Has Ubuntu applied to be a part of Summer of Code 2011, and what is the status of the 2010 project list linked to earlier. Were they all implemented or are there still some that can be picked up now, should I not participate in GSoC? I'd like to do something for Ubuntu, but I'd rather not spend my time reinventing the wheel.

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  • Frank Ludolph's Last Day at Work

    - by mprove
    Hi Frank, today is your last day at Oracle. I cannot belief that retirement is an alternative to designing software and improving products for decades. I might figure it out myself in a couple of years. Our ways have crossed several times. And I am extremely thankful for that. I still remember my first session on an Apple Lisa. It must have been around 1985. I was still in school, and we were visiting the University of Hamburg to get some orientation on the departments. When I started I chose Informatics. And I suppose the Apple Lisa played a significant role in my decision. Is it fate that I later wrote about Apple Lisa? I’ve attended your presentation and public demo of the Lisa System at CHI ’98 in Los Angeles. Maybe a video still exists. I should look it up and publish it somewhere. You had also booth duty for Sun Microsystems – presenting HotJava Views, a user interface for a network computer. And you were handing out VHS tapes (!) of Starfire. I still have mine – but no player anymore. Then I joined Sun in 2002, and I guess I popped up in your office each time when I came to Santa Clara. The SEED mentoring program finally made it possible that we exchanged and discussed many ideas on the past and future of HCI. Dueling Interaction Models of Personal-Computing and Web-Computing at MEDICI 2007 is one of the results. But do you remember for instance also our jam session with Phil Clevenger on Hello World? Marvelous! I will miss you at Oracle. Enjoy your life and let’s stay in touch.Matthias

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  • Scrum with Team Foundation Server 2010 Done

    - by Martin Hinshelwood
    Since I have joined SSW as a Solution Architect its Chief Architect, Adam Cogan, has been mentoring me and pushing me to do better. One of the things that I have been wanting to do since the first DDD Scotland was to present a session. For DDD Scotland 2010 Adam suggested that I submit he double session on “Better project Management with Team Foundation Server 2010”. So, with some apprehension I submitted two session as Part A and Part B. Download DDD Scotland -  Scrum with Team Foundation Server 2010 How surprised was I that after the attendees had finished casting their votes that both sessions would be in the top 20 one in the top 5. I an effort to promote diversity in sessions the DDD committee try to make sure that each presenter only have one session. I would have to compress SSW’s presentation into 1 hour. Around this time SSW embarked on it continuing adventures with scrum an Microsoft started heavily investing in Scrum for its internal use. I decided to do a slightly different session, but one that would still meet the agenda and goal of the billed session to provide “Better project management with Team Foundation Server 2010”. And so Scrum with Team Foundation Server 2010 was born. At this stage I really have to thank Aaron Bjork who provided me with many of the slides and animations as I really can’t work Power Point. On the 27th of April I presented the session for the Aberdeen Partner Group and then on 8th May I presented at DDD Scotland. Figure: Some of the presenters and organisers of DDD Scotland I mentioned quite a few of SSW’s Rules to better Scrum Using TFS and I have uploaded my presentation to Skydrive.   Download DDD Scotland -  Scrum with Team Foundation Server 2010 Technorati Tags: DDD Scot,Scrum,TFS 2010,SSW

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  • How&rsquo;s your Momma an&rsquo; them?

    - by Bill Jones Jr.
    When a Southern “boy” like me sees somebody that used to be, or should be, a close friend or relative that they haven’t seen in a long time, that’s a typical greeting.  Come to think of it, we were often related to close friends. So “back in the day”, we not only knew people but everybody close to them.  When I started driving, my Dad told me to always drive carefully in Polk county.  He said if I ran into anybody there, it was likely they would be related or close family friends. Not so much any more… the cities have gotten bigger and more people come south and stay.  One of the curses of air conditioning I guess. Anyway, it’s been a while.  So “How’s your Momma and them”?  Have you been waiting for me to blog again?  Too bad, I’m back anyway <smile>. Here in Charlotte we just had another great code camp.  The Enterprise Developers Guild is going strong, thanks to the help of a lot of dedicated people.  Mark Wilson, Brian Gough, Syl Walker, Ghayth Hilal, Alberto Botero, Dan Thyer, Jean Doiron, Matt Duffield all come to mind.  Plus all the regulars who volunteer for every special event we have. Brian Gough put on a successful SharePoint Saturday.  Rafael Salas and our friends at the local Pass SQL group had a great SQL Saturday.  Brian Hitney and Glen Gordon keep on doing their usual great job for developers in the southeast as our local Microsoft reps. Since my last post, I have the honor of being designated the INetA Membership Mentor for Georgia in addition to mentoring the groups in the Carolinas for the past several years.  Georgia could be a really good thing since my wife likes shopping in Atlanta, not to mention how much we both like Georgia in general.  As I recall, my Momma had people in Georgia.  Wonder how their “Mommas an’ them” are doing?   Bill J

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  • My New Job

    - by Stuart Brierley
    Last year I started a new job with a logistics company in the North of England, where I was responsible for the management, design and development of IT Integration strategies, architectures and solutions using BizTalk Server 2009.  This included the design and implementation of the BizTalk Server 2009 infrastructure, the definition of development standards, mentoring a fellow developer in the ways of BizTalk and migrating a number of existing solutions from Softshare over to BizTalk 2009. Unfortunately I then realised that, following this initial set up, there didn't actually seem to be that much BizTalk work for me to get stuck into and reluctantly I have now moved on from this role to a very similar role with the country's largest office supplies company.  Based in Sheffield, we distribute office supplies on a UK wide basis and computer supplies across Europe. The situation here is slightly different than when I first joined my previous employer.  Whereas that was a green field installation with no previous BizTalk solutions in place, my new employer currently has a number of live BizTalk 2000 (!) and BizTalk 2006 solutions in place.  Unfortunately the infrastructure around these is less than ideal; with no clear distinction between development and test environments and no source control what so ever! We are currently building a proposal for a new BizTalk Server 2010 implementation, where I am hopeful of being able to implement fully independent development, test and pseudo-live environments, alongside an enterprise level live installation.  We should also be introducing Team Foundation Server to the development process, thereby giving us some much needed source control capabilities. Following this is likely to be a period of migration for the existing BizTalk Solutions, along with the onward development of new projects and initiatives - I'm hoping to be a busy man for the forseeable future :o)

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  • the OpenJDK group at Oracle is growing

    - by john.rose
    p.p1 {margin: 0.0px 0.0px 12.0px 0.0px; font: 12.0px Times} span.s1 {text-decoration: underline ; color: #0000ee} The OpenJDK software development team at Oracle is hiring. To get an idea of what we’re looking for, go to the Oracle recruitment portal and enter the Keywords “Java Platform Group” and the Location Keywords “Santa Clara”.  (We are a global engineering group based in Santa Clara.)  It’s pretty obvious what we are working on; just dive into a public OpenJDK repository or OpenJDK mailing list. Here is a typical job description from the current crop of requisitions: The Java Platform group is looking for an experienced, passionate and highly-motivated Software Engineer to join our world class development effort. Our team is responsible for delivering the Java Virtual Machine that is used by millions of developers. We are looking for a development engineer with a strong technical background and thorough understanding of the Java Virtual Machine, Java execution runtime, classloading, garbage collection, JIT compiler, serviceability and a desire to drive innovations. As a member of the software engineering division, you will take an active role in the definition and evolution of standard practices and procedures. You will be responsible for defining and developing software for tasks associated with the developing, designing and debugging of software applications or operating systems. Work is non-routine and very complex, involving the application of advanced technical/business skills in area of specialization. Leading contributor individually and as a team member, providing direction and mentoring to others. BS or MS degree or equivalent experience relevant to functional area. 7 years of software engineering or related experience.

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  • Which web site gives the most accurate indication of a programmer's capabilities?

    - by Jerry Coffin
    If you were hiring programmers, and could choose between one of (say) the top 100 coders on topcoder.com, or one of the top 100 on stackoverflow.com, which would you choose? At least to me, it would appear that topcoder.com gives a more objective evaluation of pure ability to solve problems and write code. At the same time, despite obvious technical capabilities, this person may lack any hint of social skills -- he may be purely a "lone coder", with little or no ability to help/work with others, may lack mentoring ability to help transfer his technical skills to others, etc. On the other hand, stackoverflow.com would at least appear to give a much better indication of peers' opinion of the coder in question, and the degree to which his presence and useful and helpful to others on the "team". At the same time, the scoring system is such that somebody who just throws up a lot of mediocre (or even poor answers) will almost inevitably accumulate a positive total of "reputation" points -- a single up-vote (perhaps just out of courtesy) will counteract the effects of no fewer than 5 down-votes, and others are discouraged (to some degree) from down-voting because they have to sacrifice their own reputation points to do so. At the same time, somebody who makes little or no technical contribution seems unlikely to accumulate a reputation that lands them (even close to) the top of the heap, so to speak. So, which provides a more useful indication of the degree to which this particular coder is likely to be useful to your organization? If you could choose between them, which set of coders would you rather have working on your team?

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  • What should I recommend a small company looking for C# developers

    - by Coder
    Here is the issue. I am a senior developer, and one of the start-ups I designed the system (management system/database/web) a long time ago, have grown and need software updates. I have left their system to another developer long time ago, but apparently he has left the job, and so they are asking me if I can suggest them where to find a new one. The problem is that the company has no clue that the IT is not cheap. They expect multiple features to be added for 40$, so that's an issue. Actually one of the reasons why I left the project when I did. Lots of expectations, little pay, also I know those people outside work, so I decided to avoided stressing the nonwork-relationships and left the project gracefully. Today they asked me for an advice, and I told them that the feature list they want is probably going to cost some if they'll get a senior developer for the job. So I guess their best bet is to find someone who loves coding and has just finished the school. Which would give someone a chance to code for money which is good for a student, and at the same time, allow the student to get some hands on experience. Then again, the system is not exactly 20 line console program, there is an MSSQL database, ASP.NET web page and content management system with all the AJAX stuff and some other things. So student straight out of school could have some problems with that. But, I thought about the issue some more, and I think that junior developer is a tricky deal, without mentoring, he can either screw up royally, or just do what's asked. Also, it seems no one is coming to interviews at all, which is weird, or maybe not. What should I suggest them?

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  • Corporate Efficiency

    - by AndyScott
    Thoughts on streamlining the process of getting someone up to speed when they join a project as a new hire; or as is common in some companies, switch from one project to another: Has anyone heard of a strategy (including emphasis towards consistent, ongoing documentation) that would bring a user up to speed quickly? Has there been any thought given to focused documentation, specific to a role within a project? Or formalized mentoring within a project, that goes beyond a “system walkthrough”?   Often it's overlooked what time is wasted when a senior level worker is brought on board.  It's assumed that they will know the right questions to ask. They are the type of people that normally learn quickly, and in their own ways, so let them get by with what's out there.   Having a user without a computer will cost you measurable worker hours, making it an easy target to shoot at (and rightly so). Not getting them up to speed as quickly as possible is an efficiency issue, that seems to have become an industry standard as an accepted loss. Given the complexity of the projects within most companies, and the frequency with which users are shifted from one project to another based on need; I think this is an area that bears consideration.

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  • Who wants to keep developing?

    - by wcm
    I'm a bit older than most of my peers, having come into programming in my mid 30's. The thing is, I love what I do. Most of my project managers and bosses are my age or younger. I'm really OK with that. I, however, have no desire to climb the company ladder. While I regularly take on the responsibility of making sure that projects get done and my peers often look to me for programming and architectural guidance, I just like writing code and want to keep doing it for as long as possible. Honestly, my only real goal is grow into being a crusty old tech lead until I retire. IF I retire. I would so much rather learn the latest and greatest new technology than PMP my resume. Are there others out there who feel like this because I often feel rather alone in my pathology? EDIT Something I didn't make clear is that I really like helping and mentoring other developers. It makes me feel good and useful and (to be brutaly honest) important.

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  • How do you tell if advice from a senior developer is bad?

    - by learnjourney
    Recently, I started my first job as a junior developer and I have a more senior developer in charge of mentoring me in this small company. However, there are several times when he would give me advice on things that I just couldn't agree with (it goes against what I learned in several good books on the topic written by the experts, questions I asked on some Q&A sites also agree with me) and given our busy schedule, we probably have no time for long debates. So far, I have been trying to avoid the issue by listening to him, raising a counterpoint based on what I've learned as current good practices. He raises his original point again (most of the time he will say best practice, more maintainable but just didn't go further), I take a note (since he didn't raise a new point to counter my counterpoint), think about it and research at home, but don't make any changes (I'm still not convinced). But recently, he approached me yet again, saw my code and asked me why haven't I changed it to his suggestion. This is the 3rd time in 2--3 weeks. As a junior developer, I know that I should respect him, but at the same time I just can't agree with some of his advice. Yet I'm being pressured to make changes that I think will make the project worse. Of course as an inexperienced developer, I could be wrong and his way might be better, it may be 1 of those exception cases. My question is: what can I do to better judge if a senior developer's advice is good, bad or maybe it's (good but outdated in today context)? And if it is bad/outdated, what tactics can I use to not implement it his way despite his 'pressures' while maintaining the fact that I respect him as a senior?

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  • Slides and Code from my Silverlight MVVM Talk at DevConnections

    - by dwahlin
    I had a great time at the DevConnections conference in Las Vegas this year where Visual Studio 2010 and Silverlight 4 were launched. While at the conference I had the opportunity to give a full-day Silverlight workshop as well as 4 different talks and met a lot of people developing applications in Silverlight. I also had a chance to appear on a live broadcast of Channel 9 with John Papa, Ward Bell and Shawn Wildermuth, record a video with Rick Strahl covering jQuery versus Silverlight and record a few podcasts on Silverlight and ASP.NET MVC 2.  It was a really busy 4 days but I had a lot of fun chatting with people and hearing about different business problems they were solving with ASP.NET and/or Silverlight. Thanks to everyone who attended my sessions and took the time to ask questions and stop by to talk one-on-one. One of the talks I gave covered the Model-View-ViewModel pattern and how it can be used to build architecturally sound applications. Topics covered in the talk included: Understanding the MVVM pattern Benefits of the MVVM pattern Creating a ViewModel class Implementing INotifyPropertyChanged in a ViewModelBase class Binding a ViewModel declaratively in XAML Binding a ViewModel with code ICommand and ButtonBase commanding support in Silverlight 4 Using InvokeCommandBehavior to handle additional commanding needs Working with ViewModels and Sample Data in Blend Messaging support with EventBus classes, EventAggregator and Messenger My personal take on code in a code-beside file (I’m all in favor of it when used appropriately for message boxes, child windows, animations, etc.) One of the samples I showed in the talk was intended to teach all of the concepts mentioned above while keeping things as simple as possible.  The sample demonstrates quite a few things you can do with Silverlight and the MVVM pattern so check it out and feel free to leave feedback about things you like, things you’d do differently or anything else. MVVM is simply a pattern, not a way of life so there are many different ways to implement it. If you’re new to the subject of MVVM check out the following resources. I wish this talk would’ve been recorded (especially since my live and canned demos all worked :-)) but these resources will help get you going quickly. Getting Started with the MVVM Pattern in Silverlight Applications Model-View-ViewModel (MVVM) Explained Laurent Bugnion’s Excellent Talk at MIX10     Download sample code and slides from my DevConnections talk     For more information about onsite, online and video training, mentoring and consulting solutions for .NET, SharePoint or Silverlight please visit http://www.thewahlingroup.com.

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  • How to Write an E-Book

    A few days ago my attention was drawn to a tweet spat between Karl Seguin and Scott Hanselman around the relaunch of ASP.NET and the title element in HTML. Tempest in a teapot of course, but worthwhile as I did some googling on Karl and found his blog at codebetter.com. From there it was a short jump to his free e-book, The Foundations of Programming. This short book is distinguished by its orientation, opinionated, its tone, mentoring and its honesty, which is refreshing. In Foundations, Karl covers what he considers the basics of programming and good design, including test driven development, dependency injection and domain driven design. Karl is opinionated, as the topics suggest, and doesnt bother to pretend that he doesnt think what hes suggesting is the better way, not just another way. He is aligned with ALT.NET, and gives an excellent overview of what that means; an overview more enlightening than the ALT.NET site. ALT.NET has its critics, but presenting a strong opinion grabbed my attention as a reader. It is a short walk from opinionated to hectoring,  but Karl held my attention without insulting me. He takes the time to explain, with examples, from the ground up, the problems that test driven development and dependency injection solve. So for dependency injection he builds it up from no DI, to a hand crafted approach, to a full fledged DI framework. This approach is more persuasive than just proscriptive and engaged me as the reader to follow along with his train of thought. Foundations is not as pedantic as I am making it sound. The final ingredient in Karls mix is honesty. He acknowledges that sometimes unit testing does cost more up front and take more time. He admits that sometimes he designs something a certain way just to be testable. He also warns that focusing too much on DI and loose coupling can lead to the poor design you are trying to avoid. These points add depth to his argument as I could tell hes speaking from experience, with some hard won lessons. I enjoyed The Foundations of Programming. When I was done with it, I was amazed how much I got a lot out of its 80 some pages. It is a rarity to come across something worthwhile that is longer then a tweet, but shorter than a tome these days. Well done Karl.   -- Relevant Links -- The now titled and newly relaunched page in question: http://www.asp.net/ The pleasantly confusing ALT.NET homepage: http://altdotnet.org/ A longer review, with details, chapter listings and all that important stuff: http://accidentaltechnologist.com/book-reviews/book-review-foundations-of-programming-by-karl-seguin/Did you know that DotNetSlackers also publishes .net articles written by top known .net Authors? We already have over 80 articles in several categories including Silverlight. Take a look: here.

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  • Text Trimming in Silverlight 4

    - by dwahlin
    Silverlight 4 has a lot of great features that can be used to build consumer and Line of Business (LOB) applications. Although Webcam support, RichTextBox, MEF, WebBrowser and other new features are pretty exciting, I’m actually enjoying some of the more simple features that have been added such as text trimming, built-in wheel scrolling with ScrollViewer and data binding enhancements such as StringFormat. In this post I’ll give a quick introduction to a simple yet productive feature called text trimming and show how it eliminates a lot of code compared to Silverlight 3. The TextBlock control contains a new property in Silverlight 4 called TextTrimming that can be used to add an ellipsis (…) to text that doesn’t fit into a specific area on the user interface. Before the TextTrimming property was available I used a value converter to trim text which meant passing in a specific number of characters that I wanted to show by using a parameter: public class StringTruncateConverter : IValueConverter { #region IValueConverter Members public object Convert(object value, Type targetType, object parameter, System.Globalization.CultureInfo culture) { int maxLength; if (int.TryParse(parameter.ToString(), out maxLength)) { string val = (value == null) ? null : value.ToString(); if (val != null && val.Length > maxLength) { return val.Substring(0, maxLength) + ".."; } } return value; } public object ConvertBack(object value, Type targetType, object parameter, System.Globalization.CultureInfo culture) { throw new NotImplementedException(); } #endregion } To use the StringTruncateConverter I'd define the standard xmlns prefix that referenced the namespace and assembly, add the class into the application’s Resources section and then use the class while data binding as shown next: <TextBlock Grid.Column="1" Grid.Row="3" ToolTipService.ToolTip="{Binding ReportSummary.ProjectManagers}" Text="{Binding ReportSummary.ProjectManagers, Converter={StaticResource StringTruncateConverter},ConverterParameter=16}" Style="{StaticResource SummaryValueStyle}" /> With Silverlight 4 I can define the TextTrimming property directly in XAML or use the new Property window in Visual Studio 2010 to set it to a value of WordEllipsis (the default value is None): <TextBlock Grid.Column="1" Grid.Row="4" ToolTipService.ToolTip="{Binding ReportSummary.ProjectCoordinators}" Text="{Binding ReportSummary.ProjectCoordinators}" TextTrimming="WordEllipsis" Style="{StaticResource SummaryValueStyle}"/> The end result is a nice trimming of the text that doesn’t fit into the target area as shown with the Coordinator and Foremen sections below. My data binding statements are now much smaller and I can eliminate the StringTruncateConverter class completely.   For more information about onsite, online and video training, mentoring and consulting solutions for .NET, SharePoint or Silverlight please visit http://www.thewahlingroup.com.

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  • Is hiring a "chief intern" a good idea?

    - by dukeofgaming
    I'm starting an internship program for our software department and I was wondering about creating a position ("chief intern", intern supervisor, or whatever one should call it) with the following responsibilities: Train interns Coach interns Manage projects and tasks for interns Supervise intern's work in terms of rhythm and quality Act as a liaison between the main team's needs and interns performance/aspirations Evaluate and facilitate intern's progress when they want to grab a higher-level domain-specific task (at this point, a main dev team member can do mentoring) Get freely involved in the main team's software development tasks so that he himself can grow, and have full mentorship from the main dev team. I'm thinking that an apprentice-level engineer (below Jr., or Jr.; but being a graduate and working full-time) can handle this for a while (he will be trained by the main dev team first), until one of two things happen: He/she decides to move on to the main dev team by recommending an appropriate replacement (or me finding another one as a new hire) Keep leading the interns while still being able to grow to Jr. Eng., Eng., Sr. Eng I know the notion of a "chief intern" is common within the medical world, but I don't really know about that in the software world (I was a freelancer for most of my university years). A side-intention to this is also that, if this ends up being a higher rotation position (organically) because the intern supervisor wants to join the main dev team, this could help interns that aspire this position emerge as leaders. My main intention for this, though, is removing distractions from the main team but without making the interns suffer the lack of attention, which could lead to boredom and little intern retention. Is this "chief intern" idea common (or good at least)?, are there any obvious risks to it that I might not be seeing? Edit: I have a draft plan for the kind of work the interns would be doing: Are R&D mini-projects a good activity for interns? Edit #2: My intention is not keeping them isolated, but having someone focus on giving attention to them when we cannot. Edit #3: I'm now convince it is a good idea, but I will take the organic approach to hiring someone in such position: do it myself until I cannot. This way I'll know better what to expect from a person I hire for this role in the future, as well as what works and what doesn't with interns.

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  • Too Few Women in IT!

    - by Yolande
    Last year, only 1% of attendees at Devoxx were women . This year, Devoxx addressed the issue in a panel entitled "Why We Should Target Women." On the panel were Kim Ross, Régina ten Bruggencate, Trisha Gee, Antonio Goncalves and Claude Falguiére. The moderator was Martijn Verburg. The discussion focused on how to attract women to programming and how to get current women programmers to be more active in the community. The panelists agreed that the IT field should not just attract more women but also men of different ethnic backgrounds. The lack of women in programming is in part a cultural issue that differs from region to region. In developed countries, very few women work as programmers whereas in Brazil and India a lot of women pursue careers in IT.  Women in developed countries perceive the field as isolating and very few young women graduate in computer science.  This perception of isolation was based in reality decades ago, but that is no longer the case today. Main ideas discussed by the panel: - Parents should encourage their daughters to play with Lego and learn programming - More organizations should target girls in high schools and young women in university to expose them to programming.  Duchess organization is planning on being more involved with young girl events and mentoring. - Women tend to be more self-critical about their skills and are intimidated by high skill requirements in job advertisements. Companies should change job advertisements to get more women to interviews. - Panelists don't recommend affirmative action because women feel favored and lose credibility. They want to be judged for their skills. - Panelists recommend acting the same way when dealing with either female or male co-workers and managers - Women need mentors (men or women) to learn to become speakers at conferences and to promote themselves better - Men should be sensitive to the fact that women are alone at work to respond to men teasing. The balance of power at work is different from a social setting. - Men also experience discrimination on the job. It is more difficult for men to take time off when their children are sick, for example. Equal valuing of parental obligations could result in equal pay for women. See also: Trisha Gee Blog - http://mechanitis.blogspot.com/ Duchess Organization - http://www.jduchess.org/

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  • Thank you Geeks With Blogs for letting me join your community!

    - by GreeNTUG
    First, a link to the blog I can no longer edit because Office Live blew away my digital identity and so I can no longer log into it (the source of a loooong blog about protecting your digital identity sometime when I have more time and after it has played out to the end) http://greentug.spaces.live.com/ The following are the communities I participate in: Green & Sustainability.  I run a virtual user group on Green and Sustainability as it relates to developers and software architects.  It was located at greentug.groups.live.com, and we will need to find a new digital location for it, because I am locked out of that site as well. BizSpark Tampa Bay:  I run a BizSpark group for Microsoft technologists (meetup.com, search for BizSpark Tampa Bay) and speak at Code Camps about "No Better Time to Start Your Own Tech Business".  The meetup group facilitates a balanced presentation that is respectful to anyone wanting to start their own business, whether part-time or full-time, whether micro (just you), sustainable (grow to 2-25-ish, self-funded), high growth (get venture capital or other funding, grow it, sell it within 5 years, do it again), or hybrid (the new model going forward).  It is an "action" group, with assignments and homework if you want to get the most out of it.   At the end of a year you will either have your business on the path to where you want it to be, or you will know the steps you need to do to get it there. Women in Technology Have been participating in the Women in Technology community since 2008, my main interests in this area are mentoring women in the workplace to have them believe they can become geeks and double their income, and to mentor them with respect to starting and running their own business. Access 2010/SharePoint 2010.  This is a game-changer with respect to the Access community (the ap both devs and IT Pros love to hate, the other a-word that's not a fruit).  I conducted Lunch n Learns and Brunch n Learns around this topic before the Office 2010/SharePoint 2010 launch, and spoke on the topic at SharePoint Saturday Tampa in Nov 2009. Interested in learning more about: Using Silverlight HD Streaming out in the non-technical world (horses and equestrian sport).  Migrating to Access Web Services and VB .Net from VBA (see the Access 2010/SharePoint 2010 interest above) Windows Phone 7!  Exciting opportunities both for Green and Sustainability and for my "day job" of Environmental, Health & Safety (EHS). My day job is Environmental, Health & Safetey (EHS) consulting and software solutions, where that interfaces with the developer world is with respect to opportunities around Green and Sustainability, The SmartGrid and Juval Lowy's EnergyNet, both of which will require a lot of technology and software to make them work, The new Microsoft Partner competency for "Digital Home", and The Y2K kind of deadline around how managing chemicals in ERP systems is changing because of Global Harmonization, which hits the EU with a hard deadline on 11/30/10 (yes, this year), and hits the USA about 15 months later. Hope you enjoy my contributions to the digital geek community, and feel free to email me, [email protected] (the email leftover after my digital identity was blown away), and [email protected] (this one could go away at some future point) Best, Kathy Malone

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  • PMI South Florida Job Fair 2010

    - by Sam Abraham
    The South Florida Chapter of the Project Management Institute is planning a Job Fair slated for September 2010. This year has seen a significant improvement in the job market with many surveyed companies indicating their intention to add temporary or permanent staff to their workforce in the near future.   The Job Fair Initiative fits well within the chapter's message and goal for this year: "Exercising Social Responsibility" - Our responsibility as PMI volunteers at all levels towards our members and surrounding community.   Our Free-to-members Annual Job Fair will play an important role in connecting Recruiters, Exhibitors and Job Seekers together thereby helping hiring companies gain access to a large talent pool at an affordable cost (Totally free in certain cases, details to be revealed once finalized) while giving job seekers centralized access to many reputable hiring companies in the South Florida area.   My involvement in the 2010 Job Fair started with a good conversation I had with Bernie Saenz, President and CEO of the South Florida PMI Chapter, in a networking event a few months ago. I had approached him with a few ideas in line with his goal to serve the community and our members given today's difficult economic climate. Bernie indicated that the Project Manager for the 2010 Job Fair had just been appointed and invited me to participate in this important initiative as a member of her team. I simply couldn't resist and gladly accepted the invitation.   I chose an initial role as Recruiter Relations Lead which entails developing documentation and timelines for our project plan with regards to Recruiter Engagement as well as reaching out to recruiting companies to meet target representation at the Job Fair.   Being heavily involved in the local Technical community has afforded me the privilege of coming in contact with many reputable Technology Recruiting companies. (As a matter of fact, I already have 2 interested very reputable IT recruiting firms willing to join us at the fair)   The excitement for me however will be finding and reaching out to recruiters in areas of Project Management and Leadership that I might not have been exposed to before including Finance, Healthcare and Marketing, to name a few.   Keep an eye in the upcoming few weeks for official announcements on the PMI South Florida Job Fair 2010.   Environment.Exit(0);   -Sam Abraham Site Director - West Palm Beach .Net User Group Recruiter Relations Lead - PMI South Florida Job Fair 2010 Project Lead - Mentoring Programs- PMI South Florida

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  • Think Before You Leap - Life is Dangerous for Change Agents

    - by technodrone
    So you want to introduce agile methods to your team... The following are some "lessons learned" when from someone who advocated agile/scrum to a group that was not ready for it. "Change agents, in my experience, face negative consequences. Sometimes, most of the time at the beginning, it's painful. This is the question you might have to ask yourself. Do you want to be a developer in scrum project or do you want be a scrum master managing the process? I think with proper mentoring/training, you can become good scrum master. But is that what you want? if yes, you can go ahead, take the training. if you want to be a developer, you may not need to be certified  as scrum master. You can just pick up from a book such as Mike Cohn new book Succeeding with Agile, I am reading it now. It's good. In my experience, I did waste my resources by trying to change the culture. It cost me lot. Instead, I should have focused on technical practices that are core to agile. Then look for teams that are good at agile. I would have saved lot of energy, and time. Try baby steps first yourself in the company, and next with the team, starting with technical practices like writing unit tests, SOLID principles, patterns, refactoring, continuous integration, pairing, and peer code reviews. These have inherent pull that can bring collaboration from a team.  Once you see team adaption in core practices, then you can introduce scrum concepts like user stories/task board etc.  This idea of Leading by example seems to be working for most of the agile folks. You can pitch core practices to the manager, and the team, and start showing them how you are doing.  You can put a road map for agile adaption and you can pitch to your manager. I would include need for scrum master training as part of the road map. " I thought about his advice for a couple of weeks and read about the pitfalls of technical debt and the team not having prior awareness of agile methods. The more I read and think about it the more I think he was right.  What do you think?

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  • Should we persist with an employee still writing bad code after many years?

    - by user94986
    I've been assigned the task of managing developers for a well-established company. They have a single developer who specialises in all their C++ coding (since forever), but the quality of the work is abysmal. Code reviews and testing have revealed many problems, one of the worst being memory leaks. The developer has never tested his code for leaks, and I discovered that the applications could leak many MBs with only a minute of use. User's were reporting huge slowdowns, and his take was, "it's nothing to do with me - if they quit and restart, it's all good again." I've given him tools to detect and trace the leaks, and sat down with him for many hours to demonstrate how the tools are used, where the problems occur, and what to do to fix them. We're 6 months down the track, and I assigned him to write a new module. I reviewed it before it was integrated into our larger code base, and was dismayed to discover the same bad coding as before. The part that I find incomprehensible is that some of the coding is worse than amateurish. For example, he wanted a class (Foo) that could populate an object of another class (Bar). He decided that Foo would hold a reference to Bar, e.g.: class Foo { public: Foo(Bar& bar) : m_bar(bar) {} private: Bar& m_bar; }; But (for other reasons) he also needed a default constructor for Foo and, rather than question his initial design, he wrote this gem: Foo::Foo() : m_bar(*(new Bar)) {} So every time the default constructor is called, a Bar is leaked. To make matters worse, Foo allocates memory from the heap for 2 other objects, but he didn't write a destructor or copy constructor. So every allocation of Foo actually leaks 3 different objects, and you can imagine what happened when a Foo was copied. And - it only gets better - he repeated the same pattern on three other classes, so it isn't a one-off slip. The whole concept is wrong on so many levels. I would feel more understanding if this came from a total novice. But this guy has been doing this for many years and has had very focussed training and advice over the past few months. I realise he has been working without mentoring or peer reviews most of that time, but I'm beginning to feel he can't change. So my question is, would you persist with someone who is writing such obviously bad code?

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