most peer reviews are done anonymously, the reviewers do not know who wrote
the paper they are going over and the researcher who wrote the paper does
not know who the reviewers are. One addition, and one I'll be taking
advantage of for the next paper I'll be submitting, you can request that
certain people do not review your submission.
regards,
larry
At 10:36 AM 10/2/2003, you wrote:
>But Tim, any sort of peer review is subject to becoming a popularity
>contest. Maybe we don't like the thoughts of a particular person, so he/she
>doesn't get in, regardless of how well they can code.
>
>-----Original Message-----
>From: Heald, Tim [mailto:[EMAIL PROTECTED]
>Sent: Thursday, October 02, 2003 10:27 AM
>To: CF-Community
>Subject: RE: CF Salary Range
>
>
>See I think that has gone the wrong way. That's why I think peer review,
>and some kind of rank structure is very important. That way you weed out
>the losers.
>
>
>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: Kevin Graeme [mailto:[EMAIL PROTECTED]
>Sent: Thursday, October 02, 2003 10:02 AM
>To: CF-Community
>Subject: Re: CF Salary Range
>
>
>Yes and no. They did great things to protect every worker which benefitted
>the individual. But the approach is to make sure that everything is
>"equitable" by defining a common ground of pay and benefits for any worker
>who is part of the union. It's a set of rules that apply to everyone
>equally, and those rules may benefit individuals. But they also may also
>allow non-productive people to get the same benefits as hard workers.
>
>But without unions and the labor movement we wouldn't have weekends.
>
>-Kevin
>
>----- Original Message -----
>From: "Mark Smyth" <[EMAIL PROTECTED]>
>To: "CF-Community" <[EMAIL PROTECTED]>
>Sent: Thursday, October 02, 2003 8:40 AM
>Subject: RE: CF Salary Range
>
>
> > but wasn't the whole original ethos of unions to protect individuals
>workers
> > rights in the workplace?
> >
> > -----Original Message-----
> > From: Deanna Schneider [mailto:[EMAIL PROTECTED]
> > Sent: 02 October 2003 14:37
> > To: CF-Community
> > Subject: Re: CF Salary Range
> >
> >
> > I would think that you would prefer no regulation. Unions don't exactly
> > promote individual liberties. They promote a very "socialized" way of
>life.
> >
> > -d
> >
> > ----- Original Message -----
> > From: "Heald, Tim" <[EMAIL PROTECTED]>
> > To: "CF-Community" <[EMAIL PROTECTED]>
> > Sent: Wednesday, October 01, 2003 12:57 PM
> > Subject: RE: CF Salary Range
> >
> >
> > > A free grouping of people? This would bother a libertarian why?
> > >
> > > I admit that most modern unions have hurt not helped. There was a time
> > when
> > > they did very important work. Again remember this is free association,
> > not
> > > legislated action, and could be used to forestall some of the possible
> > > actions the government is consider taking to regulate it, specifically
>how
> > > it relates to security.
> > >
> > > Self regulation is always preferable to gov't regulation.
> > >
> > > 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: Deanna Schneider [mailto:[EMAIL PROTECTED]
> > > Sent: Wednesday, October 01, 2003 10:51 AM
> > > To: CF-Community
> > > Subject: Re: CF Salary Range
> > >
> > >
> > > And a libertarian would be interested in a union? Um, why?
> > > ----- Original Message -----
> > > From: "Heald, Tim" <[EMAIL PROTECTED]>
> > > To: "CF-Community" <[EMAIL PROTECTED]>
> > > Sent: Wednesday, October 01, 2003 9:30 AM
> > > Subject: RE: CF Salary Range
> > >
> > >
> > > > A friend and I actually started talking about the idea of a union.
>You
> > > get
> > > > 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
> > > 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
> > > >
> > > >
> > > >
> > > > _____
> > > >
> > > > [ Todays Threads
> > >
> > > _____
> > >
> > > [ Todays Threads
> >
> > _____
> >
> > [ Todays Threads
>
> _____
>
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>
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