atw: Westies Accreditation Reply.

Yeah, we did base the model on a guild system, with the intention of peer
review of new members. I have had to rescue a documentation role from a
complete incompetent who had no idea how to set a page break in MS Word! I
would never agree with just giving people membership grading based on years
in the "job." Westies produced a basis for review and comment. But nothing
much came back. 

I still think a guild based system would work for a variety of reasons.
Basically we have no formal entry into the field by way of degrees from
university, we could try training but that gets expensive, especially for
people of limited means. We have such a variety of skill sets. For those
reasons alone if a guild system of rigorous and fair peer review with
careful attention to the work history of members was kept, I think we could
realistically cope with the issues of accrediting people. But who is the
organisation to oversee that? I think only one organisation would work
there. We must also have the courage to be harsh and deny access to those
who create problems. We also would need to create pathways for those wishing
to enter the field.

One quality I believe will make a guild work is the tightly-knit nature of
our fraternity, we're always are willing to help each other, and we are very
thick-skinned about it. We know whether as individuals we can or can't do a
job, and where to get or find help if we need it, and there are times when
we cop quite robust criticism. Many industries can't deal like that because
everyone is considered as competitors in a market. We seem more immune to
that.  

I was looking at the 2004 salary review produced by Jean Weber. For
training, most technical writers learnt their skills individually. Informal
mentoring on the job was very high as a training mechanism. Formal training
was not a high percentage. Also interesting was the age spread of technical
writers; we don't have many who are under 30 yrs old. That means we are
getting entries well after formal education ends and after career paths have
begun, hence the need to consider a guild more than a formal education
pathway. Unfortunately the survey engine didn't cope very well, so the
numbers from that series of questioning are a bit fuzzy. They require
further research about entry points and training I think.

We also considered the need to provide a training and education platform, a
series of possible solutions to the various things we have to learn,
unlearn, re-learn or expand to suit different or new technologies. If we are
doing self directed professional development, how do you quantify that with
reference to your professional standing? I am (or was) a specialist in the
automotive industry, particularly the technical side, but lack knowledge of
the financial sector. Does that mean that I am less well qualified to be a
technical writer creating help files for an automotive application than a
doctorate holder in Economics writing about banking applications? 

One other thing, as well opined by others, once we have an accreditation
system, we have to advertise it. AND that has to be DONE PROPERLY. Starting
with recruitment agents, and other industry stakeholders. 
Warren.
http://www.wjl.com.au/pages/astc_accred/astc_home.htm

-----Original Message-----
From: austechwriter-bounce@xxxxxxxxxxxxx
[mailto:austechwriter-bounce@xxxxxxxxxxxxx] On Behalf Of Bruce Ashley
Sent: Tuesday, 16 January 2007 15:01
To: austechwriter@xxxxxxxxxxxxx
Subject: atw: Re: Agencies, contractors and other gripes (another longish
contribution)


IMNSHO, the Westies option floundered because it offered a model based on
popularity (or that was my perception) and not on ability. Those like myself
want to see the introduction of a skills/knowledge-based accreditation
system, NOT a guild model based simply on time in the job or on a vote by
those we potentially do not class as our peers. I personally know several
TWs that have been in the job for years and still cannot produce a workable
template and I would be disappointed if they controlled the agenda, any part
of the industry or my professional standing. But apart from that, and the
childish references to the PM, I agree with much of what Warren has to say.
BTW, I argued against the formation of the STC chapter at the time but
clearly Jill et. aliae needed something not available from the ASTC. Cheers,
Bruce Ashley


-----Original Message-----
From: austechwriter-bounce@xxxxxxxxxxxxx
[mailto:austechwriter-bounce@xxxxxxxxxxxxx] On Behalf Of Hallett, Michelle
Sent: Tuesday, 16 January 2007 2:33 PM
To: austechwriter@xxxxxxxxxxxxx
Subject: atw: Re: Agencies, contractors and other gripes (another longish
contribution)

Who cares which professional association does it as long as someone does.

As for the Westies effort, why did it fizzle? Why wasn't it promoted further
by the people who developed it.

I've certainly offered to help in the past, I came to a Westies meeting once
to do so, even though getting there is difficult for me (I live on the
Central Coast). I promoted the effort in the 'American organisation' during
the 5-6 years when I was a volunteer there. And my reason for being involved
there was to ensure that money paid in fees by Australian members came back
to this country to promote the profession here. It had nothing whatsoever to
do with George W and Little Johnnie.

So Warren, I think I've earned the right to make a little noise.

What about the rest of you? Do you want some respect and a little better pay
packet? Or do you want to keep whingeing?

Michelle Hallett
IT Trainer/Support Analyst
Leighton Contractors P/L
Tel: 02 8668 6047
Fax: 02 8668 6666
Mob: 0434 183 541
Email: michelle.hallett@xxxxxxxxxxxxx

-----Original Message-----
From: austechwriter-bounce@xxxxxxxxxxxxx
[mailto:austechwriter-bounce@xxxxxxxxxxxxx] On Behalf Of Warren Lewington
Sent: Tuesday, 16 January 2007 1:38 PM
To: austechwriter@xxxxxxxxxxxxx
Subject: atw: Re: Agencies, contractors and other gripes (another longish
contribution) 

Well.
You know.

At the Westies we identified a number of possible solutions to many of our
problems we face as technical writers. Professional promotion and
associations rise prominently in the conversations. Some members of ASTC NSW
tried to promote a process of establishing a credible and logical system of
accreditation/training, and together with the Westies came up with a couple
of options. At the same time, various people have been trying to amalgamate
the disparate technical communication associations into one. Reason? This
country isn't big enough for two. And while I admire those who can afford to
belong to an American association, they don't give a shit about the minions
of George W's lap-dog Little Johnnie. 

All we have received in response here in Australia is muted support or
criticism. Because we as a fraternity don't want to work together, we aren't
going to get anywhere changing the problems. 

It is always interesting to see the people who make the most noise very
often don't help the volunteers who run the industry associations. If we
want to change things in our industry we are all going to have to
contribute. United we stand. Otherwise: Divided we fall. 

I know of several nobodies who changed an entire industry (at their direct
financial benefit) simply because they were opportunistic (and
narcissistic)
enough to do it. We could do exactly the same thing if we so chose, and it
would benefit us all directly. Again, look at accountants, project managers,
actuaries (hell of a case study there), physiotherapists, doctors and so the
list goes on. 

Are we dedicated professionals, prepared to defend ourselves and benefit our
fraternity or are we a bunch of wusses?  

Warren Lewington.
Black-listed black-humoured black-sheep. 

-----Original Message-----
From: austechwriter-bounce@xxxxxxxxxxxxx
[mailto:austechwriter-bounce@xxxxxxxxxxxxx] 
Sent: Tuesday, 16 January 2007 09:01
To: austechwriter@xxxxxxxxxxxxx
Subject: atw: Re: Agencies, contractors and other gripes (long)


Both Colin and Christine make a valid point in that it is our responsibility
to educate people as to what we are and what we can do and we need to do so
as a group. We need our professional associations to lead this discussion
and to create forums in which these matters can be discussed. And the
results need to be promoted within the community.

We also need to stop being afraid of agents lurking on the list. They do not
control (and, as Colin pointed out, often do not understand) what we do. We
need to educate them and help them understand, and where exploitation occurs
we need to act against it and refuse to work for agencies who undermine our
skills or undersell them. Agencies need to be able to attract the best staff
for their clients, no agent wants to be ignored by people with the best
skills.

It all starts with us valuing what we do and teaching employers and agencies
to value it. Look at the respect within IT for project managers. Most of
them have less skills than technical writers and some of the ones I've
worked with have far less technical knowledge. They have professional
associations which promote them and the work they do.

Michelle Hallett
IT Trainer/Support Analyst
Leighton Contractors P/L
Tel: 02 8668 6047
Fax: 02 8668 6666
Mob: 0434 183 541
Email: michelle.hallett@xxxxxxxxxxxxx
-----Original Message-----
From: austechwriter-bounce@xxxxxxxxxxxxx
[mailto:austechwriter-bounce@xxxxxxxxxxxxx] On Behalf Of Christine Kent
Sent: Saturday, 13 January 2007 9:28 AM
To: austechwriter@xxxxxxxxxxxxx
Subject: atw: Re: Agencies, contractors and other gripes (long)

Very well said, Colin

I had a contract with a team of Business Analysts where I realised the same
thing.  I was employed as a technical writer to document their processes, by
a manager who could not get to grips with why their work was so bad.  I
realised very quickly how seriously TWs are underselling themselves.

Where we "write procedures" a business analyst is a "process analyst". Where
we "document systems" a BA is a "functional analyst".  Where we perform a
needs analysis, a BA is a "requirements analyst".  

The perception of the manager was that only those from an IT background
could do any of the "analyst" jobs well.  So the role of a TW was to write
what analysts tell them to write, where the role of a BA is to think and
write as well.  No matter what I did, I did not manage to change her
perceptions that the BA had to come from a techo background.  She wanted me
to invent systems to get them to write well, when the problem was that they
could not think well.

In part she was right.  I have worked with far too many TWs who do not
require that they make sense of what they write, or that any user is ever
going to be able to use what they write.  Unfortunately the industry is at
least littered if not dominated by this passive type of TW who just produces
wads of fabulously punctuated drivel.  Even worse, this seems to be what the
employer wants them to do. "There has to be documentation so produce it
- we
all know it is a waste of money and time and that it will sit on the shelves
(metaphorically) collecting dust, so let's not take the whole process too
seriously!"

On the other hand, the Business Analysts, on the whole, could only do one of
those jobs (process, functional or requirements) and even then not do it
very well, where any competent and thinking TW can do all of them, and do
them superbly.

I don't think our primary problem is providing a standard by which we can be
measured.  The problem comes before that, with identifying what we are
measuring.  To my mind it comes back, all the time, to our use of language -
the person who invents the language is in control, so we need to be
inventing the language that covers what we do.  What is the name for the
"thinking tech writer" compared to the "transcription tech writer"? What is
the name for the TW who is a good analyst, compared to the TW who will
structure and punctuate something superbly, compared to the TW who will
graphically present something that someone else writes, compared to the TW
who can script a good website, compared to the TW who can write
documentation that trains the reader.  These are all different skills. The
employer knows which they want, so we should give them the language to
recruit that person.

At the next conference why not use a facilitation methodology with an expert
facilitator, and a full day session, to brainstorm through the types of
skill sets, give them names, identify their customers, etc?  After that,
this list could agree to use the new terminology, and send it around to
every single recruiter they know.  What price a day in our lives?  Is a day
too much?

ck



-----Original Message-----
From: austechwriter-bounce@xxxxxxxxxxxxx
[mailto:austechwriter-bounce@xxxxxxxxxxxxx] On Behalf Of Info Action
Sent: Friday, 12 January 2007 8:29 PM
To: austechwriter@xxxxxxxxxxxxx
Subject: atw: Agencies, contractors and other gripes (long)


Hi,

I am between contracts right now, with some time up my sleeve for a visit to
austechwriter. (Gratuitous plug: I am in the market if there's any contracts
around with direct-to-client billing). I've just picked up on the thread
started by Gary Stevens - I'm a bit late to the party on this, but I'd like
to comment.

I think the debate about recruitment agencies arising from Gary's post is
tangential to the real issue: how is it that recruiters have become the
gatekeepers of technical writing in Australia? Sadly, the observation that
'some of them might be reading this, so we better not say anything bad' may
not be too far from the truth.

Here's what I see as the consequences of the current status quo:

1. The majority of agency placements are opportunistic. The agency has a
relationship with the client via 'mainstream' placements (programmers
etc)
but doesn't want to miss an opportunity when they uncover a tech writer
vacancy, even though they have minimal credentials in evaluating the skills
of candidates. Naturally I exclude specialist agencies from this
observation.

2. For many agencies, the first pass of filtering is done by machine. They
are just searching for a few magic words. This will obviously eliminate
well-qualified candidates who didn't use the right combination of magic
words.

Part of the reason that recruiters have resorted to such a low-skill
approach is that job descriptions are vague and don't mention critical
requirements. Perhaps they just don't understand the role? I realise in many
cases the client does not provide a decent job description, but surely this
is an opportunity for the recruiter to add some value to the process?
Tighter job descriptions would yield fewer and better qualified applicants.

3. The reputation of technical writers as a whole is diminished. There are
way too many defacto editors being placed as writers. The expectation that a
writer can create original content (rather than rewrite dictation or
drafts)
has all but disappeared from Australian industry.

Further, technical skills are vestigial. Job descriptions are mostly framed
to eliminate their need, which is really a pity because there is so much
more value that can be added when they are available. It's a serious
constraint on the scope of tech writing roles.

4. The role of technical writers has stagnated. It's the recruiters who
decide exactly what a tech writer can do (and cannot do), hence the role
does not evolve to take onboard relevant new technologies (how did graphic
designers gazump tech writers in the first wave of web developers?). I once
attended a Knowledge Management seminar, only to find that KM luminaries
were grappling with the concept of "identifying audiences"! 

This is not a question of ability, it is a question of perception. It's
pretty much a case of "don't you worry about that, just keep pressing Alt
Print Screen".

5. Extending points (1) and (2), the lack of ability in identifying actual
skill means that many candidates are chosen on the basis of the companies
that they have worked for and the job titles they held. How many times have
you seen a role advertised with a 'prestige client?' The client name is
everything to recruiters - far more important than the actual job skills.
Fact: it is far easier to hide incompetence in a big company than in a
one-person department.

6. Again on points (1) and (2) there is an inappropriate fixation with
software package. You must have seen it - 'two years recent experience with
Framemaker' and so on. The fact is, expertise in any package is quickly
transferred to comparable packages. Anyway, I think the notion that
Framemaker is hard to learn has arisen through the lore of
inexperienced/incompetent practitioners who had only minimal understanding
of Word to begin with.

7. Contractors exist in a no-man's land, deemed by the ATO to be employees
when working through an agency, but treated by agencies as a business. As
far as the ATO is concerned, agency contractors have no tax entitlements
beyond a normal employee, yet they are still obliged to carry the normal
risks and costs of running a business.

8. Agencies add a significant overhead but not much value. This is generally
true of any agency placement, but a particular burden with technical writing
due to the poor quality of selection, as per point (1).

Think about it: the agency offers no warranty to the client and no guarantee
of continuity to the contractor. Only the agency benefits from this
arrangement. Obviously clients have only themselves to blame by outsourcing
their HR function and not effectively supervising the process. But how did
tech writers come to be such passive victims? (see next point).

9. We have only ourselves to blame. All professionals will be compared when
it comes time to make a selection - it's a simple consequence of having more
candidates than roles. We provide no standard by which we can be measured,
so others step into the void. The process is in many cases superficial and
the criteria inappropriate, but it's better than indicators that we
collectively give about ourselves (i.e. nothing).
 

OK then . that's about all I have to get off my shoulders on this subject.
Oh yes . happy new year!

cheers
Colin Dawson

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