Re: TechCom skills competency grid or matrix

Subject: Re: TechCom skills competency grid or matrix
From: Tony Chung <tonyc -at- tonychung -dot- ca>
To: TECHWR-L <techwr-l -at- lists -dot- techwr-l -dot- com>
Date: Sun, 23 Jan 2011 16:16:50 -0800

2011/1/23 Milan DavidoviÄ <milan -dot- lists -at- gmail -dot- com>:
> How does that square with your view of things? And do you think some
> sort of matrix would effectively help make those determinations?

Hi Milan,

Personally, I believe that anyone, whether employee or contractor, is
responsible in these negotiations to report on the value of the work
they do and how it benefits an organization. This could be in the
means of increased productivity do to the introduction or reduction of
processes, saving money otherwise spent for support calls (or the
inverse, increasing the sales of support services as a profit center),
and otherwise helping the company to achieve its goals.

Just getting the work done may be irresponsible, if what the company
desires is the wrong type of work.

This also becomes a good self-check to determine whether the company
fits our goals personally, to help us grow in our profession. The last
thing I want is to be successfully employed yet have my kids say they
didn't know me. I look for companies who allow for balance between
work and life. I choose flexible work hours and time off over pay in
most negotiations, in order to avoid being held back from
accomplishing what I was meant to achieve in my life.

For me, a skills grid is helpful when drafting up a job description,
or picking teammates for projects. I don't like the idea that scoring
only a '2' in holding a pencil keeps an employee back from moving into
the next pay scale. (I exaggerate, but what have you).

I found some information on the STC.org site that explains anecdotally
the broad range of skills a technical communicator _should_ have:
http://www.stc.org/story/skills.asp . But this list is more for
subjective dialogue; I wouldn't use it for an objective scorecard.

I'd prefer a professional development plan to work out with my boss or
mentor in some coaching plan. Success in the plan would help with my
job satisfaction, but not impact my pay. However, applying the
newfound skills and developed talents in order to make or save the
company the equivalent (or more) than my salary, should provide all
the reason the company needs to decide to pay me more.

-Tony
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Follow-Ups:

References:
TechCom skills competency grid or matrix: From: Tony Chung
Re: TechCom skills competency grid or matrix: From: Milan Davidović
Re: TechCom skills competency grid or matrix: From: Gene Kim-Eng
Re: TechCom skills competency grid or matrix: From: Milan Davidović

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