I am not sure. One flaw of open source is the lack of regression testing and assumption that code just works and someone else looked at it. It is the tragedy of the commons and somebody elseâ(TM)s problem rolled into one. Take for example the heart bleed bug. It was there for ten years before someone figured it out. So, you could easily introduce a backdoor is you are clever and focus on low churn sections of code.
A lot of what you are talking about are a misnomer, based on old realities. The far east coding areas, we are seeing pay rates slightly below or comparable with US rate, outside of the Silicon Valley crapfest. We are seeing issues with our coders from India:
Hyper-specialized which leads to having to get 3 or 4 coders for the same task as 1 to 2 in the US. In addition, hypers-specialization increases cost per employee.
Lack of generalist capabilities
Lack of self-direction / need of significant supervision
Out right incompetence and lying on their resume
Significant racist / sexist behaviors - leading to increased supervision
Chilled effect - lack of will to raise concerns
Signapore has a much higher quality of coder, with better English skills and self-direction, Ethics are fantastic. However, they are expensive because of it and we still have hyper-specialization issues.
South Korea are cheap grunt coders. We have many of the same issues as India with some regulatory/employment issues.
China, write a rock solid employment termination clause. They are cheap but need significant supervision and the corruption is epic. PMI evidently caught teams of professional certification takers and remove certifications en mass there in the late 2000s - I forgot the number, but it was thousands by my recall. India had a smaller issue around the same time, but nowhere near that level.
Most of the rebuild happen due to changes in design between the module being constructed and assembly on site. Who the hell subtracts the consideration of a bolt being in the way between the plan for the module when the marrying module been already placed? Why not make work packages cumulative, just showing the changes made in rev 1, rev 2, etc... not considering that some poor craft has to figure out what the hell to build? But hey, that is the Westinghouse way. How can you meet INPO principle 7 - Build as designed, if you are not designing it.
I think the issue is the building as it is being designed and the poor engineering controls at Westinghouse. Add in the issues related to improper N&Ds by Westinghouse's quality engineering, it just means ballooned cost.The work is solid, but the rework due to poor engineering controls and wastage is MASSIVELY expensive from the people I know on the sites.
PMI China isn't a chapter of the Project Management Institute... it is a use of the PMI license and part of the communist party... and is patrolled during meetings by the PLA. That is a significant discourager of talent.
I was teaching some students as part of a public / private partnership. Saw one of the results of this system, a big rolling cabinet full of computer equipment. It sat in a corner not being used since it really wasn't tied to the curriculum and the students were not that far along to appreciate it. Lot of money being spent not teaching 2nd graders.
Not working full time is the underemployed stat. I am very sure about these issues with BLS stats. My research professor for my grad degree did work in econometrics and always commented that the BLS unemployment series was manipulated to hell and back.
But what the hell do I know, not like the labor force participation rate is at historic lows... wait a minute, they are. At least, we aren't seeing a downward sloping Labor force participation rate that walks in step with a downward U3 and U6, indicating discouraged unemployment over 12 months. Oh wait... we are. Not like we are seeing increases in food stamp and public housing... oh we are.
1 - Labor Force Participation Rate, US Oct 2016 (62.8%: anyone over 16, not including your grand daughter or son... raw is 57.9 btw) + US Unemployment rate (4.9%) = 42.1%
Removing the 65+ years age rate (13.5%) lowers it to 28.6%.
This slightly lowers the rate, since a portion of the 65+ is working, but I am too lazy to look that up. But, 28.6% of the population above 16 and below 65 are not employed. Doesn't take in effect stay-at-homes, disabled, etc... Yet, I do not like the U-6, since it only considers those not working but say that they are willing to work and have looked for work in the last 12 months. It eliminates the long-term discouraged. However, isn't that a surprising number, variance of 28.6 to 9.5%.
Are you saying that 19.1% of the potential workforce are disabled, stay-at-home, etc? I can't find a good translational metric for stay at home (29% of mothers but not a good test for current population.. how many are applicable mothers) or disability that would apply, especially since I am slapping this together.
Sorry for the late reply. Metrics are problematic within themselves. If I manage exclusively by metrics, then I have to explain why. Eventually, you will have to explain why your metric based program is causing substandard performance, discrimination against another group, and the flight of employees who see previous potential. You set requirements, put in outreach programs, and check point your processes and policies. That is the actual law and serving it protects you better in the Affirmative Action space.
Yet, my large city has couple hundred of you, willing to come in the office, network with employees outside of work that are outside their team, and is a crap load more flexible. Let's be honest, why should we hire you?
Not trying to be cruel here, just honest. I have a mortgage in another city. I pay a company to manage it for me. I moved because it needs to happen or I could stay in my little crappy town, with 20% less mortgage cost and a 40% less salary, along with 80% less opportunity. Weigh the benefits and negativities in moving.
As someone who works for a large multi-national, trying to hold someone accountable that works for home is a pain in the rear. If they work in a remote office, I can ask someone to walk past their office and ask them to call or email. There are a lot of people who are good remote workers. However, almost none of them seem to work as developers and system admins. The couple of dozen or so that I have worked with while they have worked from home have been absolute pain in the neck, since they are passive aggressive little twerps.
If you want to work from home. Prove you can work in the office, that your skillset is significantly better than others who could do you job and are willing to show up, and give a cost/benefit that matters to your management, not to you
A company should spend time looking at their affirmative action programs, not just metrics. The metrics can lead to issues with creating quotas. However, we need to set guidelines and programs that target recruitment across minorities, protected veterans, and disabled. Likely, Palantir needs to develop job descriptions and requirements. For example, I don't see a requirement for security clearance, but considering some of their projects, that could be a limit. If I am an immigrant or child of an immigrant, there is significant impact to my chance of getting a security clearance, as would be bad credit or other issues.
I would hold recruiting events, specify specific hiring criteria - including clearances, and set some guidelines into positions. I would also recognize issues with cultural norms and hold training and expected behavior. For example: Palantir values teamwork, but that means different things to different cultures. Maybe the focus on team selection and referrals, which has some benefit to team dynamics, but can cause group think. It is a hard line to walk
Obviously, you don't run Apache... for a couple of years, that was a daily game. It isn't a dig at Open Source security, even though they have had their security nightmares. The problem is we have now a human process, which is very easy to compromise... In addition, will we see groupthink cause significant issues to be ignored, a problem currently not in existence within the open source community (sarcasm). It will be interesting and is better then what we have seen in the past.
First, you need a lot more in-depth. Run the survey by people who do this for a living. You are missing a lot of information. Look for what would be the next question and try to determine if you have any biases in your research.
For example, my company's personal device policy is based on safety more then security. I work for an EPC company and people jinking with devices while working in a construction site might put an eye out (literally) or worse. Let alone accidentally dropping a cellphone from a great height, into concrete, into nuclear containment, into turbine, etc... we have issues with people texting and driving... a crane, forklift, yard dog, etc... These can be bad things. The security and productivity fears of most management is nothing compared to the fears we face in the heavy industry environment. Ever want to explain to a customer why the multi-million dollar turbine was destroyed because someone dropped their cellphone into the system?
We also have security issues, such as SUNSI information. Just don't whip out the phone and start taking pictures willy nilly and we will be fine. If not, have fun with your talk to the nice guys with the guns.
Productivity / control is our last worry. Someone will usually get a talking to if it is really egregious, but usually we don't care if you are getting the job done. The manager who does usually gets a talking to... That said... don't take a picture of your rear on a bucket and post on Facebook about how you don't do any work on the construction site... might be career limiting. Seriously...
As a former MUMPS programmer, yeah; it is bs. Modern languages do a better job in data management. However, certain health care systems do an EPIC job in pushing for obscure languages and technologies - like a message queuing database with a VB middle-ware layer to make it talk like a mainframe. Probably has something to do with lock-in and consulting... Yet, we have to push data into a relational data warehouse to do anything useful with it. SSIS and relational for the win.
When it was 'in vogue' in the 2000s, people abused working from home horribly. That pretty much killed it. There are some companies that still allow it for a lot of their top talent, but usually you have to prove that you are top talent. ADP comes to mind.
So, I am over 6 feet tall and have used standing and sitting desks. My recommendation, both. When answering emails and other admin work (time sheets anyone - the joys of line supervision...) I usually stand at my kitchen bar / in the break area, or on a low cabinet attached to my desk. Analysis and think work, I sit. Here is the magic trick...
I get up and walk around. I will do some work in some of the work cubby areas we have for really small meetings. Answer emails at the lake patio, Schedule walking meetings. Don't stay in once place for hours at a time staring at a screen. Make no meeting longer then an hour... 20 minutes focused meeting are the best. Change your perspective, it helps.
Just in case you are curious... I am one productive individual and my team is commonly cited for how much they get done and how well they balance work / life.
99.99999% of all stats on the internet are fake, especially if I disagree with them - Benjamin Franklin
Let us make it easy, here is the definition for hate speech:
Hate speech is a communication that carries no meaning other than the expression of hatred for some group, especially in circumstances in which the communication is likely to provoke violence. It is an incitement to hatred primarily against a group of persons defined in terms of race, ethnicity, national origin, gender, religion, sexual orientation, and the like. Hate speech can be any form of expression regarded as offensive to racial, ethnic and religious groups and other discrete minorities or to women.
Here is the problem. Blowing up or melting items does not work. Just leaves smaller material in orbit. Solution would likely be either breaking up space junk and then bringing it down or ejecting it out. Both are fraught with problems, mainly with timing and making sure we don't make the problem worse. Of course, if you want to clear out the orbit really quick, just grind up an asteroid and toss the resulting pebbles and sand into a retrograde, slowly diminishing orbit. What satellites?
Common sense at this level is why we need a score of 6 - Application of Common Sense. Point is spot on. When you are arrested, everything on your person, etc... is fair game. No need for a warrant to seize the laptop and such. Now, get the password is likely a court order.
Slashdot Mirror
I am not sure. One flaw of open source is the lack of regression testing and assumption that code just works and someone else looked at it. It is the tragedy of the commons and somebody elseâ(TM)s problem rolled into one. Take for example the heart bleed bug. It was there for ten years before someone figured it out. So, you could easily introduce a backdoor is you are clever and focus on low churn sections of code.
A lot of what you are talking about are a misnomer, based on old realities. The far east coding areas, we are seeing pay rates slightly below or comparable with US rate, outside of the Silicon Valley crapfest. We are seeing issues with our coders from India:
Signapore has a much higher quality of coder, with better English skills and self-direction, Ethics are fantastic. However, they are expensive because of it and we still have hyper-specialization issues.
South Korea are cheap grunt coders. We have many of the same issues as India with some regulatory/employment issues.
China, write a rock solid employment termination clause. They are cheap but need significant supervision and the corruption is epic. PMI evidently caught teams of professional certification takers and remove certifications en mass there in the late 2000s - I forgot the number, but it was thousands by my recall. India had a smaller issue around the same time, but nowhere near that level.
Most of the rebuild happen due to changes in design between the module being constructed and assembly on site. Who the hell subtracts the consideration of a bolt being in the way between the plan for the module when the marrying module been already placed? Why not make work packages cumulative, just showing the changes made in rev 1, rev 2, etc... not considering that some poor craft has to figure out what the hell to build? But hey, that is the Westinghouse way. How can you meet INPO principle 7 - Build as designed, if you are not designing it.
I think the issue is the building as it is being designed and the poor engineering controls at Westinghouse. Add in the issues related to improper N&Ds by Westinghouse's quality engineering, it just means ballooned cost.The work is solid, but the rework due to poor engineering controls and wastage is MASSIVELY expensive from the people I know on the sites.
PMI China isn't a chapter of the Project Management Institute... it is a use of the PMI license and part of the communist party... and is patrolled during meetings by the PLA. That is a significant discourager of talent.
I was teaching some students as part of a public / private partnership. Saw one of the results of this system, a big rolling cabinet full of computer equipment. It sat in a corner not being used since it really wasn't tied to the curriculum and the students were not that far along to appreciate it. Lot of money being spent not teaching 2nd graders.
Not working full time is the underemployed stat. I am very sure about these issues with BLS stats. My research professor for my grad degree did work in econometrics and always commented that the BLS unemployment series was manipulated to hell and back.
But what the hell do I know, not like the labor force participation rate is at historic lows... wait a minute, they are. At least, we aren't seeing a downward sloping Labor force participation rate that walks in step with a downward U3 and U6, indicating discouraged unemployment over 12 months. Oh wait... we are. Not like we are seeing increases in food stamp and public housing... oh we are.
I am not the first to notice this problem with unemployment rate.
1 - Labor Force Participation Rate, US Oct 2016 (62.8%: anyone over 16, not including your grand daughter or son... raw is 57.9 btw) + US Unemployment rate (4.9%) = 42.1%
Removing the 65+ years age rate (13.5%) lowers it to 28.6%.
This slightly lowers the rate, since a portion of the 65+ is working, but I am too lazy to look that up. But, 28.6% of the population above 16 and below 65 are not employed. Doesn't take in effect stay-at-homes, disabled, etc... Yet, I do not like the U-6, since it only considers those not working but say that they are willing to work and have looked for work in the last 12 months. It eliminates the long-term discouraged. However, isn't that a surprising number, variance of 28.6 to 9.5%.
Are you saying that 19.1% of the potential workforce are disabled, stay-at-home, etc? I can't find a good translational metric for stay at home (29% of mothers but not a good test for current population.. how many are applicable mothers) or disability that would apply, especially since I am slapping this together.
FYI - Underemployment rate is 12.9%
Source is the BLS and the Census
Sorry for the late reply. Metrics are problematic within themselves. If I manage exclusively by metrics, then I have to explain why. Eventually, you will have to explain why your metric based program is causing substandard performance, discrimination against another group, and the flight of employees who see previous potential. You set requirements, put in outreach programs, and check point your processes and policies. That is the actual law and serving it protects you better in the Affirmative Action space.
Yet, my large city has couple hundred of you, willing to come in the office, network with employees outside of work that are outside their team, and is a crap load more flexible. Let's be honest, why should we hire you?
Not trying to be cruel here, just honest. I have a mortgage in another city. I pay a company to manage it for me. I moved because it needs to happen or I could stay in my little crappy town, with 20% less mortgage cost and a 40% less salary, along with 80% less opportunity. Weigh the benefits and negativities in moving.
As someone who works for a large multi-national, trying to hold someone accountable that works for home is a pain in the rear. If they work in a remote office, I can ask someone to walk past their office and ask them to call or email. There are a lot of people who are good remote workers. However, almost none of them seem to work as developers and system admins. The couple of dozen or so that I have worked with while they have worked from home have been absolute pain in the neck, since they are passive aggressive little twerps.
If you want to work from home. Prove you can work in the office, that your skillset is significantly better than others who could do you job and are willing to show up, and give a cost/benefit that matters to your management, not to you
A company should spend time looking at their affirmative action programs, not just metrics. The metrics can lead to issues with creating quotas. However, we need to set guidelines and programs that target recruitment across minorities, protected veterans, and disabled. Likely, Palantir needs to develop job descriptions and requirements. For example, I don't see a requirement for security clearance, but considering some of their projects, that could be a limit. If I am an immigrant or child of an immigrant, there is significant impact to my chance of getting a security clearance, as would be bad credit or other issues.
I would hold recruiting events, specify specific hiring criteria - including clearances, and set some guidelines into positions. I would also recognize issues with cultural norms and hold training and expected behavior. For example: Palantir values teamwork, but that means different things to different cultures. Maybe the focus on team selection and referrals, which has some benefit to team dynamics, but can cause group think. It is a hard line to walk
Great, we will have geeks getting stomped by bikers for wearing 1%ers patches.
Obviously, you don't run Apache... for a couple of years, that was a daily game. It isn't a dig at Open Source security, even though they have had their security nightmares. The problem is we have now a human process, which is very easy to compromise... In addition, will we see groupthink cause significant issues to be ignored, a problem currently not in existence within the open source community (sarcasm). It will be interesting and is better then what we have seen in the past.
And the black-hats promptly try really hard to compromised the evaluation process... 0 day express in 3.. 2..
Lets make this fair. Each university picks champions. They go into a room, whoever walks out... gets the research project.
First, you need a lot more in-depth. Run the survey by people who do this for a living. You are missing a lot of information. Look for what would be the next question and try to determine if you have any biases in your research.
For example, my company's personal device policy is based on safety more then security. I work for an EPC company and people jinking with devices while working in a construction site might put an eye out (literally) or worse. Let alone accidentally dropping a cellphone from a great height, into concrete, into nuclear containment, into turbine, etc... we have issues with people texting and driving... a crane, forklift, yard dog, etc... These can be bad things. The security and productivity fears of most management is nothing compared to the fears we face in the heavy industry environment. Ever want to explain to a customer why the multi-million dollar turbine was destroyed because someone dropped their cellphone into the system?
We also have security issues, such as SUNSI information. Just don't whip out the phone and start taking pictures willy nilly and we will be fine. If not, have fun with your talk to the nice guys with the guns.
Productivity / control is our last worry. Someone will usually get a talking to if it is really egregious, but usually we don't care if you are getting the job done. The manager who does usually gets a talking to... That said... don't take a picture of your rear on a bucket and post on Facebook about how you don't do any work on the construction site... might be career limiting. Seriously...
As a former MUMPS programmer, yeah; it is bs. Modern languages do a better job in data management. However, certain health care systems do an EPIC job in pushing for obscure languages and technologies - like a message queuing database with a VB middle-ware layer to make it talk like a mainframe. Probably has something to do with lock-in and consulting... Yet, we have to push data into a relational data warehouse to do anything useful with it. SSIS and relational for the win.
When it was 'in vogue' in the 2000s, people abused working from home horribly. That pretty much killed it. There are some companies that still allow it for a lot of their top talent, but usually you have to prove that you are top talent. ADP comes to mind.
So, I am over 6 feet tall and have used standing and sitting desks. My recommendation, both. When answering emails and other admin work (time sheets anyone - the joys of line supervision...) I usually stand at my kitchen bar / in the break area, or on a low cabinet attached to my desk. Analysis and think work, I sit. Here is the magic trick...
I get up and walk around. I will do some work in some of the work cubby areas we have for really small meetings. Answer emails at the lake patio, Schedule walking meetings. Don't stay in once place for hours at a time staring at a screen. Make no meeting longer then an hour... 20 minutes focused meeting are the best. Change your perspective, it helps.
Just in case you are curious... I am one productive individual and my team is commonly cited for how much they get done and how well they balance work / life.
Been here for a while... yeah... We have this interesting neo-liberal-socialistic-libertarian-psychopathic political bent prevailing on /.
Welcome to the joy of definitions. Have fun. Do we need common sense, yes. However, we also need civility. Meh...
99.99999% of all stats on the internet are fake, especially if I disagree with them - Benjamin Franklin
Let us make it easy, here is the definition for hate speech:
Hate speech is a communication that carries no meaning other than the expression of hatred for some group, especially in circumstances in which the communication is likely to provoke violence. It is an incitement to hatred primarily against a group of persons defined in terms of race, ethnicity, national origin, gender, religion, sexual orientation, and the like. Hate speech can be any form of expression regarded as offensive to racial, ethnic and religious groups and other discrete minorities or to women.
Is it overly broad, yes. But there you go.
Here is the problem. Blowing up or melting items does not work. Just leaves smaller material in orbit. Solution would likely be either breaking up space junk and then bringing it down or ejecting it out. Both are fraught with problems, mainly with timing and making sure we don't make the problem worse. Of course, if you want to clear out the orbit really quick, just grind up an asteroid and toss the resulting pebbles and sand into a retrograde, slowly diminishing orbit. What satellites?
Common sense at this level is why we need a score of 6 - Application of Common Sense. Point is spot on. When you are arrested, everything on your person, etc... is fair game. No need for a warrant to seize the laptop and such. Now, get the password is likely a court order.