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Comment Re: And to think the DNC wanted to face Trump... (Score 1) 2837

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.

Comment Re: And to think the DNC wanted to face Trump... (Score 1) 2837

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

Comment Re:State sponsored corporate spies (Score 1) 469

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.

Comment Re:Remote work (Score 1) 269

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.

Comment Remote work (Score 4, Interesting) 269

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

Comment Re:State sponsored corporate spies (Score 1) 469

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

Comment Re:Not that I am bitter (Score 1) 37

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.

Comment Problems with the Survey (Score 1) 227

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...

Comment MUMPS (Score 1) 166

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.

Comment The advantage/disadvantage of my height (Score 1) 340

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.

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