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<blockquote data-quote="2G 1C" data-source="post: 323243"><p><strong>Re: Yeah</strong></p><p></p><p></p><p></p><p>You couldn't be more correct. TSG evolved over the years. In the early 1990's, the techs were better skilled. As Mahwah, Paramus, IS MD, and Windward grew and developed, the company no longer needed skill at the local district and center. In fact, the existence of skill was a red-light to management that an unhappy employee was in their building.</p><p></p><p>I know that us TSG techs have a lot of varied knowledge and skill, however, the sum of the parts do not equal an industry Specialist, Analyst, or Engineer in any of the technology disciplines (programming, network, desktop support, ops, etc.).</p><p></p><p>As nasty as this is going to sound, a TSG Tech (with rare exception) is equal (at any length of service) to a Geek Squad or Fire Dog technician. As I just stated, there are exceptions, you will always meet that one guy in your district who really is a great professional. As I said, the length of time as a TSG tech does not mean a continually improving and increasing skill level. Normally (at places other than UPS), time does equal greater experience. At UPS, time equals a greater chance of being dumb-down through increased automation.</p><p></p><p>Through increased automation, the workload for TSG has not decreased. The TSG techs take care of esoteric and proprietary hardware and software that the company develops. While it does take skill and experience to master, these technologies get you nowhere in the technology industry. A career of UPS tech experience is worth about 5 years of IT to the typical competent technical interviewer at a prospective employer.</p><p></p><p>If I were hiring for a technology position outside UPS, and every TSG tech in my district were interviewing, the results would likely be the following;</p><p></p><p>If the position was for a Network Engineer; I would hire none.</p><p></p><p>If the position was for an Operating Systems Analyst; I would hire none.</p><p></p><p>If the position was for a programmer; I might hire one.</p><p></p><p>If the position was for a Desktop Support Technician; I might hire 8.</p><p></p><p>If the position was for a Technical Documentation Writer; I might hire 2.</p><p></p><p>If the position was for a Web Developer; I might hire 2.</p><p></p><p>If the position was for a Hardware New-Installation Setup Technician; I would hire all.</p><p></p><p>Considering the skills presented by the interviewees, I would likely be giving the job offers due to my intuition about the candidate's personality and potential more than their argued skill level. If I didn't use factors other than their resume, I would likely not hire any of them.</p><p></p><p>This is the stark and true reality of the situation. I sit on hiring panels. Most UPS-like technical people don't even get interviews. Companies don't want to spend $15 an hour, much less $25 or $30 an hour on technical staff that don't have industry standard skills.</p><p></p><p>UPS should keep two really good techs in each hub. They should pay them so obscenely much that they can never leave. They should treat them with respect and make them feel like part of the management team. Next, they should ditch the rest of the techs and outsource. The remaining two guys could oversee the work of the contracted help.</p><p></p><p>In my experience, it was always two good techs showing all the bad ones what to do anyway!</p></blockquote><p></p>
[QUOTE="2G 1C, post: 323243"] [b]Re: Yeah[/b] You couldn't be more correct. TSG evolved over the years. In the early 1990's, the techs were better skilled. As Mahwah, Paramus, IS MD, and Windward grew and developed, the company no longer needed skill at the local district and center. In fact, the existence of skill was a red-light to management that an unhappy employee was in their building. I know that us TSG techs have a lot of varied knowledge and skill, however, the sum of the parts do not equal an industry Specialist, Analyst, or Engineer in any of the technology disciplines (programming, network, desktop support, ops, etc.). As nasty as this is going to sound, a TSG Tech (with rare exception) is equal (at any length of service) to a Geek Squad or Fire Dog technician. As I just stated, there are exceptions, you will always meet that one guy in your district who really is a great professional. As I said, the length of time as a TSG tech does not mean a continually improving and increasing skill level. Normally (at places other than UPS), time does equal greater experience. At UPS, time equals a greater chance of being dumb-down through increased automation. Through increased automation, the workload for TSG has not decreased. The TSG techs take care of esoteric and proprietary hardware and software that the company develops. While it does take skill and experience to master, these technologies get you nowhere in the technology industry. A career of UPS tech experience is worth about 5 years of IT to the typical competent technical interviewer at a prospective employer. If I were hiring for a technology position outside UPS, and every TSG tech in my district were interviewing, the results would likely be the following; If the position was for a Network Engineer; I would hire none. If the position was for an Operating Systems Analyst; I would hire none. If the position was for a programmer; I might hire one. If the position was for a Desktop Support Technician; I might hire 8. If the position was for a Technical Documentation Writer; I might hire 2. If the position was for a Web Developer; I might hire 2. If the position was for a Hardware New-Installation Setup Technician; I would hire all. Considering the skills presented by the interviewees, I would likely be giving the job offers due to my intuition about the candidate's personality and potential more than their argued skill level. If I didn't use factors other than their resume, I would likely not hire any of them. This is the stark and true reality of the situation. I sit on hiring panels. Most UPS-like technical people don't even get interviews. Companies don't want to spend $15 an hour, much less $25 or $30 an hour on technical staff that don't have industry standard skills. UPS should keep two really good techs in each hub. They should pay them so obscenely much that they can never leave. They should treat them with respect and make them feel like part of the management team. Next, they should ditch the rest of the techs and outsource. The remaining two guys could oversee the work of the contracted help. In my experience, it was always two good techs showing all the bad ones what to do anyway! [/QUOTE]
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