Along these lines, here's a reminder that PCD&F's annual salary survey is
open:
http://www.pcdandf.com/pcdesign/index.php/news-itemid-fix/10856-pcd-f-opens-annual-designer-salary-survey-2
Please take a moment and fill it out. The results will be published early
this fall. Thanks!
Best,
Mike
-----Original Message-----
From: DesignerCouncil [mailto:[log in to unmask]] On Behalf Of Dean
Stadem
Sent: Thursday, June 09, 2016 7:15 PM
To: [log in to unmask]
Subject: Re: [DC] Design knowledge and experience capture?
The really, really good companies do it by providing us with every kind of
coffee and fresh rolls we would ever want, daily, without fail, close to our
desks and for free. They continue to pay for excellent medical care plans
that are very comprehensive and have options for all, as needed, at a very
reasonable cost. They pay us at least the current average salary for the
actual job description we are performing, without attempting to fudge-down
the job description in order to justify paying us a lower wage. They provide
us with excellent vacation benefits, lucrative stock options in our
twice-matched 401k plans, and other forms of time away or flexible hours. As
we get closer to retirement, they conduct worldwide searches to carefully
select new candidates using licensed psychologists to help HR carefully
screen and select only well-qualified and Personality Type-compatible
possible replacements (no Bozos) perhaps five years ahead of time to work
with us and gain the valuable, valuable experience and ability to design it
right the first time. This results in design changes or new designs with no
producibility hiccups, no design flaws, bulletproof reliability, built-in
redundancy, lowest possible component cost, lowest possible manufacturing
cost, artwork that makes an assembly defect stick out like a sore thumb for
the inspectors to see, alternate padstacks that can accommodate multiple
component choices, a complete and easily configured BOM with nothing but
easily available and cheap COTS on it, in minimum time, and so on and so
forth.
These companies recognize the value of wise and savvy experience that cannot
be taught any other way except by forming a mentoring relationship with the
underlings, and they recognize us in front of the whole company when we do a
"pretty good" job in our designs, and recognize us again when the underlings
we have mentored do an "even better" job thanks only to our excellent
training and mentoring skills. They never balk at paying for trips to fancy
hotels in warm Southern cities like Las Vegas or San Diego with good golf
courses or ocean fishing during the winter months so we can keep on top of
the latest technology, justify our resistance to change, and laugh at some
of the "new fangled ideas" we see there. The longer they can keep us on the
job, even on a part-time basis through massive accumulation of vacation
time, the less their chances are of a newbie making a change that we do not
approve of, which as you all know could screw up our otherwise perfect
designs, causing upset customers, upset CEOs, lawsuits over liability for
failed product and disrupted market schedules, and 10,000 other bad things
you don't want to even think about.
So when you do think about it, those skill-retention practices are certainly
worth it.
And that's the way it should be. It is known in the industry as "succession
planning", which may be a new phrase for you all to learn today. And
remember, only the best companies in the world practice all of these things
diligently, and that is why they REMAIN the best companies in the world. If
YOUR company does not or cannot do this, then you should stomp right into
the upper management meeting tomorrow, unannounced and uninvited, and tell
them that I said to either get with it or get back up on the porch with the
other Chihuahuas.
Anybody disagree? What...what?
Odin
-----Original Message-----
From: DesignerCouncil [mailto:[log in to unmask]] On Behalf Of Brooks,
William
Sent: Thursday, June 09, 2016 11:00 AM
To: [log in to unmask]
Subject: [DC] Design knowledge and experience capture?
I've seen a need and desire to address an age old challenge in the design
and manufacturing of electrical and electromechanical machines and circuits.
This is mainly regarding the capture of the experience and knowledge of the
designer so that future edits to the design are not done in a way that
inadvertently compromises the integrity of the design and creates issues
with an existing product that were not issues before.
Many of you I'm sure, have experienced making changes to an existing design
that is in production. Typically there is a need to change something due to
an obsolete or discontinued part. Someone completely unfamiliar with the
design may make assumptions about it from looking at the schematic and the
board and not actually see all the potential impacts from making a simple
change to the layout or circuit.
Many of the circuits we create have an integral relationship to the function
of the circuit... Parts placement, arrangement, circuit trace widths and
proximity to other traces or circuit groups, trace widths, thermal vias,
stitch vias between planes, proximity of components, sensitive traces or
components, high voltages and safety margins for spacing, diff pairs... etc.
The list can be long...
Some of us add notes in the design to warn future designers, who will be
asked to make changes in the circuit, of WHY the circuit is laid out the way
it is...
I'm thinking that we need a better way to capture the knowledge and
experience of the design intent and archive it with the design in such a way
that if someone else needs to take it over they have all the knowledge they
need to manage it at their fingertips. If you do this, how do you go about
doing it in your organization?
Thanks,
William Brooks, CID+
Printed Circuit Designer
2747 Loker Ave West
Carlsbad, CA 92010-6603
760-930-7212
Fax: 760.918.8332
Mobile: 760.216.0170
E-mail: [log in to unmask]
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