I'm seeing job ads for it.
19 replies (most recent on top)
Same concept as our contract with IBM development. If work slows down, IBM fires the programmers that worked on the project for years. All the knowledge walks out the door. When more work comes in, they hire off the street and its back to square one. This is a vicious cycle because of finance. IBM then charges the projects to get their new developers "up to speed". Project in 2Q starts to bleed funding. 3-4Q project looses funding. IBM fires developers... starts again the next year. Its no wonder TechDev cannot get anything done -- on time and under budget (with any quality)
more* generic
Previous poster nailed it. It's like assuming every programmer is a light bulb and every programming need is a standard Edison socket. Great in theory, but completely wrong.
If that worked, you think we'd have a "flex force" of AVPs and VPs. Wonder why not? Their jobs are not generic and less specialized than most technical jobs.
The concept is like saying, you used to sell cars, so you can sell complicated communication systems. Or you installed a carburetor so you can install a fiber line to the 25th floor of this building. If your a sales person, you can sell anything. If you are a programmer, you can program anything.
As a software engineer, I've seen these tried with developers and most end up a resounding failure. The idea as others have pointed out is to have a pool of "generic" developers. The company thinks that if you know how to program, you can program anything. Most of the time, the projects that need help with these flex workers, need help for a specific reason and that's because they are so complicated that assigned staff cannot meet the schedule someone dreamed up. So they throw these flex people at it thinking "more people means quicker results". Without good requirements and background knowledge, 2 people often doesn't mean half the time, Sometimes the time actually increases due to having to train new people with no knowledge.
Then the cycle repeats with them on a new project.
They did this in one of my organizations. First they moved previously dedicated people to a generic pool and eliminated many positions along the way. When a project needed help, you had to contract these flex people. Some of the people who knew the project from the past were not even available (were on other projects) and the people assigned had no knowledge of the system and the whole thing was a disaster. When the projects was supposedly done, those people were moved back--only problems later were later inevitably found. Now some other new people were assigned to fix the problems the other flex people created. All because things were just thrown together to meet a deadline by people with no vested interest in long term success of the project. Would have been better had they left the dedicated people on the project in the first place.
flex force, formerly cdt, is not immune to layoffs. i have seen them rank people in flex low as compared to other flex members who are working on more sustainable projects, then get the tap on the shoulder afterwards.
The problem with Flex-Force is that they come in to do a job generally with no knowledge and with our complex architecture and platforms it takes even a novice 6 months to get up to speed to be able to be a benefit to the organization in need of support. Most of the time is in training the flex-force resource and by the time they are up to speed to do the job they are let go due to forced reduction and no budget to sustain them....It is good in concept and the few I have worked with are good but not knowledgeable enough to be of benefit until trained and educated on services, platforms and architecture....system engineers and developers are not a commodity but an intellectual property and until folks understand this it's a losing situation...…..
Forceforce employee here. I strongly suggest you don’t join if you have real technical talent. Sh--ty pay, bad politics, horrible leadership. People quitting all the time.
Flex Force (under McElfresh) is a fantastic org to work in, and contrary to prior posts, it’s not just for millennials. I have over 30 years; last 10 with Flex Force (formerly CDT-Centralized Development). We are matched to assignments on strategic projects like FirstNet, 5G, and Xander to name a few. When your assignment ends or you want a new challenge, they find you another project/new assignment, which is pretty nice given this time of uncertainty. They encourage learning new skills such as SAFe Agile and DevSecOps and provide mentoring opportunities. Progressions and Promotions on a regular basis. Search webphone for titles ‘Flex Force*’ using asterisk as wildcard. Locations in New Jersey, Atlanta, Dallas, St Louis, San Ramon, Chicago, Seattle, Los Angeles. Learn more in tSpace @ https://tspace.web.att.com/communities/community/Flex-Force. Very little impact from Jan 28 surplus compared to other orgs. Highly recommend.
@1hfw: I’m a millennial been with T for nearly a decade. Decent pay, sh--ty benefits.
"Sounds like the perfect gig for a millennial with no life."
Millennial's always talk about how they won't stay with one company for more than a few years. AT&T has provided this perfect opportunity. Gig economy, go get those jobs.
Sounds like the perfect gig for a millennial with no life.
flex Amazon like 4 Hrs block, no benefits, great deal!! for loser techs
I know people who have worked in flex-force (previously CDT) for years. They move from assignment to assignment, primarily as developers and testers, but also as proj managers.
Flex Force is a position that’s related to or helps manage Technical Development Program. They’re essentially moved where needed in the company hence the term “flex”. Their assignments are typically capped at a certain number of months/years then they’re reassigned to something else .. and when they’re no longer needed they’re gone.
It's what Hefty puts in their trashbags.
are most of the flex jobs programming ones?
Think of them as internal contractors. They are used to augment areas of the business where resources are needed for a short term of usually a year or less.
Split shifts. You come in at 8am, work until noon, go home and come back at 4pm. and finish up your shift at 8pm.
I think it's that rubbery stuff on TV that stops leaks.