Configuration Management

Monday, November 29, 2010

I spot an opportunity for Business Analyst – Configuration Management with an investment bank.

Configuration Management is not, as far as I can see, particularly difficult in theory – but I bet it's a bugger in practice: it's all very well if everything has been under configuration control since Day 1 (unlikely) and it would all be quite well if everything was easily identifiable (it isn't), and it would be, well, surprising if all the things whose configuration needed to be managed were known in advance.

The shade (wishful thinking?) of Donald Rumsfeld speaks: the list of things whose configuration needs to be managed is one of those known unknowns.

Take a for-instance: years ago when I was a simple hardware engineer, I worked with a slightly dubious  circuit design that included a monostable – a thing that produces an output pulse of defined width upon receipt of an appropriate input pulse (Such devices are generally not best practice, but there were mitigating circumstances.)

Anyway, a new batch of boards didn't work; investigation eventually revealed this monostable, a 74LS221 I think, to be at fault. The design called for an LS221 and, since all devices with the same number were all supposedly interchangeable, regardless of manufacturer, the configuration control did not control the chip manufacturer – and this was a degree of freedom to be exploited by purchasing in minimising the component cost.

It emerged eventually that the chip design/implementation was faulty, so that particular manufacturer was scratched as a supplier for certain classes of device... and then later the same fault turned up in a device from a different manufacturer, who had either licensed the (faulty) design/manufacturing mask or was re-badging the product.

So, even with very tight configuration management, whether you use white-lists or black-lists, there's always another unknown waiting to catch you out, one of those inevitable unknown unknowns.

The problem is the same regardless of the scale of the systems under configuration control: PC manufacturers will sell PCs with identical part numbers containing different but supposedly functionally equivalent components, except that they're not always equivalent: I have personally seen Microsoft Excel behave quite differently on two ostensibly identical groups of machines, which did in fact differ in their internal chipsets. Different chips can mean different device drivers... how on earth does one efficiently manage the configuration of systems that are superficially identical yet may  – or may not  – actually be identical in all material respects? This is one of the real challenges of configuration management.

And before you nod off with boredom, here's one of the biggest challenges of configuration management: Disaster Recovery.

Disaster Recovery often relies on having duplicate systems ready to take over when primary systems fail: it's all very well having robust and fault-tolerant systems, but what happens if a critical business system is taken offline suddenly, whether as the result of a natural disaster or not?

What business wants to happen is for all data, transactional information, etc. to continue to be available on a backup system that is identical in its operation to the "live" system; some degradation in performance may be acceptable (depending on the magnitude of the disaster) but the essence of DR is that business should continue pretty much "as usual". However, if this is to happen reliability  – as opposed to just once on acceptance of the DR solution  – changes in the live systems must be reflected in the DR capability... and there's the rub.

What should happen, but doesn't necessarily happen, is that system configuration changes should be reviewed not only for their general suitability, but also specifically for their ability to be replicated in the DR setup. I personally noted on very large government system that was set-up and managed in such a way that, whilst the DR solution was sure to work when first implemented, there was no thought given to the need for reflective configuration management, live-backup cross testing or managed retesting of the DR solution.

The common experience of the home IT user, that when the hard drive on the desktop PC fails you suddenly realise that either data backups haven't been made for too long or, if they have, that the configuration has changed so much restored data is difficult to re-use effectively, is easy to replicate on vastly greater scales in business.

However, all one needs to know is that configuration management is not only about recording the status quo, it is also always about ensuring that the status quo can be reproduced. It does introduce new factors to Change Reviews and Implementation Plans (never, ever implement a change until and unless a matching change has been design and tested on the DR system... and the two implementations can be synchronised) etc. but it can be done... if one is careful to bear in mind the purpose of Change Management, rather than unthinkingly following existing processes ad infinitum.

Every time something changes, Change Management may need to change too...

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Job Sites - On the Other Hand

Monday, September 6, 2010

Whilst the list of job site incompetents grows ever longer, there is more positive news.

I have actually encountered a few companies that are not information/CV black holes. A few companies have emailed to say that particular applications were not successful; so in the spirit of perfect even handedness, whilst I shall continue to berate those who, it would seem, have never bothered to try using their own search engines it's time to say Very Well Done to:

who took the trouble to send emails once the CV had been considered against the client's requirements.

Not that I expect for a moment that anyone is employed to send such emails, rather I applaud the forward thinking that said "we're keeping a database of applications, so we know who we select and who we don't... it should be trivial to automate the 'thanks, but not this time' emails." and then proceeded to make sure the IT delivered that marginal increment of service that makes prospective candidates think these people are a cut above the rest.


And I'll actually go beyond the mere thanks for the email for Carly at CMC who rang me, once I had been emailed to say I was not appropriate for a particular role, to discuss other possibilities and then conducted a very professional and thorough but pleasant phone interview lasting forty minutes. That's what I call taking care of business.

Oh... and I had a very nice chat with Natasha of Opus Recruitment too.

But, lest you think I am becoming soft and uncritical in my dotage let me finally attempt a last hurrah by ridiculing Experteer, who will register candidates for free but insist on concealing job information (information which, I am reasonably confident, is probably mostly freely available elsewhere) from the freeloaders, requiring instead a paid subscription.

I also received an email shortly after (pointlessly) registering, which said

Become a Premium Member now. On average, Premium Members receive six times more contact requests from headhunters, in comparison to Basic Members


Why? Because you volunteer 6x more paid for CV's?

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Job Sites & Job Specs – Jobseeker's Banes

Tuesday, August 31, 2010

I am eagerly and assiduously looking for a contract.

I have about seventy job sites bookmarked – individual recruiters, consolidators & what I think are merely some site-scrapers. Some are quite good – I quite like CWjobs and Indeed – but whilst others are generally OK, there are some real clunkers out there: I am a contractor, I only want to know about Contract opportuntities, but you would be surprised how often the search interface is badly designed. If the option to search by job-type is present at all it's usually at least two-clicks away, sometimes more (find the "search options" link, click that, unclick "Permanent, unclick "Both" and check "Contract", for example).

[I am actually "registered" on many of these sites, yet even when I am logged in none seems to take note of the fact that in my profile I have said I am only interested in Contracts]

Fortunately however, with a small selection of job sites with decent coverage and decent interfaces one can get at a large number of prospects... and then the fun begins. The job title always comes first, that at least helps one narrow down the possibilities (keyword search on titles only, for instance); then comes the description or long list of "responsibilities" (which aren't really "responsibilties" at all, they're tasks which become responsibilities by virtue of the fact that you would be responsible for doing the things you are requiried to do.)

Then, finally – though sometimes they're towards, but not actually at, the bottom of the advertisement – one finds the lists of Mandatory, Essential, Required, or merely Desirable skills and experiences. This is where, having carefully worked through some HR lifer's tedious overview of some exciting opportunity, mentally checking what the employer would like done against what one can do, one finds the foreseeable but unforeseen requirement that "the candidate must have a minimum of 5+ years experience of naked unicycling."

In the absence of a genuinely semantic web it is not possible to screen out the roles for which one is totally unqualified because one is limited to merely including or excluding certain words or phrases, and there are far too many possible ways of expressing either the desirability or actual necessity of unclothedunicycling experience, let aline allowing for the possibility that the employer might perhaps be interested in those who would be "willing to undergo a clothesless one-wheeled cycling proficiency test with a view to determing up-front training needs."

There is also, unfortunately, no job category "Doer of Stuff", so those, such as yours truly who not only do Stuff but do it very, very well, find great difficulty in identifying suitable opportunities and have to wade through reams of Other Stuff in search of nuggets.

Sometimes I wonder who designs job websites and whether they, or the site operators, have ever tried to use their own systems. Come to that, I wonder sometimes whether...

Sigh... I could go on, but I have job-sites to peruse...

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Recommendation: Sensibly Insane

Tuesday, August 3, 2010

“Julian is a truly independent thinker for whom 'thinking outside of the box' is quite normal, without ignoring the need for a well-grounded common-sense approach to the basics. He always enjoys a challenge and can be relied on to bring an extra dimension to the analysis and assessment of any problem space. He is a pleasure to work with.”

Roger Clarke, Senior Defence Consultant, Vega Group plc (colleague) August 8, 2010

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Recommendation: Gets it done

Friday, July 30, 2010

"I hired Julian to do a very technical piece of work, for Arthur Andersen. Julian is extremely bright, inventive and capable. He writes extremely well, rapidly grasps complex issues that baffle others and can be given a highly complex task and trusted to just get it done, without supervision or intervention."

Angela Knapton, Manager, Consulting, Arthur Andersen BC, February 19, 2010 (was with another company when working with Julian at Tier Technologies)

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CV – 2007/10 – Sabbatical and Travels

Saturday, July 24, 2010

During this time a book (an epic philosophical work) was written, illustrated and typeset (the results are on show here), and then the wife and I headed off for a much belated honeymoon to India for several months.

From Karnataca to Kashmir we braved the out-of-season heat, exploring the great cultural sites of Hampi, Ellora, Ajanta, Khajuraho etc., the industrial heart of Maharashtra that is Bhopal,  the Bandhavgarh tiger reserve, Delhi, Agra, and the deserts of Rajasthan and eventually joined the locals in fervent prayers for rain when we got back from Ladakh, which we escaped to for a month. Everywhere we went in Rajasthan – Jaipur, Jodhpur, Jaisalmer, and Udaipur – it rained, usually on the day of our arrival, and it was wonderful.

Now we must get back to reality.

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Recommendation: Intelligence, Integrity & Innovation

Thursday, March 11, 2010

"Julian is a highly intelligent individual driven to find innovative answers and solutions. Coupled with an excellent work ethic and being highly personable he is a bonus to any team. He is also excellent at customer facing roles and clients view him with integrity."
 

John Openshaw, Team Leader, MoD Integration Authority March 11, 2010 (managed Julian indirectly at MoD Integration Authority)

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Copyright

Creative Commons LicenseAll original content copyright © Julian Moore 2010 who also asserts his rights under the Copyright, Designs & Patents Act 1988 to be identified as the author of this work, which is licensed under a Creative Commons Attribution-Noncommercial-Share Alike 3.0 License

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