Larry MinerFounder and Sr. Project Management of Decision Memory Systems| Decision Memory SystemsBath, Oh, United States
I'm seeing an alarming trend in contract PM positions and I want to ask for your input, your thoughts. The trend I'm concerned about is that of companies that hire contractors through staffing firms, for say a 6 month contract, and then either a.) assign work that was not discussed up front or pertinent to the position and/or b.) Use the staffing firms as a funnel to select potential employees and knowingly cut the others lose prior to the 6 months without informing the PM or the staffing firm of their practice. This is not about staffing firms, It's about companies that are "taking advantage" of their position in the contracting food chain to either get work done no one would take otherwise or find employees faster at the expense of the contractor. Saving Changes...
The fact is Larry that work and the workplace is becoming more flexible with the way companies hire resources. Contracting, flexible work arrangements, part-time, casual workers etc. are on the increase and it is my belief will surpass the regular full-time employee of the past. Eventually even remote full-time employees will outnumber in-office ones. There are pros and cons to being a contractor. The issue you mentioned is a disadvantage, but then the advantage are higher earning capacity, more options for cutting income tax, the flexibility to take other jobs when we feel it, and the ability to have a wide range of skills and experience that perhaps a full-time job doesn't afford (ie. move across industries). Saving Changes...
Drew CraigSr. Agile & Product Coach| VanguardPhiladelphia, Pa, United States
Interesting points. What type of contract is signed prior to the engagement? Is there an unplanned flexibility on the side of the contracting firm to keep in good standing with the client to continue with, keep on their client list, or keep the revenue stream?
Not entirely surprised though. In general, if you're not an FTE in the organization, not treated the same, regardless. Saving Changes...
Every contract I've worked as an independent consultant since Y2K has usually leaned towards the employer when it comes to flexibility, so I'm not surprised. The key is that when the balance of power shifts due to a supply shortfall, the companies which have played fast and loose will have to pay a premium to attract good talent.
When it comes to "try before you buy", I've recommended a few times to my executive leaders to bring someone on in a contract role for 90 days rather than going with the typical full time probationary period. That way, they benefit from a higher rate than they would as a full-timer for that period of time, and there's a clear decision point vs. the fuzzy probationary period end to decide whether we want to bring them on full time or not. On both sides, there's the advantage of minimizing the pain if there isn't a fit...
Kiron Saving Changes...
Larry MinerFounder and Sr. Project Management of Decision Memory Systems| Decision Memory SystemsBath, Oh, United States
All good points gentlemen. My perspective here is in protecting the contractor from employers that are less than honest up front how ever you define that. Sante you are correct in the advantages, I practice contracting for these reasons, but only if there is a reasonable length of time to the contract and your given the opportunity to be successful. Andrew I've had an attorney review the contract between the contractor and the staffing firm, they are all pretty much the same, and there is very little breathing room if any given to the contractor. The advantage goes first to the client, then the staffing firm and then last the contractor. And Kiron, I question what contractor would take a 90 day contract knowing if tossed there's even greater pressure on their income and never really know if they'll again have the opportunity to be successful. Equally again the only person losing is the contractor. Just thinking out loud. Thank you. Saving Changes...
RAJESH K LProject Manager, PMP| Bharat Electronics, Bengaluru, IndiaBengaluru, Karnataka, India
interesting points mentioned Saving Changes...
Larry MinerFounder and Sr. Project Management of Decision Memory Systems| Decision Memory SystemsBath, Oh, United States
I'd like to make a last small point. Contract PM's may work shorter term than FTE's but they are not any more disposable. Saving Changes...
RAJESH K LProject Manager, PMP| Bharat Electronics, Bengaluru, IndiaBengaluru, Karnataka, India
Agree with Kiron Saving Changes...
S RajasekarSenior Project Manager| AllscriptsBangalore, Karnataka, India
Slavery has not been abolished....it is very much exist in corporate in particular in services....
They promise we can do, deliver anything and everything in this world... nothing is impossible...
Employees are chained to the massive oars, much like the galley slaves of the ancient times...to get things done
Just because families to support, car and home loans to repay and rising cost of living, one is willing to do all that it takes to keep the regular salaries rolling in.
willingly or unwillingly, will have to abide by them.
As there are more potential employees available in market and instability in business companies prefer to hire contractor. Get work done and throw them away. This is becoming the trend. Saving Changes...
Larry MinerFounder and Sr. Project Management of Decision Memory Systems| Decision Memory SystemsBath, Oh, United States
Thank you that S.Rajasekar. I'll have to think it all over. I will say that I believe we need some type of adjustment to the contracts between the corporate client and the staffing firm requiring more than 5 minutes notice, work as it is/was described in the contract, a adherence to the length of the contract with caveats, etc. But thank you for your input. Saving Changes...
