To train or not to train

Keeping employees up to date on technologies could keep them at your company for the long-term.

By Denise Dubie
Network World, 07/17/00

When John Lambert wanted a position that challenged and improved on his broad knowledge of technology, finding an employer that encouraged and financially supported professional certification topped his list of priorities.

"It's absolutely essential," Lambert says. "And I would not want to be any place where it is not essential. I do not want a kick-back job." Lambert, who's worked in the network industry for about 10 years, most recently was chief technical officer at a dot-com, so staying on the bleeding edge of technology is a must-have element in his work environment.

For more than a month, Lambert has been working as a network engineer at In-Q-Tel in Arlington, Va., a nonprofit corporation chartered by the CIA to develop technology. Given all the certifications listed on his resume, the 42-year-old Lambert says before his current employer interviewed him, he assumed he was at least 60 years old. Lambert studied on his own to become certified as a Cisco Certified Network Associate, Microsoft Certified Database Administrator, Microsoft Certified Solution Developer and Microsoft Certified Systems Engineer + Internet (MCSE+I). He is working to become a Cisco Certified Network Professional and an Oracle Certified Database Administrator.

Lambert's motivation to further his IT education comes from within. He thrives on new technologies and has never received a raise for obtaining certification. However, having diverse training and several certifications boosts his credibility when debating technology decisions with management.

In some cases, former employers that reimbursed or paid outright for certification "almost did so grudgingly," Lambert says.

"You may not be able to keep them forever, but those people aren't the type that would stay forever anyway," Lambert says. "If an employer supports training, employees will be inclined to stay longer and they will be more productive while they are there."

Lambert's opinion is fairly common among network professionals, according to the Network World Salary Survey. The survey found that many high-tech workers value training, professional development, challenging work and access to new technologies over factors such as raises, salary and comp time. Although the survey revealed no direct correlation between certification and salary, in some cases those with certification earn more. And if training is part of the overall benefits package, a company will have a leg up on recruitment and retention.

In fact, it's State Street's benefit package, which includes an annual training budget for employees, that keeps Sherry Callahan happy with her position there. In her roughly three years as senior network administrator at the financial services firm's Kansas City, Mo., location, Callahan earned her A+, Certified Novell Engineer, Microsoft Certified Professional (MCP) and MCSE+I designations. And although State Street doesn't immediately compensate an employee for getting certified in terms of salary, promotion or bonuses, Callahan says the company proves its commitment to the staff.

"At the point of certification, that person has already reaped the benefit of having State Street pay for the classes and exams," Callahan says. "In the case of an MCSE certification, the company has already invested $6,000 in that individual."

While State Street appreciates a knowledgeable staff, Callahan says employees must use what they've learned in order to be rewarded. "A certified person who has applied their new knowledge to their job and projects within the department would receive a larger raise than a certified person who did nothing other than maintain the status quo," Callahan says. "I would never promote someone simply because they were certified."

Michael Schaffer agrees. As network manager for Ametek's U.S. Gauge Division in Sellersville, Pa., he's seen a lot of paper certifications without all the necessary experience to back them. Schaffer has his CNA and MCP certifications and is currently working on his MCSE, but he wasn't promoted, nor did his salary increase because of the credentials. He set his training goals, and his management supported them. That's important to Schaffer, who has been with the company for 10 years.

"I believe it goes back to how well the employer treats the employee in all aspects, including pay, vacation and benefits in general," he says. Schaffer notes that training helps employees feel comfortable with technology and employers gain a staff that's better equipped to handle technical issues.

According to In-Q-Tel's Lambert, employees should be appreciative when an organization invests in its staff. "A true IT professional will recognize the company's commitment to them and return it by staying and applying that knowledge," he says.

Moreover, providing the necessary certification and training to feed the network professional's appetite for knowledge can only benefit a company, Lambert says.

"People will get the training on their own anyway and be less happy with their employer," he says. "You want to get the most out of somebody's abilities when they are with you. Support the certification process, and your staff will stay with you longer."