Just another career path

As a software engineer, I recently have heard of a lot of feedback from my colleagues and friends that they don’t see their career path or they don’t know how to move to the new levels in their company. No exception, I used to have that thinking before.

In my opinion, there is a very important reason why people are struggling to find the answer because “career path is not always the job titles”. Normally, each company has its own job titles such as junior-level developer, middle-level developer, senior-level developer, teach lead, software architect, CTO, etc. Hence, it is not true that a job title is reasonable for every company.

The interview is often conducted hardly to find a candidate matching the company title. If we have a good enough job title standard, the interview would take place very easily, right?

Therefore, I prefer to define my own career path through what skills are gained under a job title.

But wait, why do I need a career path?

To me, a career is an indispensable part of my life (and anyone else, sure?). My career path helps me visualize the big picture which motivates me to focus on the right track to achieve my next level. After all, a good career should bring me the fullest life having the following conditions:

It gives me a chance to indulge my passion
It gives me a chance that my contribution is appreciated
It gives me a chance to earn good enough money

Anyone should have their own career path, here is mine:

I see each level as a step of a ladder. It is very risky to skip any step. It doesn't mean that you delay getting to know what to be learned in the next steps. Don't let it be a black box and then get "surprise!". For example, to achieve my long-term goal as an intrapreneur/entrepreneur, I don't run a business now but I keep practicing as it a real business when building side projects with my friends.

Detail of level in my career path

No matter what the job title is, I categorize a level by the following criteria:

👷 Project/Product contribution
✋ Ability to lead and mentor the team
🕑 Years of working experience

	Who are they?	Get recognized (example)
Apprentice	Try to do things right	👷 Learn how to use tools ✋ Learn to collaborate well with other members 🕑 Usually 1 - 3 years
Journeyman	Keep doing the right things right	👷 Know how the used tools work ✋ Collaborate and cover/mentor some members well. 🕑 Usually 3 - 5 years
Master	Keep doing the right things better	👷 Know how to build a tool ✋ Lead and mentor some teams 🕑 Usually 5 - 10 years
Intrapreneur or Entrepreneur	Turn off the old and create new right things	👷 Innovate tools ✋ Lead and mentor the whole department/company 🕑 Usually 10 - xx years

Junit - Test fails on French or German string assertion

In my previous post about building a regex to check a text without special characters but allow German and French . I met a problem that the unit test works fine on my machine using Eclipse, but it was fail when running on Jenkins' build job. Here is my test: @Test public void shouldAllowFrenchAndGermanCharacters(){ String source = "ÄäÖöÜüß áÁàÀâÂéÉèÈêÊîÎçÇ"; assertFalse(SpecialCharactersUtils.isExistSpecialCharater(source)); } Production code: public static boolean isExistNotAllowedCharacters(String source){ Pattern regex = Pattern.compile("^[a-zA-Z_0-9_ÄäÖöÜüß áÁàÀâÂéÉèÈêÊîÎçÇ]*$"); Matcher matcher = regex.matcher(source); return !matcher.matches(); } The result likes the following: Failed tests: SpecialCharactersUtilsTest.shouldAllowFrenchAndGermanCharacters:32 null A guy from stackoverflow.com says: "This is probably due to the default encoding used for your Java source files. The ö in the string literal in the J...

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Journal: This Month I Learned (2022-Nov)

This Month I Learned posts are aimed to share what I have learned during the month such as my thoughts, recommend resources, tips, how-to, and so on. Vung Tau beach Engineering Levels I conducted a lot of meetings with HRM to define the standards for evaluation criteria, career path ladder, Personal Appraisal (PA) processes, and onboarding/offboarding processes. I knew more about the expectation from an HRM perspective for engineering levels evaluation criteria. For example Define many enough titles for a long career path development Define general criteria for each level How to calculate score when evaluation with weight matrix applied Anticipate risks before executing a process Team Engineering Lead Organization I collected ideas from different people When having no dedicated leader, every member of the team has a fairly chance to practice leadership skills Scalability strategy: development teams’ size, and new position nomination. Security Awareness Training I conducted this sharing...

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