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Hello all,

I've been a manager in software quality for over 5 years but in every company I've worked, software testing has been done by only exempt employees. I've now moved to a company that uses a lot of non-exempt workers. So, besides the joys of dealing with approving hourly timecards, what should I modify? Should I do anything differently with non-exempt workers?

- Shelley

MattJBeckwith's picture

Hi Shelley. Be sure you understand the different rules / laws that surround non-exempts. Your company may have some rules as well.

Other than that. If the testers are individual contributors then it doesn't matter that they are exempt or non-exempt. Feedback, coaching, one on ones, delegation all work the same way. Even if they are not individual contributors there is no change to the basics.

maura's picture

Process improvement with an eye toward efficiency/effectiveness training would be even more important with these folks than it is in a typical QA shop. Not that it's right, but with a group of salaried workorers, the temptation is to just have them put in extra hours when there is a heavy workload or a tight deadline, and it's an "easy" choice because there's no immediate extra cost to the company. With a pool of hourly workers, you have the opportunity to save all those overtime/time-and-a-half charges if you can balance the workload and get them accomplishing more in less time.