CONTACTS 
0201 - Management Recruiters of Portland            800 979 8701  503 290 1118
020101 - Mr. Michael Stuteville
020102 - Certified Senior Account Manager  =800 979 8701 ext 1118
020103 - mstuteville@mrportland.com
020104 - Construction Department

SUBJECTS
Recruiter Letter and Call Discussed SDS
Letter to Michael with Resume and Links to Report by USACE and to His

0904 -
0904 -    ..
0905 - Summary/Objective
0906 -
090601 - Follow up ref SDS 6 0000.
090602 -
090603 - Received a recruiting letter from Michael Stuteville with MRI in
090604 - Portland, Oregon, and sent a letter with links showing opportunity for
090605 - assignments using SDS and Com Metrics.  Michael called later in the
090606 - morning and explored details on background of product development on
090607 - SDS and application for Communication Metrics, including the general
090608 - effort to advance from information to Knowledge Management.
090609 - ref SDS 0 SH4K  Michael will review report by USACE showing
090610 - application of Com Metrics to construction management, and call next
090611 - week to follow up. ref SDS 0 GF3N
090613 -  ..
090614 - Submitted ref DIT 1 0001 linked to this record and confirming plans
090615 - to follow up next week.
090616 -
090617 -
090618 -
090619 -
090621 -  ..
0907 -
0908 -
0909 - Progress
0910 -
091001 - Inquiry from Recruiter Has Potential for Com Metrics Assignment
091002 -
091003 - Earlier today, received a letter from Michael notifying about MRI and
091004 - his work recruiting talent for the construction industry. ref DIP 1
091005 - 0002
091006 -
091007 -        http://www.mrportland.com/no_flash.htm
091009 -  ..
091010 - Michael has a nice website for his department at...
091011 -
091012 -        http://www.constructionheadhunter.net/construction-jobs-mms.htm
091014 -  ..
091015 - Submitted ref DIP 1 0001 responding to Michael's letter and saying...
091016 -
091017 -    1.  Received your letter shown below.  It helps to put a subject on
091018 -        this stuff, so people don't automatically throw it away to
091019 -        avoid a virus.
091021 -         ..
091022 -    2.  I am looking for an assignment in project and/or executive
091023 -        support, ref DIP 1 S96F, based on background and skills in
091024 -        project management. ref OF 4 0001
091026 -         ..
091027 -    3.  Typically, I get involved to launch projects on the right foot,
091028 -        and/or later to close out projects that have problems,
091029 -        ref DIP 1 O46L, illustrated by the record on 000723.
091030 -        ref SDS 2 H44G
091032 -         ..
091033 -    4.  A sample scope of services I provide, ref DIP 1 757I, is in the
091034 -        Corps of Engineers report on 970328. ref DRP 1 4929
091036 -         ..
091037 -    5.  My phone is 415 781 5700.  Let me know if anything looks
091038 -        promising.
091039 -
091040 -
091041 -
091042 -
0911 -

SUBJECTS
Michael Called Discussed SDS and Com Metrics
Michael Will Call Week of 030120 about Assignments for SDS and Com Me
MRI Calls about SDS Com Metrics

190501 -  ..
190502 - Michael Called, Discussed KM and Assignment Opportunities
190503 -
190504 - We talked for about 45 minutes, discussing development of SDS and Com
190505 - Metrics with application in construction as....
190506 -
190507 -     Assistant Project Manager
190508 -     Chief Operating Officer
190509 -     Communication Manager
190511 -  ..
190512 - An example showing how this role saves time and money at the executive
190513 - level is shown in the record on 911205 concerning support for the
190514 - Deputy Director of a state agency. ref SDS 1 8402
190516 -  ..
190517 - Today, during our call we reviewed the evolution in recent years of
190518 - Knowledge Management to strengthen traditional information management,
190519 - as explained in POIMS. ref OF 3 1850
190521 -  ..
190522 - Michael asked about background and level of effort on developing SDS
190523 - and Communication Metrics?
190524 -
190525 -    This is in the record on 000723, ref SDS 2 0001, which is cited in
190526 -    the letter to Michael, per above. ref SDS 0 L68I
190528 -  ..
190529 - Michael will look through the report by the Corps of Engineers,
190530 - beginning with the executive summary, ref DRP 1 6172, to get a sense
190531 - of how Com Metrics improves earnings by saving time and money in
190532 - construction management.  USACE published a second report on 971007
190533 - that calculates cost savings using Com Metrics. ref DRP 2 0001
190535 -  ..
190536 - While we talked, Michael found the Welchco website that has a broader
190537 - explanation of Com Metrics....
190538 -
190539 -      http://www.welchco.com
190541 -  ..
190542 - Suggested that Michael consider looking through POIMS that explains
190543 - broad based support for good management enabled by SDS. ref OF 1 0001
190544 - POIMS might interest colleagues at MRI looking for solutions to client
190545 - needs.
190546 -
190547 -     Need for Com Metrics is evident in the Enron case and is pervasive
190548 -     throughout industry, where earnings are hampered because too many
190549 -     people have too many problems aligning daily work with objectives,
190550 -     requirements and commitments, as reported on 020204. ref SDS 5
190551 -     0001  The general problem that nobody can find anything when
190552 -     needed, reported on 011003, ref SDS 4 EC5N, is solved by SDS that
190553 -     makes it fast and easy to find things, because everything is in
190554 -     the right place at the right time, reported on 010425. ref SDS 3
190555 -     EP7F
190556 -
190558 -  ..
190559 - Michael will call next week to follow up.
190560 -
190561 -     During our call, Michael seemed to recognize that SDS is applied
190562 -     to augment intelligence by helping people find information quickly
190563 -     because everything is in the right place at the right time.  He
190564 -     described a scenario of scheduling a task and then when it is time
190565 -     to perform the task, SDS makes available all the information
190566 -     needed to accomplish the work.
190568 -      ..
190569 -     This record today illustrates the process by scheduling a call
190570 -     from Michael for next week, 030121, as explained in POIMS.
190571 -     ref OF 3 1102
190572 -
190573 -
190574 -
190575 -
190576 -
1906 -

SUBJECTS
Employment Training Executive Placement
Strategy Market SDS and Com Metrics through Employment Placement Orga
Cost of Training and Software Distrubuted Among Employee, Employer, E
Distrubuted Among Employee Employer Employment Placement

250601 -  ..
250602 - Strategy SDS Com Metrics Training Increases Employment Opportunity
250603 - SDS Com Metrics Training Marketing through Employment Placement
250604 - Employment Placement to Re-tool People with New Skills 21st Century
250605 - Training Increases Employment Opportunity Cost Shared by Parties
250606 -
250607 - Employment placement discussed above, ref SDS 0 SH4K, presents
250608 - opportunity for marketing SDS and training for Com Metrics...
250609 -
250610 -    1.  People seeking a new assignment have...
250611 -
250612 -        a.  Heightened interest to improve skills that increase value
250613 -            to employers.
250615 -             ..
250616 -        b.  Time available to learn new skills.
250618 -             ..
250619 -        c.  Experience to appreciate the value of SDS and Com Metrics,
250620 -            and to grasp ideas and processes of good management.  Gary
250621 -            Johnson is an example that illustrates these points.
250623 -         ..
250624 -    2.  Employers have...
250625 -
250626 -        a.  Interest to hire people who demonstrate initiative to learn
250627 -            new skills.
250628 -
250629 -        b.  Need for people to learn good management that is inherent
250630 -            in learning SDS and Com Metrics.
250632 -             ..
250633 -        c.  Need to acquire people with SDS and Com Metrics skills
250634 -            without paying the full cost of training and disruption to
250635 -            existing work force.
250637 -         ..
250638 -    3.  Employment placement professionals have...
250639 -
250640 -        a.  Need to increase and maintain sales through competitive
250641 -            advantage offering people who have been "re-tooled" with
250642 -            training that provides powerful new skills using SDS and
250643 -            Communication Metrics that empower employers to meet the
250644 -            challenge of the 21st century.
250646 -             ..
250647 -        b.  Need to reduce the cost of training that enables more
250648 -            people to be trained that bring a premium commission on
250649 -            sales.
250651 -             ..
250652 -        c.  Need to attract job seekers with opportunity to obtain
250653 -            training that increases skills and earning potential.
250655 -  ..
250656 - These market dymanics occur during the confluence of people seeking
250657 - jobs, employers seeking people, and employment professionals seeking
250658 - competitive advantage to offer attractive job candidates.
250660 -  ..
250661 - Employment placement offers a block of time for people to be
250662 - "re-tooled" during the respite between jobs.  Education seems less
250663 - objectionable to an organization because it would be less disruptive,
250664 - and it gives people waiting for a new assignment something to do that
250665 - accoplishes Gary Johnson's point about people need training to learn
250666 - good management. When people are looking for a job they have increased
250667 - incentive to increase skills to increase marketability.  Similarly,
250668 - when people are looking to hire people, if they find out that a
250669 - prospect has been spending time improving skills, this is could be a
250670 - selling point.
250672 -  ..
250673 - For the employment agency, their pitch to the employee, is that for x
250674 - dollars we can train you so not only will you be more productive on
250675 - the job, it will be easier for us to get you an assignment by selling
250676 - the fact that you have these added skills.  For executive placement
250677 - the cost of the training could be part of the placement fee to the new
250678 - organization.  The pitch to the organization is that they are getting
250679 - more than the typical manager, engineer , whatever, with a proven
250680 - track record, you are getting someone re-tooled for the 21st century
250681 - with skills of Com Metrics.  A key point is that there three entities
250682 - who have an interest in the transaction.  The person being trained,
250683 - the employment agency and the organization getting the re-trained
250684 - employee.  So, there is potential to split the cost of training three
250685 - (3) ways.  That might be a way to get this done, so that nobody is hit
250686 - too hard on the cost angle.
250688 -  ..
250689 - There are some inherent leveraging dynamics in this approach.  The
250690 - people who acquire Com Metrics skills and use them, will build demand
250691 - for more among colleagues.  Organizations who experience better
250692 - results, will want more employees who have these skills, so a culture
250693 - of knowledge emerges that seeks SDS, rather than us haviing to explain
250694 - the fine points of "investing intellectual capital," etc.
250695 -
250696 - Two issues arise...
250697 -
250698 -    1.  The aim is not for everyone to be a Com Manager, but to give
250699 -        everyone basic skills to generate and use SDS work product, in
250700 -        the same way that not everyone who learns literacy and math in
250701 -        school becomes a professional writer or an engineer, but rather
250702 -        are equipped to accomplish the basics, and then depending upon
250703 -        interests can become more skilled or rely on support, after
250704 -        knowing how SDS works to enable good management.
250706 -         ..
250707 -        On the job, some people may become Com Managers, others will be
250708 -        supported by a Com Manager and will encourage staff support
250709 -        from secretaries, working in conjucntion with a Com Manager.
250711 -         ..
250712 -    2.  The design of SDS is to augment human intelligence.  For this
250713 -        to be effective people need to own and control the record of
250714 -        their work.  You cannot have multiple renditions of SDS for
250715 -        each person, i.e., one for work, for home, another when people
250716 -        change their job.
250717 -
250718 -        This presents logistics and privacy issues.
250720 -         ..
250721 -        We need a way for records to be integrated into a person's
250722 -        overall life experience, and yet when people leave the scene of
250723 -        an organization, the organization needs to be able to retain
250724 -        organizational memory.
250725 -
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2508 -