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What do senior testers need to know?

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I tried three or four variations of the word "senior" in the title (and leaving it out) before settling on what you now see (pending any edits). This is something I've been spending a lot of time thinking about lately. The long version of the question is - What do experienced testers who don't want to go into management or another discipline need to know to continue to advance their careers?

I think the list includes things like understanding design patterns and patterns of software test. Testability, change impact analysis, analysis of defect removal effectiveness, process improvement, and research probably belong on that list too. Test strategy and long term vision are necessary. Something on the gathering of metrics may also belong on the list. A bunch of the soft skills are important too - communication, managing up, increasing scope, etc.

Anything else? Anything that doesn't belong?

Comments

  • Anonymous
    August 19, 2005
    I think the list is a very good technical list but perhaps too technical.

    I would add to the list things like the ability to mentor new testers and good proven analytical skills which can only be trained to a certain degree.

    I am not sure about design patterns though software test patterns are definitely a plus as are heuristics.


    Some of your other skills might be better served in other roles rather than test. For example, I am kind of iffy whether or not change impact analysis should be left to the people designing the system. I am not saying that a tester shouldn't acquire a good idea of the overall system and how things work together as that is very important. It is very nice if a tester can not only find the problem but identify the root causes. We all like to think our jobs require all the skills of every other job.

    The most important thing is that the tester can find analyze and communicate problems with the software. If defects form patterns, the testers should be allowed to analyze the patterns to find metrics or practices that can explain or rationalize these patterns so that testing can be maximally effective.

    Most technical people I have known actually don't want to go into management.

    Perhaps the question would best be termed this way.. How do we determine which testers are better than others? At what point does an increase in an individuals skill in test fail to reflect an increase in economic return? In my mind, as long as a tester can improve their value to their employer, they should also be able to advance their careers. Advancement and pay grades is an economic question. Skills that improve economic value should be reflected in pay.
  • Anonymous
    August 19, 2005
    Good point on the mentoring (and on everything else as well!). Technical leadership is something I see as important, but forgot to add to my list.

  • Anonymous
    August 19, 2005
    I thought senior testers spent their time examining the qualities of extra strength polygrip.
  • Anonymous
    August 20, 2005
    I can't believe I forgot this..

    Security

  • Anonymous
    February 04, 2006
    I totally agree with what you're saying. I wish more people felt this way and took the time to express themselves. Keep up the great work.
    Adam Butler
    http://www.alaskacruisecheap.com
  • Anonymous
    February 04, 2006
    I totally agree with what you're saying. I wish more people felt this way and took the time to express themselves. Keep up the great work.
    Adam Butler
    http://www.alaskacruisecheap.com