[AERNet] Braille Transcribers?

[KC Dignan]

Tom, Ladies and Gents
Ok, so I have some opinions on this topic.  Probably worth what 
you're paying for them (bupkis) and more than you ever wanted, but 
here they are:  There are 3 important domains to understand about 
this or any other position: The Population, the Message, and relevant 
Timelines.  Not one elephant in the room, but 3.

You must understand your population.  Who are they?  What do they 
care about?  What type of working/transferable skills are both 
typical and desired?  Working conditions?  Understanding you 
population (or candidates) is critical to developing a message 
(brochure, posting, etc.) that appeals to the candidate.

What type of message will appeal?  How will you attract them?  Where 
will they look?  If you have fabulous, perfect understanding of the 
candidates, but don't put your message where they will read it your 
candidate pool will be affected.  The thing is to get the candidates 
you want, not those who would find you anyway.  (20% of "new hires" 
weren't looking for jobs when they switched).

What I've found (over the past 11 years) is that people don't know 
how to develop "a message", and that the message MUST, MUST be from 
the candidate's perspective, not the district's OR the program, or 
even from the student's.  MUST.  Frequently, this just involves a 
"flip" of the phrase.

For example, instead of saying "Distance learning available", say 
"Learn important professional skills without leaving your home or hearth."

Timelines apply to both how the message is read (or not read), and 
the consideration (of making a switch) and application process.  Both 
are critical, albeit very different.  Micro timelines: There are 3 
levels in reading your message, and only at the 3rd level is the 
reader even considering wanting to read it.     Macro timelines: 
refer to the candidates consideration of the new job and the 
application process.   (I've hear over and over "The application 
process takes tooo long there.")  IF you know someone is considering, 
supplying that person with positive messages and assistance in the 
application process is grand.

As for timelines, whatever you write (from the candidates 
perspective, of course), you have UP TO 5 seconds not to be 
rejected.  If you make it through that far, you have up to 90 seconds 
(some sources say 20 seconds) for people to look at your 
subheadlines, photos, captions, graphics.  Still, your reader is 
hoping to reject your message.  IF you get this far, you have 3-4 
minutes.  Graphics, logos, and slogans are a great help, very efficient.

As for the hiring part.  Again, more opinions.

You have 2 options: hire an existing transcriber, and train someone 
already at the school (who may or may not be a "new hire")

Existing transcriber questions:
1.  Qualifications and job duties?
Must this person be LC certified?  Or through a certain lesson of the 
LC certification (e.g. pass Lesson 15, or whatever)?  Or must this 
person have graduated/completed a training program, such as the on at 
North Vista Community College (which has a distance ed option)?  Or 
if the person has partially completed the desired qualification must 
s/he commit to doing so?  Will this person be responsible for 
textbooks?  Or daily papers, exams, etc.?

2. Must that person work AT the school, or will it be possible to 
work from a distant location, to telecommute, perhaps working as a 
contractual employee?

3. (most important), IF you are looking to attract someone to your 
community, you MUST sell the community, the district, and the 
program, typically in that order (sometimes the program precedes the 
district, but NOT the community).  Why should that person work for 
you?  What will s/he get from it?  What are the advantages of the 
move?  Remember, you are asking someone who is competent and 
confident in their current position to leave it, and to go to a 
"position" where they are still competent in braille, but not "the 
Job" (in the current system) and that frequently takes at least a 
year (academic cycle) to achieve.  That's asking a lot.

"Growing your own".
This can have several advantages.  However, the way you "frame the 
message" is VERY important. What are the characteristics of a 
successful braillist?  Who in your district/community fits those 
characteristics?  How can you frame your message to appeal to those 
characteristics. Will this person see it as a 'step up' either 
professionally or personally?

How will that person get trained?  What types of supports will be 
offered to that person during the uncomfortable transition process 
(no one likes to be unqualified or even semi-qualified in a job, 
especially people who are both detailed- and quality-oriented).  How 
will that person be supported during the job?  Will a mentor be 
available? (via listservs, other district/regional braillists)

So those are my questions and comments.... probably not really helpful.

kc dignan
in austin, where the plastering guy is in the bedroom, and the 
electrician is coming this afternoon, and the sun is out and it seems 
to be a perfect central Texas day... too bad we have to go to work next week.

Recruitment tip for the day. Read above.  Also, I hope to be starting 
a "recruitment tools and wisdom clearinghouse" on the TSBVI website this month.







At 07:20 AM 1/5/2007, TomRWoodman at aol.com wrote:
>Our school is looking for a full time braille transcriber for the 
>07-08 school year and beyond.  Does anybody have any suggestions on 
>where to advertise or how to seek out such a person?  I just put an 
>ad on SPEDEX and would like to hear some suggestions.  I'm starting 
>on my search early because I know it coulod be tough to find the 
>right person.  Where do transcribers gather?
>Thanks, Tom
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