Excel VBA tech interview

[xl]

I've found that many companies do not have the level of expertise
commensurate with the level required to weed out the hard core Excel
developer from the Access/VB/.NET developer that 'dabbles' in Excel VBA.
After all, VBA is all the same and it is only Excel, or so they think. With
that said, I am in a position in where I am working under tight deadlines
and have a developer that is experienced, but struggling with Excel VBA.
Essentially, I am carrying all the weight of two individuals. I believe
management is on to the fact that something is not right, but how do I
tactfully explain my ordeal? The tech interview they gave to me was a joke
so I can see how easily someone can slip through the cracks by winging it.

 

[Guest]

Just keep management posted on progress and when they see deadlines slipping,
they'll ask why. You can explain then. Hopefully without prejudice and
finger pointing.
You say you have a developer who is experienced? In what? Take advantage
of their experience to lay out design requirements and perhaps work side by
side with the developer to get some of your Excel VBA knowledge imparted to
them. There's little doubt that the developer will know WHAT needs to be
done and how to attack the problem, it is the HOW that is slowing him/her
down, and that's where working with them can help you both. And you can help
turn what seems to be a liability into an assett.

 

[Tom Ogilvy]

Assuming the OP is a an equal of the other employee and not a manager or
supervisor (which it sounds like to me), then

Sounds like two people hired to get a job done both considered to be equal
in skills. If the other developer doesn't have the skills he/she claimed
they had to get the job, why should the OP provide on-the-job training and
get both peoples' work done so the other developer can keep us the fascade.
Since one person probably can't do the work of two, when push comes to
shove, and management is head hunting, the less skilled developer could
claim that the OP was always changing his code and getting into his
business, is a prima donna, and is the cause of the problem. Better
management is aware of the true situation. If the other developer is
degrading the development effort, it is important that the OP inform them
what the situation is so they can take the actions to get the project on
track - after all, that is what they are supposed to do. The OP could get
fired for not keeping management informed of the problem so they could get
it fixed early. They can make the decision if the OP should be spending
time he is being paid to do development on training the other developer.