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1) I can see the situation really degrading fast into my stuff with her
name on it. She's asking for things that she ought to know, if she's
truly running this project...how do I do my job (write user documentation)
without losing credit for the work?>>
Possibly create in your template in the front matter a "change control form". It could have columns for Description of Change, Date, and Responsible". First entry "First draft xx/xx/xx Leo Marks". Follow-up entries for each draft you change. It not only gives you credit for your work but helps the organization. If she does an edit you could say "Made editing changes as per So-and-So" in the description, sharing the credit (and if need be, the blame.)
<<
2) How much should I involve her in the process? I don't have time (nor
the inclination) to do my job AND to train her too. If she doesn't know
this stuff, is that my problem?
>>
Yah, it is your problem.... Make her an ally instead of an enemy if at all possible. What goes around, comes around. Half or more than half of this business is people skills. And try not to throw up this very visible 'tude you have when you "train" her... work with her, not against her. If she is truly an incompetent, she will fail, but you will still look good. If she is just inexperienced, you will both succeed. Don't worry too much about the competing consulting companies thing... first of all the real entity footing the bill is the corporation you are contracted TO not WITH. Secondly we all shift and change partners along the way, and you might need to get your next contract with that company.
Rosie Wilcox
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