NEWS AT SEI
This article was originally published in News at SEI on: June 1, 1999
This article captures an exchange of ideas among people who conduct training in
the Personal Software ProcessSM (PSPSM) or Team Software ProcessSM (TSPSM)
for either academia or software development organizations, or who have
conducted research related to PSP and TSP:
·Robert Cannon is a professor of computer science at the University of South
Carolina and is currently a visiting scientist at the SEI, working in the Process
·Gina Green is an assistant professor of information systems at Baylor
·William Hayes is a member of the technical staff at the SEI, working in the
Software Engineering Measurement and Analysis (SEMA) group.
·Alan Hevner is an eminent scholar and professor in the Information Systems
and Decision Sciences Department in the College of Business Administration
at the University of South Florida.
·Thomas Hilburn is a professor in the computer science department at Embry-
Riddle Aeronautical University, which offers an undergraduate degree in
computer science and a master’s in software engineering.
·Robert Pauwels is the commercial training director for Advanced Information
·James Tomayko is director of the Master of Software Engineering program at
Carnegie Mellon University.
·experiences with PSP and TSP
·the reception of PSP and TSP; contributors to their success
·overview of a new SEI special report featuring PSP
·the importance of maintaining teams for training and later project work
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·the challenge of diffusing PSP into the workplace
·the need for management persistence
·lessons learned from PSP and TSP training
Experiences with PSP and TSP
Bill Thomas (BT) (Moderator):The idea of this Roundtable is to have a group
discussion about your experiences with training engineers to use the Personal Software
ProcessSM (PSPSM) and Team Software ProcessSM (TSPSM), and to get an idea of how
engineers and—for those of you in academia—students receive these new ideas. To start
with, give us a brief description of your experience with PSP and TSP.
James Tomayko (JT):Watts Humphrey used my graduate students at Carnegie
Mellon as guinea pigs for the first PSP course back in 1994. Their data appears in his
textbook,A Discipline for Software Engineering . We’ve been using PSP since
then and we require it prior to students arriving on campus. After they’re admitted, I send
them a package of CD-ROMs with lectures and other materials about PSP and TSPi.
They take the course before they get here because we use TSP on all of our project teams
in the software development studio. The studio is 40% of the curriculum for the year. We
had one team last year and four teams this year.
Thomas Hilburn (TH):When Watts was first developing his original PSP book, he
was on the Embry-Riddle advisory board and he convinced us to try out the draft that he
was working on. One of my colleagues taught it. We thought it worked pretty well and
it’s now part of the core—the first courses that entering master of software engineering
students take. We’ve been using it for about four years.
A couple of years later, Watts was convinced that maybe we needed to introduce PSP at
an earlier stage, so we also used an early draft that he had of theIntroduction to PSP,
sometimes called “PSP Lite,” in our freshman sequence of courses. We’ve been using
that for about three years with some modest success.
Last year, we started using TSP in the junior/senior-level course Introduction to Software
Engineering, which is a broad-brush course with a project. For the first time this
semester, we used it in our undergraduate senior design course.
I also worked at the SEI as a visiting scientist a couple of years ago in the process
program and worked with Jim Over and Dan Burton, helping to develop some of the
instructional material for the first PSP courses. I sat through the instructor’s course. For
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the last couple of years at Embry-Riddle, with the help of the SEI, we’ve developed and
delivered a one-week summer workshop for faculty on PSP. Some of my colleagues have
worked with Motorola and Boeing and several other organizations, helping them
introduce PSP into their workplaces. I’ve had some involvement with that.
Robert Pauwels (RP):Advanced Information Services got involved with PSP in 1994
when we were looking for answers on how to apply the Capability Maturity Model® for
Software (SW-CMM®) to small software projects or small software teams. We had been
struggling with CMM. Watts Humphrey recommended that we take a look at PSP as a
way of trying to progress and solve some of the issues. I was involved with the initial SEI
train-the-trainer course in fall 1994. It’s a required training course for our software
engineers and project managers at our organization.
Currently, we have two sides to our business, the development group and the consulting
group. As of yesterday, we have 100% of the people in our development group trained.
Training in our consulting group is a little bit more spotty. We’re trying to solve the
issues in terms of how to get people to use PSP effectively when they’re the only people
who have been trained in it and when they’re off working at a customer site and the
customer has very chaotic processes, if anything at all.
At this stage, we have not utilized TSP, primarily because it was not around in 1994
when we were dealing with the issue of how to integrate PSP into our software
development work. Somewhere down the road, we will give it a shot. It’s a timing
issue—we’re trying to figure out which project to introduce it with.
Robert Cannon (RC):My first PSP training occurred in South Carolina, through the
South Carolina Research Authority. I was trained at an industrial site, which is fairly rare
because most PSP instructors have actually been trained in Pittsburgh. There was a
special arrangement that allowed some instructors to be trained off site. Since then, I have
taught the PSP class at my university. I intend to do that again in the fall and follow that
with a Team Software Process course in the spring.
I had a tremendous opportunity this year to work with the PSP/TSP group. I’ve been
involved in teaching virtually every one of the PSP and TSP offerings at the SEI. The
opportunity to work at an industrial site has been extremely valuable for me. I’ll be the
coordinator for a summer faculty workshop, where we’ll be doing essentially the same
course that Tom did for the last two summers to train faculty to teach PSP. We’re also
going to have a separate workshop to help faculty plan to introduce TSP into their
curricula, or at least to give a course based upon the new Team Software Process book by
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William Hayes (WH):I’ve been working with the PSP initiative as a member of the
SEI’s Software Engineering Measurement and Analysis (SEMA) Group to help collect
data initially from the training courses and now from the field where engineers are using
PSP on the job. I’m helping to characterize the impact, using some fairly rigorous
statistical techniques, of what happens when you use the technology.
I’ve had occasion to visit with and interview a lot of folks in industry. I’ve also gone
through the training myself and am currently applying some of the methods to my work.
Though I don’t develop software, a lot of the discipline methods and data-collection
techniques are actually quite applicable to a variety of settings. I’m using it in the impact
study work that I’m doing now.
Alan Hevner (AH):I’m a professor at the University of South Florida. I started getting
interested in PSP because I taught a little bit of it in my classes at the graduate level for
master of science students. I didn’t get into the full-blown course, but I did show it to the
students and it was quite interesting to them. Then when I started working with Gina
Green on her doctoral dissertation, we selected PSP as an innovative technology to study
our research model.
[Editor’s Note: The SEI special report “Perceived Control of Software Developers and
Its Impact on the Successful Diffusion of Information Technology” by Alan R. Hevner
and Gina Green is based on the doctoral dissertation to which Hevner refers. The report
is available at: http://www.sei.cmu.edu/publications/documents/98.reports/
Gina Green (GG):As Al said, PSP was selected as the innovation that I wanted to
study in my doctoral dissertation, which looked at software development technique
The reception of PSP and TSP; contributors to their success
BT:From your perspective, how are PSP and TSP being received by software engineers?
For those of you working with students, how would you say they are being received by
students? Also, could you describe some of the circumstances that contribute to success
with those groups.
JT:I’ve been finding that by spending a lot more time at the very beginning, explaining
how we’re actually teaching the process—we’re not really teaching the programming
style—people are a little bit more oriented toward picking up the points. There is a lot of
process for relatively small problems during the training. Sometimes the students focus
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on that instead of seeing the end result. We’ve had some problems giving appropriate tool
support for PSP. Our spreadsheets haven’t been that good, but that’s probably our fault.
On the other hand, using the TSP spreadsheet program that Jim Over developed—and
which is still being developed now—has worked very well for us. The detail I get from
that has been exceptional. Since we have a collaborative tool that we use on the Web to
keep track of all of our data and products within the various projects, the mentors at the
SEI and myself can see what’s going on at any given time. We put those spreadsheets out
there so that we can see each cycle—we can see how things are going along. We can see
earned value, actual and predicted, the amount of time they’re spending, how good their
estimates are. I can, on an individual basis, tell how somebody may have messed up in
underestimating or overestimating. Then we can talk about that because we have regular
meetings with individual students. So, we’ve found in cases where there are tools
available and where people understand that they’re learning a process, it seems to be
pretty successful. If you leave them to their own, to invent their own tools or to spend too
much time concentrating on the problems themselves, that doesn’t seem to work.
TH:We’ve worked quite a bit with Motorola. During training, the engineers accept it
very well. I’d say 90% of them think it’s great and they’re able to complete the PSP
material. The difficulty comes on the job: they’re going into embedded systems, trying to
apply PSP or use it for maintenance. Adapting it to their job has been difficult. Some of
our faculty have worked to help them, mentor them, support them, and coach them.
That’s helped, but that’s the difficulty, actually bringing it into the workplace. This is a
place where management supports PSP. There were similar problems at Boeing. In the
classroom setting PSP, at the graduate level, goes over pretty well. Then we ask students
to use it in some other courses. It hasn’t always been that effective. In the freshman-level
course, we struggle with how to motivate students and produce pretty good results. The
problem in our freshman courses is that students can’t really see the improvements that
you get in a typical PSP course. The training effect has been pretty good, but the followup
in using it has been a little bit of a problem.
We started using TSP about two years ago and did two graduate student projects. Watts
came down and helped us launch development of a new scheduling program for our flight
line. We did a database program for the county assessor’s office. They were both very
successful. They used early versions of the TSP and I think students really started to see
the value of PSP. I’d say those were successful and students were able to follow the
process and use the process to their benefit.
Software engineering is a junior/senior-level survey course. It usually has some sort of
team project involvement. I’ve been doing this for about eight years with marginal
success. I used TSP last fall and it was the most successful as far as students learning to
work as part of a team to develop a piece of software. In this case, it was a toy project,
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using Watts’s new text,Introductory TSP. I did two anonymous surveys. The students
still didn’t like filling out all the forms and collecting all the data, but they grudgingly
admitted that it was worthwhile to do that. I did hear comments from a number of
students, “Now I see why we study PSP.” It has been, I think, a grand success so far.
RP:Our own organization reached the stage of institutionalization about two years ago.
Not too many things are questioned anymore in terms of what we’re trying to do with
PSP and the engineers’ acceptance of it. Everyone in the organization is doing it on the
projects that we have management control over. Obviously we’ve got strong management
ownership and support to make sure that it gets done. We’ve done quite a few things to
integrate PSP into our culture to where, I think, the engineers really appreciate it, even
though they still don’t like filling out some of the forms. They really do appreciate how it
helps them during the development work.
My experience has been in working with our own software development staff and with
outside organizations. It’s not uncommon at all—especially for experienced engineers—
to be resistant, early on, to all the planning and all the forms you’ve got to fill out. But
90% of the time the data that’s being collected and the feedback they get from that tends
to turn the disbelievers into believers by the time the course is over. We recognize that
there’s a certain class of people who will never buy into these things no matter how much
you try to convince them.
The theme of filling out forms seems to be a common, recurring issue. During PSP class,
I have to spend time reintroducing most engineers to what a pen and pencil are. I had one
engineer claim that he would get hand cramps from filling out the forms. Even though the
course gets better and the support tools get better, there’s still room for us to work on
things and to make them even more acceptable. To a certain degree, a tool will ease that
transition for people.
Other interesting reactions I get from students—especially as I start working with
organizations that are much larger than our own—is that although many of them
understand the value of PSP, they have total disbelief that their management will be able
to successfully pull it off. They think that everything will go fine until the first schedule
crunch comes around, and then managers will tell them to push all of this stuff aside and
get back to it some day when they have more time on their hands. Organizations of that
size are not far enough into implementation yet to find out whether or not that’s actually
going to be the case.
AH:In our survey, some people said they felt that in their training they received some
reasonable tools and other people developed their own tools. We also got a number of
comments like, “We can’t be very productive with this unless the managers and
development team agree on a set of tools that we’ll all use.” So, there is still some flux in
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the field about what are the right tools and who should supply those tools.
RP:I think a certain class of people who put tools as the show-stopper may come from
that 10% of the people who just don’t want to do it. They’re searching for excuses. On
the other hand, I think we can appreciate that handy tools make it a lot easier for the
amount of data that PSP wants us to collect.
RC:About half of my students would come and say, “I’ve really learned something
about myself and about the way I tend to work.” There were others who would never
really want to use PSP unless they were in an environment where it was expected of
them. I taught an industrial course, where unfortunately there was little management
support, for programmers who didn’t work in the traditional programming environment.
They were not all familiar with even C or Java or Pascal, for example. They kept insisting
that because the problems were irrelevant to their work that they couldn’t see why they
should be doing it. The effort to motivate and say “We should all be working on common
problems to collect data” was not one that was effective with them. If I ever worked in
such an environment again, I’d want to be very careful to determine with management
that they’re much more supportive. In teaching an industrial course here at the SEI, I
found a very positive reaction to PSP by an extremely skilled group of programmers.
WH:I’m a research guy, so neat models that involve data easily catch my interest. It
seemed logical that the software industry would want to take this up—why wouldn’t they
want predictability? But it’s very difficult to really be honest with yourself and to instill
that discipline to change the way you work. It means recognizing that you’ve got to keep
your attention on it—you can’t take a holiday from it. But to be that attentive to what
you’re doing requires a tremendous amount of concentration and discipline. I found it to
be a very big challenge to use these methods. When I’m interviewing people in the field,
I now have a different appreciation for what they’re doing. I really enjoyed the course,
though I struggled to complete it. It wasvery difficult for me to complete it.
I’ve seen people succeed very well with paper and pencil—they don’t need a tool. I’ve
also seen people with the greatest tools who don’t collect the data because they don’t
want to be honest with themselves. I’ve seen people who were the only PSP-trained
people in a chaotic group project and still hold on. I’ve seen groups of people working
together who really benefit from having each other to talk to. At the same time, within
organizations where there are groups that are successful, you’ll find other engineers who
struggle initially to try to keep the data, try to keep their investment in what they’re
doing. But when a management fire drill comes along, the message comes to them very
clearly that spending time collecting data and getting better as a professional is not a high
priority. Making this delivery is a higher priority. Senior management and middle-level
managers can make that message very clear to engineers without having to be very
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explicit about it. That’s one of the things that really gets in the way. I think the comments
we’ve heard thus far really support that as well.
TH:I think there’s a little too much emphasis on the need for tools. I think tools are great
for computations and rolling up the data. That’s not the hard part. The hard part is that
discipline—that relentless, continuous observation of the way you go about your work.
Recording the time and defects just requires attention to details.
RP:Time tracking seems to be one that most organizations and engineers have a lot of
reluctance to. They claim that they’ve got to have some sort of stopwatch tool in the top
right-hand corner of their window or monitor or they just can’t do it. It is perceived as too
much overhead to write down on a sheet of paper something like, “It’s 1:40 and I’m
starting to code.”
Overview of a new SEI special report featuring PSP
BT:Al and Gina, in your research on the diffusion of information technology you
surveyed software engineers about their experiences with PSP. Could you summarize that
project and your findings?
AH:We were interested in looking at some of the behavioral issues of what happens
when new technology gets put into place in organizations. Most people have looked at
end-users of technology. We wanted to look specifically at software development groups
and individuals and analyze a good innovative idea that they were using. We came on the
idea of using PSP because of its newness to the market and the idea that it was an
individual type of technology as opposed to a group or a team technology. Most of the
past research was on individuals, so this would allow us to relate what we found to some
past research in this area. The model that we developed is in the SEI special report.
GG:From a theoretical standpoint, one of our key findings is that a software developer’s
sense of personal control in the software development process is very important. In fact,
we found that that was strongly related to the developer’s overall satisfaction with using
PSP and the developer’s use of PSP. PSP tended to provide a pretty high sense of
personal control to the software developer. That was good news from a theoretical
standpoint. From a practical standpoint, we chose PSP because there was a lot of interest
in it, but we found that the actual use of PSP was not as widespread as we had
AH:We wanted to find people who had used PSP on at least one actual development
project for at least three months and not more than two years. That made the use of PSP
an innovation. With that constraint, we eventually got good surveys from about 72 users.
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GG:The survey respondents indicated that PSP did, in fact, improve the quality of the
software that they developed. In addition, they felt that PSP made them more conscious
of quality-related issues in software development. This means that PSP is fulfilling some
of its intended goals, at least as far as the respondents’ perceptions go.
The importance of maintaining teams for training and later project work
BT:I want to ask a little bit about the issue of people being trained as a team and then
using PSP for projects together. What do you think is the importance of keeping team
members together both in the training and then in the project work?
JT:I think it’s really critical. It’s a way of getting positive peer pressure. I don’t know if
“pressure” is the right word—maybe peer acceptance might be a better word. When we
introduce PSP, there are some who want to do it right away and some who don’t want to
do it. There are some who sort of will do it if everyone else is doing it. Of course, we
have a clear advantage in that I can just order everybody to take the course. I could even
pay attention to whether they’re using it later. But I still think that they’ve been much
more effective when they could use it as a group, when they could talk to each other in
the same language.
AH:We found in our survey that if developers felt that their training was individualbased,
it was difficult to implement because their work was team-based. Just looking
specifically at PSP, developers found that there was a disconnect between individual- and
TH:Watts Humphrey’s new TSP book works very well concerning some of the
beginning mechanics of building an effective team. In industry or academia, these team
projects often don’t have a process. They may have an organizational process, but not a
process that’s attuned to teamwork. TSP guides you through some elementary things that
you’ll want to do in the beginning, launch, planning, and strategy phases as a team.
Students can look ahead through a whole project and have some idea of what they’re
going to be doing week by week. This provides some assurance and a basis for the team
to start understanding what they’re going to do and communicating about that. Like so
much of PSP, it’s really not that astonishing as far as the complexity. A lot of it is just
common sense and good guidance in a structured form. I think that’s as important as
anything else in building a good team.
RP:Our experience is that if you do not train people in teams, PSP will not be used.
Unless everyone on the team is trained—from the project manager through all of the
engineers, and especially the project manager, being the leader of the team—it doesn’t
get used. That’s generally a difficult and tricky thing to do because often organizations
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are reluctant to shut down a project for a month or so as they get a team trained. They’d
much rather steal one person from each of their teams and have them go through it. Then
a few months later steal another person from each of their teams and have them go
through it. Then, maybe, a year or so down the road, they can have everyone trained.
That, in itself, leads to all kinds of additional problems. It’s hard to pilot things like that
unless everyone’s ready to go at the same time. Our experience is that biting the bullet
and doing it in teams is the most effective way.
RC:I’d like to also mention the Introduction to TSP. I think that students can spend a
great deal of time figuring out what to do. To have their roles defined for them when they
begin is extremely valuable. We really only have a short time—about 16 weeks in a
semester—and that’s not enough time to get anything of significance done even in the
best circumstances. When you spend a few weeks just organizing and figuring out who is
going to do what, you’ve lost valuable time. The fact that roles are defined so that there is
minimal overlap helps a great deal. I believe that it would be true likewise for our TSP
groups in industry.
JT:The organizational aspects have been really important. We have a longer time—
we’ve got a year. The students do part-time in the fall and spring. They do about 12 hours
a week. Then, they do full-time during the summer. Because of the pressure of the other
core courses and electives and just getting organized, I was getting late deliverables. In
many years, deliverables that were due in December were arriving in April on many
projects. This year, I know that four teams used TSP for the first time and at the end of
the second cycle, which would be somewhere in November, we had more things done
related to the project that we normally would have had in April. That impressed me. All
four teams were more productive than all of the teams prior to them, except for a couple
of really outstanding groups in the past that were just exceptions.
WH:One of the components of PSP training that’s very powerful is the availability of
data, not just your own data, but a way of judging your own data by looking at the group
data. That team dynamic is an important component. Having said that, I have had
occasion to interview engineers in the field who were very nervous about anyone seeing
their data. I couldn’t find any reason, through interviews with other people in that
organization, that they should be nervous. Yet, they were nervous about sharing personal
data with teammates for fear that they would misinterpret the information. I’ve also come
upon engineers who have been using it for six months to a year and their first question to
me, when they hand me their data is, “Is this any good?” They’re not able to step back
and evaluate it on an objective basis, or at least they don’t feel confident in doing that.
So, having peers to interact with, who don’t threaten the protectiveness you might feel
over your data, is a very important part of successfully adopting the PSP. TSP is one of
the best mechanisms we can find to build in that peer interaction. You also have a coach
whom you might view as a mentor, someone of some seniority, whose opinion you
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respect. Having that person to help you analyze your data is a very important component
to the continued use of PSP in industry.
TH:There is a lot of emphasis put on analyzing your data, but I think that’s the most
valuable part: the self-analysis. I know there’s probably a fear that it’s used to judge the
effectiveness of individuals by management. I know that there are some groups in certain
organizations that try to dispel that. At Motorola, even though management has said that
they wouldn’t use it as a means of evaluating individual performance, they did want to
look at team PSP data. They decided that each team would elect a data security person
who would collect the data, roll it up, and answer questions about individual data without
associating it with individuals in a way that they could be identified. That is a fear and
it’s too bad because I think the data is very valuable for improving individual
performance and, in the long run, team performance as we figure out ways to get team
metrics. I’m not sure we have that yet.
The challenge of diffusing PSP into the workplace
BT:Gina and Al, the idea behind your research was to figure out why some of these
methods for developing software weren’t getting diffused more readily. In your research,
you discovered that PSP is not getting diffused as readily as it might. What do you think
is the reason for that?
GG:There are a couple of things. We found that the degree to which the actual software
engineers are involved in the initial decision to adopt a new technology—for example, to
bring in PSP—has an impact on how widespread the use is. In general, we found that the
degree of developer involvement was on the low side. That could explain some of the
reasons why the use is not as widespread as we thought. In cases where the involvement
by the developer is greater, we tend to find a greater degree of use of PSP by that
Another issue is training. It turns out that training is an important indicator of sustained
use. So, the degree to which the developer was able to receive quality training and was
able to have sufficient time to work on the training-related assignments also seems to be
an important factor in the diffusion.
AH:Some survey respondents said that a weakness of PSP was that it was difficult to
understand how to adapt it to a requirements stage and also to a maintenance stage. Some
people felt that their projects were primarily maintenance or the evolution of an existing
system. They weren’t quite sure how to adapt PSP to those types of environments.
GG:Another challenge was related to the whole issue of improvement in productivity.
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Respondents indicated that PSP did seem to provide them with improvements in software
quality as far as decreasing the number of errors. However, we weren’t able to show
productivity improvements through the results of the survey. Respondents said there was
a lack of immediate improvement in development productivity. I think part of that could
be due to the fact that we are talking about an innovation, so there is a learning curve.
The need for management persistence
BT:We’ve already heard that management support is critically important. What about
management persistence—the idea that management must not only support the effort, but
constantly encourage it.
AH:Regarding the amount of management support, or “champion support” as we titled it
in our research—we found somewhat equivocal results. It’s clear that champion support
is essential to get an innovation off the ground. But we also found a need for developer
involvement in the decisions to be made to bring that innovation in. Some people felt that
the champion was too demanding: “You will do this no matter what.” That took away
from the developer’s personal control or personal choice in the matter. One of our
recommendations in the report was that there is a fine line to be drawn between the
amount of champion support and the amount of user decision-making and involvement
on the developer’s side.
GG:On the issue of management support, you don’t want to do too much, but at the
same time, you don’t want to do none at all. There’s that fine line. As far as management
support for training, we had good news. Software developers seemed to believe that
management had provided enough time and funds for training. They felt that they had
enough access to PSP experts and felt that they had a fairly good network of support.
There is, however, the challenge that managers give them enough time to go to class but
not enough time to effectively work through the assignments. There was also a comment
about class sizes: classes might be more effective if they’re smaller.
TH:In the academic environment, it’s not so much the persistence of management as it is
the persistence of the faculty throughout the curriculum. You can’t simply teach it in one
course and then expect students to acquire some sort of disciplined process that they’re
going to automatically apply in other areas.
RP:In our organization, PSP was not brought in by an engineer or a project manager
who had to sell it up the management chain. It was brought in by the owner of the
company and pushed out, which has some obvious advantages. We changed a lot of our
management and organizational practices to be consistent with the use of PSP. We
developed software engineering policy statements, stating that these things were going to
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be used. We integrated it into our performance-evaluation system at both the engineer
and project-manager levels. Project managers have to report quarterly to senior
management about which PSP practices are being applied to their projects. We provide
support via PSP user group meetings at least once a quarter. Our organizational goals and
objectives include developing high-quality components, which indirectly relates to using
PSP in our development work. We decided that this was important to us, and that we
were going to have to change our culture to accept it. We really took a serious look at it
and changed things at the organizational level to support it all the way.
RC:When students write informal answers on a survey or a test, their writing looks
totally different from when they write about something that they’ve thought about. It’s as
if they write with two different styles. What we’re trying to do with PSP is to convince
them that there’s really one style of work. You don’t have a formal working style and an
informal working style. Your approach to the work is disciplined all the time.
Lessons learned from PSP and TSP training
BT:What are some lessons that you’ve learned from your experiences with PSP and
TH:I went through the PSP exercise one summer and it made me rather humble. I
thought I was a lot better software developer than I was. But it did show me ways to
improve and I saw improvement from the beginning. That’s the sort of experience you
hope all students and engineers who go through PSP training realize themselves. I have
also changed my view of the way I teach programming. Software development and
software engineering have changed dramatically. I hope I am much more of a coach and a
mentor and a supporter than I am just a lecturer or a one-way facilitator. When I was at
the SEI and sat through the engineers’ course, I saw people who had been programming
for 10 or 20 years who were struggling with some of these problems. The SEI does a very
good job in their afternoon labs of helping people plan and learn PSP and develop quality
software. I thought, “Here are some experienced engineers who are struggling with how
to develop programs effectively.” We just throw things at students sometimes—
especially at the undergraduate level—and expect them to develop their own effective
process. So, it changed my viewpoint of the way we’ve been educating our computer
scientists and software engineers.
RP:There are two lessons that revolve around the training itself and one that had an
impact on my associates and me. The industrial delivery of the course is a substantially
different professional training course than most of the courses you go to. This is not a 9-
to-3 type of course that meets for a handful of days for a light break away from the
normal workflow. This training is much more intense than what people are facing in their
SEI Interactive, 06/99 page 14
normal daily efforts. There needs to be a strong understanding of the commitment and
time it takes to get through the training and an effort to make sure people have enough
time to get through the assignments and realize the full benefit of PSP. Then, afterwards,
it’s important for people to understand that since this is not your typical professional
training course there needs to be some sort of vision. Why are we doing PSP? Are we just
throwing money at something, putting people into a class and hoping that productivity or
quality will improve afterwards? There really needs to be some sort of vision about
what’s going to happen on that day after class is over. How do we see things changing?
How do we want to see things change? What kind of practices do we expect people to
start incorporating into their daily work? We should set the expectations of it and make
sure the infrastructure is in place to support that.
The third item reflects more on our organization. For about two years before we got
exposure to PSP, we were trying to get a CMM effort going and we went through some
early growing pains with that. When I went into the PSP class, I thought I had a good
notion of what the CMM was all about. However, the CMM is really big on telling you
what you should do and says very little in terms of how you should go about doing it.
Going through the PSP class was an eye-opening experience. I started understanding
exactly what all these things in the CMM were about and how they related to one
another. It really showed me exactly how to do these things. By the time the course was
over, I felt that it was a total eye-opening experience in terms of what our organization
was really trying to accomplish at a much higher level.
RC:For me, the principal lesson has been to approach much of the work I do in a manner
similar to the way I learned to do things for PSP. I had never thought that I could work at
some things in such a disciplined manner.
RP:The other lesson learned from our perspective is that it works. We recently reported
that out of 148 components that were delivered to the customer over the past two years,
100 of them were defect-free. Our most recent project, which is now a month into
customer use, has about 80,000 lines of code and the customer has reported only four
defects. That’s clearly superior quality in terms of what most organizations are able to
Robert Cannonis professor of computer science at the University of South Carolina.
During the 1998–99 academic year he was a visiting scientist in the Process Group of the
SEI, working primarily on PSP and TSP. He has also been a visiting scientist with IBM
Corp. and at the Center for Automation Research of the University of Maryland. A
principal interest in recent years has been visualization of sedimentary processes, which
he has performed jointly with a team of geological researchers. He is a member of the
SEI Interactive, 06/99 page 15
Association for Computing Machinery and the Computer Society of the IEEE. He has
been active in computer science accreditation and was president of the Computing
Sciences Accreditation Board in 1998–99. He received the B.S. in mathematics from the
University of North Carolina at Chapel Hill, the M.S. in mathematics from the University
of Wisconsin at Madison, and the Ph.D. in computer science from the University of
North Carolina at Chapel Hill.
Gina Greenis an assistant professor of information systems at Baylor University. She
holds a Ph.D. in management information systems from the University of South Florida,
an M.S. in computer science from the University of Pennsylvania, and a B.S. in computer
science from Southern University. She recently co-authored, with Alan Hevner, a special
report published by the SEI titledPerceived Control of Software Developers and Its
Impact on the Successful Diffusion of Information Technology(CMU/SEI-98-SR-013)
[URL to come]. During her professional career, Dr. Green worked as a systems engineer,
database administrator, and software development manager for IBM. Her academic
research interests include the diffusion of innovations, systems development methods,
project management, and complexity in computer-supported work. She is a member of
the Association for Computing Machinery, SIGMIS, and the Decision Sciences Institute.
Will Hayesis a member of the technical staff at the Software Engineering Institute. As a
research methodologist, Will participates in a diverse set of activities at the SEI including
empirical studies focused on the impact of technologies and methodologies in software
development organizations. As a member of the Software Engineering Measurement and
Analysis (SEMA) Initiative, Hayes provides consultation both within the SEI and to SEI
customers, in the area of measurement and empirical studies. He is an SEI-authorized
lead assessor and instructor of “Introduction to the CMM” and “Personal Software
Process” as well as “Implementing Goal-Driven Software Measurement.” He holds a
master of science in research methodology from the University of Pittsburgh, and a
bachelor of arts in psychology from Washington College in Chestertown, Md.
Alan R. Hevneris an eminent scholar and professor in the Information Systems and
Decision Sciences Department in the College of Business Administration at the
University of South Florida. He holds the Salomon Brothers/HRCP Chair of Distributed
Technology. Dr. Hevner’s areas of research interest include software engineering,
distributed database systems, database system performance evaluation, and
telecommunications. He has more than 70 published research papers on these topics. He
has consulted for a number of organizations, including IBM, MCI, Honeywell, Cisco, and
AT&T. Dr. Hevner is a member of ACM, IEEE, AIS, and INFORMS.
Thomas B. Hilburnis a professor of computer science at Embry-Riddle Aeronautical
University. After graduation from college, Dr. Hilburn served in the U.S. Navy and did
work in the area of computer navigation systems. In 1973, he received his Ph.D. in
SEI Interactive, 06/99 page 16
mathematics from Louisiana Tech University. Dr. Hilburn has taught mathematics,
computer science, and software engineering for 25 years and has received numerous
teaching awards. In 1991, Dr. Hilburn worked as a visiting scientist at the MITRE Corp.
in the AERA 3 group. He headed a project investigating the use of pattern recognition to
automate analysis of airspace complexity. In 1993, Dr. Hilburn served as a senior
computer science lecturer for ICAO, in Cairo, Egypt, and taught Ada and software
engineering to Egyptian engineers engaged in developing ATC software. More recently,
Dr. Hilburn completed a sabbatical in the Process Program at the Software Engineering
Institute, where he worked on the transition of the Personal Software Process to industrial
and academic organizations. Dr. Hilburn’s current interests include software processes,
formal specification techniques, and curriculum development. Dr. Hilburn is a member of
the ACM and the IEEE Computer Society, is the current software engineering category
editor forACM Reviews, and serves on a number of professional and educational
committees for software engineering and computer science.
Robert J. Pauwelsis the commercial training director at Advanced Information Services
Inc. (AIS). He has four and a half years of experience in Personal Software Process
education, consulting, and coaching. As commercial training director he is responsible for
working with commercial organizations in software process improvement and training.
He has 12 years of software development experience and has held other positions as
internal training director, project manager, and software engineer. He is an SEI
Authorized PSP instructor and delivers PSP courses to industrial organizations
internationally. In 1987 he received an undergraduate degree in computer science from
Rockford College. He is a steering committee member for the Chicago SPIN and is a
member of the IEEE Computer Society.
James E. Tomaykois a principal lecturer in the School of Computer Science (SCS) at
Carnegie Mellon University and a part-time senior member of the technical staff of the
Software Engineering Institute. He is the director of the Master of Software Engineering
Program in SCS. Tomayko directs the Software Development Studio for the MSE
Program. Previously he was leader of the Academic Education Project at the SEI, and
prior to that, he founded the software engineering graduate program at the Wichita State
University. He has worked in industry through employee, contract or consulting
relationships with NCR, NASA, Boeing Defense and Space Group, CarnegieWorks,
Xerox, the Westinghouse Energy Center, Keithley Instruments, and Mycro-Tek. He has
given seminars and lectures on software fault tolerance, software development
management and software process improvement in the United States, Canada, Mexico,
Argentina, Spain, Great Britain, and Brazil. Tomayko’s courses on managing software
development and overviews of software engineering are among the most widely
distributed courses in the SEI Academic Series.
SEI Interactive, 06/99 page 17
The views expressed in this article do not represent directly or imply any official position
or view of the Software Engineering Institute or Carnegie Mellon University. This article
is intended to stimulate further discussion about this topic.
The Software Engineering Institute (SEI) is a federally funded research and development
center sponsored by the U.S. Department of Defense and operated by Carnegie Mellon
SMIDEAL, Interim Profile, Personal Software Process, PSP, SCE, Team Software
Process, and TSP are service marks of Carnegie Mellon University.
® Capability Maturity Model, Capability Maturity Modeling, CERT Coordination
Center, CERT, and CMM are registered in the U.S. Patent and Trademark Office.
iIn order to use the Team Software Process, all team members must be trained in the Personal Software
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