In an earlier post I discussed how I believed a framework or apprenticeship should be created to promote the career path of DBA to talented individuals. In that post I described a four step path from 1st level IT support through to the first DBA role. I’m attempting to cover step 3-4, i.e. an already skilled person working within IT that has had some contact with databases.
Whilst I think this should be a large-scale project probably administered by Oracle itself in conjunction with various partners, it has to start somewhere.
To this end I put a brief email together and forwarded onto management within my company. I’m happy to say that I’ve received some promising initial feedback, in that the overall idea of creating a formalised path towards DBAing within my organisation is a good idea. However, the hard work starts now as I try put together a plan or schedule for what this training should look like, the Oracle courses that should be incorporated into it and also how the shadowing element should work.
I’ll highlight the fact that I have absolutely no experience in this kind of education planning. All I have is my personal experience as a DBA.
I’m expecting the type of person that would take this path would already be working within our IT department as either a developer or in application support and would therefore have some of the skills required. In my mind each trainee should have a 1:1 relationship with a DBA mentor. In an ideal world this would be someone they’ve already worked with in some capacity.
Very briefly this is how I see the training going
- OS skills – If you don’t know enough UNIX / Linux you can’t be a DBA. Simple as that. Potentially a course may need to be booked – shell scripting skills would be required.
- SQL – Much the same as #1. Hopefully there would be no course requirement as the skills should already be in place.
- Spend time working in the dev environment, responding to basic Dev requests for help and escalating to their DBA mentor where appropriate. It’s at this point that the introduction to in-house tools would start.
- At this point I would probably suggest going on the Database Administration #1 course. Due to the nature of our estate I would suggest the 10g course as opposed to 11g.
- Risk management. We may not realise it but DBAs (particularly production DBAs) are asked to make decisions all day, every day. When asked to perform a task the first question a dba should ask is not ‘How do I do this?‘, it is ‘Should I do this?‘. This mindset may well be completely alien to people with a development background and needs to be covered.
- When they return from the course it would be very helpful if the type of tasks they’re allowed to undertake is expanded to include basic performance tuning, user management and an introduction to backup and recovery. The backup and recovery tasks would need to be under the watchful eye of the mentor.
- Attend the Database Administration #2 course.
- Expand the task list again. Take on more difficult tuning issues, Dataguard configuration / support. Introduction to ASM, particularly in the way that it’s implemented in our organisation.
- At this point I would expect the trainee DBA to be able to take part in rotas for weekend work. This would be with the caveat that any work that is beyond them would be handled by someone else.
- Golden Gate replication, RAC, Veritas Clusters, virtualisation and on and on.
That list above is obviously simplified to a huge extent. It is not exhaustive, and reaching step 10 does not mean that the training has ended … more like the training introduction has completed.
I may have missed some really important steps. Alternatively I may have it in the wrong order. My thoughts on timeframe for all of the above is probably around the 12-18 months mark, although I have no thoughts on the individual timeframes for each milestone.
What I would really like is for everyone that reads this to highlight what I’ve done wrong, what needs to be included, excluded or reordered. I will take all the suggestions and incorporate them as best as I can into a draft document that I’ll be taking back to management. If I can make a good case this will then go on to HR and has the potential to become a reality.