The BDPA is committed to delivering IT excellence to its members and community. It aims to position members at the forefront of the IT industry. To achieve this, BDPA focuses on developing the IT talent pool through programs from elementary school through college. It also provides opportunities for career development and networking through activities at its annual conference. These efforts help address the historic lack of diversity in the IT field by developing minority talent and creating opportunities for recruitment, training, and advancement.

1. BDPA MISSION
The
BDPA is a global member focused
organization that positions its
members at the forefront of the IT
industry. BDPA is committed to
delivering IT excellence to our
INFORMATION TECHNOLOGY THOUGHT LEADERS members, strategic partners, and
Monthly Newsletter community.
The official newsletter of NATIONAL BDPA
Volume 2 Number 1 JANUARY 2003
President's Message Organization for African American in Information Technology to
Diversity In the Workplace develop the IT talent pool. Elementary School, High School, and
College programs feed the IT Professional workforce that feeds
I am pleased to announce that I have joined the the technical, management and executive resource pool. Through
ITAA Blue Ribbon Diversity Panel chaired by BDPA, Corporate America can tap into the Talent Pool through
Robert Knowling, Chairman, SimDesk Job Postings, Resume Databases, Summer Internships, newslet-
Technologies. The panel has been formed to: ter advertising and by attending the BDPA Conference And
o Identify key barriers and challenges to IT Career Fair.
workplace diversity;
o Consolidate existing research on the topic; Diversity Retention: There is still an obvious lack of diversity in
o Identify best practices on IT diversity; and Senior Management Ranks. To bridge this gap, companies can
o Issue concrete industry-based recommendations on how to tap into the executive level talent pool through BDPA and the
better advance underrepresented groups in the IT industry. Information Technology Senior Management Forum (ITSMF).
More importantly, companies have to offer career path opportu-
For more information and a full list of panel members, please nities that develop leadership through internal and external
visit http://www.itaa.org/workforce/ assignments. They have to offer training for business, team build-
ing, inter-personal, and leadership skills through best in class
Identifying key barriers and challenges to IT workplace diversi- professional development programs like those offered at the
ty is not new to BDPA. When Earl Pace, Jr. and the late David National BDPA Conference in August 2003. Finally, to groom
Wimberly founded BDPA in 1975 they voiced their concerns as: promotional candidates and to retain good employees, companies
o Lack of minorities in middle and upper management need to support internal and external "birds of a feather" diversi-
o Poor preparation of minorities for these positions ty affinity groups.
o Low number of minorities being recruited for upper
management positions Diversity Vendors: Pursuing diversity in the workplace is not
o Lack of career mobility of minorities limited to the hiring and promotion of Blacks in IT. Black busi-
o Lucrative minority placement services dominated by ness is another growing area of concern as many companies
non-minorities report that they can't find qualified Diversity Vendors. To address
this concern, companies need to set diversity financial objectives
BDPA was founded in order to address the need for diversity in (e.g. "buy black"). Without clear financial targets, companies are
the workplace. Year after year, BDPA volunteers offer programs just playing lip service to their Minority Vendor Programs. There
and activities to position its members at the forefront of the IT are many opportunities to tap into the Black Entrepreneur talent
industry. Through years of research and program development Pool like the online BDPA Entrepreneur Forum and the
experience, BDPA has determined that the following best prac- Entrepreneur Showcase held at the National Conference. This is
tices are essential to the development of a diverse workforce. another area where companies need to share best practices. For example,
Minority Business Relations program at Walt Disney World has an
Diversity Leadership: Any and all solutions must begin with Continued on page 2.
Senior Management setting diversity objectives as an integral
part of the balanced scorecard and by establishing a corporate INSIDE
culture that values diversity.
From the 2003 Conference Director . . . . . . . . . . .2
BDPA Wins . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .3
Diversity Recruitment: Can't find qualified employment candi- Where are they Now? . . . . . . . . . . . . . . . . . . . . . .4
dates? Companies need to first set diversity hiring objectives PR-Centralian . . . . . . . . . . . . . . . . . . . . . . . . . . . . .5
from the top down. This drives their commitment to invest PR-WorkplaceDiversity.com . . . . . . . . . . . . . . . . .5
resources (e.g. people, money, facilities, equipment, curriculum, Lean Software Development . . . . . . . . . . . . . . . . .6
organization) to develop the IT talent pool. BDPA's "Classroom BDPA 25th Annual National Conf. . . . . . . . . . . . . .7
to the Boardroom" Life Cycle Program is a prime example of BDPA Chapter Anniversaries . . . . . . . . . . . . . . . .7
how Corporate America has partnered with the Premier BDPA Calendar . . . . . . . . . . . . . . . . . . . . .8
The BDPA Monthly Newsletter

2. From the 2003 Conference Director
Welcome to the Since our first conference -- back in 1978, when there existed only a handful of BDPA
BDPA Monthly members and IT technologies - the focus on the opportunities available for African
Americans in IT has exploded. Predictably, as this growth continues, so too does the
Newsletter complexity of the business and its challenges.
As a service to our members, the BDPA has been a global member focused organization that positions its members at the
BDPA Monthly Newsletter is dis- forefront of the IT industry and has been addressing and discussing those
tributed to provide pertinent challenges in the grade schools through the college years, in the corporate environment, and on the entrepre-
information on National BDPA neurial front.
activities.
The BDPA 2003 25th Annual National Conference:
The BDPA Monthly Newsletter Information Technology: From the Classroom to the Boardroom
will entail such things as: Career As IT professionals we have unprecedented opportunities today to capitalize off the technological innovations
and Professional Development of new millennium. The BDPA Conference offers speakers and sessions designed to provide a total informa-
guidelines, “hot” technical skills, tion technology experience to students (high school and college), information technology professionals, entre-
job opportunities, member pro- preneurs, IT senior managers, corporations, academia, government agencies and the research community.
files, upcoming Professional and Those that are new to the industry also have the opportunity to benefit from meeting and listening to the pio-
Social events, vision and thought neers in the IT industry that will be present at this year's Conference.
leadership articles from the
National Executive Committee as Here are just a few of the highlights of the 2003 Conference. We will have over 30 Conference workshops
well as other BDPA members. ranging from technical topics to career advancement issues, and over 60 Career Fair participants for those
looking for or changing careers like Merck, Fleet Boston, Kraft Foods to name a few. We'll have an
Hopefully, you will find this publi- Entrepreneurs Showcase, which is a full day of seminars to assist those that are looking to go into business for
cation to be informative and themselves as well as existing business owners. We will have our Youth Conference, a College Expo, and an
insightful. We welcome your IT Showcase, where students will have an opportunity to showcase their IT talents for prizes. This is only a
input on the newsletter. sampling of what you're in store for!
Comments, suggestions, and And let's not forget the abundance of networking opportunities available throughout the week.
opinions can be sent to:
editor@BDPA.org. The mood of the conference is always friendly, informative and, of course, a LOT of fun! Get a head start and
register today at https://secure.bdpa.org/creg.cfm before the price of registration increases!
ENJOY!
Reginald J. Gardner I look forward to meeting you at the BDPA 2003 25th Annual National Conference in Philadelphia.
National BDPA Vice The city that loves you back!
President, Member Services
Roxanne Clinton
Publication Committee: National Conference Director
Reggie Gardner
President’s Message continued from page 1.
(Sears, Roebuck & Co.)
excellent track record of working with African American businesses and non-profit organizations.
Wayne Hicks
(Hicks Enterprises) I am also pleased to announce that BDPA has formed a strategic alliance with WorkplaceDiversity.com to rec-
ognize the Top 10 Companies for Blacks in Information Technology that have demonstrated a superior com-
Anita L.Vega mitment to workplace diversity. BDPA will poll its members, corporate sponsors and supporters to develop a
(OCCI-NY) list of companies that have gone above and beyond the call of duty to address barriers to a diverse workforce.
One company of the top 10 will be presented with the first annual Best Company for Blacks in Technology
Award at the National BDPA Conference Awards Banquet.
To find out more about BDPA, please visit our website at www.bdpa.org or give us a call at 800-727-BDPA.
The BDPA Monthly Newsletter BDPA Internet Radio Show
Mailed and electronically forwarded to over 15,000 of our
$75 per 30-second ad
members, friends and supporters.
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Two page limit on ad space each month. Act right away!
For information, contact BDPA National Office at :(800) 727-BDPA or info@BDPA.org
2

3. Volume 2 Number 1
BDPA Wins Outstanding Organizational Advocacy Award
It was networking at its finest as leaders in business, technology and government gathered at the Royal Palm Crowne Plaza (South
Beach, Florida) for the 2002 Regional Excellence Awards on November 20th to usher in the new award winners. This was the
Awards' 9th anniversary, which was sponsored by AT&T, the Lesesne Media Group, IN FOCUS INTERACTIVE Magazine and IN-
FORMATION MANAGEMENT.
Tony and Woodie Lesesne eloquently hosted the evening. A fabulous reception, with exotic fruits and cheeses internationale, pro-
vided the backdrop for party-goers to meet, greet, press the flesh and exchange business cards. As the evening unwound with
warm welcomes, a succulent presentation of salmon with all the trimmings was served for dinner.
Miami-Dade County Manager, Steve Shiver, provided an informed and entertaining keynote as he waxed philosophic and talked of
cutting-edge trends in e-Government centered around a growing menu of County services to citizens via the Internet. The success
of the November election and his humorous treatise of the earlier events found friendly harbor with the audience.
JANUARY 2003
The remainder of the evening was studded with bright and worthy nominees in four (4) categories. The categories and 2002 win-
ners were:
◗ Corporate Spirit of Progress Award: South Florida Water Management District
◗ Leadership and Visionary Award: Randy Dewitt, Miami-Dade Community College School of Entertainment Technologies
◗ Institutional Excellence Award: Nova Southeastern University
The crown's jewel, in this author's eye, was the Outstanding Organizational Advocacy Award. Nominees were: The Georgia
Minority Supplier Diversity Council, Technology Alliance of Georgia, South Florida Technology Alliance, Techlinks (Atlanta Georgia),
NSBE, University of Miami, Association of Internet Professionals, Black Data Processing Associates, Black MBA (of South Florida),
Women in Technology and Minority E-Commerce Association. According to IN FOCUS' Chairman and President, Tony and Woodie
Lesesne, respectively, "Though organization is important, it is not what earned these honorees their nominations. Instead, these are
organizations that give small groups a big voice. They are advocates for diversity, gender equality and the furtherance of their spe-
cific groups. They rally their peers and co-workers, inspiring them to action in the workplace and in their communities. In short, they
get things done."
And the winner is…
The BDPA Monthly Newsletter 3

4. BDPA - High School Computer Competition Participants
Where Are They Now?
By Dr. Terralyn Renfro
My name is Dr. Terralyn Renfro and I am a 1991 alum- in Forensics. Today, I am a Licensed
nus of the very first computer team established by the Psychologist/Independent Contractor with the State of
San Francisco Bay Area Chapter of BDPA. Participating California Department of Corrections. Although my
in the weekly computer camp and traveling to New York spare time is limited, I have found it extremely necessary
City that year for the annual national competition was an (and healthy) to create a balance between my career
invaluable experience. Working closely with the coaches and personal life. Thus, I take great joy in participating in
and my teammates enabled me to acquire new comput- church/community activities, mentoring/tutoring youth,
er skills and boosted my confidence in a field in which I spending time with family, traveling, sports, and have
had minimal prior experience. It further provided me with recently begun taking piano lessons.
valuable lessons in teamwork and leadership, as I was
sometimes called upon to represent and/or speak on I would like to thank the San Francisco Bay Area
behalf of my team. Chapter of BDPA for the privilege
of being chosen to participate in
Upon graduation from high school in the computer camp. Although I did
1992, I was accepted to Hampton not ultimately pursue a career in a
University in Hampton, Virginia where I business or computer-related
entered with a double major in psychol- field, the skills I acquired have
ogy and business management. As a been an integral part of my every-
sophomore in college, I dropped busi- day life. These critical thinking,
ness management as my second major problem-solving, teamwork, and
and began to pursue my interests in the leadership skills can be general-
up-and-coming field of Forensic ized to all professional fields, and
Psychology - the study of psychology with the rapid changes in technol-
and the law. I became so engrossed in ogy, it is virtually impossible to
the research of this budding field that my work and live without having to
professors began to informally refer operate a computer or other elec-
other students with similar career aspi- tronic devices on a daily basis.
rations to me for academic advisement.
It was also about this time that I found a I would like to encourage current
professional mentor whom I could shad- and future HSCC students to thor-
ow and learn the more practical applica- oughly research your
tion of the business. My journeys took academic/career interests, set
me in and out of the Norfolk and short and long-term goals to make
Portsmouth, Virginia jails where I these interests into a reality, do
observed as my mentor conducted inter- not be afraid to change your mind
views to determine criminal offenders' or try new things, seek out a pro-
competency to stand trial and mental status at the time fessional mentor for guidance and support, and manage
of offense, and provided expert testimony in court. It was your time in a way that will allow for the incorporation of
this combination of research and practical experience leisure activities. Finally, it is important to recognize that
which assured me that I wanted to pursue graduate we as alumni and current HSCC students are living proof
studies in this area. that planning, perseverance and hard work equals suc-
cess. Therefore, we have a responsibility to set a posi-
In 1996, I obtained a Bachelor of Arts degree in tive example and share our knowledge with other young
Psychology from Hampton University (HU). During my people who may not have the same opportunities with
final semester at HU, I applied, interviewed and was which we have been blessed. Each one teach one, each
accepted directly into a four-year doctoral program. In one reach one!
addition to academics, my training and related employ-
ment included conducting psychological evaluations for
the courts, and providing group and/or individual therapy
with various types of adult and adolescent offenders in
correctional, probation, and parole settings. In 2000 at
the age of 26, I earned my Doctor of Psychology (Psy.D.)
degree in Clinical Psychology with a personal emphasis
4 The BDPA Monthly Newsletter

5. Volume 2 Number 1
New NATIONAL BDPA
NATIONAL BDPA AND WORKPLACEDIVERSITY.COM FORM
Member Services Benefit Announcement
PARTNERSHIP
Affordable Online Training Services provides Organization for African Americans in IT and Leading Diversity
BDPA Price Discounts up to 15% Job Board form partnership to recognize Best Companies for
Blacks in Technology
[Greenbelt MD, December 3, 2002] - National BDPA (Black
Data Processing Associates * (http://bdpa.org)) and Centralian GREENBELT, MD and LIVINGSTON, NJ (December 2, 2002) - - -
Consulting Services (www.Centralian.com) have formed an WorkplaceDiversity.com (www.WorkplaceDiversity.com), the source
alliance to provide members with training tools to adopt, adapt for diversity talent, and National BDPA (Black Data Processing
and advance their individual technology and business skill sets. Associates * (http://www.bdpa.org)) today announced a joint ven-
This alliance is part of ongoing outreach efforts by BDPA to pro- ture to recognize the ten best companies for Blacks in technology
vide value-based member services in the areas of educational, as well as to honor one of the ten companies as Company of the
career and employment advancement opportunities in the tech- Year. The award for Company of the Year will be presented at
nology field. BDPA's 2003 Annual National Conference to be held August 13-17,
BDPA's activities are both broad and targeted. They provide 2003 at the Marriott Hotel in Philadelphia, PA.
skill-based and corporate jobs databases, sponsor educational WorkplaceDiversity.com is a job search web site for corporate
and executive programs, and provide online resources to mem- recruiters who make a concerted effort to reach experienced diver-
bers. BDPA also focuses efforts on training high school and col- sity talent. The site bridges the gap between companies that sup-
lege students and to attract them into the technology field with port diversity and experienced diversity candidates by providing
such programs as internships, seminars, computer camps, and one central location to post open positions.
high school competitions. BDPA, a national organization, is the premier IT professional
Centralian Consulting Services is offering curriculum from association for African Americans. Founded in 1975, BDPA is cele-
some of the world's best suppliers, including New Horizons and brating a 27- year commitment to closing the digital divide. "We
their online ANYTIME LEARNING product and Element K tech- are very pleased to partner with WorkplaceDiversity.com to recog-
nical skills products. These web-based and computer-based nize the best companies for Blacks in technology," said National
education libraries are perfect for busy professionals who want BDPA President, Milt Haynes. "In this economy, many African
to gain a competitive advantage in their employment search, at Americans in technology are concerned about opportunities for
their workplace or simply to be more knowledgeable for general both employment and advancement. BDPA and
principle. Families can also use these courses to provide assis- WorkplaceDiversity.com feel that it is important to recognize those
tance for student homework and home businesses. exceptional companies that have provided African Americans with
Online courses can be used to prepare for certification opportunities to break the glass ceiling in IT."
examinations (i.e. MCSE, CNE, A+, INet+, Network+, CCNA, "BDPA is the voice of African Americans in IT," said Wayne E.
etc…) and to earn continuing education unit. The Office Pollard, president and co-founder of WorkplaceDiversity.com.
Productivity GOLD Library is an ideal training resource for "WorkplaceDiversity.com is honored to be working with BDPA
BDPA Chapters that prepare students throughout the year for because it is committed to closing the digital divide and helping
the National High School Computer Competition. It includes African American IT professionals advance. " Added Pollard, "We
HTML 4.01, Web Authoring levels 1&2, HTML Programming are very pleased to recognize ten companies that are truly practic-
4.0; Introduction and Advanced, NetMeeting 3.0, DHTML ing workplace diversity in their IT departments."
Cross-browser techniques part 1&2, Quark XPress 4.0 and
much more! About WorkplaceDiversity.com
"Maintaining an edge by taking advantage of the tools to do WorkplaceDiversity.com (www.WorkplaceDiversity.com) is the
so provides individuals with more confidence when approaching source for diversity talent. The first career web site for companies
that new employer for a position or a current manager for a that want to recruit experienced diversity candidates, it combines
salary increase says George Williams, Business Strategist with leading technology with diversity and career information from over
Centralian. "My experience with members and corporations 2,500 sources. WorkplaceDiversity.com enables experienced
during tenure as BDPA National President has provided me diversity talent to find open positions at companies that support
with a perspective that many of the best hiring candidates are diversity, and get information and resources that will help them
JANUARY 2003
BDPA members. Companies want to hire those members who attain their career goals. For more information about
can prove they are the best." WorkplaceDiversity.com, please visit www.WorkplaceDiversity.com,
or call (973) 992-7311.
About Centralian Consulting Services:
Centralian is a five year-old performance improvement consult-
ing firm set forth to aid the local, national, and global communi-
ty in the adoption of, adaptation to and advancement toward
information technology. The company is committed to adding
value to the Internet community for novice and expert users
through strategic planning, target marketing, web services,
diversity initiatives and professional training. As trusted busi-
ness & technology stewards, Centralian works primarily with
small to mid-size companies and organizations taking their first
steps online and those currently online that seek to gain com-
petitive advantages through the use of Internet technology. The
firm also works as MBE/FBE subcontractors with larger firms
and government agencies on a variety of short- and long-term
projects.
The BDPA Monthly Newsletter 5

6. Lean Software Development : Expect Zero Defects Cycle time for software development is measured in the number of days
- Mark Windholtz, www.objectwind.com needed between feature specification and production delivery. This is
called: Software In Process (SIP) . A shorter cycle indicates a healthier
$59.5 Billion wasted! The U.S. gross domestic product loses 0.6% a project. A Lean project that deploys to production every 2-weeks has a
year because of software defects. Currently, over half of all errors are not SIP of 10 working days. Some Lean projects even deploy nightly.
found until "downstream" […] or during post-sale software use. This
Going to production every 2-weeks may raise fears of introducing new
occurs even though vendors already spend 80% of development costs on
defects. Let's deal with that. In order to achieve short cycle time we
defect removal.
need to eliminate defects. Doesn't that sound pretty straightforward?
The software industry is becoming increasingly interested in removing Start by expecting zero defect software production.
defects after they are created. A focus on defect removal sounds like a
Expect Zero Defects
good idea. What if the defects are not created in the first place? What
If you expect zero defects a fundamental change in thinking occurs. Do I
would that be worth? Is it realistic to suggest that software can be built
mean to say that no single defect will ever occur? No. I mean that we
without defects? Teams using Lean Software Development are demon-
treat every defect as something really, really bad, and figure out how to
strating that it can be done. To see what we mean by Lean, let's start
prevent that class of defect from occurring again. Expect zero defects
with what is not Lean.
and you realize that the way you schedule, test, program, and release
"Scientific" Project Management software all needs to change to accomplish your goal. And since 80% of
Henry Ford built his early automobiles using "scientific" management current software project dollars are spent removing defects the goal of
techniques. Every production step was optimized for return on invest- Zero Defects becomes financially justifiable.
ment. Cars were shipped directly from the factory to the dealer without
Extreme Programming has a practice of Test-First coding that is funda-
testing them. The focus was on efficient, not quality production. As the
mental in achieving the goal of Zero Defects. Test-First coding requires
auto industry grew factories added testing and repair stations at the end
that an automated unit-test is written before the production code.
of the line to catch defects before the customers did. It was a helpful
Additionally, acceptance tests are built directly from the requirements
innovation. Quality assurance became focused on that final phase.
before the production code is written. All tests are built one at a time
When defects were found components were disassembled and fixed.
immediately before each piece of production code. Moving the tests to
The cost of this re-work was high.
the front of the process gains efficiencies in providing a tight discipline
Parallels can be found in how most of the software industry builds soft- and direction to the team.
ware today. Programs are either released to the customer for testing, or
Increasing The Business Payback of Projects
they are tested as the last step before release to the customer. And
Finally, there are two ways to increase the payback on a software project:
much of the current focus of quality assurance is on finding defects at the
lower the cost or increase the value. Lower costs can be accomplished
end. Is it reassuring that we are following the same path as the automo-
with offshore development. Understandably, corporate executives are
tive industry? Certainly if we do a good job of testing at the end, many of
unhappy with paying high dollar rates for poor quality software built local-
the defects will be caught.
ly. Instead they reduce labor costs by moving projects offshore. Offshore
Testing cars at the end does find the defects. But since a mass-produc- programming gets low-cost, & talented programmers to produce the
tion factory produces in large batches, many cars are built with the same same poor quality software as before. Reducing cost increases payback.
defect before the defect is detected at the end. Consequently many cars
An alternative way to increase payback is to increase project value. This
need to be re-worked because of the same defect. When cycle time
can be realized by savings of time to market, closer understanding of the
between error, detection, & correction is long it causes repeated errors to
real customer requirements, and customer goodwill by providing defect
occur before correction. Now that is expensive!
free applications. Lean Software Development provides the business
Could this be why 80% of development costs are spent on defect case for this approach. Extreme Programming provides the most popular
removal? If we wait until the end of a month-long cycle to test, program- way to implement Lean Software Development.
mers will introduce similar kinds of defects across the system. Repeated
A closing thought. In the 1980's Japanese Lean Auto Manufacturers
defects in software occur when communication with the customer breaks
established engineering and production facilities in the U.S. Did they
down causing multiple wrong features to be built; when wrong assump-
move development off-(Japanese)-shore for lower U.S. labor rates? No
tions are propagated; or when programmers don't share information
way! They now build cars in Ohio and Michigan, in order to be closer to
among themselves and multiple programmers make the same mistake.
the customer, to ship quicker and to understand more deeply. They
These defects show the limitations of long cycle times.
moved closer to customers to produce more profitably.
Lean Manufacturing
The same occurs in companies that adopt Lean Software Development.
In the 1950's a revolutionary concept was introduced. The Toyota Motor
Offshore may be less expensive, but when software is business critical,
Company began testing at every station. They also reduced batch sizes
locally built Lean Software Development with short cycle times and low
so that cycle time was reduced, defects appeared quickly, and were cor-
defects are the cost effective option.
rected quickly. When cycle time is short, the number of components
assembled with the same defect is reduced. This means less rework and References:
lower costs. i The Economic Impacts of Inadequate Infrastructure for Software Testing
A report by the National Institute of Standards and Technology
Still today most software is built in long cycles from three months to many http://www.rti.org/
years and often not tested until the final step of the process. Lean ii The Machine That Changed the World: The Story of Lean Production
Software Development provides a different vision. Quick cycles, rapid, by James P. Womack, et al, 1991
continuous, automated testing, & close interaction with the customer pro-
iii Lean Development: A Toolkit for Software Development Managers
vide the software that the business needs when it is needed. Mary & Tom Poppendieck (Draft), June 2003
Lean Software Development www.poppendieck.com/ld.htm
The software industry finds itself in a situation today similar to automobile iv Software-In-Process, A New/Old Project Metric
manufactures in 1970's. Defects are sapping resources and angering Kent Beck, Three Rivers Institute
customers. Defects and long cycle times are reducing our ability to http://www.threeriversinstitute.org/
respond to new business opportunities. The most heavily marketed solu- v Test-Driven Development, by Example
tion is to add more bulky process steps and to do more testing at the Kent Beck, June 2003
end. This approach lengthens cycle times. Meanwhile the Lean The Goal, A Process Of Ongoing Improvement
approach is delivering successful projects using processes with unlikely E. M. Goldratt, 1984
names like: Scrum, DSDM, and Extreme Programming (XP). Lean
Software Development reduces defects and cycle times while delivering a
steady stream of incremental business value.
6 The BDPA Monthly Newsletter

7. Volume 2 Number 1
The BDPA 2003 25th Annual National Conference
2003 CONFERENCE PRICING LIST
ADVERTISING BDPA 2003
Program Guide Black & White
Full Page $1,000
25th ANNUAL NATIONAL CONFERENCE
½ Page $750 "Information Technology: From the Classroom to the
Inside Front Cover $1,500 Boardroom"
Inside Back Cover $1,500
August 13-17, 2003
Career Fair Guide Black & White
Full Page $1,500
PHILADELPHIA MARRIOTT
½ Page $1,000 1201 MARKET STREET, PHILADELPHIA, PA 19107
PHONE: 215-625-2900 FAX: 215-625-6097
CONFERENCE PROMOTION
Newsletter Sponsorship $2,500
Web Banner $1,500 (3 months) CAREER FAIR & TECHNOLOGY EXPO
Conference Tote Bags $10,000
Internet Radio Show $900 Friday and Saturday, August 15th and 16th
RECEPTIONS & MEAL FUNCTIONS Sponsorship Attendees LEADING EDGE SEMINAR TRACKS:
BDPA IT Golf Classic $35,000 144 I. INFORMATION TECHNOLOGY
golfers II. LEADERSHIP DEVELOPMENT
Chapter Officers Luncheon $5,000 150
Chapter Presidents Luncheon $7,500 250 III. ENTREPRENEURS & SMALL BUSINESS
Community Service Recognition Dinner$10,000 250 IV. CAREER DEVELOPMENT
Corporate Hospitality Suites $3,000 250 V. ACADEMIC DEVELOPMENT
Chapter Presidents Brunch $2,500 55
VI. COLLEGE STUDENT TRACK
Board of Directors Luncheon $3,000 80
Dignitaries Reception $15,000 350
Awards Executive Reception $5,000 250
IT SENIOR MANAGEMENT FORUM (ITSMF)
Executive Reception $3,500 150 Network with CIOs and Senior Management Professionals
Hospitality Receptions $6,000 each 250-300
Evening Hospitality Suites $2,000 each 100 HIGH SCHOOL COMPUTER COMPETITION (HSCC)
Opening Reception $15,000 500 Experience the excitement as high school students from over 25
Youth/HSCC Conference Breakfast $3,500 each 250
Youth/HSCC Lunch $5,000 each 250
urban communities display their skills and expertise in program-
Youth/HSCC Dinner $7,500 each 250 ming and technical presentations.
Plenary Session (3) $4,000 each 200 YOUTH CONFERENCE
Prayer Breakfast $10,000 350 Hands-on training and workshops in technology, PCBuilding
Awards Banquet Reception $6,000 400-600
Awards Banquet Sponsorship $50,000 800-1000
Race and IT Knowledge Quiz Bowl, and IT Showcase
Awards Banquet Table (10 per table) $750 /table
NETWORKING OPPORTUNITIES
Awards Banquet Corporate Package* $2,000 Meet IT Professionals from over 40 BDPA chapters across the
Prayer Breakfast (10 per table) $400 /table nation.
* Ten (10) invitations to Awards Banquet Executive Reception, one (1) ban-
· CIO ROUNDTABLE
quet table, prime location for banquet table, full page ad in the banquet pro- · ENTREPRENEUR SHOWCASE
gram book (deadlines apply) · COLLEGE &
HBCU ROUNDTABLE
IN-KIND · TOWN HALL MEETING
Youth Conference Workstations 30 Computers and printers · AWARDS BANQUET
HSCC Workstations 30 Computers and printers · BDPA IT GOLF CLASSIC
Workshop/Internet 30 Computers
Cyber Café 20 Computers
· PRAYER BREAKFAST
HSCC Program Support Contribution
Youth Conference Program Support Contribution MEMBER / NON MEMBER CONFERENCE PRICING
JANUARY 2003
Conference Printing Program Guide, Proceedings
Guide, Youth, Career Fair Guide Register By Member Non-Member
ADULT-FULL
ENTREPRENEUR SHOWCASE 12/31/02 $350 $500
Breakfast $4,000 06/30/03 $450 $600
Lunch $4,500
after 6/30/03 $550 $700
CORPORATE Pay by Pay after COLLEGE STUDENT
CONFERENCE PRICING 3/28/03 3/28/03 12/31/02 $150 $200
Platinum Conference Partner $50,000 $50,000 after 01/01/03 $200 $250
Gold Conference Partner $20,000 $20,000
Silver Conference Partner $8,000 $10,000 HSCC/YOUTH
Bronze Conference Partner $4,500 $5,000
$150 $150
JANUARY CHAPTER ANNIVERSARIES REGISTER NOW! TAKE ADVANTAGE OF THE DISCOUNT RATES!!
Northwest Indiana Chapter 11th Annual Anniversary
TO CONTACT BDPA:
BDPA Cincinnati Chapter 13th Annual Anniversary
BDPA Ft. Wayne Chapter 14th Annual Anniversary PHONE: (800) 727-BDPA, (301) 220-2180 FAX: (301) 220-2185
BDPA Phoenix Chapter 16th Annual Anniversary WEBSITE: WWW.BDPA.ORG
6401 Golden Triangle Drive, Suite 450 , Greenbelt, MD 20770
The BDPA Monthly Newsletter 7

8. UPCOMING EVENTS JANUARY 2003 ISSUE
Information Technology Thought Leaders
JANUARY / FEBRUARY 2003 The BDPA Monthly Newsletter
Every Thursday @ 10:30am ET - BDPA Internet Radio Show
http://www.tbwt.com
The newsletter designed to keep our members informed
of news, events and perspectives important to our
JANUARY community.
8 NEC Conference Call
We welcome your comments: editor@BDPA.org
10-12 1Q03 Conference Leadership Team Mtg
(Philadelphia) Read our Online Journal for breaking news, information
and updates: www.BDPAjournal.org
25 Annual Awards Banquet
BDPA Chicago Chapter
FEBRUARY
BDPA 2003
7 NEC Meeting 25th ANNUAL NATIONAL CONFERENCE
“Information Technology:
7-9 1Q-2003 NBOD Meeting (Philadelphia)
"Leadership/Conference Kick-Off" From the Classroom to the Boardroom”
August 13-17, 2003
Chapters may send their information on upcoming events to:
info@bdpa.org. Philadelphia Marriott Hotel - Philadelphia, PA
Platinum Level Conference Partner:
FleetBoston Financial
PRE-SORTED
BDPA Information Technology Thought Leaders FIRST CLASS
National Headquarters U.S. POSTAGE PAID
6401 Golden Triangle Drive, Suite 450 PERMIT NO. 24460
Greenbelt, MD 20770 MERRIFIELD, VA
www.bdpa.org