1 027 4556 7

volume two, number five

October/November 1979

News of the Field Operations Group

New FE nomination

procedure is mostobjective one yet

Approximately 90 field engineers willattend Quota Club, to be held in LasVegas, February 12-15. A new nomination procedure has been developedto evaluate FE "quota attainment" andit is the most objective devised so far.

Field Engineers and members of theFE management team may be nominated by their direct manager. For fieldengineers, quota considerations are:

• How closely does his time cardcorrespond to the Incident Report?This percentage is based on a three-month average. A close correlationmeans that the field engineer keepsaccurate and consistent track of his

time and service calls.

• How efficient is his work? EveryMemorex machine is assigned a standard repair time, and each field engineeris to report a DCI — Duration of aCorrection Incident. A close correla

tion of the two means that the field

engineer is repairing equipment closeto the standard time—or being efficient.

• For overall evaluation, what are

the standard workload hours carried bythe FE? Are they high, low, or average?

• Are the customers satisfied with

this FE? This is to be recommended bythe sales rep or manager.

For branch managers, quota considerations will be:

• annualized attrition control

• percentage of expenses to forecastAll nominations are sent to the

Regional FE Manager and then toSanta Clara, where they must be approved by Frank Juliano before theyare official.

Communications Group employees gathered to hear Dick Ellgen, far right, discuss status of the2076 and 2078 products. The long-awaited units are entering production and final test stages,and will soon be available to fill a growing need in the data communications marketplace.Ellgen has been chief engineer on the products since their beginning nearly two years ago.

The 2076 & 2078—A long timecomin' and lookin' good

Everyone in the CommunicationsGroup had gathered to hear thespeaker. They were from manufacturing, marketing, sales, field engineering,development engineering, customerservice, finance. "It takes many peopleto put together a product program,"Dick Ellgen told the crowd. "You cansee that by just looking around theroom. But these products •will be theGroup's most important ones in 1980,

and we'll all need to continue to pulltogether for their success."

Ellgen, Manager of Terminal Engineering, was referring to Memorex'stwo newest communications products,the 2078 Disp ay Station and the 2076Remote Terminal Controller. In the

works now fot nearly two years, they

are in their final stages of development.Soon they'll enter production and facethe rigors of final test sites. If all goesas planned, that long-awaited firstcustomer shipment will happen in April.

The two products fill a growing needin the data communications market.

They enable Memorex to offer users ofSystem/360, System/370, 303X and43XX Systems a functional equivalentand interface-compatible replacementfor IBM's 3278 and 3276.

But the products promise to be morethan just a replacement for IBM. InMemorex new-product fashion, theyare improved with features that setthem apart from competition. The 2078

(Continued on page 8.)

Letter from C. E. Splaine

Revenue & Assets—We all have a part in helpingOur third quarter earnings report

showed, as you know, that Memorex'srevenue and profits were lower thanour expectations. There are manyreasons why. Perhaps the most influential are: 1) conditions in our marketplace and 2) lower orders and higherexpenses than planned.

Our marketplace has been affectedby aggressive pricing and IBM productannouncements. These announce

ments have made many of our customers uncertain of their future needs

and hesitant to make decisions to

purchase equipment. The economicconditions in the country, such as therate of inflation, are putting financialrestrictions on our prospects andcustomers.

These factors make it increasinglydifficult to grow the profitability of thecompany. Yet at the same time theypresent opportunities for professionalgrowth. With the stamina and dedication each of you has shown in the past,I'm sure we can work with these con

ditions and bring profits up in thefourth quarter.

Each of us in FOG has a responsibility to contribute to the growth ofrevenue and profits, and there are threebasic areas we can focus on to achieve

this: revenue generation (orders), assetmanagement, and cost reductionmeasures.

Reach for the gold!Less than two months remain to

participate in the "Reach for the Gold"

sales contest. The pace of the competition is picking up as LSS sales reps arebringing in qualifying orders. Leadingthe competition at this writing are thefollowing sales reps:

365X: William Beeghley, Los AngelesJames Connor, PhiladelphiaRay Olsz, AlbanyFrank Williams, Pittsburgh

322X: Rich Cook, Milwaukee

1377: Allan Lebow, Birmingham

The prizes will be awarded according to a combination of orders received.A bronze prize is a video recorder;silver is a home video theater; and a

gold is a trip to the Olympics!

Revenue Generation

Although we need orders—lots ofthem—we should use discretion as to

what business is most profitable. Weneed quality orders—contracts that willproduce the most revenue —and weshould focus our time and energyon those rather than less productiveaccounts.

Asset Management

Everyone can contribute to goodasset management—it is not just afunction of finance. Credit collections

can be aided by all people. Sales canhelp resolve problems and expeditecollections, along with field engineering and customer service.

Inventory is another area to bemanaged carefully. Reduced levels ofinventory mean reduced cash consumption. This can be achieved byhaving the right product in the rightplace and not over-stocking spareparts.

Cost Reductions

There are many measures each of uscan take to reduce our expenses. Hereare just a few:

• Use office supplies wisely. Try notto waste anything.

• Make the most productive use ofyour time. Focus on completing yourwork priorities and avoid overtime asmuch as possible.

• Conserve phone calls. Try to saveup your reasons to make a long distance call, rather than making severalcalls to the same person.

• Reduce travel. Do you need totake that trip now or can it wait? Canyou accomplish the same results overthe phone?

• Reduce entertainment. Take yourcustomers and prospects to lunchwhen you know it will be a valuablemeeting. Avoid unprofitable entertainment expenses.

These revenue, asset managementand cost reduction measures all can

contribute to profits. It's our responsibility to take part in improving revenueand profitability. Costs reduced hereand there can add up to a sizableamount, and with all of us making aconscientious effort we can improveour situation in fourth quarter. Thankyou for your continued help.

u

Charles E. SplainePresident

Field Operations Group

Berry celebrates 10th yearThe Boston office was on hand

to help Bob Berry, FOG Vice President, Northeast Region, celebratehis 10-year anniversary. Bob joinedMemorex as Eastern Regional FEManager. He was promoted throughvarious FE management positionsin Santa Clara until returning to theEast Coast. In 1977 he became

Northeast Regional Manager, andwas promoted to Vice Presidentthis year. A shrewd manager, manyfeel Berry's background in fieldengineering and corporate management has given him a broad perspective of the company. CharlieSplaine, right, was on hand topresent Berry with his ten-year pin.

Jerry Keane, sailor—"I just like to fix things-like people who'll take apart watches to seehow they work. I enjoy helping people withtheir problems."

This article is sort of a tortoise and

hare story. The subject is not a fast,flashy employee who has sprung toprominence through a dazzling install.Rather, it is a dependable, dedicatedworker who has, through the years,

emerged as a true star in hisprofession.

His name is Jerry Keane, SeniorField Support Engineer, New York, andhe has been the unsung hero ofcountless installations since he joinedthe company almost a decade ago. Askanyone who knows him what he's likeand they'll just about all answer thesame thing. They'll describe him as"sharp," "dedicated," a "person whocan fix anything." His reputation is bothwidespread and solid.

Keane was hired by the New YorkRegion in 1971, and sent immediatelyto Minnesota to help develop theMemorex 40/50 computers. His previous experience as an engineer forRCA, where he worked on eight CPUs,plus four years in electronics school,equipped him well for his career withMemorex. When the mainframe program disbanded, Keane returned to NewYork and began studying Memorex'sother products—the 1270, 3670-75, andMemories.

He proved a quick learner. NikitaAsanasieff, Santa Clara Field SupportEngineer for Memory products, helpedtrain Keane on the Memory productline and continues to work with him on

Says he'd rather be sailing

Portrait of a top technicianAfter nearly 10 years and a million miles he's fixedthem, installed them, and even designed them

certain installs. "Jerry caught on quickly and became very knowledgeable," heremembers. "His learning was helpedby the fact that he doesn't get excitedwhen he doesn't understand some

thing. He perceives the problem beforehe acts, making sure he understandsthe machine before he starts taking itapart."

World travels

Keane's reputation for competencespread quickly and he began receivingcalls for assistance from around the

world. He traveled to Australia,England, France and all over Americato aid with memory, disc and 1270installations. "I must have flown a

million miles since I joined Memorex,"he calculates.

In October of 1976 Keane became

part of a 3650 program team. He wasone of five field engineers who went toSanta Clara, set up temporary residencefor eight months, and helped designand test the 3650. They worked withDevelopment Engineering and contributed their ideas based on their ex

pertise as field engineers. As a resultof their input the 3650 has more built-indiagnostic aids than any otherMemorex drive.

Keane's expertise is not unique inMemorex field engineering. Many havebeen recognized for outstanding competency and effectiveness. But Keanehas acquired a vast amount of highlytechnical knowledge that is invaluableto customers and Memorex. He holds

the highest technical position a fieldengineer can achieve and his abilitiesare widely recognized and respected.

John DeLeo, Branch Field Engineering Manager. Manhattan, has known

Keane since 1972. He describes him as

a quiet person who's serious most ofthe time. "He's very conscientious andvery cordial with people, especiallycustomers. He can relate technical

problems without getting over thecustomer's head. He's also very good atcalming a customer by patiently explaining a situation and solution."

Never turns down a call

Keane is known for accepting service calls, no matter where or when.

Once he flew to Indianapolis to helpthe Great Lakes Region with a 365Xproblem. After three days he had justpinpointed an internal cable problemwhen he was summoned to help at anaccount in New York. So back he flew,

and without any sleep he rushed totackle another problem.

Keane can attribute his lifestyle totwo things—he's single and he sincerely enjoys his job. "Everyday is different,every problem is a challenge," heclaims. "I just like to fix things—likepeople who'll take apart watches to seehow they work. I enjoy helping peoplewith their problems. I enjoy the travel. Ienjoy learning. Each has rewards."

If there's one thing Keane mightenjoy doing more than fixing problemsit's sailing his 25 ft. boat. He docks itabout seven miles from his home in the

middle of Long Island. Although headmits he doesn't get out as much ashe'd like, Keane says he's able to make12-13 serious, planned excursions ayear. "It's difficult, of course, to makedefinite plans for any trip because Inever know when I'm going to be calledto an account," he offers.

Well, that's one of the hazards that

goes with a good reputation.

How to keep yourself motivated—A short course on keeping your heart In your work-

Got the blahs? Is your job boring?Have you lost enthusiasm for thingsthat once were fun? Do you feelfrustrated by your responsibilities asemployee, parent, spouse? If so,perhaps you could use a motivation"pick-me-up." We all do from time totime.

Unfortunately, there are no surefireways of developing or maintaning self-motivation that will work for everyoneall of the time. There are some tech

niques though, that can help to releasethat most vital source of human

energy—self-motivation.

Reexamine your purposes. Workingwith a purpose is simply knowing whyyou are doing what you are doing.Sometimes we have never defined our

purpose for working. Other times webegin a job or activity for one reason,such as a genuine interest in the workitself, but become turned off when weunconsciously accept another person'spurpose for working, such as advancement or high earnings, forgetting thatour own objective may be quitedifferent. A necessary step in improvingself-motivation, then, is to define clearly your own purposes for your jobs,responsibilities and activities.

Set goals. Goals direct effort andprovide the opportunity for achievement. Goals should be challenging,attainable. Overly difficult goals tend tofrustrate and provide ready excuses ifthey are not met. Easy goals are notrewarding. Experience shows that themost motivating goals are those whichcan be attained about half of the time.

The important thing is that you havespecific targets to shoot at andbenchmarks to see how well you aredoing.

Give yourself a reward. When youaccomplish goals, don't hestitate togive yourself a reward. Simply knowingyou have done a good job in an important area is a great source of satisfaction and is often sufficient. A word of

recognition from family, boss or coworker can be great, but as we allknow, it is not always forthcoming. Sogive yourself a reward. Consider ashort break from the routine, perhapsthat piece of fishing equipment youhave wanted, or an evening out. Thereward need not be great, but it needsto be there. Who knows better than youwhen you have earned it?

Take a break. Continuous dedication

to work may seem like extreme motivation but is actually self-defeating.Without the refreshment of change,enthusiasm soon dies and we are un

able to use our potential fully. Motivation then turns to frustration. Effective

breaks range from a few minutes for acup of coffee or a short walk, to aprolonged change in activity. Physicalexercise can be one of the most

refreshing breaks for those who aregenerally tied to a desk. Experimentwith different kinds of breaks and take

those that work for you.

Solve problems. For most people,solving problems is a great source ofsatisfaction. Fortunately, there is opportunity to solve problems in nearly everyjob, even those which on the surfaceappear to be entirely routine. Look forways you can save work, make thingseasier, or discover new and improvedways of doing your job. When oneproblem is solved, pick another.

Use your strengths. Most self-improvement and motivation programsstart on the wrong foot. They ask youto identify and overcome your weaknesses. Why start with those things thatare most difficult to change whenequal, if not greater, gains can be madeby capitalizing on your existingstrengths? Identifying strong points isnot as easy as it sounds, but threeexercises can help. First, list the

things that you have done well andenjoyed—the many smaller accomplishments of your life as well as majorsuccesses. Second, look over your listand pick out the common skills andabilities you have used. Finally, analyzeyour job for ways you can use yourunique strengths to greater advantage.

Accept the possibility of failure. Anytime we take the initiative and act on

our own we run the risk of failure. If we

are to be self-motivated we must be

able to accept the possibility of failure.

Invest in yourself. Long-term motivation is a never-ending process. Purposes are fulfilled, new challengesarise, our personal situation changes. Ifwe are to remain motivated and

enthusiastic, we too must change. Existing strengths must be maintainedwhile new strengths are developed.Areas of weakness need to be identified

and corrected. New interests needs to

be cultivated. Personal growth requiresthat we spend time and energy onourselves in exploration and learning.

Recognize that motivation is contagious. People who are excited abouttheir lives and their jobs excite others.Those who are turned off drag othersdown. Avoid those people who areconvinced that everything is wrong andnothing can be changed. Associationwith other motivated individuals rein

forces our purpose for working andstimulates us to set challenging, exciting goals. Sharing plans and goalswith others strengthens our desire toattain our goals. The success of othersencourages our efforts.

Also, recognize that you affect themotivation of those with whom youwork. Communicate high expectations.Be willing to share your knowlege,skills and abilities. Listen to ideas and

suggestions. As you contribute to theself-motivation of others, you contribute to your own.

"Reprinted Courtesy of the J.D. Journal, worldwide corporate publication of Deere & Company, Moline, Illinois."

After serving as a dispatcher for the NewYork region for eight years. Bob Nelson isretiring. He is shown here with his wife,Jean; Stan Gang, left; and Perry Cradin,right. Nelson says he'll miss the people, butnot the phone calls in the middle of thenight.

He got 'One Break'and gave excellentservice for 8 years

The name of the placement agencyin New York was J.O.B. — Just One

Break. But unlike your average placement agency, J.O.B. specialized in

finding employment for the handi

capped. It was through this agency that

Memorex, eight years ago, learnedabout Bob Nelson.

Nelson, confined to a wheelchair

since he had polio when he was 15, had

been working as a bookkeeper on Wall

Street. He quit that job in hopes of

finding work he could do from hishome.

At that time Memorex's New York

branch was using a number of answer

ing services for field engineering service calls. Frustrated by their unde-

pendability, Memorex management

contacted J.O.B. and arranged for Bob

Nelson to handle a regional dispatchservice from his home as a contract

worker. A special phone was installed

and Nelson was given responsibility foranswering calls from 5 p.m. to 9 a.m.Monday-Friday, and around the clock

on weekends.

"I hadn't considered a job like that,"

recalls Nelson. "Memorex and I decid

ed to try it on a month-to-month basis

to see how I liked it and how efficient it

was." Nelson, who has two children,

appreciated being able to stay home.He recently remarried and becamestepfather to three more.

Working at home was evidently very

efficient, for now, eight years later,

Nelson is "retiring." New York has

begun using the Central Dispatch Service in Santa Clara. Nelson continues

his dispatching service at home forseveral other clients.

Stan Gang, New York Field Engineering Manager, and Perry Cradin,

Field Manager, visited Nelson upon hisretirement and presented him with aclock as a token of appreciation. "Overthe years Bob has done a great job forMemorex," states Gang. "Everyone inthe region speaks very highly of him,and I know that the prompt, efficientservicing of our accounts can be largely credited to his dedicated work. We'llmiss him!"

1377 used by handicappedprogrammer of OAG, Inc.

A blind programmer for Official Airline Guides, Inc., is able to "read" and operate a Memorex1377 through use of an optacon. The 1377 was modified only slightly to accommodate theinstrument. The programmer is shown here proof-reading his work.

Through the use of a special instrument, a 1377 is being operated by ablind employee of Official AirlineGuides, Inc., Oak Brook, IL. The CRTreceived only a few special adjustmentsso it could be used with an opticalscanner by the operator.

OAG first began using the 1377approximately six months ago when 40CRTs were installed. According to AlLukasik, Chicago FE, none of the adjustments made on the one 1377 wereelectrical. "The 1377 is a remarkable

piece of equipment," he states. "Wemodified it only slightly by making thescreen 7" instead of 9". This makes the

letters smaller and sharper and easierto be read by the optical scanner, orOptacon."

The Optacon is an electronic devicethat enables a blind person to readprinted material. To use it, the "reader"

holds a scanner in his hand and sweepsit across the written page. As he does, acamera within the scanner head con

verts the words and figures into electrical impulses. These impulses translate into physical images that can befelt by touching the fingers of the otherhand to a sensitized area in a readout

box connected to the scanner. So,when the scanner reads a printed "A"the Optacon user feels the outline ofthe "A" on his index finger. By piecingindividual letters together to formwords, the blind person reads.

To proof-read work, the Optaconmay be used in a similar way to readthe screen of the 1377.

Official Airline Guides, Inc. publishesmany standard reference products forthe travel industry. Mike Vena wasSales Rep for the order.

Rathbun celebrates 10th year

Friends and staff members

gathered recently to honor HowardRathbun, Manager. Sales, SystemsEngineering and Marketing Education, for reaching his tenth yearwith Memorex. Rathbun has prettymuch completeda full circle of

jobs in his career with the

company. Hewas Education

Manager whenhe joined, andworked in sev

eral other capac- H. Rathbun

ities through the years, includingMarketing Manager, COM; andSales Support Manager, Semiconductor Products; before returningto his present job in 1978.

It is estimated that over 1,000

people have passed though hiseducation classes. In a letter from

Mike Mann, Manager, Sales Technical Services, Rathbun was praisedfor equipping employees to "facethe rigors of selling in a highlytechnical and competitive marketplace." Charlie Splaine also complimented Rathbun, recalling whenhe himself was a student in one of

Rathbun's classes. "You've been

able to present complicatedmaterial in a logical, understandable way," he said. "The successof the sales force today speaks wellfor you."

DCC exceeds revenue

Gene Downard, Acting Managerof Customer Education, has beenrecognized for his efforts in helping the Data CommunicationsCourse exceed

'its budgetedreven ue of

$52,000. The

first DCC course

was taught inJuly, 1978. Thecourse is a 3-

day, industry-oriented pro- G. Downard

gram to teach people the functional components of a communications environment. Charlie

Splaine was on hand to recognizeDownard's efforts. "Courses such

as DCC enable Memorex to sell SE

services as well as products.Systems engineering services are aprofit center. Revenue is important,but our profitability is more important, and we'll see more emphasisplaced on SE as a profit center inthe 80s. We appreciate the successof this program."

Trimble nabs Mattel Toys

Barely five months with thecompany, Bill Trimble, Sales Rep,Los Angeles, is developing a salesrecord that would make a veteran a

bit envious. Hired as a pro-hire lastMay, his latest triumph is MattelToys, who signed a lease for astring of 3650s and 2 * 10 tapedrives.

The story goes that Mattel hadbeen a Memorex customer four

years ago, but was lost to IBM.Despite efforts to reclaim Mattel,which included a Santa Clara planttour two years ago, the toymanufacturer remained with IBM.

Then Trimble got wind of possibleupgrade plans and approachedthem with IDI and tape drive

presentations. Mattel was impressed with Trimble andMemorex's product quality, availa-ability and the upgrade features ofIDI, so it signed off on the order.To please Mattel even more, theequipment was installed one weekafter the order was received. Ernie

Harper and Pete Adams, both in

Santa Clara, were very instrumental ingetting the equipment delivered quicklyto Los Angeles.

Bill Etheredge, Western Region FOGVice President, is proud of his region'snew hire. "The learning curve in theequipment business is a long, difficultone," he told Trimble in a letter. "For a

sales representative to close an orderof this significance only weeks afterhaving completed formal sales trainingis quite an accomplishment."

Shaughnessy wins contest

All that's sometimes needed to

bring out the competitive spirit inpeople is a challenge. And that'sexactly what Katherine "Keith"Dwyer, Field Administration Coordinator, Boston, presented to theBoston field engineering teamrecently. As Dispatcher for thebranch she created a competitiveprogram to encourage FEs to bemore thorough in reporting theirservice calls. She made a large

chart with all the FE's names on it

and hung it in the office—choosinga spot where everyone could see it.Each time a field engineer thoroughly completed a service call hewas given a star. The first FE whofilled out his column with stars was

the winner.

Bob Shaughnessy, after sixmonths, had acquired the moststars and won.

"Perhaps the most importantaspect of Bob's accomplishment ishis ability to keep me fully aware ofhis schedule," reports Dwyer. "Ifeel that the Dispatcher's rapportwith field engineers is crucial toeffective customer service."

Although Shaughnessy pickedup the cash award for the program,it's agreed that the real winner ofthe contest was Memorex. Custom

er service continues to improve inthe Boston area, thanks to the on

going efforts of Memorex fieldengineering.

Katherine Dwyer and Bob Shaughnessy,winner of Boston FE contest.

SPOTLIGHT New London job mart

A job mart held in New London,Connecticut, on a Saturday in September proved again that this method ofrecruitment is very effective.

The job mart was coordinated byTed Ulven, Industrial Relations Mana

ger for the Mid-Atlantic Region. According to him, 62 applications wereaccepted that day, and some job offershave already been made.

He added that the applicationsreceived are available for all regions toconsider. "Some of the applicants listeda geographic preference other than theEast Coast," he reports. Anyone wishingto talk to him about the applicationsmay reach him in the Philadelphiaoffice.

Kay Danisi:Regional Reporter

Kay Danisi, Foghorn's RegionalReporter, has been involved in much ofMemorex's growth in the Mid-AtlanticRegion. She joined as a receptionist in

1971 when the office was in Bala

Cynwyd. She was promoted to BranchSecretary, and when the Regional Service Center opened in King of Prussia,she was Regional Secretary. Lastsummer she was promoted to Industrial

Relations Specialist.As any good reporter, Danisi likes

the people-contact aspect of her job. Inher spare time, if you could call it that,she and her husband enjoy caring fortheir 6-month old daughter. Anyonewishing to suggest an article idea forFoghorn may contact her in thePhiladelphia office.

Joe McAluney, Mid-Atlantic Region, should be applauded for his tenacity at Bethlehem Steel Corporation. Afterapproximately two years of effort he has received verbalnotification of an order for two strings of 3650s to beinstalled at headquarters in Bethlehem . . . Mike Henry, hasbeen an asset to the Northeast Region in makingbudgeting, forecasting and reporting more timely. He's alsospent a lot of time developing accurate inventories andtraining managers to be more astute in terms of financialmanagement . . . Larry Parker, Southwest Region, hasspent three weeks in BSD sales school. Not one to wastetime, however, he already had six accounts ready to make adecision about Memorex prior to his leaving for school.That's called extremely fast learning . . . Cherrill McMahon,Santa Clara Branch Secretary, recently worked many extrahours to produce extremely professional proposals for sixmajor accounts. She paid a great deal of attention to detailssuch as tables and pricing lists. She completed this extra

work, as well as her usual secretarial duties, with care andprofessionalism in spite of her heavy load . . . After onlytwo weeks in her new position in media order entry, JoyShade, Santa Clara, demonstrated responsiveness aboveand beyond the call of duty. NASA Ames had ordered 82reels of video tape for delivery a day later. They were to beused for filming pictures of Saturn. NASA called four dayslater to report that they had never received the order andhad only 60 minutes of tape left. Without more, they'd haveto shut down the Saturn project. With speed that wouldmake Superman look slow, Joy manually processed theorder and personally delivered it all within the 60-minutetimeframe . . . Bob Brandley, Portland; Joe Campbell andMike Kuly, Los Angeles; Kim Stanley and Adnan Kandah,San Francisco; and Bob Eaton and Gary Billingsley,Seattle, all were honored as the FEs of the month in their

respective branches . . . Jane Berry, Order Coordinator forthe Philadelphia Branch, is the Professional of the Month.Jane has enthusiastically tackled her job, which had beendisorganized and backlogged, and is making it the hub ofinformation and action in Philadelphia. She not onhhandles her job with professionalism, but also has trainedthree temporary receptionists for their responsibilities . . .Jim Dethlefson and Jeff Vogel, San Francisco, have beenperforming above and beyond the call in servicing the tapeevaluation at the Bank of America. They have helped turn abad situation caused by read incompatibility problems intoa very positive attitude towards our tape drives . . . ShirleyColter, Roger Hammond, Ricki Kamimori, San Francisco,have consistently worked overtime in the credit andcollection area to improve cash receipts. Their dedicationmade Western Region's collection ratio 64% inSeptember— S300.000 over forecast ... In the Southeast,Bill Eaton, Wayne Johnson, Dave McBride, Doug Middour,Clyde Clapp, Randy Kruger and Tony Childers werepraised for an installation at Texasgulf in Raleigh. In a two-day period IBM removed an ISC from the customer's 158,and removed all of the IBM disc drives from the computerroom. Memorex then had to install two full strings of 365Xwith IDI and have it operational by Monday morning. Thejob was accomplished with minimum inconvenience to thecustomer, who later sent Memorex a letter of praise for allthe people involved.

8

THE 2076 & 2078 -(Continued from page 1.)

Display Station is cost-effective, offersan improved nonglare screen and keytops, system status display and tiltablemonitor. "Our customers will appreciate these features," points out LynneShanrock, Display Station Manager."They're not available elsewhere."

The 2076 Remote Controller offers

the user greater flexibility than IBM'soffering in that any of the four modelsof the 2078 Display Station may beattached. The IBM Controller must be

ordered to fit the specific models of the3278 Display Stations.

Because of its small size the 2076

Controller can be placed almost anywhere (in a closet, under a desk). Thisallows the customer a great deal offlexibility in his office layout. Since allthe inner-connecting cables go to theController, all the Terminals in a clusterdon't have to attach to the Controller

Display Station. This eliminates thelarge, sometimes messy bundle ofcables at that Display Station.

That the 2076 and 2078 have so

many enhanced features is a credit totheir many designers. Development Engineers Don Stoye and Hank Almeidahave been involved in the project fromthe beginning. They recall that many ofthe ideas were the result of field

engineering input received during theearly design stages. "Maintenancefeatures such as easy access to thepower supply and PCBs were suggestions from field engineering," explainsAlmeida. "From an FE standpoint, these

Soon the 2078 will be out of the development lab and into final production. Thiscost-effective product will offer largerscreen and key tops, system status displayand tiltable monitor. According to LynneShanrock. Display Station Manager, shownhere with the unit, these features are notavailable from competition.

products are extremely reliable." BothStoye and Almeida will be involved withtraining field engineers on the newproducts.

Shanrock and Charlie Hanson,

recently named Terminal ControllerManager, currently are preparing technical and sales materials, arranging Betatest sites and implementing cautiousquality control measures. For Ellgen,who has been chief engineer on theproducts since their beginning, it's agratifying time. "These products will bebig revenue-getters in 1980," he saysoptimistically. "They've been a longtime coming, but they will prove worththe wait!"

0*fCox, Mark, Sr. FE, DallasCrescenzo, John, Terr. Supv., New YorkDavid, Jo, Ord. Corr. A, SCDavis, Joseph, FE. DallasDedios, Jill, Dispatcher, SCDegraff, Jay. Mgr, FE, FOG, LADevey. Steven, Terr. Supv., LADeyorio. Donna. Fid. Supp. Oper. Clk. A,

HartfordDobrovolsky, Andrew. Mgr, FE, FOG,

Denver

Dobson, G. Richard, SE, SCDodrill, Kathleen. Sr. Fid. Ord. Admin.,

ChicagoDoyle. Richard. Sr. AFE, NYDuby, Dennis, Sr. AFE, DetroitDumler. William. Sr. AFE, RoanokeEarly, Dorthe, Sr. Secretary, SCEdwards. William, Sr. FE, SCEvans, Paul. Sr. AFE, SCFerrante, Victor. Sr. AFE, NYFitzgerald, Norman, Terr. Supv., LAFoley, Stephen, Mgr., Reg. BSD Sis.,

Cleveland

Fowler. David, Sr. AFE, Wash. D.C.Gentry, Alice, Acctg. Spec, AtlantaGoldman. Jeffrey. Sr. AFE, St. LouisHackhel. N.. Mgr., Distrib., ChicagoHammond. James. Tech. Instr., Dallas

<FFOG people en the move

Berry, Jane, Fid. Admin. Coordr.,King of Prussia

Bologna, Aldo, Sr. AFE, New YorkBowman, Joyce, Fid. Ord. Admin., DallasBrown. Ronnie, FE, DenverCapelle, Karen. Fid. Admin. Spec, ChicagoCastillo, Charlie. Acctg. Clk. A, SC

Heckman. Mary Jane. Fid. Ord. Admin..Dallas

Heidt, David, Ord. Corr. A, SCHolyfield. Charles, FE Fid. Mgr., HartfordHonda, Gary, In-Training Sis. Rep., SCHopkins, John, Mgr. Fid. Engr., LAIngrassia. James, Terr. Supv., NYJarema. Walter, FE, King of PrussiaJohnson, Kurt, Sr. Sales Rep., BaltimoreJones. Michael, Sr. AFE, King of PrussiaKepler, Harold, FE, ClevelandKlinger. Michael. Sr. FE, King of PrussiaKrueger. Randall. Sr. FE, RaleighLloyd. Pat, Fid. Admin. Spec, DallasMarshall. Michael. Sr. FSS, ChicagoMayotte. Jan, Fid. Admin. Coordr.,

PittsburghMcLaughlin. Cristy. Sr. Fid. Ord. Admin.

BirminghamMiteff, Thomas, Terr. Supv., MadisonMontez. Josephine. Acctg. Spec, SCMorrison. Dawn. Secretary A, San DiegoNivens. Donald. Sr. FE. MiamiPack. Gordon, Mgr., Fid. Engr., ChicagoPanther. Russell, FE, Oklahoma CityPatterson. Gary. FSS. DenverPatton. Ronald. Sr. AFE, HarrisburgPeck. James, , Mgr. Reg. BSD Sis., DallasPierman. Samuel, Sr. AFE, King of PrussiaPizzola. John, Mgr., Dsp-Data Col., SCPrice. Mark, Inven. Analyst, Wash. D.C.Roberts. Christopher, Mgr., Fid. Engr.,

Greenwich

Rooney, Kevin, Fid. Ord. Admin.,King of Prussia

Rosso. Camille. Fid. Parts Admin.,Greenwich

Russell, James, FE, ChicagoRyhal. Suzanne, Fin. Admin., SCSanders, James. Sr. AFE, DallasStanton, Melvin, Mgr., Fid. Engr., BostonStewart, Michael, Sr. FE, PortlandSzymkiewicz, George, Mgr.,

Bus. Sys.-Fin., SCTrevino, Joe, FE, DallasVaughan, Carl, Sr. AFE, Wash. D.C.Waad, Timothy. Sr. Sis. Rep..

King of PrussiaWendt. Richard. Visual Display Rep.. SCWhitney. Gary, AFE, ClevelandWilcox, Frank, AFE, HartfordWilliams. Duane. Sr. AFE, PortlandWoodard, Sandra, Fid. Ord. Admin., DallasYates. Ricky, FE, DallasZanone. Dennis, Mgr., Br. Sis.. NYZimmerman. Robert, Tech. Instr.,

King of Prussia

Foghorn is published six times a year for theMemorex Field Operations Group. Pleasesend ideas and comments to:

Laura F. Carroll, EditorField Operations ProgramsMail Stop 060i2800 Bowers AvenueSanta Clara. CA 95051(408) 987-0949

Regional Correspondents: Marilyn Toto,Western (408) 987-1214; Betty Rawlings.Southwest (214) 258-3510; Karyn Danes.Great Lakes (313) 354-0450; Judy Hester.Southeast (404) 321-0200; Elaine Rizzo.Northeast (617) 890-0700; Kay Danisi. Mid-Atlantic (215) 337-1050; Melinda Bruno, NewYork (212) 541-7780; Colleen Neustadt. Midwest (312) 620-3239; and Gloria Edwards,Federal (703) 821-3300.