Others have said this person is competent and meeting his personal goals: building relationships and successfully evangelizing your department's work. I agree.

Others have said this person is competent and meeting his personal goals: building relationships and successfully evangelizing your department's work. I agree. He's not incompetent. He's just not a technician, and you are. You have the makings of a fine partnership here, that uses your strengths and his to get things done. Don't forget that complementary talents and work styles are generally good. You are already the go-to guy for tech questions. He can be the go-to guy for relationship questions. SOMEBODY has to answer the questions, "how do we get whatever in the budget?" or "do you know anybody at our customer Initrode?" But, this person has some things to learn about taking and sharing credit. It's up to you to give him appropriate feedback. Let's say he takes credit for something he personally did not do. Here's what you do: 1. Cool off if you're annoyed. 2. Speak to him in a place where nobody can overhear you. 3. Ask him to listen to everything you have to say without interrupting. 4. Describe, with particulars, the unwanted behavior. "Yesterday, in the team meeting, you said 'WE successfully framised the zumbinator under budget and ahead of schedule.'" (Don't generalize: don't say "you always take credit" or anything like that.) 5. Describe the behavior's effect on you. Speak for yourself only. "When you said 'we,' I was uncomfortable because I know you personally had nothing to do with that project. It sounded to me like you took credit for work you did not do. " (Don't say "the team gets annoyed" or anything like that.) 6. Ask for a change. "In future, please keep in mind that people who work hard on projects deserve credit for them. When you announce an accomplishment, please be careful to give credit to the right people." 7. Say why: "Personal pride in good work done is very important to me. We have a good partnership here. If you give credit to the right people we'll be even better. Thanks for listening." 8. DON'T expect him to immediately smack his forehead and say, "Oh I have been a fool. I'm sorry, I won't do it again." It takes people a while to absorb "constructive" feedback.