attracting, developing, retaining it professionals

Attracting, Developing, Attracting, Developing, Retaining IT Retaining IT

ProfessionalsProfessionals

Group 2: Kevin Burlage, Patrick Dunn, Tim Sullivan, Vyacheslav MikryukovGroup 2: Kevin Burlage, Patrick Dunn, Tim Sullivan, Vyacheslav Mikryukov

22

ObjectivesObjectives ATTRACT:ATTRACT: Demonstrate the growth trends in IT careers Demonstrate the growth trends in IT careers

DEVELOP:DEVELOP: Understand the importance of continuing Understand the importance of continuing education for a long-term IT careereducation for a long-term IT career

RETAIN:RETAIN: Explore why great management and culture Explore why great management and culture are key to retaining IT talentare key to retaining IT talent

CASE STUDY:CASE STUDY: Compare how Anheuser Busch and Compare how Anheuser Busch and Edward Jones implement these methods todayEdward Jones implement these methods today

ATTRACTINGATTRACTING

Demonstrate the growth potential for IT careersDemonstrate the growth potential for IT careers

44

U.S. Department of Labor U.S. Department of Labor Bureau of Labor Statistics (2002 to 2012 projections)Bureau of Labor Statistics (2002 to 2012 projections)

10 Fastest Growing Occupations Requiring a Bachelor's Degree or Higher10 Fastest Growing Occupations Requiring a Bachelor's Degree or Higher

Network systems analyst

Physician assistant

Software engineer, apps

Software engineer, systems

Database administrator

Computer systems analyst

Environmental engineer

Postsecondary teachers

Network administrator

Computer & IS managers

1

2

3

4

5

6

7

8

9

10

4.6%

4.1%

4.6%3.9%

3.8%

3.7%

3.3%

3.3%

3.3%

3.2%

3.1%

10-y

ear

CA

GR

www.acinet.org/acinet/default.aspt/

55

U.S. Department of Labor U.S. Department of Labor Bureau of Labor Statistics (2002 to 2012 projections)Bureau of Labor Statistics (2002 to 2012 projections)

10 Fastest Growing Industries10 Fastest Growing Industries

Software publishers

ISP and web portals

Residential care facilities

Home health care services

Mgmt, science, IT consulting

Computer systems design

Employment services

Community care facilities

Wireless telecom carriers

Vocational rehab services

1

2

3

4

5

6

7

8

9

10

5.3%

5.1%

4.7%

4.5%

4.5%

4.5%

4.4%

4.4%

4.1%

4.1%

10-y

ear

CA

GR

www.acinet.org/acinet/industry_intro.asp?id=8,1&nodeid=8

66

IT Fastest Growing …IT Fastest Growing …

7 out of 10 fastest growing 7 out of 10 fastest growing occupations occupations in the US are in the IT sector (*)in the US are in the IT sector (*)

5 out of 10 fastest growing industries 5 out of 10 fastest growing industries

in the US are in the IT sector (*)in the US are in the IT sector (*)

(*) Based on 2002 BLS data(*) Based on 2002 BLS data

77

U.S. Job Openings for Computer and IS ManagersU.S. Job Openings for Computer and IS Managers (2004 to 2014 projections)(2004 to 2014 projections)

280,000CIS managers

353,000CIS managers

+73,000+ 26% over 10

yrsor +2.3% a year

2004 2014

http://www.acinet.org/acinet/ Source: Bureau of Labor Statistics

88

CAGR2003

20%

1993

10%

U.S. Department Of Education U.S. Department Of Education Bachelor’s Degrees ConferredBachelor’s Degrees Conferred

24,519 57,439 8.9%

256,473 293,545 1.4%

1,165178 1,348,503 1.5%

Computer and IS

Business

Total Bachelors

?

http://www.ed.gov/index.jhtml

99

CAGR2003

15%

1993

12%

U.S. Department Of Education U.S. Department Of Education Master’s Degrees ConferredMaster’s Degrees Conferred

10,353 19,503 6.5%Computer and IS

89,425 127,545 3.6%Business

369,585 512,645 3.3%Total Masters

?

http://www.ed.gov/index.jhtml

1010

Redmond MagazineRedmond Magazine 2005 Salary Survey2005 Salary Survey

Based on 1,675 U.S. respondents (subscribers)Based on 1,675 U.S. respondents (subscribers)

Demographic Averages of IT Person Demographic Averages of IT Person

$68,535Base Salary

$3,472Raise / Increase

$3,159Bonus

39 yearsAge

10 yearsYears in IT

8:1Male / Female

http://www.redmondmagazine.com/salarysurveys/

1111

IT Base Salary by Job Title (2005)IT Base Salary by Job Title (2005)

$85

$83

$70

$68

$66

$65

$60

$57

$48

$83

0 20 40 60 80 100

Management

Networking project leader

Programing project leader

Programmer / analyst

Network engineer

Database admin / developer

Webmaster / developer

Systems administrator

Trainer

Help deskThousands

http://www.redmondmagazine.com/salarysurveys/

1212

IT Salary by Experience, Job TitleIT Salary by Experience, Job Title

Network Engineer

Systems Admin

Help Desk

Programmer

Network proj. lead

Progr. project lead

IT Manager

Trainer

DBA / Developer

Webmaster / Dev.

$50 $60 $70 $80 $90 $1001-2 3-5 6-9 10+ years

http://www.redmondmagazine.com/salarysurveys/

1313

IT Salary by Educational LevelIT Salary by Educational Level

$96

$81

$73

$67

$64

$64

$58

$0 $20 $40 $60 $80 $100 $120

Doctoral degree

Master's degree

Post-grad study w/o degree

Four-year college

Two-year degree

Some college

High school Thousands

http://www.redmondmagazine.com/salarysurveys/

1414

IT Additional CompensationIT Additional Compensation

70%

59%

51%

47%

42%

41%

34%

28%

17%

17%

12%

0% 20% 40% 60% 80%

401(k) with comp. contrib.

Medical / dental

Life insurance

Paid training

College reimbursement

Bonuses

Paid cert. exams

Paid conf. attend.

Home internet

Software for pers. Use

Stock options

http://www.redmondmagazine.com/salarysurveys/

1515

IT Expected BonusIT Expected Bonus

45%

12%

23%

10%

6%

1%

3%

0% 10% 20% 30% 40% 50%

No Bonus

<$1k

$1-5k

$5-10k

$10-15k

$15-20k

>$20k

http://www.redmondmagazine.com/salarysurveys/

1616

IT Bonuses…IT Bonuses…

29%

24%

1%

46%

0% 30% 60%

Companyprofitability

Personalperformance

Both

Other

..are calculated based on ..are paid

75%

8%

7%

10%

0% 50% 100%

Annually

Semiannually

Quarterly

Monthly

http://www.redmondmagazine.com/salarysurveys/

1717

IT Salary by IndustryIT Salary by Industry

$89

$78

$75

$75

$74

$70

$70

$67

$53

$0 $20 $40 $60 $80 $100

Aerospace

ISP/ASP

Entertainment

Defense/Military

Finance/Banking/Accounting

Telecom

Government

Healthcare

Food/Restaurant .

http://www.redmondmagazine.com/salarysurveys/

1818

Hiring IT ProfessionalsHiring IT Professionals

YES40%

NO37%

Not Sure23%

74%

9%

3%

10%

4%

0% 30% 60% 90%

1 to 5

6 to 10

11 to 20

21 to 30

> 30

Does your company plan to hireIn the next 12 months?

How many does your company plan to hire?

http://www.redmondmagazine.com/salarysurveys/

1919

Firing IT ProfessionalsFiring IT Professionals

NO95%

YES5%

No15%

Yes, rehire

d4%

Yes, found a job81%

Have you been laid offin the last 12 months?

Have you been rehired / found a new position ?

http://www.redmondmagazine.com/salarysurveys/

2020

Firing IT Professionals (2)Firing IT Professionals (2)

Only 5% were idle some time last Only 5% were idle some time last yearyear

85% of them regained employment85% of them regained employment

Average time it takes to find another Average time it takes to find another job is 4 monthsjob is 4 months

http://www.redmondmagazine.com/salarysurveys/

2121

Impact of Outsourcing Impact of Outsourcing

2%

92%

6%

0% 50% 100%

Found jobwith

outsourcer

No impact

Lost job tooutsourcing

2%

11%

87%

0% 50% 100%

Will find jobwith

outsourcer

No impact

Will lose jobto

outsourcing

2005 Expectations for 2006

http://www.redmondmagazine.com/salarysurveys/

2222

Will You Be in IT in 5 Years?Will You Be in IT in 5 Years?

YES86%

NO14%

IT remains a long-term career choice for majority of respondents

http://www.redmondmagazine.com/salarysurveys/

Hot JobsHot Jobs

2424

Hot Job SkillsHot Job Skills Project Management SkillsProject Management Skills

Business Domain SkillsBusiness Domain Skills

Most wanted skill for 2006 - MS.NETMost wanted skill for 2006 - MS.NET

Security Security • ““There is a shortage of government IT There is a shortage of government IT

contractors with security clearance.”contractors with security clearance.”Will Hadfield, “MS.NET set to be most wanted skill in 2006” Computer Weekly, Jan 24, 2006Will Hadfield, “Government employers facing a shortage of IT contractors with security clearance” Computer Weekly, Jan 24, 2006Dr. Mary Lacity, et. al. “Trends and Implications 2005-2008” SIM Advocacy IT Workforce White Paper, Mar 6, 2006

2525

Computer Systems AnalystComputer Systems Analyst

Job Description:Job Description:

Computer Systems Analysts are responsible Computer Systems Analysts are responsible for designing computer information systems, for designing computer information systems, modifying systems to improve production or modifying systems to improve production or work flow, or expanding systems to serve new work flow, or expanding systems to serve new purposes. purposes.

Skills Needed:Skills Needed:

C, C++,.NET, C#, ASP, SQL servers, Linux, C, C++,.NET, C#, ASP, SQL servers, Linux, Oracle, Windows, JAVAOracle, Windows, JAVA

http://www.hr.duke.edu/Jobs/descr/2600/2610.htm

2626

Information System ManagerInformation System Manager

Job Description:Job Description:

Manage the development, implementation and Manage the development, implementation and management of information systems, data management of information systems, data processing systems and related functional processing systems and related functional activities to support information technologyactivities to support information technology

Skills Needed:Skills Needed:

TCP/IP routing, DNS, CISCO, MSSQL, Oracle, TCP/IP routing, DNS, CISCO, MSSQL, Oracle, WiFi, ODBC linking, Ability to maintain ERP WiFi, ODBC linking, Ability to maintain ERP systems systems

http://www.calmis.cahwnet.gov/file/occguide/COMPUSYS.HTM

2727

Information System ManagerInformation System ManagerTop Paying U.S. Cities Top Paying U.S. Cities (thousands)(thousands)

$75 $85 $95 $105 $115 $125

New York City

Juneau

Los Angeles

Seattle

Chicago

Philadelphia

Washington D.C.

Minneapolis

Denver

Houston

www.monster.com

2828

Did you know?Did you know?

Dept. Of Defense employs 161,000 IT Dept. Of Defense employs 161,000 IT professionalsprofessionals

1/3 of DOD civilian workers are over 50, 1/3 of DOD civilian workers are over 50, 36% eligible to retire36% eligible to retire

UK will be short about 400,000 by 2008UK will be short about 400,000 by 2008

Bill Goodwin, “Analyst warns of networking skills shortage” Computer Weekly, Oct 18, 2005, Pg. 4

DEVELOPINGDEVELOPINGUnderstand the importance of continuing Understand the importance of continuing

education for a long-term IT careereducation for a long-term IT career

3030

Business & IT SkillsBusiness & IT Skills

Internal TrainingInternal Training• Classroom, Self-Study, CBT’s, Classroom, Self-Study, CBT’s,

External Training External Training • Onsite – Workshops, LecturesOnsite – Workshops, Lectures• Offsite – Colleges, Trade Schools, Offsite – Colleges, Trade Schools,

Boot CampsBoot Camps

3131

Business & IT SkillsBusiness & IT Skills

Emphasize ongoing training in IT, Emphasize ongoing training in IT, Business and Management skillsBusiness and Management skills

Business needs should drive TrainingBusiness needs should drive Training

Training Investment Pays OffTraining Investment Pays Off

Julia Vowler, “How Effective Training Aids Staff Retention” Computer Weekly, Nov 15, 2005, Pg. 40

3232

Employee DevelopmentEmployee Development

““Firms will have to spend more on IT Firms will have to spend more on IT training” training”

Analyze IT staff’s work-life balanceAnalyze IT staff’s work-life balance

Develop a culture which promotes Develop a culture which promotes Transfer LearningTransfer Learning

Bill Goodwin, “Firms will have to spend more on IT training, Computer Weekly, Oct 25, 2005, Pg. 58Bill Goodwin, “Money is not the main motivator, says Cox” Computer Weekly, Mar 8, 05, Pg. 22

3333

Real WorldReal World 95% of employers say training:95% of employers say training:

• Improves RetentionImproves Retention• Avoid recruitment costsAvoid recruitment costs

(Chartered Institute of Personnel & Development ’04)(Chartered Institute of Personnel & Development ’04)

55% of all-size companies have 55% of all-size companies have NoNo training plans! training plans!

20% with 200 or more employees have 20% with 200 or more employees have NoNo plans! plans!(E-skills survey, 800 IT employers, shown in Computer Weekly(E-skills survey, 800 IT employers, shown in Computer Weekly

0%

100%

Quick Stats Total Surveyed

Improved Retention

All-Size - No Plans

200+Employees - NoPlans

Julia Vowler, “How Effective Training Aids Staff Retention” Computer Weekly, Nov 15, 2005, Pg. 40Bill Goodwin, “Companies Failing to Address Training Gaps” Computer Weekly, Jun 28, 2005, Pg. 42

3434

Real WorldReal World

Avon trains IT staff in strategy techniques and Avon trains IT staff in strategy techniques and assertiveness skillsassertiveness skills

P&G – ensures work-life balance for it’s staffP&G – ensures work-life balance for it’s staff• Cross-TrainingCross-Training• Minimum 10 days formal trainingMinimum 10 days formal training• Mentoring & CoachingMentoring & Coaching• Computer Weekly’s Best Place to Work in IT ’05Computer Weekly’s Best Place to Work in IT ’05

Julia Vowler, “How Effective Training Aids Staff Retention” Computer Weekly, Nov 15, 2005, Pg. 40Bill Goodwin, “Commitment to work-life balance clinches Procter & Gamble’s win” Computer Weekly, Mar 8, 05, Pg. 22

3535

Real WorldReal World

Uses CMM in employee development Uses CMM in employee development

Requires Varied Skill SetsRequires Varied Skill Sets

Greater Career Flexibility Across the Greater Career Flexibility Across the organizationorganization

Kellye Whitney, "Allstate: You're in Good Hands with a varied skill set" Certification Magazine, Jan 2005, Pg. 26

Explore why great management and culture Explore why great management and culture are key to retaining IT talentare key to retaining IT talent

RETAININGRETAINING

3737

THE NEW YORKERTHE NEW YORKER

3838

Practice Category – 30 CompaniesPractice Category – 30 Companies N = 230N = 230Compensation and Benefits SystemsCompensation and Benefits Systems 4444

Employability Training and Dev.Employability Training and Dev. 3333

Sense of CommunitySense of Community 3232

Work ArrangementsWork Arrangements 2727

Quality of LeadershipQuality of Leadership 2121

Performance MeasurementPerformance Measurement 1919

Opportunities for AdvancementOpportunities for Advancement 1414

Opportunities for RecognitionOpportunities for Recognition 1515

Lifestyle AccommodationsLifestyle Accommodations 1313

Longer-Term Career DevelopmentLonger-Term Career Development 99

Enduring Practices for Managing IT ProfessionalsEnduring Practices for Managing IT Professionals Best of Breed SurveyBest of Breed Survey

Purpose: To help IT managers retain IT professionalsPurpose: To help IT managers retain IT professionals

Agarwal and Ferratt, “Enduring Practices for Managing IT Professionals,” Agarwal and Ferratt, “Enduring Practices for Managing IT Professionals,” Communications of the ACMCommunications of the ACM; Sep 2002; 45, 9.; Sep 2002; 45, 9.

3939

Beyond the Basics “Fair compensation just gets you in the game”

Visible Evidence of Value "People love to see their technology get used"

COMPUTERWORLDCOMPUTERWORLD100 Best Places to Work For in IT 2004100 Best Places to Work For in IT 2004

COMPUTERWORLD, 2004 Best Places to Work in IT Employee Scorecard, June 14 2004

4040

Business and IT Joined at the Hip"IT folks want to know they're not doing discretionary work"

Meaningful Rewards Make it fun, frequent and tangible recognition

Great Relationships Make or break the quality of your corporate culture

COMPUTERWORLDCOMPUTERWORLD100 Best Places to Work For in IT 2004100 Best Places to Work For in IT 2004

COMPUTERWORLD, 2004 Best Places to Work in IT Employee Scorecard, June 14 2004

4141

MGMT: 101MGMT: 101

““People don’t quit jobs, People quit people” People don’t quit jobs, People quit people” Tim SullivanTim Sullivan

4242

Benefits that Benefits that IT workers prizeIT workers prize the most (and the least). the most (and the least). Percentage who gave the benefit a "10 “Percentage who gave the benefit a "10 “

76%76% Paid vacationPaid vacation68%68% Health insuranceHealth insurance47%47% Profit sharing/ESOP program/401(k)/403(b) planProfit sharing/ESOP program/401(k)/403(b) plan40%40% Flexible hoursFlexible hours31%31% Reimbursement for technology certificationReimbursement for technology certification30%30% BonusesBonuses30%30% Continuing education/executive programsContinuing education/executive programs26%26% College tuition reimbursementCollege tuition reimbursement

COMPUTERWORLD, 2004 Best Places to Work in IT Employee Scorecard, June 14 2004

COMPUTERWORLDCOMPUTERWORLD100 Best Places to Work For in IT 2004 100 Best Places to Work For in IT 2004

4343Mary Brandel. Computerworld. Framingham: Jun 27, 2005.Vol.39, Iss. 26;  pg. 25

WISH YOU WORKED HERE?

RETIREMENT PLANS: A paid retirement plan, a 403(b) with a 100% match of up to 5% of pay

HIGHER EDUCATION: Tuition fully funded. After three years, the university picks up 75% of undergraduate tuition for employees' children and 50% for spouses.

TIME OFF: 15 days off the first year and 24 days after five years, plus winter break period between Christmas and New Year's Day.

FLEXTIME: Four flexible work options (flextime, flex-place, compressed work schedules and part-time work).

4444

What are your top three concerns regarding your IT staff in 2004?

Demanding workloads/preventing burnout 74%

Finding/hiring needed skill sets 55%

Retaining needed skill sets 43%

Low morale/motivating staff 41%

Finding IT management candidates 22%

Funding IT training 19%

CIO, 2006 Mid-Year IT Staffing Update, Lorraine Cosgrove Ware , Oct 1 2005 

CIO Magazine Staffing SurveyCIO Magazine Staffing Survey

4545

CIO Magazine Staffing SurveyCIO Magazine Staffing Survey What are the top three benefits you offer to

motivate and/or retain IT staff?

• Flex time/flexible work hours 58%• IT training 48%• Recognition programs/awards 40%• Comp days 28%• Stock options 16%• Staying bonus 14%• Hiring bonus 7%• Fitness center/expense reimburse 5%

CIO, 2006 Mid-Year IT Staffing Update, Lorraine Cosgrove Ware , Oct 1 2005

4646

ConclusionsConclusions Conventional wisdom does not always apply to IT!Conventional wisdom does not always apply to IT!

IT Training is highly valued by allIT Training is highly valued by all

The Golden Rule applies to IT!The Golden Rule applies to IT!

ConventionalConventional RealityReality

Pay well w/ leading edge tech jobsPay well w/ leading edge tech jobs Overall satisfaction?Overall satisfaction?

Same benefits for allSame benefits for all Rapid change impacts skill setsRapid change impacts skill sets

Training is personal objectiveTraining is personal objective Constant training is necessary to Constant training is necessary to renew skills renew skills

Be Fair to allBe Fair to all Golden Rule for allGolden Rule for all

4747

Case Study – Anheuser BuschCase Study – Anheuser Busch

Gary Darden, Director of ITGary Darden, Director of IT

4848

““You don’t have to be on the leading edge, but you do have You don’t have to be on the leading edge, but you do have to keep up with things.”to keep up with things.”

Hot Skills: Electrical Engineering background, Oracle, Hot Skills: Electrical Engineering background, Oracle, Microsoft, ABAT programming, Websphere, SAP, Microsoft, ABAT programming, Websphere, SAP, Microsoft.netMicrosoft.net

RS 6000: Central database where business information, RS 6000: Central database where business information, operational information, and brewing information all come operational information, and brewing information all come togethertogether

1200 employees in IT department, 50% are contractors1200 employees in IT department, 50% are contractors

Case Study – Anheuser BuschCase Study – Anheuser Busch Growth Growth

4949

Case Study – Anheuser BuschCase Study – Anheuser Busch Continuing Education Continuing Education

In house classes and trainingIn house classes and training

Employees are taught about the entire brewing process, Employees are taught about the entire brewing process, advancement opportunities are not necessarily to advancement opportunities are not necessarily to another IT positionanother IT position

““We have internship/co op programs so that they can We have internship/co op programs so that they can learn technology in our environment, so they can grow learn technology in our environment, so they can grow with us and be placed into one of our breweries”with us and be placed into one of our breweries”

5050

Case Study – Anheuser BuschCase Study – Anheuser Busch Management & Culture Management & Culture

Anheuser Busch’s corporate attitude toward IT is very Anheuser Busch’s corporate attitude toward IT is very similar to the “IT Rules” ideologysimilar to the “IT Rules” ideology

Turnover rate very low, most turnover occurs due to Turnover rate very low, most turnover occurs due to promotions as opposed to termination/resignationpromotions as opposed to termination/resignation

““Opportunity to grow is very high…opportunities are Opportunity to grow is very high…opportunities are there if you want it.”there if you want it.”

5151

Case Study - Edward JonesCase Study - Edward Jones

Tausha Dirks, Sr. HR Specialist, IS Human ResourcesTausha Dirks, Sr. HR Specialist, IS Human Resources

5252

One of Fortune's "Best Companies" seven years in a rowOne of Fortune's "Best Companies" seven years in a row

#1 on Fortune magazine's 2002 and 2003 list#1 on Fortune magazine's 2002 and 2003 list

Edward Jones Edward Jones The 100 Best Companies to Work for in AmericaThe 100 Best Companies to Work for in America

5353

Case Study – Edward JonesCase Study – Edward Jones IT Growth IT Growth

Hot skills Hot skills • J2EE, Java J2EE, Java (web-based applications) (web-based applications) • Legacy Legacy (cost vs. benefit)(cost vs. benefit)• BusinessBusiness (breadth and depth)(breadth and depth)

Market getting hot! Market getting hot! • Getting to be more challenging to find competent IT Getting to be more challenging to find competent IT • Focus is on growth Focus is on growth

Contractors 4% Contractors 4% • Industry average is 7% Industry average is 7% • 33rdrd party for sponsored employees party for sponsored employees

5454

Case Study – Edward JonesCase Study – Edward Jones Continuing Education Continuing Education

““Why train a chicken to climb a tree, when you Why train a chicken to climb a tree, when you can hire a squirrel”can hire a squirrel”• What are the immediate needs of the organization?What are the immediate needs of the organization?• What are the candidates interests and talents?What are the candidates interests and talents?

Internal TrainingInternal Training• Programming: J2EE, SQL, DML, DB2, JCL, UNIX, ASD, BPM, SDLC, TMProgramming: J2EE, SQL, DML, DB2, JCL, UNIX, ASD, BPM, SDLC, TM• IS Leader competencies: RBM, ASD, LSD, CBIIS Leader competencies: RBM, ASD, LSD, CBI

External TrainingExternal Training• Project Mgmt, Drucker School of Mgmt, Strategy, SeminarsProject Mgmt, Drucker School of Mgmt, Strategy, Seminars• Tuition reimbursementTuition reimbursement• Management books and peer groupsManagement books and peer groups

5555

Case Study – Edward JonesCase Study – Edward Jones Management & Culture Management & Culture

"Selection is the most important key to hiring and "Selection is the most important key to hiring and retaining the right people"retaining the right people"• Values that fit with EDJ cultureValues that fit with EDJ culture• ? ? KSABEKSABE

Career “progression” Career “progression” • Progression implies changing, advancing, developing, Progression implies changing, advancing, developing,

improving, achievingimproving, achieving• Path implies course, direction, one-wayPath implies course, direction, one-way

5656

Job Openings at Edward JonesJob Openings at Edward JonesDepartment Leader - IS Sales Hiring/Training

End User Computing Specialist - Service Technology

Programmer Analyst - COBOL (Batch)

Programmer Analyst - Financial Planning Support

Programmer Analyst II - Customer Accounts

Programmer Analyst II - DB2 and Java

Programmer Analyst II - Datawarehouse

Programmer Analyst II - IS Mutual Fund/Money Market

Programmer Analyst II - Java/J2EE

Programmer Analyst II - ServiceCenter

Senior Programmer Analyst - C#, .NET

Senior Programmer Analyst - Mainframe (DB2, Java)

Senior Programmer Analyst - Mainframe (with Java)

Senior System Replication Programmer

Senior Systems Administrator - Unix/WebLogic (Mon.-Thurs. 6am - 4pm)

Senior Training Specialist - Information Systems Training

System Administrator - MS Office

System Administrator - Messaging

System Administrator - Messaging Compliance

Team Leader - Database Design (Team 2)

Team Leader - Income Distribution/Securities Processing/Recon

Team Leader - Mobile Technology

Team Leader - System Security

Technical Consultant - Java

Technical Consultant - Messaging

Technical Consultant - NAS Storage Technology

http://www.edwardjonesopportunity.com, March 2006http://www.edwardjonesopportunity.com, March 2006

73% within fastest growing occupations (Dept. of Labor)73% within fastest growing occupations (Dept. of Labor)

11 analysts 11 analysts #1, 6 (DOL)#1, 6 (DOL) $70,000 per year (Redmond)$70,000 per year (Redmond) 3 administrators3 administrators #5, 9#5, 9 $66,000 per year$66,000 per year 5 management5 management #10#10 $85,000 per year$85,000 per year

5757

Edward VS. AnheuserEdward VS. Anheuser

J2EEJ2EE

5% Contractors5% Contractors

““Career Progression”Career Progression”

Commission is Free!Commission is Free!

MS.NETMS.NET

50% Contractors50% Contractors

““Career Opportunities”Career Opportunities”

Beer is Free!Beer is Free!

CLASS VOTECLASS VOTE

5858

TakeawaysTakeaways

IT career = High Pay and Opportunity IT career = High Pay and Opportunity

IT career = Life Long LearningIT career = Life Long Learning

IT career = Business and IT Mgmt & Cultural IT career = Business and IT Mgmt & Cultural SynergySynergy

5959

ReferencesReferences1. John Kavanagh, “Now is the time to be in IT security, but experience and qualifications are vital” Computer Weekly,

Nov 1, 2005, Pg. 462. John Kavanagh “The growing attraction of public sector IT” Computer Weekly, Jan 10, 2006, Pg. 243. Will Hadfield, “MS.NET set to be most wanted skill in 2006” Computer Weekly, Jan 24, 2006, Pg. 444. Will Hadfield, “Government employers facing a shortage of IT contractors with security clearance” Computer Weekly,

Jan 24, 2006, Pg. 445. Bill Goodwin, “Firms will have to spend more on IT training, says E-Skills” Computer Weekly, Oct 25, 2005, Pg. 586. Bill Goodwin, “Analyst warns of networking skills shortage” Computer Weekly, Oct 18, 2005, Pg. 47. Calvert Markham, “Developing Consulting Skills” Consulting to Management, Dec 05, 2005, Pg. 338. Bill Goodwin, “Commitment to work-life balance clinches Procter & Gamble’s win” Computer Weekly, Mar 8, 05, Pg.

229. Bill Goodwin, “Money is not the main motivator, says Cox” Computer Weekly, Mar 8, 05, Pg. 2210. Bill Goodwin, “Staff Reveals What Works for them Best” Computer Weekly, Mar 8, 05, Pg. 2211. Julia Vowler, “How Effective Training Aids Staff Retention” Computer Weekly, Nov 15, 2005, Pg. 4012. Bill Goodwin, “Commitment to work-life balance clinches Procter & Gamble’s win” Computer Weekly, Mar 8, 05, Pg.

2213. Bill Goodwin, “Companies Failing to Address Training Gaps” Computer Weekly, Jun 28, 2005, Pg. 4214. Kellye Whitney, "Allstate: You're in Good Hands with a varied skill set" Certification Magazine, Jan 2005, Pg. 2615. Redmond Magazine 10th Annual Salary Survey:vin' Moving On Up! , September 2005, by Michael Domingo16. Dr. Mary Lacity, et. al. “Trends and Implications 2005-2008” SIM Advocacy IT Workforce White Paper, Mar 6, 2006,

Pg. 417. Agarwal and Ferratt, “Enduring Practices for Managing IT Professionals,” Communications of the ACM; Sep 2002;

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