Recruiting, Developing and Recruiting, Developing and Retaining IT ProfessionalsRetaining IT Professionals

MIS 5800 / MBA 2006MIS 5800 / MBA 2006Presented byPresented by

Tammy Tammy Hawkins, MatthewHawkins, Matthew Wanninger, Ying Jing Wanninger, Ying Jing

ObjectivesObjectives

AttractingAttracting How to attract and hire the right IT individuals.How to attract and hire the right IT individuals. Demonstrate the growth trends in IT careers, demand Demonstrate the growth trends in IT careers, demand

for skilled IT workers and projected supply of IT for skilled IT workers and projected supply of IT workers currently and in the future. workers currently and in the future.

DevelopingDeveloping Explain good ideas and methods for developing IT Explain good ideas and methods for developing IT

workers to keep their jobs rich and create a job path.workers to keep their jobs rich and create a job path.

RetainingRetaining How to hold on to those “good” IT workers after How to hold on to those “good” IT workers after

developing them.developing them.

Attracting and HiringAttracting and Hiring

Why People Look for Other JobsWhy People Look for Other Jobs

McGee, Marianne Kolbasuk. “Retention Tension”. InformationWeek. Nov 7, 2005; 1063; ABI/INFORM Global

n= 86

Note: Multiple Responses Allowed

Base: 86 business-technology professionals looking for a job

Data: InformationWeek Research IT Retention survey of 146 business-technology professionals

Question for class:Question for class:How many people are currently in IT?How many people are currently in IT?

Trends of Employment in Core IT Pros

http://www.cpst.org/IT-4.pdf , viewed Oct 30, 2006.

Using data from the US Bureau of LaborStatistics’ Current Population Survey.

By Katherine Spencer Lee , Optimize , Feb 1, 2006 12:00 AMhttp://www.informationweek.com/industries/showArticle.jhtml?articleID=180201680&pgno=1&queryText=I.T.+Hiring+Heats+Up

IT Staff Hiring On The Rebound

n = 1,400 CIOs with more than 100 employees

Fastest Growing Industries in the US

Industries with the fastest wage and salary employment growth, 2004-2014.

http://www.bls.gov/emp/empfastestind.htm, viewed Oct 20, 2006

Factors Driving Third-Quarter IT Hiring in US

Column published in DM Review Magazine September 2006 Issue  By DM Review Editorial Staff http://www.dmreview.com/article_sub.cfm?articleId=1062022

n = responses from more than 1,400 CIOs from a stratified random sample of U.S. companies with 100 or more employees

Hiring

Hiring process should begin with a review of Hiring process should begin with a review of the work to be accomplishedthe work to be accomplished

Prepare job description - list Hiring CriteriaPrepare job description - list Hiring Criteria Education/Experience/SkillsEducation/Experience/Skills

Define salary rangeDefine salary range Use variety of recruiting methodsUse variety of recruiting methods Conduct thorough interview(s), check Conduct thorough interview(s), check

referencesreferences Don’t wait too long to make a decisionDon’t wait too long to make a decision Don’t delay start dateDon’t delay start date

Stephen Mill. “Don’t be unreasonable when hiring IT staff.” Computing Canada. Willowdale: Jan 4, 2002.Vol.28, Iss. 1;   ABI/INFORM Global. pg. 25, http://proquest.umi.com/pqdweb?did=103212394&sid=1&Fmt=4&clientId=45249&RQT=309&VName=PQD

Example of IT Job DescriptionPosition Title:Position Title: Senior Application Engineer (Test Coordinator) Senior Application Engineer (Test Coordinator)Project:Project: 1 for1 for LQD - Application Development LQD - Application Development 1 for1 for LQD Testing LQD Testing

Start Date:Start Date: 11/23/06 (LQD - App Development) and 12/2/06 (LQD Testing) 11/23/06 (LQD - App Development) and 12/2/06 (LQD Testing)Recruiter:Recruiter: Jane Doe Jane Doe====================================================================================Role Description:Role Description:The Test Coordinator is ultimately responsible for ensuring all testing is completed successfully and The Test Coordinator is ultimately responsible for ensuring all testing is completed successfully and in accordance with Company Best Practices. in accordance with Company Best Practices. Define Testing Strategy and Approach for the project. Define Testing Strategy and Approach for the project. Providing status updates to management Providing status updates to management Problem Resolution management (Issues, Risks, Defects, Enhancements, etc.) Problem Resolution management (Issues, Risks, Defects, Enhancements, etc.) Test Resource planning & management Test Resource planning & management Schedule and facilitate Test Software Reviews Schedule and facilitate Test Software Reviews Understand, interpret and track changes to the requirements so the Testing Plans and scripts Understand, interpret and track changes to the requirements so the Testing Plans and scripts

can be updated appropriately can be updated appropriately Monitor the Implementation of the Test Approach Details Monitor the Implementation of the Test Approach Details Monitor and assist in Environment Coordination for Test Cycle scheduling Monitor and assist in Environment Coordination for Test Cycle scheduling Review Programming Specs for the Test Cases (when necessary) Review Programming Specs for the Test Cases (when necessary) Develop and Review procedure documentation (when necessary) Develop and Review procedure documentation (when necessary)

Required Skill Set:Required Skill Set:Knowledge of Rational Tools suite. Must have superior SQL skills. Must understand multi-tier Knowledge of Rational Tools suite. Must have superior SQL skills. Must understand multi-tier environments. environments. Education/Experience Requirements:Education/Experience Requirements:4-yr degree, minimum of 6 years of experience 4-yr degree, minimum of 6 years of experience Length of Assignment:Length of Assignment: 6 months 6 months

Question to class:Question to class:How many people have used How many people have used an online source to find a job?an online source to find a job?

Monster Jobs

www.monster.comwww.monster.com, viewed Oct 30, 2006, viewed Oct 30, 2006

Local Companies Hiring IT in STL

Company:Centene Corporation Location Tempe, AZ 85282

Status:Full Time, Employee

Job Category

Healthcare - Social Services/Mental Health

Relevant Work Experience: 2+ to 5 Years

Career Level

Manager (Manager/Supervisor of Staff)

Education Level:Bachelor's Degree    

http://jobsearch.monster.com/getjob.asp?JobID=49446, viewed Nov 4, 2006

Quality Management Administrator

Position PurposePosition Purpose: : Plans, organizes, monitors, and oversees projects utilizing cross functional teams to Plans, organizes, monitors, and oversees projects utilizing cross functional teams to deliver defined requirements and meet company strategic objectives.deliver defined requirements and meet company strategic objectives.

Knowledge/Experience:Knowledge/Experience: Bachelor's degree or equivalent and 2-4 years of project Bachelor's degree or equivalent and 2-4 years of project

management experience with Information Technology projects and other management experience with Information Technology projects and other departmental specific projects. Healthcare IT experience with payer or provider departmental specific projects. Healthcare IT experience with payer or provider services applications. Proficient with MS-Project or other project management services applications. Proficient with MS-Project or other project management software and MS-Office applications. software and MS-Office applications.

Competencies: Competencies: Knowledge Worker: Integrity, Flexibility, Communication, Critical Thinking, Customer Knowledge Worker: Integrity, Flexibility, Communication, Critical Thinking, Customer Focus, Decision Making, Planning and Organizing, Building Strategic Working Focus, Decision Making, Planning and Organizing, Building Strategic Working Relationships, Technical and Professional KnowledgeRelationships, Technical and Professional Knowledge

Project Manager II

http://jobsearch.monster.com/getjob.asp?JobID=49924666&AVSDM=2006%2D11%2D03+17%3A01%3A44&Logo=1&JobTitle=Project+Manager+I%2E%2E%2E&q=Centene&cy=us&JSNONREG=1&JSNONREGN=1&Image1.x=0&Image1.y=0&dcjvlid=497 , viewed Nov 5, 2006

Recycled Paper Greetings Inc.Business Intelligence ManagerBusiness Intelligence Manager

Education, Experience, Skills Required:Education, Experience, Skills Required:                   Excellent written and verbal communication skills are a must as are Excellent written and verbal communication skills are a must as are

interpersonal skills.interpersonal skills.                   8+ years experience in business intelligence environment including data 8+ years experience in business intelligence environment including data

warehousing and analytic tools.warehousing and analytic tools.                   5+ years experience in development and implementation life cycle5+ years experience in development and implementation life cycle                   5 years of supervisory or management experience.5 years of supervisory or management experience.           Bachelor’s degreeBachelor’s degree in Computer Science, Business Administration or related field is in Computer Science, Business Administration or related field is

required.required.                   Thorough knowledge of information systems processes, methodologies, and Thorough knowledge of information systems processes, methodologies, and

concepts.concepts.                Mid to large-scale project management experienceMid to large-scale project management experience demonstrating strong demonstrating strong

project management methodology.project management methodology.                   A strong understanding of Microsoft Office products including Excel, Word, A strong understanding of Microsoft Office products including Excel, Word,

PowerPoint, and Projects.PowerPoint, and Projects.                   Oracle database management, Oracle Warehouse Builder, Oracle Discoverer, Oracle database management, Oracle Warehouse Builder, Oracle Discoverer,

and Oracle ERP Application experience, is highlyand Oracle ERP Application experience, is highly desirable.desirable.

http://jobsearch.monster.com/getjob.asp?JobID=49863991&AVSDM=2006%2D11%2D02+16%3A16%3A47&Logo=1&JobTitle=Business+Intellig%2E%2E%2E&q=Recycled+Paper+Greetings,+Inc&cy=us&JSNONREG=1&dcjvlid=417, viewed on Nov, 2006

Project Manager - Data Warehouse

5+ year of successful Project Management experience focusing on Data 5+ year of successful Project Management experience focusing on Data Warehouse initiativesWarehouse initiatives

Bachelor’s degreeBachelor’s degree Ability to develop project plans, manage risk, establish timelines, and Ability to develop project plans, manage risk, establish timelines, and

budgetsbudgets Extensive Data Warehouse technical knowledge.Extensive Data Warehouse technical knowledge. PMP Certification or PMBOK knowledge would be a plusPMP Certification or PMBOK knowledge would be a plus Must have experience using Project tracking software such as MS ProjectMust have experience using Project tracking software such as MS Project

Salary/Wage:Salary/Wage: 80,000-90,000 USD/year80,000-90,000 USD/year Full BenefitsFull Benefits Paid VacationPaid Vacation 401K available401K availableLocation:Location: Saint LouisSaint Louis

Just 1 of 586 jobs at Ciber, Inc. »posted on Monster.com

http://jobsearch.monster.com/getjob.asp?JobID=48284783&AVSDM=2006%2D09%2D22+16%3A12%3A54&Logo=1&JobTitle=Project+Manager%2D+%2E%2E%2E&q=Ciber&cy=us&JSNONREG=1&JSNONREGN=1&rad=50&zip=63146&Image1.x=9&Image1.y=8&dcjvlid=497, viewed on November 6, 2006

In t

hous

ands

Enterprise Application Integration

Enterprise Resource Planning

0102030405060708090

100

2005

2006

Data Mining and

Data Warehouse

Web Security

Wireless Infrastructure

IT Salariesn=10,425 Base: 5,456 IT staffers in 2006 and 6,150 in 2005 Data: InformationWeek National IT Salary Survey spring, 2006

IT Management Salaries

0

20

40

60

80

100

120

140

2005

2006

n=4,969 IT managers in 2006 and 6,008 in 2005InformationWeek Research National IT Survey of 10,425 IT Professionals, spring 2006

In t

hous

ands

Data Mining and Data

Warehouse

Human Resources

IS

Web Infrastructure

Enterprise Resource Planning

Enterprise Application Integration

IT Salary Benchmarks for the U.S.

IT Salary Benchmarks for the United States(All Industries/All Regions, Last Revised:03/2003)

http://www.itmweb.com/blbenchsal.htm, viewed Oct 15, 2006 Data collected from a variety of sources: see

US Regional SalariesMetro Area 2003 2004 2005*

Silicon Valley $87,700 $84,200 $85,958

New York $78,600 $76,500 $80,286

Washington D.C. $71,400 $74,000 $77,403

Los Angeles $70,800 $71,200 $77,116

Denver $73,000 $69,700 $77,073

Boston $76,300 $75,300 $80,112

Atlanta $73,600 $75,500 $73,213

Chicago $71,100 $69,200 $73,023

Philadelphia $69,500 $69,500 $69,750

San Diego $69,000 $71,600 $77,129

Seattle $71,000 $69,600 $66,940

Dallas/ Ft. Worth $73,000 $71,900 $71,040

Detroit $62,300 $61,900 $64,127

Overall $69,400 $66,300 $69,700

       

Employment Type      

Consultant $90,200 $82,000 $87,107

Full-time work at company $66,900 $64,300 $65,479

http://www.businessweek.com/technology/tech_stats/regional051014.htm , viewed Oct 30, 2006

*2005 as of Oct. 10

http://commonziffdavisinternet.com/download/0/2216 , viewed from Dr. Lacity’s presentation September 2006

Demand for Skills in IT

By Katherine Spencer Lee , Optimize , Feb 1, 2006 12:00 AMhttp://www.informationweek.com/industries/showArticle.jhtml?articleID=180201680&pgno=1&queryText=I.T.+Hiring+Heats+Up Xiang Fang; Sooun Lee; Seokha Koh “Transition of Knowledge/Skills Requirement for Entry-Level IS Professionals” The Journal of Computer Information Systems; Fall 2005; 46, 1; ABI/INFORM Global. pg. 58http://proquest.umi.com/pqdweb?index=4&did=914802201&SrchMode=1&sid=3&Fmt=4&VInst=PROD&VType=PQD&RQT=309&VName=PQD&TS=1159235287&clientId=45249

n=1,400 CIO’s from companies more than 100 employees.

It’s More than Just IT Knowledge

Xiang Fang; Sooun Lee; Seokha Koh “Transition of Knowledge/Skills Requirement for Entry-Level IS Professionals” The Journal of Computer Information Systems; Fall 2005; 46, 1; ABI/INFORM Global. pg. 58http://proquest.umi.com/pqdweb?index=4&did=914802201&SrchMode=1&sid=3&Fmt=4&VInst=PROD&VType=PQD&RQT=309&VName=PQD&TS=1159235287&clientId=45249

US Industries Employing IT

“Technology Staffing.” The Controller's Report. New York: Sep 2004., Iss. 9;  pg. 14 http://proquest.umi.com/pqdweb?did=681299871&sid=3&Fmt=4&clientId=45249&RQT=309&VName=PQD

Lots of Jobs – Not Enough Workers

Chris Murphy. “The survey says: Lots of IT jobs, not enough workers.” InformationWeek. Manhasset: Apr 17, 2000., Iss. 782;  ABI/INFORM Global. pg. 152, http://proquest.umi.com/pqdweb?did=52740259&sid=1&Fmt=4&clientId=45249&RQT=309&VName=PQD

Reasons of Shortage

Top 3 reasons of shortage of IT TalentTop 3 reasons of shortage of IT Talent

1.1. Turnover is the No.1 reason for the shortage Turnover is the No.1 reason for the shortage (46%)(46%)

2.2. Followed by difficulty finding specific skills Followed by difficulty finding specific skills (33%)(33%)

3.3. Company growth (31%)Company growth (31%)

McGee, Marianne Kolbasuk. “Retention Tension”. InformationWeek; Nov 7, 2005; 1063; ABI/INFORM Globalhttp://www.informationweek.com/showArticle.jhtml;jsessionid=L0UFAT4LTL5YWQSNDLRSKHSCJUNN2JVN?articleID=173403018&queryText=retention+tension

n = 146 business-technology professionals

Quote on Attraction

"You attract people by challenging them and "You attract people by challenging them and empowering them. People like/want the opportunity empowering them. People like/want the opportunity to be successful and achieving difficult assignments to be successful and achieving difficult assignments their way...you don't tell them what to do, you help their way...you don't tell them what to do, you help them be successful. Good people will step up and them be successful. Good people will step up and deliver as long as you don't let them drown.“deliver as long as you don't let them drown.“

- Project Manager for an IT department within an - Project Manager for an IT department within an Insurance firmInsurance firm

Jim Tremaine, Project Manager at RGA Technology Partners, Inc., interviewed in person by Tammy Hawkins, Oct 28, 2006.

Developing IT WorkersDeveloping IT Workers

Developing IT Employees

Create a learning organization and play to your Create a learning organization and play to your company’s strengthscompany’s strengths Fast learning can be facilitated through:

Giving employees projects that go beyond their current job’s responsibilities.

Improving leaders’ communication skills by asking for employee feedback.

Explaining company strategy and link personal goals to business objectives.

Training Programs with compensation incentivesTraining Programs with compensation incentives Highlight cool projects they may work on somedayHighlight cool projects they may work on someday

Question to class:What development has your current/past work provided?

Business & 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

Employee Development

Firms will have to spend more on IT trainingFirms will have to spend more on IT training

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

Develop a culture which promotes Transfer Develop a culture which promotes Transfer LearningLearning

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.” Computer Weekly. Mar 8, 05. Pg. 22

Real 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%

50%

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

IT Training in US

Best Places for TrainingBest Places for Training1. National Rural Electric Cooperative Association1. National Rural Electric Cooperative Association2. Saint Luke's Health System Inc.2. Saint Luke's Health System Inc.3. University of Miami3. University of Miami4. The Capital Group Cos.4. The Capital Group Cos.5. The Mitre Corp.5. The Mitre Corp.6. Verizon Wireless6. Verizon Wireless7. University of Pennsylvania7. University of Pennsylvania8. Ford Motor Co.8. Ford Motor Co.9. Infosys Technologies Ltd.9. Infosys Technologies Ltd.10. Hilton Hotels Corp.10. Hilton Hotels Corp.

According to Computerworld’s survey these companies were ranked the best companies for training

http://www.computerworld.com/html/research/bestplaces/2006/bpchart_20_scorecard.html , viewed Oct. 20, 2006

Quote on Development

"I think you develop people through the development of a team...key word is team...we maximize strengths and minimize weakness of the individuals on the team.“

- Project Manager for an IT department within an Insurance firm

Jim Tremaine, Project Manager at RGA Technology Partners, Inc., interviewed in person by Tammy Hawkins, Oct 28, 2006.

Retaining IT WorkersRetaining IT Workers

RetainingCIOs were asked, “What steps, if any, is your firm taking to retain key IT talent?”

Their responses:

Providing training or professional development..................... 63%Providing training or professional development..................... 63%

Offering flexible schedules.................................... 47%Offering flexible schedules.................................... 47%

Increasing base compensation.............................. 41%Increasing base compensation.............................. 41%

Offering bonuses....................................................... 31%Offering bonuses....................................................... 31%

Offering equity incentives.......................................... 9%Offering equity incentives.......................................... 9%

Other....................................................................... 4%Other....................................................................... 4%

None/no steps taken................................................. 23 None/no steps taken................................................. 23

“Survey: Training is Key to Retaining Good Employees.” Robert Half Technology. April 2006. http://www.insideindianabusiness.com/newsitem.asp?id=17433

Study on Retention

SalariesSalaries Career DevelopmentCareer Development Who's going to leaveWho's going to leave Time to fillTime to fill

““Think High Pay Improves IT retention Rates? Guess Again.Think High Pay Improves IT retention Rates? Guess Again.” Business & Legal Reports. Stamford, CT. 2000. http://www.vault.com/nr/newsmain.jsp?nr_page=3&ch_id=402&article_id=52097&cat_id=1123

Why are IT cuts made?

Thibodeau, Patrick.  “Aging Workers, Automation Portend IT Hiring Problems.” Computerworld. Framingham: Mar 27, 2006.Vol.40, Iss. 13;  pg. 16.http://proquest.umi.com/pqdweb?did=1012871431&sid=3&Fmt=4&clientId=45249&RQT=309&VName=PQD

n= 179

Finding of a survey of 179 IT managers conducted earlier this year by AFCOM, an association of data center managers

Motivating IT Workers

Listen to employeesListen to employeesRegular team meetingsRegular team meetingsPraise and RecognitionPraise and RecognitionFeedbackFeedbackIntellectual challengeIntellectual challenge

Stephen Mill. Stephen Mill. Computing Canada.Computing Canada. Sep 7, 2001; 27, 19 pg. 26 Sep 7, 2001; 27, 19 pg. 26

IT Stressn=3000Survey conducted by Skillsoft

1/3 of IT workers claim that they are unable to work because of manager(s)

97% claim life at work is stressful on a daily basis. 4 out of 5 IT consultants feel stressed before entering the

workplace. 1/4 of IT workers have taken time off due to stress. 37% find it difficult to meet deadlines 28% lack job satisfaction 75 % of technical employees want another job

Radhika Praveen. Radhika Praveen. www.itworld.com/Career/2009/06509itmanagers , viewed Oct 30, 2006 , viewed Oct 30, 2006

Reasons That IT Workers Stay

McGee, Marianne Kolbasuk. “Retention Tension”. InformationWeek; Nov 7, 2005; 1063; ABI/INFORM Globalhttp://www.informationweek.com/showArticle.jhtml;jsessionid=L0UFAT4LTL5YWQSNDLRSKHSCJUNN2JVN?articleID=173403018&queryText=retention+tension

Quote on Retention"Retention can be a complex subject; different people are motivated by

different things. A lot of managers make the mistake of using money as the ONLY motivator for retention. I have found that the most important thing to do is to understand your employee, know what motivates them. For some people, benefits, a stable environment, time off, work life balance, etc. can all be contributing factors.

Most of all, I have found that making the work day enjoyable does more for retention then any other single factor. We spend the majority of our adult life at work and if it is a fractious or stressful situation, the money and benefits do not matter, the employee usually finds a way to move on.“

- Manager of a software development team

Larry Schaeffer, Technical Manager at RGA Technology Partners, Inc., interviewed in person by Tammy Hawkins, Oct 28, 2006

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

COMPUTERWORLD100 Best Places to Work For in IT 2004

Employing the New Generation Millennials

Nearly 80 million strong, starting to reshape the American workplace

Achievement-oriented and tech-savvy Eager for feedback and impatient to make an impact on their new

organizations and on society at large Networked in a way previous generations were not - Internet

phenomena MySpace and Facebook But the same social networking skills and consumer smarts that

make them valuable employees also make them acutely discerning job seekers.

Entry-level hiring is expected to surge in 2007 by more than 17%, the fourth consecutive double-digit increase, according to the National Association of Colleges & Employers (NACE). By 2010, as baby boomers begin leaving the workforce, census

data suggests that 2 employees will be leaving for every 1 new hire entering, and new college grads will be a precious commodity.

Gerdes, Lindsey. “The Best Places to Launch a Career.” Business Week Online. Sept 18, 2006. Internet. Oct 30, 2006.

Finding the Right Fit Starts with Research

1 Jump1 Jump Biz AdvantageBiz Advantage Corporate InformationCorporate Information CEO ExpressCEO Express Computer worldComputer world Entrepreneur.com'sEntrepreneur.com's Franchise 500 Franchise 500 Google Search EngineGoogle Search Engine Forbe'sForbe's List List Fortune 500 Business RankingsFortune 500 Business Rankings Fortune's Global 500Fortune's Global 500 Hoover's OnlineHoover's Online Inc. 500Inc. 500 NasdaqNasdaq 100 100 SEC's Edgar DatabaseSEC's Edgar Database The University LibrariesThe University Libraries Vault.comVault.com

http://stlouis.computerwork.com/resources/ResearchingEmployer.cfmhttp://stlouis.computerwork.com/resources/ResearchingEmployer.cfm , viewed Oct 26, 2006

Job Satisfaction Survey

n= 540 IT professionals

Computerworld’s Annual Job Satisfaction Survey

*Multiple responses allowed”

Computerworld; May 22, 2000; 34, 21; ABI/INFORM Global pg. 56

Holding on to IT Employees

Sharon Watson. Computerworld. Framingham: May 22, 2000.Vol.34, Iss. 21;  pg. 56, 2 pgs

US Best RetentionBest Places for Retention

1. National Rural Electric Cooperative Association2. Calence LLC3. University of Miami4. Quicken Loans Inc.5. The Reader's Digest Association Inc.6. SAS Institute Inc.7. Sharp HealthCare8. American Fidelity Assurance Co.9. Grant Thornton LLP10. Standard Pacific Corp.

http://www.computerworld.com/html/research/bestplaces/2006/bpchart_20_scorecard.html , viewed Nov 3, 2006

Benchmarked company data from the 100 nominated Best companies to work for in 2006, ComputerworldTo be eligible for the Computerworld top 100 Best companies to work forcompanies must have revenue over 250 million. Must have a minimum of 500 employees and 100 IT employees who work in the United States.In 2006, nominees received a 100 question survey asking a variety of questions about their company (e.g., benefits, training, turnover rates, developing, etc.). Company Representatives were emailed instructions on selecting random samples of their U.S. based full-time and part-time IT staffs. The responses went directly to a third party research firmA total of 20,435 IT professionals responded to the employee survey from the final 100 final companies selected. Approximately one-half of the total scoring system was based on employee responses, with the remainder based on the survey of the company benefits and other programs.

US Best BenefitsBest Places for Benefits

1. SAS Institute Inc.2. Discovery Communications Inc.3. Quicken Loans Inc.4. Verizon Wireless5. General Mills Inc.6. Philip Morris USA Inc.7. Booz Allen Hamilton Inc.8. National Rural Electric Cooperative Association9. BAE Systems Information Technology10. Sharp HealthCare

http://www.computerworld.com/html/research/bestplaces/2006/bpchart_20_scorecard.html , viewed Nov 3, 2006

Benchmarked company data from the 100 nominated Best companies to work for in 2006, ComputerworldTo be eligible for the Computerworld top 100 Best companiesCompanies must have revenue over 250 million. Must have a minimum of 500 employees and 100 IT employees who work in the United States.In 2006, nominees received a 100 question survey asking a variety of questions about their company (e.g., benefits, training, turnover rates, developing, etc.). Company Representatives were emailed instructions on selecting random samples of their U.S. based full-time and part-time IT staffs. The responses went directly to a third party research firmA total of 20,435 IT professionals responded to the employee survey from the final 100 final companies selected. Approximately one-half of the total scoring system was based on employee responses, with the remainder based on the survey of the company benefits and other programs.

US Top 5 RetentionTop Five Retention Methods

1. Competitive salaries2. Competitive benefits3. Flexible work hours4. Work/life balance programs, such as telecommuting5. Tuition reimbursement

http://www.computerworld.com/html/research/bestplaces/2006/bpchart_20_scorecard.html , viewed Nov 3, 2006

Benchmarked company data from the 100 nominated Best companies to work for in 2006, Computerworld

To be eligible for the Computerworld top 100 Best companies to work for

companies must have revenue over 250 million. Must have a minimum of 500 employees and 100 IT employees who work in the United States.

In 2006, nominees received a 100 question survey asking a variety of questions about their company (e.g., benefits, training, turnover rates, developing, etc.). Company Representatives were emailed instructions on selecting random samples of their U.S. based full-time and part-time IT staffs. The responses went directly to a third party research firm

A total of 20,435 IT professionals responded to the employee survey from the final 100 final companies selected. Approximately one-half of the total scoring system was based on employee responses, with the remainder based on the survey of the company benefits and other programs.

Case Study

Best Places to Work

No. 5: Grant Thornton LLPNo. 5: Grant Thornton LLP No. 4: American Fidelity AssuranceNo. 4: American Fidelity Assurance No. 3: The Capital GroupNo. 3: The Capital Group No. 2: University of MiamiNo. 2: University of Miami No. 1: Quicken LoansNo. 1: Quicken Loans

Brandel,Mary. “100 Best Places to Work in IT 2006.” Computer World. June 19, 2006. http://www.computerworld.com/special_report/009/000/000/special_report_009000080_primary_article.jsp

Best Place To WorkBest Place To Work Computerworld Computerworld

ranked Quicken #1ranked Quicken #1 Forbes ranked Forbes ranked

Quicken #1Quicken #1Ranked No. 4 for retention

Ranked No. 3 for benefits

Training budget per IT employee per year: $2,500

32% of its IT managers are women

http://www.computerworld.com/action/article.do?command=viewArticleBasic&articleId=111566 , viewed Oct 26, 2006

Quicken Loans

n=20,435

Employee surveys given to 100 companies chosen by Computerworld. Surveys were given to part-time and full-time IT workers. Company randomly selected surveys from employees. Only companies with 500 or more employees and 100 or more IT professionals were allowed to participate in study.

Quicken (cont’d)

What Quicken Tech workers have to say Leadership Environment Culture Benefits People

http://www.computerworld.com/action/article.do?command=viewArticleBasic&articleId=111566 , viewed Oct 26, 2006

Quicken (cont’d) Quicken Loans Inc. is a consumer-focused, direct-to-consumer Quicken Loans Inc. is a consumer-focused, direct-to-consumer

online mortgage site.online mortgage site. Quickenloans.com. Also available through major real estate and Quickenloans.com. Also available through major real estate and

personal finance portals including:personal finance portals including: Quicken, Quicken.com, Yahoo! Real Estate, Yahoo! Finance, Quicken, Quicken.com, Yahoo! Real Estate, Yahoo! Finance,

Realtor.com, Homestore.com, MSN, America Online, Realtor.com, Homestore.com, MSN, America Online, Bankrate.com, Netscape, CompuServe, and othersBankrate.com, Netscape, CompuServe, and others Extensive, user-friendly websites (lots of technical design) – lots of data Extensive, user-friendly websites (lots of technical design) – lots of data

storage.storage. ManagementManagement

Daniel Gilbert, chairman; Bill Emerson, CEO; Patrick McInnis, Daniel Gilbert, chairman; Bill Emerson, CEO; Patrick McInnis, president and COO, Todd Lunsford, CIO (reports to CEO).president and COO, Todd Lunsford, CIO (reports to CEO).

Type of LoansType of Loans Residential loans: Conventional, Home Equity/HELOC, Jumbo, Residential loans: Conventional, Home Equity/HELOC, Jumbo,

Alternative.Alternative. Closed $16 billion in home loans in 2005.Closed $16 billion in home loans in 2005.

Number of Employees: Over 3,600Number of Employees: Over 3,600

http://www.quickenloans.com/about/press_room/company_fast_facts.html , viewed Nov 5, 2006

Quicken Facts Named "Forbes Favorite" online mortgage site in 2001 and

2002. Named "Best of the Web" online mortgage site by Money,

PC Magazines. Named "Metro-Detroit's Best and Brightest Company to

Work For" in 2002. First mortgage company to put electronic signatures into

production in 2002. Recognized by FORTUNE Magazine as one of the "100

Best Companies to Work For" in America for three consecutive years.

Named to Crain's Detroit Business "Cool Places to Work" list.

CIO Magazine Named Quicken Loans to "CIO 100" List of the Most Innovative Technology Companies in August 2006

http://www.quickenloans.com/about/press_room/company_fast_facts.html , viewed Nov 5, 2006

Why has Quicken Won Awards? Work environmentWork environment

““We make it a priority to create an energetic, fast-paced We make it a priority to create an energetic, fast-paced work environment with the extras that will make coming work environment with the extras that will make coming to work a pleasure.”to work a pleasure.”

On-site ATM, dry-cleaning services, free cappuccino, On-site ATM, dry-cleaning services, free cappuccino, slushies and popcorn, summer barbeques with live slushies and popcorn, summer barbeques with live music, concert ticket giveawaysmusic, concert ticket giveaways

House band that plays at all-team meetings.House band that plays at all-team meetings. Holiday party that features nationally known performers.Holiday party that features nationally known performers. Annual “Gilbert Awards” ceremony honors top Annual “Gilbert Awards” ceremony honors top

performers in the company. performers in the company.

http://www.computerworld.com/action/article.do?command=viewArticleBasic&articleId=111566 , viewed Oct 26, 2006

Quote from Quicken CIO"Our Technology Team represents the best in the business," said"Our Technology Team represents the best in the business," said Todd Todd

Lunsford, chief information officer (CIO) for Quicken LoansLunsford, chief information officer (CIO) for Quicken Loans..

We're proud of this team for supporting the organization's growth. The company We're proud of this team for supporting the organization's growth. The company is hiring hundreds of people each month. Our Technology Team provides is hiring hundreds of people each month. Our Technology Team provides seamless support to all areas. This includes building processes that support seamless support to all areas. This includes building processes that support hiring and licensing, providing technology support and equipment for all hiring and licensing, providing technology support and equipment for all 3,600 employees, improving our award-winning Web site and supporting all 3,600 employees, improving our award-winning Web site and supporting all the systems associated with the mortgage process.the systems associated with the mortgage process.

I'm also proud of their continued focus on enhancing our business applications I'm also proud of their continued focus on enhancing our business applications to the tune of making more than 25 changes per day to the many production to the tune of making more than 25 changes per day to the many production systems we support, which help make the company more efficient and the systems we support, which help make the company more efficient and the mortgage process simpler and more convenient for our clients. In doing so, mortgage process simpler and more convenient for our clients. In doing so, they are improving our production systems one inch at a time, but changing they are improving our production systems one inch at a time, but changing the entire mortgage industry in the process," he concluded.the entire mortgage industry in the process," he concluded.

http://www.quickenloans.com/about/press_room/news_releases/CIO_100.html , viewed Nov 5, 2006

Another Quote from CIO

Todd Lunsford explained, "Our business simply could not Todd Lunsford explained, "Our business simply could not have grown as fast as it has without applications that have grown as fast as it has without applications that were highly tailored to our specific business needs. were highly tailored to our specific business needs. Manual loan processing methods would not allow us to Manual loan processing methods would not allow us to capitalize on the opportunity generated by the massive capitalize on the opportunity generated by the massive volume of demand due to low interest rates. Our sales volume of demand due to low interest rates. Our sales team was already very large and we were adding new team was already very large and we were adding new reps constantly. We were evolving our product mix so reps constantly. We were evolving our product mix so fast, it was next to impossible to keep a large sales team fast, it was next to impossible to keep a large sales team informed without building our own applications that we informed without building our own applications that we could adapt instantly." could adapt instantly."

http://newsroom.progress.com/phoenix.zhtml?c=202961&p=irol-newsArticle&ID=582102&highlight , viewed Nov 5, 2006

How Does Quicken Find Employees?

https://www.quickenloanscareers.com/web/recruiting-events.aspx , Nov 5 2006

Quicken Benefits & Perks

Medical, Dental and Vision 401k with 75% company match Tuition Assistance Adoption Assistance Paid Parental Leave Refer & Earn programs. Earn extra money for referring friends

and family for home financing and career opportunities Discounts on housing and home improvements, technology

and cell phone providers, retail offers, concert tickets, shows and more

On-site Toast Masters Club Interest Free Home Computer Purchase Loan Gym and Internet Connection Reimbursement

https://www.quickenloanscareers.com/web/benefits.aspx , Nov 5, 2006

Quicken Benefits & Perks (cont’d) All inclusive New Hire Orientation for everyone On-site computer training — MS Outlook, Word, Excel,

PowerPoint, Palm Pilot and more Mortgage industry training and external training

opportunities for all team members “Ticket Window Thursday” CEO gives concert tickets

away Annual Golf Outing Barbecues Softball Teams

https://www.quickenloanscareers.com/web/benefits.aspx , viewed Nov 5, 2006

Quicken IT Jobs Available

https://www.quickenloanscareers.com/web/JobListings.aspx?Category=Information+Technology , viewed Nov 5, 2006

Take Aways

There are many different varieties of IT jobs to There are many different varieties of IT jobs to choose from locally, nationally, and globally.choose from locally, nationally, and globally.

Demand and salaries are increasing for IT Demand and salaries are increasing for IT workers in the US and around the worldworkers in the US and around the world

As a job with short deadlines and high pressure, As a job with short deadlines and high pressure, environment can make a huge difference for environment can make a huge difference for production and retention of IT workers.production and retention of IT workers.

Offering strong development plans helps with Offering strong development plans helps with retention.retention.

Healthy work-life balance is becoming more Healthy work-life balance is becoming more important in the global world of IT.important in the global world of IT.

Questions???