attracting, developing, retaining it professionals
DESCRIPTION
Attracting, Developing, Retaining IT Professionals. Group 2: Kevin Burlage, Patrick Dunn, Tim Sullivan, Vyacheslav Mikryukov. Objectives. ATTRACT: Demonstrate the growth trends in IT careers DEVELOP: Understand the importance of continuing education for a long-term IT career - PowerPoint PPT PresentationTRANSCRIPT
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,
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