it hiring kit – standard edition hiring kit standard sample.pdf · shipping records....

IT Hiring Kit – Standard Edition

The standard edition of the IT Hiring Kit contains the following items

• Latest IT Salary Survey - The salary survey draws on data collected throughout the year via extensive Internet-based survey instruments and completed survey forms from businesses throughout the United States and Canada. The survey data reflects IT salaries in 78 major cities in the United States as well as 23 cities in Canada. Summary data is provided in both the PDF document and a separate Excel Spreadsheet.

• Salary Survey Job Descriptions (PDF) The job descriptions are provided as a 206 page indexed PDF document for all of the positions surveyed. The PDF file can be viewed and printed.

• Interview and Hiring Guide (WORD and PDF) Includes two electronic forms: Background Check Authorization and Interview Questionnaire.

In the pages that follow, samples of the item included are shown

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IT Salary Survey 2019

1 © 2019 Janco Associates, Inc. – ALL RIGHTS RESERVED – https://www.e-janco.com & http://www.eJobdescription.com

Table of Contents

METHODOLOGY ............................................................................................................................................................ 3 SAMPLE STATISTICS ...................................................................................................................................................... 5 STUDY SUMMARY ........................................................................................................................................................ 7

CIO Tenure ................................................................................................................................................................... 8 Fringe Benefits Summary ............................................................................................................................................. 9 Fringe Benefit Analysis ............................................................................................................................................... 10

COMPENSATION AND IT JOB MARKET TRENDS .......................................................................................................... 11 BLS IT Compensation Analysis .................................................................................................................................... 12 Mean Compensation IT Executives ............................................................................................................................ 13 US Federal Government Compensation Cap ............................................................................................................. 15 Highly Paid CIOs ......................................................................................................................................................... 16

NATIONAL UNEMPLOYMENT RATE ............................................................................................................................. 18 CHANGES IN DEMAND FOR IT PROFESSIONALS .......................................................................................................... 20 JOB DESCRIPTIONS ..................................................................................................................................................... 21 JOB FAMILIES .............................................................................................................................................................. 32

IT Job Family Classification ............................................................................................................................................. 32 Job Description Structure .......................................................................................................................................... 34

SUMMARY SALARY SURVEY DATA .............................................................................................................................. 37 STATISTICS PRESENTED BY CITY .................................................................................................................................. 47

Large Enterprises ............................................................................................................................................................ 50 Mid-Size Enterprises ....................................................................................................................................................... 74

NATIONAL IT SALARY ANALYSIS .................................................................................................................................. 97

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Study Summary

Mean Compensation for all IT Pros in 2019 now is $93,077 up by 2.92% from January 2018 IT Professionals in large companies had the greatest increases

Our observations for the 2019 IT Salary Survey are as follow:

• In the last 12 months compensation for IT executives have fared better in large companies than mid-size companies with increases that were 3.89% versus 2.84%.

• In the last two quarters of 2018, staff level positions in IT organizations of SMB's had the greatest demand for new hires. Companies were gearing up their internal US-based IT organizations pushing IT salaries up by 2.40% from $87,254 last year to $89,348.

• IT compensation for all IT Professionals increased by 2.92%.

• Between the start of 2018 and the start of 2019, the total mean compensation for all IT Professionals increased from $90,439 to $93,077.

• In large enterprises, the median compensation rose 3.42% from $93,669 to $96,875. • In mid-sized enterprises, the mean total compensation for all positions increased by 2.40% from $87,254

to $89,348. Over 80,000 net new jobs. • Some markets like the SF Bay Area, Boston Metro, and Salt Lake areas are suffering significant shortages

of qualified IT professionals. • Technology centers like San Francisco (Bay Area), Chicago, Atlanta, District of Columbia, New York and

Washington State continued to lead the way in new IT job creation. • Many CIO in the larger enterprises are now getting closer to retirement. Succession planning and

promotion of Millennials into that role is becoming a priority. • Median CIO tenure has fallen by two months to 4 years and 5 months as retirements of baby boomers

continue. • Large organizations are planning to beef up their middle management as those enterprises focus on Big

Data, Blockchain, SEO and Smartphone and tablet connectivity. • Positions in highest demand are associated with e-commerce, application development security, big

data, distributed/mobile system project management, and quality control. • Onshore outsourcing and H-1B visa jobs have peaked. The America first campaign has resulted in more

infrastructure functions being moved in-house. • Several enterprises are moving help desks and data center operations in-house which has resulted in an

increased demand for data center managers. • A new position was added to the survey – Web SEO Analyst as e-commerce continues to expand and

search engine placement becomes more critical. • KPI metrics are now the way performance is being measured.



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CIO Tenure

CIO tenure is the length of time in the existing role of an individual. Over the last 12 months, the median tenure of CIOs has moved fallen by e2 months to 4 Years and 5 months. Over the next 12 months we will see even more retirements which will result in a reduction in the average tenure as more "younger" IT professionals move into that role.



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Fringe Benefits Summary

With the increase in demand for IT professionals, companies have started to improve the fringe benefits offered. The number of companies picking up 100% of Health insurance has risen to 79% from 78% in the prior year. Cars have all but eliminated except in those cases where employees must use them in the course of their day-to-day jobs – companies have also eliminated the use of these vehicles for personal use during non-work hours.

0% 10% 20% 30% 40% 50% 60% 70% 80%

Insurance - Health

Insurance - Life

Insurance - Disability (beyond mandated)

Flexible Hours and or Schedule

401K

Personal Performance Bonus

Trips (i.e. off-site planning, trade shows, training)

Enterprise Performance Bonus

Stock Options

Automobile

© 2019 Copyright Janco Associates, Inc. -- ALL RIGHTS RESERVED

Fringe Benefits IT Professionals 2019 2018



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Compensation and IT Job Market Trends

Data collected shows that mean compensation for IT professionals increased by 2.92% over the past 12 months. The positions most in demand are IT staff who have the skills to development and implementation of new technology initiatives.

A new position was added to the survey – Web SEO Analyst as e-commerce continues to expand and search engine placement becomes more critical.



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BLS IT Compensation Analysis

High-tech industries matter to the U.S. economy because they produce a large share of total output, and from a workforce standpoint, they employ large numbers of skilled workers and provide higher wages for all types of workers. There are various ways that high-tech industries can be defined, and those definitions can have an impact on analyses. In an article, the BLS defined high-tech industries as those having high concentrations of workers in STEM (Science, Technology, Engineering, and Mathematics) occupations.

Title Job Summary Education Median Pay

January 2018

Computer and Information Research

Scientist

Invents and designs new approaches to computing technology and finds innovative uses for existing technology.

Master's degree $114,520

Computer Network Architect

Designs and builds data communication networks, including local area networks (LANs), wide area networks (WANs), and Intranets.

Bachelor's degree $104,650

Computer programmer Writes and tests code that allows computer applications and software programs to function properly.


Computer support specialists

Provides help and advice to computer users and organizations.

Associate's degree

Optional $52,810

Computer Systems Analyst

Studies an organization’s current computer systems and procedures, and designs solutions to help the organization operate more efficiently and effectively.


Database administrator Uses specialized software to store and organize data, such as financial information and customer shipping records.


Information Security Analyst

Plans and carries out security measures to protect an organization’s computer networks and systems.


Network and Computer Systems Administrator

Responsible for the day-to-day operation of enterprise networks


Software Developer

Some develop the applications that allow people to do specific tasks on a computer or another device. Others develop the underlying systems that run the devices or that control networks.


Web Developer Design and create websites. Associate's degree $67,990

Source BLS – Analysis by Janco Associates, Inc. – https://www.e-janco.com





Mean Compensation IT Executives

Compensation and hiring are on an uptick and has just reached the levels of where it was in January 2008. We can see that there now is now demand for IT executives (leaders and staff IT professionals) in mid-sized enterprises. This is a precursor to future IT staff hiring and spending. New IT executives typically will begin to hire additional staff within three to six months after they join an enterprise.

Large Enterprises – Executive Salaries

Compensation for Information Technology executives improved significantly over the past year.

Large Enterprises Mean Compensation Jan 2018 Jan 2019 Change

VP - Chief Information Officer (CIO) $205,606 $219,921 6.96% VP - Security (CSO) $167,885 $179,159 6.72% VP - Administration $129,572 $136,190 5.11% VP - Consulting Services $130,105 $138,328 6.32% VP - Information Services $169,443 $170,241 0.47% VP - Technical Services $171,151 $172,259 0.65% Director - IT Planning $144,828 $152,211 5.10% Director - Production/Data Center $147,674 $153,716 4.09% Director - Systems & Programming $171,471 $171,649 0.10%

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Changes in Demand for IT Professionals

Many enterprises are now looking to improve service levels and expand the impact of technology across all phases of typical enterprise operations. This has resulted in the use of more specialist for key projects and to bring "off-shore" computer operations back into the company’s direct control.

Positions with High Demand Positions with Low Demand

Large Enterprises

CIO CSO

Director IT Planning VP Information Services Manager Application Development Manager Production Support

Manager Technical Services Disaster Recovery Coordinator Project Manager Applications Supervisor Hardware Installations

Project Manager Distributed Systems Webmaster Database Specialists

Web SEO Analyst

Mid-sized Enterprises

CSO VP Information Services Director IT Planning

Director Systems & Programming Manager Production Support Manager Application Development Computer Operations Shift Supervisor

Project Manager - Systems Disaster Recovery Coordinator Network Services Administrator Operations Analyst

Systems Programmer Production Control Analyst Web SEO Analyst

© 2019 Copyright Janco Associates, Inc. www.e-janco.com -- ALL RIGHT RESERVED

Large organizations are planning to beef up their middle management as those enterprises focus on Big Data, Blockchain and Smartphone and tablet connectivity. In addition, many CIO in larger enterprises are now getting closer to retirement. Succession planning and promotion of Millennials into that role is becoming a priority.



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Job Descriptions

The following position descriptions have been adapted from Internet and Information Technology Position Description HandiGuide®, published by Janco Associates, Inc., expressly for inclusion in this publication. They are copyright © 1995-2009 by Janco Associates Inc. and are not to be utilized for any purpose other than use with this Compensation Study.

Full job descriptions can be ordered at https://www.e-janco.com/session/add_product.aspx?catalog=962

Vice President - Chief Information Officer The Chief Information Officer (CIO) is accountable for directing the information and data integrity of the enterprise and its groups and for all Information Service functions of the enterprise, including all data centers, technical service centers, production scheduling functions, help desks, communication networks (voice and data), computer program development, and computer systems operations. He or she is responsible for maintaining the integrity of all electronic and optical books and records of the enterprise including a review of computerized and manual systems; information processing equipment and software for acquisition, storage and retrieval; and definition of the strategic direction of all information processing and communication systems and operations. He or she provides overall management and definition of all computer and communication Activities within the enterprise including responsibility for providing a leadership role in the data to day operations of the Information Services function as well as providing direction as the enterprise grows through internal growth and external acquisition.

Vice President – Chief Security Officer The Chief Security Officer (CSO) is responsible for overall direction of all security functions associated with Information Technology applications, communications (voice and data), and computing services within the enterprise. At the same time, the CSO must be aware of the implications of legislated requirements that impact security for the enterprise. This includes but is not limited to Sarbanes Oxley Section 404 requirements. The CSO has the responsibility for global and enterprise-wide information security; he/she is also responsible for the physical security, protection services and privacy of the corporation and its employees. The CSO oversees and coordinates security efforts across the enterprise, including information technology, human resources, communications, legal, facilities management and other groups, to identify security initiatives and standards. The CSO works closely with the chief information officer and must have strong working knowledge of information technology.

Vice President - Administration The Vice President Administration is accountable for providing administrative direction and support systems as well as communication of performance and inter-enterprise billings between the Information Services organization and its internal and external users. This includes all Information Service functions of the enterprise, including all data centers, technical service centers, production scheduling functions, help desks, communication networks (voice and data), computer program development, computer systems operations. He or she is responsible for maintaining the integrity of the books and records of Information Services and the office of the Chief Information Officer including computerized and manual systems. He or she provides overall support in management and definition of all computer and communication activities within the enterprise.

Vice President - Consulting Services The Vice President Consulting Services is accountable for directing the business and operational application of information and data in the enterprise and its groups including reviews of applications including computerized and manual systems; software acquisition, storage and retrieval approaches; and definition of the strategic direction of all information processing and communication systems and operations. He or she provides overall management and definition of all computer and communication business and operation activities within the enterprise.



https://www.e-janco.com/session/add_product.aspx?catalog=962



Internet and Information Technology Position Descriptions HandiGuide®

300 Job Descriptions and Organization Charts

Sample Job Description Table of Contents

Electronic Distribution ONLY https://www.e-janco.com/Job_Book.htm

The Internet and Information Technology Position Descriptions HandiGuide® was completed in 2018 and contains well over 750 pages; which includes sample organization charts, a job progression matrix, and detail job descriptions. The book also addresses Fair Labor Standards and the ADA and is in a new easier to read format. Also included are tools to help you expand, evaluate and define your enterprise's unique additional required. Those tools include:

Job Evaluation Questionnaire Position Description Questionnaire Job Progression Matrix (Job Family Classifications) *

The positions (see the full list by downloading the Table of Contents above) include all of the functions within the IT group. They include:

Chief Information Officer (CIO) Chief Security Officer (CSO) Chief Technology Officer (CTO) Director Electronic Commerce Manager Data Security/Special Project Supervisor Disaster Recovery Coordinator Internet/Intranet Administrator

Manager Metrics Metrics Measurement Analyst Manager Wireless Systems Webmaster PCI-DSS Coordinator Programmer Object Programmer

Click here to see a list of all of the job descriptions included You can purchase this book as a PDF Book, Word Book or as individual word files for each Job Description which makes for easier modification. We have also combined both book formats with the individual word files for each job descriptions to give you the best of both worlds.

Format Print Modify Source

Cut & Paste Features

PDF ePub

Yes No No Search and fully bookmarked

Word Book ePub Yes Yes Yes

Search Fully Bookmarked. All job descriptions are contained in single word book - NOTE this is a complex document and the user needs to know Work very well to extract and modify the individual job descriptions

Word Files Yes Yes Yes Individual files for each job description. Long file names are used so each job description can be modified as a simple document

PDF, ePub and Word Files Yes Yes Yes

Search and fully bookmarked. Individual files for each job description. Long file names are used so each job description can be modified as a simple document



http://www.e-janco.com/Job_Sample.htm

https://www.e-janco.com/Register_jobdescriptions.html

https://www.e-janco.com/Job_Book.htm

https://www.e-janco.com/Job_Book_Full.htm



Job Families

This Compensation Study is most helpful when used in conjunction with another Janco publication 5, the Internet and Information Technology Position Description HandiGuide®. This management book contains position descriptions for over 238 jobs in the Information Systems organization divided into four management levels and five functional families. The Internet and Information Technology Position Description HandiGuide® will facilitate staff planning and organizational development, enhance recruiting programs, increase internal coordination, and improve service levels. The Internet and Information Technology Position Description HandiGuide® provides a formal definition of the Information Technology department in any size organization. The positions are organized into four management levels:

I. Executive ManagementII. Senior ManagementIII. Middle ManagementIV. Staff

IT Job Family Classification

A job family is a series of progressively higher, related jobs distinguished by levels of knowledge, skills, and abilities (competencies) and other factors, and which provide promotional and compensation opportunities. Job Classification system is a basis for career planning and setting pay ranges for IT Pros.

For more information, go to https://www.e-janco.com/it-Job-Family.html.

5 All of Janco’s publications can be obtained at the following sites: https://www.e-janco.com and www.ejobdescrption.com.



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Summary Salary Survey Data

The following tables show the relative compensation amounts by position within company size. For example, the first table displays compensation including/excluding perks in large companies for the top level, the second for Mid-Level and third for Staff IT positions. The remaining tables display compensation in mid-size companies for the same classifications. All amounts are on these charts are in US Dollars.



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Summary Salary Survey - 2019Large Position Benchmark 4th Quartile ------Prior Year Mean ------------ Current Mean----------

Prior Current Base Total Base Total % Change

TopVP - Chief Information Officer (CIO) $4,180,707 $524,119 $189,156 $205,606 $201,210 $219,921 6.96%VP - Security (CSO) $204,818 $223,241 $162,885 $167,885 $169,107 $179,159 6.72%VP - Administration $175,676 $178,927 $125,825 $129,572 $128,728 $136,190 5.11%VP - Consulting Services $170,739 $173,593 $126,478 $130,105 $132,186 $138,328 6.32%VP - Information Services $241,606 $241,743 $144,535 $169,443 $144,809 $170,241 0.47%VP - Technical Services $238,078 $238,632 $157,594 $171,151 $158,701 $172,259 0.65%Director - IT Planning $246,001 $250,248 $125,772 $144,828 $132,832 $152,211 5.10%Director - Production/Data Center $213,282 $214,980 $136,469 $147,674 $139,865 $153,716 4.09%Director - Systems & Programming $215,800 $240,285 $147,302 $171,471 $147,846 $171,649 0.10%

Average $146,224 $159,748 $150,587 $165,964 3.89%



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MidManager - Application Development $125,541 $126,405 $97,854 $99,101 $99,581 $100,828 1.74%Manager - Computer Operations $246,098 $148,272 $107,781 $115,992 $109,380 $116,819 0.71%Manager - Customer Service $134,893 $138,605 $104,090 $112,000 $105,943 $112,995 0.89%Manager - Data Communications $100,108 $99,947 $87,530 $89,436 $87,207 $90,091 0.73%Manager - Data Warehouse $150,595 $182,669 $109,470 $111,917 $115,649 $119,675 6.93%Manager - Database $179,186 $181,127 $103,281 $112,489 $103,768 $112,989 0.44%Manager - Internet Systems $132,052 $134,887 $96,707 $101,878 $97,793 $103,361 1.46%Manager - Operating Systems Production $146,547 $126,654 $104,189 $110,214 $108,672 $114,968 4.31%Manager - Network Services $175,620 $142,197 $98,987 $103,541 $105,272 $109,171 5.44%Manager - Production Services $151,946 $152,277 $88,483 $100,137 $89,144 $100,493 0.36%Manager - Production Support $124,291 $122,723 $84,275 $89,807 $87,077 $91,050 1.38%Manager - Quality Control $106,351 $105,672 $86,160 $89,009 $87,562 $89,315 0.34%Manager - Security and Workstations $133,199 $136,585 $96,500 $100,923 $101,823 $106,823 5.85%Manager - Systems and Programming $147,626 $149,227 $109,476 $116,075 $108,870 $116,088 0.01%Manager - Technical Services $159,886 $159,990 $108,658 $114,356 $116,270 $120,199 5.11%Manager - Training and Documentation $98,622 $100,956 $79,332 $81,371 $79,998 $82,138 0.94%Manager - Voice and Data Communications $113,907 $114,273 $94,973 $98,802 $95,705 $98,996 0.20%Manager - Voice/Wireless Communications $118,033 $119,633 $86,496 $87,948 $87,696 $89,251 1.48%Computer Operations - Shift Manager $92,773 $92,993 $77,715 $78,493 $80,155 $80,583 2.66%Computer Operations - Shift Supervisor $67,708 $71,456 $54,361 $56,324 $61,857 $65,454 16.21%Data Entry Supervisor $59,273 $66,995 $56,517 $57,461 $62,389 $62,709 9.13%Production Control Specialist $75,983 $77,417 $62,328 $63,078 $65,197 $65,694 4.15%Production Services Supervisor $152,619 $83,626 $64,282 $65,590 $69,734 $71,322 8.74%Project Manager - Applications $184,022 $185,845 $111,948 $119,428 $115,594 $122,698 2.74%Project Manager - Distributed Systems $124,116 $122,975 $101,684 $108,552 $106,804 $111,024 2.28%Project Manager - Network Technical Services $133,889 $136,368 $103,207 $108,738 $104,199 $109,018 0.26%Project Manager - Systems $176,332 $209,122 $101,617 $107,455 $109,121 $115,041 7.06%Supervisor - Hardware Installations $79,224 $68,471 $59,047 $59,305 $63,342 $63,792 7.57%Capacity Planning Supervisor $87,391 $80,180 $68,428 $70,426 $68,416 $71,003 0.82%Change Control Supervisor $81,044 $76,852 $69,376 $69,638 $69,939 $70,215 0.83%Supervisor - Desktop BYOD Support $91,876 $91,971 $78,704 $79,493 $79,529 $79,879 0.49%Supervisor - Network Services $94,077 $96,074 $72,920 $73,526 $76,916 $77,796 5.81%Webmaster $83,394 $87,995 $69,516 $73,940 $68,507 $74,191 0.34%

Average $87,754 $91,710 $90,579 $94,414 2.95%



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StaffBYOD / Personal Computer Specialist $79,401 $73,048 $60,970 $63,424 $64,567 $65,414 3.14%Change Control Analyst $81,901 $82,489 $64,569 $65,697 $65,746 $66,911 1.85%Computer Operator $54,034 $56,476 $53,033 $53,854 $56,181 $56,181 4.32%Data Center Facility Administrator $57,272 $61,837 $53,517 $53,517 $58,674 $58,674 9.64%Data Security Administrator $131,902 $133,460 $90,496 $94,067 $93,612 $96,378 2.46%Database Specialist $169,984 $174,625 $86,719 $94,169 $95,160 $101,808 8.11%Disaster Recovery Coordinator $141,922 $159,567 $99,557 $102,575 $95,777 $102,657 0.08%e-Commerce Specialist $93,488 $96,084 $86,620 $89,999 $88,142 $91,752 1.95%Forms and Graphics Designer $78,084 $62,856 $56,614 $57,925 $58,758 $59,793 3.22%Object Programmer $90,050 $101,909 $82,841 $83,675 $85,819 $86,652 3.56%Hardware Installations Coordinator $55,556 $62,931 $53,703 $54,420 $59,631 $59,631 9.58%Internet Developer $116,819 $117,258 $75,622 $79,600 $76,499 $80,671 1.35%IT Planning Analyst $106,126 $107,553 $82,823 $86,097 $86,187 $88,322 2.58%Network Control Analyst $114,152 $98,244 $82,879 $87,117 $85,592 $88,211 1.26%Network Services Administrator $143,099 $145,636 $69,637 $74,382 $73,770 $78,849 6.01%Network Technician $87,823 $89,887 $61,585 $62,385 $65,713 $67,000 7.40%Operations Analyst $67,525 $69,356 $64,278 $64,671 $64,575 $64,967 0.46%Production Control Analyst $71,373 $72,179 $63,024 $64,511 $63,098 $64,779 0.41%Programmer/Analyst $454,249 $173,605 $88,579 $92,376 $90,438 $93,440 1.15%Senior Network Specialist $155,127 $157,412 $83,853 $89,615 $88,422 $94,102 5.01%Software Engineer $135,379 $137,432 $91,558 $95,116 $95,665 $99,224 4.32%Systems Analyst $143,678 $143,294 $78,910 $81,861 $83,422 $86,188 5.29%Systems Programmer $120,400 $121,499 $89,814 $93,437 $92,012 $96,058 2.80%Systems Support Specialist $88,227 $91,741 $67,150 $68,983 $72,188 $73,449 6.47%Librarian $64,581 $55,327 $50,323 $50,344 $54,827 $54,827 8.90%Technical Services Specialist $80,257 $83,488 $63,334 $63,987 $69,586 $70,301 9.87%Technical Specialist $109,116 $112,936 $86,341 $87,829 $88,108 $89,871 2.33%Voice/Wireless Communications Coordinator $89,099 $93,639 $79,345 $80,233 $79,999 $81,033 1.00%Web SEO Analyst $106,735 $95,192 $68,158 $69,808 $70,806 $72,875 4.39%Wi-Fi LAN Applications Support Analyst $100,178 $92,341 $72,820 $74,285 $72,754 $74,340 0.07%

Average $73,622 $75,999 $76,524 $78,812 3.71%



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Summary Salary Survey - 2019Mid-Size Position Benchmark 4th Quartile ------Prior Year Mean ------------ Current Mean----------


TopVP - Chief Information Officer (CIO) $530,314 $468,251 $160,936 $179,554 $165,494 $185,135 3.11%VP - Security (CSO) $189,502 $193,473 $137,361 $139,264 $142,525 $144,754 3.94%VP - Administration $115,620 $130,380 $107,831 $108,107 $108,785 $110,724 2.42%VP - Consulting Services $272,596 $274,020 $135,365 $158,891 $138,213 $162,563 2.31%VP - Information Services $229,001 $227,141 $128,408 $134,662 $133,094 $140,148 4.07%VP - Technical Services $291,882 $236,199 $135,805 $150,507 $138,881 $152,958 1.63%Director - IT Planning $213,213 $213,504 $106,476 $112,658 $107,059 $113,353 0.62%Director - Production/Data Center $240,817 $192,792 $111,702 $122,265 $115,651 $126,369 3.36%Director - Systems & Programming $317,120 $303,572 $128,828 $140,538 $133,190 $145,815 3.75%

Average $128,079 $138,494 $131,432 $142,424 2.84%



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MidManager - Application Development $152,362 $154,165 $78,892 $80,427 $82,498 $83,777 4.17%Manager - Computer Operations $267,899 $268,742 $95,361 $102,053 $97,047 $104,241 2.14%Manager - Customer Service $117,912 $118,475 $83,045 $85,572 $84,171 $86,401 0.97%Manager - Data Communications $110,898 $112,431 $76,996 $80,116 $80,062 $82,578 3.07%Manager - Data Warehouse $137,619 $137,784 $100,981 $106,671 $101,311 $106,971 0.28%Manager - Database $175,996 $176,277 $90,062 $94,632 $90,624 $95,413 0.83%Manager - Internet Systems $181,372 $182,085 $97,892 $102,951 $99,318 $103,938 0.96%Manager - Operating Systems Production $138,259 $124,285 $97,382 $103,148 $103,500 $104,270 1.09%Manager - Network Services $212,278 $214,145 $87,920 $94,139 $91,654 $99,088 5.26%Manager - Production Services $118,635 $119,511 $99,130 $101,255 $100,883 $102,516 1.25%Manager - Production Support $115,952 $115,721 $89,322 $96,490 $88,860 $97,311 0.85%Manager - Quality Control $129,908 $126,497 $92,464 $97,479 $95,568 $100,875 3.48%Manager - Security and Workstations $147,889 $151,012 $94,959 $97,533 $96,240 $99,081 1.59%Manager - Systems and Programming $170,866 $171,860 $104,882 $110,050 $106,870 $112,432 2.16%Manager - Technical Services $181,931 $184,408 $88,944 $93,993 $93,898 $99,514 5.87%Manager - Training and Documentation $156,975 $125,935 $79,435 $82,058 $79,848 $82,584 0.64%Manager - Voice and Data Communications $134,326 $135,421 $97,674 $101,865 $99,864 $104,631 2.72%Manager - Voice/Wireless Communications $110,544 $112,592 $77,513 $79,330 $78,028 $79,657 0.41%Computer Operations - Shift Manager $80,414 $78,895 $69,261 $69,885 $70,491 $70,635 1.07%Computer Operations - Shift Supervisor $93,793 $93,851 $64,449 $65,306 $64,565 $65,383 0.12%Data Entry Supervisor $61,296 $63,759 $55,398 $56,676 $56,526 $56,951 0.48%Production Control Specialist $64,672 $65,744 $58,064 $60,137 $60,208 $62,135 3.32%Production Services Supervisor $102,127 $103,329 $73,878 $77,895 $76,282 $80,022 2.73%Project Manager - Applications $196,743 $198,750 $97,243 $102,005 $101,259 $106,318 4.23%Project Manager - Distributed Systems $205,683 $131,406 $101,288 $107,580 $107,203 $112,817 4.87%Project Manager - Network Technical Services $118,640 $118,845 $80,521 $81,698 $81,316 $82,091 0.48%Project Manager - Systems $423,181 $174,804 $99,095 $104,507 $98,905 $106,515 1.92%Supervisor - Hardware Installations $84,729 $85,208 $62,716 $67,398 $68,415 $71,182 5.61%Capacity Planning Supervisor $70,945 $71,959 $63,889 $63,889 $63,919 $64,282 0.62%Change Control Supervisor $181,114 $94,620 $81,525 $85,264 $80,902 $85,469 0.24%Supervisor - Desktop BYOD Support $102,728 $105,463 $80,553 $81,477 $82,070 $83,115 2.01%Supervisor - Network Services $121,183 $122,322 $80,044 $81,865 $82,322 $83,996 2.60%Webmaster $104,672 $105,328 $68,906 $73,217 $70,220 $74,902 2.30%

Average $83,930 $87,532 $85,904 $89,427 2.16%



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StaffBYOD / Personal Computer Specialist $77,044 $77,432 $57,863 $59,181 $58,639 $59,905 1.22%Change Control Analyst $63,387 $62,418 $58,805 $58,805 $59,702 $59,702 1.52%Computer Operator $71,688 $72,282 $50,712 $51,669 $51,898 $52,977 2.53%Data Center Facility Administrator $114,196 $114,377 $78,209 $78,859 $78,572 $79,221 0.46%Data Entry Clerk $150,209 $46,986 $43,669 $43,669 $43,879 $43,879 0.48%Data Security Administrator $118,538 $119,049 $68,976 $71,956 $69,997 $73,113 1.61%Database Specialist $158,899 $161,005 $84,080 $87,669 $88,291 $92,200 5.17%Disaster Recovery Coordinator $123,937 $101,908 $87,653 $91,763 $89,147 $91,823 0.07%e-Commerce Specialist $96,711 $96,565 $80,580 $83,084 $81,305 $83,922 1.01%Forms and Graphics Designer $76,777 $77,870 $60,910 $61,680 $61,130 $62,009 0.53%Object Programmer $97,162 $97,308 $81,771 $84,896 $82,062 $86,324 1.68%Hardware Installations Coordinator $61,803 $62,795 $53,798 $55,662 $55,781 $58,652 5.37%Internet Developer $123,026 $123,088 $78,173 $81,396 $78,296 $83,036 2.01%IT Planning Analyst $83,926 $84,062 $68,624 $70,509 $68,898 $71,036 0.75%Network Control Analyst $88,132 $88,503 $72,609 $72,994 $73,352 $73,767 1.06%Network Services Administrator $132,270 $133,503 $69,843 $72,192 $72,308 $74,793 3.60%Network Technician $95,441 $95,765 $63,935 $66,009 $64,582 $66,625 0.93%Operations Analyst $79,577 $82,108 $69,004 $70,847 $69,361 $70,905 0.08%Production Control Analyst $75,812 $76,573 $66,022 $66,569 $66,006 $66,607 0.06%Programmer/Analyst $198,929 $200,431 $84,358 $87,759 $87,363 $91,051 3.75%Senior Network Specialist $144,096 $146,222 $86,955 $91,235 $91,207 $95,746 4.94%Software Engineer $510,614 $205,796 $96,527 $101,465 $96,210 $101,916 0.44%Systems Analyst $176,163 $177,423 $78,834 $81,301 $81,353 $84,175 3.53%Systems Programmer $138,799 $140,870 $78,020 $79,967 $82,161 $84,357 5.49%Systems Support Specialist $131,026 $133,856 $65,241 $67,452 $67,826 $70,673 4.78%Librarian $61,069 $62,239 $57,547 $57,547 $58,479 $58,479 1.62%Technical Services Specialist $103,997 $104,920 $64,533 $66,722 $64,936 $66,845 0.18%Technical Specialist $92,968 $96,347 $67,939 $68,982 $68,086 $69,283 0.44%Voice/Wireless Communications Coordinator $84,075 $84,292 $71,007 $73,036 $71,440 $73,292 0.35%Web SEO Analyst $93,025 $95,775 $61,607 $62,869 $70,905 $72,824 15.84%Wi-Fi LAN Applications Support Analyst $91,086 $92,338 $63,863 $66,763 $66,367 $70,392 5.44%

Average $70,054 $72,081 $71,598 $73,856 2.47%



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Statistics Presented by City

The following pages present the numerical results of Janco’s Compensation Study in a tabular fashion. Shown are the normalized minimum and maximum for the base salary, as well as the total compensation (including supplemental compensation) for each position, as well as Janco’s own benchmark. The remaining columns show figures for 78 typical United States metro areas, as well as 24 selected metro areas in Canada, with adjustments made on the basis of such factors as cost of living, local economic indicators, and regional industry forecasts. City data includes perks. US cities data is in US dollars and Canadian cities data is in Canadian Dollars. The city data is the median.

The cities listed are:

US Cities

Akron Albuquerque Allentown Anchorage Atlanta Atlantic City Austin

Baltimore Bellingham Boise Boston Buffalo Charleston Charlotte

Cheyenne Chicago Cincinnati Cleveland Colorado Springs Columbus Dallas

Denver Des Moines Detroit Duluth Gary Grand Rapids Green Bay

Honolulu Houston Indianapolis Kansas City, Missouri Las Vegas Lexington Little Rock

Los Angeles Louisville Madison Memphis Miami Milwaukee Minneapolis

Nashville New Orleans New York Oakland Oklahoma City Olympia Omaha

Orange County CA Orlando Peoria Philadelphia Phoenix Pittsburgh Portland. Maine

Portland, Oregon Provo/Orem Raleigh-Durham Rockford Sacramento Salt Lake City San Antonio

San Diego San Francisco San Jose Seattle Sioux Falls St. Louis Stamford

Syracuse Toledo Topeka Tucson Tulsa Washington Wichita

Winston-Salem

Canadian Cities 6

Calgary AB Charlotte PE Edmonton AB Fredericton NB Guelph ON Halifax NS Hamilton ON

Hull QC London ON Montreal QC Niagara Falls ON Ottawa ON Québec City QC Regina SK

Saskatoon SK Sault Ste. Marie ON St. John’s NF Sudbury ON Toronto ON Vancouver BC Victoria BC

Whitehorse YT Windsor ON Winnipeg MB

6 On the tables that follow and in the Excel files (if you have purchased that option) the only dollars which are in Canadian Dollars are the mean dollars for the Canadian cities. All other values are in US Dollars only.





Large Enterprises

Compensation for positions in cities in the United States and Canada The Compensation Study data was divided into two categories. Large companies are companies whose gross revenues are equal to or greater than $500 MM or more than 1,000 total employees. Mid-sized companies are companies whose gross revenues are less than $500 MM and less than 1,000 employees All salaries are normalized to a national standard, taking into account the cost of living in the metropolitan areas presented. Note some metro areas may not have sufficient data points to be statistically accurate to plus or minus 5%. However, all the national numbers are statistically valid for plus or minus 1.2%



IT Salary Survey

Large Enterprises 2019


Job Title Mean Base Mean Total Benchmark Akron Albuquerque Allentown Anchorage Atlanta Atlantic City Austin

VP - Chief Information Officer (CIO) 201,210 219,921 528,010 176,423 172,242 178,490 198,062 193,463 192,269 164,515 VP - Security (CSO) 169,107 179,159 210,044 143,723 140,317 145,407 161,351 157,604 156,632 134,022 VP - Administration 128,728 136,190 174,822 109,253 106,664 110,533 122,653 119,805 119,066 101,879 VP - Consulting Services 132,186 138,328 170,739 110,967 108,338 112,268 124,578 121,685 120,935 103,478 VP - Information Services 144,809 170,241 241,743 136,569 133,333 138,169 153,320 149,760 148,836 127,351 VP - Technical Services 158,701 172,259 238,632 138,187 134,913 139,806 155,137 151,534 150,600 128,860 Director - IT Planning 132,832 152,211 247,588 122,105 119,211 123,535 137,081 133,898 133,072 113,863 Director - Production/Data Center 139,865 153,716 214,453 123,312 120,390 124,757 138,437 135,222 134,388 114,989 Director - Systems & Programming 147,846 171,649 291,279 137,698 134,436 139,312 154,587 150,998 150,067 128,404 Manager - Computer Operations 109,380 116,819 147,916 93,713 91,492 94,811 105,207 102,764 102,130 87,388 Manager - Internet Services 97,793 103,361 134,887 82,917 80,952 83,889 93,087 90,926 90,365 77,321 Manager - Operating Systems Production 108,672 114,968 114,119 92,228 90,043 93,309 103,540 101,136 100,512 86,003 Manager - Network Services 105,272 109,171 141,063 87,578 85,502 88,604 98,319 96,036 95,444 81,667 Manager - Production Services 89,144 100,493 151,031 80,617 78,706 81,561 90,505 88,403 87,858 75,175 Manager - Production Support 87,077 91,050 121,977 73,041 71,311 73,897 82,000 80,096 79,602 68,111 Manager - Quality Control 87,562 89,315 105,340 71,649 69,951 72,489 80,437 78,570 78,085 66,813 Manager - Security and Workstations 101,823 106,823 131,927 85,694 83,663 86,698 96,205 93,971 93,391 79,910 Manager - Systems and Programming 108,870 116,088 149,075 93,126 90,920 94,217 104,549 102,121 101,491 86,841 Manager - Technical Services 116,270 120,199 157,025 96,425 94,140 97,555 108,252 105,738 105,086 89,917 Manager - Training and Documentation 79,998 82,138 100,479 65,892 64,330 66,664 73,973 72,256 71,810 61,444 Manager - Voice and Data Communications 95,705 98,996 114,273 79,415 77,533 80,346 89,156 87,085 86,548 74,055 Manager - Voice Wireless Communication 87,696 89,251 119,633 71,598 69,902 72,437 80,380 78,513 78,029 66,766 Capacity Planning Supervisor 68,416 71,003 79,849 56,959 55,609 57,626 63,945 62,461 62,075 53,115 Change Control Supervisor 69,939 70,215 76,852 56,327 54,993 56,987 63,236 61,768 61,387 52,525 Computer Operations - Shift Manager 80,155 80,583 92,507 64,644 63,112 65,402 72,573 70,888 70,451 60,281 Computer Operations - Shift Supervisor 61,857 65,454 67,854 52,508 51,264 53,123 58,948 57,579 57,224 48,964 Database Manager 103,768 112,989 181,127 90,641 88,493 91,703 101,758 99,395 98,782 84,523 Data Communications Manager 87,207 90,091 99,526 72,271 70,559 73,118 81,136 79,252 78,763 67,393 Data Entry Supervisor 62,389 62,709 64,936 50,306 49,114 50,895 56,476 55,165 54,824 46,910 Information Center Manager 115,649 119,675 123,618 96,004 93,729 97,129 107,779 105,277 104,627 89,524 Customer Service Manager 105,943 112,995 138,039 90,645 88,498 91,707 101,763 99,401 98,787 84,527 Office Automation Applications Manager 99,581 100,828 126,405 80,885 78,968 81,833 90,806 88,697 88,150 75,426 Production Control Specialist 65,197 65,694 76,959 52,700 51,451 53,318 59,164 57,790 57,434 49,143 Production Services Supervisor 69,734 71,322 80,900 57,215 55,860 57,886 64,233 62,742 62,355 53,354 Project Manager - Applications 115,594 122,698 185,798 98,430 96,097 99,583 110,502 107,936 107,271 91,786 Project Manager - Distributed Systems 106,804 111,024 122,975 89,064 86,954 90,107 99,988 97,666 97,064 83,053 Project Manager - Network Technical Services 104,199 109,018 135,370 87,455 85,383 88,480 98,182 95,902 95,311 81,553



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IT Salary Survey

Large Enterprises 2019


Job Title Mean Base Mean Total Benchmark Akron Albuquerque Allentown Anchorage Atlanta Atlantic City Austin

Project Manager - Systems 109,121 115,041 176,879 92,287 90,100 93,368 103,606 101,200 100,576 86,058 Supervisor - Hardware Installations 63,342 63,792 79,224 51,174 49,961 51,774 57,451 56,117 55,771 47,720 Supervisor - PC/ Wireless/ PAD Support 79,529 79,879 91,711 64,080 62,561 64,831 71,939 70,269 69,836 59,755 Supervisor - Network Services 76,916 77,796 94,017 62,408 60,930 63,139 70,063 68,436 68,014 58,196 WebMaster 68,507 74,191 87,622 59,516 58,106 60,214 66,816 65,265 64,862 55,499 Change Control Analyst 65,746 66,911 82,489 53,677 52,405 54,306 60,260 58,861 58,498 50,054 Computer Operator 56,181 56,181 57,777 45,069 44,001 45,597 50,597 49,422 49,117 42,027 Data Center Facility Administrator 58,674 58,674 57,272 47,069 45,954 47,620 52,842 51,615 51,297 43,892 Data Entry Clerk 44,324 44,324 44,898 35,557 34,715 35,974 39,919 38,992 38,751 33,157 Data Security Administrator 93,612 96,378 133,747 77,315 75,483 78,221 86,798 84,783 84,260 72,097 Database Specialist 95,160 101,808 174,124 81,671 79,736 82,628 91,688 89,559 89,007 76,159 Disaster Recovery Coordinator 95,777 102,657 108,591 82,352 80,401 83,317 92,453 90,306 89,749 76,794 e-Commerce Specialist 88,142 91,752 94,170 73,604 71,860 74,467 82,632 80,713 80,216 68,636 Forms and Graphics Designer 58,758 59,793 77,515 47,966 46,830 48,528 53,850 52,599 52,275 44,729 Object Visual Programmer 85,819 86,652 101,909 69,513 67,866 70,328 78,039 76,227 75,757 64,821 Hardware Installations Coordinator 59,631 59,631 62,334 47,836 46,703 48,397 53,704 52,457 52,133 44,608 Internet Developer 76,499 80,671 117,258 64,715 63,182 65,473 72,652 70,965 70,528 60,347 IT Planning Analyst 86,187 88,322 107,251 70,853 69,174 71,683 79,543 77,696 77,217 66,071 Network Control Analyst 85,592 88,211 97,101 70,763 69,086 71,592 79,443 77,598 77,119 65,987 Network Services Administrator 73,770 78,849 144,808 63,253 61,755 63,994 71,012 69,363 68,935 58,984 Network Technician 65,713 67,000 88,046 53,748 52,474 54,377 60,340 58,939 58,575 50,120 Operations Analyst 64,575 64,967 68,208 52,117 50,882 52,728 58,510 57,151 56,799 48,600 Personal Computer Specialist 64,567 65,414 68,794 52,476 51,232 53,091 58,912 57,544 57,189 48,934 Production Control Analyst 63,098 64,779 72,026 51,966 50,735 52,575 58,340 56,985 56,634 48,459 Programmer/Analyst 90,438 93,440 173,225 74,958 73,182 75,836 84,152 82,198 81,691 69,899 Senior Network Specialist 88,422 94,102 157,412 75,489 73,701 76,374 84,749 82,781 82,270 70,394 Software Engineer 95,665 99,224 137,051 79,598 77,712 80,531 89,361 87,286 86,748 74,226 Systems Analyst 83,422 86,188 143,089 69,141 67,502 69,951 77,621 75,819 75,351 64,474 Systems Programmer 92,012 96,058 121,499 77,058 75,232 77,961 86,510 84,501 83,980 71,857 Systems Support Specialist 72,188 73,449 92,714 58,922 57,525 59,612 66,148 64,613 64,214 54,945 Tape Librarian 54,827 54,827 53,121 43,982 42,940 44,498 49,377 48,230 47,933 41,014 Technical Services Specialist 69,586 70,301 81,598 56,396 55,059 57,056 63,313 61,843 61,461 52,589 Technical Specialist 88,108 89,871 111,894 72,095 70,387 72,940 80,938 79,059 78,571 67,229 Voice/Wireless Communications Coordinator 79,999 81,033 92,923 65,006 63,465 65,767 72,979 71,284 70,845 60,618 Web SEO Analyst 70,806 72,875 94,763 58,461 57,076 59,146 65,632 64,108 63,712 54,515 Wi-Fi LAN Applications Support Analyst 72,754 74,340 91,905 59,636 58,223 60,334 66,950 65,396 64,992 55,611



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IT Salary Survey

Mid-Size Enterprises 2019


National IT Salary Analysis

What follows is a set of analysis data by IT Position surveyed by Janco Associates based on data collected by the firm. At this point in time IT hiring is on the rise and salaries are moving up accordingly.

The 3-month moving average of the increase in the total number of new jobs, as of December 2018 shows the number of new IT jobs are increasing. At the same time hiring by enterprises reflect the increase in demand.



VP - Chief Information Officer (CIO)

Benchmark Range

Base:

Total:

$143,809 - $474,573

$153,164 - $524,119

Sample Statistics

Organizations: 97

Total Sample: 423

Base

Mini: $86,407

Mean: $201,210

Max: $747,936

Total

$105,119

$219,921

$847,029

Total

Base

68 168 268 368 468 568

Compensation ($ '000)

Large

Benchmark Range

Base:

Total:

$118,079 - $394,387

$127,900 - $468,251

Sample Statistics

Organizations: 326

Total Sample: 421

Base

Mini: $70,665

Mean: $165,494

Max: $623,280

Total

$90,307

$185,135

$771,009

Total

Base

48 148 248 348 448

Compensation ($ '000)

Mid-Size


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Interview and Hiring Guide

- 1 - © 2019 Copyright Janco Associates, Inc. – www.e-janco.com

TABLE OF CONTENTS

Introduction ................................................................................................................................................................... 3 Process for Hiring the Best People ............................................................................................................................. 4

Planning ......................................................................................................................................................................... 4

Preparation .................................................................................................................................................................... 5

The Interview Process .................................................................................................................................................... 5 Interview Process.................................................................................................................................................. 6

Standard Interview Questions ........................................................................................................................... 7 Questions that should be avoided ................................................................................................................... 11 Answers to questions that should be prepared in advance ............................................................................ 12 Questions the Interviewee should not ask ...................................................................................................... 13

Day of the Interview ........................................................................................................................................... 14 During the Interview ........................................................................................................................................... 14 After the Interview ............................................................................................................................................. 15 Making the Hiring Decision ................................................................................................................................. 16

Best Practices ............................................................................................................................................................... 17 Hiring Best Practices ........................................................................................................................................... 17 Screening Resumes Best Practices ...................................................................................................................... 18 Phone Screening Best Practices .......................................................................................................................... 20 Top 10 Interview Best Practices.......................................................................................................................... 21

Background Check Process .......................................................................................................................................... 22 Comply with Laws and Regulations .................................................................................................................... 23

Obtain Written Consent: Use Appropriate Forms Correctly............................................................................ 23 Follow the Rules for Adverse Actions .............................................................................................................. 23

Appendix ...................................................................................................................................................................... 24 Forms .................................................................................................................................................................. 24

Interview Questionnaire Form ........................................................................................................................ 24 Background Check Authorization .................................................................................................................... 24

Job Descriptions .................................................................................................................................................. 24 Manager Human Resources ............................................................................................................................ 24 Human Resources Specialist ............................................................................................................................ 24

Version History ............................................................................................................................................................ 25




Introduction

Hiring the right employee for the right position is critical to the success of an enterprise. Poor employee selection costs in terms of productivity, staff development, and team morale. The interview process is where hiring starts and proper preparation and execution of the interviews is where success is defined.

The interview is the point that all candidates are placed on a level field. After all of the candidates have been interviewed, it is time to assess them. If a structure was not put in place that is consistent, then the selection process will be compromised at best and fail to identify the candidate who should be hired.

All interview questions should be focused on the position that is to be filled and should be objective. The interviewer should have a detail job description in his position before the first candidate is screened, much less interviewed. The job description should state what is required and cover:

General working conditions

Hours

Travel requirements

Location

Responsibilities

Scope

Skills required

Educational requirements

Experience

During the interview, the interview the interviewer needs to be prepared to give information to the candidate the work environment and expectations that the enterprise will have from them. Proper preparation will ensure a greater likelihood that the right candidate is selected for the enterprise.

Victor Janulaitis

Sample



Process for Hiring the Best People

Great organizations do not come together by accident. The right management and staff personnel are the primary drivers in most world-class enterprises. It is no guarantee that the enterprise will thrive, however, the track record is that organizations that thrive are driven by their people.

To be on the path to success, the recruiting and hiring processes in an enterprise should be streamlined and focused on hiring the best possible candidate for every position that is filled.

What follows is a proven process with world-class best practices identified thru out each step.

Planning

Proactive management in the recruiting and hiring processes requires that before you begin there is a clear understanding of:

1. The enterprise's expected working style

Are the managers hands-on who supervise people closely or do they prefer people who work independently?

Are regular written status reports from the people expected or is it more of an informal atmosphere?

2. The enterprise’s culture

What are the criteria for promotion and bonuses?

Are staff expected to be at work at a specific time or is enterprise management more concerned that they get their work done within a reasonable time?

Does management expect employees to work at home, in the evening or on weekends and/or holidays?

Is the dress code formal or informal in the office?

Are people expected to compete with peers, work independently or to work in teams?

Are employees expected to participate in company social functions? Are they encouraged to develop friendships with co-workers or is social activity not encouraged?

Are there specific metrics that must be met? How closely are these monitored and what is the reward or punishment for making or not making meeting objectives?

Does the enterprise drag out the interviewing process or do they make fast hiring decisions? Is the Human Resources department involved in screening job candidates or is this handled by line managers?

What are the top 3 reasons people stay with the enterprise? What are the top 3 reasons they leave?

Victor Janulaitis

Sample



Interview Process

Ask questions about their prior experience. Use their resume/application for specifics or ask general open-ended questions. You may use the following points to develop specific questions or use your own questions.

Anyone conducting an interview should be aware of questions that get to the heart of the candidate's abilities and how they would fit in the role. For a project manager questions could be:

How do you determine the budget? The answer should include creation of a WBS (Work Breakdown Structure), adding that to the EMV (Expected Monetary Value of risk - or risk reserve) plus initiation and planning costs, plus multiplying the number of weeks in the critical path by the weekly project management classes, team training costs, recruitment costs and procurement Capacity planning should be examined to determine the effect of nonproductive time, holidays and time off.

How do you determine the schedule? This answer should include the WBS as adjusted by capacity planning plus determination of the critical path from the network diagram. This number should be adjusted by the ETV (Expected Time Value) of risk.

How do you monitor and report status? Metrics should be discussed - such as the CPI (Cost Performance Index), SPI (Schedule Performance Index), ETC (Estimate to Complete), EAC (Estimate at Completion) and BV (Budget Variance. If they simply use red, green or yellow colors - they have no clue as to how the project is performing.

As a base to create these questions like these for any position, you can use the following TOP 10 questions that Janco has found are used by the best recruiters:

What is your greatest strength?

What is your greatest weakness?

How do you handle stress and pressure?

Describe a difficult work situation/project and how you overcame it.

How do you evaluate success?

Why are you leaving or have left your job?

Why do you want this job?

Why should we hire you?

What are your goals for the future?

What makes you the best fit for our organization?

Victor Janulaitis

Sample



Day of the Interview

Some rules for conducting interviews need to be followed for the chance of success of the interview and recruiting process.

Choose a place for the interview where you will not be disturbed by telephone calls and people stepping into the office. Make sure that both you and the interview candidate turn off their cell phones.

Review the job descriptions for the position(s) to be filled so the information is fresh.

Review the resumes of the candidates as well as any other interviews that the candidates have had within the enterprise

Decide on ten to fifteen job-related questions. Make sure the questions are clear, direct, and job-related.

See the appendix for a Sample Interview Questionnaire Form

During the Interview

Start the interview on time, see that the interview is un-interrupted, and is completed on time. When you first meet the candidate, put a smile on your face and greet them enthusiastically, showing that you are glad to meet with them and interested in meeting with them. Be pleasant and professional.

After making the candidate comfortable ease into the interview. Early in the process, you need to confirm with the candidate why they are being interviewed and why you (the interviewer) are conducting the interview. That sets the stage for the interview.

Follow the Interview Questionnaire Form that you have created. Listen to the answers that the candidate provides. Watch expressions and body language to see if the candidate is nervous, friendly, comfortable, or irritated. Allow the candidate to talk at least half of the time.

Allow for some time at the end of the interview for the candidate to summarize his feeling about the interview, the enterprise, and the position.

Victor Janulaitis

Sample



After the Interview

As soon as the candidate leaves, write out clear notes about your perceptions of the applicant. Include as much specific information as you can about their answers to your questions. Make sure to reference your notes to the correct applicant. Rate each candidate against the requirements of the position and not the applicant. Do not make an instant decision. Interview all qualified candidates before deciding on which applicant would be best suited for the position.

A survey by Janco Associates has identified the following techniques used by hiring managers to verify job candidates' claims made on their resumes:

Checking References ____________________________________________________ 46% Evaluating candidates during the interview process ___________________________ 30% Evaluating a candidate's social media persona _______________________________ 26% Checking of past employers/schools listed on resumes ________________________ 17% Asking questions of candidates to see how specific their answers are ______________ 6% Evaluating new employees once they are on the job ___________________________ 4% Requiring samples of candidates' work ______________________________________ 2% Requiring candidates to complete tests during the hiring process _________________ 2%

Ignore the information on the resume and check out the company yourself. Instead of taking what the candidate says, Google the company and see what information is out there. Check the references, employment history, and educational claims. For companies, first, do a search on the Internet to validate that the companies exist. If the search returns no information that can be a bad sign as there now are services that people can contact to create bogus references.

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

Samples of candidates' work

Tests during the hiring process

Probational hiring

Asking questions of candidates

Checking Employers/Schools listed on resumes

Evaluating candidate's social media persona

Evaluating candidates during the interview process

Checking References

Ways employers verify candidate information

Victor Janulaitis

Sample



Best Practices

Hiring Best Practices

A best practice is the process of finding and using ideas and strategies from outside your company and industry to improve performance in any given area. Best practices are generally-accepted, informally-standardized techniques, methods or processes that have proven themselves over time to accomplish given tasks. The idea is that with proper processes, checks, and testing, the desired outcome can be delivered more effectively with fewer problems and unforeseen complications.

Best practices for hiring new employees are:

Know how each job supports your organization’s key objectives

Consider both internal and external candidates for open positions.

Use objective evaluation criteria based on known outstanding performers in that job.

Ensure compensation is competitive, based on current market rates for the job.

Apply a consistent selection process to fill all positions.

Include key stakeholders in your employee selection process.

Train your interviewers in your employee selection process.

Give your interviewers guidance to help them probe deeper into a candidate's suitability.

Review public social media accounts of all candidates.

Conduct comprehensive reference and background checks on job candidates.

Ensure that your orientation process helps new hires become productive faster.

Victor Janulaitis

Sample



Screening Resumes Best Practices

Define job requirements clearly for recruiters and electronic posting – You do not want to waste your time looking at resumes of individuals who are clearly not qualified. In the current job market, some active job applicants apply for anything even when they are not remotely qualified for the position that you are trying to fill. If a recruiter sends you candidate resumes that fall into this category – warn them and then stop using them if they continue. A full job description with specific accountabilities, authority, and position requirements should be part of the materials that are used in communicating the needs of your enterprise. For example, “Must have led an e-commerce Internet development team that implements a customer WEB 2.0 application…” is much different than “5+ years' experience as a lead developer.”

Use consistent rules to select and reject resumes – Communicate so that the screeners/recruiters and hiring managers have the same understanding of the job requirements before the screening process starts. For example, screeners/recruiters should review a sample of several real resumes – real time – with the Hiring Manager, who should “think out loud” defined the “must-haves” and “nice to have”? Why a resume goes in the yes pile, while this similar one goes in the no pile?

On the first pass spend no more than 20 seconds on any resume – In the current job market, it is typical to get 100 to 200 resumes for a single position. Given that volume, it will take one to two hours to get through the first pass. You want to get through all of the resumes that you have and with luck, you should be able to find between 10 to 15 individuals that can be phone screened.

Create a scorecard with the must-have requirements - Create a simple, 10-question-or-less checklist to help you stack rank your applicants. Define items for the checklist that highlight your requirements for the key experience, skills, and technology. Use this tool on the resume and in the phone screening. For example, “How many years of commercial web e-commerce experience do you have writing HTML and XML?” or “What specific application development and version control tools have you used”

Victor Janulaitis

Sample



Phone Screening Best Practices

Before starting, see if anyone knows the potential candidate – There are many candidates in the market who have either a great reputation or a poor one. Time is precious and if someone is not “hirable” by your enterprise then do not waste your time.

Rank the candidates before they are phone screened – Use the scorecard to rank the resumes and any known history about the candidates and then budget your time to spend enough time on a phone screen to find the candidates that are hirable.

Know what the deal breakers are for the hiring manager - The focus of a phone screen is to weed out the unqualified applicants while selling the enterprise to the top candidates so that you invest time with onsite interviewees who are most likely to get offers. Validate that each candidate you pass on to the interview has the required capabilities, meets the salary and eligibility requirements, and wants to do this type and level of work.

Experience counts - Focus on on-the-job skills and job-specific accomplishments. What have they done, in what industry, with which technologies, on what kind of resources and team, over what kind of timeline?

Motivation and mindset - In this economy, there is a greater risk of having candidates who just want or need “a job” and will say or do anything to get a position. Gain an understanding of what they loved about their current and past jobs and what they hope to find if they join your enterprise. Ask this before you tell them all about your culture and resources.

Protect your enterprise reputation - Just because there may be hundreds of applicants for every opening you have, build your reputation as an employer – one candidate at a time. Even though you may be in the driver’s seat, treat every candidate with respect. Follow the basics: start your phone interviews on time, ask fair, relevant questions, let them ask you a few questions, and always follow

Victor Janulaitis

Sample



Top 10 Interview Best Practices

Even in a bad employment market, candidates still need to say yes when they are offering a position. It is up to the company and its recruiters to create a situation that will assure that when they provide an offer it is accepted. Here are the top 10 things that recruiters need to do when they are hiring.

1. Make the right first impression -- Job candidates know to put their best foot forward, but companies in hiring mode can forget to do the same. That includes everything from seeing that the office receptionist greets the candidate and treats them with respect, to company employees smiling and saying hello as the candidate walks to and from the interview. Creating a recruitment-friendly atmosphere is the job of the whole company. You should never underestimate how important a compelling company culture is to the overall hiring process.

2. Have a complete and accurate job description – If the position is not clear to the hiring manager, they will not be able to explain it to the candidate. The description should have a good summary that is posted or placed in the ad in addition to the full one which would be understood before the interview starts.

3. Have the candidate review the job description before the interview – if the candidate knows the roles and responsibilities of the position they will be much more likely to provide a better picture of how they could fill the role.

4. Communicate to the candidate what the interview will entail – Let the candidate know that they will be spending x time in the interview. If there is any testing of any sort they should be aware of that especially if there is a personality or physiological testing process.

5. Be prompt – if the interview is scheduled for 3:00, start it at that time. Have a replacement interviewer ready in case the scheduled recruiter is called away for any reason.

6. Allow no interruptions – Focus on the candidate. Turn off your cell phone and email notifications. Put your office line on Do Not Disturb. Do not have anything between you and the candidate like a computer display.

7. Prepare for the interview – Know who the candidate is and have a set of questions ready to be asked.

8. Have materials to be provided to the candidate available – If the recruiter is going to provide any materials see that it is on hand. Put a post-it note on the materials with the candidate’s name on the materials. That will show the candidate that they were important enough to cause the company to have materials pre-prepared.

9. Be enthusiastic – The recruiter should be positive and enthusiastic not only about the job that is being filled but also about the company.

10. Provide a set of next steps at the end of the interview – Tell the candidate what will happen next and when. Do not take too long to decide on hiring or removing from consideration and or schedule a follow-up interview.

Victor Janulaitis

Sample



Background Check Process

This process should not be taken lightly and needs to be coordinated with both Human Resource and the legal departments of the enterprise1. Note: we are not attorneys and are not providing any legal opinion on what the enterprise can or cannot do. Please consult with your legal and Human Resource staff on this process.

Companies should document whom they are going to conduct background checks, what they are going to check about them, and how they are going to consider the information in the background report. This helps ensure that when the company performs a background check, it is done consistently and information gathered is used appropriately for employment decisions.

Check Address History and Social Security Number - A list of your candidate’s current and past addresses obtained through an address history check, usually based on his or her Social Security Number (SSN), is the foundation for a thorough background check.

Verify Past Employment - Some past employers may decline to provide any information without first reviewing the candidate’s written release, so be prepared with a copy of the candidate’s written release authorizing disclosure of his or her information. Also, be aware that not all past employers can be found because some may have gone out of business or moved and others may have merged or been acquired. In such cases, an option is to ask the candidate to provide copies of first and last paystubs and W-2 forms.

Verify School Attended and Degrees Obtained - When degrees or education are important for a position, consider validating your candidate’s claims by contacting listed educational institutions.

Conduct a Comprehensive Criminal Check – If the position deals with financial, sensitive, intellectual property or confidential information consider also expanding the geographic scope of your search by adding a national criminal search to your screening package. While not comprehensive of all records in all jurisdictions, a national criminal database search can help to locate additional records in places a candidate may have visited, or their places of residence and employment that were not revealed or otherwise searched.

Review social media presence - Conduct reviews of the Facebook, Twitter, Instagram, and other social media networks to validate both the resume and "character" of the candidate.

1 Note: we are not attorneys and are not providing any legal opinion on what the enterprise can or cannot do. Please consult with your legal and Human Resource staff on this process.

Victor Janulaitis

Sample



Appendix

Forms

Attached forms which are in the subdirectory titled forms

Interview Questionnaire Form

Background Check Authorization

Job Descriptions

Attached job descriptions which are in the subdirectory titled Job Descriptions

Manager Human Resources

Human Resources Specialist

Victor Janulaitis

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Version History

Version 2019

Added specific questions that well-qualified candidates would ask in regards to long-term employment and career considerations’

Updated all of the electronic forms and included them as separate documents

Added two detail job descriptions

o Manager Human Resources

o Human Resources Specialist

Version 2.1

Updated electronic forms

Updated ways to verify a candidate's information

Updated the general section on Interview Process

Added Section on Questions that the interviewee should ask

Version 2.0

Rewrote several major sections to meet both midsize and large enterprise environments Added a section on the Interview process Expanded the Best Practices section to include

o Screening resumes best practices o Phone screening best practices o Interview the top 10 best practices o Hiring best practices

Updated to include social media usage by the candidate Updated to meet the latest compliance requirements

Version 1.4

The following materials were added: Answers to questions that should be prepared in advance Background check process s Form – Background Check Authorization



Version 1.3

Added section on top 10 interview best practices

Version 1.2

Modified Interview Questionnaire form to be an electronic form Added section on questions to ask of remote workers

Version 1.1

Added section on Hiring Best Practices

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