This document provides salary and hiring information for IT professionals. It includes average starting salaries for over 70 IT positions in the United States and Canada for 2012. It also discusses the IT skills and credentials in highest demand. Additionally, it offers tips for finding and retaining top talent, including using flexible staffing models and asking the right interview questions.
The document provides an overview and salary guide for finance and accounting roles in the Asia Pacific region for 2010/2011. It summarizes the hiring outlook in Australia, noting that economic conditions are improving and employees are feeling more confident changing jobs. Employers are focusing on retaining talent by improving compensation and benefits. The guide also provides salary tables for various finance and accounting roles in Sydney, ranging from $40,000 to over $500,000 depending on the role, experience, and company size.
The document is a salary survey report from Workosaur that provides salary data for senior professionals in India across various functions and experience levels. It summarizes the methodology, findings and objectives of the survey. The findings section provides salary distribution charts, average salaries and designation clouds for different batches in consulting, finance/accounting and sales/marketing.
The document discusses the challenges that organizations face in managing their workforce effectively. It is difficult to ensure the right employees have the right skills and are assigned to the right tasks. Traditional workforce management solutions do not provide insights needed to make better business decisions. The SumTotal solution aims to address these challenges by providing a fully integrated workforce management platform that includes time and attendance tracking, scheduling, leave and absence management, and other core functionality. This is designed to improve efficiency, reduce errors, and better align the workforce with business goals.
The document provides an overview of hiring trends and salary expectations in the accountancy and finance sector in Ireland for 2011. Key points include:
- Respondents to a survey expect modest salary increases and stable or increased headcounts in 2011, indicating growing confidence.
- Financial services and multinationals dominated hiring in 2010 while SME hiring was suppressed due to liquidity issues.
- Salaries were generally stable in medium companies but declined up to 30% in smaller firms.
- Larger multinationals and industry-agnostic companies presented the most opportunities and were more selective in hiring.
- Overall the market outlook is cautiously optimistic with expectations of improved economic conditions and more permanent roles in 2011
This document is a guide for starting a small business in North Carolina. It covers topics such as assessing your potential as a business owner, determining the feasibility of your business concept, examining critical issues and decisions, developing a business plan, arranging financing, and understanding legal and regulatory requirements. The guide provides information on these topics to help new entrepreneurs start and run a successful small business.
The document describes an exclusive community called the MSCPMP Circle for project managers. It provides details about the membership benefits, which include access to project management research, certifications, training and networking opportunities. Members can earn professional development units towards maintaining their Project Management Professional certification. The community hosts various events and workshops on topics like agile project management. It also outlines the pricing for 2013 membership and how payments can be made.
The document provides an overview and salary guide for finance and accounting roles in the Asia Pacific region for 2010/2011. It summarizes the hiring outlook in Australia, noting that economic conditions are improving and employees are feeling more confident changing jobs. Employers are focusing on retaining talent by improving compensation and benefits. The guide also provides salary tables for various finance and accounting roles in Sydney, ranging from $40,000 to over $500,000 depending on the role, experience, and company size.
The document is a salary survey report from Workosaur that provides salary data for senior professionals in India across various functions and experience levels. It summarizes the methodology, findings and objectives of the survey. The findings section provides salary distribution charts, average salaries and designation clouds for different batches in consulting, finance/accounting and sales/marketing.
The document discusses the challenges that organizations face in managing their workforce effectively. It is difficult to ensure the right employees have the right skills and are assigned to the right tasks. Traditional workforce management solutions do not provide insights needed to make better business decisions. The SumTotal solution aims to address these challenges by providing a fully integrated workforce management platform that includes time and attendance tracking, scheduling, leave and absence management, and other core functionality. This is designed to improve efficiency, reduce errors, and better align the workforce with business goals.
The document provides an overview of hiring trends and salary expectations in the accountancy and finance sector in Ireland for 2011. Key points include:
- Respondents to a survey expect modest salary increases and stable or increased headcounts in 2011, indicating growing confidence.
- Financial services and multinationals dominated hiring in 2010 while SME hiring was suppressed due to liquidity issues.
- Salaries were generally stable in medium companies but declined up to 30% in smaller firms.
- Larger multinationals and industry-agnostic companies presented the most opportunities and were more selective in hiring.
- Overall the market outlook is cautiously optimistic with expectations of improved economic conditions and more permanent roles in 2011
This document is a guide for starting a small business in North Carolina. It covers topics such as assessing your potential as a business owner, determining the feasibility of your business concept, examining critical issues and decisions, developing a business plan, arranging financing, and understanding legal and regulatory requirements. The guide provides information on these topics to help new entrepreneurs start and run a successful small business.
The document describes an exclusive community called the MSCPMP Circle for project managers. It provides details about the membership benefits, which include access to project management research, certifications, training and networking opportunities. Members can earn professional development units towards maintaining their Project Management Professional certification. The community hosts various events and workshops on topics like agile project management. It also outlines the pricing for 2013 membership and how payments can be made.
The document discusses several topics related to hospital data and casemix including:
1) What casemix is and how it is used as a benchmark pricing system for hospitals.
2) What DRG's are and how casemix classification is based on patterns of resource use within groups of similar patients.
3) How data mining techniques can be used to analyze hospital data to improve care policies and develop clinical decision support systems.
4) Some limitations of current hospital data including variability in data capture and factors not accounted for in activity data.
5) Transitioning from paper to electronic health records and benefits such as increased accessibility, reduced medical errors and improved quality of care.
Good news to project managers!
Do you know that as a Malaysian(not working in MSC status company), you are now eligible to apply for MSC Malaysia MyProCert Training – PMP under the PEMANDU Strategic Reform Initiatives scheme?
To know more, do attend the briefing session at no cost on 11 Aug Sat. If you cannot attend the briefing but interested to know more, email me for FREE qualification screening session.
Using allied health activity data to compare allied health cost to DRG based ...Gastrodiet
The document examines the concordance between the costs of allied health professional activity and diagnosis-related group based reimbursement using hospital administrative data from New Zealand. It analyzes the top diagnosis-related groups that receive allied health input to determine if allied health costs and actual costs both increase over length of stay. The results show that allied health staff costs do not increase over length of stay as much as actual costs, and there is a significant interaction between allied health costs and actual costs in influencing length of stay.
Vinnova-finansierade projekt inom utmaningsdriven innovationVinnova
Presentationen listar Vinnova-finansierade projekt inom satsningen på utmaningsdriven innovation, och de fyra samhällsutmaningar där Sverige har goda förutsättningar för globalt konkurrenskraftiga lösningar:
- Informationssamhället
- Hållbara attraktiva städer
- Framtidens hälsa och sjukvård
- Hållbar industriell utveckling
(februari 2016)
Science of Shopping Opportunity for Bankscnschultz
The document discusses how banks can strengthen customer relationships during economic downturns. It notes that industry consolidation has increased pressure on banks to retain customers. While electronic banking has grown, branches remain important for many transactions. The role of branches is evolving to handle more complex services. Applying the "science of shopping" by understanding customer needs and behaviors can help banks use their branches more effectively to build trust and provide value. This involves tailoring branch services and environments to different customer segments. Branches that address community concerns can strengthen customer loyalty and position banks for stronger growth when economic conditions improve.
This document summarizes a research paper that adapts the Job Embeddedness Model to understand factors that influence IT professionals to remain with their current employer in the IT outsourcing industry. The model considers environmental, firm, and individual level factors. At the environmental level, it examines community and IT profession influences. At the firm level, it analyzes factors within the employee's organization and client organizations. At the individual level, it looks at personal goals. The researchers are conducting interviews to empirically test the model. The framework could help vendors better retain IT professionals by understanding the interplay between these multiple dimensions of influence.
Utilizing ERAS to improve diet advancement post opGastrodiet
Early feeding after surgery, including clear liquids and solid foods within 24 hours, provides nutritional benefits without increasing complications compared to traditional practices of withholding food until bowel function resumes. A meta-analysis of 15 studies found early feeding reduced total postoperative complications and length of stay without increasing mortality, anastomotic leaks, or time to flatus. Recommendations are provided for diet advancement tailored to specific surgeries and conditions. Close collaboration with surgical teams is important to standardize practices and provide guidance on appropriate diets.
This document provides information on a presentation by Nathan Billing, a specialist HIV dietician. The presentation covers topics like cardiovascular risk, coping with medication side effects, medications and food, and lipodystrophy. It includes slides on established and additional risk factors for cardiovascular disease, the prevalence of conditions like overweight/obesity and high cholesterol in the general US population, and models for calculating cardiovascular risk that were developed for the general population but may also be relevant for HIV-infected individuals. It discusses nutrition-related side effects of antiretroviral medications and provides tips for managing issues like nausea, diarrhea, and appetite changes. The presentation concludes with a discussion of nutrition considerations for older HIV-infected adults and the leading causes
The document provides an overview of system analysis and design (SAD). It introduces the lecturer and their background and qualifications. It defines SAD as originating in the 1960s to develop large-scale business systems. SAD involves information systems activities like data processing and analysis. It positions SAD within the software development methodology and lifecycle. The importance of SAD is discussed as well as solutioning and additional references for further reading.
The document provides an overview of vitamin D, including its dietary sources, role in bone and overall health, and prevalence of vitamin D deficiency in New Zealand. Key points include:
- Vitamin D status is best determined by measuring 25-hydroxyvitamin D levels in the blood.
- Many New Zealanders, despite a sunny climate, have suboptimal vitamin D levels year-round due to indoor lifestyles.
- Maintaining adequate vitamin D levels may help reduce the risk of osteoporosis, influenza, cancer, cardiovascular disease, and other conditions.
Shingles is caused by the reactivation of the chickenpox virus in the body and causes a painful rash. It affects around 1 million Americans each year. The rash caused by shingles leads to blisters and flu-like symptoms. Complications from shingles can include vision loss, hearing loss, and long-term nerve pain. Treatment focuses on antiviral drugs to reduce symptoms and the duration of the outbreak as well as pain medications. A shingles vaccine is recommended for adults over 60 to prevent future outbreaks.
This document discusses edutainment, which is defined as using entertainment media like television, video games, films and websites to educate. It provides examples of edutainment vendors for different media like TV shows, computer games and websites. Advantages are discussed like learning at one's own pace and taking learners to new environments. Disadvantages include criteria like learnability, technical requirements and interactivity. The conclusion states technology has made edutainment possible through multi-sensory learning in a new way.
1) Tuberculosis (TB) infects one-third of the world's population and causes millions of illnesses and deaths worldwide each year. In the US, TB rates have been declining with around 13,000 cases reported in 2007.
2) TB is caused by the bacterium Mycobacterium tuberculosis and is transmitted via airborne droplets. It typically affects the lungs but can spread to other organs. Diagnosis involves tests of sputum, chest x-rays, and tuberculin skin tests.
3) Standard first-line treatment involves a two-month initial phase of isoniazid, rifampin, pyrazinamide and ethambutol followed by a four-month
Managing Supply Chain Talent During the PandemicLora Cecere
With one out of two supply chain professionals satisfied with their jobs and an increase in job opportunities for supply chain leaders post-pandemic, is supply chain talent your greatest risk? In this report, Supply Chain Insights captures insights from studies conducted in 2019 and 2020 to give insights for supply chain leaders on retaining employees and improving job satisfaction.
The document provides information and guidance for an intern working at E-Mist Innovations. It includes an overview of the company, details of the intern position such as daily tasks and expectations. It also provides examples of researching companies and contacts, with guidance on sources to find companies and a sample researched company profile. The intern will be responsible for researching and presenting market information to support E-Mist's sales representatives.
The document provides salary information for technology professionals in the United States. Key points:
- Salaries for most technology roles are expected to increase 4-9% in 2016 compared to 2015. In-demand skills command higher salaries.
- Top roles in demand include developers, business analysts, QA professionals, systems engineers/administrators, and database administrators.
- Industries with significant IT hiring include financial services, healthcare, managed services, telecommunications, and hospitality.
- Strategies for recruiting and retaining IT talent include competitive pay, exciting work, career growth opportunities, and a supportive company culture.
AT PREMIEREHIRE, our recruiting success is based on methods we have honed over years of experience. We know it takes more than just technical skills for candidates
to be successful. We use insightful interview techniques along with industry-leading psychometric assessments to ensure you meet the right candidates for you.
This document describes the services of Premierehire, a staffing and recruiting firm that specializes in IT and engineering positions. They offer permanent placement, contract, and contract-to-hire options for a wide range of IT roles. Premierehire aims to save clients time, speed up the hiring process, find the best candidates through an extensive network and research, and provide expert support. Their recruiting process involves understanding the client's needs, searching their network, validating candidate skills and backgrounds, presenting the best fits, assisting with negotiations, and providing onboarding support through their SmartStart program.
This document describes the services of Premierehire, a staffing and recruiting firm specializing in IT and engineering positions. They offer permanent placement, contract, and contract-to-hire options for a wide range of IT roles. Premierehire aims to save clients time, speed up the hiring process, find the best candidates through an extensive network and research, and provide expert support. Their recruiting process involves understanding the client's needs, searching their network, validating candidate skills and backgrounds, presenting the best fits, assisting with negotiations, and providing onboarding support through their SmartStart program.
The document discusses several topics related to hospital data and casemix including:
1) What casemix is and how it is used as a benchmark pricing system for hospitals.
2) What DRG's are and how casemix classification is based on patterns of resource use within groups of similar patients.
3) How data mining techniques can be used to analyze hospital data to improve care policies and develop clinical decision support systems.
4) Some limitations of current hospital data including variability in data capture and factors not accounted for in activity data.
5) Transitioning from paper to electronic health records and benefits such as increased accessibility, reduced medical errors and improved quality of care.
Good news to project managers!
Do you know that as a Malaysian(not working in MSC status company), you are now eligible to apply for MSC Malaysia MyProCert Training – PMP under the PEMANDU Strategic Reform Initiatives scheme?
To know more, do attend the briefing session at no cost on 11 Aug Sat. If you cannot attend the briefing but interested to know more, email me for FREE qualification screening session.
Using allied health activity data to compare allied health cost to DRG based ...Gastrodiet
The document examines the concordance between the costs of allied health professional activity and diagnosis-related group based reimbursement using hospital administrative data from New Zealand. It analyzes the top diagnosis-related groups that receive allied health input to determine if allied health costs and actual costs both increase over length of stay. The results show that allied health staff costs do not increase over length of stay as much as actual costs, and there is a significant interaction between allied health costs and actual costs in influencing length of stay.
Vinnova-finansierade projekt inom utmaningsdriven innovationVinnova
Presentationen listar Vinnova-finansierade projekt inom satsningen på utmaningsdriven innovation, och de fyra samhällsutmaningar där Sverige har goda förutsättningar för globalt konkurrenskraftiga lösningar:
- Informationssamhället
- Hållbara attraktiva städer
- Framtidens hälsa och sjukvård
- Hållbar industriell utveckling
(februari 2016)
Science of Shopping Opportunity for Bankscnschultz
The document discusses how banks can strengthen customer relationships during economic downturns. It notes that industry consolidation has increased pressure on banks to retain customers. While electronic banking has grown, branches remain important for many transactions. The role of branches is evolving to handle more complex services. Applying the "science of shopping" by understanding customer needs and behaviors can help banks use their branches more effectively to build trust and provide value. This involves tailoring branch services and environments to different customer segments. Branches that address community concerns can strengthen customer loyalty and position banks for stronger growth when economic conditions improve.
This document summarizes a research paper that adapts the Job Embeddedness Model to understand factors that influence IT professionals to remain with their current employer in the IT outsourcing industry. The model considers environmental, firm, and individual level factors. At the environmental level, it examines community and IT profession influences. At the firm level, it analyzes factors within the employee's organization and client organizations. At the individual level, it looks at personal goals. The researchers are conducting interviews to empirically test the model. The framework could help vendors better retain IT professionals by understanding the interplay between these multiple dimensions of influence.
Utilizing ERAS to improve diet advancement post opGastrodiet
Early feeding after surgery, including clear liquids and solid foods within 24 hours, provides nutritional benefits without increasing complications compared to traditional practices of withholding food until bowel function resumes. A meta-analysis of 15 studies found early feeding reduced total postoperative complications and length of stay without increasing mortality, anastomotic leaks, or time to flatus. Recommendations are provided for diet advancement tailored to specific surgeries and conditions. Close collaboration with surgical teams is important to standardize practices and provide guidance on appropriate diets.
This document provides information on a presentation by Nathan Billing, a specialist HIV dietician. The presentation covers topics like cardiovascular risk, coping with medication side effects, medications and food, and lipodystrophy. It includes slides on established and additional risk factors for cardiovascular disease, the prevalence of conditions like overweight/obesity and high cholesterol in the general US population, and models for calculating cardiovascular risk that were developed for the general population but may also be relevant for HIV-infected individuals. It discusses nutrition-related side effects of antiretroviral medications and provides tips for managing issues like nausea, diarrhea, and appetite changes. The presentation concludes with a discussion of nutrition considerations for older HIV-infected adults and the leading causes
The document provides an overview of system analysis and design (SAD). It introduces the lecturer and their background and qualifications. It defines SAD as originating in the 1960s to develop large-scale business systems. SAD involves information systems activities like data processing and analysis. It positions SAD within the software development methodology and lifecycle. The importance of SAD is discussed as well as solutioning and additional references for further reading.
The document provides an overview of vitamin D, including its dietary sources, role in bone and overall health, and prevalence of vitamin D deficiency in New Zealand. Key points include:
- Vitamin D status is best determined by measuring 25-hydroxyvitamin D levels in the blood.
- Many New Zealanders, despite a sunny climate, have suboptimal vitamin D levels year-round due to indoor lifestyles.
- Maintaining adequate vitamin D levels may help reduce the risk of osteoporosis, influenza, cancer, cardiovascular disease, and other conditions.
Shingles is caused by the reactivation of the chickenpox virus in the body and causes a painful rash. It affects around 1 million Americans each year. The rash caused by shingles leads to blisters and flu-like symptoms. Complications from shingles can include vision loss, hearing loss, and long-term nerve pain. Treatment focuses on antiviral drugs to reduce symptoms and the duration of the outbreak as well as pain medications. A shingles vaccine is recommended for adults over 60 to prevent future outbreaks.
This document discusses edutainment, which is defined as using entertainment media like television, video games, films and websites to educate. It provides examples of edutainment vendors for different media like TV shows, computer games and websites. Advantages are discussed like learning at one's own pace and taking learners to new environments. Disadvantages include criteria like learnability, technical requirements and interactivity. The conclusion states technology has made edutainment possible through multi-sensory learning in a new way.
1) Tuberculosis (TB) infects one-third of the world's population and causes millions of illnesses and deaths worldwide each year. In the US, TB rates have been declining with around 13,000 cases reported in 2007.
2) TB is caused by the bacterium Mycobacterium tuberculosis and is transmitted via airborne droplets. It typically affects the lungs but can spread to other organs. Diagnosis involves tests of sputum, chest x-rays, and tuberculin skin tests.
3) Standard first-line treatment involves a two-month initial phase of isoniazid, rifampin, pyrazinamide and ethambutol followed by a four-month
Managing Supply Chain Talent During the PandemicLora Cecere
With one out of two supply chain professionals satisfied with their jobs and an increase in job opportunities for supply chain leaders post-pandemic, is supply chain talent your greatest risk? In this report, Supply Chain Insights captures insights from studies conducted in 2019 and 2020 to give insights for supply chain leaders on retaining employees and improving job satisfaction.
The document provides information and guidance for an intern working at E-Mist Innovations. It includes an overview of the company, details of the intern position such as daily tasks and expectations. It also provides examples of researching companies and contacts, with guidance on sources to find companies and a sample researched company profile. The intern will be responsible for researching and presenting market information to support E-Mist's sales representatives.
The document provides salary information for technology professionals in the United States. Key points:
- Salaries for most technology roles are expected to increase 4-9% in 2016 compared to 2015. In-demand skills command higher salaries.
- Top roles in demand include developers, business analysts, QA professionals, systems engineers/administrators, and database administrators.
- Industries with significant IT hiring include financial services, healthcare, managed services, telecommunications, and hospitality.
- Strategies for recruiting and retaining IT talent include competitive pay, exciting work, career growth opportunities, and a supportive company culture.
AT PREMIEREHIRE, our recruiting success is based on methods we have honed over years of experience. We know it takes more than just technical skills for candidates
to be successful. We use insightful interview techniques along with industry-leading psychometric assessments to ensure you meet the right candidates for you.
This document describes the services of Premierehire, a staffing and recruiting firm that specializes in IT and engineering positions. They offer permanent placement, contract, and contract-to-hire options for a wide range of IT roles. Premierehire aims to save clients time, speed up the hiring process, find the best candidates through an extensive network and research, and provide expert support. Their recruiting process involves understanding the client's needs, searching their network, validating candidate skills and backgrounds, presenting the best fits, assisting with negotiations, and providing onboarding support through their SmartStart program.
This document describes the services of Premierehire, a staffing and recruiting firm specializing in IT and engineering positions. They offer permanent placement, contract, and contract-to-hire options for a wide range of IT roles. Premierehire aims to save clients time, speed up the hiring process, find the best candidates through an extensive network and research, and provide expert support. Their recruiting process involves understanding the client's needs, searching their network, validating candidate skills and backgrounds, presenting the best fits, assisting with negotiations, and providing onboarding support through their SmartStart program.
Entrepreneurship & New Ventures - EPR 511 Final Project TanaMaeskm
Entrepreneurship & New Ventures - EPR 511
Final Project
Human Resources Software Company
Done by:
XXXXX
XXX
Submitted to:
XXX
Human Resources Software Company
2
Table of Content
Abstract ................................................................................................................................... 3
Introduction ............................................................................................................................ 4
Company profile .................................................................................................................... 7
About us: ......................................................................................................................................... 7
Our Mission: ................................................................................................................................................................. 7
Our Vision: .................................................................................................................................................................... 7
Values: ............................................................................................................................................................................ 7
The Strategist of the project ................................................................................................. 9
Opportunity Recognition and the Opportunity Assessment Plan ................................. 9
Opportunity checklist: ........................................................................................................ 18
The Business Model Canvas .............................................................................................. 19
Our packages are: ............................................................................................................... 25
Actions framework (Eliminate, Reduce, Rise and Create)........................................... 29
Feasibility Analysis ............................................................................................................. 30
Financial Feasibility:................................................................................................................ 31
Conclusion ............................................................................................................................ 43
References ............................................................................................................................. 44
Human Resources Software Company
3
Abstract
Three co-founders combining their professional and educational skills to form a business
startup of Human Resource Software Company. According to the development of technology
and the new Saudi Arabia‘s vision of 2030, it helps the companies to look for improvements
and challenges to enter the global market. Nowadays most companies l ...
Dozens of new positions are emerging to tap into the Facebook, Social Networking era The Internet is changing everything!
Businesses are having to learn on the fly how to play and do business in a world where the behavior of consumers are changing literally overnight. While many organizations saw the changes coming, most are still unaware that the Internet will fundamentally change the way they do business.
The document provides information on global software outsourcing rates in 2018. It discusses the differences between onshore, offshore and nearshore outsourcing and estimates that offshore and nearshore outsourcing can save US firms 40% compared to domestic costs. It also outlines factors that influence outsourcing rates such as location, technology stack, experience level, team size and contract terms. Standard hourly rates are provided for popular job roles in various regions including the US, Latin America, Eastern Europe and Asia.
The document provides salary guidelines for various positions in Thailand. It summarizes the salary ranges collected from sample groups for each position. The guidelines include percentiles that show where a given salary level ranks among the sample data. This is intended to help companies benchmark salaries and make competitive compensation decisions.
The document compares the costs and time required for a manual strategic sourcing process versus an eSourcing process. It finds that the manual process takes significantly more time, labor hours, and costs compared to the eSourcing process, which streamlines the various steps and allows for real-time collaboration and monitoring of supplier responses. Key benefits of eSourcing included standardized supplier responses, automated scoring of questions, and easier review of responses by stakeholders.
The document compares the costs and time required for a manual strategic sourcing process versus an eSourcing process. It finds that the manual process takes significantly more time, labor hours, and costs due to difficulties sharing documents, coordinating stakeholder reviews, and standardizing supplier responses. The eSourcing process reduces cycle times, labor hours and costs by enabling online collaboration, centralized document management, and standardized supplier response collection and scoring.
DWA will offer executive search, recruitment process outsourcing (RPO), IT recruitment, and consulting services. It is a spin-off of an existing executive search firm, DPSC, and will be led by Jean Van Pottelsberghe De La Potterie and David Dawoud. DWA is seeking a €150,000 business loan to expand operations and counter cash flow issues that competitors have faced. The management team has extensive experience in recruitment and business contacts. DWA's sales strategy involves strengthening relationships with current DPSC clients and offering a broader range of services, as well as pursuing new clients through the management team's professional networks.
The document is a report from the recruitment consultancy Greythorn summarizing the results of their 2015 survey of technology professionals in the UK and Ireland. It provides an overview of respondent demographics including gender, age, location, sector of employment. It also discusses current market trends related to company size, job satisfaction, salaries and benefits. Key findings include that the majority of respondents are male, aged 31-50, satisfied in their current role and expect a pay increase in the next year. The market remains candidate-driven with salaries and demand for skills continuing to increase.
The document discusses strategies for companies to gain an edge in recruiting and retaining talented help desk and technical support professionals given the competitive market. It recommends:
1) Paying IT staff competitively and benchmarking salaries against industry standards.
2) Highlighting the strengths of the company such as work-life balance, use of new technologies, and professional development opportunities.
3) Promoting autonomy for IT staff and teamwork within the department.
This document discusses IT financial management (ITFM) and the need for transparency and effective governance. It outlines the information needs of key ITFM stakeholders like IT management, business leaders, and the CFO office. Common flawed ITFM practices that create problems are identified, such as differing accounting methods and a lack of business accountability for IT investments. The document proposes seven best practice principles for ITFM, including enabling transparency through measuring labor/asset usage and forecasting. It describes how HP software and services can help implement these principles to improve IT investment decisions, financial accounting, and resource allocation.
The document provides an intelligence report on the 2013 executive job market. Some of the key findings include:
- 45% of executives are considering leaving their current jobs or preparing to leave within the next year due to job insecurity and economic uncertainty.
- Receiving calls from recruiters is the top trigger for executives to look for a new role. Conflicts with management is also a major reason.
- The four factors that separate happy executives who stay from those seeking new jobs are feeling proud of their organization, engaging work, respect for their boss, and willingness to refer the company to others.
- Relationships with coworkers is now the primary reason executives stay with a company, surpassing job fit and other factors
The document provides an intelligence report on the 2013 executive job market. Some of the key findings include:
- 45% of executives are considering leaving their current jobs or preparing to leave within the next year due to job insecurity and economic uncertainty.
- Receiving calls from recruiters is the top trigger for executives to look for a new role. Conflicts with management is also a major reason.
- The four factors that separate happy executives who stay from those seeking new jobs are feeling proud of their organization, engaging work, respect for their boss, and willingness to refer the company to others.
- Relationships with coworkers is now the primary reason executives stay with a company, surpassing job fit and professional development
This document summarizes a salary survey of the Cambodian construction sector conducted by The CENTER. It analyzes salaries and benefits for different positions across 8 participating companies. Key findings include higher pay for technical roles like engineers and drivers to aid retention. Salaries ranged from $150-2,250 per month depending on role. Benefits like allowances, insurance, bonuses and incentives were also provided. Office staff generally enjoyed better conditions than field staff.
LASSIB 2013 industry advisory report on learning developmentLASSIBSociety
The document provides an industry advisory report on learning and development from a panel discussion held by the LASSIB Society. The report summarizes the current state of learning and development in industry, key challenges around alignment to organizational goals, quality of trainers, participant mindset, and post-training effectiveness. It identifies common influencers like the organization and learning framework perspectives. Finally, it outlines key interventions needed like aligning L&D goals to organizational goals and creating a culture of learning.
Resumes, Cover Letters, and Applying OnlineBruce Bennett
This webinar showcases resume styles and the elements that go into building your resume. Every job application requires unique skills, and this session will show you how to improve your resume to match the jobs to which you are applying. Additionally, we will discuss cover letters and learn about ideas to include. Every job application requires unique skills so learn ways to give you the best chance of success when applying for a new position. Learn how to take advantage of all the features when uploading a job application to a company’s applicant tracking system.
MISS TEEN GONDA 2024 - WINNER ABHA VISHWAKARMADK PAGEANT
Abha Vishwakarma, a rising star from Uttar Pradesh, has been selected as the victor from Gonda for Miss High Schooler India 2024. She is a glad representative of India, having won the title through her commitment and efforts in different talent competitions conducted by DK Exhibition, where she was crowned Miss Gonda 2024.
Leadership Ambassador club Adventist modulekakomaeric00
Aims to equip people who aspire to become leaders with good qualities,and with Christian values and morals as per Biblical teachings.The you who aspire to be leaders should first read and understand what the ambassador module for leadership says about leadership and marry that to what the bible says.Christians sh
Exploring Career Paths in Cybersecurity for Technical CommunicatorsBen Woelk, CISSP, CPTC
Brief overview of career options in cybersecurity for technical communicators. Includes discussion of my career path, certification options, NICE and NIST resources.
3. Robert Half Technology Table of Contents
table of
CONTENTS
8 14
3
6
don’t miss:
THE SCOOP MONEY
IT Hiring: The Hot List.............................................3 2012 Average Starting Salaries – United States ..... 8
5 Tech Professionals Firms Want Now..............4 2012 Average Starting Salaries – Canada ............10
Certified! The Credentials in Greatest Demand ......... 4
Local Variances in the United States
Finding Top Talent: A Never-Ending Quest................5 and Canada ...................................................... 12
Mobile: An Emerging Hot Spot ...............................5
ACTION
Happily Ever After: Keep Your Top Talent for
the Long Term..........................................................6
JOBS
Glossary of Job Descriptions............................14
RESOURCES
5 FINDING TOP TALENT
The Power of Flexible Staffing ...........................7 Additional Robert Half Top tech talent is hard to find.
Technology Resources .....................................28 We’ve got a few tips to help
7 Interview Questions Every Hiring Manager you in your search.
Should Ask ..........................................................7 Robert Half Technology: Your Subscription to
Great Hires ...........................................................28
Worldwide Locations .......................................29
SALARY GUIDE 2012 All trademarks contained herein are the property of their respective owners. 1 tu
4. Robert Half Technology
CHAIRMAN’S
NOTE
Dear colleague,
Robert Half Technology has long produced an array of resources
designed to keep IT professionals up-to-date on hiring trends. Our
annual Salary Guide is a perennial favorite because it provides
salary data that can help managers make the most informed
compensation decisions.
Think of this information as a compass for your business. It can help
you determine the best course to take when setting compensation
levels for new employees, planning budgets and navigating the
ever-changing IT hiring environment.
In this year’s guide, you’ll find starting salary ranges for more than 70 IT positions. The figures
in the Salary Guide are national averages, but they can be adjusted for more than 145 markets
across North America using the local variance figures found on Pages 12 and 13.
The salary ranges represent starting compensation only, since factors such as seniority
and work ethic make ongoing pay difficult to measure. Bonuses, incentives and other forms
of compensation, such as benefits and retirement packages, also are not taken into account.
Where do we get our data? We collect information from various sources, including:
• The thousands of interim and full-time placements made through our branch locations
• Insight from our expert staffing professionals
• Exclusive workplace research we conduct among senior IT executives and workers
• Our own comprehensive analysis of current and future hiring trends
We publish a new guide every year to ensure our data reflect the most recent employment
trends. Information from the Salary Guide is so well-regarded that the U.S. Department of
Labor’s Bureau of Labor Statistics has used it when compiling the Occupational Outlook Handbook.
This year, we also have enhanced our online Salary Center (rht.com/salarycenter) to include
more in-depth information about emerging hiring trends, based on current research and our
quarterly surveys of technology executives. There, you also can access our Salary Calculator,
which is updated throughout the year.
We hope you enjoy the guide and invite you to contact us at rht.com or 1.800.793.5533 for help
with any of your staffing needs.
Max Messmer
Chairman and CEO
SALARY GUIDE 2012 2 tu
5. Robert Half Technology The Scoop
IT HIRING:
THE HOT LIST
IT hiring has shifted into higher gear within many firms. In some areas – networking,
applications development and security, to name a few – there exist an abundance of
positions and a shortage of skilled candidates. And this situation may continue to heat
up as businesses renew their focus on systems upgrades and try to keep pace with rapid
technological changes.
Mid- and senior-level IT professionals are in particular demand, especially those
who are as comfortable discussing business strategy as they are working with complex
systems and software. Industries seeing the most active IT hiring include healthcare,
manufacturing, professional services, high tech, solar and nonprofit.
Hiring Challenges Business Confidence
CIOs were asked, “How challenging is it for you to find CIOs were asked, “How confident are you in
skilled IT professionals today?” your company’s prospects for growth in 2012?”
Somewhat confident
59%
Somewhat challenging 70%
10%
Don’t know/ 26%
not looking 25% Very confident
rht.com/salarycenter
Very challenging 6% Not challenging Not at all confident 4%
Source: Robert Half Technology survey of more than 1,600 CIOs in the United States and Canada
SALARY GUIDE 2012 3 tu
6. Robert Half Technology
5 TECH
PROFESSIONALS
FIRMS WANT NOW
Demand for skilled professionals is strong
in many areas of IT, as companies seek to
address new demands, such as the growing CERTIFIED!
use of cloud computing and mobile devices,
while keeping hardware and software systems
THE CREDENTIALS IN
up-to-date. GREATEST DEMAND
In addition to specific job-related skills
Companies seek professionals who have hands-on Quality assurance and capabilities, the following creden-
experience with new and evolving technologies professionals and tials are in demand:
such as Windows 7, cloud computing, .NET 4.0, business analysts:
• Cisco certifications – Cisco Certified
VMware and mobile application development. With more dollars available for
Network Associate (CCNA) and Cisco
Requirements for certain IT positions vary IT projects, managers are focusing on quality
control and assembling more accurate project Certified Internetwork Expert (CCIE)
across industries and regions, but firms are
seeking the following types of candidates: requirements. Quality assurance profession- • Linux certifications – Red Hat
als can relieve developers so they can focus Certified Engineer (RHCE)
Systems and network- on coding, while business analysts can help
ing engineers: IT build trust among stakeholders and serve as • Microsoft certifications – Microsoft
professionals who are experts in go-betweens for technology and business. Certified IT Professional (MCITP),
cloud computing, Software as a Microsoft Certified Systems Engineer
Service or virtualization are in demand. Those Data warehousing and (MCSE), Microsoft Certified Technol-
with combined skills in server, software and business intelligence ogy Specialist (MCTS) and Microsoft
networking are most sought after. professionals: Firms Certified Professional Developer
need immediate information that (MCPD)
Developers: Those skilled in can help them move their business in the right
.NET, Java, PHP, Silverlight, Flex, direction. That’s why they seek business intel- • Project management certifications –
MySQL and portal technologies, ligence and data warehousing professionals Project Management Professional
such as SharePoint, are in demand. who can gather increasing amounts of data (PMP)
from various streams.
• Security certifications – Certified
Security Information Systems Security
professionals: Data Professional (CISSP), Check Point
security and protection, especially Certified Security Administrator
in industries such as banking and (CCSA) and Check Point Certified
healthcare, will continue to be an in-demand Security Expert (CCSE)
area within technology. In fact, 24 percent of
CIOs polled by our firm cited security as their • VMware certification – VMware
top professional concern. Certified Professional (VCP)
SALARY GUIDE 2012 4 tu
7. Robert Half Technology The Scoop
FINDING
TOP TALENT:
A NEVER-ENDING QUEST
Mobile:
Companies are beginning to compete for IT professionals with
in-demand specialties. CIOs polled by Robert Half Technology said
An Emerging
network and Windows administration, desktop support and Hot Spot
database management are the technical skill sets most sought
The boom in mobile technologies will likely increase
after within their departments. the number of roles for IT professionals. Almost half of
CIOs polled by Robert Half Technology said their com-
panies will increase the use of tablet computers in the
TOP TECHNICAL SKILLS next two years. As tablets and similar technologies
further decentralize the workplace, firms will seek IT
IN DEMAND experts who can assist with mobile applications and
security – and help the company make better strate-
64% 51% gic use of mobile devices to enhance productivity and
customer service.
Network administration Database management
Tablet Takeover?
46% 42% CIOs were asked whether their companies’ use of tablet
computers would increase or decrease in the next two
Desktop support Windows administration
years. Their responses:
38% 35% 8%
Wireless network Web development/
management website design Don’t know
41%
28% 25% No change
Telecommunications Virtualization
support 48%
Increase
22% 15% 3%
Business intelligence ERP implementation
Decrease
Source: Robert Half Technology survey of more than 1,600 CIOs in the United States Source: Robert Half Technology survey of more than 1,600 CIOs
and Canada. Multiple responses allowed. in the United States and Canada
SALARY GUIDE 2012 5 tu
8. Robert Half Technology
H appily f ter :
EvpeorurAp Talent erm
Y To
Kee gT
for the Lon
No IT executive wants to spend his or
her time managing a revolving door of employees. Your role as a TIME TO HIRE:
manager is to consistently give your staff compelling reasons to
Average number of
stay with you. Here are four ideas that can help you keep your top weeks it takes to
hire for an open
IT staff for the long term: staff-level IT
position:
1. Know the value of ‘thank you.’ People work for much more than a pay-
5 Weeks
check. They also want their jobs to be a means of attaining self-esteem, pride, professional
growth and an appreciation for their talents. Take the time to acknowledge individual and Average number
of weeks it takes
group achievements. Even small actions such as offering praise during a staff meeting or to hire for an open
private discussion can go a long way toward making people feel valued. management-level IT
position:
2. Trust your team to do a good job. Most IT workers today place a premium
on autonomy and the ability to make decisions. When you micromanage, you send the 7 Weeks
message to your staff that you don’t believe they can do the job correctly, which can undermine
morale. Instead, empower your team to develop new solutions to problems. Being open to sug-
Source: Robert Half Technology survey of more
gestions and acting on them whenever possible tells your employees that their opinions matter. than 1,600 CIOs in the United States and Canada
3. Be sensitive to workload demands. After a sustained period of high-
volume workloads, intense pressure and tight deadlines, your IT staff may need reinforce-
ments. When you see your employees nearing their limits, consider hiring additional full-
time staff, project professionals or a combination of both to ease the burden and ensure
you have the necessary expertise on board for each project.
4. Pay competitively. Money may not be the most important factor in the decision
to leave a company, but it can certainly play a key role if people feel they aren’t compen-
sated fairly. Use tools like the compensation data in this Salary Guide to make sure your
firm is offering competitive pay.
SALARY GUIDE 2012 6 tu
9. Robert Half Technology Action
THE POWER OF F L E X I B L E STAFFING
As companies attempt to control costs, they and bad. Permanent employees form the core of
often look to reduce the size of their workforce. the workforce, and interim staff augment their
But cuts made during lean times can leave firms efforts on an as-needed basis. Project support
under-resourced once conditions improve and professionals can also provide access to skills
workloads begin to rise again. unavailable in-house and not needed year-round.
Flexible staffing models that supplement a The Extended ‘Interview’
core full-time workforce with skilled temporary When companies are considering making a full-
and project workers have proved to be the ideal time hire, they often bring in candidates first on
solution for businesses hoping to avoid the a temporary basis. This allows them to observe
cycle of hiring and firing that often accompanies performance and fit over an extended period.
a downturn. Using this approach, companies Managers can then assess the professionals’
can convert a portion of their fixed staffing costs suitability for full-time roles in aspects ranging
into a variable expense tied to actual workload from technical skills to the ability to mesh with
highs and lows. the company culture and work effectively with
A Year-Round Advantage professionals at higher skill levels can be a key existing staff.
Flexible staffing models are not simply an component of their year-round staffing strategy. The bottom line: Flexible staffing gives a
alternative to full-time hiring. Increasingly, firms A wisely chosen mix of temporary and full-time company resource and cost-control options it
recognize that introducing temporary and project staff provides maximum flexibility in good times wouldn’t otherwise have.
7 INTERVIEW QUESTIONS EVERY
HIRING MANAGER SHOULD ASK
The stakes are high when it comes to hiring IT staff. Few CIOs have the time and budget to devote to a second round of recruiting
if an initial hire doesn’t work out. So, it’s essential to select the right person the first time around.
To identify the best applicant for your IT job opening, you need to go beyond the expected “Where do you see yourself in five years?”
line of questioning during the job interview. Here are seven queries that can help you identify the top contenders:
#1: What do you know about our com- #3: What did you like most/least #6: What is your least favorite
pany, and why do you want to work here? about this product? work environment?
People who are genuinely interested in working This can clarify applicants’ true level of exper- Are candidates describing your own corporate
for your firm will take the time to research it. They tise. Do they know the technology well enough culture? You want to make sure IT professionals
won’t just repeat facts listed on your website; to point out its strengths and weaknesses? Are not only meet the technical requirements but
they’ll also have considered what type of impact they keeping up with trends? also would thrive on your team.
they could make at your organization.
#4:What would you say is the most #7:Tell me about a failure or mistake
#2: I see that you are skilled with XYZ interesting IT project you have worked on you have made on the job.
technology. Please explain exactly how you
in your career? Look for a willingness to admit faults and an
have used this on the job.
You want to know what candidates find motivat- understanding of the importance of learning from
This question can help you verify claims made on them. This can be critical in IT, where mistakes are
ing. Do those factors match up with the position
the resume. People who profess proficiency with sometimes made in the quest to resolve problems.
you’re filling?
certain technologies should be able to give spe-
cific examples of how they’ve used them at work. #5: What would have made you stay at
your last job?
Applicants may have well-rehearsed responses
to the anticipated “Why did you leave your last
job?” question. By asking them to consider what
they wish had been better, you may get more
candid feedback.
SALARY GUIDE 2012 7 tu
10. Robert Half Technology
201 average
2
starting salaries
Whether you’re making a new hire or
just getting a temperature check on 2012 Average Starting Salaries – United States
compensation trends, having the latest
salary data at your fingertips can be a Job Title 2011 2012 % Change
competitive advantage. Following are
average starting salaries for IT profes- ADMINISTRATION
sionals in the United States and Canada.
Chief Information Officer (CIO) $134,500 - $217,000 $139,750 - $225,500 3.9%
(A) Add the percentage below to IT Chief Technology Officer (CTO) $116,500 - $181,750 $120,750 - $188,250 3.6%
salaries for the following skills: Chief Security Officer (CSO) $110,750 - $165,750 $115,000 - $172,250 3.9%
Vice President of Information Technology $118,500 - $173,000 $123,000 - $179,750 3.9%
AJAX (Asynchronous JavaScript and XML) Information Technology Manager $ 88,250 - $127,000 $ 91,000 - $130,750 3.0%
development skills .............................................6%
Business Objects skills..........................................7% APPLICATIONS DEVELOPMENT (A)
C# development skills ...........................................8% Manager $ 88,500 - $125,250 $ 91,750 - $130,000 3.7%
C++ development skills .........................................5% Project Manager $ 76,250 - $113,000 $ 79,000 - $117,250 3.7%
Hyperion skills .......................................................7% Systems Analyst $ 65,500 - $ 93,500 $ 68,500 - $ 97,750 4.6%
Java/Java EE development skills .........................8% Applications Architect $ 92,250 - $124,750 $ 97,500 - $132,000 5.8%
LAMP (Linux, Apache, MySQL and Business Systems Analyst $ 64,500 - $ 93,750 $ 67,000 - $ 97,500 3.9%
CRM Business Analyst $ 68,500 - $ 93,500 $ 71,750 - $ 97,750 4.6%
Perl/PHP/Python) skills .......................................7%
CRM Technical Developer $ 76,750 - $102,500 $ 80,000 - $106,750 4.2%
.NET development skills........................................8%
Developer/Programmer Analyst $ 57,750 - $102,250 $ 60,750 - $107,500 5.2%
PHP development skills .........................................8%
ERP Business Analyst $ 71,250 - $ 98,250 $ 75,000 - $103,250 5.2%
SAP development skills.........................................8% ERP Technical/Functional Analyst $ 77,000 - $106,750 $ 80,750 - $112,000 4.9%
SharePoint skills..................................................12% ERP Technical Developer $ 79,250 - $109,500 $ 83,500 - $115,250 5.3%
Visual Basic development skills............................4% Lead Applications Developer $ 85,000 - $117,500 $ 89,250 - $123,500 5.1%
Mobile Applications Developer (New!) $ 78,000 - $112,250 $ 85,000 - $122,500 9.1%
(B) Add the percentage below to IT Technical Writer $ 48,500 - $ 76,750 $ 49,500 - $ 78,250 2.0%
salaries for the following skills:
CONSULTING & SYSTEMS INTEGRATION
IBM DB2 database skills .......................................5%
Oracle database skills ...........................................9% Director $ 99,250 - $148,000 $103,000 - $153,500 3.7%
SQL Server database skills .................................10% Practice Manager $ 98,500 - $135,000 $102,250 - $140,250 3.9%
Project Manager/Senior Consultant $ 81,500 - $117,000 $ 84,750 - $121,750 4.0%
(C) Add the percentage below to IT Staff Consultant $ 63,000 - $ 88,000 $ 65,750 - $ 91,750 4.3%
salaries for the following skills: Senior IT Auditor $ 89,750 - $123,500 $ 94,500 - $130,000 5.3%
Performance testing (e.g., Mercury IT Auditor $ 77,750 - $108,000 $ 81,500 - $113,250 4.8%
Interactive Tools) skills .......................................5% DATA/DATABASE ADMINISTRATION (B)
(D) Add the percentage below to IT Database Manager $ 92,500 - $128,000 $ 96,500 - $133,500 4.3%
salaries for the following skills: Database Developer $ 76,750 - $112,000 $ 82,000 - $119,750 6.9%
Database Administrator $ 76,000 - $109,500 $ 79,000 - $113,750 3.9%
AJAX (Asynchronous JavaScript and XML) Data Analyst/Report Writer $ 58,250 - $ 86,750 $ 61,000 - $ 91,000 4.8%
development skills .............................................6% Data Architect $ 91,750 - $126,500 $ 97,500 - $134,250 6.2%
ASP development skills.........................................4% Data Modeler $ 80,750 - $111,250 $ 85,500 - $117,750 5.9%
C# development skills ...........................................8% Data Warehouse Manager $ 97,000 - $130,000 $101,250 - $135,750 4.4%
Cold Fusion development skills.............................5% Data Warehouse Analyst $ 82,500 - $111,500 $ 88,000 - $119,000 6.7%
Content management system (CMS) skills ...........7% Business Intelligence Analyst $ 82,500 - $116,250 $ 87,750 - $123,500 6.3%
DCOM/COM/ActiveX development skills .............5% Portal Administrator (New!) $ 77,250 - $102,000 $ 80,500 - $106,500 4.3%
Java/Java EE development skills .........................8% QUALITY ASSURANCE (QA) & TESTING (C)
LAMP (Linux, Apache, MySQL and
QA/Testing Manager $ 77,500 - $103,500 $ 80,250 - $107,000 3.5%
Perl/PHP/Python) skills .......................................7%
QA Associate/Analyst $ 53,250 - $ 82,250 $ 55,250 - $ 85,500 3.9%
.NET development skills........................................8%
PHP development skills .........................................8%
SharePoint skills..................................................12%
Virtualization skills ................................................9%
Web services development skills .........................8%
SALARY GUIDE 2012 8 tu
11. Robert Half Technology Money
(E) Add the percentage below to IT
salaries for the following skills: 2012 Average Starting Salaries – United States
Cisco network administration skills ......................9%
Linux/Unix administration skills............................8% Job Title 2011 2012 % Change
Voice over Internet Protocol (VoIP)
administration skills .............................................8%
INTERNET & E-COMMERCE (D)
Windows 2000/2003/XP/Vista skills .......................... 4%
Windows Server 2008 skills .................................6% Senior Web Developer $ 80,250 - $110,750 $ 85,750 - $118,500 6.9%
Web Developer $ 58,000 - $ 94,250 $ 61,250 - $ 99,250 5.4%
Windows 7 skills ...................................................7%
Web Administrator $ 55,750 - $ 84,000 $ 58,500 - $ 88,250 5.0%
(F) Add the percentage below to IT Web Designer $ 50,750 - $ 83,000 $ 53,750 - $ 88,000 6.0%
salaries for the following skills: Electronic Data Interchange (EDI) Specialist $ 63,250 - $ 89,750 $ 66,000 - $ 93,500 4.2%
E-Commerce Analyst $ 68,500 - $ 98,750 $ 72,000 - $103,750 5.1%
Check Point Firewall administration skills ............7% Messaging Administrator $ 59,750 - $ 87,000 $ 62,250 - $ 90,750 4.3%
Cisco network administration skills ......................9%
Linux/Unix administration skills............................8% NETWORKING/TELECOMMUNICATIONS (E)
Network Architect $ 90,000 - $129,250 $ 95,500 - $137,000 6.0%
(G) Add the percentage below to IT Network Manager $ 79,250 - $109,500 $ 82,750 - $114,500 4.5%
salaries for the following skills: Network Engineer $ 71,000 - $101,750 $ 75,000 - $107,750 5.8%
ASP development skills.........................................4% Wireless Network Engineer $ 74,750 - $102,500 $ 79,250 - $108,500 5.9%
C# development skills ...........................................8% Network Administrator $ 55,750 - $ 82,750 $ 58,750 - $ 87,250 5.4%
Pre-Sales Engineer/Technical Engineer $ 69,000 - $ 97,500 $ 71,750 - $101,500 4.1%
C++ development skills .........................................5%
Telecommunications Manager $ 74,750 - $101,500 $ 76,250 - $103,500 2.0%
DCOM/COM/ActiveX development skills .............5%
Telecommunications Specialist $ 50,750 - $ 76,750 $ 52,250 - $ 79,250 3.1%
Java/Java EE development skills .........................8%
.NET development skills........................................8% OPERATIONS
PHP development skills .........................................8% Manager $ 58,750 - $ 81,750 $ 60,500 - $ 84,000 2.8%
Visual Basic development skills............................4% Computer Operator $ 32,000 - $ 44,000 $ 32,250 - $ 44,500 1.0%
Web services development skills .........................8% Mainframe Systems Programmer $ 55,500 - $ 77,000 $ 56,250 - $ 78,250 1.5%
(H) Add the percentage below to IT SECURITY (F)
salaries for the following skills: Data Security Analyst $ 84,000 - $114,500 $ 89,000 - $121,500 6.0%
Basis administration skills ....................................5% Systems Security Administrator $ 81,500 - $112,500 $ 85,250 - $117,750 4.6%
Network Security Administrator $ 81,000 - $111,250 $ 85,000 - $116,750 4.9%
Cisco network administration skills ......................9%
Network Security Engineer (New!) $ 85,250 - $112,500 $ 88,500 - $116,750 3.8%
Linux/Unix administration skills............................8%
Information Systems Security Manager $ 99,500 - $137,750 $103,500 - $143,500 4.1%
Virtualization skills ................................................9%
Windows 2000/2003/XP/Vista skills .......................... 4% SOFTWARE DEVELOPMENT (G)
Windows Server 2008 skills .................................6% Product Manager $ 86,500 - $119,000 $ 90,750 - $124,750 4.9%
Windows 7 skills ...................................................7% Software Engineer $ 73,500 - $112,000 $ 78,250 - $119,500 6.6%
Software Developer $ 65,750 - $104,250 $ 70,000 - $111,000 6.5%
TECHNICAL SERVICES, HELP DESK & TECHNICAL SUPPORT (H)
Manager $ 68,000 - $ 96,750 $ 70,000 - $ 99,750 3.0%
Desktop Support Analyst $ 46,500 - $ 68,250 $ 47,250 - $ 69,250 1.5%
Systems Administrator $ 53,250 - $ 83,000 $ 56,250 - $ 87,500 5.5%
Systems Engineer $ 66,750 - $ 97,000 $ 70,250 - $102,000 5.2%
Help Desk Tier 3 $ 45,750 - $ 59,000 $ 47,750 - $ 61,500 4.3%
Help Desk Tier 2 $ 36,750 - $ 47,750 $ 38,250 - $ 49,500 3.8%
Help Desk Tier 1 $ 29,250 - $ 39,250 $ 30,250 - $ 40,500 3.3%
Instructor/Trainer $ 47,250 - $ 75,000 $ 48,500 - $ 77,000 2.7%
PC Technician $ 29,000 - $ 42,500 $ 30,000 - $ 44,250 3.8%
Business Continuity Analyst $ 74,500 - $106,000 $ 78,750 - $112,000 5.7%
SALARY GUIDE 2012 9 tu
12. Robert Half Technology
201 average
2
starting salaries
(A) Add the percentage below to IT
salaries for the following skills:
2012 Average Starting Salaries – Canada
AJAX (Asynchronous JavaScript and XML)
development skills ..............................................4% Job Title 2011 2012 % Change
Business Objects skills..........................................7%
C# development skills ...........................................8% ADMINISTRATION
C++ development skills .........................................7% Chief Information Officer (CIO) $131,000 - $195,250 $137,000 - $204,000 4.5%
Hyperion skills .......................................................6% Chief Technology Officer (CTO) $121,500 - $174,500 $125,500 - $180,250 3.3%
Java/Java EE development skills .........................6% Chief Security Officer (CSO) $108,250 - $178,250 $113,750 - $187,250 5.1%
LAMP (Linux, Apache, MySQL and Vice President of Information Technology $129,000 - $188,250 $134,000 - $195,500 3.9%
Perl/PHP/Python) skills .......................................6% Information Technology Manager $ 94,000 - $123,250 $ 96,750 - $126,750 2.9%
.NET development skills........................................8% APPLICATIONS DEVELOPMENT (A)
PHP development skills .........................................6%
Manager $ 93,250 - $123,000 $ 96,750 - $127,750 3.8%
SAP development skills.........................................7%
Project Manager $ 78,250 - $121,000 $ 81,250 - $125,500 3.8%
SharePoint skills..................................................12% Systems Analyst $ 67,000 - $ 90,750 $ 69,500 - $ 94,250 3.8%
Visual Basic development skills............................4% Applications Architect $ 89,500 - $117,750 $ 93,500 - $123,000 4.5%
Business Systems Analyst $ 75,500 - $104,500 $ 78,500 - $108,750 4.0%
(B) Add the percentage below to IT CRM Business Analyst $ 75,000 - $ 93,000 $ 78,500 - $ 97,500 4.8%
salaries for the following skills:
CRM Technical Developer $ 74,500 - $ 99,000 $ 77,750 - $103,250 4.3%
IBM DB2 database skills .......................................6% Developer/Programmer Analyst $ 63,000 - $ 94,250 $ 66,250 - $ 99,000 5.1%
Oracle database skills ...........................................8% ERP Business Analyst $ 80,000 - $105,000 $ 82,750 - $108,750 3.5%
SQL Server database skills ...................................8% ERP Technical/Functional Analyst $ 82,250 - $118,000 $ 85,750 - $123,000 4.2%
ERP Technical Developer $ 85,250 - $121,750 $ 89,250 - $127,500 4.7%
(C) Add the percentage below to IT Lead Applications Developer $ 78,750 - $109,000 $ 82,500 - $114,250 4.8%
salaries for the following skills: Mobile Applications Developer (New!) $ 67,000 - $ 95,000 $ 72,500 - $102,750 8.2%
Technical Writer $ 47,000 - $ 73,750 $ 48,000 - $ 75,250 2.1%
Performance testing (e.g., Mercury
Interactive Tools) skills .......................................5% CONSULTING & SYSTEMS INTEGRATION
Director $ 99,500 - $131,250 $104,250 - $137,500 4.8%
(D) Add the percentage below to IT
Practice Manager $ 86,750 - $126,250 $ 90,000 - $131,000 3.8%
salaries for the following skills:
Project Manager/Senior Consultant $ 82,750 - $127,500 $ 86,000 - $132,500 3.9%
AJAX (Asynchronous JavaScript and XML) Staff Consultant $ 52,000 - $ 71,500 $ 54,500 - $ 75,000 4.9%
development skills ..............................................4% Senior IT Auditor $ 95,000 - $145,500 $ 99,500 - $152,500 4.8%
ASP development skills.........................................4% IT Auditor $ 74,500 - $ 97,000 $ 78,000 - $101,500 4.7%
C# development skills ...........................................8% DATA/DATABASE ADMINISTRATION (B)
Cold Fusion development skills.............................6%
Database Manager $ 89,500 - $120,000 $ 92,750 - $124,250 3.6%
Content management system (CMS) skills ...........7%
Database Developer $ 70,250 - $ 98,750 $ 73,750 - $103,750 5.0%
DCOM/COM/ActiveX development skills .............6%
Database Administrator $ 71,000 - $ 97,000 $ 73,750 - $100,500 3.7%
Java/Java EE development skills .........................6% Data Analyst/Report Writer $ 63,500 - $ 87,000 $ 65,750 - $ 90,250 3.7%
LAMP (Linux, Apache, MySQL and Data Architect $ 87,500 - $119,750 $ 92,250 - $126,000 5.3%
Perl/PHP/Python) skills .......................................6% Data Modeler $ 73,250 - $ 99,750 $ 77,250 - $105,000 5.3%
.NET development skills........................................8% Data Warehouse Manager $ 86,000 - $116,250 $ 89,750 - $121,250 4.3%
PHP development skills .........................................6% Data Warehouse Analyst $ 77,250 - $105,000 $ 81,750 - $111,250 5.9%
SharePoint skills..................................................12% Business Intelligence Analyst $ 66,250 - $ 92,250 $ 70,750 - $ 98,500 6.8%
Virtualization skills ..............................................10% Portal Administrator (New!) $ 62,500 - $ 85,000 $ 65,250 - $ 88,750 4.4%
Web services development skills .........................7% QUALITY ASSURANCE (QA) & TESTING (C)
QA/Testing Manager $ 71,750 - $ 96,000 $ 74,750 - $100,000 4.2%
QA Associate/Analyst $ 60,500 - $ 84,500 $ 62,500 - $ 87,250 3.3%
Note: All salary ranges on Pages 10 and 11 are in Canadian dollars.
SALARY GUIDE 2012 10 t u
13. Robert Half Technology Money
canada
(E) Add the percentage below to IT
salaries for the following skills: 2012 Average Starting Salaries – Canada
Cisco network administration skills ......................8%
Linux/Unix administration skills............................6% Job Title 2011 2012 % Change
Voice over Internet Protocol (VoIP)
administration skills............................................8% INTERNET & E-COMMERCE (D)
Windows 2000/2003/XP/Vista skills ....................5% Senior Web Developer $ 75,500 - $ 97,750 $ 80,000 - $103,500 5.9%
Windows Server 2008 skills .................................6% Web Developer $ 55,750 - $ 80,750 $ 58,750 - $ 85,000 5.3%
Windows 7 skills ...................................................7% Web Administrator $ 56,750 - $ 74,750 $ 59,500 - $ 78,250 4.8%
Web Designer $ 58,750 - $ 81,250 $ 62,000 - $ 85,750 5.5%
(F) Add the percentage below to IT Electronic Data Interchange (EDI) Specialist $ 61,750 - $ 85,750 $ 64,000 - $ 89,000 3.7%
E-Commerce Analyst $ 60,750 - $ 87,000 $ 63,750 - $ 91,500 5.1%
salaries for the following skills:
Messaging Administrator $ 57,750 - $ 73,000 $ 60,500 - $ 76,250 4.6%
Check Point Firewall administration skills ............7%
NETWORKING/TELECOMMUNICATIONS (E)
Cisco network administration skills ......................8%
Linux/Unix administration skills............................6% Network Architect $ 82,000 - $121,000 $ 86,250 - $127,250 5.2%
Network Manager $ 72,250 - $ 95,000 $ 75,500 - $ 99,250 4.5%
Network Engineer $ 70,750 - $ 92,750 $ 75,000 - $ 98,250 6.0%
(G) Add the percentage below to IT Wireless Network Engineer $ 76,500 - $ 98,250 $ 81,000 - $104,000 5.9%
salaries for the following skills: Network Administrator $ 56,750 - $ 74,750 $ 60,000 - $ 79,000 5.7%
Pre-Sales Engineer/Technical Engineer $ 76,250 - $ 94,000 $ 78,750 - $ 97,000 3.2%
ASP development skills.........................................4%
Telecommunications Manager $ 81,000 - $104,250 $ 83,250 - $107,250 2.8%
C# development skills ...........................................8% Telecommunications Specialist $ 56,750 - $ 79,250 $ 58,500 - $ 81,500 2.9%
C++ development skills .........................................7%
DCOM/COM/ActiveX development skills .............6% OPERATIONS
Java/Java EE development skills .........................6% Manager $ 70,750 - $ 84,000 $ 73,000 - $ 86,750 3.2%
.NET development skills........................................8% Computer Operator $ 40,250 - $ 51,000 $ 40,750 - $ 51,500 1.1%
PHP development skills .........................................6% Mainframe Systems Programmer $ 59,750 - $ 83,500 $ 61,000 - $ 85,000 1.9%
Visual Basic development skills............................4% SECURITY (F)
Web services development skills .........................7% Data Security Analyst $ 79,250 - $118,750 $ 83,250 - $124,500 4.9%
Systems Security Administrator $ 69,000 - $ 96,250 $ 73,000 - $102,000 5.9%
(H) Add the percentage below to IT Network Security Administrator $ 78,250 - $109,000 $ 81,500 - $113,750 4.3%
salaries for the following skills: Network Security Engineer (New!) $ 82,000 - $107,000 $ 85,250 - $111,500 4.1%
Information Systems Security Manager $ 89,750 - $117,500 $ 94,000 - $123,000 4.7%
Basis administration skills ....................................4%
Cisco network administration skills ......................8% SOFTWARE DEVELOPMENT (G)
Linux/Unix administration skills............................6% Product Manager $ 88,750 - $117,500 $ 92,750 - $122,750 4.5%
Virtualization skills ..............................................10% Software Engineer $ 71,250 - $103,000 $ 75,250 - $108,750 5.6%
Windows 2000/2003/XP/Vista skills ....................5% Software Developer $ 56,250 - $ 94,000 $ 59,750 - $ 99,750 6.2%
Windows Server 2008 skills .................................6%
TECHNICAL SERVICES, HELP DESK & TECHNICAL SUPPORT (H)
Windows 7 skills ...................................................7%
Manager $ 73,250 - $ 98,000 $ 76,000 - $101,500 3.6%
Desktop Support Analyst $ 51,000 - $ 69,750 $ 52,000 - $ 71,250 2.1%
Systems Administrator $ 55,750 - $ 77,250 $ 59,000 - $ 81,750 5.8%
Systems Engineer $ 65,000 - $ 82,750 $ 68,750 - $ 87,500 5.8%
Help Desk Tier 3 $ 55,000 - $ 72,000 $ 57,500 - $ 75,250 4.5%
Help Desk Tier 2 $ 44,250 - $ 55,000 $ 46,250 - $ 57,250 4.3%
Help Desk Tier 1 $ 34,750 - $ 45,000 $ 36,000 - $ 46,500 3.4%
Instructor/Trainer $ 51,250 - $ 70,500 $ 52,000 - $ 71,500 1.4%
PC Technician $ 42,250 - $ 59,750 $ 43,500 - $ 61,750 3.2%
Business Continuity Analyst $ 66,250 - $ 94,750 $ 68,750 - $ 98,500 3.9%
SALARY GUIDE 2012 11 t u
16. Robert Half Technology
glossary
of job descriptions
ARE YOU
Administration p.15
RECRUITING
Applications Development p.15
Consulting &
THE WRONG
Systems Integration p.18
Data/Database Administration p.19 PEOPLE?
Internet & E-commerce p.21
Networking/ Unless your job description is accurate and
Telecommunications p.22 thorough, you won’t attract the best candidates.
Operations p.24 An IT professional who may be perfect for
the role but doesn’t recognize him- or
Quality Assurance (QA)
& Testing p.24
herself in the wording used in the
employment posting isn’t likely to apply.
Security p.25
Software Development p.25
Vague or outdated job descriptions also invite a
flood of resumes from unqualified candidates.
Technical Services, Even if you eventually zero in on a suitable
Help Desk & Technical Support p.26
person, an unclear listing can extend the hiring
process and multiply all the associated costs.
Our Glossary of Job Descriptions can
help you better target the professionals
you need. Use the descriptions on the
following pages as a starting point and tailor
them to match your specific requirements.
SALARY GUIDE 2012 14 t u
17. Robert Half Technology Jobs
Administration
CHIEF INFORMATION OFFICER (CIO) VICE PRESIDENT OF INFORMATION
CIOs need broad knowledge of all aspects of IT. They must have strong TECHNOLOGY
analytical, strategic planning and communication skills. The ability to The vice president of information technology position requires a proven
collaborate effectively with other senior managers in order to define, ar- track record of leadership in technology management, including excel-
ticulate and champion the ways in which technology requirements relate lent communication, analytical and organizational skills. A bachelor’s
to the firm’s business is critical. A bachelor’s degree in computer science, degree in computer science or a related field and five to 10 years of
information systems or a related area is expected, and a master’s degree increasing responsibility are typical requirements for the job. Strategic
is often required by employers. CIOs typically have at least 10 years of planning and tactical implementation are important attributes for this
managerial experience in IT, though larger firms may require more. position as well.
Typical duties include: Typical duties include:
• Developing and directing the firm’s overall IT strategy • Managing the tactical, overall operations of the IT department
• Working closely with other senior management, including the chief • Working with the firm’s senior IT team to help plan and coordinate
executive officer, chief technology officer, chief operations offi- both short- and long-term systems strategy and implementation
cer and chief financial officer, to coordinate data systems policies • Serving as a liaison between nontechnical business units and IT,
and procedures communicating technical information and plans
• Providing vision and leadership in all aspects of IT management and • Overseeing the department’s hiring, promotion and review processes
operations INFORMATION TECHNOLOGY MANAGER
• Approving all major system hardware and software purchasing decisions
Information technology managers need a technical background, as
CHIEF TECHNOLOGY OFFICER (CTO) well as business acumen and people management skills. Because they
CTO candidates require in-depth knowledge of all aspects of a firm’s data direct the work of other employees, these individuals require strong
technology infrastructure. They also need the tactical managerial skills to interpersonal and communication abilities. Analytical thinking also is
lead the IT department in attaining the company’s current and future tech- very important, as this position often involves problem resolution and
nology goals. They typically have a degree in computer science or a related process development. In addition, a strong customer-service orientation
field and at least seven to 10 years of experience in IT management. In is a must because information technology managers often serve as the
larger companies, the CTO may report to a chief information officer or a final escalation point for high-visibility troubleshooting. Employers look
chief operating officer. Candidates need excellent interpersonal and prob- for a bachelor’s degree in an IT-related field, plus at least five years of
lem-solving skills, as well as the ability to plan and execute projects within experience with the specific types of business systems, hardware and
time and budget constraints. networking services utilized by the firm. Demonstrated leadership also
Typical duties include: is required.
• Setting the firm’s overall technology standards and practices Typical duties include:
• Making recommendations, as well as explaining technology solutions to • Analyzing workflow, delegating projects and meeting departmental goals
senior management through presentations and advocacy • Developing and monitoring performance standards
• Managing the implementation of data systems and monitoring their • Providing input on hiring decisions for technical staff
effectiveness in meeting business unit needs • Implementing and monitoring new projects
• Providing leadership and managing a staff of direct reports in functional • Managing performance of and delegating projects to team members
areas such as systems operations, LAN/WAN architecture, and hardware
and software support Applications Development
CHIEF SECURITY OFFICER (CSO) MANAGER
CSOs need extensive experience in the field of information security, as Candidates seeking a manager of applications development position need
well as in-depth knowledge of this rapidly evolving and critical business a thorough technical background combined with outstanding managerial
function. Employers look for a minimum of a bachelor’s degree in informa- and leadership talents. They must have strong oral and written commu-
tion systems or a related field, as well as 10 or more years’ experience nication skills, project management experience, and proven abilities to
with a focus on information security, compliance and privacy. The position facilitate multidisciplinary project teams in accomplishing strategic goals.
requires excellent judgment and outstanding planning abilities in order to Employers look for a bachelor’s degree in computer science, information
create and maintain complex security systems. Compliance- and security- systems, engineering or a related field. Depending on the size of the de-
related certifications are required. partment, the company may seek five to 10 or more years of combined
Typical duties include: development and managerial experience.
• Managing enterprisewide security policies and systems Typical duties include:
• Developing, implementing and monitoring long-term information security and • Assuming overall management responsibility for all aspects of the
privacy strategy applications development department and its staff
• Ensuring the firm meets all mandated security and compliance standards • Planning, coordinating and monitoring the progress of development
• Coordinating work with all vendors, contractors and consultants to projects to ensure their ongoing alignment with business goals
maintain and enhance data security
SALARY GUIDE 2012 15 t u
18. Robert Half Technology
• Hiring, training, motivating and evaluating staff Typical duties include:
• Serving as a liaison to senior IT management, reporting on the • Designing major aspects of the architecture of an application, including
status of current projects, identifying issues and assessing their components such as user interface, middleware and infrastructure
impact, and proactively recommending solutions • Providing technical leadership to the applications development team
• Performing design and code reviews
PROJECT MANAGER
• Ensuring that uniform enterprisewide application design standards
Project managers must have demonstrated knowledge and experi- are maintained
ence with project management methodologies in order to work with • Collaborating with other stakeholders to ensure architecture is aligned
intricate, multifaceted projects. They need superb communication with business requirements
and interpersonal skills to collaborate with the development team
and make project presentations. Employers look for a bachelor’s BUSINESS SYSTEMS ANALYST
degree in an IT- or business-related field, as well as a background Business systems analysts should have a solid understanding of business
in applications development, and five or more years of experience functional areas, business management issues and data analysis. Excep-
managing complex projects. Project management certifications, such tional written and oral communication abilities are required. Leadership,
as those from PMI (Project Management Institute), also are highly initiative and advanced computer skills, including programming experi-
recommended. ence, also are integral. Employers often seek at least a bachelor’s degree
Typical duties include: and several years of computer applications and business experience. For
• Managing overall coordination of IT applications development projects, more technically challenging positions involving complex business sys-
from planning through implementation tems, a master’s degree with a concentration in information systems may
• Setting project scope, priorities, deadlines and deliverable schedules be required.
• Facilitating discussions and consensus among various project stake- Typical duties include:
holders such as analysts, applications programmers and clients • Analyzing complex business problems and assessing how automated
• Managing and monitoring project budgets and expenditures systems can be implemented to solve them
• Formulating and defining the objectives and scope of business systems
SYSTEMS ANALYST
• Gathering data and analyzing business and user needs in consultation
Candidates for a systems analyst position must be excellent analyti- with both business managers and end users
cal thinkers and problem solvers, as well as effective communicators. • Providing IT support for regulatory and compliance activities
They need a broad understanding of, and experience working with, • Making recommendations on hardware and software procurement to
hardware and software systems, including their installation, mainte- support business goals
nance and life cycles. Employers look for a minimum of a bachelor’s
degree in information systems, computer science or a similar field, CUSTOMER RELATIONSHIP MANAGEMENT
along with five or more years of experience working with specific (CRM) BUSINESS ANALYST
applications and/or operating systems. Employers seek CRM business analysts with proven analytical and prob-
lem-solving capabilities, as well as extensive technical and functional
Typical duties include:
experience with specific CRM systems. Because CRM business analysts
• Analyzing systems hardware and software problems and develop-
serve as liaisons between IT and business groups, strong interpersonal
ing technical solutions
and communication skills are essential. Employers also may require a dem-
• Translating user and/or systems requirements into functional
onstrated understanding of sales, marketing and other business processes.
technical specifications
CRM business analysts must be able to anticipate the organizational im-
• Writing and maintaining detailed systems documentation, includ-
pact of process changes. A bachelor’s degree in a computer- or business-
ing user manuals and technical manuals
related discipline is typically required, as is thorough knowledge of the
• Acting as a liaison between developers and end users to ensure
employer’s existing CRM applications.
technical compatibility and satisfaction
Typical duties include:
APPLICATIONS ARCHITECT
• Translating business requirements into user and functional requirements
Applications architects require a high level of technical expertise • Conducting root cause analysis in support of process improvements
combined with excellent planning, coordination and communication • Planning, conducting and directing the analysis of complex business
skills, as well as the ability to work on teams. Practitioners must issues to be solved with process changes and information systems
have experience with relevant development tools and specific appli- • Working closely with business users to resolve ongoing functional issues
cation and system architecture, in addition to a strong understanding
of object-oriented design. A bachelor’s degree in computer science CUSTOMER RELATIONSHIP MANAGEMENT
or information systems is normally required, and a master’s degree is (CRM) TECHNICAL DEVELOPER
highly desirable. Employers seek a minimum of five to eight years of Candidates for CRM technical developer positions must be able to work
related work experience and often look for software skill sets such creatively and analytically in a problem-solving environment to develop,
as AJAX, C#/C++ and LAMP. Expertise in the design, development enhance and maintain CRM solutions. They also need strong interpersonal
and deployment of enterprise-level N-tier architecture in a Microsoft and communication skills in order to collaborate effectively with busi-
.NET Framework or Java Enterprise Edition platform may be required. ness analysts, developers and other stakeholders. A bachelor’s degree in
a computer-related field is typically required. Specific programming and
SALARY GUIDE 2012 16 t u