This document summarizes the findings from reviewing 52 job postings for senior SAS positions and interviews with managers. While the author initially predicted senior positions would require 5+ years experience, the postings showed otherwise, with 67% requiring under 5 years. Postings emphasized communication, analytical, and technical skills over specific SAS skills. Interviews found "senior" also refers to abilities like training others, adapting to new areas, and integrating into teams versus acting as a "guru". Overall, requirements vary by company, so candidates need strong SAS and non-SAS skills tailored to each opportunity.
This document discusses different career paths that individuals took to become SAS programmers in the biotech/pharmaceutical industry. It profiles David Tappe, who obtained a bachelor's degree in mathematics and continued his studies in biology, gaining exposure to research methods and statistics. He took his first programming job as a bioanalyst at Syntex, where he developed his SAS programming skills while focusing on understanding the clinical data and its meaning. Over 12 years he took on management roles while continuing to value a balance of research interests, technical skills, and understanding clinical aspects of the data in colleagues. The document examines various non-traditional paths that professionals took to enter this career field.
The document discusses motivating clinical SAS programmers by assigning meaningful tasks, setting up collaborative teams, and providing rewards. It provides an example project of implementing CDISC standards that was divided into subprojects and assigned to a team based on their skills. The conclusion emphasizes that motivation is important and can be maintained by focusing on teamwork and providing a good working environment.
1. The document describes a programmer's experience working as a statistician through a statistical mentoring program. The programmer took on statistical tasks like data checking, creating analysis specifications, and parallel programming for an interim clinical study report.
2. As a statistician, the programmer's days involved tasks like drafting table shells, writing specifications, and checking outputs. They discovered new responsibilities like directing other programmers and ensuring timelines were met.
3. Through this experience, the programmer gained insight into a statistician's role and stressors but determined that becoming a full-time statistician was not the right career path for them.
This document outlines the topics covered in a clinical research and SAS training program, including clinical trial fundamentals, SAS programming, statistics, graphics, and clinical trial projects. The training covers the drug development process, clinical research terminology, clinical trial design, FDA regulations, and CDISC standards. It also covers SAS programming basics, advanced topics like macros and SQL, statistical procedures, and creating graphs and figures. Additional topics include clinical trial documentation, SAS programming guidelines for clinical trials, and mapping clinical data to CDISC SDTM standards.
Oracle Essbase is a leading online analytical processing (OLAP) server that supports forecasting, variance analysis, scenario planning, and other advanced analytics functions. It integrates with multiple data sources and delivers information through a variety of reporting options. Oracle Essbase is designed to scale for large user communities and data sets while providing rapid analysis, calculation times, and a rich user experience through intuitive interfaces.
Case Studies: Enterprise BI vs Self-Service Analytics Tools: Real Life Consid...Senturus
Real-life client use cases and the factors playing into the choice of tool. Practical input on guiding considerations when selecting an approach: governance, accessibility, functionality, time to decision (agility). View the webinar video recording and download this deck and comparison chart: http://www.senturus.com/resources/enterprise-bi-platforms-vs-self-service-analytics-tools/
Explore the benefits and drawbacks of enterprise BI platforms and self-service analytics. Learn how these seemingly contradictory philosophies can complement each other and extend the value of assets. Among the topics under discussion: how these seemingly contradictory philosophies can complement each other and extend the value of your ever-changing (and growing) information assets and considerations when selecting an approach, given all the many options.
Senturus, a business analytics consulting firm, has a resource library with hundreds of free recorded webinars, trainings, demos and unbiased product reviews. Take a look and share them with your colleagues and friends: http://www.senturus.com/resources/.
NZOUG-GroundBreakers-2018 - Troubleshooting and Diagnosing 18c RACSandesh Rao
Learn about new diagnostic features in the 18c database product, tools on how to read trace and log files, automatically troubleshoot hangs, perform best practices on your stack automatically and how to act on the recommendations. We will cover RAC, ASM basics, the newest features of the diagnostic tools like Trace File Analyzer Collector, orachk, exachk, OSWatcher, Procwatcher, Hang Manager, Cluster Health Monitor and Cluster Health Analyzer. You can use Trace File Analyzer Collector to do all your first failure diagnostic collections and reduce the amount of back and forth with Oracle Support due to 90% of all the files Support needs being included by default. We will also cover analyzing logfiles using Machine Learning
This document discusses different career paths that individuals took to become SAS programmers in the biotech/pharmaceutical industry. It profiles David Tappe, who obtained a bachelor's degree in mathematics and continued his studies in biology, gaining exposure to research methods and statistics. He took his first programming job as a bioanalyst at Syntex, where he developed his SAS programming skills while focusing on understanding the clinical data and its meaning. Over 12 years he took on management roles while continuing to value a balance of research interests, technical skills, and understanding clinical aspects of the data in colleagues. The document examines various non-traditional paths that professionals took to enter this career field.
The document discusses motivating clinical SAS programmers by assigning meaningful tasks, setting up collaborative teams, and providing rewards. It provides an example project of implementing CDISC standards that was divided into subprojects and assigned to a team based on their skills. The conclusion emphasizes that motivation is important and can be maintained by focusing on teamwork and providing a good working environment.
1. The document describes a programmer's experience working as a statistician through a statistical mentoring program. The programmer took on statistical tasks like data checking, creating analysis specifications, and parallel programming for an interim clinical study report.
2. As a statistician, the programmer's days involved tasks like drafting table shells, writing specifications, and checking outputs. They discovered new responsibilities like directing other programmers and ensuring timelines were met.
3. Through this experience, the programmer gained insight into a statistician's role and stressors but determined that becoming a full-time statistician was not the right career path for them.
This document outlines the topics covered in a clinical research and SAS training program, including clinical trial fundamentals, SAS programming, statistics, graphics, and clinical trial projects. The training covers the drug development process, clinical research terminology, clinical trial design, FDA regulations, and CDISC standards. It also covers SAS programming basics, advanced topics like macros and SQL, statistical procedures, and creating graphs and figures. Additional topics include clinical trial documentation, SAS programming guidelines for clinical trials, and mapping clinical data to CDISC SDTM standards.
Oracle Essbase is a leading online analytical processing (OLAP) server that supports forecasting, variance analysis, scenario planning, and other advanced analytics functions. It integrates with multiple data sources and delivers information through a variety of reporting options. Oracle Essbase is designed to scale for large user communities and data sets while providing rapid analysis, calculation times, and a rich user experience through intuitive interfaces.
Case Studies: Enterprise BI vs Self-Service Analytics Tools: Real Life Consid...Senturus
Real-life client use cases and the factors playing into the choice of tool. Practical input on guiding considerations when selecting an approach: governance, accessibility, functionality, time to decision (agility). View the webinar video recording and download this deck and comparison chart: http://www.senturus.com/resources/enterprise-bi-platforms-vs-self-service-analytics-tools/
Explore the benefits and drawbacks of enterprise BI platforms and self-service analytics. Learn how these seemingly contradictory philosophies can complement each other and extend the value of assets. Among the topics under discussion: how these seemingly contradictory philosophies can complement each other and extend the value of your ever-changing (and growing) information assets and considerations when selecting an approach, given all the many options.
Senturus, a business analytics consulting firm, has a resource library with hundreds of free recorded webinars, trainings, demos and unbiased product reviews. Take a look and share them with your colleagues and friends: http://www.senturus.com/resources/.
NZOUG-GroundBreakers-2018 - Troubleshooting and Diagnosing 18c RACSandesh Rao
Learn about new diagnostic features in the 18c database product, tools on how to read trace and log files, automatically troubleshoot hangs, perform best practices on your stack automatically and how to act on the recommendations. We will cover RAC, ASM basics, the newest features of the diagnostic tools like Trace File Analyzer Collector, orachk, exachk, OSWatcher, Procwatcher, Hang Manager, Cluster Health Monitor and Cluster Health Analyzer. You can use Trace File Analyzer Collector to do all your first failure diagnostic collections and reduce the amount of back and forth with Oracle Support due to 90% of all the files Support needs being included by default. We will also cover analyzing logfiles using Machine Learning
Best Practices Is Your Share Point Really HealthyAllinConsulting
In many organizations SharePoint is a critical enterprise platform. As an organization matures the platform must mature and grow along with it to ensure it can continue to meet/exceed the needs of the business. If the SharePoint implementation is unhealthy or has problems these will compound overtime and may lead to solution, project and potentially even platform failure. This talk is about how to ensure that never happens.
Oracle Essbase is a leading online analytical processing (OLAP) server that supports forecasting, scenario planning, and interactive analysis of large datasets for thousands of users. It integrates with multiple data sources and provides reporting and visualization options. Oracle Essbase is designed for scalability, security, and rapid response to enable business users to gain insights from data.
Extreme Analytics - What's New With Oracle Exalytics X3-4 & T5-8?KPI Partners
http://www.kpipartners.com/watch-extreme-analytics-whats-new-with-oracle-exalytics-x3-4-t5-8 … Analytics is all about gaining insights from data for better decision making.
Part 1 - Engineered Systems
Part 2 - Hardware & Software Together
Part 3 - Exalytics Benefits
Part 4 - Customer Results & Pricing
Part 5 - Success Story: Getting Started w/Exalytics
Part 6 - Q&A Session
A recent study by Harvard Business Review cited that top performing organizations use analytics five times more than low performers. However, the vision of delivering fast, interactive, insightful analytics has remained elusive for most organizations.
Most enterprise analytics solutions require dealing with a number of hardware, software, storage and networking vendors, and precious resources are wasted integrating the hardware and software components to deliver a complete analytical solution. A high-performance business intelligence system also requires fast connectivity to data warehouses, operational systems and other data sources.
Oracle Exalytics is an optimized engineered system to provide the highest levels of performance for business intelligence (BI) and enterprise performance management (EPM) applications such as Oracle Business Intelligence, Endeca, and Essbase.
Join team members from Oracle and KPI Partners for this virtual event that examines new releases of the leading engineered system for enterprise analytics: Exalytics X3-4 & T5-8.
Whitepaper des Herstellers zum Thema Collect, Transform,Generate and Test
MetaSuite and HP Quality Center Enterprise, generating Test Data
from any data source from any platform, including mainframe
Kontakt: http://www.Minerva-SoftCare.de
How to Make Wise Post-Production Changes to Oracle Clinical/Remote Data Captu...Perficient, Inc.
This document provides guidance on making post-production changes to Oracle Clinical/RDC studies in 3 steps: 1) Conduct an impact analysis to understand how the change may affect the study, data, and systems; 2) Carefully plan and test the change using a provisional layout before activating; 3) Document all changes made and ensure proper migration of data and retraining of users. It cautions that even simple changes can have far-reaching impacts and must be approached deliberately to avoid errors.
A healthcare payment system wanted to increase their processing speed. For this Rolta used Real Application testing (RAT) to capture the work amount on the existing database and play it back on the Exadata environment to predict performance gains, stability & scalability.
Andrea Rozsa is a technical writer with over 15 years of experience creating user documentation for complex healthcare and printing software. She has extensive experience using content management systems like DITA, XML, and MadCap Flare to produce user manuals, help documents, and knowledge base articles. Rozsa is skilled at troubleshooting issues, identifying gaps, and ensuring content meets accuracy and delivery deadlines. She has worked at companies like McKesson Medical Imaging and Kodak Canada, where she updated existing content, resolved technical problems, and oversaw quality improvements.
This document discusses the journey of a SAS programmer becoming a clinical SAS programmer. It describes some key differences between being a pure SAS programmer versus a clinical programmer. A clinical programmer must understand objectives of clinical trials, trial phases, and cross-functional roles of sponsors, investigators, statisticians, and data managers. The document outlines the main objectives and characteristics of each phase of clinical trials from Phase I to Phase IV. It emphasizes that clinical programming requires understanding clinical concepts in addition to programming skills.
Ganeswar Nissanka is a SAS programmer seeking a position to utilize his skills and contribute to an organization's growth. He has over 5 years of experience working with SAS Enterprise Guide to create datasets from various file types, generate reports using procedures, and convert outputs to HTML and PDF formats. His most recent role involved maintaining and developing financial data through tasks like extracting Excel data into SAS, merging datasets, and producing sales and marketing reports. Ganeswar holds a B-Tech degree and is proficient in SAS modules including SAS/Macro, SAS/ODS, and SAS/SQL. He is committed, hard-working, and eager to continue learning.
- Anusha Yenduri has over 4.5 years of experience as a certified Advanced SAS Programmer specializing in analysis, design, development, testing, and implementation of SAS projects on Windows and Unix environments.
- She has extensive experience with SAS BASE, SAS MACROS, SAS SQL, and SAS BI Tools such as SAS Enterprise Guide.
- She is proficient in data handling between SAS, Excel, flat files and has experience interacting with clients, managing development teams, and working in fast-paced environments to meet deadlines.
Srinivas Pendam has over 15 years of experience in information technology as a certified SAS and mainframe professional. He has worked as a senior software consultant, business data strategy analyst, and software analyst. Pendam has extensive experience designing, developing, implementing, and supporting complex software systems across various industries.
SAS Institute confirms that Srinivas K N S has completed all exam requirements and is certified as a SAS Certified Advanced Programmer for SAS 9. The certificate was issued on January 08, 2016 with certificate number AP015969v9.
The document is a job posting for a Sr Statistical Programmer/Statistical Programming Scientist position. It provides details about the role and responsibilities, which include programming statistical analyses, developing documentation, and providing technical expertise and leadership. It also lists the qualifications required, including advanced knowledge of statistical applications and programming languages. The recruiter is CTC Resourcing Solutions, a staffing agency providing resourcing solutions to the pharmaceutical industry. Interested candidates should apply by sending their CV and application to the provided email.
Hariharan.T is seeking a position as a SAS Programmer. He has over 5 years of experience as a SAS Programmer for Shire Technologies, where he extracted and cleaned data from SQL Server and Oracle databases to build data marts. His responsibilities included extracting, cleaning, and analyzing data to build multidimensional reports. He has strong skills in SAS programming, data processing, analysis, problem solving, and statistical tools like SAS 9. He holds an M.Sc. in Physics and is proficient in C, C++, XML, HTML, and Microsoft Office.
Karthik Gadi is a clinical SAS programmer with over 3 years of experience developing applications in SAS. He has good knowledge and understanding of CDISC standards like SDTM and ADaMs. He has experience performing CDISC mappings, validating datasets using Pinnacle 21, and converting SDTM datasets to .xpt format. He is proficient in SAS procedures like PROC SORT, PROC MEANS, PROC FREQ and can produce customized reports using PROC REPORT. He has worked on multiple clinical projects involving tasks like data mapping, table development, and report generation according to FDA regulations.
Learning
Base SAS,
Advanced SAS,
Proc SQl,
ODS,
SAS in financial industry,
Clinical trials,
SAS Macros,
SAS BI,
SAS on Unix,
SAS on Mainframe,
SAS interview Questions and Answers,
SAS Tips and Techniques,
SAS Resources,
SAS Certification questions...
visit http://sastechies.blogspot.com
This CV summarizes Anwer Ahmed Farhan's personal and professional experience. He was born in 1958 in Aden, Yemen and currently resides in Sana'a, Yemen. He has over 30 years of experience in data processing, statistical analysis, and database management, having worked for the Central Statistical Organization of Yemen as well as international organizations such as UNFPA, ILO, and UNICEF. He has extensive skills in software such as CSPro, Oracle, STATA, and DevInfo and has managed many census and survey projects.
The EFGCP Report For Clinical Research Projects in TurkeySerkan Kaçar
The document summarizes Turkey's process for obtaining ethical and regulatory approval for clinical trials. It involves sequential approval from an ethics committee and then the Ministry of Health. For multi-site trials, approval is first obtained from the ethics committee where the coordinating center is located, then notifications are made to other site committees. Fees are paid to the ethics committee or Ministry of Health depending on the trial phase. Responsibility for submitting the approval application depends on whether there is a sponsor or principal investigator involved. A single opinion for multi-site trials is achieved by first obtaining ethics committee approval, then notifying other site committees and applying to the Ministry of Health for final authorization to proceed.
- Competency frameworks describe what skills and abilities people possess through observable and measurable behaviors. They provide consistency in evaluating individuals against a set of defined competencies.
- Competency frameworks benefit organizations by allowing them to identify strengths and weaknesses in individuals compared to job requirements. They also allow for more objective performance evaluation and career development planning.
- Professional bodies like the Institute of Physics (IOP) use competency frameworks to maintain standards for their members and articulate the skills required for designations like Chartered Physicist (CPhys). Applicants must provide evidence from their experiences and backgrounds that demonstrate they possess the competencies.
Business Analyst Interview Questions with Answers, Business Analysis Interview Questions with answers, BA Interview Questions, Interview questions for business analyst, Business Analyst interview questions and answers, Real interview questions for business analysts, Hard interview questions during Business Analyst Interview, How to crack business analyst interview, BA Interview questions,
The document provides guidance on creating an effective resume for the US State Department's online application process. It recommends creating both an online resume as required by the application system, as well as a separate "Ultimate Resume" in a concise marketing format. The "Ultimate Resume" uses accomplishment statements and a reader-friendly layout to get more attention from hiring officials. When applying online, information from the "Ultimate Resume" can be copy-pasted into the online resume fields, while keeping the separate hard copy version to provide during later stages like interviews. The goal is to complete the required online application while still utilizing the attention-grabbing features of the "Ultimate Resume" format.
Best Practices Is Your Share Point Really HealthyAllinConsulting
In many organizations SharePoint is a critical enterprise platform. As an organization matures the platform must mature and grow along with it to ensure it can continue to meet/exceed the needs of the business. If the SharePoint implementation is unhealthy or has problems these will compound overtime and may lead to solution, project and potentially even platform failure. This talk is about how to ensure that never happens.
Oracle Essbase is a leading online analytical processing (OLAP) server that supports forecasting, scenario planning, and interactive analysis of large datasets for thousands of users. It integrates with multiple data sources and provides reporting and visualization options. Oracle Essbase is designed for scalability, security, and rapid response to enable business users to gain insights from data.
Extreme Analytics - What's New With Oracle Exalytics X3-4 & T5-8?KPI Partners
http://www.kpipartners.com/watch-extreme-analytics-whats-new-with-oracle-exalytics-x3-4-t5-8 … Analytics is all about gaining insights from data for better decision making.
Part 1 - Engineered Systems
Part 2 - Hardware & Software Together
Part 3 - Exalytics Benefits
Part 4 - Customer Results & Pricing
Part 5 - Success Story: Getting Started w/Exalytics
Part 6 - Q&A Session
A recent study by Harvard Business Review cited that top performing organizations use analytics five times more than low performers. However, the vision of delivering fast, interactive, insightful analytics has remained elusive for most organizations.
Most enterprise analytics solutions require dealing with a number of hardware, software, storage and networking vendors, and precious resources are wasted integrating the hardware and software components to deliver a complete analytical solution. A high-performance business intelligence system also requires fast connectivity to data warehouses, operational systems and other data sources.
Oracle Exalytics is an optimized engineered system to provide the highest levels of performance for business intelligence (BI) and enterprise performance management (EPM) applications such as Oracle Business Intelligence, Endeca, and Essbase.
Join team members from Oracle and KPI Partners for this virtual event that examines new releases of the leading engineered system for enterprise analytics: Exalytics X3-4 & T5-8.
Whitepaper des Herstellers zum Thema Collect, Transform,Generate and Test
MetaSuite and HP Quality Center Enterprise, generating Test Data
from any data source from any platform, including mainframe
Kontakt: http://www.Minerva-SoftCare.de
How to Make Wise Post-Production Changes to Oracle Clinical/Remote Data Captu...Perficient, Inc.
This document provides guidance on making post-production changes to Oracle Clinical/RDC studies in 3 steps: 1) Conduct an impact analysis to understand how the change may affect the study, data, and systems; 2) Carefully plan and test the change using a provisional layout before activating; 3) Document all changes made and ensure proper migration of data and retraining of users. It cautions that even simple changes can have far-reaching impacts and must be approached deliberately to avoid errors.
A healthcare payment system wanted to increase their processing speed. For this Rolta used Real Application testing (RAT) to capture the work amount on the existing database and play it back on the Exadata environment to predict performance gains, stability & scalability.
Andrea Rozsa is a technical writer with over 15 years of experience creating user documentation for complex healthcare and printing software. She has extensive experience using content management systems like DITA, XML, and MadCap Flare to produce user manuals, help documents, and knowledge base articles. Rozsa is skilled at troubleshooting issues, identifying gaps, and ensuring content meets accuracy and delivery deadlines. She has worked at companies like McKesson Medical Imaging and Kodak Canada, where she updated existing content, resolved technical problems, and oversaw quality improvements.
This document discusses the journey of a SAS programmer becoming a clinical SAS programmer. It describes some key differences between being a pure SAS programmer versus a clinical programmer. A clinical programmer must understand objectives of clinical trials, trial phases, and cross-functional roles of sponsors, investigators, statisticians, and data managers. The document outlines the main objectives and characteristics of each phase of clinical trials from Phase I to Phase IV. It emphasizes that clinical programming requires understanding clinical concepts in addition to programming skills.
Ganeswar Nissanka is a SAS programmer seeking a position to utilize his skills and contribute to an organization's growth. He has over 5 years of experience working with SAS Enterprise Guide to create datasets from various file types, generate reports using procedures, and convert outputs to HTML and PDF formats. His most recent role involved maintaining and developing financial data through tasks like extracting Excel data into SAS, merging datasets, and producing sales and marketing reports. Ganeswar holds a B-Tech degree and is proficient in SAS modules including SAS/Macro, SAS/ODS, and SAS/SQL. He is committed, hard-working, and eager to continue learning.
- Anusha Yenduri has over 4.5 years of experience as a certified Advanced SAS Programmer specializing in analysis, design, development, testing, and implementation of SAS projects on Windows and Unix environments.
- She has extensive experience with SAS BASE, SAS MACROS, SAS SQL, and SAS BI Tools such as SAS Enterprise Guide.
- She is proficient in data handling between SAS, Excel, flat files and has experience interacting with clients, managing development teams, and working in fast-paced environments to meet deadlines.
Srinivas Pendam has over 15 years of experience in information technology as a certified SAS and mainframe professional. He has worked as a senior software consultant, business data strategy analyst, and software analyst. Pendam has extensive experience designing, developing, implementing, and supporting complex software systems across various industries.
SAS Institute confirms that Srinivas K N S has completed all exam requirements and is certified as a SAS Certified Advanced Programmer for SAS 9. The certificate was issued on January 08, 2016 with certificate number AP015969v9.
The document is a job posting for a Sr Statistical Programmer/Statistical Programming Scientist position. It provides details about the role and responsibilities, which include programming statistical analyses, developing documentation, and providing technical expertise and leadership. It also lists the qualifications required, including advanced knowledge of statistical applications and programming languages. The recruiter is CTC Resourcing Solutions, a staffing agency providing resourcing solutions to the pharmaceutical industry. Interested candidates should apply by sending their CV and application to the provided email.
Hariharan.T is seeking a position as a SAS Programmer. He has over 5 years of experience as a SAS Programmer for Shire Technologies, where he extracted and cleaned data from SQL Server and Oracle databases to build data marts. His responsibilities included extracting, cleaning, and analyzing data to build multidimensional reports. He has strong skills in SAS programming, data processing, analysis, problem solving, and statistical tools like SAS 9. He holds an M.Sc. in Physics and is proficient in C, C++, XML, HTML, and Microsoft Office.
Karthik Gadi is a clinical SAS programmer with over 3 years of experience developing applications in SAS. He has good knowledge and understanding of CDISC standards like SDTM and ADaMs. He has experience performing CDISC mappings, validating datasets using Pinnacle 21, and converting SDTM datasets to .xpt format. He is proficient in SAS procedures like PROC SORT, PROC MEANS, PROC FREQ and can produce customized reports using PROC REPORT. He has worked on multiple clinical projects involving tasks like data mapping, table development, and report generation according to FDA regulations.
Learning
Base SAS,
Advanced SAS,
Proc SQl,
ODS,
SAS in financial industry,
Clinical trials,
SAS Macros,
SAS BI,
SAS on Unix,
SAS on Mainframe,
SAS interview Questions and Answers,
SAS Tips and Techniques,
SAS Resources,
SAS Certification questions...
visit http://sastechies.blogspot.com
This CV summarizes Anwer Ahmed Farhan's personal and professional experience. He was born in 1958 in Aden, Yemen and currently resides in Sana'a, Yemen. He has over 30 years of experience in data processing, statistical analysis, and database management, having worked for the Central Statistical Organization of Yemen as well as international organizations such as UNFPA, ILO, and UNICEF. He has extensive skills in software such as CSPro, Oracle, STATA, and DevInfo and has managed many census and survey projects.
The EFGCP Report For Clinical Research Projects in TurkeySerkan Kaçar
The document summarizes Turkey's process for obtaining ethical and regulatory approval for clinical trials. It involves sequential approval from an ethics committee and then the Ministry of Health. For multi-site trials, approval is first obtained from the ethics committee where the coordinating center is located, then notifications are made to other site committees. Fees are paid to the ethics committee or Ministry of Health depending on the trial phase. Responsibility for submitting the approval application depends on whether there is a sponsor or principal investigator involved. A single opinion for multi-site trials is achieved by first obtaining ethics committee approval, then notifying other site committees and applying to the Ministry of Health for final authorization to proceed.
- Competency frameworks describe what skills and abilities people possess through observable and measurable behaviors. They provide consistency in evaluating individuals against a set of defined competencies.
- Competency frameworks benefit organizations by allowing them to identify strengths and weaknesses in individuals compared to job requirements. They also allow for more objective performance evaluation and career development planning.
- Professional bodies like the Institute of Physics (IOP) use competency frameworks to maintain standards for their members and articulate the skills required for designations like Chartered Physicist (CPhys). Applicants must provide evidence from their experiences and backgrounds that demonstrate they possess the competencies.
Business Analyst Interview Questions with Answers, Business Analysis Interview Questions with answers, BA Interview Questions, Interview questions for business analyst, Business Analyst interview questions and answers, Real interview questions for business analysts, Hard interview questions during Business Analyst Interview, How to crack business analyst interview, BA Interview questions,
The document provides guidance on creating an effective resume for the US State Department's online application process. It recommends creating both an online resume as required by the application system, as well as a separate "Ultimate Resume" in a concise marketing format. The "Ultimate Resume" uses accomplishment statements and a reader-friendly layout to get more attention from hiring officials. When applying online, information from the "Ultimate Resume" can be copy-pasted into the online resume fields, while keeping the separate hard copy version to provide during later stages like interviews. The goal is to complete the required online application while still utilizing the attention-grabbing features of the "Ultimate Resume" format.
Top 85 business analyst interview questions and answers pdf
free pdf download ebook
business analyst cover letter, business analyst interview questions, business analyst job description, business analyst resume, business analyst skills, how to become business analyst
The document provides guidelines for writing a resume that will stand out to hiring managers. It recommends following the 5-15-45 rule by including a headline that grabs attention in 5 seconds, an accomplishments summary in 15 seconds, and more details in the 45 second section. Key tips include using keywords from the job description, quantifying accomplishments, and having sections that reinforce each other to make a strong overall impression on the reader.
This presentation corresponds to Day 1 of 3 for Kay Nikookary's Kareer Success program presented at Hult International Business School, Dubai campus, United Arab Emirates.
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Resume Basics » Complete List Faqs
Frequently Asked Questions About Resumes: The Complete Resume FAQ
By
LiveCareer Staff Writer
by Katharine Hansen, Ph.D., and Randall S. Hansen, Ph.D.
This article seeks to be the complete compendium on the questions that job-seekers most often asked about resumes. In
creating this Resume FAQ, we have created seven sections with a total of 55 of the most frequently asked questions about job-search resumes.
Here's how this Resume FAQ is divided for navigation ease:
I.
Job-Seeker Resume Basics What is the purpose of a resume? What are the absolute, unbreakable rules of resume writing? What about "breakable rules" of resume writing? Do I need more than one version of my resume? If I've never created a resume before, how do I get started? What are the most important aspects of a resume, and how can I remember them?II.
Resume Components What should be included on a resume? There's nothing tricky about listing my name, is there? What if my name is hard to prono ...
A SUCCESSFUL IT RÉSUMÉ: Your invitation to the interviewKelly Services
The document provides guidance on creating an effective IT resume to help land interviews. It recommends tailoring the resume specifically for each position by focusing on relevant experience and skills, positioning yourself to highlight what you can offer the employer, and including measurable accomplishments and results. The document also provides tips for dealing with special circumstances like lacking experience, career changes, gaps in work history, or temporary positions. The overall message is that an IT resume needs to clearly communicate how you can benefit the employer and stand out from other candidates to get invited for an interview.
Five Bad Data Habits that Lead to Costly Decisions with Sisu Datasaastr
"To compete in today’s dynamic startup environment, leaders know they need to seize any opportunity to use data about the current performance of their business to make informed decisions about their product, strategy, and business as a whole. Moreover, cloud warehouses and the new SaaS-optimized data stack bring together more data about end-to-end customer experience from acquisition to engagement to renewal.
But while it’s a trope that data-driven culture of decision-making is critical to a business, many companies are still making some of their most important decisions based on gut-feeling alone. Join this session to learn how to avoid five bad data habits that lead to costly decisions and discover how you can start using all your data to quickly inform decisions and unlock every $100M opportunity for your business. "
Vexelle Manufacturing opened a new plant and needed to hire 15 maintenance workers. The HR manager, production manager, and maintenance manager all had different criteria for what qualified candidates should possess, resulting in very few job offers being made despite many applications. The chapter discusses how traditional job descriptions focusing on specific tasks are no longer effective, and introduces the idea of competency-based job descriptions that define the knowledge, skills, abilities, and other attributes needed for a role. A competency-based approach provides more flexibility and a broader definition of the work.
Iiba event slides 24-11-2011 (for slide share)IIBA UK Chapter
The document summarizes a recruitment event for business analysts that included presentations and a panel discussion on different perspectives of recruitment. It provides an overview of the event agenda, introduces the panelists, and shares tips for job seekers and recruiters, including how to work with recruitment consultants, craft effective CVs and applications, and have a successful interview. The document emphasizes communicating a well-rounded set of skills and exploring opportunities beyond immediate job descriptions.
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1. 1
Paper 124-2007
What’s a “Senior” SAS® Position?
Deb Cassidy
Abstract
Are you a “junior” person looking to be promoted to a “senior” position? Are you
a “senior” person looking to change positions or to help ensure you remain
“senior”? Are you a manager looking for “senior” staff? Just what is a “senior”
SAS position compared to a “junior”? Is it the number of years you have been
using SAS? Is it having certain SAS competencies? Is it something else? Does
it vary by industry?
This paper will address those issues by using two methods. First, a sample of
job postings on the website Monster.com will be reviewed. Second, informal
interviews will be conducted with managers who have wanted to hire senior-level
staff in recent months.
My prediction before the review is that I will find most senior positions will require
at least 5 years of industry experience, some very specific skills including specific
non-SAS technical skills such as a specific operating system or other software,
and an emphasis on being able to work independently and to communicate with
a range of people from junior staff to senior management. Will I be right or totally
off-base?
Background
I wanted to explore this topic for several reasons.
1) My job had been outsourced so I needed to find a position after having
been a “Senior” person for several years. I found some positions needed
something very specific. The company would rather wait for the right
person with the specific skill set than to hire someone with part of the skill
set and train them on the missing piece.
2) Another reason was a junior person stating, “I think I should be promoted”.
3) At my first annual review of my new job, my boss started with a statement
like “You are what we expect of a senior person.” – and it had nothing to
do with my SAS skills.
4) Several managers I know have talked about how difficult it is to find
senior people even though they are in cities that are considered that are
considered “popular”. They’ve reported interviewing people who had the
technical skills but weren’t the right candidate.
5) SUGI has become the SAS Global Forum due to the diversity of SAS
software users.
6) Five years ago, at the last SUGI held in Orlando, the paper “10 Things
Experienced SAS Programmers Don’t Know – But Should” was presented
SAS Global Forum 2007 Planning, Development and Support
2. 2
by Doug Zirbel. I didn’t get to hear the presentation because the room
was completely packed. People were sitting or standing any place where
there was room. I wondered how much things might have changed in the
last five years.
7) Discussions on SAS-L, the electronic user group, about portions of SAS
that are “out-dated”.
The Planned Process
My draft stated the following as the process I would follow.
Zirbel’s paper was quite interesting but I decided to take a somewhat different
approach. I opted for a two-part approach. The first part would be to review
actual job postings for Senior SAS positions. The second part would be informal
discussions with hiring managers that I knew.
I searched MONSTER.COM for the terms “Senior” and “SAS” and retrieved over
1,000 hits. Restricting it solely to postings within 24 hours of my search still
retrieved 101 hits. I decided to review 200 positions. To narrow done the
postings, I opted to select postings for permanent positions only. I would first
review positions that had both “Senior” and “SAS” in the job title. If I didn’t find
200 such positions, I would select postings that had “Senior” in the title and SAS
in the body of the job description. I discovered some postings were retrieved
because SAS appeared in the company description but were really for a non-
SAS position.
The Actual Process
Despite the high number of hits I had on my initial search, finding 200 positions
turned out to be far more challenging that I expected. There were a large
number of postings for non-SAS positions that had SAS somewhere in the body.
Many of these were for a company that has a department referred to as “SAS”.
At least at the time I was searching, contract positions were also listed far more
often than permanent positions. I was excluding those positions. I also
discovered that even among the true SAS positions, many appeared to be the
same position but posted on different days. After reviewing a number of
positions that met my planned criteria, I opted to reduce my sample to 52. I was
expecting to see patterns but was finding such a wide variation in the postings
that it was hard to summarize the results as I had planned. I did split the
positions between 16 Clinical Trials and 36 other positions.
Job Postings Findings
As you read through this paper, please remember it should be treated as
antidotal so you should not try to draw statistical conclusions from it. If you
pulled positions at a different time, you might find different results.
SAS Global Forum 2007 Planning, Development and Support
3. 3
Years experience
I expected senior positions to require at least 5 years of experience for a senior
position. I actually had
Less than 5 years 67%
At least 5 years 33%
The highest was 7-10 years experience for someone to do predictive modeling.
There minimum listed was 2 years.
Education Requirements
I was surprised that education requirements were not always listed. For Clinical
Trials positions, only 80% listed education and it was always a BS. One position
also listed RN as an acceptable degree.
For the other positions, only 33 % listed education. This group had one that
required an MS, one preferring an MS and another preferring an MBA. While
you might think the MS and MBA would be equivalent, the one preferring the
MBA focused on the business requirements of the position more than the SAS
experience.
Industry Experience
I’ve often heard people complain that Clinical Trials positions require experience
but don’t offer positions so you can gain experience. Based on those comments,
I expected all the Clinical Trial positions to explicitly mention industry experience.
Only 33% required it and another 16% preferred industry experience. While no
one said industry experience wasn’t required, the others were not explicit. For
the other positions, there was a slightly higher rate for requiring industry
experience. Most of those requiring industry experience were in the
finance/mortgage area.
Even though postings were not specific, I found them to indirectly require industry
experience. For example, one position wanted an understanding of the
“champion-challenger test design”. I haven’t a clue as to what that is but I’m
assuming someone in the mortgage industry would know. Many positions
provided details about the actual work to be performed that indirectly was a list of
industry requirements.
SAS Skills
“Strong SAS experience” was a very popular phrase and all the positions used
some variation of that phrase. But just what is “strong” experience? I don’t think
the postings I looked at provided much insight into that question.
For the Clinical Trials positions, 80% mentioned SAS/STAT in some way.
However, for some it was clear from the overall wording that you do not need to
be a statistician but you need to know enough about statistics and using the
SAS/STAT procedures to work with the statisticians. Half of the Clinical Trial
SAS Global Forum 2007 Planning, Development and Support
4. 4
positions mentioned macros. I found it interesting that there were references to
“SAS/MACRO” as though it was a separate product like SAS/GPAPH. There
were also a few references to SAS/AF and SAS/GRAPH while one position
specifically said PROC REPORT.
For the non-Clinical Trials positions, there was one position that wanted SAS/AF,
Macros, SQL, SAS/Graph, Proc Report and SAS/Stat. Everyone else just
wanted that “strong” experience.
Recent discussions on the electronic user group SAS-L included whether DDE
was out-dated. I did not expect to find any positions listing DDE and I did not.
However, another debate is whether macros are outdated and SAS users should
be moving to SCL. In addition to being used in application development, SCL
can also be used in the data step. I did not find any positions that specifically
mentioned SCL. I expected Clinical Trials to have a heavy emphasis on macros
and that was found.
I did not find any positions that listed a need for the SAS industry-specific
products such as those for Credit Risk Management in Banking or Detail Data
Store for Retail. However, my guess is that the positions that want people with
expertise in these products list those positions under titles such as “Risk
Management Analyst” or “Retail Analyst” and do not list SAS specifically so they
failed to come up in my search.
There was one position in the Clinical Trials area that stated the candidates
would be given a programming skills test as part of the interview. It was listed as
a separate item giving me the impression that the test was important. This was
the same position that also specifically mentioned PROC REPORT and other
details so you would have some idea what would be on such a test.
Non-SAS Technical Skills
I didn’t count SQL in the SAS skills list because for most positions, I couldn’t
always tell if they wanted SAS SQL, SQL for a specific database or simply any
SQL experience. If you are wondering why it would matter, then you haven’t
used SQL against a variety of databases. While much of SQL is the same
regardless of the database, it is not identical. For example, SAS permits full joins
on two tables but MS Access does not (or at least it didn’t last time I used it).
Some of the postings were definitely looking for non-SAS SQL experience.
Half of the non-Clinical Trial positions wanted something besides SAS skills. It
was even higher for the Clinical Trial positions with 80% mentioning something
else. Positions wanted a wide range of other technical skills. Some of these
skills were listed as required and others were marked as preferred. Knowledge
of a specific operating system was the most common but the system itself was
varied. Some of the other skills that were listed were experience with Microsoft
SAS Global Forum 2007 Planning, Development and Support
5. 5
office products, Java, VBA, Crystal reports, relational databases, large
databases, and Six Sigma.
Non-Technical Skills
All the positions mentioned non-technical skills. The exact choice of words
varied making it hard to summarize. For example, is “critical thinking” the same
as “analytical thinking”? I think it depends on the industry so I’ve grouped them
together. The most often mentioned skills are:
Communication
Organization and management
Analytical/statistical skills and critical thinking
Self-motivator
Communication is both written and oral. Postings cited the need to work with
other team members as well as employees in other departments and at all
management levels. References to organization and management included
being able to manage multiple priorities, lead a project and lead others. Postings
also mentioned self-motivator and working independently. Several positions
listed both working independently and as a team.
Postings mentioning SAS/STAT were focusing on statistical skills. Other
postings listed analytical skills. I think some positions used “analytical” in the
same sense as statistical in that you need to look at the mathematical parts of a
project. Others appear to use “analytical” in terms of looking at a project or
process and finding ways to improve it. The term “critical thinking” was also used
in other postings that were also interested in improvement. Regardless of what
term you used, the postings want someone who can think rather than just writing
code that follows a written specification.
Other skills that were mentioned include:
Flexibility
Works well under pressure
Willingness to take on the unfamiliar
Training others
Writing good documentation
Innovation
Interview Findings
The informal interviews were conducted with people in different industries across
the US. One common theme for senior candidates that were interviewed but not
hired related to the ability to fit in. Several managers reported the candidate was
very strong technically but came across as a “guru” who simply knew more than
anyone else and wanted to make sure you knew that. Such a person would not
work well with current staff. These managers felt training others was an
SAS Global Forum 2007 Planning, Development and Support
6. 6
important role for a senior staff member and previous experience had shown
such people were not good at sharing their knowledge.
Another requirement was to always be willing to learn more. This skill was very
apparent in my own review. I was praised for tackling a new area of knowledge.
I’m now in the process of writing examples and notes so other staff can gain the
knowledge as well. Some of the managers noted the candidates that were hired
had detailed knowledge about specific areas of SAS that were required for the
position and also demonstrated that they knew enough basic material about
other areas to be able to quickly learn whatever they were lacking.
One thing that was common among the people I interviewed was the importance
of industry experience. The common answer is that “it depends on the opening”.
If the opening needs to be filled immediately to keep up work levels, then the
industry experience is essential. The new person will have minimal time to even
learn the specific company style. Many times, it really isn’t a SAS skills issue but
a terminology issue. From my own experience, I worked with a very
knowledgeable SAS programmer. His eyes glazed over when he was asked to
do “LOCF” and flag those records. Although he knew the SAS statements that
were required, he didn’t have a clue what he was supposed to do until it was
explained LOCF in terms he understood.
Other times, the person may be replacing the “guru” for something specific such
as the operating system. In that case, knowing the operating system is far more
important that knowing the industry. They would also factor in how many other
staff members they currently had that were knowledgeable in an area or still
learning. They need to keep a balance so those who were helping to train others
didn’t get overworked with training requiremetns.
Managers that I talked with stated they do have times where they can easily hire
someon without specific industry experience. However, for economical reasons
they may decide its better to hire a junior person. If they are considering senior
level candidates, they often find them through internal transfers from other
departments or through employee referrals so such positions are not posted to
external sources such as Monster.com.
Summary
I was correct on some of my predictions but not all. Number of years of
experience isn’t as tied to “senior” status as I expected. Specific SAS skills didn’t
appear that often but I was right in that “senior” staff are expected to have more
than just SAS skills. Communication skills is definitely important but not the only
non-SAS skill required for a senior position. Being able to work as a team is as
common a requirement as being able to work independently.
At least based on my small sample, there are similarities for senior positions but
each company still has unique requirements. So whether you are looking for a
SAS Global Forum 2007 Planning, Development and Support
7. 7
promotion or a new position, my opinion is that you need to know your strengths
for both SAS and non-SAS skills and how they related to the requirements of the
specific position. I think you also need to be able to show how plan to improve
on any areas that aren’t a strength but are required for the position. You might
not get the promotion or new job but you can improve chances compared to the
person who says “I’ve used SAS for 5 years so I should hold a senior position.”
Contact Information
Deb Cassidy
deborah.cassidy@rtp.ppdi.com
The opinions stated are my own and not my current or previous employers.
Trademark
SAS and all other SAS Institute Inc. product or service names are registered
trademarks or trademarks of SAS Institute Inc. in the USA and other countries. ®
indicates USA registration.
Other brand and product names are trademarks of their respective companies.
SAS Global Forum 2007 Planning, Development and Support