Top 10 Smartphone Features to be added

Top 10 Smartphone Features to be added

Top 10 Smartphone features to be added in the next new devices.

  1. New designs: Samsung looking at a folding smartphone, Apple face lift to phone hardware and core application
  2. Faster processors: Qualcomm has announced the Snapdragon 835, which could be installed in some premium Android smartphones from top mobile companies. Some may opt for Mediatek’s Helio X30, which has 10 CPU cores
  3. Virtual reality: It’ll be possible to plug handsets into Google’s DayDream View VR headset to watch movies, play games, or roam VR worlds.
  4. Improved LTE: LTE speeds will get a serious boost with new modem technologies. Smartphones like the Galaxy S7 and Apple’s iPhone 7 can download data over LTE networks at a maximum speed of 600Mbps (bits per second), and upload data at 150Mbps.
  5. USB port upgrade: USB-C will replace the aging micro-USB 2.0 ports in Android handsets. USB-C is extremely versatile — beyond charging, it can be used to connect mobile devices to high-definition monitors, headphones, flash drives, and external storage devices.
  6. More Wireless Audio (Bluetooth): This means the extra headache of buying and recharging wireless headsets, but getting rid of the headphone jack could result in thinner and lighter handsets with better battery life.
  7. Quicker charging: Smartphones will charge much faster with USB-C cables, which can carry more power to a battery.
  8. Smarter phones: Augmented reality smartphones can recognize objects, map out rooms, and present relevant information about objects in sight on a handset’s screen. Smartphones can already recognize images and speech recognition via online services, but deep-learning enhancements could bring those capabilities offline.
  9. Faster Bluetooth: Bluetooth 5 wireless upgrade which will have two times the speed and four times the range of its predecessor
  10. More Removable Storage – Currently, internal storage tops out at 256GB and SD storage at 512GB, but SanDisk this year showed a prototype 1TB SD card.

IT Infrastructure Policies and Procedures

One of the best ways to communicate and understand a company and its operating culture is through its policies. Designing and writing policy and communicating it effectively is an essential skill for professionals to have. By having policy carefully developed and communicated, employees will clearly know what the organization expects from them, the degree of control and independence they will have, and what the benefits and consequences are in regard to adhering to policy.

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IT Job Market Poor

IT Job Market poor and is trending down

IT Job Market poor
IT Job Market growth poor – trending down

IT job market poor as growth continues to trend down.  This year, only a little more than one half  (53% – 66,600 jobs) of that number of new IT jobs were created. Telecommunication job growth continues to be slow and still has not recovered from the Verizon strike earlier in the year. Where the Verizon strike was about limiting shipping jobs overseas it did not cover companies that continue to outsource telecommunication jobs.

Year to date there are 47,400 fewer new jobs in 2016 than in 2015.  The forecast for all of 2016 is only 75,600  new jobs will be created for the year versus 129,400 in 2014 and 112,500 in 2015.

That is not a good sign for IT Pros who are looking to advance and for overall compensation for IT professionals.

IT Median Salaries 2015 vs. 2016

Historic versus current salaries IT Professionals

In the process of capturing the data for Janco’s 2017 IT salary survey to be released in January, the trend for IT salaries remaining flat seems to be continuing.

You can get a free copy of the full survey if you provide 10 valid data points and use a corporate e-mail address. Free e-mail accounts like gmail or yahoo do not qualify as we have no way to verify the accuracy of the data provided.
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Walmart denies hack occurred

14,600 emails addresses and passwords posted – Walmart denies hack occurred

Walmart denies hack occurred
Incident Communication Plan

Walmart denies hack occurred after email address and passwords were posted.   – Over 14,600 email addresses and plain-text passwords associated with Sam’s Club’s online store were dumped on Pastebin, a text sharing site. Walmart denied a hack occurred.

The title of the password dump said that the accounts listed belonged to the retail giant. The company which has over 650 locations across the US and tens of millions of members.

Walmart said “.. looked into this issue and there is no indication of a breach of our systems. It is most likely a result of one of the past breaches of other companies’ systems. Because customers often use the same usernames and passwords on various sites, bad actors will typically test the credentials they obtain across many popular sites. Unfortunately, this is an industry-wide issue,” said a Walmart spokesperson.

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That is no way to inspire confidence in the security of an enterprise’s website.

To survive an incident such as a business interruption, security breach, or a product recall, organizations need more than a successful communication strategy – they need an incident communication plan.

The overall objectives of a incident communications plan should be established at the outset. The objectives should be agreed upon, well understood, and publicized. For example, will the primary objective of the communications plan be for communications only to employees, and only during a disaster? Or is the intent to advise customers of interruptions to service? Or is it for investors and stockholders? Or regulatory agencies? Or is it some combination of these?

Wall Street Journal quotes Janco forecast

Wall Street Journal quotes Janco IT Job Market forecast

The Wall Street journal quotes Janco for the 6th time this year. That is a record for the firm and its CIO.  In addition, there are two more months to go.

You can go to their blog at http://blogs.wsj.com/cio/tag/janco-associates/ and see the quotes.

IT Job Market Growth for 2016 versus 2015
IT Job Market Growth for 2016 versus 2015

The topics reported on this year come under the following titles:

  1. IT Job Growth Down in October: Analysis – CIO Journal
  2. Compensation Up for Top-Earning CIOs: Analysis – CIO Journal
  3. IT Hiring Down in September –  WSJ Economy
  4. IT Hiring Rebounds in June, but Overall Growth Remains Slow –  WSJ Economy
  5. IT Job Growth Hit Five-Year Low in April –  WSJ Economy
  6. IT Hiring Continues to Slide – CIO Journal

With this latest quote Janco is now viewed by many enterprises as the go to sources for IT job market and IT salary information.  This keeps it in line with the long-term identification of Janco and its CIO as a leader in the field of IT management information.

Janco continues to keep tabs on the IT Job Market, IT Compensation, and trends that impact the overall infrastructure and strategy of IT and the CIO who are in charge. With this in mind Janco has identified 3 common skills that sucessful CIOs have.

  1. Successful CIOs are both visionary and pragmatic\
  2. Successful CIOs focus on ROI improvement of IT
  3. Successful CIOs inspire the enterprise and expand the business impact of IT

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State Unemployment Rates – September 2016

State Unemployment Rates September 2016 shows a mixed picture of the US Job Market

State Unemployment Rates –  The September 2016 data shows a mixed picture with five (5) states that have unemployment levels over 6%.  In addition 3 of those states have a rate that is higher this September versus September of last year.  Those stages are Alaska (6.9% versus 6.6%); Oklahoma (6.7% versus 6.5%); and, Minnesota (6.4% versus 6.0%).

State Unemployment Rates over 6% - September 2016
State Unemployment – September 2016

On the plus side – States with the Lowest Unemployment — Full Employment States

Several states have very low unemployment rates.   In July there were 13 states that we considered high unemployment states in August that picture has changed and now there are only 12 full employment states.

Of the 12 full employment in September four (4) had higher unemployment rates that the same month last year: Nevada, New York, Rhode Island, and South Carolina.

Full Employment States - September 2016
Full Employment States – September 2016

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What does all this mean? First, the data shows that the recovery is tepid at best for most of the individual states.  Second, the recovery is spotty in most of the rest of the country except for a few bright spots like New York. In New York,  the unemployment rate has fallen significantly from the depths of the recession.

 

eReader versions of the DR Plan and IT Job Descriptions

eReader version of DR/BC Plan and IT Job Descriptions – 273 jobs

eReader version of DR Plan and IT Job Descriptions have just been released by Janco.  Both of these offering now can be put in an enterprise’s catalog of electronic documents which can be shared across the network.

eReader books by Janco
eReader books by Janco

The .epub version can be read by most (if not all mobile devices) including iPad, Surface, generic tablets, SmartPhones, and computer desktops.  With this step forward a great collaboration tool is now in the hands of individuals who can review, write notes on, share, and utilize as a handy set of reference tools.

The eReader version are fully indexed, have a hot link table of contents and meet industry standards for mobility.

Over the course of the next several months Janco will be adding .ePub options to most of its product line.  Products that are next in line for this include.

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New York Security Compliance

New York Security Compliance Mandates added

New York Security Compliance – The State of New York announced a series of new rules strengthening cybersecurity requirements for financial firms. This is the latest in a series of announcement aimed at protecting clients, consumers and financial entities from the “ever-growing threat of cyber-attacks.

New York Security ComplianceThe Governor of New York said, “New York, the financial capital of the world, is leading the nation in taking decisive action to protect consumers and our financial system from … state-sponsored organizations, global terrorist networks, and other criminal enterprises.” Even if your firm isn’t directly subject to these new regulations, it’s safe to assume that this approach will be rapidly adopted by similar regulatory bodies domestically and around the world.

The current draft calls for the “encryption of all nonpublic information held or transmitted”, but because they tie it tightly to access control, acceptable usage policy, and data retention. Simple encryption won’t be enough to comply with the New York mandates.

To comply with New York Security Compliance mandates CFOs, CIOs, and CSOs, and firms should:

  • Implement more dynamic ways to protect data. Enterprises will need to deploy more dynamic forms of data protection that extend beyond their current systems. When the requirement for encryption and data-loss protection spans not just records and managed systems, but anywhere data can travel, traditional means of encryption and monitoring are scale able. Organizations will need to enforce granular limitations on access privileges, implement new audit systems to document data governance, and be able to remotely apply data disposition and destruction rules.
  • Tie access control and privilege management to identity. In a complex technology ecosystem, it’s no longer feasible to define access and privilege at the system, device, or perimeter. Identity is the one attribute that crosses on-premises, cloud, and un-managed services, and provides a consistent way to set, audit, and control access to confidential information. Ultimately, encryption, access controls, and data-in-use protections must persist independent of the kinds of data protected, where it’s stored, or how it’s shared.
  • Prioritize solutions to balance simplicity and security. Too often, risk and security teams have simply added new solutions to their portfolio in response to regulations and enforcement. Unfortunately, this has often created a complex, hard-to-navigate forest of tools, hurdles, and collaboration dead-ends for employees. The downside of that is it creates incentives for otherwise well-intentioned people to avoid following policy, increasing the risk of a material breach.
  • Make audit a primary concern. In the past, the requirement for an audit trail on data access was seen as an add-on. In the worst case, it was an afterthought, something built last as a reaction to risk and compliance needs. But, by thinking differently about this rich trove of data, you can improve your visibility into data use and your ability to identify dangerous behavior in advance. In many cases, you will be able to proactively stop data loss before it happens. With a strategy that protects data directly, by deploying identity-driven access controls and dynamic permissions, you can use the data from each user interaction to build a better picture of where data is traveling, and to whom.
  • Take a more dynamic approach to data protection. Adhere to mandates and be ready to tell any auditor about your enterprises ability to protect the confidentiality, integrity, and availability of your enterprise’s information.

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10 Point Checklist DR Power Requirements

10 Point Checklist DR Power Requirements

10 point checklist DR power requirements in Janco’s Disaster Recovery Business Continuity template.  The checklist addresses the issues associated with power after an event disrupts availability. It is:

  1. Electricity, water, broken wires do not mix.  Before anything else, validate that the power source and power distribution systems are dry and functional before power is turned on.10 Point Checklist DR Power Requirements
  2. Understand the minimum power requirements to be operational.   Have a clear understanding of a facility’s critical loads.
  3. Have an adequate fuel supply to operate backup power sources. Make smart fuel and technology choices, considering things such as if natural gas pipeline service were to be disrupted in your community. Make sure that you have sufficient fuel storage capacity on-site for an extended outage.
  4. Set reasonable response times for standby generator.  Frequent outages of a few seconds, a few minutes, or more, can have significant cost implications for businesses. While some other generators take up to two minutes to engage, diesel-powered generators are uniquely able to provide full load power within 10 seconds of a grid outage.
  5. Maintain your equipment and test it operations. Standby generators should be exercised periodically to ensure they will operate as designed in the event of an outage.
  6. Understand your environment and geography.  Even the best generators won’t work underwater when subjected to extreme flooding.  Check unit location for protection from flooding and ensure you use the proper gauge extension cord.
  7. Set up generators in an “open environment”. Use generators or other gasoline or charcoal-burning devices such as heaters in an open area or outside near an open window. Carbon monoxide fumes can build up and poison people.
  8. Quarterly review your load.  Know when there are any new demands or critical circuits to protect.  If you’ve added new computers or other power-hungry devices, consider updating switchgear.
  9. Meet all mandated compliance requirements. Make sure you have the proper permits and records on operations.
  10. Optionally contract for a rental power source.  Consider a rental generator power for use in the event of an extended outage.
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10 findings on highly paid CIOs a

10 facts on highly paid CIOs

The 36 highly paid CIOs have average base salary is $510,000 with total average compensation of $3.6 million.

Janco has just updated its list of highly paid CIOs for the last year. The data is from public sources including SEC fillings.  The data shows that this group of individuals is not only very diverse but also completely integrated in the executive management planning and operational teams.

Interesting findings include:

  1. One quarter of this group of CIOs are women.  That is up from less than 10% in 1999.
  2. Just under 1 in five are minorities.  This group of CIO is racially diverse and are all well educated
  3. The median base salary $700K while the average base salary is $510K/
  4. The median total compensation $3.3 million and average total compensation is $3.6 million.
  5. All of the CIOs make most of their total compensation from performance bonuses and company stock.
  6. The average tenure is well over 60 months and these individuals have the probability of retiring from these jobs versus being terminated or leaving for greener pastures.
  7. All of the positions are Vice Presidents and most are Executive Vice Presidents. All have either CIO or CTO in their official titles.
  8. Over 60% have been in IT most of their careers. and have advanced to this position.
  9. Over 40% have operational responsibility for areas beyond IT and technology.  Technology is integral to the day-to-day operations
  10. All are integrated into the executive and operational management of the enterprises they are in. Typically IT is not in a “silo” isolated from the rest of the company.
toppaidcios-36
Highly paid CIOs – Public Companies

Janco and eJobDescription.com has conducted salary surveys of the IT Job market since 1989. The data from this survey has been published in the Computer Industry Almanac, the Wall Street Journal, the New York Times, eWeek, and many other business and industry publications. In addition over the years it has been featured on CNN, the Wall Street Journal, and several national and international media outlets.

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Labor Force Participation rate not very promising

Labor Force Participation shows that over 95 million are not in the labor force

Labor Force Participation - 10 year history
Labor Force Participation – 10 year history

The labor force participation rate is the percentage of the civilian non-institutional population 16 years and older that is working or actively looking for work. Since 2008 the participation rate has plummeted. Some of the drivers of that fall are

  • Baby Boomers – The movement of the baby-boom population into age groups that generally exhibit low participation.
  • Teenagers – Teenagers experienced the largest drop in participation, which coincided with a rise in their school enrollment rate.
  • Young Adults – Young adults 20 to 24 years also showed a decline in labor force participation, but the decrease was not as steep as that for teenagers.
  • Working Age Women – The labor force participation rate of women 25 to 54 years also fell, with the decrease more pronounced for women who did not attend college.
  • Working Age Men – The labor force participation rate of men 25 to 54 years continued its long-term decline. As in the past, the decrease in participation among men with less education was greater than that of men with more education.

On the plus side, labor force participation rates of men and women 55 years and older rose from 2000 to 2009 and has subsequently leveled off.

IT Job Market and US National Employment Data – On a monthly basis – typically on the first Friday of the month – Janco publishes an analysis of the IT Job Market utilizing the BLS labor data and it proprietary data. See the latest press clipping go to Janco’s Press Clippings and eJobDescription.com.

The salary survey is updated twice a year; once in January and then again in July. Janco and eJobDescription.com not only look at base salaries, they also report on total compensation.

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10 step security

10 step security for third party access to enterprise systems

10 Setps for security in cloud Security plan10 step security for 3rd party access to enterprise systems are a must with the increased use of internet processing and use by day to day business operations.

Security and compliance are key to maintaining control of sensitive and confidential information. All of the product offerings of Janco are geared towards proving tools to help C-Level executives and top IT professionals maintain the privacy of its users and enterprise data.

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  1. Create an asset inventory and tracking to reduce the risk of network-connected assets being out of compliance with policy.
  2. Understand the cloud-based environment where all users are considered remote, and apply controls similar to how they have historically provided access to third parties.
  3. Make changes in how the organization manages and controls these various user-types by incorporating concepts such as zero-trust, network abstraction, extended identity validation and full-session recording to effectively reduce the overall risk and isolate any potential impact caused by third parties or remote user actions.
  4. Define a plan which meets the requirements for external contractors, employees, and B2B entities.
  5. Coordinate third party access plan in conjunction with their business units and develop a solid communications plan.
  6. Create rules for access using the appropriate level of controls commensurate with their given risk profiles, to include: isolation/segmentation, encryption, and federation integrations.
  7. Establish access points and rules for data availability to third parties
  8. Invest in ways to authenticate third-party users beyond simple username and password.
  9. Define metrics which address compliance variances and risks, and build an end-to-end security and risk view for the entire enterprise.
  10. Create a reporting system which track access, access violations, downloads and total usage. This should be real-time and have assigned individuals monitor and report and deviations.

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Digital Brand Manager – Technology skills required for many mainstream roles

Digital Brand Manager hot new job

Digital Brand Manager commands a $130K to $140K starting salary

The Digital Brand Manager is responsible for the total digital image that a brand and/or enterprise presents to the outside world. They develop, implement and managing branding and marketing campaigns that promote a company and its products and/or services. He or she plays a major role in enhancing brand awareness within the digital and social networking space as well as driving website traffic and acquiring leads/customers.

As such is responsible for digital consumer experiences across the entire enterprise and its operations. The Digital Brand Manager helps a company drive growth in its brands and product lines by converting traditional physical brand management process to social media ones, and over-sees the rapidly changing digital sectors like mobile applications, social media and Internet based marketing. The Digital Band Manager is responsible for executing and evolving the enterprise’s Social Media Strategy based on performance & emerging company/consumer needs. This includes but is not limited to: channel roles, content strategy, and Social Persona Development.

Janco has created a full job description that is over 1,700 words and 6 plus pages.

The Digital Brand Manager also identifies and evaluates new digital technologies and uses Web analytics tools to measure site traffic to better optimize marketing campaigns, email marketing, social media and display and search advertising.

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State Unemployment – July 2016 – raises question on BLS data

State Unemployment – July 2016 – raises question on BLS data

State Unemployment – July 2016 – raises question on BLS data – The National unemployment data is supposed to provide a measure of the health of the over-all labor market.   A more granular metric is one that considers local condition – i.e. state and local unemployment. However most of this data is constantly reworked and adjusted.  So there is some question as to the value that this information provides over the short term.

High unemployment states June and July 2016

The work force participation percentage of all employees (male and female) is at 62.8% – still one of the lowest levels in 38 years. There still are just 94,333,000 people who are not in the labor force.  When this data is added to the equation some serious questions are raised.

Work Force Participation

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In July 2016 there were 6 states with an unemployment rate of over 6% versus 8 in June 2016 with over 6% Unemployment. Of the high unemployment states, Nevada has been in a high unemployment state for the past 8 years..

High unemployment states July 2016

States with the Lowest Unemployment — Full Employment States

Several states have very low unemployment rates.   In June there were 15 states that we considered high unemployment states. Adjustments were made to the number so that last month there were 13.

Full employment states July 2016

Of the 13 full employment nine states had higher unemployment rates in July than in June: Massachusetts, Arkansas, Minnesota, Utah, Idaho, Hawaii, Nebraska, and South Dakota.

H-1B Makes up for poor educational system

H-1B Makes up for poor educational system

H-1B Makes up for poor educational system< according to industry leaders.

Massachusetts law prohibits employers from asking about applicants’ salaries

Massachusetts law prohibits employers from asking about applicants’ salaries

Massachusetts has enacted the nation’s first law prohibiting employers from asking about applicants’ salaries before making employment offers.

The new state law, which Republican Gov. Charlie Baker signed on Aug. 1, will require employers to offer a compensation figure upfront, rather than relying upon what the applicant made at a previous position. The requirements will not go into effect until July 1, 2018. Job applicants will not be compelled to disclose past or current salary or wages, but can still volunteer past salary information.

IT Hiring IT Job Descriptions IT Salary SurveyIT Salary SurveyJob Descriptions
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The first-of-its-kind bipartisan law, S. 2119, was heralded by supporters as another avenue to strengthen equal pay laws. The law’s proponents said banning pre-offer wage disclosures addressed the subtle factors that can affect compensation decisions. As well, supporters said that using salary history as a means of determining how much a potential hire could be paid was unfair to women, arguing that it allowed a continuation of a pattern that statistically paid them less.

Another provision of the law requires that women receive pay equal to that of men in the same position, as well as men who perform work “comparable” to them. The Massachusetts law incorporates a wider standard than many other state equal pay acts. Other recently passed state equal pay laws, such as California’s 2015 equal pay measure, likely will depend on the courts to practically define “comparable” worth in the workplace.

Finally, the new Massachusetts law also addresses salary transparency. Employers will not be allowed to prohibit employees from informing others how much they are compensated. Supporters argued that transparency for wages would better identify gender pay disparities.

The bill passed the state legislature unanimously and had the support of several business organizations, including the Greater Boston Chamber of Commerce.

Similar attempts at introducing novel procedures to address equal pay have inspired copy-cat legislation in other state legislatures. Several states this year attempted to pass some form of equal pay legislation but the Massachusetts action is the first one to become law.