10 steps to a raise

10 steps to a raise as the IT Job Market Improves

10 Steps To A Raise - IT Salary Survey
10 Steps To A Raise – IT Salary Survey provides data on 73 unique positions in over 100 metropolitan areas in the US and Canada.

10 steps to a raise is a program that anyone can follow.  They are easy and something that IT pros (and others) can implement fairly quickly.  However the results may take some time.

  1. Make users love you
  2. Understand where the CIO and company are moving
  3. Learn how to implement and apply the latest technology
  4. Get certification or first hand experience
  5. Market your skills
  6. Have and use the latest technology and tools
  7. Provide peers with insight and training on your area of expertise
  8. Fit into the organization as a team player
  9. Be a focal point in the latest technologies
  10. Network with IT Pros in other organizations that have the same technical responsibilities

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.

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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Hiring right employees

A critical CIO skill – hiring the right employees

Hiring the right people – Career path definition and compensation planning need to be in place along with well defined job descriptions.

Hiring right employees is one of the most critical factors in the success of a CIO.  The right people will have the skills, aptitudes and attitudes  to help mobilize and evolve systems and technology solutions necessary to compete in today’s ever changing environment.t. With the right people, CIOs can move ahead and have a team that supports the enterprise’s and CIO’s success.

CIOs in today’s tough economic conditions have to know the answer to the questions of what they can do to ensure they hire the right people?  A first step Before CIOs start the  recruiting process, they need to a good handle on:

  • Understanding the job requirements and expectations from the employee
  • Understanding the working style of the managers and staff where the position will be
  • A consistent and robust interview process is a must for a successful recruiting process

    Understanding the company’s culture and communicate that to the candidates

  • Have detail job descriptions in place for each position to be recruited
  • Conducting structured interviews that get to the true fit of the candidates with the enterprise, and
  • Managing the process to minimize your enterprise’s legal exposures
  • Remembering that a large percentage of those hired will only be with the company for fewer than 7 year – some will leave voluntarily others will be terminated.

After CIOS have completed  planning, screened the applicants and interviewed job candidates, the decision to hire a person ultimately rests on your intuitive sense of whether this is the right person for the job.

Nothing can prepare any hiring manager  for that decision except their own experience supplemented with hard facts and discussions with the other interviewers.

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If many individuals are interviewed for many position, interviewers  will learn the signs that indicate a potential hire is right. If interviews and hiring is infrequent, hiring managers will have to depend on less-intuitive methods and other people to help you.

If the company believes in high quality employees, you should be really enthusiastic about the person you want to hire, not just lukewarm.

Read on… IT Hiring Kit

Employment Improves

Employment Improves as only three states are above 6% unemployment

Employment improves as only New Mexico, Alaska, an Alabama have unemployment rates over 6%.  At the same time there now are 19 states that have unemployment rates at 4% or less. Six states have unemployment rates ar 3% or less.  Those states are Vermont (3.0%), Colorado (2.9%), North Dakota (2.9%), Hawaii (2.8%), South Dakota (2.8%), and New Hampshire (2.7%)

High Unemployment States - February 2017
States with the highest unemployment levels
Employment Improves
Employment Improves and unemployment rate is 4% or less in 19 states

At these levels salaries will start to rise and we forecast that the overall participation rate will begin to increase.  This in turn will cause salaries to edge up.

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Number of employed rises

Number of employed rises by over 1/2 of million individuals

The initially reported number of employed individuals rises by almost 300,000 in February. At the same time, there are now over 650,000 newly employed individuals since the election.

Number of new job increases by almost 650,000 in the three months since the election

When the data is analyzed over a long term the trend recent trend does not stand out as much.

However all of the indicators are that this is the start of an upward progression in the number of individuals employed.  This is in line with the other data that we have analyzed.

“Everything you need to respond and hire as demand for IT Professionals increases” – CIO Fortune 500″
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In today’s economy, nearly every organization faces pressure to reduce waste, run at peak efficiency and “do more with less”.  While the economy has shown signs of improvement and the unemployment rate has dropped modestly, organizations are still extremely cautious when it comes to hiring. When it is necessary to hire, it is critical to make every hire count. There is little room for error. It is crucial for senior-level leadership, human resources and hiring managers to all be on the same page and do the right thing.
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CIO Tenure Up

CIO Tenure up to 4 years 5 months

CIO tenure moves up as more CIOs are staying in their jobs.  However that is about to change as the “baby-boomers” will begin to retire over the next several quarters. This data is according to Janco’s 2017 IT Salary Survey.

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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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