Top 10 WYOD Best Practices – Employees bringing their own smartphones into the workplace started the BYOD trend requiring enterprises to deal with the serious security implications that come from these devices. The decision for employees to wear their own device (WYOD), such as an apple watch that can link to your Wi-Fi; capture audio, video and data; store; and transmit poses similar problems for IT departments. Employees and individuals outside of the enterprise can use these devices, sometimes discretely, to access and share business content.
This puts corporate data and infrastructure at risk, and reinforces the need for IT managers to focus on securing the content, rather than the device that’s in use. Wearable devices simply add another level of access and security concern to what we’ve already seen with the BYOD trend.
Here are top 10 best practices for WYOD:
Have a strategy for how, when and why WYOD devices can be used
Implement an acceptable use policy
Identify the connectivity options that are available to both internal and external users
Approved devices should be easily connected to the available secure access points
Define a management process for the WYOD devices
Plan for the activity WYOD devices will add to the network
Make collaboration tools a priority
Secure the end points and isolate sensitive/confidential information and locations
Be prepared for little to no advance notice on upgrades
10 best practices electronic meetings 10 best practices electronic meetings 10 best practices electronic meetings have been identified by Janco Associates, Inc. They are: Have an agenda that is available...
10 BYOD Best Practices for CIOs BYOD Best Practices for CIOs Bring Your Own Devices (BYOD) is exploding all over corporations. CIOs are in the cross hairs and need to follow...
Why H-1B is wrong solution – a question that we have been asked
Why H-1B is wrong solution – a question that we have been asked by a number of reporters (see press release). Below are two tables that Janco has created in getting the answer to that question.
Below are some of the questions that we were asked by a reporter for a national publication.
Reporter: Is the Information Security Analysts job the only H-1B security job in your findings?
Janulaitis: Yes, that is the only pure security role. However, there are individuals who have those skills and are classified as Network and Computer Systems Administrators. They fill some of the roles of the security analysts.
Reporter: Do you have any insights into whether that number is so low because. A) no company’s are looking abroad for security skills. or B) people with these skills are applying but not getting accepted?
Janulaitis: First there has to be demand for that role. Many C-Level executives do not feel comfortable with security being done by non-US workers who are not on shore and/or are outsourced.
When C-Level executives have a choice, the idea that an H-1B is responsible for security is not one they relish. They need some assurance that H-1B employees will remain with the company. There have been too many hacks that have taken place where immediate response is required. There is less control when the individual is an H-1B employee that is a contractor. Companies like Microsoft and Apple (vs Tata’s) offer real opportunities for security specialists. These are US companies, not outsourcers, and have a long term view. I know both Microsoft and Apple have good internal training programs in place with real career paths for the “best of breed” technologist that they hire with H-1Bs.
Reporter: Do you think that IT security and cyber-security skills should be given special consideration for H-1B visas? Under the proposed revamping of the program that may include moving to merit-based selection program rather than a pure lottery system.
Janulaitis: In general, all H-1B visas should be merit based. My feeling is that the first choice for jobs should be US nationals who are qualified, then foreign nationals who are graduates of US Universities and want to become US residents and lastly, graduates of foreign Universities who want to become US residents. The idea that there is a lottery and companies like Tata win a large number of positions that they then use to “replace” US workers does not make any sense at all. The purpose of the program is to give the US a competitive edge in technology not reduce cost for US corporations.
Reporter: The question is being raised because the global demand for cyber-security workers is expected to reach 6 million by 2019. There is a projected shortfall of 1.5 million qualified security pros. More than half of organizations today say that finding and recruiting talented IT security staff with the right skill sets is a “significant” or “major” challenge.
Janulaitis: First we start to educate our IT pros in the disciplines required. Then have jobs for them when they graduate and there will be much less of a need for “foreign” workers. It should be a H-1B requirement that these individuals have a “desire” to become full time US residents. If companies like Tata game the system, they should be penalized. Perhaps they could be required to post a bond of say 20% of the annual salary be put in trust. That would be returned when the individual qualifies to be a permanent resident. If they do become full time residents within a specified period, then the bond would be forfeited and the individual would have to leave the US. We need to take the profit out of gaming the H-1B program.
Reporter: Any other insight you might have into this would be greatly appreciated.
Janulaitis: Companies like Tata should not be allowed to get the number of H-1B visas they do. They are gaming the system by creating US subsidiaries that are just a shell to get revenue out of the US and not necessarily help the US to be a technology leader. The focus of the H-1B program should be to get foreign nationals that are world class to come to the US, become full time residents, and contribute to our society. Currently students come to the US and take the limited number of advanced degree slots available we have and are capping the number of US nationals who can fill them. It is not the US’s role to educate the world. We need to do everything possible to have H-1B visa holders stay here. It is not good when over 75% graduates leave and go back to place like China and India.
I believe much of the problem we have is due to our educational system. We need to have more of a focus on math and science and less on social engineering. As a county we spend more on education but rank behind Poland. We have a bias towards foreign nationals in our graduate and doctoral programs. We need an educated population of college graduates who focus on both math and the science. Then we need to have jobs for the individuals that have STEM (Science, Technology, Engineering and Math) degrees. That includes undergraduate as well as masters and doctoral degrees. It is much easier to grow our skill base if we have the professors who can teach those subjects. China, for example, is graduating more students from it universities in robotics on an annual basis than we have in total.
Changing H-1B visa program should be a priority. There are too many companies that need top IT talent. We should not waste H-1B visas on companies that want to reduce costs. It would be better to pay foreign nationals who bring value to The US economy. There is no way that we can maintain a leadership position in IT by cutting costs and eliminating US based jobs and resulting experience and training.
The current H-1B system is being gamed by outsources. That just has to stop. Suggestions for changes that should be made are:
Eliminate the lottery.
Give priority to only those companies who have graduates from US universities. Do not allow companies to use foreign nationals who have not attended US universities. At the same time allow for exceptions for individuals who command salaries in excess of US median salaries for positions in question. Include a bond equal to 20% of annual salaries. Refunded to companies after individual becomes a full time resident.
3. Certify companies are NOT just replacing US nationals for profit. If they are, do not allow them to get any future H-1Bs and have them re- justify any existing H-1Bs. Use industry groups for the justification process not govt employees or agencies.
These are simple changes to the H-1B program but they need to be made if we are to maintain our technical leadership.
There are 10 burning questions that CIOs need to have answers to.
The chief information officer’s (CIO) role, responsibilities and influence is growing in today’s boardroom. And the CIOs job itself is expanding as well. The CIOs of the next decade face many challenges. The CIOs who will succeed will have a common set of skills.
The 10 CIO questions are:
Can the CIO and IT organization sustain technology hype and deliver value?
How secure is the data of the enterprise and its customers and suppliers?
What is the next core systems evolution that the CIO and IT organization going to undertake?
How and when will drones be used with the enterpriser?
What are the implication of “industry giants” like Goggle going to impact the operations of the enterprise?
Can Blockchain (a distributed database that maintains a continuously-growing list of ordered records called blocks that interconnect enterprise data) be implemented within the enterprise?
Can enterprise’s product designs keep up with opportunities from technology?
Will vendor consolidation continue?
Is digital distribution and marketplace about to take over?
Are KPI metrics and analytics investment paying off?
10 Security Assessment Questions 10 Security Assessment Questions Security Assessment Questions To stop a breach tomorrow, what does the enterprise need to differently today? Does the enterprise know if...
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.
ERP – Enterprise Resource Planning Job Description Bundle Released
Janco has just released 15 Enterprise Resource Planning Job Descriptions in its ERP Job Description Bundle. In Janco’s continuing efforts to make IT recruiting efforts easier, they have released this set of ERP job descriptions. Victor Janulaitis, the CEO of Janco said, “As CIOs continue to look into the future with mobile computing, BYOD, and social networking the demand for ERP technologists is on the rise. The 15 job descriptions included in this bundle have been created with these new requirements in mind.”
The ERP bundle contains 3 to 5 page detail job descriptions for 15 job positions including following specific ERP positions : Project Manager – ERP, Business Analyst, Data Architect, Decision Support Analyst, ERP – Developer, Functional Lead, Infrastructure Administrator, Master Data Analyst, Process Owner, Security Administrator, Security Analyst, Subject Matter Expert, Team Lead, Technical Lead, and Trainer. These job descriptions are fully compatible with all mandated requirements and have been updated with ISO and security compliance requirements in mind.
The CEO said, “CIO in organizations of all sizes have infrastructure they need to manage, increasing cost pressures and uncertainty in the market, at the same time they are focused on growth agendas, whatever they may be. CIOs have to leverage technology in a more effective and efficient manner to allow that to happen. That is the driver behind the increased demand for ERP.” He added, “With the project increase in staffing in the new year, many CIOs are looking to increase staffing in ERP. With these standardized job descriptions the recruiting process should be much easier. “
In addition to the ERP job description bundle, Janco has bundles position description bundles for eCommere, Enterprise Architecture, IT Service Management, Disaster Recovery / Business Continuity, Security, Metrics / Service Level Agreements, and a model mid-size IT organization in addition to the full set of 244 job descriptions. More information is available on its web site www.e-janco.com on http://www.e-janco.com/jobdescriptions.html .
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
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.
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.
Successful CIOs are both visionary and pragmatic\
Successful CIOs focus on ROI improvement of IT
Successful CIOs inspire the enterprise and expand the business impact of IT
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:
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.
Understand the minimum power requirements to be operational. Have a clear understanding of a facility’s critical loads.
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.
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.
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.
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.
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.
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.
Meet all mandated compliance requirements. Make sure you have the proper permits and records on operations.
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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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:
One quarter of this group of CIOs are women. That is up from less than 10% in 1999.
Just under 1 in five are minorities. This group of CIO is racially diverse and are all well educated
The median base salary $700K while the average base salary is $510K/
The median total compensation $3.3 million and average total compensation is $3.6 million.
All of the CIOs make most of their total compensation from performance bonuses and company stock.
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.
All of the positions are Vice Presidents and most are Executive Vice Presidents. All have either CIO or CTO in their official titles.
Over 60% have been in IT most of their careers. and have advanced to this position.
Over 40% have operational responsibility for areas beyond IT and technology. Technology is integral to the day-to-day operations
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.
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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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.
Top 10 Wearable Issues – Over 33% of all organizations surveyed by Janco have revealed they have more than 5,000 connected devices. Add to that, Cisco predicts there will be more than 600 million wearable devices in use by 2020.
These facts present a set of challenges for CIOs and IT enterprises of all sizes.
Easy physical access to Data
Records management, retention, and destruction
Business continuity is significantly more complex
Photos, Videos and Audio can be captured without anyone knowing it
Instant access to outside Wi-Fi and cellular systems facilitates rapid dissemination
Insecure wireless connectivity
Lack of encryption
Lack of formal policies with limited regulation or compliance –
Wearable Device Security Concerns Wearable Device Security Concerns Wearable Device Security – Over 300,000,000 wearable devices are going to be deployed in the next several years Wearable Device Security –...
Top 10 Security Predictions – Many organizations fail to realize the benefits of security information management due to the often exhaustive financial and human resource costs of implementing and maintaining the software. However, Janco’s’ Security Manual Template – the industry standard – provides the infrastructure tools to manage security, make smarter security decisions and respond faster to security incidents and compliance requests within days of implementation.
Top 10 Security Predictions from Janco Associates are:
Over the next several years almost all of vulnerabilities exploited by hackers will continue to be ones known by security and IT professionals for at least one year.
Robotics will take over many security operations. China will lead the way with 30-40K students training in universities with this technology. US will lag for several years.
Shadow IT will be responsible for over one third of attacks experienced by enterprises.
The need to prevent data breaches from public clouds will drive many organizations to develop data security governance programs.
Over the long term enterprises engaged in application development will secure applications by adopting application security self-testing, self-diagnosing and self-protection technologies.
Future cloud-based providers will include network firewall, secure web gateway (SWG) and web application firewall (WAF) platforms in their offerings.
Identity as a service (IDaaS) implementations the focus of several new companies.
Use of passwords and tokens in will drop 55%, due to the introduction of bio-metrics.
A majority of IoT device manufacturers will not be able to address threats from weak authentication practices.
More than 25% of identified enterprise attacks will involve IoT.
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Info Tech Executive Salaries have recovered from 2008 downturn
Info Tech Executives Salaries for most IT executives have recovered from the downturn of 2008. If you a CSO in a large enterprise then you have seen your salary rebound by 14.56%. This has been drawn for the Info Tech Executive Salaries data base that is maintained by Janco Associates.
More data is available in the full 2016 Mid-Year IT Salary Survey that is published by Janco Associates.
Jobs where the salaries for IT executive have not recovered are limited to three (3) executive positions in large enterprises. VP Administration (down 2.25%), VP Consulting Services (down 9.0%), and Director Productions and Data Centers (down 0.75
These are findings from the 2016 Mid Year IT Salary Survey. Other interesting observations for the survey are that salaries for the last 12 months for most IT staff, other than executives have remained flat.
The data shows that CIOs and their bosses value the upper level decision making positions while they view the lower level positions as a focus of cost.
Other findings from the latest IT Salary Survey are:
In 2015 the IT job market grew by 112,000 versus 129,400 in 2014 and 74,900 and 21,800 in 2013 and 2012 respectively according to the Bureau of Labor Statistics (BLS).
IT compensation for all IT Professionals has increased by 0.64% in the last 12 months.
IT executive compensation across all organizations has shown another increase. The mean compensation for IT executives in large enterprises is now $147,260 (up 1.44%) and $131,384 (up 1.50%) in mid-sized enterprises.
Positions in highest demand are all associated with security, training, large data center management, distributed/mobile system project management, quality control, BYOD implementation, capacity planning and service level improvement.
Over the long term IT executives have fared better in large companies than mid-sized companies.
On shore outsourcing has peaked and companies are looking to bring IT operations back into their direct control and reduce operating costs.
Mandated requirements for records management systems and electronic medical records have increased the demand for quality control staff and custodians (librarians) of mechanized records.
Companies are continuing to refine the benefits provided to full time IT professionals. Though benefits such as health care are available to 80%, IT professionals are now paying a greater portion of that cost.
Job Market grim for Information Technology professionals
Job Market grim for Information Technology professionals as it is leading the way to fewer prospects for new jobs being created. Just last month there were eight (8) states with unemployment rates in excess of 6%. That along with the loss of 27,700 jobs makes many wonder if we are facing a possibility of a new recession.
Job Market grim for Information Technology professionals as 2016 fall behind 2015 in creating new IT jobs
Unemployment rate grim for 13 states Unemployment rate grim for 13 states Unemployment rate is grim for 13 states. Both Nevada and California have had the highest unemployment rates for over 24...
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Unemployment Levels over 6% in 12 states Unemployment Levels over 6% in 12 states State Unemployment Levels Unemployment Levels by State — The National unemployment data provides a measure of the health...