Women CIOs comprise over 20% of all CIO roles

Women CIOs  hold over 20% of all CIO roles according to data analyzed by Janco Associates

Women CIOs – In the process of capturing public data on CIO compensation, Janco has found that well over 1 out of 5 CIOs is a women.

Women CIOs and other C-Level positions

According to the CEO of Janco Associates, at least two thirds of large public companies doing CIO searches require the recruiter to include women in the candidate pool. Further, when “all else is equal”, between a male candidate and a female one, companies are tending to choose the latter specifically to enhance the diversity of perspectives on the management team.

Unfortunately, even with this data, there are still too few women in senior, experienced roles to populate the candidate pools of all diversity-minded companies. So it’s not enough to decide at the CIO level to hire a woman. The relevant decisions must be made and opportunities offered earlier, at the developmental stage of potential finance leaders.

Companies need to provide more mentors who can share wisdom about things like where to invest time and ways to be motivated.

For those with leadership potential who prioritize family and stability over always making the best career move, the path to the C-suite may be inherently more difficult in CEO and finance than in other functions, like IT and human resources.

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″
Order IT Hiring Kit
Simplify Recruiting While Making
Sure You Hire The Best IT Staff Possible

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.
Order IT Hiring Kit

Tech Savy Young Hires Talent Shortage

Tech savy young hires talent Shortage is real for many enterprises

Shortage of Young IT Talent makes the promotion process falter

Tech savy young hires talent shortage is widely discussed among CIOs. The shrinking unemployment rate has drained the talent pool in many corporate IT functions and industries, and companies continually complain that they can’t find qualified staff. For Information Technology departments, the problem is different: If they were looking solely for the technical skills they wanted years ago, they would be overwhelmed with candidates. Today, though, such skills are table stakes, and the focus is on finding people who stand out because they have other desired qualities as well.

Download Selected Pages

Given companies’ increasing reliance on data in decision-making, demand is soaring for a demonstrated aptitude for analytics. Even more important for the long-term success of new hires, however, are assorted “soft” skills that allow them to communicate and collaborate with others, as well as influence others’ attitudes and behaviors.

According to some CIO, there is not a shortage of finance talent per se, but there is a shortage of people who have both technical expertise and these additional skills that will enable them to work well inside an organization.

Given this shortage, IT departments are aggressively positioning themselves as employers of choice. And they can’t allow themselves the luxury of easing up on that quest, since their competitors are doing the same thing.

What are CIOs and CFOs looking for

CIOs and CFOs are telling Janco Associates they want Information Technology students who know how important application strategy will be in any IT function and who show a willingness to embrace and explore analytical tools and methods. Students don’t necessarily need to know how to code.  Many companies that are successfully hiring young candidates with prowess in analytics are looking beyond traditional sources like business schools and accounting firms.

The problem is that demand for those candidates far outpaces supply. CIO should be looking for people who may not have the desired business background or professional experience but who possess the analytical skills IT pros need now and in the future.

Why H-1B is Wrong Solution

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.

Why H-1B is Wrong Solution
H-1B Visas 2015 – 2017 – What is wrong with the H-1B visa program
Why H-1B is Wrong Solution base on who get the visas
Number of H-1B visas issued for IT related jobs is 78.5% of the total – Is a lottery the right way to allocate the visas

Below are some of the questions that we were asked by a reporter for a national publication.

General Questions

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.

Other Observations

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

Changing H-1B visa

IT Job Descriptions in MS WORD format
IT Job Descriptions

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:

  1. Eliminate the lottery.
  2. 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.

IT Job Market to expand

IT Job Market to expand as CIO and CFO confidence is high

Year to year comparisons show IT Jobs increased at double the rate of 2017 – Janco’s forecast of 136,500 new IT jobs stays firm

Information Technology job market spiked up with double the number new jobs in January of this year versus January of last year.  The CEO of Janco Associates said, “This increased demand for Information Technology professions remains firm with more hiring on tap for at least the next several months.  From our conversations with many CIOs, CFOs, and CEOs we feel this is the start of a boom in demand for IT professionals. Janco’s forecast of 136,500 new Information Technology jobs for 2017 is on track with 11,800 new jobs added in January. ”

Projected IT job market growth
Janco forecasts that over 124,700 new Information Technology Jobs will be added in the remaining 11 months of 2017
YTD IT Job Market growth
January 2017 had double he number of Information Technology jobs created than January 2016
Order Salary SurveyDownload Selected PagesDownload Selected Pages

ERP Job Descriptions

ERP – Enterprise Resource Planning Job Description Bundle Released

Job DescriptionsJanco 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 Hiring Kit Salary Survey ITInterview Guide Job Descriptions

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

Order CIO Job Description

 

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.

Order Salary SurveyDownload Selected Pages

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.

Order Salary SurveyDownload Selected Pages

 

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.

Order digital brand manager job description

 

 

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

Order Salary SurveyDownload Selected PagesDownload Selected Pages

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.

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
Order IT Hiring Kit

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.

Android beats Apple in application development war

Android beats Apple in application development war

Android beats Apple in application development war — Android is increasing its lead for developers, eroding the long-standing maxim of creating apps for “iPhone first.”

Career Planning Template
Career Planning

The Developer Economics: State of the Developer Nation Q3 2016 reports Android now has a whopping 79 percent “mindshare” among mobile developers, the highest for any platform the company has measured since it began its quarterly surveys back in 2010. The record comes as the mindshare for iOS has consistently tracked at 51 percent to 55 percent since 2013 (although that figure rises to 61 percent for professional developers).

Download Selected Pages

More important, perhaps, almost half (47 percent) of professional developers now consider Android their primary platform, up seven points in just six months. Apple, meanwhile, is going in the opposite direction. The number of mobile developers who consider iOS their primary platform dropped eight points, from 39 percent to 31 percent.

Both in an individual’s personal career planning and an enterprise’s staffing, promotion and compensation it is important to have benchmarks on the levels that individuals are at. To that end, one of the best objective ways to meet this goal is to have formal job descriptions and clear paths for promotion and compensation.

Info Tech Executive Salaries have recovered from 2008 downturn

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.

Order Salary Survey

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

Info Tech Executive Salaries - Large Enterprises
Info Tech Executive Salaries – Large Enterprises
http://www.e-janco.com/salary.htm
Info Tech Executives – Mid-Size Enterprises

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.

Median compensation for IT Pros
Median compensation for IT Pros

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.

Order Salary SurveyDownload Selected PagesDownload Selected Pages

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.