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
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10 CIO questions

10 CIO questions as they move forward

There are 10 burning questions that CIOs need to have answers to.

10 CIO questions

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:

  1. Can the CIO and IT organization sustain technology hype and deliver value?
  2. How secure is the data of the enterprise and its customers and suppliers?
  3. What is the next core systems evolution that the CIO and IT organization going to undertake?
  4. How and when will drones be used with the enterpriser?
  5. What are the implication of “industry giants” like Goggle going to impact the operations of the enterprise?
  6. 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?
  7. Can enterprise’s product designs keep up with opportunities from technology?
  8. Will vendor consolidation continue?
  9. Is digital distribution and marketplace about to take over?
  10. Are KPI metrics and  analytics investment paying off?

CIO Role – CTO Responsibilities read on…

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IT Salaries rise by 5.19%

IT Salaries rise more than any time in the past 8 years according to Janco Salary Survey

IT Salaries rise more than at any time since the dot com bubble.  The median salary for all IT professionals now is $87,072 and it is hard to find any positions that pay less than $50K per year. Much of this is due to the preliminary data from both actual salaries paid and budgeted for in 2017.

 

Much of this rise is due to an improving economic forecast and less of a reliance on off-shore outsourcing.  The full salary survey is to be released the second week of January.

Read on…

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Top 10 steps to an effective IT organization

Top 10 rules of the road for CIOs when creating IT organizations

Top 10 rules of the road for CIOs as they build a modern IT function.  The organizational structure must support the goals of the organization and be consistent with its culture and capabilities. Well-defined reporting structures are based on the IT and business direction; take into account organizational barriers; and consider the effect of combining or separating the functions that are targeted for change.

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  1. Limit the span of control for professional staff that report directly to the CIO – The number of direct reports should be limited to between 5 to 7 direct reports of professional resources.
  2. Minimize the depth of the organization from the CIO to the technologists (developers and planners) from the CIO to the staff doing the work.
  3. Parallel the overall IT organizational structure to the operating structure of the enterprise
  4. Create career paths for IT specialists into enterprise operational functions
  5. Have an operational management, quality control, and customer service function that can provide direct feedback to the CIO.
  6. Integrate strategic planning, security, and business continuity planning into the overall organizational management processes
  7. Create positions within the organization which non-IT professionals can take to create bridges to enterprise operations and productivity
  8. Integrate human resource planning and training with the corporate human resources group
  9. Create an industry relations function that looks at what competitors are doing with technology
  10. Build bridges to independent IT functions within operational units to keep abreast with what pragmatic technology solutions they are building independent of the CIO’s organization.

 CIO CTO Role

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 https://www.e-janco.com/jobdescriptions.html .

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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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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.

 

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.
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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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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.

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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.