SME High Paid IT Pros all make over $100 according to Janco’s IT salary survey
SME high paid IT Pros in a job market that shows no sign slowing down. More companies are looking to invest in new technology. This results in high demand for can-do professionals. In additions salaries for these information technology professions is on the rise.
The highest paid IT Pros in the SME job market are all over $100,000. Janco predicts that the median salary for all IT Professionals in SMEs will be over $100,000 within the next year. The top paid individuals are:
Vice President – Chief Information Officer – $165,494
VP – Security (CSO) – $142,525
VP – Technical Services – $138,881
VP – Consulting Services – $138,213
Director – Systems & Programming – $133,190
VP – Information Services – $133,094
Director – Production/Data Center – $115,651
VP – Administration – $108,785
Project Manager – Distributed Systems – $107,203
Manager – Systems and Programming – $106,870
Comprehensive IT Job Descriptions
Along with the salary data provided in the IT Salary Survey, there is an option to get full job descriptions for each of the positions surveyed. In addition, as an option, all 300 plus job descriptions that are published by Janco are available.
Recently the firm updated it IT Hiring Kit which contains the latest salary data and job descriptions.
Options available for getting the latest compensation data along with job descriptions. In addition, this kit comes with the Interview and Hiring Guide
Top 10 Millennial Considerations for Recruiting Managers
Top 10 Millennial Considerations change the way companies recruit. There are factors that are different that recruiters and managers need to consider. We have identified the top 10 things factors when look at this portion of the labor pool.
Top 10 Millennial recruiting considerations identified
Recruiting Millennials was a key factor is the redesign of the IT Hiring Kit
Millennials typically are not looking for long-term career positions. Many are looking to gain knowledge that they can leverage in their next position. The company, the product, or the service provided is not as important as what the millennial can gain for their experience. During the recruiting process, care must be given to understanding exactly what the millennial is looking for in a position, Will it be a short employment opportunity or one they can stick with for a 3 to 5 year period?
The company website is one of the first places that millennials will look for information before they do anything else.
Millenials prefer to submit electronic resumes and apply for positions via the internet (company website) or Social Media accounts.
Social media reputation is a key consideration in their decision to accept or reject a job offer.
Millennials prefer companies that are forward-thinking and digitally tuned. Social media presence is important.
They often will not consider an environment where they are at a desk in football field-sized office versus a telecommuting environment.
Communication and training are key components of the culture that millennials need to understand. These individuals look for companies that have an experience base they can learn from, Typically, millennials do now what to create from scratch. Therefore, they need to have a way to connect with those who have gone before them.
Millennials expect and require modern technology to do their jobs and will specifically look for employers that offer cutting edge tools.
Millennials require that they are in-the-know on company performance and how their contributions have helped the company meet its goals and objectives.
People in this group place person life over work life. Work is only a means to make a living, a long-term career with a company is not the top priority.
Well written IT Job Descriptions are key to staffing
2019 Version of the HandiGuide contains 300 2 to 8 page descriptions. They every position for CIO to Blockchain programmer and System Administrators
IT Job Descriptions that are complete and well written. For example, each job description is 2 to 8 pages in length and well structured. In addition, they all follow the same format and utilize standard style sheets. As a result, they are key to setting functional pay grades, defining career paths, and recruiting qualified staff.
Janco’s descriptions are current and comprensive. Also, they are compliant with all mandated requirements including PCI-DSS, GDPR, ISO, Sarbanes-Oxley, HIPAA, CobiT, and the ITIL standards.
The position descriptions are structured to focus on “Best Practices”. These have been defined by the IT Productivity Center. Also, the descriptions meet the requirements for World Class Enterprises. Foremost, they are ready to use and easily modified to meet an enterprise’s unique requirements. In addition, the descriptions all are reviewed at least annually and updated accordingly. Therefore, those with the subscription service recieve frequent updates.
They are provided in MS WORD, PDF, and ePub formats. Also, a subscription service to update them is offered. The lenght of the upddate sevice is 1-year to 2 years.
The 300 positions include all of the functions within the IT group. They are structured to focus on “Best Practices” as defined by the IT Productivity Center. In addition, they meet World Class Enterprise requirements. They are ready to use and easily modified to meet your enterprise’s unique requirements.
Job Description Format and Strucuture
The position descriptions in this book contain information regarding a given job and its functionality within an Information Systems Organization. This includes a position purpose statement, problems and challenges of the position. In addition, an itemized list of principal accountabilities, and the authority boundaries afforded the holder of the position. Aslo listed are job contacts of the position, and specifications of experience needed for the position. Finally, the career opportunities available to the position holder in the future.
MS Word style sheets are used so all of the job descriptions are in the same consistent format.
The Position Purpose section of the position description gives an overview of the responsibilities of the position. This provides a summary of the most important aspects and duties of the position.
Problems and Chalenges
The Problems and Challenges section outline specific challenges facing the holder of the position. If these challenges are met efficiently and effectively, the opportunity for advancement to a higher position, offering greater challenges, will occur.
Essential Position Functions
For each position, essential position functions are defined. There are additional factors that impact a position. With this in mind, all of the positions have been developed with four items to identify these essential position functions. They are:
The Principal Accountabilities section itemizes the separate duties and responsibilities of the position. This section fully details each major task or responsibility necessary to perform the job function. The tasks are ranked from those most crucial in the beginning of the section to those which are more routine are listed at the end of the section.
The Authority section of the position description delineates the amount of latitude the position holder has in influencing personnel and decision making within the department. This section also outlines which departmental personnel the position holder needs to interface in order to successfully perform this job.
The Contacts section of the position description identifies the primary and secondary contacts with whom this position deals with on a day to day basis.
The Position Requirements section sets forth hiring requirements for the specified position, as well as necessary educational, experiential, and other requirements necessary for the position.
The Career Ladder section proposes future career track opportunities for the position holder. This provides a goal for the position holder to achieve and should, therefore, increase motivation levels.
The ADA does not limit an employer’s ability to establish or change the content, nature, or functions of a job. It is the employer’s role to establish what a job is and what functions are required to perform it. The ADA simply requires that an individual with a disability have their qualification for a job evaluated in relation to the job’s essential functions.
The ADA does not require that an employer conduct a job analysis or any particular form of job analysis to identify the essential functions of a job. The information provided by a job analysis may or may not be helpful in properly identifying essential job functions, depending on how it is conducted.
To identify essential job functions under the ADA, a job analysis should focus on the purpose of the job and the importance of actual job functions in achieving this purpose. A job analysis will be most in-line with the spirit of the ADA, if it focuses on the results or outcomes of a function, not solely on the way it customarily is done.
IT Job Description Bundles
For those clients who do not want to acquire the entire HandiGuide there is an option to select subsets of our complete offering. These subsets are focused around particular areas of interest and provide you a way to get the benefits of Janco’s expertise in a limited and lower cost manner. All of the bundles have been updated within the last six months. They include:
IT Median Salaries 2018 vs. 2019 have gone up by close to 3% as of Januay. Janco is starting to gather data for it mid-year salary survey. At the end of last year there was a major push by many organizations to increase the number of IT Pros on their staffs. This resulted in the upward movement in compensations.
IT Median Salaries as of January were up by 3.42% in large enterprises and 2.4% in mid-sized ones
In conjunction with the data gathered at that time, Janco looked at some of the “hot jobs”. ERP and Blockchain jobs at that time were in great demand. Individuals can look forward to salaries continuing to increase. The median salary for a Blockchain Developer is $127K with experienced individuals commanding upwards of $172K when they move to new organizations.
ERP and Blockchain IT pros continue to be in high demand
With our current projections on IT job market growth, we believe salaries for IT professionals will continue to increase. By 2020 we believe media salarier for IT pros will be close to $100,000 when performance bonuses are included.
Telecommunications Jobs Eliminated as Automation Takes Hold
Telecommunications jobs eliminated as many traditional functions are automated as auto attendants (Voice Mail) are now standard. Also, with increased dependence on WiFi, VoIP and telecommuting employees there is a decreasing requirement for companies to have their own dedicated Telecommunication Departments. Now the primary role of telecom pros is compliance and coordination with the large suppliers of services and products as in-house telephone switches are no longer required by many.
Telecommunications jobs eliminated as Wi-Fi and VoIP take over. Independent IT Departments within most companies are now becoming the exception versus the rule.
In the 1980’s and 1990’s almost every company had its own payroll system with a support staff. As time progressed, standard software packages and payroll services took over. The number of IT professionals in IT Departments who specialized on payroll was significantly reduced or eliminated. The functional support moved to the operational side of the business. Most often those functions were regulated to the Human Resources Department
50% of Telecommunications Jobs Eliminated
In the 19 years since 2000, the number of telecommunication jobs has fallen from 1.4 million to just over 700,000. In addition, that trend is continuing. Automation is taking hold and IT Professionals dedicated to telecommunications are going the way of the switch board operators and office receptionists.
The driving force is automation of routine functions to eliminate the need for expensive staff. We only see that trend continuing. We forecast that in 10 more years telecommunication staff at most organizations will be no existent.
IT Job Market grew In the first 3 months of 2019 by 20,600 new IT jobs were created. Janco estimates that 96,200 new IT jobs will be created in the remaining 9 months of 2019.
The IT Job Market now is almost 3.6 million jobs in the US. It continues to grow as demand for Blockchain and ERP implementions is a driving force
Janco sees high demand for IT Professional staff and middle managers. Most companies have in place executive and senior management and there is not as much demand for those positions. Most of the demand and hiring is at staff levels for IT professionals for specific technology initiatives. Based on our current data we believe the hiring that will be targeted to be completed by mid-summer. Demand for consultants and contract employees will still be above average, with an increase in the last two quarters of this year to augment staffing where there is a shortage of required skills.
To facilitate the recruiting process Janco has just released our 2019 IT Hiring Kit. It helps CIOs, recruiting managers, and HR departments to select, interview, and acquire the talent they need.
The IT Hiring Kit comes with: 1) Interview Hiring Guide with sets of best practices, questions to ask and not ask, background check process, screening and interview process; 2) Latest IT Salary Survey; and 3) Up to 300 IT Job descriptions from CIO to Blockchain Developers. Also available is an update subscription service for a 1-year to 2-year time period.
IT Hiring Kit Update has just been released. It contains the lastest IT Salary Survey, the 2019 version of the Interview and Hiring Guide, and job descriptions. The kit comes in 4 editions – Standard, Silver, Gold and Platinum. Each of the job descriptions is between 2 to 8 pages in length.
The recent update includes a number of best practice definitions to facilitate recruiting. The best practices provide a proven methodology for how the recruitng process can be streamlined to maximize the productivity of the recruiting staff and increase the likelihood that only fully qualified candidates are screened , interviewed, and recruited.
IT Hiring Kit Update components all have been updated with the last few weeks. As the IT Job Market continues to tighten now is the time to get this must have kit.
The kit comes with 30 days of free update service. In addition, update subscription service can be purchased along with the core offering. The options are for one or two years of service.
The CTO of a Fortune 10 organization based out of New Year who has reviewed the latest version of the kit said that he was “… going to make the IT Hiring Kit a standard for all of the recruiting managers and CIO in the divisions of his company.” That is high praise indeed.
With the added components all available in eReader format, this kit is portable and mobile to address the everchanging technology environment. For example all of the job descriptions can be viewed on tablets and smartphones. With that option the need for paper copies is minimized.
U.S. Job Market continues to improve. There now are 36 states (including the District of Columbia) that have an unemployment rate that is 4.0% or lower. That is one more state than in the prior month.
U,S. Job Market – the unemployment rate continues to hover around 3.8% to 4.0%. The current rate is the lowest it has been in several years.
Looking at the data for individual states for a year to year comparison, the picture is even brighter.
Only two states of the states with low unemployment rates, have higher unemployment rates this than last. Those are Coloarado and Hawaii.
Hawai was at such a low rate last year that the shortage of workers slowed the economy there. The fact that it is an island only magnifies the issues it has to deal with when it low unemploymnent and high unemployment.
Janco continues to monitor the U.S. Job Market and the IT Job Market continually. To see this analysis as it is updated look at the Employment Data on Janco’s main web site.
Job Interview and Hiring Guide includes Top 10 Hiring Best Practices as well as best practices for the interview candidate.
Top 10 Hiring Best Practices – the Interview id critical first step in building a world class organization. The Interview and Hiring Guide provides best practices that both the candidate and the entrerprise should follow.
In today’s employment market, 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 things.
Top 10 Best Practices for the Hiring Process are:
Know how each job supports your organization’s key objectives
Consider both internal and external candidates for open positions.
Use objective evaluation criteria based on known outstanding performers in that job.
Ensure compensation is competitive, based on current market rates for the job.
Apply a consistent selection process to filling all positions.
Include key stakeholders in your employee selection process.
Train your interviewers in your employee selection process.
Give your interviewers guidance to help them probe deeper into a candidate’s suitability.
Review public social media accounts of all candidates.
Conduct comprehensive reference and background checks on job candidates.
Ensure that your orientation process helps new hires become productive faster.
10 Things to Avoid in your resume. The market is competitive and your resume has to stand out or you will not even be phone screened.
10 Things To Avoid In Your Resume – Top 10 Resume mistakes that many IT Professionals make.
Keep it short – Keep your total resume to 2 pages or less.
Resume that does not represent you in the best first impression. Make sure that the resume looks good.
Resume that is not structured well. Bullets, limited bold text, and a summary at the top are key directions to take.
Eliminate spelling errors. This is direct path to the circular file.
Resume that contains grammatical and tense errors – Do not user complex sentences and avoid starting with prepositions.
Resume that does not agree with your “social profile”. Resume needs to be in agreement with what the rest of the world see about.
Photo is a bad idea. Do not include anything that shows your age, race, or appearance.
100% accurate. Everything needs to be truthful and accurate.
Resume that is the same for each job and company. With word processors and email you should at least have a custom cover letter that address the “specific” job or company that you are sending the resume to.
Not following up. If you do not hear back from a company and have sent a resume in, it is a must to follow up and see if the job is still open.