Tag Archives: compensation

  • Negotiating (or Not) When on the Job

    Once you’re on the job, it can be difficult to break out of the company’s standard process for increasing your compensation. But at some point, you may well feel that you’ve earned a raise. How can you act on this feeling, while minimizing the risk of harming your relationship with your boss or giving your coworkers the impression that you are greedy? Here are five steps for earning and negotiating a raise, in the short or medium term:

    Step 1. Deserve a Raise

    covercareerplaybookIf you want a raise, the most important thing you can do is deserve one. Companies are under relentless pressure to satisfy the demands of their stakeholders, and this means they must strive to achieve increased profitability, quarter after quarter—and employees’ salaries go directly to that bottom line.

    Most people think they themselves are performing well at work, but the obvious fact is that some contribute more to the organization’s success. So do your best to make yourself essential to the enterprise. It is incumbent upon you to know exactly how your work fits into the company’s strategy for creating and capturing value. If you don’t know, find out—and if you discover that your project is on the periphery, find a way to get involved in something more central to the company’s efforts.

    Once you’re sure you’re working on and excelling in the right kinds of projects, follow the advice from the chapters in my new book, The Career Playbook: Getting off to the Right Start in a New Job and 4 Guaranteed Success Strategies. If you work hard, are a strong team player, maintain a positive attitude, and take the right amount of initiative, you will be well-positioned to negotiate for a raise.

    Step 2. Get the Facts

    It’s your responsibility to know your market value and understand how your compensation compares to that of people in comparable roles. To find this, talk to your organization’s human resources department to understand the pay scales in your company, as well as the companies they compare themselves to when setting pay for your position. If your HR department won’t share that information with you, speak to friends, mentors, your college’s career services center, and people working in similar jobs in other organizations.

    You can also take advantage of information available publicly on the Internet. At no point in history has so much salary information been as easy to get as it is today. Be cautious, however, using the data coming back from Internet searches. Different companies, industries, cities and regions have their own unique compensation structures, so take the time to make distinctions based on industry, organization size, job function, geography, and required level of education and training. Find databases that are trustworthy and used widely.

    Step 3. Talk to Your Boss

    Now you’re ready to initiate that delicate conversation with your boss. As I stressed above, it’s important to be sensitive when discussing your compensation. It’s well-known that managers are anxious when giving performance reviews, and they find compensation discussions to be just as stressful. So make sure to approach this talk in a constructive manner. Put the conversation into a broader context by assessing your performance in a way that shows how it fits into your department’s strategy. Solicit feedback. Share your findings from step 2, and ask what your boss thinks your expectations for compensation should be. Don’t be pushy, and don’t ask directly for more money, but be clear that compensation is an important part of the overall equation for you.

    In addition to your compensation, communicate the other facets of your job that you value, such as being able to contribute to the company’s strategy, working with people you respect and enjoy, and being provided with chances to learn and grow. Your boss will almost certainly respond better when compensation is one of the items on a broader, more holistic list.

    Step 4. Offer to Take on a Special Project

    If your compensation is locked in for the year, or if your boss says his or her hands are tied by budgetary constraints, another approach is to suggest that you lead a special project for the company. Assuming that you fully understand how your job and contributions fit into your department’s strategy, you should be able to devise a viable effort that would be well received. Examples include offering to help lead college recruiting for your organization, hosting a training seminar for other early-career employees, doing a special intellectual capital project to market your company’s services, or performing a competitive or market study. Suggest to your boss that you lead this special project and that, if it’s successful, you receive a special performance bonus for your work.

    Step 5. If All Else Fails

    If you’ve followed all these steps and still find yourself up against a brick wall, it may be time to make a change. If your salary is non-negotiable, if there are no opportunities for performance bonuses, and if your market intelligence tells you that you’re under- compensated, it may be time to consider looking outside the organization for a new job.

    Hopefully, there won’t be too many times in your career when you feel the need to negotiate for better compensation. Ideally, you will be in a position where your performance speaks for itself—where you’re adding so much value that your organization decides to do the hard work of figuring out how to reward you and make you happy. If you are truly fortunate, others will be prepared to lobby on your behalf. But sometimes, of course, you need to make things happen yourself. Just make sure you approach those situations with care.

    James M. Citrin leads Spencer Stewart’s CEO Practice and serves on the firm’s worldwide board of directors. This excerpt is reprinted from his new book, The Career Playbook: Essential Advice for Today’s Aspiring Young Professional, copyright © 2015 by Esaress International S.A.R.L. Published by Crown Publishers, a division of Penguin Random House LLC. 

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  • Smaller Tech Firms Paying More for Top Talent

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    How much is a good software engineer worth?

    If you’re Weeby.co, here’s the answer: $250,000 a year plus equity. As company CEO and co-founder Michael Carter framed it to CNET in an interview, the competition for the best talent is so fierce, smaller tech companies have little option but to pay top dollar, especially in areas such as Silicon Valley where the cost of living is so high.

    Click here to find software engineering jobs.

    Whereas talented engineers at a tech giant are just one of hundreds contributing to a massive, often pre-existing product, Carter added in his CNET interview, “that same engineer at a small company could be the difference between failure and a billion dollars.”

    At Weeby, engineers aren’t handed that $250,000 all at once; from a starting salary of at least $100,000, their paycheck increases by $10,000 per month until they hit that magical quarter-million figure. Over four years, an engineer could potentially make a cool million—and that’s before you factor in equity. But all that lucre isn’t simply handed out; engineers face monthly performance reviews and the constant pressure to perform above and beyond.

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    For those who aren’t walking into a company with a much-publicized starting salary, a couple simple tips can help secure the paycheck you deserve. After an offer’s made, take the time to review the salary, equity offer, agreements, and any other materials offered by the potential employer. Ask yourself how the deal compares to others you’ve received in the past, or the average salary for people with your years of experience. If the offer isn’t quite to your liking, but you think you’d enjoy the job, prepare to negotiate for more money.

    The average tech salary hit $87,811 in 2013, up a bit from $85,619 the year before, according to Dice’s annual Salary Survey. Developers skilled in R, NoSQL, MapReduce, Hadoop, and other popular languages, frameworks, databases and skills can earn a comfortable six figures. With that in mind, Weeby.co’s offer isn’t that much of an outlier, even if it does underline how competitive things have become.

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  • IT Services Providers Pay Well for Advanced IT Skills

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    The next time IT professionals with advanced skills go looking for a job, chances are good they’ll discover that IT services providers will pay them about 15 to 30 percent more than a traditional enterprise IT organization.

    IT services vendors and traditional IT organizations have always competed for the best IT talent. But because IT services providers build their business around the talents of their in-house IT staffs, making sure they have the best and brightest people is a critical business requirement. With the general economy improving and enterprise IT becoming more complex, finding those people has evolved into a major challenge.

    Click here to find IT administration jobs.

    “We have a number of senior architects that emerged from our storage and data center practices,” Jerry McIntosh, senior vice president for advanced technology at IT-services provider ePlus Technology, said in an interview. “But we’re starting to have to look further afield in order to find people with, for example, programming skills.” He believes the people who can combine business skills with technical acumen will be the ones that rise to the top.

    Because IT people with the latest advanced skills are in such high demand, CompTIA, the industry IT association, reports that IT services firms have already noticed an uptick in the cost of IT labor. In fact, CompTIA reports that salaries for IT professionals who work in IT services firms are considerably higher than in traditional enterprise IT organizations.

    For example, CompTIA data shows that computer network architects make about 32 percent more when working for an IT services firm. Network and systems administrators typically make as much as 17 percent more.

    The challenge that IT professionals often face with applying for these jobs is that many of them are customer-facing. Not only do IT professionals need to have advanced skills to land these jobs, IT service providers want to make sure that the IT professionals they hire have the “soft skills” required to keep customers satisfied.

    Charles King, principal analyst for Pund-IT, suggests that, with the rise of software-defined data centers (SDDCs), it’s going to be a lot easier for IT services organizations to remotely manage IT. Combine that capability with advances in IT automation, and King notes that it’s quite likely more IT in the years ahead will be under the management of external IT services providers.

    With the rise of SDDCs, King said, it’s increasingly clear that application programming interfaces (APIs) will be exposed that will allow data-center infrastructure (along with the applications running on it) to be managed from anywhere in the world: “We’re heading towards a future where traditional back-end management of the data center is being commoditized… The effect that automated operations have on IT is something vendors have historically always talked gingerly about.”

    Right now, many data center operations lack people with the programming skills necessary to turn the vision of SDDCs into everyday reality. But the IT operations specialists who do have those programming skills are likely to command a significant salary premium for years to come. As for those IT specialists who don’t learn to program, the number of career opportunities they can pursue will continue to shrink as IT operations become more automated.

    Even if IT operations specialists don’t know how to program today, the probability that an IT services provider is going to be willing to invest in training is considerably higher than a traditional enterprise IT organization. The IT service provider is trying to monetize IT skills to the fullest extent possible; the average enterprise IT organization tends to view training as either an expense to be minimized or, worse yet, a cost to be absorbed by the employee.

    With the costs associated with acquiring those skills rising, IT professionals who want to stay current on advanced technologies that will pay consistently better might want to go to work for an IT services provider. After all, IT services providers tend to have the financial wherewithal to actually deliver on that salary promise.

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  • 6 Resources for Salary Research

    Good Salary

    By Rob Pritchett

    When it comes to negotiating your pay at work, you’ve got to arm yourself with current salary data and research or you could be selling yourself short. It doesn’t matter if you’ve got the best negotiation skills in the world—if you don’t know what comparable professionals in your industry are earning, you won’t know where to begin.

    Of course, there are popular comparison websites like Salary.com and Payscale, but you can improve your chances of getting a higher salary by taking your research efforts further. Check out these five lesser known resources for salary research.

    Occupational Outlook Handbook

    The Bureau of Labor Statistics produces the Occupational Outlook Handbook each year, which offers details on pay for different occupations. Filters allow you to break down your search by median pay or level of education. You can also get information on the number of projected new jobs and growth rates, two key stats that can serve you well in your negotiations.

    Bureau of Labor Statistics

    If you want more detailed information, the Bureau of Labor Statistics also produces reports on national wages, breaking down the data by region, state and metropolitan area. This is a great way to get salary information about your position, specifically in your locale. If you’re considering a move or job transfer, this can help you figure out how your salary may change.

    Society for Human Resource Management

    The Society for Human Resource Management has something called the Compensation Data Center, where you can buy reports on salary research if you’re a paid subscriber. These reports are based on either job level, function or specific position. A professional membership costs $185 per year, or $35 if you’re a student.

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    National Association of Colleges and Employers

    Although this resource is generally directed toward recent college graduates, the National Association of Colleges and Employers does offer a job seeker calculator to anyone. Simply enter your state of residence, region, years of relevant work experience and level of education to get customized median salary results.

    Your State’s Department of Labor

    There’s no sense in quoting the average national salary for your position when pay patterns specific to your location may differ significantly. Most states offer information about the local labor market and economic conditions as well as average weekly wages broken down by county and industry.

    Dice Salary Survey

    Last but certainly not least, investigate the Dice Salary Survey, which features average tech salaries in various metropolitan areas, sortable by job title and employment type. In addition, there’s a rather extensive section on average salaries based on technology skill.

    Now that you have more weapons in your arsenal for salary research, let’s talk about effective ways to negotiate. If you’re asked to give a proposed salary figure, don’t state a specific number. Instead, offer a pay range. Let the person on the other side of the desk throw out the first figure. If you can’t get your prospective employer to budge on salary, try negotiating extras, like more time off, a flexible schedule or telecommuting. Salary research is important, but so is fine-tuning your negotiation skills so you can make the most of your research.

    Rob Pritchett, a writer for Money Crashers, produces tips for job hunting, career advancement, and technology.

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  • Tech Firms Top List of Best-Paying Companies

    Glassdoor’s just unveiled a list of top companies for compensation and benefits . The point of the survey isn’t to measure “happiness”—there’s another list for that—but instead to shed light on whose employees are the most satisfied with the very basic foundation blocks of employment: pay, benefits and perks. Fourteen of the 25 companies listed are in tech, including four of the top five: Google topped the list, Facebook was No. 3, followed by Adobe and Epic Systems ( Costco held the second spot). Here’s how the tech companies fared: Google (1) Facebook (3) Adobe (4) Epic Systems (5) Intuit (6) Salesforce (9)  Qualcomm (13) Riverbed Technology (14) Verizon (15) VMware (16)   T-Mobile (17) Microsoft (18)  Orbitz Worldwide (22) eBay (25) Google and Facebook always seem to appear high on these surveys, but this is the first time we’ve seen Verona, Wisc.-based Epic make such a prominent appearance. Many reviewers at the company say their jobs are well-paid and the culture is smart and satisfying. However, they warn that work-life balance isn’t always there and the travel schedule of implementers can be grueling. Glassdoor’s Scott Dobroski told the Wisconsin State Journal that the medical software company’s ratings have been on the rise over the past three or four years. “That likely means they’re changing things inside and employees are much more satisfied than they were a few years ago,” he said. Related Stories 5 Great Places to Work for IT Interns Best Places to Work: Twitter’s Culture Rules Software Engineers Earn More at Smaller Companies Image: Maryna Pleshkun/Shutterstock.com The post Tech Firms Top List of Best-Paying Companies appeared first on Dice News .

  • A Tech Career May Not Require a Four-Year Degree

    Do you need a bachelor’s degree to have a successful career in IT? Not necessarily. In some occupations, professionals with less-costly two-year degrees may actually out-earn people with more education, according to research from Georgetown University . In fact, Georgetown says that 28 percent of people with an associate’s degree make more than the median of workers with a bachelor’s degree. For instance, you can make a nice living as a Web developer , application developer , computer programmer , computer support specialist , game designer , systems analyst or network administrator if you have an associate’s degree or relevant college coursework and certifications. The Brookings Institution says half of all STEM jobs are available to workers without a four-year degree. That doesn’t mean you should ignore what a bachelor’s degree can bring you. By 2018, 65 percent of all job openings will require workers to have at least some college experience. Plus, like it or not, some employers won’t even consider candidates who don’t have a four-year degree. What should you do? It’s not a simple decision. You have to consider the cost, quality, and shelf life and relevance of the curriculum, plus your near-term career goals, marketability and potential earnings. Your Path and Earnings Potential While it may be difficult to predict what you’d like to be doing in five years, you need to at least know where you’re headed to determine what kind of higher education you should pursue. Do you want to work for a prestigious company or government agency? Do you want to move into software engineering or IT management or make more than $125,000 per year? If so, odds are you’ll need a bachelor’s degree. Although the starting salaries for professionals with two-year degrees are often higher than those of recent four-year graduates, the bachelor’s degree almost always results in higher earnings over a lifetime, Georgetown says. In fact, computer and engineering managers and software engineers are among the top five earning occupations for those with a bachelor’s degree. Also, consider your marketability. Brookings says employers in certain metro areas tend to require a bachelor’s degree. And when tech hits a down cycle, employers can hold out for candidates with more education. On the other hand, if you’re unsure about your future plans, a community college might be the way to go. If you take the right core classes, you can always complete your bachelor’s degree later on. Calculate the ROI Money is also a factor to consider. Obviously, a scholarship could make your decisions easy, but if you have to pay your own way, calculate the return on your investment by comparing the cost, quality and shelf life of the curriculum to the earnings of recent graduates. For example, it may be difficult to cover the $200,000 a private four-year education could cost you, but relatively easy to pay $64,000 for a similar degree at a state school. When it comes to community colleges, tuition runs an average of $3,200 a year, according to the College Board . If you need room and board, add another $7,500. That would bring the total cost to about $10,700 per year, or $21,400 for your associate’s degree. Once you’ve calculated your costs, think about the amortization. How long will the skills you learn last you? For instance, math proficiency will stay with you forever, but expertise in a specific technology will last only as long as that technology remains in vogue. Most schools will furnish you with the data you need to calculate these things, or you can check the outcomes from different schools at CollegeMeasures.org or Collegerealitycheck.com. The Bottom Line Some employers may be willing to substitute experience for a higher degree, but it’s hard to get your foot in the door with a high school diploma alone. And with the emergence of hybrid jobs and the growing need for communication and other soft skills , a degree is sure to shift the odds in your favor. Bottom line: Some kind of college education is sure to pay off. What you have to decide is which kind of education will get you where you want to go.  Related Stories Can Hacker Schools Provide the Training You Need? Coding Challenges Can Get You a Job Four Strategies for Overcoming Degree Requirements Image: Tungsten/Wikimedia Commons The post A Tech Career May Not Require a Four-Year Degree appeared first on Dice News .

  • More Tech Pros Earning Six Figures Than Ever

    The number of technology professionals earning six-figure salaries has increased for the sixth year in a row, according to new data from Dice . Some 32 percent of full-time tech pros took home more than $100,000 in 2013, according to the findings, up from 30 percent in 2012 and 26 percent in 2011. For contractors , the data is even better: In 2013, a staggering 54 percent of them earned more than $100,000 a year, up from 51 percent the previous year and 50 percent in 2011. Here’s the full breakdown: Full Time, Percent Earning $100k or More: 2010: 23% 2011: 26% 2012: 30% 2013: 32% Contractors, Percent Earning $100k or More: 2010: 45% 2011: 50% 2012: 51% 2013: 54% The graph at the top of this page combines the results from full-time employees and contractors—in other words, all the tech professionals out there. “Technology is now driving the customer experience for companies,” said Shravan Goli, president of Dice. “The more technology professionals can impact the financial performance of a company, the more they deserve to be paid.” Six-figure salaries are “table stakes,” he added, for any firm that wants to attract the right software engineers , designers , and data professionals : “We see it every day on Dice—companies from every industry are pulling out all the stops to recruit talent that enables them to become truly tech-powered companies.” According to Fortune , more companies have turned to tech contractors over the past few years, expanding the opportunities for that segment—provided the contractors themselves have the right skillsets. Dice’s previous analysis of data from the U.S. Bureau of Labor Statistics found that the average hourly salary for tech consultants hit $42.17 in February, the latest all-time high for a job segment that’s enjoyed steady gains in monetary rewards over the past several years. (In 2006, the average tech consultant earned $36-$37 per hour, a number that rose in fits and starts to $40 before gusting up to $42.) Tech consultants are working an average of 38.8 hours per week, also a high. Related Stories Tech Pros’ Salaries, Confidence Rise: Dice Report Tech Consultants: Prepare to Get Paid (and Work Harder Than Ever) Consultants: Pay Attention to These 3 Sectors The post More Tech Pros Earning Six Figures Than Ever appeared first on Dice News .

  • ‘Exploding’ Job Offers Fail to Draw Candidates

    At a time when more IT professionals are confident about their place in the job market , some employers are trying to nail down candidates with aggressive offers – aggressive as in “make your decision right now. ” “This is kind of anecdotal – you hear stories about companies like Google and Amazon making just ridiculously high offers and having them expire really rapidly,” says Ben Hicks, a partner in the Software Technology Search division of Boston recruiting firm WinterWyman . “I’ve heard of candidates getting an offer and having it expire at the end of that day.” Hicks says these “exploding” offers were more common during the dot-com era, but they’ve resurfaced in his area. Still, they’re not the norm. In Austin, for example, recruiter Jeff Hennigan says, “Employers here don’t have the cards to play that hand.” Imbalance of Power Hicks said the tactic often backfires. Applicants see it as a sales-y approach that forces them to make a decision that might not be in their best interests. Indeed, Adam Grant, a professor at the Wharton School of Business, cites research that found these offers don’t help companies hire the right people . Also, they lessen a new hire’s commitment to the employer. Grant cites four reasons a company might use the tactic: It’s having a hard time recruiting candidates. It’s desperate to fill the position immediately. It knows you’ll never choose it if you have the chance to consider other offers. It sees candidates as virtually identical, and is perfectly happy moving quickly to someone else. Essentially, Grant writes, the tactic involves a power imbalance where the employer has many candidates and the candidate has only one offer. But in IT the power often belongs to the candidate. Hennigan, a senior recruiter for Kforce Technology Staffing, says job seekers in Austin often have 20 or 30 other opportunities. If a potential employer gives them any hassle at all, “they just move on to their other 29.” Timelines Grow Shorter “The companies that tend to do it are the bridesmaids a lot, meaning they make offers that aren’t accepted because candidates deem other things to be more interesting,” Hicks says. “I think a company that is confident that what they have to offer is really compelling doesn’t generally feel they have to do that.” Typically, companies making an offer to tech candidates want an answer in two or three days – five at the outside, Hicks says. “While there might be other industries where an offer is good for a week, that’s very rare in technology,” he explains. “If a company makes an offer on a Tuesday or Wednesday, often they demand an answer by Friday – Monday at the very latest.” “I would deem an exploding offer to be even more aggressive than that,” he says. “One that expires in 24 hours or one that expires at the end of today.” One way companies may try the same thing, but in a softer fashion, is to say that if you accept within 24 hours, its offer will be X. If you take three or four days, the amount of money or equity offered will drop. “I think timelines in general have gotten really aggressive in the technology marketplace as it gets harder and harder to find people,” says Hicks. “And some of it’s warranted because, from the company’s perspective, if they make an offer they know that the other candidates probably are not going to be around very long. There are times when they need to know quickly whether they need to move to candidate No. 2 or No. 3 before they lose them.” Demand for Software Skills But such timelines vary by region. In Austin, they’re longer, running up to a week or two, says Hennigan. Most employers still require a background check and drug test, and candidates won’t give notice to their current employer until they pass those. Then one-third to a half receive counter offers from their current employer, so the whole process can take three weeks or a month. The process can move much more quickly for contract positions, especially for projects in which the employer has an aggressive timetable. In that case, the client may be especially worried about losing the No. 2 candidate. Calling Austin “a software town,” Hennigan says demand there is white hot for skills such as Python , Ruby on Rails , JavaScript and PHP . His company offers a $1,000 bonus for referrals to people with those skills that it can place. Those folks, he says, “can just write their own ticket.” The post ‘Exploding’ Job Offers Fail to Draw Candidates appeared first on Dice News .

  • SAP-Related Product Sales and Salaries to Rise

    Employers continue to pay a premium for SAP skills and some talented pros might be more apt to go job-shopping this year than in the past. A survey by consulting and staffing company Red Commerce found three-quarters of SAP pros are planning to look for a new job in the next year. Drivers for this grass-is-greener-on-the-other-side-of-the-fence mentality may reside with growth in SAP’s core ERP products, which may prompt SAP pros to seek other opportunities at other SAP-related vendors. Additionally, salaries are expected to rise by 6 percent in 2014 for SAP professionals. SAP Grows Core Products In the past 24 months, demand has grown in what Glenn Sward, vice president of talent acquisition for SAP Americas, calls “hot developing areas,” such as HANA , broader database skills, mobility and integration of SAP to more of a cloud-based software from on-premise software. Many of the jobs will be with service partners, such as Deloitte , Accenture and others who implement SAP products, as well as SAP customer companies. “When SAP sells a lot of software, Deloitte’s SAP practice benefits, our other ecosystem partners benefit, channel partners benefit, and all that creates jobs. It’s almost its own economy,” Sward says. Demand for SAP pros is expected to remain strong in the coming years, says New York recruiter Steve Levy, a former engineer now at outside-the-box Consulting. “[These projects] are like big Cunard cruise liners – they don’t turn on a dime…With the investment companies have made in SAP, it’s not going away anytime soon,” he says. “Companies are going to have to create, buy or rent the competencies they need…. They’re looking for both internal and external insights. It’s becoming a new class of data science.” Most organizations are still trying to figure out what insights are in their data, Levy noted, adding, companies do not do a good job of developing SAP competency, so they’re always looking for IT pros who can help them. Show Me the Money Salaries in ERP applications development have risen by roughly 6 percent, according to the 2014 salary guide from Robert Half Technology . That compares with roughly 4 percent in the 2013 version. And for those IT workers who have SAP development skills, the Robert Half Technology salary guide recommends adding an additional 8 percent to their annual salaries. What’s rising in value? Skills in SAP Retail, project systems, security, a group of operational skills, methodology-related skills, quality management, master data management  and service management, according to David Foote, CEO of analyst firm Foote Partners. A salary survey conducted by SaaS ERP integrator Panaya reported SAP pros received a raise last year as well, and also found: Employees of SAP customers earned a median salary of $96,100, which is 11 percent higher than the median salary of those working for SAP partners/integrators, which was $86,400. The highest salaries for SAP pros are in aerospace and defense, $126,000, healthcare, $110,700, and financial services, $110,000, while the lowest are in the public sector and education, $87,750, logistics & transportation, $86,400, and communications, $80,000. The median salary for SAP pros with 10 years of experience is $120,000, while those with 1 to 3 years of experience earn an average of $53,500. Complaints from SAP pros centered on having more responsibilities, 54 percent, and having to do more with fewer resources, 50 percent. That could have something to do with their desire to look for new opportunities. The post SAP-Related Product Sales and Salaries to Rise appeared first on Dice News .

  • Why More IT Pros Say ‘No Thanks’ to Becoming CIO

    Want to be a CIO? You’re in the minority. Long hours, lack of prestige and company politics have more IT pros saying they don’t aspire to become CIO , according to a Computerworld survey. Only 32 percent of the 489 IT professionals polled say they are still gunning for the CIO title, while 55 percent say “no thanks.” “Being a CIO doesn’t offer the opportunity to do the cool stuff that IT people like so much to do. It’s about meetings and budgets and politics,” says Stephanie Jurenka, an IT manager at Westway Group, a bulk liquid storage company in New Orleans. Respondents cited a number of reasons their aspirations lie elsewhere: Preference for more of a hands-on role. Title carries a lot of responsibility, but little power or authority. Hours required preclude work/life balance. Relatively low pay. In healthcare, in particular, CIOs face unforgiving deadlines to meet federal mandates, though compensation has not grown in accordance to the workload , according to a survey from St. Petersburg, Fla.-based healthcare recruiting firm SSi-Search. In its poll of 178 healthcare CIOs, 44 percent of respondents say that their duties increased between 25 to 50 percent over the past four years, while 23 percent say their workload jumped 50 to 75 percent. At the same time, nearly 40 percent say their compensation has risen by 10 percent or less during the same time period. Although tech pros prefer hands-on roles, those jobs increasingly are being farmed out to third-party service providers, the Computerworld story notes. At the same time, however, IT pros are finding themselves working in marketing, logistics and other functions outside of IT as technology becomes more deeply embedded in every aspect of the business. “Information and technology are lifeblood for companies: No single department owns them,” says Diane Morello, an analyst at Gartner . These hybrid roles call for a mix of IT and business acumen and by some accounts are growing more rapidly than pure tech roles. The post Why More IT Pros Say ‘No Thanks’ to Becoming CIO appeared first on Dice News .