 IT professionals have reason to smile, at least according to Janco Associates, which paints a very rosy picture about salaries in the IT job market.
The Janco Associates, Inc. salary survey draws on data collected throughout the year. This is done by conducting extensive interviews, gathering data based on Internet-based surveys and survey forms completed by businesses throughout the United States and Canada.
According to the Mid-Year 2010 IT Salary Survey hiring in some sectors of the IT job market seems to be picking up from where it left off before the recession. Salary cuts seem to be a thing of the past and there is actually an increase in compensation for selected positions, especially for CIO's.
A 12-month comparison by Janco indicated that mean compensation, which included bonuses, for all IT executive positions in large enterprises surveyed stood at $143,378, which was a marginal increase from the previous $142,753. Contrastingly, in the case of mid-sized enterprises, there seemed to be a slight decrease in the mean compensation, $125,079 from the previous $126,031.
However,overall compensation for all IT Professionals has shown a slight increase from $77,690 to $78,210; but there was a 13 percent decrease in the number of employees receiving personal bonuses and a seven percent decrease in those receiving enterprise-based performance bonuses.
This IT Salary Survey is based on Janco's IT professionals' compensation database, and compensation benchmark hiring and salary ranges are established for each position surveyed. The IT Salary Survey is published semi-annually.
While analyzing the study data, the upper and lower quartiles are eliminated. This is done in order to get fairly accurate benchmark ranges, which are used to assess the alignment of a company's actual compensation to the marketplace for each job function.
Living up to its reputation as a consulting firm that gives guidelines and recommendations, Janco Associates, Inc announced the release of an Interview and Hiring Guide hat would provide CIO and IT recruiters the tools necessary to ensure the best qualified candidates are asked all of the right questions and the risk of adverse legal actions by rejected candidates is minimized.
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Disaster Planning Best Practices
Without a good Disaster Plan Business Continuity is at risk
 Planning for a disaster is a difficult task at best. A major provider of disaster recovery services, lists hardware problems as the number one cause of disaster, followed by power outages, hurricanes and floods. CIOs often ask "What scenarios should we prepare for" and "How likely is it that it will happen to us" When one thinks of disasters, big events such as Hurricane Katrina or 9/11 are the first come to mind. But if we look at the ultimate consequence of a disaster - downtime - we can see that any event, large or small, can have the same effect on IT infrastructure.
Disaster recovery and business continuity best practices are well documented in the Disaster Recovery Business Continuity Planning Template. The top 7 best practices are:
- Focus on operations
- Train everyone on how to execute the DRP and BCP
- Have a clear definition for declaring when a disaster or business interruption occurs that will set the DRP and BCP process into motion -
- Integrate DRP and BCP with change management
- Focus on addressing issues BEFORE they impact the enterprise
- Validate that all technology is properly installed and configured right from the start
- Monitor the processes and people to know what critical
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