news release - 2016 us it jobs/skills demand pay trends january

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772-234-2787

Cash premiums earned by 64,396 IT professionals, specifically earmarked to 835 certified and noncertified IT skills, rise 4.2 percent in 2015

Pay for 395 IT certifications up nearly 9 percent in two years following seven straight years of quarterly losses

Digital transformation rocking the IT workforce in a big way, and it’s a problem

NOTE: This news release is a summary extract of content in the Q1 2016 update editions of Foote Partners’ IT Skills Demand and Pay Trends Report to be released next week. This market intelligence report is updated every 3 months using data contributed by 2,815 U.S. and Canadian employers and contains IT skills compensation and demand summary analyses from the firm’s IT Skills and Certifications

Pay IndexTM, HOT LIST Forecast, and IT Skills Volatility Index.

Vero Beach, FL – January 17, 2016. Extra pay awarded by employers to talented IT professionals for 835 certified

and noncertified IT and business skills---also known as skills pay premiums---increased 0.7% from October 1st

to the end of December, contributing to a 3.3% overall rise in IT skills and certifications pay premiums for

2015.(Fig. 1) This according to a new update of Foote Partners’ IT Skills and Certifications Pay IndexTM

(aka

ITSCPI) based on data provided by 2,815 North American private and public sector employers who partner with the

firm to report IT compensation for their 218,101 IT professionals.

Drilling down further, average market value for 395 IT certifications has increased for eleven consecutive

quarters, unprecedented in the 17 years Foote Partners has been tracking and reporting compensation for IT

certifications. Most recently cash premiums for certified IT skills rose by an average 3.6% for calendar year 2015

and 8.3% since January 2014. Moreover, these recent gains have occurred after a deep and very prolonged slump

in pay premiums for certifications dating back to 2006.

mailto:[email protected]


Foote Partners News Release – January 17, 2016


Market values for 440 noncertified IT skills barely changed in the final three months of 2015, posting an anemic

0.1% gain over the prior quarter and a more robust 3.2% increase for the year. Still, this was the fourth consecutive

quarterly rise for noncertified skills and the 36th quarterly gain in the past 44 quarters: a steady, sustained

performance stretching back to mid-2004 which has been driven by database, applications development, operating

systems, and management/methodology/process skills, among others.

Figure 1

Since its launch in 1999, the IT Skills and Certifications Pay IndexTM

has continuously tracked quarterly market

values for individual IT skills and certifications earned by 64,396 IT professionals at employers in 83 U.S. and

Canadian cities. Rigorously validated data and detailed market analyses are updated and published by Foote

Partners every 90 days.

-2.0%

0.0%

2.0%

4.0%

6.0%

8.0%

10.0%

12.0%

3 mos6 mos

Annual2 years

3 years

0.23%0.90%

3.56%

8.27%

11.9%

0.11%

0.74%

3.24% 3.9%

5.8%

0.35%1.07%

3.30%

5.11%

7.95%

% o

f C

ha

ng

e i

n M

ark

et

Va

lue

(th

rou

gh

1/1

/20

16

)

3 Yr Growth.Decline in Premium Pay for 835 IT Skills and Certifications

395 IT certifications

440 Noncertified IT skills

All 835 Skills and Certifications

Pay Performance, 3/12/24/24/36 months Certified vs. Noncertified IT Skills

(64,396 IT professionals, data through 1/1/16)

Source: Foote Partners, IT Skills and Certifications

Pay IndexTM (4Q2012 – 4Q2015 editions)

Source: Foote Partners, IT Skills and

Certifications Pay IndexTM

(1Q2008 –

1Q2011 editions)




QUARTERLY HIGHLIGHTS – October 1, 2015 to January 1, 2016

IT Skills and Certifications Pay Performance: By Category

NONCERTIFIED IT SKILLS. Cash pay premiums for 440 noncertified skills increased during the fourth quarter of

2015, gaining an average of +0.11% in market value.

Pay performance in the 4th quarter of 2015 was strong across most of the eight noncertified skills categories

reported:

Database skills: +1.7% (in average market value)

Messaging and Communications skills: +1.1%

Management/Methodology/Process skills: +1.0%

Operating Systems skills: +0.8%

Systems/Networking skills: +0.5%

Applications Development Tools & Platforms skills: +0.3%

Web/eCommerce Development: +0.3%

SAP & Enterprise Business Applications skills: -2.2%

IT CERTIFICATIONS. Cash pay premiums for 385 IT certifications increased +0.23% from October for end of

December, the eleventh consecutive quarter of gains in overall market value following thirteen straight quarterly

losses going back to early 2010. Newsworthy is that this gain comes two years after the highest annual gain in

certifications pay in the 16 year history of Foote Partners IT Skills and Certifications Pay IndexTM. There has been

positive momentum in certifications values since mid-2013 following declines in the prior 25 calendar quarters

dating back to the beginning of 2007.

Only three of eight certifications segments in the new ITSCPI posted losses last quarter:

Information Security certifications: +2.1% (in average market value)

Database certifications: +0.5%

Applications Development/Programming Lang. certifications: +0.4%

Web Development certifications: no change

Foundation and Training certifications: no change

Networking & Communications certifications: -0.7%

Systems Administration/Engineering certifications: -0.9%

Architecture/Project Management/Process certifications: -1.1%




TRENDS DISCUSSION It’s difficult to find an employer who isn’t struggling to come up with its own optimal staffing balance; one that

can address the urgency of new digital product design and delivery strategies and ever deepening data security

threats while still managing to keep integrated systems and networks running smoothly and efficiently. The

challenge has moved well beyond simply having to choose between contingent workers, full-time tech

professionals, and a variety of cloud computing and managed services (i.e. IaaS, Paas, SaaS) options.

Over the next few years it will be about a fairly massive transformation of the technology and tech-business

hybrid workforce to focus on delivering a wide variety of operational and revenue generating solutions quickly

and predictably. Digital transformation alone will depend on solving the puzzle of getting the mix of critical

technology and business skills and experience just right when in fact shortages of skills and talent have never

been more profound nor more debilitating.

These changes don’t happen overnight. Practically speaking it takes a few fiscal cycles to get budgets in line

and recruiting efforts in place to build a new foundation for the optimally restructured workforce. And ‘clean

sheeting’ your organizational systems and practices isn’t realistic: you’re building a new human resource

foundation under what you’re already doing, incrementally strengthening that foundation over time. This takes a

well thought-out job role architecture and meticulous training and development programs, plus well crafted agile

compensation models to get people paid to true competitive market levels and incented to perform.

Many employers have already defined their strategic workforce plans to meet present and future skills

requirements and they’re somewhere in the middle of their multiyear business cycle transition. 2016 and 2017

will be years when they will find out if their strategies were well thought out and their plans properly executed.

Perhaps the largest stumbling block IT and business leaders will face is patience and resolve: to not fold amidst

waves of fear and resistance to change that tend to sweep through companies like changing tides.

Organizational transformation on this scale takes leadership and backbone, but also good data and market

intelligence. That’s the mission behind Foote Partners skills pay premium benchmark research and IT workforce

market intelligence reports.




A. IT Skills and Certifications Pay and Demand

Despite a revived interest in certifications in the last two years, employers are still willing to pay more

for noncertified IT skills. “The fact that average pay premiums for IT certifications have risen for eleven

consecutive quarters after seven years of miserable, steady losses isn’t that surprising,” concludes David

Foote, chief analyst and co-founder of Foote Partners who created IT skills pay benchmarking and forecasting

in 1999 when he launched the IT Skills and Certifications Pay IndexTM

, the industry’s first benchmark

research focusing on skills pay premiums. “Remember that 2006 to 2013 were years when employers were

aggressively outsourcing huge chunks of their infrastructure operations. Now these same employers are

aggressively staffing their digital innovation, information security, advanced data analytics, cloud, and targeted

applications development and systems/network teams. And guess what---a lot of these jobs happen to be very

certification friendly. Plus, vendors have been flooding the market with new certifications to support new product

segments and extensions that are popular with their customers, in areas such as cloud, virtualization, data

center, big data, security.

“What hasn’t changed is that despite all this renewed interest in certified skills, employers continue to be willing

to pay higher cash premiums on average for noncertified IT skills: the equivalent of nearly 9.1 percent of base

salary on average for a single hot noncertified IT skill compared to 7.5 percent for certifications. And that’s for

440 noncertified IT skills compared to only 395 certifications,” notes Foote. “You have to go back to our mid-

2007 data to find a time when average pay for certifications exceeded that of noncertified skills.

“The truth is that there are so many skills that employers find worthy of extra pay, and for these skills either

certifications don’t exist or the ones that do are perceived as too easy to attain. Besides, employers have

always had their own ways to evaluate and accredit skills expertise. They are comfortable using their own

methods to qualify the strength and value of skills and how they factor into their workers’ capabilities on the

job.”

Solid Big Data skills pay performance driven by noncertified -- not certified -- skills. Foote Partners skills

pay benchmark research in 2014 revealed a drop in pay for big data skills and certifications beginning early in

the year. For all the media buzz surrounding advanced analytics the reality had been that the market value of

pay premiums for 58 big data related skills and certifications reported in our IT Skills and Certifications Pay

Index had declined an average 4.7 percent in the last nine months of 2014. In depth interviews we conducted

with executives at more than 200 employers revealed the reasons for the unexpected losses: widespread

dissatisfaction with the return on their sizable advanced analytics investments; organizational and cultural




barriers related to transparency, data governance, and sharing of data enterprise wide; and concerns that they

were understaffed in the kind of sophisticated big data skills and experience necessary to analyze their

structured, semi structured and unstructured data.

The bottom line then and today is that companies have to find their own ‘sweet spot’. That means being realistic

about what they can change and what you can’t as far as institutional barriers to change such as lack of

transparency and failure in sharing data across corporate silos.

And that’s precisely what they’ve done. Fast forward to 2015 and you’ll see many employers now taking a more

measured longer term perspective on their big data investments. Our latest research findings show cash

premiums for 74 noncertified and certified Big Data skills and certifications increased nearly 6% in market value

overall in calendar year 2015. Noncertified skills were the big winners, with 42 skills rising 8.4% in market value

while 32 Big Data certifications remaining depressed for the same period, down 2.5% in market value due

primarily to pay premium declines for four or five SAS certifications and a few Oracle database certifications

during the year.

“We expect Big Data skills market values to recover even more over the next 12 to 24 months,” remarks Foote.

“Big data capabilities are just too critical for staying competitive. They’ve expanded in popularity from a few

industries to nearly every industry and market. And there’s Internet of Things, the next critical focus for data and

analytics services. IDC is predicting a 30% CAGR over the next 5 years while McKinsey is expecting IoT to

have a $4 to $11 trillion global economic impact by 2025 as businesses look to IoT technologies to provide

more insight.

The increasing influx of data available to organizations requires infrastructure being used to house, process,

analyze and visualize intelligence to expand. Rich media analytics will be the driver behind many big data

projects. The increased demand for greater sophistication in analysis and data consumption requires that

organizations refine talent acquisition strategies to compete in the skills gap. For example there will be an ever

increasing demand for analysts capable of transforming IoT data into actionable business intelligence

Arguably one of the largest barriers is getting decision makers to be more comfortable with data-driven decision

making. In my mind that could be the most critical factor slowing down adoption---the tendency of Baby Boomer

generation execs to go with what their ‘gut’ experience and resisting what advanced analytics are telling them.

Not that experience and intuition is not important in making effective decisions; the issue is whether decision

makers have the right experience and tools necessary for coping with what’s ahead of them. It’s become harder

to manage forward if you spend too much time looking backward.”




As for the decline in big data certification market values compared to gains in noncertified big data related skills

value, Foote says there are two explanations. “First, the marketplace may be starting to get saturated with

vendor big data solutions and as more certifications are earned, supply catches up the demand for those

certifications, driving values down. Another possibility is that, as with hot skills in general, employers may have

their own internal accreditation mechanisms in place when hiring and deploying talent. Instead of relying on

vendor certifications to define skill levels in big data solutions they have their own ways of determining the

competency of individuals who are working in big data initiatives.”

DevOps getting serious traction. As companies look to bridge the gap between developers and operations in

an effort to better service their customers they are increasingly promoting improved collaboration and

communications between all stages from conception to delivery. Acceptance of DevOps methodology and

practices has been slowed by cultural barriers and natural resistance to changing longstanding practices for

building, testing and releasing software solutions. Those walls are breaking down as speed and agility become

mainstays to competitiveness in the marketplace

Foote Partners latest pay premium data for 2,745 employers shows a gain of 7.1% in average market value

for DevOps skills in the past six months. Going deeper into our latest skills pay premium benchmark data we

see which of the myriad skills and technologies comprising a typical DevOps environment are currently

contributing to this growth spurt (Fig 2.).

Fig. 2 - DevOps Skills Pay Performance Gainers

Source: Foote Partners IT Skills and Certifications Pay IndexTM

3 mos. 6 mos. ANNUAL

DevOps Area Tool

Market

value %

change - last

3 mos

Market

value %

change - last

6 mos

Market

value %

change - last

12 mos

Build and packaging tools Apache Maven 0.0% 0.0% 11.1%

Build and packaging tools Apache Ant 0.0% 0.0% 0.0%

Continuous integration tools Jenkins 0.0% 10.0% 10.0%

Continuous integration tools Docker 0.0% na na

Database Couchbase Server 9.1% 9.1% 20.0%

Debugging Go language (Golang) na na na

Hosting environments AWS cloud tools and solutions -9.1% 0.0% 11.1%

Hosting environments Google App Engine 0.0% 14.3% 14.3%

Hosting environments Rackspace Cloud 14.3% 0.0% 0.0%

Methodology Agile software development 0.0% 11.1% 11.1%

Open source databases Redis 0.0% 0.0% 10.0%

Open source databases MySQL 0.0% 12.5% 12.5%

Open source databases PostgreSQL 0.0% na na

SCM tools Git/GitHub 0.0% na na

http://www.footepartners.com/htscpi_latest.htm




DevOps engineers have been in big demand as more employers look to deploy a formal strategy. That this is

such a new field means there are still relatively few available experts, which means specialists can choose

between available roles and are able to secure pay rates significantly above the market average in more

generic engineer roles. In the 3rd

Quarter data edition of our firm’s 2015 IT Professional Salary Survey,

DevOps Engineers are earning a median annual base salary of $102,535 across 65 U.S. cities surveyed,

ranging from $87,491 to $128,568 at median in these local labor markets.

Cloud skills demand continues but pay is eroding. In the last few years cloud skills investments have done

pretty well: 73 cloud related certifications and noncertified skills have gained nearly 1% in average value in

calendar year 2015. But similar to the situation with big data skills, market values for cloud certifications are

lagging behind those for noncertified cloud skills: 37 noncertified skills grew 4.2% in average value in 2015

versus a 2% average loss in market value for 36 cloud related certifications.

“Part of this difference between certified and noncertified cloud skills pay performance is the addition of six new

cloud certifications to our IT Skills and Certifications Pay IndexTM

in October. All but one are is earning cash

premiums below the average for all reported cloud certs. That dropped the overall group average pay premium

and is partially responsible for the loss,” notes Foote.

“But for noncertified cloud skills there’s been actual erosion in value, and it began midyear. In the first six

months of the year we reported a 7.1% average gain for 37 cloud skills with certification; in the last half of 2015

our research tracked an average loss of 1.1% in pay for these same cloud skills. We saw the same trend with

cloud related certifications but not as pronounced---as a group they lost an average 0.8% value in the first half

but only half of that amount in the second six months of the year.”

“We see investments in cloud certifications continuing in 2016, and we do expect to see a continued decline in

pay for skills and certifications. It will be a defining year for cloud as and half of large enterprises will have

hybrid cloud deployments by the end of 2017 and expansion and support of cloud data means the demand for

IT individuals with cloud skills or admin architecture. But we believe the talent supply is finally catching up with

demand. This means that pay starts to flatten as the gap between the supply and demand for skills continues

narrowing. That’s what we all learned in Economics 101.”




There will be greater adoption of cloud and in-house/cloud hybrid hosted operations among businesses.

Technologies such as software-defined networking (SDN) and network functions virtualization (NFV) are being

providing greater agility in cloud investments.

Security skills gap deepens and turns to cyber. Market values for 76 Information Security certifications have

been on a slow and steady upward path for two years, up 9.7% in average market value during this period and

+5.7% for the calendar year 2015. Information security professionals are maturing just as the increasing

sophistication of cyber-attack capabilities are demanding more experienced infosec professionals. Strong

performing certifications in 2015 were those in IT security management and architecture, secure software

development, forensics, intrusion analysis, and cybersecurity.

That’s the good news. The bad news is that while cybercriminals and hacktivists are increasing in numbers and

deepening their skill sets, the "good guys" are struggling to keep pace. The problem is going to grow worse in

2016 as hyper connectivity increases. CISOs will have to become more aggressive about getting the skill sets

the organization needs, plus will need to build sustainable recruiting practices and develop and retain existing

talent to improve their organization's cyber resilience.

Without a doubt a cyber security skills gap has developed on a global basis. Evidence of this in Foote Partner’s

latest IT Skills and Certifications Pay IndexTM

data: the CyberSecurity Forensic Analyst and Certified Cyber

Forensics Professional certifications are currently among the highest paying certifications in the Pay Index and

have gained 23.1% in market value in the past twelve months. Moreover, noncertified cyber security skills have

risen 7% in market value in the past year. But with a lack of consistency in accepted cybersecurity career

definitions, organizations can expect to experience difficulties in attracting and retaining cybersecurity talent for

months to come.

"In 2016, I think employers are going to become much more aware that they don't have the right people in their

security departments," notes Foote. "They have good technical guys who can fix firewalls and implement basic

perimeter solutions. But what’s missing are the sort of people who can make the case for cybersecurity being

linked to business challenges and business developments. That's going to be the significant weakness. Boards

are coming to the realization that cyber is the way they do business. The linkage between the business and the

security practice is still weak.




In some cases, it's going to become apparent that organizations simply don't have the right leadership in place.

Other organizations will have to ask themselves if security itself is sitting in the right place within the

organization. "You can't avoid every serious incident, and while many businesses are good at incident

management, few have an established, organized approach for evaluating what went wrong. As a result, they

are incurring unnecessary costs and accepting inappropriate risks. Organizations of all sizes need to take stock

now in order to ensure they are fully prepared and engaged to deal with these emerging security challenges. By

adopting a realistic, broad-based, collaborative approach to cyber security and resilience, government

departments, regulators, senior business managers and information security professionals will better

understand the true nature of cyber threats and how to respond quickly and appropriately."

“Overall we believe 2016 will be another turbulent year of high-profile breaches that will push corporate boards

and senior business executive to face the fact that they haven’t been adequately staffing their data security

operations for decades. They’re now prepared to take data threats more seriously because these threats have

broadened from just a few industries to several and cyber hackers seem to be focusing not just on highly

monetized breaches but those that can intentionally inflict damage to brands and entire companies.”

Urgency to build digital products is transforming the IT workforce. One of the most disruptive trends

reshaping the technology workforce right now is being driven by companies responding to a single question:

How do we use digital innovation to create new products, processes and experiences that will create and drive

important new streams of revenue? Rising demand for digital experiences will force companies to accelerate

the pace of initiatives intended to capture customers in 2016.

The problem is digital strategies and transformation have become a competitive necessities and not just a

growth enablers. The disruption is that there simply isn’t enough talent at the right level of experience in the

marketplace right now to satisfy the need. And it will get worse before it gets better.

Digital product design and delivery is being produced by ‘digital ecosystems’ of products and interactive

experiences supported by major alignment of technology and strategy. It also takes crisp execution by people

inhabiting many new jobs in areas of engineering, applications development, QA, operations, and marketing

that, for many companies, have not previously existed. So the execution challenge is to carefully define each

role, go out and hire the talent to fill them, and figure out how to pay and reward people in these jobs so you

don’t lose them. This has not been an easy task for many companies, made worse by the pressure to produce

results as quickly as possible.




And which jobs are these? Here are some of the core roles in the new product-centric digital enterprise.

Product Lead:

- Typically responsible for running a single digital product or product cluster group. Requires technical depth,

principled and empathetic thinking, judgment, innovative thinking, a high bar for quality and design and a

mentality of starting with the customers and working backwards into experiences and products that satisfy

their needs now and in the future.

- Experience factors: either a computer science background or related engineering experience, or experience

launching digital products within specific verticals. Deep technical understanding. 7-10 years experience

delivering high quality, successful web/internet consumer products. Excellent design, user experience

instincts with an empathetic approach to customer development. A great understanding of data and how to

tell narratives from it.

Product Operations Engineer Lead:

- Builds from the ground up a superior, modern and lean infrastructure for digital products, and the team to

support them. Needs to be entrepreneurial, tied in with current trends and best practices in

Systems/DevOps and able to “construct” as well as run and educate. Anticipates issues, ensures high

availability and monitoring consistency. Passionate about micro-service architectures, loosely coupled

systems, 12 factor apps.

- Experience: Linux/Unix systems; leading key automation functions including provisioning, configuration, and

Continuous Integration deployment of platform components; high-performance, open source web

technologies and monitoring systems; open source public cloud platforms (Amazon EC2, Rackspace

Cloud) and their automation tools; open source databases (MySQL, PostgreSQL, Redis, Elasticsearch);

knowledge of networking protocols; knowledge of Git workflow

QA Engineers:

- Act as the gateway to shipping and quality control for a web engineering team. Responsible for testing

releases before and after deployment, continual optimization of websites and directing an engineering

group on steps to take based on findings, and continual assurance of cross-browser/configuration stability

of the site.

- Requires: Passionate about application reliability and performance; comfortable working on

a technical stack from browser to application/database; Ability to debug HTML/CSS/JS in the browser. Bent

on automation, efficiency and self-service

Backend API/Web Services Engineer:

- This role shapes the digital platform, APIs, and best practices for digital products. Requires exceptional

technical chops, a passion for scalable micro-service architectures, API’s/web services. Sets the culture of

the backend digital engineering team and the platform foundation for other engineers in writing code.

- Experience: Building microservice oriented systems. Excellent understanding and working knowledge of

languages such as Java/Scala, Node/Javascript, Go, Python, Ruby. Ability to build high volume and

scalable services. Experience with different data storage solutions; message queue systems; often requires

cloud platform experience such as AWS or Google.




Other positions in these digital groups:

Product Design Engineer

Business/Product Analysts

DevOps Engineers

UX Designer

Front End Full Stack Developers (Angular, node.js, MongoDB, JavaScript)

Data Scientist or Analytics Architect

It often makes sense for tech leaders to rebuild their existing architectures to better address the agility required

of mobile applications and websites. This means building agile business systems capable of changing rapidly

on the fly. Such systems require agile methodologies, including rapid iteration of software as well as the

processes used to deliver that software. Hiring talent to produce a "minimum viable product" and then

continuously improving upon it is one of the most prized experience factors in greatest demand in the workforce

redesigns now taking place at many companies.

Senior business management may still bring in outside help but they now ask their CIOs as well as their

business line leaders managing large segments of technology talent to be more accountable for architecting,

implementing, and securing new products and services that are largely technology based. These tech

managers are being held accountable for higher levels of information and tech management and their

performance more closely scrutinized. Examples include advanced analytics (for making more informed

decisions), greater security (for customers whose sensitive information flows across enterprise networks), and

capitalizing on fast moving trends such as cloud computing, virtualization, mobile platforms, exponential energy

tech, digital engagement, and of course the Internet of Things. Meanwhile the imperative to streamline

operations, reduce costs in every possible manner, and ensure compliance with countless regulation must still

be met.

Taken together this has placed tremendous pressure on IT leadership to execute flawlessly and predictably in

unfamiliar areas. For many employers this can only be achieved with a dramatic transformation of the IT

workforce to a more appropriately skilled group of professionals who are capable of a level of agility, flexibility

and aptitude not commonly associated with their predecessors. Companies must be able to architect their

human capital to meet business needs now and in the future.




Volatility remains high for IT skills pay. What continues to surprise Foote Partners’ analysts is the

persistently high volatility in pay and demand for IT skills: 23 percent of 794 certified and noncertified skills

changed value in just the third quarter of 2015. That’s slightly lower than the 24.6 percent average over the past

twelve months but significantly higher than the 14 to 19 percent volatility typical for IT skills volatility prior to the

economic upheaval beginning in 2008. Driving this persistently high volatility has been noncertified skill pay

more so than certifications---as a group they have posted volatility as high as 39 percent on a quarter-by-

quarter basis since the beginning of 2014. During this same period IT certifications pay premium volatility has

averaged only 16.2 percent and has never exceeded 22 percent in any calendar quarter going back as far as

2013.

High volatility signals intense competitiveness in the marketplace for IT professionals with specialized skills and

that will not be changing much in the future. New technology begets new skills necessary to implement

solutions based on that technology; if anything this churn has been accelerating over the last ten years, and

that’s exactly what is tracked in Foote Partners’ ITSCPI.




IT Skills & Certifications Pay Data Trend Charts .

IT Skills and Certifications Pay IndexTM – 4th Quarter 2015 data edition

(Data collected through January 1, 2016)

Certifications versus Noncertified IT skills: 2007 to 2015 – Pg 16

Notable Market Value Gains: Certified and Noncertified IT skills:- Pg. 17




How to interpret gains and losses in IT skills and certifications pay premiums

Quarterly gains and losses in premium pay reflect a widening or narrowing, respectively, in the gap between supply and demand for skills and certifications. This may occur for any number of reasons. For example, a quarterly decline in pay for a skill may signal that the market supply of talent for that skill is catching up to demand—not necessarily that demand is starting to wane. IT professionals are often attracted to a skill or certification if they perceive that it has rising value in the marketplace and therefore can help them to achieve higher pay, greater job security, a promotion , or more flexibility in their career choices. As they pursue greater competency in that skill or as more workers attain certification, supply increases and market pricing(which is elastic to the laws of supply and demand) will be driven downward unless demand is rising at the same proportional rate. Conversely, if demand rises and supply is not increasing to match that level of demand, pay premiums for specific skills and certifications will increase. Therefore when interpreting gains and losses in market pay it is important to consider all factors that could be driving supply and demand and market perception. Those factors range from:

- aggressive marketing of certifications by vendors; - changes in certification programs (e.g. certification extensions or retirement); - new technology and evolution/maturation of current technologies; - technology adoption rate; - product integration strategies, - economic conditions; - employment opportunities; - mergers/acquisitions; - budget cycles and the timing of skills and talent acquisition by employers; - changes in labor sourcing plans pursuant to company strategies.




4.5%

5.0%

5.5%

6.0%

6.5%

7.0%

7.5%

8.0%

8.5%

9.0%

9.5%

10.0%

Ave. P

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Pay f

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Ind

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ay):

8 Yr Growth/Decline in Pay for IT Skills and Certifications (835 skills, through January 1, 2016)

Key - MAJOR ECONOMIC LEGISLATION PASSED1. American Recovery and Reinvestment Act2. Sequestration (Amer. Taxpayer Relief Act 2012)

1 2

Official start of recession

440 Noncertified IT Skills(Median average pay, single skill)

395 IT Certifications(Median average pay, single cert)

Official end of recession

Persitent high IT skills market volatility, skills shortages, tech workforce

restructuring

Wall St. meltdown

U.S. Unemployment Rate(at end of each quarter)

(Pay data supporting these charts available in the 2016 IT Skills and Certifications Pay IndexTM.)

Pay for IT certifications is

up for 11 consecutive

quarters after 7 years of

continual decline

Premium Pay for Certified and Noncertified IT Skills Has Become a Popular Component of IT Compensation as IT Organizations Transform Themselves

(Average Median Pay for a Single Certified vs. Noncertified IT Skill, Last 8 years – 64,396 professionals)

Source: Foote Partners, IT Skills and Certifications Pay IndexTM (4Q2007 – 4Q 2015 editions)

Pay for IT skills (noncertified) in

2015 is the highest it has

been since 2001.





IT Certifications Pay Trend Highlights: 10% or Higher Market Value Gains in 4th Quarter 2015 These certified and noncertified skills gained 10% or more in market value in the calendar quarter ending January 1, 2016 versus prior quarter. Listed in descending order of amount of gain, including ties:

IT CERTIFICATION Gainers

Architecture, Project Management and Process certifications - Six Sigma Master Black Belt - Six Sigma Black Belt - Certified Associate in Project

Management Application Development/Programming Languages - AWS Certified DevOps Engineer -

Professional

IT Security certifications - GIAC Certified Forensics Examiner - GIAC Certified Penetration Tester - GIAC Information Security Fundamentals - CompTIA Security+ - EC-Council Computer Hacking Forensic

Investigator - GIAC Reverse Engineering Malware - GIAC Web Application Penetration Tester

Networking and Communications certifications

- Juniper Networks Certified Internet Specialist (JNCIS)

- CWNP/Certified Wireless Networking Expert (CWNE)

- Cisco Certified Network Professional – Voice

- Cisco Certified Internetwork Professional (CCIP)

Systems Administration certifications - Microsoft Certified Solutions Master(all) - Novell Certified Administrator (CNA) - Citrix Certified Enterprise Administrator

(CCEA) - Red Hat Certified Engineer(RHCE) - VMware Certified Advanced Professional

(VCAP)




Noncertified IT Skills Pay Trend Highlights: 10% or Higher Market Value Gains in 4th Quarter 2015 These noncertified IT skills gained 10% or more in market value in the calendar quarter ending January 1, 2016 versus prior quarter. Listed in descending order of amount of gain, including ties:

NONCERTIFIED IT SKILLS Gainers Applications Development skills - Apache Flex - C++ /CLI - Progress 4GL/Development tools - Cucumber - SaaS - Apache Lucene - R language Database skills - Sybase Adaptive Server Enterprise - Amazon RedShift - DB2 - Data Mining

Messaging & Communications skills - Message-oriented Middleware Management, Process & Methodology skills - Quantitative Analysis/Regression

Analysis - SEO

SAP/ERP skills - Software AG webMethods

- SAP BODI - Microsoft Dynamics

- Oracle BPM

- SAP WEBI - SAP Xcelsius - SAP BOXI - SAP Basis Components - SAP Security - SAP APO - Oracle HRMS - Salesforce - SAP IS-U - SAP PM - Workday HCM

Systems/Networking skills - IPX/SPX - VPN/OpenVPN - Mobile device management - Cisco UCCX - VMware Server/ESX, ESXi Server - Rackspace Cloud - CA Endevor Operating Systems Skills - VMware vSphere - HPUX Web/SOA/E-Commerce skills - Microsoft Commerce Server - Content management systems - VBScript - XHTML MP - jQuery - RESTful - Documentum - JavaFX - Mule/MuleESB




IT Skills & Certifications Pay Performance Trend Charts .



IT Certifications (page 20)

Noncertified IT skills (page 25)

IT Skills & Certifications Volatility IndexTM (page 30)




IT Certifications: Latest market value trends





IT CERTIFICATIONS CATEGORIES

# of certs

surveyed

Foundation level and Training 8

Apps Development/Prog. Languages 42

Database 36

Web Development 11

Networking & Communications 86

System Administration/Engineering 93

Information Security 76

Architecture/Project Management/Process 38

ALL CERTIFICATIONS REPORTED 390

Change in Average Premium Pay

by Category

% Change

3 mos

% Change

6 mos

% Change

ANNUAL

% Change

2 yrs

0.0% 0.0% 21.4% 51.8%

0.4% -0.4% 2.1% 13.8%

0.5% -1.0% -0.2% -1.6%

0.0% -6.1% -3.1% 0.0%

-0.7% -0.7% -2.8% -2.2%

-0.9% -1.5% 2.0% 6.5%

2.1% 2.3% 5.7% 9.7%

-1.1% 1.9% -3.6% -0.4%

0.23% 0.90% 3.56% 8.27%

2%

4%

6%

8%

10%

12%

IT Certifications Premium Pay - by Category, Last 12 Years

Information Security

Database

Architecture/Project Management/Process

Web Development

Foundation level & Training

<--ALL CERTS

Apps Dev/Program

Languages

Systems Admin/Eng.

(Values expressed as equivalent of % of base salary)

13%

Networking/Comm.

2-YEAR IT CERTIFICATIONS PAY TRENDS

(Data collected through 1/1/2016 – 64,396 IT Professionals)

3/12/24 MONTH IT CERTIFICATIONS PAY TRENDS BY CATEGORY

(% Change in Average Median Pay for a Single IT Certification)


SOURCE: Data supporting these charts is from Foote Partners IT Skills & Certifications Pay IndexTM (2004 to 2015 quarterly editions)

(Pay data supporting these charts available in the IT Skills and Certifications Pay IndexTM – 4Q 2015 edition)





Avaya Certified Implementation Specialist Avaya Certified Professional Design Specialist Avaya Certified Solution Specialist AWS Certified Solutions Architect – Associate AWS Certified Solutions Architect – Professional AWS Certified SysOpsAdministrator-Associate AWS Certified Developer – Associate AWS Certified DevOps Engineer - Professional BICSI ITS Technician Brocade Certified Network Engineer Brocade Certified Network Professional Brocade Certified Fabric Designer Brocade Certified Fabric Professional (BCFP) Certificate of Cloud Security Knowledge Certification of Competency in Business Analysis Certified Analytics Professional (CAP) Certified Associate in Project Management) Certified Business Analysis Professional (CBAP) Certified Business Continuity Professional (CBCP) Certified Cloud Architect Certified Cloud Technology Professional Certified Computer Examiner (CCE) Certified Computing Professional (CCP-ISC2) Certified Cyber Forensics Professional Certified in Convergent Network Technologies (CCNT) Certified Database Design Specialist Certified Data Centre Management Professional Certified Data Management Professional Certified Disaster Recovery Engineer (C/DRE) Certified Forensic Computer Examiner Certified Fraud Examiner Certified Salesforce Developer Certified Salesforce Advanced Developer Certified in the Governance of Enterprise IT (CGEIT) Certified in Risk and Information Systems Control Certified Information Security Manager (CISM) Certified Information Systems Auditor (CISA) Certified Information Systems Security Professional Certified IT Architect (IASA CITA) Certified IT Compliance Professional Certified Manager of Software Quality (CMSQ) Certified Protection Professional Certified Secure Software Lifecycle Professional Certified Software Quality Analyst (CSQA) Certified Technical Architect (Salesforce.com) Certified Telecommunications Network Specialist Check Point Certified Master Architect (CCMA) Check Point Certified Security Administrator (CCSA)

Check Point Certified Security Expert (CCSE) Certified Cisco Systems Instructor (CCSI) Cisco ASA Specialist Cisco Certified Architect Cisco Certified Design Associate (CCDA) Cisco Certified Design Expert (CCDE) Cisco Certified Design Professional (CCDP) Cisco Certified Entry Network Technician (CCENT) Cisco Certified Internetwork Expert (CCIE) Cisco Certified Internetwork Professional (CCIP) Cisco Certified Network Associate (CCNA) Cisco Certified Network Associate - Data Center Cisco Certified Network Associate - Security Cisco Certified Network Associate - Voice Cisco Certified Network Associate Wireless Cisco Certified Network Professional Wireless Cisco Certified Network Professional (CCNP) Cisco Certified Network Professional - Data Center Cisco Certified Network Professional - Security Cisco Certified Network Professional Voice Cisco Certified Systems Instructor (CCSI) Cisco Data Center Networking Infrastructure Design Specialist Cisco Data Center Networking Infrastructure Support Specialist Cisco Data Center Storage Networking Support Specialist Cisco Data Center Storage Networking Design Specialist Cisco Data Center Unified Computing Design Specialist Cisco Data Center Unified Computing Support Specialist Cisco Data Center Unified Fabric Design Specialist Cisco Data Center Unified Fabric Support Specialist Cisco Firewall Security Specialist Cisco IP Communications Express Specialist Cisco IP Contact Center Express Specialist (CPCC) Cisco IP Telephony Design Specialist Cisco IP Telephony Support Specialist Cisco IPS (Intrusion Prevention System) Specialist Cisco Network Admission Control Specialist Cisco Rich Media Communications Specialist Cisco Unity Design Specialist Cisco Unity Support Specialist Cisco VPN Specialist Citrix Certified Administrator (CCA) Citrix Certified Advanced Administrator (CCAA)

Citrix Certified Associate - Virtualization Citrix Certified Enterprise Administrator (CCEA) Citrix Certified Enterprise Engineer (CCEE) Citrix Certified Enterprise Engineer (CCEE) for Virtualization Citrix Certified Expert - Apps and Desktops Citrix Certified Instructor (CCI - Virtualization, Networking, or Mobility) Citrix Certified Integration Architect Citrix Certified Professional - Apps and Desktops Citrix Certified Professional – Mobility (CCP-M) CIW Associate CIW Certified Database Design Specialist CIW Network Technology Associate CIW Web Design Professional CIW Web Development Professional CIW Web Foundations Associate Master CIW Administrator Cloud U (Rackspace) Master CIW Designer Master CIW Enterprise Developer Master CIW Web Site Manager Cloudera Certified Developer for Apache Hadoop Cloudera Certified Administrator for Apache Hadoop Cloudera Certified Professional: Data Scientist Cloudera Certified Specialist in Apache HBase CompTIA Advanced Security Practitioner (CASP) CompTIA Certified Technical Trainer (CTT+) CompTIA Cloud Essentials CompTIA Cloud+ CompTIA/Linux Administrator (Linux+) CompTIA Mobility+ CompTIA Mobile App Security+ CompTIA/Network (Network+) CompTIA Project+ CompTIA Security+ CompTIA Server+ CompTIA Storage+ Convergence Technologies Professional (CTP) CWNP Certified Wireless Analysis Professional CWNP/Certified Wireless Design Professional CWNP Certified Wireless Network Administrator

CWNP Certified Wireless Network Expert (CWNE) CWNP Certified Wireless Network Trainer CWNP Certified Wireless Security Professional CWTS/Certified Wireless Technology Specialist CyberSecurity Forensic Analyst

EC-Council Certified Network Defense Architect Certification EC-Council Certified Ethical Hacker (CEH EC-Council Computer Hacking Forensic Investigator (CHFI) EC-Council Certified Secure Programmer (ECSP) EC-Council Certified Security Analyst EC-Council Disaster Recovery Professional (EDRP) EC-Council Licensed Penetration Tester (LPT) EC-Council Network Security Administrator (ENSA) EC-Council Certified VoIP Professional (ECVP) EMC Cloud Architect Expert (IT-as-a-Service) EMC Cloud Architect Specialist (Virtualized Information Infrastructure) EMC Data Science Associate EMC Implementation Engineer – Specialist EMC Implementation Engineer - Expert EMC Platform Engineer – Specialist EMC Storage Administrator – Expert EMC Storage Administrator – Specialist EMC System Administrator – Specialist EMC Technology Architect – Expert EMC Technology Architect – Specialist HDI Customer Service Representative HDI Desktop Support Manager HDI Desktop Support Technician HDI Support Center Analyst HDI Support Center Director HDI Support Center Manager HDI Support Center Team Lead HDI Technical Support Professional Help Desk Analyst: Tier 1 Support Specialist/Ed2Go Help Desk Team Lead/RCCSP HP/Accredited Integration Specialist (AIS) HP Accredited Platform Specialist (APS) HP Accredited Systems Engineer--Cloud Architect V2 HP Accredited Systems Engineer--Cloud IntegratorV1 HP Accredited Technical Professional (ATP) HP Accredited Technical Professional-Cloud Administrator HP/Accredited Solutions Expert (ASE - all) HP/Accredited Systems Engineer (ASE) HP/ASE - Data Center and Cloud Architect V1 HP ASE - Storage Solutions Architect V1 HP ATP - Storage Solutions V1 HP/Certified Systems Administrator HP/Certified Systems Engineer HP/Master Accredited Solutions Expert (MASE - all) HP Master ASE - Storage Solutions Architect V1 HP ASE - Storage Solutions Integrator V1

395 IT Certifications Reported (new this quarter in red)




HP/Master Accredited Systems Engineer (Master ASE) HP/Master ASE – Data Center and Cloud ArchitectV1 HP Vertica Big Data Solutions Administrator HP Vertica Solutions IBM Advanced Systems Administrator (all) IBM Certified Administrator for SOA Solutions: WebSphere Process Server IBM Certified Advanced Application Developer (all) IBM Certified Advanced Database Administrator IBM Certified Advanced Security Professional IBM Certified Advanced Technical Expert - Power Systems with AIX v2/v3 IBM Certified Applications Developer (all) IBM Certified Database Administrator IBM Certified Developer - Cognos IBM Certified Infrastructure Systems Architect IBM Certified Operator - AIX Basic Ops IBM Certified SOA Solution Designer IBM Certified Solution Advisor-Cloud Computing Advisor V4 IBM Certified Solution Architect – Cloud Computing Infrastructure V1 IBM Certified Solution Designer – WebSphere IBM Certified Solution Developer - DB2 SQL IBM Certified Solution Expert - Cognos IBM Certified Solutions Developer: WebSphere (al) IBM Certified Specialist - System z IBM Certified Specialist – Cognos IBM Certified Specialist - Storage IBM Certified Systems Administrator IBM Certified Systems Administrator - AIX 7 IBM Certified Systems Administrator - IBM i 6.1 IBM Certified Systems Administrator – WebSphere IBM Certified Systems Expert - AIX and Linux v2 (all) IBM Certified Systems Expert - Virtualization Technical Support for AIX and Linux - v2 IBM Certified Advanced Technical Expert - Power Systems with AIX v2 InfoSys Security Architecture Professional (ISSAP/CISSP) InfoSys Security Engineering Professional (ISSEP/CISSP) InfoSys Security Management Professional (ISSMP/CISSP) ITIL Practitioner Certificate in IT Service Management ITIL Service Manager Certification JBoss Certified Developer (Seam, Persistence, ESB) Juniper Networks Certified Internet Associate

Juniper Networks Certified Internet Specialist Juniper Networks Certified Internet Professional Juniper Networks Certified Internet Expert Linux Professional Institute certification (Level 2) Linux Professional Institute certification (Level 3) Microsoft Certified Master/Solutions Master(all) Microsoft Certified Applications Developer (MCAD) Microsoft Certified Architect Microsoft Certified Database Administrator (MCDBA) Microsoft Certified Desktop Support Technician (MCDST) Microsoft Certified IT Professional (MCITP/all) Microsoft Certified IT Professional: DBA Microsoft Certified Professional Developer (all) Microsoft Certified Solution Developer: Applications Lifecycle Management Microsoft Certified Solution Developer (MCSD) Microsoft Certified Solutions Associate(all)

Microsoft Certified Solutions Associate: SQL Server 2012

Microsoft Certified Solutions Expert(all) Microsoft Certified Solutions Expert: Business

Intelligence Microsoft Certified Solutions Expert: Data Platform Microsoft Certified Solutions Expert: Desktop

Infrastructure Microsoft Certified Solutions Expert: Private Cloud Microsoft Certified Solutions Expert: Server

Infrastructure Microsoft Certified Solutions Expert:

Communications Microsoft Certified Technology Specialist (all) Microsoft Certified Technology Specialist: Microsoft

Dynamics CRM Microsoft Certified Technology Specialist: SQL

Server 2008 Microsoft Certified Trainer (MCT) Microsoft MCSA: Security (MCSA: Security) Microsoft MCSE: Security (MCSE: Security) Microsoft Office Specialist Microsoft Specialist Certification in Microsoft Azure Microsoft Specialist in Windows 10 Mongo DB Certified DBA Mongo DB Certified Developer NetApp Certified Data Administrator (NCDA) NetScout/nGenius Certified Analyst (nCA) NetScout/nGenius Certified Expert (nCE)

NetScout/nGenius Certified Master (nCM) NetScout/nGenius Certified Professional (nCP) Novell Certified Instructor Novell Certified Linux Engineer (Novell CLE)

Novell Certified Linux Professional (Novell CLP) Novell/Certified Internet Professional (CIP)

Novell/Certified Novell Administrator (CNA) Novell/Certified Novell Engineer (CNE) Novell Identity Manager Administrator Open Group Certified Architect Open Group Certified IT Specialist Open Group Master Architect Open Group Master Certified IT Specialist Oracle Administrator Certified Associate - DBA (OCA) Oracle Administrator Certified Master - DBA (OCM) Oracle Administrator Certified Professional - DBA (OCP) Oracle Business Intelligence Foundation Suite 11G

Certified Implementation Specialist Oracle Certified Associate, Java SE Programmer

Oracle Certified Associate, MySQL 5 Oracle Certified Associate, WebLogic Server

Administrator Oracle Certified Expert - MySQL 5.1 Cluster Database

Administrator Oracle Certified Expert - Oracle Solaris 10 Systems

Administrator Oracle Certified Expert - Siebel CRM Business Analyst Oracle Certified Expert - Java Platform EE Developer Oracle Certified Expert - Oracle Solaris 10 Network Administrator for Solaris Oracle Certified Master - Java EE Enterprise Architect Oracle Certified Master - Java SE Developer Oracle Certified Professional - Advanced PL/SQL Developer Oracle Certified Professional - Application Server 10g Administrator Oracle Certified Professional - E-Business Suite Oracle Certified Professional - Java SE Programmer Oracle Certified Professional - Java EE Web Component Developer

Oracle Certified Programmer - Java EE Web Services Developer Oracle Certified Professional - MySQL 5.0 Database Administrator Oracle Certified Professional - MySQL 5.0 Developer Oracle Certified Professional - Oracle Solaris 10 Systems Administrator for Solaris

Oracle Certified WebLogic Server System Administrator Expert Oracle Enterprise Manager Oracle Exadata 11g Certified Implementation Specialist Oracle Forms Developer Certified Professional Oracle PL/SQL Developer Certified Associate Oracle SOA Infrastructure Implementation Certified Expert Oracle VM 3.0 for x86 Certified Implementation Specialist PMI Agile Certified Practitioner (PMI-ACP) PMI Program Management Professional (PgMP) PMI Project Management Professional (PMP) PMI Risk Management Professional (PMI-RMP) Professional Certified Investigator Red Hat Certificate of Expertise in Infrastructure-as-a-Service Red Hat Certified Architect (RHCA) Red Hat Certified Datacenter Specialist (RHCDS) Red Hat Certified Engineer (RHCE) Red Hat Certified Security Specialist (RHCSS) Red Hat Certified Systems Administrator Red Hat Certified Technician (RHCT) RedHat Certified Virtualization Administration Qualified Information Security Professional Q/ISP RSA Certified Administrator (RSA/CA) RSA Certified Instructor (RSA/CI) RSA Certified Systems Engineer (RSA/CSE) SANS/GIAC Assessing Wireless Networks SANS/GIAC Auditing Wireless Networks SANS/GIAC Certified Firewall Analyst SANS/GIAC Certified Forensic Analyst SANS/GIAC Certified Forensics Examiner SANS/GIAC Certified Incident Handler SANS/GIAC Certified Intrusion Analyst SANS/GIAC Certified Penetration Tester SANS/GIAC Certified Perimeter Protection Analyst SANS/GIAC Certified Project Manager SANS/GIAC Certified Security Essentials SANS/GIAC Certified Unix Security Admin SANS/GIAC Certified Windows Security Admin SANS/GIAC Certified Web Application Defender SANS/GIAC Enterprise Defender SANS/GIAC Exploit Researcher and Advanced Penetration Tester SANS/GIAC Information Security Professional SANS/GIAC Information Security Fundamentals SANS/GIAC Legal Issues in Information Technology and Security SANS/GIAC Mobile Device Security Analyst






SANS/GIAC Reverse Engineering Malware SANS/GIAC Secure Software Programmer—Java SANS/GIAC Security Essentials SANS/GIAC/Security Leadership SANS/GIAC Systems and Network Auditor SANS/GIAC Web Application Penetration Salesforce.com Certified Technical Architect SAS Certified Advanced Programmer SAS Certified Base Programmer SAS Certified Data Integration Developer for SAS 9 SAS Certified Predictive Modeler-SAS Enter. Miner 7 SAS Certified Statistical Business Analyst – SAS 9 Security Certified Network Architect (SCNA) Security Certified Network Specialist (SCNS) Siebel 8 Consultant Certified Expert Six Sigma Black Belt Six Sigma Master Black Belt SNIA Certified Storage Architect SNIA Certified Storage Networking Expert (SCSN-E) SNIA Certified Storage Professional SNIA Certified Systems Engineer Sniffer Certified Expert SolarWinds Certified Professional (SCP) Sun Certifications (SEE ORACLE) Systems Security Certified Professional (SSCP) Teradata 12 Certified Associate Teradata 12 Certified Database Administrator Teradata 12 Certified Enterprise Architect Teradata 12 Certified Master Teradata 12 Certified Professional Teradata 12 Certified Solutions Developer Teradata 12 Certified Technical Specialist TIBCO Certified Professional TIBCO Certified SOA Architect TOGAF 9 Certified VMware Certified Advanced Professional VMware Certified Advanced Professional – Cloud Infrastructure Design (VCAP-CID) VMware Certified Advanced Professional – Cloud Infrastructure Administration (VCAP-CIA) VMware Certified Associate - Workforce Mobility (VCA- WM) VMware Certified Associate - Cloud (VCA-Cloud) VMware Certified Design Expert (VCDX) VMware Certified Design Expert - Cloud (VCDX-Cloud)

VMware Certified Design Expert 5 - Data Center Virtualization (VCDX5-DCV) VMware Certified Professional (VCP) VMware Certified Professional-Cloud (VCP6-Cloud) VMware Certified Professional 6 - Data Center Virtualization (VCP6-DCV)





IT Skills (Noncertified): Latest market value trends





NONCERTIFIED IT SKILLS CATEGORIES

# of skills

surveyed

Systems/Networking 75

Messaging and Communications 13

SAP & Enterprise Business Applications 110

Apps Development Tools & Platforms 67

Web/e-Commerce Development 67

Database 40

Operating Systems 15

Management/Methodology/Process 53

ALL NONCERTIFIED SKILLS REPORTED 440

Change in Average Premium Pay

by Category

% Change

3 mos

% Change

6 mos

% Change

ANNUAL

% Change

2 yrs

0.5% 0.6% 2.0% 1.7%

1.1% 0.0% 3.7% 5.7%

-2.2% -1.8% -3.6% -6.0%

0.3% 1.3% 7.5% 11.8%

0.3% 0.9% 1.4% -0.7%

1.7% 3.0% 10.3% 17.3%

0.8% 0.8% 23.5% 17.6%

1.0% 2.3% 6.9% 7.8%

0.11% 0.74% 3.24% 3.87%

5%

6%

7%

8%

9%

10%

11%

12%

13%

14%

Noncertified IT Skills Premium Pay - by Category, Last 12 years

Systems/Networks

SAP/Enterprise

Business Apps

Operating Sys

Messaging/ Communications

Management, Methodology,

Process

Apps Dev Tools/

Platforms

Web/Ecommerce

(Values expressed as equivalent of % of base salary)

ALL SKILLS

Database

2-YEAR NONCERTIFIED IT SKILLS PAY TRENDS (Data collected through 1/1/2016 – 64,396 IT Professionals)

SOURCE: Data supporting these charts is from Foote Partners IT Skills & Certifications Pay IndexTM (2004 to 2015 quarterly editions)

3/12/24 MONTH NONCERTIFIED IT SKILLS PAY TRENDS BY CATEGORY

(% Change in Average Median Pay for a Single IT Certification)


(Pay data supporting these charts available in the IT Skills and Certifications Pay IndexTM – 4Q 2015 edition)





Applic. Dev. Tools/Platforms Agile Programming/RAD/EP Amazon Web Services (EC2, S3, ASW, SQS, ELB, et. al.) Apache Ant Apache Cordova Apache Flex Apache Hadoop Apache Lucene Apache Maven Apache Pig/Pig Latin Apache Spark Apache Struts/Struts2 Apache Tomcat Apache Zookeeper Automated Testing Business Objects C C# C++ /CLI Clarity PPM Clojure Cloudera software Cobol Cognos Confluence Cucumber Delphi Drupal Eclipse Epic Systems applications F# Git / GitHub Go language (Golang) Groovy/Grails Hibernate Integration Testing iRise Java/J2SE, ME, J2EE Jenkins JIRA MapReduce MATLAB Microsoft Azure Microsoft SQL Server Management Studio NetWeaver

Nim Objective-C Oracle Apps Developer Framework PL/SQL Powerbuilder Progress 4GL/Development tools R language Ruby Ruby on Rails Saas SAS Scala Scrum Selenium SQL Windows Tcl Transact-SQL UML (unified modeling language) Visual Basic 6.0 Visual C++ Visual J++ WebSphereMQ Xcode

SAP & Enterprise Bus. Apps. ABAP (all modules) Baan J.D. Edwards Lawson

Microsoft Dynamics NetWeaver NetWeaver Portal (SAP EP) Oracle BPM Oracle CRM Oracle E-Business suite Oracle ERP Oracle Financials Oracle HRMS Oracle SCM Oracle SOA Suite Peoplesoft Remedy

Salesforce Accelerated SAP (SLM) SAP AFS SAP ALE

SAP APO SAP Auto-ID infrastructure

SAP Banking SAP Basis Components SAP BI Accelerator SAP BODI SAP BODS SAP BOXI SAP BPC SAP BSP SAP Business One SAP Business Workflow/Webflow SAP CA SAP CAF SAP CCM SAP CE SAP CFM SAP CO SAP CO-PA SAP CRM SAP Crystal Reports SAP CS SAP EBP SAP EDI SAP EHS SAP EPM SAP ERP SAP ESA SAP Fiori SAP FI (Financial Accounting) SAP FI - CA SAP FI – FSCM SAP FI - Travel Management SAP FS (Insurance) SAP GRC SAP GTS SAP HANA ( In-Memory Appliance) SAP HCM (SAP HR) SAP HCM ESS/MSS SAP HR-PA SAP IM SAP IS-U (Utilities) SAP ITS SAP KW SAP LES SAP LO SAP Manufacturing

SAP MDM SAP MDX SAP MI SAP MII SAP MM SAP MRO SAP MRS SAP Netweaver Applications Server SAP Netweaver BW (BIW) SAP NetWeaver Visual Composer SAP NWDI SAP Oil & Gas SAP PI (NetWeaver Process Integ.) SAP PLM SAP PM SAP PP SAP PS SAP PSCD SAP Public Sector Management SAP PY (Payroll) SAP QM SAP Retail SAP Service & Asset Mgt. SAP SCM SAP SD SAP SD – GTS SAP Security SAP SEM SAP SM SAP Smart Forms SAP Solution Manager SAP SRM SAP TM SAP Web Application Server SAP WEBI SAP WM SAP WM – EWM SAP Xcelsius Siebel Software AG webMethods SuccessFactors Web Dynapro Workday HCM

Database Amazon DynamoDB Apache Cassandra Apache CouchDB Apache Hive Amazon RedShift Base SAS Cloudera Impala Couchbase Server Database management Data mining Data security DB2 dbase/xbase ETL (Extract, transform, load)

Hbase Informatica Java Database Connectivity Master data management Microsoft Access Microsoft Exchange Server Microsoft SQL Server MongoDB MySQL NoSQL Oracle Application Server Oracle Business Intelligence Enterprise

Edition Plus Oracle Coherence Oracle DB 9i/10g/11i/12c Oracle Exadata Oracle Forms Oracle Reports Oracle Enterprise Manager OpenEdge ABL (Progress 4GL) PostgreSQL Redis Riak Sqoop Sybase Adaptive Server TIBCO Spotfire Visual SQL

440 Noncertified IT Skills Reported (new this quarter in red)




Web/e-Commerce Development

Active Server Pages ActiveX Ajax AngularJS Apache Solr Apache web server

CGI Cold Fusion MX Content management systems CSS/CSS3 Django Docker Documentum Elasticsearch Front End Development Google App Engine Google Cloud Platform HTML5 JavaBeans/EJB 3.0 JavaFX JavaScript Java Server Pages JBoss Enterprise Jetty Joomla! jQuery JSON KnockoutJS Magento Magnolia Microsoft BizTalk Server

Microsoft Commerce Server Microsoft Identity Integration Server Internet Information Services Microsoft Internet Security and Acceleration Server (ISA) Microsoft Sharepoint Microsoft Silverlight Microsoft .NET Mobile applications development Mule/MuleESB Node.js Oracle Fusion Oracle WebLogic Oracle Workflow Perl

PHP (all)

Python REST RESTful Secure software development SOAP Social Media/Networks Spring Framework TIBCO VBScript Video/graphics editing Visual Interdev VoiceXML Web collaboration appliances WebSphere WebSphere Datapower Wikis WSDL XAML/XACML XHTML MP

XML (all variants)

Management, Methodology and Process

Big Data Analytics Business Analysis Business intelligence Business process management/ modeling/improvement Business performance management (software/systems) Capacity Planning/Management Change management COBIT Collaboration software Complex Event Processing/Event Correlation Configuration Management Continuous Integration CRM Cryptography (encryption, VPN, Hybrids) Cybersecurity Data Analytics Data Architecture

Data Governance Data Management Data Modelling DevOps

E-Procurement ERP Game Development Information management IT Governance ITIL V3 Kanban Marketo Microservices Microsoft Visio Predictive Analytics and Modeling Prescriptive Analytics Product lifecycle management SW Program Management Project management/governance Quality management/TQM Quantitative Analysis/Regression Analysis Requirements Engineering/Analysis Risk assessment/analysis Risk management Security architecture and models SEO Service Management Social media marketing Six Sigma/Lean Six Sigma Test automation Test Driven Development/Scripting TIBCO ActiveMatrix BusinessWorks

TOGAF (Enterprise Architecture) User Acceptance Testing User Experience Design Waterfall

Systems/Networks Active Directory Ansible Apache Flume APPC Arista ATM Business continuity and disaster recovery

planning CA Endevor Chef/Opscode Cisco CUCM Cisco ICM Cisco Identity Services Engine Cisco IPCC CiscoNexus Cisco UCCE Cisco UCCX Citrix XenApp Citrix XenServer Cloud architecture Cloud security DHCP EIGRP Ethernet Fast Ethernet Gigabit Ethernet(1 GigE/10 GigE) HP Converged System HP Quality Center HTTPS IaaS (Infrastructure as a Service) Infrastructure architecture Intrusion prevention/detection systems IPX/SPX LAN LTE Microsoft Application Virtualization Microsoft CVMM Microsoft Hyper-V Microsoft Virtual Server Mobile device management Mobile security Multiprotocol Label Switching Network access control/Identity mgt

systems NAS/Network Attached Storage Network security management

Novell Netware PaaS Puppet Rackspace Cloud Routing (e.g. OSPF) Salt SAN/Storage Area Networks Security skills (project-based) SIP (all variants) SMTP SNA SolarWinds Storage administration TCP/IP Tivoli Vagrant vCloud Virtualization Virtual security VMware Server VoIP/IP telephony VPN/OpenVPN WAN/3G/4G services WAP Wireless Network Mgmnt Wireline Networking/ Telecomm. Wireless sensors/RFID WML

Operating Systems AIX Apache Cloudstack CoreOS HP-UX Linux Mac OS X Mobile operating systems(iOS, Android) OpenStack Red Hat Enterprise Linux Solaris Unix (all) VMware vSphere Windows 8/7 Windows NT Windows Server 2008/2003





Messaging & Communications

ActiveMQ Apache Camel Java Messaging Service Lotus Notes/Domino Message-oriented Middleware (Wave,

XMPP/Jabber, etc.) Microsoft Exchange Novell Groupwise Outlook/cc:mail/various clients Oracle Comm Messaging Server RabbitMQ TIBCO Enterprise Message Service TIBCO Rendezvous

Unified Communications/Messaging





Q1 2016 Trend Charts..

2016 IT Skills & Certifications Volatility IndexTM

(Data collected through January 1, 2016) Demand dynamics in benchmarked certified and noncertified IT skills pay




TRENDS 2016 IT Skills & Certifications Volatility IndexTM

Volatility in market value for individual IT skills and certifications---defined as incidence of gains or declines over a period of time in premium pay earned by IT professionals for specific technical and business skills---remained high from October 1, 2015 to January 1, 2016 according to the latest update of Foote Partners’ long-running IT Skills and Certifications Pay IndexTM of market values for IT and business skills. Market value is measured by tracking additional cash compensation paid to workers by their employers for specific certified and noncertified skills they possess.

Current Quarterly Recap (data collected through January 1, 2016) TOTAL: All Skills and Certifications

23.1% of reported skills and certifications changed in market value (188 of 814), unchanged from 23.1% in prior quarter

95 gained value (from 99 prior quarter), 93 declined in value (84) NONCERTIFIED SKILLS

32.4% of reported skills (139 of 429) changed in market value, up from 26.5% in prior quarter

71 gained in market value (from 63 prior quarter); 68 declined in value (47) CERTIFIED SKILLS

12.7% of reported certifications (49 of 385) changed market value in the past three months, significantly less than the prior quarter (19.3%)

24 gained market value (from 36 certs in prior quarter); 25 declined in value (37 certs)

Tracking volatility is useful for both analyzing and forecasting demand for skills, for monitoring IT workforce transition, and for understanding IT management decision making. In fact we believe statistical volatility in IT skills pay offers a more complete story of true labor market conditions than salary movements and hiring behavior among other common indicators. Important in this distinction is that skills can be segmented and benchmarked more meaningfully than jobs. Similar to jobs, IT skills have broad skills categories that can be tracked (e.g., security, networking, systems, database, applications development). But unlike jobs pay can be pinpointed to hundreds of niches: for example, SAN, virtualization, cloud, frameworks and processes, tools, and software modules. Also unlike most job trends analyses, within skills categories and niches are vendor-specific and vendor independent skill specializations for more granular tracking, analysis, and forecasting (e.g., SAP, Hadoop, Informatica, Ruby on Rails, Microsoft Sharepoint, collaboration appliances, Oracle database). Since 2009 the strategic focus of many employers has emphasized acquisition of skills more so than the addition of full time jobs. In doing so employers have harvested skills from multiple labor channels: managed services, consultants, contractors, part timers, and only very selectively expanding the internal workforce with critical full time hires. More reliance on the IT services has in fact added 251,000 additional IT service related jobs to payrolls in the past 24 months and 372,800 in the past 36 months according to the U.S. Department of Labor. Beyond the fact that it’s usually more costly to hire full–timers (due to additional overhead of benefits, incentive plans, etc.), it can take months to find the right person with the necessary combination of skills and experience. And that works against the pressure on IT leaders right now to be more agile, react faster, and execute more quickly and predictably. This same pressure is also stimulating demand for cloud computing, analytics and host of software, platform, and infrastructure services.




2015 IT Skills & Certifications Volatility IndexTM Trends - cont’d. Foote Partners sees market volatility in jobs and skill as the new standard in market behavior for years to come. Business leaders know that it’s not technology per se but the ability to use it wisely that counts. They desperately need to develop and cultivate more of these new breed hybrid business technology workers with myriad skill combinations. Judging by both our skills demand survey data and the last several months of government jobs numbers, they’re going to have to be patient. Prime Directives for IT. Speed of execution is one of the IT leadership’s key directives. Hiring FTEs is a tougher sell to senior management in a rapidly changing business landscape unless in addition to their immediate responsibilities, they are also viewed as highly adaptable, multitalented individuals who can offer value in other as yet defined ways as the business transforms. The business environment is brutally competitive right now and speed to market with the right product or service is critical. It may take several tries to get it right, which is why labor force agility is key. With businesses making rapid directional changes to react to market conditions, they cannot afford to waste money hiring works whose skills sets may have a very short shelf life. Perhaps the prime direction for anyone leading IT resources is that how to transform a workforce that has operated for years in heavily siloed, hierarchical organizational models. The end game right now is how to achieve greater agility, flexibility, reaction time, and speed of execution with an acceptable cost and headcount while simultaneously operating and innovating the business.




VOLATILITY HIGHLIGHTS - 9 Year Trending

QUARTERLY SUMMARY 4th Quarter 2015 volatility in skills and certifications values measured 23.1%, the same as the prior quarter. FINDING: This quarter’s numbers are slightly below both the 24.7% quarterly average volatility in pay for all skills and certification over the last four calendar quarters and the 25% average for the last two years. GLOBAL FINDING: Overall volatility in both noncertified and certified skills pay remains higher than that recorded prior to the global economic tumult of 2007- 2008 when overall volatility ranged 14 percent to 19 percent quarter-by-quarter. Noncertified skills volatility spiked to 32.4% from the prior quarter’s 26.5% FINDING: This quarter’s volatility is the highest since 3Q 2014 and exceeds both the 30.3% average quarterly volatility over the past year. IT certifications volatility plummeted to 12.7% from 19.3% in 3Q 2015. FINDING: This quarter’s volatility is significantly lower than the 18.4% average quarterly volatility for the past four quarters and 16.5% average volatility over the past two years.

10.0%

15.0%

20.0%

25.0%

30.0%

35.0%

40.0%

45.0%

50.0%

Skills Certifications All

This chart shows the percentage of skills and certs that changed value (either up or down) every calendar

quarter since 2007.

IT Skills and Certifications Volatility IndexTM – 835 Skills and Certifications

(Source: Foote Partners LLC, 2015 IT Skills & Certifications Pay IndexTM)

(Pay data supporting these charts available in the IT Skills and Certifications Pay IndexTM – 2007 to 2015 quarterly data edition)







VOLATILITY HIGHLIGHTS – IT Certifications (4Q 2015 data)

Among 385 certifications surveyed, high volatility (>20%) continues to occur in these segments (ranked highest to lowest):


Within segments, notable upward volatility (value gains) occurred most in these (ranked):


IT Security Within segments, notable downward volatility (value losses) occurred most in these (ranked):

Systems Administration & Engineering

6.2%

0.0%

2.4%

0.0%

0.0%

5.8%

4.4%

10.7%

15.8%

6.5%

7.1%

2.9%

0.0%

7.0%

8.9%

6.7%

12.7%

0.0%

9.5%

2.9%

0.0%

12.8%

13.3%

17.3%

0.0% 5.0% 10.0% 15.0% 20.0% 25.0%

ALL CERTIFICATIONS SURVEYED

Beginner and Training

Apps Development/Prog. Languages

Database

Web Development

Networking & Communications

System Admin & Engineering

IT Security


% of Certifications That Changed Market Value from Prior Quarter(Gain or Decline)

VOLATITY INDEX: How Many IT Certifications Changed Market Value in 4th Quarter 2015?

Total that changed

Went Down in Value

Went Up in Value

0.0%

5.3%21.1%

IT Skills and Certifications Volatility IndexTM 4Q 2015 data findings: IT Certifications

(Source: Foote Partners LLC, 2015 IT Skills & Certifications Pay IndexTM) ((Pay data supporting these charts available in the IT Skills and Certifications Pay IndexTM – 4th 2015 Quarter data edition







VOLATILITY HIGHLIGHTS – Noncertified IT Skills (4Q 2015 data)

Among 440 noncertified IT skills surveyed, high volatility (>25%) continues to occur in these segments (ranked highest to lowest):

SAP & Enterprise Business Apps

Management/Methodology/Process

Operating Systems

Applications Development Tools and Platforms; Web/E-commerce Development; Database (TIE)

Within segments, notable upward volatility (value gains) occurred most in these (ranked):

Management/Methodology/Process

Operating Systems

Database Within segments, notable downward volatility (value losses) occurred most in these (ranked):

SAP & Enterprise Business Apps

16.6%

12.2%

7.7%

16.4%

15.6%

15.6%

18.9%

20.0%

25.0%

15.9%

12.2%

0.0%

25.5%

14.1%

14.1%

10.8%

13.3%

13.5%

32.4%

24.3%

7.7%

41.8%

29.7%

29.7%

29.7%

33.3%

38.5%

0.0% 10.0% 20.0% 30.0% 40.0% 50.0%

ALL NONCERTIFIED SKILLS SURVEYED

Systems/Networking

Messaging and Communications

SAP & Enterprise Business Applications

Apps Development Tools & Platforms

Web/e-Commerce Development

Database

Operating Systems

Management/Methodology/ Process

% of Noncertified Skills That Changed Market Value from Prior Quarter(Gain or Decline)

VOLATILITY INDEX: How Many Noncertified IT Skills Changed

Market Value in 4th Quarter 2015?

Total that changed

Went Down in Value

Went Up in Value

IT Skills and Certifications Volatility IndexTM 4Q 2015 data findings: IT Skills (noncertified)

(Source: Foote Partners LLC, 2015 IT Skills & Certifications Pay IndexTM)

(Pay data supporting these charts available in the IT Skills and Certifications Pay IndexTM – 4th 2015 Quarter data edition)








386 pages (Q4 2015 data edition)

Pay premiums for 835 certified and noncertified IT skills - Three data points for each position: 10th, 50th, 90th percentile

Verified and validated IT skills pay data from 64,396 IT professionals at 2,815 employers in US and Canada

Current data collected through January 1, 2016 (updated quarterly)

Certifications Guide containing basic information about surveyed IT certifications (pre-requisites; costs; test content; lab requirements, etc.)

Pricing: $4,995 single edition. $18,995 annual subscription.

Definition of IT skills premium pay

- Pay that IT workers receive for possessing high-value IT and business skills used on the job

- Given in the form of a bonus, or embedded in base salary to adjust for the presence of a dominant vendor or technology central to job performance (examples: Cisco Network Engineer, Python Software Engineer, Redhat Linux Systems Administrator, or SAP Developer.)

- Often used to adjust either base pay or total pay in situations where job title does not match actual on-the-job duties and responsibilities, and changing the job title is not an attractive option

- May be used as a reward, recruiting inducement, retention tool, or as a guide for creating consulting rate cards

TO OBTAIN A COPY OF THE LATEST IT SKILLS AND CERTIFICATIONS PAY INDEXTM

Please visit the Foote Partners web site: http://www.footepartners.com/itcompensation.html

http://www.footepartners.com/itcompensation.html




ABOUT THIS RESEARCH

Foote Partners’ primary research survey for tracking IT skills and certifications pay and supply/demand volatility

is the industry-leading IT Skills and Certifications Pay IndexTM

(ITSCPI), launched in 1999 and updated every

three months since that time. Data covering 218,101 IT professionals at 2,815 employers in 83 U.S. and

Canada cities are reported for IT salaries and skills pay earned for 212 positions and 835 certified and

noncertified technical and business skills. Verified and validated pay data for 64,396 IT workers has been

included in the 4th Quarter 2015 edition of the ITSCPI, compiled from data collected through January 1, 2016.

Demographics of the participating organizations for our latest update are as follows, measured most

appropriately for the type of business, by revenues, assets, total premiums and operating budgets:

18% of participating organizations have $3 billion+ in sales/$15+ billion in total assets

28% of participating organizations earn more than $1 billion in annual revenues or more than $3 billion in total assets

46% of participating organizations have $500+ million in sales/$1+ billion in total assets/$500+ million in premiums/$500+ million operating budget (government, educational, not-for-profit)

54% of participating organizations fall in the SMB (small-to-medium sized business) segment, generally defined as organization under $500 million in sales.

[Public sector] 5% have operating budgets of $500 million or more, [nonprofit/educational sectors] 4% with operating budgets $100 million to less than $500 million




Foote Partners 2016 IT Compensation Survey Product Map

IT Professional

Salary Survey

(180 Jobs, 28

IT job families)

IT Skills & Certification

Pay IndexTM

(835 skills/certs)

IT Salary+Skills Pay

Survey Reports

Survey Demographics• 65 US/18 Canadian cities• 218,101 IT workers

• 2,815 employers• 45+ industries

• Updated continuously.

Salary Reports

• by job family

• by job family clusters

• for individual jobs in

selected cities

SALARY+SKILLS REPORTS AVAILABLE:

• Applications Development

• Business Analysts/Business Technology

• Database

• Data Warehousing/Business Intelligence• E-Commerce

• IT Architecture

• Microsoft Windows

• Networking Operations & Engineering

• Project Management• SAP

• IT Security

• Systems Engineering and Administration

• Web/I-net

Long-form

Job Descriptions• updated continuously

• comprehensive, includes

internal/external relationships key

to job success; skills and

certification; detailed experience factors.

Short-form Job Profiles (JD excerpts)

JOB FAMILIES AVAILABLE: - Business Technology

- Business Applications Delivery- Cloud Computing (coming in ‘15)- Data Analytics- Data Management- Data Warehousing/BI- Database Administration- Database Developers - DevOps- e-Commerce/e-Business- Enterprise Applications- Enterprise Infrastructure- Epic Systems - Help Desk- IT Architecture - IT Security- Internets/intranets/extranets- Java Developers- Lotus Notes/Domino- Messaging- Mobile Applications (coming in ‘15)- .NET Developers- Network Eng. & Operations- Project Management- SAP- Six Sigma- Software Quality Assurance- Storage/SAN/NAS- Systems Eng. & Operations - Unix/NT/Linux- Voice Engineering- Web/I-net

IT Infrastructure Survey IT Base Positions

Survey

IT Skills Volatility Index

IT Skills HOT LISTS Forecast

IT Skills Demand and Pay Trends

Report




ABOUT FOOTE PARTNERS

Foote Partners, LLC is an IT analyst firm and independent benchmark research organization focusing on the human capital and user (versus vendor) side of managing technology and IT value creation. A thought leader and trusted advisor to more than 2,600 employers on six continents, the firm provides pragmatic and forward-thinking benchmark research and analysis about managing the modern highly integrated business/IT hybrid environment in which virtually all organizations operate their businesses. The firm’s research is deeply grounded in highly specialized proprietary benchmark research, surveys, and empirical intelligence collected from 2,725 North American employers representing 205,000 IT professionals with whom Foote Partners has forged long term research partnerships. Founded in 1997 and comprised of former Gartner and META Group industry analysts, McKinsey & Company, Towers Watson, and Mercer senior consultants, and former corporate HR, IT, and business executives, the firm’s research division publishes more than 100 quarterly-updated IT decision support benchmark research products that help employers benchmark their IT professional compensation, solve difficult information technology management and workforce problems, and strengthen their ability to execute complex solutions to increasing revenues, improving profitability, and building customer satisfaction. Foote Partners IT workforce and compensation survey findings and analyses are featured regularly in hundreds of HR, IT and business periodicals and media sources around the globe, including Bloomberg BusinessWeek, Forbes, Fortune, Wall Street Journal, New York Times, CIO Magazine, ComputerWorld, Network World, WorldatWork’s Journal and Workspan Magazine; and in analyst appearances on network and cable television, National Public Radio, and countless podcasts and webcasts.

Headquarters: 4445 North A1A, Suite 200 Vero Beach, FL 32963 Tel: 772-234-2787 www.footepartners.com Twitter blog: @FPview

news release - 2016 us it jobs/skills demand pay trends january

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