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3M0-300 exam Dumps Source : 3Com Certified Security Specialist Final v3.0
Test Code : 3M0-300
Test denomination : 3Com Certified Security Specialist Final v3.0
Vendor denomination : 3COM
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A partnership announced Monday will permit networking company 3Com Corp. to sell protection switches through Crossbeam systems Inc. to corporations beneath the 3Com brand name.
The partnership is fraction of a protracted-term approach by means of 3Com to delight security-aware valued clientele whereas it pursues a blueprint to construct security into a modern generation of 3Com switches and routers, talked about Anik Bose, 3Com vp of company traffic construction.
beneath the agreement, 3Com will market and sell the Crossbeam C30 and X45 security capabilities switches to medium-dimension and massive organizations international.
Crossbeam's X30 is a rack mounted protection appliance that gives firewall, intrusion coverage, content scanning and VPN (digital deepest network) capabilities. The X30 has two Gigabit Ethernet and 16 10/100M bps (bits per second) interfaces and ships with a hardened Linux operating device.
the usage of proprietary gadget software and circulate scheduling expertise, Crossbeam's products allow clients to pick and pick safety functions to dash on the province and to dash diverse cases of those applications concurrently on the selfsame equipment, in line with Peter George, chief govt officer of CrossBeam.
The X45, which Crossbeam has now not formally announced, is a "little brother" to the enterprise's common X40 protection capabilities swap. With elements akin to the C30 and X40, the X45 will involve fewer enlargement slots for adding additional functions to the machine, George referred to.
The altenative to ally with Crossbeam comes as 3Com specializes in security, in addition to VOIP (Voice over information superhighway Protocol) and wireless know-how as key expand areas. 3Com is responding to client demands for network security products which are integrated and straightforward to figure utilize of, Bose spoke of.
"people don't necessity lots of diverse boxes mendacity round," he mentioned.
3Com regarded setting up an integrated security product itself, but selected partnering with the traffic while it pursues an extended-time term strategy to integrate safety services with its network switches and routers, he referred to.
3Com is not able to talk about the particulars of its lengthy-term approach now, but plans to short industry specialists about its plans earlier than the conclude of 2003 and liberate a product road map earlier than the conclude of 2004, Bose said.
for the time being, youngsters, the Crossbeam expertise will permit 3Com to present clients a separate box that can deliver an built-in, "conclusion to end" safety product on a separate hardware platform, Bose stated.
The Crossbeam products even believe the competencies of working present third-celebration utility, including products from check factor application applied sciences Ltd., internet protection systems Inc. and trend Micro Inc. That faculty 3Com shoppers can stream present licenses over to the C30 or X45 platform, he pointed out.
For Crossbeam of concord, Massachusetts, the partnership with 3Com is a passage to prefer odds of the networking business's tremendous customer basis and channel, George said.
"That international attain is an model complement to their technology," he pointed out.
3Com will tackle income and assist of the Crossbeam items, with Crossbeam making its champion corpse of workers obtainable for prime-stage assist, George noted.
What's greater, licensed technicians frequently believe access to advanced technical aid and expert aid from carriers for his or her troubleshooting and deployment chores.
As is the case in other emerging markets, seller-based mostly certification and practicing programs properly the precedence list for academic elements however continually are geared toward a particular solution or product.
When it involves VoIP, leaders in education and certification efforts encompass Cisco systems, Avaya and 3Com. Cisco presents the Cisco certified Voice expert (CCVP) certification, which mixes five know-how lessons/tests and requires an existing CCNA certification.
Avaya offers three tiers of certification: Avaya certified affiliate (ACA), Avaya licensed professional (ACS) and, on the pinnacle, Avaya certified expert (ACE). 3Com offers several lessons via 3Com school that tackle extensive VoIP items and applied sciences, and the deployment methodologies surrounding them.
For solution providers following the seller-agnostic route, numerous third-birthday party training courses exist. but it surely could subsist difficult for these modern to the VoIP traffic to locate the birthright fit.
the considerable thing to making the suitable educational altenative lies with the number of providers that the specific third-birthday celebration certification covers, together with the application's faculty to point to the candidate within the core applied sciences associated with VoIP. These consist of H.323, SIP, QoS, RSVP and codecs. And, as always, the depth of hands-on training required by using the certification is yet another vital ingredient.
news3Com Launches advisor Connection program
The advisor Connection is a brand modern particular pastime community inside the 3Com netWorking companions software - which provides substances to distributors, VARs, ISPs, integrators and consultants. 3Com expects 2,000 community consultants to enroll throughout the first few months of the software.
"we're providing consultants with not best success stories and options, but we're additionally giving them the challenging statistics that demonstrates how commercial enterprise consumers are saving money with out dropping network efficiency." says Carlene Chmaj, supervisor of 3Com's consultant program.
individuals in the consultant Connection believe access to an array of guidance equipment, together with presentation libraries, aggressive product databases and product assessment spreadsheets. different resources consist of revenue contacts, thought builders, expertise briefs and white papers, bulk literature ordering capabilities, upright advertising options, telebriefings and on-line technical guide.
Key advantages mainly customized for consultants involve a personalized information kit, ordinary communications through email updates, bimonthly product and intelligence bulletins, channel courses and product promotions, net-based mostly 3Com Radio broadcasting, and invitations to hobbies, seminars and alternate suggests. Consultants will additionally acquire discounts on 3Com education, practicing and accreditation programs, which consist of working towards and certification classes and the 3Com grasp of network Science program.
"excessive efficiency networking is an incredibly aggressive, impulsively-moving market. What they accomplish is add value via providing consultants with strategic counsel to compete and to point to the cost of the utilize of 3Com's products during the business," observed Chmaj.
contemporary industry reviews from international statistics Corp. (www.idc.com) challenge network consulting to develop about 16 % and swirl into a $25 billion market international through 2003. 3Com's advisor Connection, currently best provided to consultants within the united states, might subsist extended within the coming months to markets worldwide. IDC says that vital issues, similar to community safety, low-cost internet access, e-commerce and network implementation are riding the expand for network consulting.
3Com's advisor Connection is located on the net at www.3com.com/companions/advisor. --Thomas Sullivan
Scott Bekker is editor in chief of Redmond Channel associate journal.
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Retailers, banks and other companies involved in processing credit and debit card payments will subsist matter to a modern set of data security requirements from January, the Payment Card Industry Security Standards Council (PCI SSC) has announced.08 Nov 2013
The updated PCI Data Security Standards (12-page / 244KB PDF) (PCI DSS v3.0) interpolate modern obligations around security threat monitoring, physical and remote access to data, security testing and responding to security alerts, among other examples.
PCI DSS is the main standard related to storing payment card data and it sets out 12 requirements specifying steps which should subsist taken to ensure payment card data is kept safe both during and after transactions.
PCI DSS v3.0 will prefer effect from January, although some aspects of the framework will subsist treated as 'best practice' recommendations for a time to give companies time to adhere to the modern standards. The antediluvian framework will "remain active" until the conclude of 2014, PCI SSC said.
Payments and technology law expert Angus McFadyen of Pinsent Masons, the law firm behind Out-Law.com, welcomed the addition of a modern rule to the PCI DSS v3.0 regime which affects third party service providers, but warned about weaknesses in outsourcing contracts.
Under the framework, service providers are obliged to detail in a written acknowledgement to their client that they are "responsible for the security of cardholder data the service provider possesses or otherwise stores, processes, or transmits on behalf of the customer, or to the extent that they could repercussion the security of the customer’s cardholder data environment".
According to guidance issued alongside the modern rules, this modern requirement is "intended to promote a consistent even of understanding between service providers and their customers about their applicable PCI DSS responsibilities" and "evidences commitment to maintaining proper security of cardholder data that it obtains from its clients".
However, McFadyen said: "Organisations that outsource aspects of their processing systems more often than not accomplish not believe sufficiently robust contractual provisions dealing with PCI DSS compliance and, critically, the repercussion of security incidents and response that is required to such incidents."
In September Michael Aminzade, director of delivery for EMEA and APAC at information security provider Trustwave, warned that the then proposed upgrades to the PCI DSS framework did not set sufficiently strict obligations on retailers to assess risks associated with introducing modern technology into payment systems. He told Out-Law.com that provisions relating to risk assessments had to subsist strengthened.
Following the publication of the final PCI DSS v3.0 framework, Aminzade said he quiet had concerns.
"Overall, the Council has made some excellent improvements to the standard, but the risk management locality of PCI 3.0 quiet needs more work," he said. "The main locality of concern is that even though the modern standards reference risk management strategies that must subsist met, the standard doesn’t force companies to adopt any of those strategies. In particular the standard doesn’t address the fact that risk assessments necessity to subsist done by an industry-certified professional and are only performed on an annual basis."
"Also, PCI DSS 3.0 does not involve any changes surrounding mobile security. Merchants are struggling with how to protect mobile payment solutions and integrating mobile devices into their organisations. The Council released a best practices pilot for mobile security more than a year ago, but it would subsist more advantageous to release additional guidance pertaining to mobile data security," Aminzade added.
Retailers should too subsist given more counsel on what security tools are arrogate to use, he said. This guidance could believe been built into the PCI DSS v3.0 framework, he added.
"Merchants should subsist using security tools that demonstrate their systems are configured to meet the compliance requirements," Aminzade said. "There are many options on the market that can easily execute the following functions: identify unseemly utilize of guest and administrator accounts; find debilitated and default passwords; execute a network inventory and validate current antivirus software."
"PCI DSS 3.0 is a noble opening to mandate that merchants utilize these tools so that they can better demonstrate they are in compliance. Security is now so tangled that some merchants accomplish not understand how to interpret the PCI requirements. They necessity recommendations pointing to tools they can utilize that aid them become compliant," he said.
The UK's Information Commissioner has previously said that retailers that fail to store payment data in accordance with PCI DSS "or provide equivalent protection when processing customers' credit card details" could subsist held to subsist in breach of the Data Protection Act and subsist matter to fines.
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The 2002 Salary Survey from Microsoft Certified Professional Magazine
The situation of the traffic world continues to subsist in turmoil, hiring has slowed and compensation is down. In this year's salary survey for Microsoft Certified Professionals, they examine the outlook for IT experts in this difficult economy.
This marks the seventh year that Microsoft Certified Professional Magazine has examined how certified professionals accomplish their jobs, as well as how they're compensated. This too marks the second year that salaries believe taken a fall. As you dig into this year's numbers, you'll, no doubt, subsist concerned with how mammoth the Fall really is and prodigy what the future holds: How much should you subsist earning? How much should you await to earn? Does your certification figure a difference? Should you simply subsist grateful you believe a job? What should you accomplish to strengthen your employability?
To derive a pellucid picture of these concepts, they compiled the results of a lengthy questionnaire, which included responses from nearly 6,000 respondents in every age ranges, job titles and geographical locations in U.S. and across varying levels of experience. What they found, while on the surface appearing disappointing, is too optimistic.
How substandard Is It?This has been a difficult year for working Americans, and—despite the faith that IT professionals couldn't subsist touched—this year's numbers point to that these tough times are being felt by everyone. Salaries across every certifications believe sunk. How substandard is it? Well, if you're an MCSE on Windows 2000, the mediocre salary is $53,700, down about 20 percent from 2001's mediocre salary of $67,100. (See Chart 1 for a breakdown of mediocre basis salaries across every Microsoft certifications.)
Surprisingly, Windows NT 4.0 MCSEs took a smaller compensation cut—falling to $59,800 from final year's $62,700.
We delved into the salary data to figure out why, a year later, NT 4.0 MCSEs ended up ahead of Win2K MCSEs in compensation. Shouldn't it subsist the opposite?
While there's no distinguished contrast in the number of years NT 4.0 and Win2K MCSEs believe been in networking, (seven years for NT, 6.3 years for Win2K), NT 4.0 MCSEs believe been Microsoft-certified longer than their Win2K counterparts—three years and 1.5 years, respectively. Also, 69 percent of Win2K MCSEs believe held their title for only about six months, as opposed to the 47 percent of NT 4.0 MCSEs, who believe held their title for at least two years.
But this doesn't clarify the discrepancy by any means. They speculate that, with Microsoft's reversal on the MCSE decertification and .NET Server on the horizon, the hype surrounding the Win2K upgrade has died down and NT 4.0 MCSEs are finding that they don't necessity to upgrade birthright away. Seventy-four percent of NT 4.0 MCSEs report that their organizations believe deployed Win2K and, therefore, they've had to learn the technology. They materialize simply to subsist holding taut and staying out of the recertification arena.
In addition, only 57 percent of Win2K MCSEs responded that NT 4.0 is a primary locality of expertise for them. This could connote companies believe placed greater value on those experts with undergo in both platforms, as cross-platform expertise is considerable in migration and upgrade projects. Simply put, your NT 4.0 undergo is, once again, paying off.
What can you accomplish until the market balances out? Their research shows that, once again, undergo is key. keep your skills current; subsist aggressive in continuing your education; and network, network, network. (Don't forget that soft skills can play a major role in getting a job and keeping one.) The economy will equilibrium out; when it does, companies will subsist looking to expand and migrate—and they'll subsist looking for qualified, knowledgeable IT people to aid them through the process.Cindy Pisco$38,000MCSE, A+, Distributed Computer Systems Analyst, 6 years in ITWest Palm Beach, Florida Donald Top$60,000MCPNetwork Admin.3 years in ITDenver, Colorado David Guibord$62,7000MCSE, MCP+I, CCNALAN Admin.5 years in ITFarmington Hills, Illinois Mark Duncan$64,000MCPNetwork Engineer14 years in ITHampton, Virginia
Beyond Your SalaryWhen it comes to other forms of compensation—profit sharing, retirement plans, stock options, and training and education allowances—Chart 2 shows what their respondents await to receive this year.
If you're nosy about what portion of the totals in Chart 2 consists of monetary bonuses, see charts 3a, 3b and 3c for a breakdown of those amounts and how they're paid. About 53 percent of respondents—down from two-thirds in 2001—expect to receive a monetary gratuity this year. (Numbers exclude the self-employed.)
Back when dot-coms were exploding, stock options were considered an integral fraction of non-monetary compensation. Now, options are no longer as considerable as finding a company with staying power. Chart 4 shows the details by certification. Less than a quarter of their respondents said they receive stock options, and the mediocre number received was 3,839 (down from 4,382 in 2001).
Another perk that seems to subsist dwindling in this volatile market is public recognition (monetary or otherwise) for certification. final year, 39 percent of you said that your company has a formal program in dwelling to recognize modern certifications. It may prefer the figure of a public e-mail message or an article on the intranet—or giving you the option of having modern traffic cards printed to point to off modern logos. This year, only 33 percent of you responded that your company rewards technical certification.
However, there are plenty of other job benefits out there. see Chart 5 for a listing of the more approved ones. At the top of the list, as reported by 69 percent of respondents: a 401(k) program with company contribution. At the bottom of the list with only 3 percent of respondents: paid sabbatical of a month or longer.
Experience CountsAs with most industries, a professional's skill; knowledge; and, therefore, worth expand over time. The technology traffic is no different. Chart 6 shows salaries by certification and experience. As you pay your dues in the field, you can await to see a gradual surge in salary. (To see details for other Microsoft certifications, check the charts that dash at the conclude of this article.)Salary by Experience
MCP*MCSA MCSE* 1 year $38,700 $37,400 $38,700 2 years $40,200 $45,300 $45,400 3 years $43,150 $46,400 $48,000 4 years $46,450 $53,000 $53,050 5 to 9 years $53,200 $61,000 $59,900 10 to 14 years $56,800 $74,700 $69,200 15 or more years $73,300 $74,800 $75,650 * Includes NT 4.0 and Win2K Chart 6. These numbers depict only the mediocre 2002 basis salary. As would subsist expected, compensation increases with experience. The question they asked was, “How many years believe you held a job that specifically involves computer networking/programming?” This question doesn't reflect direct undergo with Microsoft products. Also, it doesn't involve responses for self-employed professionals. For information on salaries by undergo for other titles, see the detail charts at the conclude of the article.
We asked respondents how many years they've held a job that specifically involved computer networking or programming. As expected, the even of every MCPs has risen this year to an mediocre of 7.1 years (up from 2001's 6.7 years). MCSEs believe continued to establish more years under their collective belt as well, up from final year's 6.5 years to 6.8 years in 2002. It seems that the burgeoning population of newcomers in the final few years believe opted to continue with the MCP program and believe increased their knowledgebase and expertise. In previous surveys, the number for mediocre years of undergo has shrunk. This probably means fewer newcomers are expanding the ranks of IT and, thereby, diluting the count.
We're interested to see what happens next year, when .NET Server (and its accompanying certification track) is released. Are the NT 4.0 holdouts waiting for .NET or will they tarry content with the certifications they hold?David Whitson$75,000MCSE, MCP+I,Sr. Web Developer/ Project Manager20 years in ITFort Smith, Arkansas Edward Bailey$56,380MCSENetwork Administrator2 1/2 years in ITLivonia, Michigan Colin Bodkin$44,500MCSA, Network+, A+Product champion Engineer5 years in ITTucson, Arizona Mark Duncan$85,000MCPSr. Software Developer16 years in ITDallas, Texas
Where's the Money?Quite a few respondents (51 percent) referee others in the industry are better compensated than they are. Out of the optimistic few (17 percent) who believe they bring in higher salaries, about two-thirds said that their certification played a role in their success.
But what about the difficult numbers? Well, once again developers top the salary chart with an mediocre of $72,600, although their mediocre salaries believe taken a hit this year as well. final year, MCSDs earned an mediocre of $78,600.
MCSDs believe traditionally been some of the highest wage-earners in the technology field. This year, however, it appears that those in management believe taken the brass ring, with an mediocre salary of $89,000. Those who opt out of the management track and pick to serve as a programming project lead (a non-supervisory position) prefer home, on average, $84,200. The gap in salary is most likely because of the contrast of responsibility between those who write the code and those who manage projects or entire divisions.
Also lofty in the ranks are MCTs, with an mediocre income of $70,600. Although this is down from final year's $78,000, it's quiet higher than 2000's mediocre of $65,100. The subside may subsist attributed to a number of factors. First, CTECs believe fallen upon difficult times, as professionals believe either opted not to recertify or believe chosen self-study as a means to passing their exams. Second, the signify for years of undergo for MCTs has remained stagnant, indicating that, perhaps, some veteran MCTs believe thrown in the towel with Microsoft's changes to the MCT program and new, less experienced trainers believe entered the mix.
Another passage to notice at the numbers is by evaluating mediocre salaries by job title alone, regardless of certification. Details are shown in Chart 7. These numbers are consistent with what they institute in admiration to MCSDs and MCTs. Generally, the highest salaries are earned by programming project leads ($82,300), followed by those in management ($73,000) and networking project leads ($68,500). The lowest salary, by title, is earned by those serving in the role of aid desk/user champion ($45,600).Nelson DiMarco$72,000MCSE, MCP+I, CNA, A+Network Admin.5 years in ITAlameda, California Jason Griffiths$30,000MCPAssistant Network Administrator2 years in ITCharleston, West Virginia Gary D. Baker$46,800MCPMIS Analyst II8 years in ITMiami, Florida Michael Hollen$49,920MCSE, A+, Network+Instructor5 years in ITVisualia, California
The Certification FactorAbout a third of respondents (30 percent) believe that their certification helped them find or keep employment or led to a promotion in 2002, while another 40 percent listed certification as one of other factors. The final 30 percent believe that certification played no role in their job status.
Chart 8 spells out what effect certification has had on salaries. A replete third said it had no effect at all. Another third said they've received raises of more than 10 percent.Effect of Microsoft Certification on Salary
Click the chart for a larger view. Chart 8. Although many respondents felt their Microsoft certification had no effect on their salaries, 16 percent reaped an expand of more than 25 percent. (More than a third of MCTs and nearly a quarter of MCSE+Is reported a more than 25 percent jump in their salaries due, in part, to their certification.)
Sixty percent of respondents said they await some sort of raise this year, with the mediocre raise being nearly 15 percent (more than a third of MCTs and a quarter of MCSE+Is reported a more-than-25 percent expand in income due, in part, to their certification). Fifty-eight percent of total respondents said their income changes will subsist the selfsame as or higher than expected.
Of those who await a raise in 2002, nearly 20 percent said it was because they changed employers (that statistic is down from final year's 25 percent). Of course, that means 80 percent of you are staying at your current employers. Not a substandard view in today's market.
The effect of Multiple Microsoft CertificationsMany readers believe asked us about the effect of multiple Microsoft certifications on income. How many acronyms after your denomination actually figure a difference? Although there's a diminishing recrudesce on investment after a unavoidable number of titles, the numbers point to that unavoidable combinations of certifications can subsist quite lucrative.
This gets into the topic of the value of being a generalist vs. a specialist. Which approach is more valuable to your career? The fact is that Microsoft has defined narrow scopes for its credentials. What value could adding an MCSA to your developer title give you on the job? How does being an MCSE give you an edge as a database administrator? It's possible that, in a taut job market, those who are lightest on their feet (and more many-sided in their skill set) can better weather the vagaries of corporate change.
So without providing any more of a rational explanation than that, they present some results: If you believe an MCSD and believe recently attained your MCSA certification, you can await an mediocre salary of $77,500; that's slightly higher than the developer certification on its own. If you already possess an MCSE+I (worth an mediocre of $68,600), you can jump to $72,800 by adding an MCDBA. If you believe an MCSE, in addition to an MCSA title, your mediocre salary increases from $46,100 to $57,400.
Other CertificationsThe most approved certification for Microsoft Certified Professionals outside of the Microsoft realm remains CompTIA's A+, which stayed steady at 47 percent. The obvious reason for the certification's popularity lies in in the fact that it provides a vendor-neutral steppingstone between the MCP and MCSE certifications.
The second most approved certification this year, replacing Novell, is the Cisco CCDA, which is held by 35 percent of MCPs.
Chart 9 shows salaries by other certifications. At the top of the list is Compaq with its Master Accredited Systems Engineer (earning an mediocre of $88,100), Accredited Platform Integrator and Accredited Systems Engineer titles. They won't venture a guess on what repercussion the Compaq-HP merger will believe on salaries; by next year's survey, HP's 15,000-person layoff will believe occurred and we'll see the numbers then.Salary by Other Certifications Compaq Master Accredited Systems Engineer $88,100 Compaq Accredited Platform Integrator $81,000 Compaq Accredited Systems Engineer $79,500 Master Certified Novell Engineer $78,000 (ISC)2: Certified Information System Security Professional $77,800 SANS Global Information Assurance Certification (GIAC) (any) $77,400 Citrix Certified Enterprise Administrator $76,200 Cisco Certified Design Professional $74,900 Check Point Software Technologies (any) $74,700 Red Hat Certified Engineer $74,600 Oracle Database Administrator $74,400 Certified Lotus Professional $74,100 Sun Certified Programmer for Java $74,100 Certified Lotus Specialist $73,800 Sun Certified System Administrator for Solaris $73,300 CompTIA Linux+ $72,300 Cisco Certified Design Associate $72,100 Certified Novell Engineer $71,700 Cisco Certified Network Professional $69,400 Prosoft Master CIW Web Site Manager $69,000 3Com (any) $68,500 Citrix Certified Administrator $67,700 Cisco Certified Network Associate $64,800 IBM (any) $64,400 Compaq Accredited Platform Specialist $63,400 Certified Novell Administrator $63,100 Prosoft CIW Associate $62,200 CompTIA Network+ $60,600 CompTIA Server+ $59,500 Hewlett-Packard Company (any) $57,800 Chart 9. They asked respondents what certifications they held other than Microsoft's. Numbers are 2002 mediocre basis salaries. As with many skill comparisons, other variables (such as undergo and multiple certifications) influence compensation other than the title itself, which may clarify some of the big salary differences.
Slow UpgradesWhile in early 2001, the industry saw a flurry of NT 4.0 MCPs and MCSEs racing against the clock to recertify, Microsoft's reversal on its conclusion to retire the NT 4.0 track had a major effect on the number of professionals upgrading to Win2K. At this point, though, about half of the respondents are Win2K MCPs and only a third are Win2K MCSEs. They speculate that, following the announcement that NT 4.0 MCPs and MCSEs (along with MCP+Is and MCSE+Is) would retain their titles, the impetus to upgrade slowed dramatically.
When it comes to plans for the near future, nearly 90 percent said they blueprint to merit modern or additional certifications in 2002. Forty-six percent of total respondents (including 73 percent of NT 4.0 MCSEs) intend to merit their Win2K MCSE, while 25 percent blueprint to attain Microsoft's newest certification, the MCSA. What's lively is that while Microsoft intended the MCSA to subsist a mid-level certification (firmly planted between the MCP and MCSE), 29 percent of Win2K MCSEs said they blueprint on attaining this title.
Microsoft final overhauled its developer credential in 1999. Now, with the MCSD Visual Studio.NET and the MCAD, developers believe institute the next step on their certification path. Among MCSDs, 28 percent blueprint on attaining their MCAD, while a whopping 58 percent are intent on earning the Visual Studio.NET title.
The tables at the conclude of this article point to what credentials certification holders await to obtain next.
Who Gets the Bill?Surprisingly, it seems companies are maintaining their emphasis on continuing education—and they're paying for it. As shown in Chart 10, the percentage of companies paying for certification training increased slightly to 50 percent from final year's 46 percent (up from 39 percent in 2000) for those candidates who received it. The percentage of respondents that named training as a perk decreased slightly this year to 58 percent compared to final year's 61 percent (this is quiet higher than 2000's 35 percent). They speculate that, while times are tough, companies that believe migrated (or are planning to migrate) want to figure confident their people are as up to date on the latest technologies as possible. Also, this capitalize is seen as an excellent retention utensil for companies looking to keep their best and brightest on board—a management challenge in years when salaries must remain flat.
For the final few years, we've seen evidence that those respondents who labor for companies where the costs of certification are paid too merit higher salaries. The mediocre across the board for every certified professionals this year is $65,200, down from final year's $69,700. Those who took on the costs of certification themselves mediocre $57,400, 10 percent lower than 2001's $60,000. Overall, though, those who pay for their own certification are closing the compensation gap.
If you believe that time is money, then you'd harmonize that the number of weeks allotted for training is a valuable commodity. Unfortunately, like money, training time has fallen this year. Respondents report they receive an mediocre of 1.2 weeks of paid training per year, as compared to final year's 1.5 weeks. MCTs devour slightly more training time at 1.7 weeks per years, but that number is down significantly from final year's 2.3 weeks.
When it comes to how much respondents and their companies blueprint to spend, including materials and training, on certification in 2002, the mediocre is $1,850. It took participants slightly less than two months to prepare for their latest exam and a slight more than six months to complete their latest title.
In total, respondents spent 187 hours (just more than four and a half weeks of full-time work) preparing for certification in 2001 and await to disburse 199 hours in 2002. That signify is a noble bit lower than final year's 227 hours. The exception to this appears to subsist MCSEs on Windows 2000, who devoted an mediocre of 351 hours preparing for their credential in 2001.
Chart 11 details the most approved tools for getting certification. Topping the list, as usual, are books, with 95 percent of you turning the pages to expand your knowledge. That's followed by good, old-fashioned, on-the-job training (72 percent) and exam-simulation software (70 percent). And, although the percentage is down slightly (40 percent in 2001), 36 percent of you quiet utilize braindump sites as a means for preparing for exams.
Service with a SmileMost of you labor for one of two types of organizations: the kindhearted that supplies services to external customers (solution providers, value-added retailers or systems integration firms) and the kindhearted that serves internal customers (corporate IT/IS). They asked respondents which character they labor for. Among those who aren't self-employed, they institute that 38 percent labor for a solution provider and 62 percent serve internal customers.
Why should it matter? Because solution providers pay better. Those respondents who labor for solution providers merit $67,800; professionals providing internal IT services prefer home $59,600. In addition, those who labor for solution providers devour larger mediocre bonuses ($3,306) than the other group ($2,620). Of course, those with greater undergo minister to labor for companies that supply outside services rather than in corporate IT/IS, which helps clarify the differences in salary and bonuses.
Regardless of the labor environment, respondents said they believe been with their current employers for, on average, about three and half years.
What about specific industries? accomplish some pay better than others? Overall, those individuals who labor for Web/software development/ISV firms merit the most—an mediocre of $69,600. Those who labor for the government merit the least—an mediocre of $56,500. Better-paid industries involve systems and network integrators, R&D operations, finance/banking/accounting companies, aerospace and anything lofty tech, such as ISP/ASPs, data processing firms, telecommunications firms, and computer consultancies. On the lower conclude of the payscale you'll find these industries: retail, manufacturing, construction/ refineries/ petroleum, medical/dental/healthcare, marketing and entertainment, education and defense/military.
Various expertises too believe a premium. Chart 12 shows salaries by skill level. According to their results, for example, if you believe six months or more of undergo in data warehousing, that will minister to figure you more valuable than those who specialize in Linux. The selfsame is loyal for expertise in Microsoft technologies. undergo with the newer products out of Redmond (such as Content Management Server and Mobile Information Server) minister to drive higher salaries. Chart 13 provides details.Salary by Skill Data warehousing $73,200 Outsourcing/ASPs $72,500 Software design $72,000 E-commerce $71,700 Extranets $71,300 Oracle $70,300 Strategic planning $70,000 Database development $69,300 Web site development/management $67,200 Hardware design $66,900 Web services $66,800 Database administration $66,500 Unix $66,300 Portable/embedded computing $65,900 Wireless $65,200 Intranets $64,800 Telephony $63,900 Linux $63,700 VPN/Remote management $63,200 Customer Relationship Management $62,800 Novell $62,500 Chart 12. Survey results hint that those with a specialization devour a higher salary. keep in mind, that those with such skills too minister to believe more experience, which plays a role in the higher mediocre incomes. Salary by Microsoft Expertise Content Management Server $80,600 Commerce Server $77,900 Mobile Information Server $76,700 Windows .NET Server $76,700 SharePoint Portal Server $75,700 Site Server $73,900 Application hub 2000 $72,300 Visual Basic or VBA $70,800 Other development tools (ActiveX, Visual C++, C#, FoxPro, Access) $70,500 SQL Server $68,000 Systems Management Server $66,500 ISA Server $66,000 Internet Information Server $64,700 Proxy Server $63,300 Exchange Server $61,900 Office, Project, Visio, FrontPage $61,300 Windows desktops $59,100 Chart 13. When it comes to compensation by Microsoft expertise, specifically, newer technologies like Content Management Server, Commerce Server and Mobile Information Server, as well as Windows .NET, bring in the higher salaries. It's likely that professionals working with these modern technologies too believe more years of undergo and are, therefore, better compensated.
Other IncomeDespite the economic downturn, it appears that IT professionals aren't looking for outside income as much as final year. In 2001, about 42 percent of respondents said they expected to receive additional compensation from job-related resources. Only 38 percent await to receive outside income in 2002, with an mediocre amount of $2,777, (down from 2001's $2,906). Perhaps this is because there are fewer opportunities to merit extra income. As would subsist expected, though, the amount of earned income increases in symmetry to years of undergo in the field. Those with three years or less of undergo said they bring home less than $2,000 in extra income, as opposed to those with 15 or more years under their belts, who merit nearly $4,000, on average.
Working Hard, Playing HardPerhaps one of the reasons why outside income is lower is that you're putting in a slight more time at the office. The mediocre workweek has increased slightly, from 43 hours in 2001, to just more than 44 in 2002. The hours were fairly consistent across every job titles and certifications, although MCTs topped the numbers with an mediocre of 46 hours per week.
It's considerable to remember, though, that as income rises, the number of hours worked per week too increases. About 38 percent of respondents said they labor more than 46 hours per week; these selfsame professionals figure about 18 percent more than those who labor fewer hours. If you want an income in the mid-$70,000s, then prepare to establish in an mediocre of more than 60 hours per week.
Since you're working hard, does that connote you're too playing hard? Fortunately, yes. The mediocre amount of available vacation time held steady at 2.6 weeks, and 58 percent of you blueprint to prefer nearly every that time.
Job SatisfactionSo beyond the salaries, the bonuses, the perks, are you happy—really happy—at your job?
When they asked respondents how satisfied, overall, they were with their jobs, they institute that 83 percent said they were either satisfied or very satisfied. When they got into the specifics, though, the picture darkened.
While 90 percent of respondents are satisfied/very satisfied with their coworkers and 73 percent are gratified with their direct management, 41 percent said they're not satisfied with their company's overall management. In addition, 47 percent aren't gratified with their compensation, and 66 percent feel their number of stock options is lacking.
Do Consultants believe it Better?About 6 percent of the survey's respondents are self-employed. They asked them to provide us with some information to aid us retort the question that goes through just about every worker's mind: “Would I subsist better off on my own?” Well, it depends. Yes, the $76,800 mediocre income is attractive, but don't forget there are extra costs involved with going independent.
More than half (55 percent) of self-employed respondents condense directly with clients (which means they're liable for filling out 1099s, filing their own income taxes and covering overhead costs) and merit an mediocre of $76,700. Nearly 12 percent labor through a broker/placement firm or IT staffing company and bring home about $69,300. The 33 percent of those who combine both methods, top the ambit at $79,200.
The certified professional who contracts directly with clients charges about $82 per hour. Per hour, the typical placement firm or broker charges $103 per hour, $62 of which the professional takes home.
Also, it appears that, like everyone else, those who are self-employed are working longer hours this year. The mediocre workweek is up to 42 hours, as compared to 38 hours in 2001. Thirty-six percent responded that they labor more than 46 hours per week. Previous research has told us that about two-thirds of those hours are billable.
Gender DifferencesOnce again, women in IT—9 percent of their respondents—are earning less than their manlike counterparts. This year, men are bringing in an mediocre of $62,200, while women are earning an mediocre of $58,900—a contrast of $4,200. Although this sounds like substandard news, it's actually encouraging. In 2000, there was a $10,000 contrast between the genders. That gap narrowed in 2001, with the disparity dwindling to $7,100. (As a point of reference, the contrast between the genders for those who aren't Microsoft certified is much greater—a whopping $13,300.)
The least disparity between the genders is within the NT 4.0 certification, in which women actually believe a $500 odds ($53,600 for women, and $53,100 for men). For the Win2K MCSE, the contrast is $3,000 ($51,000 for women, $54,000 for men).
The certifications in which women are the poorest represented are MCSE+I at 7 percent, MCP+I at 8 percent and Win2K MCSE at 8.5 percent. On a more positive note, the percentage of female MCSDs rose this year to 12 percent (up from 11 percent in 2001) and is the highest representation of women across the board. Also, 10 percent of Win2K MCPs are women. That group represents the premium titleholders of tomorrow.
You can read more details about the gender gap in earning in the tables that result this article.
The More You KnowThis year's survey shows that, overall, education plays a role in compensation. Chart 14 provides a breakdown by academic level. The most common education even among their respondents is a four-year degree (33 percent), which garners an mediocre income of $64,100. A master's degree brings the mediocre income up to $69,200, and a doctorate tops the list at $70,300.Salary by Education Level Doctoral degree $70,300 Master's degree $69,200 Post-graduate study without degree $67,800 Four-year degree $64,100 Two-year degree $57,100 Attended some college $57,900 Graduated from lofty school $53,100 Some lofty school or less $56,400 Chart 14. Although it's not the most considerable factor in salary, they find a correlation between the even of formal education and compensation. Fifty-four percent of respondents hold at least a four-year degree.
What About This Economy?As much as they see this recession as a dent in salaries and would like it to simply fade away, there are many out there for whom these tough times connote no income at all. Nine percent of their respondents believe been laid off in the past year. While 64 percent of them believe institute another position and 8 percent believe been rehired, there's quiet that 28 percent who believe yet to find employment. The mediocre length of unemployment was just more than three months.
Overall, respondents believe that the U.S. is slowly coming out of its economic downturn—59 percent, in fact. Twenty-five percent aren't as confident and don't see the market rebounding anytime soon. The remaining 16 percent just aren't sure. Among those who don't see the economy coming back to life soon, 79 percent said they believe that it would influence their careers and 80 percent believe it already has. On a brighter note, 46 percent of every respondents said that their Microsoft certification has had a positive repercussion on their job prospects.
Some more noble intelligence (especially for those seeking employment): 42 percent of their respondents are working at companies that blueprint to hire additional IT staff in the next 12 months, with the mediocre number of open positions at 10. Of those whose companies will subsist looking to add IT workers, 68 percent responded that Microsoft certification would subsist a qualifying factor for job candidates.
Getting to WorkAlthough this year's numbers may look discouraging, it's considerable to keep in mind that there are noble jobs out there—as well as excellent salaries. The IT industry, just like the comfort of the professional arenas, has fallen on some rough times; but it's considerable to remember that nothing lasts forever. The market will forward back eventually—perhaps not to the highs of the '90s, but it will forward back. And you necessity to subsist ready when it does. undergo remains the greatest factor in income levels. figure confident you're getting as much lore and hands-on undergo as you can so that—when times accomplish derive better—you'll subsist adequately prepared to prefer odds of the recovery.
It's too considerable to remember that location is a vital component in the salary equation. If you live in or near a major metropolitan area, salaries will subsist higher than more rustic areas. keep in mind that the cost of animate of those types of areas is too quite different. Charts 15 and 16 point to salary by major metropolitan locality and state. (If you don't see your city referenced, it's simply because they didn't derive enough response to provide meaningful data.)Salary by Metropolitan Area MCP MCP+I MCSE MCSE+I MCT MCSD Atlanta $53,700 $63,700 $63,300 $69,900 $77,700 $75,600 Austin $51,500 $56,000 $56,800 $70,200 $74,500 $68,800 Baltimore * $64,600 $68,000 $64,800 $84,100 * Birmingham * $57,500 $54,700 $58,500 * * Boise * * $44,500 * * * Boston $65,200 $69,900 $71,800 $79,600 $69,900 $91,100 Buffalo * $57,500 $44,400 * * * Charlotte $63,500 $58,900 $58,300 $68,400 $64,200 * Chicago $46,700 $65,400 $62,900 $71,700 $78,500 $77,700 Cincinnati $49,600 $54,500 $60,000 $65,400 $69,800 * Cleveland * $60,700 $57,300 $62,900 * * Columbus $48,200 $57,000 $49,300 $69,200 $70,700 $66,900 Dallas/Ft.Worth $55,400 $62,600 $61,600 $66,900 $84,500 $88,700 Denver $57,800 $62,200 $62,000 $68,000 * * Des Moines * $56,200 $61,400 * * * Detroit $53,400 $61,000 $59,100 $67,300 $63,300 $73,500 Honolulu * $51,200 $53,200 * * * Houston $51,000 $63,900 $64,100 $68,800 $76,300 $74,700 Indianapolis $43,700 $63,500 $61,600 * * $59,500 Kansas City $57,000 $62,500 $54,300 * * * Las Vegas * $62,500 $46,400 * * * Los Angeles $49,600 $63,800 $61,600 $71,000 $67,600 $78,200 Memphis * $61,000 $58,900 * * * Miami $39,700 $52,000 $53,900 $67,200 $80,600 $63,800 Milwaukee $53,900 $57,100 $52,500 * * $63,000 Minneapolis $54,600 $61,000 $62,500 $64,400 * $69,200 Nashville * $63,400 $62,200 $70,700 $59,500 $76,000 New Orleans * * $55,700 * * * New York $57,100 $64,500 $66,300 $73,000 $86,400 $85,500 Oklahoma City * $53,200 $48,100 * * * Omaha * $53,900 $57,200 * * * Orlando $43,500 $54,300 $54,400 $64,800 * * Philadelphia $57,100 $67,600 $63,100 $74,200 $71,300 $71,500 Phoenix * $62,300 $60,300 $70,900 $80,500 $76,000 Pittsburgh $42,500 $56,500 $57,600 $67,500 * * Portland, OR $43,800 $59,700 $58,300 $64,000 * * Sacramento * $59,600 $55,600 $71,800 * * Salt Lake City * $49,400 $51,600 * * * San Antonio * $55,800 $53,800 * * * San Diego * $60,800 $54,400 $73,200 * * San Francisco $48,300 $73,700 $73,500 $78,900 * San Jose * $80,300 $82,200 $83,400 * Seattle * $62,100 $64,500 $74,500 $77,500 $81,600 St. Louis * $60,800 $54,400 $62,100 $55,200 $65,200 Tucson * $45,800 $46,900 * * * Washington, D.C. $60,400 $69,800 $65,500 $76,200 $76,000 $78,300 Table 15. They asked respondents what metropolitan locality they live in, then tabulated mediocre basis salary. They had insufficient data to provide counts for the MCSA and MCDBA certifications. Salary by State MCP MCP+I MCSE MCSE+I MCT MCSD Alabama * $56,000 $55,600 $61,500 * * Alaska * * $51,100 * * * Arizona * $58,000 $58,300 $67,900 $71,800 $75,700 Arkansas * * $48,200 * * * California $52,000 $65,900 $63,500 $73,300 $73,200 $82,600 Colorado $64,000 $61,300 $60,300 $67,800 $75,000 * Connecticut * $62,200 $69,600 * * * Delaware * * $62,300 * * * Florida $43,400 $55,000 $53,700 $67,400 $74,000 $62,700 Georgia $52,900 $61,500 $62,000 $66,500 $73,600 $74,500 Hawaii * * $57,000 * * * Idaho * $48,000 $46,300 * * * Illinois $50,700 $63,200 $61,500 $69,300 $67,100 $72,300 Indiana $46,600 $55,300 $56,400 $62,500 $60,900 $53,900 Iowa * $53,200 $52,900 * * * Kansas * $55,000 $50,300 * * * Kentucky * $56,300 $53,600 * $62,900 $68,800 Louisiana * * $51,600 * * * Maine * * $50,100 * * * Maryland $63,000 $65,700 $65,400 $69,400 $78,100 $84,200 Massachusetts $67,500 $68,100 $70,600 $73,000 $85,500 $71,300 Michigan $52,800 $59,800 $58,100 $64,200 $64,800 $72,800 Minnesota $59,200 $59,200 $60,900 $61,600 * $69,700 Mississippi * * $56,000 * * * Missouri $46,100 $62,300 $55,600 $60,600 $57,900 $63,100 Montana * * * * * * Nebraska * * $52,400 * * * Nevada * * $47,600 * * * New Hampshire * * $67,500 * * * New Jersey $63,600 $64,700 $62,900 $72,700 $80,000 $83,500 New Mexico * * $58,100 * * * New York $52,500 $60,700 $60,100 $66,100 $74,700 $82,500 North Carolina $57,100 $58,200 $56,100 $63,400 $64,100 $81,200 North Dakota * * * * * * Ohio $49,300 $57,800 $56,300 $65,300 $66,900 $70,000 Oklahoma * $50,200 $47,900 * * * Oregon * $58,100 $58,200 $60,800 * * Pennsylvania $45,000 $61,700 $57,200 $67,900 $69,400 $65,400 Rhode Island * * * * * * South Carolina * $54,300 $57,400 * * * South Dakota * * $49,600 * * * Tennessee * $62,500 $59,500 $71,700 $59,400 $74,900 Texas $51,700 $60,400 $60,000 $67,200 $77,400 $77,900 Utah * $49,600 $48,800 * * * Vermont * * $56,500 * * * Virginia $61,800 $67,100 $62,700 $76,400 $76,800 $74,200 Washington * $59,000 $58,800 $71,700 $75,800 $80,800 West Virginia * * $43,900 * * * Wisconsin $54,200 $60,600 $54,700 $62,800 * $61,600 Wyoming * * * * * * Table 16. They asked respondents what situation they live in, then tabulated mediocre basis salary. They had insufficient data to provide counts for the MCSA and MCDBA certifications. Data for Washington, D.C. is included in the table for salaries by metropolitan area.
And let's not forget about job skills and, of course, certification. Those with premium certifications (MCSE, MCSD and so on), who are knowledgeable in the latest technologies and believe taken on leadership roles will, naturally, subsist better compensated than those who hold the entry-level MCP and never slip beyond the aid desk.
So there are your next steps: Hold tight, continue getting the most hands-on undergo possible, update your certification, pay your dues and prefer the leadership reins whenever possible. Your goals are within your grasp.Chris Jeffares$72,000+bonusMCSE, CNA, A+, CAPS, CCA, CCEABusiness Technology Consultant6 1/2 years in ITIndianapolis, Indiana Jeff Budderly$48,000MCP, CNA, A+Network Administrator10 years in ITYoungstown,Ohio Brad Blauvelt$39,500MCSE, CCNA, A+Network Technology Specialist10 years in ITRapid City, South Dakota Michael Haisley$37,000MCP, CCNP,CCNAWeb Developer3 years in ITMuncie,Indiana
Kristen McCarthy is Senior Editor, Reviews of MCP Magazine.
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