Internet and Information Technology
Position Descriptions HandiGuide®

Each Job Description a separate
WORD File

HandiGuide - The IT HR Resource - PDF

220 Job Descriptions and Organization Charts

The Internet and IT Position Descriptions HandiGuide® was completed in 2009 and is over 600 pages; which includes sample organization charts, a job progression matrix, and 220 Internet and IT job descriptions.   The book also addresses Fair Labor Standards, the ADA, and is in a new easier to read format.  To see the what has changed go to our version history.

Also included with the HandiGuide are tools to help you expand, evaluate and define your enterprise's unique additional required. Those tools include:

• Job Evaluation Questionnaire
• Position Description Questionnaire
• Job Progression Matrix (Job Family Classifications)
• Sexual Harassment and other key employment issues

The 220 positions include all of the functions within the IT group.  The Job Descriptions have been updated to be compliant with PCI-DSS, Sarbanes-Oxley, HIPAA, and the ITIL standards.  The job descriptions are all structured to focus on "Best Practices" as defined by the IT Productivity Center to meet the requirements of World Class Enterprises. They are ready to use and easily modified to meet your enterprise's unique requirements.

• Chief Information Officer(CIO)
• Chief Information Officer (CIO) - Small Enterprise
• Chief Security Officer (CSO)
• Chief Compliance Officer (CCO)
• Chief Technology Officer (CTO)
• Director Electronic Commerce
• Director Sarbanes-Oxley Compliance
• Manager Data Security/Special Project Supervisor
• Disaster Recovery Coordinator
• Internet/Intranet Administrator
• Manager Metrics
• Metrics Measurement Analyst
• Manager Wireless Systems
• Webmaster
• PCI-DSS Coordinator
• Programmer
• Object Programmer
• Unix System Administrator
• Windows System Administrator

The 220 positions include all of the functions within the IT group.  Click on the each group below to see a pop up window with the list of jobs included.

• Executive Management 11 Job Descriptions
• Senior Management 81 Job Descriptions
• Middle Management 40 Job Descriptions
• Staff Positions 88 Job Descriptions

You can purchase this book as a PDF Book, Word Book or as individual word files for each Job Description (in both WORD 2003 .doc and WORD 2007 .docx formats) which makes for easier modification.  We have also combined the both book formats with the individual word files for each job descriptions to give you the best of both worlds.

 

Internet and IT Jobs Latest News

Project Managers are a Bright Spot in the IT Job Market

Janco released its 2009 Mid Year IT Salary Survey which shows that overall pay has declined for IT Professionals in the past 18 months. Janco also found that demand is down for IT Professionals.  Project Managers are one of the few bright spots in the market, especially in large enterprises.

The one Project Manager type that has been impacted the most by the economy is Network Technical Services. That is the area where many enterprises (Mid-sized Enterprises in particular) have made cuts. 

Currently the Mid-Atlantic market is toughest place to find a job.

IT Executive Salary Medians Fall

Janco Associates is just completing its 2009 Mid Year Salary Survey and found that the median salaries paid to IT Executives in large enterprises (over 500 million in sales or with more than 100 IT professionals) has fallen in the last 18 months.

The CEO of Janco, Victor Janulaitis said, "Over the last six quarters there has been a noticeable reduction in costs associated with senior level IT professionals in large enterprise.  In New York alone there are over 200 IT executives  that had earned well into the six figures that are now looking for work."

The 2009 Mid Year IT Salary Survey will be released at the end of June and more information can be gotten at Janco's websites.

Staffing Needs to Address New Application Approaches

CIO's need to adjust staffing requirements to address the needs of 2010 versus 1990.  Application achitecture has and is continuing to change.

Job content is changing as well as knowledge requirements.

How to Tell if the CIO's Job is at Risk

What are the signs that the CIOs job is at risk. Unfortunately, many CIOs have a hard time recognizing their own shortcomings.   CIOs and IT managers should watch for these signs that could indicate that co-workers have a problem with them:

• Meetings happen without the CIO or IT manager being involved or informed.
• The CIO’s or IT Manager’s feedback and input are not sought or are ignored.
• CIO or IT manager are not included in strategic planning.
• The IT department suffers from high turnover, and the CIO or IT manager have a particularly hard time keeping top-tier talent.
• People work around the CIO or IT manager.
• The business-side peers seek out others in IT to handle their problems, while IT staffers seek out other IT leaders or even go over your head.
• The CIO or IT manager don't hear bad news directly from those who should be delivering it. (It could indicate that they are not good at taking criticism or handling problems.)

How to avoid the courtroom for employment lawsuits

The Internet and IT Job Description HandiGuide is a tool that every CIO and IT manager should have at their disposal.  It defines some simple things that you can do to avoid employment-based lawsuits:

• Know the laws that apply – EEOC and OSHA
• Create an employee handbook and follow it for everyone
• Minimize the use of employee contracts
• Retain copies of your offer letter
• Document all employment-based conversations
• Do not assume that "transferring" an employee will solve a problem
• Hire well and do detail vetting and reference checking
• Be proactive any all personnel issues

Top Reasons For CIO and IT Manager Failures

The top reasons why CIOs and IT Managers lose their jobs are:

• Inability to communicate effectively
• Poor interpersonal skills
• Lack of leadership skills
• Inability to accept new solutions - locked into doing things the same old way
• Inability to deliver systems and expected results
• Not meeting budget (time and dollars) expectations
• Inability to see beyond technology - missing business objectives