INFORMATION TECHNOLOGY ENGINEERING

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					      2011 INFORMATION TECHNOLOGY & ENGINEERING
      PERSONNEL COMPENSATION SURVEY, CALIFORNIA
                                                             Questionnaire Booklet
  This booklet contains all the information necessary to complete the 2011 Information Technology &
Engineering Personnel Compensation Survey, California. Please refer to the table below for specific page
               numbers on classifications and instructions on how to complete the survey.
                                 To participate, simply use the enclosed questionnaire or via our:

                                                                    Online Survey Platform
                                                    www.employersgroup.com/Content.aspx?id=66

                                                                               Table of Contents
    A. Questionnaire Booklet .............................................................................................................................................2
    (Information Booklet )

    B. Company Information Control Sheet........................................................................................................................3
    (Complete and return)

    C. Compensation Policies & Practices ..........................................................................................................................5‐10
    (Topics listed below)
                   Section I ‐ Promotional Increases ...................................................................................................................................5
                   Section II ‐ Employee Referral.........................................................................................................................................5
                   Section III ‐ Compensatory Time‐off / Overtime Practices: Exempt Personnel ...............................................................5
                   Section IV ‐ Annual Employee Turnover .........................................................................................................................6
                   Section V ‐ Salary Increases* ..........................................................................................................................................6
                   Section VI ‐ Recruitment / Retention Techniques ...........................................................................................................7
                   Section VII ‐ Alternative Pay Strategies ‐ Website Operations ........................................................................................8
                   Section VIII ‐ Severance Pay............................................................................................................................................9
                   Section IX ‐ Short‐Term Incentive Plans ..........................................................................................................................10
                   Section X ‐ Stock‐Based Plans .........................................................................................................................................10

    D. How to Report Compensation Data – General Instructions ....................................................................................11
    (To report data, please follow these guidelines)

    E. Compensation Data Reporting Forms ......................................................................................................................13‐15
    (Use these sheets to report your it & engineering compensation data)

    F. Index of Surveyed Jobs .............................................................................................................................................16
    (For your review, a quick index of surveyed jobs)

    G. Job Descriptions .......................................................................................................................................................18‐34
    (Based on descriptions, match your it & engineering team to jobs surveyed)

    Non Participants – Pre‐Order Form (If unable to participate, you may pre‐order the 2011 survey results using this form)


                                                                                    Survey Schedule
                                                    Event                                                                                Date
            Survey Opens                                                                                                             June 1st, 2011
            Survey Closes                                                                                                          August 31st, 2011
            Report in E‐book form (PDF)                                                                                           Late October, 2011
            Report in Hardcopy (Book/CD)                                                                                          Late October, 2011
                                                             Information / Assistance: (213) 765‐3925
                                                                   surveys@employersgroup.com
                                                  2011 Information Technology & Engineering Personnel
                                                                      Compensation Survey, California
                                                  Visit us at www.employersgroup.com

                                  Please Submit Your Data By: Wednesday, August 31st , 2011
                                     Return the Attached Sheets using the following methods:
             Mail to: Employers Group, Attn. Research Services, 400 Continental Boulevard, Suite 300, El Segundo, CA 90245

                                                      OR, SUBMIT YOUR DATA VIA THE WEB AT:
                                      WWW.EMPLOYERSGROUP.COM/CONTENT.ASPX?ID=66
Please provide the name and title of the individual to contact regarding this report.
First Name                                                                Last Name



Phone (_______) ‐___________‐_____________             X________

E‐mail Address



                                                         B. YOUR COMPANY PROFILE
1)   Name of organization: (Please print or type the name of the organization as you would like it to appear on our records)



2)   Your Membership/Account Number ‐ Leave blank if unknown



3)   Address:



4)   May we list your company as a participant in the published report? (Check One) ______Yes               _______No

5) County (Complete one questionnaire per county)
                                                                                                                     Coupon Code
                                                                                                   If applicable, please provide: ____________


6) State (Please indicate the state your firm’s business is located)     7) Zip Code
                                                                                                    _


8) Select your participation package:
                                                          Participation Packages Available
                                                             (    mark your selection)

                      Employers Group Members                                                        Non Members

         A. Electronic Format                    Free (*NP$125)           E.Electronic Format                               $145 (*NP$530)
                ebook & spreadsheet                                                 ebook & spreadsheet
         B. CD                                   $35 (*NP $160)           F. CD                                             $185 (*NP$650)
         C. Book                                 $75 (*NP $190)           G. Book                                           $195 (*NP$795)
         D. Best Value: Book & CD                $95 (*NP $225)           H. Best Value: Book & CD                          $245 (*NP$980)

          *Non Participant Fees. Non Participants may use the enclosed pre‐order form. Need membership information? Please call us at 213.765.3920




                                                                       Page 3                                                       Please complete and return
                                                            TELL US ABOUT YOUR COMPANY

9) Type of ownership: (Check One) Check the option that best describes the organization’s ownership. In the case of a division or wholly
   owned subsidiary, indicate the type of ownership of the parent company.
      1. Public Corporation (stock available for purchase by general public)                         5. Partnership (either general or limited)
      2. Private Corporation (a non‐stock corporation or one where stock is not available to public) 6. Public Agency
      3. Mutual Proprietorship (non‐stock corporation)                                               7. Not‐for‐Profit
      4. Individual Proprietorship (single owner, not incorporated)

10) Organization Type: (Check One) Please identify your organization type:
     1. Headquarters with one or more divisions or subsidiaries (accountable directly to stockholders or owners or their representatives)
     2. Subsidiaries (corporate entity wholly‐owned by parent company)
     3. Division (major profit center of divisional unit)
     4. Single organization; no division or subsidiary operations (accountable directly to stockholders or owners or their representatives)
     5. Group organization in divisional

11) Firm's Employment Size: (For the location being reported)
Report the total employment




12) WEB OPERATIONS ‐ Are a significant portion of your operations (i.e. revenue or services) web dependent?                               Yes_____ No ____
    If yes, may we classify your company and the practices you are reporting as those of a web‐based operation?                           Yes_____ No ____

13) SALES VOLUME (CHECK ONE): 1. ( ) Under $10 Million                        2. ( ) $10 to $24.9 Million        3. ( ) $25 to $99.9 Million
      4. ( ) $100 to $249.9 Million 5. ( ) $250 to $500 Million               6. ( ) $501 to $1,000 Million 7. ( ) Over $1 Billion


14) Identify your industry: Select one of the industry codes listed below.

                                                                     Manufacturing of Durable Goods
      37. Aircraft & Aircraft Parts                    33. Primary Metal Industries                               38. Instruments (Photographic & Optical)
      24. Lumber & Wood Products                       34. Fabricated Metal Products                              39. Miscellaneous Durable Goods
      25. Furniture & Fixtures                         35. Machinery                                              41. Transport Equip‐Non‐Aircraft
      32. Stone, Glass, & Clay Products                36. Electrical Machinery, Equip., & Supplies               42. High Tech. Equipment or Components

                                                                  Manufacturing of Nondurable Goods
      20. Food & Kindred Products                      27. Printing, Publishing, & Allied Ind.                    31. Leather Products
      22. Textile Mill Products                        28. Chemicals & Allied Products                            40. Miscellaneous Nondurable Goods
      23. Apparel & Other finished Products            29. Petroleum Refining & Related Ind.                      43. Mfg. or R&D of Pharmaceuticals
      26. Paper & Allied Products        30. Plastics Products

                                                                             Financial Services
      8. Banking                         11. Finance                            14. Insurance                     15. Real Estate

                                                                  Services and Other Nonmanufacturing
      10. Public Sector                                01. Agriculture                                               04. Construction and Specialty (Trade
                                                                                                                         Residential‐ Excl. Heavy Construction)
      18. Not‐for‐profit                               21. Hospitality                                               03. Contract Construction ‐ All Heavy
      51. Employment Agencies                          07. Retail Trade                                              12. Services to Individuals (Exclude
                                                                                                                         all Services to Businesses)
      13. Entertainment Industry                       06. Wholesale Trade, Distribution                             47. E‐Commerce, Consulting Svcs.
      50. Law Offices & Legal Services                 17. Hospitals & Health Industry Related firms                 46. Software Development Commercial
                                                                                                                         Products & Services)
      02. Mining                         09. All other Businesses & Services to Businesses            55. E‐based Commerce (Retail Products & Services)
      19. Education                      05. Communication/Other Util./Transportation                 45. Information Technology Consulting Services & Software
                                                                                                          Development)

(Optional) Enter your organization’s Standard Industrial Classification (SIC) 2‐Digit Major Group # here: ________
To look up your (SIC) 2‐Digit Major Group #, please visit http://www.osha.gov/pls/imis/sic_manual.html.




                                                                             Page 4                                                              Please complete and return
                                      2011 Information Technology & Engineering Personnel Compensation Survey, California

                                      Part C – Compensation Policies and Practices
                   Part C of this survey examines the topics noted below. Please complete and return, as applicable.
                                                       Section I – Promotional Increases

For your most recent fiscal year, (As a % of Salary) what was the average promotional increase granted to the employee groups
noted below?

         1.1 IT Staff ‐ Average Increase Granted:                                 ___________%
         1.2 Engineering Staff ‐ Average Increase Granted:                        ___________%
         1.3 IT / Engineering Management ‐ Average Increase Granted: ___________%

                                                         Section II – Employee Referral

As part of your recruitment efforts, do you have an employee referral program for:
         2.1 IT Staff?   Yes    No                       2.2 Engineering Staff?    Yes            No

If yes, for following employee categories indicate the average award amount paid to employees for referring incumbents to fill
positions:

                2.3 IT Staff                                                   $___________
                2.4 Engineering Staff                                          $___________
                2.5 IT / Engineering Management                                $___________

2.6 How long must a referred incumbent be employed with the company before a referral payment is made? (Check One)

       After 30 days of employment                                          Upon successful completion of probationary period
       After 60 days of employment                                          Partial payment made up front; remaining payments made in
                                                                         installments within a specified period of time
       After 90 days of employment
                                                                            Other
       After one year of employment
       Upon hire

2.7 Are all employees eligible for your employee referral program? (Check One)

       Yes, all employees                                                  No, only IT or engineering employees
       All employees, except managers and executives

                               Section III – Compensatory Time‐Off / Overtime Practices: Exempt Personnel

3.1 Does your company pay overtime (OT) or grant compensatory time‐off to exempt IT or engineering personnel? (Check One)
     Yes, as a part of a formal policy    Yes, as a part of an informal policy          No


3.2 If yes, do you grant: (Check One for Each Option)
          Compensatory Time‐Off        Yes                               No
          Overtime Pay                 Yes                               No

3.3 Does your policy apply to Managers? (Check One)                      Yes       No

3.4 What is the minimum number of hours per week than an exempt employee must work to qualify for overtime or for
compensatory time‐off? (Check One)
     40 hours       41‐45 hours    46‐50 hours         Over 50 hours


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                                      2011 Information Technology & Engineering Personnel Compensation Survey, California

3.5 What multiple do you pay for overtime for your exempt IT/Engineering employees? (Check One)
     1.0 x base    1.5 x base        Flat dollar amount     Varies based on project   Other

                                                   Section IV – Annual Employee Turnover

SURVEY DEFINITION: TURNOVER ‐ Separation from the organization where an employee works. Turnover covers all voluntary and
involuntary permanent separations. Exclude employees on temporary or indefinite layoff, leaves of absence, internal transfers, and
short‐term disciplinary suspensions.

Based on the previous 12 months, please provide your firm’s annual turnover rate as a percent based on the formula outline below
for your IT and Engineering Staff ONLY:
            Number of separations during the previous 12 months
                                                                                  X 100 = Annual Turnover
      Avg. number of employees on payroll during the previous 12 months
             Sample =             = .0652173 X 100 = 6.52%
                          230
                          15

4.1 IT & Engineering Personnel (Including Executives) Annual Turnover ________%

                                                    Section V – Salary Increases & Staffing
*Use the following definitions to complete this section:
    If your firm is on a fiscal‐year basis, report data for the fiscal year that is closest to the corresponding calendar year and if
    necessary make adjustments to reflect the calendar‐year data. Estimated averages are acceptable if exact figures are not
    available.
    Salary Increases ‐ Report these figures as a percent of payroll budgeted for the current fiscal or calendar year for the employees in
    the categories requested. A budget is defined as the sum of all salary increases granted or scheduled to be granted in the year
    divided by the total salaries of all eligible employees including those not receiving an increase.
    MERIT INCREASE ‐ An increase tied to individual employee achievement and other considerations. Whether or not a merit
    increase is granted to an individual and the amount of increase are determined by an evaluation of the employee's performance.
    GENERAL INCREASE ‐ An increase to the base pay granted across‐the‐board to all employees either at management discretion or
    as part of a collective bargaining agreement.
    COLAS ‐ Automatic increases granted to employees relative to the movement of an index such as the Consumer Price Index.
    ALTERNATE PAY ‐ Pay increases due to lump‐sum payments, short‐term incentives, awards, or bonuses such as year‐end bonuses.
    The amount should exclude sales commissions, incentives and bonuses granted only to executive level officers. Also exclude any
    promotional increase budgets.
    TOTAL ‐ The sum of all increases due to merit, general increases, and/or alternate pay
What is the approximate actual percent budgeted for increases for 2011?
(Note: If no data is available, enter “N/A.” If no increases were given, enter “N/I.”)

IT Staff
5.1 Increases due to Merit Plans: (A)                                             %
5.2 General across‐the‐board increases or COLAS: (B)                              %
5.3 Increases due to other types of plans(Alternate Pay): (C)                     %
5.4. Total Average Increase: (A+B+C)                                              %

Engineering Staff
5.5 Increases due to Merit Plans: (A)                                             %
5.6 General across‐the‐board increases or COLAS: (B)                              %
5.7 Increases due to other types of plans(Alternate Pay): (C)                     %
5.8 Total Average Increase: (A+B+C)                                               %




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                                      2011 Information Technology & Engineering Personnel Compensation Survey, California

IT / Engineering Management
5.9 Increases due to Merit Plans: (A)                                             %
5.10 General across‐the‐board increases or COLAS: (B)                             %
5.11 Increases due to other types of plans (Alternate Pay): C)                    %
5.12 Total Average Increase: (A+B+C)                                              %

What is the approximate percent budgeted for increases for 2012? (If no data is available, enter “N/A.”)
5.13 IT Staff Projected Increase:                                  ___________%
5.14 Engineering Staff Projected Increase:                         ___________%
5.15 IT / Engineering Management Projected Increase:               ___________%


For 2012, do you expect your salary budgets to be..
                                                                   Lower than 2011 Same as 2011   Higher than 2011
                    5.16 IT Staff
                    5.17 Engineering Staff
                    5.18 IT / Engineering Management

                                              Section VI – Recruitment / Retention Techniques

6.1 Please select those techniques that you are currently using as part of your recruitment and/or retention strategy. (Check as
Applicable)
                                                                          IT Staff   Engineering Staff  IT / Engineering Management
1. Stay / retention bonuses
2. Project milestone bonuses
3. Telecommuting
4. Profit‐sharing
5. Short‐term incentives
6. Stock options
7. Project completion bonuses
8. More aggressive pay increases
9. Higher / more generous education reimbursement
10. Company paid certification / education programs
11. Club / society dues
12. Sabbatical Leave
13. Flexible work schedules
14. Casual dress policy
15. Signing bonuses
16. Housing allowance to relocating employees
17. Employment contract
18. Job placement assistance for spouse of new employee
19. Relocation bonus
20. Relocation allowance
21 Company car
22. Assistance with purchase of home (e.g., closing costs, etc.)
23. Mentoring Program
24. Special Perks, (e.g., laptop, cell phones, co. paid web access, etc.)
25. Company paid trips




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                                      2011 Information Technology & Engineering Personnel Compensation Survey, California

6.2 If bonuses are paid, please indicate the average $ amount OR % of salary paid to each of the following groups:
                            IT Staff                        Engineering Staff             IT / Engineering Management
                6.2.1    $ ________                6.2.3     $ ________                 6.2.5   $ ________
                6.2.2 or % ________                6.2.4 or % ________                  6.2.6 or % ________

6.3 If signing bonuses are paid, please indicate the average $ amount OR % of salary paid to each of the following groups:

                           IT Staff                        Engineering Staff              IT / Engineering Management
               6.3.1    $ ________                6.3.3     $ ________                 6.3.5    $ ________
               6.3.2 or % ________                6.3.4 or % ________                  6.3.6 or % ________

                                       Section VII – Alternative Pay Strategies – Website Operations
                                   (Organizations with “Significant” Web Business Operations ONLY)
7.1 Please indicate what, if any, pay strategies your company is using to retain or attract employees dedicated exclusively to your
Website operations. For the purpose of this question, exclude practices for IT employees whose skill set is based predominantly on
mainframe (legacy systems) or non‐Web operations. (Check as Applicable)
                                                                               Using       Considering        Discontinued
               1. Project Completion Bonus
               2. Recruitment Bonuses
               3. Spot Bonuses
               4. Competency‐Based Pay
               5. Broadbands
               6. Retention Bonuses
               7. Skill‐Based Pay
               8. Group/Department Incentives
               9. Gainsharing
               10. Cash Awards for Employee Referrals
               11. Generous Salary Increases
               12. More Frequent & Generous Salary Increases
               13. Hiring Salaries Above Market Pay Levels
               14. Long‐Term Compensation Program (Cash)
               15. Equity‐Stock‐Based Retention Programs
               16. Short‐Term Incentive Program
               17. Team‐Based Compensation




    www.employersgroup.com/Content.aspx?id=66              Page 8                                                  Please complete and return
                                    2011 Information Technology & Engineering Personnel Compensation Survey, California

                                                     Section VIII – Severance Pay

8.1 Do you have a formal written severance pay policy with established guidelines for your IT or Engineering Personnel?
(Check One)      No          Yes, based on an informal basis    Yes, formal written policy

8.2 If you have a formal policy, select those features that are part of your plan. (Check as Applicable)
   Service requirement            Severance payout formula                   Maximum payout
   Distribution of payment        Reasons for severance payout               Eligibility requirement clauses
   Other ______________________________________________________________________________

8.3 If you have a formal severance policy, does your plan have a service requirement? (Check One)
   Yes, there is a service requirement                  No, employee is immediately eligible

8.4 Is severance based solely on years of service? (Check One)
   Yes                   No                     No established policy      Other ____________________


8.5 If your plan is solely based on years of service, what is the formula? (Check as Applicable)
   A predetermined number of                           A percent of base compensation per each year of service
     week’s pay per each year of service
   A flat dollar amount per each year of service       Other ______________________________________

8.6 If your plan is based on number of weeks of pay per each year of service, please indicate the number of
weeks:______________________________ Other __________________________________________

8.7 If your plan is based on weeks of service, what is the minimum number of weeks of severance pay that an eligible employee can
receive: _____________________________ Other __________________________________________

8.8 If your plan is based on weeks of service, what is the maximum number of weeks of severance pay that an eligible employee can
receive: _____________________________ Other __________________________________________

8.9 If your plan is based on a flat dollar amount per each year of service, please indicate the dollar amount per
year: $______________________________ Other __________________________________________

8.10 Which of the following reasons would you grant severance pay to your IT or Engineering Personnel? (Check as Applicable)
   Permanent reduction in workforce           Voluntary resignation       Discharge for misconduct
   Discharge for other than misconduct       Termination because of physical / mental disability
   Resignation in lieu of demotion           Resignation in lieu of termination
   Plant shut down or relocation             Job elimination

8.11 Does your firm require employees to sign a form releasing the employer from employment related liabilities? (Check One)
   Yes                                        No                        No established policy
   Depends on the reason for termination      Other __________________________________________

8.12 How are your severance payments made? (Check as Applicable)
   Pay in lieu of notice (lump sum or salary      Lump sum or installment based on employee’s option
     continuation)
   Lump sum payment                               Salary continuation for pre‐determined time
   Installment payments                           Lump sum or installment based on employer’s option
   Combination of lump sum & installment payments __________________________________________
   Other ______________________________________________________________________________

8.13 For the purposes of this survey, pay is defined as: (Check One)
   Base salary                                         Base salary plus any short‐term compensation and commission payments
   Base salary plus any short‐term compensation        Base salary plus commission payments


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                                      2011 Information Technology & Engineering Personnel Compensation Survey, California

                                                   Section IX – Short‐Term Incentive Plans
 Definition: Short‐Term Incentive Plans – A plan that pays an incentive based on the measured performance of the individual, a work
                           group, and/or the company. Such plans have a payout period of a year or less.

9.1 Does your firm have a short‐term plan that pays an annual bonus/incentive to its IT or Engineering Personnel? (Check One)
  Yes       No         No, but will implement one in the next 12months

9.2 If yes, please identify the types of incentive plans offered. (Check as Applicable)
                                                    Individual          Group/Term       Cash Profit       Gainsharing
                                                    Incentives           Incentives       Sharing
                      IT Staff
                      Engineering Staff
                      IT / Engineering
                      Management
9.3 As a percent of base salary, indicate the plan’s incentive target for the following groups: (If more than one plan, indicate the
approximate average for all plans)
                               IT Staff                     Engineering Staff            IT / Engineering Management
                  9.3.1 Target        % ________       9.3.3 Target        % ________         9.3.5 Target        % ________
                  9.3.2 Maximum % ________             9.3.4 Maximum % ________               9.3.6 Maximum % ________

9.4 How often are incentive payouts distributed? (Check One)
   Annually                           Semi‐Annually                    Quarterly                       Monthly

9.5 The funding for your short‐term incentive program is…
   Part of your fiscal budget         From attained gains              From both budgeted and attained gains


                                                        Section X – Stock‐Based Plans

10.1 Is your firm publicly traded? (Check One)         Yes                No

10.2 If yes, does your company have a stock‐based compensation plan covering IT or Engineering Personnel? (Check One)
  Yes                            No                            No, but will implement one in the next 12 months

10.3 If yes, please indicate the types of stock programs that are part of your plan for the groups listed below: (Check as Applicable)

                                                       Stock           Stock Grant   Stock Option    Phantom        Co. Stock Via
                                                      Purchase           Program       Program      Stock (SAR)     401(k)/Profit
                                                      Program                                                       Sharing Plan
              IT Staff
              Engineering Staff
              IT / Engineering
              Management

10.4 Does your company anticipate changes in the granting or awarding of stock? (Check One)                  Yes      No




   www.employersgroup.com/Content.aspx?id=66                 Page 10                                                       Please complete and return
                                                       2011 Information Technology & Engineering Personnel Compensation Survey, California


                                                                           D. GENERAL INSTRUCTIONS
      Separate divisions or subsidiaries should be reported on the same questionnaire only if they are in the same county. Do not report data for
      divisions located in different counties on the same questionnaire. If you have divisions in different counties, you may either request additional
      questionnaires or reproduce the enclosed forms & complete one per county.

      We welcome data submitted via the provided questionnaire (paper format); via the web at www.employersgroup.com/Content.aspx?id=66; a
      computer‐generated printed report; or in electronic form via a spreadsheet, database, or word processing program of your choice in a table
      format similar to our data‐collecting format. If you have further questions, please call (213) 765‐3925.

      Do not determine job comparability by title alone. Read each description carefully to be sure that the job content substantially matches the
      classification you are reporting. Where a surveyed job has more than one level (i.e. five levels of applications programmer), be particularly
      careful to match job responsibilities with the appropriate level.

      Exclude part‐time employees and trainees.

      Reported salaries should be in effect the first pay period of June 1, 2011.

                                          INSTRUCTION FOR COMPLETING THE SURVEY QUESTIONNAIRE
                                                                                                                                                                               For general as sistance in the U.S. 213.765.3925
                                                                                                                                                                                             8:00 A.M. ‐ 5.00 P.M. Pacific Time
                                                                                                                                                                                 Via E‐mail at surveys@employersgroup.com

                                  The Information Technology & Engineering Personnel Compensation Survey, California ‐ 2011
                                                                           PART E ‐ COMPENSATION DATA REPORTING FORM
                                                                             PARTICIPATION DEADLINE: WEDNESDAY, AUGUST 31st, 2011
               Engineering                1. Sales                         MATCH LEVEL: If the position being reported is:                                              The data that you are reporting in columns 6 to 8 is:
               Application           2. Manufacturing                      less or lighter than the benchmark job description, enter 1                    1= Hourly             3= Weekly         5 = Bi‐weekly
            (Engineering Jobs            3. Des ign                        equal to the benchmark job description, enter 2                                2= Annual             4 = Monthly       6 = Semi‐Monthly
                  Only)
                                          4. Other                         greater or heavier than the benchmark job description, 3                      (See instructions for column references)

                                                                                 POSITION TITLE &          # OF EMPLOYEES & BASE              F ORMAL SALAR Y
                                                                                                                                                                                           BO NUS / INCENTIVE COMPENSATION
                                                                                DEGREE OF MATCH                     PAY                          STRUCTURES
                                                                                                                                                                              (9)
                                                                                                                                          (Do n ot report actual high/low
                                                             (2.1)                                                                                    salaries )                       (10)
                                                                                                                                                                              P
                                                                     (3)                                                                 (Do not report structures based      a      Bonus/
                                                               E                                                                                  on broadbands)                                              (12) # in
                                                                                                                                                                              y     Incentive (11) Target                  (13) Average
                                                               n                                              (5)     (6) Average Base                                                                        Job Paid
            (1) Survey Job Code       (2) Survey Job Title                  (4) Your Company's Job Title                                                                             Eligible?   Bonus /                  Annual Bonus /
                                                               g     M                                     # in Job         Salary                                                                            Bonus /
                                                                                                                                                                              T                Incentive %                   Incentive
                                                                     a                                                                                                                                       Incenti ve
                                                               A     t
                                                                                                                                         (7) Minimum       (8) Maximum        y       1= Yes
                                                               p     c                                                                                                        p       2= No
                                                               p     h                                                                                                        e




(1)&(2) From the "Index of Surveyed Jobs ‐ 2011" section, enter the appropriate job code number and title of the job being
        reported. Please do not report salary information separately for each employee who falls under a same job code. For
        example, report salary information for all employees falling under job code 110 together as an average on one line, rather
        than each employee’s salary separately on multiple lines.

(2.1)      Application Matching – (Engineering Classifications Only): Identify the application (type of work) your incumbent performs
           most of the time (design, manufacturing, sales, or other) and reported as follows:
             Enter 1 for Sales                           Enter 3 for Design
             Enter 2 for Manufacturing                   Enter 4 for Other
           Incumbents that are in the same job family and level, i.e. Industrial Engineering VI but in different application groups, i.e.,
           design, sales, etc., should be reported separately. Application Groups are defined within the job descriptions section of
           this questionnaire, see page 34.

(3)        As best as possible, indicate the match between the enclosed description and your firm's job:
                    Enter 1 if the position being reported is less or lighter than the benchmark job description.
                    Enter 2 if the position being reported is equal to the benchmark job description.
                    Enter 3 if the position being reported is greater or heavier than the benchmark job description.
(4)        Enter the title used for this job within your firm.

(5)        Enter the total number of incumbents in the position in question, reporting only those employees for which you report


Submit your data online at www.employersgroup.com/Content.aspx?id=66                                                           11                                                                                         Instructions
                                      2011 Information Technology & Engineering Personnel Compensation Survey, California


          salary information.

(6)       Report the average base salary of ALL employees in that position. This figure is obtained by summing the pay rates of all
          employees in the position, and dividing the sum by the total number of employees in that position. If only one incumbent is
          being reported, then report the incumbent's actual base salary. Do not include any overtime pay, shift premiums, or cost‐
          of‐living allowances.

(7) & (8) If your firm has formal salary structures (e.g., ranges), then provide the structure Minimum and Maximum for the position
          being reported. Do not enter actual salaries paid to incumbents (e.g., lowest or highest paid rates). Leave blank if there are
          no formal ranges. Do not include salary ranges if they are based on the practice of broadbands (i. e. ranges that typically
          incorporate a group of traditional salary ranges into fewer but wider ranges (bands).

(9)       From the list below, indicate the pay type used (Hourly, Annual, Weekly, Bi‐Weekly, Monthly or Semi‐Monthly) for each job
          when reporting data for columns: (6) Base Salary, and (7) to (8) Salary Structures. Do NOT report your company’s pay
          period as a pay type unless that is how you are reporting your data to us. DO NOT MIX PAY TYPES WITHIN A JOB. Report
          all data within a job in the same pay type. Any conversions should be made on the basis of 40 hours per week, 173.33 hours
          per month, or 4.33 weeks per month.

          1= Hourly           2=Annual            3=Weekly             4=Monthly        5=Bi‐weekly   6=Semi‐monthly

(10)      Using the definition below, indicate if the position being reported is eligible for additional compensation in the form of a
          bonus/incentive payment. Enter 1 if "Yes" or 2 if "No" in the space provided.

          BONUS / INCENTIVE COMPENSATION ‐ DEFINITION: Any cash payments stemming from:
                 * Gainsharing plans              * Project, Department, or company performance Bonuses
                 * Group incentives               * Cash payments from non‐retirement Profit Sharing plans
                 * Spot awards                    * Key Contributor Programs
                 * Individual Incentive Awards    * Special Individual Recognition Awards
                 * Skill/Knowledge based Bonuses * Lump Sum Payments
          DO NOT INCLUDE ANY SORT OF PAYMENT BASED ON:
                 * Salary Grade                   * Overtime Compensation
                 * Shift‐Pay Differentials        * Payments stemming from retirement accounts or stock options
                 * Any form of long term compensation
          NOTE: Exclude ANY payments stemming from commission plans

(11) If the position is eligible for additional compensation (bonuses/incentives), as a percentage of base salary, provide the targeted
          annual cash incentive for the last fiscal/calendar year. This figure is arrived by the ratio of the targeted annual cash
          incentive over annual base salary. This percent should reflect targeted figures and not just earned income. (Leave blank if
          figure is not available)

(12) Enter the total number of employees for the job classification number being reported who in your most recent fiscal/calendar
         year were paid additional compensation. ONLY INCLUDE THOSE EMPLOYEES FOR THE POSITION YOU ARE REPORTING.
         Please do NOT report employees from the entire company in this category. Exclude those employees who might have been
         eligible but did not receive any additional form of compensation.

(13) Report the ANNUAL average bonus / incentive cash payment made to the employees listed in Item (12). Report data as of the
        most current fiscal / calendar year. This figure should only include ACTUAL cash payments in addition to base pay.



                              For assistance in completing this questionnaire, please contact
                            Salvador Curiel, (213) 765‐3925 ‐ scuriel@employersgroup.com PST
                  THE DEADLINE TO SUBMIT YOUR DATA IS WEDNESDAY, AUGUST 31ST, 2011



Submit your data online at www.employersgroup.com/Content.aspx?id=66               12                                       Instructions
                                                                                                                                                                     For general assistance in the U.S. 213.765.3925
                                                                                                                                                                                  8:00 A.M. ‐ 5.00 P.M. Pacific Time
                                                                                                                                                                       Via E‐mail at surveys@employersgroup.com

                      The Information Technology & Engineering Personnel Compensation Survey, California ‐ 2011
                                                                    PART E ‐ COMPENSATION DATA REPORTING FORM
                                                                      PARTICIPATION DEADLINE: WEDNESDAY, AUGUST 31st, 2011
   Engineering
                                1. Sales                            MATCH LEVEL: If the position being reported is:                                           The data that you are reporting in columns 6 to 8 is:
   Application            2. Manufacturing                          less or lighter than the benchmark job description, enter 1                 1= Hourly                 3= Weekly                5 = Bi‐weekly
(Engineering Jobs              3. Design                            equal to the benchmark job description, enter 2                              2= Annual             4 = Monthly       6 = Semi‐Monthly
      Only)
                               4. Other                             greater or heavier than the benchmark job description, 3                    (See instructions for column references)
                                                                          POSITION TITLE &          # OF EMPLOYEES & BASE            FORMAL SALARY
                                                                                                                                                                                  BONUS / INCENTIVE COMPENSATION
                                                                         DEGREE OF MATCH                     PAY                       STRUCTURES
                                                                                                                                                                    (9)
                                                                                                                                 (Do not report actual high/low
                                                      (2.1)                                                                                 salaries)               P         (10)
                                                              (3)                                                               (Do not report structures based     a      Bonus/
                                                        E                                                                               on broadbands)                                              (12) # in
                                                                                                                                                                    y     Incentive (11) Target                    (13) Average
                                                        n                                              (5)   (6) Average Base                                                                       Job Paid
(1) Survey Job Code        (2) Survey Job Title                      (4) Your Company's Job Title                                                                          Eligible? Bonus /                      Annual Bonus /
                                                        g     M                                     # in Job       Salary                                                                           Bonus /
                                                                                                                                                                    T               Incentive %                      Incentive
                                                              a                                                                                                                                    Incentive
                                                        A     t                                                                 (7) Minimum      (8) Maximum        y       1= Yes
                                                        p     c                                                                                                     p       2= No
                                                        p     h                                                                                                     e




                                                                                                     13
                                                                                             Complete and Return
      Submit your data via the web at www.employersgroup.com/content.aspx?id=66                                                                           The IT Engineering Personnel Compensation Survey, California
                                                                                                                                                                     For general assistance in the U.S. 213.765.3925
                                                                                                                                                                                  8:00 A.M. ‐ 5.00 P.M. Pacific Time
                                                                                                                                                                       Via E‐mail at surveys@employersgroup.com

                      The Information Technology & Engineering Personnel Compensation Survey, California ‐ 2011
                                                                    PART E ‐ COMPENSATION DATA REPORTING FORM
                                                                      PARTICIPATION DEADLINE: WEDNESDAY, AUGUST 31st, 2011
   Engineering
                                1. Sales                            MATCH LEVEL: If the position being reported is:                                           The data that you are reporting in columns 6 to 8 is:
   Application            2. Manufacturing                          less or lighter than the benchmark job description, enter 1                 1= Hourly                 3= Weekly                5 = Bi‐weekly
(Engineering Jobs              3. Design                            equal to the benchmark job description, enter 2                              2= Annual             4 = Monthly       6 = Semi‐Monthly
      Only)
                               4. Other                             greater or heavier than the benchmark job description, 3                    (See instructions for column references)
                                                                          POSITION TITLE &          # OF EMPLOYEES & BASE            FORMAL SALARY
                                                                                                                                                                                  BONUS / INCENTIVE COMPENSATION
                                                                         DEGREE OF MATCH                     PAY                       STRUCTURES
                                                                                                                                                                    (9)
                                                                                                                                 (Do not report actual high/low
                                                      (2.1)                                                                                 salaries)               P         (10)
                                                              (3)                                                               (Do not report structures based     a      Bonus/
                                                        E                                                                               on broadbands)                                              (12) # in
                                                                                                                                                                    y     Incentive (11) Target                    (13) Average
                                                        n                                              (5)   (6) Average Base                                                                       Job Paid
(1) Survey Job Code        (2) Survey Job Title                      (4) Your Company's Job Title                                                                          Eligible? Bonus /                      Annual Bonus /
                                                        g     M                                     # in Job       Salary                                                                           Bonus /
                                                                                                                                                                    T               Incentive %                      Incentive
                                                              a                                                                                                                                    Incentive
                                                        A     t                                                                 (7) Minimum      (8) Maximum        y       1= Yes
                                                        p     c                                                                                                     p       2= No
                                                        p     h                                                                                                     e




                                                                                                     14
                                                                                             Complete and Return
      Submit your data via the web at www.employersgroup.com/content.aspx?id=66                                                                           The IT Engineering Personnel Compensation Survey, California
                                                                                                                                                                     For general assistance in the U.S. 213.765.3925
                                                                                                                                                                                  8:00 A.M. ‐ 5.00 P.M. Pacific Time
                                                                                                                                                                       Via E‐mail at surveys@employersgroup.com

                      The Information Technology & Engineering Personnel Compensation Survey, California ‐ 2011
                                                                    PART E ‐ COMPENSATION DATA REPORTING FORM
                                                                      PARTICIPATION DEADLINE: WEDNESDAY, AUGUST 31st, 2011
   Engineering
                                1. Sales                            MATCH LEVEL: If the position being reported is:                                           The data that you are reporting in columns 6 to 8 is:
   Application            2. Manufacturing                          less or lighter than the benchmark job description, enter 1                 1= Hourly                 3= Weekly                5 = Bi‐weekly
(Engineering Jobs              3. Design                            equal to the benchmark job description, enter 2                              2= Annual             4 = Monthly       6 = Semi‐Monthly
      Only)
                               4. Other                             greater or heavier than the benchmark job description, 3                    (See instructions for column references)
                                                                          POSITION TITLE &          # OF EMPLOYEES & BASE            FORMAL SALARY
                                                                                                                                                                                  BONUS / INCENTIVE COMPENSATION
                                                                         DEGREE OF MATCH                     PAY                       STRUCTURES
                                                                                                                                                                    (9)
                                                                                                                                 (Do not report actual high/low
                                                      (2.1)                                                                                 salaries)               P         (10)
                                                              (3)                                                               (Do not report structures based     a      Bonus/
                                                        E                                                                               on broadbands)                                              (12) # in
                                                                                                                                                                    y     Incentive (11) Target                    (13) Average
                                                        n                                              (5)   (6) Average Base                                                                       Job Paid
(1) Survey Job Code        (2) Survey Job Title                      (4) Your Company's Job Title                                                                          Eligible? Bonus /                      Annual Bonus /
                                                        g     M                                     # in Job       Salary                                                                           Bonus /
                                                                                                                                                                    T               Incentive %                      Incentive
                                                              a                                                                                                                                    Incentive
                                                        A     t                                                                 (7) Minimum      (8) Maximum        y       1= Yes
                                                        p     c                                                                                                     p       2= No
                                                        p     h                                                                                                     e




                                                                         If more space is needed, please duplicate form as needed.




                                                                                                     15
                                                                                             Complete and Return
      Submit your data via the web at www.employersgroup.com/content.aspx?id=66                                                                           The IT Engineering Personnel Compensation Survey, California
                              2011 Information Technology & Engineering Personnel Compensation Survey, California

                                             Part F ‐ Index of Surveyed Jobs

                     IT MANAGEMENT                                           NETWORK OPERATIONS / ADMINISTRATION
5. Chief Information Technology Executive                             210. Computer Operations Manager
10. IT Director                                                       215. Computer Operations Supervisor
15. IT Manager, Single Location                                       220. Systems Administrator
20. IT Manager, Corporate Organizations                               221. Systems Administrator, Sr
25. Mgr., Application Systems Analysis / Programming &                224. Unix Administrator, Senior
      Operating Systems                                               225. Unix Administrator
30. Mgr., Computer Operations and Operating Systems                   230. LAN Operations Manager
      Programming                                                     235. LAN Administrator / Manager, Single Facility
35. Mgr., Application Systems Analysis / Programming                  240. WAN Administrator / Manager
37. Software Engineer Manager                                         245. LAN Analyst II
                                                                      250. LAN Analyst I
   APPLICATION SYSTEMS ANALYSIS & PROGRAMMING                         251. Network Planning Manager
40. Applications Systems Analyst / Programmer, Super.                 252. Network Planning Analyst, Sr.
45. Applications Systems Analyst / Programmer, Specialist             253. Network Planning Analyst, Intermediate
50. Applications Systems Analyst / Programmer, Sr.                    255. Network Engineer, Senior
55. Applications Systems Analyst / Programmer,                        260. Network Engineer, Intermediate
     Intermediate                                                     265. Network (LAN/WAN) Support Technician, Sr.
                                                                      270. Data Security Manager
             APPLICATIONS PROGRAMMING                                 275. Data Security Analyst
                                                                      276. Data Security Analyst, Sr
60. Applications Programming Supervisor
                                                                      280. Help Desk Manager
65. Applications Programmer, Specialist
                                                                      290. Help Desk Coordinator, Senior
70. Applications Programmer, Senior
                                                                      295. Help Desk Coordinator, Intermediate
75. Applications Programmer, Intermediate
80. Applications Programmer, Entry‐Level (Trainee)
                                                                               PROFESSIONAL IT CLASSIFICATIONS & ERP
                                                                      299. Business Analyst, Leader
          OPERATING SYSTEMS PROGRAMMING
                                                                      300. Business Analyst, Senior
85. Operating Systems Programming Super.                              305. Business Analyst
90. Operating Systems Programmer, Specialist                          309. PC Manager
95. Operating Systems Programmer, Senior                              310. PC Specialist, Sr.
100. Operating Systems Programmer, Intermediate                       312. PC Specialist, Intermediate
                                                                      315. PC Trainer
             APPLICATION SYSTEMS ANALYSIS                             325. Project Manager
105. Application Systems Analysis Supervisor                          326. Project Manager, Sr
110. Application Systems Analyst, Specialist                          330. Project Manager, ERP
115. Application Systems Analyst, Senior                              335. Business Analyst, Specialist, ERP
120. Application Systems Analyst, Intermediate                        340. Business Analyst, Senior, ERP
125. Application Systems Analyst, Entry‐Level                         345. Systems Analyst / Programmer, Specialist, ERP
                                                                      350. Systems Analyst / Programmer, Senior, ERP
                SOFTWARE DEVELOPERS                                   390. Technical Support Analyst
130. Software Developer, Team Leader                                  395. Operations Scheduler / Coordinator
135. Software Developer, Specialist                                   400. Data Entry Supervisor
140. Software Developer, Senior
145. Software Developer, Intermediate                                             TELECOMMUNICATIONS SERVICES
                                                                      405. Director of Telecommunications Services
  DATABASE MANAGEMENT & DEVELOPMENT (RDBMS)                           410. Telecommunications Services Manager
150, 152, 154. Database Manager                                       415. Telecom Ops. Mgr., Data & Voice Communications
155, 157, 159. Database Administrator                                 420. Telecom Programmer / Systems Analyst, Specialist
160, 162, 164. Database Analyst / Programmer, Specialist              425. Telecom Programmer / Systems Analyst, Senior
165, 167, 169. Database Analyst / Programmer, Senior                  430. Telecom Programmer / Systems Analyst, Inter.
170, 172, 174. Database Analyst / Programmer,                         435. Telecom Technician III
      Intermediate                                                    440. Telecom Technician II
206. Data Warehousing Analyst, Sr.                                    455. Voice Analyst


                                                            Page 16
                               2011 Information Technology & Engineering Personnel Compensation Survey, California

460. Data Communications Analyst                                       565. Business Development / Marketing, E‐Operations
For Telecommunications Engineer, See Job Codes 2300 to                 570. Manager, E‐Operations
       2340                                                            575. Manager, E‐Marketing
     SOFTWARE ENGINEERING & QUALITY ASSURANCE                          580. Director, Internet Software, Engineering Ops.
For IT Engineers, See the following Job Codes under the                587. Web Manager
       Engineers Job Group:                                            590. Web Project Manager
                                                                       595. Website Engineer
2100. to 2140. Software Engineers (5 Levels)
                                                                       600. Web Administrator
2200. to 2240. Hardware Engineers (5 Levels)                           605. Head Of Web Content Internet Security Administrator
                                                                       610. Internet Security Administrator
2250. to 2290. Software Quality Assurance (5 Levels)
                                                                       625. Web Graphics Designer, Senior
             CLIENT / SERVER CLASSIFICATIONS                           630. Web Graphics Designer, Intermediate
530. Client Server Systems Development Manager                         635. Web Developer, Specialist
535. Client Server Systems Development Team Leader                     640. Web Developer, Senior
540. Client Server Systems Administrator                               645. Web Developer, Intermediate
545. Client / Server Analyst / Programmer, Senior                      650. E‐Commerce Development, Director
550. Client / Server Analyst / Programmer, Intermediate                655. E‐Commerce, Project Lead
                                                                       660. E‐Commerce, Specialist
                    WEB‐OPERATIONS                                     665. Webmaster
555. President, E‐Operations                                           670. Webmaster Assistant
560. Vice President, E‐Operations

                                                    ENGINEERS – Five Levels,
                 Group                     Engineering I Engineering II Engineering III      Engineering IV   Engineering V
    Aeronautical/Aerospace Engineers           1000          1010            1020                1030             1040
                          Bio Engineers        1200          1210            1220                1230             1240
                    Chemical Engineers         1300          1310            1320                1330             1340
                         Civil Engineers       1400          1410            1420                1430             1440
       Electrical/Electronics Engineers        1500          1510            1520                1530             1540
              Environmental Engineers          1600          1610            1620                1630             1640
                   Industrial Engineers        1700          1710            1720                1730             1740
                 Mechanical Engineers          1800          1810            1820                1830             1840
               Metallurgical Engineers         1900          1910            1920                1930             1940
                    Software Engineers         2100          2110            2120                2130             2140
                   Hardware Engineers          2200          2210            2220                2230             2240
           Software Quality Assurance          2250          2260            2270                2280             2290
       Telecommunications Engineers            2300          2310            2320                2330             2340
     Production/[Processing Engineers          2400          2410            2420                2430             2440
                    Facilities Engineers       2600          2610            2620                2630             2640
             Quality Control Engineers         2700          2710            2720                2730             2740
                       Safety Engineers        2800          2810            2820                2830             2840
   Research & Development Engineers            3000          3010            3020                3030             3040

                                               ENGINEERING ‐ MANAGEMENT
                 3100. Supervisor of Engineering                                       3120. Director of Engineering
                 3110. Manager of Engineering                                          3130. Vice President of Engineering

                                                          DESIGNERS
                 3200. Designer                              3210. Senior Designer




                                                             Page 17
                                       2011 Information Technology & Engineering Personnel Compensation Survey, California

                                                               Part G – Job Descriptions
                                                                         IT MANAGEMENT
      5. Chief Information Technology Executive                 25. Mgr., Application Systems Analysis /                  35. Mgr., Application Systems Analysis /
      10. IT Director                                                 Programming & Operating Systems                         Programming
      15. IT Manager, Single Location                           30. Mgr., Computer Operations and                         37. Software Engineer Manager
      20. IT Manager, Corporate Organizations                         Operating Systems Programming

5. CHIEF INFORMATION TECHNOLOGY EXECUTIVE ‐ Responsible for integrating long‐term corporate‐wide information needs with data processing activities
including systems analysis, programming, and computer and auxiliary operations. Develops overall corporate IT strategy including needs, systems development,
and hardware/software acquisition and integration. Identifies new computer technology and determines their applicability to the organization's long‐term needs.
Oversees corporate policies and procedures, technical standards, methods, and priorities. May have direct day‐to‐day management responsibilities for data
processing plans, projects, performance, and related matters. Oversees all IT functions at the division, subsidiary, or regional data processing centers. Position is
usually found in a large organizations and usually reports to the CEO or the COO.

10. IT DIRECTOR ‐ Responsible for all corporate information technology activities including systems analysis, programming, and computer and auxiliary
operations. Under a broad corporate plan, develops policies, procedures, technical standards, methods, and schedules. Oversees the strategic relationship
between information technology and other functions within the organization. Maintains the organization's awareness of developments in information
technology and computer hardware and software for the formulation of long‐ and short‐range plans for the acquisition and implementation of new equipment
and techniques. Reports to management on information technology plans, projects, performance and related matters. Directs and provides functional direction
to middle IT managers in a division, subsidiary, or region. Typically, this position reports to the chief information technology executive. In small‐ and mid‐sized
organizations, may be the top IT position reporting to a top‐level executive position.

15. IT MANAGER, SINGLE LOCATION ‐ Responsible for managing the day‐to‐day IT operations for a single unit firm or division including systems analysis,
programming, and computer and auxiliary operations. Directs the development and maintenance of timeliness and quality standards for all aspects of the data
processing operation. Determines and recommends department budgets and analyzes controllable expenditures. May plan and coordinate the evaluation and
effectiveness of existing data processing applications and the feasibility and potential value of new applications. Typically, this position is the IT head for single
unit organizations and reports to an executive‐level position.

20. IT MANAGER, CORPORATE ORGANIZATIONS ‐ Responsible for managing IT operations including systems analysis, programming, and auxiliary operations of an
organization's major division or branches. Directs the development and maintenance of timeliness and quality standards for all aspects of the data processing
operation. Determines and recommends department budgets and analyzes controllable expenditures. May plan and coordinate the evaluation and
effectiveness of existing data processing applications and the feasibility and potential value of new applications. Position typically reports to a director or a VP.

25. MANAGER, APPLICATION SYSTEMS ANALYSIS / PROGRAMMING AND OPERATING SYSTEMS PROGRAMMING ‐ Is responsible for all systems analysis,
applications programming, and operating systems programming. May have subordinate supervisors in charge of any or all of these functions. Is responsible for
establishing priorities and schedules for the development of data processing applications and for the developing and maintaining standards for systems analysis
and programming. Responsible for directing all technical efforts, which lead to the successful configuration between software systems, hardware configuration,
and application programs. May be responsible for, or participate in, the evaluation of new computer hardware and software systems to determine the feasibility
of installation.

30. MANAGER, COMPUTER OPERATIONS AND OPERATING SYSTEMS PROGRAMMING ‐ Responsible for all equipment operations and related aspects of data
processing as well as the operating systems programming function, but is not responsible for systems analysis or applications programming. Subordinate
functions may include computer operations, data entry, data control, and scheduling. May also have subordinate supervisors in charge of any or all of these
functions. Supervises, either directly or indirectly through a subordinate supervisor, the development, modification, and maintenance of systems software
(general‐purpose programs such as control systems, compilers, utility routines, etc.) Provides technical support to applications programmers in the use and the
effective interface with the operating system. May be responsible for or participate in the evaluation of new computer hardware and software systems to
determine feasibility of installation.

35. MANAGER, APPLICATION SYSTEMS ANALYSIS / PROGRAMMING ‐ Responsible for all systems analysis and application programming in a data processing
installation, but does not have responsibility for the supervision of operating systems programming. May have subordinate supervisors in charge of systems
analysis and applications programming functions. Is responsible for the establishment of priorities and schedules for the development of data processing
applications and for the maintenance of standards for systems analysis and applications programming.

37. SOFTWARE ENGINEER MANAGER ‐ Responsible managing the activities relative to all software systems programming. These applications generally run the
operating system and other applications, including high‐end file maintenance routines, advance scientific software, large‐scale telecommunications networks and
ERP systems. Oversees department’s budget and corporate objectives while providing input to policy level direction regarding standards and budget constraints.
Based on resources and priorities, assigns personnel to projects and directs their activities. Large scale software and hardware projects and requirements are
coordinated with other information systems managers. Develops standards for all software system applications and provides technical guidance to the
information systems staff. Responsible for the interface of software systems and the hardware configuration and the applications systems. Additional areas of
responsibility include: configuration/capacity planning, software products evaluations, and systems performance analysis and optimization. Provides activity and
progress reports for software systems programming activities. Frequently reports to computer operations manager or information systems direct.

                                                 APPLICATIONS SYSTEMS ANALYSIS AND PROGRAMMING
      40. Applications Systems Analyst / Programmer, Super.                        50. Applications Systems Analyst / Programmer, Sr.
      45. Applications Systems Analyst / Programmer, Specialist                    55. Applications Systems Analyst / Programmer, Intermediate

40. APPLICATIONS SYSTEMS ANALYST / PROGRAMMER, SUPERVISOR ‐ Provides supervisory activities, which involve systems analysis and programming including
personnel, schedules, and progress audits. Will oversee projects that deal with one or more highly specialized applications of system analysis and programming.
Based on equipment, personnel, and technical requirements, will coordinate the necessary resources to obtain desired results. Formulates/defines system scope
and objectives. May lead in the preparation of detailed specifications from which programs will be written. Has full technical knowledge of all phases of
applications systems analysis and programming. May be responsible for monitoring budget and expenditures, and within limits, may approve expenditures
outside budget. May have quality assurance review responsibilities.

                                                                              Page 18
                                      2011 Information Technology & Engineering Personnel Compensation Survey, California

45. APPLICATIONS SYSTEMS ANALYST / PROGRAMMER, SPECIALIST ‐ Provides expert technical direction to projects that deal with one or more highly specialized
applications of system analysis and programming. Devises or modifies procedures to solve complex problems considering computer equipment capacity and
limitations, operating time, and form of desired results. Formulates/defines system scope and objectives. Prepares detailed specification from which programs
will be written. Responsible for program design, coding, testing debugging, and documentation. Has full technical knowledge of all phases of applications
systems analysis and programming. May be responsible for multiple phases of a project. May have responsibilities relative to instructing, directing, and checking
the work of other application systems analysts and programming personnel. May have quality assurance review responsibilities.

50. APPLICATIONS SYSTEMS ANALYST / PROGRAMMER, SENIOR ‐ Under general direction, prepares and defines system objectives and scope. Responsible for
devising or modifying procedures to solve complex problems considering computer equipment capacity and limitations, operating time, and business objectives.
Prepares detailed specifications from which programs will be written. Will design, code, test, debug, and document programs. Able to work at the highest
technical level of all phases of applications system analysis and programming activities. Regularly provides guidance and training to less experienced
analysts/programmers.

55. APPLICATIONS SYSTEMS ANALYST / PROGRAMMER, INTERMEDIATE ‐ Under general supervision, prepares and defines system objectives and scope. Will
assist in research and fact‐finding to develop or modify information technology. Typically, this position has a broad understanding of the end product
(application). Will assist in preparing detailed specifications from which programs will be written. Will design, code, test, debug, and document programs.
Incumbents in this position will generally have responsibility for only specific aspects of a project. May require guidance on complex projects and usually does
not deviate from set policies or procedures.

                                                                APPLICATIONS PROGRAMMING
      60. Applications Programming Supervisor                                        75. Applications Programmer, Intermediate
      65. Applications Programmer, Specialist                                        80. Applications Programmer, Entry‐Level (Trainee)
      70. Applications Programmer, Senior

60. APPLICATIONS PROGRAMMING SUPERVISOR ‐ Supervises employees engaged in developing, maintaining, and modifying applications programs. Is
responsible for scheduling, assigning, and coordinating the work of subordinate programmers and for verifying the maintenance of programming quality
standards. Directs the training of subordinates in programming techniques. May work with systems analysts or other technical personnel in establishing time
schedules and priorities for development of data processing applications. May have responsibility for all or most of the programming functions.

65. APPLICATIONS PROGRAMMER, SPECIALIST ‐ Applies a comprehensive body of knowledge to all phases of application programming. Plans, conducts,
schedules, and may provide technical direction to the work of a group of application programmers. Provides training for entry‐level programmers and
evaluates/recommends changes in procedures, when necessary. May act as a liaison between departments. Has comprehensive technical knowledge of all
phases of applications programming. Typical responsibilities may include directing and checking the work of other applications programmers. May have quality
assurance review responsibilities. Exclude those performing systems analysis.

70. APPLICATIONS PROGRAMMER, SENIOR ‐ Under general direction and considering computer capacity and limitations, operating time, and form of desired
results, develops and modifies applications programs of a high degree of complexity and scope. Designs, codes, tests, debugs, and documents those programs.
May carry‐out or participate in problem analysis and system design preparatory for the development of programs. May advise on operating problems of
assigned programs. May give some technical assistance to lower classifications. Competent to work at the highest technical level of all phases of applications
programming activities. Exclude those performing systems analysis.

75. APPLICATIONS PROGRAMMER, INTERMEDIATE ‐ Under general supervision, works from basic systems designs and specifications and uses standard
procedures and techniques to maintain, modify, and devise new or existing applications programs of moderate complexity and scope. Prepares flow charts,
writes machine instructions and procedures for computer operators, debugs, and documents programs. May assist higher‐level programmers in the
development of programs of a more complex nature. Work assignments at this level are aimed more at production than training, but work is still subject to
regular checks by higher levels. Exclude those performing systems analysis.

80. APPLICATIONS PROGRAMMER, ENTRY‐LEVEL (TRAINEE) ‐ Under immediate supervision, modifies application programs from detailed specifications. Will
code, test, debug, document, and maintain programs. Receives formal training and on‐the‐job instruction in conjunction with a progression of increasingly more
difficult work assignments involving the flow‐charting, coding, debugging, and documentation of application programs. Carries‐out work assignments designed
to prepare him/her for promotion to the next level of application programming. Ordinarily does not remain in this category more than 18 months and usually
moves to the next level considerably sooner, based on skills development. Exclude those performing systems analysis.

                                                            OPERATING SYSTEMS PROGRAMMING
      85. Operating Systems Programming Super.                                      95. Operating Systems Programmer, Senior
      90. Operating Systems Programmer, Specialist                                  100. Operating Systems Programmer, Intermediate

85. OPERATING SYSTEMS PROGRAMMING SUPERVISOR ‐ Supervises employees engaged in developing, modifying, and maintaining software (as opposed to
applications) programs. Must have a thorough knowledge of current techniques and hardware capabilities to schedule and direct the work of employees who
work on modifications and maintenance of the computer operating system. Develops such general‐purpose software programs as compilers, utility routines, etc.
and provides technical support in the effective use of software to applications programmers. May carry‐out or direct the evaluation of new computer hardware
and software systems to determine feasibility of installation. May be responsible for development of programming standards. This is a first‐level exempt
supervisory classification.

90. OPERATING SYSTEMS PROGRAMMER, SPECIALIST ‐ Applies a comprehensive body of knowledge to all phases of operating systems programming of a high
degree of complexity and scope. Is usually responsible for formulating specifications for applications dealing with the complete operating system including
sophisticated file maintenance routines, large telecommunications networks, computer accounting, and advanced mathematical/ scientific software programs.
Responsibilities typically include program design, coding, testing, debugging, and documentation. May plan the technical schedule and oversee the work of a
group of operating systems programmers. May carry‐out or participate in feasibility studies relative to new hardware or software systems and the
implementation of such systems. May have quality assurance review and/or new and existing software product evaluation responsibilities.




                                                                            Page 19
                                       2011 Information Technology & Engineering Personnel Compensation Survey, California

95. OPERATING SYSTEMS PROGRAMMER, SENIOR ‐ Under general direction, applies thorough knowledge to formulate and define specifications for complex
operating software programming applications that may include modifications to existing applications. Is competent to work at the highest technical level on all
phases of operating systems programming applications; may have responsibilities for evaluating new and existing software products. Responsible for program
design, coding, testing, debugging, and documentation. Is concerned with achieving the most efficient use of available hardware through effective use of
software programs and routines. May evaluate available software and make recommendations concerning purchase of software packages or development of in‐
house programs.

100. OPERATING SYSTEMS PROGRAMMER, INTERMEDIATE ‐ Under general supervision, maintains and modifies existing operating systems programs. Typically
works on such general‐purpose operating programs such as utility programs, job control language, macros, subroutines, and related control modules. May work
with new software operating programs of moderate complexity and scope and provide continuing technical support to applications programmers in making the
most efficient use of such software. Responsibilities include program design, coding, testing, debugging, and documentation. May develop and secure
acceptance for standards and common procedures for software systems.
                                                            APPLICATIONS SYSTEMS ANALYSIS
      105. Application Systems Analysis Supervisor                                         120. Application Systems Analyst, Intermediate
      110. Application Systems Analyst, Specialist                                         125. Application Systems Analyst, Entry‐Level
      115. Application Systems Analyst, Senior

105. APPLICATION SYSTEMS ANALYSIS SUPERVISOR ‐ Supervises employees engaged in the analysis of administrative, scientific, or engineering functions and the
subsequent design of systems involving electronic data processing applications to perform these functions. Responsible for scheduling, assigning, and
coordinating the work of subordinate systems analysts. Also responsible for coordinating and maintaining liaison with the various operating units affected by
systems studies as well as verifying the quality of studies performed by subordinates and for directing their training in techniques of systems analysis. May work
with programming supervisors and other technical personnel in establishing time schedules and priorities for development of data processing applications. May
have responsibility for all or only a part of the systems analysis function.

110. APPLICATION SYSTEMS ANALYST, SPECIALIST ‐ Formulates, organizes, and provides technical direction to major projects involving all phases of application
systems analysis. Will formulate, design, and guide systems analysis implementation projects while taking the capacity and limitation of the equipment,
operating time, and form of desired results into consideration. Prepares detailed specifications from which programs will be written. Analyzes and revises
existing system logic difficulties as necessary. Has full technical knowledge of all systems analysis activities, which may include instructing, directing, and
checking the work of other systems analysis personnel. May also provide quality assurance reviews. Exclude supervisors with permanent responsibility of a
particular department.

115. APPLICATION SYSTEMS ANALYST, SENIOR ‐ Under general direction, plans and performs the analysis of major company activities and guides the subsequent
design and implementation of systems for the application of electronic data processing or for the improvement of existing data processing applications. Is
concerned primarily with the broad aspects of data processing systems with the objective of utilizing available personnel resources and computer hardware and
software to provide the information that is most useful to the company in the most efficient manner. Is concerned with the interaction between systems, not
only to avoid redundancies in storage and processing, but also to take advantage of new and more effective ways of providing needed information. May
occasionally train and guide the work of less experienced analysts, but this function is incidental to specific projects.

120. APPLICATION SYSTEMS ANALYST, INTERMEDIATE ‐ Under general supervision, studies specific administrative, scientific, or engineering functions to
determine, define, and formulate the applicability of new or modified application programs. Identifies all aspects of the assigned problem and evaluates user
requirements in terms of the capabilities of the available hardware and software. Develops proper documentation that outlines the logical steps to be followed
in solving the problem and prepares systems specifications including input and output formats. Able to work in most aspects of application systems analysis in
accordance with acceptable practices standards.

125. APPLICATION SYSTEMS ANALYST, ENTRY‐LEVEL ‐ Under direct supervision, assists in determining the relevance of computer programs relative to specific
administrative, scientific, and engineering functions or problems. Assists senior‐level analysts in preparing detailed specifications from which programs will be
written. Will also assist in the analysis and revision of existing system logic difficulties and documentation, as necessary. Carries‐out progressively more difficult
assignments involving the compiling, summarizing, and analysis of data concerning the function or problem being studied. May prepare flow charts to outline
the existing process or the proposed solution to the problem.

                                                                      SOFTWARE DEVELOPERS
      130. Software Developer, Team Leader                                               140. Software Developer, Senior
      135. Software Developer, Specialist                                                145. Software Developer, Intermediate

 130. SOFTWARE DEVELOPER, TEAM LEADER ‐ Leads other developers by providing direction on the development of new or existing business needs. Provides top
technical expertise in the development, modification, and implementation of software systems designed to support new or existing business needs. Assigns
personnel to projects, directs their activities, and evaluates their work. Projects are of significant complexity and require considerable experience in
managing/leading large‐scale development efforts. Oversees development projects from concept to implementation using solutions in multi‐platform
environments including object oriented applications, languages, and third party tools such as GUI (C/C++), CASE, and RAD client/server‐based tools and
comparable applications. Has responsibility for all phases of a project and regularly audits the progress of teams.

135. SOFTWARE DEVELOPER, SPECIALIST ‐ Based on project requirements, provides top technical expertise in the development, modification, and
implementation of software systems designed to support new or existing business needs. Projects are usually of considerable complexity and require a mastery
of developmental tools. Based on a thorough analysis of the project and considering staff, equipment, and deadlines, develops solutions from concept to
implementation using object oriented applications, languages, and third party tools such as GUI (C/C++), CASE, and RAD client/server based tools and comparable
applications. Has responsibility for all technical phases of a project and regularly audits the progress of senior‐level and less‐experienced staff members.

140. SOFTWARE DEVELOPER, SENIOR ‐ Under general direction, is responsible for the development, modification, and implementation of software systems
designed to support new or existing business needs. Projects are usually of considerable complexity and require a mastery of developmental tools. Based on
analysis, develops multi platform solutions using object oriented applications, languages, and third party tools such as GUI (C/C++), OOP, CASE, and RAD
client/server based tools and comparable applications. Typically, works in all phases of a project and may review work of less experienced staff members.

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                                       2011 Information Technology & Engineering Personnel Compensation Survey, California

145. SOFTWARE DEVELOPER, INTERMEDIATE ‐ Under general direction, is responsible for the development, modification, and implementation of software
systems designed to support a new or existing business. Assignments are usually of a fairly complex nature and require working mastery of developmental tools.
Based on analysis, assists in the formulation of the concept and the implementation of solutions in multi‐platform environments using object oriented
applications, languages, and third party tools such as GUI (C/C++), OOP, CASE, and RAD client/server based tools and comparable applications. Typically works in
most phases of a project but work is subject to review by senior staff.

                                                      DATABASE MANAGEMENT & DEVELOPMENT (RDBMS)
      150, 152, 154. Database Manager                        160, 162, 164. Database Analyst /                           170, 172, 174. Database Analyst /
      155, 157, 159. Database Administrator                        Programmer, Specialist                                      Programmer, Intermediate
                                                             165, 167, 169. Database Analyst /                           206. Data Warehousing Analyst, Sr.
                                                                   Programmer, Senior

                                                                         Job Code Guide A
                                                             Level Definitions for DATABASE Positions
                                                              For positions working with DBs                                               For incumbents working
      To report DB positions, use the appropriate Job                                               For incumbents working primarily             primarily with
                                                                other than Oracle or SQL.
                          below:                                                                     with Oracle, use this Job Code:
                                                                                                                                            SQL, use this Job Code:

   Database Manager                                                         150                                    152                                154

   Database Administrator                                                   155                                    157                                159

   Database Analyst / Programmer, Specialist                                160                                    162                                164

   Database Analyst / Programmer, Senior                                    165                                    167                                169

   Database Analyst / Programmer, Intermediate                              170                                    172                                174

150, 152, 154. Database Manager ‐ Responsible for all functions associated with the efficient management/administration of computerized databases either
through supervisors or technical staff. Directs various projects and their activities to staff. Reviews and evaluates staff’s work and prepares performance reports.
Consults with and advises staff on administrative policies and procedures, technical problems, priorities, and methods. Instructs and advises database users of
the various administration and technical issues in conjunction with other IT managers. Responsible for preparing activity and progress reports regarding the
database management section. As a rule, this position is not an administrative position. Incumbents exercise control over database functions through
subordinates; therefore, excluded are those with no functional subordinates. (For Database manager with no functional subordinates, see DATABASE
ADMINISTRATOR.) (To determine appropriate reporting JOB CODE, use Job Code Guide A, above)

155, 157, 159. DATABASE ADMINISTRATOR ‐ Responsible for all activities related to the administration of computerized databases including design, control, and
maintenance. Analyzes information requirements and develops specifications for database construction and maintenance to ensure economy, efficiency, safety
of information, and utilization of new technical developments. Based on the project and on a limited basis, assigns various projects to personnel and directs their
activities. Reviews and evaluates personnel’s work and prepares performance reports. May confer and advise system analysts and subordinates on
administrative policies and procedures, technical problems, priorities, and methods and of new or existing data files. May project long‐range requirements for
database administration in conjunction with other managers in the data processing function. Normally reports to the IT Manager. (To determine appropriate
reporting JOB CODE, use Job Code Guide A, above)

160, 162, 164. DATABASE ANALYST / PROGRAMMER, SPECIALIST ‐ Under minimal direction, applies a comprehensive body of knowledge to all phase of database
development. Designs, implements, and maintains extremely complex databases with respect to JLC, access time, access methods, device allocation, validation
checks, organization, protection and security, documentation, guidelines, and statistical methods. Provides top technical direction to support user/business
needs, developmental efforts, and the project/department team. Provides direction to solutions involving all database activities including physical structure,
functional capabilities, security, and back‐up/recovery specifications. Additional areas of responsibility also include the maintenance of database dictionaries,
the overall monitoring of standards and procedures, and the integration of systems through database design. Incumbents in this position have the highest
competency to work in all database functions. (To determine appropriate reporting JOB CODE, use Job Code Guide A, above)

165, 167, 169. DATABASE ANALYST / PROGRAMMER, SENIOR ‐ Under general direction designs, implements, and maintains extremely complex databases with
respect to JLC, access time, access methods, device allocation, validation checks, organization, protection and security, documentation, guidelines, and statistical
methods. Examines and coordinates database requirements of the user, the capabilities of databases, data security, and data back‐up/recover specifications.
Will maintain database dictionaries, monitor standards and procedures, and integrate systems through database design. For the following three classifications,
report the job codes listed in Guide A corresponding to the platform being used. (To determine appropriate reporting JOB CODE, use Job Code Guide A, above)

170, 172, 174. DATABASE ANALYST / PROGRAMMER, INTERMEDIATE ‐ ‐ Under general supervision, designs, implements, and maintains complex databases
relative to JLC, access time, access methods, device allocation, validation checks, organization, protection and security, documentation, guidelines, and statistical
methods. Examines and coordinates database requirements of the user, the applications programmer, and the operators. May recommend solutions requiring
the knowledge of the physical structure and the functional capabilities of databases, data security, and data back‐up/recovery specifications. May maintain
databases dictionaries, monitor standards and procedures, and the integration of systems through database design. (To determine appropriate reporting JOB
CODE, use Job Code Guide A, above)

206. DATA WAREHOUSEING ANALYST, SR. ‐ Under general supervision, designs and constructs relational databases for data warehousing. Defines, develops, and
builds dimensional databases. Translates business needs into long‐term architecture solutions, examines the acquisition, access, and design of data, handles the
archive, recovery, and load strategy design and implementation procedures. Responsible for developing data warehousing blueprints, evaluating hardware and
software platforms, and integrating systems. Coordinates new data integration with existing warehouse structure. Evaluates reusability of current data for
additional analyses and cleans system of old, unused, or duplicate data. Examines object and data models and the metadata repository to configure the data for
efficient use and quick access. Incumbents usually have 2 to 4 years of experience.
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                                        2011 Information Technology & Engineering Personnel Compensation Survey, California

                                                             NETWORK OPERATIONS / ADMINISTRATION
      210. Computer Operations Manager                           240. WAN Administrator / Manager                           265. Network (LAN/WAN) Support
      215. Computer Operations Supervisor                        245. LAN Analyst II                                              Technician, Sr.
      220. Systems Administrator                                 250. LAN Analyst I                                         270. Data Security Manager
      221. Systems Administrator, Sr.                            251. Network Planning Manager                              275. Data Security Analyst
      224. Unix Administrator, Senior                            252. Network Planning Analyst, Sr.                         276. Data Security Analyst, Sr
      225. Unix Administrator                                    253. Network Planning Analyst,                             280. Help Desk Manager
      230. LAN Operations Manager                                      Intermediate                                         290. Help Desk Coordinator, Senior
      235. LAN Administrator / Manager, Single                   255. Network Engineer, Senior                              295. Help Desk Coordinator, Intermediate
             Facility                                            260. Network Engineer, Intermediate

210. COMPUTER OPERATIONS MANAGER ‐ Responsible for all equipment operation and related aspects of data processing in a computer installation, but does
not have responsibility for systems analysis, programming, or operating systems programming. Subordinate functions may include computer operations, data
input, and data control and scheduling. May also have subordinate supervisors in charge of any or all of these functions. Is responsible for coordinating these
functions to meet approved standards of quality and timeliness.

215. COMPUTER OPERATIONS SUPERVISOR ‐ Supervises personnel engaged in setting up and operating stored program computers and peripheral equipment. Is
responsible for solving operating problems and insuring compliance with established methods, procedures, and standards of operation. May be responsible for
scheduling jobs and equipment maintenance to achieve maximum use of equipment. Directs training of subordinates in operation of equipment used. May be
responsible for all or only part (such as one shift) of computer operations. This is a first‐level exempt supervisory classification. Typically reports to the computer
operations manager.

220. SYSTEMS ADMINISTRATOR ‐ Under general supervision Provides system support to the activities and resources required to provide quality computer
operations processing and applications system resource management and availability. Will set‐up and implement standards for computer operations and use
software support tools to process scheduling, reports, report generation, database administration, system data backups, performance tuning, and security. Will
troubleshoot and resolve problems associated with local and wide area network environments, PCs, and software; may coordinate with help desk, and set
connections to broadband/baseband networks. May be asked to work with hardware and software vendors to resolve technical support issues. Able to work
with software and systems administration including communication hardware designed to maintain wide area networks. Knowledge of TCP/IP networking and
operating environments such as Unix and Windows NT. May work with lead personnel in the upgrade of equipment.

221. SYSTEMS ADMINISTRATOR, SR. ‐ Under general direction, responsible for system support to the activities and resources required to provide quality
computer operations processing and applications system resource management and availability. Directly or via other IT personnel, will set‐up and implement
standards for computer operations and use software support tools to process scheduling, reports, report generation, database administration, system data
backups, performance tuning, and security. Will troubleshoot and resolve problems associated with local and wide area network environments, PCs, and
software; may coordinate with help desk, and set connections to broadband/baseband networks. It is usually responsible for dealing with hardware and
software vendors and other IT suppliers. Extensive experience with software and systems administration including communication hardware designed to
maintain wide area networks. In‐depth knowledge of TCP/IP networking and operating environments such as Unix and Windows NT. May have lead
responsibilities in the upgrade of equipment.

224. UNIX ADMINISTRATOR, SENIOR ‐ Oversees the operational and programming needs of a UNIX system including maintenance, upgrading, and configuration
within wide area network (WAN) architecture. Will configure UNIX boxes, establish and develop standards, and evaluate hardware and software products.
Performs system and network programming and software maintenance including back‐up/recovery and security administration. Has extensive knowledge with
shell and kernel level programming. Additional duties include troubleshooting, networking, and operating system problems and training and supporting end‐
users and lower‐level Unix administrators.

225. UNIX ADMINISTRATOR ‐ Responsible for installing, maintaining, and upgrading UNIX operating systems. Configures UNIX boxes, establishes standards, and
evaluates hardware and software products. Performs system and network programming and software maintenance including back‐up/recovery and security
administration. Is typically familiar with shell and kernel level programming. Additional duties may include troubleshooting, networking, and operating system
problems as well as training and supporting end‐users.

230. LAN OPERATIONS MANAGER ‐ Has overall management responsibility of PC/LAN operations for a group of branches or locations including operations,
analysis, programming, and procurement. Develops and implements policies, procedures, and standards and ensures their conformance with information
technology and company objectives. Directs the enhancement of the system to meet organizational needs. Will determine and recommend the procurement of
hardware, software, and telecommunications equipment consistent with the company's system needs and in coordination with the MIS department. Competent
with network operating systems, applications, and developmental tools including network management applications, database applications, CASE, compilers, and
commercial software. Provides leadership in the effective use of internal data processing automated office systems and data communications. Incumbent is
usually in charge of a multi location PC/LAN operation(s) and typically reports to a MIS executive or vice president. Exclude those with responsibilities outside a
PC/Network environment.

235. LAN ADMINISTRATOR / MANAGER, SINGLE FACILITY ‐ Responsible for managing the PC/LAN operations of a single facility including installation,
documentation, administration, technical services, and procurement. Directs the development and enhancement of the system to meet the needs of the
organization. Responsible for determining and recommending the procurement of hardware, software, and telecommunications equipment consistent with the
company's system needs and in coordination with the MIS department. Develops and implements policies, procedures, and standards and ensures their
conformance with information technology and company objectives. Extensive knowledge of network operating systems, applications, and development tools
including network management applications, database applications, CASE, compilers, and commercial software. Extensive experience with LAN hubs, fiber
optics, bridges, routers, universal cabling, gateways, etc. This is the head PC/LAN position for a single facility or the top position in the facility of a multi‐location
company.




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                                      2011 Information Technology & Engineering Personnel Compensation Survey, California

240. WAN ADMINISTRATOR / MANAGER ‐ Responsible for administering wide area networks including installation, documentation, technical services, and
procurement of hardware and software. Will direct the development and enhancement of the system to meet the needs of the organization including
procedures for disaster recovery, back‐ups and archiving, troubleshooting, and resolution of hardware, software, and network problems. Will determine and
recommend the procurement of hardware, software, and telecommunications equipment consistent with the company's system needs and in coordination with
the MIS department. Develops and implements policies, procedures, and standards and ensures their conformance with information technology and company
objectives. Extensive knowledge and familiarity with WAN routing protocols such as SLIP and X.25 and hardware such as routers, hubs, and multiplexers.

245. LAN ANALYST II ‐ Under general direction, provides senior‐level technical and administrative direction to the firm's local area network. Experience with PC
LAN/WAN design, maintenance, implementation, and administration. Monitors established network policies, procedures, and standards to ensure conformance
with information technology and company's objectives. Performs lead activities between technical staff and system's users and follows management direction in
the enhancement of the system to meet the needs of the organization. May determine and recommend the procurement of hardware, software, and
telecommunications equipment consistent with the company's system needs. Has extensive knowledge of network operating systems, applications, and
development tools including network management applications, database applications, CASE, compilers, and commercial software. Has extensive experience
with LAN hubs including servers, fiber optics, bridges, routers, universal cabling, and gateways. Does not have management responsibilities or the setting of
general MIS policies. This is the highest non‐management level in the LAN job family.

250. LAN ANALYST I ‐ Under general supervision, is responsible for supporting the organization's network including hardware and software installation and setup,
technical maintenance, user support and documentation. Troubleshoots network problems and coordinate preventative maintenance of equipment. Will
provide network installation, support, and disaster recovery services. Responsibilities include the analysis of user requirements and installation of the
appropriate technical solutions. Has working knowledge of network operating systems, applications, and development tools including network management
applications, database applications, CASE, compilers, and related commercial software. Has working knowledge of network protocols and microcomputer
architecture. Technical support for computer hardware is limited to preventive maintenance, but is not ordinarily responsible for the repair of equipment. May
recommend the purchase, maintenance, or modification of the system. Not responsible for ALL network operations and usually reports to a senior‐ or
management‐level position.

251. NETWORK PLANNING MANAGER ‐ Based on the organization’s long‐term strategic network needs, is responsible for planning, developing, and installing
current and future network systems. Will ensure that network capacity meets current and future network requirements by planning for remote hardware and
communications facilities, developing and implementing system analysis methodologies, installation, and support, and by ensuring integration compatibility
between new hardware products and the existing network. Develops, maintains, and communicates project plans and schedules, prioritizes requirements, and
coordinates human and financial resources. May oversee network planning analysts responsible for defining and developing the methodology to ensure
compatibility of all software and hardware products at each facility. Generally reports to senior‐level manger planning manger and/or telecommunications.

252. NETWORK PLANNING ANALYST, SENIOR ‐ Under general direction, plans, monitors and evaluates the performance of complex network systems and
recommend improvement/upgrades. Provides highly skilled technical support in network planning, engineering, architecture, and in the resolution of network
problems. Will develop technical guidelines and interface applications, identify and evaluate new products, and resolve network problems of considerable
complexity. May be responsible for identifying, evaluating, and recommending the acquisition of new hardware and software. May interface with vendors. May
have lead responsibilities of projects involving less‐experienced network planning analysts. Typically has a bachelor’s degree in CS or related field, plus 5 to 8
years of related experience.

253. NETWORK PLANNING ANALYST, INTERMEDIATE ‐ Under general supervision, plans and evaluates moderately complex existing network systems and makes
recommendations for resources to maintain and/or expand service levels. Provides assistance in network planning, engineering, architecture, and the
development of technical standards and interface applications. Will assist in developing technical guidelines and interface applications. May assist more
experienced planning analysts in the evaluation of new products and evaluate new products, as assigned. Resolves routine network problems usually referring
more complex issues to senior‐level analysts. Typically has a bachelor’s degree in CS or related field plus 3 to 5 years of related experience.

255. NETWORK ENGINEER, SENIOR ‐ Under general direction, is responsible for the technical design, configuration, and implementation of local and wide area
network solutions between multiple platforms including ongoing technical support to remote area networks, Internet, and EDI communications. Has thorough
knowledge of multi‐protocol systems and extensive implementation experience with multi‐vendor network systems. Is responsible for troubleshooting network
usage, workstations, and computer peripherals. Will develop and implement policies and standards and ensures adherence to security procedures. In addition
to a B.A. degree, incumbents usually have special certification such as CNE or equivalent and over 5 years of experience.

260. NETWORK ENGINEER, INTERMEDIATE ‐ Under general supervision, is responsible for the technical design, configuration, and implementation of local and
wide area network solutions between multiple platforms including ongoing technical support to remote area networks, Internet, and EDI communications.
Possesses extensive knowledge of multi‐protocol systems and implementation experience with multi‐vendor network systems. Responsible for troubleshooting
network usage, workstations, and computer peripherals. In addition to a B.A. degree, incumbents usually have special certification such as CNE or equivalent and
3 to 4 years of experience.

265. NETWORK (LAN/WAN) SUPPORT TECHNICIAN, SENIOR ‐ Provides technical maintenance and recovery support to the firm's local or wide area networks. Will
use a variety of testing tools and techniques to troubleshoot and resolve complex technical problems associated with the system's hardware and software. Will
interface with vendors and maintenance providers to service and maintain the system, implement necessary measures to limit the system's downtime, and
provide technical support to optimize system performance. Is fully trained with network protocols (IPX/SPX and TCP/IP) and has working knowledge of
programming languages (C, C++, Visual Basic), operating systems, and environments. Excluded are those incumbents with significant responsibility for the
systems development and installation.

270. DATA SECURITY MANAGER ‐ Develops, directs, and implements policies and procedures to protect the firm's information technology assets from deliberate
or accidental modification, disclosure, or destruction. Responsible for recommending and implementing procedures, policies, and security clearance for users to
gain access to information system assets. Will design appropriate measures to minimize security breaches including data recovery and back‐up procedures. Will
schedule assignments, personnel, and operations and will direct all activities. Will continuously review and evaluate staff's performance and prepare
performance reports.




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                                       2011 Information Technology & Engineering Personnel Compensation Survey, California

275. DATA SECURITY ANALYST ‐ Under general supervision, works with existing security procedures to protect the system’s assets from deliberate or accidental
access, disclosure, or destruction. May analyze user needs and/or coordinate recommendations for new and improved security measures. May design
appropriate security procedures among users and document and train personnel on such matters. Usually general understanding of firewall theory,
configuration, and application. Will coordinate back‐up and recovery procedures. . Usually oversees data access policies by users to information to insure
adherence to security policies.

276. DATA SECURITY ANALYST, SR. ‐ Under general direction, will implement security procedures to protect the system’s assets from deliberate or accidental
access, disclosure, or destruction. May analyze user needs and/or coordinate recommendations for new and improved security measures. Will design
appropriate security procedures among users and document and train personnel on such matters. Usually has in‐depth understanding of firewall theory,
configuration, and application. Usually develops policies with management to coordinate access by users to information while simultaneously, ensuring security
issues. Will coordinate back‐up and recovery procedures. Usually provides status reports to management and to appropriate personnel.

280. HELP DESK MANAGER ‐ Will manage the organization's help desk department to ensure that technical problems are resolved promptly with a minimal
amount of user inconvenience. Monitors staff and their resolution of user problems to ensure optimum user‐system performance. Will implement the
necessary administrative procedures to monitor, log, and track technical problems and/or user difficulties. Typically, this position takes part or is the lead person
in the evaluation of software/hardware used by the help desk group. Will prepare reports related to department activities, system functionality, and staff
performance. Exclude those who simply lead the department by their ability to resolve the more technical problems.


290. HELP DESK COORDINATOR, SENIOR ‐ Under general supervision, is responsible for supporting the timely process through which system problems are
controlled. Will isolate, resolve and follow‐up with end‐users to resolve MIS problems of a high‐level of complexity. Typically, this position has limited discretion
to resolve problems that fall outside normal areas of expertise. May elevate problems of unusual complexity to lead or management‐level personnel. May
involve the use of a problem management database and help desk systems. May provide guidance/training to less experienced personnel.

295. HELP DESK COORDINATOR, INTERMEDIATE ‐ Under general supervision, will assist users in resolving problems through diagnoses and discussion of the
particular problem. Will take the necessary steps to recognize the problem, research, isolate, and resolve the problem. Can typically resolve problems of a
moderate level of complexity referring more difficult problems to senior‐level personnel.

                                                            PROFESSIONAL IT CLASSIFICATIONS & ERP
    299. Business Analyst, Leader                            325. Project Manager                                     350. Systems Analyst / Programmer, Senior,
    300. Business Analyst, Senior                            326. Project Manager, Sr                                       ERP
    305. Business Analyst                                    330. Project Manager, ERP                                390. Technical Support Analyst
    309. PC Manager                                          335. Business Analyst, Specialist, ERP                   395. Operations Scheduler / Coordinator
    310. PC Specialist, Sr.                                  340. Business Analyst, Senior, ERP                       400. Data Entry Supervisor
    312. PC Speciaslit, Intermediate                         345. Systems Analyst / Programmer,
    315. PC Trainer                                                 Specialist, ERP

299. BUSINESS ANALYST, LEADER ‐ Under general direction and acting as a member of a project team, directs and checks the work of other business systems
analysts. Works with functional groups within IT and internal business clients to develop short‐ and long‐term system plans. Provides technical guidance
concerning the business implications of the application of various systems. Directs the planning, implementation, and execution of business‐specific technology
plans. Devises or modifies procedures to solve complex problems considering computer equipment capacity and limitations, operation time, and form of desired
results. Ensures that internal customers’ needs analysis is in alignment with business initiatives. Incumbents usually have complete technical knowledge of most
phases of systems analysis and business implications of the application of technology to the current and future business environment. Usually requires at least 6
to 8 years of related progressive experience.

300. BUSINESS ANALYST, SENIOR ‐ Plans and performs analysis of major company activities and/or functions and guides the subsequent design and
implementation or improvement of existing data processing‐based business systems applications. Utilizes available personnel resources and resources from the
computer system to analyze information, methods, systems, and procedures to determine the most useful business solutions to the company. Is concerned with
the interaction between systems to take advantage of new and more effective ways of providing needed information. Will analyze, interpret, and make
recommendations in the form of formal proposals and/or presentations to senior executives. Depending on the assignment, will perform proactive activities
related to the completion and implementation of a project. May occasionally train and guide the work of less‐experienced analysts, but this function is incidental
to specific projects. Fully competent to work at the highest level of all phases of business analysis. Typically has a bachelor’s degree in one of the following
areas: information technology, finance, computer science, or related. Usually requires at least 5‐6 years of related progressive experience. Exclude systems
auditors or systems analysts.

305. BUSINESS ANALYST, INTERMEDIATE ‐ Plans and performs analysis of major company activities and/or functions and guides the subsequent design and
implementation or improvement of existing data processing‐based business systems applications. Utilizes available personnel and computer system resources to
analyze information, methods, systems, and procedures to determine the most useful business solutions to the company. Is concerned with the interaction
between systems to take advantage of new and more effective ways of providing needed information. Will analyze, interpret, and make recommendations in the
form of formal proposals and/or presentations to senior executives. Depending on the assignment, will perform proactive activities related to the completion
and implementation of a project. May occasionally train and guide the work of less‐experienced analysts, but this functions is incidental to specific projects. Able
to work in most aspects of business analysis in accordance with acceptable practices and standards. Typically has a bachelor’s degree in one of the following
areas: information technology, finance, computer science, or related. Usually requires at least 3‐4 years of related progressive experience. Exclude systems
Auditors or systems analysts.

309. PC MANAGER ‐ Responsible for managing the organization’s microcomputer (PC) activities, including hardware and software between all user departments
and company locations. Based on needs assessment, personnel, software, equipment, facilities, budgets, and user requirements, makes recommendations to
management and establishes and implements PC policies, procedures, and standards and ensures their conformance with information systems goals and
procedures. Coordinates the training for end‐users on hardware and related software and oversees the design, coding, and testing of documentation and the
implementation of micro applications and support. Oversees the implementation and enforcement of security procedures and makes recommendation to
enhance the effective use of internal data processing, automated office systems, and data communications. Typically reports to the IT VP or senior director.


                                                                              Page 24
                                       2011 Information Technology & Engineering Personnel Compensation Survey, California

310. PC SPECIALIST, SR ‐ Under general direction, performs analysis and administrative tasks in the planning, design, and installation of new and existing personal
computer‐based systems. Possesses and applies a comprehensive knowledge of PC based applications to develop procedures and analyze needs relating to the
systems' software and hardware. Applies functional knowledge to design and customization of workflow systems that provide seamless integration for
client/server applications. Is responsible for testing new software packages and new systems so they may meet overall departmental and organizational goals. Is
generally responsible for all activities relating to the evaluation, analysis, and setup of PC‐based software products (e.g., word processors, spreadsheets,
presentation graphics, database management systems, electronic mail, and communications). Determines products for compatibility, flexibility, and ease‐of‐use
including the design of application options/screens with mainframe applications. Capable of working on high‐end applications. May train users and operators on
a limited basis and/or may write training procedures. Excluded are those who provide hardware technical support or those who have significant
programming/development responsibilities.

312. PC, SPECIALIST, INTERMEDIATE ‐ Under general supervision, performs analysis and administrative tasks in the planning, design, and installation of new and
existing personal computer‐based systems. Possesses and applies knowledge of PC based application to develop routine procedures and analyze needs relating
to the systems' software and hardware. Assists in the design and customization of workflow systems that provide seamless integration for client/server
applications. Follows general guidelines in the testing new software programs so they may meet overall departmental and organizational goals. Is generally
responsible for most activities relating to the evaluation, analysis, and setup of PC‐based software products (e.g., word processors, spreadsheets, presentation
graphics, database management systems, electronic mail, and communications). Determines products for compatibility, flexibility, and ease‐of‐use including
the design of application options/screens with mainframe applications. May write training procedures. Excluded are those who provide hardware technical
support or those who have significant programming/development responsibilities.

315. PC TRAINER ‐ Coordinates, administers, and conducts training programs designed to educate an organization's PC users about specialized applications of
micro/minicomputer systems. Monitors the level of employee advancement and evaluates the effectiveness of the program. Assesses the requirements
necessary for effective training. Prescribes outside training, as required.

325. PROJECT MANAGER – Under general supervision, works with teams in systems projects of significant magnitude in terms of complexity, cost, time‐
constraints, internal and external staffing, and equipment including software and hardware. Assists in setting direction to a project team including the
assignment of individual responsibilities, tasks, and technical functions. Follows overall project requirements including identifying needs and allocating the
appropriate resources to meet the timely completion of specific project tasks. May monitor individual progress to insure meeting of specific deadlines.
Possesses a broad‐knowledge of most technical resources and uses them to effectively coordinate team members and resources. Will confer with senior MIS or
administrative management regarding changes of significant consequences to the scope or schedule of the project. Given the life‐cycle of most projects, most
assignments usually last more than three months. Excluded are outside consultants and incumbents that may perform the above functions on a part‐time basis.

326. PROJECT MANAGER, SR. ‐ Oversees various systems projects of significant magnitude in terms of complexity, cost, time‐constraints, internal and external
staffing, and equipment including software and hardware. Will provide direction to a project team including the assignment of individual responsibilities, tasks,
and technical functions. Will identify needs and allocate the appropriate resources to meet the timely completion of specific project tasks. Will continually
monitor individual progress to insure meeting of specific deadlines. Possesses a broad‐knowledge of most technical resources and uses them to effectively
coordinate team members and resources. Will confer with senior MIS or administrative management regarding changes of significant consequences to the scope
or schedule of the project. Usually manages external vendors, including task reviews, costs, fees, etc. Excluded are outside consultants and incumbents that may
perform the above functions on a part‐time basis.

330. PROJECT MANAGER, ERP ‐ Under corporate direction, leads the technical and functional efforts associated with an enterprise resource planning system.
Based on needs analysis, will lead project teams in the implementation or maintenance of customized functional solutions that meet corporate‐wide needs in
areas such as finance, human resources, distribution, manufacturing, etc. Provides direction to a project team including assignment of individual responsibilities,
tasks, and technical functions. Coordinates and actively participates in all stages of project development including research, design, programming, testing, and
implementation. Confers with lead functional and technical personnel and coordinates changes of significant consequences to the scope or schedule of the
project. Assesses project deadlines by continually monitoring individual progress. Possesses extensive knowledge and experience of most technical resources
and uses them to effectively coordinate team members and resources. Acts as the key liaison among all functions, the implementation team, information
technology department, and the software vendor. Exclude outside consultants and incumbents that may perform the above functions on a part‐time basis.

335. BUSINESS ANALYST, SPECIALIST, ERP ‐ Plans and performs the analysis of major company activities and/or functions and guides the subsequent design and
implementation or improvement of existing ERP systems. Using advanced concepts and techniques, analyzes information, methods, systems, and procedures to
determine the most useful business solutions to the company. Studies and tests the interaction between systems to take advantage of new and more effective
ways of providing needed information. Will analyze, interpret, and make recommendations as formal proposals and/or presentations to senior executives.
Depending on the assignment, will perform proactive activities related to the completion and implementation of a project. Usually directs and guides the work of
less‐experienced analysts. Fully competent to work at the highest level in all phases of business analysis. Typically has a bachelor’s degree in one of the following
areas: information technology, finance, computer science, or related. Usually requires at least 6 years of related progressive experience. Excludes systems
auditors or systems analysts.

340. BUSINESS ANALYST, SENIOR, ERP ‐ Under general direction, plans and performs the analysis of major company activities and/or functions and guides the
subsequent design and implementation or improvement of existing ERP systems. Performs non‐standard procedures to analyze information, methods, systems,
and procedures to determine the most useful business solutions to the company. Will analyze, interpret, and make recommendations to senior IT managers.
Usually trains and guides the work of less‐experienced analysts, but this function is incidental to specific projects. Is competent to work in most phases of
business analysis. Typically has a bachelor’s degree in information technology, finance, computer science, or related. Usually requires at least 4 to 6 years of
related progressive experience. Exclude systems auditors or systems analysts.




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                                      2011 Information Technology & Engineering Personnel Compensation Survey, California

345. SYSTEMS ANALYST / PROGRAMMER, SPECIALIST, ERP ‐ Under minimal direction, plans and performs analysis to guide the subsequent design and
implementation or improvement of an ERP system. Based on needs assessment and corporate direction, develops information and data requirements and
translates them into systems designs including tables, panels, and reports. During the implementation phase, may develop plans and programs to convert the
existing data to the new system. Interfaces with the department and other systems providers to resolve conversion and/or production issues. Responsible for
requirement analysis and design specifications. May serve as a project coordinator and act as an active participant at all stages of development including
research, design, programming, testing, and implementation. Reviews and approves documentation for the system and communicates any procedural changes
to appropriate staff members. Has extensive experience with leading edge technologies including, but not limited to, client‐server technology, RDBMS, C/C++,
and Oracle. May occasionally direct the work of less‐experienced programmer analysts, but this function is incidental to the job. Works at the highest technical
level of all phases of applications system analysis activities. Usually has quality assurance responsibilities.

350. SYSTEMS ANALYST / PROGRAMMER, SENIOR, ERP ‐ Under general direction, plans and performs analysis to guide the subsequent design and
implementation or improvement of an ERP system. Based on needs assessment and corporate direction, develops information and data requirements and
translates them into system designs including tables, panels, and reports. During implementation, may develop plans and programs to convert the existing data
to the new system. Interfaces with the IT department and other systems providers to resolve conversion and/or production issues. Responsible for requirement
analysis and design specifications. Formulates/defines systems scope and objectives and usually participates in most stages of development including analysis,
panel design, programming, testing, and implementation. Writes and may review document procedures from less‐experienced staff members. Has considerable
experience with leading technologies including but not limited to, client‐server, RDBMS, C/C++, and Oracle. Follows documented or established procedures to
perform quality assurance activities.

390. TECHNICAL SUPPORT ANALYST ‐ Analyzes, troubleshoots, repairs, and maintains the computer system, terminal network, and peripheral equipment.
Performs routine preventative maintenance on all computer system equipment. Responsible for the maintenance repair of data transmitting equipment such as
transmitters, receivers, time emitters, and other specialized equipment. Utilizes diagnostic programs and electronic test equipment. Does not include
manufacturing technicians or field service customer representatives.

395. OPERATIONS SCHEDULER / COORDINATOR ‐ Under general direction, schedules the operating time of MIS operations to attain maximum utilization of
equipment and assure the timely delivery of computer output to customers. Will coordinate MIS operations with data entry, computer support, and computer
operations. May coordinate preventative maintenance requirements with operating schedules. May track operating costs, efficiency reports, and operating
reports to prepare operating reports for management and to monitor computer schedules.

400. DATA ENTRY SUPERVISOR ‐ Supervises and directs the work of data entry employees relative to schedule, allocation of work and assignments, and
performance checks to minimize errors and maximize output. Maintains and updates files related to data entry jobs and assists in determining more efficient
data entry procedures. Due to the level of responsibility, typically has the authority, within certain guidelines to operate department budget and for initiating
personnel actions. Exclude data entry personnel with only lead responsibilities.

                                                              TELECOMMUNICATIONS SERVICES
      405. Director of Telecommunications                           Analyst, Specialist                               440. Telecom Technician II
            Services                                          425. Telecom Programmer / Systems                       455. Voice Analyst
      410. Telecommunications Services                              Analyst, Senior                                   460. Data Communications Analyst
            Manager                                           430. Telecom Programmer / Systems
      415. Telecom Ops. Mgr., Data & Voice                          Analyst, Inter.
            Communications                                    435. Telecom Technician III
      420. Telecom Programmer / Systems

405. DIRECTOR OF TELECOMMUNICATIONS SERVICES ‐ Under corporate direction, sets the direction of all telecommunications activities, including the strategic
planning and design of voice, data, video, and image telecommunications systems throughout the organization. Interfaces with corporate information
technology staff to coordinate telecommunications software, hardware, and systems capabilities including client server architectures. Formulates broad plans
and recommends long‐ and short‐range changes to the telecommunications systems. Responsible for preparing cost estimates relative to current and proposed
telecommunications activities. Coordinates with subordinates administrative and technical policies and procedures, technical problems, priorities, and methods.
Usually reports to VP or senior‐level executives.

410. TELECOMMUNICATIONS SERVICES MANAGER ‐ Based on customer needs, resources, and objectives, manages the day‐to‐day telecommunications activities
including planning and maintenance of voice and data, video, and image telecommunications systems. Will allocate the necessary resources in support of
telecommunications strategic and tactical planning and interfaces with customers, vendors, and corporate managers. Responsible for department resource
allocations. Coordinates with subordinates' administrative and technical policies and procedures, technical problems, priorities, and methods. Typically reports
to a director or a VP.

415. TELECOMMUNICATIONS OPERATIONS MANAGER, DATA & VOICE COMMUNICATIONS ‐ Oversees all operational aspects of both data and voice network(s).
Based on corporate direction, manages the technical analysis of complex software, hardware, and transmission systems and oversees the development of project
plans for the implementation of new telecommunications technology and systems. May supervise, on a line or functional basis, the activities and operations of
remote locations. Directs the activities of reporting managers, supervisors, analysts, and technicians and coordinates with vendors involved in providing
communication activities. Typically reports to a telecommunications manager or director.

420. TELECOMMUNICATIONS PROGRAMMER / SYSTEMS ANALYST, SPECIALIST ‐ Formulates, organizes, and provides lead technical direction to software‐related
projects involving corporate‐wide telecommunications services. Oversees technical planning, development, and implementation to improve productivity and
minimize costs. Has a strong knowledge of communications protocols, hardware, and real time operating systems. Will develop and test communication
interface programs of unusual complexity requiring a high‐level of proficiency in the use of most programming languages applicable to telecommunications.
Position usually requires substantial in‐depth knowledge of communications protocols, hardware, and real time operating system programming. Provides
technical guidance pertaining to front‐end devices, communications simulation, and queuing analysis. Competent to work at the highest level of all phases of
telecommunications.




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                                      2011 Information Technology & Engineering Personnel Compensation Survey, California

425. TELECOMMUNICATIONS PROGRAMMER / SYSTEMS ANALYST, SENIOR ‐ Under general direction, provides programming and systems analysis support to the
planning, administration, and implementation of corporate‐wide telecommunications services. Will develop and test complex communications software
interface programs requiring a high‐level of proficiency in the use of most programming languages applicable to telecommunications. Experienced in
communications protocol, hardware, and real time operating system programming. Provides technical guidance pertaining to front‐end devices,
communications simulation, and queuing analysis. Competent to work at the highest level of all phases of telecommunications.

430. TELECOMMUNICATIONS PROGRAMMER / SYSTEMS ANALYST, INTERMEDIATE ‐ Under general supervision, provides programming and systems analysis
support to planning, administration, and implementation of corporate‐wide telecommunications services. Within set guidelines, will develop and test
communications software interface programs. Has working proficiency in the use of most programming languages applicable to telecommunications equipment.
Provides technical guidance pertaining to front‐end devices, communications simulation, and queuing analysis.

435. TELECOMMUNICATIONS TECHNICIAN III ‐ Under minimal supervision, is responsible for performing complex tasks typically relating to network monitoring,
operations, installation, and/or maintenance for local, site, and/ or remote locations. Serves as a technical lead on a functional basis, providing a resource of
strong expertise for the resolution of complex network problems. Depending on assignment, may have lead responsibilities.

440. TELECOMMUNICATIONS TECHNICIAN II ‐ Under general supervision, is responsible for moderately complex tasks typically relating to network monitoring,
operations, installation, and/or maintenance. Handles routine network problems. This is typically considered an intermediate‐level position.
455. VOICE ANALYST ‐ Under general supervision, will provide full technical support to the organization's hardware and software voice communication system.
Will design voice networks including the integration of telephone hardware and network services. Supports systems development in intensive applications such
as Interactive Voice Response (IVR) and Call Centers. Experience in traffic engineering and carrier management activities. Understands network hardware and is
familiar with PBX and ACD systems planning.

460. DATA COMMUNICATIONS ANALYST ‐ Under general supervision, will install, maintain, and troubleshoot data networks including power, software,
communications machinery, lines, modems, and terminals. Will utilize a variety of hardware and network tools to control and optimize network resources. Will
assist users with problems related to connectivity. Will conduct data flow analysis and monitor and configure, as necessary, the performance of modems, DSUs,
multiplexers, and routers. May perform on‐going maintenance.

For Telecommunications Engineer, See Job Codes 2300 to 2340

                                                      SOFTWARE ENGINEERING & QUALITY ASSURANCE
For IT Engineers, See the following Job Codes under the Engineers Job Group:

2100. to 2140. Software Engineers (5 Levels)             2200. to 2240. Hardware Engineers (5 Levels)         2250. to 2290. Software Quality Assurance (5
                                                                                                              Levels)
                                                               CLIENT SERVER CLASSIFICATIONS
      530. Client Server Systems Development Manager                                     545. Client / Server Analyst / Programmer, Senior
      535. Client Server Systems Development Team Leader                                 550. Client / Server Analyst / Programmer, Intermediate
      540. Client Server Systems Administrator

530. CLIENT / SERVER SYSTEMS DEVELOPMENT MANAGER ‐ Manages, controls, coordinates, and sets priorities for all systems development activities to ensure
task completion. Works with users to achieve clarity of issues, requirements, and priorities and reviews proposed projects for feasibility and functional design.
Controls the quality assurance process by establishing processes that ensure the quality of programs and documentation prior to turnover to production.
Manages external programming consultants. Develops strategic system direction for the company that coincides with long term priorities and goals. Typically
has considerable experience in software/systems development along with client server background and/or relational databases.


535. CLIENT / SERVER SYSTEMS DEVELOPMENT TEAM LEADER ‐ Leads projects by assigning and tracking programming tasks as well as directing the work of
lower‐level analysts and programmers. Conducts analysis and design and serves as consultant to other database developers. Conducts logical data analysis for
decision support and implements integrated solutions. Develops computer programs and conducts validation tests before production approval. Works with
users to determine the feasibility and priority of requests. Has proven experience managing development teams and considerable experience with relational
database management systems (RDBMS), UNIX, development tools, SQL, and C programming.

540. CLIENT / SERVER SYSTEMS ADMINISTRATOR ‐ Responsible for the installation of the operating system, new releases and upgrades, and supporting products.
Creates and manages user directories and files on client server platform. Monitors, tunes diagnoses, and resolves operating system problems. Develops and
maintains a back‐up and recovery strategy for all operating systems software. Configures and defines system resources such as terminals, printers, and tape
devices. Utilizes administrative subsystems and shell scripts to schedule systems tasks. Studies available software and makes recommendations concerning
purchases of software packages from vendors.

545. CLIENT / SERVER ANALYST / PROGRAMMER, SENIOR ‐ Under general direction, works with applications for a client/server architecture. Duties include
programming, analysis, systems interface development, and production support. Will apply comprehensive knowledge of client/server technology in the design,
implementation, and maintenance of databases and modification of interface applications. Typical responsibilities relative to databases include access methods,
access time, data integrity, validation checks, security documentation, and the maintenance of database dictionaries. May have overall supervision of standard
procedures and integration based on a client/server design including host‐based and client/server on‐line and batch environments. Additional responsibilities
may include the designing of databases based on user specifications. Competent to work at the highest level of all phases of client/server programming.

550. CLIENT / SERVER ANALYST / PROGRAMMER, INTERMEDIATE ‐ Under general supervision, works with applications for client/server architecture. Duties
include programming, analysis, system interface development, and production support. Will apply knowledge of client/server technology in the design,
implementation, and maintenance of databases and modification of interface applications. Typical responsibilities relative to databases include access methods,
access time, data integrity, validation checks, security documentation, and the maintenance of database dictionaries. May have overall supervision of standard
procedures and integration based on a client/server design including host‐based and client/server on‐line and batch environments. Competent to work in most
phases of client/server programming.



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                                      2011 Information Technology & Engineering Personnel Compensation Survey, California

                                                                       WEB – OPERATIONS
      555. President, E‐Operations                             590.  Web Project Manager                               635.   Web Developer, Specialist
      560. Vice President, E‐Operations                        595.  Website Engineer                                  640.   Web Developer, Senior
      565. Business Development / Marketing,                   600.  Web Administrator                                 645.   Web Developer, Intermediate
            E                                                  605.  Head Of Web Content Internet                      650.   E‐Commerce Development, Director
           Operations                                                 Security                                         655.   E‐Commerce, Project Lead
      570. Manager, E‐Operations                                    Administrator                                      660.   E‐Commerce, Specialist
      575. Manager, E‐Marketing                                610. Internet Security Administrator                    665.   Webmaster
      580. Director, Internet Software,                        625. Web Graphics Designer, Senior                      670.   Webmaster Assistant
            Engineering Ops.                                   630. Web Graphics Designer,
      587. Web Manager                                                Intermediate

555. PRESIDENT, E‐OPERATIONS ‐ Responsible for overall leadership and management of the company's Internet operations and enterprises. Determines the
objectives of the organization, formulates plans and policies, and allocates resources for the achievement of these objectives. Has direct P/L responsibility for
the firm's e‐operations. Organizes the unit and determines the allocation of duties and authorities to subordinates. Exercises controls to see that objectives are
achieved in accordance with company policy. Will develop new business ventures through partnerships and alliances with other e‐based operations. Incumbents
in this position typically have a broad‐range of experience in cutting edge e‐communications including Web‐based technology, e‐commerce, and
telecommunications. Typically reports to the CEO of a parent company or directly to the Board of Directors.

560. VICE PRESIDENT, E‐OPERATIONS ‐ Directs and coordinates the growth activities of the company's e‐operations. Is accountable for the full range of
operations of the organization by providing operational guidance and analyzing and appraising the effectiveness of all operations. Will promote and guide the
organization's e‐business operations. Works with other business units to develop new promotional opportunities for the organization's products / services. Has
extensive executive and business development experience in cutting edge e‐communications including Web‐based technology, e‐commerce, and
telecommunications.

565. BUSINESS DEVELOPMENT / MARKETING, E‐OPERATIONS ‐ Will identify and implement new ventures and business opportunities including alliances with
other e‐businesses, re‐assessment of services based on new technology, new products/services, and new markets. Develops business plans to expand the
organization's strategic market position, supports new ventures, works with prospective strategic partners, establishes marketing/operations infrastructures, and
manages new business consistent with set corporate goals. May oversee and develop business plans for new business unit(s) following a successful startup.

570. MANAGER, E‐OPERATIONS ‐ Responsible for the ongoing development, implementation, overall Web strategy, and operations. Will develop business plans,
annual budgets, and staffing needs to provide company's products/services through the Web. Oversees operational Web activities focusing on content creation
and site maintenance. May develop and coordinate content including Website copy, budget monitoring, legal issues, e‐mail response/distribution, and business
correspondence with production/developers. Has considerable experience with Web technologies and Web page design including HTML, graphics design, layout,
and computer file management.

575. MANAGER, E‐MARKETING ‐ Responsible for developing and implementing plans to promote the company's products/services through strategic Web
marketing campaigns. Responsible for assisting in the creation and implementation of Web marketing plans. Coordinates closely with design and content
management teams to design, develop, and implement online marketing and merchandising programs on a regular and timely basis. Develops marketing policies
and programs and coordinates marketing and sales promotions with overall sales and profit objectives. Uses market research techniques to adjust strategies and
plans. Typically has a degree in marketing or related field and an understanding of Web technologies.

580. DIRECTOR, INTERNET SOFTWARE, ENGINEERING OPERATIONS ‐ Directs the company’s web software operations by overseeing developers, webmasters,
operating systems administrators, the system's internet connectivity, and the database management system. Supports and provide strategic, operational, and
capital planning processes as well as maintain close working relationships with other technology groups. Directs the development of software systems including
interactive databases, content production, and advertisement management. Evaluates and implements new technology for achieving company goals.
Responsible for quality assurance and the evaluation of new and existing software products.

587. WEB MANAGER ‐ Responsible for managing the ongoing oversight of Web strategy and operations including technical programming and database
development, design (site content, aesthetic look and feel), and the site’s day‐to‐day operations. Oversees the organization’s Website operations with specific
focus at content creation and Website maintenance. Responsible for developing and overseeing a business plan, annual budgets staff planning, and product and
service delivery. Usually manages the activities of one or more Website‐dedicated jobs such as Web developer, Web author, Web administrator, and/or
Webmaster. Generally requires bachelor’s degree in computer science or related field and experience with Web technologies and Web page design.

590. WEB PROJECT MANAGER ‐ Performs project management functions for a team of business developers, marketing staff, and website programmers with
responsibilities for planning, developing, and deploying Websites including the preparation of text, graphics, audio, and video for Web pages. Determines project
scope and specifications and coordinates the work of design and development teams to implement online designs. Documents the business and technical
requirements, budgets, schedules, and progress of each individual project. Reviews progress, manages resources, and ensures overall quality of the completed
Website. Generally, this position has a college degree in computer science or related field, lead management experience, and a comprehensive understanding of
Web technologies.

595. WEBSITE ENGINEER ‐ Acting as the head technical person, maintains the connectivity between the Internet provider and the company's Website as well as
the links between the Internet and the LAN/WAN sites within the company. Has considerable knowledge of Internet protocols, security hardware and software
protocols, and implementation. Within area of responsibility, will install hardware, software, and networking systems company‐wide. May provide company‐
wide level technical support for all hardware, software, and networking systems related to the network. May create/maintain mechanisms connecting the
Internet and the company's internal (Intranet/Local) e‐mail system. Will continuously keep up‐to‐date on technology advances and make recommendations for
new systems and technologies that provide the company with a competitive advantage. Maintains and upgrades hardware and software including Website
technical architecture related to hardware and telecommunication connectivity.




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                                      2011 Information Technology & Engineering Personnel Compensation Survey, California

600. WEB ADMINISTRATOR ‐ Responsible for providing onsite technical and administrative support to maintain the technical integrity of the organization's Web‐
based server. Utilizing knowledge of operating systems and Internet services, performs the ongoing operation of the server software including maintaining
system security, monitoring usage statistics and logs, and modifying configuration settings as needed to achieve optimal performance. Monitors site for
acceptable performance and user accessibility. Will perform system tests to determine connectivity, capacity testing, performance tuning, and
hardware/software responsibility. Maintains servers, creates monitoring reports and logs, and ensures functionality of links. May establish back‐ups and
monitor site security.

605. HEAD OF WEB CONTENT ‐ Responsible for developing, providing, and authorizing Website content to increase traffic, support and promote sales/services,
and gain content visibility. Will manage and perform Website editorial activities including gathering and researching information that enhances the value of the
site. Will act as a liaison with legal and business affairs departments and obtain clearance on copyrighted materials, ensuring all issues are resolved. Will seek,
negotiate, and pursue content. Will maintain positive relationships with internal and external contacts and address all questions with a timely/appropriate
response. May oversee data control technicians and writers dedicated to website. Background generally includes a college degree in English, Journalism,
Graphic Design, Communications, or related field plus experience in production management, web page design, HTML, and web graphics types and standards.

610. INTERNET SECURITY ADMINISTRATOR ‐ Is responsible for the security of the organizational data system. Monitors security through the use of "firewall"
Internet technology. Maintains and monitors Internet usage on the company Website. Identifies potential violations in system security and implements actions
to correct and protect site internally. Suggests and makes improvements in procedures to ensure Website security. May be responsible for communicating
security procedures to organizational Internet users. Assists in communicating security procedures to users.

625. WEB GRAPHICS DESIGNER, SENIOR ‐ Under limited direction, supports the organization's strategies and goals relative to external communications by
designing and building Web page links using a variety of graphics software applications, tools, and techniques such as interface features, site animation, and
special‐effects elements. Using languages such as HTML, creates and develops visually aesthetic graphics and writes text about the organization and Website,
catalogs, short stories, and customer support documents for inclusion on the site itself. Adds links, ensuring theme consistency and scheduling workload.
Requires a mastery of Web‐based technologies and a thorough knowledge of HTML, PhotoShop, Illustrator, and/or other design‐related applications as well as 2
to 4 years of work experience designing Web graphics and Website construction. Duties usually include design, production, and creating functional links on the
Web.

630. WEB GRAPHICS DESIGNER, INTERMEDIATE ‐ Under general supervision and using a variety of graphics software applications, tools, and techniques, supports
the organization's strategies and goals relative to external communications by designing graphic elements for Web pages. Creates and develops visually aesthetic
graphics and may write text about the organization and Website, catalogs, short stories, and customer support documents for inclusion in the site itself.
Requires a proficiency of Web‐based technologies and a thorough knowledge of HTML, PhotoShop, Illustrator, and/or other design‐related applications as well as
1 to 2 years of work experience designing Web graphics and Website construction. Duties are usually restricted to design and production and do not include links
and/or full Web design.

635. WEB DEVELOPER, SPECIALIST ‐ With minimal direction, develops advanced custom programs written in Web‐based languages. Designs, develops,
troubleshoots, debugs, and implements software code such as HTML, ASP, Perl, C, C++, Active X, and Javascript for a component of the Website. Provides
technical direction to graphic designers and other members of a project team to develop the site concept, interface design, and architecture of the Website. Has
a thorough knowledge of programming and server software operations. Works closely with engineering, Web graphics designers, content managers, and artisans
to ensure Website is developed according to specifications. Will oversee the technical efforts of lower‐level programmers. May have lead responsibilities in ad
hoc projects. This position is usually the top technical classification among software developers and incumbents usually have a mastery of various Web‐based
languages combined with 4 or more years of related programming experience.

640. WEB DEVELOPER, SENIOR ‐ Under general direction, develops custom programs written in Web‐based languages. Designs, develops, troubleshoots, debugs,
and implements software code such as HTML, ASP, Perl, C, C++, Active X, and Javascript for a component of the Website. Works with graphic designers and other
members of a project team to develop the site concept, interface design, and architecture of the Website. Has a thorough knowledge of programming and
server software operations. Works closely with engineering, Web graphics designers, content managers, and artisans to ensure Website is developed according
to specifications. Incumbents usually have extensive experience in Web‐based languages and 2 to 4 years of related programming experience.

645. WEB DEVELOPER, INTERMEDIATE ‐ Under direction from the lead or top technical position, writes script to develop custom programs written in Web‐based
languages. Based on experience, will design, troubleshoot, debug, and implement software code such as HTML, CGI, Perl, C, C++, Active X, and Javascript for a
specific portion of the Website. Will assist graphic designers and other members of a project team to develop the site concept, interface design, and architecture
of the Website. Has working knowledge of programming and server software operations. Incumbents usually have at least 2 years related programming
experience.

650. E‐COMMERCE DEVELOPMENT, DIRECTOR ‐ Will set the strategic direction for information systems use in the company and ensures the effective
management of personnel and financial resources while accomplishing the organization's e‐commerce mission. Will direct designers, programmers, and project
managers to design, develop, and implement e‐commerce solutions. Has extensive operational business experience in all areas of interactive and relational
databases, Website programming languages (i.e., HTML, Java, C++, ASP, SQL), and broadband media. Responsible for administering project plans, risk
assessment and time, and cost estimates associated with the internet/intranet and other media initiatives. Incumbents in this position have a background that
includes 5 or more years of experience in leading large e‐commerce projects/initiatives through full project life‐cycle.

655. E‐COMMERCE, PROJECT LEAD ‐ Acting as the lead technical and operational member of the team, monitors the strategic direction and management of
personnel and financial resources while accomplishing the organization's e‐commerce mission. Will plan and coordinate designers, programmers, and project
managers to design, develop, and implement e‐commerce solutions. Has extensive technical experience in all areas of interactive and relational databases,
Website programming languages (i.e., HTML, Java, C++, ASP, SQL), and broadband media. Uses project management and other office tools. Additional
responsibilities may include time and cost estimates associated with the internet/intranet as well as other media initiatives. Possesses an understanding of Web
Technology and development processes. Incumbents in this position have at least 3 years of experience in leading large e‐commerce projects/initiatives through
the full project life‐cycle.




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                                      2011 Information Technology & Engineering Personnel Compensation Survey, California

660. E‐COMMERCE, SPECIALIST ‐ Acting as the top technical member, designs, programs, and develops e‐commerce solutions. Has extensive technical
experience in all areas of interactive and relational databases, Website programming languages (i.e., HTML, Java, C++, ASP, SQL), and broadband media. May link
back‐end systems to network, configure databases to support sale processes, develop ASP code to integrate with HTML code, and work with graphic designers,
information architects, and project managers to provide technical information, restrictions, and possibilities. Uses project management and other office tools.
Has an extensive understanding of Web technology and the developmental process. Incumbents in this position have at least 2 years of experience in leading
large e‐commerce projects/initiatives.

665. WEBMASTER ‐ Responsible for the organization's Internet and or Intranet technical functions. Maps the flow of the site, creates general graphics, provides
specifications to the Web Author, Web Developer, and outside vendors for the development of databases, interactive applets, and custom graphics. Supervises
development efforts including content, design and production, and site maintenance and updating. Using a general knowledge of technical organization and
operations of sites, acts as a liaison between the site and users. Interacts with content manager‐online for the purpose of updating existing information and
creating new content. Has experience and skill with dominant applications to maintain and modify the organization's Internet/Intranet efforts including content,
graphical and multimedia displays, and communications. Has considerable knowledge of multiple operating systems (e.g., UNIX, Sun SOLARIS, Mac). Position
requires specialized knowledge of Web technologies, HTML, graphics design and layout, and computer file management. Incumbents in this position may be
single contributors or part of a team effort.

670. WEBMASTER ASSISTANT ‐ Under direct supervision, assists in the daily operations of the company Website including maintenance and revisions. Using a
general knowledge of the technical organization and operations of sites, assists users with the site. Will support content manager‐online for the purpose of
updating existing information and creating new content. Under direct supervision and working knowledge of popular applications, may maintain and modify the
organization's Internet/Intranet efforts including content, graphical and multimedia displays, and communications. Has a working knowledge of the operating
system (e.g., UNIX, Sun SOLARIS, Mac). Position requires 1 to 2 years of experience with Web technologies, HTML, graphics design and layout, and computer file
management.

                                                                   ENGINEERS ‐ FIVE LEVELS

                                                                       Job Code Guide B
                               To report engineers, use the job codes that correspond to the level that best matches your job as
                                                        based on the Level Definitions described below
                                                   Engineer I              Engineer II             Engineer III            Engineer IV            Engineer V
                                                    Job Code                Job Code                Job Code                Job Code               Job Code
 AERONAUTICAL/AEROSPACE ENGINEER                      1000                    1010                    1020                    1030                   1040
 BIO ENGINEERS                                        1200                    1210                    1220                    1230                   1240
 CHEMICAL ENGINEERS                                   1300                    1310                    1320                    1330                   1340
 CIVIL ENGINEERS                                      1400                    1410                    1420                    1430                   1440
 ELECTRICAL/ELECTRONICS ENGINEERS                     1500                    1510                    1520                    1530                   1540
 ENVIRONMENTAL ENGINEERS                              1600                    1610                    1620                    1630                   1640
 INDUSTIAL ENGINEERS                                  1700                    1710                    1720                    1730                   1740
 MECHANICAL ENGINEERS                                 1800                    1810                    1820                    1830                   1840
 METALLURGICAL ENGINEERS                              1900                    1910                    1920                    1930                   1940
 SOFTWARE ENGINEERS                                   2100                    2110                    2120                    2130                   2140
 HARDWARE ENGINEERS                                   2200                    2210                    2220                    2230                   2240
 SOFTWARE QUALITY ASSURANCE                           2250                    2260                    2270                    2280                   2290
 TELECOMMUNICATIONS ENGINEERS                         2300                    2310                    2320                    2330                   2340
 PRODUCTION/[PROCESSING ENGINEERS                     2400                    2410                    2420                    2430                   2440
 FACILITIES ENGINEERS                                 2600                    2610                    2620                    2630                   2640
 QUALITY CONTROL ENGINEERS                            2700                    2710                    2720                    2730                   2740
 SAFETY ENGINEERS                                     2800                    2810                    2820                    2830                   2840
 RESEARCH & DEVELOPMENT ENGINEERS                     3000                    3010                    3020                    3030                   3040




                                                                            Page 30
                                       2011 Information Technology & Engineering Personnel Compensation Survey, California

                                                       LEVEL DEFINITIONS FOR ENGINEERING POSITIONS

                               Engineer I                Engineer II                    Engineer III             Engineer IV                 Engineer V

 Minimum Education        BS and 0 ‐ 1 year;      BS & 1 ‐ 3 years            BS+ 3 ‐ 5 years               BS+ 5 – 8 years         BS+ 8 – 10 years
 &                        entry level             Or MS & 0 ‐1year            or MS+ 1 ‐ 3years; senior     or MS+ 3 – 5 years;     or MS+ 5–8 years; senior
 Experience                                                                                                 principal               principal
 Knowledge/               Knows and               Appropriately applies       Demonstrates creativity       Has extensive and       Has extensive breadth and
 Skills & Abilities       understands basic       engineering principles      and ingenuity in applying     broad knowledge in      depth of knowledge in a
                          concepts and            and concepts to area of     engineering principles and    a field of              field of specialization and
                          procedures in one of    specialization. Is able     practices. Is able to draw    specialization and      working knowledge of
                          the engineering         to draw solutions from      solutions from a wider        may have                other fields. Capable of
                          disciplines.            both formal training        range of experience.          knowledge of other      clearly defining appropriate
                                                  and experience.             Generally is more             fields. Is able to      technical approaches and
                                                                              proficient at solving         adapt methods to        solutions to the most
                                                                              problems in a timely          solve problems.         mission critical challenges.
                                                                              manner. May be a career       Uses creativity to      Able to define critical
                                                                              level for many engineers.     resolve complex         project criteria to ensure
                                                                                                            issues.                 project completion. Has
                                                                                                                                    demonstrated leadership
                                                                                                                                    skills and mastery of
                                                                                                                                    financial principles.
                          Uses established        Work is varied in           Assignments are broad in      Work is stated in       Work is stated in terms of
 Responsibilities         policies and            nature. Under general       nature requiring creativity   terms of objectives,    objectives requiring project
                          procedures to           direction, plans and        and ingenuity. Works          requiring project       planning and judgment.
                          complete work           performs engineering        under minimal                 planning and            Acts as one of the foremost
                          assignments. Work       duties for part of a        supervision. Responsible      judgment. May           technical authorities in the
                          is somewhat a           major project or for        for defining technical        have overall project    area of specialty.
                          routine with            projects of moderate        approaches to projects.       responsibility. Acts    Responsible for all aspects
                          detailed                complexity.                                               as technical            (which may include other
                          instructions. Work                                                                authority in area of    engineering disciplines) of
                          is performed under                                                                specialty on            projects including financial
                          close supervision.                                                                assigned projects.      budgets.
                          May be assigned an
                          element of a project
                          or well‐defined
                          tasks.
                          None                    May provide work            May act as lead on some       Will act as lead on     Has critical project
 Supervision                                      direction to technicians.   projects and guide lower      most assigned           technical leadership
                                                                              level engineers and           projects and assist     responsibility; may plan
                                                                              technicians.                  lower level             work assignments for
                                                                                                            engineers and           lower level department
                                                                                                            technicians.            employees; may
                                                                                                                                    coordinate the work of
                                                                                                                                    engineers from other
                                                                                                                                    disciplines.

1000 thru 1040. AERONAUTICAL/AEROSPACE ENGINEER ‐ Refers to engineers who primarily design, develop, and test aircraft, space vehicles, surface effect
vehicles, missiles and related component systems. Designs and develops commercial, military, executive, general aviation, or special purpose aircraft, satellites,
rockets or related hardware or systems. Tests models, prototypes, subassemblies, or production vehicles to study and evaluate operational characteristics and
effects of stress imposed during actual or simulated flight conditions. May specialize in design and development of structural components, such as wings,
fuselage, rib assemblies, landing gear, or operational control systems. May specialize in analytical programs concerned with ground or flight testing, or
development of acoustic, thermodynamic, or propulsion systems. May assist in planning technical phases of air transportation systems or other aspects of flight
operation, maintenance, or logistics. May be engaged in research, planning, and development of flight systems and aerovehicles for use in terrestrial
atmosphere and outer space. Includes engineering work on aerovehicles, missiles, rockets, space systems research and development, test and evaluation
functions. (To determine the appropriate reporting job code, use Job Code Guide B page 30)

1200 thru 1240. BIO ENGINEER ‐ Normally refers to individuals who conduct research into biological aspects of humans, animals or plants to develop new
theories and facts, or test, prove, or modify known theories of life systems. Plans and conducts research concerning behavioral, biological, psychological, or
other life systems. Studies engineering aspects of bio‐behavior systems, utilizing knowledge of electrical, mechanical, chemical, or other engineering principles
and knowledge of bio‐behavioral systems in order to obtain data from measuring or controlling life processes, utilizing knowledge of computer, graphics, and
other related technologies. Designs and develops instruments and devices, such as artificial organs, cardiac pacemakers, or ultrasonic imaging devices, capable
of assisting medical or other health‐care personnel in observing, repairing, or treating physical ailments or deformities, using knowledge of materials compatible
with body tissues, energy exchanges within the body, and instrumentation capable of measuring and controlling body functions. May specialize in design and
development of bio‐medical equipment used by medical facilities and be known as Clinical Engineer. May develop equipment and instruments used in genetic
research and gene modification. (To determine the appropriate reporting job code, use Job Code Guide B on page 30)

1300 thru 1340. CHEMICAL ENGINEER ‐ Includes occupations concerned with the application of chemistry and other sciences, such as physics and mathematics,
and of engineering principles to manufacturing operations, which involve chemical processes. Also includes the design, construction, and operation of industrial
plants carrying out chemical processes. Typical specializations are heat transfer and energy conversion, food and pharmaceutical products, forest products,
petrochemicals and fuels, and materials handling. (To determine the appropriate reporting job code, use Job Code Guide B on page 30)


                                                                              Page 31
                                       2011 Information Technology & Engineering Personnel Compensation Survey, California

1400 thru 1440. CIVIL ENGINEER ‐ Includes occupations concerned with the planning, design, and construction of structures and facilities, such as buildings,
bridges, roads, harbors, airfields, dams, tunnels, and water supply and sewage systems. Also included are occupations concerned with the engineering aspects of
environmental health systems and urban planning or renewal. Frequently requires knowledge of codes and ordinances. Accessory techniques needed are those
used in agricultural, ceramic, chemical, electrical, geological, mechanical, metallurgical, and mining engineering. Typical specializations are structures, hydraulics,
transportation systems, sanitation, water utility systems, airports, city planning, environmental protection, construction, engineering mechanics, irrigation and
drainage, power, soil mechanics and foundations, pipeline engineering, and waterways and harbors. (To determine the appropriate reporting job code, use Job
Code Guide B on page 30)

1500 thru 1540. ELECTRICAL/ELECTRONIC ENGINEERING ‐ Includes occupations concerned with the application of the laws of electrical energy and the principles
of engineering for the generation, transmission, and use of electricity. Also includes the design and development of machinery and equipment for production
and utilization of electric power. Accessory techniques needed are those used in mechanical and process engineering. Typical areas of specialization are
electrical power generation, transmission, and distribution, atomic power generation, electrical and electronic components, equipment, and systems
manufacturing, radio and television broadcasting, telephone, and telegraph (Report the specialties of bioengineering and computer engineering in their
respective job families). (To determine the appropriate reporting job code, use Job Code Guide B on page 30)

1600 thru 1640. ENVIRONMENTAL ENGINEERING ‐ Includes occupations performing a variety of engineering works in designing, installing, operating, and
maintaining measuring apparatus necessary to determine the level of pollutants involving air, land, and water. Ascertains levels of pollution and recommends
appropriate action to assure conformance with federal, state, and municipal legislation and regulations regarding environmental control. May also assist in the
overall planning and installation of equipment revision relating to the environment. Performs tests or experiments requiring the use of nonstandard procedures
and complex instrumentation. Other responsibilities may include acting as liaison for an organization and regulatory agencies concerned with environmental
control. (To determine the appropriate reporting job code, use Job Code Guide B on page 30)

1700 thru 1740. INDUSTRIAL ENGINEERING ‐ Includes occupations concerned with the design and installation or integrated systems of personnel, materials,
machinery, and equipment. Accessory techniques may include those used in mechanical and various other engineering specialties. Typical specialization are
plant layout; production methods and standards; costs control; quality control; time, motion, and incentive studies; and methods, production, and safety
engineering. (To determine the appropriate reporting job code, use Job Code Guide B on page 30)

1800 thru 1840. MECHANCIAL ENGINEERING ‐ Includes jobs concerned with the application of principles of physics and engineering for the generation,
transmission, and utilization of heat and mechanical power; and the design, production, installation, and maintenance of fabricated products, tools, machines,
machinery, and associated or auxiliary systems. Accessory techniques needed may be those used in electrical, metallurgical, nuclear, and civil engineering.
Typical specialization’s are steam and mechanical power generation, transmission, and utilization; hydraulics; instrumentation; controls; automotive engineering;
tooling; heating and ventilating; air‐conditioning and refrigeration; bioengineering; pollution control; systems engineering; research; design; testing; sales; and
project control. (To determine the appropriate reporting job code, use Job Code Guide B on page 30)

1900 thru 1940. METALLURGICAL ENGINEERING ‐ Individuals concerned with the extraction of metals from ores, and their processing and conversion into final
shape. Also includes the design and development of process methods. Accessory techniques needed include those used in chemistry, geology, ceramics,
mineralogy, and in mining, chemical, and mechanical engineering. (To determine the appropriate reporting job code, use Job Code Guide B on page 30)

2100 thru 2140. SOFTWARE ENGINEERING ‐ Includes individuals who formulate, define and provide empirical analysis for complex software programming
applications or modify or maintain existing applications using engineering releases and utilities from the manufacturer. Normally responsible for the
design/development, coding, testing, debugging, implementation, and documentation of software program applications. Usually responsible for applications
dealing with the overall operating systems, such as file maintenance routines, large telecommunications networks, computer accounting and advanced
mathematical/scientific software packages. Typically a software engineer holds a degree in Computer Science or Computer Engineering. (To determine the
appropriate reporting job code, use Job Code Guide B on page 30)

2200 thru 2240. HARDWARE ENGINEERING ‐ Work is related to the design, development and implementation of hardware for products such as circuit design of
components, development of structure specification of personal computer, and the design of computer display units. Is also responsible for the development of
test strategies, devices and systems. (To determine the appropriate reporting job code, use Job Code Guide B on page 30)

2250 thru 2290. QUALITY ASSURANCE ‐ In support of a quality assurance program for a software product, will set up and conduct quality tests for highly complex
software applications. Will debug and develop test environments and quality plans. Specific responsibilities may include the establishment of software quality
standards for life‐cycle, documentation, development methods, testing and maintenance, and the development of quantitative measurements and techniques
for measuring software quality. May also establish advanced software test standards and methods and conduct complex software tests. May review and
evaluate software quality assurance products and services for applicability to in‐house needs. (To determine the appropriate reporting job code, use Job Code
Guide B on page 30)

2300 thru 2340. TELECOMMUNICATIONS ENGINEER ‐ Performs tasks and activities relative to the design, maintenance, or implementation of
telecommunications of voice and data networks. Supports, upgrades, modifies, and troubleshoots voice and data communications systems and networks. Has
in‐depth knowledge and experience with network protocols as well as installing and supporting routers, switches, hubs, and gateways. (To determine the
appropriate reporting job code, use Job Code Guide B on page 30)

2400 thru 2440. PRODUCTION/PROCESSING ENGINEER ‐ Engineers in this category are involved in developing and implementing production/processing methods
and controls in accordance with quality standards in the most cost efficient manner. Typical duties involve evaluating and solving problems as they occur, and
recommending and implementing improvements as needed relating to the production process. Oversees operations to assure that they comply with established
quality standards. May have responsibility to review proposals regarding acquisition of existing production/processing equipment. (To determine the
appropriate reporting job code, use Job Code Guide B on page 30)




                                                                               Page 32
                                        2011 Information Technology & Engineering Personnel Compensation Survey, California

2600 thru 2640. FACILITES ENGINEER ‐ Engineers in this general category are concerned with the layout of plant, warehouse, office and other facilities and the
determination of requirements for procurement, layout and location of machinery and equipment. Work typically involves investigation, analyzing and
determining the overall advantage of requests of new facilities and equipment, rearranging existing facilities, and modifying, repairing or scrapping machinery
and equipment. Engineers in this category must be familiar with the flow of work through the various production, storage or other operations, with safety
regulations and building codes, and with equipment facilities requirements to determine plant layout. Provides liaison with architects and contractors who
actually carry out construction, modification and moving projects. Excludes engineers whose area of responsibility includes planning of actual methods and
processes associated with production of specific products. (To determine the appropriate reporting job code, use Job Code Guide B on page 30)

2700 thru 2740. QUALITY CONTROL ENGINEER ‐ Engineers in this general category develop and oversee installation of methods of determining whether in
process and completed products meet specified standards and specifications. They specify inspection and testing methods, techniques, equipment and facilities
to be used, determine optimum frequency of application and establish limits of allowable variation from specifications at various stages of the manufacturing
process. They may develop testing techniques and equipment for use in analysis of company products and forms for reporting test results and statistical
techniques for analysis of test data. They may participate in revisions of product specifications or resolution of engineering design problems to offset causes of
deviations from quality standards. (To determine the appropriate reporting job code, use Job Code Guide B on page 30)

2800 thru 2840. SAFTEY ENGINEER ‐ Engineers in this general category are concerned with the design and proper execution of company safety programs in
accordance with local, state and federal OSHA regulations. Typical duties include evaluating and recommending solutions for the prevention and/or possible
occurrence of occupational hazards. May recommend safety standards for the handling and use of hazardous materials. Develops safety programs to ensure
employee awareness of company safe working conditions and practices. Is responsible for investigating and analyzing causes of accidents and recommending
solutions in accordance to regulations. (To determine the appropriate reporting job code, use Job Code Guide B on page 30)

3000 thru 3040. RESEARCH AND DEVELOPMENT ENGINEER ‐ Conducts research or development projects associated with the design and development of new
products, models, or mechanisms. Investigates and resolves technical problems involving product performance, production equipment or facility systems
affecting production. Coordinates development and design problems with research engineering, tooling and manufacturing. Follows up on building of design
models, life test models, and analysis of test results. Follows through on laboratory and field tests and develops new ideas based on results. Prepares or follows
up on preparation of design drawings. Prepares estimates of development costs. Determines and establishes specifications and standards. Follows up on
building of pilot production. Discusses and consults with sales staff or customer on product requirements and specifications where design or manufacturing
problems are involved. (To determine the appropriate reporting job code, use Job Code Guide B on page 30)

                                                                 ENGINEERING MANAGEMENT
      3100. Supervisor of Engineering                                                3120. Director of Engineering
      3110. Manager of Engineering                                                   3130. Vice President of Engineering

3100. SUPERVISOR OF ENGINEERING ‐ Supervises the daily operations and activities of an engineering department. Responsible for formalizing work plans and
directing their implementation. Assigns work to meet overall project deadlines. Evaluates progress on projects and suggests changes. Interprets policies and
procedures and ensures they are followed within the department. Responsible for the training and development of subordinate staff. Responsible for financial
budgets at the department level. Directly supervises engineers and technicians in the department, with the authority to hire/terminate/promote and make
compensation decisions for subordinate staff. Normally possesses and applies comprehensive knowledge in field of specialization. Knowledge significantly
crosses engineering fields. Capable of clearly defining organizational approaches to complex and/or large projects. Usually requires BS in engineering and 6+
years of engineering experience including some project management experience.

3110. MANAGER OF ENGINEERING ‐ Has overall responsibility to ensure department goals and objectives are met. Manages fiscal responsibility for entire
department. Reviews and makes recommendations on policies and procedures to maximize departmental operating performance. Interacts with all levels of
management. Develops and justifies evaluation, quality, and process criteria. Identifies technical issues of future importance. Responsible for in‐depth
understanding of the overall organization. Directly supervises Engineering Supervisor(s).

3120. DIRECTOR OF ENGINEERING ‐ Directs the design, development and implementation of all major engineering projects. Plans and supervises all phases of
engineering. Develops and initiates procedures, methods, and processes for projects. Ensures that all corporate policies and procedures are uniformly
understood and properly interpreted, implemented and administered. Has overall project approval including budgets, deadlines, and personnel.

3130. VICE PRESIDENT OF ENGINEERING ‐ Normally will be a member of the overall corporate executive management team and assists in developing plans to
ensure the organization’s development, growth and maximize the organization’s return on investment. Responsibilities include planning and directing all
engineering departments/divisions within an organization. Develops long and short‐term objectives for engineering functions and ensures they are aligned with
overall company goals and objectives. Responsible for the development, maintenance, and adherence to financial goals and objectives. Ensures cooperation and
coordination between other departments, such as production, research and development, sales and marketing, and quality assurance. Develops corporate
policies and procedures. Reviews and approves proposed policies of subordinate units.

                                                                           DESIGNERS
      3200. Designer                                                                         3210. Senior Designer

3200. DESIGNER (NON‐DEGREED ENGINEER) ‐ Experienced member of the engineering staff, typically with a two‐year technical or other non‐engineering degree,
functioning in an engineering capacity. This job is often an outgrowth of drafting, technician, machine building, machinist or similar occupation. Incumbents will
typically have at least 8 years of practical experience and a strong aptitude for engineering work.

3210. SENIOR DESIGNER (NON‐DEGREED ENGINEER) ‐ Highly experienced member of the engineering staff, typically with a two‐year technical or other non‐
engineering degree, functioning in an engineering capacity. This job is often an outgrowth of drafting, technician, machine building, machinist or similar
occupation. Incumbents will typically have at least 10 years of practical experience and a strong aptitude for engineering work.




                                                                             Page 33
                                     2011 Information Technology & Engineering Personnel Compensation Survey, California

                                                                        GUIDE C –
                                                                  APPLICATION MATCHING

Identify the application (type of work) your incumbent performs most of the time (design, manufacturing, sales, or other). Typically most applications are in
design, manufacturing, sales or other category. In producing the final report, all of the data reported on the various specialty areas is recombined based on
application and level and is reported as five levels of Design Engineer, five levels of Manufacturing Engineer and five levels of Sales Engineer. The following
definitions of the applications followed by descriptions:

Design Engineer ‐ Work primarily is involved with the development or improvement of actual products or designs. Work may include creation of previously non‐
existent products or modification of existing products, including product line extensions. Work includes selection and testing of materials, ingredients or
components that will be suitable for the product. Work may include responding to a customer request for a particular product or design. The typical cycle
includes conceptualizing, developing prototypes, testing and perfecting designs.

Manufacturing Engineer ‐ Work is involved with the development of methods and processes to implement product manufacturing in the most cost effective
manner, subject to product quality and process safety. Work may involve developing pilot plant operations, a new production line or process, or developing
improvements to existing plant operations. May also be called Process Engineer, particularly in chemical or food applications.

Sales Engineer ‐ Work is primarily involved with facilitation of sales to customers. Work includes assisting customers with the selection of products that meet
their specific needs, modification of products to meet specific customer applications, and training customers in the use of products. Work may also include
intervention when customers need assistance with product reliability. Work often includes travel to customer locations to participate in sales presentations,
demonstrate product or otherwise assist in the sales process.
                      Indicate which engineering application best describes the work performed by each incumbent
                                 Enter 1 for Sales                  Enter 3 for Design
                                 Enter 2 for Manufacturing                      Enter 4 for Other




                                                                           Page 34
                                                            2011 Information Technology & Engineering Personnel
                                                                                 Compensation Survey, California
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