http://www.suntimes.com/output/news/work28.html


So many IT jobs, so few takers

September 28, 2000

BY FRANCINE KNOWLES AND SHU SHIN LUH STAFF REPORTERS

More than half of information technology jobs in the Chicago area--53
percent--will likely go unfilled next year, and between 85 percent and
90 percent of those jobs are at businesses that are not high-tech
companies.

Those are among the findings in a recent report from the Chicagoland
Chamber of Commerce.


Chicago high-tech is mid-range
High-tech jobs in Chicago generally pay in the mid-range compared with
comparable jobs in cities that compete with Chicago for high-tech
talent. Here's a represenative sample of salaries of key tech jobs,
showing the low-end of salaries and the high end.
Low High
Applications systems analyst
Chicago $ 61,531 $ 79,871
San Francisco 66,059 85,750
Austin, Tex. 54,059 70,172
Boston 61,587 79,945
Art director -- Web
Chicago 80,116 109,464
San Francisco 86,012 117,520
Austin, Tex. 70,387 98,171
Boston 80,190 109,565
Programmer III
Chicago 72,261 87,426
San Franciso 77,580 93,860
Austin 63,486 76,809
Boston 72,328 87,506
Computer operator III
Chicago 35,997 46,583
San Francisco 38,646 50,011
Austin, Tex. 31,625 40,926
Boston 36,030 46,626
LAN support III
Chicago 49,769 67,281
San Francisco 53,432 72,233
Austin 43,726 59,111
Boston 49,815 67,343
Source: Salary.com The report warned today's "digital divide" will
worsen if partnerships of employers, educators and associations don't
seek out under-represented workers in the industry--namely women,
minorities and disabled Americans.

Peggy Luce, chamber vice president, said the shortage seems to lie
primarily with computer programmers, Web masters and Web designers.

One reason for the shortage is the high salary demands.

"If you're willing to pay market rate, you can find people," said Pete
Georgiadis, founder and CEO of eBlast Ventures, a company that funds
and builds technology firms. "The issue is if you're
budget-constrained, you can't get the people you want."

The report is designed to aid the chamber to increase the number and
quality of high-tech workers entering the region's work force.

As much as there's a shortage in workers, there's also a lack of
experience. With the technology industry changing constantly,
retraining the work force becomes a vital way for companies to
survive.

That's where Chicago might fall short.

"Chicago and the Midwest [have] a conservative view of the job
markets. People here seem less willing to learn new things and less
willing to switch jobs," said Jay Prasad, founder and vice president
of strategy for Vation. "The talent is here. The skill set is here
because of the large number of schools in Illinois."

One chamber initiative is to work with colleges to develop advisory
boards from IT and non-IT companies to aid in curriculum development.
Another recommendation calls for businesses to host IT interns,
monitor and evaluate skills and hire community college IT graduates,
the report said.

"[Businesses] will not be able to upgrade and improve their technology
systems as quickly as they would like and as we as customers would
like them to [if the shortage isn't addressed]," said Luce.

She notes businesses concerned about establishing Web sites and
entering e-commerce are particularly feeling the shortfall.

"The technology is sitting there, but we just can't get it all
implemented," Luce said.

Also, the report recommends incentives for schools to require computer
literacy at the elementary, middle and high-school level. For example,
requiring that students master the keyboard in elementary school, Web
design and hardware repair in the eighth grade and computer
programming or networking in high school.

Other recommendations include:

* IT professionals teach higher education courses.

* Businesses offer skills-based internships to IT students.

* Public schools raise levels of computer literacy and career
awareness.

* Schools implement work-based learning programs.

Community colleges should play a part to address the digital divide as
well, the report says, given that 50 percent of entry level IT jobs in
Chicago are accessible with a community college education and moderate
work-based experience.

Still, as many as 75 percent of future IT jobs eventually could
require a bachelor's degree, the report notes.

Luce said post-secondary education will be critical for IT workers to
advance in the future.

Yet problems in community college IT training programs could hinder
progress, the report notes. They include difficulty in retaining
qualified faculty because of non-competitive salaries and the need for
more work-based internships.

Also, many students who attend community colleges lack applied math,
science and communication skills, so IT programs need to place a
greater emphasis on basic academics as well as business and
technology, the report said.

But the report cites examples of effective community college IT
programs at Joliet Junior College and William Rainey Harper College,
which have placed graduates at Motorola Inc., 3Com Corp., Square D Co.
and other companies.

Also noted was Robert Morris College, which has an associate's degree
program and is working on developing a bachelor's of applied science
degree program in computer studies.

Robert Morris' computer studies school services a student population
largely made up of minority or first-generation immigrant students.
That program allows high school juniors and seniors to receive credit
for college courses while still in high school, allowing students to
finish an associate's degree about one year after high school
graduation, the report said.

Currently, 263 high school students are enrolled in the program, which
has served more than 1,000 high school students since 1997.

The school also provides job placement assistance and is aided by a
12-member business advisory council that includes representatives from
Lucent Technologies Inc. and Hewlett-Packard Co., who review
curriculum.

Dave Skwarczek, president of Web design company Streams in Chicago,
says as long as companies develop a distinct personality and a
reputation, they will be successful in hiring no matter where they're
located.

"We've had a really good run retaining people," said Skwarczek, a
graphic designer by training. "I wanted to create an environment where
I wanted to work. We've got a relaxed environment. There's not someone
always breathing down your neck. I think that's what draws people
here."