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3M0-300 - 3Com Certified Security Specialist Final v3.0 - Dump Information

Vendor : 3COM
Exam Code : 3M0-300
Exam Name : 3Com Certified Security Specialist Final v3.0
Questions and Answers : 50 Q & A
Updated On : December 14, 2018
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3M0-300 Questions and Answers

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3M0-300 3Com Certified Security Specialist Final v3.0

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3M0-300 exam Dumps Source : 3Com Certified Security Specialist Final v3.0

Test Code : 3M0-300
Test Name : 3Com Certified Security Specialist Final v3.0
Vendor Name : 3COM
Q&A : 50 Real Questions

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3COM 3COM 3Com Certified Security

3Com: battling the Behemoth | killexams.com Real Questions and Pass4sure dumps

always, 3Com ends up locking horns with only one large moose of a competitor (trace: Its identify starts with C and ends with O). When it wins the combat, 3Com has come out ahead on rate and what consumers say is more consideration to midsize corporations.

And 3Com recently beat Cisco to market with a next-era wireless networking system, developed with startup Trapeze Networks and released last fall. For Michael Baker, director of advice programs at Underwood-Memorial hospital in Woodbury, N.J., the 3Com wireless LAN Controller WX4400 system lets his three-adult networking workforce manage 37 entry elements from a single display instead of getting to monitor each and every one individually.

"i'm tickled to loss of life with the quality of the apparatus and the provider we get out of 3Com," Baker says.

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furthermore, 3Com is much less pricey than Cisco, valued clientele say. Samir Desai, supervisor of assistance technology for Intertex apparel community, a garb company in new york, says 3Com's wireless items, at about $400 per entry factor, can charge forty% to 50% below Cisco's. "To me," he adds, "3Com's know-how is advanced."

however 3Com is outhustled within the advertising department, Desai says: "The identify 3Com is still now not as widely wide-spread as Cisco. Cisco is a relied on, respectable answer in many individuals's minds. 3Com must do a much better job of creating a name for itself."

every now and then, 3Com is easily dwarfed via Cisco, a networking juggernaut with 38 instances 3Com's salary. Two years ago Worldspan, an Atlanta-based trip functions company, scrapped its 3Com instant gear in desire of Cisco's. Why? "The 3Com package become not as universal in the statistics core," says chief technical officer David Lauderdale. "it be not a knock on 3Com. We have been simply making an attempt to consolidate carriers, standardize skill units, and there were more Cisco certified engineers than those licensed on 3Com."

by the equal token, some say that for midsize agencies, 3Com is plenty more straightforward to work with. "3Com makes use of us as a selling factor—they see us as a vital account," says Mark Berkheimer, manager of information technology at Harrisburg overseas Airport in principal Pennsylvania. "For Cisco, we'd be simply a further regional client. There wouldn't be the precedence to child-take a seat me." —TODD SPANGLER

3Com350 Campus DriveMarlborough, MA 01752(508) 323-5000www.3com.com/wireless

TICKER: COMS (NASDAQ)

employees: 1,800

Hilton NicholsonSenior VP, Product OperationsHeads construction, earnings and advertising and marketing of all items and capabilities. in the past turned into president of the ADC business unit that developed machine for transmitting voice, video and records over cable networks.

Brent NixonDir., Product management, instant SystemsManages instant native area networking products. earlier than becoming a member of 3Com in 1999, he co-founded Maxis research, an automobile industry market research firm.

PRODUCTSThe 7250 access aspects assist the 802.11g ordinary and can supply entry to up to 253 clients; 8250 entry facets add the means to improve to 802.11a. instant LAN Controller WX4400 supports as much as ninety six 802.11g managed entry points and offers planning, configuration, network-optimization and consumer protection equipment. wireless LAN change WX1200 supports up to 12 managed entry facets.

Pechanga motel & CasinoRod LuckVP, I.T.rluck@pechanga.comProject: casino and lodge operator in Temecula, Calif., makes use of sixteen 8000-series 802.11b access features to give visitors cyber web entry.Ventura Unified school District

Ted MalosDir., Technologytmalos@vtusd.k12.ca.usProject: The 18,000-student district in Southern California deployed 5 instant LAN Controller WX4400 switches in its new administration constructing.

Intertex attire GroupSamir DesaiMgr., I.T.samird@ialtd.comProject: clothing maker makes use of three 8000-sequence access elements in its manhattan showroom to provide community and cyber web entry to employees and touring consumers.

State of DelawareJamie StantTelecommunications Technologist(302) 739-9655Project: State operates about 120 8750 access points at its leading campus and different agencies' amenities.

Underwood-Memorial HospitalMichael BakerDir., ISbakerm@umhospital.orgProject: New Jersey sanatorium deployed the instant LAN Controller WX4400 with 37 managed access features to permit physicians to access medical applications.

Harrisburg international AirportMark BerkheimerMgr., I.T.markb@saraa.orgProject: Airport in Pennsylvania uses 30 7250 entry features to deliver travelers with free cyber web access over 300,000 square toes in and round its terminal.

Executives listed listed here are all users of 3Com's items. Their willingness to talk has been validated by means of Baseline.

3Com operating outcomes*

2005FYTD 2004FY 2003FY revenue $474.60M $698.88M $932.87M Gross margin 36.3% 34.eight% 45.2% working loss -$141.14M -$337.83M -$224.64M internet loss -$137.36M -$349.26M -$283.75M web margin -28.9% -50.0% -30.4% profits per share -$0.36 -$0.92 -$0.79 R&D expenditure $sixty seven.37M $95.20M $113.06M

*Fiscal year ends in late might also or early June; FYTD displays first 9 months

source: company reviews

different FINANCIALS**

complete property - $1.65B

Stockholders' equity - $1.33B

cash and equivalents - $226.98M

brief-term investments - $655.80M

long-time period debt - None

Shares staggering - 379.95M

Market value, 5/27 - $1.42B

**As of Feb. 25, 2005, apart from as mentioned


3Com Launches consultant Connection application | killexams.com Real Questions and Pass4sure dumps

news

3Com Launches advisor Connection application
  • via Scott Bekker
  • 07/13/1999
  • 3Com Corp. these days announced the consultant Connection application, which presents community consultants equipment to design, enforce and support mission-vital business networks. the brand new application offers IT network consultants access to detailed tips about 3Com's items and capabilities, conclusion-user case experiences, vertical industry options, working towards alternate options and product assist.

    The consultant Connection is a new special hobby community within the 3Com netWorking companions program - which offers supplies to distributors, VARs, ISPs, integrators and consultants. 3Com expects 2,000 community consultants to enroll all through the primary few months of the program.

    "we're offering consultants with now not only success reviews and solutions, however we're additionally giving them the complicated statistics that demonstrates how commercial enterprise purchasers are saving cash with out dropping community efficiency." says Carlene Chmaj, supervisor of 3Com's advisor application.

    members within the advisor Connection have entry to an array of assistance tools, including presentation libraries, competitive product databases and product comparison spreadsheets. different substances include earnings contacts, idea builders, technology briefs and white papers, bulk literature ordering capabilities, vertical advertising and marketing options, telebriefings and online technical guide.

    Key benefits certainly custom-made for consultants encompass a personalized counsel kit, regular communications through email updates, bimonthly product and news bulletins, channel classes and product promotions, web-primarily based 3Com Radio broadcasting, and invites to events, seminars and exchange shows. Consultants will additionally get hold of coupon codes on 3Com training, training and accreditation programs, which include practicing and certification classes and the 3Com master of community Science program.

    "high performance networking is an extremely competitive, hastily-relocating market. What we do is add value with the aid of providing consultants with strategic counsel to compete and to demonstrate the value of the usage of 3Com's items all the way through the enterprise," observed Chmaj.

    fresh industry studies from international records Corp. (www.idc.com) project community consulting to grow about 16 p.c and become a $25 billion market worldwide by means of 2003. 3Com's advisor Connection, at the moment simplest offered to consultants within the u.s., can be extended in the coming months to markets global. IDC says that critical issues, equivalent to network protection, within your means information superhighway entry, e-commerce and community implementation are riding the growth for community consulting.

    3Com's advisor Connection is located on the web at www.3com.com/companions/advisor. --Thomas Sullivan

    about the creator

    Scott Bekker is editor in chief of Redmond Channel partner magazine.


    3Com Appoints Inspira enterprise as unique Distributor to significantly increase Presence in India | killexams.com Real Questions and Pass4sure dumps

    MARLBOROUGH, Mass.--(company WIRE)--3Com service provider (Nasdaq: COMS), these days announced it has appointed Inspira business India as the unique distributor for all its networking products and solutions in India. established by native entrepreneur Prakash Jain, Inspira is an IT functions and options issuer so that it will have finished responsibility for all of 3Com’s sales, advertising and marketing, distribution and servicing actions in the nation. The Inspira group will work in close collaboration with 3Com’s India workplace.

    below the terms of the arrangement, Inspira will devote a crew of americans to focus completely on 3Com, and they additionally will deploy a client management middle to serve as a single aspect of contact for all Indian customers, proposing multi-lingual 24/7 fault administration guide and different features; including a demo middle in New Delhi to show off 3Com’s solutions.

    “As an organization, 3Com is dedicated to expanding its presence in key markets equivalent to India,” talked about Peter Chai, vice chairman and familiar manager of 3Com Asia Pacific. “Inspira’s powerful leadership and administration team, local insight, and ability to execute makes it 3Com’s premiere go-to-market companion in the quick-transforming into India market. The alliance will permit extra companies to advantage from 3Com’s technologically advanced and reliable solutions that offer improved price at an affordable price.”

    Prakash Jain, chairman of Inspira, observed: “we're assured that the finished suite of 3Com’s commercial enterprise networking options and the cost-efficiency talents 3Com offers will enable us to build a becoming, ecocnomic enterprise. Inspira business’s management group has a confirmed tune record of success in growing market leaders in India and we believe that we can do the same with 3Com.”

    Inspira will leverage its administration skills in building agencies to more advantageous serve 3Com shoppers over a much wider geographical area. Prakash, who successfully built up i2i enterprise, among the most successful managed telecom services company in India, which offered 90 p.c of India’s monetary statistics connectivity for SWIFT international banking, became prior to now vp of BT India.

    3Com’s India purchasers can predict consultancy that's optimized for native situations, and faster and greater applicable responses to their altering wants. Inspira additionally will actively faucet into its significant community of techniques integration companions to deliver conclusion-to-conclusion solutions to 3Com valued clientele in India.

    For organisations, Inspira will emphasize integrated, conclusion-to-conclusion 3Com solutions and functions, starting with core networking, protection, IP video surveillance and converged options, and following via to the base infrastructure in a consolidated kit.

    About 3Com employer

    3Com supplier is a $1.3B global converged community infrastructure organisation that helps clients achieve business success through supplying options that provide first-rate price. The business’s H3C enterprise networking portfolio offers most useful-in-type efficiency, effectivity and reliability and promises unparalleled return on investment. With TippingPoint, 3Com is a number one company of community-based mostly intrusion prevention systems that carry in-depth application insurance policy, infrastructure insurance plan, and efficiency insurance plan. For additional tips, please visit www.3com.com, or the click web page www.3com.com/pressbox.

    Copyright © 2009 3Com company. 3Com, the 3Com emblem and TippingPoint are registered trademarks and H3C is a trademark of 3Com agency or its totally owned subsidiaries in quite a few nations all over. All other business and product names may be trademarks of their respective holders.


    3M0-300 3Com Certified Security Specialist Final v3.0

    Study Guide Prepared by Killexams.com 3COM Dumps Experts


    Killexams.com 3M0-300 Dumps and Real Questions

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    3M0-300 exam Dumps Source : 3Com Certified Security Specialist Final v3.0

    Test Code : 3M0-300
    Test Name : 3Com Certified Security Specialist Final v3.0
    Vendor Name : 3COM
    Q&A : 50 Real Questions

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    Money Matters

    The 2002 Salary Survey from Microsoft Certified Professional Magazine

    The state of the business world continues to be in turmoil, hiring has slowed and compensation is down. In this year's salary survey for Microsoft Certified Professionals, we examine the outlook for IT experts in this difficult economy.

    This marks the seventh year that Microsoft Certified Professional Magazine has examined how certified professionals do their jobs, as well as how they're compensated. This also marks the second year that salaries have taken a fall. As you dig into this year's numbers, you'll, no doubt, be concerned with how big the fall really is and wonder what the future holds: How much should you be earning? How much should you expect to earn? Does your certification make a difference? Should you simply be grateful you have a job? What should you do to strengthen your employability?

    To get a clear picture of these concepts, we compiled the results of a lengthy questionnaire, which included responses from nearly 6,000 respondents in all age ranges, job titles and geographical locations in U.S. and across varying levels of experience. What we found, while on the surface appearing disappointing, is also optimistic.

    How Bad Is It?This has been a difficult year for working Americans, and—despite the belief that IT professionals couldn't be touched—this year's numbers show that these tough times are being felt by everyone. Salaries across all certifications have sunk. How bad is it? Well, if you're an MCSE on Windows 2000, the average salary is $53,700, down about 20 percent from 2001's average salary of $67,100. (See Chart 1 for a breakdown of average base salaries across all Microsoft certifications.)

    Surprisingly, Windows NT 4.0 MCSEs took a smaller compensation cut—falling to $59,800 from last year's $62,700.

    We delved into the salary data to figure out why, a year later, NT 4.0 MCSEs ended up ahead of Win2K MCSEs in compensation. Shouldn't it be the opposite?

    While there's no great difference in the number of years NT 4.0 and Win2K MCSEs have been in networking, (seven years for NT, 6.3 years for Win2K), NT 4.0 MCSEs have been Microsoft-certified longer than their Win2K counterparts—three years and 1.5 years, respectively. Also, 69 percent of Win2K MCSEs have held their title for only about six months, as opposed to the 47 percent of NT 4.0 MCSEs, who have held their title for at least two years.

    But this doesn't explain the discrepancy by any means. We speculate that, with Microsoft's reversal on the MCSE decertification and .NET Server on the horizon, the hype surrounding the Win2K upgrade has died down and NT 4.0 MCSEs are finding that they don't need to upgrade right away. Seventy-four percent of NT 4.0 MCSEs report that their organizations have deployed Win2K and, therefore, they've had to learn the technology. They appear simply to be holding tight and staying out of the recertification arena.

    In addition, only 57 percent of Win2K MCSEs responded that NT 4.0 is a primary area of expertise for them. This could mean companies have placed greater value on those experts with experience in both platforms, as cross-platform expertise is important in migration and upgrade projects. Simply put, your NT 4.0 experience is, once again, paying off.

    What can you do until the market balances out? Our research shows that, once again, experience is key. Keep your skills current; be aggressive in continuing your education; and network, network, network. (Don't forget that soft skills can play a major role in getting a job and keeping one.) The economy will balance out; when it does, companies will be looking to expand and migrate—and they'll be looking for qualified, knowledgeable IT people to help them through the process.

    Cindy Pisco$38,000MCSE, A+, Distributed Computer Systems Analyst, 6 years in ITWest Palm Beach, Florida Donald Top$60,000MCPNetwork Admin.3 years in ITDenver, Colorado David Guibord$62,7000MCSE, MCP+I, CCNALAN Admin.5 years in ITFarmington Hills, Illinois Mark Duncan$64,000MCPNetwork Engineer14 years in ITHampton, Virginia

    Beyond Your SalaryWhen it comes to other forms of compensation—profit sharing, retirement plans, stock options, and training and education allowances—Chart 2 shows what our respondents expect to receive this year.

    If you're curious about what portion of the totals in Chart 2 consists of monetary bonuses, see charts 3a, 3b and 3c for a breakdown of those amounts and how they're paid. About 53 percent of respondents—down from two-thirds in 2001—expect to receive a monetary bonus this year. (Numbers exclude the self-employed.)

    Back when dot-coms were exploding, stock options were considered an integral part of non-monetary compensation. Now, options are no longer as important as finding a company with staying power. Chart 4 shows the details by certification. Less than a quarter of our respondents said they receive stock options, and the average number received was 3,839 (down from 4,382 in 2001).

    Another perk that seems to be dwindling in this volatile market is public recognition (monetary or otherwise) for certification. Last year, 39 percent of you said that your company has a formal program in place to recognize new certifications. It may take the form of a public e-mail message or an article on the intranet—or giving you the option of having new business cards printed to show off new logos. This year, only 33 percent of you responded that your company rewards technical certification.

    However, there are plenty of other job benefits out there. See Chart 5 for a listing of the more popular ones. At the top of the list, as reported by 69 percent of respondents: a 401(k) program with company contribution. At the bottom of the list with only 3 percent of respondents: paid sabbatical of a month or longer.

    Experience CountsAs with most industries, a professional's skill; knowledge; and, therefore, worth increase over time. The technology business is no different. Chart 6 shows salaries by certification and experience. As you pay your dues in the field, you can expect to see a gradual rise in salary. (To see details for other Microsoft certifications, check the charts that run at the end of this article.)

    Salary by Experience

    MCP*

    MCSA MCSE* 1 year $38,700 $37,400 $38,700 2 years $40,200 $45,300 $45,400 3 years $43,150 $46,400 $48,000 4 years $46,450 $53,000 $53,050 5 to 9 years $53,200 $61,000 $59,900 10 to 14 years $56,800 $74,700 $69,200 15 or more years $73,300 $74,800 $75,650 * Includes NT 4.0 and Win2K Chart 6. These numbers represent only the average 2002 base salary. As would be expected, compensation increases with experience. The question we asked was, “How many years have you held a job that specifically involves computer networking/programming?” This question doesn't reflect direct experience with Microsoft products. Also, it doesn't include responses for self-employed professionals. For information on salaries by experience for other titles, see the detail charts at the end of the article.

    We asked respondents how many years they've held a job that specifically involved computer networking or programming. As expected, the level of all MCPs has risen this year to an average of 7.1 years (up from 2001's 6.7 years). MCSEs have continued to put more years under their collective belt as well, up from last year's 6.5 years to 6.8 years in 2002. It seems that the burgeoning population of newcomers in the last few years have opted to continue with the MCP program and have increased their knowledgebase and expertise. In previous surveys, the number for average years of experience has shrunk. This probably means fewer newcomers are expanding the ranks of IT and, thereby, diluting the count.

    We're interested to see what happens next year, when .NET Server (and its accompanying certification track) is released. Are the NT 4.0 holdouts waiting for .NET or will they stay content with the certifications they hold?

    David Whitson$75,000MCSE, MCP+I,Sr. Web Developer/ Project Manager20 years in ITFort Smith, Arkansas Edward Bailey$56,380MCSENetwork Administrator2 1/2 years in ITLivonia, Michigan Colin Bodkin$44,500MCSA, Network+, A+Product Support Engineer5 years in ITTucson, Arizona Mark Duncan$85,000MCPSr. Software Developer16 years in ITDallas, Texas

    Where's the Money?Quite a few respondents (51 percent) think others in the industry are better compensated than they are. Out of the optimistic few (17 percent) who believe they bring in higher salaries, about two-thirds said that their certification played a role in their success.

    But what about the hard numbers? Well, once again developers top the salary chart with an average of $72,600, although their average salaries have taken a hit this year as well. Last year, MCSDs earned an average of $78,600.

    MCSDs have traditionally been some of the highest wage-earners in the technology field. This year, however, it appears that those in management have taken the brass ring, with an average salary of $89,000. Those who opt out of the management track and choose to serve as a programming project lead (a non-supervisory position) take home, on average, $84,200. The gap in salary is most likely because of the difference of responsibility between those who write the code and those who manage projects or entire divisions.

    Also high in the ranks are MCTs, with an average income of $70,600. Although this is down from last year's $78,000, it's still higher than 2000's average of $65,100. The decrease may be attributed to a number of factors. First, CTECs have fallen upon difficult times, as professionals have either opted not to recertify or have chosen self-study as a means to passing their exams. Second, the count for years of experience for MCTs has remained stagnant, indicating that, perhaps, some veteran MCTs have thrown in the towel with Microsoft's changes to the MCT program and new, less experienced trainers have entered the mix.

    Another way to look at the numbers is by evaluating average salaries by job title alone, regardless of certification. Details are shown in Chart 7. These numbers are consistent with what we found in regard to MCSDs and MCTs. Generally, the highest salaries are earned by programming project leads ($82,300), followed by those in management ($73,000) and networking project leads ($68,500). The lowest salary, by title, is earned by those serving in the role of help desk/user support ($45,600).

    Nelson DiMarco$72,000MCSE, MCP+I, CNA, A+Network Admin.5 years in ITAlameda, California Jason Griffiths$30,000MCPAssistant Network Administrator2 years in ITCharleston, West Virginia Gary D. Baker$46,800MCPMIS Analyst II8 years in ITMiami, Florida Michael Hollen$49,920MCSE, A+, Network+Instructor5 years in ITVisualia, California

    The Certification FactorAbout a third of respondents (30 percent) believe that their certification helped them find or keep employment or led to a promotion in 2002, while another 40 percent listed certification as one of other factors. The final 30 percent believe that certification played no role in their job status.

    Chart 8 spells out what effect certification has had on salaries. A full third said it had no effect at all. Another third said they've received raises of more than 10 percent.

    Effect of Microsoft Certification on Salary

    Click the chart for a larger view. Chart 8. Although many respondents felt their Microsoft certification had no effect on their salaries, 16 percent reaped an increase of more than 25 percent. (More than a third of MCTs and nearly a quarter of MCSE+Is reported a more than 25 percent jump in their salaries due, in part, to their certification.)

    Sixty percent of respondents said they expect some sort of raise this year, with the average raise being nearly 15 percent (more than a third of MCTs and a quarter of MCSE+Is reported a more-than-25 percent increase in income due, in part, to their certification). Fifty-eight percent of total respondents said their income changes will be the same as or higher than expected.

    Of those who expect a raise in 2002, nearly 20 percent said it was because they changed employers (that statistic is down from last year's 25 percent). Of course, that means 80 percent of you are staying at your current employers. Not a bad idea in today's market.

    The Effect of Multiple Microsoft CertificationsMany readers have asked us about the effect of multiple Microsoft certifications on income. How many acronyms after your name actually make a difference? Although there's a diminishing return on investment after a certain number of titles, the numbers show that certain combinations of certifications can be quite lucrative.

    This gets into the topic of the value of being a generalist vs. a specialist. Which approach is more valuable to your career? The fact is that Microsoft has defined narrow scopes for its credentials. What value could adding an MCSA to your developer title give you on the job? How does being an MCSE give you an edge as a database administrator? It's possible that, in a tight job market, those who are lightest on their feet (and more versatile in their skill set) can better weather the vagaries of corporate change.

    So without providing any more of a rational explanation than that, we offer some results: If you have an MCSD and have recently attained your MCSA certification, you can expect an average salary of $77,500; that's slightly higher than the developer certification on its own. If you already possess an MCSE+I (worth an average of $68,600), you can jump to $72,800 by adding an MCDBA. If you have an MCSE, in addition to an MCSA title, your average salary increases from $46,100 to $57,400.

    Other CertificationsThe most popular certification for Microsoft Certified Professionals outside of the Microsoft realm remains CompTIA's A+, which stayed steady at 47 percent. The obvious reason for the certification's popularity lies in in the fact that it provides a vendor-neutral steppingstone between the MCP and MCSE certifications.

    The second most popular certification this year, replacing Novell, is the Cisco CCDA, which is held by 35 percent of MCPs.

    Chart 9 shows salaries by other certifications. At the top of the list is Compaq with its Master Accredited Systems Engineer (earning an average of $88,100), Accredited Platform Integrator and Accredited Systems Engineer titles. We won't venture a guess on what impact the Compaq-HP merger will have on salaries; by next year's survey, HP's 15,000-person layoff will have occurred and we'll see the numbers then.

    Salary by Other Certifications Compaq Master Accredited Systems Engineer $88,100 Compaq Accredited Platform Integrator $81,000 Compaq Accredited Systems Engineer $79,500 Master Certified Novell Engineer $78,000 (ISC)2: Certified Information System Security Professional $77,800 SANS Global Information Assurance Certification (GIAC) (any) $77,400 Citrix Certified Enterprise Administrator $76,200 Cisco Certified Design Professional $74,900 Check Point Software Technologies (any) $74,700 Red Hat Certified Engineer $74,600 Oracle Database Administrator $74,400 Certified Lotus Professional $74,100 Sun Certified Programmer for Java $74,100 Certified Lotus Specialist $73,800 Sun Certified System Administrator for Solaris $73,300 CompTIA Linux+ $72,300 Cisco Certified Design Associate $72,100 Certified Novell Engineer $71,700 Cisco Certified Network Professional $69,400 Prosoft Master CIW Web Site Manager $69,000 3Com (any) $68,500 Citrix Certified Administrator $67,700 Cisco Certified Network Associate $64,800 IBM (any) $64,400 Compaq Accredited Platform Specialist $63,400 Certified Novell Administrator $63,100 Prosoft CIW Associate $62,200 CompTIA Network+ $60,600 CompTIA Server+ $59,500 Hewlett-Packard Company (any) $57,800 Chart 9. We asked respondents what certifications they held other than Microsoft's. Numbers are 2002 average base salaries. As with many skill comparisons, other variables (such as experience and multiple certifications) influence compensation other than the title itself, which may explain some of the large salary differences.

    Slow UpgradesWhile in early 2001, the industry saw a flurry of NT 4.0 MCPs and MCSEs racing against the clock to recertify, Microsoft's reversal on its decision to retire the NT 4.0 track had a major effect on the number of professionals upgrading to Win2K. At this point, though, about half of the respondents are Win2K MCPs and only a third are Win2K MCSEs. We speculate that, following the announcement that NT 4.0 MCPs and MCSEs (along with MCP+Is and MCSE+Is) would retain their titles, the impetus to upgrade slowed dramatically.

    When it comes to plans for the near future, nearly 90 percent said they plan to earn new or additional certifications in 2002. Forty-six percent of total respondents (including 73 percent of NT 4.0 MCSEs) intend to earn their Win2K MCSE, while 25 percent plan to attain Microsoft's newest certification, the MCSA. What's interesting is that while Microsoft intended the MCSA to be a mid-level certification (firmly planted between the MCP and MCSE), 29 percent of Win2K MCSEs said they plan on attaining this title.

    Microsoft last overhauled its developer credential in 1999. Now, with the MCSD Visual Studio.NET and the MCAD, developers have found the next step on their certification path. Among MCSDs, 28 percent plan on attaining their MCAD, while a whopping 58 percent are intent on earning the Visual Studio.NET title.

    The tables at the end of this article show what credentials certification holders expect to obtain next.

    Who Gets the Bill?Surprisingly, it seems companies are maintaining their emphasis on continuing education—and they're paying for it. As shown in Chart 10, the percentage of companies paying for certification training increased slightly to 50 percent from last year's 46 percent (up from 39 percent in 2000) for those candidates who received it. The percentage of respondents that named training as a perk decreased slightly this year to 58 percent compared to last year's 61 percent (this is still higher than 2000's 35 percent). We speculate that, while times are tough, companies that have migrated (or are planning to migrate) want to make sure their people are as up to date on the latest technologies as possible. Also, this benefit is seen as an excellent retention tool for companies looking to keep their best and brightest on board—a management challenge in years when salaries must remain flat.

    For the last few years, we've seen evidence that those respondents who work for companies where the costs of certification are paid also earn higher salaries. The average across the board for all certified professionals this year is $65,200, down from last year's $69,700. Those who took on the costs of certification themselves average $57,400, 10 percent lower than 2001's $60,000. Overall, though, those who pay for their own certification are closing the compensation gap.

    If you believe that time is money, then you'd agree that the number of weeks allotted for training is a valuable commodity. Unfortunately, like money, training time has fallen this year. Respondents report they receive an average of 1.2 weeks of paid training per year, as compared to last year's 1.5 weeks. MCTs enjoy slightly more training time at 1.7 weeks per years, but that number is down significantly from last year's 2.3 weeks.

    When it comes to how much respondents and their companies plan to spend, including materials and training, on certification in 2002, the average is $1,850. It took participants slightly less than two months to prepare for their latest exam and a little more than six months to complete their latest title.

    In total, respondents spent 187 hours (just more than four and a half weeks of full-time work) preparing for certification in 2001 and expect to spend 199 hours in 2002. That count is a good bit lower than last year's 227 hours. The exception to this appears to be MCSEs on Windows 2000, who devoted an average of 351 hours preparing for their credential in 2001.

    Chart 11 details the most popular tools for getting certification. Topping the list, as usual, are books, with 95 percent of you turning the pages to increase your knowledge. That's followed by good, old-fashioned, on-the-job training (72 percent) and exam-simulation software (70 percent). And, although the percentage is down slightly (40 percent in 2001), 36 percent of you still use braindump sites as a means for preparing for exams.

    Service with a SmileMost of you work for one of two types of organizations: the kind that supplies services to external customers (solution providers, value-added retailers or systems integration firms) and the kind that serves internal customers (corporate IT/IS). We asked respondents which type they work for. Among those who aren't self-employed, we found that 38 percent work for a solution provider and 62 percent serve internal customers.

    Why should it matter? Because solution providers pay better. Those respondents who work for solution providers earn $67,800; professionals providing internal IT services take home $59,600. In addition, those who work for solution providers enjoy larger average bonuses ($3,306) than the other group ($2,620). Of course, those with greater experience tend to work for companies that supply outside services rather than in corporate IT/IS, which helps explain the differences in salary and bonuses.

    Regardless of the work environment, respondents said they have been with their current employers for, on average, about three and half years.

    What about specific industries? Do some pay better than others? Overall, those individuals who work for Web/software development/ISV firms earn the most—an average of $69,600. Those who work for the government earn the least—an average of $56,500. Better-paid industries include systems and network integrators, R&D operations, finance/banking/accounting companies, aerospace and anything high tech, such as ISP/ASPs, data processing firms, telecommunications firms, and computer consultancies. On the lower end of the payscale you'll find these industries: retail, manufacturing, construction/ refineries/ petroleum, medical/dental/healthcare, marketing and entertainment, education and defense/military.

    Various expertises also have a premium. Chart 12 shows salaries by skill level. According to our results, for example, if you have six months or more of experience in data warehousing, that will tend to make you more valuable than those who specialize in Linux. The same is true for expertise in Microsoft technologies. Experience with the newer products out of Redmond (such as Content Management Server and Mobile Information Server) tend to drive higher salaries. Chart 13 provides details.

    Salary by Skill Data warehousing $73,200 Outsourcing/ASPs $72,500 Software design $72,000 E-commerce $71,700 Extranets $71,300 Oracle $70,300 Strategic planning $70,000 Database development $69,300 Web site development/management $67,200 Hardware design $66,900 Web services $66,800 Database administration $66,500 Unix $66,300 Portable/embedded computing $65,900 Wireless $65,200 Intranets $64,800 Telephony $63,900 Linux $63,700 VPN/Remote management $63,200 Customer Relationship Management $62,800 Novell $62,500 Chart 12. Survey results suggest that those with a specialization enjoy a higher salary. Keep in mind, that those with such skills also tend to have more experience, which plays a role in the higher average incomes. Salary by Microsoft Expertise Content Management Server $80,600 Commerce Server $77,900 Mobile Information Server $76,700 Windows .NET Server $76,700 SharePoint Portal Server $75,700 Site Server $73,900 Application Center 2000 $72,300 Visual Basic or VBA $70,800 Other development tools (ActiveX, Visual C++, C#, FoxPro, Access) $70,500 SQL Server $68,000 Systems Management Server $66,500 ISA Server $66,000 Internet Information Server $64,700 Proxy Server $63,300 Exchange Server $61,900 Office, Project, Visio, FrontPage $61,300 Windows desktops $59,100 Chart 13. When it comes to compensation by Microsoft expertise, specifically, newer technologies like Content Management Server, Commerce Server and Mobile Information Server, as well as Windows .NET, bring in the higher salaries. It's likely that professionals working with these new technologies also have more years of experience and are, therefore, better compensated.

    Other IncomeDespite the economic downturn, it appears that IT professionals aren't looking for outside income as much as last year. In 2001, about 42 percent of respondents said they expected to receive additional compensation from job-related resources. Only 38 percent expect to receive outside income in 2002, with an average amount of $2,777, (down from 2001's $2,906). Perhaps this is because there are fewer opportunities to earn extra income. As would be expected, though, the amount of earned income increases in proportion to years of experience in the field. Those with three years or less of experience said they bring home less than $2,000 in extra income, as opposed to those with 15 or more years under their belts, who earn nearly $4,000, on average.

    Working Hard, Playing HardPerhaps one of the reasons why outside income is lower is that you're putting in a little more time at the office. The average workweek has increased slightly, from 43 hours in 2001, to just more than 44 in 2002. The hours were fairly consistent across all job titles and certifications, although MCTs topped the numbers with an average of 46 hours per week.

    It's important to remember, though, that as income rises, the number of hours worked per week also increases. About 38 percent of respondents said they work more than 46 hours per week; these same professionals make about 18 percent more than those who work fewer hours. If you want an income in the mid-$70,000s, then prepare to put in an average of more than 60 hours per week.

    Since you're working hard, does that mean you're also playing hard? Fortunately, yes. The average amount of available vacation time held steady at 2.6 weeks, and 58 percent of you plan to take nearly all that time.

    Job SatisfactionSo beyond the salaries, the bonuses, the perks, are you happy—really happy—at your job?

    When we asked respondents how satisfied, overall, they were with their jobs, we found that 83 percent said they were either satisfied or very satisfied. When we got into the specifics, though, the picture darkened.

    While 90 percent of respondents are satisfied/very satisfied with their coworkers and 73 percent are happy with their direct management, 41 percent said they're not satisfied with their company's overall management. In addition, 47 percent aren't happy with their compensation, and 66 percent feel their number of stock options is lacking.

    Do Consultants Have it Better?About 6 percent of the survey's respondents are self-employed. We asked them to provide us with some information to help us answer the question that goes through just about every worker's mind: “Would I be better off on my own?” Well, it depends. Yes, the $76,800 average income is attractive, but don't forget there are extra costs involved with going independent.

    More than half (55 percent) of self-employed respondents contract directly with clients (which means they're responsible for filling out 1099s, filing their own income taxes and covering overhead costs) and earn an average of $76,700. Nearly 12 percent work through a broker/placement firm or IT staffing company and bring home about $69,300. The 33 percent of those who combine both methods, top the range at $79,200.

    The certified professional who contracts directly with clients charges about $82 per hour. Per hour, the typical placement firm or broker charges $103 per hour, $62 of which the professional takes home.

    Also, it appears that, like everyone else, those who are self-employed are working longer hours this year. The average workweek is up to 42 hours, as compared to 38 hours in 2001. Thirty-six percent responded that they work more than 46 hours per week. Previous research has told us that about two-thirds of those hours are billable.

    Gender DifferencesOnce again, women in IT—9 percent of our respondents—are earning less than their male counterparts. This year, men are bringing in an average of $62,200, while women are earning an average of $58,900—a difference of $4,200. Although this sounds like bad news, it's actually encouraging. In 2000, there was a $10,000 difference between the genders. That gap narrowed in 2001, with the disparity dwindling to $7,100. (As a point of reference, the difference between the genders for those who aren't Microsoft certified is much greater—a whopping $13,300.)

    The least disparity between the genders is within the NT 4.0 certification, in which women actually have a $500 advantage ($53,600 for women, and $53,100 for men). For the Win2K MCSE, the difference is $3,000 ($51,000 for women, $54,000 for men).

    The certifications in which women are the poorest represented are MCSE+I at 7 percent, MCP+I at 8 percent and Win2K MCSE at 8.5 percent. On a more positive note, the percentage of female MCSDs rose this year to 12 percent (up from 11 percent in 2001) and is the highest representation of women across the board. Also, 10 percent of Win2K MCPs are women. That group represents the premium titleholders of tomorrow.

    You can read more details about the gender gap in earning in the tables that follow this article.

    The More You KnowThis year's survey shows that, overall, education plays a role in compensation. Chart 14 provides a breakdown by academic level. The most common education level among our respondents is a four-year degree (33 percent), which garners an average income of $64,100. A master's degree brings the average income up to $69,200, and a doctorate tops the list at $70,300.

    Salary by Education Level Doctoral degree $70,300 Master's degree $69,200 Post-graduate study without degree $67,800 Four-year degree $64,100 Two-year degree $57,100 Attended some college $57,900 Graduated from high school $53,100 Some high school or less $56,400 Chart 14. Although it's not the most important factor in salary, we find a correlation between the level of formal education and compensation. Fifty-four percent of respondents hold at least a four-year degree.

    What About This Economy?As much as we see this recession as a dent in salaries and would like it to simply go away, there are many out there for whom these tough times mean no income at all. Nine percent of our respondents have been laid off in the past year. While 64 percent of them have found another position and 8 percent have been rehired, there's still that 28 percent who have yet to find employment. The average length of unemployment was just more than three months.

    Overall, respondents believe that the U.S. is slowly coming out of its economic downturn—59 percent, in fact. Twenty-five percent aren't as confident and don't see the market rebounding anytime soon. The remaining 16 percent just aren't sure. Among those who don't see the economy coming back to life soon, 79 percent said they believe that it would affect their careers and 80 percent believe it already has. On a brighter note, 46 percent of all respondents said that their Microsoft certification has had a positive impact on their job prospects.

    Some more good news (especially for those seeking employment): 42 percent of our respondents are working at companies that plan to hire additional IT staff in the next 12 months, with the average number of open positions at 10. Of those whose companies will be looking to add IT workers, 68 percent responded that Microsoft certification would be a qualifying factor for job candidates.

    Getting to WorkAlthough this year's numbers may seem discouraging, it's important to keep in mind that there are good jobs out there—as well as excellent salaries. The IT industry, just like the rest of the professional arenas, has fallen on some rough times; but it's important to remember that nothing lasts forever. The market will come back eventually—perhaps not to the highs of the '90s, but it will come back. And you need to be ready when it does. Experience remains the greatest factor in income levels. Make sure you're getting as much knowledge and hands-on experience as you can so that—when times do get better—you'll be adequately prepared to take advantage of the recovery.

    It's also important to remember that location is a vital component in the salary equation. If you live in or near a major metropolitan area, salaries will be higher than more rural areas. Keep in mind that the cost of living of those types of areas is also quite different. Charts 15 and 16 show salary by major metropolitan area and state. (If you don't see your city referenced, it's simply because we didn't get enough response to provide meaningful data.)

    Salary by Metropolitan Area MCP MCP+I MCSE MCSE+I MCT MCSD Atlanta $53,700 $63,700 $63,300 $69,900 $77,700 $75,600 Austin $51,500 $56,000 $56,800 $70,200 $74,500 $68,800 Baltimore * $64,600 $68,000 $64,800 $84,100 * Birmingham * $57,500 $54,700 $58,500 * * Boise * * $44,500 * * * Boston $65,200 $69,900 $71,800 $79,600 $69,900 $91,100 Buffalo * $57,500 $44,400 * * * Charlotte $63,500 $58,900 $58,300 $68,400 $64,200 * Chicago $46,700 $65,400 $62,900 $71,700 $78,500 $77,700 Cincinnati $49,600 $54,500 $60,000 $65,400 $69,800 * Cleveland * $60,700 $57,300 $62,900 * * Columbus $48,200 $57,000 $49,300 $69,200 $70,700 $66,900 Dallas/Ft.Worth $55,400 $62,600 $61,600 $66,900 $84,500 $88,700 Denver $57,800 $62,200 $62,000 $68,000 * * Des Moines * $56,200 $61,400 * * * Detroit $53,400 $61,000 $59,100 $67,300 $63,300 $73,500 Honolulu * $51,200 $53,200 * * * Houston $51,000 $63,900 $64,100 $68,800 $76,300 $74,700 Indianapolis $43,700 $63,500 $61,600 * * $59,500 Kansas City $57,000 $62,500 $54,300 * * * Las Vegas * $62,500 $46,400 * * * Los Angeles $49,600 $63,800 $61,600 $71,000 $67,600 $78,200 Memphis * $61,000 $58,900 * * * Miami $39,700 $52,000 $53,900 $67,200 $80,600 $63,800 Milwaukee $53,900 $57,100 $52,500 * * $63,000 Minneapolis $54,600 $61,000 $62,500 $64,400 * $69,200 Nashville * $63,400 $62,200 $70,700 $59,500 $76,000 New Orleans * * $55,700 * * * New York $57,100 $64,500 $66,300 $73,000 $86,400 $85,500 Oklahoma City * $53,200 $48,100 * * * Omaha * $53,900 $57,200 * * * Orlando $43,500 $54,300 $54,400 $64,800 * * Philadelphia $57,100 $67,600 $63,100 $74,200 $71,300 $71,500 Phoenix * $62,300 $60,300 $70,900 $80,500 $76,000 Pittsburgh $42,500 $56,500 $57,600 $67,500 * * Portland, OR $43,800 $59,700 $58,300 $64,000 * * Sacramento * $59,600 $55,600 $71,800 * * Salt Lake City * $49,400 $51,600 * * * San Antonio * $55,800 $53,800 * * * San Diego * $60,800 $54,400 $73,200 * * San Francisco $48,300 $73,700 $73,500 $78,900 * San Jose * $80,300 $82,200 $83,400 * Seattle * $62,100 $64,500 $74,500 $77,500 $81,600 St. Louis * $60,800 $54,400 $62,100 $55,200 $65,200 Tucson * $45,800 $46,900 * * * Washington, D.C. $60,400 $69,800 $65,500 $76,200 $76,000 $78,300 Table 15. We asked respondents what metropolitan area they live in, then tabulated average base salary. We had insufficient data to provide counts for the MCSA and MCDBA certifications. Salary by State MCP MCP+I MCSE MCSE+I MCT MCSD Alabama * $56,000 $55,600 $61,500 * * Alaska * * $51,100 * * * Arizona * $58,000 $58,300 $67,900 $71,800 $75,700 Arkansas * * $48,200 * * * California $52,000 $65,900 $63,500 $73,300 $73,200 $82,600 Colorado $64,000 $61,300 $60,300 $67,800 $75,000 * Connecticut * $62,200 $69,600 * * * Delaware * * $62,300 * * * Florida $43,400 $55,000 $53,700 $67,400 $74,000 $62,700 Georgia $52,900 $61,500 $62,000 $66,500 $73,600 $74,500 Hawaii * * $57,000 * * * Idaho * $48,000 $46,300 * * * Illinois $50,700 $63,200 $61,500 $69,300 $67,100 $72,300 Indiana $46,600 $55,300 $56,400 $62,500 $60,900 $53,900 Iowa * $53,200 $52,900 * * * Kansas * $55,000 $50,300 * * * Kentucky * $56,300 $53,600 * $62,900 $68,800 Louisiana * * $51,600 * * * Maine * * $50,100 * * * Maryland $63,000 $65,700 $65,400 $69,400 $78,100 $84,200 Massachusetts $67,500 $68,100 $70,600 $73,000 $85,500 $71,300 Michigan $52,800 $59,800 $58,100 $64,200 $64,800 $72,800 Minnesota $59,200 $59,200 $60,900 $61,600 * $69,700 Mississippi * * $56,000 * * * Missouri $46,100 $62,300 $55,600 $60,600 $57,900 $63,100 Montana * * * * * * Nebraska * * $52,400 * * * Nevada * * $47,600 * * * New Hampshire * * $67,500 * * * New Jersey $63,600 $64,700 $62,900 $72,700 $80,000 $83,500 New Mexico * * $58,100 * * * New York $52,500 $60,700 $60,100 $66,100 $74,700 $82,500 North Carolina $57,100 $58,200 $56,100 $63,400 $64,100 $81,200 North Dakota * * * * * * Ohio $49,300 $57,800 $56,300 $65,300 $66,900 $70,000 Oklahoma * $50,200 $47,900 * * * Oregon * $58,100 $58,200 $60,800 * * Pennsylvania $45,000 $61,700 $57,200 $67,900 $69,400 $65,400 Rhode Island * * * * * * South Carolina * $54,300 $57,400 * * * South Dakota * * $49,600 * * * Tennessee * $62,500 $59,500 $71,700 $59,400 $74,900 Texas $51,700 $60,400 $60,000 $67,200 $77,400 $77,900 Utah * $49,600 $48,800 * * * Vermont * * $56,500 * * * Virginia $61,800 $67,100 $62,700 $76,400 $76,800 $74,200 Washington * $59,000 $58,800 $71,700 $75,800 $80,800 West Virginia * * $43,900 * * * Wisconsin $54,200 $60,600 $54,700 $62,800 * $61,600 Wyoming * * * * * * Table 16. We asked respondents what state they live in, then tabulated average base salary. We had insufficient data to provide counts for the MCSA and MCDBA certifications. Data for Washington, D.C. is included in the table for salaries by metropolitan area.

    And let's not forget about job skills and, of course, certification. Those with premium certifications (MCSE, MCSD and so on), who are knowledgeable in the latest technologies and have taken on leadership roles will, naturally, be better compensated than those who hold the entry-level MCP and never move beyond the help desk.

    So there are your next steps: Hold tight, continue getting the most hands-on experience possible, update your certification, pay your dues and take the leadership reins whenever possible. Your goals are within your grasp.

    Chris Jeffares$72,000+bonusMCSE, CNA, A+, CAPS, CCA, CCEABusiness Technology Consultant6 1/2 years in ITIndianapolis, Indiana Jeff Budderly$48,000MCP, CNA, A+Network Administrator10 years in ITYoungstown,Ohio Brad Blauvelt$39,500MCSE, CCNA, A+Network Technology Specialist10 years in ITRapid City, South Dakota Michael Haisley$37,000MCP, CCNP,CCNAWeb Developer3 years in ITMuncie,Indiana

    About the Author

    Kristen McCarthy is Senior Editor, Reviews of MCP Magazine.


    House of Commons Treasury Committee Women in Finance Report published | killexams.com real questions and Pass4sure dumps

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    House of Commons Treasury Committee Women in Finance Report published

    The House of Commons Treasury Committee has published its Women in Finance Report [13.06.18]. The Report covers a range of topics including current levels of diversity; benefits of and barriers to gender diversity; industry initiatives; Government responses; and other forms of diversity in finance. Among the conclusions and recommendations are:

  • there is a clear underrepresentation of women in senior financial services roles;�
  • research shows "firms with higher numbers of women in senior management positions perform better financially than counterparts with lower numbers" and have "returns above their national industry median";�
  • "notwithstanding the benefits of gender diversity from a business perspective, the representation and progression of women in finance should also be regarded as intrinsically right. The near exclusion of any group within society, intentional or unintentional, is not acceptable" the Report says;�
  • the financial services bonus culture "remains a deterrent for women and many are disadvantaged by it". Best practice would be performance bonuses to be assessed against "clearly objective and formulaic criteria";�
  • the "culture of presenteeism" may discourage women from progressing to senior levels;
  • unconscious bias: "can influence what is perceived as success, talent and capability, such that other ways of working are overlooked" the Report says. Firms should ensure that those who recruit, promote and talent spot "understand unconscious bias and are trained to be objective when considering talent and capability";
  • "many women who return from maternity leave accept roles that are less financially rewarding or more junior than the roles held previously" says the Report. It also identifies that "employers can make assumptions about how women perceive their career when they return from maternity leave and may not offer them the same opportunities." Best practice includes returners schemes and training opportunities, and keeping women up to date "on live issues" when on maternity leave. Improving staff awareness of Shared Parental Leave schemes and more "men taking childcare responsibilities and parental leave could help mitigate the impact of maternity leave on women." Firms should consider extending initiatives to support women both during and after maternity leave to staff taking time off work due to other caring roles;
  • the Committee is supportive of initiatives to increase gender diversity when recruiting and when promoting – identifying the importance of "gender balanced shortlists and revising the language used during recruitment";
  • firms are encouraged to review their recruitment policies and practices regularly and weed out "unnecessary legacy requirements" with the Report citing "particular academic qualifications or requiring certain hours to be worked or frequent travel to be almost compulsory." The Report says: "When revisiting recruitment policies and practices, firms should continue to challenge the language used during recruitment and ensure that stated requirements for roles are actually necessary for performing the roles and are not deterring potential applicants."� The Committee also "recommends that firm's senior leadership proactively ensures that barriers to gender diversity in recruitment are understood throughout the organisation and are removed";
  • the need to "remove any stigma" connected to flexible working which can be seen as "a "female " approach" to work - by encouraging other senior staff - particularly men - to "lead by example by working flexibly". Firms should "reconsider the working hours required for roles" and, given technological developments, whether long hours working in the office are still necessary;
  • gender diversity has been driven by the leadership at firms but "is often not considered a top priority within an organisations" so can be "displaced by other business concerns".� Accordingly the Committee encourages the sector "to consider gender diversity as core to business strategies and to uphold gender diversity as a priority";
  • middle management are necessary for "driving gender diversity" and should be empowered "to take risks and challenge their own assumptions and unconscious bias when recruiting" and need to be "appropriately trained to manage more diverse teams".
  • The Treasury's Women in Finance Charter played an effective part in "raising awareness on gender diversity issues and initiating change in the financial services sector" although there remains "a considerable way to go". The Committee also recognises that transparency and disclosure are both important drivers of gender diversity. The gender pay gap figures show the large gap between men and women who work in finance especially regarding bonuses and that there are "significantly more men than women in higher earning, and more senior positions". The Report says "Firms and Government now need to analyse the data to identify problems and devise strategies to overcome the gender pay gap and support the progression of women". The Committee will "monitor firms' progress in meeting their targets and review the effectiveness of their strategies."

    The Committee is also to recommend that Government amends its guidance on gender pay gap reporting for partners. The partners at large financial services firms structured as partnerships "have similar status to senior executives and should therefore be included in the gender pay gap calculations." The omission of such partners' remuneration from this reporting "could reduce the gender pay gap for these firms" rendering reported figures "disingenuous" the Report says. The Committee will also encourage Government to review the exemption from gender pay gap reporting for subsidiaries of larger companies. Contains Parliamentary information licensed under the Open Parliament Licence v3.0.

    Government publishes its Response to Advisory Group Report on 'Growing a Culture of Social Impact Investing in the UK'

    The Government has published its Response to the Advisory Group Report on 'Growing a Culture of Social Impact Investing in the UK' [12.06.18]. In 2016 the Government asked Elizabeth Corley, Vice Chair of Allianz Global Investors, to chair an advisory group tasked with "How can the providers of savings, pensions and investments engage with individual investors to enable them to support more easily the things they care about through their savings and investment choices?" (Read more on the FCA's and FOS's response to the Report in our earlier update here.) Elizabeth Corley is now leading a follow-up Taskforce to take recommendations in the Report forward at the Prime Minister's request [February 2018].

    There were five themes in the Advisory Group's report: (i) Improve deal flow and the ability to invest at scale; (ii) strengthen competence and confidence within the financial services industry; (iii) develop better reporting of non-financial outcomes; (iv) make it easier for people to invest; and (v) maintain momentum and build cohesion across initiatives. This Response contains Government's current thinking on these themes and its policy - planned or in progress – for them: The Government agrees with the Advisory Group that "confusion over varying definitions" of social impact investing "can be a significant barrier to adoption". It welcomes the working definition the Group proposed: "Social impact investment consists of investment in the share or loan capital of those companies and enterprises that not only measure and report their wider impact on society - but also hold themselves accountable for delivering and increasing positive impact." The Government says it will continue working with industry and the regulators to develop social impact investment and will issue an update in winter 2018. Contains public sector information licensed under the Open Government Licence v3.0.

    Money Market Funds Regulation 2018 laid before Parliament

    The Money Market Funds Regulations 2018 (SI 2018 No. 698) have been laid before Parliament [11.06.18]. They come into force on 21 July 2018 (except for certain provisions in relation to the FCA which come into force earlier). The regulations make a number of changes including amending FSMA, the Open-Ended Investment Companies Regulations 2001 (SI 2001/1228) (OEIC Regulations) and the Alternative Investment Fund Managers Regulations 2013 (SI 2013/1773) (AIFM Regulations).

    The new Regulations are made in respect of the EU Money Market Funds Regulation (EU) 2017/1131 (EU Regulation), that applies in the UK from 21 July 2018, to ensure the FCA can authorise Money Market Funds (MMFs) and enforce the EU Regulation from the date it comes into force

    FSMA has been amended "to provide powers of authorisation and intervention" for the FCA, in respect of unit trust funds and contractual schemes - which can both be types of MMF. The amendments to the OEIC Regulations enable funds that are OEICs to apply to become MMFs or for funds applying for authorisation as OEICs to be authorised as MMFs at the same time. The amendments to the AIFM Regulations provide for the FCA to direct how an application may be made for an AIF to be authorised as a MMF and the intervention process for the FCA in relation to such funds. A minor amendment is also made to the FSMA 2000 (Qualifying European Union Provisions) Order 2013 (SI 2013/419) so the FCA can investigate and bring enforcement action directly against funds breaching the EU Regulation.

    FCA publishes policy development update for June 2018

    The FCA has published their latest policy development update [01.06.2018], featuring information on their most recent and forthcoming publications including:

  • PS18/10 on retiring FG12/15 (Retail Distribution Review: independent and restricted advice) and FG14/1 (Supervising retail investment advice: inducements and conflicts of interest) (read more in our earlier update here). PS18/10 [May 2018] confirms that both guidance items were retired with immediate effect [11.05.16];
  • GC18/2 Fairness of Variation Terms under the Consumer Rights Act 2015 (read more in our earlier update here); and
  • Handbook Notice 55 [May 2018] setting out changes as a result of a number of FCA Instruments including the Financial Services Compensation Scheme (Funding Review) Instrument 2018 (FCA 2018/22); the Handbook Administration (Data Protection) Instrument 2018 (FCA 2018/24); Insurance Distribution Directive Instrument 2018 (FCA 2018/25) and the Supervision Manual (Reporting No 8) Instrument 2018 that adds one further change to those already proposed and consulted on in CP18/6 (Quarterly Consultation Paper No 20 [March 2018]), namely on the guidance wording for how and when to report a fund this is uncrystallised that has a transfer in of crystallised assets.
  • The policy statement on FCA regulated fees and levies: rates proposals 2018/19 PS to CP18/10 is expected to be published in July 2018. Policy statement on the EU Money Market Funds Regulation CP18/4 is expected to be published in Q2 2018.

    FCA publishes issue 13 of its Data Bulletin: retail intermediary sector

    The FCA has published Data Bulletin: Issue 13 retail intermediary sector [07.06.2018] that analyses trends in retail investments, home finance and non-investment insurance. The information in the Bulletin is sourced from Retail Mediation Activities Return (RMAR) submissions and sets out the FCA's trends findings to 2017 with activity analysis and information on advice and charges for the last full financial year.

    FCA publishes CP18/14 Quarterly Consultation Paper No. 21

    The FCA has published Quarterly Consultation Paper No 21 CP18/14* [01.06.18] containing the FCA's "miscellaneous amendments" to the Handbook on which it seeks feedback. Topics include:

  • changes to the appointed representative (AR) appointment form (chapter 2 of the CP) in SUP 12 Annex 3R, "in part to reflect how we have applied IDD requirements in relation to ARs". However, the FCA says "This change will apply to any firm completing the AR appointment form and so has broader relevance than just for IDD firms";
  • In its PS 18/1 Insurance Distribution Directive implementation - Feedback and near-final rules for CP17/23 (read more on CP 17/23 in our earlier update here) the FCA had indicated that it would implement the derogation in Article 30(3) of the IDD which would enable the sale of certain insurance-based investment products (IBIPs) without assessing appropriateness for the client, if certain conditions are met including that the product is a non-complex product. The COBS sourcebook contains information on 'non-complex' products as set out in the IBIP Regulation and the FCA says: "Firms need to assess IBIPs against these criteria and should adopt a cautious approach if there is any doubt as to whether an IBIP is 'non-complex'." EIOPA issued guidelines in October 2017 on assessing complex IBIPs (read more in our earlier updates here and here) with which the FCA intends to comply and which the FCA proposes, in chapter 2 of the CP, to cross-reference from COBS, as firms should refer to them in assessing whether an IBIP is non-complex and can be sold without the appropriateness test being carried out;
  • the FCA proposes amendments to DEPP and EG in chapter 6 of the CP to reflect changes in relation to social entrepreneurship funds, venture capital funds and money market funds.
  • The FCA seeks feedback on the various chapters in the CP by different dates. The deadline for feedback on items in chapters 2 and 6 is 30 June 2018.

    FCA releases guide on the basics of network security

    The FCA has published a one page guide [15.06.2018] to the basics for network security saying "effective cyber security starts with a secure network". The guide flags to firms the importance of developing and implementing "some simple policies and responses" and refers to controlling network access, using malware-checking services, regular vulnerability scans, and the importance of secure wireless access, network monitoring, firewalls and segregated networks.

    FCA lists its cooperation agreements with third-country regulators regarding outsourcing portfolio management under MiFID II

    The FCA has released a list of third-country supervisory authorities [14.06.2018] with which it has cooperation agreements satisfying the requirements in Article 32(2) of Commission Delegated Regulation (EU) 2017/565 (MiFID Org Regulation). The MiFID Org Regulation requires competent authorities to publish such a list on their website (Article 32(3)). The published list allows firms to assess their compliance with Article 32(1(b) of the MiFID Org Regulation (requirement for a co-operation agreement between the competent authority of the investment firm and the supervisory authority of the third-country service provider). The FCA's list also contains a reminder to firms to consider the outsourcing requirements in Articles 30 and 31 of the MiFID Org Regulation and in the FCA's Handbook at SYSC 8 (Outsourcing).

    Ireland - Investment Funds

    Central Bank of Ireland - Fund Management Company Directors who also act as a Designated Person*

    The Central Bank clarified [15.06.18] the arrangements for submitting applications under the Fitness & Probity Regime, in order to act as a designated person (PCF-39) of a fund management company (available here). According to the Central Bank's Fund Management Companies Guidance (the "CP86") a designated person role for managerial functions should be considered separately to the role of director where both roles require a separate fitness and probity assessment. In line with the CP86 requirements, any director who also wishes to act as a designated person will be required to apply for approval as both a director (PCF-1 or PCF-2) and as a designated person (PCF-39) from 1 July 2018.

    The Central Bank confirmed that directors, who also currently act as a designated person or are appointed to this role on or before the 30 June 2018 will not be required to apply for a separate approval as a designated person under the fitness and probity regime.

    Guidance Note - Fund Profile*

    The Central Bank issued a guidance note [01.06.2018] in relation to the completion of the Fund Profile return applicable to all Irish authorised investment funds and the respective governance body of such investment funds.

    The Fund Profile return was designed to capture the essential information relevant to the investment policy, operation and governance of the sub-fund and it will replace the current annual Investment Fund Sub-Fund Profile return. The Fund Profile return has to be completed via Central Bank's online reporting system within 10 days of authorisation of a new sub-fund/standalone fund authorised after the 30 June, 2018. The Fund Profile will have to be reviewed and updated annually within the two months of the calendar year end.

    Irish Central Bank Brexit Briefing

    At a recent briefing [07.06.2018], senior representatives of the Central Bank of Ireland told an audience of firms and advisers that applicants who do not begin the process in the next few weeks will find it very difficult to obtain authorisation by March 2019.

    The Central Bank is gearing up for a significant number of licence applications from managers impacted by Brexit and is managing this process by meeting with such managers in advance of them submitting their proposals, to fully understand their risk framework, proposed substance and business models.

    With time quickly running out, UK-based managers are now focusing on Brexit strategy planning.

    While managers do not need to re-locate all of their operations to Ireland and the Central Bank has stated that it accepts that delegation is an important and necessary part of a firm's day-to-day operating model, firms will need to show adequate substance in Ireland and retain senior management to oversee any delegations.

    For further information on the Central Bank's briefing see our article on Out-law here.

    Approaching Deadlines*

  • [26.06.2018] – The Central Bank expects firms to comply with the ESA joint guidelines on simplified and enhanced due diligence by 26 June 2018;
  • [29.06.2018] – CP119. The deadline for responses to the Central Bank Consultation CP119 on amendments to (and consolidation of) the Central Bank UCITS Regulations. See our earlier update here.
  • [1.07.2018] – CP86. Existing Fund Management Companies must comply with the new rules as laid down in CP86 from I July .2018;
  • [21.07.2018] – MMF Regulation. This must be implemented by EU Member States by 21 July 2018;
  • [31.07.2018] – Responses to CP120 are due;
  • [31.08.2018] – New Fund Profile Return date. See our earlier update�here.
  • [1.09.2018] – Money Market Funds which are availing of a transitional period must submit all documents requiring review to the Central Bank no later than 1 September 2018;
  • [1.01.2019] – Benchmark Regulation. Prospectuses of UCITS and of funds which are subject to the Prospectus Directive, which reference a benchmark and which have been approved prior to 1 January 2019 must include information on the benchmark; and
  • [1.01.2019] – Securitisation Regulation. The AIFMD and the UCITS Directives will be amended as of 1 January 2019 to align with the new securitisation regime which will impose due diligence, transparency and risk retention requirements.
  • * Contains Irish Public Sector Information licensed under a Creative Commons Attribution 4.0 International (CC BY 4.0) licence here.

    EU Regulatory

    ESMA issues first risk dashboard of 2018 identifying "complex products and volatility as key risks"

    ESMA has issued its latest Risk Dashboard for EU securities markets risks in the first quarter of 2018. The overall risk assessment by ESMA remains unchanged from the final quarter of 2017 at high.

    As highlighted in the dashboard in relation to complex products "ESMA remains concerned about risks posed to investors, which have been mounting across a range of products." Following ESMA's earlier risk alert on Initial Coin Offerings (ICOs) it "issued a pan-EU warning to consumers regarding the risks of buying Virtual Currencies". ESMA has also introduced a temporary prohibition on Binary Options and leverage restrictions on Contracts for Difference (CFDs) using its product intervention powers under MiFIR, to protect investors from undue risk-taking. ESMA's risk dashboard also highlights its concerns about "persisting very high market risks" from "asset over-valuations in equities as well as market uncertainty" as the period of very low interest rates begins to end. ESMA's outlook for liquidity, contagion and credit risk "remains unchanged at high." Operational risk "continues to be elevated" ESMA says, "with a deteriorating outlook, as Brexit-related risks to business operations and vulnerabilities to cyber-attacks rise".

    Fifth Money Laundering Directive

    The Fifth Money Laundering Directive ("MLD5") has been published in the Official Journal of the EU [19.06.18]. It contains amendments to MLD4 as well as to Solvency II and the Capital Requirements Directive with the majority of changes to be effected by 10 January 2020.

    In essence, the MLD5 will:

  • increase the transparency of firms operating in the EU (both corporate and other legal entities as well as trusts and other similar legal arrangements), by establishing clear public access rules in respect of their beneficial ownership information which is to be registered for corporates and other legal entities by 10 January 2020 and for trusts and similar legal arrangements by 10 March 2020;
  • reduce risks associated with the use of virtual currencies for terrorist financing by extending the scope of MLD4 to providers of exchange services between virtual and fiat currencies and to custodian wallet providers ;
  • reduce the current thresholds for general use, anonymous pre-paid cards and require that customers using a remote payment transaction for transactions of more than EUR 50 cannot do so anonymously;
  • improve the safeguards for transactions to and from and business relationships with high-risk third countries, by applying enhanced due diligence;
  • enhance the effectiveness of EU Financial Intelligence Units (FIUs) by clarifying their powers and cooperation arrangements and enhancing their access to information including to information on the holders of bank and other payment accounts and safe deposit boxes and their beneficial owners and proxy holders which are to be held in "central automated mechanisms";
  • require the "interconnection of Member States' central registers holding beneficial ownership information through the European Central Platform".� This requirement is to be in place by 10 March 2021 with Member States having established their central automated mechanisms for identification of holders of bank and payment accounts and safe-deposit boxes by 10 September 2020.
  • MiFID II LEI temporary period ends July 2018

    The temporary period ESMA introduced in December 2017 to allow for a smooth introduction of LEIs will not be extended and lasts until�2 July 2018 ESMA has announced [20.06.18]. ESMA concluded there is no need to extend the initial 6 month introductory period because of the significant increase in LEI coverage for both issuers and clients. As a result NCA's ongoing LEI related activities "are now shifting from monitoring to ongoing supervisory actions" ESMA said.�

    Read more on the LEI and in our earlier update here and read more on the temporary measure ESMA introduced here and here.

    Recent Pinsent Masons publications

    Click here to read our recent edition of the Insurance Briefing.

    Click here to read our recent article on Out-law "Firms seeking authorisation in Ireland urged to apply now."

    The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances,


    Lenovo Launches Thin, Sleek and Powerful ThinkPad P1 at SIGGRAPH | killexams.com real questions and Pass4sure dumps

    At SIGGRAPH in Vancouver, Lenovo launched a sleek new addition to its ThinkPad mobile workstation portfolio aimed at animators, VFX teams and motion graphics artists who crave more stylish and lightweight options when working on set, at home or on the road.

    The new deepest black carbon fiber and magnesium alloy ThinkPad P1, which arrives in a bespoke black-and-red box akin to a fashion accessory, is a long way away from Big Blue’s original PC ThinkPad workhorse. StudioDaily spent the afternoon watching some in action just before the show at New York’s Nice Shoes, where editors, directors, producers, animators, VR designers and colorists have been putting them through their paces for several weeks. Weighing just 3.76 pounds and featuring a glass touchpad (we love touching glass on our smartphones, so why not?), this stealth-mode laptop is only 18.4 mm (.72 in.) thick when closed. Color geeks will also appreciate the 10-bit 4K UHD display — a rarity on a 15-inch laptop — representing 100% of the Adobe color gamut. It will be available at the end of August starting at $1,949.

    The ThinkPad P1 with its slim power supply and bespoke box.Beth Marchant

    What’s inside this wafer-thin laptop is what will matter most to the graphics crowd. Certified for key applications like Adobe Creative Cloud and Autodesk Maya, the ThinkPad P1 features 8th Gen Intel Xeon and Core processors, including support for the Core i9 CPU. It also delivers ECC memory support and has been clocked up to 4.6GHz. Nvidia Quadro P1000 and P2000 professional graphics cards ensure it will keep up with complex data-intensive renders on the go. It’s hard to believe 4 TB of M.2 PCIe storage and 64 GB of memory at 2667 MHz are also embedded in this sleek beauty. 

    Even the power supply has been refined in Lenovo’s new line. The power cord and its typically bulky circuit box is noticeably smaller and lighter — by some 35 percent — than those offered with the laptop’s predecessors. The glass touchpad also has a purpose beyond smooth moves: glass resists skin oils and greasy lunches, which means it will last longer. The full-size HDMI 2.0 port, two Thunderbolt 3 (Type-C) ports, Mini Gigabit Ethernet port (and an included dongle in the box to get you to full size), SD card reader, and mic/headphone port bring relevant I/O options for most applications. 

    “The P1, with its lightning-fast NVMe SSD storage and our Gig Ethernet, finally makes quality work from home possible in a secured environment,” Nice Shoes CIO/CTO Robert Kreske told those of us gathered to learn more about the new Lenovo line. “That work-life balance is really important to us here, and we’ve had lots of complaints about the weight and battery life of laptops we sent home previously with our artists. “This thing can also handle 5K and 6K workflows, which are an increasing reality for us. But it’s also great for on-set editing and augmented reality and VR.” 

    Two back-to-back P1s showing I/O ports on both sides.Lenovo

    Nice Shoes director Harry Dorrington and creative editor Dana Bol tested the P1 on a recent commercial shoot that featured a practical set of the inside of a store they then disassembled piece by piece and shot in reverse. In the final spot, the quick-cut layers assemble the environment, stop-motion style, before your eyes. Bol had the P1 on set and was able to work with a pre-grade during the rough cut to keep clients in the loop. “It was really great to be able to do a remote color grade with the client right then and there,” Dorrington said. “I could play back 21 layers of video in real time,” added Bol. “No issues whatsoever. It was pretty awesome.”

    A splitscreen of the P1 running Autodesk Maya showing build and render views.

    Nice Shoes creative director Tom Westerlin is spearheading the studio’s VR and AR work and confirmed Keske’s assessment about whether the P1 was up to the task of data-heavy VR and AR. He then put this writer into a headset to experience Mio Garden, an experiential VR game Nice Shoes originally created for Sapporo that was concepted and directed by Dorrington and led by Westerlin. Running off the workstation, it was eye-popping, soothing and very engaging all at once; I didn’t want to leave the animated Zen space. You can imagine how a client would feel being able to see a future VR application in progress over lunch with a headset and P1 in tow.

    For those who need it, the P1 also comes with an optional ThinkPad Thunderbolt Workstation Dock and ThinkShutter, which is a sliding security cover for the built-in webcam. And although it may be deep charcoal with just a hint of red, it is also very green: the laptop is Energy Star 6.1, EPEAT, Greenguard and RoHS compliant.

    The Mio Garden, a VR game created by Nice Shoes, puts the viewer inside an animated Zen garden complete with gentle challenges and an interactive samurai statue.



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