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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 : February 15, 2019
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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 Certified Security Specialist

Analysts: 3Com attempting to woo enterprises with new ad crusade | killexams.com Real Questions and Pass4sure dumps

Andrew R. Hickey, news creator

3Com Corp. has come out swinging like a prize fighter with a new, aggressive advertising and marketing crusade, however some business specialists query even if it can be the knockout punch the business needs to dwell standing within the business networking ring.

Launched this week, the crusade is Marlborough, Mass.-based 3Com's most big branding initiative in five years. It aspects 4 diverse print advertisements in additional than 30 publications, together with The Wall highway Journal, BusinessWeek, Fortune and Forbes. The adverts urge readers to go to an interactive macro web web site that features testimonials from one of the vital enterprise's commercial enterprise customers.

Steven Schuchart, an analyst with Sterling, Va.-primarily based present evaluation Inc., referred to 3Com is making an attempt to woo lower back colossal companies after the business deserted the enterprise market within the late Nineties to focal point on small and midsized agencies. That venture fizzled, and 3Com has continued to stumble whereas trying to re-enter the fiercely competitive commercial enterprise market.

but Schuchart called the blitz 3Com's vehicle to "let individuals be aware of they may be no longer simply a reputation from the past. They really need to reignite their presence in that market, so the aggressiveness is not magnificent."

Rob Whiteley, a senior analyst with Cambridge, Mass.-based Forrester analysis Inc., pointed out 3Com is attempting to take over second place within the enterprise networking market, where Cisco systems Inc. is the undisputed champ and Hewlett-Packard Co.'s ProCurve unit and Nortel Networks Ltd. are gaining steam.

"they are pulling out all the stops," Whiteley noted. "here's 3Com's attempt to get into the limelight and capitalize on the proven fact that there isn't any effective No. 2 at the moment."

Abner Germanow, program supervisor for business Networks services at IDC in Framingham, Mass., noted an aggressive crusade is indispensable for 3Com to without problems cling floor.

"The different providers should get aggressive and creative in how they strategy the market" when going up towards Cisco, Germanow mentioned. "You cannot win clients if you're no longer invited to the desk, and if the consumer does not recognize you wish to be invited to the desk, that makes it even harder."

however one amazing push, Whiteley said, could not be sufficient. instead, he stated, 3Com has to proceed fighting to prove it could possibly penetrate the market. Whiteley observed he's skeptical.

"or not it's essential that they set the tone right here and retain that pace," he referred to. "3Com is going to should stick with this to show they're now not just a flash in the pan. i am a bit bit concerned in the event that they can preserve it or now not."

One aspect corporations wish to comprehend, Whiteley pointed out, is "What's distinctive now than during the past?"

3Com has recently delivered new security, convergence and efficiency elements to its business networking portfolio, including its acquisition of intrusion prevention expert TippingPoint technologies Inc.

"3Com has always had respectable expertise; it just lacked first rate execution as an organization," Whiteley said. "So a strategic realignment is essential, but doubtless no longer enough."

in a single of the four new spots, the "Introducing Cisco Plus ad," 3Com acknowledges that Cisco controls predominant market share, but features out changes within the two companies' procedures.

"especially, it lets individuals understand that unlike Cisco, 3Com is based on open requisites, it builds intelligence that optimizes applications, it has computerized core-to-part security and it does not require businesses to be locked right into a vendor and/or behavior forklift upgrades," in response to a statement from 3Com.

Whiteley credited 3Com for recognizing Cisco's vigor, a tactic infrequently used within the extremely aggressive market.

Germanow agreed. "it's a fairly humble campaign," he pointed out. "loads of what they're saying is, 'give us a chance.' they are no longer attempting to take over the area. they may be trying to sell products they consider will assist."

nevertheless, Schuchart said, or not it's now not seemingly that this push will take 3Com to the top of the business networking market.

"I do not think they're about to knock any one off the perch," he talked about.


L-3 First DoD Contractor to complete GPS defense force Code protection Certification | killexams.com Real Questions and Pass4sure dumps

new york--(company WIRE)--L-3 Communications (NYSE:LLL) introduced nowadays that its subsequent-technology militia Code (M-Code) GPS person machine has efficaciously accomplished the ultimate step in a executive safety certification manner. L-3’s M-Code GPS elements probably the most superior person machine technology obtainable, which increases soldiers’ capacity to face up to enemy jamming and spoofing and performs tremendously superior in contested environments. The development and certification of this technology was performed below the Air drive armed forces GPS user machine (MGUE) software led by means of the GPS Directorate inside the area and Missile systems center (SMC) at los angeles Air drive Base.

“we are happy to be the primary DoD contractor to comprehensive security certification for our new M-Code GPS user equipment,” said Michael T. Strianese, L-3’s Chairman and Chief govt Officer. “L-three is forward of the expertise curve, and we're offering important improvements that have enormous purposes inside DoD markets and on a couple of U.S. military initiatives. well timed start of those developments to the warfighter is simple as they respond to present and rising threats on the battlefield.”

The certification overview changed into performed by using an independent govt evaluate team, with a spotlight on the protection design of the L-three GPS person machine. The intention of these new protection specifications is to further protect the integrity of the navigation and timing options and supply required safeguards for crucial information internal GPS consumer device. Work on this undertaking should be achieved by means of L-three Interstate Electronics service provider (L-three IEC), which is a part of the Precision Engagement & working towards sector inside L-three’s electronic techniques business segment.

primarily based in Anaheim, California, L-three IEC is an trade chief in positioning, navigation and timing items and options and is a protracted-time period corporation of vital navigation, verify instrumentation and missile tracking programs for the U.S. Navy’s Fleet Ballistic Missile (FBM) weapon methods, including the Trident submarine. To study extra about L-3 IEC, please seek advice from the enterprise’s web site at www.L-3com.com/iec.com.

Headquartered in manhattan city, L-three employs about 38,000 people worldwide and is a leading company of a vast range of communication and digital techniques and products used on armed forces and commercial structures. L-three is also a primary contractor in aerospace systems. The business mentioned 2015 revenue of $10.5 billion.

To be trained greater about L-three, please consult with the company’s web page at www.L-3com.com. L-three makes use of its web page as a channel of distribution of fabric business assistance. monetary and other fabric advice involving L-3 is routinely posted on the business’s web site and is readily available.

protected Harbor observation under the deepest Securities Litigation Reform Act of 1995Except for historic tips contained herein, the concerns set forth during this news unlock are forward-searching statements. Statements which are predictive in nature, that rely on or consult with routine or situations or that include words akin to “expects,” “anticipates,” “intends,” “plans,” “believes,” “estimates,” “will,” “may” and equivalent expressions are forward-looking statements. The ahead-searching statements set forth above contain a couple of risks and uncertainties that may cause specific effects to differ materially from one of these commentary, together with the hazards and uncertainties mentioned within the enterprise’s protected Harbor Compliance observation for ahead-searching Statements protected within the enterprise’s recent filings, together with forms 10-ok and 10-Q, with the Securities and change commission. The ahead-looking statements communicate simplest as of the date made, and the business undertakes no responsibility to update these ahead-looking statements.


3Com To Pursue wireless Hotspot Market | killexams.com Real Questions and Pass4sure dumps

As a part of its worldwide method, 3Com is moving into alliances with gateway companies to create plug and play solutions for Wi-Fi certified wireless hotspots.

The gateway providers will mix their billing and authentication gateways and application with 3Com’s wireless entry facets, vigour over Ethernet know-how and safety instruments to build new public wireless LANs.

Internationally, 3Com has tied -up with vendors like Aptilo Networks, IP3 Networks, Nomadix, PatronSoft, Pronto networks and SolutionInc Ltd., and is concentrated on instant hotspots in motels, Airports, stations, restaurants and neighborhood centers.

Vijay Yadav, country supervisor-India and SAARC, mentioned, “via these new instant alliances, 3Com will be able to deliver a much wider latitude of hotspot options. whether a client is in the hunt for basic authentication for a wireless hotspot or more desirable roaming capabilities between diverse applied sciences, akin to Wi-Fi and GPRS/UMTS networks, 3Com and the brand new strategic alliance vendors will give the options.”

He delivered, “In India talks are already on with latest provider suppliers like BSNL, MTNL and reliance for a similar. the prospect of recent wireless hotspots, excellent for inns, airport terminals, stations, cafes and community centers, will additionally create new alternatives for gadget integrators inside 3Com’s channel associate software. The wireless market in India is growing. Adoption is on the upward thrust here. today wired traces and wireless can also complement each and every different, however in two years time India will see the adoption of in basic terms wireless options.”

To streamline wireless entry for hotspot deployments, 3Com has also introduced points and functionality in its commercial enterprise entry facets.


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Proposals to reform law of limited partnerships | killexams.com real questions and Pass4sure dumps

UK REGULATORY Proposals to reform law of limited partnerships

The Department for Business, Energy & Industrial Strategy (DBEIS) issued a consultation: Limited Partnerships: Reform of Limited Partnership Law [30.04.18] proposing changes to limited partnership regulation seeking to address misuse risk. Although the legal regime for limited partnerships was introduced in 1907, and the limited partnership remains popular, there has been little amendment of the legislation since that time.

Scottish limited partnerships have separate legal personality from their partners, so the partnerships themselves are able to own property and enter into contracts. This is the key difference between limited partnerships registered in England and Wales and Northern Ireland from those registered in Scotland. In view of the "significant increase in registrations of limited partnerships in Scotland, and allegations that Scottish limited partnerships in particular were being used for illicit purposes" according to the consultation, DBEIS published a call for evidence, which closed in March 2017. The findings supported the continuance of a limited partnership vehicle but found evidence of their misuse with the National Crime Agency identifying "a disproportionately high volume of suspected criminal activity involving Scottish limited partnerships" according to the consultation. The consultation also says that as at March 2018 there were approximately 48,000 limited partnerships registered; of which 31,000 were registered in Scotland.

The Government is now seeking views on proposals aiming to limit misuse and for aligning limited partnership law better with that of limited liability companies. The proposals relate to the life-cycle of the limited partnership throughout which, the consultation notes, the Government seeks to "deter those looking to exploit them for criminal purposes; whilst at the same time minimising any burdens to those using limited partnerships for legitimate reasons". The proposals include:

  • requiring all those that seek to register the limited partnership (presenters) to register with an anti-money laundering supervisory body and to evidence this (chapter 2);
  • ongoing connection of the limited partnership with the UK either by requiring its principal place of business (PPoB) remains in the UK or for the PPoB to be permitted to move outside of the UK while maintaining a UK service address (chapter 3);
  • increasing reporting – akin to limited company requirements (chapter 4);
  • empowering the Registrar of Companies to strike-off limited partnerships from the register, in certain circumstances (chapter 5).
  • The consultation seeks responses to 11 questions and closes on 23 July 2018. Contains public sector information licensed under the Open Government Licence v3.0.

    Andrew Bailey's speech on "Asset Management: A Regulatory Perspective"

    Andrew Bailey, FCA chief executive, gave a speech on Asset Management: A Regulatory Perspective, at the London Business School Annual Asset Management Conference [26.04.18]. Topics included:

  • The structural shift, post-financial crisis, from "intermediation of financial activity on bank balance sheets towards the non-bank sector and particularly asset management." In principle and, Bailey said he hoped, also in practice, "asset management and other investment funds can act as a shock absorber with losses being distributed across the system, and with many investors being in for the long-term and able to ride out the shock." In the context of "what could go wrong" Bailey explored "the expectations of investors on the liquidity - in this case market-based liquidity - of their investments." One influence here, he assumed, would be the structure (terms and conditions) of the fund they invested in. He highlighted:
  • open-ended funds with terms and conditions requiring them "to rebalance and reduce asset holdings in stressed conditions" can thereby exacerbate market movements by becoming "forced sellers in a falling market". This is most acute in funds with illiquid assets and "promising high frequency - even daily – redemption to investors" he said: citing the redemption suspensions by open-ended property funds after the EU referendum which the FCA reviewed noting the suspensions generally operated "without major disruption" but had "room for improvement". Read more in our earlier update;
  • exchange-traded funds: the secondary market for their shares depends on market makers and authorised participants (APs). There has not been a stress event since the rapid growth in such funds following the financial crisis, so the FCA knows "relatively little" about "the capacity and willingness of APs to execute their function in stressed conditions where they may be under pressure to tighten their own risk limits" he said. Consequences for investors could be "unexpectedly large discounts" when selling holdings and suspension of fund dealing which, as with open-ended funds, may amplify "shocks to market conditions" that are already stressed, Bailey said. The regulator cannot ignore this risk, given the recent growth of such funds, although they have "no easy way of sizing this risk" he said.
  • The shared feature of both types of fund is therefore the expectations investors have concerning the funds' market liquidity and "the liquidity transformation they accept" Bailey said. Accordingly, he flagged the importance that there is no "material misalignment between investor expectations and market conditions and particularly how these expectation may adjust, or not, in stressed conditions", he said. This is not a job only for regulators – and Bailey reminded firms that "first and foremost" they must "stress test their structures and responses."

  • For asset managers in the UK Bailey identified a range of challenges: notably Brexit and changing demographics. On Brexit he referred to the key issues for asset managers as being delegation, passporting and segregated accounts for EU clients. Bailey also spoke on changing demographics and the interaction with macroeconomic conditions. This is significant because it "pulls together a number of very big trends, namely an aging population, persistent very low or negative long-term real interest rates, and increased costs of care in old age, to name three". Asset managers provide a way to save for old age, so "are very much at the forefront of these issues", Bailey said. As consumer choices become more complicated and "responsibility for those choices has been increasingly transferred to consumers", so the FCA is focussing on the potentially resulting conduct issues. Increasing numbers of people approaching retirement could trigger "a shift in the balance of assets under management from accumulation-orientated products to decumulation products" he observed. Although for some time the onus has been moving towards consumers to make retirement savings choices (with the shift from defined-benefit to defined-contribution pensions, for example) the FCA now sees a similar change at the decumulation phase, where consumers have more choice over how - and when - to draw pensions. While greater choice can make sense, it "places a responsibility on industry to provide products and the regulator to establish conditions in which those choices can be made securely and confidently" Bailey said.
  • Regulatory developments - Bailey highlighted three areas – (i) the FCA's market study, conducted under its powers as a competition regulator, outlining various aspects including the FCA's findings and its actions to date (read more here in our earlier update); (ii) recent European legislation (notably MiFID II and PRIIPs); and (iii) technology.
  • MiFID II: Bailey said the FCA's priority was to implement it "in a way that did not stop the effective functioning of markets". This did not mean "disregard" for the rules Bailey said. The FCA's work to assess compliance would "allow the market time to evolve" and allow for "an adequate period of time to pass to make meaningful observations of trends and patterns."
  • PRIIPS: he noted concerns about the directly applicable regulation, citing the FCA's response in January 2018 (read more in our earlier update on the FCA's Statement on communications given concerns about KID performance scenarios). Bailey said "I want to be clear that I am concerned about PRIIPS, and I know that I am not alone." He said "it carries a risk that it is leading to literally accurate disclosure which is not providing useful context". He said there is "evidence that funds, for instance from the US, are withdrawing from Europe to avoid the burden." There is also concern around performance projections, he said, which must be taken seriously.
  • Technology: Bailey referred to straight-through deal processing (STP) and distributed ledger technology (DLT) as well as to the growing area -artificial intelligence (AI). Outsourcing administrative functions is one way asset managers seek increased efficiency and DLT may mean increased STP efficiency. The regulator, Bailey said, will be "looking at the ability of firms to oversee DLT, STP and other technology-related outsourcing arrangements effectively." He also flagged that there are "questions around accountability, if interruption to these services results in any losses for investors." The same issues of supervision and accountability would apply equally to asset managers' use of AI. Finally, the growth of online distribution and "potential channel consolidation" may reduce routes to market for asset managers. There could be a resulting change in "value chain dynamics" he said, "if online distribution is dominated by only a few online distributors" and could mean less choice of investment products for investors. The FCA will consider this area further in their platforms market study - for which the FCA expects to publish their interim report in the summer of 2018.
  • FCA's new London address: feedback and Change of Address Instrument published

    In its Handbook Notice No. 54 [27.04.18] the FCA gives feedback on its consultation in CP18/6 (Quarterly Consultation Paper No 20 – chapter 4) [12.03.18] on the forthcoming changes to references to its London address, as the FCA is moving to 12 Endeavour Square (12DS), Stratford in the summer of 2018. The proposal in CP18/6 was to amend references to the London address in the Handbook at the same time as the FCA changes its registered address at Companies House. The FCA operates from London and Edinburgh. Currently it has two addresses in London (25 The North Colonnade (25TNC) and 1 Canada Square (1CS)): both of which will relocate to 12DS.

    The FCA's feedback says all respondents asked if firms can continue to use stocks of printed materials that refer to the current address for the FCA. Additionally, among other queries, firms asked if they are required to update their customers on the FCA's change of London address and whether there would be a transitional period before being required to refer to the new London address in required disclosures, such as in COBS 61ZA.5 (Information about a firm and its services). As this is an EU provision that is directly applicable, the FCA does not have power to put in place a transitional provision: see further below.

    The FCA expects firms to include the correct address for the FCA in client communications. However, recognizing that stocks of printed materials exist, the FCA said "provided that firms are actively taking steps to replace that material so as to include our new address as soon as reasonably practicable, we would take those steps into account in deciding whether it would be appropriate to take enforcement action against a firm that continues to use existing stocks of printed materials for a period of no more than 12 months after our change of registered address on 1 July 2018." Firms do not need "proactively" to notify existing customers of the change of London address the FCA said but it confirmed they expect firms to "take reasonable steps to ensure that they refer to an up-to-date address for the FCA when communicating with their customers."

    The FCA said it will continue with the amendments proposed in CP18/6. In respect of COBS 6.1ZA.5 specifically the FCA is required to supervise and enforce this directly applicable EU provision so cannot put a transitional provision in place. Although the FCA recognises that firms are likely to have stocks of materials that refer to their current address, and it will have postal redirection "for a period", the FCA "would nevertheless encourage firms to update their printed materials as soon as reasonably practicable."

    Following CP18/6 to reflect the London office relocation by the FCA, the Financial Conduct Authority (Change of Address Instrument) (FCA 2018/21) [27.04.18] changes various sections of the FCA's Handbook (including GEN, MAR and SUP) and material outside the Handbook (in the Enforcement Guide). This instrument comes into force on 1 July 2018.

    FCA publishes two Collective Investment Schemes Sourcebook (Miscellaneous Amendments) Instruments 2018

    In its Handbook Notice No. 54 [27.04.18] the FCA refers to changes to COLL and to TP1 made in its COLL Sourcebook (Miscellaneous Amendments) Instrument 2018, (FCA 2018/17) ([09.04.2018]. The instrument was made following the FCA's June 2017 Consultation (CP17/18). Read more in our earlier update here. The instrument implements governance changes for authorised fund managers and technical changes on the treatment of fund investors - "authorised fund managers to focus more on their duties as agents of investors in their funds." The instrument comes into force in stages: on 1 April 2019 (Part 1 of the Annex) and on 30 September 2019 (part 2 of the Annex). Feedback was given in the separate PS18/8 (Asset Management Market Study Remedies and Changes to the Handbook). Read more here.

    The COLL Sourcebook (Miscellaneous Amendments) (No 2) Instrument 2018 (FCA 2018/18) [05.04.18] changes governance requirements in COLL for authorised fund managers. These are relevant to the Senior Managers & Certification Regime following the FCA's consultation CP17/25. Feedback was published in PS18/8. The changes in this COLL (Miscellaneous Amendments) (No 2) Instrument comes into force on 30 September 2018.

    FCA publishes the number of skilled persons reports it commissioned in Q4 2017/18

    The FCA commissioned five skilled persons reports in Q4 2017/18 [01.05.2018]. Of these, one related to Personal Investment and one to Investment Management. Although the FCA can contract directly with the skilled person it did not do so for any of the reports. The FCA's Skilled Person Panel fourteen Lot Descriptions include client assets, governance and individual accountability, controls and risk management, business conduct, financial crime, technology and information management, threat intelligence, penetration testing and a range of prudential categories. Of the reports: one was in Lot D (conduct of business) and four in Lot E (financial crime). All the firms reported on were flexible portfolio firms.

    Freedom of Information Act request shows investigations by the FCA into company directors increased

    The FCA published a Freedom of Information Act 2000 (FOI5640) response to a request for information on the number of enforcement investigations it made into company directors and the FCA's internal categorisation of these. There were 21 such investigations opened in 2015; 24 in 2016 and 45 in 2017. The number of investigations in each case was calculated on a calendar year basis ignoring ongoing investigations opened in prior years. The FCA interpreted "company directors" as persons holding a CF1 (Director) function or CF2 (Non-Executive Director) function "at any point; they may not have held those functions at the time of the investigated misconduct" the FCA said. The breakdown using the FCA's internal categorisation showed the highest number of investigations in total over the three years was for Retail conduct issues (with 41 investigations launched in that 3 year period). Over the 3 year period the FCA launched a total of 17 investigations in respect of financial crime; 12 for culture/governance issues and 8 for Mis-selling. The other categories for which investigations were opened over the three years showed there were: client money/assets (1 investigation); financial promotions (5 investigations); insider dealing (3 investigations); application to revoke/vary permission or approval (1 investigation) and wholesale conduct (2 investigations).

    FCA's Asset Management conference

    The News and Publications section of the FCA's Regulation round-up for April 2018 contains information and booking details for the FCA's Asset Management Conference on 12 June 2018.

    IRELAND - INVESTMENT FUNDS Criminal Justice (Money Laundering and Terrorist Financing) (Amendment) Bill 2018

    The long awaited Criminal Justice (Money Laundering and Terrorist Financing) (Amendment) Bill 2018 ("Bill") has now been published [30.04.18]. The Bill gives effect to the Fourth EU Money Laundering Directive (2015/849) ("4 AMLD"). The Bill also implements the most recent recommendations of the Financial Action Task Force. In line with the focus of 4 AMLD, the Bill deals with customer due diligence, placing an enhanced focus on risk assessment for financial institutions, who will be obliged to carry out business-wide and individual assessments. 4 AMLD places increased focus on understanding the beneficial ownership of customers. It sets out the meaning of 'beneficial owner' in the context of corporates, partnerships and trusts. These definitions are carried over by the Bill.

    Another key provision is expanding the remit of the Financial Intelligence Unit, which receives information from designated persons regarding suspicious transactions. The Bill also expands the definition of "politically exposed person" under the Criminal Justice (Money Laundering and Terrorist Financing) Act 2010, to include persons holding certain political, judicial or other offences in Ireland, as well as abroad.

    GDPR and Investment Funds

    With the 25 May 2018 deadline fast approaching, we will soon see substantial updates to fund documentation to reflect the General Data Protection Regulation ("GDPR"). Breaches of the forthcoming GDPR can have significant implications, including fines of up to �20 million or 4% of a firm's global turnover, whichever is higher.

    Investment Funds, AIFMs and UCITS management companies are likely to be considered data controllers under GDPR. Fund administrators, distributors, investment managers and depositaries are likely to be regarded as data processors (a natural or legal person who processes personal data on behalf of the data controller) but ultimately this is a question of fact Personal data means any information relating to a data subject, who can be identified, directly or indirectly. This can include, for example, KYC documentation, share registers, and data and information on directors and employees of a management company. In the context of the investment fund industry, this means the personal data of natural investors, or officers and employees of corporate entities.

    Given the extensive impact of GDPR on the funds industry, it is critical for managers to have a GDPR implementation plan both for themselves and for their funds.

    Central Bank's CP86 project

    As of 1 July 2018, existing fund management companies (UCITS Mancos, AIFMS, self-managed UCITS and internally managed AIFs) will be obliged to comply with their obligations under the Central Bank's CP86 project ("CP86"). The objective of CP86 was to introduce measures "designed to underpin the achievement of substantive control by fund management companies, acting on behalf of investment funds, over the activities of their delegates". These measures include delegate oversight, the streaming of UCITS and AIFMD managerial functions, residency of fund directors and board composition. The Central Bank issued a survey [08.05.2018] to existing management companies and their funds to ascertain levels of compliance.

    Money Market Funds

    Money market funds availing of the 6 month transition period as per the Money Market Funds Regulation (EU) 2017/1131 must submit all documents requiring review to the Central Bank no later than 1 September 2018. This will help the Central Banks ensure a decision on an authorisation application can be made by the 21 January 2019 deadline.

    Further, the European Commission published a draft delegated regulation [10.04.18] setting out further requirements in relation to eligible assets under the MMFR, including details of:

  • the criteria relating to a simple, transparent and standardised securitisation or asset-banked commercial paper;
  • the quantitative and qualitative credit quality requirements for assets received as part of reverse repurchase agreements; and
  • the credit quality assessment criteria.
  • The European Parliament and Council of the EU will now consider the delegated regulation and will have a two-month scrutiny period within which they can object to the delegated regulation.

    Fund Profile Return

    The Central Bank has written to Irish fund boards to advise that it is launching an updated version of the IF Annual Sub-Fund Profile return, known as the Fund Profile return. The IF Annual Sub-Fund Profile Form is a standard form questionnaire, which each authorised sub-fund is required to complete to enable the Central Bank to gather information on items such as the investment strategy, dealing frequency and functional currency of authorised funds.

    The first Fund Profile return is to be prepared for the period up to report date 30 June 2018, with a submission due date of 31 August 2018, replacing the previously scheduled filing of 30 June 2018 for report date 31 December 2017. This 30 June 2018 return is applicable to all sub-funds authorised by the Central Bank as at 30 June 2018, whether they are dormant, have assets or have not launched. All sub-funds, regardless of whether the IF Annual Fund Profile return for report date 31 December 2017 has already been submitted to the ONR, will be required to submit the new updated return for report date 30 June 2018. Subsequent Fund Profile returns are to be prepared as of the annual calendar year end, i.e. for report date 31 December of the calendar year in question. These returns will also carry a submission due date of two months after the reporting date, i.e. 28 February of the following calendar year in question. As a result, in 2018 alone, in addition to the 30 June 2018 return, the Fund Profile return will be required to be submitted for report date 31 December 2018. This second return will carry a submission due date of 28 February 201

    Upcoming Key Dates and Deadlines
  • 25 May 2018 – GDPR.
  • 29 June 2018 – CP119 consultation deadline (see further information in the previous issue of the Investment Management Brief).
  • 1 July 2018 – CP86 compliance deadline (see above).
  • 21 July 2018 and 1 September 2019 – MMFR implementation deadline, MMFR deadline (see above).
  • 31 August 2018 – Central Bank Fund profile deadline (see above).
  • EU REGULATORY European Commission proposes protections for whistleblowers

    The European Commission announced [23.04.18] it is proposing a new Directive strengthening the protection of whistleblowers in the EU. The proposed Directive would "guarantee a high level of protection for whistleblowers who report breaches of EU law by setting new, EU-wide standards" the Commission press release says. EU legislation within scope includes: financial services, money laundering, terrorist finance, environmental protection, consumer protection, data protection and network and information system security - among others. The Commission will encourage Member States to exceed the minimum standard and say in the press release: "establish comprehensive frameworks for whistleblower protection based on the same principles." All companies with more than 50 employees or annual turnover greater than �10 million are to set up an internal procedure to handle whistleblowers' reports and need to designate a person or department to receive and follow-up on such reports. Although small and micro-companies are exempt from doing so, the exemption does not extend to such companies operating in financial services. The protections proposed include:

  • relevant companies setting up reporting channels within their organisation, ensuring confidentiality of the whistleblower's identity;
  • three tier reporting envisaged: with internal reporting channels required for relevant companies and the public sector; external reporting channels to Member States' national authorities; and, in certain circumstances as a last resort, by disclosing to the public (including to the media);
  • there would be a three month period for companies to respond to whistleblowers' reports which also applies to authorities but extended in complex cases to six months; and
  • preventing all types of retaliation against, and effective protection of, whistleblowers.
  • The proposal aims to protect responsible whistleblowing genuinely intended to protect public interests, so it has "safeguards to discourage malicious or abusive reports and prevent unjustified reputational damage", according to the Commission's press release. Those affected by the whistleblower's report are to be presumed innocent and would have the right to an effective remedy, fair trail and defence. Members States would be required to introduce dissuasive penalties for malicious reporting or disclosure. The Commission notes in its press release that "only 10 EU Member States currently ensure that whistleblowers are fully protected. In the remaining countries, the protection granted is partial and only applies to the specific sectors or categories of employee." The Commission's Frequently Asked Questions point out that while there are "elements of whistleblower protection" in some areas (including financial services) under EU instruments "uneven protection of whistleblowers across the EU can undermine the level-playing field" and in cross-border cases whistleblowers "can "fall through the cracks" and suffer retaliation". Accordingly the Commission has proposed a Directive protecting persons reporting on breaches of Union law.

    BREXIT HM Treasury and European Commission request European Central Bank and Bank of England convene a risk management technical working group

    HM Treasury announced [27.04.18] that it has, with the European Commission, asked the European Central Bank (ECB) and the Bank of England (BoE) "to convene a technical working group on risk management in the period around 30 March 2019 in the area of financial services" according to HM Treasury's news story. Attendance by the European Commission and HM Treasury will be as observers, other relevant authorities will to be invited on "an issue-specific basis", the new story says. The group will be chaired by the President of the ECB and the Governor of the BoE. Although the ECB and the BoE will report regularly to both the European Commission and to HM Treasury, the responsibility to prepare for Brexit "remains with market participants" the Terms of Reference say. The technical work the group does is separate to the Withdrawal Agreement negotiations and to the negotiations for the future relationship of the EU and the UK after Brexit. Contains public sector information licensed under the Open Government Licence v3.0. Read more in our coverage on Out-law here.

    RECENT PINSENT MASONS PUBLICATIONS

    View the latest editions of our Insurance Briefing – May 2018 and FS Enforcement Express.

    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.


    Money Matters | killexams.com real questions and Pass4sure dumps

    Salary Surveys

    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.


    Converged data center hardware news | killexams.com real questions and Pass4sure dumps

    Editors, SearchITChannel.com

    The hype behind converged data center hardware has grown over the past year as HP and Cisco fight to dominate in unified computing.

    In this roundup, you'll find all the latest news on data center convergence, Cisco Systems Inc.'s Unified Computing System (UCS), Hewlett-Packard Co.'s purchase of 3Com and what it all means for channel partners.

  • Oracle pitches cut-rate Exadata Oracle offered aggressive discounts on its Exadata hardware-software bundle in its fourth quarter.
  • VCE partner program modifications tackle channel conflict, deal reg problems The Virtual Computing Environment Company introduces streamlined deal-registration and purchase-order systems to boost Vblock sales in the channel.
  • HP BladeSystem improves with Egenera dealThe Egenera PAN Manager software is now certified for Hewlett-Packard’s BladeSystem c-class servers, adding new high-availability and disaster-recovery options for HP users. PAN Manager automatically detects hardware failures and re-provisions servers onto other blades in a pool.
  • Converged management, not infrastructure, holds appealThe push toward converged data centers by Hewlett-Packard and Cisco Systems at the vendors’ respective partner conferences last year is finding limited support among forward-thinking midsized businesses. But that doesn’t mean those businesses are willing to take an all-in-one, single-vendor approach, according to data center VARs.
  • Distributors define value in data center convergenceAs the data center convergence push continues, distributors are making an effort to support VARs, many of which have strong skill sets in at least one data center technology area. Few, however, are experts in networking, servers and storage. IT distributors say they can help with training, education and assistance with integration, testing and certification.
  • Cisco stresses 'partner-centric' model in converged data center pushCisco is calling on its partners to help it win against HP in the converged data center. The company's efforts to win the data center convergence fight have led it to further strengthen ties with VMware Inc., creating bundled offerings that combine the Cisco UCS C250 with VMware vSphere.
  • Cisco UCS gains partner support, despite high priceAlthough Cisco's UCS demands a higher investment than comparable HP products, some VARs find that the UCS price tag isn't a deterrent. Cisco's brand in networking technologies may influence people to at least try its server offerings.
  • HP data center push targets CiscoAlthough vendors attribute the converged data center hardware push to customer demand, many VARs say their customers aren't wild about relying on one vendor for all of their data center hardware needs. Nevertheless, the HP-Cisco unified computing fight continues with HP calling on VARs to retaliate against Cisco's UCS and take a chunk out of Dell Inc.'s SMB business while they're at it.
  • HP-Cisco networking battle heats up with 3ComWith 3Com in HP's pocket, VARs are growing increasingly anxious over what the HP-Cisco networking battle means for them. Although HP and Cisco have pledged allegiance to the channel, many partners say they already feel pressure to take sides. Others worry that the one-stop-shop mantra eliminates the role of integrators that traditionally assemble multi-vendor solutions.
  • New Cisco Unified Computing System faces tough sellAlthough Cisco's latest UCS comes with the most recent chips from Intel, better integration with third-party system management and four times the bandwidth, Cisco still faces a tough battle to convince IT buyers that UCS is the right data center approach for them. Customers aren't convinced that UCS will play nice with their legacy hardware.
  • Data center hardware wars: VARs take on vendorsAs the data center hardware war rages on, VARs are taking a closer look at what a converged data center really means for them. Although vendors claim that customers want one throat to choke, many VARs believe that vendors' motivation is more self interest than customer satisfaction.
  • Unified computing: A 2010 data center trend?Although some industry experts say unified computing is the way of the future, others speculate that it is nothing more than a passing fad. Vendor lock-in is a concern, and some customers worry about the cost of implementation, compliance and regulation. At least one IT manager voiced apprehension over converged architecture, stating that higher costs could mean that other departments will have to shoulder the excess weight.
  • Converging hardware consolidates IT purchase powerA converged data center hardware approach could mean that solution providers have fewer people to deal with when trying to get a final purchasing decision from customers. Some companies say converged data centers save them money on hardware and maintenance by reducing the amount of contracts they have and the number of vendors they use.
  • HP's buyout of 3Com continues IT convergence pushHP's move to buy networking company 3Com signals a deeper plunge into converged data centers. Although greater integration of IT gear is an obvious advantage, some experts express concern that price fixing, less competition and vendor lock-in might be inevitable repercussions.
  • HP vs. Cisco data center hardware battle heats upAs Cisco and HP gear up in their data center hardware battle, the two companies are also recruiting channel partners. Cisco launched its Virtual Computing Environment (VCE) to facilitate sales of pre-configured and pre-tested hardware, storage and virtualization bundles. Just hours later, HP revealed its new Converged Infrastructure strategy. As both companies try to strengthen their grasp on the data center, VARs anticipate more direct sales pushes from each side.
  • Unified computing systems integrate more data center hardwareHP ProCurve Blade Switches and the HP BladeSystem Matrix are just two of Hewlett-Packard's weapons in fighting Cisco's Unified Computing System. Vendors say they are just trying to meet customer demand for a more easily managed virtual environment, but they are also assuming the duties that integrators and VARs have performed for years.
  • Related Resources View MoreDig Deeper on Hyperconverged infrastructure implementation


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