Corporate Demand for Information Technology Courses from Colleges and Technical Institutes
The information technology economy is booming and available IT jobs greatly exceed the supply of qualified
applicants. Colleges across the country are trying to meet national needs by developing specific training programs
for private industry and government agencies, and also gearing their existing academic programs toward the needs
of the new economy without sacrificing academic integrity. This special report is based on interviews with more
than 125 major and medium-sized companies and government agencies across the country (mean number of
employees: 3,335) about their policies and plans regarding IT courses from colleges. The data in the report is
broken out by size and type of company so that college marketers can focus their efforts on the most worthwhile
prospects. The report also profiles the cutting-edge efforts of community and four-year colleges, as well as of
universities, to develop programs and courses in information technology for American business.
Publication Date: March 2000/Price: $99.50/ISBN#: 1-57440-044-4
TABLE OF CONTENTS
METHODOLOGY
Characteristics of the Sample
Bias In The Sample In The Smallest Size Category
SUMMARY OF KEY FINDINGS
Rapid Growth – 17 Percent of IT Employees in the Sample Hired Within the Past Year
Growing Attrition – 12.3 Percent of IT Employees Leave Their Companies Each Year
Pay Rate Increases for IT Jobs Higher than for the Economy as a Whole
Roughly 39 Percent of IT Job Openings and Labor Needs Filled by New Hires from the U.S.
College Recruiters Maintained Despite Increased Use of the Internet as a Recruiting Tool
Recent Grads of Two-year Colleges Account for 16 Percent of New Hires; Recent Grads of Four-year Colleges
Account for 54 Percent
Almost Half of New IT Hires Have Degrees in Computer Science
Almost Half of Companies Use Internships
Demand for "Immersion" Training Courses on the Rise
More than 80 Percent of the Organizations in the Sample Pay College Tuition for IT Courses
Mean Discount Off of "List Price" for Tuition Discounts for College Courses Specifically Devised for Particular Groups
5 Percent of Organizations Interviewed Had Deals With Community Colleges to Train IT Workers
IT Courses Account For 39 Percent Of The Courses Offered By Corporate Universities
Organizations Increasingly Use Distance Education
Hiring Plans by Program Type
What Colleges Can Do
Leverage College Assets
Provide Means for Transfer of Credit
Breakdown of the Chapters in the Report
CHAPTER ONE: ATTRITION AND PAY INCREASES
Mean Percentage Of Total Number Of IT Employees That Were Hired In The Past Year
Mean Percentage Of Total Number Of IT Employees That Left In The Past Year
Mean Pay Increase For IT Personnel Over The Past Two Years
CHAPTER TWO: FULFILLMENT OF OPENINGS
Mean Percentage Of New IT Positions And Labor Needs Filled Through Promotion Or Retraining Of Current Employees
Mean Percentage Of New IT Positions And Labor Needs Filled Through New Hires From The U.S.
Mean Percentage Of New IT Positions And Labor Needs Filled Through New Hires From Foreign Countries
Mean Percentage Of New IT Positions And Labor Needs Filled Through Independent Contractors Or Freelancers
Mean Percentage Of New IT Positions And Labor Needs Filled Through Temp Agencies
Mean Percentage Of New IT Positions And Labor Needs Filled Through Value-added Resellers Or Consultants
Mean Percentage Of New IT Positions And Labor Needs Filled Through Outsourcing To Foreign Countries
Mean Percentage Of New IT Positions And Labor Needs Filled Through Additional Work Time For Existing Employees
Mean Percentage Of New IT Positions And Labor Needs Filled Through Means Other Than Those Listed
CHAPTER THREE: COLLEGE AND TECHNICAL SCHOOL RECRUITMENT POLICIES
Mean Number Of College Recruiters Maintained By The Organizations
Mean Number Of Annual Campus Visits Made By College Recruiters, Based On The Subset Of Organizations That Maintain
College Recruiters
Mean Percentage Of Campus Visits That Are Largely Geared Toward IT Recruitment, Based On The Subset Of Organizations
That Maintain College Recruiters
Percentage Of Organizations That Conduct Campus Visits Specifically For The Purpose Of Recruiting IT Personnel
Mean Percentage Of New Hires In IT Fields That Are Recent Graduates Of Two-year Colleges
Mean Percentage Of New Hires In IT Fields That Are Recent Graduates Of Four-year Colleges
Mean Percentage Of New Hires In IT Fields That Are Recent Graduates Of Technically-Oriented Graduate Programs
Mean Percentage Of New Hires In IT Fields That Are Recent Graduates Of Non-Technically Oriented Graduate Programs
Mean Percentage Of New Hires In IT Fields That Are Recent Graduates Of College-based Non-degree Certificate Programs
Mean Percentage Of New Hires In IT Fields That Are Recent Graduates Of Private-sector Non-degree Certificate Programs
Mean Percentage Of New Hires In IT Fields That Are Recent Graduates Of Degree Or Non-degree Programs Other Than
Those Listed
Mean Percentage Of IT Employees Recruited From Colleges And Technical Institutions That Hold Degrees In Art, Philosophy
Or The Humanities
Mean Percentage Of IT Employees Recruited From Colleges And Technical Institutions That Hold Degrees In Economics Or
Business
Mean Percentage Of IT Employees Recruited From Colleges And Technical Institutions That Hold Degrees In Computer
Science
Mean Percentage Of IT Employees Recruited From Colleges And Technical Institutions That Hold Degrees In The Social
Sciences
Mean Percentage Of IT Employees Recruited From Colleges And Technical Institutions That Hold Degrees In Fields Other
Than Those Listed
CHAPTER FOUR: INTERNSHIPS
Percentage Of Organizations That Offer Internships In IT Areas
Percentage Of Organizations That Offer Paid Internships In IT Areas, Based On The Subset Of Organizations That Offer
Internships In IT Areas
Mean Hourly Rate Paid To Interns In IT Areas, Based On The Subset Of Organizations That Offer Paid Internships In IT Areas
CHAPTER FIVE: TESTING AND RETRAINING
Percentage Of Organizations That Administer Aptitude Tests To Determine Whether Current Employees In Non-IT Oriented
Positions May Be Transferred To Or Trained For IT Positions
Mean Percentage Of IT Job Openings Described As Needing Basic Skills In Programming Languages, Or Relational Database
Usage, Or Internet Management Skills That A Reasonably Intelligent Person Might Be Able To Acquire In A Short, Focused
Training Course Lasting Just A Few Weeks
Mean Percentage Of New Hires For Lower-level Positions Described As Graduates Of "Fast-Track" Programs That Are
Generally Completed In 30 To 60 Weeks
CHAPTER SIX: TUITION PAYMENT/REIMBURSEMENT
Percentage Of Organizations That Offer Tuition Reimbursement In Any Form To IT Employees That Take College Courses
Mean Percentage Of The Total Number Of IT Employees That Have Been Or Will Be Reimbursed For Credit-based College
Courses In Which They Are Currently Enrolled
Mean Percentage Of "List Price" Tuition Costs Saved Through "Volume Discount" Agreements With Colleges And Technical
Schools
CHAPTER SEVEN: RELATIONSHIPS WITH COMMUNITY AND FOUR-YEAR COLLEGES
Percentage Of Organizations That Contract With Community Colleges To Furnish Their Employees With IT Courses
Percentage Of Organizations That Contract With Four-year Colleges To Furnish Their Employees With IT Courses
CHAPTER EIGHT: CORPORATE UNIVERSITIES
Percentage Of Organizations That Have Corporate Universities
Mean Percentage Of The Corporate Universities’ Courses That Teach Skills In IT Areas, Based On The Subset Of
Organizations That Have Corporate Universities
CHAPTER NINE: DISTANCE LEARNING
Percentage Of Organizations That Have Formal Arrangements With Distance Learning Providers To Furnish Their Employees
With IT Courses
Mean Percentage Of IT-oriented Courses Taken By The Organizations' Employees That Are Taken Through Distance
Learning Providers
Mean Number Of Employees Per Organization That Have Taken One Or More Distance Learning Courses In The
Past Two Years
CHAPTER TEN: TRAINING ORGANIZATIONS
Percentage Of Organizations That Used IBM Education & Training In The Past Two Years
Percentage Of Organizations That Used Oracle Education In The Past Two Years
Percentage Of Organizations That Used Achieve Global In The Past Two Years
Percentage Of Organizations That Used Franklin Covey In The Past Two Years
Mean Spending In The Past Year On For-profit High-tech Training Organizations
CHAPTER ELEVEN: HIRING PLANS BY APPLICATION
Mean Number Of Planned New Hires In The Next Year That Will Work Primarily In Internet-related Positions
Mean Number Of Planned New Hires In The Next Year That Will Work Primarily In Extranet-related Positions
Mean Number Of Planned New Hires In The Next Year That Will Work Primarily In Client Server-related Positions
Mean Number Of Planned New Hires In The Next Year That Will Work Primarily In LAN- Or WAN-related Positions
Mean Number Of Planned New Hires In The Next Year That Will Work Primarily In Database Operation Or Database
Development Positions
Mean Number Of Planned New Hires In The Next Year That Will Work Primarily In Y2K Problem-related Positions
Mean Number Of Planned New Hires In The Next Year That Will Work Primarily In Copyright Information-related Positions,
Including Writers, Public Relations Personnel, Web Content Developers, Librarians, On-line Searchers And Others
CHAPTER TWELVE: HIRING PLANS BY PROGRAM TYPE
Mean Ranked Intention To Hire Individuals Skilled In The Use Of Unix In The Next Year (On A Scale Of 0 To 10,
With 0 Representing No Intention)
Mean Ranked Intention To Hire Individuals Skilled In The Use Of Linux In The Next Year (On A Scale Of 0 To 10,
With 0 Representing No Intention)
Mean Ranked Intention To Hire Individuals Skilled In The Use Of Windows NT In The Next Year (On A Scale Of 0 To 10,
With 0 Representing No Intention)
Mean Ranked Intention To Hire Individuals Skilled In The Use Of Java In The Next Year (On A Scale Of 0 To 10,
With 0 Representing No Intention)
Mean Ranked Intention To Hire Individuals Skilled In The Use Of Novell Programs In The Next Year (On A Scale Of 0 To 10,
With 0 Representing No Intention)
Mean Ranked Intention To Hire Individuals Skilled In The Use Of Lotus Notes In The Next Year (On A Scale Of 0 To 10,
With 0 Representing No Intention)
Mean Ranked Intention To Hire Individuals Skilled In The Use Of Microsoft SQL In The Next Year (On A Scale Of 0 To 10,
With 0 Representing No Intention)
Mean Ranked Intention To Hire Individuals Skilled In The Use Of Oracle 8i In The Next Year (On A Scale Of 0 To 10,
With 0 Representing No Intention)
Mean Ranked Intention To Hire Individuals Skilled In The Use Of IBM DB2 In The Next Year (On A Scale Of 0 To 10,
With 0 Representing No Intention)
Mean Ranked Intention To Hire Individuals Skilled In The Use Of Corel-WordPerfect In The Next Year (On A Scale Of 0 To 10,
With 0 Representing No Intention)
Mean Ranked Intention To Hire Individuals Skilled In The Use Of Microsoft Office In The Next Year (On A Scale Of 0 To 10,
With 0 Representing No Intention)
Mean Ranked Intention To Hire Individuals Skilled In The Use Of Netscape Navigator In The Next Year (On A Scale Of 0 To 10,
With 0 Representing No Intention)
Mean Ranked Intention To Hire Individuals Skilled In The Use Of HTML In The Next Year (On A Scale Of 0 To 10,
With 0 Representing No Intention)
Mean Ranked Intention To Hire Individuals Skilled In The Use Of SAS In The Next Year (On A Scale Of 0 To 10,
With 0 Representing No Intention)
Mean Ranked Intention To Hire Individuals Skilled In The Use Of PageMaker In The Next Year (On A Scale Of 0 To 10,
With 0 Representing No Intention)
Mean Ranked Intention To Hire Individuals Skilled In The Use Of Adobe PhotoShop In The Next Year (On A Scale Of 0 To 10,
With 0 Representing No Intention)
Mean Ranked Intention To Hire Individuals Skilled In The Use Of Illustrator In The Next Year (On A Scale Of 0 To 10,
With 0 Representing No Intention)
Mean Ranked Intention To Hire Individuals Skilled In The Use Of People Soft Programs In The Next Year (On A Scale Of 0 To 10,
With 0 Representing No Intention)
Mean Ranked Intention To Hire Individuals Skilled In The Use Of Sybase Programs In The Next Year (On A Scale Of 0 To 10,
With 0 Representing No Intention)
Mean Ranked Intention To Hire Individuals Skilled In The Use Of Synopsis Programs In The Next Year (On A Scale Of 0 To 10,
With 0 Representing No Intention)
Mean Ranked Intention To Hire Individuals Skilled In The Use Of Sunguard Data Programs In The Next Year (On A Scale Of
0 To 10, With 0 Representing No Intention)
Mean Ranked Intention To Hire Individuals Skilled In The Use Of Quad Programs In The Next Year (On A Scale Of 0 To 10,
With 0 Representing No Intention)
Mean Ranked Intention To Hire Individuals Skilled In The Use Of SAP AG Programs In The Next Year (On A Scale Of 0 To 10,
With 0 Representing No Intention)
Mean Ranked Intention To Hire Individuals Skilled In The Use Of Baan Programs In The Next Year (On A Scale Of 0 To 10,
With 0 Representing No Intention)
Mean Ranked Intention To Hire Individuals Skilled In The Use Of Siebel Programs In The Next Year (On A Scale Of 0 To 10,
With 0 Representing No Intention)
Mean Ranked Intention To Hire Individuals Skilled In The Use Of Lawson Software Programs In The Next Year (On A Scale Of
0 To 10, With 0 Representing No Intention)
Mean Ranked Intention To Hire Individuals Skilled In The Use Of JBA Programs In The Next Year (On A Scale Of 0 To 10, With
0 Representing No Intention)
Mean Ranked Intention To Hire Individuals Skilled In The Use Of Systems Software Programs In The Next Year (On A Scale
Of 0 To 10, With 0 Representing No Intention)
Mean Ranked Intention To Hire Individuals Skilled In The Use Of Sterling Programs In The Next Year (On A Scale Of 0 To 10,
With 0 Representing No Intention)
Mean Ranked Intention To Hire Individuals Skilled In The Use Of Integraph Programs In The Next Year (On A Scale Of 0 To
10, With 0 Representing No Intention)
Mean Ranked Intention To Hire Individuals Skilled In The Use Of Informix Programs In The Next Year (On A Scale Of 0 To 10,
With 0 Representing No Intention)
Mean Ranked Intention To Hire Individuals Skilled In The Use Of Aurum Programs In The Next Year (On A Scale Of 0 To 10,
With 0 Representing No Intention)
Mean Ranked Intention To Hire Individuals Skilled In The Use Of Compuware Programs In The Next Year (On A Scale Of 0 To
10, With 0 Representing No Intention)
Mean Ranked Intention To Hire Individuals Skilled In The Use Of Parametric Programs In The Next Year (On A Scale Of 0 To
10, With 0 Representing No Intention)
Mean Ranked Intention To Hire Individuals Skilled In The Use Of Synopses Programs In The Next Year (On A Scale Of 0 To
10, With 0 Representing No Intention)
Mean Ranked Intention To Hire Individuals Skilled In The Use Of NCR Programs In The Next Year (On A Scale Of 0 To 10,
With 0 Representing No Intention)
Mean Ranked Intention To Hire Individuals Skilled In The Use Of Cadence Design Programs In The Next Year (On A Scale
Of 0 To 10, With 0 Representing No Intention)
Mean Ranked Intention To Hire Individuals Skilled In The Use Of BMC Programs In The Next Year (On A Scale Of 0 To 10,
With 0 Representing No Intention)
Mean Ranked Intention To Hire Individuals Skilled In The Use Of Autodesk In The Next Year (On A Scale Of 0 To 10,
With 0 Representing No Intention)
Mean Ranked Intention To Hire Individuals Skilled In The Use Of Banyon Systems Programs In The Next Year (On A Scale
Of 0 To 10, With 0 Representing No Intention)
Mean Ranked Intention To Hire Individuals Skilled In The Use Of GEAC Programs In The Next Year (On A Scale Of 0 To 10,
With 0 Representing No Intention)
Mean Ranked Intention To Hire Individuals Skilled In The Use Of Symantec In The Next Year (On A Scale Of 0 To 10,
With 0 Representing No Intention)
CHAPTER THIRTEEN: COURSES OFFERED BY ADULT AND CONTINUING EDUCATION PROGRAMS IN HIGHER EDUCATION
CHAPTER FOURTEEN: PROFILES OF COLLEGE AND UNIVERSITY INFORMATION TECHNOLOGY TRAINING PROGRAMS
COMMUNITY COLLEGES
AIMS COMMUNITY COLLEGE
General Description
Courses
Delivery Media
Students and Corporate Contracts
Advisory Panels and Corporate Partners
The Working Connections Project
COMMUNITY COLLEGES IN NORTHEAST OHIO
CUYAHOGA COMMUNITY COLLEGE
General Description
Degree and Certificate Programs
Non-traditional Offerings
Expansion
LORAIN COUNTY COMMUNITY COLLEGE
General Description
Degree Programs and Non-credit Offerings
The Rise of Non-traditional Offerings
Facilities
Marketing
THE WORKING CONNECTIONS PROJECT
FOUR-YEAR COLLEGES AND UNIVERSITIES
CLAYTON STATE COLLEGE AND UNIVERSITY
General Description
Certificates and Degrees
Competencies
Student Aspirations
Marketing
Future Outlook
NATIONAL TECHNOLOGICAL UNIVERSITY
General Description
Delivery Media
Board of Trustees
JAMES MADISON UNIVERSITY
General Description
Courses and Capstone Project
Delivery Medium
DEPAUL UNIVERSITY
Focus
Programs
A NOTE ON E-COMMERCE GRADUATE PROGRAMS
Problems Facing E-commerce Programs
Business- vs. Technology-oriented Education
CORPORATE UNIVERSITIES
NATIONAL SEMICONDUCTOR UNIVERSITY
General Description/Programs
Tuition and Tuition Reimbursement
Why Offer Onsite Programs?
Why Partner with Higher Education?
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