CSUS, College of Engineering and Computer Science, Career Updates, 10/27/2005

"Career Updates" is a weekly career newsletter on topics of interest to the students, alumni, faculty, and friends of the CSUS College of Engineering and Computer Science.

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Content Summary:

  1. All Majors, Alumni: Costly Errors That Kill Job Offers
  2. All Majors, Alumni and Faculty: CSUS CS Grad Fighting for US Jobs
  3. All Majors, Alumni and Faculty, Employers: Fall 2005 Salary Data is Out!
  4. All Majors, Alumni and Faculty: Unemployment Rate in Sacramento Area Continues to Decline
  5. Alumni, CPE, CS, Recent Graduates: State of California IT Exams are Opening Up!
  6. CPE, EEE: Intel Hiring in Massachusetts
  7. Alumni, CPE, CS, Recent Graduates: Autonomy in San Francisco is Hiring
  8. Alumni, CE, Recent Graduates: CE Job for US Dept of Forestry and Agriculture in South Lake Tahoe!
  9. Alumni, CS, Recent Graduates: Telestream in Nevada City Hiring SW Engineer/Computer Scientist
  10. EEE, ME, MET: Regional Transit is Hiring Engineering Manager
  11. All Majors, Alumni: Post Your Resume!

1.0 All Majors, Alumni: Costly Errors That Kill Job Offers

Costly Errors That Kill Job Offers © Cici Mattiuzzi

Over the years, I have had an opportunity to observe many people during their job searches. Most people are pretty careful about how they present themselves, but there are some glaring errors that have been deal breakers for even the most talented candidates I have worked with. A while back, an ME alum and owner of InterMotive, Greg Schafer, called to say that he had selected the candidates that he would be interviewing for the EEE position that he had posted on JETX. He indicated that he had received a number of cover letters that were so poorly written that he will not even consider interviewing the candidates who sent them.

Having errors in your cover letter or on your resume will instantly turn the employer off. The resume and cover letter review is the first screening that an employer does of the potential candidate. Why should they waste any time on someone who cannot get it together on paper? I had an alum who came to me wondering why he was not having any luck getting an interview. After looking at his resume for about five seconds I noticed he had Microsoft spelled wrong... NEVER SEND ANYTHING WITHOUT PROOFING IT or having someone else proof your work. Often times, we miss our own errors because we see what we expect to see, so solicit the help of someone who writes well.

Stumbling into an interview late is just plain rude and is not going to win you a job. Always plan for unexpected delays and build plenty of time into your schedule. Plan to arrive at your interview thirty minutes to an hour early. Even if there was a traffic jam, it is a lame excuse to present to an employer you have kept waiting. And if the employer is interviewing multiple people on a tight schedule, your interview will be cut short.

Arriving for an interview unprepared is a major mistake. It shows a distinct lack of interest in the job and a basic disrespect for the person interviewing you. Average preparation time for a successful interview is about six hours. Figure you are studying for the ultimate final, the one that makes all of that education pay off. What is involved? Well you need to know yourself thoroughly: list your goals, your greatest strengths, your interests, your related work experience, your related work experience. Do an inventory of who you are. Then do some research on the company. Figure out what technical information you need to study. Study old notes from past classes and find current articles on the company and the industry. Then, put it all together. Why are you qualified for the position and what do you need to share about yourself in the interview to get the job? Assemble a portfolio of your work to share with the interviewer. Hewlett Packard, or example, expects ! to see samples of your work from your senior project or other significant projects you have worked on.

Rambling on in the interview about irrelevant information is a waste of the interviewer's time. I once worked with a graduate who had just finished his MS in EEE. He was getting interviews but he was not getting any job offers at a time when everyone else was landing the jobs they wanted. I had him come to my office prepared to be interviewed. He came in dressed in his suit, with his resume and his portfolio, and a list of questions he was being asked. I proceeded to interview him. I started our mock interview with "Tell me about yourself." He responded that he had grown up on a farm in Patterson, and his performance went down hill from there. He spoke about his farm and his dog. That is not what the employer wants to hear. The employer wants you to tell him/her who you are relative to the job you are interviewing for. He started again and told me that he had built his first computer in a 4H club and that this experience had propelled him toward his engineering degree and a focus on electronic engineering and computer architecture.

Failure to maintain good grooming and personal appearance. A sloppy appearance in an interview indicates to the employer that you are careless and unprofessional. It is absolutely required that you have a professional looking interview outfit and that you maintain it by having it dry cleaned regularly.

Failure to maintain a positive attitude. This is perhaps the hardest one to remember after you have been rejected by multiple employers. It takes three to six months minimum to find a job. Looking for a job is a full time job! You will have to devote all of your efforts to the goal of getting a job if you expect to get results. You will have to be utterly positive for the entire search. If you walk into an interview with a dejected look, you have blown the interview before you even open your mouth. You must truly believe that you do not qualify to be permanently unemployed and that the perfect job will come along. It will help if you burn off stress with some serious exercise plan that you execute each and every day. And each and every time you walk into an interview, you must say to yourself: "If this job doesn't come through, something better will." And you must believe it!

Sweat the details and get help if you need it!

2.0 All Majors, Alumni and Faculty: CSUS CS Grad Fighting for US Jobs

CSUS CS Grad Fighting for US Jobs © Cici Mattiuzzi 10/26/05

CS Alum, Kim Berry, has a cause. He wants to protect American tech jobs. Berry is the president of the Programmers Guild, a national organization that advocates for the programming profession and against the offshoring of U.S. jobs and technology.

Berry started his career in computer science in 1990 after graduating from CSUS magna cum laude with a BS in CS. He worked for five years at NEC Roseville on their factory control systems, and then went across the street to Hewlett-Packard, where he developed firmware for the Superdome server for three years.

In January 2000 he left HP to work for a dot-com – which turned to a dot-bomb in less then a year. The tech job market took a dive and thousands of American computer professionals lost their jobs. At the same time Congress increased the number of H-1B visas to 195,000 per year. There was no requirement that employers first consider U.S. workers before hiring H-1B workers. In addition, U.S. workers were frequently being asked to train their lower paid replacements.

In the summer of 2003 Berry was elected president of the Programmers Guild. Since then he has spoken at a subcommittee hearing in opposition to offshoring State contracts and drafted press releases that have been picked up by CNET and InfoWorld – and by the India press. In August 2005 and again last week he was interviewed on the Lou Dobbs program on CNN. According to Berry, a new threat to the IT profession emerged last week when the Senate Judiciary Committee voted to increase the H-1B cap by another 30,000 workers per year.

Although the demand for IT workers is finally picking up for new graduates in computer science, it is very difficult for individuals laid off from high tech jobs in the last recession to find jobs. Their former employers rarely rehire them. Berry believes that the importing of high tech workers exacerbates the problem. In the 1990's employers would provide training to their workers as they adopted new technologies. Now, according to Berry, employers are more inclined to terminate the U.S. workers and replace them. Employers are not required to even consider qualified U.S. workers before hiring H-1B workers, according to Berry.

The perceived decline in opportunity for computer science professionals in the US has let to a significant decline in enrollment in computer disciplines nationwide. CSUS computer science enrollment has dropped from 925 in 2001 to 622 currently. Students follow the jobs. If they believe there will be no jobs at graduation they will study other majors and the downward spiral accelerates. The US will graduate fewer computer professionals. The long-term implications are huge.

Berry is working with IEEE and other organizations to oppose this increase when it comes up for a full vote by the House and Senate in the next few weeks. Among the evidence will be a study by the Programmers Guild that H-1B workers are paid substantially less than U.S. workers.

A video clip of the Lou Dobbs segment and more information on these issues is available at www.programmersguild.org

3.0 All Majors, Alumni and Faculty, Employers: Fall 2005 Salary Data is Out!

Please find below the latest salary data for recent college graduates in engineering and computer science. If you read last week's newsletter "Career Updates", you will notice that the salary for CS MS candidates is corrected below. Last week's data incorrectly showed the PhD salaries in that row.

According to the National Association of Colleges and Employers (NACE) the starting salary offers for new college graduates in engineering and computer science all posted gains! Some of the gains are just phenomenal! The 2004-2005 graduated saw more job opportunities than the 2003-2004 graduates. The salary offers to MS candidates in engineering and computer science are amazing.

There are increases in average starting salaries for most of the business and engineering graduates disciplines reporting. Over the past year (Fall 2004 through Fall 2005) Computer Science graduates average salaries increased by 3.3% to $50,664. Civil Engineering average new grad salaries jumped by 4.1% to $43,774; Computer Engineering average new grad salaries increased by 1.8% to $52,242; Electrical/Electronic Engineering starting average salaries increased by 1.3% to $51,773; Mechanical Engineering starting average salaries went up by 3.3% for the year to $50,175; Construction Management starting average salaries increased 2.9% over the year to $43,184.

Because CSUS is in the very high cost of living area of Northern California when compared to the rest of the country, offers to graduates from the CSUS College of Engineering and Computer Science tend to run on the high side in the 90% as shown below.

Fall 2005 National Salary Data
Source: National Association of Colleges and Employers Salary

Fall 2004 National Salary Data
Source: National Association of Colleges and Employers Salary

Bachelors Degrees

 High 90%Average Low 25%
CE$50,000 $43,774 $40,000
CM$49,000 $43,184 $40,000
CpE$60,000 $52,242 $50,000
CS$61,500 $50,664 $45,000
EEE $60,000 $51,773 $49,000
ME$57,200 $50,175 $47,000

Master's Degrees

 High 90%Average Low 25%
CE $54,300 $48,619 $44,400
CpE $77,000 $58,631 $52,000
CS$85,000 $84,025 $52,000
EEE$78,000 $64,781 $60,000
ME$70,000 $60,223 $56,532
Oct-05

Bachelors Degrees

 High 90%Average Low 25%
CE$48,000 $42,056 $39,000
CM$48,000 $41,956 $40,000
CpE$60,000 $51,297 $48,000
CS$60,000 $49,036 $45,000
EEE $59,600 $51,124 $48,000
ME$56,000 $48,578 $45,000

Masters Degrees

 High 90%Average Low 25%
CE $62,000 $48,852 $41,600
CpE *$63,563 *
CS$75,000 $60,457 $50,000
EEE$75,000 $63,413 $58,000
ME$68,000 $58,298 $55,000
oct 04
* No offers were reported for statistical analysis

4.0 All Majors, Alumni and Faculty: Unemployment Rate in Sacramento Area Continues to Decline

I received the following from David Lyons, Labor Market Consultant with the California Employment Development Department.

Today (10/21) we released the Labor force and industry employment data for September 2005 and the revised data for August 2005.

Sacramento Region Summary
The unemployment rate in the Sacramento-Arden-Arcade-Roseville MSA was 4.4 percent in September 2005, down from a revised 4.6 percent in August 2005, and below the year-ago estimate of 4.8 percent. This compares with an unadjusted unemployment rate of 4.8 percent for California and 4.8 percent for the nation during the same period. The unemployment rate was 4.2 percent in El Dorado County, 3.9 percent in Placer County, 4.6 percent in Sacramento County, and 4.3 percent in Yolo County.

The total number of wage and salary jobs in Sacramento-Arden-Arcade-Roseville MSA increased by 3,100 between August and September 2005, to reach 878,600 jobs. Education jobs accounted for most of the monthly gain, while smaller gains were observed in manufacturing, construction and retail trade. The total number of jobs between September 2004 and September 2005, was up by 12,600, an increase of 1.5 percent.

Industries that primarily serve the growing population continue to be show significant gains, with retail trade up by 3,600 jobs. Another record year for construction translates translated into 2,100 jobs and the 12th consecutive year of job growth. Local school districts contributed 1,800 jobs and health services jobs are up by 900.

Read more and find detailed data on-line at: www.labormarketinfo.edd.ca.gov

5.0 Alumni, CPE, CS, Recent Graduates: State of California IT Exams are Opening Up!

Staff Programmer Analyst exam
http://jobs.spb.ca.gov/openxrd.cfm?exc=5FT46
Yes, you do have to have exp. or a MS to apply for the Staff level.

The Associate level is entry level. You just have to have a BS or BA with a certain amount of IT units completed. Check the specs out.
http://www.spb.ca.gov/Employment/spbpayrd.htm

the exam is open now at http://jobs.spb.ca.gov/openx2rd.cfm?mac=14

6.0 CPE, EEE: Intel Hiring in Massachusetts

I received the following announcement from Alum, Nishant Kajla (MSEEE):

Please make this announcement for EEE/CpE candidates who would consider relocating to Massachusetts. Send resumes to: kajlan@yahoo.com with requisition number as subject line. Thank you for the assistance.

Posting Job Title: CAD/Design Automation
Primary Work Site: Massachusetts

Requisition: 486137
Requisition: 488116

Business Group Overview: Intel's Sales and Marketing group provides world-class support at the OEM, developer and end-user levels. In addition, the group is involved in Internet and e-Commerce strategies, as well as the execution of worldwide Intel architecture branded product strategies. Intel's expanding breadth of products and recent acquisitions are providing vast opportunities in Sales and Marketing now and in the future for both the technical and business-oriented.

Responsibilities: In this position, you will be a member of the EPT Design Automation Team focusing on supporting tools for Custom Circuit Design of I/O and probing test chips. This includes Circuit Simulation, Performance Verification, RC Extraction and Design Rule Checking (DRC) and/or LVS* using internal and external tools (Cadence* Analog Artist* and/or Composer*, Synopsys* PathMill* , Hercules* and StarRC-XT*).

Qualifications: You must possess a Master of Science degree in Electrical Engineering or Computer Engineering, or a Bachelor of Science in Electrical Engineering with a minimum three years of relevant experience. Additional qualifications include:

  • Good understanding of circuit simulation, performance verification and RC extraction and DRC and/or LVS* tools
  • Perl or Cshell* coding experience along with excellent programming and debug skills for tool flow scripting and support
  • Good knowledge in software tools (Skill*, Perl, C, C++ or Tcl)
  • Excellent interfacing skills as this position requires extensive interaction with internal, external tool vendors and Design Engineering Teams
  • Experience with the Cadence* DFII framework and Composer* and/or Virtuoso*
  • Experience in one of following would be an added advantage: Analog Artist*, PathMill*, Hercules*, and StarRC-XT*

    Intel Corporation
    Digital Enterprise Group
    Nishant KajlaM/S HD2-247
    77 Reed Road
    Hudson, Ma. 01749

    7.0 Alumni, CPE, CS, Recent Graduates: Autonomy in San Francisco is Hiring

    I received the following from CS Alum, Alex Con Hon:

    Hi Cici,

    Autonomy is seeking a Technical Support Engineer to work extensively with our customers to troubleshoot our suite of products. We are a publicly traded company and one of the leaders in the development of content management software.

    In this role, you will be responsible for learning the basic technical structure of all products and be able to effectively communicate troubleshooting requirements to customers. You will also need to assess when customer issues should be escalated to more senior technical levels.

    Qualified candidates will have at least 1 to 2 years of proven success in providing high quality customer service, preferably in a phone support environment. You must have a diverse technical skill set with in-depth experience in both Unix and Windows platforms, as well as a strong knowledge of databases. Experience with web and application servers and familiarity with Java and or C++ are big pluses.

    Location: San Francisco, CA
    Number of Positions:3
    Majors Needed: CPE CSC
    Salary: From $40,000.00 to $50,000.00. Autonomy offers a comprehensive salrary and benefits package

    Email autonomyhire@gmail.com

    http://www.autonomy.com/

    Thanks, Alex

    8.0 Alumni, CE, Recent Graduates: CE Job for US Dept of Forestry and Agriculture in South Lake Tahoe!

    Title: Civil Engineering Technician
    Grade: GS-11
    Duties: This civil engineering technician position will provide engineering and management expertise for the road and bridge system including transportation operations, deferred maintenance improvements, maintenance using force account crews, Forest Service and County road agreements, contracts and partnerships.
    Job Location:
    Forest: Lake Tahoe Basin Mgt Unit

    The duty station for this position is the Lake Tahoe Basin Management Unit Supervisor's Office. Located at 35 College Drive in South Lake Tahoe, California, the Supervisor's Office has about 100 permanent employees. During the summer season, approximately 80 temporary employees join the workforce. The LTBMU is organized and administered as a national forest, but without Ranger Districts.

    For Further Information Please Contact:
    Anjanette Hoefer
    530 543-2822
    530 543-2693 attn: Anjanette Hoefer
    TTY: 530 543-0956
    35 College Drive
    South Lake Tahoe CA 96150
    ahoefer@fs.fed.us

    9.0 Alumni, CS, Recent Graduates: Telestream in Nevada City Hiring SW Engineer/Computer Scientist

    Telestream products enable digital media workflows around the world in many different applications. Located in Nevada City, our Sierra Nevada Foothills location is perfect for those who want a challenging high tech career in a Mecca for mountain biking, hiking and skiing. Located just 45 minutes from great skiing, an hour from Sacramento and 2 1/2 hours from San Francisco, our location is perfect no matter what your interests.

    We are looking foran entry level Software Engineer or Computer Scientist. Send us your resume if you have a Bachelor's degree in an appropriate field along with experience in C++, C#, J# and the Microsoft .NET environment. Skill set might include use of Microsoft's Direct X and DirectShow architectures or knowledge of the QuickTime platform. Experience withJAVA and a background in video desired. We offer a competitive pay and benefits plan. Send resumes to:
    hr@telestream.net

    EOE

    Bernie Kringel
    Telestream, Inc.
    Ph: (530) 470-1333
    Fax: 530.470.1301

    10.0 EEE, ME, MET: Regional Transit is Hiring Engineering Manager

    Sacramento Regional Transit District is hiring a Director of Bus Maintenance
    Salary: $79,980 - $102,096 annually
    Posting Date:October 25, 2005 (Tues) (Plus Excellent Benefits)
    Filing Deadline: November 18, 2005 (Fri)

    JOB SUMMARY
    This classification is responsible for the management of Regional Transi's Bus Maintenance Department, including supervisory and administrative responsibilities for vehicle and equipment maintenance of Compressed Natural Gas (CNG) bus fleet and other gas and/or diesel powered revenue and non-revenue vehicles. Work involves problem-solving and mediating highly conflicting, unexpected and unusual problems involving multiple groups.

    EXAMPLES OF ESSENTIAL FUNCTIONS
    Supervisory/Administrative: Direct supervision of staff performing bus vehicle maintenance and repair functions. Delegate shift work assignments and monitor staff performance. Assist and resolve labor relations issues in accordance with IBEW and AEA labor contracts and District policies. Coordinate staff efforts in dealing with Transportation and other departments. Resolve staff work performance, attendance, and other conduct issues.

    Vehicle and Equipment Maintenance: Work with supervisors and maintenance staff to identify mechanical problems. Formulate vehicle repair and modification campaigns based on analysis of vehicle repairs. Plan maintenance schedule and flow of work for three shifts (24 hour, 7 days a week operation). Coordinate with direct supervisors the random substance abuse testing of safety sensitive employees. Coordinate selection and purchasing of staging parts for vehicle campaigns. Review, update and modify preventive maintenance programs to fit current maintenance trends. Analyze department performance data and implement methods of increasing efficiency and reducing costs.

    Department Administration: Gather data, analyze current and past expenditures to develop and maintain annual departmental budget. Plan overtime work based on the needs of the service and the operating budget. Formulate and monitor capital projects and grants. Approve departmental purchases. Review shift operation reports to determine work performance of employees. Prepare and conduct performance evaluations; monitor employee training and development; maintain appropriate documentation of disciplinary actions. Assist Employee Relations with the administration of labor contract and department labor issues. Perform other duties as assigned.

    MINIMUM QUALIFICATIONS
    Any combination of experience and education that would likely provide the required knowledge and abilities is qualifying. A typical way to obtain the knowledge and abilities would be:

    Education: A bachelor's degree in transportation, business, public administration or related field from an accredited college or university. Six years of additional qualifying experience may substitute for the required education. Experience: Seven years of supervisory and administrative work experience in bus vehicle maintenance.

    Licenses/Certifications: Ability to obtain and maintain valid California Class B driver's license with air brake endorsement and comply with random drug testing provisions for safety-sensitive classifications as required by Department of Transportation (49 CFR, Part 655).

    FILING
    The minimum qualifications as stated on this job announcement represent only the basic requirements of the position. Meeting the minimum qualifications does not guarantee that a candidate will be invited to participate in other examination segments of the selection process. An employment application is required for this position. Applications and job announcements are available at 2830 G Street, 2nd Floor, Sacramento, CA 95816, or through our website at www.sacrt.com.

    Completed, original application must be submitted to the Human Resources Department no later than Friday, November 18, 2005, at 5:00 p.m. RT does not accept e-mail applications or late applications regardless of postmark. Resumes are not accepted in lieu of an application, but may be included with the application. For more information on benefits, a summary sheet is available from the Human Resources Department. The Human Resources Department will make reasonable efforts in the recruitment process to accommodate candidates with disabilities. For more information, contact the Human Resources Department at (916) 321-3800. EOE M/F

    11.0 All Majors, Alumni: Post Your Resume!

    If you have not already posted your resume on the ECS Career Services Office site now is the time to do it! I have heard from several employers that they are currently interviewing candidates that they have found on the site... http://www.ecs.csus.edu/career. One employer indicated he had hired several people from a combination of resumes received from JETX2 and the resumes posted on the site.

    I also need a copy of your resume emailed in a word document if you wish to have me send it to interested employers. I sent 30 resumes out in the past week to employers that are seeking candidates.