Learning Data Manager with previous experience within an Education environment and skilled with Crystal Reports, SQL, Excel and Access is urgently required. You will manage the learner data team, ensure that the learner data team have efficient business systems, ensure that learner data consistently and accurately reflects actuality and work with staff in the organisation to ensure that they make best use of learner data for continuous quality improvement and business development.This is an excellent position, so please do send through a detailed CV asap.
G & G Recruitment are working as an Employment Agency.
Thursday, July 31, 2008
Tuesday, July 29, 2008
IT Application Support and Development Administrator
An application support analyst who has previous development experience and is skilled with SQL Server and a high level programming language (preferably Visual Basic) is urgently required.
Your role is to introduce, build and maintain high availability of the core business software applications. This is achieved through planning, implementation and maintenance of software applications across a range of database platforms by working with customers, software suppliers and the IT Team.
You will have proven experience with database and application software design and planning. A strong hands-on working knowledge of Microsoft Windows operating systems, significant software troubleshooting experience and excellent inter-personal skills.
This is an excellent fast moving role, so please do send through a technically detailed CV asap.
G & G Recruitment are working as an Employment Business.
Your role is to introduce, build and maintain high availability of the core business software applications. This is achieved through planning, implementation and maintenance of software applications across a range of database platforms by working with customers, software suppliers and the IT Team.
You will have proven experience with database and application software design and planning. A strong hands-on working knowledge of Microsoft Windows operating systems, significant software troubleshooting experience and excellent inter-personal skills.
This is an excellent fast moving role, so please do send through a technically detailed CV asap.
G & G Recruitment are working as an Employment Business.
SQL Server DBA - Current Vacancy
SQL Server DBA with experience on MS Transact-SQL, Queries, Stored Procedures, User-define Functions, SQL 2000 DTS, SQL 2005 SSIS, SSRS, SQL Server 2000, SQL Server Back/Restore & Import & Export data, SQL Server Agent – creation & schedule of jobs, VB/VB.Net, MS Access and MS Excel.
You will be working with a team of 8 people in different roles in 2 areas (IT Support and IT development). The role will involve managing and handling MIS data related to all areas of the business.
You will be responsible for: -
a) Analysing user requirements and coming up with database design and application architecture.
b) Installing, configuring, administering and securing production servers.
c) Troubleshooting performance issues and fine-tuning queries and stored procedures.
d) Upgrading and upsizing databases from earlier versions to the latest versions.
e) Providing consultation on SQL Server to the development teams.
This role is working for a Charitable organisation. Please do send through a technically detailed CV asap.
G & G Recruitment are working as an Employment Agency.
You will be working with a team of 8 people in different roles in 2 areas (IT Support and IT development). The role will involve managing and handling MIS data related to all areas of the business.
You will be responsible for: -
a) Analysing user requirements and coming up with database design and application architecture.
b) Installing, configuring, administering and securing production servers.
c) Troubleshooting performance issues and fine-tuning queries and stored procedures.
d) Upgrading and upsizing databases from earlier versions to the latest versions.
e) Providing consultation on SQL Server to the development teams.
This role is working for a Charitable organisation. Please do send through a technically detailed CV asap.
G & G Recruitment are working as an Employment Agency.
Monday, July 28, 2008
G & G Website Update
G & G Recruitment have added 12 new pages to their website. These pages are designed to give candidates and clients an idea of what G & G do and how they do it and is line with their policy of open, honest and transparent service.
The pages give information ranging from recruitment fees through to how we resource IT and Information Management staff. I have listed the information now available below: -
Terms and Conditions
The Recruitment Process
Recruitment Advice
Online Recruitment
Recruitment Policies
Meet the Team
Please do have a look through the pages and content and contact us with any questions or comments regarding them.
The pages give information ranging from recruitment fees through to how we resource IT and Information Management staff. I have listed the information now available below: -
Terms and Conditions
The Recruitment Process
Recruitment Advice
Online Recruitment
Recruitment Policies
Meet the Team
Please do have a look through the pages and content and contact us with any questions or comments regarding them.
Friday, July 25, 2008
Temp benefits
The Treasury and HM Revenue and Customs has released a consultation document on the use of travel dispensations for temporary workers.
Travel dispensations allow temps to claim tax relief for expenses incurred when travelling to and from temporary assignments.
Commenting on the paper, Anne Fairweather, head of public policy at the Recruitment and Employment Confederation, said: “We need to consider this consultation carefully. However, there is certainly a place for mobile workers to claim expenses they incur through their flexible employment.”
* - Article from Recruiter.
Travel dispensations allow temps to claim tax relief for expenses incurred when travelling to and from temporary assignments.
Commenting on the paper, Anne Fairweather, head of public policy at the Recruitment and Employment Confederation, said: “We need to consider this consultation carefully. However, there is certainly a place for mobile workers to claim expenses they incur through their flexible employment.”
* - Article from Recruiter.
City's Computer Network Hijacked
A computer engineer has been accused of hijacking a city's computer system.
Terry Childs is accused of tampering with San Francisco's new computer network to give himself exclusive access, and is allegedly refusing to hand over the passwords which would allow officials into the system.
Mr Childs worked as a network administrator for five years for the San Francisco city government.
The network on which he worked stores 60% of city data, including employee e-mail, payroll files and law enforcement records. Documents in the system can currently be accessed, but if there is a problem with the network there is no way to repair it quickly.
Experts from Cisco have been brought in to try and rectify the problem, but without the passwords it could take weeks and cost millions of dollars.
It is not yet clear what Mr Childs' motive might have been for his alleged actions.
San Francisco's mayor Gary Newsom described him as "rogue employee that got a bit maniacal".
While it can be hard for companies to stop the actions of a rogue employee, one computer security expert said that systems are in place to try and anticipate when problems are likely to arise.
The Huntsmann system from Tier-3 monitors behaviour on computer systems and alerts security administrators when non-typical behaviour - such as changing passwords - takes place.
Chief technology officer Geoff Sweeney told Sky News Online: "This is an extreme case but they do occur.
"The worst possible scenario is an administrator who goes bad.
"At some point you need to establish a monitoring process that will identify behaviour that is suspicious."
Mr Childs has pleaded not guilty to four charges of computer tampering, and his lawyer said there is no danger to the city's computer networks as a result of his alleged actions.
* - Article taken from Sky News
Terry Childs is accused of tampering with San Francisco's new computer network to give himself exclusive access, and is allegedly refusing to hand over the passwords which would allow officials into the system.
Mr Childs worked as a network administrator for five years for the San Francisco city government.
The network on which he worked stores 60% of city data, including employee e-mail, payroll files and law enforcement records. Documents in the system can currently be accessed, but if there is a problem with the network there is no way to repair it quickly.
Experts from Cisco have been brought in to try and rectify the problem, but without the passwords it could take weeks and cost millions of dollars.
It is not yet clear what Mr Childs' motive might have been for his alleged actions.
San Francisco's mayor Gary Newsom described him as "rogue employee that got a bit maniacal".
While it can be hard for companies to stop the actions of a rogue employee, one computer security expert said that systems are in place to try and anticipate when problems are likely to arise.
The Huntsmann system from Tier-3 monitors behaviour on computer systems and alerts security administrators when non-typical behaviour - such as changing passwords - takes place.
Chief technology officer Geoff Sweeney told Sky News Online: "This is an extreme case but they do occur.
"The worst possible scenario is an administrator who goes bad.
"At some point you need to establish a monitoring process that will identify behaviour that is suspicious."
Mr Childs has pleaded not guilty to four charges of computer tampering, and his lawyer said there is no danger to the city's computer networks as a result of his alleged actions.
* - Article taken from Sky News
Exploding the employment law myths: a manager's guide
When Alan Sugar quizzed a potential winner of The Apprentice about the arrangements she was making for her childcare there was uproar. Some people thought what he had done was illegal and many commented that they would never have dared do the same. But he was within his rights and the fact that some in the industry thought otherwise highlights the number of employment myths that abound in the IT industry. Here Anna West and Adam Rice, employment law specialists at solicitors Travers Smith LLP, put us straight.
Family plans
Myth: Asking about family plans at a job interview is illegal
Reality: It is not illegal to ask about a candidate's family, or plans for one, at a job interview. However, recruiters should tread carefully. If an employer refuses to employ someone because of their family duties, this would be sex discrimination, and the candidate could use the interview questions as evidence to support their case. Instead, questions should objectively relate to the job requirements and should be asked of all candidates. For example, if they would be OK with travelling away from home or performing regular overtime.
Cost: A sex discrimination claim can be quite costly with compensation uncapped and including a component for injury to feelings of between £500 and £25,000. Aside from the financial costs, a claim involving sex discrimination could be damaging to an employer's reputation.
Written contract
Myth: Employees have no rights without a written employment contract.
Reality: Even without a written contract, employees have certain legal rights including: • Minimum notice (after one month's employment - see below) • The right to claim unfair dismissal (after one year's employment) • Protection from discrimination or harassment on grounds of sex, race, disability, religion, sexual orientation or age.
Cost: An employee who is dismissed without notice can claim pay and benefits for the notice period. If the dismissal was unfair, the employee can claim further compensation of up to £70,000. Damages for discrimination or harassment are uncapped, and include an award of £500 to £25,000 for injury to feelings.
Probationary period
Myth: Employees have no right to notice during their probationary period.
Reality: After one month's employment, all employees are entitled to at least one week's notice (even if the contract provides for less). This minimum notice period increases by one week for each full year of service, to a maximum of 12 weeks. However, if the contract provides for more than the minimum notice then the longer contractual period will apply.
Cost: Employees who are dismissed without notice can claim pay and benefits for the notice period (except in cases of gross misconduct).
Sick leave
Myth: Employees on long-term sick leave should be left well alone.
Reality: Although employers should not put undue pressure on employees who are on long-term sick leave, they are entitled to find out more information about the illness. This would include consultation with the employee and, with permission, writing to the employee's GP (and any specialist) to find out about the employee's condition, the prognosis and whether there is anything the employer can do to help facilitate their return (such as reduced hours). In addition, the employer might want to invite the employee to be examined by an independent specialist. Employers should not make any decision about dismissal until they have explored the situation fully.
Cost: An employee who is on long-term sickness absence may be protected under employment laws as a disabled person (whether the illness is physical or mental - for example, depression). A disabled employee who is unjustifiably dismissed, or otherwise unfavourably treated, can claim unlimited compensation, including a component for injury to feelings of £500 to £25,000. The employee may also have an unfair dismissal claim (with compensation of up to £70,000).
Offensive jokes
Myth: Employees can only claim harassment if offensive jokes are directed specifically at them.
Reality: An employee who is offended by jokes or office banter about sex, race, sexuality, religion or age can claim harassment, even if the jokes or banter were not directed at them. It is irrelevant whether or not the perpetrator meant to cause offence - it is the employee's individual perspective that matters. Employers are liable for harassment by their employees at work and at work-related events off site (eg an office party or team building event). However, employers can defend claims if they did all they reasonably could to prevent employees from harassing their colleagues, for example by having an effective equal opportunities policy that is consistently enforced and in which all employees are trained.
Cost: Employees who suffer harassment at work can claim unlimited compensation, including an award for injury to feelings from £500 to £25,000.
Personal privacy
Myth: Employees have no right to privacy in the workplace
Reality: Employees do have a right to privacy in the workplace. This means there is a limit to how far employers can go to keep tabs on their staff. Although some level of monitoring is reasonable, perhaps to ensure the quality of work, employers must strike a balance between the needs of the business and employees' rights to protect their private lives. In general, any interference with privacy must be no more than is reasonably necessary, and the employer should have good reasons for doing so. Employers should also make sure employees are aware of any workplace monitoring, by having a clear policy on when this will occur that is clearly communicated to all staff.
Cost: Employers who engage in unlawful monitoring could face claims of unfair dismissal (with compensation of up to £70,000), plus unlimited damages (and potential fines) under data protection laws.
Child care and part-time work
Myth: Employees with young children have the right to work part-time.
Reality: Employees with young children do not have an automatic right to work part-time, but they have a right to ask to work flexibly (after six months' service), for example, working part-time. Employers do not have to agree to such requests, but they must consider them carefully by following a set procedure and only refusing them on specified grounds (these might cover additional costs or impact on performance). In addition, refusing a flexible working request from a female employee may amount to sex discrimination, on the basis that women are more likely to be primary carers. Refusal can be objectively justified, but the employer would need to have good reasons for this and, ideally, evidence to support it.
Cost: Failing to follow the set procedure could cost the employer up to £2,640 in compensation, but a sex discrimination claim for refusing a flexible working request could cost a lot more, as compensation is unlimited.
Maternity leave
Myth: Employees who are pregnant or on maternity leave cannot be dismissed.
Reality: They can, but if the reason for the dismissal is related to their pregnancy or maternity leave this amounts to sex discrimination and unfair dismissal. Sometimes an employee is dismissed for a fair and non-discriminatory reason, but a lack of evidence to back this up leads an employment tribunal to believe the pregnancy/maternity leave was the real reason for dismissal. Employers should document clearly the reason for dismissal (such as poor performance) and ensure that other paperwork (appraisals, warning letters and the like) supports this.
Cost: Employees who are dismissed unfairly can claim compensation of up to £70,000. Compensation for sex discrimination is unlimited, and includes an award for injury to feelings from £500 to £25,000.
Gross misconduct
Myth: You can sack an employee on the spot for gross misconduct
Reality: Employers planning to dismiss an employee, for whatever reason, must follow a set statutory procedure. This applies to all dismissals, including dismissals for serious misconduct, such as theft or fighting. Broadly, the employer must set out the alleged misconduct in writing, invite the employee to a meeting to discuss it and give the employee the chance to appeal. This statutory procedure is a minimum, so the employer should also ensure that it has fully investigated the situation and allowed the employee the opportunity to respond to the allegations.
Cost: Failure to follow the statutory dismissal procedure makes dismissal automatically unfair (for an employee with at least one year's service), and the employee can seek compensation of up to £70,000.
Dismissing over 65s
Myth: You can dismiss an employee who is 65 without claims.
Reality: Employers are allowed to retire an employee at or above 65 (or the employer's normal retirement age if this is later). But to avoid claims, employers must follow a statutory retirement procedure. This means they should notify the employee in writing six to 12 months in advance of their retirement and tell them they can ask to work for longer. If the employee does ask to work beyond the retirement date, the employee has to consider the request seriously and meet with the employee to discuss it.
Cost: If the employer does not go through all these steps, the employee will have an age discrimination claim where the compensation could be unlimited and an unfair dismissal claim with compensation of up to £70,000.
* - Article from Computer Weekly.
Family plans
Myth: Asking about family plans at a job interview is illegal
Reality: It is not illegal to ask about a candidate's family, or plans for one, at a job interview. However, recruiters should tread carefully. If an employer refuses to employ someone because of their family duties, this would be sex discrimination, and the candidate could use the interview questions as evidence to support their case. Instead, questions should objectively relate to the job requirements and should be asked of all candidates. For example, if they would be OK with travelling away from home or performing regular overtime.
Cost: A sex discrimination claim can be quite costly with compensation uncapped and including a component for injury to feelings of between £500 and £25,000. Aside from the financial costs, a claim involving sex discrimination could be damaging to an employer's reputation.
Written contract
Myth: Employees have no rights without a written employment contract.
Reality: Even without a written contract, employees have certain legal rights including: • Minimum notice (after one month's employment - see below) • The right to claim unfair dismissal (after one year's employment) • Protection from discrimination or harassment on grounds of sex, race, disability, religion, sexual orientation or age.
Cost: An employee who is dismissed without notice can claim pay and benefits for the notice period. If the dismissal was unfair, the employee can claim further compensation of up to £70,000. Damages for discrimination or harassment are uncapped, and include an award of £500 to £25,000 for injury to feelings.
Probationary period
Myth: Employees have no right to notice during their probationary period.
Reality: After one month's employment, all employees are entitled to at least one week's notice (even if the contract provides for less). This minimum notice period increases by one week for each full year of service, to a maximum of 12 weeks. However, if the contract provides for more than the minimum notice then the longer contractual period will apply.
Cost: Employees who are dismissed without notice can claim pay and benefits for the notice period (except in cases of gross misconduct).
Sick leave
Myth: Employees on long-term sick leave should be left well alone.
Reality: Although employers should not put undue pressure on employees who are on long-term sick leave, they are entitled to find out more information about the illness. This would include consultation with the employee and, with permission, writing to the employee's GP (and any specialist) to find out about the employee's condition, the prognosis and whether there is anything the employer can do to help facilitate their return (such as reduced hours). In addition, the employer might want to invite the employee to be examined by an independent specialist. Employers should not make any decision about dismissal until they have explored the situation fully.
Cost: An employee who is on long-term sickness absence may be protected under employment laws as a disabled person (whether the illness is physical or mental - for example, depression). A disabled employee who is unjustifiably dismissed, or otherwise unfavourably treated, can claim unlimited compensation, including a component for injury to feelings of £500 to £25,000. The employee may also have an unfair dismissal claim (with compensation of up to £70,000).
Offensive jokes
Myth: Employees can only claim harassment if offensive jokes are directed specifically at them.
Reality: An employee who is offended by jokes or office banter about sex, race, sexuality, religion or age can claim harassment, even if the jokes or banter were not directed at them. It is irrelevant whether or not the perpetrator meant to cause offence - it is the employee's individual perspective that matters. Employers are liable for harassment by their employees at work and at work-related events off site (eg an office party or team building event). However, employers can defend claims if they did all they reasonably could to prevent employees from harassing their colleagues, for example by having an effective equal opportunities policy that is consistently enforced and in which all employees are trained.
Cost: Employees who suffer harassment at work can claim unlimited compensation, including an award for injury to feelings from £500 to £25,000.
Personal privacy
Myth: Employees have no right to privacy in the workplace
Reality: Employees do have a right to privacy in the workplace. This means there is a limit to how far employers can go to keep tabs on their staff. Although some level of monitoring is reasonable, perhaps to ensure the quality of work, employers must strike a balance between the needs of the business and employees' rights to protect their private lives. In general, any interference with privacy must be no more than is reasonably necessary, and the employer should have good reasons for doing so. Employers should also make sure employees are aware of any workplace monitoring, by having a clear policy on when this will occur that is clearly communicated to all staff.
Cost: Employers who engage in unlawful monitoring could face claims of unfair dismissal (with compensation of up to £70,000), plus unlimited damages (and potential fines) under data protection laws.
Child care and part-time work
Myth: Employees with young children have the right to work part-time.
Reality: Employees with young children do not have an automatic right to work part-time, but they have a right to ask to work flexibly (after six months' service), for example, working part-time. Employers do not have to agree to such requests, but they must consider them carefully by following a set procedure and only refusing them on specified grounds (these might cover additional costs or impact on performance). In addition, refusing a flexible working request from a female employee may amount to sex discrimination, on the basis that women are more likely to be primary carers. Refusal can be objectively justified, but the employer would need to have good reasons for this and, ideally, evidence to support it.
Cost: Failing to follow the set procedure could cost the employer up to £2,640 in compensation, but a sex discrimination claim for refusing a flexible working request could cost a lot more, as compensation is unlimited.
Maternity leave
Myth: Employees who are pregnant or on maternity leave cannot be dismissed.
Reality: They can, but if the reason for the dismissal is related to their pregnancy or maternity leave this amounts to sex discrimination and unfair dismissal. Sometimes an employee is dismissed for a fair and non-discriminatory reason, but a lack of evidence to back this up leads an employment tribunal to believe the pregnancy/maternity leave was the real reason for dismissal. Employers should document clearly the reason for dismissal (such as poor performance) and ensure that other paperwork (appraisals, warning letters and the like) supports this.
Cost: Employees who are dismissed unfairly can claim compensation of up to £70,000. Compensation for sex discrimination is unlimited, and includes an award for injury to feelings from £500 to £25,000.
Gross misconduct
Myth: You can sack an employee on the spot for gross misconduct
Reality: Employers planning to dismiss an employee, for whatever reason, must follow a set statutory procedure. This applies to all dismissals, including dismissals for serious misconduct, such as theft or fighting. Broadly, the employer must set out the alleged misconduct in writing, invite the employee to a meeting to discuss it and give the employee the chance to appeal. This statutory procedure is a minimum, so the employer should also ensure that it has fully investigated the situation and allowed the employee the opportunity to respond to the allegations.
Cost: Failure to follow the statutory dismissal procedure makes dismissal automatically unfair (for an employee with at least one year's service), and the employee can seek compensation of up to £70,000.
Dismissing over 65s
Myth: You can dismiss an employee who is 65 without claims.
Reality: Employers are allowed to retire an employee at or above 65 (or the employer's normal retirement age if this is later). But to avoid claims, employers must follow a statutory retirement procedure. This means they should notify the employee in writing six to 12 months in advance of their retirement and tell them they can ask to work for longer. If the employee does ask to work beyond the retirement date, the employee has to consider the request seriously and meet with the employee to discuss it.
Cost: If the employer does not go through all these steps, the employee will have an age discrimination claim where the compensation could be unlimited and an unfair dismissal claim with compensation of up to £70,000.
* - Article from Computer Weekly.
Wednesday, July 23, 2008
Social Networking aids Recruitment
There is no doubt that the social networking craze has opened up huge opportunities for companies to attract or find candidates for jobs. In particular it opens the door to a large number of passive candidates. However, you must be careful about how you go about your job search. As a young footballer found out: -
A footballer accidentally let slip his hopes for a transfer to a rival club - on his Facebook page.
Crystal Palace winger Ashley-Paul Robinson, 19, posted two messages on the website saying he was having a trial with Fulham.
But rather than restrict the news to his 198 pals, he mistakenly revealed it to 2.7 million people, reports The Sun.
Robinson, who has been at Palace five years, wrote on the website: "Ashley-Paul is goin fulham. Fingers crossed."
A Crystal Palace source said: "It's pretty embarrassing for the club. Perhaps he should be a bit more private about what he puts on the internet."
* - article from http://www.ananova.com
G & G Recruitment currently use MySpace but are looking at ways to use facebook.Tuesday, July 22, 2008
IT Support Analyst - Current Vacancy
Helpdesk / IT Support Analyst with solid experience of working within MS Windows environments is urgently required.
Our client requires someone to help out in their IT department during a busy period. You will be providing 1st line support over the phone, installing software and PC Hardware. You will also be uploading applications.
This is an all round IT Support position. The client is looking for someone to start at the end of July, so please do send through technically detailed CVs asap.
G & G Recruitment is working as an Employment Business.
Our client requires someone to help out in their IT department during a busy period. You will be providing 1st line support over the phone, installing software and PC Hardware. You will also be uploading applications.
This is an all round IT Support position. The client is looking for someone to start at the end of July, so please do send through technically detailed CVs asap.
G & G Recruitment is working as an Employment Business.
Data theft
Nearly one in two recruitment staff in the UK are thought to be at risk from data theft at work, because they are using an out-of-date web browser, said computer support company Ulysses IT.
New research has revealed 45% of all internet users don’t keep their browser – such as Internet Explorer or Firefox – correctly up-to-date. Ulysses warns this is leaving recruitment agencies’ computers vulnerable to malicious programs. Peter Turner, technical director, said the risk comes from surfing the web. He said: “If you don’t keep your computer up-to-date it is easier for a piece of malicious software, known as malware, to install itself and transfer data from your computer over the web. For recruiters and their staff that is a very worrying prospect.”Turner added that keeping computers up-to-date is free and easy – but people simply forget to do it.
* - This article was taken from the recruiter.
G & G Recruitment regularly update their computers and their software and only recently upgraded their internet security. We strongly believe we have done all we can to protect our data.
New research has revealed 45% of all internet users don’t keep their browser – such as Internet Explorer or Firefox – correctly up-to-date. Ulysses warns this is leaving recruitment agencies’ computers vulnerable to malicious programs. Peter Turner, technical director, said the risk comes from surfing the web. He said: “If you don’t keep your computer up-to-date it is easier for a piece of malicious software, known as malware, to install itself and transfer data from your computer over the web. For recruiters and their staff that is a very worrying prospect.”Turner added that keeping computers up-to-date is free and easy – but people simply forget to do it.
* - This article was taken from the recruiter.
G & G Recruitment regularly update their computers and their software and only recently upgraded their internet security. We strongly believe we have done all we can to protect our data.
Jobs market
Unemployment will “substantially rise”, according to a new report.
The Ernst & Young Item Club summer forecast predicts gross domestic product will grow by just 1% in 2009, while unemployment will “substantially increase”.
The Item Club's chief economist, Peter Spencer, told Forbes financial news that high street and housing market conditions would worsen before things improved. Spencer said: “We have already seen a housing crisis that has morphed from a credit crunch to a general collapse in confidence, as prices have tumbled.”
G & G Recruitment still believe that the Public and Not-For-Profit sector will not be affected as much as the financial sector but, we have seen a drop in Permanent vacancies in July.
Outsourcing: Westminster Council IT infrastructure free by 2015
Please see the below article from Computer Weekly concerning Westminster City Council's aim to outsource all of its IT Infrastructure by 2015. Hopefully this can be successful and deliver value for money. I am doubtful as it seems to me London Boroughs go through cycles. We have seen outsourcing tried before and we have seen it fail before. In fact we don't have to go too far back on Tony Collins's blog on Computer Weekly to find a story confirming that there have been many failures with outsourcing within the Public Sector. Fingers crossed for Westminster City Council and their new approach to outsourcing.
Westminster City Council will be infrastructure-free by 2015, after completing the outsourcing of all its IT services.
CIO David Wilde said the council plans to transfer all its IT services to suppliers, who will also be responsible for day-to-day IT management. The council IT department will be left with a need for more project management skills and a "strong strategic arm".
Wilde said that cost cutting is not the main reason for the strategy. "It's not just about reducing costs, it's about getting more value for the same money," he said. "It's very easy to run an aggressive procurement exercise and go for the lowest cost - it doesn't mean that you then get the best service."
He said infrastructure-free environments are the future for many of the public sector organisations.
"A lot of local authorities have gone part-way down this road, but I'm not aware of any that have gone completely infrastructure-free. Even those with big 10-year deals are still hybrid, and manage some IT internally."
The move means different, "broader" skills will be required in the council IT department, according to Wilde. He said it is too early to know if there will be job losses. Staff will need to retain some technical expertise, and have commissioning and project management skills as well.
"It means quite a big skills change for IT staff. They'll need to know how contracts work and how supplier management works. We need to retain some technical expertise so we can be an intelligent customer. Staff will need to be extremely well-informed."
The aim of the Westminister project is to increase efficiency, transfer risk, get better quality of service and increase flexibility.
Wilde said, "Major legislative changes are having a massive impact on the technology we use to deliver services. Moving to an infrastructure free environment should mean the supply side should be much more agile and can deal with these changes more quickly."
One example, he said, is the Integrated Children's Service, which required local authorities to overhaul the way social services manage individual cases.
Westminster City Council will be infrastructure-free by 2015, after completing the outsourcing of all its IT services.
CIO David Wilde said the council plans to transfer all its IT services to suppliers, who will also be responsible for day-to-day IT management. The council IT department will be left with a need for more project management skills and a "strong strategic arm".
Wilde said that cost cutting is not the main reason for the strategy. "It's not just about reducing costs, it's about getting more value for the same money," he said. "It's very easy to run an aggressive procurement exercise and go for the lowest cost - it doesn't mean that you then get the best service."
He said infrastructure-free environments are the future for many of the public sector organisations.
"A lot of local authorities have gone part-way down this road, but I'm not aware of any that have gone completely infrastructure-free. Even those with big 10-year deals are still hybrid, and manage some IT internally."
The move means different, "broader" skills will be required in the council IT department, according to Wilde. He said it is too early to know if there will be job losses. Staff will need to retain some technical expertise, and have commissioning and project management skills as well.
"It means quite a big skills change for IT staff. They'll need to know how contracts work and how supplier management works. We need to retain some technical expertise so we can be an intelligent customer. Staff will need to be extremely well-informed."
The aim of the Westminister project is to increase efficiency, transfer risk, get better quality of service and increase flexibility.
Wilde said, "Major legislative changes are having a massive impact on the technology we use to deliver services. Moving to an infrastructure free environment should mean the supply side should be much more agile and can deal with these changes more quickly."
One example, he said, is the Integrated Children's Service, which required local authorities to overhaul the way social services manage individual cases.
Tuesday, July 15, 2008
Data Protection not that much of a worry?
Recently there have been numerous stories of the Government losing data. This also seems to go hand in hand with everyone worrying about ID Cards, the possibility of a new online database for DNA or e-mail and telephone communications. Of course, this has kicked off a large number of debates with people worrying that their "fundamental liberties" and "human rights" are being infringed.
We vote in a Government to run this country, bring in laws that help protect our freedom, civil liberties and help ensure our prosperity. Now, what is the problem of the government keeping our phone records on file, or our DNA on file, or even bringing in DNA cards if it helps them crack down on criminals, stop terrorists and stop fraudsters and organised criminals hurting our economy. It seems we are all reading George Orwell's 1984 and worrying too much. I trust a Government, that is voted in democratically, to use the information correctly. I trust them and the law makers to come up with a system that is correctly monitored to ensure that the data is used correctly. I trust them to take every effort to ensure it runs smoothly. Furthermore, as I don't commit crime or terrorism I have no problem or worries with them having access to my DNA or phone records. I have nothing to hide and i see no problem in them having these. We have all become so paranoid that we are keen to shoot ourselves in the feet. Will it take another tragedy to perhaps let people see the light?
Yes, there may well be mistakes. If you can show me one project of a reasonable size run by any organisation that hasn't suffered a mistake, do let me know. But what real harm can these mistakes cause. Oh no, a disc with some personal details are lost. The Government writes to all concerned. All concerned are covered by insurance if bank accounts are opened. Identity theft is annoying but can always be sorted out over time.
Stop worrying about corrupt Governments and start looking at ways we can improve this country and its security. I for one would like to know that all criminals, not just terrorists, but thugs and every petty criminal are more likely to be caught and brought to justice.
We vote in a Government to run this country, bring in laws that help protect our freedom, civil liberties and help ensure our prosperity. Now, what is the problem of the government keeping our phone records on file, or our DNA on file, or even bringing in DNA cards if it helps them crack down on criminals, stop terrorists and stop fraudsters and organised criminals hurting our economy. It seems we are all reading George Orwell's 1984 and worrying too much. I trust a Government, that is voted in democratically, to use the information correctly. I trust them and the law makers to come up with a system that is correctly monitored to ensure that the data is used correctly. I trust them to take every effort to ensure it runs smoothly. Furthermore, as I don't commit crime or terrorism I have no problem or worries with them having access to my DNA or phone records. I have nothing to hide and i see no problem in them having these. We have all become so paranoid that we are keen to shoot ourselves in the feet. Will it take another tragedy to perhaps let people see the light?
Yes, there may well be mistakes. If you can show me one project of a reasonable size run by any organisation that hasn't suffered a mistake, do let me know. But what real harm can these mistakes cause. Oh no, a disc with some personal details are lost. The Government writes to all concerned. All concerned are covered by insurance if bank accounts are opened. Identity theft is annoying but can always be sorted out over time.
Stop worrying about corrupt Governments and start looking at ways we can improve this country and its security. I for one would like to know that all criminals, not just terrorists, but thugs and every petty criminal are more likely to be caught and brought to justice.
Monday, July 14, 2008
Government Pathetic on Knife Crime
Admittedly this blog is dedicated to the IT and Information Management sector. However, I'm sure that this sector, like all sectors, will be worried about the recent knife crime epidemic and have their own views on it. Therefore, due to my strong views on this I thought I would air them.
It seems simple to me. People who carry knives should get a mandatory jail sentence. I would go as far as to say one that carries a bit of meaning with it. 3 years minimum.
Knives like guns are lethal weapons and if people take them out in public, be it for "protection" or "kudos" on the street they are taking the risk that they or someone else will use that knife to cause serious injury and as we have seen so regularly recently even death. Therefore, if this government really valued protecting innocent civilans and establishing safe streets they would implement new strict laws on this rather than keep changing their minds on soft policies like showing the users of knives the injuries they can cause. Im sure the press coverage recently has done that. That sort of tactic is more useful for prevention rather than stopping people who have already used knives.
In another slight deviation, i think that any budding entrepenuer should seriously look into building a prison, hiring some experienced security staff and then hiring it out to the Government. It seems clear to me that they will require some more prison space soon!
It seems simple to me. People who carry knives should get a mandatory jail sentence. I would go as far as to say one that carries a bit of meaning with it. 3 years minimum.
Knives like guns are lethal weapons and if people take them out in public, be it for "protection" or "kudos" on the street they are taking the risk that they or someone else will use that knife to cause serious injury and as we have seen so regularly recently even death. Therefore, if this government really valued protecting innocent civilans and establishing safe streets they would implement new strict laws on this rather than keep changing their minds on soft policies like showing the users of knives the injuries they can cause. Im sure the press coverage recently has done that. That sort of tactic is more useful for prevention rather than stopping people who have already used knives.
In another slight deviation, i think that any budding entrepenuer should seriously look into building a prison, hiring some experienced security staff and then hiring it out to the Government. It seems clear to me that they will require some more prison space soon!
Friday, July 11, 2008
Crystal Report Developer - Current Vacancy
Crystal Reports Developer with experience of designing and developing Crystal Reports is being urgently sought.You will have solid skills in gathering user and business requirements and of designing and developing crystal reports which match the user and business needs.This is an excellent role which is moving fast, so please do send through a technically detailed CV asap. G & G Recruitment is working as an Employment Business.
Internet Resources for Job Seekers
For any job seekers out there seeking some advice on how to find work or where to look. Try the UKRecruiter website. They also give information on how to find agencies etc.
G & G Recruitment, who focus on IT and Information Management recruitment, also has a candidate section so do check out our website. If you have any questions, do contact us on info@ggrecruitment.co.uk
G & G Recruitment, who focus on IT and Information Management recruitment, also has a candidate section so do check out our website. If you have any questions, do contact us on info@ggrecruitment.co.uk
Selling Public Services
A government document has been leaked to me which may come to be seen as the last gasp of Blairite New Labour.
It has the unappetising title of "Understanding the Public Services Industry: How big, how good, where next?" and it was commissioned by John Hutton, the Secretary of State for Business - who once-upon-a-time was a Blairite ultra and is now, apparently, an enthusiastic Brownite.
The paper, written by Deanne Julius - the head of Chatham House and a former member of the Monetary Policy Committee - claims that this administration's controversial outsourcing and contracting-out of public services has created a world-leading industry for the UK with great export opportunities.
Julius is brainy. So her argument shouldn't be dismissed lightly. But trade unions on the left and Tories on the right are both likely to argue that her paper is consultant-backed spin, or a clever public-relations campaign deficient in real economic meat.
So what exactly is "public services industry"? Well, it's those private and "third sector" enterprises that provide services to the government or to the public on behalf of government. So it includes hospital cleaners, and suppliers of IT to Her Majesty's Revenue and Customs, and trainers of military pilots and managers of private-sector prisons, inter alia.
It's true they all have one big thing in common, which is that they are in receipt of public money. Which means that if they have a shared, valuable, highly developed skill it is in persuading ministers, or local councillors or civil servants to hand them our precious tax wonga.
But arguably what differentiates the hospital cleaner from the software engineer working in HMRC is more significant than the fact that they are both in receipt of public money. Call me unimaginative, but a provider of IT services seems to me to be an IT company, not a "public service" company, even if those IT services are bought by the NHS.
So the attempt by both Julius and Hutton to claim that the public services industry represents a huge homogenous industry seems a trifle ambitious. Others might say it's pretentious and absurd.
But for the record, Julius claims that the contribution to our economy made by the public services industry is £45bn, way greater than food, beverages and tobacco (£23bn), communication (£28bn), electricity, gas and water supply (£32bn) and "hotels and restaurants" (£36bn).
However all that really means is that the government has been handing vast and growing amounts of our tax revenues to private-sector providers of many and varied services.
In fact, the most interesting statistic in the report, perhaps, is that growth in revenues for these recipients of our tax dosh was an impressive 6.8% per year in real terms from 1995/6 to 2003/4. Interestingly, as we elided from the Blair era to the Brown months, the rate of growth slowed very significantly - to 2.9% per annum since 2004.
Which perhaps indicates that the current prime minister isn't quite as enthusiastic about outsourcing, contestability and all that as his predecessor.
To give Julius and Hutton their due, there is a plausible patriotic case for cheerleading on behalf of this slightly nebulous industry - which is that other countries seem to be following the UK's lead in handing over increasing amounts of public service provision to commercial firms, such that there may be a substantial export opportunity for British service providers.
Hutton, in fact, seems to be reinventing himself as the Thatcher of our time: she exported privatisation to the rest of the world; he wants to convert the citizens of other countries to the notion that their public services should be provided by our private sector firms.
It's a worthy ambition. And there is a good case to be put that promoting competition for public service contracts and also between public-service providers reduces the cost of those services while sometimes improving the quality of those services (though there are also plenty of examples of the public purse being handsomely ripped off by private sector bunglers and incompetents, especially when it comes to IT).
But to be clear, it's the competition or bidding contest that tends to yield those benefits, rather than the identity of the provider as from the private, voluntary or public sector.
* - Article from www.bbc.co.uk
It has the unappetising title of "Understanding the Public Services Industry: How big, how good, where next?" and it was commissioned by John Hutton, the Secretary of State for Business - who once-upon-a-time was a Blairite ultra and is now, apparently, an enthusiastic Brownite.
The paper, written by Deanne Julius - the head of Chatham House and a former member of the Monetary Policy Committee - claims that this administration's controversial outsourcing and contracting-out of public services has created a world-leading industry for the UK with great export opportunities.
Julius is brainy. So her argument shouldn't be dismissed lightly. But trade unions on the left and Tories on the right are both likely to argue that her paper is consultant-backed spin, or a clever public-relations campaign deficient in real economic meat.
So what exactly is "public services industry"? Well, it's those private and "third sector" enterprises that provide services to the government or to the public on behalf of government. So it includes hospital cleaners, and suppliers of IT to Her Majesty's Revenue and Customs, and trainers of military pilots and managers of private-sector prisons, inter alia.
It's true they all have one big thing in common, which is that they are in receipt of public money. Which means that if they have a shared, valuable, highly developed skill it is in persuading ministers, or local councillors or civil servants to hand them our precious tax wonga.
But arguably what differentiates the hospital cleaner from the software engineer working in HMRC is more significant than the fact that they are both in receipt of public money. Call me unimaginative, but a provider of IT services seems to me to be an IT company, not a "public service" company, even if those IT services are bought by the NHS.
So the attempt by both Julius and Hutton to claim that the public services industry represents a huge homogenous industry seems a trifle ambitious. Others might say it's pretentious and absurd.
But for the record, Julius claims that the contribution to our economy made by the public services industry is £45bn, way greater than food, beverages and tobacco (£23bn), communication (£28bn), electricity, gas and water supply (£32bn) and "hotels and restaurants" (£36bn).
However all that really means is that the government has been handing vast and growing amounts of our tax revenues to private-sector providers of many and varied services.
In fact, the most interesting statistic in the report, perhaps, is that growth in revenues for these recipients of our tax dosh was an impressive 6.8% per year in real terms from 1995/6 to 2003/4. Interestingly, as we elided from the Blair era to the Brown months, the rate of growth slowed very significantly - to 2.9% per annum since 2004.
Which perhaps indicates that the current prime minister isn't quite as enthusiastic about outsourcing, contestability and all that as his predecessor.
To give Julius and Hutton their due, there is a plausible patriotic case for cheerleading on behalf of this slightly nebulous industry - which is that other countries seem to be following the UK's lead in handing over increasing amounts of public service provision to commercial firms, such that there may be a substantial export opportunity for British service providers.
Hutton, in fact, seems to be reinventing himself as the Thatcher of our time: she exported privatisation to the rest of the world; he wants to convert the citizens of other countries to the notion that their public services should be provided by our private sector firms.
It's a worthy ambition. And there is a good case to be put that promoting competition for public service contracts and also between public-service providers reduces the cost of those services while sometimes improving the quality of those services (though there are also plenty of examples of the public purse being handsomely ripped off by private sector bunglers and incompetents, especially when it comes to IT).
But to be clear, it's the competition or bidding contest that tends to yield those benefits, rather than the identity of the provider as from the private, voluntary or public sector.
* - Article from www.bbc.co.uk
Thursday, July 10, 2008
Blatter's contract talk splattered with inconsistencies!
True, this is an IT and Information Management recruitment blog but then again Sepp Blatter's recent comments about Christiano Ronaldo being treated like a slave because he is being made to honour a contract does have some similarities with the recruitment market.
First off, is there anyone who actually agrees with Blatter's comments? In my mind, it is one of the most stupid things I have ever heard. A footballer willingly signs a contract to 2012. He knows that he cannot buy out of the contract until 2010. He is paid handsomely to ply his trade. Plying his trade is much more fun than most other trades! He is celebrated, almost worshipped by thousands. As far as I know, slaves were generally not paid, lived in squalor, didn't have many fans and didn't have any contracts. If they did, I'm sure they weren't signed willingly.
Anyway, now onto the points that do spread into IT Recruitment. Nowadays contracts don't have as much meaning as we would like. It appears everything is up for debate. Sometimes I miss the good old days when what was written meant one thing and one thing only.
We have had experiences or heard recently of contractors accepting contracts but a few days later changing their mind and leaving without serving the notice they agreed to, leaving both the agency and client in the lurch. A contractor willingly signs a contract and knows that as a contractor their rights are not the same as a permanent employee but, when the situation suits them, will take that contract to court and argue that they were an employee!
Its not all one sided either. Recruitment agencies and Clients alike have all been guilty of trying to twist the wording around to suit their own needs. Clients have tried to renegotiate terms after a placement has been made and agencies have always played a number of tricks to ensure they get a fee. No wonder in today's modern world there is a lot of mistrust between all parties. Here at G & G Recruitment we practice an honest and transparent approach but, as mentioned before, it is hard when we don't always receive the honesty we require to do our jobs properly. We have Terms & Conditions which we honour every time we work, we work incredibly hard to ensure our candidates and clients get the service they deserve. Contracts are agreements between adults, organisations, companies that were not made under duress. There really is no excuse for not honouring the terms.
To conclude, I think Sepp Blatter is wrong to come out and say his comments about modern footballers being treated like slaves. He has opened a can of worms which could, if not handled properly now, ruin the game of football. I hope all contractors that ever do business with G & G Recruitment honour their contracts as we honour our side.
I guess you could say I've just battered Blatter and splattered it all over the web!
Any questions, do contact us on info@ggrecruitment.co.uk.
First off, is there anyone who actually agrees with Blatter's comments? In my mind, it is one of the most stupid things I have ever heard. A footballer willingly signs a contract to 2012. He knows that he cannot buy out of the contract until 2010. He is paid handsomely to ply his trade. Plying his trade is much more fun than most other trades! He is celebrated, almost worshipped by thousands. As far as I know, slaves were generally not paid, lived in squalor, didn't have many fans and didn't have any contracts. If they did, I'm sure they weren't signed willingly.
Anyway, now onto the points that do spread into IT Recruitment. Nowadays contracts don't have as much meaning as we would like. It appears everything is up for debate. Sometimes I miss the good old days when what was written meant one thing and one thing only.
We have had experiences or heard recently of contractors accepting contracts but a few days later changing their mind and leaving without serving the notice they agreed to, leaving both the agency and client in the lurch. A contractor willingly signs a contract and knows that as a contractor their rights are not the same as a permanent employee but, when the situation suits them, will take that contract to court and argue that they were an employee!
Its not all one sided either. Recruitment agencies and Clients alike have all been guilty of trying to twist the wording around to suit their own needs. Clients have tried to renegotiate terms after a placement has been made and agencies have always played a number of tricks to ensure they get a fee. No wonder in today's modern world there is a lot of mistrust between all parties. Here at G & G Recruitment we practice an honest and transparent approach but, as mentioned before, it is hard when we don't always receive the honesty we require to do our jobs properly. We have Terms & Conditions which we honour every time we work, we work incredibly hard to ensure our candidates and clients get the service they deserve. Contracts are agreements between adults, organisations, companies that were not made under duress. There really is no excuse for not honouring the terms.
To conclude, I think Sepp Blatter is wrong to come out and say his comments about modern footballers being treated like slaves. He has opened a can of worms which could, if not handled properly now, ruin the game of football. I hope all contractors that ever do business with G & G Recruitment honour their contracts as we honour our side.
I guess you could say I've just battered Blatter and splattered it all over the web!
Any questions, do contact us on info@ggrecruitment.co.uk.
Wednesday, July 9, 2008
BT - Bad for Business
I’m not sure if anyone else has had the same experience as us but, I feel it necessary to inform all other small businesses (I cannot comment for medium and large businesses) how bad BT is. It’s not only cost but service and products as well.
We first signed up with BT back in 2004 for landlines, broadband, website and e-mails. Our e-mails have had continual problems, almost weekly, where multiple e-mails are sent. BT is still yet to provide a solution. Once even suggesting we change some network configurations which resulted in our network being down for a week.
The landlines have generally worked, that is after the engineer has been called out again after installing them in the office but failing to do everything right at the Exchange. This has happened both times we have had lines installed.
Then there was the office move. BT offers a specialised office move service. DON'T USE IT. Not one thing went right. Confirmed times were missed. Broadband was not available when they said and the method they suggested has led to confusion ever since.
Then there is the "famous" BT Customer service. Rather than listen to the customer they: -
a. Interrupt
b. Argue
c. Fail to listen to reason
d. Often fail to respond to e-mail queries
e. Fail to meet their SLA
f. Offer truly pathetic compensation packages (Thanks for the 1 months free rental, im sure that’s what 2 weeks of complete business downtime cost us)
g. Good luck getting through to the correct department or person
The annoying thing is that with a different department and contact for everything and the complete necessity of all these systems to be running smoothly 100% of the time it is difficult to move away. However, we are getting there. New phone lines are in; a new ISP has been sourced. Just broadband and e-mails to go!!!
I could go on for ages but then BT would be costing me more money. My advice, just don't use them. G & G Recruitment will continue to try and remove all trace of BT from their office.
We first signed up with BT back in 2004 for landlines, broadband, website and e-mails. Our e-mails have had continual problems, almost weekly, where multiple e-mails are sent. BT is still yet to provide a solution. Once even suggesting we change some network configurations which resulted in our network being down for a week.
The landlines have generally worked, that is after the engineer has been called out again after installing them in the office but failing to do everything right at the Exchange. This has happened both times we have had lines installed.
Then there was the office move. BT offers a specialised office move service. DON'T USE IT. Not one thing went right. Confirmed times were missed. Broadband was not available when they said and the method they suggested has led to confusion ever since.
Then there is the "famous" BT Customer service. Rather than listen to the customer they: -
a. Interrupt
b. Argue
c. Fail to listen to reason
d. Often fail to respond to e-mail queries
e. Fail to meet their SLA
f. Offer truly pathetic compensation packages (Thanks for the 1 months free rental, im sure that’s what 2 weeks of complete business downtime cost us)
g. Good luck getting through to the correct department or person
The annoying thing is that with a different department and contact for everything and the complete necessity of all these systems to be running smoothly 100% of the time it is difficult to move away. However, we are getting there. New phone lines are in; a new ISP has been sourced. Just broadband and e-mails to go!!!
I could go on for ages but then BT would be costing me more money. My advice, just don't use them. G & G Recruitment will continue to try and remove all trace of BT from their office.
Tuesday, July 8, 2008
Employers 'cut back recruitment'
Demand for permanent staff in the UK fell last month for the first time in five years, a survey suggests.
The survey by the Recruitment and Employment Confederation and KPMG said the UK job market continued to weaken as employers cut back on recruitment.
Demand for temporary workers also eased to the weakest pace since May 2003, the survey based on data from recruitment agencies and employers found.
But wage inflation accelerated despite the overall fall in job vacancies.
The survey said shrinking job opportunities meant there was a bigger pool of candidates chasing permanent and temporary work.
Alan Nolan, a director at KPMG, said the report proved the credit crunch had taken its toll and had weakened the UK jobs market.
"Many employers now seem to be accepting the inevitable - they will have to cut costs by laying off people because their businesses won't be growing as much as they could have expected a couple of months ago," he said.
KPMG said financial firms in the City and housebuilders had already shed jobs, but there was more bad news to come.
"Even the usually robust temporary jobs market is coming under pressure, adding to the likelihood of a stagnant jobs market and rising unemployment for the foreseeable future," Mr Nolan added.
* - Article from www.bbc.co.uk
G & G Recruitment have not noticed any change in demand for staff within the Public and Not-For-Profit sector. We believe that the problems within the Financial services could well mean increased applications and competition for jobs within the Public and Not-For-Profit sector.
The survey by the Recruitment and Employment Confederation and KPMG said the UK job market continued to weaken as employers cut back on recruitment.
Demand for temporary workers also eased to the weakest pace since May 2003, the survey based on data from recruitment agencies and employers found.
But wage inflation accelerated despite the overall fall in job vacancies.
The survey said shrinking job opportunities meant there was a bigger pool of candidates chasing permanent and temporary work.
Alan Nolan, a director at KPMG, said the report proved the credit crunch had taken its toll and had weakened the UK jobs market.
"Many employers now seem to be accepting the inevitable - they will have to cut costs by laying off people because their businesses won't be growing as much as they could have expected a couple of months ago," he said.
KPMG said financial firms in the City and housebuilders had already shed jobs, but there was more bad news to come.
"Even the usually robust temporary jobs market is coming under pressure, adding to the likelihood of a stagnant jobs market and rising unemployment for the foreseeable future," Mr Nolan added.
* - Article from www.bbc.co.uk
G & G Recruitment have not noticed any change in demand for staff within the Public and Not-For-Profit sector. We believe that the problems within the Financial services could well mean increased applications and competition for jobs within the Public and Not-For-Profit sector.
IT contractors not expecting cull in financial services sector despite slowdown
IT contractors predicting most opportunities in financial services 12 months from now
IT contractors are not expecting job cuts in the financial services sector over the next 12 months to come anywhere close to the bloodletting in 2001, according to research from giant group plc, the contractor services provider.
The research by giant reveals that the proportion of IT contractors expecting the best job opportunities in the financial services sector has fallen only slightly over the last 12 months, from 26% of all contractors to 24%. Contractors are still most confident of job creation in the financial services sector compared to all other sectors of the economy.
According to giant, financial organisations have managed their IT skills much more efficiently since the last downturn, leaving less fat to trim this time around, so the expectation of mass lay-offs is more subdued.
Matthew Brown, Managing Director, of giant group, comments: “The financial services sector in the UK is one of the most important users of IT skills, but there is no sign of panic among contractors. Sentiment is on the wane, but few are expecting a repeat of the mass bloodletting we saw in the 2001/02 downturn.”
“Organisations have been much more restrained in their hiring post-dot com boom, and offshored a lot of their skills base since then, so the UK contractor resources they currently have are leaner and less susceptible to cost-cutting.”
“There is often robust demand for contractors during challenging economic conditions as organisations put off hiring permanent IT staff.”
He adds: “What we are seeing is a fairly measured response to the downturn. Some IT projects which will not yield a short-term return on investment are being given lower priority, but the market hasn’t fallen off a cliff by any means.”
Optimism in the telecoms sector, which has been boosted by 3G wireless devices, such as the iPhone and the Blackberry, is at its highest level in three years. 15.8% of IT contractors expect the most new jobs to be created in telecoms in the next 12 months, compared to 9.7% this time last year.
The research by giant, however, shows the worsening economic climate beginning to have an impact on demand for IT contractors.
Matthew Brown says: “The general trend in joblessness has been upwards, but the proportion of contractors out of work long term (3 months or more) has remained relatively static at around 4% over the last year. To put this in perspective, 13% of contractors were jobless for three months or more in 2003, so the market is still in reasonable shape.”
There has been a similar softening of confidence in expected pay rises over the next 12 months, but again the decline is shallow. 70.3% of IT contractors are forecasting earnings growth over the next 12 months, down slightly from 71.9% in the 2nd quarter of 2007.
Other indicators from the research by giant also reveal more caution entering the market as IT contractors move towards favouring long term contracts over higher hourly rates. 56.9% of contractors would now prefer a longer term contract, compared to 50.5% last year.
* - article from Giant Group.
IT contractors are not expecting job cuts in the financial services sector over the next 12 months to come anywhere close to the bloodletting in 2001, according to research from giant group plc, the contractor services provider.
The research by giant reveals that the proportion of IT contractors expecting the best job opportunities in the financial services sector has fallen only slightly over the last 12 months, from 26% of all contractors to 24%. Contractors are still most confident of job creation in the financial services sector compared to all other sectors of the economy.
According to giant, financial organisations have managed their IT skills much more efficiently since the last downturn, leaving less fat to trim this time around, so the expectation of mass lay-offs is more subdued.
Matthew Brown, Managing Director, of giant group, comments: “The financial services sector in the UK is one of the most important users of IT skills, but there is no sign of panic among contractors. Sentiment is on the wane, but few are expecting a repeat of the mass bloodletting we saw in the 2001/02 downturn.”
“Organisations have been much more restrained in their hiring post-dot com boom, and offshored a lot of their skills base since then, so the UK contractor resources they currently have are leaner and less susceptible to cost-cutting.”
“There is often robust demand for contractors during challenging economic conditions as organisations put off hiring permanent IT staff.”
He adds: “What we are seeing is a fairly measured response to the downturn. Some IT projects which will not yield a short-term return on investment are being given lower priority, but the market hasn’t fallen off a cliff by any means.”
Optimism in the telecoms sector, which has been boosted by 3G wireless devices, such as the iPhone and the Blackberry, is at its highest level in three years. 15.8% of IT contractors expect the most new jobs to be created in telecoms in the next 12 months, compared to 9.7% this time last year.
The research by giant, however, shows the worsening economic climate beginning to have an impact on demand for IT contractors.
Matthew Brown says: “The general trend in joblessness has been upwards, but the proportion of contractors out of work long term (3 months or more) has remained relatively static at around 4% over the last year. To put this in perspective, 13% of contractors were jobless for three months or more in 2003, so the market is still in reasonable shape.”
There has been a similar softening of confidence in expected pay rises over the next 12 months, but again the decline is shallow. 70.3% of IT contractors are forecasting earnings growth over the next 12 months, down slightly from 71.9% in the 2nd quarter of 2007.
Other indicators from the research by giant also reveal more caution entering the market as IT contractors move towards favouring long term contracts over higher hourly rates. 56.9% of contractors would now prefer a longer term contract, compared to 50.5% last year.
* - article from Giant Group.
Monday, July 7, 2008
3 million CVs created online: evaluation finds EU Europass is good value for money
The European Commission has presented a report evaluating Europass. Launched in 2005, Europass provides a coordinated portfolio of documents helping people to describe what they know and can do in a way that is clearly and easily understood throughout Europe.
The report is based on an external evaluation which concludes that Europass is achieving its objectives as a cost-efficient mobility tool for citizens, and that the service it offers is relevant to their needs. More than 12 million visits to the Europass online portal since 2005 are proof of its success, as well as the fact that more than 3 million people have already generated their CVs using the resources on the Europass website, a target that was originally expected to be reached only in 2010. Ján Figel', the European Commissioner for Education, Training, Culture and Youth, expressed his satisfaction, saying: "In only three years, Europass is making rapid progress to becoming the standard reference for presenting one's credentials. Whether one is a student, a vocational trainee, an adult learner or a worker, the Europass offers everyone a clear, easy-to-use set of documents to show a potential employer or educational establishment what they have studied, what job experiences they may have, or what languages they can speak. The Report on Europass shows that this is valuable and cost-effective too. So, our message to citizens is: 'Show what you can do — with Europass!'" The Europass portfolio consists of five documents. The Europass CV (ECV) and the Europass Language Passport can be completed by citizens themselves, namely through an assisted online tool made available in 26 languages on the Europass portal, while the Europass Diploma Supplement, the Europass Certificate Supplement and Europass Mobility are issued to citizens by competent organisations when they have completed specific learning experiences. The total of Europass documents created online or issued to citizens since its launch comes up to more than 3.5 million.The Europass CV is at the heart of the initiative and its single most successful component so far. About 3.1 million Europeans have created CVs on the Europass portal since 2005, with more than 900,000 since the beginning of 2008 alone. The evaluation attributes this to the fact that the Europass CV is a useful tool for self-assessment based on learning outcomes (what a learner knows, understands and is able to do). The Europass portal has had more than 12 million visits since its launch in January 2005 and the trend is clearly upward, with almost 3 million visits in the first half of 2008. Surveys conducted for the evaluation have shown a high degree of user satisfaction. All of this confirms the relevance of the service provided and the high quality of the portal, which is developed, hosted and managed by Cedefop, the European Agency to promote the development of vocational education and training in the EU. However, while Europass CV is overall very successful, this is in particular with the highly-educated, and one of the findings of the report is that the representation of the low-qualified and the unemployed among the users of the Europass portal and the Europass CV needs to be improved. The overall conclusion of the evaluation report is that Europass is good value for money - a cost-efficient tool that is relevant to citizens' needs. The total annual budget of around €2.5 million covers both a network of national Europass centres and the running of the Internet portal. National Europass Centres (NECs), coordinated by the European Commission, play a crucial role in promoting the initiative. They also directly manage the Europass Mobility, a tool that describes skills acquired in a mobility experience, such as a participation in a student exchange or a work placement in another country. More than 100,000 such documents have already been issued. The evaluation report makes suggestions on how to extend the success of the ECV to all Europass documents. The uptake of both the Europass Diploma Supplement and the Europass Certificate Supplement has been below potential, and a stronger focus on learning outcomes – as opposed to learning inputs, such as the length of a learning experience or the type of institution – is seen as a promising way forward. With the support of Cedefop and the NECs, and in cooperation with guidance, employment and youth services in the Member States, the European Commission is planning to improve Europass on the basis of this first evaluation. A greater focus on learning outcomes and a wider outreach, in particular to the unemployed and the low-skilled, are among the key challenges to be tackled.
*Article from PublicTechnology.net
The report is based on an external evaluation which concludes that Europass is achieving its objectives as a cost-efficient mobility tool for citizens, and that the service it offers is relevant to their needs. More than 12 million visits to the Europass online portal since 2005 are proof of its success, as well as the fact that more than 3 million people have already generated their CVs using the resources on the Europass website, a target that was originally expected to be reached only in 2010. Ján Figel', the European Commissioner for Education, Training, Culture and Youth, expressed his satisfaction, saying: "In only three years, Europass is making rapid progress to becoming the standard reference for presenting one's credentials. Whether one is a student, a vocational trainee, an adult learner or a worker, the Europass offers everyone a clear, easy-to-use set of documents to show a potential employer or educational establishment what they have studied, what job experiences they may have, or what languages they can speak. The Report on Europass shows that this is valuable and cost-effective too. So, our message to citizens is: 'Show what you can do — with Europass!'" The Europass portfolio consists of five documents. The Europass CV (ECV) and the Europass Language Passport can be completed by citizens themselves, namely through an assisted online tool made available in 26 languages on the Europass portal, while the Europass Diploma Supplement, the Europass Certificate Supplement and Europass Mobility are issued to citizens by competent organisations when they have completed specific learning experiences. The total of Europass documents created online or issued to citizens since its launch comes up to more than 3.5 million.The Europass CV is at the heart of the initiative and its single most successful component so far. About 3.1 million Europeans have created CVs on the Europass portal since 2005, with more than 900,000 since the beginning of 2008 alone. The evaluation attributes this to the fact that the Europass CV is a useful tool for self-assessment based on learning outcomes (what a learner knows, understands and is able to do). The Europass portal has had more than 12 million visits since its launch in January 2005 and the trend is clearly upward, with almost 3 million visits in the first half of 2008. Surveys conducted for the evaluation have shown a high degree of user satisfaction. All of this confirms the relevance of the service provided and the high quality of the portal, which is developed, hosted and managed by Cedefop, the European Agency to promote the development of vocational education and training in the EU. However, while Europass CV is overall very successful, this is in particular with the highly-educated, and one of the findings of the report is that the representation of the low-qualified and the unemployed among the users of the Europass portal and the Europass CV needs to be improved. The overall conclusion of the evaluation report is that Europass is good value for money - a cost-efficient tool that is relevant to citizens' needs. The total annual budget of around €2.5 million covers both a network of national Europass centres and the running of the Internet portal. National Europass Centres (NECs), coordinated by the European Commission, play a crucial role in promoting the initiative. They also directly manage the Europass Mobility, a tool that describes skills acquired in a mobility experience, such as a participation in a student exchange or a work placement in another country. More than 100,000 such documents have already been issued. The evaluation report makes suggestions on how to extend the success of the ECV to all Europass documents. The uptake of both the Europass Diploma Supplement and the Europass Certificate Supplement has been below potential, and a stronger focus on learning outcomes – as opposed to learning inputs, such as the length of a learning experience or the type of institution – is seen as a promising way forward. With the support of Cedefop and the NECs, and in cooperation with guidance, employment and youth services in the Member States, the European Commission is planning to improve Europass on the basis of this first evaluation. A greater focus on learning outcomes and a wider outreach, in particular to the unemployed and the low-skilled, are among the key challenges to be tackled.
*Article from PublicTechnology.net
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