The Questions:

What are some job titles for a technology department and what are appropriate pay levels?


My Comments:

I just finished building a group of web pages dealing with the structure and pay for a technology department. When I was in Corsicana we did extensive work on this subject and a number of surveys on pay. Prior to that, in Bandera, we also reviewed pay scales for technology workers. At both locations, I surveyed schools and businesses, locally and around the state, over a number of years. After seeing a number of questions on this subject on the listserve I dug out the data I collected over the years and put it on a web site I was building as an example for my BCIS II students. (I am having them create on-line resumes and portfolios for their end of the year project.) http://www.dirkdykstra.com/WorkExamples/TechDeptJobs.htm

The information includes the detailed job descriptions for the positions. The biggest problem with just comparing salaries is that the job requirements and job duties are vastly different. As I reviewed jobs from one school to the other I found that one place hired a local guy with no knowledge about computers or networks and used all on-the-job training. Naturally, this person should not receive the same amount of money as someone who comes in with A+ certification and Network + certification. Also, aides are now required to be highly qualified. Are these "technicians" highly qualified? If someone has an associates degree from TSTC in computer repair, should they not receive more money? Yet all of these may be listed as PC technicians. In my survey, I tried to eliminate the under-qualified from the salary reviews to determine what a truly qualified computer repair technician, or other qualified technician, should make. Then the local district can come down off of that when they decide to hire someone with fewer qualifications.

In many cases, especially remote rural towns, there are few choices when hiring. I encourage those in small towns who must hired under-qualified to provide training to these staff members. The proper care and repair of computers can greatly extend their life and reduce downtime. The investment in quality staff is well worth it and training for your staff is even more critical. I also advise that you provide appropriate raises to your staff as they attain certifications. This is listed in the industry, time and time again, as the number one factor in retention. Train, certify, and give a raise. Over and over on surveys, the technical workers in the U.S. list this approach as the most satisfying and the most likely to keep them at their current employer.

In Corsicana, I built a salary scale with this information that shows what will automatically happen when certification and training levels improve. However, the staff had to reach those levels before budget time or they had to wait another year for their raise. It definitely motivates them. If you have any questions, let me know. If you want any of the job descriptions in .DOC form so you can work with them, just ask and I'll send them.

Good Luck,

Dirk D Dykstra