You are invited to meet with Bill Golden, CEO of USAJobZoo.com, USADefenseIndustryJobs.com and IntelligenceCareers.com to discuss the job market of 2011 through 2017.

Cost: FREE

Date Jun 22/Wed & Jun 25/Sat

Time: 9:30am-3:30pm … with a light lunch served from 12-1PM at no extra charge.

Place: Ridgefield Office Center 4391 Ridgewood Center Dr Suite B Woodbridge, VA 22192-5399

This will be a ‘comprehensive’ six hour seminar covering:

* Economics 101 – the state of our current economy

* The impact of politics and policies on employment

* Employment trends across a wide range of industries

* Understanding opportunities in the defense and intelligence industries

* Discovering new career opportunities

* Determining your marketplace value

* Determining if you should go back to school

* Identifying relevant career opportunities

This seminar is appropriate for all levels of job seekers that are ‘professionals’ with a definable skillset, or that are engaged in studying for a careerfield.

A benefit of attending this seminar is that your resume will be evaluated after the event, your general market value estimated in up to three job markets, and we will work to identify relevant opportunities with specific employers.

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About your presenter

This seminar will be given by Bill Golden, a senior career advisor for more than 140 career information blogs that are sponsored by USAJobZoo.com and USADefenseIndustryJobs.com, aka IntelligenceCareers.com

Bill’s background includes almost 35 years working within defense and intelligence, either in operations (’75-96) or as an industry analyst and consultant (’96-present).

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Preregistration

Preregistration is required!!

We normally have a full house ~~ often too many.

Preregister for:

~~ June 22/Wednesday: http://events.constantcontact.com/register/event?llr=gw9u9acab&oeidk=a07e3xqbtww3cb5f751

~~ June 25/Saturday: http://events.constantcontact.com/register/event?llr=gw9u9acab&oeidk=a07e3xqbtzg68c7ddf5

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Why this seminar is free

USAJobZoo.com, USADefenseIndustryJobs.com and IntelligenceCareers.com represent a combined 90,000+ job listings for professionals across the USA and in 28 countries.

We are earn our way in life in getting you to use one of our recruiting websites and applying to employers. The more professionals that apply to companies puts more money in our pockets for a job well done.

We also hope to help you become successful in your job search. A bit of good advice just might get you a great job and your company will probably need someone like us to find more professionals. Your recommendation of us to your employer matters.

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SOURCE IntelligenceCareers.com

Customer Service, 1.800.919.8284 or customerservice@intelligencecareers.com

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SAN FRANCISCO, CA /PRNewswire/ ~~ Game Developer magazine, the leading game industry publication, has released the results of its tenth annual Game Developer Salary Survey, this year contrasting increasing salaries for mainstream game developers with continued strides for independent creators.

The Game Developer Salary Survey is the only major publicly-released analysis of salaries in the worldwide video game industry, and provides an exhaustive breakdown of salaries and benefits at major game studios by discipline, job function, experience level, region and gender. For the last two years, the survey has also charted the growing worldwide independent game industry.

By the numbers, the traditional American mainstream video game industry – including salaried participants in the AAA console and emerging social/online game areas – saw a seven percent salary increase in 2010 over 2009, reaching $80,817 (the survey does not track total numbers of employed game creators). Elsewhere, independent contractors earned an average of $55,493, while self-identified ‘independent game’ team members trailed with a $26,780 average, an increase of over $6,000 from the previous year’s survey – showing swift indie growth.

Highlights of specific findings per category for the salaries game developer survey are as follows:

~~ Programming: Programmers continue to be some of the highest paid talent in both the console and online game industry, after production and those in the business and legal sectors, with an average annual salary of $85,733. Salaries for programmers increased some $5,000 over 2009 numbers, except in entry-level positions, which saw a $1,000 decrease in salary.

~~ Art & Animation: Similar to last year’s figure of $71,071, artist and animator salaries hold steady at $71,354, with the slight bump in compensation coming from pay raises for art directors.

~~ Game Design: The design discipline also saw a slight boost from 2009 numbers, with the average salary being reported at $70,223. Designers saw little movement in 2010, as the discipline has been one of the most stable where compensation is concerned.

~~ Production: After seeing an overall salary dip in 2009, producers rebounded with an increase of over $13,000, for a total average salary of $88,544. This could be attributed to the depth of experience that survey respondents reported (over half had more than six years of experience), or the shift toward social games, which pay producers closer to Web 2.0 project management salaries. Female employees continue to be best-represented in this field, with 17 percent of the respondents being women.

~~ Audio: Sound designers and composers earned an average of $68,088, with 15 percent of respondents reporting that they earned less than in 2009. The category typically has a low response rate, due to the fact that there are few full-time audio professionals employed in games, but individuals in the field are those most likely to receive royalties for their work.

~~ Quality Assurance: Home to many entry-level game industry positions, quality assurance remains the lowest paid discipline, with an average salary of $49,009 being reported. Similar to industry employees working in production, the 2010 salary bump over 2009′s $37,905 figure could be a result of those individuals working in web game-centric industries and with more complex testing skills.

~~ Business: Business and legal employees remain the highest paid in the industry across all levels of experience, with the average salary being reported at $106,452. Along with having the second-highest numbers for female representation, those working in business and legal are also more likely to receive additional compensation, with 85 percent of respondents reporting that they had.

In the “self-reportage” area of the survey, where developers can voice their thoughts about working in games, we saw that in spite of the vastly greater average income, salaried game developers had a sometimes bleaker outlook on the industry. Anecdotally, these respondents stated that working in the traditional structure is “frustrating,” lamenting that larger studios are “trimming talent” and crunching harder.

Meanwhile, independent developers, though they made far less money, felt the industry was more fertile and innovative than ever, praising the arrival of new platforms and revenue streams, even going so far as to call 2010 “the year of the indie.”

About the UBM TechWeb Game Network

A core provider of essential information to the professional game industry, the UBM TechWeb Game Network – formerly known as the Think Services Game Group – offers market-defining content, and drives community through its award winning lineup of print, online, event and research products and services. These include the Game Developers Conference®, the Webby Award-winning Gamasutra.com and network of sites, the Game Advertising Online ad network, the Game Developers Conference® Online, the Game Developers Conference(TM) Europe, the Game Developers Conference(TM) China, the Game Developers Conference(TM) Canada, Game Developer Magazine, Game Developer Research, the Game Career Seminars and GameCareerGuide.com, the Independent Games Festival and Summit, and the Game Developers Choice Awards.

About UBM TechWeb, a division of United Business Media

UBM TechWeb, the global leader in technology media and professional information, enables people and organizations to harness the transformative power of technology. Through its core businesses – media solutions, marketing services and professional information – UBM TechWeb produces the most respected and consumed brands, applications and services in the technology market. More than 14.5 million business and technology professionals (CIOs, IT and IT Support managers, Web & Digital professionals, Software and Game developers, Government decision makers, and Telecom providers) actively participate in UBM TechWeb’s communities. UBM TechWeb brands includes: global face-to-face events such as Interop, Game Developers Conference (GDC), Web 2.0, Black Hat and VoiceCon; large-scale online networks such as InformationWeek, Light Reading and Gamasutra; research, training, and certification services, including HDI, Pyramid Research, and InformationWeek Analytics; and market-leading magazines such as InformationWeek and Wall Street & Technology. UBM TechWeb is part of UBM, a global provider of media and information services for professional B2B communities and markets.

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CONTACT: Sibel Sunar / Brian Rubin fortyseven communications (323) 658-1200 / (212) 391-4707 sibel@fortyseven.com / brian@fortyseven.com

Ben Veechai / Vanessa Alvarado UBM TechWeb Game Network (415) 947-6280 / (415) 947-6207 ben.veechai@ubm.com / vanessa.alvardo@ubm.com

SOURCE UBM TechWeb Game Network

UBM TechWeb Game Network

While Majority of Those Bonus Eligible Expect a 2010 Bonus, 45% of Employees Don’t Expect a Pay Raise in 2011; Employees Report Highest Rate of Health and Dental Benefit Cuts in Two Years

SAUSALITO, CA /PRNewswire/ Despite recent economic reports that show jobless claims down for several consecutive weeks, employees reveal mixed feelings about what is in store at their employer, for the overall job market and their pay check in the year ahead. According to the Q4 Glassdoor.com® Employment Confidence Survey of 2,118 U.S. adults aged 18+ conducted on its behalf by Harris Interactive®(1), employees are more confident in their job security and company’s outlook in the next six months than they were in the third quarter. However, this optimism is not universal as employees remain pessimistic about pay raises and have grown more uncertain about the job market since last quarter.

This varied sentiment may be influenced by the types and frequency of employer-initiated actions and cuts that impact employees and their jobs. In the fourth quarter, 40 percent of employees(2) reported their employers made changes to the number of staff, organizational structure, compensation and benefits, or other perks in the past six months, which is down from 55 percent in the fourth quarter of 2009 when the majority of these job actions involved layoffs or layoff plans. In the past year, the highest incidence of employer actions shifted to compensation changes or cuts. This quarter, more than half (52 percent) of employees who reported at least some change indicated their company made changes to or reduced compensation in the past six months, up from 50 percent a year ago. One in four (27 percent) said their own compensation (pay, bonus, etc.) was reduced during the same period. However, layoff reports dropped 11 points year-over-year with 46 percent of employees reporting their employers initiated or communicated layoffs in the past six months.

While reported cutbacks in other areas declined or remained at the same level from the third quarter, health and dental benefit cuts peaked at the highest level in two years following steady quarterly increases. This quarter, 28 percent of employees who cited at least some changes reported cuts to their health and dental benefit in the past six months, compared to 22 percent in the third quarter and 17 percent in the fourth quarter of 2009. Meanwhile, employees reported fewer cuts in perks (i.e. commuter subsidies, free food, tuition reimbursement) (12 percent) and hiring freezes (24 percent) than in previously reported quarters. The rates for furloughs, unpaid leave and/or mandatory vacation (17 percent) as well as job restructurings/redundancies (11 percent) remained unchanged from the third quarter.

“Employees are getting mixed signals from their employers and the market, so it’s no surprise employee confidence in the fourth quarter reflects a mixed bag of optimism and caution,” said Rusty Rueff, Glassdoor.com career and workplace expert, who has run global HR departments at Electronic Arts and PepsiCo before co-authoring Talent Force: A New Manifesto for the Human Side of Business. “Employment confidence is very personal. While there are some recent positive indicators in the labor market, these don’t capture the wide range of employer cuts and other actions employees see and feel on a regular basis. Employee sentiment about their job, company and market will likely remain tempered until they see consistent and sustained periods of growth, fewer cutbacks at work and among their friends’ companies, and more people getting hired into positions that were either eliminated or put on hold during the recession.”

The Glassdoor Employment Confidence Survey highlights four key indicators of employee confidence in the areas of salary and bonus(3) expectations, job security, job market/re-hire probability and company outlook. The fourth quarter highlights are below:

Compensation: 45% of Employees Do Not Expect Raise; Majority of Those Bonus Eligible Expect 2010 Bonus; Men Significantly Outnumber Women on Bonus Eligibility and More Likely to Expect Bonus Increases

Employees are less confident about getting a pay raise in the next 12 months than in the past two quarters. Nearly half (45 percent) of employees report they do not expect a pay raise in the next 12 months while approximately one-third (36 percent) believe they will and 19 percent are unsure. Those who think they will receive a pay raise is down one percentage point from the third quarter and five points from the fourth quarter 2009. Those in the West are even less optimistic where more than half (55 percent) do not expect a pay raise in the next 12 months, up from 48 percent in the region in the third quarter, compared to those in the Northeast (44 percent), Midwest (42 percent) and South (43 percent).

In the annual supplemental year-end bonus question, 75 percent of employees reported being bonus eligible, which breaks down to 79 percent of men and 71 percent of women. Of those bonus eligible, the majority (58 percent) expect a bonus while one-third (37 percent) do not. By comparison, in the fourth quarter of 2008 shortly after the market crashed, 57 percent said they expected a bonus while 40 percent did not. Of those who currently expect a bonus, 21 percent expect it to be more than their last bonus, 47 percent expect it to be the same and 16 percent expect it to be less while another 16 percent are unsure. Of those bonus-eligible, more men (62 percent) than women (53 percent) expect a bonus; and, of those who expect a bonus, twice as many men (16 percent) than women (7 percent) expect an increase in this year’s bonus over their last.

Job Security: Layoff Concerns for Self, Coworkers Drop

After edging up in the third quarter, employee concerns about layoffs dropped in the fourth quarter. Employees concerned that they could be laid off in the next six months decreased to 17 percent, down three points from the third quarter and the year-ago quarter (20 percent). Layoff concerns are highest among those 35-44 (21 percent) and more so among men in that age group (25 percent) compared to women (16 percent).

Employee concern for coworker layoffs also dipped slightly in the fourth quarter, with 31 percent reporting concerns their coworkers could be laid off in the next six months, down from 33 percent in the prior quarter. This is a considerable decrease from the fourth quarters of 2009 (39 percent) and 2008 (42 percent).

Job Market: Optimism Rises among Unemployed Job Seekers; Employees More Uncertain in Ability to Get Rehired

For the first time in a year, slightly more unemployed job seekers think it is likely (31 percent) that they will land a job in the next six months than those who believe it is unlikely (27 percent) while one-third (34 percent) remain uncertain. However, despite recent positive job data, employed adults (including those self employed) reveal greater uncertainty in the job market in the fourth quarter than in the prior seven quarters. If they lost their job, one-third (33 percent) report they are uncertain whether they could find a job matched to their experience and compensation levels in the next six months, up from 28 percent last quarter. This sentiment is pretty evenly split among those who think it is likely (34 percent) and those who think it is unlikely (32 percent). Not surprisingly, optimism in the ability to land a new job in the next six months is highest among younger workers 18-34 (43 percent) compared to those 35-44 (36 percent), 44-54 (26 percent) and those 55+ (26 percent).

Company Outlook: Greater Optimism — 4 Point Increase in Expectation for Company to be “Better”

In the fourth quarter, 42 percent of employees (including those self-employed) reported they expect their company outlook to get better in the next six months, up from 38 percent in the third quarter. Only nine percent expect their company’s outlook to get worse in the next six months, down from 13 percent in the third quarter, and 10 percent in the year-ago quarter. Nearly half (48 percent) expect their company’s outlook to stay about the same. Twice as many employees in the West (15 percent) expect their company’s outlook to get worse in the next six months than those in the Northeast (7 percent) and South (7 percent).

For more details and methodology of the survey, see the Glassdoor.com Confidence Survey Summary and Methodology, http://www.glassdoor.com/press/.

(1) This survey was conducted online within the United States by Harris Interactive on behalf of Glassdoor from December 27- 29, 2010 among 2,118 adults ages 18 and older of whom 1,279 are employed full time, part time and/or are self employed, 1,157 are employed full time and/or part time and 151 are unemployed but looking. This online survey is not based on a probability sample and therefore no estimate of theoretical sampling error can be calculated. For full survey results and complete methodology, please contact individuals listed below.

(2) For the purposes of this study “employees” were defined as U.S., adults 18+ employed full time and/or part time unless otherwise indicated.

(3) The bonus supplemental question is typically administered during the fourth quarter.

About Glassdoor.com

Glassdoor.com is a career and workplace community giving a free inside look at jobs and companies. Glassdoor enables employees, job seekers, employers and recruiters to simultaneously see – for the first time – unedited opinions about a company’s work environment along with details on salary, company reviews, as well as benefits and CEO approval ratings. Glassdoor, founded in 2007 with a public beta version launched in June 2008, has since offered job interview questions and reviews, office photos as well as career advice. Headquartered in Sausalito, Calif., Glassdoor was founded by Richard Barton, Robert Hohman and Tim Besse and has raised $9.5 million from its founders, Benchmark Capital and Sutter Hill Ventures.

About Harris Interactive

Harris Interactive is one of the world’s leading custom market research firms, leveraging research, technology, and business acumen to transform relevant insight into actionable foresight. Known widely for the Harris Poll and for pioneering innovative research methodologies, Harris offers expertise in a wide range of industries including healthcare, technology, public affairs, energy, telecommunications, financial services, insurance, media, retail, restaurant, and consumer package goods. Serving clients in over 215 countries and territories through our North American, European, and Asian offices and a network of independent market research firms, Harris specializes in delivering research solutions that help us – and our clients – stay ahead of what’s next. For more information, please visit www.harrisinteractive.com.

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SOURCE  Glassdoor.com

CONTACT: Samantha Zupan, +1-925-324-3954, or Dawn Lyon, +1-415-846-4706, pr [at] glassdoor.com, both of Glassdoor.com

Web Site: http://www.harrisinteractive.com