2014 Software Development Survey Results

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    22-Apr-2015

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As part of a collaborative effort to address workforce issues in the technology industry, TECNA and the University of Phoenix conducted a joint research study to identify professional competencies for critical roles in software development. In June 2014, 760 respondents from technology companies in more than 29 U.S. states and three Canadian provinces participated in a 22 question online survey. The findings provide a wealth of insight into the software development talent shortage and best practices to fill workforce gaps.

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<ul><li> 1. Software Development Competencies Survey Rico Singleton Director, Technology, Industry Strategy, Apollo Education Group July 16, 2014 </li> <li> 2. Agenda Survey objective Data collection process Population and sample Results Limitations Implications for stakeholders Next steps </li> <li> 3. Survey Objective Understand workforce development issues in software development occupations Mobile developer Application developer Web developer Question 1: What is the primary reason for the reported talent shortage in the software development sector (quantity or quality)? Question 2: What 3-5 most critical skills must individuals have to perform effectively in three high-demand software development roles in the next 2-4 years? Question 3: What education and certificates will be required by individuals in the next 2-4 years to perform successfully in three high-demand software development roles? Question 4: What are employers doing to cope with future anticipated skill gaps in three high-demand software development roles? </li> <li> 4. Data Collection Process Email invitations Email invitation with link to survey sent to TECNA members who were CEOs Survey Survey Monkey 22 questions Timing June 6-27, 2014 </li> <li> 5. Population and Sample Population Criteria 1.Manager or higher role or a recruiter 2.Organization employs or helps recruit software developers or software engineers Sample N = 760 29 states 3 Canadian provinces </li> <li> 6. Results: Percentage of Respondents by Industry and State Most represented industries Percent of sample Information technology 40% Independent software vendor 10% Other industry sector 8% Financial/banking/insurance 8% Healthcare/medical 7% Education 4% Professional services 4% Government 4% Telecommunications 4% Total 87% Most represented states Percent of sample Massachusetts 18% Pennsylvania 14% Idaho 14% Colorado 6% New Hampshire 6% Utah 5% Alabama 5% North Carolina 4% Georgia 4% Nebraska 4% Texas 3% Total 83% </li> <li> 7. Results: Percentage of Respondents by Size of Organization 25% 27% 29% 20% </li> <li> 8. Results: Current Position 50% Executives </li> <li> 9. Question 1: What is the primary reason for the reported talent shortage in the software development sector (quantity or quality)? Greatest talent shortage Is there a talent shortage? Yes 83% No 17% Application developer/programmer 61% Mobile developer 14% Other 14% Web developer 11% </li> <li> 10. 51% 4% 27% 17% 15% 19% 37% 30% 24% 23% 24% 30% 10% 54% 12% 23% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% The local market does not have an adequate supply of available workers entering the field (quantity of local available talent). The out-of-state market does not have an adequate supply of workers interested in migrating to occupy software development/engineering occupations (migration quantity of out- of-area available talent). The available workers do not have adequate skills and education to occupy software development/engineering occupations (quality of available talent). The available workers do not have adequate pre-existing experience to occupy software development/engineering occupations (experience gap). Question 1: What is the primary reason for the reported talent shortage in the software development sector (quantity or quality)? MOST SIGNIFICANT CAUSE LEAST SIGNIFICANT CAUSE </li> <li> 11. Question 2: What 3-5 most critical skills must individuals have to perform effectively in three high-demand software development roles in the next 2-4 years? Mobile Developer User interface design 67% Java 61% JavaScript 50% Software architecture 50% Object-oriented analysis and design 43% Application Developer/Programmer Software architecture 63% Java 59% Object-oriented analysis and design 49% SQL programming 48% Microsoft.NET (C#) 43% Web Developer User Interface design 65% JavaScript 64% Java 44% Software architecture 40% Extensible markup language 34% </li> <li> 12. Question 2: What 3-5 most critical skills must individuals have to perform effectively in three high-demand software development roles in the next 2-4 years? Most Critical Least Critical Mobile Developer Programming, development, and engineering (65%) IT Support (59%) Application Developer/Programmer Programming, development, and engineering (77%) IT Support (58%) Web Developer Web design and technologies (54%) Programming, development, and engineering (59%) </li> <li> 13. Question 2: What 3-5 most critical skills must individuals have to perform effectively in three high-demand software development roles in the next 2-4 years? ROLE 1: MOBILE DEVELOPER 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% Programming, development, and engineering Web design and technologies Databases and data warehousing Operating systems Network administration and security Business intelligence (including Big Data &amp; Business Analytics) Software testing and quality assurance IT Support 8 7 6 5 4 3 2 1 Numbers represent percent of individuals who ranked the skill from 1 to 8 (e.g., blue represents the percent of individuals who ranked programming as most critical) ROLE 1: MOBILE DEVELOPER </li> <li> 14. Question 2: What 3-5 most critical skills must individuals have to perform effectively in three high-demand software development roles in the next 2-4 years? ROLE 2: APPLICATION DEVELOPER/PROGRAMMER 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% Programming, development, and engineering Web design and technologies Databases and data warehousing Operating systems Network administration and security Business intelligence (including Big Data &amp; Business Analytics) Software testing and quality assurance IT Support </li> <li> 15. Question 2: What 3-5 most critical skills must individuals have to perform effectively in three high-demand software development roles in the next 2-4 years? ROLE 3: WEB DEVELOPER 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% Programming, development, and engineering Web design and technologies Databases and data warehousing Operating systems Network administration and security Business intelligence (including Big Data &amp; Business Analytics) Software testing and quality assurance IT Support </li> <li> 16. Are soft skills more, equally, or less important to success than technical skills? The top soft skill software developers/engineers (in all three roles) most need 39% Communication 26% Problem solving 28% Collaboration Soft Skills </li> <li> 17. Question 3: What education and certificates will be required by individuals in the next 2-4 years to perform successfully in three high- demand software development roles? Mobile Developer High school Academic certificate Associates degree Bachelors degree Masters degree Doctorate 10% 5% 22% 60% 2% 0% Application Developer/programmer High school Academic certificate Associates degree Bachelors degree Masters degree Doctorate 8% 3% 11% 71% 7% 0% Web Developer High school Academic certificate Associates degree Bachelors degree Masters degree Doctorate 12% 7% 26% 54% 2% 0% </li> <li> 18. Question 3: What education and certificates will be required by individuals in the next 2-4 years to perform successfully in three high- demand software development roles? MOST NEEDED APPLE IOS COMPTIA MOBILE APP SECURITY MOST NEEDED MICROSOFT DEVELOPER CERTS ORACLE (SUN) CERTIFIED JAVA CREDENTIALS MOST NEEDED MICROSOFT DEVELOPER CERTS GOOGLE APPS FOR BUSINESS </li> <li> 19. Question 4: What are employers doing to cope with future anticipated skill gaps in three high-demand software development roles? 69% of employers are taking action Coping mechanisms Conducting internal training 68% Offering internships for students 64% Retraining employees 53% Network building 51% Outsourcing work 42% Hosting special events 38% Establishing community college partnerships 29% Hiring virtual employees 24% </li> <li> 20. Potential Limitations Perception versus Reality Sample Representativeness </li> <li> 21. Implications? Employers Education Technology Councils </li> <li> 22. Employers Education Talent shortage Critical skills Degrees Coping Partner with local educational institutions to increase pipeline Partner with local educational institutions to educate and offer expertise Evaluate consequences of not taking action Evaluate ROI of training to fill quantity gap Implement programs to increase student interest in pursuing relevant career opportunities Evaluate curriculum to ensure focus on most critical technical and soft skills Evaluate and adjust the mix of program offerings-- certificates, associates and bachelors degrees--to sustain the talent pipeline Law of Attraction Identify creative outsourcing resource partners Create a regional software alliance Focus on specific deliverables and language support Conduct additional studies on upcoming language Organic growth through K-12 and universities Partner with Code.org CS in HS curriculum/train teachers Provide a forum through councils for companies to ideate solutions, merge resources/efforts Technology Councils </li> <li> 23. Next Steps Fall 2014 Virtual roundtable with industry / education leaders Early 2015 Full report of findings </li> </ul>