Mass Bay PMI Chapter Career Clinic Session 2: Contract Assignments for Project Managers Angelo Simao, Director, Sullivan & Cogliano Ext

It’s good to be ‘PMI’d’… The 2010 PMI Pulse of the Profession study found : Better project performance in organizations with more than 35% PMP certified project managers A 2007 PricewaterhouseCoopers survey says 80% of high- performing projects use a credentialed project manager –Certified Associate in Project Management (CAPM) ® –Project Management Professional (PMP) ® –Program Management Professional (PgMP) ® –PMI Agile Certified Practitioner (PMI-ACP) ® –PMI Risk Management Professional (PMI-RMP) ® –PMI Scheduling Professional (PMI-SP) ®

Contracting statistics Staffing firms match millions of people to jobs million people are employed by staffing companies every day 11.2 million temp and contract employees are hired by U.S. staffing firms in one year 79% of staffing employees work full time, virtually the same as the rest of the work force. Source: American Staffing Association

Pros and Cons of contract assignments Some Pros: Flexibility in choice of or types of projects and firms Paid for all hours worked (hourly vs. salary) Choice of geographic locations is unlimited. Less office politics Some Cons: May be viewed differently than employees Fewer site perks or ‘invitations’ Adjusting to new environments and moving around

Flexibility People choose when, where, and how they want to work 66% say flexible work time is important to them 64% want scheduling flexibility and time for family 90% of client businesses say staffing companies give them flexibility to keep fully staffed during busy times Source: American Staffing Association

Bridging Temp and contract work can provide a bridge to permanent employment. 88% temp or contract work made them more employable. 77% say it’s a good way to obtain a perm job 80% of staffing clients say staffing firms offer a good way to find people who can become permanent employees. Source: American Staffing Association

Choice Many choose temp and contract work as an employment option 67% say choice of assignments was an important factor in their job decision 23% have little or no interest in a permanent job - they prefer the alternative arrangement over traditional employment 33% say they work for a staffing company because they like the diversity and challenge of different jobs Source: American Staffing Association

Do’s and Don'ts of contract assignments DO be reasonable, honest and professional in ALL dealings with everyone. DO be reliable and punctual and pay attention to the details. DO treat others like they truly matter DON’T assume you are the only one capable and in play DON’T discount lower pay for interesting work if… DON’T act like you know you are the ‘savior’ even if… Remember: You create your own reputation...it follows you.

Contract assignments to stay away from Avoid projects that do not have a defined deliverable. If the client doesn’t know what they want they will never be satisfied with the results they get. Avoid revolving doors: Why did last PM leave? Check… Avoid those that sound too good and promise everything. Avoid salary or rates dramatically higher than ‘normal’. Care to share any others?

Assignments with the greatest potential ‘Contract to perm’ if looking for full time employment ‘Variety or depth’ to open doors as a career contractor Projects that revolve around new or growing technologies increase value in an organization or in the marketplace. Exposure to project portfolio management (PPM) or other PM specializations like Agile, Risk Management…

Terms and conditions to look for Defined goals and objectives Reasonable timelines Availability resources Ease of acquiring necessary resources Possible extensions or expansions to new projects after an assignment Does the agency have a good track record? How does the agency service or support contractors? Anything available beside just a rate?

Different types of recruiters Retained Search Consultants Contingency Search Consultants Employment Agents Contract Recruiters, Internal and External Internal Corporate Recruiters H.R. Staff Recruiters and Screeners Agency Recruiters

Can do… Access and knowledge before jobs "broadcast" “Coach" to sell yourself and handle questions Compare strengths and weaknesses Help manage and prepare for interviewing Set accurate ‘price’ Provide more job opportunities Keep confidentiality In-depth knowledge and insider view Make you aware of the steps in the process

Can’t do… ‘Get’ you the job Counsel you on life matters Perform magic Analyze every single resume Usually not enough time to offer advice about making a move Tell you what to pursue down the road Give lengthy advice about a job or career change…

What you should expect from a recruiter Honesty Communication Professional courtesy Respect Knowledge Organization Transparency Patience

What a recruiter expects from you Honesty Communication Professional courtesy Respect Knowledge Organization Transparency Patience

Develop a relationship with your recruiter Don’t burn bridges Keep in touch periodically…regardless Share information Call or to offer something Refer others Write a testimonial (if deserved)

It is one of the most beautiful compensations of this life that no man can sincerely try to help another without helping himself. Ralph Waldo Emerson

Tonight’s Sullivan and Cogliano Hosts Angelo Simao, Director of Sales ext. 257 – Andrew MacLennan, Senior Resource Manager ext. 777 – Brian St. Louis, Account Manager ext. 126 – Michael Young, Resource Manager ext. 238 – Mike Rana, Director of Internal Operations ext.722 –