(Resource: CPST Comments, March 2000, also http://www.ams.org, also Bureau of Labor Statistics, Occ. Outlook Handbook)

Public Relations Opportunities
    Public Relations Specialists assist in determining public relations goals and coordinate activities, representing firms or a client to their best advantage and promoting their goods and corporate goals.  They supervise the use of the organization’s name and logo, as well as developing and maintaining a positive corporate image with the media. They may serve as liaison between press and management, prepare press releases, write speeches and develop presentations for executives. Public Relations Specialists also write and edit newsletters and other internal communications. A college degree is required in English, Communications, or related majors.                  
    A Public Relations Assistant is usually involved in research.  They may also write copy for corporate publications and coordinate seminars and public events. It is important that they understand the vision of the corporation and communicate it to the media. Most companies recruit college graduates with excellent technical skills. Bilingual ability is an advantage, as well as being able to adapt to a fast-paced environment.  
    Speech Writers must have the ability to write thoroughly researched, rhetorically interesting speeches and presentations. They must compose video scripts, bylined articles and speeches for senior management. They may also assist in the conceptualization and composition of annual reports. Most speech writers have at least a Bachelors’ degree in English or a related field. A Masters or MBA is preferred, and an extensive knowledge of current affairs and information technology are prerequisites for the job.    
    Public Affairs Representatives are concerned with building a positive relationship with the community at large through corporate programs and philanthropic efforts. Public affairs activities are generally seen as being less direct and more altruistic than public relations activities. Professionals in this field may develop and coordinate community events, as well as providing organizational and administrative support. They often serve as a corporate spokesperson, interfacing with the media.  They often write and edit corporate newsletters, speeches and press releases, as well as managing corporate philanthropy programs. The educational requirements include a degree in Communications, English or a related field as well as understanding the industry and the community. 
    Community Relations Specialists contribute and support public relations and marketing efforts for public events in the community. A degree in journalism, communications, English or a related Social Science major is usually required. Some experience in writing, editing, public relations and desktop publishing will be required.   
(Resources: The Serenus Press, Bureau of Labor Statistics’ and Occ.Outlook Handbook 2001)

Diversity and the American Bar Association  
    The Supreme Court’s nine justices have been subjected to growing attacks since l998 for not hiring more minorities and women as law clerks. Currently there are about 500 minority law clerks in the nation’s courts. Statistics showed that minorities comprise only 8 percent of the nation’s lawyers and only 15 percent of the nation’s law students are minorities.  The American Bar Association unveiled several strategies for boosting the number of minorities who work as judge’s law clerks in the federal and state courts, as well as promoting initiatives aimed at increasing diverse views about the law and the effects of judicial decisions.  The ABA President has been concerned about having more racial and ethnic minorities become lawyers. He emphasized the need to increase diversity at all levels of the legal profession.  One initiative aims to get a dozen law schools and at least 10 judges to coordinate efforts to have each judge hire at least two minority law clerks over the next five years. The second will arrange for up to six minority law school students to work as “exems” for federal judges in Chicago, exposing those students to the judicial system as well as opportunities for mentoring and guidance. (Chicago Tribune, June 2000)  
Immobile Americans?
    Last year’s government data released in July 2000, showed that Americans are moving less than their parents did in the l950s and l960s.  The study also noted that they are less likely to move than at any other time since the US Census Bureau began keeping data on mobility in l947.  This information is contrary to opinions that modern society is living in a fluid, rootless environment. There may be many factors at work. The “American Dream” of home ownership is very much in evidence, with more Americans owning homes than ever before. In the first quarter of this year, home ownership reached a record 67.1 percent, according to the US Department of Housing and Urban Development. Once families buy a home, they are often less likely to go through the effort of selling their homes and moving to another location. Renters were more than three times as likely to change homes than homeowners. Most analysts agree that an aging and increasingly sedentary population of baby boomers is probably a key factor.  As a rule, Americans move more when they’re in their twenties and thirties.  Last year, nearly one third of people in their twenties changed residences; only 5 percent of those 65 moved. The prosperity of the l997 to 2000 economy has encouraged people to place an increased emphasis on quality of life over career issues.  New forms of work, such as telecommuting and Internet entrepreneurship, could have an impact on Americans’ increasing propensity to stick with their current home and job. Most moves are local. Growing families and prosperity usually encourages people to trade up to a bigger house.  The “empty-nesters” are trading down to something smaller.      
    Two-thirds of Americans who move stay in the same county.  When Americans do move to other states, they typically head for warmer and milder weather. The West and the South scored the biggest gain of any region, attracting a net immigration of close to 300,000 people.
     Southern California’s strongest population increases between l990 and l999 came in its outlying areas where the availability of affordable housing was a major incentive.  Since l996, California has seen a big increase in residents from other states, including Californians who have returned home as the economy has improved. In the latest census estimates, Palmdale led all cities in Los Angeles County in population growth, with a 44 percent increase in population, as the 11th fastest-growing big city among those with populations of 100,000 or more.  Lancaster (LA County) posted a gain of almost 26 percent, with the city of Moorpark as Ventura County’s second highest, with 19 percent gain in population.
     Officials in the state Department of Finance, which also compiles population data, said Southern California’s growth has been even greater than that reported by the Census Bureau.  By the state agency's measures, the Census Bureau has underestimated California’s population by more than 1 million people. With the dark clouds of a slowing economy, more factors may increase the mobility of the population as the economy contracts and changes. Many people may be rethinking their need for a better job, as they face the prospect of not having a job. In addition, dual-income families typically have to find two new jobs when they move, not one. (Washington Bureau and the Daily News, Oct. 20, 2000 and The Christian Science Monitor Online, July 12, 2000.)

Would You Be A Happy Telecommuter?
    There may be many descriptions of “telecommuting”, but to qualify as a telecommuter, an employee must receive pay for work done at an alternate site, not just be an employee that takes work home. (Some self-employed workers act very much like a telecommuter.)  Alternate worksites for telecommuters include the home, telecenters, and satellite offices. Most telecommuters in the United States are working from their homes and telecommute one or two days per week.  Some employers have formal programs with policies and procedures; other companies may organize telecommuting rather informally.  Employers with formal telecommuting programs often provide equipment such as computers, Internet access, extra phone lines and technical support. Personnel may share office space and equipment while in the office. Telecommuting offers challenges and benefits to both employers and employees. Employees may have greater flexibility, fewer distractions and reduced stress. Employers may reap the benefits of greater productivity from their staff, reduced need for office space and lower real estate costs. Employers may be able to hire more part-time workers and reduce the costs of benefit packages. Often, having a more dispersed staff calls for constant updating of equipment and the need for costly cutting-edge technology. The following self-assessment may be helpful in making a decision about being a telecommuter:  

     1.)  Would you consider yourself self-disciplined, a self-starter, and able to work independently?
     2.)  Do you complete projects on time with a minimum of feedback and supervision?
      3.)  Have you exhibited time-management skills and strong organizational ability?
      4.)  Do you have a history of being results-oriented, setting priorities and deadlines?  
      5.)  Can you remain focused on your work when you have distractions at home?
     6.)  Would you be able to adjust to the isolation of working alone?
     7.)  Do you set goals for yourself and work toward your goals in a structured manner?
     8.)  Do you have a good grasp of your organization’s procedures, policies and culture?
     9.)  Can you maintain a well-established work pattern and communication style?  
    10.)  Do you communicate well with coworkers and your supervisor?
    11.)  Are you a problem solver? Are you a creative thinker? Are you a life-long learner?
    12.)  Do you have a strong job performance history?  
If you were positive about the majority of the questions, then you may be the kind of person who would enjoy the telecommuting experience. (Resource: Questions adapted from the Oregon Office of Energy)
Office Dress
    First came “Casual Fridays” and then the Casual-Dress Summers. Now, in keeping with the biggest business-fashion change of the century, white-collar offices are going all casual. Lawyers have traded in their dark suits and white shirts for Gap, Banana Republic, and Land’s End attire. Some firms are helping their staff make the transition by hiring fashion consultants. A few rules, however, do apply to non-Internet firms, although not to all dot.coms.  Shorts, Spandex, sweatpants, and miniskirts are considered a little too casual. It may be best to save the flip-flops and Hip-Hop t-shirts for the weekend. (Resource: Cam Report, Career Movement and Management Facts, E. Lancing, Michigan)  

High Salaries for Recent Graduates

 

Bachelor's Degree	Average starting salary	Increase over July 1999
Selected Majors	July 2000	(percent)
	$$
Accounting	36,919	7.1
Computer engineering	49,505	9.6
Computer science	48,740	7.5
Economics or finance	37,502	7.5
Electrical engineering	48,492	10.5
English language and literature	29,845	9.5
History	31,359	5.9
Industrial engineering	45,612	10.6
Information systems	43,402	5.1
Marketing or marketing mgmt.	33,141	5.4
Political science	37,748	11.8
Psychology	28,674	8.9

(Resource: http://www.nace web. org, or call and ask for the National Association of Colleges and Employers at 1 (800) 554-5272)  
    Please note: starting salaries do not reflect the amount that workers may earn after a few years; “earning potential” may vary by industry, personal factors, opportunities to advance or important job experiences. Many majors, such as psychology, require advanced degrees beyond the bachelor’s degree to have full professional standing and earning potential.)

Fastest Growing Occupations 1998-2008
    These 20 occupations are expected to account for 38 percent of all new jobs in occupations requiring at least a bachelor’s degree.
 

Occupation	Percent change
Computer engineers	108
Computer systems analysts	94
Database administrators	77
Physician assistants	48
Residential counselors	46
Engineering, natural science and computer info. systems managers	43
Securities, commodities, and financial services/sales agents	41
Speech-language pathologists/audiologists	38
Social workers	36
Biological scientists	35
Occupational therapists	34
Physical therapists	34
Teachers, special education	34
Medical and health services	33
Computer programmers	30
Management analysts	27
Designers (all others, except inter. design)	27
Teachers, preschool	27
Electrical and electronic engineers	26
(Total, all occupation requiring a bachelor's degree or more)	21

                                                                                                                                 (Resource: Occupational Outlook Quarterly, Fall 2000 and the US Department of Labor)                                                                     
 

Outlook For College Graduates, 2000-2008
The Bureau of Labor Statistics has good news for job-seekers with bachelor’s degrees, for the projection for the future seems to be promising.  Although the nation may be experiencing a cooling economy, the total college-level job openings between l998 and 2008 will nearly equal the number of college-educated entrants to the labor force.  In addition to a favorable job market, college graduates can expect other benefits associated with more education, notably lower unemployment and higher median earnings, than less educated members of the labor force.  In l998, the strong economy was reflected in a low overall unemployment rate of 4.5 percent. College graduates fared better than average with unemployment of just 1.9 percent. In terms of median earnings, college graduates earned about $41,000 in l998, compared with the $23,000 income of high school graduates. Some graduates will choose to enter occupations that do not require a bachelor’s degree, because they may not be able to match their skills and knowledge with a college-level position. As the college job market absorbs a greater proportion of college-educated entrants than in the past, college students’ expectations for high earnings and job satisfaction may also increase.          Students must also be aware that math, science, high tech and many business fields are high-pay and high demand fields. Many college graduates are often disappointed to find that many entry-level jobs may not pay the high wages that they were expecting. Students need to be aware of their values when they choose a college major. If they are looking for high wages, they must select a major that will prepare them for fast-growing, high-demand occupations. Many jobs with less demand often take longer to move up on the salary scale and may require additional degrees or technical skills.
    In addition to considering an appropriate college major or field of study, prospective employers evaluate job applicants on a number of criteria. Students’ overall grade point average, internships, fieldwork, volunteer experience, evidence of leadership and strong communication skills, are all factors that employers consider when reviewing job applicants. Taking advantage of Career Centers to assist with job search preparation services and experiential education opportunities, such as job shadowing, may give the graduate an advantage over other applicants. The importance of a professional resumé and time spent on job interviewing practice are often vital strategies overlooked and undervalued by college graduates. (Resource: Occupation Outlook Quarterly, Fall 2000 and the GCC Career Center web site.)
Hot Jobs In High Tech
    The economy is slowing in 2001, but the 1.2 million graduates of the class of 2000 entered a fairly strong job market  due to the boom in technology.  Professional schools, universities and colleges reported heavy recruiting especially in the areas of investment banking, consulting firms and technology industries. Many companies are not waiting for “home-grown” grads, but are depending on skilled, foreign workers to fill the shortage. Many high technology companies called for doubling of the H-1B visas for high tech professionals to 200,000.  A new law increasing the number of H-1B visas by almost 90,000 is not the only solution to the shortage, says a new report from the National Academies National Research Council (NRC).  Retraining U.S. workers is also a critical element in meeting the staffing needs of the high-tech industry, the group says.
    The new law, demanded by high-tech firms facing a severe shortage of workers, increases the number of H-1B visas to 195,000 each year for the next three years.  An H-1B visa allows foreign-born workers with college degrees and special skills to work in the United States for up to six years. The NRC report acknowledges,  “...that the  current size of the H-1B work force relative to the overall number of IT professionals is large enough to keep wages from rising as fast as might be expected in a tight labor market.” (Resource: http://www.nace.web.org/)
   The Commission on the Advancement of Women and Minorities in Science, Engineering and Technology Development has been aware of the lack of skilled US workers. In July 2000 the Commission issued a report arguing that the economic stability of the United States depends on the ability of government agencies and educational institutions to ensure universal access to higher education.  According to the report, community colleges represent a rich source of potential talent that is largely ignored. The commission urges universities and colleges to widen their recruiting of potential scientists and technology experts by using focused intervention efforts at the high school and community college levels. The report also called for higher standards in secondary schools and a campaign to improve science’s public image. (The Chronicle Daily News, July 14, 2000)   Many market experts will be watching this H-1B visa worker trend as thousands of pink slips are handed out to US dot-com workers who are feeling the chill of the recent market down-turn.
Computer Programmers in Demand
   There is no indication that the recent slump in Internet stock prices is cooling the competition for talented computer programmers. Recruiters in Los Angeles report that salaries are up 25 percent since last spring and are expected to jump another 20 percent over the next year. Teens with the latest software skills are still getting $40,000-a-year jobs out of high school.  Some companies are paying experienced starting programmers between $70,000 and $100,000 a year. Some venture-capital firms that ultimately fund the payroll at dot-coms, believe that salaries and perks will level off as the economy slows and investors’ interest in the Internet cools. Other venture-capital firms note that the Internet economy is expected to grow rapidly as technology develops and more people and companies use the new medium. (Resource: United Engineering Foundation, http://www.uefoundation.org)