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| Year | # of jobs | % of population |
|---|---|---|
| 2021 | 900 | 0.00% |
| 2020 | 812 | 0.00% |
| 2019 | 821 | 0.00% |
| 2018 | 827 | 0.00% |
| 2017 | 833 | 0.00% |
| Year | Avg. salary | Hourly rate | % Change |
|---|---|---|---|
| 2025 | $84,861 | $40.80 | +0.4% |
| 2024 | $84,504 | $40.63 | +3.6% |
| 2023 | $81,567 | $39.22 | +4.6% |
| 2022 | $78,006 | $37.50 | +1.4% |
| 2021 | $76,954 | $37.00 | +3.6% |
| Rank | State | Population | # of jobs | Employment/ 1000ppl |
|---|---|---|---|---|
| 1 | District of Columbia | 693,972 | 196 | 28% |
| 2 | North Dakota | 755,393 | 175 | 23% |
| 3 | Vermont | 623,657 | 142 | 23% |
| 4 | Virginia | 8,470,020 | 1,858 | 22% |
| 5 | South Dakota | 869,666 | 184 | 21% |
| 6 | Massachusetts | 6,859,819 | 1,333 | 19% |
| 7 | Rhode Island | 1,059,639 | 199 | 19% |
| 8 | Alaska | 739,795 | 144 | 19% |
| 9 | Oregon | 4,142,776 | 690 | 17% |
| 10 | Utah | 3,101,833 | 536 | 17% |
| 11 | Nebraska | 1,920,076 | 319 | 17% |
| 12 | Washington | 7,405,743 | 1,181 | 16% |
| 13 | Colorado | 5,607,154 | 925 | 16% |
| 14 | Minnesota | 5,576,606 | 884 | 16% |
| 15 | Montana | 1,050,493 | 169 | 16% |
| 16 | Delaware | 961,939 | 153 | 16% |
| 17 | Wyoming | 579,315 | 93 | 16% |
| 18 | Iowa | 3,145,711 | 483 | 15% |
| 19 | West Virginia | 1,815,857 | 265 | 15% |
| 20 | New Hampshire | 1,342,795 | 205 | 15% |
Park University
George Washington University
Park University
Biological And Physical Sciences
Professor Wen Hsin: If you want to maximize the salary, move to either the East coast or the West coast. The salary there tends to be higher than that of the Midwest. But don't forget that the living expense will be higher there as well, presenting a tradeoff. Also consider the stock options and benefits that a company offers. Look at the entire compensation package as a whole, rather than rely on salary alone. To maximize the salary potential, I would stay abreast of the current technology and demonstrate additional values that I can bring to the company, whether they are soft skills or hard skills. Be sure to stay connected within the professional networks. So, when an opportunity falls through, you can transition to others quickly.
Professor Wen Hsin: The current trending topics are AI, data analytics, and cybersecurity. Also, I continue to hear from our recent graduates that cloud computing is what they are doing in their companies these days.
Professor Wen Hsin: I would advise them to be curious and enthusiastic in the field that they are in. When a person is curious and enthusiastic, every day can be a new day, and any minute can be a new minute. Also, don't reject an idea right out of the bat, but be open to whatever comes your way, and open to continuously learning. When one is open, new possibilities or opportunities can happen. In the field of CS, there is always something new or different to learn.
I consistently encourage students to do internships as soon as they are ready in school. Hopefully a graduate has already had some internship experience by the time they graduate so that they have better ideas of what they want to do when they go out to the society, thereby mitigating intimidation from the unknown.
Furthermore, CS is not all about technologies, but also about the soft skills (such as communications, team work, adaptability, ...). In class, we do group lab work and discussions to build their soft skills. They will need to continue to build their soft skills. I know that a lot of companies are willing to hire graduates with strong soft skills because they can train other (hard) skills the way they want. So, even if you are not the best hard-skill person in the group, as long as you have excellent soft skills, you can still excel in the field of CS.
Dr. Matthew Shirrell Ph.D.: Salaries have remained relatively constant, in general, compared to other lines of work. Educational leaders can expect to be well-paid, but they should also not go into educational leadership expecting to get rich. Educational leaders often work long hours, and are often expected to be on call at all hours of the day, including weekends. Relative to the amount of work that educational leaders engage in, and the challenges that educational leaders face, the compensation is not extraordinary. But educational leaders are rewarded in other ways, particularly by the influence their work can have on children and families.