Survey findings. Executive Summary. Subject: Onboarding

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1 2012 Survey findings Executive Summary Subject: Onboarding To drive successful business outcomes, it is critical to evaluate IT initiatives within the context of the broader market environment. TEKsystems quarterly surveys are designed to keep you informed of significant and emerging trends so you can effectively plan and implement your initiatives with realistic budget, timeline and workforce requirements.

2 How would you rate most onboarding programs in terms of their effectiveness? 52% 17% 16% 3% 13% 45% 18% 18% 6% Extremely Effective Somewhat Effective Neutral Somewhat Ineffective Extremely Ineffective Few overly impressed with most onboarding programs. Only 13% of IT professionals rate most onboarding programs as extremely effective. Nearly half, 45%, rate onboarding programs as somewhat effective. About a fifth of respondents are neutral while believe most onboarding programs are somewhat ineffective or extremely ineffective. TEKsystems.com 2

3 How important is the onboarding process in determining the following? A new hire s ability to be productive/ A new hire's ability to be productive/add value add value 62% 30% 5% 2% 1% A new hire s level of cohesion A new hire's level of cohesion within their team within their team 53% 37% 7% 2% 1% A new hire s ability to be successful A new hire's ability to be successful with with the the company long long term 46% 37% 4% 1% Extremely Important Somewhat Important Neutral Somewhat Unimportant Extremely Unimportant IT A new hire s ability to be productive/ Your A new ability hire's to ability be productive/add to be productive/add value value add value 4 62% 36% 30% 10% 3% 2% 5% 2% 1% A new hire s level of cohesion A Your new ability hire's level to work of cohesion well with the within team their team within their team 45% 53% 38% 37% 11% 4% 3% 7% 2% 1% A new hire s ability to be successful Your A new ability hire's to ability be successful to be successful with with the the company with company the company long long term term long term 44% 46% 34% 37% 13% 7% 3% 4% 1% Extremely Extremely Important Important Somewhat Somewhat Important Important Neutral Neutral Somewhat Somewhat Unimportant Unimportant Extremely Extremely Unimportant Unimportant Onboarding is critical to a new hire s ability to be productive. Ninety-two percent of IT leaders and 85% of IT professionals believe that the onboarding process is important in determining a new hire s ability to be productive and add value. Both groups were in sync as to how important the onboarding process is to a new hire s ability to work within the team. A large percentage of both groups also believe onboarding plays a large role in determining a new hire s ability to be successful with the company long term. TEKsystems.com 3

4 To what degree do most onboarding experiences help you answer the following questions? Is the position what I thought it would be when I accepted it? 26% 34% 21% 6% 3% Do I see myself here long term or will I need to look for another job soon? 31% 7% 4% Can I do this job successfully? 22% 35% 8% 3% Is this a company that aligns with my values? 22% 36% 6% 4% Do I like my team? 17% 33% 11% 11% 3% Do I like my boss? 14% 2 27% 13% 13% 4% Significantly Helpful Very Helpful Somewhat Helpful Slightly Helpful Not Helpful Don't Know Onboarding plays crucial role in addressing employee questions. Seventy percent of IT professionals believe onboarding is at least somewhat helpful in answering some of the most important questions related to a new position. Eighty-one percent believe that onboarding programs are significantly to somewhat helpful in answering if the position is what they thought it would be when it was accepted and whether or not they can do the job successfully. Eighty-two percent believe onboarding programs are helpful in answering whether the company aligns to their values. TEKsystems.com 4

5 How much significance does your company place on developing a strong onboarding program? 13% 10% 60% 14% 3% Great Significance Sufficient Significance Some Significance Little Significance No Significance 11% 18% 35% 28% 8% Great Significance Sufficient Significance Some Significance Little Significance No Significance Developing a strong onboarding program is not a top priority. Only 13% of IT leaders report their organization places great significance on developing a strong onboarding program. The majority, 60%, believe most organizations place only some significance on developing a strong onboarding program. IT professionals are more negative. Thirty-six percent report most organizations place little or no significance on developing a strong onboarding program. TEKsystems.com 5

6 Do you agree that most companies invest adequate thought in developing a strong onboarding program? 7% 27% 22% 38% 6% Completely Agree Somewhat Agree Neither Agree nor Disagree Somewhat Disagree Completely Disagree 11% 31% 21% 28% Completely Agree Somewhat Agree Neither Agree nor Disagree Somewhat Disagree Completely Disagree Onboarding programs not getting the attention they deserve. When asked if they agree that most companies invest adequate thought in developing a strong onboarding program, IT leaders and IT professionals both believe these programs do not get the attention they deserve. Just over one third, 34%, of IT leaders agree with that statement and 44% disagree. IT professionals are more evenly split. A large number do not believe most companies invest adequate thought in developing a strong onboarding program, with 37% reporting they disagree with that statement and 42% saying they agree. TEKsystems.com 6

7 What percent of your positions in the past have had onboarding strategies as described? IT plan Formal for plan onboarding. plan for for onboarding. The Formal process The The plan process process is for strategic onboarding. is strategic is strategic and comprehensive and The and process comprehensive is in terms strategic in terms in of terms of of providing insight insight to insight the to company, the to the company, company, and the comprehensive role the and the role role the and culture. and the in the culture. terms Administrative culture. of Administrative providing paperwork insight paperwork is to a is a is a given. given. 18% 18% the company, the given. 18% role and the culture. Administrative paperwork is a given. asic lan Basic for plan onboarding. plan for for onboarding. High-level High-level High-level information information about about the about company, the the company, company, role and role role culture and and culture culture are provided are are provided provided along Basic along with plan along administrative with for with onboarding. administrative paperwork. High-level paperwork. information about the company, role and culture are provided along with administrative paperwork. No official No No official plan official for plan onboarding. plan for for onboarding. Some Some role Some clarification role role clarification given given and given administrative and and administrative paperwork No official paperwork covered plan covered for covered onboarding. but that s but but that s about that s Some about it. about role it. clarification it. given and administrative paperwork covered but that s about it. No formal No No formal onboarding formal onboarding plan. plan. Sink plan. or Sink swim. Sink or swim. or swim. No formal onboarding plan. Sink or swim. 63% 63% 63% 66% 66% 66% 54% 54% 54% 53% 53% 53% 20% 20% 20% 37% 37% 37% Never Never utilized Never utilized utilized Utilized Utilized less Utilized than less less half than than the half time half the the time time Utilized Utilized more Utilized more than more half than than the half time half the the time time No official plan with only some role clarification, most common strategy. Companies want to provide a plan, but nothing too formal. Not having a formal onboarding plan or a sink or swim plan is the least often exercised onboarding strategy as IT professionals say about a quarter of the time it is not used at all. Interestingly, IT professionals most often cite they have experienced no official plan for onboarding with some role clarification as the most often used onboarding strategy, with 37% saying that strategy is utilized more than half the time. TEKsystems.com 7

8 Rate your agreement with the following statements. In your experience, most onboarding programs have: Formal plan for onboarding. The process is strategic and comprehensive in terms of providing insight to the company, the role and the culture. Administrative paperwork is a given. Where things are (restrooms, kitchen) 18% 21% 35% 63% 1 5% 20% 3% 2% Basic plan for onboarding. High-level information about the company, role and culture HR policies/ Pay & Benefits are provided along with administrative paperwork. 1 38% 66% 4% 4% 1% Phone/ Intranets/ Desktop Mapping No official plan for onboarding. Some role clarification given and administrative paperwork covered but that s about it. Provided an understanding of the company's values and culture 32% 32% 54% 27% 8% 5% 2% 37% 6% 4% 1% No formal onboarding plan. Sink or swim. Helped me form a connection with the new employer 14% 31% 53% 16% 7% 6% 2% Helped the employee feel like a valued member of the team 14% 27% 1 10% 5% 2% Never utilized Utilized less than half the time Utilized more than half the time Provided an understanding of the company's history, business, and strategy 13% 30% 5% 2% Integrated the employee into the team / started building relationships 31% 26% 8% 6% 2% Accurately clarified job duties 28% 16% 11% 7% 3% Explained performance expectations for my role 17% 11% 10% 4% Provided an understanding of the industry and competitors 1 11% 7% 3% Set clear expectations for my role over a 90 day period 10% 22% 16% 11% 5% Shared longer term career opportunities for my role 10% 17% % 14% 8% Explained workflows and key stakeholders for my role 16% 13% 10% 4% Completely Agree Agree Somewhat Agree Neither Agree nor Disagree Somewhat Disagree Disagree Completely Disagree Logistical and HR related topics most commonly covered in onboarding programs. IT professionals say they agree or completely agree that administrative topics such as where things are (56%) and HR policies/ pay and benefits (57%) are most often covered in onboarding programs. They are least likely to agree that longer term career opportunities are explained during the onboarding process with only 27% agreeing or completely agreeing that this happens. TEKsystems.com 8

9 What level of focus is placed on each of the following in your company s onboarding programs? HR/Admin Information 14% 40% 31% 3% 38% 11% 4% Extreme Level of Focus High Level of Focus Moderate Level of Focus Slight Level of Focus No Focus at All Learn About the Company 13% 36% 34% 14% 3% 31% 31% 20% 6% Extreme Level of Focus High Level of Focus Moderate Level of Focus Slight Level of Focus No Focus at All TEKsystems.com 9

10 continued What level of focus is placed on each of the following in your company s onboarding programs? Team Building 7% 36% 21% 11% 2 31% 14% Extreme Level of Focus High Level of Focus Moderate Level of Focus Slight Level of Focus No Focus at All Learn About the Role 16% 41% 30% 4% 2 34% 18% 7% Extreme Level of Focus High Level of Focus Moderate Level of Focus Slight Level of Focus No Focus at All Reviewing HR and administrative information dominates onboarding focus. Sixty-one percent of IT professionals say most onboarding programs place an extreme or high level of focus on reviewing HR/ administrative information. Only 41% say learning about their role gets the same level of focus. Fifty-four percent of IT leaders report their company places an extreme or high level of focus on reviewing HR/administrative information and 57% say they place the same level of focus on helping the new hire learn about their role. The two groups report a similar level of focus on helping the new hire learn about the company. Thirty-nine percent of IT leaders and 43% of IT professionals report it gets an extreme to high level of focus. Both groups report that team building gets the least amount of focus with 32% of IT leaders and 38% of IT professionals saying it gets an extreme to high level of focus in most onboarding programs. TEKsystems.com 10

11 What are the top two onboarding approaches organizations utilize? Onboarding Approaches % Ranking #1 % Ranking #2 Formal HR orientation program 41% 5% Self-directed learning 14% 5% Peer instruction 11% 18% On the job training 8% 22% Direct manager 1-on-1 instruction 8% 18% Formal HR orientation program most common. Forty-one percent of IT leaders report that a formal HR orientation program is the number one approach utilized for their onboarding programs. The other most popular approaches include self-directed learning and peer instruction. Learning About the Company % Ranking #1 Learning About the Role % Ranking #1 Formal HR orientation program 57% Direct manager 1-on-1 instruction 36% Self-directed learning 20% Peer instruction 34% e-learning modules 1 On the job training 28% Formal reading materials for self-paced learning 18% Shadowing 21% Video 17% Self-directed learning 20% Team Building % Ranking #1 Addressing Administrative Information % Ranking #1 Peer instruction 2 Formal HR orientation program 58% On the job training Direct manager 1-on-1 instruction 26% Shadowing 22% Self-directed learning 1 Mentor program 22% Peer instruction 16% Self-directed learning 20% Formal reading materials for self-paced learning 16% Onboarding approaches vary. IT professionals report that formal HR orientation programs are most often utilized for learning about the company and addressing administrative information. Direct manager 1-on-1 instruction and peer instruction are most often utilized when learning about the role. Organizations address team building through peer instruction and on the job training. TEKsystems.com 11

12 What are the top two ways companies should evaluate their onboarding process? Onboarding Process % Ranking #1 % Ranking #2 Formal check-ins/evaluations 35% 28% New hire surveys 2 28% Informal check-ins by manager New hire productivity metrics Online onboarding tracking tool 7% 18% New hire attrition metrics 4% 16% They don t evaluate the process na na Onboarding Process % Ranking #1 % Ranking #2 Informal check-ins by manager 2 16% Formal check-ins/evaluations 21% New hire surveys 21% 17% Online onboarding tracking tool 13% 18% New hire productivity metrics 6% New hire attrition metrics 4% They don t evaluate the process 3% 3% IT leaders and IT professionals agree on how to evaluate onboarding processes. Both IT leaders and IT professionals believe the top three ways organizations should evaluate their onboarding process are formal check-ins/evaluations, information check-ins by the manager and new hire surveys. TEKsystems.com 12

13 How often do companies evaluate their onboarding process by using the following? Formal plan for onboarding. The process is strategic and comprehensive in terms of providing insight to the company, the role and the culture. Administrative paperwork is a given. 18% They They don t evaluate the process 7% They don t evaluate the process 7% Basic plan for onboarding. High-level information about the company, role and culture are provided along with administrative paperwork. Informal check-ins by manager 6% 21% Informal check-ins by manager No official plan for onboarding. Some role clarification given and administrative 6% paperwork covered but that s about it. New New hire hire productivity productivity metrics 6% 17% New hire productivity metrics No formal onboarding plan. Sink or swim. 6% 20% 32% 21% 17% 63% 13% 10% 26% 20% 13% 10% 66% 20% 7% 14% 32% 20% 54% 1 13% 21% 1 13% 20% 26% 7% 14% 37% 21% 53% New hire surveys 6% 14% 26% 18% New hire surveys 6% 14% 26% Never utilized Utilized less than half the time Utilized more than half the time Online onboarding tracking tool (computer-based acking tool (computer-based course enabling direct feedback from new hire) 6% 13% 20% e onboarding tracking tool (computer-based course enabling direct course feedback enabling from direct new feedback hire) from new hire) 6% 13% 18% 20% Formal check-ins/evaluations 5% 16% Formal check-ins/evaluations 5% 31% 16% 31% 13% 13% New New hire hire attrition attrition metrics metrics 5% New hire attrition metrics 5% 20% 20% 21% 21% Always Often Sometimes Seldom Never Don't Know Always Often Sometimes Seldom Never Don't Know Evaluations rare for onboarding processes. About a third of IT professionals, 32%, believe companies regularly fail to evaluate their onboarding process. Fifty-nine percent of IT professionals believe companies typically evaluate their onboarding process through informal check-ins by the manager. Nearly half, 48%, of IT professionals believe most companies evaluate their onboarding process through new hire productivity metrics. TEKsystems.com 13

14 How long do formal onboarding programs last for the following position levels? Length of Onboarding Program Entry-level Mid-level High-level IT Professionals IT Professionals IT Professionals 1 week 33% 20% 21% 10% 22% 2-3 weeks 28% 22% 20% 1-2 months 22% 28% 30% 31% 3-4 months 11% 17% 1 14% 21% 5-6 months 8% 8% 7% 14% 10% 16% 7 months or more 3% 2% 4% 2% 8% 3% Onboarding programs are shortest for entry-level positions. The majority of IT leaders, 78% and IT professionals, 73% report that formal onboarding programs for entry-level positions last less than two months. As employees move up the chain of command the length of most formal onboarding programs increases but not by a substantial margin. Seventy-four percent of IT leaders report that onboarding programs for mid-level positions last less than two months and 65% of IT professionals report the same. Both groups report slightly longer programs for high-level positions. Sixty-eight percent of IT leaders report that programs for high-level positions last less than two months and 60% of IT professionals report high-level programs last less than two months. TEKsystems.com 14

15 How long should frequent manager interaction and oversight be required for the following position levels? Less than a month 26% 26% 30% 1 month 28% 2 months 18% 3 months 20% 13% 4-5 months 3% 4% 1% 6 months 8% 4% 2% 9 months 1% 2% 1% 12 months or more 3% 3% 1% Don't know 7% 8% 7% Entry-level Mid-level High-level IT professionals have a different idea of how long frequent manager interaction should last. Seventy-six percent believe frequent manager interaction and oversight for high-level positions should last two months or less. Sixty-six percent believe it should last less than two months for mid-level positions and 58% believe it should last less than two months for entry-level positions. TEKsystems.com 15

16 How long should it take for a new hire to do the following? Less than a Month 2-3 months 4-6 months 7-9 months months 1 year or more Become comfortable enough to initiate new ideas 13% 44% 26% 14% 2% 0% Become productive in their new role 17% 4 26% 7% 0% 0% Build relationships with team members Fully understand administrative policies (dress code, login/ passwords etc) Know if this is the right job for them 35% 52% 1% 0% 0% 73% 20% 4% 3% 0% 0% 21% 45% 22% 11% 1% 0% Know the role enough to teach it to someone else 1% 8% 1 26% 21% Learn the company/ business 18% 41% 14% 1% 0% TEKsystems.com 16

17 continued How long should it take for a new hire to do the following? Less than a Month 2-3 months 4-6 months 7-9 months months 1 year or more Become comfortable enough to initiate new ideas 1 42% 26% 6% 5% 1% Become productive in their new role 34% 45% 16% 3% 1% 0% Build relationships with team members Fully understand administrative policies (dress code, login/ passwords etc) Know if this is the right job for them 51% 38% 1% 1% 0% 7 13% 5% 1% 1% 0% 32% 3 21% 3% 4% 0% Know the role enough to teach it to someone else 7% 20% 35% 13% 17% 7% Learn the company/ business 41% 3 2% 2% 1% Six months for new hires to be up to speed. For the most part IT leaders and IT professionals agree with the length of time needed for a new hire to get up to speed and become an active member of the organization. However, there are some important differences. Sixty-six percent of IT leaders feel that it should take less than three months for a new hire to become productive in their new role and IT professionals are even more optimistic, 7 feel that a new hire will become productive in less than three months. Opinions also differ on the length of time needed to learn the company/business. Fifty-nine percent of IT leaders feel it should take less than three months to learn the company/business, but 80% of IT professionals feel that it should take that long. IT professionals are also more optimistic in terms of how long it should take to know the role enough to teach it to someone else. Sixty-two percent feel it should take six months or less to know the role enough to teach it to someone else, while only 34% of IT leaders believe it should take that long. TEKsystems.com 17

18 How important is each of the following to the success of your company s onboarding programs? What Makes an Onboarding Plan Successful? Helping the new hire learn about their role 70% 5% 1% 0% Team building for the new hire 43% 42% 11% 4% 1% Helping the new hire learn about the company 40% 4 2% 0% Going over HR/administrative information 27% 51% 17% 4% 1% Extremely Important Somewhat Important Neutral Somewhat Unimportant Extremely Unimportant Making the employee feel like a valued Making the employee feel like a valued member of the team Making the employee feel like a member valued member of the team of the team 65% 65% 8% 1% 0% 8% 1% 0% Integrating the employee into the team/ ing the employee into the team/ encourage relationship building tegrating the employee into the encourage team/ encourage relationship relationship building building 65% 65% 26% 26% 8% 1% 0% 8% 1% 0% Forming a connection between the new ming a connection between the new hire hire and and the the new new employer employer 58% Forming a connection between the new hire and the new employer 58% 31% 31% 1% 0% 1% 0% Extremely Important Somewhat Important Neutral Somewhat Unimportant Extremely Unimportant Extremely Important Somewhat Important Neutral Somewhat Unimportant Extremely Unimportant Learning about the role vs relationship building. Sixty-five percent of IT professionals report that making the employee feel like a valued member of the team and integrating the employee into the team/encouraging relationship building is extremely important. Seventy percent of IT leaders believe that helping the new hire learn about their role is extremely important to the success of their company s onboarding program. While slightly lower on the importance scale, 58% of IT professionals report that forming a connection between the new hire and the new employer is also extremely important. Going over HR/administrative information is the least important aspect for IT leaders with only 27% reporting is as extremely important. TEKsystems.com 18

19 How important is covering the following COMPANY information to a successful onboarding process? Team roles / responsibilities 73% 1 6% 1% 0% Team workflows / processes 70% 22% 6% 1% 0% Department's strategy 55% 35% 1% 0% Technical environment 54% 35% 10% 1% 0% Company culture and values 47% 40% 10% 2% 1% Company's strategy 45% 42% 11% 2% 0% Company terminology (acronyms, etc.) 44% 41% 13% 2% 1% Organization chart/ hierarchy 36% 45% 3% 1% Company's industry 35% 45% 16% 3% 1% Company's competitors 47% 6% 1% Company history 20% 4 6% 2% Extremely Important Somewhat Important Neutral Somewhat Unimportant Extremely Unimportant Roles and responsibilities most important company information to IT professionals. Ninety-two percent of believe that covering team roles and responsibilities is somewhat or extremely important company information that should be covered in onboarding process. Company history is the least important company information although 6 of IT professionals believe it is somewhat or extremely important. TEKsystems.com 19

20 How important is covering the following EMPLOYEE ROLE information to a successful onboarding process? Performance expectations 68% 7% 1% 0% Day-to-day responsibilities 68% 7% 0% 0% Your job s workflows 64% 2 7% 0% 0% Key stakeholders for your role 51% 36% 11% 1% 0% 30/60/90 day plan 50% 37% 1% 0% How new hire fits into business strategy 50% 38% 10% 1% 0% Career path opportunities 43% 40% 14% 2% 1% Extremely Important Somewhat Important Neutral Somewhat Unimportant Extremely Unimportant Expectations, day-to-day responsibilities and workflows are most important employee role information to IT professionals. Covering performance expectations, day-to-day responsibilities and their job s workflows are the employee role topics in onboarding seen as most important. Nine out of ten IT professionals say performance expectations, day-to-day responsibilities and the job s workflows are somewhat or extremely important for employee role understanding. Career path opportunities were least likely to be cited as important although 83% still believe it is. TEKsystems.com 20

21 How important is covering the following ADMINISTRATIVE topics to a successful onboarding process? Benefits and pay 63% 28% 8% 1% 0% Important phone numbers and contacts 56% 33% 10% 1% 0% HR policies/ procedures 50% 3 10% 1% 0% Intranet and network mapping 45% 3 13% 2% 0% , printer, and phone set-up 43% 40% 14% 2% 0% Where things are in the building 36% 47% 14% 3% 1% Document style guide and formatting standards 33% 41% 1 5% 1% Extremely Important Somewhat Important Neutral Somewhat Unimportant Extremely Unimportant Benefits and pay are most important administrative topics for IT professionals. Ninety-one percent of IT professionals say covering benefits and pay of information is important to an onboarding process. Document style guides and formatting standards are seen as the least important administrative topic although 74% said it was important. TEKsystems.com 21

22 What percent of contribution to the design/development of an onboarding program do you think each of the following groups should have? Group Design/Development of Program Executive/ C-Level 8% 11% Department Leader 17% 18% Human Resources 21% 17% Peer Level Employees 28% Direct Manager 2 26% New hire attrition metrics 4% 16% They don t evaluate the process na na What percent of contribution to the implementation of an onboarding program do you think each of the following groups should have? Group Implementation of Program Executive/ C-Level 6% Department Leader 18% Human Resources 22% 1 Peer Level Employees 27% Direct Manager 32% 27% New hire attrition metrics 4% 16% They don t evaluate the process na na Onboarding programs need to be managed at the ground level. Both IT leaders and IT professionals believe that the direct manager should have a large contribution stake in the design/development and implementation of an onboarding program. Both groups also believe that peer level employees should play a prominent role in both the design/development and implementation of onboarding programs. TEKsystems.com 22

23 If the onboarding program was successful, how much time could be saved for each of the following activities? IT Know the role enough to teach it to someone else 36% 64% Know if this is the right job for them 4 51% Become comfortable enough to initiate new ideas 50% 50% Become productive in their new role 51% 4 Learn the company/ business 61% 3 Build relationships with team members 68% 32% Fully understand administrative policies (dress code, login/passwords etc) 76% Less than 30 days More than 30 days Successful onboarding equals savings. IT professionals believe that a successful onboarding program can save time on a number of important activities. Sixty-four percent believe that more than 30 days can be saved on the time it takes to know the role enough to teach it to someone else if the onboarding program is successful. About half of IT professionals believe that a successful onboarding program can save more than 30 days on the new hire knowing if the it is the right job for them, becoming comfortable enough to initiate new ideas and becoming productive in the new role. TEKsystems.com 23

24 About TEKsystems People are at the heart of every successful business initiative. At TEKsystems, we understand people. Every year we deploy over 80,000 IT professionals at 6,000 client sites across North America, Europe and Asia. Our deep insights into IT human capital management enable us to help our clients achieve their business goals while optimizing their IT workforce strategies. We provide IT staffing solutions, IT talent management expertise and IT services to help our clients plan, build and run their critical business initiatives. Through our range of quality-focused delivery models, we meet our clients where they are, and take them where they want to go, the way they want to get there. Visit us online at TEKsystems 7437 Race Road, Hanover, MD TEKsystems, Inc. is an Allegis Group, Inc. company. Certain names, products and services listed in the document are trademarks, register trademarks, or service marks of their respective companies. Copyright 2012 TEKsystems, Inc. All Rights Reserved.

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