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Surveys
ISSUE 22-3
March 2015
IN THIS ISSUE
Demand for Engineers
Growing, Pushing Up
Salaries, Surveys Find ...... 1
Surveys Find Companies
Struggle to Find Critical
Talent............................. 6
Calendar ....................... 7
Compensation Strategies:
Consultants Advise a
Coaching Culture to
Improve Performance .... 10
Surveys Examine Outlook
for Import/Export
Professionals................. 12
Surveys Report More Pay,
Demand for IT Help Desk
Professionals................. 13
News Briefs .................. 16
Future Issues
Research
Shows
Household Income Rose
in 2014, But Not From
Wage Increases
(No. 3)
AAES tracks the number of engineering enrollments, the number of degrees that are awarded in
engineering fields, and engineering salaries,
Glaser said. Generally speaking, weve certainly
seen significant growth in the number of engineering degrees that have been awarded, and this includes bachelors, masters and doctorates. In particular, this includes fields like aerospace, bioengineering,
chemical,
civil,
environmental,
mechanical, nuclear and petroleum.
There have been slightly fewer graduates in certain engineering areas, such as engineering management, systems, computer engineering and
electrical engineering, according to Glaser. However, there has been growth in masters and doctorates in these fields, he said. It may be a sign that
the science has matured and the value of an advanced degree in the area may pay off, he said.
Engineers confident about job security. Engineers confidence in their job security increased
in the past year, according to the Randstad Engineering Employee Confidence Index, a measure of
overall confidence among U.S. engineers. The index is from an online survey, conducted by the Harris Poll on behalf of Randstad Engineering among
116 employed U.S. engineers (ages 18 and over)
in January, February and March of 2014.
The Randstad index found that 84 percent of engineers reported it was not likely they would lose
their job in the next 12 months, and 66 percent are
confident in their ability to find a new job. How-
Gregory C. McCaffery
CEO and President
Gail C. Moorstein
Director, Editorial Operations
Darren McKewen
President, Tax and Specialty
Anthony A. Harris
Managing Editor
Laime Vaitkus
Editor
March 2015
RSS
ISSN 1067-4551
(No. 3)
Table 1
Industrial enggineer
Qualitty manaager
Mechanical engineerr
Civil engineer
Electrrical enggineer
Petroleum enngineer
Projecct manaager
Chem
mical enggineer
RF enngineer
MiidAtlaantic
$81,8555
$108,1022
$88,2444
$82,5911
$100,0099
$133,4944
$114,7766
$93,6933
$87,6677
Mountain
West
$74,382
$98,684
$80,306
$75,064
$91,204
$121,934
$100,195
$85,356
$79,772
New
England
$79,293
$105,018
$85,562
$80,015
$97,097
$130,601
$108,380
$90,906
$84,996
Northheast
Central
$76,446
$100,983
$82,421
$77,134
$93,423
$125,044
$104,747
$87,517
$81,882
Source: Randstad
Pacic
$81,826
$107,373
$88,0449
$82,5443
$99,5005
$132,7444
$110,0009
$93,3556
$87,4888
South
Atlantic
$77,753
$103,146
$83,945
$78,467
$95,330
$127,469
$106,672
$89,221
$83,387
Southeast
Central
$72,185
$96,324
$78.07
$72,864
$88,898
$119,301
$97,796
$83,091
$77,543
Southwest
Central
$72,5220
$97,0777
$78,5111
$73,2111
$89,5222
$120,7668
$98,3996
$83,6113
$77,9771
A BNA Graphic/rssf2102
Northwest
Central
$772,728
$996,794
$778,596
$773,404
$889,387
$1220,052
$999,526
$883,596
$778,067
ISSN 1067-4551
March 2015
(No. 3)
Engineering
g
Technican
Design
n
Engineer
Mechanical
Engineer
Project
Engineer
Process Engineer
$559,405 $79,738
$662,452 $82,175
$666,149 $85,632
$32,969 $599,601
$35,161 $633,398
$36,549 $644,951
$55,057 $78,127
$56,619 $78,809
$56,917 $80,686
$57,795 $81,237
$58,062 $85,095
$61,688 $86,552
$58,695 $120,1266
$60,949 $124,7944
$65,963 $126,4299
$56,929 $79,7558
$58,039 $84,1334
$59,873 $85,5995
$558,694 $79,216
$662,301 $81,347
$663,439 $82,222
$32,020 $588,945
$35,001 $633,334
$36,064 $644,074
$54,187 $77,037
$56,545 $77,843
$56,839 $79,082
$57,786 $81,012
$58,058 $84,719
$60,169 $85,123
$58,528 $118,6888
$59,705 $124,357
$64,197 $125,8355
$56,628 $78,8558
$57,177 $82,7776
$58,624 $85,0337
$556,265 $76,364
$557,016 $78,609
$663,373 $78,963
$30,963 $544,687
$32,293 $611,795
$34,337 $622,260
$50,923 $72,299
$51,397 $73,391
$53,193 $75,933
$51,512 $74,719
$53,323 $76,179
$55,557 $78,947
$55,127 $108,2288
$56,115 $108,6888
$57,587 $112,841
$51,186 $75,3991
$53,117 $76,4887
$53,362 $79,5775
$554,756 $75,292
$555,461 $76,564
$661,784 $76,726
$29,663 $544,445
$32,105 $599,339
$33,335 $599,441
$49,135 $70,917
$49,726 $72,396
$50,188 $73,777
$51,311 $72,083
$53,235 $73,609
$54,422 $75,344
$52,407 $106,1433
$52,716 $108,2399
$55,502 $112,2022
$49,731 $72,8555
$52,079 $72,9551
$53,037 $74,6226
$662,929 $81,363
$663,771 $82,895
$667,376 $86,055
$34,081 $611,083
$36,235 $655,415
$37,012 $677,251
$55,279 $79,182
$57,675 $79,934
$57,882 $80,735
$58,405 $82,192
$59,857 $86,055
$62,581 $87,037
$58,712 $120,9300
$61,003 $125,9922
$66,774 $126,6966
$56,982 $81,1118
$59,027 $84,6552
$59,972 $86,0333
Northeast
Small
Mediium
Large
e
Middle-Atlantic
Small
Mediium
Large
e
Midwest
Small
Mediium
Large
e
South
Small
Mediium
Large
e
West
Small
Mediium
Large
e
S= un
nder $2
250 million in annual reven
nue
M= $250 million to $1 billion
L= ovver $1 billion
Source: Adecco
A BNA Graphic/rssf2103
and job seekers. To further validate the data, colleagues in the Adecco nationwide branch network
reviewed the figures and compared them with local hiring and salary metrics, according to Adecco.
A process engineer, for example, earns a range
of $56,929 to $79,758 at a small company (under
$250 million in annual revenue) in the Northeast,
according to the Adecco survey (see Table 2). At a
medium sized firm (with $250 million to $1 billion
in revenue), the pay range is $58,039 to $84,134,
and the range is $59,873 to $85,595 at a large
firm (over $1 billion in revenue).
A project engineer has one of the higher pay
ranges, running up to a range of $66,774 to
$126,696 at a large company in the West, according to the Adecco survey. At a small company in the
West, the salary range is $58,712 to $120,930 for
a project engineer. The project engineer prepares
schedules and works in conjunction with or instead
RSS
ISSN 1067-4551
(No. 3)
Table 3
Table 4
by title
Softw
warre en
ngine
eering
g manager
Vice pre
eside
ent /VP of engine
eering
Te
ech
hnica
al directtor/
direcctorr of engin
neerin
ng/
R&D
D/en
ngine
eerin
ng ma
anager
Chie
ef en
ngineer/
/senio
or engine
eer/
le
ead eng
gine
eer/p
princip
pal engin
neer
Manufacturring/
/produ
uction
manage
er
Pres
sident/o
owne
er/CEO
O/other
exxeccutivve mana
ageme
ent
Grou
up le
eade
er/p
projectt team
le
eader/project manag
ger
Systtems en
ngine
eer/
applicattions
s engineer
Softw
warre en
ngine
eer
Depa
artm
mentt hea
ad/se
ection he
ead
Applicattions
s/syystems
en
nginee
ering
g ma
anagerr
Othe
er
Desiign enginee
er/
prroje
ect enginee
er/R&D
D engine
eer
Te
est eng
gine
eer
QC/e
evaluattion/
/test managerr
Manufacturring/
/produ
uction
en
nginee
er
Cons
sultting engiineer/
/scientis
st
Mem
mber of tech
hnical staff
Source: Electronic Engineering
Base
Salary
$157
7,611
$124
4,306
Total
Comp
$166,461
1
$140,107
7
$123
3,822
$137,400
0
$117
7,674
$108,961
1
$109
9,350
$117,475
5
$102
2,735
$113,538
8
$103
3,142
$111,284
4
$102
2,637
$111,001
1
$103
3,570
$98
8,813
$110,483
3
$109,542
2
$99
9,230
$109,150
0
$88
8,718
$95,945
5
$87
7,030
$94,288
8
$85
5,316
$80
0,600
$92,417
7
$89,356
6
$80
0,075
$88,390
0
$79
9,645
$75
5,576
$85,992
2
$81,983
3
A BNA Graphic/rssf2104
ISSN 1067-4551
Mediaan saalary
Sttartinng mediann salarry
5 yearrs of experriencee
100 yeaars of expeeriencce
155 yeaars of expeeriencce
200255 yeaars of experience
355+ yeears of expperiennce
Overaall
$62,500
$67,500
$882,500
$92,500
$105,000
$115,000
With
Nonsupervisory
supervisory
responsibility responsibility
$62,5500
$55,500
$72,5500
$62,500
$82,5500
$77,500
$97,5500
$92,500
$115,0000
$97,500
$130,0000
$110,000
March 2015
(No. 3)
Organizations are increasing mentoring programs for employees as a way to develop skill sets,
particularly in the manufacturing environment, according to Esch. In this industry, skills may have
stagnated among workers who were downsized
during the recession and when offshoring became
widespread, he said.
March 2015
RSS
ISSN 1067-4551
(No. 3)
Calendar
2015 Human Capital Summit. Orlando, March 31-April 2. Contact: Human Capital Institute 866538-1909 or http://www.hci.org.
Strategic HR Conference. New York, April 23-24. Contact: The Conference Board, 212-339-0345;
http://www.conference-board.org; or customer.service@conference-board.org.
Talent Management Conference & Exposition. San Diego, April 27-29. Contact: Society for Human
Resource Management, 800-283-7476 shrm@shrm.org; http://www.shrm.org.
Executive Compensation Conference. New York, May 56. Contact: The Conference Board, 212339-0345; http://www.conference-board.org; or customer.service@conference-board.org.
Total Rewards Conference. Minneapolis, May 18-20. Contact: WorldatWork, 877-951-9191;
customerrelations@worldatwork.org; http://www.worldatwork.org.
Fundamentals of Human Resources Management. New York, June 3-5; San Francisco, June 22-24.
Contact: American Management Association, 800-262-9699 http://www.amanet.org.
SHRM 2015 Annual Conference and Exposition. Las Vegas, June 28-July 1. Contact: Society for Human Resource Management, 800-283-7476 shrm@shrm.org; http://www.shrm.org.
ISSN 1067-4551
March 2015
(No. 3)
to do things they didnt used to do, he said. Companies can now hire employees with appropriate
skills, he said.
Training is encouraged. The AMA encourages
its member companies to provide training to employees, since it demonstrates concern about employees, both current and future, Davis said. Its
one way to help with the development of their
people. It creates a better environment, makes
them better prepared and feel more valued, he
said.
Providing training is more than just encouraging, its become almost a necessity, according to
Davis. Its hard to find talent, and the cost of turnover is astronomical, he said.
Many government agencies have an older workforce and will lose a large percentage of employees over the next few years to retirement, according to Davis. Its harder for the government to
hire new employees because they have to compete
with the private sector. It becomes even more of an
imperative to develop from within, he said.
Training can also be a selling point to new hires,
because it demonstrates an environment thats
conducive to career development, and can become a unique selling point during the recruitment
process, according to Davis.
Millennials entering the workforce will expect
upward mobility and find training especially appealing, according to Davis. Companies that are in
a competitive situation for talent may have an
edge if they offer training to new hires and existing
employees, he said.
Recent graduates want more training. Recent college graduates expected to experience
more on-the-job training than they actually received, according to a survey from Accenture. The
Accenture 2014 College Graduate Employment
Survey polled 1,010 students who were graduating from college in 2014, and 1,005 students who
graduated from college in 2012 and 2013, to
compare the perceptions of students preparing to
enter the job market with the experiences of recent
graduates already in the workforce.
March 2015
RSS
ISSN 1067-4551
(No. 3)
Wage growth may be on the way. Companies report an expected wage increase of 2.75 percent for 2015, up only slightly from last year, according to the Trendsetter Barometer from PricewaterhouseCoopers.
Wage increases may still be on the low side, but
this could change in coming years as the competition for talent increases, according to Esch. We
think that some of the demand is a bit of a precursor to wage increases, he said.
Little training for new employees. Another
study, from the Center on Education and the Workforce at Georgetown University, College is Just
the Beginning; Employers Role in the $1.1 Trillion
Postsecondary Education and Training System,
examined training in organizations.
The researchers included Anthony P. Carnevale,
Jeff Strohl and Artem Gulish. The researchers examined 2013 data from government departments
to determine how much employers spend on training employees.
Companies spent only 3 percent of their training
budget on employees age 24 and under, and 11
percent on those 55 and older, according to the
study. Most of the budget (86 percent) went to
training workers between the ages of 24 and 54,
according to the Georgetown researchers. Also,
they said, most of the business training budget is
spent on college-educated workers; only 17 percent goes towards training workers with a highschool diploma or less.
Employers spend more on training than colleges because people only go to college for four
years and continue to learn at the workplace for
another 45 years. Therefore, there are a lot more
students and a lot more years, Carnevale, the reports lead author said in a press release.
American postsecondary institutions, government agencies and employers spend $1.1 trillion
annually on formal and informal higher education
and training, according to the Georgetown research.
ISSN 1067-4551
Table 1
Servvices
s
Trranspo
ortattion,
co
ommun
nica
ation, utilitties
Fiinance
e, ins
surance,
re
eal esttate
Who
olesa
ale and retail trade
Cons
stru
uctio
on
Mining
Total
Employer
spending on
formal training
in 2013
$91
1.6 billionn
Share of
total spending
on formal
employer training
52%
$25
5.1 billionn
14%
$16
6.6 billionn
9%
$15
5.9 billionn
$5
5.8 billionn
$2
2.5 billionn
$1
177 billion
9%
3%
1%
100%
%
Es
stim
mate
es ba
ased on analysis of data from the Bureau of Labor
Sttatistics
s Su
urveyy of Em
mployer-Prrovided Training (1995) and U.S.
Ce
ens
sus Bure
eaus Curren
nt Popula
ation Survey (2013).
Source: Georgetown University Center on Education and the Workforce
A BNA Graphic/rssf2110
From that $1.1 trillion, $649 billion goes towards formal postsecondary education and training each year; colleges and universities spend
$407 billion and employers spend $177 billion of
that on formal training, the study found. Employers
spend another $413 billion annually on informal,
on-the-job training.
The services industry devotes the most money to
formal training, at $91.6 billion, comprising 52
percent of national spending on training among all
businesses, according to the Georgetown research
(see Table 1). On the other hand, the manufacturing field accounts for 11 percent of all workers, but
spends 14 percent on formal trending.
For more information: Find the Accenture 2014 College Graduate Employment Survey at http://
www.accenture.com/us-en/Pages/insight-2014accenture-college-graduate-employmentsurvey.aspx?c=stg_prposts_10000003&n=smc_0514.
Find out more about the American Management Association at http://www.amanet.org.
The Trendsetter Barometer Business Outlook from PricewaterhouseCoopers can be found at http://www.pwc.com/
en_US/us/private-company-services/publications/assets/
pwc-trendsetter-barometer-q4-2014.pdf.
The Center on Education and the Workforce at Georgetown University report, College is Just the Beginning;
Employers Role in the $1.1 Trillion Postsecondary Education and Training System, can be found at https://
cew.georgetown.edu/wp-content/uploads/2015/02/TrillionDollar-Training-System-.pdf.
BNA
March 2015
10
(No. 3)
Compensation Strategies
Consultants Advise a Coaching Culture to Improve Performance
Managers are the key to driving employee engagement; developing their coaching skills will go
a long way toward improving engagement programs and organizational performance, Heather
Backstrom, consultant at Heather Backstrom Consulting, told a February webinar sponsored by the
Human Capital Institute.
Theres an alignment between a culture of
coaching and engagement. Having coaching and
engagement are really critical to the success of an
organization, Backstrom said.
Among employees working in an organization
with a strong coaching culture, 65 percent rated
themselves as highly engaged, according to the
Building a Coaching Culture study by the Human Capital Institute and the International Coach
Federation. The study is based on a survey of over
500 respondents, interviews with coaching experts, as well as academic journals, case studies
and white papers.
RSS
ISSN 1067-4551
(No. 3)
11
Compensation Strategies
Table 1
Demonstra
ated em
motional/
/social in
ntelligence
Demonstra
ated lea
adership
p ability
Posittive pe
erformance
Expe
erience
e
Informal co
oach tra
aining
Accre
edited coach trainingg
Technical skills
Educcation
Very imporrtant
70%
58%
43%
28%
26%
15%
10%
9%
Source: HCI/ICF
Important
27%
39%
53%
61%
59%
24%
44%
40%
Neither
important or
unimportant
3%
3%
3%
7%
13%
39%
33%
38%
Unimportant
n/a
n/a
4%
3%
17%
9%
12%
A BNA Graphic/rssf2101
The manager as coach. There are many aspects to being an effective coach, according to
Backstrom. For example, a good coach asks questions to help an employee work through an assignment or project, listens, and gives positive and developmental feedback to help foster growth, Backstrom said.
ISSN 1067-4551
BNA
March 2015
12
(No. 3)
Table 1
Ana
alyst
$71,200
0
$78,316
$68,057
$82,597
$75,820
$69,773
$61,361
$68,992
$68,374
Clerk
$45,651
1
$49
9,689
$43
3,221
$52
2,262
$48
8,185
$43
3,984
$38
8,694
$44
4,390
$43
3,504
A BNA Graphic/rssf2106
In a major port city such as Los Angeles, the average salary for an import/export analyst is
$78,316 and the average salary for import/export
clerks is $49,689.
The overall average salary for an import/export
clerk is $45,651. The highest-paying city for both
job titles is New York, at $82,597 for the analyst
and $52,262 for the clerk.
Pay by title. An import/export analyst earns a
median $52,204, according to data from Payscale
(see Table 2). The pay range from Payscale compensation data comes from salary surveys from a
wide range of industries and geographic locations.
The data is validated by a survey system and compensation data team and falls within age requirements, according to Payscale.
Table 2
Mediian
Salary rangge
Bonu
us
Prott shariing
Total
Im
mport Manager
$60,810
$39,827 $86,,486
$0 $9,8177
$1,340 $9,6696
$40,028 $90,,197
Export Ma
arkets
Developm
ment
Manag
ger
$64,916
$47,344 $111,504
$0 $558,723
n//a
$47,569 $141,914
Exportt Sales
Man
nager
$59,928
$337,326 $95,589
$0 $17,920
$1,017 $5,896
$0 $37,500
Import/Export
Analyst
$52,204
$34,784 $77,138
$0 $6,411
$277.50 $5,000
$31,317 $78,344
Import/Export
Agent
$38,992
$28,521 $50,596
$0 $2,433
n/a
$27,047 $49,8885
Source: Payscale
March 2015
Import/Export
Clerk
$35,691
$27,145 $49,4005
$0 $2,591
n/a
$24,013 $47,8003
A BNA Graphic/rssf2107
RSS
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13
ISSN 1067-4551
March 2015
14
(No. 3)
Table 1
Low
w
High
Average
$7
70,090
$88,773
$80,015
$6
66,440
$89,171
$78,820
$9
96,155
$4
41,175
$123,237
$62,642
$106,744
$51,060
$3
38,987
$54,919
$45,796
$4
47,640
$66,709
$56,226
$5
56,263
$73,671
$64,369
A BNA Graphic/rssf2108
To help ease the shortage, nearly a third of organizations allow some of their technicians to work
from home, the survey found.
Most desktop support teams (63 percent) include more than one level of desktop support technician, according to the HDI survey.
Desktop support technicians at the senior level
earn an average of $56,226 and have two more
years of experience than those at the junior level,
according to the HDI survey (see Table 1). A juniorlevel support technician is paid an average of
$45,796.
It found that in 2012, 59 percent of organizations reported their desktop support and service
desk teams were separate, but this dropped to 52
percent in 2014, the HDI survey said.
Service desk workers typically have better communication skills, according to Meadors. A service
desk will handle matters such as setting up a service call, while a help desk handles troubleshooting for devices, which requires more technical
knowledge.
Help desk people dont like to talk on the
phone, but they earn more for their technical
skills, Meador said.
Help desk is a first step for some. Working at
the help desk is considered by some to be a stepping stone to working at a service desk, according
to Meadors.
They will get certification in ITIL and want to
work at the service desk, she said.
ITIL, formerly known as the Information Technology Infrastructure Library, is a set of practices for IT
service management (ITSM) that focuses on aligning IT services with the needs of business.
It was originally developed from a set of recommendations by the U.K.s Governments Central
Communications
and
Telecommunications
Agency.
Companies also need to consider the cost implications of the different levels of technicians, according to Meadors.
At 23 percent of firms, the desktop support managers also oversee other areas, such as support
centers, network support or server support, and
earn $78,820 on average, the HDI survey said.
Slightly less than half, 48 percent, of organizations have directors of desktop support, who have
about 13 years of IT support experience and are
paid $106,744.
Desktop and service desk differences. Organizations are training frontline agents to handle
desktop support, as well, according to the HDI survey.
March 2015
RSS
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15
Table 2
Salary ranges for technical services, help desk and technical support positions
by title
Mana
ager
Deskktop Su
upport Analyst
Syste
ems Administtrator
Syste
ems Engineer
Mess
sagingg Admin
nistrator
Help Desk Tier 3
Help Desk Tier 2
Help Desk Tier 1
Instructor/
/Trainerr
PC Te
echniccian
Busin
ness Continu
uity Analyyst
2014
$ 76,500 $109,0
000
$ 49,750 $ 73,0
000
$ 62,250 $ 96,500
$ 76,750 $111,2
250
$ 68,500 $ 99,750
$ 53,000 $ 68,500
$ 42,000 $ 54,5
500
$ 33,000 $ 44,250
$ 52,250 $ 83,0
000
$ 32,250 $ 47,5
500
$ 87,750 $125,0
000
% change
5.3%
5.1%
4.7%
5.2%
5.5%
6.4%
5.4%
5.2%
4.6%
4.7%
5.6%
A BNA Graphic/rssf2109
2015
$ 80,500 $114,750
$ 52,000 $ 77,000
$ 65,750 $100,500
$ 80,250 $117,500
$ 72,500 $105,000
$ 55,250 $ 74,000
$ 43,750 $ 58,000
$ 34,000 $ 47,250
$ 54,250 $ 87,250
$ 33,750 $ 49,750
$ 92,500 $132,250
ISSN 1067-4551
BNA
March 2015
16
(No. 3)
News Briefs
EBRI Survey Reports Most Workers Satisfied
But Want Change in Mix of Benefits and Wages
March 2015
Once employees are hired, accelerate the onboarding process to make the most of the time
they do have, and encourage employees to be
honest about their goals at the company, she
said. As the modern job seeker becomes the
modern job hopper, staying ahead of the curve
means fighting turnover with a smart, savvy recruiting strategy.
When employees do leave, Kasper said, employers should stay in close contact with these
alumni for future employment opportunities.
The study found that higher compensation remains a key driver of turnover: 61 percent of respondents said that they would leave their current
job for higher compensation, followed by better location (42 percent), work-life balance (38 percent),
health benefits (36 percent) and opportunities for
growth (35 percent).
Research Shows Household Income Rose
In 2014, But Not From Wage Increases
Household income continues on a slow rebound, up 3.3 percent from December 2013 to
December 2014, the largest amount in nearly
eight years, according to analysis from Sentier Research (http://www.sentierresearch.com/).
A significant factor contributing to the large increase in median income was mainly due to falling energy prices, rather than wage growth, Gordon Green of Sentier Resarch said in a press release.
The December 2014 median income of $54,417
is 1.5 percent lower than the median income of
$55,228 in June 2009, which is the end of the recent recession and beginning of the economic recovery, and 3.2 percent lower than the median income of $56,237 in December 2007, when the recession began.
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ISSN 1067-4551