LegiStorm adds historical salary data dating back to October 2000

Posted by LegiStorm on Tuesday, February 03, 2009

When we first launched LegiStorm in September 2006, we presented users with less than one year of complete congressional staff salary data. Since that time, we have steadily added more recent data but also historical salary data, not to mention other data offerings.

Now we have reached a new milestone. We have entered all historical salary data from House and Senate expenditure books that the Government Printing Office still makes available. As of now, our salary data is complete from October 2000 forward, or eight full years worth.

Today's release includes an additional year of salaries from October 1, 2000 to September 30, 2001 in the Senate, as well as three quarters of House data from October 1, 2000 to June 30, 2001.

Our next salary data launch is slated for roughly two months from now, after fourth quarter 2008 House salary data is released. Since the Senate releases data in six-month increments, there will be no comparable release of new Senate data for another quarter after that. At this time, we do not anticipate adding any more historical data but we certainly will consider it if the data becomes more easily accessible.

posted in Senate, historical data, House, congressional staff salaries
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Posted by travis123456 on 03/04/2009 04:30 PM EST
With the amount of IT staff turnover, if you are looking for a job one of the first things that you need to do is have a killer resume. It is not unusual for an IT recruiter to have a stack of over 200 resumes to look at the challenge that you face is how do you make your resume stand out so you are called for an interview. This is what we have found that works. Keep it short - The typically recruiter only spend about 10 to 15 seconds on their first pass through review. If your resume is 4 to 5 pages long recruiters ofKeep it short - The typically recruiter only spend about 10 to 15 seconds on their first pass through review. If your resume is 4 to 5 pages long recruiters often do not get past the first page. State what your objective is - When the recruiter reviews the resume if he sees that your objective is the same one that he is trying to fill that is plus for you. At the same time, he may have a second position that needs to be filled and could move you into that stack. Highlight your current skills - No one really is hired because they leaned a programming language in college. Rather they are hired because they implemented a Web 2.0 application or some other current technology. Minimize the number of Acronyms - Acronyms say nothing about what you know, rather spend the limited space that you have in a resume to show how you have been able to apply a technology to business solution. For example instead of saying that, you worked on an ITSM provide and example of how your actions improved the service a key customer received and then resulted in more revenue for your company. That is not to say that acronyms and protocols should not be mentioned at all. However, if you do, be prepared to back it up. Present practical facts not theory - Recruiters are interested in what could be and should be. They want to hire IT professionals who can get things done now. In addition, do not use buzzwords if you do not know what they mean. If you use the term Sarbanes-Oxley, know what it means and how you can help the recruiter's organization meet its compliance objectives. ---------------------------------------------------------------------- travis perth dating

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