Why my youthful disdain toward money? Because I had a savings account, that’s why. All the money I got for birthdays/Christmas/grade school graduation went straight to the bank, and my parents expected me to be happy when I exchanged a would-be shopping spree at Toys-R-Us for a deposit receipt and a lollipop. I was eight, and I was not happy.

Reflecting on those times now, I realize I’d be thrilled with a savings account as well-endowed as the one I had in fifth grade — its present-day counterpart is paltry, to put it optimistically. Though I know the importance of saving money, there are certain times when it seems almost impossible to save — a feeling that is shared by an increasing number of workers these days.

According to a new CareerBuilder survey: “Saving money is not an option for some workers, as one-third (33 percent) state that they do not participate in any programs such as 401(k), IRAs or retirement plans. One-in-three (30 percent) report that they don’t put any money aside into their savings each month, while 28 percent set aside $100 or less per month for savings and 14 percent save less than $50.”

The survey also reports that the number of workers living paycheck to paycheck has risen in the last year: 77 percent of workers report living paycheck to paycheck in 2010, compared with 61 percent who reported doing so in 2009.

Unfortunately, since we’re in the middle of a recession, it’s likely that many of us will be living with tight purse strings  for the foreseeable future.

Yet according to Rosemary Haefner, vice president of human resources for CareerBuilder, that may not be such a bad thing, since living on a budget  may ultimately make us more financially responsible. “The last 18 months have required some workers to tighten their day-to-day spending and make some adjustments to their financial futures,” says Haefner. “Our survey found that six-in-ten workers say that the recession has made them more fiscally responsible. Maintaining a budget is not only important now, but will better position workers – both personally and professionally – for the long run.”

When it comes to  budgeting, workers reported using the following tactics to help make ends meet:

•             Cut back on leisure activities – 54 percent

•             Used coupons or shopped at discount stores – 48 percent

•             Drove less to save on gas – 37 percent

•             Cancelled cable and other subscriptions – 12 percent

•             Used public transportation – 5 percent

Cut back on cable, carpooling to work and still stretching your paycheck thin? Haefner offers the following tips for getting the most out of your money and creating a livable budget:

Cut back where you can – That daily dose of Dunkin Donuts coffee can add up. Create a spreadsheet or keep a small notebook to track your expenses. At the end of the month, analyze where your money goes, and cut back where you’re spending unnecessarily.

Be saving savvy – While you may not be able to stash away a few hundred dollars each month, it’s still important to save what you can, even if it’s a small amount. If you tend to spend whatever is in your checking account, try setting up an automatic deposit into a savings account. 

Maximize your benefits– Talk to your HR department to see if there are any benefits you’re not taking advantage of.  Many companies offer perks like free museum admission, discounts at certain stores, etc. Also, if necessary, re-evaluate your benefits plan to make sure you’ve selected the right one for your budget.

For more on the recession and its effect on workers, check out:

Is Going Back to School the Right Move?

Workplace Fatalities Reach Record Low

Surprising Growth Industries

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Since the Stanley Cup marks the official end of the hockey season, here’s a look at what the top 10 11 highest paid players made during the 2009-2010 season.

1. Vincent Lecavalier

Team: Tampa Bay

2009-2010 Salary: $10 million*

2. Sidney Crosby

 Team: Pittsburgh

2009-2010 Salary: $9 million

3. Evgeni Malkin

Team: Pittsburgh

2009-2010 Salary: $9 million 

4. Alex Ovechkin

Team:  Washington

2009-2010 Salary: $9 million

5. Chris Drury

Team: New York Rangers

2009-2010 Salary: $8.05 million

6. Daniel Briere

Team: Philadelphia

2009-2010 Salary: $8 million 

7. Scott Gomez

Team: Montreal

2009-2010 Salary: $8 million 

8. Dany Heatley

Team: San Jose

2009-2010 Salary: $8 million

9. Wade Redden

Team: New York Rangers

2009-2010 Salary: $8 million

10. Jason Spezza

Team: Ottawa

2009-2010 Salary: $8 million

And one for good luck next season:

11. Marian Hossa

Team: Chicago

2009-2010 Salary: $7.9 million

 *Salary information provided by CBS Sports

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When you look at Forbes magazine’s most recent list of highest-paid CEOs (chief executives of the 500 biggest companies in the United States), you won’t see a woman until No. 48: Irene B. Rosenfeld, CEO of Kraft Foods.  In a country where women make up 47 percent of the  work force, just 3 percent of Fortune 500 CEOs are female. In addition, women who worked full time earned an average of just 80 percent of what men earned in the same positions in 2008, according to the  Bureau of Labor Statistics.

But is salary disparity between genders the issue or is it something else?

In the Harvard Business Review blog, Avivah Wittenberg-Cox wrote: “Women represent one of the world’s biggest and most under-reported opportunities. The business world has been so focused on stories like the rise of China that it has not been invited to see that, much closer to home, business could be reaping the benefits of the rise of women. Companies — and their business school feeders — have been slow in adapting and profiting from this shift, and part of the reason is that media too often focus on small, sensational and misleading parts of the story, including aspects like the wage gap.”

Catalyst’s February 2010 Pipeline’s Broken Promise  report examining high-potential graduates from top business schools around the world found that, even after taking into account experience, industry and region, women start at lower levels than men, make on average $4,600 less in their initial jobs, and continue to be outpaced by men in rank and salary growth. Only when women begin their post-MBA career at mid-management or above do they achieve parity in position with men — a situation that accounted for only 10 percent of the women and 19 percent of the men surveyed.

Whatever the cause, the BLS reports there are only a handful of occupations where women’s earnings are equal to or exceed men’s, including construction and extraction occupations; special education teachers; installation, maintenance and repair occupations; life, physical and social science technicians; and counselors.

We wanted to know, what jobs pay women the most money? Here are 25 jobs where women earn $1,000 a week or more, according to the BLS, and how those wages compare to those of their male counterparts.

Pharmacists
Women – Median weekly earnings: $1,647 
Men – Median weekly earnings: $1,914     
Women’s earnings as percent of men’s in same occupation: 86.1%

Chief executives   
Women – Median weekly earnings: $1,603 
Men – Median weekly earnings: $1,999     
Women’s earnings as percent of men’s in same occupation:  80.2%

Lawyers     
Women – Median weekly earnings: $1,509 
Men – Median weekly earnings: $1,875     
Women’s earnings as percent of men’s in same occupation:  80.5%

Computer software engineers  
Women – Median weekly earnings: $1,351 
Men – Median weekly earnings: $1,555     
Women’s earnings as percent of men’s in same occupation:  86.9%

Computer and information systems managers       
Women – Median weekly earnings: $1,260 
Men – Median weekly earnings: $1,641     
Women’s earnings as percent of men’s in same occupation:  76.8%

Physicians and surgeons
Women – Median weekly earnings: $1,230 
Men – Median weekly earnings: $1,911     
Women’s earnings as percent of men’s in same occupation:  64.4%

Management analysts    
Women – Median weekly earnings: $1,139 
Men – Median weekly earnings: $1,391     
Women’s earnings as percent of men’s in same occupation:  81.9%

Human resources managers    
Women – Median weekly earnings: $1,137 
Men – Median weekly earnings: $1,433     
Women’s earnings as percent of men’s in same occupation:  79.3%

Speech-language pathologists 
Women – Median weekly earnings: $1,124 
Men – Median weekly earnings: *   
Women’s earnings as percent of men’s in same occupation:  **

Computer and mathematical occupations    
Women – Median weekly earnings: $1,088 
Men – Median weekly earnings: $1,320     
Women’s earnings as percent of men’s in same occupation:  82.4%

Computer scientists and systems analysts   
Women – Median weekly earnings: $1,082 
Men – Median weekly earnings: $1,240     
Women’s earnings as percent of men’s in same occupation:  87.3%

Physician assistants      
Women – Median weekly earnings: $1,077 
Men – Median weekly earnings: **  
Women’s earnings as percent of men’s in same occupation:  **

Medical and health services managers        
Women – Median weekly earnings: $1,066 
Men – Median weekly earnings: $1,504     
Women’s earnings as percent of men’s in same occupation:  70.9%

Physical scientists, all other    
Women – Median weekly earnings: $1,061 
Men – Median weekly earnings: $1,535     
Women’s earnings as percent of men’s in same occupation:  69.1%

Post-secondary teachers 
Women – Median weekly earnings: $1,056 
Men – Median weekly earnings: $1,245     
Women’s earnings as percent of men’s in same occupation:  84.8%

Marketing and sales managers 
Women – Median weekly earnings: $1,024 
Men – Median weekly earnings: $1,601     
Women’s earnings as percent of men’s in same occupation:  64%

Physical therapists        
Women – Median weekly earnings: $1,019 
Men – Median weekly earnings: $1,329     
Women’s earnings as percent of men’s in same occupation:  76.7%

Occupational therapists 
Women – Median weekly earnings: $1,016 
Men – Median weekly earnings: **  
Women’s earnings as percent of men’s in same occupation:  **

Registered nurses
Women – Median weekly earnings: $1,011 
Men – Median weekly earnings: $1,168     
Women’s earnings as percent of men’s in same occupation:  86.6%

Managers, all other        
Women – Median weekly earnings: $1,010 
Men – Median weekly earnings: $1,359     
Women’s earnings as percent of men’s in same occupation:  74.3%

Psychologists       
Women – Median weekly earnings: $1,004 
Men – Median weekly earnings: **  
Women’s earnings as percent of men’s in same occupation:  **

Computer programmers 
Women – Median weekly earnings: $1,003 
Men – Median weekly earnings: $1,261     
Women’s earnings as percent of men’s in same occupation:  79.5%

Architecture and engineering occupations   
Women – Median weekly earnings: $1,001 
Men – Median weekly earnings: $1,286     
Women’s earnings as percent of men’s in same occupation:  77.8%

Advertising and promotions managers         
Women – Median weekly earnings: $1,000 
Men – Median weekly earnings: **  
Women’s earnings as percent of men’s in same occupation:  **

Education administrators         
Women – Median weekly earnings: $1,000 
Men – Median weekly earnings: $1,398     
Women’s earnings as percent of men’s in same occupation:  71.5%

What do you think? Do you agree or disagree? Are males and females paid the same at your organization?
*No data or data that do not meet publication criteria.

** Data not shown where the male employment base is less than 50,000.

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Salary talks are always one of the trickiest components of a job offer because the employer generally has the upper hand. By the time you get to salary negotiations, which might not occur until the second, third or fourth interview, you’ve probably divulged quite a bit of information. You have already been asked to give your salary history, your current income and your salary expectations. You don’t know what the company’s budget is, what they are willing to pay and what the previous employee’s salary was.

Conventional wisdom says that you don’t bring up salary, the employer does, and it’s good advice to take. The reason is that you don’t want to suggest you’re so focused on the paycheck that the actual requirements of the job are of no interest to you. Plus, when a company knows that their salary offerings are low, they often bring it up early in the interview process because they don’t want to waste your time or theirs. It’s not a guarantee, but it happens more than you realize.

As Claire asks, what do you do when a number has been put out there and you can live with it, but you’d like to know if there is more room for negotiation? The simplest way to push for more money without forcing them to renege on the offer is to stress the positions responsibilities and make the case for more money. Don’t just say, “Eh, I want more money for my vacation in the spring.” Instead, remind them of the duties they described and the expertise you have. Try this approach, but put it in your own words: “Having worked on agency campaigns for the past five years, I know that this client will require plenty of nights and some weekends, and I’d feel more comfortable if my compensation were in [this range].” That approach opens up a dialog rather than a list of demands. Plus, you can explain that your previous job offered you some perks, benefits and bonuses that actually made your salary significantly higher than the base pay. You won’t come off greedy, but rather as someone who doesn’t want to take a financial hit moving from one job to another.

Also keep in mind what negotiations you’ve already gone through. If you’ve already gone back and forth four times and the current offer is 30 percent higher than you started with, you’re probably maxing them out right now. Forcing more negotiations will look greedy. If you’ve only been given one offer, then they probably expect a counteroffer. Some employers will tell you upfront, “We can offer this, and there’s not much room to negotiate.” That’s a sign that they’re not willing to go much higher (if at all), so any discussion should be realistic. Don’t counter with a salary 50 percent higher. Go back to them and say, “I understand that the compensation is more or less fixed, but I’d be more comfortable with a salary in [this range].” And make that range a moderate increase—one that you think you could actually get and one they would actually consider. Pricing yourself out of the job can happen with outlandish requests.

The bottom line is that you don’t know what their max is, and some finicky employers could snap back without negotiating at all and there’s no way to help that. If you present a case and treat the employer with respect, you’re worst case scenarios are getting an offer too low for you to accept or being told that the salary is final. Either way, at least you know you tried and didn’t accept an offer that you realize is too low two months later. Plus, you show that you’re strong-willed and concerned about your financial security (which is a mature trait) and not some greedy job seeker who wants someone to throw cash your way.

Thanks for the question, Claire!

Come back next week for our next chance for you to submit a question and win a copy of Career Building.

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We can safely say that 2009 was a year where the economy struggled, and we still have some work to do in 2010. However, this year 20 percent of employers plan to add new employees in 2010–in 2009 only 14 percent said so. Employers are certainly taking a wait-and-see approach to hiring, so expect them to remain cautious, but at least their outlook is definitely better than last year. Although 9 percent of employers expect to decrease headcount in 2010, that’s a significant increase compared to the 16 percent from last year.

If you’re wondering where the jobs are, look to the West, where 24 percent of employers intend to add full-time workers. Employers in the Northeast anticipate the next highest amount of hiring, followed by the South and Midwest.

The industries where you can expect to see the largest hiring increases are information technology, manufacturing, financial services, professional and business services, and sales.

Perhaps the one topic you care most about is pay. Specifically, should you expect a raise in 2010 or a high starting salary? Fifty-seven percent of employers report their companies will increase salaries for existing employees in 2010, down from 65 percent in 2009. Thirty-six percent expect to raise salaries of existing employees by 3 percent or more, while 11 percent anticipate increases of 5 percent or more.

Twenty-nine of employers plan to increase salaries on initial offers to new employees, down from 33 percent in 2009. Nearly one-in-five (18 percent) employers will raise salaries on initial offers by 3 percent or more while 7 percent anticipate increases of 5 percent or more.

What else should you expect in 2010? Employers intend to replace their lowest performing workers. They also intend to implement flexible work arrangements that help employees maintain a good work-life balance and consequently keep them happy. And in an effort to retain top talent, many organizations will ask some employees to postpone retirement or they will rehire some retirees.

To read more about what employers are planning, read the highlights here or the full forecast here.

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Quite often there’s a tidbit that intrigues me in my pre-caffeinated state and I’ll actually remember to follow up on it when I get to my computer. This morning was one of those occasions. One of the headlines glaring at me was about the high number of federal employees who earn six-figure salaries.

A story in USA Today reports that during a time when the overall U.S. workforce is struggling with layoffs, high unemployment, pay cuts and salary freezes, the federal workforce is growing in salaries and hiring. In fact, the number of federal employees who earn $100,000 or more grew by 46% between December 2007 and June 2009.

USA Today analyzed data from the Office of Personnel Management, which tracks the pay of federal workers. (The OPM excludes info about the White House personnel, Congress, Postal Service employees, intelligence agencies and uniformed military personnel).

Some of the key findings:

• “Federal employees making salaries of $100,000 or more jumped from 14% to 19% of civil servants during the recession’s first 18 months — and that’s before overtime pay and bonuses are counted.”
• “The growth in six-figure salaries has pushed the average federal worker’s pay to $71,206, compared with $40,331 in the private sector.”
• “The federal government is adding jobs this year of nearly 10,000 a month – the fastest pace since the 1960s when Medicare and Medicaid were created.”

The article attributes the salary boom to three things: pay hikes, a new pay system and the easing of pay caps.

Read the full story here complete with more analysis and interesting graphs.

If you’re interested in pursuing federal employment, try searching CareerBuilder.com using the keywords “federal government”, choose the “Government-Federal” in CareerBuilder’s categories menu, or go to http://www.usajobs.gov/.

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I did some detective work and found 20 jobs whose entry-level salaries range from $41,000 to $77,000 a year. Compare these to the national mean of $41,231 for all workers and that’s a nice chunk of change for starting out in a new career.

One thing to keep in mind: While there are jobs that pay well at the entry-level, that pay is usually related to education. If you want a high starting salary, you’ll have to do your homework … literally. Certifications, post-secondary education and baccalaureate and post-baccalaureate degrees are usually needed for these jobs.

Here are 20 jobs with high entry-level salaries, according to SalaryExpert.com, which powers CBSalary.com:

1. Athlete Agent
   Industry: Sales 
   Annual salary: $59,879
2. Compensation Analyst
   Industry: Health care 
   Annual salary: $54,568
3. Computer Information Scientist 
   Industry: IT 
   Annual salary: $65,624
4. Developmental Psychologist
   Industry: Health care 
   Annual salary: $45,241
5. e-Commerce Business Analyst 
   Industry: IT 
   Annual salary: $60,022 
6. ERI Specialist 
   Industry: Health care 
   Annual salary: $41,680
7. Hydraulic Engineer 
   Industry: Engineering 
   Annual salary: $60,729
8. Industrial Engineer
   Industry: Engineering 
   Annual salary: $65,600 
9. Industrial Health Engineer 
   Industry: Engineering 
   Annual salary: $54,716
10. Marine Engineering Machinist
    Engineering 
    Annual salary: $58,177
11. MCSE (Microsoft Certified Systems Engineer) 
    Industry: Engineering 
    Annual salary: $71,935
12. Medical Social Researcher
    Industry: Health care 
    Annual salary: $47,594
13. Product Marketing Engineer 
    Industry: Engineering 
    Annual salary: $53,156
14. Sales Engineering Agent
    Industry: Sales 
    Annual salary: $55,693
15. Scientific Artist
    Industry: Health care 
    Annual salary: $43,053
16. Software Developer 
    Industry: IT 
    Annual salary: $77,511
17. Systems Administrator 
    Industry: IT 
    Annual salary: $63,209
18. Systems Analyst Lead 
    Industry: IT 
    Annual salary: $74,518
19. Veterans Service Officer 
    Industry: Health care 
    Annual salary: $44,319
20. Web Developer 
    Industry: IT 
    Annual salary: $66,861

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This latest report also shed some light on discouraged workers:

Among the marginally attached, the number of discouraged workers in August (758,000) has nearly doubled over the past 12 months. Discouraged workers are persons not currently looking for work because they believe no jobs are available for them. The other 1.5 million persons marginally attached to the labor force in August had not searched for work in the 4 weeks preceding the survey for reasons such as school attendance or family responsibilities.

It seems many of the people we at The Work Buzz are hearing from these days are discouraged. They say there aren’t enough jobs, there aren’t the right jobs, there aren’t any jobs.

Yes, it is taking more time these days to find a job, but hopefully, we can help you fight that job seeker fatigue. For example, we told you this week about a new CBsalary tool that matches salaries to jobs.

Many of you tell us that you’ll take any job as long as it pays the bills. Here’s one way this tool might fit in. Say you need to earn $50,000 to support yourself and your family. Type in your location and that number and — voila! — you’ll receive a list of jobs that match that pay an average of $50,000 in your area.

While we’re on the subject, we thought we’d give you a list to start with. Here are 50 jobs that pay an average of $50,000 annually in the United States:

1. Millwrights
   Annual average earnings: $50,040*
2. Mechanical engineering technicians
   Annual average earnings: $50,070
3. Industrial engineering technicians
   Annual average earnings: $50,130
4. Vocational education teachers, middle school
   Annual average earnings: $50,150
5. Food service managers
   Annual average earnings: $50,400
6. Vocational education teachers, postsecondary
   Annual average earnings: $51,020
7. Dietitians and nutritionists
   Annual average earnings: $51,540
8. Pile-driver operators
   Annual average earnings: $51,650
9. Aircraft mechanics and service technicians
   Annual average earnings: $51,960
10. Court reporters
    Annual average earnings: $52,150
11. Chemical plant and system operators
    Annual average earnings: $52,160
12. Construction and building inspectors
    Annual average earnings: $52,240
13. Elementary school teachers, except special education
    Annual average earnings: $52,550
14. Lodging managers
    Annual average earnings: $52,570
15. Middle school teachers, except special and vocational education
    Annual average earnings: $52,650
16. Police and sheriff’s patrol officers
    Annual average earnings: $52,950
17. Forensic science technicians
    Annual average earnings: $52,970
18. Special education teachers, preschool, kindergarten, and elementary school
    Annual average earnings: $53,090
19. Tax examiners, collectors, and revenue agents
    Annual average earnings: $53,100
20. Boilermakers
    Annual average earnings: $53,110
21. Sound engineering technicians
    Annual average earnings: $53,150
22. Respiratory therapists
    Annual average earnings: $53,170
23. Advertising sales agents
    Annual average earnings: $53,230
24. Radiologic technologists and technicians
    Annual average earnings: $53,410
25. Appraisers and assessors of real estate
    Annual average earnings: $53,460
26. Educational, vocational, and school counselors
    Annual average earnings: $53,540
27. Vocational education teachers, secondary school
    Annual average earnings: $53,760
28. Employment, recruitment, and placement specialists
    Annual average earnings: $53,960
29. Insurance appraisers, auto damage
    Annual average earnings: $53,990
30. Electrical and electronic engineering technicians
    Annual average earnings: $54,050
31. Medical and clinical laboratory technologists
    Annual average earnings: $54,120
32. Real estate sales agents
    Annual average earnings: $54,700
33. Librarians
    Annual average earnings: $54,750
34. Training and development specialists
    Annual average earnings: $54,840
35. Music directors and composers
    Annual average earnings: $54,840
36. Special education teachers, secondary school
    Annual average earnings: $55,140
37. Surveyors
    Annual average earnings: $56,030
38. Property, real estate, and community association managers
    Annual average earnings: $56,280
39. Aerospace engineering and operations technicians
    Annual average earnings: $56,560
40. Engineering technicians, except drafters, all other
    Annual average earnings: $56,660
41. Legal support workers
    Annual average earnings: $57,060
42. Compensation, benefits, and job analysis specialists
    Annual average earnings: $57,080
43. Editors
    Annual average earnings: $57,300
44. Claims adjusters, examiners, and investigators
    Annual average earnings: $57,630
45. Funeral directors
    Annual average earnings: $58,820
46. Public relations specialists
    Annual average earnings: $59,030
47. Sales representatives, services
    Annual average earnings: $59,150
48. Transportation inspectors
    Annual average earnings: $59,650
49. Arbitrators, mediators, and conciliators
    Annual average earnings: $59,780
50. Instructional coordinators
    Annual average earnings: $59,830

*National data according to the BLS

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Here are the news items that didn’t get quite as much attention:

• I don’t think we highlight veterans enough, and I think this is a story worth telling.
  Economy Makes Job Search Tough For Vets
• Can I also sue my high school teacher seeing as I’ve never once used the Pythagorean Theorem?
  Jobless NYC woman sues college for $70K in tuition
• Now don’t you feel ashamed of yourself for counting down the days until retirement? Or, you know, the weekend?
  101-year-old Dallas-area lawyer Jack Borden honored as nation’s ‘Outstanding Oldest Worker’
• We like pop culture, and we like learning. Here’s what Paula Abdul (yes, Paula) can teach you. Though I don’t know if I agree with the conclusion.
  Paula Abdul’s salary negotiation problem

No related posts.

Now that that’s settled, here are some of the big stories making news today:

• Money, money, money. Mooooooney.
  Pay raises will be bigger – next year
• Part of me wants to say, “Well, duh.” But another part makes me think workers get distracted by all sorts of things. Thoughts?
  Study: Facebook use cuts productivity at work
• This news isn’t particularly sexy, but it’s worth knowing what’s going on.
  BLS report: Mass layoffs in June 2009
• This isn’t specifically related to jobs, but seeing as our economy’s interconnected, it’s relevant to the work force.
  U.S. home price gains may foretell recovery: report
  

See you tomorrow. Friday.

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