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Exam Code: BI0-132 Practice exam 2022 by Killexams.com team Cognos 8 BI Metadata Model Developer Cognos Developer syllabus Killexams : Cognos Developer syllabus - BingNews
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https://killexams.com/exam_list/CognosKillexams : Cognos Access & Resources
Cognos is a web-based suite of tools from IBM that offers a full range of business intelligence (BI) capabilities including reports, analysis, dashboards, scorecards, mobile BI and more. Cognos is Purdue’s primary Business Intelligence(BI) tool and is used to access many of the university’s BI environments including those to access student-related data.
What really is a syllabus? Is it a tool or a manifesto? A machine or a plan? What are its limits? Its horizon? And who is it really for? And what would happen if you took the syllabus as seriously as you take the most serious forms of writing in your own discipline?
It’s so familiar. The first day, the first class meeting, the noises, the competing interests of choosing seats and choosing neighbors, the geometry of students and backpacks, tools, food, books. For you, it’s curtain up. You’ve brought with you a set of handouts, the ones you quickly say are also and always available online in the course learning module. You distribute the handouts, making eye contact as you do it—everyone is so young, and the class is more diverse each time you steal a glance. You’re looking for their response, even before they’ve read a word of what you’ve set down.
You remind yourself that your students are there for one of two reasons. Either they have to be there, or they want to be there. Either your course is a) required of everyone or maybe required in some specific track, or b) it’s an elective. You know that neither category guarantees an easy ride, and you wouldn’t want it any other way. Teaching is hard. One of your goals is to have the students who have to be there want to be there. Another goal is surely to make students who choose your course tell others that it was amazing, that you were terrific. Teaching is hard, you tell yourself again. Knowing that is part of being a teacher.
You feel the electricity of performance, the responsibility of winning students over to your discipline. You run through what you’re going to say this hour in a distracted, internal monologue. A few moments later, and the class has settled down into what looks like an attentive memorizing of the handout. It feels as if it’s your moment to lose: students poring over the little world you’ve created for them, a place where the hierarchy of the university—your mastery, their innocent but open-minded ignorance—is mediated by a simple document and the set of rules to which it conforms. Their eyes turn to you. Electronics are stowed. You pick up a piece of chalk. House lights down. You begin. You will be at that blackboard, chalk in hand, for sixteen weeks, and during that time your voice, and your brilliance, will fill the space.
You begin talking, but something strange is happening. All your expertise seems to have left you, and you’re jabbering on in what you recognize as a steady stream of amateurish nonsense. But that’s not the most horrifying part. What’s truly frightening is that the students are looking at you as if you’re making perfect sense—or, more accurately, as if it doesn’t matter whether you’re brilliant or banal.
Then the alarm clock goes off and you wake up. It’s four a.m., still dark, and you don’t have to be on campus for another two weeks. You spent last night fine-tuning your syllabus one last time and in the process ratcheting up your own anxiety.
You’ve just awakened from one version of the Academic’s Performance Dream. In the dream-class, you were about to tell the students something for sixteen weeks, which might be fine if your course were a one-way transmission to an adoring audience and nothing more. You wouldn’t really teach a class that way.
And yet you’re beginning to concede that the dream that woke you is more or less a critique—your critique—of your own teaching, your unconscious mind accusing you of a particular kind of earnest, hardworking—what to call it?—laziness. You’re half-awake now and recognize too much of your own teaching style. It isn’t a horror show—far from it. Reasonably genial, largely inert, a series of solos in which you enacted knowledge of the subject, underscoring memorable points with chalk, points dutifully copied by a silent room of students whose own thoughts remained locked away for the semester or at least until the final exam.
The sun’s coming up, and your morning resolution is not to teach that way again. You’re not even sure what kind of teaching that was, but it felt deeply incomplete. You’re awake now and, breaking the rules you’ve set for yourself, you’ve got your laptop open in bed. You’re anxiously looking over that syllabus one more time. Is it too much, too little, too complicated, too filled with arrows that point the student to side roads? Could you read your own syllabus and make a reasonable guess as to what the course wants to accomplish, as opposed to what your department’s course catalogue says that the course studies or describes? Could you recognize what the course challenges students to do? And how exactly would you, the teacher who wrote that syllabus, follow through on your own expectations for students?
Dreaming or waking, these questions never seem to go away. Teachers aim high. Big targets, big goals. A class that sings with intellectual engagement. Rigorous but fair grading, and each student doing better than you had hoped. The gratification of giving the exemplary lecture to a room of attentive students. Your own delight in the difficulty that comes with thinking seriously about things that count. All good goals, which, taken together, add up to an ideal of the teacher-focused class. “You’re a star!” says somebody in the hallway, possibly without irony.
But stars are bright, distant things, and the light they throw off is old, old news. What might it mean to teach now, to shine now, in the present, close to the moment and our students? This question is about more than diversity or age or ethnic sensitivity or a sympathetic engagement with the complexities of gender, or disability, or any of the other qualities that distinguish person from person. First or last, teaching is inevitably about all of these things.3But to be present asks that we do so much more. Our students, hungry for something that starry light can’t provide by itself, need from us not just knowledge—even knowledge tempered by sensitivity—but craft.
The myth of Prometheus—the Greek name means “forethought”—tells us that this most generous of Titans stole fire from the gods and brought it to us clay-built human creatures, functionally kindling life in our dark world. Teaching in the present is a bit like stealing fire. Here, o starry teacher, the fire is your own but briefly. Teaching is renouncing the glamour and assurance of the well-executed solo and sharing that light with your students, moving the focus from something we’ve long called teaching and giving the torch to learning. You can teach by yourself, or at least tell yourself that you can, but you can’t learn (let’s for a moment allow it to be a transitive verb meaning “to make them learn”) by yourself.
Modern English learn has as one of its antecedents the Old English form gelaeran, which meant “to teach.” This etymological paradox isn’t a paradox at all, of course. If teaching is the thing that happens when students are learning, subject and object come to be bound together, like Aristophanes’s conception of the sexes balled up inseparably in The Symposium, a Möbius-like continuum of teaching and learning, enacted by teacher and student.
We begin to discern the contours of this perplexing space of learning when we awake from the dream (it was always only a dream, never a solid reality) of the masterful teacher delivering knowledge. We can map out something so complex only by making a concerted effort to describe its nuances, conundrums, its areas of density and lightness. We perform this mapping and engage in this forethought when we compose a syllabus, but only if it is indeed an attempt to map the space of learning. Which means that, as we’ll say in several ways throughout this book, a syllabus isn’t so much about what you will do. It’s about what your students will do.
This essay is an excerpt from Syllabus: The Remarkable, Unremarkable Document That Changes Everything by William Germano and Kit Nicholls.
William Germano is professor of English at Cooper Union. His books include Getting It Published and From Dissertation to Book. Twitter @WmGermano Kit Nicholls is director of the Center for Writing at Cooper Union, where he teaches writing, literature, and cultural studies.
Tue, 04 Oct 2022 09:05:00 -0500entext/htmlhttps://press.princeton.edu/ideas/a-look-inside-syllabusKillexams : Cognos Reporting Tools
The following Cognos system reports (login required) are recommended by Accounting Services for Research and Sponsored Programs (ASRSP) for administrators to use when monitoring their unit's sponsored projects.
GM044 - Sponsored Project Portfolio
This report displays balances for active projects including totals for direct and indirect expenditures as well as encumbrances by department and/or principal investigator
It can run for negative balances only to monitor deficit spending
Drill through available by project to the GM045 - Sponsored Project Budget Statement
GM086 - Projects Balances Report
Similar to Sponsored Project Portfolio, but with added data fields including ASRSP Grant and Contract Financial Administrator (GCFA) Name, Award ID/Sponsor ID, Start and End dates
No drill through capability
Recommended by ASRSP: run for current period, all Contract Statuses, Active Projects, and specify either a particular PI for Manager/Reviewer field or select particular department for a detailed view of the current financial status of your constituency. View in Excel 2007 Data file type.
GM045 - Sponsored Project Budget Statement
Displays direct and indirect expenditure totals by project against the total budget amount along with project demographic data
Dollars are broken out and shown by Current Accounting Period, Fiscal Year to Date, and Inception to Date
GM047 - Milestone (Deliverable) Report
Used by department administrators and PIs in tracking upcoming deliverable due dates to assist in meeting sponsor and institutional requirements
GM091 - Sponsor Payments Received
Presents details of payments received by contract, with a breakout by project
Payment activity includes all forms of payments as well as a subset of write-offs and other maintenance items
Note: For converted non-clinical awards, payment data prior to December 2008 is not available
GM092 - Subcontract Monitoring Report
Displays a complete list of fully-executed subcontracts
Current status for funding and disbursement
Includes the burn rates (percent disbursed)
GM093 - Cost Share Commitment Status
Presents revenue and expense data from NUFinancials Commitment Control for sponsored projects with cost sharing
Grants users a multi-year view of budget, revenue and expense on cost share funds
Provides a comprehensive view of all departments committing cost share funds to a given sponsored project
GM096 - Grants Transaction History Queries
Displays expense and budget transactions on sponsored (grant) chart strings. This report, when downloaded to Excel, can be used in conjunction with ASRSP’s Expense Review Workbook template. The report contains two sections, “Expense Transaction Query” and “Budget Query”. When exported to Excel, the data will appear on separate tabs.
This report is used by Principal Investigators, Department Administrators, and ASRSP to review detailed transaction history by contract or project id. It can reduce compliance risk by providing departments with easier access to and greater detail regarding expenses posted to grants.
That can be especially true of smaller businesses, particularly if they lack the money to tempt developers who might otherwise end up going to big technology companies. But what's also true is that not every developer wants to work for a giant, faceless corporation. And in any case, every software developer has to begin designing code somewhere, whether at a mid-size tech company or their old college roommate's startup, which means that smaller businesses are often a route into the industry for many developers just starting out.
And depending on a company's size, a developer will face different challeges and use different skill sets.
Brendan O'Leary, developer evangelist at GitLab, says that smaller companies can offer greater feelings of connectedness between a developer and their work's impact on their company. O'Leary says smaller companies allow developers to focus more on their cycle time, which is the time it takes from writing the first line of code to seeing it go into production.
That can be a huge advantage that a small company can offer, he says: "That's an intrinsic motivator that's really hard to replace with money or anything else."
O'Leary says developers at larger companies are more likely to feel disconnected from their work's direct impact on their company and its customers.
Amanda Richardson, CEO of CoderPad, agrees that developers at smaller companies have a unique chance to witness the fruits of their labor by working on a project in its entirety.
"Working at a smaller company can provide the opportunity to work from start to finish on projects while seeing the immediate impact of your work," she says.
According to Richardson, small businesses might be the route new or inexperienced developers choose, as startups are typically operating within the bounds of small budgets. Developers at smaller companies will need excellent problem-solving and research skills. On the other hand, she says more prominent companies are in the market for IT professionals who might not have a broad scope of experience in all facets of software development but have a deep understanding of one specific topic.
"Because budgetary constraints often mean startups can't match the pay of large companies, they are more open to considering profiles that don't tick all the boxes in terms of degrees or professional experience," she says.
Bigger businesses do offer specific advantages for certain types of individuals. At a larger company, software developers and engineers can expect more structure, clearly designated roles and responsibilities, and established processes. A larger company is probably further along in its DevOps growth and hires developers who are ready to face a project head-on. That can be a good environment for someone just starting out.
"Working as a developer at a large company implies a structured environment with well-established processes and roles," Richardson says. "It can be especially valuable for young graduates to learn within a structured environment and see software development at scale while acquiring best practices."
The downside, of course, is that developers in a bigger business might find themselves completing mundane tasks. According to a Stack Overflow survey, 45% agreed that feeling unproductive is the number one reason they're unhappy at work, with inflexible working practices not far behind as something to complain about.
This issue is particularly true at larger companies if developers work on a small part of a larger project, with each team of developers holding one piece of the puzzle, and little sense of what the completed work looks like.
In contrast, smaller companies can offer software developers a more comprehensive range of knowledge, as each developer will need to take on more pieces of the puzzle and manage more parts of a project. At these companies, developers will be closer to understanding a problem and will work closely with the required steps to find a solution.
Both Richardson and O'Leary agree that smaller companies have a slight advantage over larger companies with how fast they can develop new software.
Richardson thinks this advantage is because larger companies must make more complex decisions. At the same time, O'Leary says it's because developers can focus more intensively on their cycle time at smaller companies.
Larger companies overcome some of the challenges of building software by using smaller groups to make the process more manageable. Smaller teams can communicate and collaborate faster, releasing software at lightning speed. As a company grows, it will need to split its engineers and developers into much smaller teams, and each team will oversee a small portion of a project.
Even some of the largest tech companies still want their developers to keep to small teams, to emulate the agility of small businesses.
"The smaller the team, the better the collaboration," says Amazon – hardly a small company – in its so-called "two-pizza team rule", which states that DevOps teams should be small enough for two pizzas to feed everyone on the team.
"Collaboration is also very important as the software releases are moving faster than ever. And a team's ability to deliver the software can be a differentiating factor for your organization against your competition. Imagine a situation in which a new product feature needs to be released or a bug needs to be fixed – you want this to happen as quickly as possible so you can have a smaller go-to-market time," it says.
Flexibility is another factor. Richardson says developers working at small companies and startups have more autonomy and responsibilities than they would at larger business. This autonomy creates room for developers to pitch new ideas to the company. According to the Stack Overflow survey, 39% of respondents said that a lack of growth opportunities makes them unhappy with their jobs. A developer's possibilities to expand and grow in their career might be much higher at smaller companies.
But the same autonomy can mean a lack of guidance and more room for error.
"The drawback of working for a smaller company is you're unlikely to have the reassuring support of a seasoned engineer to answer questions and help you ramp up or be able to test your ideas at scale," she says.
O'Leary says it all depends on the developer and what kind of career goals they have. Some people might enjoy the challenges of trialing new code and solving problems that small businesses face. Others might prefer the stability of a larger, more established company.
Working at a small, mid-size, or large company has positive and negative aspects. It all depends on what an individual developer or engineer strives for in their career, and how many responsibilities they'd like to take on in their professional lives.
But it's almost universal for developers to want to understand the impact of their work and feel like the work they complete is meaningful and valuable to society. So in a tough market, hiring managers at companies big and small should look at the work they are offering and consider how the developers they recruit can be made to feel like they are really making a difference.
Sun, 09 Oct 2022 12:00:00 -0500entext/htmlhttps://www.zdnet.com/article/small-business-needs-a-different-sort-of-software-developer/Killexams : Find out how much software developers are making in Germany in 2022
This article was originally published on .cult by Mikaella C, Inês Almeida. .cult is a Berlin-based community platform for developers. We write about all things career-related, make original documentaries, and share heaps of other untold developer stories from around the world.
Last year we brought you our first comprehensive breakdown of developer salaries in Germany. We used extensive data gathered over the course of five years, breaking down all the variables that go into making up that magic number: your salary.
In 2021, we found that while COVID-19 impacted developer hirings, it didn’t make a noticeable difference in salary. In this year’s report, we’ve found that hirings have bounced back, with a 54% increase in developer hirings from 2020 to 2021. Developer salaries have continued to rise, with a year-on-year improvement from 2021 to 2022, proving again that Germany is indeed a good place to be a developer.
Breakdown of developer salaries in Germany
Experience, role, tech stack, gender, and even nationality contribute to how much a developer earns. And the city you live in plays a role, too. The highest average salaries are found in Munich, but the best bang for your buck is in Berlin, which offers generous salaries with a lower cost of living.
If you’re not originally from Berlin, you can still set your sights on the city. Our data found that being a local doesn’t necessarily certain a higher pay grade. In both 2021 and 2022, salaries rose not just for local native German speakers but also for local, non-native speakers and for those who emigrated to Germany from the EU and the rest of the world.
Depending upon the role, non-native-speaking locals can earn up to 4% more than their native-speaking counterparts.
Not from the EU? No worries. Developers who have moved to Germany from the rest of the world have found consistently higher salaries than those who moved from the EU. Just get that visa sorted!
Here’s how that data starts to look when we factor in not just role, but years of experience.
The gender pay gap is still a problem
In both 2021 and 2022, male developers were paid consistently more than female developers, sometimes by as much as 5%. In fact, data shows that the gender pay gap widened in 2022, with women more consistently receiving lower salaries across both junior and senior roles.
Location and nationality don’t affect interview invites and hires
Along with the fairly equitable rates of pay for developers no matter where you’re from, we analysed how likely you are to make it to the job interview based on your location.
Here, locals have the advantage, with the lion’s share of interview invites and hires going to candidates already located in Germany.
However, after a decline in hiring candidates from the rest of the world in 2019 and 2020, rates are rising again for 2021 and 2022, proving that borders aren’t a barrier for the right job.
Expectations are low… too low!
We found one consistent factor across all of our data: developers typically underestimate the salary they deserve. For example, check out the difference between the estimated salary for junior management (€39,200) and the average offered salary for junior management (€67,500): a whopping 41% difference.
Typically, the expected salary and average offered salary tend to align more in senior roles, suggesting that more experienced developers have a more accurate idea of what they’re worth. But even then, they are still consistently underestimated, leading us to the conclusion that many developers don’t have a precise picture of the real salary landscape out there.
Once again women are expecting less than their male counterparts. They consistently ask for €2,000+ less, while that number grows as the experience grows.
Our key data source is the salaries specified by hiring companies during the interview process on the Honeypot platform. If an interview invite was missing significant information (like position, title, or company location), we removed those from the study to ensure the data can be compared consistently. We also removed unusually low or high salaries to avoid extreme outliers and used an external library to determine gender based on the individual’s first name. All salaries are based on the company’s initial offer, and not a final negotiated and contracted amount.
The best way to make sure you’re getting the best possible salary is to be informed and prepared to talk about it! So share what you’ve learned and sign up for our fabulous newsletter for even more reports, videos, interviews and insights.
Sun, 25 Sep 2022 06:18:00 -0500entext/htmlhttps://thenextweb.com/news/how-much-software-developers-making-germany-in-2022Killexams : Developers not going to be replaced by AI yet
Amazon says it is science fantasy
Fears that developers jobs be taken by machines have been dismissed by Amazon big wig Vasi Philomin.
Philomin, who is in charge of AI for Amazon, told IEEE Spectrum that AI is nowhere near replacing human developers.
The best that can be hoped for is that developers may not need to learn the syntax and vocabulary of programming languages, and instead will need to focus on understanding concepts and systems to design programs while the AI can do all the boring, nitty-gritty coding work.
Developers would describe how an application works and a machine-learning model outputs the corresponding code to compile or run.
Peter Schrammel, cofounder of Diffblue, a company focused on automating Java code said that programming jobs will change and engineers will be able to focus more on difficult, creative problems.
"Software developers will not lose their jobs because an automation tool replaces them. There always will be more software that needs to be written."
But what should worry developers is that their code could be used by AI to as base code by which it learns and over which they have no control. Already there have been some concerns seen in the medical world were diagrams of a patent are being used by an AI to diagnose people with her condition. This might be ok, but the developers who created the data set forgot to tell the patent.
Mon, 26 Sep 2022 21:08:00 -0500Nick Farrellen-gbtext/htmlhttps://www.fudzilla.com/news/ai/55555-developers-not-going-to-be-replaced-by-ai-yetKillexams : This is how much software developers in the Netherlands are earning in 2022
This article was originally published on .cult by Luis Minvielle, Inês Almeida. .cult is a Berlin-based community platform for developers. We write about all things career-related, make original documentaries, and share heaps of other untold developer stories from around the world.
You’ve probably read this before: the Netherlands is an English-speaker’s paradise. Tied with the Nordic countries for proficiency, more than 90% of Dutch people speak English fluently.
Indeed, language does not seem to be a barrier for developers looking to settle in the Netherlands, since companies seem to evaluate experience over speaking Dutch. Our research shows that in 2022 salaries grew in the Netherlands. Companies in the country may even pay above average expectations.
This promising insight and other essential facts come from our recent report on Developer Salaries in the Netherlands in 2022. We used newly dug data and compared it against some insights from 2021. Jump in and take a peek.
Offered and expected salaries in the Netherlands in 2022
Remember how everyone was talking about inflation from last year onwards? The Dutch didn’t just talk about it: they did something about it. Our research demonstrates that, in the Netherlands, expected and offered salaries for developers rose between 2021 and 2022. In 2021, a developer may have expected slightly more than €57k per year. In 2022, that number grew to almost €60k.
The offered salaries are also superior to expectations. In 2021, developers were offered, on average, almost €59k, while in 2022, the average offer is closer to €62k. That’s a nearly 6% increase for offered salaries in the Netherlands. Kudos to Dutch companies!
Average offered salaries in the Netherlands since Honeypot launched
Since Honeypot launched in 2016, the average salary for developers in the Netherlands has grown by more than 25% up to €62k. It’s a welcome and steep increase that confirms that developers are more and more in demand — and that companies are willing to pay for their services.
Offered salary by talent type in the Netherlands for 2021 and 2022
According to our gathered data, companies in the Netherlands used to pay developers rather consistent salaries, regardless of whether they were European or Dutch. The salaries hovered in between €56k and €59k for four distinct demographic groups up to 2021.
But, in 2022, it seems a group is getting the best pay cheques: the local non-native speaking developers. Their salaries in 2022 average a handsome €66k, a 10% increase from what the same group earned on average just a year ago. The difference we’re observing here between native speakers and non-native speakers, shouldn’t be considered a salary trend. Our observation stems from responses we got on our platform in 2022. It merely represents the fact that non-native speakers, with years of experience in the sector, are receiving high rewards, not that native speakers are receiving less money.
When we mentioned that the Netherlands loves English and other languages, we were reflecting on this particular reality: developers from outside the European Union are also gaining traction. They are earning slightly more than what they did a year ago, and companies are seeking them out over any other talent category.
Salaries by company size in the Netherlands
The Netherlands is characterised for paying handsomely and equally: in most comparisons, salaries are ballparked around the same figure each year. As we explored before, some talent types are getting better pay cheques in 2022. However, this doesn’t mean they’re getting a 50% raise over other groups.
This trend is also observed when we measure company sizes: regardless of the employee count, companies in the Netherlands tend to pay around the same figures, between €56K and €59k in 2021. Most developers work in firms with more than 250 employees, but a significant portion of them also work for firms that hold between 10 and 249 employees.
When it comes to offered salaries by company size, the most useful insight still comes from the 250+ category: yearly salaries are now at €68k a year, more than €10k above the smallest companies.
This data may explain the need of some developers to migrate towards bigger employers, but it also builds a strong case for smaller companies. A difference of around €10k per year may be high, but according to developers there’s more to life than just a high pay check. Smaller companies and startups, while doing their best when it comes to salaries, offer a work-life balance and team culture that is very attractive to developers.
Average expected salary by years of experience and job type in the Netherlands 2021
Specialisation and years of experience matter to developers in Netherlands. That’s what expectations show. A starting frontend developer may expect around €40k, while backend developers set the bar a tad higher at €43k. The difference in expectations is demonstrated more clearly the higher the years of experience go. A frontend developer with six to eight years of experience expects around €65k, while a backend developer in the same tier expects something closer to €63k.
We used data from 2021 to demonstrate these numbers, since we didn’t have enough data to draw concrete conclusions for 2022.
Offered salary by years of experience and job type in the Netherlands
Developers in the Netherlands seem to have a sharp radar when it comes to salary expectations. The average expected and the average offered salaries are as close as a guessing game can get, with the average offered salary surpassing the expected salary by just a few hundred euros. On the contrary, developers with six to eight years of experience are seeing a decrease in expectations vs. reality. Backend developers expecting €63k are offered on average something closer to €62k, while full stack developers experience a similar dive with an average offered salary of less than €59k.
This discrepancy might be affected by two factors. First, a lack of data for the roles of backend and full stack developers, and second, by lower demand for these specific roles.
Most in-demand technologies in the Netherlands
Interview invites by talent group in the Netherlands
We’ve already observed how, in 2022, the local yet non-native speaking devs in the Netherlands are getting the best offers: they’re getting an average salary of €66k, which is an impressive salary increase compared to 2021. But these offers might be rare. Data on interview invites demonstrates that, out of all the invites for interviews during 2022, this group got under a third of all interviews.
The preferred talent type in terms of total invite count is the local and native-speaking Dutch developers, who amassed 58% of all invitations. But they’re still on the downward slide: in 2021, 70% of all invites went to them, meaning they lost 12% of their “market share.”
Salaries by job type in Amsterdam in 2021
If you live in Amsterdam, you should have different expectations than those who live a train ride away. Different cities in the Netherlands pay varied wages. Location and years of experience matter. If you’re a developer with more than eight years of experience, living in Amsterdam might earn you an additional €10k than living in The Hague. Time to move maybe?
Methodology and Conclusions
We used salaries specified by hiring companies during the interview process on the Honeypot platform as our key data source.
We removed interview invites sent with missing information (like position title or company location) to ensure that the data can be compared consistently. Furthermore, we took out unusually low or high salaries to eliminate extreme outliers.
Don’t miss out on our other reports where we explore dev salaries across different parts of Europe.
Sun, 25 Sep 2022 13:05:00 -0500entext/htmlhttps://thenextweb.com/news/how-much-software-developers-the-netherlands-earning-2022Killexams : Steadybit wants developers involved in chaos engineering before production
Chaos engineering was originally developed at large companies to help them pressure-test systems in production. Over time, startups and open source projects have made it more accessible, but for the most part it is still in the realm of SREs (site reliability engineers) testing production systems.
Steadybit, a German startup, wants to put it in reach of more developers by building these tests into the development pipeline. Today, the company announced the general availability of its chaos engineering product.
Steadybit co-founder and CEO Benjamin Wilms says that by pushing back chaos testing into the development pipeline, it gets non-specialists involved, so they can deal with issues before they hit production.
“Developers are haunted by incident after incident and under tremendous pressure. We’d like to get them into a more proactive approach earlier in the process where they can check and validate their code before it goes into production,” Wilms told TechCrunch.
He says that they need to be able to prove that the software can handle situations like a cloud outage, rolling updates or any number of incidents that could cause the software to fail.
Before starting Steadybit, Wilms was a consultant working with development teams to help pressure-test their projects, and he found that by the time they brought him in it was too late because the software had been released. He saw an opportunity and launched the startup with his co-founders in 2019.
They built a solution to test the variable nature of software development today and let developers code the testing into the process, making it more automated to catch problems before they become an issue for users.
Image Credits: Steadybit
It’s early days, but the company has five paying customers and 11 employees. As he builds the company, he says that diversity is important and he’s trying to learn from others who have built successful diverse organizations.
The startup has raised a total of $7.8 million in funding in three chunks: a $200,000 pre-seed in 2019, followed by a $2.6 million seed in 2020 and another $5 million secondary seed last year.
Eliot Durbin, general partner at Boldstart Ventures, whose firm led the seed round, was so impressed after hearing about the company that he flew to Germany the very next day to meet the team in person, and agreed to write a check that night. What got him so excited?
“Before Steadybit, ‘chaos’ tooling was designed first for SREs and operators, but not for developers. What got me so excited (and on a plane to Germany the next day) was the founder’s sharp focus on making it easy for product teams to test how their apps/services would perform, sharing that responsibility with SREs and operators,” Durbin told TechCrunch.
Thu, 22 Sep 2022 02:24:00 -0500en-UStext/htmlhttps://techcrunch.com/2022/09/22/steadybit-wants-developers-involved-in-chaos-engineering-before-production/Killexams : CBSE Class 10 Hindi deleted syllabus 2022-23: What NOT to Study?
Check to know the deleted portions of CBSE Class 10 Hindi (A & B) syllabus not to be assessed in CBSE Class 10 Hindi Board exam 2022-23.
Updated: Oct 14, 2022 15:37 IST
CBSE Class 10 Hindi deleted syllabus 2022-23
CBSE Class 10 Hindi deleted syllabus 2022-23: CBSE Class 10 students are gradually beginning their preparations for the their Board Exams, likely to be commencing from February 2023. Now, as important as it is for students to know what to study, it is equally important for them to know what not to study. Students of CBSE Class 10 Hindi must be aware that the board has reduced the portions to be assessed in this upcoming year. Certain subjects have been removed to unburden the students who were dealing with online classes and the pandemic itself.
In this article, you will get below the list of subjects that you do not need to study because these will not be assessed in the CBSE Class 10 Hindi Board exam 2022-23.
First, download the prescribed syllabus for 2022-23 from the link below:
The deleted syllabus for CBSE Class 10 Hindi A 2022-23:
The deleted syllabus for CBSE Class 10 Hindi B 2022-23:
If you are a candidate appearing for CBSE class 10 examinations then, also check:
Click on the link below to analyse which subjects you need more practise in:
Best of luck to all the candidates.
What is the syllabus of Class 10 Hindi 2022-23?
The syllabus for CBSE Class 10 Hindi (A and B) can be accessed from this article by Jagran Josh
Can I download the Class 10 Hindi syllabus 2022-23 from here?
Yes, download CBSE Class 10 Hindi 2022-23 syllabus from Jagran Josh.
Fri, 14 Oct 2022 07:59:00 -0500text/htmlhttps://www.jagranjosh.com/articles/cbse-class-10-hindi-deleted-syllabus-1665741854-1Killexams : ‘Ask Apple’ brings interactive Q&As and one-on-one with developers
“Ask Apple” is a new series of interactive Q&As and one-on-one consultations that will help developers with more opportunities to connect directly with Apple experts for insight, support, and feedback. With that, developer participants can inquire about a variety of subjects such as testing the latest seeds, implementing new and updated frameworks, and more.
According to a press release, the Ask Apple project is free of charge and registration is open to all members of the Apple Developer Program and the Apple Developer Enterprise Program.
“We’ve been listening to feedback from developers around the world about what will be most helpful to them as they build innovative apps, and we’ve seen an increased appetite for one-on-one support and conversation with Apple experts,” said Susan Prescott, Apple’s vice president of Worldwide Developer Relations and Enterprise and Education Marketing. “Our team is committed to continuously evolving our support for our diverse global developer community, and we’re excited to offer Ask Apple as another new resource.”
This Ask Apple series will enable developers to ask questions through Q&As on Slack or during one-on-one office hours. Q&As allows developers to connect with Apple evangelists, engineers, and designers to get their questions answered, share their learnings, and engage with other developers around the world. Office hours are focused on creating and distributing compelling apps that take advantage of the latest in technology and design, explains Apple.
Developers can ask for code-level assistance, design guidance, input on implementing technologies and frameworks, advice on resolving issues, or help with App Review Guidelines and distribution tools. Office hours will be hosted in time zones around the world and in multiple languages.
Ask Apple project builds on successful programs like Tech Talks and Meet with App Store Experts, which have offered developers more than 200 live presentations and thousands of office hours over the past year, according to the company.
Ask Apple will be an ongoing series, with the first round of opportunities coming October 17-21. Current members of the Apple Developer Program and the Apple Developer Enterprise Program can register and find information on the schedule by visiting developer.apple.com/events/ask-apple.