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3M0-600 - 3Com Wireless Specialist Final v1.0 - Dump Information

Vendor : 3COM
Exam Code : 3M0-600
Exam Name : 3Com Wireless Specialist Final v1.0
Questions and Answers : 162 Q & A
Updated On : November 20, 2018
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3M0-600 Questions and Answers

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3M0-600 3Com Wireless Specialist Final v1.0

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3M0-600 exam Dumps Source : 3Com Wireless Specialist Final v1.0

Test Code : 3M0-600
Test Name : 3Com Wireless Specialist Final v1.0
Vendor Name : 3COM
Q&A : 162 Real Questions

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3COM 3COM 3Com Wireless Specialist

3Com Preps Modem, instant Beta tests | killexams.com Real Questions and Pass4sure dumps

3Com's cell Beta look at various capabilities is looking for beta testers to consider two 802.11b-primarily based instant computing device cards, and new V.ninety two modem software for the 3Com cell combo card platform. functions for a retractable antenna wireless examine might be authorised until Wednesday, January 9. then again, registration for a set antenna computer card check will stay open unless January 21. The time limit for applying to check the modem improve is Friday, January 11.

The V.92/V.44 modem improve is open to candidates who have a 3C3FEM656 C, 3CXFEM656 C, CXSH654B or 3C3SH654B Ethernet+Modem pc card. A home windows based computing device working home windows 95, NT 4.0 SP6, windows ninety eight, windows 98 SE, home windows Me, home windows 2000 SP2, or windows XP professional is required. Testers have to even have entry to a full line of communication software for modem verbal exchange, far flung access and FAX advantage, and have strains able to connection V.90 prior to beginning the test.

3Com requests that every one applicants for the wireless notebook card look at various record the access element company and mannequin within the comments area, in addition to no matter if the instant network has been setup for forty-bit or 128-bit WEP. A home windows-primarily based computer running home windows 98, home windows ninety eight SE, windows Me, home windows 2000 SP2, or windows XP pro is required to participate within the beta test. A instant access element from 3Com, Cisco, or Lucent that supports 128-bit WEP is preferred, however some testers with any other 802.11b-compliant access factor can be approved. only these dwelling within the united states or Canada should be considered.

To apply for both beta verify, seek advice from beta-test.3com.com. 3Com requests that testers devote at least 10-15 hours per week to trying out and document growth on a daily groundwork.


3Com offers New instant LAN, internet equipment | killexams.com Real Questions and Pass4sure dumps

3Com offers New instant LAN, cyber web tools

3Com Corp. is offering new wireless LAN (WLAN) items and new enhancements for its SuperStack 3 Webcache product family unit. the brand new WLAN items are the entry aspect 8000 for greater networks, and the access aspect 2000 for elementary and inexpensive setting up.

The access aspect 8000 is utterly suitable with 3Com's present AirConnect eleven Mbps WLAN product and all different 3Com WLAN items. consumers can simply migrate as new access aspects are required in their wireless network. The access point 2000 may also be set up in 60 seconds by plugging it into a power source and the wired LAN.

The entry aspect 8000 presents a full-featured security equipment for the business community, with aid for forty-bit WEP, 128-bit shared key encryption, IEEE 802.1x, RADIUS authentication and Extensible Authentication Protocols. moreover supporting windows XP, 3Com's wonderful 802.1x agent extends RADIUS/802.1x capabilities to legacy windows OS.

For businesses that help a large person base with out a RADIUS server, 3Com's entry element 8000 offers Dynamic security link when deployed with the 3Com eleven Mbps WLAN notebook Card with XJACK antenna. This delivered safety function gives each and every person a different key and adjustments the important thing with each session, making it a resilient protection device. each and every entry factor 8000 can help up to 1,000 person names and passwords.

The new edition 2.0 application for the 3Com SuperStack 3 Webcache product family unit increases efficiency and scalability of the 3Com caching gadget, reducing as much as 50 p.c of the WAN internet site visitors and associated expenses, while rushing internet content material beginning. SuperStack 3 Webcache items are designed for faculty environments with 30 or extra clients and reasonable-to-high net entry or dependence on net-primarily based applications. Its fault-tolerant design improves gadget reliability and cache engine bypass, and ensures community resilience under severe load situations. 3Com Corp., Santa Clara, CA, (408) 326-5000, www.3com.com.

this article originally regarded within the 05/01/2002 subject of THE Journal.

Please allow JavaScript to view the comments powered by means of Disqus.


3Com beats road | killexams.com Real Questions and Pass4sure dumps

ny (CNNfn) - Networking business 3Com Corp. on Tuesday stated a fiscal first-quarter operating loss that beat Wall road expectations, reflecting actions taken in contemporary months to exit definite product lines and sharpen its focal point on high-growth markets.

3Com (COMS: research, Estimates), a leading maker of hardware that lets computers speak with each other across networks, reported a professional forma internet loss, which excludes particular items, of $forty one.three million, or 12 cents per share, for the quarter, in comparison with a earnings of $113 million, or 32 cents a share, in the first quarter of fiscal 2000.

graphicAnalysts surveyed by means of First call had expected the Santa Clara, Calif.-based company to document a loss of 33 cents a share.

total income in the quarter were $933.eight million, down 22 percent from $1.2 billion in the identical length three hundred and sixty five days in the past, the enterprise mentioned.

The enterprise observed the consequences were improved than its prior projected pro forma web lack of $67.5 million to $ninety.0 million or 19-to-25 cents a share. It had predicted first quarter revenues of about $775 million to $825 million.

On a press convention call, Eric Benhamou, 3Com chairman and CEO, attributed the encouraging effects to a conservative outlook because it restructured the enterprise, greater effective management of its inventory, and increase of its high velocity and broadband businesses.

"we're very completely happy that our quarter grew to become out superior than we had expected," he pointed out. "we now have now accomplished our business transformation introduced last March... and market demand is powerful for our technologies."

ultimate March, 3Com restructured to focal point its operations on broadband and instant technology, akin to domestic networking, high-velocity modems and wireless and cyber web telephony.

Key to the restructuring was the business's exit of a couple of product lines, including analog modems, LANs (local enviornment networks), and WAN (huge enviornment networks). LANs join computer systems and servers inside one workplace or constructing, whereas WANs connect computer systems and servers in more than one vicinity.

3Com additionally accomplished an initial public offering of stock in its Palm handheld devices unit, which controls about 70 % of the marketplace for "own companion" digital instruments.

furthermore it has cut greater than 1,000 jobs, and transferred many others to affiliate agencies.

The record changed into released after the shut of Tuesday's commonplace buying and selling day. In that session, 3Com shares closed down 6 cents at $13.94 on Nasdaq. In after-hours trade, the inventory rose $1.sixty two, or about 11 percent, to $15.56. 


3M0-600 3Com Wireless Specialist Final v1.0

Study Guide Prepared by Killexams.com 3COM Dumps Experts


Killexams.com 3M0-600 Dumps and Real Questions

100% Real Questions - Exam Pass Guarantee with High Marks - Just Memorize the Answers



3M0-600 exam Dumps Source : 3Com Wireless Specialist Final v1.0

Test Code : 3M0-600
Test Name : 3Com Wireless Specialist Final v1.0
Vendor Name : 3COM
Q&A : 162 Real Questions

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3Com Wireless Specialist Final v1.0

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Ten steps to an improved hospital wireless-network implementation | killexams.com real questions and Pass4sure dumps

Many institutions are preparing for a proliferation of devices on their hospital wireless network, from radio frequency...

identification (RFID) tags that track patients and inventory, to additional tablet and laptop computers that support the expanded use of electronic health record (EHR) applications. Whether upgrading existing equipment, or ripping and replacing with all new gear, health IT owners need a solid plan of attack for picking a vendor, then rolling out a hospital wireless network implementation.

SearchHealthIT.com spoke to three health care leaders who recently oversaw hospital wireless network expansions at their facilities:

  • Scott Vachon, manager of network services for LRGHealthcare, a two-hospital system in central New Hampshire
  • John Cameron, computer technical specialist and wireless technician at the 121-bed Milford Regional Medical Center in Massachusetts
  • Robert Mann, manager of information technology for Westminster Canterbury Richmond in Richmond, Va., a continuing-care retirement community with 900 residents and long-term care patients
  • Here are 10 general tips that evolved from those conversations that should help anyone planning a wireless network implementation in a health care environment. Advice for addressing compliance with the privacy regulations in the Health Insurance Portability and Accountability Act (HIPAA), and the use of medical RFID devices on a hospital wireless network also came from those conversations.

    1.     Understand your users' habits as well as their physical environment. Lead-walled radiology departments are probably the toughest wireless puzzle to solve, followed by bathrooms and elevators. In Mann's case, he also had to contend with retirees living in 1970s-vintage concrete and steel buildings, some of whom enjoy broadcasting on amateur radio bands. Build these thorny wireless-killers into your site survey -- and don't be afraid to press vendors to explain how they will overcome them. A solid site survey, Cameron said, helped Milford Regional implement a new hospital wireless network that is almost completely without dead spots, compared to a rip-and-replace network replete with dead spots.

    2.     Build future plans into the rollout. Plan extra bandwidth for emerging technologies that will be coming to many hospital wireless networks in the next few years. These include Voice over Internet Protocol, or VoIP; phones as part of unified communications systems; RFID tags; a general proliferation of laptops, tablets and smartphones; and more wireless patient monitoring devices. These might not be a part of your present wireless infrastructure needs, but if you want to avoid a rip-and-replace in a few years, anticipate them now.

    3.     Hire a consultant. LRGHealthcare hired an independent wireless systems expert to help conduct a site survey and develop its request for proposals (RFP). This outsider gave them such sound advice, helped them develop such a detailed game plan, and gave them so many ways to grill the vendors that they don't consider his fees an up-front cost but a "long-term investment," Vachon said.

    4.     Make the RFP as detailed as possible regarding future plans. In its RFP, Milford Regional specified that its new hospital wireless network would have to support additional devices, as well as voice and video, but not interfere with clinical engineering apps, Cameron said. Not all of that is up and running, but the network infrastructure is there for expansions that probably will happen in the next two to three years, he added.

    5.     Consult with other departments. The infection control and safety officers may have input on placement or protection of wireless gear. As you write your wireless network implementation plan, consult them and other stakeholders, such as facilities management. In Cameron's case, the company maintaining Milford Regional's elevators forbade access points -- or even antennae -- in the shafts. This required workarounds on the part of the wireless vendor to maintain signal coverage in the elevators.

    6.     Check references. Vachon asked for customer references from his RFP finalists, asking them questions about their own RFP process, about how a particular wireless integrator responded to support calls and meeting deadlines, and about how happy they were with the security setup, as well as about physicians' general satisfaction with their wireless networks. Mann, meanwhile, called customers using different hardware vendors, such as 3Com Corp. and Cisco Systems Inc., and asked specific questions about application performance.

    7.     Consider guest use carefully. What information will you collect from guests who log on to the network? Email addresses only? How will you limit their use of the network, as well as secure protected patient data from the clinical side? Firewalls; network partitions; strong authentication; wired equivalent privacy, or WEP; key management; and expiration can all be part of the plan.

    Plan for future wireless technologies that aren't yet on your network. John Cameroncomputer technical specialist and wireless technician, Milford (Mass.) Regional Medical Center

    8.     Plan to monitor for rogue access points. Vendors should demonstrate how their wireless controller systems can identify and shut down rogue access points quickly. Sometimes rogue access points are "friendly fire" -- a physician bringing in a router to boost the signal in his office, for example -- not a hacker trying to steal patient information. Building into your implementation plan a written policy to deal with rogue access points, and distributing it to all staffers, will help get everyone on the same page.

    9.     Pilot gear from multiple vendors in your environment. Though all three interviewees ended up using equipment from Aruba Networks Inc., that didn't stop them from testing gear from two or more vendors. All equipment works great on paper, but mileage will vary in real life. Moreover, the interviewees recommended that in testing, not only coverage and bandwidth speed should be evaluated, but also clinical application performance. Cameron also suggested calling tech support during the evaluation period, even "with just the simplest question." See how quickly they respond, evaluate how knowledgeable the person on the line seems, and decide if that's acceptable, he said.

    10.  Keep the patient in mind. Sometimes among the RFPs, the regulatory compliance, the budget concerns and interoperability issues, the patients get lost in the shuffle. With every decision, don't forget to keep "what's best for the patients" in mind as the final arbiter of your decision process, Vachon said.

    Read our conversations with Vachon, Cameron and Mann about addressing HIPAA privacy compliance and the use of medical RFID devices on a hospital wireless network. Let us know what you think about the story; email Don Fluckinger, Features Writer.


    Money Matters | killexams.com real questions and Pass4sure dumps

    Money Matters

    The 2002 Salary Survey from Microsoft Certified Professional Magazine

    The state of the business world continues to be in turmoil, hiring has slowed and compensation is down. In this year's salary survey for Microsoft Certified Professionals, we examine the outlook for IT experts in this difficult economy.

    This marks the seventh year that Microsoft Certified Professional Magazine has examined how certified professionals do their jobs, as well as how they're compensated. This also marks the second year that salaries have taken a fall. As you dig into this year's numbers, you'll, no doubt, be concerned with how big the fall really is and wonder what the future holds: How much should you be earning? How much should you expect to earn? Does your certification make a difference? Should you simply be grateful you have a job? What should you do to strengthen your employability?

    To get a clear picture of these concepts, we compiled the results of a lengthy questionnaire, which included responses from nearly 6,000 respondents in all age ranges, job titles and geographical locations in U.S. and across varying levels of experience. What we found, while on the surface appearing disappointing, is also optimistic.

    How Bad Is It?This has been a difficult year for working Americans, and—despite the belief that IT professionals couldn't be touched—this year's numbers show that these tough times are being felt by everyone. Salaries across all certifications have sunk. How bad is it? Well, if you're an MCSE on Windows 2000, the average salary is $53,700, down about 20 percent from 2001's average salary of $67,100. (See Chart 1 for a breakdown of average base salaries across all Microsoft certifications.)

    Surprisingly, Windows NT 4.0 MCSEs took a smaller compensation cut—falling to $59,800 from last year's $62,700.

    We delved into the salary data to figure out why, a year later, NT 4.0 MCSEs ended up ahead of Win2K MCSEs in compensation. Shouldn't it be the opposite?

    While there's no great difference in the number of years NT 4.0 and Win2K MCSEs have been in networking, (seven years for NT, 6.3 years for Win2K), NT 4.0 MCSEs have been Microsoft-certified longer than their Win2K counterparts—three years and 1.5 years, respectively. Also, 69 percent of Win2K MCSEs have held their title for only about six months, as opposed to the 47 percent of NT 4.0 MCSEs, who have held their title for at least two years.

    But this doesn't explain the discrepancy by any means. We speculate that, with Microsoft's reversal on the MCSE decertification and .NET Server on the horizon, the hype surrounding the Win2K upgrade has died down and NT 4.0 MCSEs are finding that they don't need to upgrade right away. Seventy-four percent of NT 4.0 MCSEs report that their organizations have deployed Win2K and, therefore, they've had to learn the technology. They appear simply to be holding tight and staying out of the recertification arena.

    In addition, only 57 percent of Win2K MCSEs responded that NT 4.0 is a primary area of expertise for them. This could mean companies have placed greater value on those experts with experience in both platforms, as cross-platform expertise is important in migration and upgrade projects. Simply put, your NT 4.0 experience is, once again, paying off.

    What can you do until the market balances out? Our research shows that, once again, experience is key. Keep your skills current; be aggressive in continuing your education; and network, network, network. (Don't forget that soft skills can play a major role in getting a job and keeping one.) The economy will balance out; when it does, companies will be looking to expand and migrate—and they'll be looking for qualified, knowledgeable IT people to help them through the process.

    Cindy Pisco$38,000MCSE, A+, Distributed Computer Systems Analyst, 6 years in ITWest Palm Beach, Florida Donald Top$60,000MCPNetwork Admin.3 years in ITDenver, Colorado David Guibord$62,7000MCSE, MCP+I, CCNALAN Admin.5 years in ITFarmington Hills, Illinois Mark Duncan$64,000MCPNetwork Engineer14 years in ITHampton, Virginia

    Beyond Your SalaryWhen it comes to other forms of compensation—profit sharing, retirement plans, stock options, and training and education allowances—Chart 2 shows what our respondents expect to receive this year.

    If you're curious about what portion of the totals in Chart 2 consists of monetary bonuses, see charts 3a, 3b and 3c for a breakdown of those amounts and how they're paid. About 53 percent of respondents—down from two-thirds in 2001—expect to receive a monetary bonus this year. (Numbers exclude the self-employed.)

    Back when dot-coms were exploding, stock options were considered an integral part of non-monetary compensation. Now, options are no longer as important as finding a company with staying power. Chart 4 shows the details by certification. Less than a quarter of our respondents said they receive stock options, and the average number received was 3,839 (down from 4,382 in 2001).

    Another perk that seems to be dwindling in this volatile market is public recognition (monetary or otherwise) for certification. Last year, 39 percent of you said that your company has a formal program in place to recognize new certifications. It may take the form of a public e-mail message or an article on the intranet—or giving you the option of having new business cards printed to show off new logos. This year, only 33 percent of you responded that your company rewards technical certification.

    However, there are plenty of other job benefits out there. See Chart 5 for a listing of the more popular ones. At the top of the list, as reported by 69 percent of respondents: a 401(k) program with company contribution. At the bottom of the list with only 3 percent of respondents: paid sabbatical of a month or longer.

    Experience CountsAs with most industries, a professional's skill; knowledge; and, therefore, worth increase over time. The technology business is no different. Chart 6 shows salaries by certification and experience. As you pay your dues in the field, you can expect to see a gradual rise in salary. (To see details for other Microsoft certifications, check the charts that run at the end of this article.)

    Salary by Experience

    MCP*

    MCSA MCSE* 1 year $38,700 $37,400 $38,700 2 years $40,200 $45,300 $45,400 3 years $43,150 $46,400 $48,000 4 years $46,450 $53,000 $53,050 5 to 9 years $53,200 $61,000 $59,900 10 to 14 years $56,800 $74,700 $69,200 15 or more years $73,300 $74,800 $75,650 * Includes NT 4.0 and Win2K Chart 6. These numbers represent only the average 2002 base salary. As would be expected, compensation increases with experience. The question we asked was, “How many years have you held a job that specifically involves computer networking/programming?” This question doesn't reflect direct experience with Microsoft products. Also, it doesn't include responses for self-employed professionals. For information on salaries by experience for other titles, see the detail charts at the end of the article.

    We asked respondents how many years they've held a job that specifically involved computer networking or programming. As expected, the level of all MCPs has risen this year to an average of 7.1 years (up from 2001's 6.7 years). MCSEs have continued to put more years under their collective belt as well, up from last year's 6.5 years to 6.8 years in 2002. It seems that the burgeoning population of newcomers in the last few years have opted to continue with the MCP program and have increased their knowledgebase and expertise. In previous surveys, the number for average years of experience has shrunk. This probably means fewer newcomers are expanding the ranks of IT and, thereby, diluting the count.

    We're interested to see what happens next year, when .NET Server (and its accompanying certification track) is released. Are the NT 4.0 holdouts waiting for .NET or will they stay content with the certifications they hold?

    David Whitson$75,000MCSE, MCP+I,Sr. Web Developer/ Project Manager20 years in ITFort Smith, Arkansas Edward Bailey$56,380MCSENetwork Administrator2 1/2 years in ITLivonia, Michigan Colin Bodkin$44,500MCSA, Network+, A+Product Support Engineer5 years in ITTucson, Arizona Mark Duncan$85,000MCPSr. Software Developer16 years in ITDallas, Texas

    Where's the Money?Quite a few respondents (51 percent) think others in the industry are better compensated than they are. Out of the optimistic few (17 percent) who believe they bring in higher salaries, about two-thirds said that their certification played a role in their success.

    But what about the hard numbers? Well, once again developers top the salary chart with an average of $72,600, although their average salaries have taken a hit this year as well. Last year, MCSDs earned an average of $78,600.

    MCSDs have traditionally been some of the highest wage-earners in the technology field. This year, however, it appears that those in management have taken the brass ring, with an average salary of $89,000. Those who opt out of the management track and choose to serve as a programming project lead (a non-supervisory position) take home, on average, $84,200. The gap in salary is most likely because of the difference of responsibility between those who write the code and those who manage projects or entire divisions.

    Also high in the ranks are MCTs, with an average income of $70,600. Although this is down from last year's $78,000, it's still higher than 2000's average of $65,100. The decrease may be attributed to a number of factors. First, CTECs have fallen upon difficult times, as professionals have either opted not to recertify or have chosen self-study as a means to passing their exams. Second, the count for years of experience for MCTs has remained stagnant, indicating that, perhaps, some veteran MCTs have thrown in the towel with Microsoft's changes to the MCT program and new, less experienced trainers have entered the mix.

    Another way to look at the numbers is by evaluating average salaries by job title alone, regardless of certification. Details are shown in Chart 7. These numbers are consistent with what we found in regard to MCSDs and MCTs. Generally, the highest salaries are earned by programming project leads ($82,300), followed by those in management ($73,000) and networking project leads ($68,500). The lowest salary, by title, is earned by those serving in the role of help desk/user support ($45,600).

    Nelson DiMarco$72,000MCSE, MCP+I, CNA, A+Network Admin.5 years in ITAlameda, California Jason Griffiths$30,000MCPAssistant Network Administrator2 years in ITCharleston, West Virginia Gary D. Baker$46,800MCPMIS Analyst II8 years in ITMiami, Florida Michael Hollen$49,920MCSE, A+, Network+Instructor5 years in ITVisualia, California

    The Certification FactorAbout a third of respondents (30 percent) believe that their certification helped them find or keep employment or led to a promotion in 2002, while another 40 percent listed certification as one of other factors. The final 30 percent believe that certification played no role in their job status.

    Chart 8 spells out what effect certification has had on salaries. A full third said it had no effect at all. Another third said they've received raises of more than 10 percent.

    Effect of Microsoft Certification on Salary

    Click the chart for a larger view. Chart 8. Although many respondents felt their Microsoft certification had no effect on their salaries, 16 percent reaped an increase of more than 25 percent. (More than a third of MCTs and nearly a quarter of MCSE+Is reported a more than 25 percent jump in their salaries due, in part, to their certification.)

    Sixty percent of respondents said they expect some sort of raise this year, with the average raise being nearly 15 percent (more than a third of MCTs and a quarter of MCSE+Is reported a more-than-25 percent increase in income due, in part, to their certification). Fifty-eight percent of total respondents said their income changes will be the same as or higher than expected.

    Of those who expect a raise in 2002, nearly 20 percent said it was because they changed employers (that statistic is down from last year's 25 percent). Of course, that means 80 percent of you are staying at your current employers. Not a bad idea in today's market.

    The Effect of Multiple Microsoft CertificationsMany readers have asked us about the effect of multiple Microsoft certifications on income. How many acronyms after your name actually make a difference? Although there's a diminishing return on investment after a certain number of titles, the numbers show that certain combinations of certifications can be quite lucrative.

    This gets into the topic of the value of being a generalist vs. a specialist. Which approach is more valuable to your career? The fact is that Microsoft has defined narrow scopes for its credentials. What value could adding an MCSA to your developer title give you on the job? How does being an MCSE give you an edge as a database administrator? It's possible that, in a tight job market, those who are lightest on their feet (and more versatile in their skill set) can better weather the vagaries of corporate change.

    So without providing any more of a rational explanation than that, we offer some results: If you have an MCSD and have recently attained your MCSA certification, you can expect an average salary of $77,500; that's slightly higher than the developer certification on its own. If you already possess an MCSE+I (worth an average of $68,600), you can jump to $72,800 by adding an MCDBA. If you have an MCSE, in addition to an MCSA title, your average salary increases from $46,100 to $57,400.

    Other CertificationsThe most popular certification for Microsoft Certified Professionals outside of the Microsoft realm remains CompTIA's A+, which stayed steady at 47 percent. The obvious reason for the certification's popularity lies in in the fact that it provides a vendor-neutral steppingstone between the MCP and MCSE certifications.

    The second most popular certification this year, replacing Novell, is the Cisco CCDA, which is held by 35 percent of MCPs.

    Chart 9 shows salaries by other certifications. At the top of the list is Compaq with its Master Accredited Systems Engineer (earning an average of $88,100), Accredited Platform Integrator and Accredited Systems Engineer titles. We won't venture a guess on what impact the Compaq-HP merger will have on salaries; by next year's survey, HP's 15,000-person layoff will have occurred and we'll see the numbers then.

    Salary by Other Certifications Compaq Master Accredited Systems Engineer $88,100 Compaq Accredited Platform Integrator $81,000 Compaq Accredited Systems Engineer $79,500 Master Certified Novell Engineer $78,000 (ISC)2: Certified Information System Security Professional $77,800 SANS Global Information Assurance Certification (GIAC) (any) $77,400 Citrix Certified Enterprise Administrator $76,200 Cisco Certified Design Professional $74,900 Check Point Software Technologies (any) $74,700 Red Hat Certified Engineer $74,600 Oracle Database Administrator $74,400 Certified Lotus Professional $74,100 Sun Certified Programmer for Java $74,100 Certified Lotus Specialist $73,800 Sun Certified System Administrator for Solaris $73,300 CompTIA Linux+ $72,300 Cisco Certified Design Associate $72,100 Certified Novell Engineer $71,700 Cisco Certified Network Professional $69,400 Prosoft Master CIW Web Site Manager $69,000 3Com (any) $68,500 Citrix Certified Administrator $67,700 Cisco Certified Network Associate $64,800 IBM (any) $64,400 Compaq Accredited Platform Specialist $63,400 Certified Novell Administrator $63,100 Prosoft CIW Associate $62,200 CompTIA Network+ $60,600 CompTIA Server+ $59,500 Hewlett-Packard Company (any) $57,800 Chart 9. We asked respondents what certifications they held other than Microsoft's. Numbers are 2002 average base salaries. As with many skill comparisons, other variables (such as experience and multiple certifications) influence compensation other than the title itself, which may explain some of the large salary differences.

    Slow UpgradesWhile in early 2001, the industry saw a flurry of NT 4.0 MCPs and MCSEs racing against the clock to recertify, Microsoft's reversal on its decision to retire the NT 4.0 track had a major effect on the number of professionals upgrading to Win2K. At this point, though, about half of the respondents are Win2K MCPs and only a third are Win2K MCSEs. We speculate that, following the announcement that NT 4.0 MCPs and MCSEs (along with MCP+Is and MCSE+Is) would retain their titles, the impetus to upgrade slowed dramatically.

    When it comes to plans for the near future, nearly 90 percent said they plan to earn new or additional certifications in 2002. Forty-six percent of total respondents (including 73 percent of NT 4.0 MCSEs) intend to earn their Win2K MCSE, while 25 percent plan to attain Microsoft's newest certification, the MCSA. What's interesting is that while Microsoft intended the MCSA to be a mid-level certification (firmly planted between the MCP and MCSE), 29 percent of Win2K MCSEs said they plan on attaining this title.

    Microsoft last overhauled its developer credential in 1999. Now, with the MCSD Visual Studio.NET and the MCAD, developers have found the next step on their certification path. Among MCSDs, 28 percent plan on attaining their MCAD, while a whopping 58 percent are intent on earning the Visual Studio.NET title.

    The tables at the end of this article show what credentials certification holders expect to obtain next.

    Who Gets the Bill?Surprisingly, it seems companies are maintaining their emphasis on continuing education—and they're paying for it. As shown in Chart 10, the percentage of companies paying for certification training increased slightly to 50 percent from last year's 46 percent (up from 39 percent in 2000) for those candidates who received it. The percentage of respondents that named training as a perk decreased slightly this year to 58 percent compared to last year's 61 percent (this is still higher than 2000's 35 percent). We speculate that, while times are tough, companies that have migrated (or are planning to migrate) want to make sure their people are as up to date on the latest technologies as possible. Also, this benefit is seen as an excellent retention tool for companies looking to keep their best and brightest on board—a management challenge in years when salaries must remain flat.

    For the last few years, we've seen evidence that those respondents who work for companies where the costs of certification are paid also earn higher salaries. The average across the board for all certified professionals this year is $65,200, down from last year's $69,700. Those who took on the costs of certification themselves average $57,400, 10 percent lower than 2001's $60,000. Overall, though, those who pay for their own certification are closing the compensation gap.

    If you believe that time is money, then you'd agree that the number of weeks allotted for training is a valuable commodity. Unfortunately, like money, training time has fallen this year. Respondents report they receive an average of 1.2 weeks of paid training per year, as compared to last year's 1.5 weeks. MCTs enjoy slightly more training time at 1.7 weeks per years, but that number is down significantly from last year's 2.3 weeks.

    When it comes to how much respondents and their companies plan to spend, including materials and training, on certification in 2002, the average is $1,850. It took participants slightly less than two months to prepare for their latest exam and a little more than six months to complete their latest title.

    In total, respondents spent 187 hours (just more than four and a half weeks of full-time work) preparing for certification in 2001 and expect to spend 199 hours in 2002. That count is a good bit lower than last year's 227 hours. The exception to this appears to be MCSEs on Windows 2000, who devoted an average of 351 hours preparing for their credential in 2001.

    Chart 11 details the most popular tools for getting certification. Topping the list, as usual, are books, with 95 percent of you turning the pages to increase your knowledge. That's followed by good, old-fashioned, on-the-job training (72 percent) and exam-simulation software (70 percent). And, although the percentage is down slightly (40 percent in 2001), 36 percent of you still use braindump sites as a means for preparing for exams.

    Service with a SmileMost of you work for one of two types of organizations: the kind that supplies services to external customers (solution providers, value-added retailers or systems integration firms) and the kind that serves internal customers (corporate IT/IS). We asked respondents which type they work for. Among those who aren't self-employed, we found that 38 percent work for a solution provider and 62 percent serve internal customers.

    Why should it matter? Because solution providers pay better. Those respondents who work for solution providers earn $67,800; professionals providing internal IT services take home $59,600. In addition, those who work for solution providers enjoy larger average bonuses ($3,306) than the other group ($2,620). Of course, those with greater experience tend to work for companies that supply outside services rather than in corporate IT/IS, which helps explain the differences in salary and bonuses.

    Regardless of the work environment, respondents said they have been with their current employers for, on average, about three and half years.

    What about specific industries? Do some pay better than others? Overall, those individuals who work for Web/software development/ISV firms earn the most—an average of $69,600. Those who work for the government earn the least—an average of $56,500. Better-paid industries include systems and network integrators, R&D operations, finance/banking/accounting companies, aerospace and anything high tech, such as ISP/ASPs, data processing firms, telecommunications firms, and computer consultancies. On the lower end of the payscale you'll find these industries: retail, manufacturing, construction/ refineries/ petroleum, medical/dental/healthcare, marketing and entertainment, education and defense/military.

    Various expertises also have a premium. Chart 12 shows salaries by skill level. According to our results, for example, if you have six months or more of experience in data warehousing, that will tend to make you more valuable than those who specialize in Linux. The same is true for expertise in Microsoft technologies. Experience with the newer products out of Redmond (such as Content Management Server and Mobile Information Server) tend to drive higher salaries. Chart 13 provides details.

    Salary by Skill Data warehousing $73,200 Outsourcing/ASPs $72,500 Software design $72,000 E-commerce $71,700 Extranets $71,300 Oracle $70,300 Strategic planning $70,000 Database development $69,300 Web site development/management $67,200 Hardware design $66,900 Web services $66,800 Database administration $66,500 Unix $66,300 Portable/embedded computing $65,900 Wireless $65,200 Intranets $64,800 Telephony $63,900 Linux $63,700 VPN/Remote management $63,200 Customer Relationship Management $62,800 Novell $62,500 Chart 12. Survey results suggest that those with a specialization enjoy a higher salary. Keep in mind, that those with such skills also tend to have more experience, which plays a role in the higher average incomes. Salary by Microsoft Expertise Content Management Server $80,600 Commerce Server $77,900 Mobile Information Server $76,700 Windows .NET Server $76,700 SharePoint Portal Server $75,700 Site Server $73,900 Application Center 2000 $72,300 Visual Basic or VBA $70,800 Other development tools (ActiveX, Visual C++, C#, FoxPro, Access) $70,500 SQL Server $68,000 Systems Management Server $66,500 ISA Server $66,000 Internet Information Server $64,700 Proxy Server $63,300 Exchange Server $61,900 Office, Project, Visio, FrontPage $61,300 Windows desktops $59,100 Chart 13. When it comes to compensation by Microsoft expertise, specifically, newer technologies like Content Management Server, Commerce Server and Mobile Information Server, as well as Windows .NET, bring in the higher salaries. It's likely that professionals working with these new technologies also have more years of experience and are, therefore, better compensated.

    Other IncomeDespite the economic downturn, it appears that IT professionals aren't looking for outside income as much as last year. In 2001, about 42 percent of respondents said they expected to receive additional compensation from job-related resources. Only 38 percent expect to receive outside income in 2002, with an average amount of $2,777, (down from 2001's $2,906). Perhaps this is because there are fewer opportunities to earn extra income. As would be expected, though, the amount of earned income increases in proportion to years of experience in the field. Those with three years or less of experience said they bring home less than $2,000 in extra income, as opposed to those with 15 or more years under their belts, who earn nearly $4,000, on average.

    Working Hard, Playing HardPerhaps one of the reasons why outside income is lower is that you're putting in a little more time at the office. The average workweek has increased slightly, from 43 hours in 2001, to just more than 44 in 2002. The hours were fairly consistent across all job titles and certifications, although MCTs topped the numbers with an average of 46 hours per week.

    It's important to remember, though, that as income rises, the number of hours worked per week also increases. About 38 percent of respondents said they work more than 46 hours per week; these same professionals make about 18 percent more than those who work fewer hours. If you want an income in the mid-$70,000s, then prepare to put in an average of more than 60 hours per week.

    Since you're working hard, does that mean you're also playing hard? Fortunately, yes. The average amount of available vacation time held steady at 2.6 weeks, and 58 percent of you plan to take nearly all that time.

    Job SatisfactionSo beyond the salaries, the bonuses, the perks, are you happy—really happy—at your job?

    When we asked respondents how satisfied, overall, they were with their jobs, we found that 83 percent said they were either satisfied or very satisfied. When we got into the specifics, though, the picture darkened.

    While 90 percent of respondents are satisfied/very satisfied with their coworkers and 73 percent are happy with their direct management, 41 percent said they're not satisfied with their company's overall management. In addition, 47 percent aren't happy with their compensation, and 66 percent feel their number of stock options is lacking.

    Do Consultants Have it Better?About 6 percent of the survey's respondents are self-employed. We asked them to provide us with some information to help us answer the question that goes through just about every worker's mind: “Would I be better off on my own?” Well, it depends. Yes, the $76,800 average income is attractive, but don't forget there are extra costs involved with going independent.

    More than half (55 percent) of self-employed respondents contract directly with clients (which means they're responsible for filling out 1099s, filing their own income taxes and covering overhead costs) and earn an average of $76,700. Nearly 12 percent work through a broker/placement firm or IT staffing company and bring home about $69,300. The 33 percent of those who combine both methods, top the range at $79,200.

    The certified professional who contracts directly with clients charges about $82 per hour. Per hour, the typical placement firm or broker charges $103 per hour, $62 of which the professional takes home.

    Also, it appears that, like everyone else, those who are self-employed are working longer hours this year. The average workweek is up to 42 hours, as compared to 38 hours in 2001. Thirty-six percent responded that they work more than 46 hours per week. Previous research has told us that about two-thirds of those hours are billable.

    Gender DifferencesOnce again, women in IT—9 percent of our respondents—are earning less than their male counterparts. This year, men are bringing in an average of $62,200, while women are earning an average of $58,900—a difference of $4,200. Although this sounds like bad news, it's actually encouraging. In 2000, there was a $10,000 difference between the genders. That gap narrowed in 2001, with the disparity dwindling to $7,100. (As a point of reference, the difference between the genders for those who aren't Microsoft certified is much greater—a whopping $13,300.)

    The least disparity between the genders is within the NT 4.0 certification, in which women actually have a $500 advantage ($53,600 for women, and $53,100 for men). For the Win2K MCSE, the difference is $3,000 ($51,000 for women, $54,000 for men).

    The certifications in which women are the poorest represented are MCSE+I at 7 percent, MCP+I at 8 percent and Win2K MCSE at 8.5 percent. On a more positive note, the percentage of female MCSDs rose this year to 12 percent (up from 11 percent in 2001) and is the highest representation of women across the board. Also, 10 percent of Win2K MCPs are women. That group represents the premium titleholders of tomorrow.

    You can read more details about the gender gap in earning in the tables that follow this article.

    The More You KnowThis year's survey shows that, overall, education plays a role in compensation. Chart 14 provides a breakdown by academic level. The most common education level among our respondents is a four-year degree (33 percent), which garners an average income of $64,100. A master's degree brings the average income up to $69,200, and a doctorate tops the list at $70,300.

    Salary by Education Level Doctoral degree $70,300 Master's degree $69,200 Post-graduate study without degree $67,800 Four-year degree $64,100 Two-year degree $57,100 Attended some college $57,900 Graduated from high school $53,100 Some high school or less $56,400 Chart 14. Although it's not the most important factor in salary, we find a correlation between the level of formal education and compensation. Fifty-four percent of respondents hold at least a four-year degree.

    What About This Economy?As much as we see this recession as a dent in salaries and would like it to simply go away, there are many out there for whom these tough times mean no income at all. Nine percent of our respondents have been laid off in the past year. While 64 percent of them have found another position and 8 percent have been rehired, there's still that 28 percent who have yet to find employment. The average length of unemployment was just more than three months.

    Overall, respondents believe that the U.S. is slowly coming out of its economic downturn—59 percent, in fact. Twenty-five percent aren't as confident and don't see the market rebounding anytime soon. The remaining 16 percent just aren't sure. Among those who don't see the economy coming back to life soon, 79 percent said they believe that it would affect their careers and 80 percent believe it already has. On a brighter note, 46 percent of all respondents said that their Microsoft certification has had a positive impact on their job prospects.

    Some more good news (especially for those seeking employment): 42 percent of our respondents are working at companies that plan to hire additional IT staff in the next 12 months, with the average number of open positions at 10. Of those whose companies will be looking to add IT workers, 68 percent responded that Microsoft certification would be a qualifying factor for job candidates.

    Getting to WorkAlthough this year's numbers may seem discouraging, it's important to keep in mind that there are good jobs out there—as well as excellent salaries. The IT industry, just like the rest of the professional arenas, has fallen on some rough times; but it's important to remember that nothing lasts forever. The market will come back eventually—perhaps not to the highs of the '90s, but it will come back. And you need to be ready when it does. Experience remains the greatest factor in income levels. Make sure you're getting as much knowledge and hands-on experience as you can so that—when times do get better—you'll be adequately prepared to take advantage of the recovery.

    It's also important to remember that location is a vital component in the salary equation. If you live in or near a major metropolitan area, salaries will be higher than more rural areas. Keep in mind that the cost of living of those types of areas is also quite different. Charts 15 and 16 show salary by major metropolitan area and state. (If you don't see your city referenced, it's simply because we didn't get enough response to provide meaningful data.)

    Salary by Metropolitan Area MCP MCP+I MCSE MCSE+I MCT MCSD Atlanta $53,700 $63,700 $63,300 $69,900 $77,700 $75,600 Austin $51,500 $56,000 $56,800 $70,200 $74,500 $68,800 Baltimore * $64,600 $68,000 $64,800 $84,100 * Birmingham * $57,500 $54,700 $58,500 * * Boise * * $44,500 * * * Boston $65,200 $69,900 $71,800 $79,600 $69,900 $91,100 Buffalo * $57,500 $44,400 * * * Charlotte $63,500 $58,900 $58,300 $68,400 $64,200 * Chicago $46,700 $65,400 $62,900 $71,700 $78,500 $77,700 Cincinnati $49,600 $54,500 $60,000 $65,400 $69,800 * Cleveland * $60,700 $57,300 $62,900 * * Columbus $48,200 $57,000 $49,300 $69,200 $70,700 $66,900 Dallas/Ft.Worth $55,400 $62,600 $61,600 $66,900 $84,500 $88,700 Denver $57,800 $62,200 $62,000 $68,000 * * Des Moines * $56,200 $61,400 * * * Detroit $53,400 $61,000 $59,100 $67,300 $63,300 $73,500 Honolulu * $51,200 $53,200 * * * Houston $51,000 $63,900 $64,100 $68,800 $76,300 $74,700 Indianapolis $43,700 $63,500 $61,600 * * $59,500 Kansas City $57,000 $62,500 $54,300 * * * Las Vegas * $62,500 $46,400 * * * Los Angeles $49,600 $63,800 $61,600 $71,000 $67,600 $78,200 Memphis * $61,000 $58,900 * * * Miami $39,700 $52,000 $53,900 $67,200 $80,600 $63,800 Milwaukee $53,900 $57,100 $52,500 * * $63,000 Minneapolis $54,600 $61,000 $62,500 $64,400 * $69,200 Nashville * $63,400 $62,200 $70,700 $59,500 $76,000 New Orleans * * $55,700 * * * New York $57,100 $64,500 $66,300 $73,000 $86,400 $85,500 Oklahoma City * $53,200 $48,100 * * * Omaha * $53,900 $57,200 * * * Orlando $43,500 $54,300 $54,400 $64,800 * * Philadelphia $57,100 $67,600 $63,100 $74,200 $71,300 $71,500 Phoenix * $62,300 $60,300 $70,900 $80,500 $76,000 Pittsburgh $42,500 $56,500 $57,600 $67,500 * * Portland, OR $43,800 $59,700 $58,300 $64,000 * * Sacramento * $59,600 $55,600 $71,800 * * Salt Lake City * $49,400 $51,600 * * * San Antonio * $55,800 $53,800 * * * San Diego * $60,800 $54,400 $73,200 * * San Francisco $48,300 $73,700 $73,500 $78,900 * San Jose * $80,300 $82,200 $83,400 * Seattle * $62,100 $64,500 $74,500 $77,500 $81,600 St. Louis * $60,800 $54,400 $62,100 $55,200 $65,200 Tucson * $45,800 $46,900 * * * Washington, D.C. $60,400 $69,800 $65,500 $76,200 $76,000 $78,300 Table 15. We asked respondents what metropolitan area they live in, then tabulated average base salary. We had insufficient data to provide counts for the MCSA and MCDBA certifications. Salary by State MCP MCP+I MCSE MCSE+I MCT MCSD Alabama * $56,000 $55,600 $61,500 * * Alaska * * $51,100 * * * Arizona * $58,000 $58,300 $67,900 $71,800 $75,700 Arkansas * * $48,200 * * * California $52,000 $65,900 $63,500 $73,300 $73,200 $82,600 Colorado $64,000 $61,300 $60,300 $67,800 $75,000 * Connecticut * $62,200 $69,600 * * * Delaware * * $62,300 * * * Florida $43,400 $55,000 $53,700 $67,400 $74,000 $62,700 Georgia $52,900 $61,500 $62,000 $66,500 $73,600 $74,500 Hawaii * * $57,000 * * * Idaho * $48,000 $46,300 * * * Illinois $50,700 $63,200 $61,500 $69,300 $67,100 $72,300 Indiana $46,600 $55,300 $56,400 $62,500 $60,900 $53,900 Iowa * $53,200 $52,900 * * * Kansas * $55,000 $50,300 * * * Kentucky * $56,300 $53,600 * $62,900 $68,800 Louisiana * * $51,600 * * * Maine * * $50,100 * * * Maryland $63,000 $65,700 $65,400 $69,400 $78,100 $84,200 Massachusetts $67,500 $68,100 $70,600 $73,000 $85,500 $71,300 Michigan $52,800 $59,800 $58,100 $64,200 $64,800 $72,800 Minnesota $59,200 $59,200 $60,900 $61,600 * $69,700 Mississippi * * $56,000 * * * Missouri $46,100 $62,300 $55,600 $60,600 $57,900 $63,100 Montana * * * * * * Nebraska * * $52,400 * * * Nevada * * $47,600 * * * New Hampshire * * $67,500 * * * New Jersey $63,600 $64,700 $62,900 $72,700 $80,000 $83,500 New Mexico * * $58,100 * * * New York $52,500 $60,700 $60,100 $66,100 $74,700 $82,500 North Carolina $57,100 $58,200 $56,100 $63,400 $64,100 $81,200 North Dakota * * * * * * Ohio $49,300 $57,800 $56,300 $65,300 $66,900 $70,000 Oklahoma * $50,200 $47,900 * * * Oregon * $58,100 $58,200 $60,800 * * Pennsylvania $45,000 $61,700 $57,200 $67,900 $69,400 $65,400 Rhode Island * * * * * * South Carolina * $54,300 $57,400 * * * South Dakota * * $49,600 * * * Tennessee * $62,500 $59,500 $71,700 $59,400 $74,900 Texas $51,700 $60,400 $60,000 $67,200 $77,400 $77,900 Utah * $49,600 $48,800 * * * Vermont * * $56,500 * * * Virginia $61,800 $67,100 $62,700 $76,400 $76,800 $74,200 Washington * $59,000 $58,800 $71,700 $75,800 $80,800 West Virginia * * $43,900 * * * Wisconsin $54,200 $60,600 $54,700 $62,800 * $61,600 Wyoming * * * * * * Table 16. We asked respondents what state they live in, then tabulated average base salary. We had insufficient data to provide counts for the MCSA and MCDBA certifications. Data for Washington, D.C. is included in the table for salaries by metropolitan area.

    And let's not forget about job skills and, of course, certification. Those with premium certifications (MCSE, MCSD and so on), who are knowledgeable in the latest technologies and have taken on leadership roles will, naturally, be better compensated than those who hold the entry-level MCP and never move beyond the help desk.

    So there are your next steps: Hold tight, continue getting the most hands-on experience possible, update your certification, pay your dues and take the leadership reins whenever possible. Your goals are within your grasp.

    Chris Jeffares$72,000+bonusMCSE, CNA, A+, CAPS, CCA, CCEABusiness Technology Consultant6 1/2 years in ITIndianapolis, Indiana Jeff Budderly$48,000MCP, CNA, A+Network Administrator10 years in ITYoungstown,Ohio Brad Blauvelt$39,500MCSE, CCNA, A+Network Technology Specialist10 years in ITRapid City, South Dakota Michael Haisley$37,000MCP, CCNP,CCNAWeb Developer3 years in ITMuncie,Indiana

    About the Author

    Kristen McCarthy is Senior Editor, Reviews of MCP Magazine.


    abC Project: Arduino, Bluetooth and Compass V1.0 | killexams.com real questions and Pass4sure dumps

    Hi Hobbyist,This is GY-85 Board (9DOF ITG3205 ADXL345 HMC5883L Sensor Breakout).

    GY-85 HC-06

    We will implement a compass connected to the arduino via bluetooth. We used the HC-06 bluetooth dongle, GY-85 board, which sensor used are only HMC5883L out of three.

    GY-85’s sensors are:

  • ADXL345 - 3-axis Accelerometer — 7-bit address (0x53): Post link
  • HMC5883L- 3-axis Magnetometer — 7-bit address (0x1E): This Post
  • ITG3205- 3-axis Gyroscope — 7-bit address (0x68): Soon..
  • GY-85 Sensors

    So, this tutorial deals with :

    HMC5883L 3-axis Magnetometer, a 7-bit address (0x1E) plus 1 bit read/writ (identifier by 0x3D for read and 0x3C for write).

    #define Magnetometer 0x1E //I2C 7bit address of HMC5883

    Our code are result from two other blended ones:

    _24_arduSerie_Arduino_Bluetooth.ino — How Bluetooth Work_24_arduSerie_Arduino_Compass.ino — How Compass Work

    Results:

    _24_arduSerie_Arduino_Bluetooth_Compass.ino — Final Result

    Here is Processing v3.1 code (change for your serial BT port):

    _24_Arduino_Compass_BT_Processing.pde

    Let’s start from the very simple.Here is the first one:

    We simply open a count on the arduino terminal. Because the arduino serial buffer (rx and tx) is being directed to the bluetooth port just connect to the port on which the bluetooth is installed and ready. Too simple, right?

    Now pay close attention to the secret !!

    Connect by cell phone is a piece of cake. I’m using the BluetoothTerminal (I2C communication to all 3 sensors) downloaded from google play for the test.

    Easy, now comes the biggest difficulty, which I make to be simple as well. Look:

    Connect the arduino with the ready protoboard. When charging for the bluetooth it starts flashing immediately. You are ready to connect. Click Bluetooth Device on your windows 10 workbar, right in the bluetooth icon, to configure everything. Open configuration, hardware tab to verify that the HC-06 (or whatever name have yours) has been correctly identified. Click the COM ports tab, Add, select output - the initial computer communication and in the dropbox select your bluetooth device. Soon it is added. Open Putty and plug in the door you found. Increasing counting should appear and the first step was given... Congratulations. It’s already half way. Good!!!!

    Watch the video to learn this lesson part too. This secret is the a peace of the cake anyway, the cat’s leap in this tutorial.

    Now let’s go to the main code. How to work with the magnetometer? I borrow the code from Dejan Nedelkovski (awesome hobbyist!!!) see first the whole thing:

    Do not panic!!! It’s a little long, but it’s easy !!!Let’s divide it into 3 parts: Initial settings, setup and loop, as we are accustomed …

    For the x, y, and z axes we have two records for each. We declare constants and variables to save them. We set the address on the i2c bus for the magnetometer: and them put the chip to Select Mode register and Continuous Measurement mode.

    A consult to the its datasheets helps us a lot and you’d rather do it too, see datasheet ….

    In the loop, for each axis we start the transmission, we request the information for each record / axis and we finish the transmission. It stops processing to wait for the answer. We repeat this same procedure for each axis (x,y,z).

    At the end we make the necessary calculations to finally show the compass needle rotation and bang that’s it…

    Just one more detail: the magnetic north differs from the geographical north. We need to do what is called for magnect declination. You must find the magnetic declination at your location. The code original made 4.2 degrees => 0.073 rad probable from Skopje, Macedonia; mine is -12.44 degrees = > -0.19540706305329 rad… can you guess where I am?

    See this link to get your value (http://www.magnetic-declination.com/). Transfer degrees for radians with the help of this page : Unit Juggler.

    Now here’s the final code, which is a blend of the previous two.This is the code that you will run on your arduino together with processing code, if you will…

    _24_arduSerie_Arduino_Bluetooth_Compass.ino — Final Result

    Phew, we broke up... Now just learn how to use the compass. A lot of people on the internet wanting to teach us !!!

    Thanks,

    Happy New 2017 Year to everyone !!!

    Bye for now!!!

    Comments are welcomed!! You are reading Jungletronics page!!!

    GY-85 Board specifications:

    On-board 3.3V Voltage RegulatorLogic Level conversion Fully compatable with 5V and 3.3V systemsDimensions: 0.87 in x 0.63 in x 0.12 in (2.2 cm x 1.6 cm x 0.3 cm)Weight: 1.09 oz (31 g)9 axis module (three-axis gyro + three axis acceleration + three axial magnetic) containing some of the most popular chips. What also sets this board apart from others is the integrated 3.3V Voltage Regulator and Logic Level Conversion. You can connect this board directly to 5V systems (5V power in to VCC) and the SDA and SCL pins will be at 5V levels, but you can also connect it directly to 3.3V systems (3.3V power in to VCC) and the SDA and SCL pins will be at 3.3V levels. It combines a SAMD21 microprocessor with an MPU-9250 9DoF (nine degrees of freedom) sensor to create a tiny, re-programmable, multi-purpose inertial measurement unit (IMU). It can be programmed to monitor and log motion, transmit Euler angles over a serial port, or to even act as a step-counting pedometer. It features three, three-axis sensors — an accelerometer, gyroscope, and magnetometer — which gives it the ability to sense linear acceleration, angular rotation velocity, and magnetic field vector’s. The on-board microprocessor — Atmel’s SAMD21G18A — is an Arduino-compatible, 32-bit ARM Cortex-M0+ microcontroller also featured on the Arduino Zero and SAMD21 Mini Breakout boards.

    Download All Archives for This Project

    References:

    ITG-3200

    Digital Accelerometer ADXL345

    HMC5883L

    How To Make a Compass using Arduino and Processing IDE — Dejan Nedelkovski

    Tutorial — Using HC06 Bluetooth to Serial Wireless UART Adaptors with Arduino

    Cheap 2-Way Bluetooth Connection Between Arduino and PC by techbitar in arduino

    Updated: 10/05/2017 6:21PM — gist the codes!



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