National IT & Engineering Compensation Survey

Transcription

1 National IT & Engineering Compensation Survey 2016 MidAtlantic Employers' Association

2 2016 National IT & Engineering Compensation Survey An Employer Associations of America (EAA) Sponsored Survey, coordinated by MRA The Management Association in cooperation with employer associations nationwide. Published: September 2016 Next Publication: September 2017 Confidential Survey Report This survey is provided with the understanding that the information will: remain strictly confidential be restricted to authorized personnel only not be used in collective bargaining or grievance proceedings protect, completely, organizational identity National surveys produced by the EAA include: National Business Trends Survey National Executive Compensation Survey National IT & Engineering Compensation Survey National Policies & Benefits Survey National Sales Compensation Survey National Wage & Salary Survey 2016 Employer Associations of America (EAA): All rights reserved. This survey is provided to the recipient to use as an internal compensation resource. Quotation from, or reproduction of, any part of the material contained in this survey, in any form or by any other means, without prior permission in writing from EAA or a survey co-sponsor named herein is prohibited.

3 Table of Contents Page Survey Information... i Introduction... i Survey Method... ii Using the Survey Data... ii Definitions of Terms... iii Participating Organizations... v Demographics... xviii Jobs Index... xx-xxiv Compensation Detail Base Salary Increase for IT and Engineering Positions

4 Survey Information Data Effective Date May 1, 2016 Published September, 2016 Next Publication September, 2017 Number of Participating Companies 1,275 Number of Employees Reported 36,894 Introduction The EAA National IT & Engineering Compensation Survey presents total compensation data, with breakouts for base and variable pay, for two critical skilled segments of the workforce. Organizations with a market pricing strategy for recruiting, retaining, and compensating information technology and engineering professionals will find this data useful in positioning themselves in the competition for talent. In addition to total responses, positions include breakouts for region, industry, sales/operating or asset size, and employee count, allowing users to more closely match the market segment. As a survey that follows methods laid out in federal guidelines for alternative sources for prevailing wage information, this survey is open to all industries and all employers who are either members or are invited through membership promotion efforts. We are committed to growing participation in all business sectors in order to provide strong, unbiased compensation information for survey users. Participants include for-profit, non-profit and public employers of various sizes. We are pleased to offer you this report and hope you find the data useful in your compensation planning. A special thanks to all organizations who participated in the survey.

5 Survey Method Links to the online questionnaire for this survey were ed to designated contacts. If submitted data appeared questionable, the data were confirmed with participants and/or excluded. To facilitate job matching, the questionnaire included position descriptions of each job surveyed. Those descriptions are included at the top of the corresponding compensation data page in this report. Dominance Diffusion: When one or more reporting organizations dominate the statistic beyond the dominance threshold, a sophisticated algorithm has been used to adjust the statistic. This reduces the influence of the dominating organization s data below the dominance threshold. The value is shown in italics. Participants in the finance and insurance industry are classified based on asset size. Those organizations that are insurance brokers and third party administrators are classified with business/professional services. Lines of data that do not have at least five organizations are suppressed to protect confidentiality. In addition, when there are less than five organizations, quartiles are suppressed. Quartiles in this survey reflect the distribution of individual rates reported for each job. Total compensation statistics include all individual rates, whether or not an incentive was received. Some data was collected in other local surveys and submitted in its raw form to supplement this report. Portions of the Hawaii, Colorado, Pennsylvania, and Washington data were submitted in this fashion. In all cases data represents individual employee rates and has been aged to the survey effective date. This survey was conducted by MRA The Management Association in cooperation with employer associations nationwide (listed in Participant Demographics section). Questions about this report should be directed to the coordinating association, MRA The Management Association: or surveys@mranet.org. Using the Survey Data Many factors can affect the data reported and the results from year to year. Organizations close, change employment size, relocate, change philosophy, change management, or may be unable to participate each year. Mergers and acquisitions take place, and new organizations enter the marketplace and the survey. Therefore, survey-to-survey and year-to-year comparisons should be viewed in general rather than absolute terms. This is particularly true in these evolving economic times. EAA surveys may be used in advance of actual bargaining to determine your organization s positions and alternatives, and as a reference during bargaining, but should be removed from any actual bargaining sessions. There is little to gain and much to lose by any direct use of, or reference to, this survey data in bargaining or in discussions with employees. Both legal and practical considerations are involved.

6 Definitions of Terms Orgs Number of organizations matching the job Emp Number of employee rates matching the job FTE Summary by total employee count Asset Size Summary by asset size for banking and insurance Base Median The middle point in the distribution of individual employee rates Base P25 Base P75 (First Quartile) Rate in a ranked order of individual employee rates (low to high) equal to or less than the lowest 25% of rates (Third Quartile) Rate in a ranked order of individual employee rates (low to high) equal to or greater than the lowest 75% of rates Base UnWtd Avg Simple average of each organization s average base wage Base Wtd Avg Simple average of each employee s base wage Variable Pay, Actual, Emp. Number of employees actually receiving a bonus in the last annual cycle Variable Pay, Actual, Orgs Number of organizations actually paying a bonus in the last annual cycle Variable Pay, Actual, Weighted Annual Avg. Simple average of each employee s bonus paid (only if paid) Variable Pay, Eligible Emp Number of employees eligible for a bonus Variable Pay, Eligible Orgs Number of organizations indicating a job is eligible for a bonus Variable Pay, Target # Orgs, Emp Org and Employee count for those with a bonus target

7 Variable Pay, Target, Wtd Avg % Weighted average target bonus at 100% of goal as a percent of base Geographic Area Summary by state and region Industry Summary of rates by industry Profit Status Summary by profit status Sales/Operating Summary by revenue or operating budget Total Compensation, Median Total Compensation, P25 Total Compensation, P75 Total Compensation, UnWtd Avg The middle point in the distribution of total compensation individual employee rates (First Quartile) Rate in a ranked order of total compensation individual employee rates (low to high) equal to or less than the lowest 25% of total compensation rates (Third Quartile) Rate in a ranked order of total compensation individual employee rates (low to high) equal to or greater than the lowest 75% of total compensation rates Simple average of each organization s average total compensation (base + bonus) Total Compensation, Wtd Avg Simple average of each employee s annual cash compensation (base + bonus) Total Responses Summary of all rates reported for a job

8 Participant Demographics Industry of Respondents Count Percent Association Count Percent Natural Resources / Mining 25 2% AAIM Employers' Association (IL, MO) 48 4% Utilities 46 4% Associated Employers of Montana (MT) 10 1% Construction 23 2% Capital Associated Industries, Inc. (CAI) (NC) 78 6% Non-Durable Goods Manufacturing % Cascade Employers Association (OR) 76 6% Durable Goods Manufacturing % Employers Association Forum (FL) 6 0% Retail Trade 30 2% Employers Resource Association (OH) 13 1% Wholesale Trade 50 4% Employers Resource Council (ERC) (OH) 22 2% Transportation / Warehousing 18 1% Hawaii Employers Council (HI) 77 6% Information (Communication/Broadcasting) 18 1% Management Association (IL) 53 4% Financial Activities 82 6% Midatlantic Employers Association (PA) 46 4% Professional / Business Services 98 8% Mountain States Employers Council (CO) % Education Services 33 3% MRA - The Management Association (WI, MN, IL, IA) % Health Services 73 6% Total % Social Services 23 2% Leisure / Hospitality Services 16 1% Services, not elsewhere classified 114 9% Public Administration 96 7% Did not provide* 1 0% Total % Corporate Sales Volume or Annual Operating Budget Under $25 Million % $25 to $99.9 Million % $100 to $249.9 Million % $250 Million and Over % Did not provide* % Total % Asset Size (Financial Activites) Under $100 Million 17 21% $100 to $199.9 Million 4 5% $200 to $499.9 Million 13 16% $500 Million to $1.999 Billion 12 14% $2 Billion and Over 5 6% Did not provide* 31 38% Total % Number of Full-Time Employees 1 to 99 Employees % 100 to 499 Employees % 500 to 999 Employees 103 8% 1,000 or more Employees % Total % Profit Status For Profit % Not For Profit % Public Sector % Did not provide* 4 0% Total % *Note, not all participants provided full demographics. This is reflected in the Did not provide categories above. In the compensation data pages that follow, data is reported only in the demographic lines that were actually reported and excluded from those that were not provided.

9 Participant Demographics Region and State Count Percent Region and State Count Percent (The region & state that the job resides in. The counts represent the number of employees.) Central Plains % Mountain States % Iowa 348 1% Arizona 33 0% Kansas 8 0% Colorado % Missouri 697 2% Idaho 0 0% Nebraska 2 0% Montana 192 1% North Dakota 42 0% New Mexico 3 0% South Dakota 45 0% Utah % Great Lakes % Wyoming 15 0% Illinois % New England 237 1% Indiana 30 0% Maine 1 0% Michigan 137 1% Massachusetts 152 1% Minnesota % New Hampshire 71 0% Ohio 812 2% Rhode Island 13 0% Wisconsin % Vermont 0 0% Lower Southeast 457 1% Pacific Northwest 386 1% Alabama 16 0% Alaska 2 0% Florida 255 1% Oregon 286 1% Georgia 170 0% Washington 98 0% Mississippi 16 0% Pacific Southwest % Middle Atlantic 434 1% California 212 1% Connecticut 76 0% Hawaii % Delaware 0 0% Nevada 5 0% Maryland 7 0% South Central 185 1% New Jersey 73 0% Arkansas 13 0% New York 5 0% Louisiana 2 0% Pennsylvania 273 1% Oklahoma 13 0% Middle Southeast % Texas 157 1% Kentucky 64 0% Total % North Carolina % South Carolina 143 1% Tennessee 213 1% Virginia 30 0% Washington DC 0 0% West Virginia 1 0%

10 Job Index Job Job Family Code Title Page # Aeronautical/ Aerospace Engineering Aeronautical/ Aerospace Engineer I (Associate) (Insufficient data) Aeronautical/ Aerospace Engineer II (Experienced) Aeronautical/ Aerospace Engineer III (Senior) (Insufficient data) Aeronautical/ Aerospace Engineer IV (Principal) (Insufficient data) Aeronautical/ Aerospace Engineer V Senior Principal) 3 Chemical Engineering Chemical Engineer I (Associate) (Insufficient data) Chemical Engineer II (Experienced) Chemical Engineer III (Senior) Chemical Engineer IV (Principal) Chemical Engineer V (Senior Principal) 11 Chemist Chemist I Chemist II Chemist III Chemist IV 19 Civil Engineering Civil Engineer I (Associate) Civil Engineer II (EIT) Civil Engineer III (PE) Civil Engineer IV (PE) (Principal) Civil Engineer V (PE) (Senior Principal) Civil Engineering Manager 31 Design Engineering Design Engineering Technician I (Entry) Design Engineering Technician II (Experienced) Design Engineering Technician III (Advanced) Designer (Non-Degreed Engineer) Senior Designer (Non-Degreed Engineer) Design Engineer I (Associate) Design Engineer II (Experienced) Design Engineer III (Senior) Design Engineer IV (Principal) Design Engineer V (Senior Principal) Engineering Project Manager (R&D) Design Engineering Manager 55 Document Technical Writer I Technical Writer II Technical Writer III Drafting Supervisor Drafting and Documentation Manager 65 Electrical/ Electronics Engineering Electrical/ Electronics Engineer I (Associate) Electrical/ Electronics Engineer II (Experienced) Electrical/ Electronics Engineer III (Senior) Electrical/ Electronics Engineer IV (Principal) Electrical/ Electronics Engineer V (Senior Principal) 75

11 Job Index Job Job Family Code Title Page # Generic Engineering Generic Engineer I (Associate) Generic Engineer II (Experienced) Generic Engineer III (Senior) Generic Engineer IV (Principal) Generic Engineer V (Senior Principal) 85 Industrial Engineering Industrial Engineer I (Associate) Industrial Engineer II (Experienced) Industrial Engineer III (Senior) Industrial Engineer IV (Principal) Industrial Engineer V (Senior Principal) 95 Mechanical Engineering Mechanical Engineer I (Associate) Mechanical Engineer II (Experienced) Mechanical Engineer III (Senior) Mechanical Engineer IV (Principal) Mechanical Engineer V (Senior Principal) 105 Manufacturing / Process Engineering CNC Programmer I CNC Programmer II (Advanced) Methods & Process Technician I (Entry) Methods & Process Technician II (Experienced) Methods & Process Technician III (Advanced) Six Sigma Master Black Belt Continuous Improvement / Lean Coordinator Manager of Lean Enterprise Top Management of Lean Enterprise Manufacturing / Process Engineer I (Associate) Manufacturing / Process Engineer II (Experienced) Manufacturing / Process Engineer III (Senior) Manufacturing / Process Engineer IV (Principal) Manufacturing / Process Engineer V (Senior Principal) Manufacturing Engineering Manager 135 Quality / Test Engineering Laboratory/Test Technician I (Entry) Laboratory/Test Technician II (Experienced) Laboratory/Test Technician III (Advanced) Quality / Test Engineer I (Associate) Quality / Test Engineer II (Experienced) Quality / Test Engineer III (Senior) Quality / Test Engineer IV (Principal) Quality / Test Engineer V (Senior Principal) 151 Sales / Applications Engineering Sales / Applications Engineer I (Associate) Sales / Applications Engineer II (Experienced) Sales / Applications Engineer III (Senior) Sales / Applications Engineer IV (Principal) Sales / Applications Engineer IV (Senior Principal) 161

12 Job Index Job Job Family Code Title Page # Software Engineering Software Engineer I (Associate) Software Engineer II (Experienced) Software Engineer III (Senior) Software Engineer IV (Principal) Software Engineer V (Senior Principal) 171 Engineering Management Engineering Supervisor Director of Engineering Vice President of Engineering 177 IT Management Chief Information Officer (CIO) IT Director IT Manager (Single Location) IT Manager (Corporate Organizations) IT Project Manager 187 Business Analyst Business Analyst I (Entry) Business Analyst II (Intermediate) Business Analyst III (Advanced) Business Analyst IV (Principal) ERP Business Analyst I (Entry) ERP Business Analyst II (Experienced) ERP Business Analyst III (Advanced) ERP Business Analyst IV (Principal) ERP Programming Analyst I (Entry) ERP Programming Analyst II (Experienced) ERP Programming Analyst III (Advanced) ERP Programming Analyst IV (Principal) ERP Project/Programming Analyst Manager 213 Database Administration Data Warehousing Administrator Data Entry Supervisor Data Security Analyst Data Security Manager Database Administrator Database Analyst II (Experienced) Database Analyst III (Advanced) Database Analyst IV (Principal) Database Manager 231 Human Resources Information Systems Analyst Human Resources Information Systems Analyst I Human Resources Information Systems Analyst II Human Resources Information Systems Manager 237 Maintenance Computer Technician I (Entry) Computer Technician II (Experienced) Computer Technician III (Advanced) 243

13 Job Family Network Job Code Job Index Title Page # Network Engineer I (Entry) Network Engineer II (Experienced) Network Engineer III (Advanced) Systems Administrator Unix Administrator, Senior Network Administrator LAN Administrator/Manager (Single Facility) WAN Administrator/Manager LAN/WAN Analyst II (Experienced) LAN/WAN Analyst III (Advanced) 263 Operating Systems Computer Operator I (Entry) Computer Operator II (Experienced) Computer Operator III (Advanced) Computer Operations Supervisor Computer Operations Manager Operating Systems Programmer I (Entry) Operating Systems Programmer II (Experienced) Operating Systems Programmer III (Advanced) Operating Systems Programming Supervisor Manager, Computer Operations and Operating Systems Programming 283 Applications Developer/Programmer Application Developer / Programmer I (Entry) Application Developer / Programmer II (Experienced) Application Developer / Programmer III (Advanced) Application Developer / Programmer IV (Principal) Application Developer / Programmer Manager 293 Systems Analysis / Programming Application Programming Analyst I (Entry) Application Programming Analyst II (Experienced) Application Programming Analyst III (Advanced) Application Programming Analyst IV (Principal) Application Programming Analyst Manager 303 Overall Programming/System Analyst Management Manager Application Systems Analysis/Programming and Operating Systems Programming 305 Telecommunication Telecommunications Technician II (Experienced) Telecommunications Technician III (Advanced) Telecommunications Programmer/ Systems Analyst I (Entry) (Insufficient data) Telecommunications Programmer/ Systems Analyst II (Experienced) Telecommunications Programmer/ Systems Analyst III (Advanced) Telecommunications Operations Manager, Data and Voice Communications Director of Telecommunications Services 317 User Support Help Desk I (Entry) Help Desk II (Experienced) Help Desk III (Advanced) Help Desk Manager PC Specialist Technical Support Analyst Technology Trainer 331

14 Job Index Job Family Web Job Code Title Page # Web Administrator Webmaster Web Content Administrator Web Graphics Designer I Web Graphics Designer II Web Software Developer I (Entry) Web Software Developer II (Experienced) Web Software Developer III (Advanced) Web Software Developer IV (Principal) 349

15 EAA National IT and Engineering Compensation Survey (10113) Chemical Engineer III (Senior) Third of five levels of chemical engineering. Design chemical plant equipment and devise processes for manufacturing chemicals and products, such as gasoline, synthetic rubber, plastics, detergents, cement, paper, and pulp, by applying principles and technology of chemistry, physics, and engineering. The job typically requires an engineering degree and 3+ years of experience or a master's degree and 1+ years of experience. Work primarily is involved with the development or improvement of actual products or designs. Work may include creation of previously non-existent products or modification of existing products, including product line extensions. Work includes selection and testing of materials, ingredients or components that will be suitable for the product. Work may include responding to a customer request for a particular product or design. The typical cycle includes conceptualizing, developing prototypes, testing and perfecting designs. This is a senior level position and it may be a career level for many engineers. These engineers demonstrate creativity and ingenuity in applying engineering principles and practices. They are able to draw solutions from a wider range of experience. They are generally more proficient at solving problems in a timely manner. Assignments are broad in nature. They work under minimal supervision and are responsible for defining technical approaches to projects. They may act as lead on some projects and guide lower level engineers and technicians. Orgs Base Pay Emp Un-Wtd Avg Wtd Avg P25 Median P75 Eligible Orgs Emp Wtd Emp Avg % Un-Wtd Avg Wtd Avg P25 Median Total Responses $91,646 $96,105 $88,183 $95,186 $102, $17, % $102,829 $106,778 $96,477 $109,294 $117,105 Orgs Variable Pay Actual Emp Wtd Annual Avg Orgs Target Total Compensation P75 Industry -1 Natural Resources / Mining Non-Durable Goods Manufacturing 6 24 $95,806 $98,125 $91,377 $100,313 $102, $13, $104,892 $106,844 $100,366 $109,056 $113,295 Durable Goods Manufacturing 5 11 $85,986 $87,400 $76,456 $87,212 $100, $88,491 $89,488 $78,506 $93,482 $100,438 Professional / Business Services Sales/Operating -1 Under $25 Million $25 to $99.9 Million $100 to $249.9 Million $250 Million and Over Asset Size -1 FTE -1 1 to 99 Employees to 499 Employees 8 13 $94,013 $96,844 $85,726 $96,999 $106, $19, $108,153 $109,374 $93,881 $116,846 $121, to 999 Employees ,000 or more Employees Profit Status -1 For Profit $91,646 $96,105 $88,183 $95,186 $102, $17, % $102,829 $106,778 $96,477 $109,294 $117,105

16 EAA National IT and Engineering Compensation Survey (10113) Chemical Engineer III (Senior) Third of five levels of chemical engineering. Design chemical plant equipment and devise processes for manufacturing chemicals and products, such as gasoline, synthetic rubber, plastics, detergents, cement, paper, and pulp, by applying principles and technology of chemistry, physics, and engineering. The job typically requires an engineering degree and 3+ years of experience or a master's degree and 1+ years of experience. Work primarily is involved with the development or improvement of actual products or designs. Work may include creation of previously non-existent products or modification of existing products, including product line extensions. Work includes selection and testing of materials, ingredients or components that will be suitable for the product. Work may include responding to a customer request for a particular product or design. The typical cycle includes conceptualizing, developing prototypes, testing and perfecting designs. This is a senior level position and it may be a career level for many engineers. These engineers demonstrate creativity and ingenuity in applying engineering principles and practices. They are able to draw solutions from a wider range of experience. They are generally more proficient at solving problems in a timely manner. Assignments are broad in nature. They work under minimal supervision and are responsible for defining technical approaches to projects. They may act as lead on some projects and guide lower level engineers and technicians. Orgs Emp Base Pay Variable Pay Total Compensation Eligible Actual Target Un-Wtd Avg Wtd Avg P25 Median P75 Orgs Emp Orgs Wtd Annual Wtd Emp Avg Orgs Emp Avg % Un-Wtd Avg Wtd Avg P25 Median P75 Geographic Area -1 New England Massachusetts Middle Atlantic Connecticut Middle Southeast Kentucky North Carolina South Carolina Lower Southeast Georgia Mississippi Great Lakes 6 7 $87,124 $88,432 $76,779 $87,372 $99, $92,181 $93,789 $78,854 $94,823 $109,534 Minnesota Wisconsin 5 6 $89,160 $89,851 $78,637 $88,206 $101, $95,230 $96,044 $80,315 $99,027 $110,453 Mountain States 7 16 $92,930 $96,608 $84,609 $95,618 $109, $108,916 $107,631 $91,444 $112,849 $120,963 Colorado Utah Pacific Southwest California Vendor -1