AEG SAL User Manual
ROBERT HALF TECHNOLOGY 2006 SALARY GUIDE
TABLE OF CONTENTS
From the Chairman 1
Understanding the Salary Data 2
IT Employment Outlook 3
Skills in Demand 4
Areas of Investment 5
The Role of Certification in Hiring 7
IT Salaries – United States 9
Regional Hiring Trends – United States 12
IT Salaries – Canada
Regional Hiring Trends – Canada 20
Staffing for Success 22
The Leading Resource 24
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17
OBERT HALF TECHNOLOGY 2006 SALARY GUIDE
R
FROM THE CHAIRMAN
Dear Colleague:
Businesses today must make judicious hiring decisions
while at the same time enhancing their ability to retain top
talent at every level of the organization. This is especially
important in the information technology (IT) field as the
economy gains momentum and demand for technical
expertise increases. Firms with access to the most current
salary and employment trend information will be in the best
position to recruit and hire the talent they need to meet new challenges and pursue
growth opportunities.
To help companies make informed hiring decisions, Robert Half Technology is pleased
to provide the
guide is based on extensive research conducted in our offices, our company’s ongoing
surveys of chief information officers (CIOs) and the accumulated expertise of our
account executives.
Robert Half Technology 2006 Salary Guide for North America. The
2006 Salary Guide is one of the many resources we offer to the businesses and
Our
professionals we serve. We look forward to assisting you with your project and fulltime staffing needs through our more than 100 locations in North America and Europe.
For more information about our services, please visit our website,
www.rht.com.
Sincerely,
Max Messmer
Chairman and CEO
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ROBERT HALF TECHNOLOGY 2006 SALARY GUIDE
UNDERSTANDING THE
SALARY DATA
Organizations of all sizes and in all industries use the
Salary Guide
appropriate compensation levels for IT
staff and to prepare annual budgets and
business plans. In addition, educational
institutions and government agencies,
such as the U.S. Department of Labor’s
Bureau of Labor Statistics, refer to the
guide for research purposes.
Robert Half Technology
to help them determine
COMPILING THE DATA
The following pages provide comprehensive data on average starting salaries for
IT professionals, as well as a review of
trends and developments that are expected to impact the field. Information for
the
Salary Guide is derived from a wide
range of sources, including:
• The thousands of project and full-time
placements made by Robert Half
Technology professionals throughout
North America
• The expected demand for certain posi-
tions and skill sets
• An analysis of last year’s projections
• A review of actual starting salaries in
2005
• An extrapolation of current trends into
2006
Salary ranges reflect compensation at the
time of hire only and do not take into
account other aspects of an employee’s
compensation package, such as bonuses
and incentives. The
not report on continuing or ongoing salary
ranges since seniority, performance, work
ethic and other hard-to-measure factors
can affect pay as individual work histories develop.
Salary Guide does
ADJUSTING SALARIES FOR
LOCAL MARKETS
The salaries listed in the guide are
national averages and can be localized
for more than 75 markets across North
America by referring to the Regional
Hiring Trends sections beginning on Page
12 for the United States and Page 20 for
Canada. Please speak with your Robert
Half Technology representative for further
assistance in determining starting salary
ranges for your area.
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ROBERT HALF TECHNOLOGY 2006 SALARY GUIDE
IT EMPLOYMENT OUTLOOK
Business leaders continue to view information technology as a means to increase
productivity and gain a competitive
advantage. During the recent recession,
however, firms also looked to their IT
departments for cost savings and additional efficiencies. Spending levels were
reduced, and many hiring managers were
forced to cut staff.
products and restarting projects. To
successfully move forward with these
initiatives, technology executives are
once again hiring – in many cases filling
positions for the first time since the end
of the dot-com boom. Managers are
carefully evaluating their key requirements and adding full-time staff only
when they identify a continuing need.
Short-term initiatives and workload
Today, businesses across North America
are upgrading systems, developing new
spikes are being addressed with the
help of project professionals.
HOTTEST TECHNOLOGY JOBS
CIOs were asked, “Within your IT department, which single job area is
experiencing the most growth?” Their responses:
17%
NETWORKING
6%
PROJECT
MANAGEMENT
17%
HELP DESK/
END-USER SUPPORT
8%
INTERNET/INTRANET
DEVELOPMENT
10%
INFORMATION
SECURITY
DATA/DATABASE
11%
MANAGEMENT
Source: Robert Half Technology IT Hiring Index and Skills Report, June 9, 2005
12%
APPLICATIONS
DEVELOPMENT
19%
OTHER/DON’T KNOW
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ROBERT HALF TECHNOLOGY 2006 SALARY GUIDE
IT EMPLOYMENT OUTLOOK
As a result of this renewed employment
activity, job candidates with in-demand
skill sets are receiving multiple offers, and
systems analyst and IT auditor, will see
base compensation increases of up to
11 percent.
companies are accelerating the hiring
process to avoid losing the best people to
competing firms. This trend is expected
to continue throughout 2006.
SKILLS IN DEMAND
According to Robert Half Technology’s IT
Hiring Index and Skills Report
, which
includes responses from more than 1,400
To further enhance their recruitment and
retention efforts, many businesses are
reassessing their compensation packages. As a result, starting salaries in the
United States are projected to increase
an average of 3 percent over last year.
High-demand positions, such as business
chief information officers, networking and
help desk/end-user support consistently
rank as the job categories experiencing
the most growth within IT departments.
Windows administration (2000, 2003, XP)
is the skill set most in demand among
CIOs, research shows.
HOTTEST TECHNOLOGY SKILLS
CIOs were asked, “Which of the following technical skill sets are most in demand
within your IT department?” Their responses:
77% WINDOWS ADMINISTRATION
48% WIRELESS NETWORK MANAGEMENT
47% SQL SERVER MANAGEMENT
43% CISCO NETWORK ADMINISTRATION
29% CHECK POINT FIREWALL ADMINISTRATION
Source: Robert Half Technology IT Hiring Index and Skills Report, June 9, 2005.
CIOs were allowed multiple responses.
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OBERT HALF TECHNOLOGY 2006 SALARY GUIDE
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IT EMPLOYMENT OUTLOOK
While technical expertise remains an
important criterion when evaluating candidates, CIOs also are placing greater
weight on nontechnical skills. With
companies’ increasing reliance on technology to support and drive their businesses,
the role of IT professionals has become
much more prominent, and they are frequently looked to for strategic guidance.
It’s common, for example, for those in
technology to be asked to make a case for
or against a particular upgrade or hardware purchase, which requires excellent
communication skills and a fundamental
Capital expenditures – Firms across all
industries are replacing desktop systems
and software to avoid the cost of maintenance and support of older systems.
Launches of new versions of popular
Microsoft products in 2006 also may
impact IT spending.
Development of web applications –
The Web is being woven into every
aspect of business and providing for
enhanced levels of collaboration,
customer service, customization, streamlining and management.
As a result of renewed employment
activity, job candidates with in-demand
skill sets are receiving multiple offers.
understanding of the firm’s business
needs. These skills are an important factor in ensuring that the IT department
meets the diverse requirements of the
individuals and business units it serves.
AREAS OF INVESTMENT
The following initiatives are among those
driving information technology hiring:
Network security – The safeguarding of
internal systems remains critical for companies of all sizes. CIOs seek individuals
who can manage an enterprisewide security strategy, including the assessment of
network vulnerabilities, virus protection
and intrusion detection.
Business intelligence – This broad category of applications and technologies is
growing rapidly as organizations seek to
collect, store, analyze and provide access
to data that assists systems users in
making better business decisions.
Wireless communication – IT executives are increasing their investment in
wireless applications as they recognize
the potential benefits of mobile solutions.
As a result, their departments are charged
with suppor
portable e-mail devices, smart phones and
other tools.
ting users of tablet computers,
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ROBERT HALF TECHNOLOGY 2006 SALARY GUIDE
IT EMPLOYMENT OUTLOOK
Regulatory requirements – The
Sarbanes-Oxley Act of 2002 has had a
significant impact on technology departments within publicly traded companies
as well as nonpublic firms. IT professionals are required to assess information
systems for potential vulnerabilities and
help implement and manage procedures
IT PRIORITIES
CIOs were asked “Which of the following initiatives are the highest priorities for
that contribute to achieving sound inter-
nal control over financial reporting.
Additional regulations affecting IT depart-
ments in various industries include the
Health Insurance Portability and
Accountability Act (HIPAA), the USA
PATRIOT Act and the Graham-Leach-Bliley
Act, among others.
your IT department in the next 12 months?” Their responses:
35% NETWORK SECURITY IMPROVEMENTS
16% OPERATING-SYSTEM UPGRADE/INSTALLATION
15% DATABASE UPGRADE/INSTALLATION
15% CUSTOMER RELATIONSHIP MANAGEMENT
13% DATA STORAGE AND BACKUP
11% HARDWARE PURCHASES
10% WIRELESS COMMUNICATIONS
8% ERP UPGRADE/INSTALLATION
6% DEVELOPMENT OF E-BUSINESS APPLICATIONS
8% OTHER/DON’T KNOW
Source: Robert Half Technology survey of more than 1,400 CIOs from companies with more than 100 employees.
CIOs were allowed multiple responses.
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OBERT HALF TECHNOLOGY 2006 SALARY GUIDE
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THE ROLE OF CERTIFICATION
IN HIRING
For managers hiring technology professionals, certification is an important consideration. But how much value should
be placed on it? The answer isn’t always
clear and frequently depends on the
needs of the IT department.
THE CERTIFICATION
ADVANTAGE
Certification provides an employer clear
evidence of an individual’s familiarity
with a particular technology or practice.
Certification also demonstrates initiative
on the part of the applicant because he
or she has invested the extra effort to
obtain it. In addition, some employers
view certification as essential to a lifelong learning process.
THE ROLE OF EXPERIENCE
Certification is of greatest value when
it is accompanied by practical work
experience. For example, a job candidate
who possesses a Microsoft Certified
Database Administrator designation is
highly marketable, but one who also has
spent five years working with Microsoft
systems and has a track record of completing projects on time and under budget
is eminently more desirable to prospective employers.
CIOs want to hire individuals with a
track record of successful projects.
Consequently, they seek candidates who
not only possess the right technological
skills but also know how to put those
skills to practical use to deliver timely,
esults.
quality r
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