2015 Privacy Professionals Salary Survey
|
|
- Antony Armstrong
- 7 years ago
- Views:
Transcription
1 2015 Privacy Professionals Salary Survey 1
2 Contents 1 Executive Summary 2 Research Objectives and Method 3 Sample Profile: Demographics and Experience 4 Median Salary Data 5 Historical Salary Trends 6 U.S. 7 EU 8 Canada 9 Gender Analysis 2 1. Executive Summary 2
3 Privacy Professionals Salary Profiles During the first weeks of 2015, the IAPP fielded its periodic salary survey to the 25,000+ privacy professionals in the IAPP s database, working with third-party research firm Fondulas Strategic Research to track, over time, salary ranges, roles and median salaries for the world s privacy professionals. The survey took a median length of 23 minutes to complete, with participants responding to questions on salaries, bonuses, raises and the operational aspects of their privacy organizations (more to come on that last part). Respondents from all regions were asked to supply salary-related information in U.S. dollars for consistency of comparison across regions. Specific information on each region is detailed in the individual sections that follow the main portion of the results. For some questions, sample sizes for salary information are larger than those who provided personal information, such as gender, so some discrepancies may exist between overall medians and those of segments. This year, we received 1,305 responses from across the globe, with the largest portion from the U.S., followed by Canada and Europe, and with additional responses from Latin America, Africa, the Middle East, Asia and Australia/New Zealand. Overview of Key Findings The median age of privacy professionals differed from region to region, but for those regions with responses from 100 or more privacy pros, the median age was 44. $200,000 Over time, the mean base salary of privacy professionals has increased, with a couple of years in between where salaries lagged or jumped significantly. Since 2003, the first year the IAPP fielded one of its salary surveys, the mean base salary has increased from $101,146 to $152,136. The U.S. has shown the most significant growth in mean base salary in recent years, from $123,661 in 2012 to $163,170 in $150,000 $100,000 $101,146 $152,136 Of the survey s 1,305 respondents, 240 were chief privacy officers (CPOs) and 1,065 identified as not being CPOs. CPOs reported a mean base salary of $177,382 while non-cpos reported a mean base salary of $146,447. Median salaries were $138,900 for CPOs and $106,853 for non-cpos. $50, Executive Summary 3
4 Salary by Organization The majority of respondents, 22 percent, reported working for firms of between 5,000 and 24,999 employees. However, organizations of all sizes were well represented in the survey, with the smallest firms of fewer than 100 employees receiving 10 percent of the responses and all other firms represented by between 15 and 19 percent of respondents. Overall, the largest number of responses came from the Software and Services industry, with 19 percent of privacy pros reporting they work in that field. Not surprisingly, the organizations with the largest number of employees at 75,000 or more had the highest median salary at $123,000, while those with the fewest number of employees under 100 had the lowest median salary at $94,278. For median salary by industry, the highest earners were in the Media sector at $138,000, followed by Drugs and Biotechnology at $135,835. Government and Education and Academia reported the lowest median salaries at $87,065 and $83,533, respectively. In sectors with more than 25 responses, Conglomerates showed the most significant increase in salaries for privacy professionals since In that sector, the mean base salary increased from $127,228 to $440,661. However, several sectors Education and Academia, Healthcare, Insurance, Media, Retail, Software and Services, Tech Hardware and Equipment and Telecom showed decreases in mean base salaries from 2013 to this year. Experience and Position Looking at salary by experience, the highest earners reported $653,911 for mean base salary in 2015 and fell into the category of those with between 16 and 20 years of experience. However, it is important to note this sample size was one of the smallest with seven respondents, compared to 541 respondents in the zero to five years of experience range. At that level the mean base salary was reported at $135,739 for Not surprisingly, those privacy professionals who reported positions in the C-Suite or at the Executive Vice President (PV), Senior VP or VP level had the highest median salaries for 2015 at $167,500. Lead Counsel followed at $150,000 with Director next at $135,540, Gender For all respondents taken together, median salary reported by gender was higher for men than for women. Male privacy pros reported a median salary of $116,000 while their female counterparts reported $105,500. Median Salary: Gender TOTAL, $110,810 Male, $116,000 Female, $105,500 raise in past 12 mo Mean Raise Certification Having an IAPP certification CIPP, CIPM or CIPT meant higher median salaries according to this year s responses. The median salary for privacy professionals was $110,810, but for those holding a CIPP, that number was $122,750. The median salary for privacy pros holding a CIPM was $130,000 and for those with a CIPT, $131,500. The median salary for respondents who did not hold any IAPP certification was significantly lower than the overall median at $98,000. bonus in past 12 mo Median Bonus 69% 4% 52% $15.0k 70% 4.6% 55% $14.1k 69% 3.9% 51% $15.1k 4 1. Executive Summary 4
5 1 Executive Summary 2 Research Objectives and Method 3 Sample Profile: Demographics and Experience 4 Median Salary Data 5 Historical Salary Trends 6 U.S. 7 EU 8 Canada 9 Gender Analysis 2. Research Objectives and Method 5
6 Research Objectives The overarching goal of this research was to track, over time, the typical salary range and median salary for privacy professionals. This research will also help understand how salaries vary across geography, demographics and firmographics Research Objectives and Method 6
7 Method General Target: Privacy professionals Approach: Online survey inviation sent to 25,000 privacy professionals in the IAPP database Response: A total of 1,305 responded The survey had a median length of 23 minutes and asked a variety of detailed questions about salary, bonuses and raises, as well as questions about the structure and operational aspects relating to privacy in their organizations. This report focuses on salaries and bonuses. 2. Research Objectives and Method 7
8 1 Executive Summary 2 Research Objectives and Method 3 Sample Profile: Demographics and Experience 4 Median Salary Data 5 Historical Salary Trends 6 U.S. 7 EU 8 Canada 9 Gender Analysis 8 3. Sample Profile: Demographics and Experience 8
9 Sample Profile: Demographics and Experience RESPONDENTS LOCATED IN # INTERVIEWS MEDIAN AGE MALE FEMALE United States % 50% Canada % 65% Europe (EU) % 32% Europe (Non-EU) % 43% Latin America % 20% Africa % 0% Middle East % 25% Asia % 20% Australia/New Zealand % 45% 3. Sample Profile: Demographics and Experience 9
10 Sample Profile: Certifications, Experience in Privacy TOTAL U.S. CANADA EU CIPP 55% 60% 47% 47% CIPM 13% 13% 6% 17% CIPT 10% 11% 6% 7% No CIP* certification 38% 34% 48% 44% IAPP member 88% 90% 87% 82% Mean Years Experience in Privacy Sample Profile: Demographics and Experience 10
11 Sample Profile: Firmographics TOTAL U.S. CANADA EU Less than 100 employees 10% 8% 16% 12% employees 15% 14% 25% 11% 1,000-4,999 employees 16% 15% 24% 13% 5,000-24,999 employees 22% 23% 21% 23% 25,000-74,999 employees 17% 19% 7% 19% 75,000+ employees 19% 20% 7% 22% Median 8,800 11,000 1,670 13,000 Annual revenue $1.0B $1.7B $197.9M $1.8B 3. Sample Profile: Demographics and Experience 11
12 Sample Profile: Firmographics TOTAL U.S. CANADA EU Software and Services 19% 20% 8% 23% Government 14% 11% 39% 3% Banking 11% 11% 6% 11% Healthcare Equipment and Services 10% 10% 14% 7% Insurance 10% 10% 11% 8% Business Services and Supplies 9% 8% 8% 11% Technology Hardware and Equipment 5% 5% 1% 9% Telecommunication Services 5% 5% 3% 10% Nonprofit 4% 4% 8% 1% Education and Academia 4% 4% 7% 1% Conglomerates (multiple sectors) 3% 4% 4% Media 3% 3% 5% Retailing 3% 4% 3% Drugs and Biotechnology 2% 3% 1% 2% Diversified Financials 2% 2% 1% 2% Sample Profile: Demographics and Experience 12
13 Sample Profile: Currency Conversions The following charts convert global currencies to United States dollars for comparison. The following exchange rates were used: US$1 = Cdn$ US$1 = US$1 = Aus$ US$1 = NZ$ Sample Profile: Demographics and Experience 13
14 1 Executive Summary 2 Research Objectives and Method 3 Sample Profile: Demographics and Experience 4 Median Salary Data 5 Historical Salary Trends 6 U.S. 7 EU 8 Canada 9 Gender Analysis Median Salary Data 14
15 Median Salary: Region raise in past 12 mo Mean Raise bonus in past 12 mo Median Bonus TOTAL, $110,810 69% 4.0% 52% $15.0k U.S., $126,992 73% 4.5% 58% $17.0k Canada, $74,005 64% 2.2% 30% $7.9k EU, $89,739 58% 3.2% 53% $11.3k 4. Median Salary Data 15
16 Median Salary: Gender raise in past 12 mo Mean Raise bonus in past 12 mo Median Bonus TOTAL, $110,810 69% 4% 52% $15.0k Male, $116,000 70% 4.6% 55% $14.1k Female, $105,500 69% 3.9% 51% $15.1k Note: Sample sizes for salary information are larger than those who provided personal information, such as gender, so some discrepancies may exist between overall medians and those of segments Median Salary Data 16
17 Median Salary: Industry TOTAL, $110,810 Media, $138,000 Drugs and Biotechnology, $135,835 Conglomerates $124,946 Business Services and Supplies, $117,390 Software and Services, $116,774 Banking, $116,000 Diversified Financials, $113,000 raise in past 12 mo Mean Raise bonus in past 12 mo Median Bonus 69% 4% 52% $15.0k 66% 4.9% 66% $15.8k 81% 2.1% 87% $30.1k 70% 5.4% 60% $14.0k 61% 4.8% 50% $11.1k 64% 4.4% 54% $13.9k 68% 4.1% 73% $16.0k 70% 3.4% 70% $19.2k 4. Median Salary Data 17
18 Median Salary: Industry, (cont.) TOTAL, $110,810 Technology Hardware and Equipment, $111,950 Telecommunication Services, $107,216 Retail, $106,426 Insurance, $102,000 Healthcare Equipment and Services, $100,000 Nonprofit, $94,850 Government, $87,065 Education and Academia, $83,533 raise in past 12 mo Mean Raise bonus in past 12 mo Median Bonus 69% 4% 52% $15.0k 66% 3.3% 62% $11.3k 67% 4.5% 66% $11.3k 76% 5% 70% $17.7k 81% 4.4% 66% $15.0k 71% 4.3% 44% $14.7k 72% 6.6% 25% $6.7k 63% 2.3% 20% $1.9k 67% 3.4% 11% $10.0k Median Salary Data 18
19 Median Salary: Number of Employees raise in past 12 mo Mean Raise bonus in past 12 mo Median Bonus Less than 100, $94,278 TOTAL, $110, , $94,469 1,000 4,999, $104,956 5,000 24,999, $112,950 25,000 74,999, $120,000 75,000+, $123,000 69% 4% 52% $15.0k 53% 5.3% 20% $10.0k 64% 4.1% 38% $13.5k 71% 4.6% 45% $11.3k 75% 3.8% 61% $16.4k 72% 3.5% 65% $18.6k 72% 3.6% 65% $14.0k 4. Median Salary Data 19
20 Median Salary: CPO/Non-CPO raise in past 12 mo Mean Raise bonus in past 12 mo Median Bonus TOTAL, $110,810 69% 4% 52% $15.0k CPO, $138,900 72% 3.9% 57% $32.5k Non-CPO, $106,853 69% 4.1% 51% $12.0k Mean Base Salary of CPOs vs. Non-CPOs CPOs - $177,382 (240) Non-CPOs - $146,447 (1,065) Median Salary Data 20
21 Median Salary: Certification raise in past 12 mo Mean Raise bonus in past 12 mo Median Bonus TOTAL, $110,810 No CIP*, $98,000 CIPP, $122,750 CIPM, $130,000 CIPT, $131,500 Any CIP*, $120,161 69% 4% 52% $15.0k 70% 4.4% 58% $17.5k 69% 4.6% 62% $19.2k 81% 5% 63% $12.0k 71% 4.4% 58% $17.0k 67% 4% 44% $11.3k 4. Median Salary Data 21
22 Median Salary: Position raise in past 12 mo Mean Raise bonus in past 12 mo Median Bonus Below Manager, $80,074 TOTAL, $110,810 Manager, $102,000 C-Suite, EVP, SVP, VP, $167,500 Director, $135,540 Lead Counsel, $150,000 69% 4% 52% $15.0k 70% 5% 70% $39.8k 74% 4.7% 61% $23.8k 54% 3.6% 54% $20.8k 70% 3.3% 54% $9.6k 70% 3.7% 41% $6.0k Median Salary Data 22
23 Median Salary: Internal/External raise in past 12 mo Mean Raise bonus in past 12 mo Median Bonus TOTAL, $110,810 69% 4% 52% $15.0k Internal, $112,000 71% 3.6% 57% $15.9k External, $105,000 59% 5.9% 34% $9.6k Outside Advisor, $120,000 55% 7% 40% $10.0k Internal: Private-sector in-house, Government in-house, In-house IT External: Regulator, Researcher or academic, External privacy advisor, Vendor, Privacy advocate Outside advisor: Work as a privacy consultant, attorney, barrister or auditor on the privacy needs of other companies. 4. Median Salary Data 23
24 1 Executive Summary 2 Research Objectives and Method 3 Sample Profile: Demographics and Experience 4 Median Salary Data 5 Historical Salary Trends 6 U.S. 7 EU 8 Canada 9 Gender Analysis Historical Salary Trends 24
25 Mean Base Salary of all Respondents Over Time $200,000 $150,000 $152,136 $100,000 $101,146 $50, Historical Salary Trends 25
26 Mean Base Salary of Respondents Over Time by Region $200,000 $150,000 U.S. EU $100,000 Canada $50, Historical Salary Trends 26
27 Mean Base Salary by Sector Over Time (greater than 25 responses) Business Services and Supplies $138,886 $158,801 Conglomerates $127,228 $440,661 Diversified Financials $131,122 $144,356 Drugs and Biotech $139,810 $150,656 Education and Academia $101,822 $99,083 Government $104,877 $173,986 Healthcare $115,652 $109,169 Insurance $122,478 $115,269 Media $162,901 $151,127 Nonprofit $95,980 $154,439 Retail $121,165 $115,287 Software and Services $141,161 $134,526 Tech Hardware and Equipment $136,598 $130,745 Telecom $128,399 $118, Historical Salary Trends 27
28 Mean Base Salary by Certification Over Time CIPP/C $115,586 $116,549 $100,359 CIPP/E $215,000 $122,660 $131,824 CIPP/G $119,534 $125,138 $162,565 CIPP/IT $116,152 $122,130 $143,886 CIPP/US $127,870 $138,369 $149,530 CIPM N/A N/A $145, Historical Salary Trends 28
29 Mean Base Salary by Years Experience Over Time years $104,558 $135,739 (541) 6 10 years $126,380 $125,196 (172) years $157,937 $140,709 (66) years $181,746 $653,911 (7) years $146,371 $163,629 (3) 5. Historical Salary Trends 29
30 1 Executive Summary 2 Research Objectives and Method 3 Sample Profile: Demographics and Experience 4 Median Salary Data 5 Historical Salary Trends 6 U.S. 7 EU 8 Canada 9 Gender Analysis U.S. 30
31 Executive Summary Of the 1,305 respondents to the 2015 IAPP Privacy Professionals Salary Survey, 880 identified as U.S.- based privacy professionals, the largest regional group of respondents to this year s survey. In this section of the report, we focus specifically on the salary and bonus information provided by our U.S. respondents, also providing context from past surveys. In the U.S., the median age of the privacy professional is 44 and the median salary is $126,992. The survey also shows: Of our U.S. respondents, 50 percent were male and 50 percent female. Asked about their certifications, 60 percent responded they held a CIPP, with 13 percent holding a CIPM and 11 percent a CIPT. Additionally, 34 percent reported holding a non-iapp certification. The majority of respondents, 90 percent, were IAPP members. Their mean number of years working in privacy was 7.8 years. Taking a closer look at the salary numbers, while the overall median for respondents was $126,992, male privacy pros reported earning $5,000 more annually than their female counterparts. The median salary reported by male respondents was $130,000 and for females, $125,000. Having an IAPP certification resulted in higher salaries; respondents who held a CIPP, CIPM or CIPT reported a median salary of $134,000, more than $7,000 higher than the overall median salary. The industry privacy pros work in also affects salary. According to this year s survey, the highest paid industries in the U.S. are Software and Services and Banking, each with a reported median salary of $130,000. Insurance had the lowest reported salaries in the U.S. with a median of $108,500. TOTAL, $126,992 Software and Services, $130,000 Government, $111,000 Banking, $130,000 Healthcare Equipment and Services, $120,000 Insurance, $108,500 raise in past 12 mo Mean Raise bonus in past 12 mo Median Bonus 73% 4.5% 58% $17.0k 66% 4.6% 61% $16.0k 71% 2.6% 28% $1.8k 76% 4.2% 78% $22.0k 75% 5.5% 54% $16.0k 87% 5.3% 71% $20.0k 6. U.S. 31
32 The median salary by size of organization followed the expected pattern overall in the U.S. with some small deviations. The highest median salaries were reported in organizations with 5,000 to 74,999 employees at $130,000, while those with 75,000 or more employees reported a slightly lower median salary of $128,500. The smallest organizations with fewer than 100 employees had a median salary of $115,500, while those with 100 to 999 had a median of $125,000 and those with 1,000 to 4,999 were slightly lower with a median salary of $122,750. For chief privacy officers (CPOs) the median salary was $163,087, compared to $120,000 for privacy professionals who do not hold a CPO title. To compare this year s results with past salary surveys, we examined the mean base salaries, as opposed to the median numbers reported above. This year s responses averaged to a mean base salary of $163,170, compared to $131,891 in 2013 and $123,661 in raise in past 12 mo Mean Raise bonus in past 12 mo Median Bonus TOTAL, $126,992 69% 4% 52% $15.0k CPO, $163,087 72% 3.9% 57% $32.5k Non-CPO, $120,000 69% 4.1% 51% $12.0k U.S. 32
33 Median Salary: Gender raise in past 12 mo Mean Raise bonus in past 12 mo Median Bonus TOTAL, $126,992 73% 4.5% 58% $17.0k Male, $130,000 72% 4.7% 59% $20.0k Female, $125,000 75% 3.7% 59% $17.0k Note: Sample sizes for salary information are larger than those who provided personal information, such as gender, so some discrepancies may exist between overall medians and those of segments. 6. U.S. 33
34 Median Salary: Industry raise in past 12 mo Mean Raise bonus in past 12 mo Median Bonus TOTAL, $126,992 Software and Services, $130,000 Government, $111,000 Banking, $130,000 Healthcare Equipment and Services, $120,000 Insurance, $108,500 73% 4.5% 58% $17.0k 66% 4.6% 61% $16.0k 71% 2.6% 28% $1.8k 76% 4.2% 78% $22.0k 75% 5.5% 54% $16.0k 87% 5.3% 71% $20.0k U.S. 34
35 Median Salary: Number of Employees raise in past 12 mo Mean Raise bonus in past 12 mo Median Bonus TOTAL, $126,992 Less than 100, $115, , $125,000 1,000 4,999, $122,750 5,000 24,999, $130,000 25,000 74,999, $130,000 75,000+, $128,500 73% 4.5% 58% $17.0k 62% 7.5% 27% $7.8k 63% 4.5% 44% $15.0k 73% 4.7% 45% $18.0k 80% 4.3% 68% $22.0k 75% 3.8% 68% $19.0k 78% 4% 69% $14.0k 6. U.S. 35
36 Median Salary: CPO/Non-CPO raise in past 12 mo Mean Raise bonus in past 12 mo Median Bonus TOTAL, $126,992 69% 4% 52% $15.0k CPO, $163,087 72% 3.9% 57% $32.5k Non-CPO, $120,000 69% 4.1% 51% $12.0k U.S. 36
37 Median Salary: Certification raise in past 12 mo Mean Raise bonus in past 12 mo Median Bonus TOTAL, $126,992 73% 4.5% 58% $17.0k Any CIP* (CIPP, CIPM, CIPT), $134,000 73% 4.8% 63% $20.0k No CIP*, $111,950 74% 4.8% 52% $13.0k 6. U.S. 37
38 Median Salary: Position raise in past 12 mo Mean Raise bonus in past 12 mo Median Bonus Below Manager, $94,675 TOTAL, $126,992 C-Suite, EVP, SVP, VP, $180,000 Manager, $115,000 Director, $150,000 Lead Counsel, $165,000 75% 4.5% 58% $17.0k 73% 4.9% 73% $45.0k 77% 5.4% 65% $30.0k 61% 4.4% 50% $20.0k 74% 3.6% 64% $10.0k 76% 4.5% 49% $6.7k U.S. 38
39 Median Salary: Internal/External raise in past 12 mo Mean Raise bonus in past 12 mo Median Bonus TOTAL, $126,992 73% 4.5% 58% $17.0k Internal, $127,500 74% 4% 63% $18.0k External, $125,500 67% 7.1% 39% $9.6k Outside Advisor, $130,000 63% 8.3% 41% $9.0k Internal: Private-sector in-house, Government in-house, In-house IT External: Regulator, Researcher or academic, External privacy advisor, Vendor, Privacy advocate Outside advisor: Work as a privacy consultant, attorney, barrister or auditor on the privacy needs of other companies. 6. U.S. 39
40 1 Executive Summary 2 Research Objectives and Method 3 Sample Profile: Demographics and Experience 4 Median Salary Data 5 Historical Salary Trends 6 U.S. 7 EU 8 Canada 9 Gender Analysis EU 40
41 Executive Summary The 2015 IAPP Privacy Professionals Salary Survey was fielded to the privacy professionals in the IAPP s database, with 1,305 responding in total. Of those, 166 identified as EU-based privacy professionals and 12 identified as European (non-eu) privacy professionals. Taken together, this is the third-largest regional group of respondents to this year s survey. The survey took a median length of 23 minutes to complete, with participants responding to questions on salaries, bonuses, raises and the operational aspects of their privacy organizations. Respondents were asked to supply salary-related information in U.S. dollars for consistency of comparison across regions. In this section of the report, we focus specifically on the salary and bonus information provided by our EU respondents in the context of past surveys and in comparison with results from other regions. In the EU, the median age of the privacy professional is 43 and the median salary is U.S. $89,739. Here s what the survey shows: Of our EU respondents, 68 percent were male and 32 percent female. Asked about their certifications, 47 percent responded they held a CIPP, with 17 percent holding a CIPM and seven percent a CIPT. Additionally, 44 percent reported holding a non-iapp certification. The majority of respondents, 82 percent, were IAPP members. Their mean number of years working in privacy was 8.5 years, the second-longest reported duration of any region. The median overall base salary is $89,739. Taking a closer look at the salary numbers, while the overall median for respondents was $89,739, male privacy pros reported earning less than their female counterparts. The median salary reported by male respondents was $92,619 and for females, $100,164. TOTAL, $89,739 Any CIP* (CIPP, CIPM, CIPT), $101,655 No CIP*, $79,065 raise in past 12 mo Mean Raise bonus in past 12 mo Median Bonus 58% 3.2% 53% $11.3k 60% 3.2% 60% $11.3k 60% 4.2% 47% $11.3k 7. EU 41
42 Having an IAPP certification resulted in a significantly higher salary; respondents who held a CIPP, CIPM or CIPT reported a median salary of $101,655, almost $12,000 more than the median base salary. Not surprisingly, the industry privacy pros work in also has a significant impact on salary. According to this year s survey, the highest paid industry in the EU is Banking, with the median salary reported at $112,950. The lowest paid sector in the EU is Government, with respondents reporting a median salary of $76,806. The median salary by size of organization followed the expected pattern at the ends of the spectrum in the EU, with the largest organizations those with 75,000 or more employees paying their privacy professionals a median salary of $113,515 and the smallest with fewer than 100 employees paying a median salary of $42,356. However, the numbers varied for organizations between the two ends. The secondsmallest organizations paid the next highest median salary, at $90,699, while the second-largest responding organizations, with between 25,000 and 74,999 employees, were next with a median salary of 89,118. The median salary for organizations with 1,000 to 4,999 employees was $83,583, and those employing between 4,000 and 24,999 had median salary of $85,842. TOTAL, $89,739 Software and Services, $83,583 Government, $76,806 raise in past 12 mo Mean Raise bonus in past 12 mo Median Bonus 58% 3.2% 53% $11.3k 64% 4.9% 44% $9.0k 20% 0.6% 0% $0k For chief privacy officers (CPOs) the median salary was $110,691, compared to $84,713 for privacy professionals who do not hold a CPO title. To compare this year s results with past salary surveys, we examined the mean base salaries, as opposed to the median numbers reported above. Banking, $112,950 Healthcare Equipment and Services, $101,655 Insurance, $101,655 32% 1.3% 67% $13.8k 55% 1.6% 45% $13.8k 57% 2.2% 50% $18.3k This year s EU responses averaged to a mean base salary of $114,693, the highest number since In 2013, the mean was $112,481 and in 2012, $111,054. Mean salary by CIPP/E also showed an increase from 2013, when the mean salary reported by respondents holding a CIPP/E was $122,660 compared with $131,824 in Respondents with a CIPP/E reported a mean salary that was more than $27,000 higher than the average mean base salary of EU respondents of $114,693 for this year EU 42
43 Median Salary: Gender raise in past 12 mo Mean Raise bonus in past 12 mo Median Bonus TOTAL, $89,739 58% 3.2% 53% $11.3k Male, $92,619 65% 4.2% 58% $11.3k Female, $100,164 53% 2.7% 50% $15.5k Note: Sample sizes for salary information are larger than those who provided personal information, such as gender, so some discrepancies may exist between overall medians and those of segments. 7. EU 43
44 Median Salary: Industry raise in past 12 mo Mean Raise bonus in past 12 mo Median Bonus TOTAL, $89,739 Software and Services, $83,583 Government, $76,806 58% 3.2% 53% $11.3k 64% 4.9% 44% $9.0k 20% 0.6% 0% $0k Healthcare Equipment and Services, $101,655 Insurance, $101,655 Banking, $112,950 32% 1.3% 67% $13.8k 55% 1.6% 45% $13.8k 57% 2.2% 50% $18.3k EU 44
45 Median Salary: Number of Employees raise in past 12 mo Mean Raise bonus in past 12 mo Median Bonus TOTAL, $89,739 58% 3.2% 53% $11.3k Less than 100, $42,356 30% 1.9% 10% $14.1k , $90,699 1,000 4,999, $83,583 5,000 24,999, $85,842 25,000 74,999, $89,118 75,000+, $113,515 72% 6.6% 61% $13.5k 73% 6.3% 59% $9.4k 62% 2.9% 62% $6.8k 61% 2.2% 43% $21.2k 50% 1.9% 69% $15.2k 7. EU 45
46 Median Salary: CPO/Non-CPO raise in past 12 mo Mean Raise bonus in past 12 mo Median Bonus TOTAL, $89,739 58% 3.2% 53% $11.3k CPO, $110,691 60% 3.4% 50% $11.3k Non-CPO, $84,713 57% 3.2% 54% $11.3k EU 46
47 Median Salary: Certification raise in past 12 mo Mean Raise bonus in past 12 mo Median Bonus TOTAL, $89,739 58% 3.2% 53% $11.3k Any CIP* (CIPP, CIPM, CIPT), $101,655 60% 3.2% 60% $11.3k No CIP*, $79,065 60% 4.2% 47% $11.3k 7. EU 47
48 Median Salary: Position raise in past 12 mo Mean Raise bonus in past 12 mo Median Bonus Below Manager, $71,336 TOTAL, $89,739 C-Suite, EVP, SVP, VP, $112,950 Director, $112,950 Lead Counsel, $101,655 Manager, $89,569 58% 3.2% 53% $11.3k 48% 4.5% 67% $16.4k 62% 3.0% 55% $17.5k 45% 1.6% 68% $16.9k 53% 2.1% 55% $9.6k 67% 3.2% 38% $2.3k EU 48
49 Median Salary: Internal/External raise in past 12 mo Mean Raise bonus in past 12 mo Median Bonus TOTAL, $89,739 58% 3.2% 53% $11.3k Internal, $89,118 65% 2.9% 59% $13.0k External, $79,065 44% 4.7% 39% $8.3k Outside Advisor, $90,360 41% 5.3% 41% $11.3k Internal: Private-sector in-house, Government in-house, In-house IT External: Regulator, Researcher or academic, External privacy advisor, Vendor, Privacy advocate Outside advisor: Work as a privacy consultant, attorney, barrister or auditor on the privacy needs of other companies. 7. EU 49
50 1 Executive Summary 2 Research Objectives and Method 3 Sample Profile: Demographics and Experience 4 Median Salary Data 5 Historical Salary Trends 6 U.S. 7 EU 8 Canada 9 Gender Analysis Canada 50
51 Executive Summary The 2015 IAPP Privacy Professionals Salary Survey was fielded to the privacy professionals in the IAPP s database, with 1,305 responding in total. Of those, 198 identified as Canadian privacy professionals. This was the second-largest regional group of respondents to this year s survey after the U.S. The survey took a median length of 23 minutes to complete, with participants responding to questions on salaries, bonuses, raises and the operational aspects of their privacy organizations. Respondents supplied salary-related information in Canadian dollars, which was then converted to U.S. dollars for consistency of comparison across regions. In this section of the report, we focus specifically on the salary and bonus information provided by our Canadian respondents in the context of past surveys and in comparison with results from other regions. In Canada, the median age of the privacy professional is 45 and the median salary is U.S. $74,005. Here s what the survey shows: Of our Canadian respondents, 35 percent were male and 65 percent female. Asked about their certifications, 47 percent responded they held a CIPP, with six percent holding a CIPM and six percent a CIPT. Additionally, 48 percent report holding a non-iapp certification. The vast majority, 87 percent of respondents, were IAPP members. Their mean number of years working in privacy was 9.1 the longest duration of time working in privacy of any region we surveyed. RESPonDEntS LoCatED In # IntERvIEwS MEDIan age MaLE FEMaLE United States % 50% Canada % 65% Europe (EU) % 32% Europe (Non-EU) % 43% Latin America % 20% Africa % 0% Middle East % 25% Asia % 20% Australia/New Zealand % 45% Taking a closer look at the salary numbers, while the overall median for respondents was $74,005, male privacy pros were paid more than their female counterparts. The median for male respondents was $79,942 and for females, $69, Canada 51
52 Having an IAPP certification also appears to impact salary; respondents who held a CIPP, CIPM or CIPT reported a median salary of $76,182, more than $2,000 more than the overall number. Not surprisingly, where a privacy pro works also has a significant impact on salary. According to this year s survey, the highest paid industry is Software and Services, with a median salary reported at $88,648. The lowest paid industry in Canada is Banking, with respondents reporting a median salary of $63,320. What is interesting, however, is that the median salary by size of organization does not track so clearly. The largest organizations, those with 75,000 or more employees, with a median salary of $79,150, actually paid about $3,700 less than the second-largest responding organizations, which employed between 25,000 and 74,999 employees, which had a median salary of $82,817. Similarly, the median salary for organizations with 1,000 to 4,999 employees was $80,337, while the next largest organizations, employing between 4,000 and 24,999, had a median salary of $72,818. This various may be affected by the large number of Canadian privacy professionals working in varying sizes of government agencies. For chief privacy officers (CPOs) the median salary was $87,065, compared to $72,027 for privacy professionals who do not hold a CPO title. To compare this year s results with past salary surveys, we examined the mean base salaries, as opposed to the median numbers reported above. This year s responses averaged to a mean base salary of $83,455, down from the last year of data, 2013, when the mean was $102,833. However, mean base salary by sector, in many cases, showed significant increases from Sectors with an increase in mean base salary of at least $10,000 include: Business Services and Supplies Conglomerates Diversified Financials Drugs and Biotech Government Nonprofit total, $74,005 non-cpo, $72,027 CPo, $87, Canada 52
53 One explanation for the differences mean salaries may lie in the variety of responses received in 2015, with almost one-third of this year s responses identifying as working at the Below Manager level. Those who identified their level within their organizations include: C-Suite, EVP, SVP, VP: 15 Director: 34 Lead Counsel: 7 Manager: 63 Below Manager: 58 Another possibility is that the CPO s role has shifted at some organizations, perhaps to the director level rather than vice-president or lead counsel, which tracks with what we re seeing in the data for heavily regulated industries. Mean salary by CIPP/C also showed a decrease from 2013, but the average salary for privacy pros with the credential was significantly higher than the overall mean: $100,359 for those with a CIPP/C as opposed to $83,455 for mean salary of all respondents together. 8. Canada 53
54 Median Salary: Gender raise in past 12 mo Mean Raise bonus in past 12 mo Median Bonus TOTAL, $74,005 64% 2.2% 30% $7.9k Male, $79,942 67% 3.2% 31% $9.7k Female, $69,217 60% 1.8% 27% $7.9k Note: Sample sizes for salary information are larger than those who provided personal information, such as gender, so some discrepancies may exist between overall medians and those of segments Canada 54
55 Median Salary: Industry raise in past 12 mo Mean Raise bonus in past 12 mo Median Bonus TOTAL, $74,005 Software and Services, $88,648 Government, $71,235 Banking, $63,320 Healthcare Equip. and Services, $72,818 Insurance, $81,596 64% 2.2% 30% $7.9k 40% 1.4% 33% $7.9k 58% 2.2% 13% $3.9k 83% 2.8% 75% $5.1k 70% 2.1% 11% $1.6k 86% 2.7% 52% $8.1k 8. Canada 55
56 Median Salary: Number of Employees raise in past 12 mo Mean Raise bonus in past 12 mo Median Bonus TOTAL, $74,005 Less than 100, $71, , $70,444 1,000 4,999, $80,337 5,000 24,999, $72,818 25,000 74,999, $82,817 75,000+, $79,150 64% 2.2% 30% $7.9k 43% 2.7% 3% $3.9k 62% 1.9% 21% $10.3k 65% 1.8% 40% $6.0k 71% 2.4% 33% $8.1k 79% 2.7% 71% $15.8k 69% 2.4% 31% $3.4k Canada 56
57 Median Salary: CPO/Non-CPO raise in past 12 mo Mean Raise bonus in past 12 mo Median Bonus TOTAL, $74,005 64% 2.2% 30% $7.9k CPO, $87,065 76% 2.4% 33% $11.9k Non-CPO, $72,027 60% 2.1% 29% $5.5k 8. Canada 57
58 Median Salary: Certification raise in past 12 mo Mean Raise bonus in past 12 mo Median Bonus TOTAL, $74,005 64% 2.2% 30% $7.9k Any CIP* (CIPP, CIPM, CIPT), $76,182 68% 2.9% 32% $8.7k No CIP*, $69,573 56% 1.7% 25% $7.9k Canada 58
59 Median Salary: Position raise in past 12 mo Mean Raise bonus in past 12 mo Median Bonus TOTAL, $74,005 C-Suite, EVP, SVP, VP, $117,142 Manager, $71,235 Below Manager, $61,935 Director, $91,428 Lead Counsel, $98,938 64% 2.2% 30% $7.9k 67% 2.3% 40% $32.0k 74% 2.5% 50% $15.8k 43% 3.4% 43% $15.8k 70% 2.4% 27% $5.5k 53% 1.7% 17% $4.1k 8. Canada 59
60 Median Salary: Internal/External raise in past 12 mo Mean Raise bonus in past 12 mo Median Bonus TOTAL, $74,005 64% 2.2% 30% $7.9k Internal, $74,401 68% 2.2% 35% $7.9k External, $69,612 41% 2% 9% $8.3k Outside Advisor, $98,938 17% 1.3% 17% $12.1k Canada 60
61 1 Executive Summary 2 Research Objectives and Method 3 Sample Profile: Demographics and Experience 4 Median Salary Data 5 Historical Salary Trends 6 U.S. 7 EU 8 Canada 9 Gender Analysis 9. Gender Analysis 61
62 Privacy: An Equal Playing Field for Women and Men In the midst of the public debate around the lingering gender gap in places like Fortune 1000 C-suite positions and the technology industry, our survey results show that, in privacy and data governance, women occupy similarly senior positions and earn as much as men. The results, from a survey of more than 1,000 privacy professionals around the world, demonstrate a split in placement between women and men. For privacy professionals, salary figures too are equal, with men in the United States reporting a median salary of $130,000 and women $125,000, and women in the EU reporting a median salary of $100,100 vs. $92,600 for men. The slight remaining pay gap between men and women in the U.S. is virtually wiped out for professionals who obtain IAPP certification. Among certified professionals, men make a median salary of $135,000 compared to $132,500 for women. Gender parity is evident not only in placement and pay but also in privacy job titles. Women are almost identical to men in the likelihood of holding a C-level position (slightly more likely), VPlevel position (slightly less likely), legal counsel-level position (slightly more likely) or director-level position (even). Years of Privacy Experience: US 35% Fewer than 5 years 39% Suggesting lingering historical imbalances, the data shows that on average, women have slightly less experience in the profession, with 39 percent reporting less than five years compared to only 35 percent for men; this, despite women professionals being one year older on average. Looking at the 15 percent of respondents who have more than 15 years of experience, a salary gap opens up with men making an average of $181,000 compared to $156,300 for women. In addition, only 25 percent of women privacy professionals hold a Master s degree compared to 39 percent of their male counterparts. 5 to 9 years 10 to 14 years 15 years or more 19% 20% 15% 14% 27% 31% Male Female The survey demonstrates that in a work environment on the cusp of the intersection of new technology and policy, women can fare as well as or better than men. Privacy, which combines skills from business, legal, technological and ethics, provides a level playing field for all professionals. All evidence indicates that position and salary are determined first and foremost by experience and merit Gender Analysis 62
63 Unlike in other professions, the salary for female privacy professionals in the U.S. is nearly equal to males Median Salary: U.S./Gender Male, $130,000 Female, $125,000 Note: Sample sizes for salary information are larger than those who provided personal information, such as gender, so some discrepancies may exist between overall medians and those of segments. 9. Gender Analysis 63
64 For privacy professionals in the EU, women actually have a higher median salary than men Median Salary: EU/Gender Male, $92,600 Female, $100,100 US$1 = Gender Analysis 64
65 Questions Is this salary similarity based on an all else equal work profile between men and women? That is, are women paid similarly because they have similar backgrounds and levels of experience? Or, are they paid similarly in spite of having more experience than men? For this analysis, we ll look at data from the IAPP salary survey for the U.S. in particular 9. Gender Analysis 65
66 Female and male privacy professionals have similar levels of experience in privacy If anything, women have a bit less experience than men, with 39 percent in privacy for fewer than 5 years (vs. 35 percent for men) Years of Privacy Experience: U.S. Fewer than 5 years 35% 39% 5 to 9 years 27% 31% 10 to 14 years 15 years or more 19% 20% 15% 14% Male Female Gender Analysis 66
67 Age is not a factor in determining salary levels: Median age is nearly equal for males and females Median Age: U.S. Male, 44 Female, Gender Analysis 67
68 Women and men also have similar profiles when it comes to title and position in their firms Males are a bit more likely to be in managerial or supervisory positions (vs. higher-level positions), but the difference is relatively small Position/Title: U.S. C level 3% 4% Male VP level Director level 13% 12% Female 26% 26% Legal counsel 5% 6% Manager/supervisor 20% 24% Gender Analysis 68
69 Although men are a bit more likely than women to have a bachelor s degree They re much more likely to have a master s degree in other words, women have similar salary levels in spite of a lower likelihood to have an advanced degree Academic Degrees: U.S. Bachelors 68% 76% Masters 25% 39% Male Female Law 41% 45% 9. Gender Analysis 69
70 Women also have similar salary levels in spite of a significantly lower likelihood of having a certification Men are more likely to be certified generally, and to have an IAPP-issued certification in particular Certifications: U.S. IAPP certification 61% 71% Other certification 24% 39% Male Female No certification 16% 27% Gender Analysis 70
71 In fact... Statistical analysis shows that there s very little relationship between gender and salary for U.S. privacy professionals Years of experience and certification status are the primary drivers of salary, not gender 9. Gender Analysis 71
72 Salaries make a bigger jump for the relatively few males (15% of total) who have 15 years of privacy experience But until that point, women and men have similar median salaries Median Salary: U.S., By Years of Experience in Privacy Fewer than 5 years $106,000 $100,000 5 to 9 years 10 to 14 years $132,000 $126,000 $144,500 $140,000 Male Female 15 years or more $156,300 $181, Gender Analysis 72
73 In addition, the relatively few males (16% of total) with no certification make more than uncertified women But salary figures are comparable for men and women who are certified Median Salary: U.S., By Certification Status No certification Have any certification Have IAPP certification $127,000 $110,000 $131,000 $130,000 $135,000 $132,500 Male Female 9. Gender Analysis 73
74 With a few exceptions, the comparable median salary for female and male privacy professionals does appear to be based on an all things equal work profile between males and females. Key Take-Aways That is, women s nearly equal salaries are NOT a function of less-experienced or qualified men getting similar pay vs. more-experienced or qualified women. The exceptions are seen in relatively small segments: For those without any certification and for those in privacy for 15 years or more, men do have higher salaries than women Gender Analysis 74
Privacy Professionals Role, Function and Salary Survey. International Association of Privacy Professionals
2012 Privacy Professionals Role, Function and Salary Survey International Association of Privacy Professionals About the IAPP The International Association of Privacy Professionals (IAPP) is the world
More information2013 SAP SALARY SURVEY SUMMARY
2013 SAP SALARY SURVEY SUMMARY SURVEY RESULTS AND EXECUTIVE SUMMARY APRIL 2013 FOR QUESTIONS AND ADDITIONAL INFORMATION E-MAIL INFO@PANAYA.COM OR VISIT WWW.PANAYA.COM 0T0T0T0T0T0T0T0T0T0T0T0T0T 0T0T0T0T
More informationSalarieS of chemists fall
ACS news SalarieS of chemists fall Unemployment reaches new heights in 2009 as recession hits profession hard The economic recession has taken its toll on chemists. Despite holding up fairly well in previous
More informationAPICS Operations Management Employment Outlook
APICS Member Report APICS Operations Management Employment Outlook Year End 2012 Presented by APICS The Association for Operations Management The University of North Carolina Wilmington SUMMARY Understanding
More information2015 SPE Membership Salary Survey HIGHLIGHT REPORT. SPE Research speresearch@spe.org
2015 SPE Membership Salary Survey HIGHLIGHT REPORT SPE Research speresearch@spe.org 2015 SPE Membership Salary Survey Highlight Report On 29 July 2015, Society of Petroleum Engineers (SPE) sent invitations
More informationUNC Leadership Survey 2012: Women in Business
UNC Leadership Survey 2012: Women in Business Quantitative Report UNC Kenan-Flagler Business School Executive Development 2013 Table of Contents Introduction 3 How to Read This Report 4 Key Findings 5
More informationExecutive Summary April 2009
Executive Summary April 2009 About the International Coach Federation The International Coach Federation (ICF) is the largest worldwide resource for business and personal coaches, and the source for those
More informationima The Association of Accountants and Financial Professionals in Business 2015 Global Salary Survey
ima The Association of Accountants and Financial Professionals in Business 2015 Global Salary Survey 2015 Global Salary Survey About IMA IMA, the association of accountants and financial professionals
More information2010 ASPE-SDLC, Ravenflow & IIBA Business Analyst Salary Survey
ASPE SDLC Training 2010 ASPE-SDLC, Ravenflow & IIBA Business Analyst Salary Survey A WHITE PAPER PROVIDED BY ASPE-SDLC, RAVENFLOW & IIBA www.aspe-sdlc.com 877-800-5221 2010 ASPE-SDLC, Ravenflow & IIBA
More informationGlobal Gender Pay Gap Survey. United States, Canada, United Kingdom, France, Germany, The Netherlands, Switzerland
Global Gender Pay Gap Survey United States,, United Kingdom,,, The, Overview There has been much discussion of late related to the pay gap between men and women. The World Economic Forum finds that, while
More informationReport of the 2013 salary survey of the IP profession
Report of the 13 salary survey of the IP profession Hosted by Fellows and Associates Table of Contents 1. Introduction 2 2. The sample 2 2.1. Sample size 2 2.2. Descriptive statistics 3 2.2.1. Location
More informationFrance Chapter. Salary by Employment Level, Education Level, Sex, Age, and Years Experience...2
Society for Technical Communication France Chapter 2006 France Salary Survey The France Chapter of the STC recently surveyed people working as technical communicators in France about their salaries. The
More informationThe Gender Wage Gap by Occupation 2015
IWPR #C440 April 2016 The Gender Wage Gap by Occupation 2015 and by Race and Ethnicity Women s median are lower than men s in nearly all s, whether they work in s predominantly done by women, s predominantly
More informationResearch Report May 2016. Which Countries in Europe Have the Best Gender Equality in the Workplace?
Research Report May 2016 Which Countries in Europe Have the Best Gender Equality in the Workplace? Foreword Despite improvements in gender equality in recent decades, much remains to be done. Around the
More informationSalary Survey 2015 BUSINESS WITH CONFIDENCE
Survey BUSINESS WITH CONFIDENCE icaew.com ICAEW Survey Foreword Contents This year s report shows no major changes in salaries since. This was expected to some extent. Boom periods are great, but they
More information2011 Project Management Salary Survey
ASPE RESOURCE SERIES 2011 Project Management Salary Survey The skills we teach drive real project success. Table of Contents Introduction... 2 Gender... 2 Region... 3 Regions within the United States...
More informationFPSB RESEARCH The Global Practice of Financial Planning
FPSB RESEARCH The Global Practice of Financial Planning A study of CFP professionals perceptions of, and approaches to, financial planning as practiced in Africa, Asia-Pacific, Europe and the Americas
More informationLitigation trends. Survey report
Financial institutions Energy Infrastructure, mining and commodities Transport Technology and innovation Life sciences and healthcare Litigation trends Survey report The 10th Annual Litigation Trends Survey
More informationIV. DEMOGRAPHIC PROFILE OF THE OLDER POPULATION
World Population Ageing 195-25 IV. DEMOGRAPHIC PROFILE OF THE OLDER POPULATION A. AGE COMPOSITION Older populations themselves are ageing A notable aspect of the global ageing process is the progressive
More informationAs an international professional association, IMA. Conducting the Survey
IMA Middle Conducting the Survey In May 2010 the survey was e-mailed to a sample of 4,436 IMA members in the Middle East. It was similar to the one used for the annual survey of IMA members in the U.S.,
More information2009 IT Skills and Salary Report. A Comprehensive Survey from Global Knowledge and TechRepublic
2009 IT Skills and Salary Report A Comprehensive Survey from Global Knowledge and TechRepublic 2009 IT Skills and Salary Report Introduction For the second year in a row, Global Knowledge and TechRepublic
More informationThe Office of Public Services Reform The Drivers of Satisfaction with Public Services
The Office of Public Services Reform The Drivers of Satisfaction with Public Services Research Study Conducted for the Office of Public Services Reform April - May 2004 Contents Introduction 1 Executive
More informationHealth Care Chief Compliance Officers and Staff. Salary Survey
2015 Health Care Chief Compliance Officers and Staff Salary Survey Health Care Compliance Association 6500 Barrie Road, Suite 250 Minneapolis, MN 55435-2358 hcca-info.org helpteam@hcca-info.org 888-580-8373
More informationSOCRA 2015 SALARY SURVEY
SOCRA 2015 SALARY SURVEY Summary Report 2015 Median Salaries, Sample Composition, and Differences vs. 2010 & 2004 Survey Results December 10, 2015 Peter J. DePaulo, Ph.D. Research Consultant o: 410-266-5729
More informationCIMA SALARY SURVEY 2013. Australia
CIMA SALARY SURVEY 2013 Australia 1 Foreword CIMA s members and students are looking forward to rapid career progression and salary rises above the national average - despite the continuing economic uncertainty.
More informationCompensation Survey SUMMARY REPORT. The most comprehensive resource available for industrial hygienists to evaluate their salary and compensation
2013 Compensation Survey SUMMARY REPORT The most comprehensive resource available for industrial hygienists to evaluate their salary and compensation A Publication by American Industrial Hygiene Association
More informationIMA 2012. Middle East. SALARY SURVEY By Raef Lawson, CMA, CPA, CFA
COMPENSATION IMA 2012 Middle East SALARY SURVEY By Raef Lawson, CMA, CPA, CFA 5 0 S T R AT E G I C F I N A N C E I N o v e m b e r 2 0 1 2 Two years ago, IMA conducted the first salary survey of its members
More informationWORLD. Geographic Trend Report for GMAT Examinees
2011 WORLD Geographic Trend Report for GMAT Examinees WORLD Geographic Trend Report for GMAT Examinees The World Geographic Trend Report for GMAT Examinees identifies mobility trends among GMAT examinees
More informationima The Association of Accountants and Financial Professionals in Business 2014 GLOBAL SALARY SURVEY
ima The Association of Accountants and Financial Professionals in Business 2014 GLOBAL SALARY SURVEY 2014 Global Salary Survey About IMA IMA, the association of accountants and financial professionals
More information11/24/2015. State of In-House Physician Recruitment
State of In-House Physician Recruitment Fall 2015 1 Industry Reports Overview Recruitment Processes Report Recruitment Benchmarking Report Physician Compensation, Benefits and Recruitment Incentives Report
More informationACCA members career survey 2013
ACCA members career survey 2013 Contents Foreword 3 Executive summary 4 ACCA Qualification supports salaries 5 ACCA members receive widespread bonuses and benefits 6 ACCA Qualification opens doors 7 Methodology
More informationSteve and Clint Marchant Data Based Insights, Inc. on behalf of the ACS Department of Research & Market Insights. March 5, 2015
Starting Salaries of Chemists And Chemical Engineers: 2014 Analysis of the American Chemical Society's Survey Of New Graduates in Chemistry and Chemical Engineering Steve and Clint Marchant Data Based
More informationima Understanding and Implementing 2014 International Salary Survey The Association of Accountants and Financial Professionals in Business
The Association of 2014 International Salary Survey ima Accountants and Financial Professionals Younger Members Earning More in Business Understanding and Implementing Internet 2014 INTERNATIONAL E-Commerce
More informationPatient Responsibility in Health Care: An AARP Bulletin Survey
Patient Responsibility in Health Care: An AARP Bulletin Survey May 2011 Patient Responsibility in Health Care: An AARP Bulletin Survey Data Collected by SSRS Report Prepared by Teresa A. Keenan, Ph.D.
More informationCIMA SALARY SURVEY 2013. Sri Lanka
CIMA SALARY SURVEY 2013 Sri Lanka 1 Foreword This year s annual salary survey of the CIMA community in Sri Lanka highlighted another year of rapid career progression across all areas of a business and
More informationA Sloan Work & Family Research Network Fact Sheet
Questions and Answers about GENERATION X/GENERATION Y: Y A Sloan Work & Family Research Network Fact Sheet Introduction The Sloan Work and Family Research Network has prepared Fact Sheets that provide
More informationMatti Kyrö. International comparisons of some features of
Matti Kyrö International comparisons of some features of Finnish education and training International comparisons of some features of the Finnish education and training system The education system DOCTORAL
More informationWomen, Retirement and Advisors. Concerned About Meeting Retirement Expectations, Female Boomers Seek Expert Advice
Women, Retirement and Advisors Concerned About Meeting Retirement Expectations, Female Boomers Seek Expert Advice September 2011 About the Insured Retirement Institute: The Insured Retirement Institute
More informationJobs Trends & Demand for Business School in China & Hong Kong 2012
Jobs Trends & Demand for Business School in China & Hong Kong 2012 This Data-to-Go report highlights 2012 hiring outcomes for MBA and graduate management degree holders in mainland China and Hong Kong
More informationEducational Attainment in Hawaii
Statistics Brief, January 2016 Research and Economic Analysis Division State Department of Business, Economic Development and Tourism Educational Attainment in Overview This brief presents an overview
More informationResidential Property Investors in Australia 1
Reserve Residential Bank Property of Australia Investors in Bulletin Australia May 24 Residential Property Investors in Australia 1 Over the past decade, there has been a substantial increase in investor
More informationWorkforce Training Results Report December 2008
Report December 2008 Community and Technical Colleges (CTC) Job Preparatory Training Washington s 34 community and technical colleges offer job preparatory training that provides students with skills required
More information2012 Survey Report Alumni Perspectives Survey. School Sign-Up Open for 2012 Graduate Management Education Graduate Survey
2012 Survey Report Alumni Perspectives Survey ABOUT THIS STUDY The Alumni Perspectives Survey is a product of the Graduate Management Admission Council (GMAC), a global nonprofit education organization
More informationWebinar and Marketing Technology Purchase Decision Analysis Prepared for ON24
Webinar and Marketing Technology Purchase Decision Analysis Prepared for ON24 December 2015 www.hanoverresearch.com Table of Contents Introduction and Methodology.. P 3 Executive Summary and Key Findings..
More information2014 Only Influencers Email Marketing Salary Guide
2014 Only Influencers Email Marketing Salary Guide by Bill McCloskey, Only Influencers EMAIL MARKETING SALARIES (ALL)... 2 EMAIL MARKETING SALARIES BROKEN OUT BY SEX... 3 (ALL RESULTS MALE ONLY)... 3 (ALL
More information2014 APICS SUPPLY CHAIN COUNCIL OPERATIONS MANAGEMENT EMPLOYMENT OUTLOOK
2014 APICS SUPPLY CHAIN COUNCIL OPERATIONS MANAGEMENT EMPLOYMENT OUTLOOK 1 ABOUT THIS REPORT APICS Supply Chain Council, in conjunction with the Cameron School of Business at the University of North Carolina-Wilmington,
More informationA Labour Economic Profile of New Brunswick
A Labour Economic Profile of New Brunswick January 2016 Table of Contents New Brunswick Highlights........................... 2 Current Business Environment....................... 3 GDP Snapshot....................................
More informationThe Bayt.com Middle East and North Africa. Salary Survey 2016. May 2016
The Bayt.com Middle East and North Africa Salary Survey 2016 May 2016 Objective This research was conducted to gauge employee satisfaction levels with their salaries, but also pay raises and factors impacting
More informationAPICS OPERATIONS MANAGEMENT EMPLOYMENT OUTLOOK REPORT SUMMER 2013
APICS OPERATIONS MANAGEMENT EMPLOYMENT OUTLOOK REPORT SUMMER 2013 1 ABOUT THIS REPORT APICS, in conjunction with the Cameron School of Business at the University of North Carolina Wilmington, is pleased
More information2015 Global Partner Compensation System Survey
Triennial Survey into Worldwide Compensation Trends in Law Firms EDGE INTERNATIONAL March 2, 2015 Authored by: Ed Wesemann and Nick Jarrett Kerr 2015 Global Partner Compensation System Survey A s the practice
More informationWho is Maria you ask? Those of you who were
A Short Introduction to the 2012 Salaried Translators Survey Results By the ATIO s Salaried Translators Committee ATIO s Salaried Translators Committee is proud to announce the results of the 2012 survey
More information2016 ICF Global Coaching Study
2016 ICF Global Coaching Study EXECUTIVE SUMMARY 2016 ICF Global Coaching Study EXECUTIVE SUMMARY Disclaimer and Copyright NOTE: The figures presented in this report are based on survey responses and therefore
More informationCLOSE THE GAP WORKING PAPER GENDER PAY GAP STATISTICS. April 2015 INTRODUCTION WHAT IS THE GENDER PAY GAP? ANNUAL SURVEY OF HOURS AND EARNINGS
CLOSE THE GAP 14 WORKING PAPER GENDER PAY GAP STATISTICS April 2015 This paper is an updated version of Working Paper 11 Statistics published in 2014.It provides the latest gender pay gap statistics for
More informationVeritas Communications Date: April 2012. Everest: Funeral Planning Research Industry snap shot and opportunities
Veritas Communications Date: April 2012 Everest: Funeral Planning Research Industry snap shot and opportunities National Research Findings Canadians are unprepared and underinsured 64% have never planned
More informationima U.S. SALARY SURVEY Understanding and Implementing Internet 2014 E-Commerce 2014 U.S. Salary Survey
2014 U.S. Salary Survey ima Rainy Days Persist The Association of Accountants and Financial Professionals in Business Understanding and Implementing Internet 2014 E-Commerce U.S. SALARY SURVEY 2014 U.S.
More informationJune 2015. Federal Employee Participation Patterns in the Thrift Savings Plan 2008-2012
June 2015 Federal Employee Participation Patterns in the Thrift Savings Plan 2008-2012 Federal Employee Participation Patterns in the Thrift Savings Plan, 2008-2012 Executive summary This report examines
More informationWomen, Wages and Work A report prepared by the UNC Charlotte Urban Institute for the Women s Summit April 11, 2011
A report prepared by the UNC Charlotte Urban Institute for the Women s Summit April 11, 2011 A report prepared for the Women s Summit by the UNC Charlotte Urban Institute 1 Table of Contents Table of Contents...
More informationHow are your business programs adapting admissions content to meet today s mobile demands?
How are your business programs adapting admissions content to meet today s mobile demands? Surveying the Mobile Habits of MBA Applicants Introduction: Mobile Is Even More Important Than You Think Although
More informationThe 2014. Executive Search Industry Global Outlook Report
The 2014 Executive Search Industry Global Outlook Report About The Association of Executive Search Consultants The Association of Executive Search Consultants (AESC) is the worldwide professional association
More information2014 STATE OF PRODUCT MANAGEMENT AND MARKETING
204 STATE OF PRODUCT MANAGEMENT AND MARKETING ABOUT THE SURVEY The 4th Annual Product Management and Marketing Survey was conducted by Pragmatic Marketing between November 22nd and December 8th, 203. The
More informationFINTECH SURVEY REPORT. April 2016
FINTECH SURVEY REPORT April 2016 FINTECH SURVEY REPORT Contents About the Survey... 3 Respondent Profile... 3 Survey Results... 5 Familiarity with automated financial advice tools... 5 Sectors most affected
More informationAND MORE PAY, PERKS 2012 COMPENSATION HIGHLIGHTS OF THE AFP AND BENEFITS STUDY. Salary Survey BY CATHLENE WILLIAMS, PH.D., CAE
PAY, PERKS AND MORE BY CATHLENE WILLIAMS, PH.D., CAE HIGHLIGHTS OF THE AFP 2012 COMPENSATION AND BENEFITS STUDY Alex Williamson/Getty Images 36 Advancing Philanthropy July/August 2012 Some things don t
More informationWORKFORCE ENGAGEMENT IN SAUDI ARABIA WHAT S WORKING FOR SAUDI NATIONALS AND WHAT EMPLOYERS NEED TO KNOW
WORKFORCE ENGAGEMENT IN SAUDI ARABIA WHAT S WORKING FOR SAUDI NATIONALS AND WHAT EMPLOYERS NEED TO KNOW Forget the old cliché of a comfortable secure job with a corner desk in a government office. Saudi
More informationNATIONAL SURVEY OF HOME EQUITY LOANS
NATIONAL SURVEY OF HOME EQUITY LOANS Richard T. Curtin Director, Surveys of Consumers Survey Research Center The October 1998 WP51 The 1988, 1994, and 1997 National Surveys of Home Equity Loans were sponsored
More informationConsumers Tell All. Part 1: Online Shopping Frequency
Consumers Tell All Part 1: Online Shopping Frequency Online Shopping Frequency Overview 3 Methodology 4 Shopping Frequency All Online Shoppers 5 Shopping Frequency by Gender 6 Shopping Frequency by Age
More informationMINING THE METRICS OF BOARD DIVERSITY ANDRÉ CHANAVAT AND KATHARINE RAMSDEN
THOMSON REUTERS FINANCIAL AND RISK REUTERS/SHAUN BEST MINING THE METRICS OF BOARD DIVERSITY ANDRÉ CHANAVAT AND KATHARINE RAMSDEN Statement of intent / Abstract Using Thomson Reuters ASSET4 and Datastream
More information2012 AHIMA Salary Survey OVERALL SAMPLES Overall 2010 vs. 2012 Average Salary Overall 2010 vs. 2012 Average Salary by Work Setting Overall 2010 vs.
2012 AHIMA Salary Survey OVERALL SAMPLES Overall 2010 vs. 2012 Average Salary Overall 2010 vs. 2012 Average Salary by Work Setting Overall 2010 vs. 2012 Average Salary by Job Level Category AHIMA Salary
More informationAn insight into the salaries of management system auditors around the world
An insight into the salaries of management system auditors around the world The International Register of Certificated Auditors (IRCA) is the leading professional body for management system auditors.
More informationUnder embargo until 11 September, at 11:00 am Paris time
COUNTRY NOTE Education at a Glance:OECD Indicators 2012 Under embargo until 11 September, at 11:00 am Paris time CANADA Questions can be directed to: Andreas Schleicher, Advisor to the Secretary-General
More informationcompensation guide for anti-fraud professionals
compensation guide for anti-fraud professionals 2013/2014 Global Salary Study Table of Contents INTRODUCTION About This Report...4 Highlighted Trends...5 EXECUTIVE SUMMARY Respondent Personal and Professional
More informationThe Gender Wage Gap by Occupation 2014
IWPR # C431 April 2015 The Gender Wage Gap by Occupation 2014 and by Race and Ethnicity Women s are lower than men s in nearly all s, whether they work in s predominantly done by women, s predominantly
More informationThe MetLife Survey of
The MetLife Survey of Preparing Students for College and Careers Part 2: Teaching Diverse Learners The MetLife Survey of the American Teacher: Preparing Students for College and Careers The MetLife Survey
More informationTHE 2013 INTERNAL AUDIT COMPENSATION STUDY EXECUTIVE SUMMARY SEPTEMBER 2013
THE 2013 INTERNAL AUDIT COMPENSATION STUDY EXECUTIVE SUMMARY SEPTEMBER 2013 DISCLAIMER Copyright 2013 by The Institute of Internal Auditors (IIA) located at 247 Maitland Ave., Altamonte Springs, Fla.,
More informationA survey of public attitudes towards conveyancing services, conducted on behalf of:
A survey of public attitudes towards conveyancing services, conducted on behalf of: February 2009 CONTENTS Methodology 4 Executive summary 6 Part 1: your experience 8 Q1 Have you used a solicitor for conveyancing
More informationIDENTITY SOLUTIONS: Security Beyond the Perimeter
IDENTITY SOLUTIONS: Security Beyond the Perimeter 2016 Cloud Security Alliance All Rights Reserved All rights reserved. You may download, store, display on your computer, view, print, and link to the Cloud
More informationThe College Majors of Class of 2001 Boston Public High School Graduates Attending College at the Time of the Winter 2002 Follow-up Survey
The College Majors of Class of 2001 Boston Public High School Graduates Attending College at the Time of the Winter 2002 Follow-up Survey Prepared by: Ishwar Khatiwada Andrew Sum Center for Labor Market
More informationBachelor s graduates who pursue further postsecondary education
Bachelor s graduates who pursue further postsecondary education Introduction George Butlin Senior Research Analyst Family and Labour Studies Division Telephone: (613) 951-2997 Fax: (613) 951-6765 E-mail:
More informationSecondary Analysis of the Gender Pay Gap. Changes in the gender pay gap over time
Secondary Analysis of the Gender Pay Gap Changes in the gender pay gap over time March 2014 Department for Culture, Media & Sport Department for Culture, Media & Sport 3 Contents Chapter 1: Introduction...
More information2014 INA Salary & Benefits Survey. 2015 International Nanny Association (INA), All Rights Reserved. www.nanny.org
2014 INA Salary & Benefits Survey Objectives To provide credible salary and benefit information about in-home child care professionals. Show the effects of training and experience on salary and benefits.
More informationFor Optimal Sales Force Performance, Pay Is Not Enough
For Optimal Sales Force Performance, Pay Is Not Enough Three must-have elements for optimal sales performance How to develop sustainable engagement of sales professionals How sales managers make a significant
More informationEBA REPORT ON THE BENCHMARKING OF DIVERSITY PRACTICES. EBA-Op-2016-10 08 July 2016
EBA REPORT ON THE BENCHMARKING OF DIVERSITY PRACTICES EBA-Op-2016-10 08 July 2016 BENCHMARKING OF DIVERSITY PRACTICES AT THE EU LEVEL Benchmarking of diversity practices at the European Union level List
More informationhttp://www.ahima.org/print/printpage.aspx?path=/membership/salarystudy08.aspx
Page 1 of 8 2008 Salary Study Delves Deeper into Factors Driving Pay Starting in May 2008, HIM professionals participated in the second biennial AHIMA salary study. Nearly 11,000 individuals accessed the
More informationSoCRA 2010 SALARY SURVEY:
SOCIETY OF CLINICAL RESEARCH ASSOCIATES SoCRA 2010 SALARY SURVEY: Summary Report: 2010 Median Salaries, Sample Composition, and Differences vs. 2004 Survey Results Peter J. DePaulo, Ph.D. Ipsos Understanding
More informationCandidate Motivation & Behavior in the Agricultural Industry
Candidate Motivation & Behavior in the Agricultural Industry 2014 Survey Results & Analysis agcareers@agcareerscom wwwagcareerscom 8009298975 Table of Contents I Executive Summary 2 II Demographics 3 III
More informationA PUBLICATION OF THE NATIONAL COUNCIL FOR ADOPTION ADOPTION USA: SUMMARY AND HIGHLIGHTS OF A CHARTBOOK ON THE NATIONAL SURVEY OF ADOPTIVE PARENTS
Adoption Advocate NICOLE FICERE CALLAHAN, EDITOR CHUCK JOHNSON, EDITOR ELISA ROSMAN, PH.D., EDITOR NO. 22 MARCH 2010 A PUBLICATION OF THE NATIONAL COUNCIL FOR ADOPTION ADOPTION USA: SUMMARY AND HIGHLIGHTS
More informationMobile Youth Around the World
Mobile Youth Around the World December 2010 Overview From texting to video to social networking, mobile phones are taking an ever-expanding role in our daily lives. And young people around the world are
More informationInternational Institute of Business Analysis. Salary Survey Report
International Institute of Business Analysis Salary Survey Report December 15, 2013 Introduction International Institute of Business Analysis (IIBA) is the independent, nonprofit, professional association
More informationSeverance and Change-in-Control Plans. research. A report by WorldatWork and Innovative Compensation and Benefits Concepts, LLC August 2011
Severance and Change-in-Control Plans research A report by WorldatWork and Innovative Compensation and Benefits Concepts, LLC August 2011 About WorldatWork Contact: WorldatWork Customer Relations 14040
More information1 The total values reported in the tables and
1 Recruiting is increasingly social and Adecco wants to know how it works. An international survey, that involved over 17.272 candidates and 1.502 Human Resources managers between March 18 and June 2,
More informationSalary Benchmarking Report 2015
Salary Benchmarking Report 2015 A comprehensive study of remuneration levels within the Management Consulting sector Sponsored by 2 CONTENTS INTRODUCTORY REMARKS OUR SPONSOR SURVEY DEMOGRAPHICS Introductory
More informationKey facts on Private Career Colleges
Key facts on Private Career Colleges 1. Overall, private career colleges tend to serve older individuals with low average income and employment rates overall, especially those with dependant children at
More informationCIMA salary survey 2012
CIMA salary survey 2012 United Kingdom 1 Foreword Despite the ongoing economic turbulence in the British economy, CIMA s members and students are in demand. Our 2012 salary survey shows that chartered
More informationMissing data: the hidden problem
white paper Missing data: the hidden problem Draw more valid conclusions with SPSS Missing Data Analysis white paper Missing data: the hidden problem 2 Just about everyone doing analysis has some missing
More informationHOUSINGSPOTLIGHT FEDERALLY ASSISTED HOUSING? Characteristics of Households Assisted by HUD programs. Our findings affirm that
HOUSINGSPOTLIGHT National Low Income Housing Coalition Volume 2, Issue 2 November 2012 WHO LIVES in FEDERALLY ASSISTED HOUSING? Characteristics of Households Assisted by HUD programs Approximately 4.8
More informationPan-European opinion poll on occupational safety and health
PRESS KIT Pan-European opinion poll on occupational safety and health Results across 36 European countries Press kit Conducted by Ipsos MORI Social Research Institute at the request of the European Agency
More informationwww.pwc.co.uk/economics Global wage projections to 2030 September 2013
www.pwc.co.uk/economics Global wage projections to 2030 Summary: Wage gap between emerging and advanced economies will shrink significantly by 2030 By 2030, our projections in this report suggest that
More informationMarketsandMarkets. http://www.marketresearch.com/marketsandmarkets-v3719/ Publisher Sample
MarketsandMarkets http://www.marketresearch.com/marketsandmarkets-v3719/ Publisher Sample Phone: 800.298.5699 (US) or +1.240.747.3093 or +1.240.747.3093 (Int'l) Hours: Monday - Thursday: 5:30am - 6:30pm
More informationThe Role of Governance, Risk Management & Compliance in Organizations
The Role of Governance, Risk Management & Compliance in Organizations Study of GRC practitioners Sponsored by RSA, The Security Division of EMC Independently conducted by Ponemon Institute LLC Publication
More informationGraduating in Canada: Profile, Labour Market Outcomes and Student Debt of the Class of 2005
Catalogue no. 81-595-M No. 074 ISSN: 1711-831X ISBN: 978-1-100-12334-9 Research Paper Culture, Tourism and the Centre for Education Statistics Graduating in Canada: Profile, Labour Market Outcomes and
More information2010 Grantmakers Salary and Benefits Report KEY FINDINGS
2010 Grantmakers Salary and Benefits Report KEY FINDINGS WHO WE ARE The Council on Foundations is a national nonprofit association of approximately 2,000 grantmaking foundations and corporations. As a
More information