Administrator/.NET Programmer/C# Help Desk/I/II/ III/Network 2005 salary guide WE GET IT. WE SPEAK IT. WE KNOW IT. A Robert Half International Company
Table of Contents From the Chairman Understanding the Salary Data IT Employment Outlook Specialties and Skills in Demand IT Salaries United States Regional Hiring Trends United States IT Salaries Canada Regional Hiring Trends Canada The Benefits of Strategic Staffing The Leading Resource Office Directory 1 2 3 7 11 14 19 22 25 28 inside back cover Robert Half Technology is a registered trademark of Robert Half International Inc. All other trademarks used in this booklet are registered in the name of their respective owners.
From the Chairman Dear Colleague: As business confidence grows stronger, we can expect companies of all sizes to continue rebuilding their information technology (IT) departments. Chief information officers (CIOs) will not be looking simply to fill desks or restaff positions eliminated during the downturn. The current business environment has raised the bar, and technology executives are focused instead on locating IT professionals who can impact the bottom line by helping grow revenue, reducing expenses and increasing productivity, all while advancing into roles of greater challenge and responsibility. Employers rely on a number of resources to assist them in locating, hiring and retaining top performers. Current information on salary and hiring trends is particularly valuable, which is why we are pleased to provide the Robert Half Technology 2005 Salary Guide for North America. Material in this guide is the result of extensive research conducted in our offices, our company s ongoing workplace and executive surveys, and the cumulative expertise of our internal staff. Our 2005 Salary Guide is one of the many resources we provide to our valued clients and candidates. We look forward to assisting you with your staffing needs through our global network of offices in North America and Europe, and we invite you to visit our website at www.rht.com. Sincerely, Max Messmer Chairman and CEO 1 2005 salary guide
Understanding the Salary Data 2 2005 salary guide The Robert Half Technology 2005 Salary Guide provides comprehensive data on average starting salaries for information technology professionals. Organizations of all sizes and in all industries use the guide to determine compensation levels for their employees. In addition, government agencies and educational institutions rely on the guide for the most current data on salaries and trends in the IT field. The U.S. Department of Labor s Bureau of Labor Statistics uses the Robert Half Technology Salary Guide in preparing its best-selling Occupational Outlook Handbook. HOW DATA IS COLLECTED Information in the guide is derived from the thousands of temporary and contract-to-hire placements made through Robert Half Technology locations in the United States and Canada. Salary ranges for the coming year are based on the previous year s projections, a review of actual starting salaries in 2004 and an extrapolation of these trends into 2005. Taken into consideration are such factors as market demand for positions, industry specialization, skill sets and required certifications. In each job category, salary ranges represent starting pay only and exclude other factors such as bonuses and incentives. Industry type, company size and available employee benefits packages may affect these ranges accordingly. Because too many external factors such as seniority, performance, work ethic and training impact staff salaries as work histories develop, continuing or ongoing salaries are not reported. ADJUSTING SALARIES FOR LOCAL MARKETS The salaries listed in the guide represent national averages. Projected compensation ranges for specific markets may be estimated by referring to the Regional Hiring Trends section beginning on Page 14 for the United States and Page 22 for Canada. A Robert Half Technology account executive can provide assistance in fine-tuning compensation packages for your business.
IT Employment Outlook Demonstrating increased optimism, CIOs across North America are initiating projects previously on hold due to budget constraints. Reports from Forrester Research 1 and CIO magazine 2 indicate that IT spending levels are inching up. However, full-time hiring activity remains measured as IT executives look for strong evidence of sustainable economic growth. LESSONS LEARNED After weathering multiple rounds of layoffs and staffing freezes, CIOs are understandably cautious. To avoid overhiring, yet prepare for long-term growth, many IT executives are turning first to project professionals to accommodate growing workloads. This approach offers more flexible and strategic management of human resources until employers are certain they have a need for additional full-time staff. Should economic growth continue and demand outpace staff productivity levels, companies will need to expand their ranks of fulltime professionals in order to remain competitive. CIOs WERE ASKED, Is the retention of your IT staff becoming more or less important as the economy improves? Their responses: 25% Much more important 1% Much less important 33% Somewhat more important 36% Remaining the same 5% Somewhat less important Source: Robert Half Technology survey of 1,400 CIOs from U.S. companies with more than 100 employees 1 Forrester Research, Inc., IT Execs Raise their 2004 Budget Outlook, April 28, 2004. 2 CIO magazine, Tech Poll, May 3, 2004. 3 2005 salary guide
IT Employment Outlook > TRENDS TO WATCH During the recent recession, IT managers took longer to make hiring decisions, typically for budget reasons and because they were choosing from a larger pool of available candidates. Firms today, however, are finding that the most skilled individuals are receiving multiple offers. As a result, many hiring managers are recognizing the need to expedite hiring to avoid losing outstanding talent. SKILLS IN DEMAND While technical expertise remains an important criterion when evaluating candidates for IT positions, CIOs are increasingly placing weight on additional factors, including: Communication skills As technology professionals become more involved in strategic business initiatives, they interact with colleagues throughout the Companies are now focusing on improving their work environments and enhancing recognition programs to demonstrate the value they place on staff. 4 2005 salary guide Another priority for CIOs is staff retention. As more job opportunities become available, talented professionals recognize that they have greater options. Most at risk of turnover are employees who felt overworked or unappreciated by their firms during the downturn. As a result, companies are now focusing on improving their work environments and enhancing recognition programs to demonstrate the value they place on staff. organization, from coworkers in other departments to senior executives. As a result, CIOs seek strong communicators who can clearly explain complex technical concepts to a diverse audience. Business fundamentals IT staff who can translate business requirements into deliverables such as streamlined processes and increased operational efficiencies will have a significant advantage. Interpersonal skills Diplomacy and tact are essential when working on teams to complete an initiative from its inception to completion. These quali-
IT Employment Outlook ties enable staff members to build successful business relationships with colleagues throughout the organization. Bottom-line contribution Hiring managers seek IT professionals who can demonstrate a history of successes. Firms want candidates to show how they have contributed to previous organizations and how they can transfer these achievements to add value in a new environment. 63 Percent of CIOs said it was valuable to have a prospective employee work on a project or contract basis as a means of evaluation for full-time employment within their IT departments. TRIAL RUN In an effort to minimize the productivity losses and costs associated with poor hiring decisions, many firms are asking new hires to work on a project or contract basis before being offered a full-time position. Companies often use this approach to determine if they have a full-time staffing need or if the work can be handled by a combination of project professionals and existing human resources. Source: Robert Half Technology survey of 1,400 CIOs from U.S. companies with more than 100 employees Interviews and reference checks alone do not always provide a complete picture of an individual s on-the-job performance. Project assignments allow managers to make a first-hand assessment of not only technology expertise but also the individual s interpersonal skills, which aren t always evident from his or her work history. 5 2005 salary guide
IT Employment Outlook 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 users in making better business decisions. AREAS OF INVESTMENT The following initiatives are among those driving hiring within U.S. companies: Capital expenditures Firms across all industries are upgrading desktop systems and software to reduce maintenance and support costs. These purchases are also being driven by application and technology upgrades for employees and customers. Spam/viruses The installation of software to protect against spam and viruses has increased as many organizations look to safeguard their internal systems. The Internet The Web has a presence in every aspect of business, resulting in enhanced levels of collaboration, customer service, customization, streamlining and management. Regulatory requirements The Sarbanes-Oxley Act of 2002 has had a significant impact on technology departments. Since IT systems are used to generate, house and transport financial data, CIOs must build and manage the controls that ensure the information passes audit scrutiny. Additional regulations affecting IT departments in various industries include the Health Insurance Portability and Accountability Act (HIPAA), the PATRIOT Act and the Graham-Leach-Bliley Act, among others. 6 2005 salary guide Wireless communication IT executives are increasing their investment in wireless applications as they realize the value of mobile solutions. This includes supporting users on notebooks, tablet PCs, PDAs, smart phones and other devices.
Specialties and Skills in Demand According to the Robert Half Technology IT Hiring Index and Skills Report, which includes responses from more than 1,650 CIOs in the United States and Canada, Windows administration (NT, 2000, XP) is the skill set most in demand among IT executives. Following are the technology specialties currently experiencing the strongest growth: NETWORKING Networking expertise remains critical within IT departments. Firms depend on their internal systems to share data companywide and power their business-critical applications. In particular, demand is strong for professionals experienced in identifying and preventing security breaches. Recent investment in wireless and mobile technologies is creating a need for experts skilled in supporting systems that allow companies to share data with individuals outside of their internal networks. Job Function: Help firms administer, define, maintain and expand local area networks (LANs), wide area networks (WANs) and wireless local area networks (WLANs), including voice and data integration IT S HOTTEST SKILLS According to CIOs surveyed, the specialties experiencing the strongest demand in U.S. and Canadian corporate IT departments are: Windows administration Visual Basic development Check Point Firewall administration Cisco Network administration SQL Server management 0 20 40 60 80 100 Canada 27% 46% 23% 41% 34% 33% 42% 31% United States 80% 84% Source: Robert Half Technology survey of 1,650 CIOs from U.S. and Canadian companies with more than 100 employees. CIOs were allowed multiple responses. 7 2005 salary guide
Specialties and Skills in Demand 8 2005 salary guide (Networking continued) Incorporate distributed data, troubleshoot technical problems Develop, implement and maintain integrated programs to protect the confidentiality of an organization s information resources Job Skills: Hands-on experience with Windows XP/2000/NT, UNIX and/or Linux systems Microsoft Certified Systems Engineer (MCSE), Cisco Certified Network Administrator (CCNA), Cisco Certified Internetwork Expert (CCIE) and Certified Wireless Network Professional (CWNP) certifications Interpersonal and business skills Security-related hardware and software experience; LAN/WAN, WLAN management and systems administration; background in virtual private networks (VPNs), TCP/IP, intrusion detection and firewall implementation Certified Information Systems Security Professional (CISSP), Check Point Certified Systems Administrator (CCSA) and TruSecure ICSA Certified Security Associate (TICSA) certifications TECHNICAL SUPPORT Technology is moving closer to the end user as firms move more business processes online. In fact, CIOs surveyed for Robert Half Technology s IT Hiring Index and Skills Report listed increased customer/end-user support as a key factor influencing hiring decisions. Demand is growing for those skilled in supporting and training internal and external customers, including help desk analysts and managers, systems administrators and technical trainers. Job Function: Manage end-user hardware and/or software support; troubleshoot as needed Train the end-user community on new systems; answer technical questions about equipment and software applications Job Skills: Strong interpersonal and communication skills Customer-service focus Microsoft XP/2000/NT, UNIX and Microsoft Office applications experience
Specialties and Skills in Demand INTERNET/INTRANET DEVELOPMENT As companies continue to rely on the Web to expedite operations and limit costs, they seek individuals skilled in Active Server Pages (ASP), JavaScript and Extensible Markup Language (XML). In particular, the adoption of Microsoft s.net platform is fueling demand for those with experience developing within this environment. DATABASE MANAGE- MENT Demand for database managers continues to grow within IT departments as companies look to collect, store, analyze and leverage existing customer data housed within their internal systems. Job titles requested most frequently within this category include database manager, database administrator and data architect. Job Function: Create Internet, intranet and extranet sites Maintain and support e-commerce sites and manage webbased applications Job Skills: Experience in back-end web development with multi-tiered, distributed applications Understanding of business strategy, company objectives, customer needs and requirements Java; JavaScript; Java 2 Enterprise Edition; Enterprise JavaBeans; XML; CGI; Visual Basic or ASP; Oracle; and C++ experience Job Function: Monitor and tune databases for optimal performance and archiving of data Analyze business data requirements, maintain and manage data models, and participate in the applications development cycle Job Skills: Thorough understanding of relational database theory Experience with Oracle8i/9i/10g, Microsoft SQL Server or IBM DB2 technologies Microsoft Certified Database Administrator (MCDBA) and Oracle Certified Database Administrator (OCDBA) certifications 9 2005 salary guide
Specialties and Skills in Demand 10 2005 salary guide APPLICATIONS DEVELOPMENT Applications development remains a foundation of IT departments, particularly as firms move to enhance client-facing applications. Those experienced in developing enterprisewide Internet applications that integrate with legacy systems are highly sought after. Business systems analysts and application architects are in particularly strong demand. Job Function: Write, design, test and support complex software programs that, depending on the organization, are run on internal systems or packaged for sale and general use Job Skills: Strong object-oriented language skills, such as C#, C++ and Visual Basic Web applications development skills including Java and XML Experience developing within the.net platform PROJECT MANAGEMENT As IT executives focus on maximizing their technology resources, the role of the project manager has become increasingly prominent. CIOs look to these professionals to help minimize time and cost overruns while leveraging existing investments. Project managers are involved in all phases of an initiative from obtaining requirements and training end users to maintaining budget integrity and project scope. Job Function: Define and prioritize IT project requirements Develop time and cost estimates, project plans and budgets Develop, monitor and coordinate project activities, such as scheduling, tracking and reporting Job Skills: Experience with projects of moderate to high complexity and in multiple technologies and functions Project management certification or successful completion of a recognized project management curriculum Excellent organizational and interpersonal skills
IT Salaries United States INFORMATION TECHNOLOGY Title 2004 2005 % Change ADMINISTRATION Chief Information Officer $115,500 - $195,250 $114,000 - $191,250-1.8% Chief Technology Officer $ 94,250 - $149,750 $ 95,250 - $149,000 0.1% Vice President of Information Systems $108,000 - $155,500 $104,250 - $154,000-2.0% Vice President of Technology $103,750 - $150,750 $104,250 - $150,500 0.1% Information Systems (IS) Manager $ 81,500 - $113,750 $ 80,250 - $112,250-1.4% APPLICATIONS DEVELOPMENT (a) Manager $ 75,750 - $105,250 $ 75,750 - $105,750 0.3% Project Manager $ 70,500 - $ 92,500 $ 71,250 - $ 93,750 1.2% Project Leader $ 61,500 - $ 81,250 $ 62,250 - $ 80,750 0.2% Systems Analyst $ 61,000 - $ 84,750 $ 61,500 - $ 82,500-1.2% Programmer/Analyst $ 50,750 - $ 80,250 $ 52,500 - $ 83,250 3.6% Applications Architect $ 73,250 - $104,250 $ 74,500 - $105,750 1.5% Business Systems Analyst $ 54,750 - $ 79,250 $ 56,000 - $ 80,500 1.9% CONSULTING & SYSTEMS INTEGRATION Director $ 85,000 - $122,250 $ 86,000 - $121,250 0.0% Practice Manager $ 86,500 - $112,000 $ 85,250 - $113,750 0.3% Project Manager/Senior Consultant $ 74,500 - $ 97,750 $ 73,250 - $ 96,000-1.7% Staff Consultant $ 54,000 - $ 73,500 $ 53,750 - $ 74,000 0.2% Package Implementation Specialist $ 62,750 - $ 89,250 $ 63,500 - $ 89,500 0.7% ERP Integration Manager $ 75,750 - $104,500 $ 76,500 - $104,500 0.4% DATA/DATABASE ADMINISTRATION (b) Database Manager $ 80,500 - $109,000 $ 81,250 - $110,250 1.1% Database Developer $ 65,250 - $ 98,000 $ 66,250 - $ 97,750 0.5% Database Administrator $ 67,000 - $ 97,750 $ 67,750 - $ 95,500-0.9% Database Analyst $ 58,250 - $ 79,750 $ 58,500 - $ 80,250 0.5% Data Architect $ 76,750 - $105,500 $ 76,750 - $106,750 0.7% Data Modeler $ 66,500 - $ 88,750 $ 67,250 - $ 89,500 1.0% Data Warehouse Manager $ 81,500 - $104,750 $ 82,000 - $104,500 0.1% Data Warehouse Analyst $ 70,500 - $ 91,750 $ 70,750 - $ 93,250 1.1% Capacity Planner $ 66,500 - $ 92,250 $ 66,750 - $ 90,250-1.1% (a) Add 5-7 percent for Active Server Page development skills, 10 percent for C++ development skills, 10 percent for C# development skills, 10 percent for Java development skills and 5 percent for Visual Basic development skills. (b) Add 5-7 percent for IBM DB2 database skills, 5-7 percent for Oracle database skills and 5-7 percent for SQL Server database skills. 11 2005 salary guide
IT Salaries United States INFORMATION TECHNOLOGY Title 2004 2005 % Change QUALITY ASSURANCE (QA) & TESTING QA/Testing Manager $ 63,250 - $ 85,000 $ 64,750 - $ 86,750 2.2% QA Associate/Analyst $ 49,250 - $ 65,750 $ 50,250 - $ 66,750 1.7% Systems Auditor $ 60,750 - $ 77,250 $ 63,250 - $ 81,750 5.1% INTERNET & E-COMMERCE (c) Senior Internet/Intranet Developer $ 67,250 - $ 96,000 $ 68,000 - $ 96,750 0.9% Internet/Intranet Developer $ 51,000 - $ 72,500 $ 51,750 - $ 74,250 2.0% Internet/Intranet Administrator $ 49,250 - $ 71,250 $ 48,250 - $ 70,750-1.2% Electronic Data Interchange (EDI) Specialist $ 53,000 - $ 73,500 $ 53,750 - $ 74,500 1.4% E-Commerce Analyst $ 57,000 - $ 84,000 $ 58,250 - $ 82,750 0.0% E-Mail/Groupware Administrator $ 47,250 - $ 66,750 $ 48,000 - $ 68,000 1.8% NETWORKING/TELECOMMUNICATIONS (d) Network Architect $ 71,250 - $104,250 $ 71,750 - $105,500 1.0% Network Manager $ 64,000 - $ 86,250 $ 64,250 - $ 86,000 0.0% Network Engineer $ 60,750 - $ 86,500 $ 61,250 - $ 88,250 1.5% LAN Administrator $ 43,750 - $ 62,500 $ 43,500 - $ 62,750 0.0% LAN/WAN Administrator $ 46,750 - $ 67,500 $ 47,000 - $ 68,500 1.1% Telecommunications Manager $ 66,000 - $ 85,500 $ 64,500 - $ 84,500-1.7% Telecommunications Specialist $ 47,000 - $ 67,000 $ 46,250 - $ 65,500-2.0% OPERATIONS Senior Manager $ 60,250 - $ 83,000 $ 61,000 - $ 83,250 0.7% Manager $ 50,250 - $ 67,500 $ 50,750 - $ 67,750 0.6% Computer Operator $ 27,750 - $ 39,500 $ 27,250 - $ 39,500-0.7% SECURITY (e) Data Security Analyst $ 67,000 - $ 90,750 $ 68,250 - $ 93,000 2.2% Systems Security Administrator $ 66,000 - $ 91,500 $ 67,500 - $ 92,750 1.7% Network Security Administrator $ 62,750 - $ 88,000 $ 63,750 - $ 90,500 2.3% 12 2005 salary guide (c ) Add 5-7 percent for Active Server Page development skills, 5 percent for ActiveX development skills, 10 percent for Java development skills, 10 percent for.net administration skills and 5-7 percent for XML development skills. (d) Add 10-15 percent for Cisco Certified Internetwork Expert certification, 5-7 percent for Linux administration skills, 5-7 percent for UNIX administration skills and 5 percent for Windows 2000/XP administration skills. (e) Add 10-15 percent for Cisco Certified Internetwork Expert certification and 5-7 percent for UNIX administration skills.
IT Salaries United States INFORMATION TECHNOLOGY Title 2004 2005 % Change SOFTWARE DEVELOPMENT (f) Product Manager $ 76,500 - $102,750 $ 77,000 - $104,250 1.1% Pre- and Post-Sales Consultant $ 51,750 - $ 75,000 $ 53,500 - $ 78,250 3.9% Product Support $ 43,250 - $ 63,000 $ 43,250 - $ 63,250 0.2% Software Engineer $ 62,500 - $ 94,750 $ 63,250 - $ 92,750-0.8% Developer $ 54,250 - $ 88,750 $ 55,000 - $ 88,250 0.2% TECHNICAL SERVICES, HELP DESK & TECHNICAL SUPPORT (g) Manager $ 60,000 - $ 86,000 $ 59,000 - $ 85,500-1.0% Desktop Support Analyst $ 47,000 - $ 65,000 $ 44,500 - $ 63,250-3.8% Systems Administrator $ 47,750 - $ 69,000 $ 47,250 - $ 70,500 0.9% Help Desk Tier 1 $ 26,500 - $ 37,250 $ 26,250 - $ 36,750-1.2% Help Desk Tier 2 $ 32,000 - $ 42,000 $ 32,500 - $ 42,750 1.7% Help Desk Tier 3 $ 41,250 - $ 52,750 $ 41,000 - $ 53,750 0.8% Technical Writer $ 42,750 - $ 64,250 $ 42,750 - $ 64,750 0.5% Instructor/Trainer $ 43,750 - $ 62,250 $ 43,250 - $ 65,500 2.6% PC Technician $ 28,500 - $ 41,500 $ 27,750 - $ 40,750-2.1% Mainframe Systems Programmer $ 51,000 - $ 67,250 $ 50,250 - $ 67,500-0.4% Disaster Recovery Specialist $ 59,000 - $ 89,000 $ 60,500 - $ 90,750 2.2% (f) Add 7-10 percent for Active Server Page development skills, 5 percent for C++ development skills, 10 percent for C# development skills, 10 percent for Java development skills and 5-7 percent for Visual Basic development skills. (g) Add 10-15 percent for Cisco Certified Internetwork Expert certification, 5 percent for Linux administration skills, 8-10 percent for.net administration skills, 5-7 percent for UNIX administration skills and 5 percent for Windows 2000/XP administration skills. 13 2005 salary guide
Regional Hiring Trends United States The salary ranges provided in the previous pages reflect the national averages for each position; however, these can be localized for your market using the formula below along with the variance index numbers for specific cities on the following pages. The average salary index for all U.S. cities is 100. Additional information in the Regional Hiring Trends section on leading industries is based on data provided by staffing experts located in our domestic offices, our company s ongoing national surveys and independent research. To determine the estimated salary range for a position in your area, follow the process outlined below: Calculating the Local Salary Range Example: systems analyst in Boston 1. Locate the position systems analyst on Page 11, and your city s index number. (The index number for Boston is 119.7.) 2. Move the decimal point in the index number two places to the left (1.197). 3. Multiply the low end of the national salary range ($61,500) by the index number as a percentage (from step two). ($61,500 x 1.197 = $73,616) 4. Repeat step three using the high end of the salary range ($82,500). 14 2005 salary guide 5. The approximate starting salary range for a systems analyst in Boston is $73,616 to $98,753. The index figures should be used as a guide in determining actual compensation. A number of factors, including company size, employee benefits, the candidate s skill set and current market conditions, can impact starting salaries. For further assistance in refining salary packages for your market, please contact a Robert Half Technology account executive.
Regional Hiring Trends United States NEW ENGLAND Connecticut, Maine, Massachusetts, New Hampshire, Rhode Island, Vermont Leading Industries: Business Services, Financial Services, Manufacturing Positions in Demand: Applications Developer, Business Systems Analyst, Project Manager MIDDLE ATLANTIC New Jersey, New York, Pennsylvania Leading Industries: Healthcare, Construction, Real Estate Positions in Demand: Technical Support Specialist, Security Analyst, Software Engineer SOUTH ATLANTIC Delaware, District of Columbia, Florida, Georgia, Maryland, North Carolina, South Carolina, Virginia, West Virginia Leading Industries: Real Estate, Business Services, Banking & Financial Services Positions in Demand: Applications Developer, Programmer/Analyst, Web Developer Selected Local Variances: Boston, MA...........119.7 Hartford, CT..........105.0 Manchester, NH......112.0 New Haven, CT........105.0 Providence, RI........107.0 Springfield, MA.........90.0 Stamford, CT..........118.2 Selected Local Variances: Buffalo, NY............85.2 New York, NY.........146.0 Paramus, NJ.........118.7 Philadelphia, PA.......110.0 Pittsburgh, PA..........94.8 Rochester, NY..........93.3 Selected Local Variances: Atlanta, GA...........109.6 Baltimore, MD........100.0 Charlotte, NC.........100.0 Greenville, SC..........95.0 Miami, FL.............112.0 Raleigh, NC...........100.0 Washington, D.C.......120.0 Wilmington, DE........100.0 Source: U.S. Department of Labor s Bureau of Labor Statistics and Robert Half Technology. Note that city index figures are reflective of all industries and are not specific to the information technology field. For more information on average salaries in your city, contact the Robert Half Technology office nearest you. 15 2005 salary guide
Regional Hiring Trends United States WEST NORTH CENTRAL Iowa, Kansas, Minnesota, Missouri, Nebraska, North Dakota, South Dakota EAST NORTH CENTRAL Illinois, Indiana, Michigan, Ohio, Wisconsin 16 2005 salary guide Leading Industries: Construction, Insurance, Agriculture Positions in Demand: Database Manager, Network Analyst, Project Manager Selected Local Variances: Des Moines, IA.........94.0 Kansas City, MO........94.7 Minneapolis, MN......103.6 Omaha, NE............92.0 St. Louis, MO..........100.0 Leading Industries: Banking & Financial Services, Manufacturing, Transportation Positions in Demand: Desktop Support Analyst, Applications Developer, QA Manager Selected Local Variances: Chicago, IL...........122.0 Cincinnati, OH.........96.4 Cleveland, OH.........95.9 Columbus, OH..........95.0 Detroit, MI............109.5 Indianapolis, IN.......100.0 Milwaukee, WI........100.0 Source: U.S. Department of Labor s Bureau of Labor Statistics and Robert Half Technology. Note that city index figures are reflective of all industries and are not specific to the information technology field. For more information on average salaries in your city, contact the Robert Half Technology office nearest you.
Regional Hiring Trends United States WEST SOUTH CENTRAL Arkansas, Louisiana, Oklahoma, Texas EAST SOUTH CENTRAL Alabama, Kentucky, Mississippi, Tennessee Leading Industries: Construction, Agriculture, Transportation Positions in Demand: Network Engineer, Help Desk Manager, Software Developer Leading Industries: Business Services, Retail, Manufacturing Positions in Demand: Applications Developer, Systems Engineer, Database Administrator Selected Local Variances: Austin, TX.............105.0 Dallas, TX.............103.0 Fayetteville, AR.........95.0 Houston, TX...........106.0 Little Rock, AR.........91.0 New Orleans, LA.......82.1 Oklahoma City, OK......85.9 San Antonio, TX........88.0 Tulsa, OK..............85.0 Selected Local Variances: Birmingham, AL........93.5 Chattanooga, TN.......95.0 Knoxville, TN...........85.0 Lexington, KY..........84.1 Louisville, KY...........92.5 Memphis, TN..........95.0 Nashville, TN..........94.5 Source: U.S. Department of Labor s Bureau of Labor Statistics and Robert Half Technology. Note that city index figures are reflective of all industries and are not specific to the information technology field. For more information on average salaries in your city, contact the Robert Half Technology office nearest you. 17 2005 salary guide
Regional Hiring Trends United States PACIFIC Alaska, California, Hawaii, Oregon, Washington MOUNTAIN Arizona, Colorado, Idaho, Montana, Nevada, New Mexico, Utah, Wyoming 18 2005 salary guide Leading Industries: Retail, Banking & Financial Services, Transportation Positions in Demand: Applications Developer, Security Specialist, QA Manager Selected Local Variances: Honolulu, HI...........93.0 Los Angeles, CA......122.0 Portland, OR...........98.0 Sacramento, CA.......106.0 San Diego, CA.........110.0 San Francisco, CA.....130.0 San Jose, CA.........126.4 Seattle, WA...........113.0 Spokane, WA..........79.1 Leading Industries: Real Estate, Business Services, Healthcare Positions in Demand: Programmer/Analyst, Data Warehouse Manager, Business Systems Analyst Selected Local Variances: Albuquerque, NM.......83.0 Boise, ID..............85.6 Denver, CO...........102.0 Las Vegas, NV.........100.0 Phoenix, AZ...........102.0 Salt Lake City, UT......100.0 Source: U.S. Department of Labor s Bureau of Labor Statistics and Robert Half Technology. Note that city index figures are reflective of all industries and are not specific to the information technology field. For more information on average salaries in your city, contact the Robert Half Technology office nearest you.
IT Salaries Canada INFORMATION TECHNOLOGY Title 2004 2005 % Change ADMINISTRATION Chief Information Officer $117,500 - $162,750 $116,750 - $167,500 1.4% Chief Technology Officer $100,000 - $137,500 $101,000 - $147,000 4.4% Vice President of Information Systems $102,500 - $163,250 $104,250 - $168,500 2.6% Vice President of Technology $ 98,750 - $163,750 $ 97,750 - $157,500-2.8% Information Systems (IS) Manager $ 85,500 - $115,000 $ 84,250 - $111,000-2.6% APPLICATIONS DEVELOPMENT (a) Manager $ 71,500 - $107,500 $ 72,000 - $105,250-1.0% Project Manager $ 67,500 - $ 96,500 $ 67,000 - $ 94,500-1.5% Project Leader $ 62,500 - $ 80,250 $ 60,750 - $ 80,750-0.9% Systems Analyst $ 60,250 - $ 81,250 $ 58,750 - $ 80,750-1.4% Programmer/Analyst $ 50,750 - $ 76,500 $ 50,500 - $ 77,000 0.2% Applications Architect $ 66,500 - $ 93,500 $ 69,750 - $ 91,250 0.6% Business Systems Analyst $ 53,500 - $ 82,500 $ 56,750 - $ 79,500 0.2% CONSULTING & SYSTEMS INTEGRATION Director $ 77,250 - $106,750 $ 76,000 - $111,750 2.0% Practice Manager $ 77,250 - $100,000 $ 78,000 - $104,000 2.7% Project Manager/Senior Consultant $ 71,000 - $ 94,500 $ 72,500 - $ 93,250 0.2% Staff Consultant $ 49,250 - $ 60,000 $ 48,250 - $ 61,750 0.7% Package Implementation Specialist $ 58,500 - $ 76,250 $ 55,750 - $ 75,500-2.6% (a) Add 5-7 percent for Active Server Page development skills, 10 percent for C++ development skills, 10 percent for C# development skills, 10 percent for Java development skills and 5 percent for Visual Basic development skills. Note: All salary ranges listed above are in Canadian dollars. 19 2005 salary guide
IT Salaries Canada INFORMATION TECHNOLOGY Title 2004 2005 % Change DATA/DATABASE ADMINISTRATION (b) Database Manager $ 76,750 - $ 99,500 $ 77,250 - $ 99,250 0.1% Database Developer $ 53,500 - $ 81,750 $ 53,500 - $ 81,250-0.4% Database Administrator $ 62,500 - $ 85,250 $ 61,750 - $ 84,750-0.8% Database Analyst $ 61,250 - $ 84,250 $ 62,250 - $ 86,250 2.1% Data Architect $ 68,000 - $ 96,000 $ 69,250 - $ 95,250 0.3% Data Modeler $ 60,000 - $ 90,000 $ 59,500 - $ 90,750 0.2% Data Warehouse Manager $ 76,750 - $ 93,750 $ 76,000 - $ 95,000 0.3% Data Warehouse Analyst $ 64,000 - $ 87,500 $ 64,750 - $ 87,250 0.3% QUALITY ASSURANCE (QA) & TESTING QA/Testing Manager $ 51,750 - $ 62,750 $ 52,000 - $ 62,500 0.0% QA Associate/Analyst $ 52,500 - $ 77,750 $ 53,000 - $ 78,250 0.8% Systems Auditor $ 58,000 - $ 79,250 $ 59,250 - $ 80,250 1.6% INTERNET & E-COMMERCE (c) Senior Internet/Intranet Developer $ 61,250 - $ 92,500 $ 62,000 - $ 90,500-0.8% Internet/Intranet Developer $ 52,000 - $ 69,500 $ 51,750 - $ 68,500-1.0% Internet/Intranet Administrator $ 46,750 - $ 67,500 $ 45,750 - $ 66,250-2.0% Electronic Data Interchange (EDI) Specialist $ 53,500 - $ 78,250 $ 54,250 - $ 79,750 1.7% E-Commerce Analyst $ 48,500 - $ 73,000 $ 48,750 - $ 72,750 0.0% E-Mail/Groupware Administrator $ 42,500 - $ 62,500 $ 42,500 - $ 60,750-1.7% NETWORKING/TELECOMMUNICATIONS (d) Network Architect $ 63,750 - $ 91,750 $ 64,250 - $ 92,000 0.5% Network Manager $ 63,250 - $ 85,000 $ 64,750 - $ 85,000 1.0% Network Engineer $ 58,000 - $ 81,250 $ 57,250 - $ 82,000 0.0% LAN Administrator $ 34,000 - $ 61,250 $ 35,000 - $ 60,500 0.3% LAN/WAN Administrator $ 43,000 - $ 68,000 $ 44,750 - $ 65,250-0.9% Telecommunications Manager $ 64,000 - $ 83,250 $ 63,500 - $ 83,750 0.0% Telecommunications Specialist $ 51,500 - $ 69,500 $ 51,750 - $ 67,500-1.4% (b) Add 5-7 percent for IBM DB2 database skills, 5-7 percent for Oracle database skills and 5-7 percent for SQL Server database skills. 20 2005 salary guide (c) Add 5-7 percent for Active Server Page development skills, 5 percent for ActiveX development skills, 10 percent for Java development skills, 10 percent for.net administration skills and 5-7 percent for XML development skills. (d) Add 10-15 percent for Cisco Certified Internetwork Expert certification, 5-7 percent for Linux administration skills, 5-7 percent for UNIX administration skills and 5 percent for Windows 2000/XP administration skills. Note: All salary ranges listed above are in Canadian dollars.
IT Salaries Canada INFORMATION TECHNOLOGY Title 2004 2005 % Change OPERATIONS Senior Manager $ 63,500 - $ 83,250 $ 64,500 - $ 84,250 1.4% Manager $ 52,750 - $ 61,000 $ 53,250 - $ 63,000 2.2% Computer Operator $ 29,500 - $ 42,000 $ 30,750 - $ 40,750 0.0% SECURITY (e) Data Security Analyst $ 65,500 - $ 88,250 $ 67,000 - $ 90,250 2.3% Systems Security Administrator $ 60,000 - $ 87,750 $ 61,500 - $ 88,250 1.4% Network Security Administrator $ 66,750 - $ 96,750 $ 68,500 - $ 97,500 1.5% SOFTWARE DEVELOPMENT (f) Product Manager $ 75,750 - $104,750 $ 75,250 - $103,750-0.8% Pre- and Post-Sales Consultant $ 46,500 - $ 68,000 $ 47,250 - $ 70,500 2.8% Product Support $ 42,500 - $ 70,000 $ 42,750 - $ 70,250 0.4% Software Engineer $ 55,000 - $ 81,750 $ 57,250 - $ 84,000 3.3% Developer $ 49,000 - $ 75,000 $ 47,750 - $ 77,250 0.8% TECHNICAL SERVICES, HELP DESK & TECHNICAL SUPPORT (g) Manager $ 67,750 - $ 85,000 $ 68,000 - $ 84,750 0.0% Desktop Support Analyst $ 53,250 - $ 66,500 $ 51,250 - $ 65,250-2.7% Systems Administrator $ 44,250 - $ 68,500 $ 43,500 - $ 66,250-2.7% Help Desk Tier 1 $ 31,250 - $ 36,000 $ 29,500 - $ 38,250 0.7% Help Desk Tier 2 $ 37,500 - $ 47,750 $ 36,250 - $ 47,250-2.1% Help Desk Tier 3 $ 48,500 - $ 61,750 $ 47,750 - $ 61,500-0.9% Technical Writer $ 38,750 - $ 54,750 $ 39,250 - $ 57,000 2.9% Instructor/Trainer $ 48,250 - $ 62,500 $ 46,000 - $ 63,250-1.4% PC Technician $ 46,500 - $ 60,500 $ 46,500 - $ 57,250-3.0% Mainframe Systems Programmer $ 55,000 - $ 74,500 $ 54,500 - $ 75,750 0.6% Disaster Recovery Specialist $ 50,000 - $ 85,000 $ 51,250 - $ 85,000 0.9% (e) Add 10-15 percent for Cisco Certified Internetwork Expert certification and 5-7 percent for UNIX administration skills. (f) Add 7-10 percent for Active Server Page development skills, 5 percent for C++ development skills, 10 percent for C# development skills, 10 percent for Java development skills and 5-7 percent for Visual Basic development skills. (g) Add 10-15 percent for Cisco Certified Internetwork Expert certification, 5 percent for Linux administration skills, 8-10 percent for.net administration skills, 5-7 percent for UNIX administration skills and 5 percent for Windows 2000/XP administration skills. Note: All salary ranges listed above are in Canadian dollars. 21 2005 salary guide
Regional Hiring Trends Canada The economic recovery means new business. As a result, many companies that managed to do more with less during the downturn are finding they can no longer meet productivity demands with existing resources. This trend is evidenced in Robert Half s Technology s quarterly IT Hiring Index and Skills Report. Canadian CIOs were increasingly optimistic in their hiring plans throughout 2004. This optimism is expected to continue into 2005. > As in the United States, companies across Canada are beginning to experience heightened demand for highly skilled candidates. As firms upgrade their aging infrastructures, they require technical support staff to administer these new systems and business analysts to ensure IT initiatives are aligned with corporate requirements. Technology professionals with advanced-level experience upgrading applications to the.net framework and systems migrations to Windows XP are also in demand. Technology executives in Ottawa particularly those within the federal government and healthcare sectors are actively recruiting applications developers. Toronto is experiencing IT employment growth among telecommunications firms and within the finance and insurance sector. In companies across Canada are beginning to experience heightened demand for highly skilled candidates. 22 2005 salary guide Calgary, gas and oil companies are hiring network administrators, programmers and desktop-support professionals. CIOs in British Columbia report demand for IT professionals skilled in programming with Java 2 Enterprise Edition (J2EE).
Regional Hiring Trends Canada CALCULATING LOCAL SALARIES The salary ranges listed in this guide are national averages. To calculate local salary ranges, apply the equation outlined on Page 24 or contact one of our account executives for assistance in refining compensation packages for your market. A number of factors including company size, employee benefits, the candidate s skill set and current market conditions can impact starting salaries. Therefore, the salary variance index figures should be used only as a guide in determining actual compensation. For salary ranges more specific to your market and industry, please contact your local office. Provided on the following page are salary variance index numbers for selected cities. Information in this section is based on data provided by our recruiting and staffing experts in our Canadian offices, as well as our company s ongoing national surveys, independent research and data from Statistics Canada. The average salary variance number for all Canadian cities is 100. IT HIRING INDEX 2004 IT Employment Projections 12% 2% 12% 1% Q1 Q2 Q3 Q4 Year 2004 CIOs planning to hire CIOs planning to reduce staff Source: Robert Half Technology survey of 250 CIOs from Canadian companies with more than 100 employees 23 2005 salary guide 15% 2% 7% 1%
Regional Hiring Trends Canada To determine the estimated salary range for a position in your area, follow the steps outlined below: Example: database administrator in Toronto 1. Locate the position database administrator on the chart on Page 20 and your city s salary variance index number listed below. (The salary variance index number for Toronto is 103.4.) 2. Move the decimal point in the index number two places to the left (1.034). 3. Multiply the low end of the national salary range ($61,750) by the index number as a percentage (from step two). ($61,750 x 1.034 = $63,850) 4. Repeat step three using the high end of the salary range ($84,750). 5. The approximate starting salary range for a database administrator is $63,850 to $87,632. 24 2005 salary guide Calgary...................101.7 Edmonton..................95.1 Montréal..................98.6 Ottawa....................97.9 CANADIAN LOCAL VARIANCES Toronto...................103.4 Vancouver................100.9 Winnipeg..................94.8 Source: Statistics Canada and Robert Half Technology Note: Please contact one of our account executives for salary information regarding cities not listed above.
The Benefits of Strategic Staffing While many IT departments are gradually expanding operations, they must closely monitor resources to maintain a competitive advantage. Relying on qualified contract and project workers to supplement full-time staff a process known as strategic staffing allows firms a great deal of flexibility. Technology professionals can be brought on board only when necessary for as long as they are required. By turning a portion of fixed labor costs into variable expenses tied to workload fluctuations and one-time projects, businesses can readily adapt to market changes. CIOs WERE ASKED, Which one of the following is the single greatest benefit of using project professionals? Their responses: 39% Immediate access to technical expertise 24% Increased productivity and morale of internal staff Today, an increasing number of companies are realizing the benefits of strategic staffing options: Estimates by the American Staffing Association indicate that 90-95 percent of U.S. companies turn to staffing services for temporary help. The U.S. Department of Labor s Bureau of Labor Statistics predicts that more jobs will be created in personnel supply services which includes staffing than in any other industry in this decade, and that it will be the fifth fastest-growing industry through 2010. 11% Reduced fixed labor costs 11% Other/ don t know 15% Increased flexibility Source: Robert Half Technology survey of 1,162 CIOs from U.S. companies with more than 100 employees 25 2005 salary guide
The Benefits of Strategic Staffing A study by economists from Lehigh University and the University of Oklahoma for Decision Sciences 1 showed that firms that increased their reliance on contingent labor experienced higher earnings, gross profit margins and stock returns. Bringing temporary workers on board allows organizations to: Gain immediate access to necessary skills and experience Provide existing personnel with assistance for special projects Fill gaps created by extended employee absences, candidate searches, unexpected increases in business and seasonal workload peaks Evaluate potential employees prior to extending a full-time offer Signs Your Organization May Need to Staff More Strategically 26 2005 salary guide Excessive and costly overtime Increased turnover High absenteeism Low employee morale Frequently missed project deadlines Lack of internal employees whose skills match current job requirements or project needs Last-minute scrambling for additional help during workload peaks No annual budget set aside for contingent staff No regular discussion, analysis or planning for upcoming staffing needs 1 Decision Sciences, Financial Implications of the Decision to Increase Reliance on Contingent Labor, Fall 2001.
The Benefits of Strategic Staffing OUR SPECIALIZED SERVICES Robert Half Technology specializes in providing full-time and project IT professionals for initiatives ranging from web development and multiplatform systems integration to network engineering and technical support. technology field. They remain current on industry trends through active participation in professional associations and user groups. In fact, we have formed national alliances with a number of prestigious organizations, including the Association of Information Technology Professionals (AITP) and the Help Desk Institute (HDI). For your firm s unique technology staffing needs, there is no better business partner than Robert Half Technology. > We are a division of Robert Half International Inc. (NYSE symbol: RHI), the world s leader in specialized consulting and staffing services, and have more than 100 offices to serve you in North America and Europe. Our account executives typically possess experience in the information For your firm s unique technology staffing needs, there is no better business partner than Robert Half Technology. Contact the office nearest you by calling (800) 793-5533 or visit www.rht.com for more information about our professional services. 27 2005 salary guide
The Leading Resource Since 1948, Robert Half International Inc., parent company of Robert Half Technology, has been committed to providing our clients and candidates with value-added services to guide them through every step of the hiring and jobsearch processes. We produce a number of booklets that examine in greater depth many of the topics discussed in the 2005 Salary Guide. These publications include: Hiring Smart Keeping Your Best People The 35 Most Common Mistakes IT Managers Make in a Rebounding Economy How to Check References When References are Hard to Check The Mid-Year IT Employment Outlook To remain current on management and employment trends, we conduct regular research and nationwide surveys on workplace topics of interest, the results of which we share with business contacts and the media. Our chairman and CEO Max Messmer is a widely read author, whose popular Resumania column is syndicated by Scripps-Howard News Service. His top-selling books (all published by John Wiley & Sons, Inc.) include: Motivating Employees For Dummies Human Resources Kit For Dummies The Fast Forward MBA in Hiring Managing Your Career For Dummies Job Hunting For Dummies, 2nd Edition 28 2005 salary guide
Office Directory UNITED STATES ARIZONA Phoenix................(602) 224-2486 ARKANSAS Fayetteville.............(479) 444-7152 CALIFORNIA Carlsbad................(760) 603-9434 Glendale................(818) 553-1354 Irvine..................(949) 476-0879 La Jolla................(858) 558-6990 Oakland................(510) 839-5975 Ontario.................(909) 945-2272 Pleasanton..............(925) 847-1522 Sacramento.............(916) 922-3147 San Francisco...........(415) 434-4940 San Jose...............(408) 271-9063 San Mateo..............(650) 573-0551 Stockton................(209) 474-0119 Westlake Village.........(805) 496-5305 Westwood..............(310) 209-6838 COLORADO Colorado Springs........(719) 532-0222 Denver.................(303) 296-2345 CONNECTICUT Hartford................(860) 278-0300 Stamford...............(203) 356-9500 DELAWARE Wilmington.............(302) 791-0171 DISTRICT OF COLUMBIA Washington, D.C.........(202) 626-0250 FLORIDA Fort Lauderdale.........(954) 763-5578 Jacksonville-Downtown..(904) 997-9960 Miami-Coral Gables......(305) 774-7860 Orlando................(407) 849-2983 Tampa..................(813) 301-8942 West Palm Beach........(561) 366-1093 GEORGIA Atlanta-Buckhead........(404) 221-2500 ILLINOIS Chicago................(312) 616-7974 Hoffman Estates.........(847) 839-9387 Northbrook.............(847) 480-1774 INDIANA Indianapolis.............(317) 687-3275 IOWA Cedar Rapids............(319) 362-8606 Des Moines.............(515) 223-9525 KANSAS Overland Park...........(913) 339-9849 KENTUCKY Louisville...............(502) 394-0525 MARYLAND Baltimore...............(410) 783-6290 MASSACHUSETTS Boston.................(617) 439-3000 Lexington...............(781) 274-7800 MICHIGAN Grand Rapids............(616) 451-7000 Southfield..............(248) 372-7501 Troy...................(248) 689-4290 MINNESOTA Bloomington............(952) 831-6888 Minneapolis.............(612) 359-4960 MISSOURI St. Louis-Creve Coeur.....(314) 205-1770 NEBRASKA Omaha.................(402) 493-4933 NEVADA Las Vegas..............(702) 866-2869 NEW HAMPSHIRE Manchester.............(603) 647-6200 NEW JERSEY Mount Laurel............(856) 439-9595 Paramus................(201) 843-7776 Woodbridge.............(732) 634-9211 NEW MEXICO Albuquerque............(505) 888-6225 NEW YORK Albany.................(518) 432-7442 New York-Midtown......(212) 687-7072 Rochester..............(585) 232-4140 Uniondale..............(516) 357-2506 White Plains............(914) 761-7300 NORTH CAROLINA Charlotte...............(704) 342-7982 Raleigh.................(919) 782-5111 OHIO Akron..................(330) 253-8160 Cincinnati...............(513) 621-6890 Cleveland...............(216) 621-6633 Columbus...............(614) 365-7442 Dayton.................(937) 224-7442 Worthington.............(614) 854-0020 OKLAHOMA Oklahoma City..........(405) 236-0202 Tulsa...................(918) 493-2411 OREGON Portland................(503) 222-0946 PENNSYLVANIA King of Prussia..........(610) 337-3650 Philadelphia.............(215) 568-1513 Pittsburgh..............(412) 471-0888 RHODE ISLAND Providence.............(401) 273-4000 SOUTH CAROLINA Greenville...............(864) 232-7442 TENNESSEE Memphis-Downtown.....(901) 524-0769 Memphis-East...........(901) 759-2332 Nashville-West End......(615) 385-1977 TEXAS Austin-Downtown........(512) 477-3389 Dallas-Downtown........(214) 468-9191 Dallas-Galleria..........(972) 503-3787 Fort Worth..............(817) 336-1818 Houston-Downtown......(713) 658-0011 Houston-Galleria........(713) 993-1888 San Antonio.............(210) 696-1134 The Woodlands..........(281) 681-3046 UTAH Salt Lake City...........(801) 364-5490 VIRGINIA Richmond-West.........(804) 747-9500 Tysons Corner...........(703) 847-0271 WASHINGTON Bellevue................(425) 401-2941 Seattle.................(206) 749-9260 WISCONSIN Madison-West..........(608) 827-8882 Milwaukee..............(414) 271-9670 INTERNATIONAL OFFICES CANADA ALBERTA Calgary.................(403) 237-7500 Edmonton...............(780) 426-6642 BRITISH COLUMBIA Vancouver..............(604) 688-5256 ONTARIO Mississauga............(905) 273-4092 North York..............(416) 227-0581 Ottawa.................(613) 236-7442 Toronto.................(416) 350-8143 CZECH REPUBLIC Prague............011-420-2-9633-8633 UNITED KINGDOM Milton Keynes......011-44-190-820-1420 CORPORATE OFFICE ROBERT HALF TECHNOLOGY 2884 Sand Hill Road Menlo Park, California 94025 USA (650) 234-6000 www.rht.com