Panaya.2010 Sap Salary Survey

2010 SAP® Salary Survey

Panaya Inc.

2010 SAP Salary Survey
®

Survey Results and Executive Summary

For questions and additional information
e-mail info@panayainc.com or visit www.panayainc.com

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Table of Contents

Executive Summary .......................................................................................... 3

Company and Job Characteristics ...................................................................... 5

Job Function, Experience, Gender, Education ..................................................... 9

SAP System Characteristics ............................................................................. 12

Salary Makeup and Trends ............................................................................. 13



Executive Summary
The earnings of an SAP professional depend on many variables, including the
version you are working on, industry, education level, and experience. Panaya
conducted this survey to help you compare your SAP talent to industry peers,
better understand what drives compensation in this market, and get useful ideas
for increasing your value.

Some of the key findings from this survey include:

 SAP professionals working with ERP 6.0 earn 5 -9% more than
respondents working with other versions.

 The median salary for those working for companies based in North
America and Europe is at least 20% higher than the median salary
for those working for companies based outside these two
regions.

 While the median salary of respondents working for SAP Customers
remains essentially flat regardless of the number of SAP professionals,
the median salary of SAP Partners/Integrators is the highest at
companies with 11-50 SAP professionals

 Gender is also a factor determining salary levels. The median
starting salary for women is higher than the starting salary for
men, but does not increase at the same rate as their careers
continue. As a matter of fact, the median salary decreases for women
with 4-6 years of experience.

The economic downturn during 2008-2009 seemed to have a number of impacts
on the respondents’ jobs:

 The most common change noted by the respondents is more
responsibility, a result of the need to do more with fewer resources.

 Competition on jobs has intensified, so more responsibilities, longer
hours, and better skills have not necessarily resulted in higher
compensation. In 2009, over half the respondents (51%) did not
see a change in salary. 17% of respondents saw a reduction in
their salary and 33% saw an increase.

 Almost half of the respondents (43%) did not receive a bonus in
2009. Of the respondents that did receive a bonus, 87% received a
bonus of 20% or less of their total salary.

 Many of the respondents are hoping that 2010 will be a better year, with
over half (52%) expecting an increase in their salaries.



Methodology

Survey results are based on 430 responses collected from SAP customers and
system integrators worldwide through a standardized online questionnaire
during December of 2009. Salary figures in this survey reflect the total annual
compensation for each respondent, including bonuses. For hourly employees,
annual compensation was calculated by multiplying their hourly rate by 40 hours
per week and 50 weeks per year.

About Panaya

Panaya's Software-as-a-Service solutions enable companies that use SAP to save
up to 50% of their application lifecycle costs and minimize the risks associated
with system changes. Utilizing cloud-based simulation to analyze the impact of
pending changes, Panaya automatically pinpoints which custom programs will
break as a result of an upgrade or support package implementation and
automatically fixes most of these problems. Panaya provides a complete solution
for managing these changes, explaining how to fix the anticipated issues, fixing
most of them automatically, suggesting the most efficient test plan, and
calculating required project budget and resources.

To learn more, or apply for a free upgrade evaluation click here:
http://www.panayainc.com/Request-a-Trial.html



Company and Job Characteristics

The survey was completed by 430 individuals. Close to three quarters (71%) of
the survey respondents come from companies that are SAP customers and
run their own business on the SAP system. The remaining 29% represent
SAP-partner organizations that help other companies.

Figure 1: Customer vs. Integrator

Overall, SAP Partners/Integrators have a 13% higher median salary than that of
employees of SAP Customers.

Figure 2: Median Salary - Customer vs. Integrator



Almost half of the respondents come from companies based in North America,
with approximately one-third (37%) from European companies and 20% from
companies based elsewhere in the world.

Figure 3: Respondents by Headquarter Location

The median salary for those working for companies based in North America and
Europe is at least 20% higher than the median salary for those working
for companies based outside these two regions.

Figure 4: Median Salary by Headquarters Location



For companies with headquarters in Europe, the median salary is the same for
both SAP Partner/Integrator and the SAP Customer.

Figure 5: Median Salary by HQ Location/SAP Relationship

Similar to the headquarters location, respondents that work in North America
have a greater median salary than their counterparts in Europe and the Rest of
the World.

Figure 6: Median Salary by Job Location

While the median salary of respondents working for SAP Customers remains



essentially flat regardless of the number of SAP professionals, the median
salary of SAP Partners/Integrators is the highest at companies with
11-50 SAP Professionals.

Figure 7: Median Salary by SAP Professionals/ SAP Relationship



Job Function, Experience, Gender, Education

While those working for system integrators earn the same or more as those
working for SAP customers across all job functions, greater differences are
exhibited at director level positions. ERP and Application Directors have
the greatest variance, with the median salary for integrators that is
almost double that of an SAP customer.

Figure 8: Median Salary by SAP Relationship/Job Title

Job experience plays a major role in determining salary levels. The more
experience, the higher the salary. The median salary for respondents with
more than 10 years of experience is 60% higher than for those with
1-3 years of experience.

Figure 9: Median Salary by Experience



Gender is also a factor determining salary levels. The starting median
salary for women is higher than the starting salary for men, but does
not increase at the same rate as their careers continue. As a matter of
fact, the median salary decreases for women with 4-6 years of experience.

Figure 10: Median Salary by Gender & Experience

Women earn 8-12% less than men in Europe and North America, while salaries
are basically the same for both genders in Rest of the World. These gaps are
lower than the gender gap reported for the general working population in the 17
OECD countries, which was an average of 17.6% in the latest available survey. 1

Figure 11: Median Salary by Gender & Region

1
http://www.oecd.org/dataoecd/29/63/38752746.pdf



Education also impacts the level of earnings. Respondents with an MBA have
the highest median salary of $106,500.

Figure 12: Median Salary by Education



SAP System Characteristics

ERP 6.0 is the version most common among survey respondents (66%),
followed by 4.7 (15%) , ERP 5.0 (10%) and 4.6 (9%) .

Figure 13: Current Version

Respondents using ERP 6.0 have the highest median salary.

Figure 14: Median Salary by Current SAP Version



Salary Makeup, Trends, Job Changes

The average bonus received was 5% of the annual salary across all respondents.
Almost half of the respondents (43%) did not receive a bonus in 2009. Of the
respondents that did receive a bonus, 87% received a bonus of 20% or less of
their total salary.

Figure 15: Bonus - % of Total Salary

During the 2008-2009 economic downturn, over half the respondents
(51%) did not see a change in salary. 17% of respondents saw a
reduction in their salary and 33% saw an increase.

Figure 16: Change in Salary 2008 – 2009



Although 51% respondents did not see a change in their salary, 61% of the
respondents did see a change in their jobs.

Figure 17: Change in Job

The economic downturn during 2008-2009 seemed to have a number of impacts
on the respondents’ jobs.

1. The most common change noted by the respondents is more
responsibility. In many cases, this is cited as a result of the need to do
more with fewer resources.
2. Competition on jobs has intensified, so increases in responsibilities,
hours, and skills have not necessarily resulted in higher compensation.
3. Companies are putting greater emphasis on better utilizing their existing
systems and resources, more efficient processes, and tighter controls
over system changes.



Many of the respondents are hoping that 2010 will be a better year and over
half (52%) are expecting an increase in their salary.

Figure 18: Expected Change in Salary 2010

Hoping that the economy recovers, 9% of the respondents are
expecting a 20% or greater increase in salary in 2010.

Figure 19: Expected Change in Salary 2010



Advancing Your Career and Market Value

Respondents have some great advice for advancing your SAP career:

1) Get experience: work on different types of projects, a full cycle
implementation
2) Learn as much as you can and get training
3) Get certified
4) Understand the business side

According to the respondents, the following general skills are most important for
securing higher pay and additional job options:

1. Project Management skills
2. Business skills (including understanding your business as well as general
business skills)
3. Strong analytical skills and technical skills such as databases, Java and
SAP application and programming skills

In addition, the following SAP-specific skills are cited by respondents as the most
valuable for increasing the market value of the SAP professional:

Top 3 Skills named by SAP Systems Administrators and Basis and
SAP Programmers - Java and/or ABAP
Enterprise Architecture/Integration Skills
Solution Manager Skills
SAP ERP 6.0 Upgrade Skills

Top 3 Skills named by SAP Trainers, SAP Super Users, and
Functional SAP Specialists
Business Suite Skills (CRM, PLM, SRM, or SCM)
SAP BusinessObjects and BI/BW Skills

Top 3 Skills named by IT Directors and Managers, Application
Directors, and Project Managers
SAP BusinessObjects and BI/BW Skills
Business Suite Skills (CRM, PLM, SRM, or SCM)



Table of Figures

Figure 1: Customer vs. Integrator ...................................................................................5
Figure 2: Median Salary - Customer vs. Integrator ...........................................................5
Figure 3: Respondents by Headquarter Location ..............................................................6
Figure 4: Median Salary by Headquarters Location ...........................................................6
Figure 5: Median Salary by HQ Location/SAP Relationship ................................................7
Figure 6: Median Salary by Job Location ..........................................................................7
Figure 7: Median Salary by SAP Professionals/ SAP Relationship .......................................8
Figure 8: Median Salary by SAP Relationship/Job Title ......................................................9
Figure 9: Median Salary by Experience ............................................................................9
Figure 10: Median Salary by Gender & Experience ......................................................... 10
Figure 11: Median Salary by Gender & Region ............................................................... 10
Figure 12: Median Salary by Education .......................................................................... 11
Figure 13: Current Version ............................................................................................ 12
Figure 14: Median Salary by Current SAP Version ........................................................... 12
Figure 15: Bonus - % of Total Salary............................................................................. 13
Figure 16: Change in Salary 2008 – 2009 ...................................................................... 13
Figure 17: Change in Job .............................................................................................. 14
Figure 18: Expected Change in Salary 2010 ................................................................... 15
Figure 19: Expected Change in Salary 2010 ................................................................... 15



Disclaimer and Trademark Notices

This report is provided by Panaya Inc. It is completely independent of and not affiliated
with SAP AG. SAP is a registered trademark of SAP AG. SAP and other SAP products and
services mentioned herein as well as their respective logos are trademarks or registered
trademarks of SAP AG in Germany and in several other countries. All other product and
service names mentioned are the trademarks of their respective companies.

DISCLAIMER OF WARRANTY
Panaya Inc. makes no representation or warranties, either express or implied by or with
respect to anything in this document, and shall not be liable for any implied warranties of
merchantability or fitness for a particular purpose or for any indirect special or
consequential damages.

COPYRIGHT NOTICE
No part of this publication may be reproduced, stored in a retrieval system or transmitted,
in any form or by any means, photocopying, recording or otherwise, without prior written
consent of Panaya Inc. No patent liability is assumed with respect to the use of the
information contained herein. While every precaution has been taken in the preparation of
this publication, Panaya Inc. assumes no responsibility for errors or omissions. This
publication is subject to change without notice.

Copyright © Panaya Inc. All rights reserved.

About Panaya

Panaya's Software-as-a-Service solutions enable companies that use SAP to save
up to 50% of their application lifecycle costs and minimize the risks associated with
system changes. Utilizing cloud-based simulation to analyze the impact of pending
changes, Panaya automatically pinpoints which custom programs will break as a
result of an upgrade or support package implementation and automatically fixes
most of these problems. Panaya provides a complete solution for managing these
changes, explaining how to fix the anticipated issues, fixing most of them
automatically, suggesting the most efficient test plan, and calculating required
project budget and resources.

To learn more, or apply for a free upgrade evaluation click here:
http://www.panayainc.com/Request-a-Trial.html


Panaya.2010 Sap Salary Survey

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