TECHNOLOGY         IT CERTIFICATIONS   SKILLSJOB DESCRIPTIONS   & HIRING TIPS       IN DEMAND                   technology...
Robert Half Technology                         tu
Robert Half Technology                                                                                                    ...
Robert Half Technology                         CHAIRMAN’S                                                       NOTE      ...
Robert Half Technology                                                                                                    ...
Robert Half Technology5 TECH  PROFESSIONALSFIRMS WANT NOWDemand for skilled professionals is strongin many areas of IT, as...
Robert Half Technology                                                                                                    ...
Robert Half Technology   H appily f ter :        EvpeorurAp Talent erm            Y   To                             Kee  ...
Robert Half Technology                                                                                                    ...
Robert Half Technology201 average   2                                                                            starting ...
Robert Half Technology                                                                                                    ...
Robert Half Technology201 average   2                                                                            starting ...
Robert Half Technology                                                                                                    ...
Robert Half Technologylocal variancesThe starting salary ranges provided on the previous pages reflect thenational average...
Money                                                                                                    RHODE ISLAND     ...
Robert Half Technology                                                     glossary                                       ...
Robert Half Technology                                                                                                    ...
Robert Half Technology     •	Hiring,	training,	motivating	and	evaluating	staff                           Typical duties in...
2012 Salary Guide - Robert Half Technology
2012 Salary Guide - Robert Half Technology
2012 Salary Guide - Robert Half Technology
2012 Salary Guide - Robert Half Technology
2012 Salary Guide - Robert Half Technology
2012 Salary Guide - Robert Half Technology
2012 Salary Guide - Robert Half Technology
2012 Salary Guide - Robert Half Technology
2012 Salary Guide - Robert Half Technology
2012 Salary Guide - Robert Half Technology
2012 Salary Guide - Robert Half Technology
2012 Salary Guide - Robert Half Technology
2012 Salary Guide - Robert Half Technology
2012 Salary Guide - Robert Half Technology
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2012 Salary Guide - Robert Half Technology

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2012 Salary Guide - Robert Half Technology

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  • Thanks yavanian, this was great! Resume keywords are way more important than resume formats. Because recruiters conduct keyword searches during the initial sourcing process in Applicant Tracking Systems. You're not found if your resume doesn't contain the exact keywords. But it's a pain to find those keywords from the job descriptions. I found the site Jobscan http://ow.ly/RmPcR that identify keywords for your. All you do is paste in your resume plus the job description, then Jobscan analyzes your job description for you automatically and identify the most important keywords for you. It literally takes seconds and it so worth the copy and paste. Saved me so much time AND I got more interviews using Jobscan! I recommend it as well.
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2012 Salary Guide - Robert Half Technology

  1. 1. TECHNOLOGY IT CERTIFICATIONS SKILLSJOB DESCRIPTIONS & HIRING TIPS IN DEMAND technology salary and hiring trends
  2. 2. Robert Half Technology tu
  3. 3. Robert Half Technology Table of Contents table of CONTENTS 8 14 3 6 don’t miss:THE SCOOP MONEYIT Hiring: The Hot List.............................................3 2012 Average Starting Salaries – United States ..... 85 Tech Professionals Firms Want Now..............4 2012 Average Starting Salaries – Canada ............10 Certified! The Credentials in Greatest Demand ......... 4 Local Variances in the United StatesFinding Top Talent: A Never-Ending Quest................5 and Canada ...................................................... 12 Mobile: An Emerging Hot Spot ...............................5ACTIONHappily Ever After: Keep Your Top Talent forthe Long Term..........................................................6 JOBS Glossary of Job Descriptions............................14 RESOURCES 5 FINDING TOP TALENTThe Power of Flexible Staffing ...........................7 Additional Robert Half Top tech talent is hard to find. Technology Resources .....................................28 We’ve got a few tips to help7 Interview Questions Every Hiring Manager you in your search.Should Ask ..........................................................7 Robert Half Technology: Your Subscription to Great Hires ...........................................................28 Worldwide Locations .......................................29 SALARY GUIDE 2012 All trademarks contained herein are the property of their respective owners. 1 tu
  4. 4. Robert Half Technology CHAIRMAN’S NOTE Dear colleague, Robert Half Technology has long produced an array of resources designed to keep IT professionals up-to-date on hiring trends. Our annual Salary Guide is a perennial favorite because it provides salary data that can help managers make the most informed compensation decisions. Think of this information as a compass for your business. It can help you determine the best course to take when setting compensation levels for new employees, planning budgets and navigating the ever-changing IT hiring environment. In this year’s guide, you’ll find starting salary ranges for more than 70 IT positions. The figures in the Salary Guide are national averages, but they can be adjusted for more than 145 markets across North America using the local variance figures found on Pages 12 and 13. The salary ranges represent starting compensation only, since factors such as seniority and work ethic make ongoing pay difficult to measure. Bonuses, incentives and other forms of compensation, such as benefits and retirement packages, also are not taken into account. Where do we get our data? We collect information from various sources, including: • The thousands of interim and full-time placements made through our branch locations • Insight from our expert staffing professionals • Exclusive workplace research we conduct among senior IT executives and workers • Our own comprehensive analysis of current and future hiring trends We publish a new guide every year to ensure our data reflect the most recent employment trends. Information from the Salary Guide is so well-regarded that the U.S. Department of Labor’s Bureau of Labor Statistics has used it when compiling the Occupational Outlook Handbook. This year, we also have enhanced our online Salary Center (rht.com/salarycenter) to include more in-depth information about emerging hiring trends, based on current research and our quarterly surveys of technology executives. There, you also can access our Salary Calculator, which is updated throughout the year. We hope you enjoy the guide and invite you to contact us at rht.com or 1.800.793.5533 for help with any of your staffing needs. Max Messmer Chairman and CEOSALARY GUIDE 2012 2 tu
  5. 5. Robert Half Technology The ScoopIT HIRING:THE HOT LISTIT hiring has shifted into higher gear within many firms. In some areas – networking,applications development and security, to name a few – there exist an abundance ofpositions and a shortage of skilled candidates. And this situation may continue to heatup as businesses renew their focus on systems upgrades and try to keep pace with rapidtechnological changes.Mid- and senior-level IT professionals are in particular demand, especially thosewho are as comfortable discussing business strategy as they are working with complexsystems and software. Industries seeing the most active IT hiring include healthcare,manufacturing, professional services, high tech, solar and nonprofit.Hiring Challenges Business ConfidenceCIOs were asked, “How challenging is it for you to find CIOs were asked, “How confident are you inskilled IT professionals today?” your company’s prospects for growth in 2012?” Somewhat confident 59% Somewhat challenging 70% 10%Don’t know/ 26%not looking 25% Very confident rht.com/salarycenter Very challenging 6% Not challenging Not at all confident 4%Source: Robert Half Technology survey of more than 1,600 CIOs in the United States and Canada SALARY GUIDE 2012 3 tu
  6. 6. Robert Half Technology5 TECH PROFESSIONALSFIRMS WANT NOWDemand for skilled professionals is strongin many areas of IT, as companies seek toaddress new demands, such as the growing CERTIFIED!use of cloud computing and mobile devices,while keeping hardware and software systems THE CREDENTIALS INup-to-date. GREATEST DEMAND In addition to specific job-related skillsCompanies seek professionals who have hands-on Quality assurance and capabilities, the following creden-experience with new and evolving technologies professionals and tials are in demand:such as Windows 7, cloud computing, .NET 4.0, business analysts: • Cisco certifications – Cisco CertifiedVMware and mobile application development. With more dollars available for Network Associate (CCNA) and CiscoRequirements for certain IT positions vary IT projects, managers are focusing on quality control and assembling more accurate project Certified Internetwork Expert (CCIE)across industries and regions, but firms areseeking the following types of candidates: requirements. Quality assurance profession- • Linux certifications – Red Hat als can relieve developers so they can focus Certified Engineer (RHCE) Systems and network- on coding, while business analysts can help ing engineers: IT build trust among stakeholders and serve as • Microsoft certifications – Microsoft professionals who are experts in go-betweens for technology and business. Certified IT Professional (MCITP), cloud computing, Software as a Microsoft Certified Systems EngineerService or virtualization are in demand. Those Data warehousing and (MCSE), Microsoft Certified Technol-with combined skills in server, software and business intelligence ogy Specialist (MCTS) and Microsoftnetworking are most sought after. professionals: Firms Certified Professional Developer need immediate information that (MCPD) Developers: Those skilled in can help them move their business in the right .NET, Java, PHP, Silverlight, Flex, direction. That’s why they seek business intel- • Project management certifications – MySQL and portal technologies, ligence and data warehousing professionals Project Management Professional such as SharePoint, are in demand. who can gather increasing amounts of data (PMP) from various streams. • Security certifications – Certified Security Information Systems Security professionals: Data Professional (CISSP), Check Point security and protection, especially Certified Security Administrator in industries such as banking and (CCSA) and Check Point Certified healthcare, will continue to be an in-demand Security Expert (CCSE) area within technology. In fact, 24 percent of CIOs polled by our firm cited security as their • VMware certification – VMware top professional concern. Certified Professional (VCP) SALARY GUIDE 2012 4 tu
  7. 7. Robert Half Technology The Scoop FINDING TOP TALENT: A NEVER-ENDING QUEST Mobile: Companies are beginning to compete for IT professionals with in-demand specialties. CIOs polled by Robert Half Technology said An Emerging network and Windows administration, desktop support and Hot Spot database management are the technical skill sets most sought The boom in mobile technologies will likely increase after within their departments. the number of roles for IT professionals. Almost half of CIOs polled by Robert Half Technology said their com- panies will increase the use of tablet computers in the TOP TECHNICAL SKILLS next two years. As tablets and similar technologies further decentralize the workplace, firms will seek IT IN DEMAND experts who can assist with mobile applications and security – and help the company make better strate- 64% 51% gic use of mobile devices to enhance productivity and customer service. Network administration Database management Tablet Takeover? 46% 42% CIOs were asked whether their companies’ use of tablet computers would increase or decrease in the next two Desktop support Windows administration years. Their responses: 38% 35% 8% Wireless network Web development/ management website design Don’t know 41% 28% 25% No change Telecommunications Virtualization support 48% Increase 22% 15% 3% Business intelligence ERP implementation Decrease Source: Robert Half Technology survey of more than 1,600 CIOs in the United States Source: Robert Half Technology survey of more than 1,600 CIOs and Canada. Multiple responses allowed. in the United States and CanadaSALARY GUIDE 2012 5 tu
  8. 8. Robert Half Technology H appily f ter : EvpeorurAp Talent erm Y To Kee gT for the Lon No IT executive wants to spend his orher time managing a revolving door of employees. Your role as a TIME TO HIRE:manager is to consistently give your staff compelling reasons to Average number ofstay with you. Here are four ideas that can help you keep your top weeks it takes to hire for an openIT staff for the long term: staff-level IT position:1. Know the value of ‘thank you.’ People work for much more than a pay- 5 Weekscheck. They also want their jobs to be a means of attaining self-esteem, pride, professionalgrowth and an appreciation for their talents. Take the time to acknowledge individual and Average number of weeks it takesgroup achievements. Even small actions such as offering praise during a staff meeting or to hire for an openprivate discussion can go a long way toward making people feel valued. management-level IT position:2. Trust your team to do a good job. Most IT workers today place a premiumon autonomy and the ability to make decisions. When you micromanage, you send the 7 Weeksmessage to your staff that you don’t believe they can do the job correctly, which can underminemorale. Instead, empower your team to develop new solutions to problems. Being open to sug- Source: Robert Half Technology survey of moregestions and acting on them whenever possible tells your employees that their opinions matter. than 1,600 CIOs in the United States and Canada3. Be sensitive to workload demands. After a sustained period of high-volume workloads, intense pressure and tight deadlines, your IT staff may need reinforce-ments. When you see your employees nearing their limits, consider hiring additional full-time staff, project professionals or a combination of both to ease the burden and ensureyou have the necessary expertise on board for each project.4. Pay competitively. Money may not be the most important factor in the decisionto leave a company, but it can certainly play a key role if people feel they aren’t compen-sated fairly. Use tools like the compensation data in this Salary Guide to make sure yourfirm is offering competitive pay.SALARY GUIDE 2012 6 tu
  9. 9. Robert Half Technology ActionTHE POWER OF F L E X I B L E STAFFINGAs companies attempt to control costs, they and bad. Permanent employees form the core ofoften look to reduce the size of their workforce. the workforce, and interim staff augment theirBut cuts made during lean times can leave firms efforts on an as-needed basis. Project supportunder-resourced once conditions improve and professionals can also provide access to skillsworkloads begin to rise again. unavailable in-house and not needed year-round.Flexible staffing models that supplement a The Extended ‘Interview’core full-time workforce with skilled temporary When companies are considering making a full-and project workers have proved to be the ideal time hire, they often bring in candidates first onsolution for businesses hoping to avoid the a temporary basis. This allows them to observecycle of hiring and firing that often accompanies performance and fit over an extended period.a downturn. Using this approach, companies Managers can then assess the professionals’can convert a portion of their fixed staffing costs suitability for full-time roles in aspects ranginginto a variable expense tied to actual workload from technical skills to the ability to mesh withhighs and lows. the company culture and work effectively withA Year-Round Advantage professionals at higher skill levels can be a key existing staff.Flexible staffing models are not simply an component of their year-round staffing strategy. The bottom line: Flexible staffing gives aalternative to full-time hiring. Increasingly, firms A wisely chosen mix of temporary and full-time company resource and cost-control options itrecognize that introducing temporary and project staff provides maximum flexibility in good times wouldn’t otherwise have. 7 INTERVIEW QUESTIONS EVERY HIRING MANAGER SHOULD ASK The stakes are high when it comes to hiring IT staff. Few CIOs have the time and budget to devote to a second round of recruiting if an initial hire doesn’t work out. So, it’s essential to select the right person the first time around. To identify the best applicant for your IT job opening, you need to go beyond the expected “Where do you see yourself in five years?” line of questioning during the job interview. Here are seven queries that can help you identify the top contenders: #1: What do you know about our com- #3: What did you like most/least #6: What is your least favorite pany, and why do you want to work here? about this product? work environment? People who are genuinely interested in working This can clarify applicants’ true level of exper- Are candidates describing your own corporate for your firm will take the time to research it. They tise. Do they know the technology well enough culture? You want to make sure IT professionals won’t just repeat facts listed on your website; to point out its strengths and weaknesses? Are not only meet the technical requirements but they’ll also have considered what type of impact they keeping up with trends? also would thrive on your team. they could make at your organization. #4:What would you say is the most #7:Tell me about a failure or mistake #2: I see that you are skilled with XYZ interesting IT project you have worked on you have made on the job. technology. Please explain exactly how you in your career? Look for a willingness to admit faults and an have used this on the job. You want to know what candidates find motivat- understanding of the importance of learning from This question can help you verify claims made on them. This can be critical in IT, where mistakes are ing. Do those factors match up with the position the resume. People who profess proficiency with sometimes made in the quest to resolve problems. you’re filling? certain technologies should be able to give spe- cific examples of how they’ve used them at work. #5: What would have made you stay at your last job? Applicants may have well-rehearsed responses to the anticipated “Why did you leave your last job?” question. By asking them to consider what they wish had been better, you may get more candid feedback. SALARY GUIDE 2012 7 tu
  10. 10. Robert Half Technology201 average 2 starting salariesWhether you’re making a new hire orjust getting a temperature check on 2012 Average Starting Salaries – United Statescompensation trends, having the latestsalary data at your fingertips can be a Job Title 2011 2012 % Changecompetitive advantage. Following areaverage starting salaries for IT profes- ADMINISTRATIONsionals in the United States and Canada. Chief Information Officer (CIO) $134,500 - $217,000 $139,750 - $225,500 3.9%(A) Add the percentage below to IT Chief Technology Officer (CTO) $116,500 - $181,750 $120,750 - $188,250 3.6%salaries for the following skills: Chief Security Officer (CSO) $110,750 - $165,750 $115,000 - $172,250 3.9% Vice President of Information Technology $118,500 - $173,000 $123,000 - $179,750 3.9%AJAX (Asynchronous JavaScript and XML) Information Technology Manager $ 88,250 - $127,000 $ 91,000 - $130,750 3.0% development skills .............................................6%Business Objects skills..........................................7% APPLICATIONS DEVELOPMENT (A)C# development skills ...........................................8% Manager $ 88,500 - $125,250 $ 91,750 - $130,000 3.7%C++ development skills .........................................5% Project Manager $ 76,250 - $113,000 $ 79,000 - $117,250 3.7%Hyperion skills .......................................................7% Systems Analyst $ 65,500 - $ 93,500 $ 68,500 - $ 97,750 4.6%Java/Java EE development skills .........................8% Applications Architect $ 92,250 - $124,750 $ 97,500 - $132,000 5.8%LAMP (Linux, Apache, MySQL and Business Systems Analyst $ 64,500 - $ 93,750 $ 67,000 - $ 97,500 3.9% CRM Business Analyst $ 68,500 - $ 93,500 $ 71,750 - $ 97,750 4.6% Perl/PHP/Python) skills .......................................7% CRM Technical Developer $ 76,750 - $102,500 $ 80,000 - $106,750 4.2%.NET development skills........................................8% Developer/Programmer Analyst $ 57,750 - $102,250 $ 60,750 - $107,500 5.2%PHP development skills .........................................8% ERP Business Analyst $ 71,250 - $ 98,250 $ 75,000 - $103,250 5.2%SAP development skills.........................................8% ERP Technical/Functional Analyst $ 77,000 - $106,750 $ 80,750 - $112,000 4.9%SharePoint skills..................................................12% ERP Technical Developer $ 79,250 - $109,500 $ 83,500 - $115,250 5.3%Visual Basic development skills............................4% Lead Applications Developer $ 85,000 - $117,500 $ 89,250 - $123,500 5.1% Mobile Applications Developer (New!) $ 78,000 - $112,250 $ 85,000 - $122,500 9.1%(B) Add the percentage below to IT Technical Writer $ 48,500 - $ 76,750 $ 49,500 - $ 78,250 2.0%salaries for the following skills: CONSULTING & SYSTEMS INTEGRATIONIBM DB2 database skills .......................................5%Oracle database skills ...........................................9% Director $ 99,250 - $148,000 $103,000 - $153,500 3.7%SQL Server database skills .................................10% Practice Manager $ 98,500 - $135,000 $102,250 - $140,250 3.9% Project Manager/Senior Consultant $ 81,500 - $117,000 $ 84,750 - $121,750 4.0%(C) Add the percentage below to IT Staff Consultant $ 63,000 - $ 88,000 $ 65,750 - $ 91,750 4.3%salaries for the following skills: Senior IT Auditor $ 89,750 - $123,500 $ 94,500 - $130,000 5.3%Performance testing (e.g., Mercury IT Auditor $ 77,750 - $108,000 $ 81,500 - $113,250 4.8% Interactive Tools) skills .......................................5% DATA/DATABASE ADMINISTRATION (B)(D) Add the percentage below to IT Database Manager $ 92,500 - $128,000 $ 96,500 - $133,500 4.3%salaries for the following skills: Database Developer $ 76,750 - $112,000 $ 82,000 - $119,750 6.9% Database Administrator $ 76,000 - $109,500 $ 79,000 - $113,750 3.9%AJAX (Asynchronous JavaScript and XML) Data Analyst/Report Writer $ 58,250 - $ 86,750 $ 61,000 - $ 91,000 4.8% development skills .............................................6% Data Architect $ 91,750 - $126,500 $ 97,500 - $134,250 6.2%ASP development skills.........................................4% Data Modeler $ 80,750 - $111,250 $ 85,500 - $117,750 5.9%C# development skills ...........................................8% Data Warehouse Manager $ 97,000 - $130,000 $101,250 - $135,750 4.4%Cold Fusion development skills.............................5% Data Warehouse Analyst $ 82,500 - $111,500 $ 88,000 - $119,000 6.7%Content management system (CMS) skills ...........7% Business Intelligence Analyst $ 82,500 - $116,250 $ 87,750 - $123,500 6.3%DCOM/COM/ActiveX development skills .............5% Portal Administrator (New!) $ 77,250 - $102,000 $ 80,500 - $106,500 4.3%Java/Java EE development skills .........................8% QUALITY ASSURANCE (QA) & TESTING (C)LAMP (Linux, Apache, MySQL and QA/Testing Manager $ 77,500 - $103,500 $ 80,250 - $107,000 3.5% Perl/PHP/Python) skills .......................................7% QA Associate/Analyst $ 53,250 - $ 82,250 $ 55,250 - $ 85,500 3.9%.NET development skills........................................8%PHP development skills .........................................8%SharePoint skills..................................................12%Virtualization skills ................................................9%Web services development skills .........................8% SALARY GUIDE 2012 8 tu
  11. 11. Robert Half Technology Money(E) Add the percentage below to ITsalaries for the following skills: 2012 Average Starting Salaries – United StatesCisco network administration skills ......................9%Linux/Unix administration skills............................8% Job Title 2011 2012 % ChangeVoice over Internet Protocol (VoIP) administration skills .............................................8% INTERNET & E-COMMERCE (D)Windows 2000/2003/XP/Vista skills .......................... 4%Windows Server 2008 skills .................................6% Senior Web Developer $ 80,250 - $110,750 $ 85,750 - $118,500 6.9% Web Developer $ 58,000 - $ 94,250 $ 61,250 - $ 99,250 5.4%Windows 7 skills ...................................................7% Web Administrator $ 55,750 - $ 84,000 $ 58,500 - $ 88,250 5.0%(F) Add the percentage below to IT Web Designer $ 50,750 - $ 83,000 $ 53,750 - $ 88,000 6.0%salaries for the following skills: Electronic Data Interchange (EDI) Specialist $ 63,250 - $ 89,750 $ 66,000 - $ 93,500 4.2% E-Commerce Analyst $ 68,500 - $ 98,750 $ 72,000 - $103,750 5.1%Check Point Firewall administration skills ............7% Messaging Administrator $ 59,750 - $ 87,000 $ 62,250 - $ 90,750 4.3%Cisco network administration skills ......................9%Linux/Unix administration skills............................8% NETWORKING/TELECOMMUNICATIONS (E) Network Architect $ 90,000 - $129,250 $ 95,500 - $137,000 6.0%(G) Add the percentage below to IT Network Manager $ 79,250 - $109,500 $ 82,750 - $114,500 4.5%salaries for the following skills: Network Engineer $ 71,000 - $101,750 $ 75,000 - $107,750 5.8%ASP development skills.........................................4% Wireless Network Engineer $ 74,750 - $102,500 $ 79,250 - $108,500 5.9%C# development skills ...........................................8% Network Administrator $ 55,750 - $ 82,750 $ 58,750 - $ 87,250 5.4% Pre-Sales Engineer/Technical Engineer $ 69,000 - $ 97,500 $ 71,750 - $101,500 4.1%C++ development skills .........................................5% Telecommunications Manager $ 74,750 - $101,500 $ 76,250 - $103,500 2.0%DCOM/COM/ActiveX development skills .............5% Telecommunications Specialist $ 50,750 - $ 76,750 $ 52,250 - $ 79,250 3.1%Java/Java EE development skills .........................8%.NET development skills........................................8% OPERATIONSPHP development skills .........................................8% Manager $ 58,750 - $ 81,750 $ 60,500 - $ 84,000 2.8%Visual Basic development skills............................4% Computer Operator $ 32,000 - $ 44,000 $ 32,250 - $ 44,500 1.0%Web services development skills .........................8% Mainframe Systems Programmer $ 55,500 - $ 77,000 $ 56,250 - $ 78,250 1.5%(H) Add the percentage below to IT SECURITY (F)salaries for the following skills: Data Security Analyst $ 84,000 - $114,500 $ 89,000 - $121,500 6.0%Basis administration skills ....................................5% Systems Security Administrator $ 81,500 - $112,500 $ 85,250 - $117,750 4.6% Network Security Administrator $ 81,000 - $111,250 $ 85,000 - $116,750 4.9%Cisco network administration skills ......................9% Network Security Engineer (New!) $ 85,250 - $112,500 $ 88,500 - $116,750 3.8%Linux/Unix administration skills............................8% Information Systems Security Manager $ 99,500 - $137,750 $103,500 - $143,500 4.1%Virtualization skills ................................................9%Windows 2000/2003/XP/Vista skills .......................... 4% SOFTWARE DEVELOPMENT (G)Windows Server 2008 skills .................................6% Product Manager $ 86,500 - $119,000 $ 90,750 - $124,750 4.9%Windows 7 skills ...................................................7% Software Engineer $ 73,500 - $112,000 $ 78,250 - $119,500 6.6% Software Developer $ 65,750 - $104,250 $ 70,000 - $111,000 6.5% TECHNICAL SERVICES, HELP DESK & TECHNICAL SUPPORT (H) Manager $ 68,000 - $ 96,750 $ 70,000 - $ 99,750 3.0% Desktop Support Analyst $ 46,500 - $ 68,250 $ 47,250 - $ 69,250 1.5% Systems Administrator $ 53,250 - $ 83,000 $ 56,250 - $ 87,500 5.5% Systems Engineer $ 66,750 - $ 97,000 $ 70,250 - $102,000 5.2% Help Desk Tier 3 $ 45,750 - $ 59,000 $ 47,750 - $ 61,500 4.3% Help Desk Tier 2 $ 36,750 - $ 47,750 $ 38,250 - $ 49,500 3.8% Help Desk Tier 1 $ 29,250 - $ 39,250 $ 30,250 - $ 40,500 3.3% Instructor/Trainer $ 47,250 - $ 75,000 $ 48,500 - $ 77,000 2.7% PC Technician $ 29,000 - $ 42,500 $ 30,000 - $ 44,250 3.8% Business Continuity Analyst $ 74,500 - $106,000 $ 78,750 - $112,000 5.7% SALARY GUIDE 2012 9 tu
  12. 12. Robert Half Technology201 average 2 starting salaries(A) Add the percentage below to ITsalaries for the following skills: 2012 Average Starting Salaries – CanadaAJAX (Asynchronous JavaScript and XML) development skills ..............................................4% Job Title 2011 2012 % ChangeBusiness Objects skills..........................................7%C# development skills ...........................................8% ADMINISTRATIONC++ development skills .........................................7% Chief Information Officer (CIO) $131,000 - $195,250 $137,000 - $204,000 4.5%Hyperion skills .......................................................6% Chief Technology Officer (CTO) $121,500 - $174,500 $125,500 - $180,250 3.3%Java/Java EE development skills .........................6% Chief Security Officer (CSO) $108,250 - $178,250 $113,750 - $187,250 5.1%LAMP (Linux, Apache, MySQL and Vice President of Information Technology $129,000 - $188,250 $134,000 - $195,500 3.9% Perl/PHP/Python) skills .......................................6% Information Technology Manager $ 94,000 - $123,250 $ 96,750 - $126,750 2.9%.NET development skills........................................8% APPLICATIONS DEVELOPMENT (A)PHP development skills .........................................6% Manager $ 93,250 - $123,000 $ 96,750 - $127,750 3.8%SAP development skills.........................................7% Project Manager $ 78,250 - $121,000 $ 81,250 - $125,500 3.8%SharePoint skills..................................................12% Systems Analyst $ 67,000 - $ 90,750 $ 69,500 - $ 94,250 3.8%Visual Basic development skills............................4% Applications Architect $ 89,500 - $117,750 $ 93,500 - $123,000 4.5% Business Systems Analyst $ 75,500 - $104,500 $ 78,500 - $108,750 4.0%(B) Add the percentage below to IT CRM Business Analyst $ 75,000 - $ 93,000 $ 78,500 - $ 97,500 4.8%salaries for the following skills: CRM Technical Developer $ 74,500 - $ 99,000 $ 77,750 - $103,250 4.3%IBM DB2 database skills .......................................6% Developer/Programmer Analyst $ 63,000 - $ 94,250 $ 66,250 - $ 99,000 5.1%Oracle database skills ...........................................8% ERP Business Analyst $ 80,000 - $105,000 $ 82,750 - $108,750 3.5%SQL Server database skills ...................................8% ERP Technical/Functional Analyst $ 82,250 - $118,000 $ 85,750 - $123,000 4.2% ERP Technical Developer $ 85,250 - $121,750 $ 89,250 - $127,500 4.7%(C) Add the percentage below to IT Lead Applications Developer $ 78,750 - $109,000 $ 82,500 - $114,250 4.8%salaries for the following skills: Mobile Applications Developer (New!) $ 67,000 - $ 95,000 $ 72,500 - $102,750 8.2% Technical Writer $ 47,000 - $ 73,750 $ 48,000 - $ 75,250 2.1%Performance testing (e.g., Mercury Interactive Tools) skills .......................................5% CONSULTING & SYSTEMS INTEGRATION Director $ 99,500 - $131,250 $104,250 - $137,500 4.8%(D) Add the percentage below to IT Practice Manager $ 86,750 - $126,250 $ 90,000 - $131,000 3.8%salaries for the following skills: Project Manager/Senior Consultant $ 82,750 - $127,500 $ 86,000 - $132,500 3.9%AJAX (Asynchronous JavaScript and XML) Staff Consultant $ 52,000 - $ 71,500 $ 54,500 - $ 75,000 4.9% development skills ..............................................4% Senior IT Auditor $ 95,000 - $145,500 $ 99,500 - $152,500 4.8%ASP development skills.........................................4% IT Auditor $ 74,500 - $ 97,000 $ 78,000 - $101,500 4.7%C# development skills ...........................................8% DATA/DATABASE ADMINISTRATION (B)Cold Fusion development skills.............................6% Database Manager $ 89,500 - $120,000 $ 92,750 - $124,250 3.6%Content management system (CMS) skills ...........7% Database Developer $ 70,250 - $ 98,750 $ 73,750 - $103,750 5.0%DCOM/COM/ActiveX development skills .............6% Database Administrator $ 71,000 - $ 97,000 $ 73,750 - $100,500 3.7%Java/Java EE development skills .........................6% Data Analyst/Report Writer $ 63,500 - $ 87,000 $ 65,750 - $ 90,250 3.7%LAMP (Linux, Apache, MySQL and Data Architect $ 87,500 - $119,750 $ 92,250 - $126,000 5.3% Perl/PHP/Python) skills .......................................6% Data Modeler $ 73,250 - $ 99,750 $ 77,250 - $105,000 5.3%.NET development skills........................................8% Data Warehouse Manager $ 86,000 - $116,250 $ 89,750 - $121,250 4.3%PHP development skills .........................................6% Data Warehouse Analyst $ 77,250 - $105,000 $ 81,750 - $111,250 5.9%SharePoint skills..................................................12% Business Intelligence Analyst $ 66,250 - $ 92,250 $ 70,750 - $ 98,500 6.8%Virtualization skills ..............................................10% Portal Administrator (New!) $ 62,500 - $ 85,000 $ 65,250 - $ 88,750 4.4%Web services development skills .........................7% QUALITY ASSURANCE (QA) & TESTING (C) QA/Testing Manager $ 71,750 - $ 96,000 $ 74,750 - $100,000 4.2% QA Associate/Analyst $ 60,500 - $ 84,500 $ 62,500 - $ 87,250 3.3% Note: All salary ranges on Pages 10 and 11 are in Canadian dollars. SALARY GUIDE 2012 10 t u
  13. 13. Robert Half Technology Money canada(E) Add the percentage below to ITsalaries for the following skills: 2012 Average Starting Salaries – CanadaCisco network administration skills ......................8%Linux/Unix administration skills............................6% Job Title 2011 2012 % ChangeVoice over Internet Protocol (VoIP) administration skills............................................8% INTERNET & E-COMMERCE (D)Windows 2000/2003/XP/Vista skills ....................5% Senior Web Developer $ 75,500 - $ 97,750 $ 80,000 - $103,500 5.9%Windows Server 2008 skills .................................6% Web Developer $ 55,750 - $ 80,750 $ 58,750 - $ 85,000 5.3%Windows 7 skills ...................................................7% Web Administrator $ 56,750 - $ 74,750 $ 59,500 - $ 78,250 4.8% Web Designer $ 58,750 - $ 81,250 $ 62,000 - $ 85,750 5.5%(F) Add the percentage below to IT Electronic Data Interchange (EDI) Specialist $ 61,750 - $ 85,750 $ 64,000 - $ 89,000 3.7% E-Commerce Analyst $ 60,750 - $ 87,000 $ 63,750 - $ 91,500 5.1%salaries for the following skills: Messaging Administrator $ 57,750 - $ 73,000 $ 60,500 - $ 76,250 4.6%Check Point Firewall administration skills ............7% NETWORKING/TELECOMMUNICATIONS (E)Cisco network administration skills ......................8%Linux/Unix administration skills............................6% Network Architect $ 82,000 - $121,000 $ 86,250 - $127,250 5.2% Network Manager $ 72,250 - $ 95,000 $ 75,500 - $ 99,250 4.5% Network Engineer $ 70,750 - $ 92,750 $ 75,000 - $ 98,250 6.0%(G) Add the percentage below to IT Wireless Network Engineer $ 76,500 - $ 98,250 $ 81,000 - $104,000 5.9%salaries for the following skills: Network Administrator $ 56,750 - $ 74,750 $ 60,000 - $ 79,000 5.7% Pre-Sales Engineer/Technical Engineer $ 76,250 - $ 94,000 $ 78,750 - $ 97,000 3.2%ASP development skills.........................................4% Telecommunications Manager $ 81,000 - $104,250 $ 83,250 - $107,250 2.8%C# development skills ...........................................8% Telecommunications Specialist $ 56,750 - $ 79,250 $ 58,500 - $ 81,500 2.9%C++ development skills .........................................7%DCOM/COM/ActiveX development skills .............6% OPERATIONSJava/Java EE development skills .........................6% Manager $ 70,750 - $ 84,000 $ 73,000 - $ 86,750 3.2%.NET development skills........................................8% Computer Operator $ 40,250 - $ 51,000 $ 40,750 - $ 51,500 1.1%PHP development skills .........................................6% Mainframe Systems Programmer $ 59,750 - $ 83,500 $ 61,000 - $ 85,000 1.9%Visual Basic development skills............................4% SECURITY (F)Web services development skills .........................7% Data Security Analyst $ 79,250 - $118,750 $ 83,250 - $124,500 4.9% Systems Security Administrator $ 69,000 - $ 96,250 $ 73,000 - $102,000 5.9%(H) Add the percentage below to IT Network Security Administrator $ 78,250 - $109,000 $ 81,500 - $113,750 4.3%salaries for the following skills: Network Security Engineer (New!) $ 82,000 - $107,000 $ 85,250 - $111,500 4.1% Information Systems Security Manager $ 89,750 - $117,500 $ 94,000 - $123,000 4.7%Basis administration skills ....................................4%Cisco network administration skills ......................8% SOFTWARE DEVELOPMENT (G)Linux/Unix administration skills............................6% Product Manager $ 88,750 - $117,500 $ 92,750 - $122,750 4.5%Virtualization skills ..............................................10% Software Engineer $ 71,250 - $103,000 $ 75,250 - $108,750 5.6%Windows 2000/2003/XP/Vista skills ....................5% Software Developer $ 56,250 - $ 94,000 $ 59,750 - $ 99,750 6.2%Windows Server 2008 skills .................................6% TECHNICAL SERVICES, HELP DESK & TECHNICAL SUPPORT (H)Windows 7 skills ...................................................7% Manager $ 73,250 - $ 98,000 $ 76,000 - $101,500 3.6% Desktop Support Analyst $ 51,000 - $ 69,750 $ 52,000 - $ 71,250 2.1% Systems Administrator $ 55,750 - $ 77,250 $ 59,000 - $ 81,750 5.8% Systems Engineer $ 65,000 - $ 82,750 $ 68,750 - $ 87,500 5.8% Help Desk Tier 3 $ 55,000 - $ 72,000 $ 57,500 - $ 75,250 4.5% Help Desk Tier 2 $ 44,250 - $ 55,000 $ 46,250 - $ 57,250 4.3% Help Desk Tier 1 $ 34,750 - $ 45,000 $ 36,000 - $ 46,500 3.4% Instructor/Trainer $ 51,250 - $ 70,500 $ 52,000 - $ 71,500 1.4% PC Technician $ 42,250 - $ 59,750 $ 43,500 - $ 61,750 3.2% Business Continuity Analyst $ 66,250 - $ 94,750 $ 68,750 - $ 98,500 3.9% SALARY GUIDE 2012 11 t u
  14. 14. Robert Half Technologylocal variancesThe starting salary ranges provided on the previous pages reflect thenational averages for each position. To determine the estimated salaryrange for a position in your area, use the local variance numbers below.Move the decimal point in the variance number two places to the left,then multiply this figure by the low and high ends of the salary range. DELAWAREUNITED STATES Wilmington . . . . . . . . . .102.0 ALABAMA DISTRICT OF COLUMBIA Birmingham . . . . . . . . . . .95.0 Washington. . . . . . . . . . .130.0 Mobile . . . . . . . . . . . . . . . .86.0 FLORIDA ARIZONA Fort Myers . . . . . . . . . . . . .86.0 Phoenix . . . . . . . . . . . . . .105.0 Jacksonville . . . . . . . . . . .93.0 Tucson . . . . . . . . . . . . . . .100.0 Melbourne. . . . . . . . . . . . .93.0 Miami/Fort Lauderdale .106.7 ARKANSAS Orlando . . . . . . . . . . . . . . .98.5 Fayetteville . . . . . . . . . . . .95.0 St. Petersburg . . . . . . . . . .94.0 Little Rock . . . . . . . . . . . . .95.0 Tampa. . . . . . . . . . . . . . . . .96.0 CALIFORNIA GEORGIA Fresno . . . . . . . . . . . . . . . .85.0 Atlanta . . . . . . . . . . . . . . .105.0 KANSAS Irvine . . . . . . . . . . . . . . . .124.5 Macon . . . . . . . . . . . . . . . .80.0 Los Angeles . . . . . . . . . .124.5 Savannah. . . . . . . . . . . . . .80.0 Kansas City . . . . . . . . . . . .97.0 MINNESOTA Oakland . . . . . . . . . . . . . .127.0 HAWAII KENTUCKY Bloomington . . . . . . . . . .105.5 Ontario . . . . . . . . . . . . . . .110.0 Sacramento. . . . . . . . . . .101.5 Honolulu . . . . . . . . . . . . . .92.0 Lexington. . . . . . . . . . . . . .87.5 Duluth. . . . . . . . . . . . . . . . .79.6 San Diego . . . . . . . . . . . .115.0 Louisville . . . . . . . . . . . . . .90.5 Minneapolis . . . . . . . . . .105.3 San Francisco. . . . . . . . .135.5 IDAHO Rochester . . . . . . . . . . . .100.5 LOUISIANA St. Cloud . . . . . . . . . . . . . .77.5 San Jose . . . . . . . . . . . . .133.0 Boise . . . . . . . . . . . . . . . . .86.1 Santa Barbara . . . . . . . .121.0 New Orleans. . . . . . . . . . .99.0 St. Paul. . . . . . . . . . . . . . . .99.5 Santa Rosa . . . . . . . . . . . .98.0 ILLINOIS MAINE MISSOURI Stockton . . . . . . . . . . . . . .85.0 Chicago . . . . . . . . . . . . . .122.7 Naperville . . . . . . . . . . . .112.0 Portland . . . . . . . . . . . . . . .95.0 Kansas City . . . . . . . . . . . .97.2 COLORADO St. Joseph . . . . . . . . . . . . .91.0 Rockford . . . . . . . . . . . . . .85.6 MARYLAND Boulder . . . . . . . . . . . . . .113.3 Springfield. . . . . . . . . . . . .91.0 St. Louis . . . . . . . . . . . . . .100.3 Colorado Springs . . . . . . .90.1 Baltimore. . . . . . . . . . . . .103.0 INDIANA NEBRASKA Denver . . . . . . . . . . . . . . .102.8 MASSACHUSETTS Fort Collins . . . . . . . . . . . .92.8 Fort Wayne . . . . . . . . . . . .80.5 Lincoln . . . . . . . . . . . . . . . .78.2 Boston . . . . . . . . . . . . . . .132.0 Omaha . . . . . . . . . . . . . . . .94.0 Greeley . . . . . . . . . . . . . . .83.8 Indianapolis . . . . . . . . . . .94.0 Springfield. . . . . . . . . . . .104.0 Loveland . . . . . . . . . . . . . .90.5 IOWA NEVADA Pueblo . . . . . . . . . . . . . . . .76.0 MICHIGAN Cedar Falls/Waterloo . . .80.7 Las Vegas . . . . . . . . . . . . .94.0 CONNECTICUT Ann Arbor . . . . . . . . . . . . .99.5 Reno . . . . . . . . . . . . . . . . . .94.0 Cedar Rapids . . . . . . . . . .90.0 Detroit . . . . . . . . . . . . . . . .98.7 Hartford . . . . . . . . . . . . . .116.5 Davenport . . . . . . . . . . . . .86.0 Grand Rapids . . . . . . . . . .84.5 NEW HAMPSHIRE New Haven . . . . . . . . . . .112.0 Des Moines . . . . . . . . . . . .97.0 Lansing . . . . . . . . . . . . . . .83.5 Manchester/Nashua . . .110.0 Stamford . . . . . . . . . . . . .131.0 Sioux City . . . . . . . . . . . . .78.1Source: U.S. Department of Labor’s Bureau of Labor Statistics and Robert Half Technology. City index figures are reflective of all industries and are not specific to the information technology field. SALARY GUIDE 2012 12 t u
  15. 15. Money RHODE ISLAND Providence . . . . . . . . . . . .97.0 SOUTH CAROLINA Charleston . . . . . . . . . . . . .92.0 Columbia . . . . . . . . . . . . . .93.0 Greenville . . . . . . . . . . . . .90.0 TENNESSEE Chattanooga . . . . . . . . . . .87.0 CANADA Cool Springs . . . . . . . . . . .98.0 ALBERTA Knoxville . . . . . . . . . . . . . .86.0 Memphis . . . . . . . . . . . . . .95.0 Calgary. . . . . . . . . . . . . . .103.3 Nashville . . . . . . . . . . . . . .97.5 Edmonton. . . . . . . . . . . . .101.6 TEXAS BRITISH COLUMBIA Austin . . . . . . . . . . . . . . . .103.5 Fraser Valley . . . . . . . . . . .98.1 Dallas . . . . . . . . . . . . . . . .105.5 Vancouver . . . . . . . . . . . .103.1 El Paso . . . . . . . . . . . . . . . .70.0 Victoria . . . . . . . . . . . . . . .95.2 Fort Worth . . . . . . . . . . . .100.2 MANITOBA Houston . . . . . . . . . . . . . .104.0 Winnipeg . . . . . . . . . . . . . .90.5 Midland/Odessa. . . . . . . .96.0 San Antonio . . . . . . . . . . .94.0 ONTARIONEW JERSEY UTAH Kitchener-Waterloo. . . . .95.5Mount Laurel . . . . . . . . .115.0 OHIO Ottawa . . . . . . . . . . . . . . .100.5 Salt Lake City . . . . . . . . .100.0Paramus. . . . . . . . . . . . . .130.0 Toronto . . . . . . . . . . . . . . .104.8 Akron . . . . . . . . . . . . . . . . .89.0Princeton . . . . . . . . . . . . .126.0 VIRGINIA Canton . . . . . . . . . . . . . . . .82.0 QUÉBECWoodbridge . . . . . . . . . .126.0 Cincinnati . . . . . . . . . . . . .97.5 Norfolk/Hampton Roads .92.0 Montréal . . . . . . . . . . . . .102.9NEW MEXICO Cleveland . . . . . . . . . . . . .95.0 Richmond . . . . . . . . . . . . .97.0 Québec City. . . . . . . . . . . .89.2 Columbus. . . . . . . . . . . . . .96.5 Tysons Corner . . . . . . . . .130.0Albuquerque . . . . . . . . . . .86.9 Dayton . . . . . . . . . . . . . . . .87.5 SASKATCHEWAN WASHINGTONNEW YORK Toledo . . . . . . . . . . . . . . . .85.4 Regina . . . . . . . . . . . . . . . .93.2 Youngstown . . . . . . . . . . .76.0 Seattle . . . . . . . . . . . . . . .118.9Albany . . . . . . . . . . . . . . . .97.0 Saskatoon . . . . . . . . . . . . .94.9 Spokane. . . . . . . . . . . . . . .82.0Buffalo . . . . . . . . . . . . . . . .95.0 OKLAHOMALong Island . . . . . . . . . . .135.0 WISCONSINNew York. . . . . . . . . . . . .141.0 Oklahoma City . . . . . . . . .89.7 Tulsa . . . . . . . . . . . . . . . . . .92.0 Appleton . . . . . . . . . . . . . .83.5Rochester . . . . . . . . . . . . .91.7 Green Bay . . . . . . . . . . . . .86.5Syracuse . . . . . . . . . . . . . .90.3 OREGON Madison. . . . . . . . . . . . . . .94.0NORTH CAROLINA Portland . . . . . . . . . . . . . .100.0 Milwaukee . . . . . . . . . . . .97.0 Waukesha . . . . . . . . . . . . .96.5Charlotte . . . . . . . . . . . . .102.0 PENNSYLVANIAGreensboro . . . . . . . . . . . .97.0 Harrisburg . . . . . . . . . . . . .95.0Raleigh. . . . . . . . . . . . . . .104.0 Philadelphia . . . . . . . . . .115.0 Pittsburgh . . . . . . . . . . . . .96.2 Note: Please contact a Robert Half Technology account executive for salary information regarding cities not listed above. SALARY GUIDE 2012 13 t u
  16. 16. Robert Half Technology glossary of job descriptions ARE YOU Administration p.15 RECRUITING Applications Development p.15 Consulting & THE WRONG Systems Integration p.18 Data/Database Administration p.19 PEOPLE? Internet & E-commerce p.21 Networking/ Unless your job description is accurate and Telecommunications p.22 thorough, you won’t attract the best candidates. Operations p.24 An IT professional who may be perfect for the role but doesn’t recognize him- or Quality Assurance (QA) & Testing p.24 herself in the wording used in the employment posting isn’t likely to apply. Security p.25 Software Development p.25 Vague or outdated job descriptions also invite a flood of resumes from unqualified candidates. Technical Services, Even if you eventually zero in on a suitable Help Desk & Technical Support p.26 person, an unclear listing can extend the hiring process and multiply all the associated costs. Our Glossary of Job Descriptions can help you better target the professionals you need. Use the descriptions on the following pages as a starting point and tailor them to match your specific requirements.SALARY GUIDE 2012 14 t u
  17. 17. Robert Half Technology JobsAdministrationCHIEF INFORMATION OFFICER (CIO) VICE PRESIDENT OF INFORMATIONCIOs need broad knowledge of all aspects of IT. They must have strong TECHNOLOGYanalytical, strategic planning and communication skills. The ability to The vice president of information technology position requires a provencollaborate effectively with other senior managers in order to define, ar- track record of leadership in technology management, including excel-ticulate and champion the ways in which technology requirements relate lent communication, analytical and organizational skills. A bachelor’sto the firm’s business is critical. A bachelor’s degree in computer science, degree in computer science or a related field and five to 10 years ofinformation systems or a related area is expected, and a master’s degree increasing responsibility are typical requirements for the job. Strategicis often required by employers. CIOs typically have at least 10 years of planning and tactical implementation are important attributes for thismanagerial experience in IT, though larger firms may require more. position as well.Typical duties include: Typical duties include:• Developing and directing the firm’s overall IT strategy • Managing the tactical, overall operations of the IT department • Working closely with other senior management, including the chief • Working with the firm’s senior IT team to help plan and coordinate executive officer, chief technology officer, chief operations offi- both short- and long-term systems strategy and implementation cer and chief financial officer, to coordinate data systems policies • Serving as a liaison between nontechnical business units and IT, and procedures communicating technical information and plans• Providing vision and leadership in all aspects of IT management and • Overseeing the department’s hiring, promotion and review processes operations INFORMATION TECHNOLOGY MANAGER• Approving all major system hardware and software purchasing decisions Information technology managers need a technical background, asCHIEF TECHNOLOGY OFFICER (CTO) well as business acumen and people management skills. Because theyCTO candidates require in-depth knowledge of all aspects of a firm’s data direct the work of other employees, these individuals require strongtechnology infrastructure. They also need the tactical managerial skills to interpersonal and communication abilities. Analytical thinking also islead the IT department in attaining the company’s current and future tech- very important, as this position often involves problem resolution andnology goals. They typically have a degree in computer science or a related process development. In addition, a strong customer-service orientationfield and at least seven to 10 years of experience in IT management. In is a must because information technology managers often serve as thelarger companies, the CTO may report to a chief information officer or a final escalation point for high-visibility troubleshooting. Employers lookchief operating officer. Candidates need excellent interpersonal and prob- for a bachelor’s degree in an IT-related field, plus at least five years oflem-solving skills, as well as the ability to plan and execute projects within experience with the specific types of business systems, hardware andtime and budget constraints. networking services utilized by the firm. Demonstrated leadership alsoTypical duties include: is required.• Setting the firm’s overall technology standards and practices Typical duties include:• Making recommendations, as well as explaining technology solutions to • Analyzing workflow, delegating projects and meeting departmental goals senior management through presentations and advocacy • Developing and monitoring performance standards• Managing the implementation of data systems and monitoring their • Providing input on hiring decisions for technical staff effectiveness in meeting business unit needs • Implementing and monitoring new projects• Providing leadership and managing a staff of direct reports in functional • Managing performance of and delegating projects to team members areas such as systems operations, LAN/WAN architecture, and hardware and software support Applications DevelopmentCHIEF SECURITY OFFICER (CSO) MANAGERCSOs need extensive experience in the field of information security, as Candidates seeking a manager of applications development position needwell as in-depth knowledge of this rapidly evolving and critical business a thorough technical background combined with outstanding managerialfunction. Employers look for a minimum of a bachelor’s degree in informa- and leadership talents. They must have strong oral and written commu-tion systems or a related field, as well as 10 or more years’ experience nication skills, project management experience, and proven abilities towith a focus on information security, compliance and privacy. The position facilitate multidisciplinary project teams in accomplishing strategic goals.requires excellent judgment and outstanding planning abilities in order to Employers look for a bachelor’s degree in computer science, informationcreate and maintain complex security systems. Compliance- and security- systems, engineering or a related field. Depending on the size of the de-related certifications are required. partment, the company may seek five to 10 or more years of combinedTypical duties include: development and managerial experience.• Managing enterprisewide security policies and systems Typical duties include:• Developing, implementing and monitoring long-term information security and • Assuming overall management responsibility for all aspects of the privacy strategy applications development department and its staff• Ensuring the firm meets all mandated security and compliance standards • Planning, coordinating and monitoring the progress of development• Coordinating work with all vendors, contractors and consultants to projects to ensure their ongoing alignment with business goals maintain and enhance data security SALARY GUIDE 2012 15 t u
  18. 18. Robert Half Technology • Hiring, training, motivating and evaluating staff Typical duties include: • Serving as a liaison to senior IT management, reporting on the • Designing major aspects of the architecture of an application, including status of current projects, identifying issues and assessing their components such as user interface, middleware and infrastructure impact, and proactively recommending solutions • Providing technical leadership to the applications development team • Performing design and code reviews PROJECT MANAGER • Ensuring that uniform enterprisewide application design standards Project managers must have demonstrated knowledge and experi- are maintained ence with project management methodologies in order to work with • Collaborating with other stakeholders to ensure architecture is aligned intricate, multifaceted projects. They need superb communication with business requirements and interpersonal skills to collaborate with the development team and make project presentations. Employers look for a bachelor’s BUSINESS SYSTEMS ANALYST degree in an IT- or business-related field, as well as a background Business systems analysts should have a solid understanding of business in applications development, and five or more years of experience functional areas, business management issues and data analysis. Excep- managing complex projects. Project management certifications, such tional written and oral communication abilities are required. Leadership, as those from PMI (Project Management Institute), also are highly initiative and advanced computer skills, including programming experi- recommended. ence, also are integral. Employers often seek at least a bachelor’s degree Typical duties include: and several years of computer applications and business experience. For • Managing overall coordination of IT applications development projects, more technically challenging positions involving complex business sys- from planning through implementation tems, a master’s degree with a concentration in information systems may • Setting project scope, priorities, deadlines and deliverable schedules be required. • Facilitating discussions and consensus among various project stake- Typical duties include: holders such as analysts, applications programmers and clients • Analyzing complex business problems and assessing how automated • Managing and monitoring project budgets and expenditures systems can be implemented to solve them • Formulating and defining the objectives and scope of business systems SYSTEMS ANALYST • Gathering data and analyzing business and user needs in consultation Candidates for a systems analyst position must be excellent analyti- with both business managers and end users cal thinkers and problem solvers, as well as effective communicators. • Providing IT support for regulatory and compliance activities They need a broad understanding of, and experience working with, • Making recommendations on hardware and software procurement to hardware and software systems, including their installation, mainte- support business goals nance and life cycles. Employers look for a minimum of a bachelor’s degree in information systems, computer science or a similar field, CUSTOMER RELATIONSHIP MANAGEMENT along with five or more years of experience working with specific (CRM) BUSINESS ANALYST applications and/or operating systems. Employers seek CRM business analysts with proven analytical and prob- lem-solving capabilities, as well as extensive technical and functional Typical duties include: experience with specific CRM systems. Because CRM business analysts • Analyzing systems hardware and software problems and develop- serve as liaisons between IT and business groups, strong interpersonal ing technical solutions and communication skills are essential. Employers also may require a dem- • Translating user and/or systems requirements into functional onstrated understanding of sales, marketing and other business processes. technical specifications CRM business analysts must be able to anticipate the organizational im- • Writing and maintaining detailed systems documentation, includ- pact of process changes. A bachelor’s degree in a computer- or business- ing user manuals and technical manuals related discipline is typically required, as is thorough knowledge of the • Acting as a liaison between developers and end users to ensure employer’s existing CRM applications. technical compatibility and satisfaction Typical duties include: APPLICATIONS ARCHITECT • Translating business requirements into user and functional requirements Applications architects require a high level of technical expertise • Conducting root cause analysis in support of process improvements combined with excellent planning, coordination and communication • Planning, conducting and directing the analysis of complex business skills, as well as the ability to work on teams. Practitioners must issues to be solved with process changes and information systems have experience with relevant development tools and specific appli- • Working closely with business users to resolve ongoing functional issues cation and system architecture, in addition to a strong understanding of object-oriented design. A bachelor’s degree in computer science CUSTOMER RELATIONSHIP MANAGEMENT or information systems is normally required, and a master’s degree is (CRM) TECHNICAL DEVELOPER highly desirable. Employers seek a minimum of five to eight years of Candidates for CRM technical developer positions must be able to work related work experience and often look for software skill sets such creatively and analytically in a problem-solving environment to develop, as AJAX, C#/C++ and LAMP. Expertise in the design, development enhance and maintain CRM solutions. They also need strong interpersonal and deployment of enterprise-level N-tier architecture in a Microsoft and communication skills in order to collaborate effectively with busi- .NET Framework or Java Enterprise Edition platform may be required. ness analysts, developers and other stakeholders. A bachelor’s degree in a computer-related field is typically required. Specific programming andSALARY GUIDE 2012 16 t u

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