IT Executive Survey
The Edward Perlin Associates Salary Survey of Information Technology Executive Positions has been conducted annually since 1979. It has become the essential compensation management tool for many of our client companies because the reports are up to date, reliable, informative and clear.
The reports and analysis provided in these surveys will immediately become part of the salary planning process for your information technology staff.
Job-by-job and overall position analyzed for each participant.
Graphs showing cumulative probability associated with base and total compensation pay rates for each position.
2006 IT EXECUTIVE SALARY SURVEY POSITION TITLES
Area Head
Division Head
Group Head, Generic
Group Head, Computer Services
Group Head, Information Management
Group Head, Systems Design and Development
Group Head, Telecommunications Services
Group Head, E-Commerce
Technology Research Head
Data Center Head
Systems Software Head
Manager, Systems Software
Quality Assurance Head
Systems Integration Services Head
Data Base Development & Administration Head
Systems Planning & Architecture Head
Systems Architecture Head
Manager, Resources Management
Systems Design and Development Head
Individual Computing Head
Manager, Data Communications Systems Software
Manager, Network Planning
Manager, Network Services
Information Security Head
Disaster Recovery Services Head
Senior Technical Consultant
Technical Consultant
Relationship Management Head
Relationship Manager
Web Master
Project Management Principal
Executive Data DisplaysThe Executive IT Survey Data Display Reports describe each survey position in two pages.
The first page displays four graphs, two each for base and total compensation. Bar graphs are frequency diagrams showing the number of incumbents by compensation level. Line graphs show the cumulative percentage of incumbents with compensation at or below a particular compensation level (e.g., percentile).
The second page displays the average of each participant's incumbents raw data for each position surveyed and is displayed as follows:
Number of Incumbents - the number of incumbents reported by the participant.
Number Receiving - the number of the incumbents receiving a bonus/incentive.
Base Compensation - the average base salary.
Total Compensation - the average total salary (e.g., base plus bonus/incentive).
Bonus Percent - the average bonus percent for those receiving bonuses.
Salary Structure Range - The minimum, midpoint and maximum of the position's salary structure.
Range Minimum - the minimum of the position's salary structure.
Range Midpoint - the midpoint of the position's salary structure.
Range Maximum ñ the maximum of the position's salary structure.
Job Match - the quality of job match reported on a scale of 1 (highest) to 5 (lowest).
Incentive Compensation Range - the minimum, target, and maximum expressed as a percentage of base salary.
Years of Service - the number of years with the participating firm.
Years of Responsibility - the average number of years with the current responsibilities.
Years of Experience - the number of years of experience in Information Technology.
Profit Sharing - the percentage of profit sharing based on the most recent experience.
Operating Budget - the operating budget controlled by the incumbents.
Direct Reports - the number of employees supervised directly by incumbents.
Indirect Reports - the number of employees reporting indirectly to incumbents.
Officer/Non-officer - the percentage of incumbents that are officers of the company.
Global Responsibility - the percentage of incumbents that have global responsibility.
Education - the level of education of the incumbents (e.g., high school, college, postgraduate).
Additional Executive Survey ReportsIn addition to the benchmark reports and data displays, the following variables are reported as part of the IT Executive Survey.
Perquisites Offered:
Supplemental health insurance
Supplemental life insurance
Long term disability plans
Physical exams
Financial planning
Cellular phoneAnnual Bonus/Incentive
An overview of annual bonus/incentive programs; how are awards/determined, if it is a unique plan for the Information Technology area, if companies which do not currently have a plan are working towards developing one, program design, and if awards of deferred or lump-sum.
Long Term Programs
Programs include:Stock options
Stock appreciation rights
Restricted stock
Performance unit
Hardware/Operating Systems/Environments
Summary of the hardware/operating systems utilized at the participating companies.