2009 Salaries: Super or Not?
By Susan Nunziata
Was your salary super in 2009?
The answer is probably yes if you work in a non-IT C-level position, if you're an operations, finance or administration executive, if you're an engineer or analyst, or if your job is in sales or marketing. All of these job functions experienced a nice bump in compensation compared to 2008 levels.
The bad news is that if you're a CTO, CIO, or senior-level manager, you were lucky to come out of 2009 with a salary that was flat compared with the prior calendar year.
Read on to see the results of our Third Annual Mobile Enterprise Salary Survey, and see how your compensation package stacks up.
Mobile enterprise executives experienced a markedly mixed environment when it came to their salary levels in calendar year 2009. Certain job functions showed hefty increases over the previous 12 months, while others were flat or down year-on-year.
These are the results of the Third Annual Mobile Enterprise Salary Survey, which was fielded to Mobile Enterprise readers in May and June 2010. Respondents were asked to report their annual salaries for the calendar years 2008 and 2009.
The average respondent to this year's survey is a 55-year-old male in an IT management role who earned $106,311 in 2009, only 1.05% more than the $105,196 he earned in 2008. He's been in his industry for more than 26 years and has held his current position for just two of those years.
He spends fewer than 10 hours per week as a mobile employee (meaning that he is not performing his job at a specific desk at his company's office). He's one of 5,000 employees at an enterprise that brought in $5 billion or more in annual revenue in 2009.
For the purposes of this report, we broadly define the mobile executive as anyone who is actively involved in making purchasing decisions, managing, deploying or using mobile devices, software and/or wireless networks for their enterprises.
The figures comparing average salaries in 2009 and 2008 (Figs. 2 and 4) are derived from responses to our 2010 questionnaire. These are not a comparison between our 2010 and 2009 survey results. This is because the profile of our 2010 survey respondents differs in several ways from those who took our 2008 survey, most notably in terms of the vertical markets served and the size of company.
The 224 respondents to our 2010 Salary Survey are employed at enterprises of varying sizes across a range of vertical markets. The verticals with the greatest number of respondents include:
- Healthcare (medical/pharmaceutical/hospital)
- Government (non-military, non-public safety)
Four in 10 respondents (40.6%) make financial decisions related to the purchasing and deployment of mobile and/or wireless solutions in their organization; of these, 28.1% also have operational responsibility for those solutions (Fig. 1). Nearly one fifth of respondents (19.8%) are responsible for the management or administration of their mobile and wireless deployments and/or networks, while 20.5% are users of these services in the enterprise but have no decision-making or operational responsibility for the solutions.
Interestingly, this year the biggest increases didn't go to those who make the big decisions (Fig. 2). In fact, it was the executives responsible for the management and/or administration of enterprise mobility solutions who earned the greatest average year-on-year salary increase. The average 2009 salary for these executives was $94,187, a 6.83% increase over the average $87,750 earned in 2008.
Users of enterprise mobility solutions earned an average 3.58% increase in 2009, for an average salary of $87,375 compared with $84,250 in the previous year. In most other decision-making categories, the average salary was either flat or down in 2009 compared with the prior 12 months.
Respondents in 2010 span a range of job functions (Fig. 3), including non-IT C-Level executives (9.0%), CTO/CIO (5.2%), IT management (33.8%) and non-IT management (16.2%).
Average salaries remained flat or declined for respondents in the CTO/CIO, IT management, and non-IT management categories (Fig. 4). Average salaries for C-level (non-IT) executives, engineers, analysts, consultants, sales and marketing executives, and operations/administration/finance executives all increased in 2009 compared with the prior year.
Unlike our year-on-year salary calculations, our year-on-year comparisons of benefits beyond salary (Fig. 5) and average number of hours worked per week (Fig. 6) are derived from responses to our 2010 and 2009 surveys.
In terms of benefits, the picture is brighter than it was a year ago. The percentage of respondents receiving paid vacations, health insurance, paid sick time, maternity and paternity leave all increased in 2010 compared with 2009. That said, there are some benefits categories on the decline, including (ironically for our audience) telework/work-from-home options, as well as stock options.
There has been an upswing in number of hours worked per week. About half of all respondents in 2010 and 2009 reported working 41-50 hours a week. For the first time this year, we asked respondents if they were working 61 hours or more each week (6.3% said yes). Nearly a quarter (23.1%) worked 51-60 hours per week in 2010
In looking at trends around benefits and number of hours worked, it's important to note that some of these shifts may be attributable to variances in the size of the enterprises and the vertical markets represented by individual respondents year-on-year.
Why Not Mobile?
Once again we're surprised by the relatively small percentage of respondents (6.9%) who say they are mobile workers for more than 40 hours per week (Fig. 7). Half of all respondents are either deskbound or spend fewer than 10 hours a week mobile (50.3%).
While the average salaries and percentage increases in this report are aggregated from actual dollar amounts reported by respondents to our 2010 survey, we also asked survey takers to tell us whether or not they had received a salary increase in the past 12 months. Overall, more than half of respondents (53%) reported that they did not receive a raise, while 47% said they did (Fig. 8). Most of those who earned a salary bump report receiving an average 2%-3% increase over the prior 12 months.
We also asked respondents to tell us whether or not their salaries had been reduced in the past 12 months. Most respondents (84.9%) say they did not have their salaries cut; of the 15.1% who did, the average decrease was 5%, although a handful report salary reductions of 10%-15%.
The majority of respondents (58.1%) have been in their respective industries for 20 years or more (of these, 38.9% have been in their industry for 26 years or more). More than one quarter (29.9%) have been in their industry for 11-19 years, while 12% have been in their industry for one to 10 years.
A few respondents (2.9%) have held their current position for less than a year. The majority (55.3%) have had their current post for one to 10 years, 29.9% have held their current job for 11-19 years. Of the 13% who have held their current position for 20 years or more, 6.7% report being in their current position 26 years or more.
Respondents are scattered throughout the U.S., with 26.2% based in the Midwest, 22.6% in the Northeast, and 17.4% in the Southeast. The remainder are divided among the Mid-Atlantic, Southwest, West Coast and Pacific Northwest regions. All respondents are based in the U.S. More than eight in 10 respondents (82.5%) are male.
About the Mobile Enterprise 2009 Salary Survey
This survey was conducted over a six-week period in May and June 2010 by Mobile Enterprise. The survey responses were obtained by sending an email invitation to Mobile Enterprise subscribers that asked respondents to participate in the survey using a web-based form. A drawing to win one of two $50 Visa Gift Checques was offered as an incentive to complete the survey. Three reminder invitations were sent to those that did not respond to the initial survey. A total of 224 respondents entered the survey. Some respondents did not complete all aspects of every question. Mobile Enterprise performed the random drawing to select the winners of the incentive.