While data around compensation is becoming more readily available, many people prefer to keep it under wraps. Respondents to Mobile Enterprise’s Salary Survey this year didn’t mind sharing such information, and we thank them for their participation.
Reports of comp are mixed. For more than a third, our recent survey shows, salaries will remain flat — 39% of respondents do not expect any change to wages in 2013.
Positively, however, there are IT professionals who report an increase and are optimistic going forward — 34% have already received a salary bump, and 28% expect to receive a raise in 2013. Still, 86% of those who have received or expect to receive a raise will only see the equivalent of a cost of living increase: 1-5%.
For the survey, every vertical is represented, with the majority of respondents (more than 65%) working in retail, healthcare, government, hospitality, manufacturing, education and finance. All participants are U.S.-based and provide a well-rounded sample from all regions of the country and all sizes of companies —52% represent enterprises of $250 million or less; 18% work for companies of $250 million to $500 million and more than 28% are employees of large businesses — upwards of $1 billion.
Interestingly, over a third of respondents, 36%, have been in their position for longer than 10 years. A full third of respondents are industry veterans (regardless of vertical), with 19% being 60 years or older and 6% in their positions for over 25 years. Only slightly under 5% are new hires — those in their positions for one year or less. The new hires come from education, healthcare, technology and construction.
The Mobile Enterprise audience is generally comprised of IT directors, managers and business leaders, so it is no surprise that most of the survey’s respondents, 58%, are from IT and 13% are from corporate, with 46% holding a technology title, and 6% being members of the C-Suite, respectively. Others are from sales and marketing, operations and support staff.
In addition, half of all respondents have buying power — 50% make financial decisions related to mobile/wireless purchasing; 30% deploy, maintain and administer networks, mobile devices and apps.
Respondents fell into the following (See Figure 3) salary brackets in 2012, and data from 2011 is also included as a reference. While the same exact respondents did not reply year over year, the sample still provides insight into the trends at each salary level.
No Bonus, No Stocks
More than 41% said they were not given a cash bonus in 2012, and a whopping 88% did not receive stock options or stock grants as part of compensation. Of those who did receive bonuses, most were in the 5 –10% of salary range — 24% and 11% respectively.
However, 77% do have 401Ks and 55% have a retirement plan. In addition, 47% have an education reimbursement program available and 35% have access to tuition assistance. Most respondents continue to have employer sponsored health care coverage – 90% have medical, 81% have dental and 67% have vision plans.
On The Clock
Although we did not get into specifics on productivity, the hours that respondents work reflect a burgeoning work week — 54% say they are on the job for 41-50 hours; another 22% works 51-60 hours while 9% work upwards of 61 hours per week.
This is notable because a reduction in hours can be the equivalent to the loss of jobs. For example, as of presstime, the average work week had decreased by two tenths of an hour, according to the U.S. Department of Labor. That doesn’t sounds like much on the face of it, but is actually similar to losing 760K jobs.
How does mobility factor in for the workforce? A good portion, 40%, spends between 10-29 hours doing their job away from the office. While more than 46% spend 10 hours or less working mobile, only 5% have no mobility at all. Conversely, about 4% are mobile for 40 hours or more, which is taking the average work week and making it completely remote.
Almost all use a smartphone (93%), while 79% use a laptop and 54% use a tablet. The data also showed a strange split between corporate owned and BYOD. While 69% use their own smartphone, a good 61% use a corporate issued device, which indicates employees are receiving one model from the job, and one they actually like to use. Also of note: only 21% bring their own laptop to work, while 87% use a company-issued device.
Mobile Explosion…or Shortage?
The world’s mobile worker population will reach 1.3 billion by 2015, according to IDC. This represents almost 40% of the global workforce. Yet when it comes to providing mobility to the enterprise, businesses in the U.S. are actually short-staffed.
In a virtual roundtable Q&A with the Mobile Enterprise Editorial Advisory Board, held at the beginning of this year, Patricia Smith, CIO, Our Kids of Miami-Dade/Monroe, Inc. noted she is “concerned about getting the right people for the job,” especially with the rapidly changing pace of technology.
“Recruiting and keeping IT talent is a top challenge,” Smith said. “The marketplace has really heated up for HTML5 and JQuery and mobile app development in general. Several local CIO’s have approached me recently looking for talent.”
TEKsystems, an IT staffing solutions provider, confirms that companies around the country have a shortage of in-house expertise when it comes to mobility projects. A study conducted on behalf of the firm shows that 41% of respondents “struggle with finding and attracting the talent and skills required to handle mobility projects in-house.” So application development is often outsourced.
Why is that? It’s a combination of reasons. One, there is a lack of mobility expertise specifically because the technology itself is still immature. The iPhone, for example, was only released in 2007, followed by the iPad in 2010.
Two, companies often have a hard time recognizing talent. If a job description calls for two years experience in a certain language or platform, a prospective applicant may not have a career history specifically tied to it.
Also, as Matthew Fielman, Director of IT Search at TEKsystems says, many professionals are self-taught in mobile development, and companies do not know how to measure that.
TEKsystems, which offers network-based recruiting, mostly by referral, services all verticals, so Fielman has a good eye of the landscape. What does he see? “The IT professionals want to partner with those who understand what it is they do and can align opportunities based on their interests,” he said. And employers want them — mobile development experts in fact, have their choice.
So,while salaries are flat in general, for the highly skilled — the UI Designer, the UI/UX professional, web frame work experts, and mobility (iOS, Android, tablet development), etc. — the ceiling is actually coming up. Mobile technology salary rates, he added, have been aggressive in major markets with employers throwing in incentives such as allowing remote work.
While in-house app developers may be in short supply, cyber security experts are actually scarce. Graduates in this field, unlike others who are struggling, are also likelier to have a position waiting, if not a choice of employers.
To counteract the void, colleges and universities are stepping up their curriculums, and specialized schools are popping up to prep the next generation of IT professionals. The Center for Internet Security, for example, opened the Cyber Teaching Hospital in New York this year. The 501(c)(3) nonprofit currently works with John Jay College, Norwich University, NYU-Poly, the University at Albany, and Utica College, among others, to select participants.
In the meantime, employers are faced with either recognizing the talent when it appears, or outsourcing mobility projects. The key for employees, is to make sure that their skill sets include mobile. It’s clear that as the mobility in the enterprise increases, that’s where the salaries will increase as well.