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© 2009 Robert Half Technology. An Equal Opportunity Employer. RHT-1009-3646

SALARY GUIDE
for technology professionals

2010

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From the Chairman

Table of Contents
From the Chairman ................................................................................................................................1 Using the Salary Guide .........................................................................................................................2 Building Strong IT Teams ......................................................................................................................3 Keeping Up Staff Morale: Not a Luxury................................................................................................6 Staffing Flexibility: A Perennial Advantage ..........................................................................................8 IT Salaries – United States .................................................................................................................10 Adjusting Salaries for U.S. Cities .......................................................................................................14 IT Salaries – Canada ...........................................................................................................................18 Adjusting Salaries for Canadian Cities ...............................................................................................22 Working With Robert Half Technology ...............................................................................................23 Office Directory ...................................................................................................................................24 Dear Colleague: In any economic cycle, having access to up-to-date, region-specific salary information for the technology positions you need to fill gives you a competitive advantage. To assist you, we are pleased to provide the Robert Half Technology 2010 Salary Guide. This year, we’ve also introduced a new online Salary Center (www.rht.com/SalaryCenter) that features additional commentary on hiring trends and an interactive salary calculator. Our Salary Guide is one of many valuable resources we offer the businesses we serve. Our staffing and recruiting professionals in more than 100 Robert Half Technology locations worldwide can share additional insights with you and offer assistance with your project and full-time staffing needs. To learn more about our services and the informational materials we offer, please visit our website, www.rht.com. Sincerely,

Max Messmer Chairman and CEO

All trademarks contained herein are the property of their respective owners.

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Building Strong IT Teams
Businesses recognize it is difficult to operate efficiently without a solid IT function. A company’s IT department must be prepared to move quickly and strategically to implement new technologies that will provide the firm with a competitive advantage. Firms that invest in developing a skilled base of IT talent will have a perennial advantage. The best-managed organizations begin the recruiting process with a thorough evaluation of their workload and priorities. Rather than automatically filling vacancies with individuals who have the same abilities and experience as their predecessors, managers are more carefully prioritizing current needs, updating job descriptions and seeking candidates who meet those revised requirements.

Skills in Demand
Proven technical abilities are indispensable for any IT professional, but managers are increasingly seeking well-rounded candidates with strong communication skills. Technology professionals must be able to interact with peers in other areas of the company to ensure cross-departmental business needs are met. In addition, professionals who understand how IT initiatives tie to larger business objectives are better able to help firms reduce costs, increase profitability and enhance efficiencies. While the most sought-after technical skills vary greatly across industries and geographies, expertise in several areas remains consistently in demand: • Network administration – Cloud computing, Voice over Internet Protocol (VoIP) and Software as a Service (SaaS) have drastically increased the complexity and requirements placed on networks. • Virtualization – Virtualization tools enable greater hardware utilization while reducing administration costs, as well as space and power requirements. • Applications and web development – The continuing rise of social media and interactive web functionality has fueled further growth in web technologies. .NET development skills are among those most sought after by employers. • Help desk and desktop support – As companies implement new technologies, customer- and end-user-facing roles, such as help desk and desktop support, remain critical.

Using the Salary Guide
Hiring skilled workers is one of a manager’s most essential – and most challenging – tasks. Not making the right match can be costly in terms of the resources spent recruiting and training a new employee, as well as the lost productivity involved in searching for a replacement. The 2010 Salary Guide from Robert Half Technology can make the hiring process easier and more effective.
The Salary Guide features starting salary information for 70 positions. Our analysis is based on: • The thousands of interim and full-time placements we make each year • Local insight from our staffing and recruiting professionals throughout our branch network • Exclusive workplace research we conduct among chief information officers (CIOs) at companies in the United States and Canada • A review of actual starting salaries in 2009 and an extrapolation of these trends into 2010

Trends Shaping the IT Hiring Environment
Versatility is always a desirable attribute in an IT professional, but it has become particularly valuable as organizations strive to maintain productivity while keeping personnel levels in line with budget demands. Firms are seeking IT professionals who are adaptable to change, can quickly learn new skills and are willing to assume varied responsibilities. By contrast, candidates who have difficulty working outside of a narrowly defined technical specialty may find they are at a disadvantage in the employment market. Also affecting hiring is the number of IT professionals who are delaying retirement or re-entering the workforce after retirement. These seasoned professionals are creating more competition for both full-time and consulting roles.

Educational institutions, media outlets and government offices consult the Salary Guide for the most comprehensive information on compensation and hiring. We hope this resource will be useful in your recruitment efforts.

About the Salaries
In each job category, the salary ranges listed represent starting compensation only because hard-to-measure factors such as seniority and job performance can affect ongoing pay. Bonuses, incentives and other benefits also are not reflected in the average starting salaries, since they vary greatly by industry and company. The figures in the Salary Guide are national averages. To adjust them to your local market, please turn to Page 14 for U.S. cities and Page 22 for Canadian cities. This year, we have included local variance figures for more than 55 additional metropolitan areas, allowing you to customize compensation levels for nearly 150 local markets across North America. A Robert Half Technology representative can offer additional assistance in creating compensation packages customized to your business.

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Building Strong IT Teams

Hiring Plans in Action
Hiring mistakes are always costly in terms of productivity, teamwork and morale. As a result, businesses are taking careful steps to ensure they select the best possible IT candidates. Following are some tips for hiring managers: • Outline clear job requirements for the position you are filling, creating a targeted job description that can be used in the employment ad and throughout the hiring process. • Remain actively involved throughout the recruitment process. Because you have the most accurate understanding of what the position demands, your direct participation is essential. • Focus on professional networking, both online and in person. Staying active with industry associations also can help you reach your target candidate base.

• Conduct phone interviews with applicants whose resumes draw your interest to determine whether they are qualified for the job and possess strong communication skills. This will narrow the list of applicants you invite for in-person interviews. • Work with a specialized staffing firm that can locate and identify the strongest IT candidates, including those who may not be actively looking for new jobs but are open to the right opportunity. These firms also can provide skilled professionals you can assess firsthand on a project basis before extending a full-time employment offer. For more information about building strong IT teams, including the latest hiring outlook and regional trends, as well as an interactive salary calculator, please visit www.rht.com/SalaryCenter.

Top Technology Investments
Following are the top areas where CIOs plan to invest, many of which will drive IT hiring.

Information security Virtualization Data center efficiency Voice over Internet Protocol (VoIP) Software as a Service (SaaS) Business intelligence Green IT Social networking Web 2.0

45% 28% 28% 27% 26% 20% 20% 18% 17%

Source: Robert Half Technology survey of 1,189 CIOs from companies in the United States and Canada with 100 or more employees. CIOs were allowed multiple responses.

Upgrades on the Horizon
CIOs were asked, “Which of the following systems, if any, are you likely to upgrade in the next 12 months?” Their responses:

The Value of Certifications
For managers hiring technology professionals, certifications are an important consideration. How much value should be placed on them depends on the needs of the IT department. While there are numerous IT certifications across a wide range of job categories, the following are examples of some that are in demand by employers: • Microsoft certifications, including the Microsoft Certified Technology Specialist (MCTS) and Microsoft Certified IT Professional (MCITP) • Cisco certifications, such as the Cisco Certified Network Associate (CCNA) • Certified Information Systems Security Professional (CISSP) • Project Management Professional (PMP)
Hardware Servers Wireless devices Database software/Database administration Wireless networks Business intelligence software Customer relationship management Enterprise resource planning Enterprise risk management
54% 46% 31% 31% 29% 15% 15% 13% 10%

Source: Robert Half Technology survey (April 2009) of 1,169 CIOs from companies in the United States and Canada with 100 or more employees. CIOs were allowed multiple responses.

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Provide Relief When Necessary
Most employees recognize the importance of working hard to meet critical deadlines when the team is short-staffed. But even your best people can’t be expected to endlessly pitch in with extra effort. Bringing in project IT professionals to fill staffing gaps takes some of the pressure off of your core team and gives you access to skills that may not be available internally.

Help Employees Keep Their Skills Sharp
The ability of your staff to update skills and develop new ones is what keeps your business competitive. It also helps to shape your future leaders. Augment formal training by giving employees an opportunity to work on special projects, serve on cross-departmental teams or learn from a mentor.

Keeping Up Staff Morale: Not a Luxury
The need to maintain employee morale can sometimes escape a busy manager’s radar. But keeping your team engaged is not something that can be postponed. Companies with enthusiastic workers have higher productivity levels and retention rates. Even if budgets are tight, there are a number of meaningful ways to motivate your employees. Here are some suggestions: is about more than simply keeping your door open. Managers who don’t respond promptly to voice mails or e-mails from staff, or have a habit of interrupting a conversation to take a phone call, for example, signal that they have more important things to do than support their team.

Six Sure-fire Morale Deflators – and How to Avoid Them
1. Not standing by your team. Managers who don’t support their workers lose their trust. Stand up for your staff members, particularly if they’re criticized unfairly. If you’re there for them, they’ll be there for you. 2. Ignoring the rumor mill. It exists in every organization, and there’s always plenty of grist. In times of change, tell your team all you can – as early as you can – to cut back on grapevine chatter. 3. Thinking it’s all about money. Without a doubt, money matters when it comes to retention, but it’s not all that is important. According to a Robert Half survey, the primary reason people quit their jobs is unhappiness with management, followed by limited opportunity for advancement and lack of recognition. Compensation ranked fourth. 4. Oiling only the squeaky wheel. For every person who approaches you with questions or concerns, there are several others who won’t. Regularly touch base with employees in person. You’ll be able to solicit feedback from your strong, silent types in addition to your more vocal team members. 5. Catching people off guard. Employees should never be surprised by what they hear during a performance review. Consistently let staff members know what they’re doing right and alert them to areas where they should strive to improve. 6. Making staff afraid to ask for help. Often, your most reliable staff members will be the most overloaded and least likely to speak up. Sure, you appreciate hard work, but don’t inadvertently promote a culture where your workers feel it is unacceptable to request assistance with projects when needed.

Capitalize on the Multiple Advantages of Delegating
Some managers avoid delegating tasks they decide would take longer to explain to someone than to simply complete the work themselves. But there is more to delegating than meets the eye. Not only does it allow you more time to focus on your top priorities, it also motivates your team. Giving employees greater ownership of projects empowers them to perform at peak levels and allows them to build new skills.

Keep Lines of Communication Open
Effective communication consistently ranks first whenever Robert Half asks executives about the best way to improve the enthusiasm of their workforce. In a recent Robert Half survey, for example, nearly half (48 percent) of executives interviewed cited better communication as the best remedy for low morale. It is especially important to communicate frequently during times of change, when employees are most likely to seek information and guidance.

Give Your Team Credit
Employees need regular positive reinforcement. Recognition is not only one of the most productive morale-boosting strategies but also one of the simplest and most cost-effective to address. A single heartfelt “thank you” delivered in person can do wonders.

Maintain an Open-Door Policy
When you’re known to be accessible, employees are more likely to come to you with problems before they escalate. However, being available

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• Reduced burden on full-time staff – Using project workers to assist with dayto-day responsibilities allows core staff to pursue more complex challenges or take time off to recharge. • Wider choices – If an initiative requires specialized, technical knowledge that doesn’t exist in-house, you can find project professionals who possess these precise skill sets. More and more experienced professionals are choosing consulting because of the flexibility and variety of assignments it offers, which deepens the talent pool. • You can ‘try out’ potential hires – You can observe and evaluate project professionals you’ve engaged and determine their potential fit with your core staff. Having the opportunity to assess a potential employee firsthand provides far more insight than reading a resume or conducting an interview.

Partnering With a Staffing Firm
A well-chosen staffing service can serve as your long-term partner and advisor. The best firms have experience helping clients grow in good times and successfully navigate economic downturns. Businesses are more likely to find the talent they seek and also save money in the long run by using a staffing firm specializing in professional-level candidates in the IT field. Robert Half Technology maintains a large network to increase the number and quality of our contacts, giving you access to highly skilled IT professionals you would not typically find on your own. Using a specialized firm is also advantageous when engaging contract professionals because a higher quality candidate will finish the job more quickly and with greater accuracy than lower-cost, nonspecialized personnel.

Staffing Flexibility: A Perennial Advantage
Most businesses recognize the wisdom of longrange operational planning but often fall short when it comes to adopting a staffing plan that can serve them day in and day out. As a result, a cycle of layoffs, followed by more hiring, then additional layoffs, is all too common. To prosper in good times and bad, companies need a flexible approach to staff management — and preferably one that saves them money in the process. Staffing flexibility requires a holistic view of both short- and long-term needs. In times of rapid change, cutting or expanding full-time staff without stepping back to consider the bigger picture can be a mistake. Broadly implemented personnel reductions can cause you to lose talent you may need in the future. Likewise, hiring to quickly meet immediate needs can cause you to overlook how external and internal conditions may have changed since a position was last filled. Such shifts can significantly affect whether you should seek a replacement — or make alternative arrangements. First, look internally. Can you reprioritize projects and temporarily reassign some of your staff members to more pressing matters? If this is not feasible, consider filling positions for which you clearly expect to have a long-term need with additional full-time hires and 8 augmenting this core staff with contract professionals for shorter-term, project roles or expertise you may need only occasionally. This blend of full-time and interim professionals will afford you the greatest flexibility, both currently and when conditions again begin to change. Following are the major advantages of a flexible staffing strategy: • Cost savings – A mix of employee resources enables you to turn some of your fixed personnel costs into variable expenses because you pay only for the talent you need when it’s truly needed. In addition, you’ll lower the high costs associated with hiring and training new staff while reining in overtime expenses. • Improved competitive position – Consistently having more control of personnel costs gives you an advantage over your competitors with less flexible staffing strategies that may be more vulnerable to economic ups and downs. • Higher retention rates – A full-time/ contract employee mix reduces stress for core employees and protects their jobs by decreasing the likelihood of further fulltime cutbacks. This can’t help but improve satisfaction and retention.

Variable Staffing Plans
CIOs were asked, “Which classification of IT workers does your company plan to add?” Their responses:

Full-time employees only 8% 9%

51%

Contract or project workers only Mix of full-time and part-time employees

20% 12%

Mix of full-time and contract or project workers Part-time employees only

Source: Robert Half Technology survey (June 2009) of 123 CIOs from companies in the United States and Canada with 100 or more employees

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IT Salaries – United States
Job Title Administration
Chief Information Officer (CIO) Chief Technology Officer (CTO) Chief Security Officer (CSO) Vice President of Information Technology Information Technology Manager $132,500 - $215,700 $110,250 - $173,250 $105,500 - $157,500 $116,750 - $171,250 $ 88,750 - $126,500 $130,250 - $210,500 $111,750 - $174,250 $107,000 - $160,250 $116,500 - $169,000 $ 84,750 - $123,250 -2.1% 0.9% 1.6% -0.9% -3.4%

IT Salaries – United States
% Change Job Title Data/Database Administration (b)
Database Manager Database Developer Database Administrator Data Analyst/Report Writer Data Architect Data Modeler Data Warehouse Manager Data Warehouse Analyst Business Intelligence Analyst $ 91,500 - $126,500 $ 78,250 - $111,000 $ 76,250 - $111,250 $ 58,500 - $ 83,000 $ 88,250 - $123,750 $ 77,000 - $106,500 $ 93,000 - $126,000 $ 81,500 - $108,750 $ 82,000 - $113,750 $ 90,000 - $122,500 $ 74,000 - $106,000 $ 72,000 - $106,750 $ 56,500 - $ 83,250 $ 87,750 - $120,250 $ 77,000 - $106,750 $ 92,250 - $124,500 $ 79,000 - $106,000 $ 79,250 - $110,000 -2.5% -4.9% -4.7% -1.2% -1.9% 0.1% -1.0% -2.8% -3.3%

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2010

2009

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% Change

Applications Development (a)
Manager Project Manager Systems Analyst Applications Architect Business Systems Analyst CRM Business Analyst* NEW! CRM Technical Developer* NEW! Developer/Programmer Analyst ERP Business Analyst* NEW! ERP Technical/Functional Analyst* NEW! ERP Technical Developer* NEW! Lead Applications Developer Technical Writer $ 87,500 - $122,000 $ 78,250 - $115,500 $ 67,500 - $ 93,250 $ 90,250 - $123,500 $ 66,750 - $ 96,000 $ 66,250 - $ 90,500 $ 71,750 - $ 99,250 $ 60,000 - $100,750 $ 66,500 - $ 97,750 $ 70,000 - $105,250 $ 74,500 - $107,000 $ 83,250 - $113,000 $ 49,500 - $ 74,250 $ 84,500 - $120,000 $ 75,000 - $111,500 $ 65,250 - $ 92,250 $ 89,500 - $120,250 $ 62,750 - $ 92,500 $ 65,500 - $ 89,000 $ 73,500 - $ 97,250 $ 57,000 - $ 99,250 $ 68,000 - $ 93,250 $ 73,000 - $102,000 $ 75,750 - $103,750 $ 81,500 - $112,000 $ 48,000 - $ 74,250 -2.4% -3.7% -2.0% -1.9% -4.6% -1.4% -0.1% -2.8% -1.8% -0.1% -1.1% -1.4% -1.2%

Quality Assurance (QA) & Testing (c)
QA/Testing Manager QA Associate/Analyst $ 76,000 - $100,000 $ 56,250 - $ 81,500 $ 75,750 - $101,000 $ 52,500 - $ 80,250 0.4% -3.6%

Internet & E-Commerce (d)
Senior Web Developer Web Developer Web Administrator Web Designer Electronic Data Interchange (EDI) Specialist E-Commerce Analyst Messaging Administrator $ 79,250 - $112,500 $ 60,000 - $ 89,750 $ 55,250 - $ 81,000 $ 51,750 - $ 78,750 $ 62,250 - $ 87,250 $ 66,250 - $ 96,250 $ 57,750 - $ 81,250 $ 78,000 - $109,500 $ 56,750 - $ 87,250 $ 55,250 - $ 82,250 $ 49,750 - $ 75,750 $ 61,500 - $ 87,250 $ 66,750 - $ 96,250 $ 57,000 - $ 83,000 -2.2% -3.8% 0.9% -3.8% -0.5% 0.3% 0.7%

Consulting & Systems Integration
Director Practice Manager Project Manager/Senior Consultant Staff Consultant Senior IT Auditor IT Auditor *Position added to the 2010 Salary Guide $ 96,250 - $142,000 $ 95,250 - $129,750 $ 79,750 - $112,250 $ 61,250 - $ 84,750 $ 87,500 - $120,000 $ 76,750 - $105,500 $ 95,750 - $145,000 $ 96,000 - $130,000 $ 79,500 - $113,500 $ 60,250 - $ 83,250 $ 87,000 - $118,000 $ 75,750 - $102,500 1.0% 0.4% 0.5% -1.7% -1.2% -2.2%

(b) Add the percentage below, based on national averages, to IT salaries for the following skills:
IBM DB2 database skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5% Microsoft SQL Server database skills . . . . . . . . . . . . . . . . . . 10% Oracle database skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9%

(d) Add the percentage below, based on national averages, to IT salaries for the following skills:
Active Server Page development skills . . . . . . . . . . . . . . . . . 4% AJAX (Asynchronous JavaScript and XML) development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6% C# development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8% Cold Fusion development skills . . . . . . . . . . . . . . . . . . . . . . . . . 4% Content Management System (CMS) skills . . . . . . . . . . . . . 6% DCOM/COM/ActiveX development skills . . . . . . . . . . . . . . . 6% Java development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7% Java Enterprise Edition development skills . . . . . . . . . . . . . 7% LAMP (Linux, Apache, MySQL and Perl/ PHP/Python) skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6% Microsoft SharePoint skills . . . . . . . . . . . . . . . . . . . . . . . . . . . 10% .NET development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7% PHP development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8% Virtualization skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7% WebServices development skills . . . . . . . . . . . . . . . . . . . . . . . 6%

(a) Add the percentage below, based on national averages, to IT salaries for the following skills:
AJAX (Asynchronous JavaScript and XML) development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Business Objects skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . C# development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . C++ development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Hyperion skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Java development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Java Enterprise Edition development skills . . . . . . . . . . . . . 6% 8% 8% 5% 7% 7% 7% LAMP (Linux, Apache, MySQL and Perl/PHP/Python) skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6% Microsoft SharePoint skills . . . . . . . . . . . . . . . . . . . . . . . . . . . 10% .NET development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7% PHP development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8% SAP skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9% Visual Basic development skills . . . . . . . . . . . . . . . . . . . . . . . . 4%

(c) Add the percentage below, based on national averages, to IT salaries for the following skills:
Performance testing (e.g., Mercury Interactive Tools) skills. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5%

Possessing the specialized skills listed above can provide candidates with an additional 4 to 10 percent on top of base salary.

Possessing the specialized skills listed above can provide candidates with an additional 4 to 10 percent on top of base salary.
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IT Salaries – United States
Job Title Networking/Telecommunications (e)
Network Architect Network Manager Network Engineer Wireless Network Engineer Network Administrator (LAN/WAN) Pre-Sales Engineer/Technical Engineer Telecommunications Manager Telecommunications Specialist $ 86,000 - $123,500 $ 77,000 - $102,000 $ 69,750 - $ 97,500 $ 73,750 - $ 97,500 $ 54,500 - $ 79,000 $ 65,000 - $ 92,500 $ 73,750 - $ 95,750 $ 51,500 - $ 76,250 $ 86,250 - $120,500 $ 75,750 - $105,250 $ 67,750 - $ 97,250 $ 71,500 - $ 97,500 $ 54,500 - $ 80,250 $ 66,000 - $ 92,250 $ 72,250 - $ 97,500 $ 50,500 - $ 74,000 -1.3% 1.1% -1.3% -1.3% 0.9% 0.5% 0.1% -2.5%

IT Salaries – United States
% Change Job Title Software Development (g)
Product Manager Software Engineer Software Developer $ 85,750 - $116,750 $ 72,000 - $108,250 $ 66,250 - $103,250 $ 84,250 - $116,000 $ 71,250 - $107,000 $ 64,500 - $100,000 -1.1% -1.1% -2.9%

2009

2010

2009

2010

% Change

Technical Services, Help Desk & Technical Support (h)
Manager Desktop Support Analyst Systems Administrator Systems Engineer* NEW! Help Desk Tier 3 Help Desk Tier 2 Help Desk Tier 1 Instructor/Trainer PC Technician Business Continuity Analyst
*Position added to the 2010 Salary Guide

$ 68,000 - $ 94,750 $ 50,000 - $ 70,500 $ 52,750 - $ 82,500 $ 64,250 - $ 90,000 $ 46,250 - $ 59,000 $ 36,750 - $ 48,250 $ 30,250 - $ 40,000 $ 49,000 - $ 73,250 $ 31,000 - $ 44,500 $ 71,250 - $103,500

$ 66,500 - $ 92,750 $ 46,500 - $ 68,000 $ 51,250 - $ 80,250 $ 64,250 - $ 93,250 $ 44,500 - $ 57,500 $ 36,000 - $ 47,250 $ 28,500 - $ 39,000 $ 47,000 - $ 74,000 $ 29,000 - $ 42,250 $ 71,750 - $102,750

-2.2% -5.0% -2.8% 2.1% -3.1% -2.1% -3.9% -1.0% -5.6% -0.1%

Operations
Manager Computer Operator Mainframe Systems Programmer $ 56,500 - $ 77,500 $ 31,250 - $ 44,500 $ 55,750 - $ 76,250 $ 56,500 - $ 78,000 $ 31,000 - $ 44,000 $ 55,000 - $ 77,000 0.4% -1.0% 0.0%

Security (f)
Data Security Analyst Systems Security Administrator Network Security Administrator Information Systems Security Manager $ 80,500 - $109,250 $ 78,000 - $108,000 $ 77,500 - $106,250 $ 96,250 - $130,500 $ 79,250 - $108,750 $ 77,500 - $107,250 $ 76,250 - $104,250 $ 95,250 - $130,000 -0.9% -0.7% -1.8% -0.7%

(g) Add the percentage below, based on national averages, to IT salaries for the following skills: (e) Add the percentage below, based on national
averages, to IT salaries for the following skills: Cisco network administration skills . . . . . . . . . . . . . . . . . . . . 11% Linux/Unix administration skills . . . . . . . . . . . . . . . . . . . . . . . . 8% Voice over Internet Protocol (VoIP) administration skills . . . 9% Windows 2000/Windows 2003/XP/Vista skills. . . . . . . . . . 6% Windows Server 2008 skills . . . . . . . . . . . . . . . . . . . . . . . . . . . 7%

(h) Add the percentage below, based on national averages, to IT salaries for the following skills:
4% 8% 5% 6% 7% 7% 7% 8% 4% 6% Basis administration . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7% Cisco network administration skills . . . . . . . . . . . . . . . . . . . . 11% Linux/Unix administration skills . . . . . . . . . . . . . . . . . . . . . . . . 8% Windows 2000/Windows 2003/XP/Vista skills. . . . . . . . . . 6% Windows Server 2008 skills . . . . . . . . . . . . . . . . . . . . . . . . . . . 7% Virtualization skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7%

(f) Add the percentage below, based on national
averages, to IT salaries for the following skills: CheckPoint Firewall administration skills . . . . . . . . . . . . . . . 9% Cisco network administration skills . . . . . . . . . . . . . . . . . . . . 11% Linux/Unix administration skills . . . . . . . . . . . . . . . . . . . . . . . . 8%

Active Server Page development skills . . . . . . . . . . . . . . . . . C# development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . C++ development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . DCOM/COM/ActiveX development skills . . . . . . . . . . . . . . . Java development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Java Enterprise Edition development skills . . . . . . . . . . . . . .NET development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . PHP development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Visual Basic development skills . . . . . . . . . . . . . . . . . . . . . . . . WebServices development skills . . . . . . . . . . . . . . . . . . . . . . .

Possessing the specialized skills listed above can provide candidates with an additional 6 to 11 percent on top of base salary. Possessing the specialized skills listed above can provide candidates with an additional 4 to 11 percent on top of base salary.

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Adjusting Salaries for U.S. Cities
The salary ranges provided on the previous pages reflect the national averages for each position. Approximate salary ranges for your market can be calculated using the formula below and the variance index numbers on Pages 15-17. Our list of local variances is more comprehensive than ever, now featuring data for more than 130 U.S. cities. The average salary index number for all U.S. cities is 100. To determine the estimated salary range for a position in your area, follow the process outlined below:

Calculating the Local Salary Range
Example: database administrator in Chicago 1. Locate the position “database administrator” on Page 11 and your city’s index number. (The index number for Chicago is 123.0.)
Job Title Data/Database Administration
Database Administrator $ 76,250 - $ 111,250 $ 72,000 - $ 106,750 -4.7%

Local Variances
AlAbAmA Birmingham . . . . . . . . . 93.5 Mobile . . . . . . . . . . . . 83.0 ArIzONA CAlIfOrNIA Fresno . . . . . Irvine . . . . . . Los Angeles . . Oakland . . . . Ontario . . . . . Sacramento . . San Diego . . . San Francisco . San Jose . . . . Santa Barbara Santa Rosa . . Stockton . . . .
. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 85.0

COlOrADO Boulder . . . . . . . Colorado Springs . Denver . . . . . . . Fort Collins . . . . Greeley . . . . . . . Loveland . . . . . . Pueblo . . . . . . .
. . . . . . . . . . . . . . . . . . . . . . . . . . . .

2009

2010

% Change

112.0
. 92.4 . . . .

2. Move the decimal point in the index number two places to the left (1.230). 3. Multiply the low end of the national salary range ($72,000) by the index number as a percentage (from step two). ($72,000 x 1.230 = $88,560) 4. Repeat step three using the high end of the salary range. ($106,750 x 1.230 = $131,303) 5. The approximate starting salary range for a database administrator in Chicago is $88,560 to $131,303. The index figures should be used as a guide in determining actual compensation. A number of factors, including company size, employee benefits, the candidate’s skill set and current market conditions, can impact starting salaries. Please consult an account executive with Robert Half Technology for help refining salary packages for your market.

Phoenix . . . . . . . . . . . 103.0 Tucson . . . . . . . . . . . . 99.0 ArkANSAS Fayetteville . . . . . . . . . 92.0 Little Rock . . . . . . . . . . 91.0

124.0 124.0 122.0 103.0 103.0 114.0 125.0 123.0 120.0 . 96.0 . 85.0

102.5 92.4 83.4 88.5 75.0

CONNECTICuT Hartford . . . . . . . . . . 118.0 New Haven . . . . . . . . 110.0 Stamford . . . . . . . . . . 131.0

For regional information on in-demand positions and growing industries, as well as an interactive salary calculator, please visit www.rht.com/SalaryCenter.
Source: 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. Note: Please contact a Robert Half Technology account executive for salary information regarding cites not listed above.

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Local Variances

DElAwArE Wilmington . . . . . . . . 102.0 DISTrICT Of COlumbIA Washington, D.C. . . . . 130.0 flOrIDA Fort Myers . . . . . . . . Jacksonville . . . . . . . Melbourne . . . . . . . . Miami/Fort Lauderdale Orlando . . . . . . . . . . St. Petersburg . . . . . . Tampa . . . . . . . . . . GEOrGIA Atlanta . . . . . . . . . . . 115.0 Macon . . . . . . . . . . . . 72.0 Savannah . . . . . . . . . . 78.0 HAwAII Honolulu . . . . . . . . . . . 92.0 IDAHO Boise . . . . . . . . . . . . . 86.1 IllINOIS Chicago . . Naperville . Rockford . . Springfield .
. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 87.0 . 94.0 . 94.0

INDIANA Evansville . . . . . . . . . . 83.6 Fort Wayne . . . . . . . . . 82.2 Indianapolis . . . . . . . . . 94.0 IOwA Cedar Falls/Waterloo Cedar Rapids . . . . . Davenport . . . . . . . Des Moines . . . . . . Sioux City . . . . . . .
. . . . . . . . . . . . . . .

mICHIGAN Ann Arbor . . Detroit . . . . Grand Rapids Lansing . . . .
. . . . . . . . . . . . . . . . . . . . . . . . . . . .

NEw JErSEy 102.0 100.0 . 85.6 . 85.0 Mount Laurel Paramus . . . Princeton . . . Woodbridge .
. . . . . . . . . . . . . . . . . . . . . . . . . . . .

OklAHOmA Oklahoma City . . . . . . . 89.0 Tulsa . . . . . . . . . . . . . 92.0 OrEGON Portland . . . . . . . . . . 100.0 pENNSylvANIA Harrisburg . . . . . . . . . . 95.0 Philadelphia . . . . . . . . 115.0 Pittsburgh . . . . . . . . . . 95.5 rHODE ISlAND Providence . . . . . . . . . . 95.0 SOuTH CArOlINA Columbia . . . . . . . . . . . 90.0 Greenville . . . . . . . . . . 82.2 TENNESSEE Chattanooga Knoxville . . . Memphis . . . Morristown . Nashville . . .
. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

TExAS Austin . . . . . . . Dallas. . . . . . . . El Paso . . . . . . . Fort Worth . . . . . Houston . . . . . . Midland/Odessa . San Antonio . . . .
. . . . . . . . . . . . . . . . . . . . . . . . . . . .

115.0 130.0 126.0 126.0

80.7 90.0 89.0 94.0 78.2

mINNESOTA Bloomington. Duluth . . . . Minneapolis . Rochester . . St. Cloud . . . St. Paul . . . .
. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

NEw mExICO 103.0 Albuquerque . . . . . . . . 86.0 NEw yOrk Albany . . . Buffalo . . . Long Island New York . Rochester . Syracuse . .
. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 96.1 . 93.0

103.0 105.0 . 70.0 100.0 106.0 . 95.0 . 95.0

. 79.2

110.0 101.5 . 95.0 . 95.0

kANSAS Kansas City . . . . . . . . . 97.0 St. Joseph . . . . . . . . . . 91.0 kENTuCky Lexington . . . . . . . . . . 87.0 Louisville . . . . . . . . . . . 92.5 lOuISIANA New Orleans . . . . . . . . 97.3 mAINE Portland . . . . . . . . . . . 95.0 mArylAND

103.0 100.7 . 76.5 103.0

uTAH Salt Lake City . . . . . . . 100.0 vIrGINIA Hampton Roads. . . . . . . 85.0 Richmond . . . . . . . . . . 95.0 Tysons Corner . . . . . . . 130.0 wASHINGTON Seattle . . . . . . . . . . . 118.0 Spokane . . . . . . . . . . . 82.0 wISCONSIN Appleton . . Green Bay . Madison . . Milwaukee Waukesha .
. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 82.3 . 85.0 . 92.7

mISSOurI Kansas City . . . . . . . . . 97.0 St. Joseph . . . . . . . . . . 91.0 St. Louis . . . . . . . . . . 100.0 NEbrASkA Lincoln . . . . . . . . . . . . 78.2 Omaha . . . . . . . . . . . . 94.0 NEvADA Las Vegas . . . . . . . . . . 96.0 Reno . . . . . . . . . . . . . 94.0 NEw HAmpSHIrE Manchester/Nashua. . . 110.0

135.0 141.0 . 94.9 . 93.0

NOrTH CArOlINA Charlotte . . . . . . . . . . 106.0 Greensboro . . . . . . . . 100.0 Raleigh . . . . . . . . . . . 106.1 OHIO Akron . . . . . Canton . . . . Cincinnati . . Cleveland . . Columbus . . Dayton . . . . Toledo . . . . Youngstown .
. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

123.0 112.0 . 86.2 . 90.0

Baltimore . . . . . . . . . 103.0 mASSACHuSETTS Boston . . . . . . . . . . . 130.0 Springfield . . . . . . . . . . 92.0

88.8 76.7 96.4 95.9 95.0 86.5 86.7 78.0

88.0 88.0 95.0 73.8 94.5

100.2
. 98.0

For regional information on in-demand positions and growing industries, as well as an interactive salary calculator, please visit www.rht.com/SalaryCenter.
Source: 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. Note: Please contact a Robert Half Technology account executive for salary information regarding cites not listed above.

For regional information on in-demand positions and growing industries, as well as an interactive salary calculator, please visit www.rht.com/SalaryCenter.
Source: 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. Note: Please contact a Robert Half Technology account executive for salary information regarding cites not listed above.

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IT Salaries – Canada
Job Title Administration
Chief Information Officer (CIO) Chief Technology Officer (CTO) Chief Security Officer (CSO) Vice President of Information Technology Information Technology Manager $132,750 - $194,000 $117,000 - $169,000 $ 99,000 - $168,000 $120,000 - $181,500 $ 89,500 - $123,750 $131,000 - $190,750 $119,000 - $171,250 $100,000 - $170,000 $123,500 - $183,000 $ 91,000 - $119,500 -1.5% 1.5% 1.1% 1.7% -1.3%

IT Salaries – Canada
2010 % Change Job Title Data/Database Administration (b)
Database Manager Database Developer Database Administrator Data Analyst/Report Writer Data Architect Data Modeler Data Warehouse Manager Data Warehouse Analyst Business Systems Analyst $ 81,500 - $116,000 $ 64,250 - $ 92,000 $ 66,000 - $ 92,250 $ 60,000 - $ 85,250 $ 79,250 - $116,250 $ 73,250 - $ 98,000 $ 83,500 - $109,500 $ 70,250 - $ 98,750 $ 65,500 - $ 90,500 $ 84,750 - $118,000 $ 67,250 - $ 95,250 $ 67,500 - $ 95,250 $ 58,750 - $ 83,500 $ 82,500 - $112,500 $ 68,750 - $ 94,500 $ 80,000 - $110,250 $ 70,750 - $ 99,750 $ 64,250 - $ 86,250 2.7% 4.0% 2.8% -2.1% -0.3% -4.7% -1.4% 0.9% -3.5%

2009

2009

2010

% Change

Applications Development (a)
Manager Project Manager Systems Analyst Applications Architect Business Systems Analyst CRM Business Analyst* NEW! CRM Technical Developer* NEW! Developer/Programmer Analyst ERP Business Analyst* NEW! ERP Technical/Functional Analyst* NEW! ERP Technical Developer* NEW! Lead Applications Developer Technical Writer $ 90,000 - $119,250 $ 76,000 - $115,250 $ 62,750 - $ 91,250 $ 83,250 - $107,750 $ 66,000 - $ 93,500 $ 63,500 - $ 81,500 $ 65,000 - $ 89,000 $ 58,250 - $ 91,000 $ 71,000 - $ 94,000 $ 65,750 - $ 99,500 $ 72,250 - $100,250 $ 69,000 - $100,750 $ 46,500 - $ 76,000 $ 87,250 - $115,500 $ 73,500 - $112,000 $ 61,250 - $ 88,250 $ 85,000 $115,000 $ 68,500 - $ 89,750 $ 62,750 - $ 80,000 $ 65,000 - $ 86,250 $ 56,750 - $ 86,750 $ 72,000 - $ 90,500 $ 68,750 - $ 96,250 $ 73,750 - $ 97,750 $ 73,250 - $101,500 $ 47,000 - $ 73,000 -3.1% -3.0% -2.9% 4.7% -0.8% -1.6% -1.8% -3.9% -1.5% -0.2% -0.6% 2.9% -2.0%

Quality Assurance (QA) & Testing (c)
QA/Testing Manager QA Associate/Analyst $ 72,000 - $ 93,500 $ 61,250 - $ 84,500 $ 69,000 - $ 92,000 $ 61,250 - $ 84,500 -2.7% 0.0%

Internet & E-Commerce (d)
Senior Web Developer Web Developer Web Administrator Web Designer Electronic Data Interchange (EDI) Specialist E-Commerce Analyst Messaging Administrator $ 73,500 - $ 98,750 $ 55,750 - $ 81,000 $ 54,500 - $ 73,500 $ 61,000 - $ 85,750 $ 60,500 - $ 85,000 $ 55,250 - $ 80,750 $ 54,000 - $ 69,250 $ 70,500 - $ 93,500 $ 53,250 - $ 77,250 $ 53,250 - $ 71,750 $ 56,750 - $ 82,750 $ 62,250 - $ 85,000 $ 55,750 - $ 82,750 $ 54,000 - $ 69,250 -4.8% -4.6% -2.3% -4.9% 1.2% 1.8% 0.0%

Consulting & Systems Integration
Director Practice Manager Project Manager/Senior Consultant Staff Consultant Senior IT Auditor IT Auditor $ 91,000 - $125,750 $ 78,500 - $117,250 $ 80,000 - $118,500 $ 55,500 - $ 71,750 $ 89,500 - $138,000 $ 65,500 - $ 90,250 $ 96,000 - $127,500 $ 81,250 - $121,250 $ 80,000 - $118,250 $ 52,500 - $ 69,250 $ 88,750 - $135,500 $ 66,750 - $ 90,500 3.1% 3.4% -0.1% -4.3% -1.4% 1.0%

(b) Add the percentage below, based on national averages, to IT salaries for the following skills:
IBM DB2 database skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8% Microsoft SQL Server database skills . . . . . . . . . . . . . . . . . . . 9% Oracle database skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9%

(d) Add the percentage below, based on national averages, to IT salaries for the following skills:
Active Server Page development skills . . . . . . . . . . . . . . . . . 5% AJAX (Asynchronous JavaScript and XML) development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6% C# development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8% Cold Fusion development skills . . . . . . . . . . . . . . . . . . . . . . . . . 8% Content Management System (CMS) skills . . . . . . . . . . . . . 8% DCOM/COM/ActiveX development skills . . . . . . . . . . . . . . . 7% Java development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7% Java Enterprise Edition development skills . . . . . . . . . . . . . 7% LAMP (Linux, Apache, MySQL and Perl/PHP/Python) skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7% Microsoft SharePoint skills . . . . . . . . . . . . . . . . . . . . . . . . . . . 13% .NET development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9% PHP development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8% Virtualization skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8% WebServices development skills . . . . . . . . . . . . . . . . . . . . . . . 7%

*Position added to the 2010 Salary Guide Note: All salary ranges on Pages 18-21 are in Canadian dollars.

(a) Add the percentage below, based on national averages, to IT salaries for the following skills:
AJAX (Asynchronous JavaScript and XML) development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Business Objects skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . C# development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . C++ development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Hyperion skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Java development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Java Enterprise Edition development skills . . . . . . . . . . . . . 6% 7% 8% 6% 7% 7% 7% LAMP (Linux, Apache, MySQL and Perl/ PHP/Python) skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7% Microsoft SharePoint skills . . . . . . . . . . . . . . . . . . . . . . . . . . . 13% .NET development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9% PHP development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8% SAP skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9% Visual Basic development skills . . . . . . . . . . . . . . . . . . . . . . . . 4%

(c) Add the percentage below, based on national averages, to IT salaries for the following skills:
Performance testing (e.g., Mercury Interactive Tools) skills. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5%

Possessing the specialized skills listed above can provide candidates with an additional 4 to 13 percent on top of base salary.

Possessing the specialized skills listed above can provide candidates with an additional 5 to 13 percent on top of base salary.
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IT Salaries – Canada
Job Title Networking/Telecommunications (e)
Network Architect Network Manager Network Engineer Wireless Network Engineer Network Administrator (LAN/WAN) Pre-Sales Engineer/Technical Engineer Telecommunications Manager Telecommunications Specialist $ 76,000 - $111,000 $ 68,500 - $ 94,000 $ 66,250 - $ 88,500 $ 76,500 - $ 96,750 $ 54,750 - $ 73,250 $ 71,750 - $ 92,500 $ 73,000 - $ 95,500 $ 57,000 - $ 78,250 $ 77,500 - $115,500 $ 71,750 - $ 95,250 $ 70,750 - $ 93,000 $ 76,250 - $ 97,750 $ 55,000 - $ 73,500 $ 73,000 - $ 92,750 $ 78,750 - $ 99,500 $ 55,500 - $ 78,750 3.2% 2.8% 5.8% 0.4% 0.4% 0.9% 5.8% -0.7%

IT Salaries – Canada
2010 % Change Job Title Software Development (g)
Product Manager Software Engineer Software Developer $ 86,750 - $117,250 $ 66,250 - $101,500 $ 56,250 - $ 91,750 $ 87,500 - $116,500 $ 67,750 - $ 98,000 $ 54,000 - $ 89,750 0.0% -1.2% -2.9%

2009

2009

2010

% Change

Technical Services, Help Desk & Technical Support (h)
Manager Desktop Support Analyst Systems Administrator Systems Engineer* NEW! Help Desk Tier 3 Help Desk Tier 2 Help Desk Tier 1 Instructor/Trainer PC Technician Business Continuity Analyst *Position added to the 2010 Salary Guide $ 74,000 - $ 97,500 $ 56,750 - $ 71,000 $ 53,750 - $ 76,750 $ 60,000 - $ 82,000 $ 54,750 - $ 71,250 $ 41,250 - $ 53,750 $ 33,750 - $ 44,000 $ 55,250 - $ 73,000 $ 49,750 - $ 61,750 $ 65,250 - $ 98,000 $ 69,750 - $ 93,500 $ 51,250 - $ 70,000 $ 53,500 - $ 75,750 $ 62,500 - $ 82,500 $ 53,500 - $ 70,250 $ 40,250 - $ 52,750 $ 31,500 - $ 44,750 $ 51,750 - $ 70,750 $ 45,000 - $ 60,500 $ 65,250 - $ 95,500 -4.8% -5.1% -1.0% 2.1% -1.8% -2.1% -1.9% -4.5% -5.4% -1.5%

Operations
Manager Computer Operator Mainframe Systems Programmer $ 63,500 - $ 79,500 $ 37,000 - $ 48,250 $ 59,750 - $ 84,000 $ 65,000 - $ 81,000 $ 38,000 - $ 48,750 $ 59,750 - $ 83,250 2.1% 1.8% -0.5%

Security (f)
Data Security Analyst Systems Security Administrator Network Security Administrator Information Systems Security Manager $ 75,500 - $113,000 $ 70,250 - $ 99,000 $ 79,000 - $115,250 $ 87,500 - $118,500 $ 75,750 - $113,750 $ 68,500 - $ 94,750 $ 76,000 - $109,000 $ 85,250 - $113,750 0.5% -3.5% -4.8% -3.4%

(g) Add the percentage below, based on national averages, to IT salaries for the following skills: (e) Add the percentage below, based on national averages, to IT salaries for the following skills:
Cisco network administration skills . . . . . . . . . . . . . . . . . . . . 10% Linux/Unix administration skills . . . . . . . . . . . . . . . . . . . . . . . . 8% Voice over Internet Protocol (VoIP) administration skills . . . 9% Windows 2000/Windows 2003/XP/Vista skills. . . . . . . . . . 8% Windows Server 2008 skills . . . . . . . . . . . . . . . . . . . . . . . . . . . 7%

(h) Add the percentage below, based on national averages, to IT salaries for the following skills:
5% 8% 6% 7% 7% 7% 9% 8% 4% 7% Basis administration . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7% Cisco network administration skills . . . . . . . . . . . . . . . . . . . . 10% Linux/Unix administration skills . . . . . . . . . . . . . . . . . . . . . . . . 8% Windows 2000/Windows 2003/XP/Vista skills. . . . . . . . . . 8% Windows Server 2008 skills . . . . . . . . . . . . . . . . . . . . . . . . . . . 7% Virtualization skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8%

(f) Add the percentage below, based on national
averages, to IT salaries for the following skills: CheckPoint Firewall administration skills . . . . . . . . . . . . . . . 9% Cisco network administration skills . . . . . . . . . . . . . . . . . . . . 10% Linux/Unix administration skills . . . . . . . . . . . . . . . . . . . . . . . . 8%

Possessing the specialized skills listed above can provide candidates with an additional 7 to 10 percent on top of base salary.

Active Server Page development skills . . . . . . . . . . . . . . . . . C# development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . C++ development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . DCOM/COM/ActiveX development skills . . . . . . . . . . . . . . . Java development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Java Enterprise Edition development skills . . . . . . . . . . . . . .NET development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . PHP development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Visual Basic development skills . . . . . . . . . . . . . . . . . . . . . . . . WebServices development skills . . . . . . . . . . . . . . . . . . . . . . .

Possessing the specialized skills listed above can provide candidates with an additional 4 to 10 percent on top of base salary.

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Working With Robert Half Technology
Robert Half Technology can assist your firm in maximizing productivity and profitability by providing skilled contract, project and full-time professionals for a wide range of IT positions. For more than 60 years, we have worked with businesses like yours to help you locate the experienced professionals you need. Our other professional staffing divisions include: • Accountemps, Robert Half Finance & Accounting and Robert Half Management Resources for temporary, full-time and project professionals, respectively, in the fields of accounting and finance • OfficeTeam for highly skilled office and administrative support professionals • Robert Half Legal for attorneys, paralegals and legal support personnel on a temporary, project and full-time basis • The Creative Group for creative, advertising, marketing, web and public relations professionals We have the best reputation in the business. Robert Half was ranked by FORTUNE® magazine (March 16, 2009) as the World’s Most Admired Company in the temporary help sector. Nine out of 10 of our clients and candidates say they would recommend us to their colleagues. We can fill your needs fast. In periods of rapid change, you need to be able to respond quickly to workload fluctuations. Our candidate database includes more than 850,000 IT professionals, and many of the job seekers we represent are available to start working immediately. We custom match professionals to your needs. With more than 100 offices worldwide, we are able to leverage the size and strength of our team to find highly skilled professionals for your projects. Our in-person interviews, proprietary skills assessment tools and selected reference checking procedures allow us to custom match the skills of our candidates to your business needs. We represent highly skilled candidates. Experienced professionals want to work with Robert Half Technology because we are committed to advancing their careers by offering free access to thousands of online training courses. In addition to the annual Salary Guide, we offer hiring managers a number of complimentary advice booklets and research guides to help them effectively lead their teams. To obtain copies of these materials or learn more about our best-in-class service, please call 1.800.793.5533 to speak to a Robert Half Technology representative today.

Adjusting Salaries for Canadian Cities
To determine the estimated salary range for a position in your area, follow the steps outlined below: Example: network architect in Toronto 1. Locate the position “network architect” on the chart on Page 20 and your city’s salary variance index number listed below. (The salary variance index number for Toronto is 106.4.)
Job Title
Network Architect

2009
$ 76,000 - $ 111,000

2010
$ 77,500 - $ 115,500

% Change
3.2%

Networking/Telecommunications (e)

2. Move the decimal point in the index number two places to the left (1.064). 3. Multiply the low end of the national salary range ($77,500) by the index number as a percentage (from step two). ($77,500 x 1.064 = $82,460) 4. Repeat step three using the high end of the salary range. ($115,500 x 1.064 = $122,892) 5. The approximate starting salary range for a network architect in Toronto is $82,460 to $122,892.

Local Variances
AlbErTA Calgary . . . . . . . . . . . . . . 105.2 Calgary Suburban . . . . . . 104.2 Edmonton . . . . . . . . . . . . 102.3 brITISH COlumbIA Fraser Valley . . . . . . . . . . . 99.1 Vancouver . . . . . . . . . . . . 103.7 Victoria . . . . . . . . . . . . . . . 94.9 ONTArIO Kitchener-Waterloo . . . . . . 96.9 Ottawa. . . . . . . . . . . . . . . . 98.5 Toronto . . . . . . . . . . . . . . 106.4 QuébEC Montréal . . . . . . . . . . . . . 102.9 Québec City . . . . . . . . . . . . 89.2 SASkATCHEwAN Regina . . . . . . . . . . . . . . . . 93.2 Sasktatoon . . . . . . . . . . . . 91.9

Robert Half Technology has built long-standing relationships with leading corporations and professional associations, including: • Microsoft, as a Gold Certified Partner • HDI • Association of Information Technology Professionals • Technology Councils of North America • MeasureUp

For regional information on in-demand positions and growing industries, as well as an interactive salary calculator, please visit www.rht.com/SalaryCenter.
Source: Statistics Canada and Robert Half Technology Note: Please contact a Robert Half Technology account executive for salary information regarding cities not listed above.

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South Carolina Tennessee

Greenville .................. (864) 232-7442 Memphis – East........ (901) 759-2332 Nashville – Downtown ............. (615) 385-1977

Australia Brazil

Sydney .............. 011-61-2-9240-0444 Rio de Janeiro 011-55-21-2546-9935 São Paulo ....... 011-55-11-3382-0100

Japan

Osaka ................ 011-81-6-4560-5522 Tokyo ................ 011-81-3-5219-8141

New Zealand Singapore

Auckland ..............011-64-9915-6700 Singapore .............011-65-6533-7778

Office Directory
United States
Arizona
Phoenix ...................... (602) 224-2486

Illinois

California

Chicago...................... (312) 616-7974 Hoffman Estates ....... (847) 839-9387 Northbrook ................ (847) 480-1774 Oakbrook Terrace .... (630) 368-0316

New Jersey

City of Industry ......... (562) 478-1234 Irvine .......................... (949) 476-0879 La Jolla ...................... (858) 558-6990 Los Angeles .............. (213) 270-6732 Oakland...................... (510) 839-5975 Ontario ....................... (909) 945-2272 Pasadena .................. (626) 463-2032 Sacramento .............. (916) 922-3147 San Francisco........... (415) 434-4940 San Jose.................... (408) 271-9063 San Mateo................. (650) 573-0551 Stockton .................... (209) 513-9885 Torrance .................... (310) 719-7356 Westwood ................. (310) 209-6838

Indiana Iowa

Mount Laurel ............ (856) 439-9595 Paramus .................... (201) 843-7776 Parsippany ................ (973) 292-2652 Princeton ................... (609) 987-8010 Woodbridge .............. (732) 634-9211

Indianapolis – Downtown ............. (317) 687-3275 Cedar Rapids ............ (319) 362-8606 Des Moines ............... (515) 282-6876

New Mexico New York

Albuquerque ............. (505) 888-6225 New York – Midtown................. (212) 687-7072 New York – Wall Street............. (212) 480-0248 Uniondale .................. (516) 357-2506 White Plains.............. (914) 761-7300

Austin ......................... (512) 477-3389 Dallas – Downtown .. (214) 468-9191 Dallas – Galleria ....... (972) 503-3787 Fort Worth ................. (817) 336-1818 Houston – Galleria ... (713) 993-1888 Houston – The Woodlands .... (281) 681-3046 Houston – Westchase ............ (832) 242-0175 San Antonio .............. (210) 696-1134

Texas

Canada
Alberta
Calgary...................... (403) 237-7500 Edmonton ................. (780) 426-6642

United Arab Emirates

British Columbia Ontario

Dubai ...................011-971-4382-6700

Vancouver ................ (604) 688-5256 Markham .................. Mississauga............. North York ................ Ottawa ...................... Toronto ...................... (905) 763-2851 (905) 273-4092 (416) 227-0581 (613) 236-7442 (416) 350-8143

Utah

Salt Lake City ............ (801) 364-5490

Kansas

Virginia

Overland Park ........... (913) 339-9849

Richmond – West..... (804) 747-9500 Tysons Corner........... (703) 847-0271

China

Hong Kong . . . . . . 011-852-3653-7300

Kentucky

Washington Wisconsin

Czech Republic Germany

Louisville.................... (502) 394-0525

Maryland

North Carolina Ohio

Colorado

Colorado Springs ..... (719) 532-0222 Denver ....................... (303) 296-2345

Baltimore ................... (410) 783-6290 Bethesda ................... (240) 497-1042

Charlotte .................... (704) 342-7982 Raleigh ....................... (919) 782-5111 Akron.......................... (330) 253-8160 Cincinnati .................. (513) 621-6890 Cleveland................... (216) 621-6633 Columbus................... (614) 365-7442 Dayton........................ (937) 224-7442 Dublin ......................... (614) 602-0510

Bellevue..................... (425) 401-2941 Seattle........................ (206) 749-9260 Madison..................... (608) 827-8882 Milwaukee ................ (414) 271-9670

Prague ............ 011-420-296-338-633 Düsseldorf ....011-49-211-5-40-59-301 Frankfurt .......011-49-69-25-62-47-490 Munich ........ 011-49-89-2-86-74-290

Massachusetts

Connecticut Delaware

Hartford ..................... (860) 278-0300 Stamford .................... (203) 356-9500 Wilmington ................ (302) 252-3165

Boston........................ (617) 439-3000 Braintree ................... (617) 439-3000 Burlington.................. (781) 505-4031 Westborough ............ (508) 621-2301

Michigan

District of Columbia Florida

Washington, D.C. . . . . (202) 626-0250 Fort Lauderdale ........ (954) 763-5578 Jacksonville – Downtown ............. (904) 997-9960 Miami – Coral Gables.......... (305) 774-7860 Orlando ...................... (407) 426-9438 Tampa......................... (813) 301-8942

Grand Rapids ............ (616) 451-7000 Southfield .................. (248) 372-7501 Troy ............................. (248) 689-4290

Oklahoma Oregon

Oklahoma City........... (405) 236-0202 Tulsa ........................... (918) 493-2411 Portland ..................... (503) 222-0946

Minnesota Missouri Nevada

Bloomington.............. (952) 831-6888 Minneapolis .............. (612) 359-4960 St. Louis ..................... (314) 205-1770 Las Vegas .................. (702) 866-2869

Pennsylvania

King of Prussia ......... (484) 254-9070 Philadelphia .............. (215) 568-1513 Pittsburgh .................. (412) 471-0888

Rhode Island

Georgia

New Hampshire

Providence ................ (401) 273-4000

Atlanta – Buckhead .. (404) 233-1382

Manchester .............. (603) 647-6200

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