2008 houston salary survey.pdf · sap - developer abap $ 80 k $ 95 k $ 112 k $ 76 $ 90 $ 105 sap...

2008 HOUSTON

Overview

Following a strong market in 2007 and despite recent concerns for the national economy, local IT salaries continue to riseAs demand for IT professionals increased throughout 2007, the IT labor shortage grew nationwide. National unemployment rates for most IT occupations within the U.S. remained at or below 3 percent for most of the year, and stemming from the boom of the oil & gas (O&G) industry, scarcity of IT labor in Houston was even greater1.

As a result of this severely tight labor market, local IT salaries increased significantly over the course of 2007. We noticed that while internal salary increases remained steady averaging 4-6 percent, salary increases for external hires jumped from a range of 10-15 percent to 10-30 percent with most being on the high end. In addition, we saw a huge jump in the number and amount of sign-on bonuses being offered to our candidates throughout the year, and a larger than normal portion of our candidates received counteroffers from their current employers in an effort to keep them on board. In fact, on one occasion we had a staff-level candidate who was countered at $60K above his current annualized earnings. The competition for top talent even trickled down to entry-level IT professionals in 2007. We saw the salary range for an entry-level IT professional with a 4-year degree go from $30-$50K in 2006 to $40-$70K in 2007, and for larger companies in Houston the average entry-level IT salary rose above $55K.

While growth is expected to continue throughout 2008, most experts suggest that it will become a bit more cautious as a result of growing uncertainties for the national economy. Because Houston is supported primarily by the O&G industry which continues to experience record-breaking profits, projections are that local demand for IT labor will continue to rise at least for the remainder of the year and perhaps even beyond. As a result, salaries and other forms of compensation are forecasted to continue rising throughout 2008.

The 2008 Houston IT Salary Survey is an effective tool to use in guiding your salaries throughout the year. You must bear in mind, however, that the salaries represented in this survey are based on current salaries as of late 2007 - early 2008. They are equal to the amount that your employees should have been making at that time. As local IT salaries are expected to rise 4 to 6 percent throughout the year, when making your own evaluations you must take into consideration the amount of inflation that has occurred since the time this survey was conducted. In addition, if you are looking to hire a new employee to replace an existing one or for a newly created position, we suggest that you add 10 to 30 percent to the amount in this survey in order to extend a competitive offer. Keep in mind that it always costs more, at least in salary, to replace an employee than it does to keep an existing one.

If you would like more information about this survey, or if you are interested in speaking with one of our recruiters about your current hiring needs, please contact JDA today at 713-548-5400. We wish you and your company continued success throughout 2008, and we look forward to hearing from you for all your IT staffing needs.

Sources

1. National Association of Computer Consultant Businesses – www.naccb.org

DATABASe / DATA wAreHOUSiNGWith an increase in the importance of data resulting from SOX requirements and other higher standards, there is a significant increase in demand and salaries for senior- and mid-level data warehousing specialists, especially those with specific skills such as data modeling. On the flip side, there is a decrease in the demand for DBA professionals as the outsourcing of these services becomes increasingly popular. Oddly enough, as demands for these professionals fall, salaries continue to rise.

mANAGemeNTOver the past couple of years, globalization has been changing the roles and responsibilities of IT leaders from a highly technical function to one which focuses on a combination of business strategies and technical solutions. Because of this we have seen an increase in salaries for IT leadership positions across the board. Increases have been greater for those with companies in aggressive growth mode, especially those experiencing global expansion. Most of these compensation increases are coming in the way of performance-based bonuses and incentives.

SAlAry HOUrly Bill rATe

lOw AvG HiGH lOw AvG HiGH

Oracle Developer - PL/SQL, Forms, Reports, Discoverer $ 70 K $ 84 K $ 115 K $ 67 $ 80 $ 108

Oracle Functional Analyst $ 80 K $ 92 K $ 120 K $ 76 $ 87 $ 113

PeopleSoft Developer - PeopleTools $ 65 K $ 86 K $ 97 K $ 62 $ 82 $ 92

PeopleSoft Functional Analyst $ 85 K $ 96 K $ 120 K $ 81 $ 91 $ 113

SAP - Developer ABAP $ 80 K $ 95 K $ 112 K $ 76 $ 90 $ 105

SAP Functional Analyst - Configuration $ 80 K $ 94 K $ 120 K $ 76 $ 89 $ 113

ERP Administrator $ 65 K $ 86 K $ 97 K $ 62 $ 82 $ 92

erPThe ERP market is full of activity. On one side, we are seeing a significant rise in demand and salaries for Oracle SME’s as well as functional analysts. Meanwhile, demand for Oracle developers is falling as many companies begin to outsource these services to 3rd party vendors or off-shore them to countries like India, causing salaries in that sector to stall. On the SAP side, with much of the software being 10+ years old, companies are being forced to either purchase new software releases or go without support. As a result we are seeing a huge increase in demand, especially for doer-level SAP professionals such as functional configuration analysts, and we expect that to continue over the next 5 to 6 years as more companies look to enhance their SAP modules via upgrades, new developments, and the addition of various sub-modules. As demand continues to rise, talented SAP professionals are becoming increasingly more difficult to find, and as a result those who are available are demanding higher salaries, more sign-on and retention bonuses, more stock options, and other incentives. For professionals with expertise in rarer modules such as HR, FI, costs, and MM, you should expect to add a 20 percent variable to their base salaries over the next few years in order to attract and hire the best candidates.



Senior Data Warehousing Specialist $ 90 K $ 105 K $ 125 K $ 85 $ 99 $ 117

Data Warehousing Specialist $ 66 K $ 86 K $ 105 K $ 63 $ 82 $ 99

ETL Developer $ 85 K $ 93 K $ 120 K $ 81 $ 88 $ 113

Senior DBA $ 85 K $ 93 K $ 125 K $ 81 $ 88 $ 117

Junior DBA $ 68 K $ 75 K $ 89 K $ 65 $ 71 $ 84

Oracle Developer - PL/SQL Database Focused $ 83 K $ 95 K $ 109 K $ 79 $ 90 $ 102

Data Analyst 7 $ 65 K $ 86 K $ 95 K $ 62 $ 82 $ 90

Report Writer $ 52 K $ 60 K $ 72 K $ 50 $ 58 $ 69



CIO 1 5 6 7 $ 175 K $ 210 K $ 310 K $ 163 $ 195 $ 286

CTO 1 5 6 7 $ 125 K $ 168 K $ 200 K $ 117 $ 156 $ 186

IT Director - Large Company 1 5 6 $ 130 K $ 156 K $ 235 K $ 122 $ 145 $ 218

IT Director - Mid-Size Company 2 5 6 $ 110 K $ 130 K $ 165 K $ 103 $ 122 $ 154

IT Director - Small Company 3 6 $ 80 K $ 110 K $ 135 K $ 76 $ 103 $ 126

CISO - Chief Information Security Officer 1 7 $ 125 K $ 153 K $ 178 K $ 117 $ 143 $ 165

Security Manager $ 78 K $ 95 K $ 121 K $ 74 $ 90 $ 113

Audit Director $ 106 K $ 126 K $ 165 K $ 100 $ 118 $ 154

IT Audit Manager $ 90 K $ 110 K $ 130 K $ 85 $ 103 $ 122

Business Applications Manager - Large Company 1 $ 120 K $ 148 K $ 190 K $ 113 $ 138 $ 176

Business Applications Manager - Mid-size Company 2 $ 95 K $ 115 K $ 132 K $ 90 $ 108 $ 123

Data Center Manager 1 $ 75 K $ 91 K $ 125 K $ 71 $ 86 $ 117

Infrastructure Manager - Large Company 1 $ 97 K $ 120 K $ 140 K $ 92 $ 113 $ 131

Infrastructure Manager - Mid-size Company 2 $ 86 K $ 103 K $ 120 K $ 82 $ 97 $ 113

Service Desk Manager - ITIL 7 $ 95 K $ 115 K $ 130 K $ 90 $ 108 $ 122

Help Desk Manager $ 70 K $ 88 K $ 110 K $ 67 $ 83 $ 103

PMO Manager - with PMP $ 100 K $ 126 K $ 150 K $ 94 $ 118 $ 140

Project Manager - with PMP $ 80 K $ 110 K $ 135 K $ 76 $ 103 $ 126



Security Architect $ 75 K $ 99 K $ 125 K $ 71 $ 93 $ 117

Security Administrator $ 47 K $ 76 K $ 95 K $ 46 $ 72 $ 90

Internal Auditor $ 55 K $ 73 K $ 103 K $ 53 $ 70 $ 97

IT/IS Auditor $ 68 K $ 79 K $ 110 K $ 65 $ 75 $ 103

SecUriTy AND AUDiTWhile demands for SOX have leveled off for the most part, mounting pressure from other regulatory organizations such as PCI requirements for the credit card industry and enhanced security requirements from the Department of Homeland Security have driven demand in the audit market over the past year. In the past 4 years companies have spent so much on compliance that they are now finding it absolutely necessary to cut back and do more with less. As a result, in 2008, hiring and salaries in both security and audit are expected to flatten out. In the security arena, information protection continues to be a big issue, so companies are hiring fewer technical professionals. Instead they are focused on hiring professionals with a business and risk management approach. These are people who can examine the risks versus costs of data protection and make recommendations which help the company prevent overspending while still avoiding the most serious of risks. Outsourcing continues to be the trend for core security functions such as anti-virus and security monitoring.

iNfrASTrUcTUreWith many companies in the process of migrating to virtual environments and with even more looking to install one of the various new server upgrades such as Exchange and Citrix, we are seeing a rise in demand and salaries for professionals in this sector.



Infrastructure Project Manager $ 86 K $ 92 K $ 110 K $ 82 $ 87 $ 103

Communications Architect - CCIE 1 2 $ 90 K $ 110 K $ 130 K $ 85 $ 103 $ 122

Network Engineer $ 70 K $ 88 K $ 105 K $ 67 $ 83 $ 99

Communications Analyst (Voice) - Configuration Analyst $ 63 K $ 75 K $ 95 K $ 61 $ 71 $ 90

UNIX/Linux Administrator $ 47 K $ 75 K $ 94 K $ 46 $ 71 $ 89

UNIX/Linux System Engineer $ 63 K $ 86 K $ 111 K $ 61 $ 82 $ 104

2nd Level LAN Administrator $ 55 K $ 68 K $ 90 K $ 53 $ 65 $ 85

1st Level LAN Administrator $ 45 K $ 58 K $ 73 K $ 44 $ 56 $ 70

Entry-Level Infrastructure - 4-Year Degree $ 34 K $ 44 K $ 62 K $ 34 $ 43 $ 60

Entry-Level Infrastructure - 2-Year Degree $ 24 K $ 29 K $ 36 K $ 24 $ 29 $ 36



Applications Project Manager/ Team Lead 1 2 $ 78 K $ 102 K $ 125 K $ 74 $ 96 $ 117

Enterprise/Applications Architect $ 87 K $ 110 K $ 135 K $ 119 $ 145 $ 255

Senior Developer/Team Lead 4 $ 80 K $ 105 K $ 125 K $ 76 $ 99 $ 117

Business Analyst - Applications 4 $ 66 K $ 83 K $ 96 K $ 63 $ 79 $ 91

Developer - SharePoint $ 80 K $ 99 K $ 125 K $ 76 $ 93 $ 117

Developer - .NET $ 65 K $ 84 K $ 110 K $ 62 $ 80 $ 103

Developer - JAVA $ 62 K $ 81 K $ 110 K $ 60 $ 77 $ 103

Developer - C++ $ 75 K $ 97 K $ 110 K $ 71 $ 92 $ 103

Developer - Client Server $ 53 K $ 72 K $ 83 K $ 51 $ 69 $ 79

Junior Developer $ 48 K $ 67 K $ 72 K $ 47 $ 64 $ 69

Quality Assurance - Applications Testing $ 53 K $ 67 K $ 95 K $ 51 $ 64 $ 90

Quality Assurance - Team Lead $ 86 K $ 96 K $ 115 K $ 82 $ 91 $ 108

Entry-Level Applications - 4-Year Degree $ 36 K $ 48 K $ 69 K $ 36 $ 47 $ 66

Entry-Level Applications - 2-Year Degree $ 26 K $ 30 K $ 39 K $ 27 $ 30 $ 39

Default:

· Rates good for Houston metropolitan area.

· Assume candidate has 4-year degree unless otherwise noted.

· Contract term of greater than 6 months.

ASSUmPTiONS

Service DeSK / HelP DeSK / DeSKTOP The entire framework of the help desk has been shifting over the past few years to better reflect a service desk. The roles have been redefined, the responsibilities increased, and there has been a strong push towards the use of structured methodologies such as ITIL for process improvement. As a result, the demand and salaries for profes-sionals at all levels in this sector have increased.



Help Desk - Level III Service Desk $ 65 K $ 75 K $ 89 K $ 62 $ 71 $ 84

Help Desk - Level II Service Desk $ 55 K $ 68 K $ 70 K $ 53 $ 65 $ 67

Help Desk - Level I Support $ 33 K $ 44 K $ 52 K $ 33 $ 43 $ 51

Software Support $ 38 K $ 53 K $ 65 K $ 38 $ 51 $ 62

Hardware Technician $ 30 K $ 41 K $ 55 K $ 30 $ 40 $ 53

APPlicATiONS Various factors are leading to a rise in overall demand and salaries in this area. First, there is an increase of merg-ers and acquisitions which has resulted in the need for integration and standardization of various technologies between companies. In addition, there is a significant increase in the number of implementations and upgrades of ERP systems which has led to a need for upgrades of the applications associated with the ERP systems and integra-tions of other legacy systems. We are seeing a substantial increase in demand for professionals with knowledge of finance, energy, and trading applications. Because there is a local shortage of these professionals, salaries in those areas are soaring.



Web Developer - PHP, ASP, Flash, HTML $ 48 K $ 57 K $ 68 K $ 47 $ 55 $ 65

Graphics/Web Designer - Adobe Photoshop $ 38 K $ 44 K $ 65 K $ 38 $ 43 $ 62

Interactive Marketing/Search Engine Optimization 7 $ 55 K $ 76 K $ 97 K $ 53 $ 72 $ 92

weB DevelOPmeNTAs the web continues to revolutionize the way companies do business, the needs and demands in this area are continually changing. On one hand, demand for developers and designers has leveled and salaries have hit a plateau as more companies opt for web templates as opposed to custom-built sites. On the other hand, as many companies look for ways that their websites can help increase profits, demand for web professionals who have a strong understanding of business processes and search engine optimization has risen significantly. In some cases these professionals are developers and/or designers, and in other cases they are simply interactive marketing experts. Since there are still very few that meet these qualifications, salaries for those that do are soaring.

miScellANeOUS



Technical Writer $ 45 K $ 54 K $ 75 K $ 44 $ 52 $ 71

Training $ 55 K $ 68 K $ 90 K $ 53 $ 65 $ 85

Specific:

1. Large company is defined as greater than 50 IT employees with $1 billion in revenue.

2. Mid-size company is defined as10 to 50 IT employees with revenue over $250 million and less than $1 billion.

3. Small company is defined as fewer than 10 IT employees with less than $250 million in revenue.

4. Indicates hot skill – add 10 - 15% to salary (ie: Java, .Net, SharePoint,engineering).

5. Excludes bonuses.

6. Top IT person.

7. Limited pool of candidates.

8. Team member.

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2008 houston salary survey.pdf · sap - developer abap $ 80 k $ 95 k $ 112 k $ 76 $ 90 $ 105 sap...

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