2018 SALARY GUIDE

for Administrative Professionals

b

About the Data in the 2018 Salary Guide

Robert Half has made it our mission for nearly 70 years to provide salary data to help companies benchmark their compensation levels with what other firms are offering. Those of you who are familiar with our guides will find even more comprehensive data this year than ever before.

WHY THE CHANGE? Our clients have expressed interest in more detailed information on salaries. To help with this, we’ve presented salaries in percentiles versus the low and high ranges we have previously used. The information is based on our current salary data and analysis of the thousands of job placements we make every year.

WHAT HASN’T CHANGED As always, we are committed to providing you with the most accurate information on hiring and compensation trends. This year’s OfficeTeam Salary Guide includes the following:

• Average starting salary ranges for 60 positions based on our job placements from the past year

• Regional variances that can help you adjust salaries to your local markets

• New data on benefits, incentives and perks

For more information and access to our Salary Calculator, please visit our Salary Center at officeteam.com/salary-center.

Table of Contents

This is OfficeTeam’s 23rd year publishing the Salary Guide.

2 WelcometotheOfficeTeam 2018 Salary Guide 4 HiringTrendsinthe United States 7 Spotlight: Healthcare HiringTrends 8 HowtoUseOurSalaryTables 9 Administrative Salaries: United States12 Calculate Your Custom Salary

13 Local Market Variances: United States15 HiringTrendsinCanada16 Administrative Salaries: Canada18 Local Market Variances: Canada19 IsEQBetterThanIQ?21 PaytoPerks:Trendsin Compensation Packages 24AboutOfficeTeam25 Worldwide Locations

2018 SALARY GUIDE | OFFICETEAM 2

A key part of attracting the best people is paying them well — at least as much as your competitors are offering or more.

Hiring the best administrative professionals requires more than just a job description. A key part of attracting the best people is paying them well — at least as much as your competitors are offering or more. That means, when hiring, you need access to the latest salary data available.

Our OfficeTeam 2018 Salary Guide contains compensation ranges based on actual placements made by our U.S. and Canadian staffing and recruiting professionals. We use this data to present 2018 salaries so you know where we believe compensation is headed and can budget accordingly. It’s also your tool for successfully negotiating salaries with the professionals you want to recruit and retain.

The salary tables are the core of the guide. This year, we’ve made some changes to how we present the salary data, described in How to Use Our Salary Tables on Page 8. Elsewhere in the guide, we also include an analysis of hiring trends in the administrative field.

We hope the Salary Guide helps you build a more engaged and productive team.

Welcome to the OfficeTeam 2018 Salary Guide

3

Find out more about the importance of improving happiness

in your workplace.

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It’s a good time to be a job seeker. It’s a tough time to be a hiring manager. The market for administrative professionals is more competitive than ever.

Hiring Trends in the United States

2018 SALARY GUIDE | OFFICETEAM 5

Trends to consider in building support staff:

JOBS BECOMING LESS TRADITIONALMany office support positions are evolving from a focus on traditional administrative duties to encompassing technology-based tasks and responsibilities. Companies want candidates who are eager to learn new software and support more colleagues. They also want administrative staff who are comfortable having less face-to-face interaction as the people they support increasingly move toward flexible schedules and remote work arrangements.

CANDIDATES EXPECT QUICK HIRING DECISIONSAt many companies, the hiring process is being drawn out unnecessarily at a time when it needs to be shorter.Candidates are growing impatient with lengthy rounds of interviews and long pauses in communication with hiring managers. This is evidenced in a Robert Half survey, which found that more than two-thirds of applicants lose interest in a job if there’s been no follow-up within two weeks of an interview. Some firms are beginning to get the message that a lengthy recruiting process can cause their top choices to slip away. Tightening the hiring timeline is crucial, especially when recruiting candidates who might be considering multiple offers.

FASTER FULL-TIME HIRING OF TEMPORARY STAFF Temporary-to-full-time work arrangements give managers a chance to observe the on-the-job behavior and performance level of administrative and office support professionals before offering them full-time positions. Likely because of the shortage of specialized talent, these assignments are transitioning to full-time sooner than they used to within some markets.

IN-DEMAND POSITIONS

Executive/ administrative assistant

Customer service representative/manager

Receptionist/ front desk coordinator

Project assistant/coordinator

Human resources roles

Data entry specialist

For more details on administrative roles, check the glossary of job descriptions.

2018 SALARY GUIDE | OFFICETEAM 6

TECHNICALCandidates are expected to know their way around Microsoft Office, but many employers place a high value on experience with customer relationship management (CRM) and database software, as well as SAP or other enterprise resource planning (ERP)applications.

Being adept with social media is beneficial. Virtually all companies now use Facebook, Twitter, LinkedIn and other platforms to monitor industry activity and provide company updates to customers, and many look to their administrative team to assist with this communication.

NONTECHNICAL Hiring managers are paying particular attention to administrative candidates’ soft skills and work ethic. Areas where they expect applicants to excel include the following:

• Communication — Companies want to hire administrative pro-fessionals who can quickly and thoroughly assemble, process and share information, both verbally and in writing.

• Reliability — This includes attention to detail, comfort with multitasking and a reputation for being a quick study.

• Adaptability — Firms are changing the way they work, and they need support professionals who are comfortable with change. Adminis-trative staff should be able to adapt quickly and have a passion for learning. Firms expanding interna-tionally need more employees who are able to support clients from a variety of geographies and cultural backgrounds.

• Positive attitude — Businesses are focused on company morale and cultivating a productive workplace environment as a means for increasing employee retention. They want any new workers they bring in to have a contagious positive attitude and enthusiasm for working in teams.

• Multiple languages — Employers seek candidates who are multi- lingual, especially for public-facing positions. Spanish continues to top the list of languages requested.

Skills in Demand

SEE ADMINISTRATIVE OPENINGS IN YOUR AREA.

BROWSE JOBS

Administrative hiring decisions at many healthcare organizations are likely to be affected by the following:

2018 SALARY GUIDE | OFFICETEAM 7

A FOCUS ON THE CUSTOMER As healthcare competition increases and the consumer experience becomes a priority, heavy investments are being made to improve the patient and member journey. By offering new products, services, locations and technology for people to access and manage their care, healthcare organizations are putting themselves in a position to grow their business. Administrative and patient/member services professionals with excellent customer service skills are essential.

TECH UPGRADES The healthcare industry continues to implement or upgrade systems to gain efficiencies and improve the quality of care. Organizations want support staff with experience in the latest practice management and electronic medical records software.

AN AGING POPULATIONAs the baby boomer generation enters into their elder years, more individuals are seeking healthcare services than ever before. Administrative professionals are being brought in to help address increased demands and keep operations running smoothly.

STAFF TURNOVER Healthcare is a dynamic industry. New regulatory compliance standards, technologies, and business and clinical strategies require constant attention. These changes also create a significant amount of extra work and stress, resulting in greater employee turnover. Organizations are expanding administrative hiring to answer the challenge of maintaining staff levels.

Spotlight: Healthcare Hiring Trends

IN-DEMAND NONCLINICAL HEALTHCARE POSITIONS

Patient registration/intake/ admissions clerk

Member services representative/ enrollment specialist

Medical receptionist

2018 SALARY GUIDE | OFFICETEAM 8

PERCENTILE 25TH 50TH (MIDPOINT) 75TH 95TH

Candidate Experience Level

Less experience than typical

Average experience

More experience than typical

Significant, highly relevant experience

Candidate Skills/ Expertise

Skills require development

Necessary skills to meet job requirements

Strong skill set; may include specialized certifications

High level of expertise, including specialized certifications

Job Complexity/Duties

Role may be in an industry with low competition for talent or in a smaller, less complex organization or department

Role may be of average complexity or in an industry where competition for talent is moderate

Role may be fairly complex or in a fairly competitive industry for talent

Role may be highly complex and more strategic in nature than usual; may be in a highly competitive industry for talent

How to Use Our Salary Tables

To help hiring managers determine salary levels for new hires, we’ve provided starting compensation ranges by percentile, as defined in the chart below.

When a manager is establishing a starting salary, multiple factors come into play. A firm’s compensation philosophy, the range of other benefits and incentives offered, and the level of competition for individuals within a particular market all may affect starting salaries. Following are additional elements to consider and how they correlate with the high and low ends of the compensation figures provided:

The salaries listed on the following pages are based on actual placements in our offices throughout North America, as well as an analysis of the demand for the role, the supply of talent and other market conditions. Salaries reflect starting pay only. Bonuses, incentives and other forms of compensation are not taken into account. In some situations, it’s possible that compensation would fall above or below the percentiles provided. Our recruiters can help you establish appropriate compensation levels for new hires based on your company’s goals and budget.

Salaries represent national averages and can be adjusted for your market using the local variance information on Page 13 for the United States and Page 18 for Canada.

2018 SALARY GUIDE | OFFICETEAM 9

TITLE 25TH 50TH 75TH 95TH

ADMINISTRATIVE

Senior Executive Assistant $ 55,000 $ 60,000 $ 70,000 $ 85,000

Executive Assistant $ 42,000 $ 52,000 $ 65,500 $ 72,000

Senior Administrative Assistant $ 39,000 $ 41,500 $ 45,750 $ 56,250

Administrative Assistant $ 33,750 $ 35,000 $ 40,000 $ 47,000

Entry-Level Administrative Assistant $ 28,000 $ 32,000 $ 35,500 $ 38,500

Marketing Assistant $ 34,250 $ 37,250 $ 43,500 $ 50,000

Sales Assistant $ 32,500 $ 35,000 $ 41,750 $ 46,000

Specialized Assistant – Legal $ 35,250 $ 40,000 $ 44,000 $ 51,000

Property Management Assistant $ 26,500 $ 31,250 $ 35,250 $ 45,750

Mortgage Assistant $ 29,500 $ 31,000 $ 36,500 $ 40,500

Project Assistant/Coordinator $ 30,500 $ 37,000 $ 40,000 $ 42,000

Purchasing Assistant $ 28,500 $ 35,500 $ 39,500 $ 48,000

MANAGEMENT

Office Manager $ 42,500 $ 44,000 $ 50,500 $ 66,500

Facilities Manager $ 43,000 $ 61,000 $ 70,000 $ 89,000

OFFICE SERVICES

Office/Facilities Coordinator/Assistant $ 28,750 $ 32,500 $ 37,500 $ 40,750

Office Clerk $ 22,250 $ 25,000 $ 27,000 $ 33,250

Mail Assistant/Clerk $ 21,250 $ 23,000 $ 25,000 $ 31,250

File Clerk $ 23,000 $ 24,500 $ 27,000 $ 31,250

Claims Processor $ 32,250 $ 34,000 $ 36,500 $ 39,750

Logistics Clerk $ 27,500 $ 34,000 $ 39,000 $ 52,000

Dispatcher $ 27,500 $ 31,250 $ 33,250 $ 41,000

Document Control Clerk $ 26,000 $ 31,000 $ 35,000 $ 39,750

Proofreader $ 40,000 $ 45,000 $ 51,750 $ 62,000

Presentation Specialist $ 44,500 $ 50,250 $ 57,750 $ 67,000

Administrative Salaries: United States

PERCENTILES

MIDPOINT

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DATA ENTRY

Senior Data Entry Specialist $ 29,000 $ 31,250 $ 35,250 $ 37,000

Data Entry Specialist $ 24,000 $ 27,000 $ 29,750 $ 35,250

Senior Order Entry Specialist $ 30,500 $ 35,500 $ 40,000 $ 45,750

Order Entry Specialist $ 26,000 $ 29,000 $ 32,000 $ 36,000

RECEPTION

Front Desk Coordinator $ 24,000 $ 27,000 $ 31,250 $ 35,250

Receptionist $ 23,000 $ 28,000 $ 30,000 $ 32,250

CUSTOMER SERVICE/CALL CENTER

Customer Service Manager $ 40,000 $ 44,000 $ 51,750 $ 66,000

Senior Customer Service Representative $ 33,000 $ 37,000 $ 42,500 $ 54,250

Customer Service Representative $ 28,500 $ 30,000 $ 35,000 $ 41,500

Call Center Manager $ 44,500 $ 50,000 $ 57,500 $ 73,500

Senior Call Center Representative $ 34,750 $ 39,250 $ 45,000 $ 57,500

Call Center Representative $ 28,500 $ 32,000 $ 38,000 $ 43,000

HUMAN RESOURCES (HR)

HR Benefits Specialist/Coordinator $ 41,000 $ 45,000 $ 51,750 $ 64,000

HR Recruiting Specialist/Coordinator $ 36,750 $ 41,500 $ 47,750 $ 59,000

HR Assistant/Generalist $ 29,000 $ 33,250 $ 37,000 $ 50,000

ADMINISTRATIVE HEALTHCARE

Credentialing Specialist $ 34,500 $ 37,500 $ 44,000 $ 49,000

Patient Registration/Intake/ Admissions Clerk $ 26,500 $ 30,000 $ 34,500 $ 44,000

Insurance Referral Coordinator $ 27,500 $ 31,000 $ 35,500 $ 45,500

Insurance Verification Clerk $ 29,500 $ 33,250 $ 38,250 $ 48,750

Insurance Authorization Clerk $ 31,000 $ 35,000 $ 40,250 $ 51,250

Medical Scheduler $ 27,500 $ 31,000 $ 35,500 $ 45,500

Medical Front Desk Coordinator $ 26,500 $ 30,000 $ 34,500 $ 44,000

Medical Receptionist $ 25,750 $ 29,000 $ 33,250 $ 42,500

Electronic Medical Records Specialist $ 28,250 $ 32,000 $ 36,750 $ 47,000

PERCENTILES

MIDPOINT

WATCH THE VIDEO TO FIND OUT HOW TO USE THE SALARY PERCENTILES.

2018 SALARY GUIDE | OFFICETEAM 11

Employers may increase salaries for administrative professionals who are:• Experts in multiple languages• Certified (e.g., Microsoft Office Specialist)• Senior executive assistants supporting C-level executives in large companies• Receptionists in large companies who have more than five years of experience• Customer service managers or call center managers overseeing more than 20 people

TITLE 25TH 50TH 75TH 95TH

ADMINISTRATIVE HEALTHCARE (CONTINUED)

Medical Coding Manager $ 58,500 $ 66,000 $ 76,000 $ 97,000

Certified Coding Specialist $ 47,000 $ 53,000 $ 61,000 $ 77,750

Certified Professional Coder $ 47,000 $ 53,000 $ 61,000 $ 77,750

Medical Data Entry Specialist $ 25,000 $ 28,000 $ 32,250 $ 41,000

Patient Access/Services Representative $ 30,250 $ 34,000 $ 39,000 $ 50,000

Medical Customer Service Representative $ 30,000 $ 33,750 $ 38,750 $ 49,750

Member Services/ Enrollment Manager $ 48,750 $ 55,000 $ 63,250 $ 80,500

Member Services Representative/Enrollment Specialist $ 30,250 $ 34,000 $ 39,000 $ 50,000

Provider Relations Specialist $ 31,000 $ 35,000 $ 40,250 $ 45,500

Medical Office Administrator $ 39,000 $ 44,000 $ 50,500 $ 64,500

Medical Executive Assistant $ 46,000 $ 52,000 $ 59,750 $ 76,250

Medical Secretary/ Administrative Assistant $ 31,000 $ 35,000 $ 40,250 $ 51,250

PERCENTILES

MIDPOINT

PUT YOUR SALARY KNOWLEDGE TO WORK

FIND TALENT FIND JOBS

2018 SALARY GUIDE | OFFICETEAM 12

Calculate Your Custom Salary

As you know, compensation for the same role can vary widely depending on where the job is. To find salaries for a given city, go to the Salary Calculator and select the job title and city. The online tool calculates a result for you.

Thesalarieslistedintheguidecanbecustomizedfornearly 600 cities using the Salary Calculator.

CALCULATE YOUR CUSTOM SALARY

2018 SALARY GUIDE | OFFICETEAM 13

Local Market Variances: United States

ALABAMABirmingham . . . . . . . . . . . . –5%

Huntsville. . . . . . . . . . . . . . .–6%

Mobile. . . . . . . . . . . . . . . . .–14%

ARIZONAPhoenix. . . . . . . . . . . . . . . +13%

Tucson. . . . . . . . . . . . . . . . . +5%

ARKANSASFayetteville . . . . . . . . . . . . . –5%

Little Rock . . . . . . . . . . . . . . –5%

CALIFORNIAFresno . . . . . . . . . . . . . . . . .–10%

Irvine . . . . . . . . . . . . . . . . . +30%

Los Angeles . . . . . . . . . . +31%

Oakland . . . . . . . . . . . +29.5% Ontario. . . . . . . . . . . . . . . +20%

Sacramento . . . . . . . . . . . +5%

San Diego. . . . . . . . . . . . +26%

San Francisco . . . . . . . . +40%

San Jose. . . . . . . . . . . . +37.5% San Rafael. . . . . . . . . . . . +30%

Santa Barbara. . . . . . . . +27%

Santa Rosa . . . . . . . . . . . +20%

Stockton . . . . . . . . . . . . . . .–15%

COLORADOBoulder. . . . . . . . . . . . . +17.5%

Colorado Springs . . . .–3.5%

Denver . . . . . . . . . . . . . . . . .+9%

Fort Collins. . . . . . . . . . . . . –2%

Greeley. . . . . . . . . . . . . . . . –11%

Loveland . . . . . . . . . . . . . . . –5%

Pueblo. . . . . . . . . . . . . . . . . –17%

CONNECTICUTHartford . . . . . . . . . . . . . . .+17%

New Haven. . . . . . . . . . . +12%

Stamford . . . . . . . . . . . . . +31%

DELAWAREWilmington . . . . . . . . . . . . +5%

DISTRICT OF COLUMBIAWashington . . . . . . . . . . +33%

FLORIDAFort Myers. . . . . . . . . . . . . . –9%

Jacksonville . . . . . . . . . .–4.5%

Melbourne . . . . . . . . . . . –9.5%

Miami/ Fort Lauderdale . . . . +6.5%

Orlando. . . . . . . . . . . . . +0.5%

St. Petersburg . . . . . . . . . .–3%

Tampa. . . . . . . . . . . . . . . . . . –1%

West Palm Beach. . . . . . . +1%

GEORGIAAtlanta . . . . . . . . . . . . . . . . +6%

Macon. . . . . . . . . . . . . . . . .–18%

Savannah . . . . . . . . . . . . .–15%

HAWAIIHonolulu . . . . . . . . . . . . . . .+7%

IDAHOBoise . . . . . . . . . . . . . . . .–13.9%

ILLINOISChicago . . . . . . . . . . . . +23.5%

Naperville . . . . . . . . . . . . +12%

Rockford. . . . . . . . . . . . . . .–15%

INDIANAFort Wayne. . . . . . . . . . . .–16%

Indianapolis . . . . . . . . . . . .–3%

IOWACedar Rapids . . . . . . . . . .–6%

Davenport. . . . . . . . . . . . . . –5%

Des Moines . . . . . . . . . . . +0%

The starting salaries on the previous pages reflect the national averages for each position. For guidance on local compensation, increase or decrease the national salary by the percentage below for your city. The following local market variances are based on data from the U.S. Bureau of Labor Statistics and OfficeTeam and are general guidelines only. They are reflective of all industries and professions and may apply differently from staff to managerial roles. For more information on average starting salaries in your area, contact the OfficeTeam location nearest you.

2018 SALARY GUIDE | OFFICETEAM 14

Sioux City . . . . . . . . . . . . .–16%

Waterloo/ Cedar Falls . . . . . . . . . . .–13%

KANSASOverland Park . . . . . . +0.5%

KENTUCKYLexington . . . . . . . . . . . . .–8.5%

Louisville . . . . . . . . . . . . . . .–8%

LOUISIANABaton Rouge . . . . . . . . . . . –1%

New Orleans. . . . . . . . . . . –1%

MAINEPortland . . . . . . . . . . . . . . . . –5%

MARYLANDBaltimore . . . . . . . . . . . . . . +3%

MASSACHUSETTSBoston. . . . . . . . . . . . . . . . +34%

Springfield. . . . . . . . . . . . . . +1%

MICHIGANAnn Arbor . . . . . . . . . . . .+1.5%

Detroit . . . . . . . . . . . . . . . . . +0% Grand Rapids . . . . . . .–14.5%

Kalamazoo . . . . . . . . . . . –20%

Lansing . . . . . . . . . . . . . . . .–15%

MINNESOTABloomington . . . . . . . . +6.5%

Duluth . . . . . . . . . . . . . . –20.4%

Minneapolis . . . . . . . . . . . .+7%

Rochester. . . . . . . . . . . . . . .+2%

St. Cloud . . . . . . . . . . . –16.5%

St. Paul . . . . . . . . . . . . . . . . +4%

MISSOURIKansas City. . . . . . . . . . .–0.5%

St. Joseph . . . . . . . . . . . . .–10%

St. Louis . . . . . . . . . . . . . .–0.5%

NEBRASKAOmaha. . . . . . . . . . . . . . . . .–3%

NEVADALas Vegas . . . . . . . . . . . . . +0%

Reno. . . . . . . . . . . . . . . . . . . +0%

NEW HAMPSHIREManchester/ Nashua . . . . . . . . . . . . . +14%

NEW JERSEYMount Laurel . . . . . . . . . +15%

Paramus . . . . . . . . . . . . . . +30%

Princeton . . . . . . . . . . . . . +25%

Woodbridge. . . . . . . . +26.5%

NEW MEXICOAlbuquerque . . . . . . . . .–8.5%

NEW YORK Albany. . . . . . . . . . . . . . . . . . –4%

Buffalo . . . . . . . . . . . . . . .–6.5%

Long Island. . . . . . . . . . . +20%

New York. . . . . . . . . . .+40.5%

Rochester. . . . . . . . . . . . .–6.5%

Syracuse. . . . . . . . . . . . . . –9.7%

NORTH CAROLINACharlotte . . . . . . . . . . . . . . .+2%

Greensboro . . . . . . . . . . . +0%

Raleigh . . . . . . . . . . . . . . . . +4%

OHIOAkron. . . . . . . . . . . . . . . . . . –11%

Canton . . . . . . . . . . . . . . . .–18%

Cincinnati . . . . . . . . . . . .–2.5%

Cleveland . . . . . . . . . . . . . . –4%

Columbus . . . . . . . . . . . . . . –2%

Dayton . . . . . . . . . . . . . . . .–13%

Toledo. . . . . . . . . . . . . . .–14.5%

Youngstown . . . . . . . . . . .–24%

OKLAHOMAOklahoma City . . . . . . . . –7%

Tulsa. . . . . . . . . . . . . . . . . . . . –7%

OREGONPortland . . . . . . . . . . . . . . . .+7%

PENNSYLVANIAHarrisburg. . . . . . . . . . . . . . –5%

Philadelphia . . . . . . . . . . +15%

Pittsburgh . . . . . . . . . . . . . . –2%

RHODE ISLANDProvidence . . . . . . . . . . .+1.5%

SOUTH CAROLINACharleston . . . . . . . . . . .–5.5%

Columbia . . . . . . . . . . . .–6.5%

Greenville . . . . . . . . . . . . . . –7% SOUTH DAKOTASioux Falls . . . . . . . . . . . . .–16%

TENNESSEEChattanooga. . . . . . . . . . –11%

Cool Springs . . . . . . . . . . +0%

Knoxville. . . . . . . . . . . . . . . –11%

Memphis . . . . . . . . . . . . . . . –5%

Nashville . . . . . . . . . . . . .+1.5%

TEXASAustin. . . . . . . . . . . . . . . . . . +8%

Dallas . . . . . . . . . . . . . . . . +10%

El Paso . . . . . . . . . . . . . . . –28%

Fort Worth . . . . . . . . . . . . .+9%

Houston . . . . . . . . . . . . . . . .+7%

Midland/Odessa . . . . . +10%

San Antonio . . . . . . . . . . . . +1%

UTAHSalt Lake City. . . . . . . . . . +5%

VIRGINIANorfolk/ Hampton Roads . . . . . . –2%

Richmond . . . . . . . . . . . . –1.5%

Tysons Corner . . . . . . . . +32%

WASHINGTONSeattle. . . . . . . . . . . . . . . . +21%

Spokane. . . . . . . . . . . . . . .–18%

WISCONSINAppleton . . . . . . . . . . . . . .–15%

Green Bay. . . . . . . . . . –13.5%

Madison. . . . . . . . . . . . . . –1.5%

Milwaukee. . . . . . . . . . . . . . +1%

Waukesha . . . . . . . . . . . . . . –1%

Getlocalstartingsalarydataforspecificroles at officeteam.com/salary-center.

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MULTITASKERS SOUGHTExperienced executive assistants are most in demand, as are front desk staff who can also take on other administrative or accounting tasks as needed. Those who are fluent in both English and French may receive multiple job offers.

TEMPORARY HIRING ON THE RISE Employers increasingly recognize the value of supplementing full-time staff with interim professionals on an as-needed basis to manage labor costs. Companies often use temporary-to-hire arrangements to assess a candidate’s fit for the role and corporate culture before making a full-time offer.

Hiring Trends in Canada

INDUSTRIES HIRING

Sectors expected to most actively hire administrative professionals in Canada include:

Real estate Finance Healthcare Government

2018 SALARY GUIDE | OFFICETEAM 16

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ADMINISTRATIVE

Senior Executive Assistant $ 56,250 $ 58,250 $ 70,750 $ 84,750

Executive Assistant $ 47,000 $ 53,500 $ 60,000 $ 70,250

Senior Administrative Assistant $ 45,000 $ 49,750 $ 56,000 $ 67,000

Administrative Assistant $ 31,500 $ 35,000 $ 40,250 $ 50,250

Entry-Level Administrative Assistant $ 30,250 $ 32,500 $ 36,500 $ 45,750

Marketing Assistant $ 34,250 $ 37,500 $ 45,000 $ 57,250

Sales Assistant $ 35,250 $ 40,000 $ 50,000 $ 55,000

Specialized Assistant – Legal $ 33,500 $ 37,500 $ 43,750 $ 57,500

Property Management Assistant $ 31,250 $ 35,250 $ 39,500 $ 47,500

Project Assistant/Coordinator $ 41,000 $ 47,000 $ 53,000 $ 60,000

Purchasing Assistant $ 40,250 $ 45,000 $ 52,000 $ 54,750

MANAGEMENT

Office Manager $ 41,500 $ 45,000 $ 51,750 $ 70,000

Facilities Manager $ 53,250 $ 60,000 $ 69,250 $ 88,000

OFFICE SERVICES

Office/Facilities Coordinator/Assistant $ 29,750 $ 32,500 $ 34,750 $ 40,000

Office Clerk $ 28,000 $ 30,500 $ 32,500 $ 38,750

Mail Assistant/Clerk $ 28,000 $ 30,000 $ 34,500 $ 36,500

File Clerk $ 28,000 $ 30,000 $ 31,750 $ 37,750

Claims Processor $ 34,500 $ 36,500 $ 42,500 $ 45,000

Logistics Clerk $ 33,250 $ 37,500 $ 43,750 $ 55,000

Dispatcher $ 33,250 $ 37,250 $ 41,500 $ 47,750

Document Control Clerk $ 28,000 $ 35,250 $ 41,250 $ 50,000

Proofreader $ 47,500 $ 54,000 $ 61,750 $ 64,500

Presentation Specialist $ 45,250 $ 52,000 $ 57,750 $ 67,750

Administrative Salaries: Canada

PERCENTILES

MIDPOINT

All salaries listed on Pages 16-17 are in Canadian dollars.

2018 SALARY GUIDE | OFFICETEAM 17

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DATA ENTRY

Senior Data Entry Specialist $ 32,250 $ 34,250 $ 40,000 $ 45,000

Data Entry Specialist $ 28,000 $ 30,250 $ 31,500 $ 41,500

Senior Order Entry Specialist $ 37,250 $ 42,000 $ 46,500 $ 49,500

Order Entry Specialist $ 31,500 $ 39,000 $ 42,500 $ 43,500

RECEPTION

Front Desk Coordinator $ 31,000 $ 35,000 $ 40,250 $ 48,500

Receptionist $ 28,750 $ 32,000 $ 36,750 $ 45,750

CUSTOMER SERVICE/CALL CENTER

Customer Service Manager $ 48,500 $ 55,000 $ 75,000 $ 90,000

Senior Customer Service Representative $ 39,000 $ 42,500 $ 44,750 $ 55,000

Customer Service Representative $ 28,000 $ 31,250 $ 34,250 $ 45,750

Call Center Manager $ 50,500 $ 57,000 $ 65,750 $ 83,000

Senior Call Center Representative $ 40,750 $ 46,000 $ 53,000 $ 67,000

Call Center Representative $ 33,500 $ 38,000 $ 43,000 $ 46,000

HUMAN RESOURCES (HR)

HR Benefits Specialist/Coordinator $ 48,250 $ 55,000 $ 59,500 $ 64,000

HR Recruiting Specialist/Coordinator $ 35,250 $ 37,500 $ 41,500 $ 57,250

HR Assistant/Generalist $ 33,250 $ 35,250 $ 41,500 $ 54,000

ADMINISTRATIVE HEALTHCARE

Medical Receptionist $ 34,000 $ 37,750 $ 43,250 $ 54,000

Electronic Medical Records Specialist $ 35,500 $ 40,000 $ 46,000 $ 58,750

Medical Data Entry Specialist $ 35,250 $ 36,750 $ 38,500 $ 41,750

Medical Office Administrator $ 32,000 $ 38,500 $ 45,000 $ 64,000

Medical Secretary/ Administrative Assistant $ 31,250 $ 32,000 $ 37,500 $ 51,000

Employers may increase salaries for administrative professionals who are:• Experts in multiple languages• Certified (e.g., Microsoft Office Specialist)• Senior executive assistants supporting C-level executives in large companies• Receptionists in large companies who have more than five years of experience• Customer service managers or call center managers overseeing more than 20 people

PERCENTILES

MIDPOINT

2018 SALARY GUIDE | OFFICETEAM 18

Local Market Variances: Canada

The starting salaries on the previous pages reflect the national averages for each position. For guidance on local compensation, increase or decrease the national salary by the percentage below for your city.The following local market variances are general guidelines only. They are reflective of all industries and professions and may apply differently from staff to managerial roles. For more information on average starting salaries in your area, contact the OfficeTeam location nearest you.

PUT YOUR SALARY KNOWLEDGE TO WORK

FIND TALENT FIND JOBS

ALBERTA Calgary . . . . . . . . . . . . . . . +3%

Edmonton . . . . . . . . . . . .+1.8%

BRITISH COLUMBIAFraser Valley. . . . . . . . . +0.2%

Vancouver . . . . . . . . . . . +4.9%

Victoria . . . . . . . . . . . . . . .–3.2%

MANITOBAWinnipeg. . . . . . . . . . . . . . .–9%

ONTARIOKitchener/ Waterloo. . . . . . . . . . . .–3.7%

Ottawa . . . . . . . . . . . . . . +0.2%

Toronto . . . . . . . . . . . . . . +4.9%

QUEBECMontreal . . . . . . . . . . . . .+2.9%

Quebec City . . . . . . . . . .–10%

SASKATCHEWANRegina. . . . . . . . . . . . . . . . –6.1%

Saskatoon . . . . . . . . . . . .–4.5%

2018 SALARY GUIDE | OFFICETEAM 19

In fact,

When employees have emotional intelligence (EQ), they’re able to manage their own emotions and understand and react to the emotions of others.

Is EQ Better Than IQ?

Source: OfficeTeam surveys of more than 600 HR managers and more than 800 workers in North America

Nearly all HR managers (95%) and workers (99%) said it’s important for employees to have high EQ.

95%HR MANAGERS

99%WORKERS

of employees feel EQ is more valuable at work than IQ. 21%

2018 SALARY GUIDE | OFFICETEAM 20

92%

74%

Find out more about why EQ is important at work.

The greatest benefit of having staff with high EQ, according to HR managers:

of workers believe they have strong EQ.

feel their bosses do.

BETTERCOLLABORATION

EFFECTIVECONFLICTRESOLUTION

OTHERINCREASEDMOTIVATION/MORALE

43%

21%19%

16%1%

IMPROVEDLEADERSHIP

How employees think they stack up:

2018 SALARY GUIDE | OFFICETEAM 21

Pay to Perks: Trends in Compensation Packages

Highly skilled professionals expect not just a base salary that’s in line with what other firms are offering but also a choice of benefits, incentives and perks that are just as competitive.

The most common benefits offered (1/2)**

How companies determine bonuses*Individual and company performance27%

22%

16%

8%

9%

Individual performance only

Company performance only

Other

19% Don’tofferbonuses

Individual, team and company performance

To find out more about the compensation strategies prevalent today, Robert Half surveyed more than 740 human resources, compensation and benefits professionals in businesses across a variety of industries in North America. The results are shown on this and the following pages.

How companies determine

salary increases

Merit calculation

Cost-of-living adjustmentLength of service

Other (e.g., market data)

Nomethod

72%

38%

17%16%

3%

89%

Dentalinsurance

78%

Disability insurance

56%

Reimbursement for tuition/

professional certifications

65%

Employee assistance program

(EAP)

95%

Medicalinsurance

81%

Visioninsurance

79%

AD&D insurance(accidental death and

dismemberment)

AD&D

Life insurance

88%

2018 SALARY GUIDE | OFFICETEAM 22

Benefits are any form of noncash compensation paid indirectly to an employee and not tied to job performance. Examples: medical insurance, retirement plans.

Incentives are cash or other awards made to reward or incent superior performance and boost retention. They are not guaranteed but tied to job performance. Examples: bonuses, spot awards.

Perks (short for perquisites) are privileges granted to employees in addition to benefits and incentives. Examples: gym membership, free meals.

Benefits, incentives and perks: What’s the difference?

62%

39%

34%

25%

17%

13%

flexibleworkschedules

regular social events

telecommuting

onsite gym or access to gym

a compressed schedule suchasa4/10workweek

freeorsubsidizedmeals

The most common perks offered**

54%

Healthcare flexible

spending account

46%

Dependent care flexible

spending account

42%

Wellness program

41%

Health savings or

reimbursement account

30%

Long-term care

insurance

16%

Legal services

11%

Identity-theft protection

7%

Pet insurance

The most common benefits offered (2/2)**

2018 SALARY GUIDE | OFFICETEAM 23

Helping employees save for retirement On average, employers match 3 to 4% of employees’ 401(k) or Registered Retirement Savings Plan (RRSP)*** contributions.

*Responses do not total 100 percent due to rounding. **Only the top responses shown.

***401(k) in the United States and RRSP in Canada Source: Robert Half survey of more than 740 human resources, compensation and benefits executives in North America

Time-off policies

On average, employers offer 14 days of paid vacation for the first 5 years of employment, plus 9 paid holidays, including floating holidays.

of companies offer a 401(k) orRRSP.

Pay for performance

spot awards for individual or team achievement

profit-sharing

retention bonuses

stock options, restricted stock or performance shares

deferred compensation

Nearly 2 out of 3 companies tie compensation to organizational or individual performance.65%

37%

20%

18%

18%

16%

The most common incentives offered

2018 SALARY GUIDE | OFFICETEAM 24

OfficeTeam, a division of Robert Half, specializes in matching organizations of all sizes with highly skilled administrative professionals on a temporary and temporary-to-full-time basis.

OfficeTeam stands apart from other administrative staffing firms because our placements are made personally by our recruiters and supported by the latest technology. In addition to experience, professionalism and industry knowledge delivered one-on-one in a consultative way, we also offer you online self-service options that let you browse candidates, submit job order requests and ask to meet a candidate.

You choose the way you want to work with us, but you’re never on your own. Even if you opt for one of our self-service features, we can step back in to provide personal customer service at any point in the process.

OfficeTeam staffing experts have access to top job candidates on the market — as well as professionals who aren’t actively looking for work but who might change jobs for the right opportunity. This gives your business many more options than you’d have on your own. Our recruiters will interview promising candidates for you, assess their skill sets and fit for your workplace culture, advise you on competitive salary ranges, and help you hire your top choice before the competition does. We deliver turnkey results, quickly.

When it’s time to staff a key position, turn to a respected adviser. Contact OfficeTeam online or call 1.855.560.0625 to learn how we can help you find the talent you need today.

About OfficeTeam

2018 SALARY GUIDE | OFFICETEAM 25

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Worldwide Locations

Findtheofficenearestyouonline or by calling 1.855.560.0625.

2018 SALARY GUIDE | OFFICETEAM 26

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