Salary Survey 2009 Information Week

April 2009 $299.
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IT S alaries: Meager Raises, Solid Prospects

O u r a n n u a l U . S . I T S a l a r y S u r ve y
Raises are notably smaller in our 2009 U.S. salary survey than a year ago, and the pay shifts track the industries and regions hardest hit during this recession. Job securitys shrinking, and concerns are rising again about the IT career path. In all, though, IT careers are looking safer than many others in this economic downturn.
By Marianne Kolbasuk McGee
2009 IT Salary Survey

I n f o r m a t i o n We e k a n a l y t i c s . c o m
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CO NTENT S
2 April 2009
5 About The Author 6 Executive Summary 8 Research Synopsis
10 Skills And Broad Salary Trends 13 Industry Impact: More Important Than Ever 16 Geographic Differences 18 UnemployedOr Perhaps Consulting 20 Career Outlook And Motivation 23 Conclusion: How Layoffs Ripple Around The IT World 26 Appendix
2009 InformationWeek, Reproduction Prohibited

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3 April 2009
10 Figure 1: Staff Compensation By Job Function 11 Figure 2: Company Retention Efforts 12 Figure 3: Impact Of Slower Economy 14 Figure 4: Base Salary By Industry 15 Figure 5: What Matters Most 17 Figure 6: Management Salary Increases By Metro Area 18 Figure 7: Manager Pay By Metro Area 19 Figure 8: Reasons For Consulting 20 Figure 9: Contractor/Consultant Compensation 21 Figure 10: Staff: Overall Satisfaction Trend 22 Figure 11: Staff: Job Security Trend 23 Figure 12: Staff: IT Career Path Trend 26 Figure 13: Salary Growth Rate 26 Figure 14: Compensation Growth Rate 26 Figure 15: Increase In Base Salary 27 Figure 16: Increase In Compensation 27 Figure 17: Gender Gap 28 Figure 18: Compensation By Gender 28 Figure 19: Pay By Gender And Experience 29 Figure 20: Hourly Rate For Contractors/Consultants 29 Figure 21: Base Salary For Contractors/Consultants 30 Figure 22: Increase In Base Salary For Contractors/Consultants 30 Figure 23: Increase In Compensation For Contractors/Consultants 31 Figure 24: Staff Base Salaries By Job Function 32 Figure 25: Management Base Salaries By Job Function 33 Figure 26: Management Compensation By Job Function 34 Figure 27: Staff Salaries By Title 35 Figure 28: Management Salaries By Title

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4 April 2009
36 Figure 29: Staff Compensation By Title 37 Figure 30: Management Compensation By Title 38 Figure 31: Salary By Company Revenue 39 Figure 32: Salary By Age 40 Figure 33: Reasons For Bonuses 41 Figure 34: Non-IT Positions 42 Figure 35: Staff Base Salaries By Metro Area 43 Figure 36: Staff Pay Increases By Metro Area 44 Figure 37: Rewards For Next 12 Months 45 Figure 38: Training Valued 46 Figure 39: Paying For Training 47 Figure 40: What Matters Most To Staffers 48 Figure 41: What Matters Most To Managers 49 Figure 42: Management: Overall Satisfaction Trend 50 Figure 43: Management: Job Security Trend 50 Figure 44: Management: IT Career Path Trend 51 Figure 45: Economy Impact On IT Career Security 51 Figure 46: IT Outsourcing Practices 52 Figure 47: Impact Of Outsourcing On IT Professionals 53 Figure 48: Effect Of Outsourcing On Career Path 54 Figure 49: Reasons For Seeking A New Job 55 Figure 50: Education 56 Figure 51: Gender 56 Figure 52: Age 57 Figure 53: Company Revenue 58 Figure 54: Industry 59 Figure 55: Company Size

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Marianne Kolbasuk McGee has been reporting and writing about IT for more than 20 years. She joined InformationWeek in 1992 and covers a variety of issues, including IT management, careers, skill and salary trends, H-1B visas, and health care IT. McGee holds a B.A. in Communication Arts from Long Island Universitys C.W. Post campus.
5 April 2009

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Executive Summary
6 April 2009
It has long been true that there is not one monolithic job market for information technology, but the recession has brought more fragmentation than usual to this years U.S. IT Salary Survey, by InformationWeek Analytics. Skills have always separated the highest and lowest paid. This year, IT pros raises and salaries see sharper shifts based on their industries and regions. Around Detroit, Los Angeles, and New York City, for example, the typical IT staffer didnt get any raise, while in Washington, D.C. the median was still a healthy 2.9%. In the investment banking industry, the typical IT manager in our survey made $12,000 less this year, as bonuses shrunk. But pay in biotech IT kept growing. These disparities are among the most dramatic findings of our U.S. IT Salary Survey, which is based on responses from 12,410 IT professionals. Across the country, IT staffers report a median increase in total compensationsalary and cash bonusesof just 0.7%, with IT managers saying they received 1.6% increase. Last year, raises were almost 3% and 4%, respectively. Median compensation reported by IT staffers is $80,000, while for IT managers it is $105,000. The reality is that, yes, the economy has been rotten, but things could be worse for IT pros. They could be in another profession. Theres no absolute safe place, but IT is a good place to beperhaps the best place to be right now, says David Van De Voort, a principal of human resources consulting firm Mercer. Thats particularly the case for professionals with a mix of business acumen and tech skills, and years of experience in a company or industry. The top paying staff functions include data mining, integration, security, ERP, and Web infrastructure, all of which have median compensation above $90,000. By title, IT architects tops the list, the only staff job with its median pay above $100,000. IT pros do have higher job jitters today, though most feel at least some-

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Executive Summary
7 April 2009
what secure. Thirteen percent characterize their present job as unsecure, compared with 8% last year. About a third feel very secure, compared with more than half last year. Household surveys by the U.S. Bureau of Labor Statistics in the first quarter of 2009 showed IT unemployment rose to 5.2% in the first quarter, as the U.S. shed 49,000 jobs and pushed IT unemployment to the highest point since 2004. People struggling to find work can relate to Mike Beller, who was CIO at clothing retailer Steve & Barrys until the once fast-growing chain went out of business in January, eliminating 130 IT jobs. Beller prefers to stay in New York for family reasons, and he was six interviews into trying to land a job, a new position that an apparel company was creating to combine the CIO and COO roles. Then the company abruptly froze hiring, including this new executive role. The company froze with indecision, not knowing whats happening in the market and where the economy is going, Beller says. In the meantime, Beller has started a consulting business with some other executives. This economy is testing IT pros faith in IT as a career path. Last year, less than half of all IT pros said the career path is less promising than it was five years ago. Today, 60% of staff and 56% of managers take that dim view. However, about nine out of 10 say their career path is as secure or more secure than most others. The career concerns emerging in the survey might reflect concerns about the overall economy as they do concerns about ITs career promise in particular.

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Research Synopsis
Survey Name: InformationWeek Analytics 2009 U.S. IT Salary Survey Survey Date: January and February 2009 Region: United States Number of Respondents: 12,410 Purpose: In order to track IT salary and compensation trends from the perspective of those on the front lines, InformationWeek Research conducts an annual U.S. IT Salary Survey. Now in its 12th year, its the largest employee-based IT salary survey in the country. Last year, 9,653 full-time IT professionals completed the Web-based survey. This year, 12,410 took part. The goal of this trendable study is to measure various aspects of compensation, benefits, and job satisfaction. Methodology: InformationWeek Analytics designed the survey in partnership with the InformationWeek Business Technology Network. The survey was posted on the Web in January and February 2009 and links to it were posted on the Web sites of InformationWeek and other sites within the InformationWeek Business Technology Network. The survey was also promoted in InformationWeeks daily and weekly newsletters. In addition, personalized e-mail invitations with an embedded link to the survey were sent to nearly 300,000 IT professionals from InformationWeek Business Technology Network print, newsletter and event databases. The information within this report is based on responses from 12,410 IT professionals. Unemployed and part-time IT workers were excluded from these results unless otherwise noted, as were respondents from outside the United States. This report uses median rather than mean or average figures for salary and percentage salary changes in order to eliminate distortions caused by extremes at either the high or low end of the responses.
8 April 2009

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Research Synopsis
Although the data was cross-referenced by job function, job title, and level of responsibility, the most accurate and appropriate for analysis is job function. The functional areas capture the true nature of the work performed by respondents better than actual job titles. The respondents come from a cross-section of industries. Financial services (16%), manufacturing non-IT (9%), government (9%), and consulting/business services (8%) are among the industries with the greatest representation. Survey respondents also come from a cross-section of companies of different sizes. While 20% work at organizations with an annual revenue or operating budget of $10 million or less, another 23% work at enterprises with annual revenue or operating budgets greater than $5 billion.
9 April 2009

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Skills And Broad Salary Trends

The economic downturn hasnt affected the kind of skills companies put a premium on, and the ranking of compensation by functions and job titles in our survey remains fairly stable in 2009. There continues to be a premium on skills around architecture, data mining, integration, infrastructure, and security, with the lowest salaries posted for general IT, training, and support.
Figure 1
Staff Compensation By Job Function

What is your total annual cash compensation, including salary and all cash bonuses?
2009
Data mining/data warehouse Enterprise application integration Security Enterprise resource planning Web infrastructure Application development Web security* HRIS* Database analysis and development Enterprise content management E-mail/messaging Telecommunications/call center Wireless infrastructure* Data center management Networking General IT Training Web design/development Help desk/IT support $95 $92 $92 $91 $91 $90 $90 $89 $88 $88 $82 $79 $79 $78 $73 $71 $70 $70 $54
2008
$85 $95 $86 $92 $92 $88 $69 $69 $80 N/A N/A $71 $75 $75 $72 $65 $65 $72 $51
2007
$93 $95 $84 $92 $93 $85 $75 $82 $83 N/A N/A $76 $90 $76 $69 $66 $70 $65 $52
*Low base, use with caution Note: Median compensation in thousands of dollars Base: 6,461 IT staff in 2009, 5,080 in 2008, and 3,561 in 2007 Data: InformationWeek Analytics 2009 U.S. IT Salary Survey of 12,410 IT professionals
10 April 2009
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To Bob Davies, a senior security analyst at Key Bank, IT work, especially in the IT security area, feels relatively secure, despite the turmoil in the financial services sector. Still, a few months ago, he attended a one-week program from Training Camp to prepare for his CISSP certification to boost his security credentials. (17% of IT pros in our survey attended company-paid certification training this year.) His employer paid for it, but he has spent months studying. He didnt pass on his first try, and hes studying to take it again this year. Its an exercise in discipline, he says. Davies is not certain certification would translate into higher pay, but he does thinks it makes him more valuable. Its like being a CPA, instead of just an accountant, he says. Anecdotally, companies seem a bit more anxious to hold onto seasoned business technology talent in their organizations, perhaps realizing from the last round of layoffs only five or six years ago that such expertise isnt easily replaced or outsourced. For the most part, though, money isnt part of the retention formula. Just 17% say increasing pay is part of their retention effort this year, compared with 35% last year. Sixteen percent say they pay bonuses aimed at retention, down from 27% last year. David Kline, CIO at Discovery Communications, which owns Discovery Channel and other media, says hes been on a mission since 2007 to get his IT staff to the right size and skills. With 240 fulltime staff and 60 contractors inside and outside the U.S., Klines insisting that people take compa-
Figure 2
Company Retention Efforts

What is your organization doing to retain IT employees?
2009
Expanding career development opportunities Providing mentoring to groom junior staff Succession planning Increasing pay Paying bonuses Making counter-offers to keep people from taking new jobs Other
Note: Multiple responses allowed Data: InformationWeek Analytics 2009 U.S. IT Salary Survey of 12,410 IT professionals
2008
40% 24% 23% 35% 27% 13% 21%
2007
42% 24% 22% 36% 26% 14% 8%
35% 24% 22% 17% 16% 8% 29%
11 April 2009
IT_Salary_chart_63 InformationWeek, Reproduction Prohibited 2009

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ny-paid training to build out skills needed to make their IT work customer and business process focused. People who cant or wont make the transition will be let go. Were more aggressive about this, he says. We want to make sure weve got the right people in the right jobs. Jeff Weissler, head of IT governance and control at a large U.S. insurance company, says one goal right now in IT is to not cut people. The company has about 800 IT people, mostly in the U.S. with some developers in India. Its IT budget is down about 8% from 2008, as some projects have been put on hold, the company forgoes some software and hardware purchases, and it renegotiates with IT vendors whenever possible. Most people who leave arent being replaced, except for specialty areas. But employees still got raisesthough 1% to 2%, instead of 3% to 5% listed last year. The financial services industry has been one of the most aggressive offshore outsourcers, and the outsourcing fears werent overblown five years ago, says Weissler, whose company doesnt outsource much. But now companies have a better sense of where theyre willing to take the risk of handing over IT to others. Outsourcing isnt a fad, but it does go in cycles, he says. While respondents see outsourcing hurting the U.S. IT profession overall61% say there are fewer jobs availablemost dont think its hurt them. Seven out of 10 say outsourcing has had no impact on their careers, while 14% say theyve got expanded responsibilities.
Figure 3
Impact Of Slower Economy

In the past 12 months, as a result of the slower economy, I have
33% More work due to layoffs/hiring freeze 26% Had pay frozen 22% Had training cuts 17% Had benefits cut 13% Less work because IT projects have been cancelled/delayed 6% Had pay cut 3% Been laid off 34% Not been impacted by the slower economy
12 April 2009
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A bigger impact than outsourcing is clearly the economy. One-third of IT pros in our survey say their pay has been frozen or cut as a result of the economy, but an equal number say theres been no impact. Van De Voort believes some companies are being more careful about letting experienced IT talent go right now, because they cant affordif the economy picks up or they try to cut costs through focused projects nowto give IT people a long time to get up to speed on company and industry practices. IT will continue to be a good career where people combine knowledge of technology with industry, he says. Thats one reason to watch the industry trends closely in this years survey.
Industry Impact: More Important Than Ever The right skills of course drive how much IT pros make, but industry plays an increasingly important role for technologists. The importance of business and industry knowledge is critical, so switching industries becomes more difficult for tech pros. It pays to keep an eye on industry pay trends. In 2009, median manager compensation dropped in nine out of 26 industries we track, from manufacturing and construction to financial services/securities. Who said government work doesnt pay? It does if its for the federal government. For staffers, the median total compensation of $96,000 topped all but the IT vendor and securities industries, and tied biotech. For managers, though, its a different story, because theres less bonus potential. Federal IT managers earned a solid at $115,000 total compensationin the middle of the pack but well short of top pay such as biotech/pharmaceuticals $140,000 median. State government, however, pays below the industry median: $64,000 for staff, and $85,000 for managers. Health care is often considered a growth sector, but the typical pay is around the overall industry norm: $77,000 for staff, and $102,000 for managers. And its not immune from economic downturns, as people put off elective procedures or cant pay bills as they lose the health insurance along with their jobs. Health care IT, however, should get some lift from the approximately $20 billion in federal stimulus spending earmarked for electronic health initiatives over the next several years. Bernie Lubitz isnt feeling that gain. As director of telecommunication technology, hes part of a 31person IT organization at Martin Memorial Health System in Florida that has been moving to ehealth records. This year will bring more work and no raise, as Martin Memorial just implemented a salary freeze throughout the organization as its admissions have dropped and non-paid services have gone up due to the economy. Still, Lubitz and his colleagues are happy to have the added project work around digitized records, since it does provide an extra boost of job security. Blaine Sundruds employer, software maker Digital Technology International, has put in place a hir-
13 April 2009

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Figure 4
Base Salary By Industry

What is your current annual base salary?
Staff Base salary Total compensation

$96 $96 $99 $98 $91 $92 $89 $89 $89 $85 $85 $88 $83 $80 $80 $78 $75 $77 $77 $85 $76 $73 $72 $69 $66 $65 $64 $60 $56
Management Total Base salary compensation

$110 $125 $117 $120 $105 $108 $115 $120 $110 $118 $120 $99 $105 $91 $113 $100 $101 $98 $104 $115 $100 $96 $90 $84 $86 $90 $85 $80 $77 $115 $140 $125 $136 $115 $115 $116 $131 $121 $125 $126 $105 $112 $97 $120 $109 $113 $102 $110 $119 $107 $100 $100 $90 $93 $91 $85 $81 $79
Federal government Biotech/biomedical/pharmaceutical IT vendors Financial services/securities and investments Consulting and business services Telecommunications/ISPs Electronics Energy Financial services/insurance Chemicals* Consumer goods Utilities Financial services/banking Hospitality/travel Financial services/other Media/entertainment Food/beverage Health care/HMOs Logistics/transportation Metals and natural resources* Retail/e-commerce Manufacturing/industrial (non-computer) Real estate* Construction/engineering Distributor Local government State government Non-profit Education
$92 $91 $91 $90 $89 $87 $86 $85 $85 $84 $84 $83 $80 $80 $78 $77 $75 $75 $75 $75 $75 $71 $68 $66 $65 $65 $63 $59 $56
*Low base, use with caution Data: InformationWeek Analytics 2009 U.S. IT Salary Survey of 12,410 IT professionals
14 April 2009
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Figure 5
What Matters Most

What matters most to you about your job?
Staff
Base pay Benefits Job stability Challenge of job/responsibility Flexible work schedule My opinion and knowledge are valued Job atmosphere Ability to work on creating new innovative IT solutions Vacation time/paid time off Ability to work with leading-edge technology Having the tools and support to do my job well Recognition for work well done Commute distance Financial stability of company My work (job) is important to the company success Skill development/educational/training opportunity Telecommuting/working at home Corporate culture and values Working with highly talented peers Bonus opportunities Potential for promotion Geographic location of job Effectiveness of immediate supervision Involvement in company strategy setting and determining goals Prestige/reputation of the company Understanding the companys business strategy Stock options
Note: Multiple responses allowed Base: 6,461 IT staff and 5,949 IT managers Data: InformationWeek Analytics 2009 U.S. IT Salary Survey of 12,410 IT professionals
Management
53% 40% 39% 56% 31% 42% 30% 37% 22% 20% 21% 22% 19% 25% 31% 13% 11% 26% 19% 18% 12% 14% 13% 26% 5% 8% 3%
60% 50% 49% 47% 37% 36% 34% 31% 30% 26% 24% 23% 23% 23% 19% 19% 19% 18% 16% 15% 14% 14% 13% 7% 4% 3% 1%
15 April 2009
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ing freeze, but it hasnt had layoffs and will probably have raises in the coming year similar to what they were last year, about 2% to 5%. While the company sells software to the struggling newspaper and magazine industry, Digital Technologys having some success with its new software-as-a-service products, which may cut some customers costs. With its main campus in Utah, not far from Novell, Sundrud suspects overall tech salaries at the company may be lower than pay other techies get in this mini tech valley. But weve got a good corporate culture, he says, which is trying to avoid layoffs, so people dont hop around, he says. That kind of corporate philosophy is a priority for about one-fifth of IT staffers, and for even fewer managers. Base pay, on the other hand, is tops for both groups. This years data makes it clear that industry trends will play a big role in pay.
Geographic Differences IT pay trends are clearly tracking whats happening to the leading industries that drive regional economies. And it appears that IT staff is hit a bit harder than managers, based on comparing raises by regions. In New York/New Jersey/Long Island, center of the U.S. investment industry and many mammoth financial services companies, median base pay increases were 1.7% for managers, and 0% for staff. Detroit and Los Angeles show no raises for the typical manager or staffer. Two years ago, those areas showed median management base pay raises of 4% and 5%, respectively. The D.C./Baltimore area continues to be a bastion of strong IT payin good times and bad. Its median 3% base pay increase for managers and staffers tops the regional list. However, its not as if D.C. particularly lags other regions in the good times. In 2007, D.C. also had the highest median staff raise, and the third largest for managers. One of the biggest drop-offs came in the Seattle area, where median pay increases for managers fell from 5% in last years survey to 1.7% this year. That could reflect layoffs at Microsoft and other tech companies in the area. In terms of total base pay, the San Francisco area remains tops, with a median salary of $129,000 for managers and $95,000 for staff. Detroit was the lowest for staff at $74,000, and
16 April 2009

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Minneapolis for managers at $97,000, which is the only region where the median managers base is under six figures. That doesnt mean people like Barbara Burkey are running from areas like Minneapolis. Burkey is a former IT director and CIO of one of American Express smaller financial services divisions, until the end of last December when the company folded the division and let go many IT directors. American Express made a similar move to eliminate IT director positions in the slowdown after Sept. 11, 2001, but most of the IT directors were rehired within two years; shes not so sure those jobs will be brought back this time.
Figure 6
Management Salary Increases By Metro Area

How much higher is your base pay this year?
2009
Washington, D.C./Baltimore Minneapolis/St. Paul Chicago/Gary/Kenosha San Francisco/Oakland/San Jose Dallas/Fort Worth Philadelphia/Wilmington/Atlantic City Seattle/Tacoma/Bremerton New York/Northern New Jersey/Long Island Atlanta Denver/Boulder/Greeley Boston/Worcester/Lawrence Detroit/Ann Arbor/Flint Los Angeles/Riverside/Orange County
Base: 5,949 IT managers in 2009, 4,573 in 2008, and 3,720 in 2007 Data: InformationWeek Analytics 2009 U.S. IT Salary Survey of 12,410 IT professionals
2008
3.9% 3.4% 3.8% 3.8% 3.7% 3.5% 5.0% 3.7% 3.7% 2.6% 4.0% 2.3% 3.6%
2007
4.6% 4.2% 4.0% 3.9% 4.4% 3.9% 3.7% 4.1% 4.2% 4.3% 5.0% 3.9% 4.9%
3.0% 2.5% 2.3% 2.1% 2.0% 2.0% 1.7% 1.7% 1.7% 1.7% 1.1% 0% 0%
IT_Salary_chart_38
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Burkey plans to stay in Minnesota, as shes helping care for elderly parents, so shes tossed in a ring to do senior-level project consulting, something shell likely pursue until, ideally, landing another IT leadership job.
UnemployedOr Perhaps Consulting U.S. IT unemployment data, based on Bureau of Labor Statistics household surveys, showed a surge of IT job losses in late 2008, and a smaller loss in early 2009, which drove IT unemployment above 5%, its worse since 2004.
Figure 7
Manager Pay By Metro Area

What is your annual base salary?
2009
San Francisco/Oakland/San Jose Boston/Worcester/Lawrence New York/Northern New Jersey/Long Island Washington, D.C./Baltimore Philadelphia/Wilmington/Atlantic City Los Angeles/Riverside/Orange County Seattle/Tacoma/Bremerton Atlanta Dallas/Fort Worth Denver/Boulder/Greeley Detroit/Ann Arbor/Flint Chicago/Gary/Kenosha Minneapolis/St. Paul $129 $120 $120 $120 $115 $114 $110 $105 $105 $105 $105 $104 $97
2008
$130 $109 $112 $117 $105 $108 $101 $101 $100 $100 $100 $106 $93
2007
$125 $112 $115 $113 $105 $108 $91 $104 $104 $103 $95 $103 $92
Note: Median salaries in thousands of dollars Base: 5,949 IT managers in 2009, 4,573 in 2008, and 3,720 in 2007 Data: InformationWeek Analytics 2009 U.S. IT Salary Survey of 12,410 IT professionals
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Dave Clark, a 30-year IT veteran in the Seattle suburbs, has been unemployed since September, the longest stretch hes ever been out of work. Having sent out about 400 resumes, hes landed a half dozen responses and two job interviews. Im a soup-to-nuts IT guy, says Clark, whose last job was as IT administrator at a small company that distributes heating and air conditioning equipment. He is getting by with short-term, project-oriented work, with the longest gig so far lasting a week. Clarks last job included working a lot of weekends, but in all he only worked two days a week, and pulled in $60,000 a yearnear the median pay for general IT work of $69,000. It was lucrative, he says. Clarks hopeful hell another good-paying IT job soon. Many IT pros like Burkey in Minneapolis and Clark in Seattle turn to consulting or contracting while out of work at some point in their careersone fourth of staff and 12% of managers doing consulting say theyre in it because they couldnt find work. A recent report by Mercer, using data from Gartner, found that the use of IT contractors was on the rise in 2008to
Figure 8
Reasons For Consulting

What are the primary reasons you are working as a contractor or consultant?
Staff
Management 61% 60%
Higher pay 27% 48% Variety of the work 22% 28% Flexible hours 20% 20% To broaden my experiences/skills 25% 12% Couldnt find a full-time IT job 10% 7% Other
Note: Two responses allowed Base: 202 staff and 140 management-level IT contractors/consultants Data: InformationWeek Analytics 2009 U.S. IT Salary Survey of 12,410 IT professionals
19 April 2009
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10.6% of IT staff, up from 4% in 2007and Van De Voort expects it to rise this year, too, as companies try to get specific IT projects done amid hiring freezes. Yet while unemployment might toss some people into consulting, most of those responding to our survey are in it for the money and have been for a while. They report median total compensation higher for staff and management roles as consultants, and by far cite the pay as the most common motivator. Our respondents have been at the consulting gig for quite some time to hit those six-figure marks, with a median tenure of five years for staff and six years for managers.
Career Outlook And Motivation The recession hasnt dramatically damaged how IT pros view their own career prospects, or brought a notable shift in what theyre looking for in their jobs. Staff and managers both cite job stability more often this year among the factors that matter most in their jobs, but its still less than half who cite it as a key factor. Likewise, financial stability of their employer rose this year, but less than a fourth cite ita surprisingly low share. Challenge and responsibility remain important to staff and managers, according to about half of survey respondents. Two categories, working on innovative IT and working with leading edge technology, have risen in importance since the last recession, and both held steady this year (see Figure 5, on page 15). Bryce Morrow, chief technology officer at The Beck Group, an architecture and construction firm that posted revenue of about $900 million in 2008, says that his 12-member IT is just as busy as during more economic robust times, but its working on different kinds of projects. Thats because Morrows team is addressing the many smaller projectsincluding moving some legacy system applications to Web applicationsthat get put on the back burner when his
Figure 9
Contractor/Consultant Compensation
$101 Staff $130 Management

Note: Median compensation in thousands of dollars Base: 202 staff and 140 management-level IT contractors/consultants Data: InformationWeek Analytics 2009 U.S. IT Salary Survey of 12,410 IT professionals
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team are tied up with larger, more expensive expansion projects. Morrows team is doing strength planning for when the economy picks up, efforts such as implementing virtualization, integrating applications within departments, and creating self-service portals for employees, and giving workers at job sites better project management capabilities. The Beck Group has pay raises on hold for the second year, and bonuses will depend on company performance. Such profit-sharing bonuses are in place at just over 40% of companies, while around two-thirds get bonuses based on personal performance. Even with salaries frozen, Morrow thinks morale is holding up. Still, everyone feels blessed to have a good job and come into the office today, he says. In fact, there isnt much dissatisfaction simmering over paychecks, or other factors of the IT job. About two-thirds of IT pros are satisfied or very satisfied with all aspects of their jobs, while just 13% are dissatisfied. IT professionals dont seem to have the same doubts about their career paths that they had in
Figure 10
Staff: Overall Satisfaction Trend

Overall, how satisfied are you with all aspects of your job, including compensation, benefits, and other aspects of your employment relationship?
2009
2008
2007 16% 13% 21%
Very satisfied 48% 46% 44% Satisfied 23% 25% 14% Neutral 11% 13% 16% Dissatisfied 2% 3% 5% Very dissatisfied
Base: 6,461 IT staff in 2009, 5,080 in 2008, and 3,561 in 2007 Data: InformationWeek Analytics 2009 U.S. IT Salary Survey of 12,410 IT professionals
21 April 2009
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the last recession in 2002 and 2003, when salaries fell quickly from their dot-com inflated perch, and offshore outsourcing was perceived as a new threat. Kevin Svec is the IT director of Sanders & Parks PC, a Phoenix, Arizona-based law firm, sees the current salary and hiring freezeas opposed to 4% to 5% raises in past yearsas needed to protect jobs today. He also sees job security in coupling technology skills with niche expertise and experience, as he has in the legal industry. I love my career, and the IT market is stable now compared to others, he says. Still, he thinks its a tough market today for people to come into new, without that industry base. In all, job insecurity has grown only slightly this past year. Heres whats surprising. A healthy majority of IT people feel fairly secure in their jobs and satisfied with their pay and responsibility; most dont feel like outsourcing has hurt their careers, and nine out of 10 think their jobs are at least as secure as any other jobs. And yet, only 33% think its as promising a career as it was five years agowhich is 10 percentage points lower than in 2008. It is certainly true that IT pros need to manage their careers closely, making sure their technol-
Figure 11
Staff: Job Security Trend

How would you rate your present job security?
2009
2008
2007 32% 43% 42%
I feel strongly secure 53% 46% 45% I feel somewhat secure 15% 11% 13% I feel insecure
22 April 2009
IT_Salary_chart_57

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ogy expertise and industry relevance stays high. I believe IT is still an extremely viable career path, says Lubitz of Martin Memorial Health System. But if you choose IT, you need to specialize in a segment of business, he says. John Challenger, CEO at outplacement firm Challenger, Gray & Christmas says jobs implementing and operating IT at end user companies are more secure than in the pastand more secure than jobs in the tech industry sector itself. Thats because while companies have been delaying purchases of new tech gear, causing a lot of pain and a dose of layoffs at tech vendors, IT organizations are trying to hold on to people to keep their existing systems running. The IT profession is a lot less vulnerable that it was even a decade ago, he says, It has become much more of a core and less discretionary part of business.
Conclusion: How Layoffs Ripple Around The IT World This years U.S. Salary Survey paints a relatively stable picture of the IT job market, when considering how dramatically the world economy has slowed. Raises are hard to come by in many industries and geographies, but pay and job satisfaction have held up reasonably well. Yet the turmoil a downturn like this causes in individuals lives cant be underestimatedfor instance, it
Figure 12
Staff: IT Career Path Trend

Do you believe that a career path in IT and the potential for salary advancement is as promising today as it was five years ago?
2009
2008
2007 30% 38% 39%
It is as promising today 60% 49% 50% Not as promising 10% 13% 11% Unsure
23 April 2009
IT_Salary_chart_60

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was part of the ripple effect when retailer Steve & Barry went out of business in late January, taking 130 IT jobs around the world with it. Mike Beller, the CIO, has been looking for a new IT leadership role for several months. Its not a great market, but I dont believe its a dead market, he says. Beller has heard of CIO openings in Ohio, Massachusetts, and Washington D.C. Hes not keen to relocate from the New York area with a daughter in her junior year of high school, unless the position presents an incredible opportunity. So with several partners, hes launching Lightship Partners to do shortterm consulting, focused on efforts such as data analysis that could show quick return in helping retailers improve merchandising. The closing of the Steve & Barry chain hit IT pros on two continents, with about 80 people in India, including its help desk, and 50 people in New York, including programmers, messaging administrators, and SAP talent. Beller thinks all but about two in the New York area have found jobs, including some doing contract work. Ned Young hasnt been so lucky. The 2005 Yale graduate with a degree in Political Science was director of the IT project management office, which had him straddling business functions, operations, and technology, managing application development efforts, and providing a liaison between business users and a technology team. That business-technology blend is important these days, but Youngs finding he might be short on tech chops for many project management openings, which call for experience in specific technologies and systems. Hes staying optimistic, but he is also considering certification in project management to play up his strong suit. I think Ill have more luck with start-ups than traditional companies, he says. In Mumbai, the days of walking out of one IT job into a 20% raise at another are over, says Avi Sonpal, who was Steve & Barrys VP of international operations, which supported all of the companys sourcing operations, plus back-office support for HR, finance, and IT. About 100 people worked in India. Around two-thirds have found jobs, Sonpal says, but it is taking longer than people expected. Before, it might have taken two weeks to a month to find a job your ideal job, he says. Now its taking a month to four monthsincluding settling for a job and taking lower pay, he says. Application development people are finding it easier to land new jobs, but pay for some of those former Steve & Barry workers is 10% to 20% less than what they were previously making, he says. Its a new reality compared with recent years, a hard comedown that IT pros who
24 April 2009

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lived through the dot-com boom and bust might relate to. Salaries were out of control, Sonpal says. People would be getting five job offers, each with salary hikes, and they were overrated. Sonpal says most of his former colleagues are earning $500 to $2,000 a month, depending on their skills. As for Sonpal, hes trying the entrepreneurial route. He has formed Unisource Ventures to provide business process outsourcing to specialty retailers, joining with several former leaders of Steve & Barrys Indian operations to offer services from design to merchandising. Bellers new company plans to offer consulting to U.S. retailers using Unisources BPO services. As the fallout from Steve & Barry shows, IT pros are again having to prove their resilience. After the last recession, many tech pros had to retrain away from programming and support jobs to ones tied more closely to business functions and industry knowledge. That presents its own challenges, as this downturn shows, when the industry a person has specialized in takes a hit. Yet IT pros look well positioned to benefit when the economy starts to recover, as companies in hard-hit sectors such as financial services regroup and launch new initiatives that depend on a mix of technology and business knowledge.
25 April 2009

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Figure 13
Appendix
Salary Growth Rate

What is your annual base salary? 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 % Change CAGR 2008-2009
Staff
$50
$55 $72
$60 $80
$61 $83
$63 $84
$68 $90
$69 $90
$70 $91
$74 $97
$73 $96
$79 $100
4.7% 4.2%
8.2% 4.2%
Management $67
Note: Median base salary in thousands Base: 6,461 IT staff and 5,949 IT managers Data: InformationWeek Analytics 2009 U.S. IT Salary Survey of 12,410 IT professionals
IT_Salary_chart_1
Figure 14
Compensation Growth Rate

What is your total cash compensation, including any bonuses and other direct cash payments received in the past 12 months? 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 % Change CAGR 2008-2009
Staff Management
$52 $71
$58 $78
$71 $97
$63 $89
$65 $89
$71 $97
$71 $95
$73 $99
$78 $105
$76 $103
$80 $105
4.7% 4.3%
5.3% 1.9%
Note: Median compensation in thousands Base: 6,461 IT staff and 5,949 IT managers Data: InformationWeek Analytics 2009 U.S. IT Salary Survey of 12,410 IT professionals
IT_Salary_chart_2
Figure 15
Increase In Base Salary

What was the percentage change in your base salary this year?
2009
Staff Management 1.1% 1.9%
2008
2.9% 3.7%
2007
3.3% 4.2%
Note: Median percentage change in base salary Base: 6,461 IT staff and 5,949 IT managers Data: InformationWeek Analytics 2009 U.S. IT Salary Survey of 12,410 IT professionals
IT_Salary_chart_3

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Appendix
Figure 16
Increase In Compensation
What was the percentage change in total cash compensation this year, including bonuses?
2009
Staff Management 0.7% 1.6%
2008
2.9% 3.9%
2007
3.6% 5.0%
Note: Median percentage change in total compensation Base: 6,461 IT staff and 5,949 IT managers Data: InformationWeek Analytics 2009 U.S. IT Salary Survey of 12,410 IT professionals
IT_Salary_chart_4
Figure 17
Gender Gap
2009
2008
2007 $72 $68 $65
Female staff $80 $75 $75 Male staff $92 $88 $90 Female managers $102 $98 $98 Male managers
Note: Median base salary in thousands of dollars Base: 1,827 female and 10,588 male IT professionals in 2009 Data: InformationWeek Analytics 2009 U.S. IT Salary Survey of 12,410 IT professionals
IT_Salary_chart_5

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Figure 18
Appendix
Compensation By Gender
Staff
Management $72 $96
Female $82 $108 Male

Note: Median compensation in thousands of dollars Base: 1,827 female and 10,588 male IT professionals Data: InformationWeek Analytics 2009 U.S. IT Salary Survey of 12,410 IT professionals
Figure 19 IT_Salary_chart_6
Pay By Gender And Experience

10 years or less
11-20 years
21 years or more $57 $73 $82
Female staff $60 $80 $90 Male staff $70 $90 $100 Female managers $76 $100 $110 Male managers
Note: Median base salary in thousands of dollars Base: 1,827 female and 10,588 male IT professionals Data: InformationWeek Analytics 2009 U.S. IT Salary Survey of 12,410 IT professionals
28 April 2009
IT_Salary_chart_7

A n a l y t i c s
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Figure 20
Appendix
Hourly Rate For Contractors/Consultants

What is your current average hourly rate?

Note: Median dollars per hour Base: 202 staff and 140 management-level IT contractors/consultants Data: InformationWeek Analytics 2009 U.S. IT Salary Survey of 12,410 IT professionals
Figure 21 IT_Salary_chart_8 Base Salary For Contractors/Consultants


Note: Median base salary in thousands of dollars Base: 202 staff and 140 management-level IT contractors/consultants Data: InformationWeek Analytics 2009 U.S. IT Salary Survey of 12,410 IT professionals
IT_Salary_chart_9
29 April 2009

A n a l y t i c s
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Appendix
Figure 22
Increase In Base Salary For Contractors/Consultants

What was the percentage change in your base salary this year?
0% Staff 2.7% Management

Note: Median percentage change in base salary Base: 202 staff and 140 management-level IT contractors/consultants Data: InformationWeek Analytics 2009 U.S. IT Salary Survey of 12,410 IT professionals
IT_Salary_chart_10
Figure 23
Increase In Compensation For Contractors/Consultants

What was the percentage change in total cash compensation this year, including bonuses?
0% Staff 3.1% Management

Note: Median percentage change in total compensation Base: 202 staff and 140 management-level IT contractors/consultants Data: InformationWeek Analytics 2009 U.S. IT Salary Survey of 12,410 IT professionals
IT_Salary_chart_12
30 April 2009

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Figure 24
Appendix
Staff Base Salaries By Job Function

2009
Data mining/data warehouse Enterprise application integration Web infrastructure Security Application development Enterprise resource planning Web security* Database analysis and development Enterprise content management HRIS* E-mail/messaging Data center management Wireless infrastructure* Telecommunications/call center Networking Web design/development General IT Training Help desk/IT support $90 $90 $90 $89 $88 $87 $87 $85 $80 $79 $78 $75 $75 $74 $70 $70 $69 $67 $53
2008
$80 $90 $90 $83 $84 $90 $65 $77 N/A $69 N/A $72 $70 $69 $70 $70 $62 $64 $50
2007
$88 $88 $83 $80 $82 $86 $75 $80 N/A $80 N/A $73 $71 $68 $65 $63 $64 $65 $51
*Low base, use with caution Note: Median base salary in thousands of dollars Base: 6,461 IT staff in 2009, 5,080 in 2008, and 3,561 in 2007 Data: InformationWeek Analytics 2009 U.S. IT Salary Survey of 12,410 IT professionals
IT_Salary_chart_14
31 April 2009

A n a l y t i c s
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Appendix
Figure 25
Management Base Salaries By Job Function

2009
Web infrastructure* Enterprise resource planning Application development Data mining/data warehouse Enterprise application integration Enterprise content management Security E-mail/messaging* Database analysis and development Web security* Quality and performance management Wireless infrastructure* Web design/development Data center management HRIS* Telecommunications/call center Networking Help desk/IT support Training $116 $112 $110 $110 $109 $105 $105 $103 $100 $100 $99 $96 $95 $94 $93 $90 $85 $76 $75
2008
$113 $106 $110 $118 $106 N/A $105 N/A $95 $120 $96 $108 $92 $94 $101 $85 $84 $70 $76
2007
$122 $112 $107 $108 $101 N/A $105 N/A $100 $95 $100 $75 $76 $93 $83 $80 $80 $73 $67
*Low base, use with caution Note: Median base salary in thousands of dollars Base: 5,949 IT managers in 2009, 4,573 in 2008, and 3,720 in 2007 Data: InformationWeek Analytics 2009 U.S. IT Salary Survey of 12,410 IT professionals
IT_Salary_chart_15

A n a l y t i c s
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Appendix
Figure 26
Management Compensation By Job Function

2009
Web infrastructure* Data mining/data warehouse Enterprise resource planning Application development Security Wireless infrastructure* Enterprise application integration Enterprise content management E-mail/messaging* Quality and performance management Web security* Database analysis and development HRIS* Web design/development Data center management Telecommunications/call center Networking Training Help desk/IT support $121 $120 $119 $118 $114 $114 $111 $111 $110 $105 $105 $104 $101 $99 $98 $96 $90 $82 $78
2008
$121 $130 $115 $118 $118 $121 $120 N/A N/A $102 $150 $103 $109 $99 $100 $91 $88 $79 $72
2007
$142 $125 $127 $115 $109 $75 $114 N/A N/A $110 $115 $110 $86 $81 $97 $90 $83 $70 $79
*Low base, use with caution Note: Median compensation in thousands of dollars Base: 5,949 IT managers in 2009, 4,573 in 2008, and 3,720 in 2007 Data: InformationWeek Analytics 2009 U.S. IT Salary Survey of 12,410 IT professionals
IT_Salary_chart_17
33 April 2009

A n a l y t i c s
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Figure 27
Appendix
Staff Salaries By Title

2009
Architect Systems architect Project leader Software engineer Database administrator Systems programmer Software developer Business analyst QA/software test engineer/analyst Programmer/analyst Systems analyst Network engineer/technician Telecommunications specialist Systems administrator Web developer Webmaster General IT Help desk specialist $106 $102 $94 $92 $88 $88 $85 $83 $78 $75 $75 $70 $67 $66 $63 $60 $57 $46
2008
$105 $100 $88 $90 $82 $79 $86 $75 $74 $72 $71 $65 $69 $64 $60 $62 $55 $45
2007
$108 $102 $88 $88 $85 $82 $82 $80 $75 $72 $72 $65 $67 $62 $60 $61 $53 $46
*Low base, use with caution Note: Median salary in thousands of dollars Base: 6,461 IT staff in 2009, 5,080 in 2008, and 3,561 in 2007 Data: InformationWeek Analytics 2009 U.S. IT Salary Survey of 12,410 IT professionals
IT_Salary_chart_22
34 April 2009

A n a l y t i c s
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Figure 28
Appendix
Management Salaries By Title

2009
Chief information officer Vice president Chief technology officer Director Senior manager Program manager Project manager Manager Supervisor $138 $134 $120 $112 $110 $105 $96 $89 $79
2008
$130 $124 $110 $106 $105 $105 $94 $86 $76
2007
$136 $131 $102 $107 $105 $105 $93 $85 $75
Note: Median salary in thousands of dollars Base: 5,949 IT managers in 2009, 4,573 in 2008, and 3,720 in 2007 Data: InformationWeek Analytics 2009 U.S. IT Salary Survey of 12,410 IT professionals
IT_Salary_chart_23
35 April 2009

A n a l y t i c s
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Figure 29
Appendix
Staff Compensation By Title

2009
Architect Systems architect Project leader Software engineer Database administrator Systems programmer Business analyst Software developer QA/software test engineer/analyst Programmer/analyst Systems analyst Network engineer/technician Telecommunications specialist Systems administrator Web developer Webmaster General IT Help desk specialist $113 $106 $99 $95 $90 $89 $87 $86 $80 $76 $76 $72 $72 $68 $64 $60 $59 $48
2008
$110 $105 $93 $94 $84 $82 $79 $90 $77 $74 $73 $70 $71 $65 $62 $62 $58 $45
2007
$118 $109 $94 $98 $90 $87 $85 $86 $82 $75 $78 $69 $73 $65 $63 $62 $55 $48
Note: Median compensation in thousands of dollars Base: 6,461 IT staff in 2009, 5,080 in 2008, and 3,561 in 2007 Data: InformationWeek Analytics 2009 U.S. IT Salary Survey of 12,410 IT professionals
IT_Salary_chart_24
36 April 2009

A n a l y t i c s
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Figure 30
Appendix
Management Compensation By Title

2009
Vice president Chief information officer Chief technology officer Director Senior manager Program manager Project manager Manager Supervisor $154 $150 $128 $120 $119 $112 $100 $92 $80
2008
$145 $147 $124 $115 $115 $110 $98 $91 $80
2007
$160 $157 $120 $120 $118 $115 $100 $90 $79
Note: Median compensation in thousands of dollars Base: 5,949 IT managers in 2009, 4,573 in 2008, and 3,720 in 2007 Data: InformationWeek Analytics 2009 U.S. IT Salary Survey of 12,410 IT professionals
IT_Salary_chart_25
37 April 2009

A n a l y t i c s
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Figure 31
Appendix
Salary By Company Revenue

Staff
Management $59 $75
Less than $1 million $63 $80 $1 to $10 million $65 $88 $10.1 to $50 million $70 $95 $51-$100 million $71 $100 $101-$250 million $75 $105 $251-$350 million $75 $101 $351-500 million $80 $104 $501-$750 million $80 $108 $750 million-$1 billion $85 $114 $1.01-$5 billion $90 $112 $5.01-$10 billion $93 $118 More than $10 billion
Note: Median salary in thousands of dollars Base: 6,461 IT staff and 5,949 IT managers Data: InformationWeek Analytics 2009 U.S. IT Salary Survey of 12,410 IT professionals
38 April 2009
IT_Salary_chart_26

A n a l y t i c s
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Appendix
Figure 32
Salary by Age
Staff
Management $48 $52
25 or less $65 $82 26-35 $80 $103 36-45 $84 $106 46-55 $85 $103 Over 55
Note: Median salary in thousands of dollars Base: 6,461 IT staff and 5,949 IT managers Data: InformationWeek Analytics 2009 U.S. IT Salary Survey of 12,410 IT professionals
IT_Salary_chart_27
39 April 2009

A n a l y t i c s
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Figure 33
Appendix
Reasons For Bonuses

Of the bonuses and other direct cash payments you receive, please specify the primary reason(s) for them.
Staff
Management 64% 73%
Personal performance 43% 44% Company profit sharing 14% 21% Project milestone completion 5% 7% Retention bonus 5% 4% Certification/training 2% 3% Hot skill premium 1% 1% Signing bonus 19% 17% Other 2% 1% None
Note: Multiple responses allowed Base: 2,878 IT staff and 3,229 IT managers who receive bonuses Data: InformationWeek Analytics 2009 U.S. IT Salary Survey of 12,410 IT professionals
IT_Salary_chart_28
40 April 2009

A n a l y t i c s
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Appendix
Figure 34
Non-IT Positions
In which non-IT function(s) have you held a full-time position?
Staff
Management 27% 30%
Operations/supply chain/manufacturing 20% 22% Marketing/sales 9% 15% Finance 3% 4% Human resources 53% 47% Other
Note: Multiple responses allowed Base: 3,530 IT staff and 3,374 IT managers who have worked outside of IT Data: InformationWeek Analytics 2009 U.S. IT Salary Survey of 12,410 IT professionals
IT_Salary_chart_30
41 April 2009

A n a l y t i c s
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Figure 35
Appendix
Staff Base Salaries By Metro Area

2009
San Francisco/Oakland/San Jose Washington, D.C./Baltimore Denver/Boulder/Greeley Boston/Worcester/Lawrence New York/Northern New Jersey/Long Island Seattle/Tacoma/Bremerton Dallas/Fort Worth Los Angeles/Riverside/Orange County Atlanta Chicago/Gary/Kenosha Minneapolis/St. Paul Philadelphia/Wilmington/Atlantic City Detroit/Ann Arbor/Flint $95 $95 $92 $90 $90 $85 $84 $84 $83 $80 $80 $80 $74
2008
$78 $75 $85 $95 $80 $76 $85 $82 $98 $86 $80 $80 $84
2007
$78 $77 $88 $92 $77 $75 $90 $84 $96 $82 $83 $75 $75
Note: Median salaries in thousands of dollars Base: 6,461 IT staff in 2009, 5,080 in 2008, and 3,561 in 2007 Data: InformationWeek Analytics 2009 U.S. IT Salary Survey of 12,410 IT professionals
IT_Salary_chart_35
42 April 2009

A n a l y t i c s
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Appendix
Figure 36
Staff Pay Increases By Metro Area

How much higher is your base pay this year?
2009
Washington, D.C./Baltimore Seattle/Tacoma/Bremerton Philadelphia/Wilmington/Atlantic City Denver/Boulder/Greeley Chicago/Gary/Kenosha Minneapolis/St. Paul Atlanta Boston/Worcester/Lawrence Dallas/Fort Worth Detroit/Ann Arbor/Flint Los Angeles/Riverside/Orange County New York/Northern New Jersey/Long Island San Francisco/Oakland/San Jose
Note: Median percentage change in annual base pay Base: 6,461 IT staff in 2009, 5,080 in 2008, and 3,561 in 2007 Data: InformationWeek Analytics 2009 U.S. IT Salary Survey of 12,410 IT professionals
2008
3.5% 3.0% 3.6% 2.6% 2.9% 3.2% 2.4% 3.1% 2.5% 2.6% 2.9% 2.7% 2.3%
2007
3.9% 3.2% 3.2% 3.2% 3.6% 3.0% 3.3% 3.2% 2.3% 2.6% 3.0% 3.6% 3.2%
2.9% 2.2% 2.0% 1.6% 1.6% 1.5% 1.3% 0% 0% 0% 0% 0% 0%
IT_Salary_chart_36
43 April 2009

A n a l y t i c s
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Figure 37
Rewards For Next 12 Months

Which type(s) of benefits do you expect to receive in the next 12 months?
Staff
Management 81% 81%
Appendix
Health insurance 74% 70% 401(k) match 29% 27% Other further education/training 28% 26% Tuition reimbursement 24% 47% Company paid smartphone/wireless e-mail 18% 16% Certification reimbursement 17% 15% Stock purchase plan 17% 24% Company-paid phone/fax/cable modem/DSL lines 14% 18% Company paid Internet access 10% 16% Stock options 10% 10% Health club membership 3% 8% Company car or car allowance 3% 3% Sabbatical/extended vacation 2% 2% Day care or day care subsidy 5% 6% Other
44 April 2009
IT_Salary_chart_39

A n a l y t i c s
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Figure 38
Appendix
Training Valued
What type of training would you find most valuable to you in developing your career?
Staff
Management 72% 51%
Technology-specific training 41% 24% Certification courses 20% 25% Project-management training 10% 23% Business skills training (e.g. finance, marketing) 10% 7% College courses (tech, business) 8% 16% MBA 7% 22% People-management skills training 7% 10% Communication skills training 1% 2% Other
Note: Two responses allowed Base: 6,461 IT staff and 5,949 IT managers Data: InformationWeek Analytics 2009 U.S. IT Salary Survey of 12,410 IT professionals
IT_Salary_chart_40
45 April 2009

A n a l y t i c s
R e p o r t
Figure 39
Appendix
Paying For Training

In the last 12 months, which of the following apply to you in terms of training?
Staff
Management 55% 59%
Attended company-paid training 17% 17% Attended company-paid certification course(s) 13% 14% Attended training I paid for myself 6% 5% Attended certification course(s) I paid for myself 31% 29% Received no additional training or certification the past 12 months
IT_Salary_chart_41
46 April 2009

A n a l y t i c s
R e p o r t
Figure 40
Appendix
What Matters Most To Staffers

2009
Base pay Benefits Job stability Challenge of job/responsibility Flexible work schedule My opinion and knowledge are valued Job atmosphere Ability to work on creating new innovative IT solutions Vacation time/paid time off Ability to work with leading-edge technology Having the tools and support to do my job well Recognition for work well done Commute distance Financial stability of company My work (job) is important to the company success Skill development/educational/training opportunity Telecommuting/working at home Corporate culture and values Working with highly talented peers Bonus opportunities Potential for promotion Geographic location of job Effectiveness of immediate supervision Involvement in company strategy setting and determining goals Prestige/reputation of the company Understanding the companys business strategy Stock options
Note: Seven responses allowed Base: 6,461 IT staff in 2009, 5,080 in 2008, and 3,561 in 2007 Data: InformationWeek Analytics 2009 U.S. IT Salary Survey of 12,410 IT professionals
2008
57% 52% 42% 45% 39% 33% 32% 31% 30% 24% 18% 21% 23% 14% 15% 15% 15% 15% 15% 16% 13% 13% 10% 6% 4% 2% 2%
2007
60% 53% 33% 56% 35% 29% 27% 34% 27% 28% 16% 17% 26% 17% 14% 14% 14% 18% 14% 18% 11% 14% 13% 5% 3% 3% 2%
60% 50% 49% 47% 37% 36% 34% 31% 30% 26% 24% 23% 23% 23% 19% 19% 19% 18% 16% 15% 14% 14% 13% 7% 4% 3% 1%
47 April 2009
IT_Salary_chart_43

A n a l y t i c s
R e p o r t
Figure 41
Appendix
What Matters Most To Managers

2009
Challenge of job/responsibility Base pay My opinion and knowledge are valued Benefits Job stability Ability to work on creating new innovative IT solutions Flexible work schedule My work (job) is important to the company success Job atmosphere Corporate culture and values Involvement in company strategy setting and determining goals Financial stability of company Recognition for work well done Vacation time/paid time off Having the tools and support to do my job well Ability to work with leading-edge technology Commute distance Working with highly talented peers Bonus opportunities Geographic location of job Skill development/educational/training opportunity Effectiveness of immediate supervision Potential for promotion Telecommuting/working at home Understanding the companys business strategy Prestige/reputation of the company Stock options
Note: Multiple responses allowed Base: 5,949 IT managers in 2009, 4,573 in 2008, and 3,720 in 2007 Data: InformationWeek Analytics 2009 U.S. IT Salary Survey of 12,410 IT professionals
2008
55% 50% 36% 39% 32% 37% 27% 24% 29% 23% 26% 16% 20% 22% 14% 20% 18% 18% 21% 12% 8% 10% 11% 10% 6% 5% 4%
2007
65% 51% 33% 40% 25% 40% 27% 22% 23% 28% 19% 18% 16% 19% 14% 24% 19% 16% 23% 13% 8% 8% 8% 7% 7% 5% 4%
56% 53% 42% 40% 39% 37% 31% 31% 30% 26% 26% 25% 22% 22% 21% 20% 19% 19% 18% 14% 13% 13% 12% 11% 8% 5% 3%
48 April 2009
IT_Salary_chart_44

A n a l y t i c s
R e p o r t
Figure 42
Appendix
Management: Overall Satisfaction Trend

Overall, how satisfied are you with all aspects of your job, including compensation, benefits, and other aspects of your employment relationship?
2009
2008
2007 20% 17% 26%
Very satisfied 50% 50% 46% Satisfied 21% 22% 11% Neutral 8% 10% 14% Dissatisfied 1% 1% 3% Very dissatisfied
IT_Salary_chart_54
49 April 2009

A n a l y t i c s
R e p o r t
Appendix
Figure 43
Management: Job Security Trend

How would you rate your present job security?
2009
2008
2007 37% 51% 52%
I feel strongly secure 50% 41% 39% I feel somewhat secure 13% 8% 9% I feel insecure
Figure 44 IT_Salary_chart_58
Management: IT Career Path Trend

Do you believe that a career path in IT and the potential for salary advancement is as promising today as it was five years ago?
2009
2008
2007 36% 48% 51%
It is as promising today 56% 42% 39% Not as promising 8% 9% 10% Unsure

50 April 2009
IT_Salary_chart_61

A n a l y t i c s
R e p o r t
Appendix
Figure 45
Economy Impact On IT Career Security

Given the current economy, do you believe a career path in IT is
More secure than most others
29% 60% As secure as most others
11% Less secure than most others
Base: 6,461 IT staff and 5,949 IT managers Data: InformationWeek Analytics 2009 U.S. IT Salary Survey of 12,410 IT professionals
Figure 46
IT_Salary_chart_62 IT Outsourcing Practices

Is your organization outsourcing some of its IT jobs?
No 47% 5%
Dont know
18%
Yes, outsourced to a company/companies in the U.S.
16% Yes, outsourced to a combination of companies both in the U.S. and offshore
14% Yes, outsourced to a company/companies offshore
Data: InformationWeek Analytics 2009 U.S. IT Salary Survey of 12,410 IT professionals
51 April 2009
IT_Salary_chart_65

A n a l y t i c s
R e p o r t
Appendix
Figure 47
Impact Of Outsourcing On IT Professionals

What impact do you feel the current trend toward outsourcing is having on IT professionals?
Staff
Management 64% 58%
Fewer IT jobs available 56% 49% Lower employee morale 44% 35% New hires at reduced salaries 38% 31% Fewer opportunities for advancement 33% 27% Skills valued less 23% 19% Salary reductions for employees 15% 22% Opportunity to work on more innovative projects as menial tasks are moved out of organization 12% 18% Its an important aspect of global business growth 10% 14% Skills valued more 10% 10% New hires to support outsourcing efforts 4% 4% Other
52 April 2009
IT_Salary_chart_66

A n a l y t i c s
R e p o r t
Appendix
Figure 48
Effect Of Outsourcing On Career Path

What impact has outsourcing had on your career path?
14% Ive gotten expanded/new responsibilities 4% Ive had to be retrained for new jobs/skills 4% Ive lost my job 4% Ive taken a pay cut 3% Ive been promoted 2% Ive relocated to new city/state/country 1% Ive been demoted 7% Other 70% Outsourcing has had no impact on my career path
IT_Salary_chart_67
53 April 2009

A n a l y t i c s
R e p o r t
Figure 49
Reasons For Seeking A New Job

Why are you looking for a new job?
Staff
Management 66%
Appendix
62% Higher compensation 47% 39% More interesting work 40% 40% Seeking more personal fulfillment 40% 39% Dont like present companys management/culture 36% 33% More job stability 27% 29% More responsibility 29% 25% Fear of being laid off 23% 22% Personal/family needs 19% 22% More dynamic company 15% 18% Seeking less stress 13% 13% Move to a different geographical area 14% 9% Job skills, requirements no longer match my skills or interests 4% 7% Stock options 4% 5% Want to join a startup company 4% 4% Job market opportunities are too good to pass up 3% 2% Laid off from previous job
Base: 2,230 IT staff and 1,936 IT managers looking for a new job Data: InformationWeek Analytics 2009 U.S. IT Salary Survey of 12,410 IT professionals
54 April 2009
IT_Salary_chart_70

A n a l y t i c s
R e p o r t
Appendix
Figure 50
Education
What is your highest level of education?
Staff 1% 2% PhD
Management
21% 30% Masters degree/MBA 46% 44% Bachelors degree 11% 7% Associates degree 13% 11% Some college 6% 4% Tech/IT trade school 2% 2% High school graduate
IT_Salary_chart_72
55 April 2009

A n a l y t i c s
R e p o r t
Figure 51
Appendix
Gender
What is your gender?
Male
Female 84% 16% 14%
Staff 86% Management

Figure 52 IT_Salary_chart_73 Age

What is your age?
Staff 3% 1% 25 or Less
Management
22% 15% 26 - 35 33% 37% 36 - 45 30% 34% 46 - 55 12% 13% Over 55

IT_Salary_chart_74

A n a l y t i c s
R e p o r t
Appendix
Figure 53
Company Revenue
What is the annual revenue or operating budget of your organization?
5% Less than $1 million 15% $1 million to $10 million 14% $11-$50 million 7% $51-$100 million 7% $101-$250 million 3% $251-$350 million 4% $351-$500 million 4% $501-$750 million 5% $750 million-$1 billion 13% $1.01-$5 billion 6% $5.01-$10 billion 17% More than $10 billion
IT_Salary_chart_75
57 April 2009

A n a l y t i c s
R e p o r t
Figure 54
Appendix
Industry
Which of the following best describes the industry in which you work?
2% Biotech/biomedical/pharmaceutical 2% Construction/engineering 8% Consulting and business services 8% Education 16% Financial services 9% Government 8% Health care/HMOs 7% IT vendors 2% Logistics/transportation 9% Manufacturing/industrial (non-computer) 2% Media/entertainment 2% Non-profit 3% Retail/e-commerce 4% Telecommunications/ISPs 2% Utilities 16% Regulatory Other
IT_Salary_chart_76

A n a l y t i c s
R e p o r t
Figure 55
Appendix
Company Size
How many total employees does your company have?
More than 20,000 24% 6% 5%
Less than 25 25-50 51-100 7%
10,001-20,000
7%
9% 5,001-10,000 17% 1,001-5,000

17% 101-500
8% 501-1000
IT_Salary_chart_77
59 April 2009

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April 2009 $299.

IT S alaries: Meager Raises, Solid Prospects

2009 IT Salary Survey

5 About The Author 6 Executive Summary 8 Research Synopsis

2009 InformationWeek, Reproduction Prohibited

2009 IT Salary Survey

2009 InformationWeek, Reproduction Prohibited

2009 IT Salary Survey

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2009 IT Salary Survey

2009 InformationWeek, Reproduction Prohibited

2009 IT Salary Survey

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2009 IT Salary Survey

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2009 IT Salary Survey

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2009 IT Salary Survey

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2009 IT Salary Survey

Skills And Broad Salary Trends

Staff Compensation By Job Function

2009 InformationWeek, Reproduction Prohibited

2009 IT Salary Survey

Company Retention Efforts

35% 24% 22% 17% 16% 8% 29%

IT_Salary_chart_63 InformationWeek, Reproduction Prohibited 2009

2009 IT Salary Survey

Impact Of Slower Economy

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2009 IT Salary Survey

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2009 IT Salary Survey

Base Salary By Industry

Staff Base salary Total compensation

Management Total Base salary compensation

2009 InformationWeek, Reproduction Prohibited

2009 IT Salary Survey

What Matters Most

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2009 IT Salary Survey

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2009 IT Salary Survey

Management Salary Increases By Metro Area

2009 IT Salary Survey

Manager Pay By Metro Area

2009 IT Salary Survey

Reasons For Consulting

Management 61% 60%

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2009 IT Salary Survey

$101 Staff $130 Management

2009 IT Salary Survey

Staff: Overall Satisfaction Trend

2007 16% 13% 21%

2009 InformationWeek, Reproduction Prohibited

2009 IT Salary Survey

Staff: Job Security Trend

2007 32% 43% 42%

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2009 IT Salary Survey

Staff: IT Career Path Trend

2007 30% 38% 39%