2 0 0 7

2 0 0 7salary guide

©2006 Robert Half Technology. An Equal Opportunity Employer RHT-1006-3646

800.793.5533rht.com

2884 Sand Hill Road, Menlo Park, California 94025

Robert Half Technology

Robert Half International (RHI) owns all title and intellectual property rights in and to the Salary Guide. If you would like to reference any information from the Guide, you must cite Robert Half Technology as the source. It is not permissible to link to, post or forward this document without RHI's permission.

From the Chairman

Understanding the Guide

IT Employment Outlook

Skills in Demand

Areas of Investment

IT Salaries – United States

Regional Hiring Trends – United States

IT Salaries – Canada

Regional Hiring Trends – Canada

Staffing for Success

Working with Robert Half Technology

Office Directory

TABLE OF CONTENTS

insideback

cover

Dear Colleague:

Today’s top information technology (IT) professionals weigh a number of factors when deciding to join a company, but a competitive salary remains one of their key considerations. To attract the best talent, IT hiring managers must arm themselves with the most current information on employment trends, including knowledge of the compensation offered by other companies in their area and industry.

We know how important making the right hiring decisions and building a talented staff are to you, which is why we are pleased to offer the Robert Half Technology 2007 Salary Guide. This valuable resource is based on extensive research conducted in our North American offices, our company’s ongoing surveys of senior IT executives and the collective expertise of our recruiting and staffing professionals. We hope this information will be helpful to you as you prepare your staffing plans and human resources budgets for the coming year.

The 2007 Salary Guide is one of the many resources we offer the businesses and professionals we serve. We look forward to meeting your hiring and employment needs.

Sincerely,

Max MessmerChairman and CEO

FROM THE CHAIRMAN

RObERT HAlF TECHnOlOGy 2007 SAlARy GUIDE 0�

0�0204050608�2�6202224

Robert Half Technology is a registered trademark of Robert Half International Inc. All other trademarks used in this booklet are registered in the names of their respective owners.

RObERT HAlF TECHnOlOGy 2007 SAlARy GUIDE02 RObERT HAlF TECHnOlOGy 2007 SAlARy GUIDE 03

Compiling the DataTo ensure accuracy and thoroughness, information in the guide is derived from a wide range of sources, including:

• The thousands of project and full-time placements made by our professionals throughout the United States and Canada

• The expected demand for certain positions

• Exclusive research on hiring trends conducted by Robert Half Technology

• An analysis of last year’s projections

• A review of actual starting salaries in 2006

• An extrapolation of current trends into 2007

In each job category, the salary ranges listed represent starting compensation only, since various hard-to-measure factors, ranging from seniority to performance to work ethic, can affect ongoing pay. Bonuses, incentives and other forms of compensation, such as benefits and retirement packages, also are not reflected in the salary ranges listed.

loCalizing SalarieSCompensation figures in the guide represent national averages but can be adjusted to account for differences in 80 markets across the United States and Canada. Please refer to the Regional Hiring Trends section beginning on Page �2 for the United States and Page 20 for Canada for help assessing average starting salaries in your area. A Robert Half Technology representative can further fine-tune compensation to match current market conditions. Please call 800-793-5533 to reach the office nearest you.

The Robert Half Technology Salary Guide is a valued resource for information on average starting salaries in the IT profession as well as insight into current hiring trends. Businesses of all sizes consult the guide when recruiting new employees and evaluating compensation packages for existing IT staff. In addition, educational institutions, local and national media outlets, and research entities such as the U.S. Department of Labor’s Bureau of Labor Statistics reference the guide for the latest compensation data.

UNDERSTANDING THE GUIDE


This is good news for job seekers, but for businesses it presents new challenges. Within the next several years, companies will have to start replacing retiring baby boomers, the oldest of whom are now turning 60. This is of no small significance: As many as 64 million baby boomers, representing more than 40 percent of the U.S. labor force, are poised to retire “in large numbers” by the end of the decade, according to the Conference Board, a nonprofit, business-research organization.

Companies also realize that overhiring can be as detrimental as underhiring. Consequently, many firms are taking a strategic approach to bringing in new staff. They are making sure they have a long-term, sustainable need for full-time employees before adding additional IT staff. Many managers are turning to project professionals to help their departments address growing demand, especially with short-term initiatives and peak workloads. In cases where an ongoing need for additional

full-time professionals is identified, however, companies often face recruiting challenges. Unemployment levels are still low by historical standards. Managers frequently find that top candidates with the most in-demand skills, such as .NET development, are evaluating multiple job offers.

The response by many companies has been to better adapt their recruitment and retention strategies to the current market. Some organizations, for example, are finding it necessary to accelerate their hiring processes to secure the best applicants. Businesses also are increasing compensation levels for new hires. For 2007, the projected increase in average starting salaries for technology professionals in the United States is 2.8 percent. High-demand positions, such as

software developer and web developer, are expected to see increases in base compensation of more than 4 percent over 2006 projections.

SKillS in DemanDAccording to Robert Half Technology’s IT Hiring Index and Skills Report (June 2006), which includes responses from more than �,400 chief information officers (CIOs), the job category experiencing the most growth within IT departments is help desk/end-user support. Windows administration (Server 2000/2003) is the skill set most in demand among IT executives, followed closely by network administration (Cisco, Nortel, Novell) and database management (Oracle, SQL Server, DB2). (See “IT’s Hottest Skills,” on Page 6.) But CIOs seek more than solid technical knowledge. Soft skills have become

IT EMPLOYMENT OUTLOOK

Source: Robert Half Technology survey of more than 1,400 CIOs from companies with more than 100 employees. CIOs were allowed multiple responses.

Managing increasing workloads

Retaining staff

Motivating staff

Funding IT training

Hiring skilled professionals

Finding strong managerial candidates

Other/don’t know

34%

27%

24%

22%

17%

12%

1%

CIOs were asked: “Which of the following are your top concerns regarding your IT staff in the upcoming year?”

Their responses:

IT STAFFING CONCERNS


CIOs were asked:“What steps, if any, is your firm taking to retain key IT talent?”

Their responses:

RETENTION STRATEGIES

Providing training or professional development

Offering flexible schedules

Increasing base compensation

Offering bonuses

Offering equity incentives

Other

None/no steps taken

63%

47%

41%

31%

9%

4%

23%

Business expansion and increasing investments in technology are fueling demand for highly skilled information technology (IT) professionals across North America. In fact, the Bureau of Labor Statistics estimates that between 2004 and 20�4, �.49 million new computer- and IT-related job openings will be created.


increasingly important. When evaluating a job candidate, managers are assessing that person’s oral communication, interpersonal and writing abilities, among other qualities. An understanding of broader business and industry trends also is valuable as IT professionals assume more visible roles in shaping a company’s strategic decisions. In fact, 4� percent of respondents in a recent Robert Half Technology survey of CIOs said they are placing greater emphasis on knowledge of business fundamentals when evaluating candidates for IT positions.

Firms also seek individuals with a verifiable track record of delivering initiatives on time and on budget.

areaS oF inVeStmentInformation technology hiring within U.S. companies is being fueled by investment in a number of areas, including:

Network security The safeguarding of internal systems remains critical for companies of all sizes. CIOs seek individuals who can manage an enterprisewide security strategy, including the assessment of network vulnerabilities, virus prevention and intrusion detection.

Development of web applications The Web has become integral to nearly every aspect of business because it provides for enhanced levels of collaboration, customer service, customization and standardization.

Wireless communication IT executives are increasing their investment in wireless applications to capitalize on the benefits of mobile solutions. As a result, their organizations are charged with supporting users of devices such as tablet computers, portable e-mail devices and smart phones.

Business intelligence This broad category of applications and technologies is growing rapidly as organizations seek to collect, store, analyze and provide access to data that assists systems users in making better business decisions.

Regulatory requirements The Sarbanes-Oxley Act of 2002 has had a significant impact on technology departments within publicly traded companies as well as nonpublic firms. IT professionals are required to assess information systems for potential vulnerabilities, and help implement and manage procedures that contribute to achieving sound internal control over financial reporting.

Capital expenditures Firms across all industries are replacing desktop systems and software to avoid the cost of maintenance and support of older systems. These purchases also are being driven by application and technology upgrades needed by internal employees and customers.

IT EMPLOYMENT OUTLOOK


IT’S HOTTEST SKILLSCIOs were asked:“Which technical skill sets are most in demand within your IT department?”

Their responses:

Windows administration (Server 2000/2003)

Network administration (Cisco, Nortel, Novell)

Database management (Oracle, SQL Server, DB2)

Wireless network management

Firewall administration

Business intelligence/reporting services

.NET development

XML development

ERP implementation (Oracle/Peoplesoft, SAP, Lawson)

Linux administration

Java development

CRM implementation

79%

76%

69%

57%

57%

35%

28%

25%

25%

24%

23%

23%

BUSINESS BASICS

Source: Robert Half Technology survey of more than 1,400 CIOs from companies with more than 100 employees

CIOs were asked:“When evaluating candidates for IT positions with your firm, has the impor-tance you place on knowledge of business fundamentals, such as accounting, finance and general operations, increased, decreased or stayed the same in the last five years?”

Their responses:

41% Increased 3% Decreased

2% Don’t know

54% Stayed the same


IT SALARIES – UNITED STATES

job title 2006 2007 % change

Administration Chief Information Officer (CIO) $ ��4,750 - $ �96,000 $ �20,250 - $ 200,000 3.�% Chief Technology Officer (CTO) $ 96,750 - $ �53,000 $ �0�,000 - $ �57,750 3.6% Chief Security Officer $ 95,250 - $ �38,750 $ 97,500 - $ �4�,000 �.9% Vice President of Information Technology $ �04,750 - $ �54,000 $ �07,500 - $ �57,750 2.5% Information Technology Manager $ 8�,500 - $ ��3,750 $ 83,500 - $ ��6,750 2.6% Applications Development (a) Manager $ 78,250 - $ �08,000 $ 80,750 - $ ��,500 3.2% Project Manager $ 72,750 - $ 99,250 $ 72,750 - $ �06,250 4.�% Systems Analyst $ 62,500 - $ 84,750 $ 64,000 - $ 87,000 2.5% Applications Architect $ 77,250 - $ �08,000 $ 80,000 - $ ��2,750 4.0% Business Systems Analyst $ 58,750 - $ 84,750 $ 6�,250 - $ 86,500 3.0% Developer/Programmer Analyst $ 55,250 - $ 86,750 $ 55,250 - $ 90,250 2.5% Lead Applications Developer $ 72,000 - $ 98,250 $ 75,000 - $ �00,000 2.8% Technical Writer $ 45,000 - $ 67,000 $ 46,000 - $ 68,250 2.0% Consulting & Systems Integration Director $ 87,500 - $ �27,000 $ 88,500 - $ �29,000 �.4% Practice Manager $ 85,750 - $ ��8,250 $ 88,250 - $ ��9,000 �.6% Project Manager/Senior Consultant $ 75,000 - $ 99,500 $ 75,000 - $ �02,250 �.6% Staff Consultant $ 54,500 - $ 76,500 $ 55,250 - $ 77,750 �.5% Senior IT Auditor $ 76,750 - $ �05,500 $ 8�,500 - $ �07,000 3.4% IT Auditor $ 67,000 - $ 94,250 $ 69,250 - $ 97,000 3.�%


Data/Database Administration (b) Database Manager $ 82,750 - $ ��3,750 $ 84,750 - $ ��6,000 2.2% Database Developer $ 69,750 - $ �0�,250 $ 73,500 - $ �03,000 3.2% Database Administrator $ 68,250 - $ 98,750 $ 70,250 - $ �02,000 3.�% Data Analyst/Report Writer $ 54,000 - $ 7�,250 $ 55,750 - $ 72,750 2.6% Data Architect $ 78,500 - $ �08,250 $ 80,500 - $ ��2,250 3.2% Data Modeler $ 67,250 - $ 93,250 $ 69,250 - $ 95,500 2.6% Data Warehouse Manager $ 83,750 - $ �07,250 $ 85,500 - $ ��3,500 4.2% Data Warehouse Analyst $ 72,500 - $ 95,250 $ 74,250 - $ 97,750 2.5% Business Intelligence Analyst $ 7�,250 - $ 99,750 $ 73,250 - $ �0�,750 2.3% Quality Assurance (QA) & Testing (c) QA/Testing Manager $ 67,250 - $ 88,250 $ 70,250 - $ 9�,250 3.9% QA Associate/Analyst $ 5�,500 - $ 70,250 $ 52,250 - $ 74,500 4.�% Internet & E-Commerce (d) Senior Web Developer $ 69,250 - $ 97,250 $ 7�,000 - $ �02,000 3.9% Web Developer $ 53,250 - $ 77,500 $ 54,750 - $ 8�,500 4.2% Web Administrator $ 48,500 - $ 72,000 $ 49,750 - $ 74,750 3.3% Web Designer $ 45,250 - $ 70,000 $ 47,000 - $ 7�,500 2.8% Electronic Data Interchange (EDI) Specialist $ 55,250 - $ 77,000 $ 56,750 - $ 80,250 3.6% E-Commerce Analyst $ 60,500 - $ 84,500 $ 6�,250 - $ 88,000 2.9% Messaging Administrator $ 50,000 - $ 69,500 $ 52,000 - $ 72,000 3.8%

(a) Add 5 percent for C++ development skills, 7 percent for Java development skills, 5 percent for Visual Basic development skills, 10 percent for C# development skills and 10 percent for Visual Basic .NET development skills.

(b) Add 10 percent for Oracle database skills, 10 percent for Microsoft SQL Server skills and 7 percent for IBM DB2 database skills.

(c) Add 5 percent for performance testing skills (e.g., Mercury Interactive tools).

(d) Add 7 percent for Java development skills, 10 percent for Java 2 Enterprise Edition development skills, 5 percent for Cold Fusion development skills, 7 percent for Web services development skills, 5 percent for Active Server Page development skills, 10 percent for DCOM/COM/ActiveX development skills, 10 percent for C# development skills, 10 percent for Visual Basic .NET development skills and 5 percent for WebLogic clustering administration skills.

RObERT HAlF TECHnOlOGy 2007 SAlARy GUIDE RObERT HAlF TECHnOlOGy 2007 SAlARy GUIDE

IT SALARIES – UNITED STATES

�0 ��


Networking/Telecommunications (e) Network Architect $ 75,000 - $ �09,500 $ 78,000 - $ ��2,250 3.�% Network Manager $ 66,750 - $ 89,500 $ 68,750 - $ 93,000 3.5% Network Engineer $ 64,750 - $ 89,750 $ 65,750 - $ 90,250 �.0% LAN/WAN Administrator $ 49,000 - $ 70,750 $ 5�,000 - $ 7�,500 2.3% Telecommunications Manager $ 66,250 - $ 87,250 $ 67,750 - $ 89,500 2.4% Telecommunications Specialist $ 46,250 - $ 68,750 $ 47,500 - $ 69,500 �.7% Operations Manager $ 5�,250 - $ 69,750 $ 53,000 - $ 70,750 2.3% Computer Operator $ 28,000 - $ 40,250 $ 29,250 - $ 4�,250 3.3% Mainframe Systems Programmer $ 5�,750 - $ 69,250 $ 52,250 - $ 70,750 �.7% Security (f) Data Security Analyst $ 7�,250 - $ 96,750 $ 72,500 - $ 99,250 2.2% Systems Security Administrator $ 69,250 - $ 97,250 $ 70,500 - $ 99,750 2.3% Network Security Administrator $ 67,500 - $ 94,750 $ 69,750 - $ 98,500 3.7%

(e) Add 12 percent for Cisco network administration skills, 10 percent for Linux/Unix administration skills, 10 percent for Windows 2000/2003/XP administration skills and 10 percent for Voice over Internet Protocol administration skills.

(f) Add 12 percent for Cisco network administration skills, 10 percent for Linux/Unix administration skills and 10 percent for Check Point firewall administration skills.


Software Development (g) Product Manager $ 77,250 - $ �06,250 $ 79,000 - $ �08,750 2.3% Software Engineer $ 65,250 - $ 95,750 $ 66,500 - $ 99,750 3.3% Software Developer $ 57,250 - $ 90,250 $ 60,250 - $ 94,750 5.�% Technical Services, Help Desk & Technical Support (h) Manager $ 6�,500 - $ 87,000 $ 62,500 - $ 88,250 �.5% Desktop Support Analyst $ 45,000 - $ 63,500 $ 46,500 - $ 65,250 3.0% Systems Administrator $ 49,000 - $ 72,500 $ 50,000 - $ 75,750 3.5% Help Desk Tier 3 $ 4�,750 - $ 53,750 $ 42,500 - $ 54,500 �.6% Help Desk Tier 2 $ 32,750 - $ 43,000 $ 33,250 - $ 43,750 �.7% Help Desk Tier � $ 27,250 - $ 36,750 $ 27,500 - $ 37,000 0.8% Instructor/Trainer $ 43,500 - $ 66,500 $ 45,250 - $ 68,000 3.0% PC Technician $ 28,250 - $ 4�,250 $ 28,500 - $ 42,000 �.4% Business Continuity Analyst $ 62,500 - $ 93,500 $ 64,500 - $ 95,500 2.6%

(g) Add 5 percent for C++ development skills, 7 percent for Java development skills, 7 percent for Web services development skills, 5 percent for Active Server Page development skills, 5 percent for Visual Basic development skills, 10 percent for DCOM/COM/ActiveX development skills, 10 percent for C# development skills and 10 percent for Visual Basic .NET development skills.

(h) Add 12 percent for Cisco network administration skills, 10 percent for Linux/Unix administration skills and 10 percent for Windows 2000/2003/XP administration skills.


The salary ranges provided on the previous pages reflect the national averages for each position. Approximate salary ranges for your market can be calculated using the formula below and variance index numbers for specific cities (see Pages �3-�5). The average salary index number for all U.S. cities is �00.

To determine the estimated salary range for a position in your area, follow the process outlined below:

CalCulating the loCal Salary rangeExample: database administrator in Dallas

�. Locate the position “database administrator” on Page 9 and your city’s index number. (The index number for Dallas is �05.0.)

2. Move the decimal point in the index number two places to the left (�.050).

3. Multiply the low end of the national salary range ($70,250) by the index number as a percentage (from step two). ($70,250 x �.050 = $73,763)

4. Repeat step three using the high end of the salary range ($�02,000).

5. The approximate starting salary range for a database administrator in Dallas is $73,763 to $�07,�00.

The index figures should be used as a guide in determining actual compensation. A number of factors, including company size, employee benefits, the candidate’s skill set and current market conditions, can impact starting salaries. Please consult an account executive with Robert Half Technology for help refining salary packages for your market.

REGIONAL HIRING TRENDSUNITED STATES

NEw ENGLAND

Connecticut, Maine Massachusetts, New Hampshire Rhode Island, Vermont

Fastest-Growing Industries Manufacturing Technology Healthcare

Positions in Demand Project manager Business systems analyst Help desk specialist

Selected Local VariancesBoston, MA . . . . . . . . . �23.9Hartford, CT . . . . . . . . �08.�Manchester, NH . . . . . ��5.4New Haven, CT . . . . . . �07.5Portland, ME . . . . . . . . . 95.0Providence, RI . . . . . . . ��0.0Springfield, MA . . . . . . . 92.0Stamford, CT . . . . . . . . �2�.9MIDDLE ATLANTIC

MIDDLE ATLANTIC

New Jersey, New York, Pennsylvania

Fastest-Growing Industries Commercial real estate Financial services Retail

Positions in Demand Business systems analyst Developer/programmer analyst Database administrator

Selected Local VariancesAlbany, NY. . . . . . . . . . . 98.0Buffalo, NY . . . . . . . . . . 92.0 New York, NY . . . . . . . �50.0Paramus, NJ . . . . . . . . �2�.2Philadelphia, PA . . . . . ��5.0Pittsburgh, PA . . . . . . . . 95.5Rochester, NY . . . . . . . . 94.5

SOUTH ATLANTIC

Delaware, District of Columbia, Florida, Georgia, Maryland, North Carolina, South Carolina, Virginia, West Virginia

Fastest-Growing Industries Hospitality and tourism Commercial real estate Financial services

Positions in Demand Applications architect Help desk specialist Network security administrator

Selected Local VariancesAtlanta, GA . . . . . . . . . ��2.6Baltimore, MD . . . . . . . �03.0Charlotte, NC. . . . . . . . �02.0Greenville, SC . . . . . . . . 97.2Miami, FL. . . . . . . . . . . ��4.2Orlando, FL . . . . . . . . . �02.0Raleigh, NC . . . . . . . . . �02.0Washington, DC . . . . . �30.0Wilmington, DE . . . . . . �00.0

Source: U.S. Department of Labor’s Bureau of Labor Statistics and Robert Half Technology. Note that city index figures are reflective of all industries and are not specific to the information technology field. For more information on average salaries in your city, contact the Robert Half Technology office nearest you.

�3�2


Data/Database Administration Database Manager $ 82,750 - $ ��3,750 $ 84,750 - $ ��6,000 2.2% Database Developer $ 69,750 - $ �0�,250 $ 73,500 - $ �03,000 3.2% Database Administrator $ 68,250 - $ 98,750 $ 70,250 - $ 102,000 3.�% Data Analyst/Report Writer $ 54,000 - $ 7�,250 $ 55,750 - $ 72,750 2.6% Data Architect $ 78,500 - $ �08,250 $ 80,500 - $ ��2,250 3.2% Data Modeler $ 67,250 - $ 93,250 $ 69,250 - $ 95,500 2.6% Data Warehouse Manager $ 83,750 - $ �07,250 $ 85,500 - $ ��3,500 4.2% Data Warehouse Analyst $ 72,500 - $ 95,250 $ 74,250 - $ 97,750 2.5% Business Intelligence Analyst $ 7�,250 - $ 99,750 $ 73,250 - $ �0�,750 2.3%


REGIONAL HIRING TRENDSUNITED STATES

EAST NORTH CENTRAL

Illinois, Indiana, Michigan, Ohio, Wisconsin

Fastest-Growing Industries Manufacturing Commercial real estate Retail

Positions in Demand Applications architect Project manager QA analyst

Selected Local VariancesChicago, IL . . . . . . . . . . �23.0Cincinnati, OH . . . . . . . . 96.4Cleveland, OH . . . . . . . . 95.9Columbus, OH . . . . . . . . 95.0Detroit, MI . . . . . . . . . . �06.5 Indianapolis, IN . . . . . �0�.0Milwaukee, WI . . . . . . �00.0

wEST NORTH CENTRAL

Iowa, Kansas, Minnesota, Missouri, Nebraska, North Dakota, South Dakota

Fastest-Growing Industries Manufacturing Construction Financial services

Positions in Demand Database administrator LAN/WAN administrator Network engineer

Selected Local VariancesDes Moines, IA . . . . . . . 95.0Kansas City, MO . . . . . . 98.2Minneapolis, MN . . . . �04.0Omaha, NE . . . . . . . . . . 95.0St. Louis, MO. . . . . . . . �00.0

EAST SOUTH CENTRAL

Alabama, Kentucky, Mississippi, Tennessee

Fastest-Growing Industries Manufacturing Healthcare Financial services

Positions in Demand Developer/programmer analyst Applications architect Network security engineer

Selected Local VariancesBirmingham, AL . . . . . . . 93.5Chattanooga, TN . . . . . . 95.0Knoxville, TN . . . . . . . . . 88.0Lexington, KY . . . . . . . . 84.�Louisville, KY . . . . . . . . . 92.5Memphis, TN. . . . . . . . . 95.0Nashville, TN. . . . . . . . . 94.5


wEST SOUTH CENTRAL

Arkansas, Louisiana, Oklahoma, Texas

Fastest-Growing Industries Energy Commercial real estate Manufacturing

Positions in Demand Developer/programmer analyst Desktop support specialist Project manager

Selected Local VariancesAustin, TX . . . . . . . . . . �05.0Dallas, TX . . . . . . . . . . �05.0Fayetteville, AR . . . . . . . 95.0Houston, TX . . . . . . . . �06.5Little Rock, AR . . . . . . . . 9�.0Midland, TX . . . . . . . . . . 87.7New Orleans, LA . . . . . . 86.�Oklahoma City, OK. . . . . 87.0San Antonio, TX . . . . . . 93.0Tulsa, OK . . . . . . . . . . . . 86.0

MOUNTAIN

Arizona, Colorado, Idaho, Montana, Nevada, New Mexico, Utah, Wyoming

Fastest-Growing Industries Construction Manufacturing Commercial real estate

Positions in Demand Developer/programmer analyst Help desk specialist Data analyst/report writer

Selected Local VariancesAlbuquerque, NM . . . . . 87.0Boise, ID . . . . . . . . . . . . 86.�Denver, CO . . . . . . . . . . �02.5Las Vegas, NV . . . . . . . �03.7Phoenix, AZ . . . . . . . . . �06.0Reno, NV . . . . . . . . . . . �0�.0Salt Lake City, UT . . . . �00.0Tucson, AZ . . . . . . . . . . �0�.0

PACIFIC

Alaska, California, Hawaii, Oregon, Washington

Fastest-Growing Industries Healthcare Financial services Construction

Positions in Demand Applications developer Business intelligence analyst Systems administrator

Selected Local VariancesHonolulu, HI. . . . . . . . . . 93.0Irvine, CA . . . . . . . . . . �25.0Los Angeles, CA . . . . . �25.0Oakland, CA. . . . . . . . . �23.0Ontario, CA . . . . . . . . . ��.0Portland, OR . . . . . . . . �00.0Sacramento, CA . . . . . �05.5San Diego, CA . . . . . . . �20.0San Francisco, CA . . . . �30.0San Jose, CA . . . . . . . . �26.4Seattle, WA . . . . . . . . . ��5.0Spokane, WA . . . . . . . . 79.�


�4 �5


IT SALARIES – CANADA

�6 �7


Administration Chief Information Officer (CIO) $ ��8,250 - $ �72,000 $ �2�,000 - $ �79,000 3.4% Chief Technology Officer (CTO) $ �04,750 - $ �50,250 $ �06,500 - $ �58,750 4.0% Vice President of Information Technology $ �06,750 - $ �76,000 $ �09,750 - $ �77,000 �.4%Information Technology Manager $ 84,750 - $ ��5,000 $ 82,750 - $ ��9,250 �.�%

Applications Development (a) Manager $ 74,250 - $ �04,250 $ 76,250 - $ �07,500 2.9% Project Manager $ 67,750 - $ 98,250 $ 69,500 - $ �02,500 3.6% Systems Analyst $ 57,250 - $ 82,250 $ 59,500 - $ 86,750 4.8% Applications Architect $ 73,250 - $ 94,250 $ 77,000 - $ 98,500 4.8% Business Systems Analyst $ 59,250 - $ 84,250 $ 6�,750 - $ 88,750 4.9% Developer/Programmer Analyst $ 5�,000 - $ 77,750 $ 52,750 - $ 8�,250 4.�%Lead Applications Developer $ 64,250 - $ 84,250 $ 67,500 - $ 89,000 5.4% Technical Writer $ 40,750 - $ 59,500 $ 4�,250 - $ 68,000 9.0% Consulting & Systems Integration Director $ 79,500 - $ ��4,250 $ 84,750 - $ ��5,500 3.4% Practice Manager $ 77,750 - $ �06,000 $ 75,000 - $ ��0,000 0.7% Project Manager/Senior Consultant $ 7�,250 - $ 98,250 $ 74,000 - $ �05,000 5.6% Staff Consultant $ 5�,250 - $ 63,750 $ 52,250 - $ 63,000 0.2% Senior IT Auditor $ 83,750 - $ �3�,250 $ 84,000 - $ �30,000 -0.5% IT Auditor $ 6�,750 - $ 87,500 $ 60,000 - $ 88,000 -0.8%

(a) Add 5 percent for C++ development skills, 7 percent for Java development skills, 5 percent for Visual Basic development skills, 10 percent for C# development skills and 10 percent for Visual Basic .NET development skills.

Note: All salary ranges listed above are in Canadian dollars.


Data/Database Administration (b) Database Manager $ 77,750 - $ �02,750 $ 78,250 - $ �06,500 2.4% Database Developer $ 55,500 - $ 82,750 $ 58,750 - $ 83,250 2.7% Database Administrator $ 62,250 - $ 86,000 $ 64,000 - $ 87,000 �.9% Data Analyst/Report Writer $ 56,750 - $ 78,750 $ 56,000 - $ 8�,750 �.7% Data Architect $ 7�,750 - $ 98,250 $ 74,250 - $ �02,750 4.�% Data Modeler $ 63,250 - $ 88,250 $ 67,250 - $ 9�,750 5.0% Data Warehouse Manager $ 78,500 - $ 96,750 $ 80,000 - $ �05,250 5.7% Data Warehouse Analyst $ 65,250 - $ 87,750 $ 65,750 - $ 9�,250 2.6% Business Systems Analyst $ 58,250 - $ 80,250 $ 6�,500 - $ 83,500 4.7% Quality Assurance (QA) & Testing (c) QA/Testing Manager $ 62,750 - $ 89,500 $ 67,250 - $ 9�,250 4.�% QA Associate/Analyst $ 54,250 - $ 77,750 $ 57,500 - $ 79,500 3.8% Internet & E-Commerce (d) Senior Web Developer $ 64,250 - $ 92,000 $ 66,250 - $ 92,750 �.8% Web Developer $ 5�,750 - $ 70,500 $ 52,250 - $ 74,250 3.5% Web Administrator $ 46,250 - $ 67,000 $ 48,500 - $ 69,000 3.8% Web Designer $ 58,000 - $ 75,500 $ 58,250 - $ 77,000 �.3% Electronic Data Interchange (EDI) Specialist $ 54,750 - $ 80,250 $ 55,250 - $ 8�,000 0.9% E-Commerce Analyst $ 49,250 - $ 74,250 $ 52,000 - $ 76,750 4.3% Messaging Administrator $ 45,000 - $ 60,500 $ 47,750 - $ 62,250 4.3%

(b) Add 10 percent for Oracle database skills, 10 percent for Microsoft SQL Server skills and 7 percent for IBM DB2 database skills.

(c) Add 5 percent for performance testing skills (e.g., Mercury Interactive tools).

(d) Add 7 percent for Java development skills, 10 percent for Java 2 Enterprise Edition development skills, 5 percent for Cold Fusion development skills, 7 percent for Web services development skills, 5 percent for Active Server Page development skills, 10 percent for DCOM/COM/ActiveX development skills, 10 percent for C# development skills, 10 percent for Visual Basic .NET development skills and 5 percent for WebLogic clustering administration skills.


RObERT HAlF TECHnOlOGy 2007 SAlARy GUIDE

IT SALARIES – CANADA

�8


Networking/Telecommunications (e) Network Architect $ 66,500 - $ 92,500 $ 7�,000 - $ 96,000 5.0% Network Manager $ 65,250 - $ 87,250 $ 65,000 - $ 87,750 0.2% Network Engineer $ 58,750 - $ 82,000 $ 59,250 - $ 84,500 2.�% LAN/WAN Administrator $ 46,500 - $ 65,500 $ 48,750 - $ 66,500 2.9% Telecommunications Manager $ 64,250 - $ 86,000 $ 68,000 - $ 9�,250 6.0% Telecommunications Specialist $ 52,000 - $ 68,750 $ 54,500 - $ 7�,250 4.�% Operations Manager $ 54,250 - $ 64,250 $ 58,000 - $ 70,000 8.0% Computer Operator $ 3�,000 - $ 4�,500 $ 33,500 - $ 44,500 7.6% Mainframe Systems Programmer $ 56,000 - $ 76,250 $ 58,500 - $ 80,750 5.3% Security (f) Data Security Analyst $ 68,250 - $ 96,250 $ 7�,750 - $ �02,250 5.8% Systems Security Administrator $ 63,750 - $ 9�,250 $ 65,250 - $ 93,750 2.6% Network Security Administrator $ 69,250 - $ �02,500 $ 7�,250 - $ �09,250 5.�%

(e) Add 12 percent for Cisco network administration skills, 10 percent for Linux/Unix administration skills, 10 percent for Windows 2000/2003/XP administration skills and 10 percent for Voice over Internet Protocol administration skills.

(f) Add 12 percent for Cisco network administration skills, 10 percent for Linux/Unix administration skills and 10 percent for Check Point firewall administration skills.



Software Development (g) Product Manager $ 77,500 - $ �05,750 $ 79,250 - $ �09,500 3.0% Software Engineer $ 58,750 - $ 87,000 $ 60,750 - $ 9�,000 4.�% Software Developer $ 48,750 - $ 78,750 $ 5�,250 - $ 8�,500 4.�% Technical Services, Help Desk & Technical Support (h) Manager $ 67,750 - $ 86,250 $ 69,250 - $ 89,750 3.2% Desktop Support Analyst $ 5�,750 - $ 65,250 $ 50,750 - $ 68,500 �.9% Systems Administrator $ 46,000 - $ 66,750 $ 48,000 - $ 70,250 4.9% Help Desk Tier 3 $ 49,250 - $ 62,750 $ 5�,250 - $ 65,500 4.2% Help Desk Tier 2 $ 36,500 - $ 48,250 $ 38,000 - $ 49,500 3.2% Help Desk Tier � $ 30,250 - $ 38,750 $ 30,500 - $ 40,000 2.2% Instructor/Trainer $ 47,750 - $ 65,500 $ 52,000 - $ 67,500 5.5% PC Technician $ 46,000 - $ 58,250 $ 46,500 - $ 58,500 0.7% Business Continuity Analyst $ 57,000 - $ 87,250 $ 60,750 - $ 90,000 4.5%

(g) Add 5 percent for C++ development skills, 7 percent for Java development skills, 7 percent for Web services development skills, 5 percent for Active Server Page development skills, 5 percent for Visual Basic development skills, 10 percent for DCOM/COM/ActiveX development skills, 10 percent for C# development skills and 10 percent for Visual Basic .NET development skills.

(h) Add 12 percent for Cisco network administration skills, 10 percent for Linux/Unix administration skills and 10 percent for Windows 2000/2003/XP administration skills.


RObERT HAlF TECHnOlOGy 2007 SAlARy GUIDE �9


Calgary . . . . . . . . . . . . �07.3Edmonton . . . . . . . . . . . 98.0Montréal . . . . . . . . . . . . 98.9Ottawa. . . . . . . . . . . . . . 99.5

Toronto . . . . . . . . . . . . �04.�Vancouver . . . . . . . . . . �02.9Winnipeg . . . . . . . . . . . . 94.2

REGIONAL HIRING TRENDS – CANADA

CanaDian employment outlooKCIOs across Canada are increasing hiring activity in response to economic growth. The continuing demand has led to strong competition for highly skilled professionals in certain specialties, such as project management, applications development and technical support.

In an effort to keep up with expanding energy production needs around the world, the oil and gas industry is experiencing particularly strong growth. This is leading to high demand from firms in this sector for IT professionals who can assist in expanding information systems infrastructures.

IT executives in the Greater Toronto Area are seeking .NET developers, QA analysts, network security administrators and business intelligence specialists. Many CIOs in Ottawa are actively recruiting individuals skilled in .NET development, while hiring managers in the Vancouver area report demand for Oracle and Microsoft SQL Server database administration. Calgary, in particular, is experiencing an influx of new workers, which, in turn, is driving IT employment within retail, manufacturing and services firms in the area.

CalCulating loCal SalarieS The salary ranges listed in this guide are national averages. To calculate local salary ranges, follow the steps outlined on Page 2�. A number of factors can impact starting salaries, including company size, employee benefits, the candidate’s skill set and current market conditions. Therefore, the salary variance index figures should be used only as a guide in determining actual compensation. For salary ranges more specific to your market and industry, please contact your local Robert Half Technology office.

Salary variance index numbers for selected cities are provided on the following page. Information in that section is based on data provided by the recruiting and staffing experts in our Canadian offices, as well as our company’s ongoing national surveys, independent research and data from Statistics Canada. The average salary variance number for all Canadian cities is �00.

20 2�


Networking/Telecommunications Network Architect $ 66,500 - $ 92,500 $ 7�,000 - $ 96,000 5.0% Network Manager $ 65,250 - $ 87,250 $ 65,000 - $ 87,750 0.2% Network Engineer $ 58,750 - $ 82,000 $ 59,250 - $ 84,500 2.�% LAN/WAN Administrator $ 46,500 - $ 65,500 $ 48,750 - $ 66,500 2.9% Telecommunications Manager $ 64,250 - $ 86,000 $ 68,000 - $ 9�,250 6.0% Telecommunications Specialist $ 52,000 - $ 68,750 $ 54,500 - $ 7�,250 4.�%

To determine the estimated salary range for a position in your area, follow the steps outlined below:

Example: network manager in Ottawa

�. Locate the position “network manager” on the chart on Page �8 and your city’s salary variance index number listed below. (The salary variance index number for Ottawa is 99.5.)

2. Move the decimal point in the index number two places to the left (.995).

3. Multiply the low end of the national salary range ($65,000) by the index number as a percentage (from step two). ($65,000 x .995 = $64,675).

4. Repeat step three using the high end of the salary range ($87,750).

5. The approximate starting salary range for a network manager in Ottawa is $64,675 to $87,3��.

CANADIAN LOCAL vARIANCES

Source: Statistics Canada and Robert Half Technology

Note: Please contact a Robert Half Technology account executive for salary information regarding cities not listed above.


STAFFING FOR SUCCESS

For the majority of companies, effective staffing remains a delicate balancing act. Businesses need access to the right mix of employees – not too many and not too few.

Warning signs such as missed deadlines and low morale may prompt managers to hire additional full-time employees. But rushing to hire without carefully considering the organization’s long-term needs can lead to overstaffing, which can be just as detrimental as having too few resources: Both jeopardize a company’s ability to compete.

The solution is creating a strategic staffing plan that offers the flexibility to handle new

demands as well as unforeseen spikes in activity. Some new projects require additional full-time hires, but many do not. By assessing both short- and long-term needs, and assembling a combination of full-time and interim employees to meet those requirements, companies can cost-effectively manage growing workloads. Project IT professionals also can expertly fill skills gaps when an organization lacks the required expertise for critical, but nonrecurring, initiatives.

Hiring a new employee can be costly, both in terms of the recruiting and training processes and the productivity lost during the search. Not only can interim staff help control costs, but if needs currently being handled by project professionals are determined to be ongoing, these individuals would make ideal candidates for full-time positions.

By staffing strategically, companies gain flexibility. And with it, they can better meet growing customer demand, hold down costs and maintain a more stable, satisfied team of full-time employees.

A strategic staffing planning chart is helpful for calculating the assistance you’ll require to meet standard tasks, periodic needs and any new initiatives your company or department foresees in coming months. Once the chart is finished, you can more readily decide whether existing staff have the expertise and time to handle the entire spectrum of work.

Using the past year as a guide, calculate the anticipated future workload based on regular tasks your staff must accomplish each month. Adjust for any changes in workload you foresee. Your chart should include any recurring monthly or quarterly projects. Next, estimate the work

that will be required to complete any special projects planned for a given time frame. You also should allow flexibility for unexpected responsibilities and initiatives that may arise. Below is a sample monthly strategic planning chart.

22 23

STRATEGIC STAFFING ALLOWS FIRMS TO…

• Provide support for peak work periods, special projects, staff vacations

• Gain immediate access to key skills that may not exist internally

• Hire full-time employees only if there is an ongoing need

• Prevent overstaffing

• Reduce turnover among internal staff

• Avoid costly retraining

• Turn a portion of labor into a variable cost

Standard Duties

Monthly Functions Quarterly Activities

Special Projects

Jan. Feb. Mar. April May June July Aug. Sept. Oct. Nov. Dec.

Wor

kloa

d

MONTHLY STRATEGIC STAFFING PLANNING CHART

Even though your chart will be approximate, a visual representation can help you more readily spot potential workload peaks for which you’ll require overtime, additional personnel or other assistance. By anticipating your needs, you’ll be better equipped to plan for them. Ask yourself:

• Are there tasks or projects that can be postponed or rescheduled to other times of the year or month?

• Are there new initiatives that are likely to continue and warrant full-time hires? • Are there cyclical or nonrecurring projects that could be handled more effectively by specialized,

interim professionals? • Are there any potential tasks that are difficult to size or predict but could catch your department

by surprise if you’re not adequately staffed?

RObERT HAlF TECHnOlOGy 2007 SAlARy GUIDE

the Value oF SpeCializationFinding full-time or project technology professionals best suited to the needs of your organization requires selecting the right staffing firm, preferably one with experience in the IT industry. Robert Half Technology is a division of Robert Half International (NYSE symbol: RHI), the world’s leader in specialized staffing services. RHI pioneered the concept of specialized staffing and has been the leader in our field for nearly 60 years. We know the intricacies of the markets and businesses we serve like no one else.

Robert Half Technology places highly skilled and experienced IT professionals, including applications developers, help desk technicians, network engineers and administrators, information security experts, and database specialists, among others. We are well positioned to assist companies with their unique technology hiring needs, whether on a project, contract-to-hire or full-time basis. Our team of recruiting and staffing professionals is composed primarily of former technology practitioners. They have firsthand knowledge of how IT organizations operate and the ways in which effective staffing can help increase productivity and control costs.

Robert Half Technology has the most expansive network of business contacts in the industry, providing us with exclusive access to top IT talent, including passive job seekers who may not be actively searching for employment but are open to

new opportunities. Our reach is further enhanced by relationships with leading organizations, including HDI, the IT Infrastructure Management Association, the Canadian Information Processing Society and the Association of Information Technology Professionals, as well as participation in the Microsoft Gold Certified Partner Program.

the leaDing reSourCeEven organizations without immediate staffing needs find Robert Half Technology a valued source for insight and guidance on hiring, retention and staff management issues.

We provide compensation and management-related information through a variety of resources, including our annual Salary Guide and booklets such as the Glossary of Job Descriptions for Information Technology, Hiring Smart, Keeping Your Best People and How to Check References When References Are Hard to Check.

RHI chairman and CEO Max Messmer is a widely published author and columnist whose books for managers include Motivating Employees For Dummies, Human Resources Kit For Dummies and The Fast Forward MBA in Hiring (John Wiley & Sons, Inc.). Professionals benefit from the career advice in books such as Managing Your Career For Dummies and Job Hunting For Dummies, 2nd Edition (John Wiley & Sons, Inc.).

To learn more about our services and resources for hiring managers and job candidates, visit us online at www.rht.com.

wORKING wITH ROBERT HALF TECHNOLOGY United States

ARIZONAPhoenix: (602) 224-2486

ARKANSASFayetteville: (479) 444-7152

CALIFORNIAIrvine: (949) 476-0879la Jolla: (858) 558-6990la Palma: (714) 736-5957los Angeles: (213) 270-6732Oakland: (510) 839-5975Ontario: (909) 945-2292Pasadena: (626) 463-2032Sacramento: (916) 922-3147San Francisco: (415) 434-4940San Jose: (408) 271-9063San Mateo: (650) 573-0551Stockton: (209) 474-0119Torrance: (310) 719-7356Westlake Village: (805) 496-5305Westwood: (310) 209-6838

COLORADOColorado Springs: (719) 532-0222Denver: (303) 296-2345

CONNECTICUTHartford: (860) 278-0300Stamford: (203) 356-9500

DELAWAREWilmington: (302) 791-0171

DISTRICT OF COLUMBIAWashington, D.C.: (202) 626-0250

FLORIDAFort lauderdale: (954) 763-5578Jacksonville-Downtown: (904) 997-9960 Miami-Coral Gables: (305) 774-7860Orlando: (407) 426-9438Tampa: (813) 301-8942West Palm beach: (561) 366-1093

GEORGIAAtlanta-buckhead: (404) 233-1382

ILLINOISChicago: (312) 616-7974Hoffman Estates: (847) 839-9387northbrook: (847) 480-1774Oakbrook Terrace: (630) 359-0955

INDIANAIndianapolis: (317) 687-3275

IOWACedar Rapids: (319) 362-8606Des Moines: (515) 282-6876

KANSASOverland Park: (913) 339-9849

KENTUCKYlouisville: (502) 394-0525

MARYLANDbaltimore: (410) 783-6290bethesda: (240) 497-1042

MASSACHUSETTSboston: (617) 439-3000burlington: (781) 505-4031Westborough: (508) 621-2301

MICHIGANGrand Rapids: (616) 451-7000Southfield: (248) 372-7501Troy: (248) 689-4290

MINNESOTAbloomington: (952) 831-6888Minneapolis: (612) 359-4960

MISSOURISt. louis-Creve Coeur: (314) 205-1770

NEBRASKAOmaha: (402) 493-4933

NEVADAlas Vegas: (702) 866-2869

NEW HAMPSHIREManchester: (603) 647-6200

NEW JERSEYMount laurel: (856) 439-9595Paramus: (201) 843-7776Parsippany: (973) 292-2652Princeton: (609) 987-8010Woodbridge: (732) 634-9211

NEW MEXICOAlbuquerque: (505) 888-6225

NEW YORKAlbany: (518) 432-7442Hauppauge: (631) 231-1603new york-Midtown: (212) 687-7072Rochester: (585) 232-4140Uniondale: (516) 357-2506Wall Street: (212) 480-0248White Plains: (914) 761-7300

NORTH CAROLINACharlotte: (704) 342-7982Raleigh: (919) 782-5111

OHIOAkron: (330) 253-8160Cincinnati: (513) 621-6890Cleveland: (216) 621-6633Columbus: (614) 365-7442Dayton: (937) 224-7442Worthington: (614) 854-0020

OKLAHOMAOklahoma City: (405) 236-0202Tulsa: (918) 493-2411

OREGONPortland: (503) 222-0946

PENNSYLVANIAKing of Prussia: (610) 337-3650Philadelphia: (215) 568-1513Pittsburgh: (412) 471-0888

RHODE ISLANDProvidence: (401) 273-4000

SOUTH CAROLINAGreenville: (864) 232-7442

TENNESSEEMemphis-East: (901) 759-2332nashville-West End: (615) 385-1977

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

UTAHSalt lake City: (801) 364-5490

VIRGINIARichmond-West: (804) 747-9500Tysons Corner: (703) 847-0271

WASHINGTONbellevue: (425) 401-2941Seattle: (206) 749-9260

WISCONSINMadison-West: (608) 827-8882Milwaukee: (414) 271-9670

Canada

ALBERTACalgary: (403) 237-7500Edmonton: (780) 426-6642

BRITISH COLUMBIAVancouver: (604) 688-5256

ONTARIOMarkham: (905) 763-2851Mississauga: (905) 273-4092north york: (416) 227-0581Ottawa: (613) 236-7442Toronto: (416) 350-8143

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