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Salary GuideAccounting and Finance2013


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

>

From the Chairman

Using the Guide

The Hiring Environment

Accounting and Finance Salaries

Customizing Salaries for Local Markets

The Advantages of a Flexible Staffing Approach

Robert Half: Your Staffing Expert

Office Locations

1

2

3

10

16

17

18

19

Table of Contents

>

From the Chairman

1Robert Half2013 Salary Guide

Dear colleague:

Money may not be the sole reason employees chooseto join or stay with your rm, but its certainly one of theirkey considerations. As the employment market changesand accounting and nance professionals roles andskill sets continue to evolve, keeping current with salarytrends can be challenging.

Employers need staff who understand what the rmsnancial data mean to the organization and how to usethe information to shape business decisions. In addition,accountants must possess strong interpersonal skillsand be able to build successful business relationships,connecting with people across the ofce and, in somecases, around the world.

To help you with your compensation decisions, we arepleased to provide the 2013 Salary Guide. Each year,the guide offers the latest projections on starting salariesin accounting and nance, as well as insights into currenthiring, retention and staff management trends.

Sincerely,

Max MessmerChairman and CEORobert Half International


3/13

2 32013Salary Guide

Robert Half Robert Half

2013

Salary Guide

The Hiring Environment

The 2013 Salary Guide from Robert Half gives you quickaccess to the latest salary data from the people who under-

stand accounting and finance staffing best. Our information

sources include:

Firms are looking for

professionals who can

ll roles that complementtheir teams and, perhaps

most critically, support

expansion. Our recruiting and stafng professionals who specializein accounting and nance and make thousands of full-time and interim placements each year

Robert Halfs comprehensive analysis of current andfuture hiring trends

Exclusive workplace research we conduct regularlyamong chief nancial ofcers (CFOs), senior managersand employees at organizations throughout Canada

Our Salary Guide includes projected starting salaryranges for more than 145 accounting and nance posi-tions. The gures in the guide are national averages butcan be adjusted for select markets across Canada usingthe local variance information on Page 16.

The salary ranges represent starting compensation only,because factors such as service time and work ethicmake ongoing pay difcult to measure. Bonuses, incen-tives and other forms of compensation, such as benetsand retirement packages, also are not taken into account.

For more than 60 years, we have published a new guideannually to ensure our data reect the most recentemployment trends. Employers, job seekers, academicinstitutions, professional associations and the media relyon the information in the Salary Guide.

Using the Guide

Hiring has taken on greater urgency as more rms realizethey need to add staff to achieve growth objectives. Manyemployers have reached the limit of what they can achievewith existing staff. They are looking for professionals whocan ll roles that complement their teams and, perhapsmost critically, support expansion.

Still, some businesses are taking a conservative approachto hiring. While a degree of caution is necessary to avoid

overhiring, companies that do not move quickly enough arelosing out on promising candidates. Already, talent short-ages are emerging for positions such as nancial analystand senior accountant.

Delaying the hiring process too much can also affect themorale and retention of existing employees who may feeltheyve waited long enough for reinforcements. Voluntaryturnover is rising as workers feel more condent aboutleaving for other opportunities, and in-demand profes-sionals are receiving salary increases when changing jobs.

To help address stafng shortfalls and alleviate the work-loads of their full-time teams, companies are turning totemporary and project-based professionals while they rideout the economic recovery. In addition, a growing numberof employers are using temporary-to-hire arrangementsas a means of evaluating workers for positions.

A Tale of Two Job Markets:Recruiting Challenges Intensify

The changing employment landscape frequently comesas a surprise to businesses looking to add staff. Manyare having difculty nding people with the specializedtalents they need. Companies are realizing there are twojob markets at play: While general unemployment remainshigh, university-degreed workers with specialized skillsare enjoying low unemployment. In fact, unemploymentrates in areas such as accounting and auditing and nan-cial analysis are frequently well below the national average.


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4 52013 Salary GuideRobert Half Robert Half2013 Salary Guide

THE HiRiG EviROMET

Employers must offer competitive salaries to hire topprofessionals. Signing bonuses are reappearing in somemarkets as a way to secure candidates. Annual anddiscretionary bonuses, promotions, training and devel-opment opportunities, and exible schedules also haveproved to be effective tools for attracting and retainingsought-after talent.

To guard against turnover, companies need to reward theirbest people now, not after they receive another job offer.Counteroffers are becoming increasingly common, but most

employers would rather not have to extend one since thisstrategy has proved ineffective and damaging to staff morale.

Where the Jobs Are

Employers are shifting their hiring focus toward coreaccounting roles and positions that support businessgrowth. Financial analysts and business systems analystsare in especially strong demand, as are experiencedaccountants who can help companies manage businessexpansion opportunities.

Entry-level hiring also is picking up, as rms show renewedinterest in professionals in the early stages of their careers,hoping these employees will grow with the organization.When hiring for these roles, employers often seek candi-dates with previous work experience gained throughinternships or part-time jobs during college or university.

In-Demand Credentials and Skills

The chartered accountant (CA), certied general accoun-tant (CGA), certied management accountant (CMA) andchartered professional accountant (CPA) designationscontinue to inspire condence in employers and remainthe most frequently requested and versatile credentials.Accounting professionals who have experience with a BigFour accounting rm are in particularly high demand.

As the lines between technology and nance continueto blur, the certied information systems auditor (CISA)designation is increasingly popular. Other valuedcertications include the chartered nancial analyst(CFA), certied internal auditor (CIA), certied payrollmanager (CPM) and Association of Chartered CertiedAccountants (ACCA) Qualication.

Unemployment rates in

areas such as accounting

and auditing and nancial

analysis are frequentlywell below the national

average.

THE HiRiG EviROMET

Source: Robert Half survey of more than 270 CFOs in Canada

32%

46%

15% 2%

5%

Very importantDont know/no answer

Not at all important

Somewhat unimportant

Somewhat important

The CA, CGA, CMAand CPA designations

continue to inspire

condence in employers

and remain the mostfrequently requested

and versatile credentials.

A masters degree in business administration (MBA)remains valuable for senior nance and analyst roles.For entry-level accounting positions, a degree inaccounting is more important than ever. Prospectiveemployers also are taking a closer look at grade pointaverages and campus involvement when evaluatingearly-career professionals.

Candidates with technology skills remain in demand.Advanced knowledge of Microsoft Excel and Access isvalued by employers across the board. Companies alsoseek professionals who can assist with upgrades of themost widely used enterprise resource planning (ERP)systems. Experience with software packages such asMicrosoft Dynamics GP (formerly Great Plains) andQuickBooks is often requested by small and midsizerms. Other sought-after skills include nancial reportingand analysis, forecasting, and budgeting.

Organizations also look for accounting and nance profes-sionals with outstanding interpersonal skills. Employersneed staff skilled at communicating nancial informationto diverse audiences.

CFOs were asked, How important is it for entry-level accounting and nanceprofessionals to have gained work experience in the eld while in college oruniversity? Their responses:


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6 2013 Salary GuideRobert Half

THE HiRiG EviROMET

Positions in Demand

Financial analysts Demand for nancial analysts exceedsthe supply in some markets. Companies place a premiumon business-savvy analysts who can help identify trends innancial data and offer timely input for decision making.Candidates with strong communication skills and an MBAare highly sought.

Business systems analysts Employers of all sizes areworking with business systems analysts to support betterdecision making by enhancing their nancial systems. As

rms continue to upgrade their information technology (IT)infrastructures, demand is accelerating for professionalswho are familiar with company-specic ERP systems andpossess nance and technology expertise.

Accountants Companies seek accountants at the staff,senior and manager levels. Demand is especially strongfor those with at least three years of experience and anaccounting designation. Many rms that lost midlevel staffin recent years due to cutbacks or attrition are eager togroom new hires for future leadership roles.

Compliance ofcers With the regulatory environmentconstantly evolving, businesses need compliance ofcersto oversee activities and report directly to top management.A law degree is often required for executive positions,as are strong leadership and communication skills.

Auditors Demand is growing for auditors in public

accounting and industry. Companies have a need forauditing services related to compliance and lendingrequirements, as well as due diligence reviews.

IT auditors Individuals who understand the connec-tion between IT audit procedures and business processcontrols and risks are highly sought.


>

Spotlight on Healthcare

>

THE HiRiG EviROMET

The healthcare industry in Canada is experiencing change on many levels and its driving the need for skilled nancial talent throughout the sector.Publicly funded and private organizations require accounting and nanceprofessionals who can help them keep pace with change, from still-evolvingregulatory mandates to new technical requirements, and manage and supportgrowth objectives.

The signicant costs of providing healthcare to the public have led to enhancedaccountability across the healthcare spectrum. To meet service expectations,both clinical and nonclinical support teams need nancial professionals who canprovide guidance on compliance and the measurement of systems performance.

The further advancement of electronic medical records represents anotherwave of change, as patients eventually will be managing and curating theirhealthcare information online. Financial professionals with knowledge of healthinformatics and those who maintain and provide nancial data, such as busi-

ness systems analysts, are being hired to handle initiatives related to thecollection of electronic medical information.

Within the industry, there also is renewed focus on two specic segments:home care and mental healthcare. Organizations serving these sectors needadditional talent, such as nancial analysts, to help them manage growth andidentify new opportunities. Divisional controllers and staff accountants also areamong the nancial professionals needed to meet the growth and account-ability standards for home care and mental healthcare providers.

Cost accountants Demand is steady for skilled costaccountants who can help companies minimize costs bymerging accounting and analytical skills in a manufac-turing environment.

Controllers As they rebuild their nance-function infra-structures, growth-focused companies continue to hirefor this critical role.

Companies place a

premium on business-

savvy analysts who can

help them identify trendsin nancial data and

offer timely input for

decision making.


6/13


deepen the bench strength of their nancial teams in theyear ahead. Many seek to ll roles in operations, businessdevelopment and treasury. Funding administration, marketand credit risk, as well as mining and investment analysisare other areas where skilled talent is in demand. Hiringfor disciplines such as anti-money laundering, fraud andsubprime lending also is expected to increase.

Spurred by low interest rates, the retail and commer-cial lending environments have improved. This has ledto demand for relationship managers from commercial

and private banks. Operations professionals are neededto support renewed consumer loan activity, especiallymortgage lending and renancing. Roles related to loanorigination, underwriting and credit processing are amongthose being added at a steady pace.

Among nancial institutions, the competition for skilledaccounting and nance staff has intensied. Now thatthe nance function has assumed a more strategic andconsultative role, there is particularly high demand forprofessionals who can assist with budgeting, forecastingand business planning.

Salaries in the nancial sector are rebounding as well.Top candidates for in-demand specialties are receivingmultiple job offers and employers are recognizing theneed to be more exible in hiring negotiations. Manyare increasingly willing to sweeten their compensationpackages to land the most talented candidates, espe-

cially in markets where skilled nancial professionals arein short supply.

Expect demand to be highest for candidates who possessthe CA, CPA or CFA designation, as has been the casein years past. An MBA is also desirable, and, for somepositions, employers may seek candidates with a mastersdegree in mathematics or statistics. Professionals withcertications such as nancial risk manager (FRM), char-tered alternative investment analyst (CAIA) and certiedanti-money laundering specialist (CAMS) also are likelyto see more employment opportunities.

THE HiRiG EviROMETTHE HiRiG EviROMET

Public Accounting Overview

Increased demand from businesses for accounting, auditand tax services is fueling hiring in public accounting.Firms are looking to expand practice areas and pursuenew market segments.

Demand is especially strong for audit and tax profes-sionals. Specialty areas seeing more hiring activity includeIT audit, business valuation and forensic accounting. Firmsgenerally also seek candidates with three to ve years ofexperience, but recruiting of entry-level professionals is

not uncommon.

Although public accounting rms have a steady demandfor staff, they are competing with businesses that alsohave a renewed interest in adding professionals withsome of the same sought-after skills. To vie for talent,accounting rms are improving compensation, but theymay need to further enhance their efforts.

Retention deserves special attention as experiencedaccountants who feel overworked and undercompen-sated may begin to consider jobs outside of publicaccounting with higher pay and better work/life balance.In addition to offering competitive pay, public accountingrms are working to attract and retain top performersby promoting opportunities for career growth and ateam-oriented work environment.

Financial Services TrendsFinancial services hiring is showing gradual improvementas growth opportunities emerge. Investment managementrms and commercial and retail banks are adding staff.At many banks, the adoption of new trading platforms hasincreased the need for business analysts. Across nan-cial institutions, there is demand for risk and complianceprofessionals who can interpret tighter and constantlyevolving regulatory requirements and implementprocesses to ensure these mandates are met.

A wide range of organizations, including Schedule 1 banks,insurance companies, investment banks, wealth and assetmanagement rms, and mortgage companies, look to


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Accounting and Finance Salaries

CORPORATE ACCOUNTING

Title/Experience 2012 2013 % Change

Chief Financial Officera Company Sales in Millions

$250+ $ 170,000 - $ 269,000 $ 173,500 - $ 274,250 2.0%

$100 to $250 $ 136,000 - $ 190,250 $ 139,000 - $ 194,250 2.1%

$50 to $100 $ 120,750 - $ 164,750 $ 122,500 - $ 170,000 2.5%

(The above category assumes there is a corporate controller who reports to the CFO.)

Treasurera Company Sales in Millions

$250+ $ 159,000 - $ 254,500 $ 162,750 - $ 259,000 2.0%

$100 to $250 $ 120,000 - $ 177,750 $ 124,000 - $ 181,500 2.6%

$50 to $100 $ 98,000 - $ 138,000 $ 100,500 - $ 142,750 3.1%

Vice President of Financea Company Sales in Millions

$250+ $ 146,750 - $ 219,750 $ 150,000 - $ 223,500 1.9%

$100 to $250 $ 127,000 - $ 169,250 $ 129,000 - $ 171,750 1.5%

$50 to $100 $ 113,750 - $ 151,250 $ 115,500 - $ 154,250 1.8%

Up to $50 $ 104,250 - $ 136,000 $ 107,750 - $ 141,000 3.5%

Controllera Company Sales in Millions

$250+ $ 123,750 - $ 164,750 $ 124,000 - $ 167,000 0.9%

$100 to $250 $ 103,000 - $ 137,500 $ 105,250 - $ 141,000 2.4%

$50 to $100 $ 87,500 - $ 119,000 $ 89,500 - $ 123,500 3.1%

Up to $50 $ 75,750 - $ 105,500 $ 75,750 - $ 108,000 1.4%

Assistant Controllera Company Sales in Millions

$250+ $ 95,750 - $ 133,000 $ 97,500 - $ 135,750 2.0%

$100 to $250 $ 83,750 - $ 106,750 $ 85,750 - $ 108,750 2.1%

$50 to $100 $ 73,500 - $ 92,000 $ 75,250 - $ 95,250 3.0%

Up to $50 $ 62,750 - $ 78,250 $ 63,750 - $ 81,500 3.0%

Assistant Treasurera Company Sales in Millions

$250+ $ 94,500 - $ 134,000 $ 96,000 - $ 136,000 1.5%$100 to $250 $ 79,500 - $ 107,500 $ 81,250 - $ 110,250 2.4%

$50 to $100 $ 72,250 - $ 92,000 $ 73,250 - $ 93,750 1.7%

Up to $50 $ 65,000 - $ 85,750 $ 66,500 - $ 86,750 1.7%

Tax Managera Company Sales in Millions

$250+ $ 118,500 - $ 182,750 $ 121,750 - $ 186,750 2.4%

$150 to $250 $ 99,000 - $ 139,750 $ 99,500 - $ 145,000 2.4%



Accountant Large Companies b

Manager $ 76,750 - $ 100,500 $ 77,000 - $ 101,500 0.7%

Senior $ 59,750 - $ 77,500 $ 60,750 - $ 80,000 2.6%

1 to 3 Years $ 44,250 - $ 60,500 $ 44,500 - $ 61,000 0.7%

Up to 1 Year $ 37,500 - $ 45,750 $ 37,750 - $ 45,750 0.3%

Accountant Midsize/Small Companiesb

Manager $ 65,250 - $ 86,000 $ 66,750 - $ 87,500 2.0%

Senior $ 54,500 - $ 72,250 $ 57,250 - $ 73,500 3.2%

1 to 3 Years $ 40,250 - $ 53,000 $ 41,500 - $ 54,500 2.9%

Up to 1 Year $ 35,500 - $ 42,000 $ 35,750 - $ 43,000 1.6%

Analyst Large Companiesb

Manager $ 82,250 - $ 113,000 $ 83,000 - $ 114,000 0.9%

Senior $ 65,750 - $ 87,500 $ 67,000 - $ 87,750 1.0%

1 to 3 Years $ 47,500 - $ 64,500 $ 47,750 - $ 65,500 1.1%

Up to 1 Year $ 41,000 - $ 49,250 $ 41,500 - $ 49,500 0.8%

Analyst Midsize/Small Companies b

Manager $ 72,750 - $ 94,000 $ 73,750 - $ 95,250 1.3%

Senior $ 61,000 - $ 79,000 $ 62,750 - $ 80,250 2.1%

1 to 3 Years $ 44,250 - $ 58,000 $ 45,000 - $ 58,250 1.0%

Up to 1 Year $ 37,000 - $ 46,000 $ 37,750 - $ 46,250 1.2%

Internal Auditor Large Companies b

Manager $ 92,750 - $ 132,750 $ 95,750 - $ 134,500 2.1%

Senior $ 76,750 - $ 99,250 $ 78,250 - $ 102,500 2.7%

1 to 3 Years $ 63,500 - $ 81,000 $ 64,250 - $ 82,250 1.4%

Up to 1 Year $ 54,000 - $ 66,000 $ 54,500 - $ 66,000 0.4%

Internal Auditor Midsize/Small Companies b

Manager $ 82,500 - $ 118,750 $ 84,500 - $ 121,250 2.2%

Senior $ 71,250 - $ 90,250 $ 73,250 - $ 93,500 3.3%

1 to 3 Years $ 57,750 - $ 73,750 $ 59,500 - $ 75,000 2.3%

Up to 1 Year $ 47,250 - $ 59,750 $ 47,500 - $ 61,250 1.6%

ACCOUTiG A FiACE SALARiES

a. Bonuses and incentives reflect an increasingly large part of overall pay at this level and are not included in the salary rangeslisted above. Advanced degrees or professional certifications also are assumed at this level.

Unless otherwise noted (see footnote a), add 5-10 per cent for graduate degrees or professional certifications.

b. Large companies = $250+ million in salesMidsize/small companies = up to $250 million in sales



8/13


ACCOUTiG A FiACE SALARiESACCOUTiG A FiACE SALARiES

a. Bonuses and incentives reflect an increasinglylarge part of overall pay at this level and are notincluded in the salary ranges listed above.

Advanced degrees or professional certificationsalso are assumed at this level.

c. Large firms = $250+ million in salesMidsize/small firms = up to $250 million in sales

d. Salary does not reflect overtime or bonuses, whichare significant portions of compensation for these

positions.




IT Auditor Large CompaniesbManager $ 91,750 - $ 131,750 $ 93,750 - $ 137,750 3.6%

Senior $ 76,500 - $ 102,250 $ 78,500 - $ 107,000 3.8%

1 to 3 Years $ 65,000 - $ 84,000 $ 66,250 - $ 87,000 2.9%

Up to 1 Year $ 55,250 - $ 67,000 $ 56,000 - $ 67,500 1.0%

IT Auditor Midsize/Small Companies bManager $ 81,500 - $ 120,000 $ 83,500 - $ 122,750 2.4%

Senior $ 69,000 - $ 89,000 $ 72,500 - $ 93,000 4.7%

1 to 3 Years $ 57,000 - $ 73,250 $ 58,500 - $ 75,250 2.7%

Up to 1 Year $ 49,250 - $ 61,000 $ 50,000 - $ 61,750 1.4%

Credit and Collections Large Companies bManager $ 68,750 - $ 98,500 $ 70,250 - $ 98,750 1.0%

Senior $ 49,750 - $ 66,250 $ 51,250 - $ 67,750 2.6%

1 to 3 Years $ 37,000 - $ 47,250 $ 38,000 - $ 48,000 2.1%

Up to 1 Year $ 33,500 - $ 40,000 $ 33,750 - $ 40,500 1.0%

Credit and Collections Midsize/Small CompaniesbManager $ 56,250 - $ 73,750 $ 57,750 - $ 76,000 2.9%

Senior $ 45,250 - $ 57,000 $ 47,250 - $ 58,250 3.2%

1 to 3 Years $ 36,250 - $ 44,500 $ 36,750 - $ 45,500 1.9%

Up to 1 Year $ 32,000 - $ 38,000 $ 33,000 - $ 39,000 2.9%

Bookkeeper/General Accounting

Accounts Payable/Accounts Receivable Supervisor

$ 49,500 - $ 66,250 $ 51,750 - $ 67,500 3.0%

Full Charge Bookkeeper $ 44,500 - $ 61,000 $ 45,750 - $ 61,500 1.7%

Bookkeeper/Assistant $ 39,000 - $ 50,250 $ 39,500 - $ 50,750 1.1%

Accounting Clerk $ 32,250 - $ 42,750 $ 33,250 - $ 43,250 2.0%

PayrollManager $ 67,500 - $ 93,000 $ 68,000 - $ 96,250 2.3%

Supervisor $ 55,750 - $ 68,500 $ 57,500 - $ 70,250 2.8%

Coordinator $ 43,000 - $ 55,750 $ 43,500 - $ 56,250 1.0%

Administrator $ 37,500 - $ 47,000 $ 38,000 - $ 47,500 1.2%

PUBIC ACCOUNTING


Public Accountant Large Firms c,d

Managera $ 89,000 - $ 129,500 $ 90,000 - $ 131,500 1.4%

Supervisora $ 75,750 - $ 94,500 $ 77,250 - $ 96,750 2.2%

Senior $ 64,500 - $ 80,750 $ 66,000 - $ 82,750 2.4%

1 to 3 Years $ 52,000 - $ 66,750 $ 52,500 - $ 67,250 0.8%

Up to 1 Year $ 42,250 - $ 51,000 $ 42,250 - $ 51,750 0.8%

Public Accountant Midsize/Small Firms c,dManagera $ 79,500 - $ 113,500 $ 80,750 - $ 115,500 1.7%

Supervisora $ 67,500 - $ 86,750 $ 70,250 - $ 89,000 3.2%

Senior $ 56,750 - $ 73,500 $ 58,250 - $ 74,750 2.1%

1 to 3 Years $ 43,750 - $ 56,750 $ 45,250 - $ 58,500 3.2%

Up to 1 Year $ 37,750 - $ 48,500 $ 38,250 - $ 49,000 1.2%

Public Tax Accountant Large Firms c,dInternationala $ 128,750 - $ 195,500 $ 131,750 - $ 200,250 2.4%

Managera $ 92,750 - $ 146,750 $ 95,000 - $ 153,000 3.5%

Senior $ 74,000 - $ 94,750 $ 76,750 - $ 98,000 3.6%

1 to 3 Years $ 60,000 - $ 75,500 $ 61,250 - $ 77,250 2.2%

Public Tax Accountant Midsize/Small Firms c,dManagera $ 88,000 - $ 129,500 $ 90,000 - $ 133,500 2.8%

Seniora $ 69,250 - $ 87,250 $ 72,250 - $ 90,000 3.7%

1 to 3 Years $ 53,500 - $ 70,500 $ 54,500 - $ 71,500 1.6%

b. Large companies = $250+ million in salesMidsize/small companies = up to $250 million in sales



9/13


ACCOUTiG A FiACE SALARiESACCOUTiG A FiACE SALARiES

Unless otherwise noted, add 5-10 per cent for graduate degrees or professional certifications.Unless otherwise noted, add 5-10 per cent for graduate degrees or professional certifications.

FINANCIA SERVICES


Risk and Compliance

Chie f R isk Ofcer $ 155,000 - $ 185,000 $ 158,000 - $ 190,000 2 .4%

Market Risk Manager $ 75,000 - $ 110,000 $ 76,500 - $ 115,000 3.5%

Market Risk Analyst $ 62,000 - $ 75,000 $ 63,250 - $ 77,750 2.9%

Operational Risk Manager $ 73,000 - $ 105,000 $ 74,500 - $ 110,000 3.7%

Operational Risk Analyst $ 60,000 - $ 75,000 $ 62,000 - $ 76,500 2.6%

Credit Risk Manager $ 75,500 - $ 110,000 $ 77,000 - $ 115,000 3.5%

Credit Risk Analyst $ 60,000 - $ 75,000 $ 62,000 - $ 77,000 3.0%

Chie f Compl iance Ofcer $ 130,000 - $ 165,000 $ 135,000 - $ 168,000 2 .7%Compliance Manager $ 95,250 - $ 130,250 $ 97,000 - $ 134,000 2.4%

Compliance Analyst/Ofcer $ 65,000 - $ 94,000 $ 66,750 - $ 97,000 3.0%

Chief Anti-Money aundering Ofcer $ 130,000 - $ 170,000 $ 133,500 - $ 175,500 3.0%

Fraud Investigator $ 55,000 - $ 90,000 $ 57,000 - $ 92,500 3.1%

Auditor $ 70,000 - $ 100,000 $ 71,500 - $ 102,000 2.1%

Banking and Financial Markets

Managing Director/Partner - Sel l Side $ 198,000 - $ 250,000 $ 202,000 - $ 258,500 2.8%

Vice President - Sell Side $ 160,000 - $ 210,000 $ 163,250 - $ 215,000 2 .2%

Associate - Sell Side $ 85,000 - $ 120,000 $ 86,750 - $ 122,500 2.1%

Analyst - Sell Side $ 75,000 - $ 90,000 $ 76,500 - $ 91,750 2.0%

Managing Director/Partner - Buy Side $ 190,000 - $ 245,000 $ 195000- $ 250,000 2.3%

Vice President - Buy S ide $ 150,000 - $ 205,000 $ 153,250 - $ 210,000 2 .3%

Associate - Buy Side $ 80,000 - $ 100,000 $ 81,500 - $ 102,000 1.9%

Analyst - Buy Side $ 65,000 - $ 85,000 $ 66,250 - $ 86,750 2.0%

Fund Manager $ 89,000 - $ 116,500 $ 90,750 - $ 120,000 2.6%

Portfolio Manager $ 89,000 - $ 116,500 $ 90,750 - $ 120,000 2.6%

Private Banker $ 54,000 - $ 89,250 $ 55,000 - $ 90,000 1.2%

Business Deve lopment Ofcer $ 80,000 - $ 128,000 $ 82,500 - $ 131,000 2 .6%

Consumer/Residential ending Ofcer $ 60,000 - $ 90,000 $ 62,500 - $ 92,000 3.0%Commercial ending Ofcer $ 65,000 - $ 95,500 $ 67,500 - $ 98,250 3.3%

Product Deve lopment Special is t $ 85,000 - $ 120,000 $ 87,000 - $ 125,000 3 .4%

Quantitative Analyst $ 72,500 - $ 103,250 $ 75,500 - $ 105,000 2.7%

Credit Analyst $ 60,000 - $ 75,000 $ 62,000 - $ 77,000 3.0%

Investor Relat ions Pro fess ional $ 75,000 - $ 100,000 $ 77,000 - $ 102,000 2 .3%

Wholesaler $ 80,750 - $ 125,000 $ 82,250 - $ 127,500 1.9%

Insurance Underwriter $ 42,250 - $ 62,500 $ 43,250 - $ 64,750 3.1%

FINANCIA SERVICES


Finance and Accounting

Contro ll er - Sel l S ide $ 175 ,000 - $ 200 ,000 $ 178 ,500 - $ 204,000 2.0%

Contro ll er - Buy S ide $ 150 ,000 - $ 180,000 $ 152 ,750 - $ 183,500 1.9%

Investment Accountant $ 53,000 - $ 80,500 $ 53,750 - $ 81,000 0.9%

Financial Analyst $ 62,000 - $ 90,750 $ 63,250 - $ 92,000 1.6%

Regulatory Reporting Specialist $ 80,000 - $ 90,000 $ 82,000 - $ 91,750 2.2%

Product Control Manager $ 65,000 - $ 95,000 $ 66,750 - $ 97,000 2.3%

Prot and oss Analyst $ 48,000 - $ 84,000 $ 49,250 - $ 85,000 1.7%

Hedge Fund Accountant $ 46,500 - $ 103,250 $ 48,000 - $ 104,000 1.5%Mutual Fund Accountant $ 37,000 - $ 61,250 $ 38,000 - $ 61,500 1.3%

Operations

Hedge Fund Opera tions Manager $ 75 ,000 - $ 100 ,000 $ 76 ,500 - $ 101,250 1.6%

Hedge Fund Administrator $ 42,000 - $ 47,000 $ 43,000 - $ 47,500 1.7%

Mutual Fund Operations Manager $ 72,000 - $ 97,500 $ 73,500 - $ 98,250 1.3%

Mutual Fund Administrator $ 42,000 - $ 47,000 $ 42,500 - $ 48,000 1.7%

Portfolio Administrator $ 43,250 - $ 62,250 $ 44,000 - $ 63,500 1.9%

Trade Settlement/Reconciliation Specialist

$ 36,250 - $ 52,500 $ 37,000 - $ 53,000 1.4%

Corporate Actions Specialist $ 42,000 - $ 65,000 $ 42,750 - $ 65,500 1.2%

Treasury/iquidity Operations Specialist $ 65,750 - $ 82,000 $ 67,000 - $ 84,000 2.2%

Treasury Manager $ 80,000 - $ 118,000 $ 82,000 - $ 120,000 2.0%

Pricing/Valuation Analyst $ 50,000 - $ 80,000 $ 50,500 - $ 81,500 1.5%

Investor Services Representative $ 55,250 - $ 70,000 $ 56,000 - $ 72,000 2.2%

Client Services Manager $ 73,000 - $ 95,000 $ 74,250 - $ 97,000 1.9%

Client Services Representative $ 39,000 - $ 45,000 $ 39,500 - $ 45,750 1.5%

Mortgage Underwriter $ 44,500 - $ 63,750 $ 45,500 - $ 65,000 2.1%

Mortgage Administrator $ 37,000 - $ 50,000 $ 38,000 - $ 50,750 2.0%

oan Underwriter $ 44,500 - $ 63,750 $ 45,500 - $ 65,000 2.1%oan Administrator $ 37,750 - $ 58,750 $ 39,500 - $ 59,250 2.3%


10/13


Customizing Salaries forLocal Markets

AlbertaCalgary . . . . . . . . . . . . . . . . . . . . 104.1Edmonton . . . . . . . . . . . . . . . . . 102.1

British ColumbiaFraser Valley . . . . . . . . . . . . . . . 98.1Vancouver . . . . . . . . . . . . . . . .103.5Victoria. . . . . . . . . . . . . . . . . . . . . 95.2

ManitobaWinnipeg . . . . . . . . . . . . . . . . . 90.5

OntarioKitchener-Waterloo . . . . . . . 95.5Ottawa . . . . . . . . . . . . . . . . . . . .100.2Toronto . . . . . . . . . . . . . . . . . . .104.9

QubecMontral . . . . . . . . . . . . . . . . . .102.9Qubec City . . . . . . . . . . . . . . 89.2

SaskatchewanRegina . . . . . . . . . . . . . . . . . . . .93.9Saskatoon . . . . . . . . . . . . . . . . . 95.6

The national salary ranges can be customized for selectcities in Canada using the local variances listed below.This information is intended to serve as a guide for deter-mining average starting salaries. A number of factors,including company size, employee benets, candidate skillsets and market trends, may affect actual compensation.

The information is supported by the expertise of our localstafng and recruiting managers, independent research,

and our companys ongoing surveys of CFOs and otherbusiness leaders. The average salary index for all Canadianmarkets is 100.

Follow the steps below to calculate the approximate salaryrange for a specic position in your area:

Example: Senior analyst at a midsize/smallcompany in Toronto

1. ocate the position and national salary range on Page 11for a senior analyst at a midsize/small company.

(The salary range is $62,750 to $80,250.)

2. ocate the index number for Toronto.

(The index number for Toronto is 104.9.)

3. Move the decimal point in the index number two placesto the left (1.049).

4. Multiply the low end of the national salary range ($62,750)

by the index number as a percentage (from step 3).$62,750 x 1.049 = $65,825

5. Repeat step 4 using the high end of the salary range($80,250).

$80,250 x 1.049 = $84,182

6. The approximate starting salary range for a senioranalyst at a midsize/small company in Toronto is$65,825 to $84,182.


The Advantages of aFlexible Staffing Approach

Theres a change taking place in the way businesses stafftheir operations. Firms are increasingly attracted to theexibility they gain by employing a combination of full-time,temporary and project professionals.

This approach gives rms greater control over their humanresources budgets and access to skilled talent whenand for as long as they need it. As companies continuallyrebalance their workforces in good and difcult times,

many are discovering that a year-round mix of core full-time employees and interim workers is the best way tostay nimble and react to business needs.

Here are ve advantages you gain by using temporary andproject workers as part of your workforce mix. You can:

1. Adjust stafng levels to the ebb and ow of businessdemands, helping you keep costs under control

2. Ease the burden on employees who may already bespread too thin

3. Handle special projects outside the expertise ofcurrent staff more professionals are drawn to interimwork because of the exibility and opportunities itprovides, giving you access to a deeper talent pool

4. Ease the concerns of full-time workers, who may besubject to nerve-racking cycles of hiring and layoffs

5. Assess prospective full-time employees rsthand


11/13


Robert Half:Your Staffing Expert

Our network is enhancedby strong business rela-tionships with premierprofessional associations,including:

Association of CharteredCertied Accountants

Canadian Institute ofChartered Accountants

The Canadian PayrollAssociation

Certied GeneralAccountants Associationof Canada

Certied ManagementAccountants of Canada

Chartered Institute ofManagement Accountants

Credit Institute of Canada

Financial ExecutivesInternational Canada

Ordre des CPAdu Qubec

The Institute of InternalAuditors

Office Locations

Call 1.800.803.8367 or visit roberthalf.ca/locations to contact the ofce nearest you.

CANADA

ABERTACalgary DowntownCalgary SuburbanEdmonton

BRITISH COMBIABurnaby/Richmond

Fraser ValleyVancouver

MANITOBAWinnipeg

ONTARIOBramptonBurlingtonKitchener-WaterlooMarkhamMississaugaNorth YorkOttawaTorontoVaughan

QBECavalMontralQubec CityWest Island

NITED STATES

AABAMABirmingham

ARIZONAChandlerPhoenixPhoenix WestTucson

ARKANSASFayettevilleittle Rock

CAIFORNIABakersfieldBurbankCarlsbadCerritosCity of IndustryFairfieldFremontFresno

Irvinea Jollaaguna Niguelong Beachos Angelesos Angeles AXModestoMontereyNovato

OaklandOntarioOrangeOxnardPalm SpringsPalo AltoPasadenaPleasantonRancho BernardoRancho CordovaRiversideSacramentoSan DiegoSan FranciscoSan JoseSan MateoSanta BarbaraSanta ClaraSanta RosaStocktonTorranceVisaliaWalnut CreekWestlake VillageWestwoodWoodland Hills

COORADOBoulderColorado SpringsDenverEnglewoodFort Collinsakewood

CONNECTICTDanburyHartfordNew HavenSheltonStamford

DEAWAREWilmington

DISTRICT OF COMBIAWashington

FORIDABoca RatonBrandonCoral GablesFort auderdaleFort MyersHeathrowJacksonvilleMelbourne

Miami DowntownNaplesOrlandoSt. PetersburgTampaWest Palm Beach

GEORGIAAlpharettaAtlanta BuckheadAtlanta GalleriaAtlanta SouthGwinnettMaconSavannah

HAWAIIHonolulu

IDAHOBoise

IINOISChicagoFairview HeightsGurneeHoffman EstatesNaperville

NorthbrookOakbrook TerraceRosemontTinley Park

INDIANAFishersFort WayneIndianapolis DowntownIndianapolis WestMerrillville

IOWACedar RapidsDavenportDes MoinesWest Des Moines

KANSASOverland Park

KENTCKYexingtonouisville

OISIANABaton RougeNew Orleans

MAINE

PortlandMARYANDBaltimoreBethesdaColumbiaGreenbeltHunt Valley

MASSACHSETTSBostonBraintreeBurlingtonCambridgeDanversFraminghamSpringfieldWestborough

MICHIGANAnn ArborDearbornGrand RapidsKalamazooansingSouthfieldTroy

MINNESOTABloomingtonBurnsvilleMinneapolisMinnetonkaSt. CloudSt. Paul

MISSORICreve CoeurKansas CitySt. ouis

NEBRASKAOmaha

NEVADAas VegasReno

Robert Half is the worlds leading specialized stafngrm. Through our Accountemps, Robert Half Finance &Accounting and Robert Half Management Resourcesdivisions, we place highly skilled accounting and nanceprofessionals on a temporary, full-time and senior-levelproject basis, respectively. Our Robert Half FinancialServices division is the premier provider of stafngsolutions to nancial institutions in top markets aroundthe world. We also offer a full spectrum of consultingservices through our in-house access to the provenmethodologies of Protiviti, a global consulting rm thathelps companies solve problems in nance, technology,operations, governance, risk and internal audit.

The many benets we offer your business include:

The right match We can help you locate even themost hard-to-nd professionals. Our network includeshundreds of thousands of talented professionals whoare pre-evaluated and available to work.

Quick results Our stafng experts, who commonlypossess accounting and nance experience, under-stand your unique business needs and use the latesttechnologies to make faster matches.

A range of candidates We offer a selection ofprofessionals at various experience levels to meet yourbudget, skills and experience requirements.

Exceptional service The hiring process is morecomplex than ever. We handle the most challengingaspects for you and can guide you every step of theway. Communication is our specialty.

Choices We provide a number of options to meetdifferent needs, whether its a full-time hire, temporaryprofessionals to assist with peak workloads or a team ofexperienced consultants to help manage a special initia-tive from start to nish.

Reliability Nine out of 10 of our clients and candi-dates would recommend our service to a colleague.

Contact Robert Half at roberthalf.ca or 1.800.803.8367 tolearn more about how we can assist you.


12/13


OFFiCE LOCATiOS

ASTRAIABrisbaneMelbourneMount WaverleyNorth Shore

ParramattaPerthSydney

ASTRIAVienna

BEGIMAntwerpBrusselsCharleroiGhentGroot-BijgaardenHasseltHerentalsigeRoeselareWavreZaventem

BRAZIBelo HorizonteCampinasRio de JaneiroSo Paulo

CHIESantiago

CHINAHong Kong (SAR)

Shanghai

CZECH REPBICPrague

FRANCEAix-en-ProvenceilleyonMassyNantesParisParis a DfenseSaint DenisVersailles

GERMANYBerlinCologneDsseldorfEssenFrankfurtFreiburgHamburgMannheim

MunichStuttgartWiesbaden

ITAY

GenoaMilanRomeTurin

JAPANOsakaTokyo

XEMBORGuxembourg

THE NETHERANDSAmsterdamEindhovenRotterdamUtrecht

NEW ZEAANDAuckland

SINGAPORESingapore

SWITZERANDZurich

NITED ARAB EMIRATESAbu DhabiDubai

NITED KINGDOM

BirminghamBristolCambridgeCardiffEdinburghGuildfordeedseicesteriverpoolondon Cityondon Westondon West EndManchesterMilton KeynesNottinghamReadingSouth CoastSwindonWatfordWindsor

INTERNATIONA OFFICES

NEW HAMPSHIREManchesterNashuaPortsmouth

NEW JERSEYBridgewaterJersey CityMount aurelParamusParsippanyPrincetonRed BankRutherfordWoodbridge

NEW MEXICO

Albuquerqueas Cruces

NEW YORKAlbanyBrooklynBuffaloHauppaugeNew York MidtownNew York Wall StreetQueensRochesterSyracuseUnion SquareUniondaleWhite Plains

NORTH CAROINAChapel HillCharlotteCharlotte SouthGreensboroRaleigh

OHIOAkronBeachwoodBlue AshCantonCincinnatiClevelandColumbusDaytonDublin

EastonNorth OlmstedToledoWest ChesterYoungstown

OKAHOMAOklahoma CityTulsa

OREGONBeavertonEugenePortland

PENNSYVANIAHarrisburgHermitage

King of Prussiaehigh ValleyMoonPhiladelphiaPittsburghReadingTrevoseWexford

RHODE ISANDProvidence

SOTH CAROINACharlestonColumbiaGreenvilleSpartanburg

TENNESSEEChattanoogaKnoxvilleMemphis DowntownMemphis EastNashville Cool SpringsNashville Downtown

TEXASArlingtonAustinDallas DowntownDallas GalleriaEl PasoFort WorthHouston Clear akeHouston Downtown

Houston GalleriaHouston NorthwestHouston WestchaseHouston The WoodlandsIrvingMidland/OdessaPlanoSan Antonio Alamo

HeightsSan Antonio Colonnade

TAHDraperSalt ake City

VIRGINIAAlexandria

DullesNorfolkRichmond DowntownRichmond WestTysons Corner

WASHINGTONBellevueFederal WayynnwoodSeattleSpokane

WISCONSINAppletonMadisonMilwaukeeWaukesha


Cd Ed OCE

Robert Half Canada Inc.181 Bay Street, Suite 820, P.O. Box 824, Toronto, ON M5J 2T3

416.365.9140 rhi.com


13/13

accountemps.com1.800.803.8367

roberthalfmr.com1.888.400.7474

roberthalf.com1.800.474.4253

181 Bay Street, Suite 820P.O. Box 824Toronto, ON M5J 2T3

Documents

2013 Salary Guide En