ACAMS 2013 Compensation Guide for AML/CFT/FCP ... - … · ACAMS 2013 Compensation Guide for AML/CFT/FCP Professionals ... may exist in the sample due to special ... 8 2013 Compensation

MAY 2013

ACAMS2013 Compensation Guidefor AML/CFT/FCP Professionals

acams.org

Table of ConTenTs

2 2013 Compensation Guide for aml/Cft/fCp professionals

Introduction About This Report Survey Methodology ............................................................................................................................3 Using This Report .................................................................................................................................3 Understanding the Data How the Tables are Organized .............................................................................................................4 Interpreting the Numbers .....................................................................................................................4 Definitions .............................................................................................................................................5

Detailed Results RespondentPersonalProfile Age-Range and Gender ........................................................................................................................6 Highest Level of Education Completed ...............................................................................................6

RespondentProfessionalProfile Years of Experience ..............................................................................................................................7 Total Number of Employees in your Organization ...............................................................................7 CAMS vs. Non-CAMS ...........................................................................................................................8

RespondentCompensationProfile Total Compensation ..............................................................................................................................8 Base Salary Growth ...............................................................................................................................8 CAMS vs. Non-CAMS Compensation ..................................................................................................9 Compensation Ranges by Age and Gender .......................................................................................10 Compensation Ranges by Highest Level of Education Completed ...................................................10 Compensation Ranges by Job Level ..................................................................................................11 Compensation Ranges by Organization Size .....................................................................................12 Compensation Ranges by Primary Area of Focus ..............................................................................13 Compensation Ranges by Years of AML/CFT/FCP Experience ..........................................................13

RespondentGeographicProfile Compensation by Regions ..................................................................................................................14 U.S. Regional Compensation Comparison .........................................................................................15

RespondentBenefitsProfile BenefitsInformation ...........................................................................................................................16 Retirement Plans .................................................................................................................................17

Appendix About ACAMS .......................................................................................................................................18 About Industry Insights ..........................................................................................................................18 Disclaimer ...............................................................................................................................................18

Copyright © 2013. All rights reserved. No part of this report may be reproduced in whole or part without written permission from the AssociationofCertifiedAnti-MoneyLaunderingSpecialists(ACAMS).

IntroductIon

About This Report

TheAssociationofCertifiedAnti-MoneyLaunderingSpecialists(ACAMS)ispleasedtopresentthe2013 Compensation Guide for AML/CFT/FCP Professionals. The information contained in this report represents themostcomplete,accurate,andup-to-datecompensationdataforfinancialcrimedetectionandpreventionprofessionals.Thereportisbrokendownbypersonal,professional,compensation,geographicandbenefitsprofilesandisdesignedtoallowindividualstoeasilycomparetheircompensationlevelsandbenefitswiththeirpeers.

S U R v E Y M E T H O D O L O G YTofieldthisstudy,ACAMSretainedtheservicesofIndustryInsights,Inc.,anindependentresearchfirmheadquartered in Dublin, Ohio, USA, that specializes in association research. An email containing a link to the online questionnaire was sent to approximately 60,000 ACAMS members and non-members in late January, 2013, to launch the 2013 ACAMS Compensation Survey. A total of 5,472 completed and useable responses were received by the end of February in time for processing, representing a 9.1% response rate. Responses received after the deadline and questionnaires with incomplete information were not included. Based on 5,472 presumably random responses and 60,000 for the total population, this study has a +/- 1.3% margin of error (MOE)ata95%levelofconfidence.(Inotherwords,wecanbe95%certainthatforaquestionwith5,472responses,thesurvey’sfigurewouldbewithin+/-1.3%percentagepointsoftheactualuniverse’sresponse.)A margin of error of +/- 5% is typically accepted as the “standard” in association research, so this study’s +/- 1.3%figureindicatesastrongerthantypicallevelofstatisticalintegrity.

Uponreceipt,allquestionnaireswereassignedaconfidentialidentificationnumberandwereprocessedanonymously. All data were checked both manually and by a specially designed computer editing procedure.

U S I N G T H I S R E P O R TAs an individual compares his or her compensation information to that of others in the financial crime detection and prevention profession, it is important to remember that the statistics published in this report should be regarded as guidelines rather than absolute standards. Because organizations will differ depending upon their location, size and other factors, any two organizations may offer their employees a reasonably attractive compensation package and yet be very different. For example, duration of employment and nature ofpriorexperiencewillobviouslyinfluencethecompensationofferingforaparticularindividual.Thus,adeviation between anyone’s compensation and a number appearing on a table in this report is not necessarily good or bad; it is merely an indication that additional scrutiny may be warranted.

If you have any questions or comments about this report, please contact Greg Manns of Industry Insights at [email protected] or 614-389-2100 x108.

Weareproudtopresenttheenclosedinsightsintothecompensationandbenefitspoliciesforthefinancialcrimedetectionandpreventionindustryandhopeyouwillfindthistobeausefulguide.Thankyoutoallofthe individuals who submitted data for this year’s study.

2013 Compensation Guide for aml/Cft/fCp professionals 3

IntroductIon

“ “

Understanding the DataIn order to use the information in this report to its maximum advantage, it is important to understand how the data is arranged and how to interpret the results.

H O w T H E TA B L E S A R E O R G A N I z E DThisguideisbasedonresearchconductedbyprofessionalresearchfirmIndustryInsights,Inc.fortheAssociationofCertifiedAnti-MoneyLaunderingSpecialists(ACAMS).Thecompensationdatahasbeenaggregated in the following categories to easily facilitate benchmarking of an individual’s compensation levels. These aggregations include:

• All Respondents • CAMS vs. Non-CAMS• Age and Gender• Highest Level of Education Completed • Job Level• Size of Organization• Primary Area of Focus • Years of AML/CFT/FCP Experience• Geographic Region

Inadditiontocompensationdata,thesurveycollectedinformationonbenefitsincluding:insurance;professionaldevelopment/personalbenefits;andretirementplans.

AsavaluablebenefitofACAMSmembership,memberswillhaveaccesstoanonlinesalarycalculatortooltoallowuserstoruncustomizedreportingbasedontheirownfilteringcriteria.FormoreinformationonjoiningACAMS to access this valuable resource, go to www.acams.org

I N T E R P R E T I N G T H E N U M B E R SMost of the results included in this study are reported on the basis of medians rather than arithmetical averages or means. Unlike the mean, the median is not distorted by a few unusually high or low values that may exist in the sample due to special circumstances. The “median” value represents the mid-point of the dataforaparticularmeasure,withone-halfoftherespondentsreportingfiguresaboveitandone-halfbelow.Each median was computed independently based on the agencies that reported for that item. As a result, mathematical relationships do not always exist when different ratios are used together in the calculation.

I was looking for new challenges in an important role with an opportunity to gain experience in a specialized field that is growing.

It was the attacks of 9-11. I wanted to do my part to fight terrorist financing and money laundering.

— SURVEY RESPONDENT— SURVEY RESPONDENT

WhatmadeyouinterestedinthefieldofAML/CFT/FCP?


IntroductIon

Smallest Number Typical Largest NumberReported (Median) Reported

Lower 25% of Reported Figures

Middle 50% of Reported Figures (or Middle Range)

Upper 25% of Reported Figures

25th 75th Percentile Percentile Figure Figure

Figuresreportedwerenotusedunlesstheywereinaccordancewiththesurveyinstructionsanddefinitions.In cases where the number of respondents was considered inadequate for the computation of a meaningful figure,“ISD”appearsinthetables.AllcompensationfiguresarereportedinU.S.dollars($).

D E F I N I T I O N S

Total Annual Compensation Thetotalannualcompensationincludesannualbasepay(salaryorhourlyconvertedathourlyrateX2,080hours),bonuses,profitsharing,tips,commissions, overtime pay and other forms of cash or real monetary earnings.Itdoesnotincludeequity(stock)compensation,cashvalueofretirementbenefits,orthevalueofothernon-cashbenefits(e.g.healthcare).

Number of Responses The number of responses in a particular grouping.

Average Thesimpleaverageofallresponsesforaparticularitem(e.g.,itistheresultofsummingthevaluesanddividingbythetotalnumberofresponses).

Median (or 50th percentile) The center value of the total distribution of the data that was reported (e.g.,itisthevalueatwhich50%oftheresponsesareaboveand50%arebelow).Thismeasureislesslikelythananaveragetobedistortedbyafewoutlying responses.

25th Percentile Theobservationpointbelowwhich25%oftheresponseslie(e.g.,25%oftherespondentsearnlessthanthisamountand75%earnmore).

75th Percentile Theobservationpointbelowwhich75%oftheresponseslie(e.g.,75%oftherespondentsearnlessthanthisamountand25%earnmore).


RespondentPersonalProfileA G E R A N G E A N D G E N D E RThe largest group of survey participants is between the ages of 36 and 50, accounting for about 44 percent. There was a fairly even distribution between male and female respondents. Additionally, the typical male and female respondents were very similar in terms of age and AML/CFT experience.

Female MaleMedian Age 40 39

Median Years of AML/CFT/FCP Experience 6 6

H I G H E S T L E v E L O F E D U C AT I O N C O M P L E T E DThemajorityofparticipantshaveatleastafour-yearuniversityorcollegedegree(80.4).About37percentalsohave a graduate or post-graduate degree. The responses indicate that very few AML/CFT professionals enter the fieldwithlessthanafour-yeardegreeorsomeformofposthigh-school,technicalortradeschooleducation.


RespondentProfessionalProfileY E A R S O F E x P E R I E N C EThemajorityofrespondentshaveover10yearsofprofessionalexperience.Nearly40%oftheparticipantshave between 5-9 years of AML/CFT/FCP experience.

Median Years of AML/CFT/FCP Experience: 6 yearsMedian Years of Overall Experience: 14 years

T O TA L N U M B E R O F E M P L O Y E E S I N Y O U R O R G A N I z AT I O NNearlyhalfoftherespondentsworkatlargefirmsthathaveover10,000employeesworldwide.


CAMS vs. Non-CAMSAbout40percentoftherespondentsindicatedthattheyhavetheCAMScertification.Asdetailedinthenextsection,theCAMScertifiedrespondentshadahighermediancompensationthantheirnon-CAMScounterparts.

RespondentCompensationProfileT O TA L C O M P E N S AT I O NHalfoftherespondents’totalcashcompensationfellbetween$49,700(25thpercentile)and$113,000(75thpercentile).

25th Typical 75th

Percentile (Median) Percentile

$49,700 $75,500 $113,000

25% of the respondents earn less than this amount

50% of the respondents earn more thanthisfigureand50%earnless

25% of the respondents earn more than this amount

B A S E S A L A R Y G R O w T HRespondents reported a median 5.9% growth in base salary for 2012 vs. 2011. This compares very favorably to the base compensation increases reported by most secondary research sources for most countries world-wide. Therearepocketsofhighergrowth(e.g.,Brazil,China,andIndia),butmostdevelopedcountriesexperienced3.0% or less annual salary growth.

Sources: *ACAMS 2013 Compensation Survey worldatwork 2012-2013 Salary Budget Survey


C A M S v S . N O N - C A M S C O M P E N S AT I O NThesurveyresultsindicatethatthereisasignificantearningadvantageforCAMSovernon-CAMS.ThemediantotalcompensationforrespondentswiththeCAMScertificationis$88,033,comparedto$66,861foranon-CAMS respondent. This represents a CAMS premium of nearly 32 percent, which is nearly triple the premium reported in the 2008 ACAMS Compensation Guide. The non-CAMS respondents certainly see the value of attainingtheCAMScertificationaswell.Over50%ofthenon-CAMSrespondentsindicatedthataCAMScertificationwouldincreasetheircurrenttotalcompensationpackage.

All Respondents

CAMS Non-CAMS CAMSPremium (based on median)

25th percentile Median

75th percentile


75th percentile

Total Annual Compensation $62,219 $88,033 $125,937 $42,008 $66,861 $100,928 32%

RespondentswiththeCAMScertificationalsoexperiencedhighercompensationlevelsbasedontheirlongevityofhavingheldtheCAMScertification.

Number of Years CAMS Certified

Base Salary Total Compensation


75th percentile


75th percentile

Less Than 1 Year $49,275 $68,014 $96,010 $52,750 $73,500 $109,267

1-2 Years $54,378 $75,000 $100,000 $58,413 $80,531 $112,850

3-4 Years $62,000 $80,500 $105,000 $67,175 $89,245 $120,000

5-9 Years $75,000 $100,478 $135,263 $80,000 $114,062 $155,550

10-19 Years $90,000 $120,000 $185,400 $120,000 $136,000 $225,400


C O M P E N S AT I O N R A N G E S B Y A G E A N D G E N D E RAs one might expect, an age range increase corresponds with a compensation range increase. This is often due to increased opportunities in the workplace as a result of additional experience.

The difference in compensation levels based on gender is evident among AML/CFT/FCP professionals. The median total compensation for females in this study is nearly 12 percent lower than males. Although this still clearlyindicatesagendergapinearnings,thisisbetterthanthe19%figurereportedbytheU.S.BureauofLabor Statistics across all industries. Additionally, according to Eurostat, women’s gross hourly earnings were onaverage16%belowthoseofmenin2011intheEuropeanUnion(EU-27)aswellasintheeuroarea(EA-17).

Compensation Rates

Base Salary Total Compensation Median Growth in Base Pay (2012 vs.

2011)25th

percentile Median75th

percentile25th


percentileAge

Age 18 - 35 $36,386 $57,000 $80,000 $40,000 $61,000 $87,250 10.0%

Age 36 - 50 $50,000 $76,000 $110,022 $53,912 $82,034 $126,113 5.3%

Age over 50 $58,000 $85,000 $120,000 $62,000 $92,578 $132,990 3.5%

Gender

Female $47,500 $68,000 $93,600 $49,500 $72,000 $103,500 5.5%

Male $45,000 $74,605 $110,000 $49,715 $80,500 $122,151 6.3%

C O M P E N S AT I O N R A N G E S B Y H I G H E S T L E v E L O F E D U C AT I O N C O M P L E T E D

Highest Level of Education Completed


2011)25th


percentile25th


percentileSome College/University $45,125 $67,507 $93,125 $47,150 $70,000 $100,000 4.8%

Associates Degree $44,250 $65,000 $98,442 $47,728 $69,154 $111,000 4.0%

University or College Degree $49,000 $71,312 $99,000 $52,000 $76,271 $110,000 5.7%

Graduate/Post-Graduate Degree $41,030 $73,078 $112,000 $46,486 $80,008 $125,000 7.1%


C O M P E N S AT I O N R A N G E S B Y J O B L E v E LThecompensationrangesamongthesurveyparticipantsbasedontheirjoblevelvariedfromamedianof$41,575forentryleveltypepositionsto$120,000fortoplevelpositions.

Job Level


2011)25th


percentile25th


percentileTop $80,000 $105,000 $141,790 $86,000 $120,000 $169,000 5.6%

Mid $50,000 $68,000 $88,000 $52,914 $72,000 $96,551 5.8%

Entry $26,000 $40,000 $48,000 $28,922 $41,575 $50,000 7.4%

Positionexamplesforthevariousjoblevels:

Top CEO,CFO,ChiefAdministrativeOfficer,ChiefAMLOfficer,ChiefComplianceOfficer,Director-Risk Management, Director AML Compliance, Director of Operations, Global Head of Business Intelligence, Global Head of Governance & Compliance, Head of AML Operations, Head of Compliance and MLRO, Industry Principal, Managing Director, Managing Partner, Owner, Partner, President, Principal, Senior vice President, vice President AML, vice President Compliance, vice PresidentofRiskManagement,VicePresident-AMLOfficer,VicePresident-BSAOfficer

Mid AMLComplianceOfficer,AMLManager,AMLOperationsManager,AML/ComplianceSupervisor,AML/CTFComplianceOfficer,AssistantVicePresident,BSA/AMLManager,ComplianceOfficer,Financial Crimes Investigator, Financial Crimes Manager, Financial Investigations & AML Manager, GeneralManager,KYCManager,KYCOfficer,RegionalRiskManager,Risk&ComplianceManager,RiskManagement,SeniorAMLComplianceManager,SeniorAMLComplianceOfficer,SeniorComplianceOfficer

Entry AML Analyst, AML Compliance Specialist, AML Investigator, AML Representative, AML Specialist, Analyst,AssistantComplianceOfficer,BSAAnalyst,BSASpecialist,ComplianceAnalyst,FinancialInvestigator, Fraud Analyst, KYC Analyst, Risk Specialist


C O M P E N S AT I O N R A N G E S B Y O R G A N I z AT I O N S I z EWhetherbasedonnumberofemployeesorannualrevenuefigures,largersizedorganizationstypicallycompensated AML/CFT/FCP professionals at a higher level.

Organization Size


2011)25th


percentile25th


percentileTotal Number of Employees

Fewer Than 100 $40,250 $63,300 $90,015 $45,000 $66,862 $102,275 5.0%

100 to 999 $40,000 $65,000 $93,730 $43,500 $68,575 $100,532 5.9%

1,000 to 9,999 $42,755 $70,000 $100,000 $45,144 $75,000 $112,000 6.1%

10,000 + $54,000 $77,760 $112,000 $56,750 $85,000 $126,000 6.0%

Annual Revenue (2012)

Less Than $1,000,000 $35,000 $58,000 $94,750 $37,102 $62,798 $101,903 5.0%

$1Mill.to $49.9Million $40,000 $70,000 $95,000 $43,750 $73,000 $105,000 6.3%

$50Millionto$499.9Million $42,463 $70,014 $110,000 $47,000 $81,000 $125,500 6.0%

$500Millionto $999Million $49,583 $70,157 $100,000 $50,824 $78,250 $112,200 6.5%

$1BillionorMore $57,000 $81,000 $115,781 $60,387 $90,000 $132,860 6.1%

“ “There is a lack of cohesion from regulators. Regulators are unable to substantiate opinions, recommendations, and findings.

Compliance Managers who have no CAMS training and lack knowledge and skills needed to detect and prevent money laundering.

— SURVEY RESPONDENT — SURVEY RESPONDENT

What are the most common problems you encounter in preventing,detectingordeterringfinancialcrimeactivities?


C O M P E N S AT I O N R A N G E S B Y P R I M A R Y A R E A O F F O C U SIn terms of primary area of focus, employees primarily focused in the areas of investing and brokerage had the highest median total compensation levels.

Primary Area of Focus or Concentration

Base Salary Total CompensationMedian

Growth in Base Pay (2012 vs.

2011)25th


percentile25th


percentileInvesting and Brokerage $60,000 $87,000 $119,381 $66,108 $95,000 $134,925 5.4%IT Software and Services $43,750 $78,574 $110,000 $50,449 $89,500 $114,731 6.7%Consulting - AML/CFTSpecific $40,000 $77,920 $120,000 $44,955 $83,313 $131,687 7.2%Mortgage $49,389 $73,000 $97,510 $50,776 $81,933 $114,010 5.0%Government - Federal, State, Local(Inc.Military and Law Enforcement) $34,613 $74,000 $111,500 $39,500 $78,000 $119,650 5.3%Insurance $26,040 $69,120 $98,800 $30,036 $75,500 $119,500 5.7%Public Accounting/Audit $50,793 $71,000 $106,506 $54,455 $74,750 $108,637 8.6%Banking and Credit Card Issuer $48,010 $70,000 $98,000 $51,000 $73,900 $109,293 5.6%Casino and Gaming $52,000 $70,000 $96,350 $52,595 $72,000 $97,500 8.2%Other $42,489 $64,000 $90,750 $45,582 $69,727 $98,422 5.5%Money Services Business $34,150 $57,500 $85,186 $37,751 $61,750 $93,623 7.0%

C O M P E N S AT I O N B Y Y E A R S O F A M L / C F T / F C P E x P E R I E N C EMedian compensation levels increased as the number of years of AML/CFT/FCP experience increased. Those withover20yearsofAML/CFT/FCPexperienceearnedamediantotalcompensationof$116,250for2012.


RespondentGeographicProfileC O M P E N S AT I O N B Y R E G I O N SAbout59%oftherespondentsindicatedtheirprimaryofficefromwhichtheyworkislocatedintheU.S.Theremaining 41% of respondents were located outside the U.S., with Europe and Canada as two of the largest regionsrepresented.TheoverallmediancompensationfigureforU.S.,Europe,andCanadawererelativelycomparablerangingfrom$82,000to$85,000.ThemediancompensationfigureforAsiawasimpactedbyalargepercentageofrespondentsfromIndia,Pakistan,andChinawithlowercompensationlevelsasreportedinUS$.

Regions


2011)25th


percentile25th


percentileAfrica $13,806 $35,000 $73,140 $19,993 $40,920 $89,931 10.6%

Asia $9,740 $26,040 $76,229 $13,206 $33,865 $90,061 10.8%

Canada $58,887 $76,008 $98,890 $63,350 $85,017 $112,642 5.0%

Central America And The Caribbean $19,325 $34,784 $57,774 $22,593 $39,122 $63,925 6.7%

Europe $50,891 $76,290 $107,747 $57,049 $82,140 $121,830 5.5%

Middle East $22,014 $42,463 $80,000 $28,800 $49,920 $94,000 8.6%

South America $18,300 $31,200 $60,000 $22,826 $38,282 $69,069 11.7%

United States $57,000 $79,000 $109,037 $60,000 $84,500 $120,000 5.0%


U . S . R E G I O N A L C O M P E N S AT I O N C O M PA R I S O NThe table below shows the total cash compensation ranges by U.S. regions. The largest concentration of study participants were from the Middle Atlantic and South Atlantic areas. The Middle Atlantic region also had the highestmediancompensationat$100,750.

U.S. Regions


2011)25th


percentile25th


percentileNew England $60,000 $81,400 $115,000 $60,782 $88,500 $124,250 6.0%

Middle Atlantic $70,000 $91,900 $125,000 $72,715 $100,750 $146,125 5.0%

South Atlantic $55,000 $72,750 $100,000 $56,000 $76,500 $110,250 5.6%

East North Central $54,428 $70,000 $93,643 $55,925 $75,000 $102,125 4.8%

East South Central $48,800 $64,000 $94,237 $49,005 $67,000 $109,000 5.4%

west North Central $52,000 $70,000 $88,000 $54,750 $75,510 $99,450 4.2%

west South Central $50,500 $70,000 $95,000 $53,250 $74,450 $105,000 6.3%

Mountain $60,000 $75,000 $100,000 $62,159 $77,785 $110,000 4.2%

Pacific $70,000 $90,000 $122,000 $70,800 $99,500 $141,375 4.0%

U.S. Regions

% of Total U.S.

RespondentsNEW ENGLAND (ME,NH,VT,MA,RI,CT) 5.8%MIDDLE-ATLANTIC (NY,NJ.PA) 26.2%SOUTH ATLANTIC (MD,WV,VA,DC,DE,NC,SC,GA,FL) 22.7%EAST NORTH CENTRAL (WI,MI,IL,IN,OH) 11.6%EAST SOUTH CENTRAL (KY,TN,MS,AL) 3.1%WEST NORTH CENTRAL (MN,ND,SD,NE,IA,MO,KS) 6.2%WEST SOUTH CENTRAL (AR,LA,OK,TX) 8.5%MOUNTAIN (ID,MT,WY,CO,NV,UT,NM,AZ) 4.8%PACIFIC (WA,OR,CA,AK,HI) 11.1% Total United States 100.0%

“We are automating basic tasks to improve resource allocation. Also, we are working with the marketing team to improve visibility for the compliance department throughout the rest of the organization.

— SURVEY RESPONDENT

What strategic initiatives, if any, are you taking to increase the prevention of money laundering activities from within your organization thereby decreasing the time spent detecting and investigatingthesecases?


RespondentBenefitsProfileB E N E F I T S I N F O R M AT I O NThefollowingtableshowsthebenefitsofferedtoparticipantsintheircurrentemploymentandwhetherthebenefitisfundedcompletelybytheemployee,theiremployerorboth.Formajorbenefits,suchashealthinsuranceanddentalinsurance,themajorityofparticipantsareenrolledinajointcontributionplan.Formostbenefits,therewereonlyslightdifferencesbetweenjoblevelsintermsoffunding.Benefitssuchas“Educationfunding and/or professional education” and “Professional society dues” were more likely to be paid fully by the employer for the higher level positions.

BENEFITS RECEIVEDPaid Fully by

EmployerPaid Fully by

EmployeeJoint

ContributionBenefitNot

Provided

Health Insurance (HMO, PPO, HSA)Top 27.3% 5.4% 57.8% 9.5%Mid 23.7% 7.1% 61.2% 7.9%Entry 19.6% 6.6% 65.0% 8.9%

Dental Insurance Top 18.7% 9.3% 53.1% 19.0%Mid 14.3% 10.8% 54.8% 20.2%Entry 13.4% 9.2% 56.1% 21.3%

Disability Insurance Top 34.7% 8.6% 36.3% 20.5%Mid 27.5% 11.1% 40.2% 21.2%Entry 30.0% 8.2% 36.0% 25.8%

Professional Liability Insurance Top 32.2% 5.8% 10.9% 51.2%Mid 24.0% 4.9% 14.3% 56.8%Entry 19.7% 5.1% 14.4% 60.8%

Education funding and/or professional ed. Top 34.2% 5.3% 30.4% 30.0%Mid 28.1% 7.0% 34.8% 30.1%Entry 18.5% 8.8% 36.3% 36.3%

Professional society duesTop 56.0% 8.8% 8.6% 26.7%Mid 45.0% 9.6% 9.2% 36.2%Entry 27.4% 11.0% 6.7% 55.0%

Child or Elder CareTop 4.7% 13.6% 14.6% 67.1%Mid 3.8% 14.0% 11.7% 70.6%Entry 5.6% 11.9% 12.6% 70.0%

Employee Assistance or Wellness ProgramTop 33.8% 6.5% 18.8% 40.9%Mid 33.1% 7.4% 21.4% 38.1%Entry 29.8% 5.0% 22.5% 42.8%


B EN E F I T S I N FO RMAT I ON ( CON T I N U ED )

BENEFITS RECEIVEDPaid Fully by

EmployerPaid Fully by

EmployeeJoint

ContributionBenefitNot

Provided

Auto Provided by EmployerTop 8.2% 5.2% 4.2% 82.4%Mid 4.5% 5.4% 2.6% 87.5%Entry 3.4% 5.5% 3.9% 87.2%

Monthly Auto Allowance

Top 13.2% 4.5% 2.8% 79.5%Mid 6.3% 5.1% 2.8% 85.8%Entry 5.5% 5.3% 1.7% 87.6%

Mileage reimbursementTop 40.3% 4.6% 3.6% 51.5%Mid 34.1% 5.1% 4.6% 56.2%Entry 27.4% 4.3% 2.9% 65.5%

ParkingTop 38.6% 7.7% 4.7% 49.0%Mid 30.3% 8.6% 5.7% 55.4%Entry 26.5% 8.0% 5.4% 60.1%

Cell PhoneTop 48.6% 8.0% 8.3% 35.1%Mid 29.8% 9.0% 7.7% 53.5%Entry 12.8% 8.4% 6.3% 72.5%

R E T I R E M E N T P L A N SDefinedcontributionplans(i.e.401(k),403(b),ThriftSavingsplans,etc.)areofferedtomostparticipants(59.1%)followedbydefinedbenefitorpensionplans.Over20%oftherespondentsindicatedtheiremployersdo not offer a retirement plan.


A B O U T A C A M SACAMS is the largest international membership organization dedicated to enhancing the knowledge and expertiseoffinancialcrimedetectionandpreventionprofessionals,fromawiderangeofindustries,inboththepublic and private sectors.

ACAMS serves its members with extensive resources designed to develop and sharpen skills and knowledge requiredforsuperiorjobperformanceandcareeradvancementthroughcertifications,moneylaundering.com(theindustry’sleadingonlinenewsandinformationresource),ACAMSToday(thepremierAMLmagazine)international conferences, full day seminars, web seminars, customized training and peer networking opportunities. visit www.acams.org for more information.

ACAMS - world HeadquartersBrickell Bayview Centre80 Southwest 8th StreetSuite 2350Miami, FL 33130 USA Phone:+1(866)459-CAMSwww.ACAMS.org

A B O U T I N D U S T R Y I N S I G H T SIndustry Insights has been serving the research needs of trade and professional associations, dealer organizationsandotheraffiliatedgroupssince1980.IndustryInsightsisaprofessionalresearchfirmthatspecializes in conducting operating benchmarking surveys, compensation studies, customer satisfaction research, educational programs and other forms of customized research which assist organizations in better fulfillingtheinformationalandeducationalneedsoftheiraffiliatedmembers.

Industry Insights, Inc.6235 Emerald ParkwayDublin, OH 43016 USAPhone:+1(614)389-2100www.industryinsights.com

D I S C L A I M E RThe statistical information contained in this report is believed to be representative of the individuals responding to the survey. All reasonable efforts were taken by Industry Insights, Inc. to assure data comparability within the limitations of reporting procedures. However, the data used in this report are not necessarily based on audited data and the statistical validity of any given number varies depending upon sample sizes and the amount of consistency among responses for that particular figure. Industry Insights and ACAMS, therefore, make no representations or warranties with respect to the results of this study and shall not be liable to clients or anyone else for any information inaccuracies, or errors or omissions in contents, regardless of the cause of such inaccuracy, error or omission. In no event shall Industry Insights and/or ACAMS be liable for any consequential damages.

Documents

ACAMS 2013 Compensation Guide for AML/CFT/FCP ... - … · ACAMS 2013 Compensation Guide for AML/CFT/FCP Professionals ... may exist in the sample due to special ... 8 2013 Compensation