media.mmm-online.commedia.mmm-online.com/documents/12/premiumfinal2009-10_2951.pdf · Career & Salary Survey 2009 Premium Edition Section 1: Overview Pharmaceutical companies and

2009/10

$Career

Survey

&SalaryPremium

edition

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Career & Salary Survey 2009Premium Edition

Table of Contents

Section 1 Overview 3

Section 2 Employer Characteristics 9

Section 3 Market Sectors 16

Section 4 Job Titles 21

Section 5 Employee Characteristics 43

Section 6 Employee Benefits 47

Section 7 Employee Perceptions & Opinions 53

Section 8 Job Seekers 60


Section 1: Overview

Pharmaceutical companies and agencies are answering the call for bigger paychecks and better workingenvironments as the battle for top talent heats up. This section summarizes key findings of the Career &Salary Survey 2009, and provides the overall data profile—salary, benefits, perceptions, satisfaction,intent to move, job-seeking preferences, etc.—for all employees across the entire sector.

Charts and Data Sets

■ Average Salary, 2004-2009, page 5

■ Average Salary by Employer, page 5

■ Average Salary by Gender, page 5

■ Average Salary by Sector, page 6

■ Average Salary by Company Size, page 6

■ Advancement Prospects by Gender, page 7

■ Advancement Prospects by Employer, page 7

■ Plan to Seek a New Job This Year, page 7

■ Overall Data for All Respondents, page 8

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STORMMM&M CAREER & SALARY SURVEY 2009 PREMIUM EDITION 4

For many, the days of looking forward to a yearly review, full of back-patting and congratulations on a job well done, and more importantly, the extra dollars to validate the praise, are

over—at least for the moment. Those fortunate enough to have a job, and hoping for that promotion or raise, might catch themselves glancing at an online symptom checker for generalized anxiety.

First the bad news, to be followed by the better, but still not ter-rific news: Average industry salaries were down a frightening 4.8% this year, according to MM&M’s Career & Salary Survey 2009. This year’s decline followed an unprecedented march into the red last year, when the average salary decreased—for the first time in the history of our survey—by 3.7%. In 2007, the average salary rate across the industry—which includes manufacturers, agencies, media, service suppliers and others—was around $133,700, according to survey data. This year, it’s hovering around $122,600 (Fig. 1).

Nervousness about job security has fostered an increasingly risk-

averse workforce. Recruiters have seen the pool of highly sought-after passive candidates—talented jobseekers already gainfully employed, but with a wandering eye—dry up. “This is the worst year I’ve ever seen,” says Shannon Peryea, VP, executive recruiter at Sheila Greco Associates. “People are afraid to be the last hired, first fired.” For those actively seeking jobs, the competition has stiffened. “Lots of clients have done some house cleaning” in light of the economic circumstances, says Peryea. “There are some vice president and senior vice president roles popping up, but companies are being much more selective. I’ve been working on filling the same positions for the majority of this year.”

ManufacturersDespite decreases in industry-wide salary averages, manufacturer salaries actually went up a tick—by 2.4% to $140,279 (Fig. 2). After an 8.1% decrease in manufacturer salaries from 2007 to 2008,

Consolidations and mergers over the last 12 months didn’t stop industry paychecks from decreasing for the second year in row. Ben Comer looks at the numbers from MM&M’s exclusive survey on salaries, hiring and promotion, job mobility and the silver lining

WEATHERING THE

SECTION 1 OVERVIEW

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MM&M CAREER & SALARY SURVEY 2009 PREMIUM EDITION 5

this is a step in the right direction, albeit a small one, and should be heralded as good news.

“We’re looking at things a little more carefully this year, as every-one is,” says Joyce Fannon, talent acquisition manager for UCB. “But salaries are up a tad, and we’re seeing promotions.” Fannon says staff-ing positions that require an intensive scientific background, such as medical directors and managed market specialists, continues to be a difficult task.

Other areas, like sales positions, have been comparatively easier to fill, due to a surplus of available talent.

“I haven’t had to use a recruiter [for a sales position] since the very beginning of the year,” says Fannon, adding that the volume of candidates and applications in sales has spiked this year.

To the extent that they’re available, other incentives beyond base salary have aided the hiring process on the manufacturing side. Jodi Allen, global recruitment manager at Shire Human Genetic Therapies, says “generous relocation programs” and signing bonuses can help seal the deal, a sentiment echoed by Fannon.

Additionally, employee referral programs have grown—at UCB, employees can score an extra $2,000 to $4,000 for a successful refer-ral. Employee referrals can help to lay the groundwork for relocation, sometimes a difficult proposition, according to Fannon. Belgium-based UCB has its US headquarters in Atlanta—not exactly the epicenter of biopharmaceutical activity—and potential employees are not always thrilled by the prospect of moving.

“We can’t buy their houses outright, unfortunately,” says Fannon. “We do help them try and sell their house [for relocation] and we offer great relocation packages, but it can be a big burden [to relocate].” UCB also offers stock options for “assistant directors or higher,” says Fannon.

Despite a salary uptick and other incentives, “passive candidates are playing it closer to the vest—they’re a little bit more cautious,” says Fannon, adding that many are waiting to see how the current administration’s healthcare reform efforts play out, and how that will affect the industry.

Other candidates currently in the market for a job are having to wait longer for open positions, and that causes a lot of frustration, says Peryea.

“Clients are weirded out by applicants that previously earned $175,000, and that are now asking for $150,000,” says Peryea.

Fannon says she has seen candidates asking for less than they might have a year ago, but says UCB tries not to allow that kind of situation to happen. “We don’t want to hire someone and lose them six months later when a better opportunity comes along,” says Fannon. “It’s not desperation that I’m seeing, but more of a flexibility. We also have to be a lot more sensitive when we don’t offer a candidate a job this year; it could very well be their third rejection in a row.”

Within the manufacturing sector, OTC pharmaceuticals and dental products and equipment were the only areas where salaries increased collectively. Average prescription drug salaries were down 7% ($125,716), compared with a 2.7% drop last year. Biotech sala-ries fared slightly better, down 6.7% ($143,090) in 2009, after a 9.1% increase between 2007 and 2008 (Fig. 4).

Gigantic mergers in the pharmaceutical industry over the past 12 months have shaken up the job landscape, as companies attempt to assimilate and reeducate new staff on the prevailing corporate cultures. Several large pharmaceutical companies involved in the recent mergers,

0

30,000

60,000

90,000

120,000

150,000

Fig. 1: Average salary, 2004-2009

Source: MM&M Career & Salary Survey, 2009

2004 2005 2006 2007 2008 2009

$121,100$122,300 $125,054

$133,700$128,800

$122,600

0 30,000 60,000 90,000 120,000 150,000

Fig. 2: Average salary by employer


2009

$140,278 � 2.4%

$121,021 � 5.8%

$89,656 N/A

$89,854 N/A

$93,874 N/A

$133,593 � 0.6%

Manufacturer

Agency

Media–Print

Media–Digital

Media–Print & Digital

Service Supplier

0

30,000

60,000

90,000

120,000

150,000

Fig. 3: Average salary by gender


$135,043� 8.2%

$108,106� 0.1%

2009

SECTION 1 OVERVIEW



including Pfizer and Merck, declined to comment for this article.

AgenciesAgency salaries were down by 5.8% this year, according to MM&M’s Career & Salary Survey. “In the past, a lot of people [at Common-Health] were making over $150,000…we’ve had to scale that back,” says Susan DiDonato, executive vice president, chief talent officer at CommonHealth. “We can’t hire as many senior people anymore.”

That said, DiDonato notes that “very senior people” are becoming available—or a least more available than six months ago. “A lot of people on the street that previously earned high salaries are taking a job to do almost anything—I’ve seen people that have worked in the industry for 25 or 30 years that are out of job, although that has slowed down in the last six months.”

Allison Formicola, vice president of recruitment and resource management at Harrison & Star, says the talent pool is two-fold. “You have people that have been laid off after the elimination of a department or office, or staff was trimmed, and you have people who are working but disgruntled—they may be facing a promotion freeze, or they might not get the money with the promotion,” says Formicola.

The health of an agency’s business reflects the successes and pratfalls of its manufacturer clients. With consolidations and job shuffling at many major pharmaceuticals, agencies are wise to spread out their accounts, or risk breaking a lot of eggs when one basket drops. Agencies that have been hurt the worst are shops that depend on one or two clients for the bulk of their work.

“If everything is at GlaxoSmithKline or Merck, then some of the layoffs have been more dramatic,” says DiDonato.

“It’s not always the lowest performing staff that gets laid off—it could be the head of the brand team all the way down,” she contin-ues. “If you’ve got a group working on an ADHD drug, and there’s no other product [in that therapeutic class], the whole team goes…you can’t just cut four account coordinators and a copy writer” to recoup a one million dollar account loss.

Two important factors for bringing in talent, aside from strictly financial incentives, are training capabilities and the opportunity to work on high profile brands, says Alison Lalli, an in-house recruiter at ghg (Grey Healthcare Group). “We hear from new hires all the time that are surprised to have a formal orientation and training” says Lalli.

“A career development plan with reviews at six months or a year, and training opportunities, are key selling points for passive candidates,” adds Antonette Poli, a recruiter and colleague of Lalli at ghg.

At the entry level, applicant numbers are growing exponentially. Lalli was surprised this year when ghg’s annual summer internship program brought in candidates that had been out of school for a few years, and even a couple that already had master’s degrees.

“In years past we’ve had rising juniors and seniors that leave at the end of the summer to head back to school,” says Lalli. “This year, the majority were graduates…they just want to get a foot in the door.” Formicola says the influx of entry-level applicants has made screening a little more difficult. “We only hired three entry level positions last year, out of thousands of internet submissions,” she says.

Employees like to experience different aspects of the business at an agency, while at the same time building their resumes, but training isn’t enough for every job.

“People that have worked in pharmaceuticals or at insurance companies get the jobs in managed markets…the experience required is very specific,” says DiDonato. “You can’t fake that knowledge—people can train even for some medical education positions, but managed markets is a different animal.”

In the digital world, DiDonato says Qi—CommonHealth’s digital shop—picks up staff right out of school, although dealing with young and inexperienced employees is not without its difficulties.

0 40,000 80,000 120,000 160,000

Fig. 4: Average salary by sector


$125,716 � 7.0%

$124,313 � 2.0%

$116,864 � 0.2%

$143,090 � 6.7%

$114,414 � 4.6%

$97,899 � 21.0%

$111,820 � 3.4%

$113,625 � 18.3%

2009

0 30,000 60,000 90,000 120,000 150,000

Fig. 5: Average salary by company size


2009

$94,351 � 12.7%

$121,670 � 0.2%

$123,596 � 11.1%

$116,877 � 15.7%

$138,227 � 0.7%

SECTION 1 OVERVIEW



“Younger people tend to know more about the technology, but they are young, and there can be some growing pains,” she says.

Should I stay or should I go?Hypothetically speaking, there’s a new start-up biotech in town, with a promising experimental drug or two in the pipeline. After a string of successful clinical trials on one of the products during phase 3, they start hiring. Or maybe there’s an agency across town that’s on fire and doing really innovative stuff, and they’ve just won a huge chunk of business from a top 10 pharma. You have a relatively stable job and are friendly with your colleagues, and have said more than once recently that you feel lucky to have a good job with unemployment rates so high. But then you answer the phone and a recruiter is on the other end. Do you stay or go?

“A lot of people are sitting tight,” says Peryea. “People that have a job aren’t interested in moving. People are afraid of what’s ahead.”

Not necessarily, counters Fannon. “[UCB] is known for its CNS portfolio, and we won an approval for rheumatoid arthritis in immu-nology…and hired an entire staff,” she said, presumably referring to UCB’s Cimzia injectable.

Perhaps Peryea and Fannon are both right. According to MM&M’s survey data, 37.1% of respondents on the manufacturing side said they plan to seek a new job this year, while 38.6% said they would not—24.3% abstained from the question (Fig. 8). Similarly, 36.6% of staff working at an agency said they would look for a job this year, while 38.4% said they would not, with 25% of agency respondents abstaining. No matter where respondents work, the number one motivation for going versus staying was salary, at 29.2%.

Writers tend to be outliers—many are still able to maintain a satisfactory level of security as freelancers. “If you can write well, you can name your ticket,” says DiDonato of medical writers. Assum-ing a good reputation, “medical writers and editors can always get jobs,” although some are beginning to ask for full-time positions, says Peryea.

Media & PublishingFor MM&M’s Career & Salary Survey 2009, media respondents were divided into three categories: print, digital and a combination

0

10

20

30

40

50

60

Fig. 6: Advancement prospects by gender


51.6%� 4.9%

20.6%� 6.6%

20.9%� 3.7%

50.2%� 2.1%

Fig. 7: Advancement prospects by employer


2009

Manufacturer

Agency

Media–Print

Media–Digital


Service Supplier

0 10 20 30 40 50 60 70 80

55.0% � 4.5%

47.5% � 6.3%

58.1% � 7.6%

77.8% N/A

61.5% N/A

30.1% N/A

38.8% N/A

26.5% N/A

14.3% � 0.7%

22.2% � 3.4%

22.2% N/A

25.0% � 1.2%

Fig. 8: Plan to seek new job this year


2009

Yes No

Manufacturer

Agency

Media–Print

Media–Digital


Service Supplier

0 10 20 30 40 50 60 70 80

37.1% � 2.6%

38.6% � 1.4%

25.0% � 2.5%

36.6% � 1.2%

38.4% � 0.5%

50.0% � 1.3%

11.1% N/A

23.1% N/A

66.7% N/A

61.5% N/A

34.7% N/A

28.6% N/A

SECTION 1 OVERVIEW



SECTION 1 OVERVIEW

ALL POSITIONS $122,600 ▼4.8%

Number of respondents 500

Employer Percent Market Sector PercentManufacturer 28.0 Rx/Ethical Pharmaceuticals 70.8

Agency 34.4 OTC/Prop Pharmaceuticals 17.4

Media/publishing - Print 1.8 Biotechnology 23.0

Media/publishing - Digital 2.6 Medical Products/Equip 24.0

Media/publishing - Print & Digital 9.8 Diagnostic Products/Equip 16.6

Service Supplier 8.0 Hospital Products/Equip 10.2

Other 15.4 Dental Products/Equip 5.0

Managed Care 10.6

Age High 80 Low 21 Avg. 42.6

Sex Male 44.6 Female 55.4

Years in industry High 42.0 Low 1.0 Avg. 14.5

Years in position High 38.0 Low 1.0 Avg. 4.7

Salary ($000s/yr) High 650.0 Low 20.0 Avg. 122.6

Commission received? Yes 10.8 No 89.2

Amount ($000s/yr) High 300.0 Low 3.0 Avg. 55.5

Bonus received? Yes 61.8 No 38.2


Perceived pay

vs. peers (%) More 12.7 Less 48.4 Same 39.0

Salary review 6 mos. 2.2 1 yr. 78.0

frequency (%) 18 mos. 8.3 2 yrs. 11.5

Employer’s gross <$5M 19.2 $50-$100M 11.4

US revenue (%) $5-$20M 26.3 >100M 28.8

$20-$50M 14.3

Position satisfying? (%) Thoroughly 25.9 Generally 51.0

Mundane 14.0 No 9.1

Advancement Index 2.5 (4=Exc. 3=Good 2=Fair 1=Poor)

prospects (%) Exc. 17.2 Good 33.6

Fair 28.4 Poor 20.8

How current job Promoted 38.8 Exec Search 12.8

was acquired (%) Recruited by co. 10.0 Own Initiative 30.8

Other 7.6

Benefits received (%) Signing Bonus 12.3 Retirement 51.3

Car 13.3 Medical 84.8

Dental 74.7 Stock 37.4

Employer rating Salary 2.2 Environment 2.2

(avg rating, 1 = best) Benefits 2.2 Loyalty 2.4

Advancement 2.6 Eco-Friendly 2.8

Training 2.9 Job Security 2.5

Plan to seek a new Yes 36.3 No 37.9

job this year? (%)

New job motivation (%) Salary 29.2 Advancement 13.1

Different part of ind 8.5 Need a change 7.2

Get out of Industry 7.6 Job Security 8.9

Work environment 16.1 Other 9.3

Method for seeking Recruitment agency 2.6 Existing contacts 2.1

new job (avg ranking, Check job ads 3.1 Contact companies 3.2

1=most likely) Post resume online 3.6

of both. None of the three categories earned average salaries in thesix figures. Companies that publish digitally and in print garnered ahigher average salary, at $93,874—roughly $4,000 more than print($89,656) or digital ($89,854)-exclusive publishers (Fig. 2).According to Jay Getto, director of human resources at Elsevier,publishers aren’t necessarily seeing salary or promotion freezes,but they have taken “a more conservative approach to increases.”As publishing companies become less stable, some people aremore willing to move, says Getto. When asked about the potentialfor career advancement, workers in print media were more pes-simistic than any other group—77.8% said their prospects were“poor,”compared with 22.2% at “excellent or good”(Fig. 7).Digital media staffers were optimistic about promotions—61.5%said their prospects for advancement was excellent or good, com-pared with 30.1% at poor. Companies publishing both digitallyand in print had mixed feelings, with 38.8% at excellent or good,and 26.5% at poor.“Folks are asking for lower starting salaries,” says Getto. “There ispressure on wages at the entry level.” Marketing research roleswithin the publishing industry are at a premium, says Getto. “It’s acompetitive segment…and there’s a lot of emphasis on experience.”

LocationIt’s hard to pack up and move when the house that is left behindcould easily sit on the market for months. “Candidates are lookingvery carefully at the benefits [of a move],” says Allen. Relocationpackages and sign-on bonuses can be enticing, but talented indi-viduals aren’t as prone to take a chance on a small start-up, espe-cially if they’re uprooting a family or selling a house.“Candidates with an entrepreneurial spirit are more likely to beattracted to mid-size companies” with a solid story to tell, saysAllen. Boston-based Shire Human Genetic Therapies picks upmost of their workforce from home, and taps the New York/NewJersey market, Philadelphia and California markets when neces-sary, but relocation can be a hard sell.Fannon says the buying and selling of homes are top concerns forher candidates. “It’s difficult to relocate, but in some cases, peoplein the San Francisco Bay area or San Diego—or really anywhereon the West Coast—are surprised to find out that they can buy ahouse in Atlanta for a lot less,”says Fannon.For Harrison & Star, located in New York City, Formicola says itisn’t necessary to go outside of the tri-state area very often. “I cantap Chicago if I need to,”she says.Getto also cites the housing market as a barrier to moving peoplearound, but says “people that can deliver certain things” have alicense to work remotely. “More and more people are workingfrom home,”he says.According to Peryea, belt-tightening has caused employers toscale back some of the financial incentives for moving. “There aremore stipulations on relocation,” she says. “People just aren’t will-ing to jump ship. In the past, you got three years [from anemployee] if you’re lucky. For now they’re sticking around.”■

Data for the MM&M Career & Salary Survey 2009 were collected usingonline questionnaires emailed to MM&M subscribers. Responses areunique and confidential.

salarysurveyv2.qxp 11/3/09 10:55 AM Page 2


Section 2: Employer Characteristics

This section shows how the data profiles of employees—salary, benefits, perceptions, satisfaction, intentto move, job-seeking preferences, etc.—vary between different types of employer (manufacturer,agency, etc.) and between different sizes of companies.

Data Sets

■ Manufacturer, page 10

■ Agency, page 10

■ Media/Publishing—Print, page 11

■ Media/Publishing—Digital, page 11

■ Media/Publishing—Print & Digital, page 12

■ Other Media, page 12

■ Service Supplier, page 13

■ Revenue Under $5 million, page 13

■ Revenue $5 million to $20 million, page 14



■ Revenue Over $100 million, page 15


SECTION 2 EMPLOYER CHARACTERISTICS

MANUFACTURER $141,300 ▲3.2%








Managed Care 1.4










Perceived pay



US revenue (%) $5-$20M 8.6 >100M 73.4

$20-$50M 4.3


Mundane 11.5 No 5.0



Fair 30.7 Poor 14.3






Factors important Salary 2.3 Casual Dress 5.8

to job (avg ranking, Retirement 3.8 Work at home 5.1

1 = most important) Stock 4.4 Eco-Friendly 6.3

Company car 7.0 Charity Work 6.2

Vacation 3.6






job this year? (%)








AGENCY $121,000 ▼5.8%








Managed Care 12.8










Perceived pay



US revenue (%) $5-$20M 41.7 >100M 6.6

$20-$50M 19.6


Mundane 16.5 No 12.4



Fair 27.9 Poor 14.0










Vacation 3.2






job this year? (%)


Different part of ind12.2 Need a change 11.0







2.0 EMPLOYER.qxp 11/3/09 11:01 AM Page 1

MEDIA/PUBLISHING - DIGITAL $97,300 NA








Managed Care 15.4










Perceived pay



US revenue (%) $5-$20M 46.2 >100M 15.4

$20-$50M 0.0


Mundane 7.7 No 0.0



Fair 7.7 Poor 30.8










Vacation 3.8






job this year? (%)








MEDIA/PUBLISHING - PRINT $89,700 NA








Managed Care 11.1










Perceived pay



US revenue (%) $5-$20M 33.3 >100M 11.1

$20-$50M 22.2


Mundane 0.0 No 11.1



Fair 0.0 Poor 77.8










Vacation 3.9






job this year? (%)











OTHER MEDIA $102,400 ▼13.7%








Other 100.0 Managed Care 11.7










Perceived pay



US revenue (%) $5-$20M 32.9 >100M 13.2

$20-$50M 14.5





Fair 28.6 Poor 33.8










Vacation 3.4






job this year? (%)








MEDIA/PUB - PRINT & DIGITAL $95,800 NA








Managed Care 12.2










Perceived pay



US revenue (%) $5-$20M 17.0 >100M 12.8

$20-$50M 27.7





Fair 34.7 Poor 26.5










Vacation 3.3






job this year? (%)











REVENUE UNDER $5 MIL $98,600 ▼8.8%








Managed Care 13.8










Perceived pay



US revenue (%) $5-$20M 0.0 >100M 0.0

$20-$50M 0.0


Mundane 8.6 No 9.7



Fair 11.7 Poor 35.1










Vacation 4.3






job this year? (%)








SERVICE SUPPLIER $152,700 ▲15.0%








Managed Care 27.5










Perceived pay



US revenue (%) $5-$20M 13.2 >100M 23.7

$20-$50M 13.2


Mundane 7.7 No 7.7



Fair 27.5 Poor 25.0










Vacation 4.3






job this year? (%)











REVENUE $20 MIL-$50 MIL $125,400 ▼9.8%








Managed Care 11.4










Perceived pay



US revenue (%) $5-$20M 0.0 >100M 0.0

$20-$50M 100.0





Fair 32.9 Poor 17.1










Vacation 3.3






job this year? (%)








REVENUE $5 MIL-$20 MIL $123,600 ▲1.8%








Managed Care 8.5










Perceived pay



US revenue (%) $5-$20M 100.0 >100M 0.0

$20-$50M 0.0





Fair 29.5 Poor 23.3










Vacation 3.1






job this year? (%)











REVENUE OVER $100 MIL $139,200 0%








Managed Care 9.9










Perceived pay



US revenue (%) $5-$20M 0.0 >100M 100.0

$20-$50M 0.0


Mundane 15.8 No 2.9



Fair 33.3 Poor 12.8










Vacation 3.6






job this year? (%)








REVENUE $50 MIL-$100 MIL $119,000 ▼14.1%








Managed Care 12.5










Perceived pay



US revenue (%) $5-$20M 0.0 >100M 0.0

$20-$50M 0.0


Mundane 12.5 No 5.4



Fair 32.1 Poor 14.3










Vacation 3.0






job this year? (%)












Section 3: Market Sectors

This section shows how the data profiles of employees—salary, benefits, perceptions, satisfaction, intent to move, job-seeking preferences, etc.—vary between different sectors of the industry (Rx Pharmaceuticals, Medical Products, Managed Care, etc).

Data Sets

■ Rx Pharmaceuticals, page 17

■ OTC Pharmaceuticals, page 17

■ Biotechnology, page 18

■ Medical Products, page 18

■ Diagnostics, page 19

■ Hospital Products, page 19

■ Dental Products, page 20

■ Managed Care, page 20


SECTION 3 MARKET SECTORS

RX PHARMACEUTICALS $127,900 ▼5.4%








Managed Care 11.6










Perceived pay



US revenue (%) $5-$20M 28.5 >100M 27.3

$20-$50M 13.2


Mundane 13.8 No 8.0



Fair 27.7 Poor 18.9










Vacation 3.4






job this year? (%)








OTC PHARMACEUTICALS $125,800 ▲3.2%








Managed Care 19.5










Perceived pay



US revenue (%) $5-$20M 30.6 >100M 18.8

$20-$50M 14.1


Mundane 19.1 No 3.6



Fair 29.9 Poor 14.9










Vacation 3.2






job this year? (%)









3.0 SECTOR.qxp 11/3/09 11:03 AM Page 1

MEDICAL PRODUCTS $119,900 ▲2.4%








Managed Care 20.0










Perceived pay



US revenue (%) $5-$20M 26.3 >100M 20.3

$20-$50M 17.8


Mundane 10.3 No 9.4



Fair 29.2 Poor 25.0










Vacation 3.7






job this year? (%)








BIOTECHNOLOGY $146,900 ▼4.2%








Managed Care 21.7










Perceived pay



US revenue (%) $5-$20M 27.7 >100M 24.1

$20-$50M 16.1


Mundane 17.0 No 5.4



Fair 29.6 Poor 15.7










Vacation 3.5






job this year? (%)











HOSPITAL PRODUCTS $99,900 ▼19.4%








Managed Care 35.3










Perceived pay



US revenue (%) $5-$20M 23.5 >100M 23.5

$20-$50M 9.8


Mundane 4.1 No 12.2



Fair 23.5 Poor 23.5










Vacation 3.5






job this year? (%)








DIAGNOSTICS $114,400 ▼4.6%








Managed Care 26.5










Perceived pay



US revenue (%) $5-$20M 27.2 >100M 21.0

$20-$50M 14.8


Mundane 13.8 No 5.0



Fair 26.5 Poor 22.9










Vacation 3.3






job this year? (%)











MANAGED CARE $113,600 ▼18.3%








Managed Care 100.0










Perceived pay



US revenue (%) $5-$20M 20.8 >100M 26.4

$20-$50M 15.1


Mundane 10.0 No 6.0



Fair 32.1 Poor 22.6










Vacation 4.2






job this year? (%)








DENTAL PRODUCTS $111,800 ▲3.4%








Managed Care 20.0










Perceived pay



US revenue (%) $5-$20M 36.0 >100M 28.0

$20-$50M 16.0


Mundane 21.7 No 8.7



Fair 28.0 Poor 12.0










Vacation 2.9






job this year? (%)












Section 4: Job Titles

This section shows how the data profiles of employees—salary, benefits, perceptions, satisfaction, intentto move, job-seeking preferences, etc.—vary between different job titles across the industry.

Data Sets

■ Account Executive, page 33

■ Account Supervisor, page 32

■ Advertising Manager, page 30

■ Advertising Sales Executive, page 41

■ Advertising Sales Manager, page 41

■ Art Director, page 38

■ Associate Creative Director, page 38

■ Consultant, page 42

■ Copy Supervisor, page 39

■ Copywriter, page 39

■ Creative Director, page 37

■ Director, CME, page 35

■ Director, Corporate/Marketing Communications, page 30

■ Director, Marketing, page 24

■ Director, New Business Development, page 25

■ Editor, page 42

■ Executive Vice President, page 22

■ Group Product Manager, page 28

■ Group Supervisor, page 31

■ Management Supervisor, page 33

■ Manager, Marketing, page 25

■ Marketing Coordinator, page 26

■ Media Director, page 34

■ Media Planner/Buyer, page 34

■ President, page 22

■ Product Director, page 28

■ Product Manager, page 29

■ Production/Traffic Manager, page 40

■ Publisher, page 40

■ Research Analyst, page 36

■ Research Director, page 35

■ Research Manager, page 36

■ Sales Director, page 27

■ Sales Manager, page 27

■ Senior Account Executive, page 32

■ Senior Product Manager, page 29

■ VP Creative Director, page 37

■ VP Group Supervisor, page 31

■ VP Marketing, page 24

■ VP Marketing & Sales, page 23

■ VP Operations, page 23

■ VP Sales, page 26


SECTION 4 JOB TITLES

PRESIDENT $182,400 ▼23.8%








Managed Care 17.7










Perceived pay



US revenue (%) $5-$20M 35.3 >100M 0.0

$20-$50M 8.8


Mundane 6.1 No 3.0



Fair 17.7 Poor 20.6










Vacation 4.1






job this year? (%)








EXECUTIVE VICE PRESIDENT $194,100 ▼8.3%








Managed Care 29.4










Perceived pay



US revenue (%) $5-$20M 29.4 >100M 11.8

$20-$50M 11.8





Fair 23.5 Poor 23.5










Vacation 3.7






job this year? (%)









4.0 TITLES.qxp 11/3/09 11:08 AM Page 1

VP MARKETING & SALES $103,400 ▼37.3%








Managed Care 14.3










Perceived pay



US revenue (%) $5-$20M 0.0 >100M 28.6

$20-$50M 0.0


Mundane 14.3 No 0.0



Fair 14.3 Poor 28.6










Vacation 5.2






job this year? (%)








VP OPERATIONS $205,300 ▲24.2%








Managed Care 25.0










Perceived pay



US revenue (%) $5-$20M 50.0 >100M 25.0

$20-$50M 0.0


Mundane 0.0 No 0.0



Fair 50.0 Poor 0.0










Vacation 6.3






job this year? (%)



Get out of Industry100.0 Job Security 0.0








DIRECTOR, MARKETING $136,400 ▼9.8%








Managed Care 4.6










Perceived pay



US revenue (%) $5-$20M 22.7 >100M 50.0

$20-$50M 11.4


Mundane 13.6 No 9.1



Fair 36.4 Poor 15.9










Vacation 3.2






job this year? (%)








VP MARKETING $179,700 ▲3.4%








Managed Care 6.7










Perceived pay



US revenue (%) $5-$20M 26.7 >100M 46.7

$20-$50M 13.3


Mundane 6.7 No 0.0



Fair 26.7 Poor 20.0










Vacation 3.8






job this year? (%)











MANAGER, MARKETING $93,400 ▲7.5%








Managed Care 9.7










Perceived pay



US revenue (%) $5-$20M 6.5 >100M 54.8

$20-$50M 6.5


Mundane 9.7 No 0.0



Fair 45.2 Poor 6.5










Vacation 3.0






job this year? (%)








DIR, NEW BUSINESS DEV $127,000 ▼10.4%








Managed Care 7.1










Perceived pay



US revenue (%) $5-$20M 0.0 >100M 50.0

$20-$50M 14.3


Mundane 7.1 No 14.3



Fair 21.4 Poor 28.6










Vacation 3.6






job this year? (%)











VP SALES $105,000 ▼31.8%








Managed Care 0.0










Perceived pay



US revenue (%) $5-$20M 60.0 >100M 0.0

$20-$50M 0.0


Mundane 0.0 No 0.0



Fair 40.0 Poor 0.0










Vacation 3.5






job this year? (%)








MARKETING COORDINATOR $50,100 ▲10.8%








Managed Care 14.3










Perceived pay



US revenue (%) $5-$20M 33.3 >100M 16.7

$20-$50M 33.3


Mundane 0.0 No 0.0



Fair 28.6 Poor 14.3










Vacation 3.0






job this year? (%)











SALES MANAGER $84,800 ▼8.4%








Managed Care 0.0










Perceived pay



US revenue (%) $5-$20M 16.7 >100M 50.0

$20-$50M 16.7


Mundane 8.3 No 16.7



Fair 33.3 Poor 25.0










Vacation 3.6






job this year? (%)








SALES DIRECTOR $138,800 ▲21.3%








Managed Care 0.0










Perceived pay



US revenue (%) $5-$20M 9.1 >100M 54.6

$20-$50M 27.3


Mundane 0.0 No 0.0



Fair 27.3 Poor 9.1










Vacation 3.3






job this year? (%)











GROUP PRODUCT MANAGER $140,000 ▲2.0%








Managed Care 0.0










Perceived pay

vs. peers (%) More 0.0 Less 0.0 Same100.0


US revenue (%) $5-$20M 0.0 >100M 100.0

$20-$50M 0.0





Fair 0.0 Poor 100.0










Vacation 2.0






job this year? (%)




Work environment100.0 Other 0.0




PRODUCT DIRECTOR $156,800 NA








Managed Care 0.0










Perceived pay



US revenue (%) $5-$20M 0.0 >100M 60.0

$20-$50M 0.0


Mundane 20.0 No 0.0



Fair 40.0 Poor 20.0










Vacation 3.2






job this year? (%)











PRODUCT MANAGER $87,100 ▼18.0%








Managed Care 0.0










Perceived pay



US revenue (%) $5-$20M 0.0 >100M 57.1

$20-$50M 28.6





Fair 14.3 Poor 28.6










Vacation 2.5






job this year? (%)








SENIOR PRODUCT MANAGER $118,200 ▼11.1%








Managed Care 9.1










Perceived pay



US revenue (%) $5-$20M 0.0 >100M 72.7

$20-$50M 27.3


Mundane 9.1 No 9.1



Fair 36.4 Poor 18.2










Vacation 4.1






job this year? (%)












DIR CORP/MARKETING COMMS $79,000 ▼32.4%








Managed Care 0.0










Perceived pay



US revenue (%) $5-$20M 33.3 >100M 66.7

$20-$50M 0.0


Mundane 0.0 No 33.3



Fair 66.7 Poor 0.0










Vacation 3.5






job this year? (%)








ADVERTISING MANAGER $90,000 NA








Other 100.0 Managed Care 0.0










Perceived pay



US revenue (%) $5-$20M 0.0 >100M 0.0

$20-$50M 0.0


Mundane 0.0 No 0.0



Fair 0.0 Poor 100.0










Vacation 9.0






job this year? (%)










GROUP SUPERVISOR $102,300 ▼14.5%








Managed Care 8.3










Perceived pay



US revenue (%) $5-$20M 60.0 >100M 10.0

$20-$50M 10.0


Mundane 8.3 No 33.3



Fair 50.0 Poor 16.7










Vacation 2.4






job this year? (%)








VP, GROUP SUPERVISOR $150,900 ▲2.4%








Managed Care 13.6










Perceived pay



US revenue (%) $5-$20M 50.0 >100M 13.6

$20-$50M 27.3





Fair 36.4 Poor 9.1










Vacation 3.1






job this year? (%)











SENIOR ACCOUNT EXEC $85,600 NA








Managed Care 6.3










Perceived pay



US revenue (%) $5-$20M 18.8 >100M 12.5

$20-$50M 18.8





Fair 6.3 Poor 43.8










Vacation 2.3






job this year? (%)








ACCOUNT SUPERVISOR $91,400 ▲9.6%








Managed Care 9.1










Perceived pay



US revenue (%) $5-$20M 27.3 >100M 9.1

$20-$50M 27.3


Mundane 9.1 No 18.2



Fair 27.3 Poor 13.6










Vacation 3.2






job this year? (%)











MANAGEMENT SUPERVISOR $36,000 ▼66.0%








Managed Care 0.0










Perceived pay



US revenue (%) $5-$20M 0.0 >100M 0.0

$20-$50M 0.0


Mundane 0.0 No 0.0



Fair 0.0 Poor 0.0










Vacation 8.0






job this year? (%)








ACCOUNT EXECUTIVE $45,900 ▼38.7%








Managed Care 0.0










Perceived pay



US revenue (%) $5-$20M 75.0 >100M 0.0

$20-$50M 0.0





Fair 20.0 Poor 40.0










Vacation 4.4






job this year? (%)











MEDIA BUYER/PLANNER $46,800 ▼21.1%








Managed Care 25.0










Perceived pay



US revenue (%) $5-$20M 0.0 >100M 50.0

$20-$50M 0.0


Mundane 50.0 No 0.0



Fair 0.0 Poor 25.0










Vacation 4.3






job this year? (%)








MEDIA DIRECTOR $106,200 ▼11.8%








Managed Care 50.0










Perceived pay



US revenue (%) $5-$20M 0.0 >100M 16.7

$20-$50M 0.0


Mundane 0.0 No 0.0



Fair 0.0 Poor 33.3










Vacation 4.2






job this year? (%)











RESEARCH DIRECTOR $148,600 ▲2.7%








Managed Care 0.0










Perceived pay



US revenue (%) $5-$20M 12.5 >100M 87.5

$20-$50M 0.0


Mundane 37.5 No 0.0



Fair 62.5 Poor 12.5










Vacation 2.7






job this year? (%)








DIRECTOR, CME $111,900 ▼2.9%








Managed Care 0.0










Perceived pay



US revenue (%) $5-$20M 30.0 >100M 30.0

$20-$50M 10.0


Mundane 10.0 No 0.0



Fair 20.0 Poor 20.0










Vacation 3.2






job this year? (%)











RESEARCH ANALYST $53,500 NA








Managed Care 100.0










Perceived pay



US revenue (%) $5-$20M 0.0 >100M 100.0

$20-$50M 0.0


Mundane 50.0 No 0.0



Fair 0.0 Poor 50.0










Vacation 5.0






job this year? (%)








RESEARCH MANAGER $96,100 ▲2.2%








Managed Care 0.0










Perceived pay



US revenue (%) $5-$20M 20.0 >100M 40.0

$20-$50M 20.0





Fair 16.7 Poor 33.3










Vacation 3.8






job this year? (%)











CREATIVE DIRECTOR $136,900 ▼6.9%








Managed Care 33.3










Perceived pay



US revenue (%) $5-$20M 44.4 >100M 11.1

$20-$50M 11.1


Mundane 37.5 No 0.0



Fair 22.2 Poor 22.2










Vacation 3.3






job this year? (%)








VP CREATIVE DIRECTOR $167,900 NA








Managed Care 14.3










Perceived pay



US revenue (%) $5-$20M 57.1 >100M 0.0

$20-$50M 28.6


Mundane 14.3 No 0.0



Fair 28.6 Poor 14.3










Vacation 3.5






job this year? (%)











ART DIRECTOR $78,000 ▼19.6%








Managed Care 0.0










Perceived pay



US revenue (%) $5-$20M 0.0 >100M 0.0

$20-$50M 100.0


Mundane 0.0 No 0.0



Fair 0.0 Poor 100.0










Vacation 0.0






job this year? (%)








ASSOCIATE CREATIVE DIR $134,500 ▼2.2%








Managed Care 0.0










Perceived pay



US revenue (%) $5-$20M 0.0 >100M 0.0

$20-$50M 66.7


Mundane 25.0 No 0.0



Fair 25.0 Poor 25.0










Vacation 6.0






job this year? (%)











COPYWRITER $75,800 NA








Managed Care 0.0










Perceived pay



US revenue (%) $5-$20M 60.0 >100M 0.0

$20-$50M 0.0





Fair 16.7 Poor 33.3










Vacation 2.2






job this year? (%)








COPY SUPERVISOR $92,400 NA








Managed Care 0.0










Perceived pay



US revenue (%) $5-$20M 50.0 >100M 0.0

$20-$50M 25.0


Mundane 0.0 No 0.0



Fair 50.0 Poor 0.0










Vacation 3.5






job this year? (%)











PUBLISHER $101,500 ▼23.2%








Managed Care 16.7










Perceived pay



US revenue (%) $5-$20M 50.0 >100M 0.0

$20-$50M 16.7


Mundane 0.0 No 16.7



Fair 0.0 Poor 50.0










Vacation 3.4






job this year? (%)








PRODUCTION/TRAFFIC MANAGER $68,100 ▲5.6%








Managed Care 0.0










Perceived pay



US revenue (%) $5-$20M 42.9 >100M 14.3

$20-$50M 0.0


Mundane 14.3 No 0.0



Fair 28.6 Poor 28.6










Vacation 3.0






job this year? (%)











ADVERTISING SALES EXECUTIVE $75,000 NA








Managed Care 0.0










Perceived pay



US revenue (%) $5-$20M 33.3 >100M 33.3

$20-$50M 0.0


Mundane 50.0 No 0.0



Fair 50.0 Poor 25.0










Vacation 2.7






job this year? (%)








ADVERTISING SALES MANAGER $51,000 ▼64.9%








Managed Care 0.0










Perceived pay



US revenue (%) $5-$20M 33.3 >100M 0.0

$20-$50M 0.0


Mundane 0.0 No 33.3



Fair 0.0 Poor 33.3










Vacation 6.5






job this year? (%)











CONSULTANT $317,300 NA








Managed Care 0.0










Perceived pay



US revenue (%) $5-$20M 25.0 >100M 0.0

$20-$50M 0.0


Mundane 0.0 No 25.0



Fair 0.0 Poor 25.0










Vacation 4.3






job this year? (%)








EDITOR $64,800 ▼26.2%








Managed Care 21.4










Perceived pay



US revenue (%) $5-$20M 35.7 >100M 7.1

$20-$50M 28.6


Mundane 14.3 No 7.1



Fair 35.7 Poor 35.7










Vacation 2.9






job this year? (%)












Section 5: Employee Characteristics

This section shows how the data profiles of employees—salary, benefits, perceptions, satisfaction, intentto move, job-seeking preferences, etc.—vary between different employee characteristics, such as gender and the number of years spent in current position.

Data Sets

■ Male, page 44

■ Female, page 44

■ 1 Year or Less in Current Position, page 45

■ 1-2 Years in Current Position, page 45

■ 3-5 Years in Current Position, page 46

■ Over 5 Years in Current Position, page 46


SECTION 5 EMPLOYEE CHARACTERISTICS

MALE $138,800 ▼5.7%








Managed Care 11.2










Perceived pay



US revenue (%) $5-$20M 23.9 >100M 35.1

$20-$50M 13.5


Mundane 13.6 No 8.2



Fair 27.8 Poor 20.6










Vacation 3.9






job this year? (%)








FEMALE $109,700 ▲1.6%








Managed Care 10.1










Perceived pay



US revenue (%) $5-$20M 28.4 >100M 23.5

$20-$50M 14.9


Mundane 14.2 No 9.8



Fair 28.9 Poor 20.9










Vacation 3.1






job this year? (%)









5.0 EMPLOYEE.qxp 11/3/09 11:10 AM Page 1

1-2YRS IN CURRENT POS $117,800 ▼4.8%








Managed Care 12.2










Perceived pay



US revenue (%) $5-$20M 23.8 >100M 31.4

$20-$50M 16.2


Mundane 18.1 No 5.7



Fair 25.2 Poor 25.2










Vacation 3.4






job this year? (%)








1YR OR LESS IN CURRENT POS $125,900 ▲2.4%








Managed Care 10.1










Perceived pay



US revenue (%) $5-$20M 36.1 >100M 32.6

$20-$50M 10.5





Fair 24.7 Poor 14.6










Vacation 3.8






job this year? (%)











OVER 5YRS IN CURRENT POS $131,800 ▼4.6%








Managed Care 9.4










Perceived pay



US revenue (%) $5-$20M 24.5 >100M 20.8

$20-$50M 18.9





Fair 23.6 Poor 32.1










Vacation 3.6






job this year? (%)








3-5YRS IN CURRENT POS $123,100 ▼10.2%








Managed Care 7.5










Perceived pay



US revenue (%) $5-$20M 23.9 >100M 31.5

$20-$50M 13.2


Mundane 15.2 No 9.5



Fair 34.8 Poor 14.3










Vacation 3.3






job this year? (%)












Section 6: Employee Benefits

This section shows how the data profiles of employees—salary, benefits, perceptions, satisfaction, intent to move, job-seeking preferences, etc.—vary between different levels of benefits received, suchas bonuses, medical coverage and retirement plans.

Data Sets

■ Receive a Commission, page 48

■ No Commission, page 48

■ Receive a Bonus, page 49

■ No Bonus, page 49

■ Receive Medical Coverage, page 50

■ No Medical Coverage, page 50

■ Receive Dental Coverage, page 51

■ No Dental Coverage, page 51

■ Receive Retirement Benefits, page 52

■ No Retirement Benefits, page 52


SECTION 6 EMPLOYEE BENEFITS

RECEIVE A COMMISSION $106,700 ▼5.7%








Managed Care 7.4










Perceived pay



US revenue (%) $5-$20M 26.9 >100M 19.2

$20-$50M 17.3





Fair 29.6 Poor 16.7










Vacation 3.8






job this year? (%)








NO COMMISSION $124,400 ▼5.0%








Managed Care 11.0










Perceived pay



US revenue (%) $5-$20M 26.3 >100M 29.9

$20-$50M 13.9


Mundane 14.3 No 8.8



Fair 28.3 Poor 21.3










Vacation 3.4






job this year? (%)









6.0 BENEFITS.qxp 11/3/09 11:12 AM Page 1

NO BONUS $108,100 ▲4.1%








Managed Care 10.8










Perceived pay



US revenue (%) $5-$20M 33.3 >100M 12.1

$20-$50M 17.2





Fair 30.4 Poor 27.0










Vacation 3.3






job this year? (%)








RECEIVE A BONUS $132,100 ▼6.0%








Managed Care 10.5










Perceived pay



US revenue (%) $5-$20M 21.6 >100M 40.1

$20-$50M 12.3


Mundane 15.0 No 4.8



Fair 27.0 Poor 16.6










Vacation 3.6






job this year? (%)











NO MEDICAL COVERAGE $114,200 ▲5.0%








Managed Care 12.8










Perceived pay



US revenue (%) $5-$20M 29.2 >100M 18.1

$20-$50M 14.6


Mundane 15.1 No 9.6



Fair 26.4 Poor 25.7










Vacation 3.5






job this year? (%)








RECEIVE MEDICAL COVERAGE $126,000 ▼7.9%








Managed Care 9.7










Perceived pay



US revenue (%) $5-$20M 25.1 >100M 33.2

$20-$50M 14.2


Mundane 13.5 No 8.9



Fair 29.3 Poor 18.8










Vacation 3.5






job this year? (%)











NO DENTAL COVERAGE $119,100 ▲0.3%








Managed Care 13.7










Perceived pay



US revenue (%) $5-$20M 31.9 >100M 14.6

$20-$50M 12.4





Fair 24.7 Poor 27.9










Vacation 3.5






job this year? (%)








RECEIVE DENTAL COVERAGE $124,700 ▼7.2%








Managed Care 8.7










Perceived pay



US revenue (%) $5-$20M 23.0 >100M 37.4

$20-$50M 15.4


Mundane 13.7 No 7.5



Fair 30.7 Poor 16.5










Vacation 3.5






job this year? (%)











NO RETIRE BENEFITS $115,700 ▼5.8%








Managed Care 12.5










Perceived pay



US revenue (%) $5-$20M 30.4 >100M 17.9

$20-$50M 17.1


Mundane 18.0 No 9.9



Fair 28.6 Poor 22.0










Vacation 3.4






job this year? (%)








RECEIVE RETIRE BENEFITS $131,800 ▼3.5%








Managed Care 8.0










Perceived pay



US revenue (%) $5-$20M 21.0 >100M 43.3

$20-$50M 10.5


Mundane 8.5 No 8.1



Fair 28.2 Poor 19.3










Vacation 3.6






job this year? (%)












Section 7: Employee Perceptions & Opinions

This section shows how the data profiles of employees—salary, benefits, perceptions, satisfaction, intent to move, job-seeking preferences, etc.—vary between employees with differing perceptions of job satisfaction, advancement prospects and relative pay.

Data Sets

■ My Job is Thoroughly Satisfying, page 54

■ My Job is Generally Satisfying, page 54

■ My Job is OK, but can be Mundane, page 55

■ My Job is Unsatisfying, page 55

■ I Make More Than My Peers, page 56

■ I Make Less Than My Peers, page 56

■ I Make The Same As My Peers, page 57

■ Excellent Advancement Prospects, page 57

■ Good Advancement Prospects, page 58

■ Fair Advancement Prospects, page 58

■ Poor Advancement Prospects, page 59


SECTION 7 EMPLOYEE PERCEPTIONS & OPINIONS

JOB IS THOROUGHLY SATISFYING $137,200 ▼5.4%








Managed Care 10.2










Perceived pay



US revenue (%) $5-$20M 21.3 >100M 29.1

$20-$50M 14.2


Mundane 0.0 No 0.0



Fair 12.5 Poor 8.6










Vacation 3.7






job this year? (%)








JOB IS GENERALLY SATISFYING $122,000 ▼4.9%








Managed Care 11.5










Perceived pay



US revenue (%) $5-$20M 25.4 >100M 30.7

$20-$50M 12.9


Mundane 0.0 No 0.0



Fair 34.1 Poor 15.9










Vacation 3.3






job this year? (%)









7.0 PERCEPTION.qxp 11/3/09 11:15 AM Page 1

JOB IS UNSATISFYING $105,500 ▼15.0%








Managed Care 6.7










Perceived pay



US revenue (%) $5-$20M 37.2 >100M 9.3

$20-$50M 25.6





Fair 26.7 Poor 64.4










Vacation 3.8






job this year? (%)








JOB IS OK, BUT CAN BE MUNDANE $104,100 ▼9.5%








Managed Care 7.3










Perceived pay



US revenue (%) $5-$20M 33.3 >100M 33.3

$20-$50M 10.6





Fair 36.2 Poor 34.8










Vacation 3.4






job this year? (%)











I MAKE LESS THAN MY PEERS $103,700 ▼1.0%








Managed Care 11.2










Perceived pay



US revenue (%) $5-$20M 32.1 >100M 20.9

$20-$50M 12.4





Fair 29.9 Poor 24.9










Vacation 3.6






job this year? (%)








I MAKE MORE THAN MY PEERS $176,800 ▲1.4%








Managed Care 4.8










Perceived pay



US revenue (%) $5-$20M 27.0 >100M 27.0

$20-$50M 11.1


Mundane 10.0 No 8.3



Fair 17.5 Poor 15.9










Vacation 3.7






job this year? (%)











EXCELLENT ADV PROSPECTS $145,700 ▼3.6%








Managed Care 11.6










Perceived pay



US revenue (%) $5-$20M 27.9 >100M 17.4

$20-$50M 15.1


Mundane 4.8 No 1.2



Fair 0.0 Poor 0.0










Vacation 3.6






job this year? (%)








I MAKE THE SAME AS MY PEERS $129,200 ▼7.3%








Managed Care 11.3










Perceived pay



US revenue (%) $5-$20M 19.4 >100M 38.7

$20-$50M 17.8


Mundane 15.0 No 5.7



Fair 29.9 Poor 17.5










Vacation 3.3






job this year? (%)











FAIR ADV. PROSPECTS $124,200 ▲2.0%








Managed Care 12.0










Perceived pay



US revenue (%) $5-$20M 27.7 >100M 34.3

$20-$50M 16.8


Mundane 18.0 No 8.6



Fair 100.0 Poor 0.0










Vacation 3.1






job this year? (%)








GOOD ADV. PROSPECTS $121,700 ▼5.3%








Managed Care 8.3










Perceived pay



US revenue (%) $5-$20M 22.3 >100M 36.8

$20-$50M 13.3


Mundane 9.6 No 1.8



Fair 0.0 Poor 0.0










Vacation 3.4






job this year? (%)











POOR ADV. PROSPECTS $103,200 ▼13.1%








Managed Care 11.5










Perceived pay



US revenue (%) $5-$20M 29.7 >100M 17.8

$20-$50M 11.9





Fair 0.0 Poor 100.0










Vacation 4.1






job this year? (%)












Section 8: Job Seekers

This section shows how the data profiles of employees—salary, benefits, perceptions, satisfaction, intent to move, job-seeking preferences, etc.—vary between job seekers and settled employees andbetween different motivational factors for moving jobs.

Data Sets

■ Seek a New Job in the Next 12 Months, page 61

■ Not Seeking a New Job, page 61

■ Moving for a Better Salary, page 62

■ Moving for a Different Area, page 62

■ Moving to a Different Industry, page 63

■ Moving for a Better Culture/Environment, page 63

■ Moving for Advancement Prospects, page 64

■ Better Job Security, page 64

■ Need a Change, page 65

■ Other Reasons, page 65

09TOC and Dividers B 11/3/09 12:54 PM Page 9

SECTION 8 JOB SEEKERS

SEEK A NEW JOB IN NEXT 12 MOS. $111,200 ▼4.1%








Managed Care 8.3










Perceived pay



US revenue (%) $5-$20M 28.3 >100M 28.3

$20-$50M 16.4





Fair 34.8 Poor 39.2










Vacation 3.7






job this year? (%)








NOT SEEKING A NEW JOB $139,600 ▼4.4%








Managed Care 10.6










Perceived pay



US revenue (%) $5-$20M 22.9 >100M 29.3

$20-$50M 13.8


Mundane 5.9 No 1.1



Fair 17.5 Poor 7.4










Vacation 3.6






job this year? (%)









8.0 SEEKERS.qxp 11/3/09 11:17 AM Page 1

MOVING FOR DIFFERENT AREA $110,500 ▼NA








Managed Care 5.0










Perceived pay



US revenue (%) $5-$20M 42.1 >100M 31.6

$20-$50M 10.5





Fair 30.0 Poor 30.0










Vacation 3.9






job this year? (%)








MOVING FOR A BETTER SALARY $90,500 ▼13.2%








Managed Care 8.7










Perceived pay



US revenue (%) $5-$20M 38.2 >100M 22.1

$20-$50M 10.3





Fair 24.6 Poor 34.8










Vacation 3.5






job this year? (%)











MOVING FOR CULTURE/ENVIR. $115,500 ▼6.7%








Managed Care 2.6










Perceived pay



US revenue (%) $5-$20M 16.7 >100M 33.3

$20-$50M 22.2





Fair 42.1 Poor 39.5










Vacation 3.1






job this year? (%)








MOVING TO DIFFERENT INDUSTRY $138,200 ▼14.2%








Managed Care 11.1










Perceived pay



US revenue (%) $5-$20M 33.3 >100M 27.8

$20-$50M 16.7





Fair 27.8 Poor 38.9










Vacation 4.3






job this year? (%)











BETTER JOB SECURITY $130,900 NA








Managed Care 4.8










Perceived pay



US revenue (%) $5-$20M 4.8 >100M 33.3

$20-$50M 14.3


Mundane 14.3 No 9.5



Fair 33.3 Poor 33.3










Vacation 3.4






job this year? (%)








MOVING FOR ADV PROSPECTS $115,500 ▼5.0%








Managed Care 16.1










Perceived pay



US revenue (%) $5-$20M 13.3 >100M 33.3

$20-$50M 16.7


Mundane 6.5 No 12.9



Fair 41.9 Poor 41.9










Vacation 4.0






job this year? (%)











OTHER $148,900 NA








Managed Care 9.1










Perceived pay



US revenue (%) $5-$20M 18.2 >100M 54.6

$20-$50M 9.1


Mundane 23.8 No 4.8



Fair 31.8 Poor 18.2










Vacation 3.9






job this year? (%)








NEED CHANGE $114,300 NA








Managed Care 11.8










Perceived pay



US revenue (%) $5-$20M 41.2 >100M 17.7

$20-$50M 23.5


Mundane 35.3 No 5.9



Fair 41.2 Poor 23.5










Vacation 3.1






job this year? (%)











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