Is it time for salary reviews in your firm? Before you go through this important year-end process, you need to know "what’s normal" for salaries and bonuses in the A/E/P & environmental consulting industry. To get this information, turn to the 2008-2009 Management Compensation Survey of A/E/P & Environmental Consulting Firms, the most comprehensive report available on salaries, bonuses, overtime pay, and total compensation for design and environmental firm leaders. Now in its 11th edition, this report will help you make sure you’re staying on top of what your key managers should be earning and keeping competitive with the rest of the industry.
Is your salary competitive with other managers in the rest of the industry?
Which types of managers are most likely to receive bonuses?
Have bonuses increased or decreased since last year?
Which management positions earn the most?
Do top managers in our industry receive overtime pay?
What are managers’ total compensation packages?
Is it time for salary reviews in your firm? Before you go through this important year-end process, you need to know “what’s normal” for salaries and bonuses in the A/E/P & environmental consulting industry. To get this information, turn to the resource thousands of firm leaders have used for years for benchmarking their managers’ salaries, bonuses, overtime pay, and total compensation against other firms’ top managers.
The 2008-2009 Management Compensation Survey of A/E/P & Environmental Consulting Firms is the most comprehensive report available on compensation for design and environmental firm leaders. Now in its 11th edition, this report will help you make sure you’re staying on top of what your key managers should be earning and keeping competitive with the rest of the industry. How much is enough to keep top managers from running to the competition, and how much is too much and will end up hurting your firm’s bottom line? It’s a tough job to find a balance between the two— this book will help you find it!
Annual base salary, bonus, overtime pay, and total compensation are included for each of seven key management positions. Data are broken down by firm type, staff size, region of the firm’s headquarters office, firm growth rate, and firm profit so you can make apples-to-apples comparisons between your firm and the survey statistics.
The 2008-2009 edition of this report breaks down as follows:
Project Managers. For the purposes of this survey, a project manager is anyone who holds the title “Project Manager” and/or spends time managing one or more projects. Their responsibilities typically include tracking budgets and schedules, marketing and sales, quality assurance, fee collection, and other areas of business.
Financial Directors. We asked firms to provide information about the top person in their firm who manages their finance and accounting. In large firms there may be many employees involved with finance and accounting, but firms were only asked to report on the person with the highest day-to-day responsibility for financial matters. In addition to the categories mentioned above, data in this section are also broken down by the manager’s title or status within their firm.
Information Technology Managers. In this chapter you’ll get statistics on IT managers’ compensation packages. An IT manager is defined as the one person in a firm whose primary role is information technology, who heads up the information systems overall, and who oversees information technology staff.
Human Resources Directors. The human resources director is defined as the individual who guides the company’s activities in staff recruitment, development, and retention, works to minimize employment-related liability exposure, and oversees the firm’s human resources staff.
Marketing Directors. A marketing director is defined as the one full-time, dedicated marketer who heads up the marketing effort overall and oversees the marketing staff.
Branch Office Managers. Branch office managers are almost always responsible for the financial performance of the office they manage and, because this is such an important responsibility, are usually principals of their firm. In addition to the categories mentioned previously, data in this chapter are also broken down by the size of the office the individual manages.
Principals. Principals are the key players and primary leaders of a firm. They may or may not be owners or officers of their firm, but probably are. This chapter shows data for all principals such as presidents, executive vice presidents, and vice presidents, but breaks it out by title or status in comparison tables.
Look no further than the 2008-2009 Management Compensation Survey for comprehensive compensation data for every type of manager in the design and environmental industry. Whether you’re looking to find out if you’re paying top managers their worth or you want to make sure you’re earning your fair share, this book will answer all your questions about managers’ salaries, bonuses, overtime pay, and total compensation. Don’t take another step towards year-end salary reviews or business planning without first getting your copy of the latest edition of this important report!
Chapter 1— About the Survey Introduction • Data collection • Definitions • Firm type • Firm staff size • Region of headquarters • Firm growth rate • Firm profit • Sample sizes
Chapter 3— Financial Directors Financial director annual base salary • Financial director bonus • Financial director overtime pay • Financial director total compensation
Chapter 4—Information Technology Managers IT manager annual base salary • IT manager bonus • IT manager overtime pay • IT manager total compensation
Chapter 5— Human Resources Directors HR director annual base salary • HR director bonus • HR director overtime pay • HR director total compensation
Chapter 6— Marketing Directors Marketing director annual base salary • Marketing director bonus • Marketing director overtime pay • Marketing director total compensation
Chapter 8— Principals Principal annual base salary • Principal bonus • Principal shareholder distribution • Principal overtime pay • Principal total compensation
Customers who bought this item also bought
Salary Survey of Mountain Engineering Firms, 2008 Comprehensive salary data for engineering firms with offices in Montana, Idaho, Wyoming, Colorado, New Mexico, Arizona, Utah, and Nevada.
Salary Survey of South Central Engineering Firms, 2008 Comprehensive salary data for engineering firms with offices in Kentucky, Tennessee, Alabama, Mississippi, Arkansas, Louisiana, Oklahoma, and Texas.
Fee & Billing Survey, 2008 Comprehensive project fee data and employee hourly billing rate norms for architecture, engineering, planning, and environmental consulting firms.
Related Items
Salary Survey of Northeast Engineering Firms, 2008 Comprehensive salary data for engineering firms with offices in Connecticut, Maine, Massachusetts, New Hampshire, New Jersey, New York, Pennsylvania, Rhode Island, and Vermont.
Salary Survey of South Atlantic Engineering Firms, 2008 Comprehensive salary data for engineering firms with offices in Delaware, District of Columbia, Florida, Georgia, Maryland, North Carolina, South Carolina, Virginia, and West Virginia.
Salary Survey of North Central Engineering Firms, 2008 Comprehensive salary data for engineering firms with offices in Illinois, Indiana, Iowa, Kansas, Michigan, Minnesota, Missouri, Nebraska, North Dakota, Ohio, South Dakota, and Wisconsin.
