2011 salary survey bi analytics 9898890

A n a l y t i c s . I n f o r m a t i o nWe e k . c o m

Report ID: R2040411-BI

A n a l y t i c s R e p o r t

A p r i l 2 0 1 1$ 9 9

Bus ines s In te l l i gence :In Demand and on Top

The compensation future looks bright for business

intelligence and information management professionals as

the data deluge puts these workers in high demand.

By Doug Henschen

BI/ANALYTICS

Analyt ics . In format ionWeek .comS a l a r y S u r v e y : B I / A n a l y t i c s

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CONT

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6 Author’s Bio

7 Research Synopsis

9 Salary Survey: BI/Analytics

9 Paying the Big Bucks

14 The Tasks at Hand

14 Focused on the Business

17 The Down Side of on Top

21 Appendix

56 Related Reports

2 April 2011 © 2011 InformationWeek, Reproduction Prohibited

A n a l y t i c s R e p o r t s

Analyt ics . In format ionWeek .com

S a l a r y S u r v e y : B I / A n a l y t i c s



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9 Figure 1: BI Compensation Trend

10 Figure 2: BI Salary Trend

10 Figure 3: Data Integration/Warehousing Salary Trend

11 Figure 4: Manager Base Salaries by U.S. Region

12 Figure 5: Task/Challenge That Consumes Most Time for BI/Analytics

13 Figure 6: Task/Challenge That Consumes Most Time for Information Management

14 Figure 7: Experience Outside IT

15 Figure 8: Non-IT Responsibilities in Current Position

16 Figure 9: Overall Satisfaction

17 Figure 10: What Matters Most

18 Figure 11: Promising Career Path

18 Figure 12: Economy Impact on IT Career Security

19 Figure 13: Job Security

21 Figure 14: Change in Base Salary for BI

21 Figure 15: Change in Base Salary for Data Integration/Warehousing

22 Figure 16: Data Integration/Warehousing Compensation Trend

23 Figure 17: Gender Gap

23 Figure 18: Compensation by Gender

24 Figure 19: Bonuses for 2011

25 Figure 20: Reasons for Bonuses

26 Figure 21: Non-IT Positions Held in Past Jobs

27 Figure 22: Critical Business and Technical Skills

28 Figure 23: Staff Base Salaries by U.S. Region





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29 Figure 24: Change in Staff Pay by U.S. Region

29 Figure 25: Change in Management Pay by U.S. Region

30 Figure 26: Rewards for Next 12 Months

31 Figure 27: Training Valued

32 Figure 28: Training Received

33 Figure 29: Out-of-Pocket Training Expenses

34 Figure 30: What Matters Most to Staffers

35 Figure 31: What Matters Most to Managers

36 Figure 32: Years in IT

36 Figure 33: Years at Company

37 Figure 34: Number of Companies Over the Past 10 Years

37 Figure 35: Satisfaction With Compensation

38 Figure 36: Staff: Compensation Satisfaction Trend

38 Figure 37: Management: Compensation Satisfaction Trend

39 Figure 38: Staff: Satisfaction Trend

39 Figure 39: Management: Satisfaction Trend

40 Figure 40: Intellectually Challenged

40 Figure 41: Staff: Job Security Trend

41 Figure 42: Management: Job Security Trend

42 Figure 43: Staff: IT Career Path Trend

42 Figure 44: Management: IT Career Path Trend

43 Figure 45: Impact of Slower Economy

44 Figure 46: IT Outsourcing Practices





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45 Figure 47: Impact of Outsourcing on IT Professionals

46 Figure 48: Impact of Outsourcing on Career

47 Figure 49: Looking for a New Job?

48 Figure 50: Reasons for Seeking a New Job

49 Figure 51: Reasons to Accept a Lower Position

50 Figure 52: Degree of Responsibility for BI/Analytics

51 Figure 53: Degree of Responsibility for Information Management

52 Figure 54: Education

53 Figure 55: Gender

53 Figure 56: Age

54 Figure 57: Company Revenue

55 Figure 58: Company Size





Doug HenschenInformationWeek

Analytics

Doug Henschen is executive editor of InformationWeek, where he

covers the intersection of enterprise applications with information

management, business intelligence and analytics. He previously

served as editor in chief of Intelligent Enterprise and he has covered

IT for the last 12 years of his 28-year career in publishing.





Rese

arch

Syn

opsis

Survey Name: 2011 InformationWeek Analytics U.S. IT Salary Survey;BI/Analytics Survey Date: November 2010 to January 2011 Region: United StatesNumber of Respondents: 1,086 business intelligence/analytics andinformation management professionals (436 staff and 333 managerBI/analytics professionals; 194 staff and 123 manager information man-agement professionals)

Purpose:To track IT salary and compensation trends from the perspective of thoseon the front lines, InformationWeek Analytics conducts an annual U.S. ITSalary Survey. Now in its 14th year, it’s the largest employee-based ITsalary survey in the country. Last year, 20,492 full-time IT professionalscompleted the Web-based survey. This year, 18,201 took part.

The goal of this trendable study is to measure various aspects of compen-sation, benefits, and job satisfaction. This report focuses on the 1,086business intelligence/analytics and information management professionalswho participated in the survey.

Methodology:The survey was designed by InformationWeek Analytics and fieldedonline. Links to the survey were posted on the websites ofInformationWeek and other sites within the InformationWeek BusinessTechnology Network. The survey was also promoted inInformationWeek’s daily and weekly newsletters.

In addition, personalized email invitations with an embedded link to thesurvey were sent to nearly 300,000 IT professionals from





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Syn

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InformationWeek Business Technology Network print, newsletter andevent databases. The survey fielded from November 2010 to January2011.

The information within this report is based on responses from 1,086business intelligence/analytics and information management profession-als. Unemployed and part-time workers were excluded from theseresults, as were respondents from outside the United States.

This report uses median rather than mean or average figures for salaryand percentage salary changes to eliminate distortions caused byextremes at either the high or low end of the responses.

ABOUT US | InformationWeek Analytics’ experienced analysts arm business technology

decision-makers with real-world perspective based on a combination of qualitative and quantitative

research, business and technology assessment and planning tools, and technology adoption best

practices gleaned from experience.

If you’d like to contact us, write to managing director Art Wittmann at [email protected],

content director Lorna Garey at [email protected] and research managing editor Heather Vallis

at [email protected]. Find all of our reports at www.analytics.informationweek.com.





Salary Survey: BI/AnalyticsDriven by online, mobile and social media activity, data stockpiles are growing exponentially.In fact, their growth is rivaled only by the increase in demand to make sense of that data inorder to make smarter business decisions. In short, in our digital era, there’s little doubt thatdata-savvy professionals will be in demand and will continue to stay on top.

Business intelligence and data integration/data warehousing professionals have long been at ornear the top of the IT pay scale, but the 2011 InformationWeek IT Salary Survey paints a par-ticularly rosy picture for these masters of data management and analysis.

Whether the adjective is “more,” “better” or “top,” it can be applied to this group. And to dif-ferentiate within this group, BI/analytics professionals enjoy above-average compensation,while data integration/data warehousing types—collectively known as information manage-ment (IM) professionals—are at the pinnacle of many of the categories in this year’s survey.

Paying the Big BucksThe good news for all IT workers heading into 2011 is that salaries and compensation arestarting to increase after two tough years of recession, layoffs and uncertainty in the wake ofthe global financial crisis. Base salaries for IT staff and management are fairly flat at $83,000

Figure 1

$90

Base: 436 staff and 333 manager BI/analytics professionals in 2011Data: InformationWeek Analytics 2011 U.S. IT Salary Survey of 1,086 BI/analytics and information management professionals

Staff

Management

$88

$130$121

Median total cash compensation, includes any bonuses and other direct cash payments received in the past 12 months (in $ thousands)

BI Compensation Trend

2011 2010





and $105,000, respectively, for 2011. But bonuses and rewards such as profit sharing are grow-ing modestly, pushing total compensation for staff and managers up 0.9% and 1.9%, respec-tively, to $87,000 and $115,000 this year.

Things look event better for BI and IM professionals, with anecdotal reports and job listingspointing to strong demand. The so-called big-data era, with ever-growing data stores and theimperative to make use of data for business insight, bodes well for both professions.

This year as in years past, survey data shows that BI/analytics pros are getting above-average

Figure 2

$98

Base: 194 staff and 123 manager information management professionals in 2011Data: InformationWeek Analytics 2011 U.S. IT Salary Survey of 1,086 BI/analytics and information management professionals

Staff

Management

$90

$118$119

Median annual base salary (in $ thousands)Data Integration/Warehousing Salary Trend

2011 2010

$85


Staff

Management

$83

$110$109

Median annual base salary (in $ thousands)BI Salary Trend

2011 2010

Figure 3





*Low base, use with cautionNote: Median salaries in thousands of dollarsBase: 456 managers in 2011, 455 in 2010Data: InformationWeek Analytics 2011 U.S. IT Salary Survey of 1,086 BI/analytics and information management professionals

Northeast

Midwest

South Atlantic

South Central

Mountain*

Pacific

What is your annual base salary?Manager Base Salaries by U.S. Region

2011

$120

$105

$117

$95

$110

$125

2010

$116

$100

$120

$95

$105

$125

Figure 4

salaries while IM professionals are at the top of the income heap. The median annual basesalaries for BI staff and managers are $85,000 and $110,000, respectively, and median totalcompensation for these workers is $90,000 and $130,000.

The median 2011 annual base salaries for IM staff and managers are $98,000 and $118,000,respectively. Median compensation among the IM staff surveyed was $107,000, while IM man-agers put that figure at $131,000,

IM staff are unmatched in total compensation, though they are trailed closely by their enterpriseapplication integration colleagues (at $105,000) and enterprise resource planning staff (at$102,000). IM manager compensation is second only to that of enterprise content managementmanagers (who earn a median of $136,000). A small base of wireless infrastructure managerssurveyed suggest they have a slightly higher salary than IM pros, but there’s not enough datafor high confidence in that finding.

As with all IT salaries, BI and IM pay and compensation varies by region, with the Northeastand Pacific regions of the United States seeing the highest pay and the Midwest and SouthCentral regions at the low end of the spectrum.





61%

Note: Three responses allowedBase: 769 BI/analytics professionals in 2011, 793 in 2010Data: InformationWeek Analytics 2011 U.S. IT Salary Survey of 1,086 BI/analytics and information management professionals

Working with executives/users to define needs and requirements

Developing queries and analyses

Designing/revising reports

Researching new capabilities and screening prospective vendors and technologies

Training users or trainers within departments and business units

Creating scorecards, dashboards or other decision-support interfaces

Planning and developing “what if” analyses and projections

Working with others to embed BI/analytics within enterprise apps such as ERP and CRM

Developing predictive or statistical models to understand/predict performance

Developing analytic applications (up-sell/cross-sell, customer care, etc.)

Other

64%

44%42%

40%36%

26%25%

20%21%

20%20%

15%18%

15%12%

9%10%

10%10%

6%8%

Which of the following tasks/challenges consume most of your time?Task/Challenge That Consumes Most Time for BI/Analytics

2011 2010

Figure 5




34%

Note: Three responses allowedBase: 317 information management professionals in 2011, 282 in 2010Data: InformationWeek Analytics 2011 U.S. IT Salary Survey of 1,086 BI/analytics and information management professionals

Working with external stakeholders to document data requirements

Documenting integration/data warehouse design, processes and procedures

Designing/updating ETL routines/code

Identifying and accessing data sources

Designing/revising data warehouse models and architecture

Day-to-day integration of data

Setting goals for future data integration and data warehousing initiatives

Monitoring data warehouse performance and overseeing usage

Developing data quality and cleansing routines

Implementing/leading master data management initiatives

Forging agreement on metadata standards

Training administrators and external users

Other

38%

40%33%

33%31%

26%30%

32%29%

31%28%

21%

18%19%

17%15%

13%10%

4%7%

8%5%

4%

Which of the following tasks/challenges consume most of your time?Task/Challenge That Consumes Most Time for Information Management

0%

0%

2011 2010

Figure 6





The Tasks at HandBI and IM professionals often work together and serve on the same project teams and competencycenters. Their skills and duties are complementary, with IM pros handling the back-end data inte-gration, data management and data quality work, and BI/analytics types making use of the data onceit’s available. Both constituents serve the business, but BI types interact with the front office on moreof a day-to-day basis, whereas the IM professionals gather business requirements and interact withthe business more periodically.

What exactly do BI/analytics and IM professionals do? Their top five most time-consuming tasks andchallenges in 2011 are consistent with last year’s report. For BI/analytics professionals, it’s workingwith executives and users to define needs and requirements; developing queries and analyses;designing and revising reports; researching new technologies and vendors; and training users ortrainers within departments and business units.

Among IM professionals, the tasks that consume the most work time are working with externalstakeholders to document data requirements; documenting integration/data warehouse design,processes and procedures; designing/updating extract, transform, load (ETL) routines/code; identify-ing and accessing data sources; and designing/revising data warehouse models and architecture.

Focused on the Business It’s significant that “working with executives/stakeholders” is cited as the most time-consuming chal-lenge for both BI/analytics and IM professionals. These two groups are slightly more likely than aver-

53%

Base: 630 staff and 456 managersData: InformationWeek Analytics 2011 U.S. IT Salary Survey of 1,086 BI/analytics and information management professionals

Yes

No

59%

47%41%

Have you held a full-time position outside of the IT function?Experience Outside IT

Staff Management

Figure 7





23%

Note: Multiple responses allowedBase: 630 staff and 456 managersData: InformationWeek Analytics 2011 U.S. IT Salary Survey of 1,086 BI/analytics and information management professionals

Business development

Marketing/sales

Research and development

Finance

Operations/supply chain/manufacturing

Non-IT support functions

Line-of-business/division management

Logistics

Human resources

Public relations

Facilities management

Other

My responsibilities are IT-focused only

30%

18%20%

15%18%

13%17%

9%15%

9%11%

5%13%

4%5%

3%9%

2%5%

2%4%

3%3%

43%31%

In your current role, does your work involve formal responsibilities outside the IT organization?Non-IT Responsibilities in Current Position

Staff Management

Figure 8





age IT staff and managers to have previous non-IT (meaning business) experience. What’s more,they are much more likely than their peers to have non-IT responsibilities in their current positions.

Here’s the data that proves the point. Among all 1,086 BI/analytics and IM respondents, 53% of staffand 59% of managers say they had previous experience outside of IT. This compares with 50% and55% of all IT staff and managers. It’s notable that among BI and IM respondents who do have non-IT experience, 20% of staff and 22% of managers have experience in the finance area, as comparedwith 11% of staff and 15% of managers among all respondents with non-IT experience.

Make no mistake—financial insight is frequently what’s called for when analyzing data, so it’s nosurprise that those entrusted with gathering and analyzing the data are more likely to have financialexperience.

The contrast is even sharper when looking at current job responsibilities. Compared with the aver-age IT employee, BI/analytics and IM staff and managers report significantly higher rates of non-ITresponsibilities in their current positions, including business development, marketing/sales, researchand development, finance and operations/supply chain/manufacturing.

The lesson for those seeking to move into the BI and IM fields is this: Be prepared to talk up yourbusiness experience and expect to see more day-to-day responsibility for guiding business decisions,whether in finance, sales, marketing or operations.


Staff

Management

Overall, how satisfied are you with all aspects of your job, including compensation, benefits and other aspects of your employment relationship?

Overall Satisfaction

Very satisfied Satisfied Neutral

2%16%

2%18%

11%

10%

48%

48%

23%

22%

Dissatisfied Very dissatisfied

Figure 9





The Down Side of on TopThus far we’ve heard about the many ways BI and IM professionals are distinguished in positiveways from average IT professionals, and the list goes on. BI and IM staff and managers feel moreintellectually challenged, overall, than their counterparts. They also have higher-than-average levelsof education, with many more master’s degrees and MBAs among them. And BI and IM pros havesuffered fewer pay and benefit cuts than overall IT employees as a result of the poor economy dur-ing the last year or two.

Note: Seven responses allowedBase: 630 staff and 456 managersData: InformationWeek Analytics 2011 U.S. IT Salary Survey of 1,086 BI/analytics and information management professionals

Base pay

Flexible work schedule

Job/company stability

Benefits

Challenge of job/responsibility

My opinion and knowledge are valued

Job atmosphere

Vacation time/paid time off

Recognition for work well done

Having the tools and support to do my job well

Skill development/educational/training opportunity

Telecommuting/working at home

Working with highly talented peers

Corporate culture and values

My work (job) is important to the company’s success

Potential for promotion

Geographic location of job

Commute distance

Ability to work on creating “new” innovative IT solutions

Ability to work with leading-edge technology

Effectiveness of immediate supervision

Bonus opportunities

Involvement in company strategy setting and determining goals

Prestige/reputation of the company

What matters most to you about your job?What Matters Most

Staff

47%

44%

42%

41%

40%

38%

35%

34%

31%

28%

27%

26%

26%

24%

24%

22%

21%

21%

20%

17%

17%

14%

12%

7%

Management

45%

36%

40%

35%

42%

42%

27%

29%

28%

17%

17%

20%

31%

30%

29%

24%

17%

16%

22%

17%

18%

21%

25%

11%

Figure 10





However, there are several ways in which these data-driven types are on the same page as their moremainstream IT peers. For example, despite various advantages including higher pay and overallcompensation, BI and IM types are about as satisfied in their jobs, overall, as everybody else. And,the things that matter most to them about their jobs—base pay, flexible work schedules, job/compa-


Staff

Management

Do you believe that a career path in IT and the potential for salary advancement is as promising today as it Promising Career Path

Unsure Not as promising It is as promising today

11%

7%

55%

58%

34%

35%

Figure 11

28%


More secure than most others

As secure as most others

Less secure than most others

30%

59%55%

13%15%

Given the current economy, do you believe a career path in IT is…Economy Impact on IT Career Security

Staff Management

Figure 12





ny stability, benefits, challenging responsibilities, and opinion and knowledge being valued—are inline with what overall IT professionals value.

When considering their long-term career prospects, BI/analytics and IM staff are also about on parwith all IT peers, with 33% feeling that their career path is as promising today as it was five yearsago and 56% feeling it is less promising (with 11% unsure). BI/analytics and IM managers are lessoptimistic than their general IT counterparts. Whereas 40% of all managers said their career pathsare as promising today as they were five years ago, only 35% of BI/analytics and IM managers identi-fied with that statement. Totals in the not-as-promising camp were 53% among all IT managers but58% among BI/IM managers.

In what may be the down side of having a stand-out position, BI/analytics and IM types are lesssecure than their peers. Despite reporting fewer sacrifices such as pay and benefit cuts tied to thepoor economy in recent years, 14% of BI/analytics and IM staff and 10% of managers agreed withthe statement “I feel insecure” about my present job. By comparison, 12% of staff of all IT staff and9% of all managers feel the same way.

Could it be that the pressure of being so enmeshed in crucial business decisions makes BI and IMprofessionals feel more vulnerable? And does being on top make IM managers more inclined to feelthat things aren’t as promising as they were five years ago?


Staff

Management

How would you rate your present job security?Job Security

I feel very secure I feel somewhat secure I feel insecure

36%

44%

50%

46%

14%

10%

Figure 13





These shades of doubt are among the few blots on an otherwise encouraging collection of surveydata where BI/analytics and IM professionals are concerned. Salaries and compensation appear to beback on growth path for these professionals. The increases are modest—as are the slow-but-steadyimprovements in the general world economy—but if you look at demand for BI and IM skills, youcan’t help but be optimistic.





Appe

ndix


Staff

Management

Median percentage change in base salaryChange in Base Salary for BI

2011

0%

1.9%

2010

0%

0%

Figure 14


Staff

Management

Median percentage change in base salaryChange in Base Salary for Data Integration/Warehousing

2011

1.3%

1.4%

2010

0%

0%

Figure 15





$107


Staff

Management

$94

$131$128

Median total cash compensation, includes any bonuses and other direct cash payments received in the past 12 months (in $ thousands)

Data Integration/Warehousing Compensation Trend

2011 2010

Figure 16





$80

Note: Median base salary in thousands of dollarsBase: 214 female and 872 male BI/analytics and information management professionals Data: InformationWeek Analytics 2011 U.S. IT Salary Survey of 1,086 BI/analytics and information management professionals

Female

Male

$103

$90$119

What is your current annual base salary?Gender Gap

Staff Management

Figure 17

$85

Note: Median compensation in thousands of dollarsBase: 214 female and 872 male BI/analytics and information management professionals Data: InformationWeek Analytics 2011 U.S. IT Salary Survey of 1,086 BI/analytics and information management professionals

Female

Male

$116

$96$134

What is your total annual cash compensation, including salary and all cash bonuses?Compensation by Gender

Staff Management

Figure 18




73%


Staff

Management

27%

84%16%

Are you receiving, or do you expect to receive, a bonus in 2011?Bonuses for 2011

Yes No

Figure 19



S a l a r y S u r v e y : F i n a n c i a l S e r v i c e s


69%

Note: Multiple responses allowedBase: 499 staff and 382 managers who receive bonusesData: InformationWeek Analytics 2011 U.S. IT Salary Survey of 1,086 BI/analytics and information management professionals

Personal performance

Corporate performance

Division performance

Company profit sharing

Project milestone completion

Product performance

Certification or training

Hot skill premium

Retention bonus

Signing bonus

Other

75%

43%50%

20%25%

20%21%

12%19%

7%7%

5%4%

4%4%

4%7%

2%2%

5%3%

Of the bonuses and other direct cash payments you receive, please specify the primary reason(s) for them.

Reasons for Bonuses

Staff Management

Figure 20





22%

Note: Multiple responses allowedBase: 337 staff and 270 managers who have worked outside of ITData: InformationWeek Analytics 2011 U.S. IT Salary Survey of 1,086 BI/analytics and information management professionals

Marketing/sales

Finance

Operations/supply chain/manufacturing

Business development

Research and development

Non-IT support functions

Line-of-business/division management

Logistics

Facilities management

Human resources

Public relations

Other

28%

20%22%

19%22%

14%18%

12%14%

12%9%

7%12%

5%6%

5%3%

5%4%

2%3%

26%19%

In which non-IT function(s) have you held a full-time position?Non-IT Positions Held in Past Jobs

Staff Management

Figure 21






Analyzing data

Aligning business and technology goals

Collaborating with internal stakeholders

Integrating, normalizing or cleansing data

Preparing reports

Interacting with customers

Developing applications

Experimenting with cutting-edge technology

Integrating enterprise applications

Building project teams

Building vendor relationships

Seeking out new business opportunities

Securing data and applications

Managing vendors

Managing network and systems infrastructure

Other

Which of the following business or technical skills are critical to your job?Critical Business and Technical Skills

Staff

77%

70%

63%

58%

53%

49%

43%

35%

31%

27%

26%

21%

19%

18%

10%

2%

Management

73%

80%

72%

53%

48%

56%

45%

36%

39%

59%

43%

37%

25%

39%

15%

1%

Figure 22




Figure 23

*Low base, use with cautionNote: Median salaries in thousands of dollarsBase: 630 staff in 2011, 600 in 2010Data: InformationWeek Analytics 2011 U.S. IT Salary Survey of 1,086 BI/analytics and information management professionals

Northeast

Midwest

South Atlantic

South Central

Mountain*

Pacific

What is your annual base salary?Staff Base Salaries by U.S. Region

2011

$93

$82

$89

$84

$90

$94

2010

$92

$80

$93

$80

$77

$95






Figure 24

*Low base, use with cautionNote: Median percentage change in annual base payBase: 630 staff in 2011, 600 in 2010Data: InformationWeek Analytics 2011 U.S. IT Salary Survey of 1,086 BI/analytics and information management professionals

Northeast

Midwest

South Atlantic

South Central

Mountain*

Pacific

How much higher is your base pay this year?Change in Staff Pay by U.S. Region

2011

0%

1.3%

0%

1.1%

0%

0%

2010

0%

0%

0%

1.2%

0%

0%

*Low base, use with cautionNote: Median percentage change in annual base payBase: 456 managers in 2011, 455 in 2010Data: InformationWeek Analytics 2011 U.S. IT Salary Survey of 1,086 BI/analytics and information management professionals

Northeast

Midwest

South Atlantic

South Central

Mountain*

Pacific

How much higher is your base pay this year?Change in Management Pay by U.S. Region

2011

2.5%

1.2%

0%

2.4%

2.3%

1.4%

2010

0%

0%

1.6%

0%

0%

0%

Figure 25




81%


Health insurance

401(k) match

Other further education/training

Tuition reimbursement

Company-paid smartphone/wireless e-mail

Stock purchase plan

Certification reimbursement

Health club membership

Stock options

Company-paid phone/fax/cable modem/DSL lines

Company-paid Internet access

Day care or day-care subsidy

Company car or car allowance

Sabbatical/extended vacation

Other

80%

77%73%

28%28%

26%27%

23%43%

19%23%

15%18%

13%11%

13%22%

12%18%

10%19%

3%4%

3%7%

2%6%

6%5%

Please specify the type(s) of non-cash and indirect cash rewards you expect to receive in the next 12 months.

Rewards for Next 12 Months

Staff Management

Figure 26




62%

Note: Two responses allowedBase: 630 staff and 456 managersData: InformationWeek Analytics 2011 U.S. IT Salary Survey of 1,086 BI/analytics and information management professionals

Technology-specific training

Certification courses

Statistics or analytics training/courses

Business skills training (e.g., finance, marketing)

Project-management training

MBA

People-management skills training

Communication skills training

College courses (tech, business)

Other

41%

32%26%

21%18%

18%28%

18%21%

9%15%

9%21%

8%6%

7%6%

1%0%

What type of training would you find most valuable to you in developing your career? Training Valued

Staff Management

Figure 27






57%


Attended company-paid training

Attended company-paid certification course(s)

Attended training I paid for myself

Attended certification courses I paid for myself

Received no additional training or certification the past 12 months

61%

17%20%

13%20%

6%8%

31%25%

In the last 12 months, which of the following apply to you in terms of training? Training Received

Staff Management

Figure 28





$1.0

$1.5Note: Median dollars in thousandsBase: 101 staff and 102 managers who paid for their own training/certification course(s)Data: InformationWeek Analytics 2011 U.S. IT Salary Survey of 1,086 BI/analytics and information management professionals

Staff

Management

Approximately how much did you spend on training in the last 12 months, for which you were not reimbursed by your company?

Out-of-Pocket Training Expenses

Figure 29




Note: Seven responses allowedBase: 630 staff in 2011, 600 in 2010Data: InformationWeek Analytics 2011 U.S. IT Salary Survey of 1,086 BI/analytics and information management professionals

Base pay



Benefits



Job atmosphere











Commute distance




Bonus opportunities



What matters most to you about your job?What Matters Most to Staffers

2010

53%

41%

44%

45%

44%

43%

32%

38%

31%

26%

28%

26%

23%

22%

22%

23%

20%

22%

20%

14%

13%

13%

12%

7%

2011

47%

44%

42%

41%

40%

38%

35%

34%

31%

28%

27%

26%

26%

24%

24%

22%

21%

21%

20%

17%

17%

14%

12%

7%

Figure 30






Note: Seven responses allowedBase: 456 managers in 2011, 455 in 2010Data: InformationWeek Analytics 2011 U.S. IT Salary Survey of 1,086 BI/analytics and information management professionals

Base pay





Benefits






Job atmosphere




Bonus opportunities







Commute distance


What matters most to you about your job?What Matters Most to Managers

2010

42%

45%

46%

39%

34%

33%

32%

28%

34%

24%

28%

30%

31%

24%

24%

22%

18%

14%

18%

21%

19%

15%

17%

9%

2011

45%

42%

42%

40%

36%

35%

31%

30%

29%

29%

28%

27%

25%

24%

22%

21%

20%

18%

17%

17%

17%

17%

16%

11%

Figure 31


S a l a r y S u r v e y : F i n a n c i a l S e r v i c e s


Figure 32

15

16Note: Median years spent working in ITBase: 630 staff and 456 managersData: InformationWeek Analytics 2011 U.S. IT Salary Survey of 1,086 BI/analytics and information management professionals

Staff

Management

How many years have you been in the IT profession?Years in IT


6

7Note: Median years spent at companyBase: 630 staff and 456 managersData: InformationWeek Analytics 2011 U.S. IT Salary Survey of 1,086 BI/analytics and information management professionals

Staff

Management

How many years have you been at your present company?Years at Company

Figure 33






Staff

Management

How many companies have you worked for over the past 10 years?Number of Companies Over the Past 10 Years

1 to 2 3 to 4 5 or more

67%

67%

28%

30%

5%

3%

Figure 34


Staff

Management

Overall, how satisfied are you with your total compensation package?Satisfaction With Compensation


2%12%

2%16%

11%

12%

48%

49%

27%

21%


Figure 35





Base: 630 staff in 2011, 600 in 2010Data: InformationWeek Analytics 2011 U.S. IT Salary Survey of 1,086 BI/analytics and information management professionals

2011

2010

Overall, how satisfied are you with your total compensation package?Staff: Compensation Satisfaction Trend


2%12%

3%12%

11%

14%

48%

45%

27%

26%


Figure 36

Base: 456 managers in 2011, 455 in 2010Data: InformationWeek Analytics 2011 U.S. IT Salary Survey of 1,086 BI/analytics and information management professionals

2011

2010

Overall, how satisfied are you with your total compensation package?Management: Compensation Satisfaction Trend


2%16%

3%15%

12%

12%

49%

47%

21%

23%


Figure 37






2011

2010


Staff: Satisfaction Trend


2%16%

2%12%

11%

13%

48%

47%

23%

26%


Figure 38


2011

2010


Management: Satisfaction Trend


2%18%

4%17%

10%

11%

48%

46%

22%

22%


Figure 39






Staff

Management

Do you feel that you are being challenged intellectually with the IT projects you are currently working on?

Intellectually Challenged

Not at all challenged Somewhat challenged Challenged

12%

8%

50%

44%

38%

48%

Figure 40

36%


I feel very secure

I feel somewhat secure

I feel insecure

34%

50%51%

14%15%

How would you rate your present job security?Staff: Job Security Trend

2011 2010

Figure 41





44%


I feel very secure

I feel somewhat secure

I feel insecure

41%

46%48%

10%11%

How would you rate your present job security?Management: Job Security Trend

2011 2010

Figure 42





34%


It is as promising today

Not as promising

Unsure

26%

55%65%

11%9%

Do you believe that a career path in IT and the potential for salary advancement is as promising today as it was five years ago?

Staff: IT Career Path Trend

2011 2010

Figure 43

35%


It is as promising today

Not as promising

Unsure

40%

58%55%

7%5%

Do you believe that a career path in IT and the potential for salary advancement is as promising today as it was five years ago?

Management: IT Career Path Trend

2011 2010

Figure 44




40%


Been given a raise of less than 5%

Had my pay frozen

Had benefits cut

Had fewer training opportunities

Had more/new training opportunities

Been promoted

Been given a raise between 5% and 10%

Had an increase in benefits

Been given a raise of more than 10%

Had a pay cut between 5% and 10%

Had a pay cut of less than 5%

Had a pay cut of more than 10%

Been demoted

None of the above

32%

23%22%

21%22%

20%18%

17%18%

13%21%

12%16%

7%8%

6%14%

4%5%

2%2%

2%2%

1%1%

10%7%

In the past 12 months, as a result of the slower economy, I have…Impact of Slower Economy

Staff Management

Figure 45





Data: InformationWeek Analytics 2011 U.S. IT Salary Survey of 1,086 BI/analytics and information management professionals

Is your organization outsourcing some of its IT jobs?IT Outsourcing Practices

Yes, outsourced to a company/companies in the U.S.

Yes, outsourced to acombination of companies both

in the U.S. and offshore16%

Don’t know

No

22%

32%

6%

24% Yes, outsourced to a company/companies offshore

Figure 46





60%


Fewer IT jobs available

Lower employee morale

New hires at reduced salaries

Fewer opportunities for advancement

Skills valued less

Salary reductions for employees

Opportunity to work on more innovative projects as menial tasks are moved out of organization

It’s an important aspect of global business growth

New hires to support outsourcing efforts

Skills valued more

Other

53%

52%46%

48%45%

36%32%

32%28%

26%21%

18%24%

16%22%

14%16%

12%18%

4%4%

What impact do you feel the current trend toward outsourcing is having on IT professionals? Impact of Outsourcing on IT Professionals

Staff Management

Figure 47





14%


I’ve gotten expanded/new responsibilities

I’ve lost my job

I’ve taken a pay cut

I’ve had to be retrained for new jobs/skills

I’ve relocated to new city/state/country

I’ve been promoted

I’ve been demoted

Other

Outsourcing has had no impact on my career path

26%

8%5%

7%6%

6%5%

3%4%

2%6%

1%1%

8%4%

64%59%

What impact has outsourcing had on your career path? Impact of Outsourcing on Career

Staff Management

Figure 48





9%


Yes, actively

Yes, somewhat

No

13%

32%35%

59%53%

Are you currently looking for a job at a different employer?Looking for a New Job?

Staff Management

Figure 49





Figure 50

Note: Multiple responses allowedBase: 257 staff and 216 managers looking for a new jobData: InformationWeek Analytics 2011 U.S. IT Salary Survey of 1,086 BI/analytics and information management professionals

Higher compensation

More interesting work

Seeking more personal fulfillment

Don’t like present company’s management/culture

More responsibility

More job stability

More dynamic company

Fear of being laid off

Personal/family needs

Seeking less stress

Job skills, requirements no longer match my skills or interests

Stock options

Job market opportunities are too good to pass up

Move to a different geographical area

Want to join a startup company

Laid off from previous job

Other

Why are you looking for a new job?Reasons for Seeking a New Job

Staff

69%

55%

47%

35%

35%

30%

25%

25%

16%

16%

12%

11%

7%

7%

5%

1%

7%

Management

71%

49%

39%

31%

38%

23%

30%

10%

26%

15%

7%

16%

9%

14%

6%

2%

5%





44%


More job satisfaction

Flexibility

More challenging role

More job security

Better company

Better fit for my skills

Location

I would not accept a lesser position or title under any circumstance

Stock options

Different field

Other

42%

30%27%

28%24%

27%23%

26%27%

25%20%

25%29%

24%29%

12%18%

10%7%

6%5%

What would influence you to accept a lesser position/title?Reasons to Accept a Lower Position

Staff Management

Figure 51




Base: 769 BI/analytics professionalsData: InformationWeek Analytics 2011 U.S. IT Salary Survey of 1,086 BI/analytics and information management professionals

Designing revising reports

Developing queries and analyses

Planning and developing what if analyses and projections

Creating scorecards dashboards or other decision support interfaces

Set strategic goals for BI

Working with others to embed BI analytics within enterprise apps such as ERP and CRM

Developing analytic applications up sell cross sell customer care etc.

Developing predictive or statistical models to understand predict performance

Set strategic goals for advanced analytics

What degree of responsibility do you have in the following areas?Degree of Responsibility for BI/Analytics

Direct responsibility Indirect responsibility No responsibility

62%

61%

52%

31%

31%

35%

7%

8%

13%

49%

39%

35%

33%

16%

28%

35% 31% 34%

34%

34%

34%

37%

32%

29%

34% 37% 29%

Figure 52






Base: 317 information management professionalsData: InformationWeek Analytics 2011 U.S. IT Salary Survey of 1,086 BI/analytics and information management professionals

Identifying data sources required for applications or the data warehouse

Designing revising data warehouse models and architecture

Day-to-day integration of data

Setting goals for future data integration and data warehousing initiatives

Designing updating ETL routines code

Developing data quality and cleansing routines

Monitoring data warehouse performance and overseeing usage

Implementing leading master data management initiatives

Forging agreement on metadata standards

What degree of responsibility do you have in the following areas?Degree of Responsibility for Information Management

Direct responsibility Indirect responsibility No responsibility

63%

54%

54%

30%

38%

38%

7%

8%

8%

51%

51%

34%

34%

15%

15%

48% 38% 14%

44%

40%

35%

37%

21%

23%

29% 41% 30%

Figure 53





3%


PhD

Master’s degree/MBA

Bachelor’s degree

Associate’s degree

Some college

Tech/IT trade school

High school graduate

3%

30%44%

49%40%

6%4%

8%6%

3%2%

1%1%

What is your highest level of education?Education

Staff Management

Figure 54






Staff

Management

What is your gender?Gender

Male Female

78%

83%

22%

17%

Figure 55

Figure 56

1%


25 or less

26-35

36-45

46-55

Over 55

1%

21%16%

32%40%

31%33%

15%10%

What is your age?Age

Staff Management





4%

10%

12%

5%

6%

4%

3%

4%


Less than $1 million

$1-$10 million

$10.01-$50 million

$51-$100 million

$101-$250 million

$251-$350 million

$351-$500 million

$501-$750 million

$751 million-$1 billion

$1.01-$5 billion

$5.01-$10 billion

More than $10 billion

6%

15%

8%

23%

What is the annual revenue or operating budget of your organization?Company Revenue

Figure 57





Figure 58


How many total employees does your company have?Company Size

25-50More than 20,000

3%6%

4%

13%

17%10%

10,001-20,000

5,001-10,000

Less than 25

51-100

101-500

501-1000

1,001-5,000

32%

7% 8%





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