How much is enough to keep your firm’s top managers from running to the competition? How much is too much and could end up hurting your firm’s bottom line? It’s a tough job to find a balance between the two. Knowing salary standards and bonuses for top managers in the A/E & environmental consulting industry can help you determine what your key managers should be earning during hiring and salary review processes. This compilation survey covers salaries, bonuses, overtime pay, and total compensation for all top managers, including project managers and information technology, human resources, financial and marketing directors. |
The 2011-2012 Management Compensation Survey can help you answer: - 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?
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 salary reviews or business planning without first getting your copy of the latest edition of this important report! |
The 2011-2012 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. Information Technology Directors. In this chapter you’ll get statistics on IT directors’ compensation packages. An IT director 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.
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.
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. 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. |
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