2010 IT Salary Guide

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S A L A R Y G U I D Efor technology professionals

For review only

RobeRt half technology / 2010 salaRy guide 1

From the Chairman

Dear Colleague:

In any economic cycle, having access to up-to-date, region-specific salary information for the technology positions you need to fill gives you a competitive advantage. To assist you, we are pleased to provide the Robert Half Technology 2010 Salary Guide. This year, we’ve also introduced a new online Salary Center (www.rht.com/SalaryCenter) that features additional commentary on hiring trends and an interactive salary calculator.

Our Salary Guide is one of many valuable resources we offer the businesses we serve. Our staffing and recruiting professionals in more than 100 Robert Half Technology locations worldwide can share additional insights with you and offer assistance with your project and full-time staffing needs. To learn more about our services and the informational materials we offer, please visit our website, www.rht.com.

Sincerely,

Max Messmer Chairman and CEO

Table of Contents

From the Chairman ................................................................................................................................1

Using the Salary Guide .........................................................................................................................2

Building Strong IT Teams ......................................................................................................................3

Keeping Up Staff Morale: Not a Luxury................................................................................................6

Staffing Flexibility: A Perennial Advantage ..........................................................................................8

IT Salaries – United States .................................................................................................................10

Adjusting Salaries for U.S. Cities .......................................................................................................14

IT Salaries – Canada ...........................................................................................................................18

Adjusting Salaries for Canadian Cities ...............................................................................................22

Working With Robert Half Technology ...............................................................................................23

Office Directory ...................................................................................................................................24

All trademarks contained herein are the property of their respective owners.

For review only

RobeRt half technology / Rht.com2 RobeRt half technology / 2010 salaRy guide 3

Hiring skilled workers is one of a manager’s most essential – and most challenging – tasks. Not making the right match can be costly in terms of the resources spent recruiting and training a new employee, as well as the lost productivity involved in searching for a replacement. The 2010 Salary Guide from Robert Half Technology can make the hiring process easier and more effective.

Using the Salary Guide

Building Strong IT Teams

Businesses recognize it is difficult to operate efficiently without a solid IT function. A company’s IT department must be prepared to move quickly and strategically to implement new technologies that will provide the firm with a competitive advantage.

Firms that invest in developing a skilled base of IT talent will have a perennial advantage. The best-managed organizations begin the recruiting process with a thorough evaluation of their workload and priorities. Rather than automatically filling vacancies with individuals who have the same abilities and experience as their predecessors, managers are more carefully prioritizing current needs, updating job descriptions and seeking candidates who meet those revised requirements.

Trends Shaping the IT Hiring EnvironmentVersatility is always a desirable attribute in an IT professional, but it has become particularly valuable as organizations strive to maintain productivity while keeping personnel levels in line with budget demands. Firms are seeking IT professionals who are adaptable to change, can quickly learn new skills and are willing to assume varied responsibilities. By contrast, candidates who have difficulty working outside of a narrowly defined technical specialty may find they are at a disadvantage in the employment market.

Also affecting hiring is the number of IT professionals who are delaying retirement or re-entering the workforce after retirement. These seasoned professionals are creating more competition for both full-time and consulting roles.

Skills in DemandProven technical abilities are indispensable for any IT professional, but managers are increasingly seeking well-rounded candidates with strong communication skills. Technology professionals must be able to interact with peers in other areas of the company to ensure cross-departmental business needs are met. In addition, professionals who understand how IT initiatives tie to larger business objectives are better able to help firms reduce costs, increase profitability and enhance efficiencies.

While the most sought-after technical skills vary greatly across industries and geographies, expertise in several areas remains consistently in demand:

• Network administration – Cloud computing, Voice over Internet Protocol (VoIP) and Software as a Service (SaaS) have drastically increased the complexity and requirements placed on networks.

• Virtualization – Virtualization tools enable greater hardware utilization while reducing administration costs, as well as space and power requirements.

• Applications and web development – The continuing rise of social media and interactive web functionality has fueled further growth in web technologies. .NET development skills are among those most sought after by employers.

• Help desk and desktop support – As companies implement new technologies, customer- and end-user-facing roles, such as help desk and desktop support, remain critical.

The Salary Guide features starting salary information for 70 positions. Our analysis is based on:

• The thousands of interim and full-time placements we make each year

• Local insight from our staffing and recruiting professionals throughout our branch network

• Exclusive workplace research we conduct among chief information officers (CIOs) at companies in the United States and Canada

• A review of actual starting salaries in 2009 and an extrapolation of these trends into 2010

About the Salaries

In each job category, the salary ranges listed represent starting compensation only because hard-to-measure factors such as seniority and job performance can affect ongoing pay. Bonuses, incentives and other benefits also are not reflected in the average starting salaries, since they vary greatly by industry and company.

The figures in the Salary Guide are national averages. To adjust them to your local market, please turn to Page 14 for U.S. cities and Page 22 for Canadian cities. This year, we have included local variance figures for more than 55 additional metropolitan areas, allowing you to customize compensation levels for nearly 150 local markets across North America. A Robert Half Technology representative can offer additional assistance in creating compensation packages customized to your business.

Educational institutions, media outlets and government offices consult the Salary Guide for the most comprehensive information on compensation and hiring. We hope this resource will be useful in your recruitment efforts.

For review only


CIOs were asked, “Which of the following systems, if any, are you likely to upgrade in the next 12 months?” Their responses:

Source: Robert Half Technology survey (April 2009) of 1,169 CIOs from companies in the United States and Canada with 100 or more employees. CIOs were allowed multiple responses.

HardwareServers

Wireless devicesDatabase software/Database administration

Wireless networksBusiness intelligence software

Customer relationship managementEnterprise resource planning Enterprise risk management

54%

46%

31%

31%

29%

15%

15%

13%

10%

Upgrades on the Horizon

Following are the top areas where CIOs plan to invest, many of which will drive IT hiring.

Source: Robert Half Technology survey of 1,189 CIOs from companies in the United States and Canada with 100 or more employees. CIOs were allowed multiple responses.

Information securityVirtualization

Data center efficiencyVoice over Internet Protocol (VoIP)

Software as a Service (SaaS)Business intelligence

Green ITSocial networking

Web 2.0

45%

28%

28%

27%

26%

20%

20%

18%

17%

Top Technology InvestmentsHiring Plans in ActionHiring mistakes are always costly in terms of productivity, teamwork and morale. As a result, businesses are taking careful steps to ensure they select the best possible IT candidates. Following are some tips for hiring managers:

• Outline clear job requirements for the position you are filling, creating a targeted job description that can be used in the employment ad and throughout the hiring process.

• Remain actively involved throughout the recruitment process. Because you have the most accurate understanding of what the position demands, your direct participation is essential.

• Focus on professional networking, both online and in person. Staying active with industry associations also can help you reach your target candidate base.

• Conduct phone interviews with applicants whose resumes draw your interest to determine whether they are qualified for the job and possess strong communication skills. This will narrow the list of applicants you invite for in-person interviews.

• Work with a specialized staffing firm that can locate and identify the strongest IT candidates, including those who may not be actively looking for new jobs but are open to the right opportunity. These firms also can provide skilled professionals you can assess firsthand on a project basis before extending a full-time employment offer.

For more information about building strong IT teams, including the latest hiring outlook and regional trends, as well as an interactive salary calculator, please visit www.rht.com/SalaryCenter.

Building Strong IT Teams

The Value of Certifications

For managers hiring technology professionals, certifications are an important consideration. How much value should be placed on them depends on the needs of the IT department. While there are numerous IT certifications across a wide range of job categories, the following are examples of some that are in demand by employers:

• Microsoft certifications, including the Microsoft Certified Technology Specialist (MCTS) and Microsoft Certified IT Professional (MCITP)

• Cisco certifications, such as the Cisco Certified Network Associate (CCNA)

• Certified Information Systems Security Professional (CISSP)

• Project Management Professional (PMP)

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The need to maintain employee morale can sometimes escape a busy manager’s radar. But keeping your team engaged is not something that can be postponed. Companies with enthusiastic workers have higher productivity levels and retention rates.

Even if budgets are tight, there are a number of meaningful ways to motivate your employees. Here are some suggestions:

Keep Lines of Communication OpenEffective communication consistently ranks first whenever Robert Half asks executives about the best way to improve the enthusiasm of their workforce. In a recent Robert Half survey, for example, nearly half (48 percent) of executives interviewed cited better communication as the best remedy for low morale. It is especially important to communicate frequently during times of change, when employees are most likely to seek information and guidance.

Maintain an Open-Door PolicyWhen you’re known to be accessible, employees are more likely to come to you with problems before they escalate. However, being available

is about more than simply keeping your door open. Managers who don’t respond promptly to voice mails or e-mails from staff, or have a habit of interrupting a conversation to take a phone call, for example, signal that they have more important things to do than support their team.

Capitalize on the Multiple Advantages of DelegatingSome managers avoid delegating tasks they decide would take longer to explain to someone than to simply complete the work themselves. But there is more to delegating than meets the eye. Not only does it allow you more time to focus on your top priorities, it also motivates your team. Giving employees greater ownership of projects empowers them to perform at peak levels and allows them to build new skills.

Give Your Team CreditEmployees need regular positive reinforcement. Recognition is not only one of the most productive morale-boosting strategies but also one of the simplest and most cost-effective to address. A single heartfelt “thank you” delivered in person can do wonders.

Provide Relief When NecessaryMost employees recognize the importance of working hard to meet critical deadlines when the team is short-staffed. But even your best people can’t be expected to endlessly pitch in with extra effort. Bringing in project IT professionals to fill staffing gaps takes some of the pressure off of your core team and gives you access to skills that may not be available internally.

Help Employees Keep Their Skills SharpThe ability of your staff to update skills and develop new ones is what keeps your business competitive. It also helps to shape your future leaders. Augment formal training by giving employees an opportunity to work on special projects, serve on cross-departmental teams or learn from a mentor.

Keeping Up Staff Morale: Not a Luxury

Six Sure-fire Morale Deflators – and How to Avoid Them

1. Not standing by your team. Managers who don’t support their workers lose their trust. Stand up for your staff members, particularly if they’re criticized unfairly. If you’re there for them, they’ll be there for you.

2. Ignoring the rumor mill. It exists in every organization, and there’s always plenty of grist. In times of change, tell your team all you can – as early as you can – to cut back on grapevine chatter.

3. Thinking it’s all about money. Without a doubt, money matters when it comes to retention, but it’s not all that is important. According to a Robert Half survey, the primary reason people quit their jobs is unhappiness with management, followed by limited opportunity for advancement and lack of recognition. Compensation ranked fourth.

4. Oiling only the squeaky wheel. For every person who approaches you with questions or concerns, there are several others who won’t. Regularly touch base with employees in person. You’ll be able to solicit feedback from your strong, silent types in addition to your more vocal team members.

5. Catching people off guard. Employees should never be surprised by what they hear during a performance review. Consistently let staff members know what they’re doing right and alert them to areas where they should strive to improve.

6. Making staff afraid to ask for help. Often, your most reliable staff members will be the most overloaded and least likely to speak up. Sure, you appreciate hard work, but don’t inadvertently promote a culture where your workers feel it is unacceptable to request assistance with projects when needed.

For review only


Staffing Flexibility: A Perennial Advantage

Most businesses recognize the wisdom of long-range operational planning but often fall short when it comes to adopting a staffing plan that can serve them day in and day out. As a result, a cycle of layoffs, followed by more hiring, then additional layoffs, is all too common. To prosper in good times and bad, companies need a flexible approach to staff management — and preferably one that saves them money in the process.

Staffing flexibility requires a holistic view of both short- and long-term needs. In times of rapid change, cutting or expanding full-time staff without stepping back to consider the bigger picture can be a mistake. Broadly implemented personnel reductions can cause you to lose talent you may need in the future. Likewise, hiring to quickly meet immediate needs can cause you to overlook how external and internal conditions may have changed since a position was last filled. Such shifts can significantly affect whether you should seek a replacement — or make alternative arrangements.

First, look internally. Can you reprioritize projects and temporarily reassign some of your staff members to more pressing matters? If this is not feasible, consider filling positions for which you clearly expect to have a long-term need with additional full-time hires and

augmenting this core staff with contract professionals for shorter-term, project roles or expertise you may need only occasionally. This blend of full-time and interim professionals will afford you the greatest flexibility, both currently and when conditions again begin to change. Following are the major advantages of a flexible staffing strategy:

• Cost savings – A mix of employee resources enables you to turn some of your fixed personnel costs into variable expenses because you pay only for the talent you need when it’s truly needed. In addition, you’ll lower the high costs associated with hiring and training new staff while reining in overtime expenses.

• Improved competitive position – Consistently having more control of personnel costs gives you an advantage over your competitors with less flexible staffing strategies that may be more vulnerable to economic ups and downs.

• Higher retention rates – A full-time/contract employee mix reduces stress for core employees and protects their jobs by decreasing the likelihood of further full-time cutbacks. This can’t help but improve satisfaction and retention.

• Reduced burden on full-time staff – Using project workers to assist with day-to-day responsibilities allows core staff to pursue more complex challenges or take time off to recharge.

• Wider choices – If an initiative requires specialized, technical knowledge that doesn’t exist in-house, you can find project professionals who possess these precise skill sets. More and more experienced professionals are choosing consulting because of the flexibility and variety of assignments it offers, which deepens the talent pool.

• You can ‘try out’ potential hires – You can observe and evaluate project professionals you’ve engaged and determine their potential fit with your core staff. Having the opportunity to assess a potential employee firsthand provides far more insight than reading a resume or conducting an interview.

Partnering With a Staffing Firm A well-chosen staffing service can serve as your long-term partner and advisor. The best firms have experience helping clients grow in good times and successfully navigate economic downturns.

Businesses are more likely to find the talent they seek and also save money in the long run by using a staffing firm specializing in professional-level candidates in the IT field. Robert Half Technology maintains a large network to increase the number and quality of our contacts, giving you access to highly skilled IT professionals you would not typically find on your own. Using a specialized firm is also advantageous when engaging contract professionals because a higher quality candidate will finish the job more quickly and with greater accuracy than lower-cost, nonspecialized personnel.

CIOs were asked, “Which classification of IT workers does your company plan to add?” Their responses:

Source: Robert Half Technology survey (June 2009) of 123 CIOs from companies in the United States and Canada with 100 or more employees

Variable Staffing Plans

Full-time employees only

Contract or project workers only

Mix of full-time and part-time employees

Mix of full-time and contract or project workers

Part-time employees only

51%

20%

12%

9%

8%

For review only


(b) Add the percentage below, based on national averages, to IT salaries for the following skills:

IBM DB2 database skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5%Microsoft SQL Server database skills . . . . . . . . . . . . . . . . . . 10%Oracle database skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9%

(c) Add the percentage below, based on national averages, to IT salaries for the following skills:

Performance testing (e.g., Mercury Interactive Tools) skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5%

(d) Add the percentage below, based on national averages, to IT salaries for the following skills:

Active Server Page development skills . . . . . . . . . . . . . . . . . 4%AJAX (Asynchronous JavaScript and XML)

development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6%C# development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8%Cold Fusion development skills . . . . . . . . . . . . . . . . . . . . . . . . . 4%Content Management System (CMS) skills . . . . . . . . . . . . . 6%DCOM/COM/ActiveX development skills . . . . . . . . . . . . . . . 6%Java development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7%Java Enterprise Edition development skills . . . . . . . . . . . . . 7%LAMP (Linux, Apache, MySQL and Perl/

PHP/Python) skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6%Microsoft SharePoint skills . . . . . . . . . . . . . . . . . . . . . . . . . . . 10%.NET development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7%PHP development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8%Virtualization skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7%WebServices development skills . . . . . . . . . . . . . . . . . . . . . . . 6%

IT Salaries – United States

Administration

Chief Information Officer (CIO) $132,500 - $215,700 $130,250 - $210,500 -2.1%

Chief Technology Officer (CTO) $110,250 - $173,250 $111,750 - $174,250 0.9%

Chief Security Officer (CSO) $105,500 - $157,500 $107,000 - $160,250 1.6%

Vice President of Information Technology $116,750 - $171,250 $116,500 - $169,000 -0.9%

Information Technology Manager $ 88,750 - $126,500 $ 84,750 - $123,250 -3.4%

Applications Development (a)

Manager $ 87,500 - $122,000 $ 84,500 - $120,000 -2.4%

Project Manager $ 78,250 - $115,500 $ 75,000 - $111,500 -3.7%

Systems Analyst $ 67,500 - $ 93,250 $ 65,250 - $ 92,250 -2.0%

Applications Architect $ 90,250 - $123,500 $ 89,500 - $120,250 -1.9%

Business Systems Analyst $ 66,750 - $ 96,000 $ 62,750 - $ 92,500 -4.6%

CRM Business Analyst* NEW! $ 66,250 - $ 90,500 $ 65,500 - $ 89,000 -1.4%

CRM Technical Developer* NEW! $ 71,750 - $ 99,250 $ 73,500 - $ 97,250 -0.1%

Developer/Programmer Analyst $ 60,000 - $100,750 $ 57,000 - $ 99,250 -2.8%

ERP Business Analyst* NEW! $ 66,500 - $ 97,750 $ 68,000 - $ 93,250 -1.8%

ERP Technical/Functional Analyst* NEW! $ 70,000 - $105,250 $ 73,000 - $102,000 -0.1%

ERP Technical Developer* NEW! $ 74,500 - $107,000 $ 75,750 - $103,750 -1.1%

Lead Applications Developer $ 83,250 - $113,000 $ 81,500 - $112,000 -1.4%

Technical Writer $ 49,500 - $ 74,250 $ 48,000 - $ 74,250 -1.2%

Consulting & Systems Integration

Director $ 96,250 - $142,000 $ 95,750 - $145,000 1.0%

Practice Manager $ 95,250 - $129,750 $ 96,000 - $130,000 0.4%

Project Manager/Senior Consultant $ 79,750 - $112,250 $ 79,500 - $113,500 0.5%

Staff Consultant $ 61,250 - $ 84,750 $ 60,250 - $ 83,250 -1.7%

Senior IT Auditor $ 87,500 - $120,000 $ 87,000 - $118,000 -1.2%

IT Auditor $ 76,750 - $105,500 $ 75,750 - $102,500 -2.2%


Data/Database Administration (b)

Database Manager $ 91,500 - $126,500 $ 90,000 - $122,500 -2.5%

Database Developer $ 78,250 - $111,000 $ 74,000 - $106,000 -4.9%

Database Administrator $ 76,250 - $111,250 $ 72,000 - $106,750 -4.7%

Data Analyst/Report Writer $ 58,500 - $ 83,000 $ 56,500 - $ 83,250 -1.2%

Data Architect $ 88,250 - $123,750 $ 87,750 - $120,250 -1.9%

Data Modeler $ 77,000 - $106,500 $ 77,000 - $106,750 0.1%

Data Warehouse Manager $ 93,000 - $126,000 $ 92,250 - $124,500 -1.0%

Data Warehouse Analyst $ 81,500 - $108,750 $ 79,000 - $106,000 -2.8%

Business Intelligence Analyst $ 82,000 - $113,750 $ 79,250 - $110,000 -3.3%

Quality Assurance (QA) & Testing (c)

QA/Testing Manager $ 76,000 - $100,000 $ 75,750 - $101,000 0.4%

QA Associate/Analyst $ 56,250 - $ 81,500 $ 52,500 - $ 80,250 -3.6%

Internet & E-Commerce (d)

Senior Web Developer $ 79,250 - $112,500 $ 78,000 - $109,500 -2.2%

Web Developer $ 60,000 - $ 89,750 $ 56,750 - $ 87,250 -3.8%

Web Administrator $ 55,250 - $ 81,000 $ 55,250 - $ 82,250 0.9%

Web Designer $ 51,750 - $ 78,750 $ 49,750 - $ 75,750 -3.8%

Electronic Data Interchange (EDI) Specialist $ 62,250 - $ 87,250 $ 61,500 - $ 87,250 -0.5%

E-Commerce Analyst $ 66,250 - $ 96,250 $ 66,750 - $ 96,250 0.3%

Messaging Administrator $ 57,750 - $ 81,250 $ 57,000 - $ 83,000 0.7%

Job Title 2009 2010 % Change Job Title 2009 2010 % Change

AJAX (Asynchronous JavaScript and XML) development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6%

Business Objects skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8% C# development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8%C++ development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5%Hyperion skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7%Java development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7%Java Enterprise Edition development skills . . . . . . . . . . . . . 7%

LAMP (Linux, Apache, MySQL and Perl/PHP/Python) skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6%

Microsoft SharePoint skills . . . . . . . . . . . . . . . . . . . . . . . . . . . 10%.NET development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7%PHP development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8%SAP skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9%Visual Basic development skills . . . . . . . . . . . . . . . . . . . . . . . . 4%

(a) Add the percentage below, based on national averages, to IT salaries for the following skills:

Possessing the specialized skills listed above can provide candidates with an additional 4 to 10 percent on top of base salary.

*Position added to the 2010 Salary Guide


For review only



Networking/Telecommunications (e)

Network Architect $ 86,000 - $123,500 $ 86,250 - $120,500 -1.3%

Network Manager $ 77,000 - $102,000 $ 75,750 - $105,250 1.1%

Network Engineer $ 69,750 - $ 97,500 $ 67,750 - $ 97,250 -1.3%

Wireless Network Engineer $ 73,750 - $ 97,500 $ 71,500 - $ 97,500 -1.3%

Network Administrator (LAN/WAN) $ 54,500 - $ 79,000 $ 54,500 - $ 80,250 0.9%

Pre-Sales Engineer/Technical Engineer $ 65,000 - $ 92,500 $ 66,000 - $ 92,250 0.5%

Telecommunications Manager $ 73,750 - $ 95,750 $ 72,250 - $ 97,500 0.1%

Telecommunications Specialist $ 51,500 - $ 76,250 $ 50,500 - $ 74,000 -2.5%

Operations

Manager $ 56,500 - $ 77,500 $ 56,500 - $ 78,000 0.4%

Computer Operator $ 31,250 - $ 44,500 $ 31,000 - $ 44,000 -1.0%

Mainframe Systems Programmer $ 55,750 - $ 76,250 $ 55,000 - $ 77,000 0.0%

Security (f)

Data Security Analyst $ 80,500 - $109,250 $ 79,250 - $108,750 -0.9%

Systems Security Administrator $ 78,000 - $108,000 $ 77,500 - $107,250 -0.7%

Network Security Administrator $ 77,500 - $106,250 $ 76,250 - $104,250 -1.8%

Information Systems Security Manager $ 96,250 - $130,500 $ 95,250 - $130,000 -0.7%


Software Development (g)

Product Manager $ 85,750 - $116,750 $ 84,250 - $116,000 -1.1%

Software Engineer $ 72,000 - $108,250 $ 71,250 - $107,000 -1.1%

Software Developer $ 66,250 - $103,250 $ 64,500 - $100,000 -2.9%

Technical Services, Help Desk & Technical Support (h)

Manager $ 68,000 - $ 94,750 $ 66,500 - $ 92,750 -2.2%

Desktop Support Analyst $ 50,000 - $ 70,500 $ 46,500 - $ 68,000 -5.0%

Systems Administrator $ 52,750 - $ 82,500 $ 51,250 - $ 80,250 -2.8%

Systems Engineer* NEW! $ 64,250 - $ 90,000 $ 64,250 - $ 93,250 2.1%

Help Desk Tier 3 $ 46,250 - $ 59,000 $ 44,500 - $ 57,500 -3.1%

Help Desk Tier 2 $ 36,750 - $ 48,250 $ 36,000 - $ 47,250 -2.1%

Help Desk Tier 1 $ 30,250 - $ 40,000 $ 28,500 - $ 39,000 -3.9%

Instructor/Trainer $ 49,000 - $ 73,250 $ 47,000 - $ 74,000 -1.0%

PC Technician $ 31,000 - $ 44,500 $ 29,000 - $ 42,250 -5.6%

Business Continuity Analyst $ 71,250 - $103,500 $ 71,750 - $102,750 -0.1%


(g) Add the percentage below, based on national averages, to IT salaries for the following skills:

Active Server Page development skills . . . . . . . . . . . . . . . . . 4%C# development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8%C++ development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5%DCOM/COM/ActiveX development skills . . . . . . . . . . . . . . . 6%Java development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7%Java Enterprise Edition development skills . . . . . . . . . . . . . 7%.NET development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7%PHP development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8%Visual Basic development skills . . . . . . . . . . . . . . . . . . . . . . . . 4%WebServices development skills . . . . . . . . . . . . . . . . . . . . . . . 6%

(h) Add the percentage below, based on national averages, to IT salaries for the following skills:

Basis administration . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7%Cisco network administration skills . . . . . . . . . . . . . . . . . . . . 11%Linux/Unix administration skills . . . . . . . . . . . . . . . . . . . . . . . . 8%Windows 2000/Windows 2003/XP/Vista skills. . . . . . . . . . 6%Windows Server 2008 skills . . . . . . . . . . . . . . . . . . . . . . . . . . . 7%Virtualization skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7%

(e) Add the percentage below, based on national averages, to IT salaries for the following skills:

Cisco network administration skills . . . . . . . . . . . . . . . . . . . . 11%Linux/Unix administration skills . . . . . . . . . . . . . . . . . . . . . . . . 8%Voice over Internet Protocol (VoIP) administration skills . . . 9%Windows 2000/Windows 2003/XP/Vista skills. . . . . . . . . . 6%Windows Server 2008 skills . . . . . . . . . . . . . . . . . . . . . . . . . . . 7%

(f) Add the percentage below, based on national averages, to IT salaries for the following skills:

CheckPoint Firewall administration skills . . . . . . . . . . . . . . . 9%Cisco network administration skills . . . . . . . . . . . . . . . . . . . . 11%Linux/Unix administration skills . . . . . . . . . . . . . . . . . . . . . . . . 8%




For review only


Local Variances

Adjusting Salaries for U.S. Cities

The salary ranges provided on the previous pages reflect the national averages for each position. Approximate salary ranges for your market can be calculated using the formula below and the variance index numbers on Pages 15-17. Our list of local variances is more comprehensive than ever, now featuring data for more than 130 U.S. cities. The average salary index number for all U.S. cities is 100.

To determine the estimated salary range for a position in your area, follow the process outlined below:

Calculating the Local Salary RangeExample: database administrator in Chicago

1. Locate the position “database administrator” on Page 11 and your city’s index number. (The index number for Chicago is 123.0.)

2. Move the decimal point in the index number two places to the left (1.230).

3. Multiply the low end of the national salary range ($72,000) by the index number as a percentage (from step two). ($72,000 x 1.230 = $88,560)

4. Repeat step three using the high end of the salary range. ($106,750 x 1.230 = $131,303)

5. The approximate starting salary range for a database administrator in Chicago is $88,560 to $131,303.

The index figures should be used as a guide in determining actual compensation. A number of factors, including company size, employee benefits, the candidate’s skill set and current market conditions, can impact starting salaries. Please consult an account executive with Robert Half Technology for help refining salary packages for your market.

Job Title 2009 2010 % Change

Data/Database Administration

Database Administrator $ 76,250 - $ 111,250 $ 72,000 - $ 106,750 -4.7%

AlAbAmA

Birmingham . . . . . . . . . 93.5Mobile . . . . . . . . . . . . 83.0

ArIzONA

Phoenix . . . . . . . . . . . 103.0Tucson . . . . . . . . . . . . 99.0

ArkANSAS

Fayetteville . . . . . . . . . 92.0Little Rock . . . . . . . . . . 91.0

CAlIfOrNIA

Fresno . . . . . . . . . . . . 85.0Irvine . . . . . . . . . . . . 124.0Los Angeles . . . . . . . . 124.0Oakland . . . . . . . . . . 122.0Ontario . . . . . . . . . . . 103.0Sacramento . . . . . . . . 103.0San Diego . . . . . . . . . 114.0San Francisco . . . . . . . 125.0San Jose . . . . . . . . . . 123.0Santa Barbara . . . . . . 120.0Santa Rosa . . . . . . . . . 96.0Stockton . . . . . . . . . . . 85.0

COlOrADO

Boulder . . . . . . . . . . . 112.0Colorado Springs . . . . . . 92.4Denver . . . . . . . . . . . 102.5Fort Collins . . . . . . . . . 92.4Greeley . . . . . . . . . . . . 83.4Loveland . . . . . . . . . . . 88.5Pueblo . . . . . . . . . . . . 75.0

CONNECTICuT

Hartford . . . . . . . . . . 118.0New Haven . . . . . . . . 110.0Stamford . . . . . . . . . . 131.0

For regional information on in-demand positions and growing industries, as well as an interactive salary calculator, please visit www.rht.com/SalaryCenter.

Source: U.S. Department of Labor’s Bureau of Labor Statistics and Robert Half Technology. City index figures are reflective of all industries and are not specific to the information technology field. Note: Please contact a Robert Half Technology account executive for salary information regarding cites not listed above.

For review only


Local Variances

DElAwArE

Wilmington . . . . . . . . 102.0

DISTrICT Of COlumbIA

Washington, D.C. . . . . 130.0

flOrIDA

Fort Myers . . . . . . . . . . 87.0Jacksonville . . . . . . . . . 94.0Melbourne . . . . . . . . . . 94.0Miami/Fort Lauderdale . 110.0Orlando . . . . . . . . . . . 101.5St. Petersburg . . . . . . . . 95.0Tampa . . . . . . . . . . . . 95.0

GEOrGIA

Atlanta . . . . . . . . . . . 115.0Macon . . . . . . . . . . . . 72.0Savannah . . . . . . . . . . 78.0

HAwAII

Honolulu . . . . . . . . . . . 92.0

IDAHO

Boise . . . . . . . . . . . . . 86.1

IllINOIS

Chicago . . . . . . . . . . 123.0Naperville . . . . . . . . . 112.0Rockford . . . . . . . . . . . 86.2Springfield . . . . . . . . . . 90.0

INDIANA

Evansville . . . . . . . . . . 83.6Fort Wayne . . . . . . . . . 82.2Indianapolis . . . . . . . . . 94.0

IOwA

Cedar Falls/Waterloo . . . 80.7Cedar Rapids . . . . . . . . 90.0Davenport . . . . . . . . . . 89.0Des Moines . . . . . . . . . 94.0Sioux City . . . . . . . . . . 78.2

kANSAS

Kansas City . . . . . . . . . 97.0St. Joseph . . . . . . . . . . 91.0

kENTuCky

Lexington . . . . . . . . . . 87.0Louisville . . . . . . . . . . . 92.5

lOuISIANA

New Orleans . . . . . . . . 97.3

mAINE

Portland . . . . . . . . . . . 95.0

mArylAND

Baltimore . . . . . . . . . 103.0

mASSACHuSETTS

Boston . . . . . . . . . . . 130.0Springfield . . . . . . . . . . 92.0

mICHIGAN

Ann Arbor . . . . . . . . . 102.0Detroit . . . . . . . . . . . 100.0Grand Rapids . . . . . . . . 85.6Lansing . . . . . . . . . . . . 85.0

mINNESOTA

Bloomington . . . . . . . . 103.0Duluth . . . . . . . . . . . . 79.2Minneapolis . . . . . . . . 103.0Rochester . . . . . . . . . 100.7St. Cloud . . . . . . . . . . . 76.5St. Paul . . . . . . . . . . . 103.0

mISSOurI

Kansas City . . . . . . . . . 97.0St. Joseph . . . . . . . . . . 91.0St. Louis . . . . . . . . . . 100.0

NEbrASkA

Lincoln . . . . . . . . . . . . 78.2Omaha . . . . . . . . . . . . 94.0

NEvADA

Las Vegas . . . . . . . . . . 96.0Reno . . . . . . . . . . . . . 94.0

NEw HAmpSHIrE

Manchester/Nashua . . . 110.0

NEw JErSEy

Mount Laurel . . . . . . . 115.0Paramus . . . . . . . . . . 130.0Princeton . . . . . . . . . . 126.0Woodbridge . . . . . . . . 126.0

NEw mExICO

Albuquerque . . . . . . . . 86.0

NEw yOrk

Albany . . . . . . . . . . . . 96.1Buffalo . . . . . . . . . . . . 93.0Long Island . . . . . . . . 135.0New York . . . . . . . . . 141.0Rochester . . . . . . . . . . 94.9Syracuse . . . . . . . . . . . 93.0

NOrTH CArOlINA

Charlotte . . . . . . . . . . 106.0Greensboro . . . . . . . . 100.0Raleigh . . . . . . . . . . . 106.1

OHIO

Akron . . . . . . . . . . . . . 88.8Canton . . . . . . . . . . . . 76.7Cincinnati . . . . . . . . . . 96.4Cleveland . . . . . . . . . . 95.9Columbus . . . . . . . . . . 95.0Dayton . . . . . . . . . . . . 86.5Toledo . . . . . . . . . . . . 86.7Youngstown . . . . . . . . . 78.0

OklAHOmA

Oklahoma City . . . . . . . 89.0Tulsa . . . . . . . . . . . . . 92.0

OrEGON

Portland . . . . . . . . . . 100.0

pENNSylvANIA

Harrisburg . . . . . . . . . . 95.0Philadelphia . . . . . . . . 115.0Pittsburgh . . . . . . . . . . 95.5

rHODE ISlAND

Providence . . . . . . . . . . 95.0

SOuTH CArOlINA

Columbia . . . . . . . . . . . 90.0Greenville . . . . . . . . . . 82.2

TENNESSEE

Chattanooga . . . . . . . . 88.0Knoxville . . . . . . . . . . . 88.0Memphis . . . . . . . . . . . 95.0Morristown . . . . . . . . . 73.8Nashville . . . . . . . . . . . 94.5

TExAS

Austin . . . . . . . . . . . 103.0Dallas . . . . . . . . . . . . 105.0El Paso . . . . . . . . . . . . 70.0Fort Worth . . . . . . . . . 100.0Houston . . . . . . . . . . 106.0Midland/Odessa . . . . . . 95.0San Antonio . . . . . . . . . 95.0

uTAH

Salt Lake City . . . . . . . 100.0

vIrGINIA

Hampton Roads . . . . . . . 85.0Richmond . . . . . . . . . . 95.0Tysons Corner . . . . . . . 130.0

wASHINGTON

Seattle . . . . . . . . . . . 118.0Spokane . . . . . . . . . . . 82.0

wISCONSIN

Appleton . . . . . . . . . . . 82.3Green Bay . . . . . . . . . . 85.0Madison . . . . . . . . . . . 92.7Milwaukee . . . . . . . . 100.2Waukesha . . . . . . . . . . 98.0





For review only


IT Salaries – Canada

Data/Database Administration (b)

Database Manager $ 81,500 - $116,000 $ 84,750 - $118,000 2.7%

Database Developer $ 64,250 - $ 92,000 $ 67,250 - $ 95,250 4.0%

Database Administrator $ 66,000 - $ 92,250 $ 67,500 - $ 95,250 2.8%

Data Analyst/Report Writer $ 60,000 - $ 85,250 $ 58,750 - $ 83,500 -2.1%

Data Architect $ 79,250 - $116,250 $ 82,500 - $112,500 -0.3%

Data Modeler $ 73,250 - $ 98,000 $ 68,750 - $ 94,500 -4.7%

Data Warehouse Manager $ 83,500 - $109,500 $ 80,000 - $110,250 -1.4%

Data Warehouse Analyst $ 70,250 - $ 98,750 $ 70,750 - $ 99,750 0.9%


Quality Assurance (QA) & Testing (c)

QA/Testing Manager $ 72,000 - $ 93,500 $ 69,000 - $ 92,000 -2.7%

QA Associate/Analyst $ 61,250 - $ 84,500 $ 61,250 - $ 84,500 0.0%

Internet & E-Commerce (d)

Senior Web Developer $ 73,500 - $ 98,750 $ 70,500 - $ 93,500 -4.8%

Web Developer $ 55,750 - $ 81,000 $ 53,250 - $ 77,250 -4.6%

Web Administrator $ 54,500 - $ 73,500 $ 53,250 - $ 71,750 -2.3%

Web Designer $ 61,000 - $ 85,750 $ 56,750 - $ 82,750 -4.9%

Electronic Data Interchange (EDI) Specialist $ 60,500 - $ 85,000 $ 62,250 - $ 85,000 1.2%

E-Commerce Analyst $ 55,250 - $ 80,750 $ 55,750 - $ 82,750 1.8%

Messaging Administrator $ 54,000 - $ 69,250 $ 54,000 - $ 69,250 0.0%


Administration

Chief Information Officer (CIO) $132,750 - $194,000 $131,000 - $190,750 -1.5%

Chief Technology Officer (CTO) $117,000 - $169,000 $119,000 - $171,250 1.5%

Chief Security Officer (CSO) $ 99,000 - $168,000 $100,000 - $170,000 1.1%

Vice President of Information Technology $120,000 - $181,500 $123,500 - $183,000 1.7%

Information Technology Manager $ 89,500 - $123,750 $ 91,000 - $119,500 -1.3%

Applications Development (a)

Manager $ 90,000 - $119,250 $ 87,250 - $115,500 -3.1%

Project Manager $ 76,000 - $115,250 $ 73,500 - $112,000 -3.0%

Systems Analyst $ 62,750 - $ 91,250 $ 61,250 - $ 88,250 -2.9%

Applications Architect $ 83,250 - $107,750 $ 85,000 $115,000 4.7%


CRM Business Analyst* NEW! $ 63,500 - $ 81,500 $ 62,750 - $ 80,000 -1.6%

CRM Technical Developer* NEW! $ 65,000 - $ 89,000 $ 65,000 - $ 86,250 -1.8%

Developer/Programmer Analyst $ 58,250 - $ 91,000 $ 56,750 - $ 86,750 -3.9%

ERP Business Analyst* NEW! $ 71,000 - $ 94,000 $ 72,000 - $ 90,500 -1.5%

ERP Technical/Functional Analyst* NEW! $ 65,750 - $ 99,500 $ 68,750 - $ 96,250 -0.2%

ERP Technical Developer* NEW! $ 72,250 - $100,250 $ 73,750 - $ 97,750 -0.6%

Lead Applications Developer $ 69,000 - $100,750 $ 73,250 - $101,500 2.9%

Technical Writer $ 46,500 - $ 76,000 $ 47,000 - $ 73,000 -2.0%

Consulting & Systems Integration

Director $ 91,000 - $125,750 $ 96,000 - $127,500 3.1%

Practice Manager $ 78,500 - $117,250 $ 81,250 - $121,250 3.4%

Project Manager/Senior Consultant $ 80,000 - $118,500 $ 80,000 - $118,250 -0.1%

Staff Consultant $ 55,500 - $ 71,750 $ 52,500 - $ 69,250 -4.3%

Senior IT Auditor $ 89,500 - $138,000 $ 88,750 - $135,500 -1.4%

IT Auditor $ 65,500 - $ 90,250 $ 66,750 - $ 90,500 1.0%

Note: All salary ranges on Pages 18-21 are in Canadian dollars.


(b) Add the percentage below, based on national averages, to IT salaries for the following skills:

IBM DB2 database skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8%Microsoft SQL Server database skills . . . . . . . . . . . . . . . . . . . 9%Oracle database skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9%

(c) Add the percentage below, based on national averages, to IT salaries for the following skills:

Performance testing (e.g., Mercury Interactive Tools) skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5%

(d) Add the percentage below, based on national averages, to IT salaries for the following skills:

Active Server Page development skills . . . . . . . . . . . . . . . . . 5%AJAX (Asynchronous JavaScript and XML)

development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6%C# development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8%Cold Fusion development skills . . . . . . . . . . . . . . . . . . . . . . . . . 8%Content Management System (CMS) skills . . . . . . . . . . . . . 8%DCOM/COM/ActiveX development skills . . . . . . . . . . . . . . . 7%Java development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7%Java Enterprise Edition development skills . . . . . . . . . . . . . 7%LAMP (Linux, Apache, MySQL and

Perl/PHP/Python) skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7%Microsoft SharePoint skills . . . . . . . . . . . . . . . . . . . . . . . . . . . 13%.NET development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9%PHP development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8%Virtualization skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8%WebServices development skills . . . . . . . . . . . . . . . . . . . . . . . 7%

Possessing the specialized skills listed above can provide candidates with an additional 4 to 13 percent on top of base salary. Possessing the specialized skills listed above can provide candidates with an additional 5 to 13 percent on top of base salary.

AJAX (Asynchronous JavaScript and XML) development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6%

Business Objects skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7% C# development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8%C++ development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6%Hyperion skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7%Java development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7%Java Enterprise Edition development skills . . . . . . . . . . . . . 7%

LAMP (Linux, Apache, MySQL and Perl/ PHP/Python) skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7%

Microsoft SharePoint skills . . . . . . . . . . . . . . . . . . . . . . . . . . . 13%.NET development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9%PHP development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8%SAP skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9%Visual Basic development skills . . . . . . . . . . . . . . . . . . . . . . . . 4%

(a) Add the percentage below, based on national averages, to IT salaries for the following skills:


For review only



Software Development (g)

Product Manager $ 86,750 - $117,250 $ 87,500 - $116,500 0.0%

Software Engineer $ 66,250 - $101,500 $ 67,750 - $ 98,000 -1.2%

Software Developer $ 56,250 - $ 91,750 $ 54,000 - $ 89,750 -2.9%

Technical Services, Help Desk & Technical Support (h)

Manager $ 74,000 - $ 97,500 $ 69,750 - $ 93,500 -4.8%

Desktop Support Analyst $ 56,750 - $ 71,000 $ 51,250 - $ 70,000 -5.1%

Systems Administrator $ 53,750 - $ 76,750 $ 53,500 - $ 75,750 -1.0%

Systems Engineer* NEW! $ 60,000 - $ 82,000 $ 62,500 - $ 82,500 2.1%

Help Desk Tier 3 $ 54,750 - $ 71,250 $ 53,500 - $ 70,250 -1.8%

Help Desk Tier 2 $ 41,250 - $ 53,750 $ 40,250 - $ 52,750 -2.1%

Help Desk Tier 1 $ 33,750 - $ 44,000 $ 31,500 - $ 44,750 -1.9%

Instructor/Trainer $ 55,250 - $ 73,000 $ 51,750 - $ 70,750 -4.5%

PC Technician $ 49,750 - $ 61,750 $ 45,000 - $ 60,500 -5.4%

Business Continuity Analyst $ 65,250 - $ 98,000 $ 65,250 - $ 95,500 -1.5%



Network Architect $ 76,000 - $111,000 $ 77,500 - $115,500 3.2%

Network Manager $ 68,500 - $ 94,000 $ 71,750 - $ 95,250 2.8%

Network Engineer $ 66,250 - $ 88,500 $ 70,750 - $ 93,000 5.8%

Wireless Network Engineer $ 76,500 - $ 96,750 $ 76,250 - $ 97,750 0.4%

Network Administrator (LAN/WAN) $ 54,750 - $ 73,250 $ 55,000 - $ 73,500 0.4%

Pre-Sales Engineer/Technical Engineer $ 71,750 - $ 92,500 $ 73,000 - $ 92,750 0.9%

Telecommunications Manager $ 73,000 - $ 95,500 $ 78,750 - $ 99,500 5.8%

Telecommunications Specialist $ 57,000 - $ 78,250 $ 55,500 - $ 78,750 -0.7%

Operations

Manager $ 63,500 - $ 79,500 $ 65,000 - $ 81,000 2.1%

Computer Operator $ 37,000 - $ 48,250 $ 38,000 - $ 48,750 1.8%

Mainframe Systems Programmer $ 59,750 - $ 84,000 $ 59,750 - $ 83,250 -0.5%

Security (f)

Data Security Analyst $ 75,500 - $113,000 $ 75,750 - $113,750 0.5%

Systems Security Administrator $ 70,250 - $ 99,000 $ 68,500 - $ 94,750 -3.5%

Network Security Administrator $ 79,000 - $115,250 $ 76,000 - $109,000 -4.8%

Information Systems Security Manager $ 87,500 - $118,500 $ 85,250 - $113,750 -3.4%


(e) Add the percentage below, based on national averages, to IT salaries for the following skills:

Cisco network administration skills . . . . . . . . . . . . . . . . . . . . 10%Linux/Unix administration skills . . . . . . . . . . . . . . . . . . . . . . . . 8%Voice over Internet Protocol (VoIP) administration skills . . . 9%Windows 2000/Windows 2003/XP/Vista skills. . . . . . . . . . 8%Windows Server 2008 skills . . . . . . . . . . . . . . . . . . . . . . . . . . . 7%

(f) Add the percentage below, based on national averages, to IT salaries for the following skills:

CheckPoint Firewall administration skills . . . . . . . . . . . . . . . 9%Cisco network administration skills . . . . . . . . . . . . . . . . . . . . 10%Linux/Unix administration skills . . . . . . . . . . . . . . . . . . . . . . . . 8%

(g) Add the percentage below, based on national averages, to IT salaries for the following skills:

Active Server Page development skills . . . . . . . . . . . . . . . . . 5%C# development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8%C++ development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6%DCOM/COM/ActiveX development skills . . . . . . . . . . . . . . . 7%Java development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7%Java Enterprise Edition development skills . . . . . . . . . . . . . 7%.NET development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9%PHP development skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8%Visual Basic development skills . . . . . . . . . . . . . . . . . . . . . . . . 4%WebServices development skills . . . . . . . . . . . . . . . . . . . . . . . 7%

(h) Add the percentage below, based on national averages, to IT salaries for the following skills:

Basis administration . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7%Cisco network administration skills . . . . . . . . . . . . . . . . . . . . 10%Linux/Unix administration skills . . . . . . . . . . . . . . . . . . . . . . . . 8%Windows 2000/Windows 2003/XP/Vista skills. . . . . . . . . . 8%Windows Server 2008 skills . . . . . . . . . . . . . . . . . . . . . . . . . . . 7%Virtualization skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8%




For review only


Working With Robert Half Technology

Robert Half Technology can assist your firm in maximizing productivity and profitability by providing skilled contract, project and full-time professionals for a wide range of IT positions. For more than 60 years, we have worked with businesses like yours to help you locate the experienced professionals you need.

Our other professional staffing divisions include:

• Accountemps, Robert Half Finance & Accounting and Robert Half Management Resources for temporary, full-time and project professionals, respectively, in the fields of accounting and finance

• OfficeTeam for highly skilled office and administrative support professionals

• Robert Half Legal for attorneys, paralegals and legal support personnel on a temporary, project and full-time basis

• The Creative Group for creative, advertising, marketing, web and public relations professionals

We have the best reputation in the business. Robert Half was ranked by FORTUNE® magazine (March 16, 2009) as the World’s Most Admired Company in the temporary help sector. Nine out of 10 of our clients and candidates say they would recommend us to their colleagues.

We can fill your needs fast. In periods of rapid change, you need to be able to respond quickly to workload fluctuations. Our candidate database includes more than 850,000 IT professionals, and many of the job seekers we represent are available to start working immediately.

We custom match professionals to your needs. With more than 100 offices worldwide, we are able to leverage the size and strength of our team to find highly skilled professionals for your projects. Our in-person interviews, proprietary skills assessment tools and selected reference checking procedures allow us to custom match the skills of our candidates to your business needs.

We represent highly skilled candidates. Experienced professionals want to work with Robert Half Technology because we are committed to advancing their careers by offering free access to thousands of online training courses.

In addition to the annual Salary Guide, we offer hiring managers a number of complimentary advice booklets and research guides to help them effectively lead their teams. To obtain copies of these materials or learn more about our best-in-class service, please call 1.800.793.5533 to speak to a Robert Half Technology representative today.

Adjusting Salaries for Canadian CitiesTo determine the estimated salary range for a position in your area, follow the steps outlined below:

Example: network architect in Toronto

1. Locate the position “network architect” on the chart on Page 20 and your city’s salary variance index number listed below. (The salary variance index number for Toronto is 106.4.)

2. Move the decimal point in the index number two places to the left (1.064).

3. Multiply the low end of the national salary range ($77,500) by the index number as a percentage (from step two). ($77,500 x 1.064 = $82,460)

4. Repeat step three using the high end of the salary range. ($115,500 x 1.064 = $122,892)

5. The approximate starting salary range for a network architect in Toronto is $82,460 to $122,892.


Job Title 2009 2010 % Change


Network Architect $ 76,000 - $ 111,000 $ 77,500 - $ 115,500 3.2%

Source: Statistics Canada and Robert Half TechnologyNote: Please contact a Robert Half Technology account executive for salary information regarding cities not listed above.

Local Variances

AlbErTA

Calgary . . . . . . . . . . . . . . 105.2Calgary Suburban . . . . . . 104.2Edmonton . . . . . . . . . . . . 102.3

brITISH COlumbIA

Fraser Valley . . . . . . . . . . . 99.1Vancouver . . . . . . . . . . . . 103.7Victoria . . . . . . . . . . . . . . . 94.9

ONTArIO

Kitchener-Waterloo . . . . . . 96.9Ottawa. . . . . . . . . . . . . . . . 98.5Toronto . . . . . . . . . . . . . . 106.4

QuébEC

Montréal . . . . . . . . . . . . . 102.9Québec City . . . . . . . . . . . . 89.2

SASkATCHEwAN

Regina . . . . . . . . . . . . . . . . 93.2Sasktatoon . . . . . . . . . . . . 91.9

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Office Directory

United StatesArizonaPhoenix ...................... (602) 224-2486

CaliforniaCity of Industry ......... (562) 478-1234Irvine .......................... (949) 476-0879La Jolla ...................... (858) 558-6990Los Angeles .............. (213) 270-6732Oakland ...................... (510) 839-5975Ontario ....................... (909) 945-2272Pasadena .................. (626) 463-2032Sacramento .............. (916) 922-3147San Francisco........... (415) 434-4940San Jose .................... (408) 271-9063San Mateo ................. (650) 573-0551Stockton .................... (209) 513-9885Torrance .................... (310) 719-7356Westwood ................. (310) 209-6838

ColoradoColorado Springs ..... (719) 532-0222Denver ....................... (303) 296-2345

ConnecticutHartford ..................... (860) 278-0300Stamford .................... (203) 356-9500

DelawareWilmington ................ (302) 252-3165

District of ColumbiaWashington, D.C. . . . . (202) 626-0250

FloridaFort Lauderdale ........ (954) 763-5578Jacksonville –

Downtown ............. (904) 997-9960Miami – Coral Gables .......... (305) 774-7860Orlando ...................... (407) 426-9438Tampa......................... (813) 301-8942

GeorgiaAtlanta – Buckhead .. (404) 233-1382

IllinoisChicago ...................... (312) 616-7974Hoffman Estates ....... (847) 839-9387Northbrook ................ (847) 480-1774Oakbrook Terrace .... (630) 368-0316

IndianaIndianapolis –

Downtown ............. (317) 687-3275

IowaCedar Rapids ............ (319) 362-8606Des Moines ............... (515) 282-6876

KansasOverland Park ........... (913) 339-9849

Kentucky Louisville .................... (502) 394-0525

MarylandBaltimore ................... (410) 783-6290Bethesda ................... (240) 497-1042

MassachusettsBoston ........................ (617) 439-3000Braintree ................... (617) 439-3000Burlington .................. (781) 505-4031Westborough ............ (508) 621-2301

MichiganGrand Rapids ............ (616) 451-7000Southfield .................. (248) 372-7501Troy ............................. (248) 689-4290

MinnesotaBloomington .............. (952) 831-6888Minneapolis .............. (612) 359-4960

MissouriSt. Louis ..................... (314) 205-1770

NevadaLas Vegas .................. (702) 866-2869

New HampshireManchester .............. (603) 647-6200

New JerseyMount Laurel ............ (856) 439-9595Paramus .................... (201) 843-7776Parsippany ................ (973) 292-2652Princeton ................... (609) 987-8010Woodbridge .............. (732) 634-9211

New MexicoAlbuquerque ............. (505) 888-6225

New YorkNew York –

Midtown ................. (212) 687-7072New York –

Wall Street ............. (212) 480-0248Uniondale .................. (516) 357-2506White Plains .............. (914) 761-7300

North CarolinaCharlotte .................... (704) 342-7982Raleigh ....................... (919) 782-5111

OhioAkron .......................... (330) 253-8160Cincinnati .................. (513) 621-6890Cleveland ................... (216) 621-6633Columbus ................... (614) 365-7442Dayton ........................ (937) 224-7442Dublin ......................... (614) 602-0510

OklahomaOklahoma City........... (405) 236-0202Tulsa ........................... (918) 493-2411

OregonPortland ..................... (503) 222-0946

PennsylvaniaKing of Prussia ......... (484) 254-9070Philadelphia .............. (215) 568-1513Pittsburgh .................. (412) 471-0888

Rhode IslandProvidence ................ (401) 273-4000

South CarolinaGreenville .................. (864) 232-7442

TennesseeMemphis – East........ (901) 759-2332Nashville –

Downtown ............. (615) 385-1977

TexasAustin ......................... (512) 477-3389Dallas – Downtown .. (214) 468-9191Dallas – Galleria ....... (972) 503-3787Fort Worth ................. (817) 336-1818Houston – Galleria ... (713) 993-1888Houston –

The Woodlands .... (281) 681-3046Houston –

Westchase ............ (832) 242-0175San Antonio .............. (210) 696-1134

UtahSalt Lake City ............ (801) 364-5490

VirginiaRichmond – West ..... (804) 747-9500Tysons Corner ........... (703) 847-0271

WashingtonBellevue ..................... (425) 401-2941Seattle ........................ (206) 749-9260

WisconsinMadison ..................... (608) 827-8882Milwaukee ................ (414) 271-9670

AustraliaSydney .............. 011-61-2-9240-0444

BrazilRio de Janeiro 011-55-21-2546-9935São Paulo ....... 011-55-11-3382-0100

CanadaAlbertaCalgary ...................... (403) 237-7500Edmonton ................. (780) 426-6642

British ColumbiaVancouver ................ (604) 688-5256

OntarioMarkham .................. (905) 763-2851Mississauga ............. (905) 273-4092North York ................ (416) 227-0581Ottawa ...................... (613) 236-7442Toronto ...................... (416) 350-8143

ChinaHong Kong . . . . . . 011-852-3653-7300

Czech RepublicPrague ............ 011-420-296-338-633

GermanyDüsseldorf ....011-49-211-5-40-59-301 Frankfurt .......011-49-69-25-62-47-490Munich ........ 011-49-89-2-86-74-290

JapanOsaka ................ 011-81-6-4560-5522Tokyo ................ 011-81-3-5219-8141

New ZealandAuckland ..............011-64-9915-6700

SingaporeSingapore .............011-65-6533-7778

United Arab EmiratesDubai ...................011-971-4382-6700

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2010 IT Salary Guide

Documents