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+Reported by ReadexResearch | MemberSurvey.com
2011 Contract Management
$ALARYSURVEY
National Contract Management Associationwww.ncmahq.org
The contract management
proession is a dynamic, challenging,and (as demonstrated by this report) a
rewarding career choice. This 2011 Salary
Survey report demonstrates that contract
management proessionals are highly
experienced, extremely well-educated
people, possessing a variety o proessional
certications and designations. It also
demonstrates that i you are in the contract
management proession, you are being
well rewarded (or you should be!) in terms
o salary and bonus. I you are not currently
a contract management proessional, and
are contemplating a career change, or i
you are a college student considering a
career choice, this report demonstrates
that contract management would make an
excellent choice!
Whether you are a proessional
negotiating a pay raise with your boss, or
a department manager ghting or salary
adjustments or your employees, or even
a corporate human resources proessionaltrying to airly assess the proper pay levels
or your organizations contract manage-
ment sta, this report provides the answers
you need.
This executive summary provides
compensation inormation based on age,
gender, education level, certications
held, security clearance, military status,
years o experience, employer industry,
organization size, years o service with the
employer, position, job title, and location.
In addition, the report also provides cross-
tabulated data based on multiple variables,
such as compensation by education and
experience, and by position and location,
to name only two, providing a much more
in-depth look at compensation across the
proession. I encourage you to look closely
at the dozens o tables and exhibits con-
tained in the report.
For more inormation on how to
purchase the ull 2011 Salary Survey report,visit www.ncmahq.org/salarysurvey2011 or
see the order orm on page 10.
The National Contract Management
Association is here to serve the people in
the contract management proession.
I hope the inormation you nd in this
report is o service to you and your organi-
zations, and I encourage and welcome your
eedback. It is our goal to make the 2012
Salary Survey even better or you.
Neal J. Couture, CPCMExecutive DirectorNational ContractManagement Association
executive summary
+
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Copyright 2011 by the National Contract Management Association. No part o this document may be reproduced,
photocopied, entered into a computer database, copied in handwritten ormat, or republished in any orm, in whole or in
part, without the express written permission o the National Contract Management Association, 21740 Beaumeade Circle,
Suite 125, Ashburn, VA 20147. Violators are subject to prosecution under ederal copyright laws.
Acknowledgments
NCMA would like to thank the individual members who responded to the Salary
Survey. Without your willingness to spend a ew minutes o your time in lling out thesurvey, this valuable inormation would not be available to our proession.
We would also like to thank the ollowing NCMA sta members involved in this project:
Neal Couture, CPCM, Executive Director
Sam Smith, CPA, Chie Financial Ocer
Alan Boykin, Chie Learning Ocer
Will Kohudic, Director o Creative Services
Jessica Friedman, Director o Marketing
Cambria Tidwell, Director o Operations
Jennier Coy, Director o MeetingsKerry McKinnon Hansen, Editor in Chie
Jennier Reitz, Senior Graphic Designer
Correen Dingle, Marketing Specialist
April Silverthorn, Marketing and Communications Specialist
We would also like to thank our Board o Directors and the hundreds o
chapter volunteers across the association or their service, dedication, and
leadership to the contract management proession.
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Over the years, the National Contract Management
Association (NCMA) has served its members and the
contract management proession by conducting and
reporting periodic surveys on salaries and benets in the
proession. This document reports results rom NCMAs
2011 Salary Survey.
This Findings section provides an overview o survey
results: describing the research methodology, proling
survey respondents, and discussing compensation and
benets rom a variety o perspectives. Detailed tables
ollow, showing how compensation or contract manage-
ment proessionals as a whole is related to a variety o
actors. Subsequent tables show compensation or our
broad positions within the proession. The report
concludes with urther tables describing proessionals
and their employment situations.
Methodology
This survey was designed and conducted by
NCMA. It was tabulated and reported by Readex Research,
an independent research company located in Stillwater,
Minnesota.
In Spring 2011, NCMA e-mailed survey invitations to its
19,032 current members. O those, 312 e-mail addresses
were returned as undeliverable, resulting in a net eective
mailout o 18,720. A total o 2,280 responses were submit-
ted to the NCMA website. Responses rom those outside
the United States, those not employed ull time, and those
not providing salary inormation are excluded rom this re-
port. Proportions in most tables, based on 2,194 reportingull-time U.S. respondents (respondents), are subject to a
margin o error o 2.1% at the 95% condence level.
Proessional Profle
Overall, 54% o respondents are emale. The median
age is 48, with 28% age 55 or older, and 20% under age 35.
Age
Base: 2,194 reporting U.S. respondents.
Findings
34% 28%
18%20%
< 35
55+4554
3544
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Three-quarters o respondents (76%) describe their race as
Caucasian/White (non-Hispanic). About one in ten (11%)
are Arican American, and no more than 4% are any other
single race.
Race
Base: 2,194 reporting U.S. respondents.
In terms o the nine U.S. Census divisions, respondents are
highly concentrated in the South Atlantic division, which
includes the District o Columbia and surrounding states.
Forty-two percent are in that Census region, including 24%
who are located in the Washington-Arlington-Alexandria
DC-VA-MD-WV Core-based Statistical Area.
LocationU.S. Census Division
Base: 2,194 reporting U.S. respondents.
Caucasion
Arican American
Hispanic or Latino
Other
No Response
75%
11%
4%
4%
4%
4%
6%
8%
4%
42%
6%
7%
7%
14%
New England
Middle Atlantic
East North Central
West North Central
South Atlantic
East South Atlantic
West South Central
Mountain
Pacifc
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Six percent o respondents hold a doctorate as their
highest degree, with 44% having a masters, 40% a
bachelors, and 4% an associates. Seven percent hold no
college degree, though most o them have completed at
least some college.
EducationHighest Degree Held
Base: 2,194 reporting U.S. respondents.
Fiteen percent o respondents are currently or have been
in the military. The majority o them are military retirees.
Military StatusYears Worked in Contract Management
Base: 2,194 reporting U.S. respondents.
About hal (51%) o respondents report holding a
security clearance.
44%
Masters
40%
7%
6%
4%
Doctorate
No CollegeDegree
Associates
Bachelors
86%
12%
2%
Reserve
1%
Active Duty
None
Retired
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The majority o military retirees ound a job in the industry
with relative ease. It took less than three months or most
(57%) to nd a job ater they started actively looking, while
it took longer than a year or only 8%. The typical (median)
military retiree ound a job in the industry in about two
months.
Length o Time to Find a Job
Base: 263 military retirees.
Military retirees reported earning a median salary o
$48,000 at the time they entered the contract industry..
Nearly all respondents (96%) indicated they are members
o NCMA. An additional 2% said they are ormer members.
Forty-seven percent o respondents indicated they cur-
rently possess one or more proessional certications. The
ones held by the most include the three levels o DAWIA
and two o NCMAs certications: CPCM and CFCM.
Certifcations Held
Base: 2,194 reporting ull-time U.S. respondents.
The various DAWIA levels are seen most requently among
those employed by the ederal government.
28%
16%
20%
14%
8%
13%
1 month
2 months
36 months
6 months1 year
> 1 year
> 1 month 13%
11%
10%
8%
7%
3%
2%
15%
47%
DAWIA Level III
CPCM
CFCM
DAWIA Level II
DAWIA Level I
CPSM, CPSD, etc.
PMP
Other
At Least One
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The typical (median) respondent has worked in contract
management or 12 years, with 12% involved 30 years
or more.
ExperienceYears Worked in Contract Management
Base: 2,194 reporting U.S. respondents.
About hal (52%) o respondents report holding a
security clearance.
Respondents tend to be at very large organizations,
with nearly hal (48%) working or organizations with
annual revenue (or budgets i public agencies) in excess
o $500 million.
Only 7% indicated they are at organizations with annual
revenues/budgets under $11 million. Twenty percent o
respondents are unsure about the size o their organiza-
tions annual revenue/budget.
Organization SizeRevenue/Budget
Base: 2,194 reporting U.S. respondents.
24%
12%
21%
18%
23%
2029
30+
< 5
59
1019
48%
11%
14%7%
20%
> $500 million
$101500million
$11100million
< $11 million
Not Sure
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Over hal o respondents (57%) work or a government
contractor, while 25% are with the ederal government.
No more than 8% work or any other single type o
employer.
Employer
Base: 2,194 reporting U.S. respondents.
The typical (median) respondent has worked or his or
her present employer or our years and has been in his or
her current position or hal that time (two years).
Most commonly, respondents ound their current jobs
through networking (45%), ollowed by online recruitmentsites (19%). Print ads helped only 6% o respondents nd
their current jobs. ContractManagementJobs.com was
indicated as a job source by 2%.
Asked to categorize their management level rom a list o
ve options (plus other), the highest proportion (48%)
indicated they would be considered experienced non-
supervisory sta. An additional 8% said they are entry-level
sta. Managers (second tier or higher) make up 26%;
supervisors (rst tier) 13%; and executives (CEO, president,
vice president, owner) 5%.
Management Level
Base: 2,194 reporting U.S. respondents.
For a comparative analysis, the compensation and prole
results are split out by management level in the tables
presented in the ull Salary Survey.
Specic job titles o respondents vary widely, but two are
relatively common: contract manager/supervisor/director
(35%) and contract administrator/specialist (32%). No other
single position was indicated by more than 9%.
57%25%
8%
10%
GovernmentContractor
Other
CommercialBusiness
FederalGovernment
48%
8%
26%
13%5%
1%Other
ExperiencedSta
Supervisor
Entry-LevelSta
Executive
Manager
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The typical respondent works 45 hours per week, with
30% working 50 hours or more.
Telecommuting is not an option or about a third o
respondents (34%). Fourteen percent telecommute at least
part time, including 2% who work that way ull time. Forty-
one percent do not telecommute regularly, but said it is an
available option on an as-necessary basis.
For the most part, respondents seem to be content with
their current jobs. Forty-two percent said they are not look-
ing or a new one and only 9% said they are actively search-
ing. An additional 6% indicated they will begin searching in
a year or two. Fiteen percent are on the ence, not actively
looking but considering change. And 28% are open to
change, indicating they might take the right oer.
Seeking a New Job
Base: 2,194 reporting U.S. respondents.
Among those actively seeking a new job, there are varied
reasons or doing so. The most common among their
multiple responses was that they have issues with their
employer/management (33%), are dissatised with their
salary (28%), and/or do not nd their work challenging
(26%). A change in career path is a driving orce or 12%.
Eight percent claim benet dissatisaction as a reason or
seeking a new job.
Sixteen percent o respondents are eligible to retire
within their organizations rules or retirement eligibility
within the next two years. O those who are eligible, 29%
plan to retire in that timerame, 48% do not plan to retire,
and 23% are undecided.
Among those who plan to retire, many still plan to work
post-retirement: 24% will take a part-time job just to stay
busy or earn money; 22% will work in contract manage-
mentrelated position part time (such as a trainer, re-
annuitant, consultant, or employee); and 11% will get
another ull-time job. Fiteen percent said they have no
intention to work at all ater retirement.
Post-Retirement Plans
Base: 103 respondents eligible to retire within the next twoyears who are planning to retire.
Most o those who are eligible but do not plan to retire
say they cannot aord to retire yet (58%). Another quarter
say they enjoy their work so much they do not want to
retire yet (23%).
When asked to indicate the most important actor that will
aect whether they decide to retire, those undecided about
retiring indicated similar actors to those who are eligible but
decided not to retire yet. Job satisaction and their nan-
cial situations are key, that is: whether they enjoy their job
or not (30%), economic conditions/outlook or the next ew
years (29%), and how much money they have saved (20%).
28%
42%
6%
9%
15%
Not Looking
Might Take the
Right Oer
Will BeginSearching in
12 Years
ActivelySearching
ConsideringChange
22%
11%
24%
19%
15%8%
Will WorkPart Time
Will Workin Contract
Management
Will WorkFull Time
DontKnow Yet
Other
Will Not Workat All
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The ollowing pages discuss compensation among
respondents working ull time and reporting their salary.
Overall, the median salary is reported to be $94,900 per
year. The mean is reportedly slightly higher at $99,300, but
means tend to fuctuate more in terms o a ew very
high-end respondents in a given study year infuencing
the statistic. As a result, later analysis o how salary diers
based on various respondent characteristics will ocus on
median responses.
Annual Salary
Base: 2,194 reporting U.S. respondents.
There are several components considered to be part o
compensation other than salary. For example, 96% receive
vacation leave, 92% receive healthcare benets, 90% receive
401K or a similar dened contribution retirement plan, 88%
receive lie insurance, 87% receive dental benets, and 78%
receive vision benets.
Seventy percent are eligible to receive a bonus as
part o their compensation package (this is more likely
among executives than sta86% versus 62%, respec-
tively). Two in three (66%) can receive tuition assistance.
Far ewer have a traditional dened benet (pension) plan
(29%) or an employee stock ownership plan (27%). The
latter is concentrated mostly among those working or
government contractors, commercial businesses, or
proessional services.
Compensation Components Other Than Salary
Base: 2,194 reporting U.S. respondents.
The typical respondent earns 19 days o vacation annually.
Thirty percent get 21 days or more.
44%
9%
24%
35%
10%
14%
20%
21%
$100K$149K
$150K+
< $60K
$80K$99K
$60K$79K
96%
92%
90%
88%
87%
78%
70%
66%
29%
27%
Vacation Leave
Healthcare Benefts
401K or Similar
Lie Insurance
Dental Benefts
Vision Benefts
Bonus
Tuition Assistance
Pension
ESOP
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When asked to provide the value o their bonus rom their
last perormance review, about one in our (28%) indicated
they didnt receive a bonus at that time. Among those that
did, the median bonus was $4,000.
Most Recent Bonus Awarded
Base: 1,443 who received a bonus (fll-in answers).
Executives who received a bonus rom their last per-
ormance review typically earned an additional $28,000
compared to $2,500 or experienced non-supervisory sta
and $1,100 or entry-level sta.
33%
27%
22%
18%
$5,000$9,999$10,000+
< $2,500$2,500$4,999
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NATIONAL CONTRACT MANAGEMENT ASSOCIATION
Print Form
2011 Salary SurveyAvailable in electronic format only
The contract management proession is a dynam-ic, challenging, and as demonstrated by thisreport, rewarding career choice. The 2011 SalarySurvey demonstrates that contract managementproessionals are highly experienced, extremelywell-educated people who possess a varietyo proessional certifcations and designations.Survey fndings indicate that those in theproession are well rewarded in terms o salaryand bonuses.
I you dont work in contract management andare contemplating a career change, or i you area college student pondering career choices, thisreport demonstrates why contract managementis the feld to be in.
This extensive survey takes an in-depth look atcompensation across the proession.
Information is based on: age and gender,
certifcations and security clearances held,
education,
years o experience,
military status,
employer industry,
organization size,
position level,
job title,
location, and more.
To order this electronic survey, click thebutton above to visit the NCMA online store.
You can also click the Print button to print thisorder orm, and ax or mail it to the contactinormation below, or call and order directly.
Member Price: $50.00Nonmember Price: $250.00
VA residents ONLY, add 5.0% sales tax.
Total $___________
Payments by check or credit card.Make checks payable to NCMA.
Check Enclosed $__________
Credit Card
MC
Visa
AmEx
Discover
Card No.
Exp. DateName on CardSignatureDate
Send to:
E-mail (required)
Mail:National Contract Management Association21740 Beaumeade Circle, Suite 125Ashburn, VA 20147
Call:800-344-8096
Fax:703-448-0939
* NCMA reserves the right to adjust the price at itsdiscretion and without previous notice.
+
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NATIONAL CONTRACT MANAGEMENT ASSOCIATION | WWW.NCMAHQ.ORG
More than just another job site,
ContractManagementJobs.com
is a professional hub for employers
and job seekers alike. With targeted
delivery features in a select pool
of candidates and job listings, this
is the only niche job site for the
contract management profession!
Guarantee your success with this unique
career management tool or all contracts
proessionals. Grow with us, as we continue
to expand our services!
EMPLOYERS
Simpliy your hiringprocess and reachqualifed candidates
JOB SEEKERS
Save valuable timeand tap into industry-specifc jobs
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An alternative perspective on salaries and bonuses is
provided by analyzing percentiles: that is, the points below
which a designated percentage o salary/bonus responses
lie when they are ordered rom low to high. For example,
the 50th percentile represents the median (or typical) value,
with 50% below and 50% above.
Under this view, we see that 10% o respondents earn
annual salaries o under $53,100 and $1,000 as a bonus
i they received one at their last perormance review. A
quarter (25%) o respondents earn less than $70,000 and a
$1,900 bonus i they got one, and so on. The top 10% (90th
percentile) earn annual salaries o $150,000 and those who
received bonuses earned an additional $25,000.
Annual Salary and Most RecentBonus AwardedPercentiles
Annual Salary
Most RecentBonusAwarded
10% earned less than $53,100 $1,000
25% earned less than $70,000 $1,900
50% earned less than $94,900 $4,000
75% earned less than $122,100 $10,000
90% earned less than $150,000 $25,000
Base: 2,194 reporting ull-time U.S. respondents or salary;or bonus: 1,443 who received a bonus at their lastperormance review.
As would be expected because experience tends to
equate with age, average salaries are highest among the
oldest respondents. Those under 35 earn a median salary
o $65,000 compared to $115,200 among those 55 or older.
Annual Salary by Age
Base: 2,194 reporting ull-time U.S. respondents.
55+
4554
3544
< 35
All
$40 $70 $100 $130 $160 $190 $220
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Results by gender show the typical (median) emale earn-
ing approximately $18,000 per year less than the typical
male. However, correlation is not causation; this discrepan-
cy may result rom diering average levels o qualications,
experience, and/or responsibility between males
and emales.
Annual Salary by Gender
Base: 2,194 reporting ull-time U.S. respondents.
Salary by education shows an expected pattern or median
salary, with a bachelors degree providing an $11,500 pre-
mium when compared to those without a college degree.
A masters adds another $18,000, and a doctorate $7,000
on top o that.
Annual Salary by Education
Minimum25thPercentile
Median(50thPercentile)
All $70,000 $70,000 $94,900
No Degree $10,000 $58,000 $75,500
Associates $10,000 $63,000 $80,000
Bachelors $10,000 $65,300 $87,000
Masters $10,000 $82,000 $105,000
Doctorate $85,000 $112,000
Base: 2,194 reporting ull-time U.S. respondents.
All
Female
Male
$40 $70 $100 $130 $160 $190 $220
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Slight variations in median salary are apparent based on
race. Those indicating they are Caucasian/White or Arican
American earn a median o $95,000 in salary compared to
no more than $87,300 among the other segments. Again,
these slight discrepancies may result rom diering levels
o qualications, experience, and/or responsibilities.
Annual Salary by Race
Base: 2,194 reporting ull-time U.S. respondents.
Those without any certications do slightly worse than
respondents as a whole, with a median salary o $88,000
(versus $94,900 overall). The CPCM and DAWIA III
certications, specically, are associated with higher levels
o compensation. But the data is not controlled or those
holding multiple certications, so results should be inter-
preted cautiously.
Annual Salary by Certifcations
Base: 2,194 reporting ull-time U.S. respondents.
$40 $70 $100 $130 $160 $190 $220
White
AricanAmerican
Hispanicor Latino
Asian
Other
All
$40 $70 $100 $130 $160 $190 $220
CFCM
CPCM
DAWIA I
DAWIA II
DAWIA III
None
All
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Again noting that correlation is not causation, we see that
those who hold a security clearance earn a median salary
$17,000 above those who do not.
Annual Salary by Security Clearance
Base: 2,194 reporting ull-time U.S. respondents.
Those who are military retirees earn a median salary
$21,500 above those who are not.
Annual Salary by Military Status
Base: 2,194 reporting ull-time U.S. respondents.
$40 $70 $100 $130 $160 $190 $220
HoldsClearance
NoClearance
All
$40 $70 $100 $130 $160 $190 $220
Active Duty/Reserves
MilitaryRetiree
All
Neither
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Those who are currently NCMA members earn a median
salary slightly higher than those who are not NCMA
members ($95,000 and $85,000, respectively).
Annual Salary by NCMA Membership
Base: 2,194 reporting ull-time U.S. respondents.
As would be expected, increasing experience correlates
strongly with increasing salaries. The gap is greatest
($21,000) between novices who have less than ve years
experience and those having 59 years o experience,
with medians o $60,000 and $81,000, respectively.
Annual Salary by Experience
Years Worked in Contract Management
Base: 2,194 reporting ull-time U.S. respondents.
$40 $70 $100 $130 $160 $190 $220
NCMA
Member
Not aMember
All
$40 $70 $100 $130 $160 $190 $220
30+ Years
2029 Years
1519 Years
1014 Years
59 Years
< 5 Years
All
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Annual salary varies somewhat with employer type.
Typically, state/local government employees earn the least
among the segments, while the small minority who are in
proessional service rms (accountants, lawyers, consul-
tants, trainers, etc.) earn the most.
Annual Salary by Employer
Base: 2,194 reporting ull-time U.S. respondents.
Those in the smallest organizations (annual revenues or
budget under $1 million) and those in the largest organiza-
tions (over $500 million) earn the highest median salaries
($100,000 and $106,000, respectively). The smallest organi-
zations demonstrate the most variability in their compensa-
tion; theres a $134,500 spread between the 25th and 75th
percentile or organizations with under $1 million in annual
revenues/budget ($55,500 to $190,000).
Annual Salary by Organization Size
Base: 2,194 reporting ull-time U.S. respondents.
$40 $70 $100 $130 $160 $190 $220
Federal
Government
GovernmentContractor
CommercialBusiness
ProessionalServices
Academia
Other
All
State or LocalGovernment
$40 $70 $100 $130 $160 $190 $220
Over $500Million
$101$500Million
$11$100Million
$1$10Million
< $1 Million
All
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O all the variables, management level shows the stron-
gest association with salary. Executives (CEOs, presidents,
vice presidents, owners) report a median annual salary o
$168,500. Thats $43,500 per year more than managers,
who typically earn $125,000. Supervisors earn a median
o $105,100, experienced non-supervisor sta members
$83,000, and entry-level sta $50,900. More detailed exami-
nation o salary by management level is in the third section
o this report.
Annual Salary by Management Level
Base: 2,194 reporting ull-time U.S. respondents.
Median salaries o those who work more than 40 hours
per week are $24,000 higher than those who work 40 hours
per week.
Annual Salary by Hours Worked
Base: 2,194 reporting ull-time U.S. respondents.
$40 $70 $100 $130 $160 $190 $220
Executive
Manager
Supervisor
Experienced
StaEntry-Level
Sta
All
$40 $70 $100 $130 $160 $190 $220
More
than 40
40
All
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Tables in sections two and three also show compensation
statistics by location: Census division, state, and metro
area (where there are sucient responses). O the 29 metro
areas reported, seven boast a median salary o $100,000
or more.
Top Metro Areas or Media Salary
Median SalaryWashington, DC $115,000
San Francisco $113,000
Phoenix $109,000
Los Angeles $102,600
Denver $102,000
Houston $100,600
Boston $100,000
Base: 2,194 reporting ull-time U.S. respondents.
Job Seeking
Base: 2,194 reporting ull-time U.S. respondents.
Conclusion
This brie recap o ndings has only skimmed the surace
o data generated by this comprehensive survey. For those
interested, the tables that ollow present explorations o
compensation by a variety o univariate and bivariate
actors, o benets oered by position and employer,
and o practitioner characteristics as they vary by position.
NCMA updates this survey annually and actively seeks
suggestions or its improvement. With the help and
participation o contract management proessionals,
uture surveys can become even more o an asset to
the proession.
To purchase the full report (PDF document) ($50 formembers and $250 for nonmembers), visit www.ncmahq.org/salarysurvey2011, complete and return theenclosed order form, or call us at (800) 344-8096.
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