IMA薪酬调研报告

1、 illustration:danielpelavin/www.pelavin.com and i b y k a r l e . r e i c h a r d t , c m a ,d av i d l . s c h r o e d e r with the subprime mortgage mess, the rising cost of gasoline, the weaken- ing of the dollar in the international market, and indications of a possible recession, 2007 wasnt a g

2、ood year for the u.s. economy. for members of the institute of management accountants (ima), however, it was a posi- tive year in one financial mattercompensation. the average salary of members responding to imas 19th annual salary survey was $101,805. not only is this the first time that the averag

3、e salary exceeded $100,000, but it also represents a 6.9% increase over the figure reported in 2006 and is the first time in three years that the increase in average salary has been statistically significant. the average total compensation reported is h ow t h e s u rv e y wa s c o n d u c t e d the

4、 salary survey was mailed during december 2007 to a random sample of 4,817 ima members. the sample was selected to represent the membership of ima in the united states geographically. the questionnaire packet included a return envelope and a separate postcard to indicate return of the survey. a foll

5、ow-up survey was sent in january 2008 to those who hadnt returned the postcard from the first mailing. the sample size was selected to allow for a 95% confidence level of estimating the population mean within plus or minus 3% based on the expected return rate. a total of 1,656 questionnaires was ret

6、urned, yielding an overall response rate of 34%. of this number, there were 1,565 usable questionnaires representing 32% of persons surveyed. this response rate allows for a 95% confidence level for all data on the survey because those persons responding to the survey represented the ima membership

7、proportionately for those demographics maintained by ima. $120,972, representing a statistically significant increase of 6.2% over the 2006 amount. these measures of average salary and average compensa- tion are most likely attributable to the 74% of the respondents who reported receiving salary inc

8、re- ments (the same percentage as in 2006) averaging $6,130 in 2007a 4.4 % increase over 2006, which is statistically significant. the salary increases range from approximately $500 to $80,000, with a medi- an of $4,000 and a mode of $5,000. the univariate statistics for the five most recent salary

9、surveys (2003-2007) are shown in table 1. the figures for 2007 are the highest theyve been, with median and percentile increases ranging from a low of 3.9% (20th percentile for average salary) to 6% (median average salary). the demographic information for the “average” ima member in 2007 is shown in

10、 table 2. all of the values for these demographics are within the ranges that have been observed in the past, espe- cially over the past five years. there are absolutely june 2008s t r at e g i c f i n a n c e27 i no new “highs” or “lows” in 2007. these table 1: comparison of univariate statistics f

11、or 2003-2007 demographics will be used to make com- 20th80th parisons between this years compensationyearsrangemeanmedianpercentile percentile figures and those of the prior 18 years toaverage salary provide insight, identify changes, and track trends regarding the compensation of ima members.1 natu

12、re of compensation measures 2007 2006 2005 2004 2003 $20,000 to $505,000 $101,805 $20,000 to $375,000 $ 95,268 $10,000 to $640,000 $ 92,746 $ 9,200 to $415,000 $ 91,054 $23,000 to $560,000 $ 87,108 $ 92,000 $ 86,831 $ 84,550 $ 83,000 $ 79,900 $67,500 $125,500 $65,000 $120,000 $60,500 $116,450 $62,25

13、0 $114,000 $58,900 $107,000 the most frequently used terms in this study are “average salary” and “average total compensation.” average salary is the mean of all responding members annual salary. average total compensation is the mean of all these members salary plus any addition- al compensation fr

14、om bonuses, profit plans, etc., reported by members (not all members average total compensation 2007 $20,000 to $975,000 $120,972 $100,000 $71,700 $150,000 2006 $20,000 to $865,000 $113,965 $ 95,000 $68,335 $142,000 2005 $23,000 to $677,400 $108,030 $ 91,823 $63,715 $136,500 2004 $22,000 to $570,000

15、 $104,944 $ 90,000 $65,000 $134,000 2003 $16,600 to $603,000 $ 99,602 $ 80,000 $58,000 $124,000 will have additional compensation). another term that appears often is “household income.” this represents the sum of the members salary, additional compensation, and spouses income, if any. for those who

16、 are single, divorced, widowed, or married with a spouse who isnt employed, household income is the same as total compensation (salary plus additional com- pensation but no spousal income). in 2007, 74% of the respondents received additional compensationdown slightly from last year but greater than

17、three of the its inception in 1989 has been the discrepancy in com- pensation between men and women. last year saw some positive signs with a decrease in the “salary gap” between men and women, but that gain was erased in this years results. while 76% of women received a salary increase com- pared t

18、o 71% of men this year, all of the statistical mea- table 2: “average” ima member 2007 2006 2005 2004 2003 last five years (76%, 71%, 70%, 69%, respec- tively, in 2006, 2005, 2004, and 2003). table 3 presents the major sources for additional median age female male 46 32% 68% 46 33% 67% 45 36% 64% 45

19、 28% 72% 46 33% 67% compensation. as in previous years, bonuses degrees and profit sharing account for a majority (83%) of the sources of additional compensa- baccalaureate advanced 99% 50% 99% 49% 99% 47% 99% 48% 98% 49% tion. the average additional compensation years of experience for ima members

20、responding in 2007 was $25,413, making the increase in average total compensation ($120,972) statistically signifi- current position current employer in field 5 9 19 6 9 19 5 9 18 5 9 19 6 10 19 cant. men (75%) were more likely than family status women (72%) to receive additional compen- sation and

21、in greater amounts: the mean for additional compensation was $30,010 for men and $15,150 for women. the median married spouse employed outside home percent with children average number of children 83% 65% 59% 1.2 81% 65% 59% 1.2 80% 67% 58% 1.3 83% 66% 66% 1.4 81% 67% 62% 1.3 was $14,000 for men and

22、 $7,350 for women. certification percentages the mode ($10,000) was the same for men, women, and the whole population. male/female compensation any certification cma cpa cfm 68% 48% 36% 9% 67% 48% 37% 9% 66% 45% 36% 8% 65% 42% 36% 5% 69% 48% 39% 6% one of the main focuses of this survey since 28s t

23、r at e g i c f i n a n c e june 2008 313% $80,000 $60,000 $40,000 $20,000 i table 3: sources of additional compensation stated as a percentage of mens, the resulting figure of 79% is less than last year (80%) and equal to 2005. the sources bonus profit sharing other stock options number 769 222 78 4

24、6 percentage 64% 19% 7% 4% “salary gap,” or difference between womens and mens average salary, increased to more than $23,000 in 2007 the greatest difference over the past six years. both women and men experienced the greatest increases in average salary in 2007 as compared to the prior two years, o

25、verload/summer school teaching/ research but the average salary increase for women was only 5.2%, compared to an average increase of 6.9% for men. this auto allowance retirement match/contribution overtime percents are rounded. 20 15 14 1,195 2% 1% 1% 100% provides more evidence that women lost furt

26、her ground in 2007. there is some small consolation in the salary gap in terms of average total compensation. the difference in average total compensation between women and men respondents in 2007 grew a little over $1,000 to $35,527, but womens average total compensation increased at the sures for

27、the salary increases were less for women than for men (mean: $5,360 vs. $6,504; median: $3,600 vs. $4,000; and mode: $3,000 vs. $5,000). the ramification of these increases is that while average salary increased sig- nificantly overall in 2007, the increase in average salary for women to $85,926 isn

28、t statistically significant, but the increase to $109,171 for men is statistically significant. the 2007 increase in average total compensation for all respondents is statistically significant, but the 2007 increase in average total compensation for men and women separately is not. figure 1 compares

29、 the average compensation figures for men vs. women for the past five years. both average compensation amounts for women are less than that of men in each year shown. when womens average salary is figure 1: average salary and total compensation by gender rate of 6.3% (to $96,715), while mens average

30、 total com- pensation only grew at a rate of 5.4% (to $132,242). thus, womens average total compensation stated as a percentage of mens is up 0.6 percentage points from last year (73.1% in 2007 vs. 72.5% in 2006). bear in mind, however, that neither increase in average total compensa- tion is statis

31、tically significant in 2007. some of these differences in compensation between men and women might be due to the differences in the demographic characteristics that appear in table 2. x female members are younger than male members (44 vs. 47), which is statistically significant. x women are less lik

32、ely to have advanced degrees (43% vs. 53%), which is statistically significant. x the proportion of women with any kind of certifi- cation (60%) is smaller than the proportion of men (72%). this also carries over to the type of certification. the difference in certification is statistically signific

33、ant. x women have been in the field for fewer years (17 years of experience vs. 19 for men), have been in their womens salary womens compensationcurrent position for a shorter period (four years vs. six $140,000 $120,000 $100,000 mens salarymens compensationfor men), and have less time with their cu

34、rrent employer (eight years vs. nine for men), all of which are statistically significant differences. x while the proportion of women and men respon- dents in senior and middle management is almost identical, the proportion of women is smaller in top management (12% women vs. 26% men) and greater i

35、n lower-/entry- level management positions (26% women vs. 14% men). figure 2 shows the percentage of men and women in four different salary ranges. a comparison to last year is $0 20072006200520042003 difficult because we switched to quartiles this year from quintiles since there were so few salarie

36、s in the $20,000 to june 2008s t r at e g i c f i n a n c e29 40 30 20 10 0 $90,000 $60,000 $30,000 i $40,000 range. the proportion of men (47%) in the top quartile ($100,000 and over) exceeds that of women figure 2: percentage of men and women in salary ranges (24%), while the proportion of women (

37、53%) in the two 50 menwomen lower quartiles (under $60,000; $60,000 to $80,000) is greater than that of men (29%); the proportion of men and women in the $80,000 to $100,000 quartile are almost identical. thus, this really reflects that womens average salary is less than mens. comparison of compensa

38、tion by gender and age cate- gory is presented in figure 3. its no surprise that both compensation figures for women are less than those of men for all five age categories. the only time the com- 60 and under60 to 8080 to 100100+ pensation for women exceeded that of men was in 2004 for the 19-29 age

39、 category. womens compensation is closest to mens in the first two age categories for both average salary and average total compensation. stated as a percentage of mens com- figure 3: average salary and total compensation by age and gender pensation, womens compensation is 90% for the 19-29$150,000

40、womens salarywomens totalmens salary mens total age group and 87% for the 30-39 group. for average total compensation, it is 88% for 19-29 and 80% for 30-39. in fact, the percentages decline for each of the five age cate- gories, which means that the compensation gap widens with each successive age

41、bracket. in addition, the percent- ages for average total compensation for all five age cate- gories are less than for average salary, reinforcing yet $120,000 again the fact that women receive less additional compen- sation than men. $0 19-2930-3940-4950-5960+ as in prior years, female respondents

42、are younger than male respondents, and the proportion of women and men in the various age categories differs greatly. there is a greater proportion of women in the younger three cate- gories (73% vs. 57%), while there are more men in the upper two categories (27% vs. 43%). interestingly, 10.5% of th

43、e respondents didnt provide their age this year much higher than usualand the proportions of women and men not providing this data were almost identical (9.7% women vs. 10.9% men). table 4 shows average compensation based on “years in the field” and provides additional opportunities for com- parison

44、 by gender. average compensation increased for each years-in-field category for men, women, and all respondents except for one category: women with more than 20 years in the field. the last column of table 4 indi- cates that the average compensation for women is less than that for men for each years

45、-in-field category. this year there are three years-in-field categories where the percentage of womens to mens average salary is greater than 84%the same number of categories as 2005 and up from one category in 2006 (more than 20 years). for aver- age total compensation, the only category above 80%

46、is 16 to 20 years in the field, which is at 85.7%. the highest per- centage for average total compensation last year was 78% (more than 20 years). this year theres a big drop-off for womens compensation in the more-than-20 category, which happens to be the largest category proportionally for both wo

47、men and men (36% for women and 48% for men). this table reinforces the fact that women have fewer opportunities for additional compensation. figure 4 shows a larger proportion of men respondents in top management positions (26% men vs. 12% women) and a greater proportion of women respondents in the

48、entry-/lower-level management positions (26% women vs. 14% men). the proportion of men and women in senior and middle management positions is almost iden- tical. having proportionally more men in top manage- ment, where salaries are going to be higher, and a greater proportion of women in the entry-

49、/lower-level manage- ment positions, where salaries are going to be lower, is one possible explanation for the gap in average salary 30s t r at e g i c f i n a n c e june 2008 i table 4: compensation comparisons by years in the field centage of women in top management is womenmenall women as a perce

50、nt of men the smallest proportion of the four man- agement levels (12%). the disparity average salary between average salary and average total 1 to 5$ 73,32548$ 86,23587$ 81,64585.0% compensation is much less at the middle 6 to 10 11 to 15 $ 74,297 $ 86,657 80 91 $ 96,440 139 $102,261 164 $ 88,351 $

51、 95,622 77.0% 84.7% (83% vs. 80%) and senior (79% vs. 79%) management levelsthe two levels where 16 to 20$ 96,433 101$108,974 166$104,23088.5% the proportion of women and men are more than 20 $ 89,770 177$118,858 509$111,40975.5% literally the same. at the senior level, in average total compensation

52、 fact, women are closer to men for average 1 to 5$ 77,81248$102,29588$ 93,65476.1% total compensation than average salary 6 to 10 11 to 15 $ 83,338 $ 92,310 80 91 $118,800 139 $121,897 164 $105,846 $111,339 70.1% 75.7% (less than 0.5%). the average salary and average total 16 to 20$114,093 101$133,1

53、53 166$125,94385.7% compensation for women in entry-/ more than 20 $100,216 177$144,126 509$132,82869.5% lower-level management increased number of responses shown in brackets. between women and men. furthermore, on average, women are younger than men at every level, and the dis- persion increases w

54、ith management level, consistent with the data in figure 3. the average salary and average total compensation by gender and management level are presented in figure 5. average compensation increases for both women and men as they progress up the organizational ladder. also notice that the average co

55、mpensation for women is less than that for men at each management level. when womens salary is stated as a percentage of mens, women are the closest to men in average salary and average total compensation in the entry/lower level of management, at 94% and 88%, respectivelythe only categories in whic

56、h the percentage exceeds 88%. for those in top management, the percent- age of womens to mens average salary is 83%, but it drops to 71% for average total compensation. the per- almost 10% and 8%, respectively, over 2006, which explains why women were closer to men at this level. but the great- est

57、increases in average compensation for women in 2007 occurred at the senior level, where the average salary increased more than $26,000, and average total compen- sation increased more than $14,500 (increases of 39% and 15%, respectively). the same is true for men, with increases in average salary an

58、d average total compensa- tion at the senior level of just under $14,000 and just over $15,000, respectively (increases of 13% and 12%, respec- tively). the average total compensation for both men and women in top management actually decreased in 2007. as mentioned previously, fewer women (60%) than

59、 men (72%) have a professional certification, and women are less likely than men to have an advanced degree (43% vs. 53%). when examining the proportion of respondents with certification by management level, the proportion of figure 5: compensation by management level and gender 40% 35% 30% 25% 20%

60、15% 10% 5% figure 4: management level by gender women all men $180,000 $160,000 $140,000 $120,000 $100,000 $80,000 $60,000 $40,000 $20,000 womens salary mens salary womens compensation mens compensation 0% topseniormiddleentryother academic $0 lower/entrymiddleseniortop june 2008s t r at e g i c f i