salary survey exec summary

8/3/2019 Salary Survey Exec Summary

1/21

+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

+


2/21

+

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.


3/21

1nExecutive Summary

+

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


4/21

2nExecutive Summary

+

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


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


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


5/21

3nExecutive Summary

+

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


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


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


6/21

4nExecutive Summary

+

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


7/21

5nExecutive Summary

+

The typical (median) respondent has worked in contract

management or 12 years, with 12% involved 30 years

or more.

ExperienceYears Worked in Contract Management


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


24%

12%

21%

18%

23%

2029

30+

< 5

59

1019

48%

11%

14%7%

20%

> $500 million

$101500million

$11100million

< $11 million

Not Sure


8/21

6nExecutive Summary

+

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


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


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


9/21

7nExecutive Summary

+

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


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


10/21

8nExecutive Summary

+

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


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


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


11/21

9nExecutive Summary

+

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


12/21

10nExecutive Summary

+

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.

+


13/21


+

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


14/21


+

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



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


55+

4554

3544

< 35

All

$40 $70 $100 $130 $160 $190 $220


15/21


+

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


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


All

Female

Male

$40 $70 $100 $130 $160 $190 $220


16/21


+

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


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


$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


17/21


+

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


Those who are military retirees earn a median salary

$21,500 above those who are not.

Annual Salary by Military Status


$40 $70 $100 $130 $160 $190 $220

HoldsClearance

NoClearance

All

$40 $70 $100 $130 $160 $190 $220

Active Duty/Reserves

MilitaryRetiree

All

Neither


18/21


+

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


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


$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


19/21


+

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


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


$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


20/21


+

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


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


$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


21/21

+

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


Job Seeking


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.

6%

9%

15%

28%

42%

Not Looking

Might Take theRight Oer

ConsideringChange

ActivelySearching

WillBegin

Searchingin a

Year orTwo

salary survey exec summary

Documents