Home  


Advisory/
Consulting



IT Pay Surveys
 

 

Price lists


Ordering


Customers  

What Makes our IT Pay Research Different


Site Map

 

Press

Find Us

About Us 

 

FREE STUFF

   

 

 

CLICK HERE for a list of all skills & certs reported in the ITSCPI

An "Inside" Approach to Benchmarking Pay 
for IT Skills and Certifications

2017 IT Skills & Certifications Pay Index (ITSCPITM

bullet

FREE with all new orders:  2017 IT Skills Demand and Pay Trends Report


How is the data presented?*  

Skills and certifications pay in the ITSCPI is displayed as a percent of base pay, a normative view that is also the most common form in which they are paid. 
We display three data points for each skill or certification: 10th percentile; 50th percentile (median); 90th percentile.

See ITSCPI sample here       Win a free ITSCPI report        I want to order now

What is IT skills and certification pay and why is it so popular?

It is common practice today for employers to isolate, recognize and reward (with cash) experience in a variety of specific technical and business skills. Pay for these skills, both certified and noncertified, is usually provided in the form of a premium employers are willing to pay workers who possess high-value technology skills used on the job. Such pay may be applied in the form of a cash bonus (or it may be embedded in base salary, though rarely) to adjust for the presence of a dominant vendor or technology; for example a Cisco Network Engineer, Python Software Engineer, Red Hat Linux Systems Administrator, or SAP Developer. 

Incorporating skills premiums in an employer’s compensation program has gained much popularity in recent years.  Why? Because it is an effective solution to the dreaded long-standing problem of job titles that don't match what people actually do on-the-job. These days it is common to find Linux, Unix, and NT administrators lumped together under a single "Systems Administrator" titles. Or .NET, Java, Python, Ruby on Rails, SAP, and even Cobol specialists all with "Programmer" or "Developer" titles. But some of these skills are worth more than others in the marketplace. Benchmarking salaries of these various IT specialists to a single job title in a salary survey – if you can even find the job title -- typically results in salary mismatches.

Wouldn’t it just be easier to change the person’s job title to reflect the skill specializations? For example, software developers who work exclusively with Java FX become "Java FX Developers" and engineers in the Cisco environment world be "Cisco Network Administrators". There is much resistance in doing this with employers who are wary of the complexities that accompany job title proliferation. Instead, they have learned to simply differentiate workers within common job titles by offering skills premium pay in order to match their pay to the job titles they should have.  It's a lot less unwieldy than going through a laborious job evaluation process and doubling the number of job titles needing to graded, leveled, and market priced.

This is where our 2017 IT Skills and Certifications Pay IndexTM comes in handy: it tells you exactly what the bonus or base pay adjustment should be for 893 certified and noncertified IT skills based on current compensation information collected at 3,018 carefully selected employers in U.S. and Canada.

Are there other uses for skills pay?  Absolutely. Skills pay can be offered as an inducement in recruiting a prospective employee via internal transfer, or as a basis for a sign-on bonus for securing external candidates on the open market.  Skills pay can also used as a de facto retention bonus. This may be without regard to other variables such as low/no-cash incentives, merit and bonus pay not connected to specific skills (e.g. profit sharing), work/lifestyle benefits, and other important add-ons not tied specifically to cash compensation for individual performance. Progressive employers build skills pay into their career development and training programs, using it as a short term incentive element to attract workers to drive their career choices to strategic initiatives and hot projects.

Is a certain level of performance necessary to receive a skill or certification premium?  Our research indicates that while some employers may attach a performance basis for skills payout, others do not. The trend is towards companies devising measurable performance hurdles whenever possible.


How did Foote Partners invent IT skills pay benchmarking and how is the data collected?  

Foote Partners’ primary research report for skills and professional certifications pay is the IT Skills and Certifications Pay IndexTM (ITSCPI), which tracks premium pay for 893 IT certifications and noncertified skills and is continuously updated and published every three months. Updated data in this edition was collected through January 1, 2017, including 71,000  validated IT professionals receiving premium pay for their skills and/or certifications.  

Employers have been paying for tech skills for some time but they have been notoriously reluctant to create formal programs to do so. That’s because they want to pay for skills selectively without feeling obligated to pay all holders of any one skill or certification equally, or even at all.  This has made it much more labor intensive and expensive for IT compensation survey firms to capture such data. Though many have tried and failed, Foote Partners’ ITSCPI---launched in 1999---remains the first and now the only survey of its kind still in existence. It has set a high bar since the start as the industry’s most comprehensive and most accurate.  

We are a different kind of compensation surveyor. Our unique data collection methodology lends itself very well to capturing both informal and formal pay practices and to do it more economically.  Our survey reveals that nearly 40 percent the 255,600 private and public sector IT workers in our North American survey receive some form of skills pay, and of that number we are able to both document and validate skills pay data for approximately 70 percent of them.  From our HR department and non-HR research partner sources we receive all formal and informal IT compensation data in the form of electronic databases, spreadsheets, and hard copy. We update our data collection weekly and publish the results every ninety days.  

With this critical data in hand, Foote Partners spends significant time on the delicate and critical task of validating the data including direct interviewing and aggressive interactive surveying. We do not collect skills pay data from workers themselves but instead from their HR and compensation staffs and in some cases from managers and executives who possess the identical data.  

We collect and compile skills and certifications data continuously and make those results available to our retainer and consulting customers on-demand. Everybody else may purchase one or more of 80 individual quarterly updated ‘off-the-shelf’ compensation surveys published quarterly by Foote Partners that contains subject area and domain specific skills data excerpts from the ITSCPI report.

The ITSCPI reports pay in the following classifications, for full-time IT workers only (these premiums do not apply to contractors or consultants):

Non-certified IT skills categories surveyed:

--Systems/Networking
--Operating systems
--Web/E-Commerce Development
--Messaging and Communications
--Applications Development Tools &  Languages
--SAP & Enterprise Business Applications
--Database
--Project Experience
--Management, Methodology, and Process 

Certified IT Skills categories surveyed:

--General/Beginner and Training
--Systems Administration 
--Networking and Communications
--Web Development/eCommerce
--Applications Development & Languages
--IT Security
--Database
--Architecture/Project Management/Process skills

Research participant metrics

IT compensation data for our 2017 research findings were collected from 3,018 public and private sector organizations representing more than 40 private sector industries plus government and educational institutions. Data from 255,600  IT professionals were included in these findings.  

The size of the participating organizations, measured most appropriately for the type of business, by revenues, assets, total premiums and operating budgets, are as follows

-- 13% of participating organizations have $5 billion+ in sales/$15+ billion in total assets

-- 25% of participating organizations have $1 billion or more in annual revenues or $5 billion or more in total  assets

-- 44% of participating organizations have $500+ million in sales/$3+ billion in total assets/$500+ million in premiums/$500+ million operating budget (government, educational, not-for-profit)

-- 56% of participating organizations fall in the SMB (small-to-medium sized business) segment, generally defined as organization under $500 million in sales

-- [Public sector] 5% have operating budgets of $500 million or more, 4% with operating budgets $100 million to less than $500million (nonprofit/government/educational sectors)



Survey Frequency and Availability

 
Surveying during these months...                            Produces research published no later than...

1st Qtr (January, February, March)

April  10th

2nd Qtr (April, May, June)

July 10th

3rd Qtr (July, August, September)

October 10th

4th Qtr (October, November, December)

January 10 (following year)


    

 © Copyright 1999 - 2017 by Foote Partners LLC and Foote Research Group. All Rights Reserved. This may not be reproduced in any form or by an electronic or mechanical means, including information storage and retrieval systems, without prior written permission.

 

 

 

 

 

 

 

 

 

 

 

Hit Counter