it salary survey of key - Foote Partners

Foote Partners, LLC Foote Research Group

www.FootePartners.com

2014 Quarterly “IT Insider” Compensation Series (U.S.)

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2014 IT Salary+Skills Pay Survey Report SAP Sample Sample

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xQ 2014 U.S. data edition (Data collected through XXXXX, 2014)

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The compensation data in this report is updated four times per year:

Sample January 10, 2014 April 7, 2014 July 8, 2014 October 6, 2014

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©Copyright 2014 Foote Partners LLC (www.footepartners.com). All Rights Reserved. COPYING, REPRODUCING, LENDING OR RESELLING PROHIBITED

All data updated four times per year (1/7/13, 4/7, 7/7, 10/8)


2014 IT Salary+Skills Pay Report: SAP (U.S.)

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Methodology and Use of Foote Partners’ Quarterly 2014 IT Salary+Skills Pay Survey Report………………………...…….… How does Foote Partners collect compensation data? Research participant metrics Industry differentials Presentation of survey data Cities surveyed

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Base Salaries and Bonuses………………………………………….…                

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Vice President, SAP Program Management SAP Project Manager SAP Master Data Manager SAP Design Architect Sr. SAP Business Analyst SAP Business Analyst SAP Functional Analyst (SME) Sr. SAP Configuration Analyst SAP Configuration Analyst Sr. SAP Security Administrator Sr. BASIS Administrator BASIS Administrator Associate BASIS Administrator Sr. ABAP Developer ABAP Developer Associate ABAP Developer

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IT Skills & Certifications Pay………………………………………..

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SAP skills (modules and components)…………………………….

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©2013 Copyright Foote Partners LLC (www.footepartners.com). All Rights Reserved. COPYING, REPRODUCING, LENDING OR RESELLING PROHIBITED

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Methodology and Use of Foote Partners’ 2014 IT Insider IT Professional Compensation Reports How does Foote Partners collect IT compensation data?

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Rapidly evolving information technology jobs are often so unique in the universe of business employment that using passive surveying methods to obtain compensation benchmark data can yield extremely inaccurate results. That’s because of the common (and dreaded) problem of lack of standardization in IT job titles and what IT professionals actually do on-the-job.


These days it is not uncommon to find specialists with .NET, Java, Python, Ruby on Rails, SAP/ABAP, and dozens of other programming language skills all with generic "Programmer" or "Developer" titles. Or Linux, Unix, and NT administrators lumped together under a single "Systems Administrator". The problem is that some skills are worth more in the marketplace than others so doing simple job title matches to industry salary surveys often results in underpaying or overpaying IT professionals.

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The job title mismatch dilemma is an epidemic widely acknowledged by HR compensation professionals and IT salary surveyors alike. It affects more than half of all employed IT workers by even the most conservative estimates from HR departments. Making the situation worse is that compensation surveys from the largest HR consulting firms, including Towers Watson, Mercer, Hewitt/AON and others, don’t offer a solution via their off-the-shelf products. Employers must contract with them for expensive custom survey consulting.

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Our solution more than seventeen years ago was to create a new methodology that produced the first salary surveys in North America to define and accurately benchmark “new breed" IT positions and job families in Web/I-net, e-Commerce, Data Warehousing/Business Intelligence, Unix and NT, Business Technology (1994 to 1995) and Information Security, SAP and other enterprise software applications (1997, 1998).

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The best part about our unique methodology is that it corrects for job title/job content mismatches by classifying surveyed participants according to what they do on-the-job and assigning to them our standardized job titles before their pay data is loaded into our survey data compilation engine. Then you just need to match your people to our job descriptions to get the most accurate market benchmark available today.

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It’s a labor-intensive and expensive way to achieve truly accurate and validated compensation benchmarking, and it requires a deep grounding in technology and the nuances of IT professional employment. In addition to that unique grounding, Foote Partners uses its unprecedented access to 196,888 IT workers in 2,648 public and private sector employers to overcome the many obstacles to accurate tracking of IT compensation and workforce issues. Overall, our methodology produces better data screening and cleansing, superior statistical reliability and validity, and constantly refreshed and consistent ‘real world’ salary and tech skills pay data. No other IT compensation survey research firm today publishes off-theshelf surveys that use these IT job title alignment methods. ©2014 Copyright Foote Partners LLC (www.footepartners.com). All Rights Reserved. COPYING, REPRODUCING, LENDING OR RESELLING PROHIBITED

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Methodology and Use, cont.

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IT infrastructure positions originally formed the strong foundation for our research, however Foote Partners’ competitive distinction has long been its focus on critical new strategic and tactical IT-business hybrid positions often unreported (or under-reported) in other IT surveys. Findings are updated continuously and published every three months (but weekly to our retainer accounts), aided by our constant flow of confidential IT compensation data from North American public and private sector employer HR departments and IT, HR, and business executives research partners.

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Our relationships with our research partners have been forged over many years: developed from among the clients, colleagues, and associates of our senior research team of former McKinsey & Company, Towers Watson, Gartner and META Group consultants and analysts. We have access not only to their IT compensation databases but to management and rank-and-file workers, which facilitates the matching of job content with comparable job titles that enables the extraordinary accuracy and reliability of our surveys.

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We survey salaries and skills pay job-by-job, city-by-city: 166 positions, 83 cities in the United States and Canada. There are no geographic multipliers used in our research, no cost-of-living coefficients. Ours is constantly refreshed ‘real world’ salary and skills pay data.

Research participant metrics

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IT compensation data for our latest 2014 research findings (collected through October 1, 2014) represents more than 40 private sector industries plus government and educational institutions surveyed every three months. 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

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18% of participating organizations have $3 billion+ in sales/$15+ billion in total assets

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28% of participating organizations earn more than $1 billion in annual revenues or more than $3 billion in total assets

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46% of participating organizations have $500+ million in sales/$1+ billion in total assets/$500+ million in premiums/$500+ million operating budget (government, educational, not-for-profit)

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54% of participating organizations fall in the SMB (small-to-medium sized business) segment, generally defined as organization under $500 million in sales.

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

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Methodology and Use, cont.

Industry Pay Differentials

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In each target city or labor market, Foote Partners surveys those employers that have a significant influence on local employment. The most frequent industries surveyed appear in the table below. Foote Partners standard salary survey reports include detailed long form job descriptions and salaries, by job title, for up to 83 cities or metro areas. Within job titles we do not report salaries by industry, but instead across all industries. Customers may make adjustments for specific industries by using our industry multipliers. We calculate industry multipliers for this purpose twice annually, by taking all survey salary data and computing relative values by industry (1.00 = average of all industries).


Compensation data in this report may be adjusted by applying the appropriate multipliers shown below, however be advised that individual jobs may not necessarily behave like other jobs within any given industry.

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Industry Salary Adjustments for FP Base Salary Data – 2014 Factor 1.00 1.29 1.21 1.20 1.16 1.15 1.15 1.14 1.14 1.10 1.10 1.10 1.09 1.09 1.09 1.08 1.05 1.05 1.04 1.03

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Industry

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AVERAGE - ALL INDUSTRIES Securities/Investments ASP/ISP Diversified Systems Integrators/IT Services Software/Services Energy/Mining Research and Development Business Services/For Profit Biotech/Biomedical/Pharmaceutical Electronics Diversified Financial Services Government(Fed/Defense) Telecommunications/Data Services Consumer Durable Goods Media/Publishing Entertainment/Recreation/Amusement Retail/e-commerce Insurance Petrochemicals Utilities

1.03 1.03 1.02 1.01 1.00 0.99 0.99 0.98 0.97 0.95 0.95 0.94 0.94 0.92 0.91 0.82 0.79 0.77 0.71

Logistics/Transportation Aerospace Banking Real Estate Manufacturing/computer-related Distribution Household/Personal Products Hospitality/Leisure Healthcare Services Food/Beverage/Tobacco Telecommunications/Carrier Manufacturing/noncomputer-related Metals/Natural Resources Construction/Engineering Motor Vehicles and Equipment Government(Local) Government(State)

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Not-for-profit Education


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Methodology and Use, cont. Presentation of Survey Data

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Base salary and bonus

65 US cities, 18 Canadian cities surveyed for every IT position

San Jose San Francisco Ne w York City … …


25 th and 75th percentile, average market

25th $95,045 $92,961 $92,498 … …

Ave rage $109,527 $107,125 $106,592 … …

Bonus Range : 8% - 18% of base

75th $124,820 $122,084 $121,476 … …

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Bonus range = % of base salary from 10th to 90th percentile

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Cities and Metropolitan Areas Surveyed – 2014 Research

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(This report is available with either Tier 1 or Tier 2 U.S. cities)

Canadian Cities Calgary, ALTA Edmonton, ALTA Halifax, NS Hamilton, ONT Kitchner, ONT

London, ONT Mississauga, ONT Montreal, QUE Oshawa, ONT Ottawa, ONT

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Quebec, QUE Regina, SASK Saskatoon, SASK St. Catherines, ONT

Toronto, ONT Vancouver, BC Windsor, ONT Winnipeg, MAN

Tier 1 Cities(U.S.) Atlanta, GA Boston, MA Chicago, IL Dallas, TX Detroit, MI

Houston, TX Los Angeles/Orange Cty,CA Miami, FL Minneapolis, MN New Jersey/Northern

Tier 2 Cities(U.S.) Albuquerque/Santa Fe, NM Austin, TX Baltimore, MD Birmingham, AL Buffalo, NY Charlotte, NC Cincinnati, OH Cleveland/Akron, OH Columbus, OH Colorado Springs, CO Dayton, OH Denver, CO Des Moines, IA Grand Rapids, MI

Greensboro/WinstonSalem, NC Greenville/Spartanburg /Anderson, SC Hartford, CT Indianapolis/Ft Wayne Kansas City, MO Las Vegas, NV Long Island, NY Louisville, KY Madison, WI Memphis, TN Milwaukee, WI Nashville, TN

New York City, NY Philadelphia/So. NJ Phoenix, AZ San Diego, CA San Francisco, CA

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San Jose, CA Seattle, WA St. Louis, MO Washington, DC Westchester County, NY/ Lower Fairfield Cty, CT

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New Orleans Norfolk/Virginia Beach/ Newport News, VA Oakland/Walnut Creek/ Concord CA Oklahoma City, OK Omaha, NE Orlando, FL Peoria, IL Pittsburgh, PA Portland, OR Princeton/So. NJ Providence, RI Raleigh/Durham, NC

Richmond, VA Sacramento, CA Salt Lake City, UT San Antonio, TX Tampa, FL Tulsa Upper Fairfield County/ New Haven, CT

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SAP Base Salaries and Bonus Ranges

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VP/Director, SAP Program Management

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SAP Project Manager

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SAP Master Data Manager

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SAP Design Architect

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SAP Business Analyst - Sr. SAP Business Analyst - SAP Business Analyst

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SAP Functional Analyst (SME)

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Sr. SAP Configuration Analyst (Lead)

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SAP Configuration Analyst

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Sr. SAP Security Administrator

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BASIS Administrator - Sr. BASIS Administrator - BASIS Administrator - Associate BASIS Administrator

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ABAP Developer - Sr. ABAP Developer - ABAP Developer - Associate ABAP Developer



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Computing Compensation by Industry

The data in the followng section are not industry-specific, but span all industries surveyed in the city or metro area specified. The salaries displayed can be adjusted for any single industry by using the multipiers on page 5, which are computed by Foote Partners analysts from industry segmentation encompassing all 2014 surveyed IT positions, not solely the job family featured in this report.


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SAP Architect

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SAP Architect is responsible for delivering multi-scale, complex programs that marry processes with technology to help achieve high performance. Translates business needs into technical solutions, and defines solutions to problems through reasoned application of information technology.

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Skilled in delivering SAP solutions, the person in this role architects solutions using SAP to achieve defined business outcomes. Includes solutions for specific areas (e.g. CRM, HCM, SCM, BI), designing, developing, documenting, and analyzing overall architecture of systems, including hardware and software. Determines integrated hardware and software architecture solutions that meet performance, usability, scalability, reliability, and security needs. Researches and recommends technology to improve the current systems.


Possesses skills in SAP process design and configuration, SAP design, development, integration, testing and deployment, education and training, and SAP technical architecture. Implements the technology solutions for SAP applications including application extensions, interfaces, reports, conversions and development, execution and operations architecture components.

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This position works with technology operations personnel to standardize and optimize operational services. Partners with various IT solutions delivery teams to deliver SAP infrastructure solutions to support business unit objectives. Participates in the development of standards and practices related to the SAP NetWeaver or ECC infrastructure as well as provide long-term strategic architecture design by setting appropriate direction and vision for the SAP infrastructure and its integration in the enterprise architecture.

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Working with other IT groups, develop and maintain an SAP architecture strategy including SAP roadmaps, implementation patterns and associated communication materials that will reduce overall complexity and increased sustainability. This typically includes: Presentation Strategy; Business Logic Strategy; Information Access Strategy; Reuse Strategy; Process Automation Strategy; System Resiliency Strategy; Systems Integration Strategy; Application Security Strategy; Environment Configuration and Management Strategy. Participate in establishing the technical strategy and standards for integration of SAP application functionality and workflows to non-SAP applications. Ensure designs are consistent with our client development standards and industry guidelines. Provide technical and organizational leadership in the design, definition, planning and development of the architecture and strategy, including repeatable solutions patterns. Provide guidance on the design, architecture and delivery of new and existing SAP solutions. Review the technical design for impact analysis, recommend configuration build based on technical synergies, define the testing approach and approve the test strategy for the release. Translate business requirements into SAP terminology and SAP terminology into business terms, give business-oriented presentations to business users, demonstrate entire module(s) functionality to business users. Lead the definition of relevant business data

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Subject matter expert within own discipline/specialty area and basic knowledge of other disciplines / specialty areas. Serve as the SAP technology architect in project teams, acting as the SAP technical SME. Provide strategic consulting to Functional Leads and other architects in all aspects of enabling solutions to meet business needs. Deep technical knowledge. Applies in-depth knowledge of discipline/specialty area standards and processes to work. Integrates industry experience and deep professional/ technical knowledge. Technical leader and recognized expert on select technologies, systems and/or procedures. Analysis and Problem Solving. Solves unique problems through evaluative judgment and precedent. Independently applies sophisticated analysis in evaluating issues and develops new concepts, methods and techniques for cross-functional initiatives. Recognizes and pursues alternative methods. Independence. Guided by department goals and objectives. Exercises latitude in determining objectives and approaches to projects. Leads multiple projects of small to medium size and technical breadth. Contribution. Key contributor on complex projects and initiatives requiring additional specialized technical knowledge. Impacts current and future business opportunities through application of specialized technical and industry knowledge. Develops methods and techniques based on strategic project objectives. Provide project support for enterprise projects that cross multiple technologies and platforms. Make well thought out decisions on complex or ambiguous IT architecture issues. Coordinates with users to determine requirements. Communication. Provides technical guidance and explains advanced concepts to others in work area. May mentor others in department. Coordinates across multiple departments. Promotes active listening and open communication. Provides leadership and guidance to others. Establish guidelines and standards around SAP package extension and customization, including associated design, development and programming standards (e.g. for ABAP 3GL, object-oriented and Web Dynpro variants). Promote SAP infrastructure standards. Document the SAP Infrastructure Architecture environment and procedures insuring its efficiency, resilience, and high quality. Install and configure new SAP Netweaver applications and components (ECC, BW, CRM, BOBJ, SCM, SEM, CRM, E-Recruitment, MSS, ESS, NWDI architecture, Solution Manager, etc.) Configure and support integration with third party SAP systems and software. Develop procedures and guidelines related to modification, upgrading and application of patches for SAP related systems and components. Supervise application design and architecture components Supervise process and functional design activities .Create functional requirements as an input to application design and collaborating with the application design groups. Develop and test detailed functional designs for business solution components and prototype Supervise build, test, and deploy activities. Drive test planning and execution Estimate work effort, timelines, and resource requirement Educate and/or train individuals on SAP architecture solution Setup and maintain consistent SAP backup and disaster recovery procedures for SAP servers. Support day-to-day tickets created by Helpdesk relating to SAP servers and SAP software. Assist in root cause analysis and provide on-call / off-hours support as required. Develop and maintain project schedule including task management initiatives. Manage realistic expectations of the customer by prioritization Perform high availability configuration, system performance and optimization techniques.

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Define best approach security architecture based on the requirements. Assist in implementing (configuring) SAP security. Coordinate security requirements and user administration, rights and user groups supporting various organization views Provide team leadership skill, transfer knowledge and provide guidance for SAP operations, configuration, monitoring and tuning to peers and Basis team members. Mentor other IT associates by reinforcing the importance of architecture sustainability and sharing demonstrated best practices Keep abreast of developing and emerging design and implementation tools and technologies and facilitate training and mentoring on these topics to the enterprise. Develop and maintain effective working relationships with vendor architects (SAP) Maintain expertise in the area of SAP architecture, including industry trends, strategies, and products to ensure corporate assets are optimized. Work collaboratively with cross-functional and technical teams Responsible for driving technical solutions that achieve compliance with applicable Corporate and Divisional Policies and procedures.

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Skills and Knowledge 

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Demonstrated skills and knowledge in full lifecycle SAP projects/implementations including:  SAP systems configuration  SAP systems redundancy design and implementation  SAP integration strategy  SAP systems performance and scalability design and testing  SAP environment design and management  Creation and implementation of SAP upgrade/migration strategies  Utilization of SAP in a customer environment  Leading the successful design and delivery of enterprise-wide SAP projects. Experience in technical architecture including: – Component based implementation – Architecting and integrating systems in multi-user, multi-platform, multi-tasking operating system environments (e.g. Unix, Linux, Windows) – Extensive experience with package system implementation and interoperability. Understands how enterprise IT organizations design and implement both custom and package technology solutions. Strong solution design and facilitation skills. Able to facilitate the solution design process working collaboratively with cross functional teams. Proven track record of participating in multi-level technology adoption including the successful development and implementation of technology roadmaps for large, enterprise-wide technology transformation initiatives. Demonstrated experience in creating, articulating and promoting technology strategies SAP modules and skills: Leads the enterprise architecture, design, strategy, and engineering of the SAP infrastructure environment specializing in one or more of the following:

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SAP modules and skills: AFS (Apparel and Footwear Solutions) ALE (Application Link Enabling) AM Asset Management APO Advanced Planner & Optimizer Auto-ID Infrastructure (SAP RF) ASAP (Accelerated SAP) SAP Basis Components AFS (Apparel and Footwear Solutions) BI Accelerator BPC (Business Objects Planning/Consolidation) BSP (Business Server Pages) SAP BW (Business Warehouse) CA Cross Application CAF (Composite Application Framework) CCM (Catalog Content Management) CE (NetWeaver Composition Environment) CFM (Corporate Finance Management) CO (Controlling) CO-PA (Profitability Analysis) CRM (Customer Relationship Management) CS (Customer Service) EBP (e-Procurement) EDI EHS (Environmental Management) EPM (Enterprise Performance Management) ERP Operations (multi-skills) ESA (Enterprise Services Architecture) FI-CA FI - FSCM (Financial Supply Chain Management) FI - Travel Management FI (Financial Accounting) FS (Insurance) GRC (Governance/Risk Mgmnt/Compliance) GTS (Global Trade Services) HANA ( In-Memory Appliance) HCM HCM ESS/MSS IM (Investment Management) IS-U (Utilities) ITS (Internet Transaction Server) KW (Knowledge Warehouse) LES (Logistics Execution System) LO (Logistics General) MDM (Master Data Management) MDX (Multi-Dimensional Expression Language) MI (Mobile Infrastructure)

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MM (Materials Management) MRO (Maintenance, Repair and Overhaul) MRS (Multi Resource Scheduling) NetWeaver Applications Server NetWeaver BW (NetWeaver BI) NetWeaver PI (SAP XI) NetWeaver Portals/SAP EP NetWeaver Visual Composer NWDS (NetWeaver Developer Studio) PLM (Product Lifecycle Management) PM (Plant Maintenance) PP (Production Planning) PS (Project Systems) PSCD (Collection and Disbursement) Public Sector Management PY (Payroll) QM (Quality Management) SAM (Service and Asset Management) SAP Application Server SAP Banking SAP BODI SAP BODS SAP BOXI SAP Business One SAP Business Workflow/Webflow SAP Crystal Reports SAP Manufacturing SAP Oil & Gas SAP Retail SAP Security SAP Smart Forms SAP Solution Manager SAP Web Application Server SAP WEBI SAP Xcelsius SAP xMII SCM (Supply Chain Management) SD - GTS (Global Trade Systems) SD (Sales and Distribution) SEM (Strategic Enterprise Management) SM (Service Management) SRM (Supplier Relationship Management) TM (Transportation Management) Web Dynapro WM (Warehouse Management) WM - EWM (Extended Warehouse Management)

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Ability to resolve complex issues relate to enterprise wide technical architecture concerns Ability to analyze and learn rapidly changing technologies Ability to think strategically and implement iteratively Ability to identify process improvements Experience in building multiple versions of customer facing systems addressing performance and scale. Experience in computer systems validation and software quality assurance highly desirable Understands, supports, and follows department standards and methodologies Understands and implements security requirements within a heterogeneous database and business environment Knowledge of functions and processes of the relevant industry organization. Management style that exhibits high energy, strategic thinking, collaboration, direct communication and results orientation Ability to work effectively within a highly matrixed organization Results-oriented problem solver with the ability to work well under pressure Initiative and ability to manage multiple and simultaneous projects and applications Ability to communicate and document effectively at all levels of organization with supporting facts Demonstrated experience developing products using Microsoft products to include Power Point, Word, Excel, Access and Project. Poise, maturity and communication skills necessary to represent the SAP architecture group internally and externally. Strong presentation, verbal and written communications skills. Strong customer interface skills. Ability to engage in professional, courteous interpersonal communication skills with both technical and non-technical personnel. Ability to work with technical and business-oriented team. Excellent collaboration and teaming skills, effective time-management and multi-tasking skills, self-starter behavior. Ability to develops technical documentation on applications and systems Demonstrated mentoring and influencing skills

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Bachelor’s degree in Computer Science, Engineering or related discipline, or equivalent work experience. Minimum of 10 years relevant experience with 6- 8 years in SAP technical architecture and package implementation on ECC and/or NetWeaver platform s with emphasis in enterprise infrastructure strategy and integrating systems in multi-user, multi-platform, multitasking operating systems environments. Implementation of various SAP components such as BW, CRM, BOBJ, SCM, SEM, MSS, ESS, NWDI architecture, Solution Manager, etc. Typically includes foundation experience with: SAP Basis; SAPNetWeaver EP (Enterprise Portals); SAP-NetWeaver XI (Exchange Infrastructure); SAP-NetWeaver WAS (Web Application Server); SAP - NetWeaver CAF (Composite Application Framework); SAPABAP. Strong proficiency in the Solution Manager and its use within the SDLC for both new implementations and ongoing maintenance.. SAP installations, upgrades, SAP integration, change management, workflow, workload management, diagnostics and well versed with Unix, Linux and Windows environments.

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Solid experience in planning/architecture development and support, with experience integrating systems in multi-user, multi-platform, multitasking operating systems environments highly desirable. Strong understanding of and experience with SDLC (design, build, test, deploy) and architectural methodologies and frameworks and their practical application. Experience in business system application design, development and installation, successfully leading development teams through several full lifecycles of SAP software development. Must have demonstrates expertise, understanding, or knowledge in some of following: - System analysis and design techniques (object-oriented, logical data modeling, etc.). - Technical architecture, current information systems supporting the enterprise - Providing architectural risk assessments and architecture reviews of software systems. - Functional analysis at the enterprise level - Advanced application architecture concepts work with database architecture concepts and techniques. - Information systems planning concepts and methods - Communication, documentation and presentation skills. - Good organizational and procedural skills - Ability to work independently or in a team setting. Conceptual knowledge of information technologies and methodologies in mainframe, mid-range and PC environments. Strong communication skills (verbal and written) with an ability to work in a highly collaborative environment and build successful relationships across the organization. Must be able to articulate the impact of architecture changes in business terms. The ability to manage Executive Partner relationships and to present and report to senior executives on status, progress & overall business planning. Possess a strong sense of customer service and consistently and effectively addresses customer needs People/facilitation skills - excellent at expectations management, obtaining buy-in/consensus, negotiating solutions, resolving conflict Able to lead from the technical standpoint and handle escalations. Proactive personality with a proven track record of delivering on responsibilities and tasks. Strong analytical problem solving; planning and organization; collaboration skills; process facilitation; influence management. Has the ability to manage large projects and mentor junior team members Proven ability to work in a fast paced, self-directed environment Experience dealing with confidential data and situations. Strong organizational, multi-tasking, and time management skills. Highly desirable certifications for this position may include the following: - Open Group Certified Architect - Open Group Master Architect - Microsoft Certified Architect (MCA) - Certified SAP Netweaver consultant - TOGAF 9 Certified

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Working Relationships

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Internal:  Reports to a director-level architecture or SAP professional or equivalent. May supervise other architects, senior developers, systems administrators, technical specialists, and business technologists, and manage the performance of consultants and service providers  Has close working relationship with the architecture team and peers in other areas of IT

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External:  Has regular contact with outside vendors and contractors/consultants for additional support as needed  Develops relationships with professional organizations, user groups, and industry trade groups to stay current with technology  Interfaces with vendors on technology and support issues



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SAP Architect

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xQ Quarter - 2014 Base Salary and Bonus Range:

You may order IT Salary+Skills Pay Survey Reports with data tables for either 20 Tier 1 US cities or 45 Tier 2 US cities

25th Ave rage 75th $101,712 $114,558 $126,351 $100,489 $113,181 $124,832 $99,932 $112,553 $124,140 $99,348 $111,895 $123,414 $98,492 $110,931 $122,351 $97,690 $110,029 $121,355 $97,609 $109,937 $121,254 $96,835 $109,065 $120,292 $96,196 $108,346 $119,499 Data has been shielded $96,183 $108,330 $119,482 $109,549 $123,385 $136,087 $109,045 $122,817 $135,460 $108,776 $122,515 $135,127 $106,536 $119,992 $132,344 $105,684 $119,032 $131,286 $104,217 $117,380 $129,463 $104,044 $117,184 $129,248 $103,113 $116,136 $128,091

Vancouve r, BC Calgary, ALTA Oshawa, ONT Toronto, ONT Edmonton, ALTA Ottawa, ONT Mississauga, ONT Windsor, ONT St. Cathe rine s, ONT Hamilton, ONT London, ONT Montre al, QUE Kitchne r, ONT Re gina, SASK Saskatoon, SASK Winnipe g, MB Halifax, NS Que be c City, QUE


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(all salaries in Canadian dollars)

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Bonus Range : 7%-14% of base

Note: The data in this chart are not industry-specific, but rather span all industries surveyed in the geographical area. The salaries displayed above can be adjusted using the Industry multipiers on page 5, derived from industry segmentation analyses performed in this quarter encompassing all Foote Partners surveyed IT positions.

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SAP Design Architect

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xQ Quarter – 2014 Base Salary and Bonus Range:

25th Ave rage 75th Oakland/Walnut Cre e k/Concord, CA $110,915 $124,924 $137,784 Prince ton/Southe rn NJ $105,812 $119,176 $131,445 Long Island, NY $105,053 $118,321 $130,502 Hartford $101,793 $114,649 $126,451 Baltimore $101,747 $114,598 $126,395 De nve r $100,476 $113,165 $124,815 Uppe r Fairfie ld Cty/Ne w Have n, CT $100,412 $113,094 $124,736 Sacrame nto, CA $100,114 $112,758 $124,366 Rale igh/Durham, NC $99,361 $111,910 $123,430 Charlotte , NC $99,312 $111,855 $123,369 Austin, TX $98,376 $110,800 $122,207 Provide nce , RI $97,636 $109,968 $121,288 Colorado Springs, CO $97,541 $109,860 $121,170 Portland, OR $97,492 $109,805 $121,109 Data has$107,947 been shielded Richmond, VA $95,842 $119,059 Las Ve gas, NV $95,607 $107,682 $118,768 Albuque rque /Santa Fe , NM $95,019 $107,020 $118,037 Ne w Orle ans $94,805 $106,779 $117,771 Gre e nsboro/Winston-Sale m, NC $94,762 $106,730 $117,717 Milwauke e $94,499 $106,435 $117,391 Columbus, OH $94,465 $106,396 $117,349 Cincinnati $93,399 $105,196 $116,025 Tulsa, OK $93,337 $105,125 $115,947 Kansas City $93,013 $104,761 $115,546 Dayton, OH $92,866 $104,595 $115,363 Norfolk/Virginia Be ach/Ne wport Ne ws, VA $92,801 $104,522 $115,282 Cle ve land/Akron $92,500 $104,182 $114,907 Tampa $92,348 $104,011 $114,718 Salt Lake City $91,875 $103,479 $114,132 Birmingham, AL $91,815 $103,411 $114,057 Me mphis, TN $91,601 $103,170 $113,791 San Antonio, TX $91,504 $103,061 $113,670 Pittsburgh $91,411 $102,956 $113,554 Indianapolis/Fort Wayne $91,360 $102,898 $113,491 Buffalo, NY $91,161 $102,675 $113,245 Orlando $91,115 $102,623 $113,187 Grand Rapids, MI $91,056 $102,556 $113,114 Madison, WI $91,012 $102,507 $113,059 Pe oria, IL $90,707 $102,164 $112,681 De s Moine s, IA $90,281 $101,684 $112,151 Omaha, NE $90,023 $101,393 $111,831 Louisville $89,353 $100,638 $110,999 Gre e nville /Spartanburg/Ande rson, SC $88,166 $99,301 $109,524 Nashville , TN $87,530 $98,585 $108,734 Oklahoma City, OK $97,838 $110,194 $121,538 Bonus Range : 7%-14% of base

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You may order IT Salary+Skills Pay Survey Reports with data tables for either 20 Tier 1 US cities or 45 Tier 2 US cities


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Sample Sample Sample Sample Sample Sample 2014 Skills & Certifications Pay

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Q3 2014 Data

Sample Using IT Skills and Certifications Pay

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Depending on corporate compensation policies, IT skills premiums are typically incorporated directly into base salary (often to differentiate pay for individuals of common job title but dissimilar skills and responsibilities) or paid out as a cash bonus.

or..


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Using Data From the Foote Partners 2014 IT Skills & Certifications Pay IndexTM

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What is IT skills and certifications pay?

It is common practice today for employers to isolate, recognize and reward experience in a variety of technical and business skills. Pay for such 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 (with or without formal certification of those skills). This pay may be applied in the form of a cash bonus or it may be embedded in base salary 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 base pay is the most popular option today. 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-thejob. 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.

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In an ideal world you would simply change the persons job title to reflect the skill specializations. For example, software developers who work exclusively with Java become "Java Developers" and engineers in the Cisco environment world be "Cisco Network Administrators". But there is much resistance at many employers for doing this. Instead, why not 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 difficult than going through a laborious job evaluation process and has become a common industry practice. TM

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This is where our IT Skills and Certifications Pay Index comes in handy: it tells you exactly what the bonus or base pay adjustment should be for 734 certified and noncertified IT skills, based on current compensation practice at 2,648 employers.

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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 securing external candidates on the open market as a basis for a sign-on bonus. 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.


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Using the ITSCPI, cont.

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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.

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How does Foote Partners collect skills pay data?


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 734 IT certifications and noncertified skills and is continuously updated and published every three months. Updated data in this edition was collected through October 1, 2014, including 54,313 validated IT professionals receiving premium pay for their skills and/or certifications.

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Employers have been paying for tech skills for some time but they are notoriously reluctant to create formal programs to do so. Why? 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 makes it much labor intensive and expensive for survey researchers to capture such data. Though many have tried to track skills pay, Foote Partners’ ITSCPI---launched in 1999---is not only the oldest and (now) only survey of its kind still in existence, but also the industry’s most comprehensive and most accurate.

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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 more than one half of the 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 48 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.

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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 managers and HR/compensation staffs.

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We collect and compile the data continuously and make those results available to our retainer and consulting customers only: everybody else may obtain more than 30 individual quarterly updated ‘off-the-shelf’ compensation surveys published and regularly updated by Foote Partners that contains excerpts from the ITSCPI report.


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Using the ITSCPI, cont.

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

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Skills:  Systems/Networking  Operating Systems  Web/e-Commerce Development  Messaging and Communications  Apps Development Tools and Platforms

   

SAP and Enterprise Business Applications Database Project Experience Management, Process and Methodology

Certifications:  General/Beginner and Training  Application Development/Programming Languages  Database  Web Development

   

Networking and Communications Systems Administration and Engineering IT Security Architecture/Project Management/Process


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How is the data presented?

Noncertified or certified IT skills

10th,,50th and 90 th percentile data

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% of Base Salary/4Q 2006

Certifications - Database

P10

Median

P90

Oracle DBA Administrator Certified Master (OCM) Teradata Certified Master IBM DB2 Universal Database Certified Solutions Expert (DB2) ……

10%

12%

15%

9%

12%

14%

8% 8%

10% 10%

12% 12%

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Values displayed are expressed as a percent of base pay. Could be applied as a base salary adjustment, bonus or other element of variable pay.


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Using the ITSCPI, cont. Research participant metrics

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IT compensation data for our latest research findings (collected through October 1, 2014) represents 40 private sector industries plus government and educational institutions surveyed every three months. 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




18% of participating organizations have $3 billion+ in sales/$15+ billion in total assets



28% of participating organizations earn more than $1 billion in annual revenues or more than $3 billion in total assets

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46% of participating organizations have $500+ million in sales/$1+ billion in total assets/$500+ million in premiums/$500+ million operating budget (government, educational, not-for-profit)

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

54% 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, [nonprofit/educational sectors] 4% with operating budgets $100 million to less than $500 million Following are among the most frequent industries we survey: – – – – – – – – – – – – – – –

Advertising Aerospace Business Services/For Profit Commercial Banking/Securities Diversified Systems Integrators/IT Services Construction/Engineering/Architecture Consumer Durable Goods Diversified Financial Services Education Electronics Energy/Mining Entertainment/Recreation/Amusement Food/Beverage/Tobacco Government (Fed/Defense) Government (Local)

– – – – – – – – – – –

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Government (State) Healthcare Services/Medical Equip. Hospitality/Leisure Household/Personal Products Insurance ISP/ASP Logistics/Transportation Manufacturing/computerrelated Manufacturing/non-computer related Media/Publishing Metals/Natural Resource Motor Vehicles and Equipment Not-For-Profit

–

Petrochemicals Pharmaceuticals/Biotech Real Estate Research and Development Retail/Wholesale Distribution Security Products/Services Software/Services Systems Integrators/IT Services Telecommunications/Carrier Telecommunications/Data services Transportation(Air/Rail) Utilities

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Sample Cities and Metropolitan Areas Surveyed 2014 IT Skills and Certifications Pay Index

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Canada Calgary, ALTA Edmonton, ALTA Halifax, NS Hamilton, ONT Kitchner, ONT

London, ONT Mississauga, ONT Montreal, QUE Oshawa, ONT Ottawa, ONT

United States Atlanta, GA Albuquerque/Santa Fe, NM Austin, TX Baltimore, MD Birmingham, AL Boston, MA Buffalo, NY Charlotte, NC Chicago, IL Cincinnati, OH Cleveland/Akron,OH Columbus, OH Colorado Springs, CO Dallas, TX Dayton, OH Detroit, MI Denver, CO Des Moines, IA Grand Rapids, MI

Greensboro/Winston- Salem, NC Greenville/Spartanburg/ Anderson, SC Hartford, CT Houston, TX Indianapolis/Ft Wayne Kansas City, MO Las Vegas, NV Long Island, NY Los Angeles/Orange Cty,CA Louisville, KY Madison, WI Memphis, TN Miami, FL Milwaukee, WI Minneapolis, MN Nashville, TN New Jersey/Northern New Orleans

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Quebec, QUE Regina, SASK Saskatoon, SASK St. Catherines, ONT

Toronto, ONT Vancouver, BC Windsor, ONT Winnipeg, MAN

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New York City, NY Norfolk/Virginia Beach/ Newport News, VA Oakland/Walnut Creek/ Concord CA Oklahoma City, OK Omaha, NE Orlando, FL Peoria, IL Philadelphia/So. NJ Phoenix, AZ Pittsburgh, PA San Diego, CA Portland, OR Princeton/So. NJ Providence, RI Raleigh/Durham, NC Richmond, VA Sacramento, CA

Salt Lake City, UT San Antonio, TX San Francisco, CA San Jose, CA Seattle, WA St. Louis, MO Tampa, FL Tulsa, OK Upper Fairfield County/ New Haven, CT Washington, DC Westchester County, NY/ Lower Fairfield Cty, CT

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Skills & Certifications Pay Premiums – Permanent Employees SAP Skills (non-certified)

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(Quarterly data collected through________, 2014, expressed as percent of base salary.)

Pay Premium as % of Base Salary - 3Q 2014

SAP Skills ABAP Accelerated SAP (Solution Lifecycle Management/SLM) Business Objects NetWeaver NetWeaver Portal (SAP EP) SAP AFS (Apparel and Footwear Solutions) SAP ALE (Application Link Enabling) SAP APO (Advanced Planner & Optimizer) SAP Auto-ID Infrastructure (SAP RF) SAP Banking SAP Basis Components SAP BI (SAP BW) SAP BODI (Business Objects Data Integrator) SAP BODS (Business Objects Data Services) SAP BOXI (Business Objects XI) SAP BPC (BusinessObjects Planning and Consolidation) SAP BSP (Business Server Pages) SAP Business One SAP Business Workflow/Webflow SAP CA (Cross Application) SAP CAF (Composite Application Framework) SAP CCM (Catalog Content Management) SAP CE (NetWeaver Composition Environment) SAP CFM (Corporate Finance Management) SAP CO (Controlling) SAP CO-PA (Profitability Analysis) SAP CRM (Customer Relationship Management) SAP Crystal Reports SAP CS (Customer Service) SAP EBP (e-Procurement) SAP EDI SAP EHS (Environmental Management)

Sample Sample P10

Median

P90

7%

9%

11%

5%

7%

9%

6%

8%

10%

9%

11%

13%

7%

9%

11%

7%

9%

11%

7%

9%

11%

6%

9%

11%

6%

8%

10%

7%

9%

11%

7%

9%

11%

7%

9%

11%

7%

9%

11%

Sample

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Chart8%data 6% 8% has been 8% 10% 8% shielded 10%

10%

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10% 12% 12%

4%

6%

8%

7%

9%

11%

4%

6%

8%

4%

6%

8%

4%

6%

8%

5%

7%

9%

4%

6%

8%

7%

9%

11%

8%

10%

11%

8%

10%

12%

4%

6%

7%

6%

8%

10%

3%

5%

7%

4%

6%

8%

5%

7%

9%

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Note: This survey data is reported as “% of base pay” but premium pay is not necessarily administered as part of base salary. It is also common for employers to apply premium pay as a cash bonus or other element of at-risk or variable compensation.


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Skills & Certifications Pay Premiums – Permanent Employees SAP Skills (non-certified) – cont’d.

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SAP Skills, cont'd. SAP EPM (Enterprise Perfomance Management) SAP ERP Operations (multi-skills) SAP ESA (Enterprise Services Architecture) SAP FI (Financial Accounting) SAP FI - CA (Contract Accounting) SAP FI - FSCM (Financial Supply Chain Management) SAP FI - Travel Management SAP FS (Insurance) SAP GRC (Governance, Risk, and Compliance) SAP GTS (Global Trade Services) SAP HANA ( In-Memory Analytics Appliance) SAP HCM (SAP HR) SAP HCM ESS/MSS SAP HR-PA (Personnel Administration) SAP HR-PY (Payroll) SAP IM (Investment Management) **retired** SAP IS-U (Utilities) SAP ITS (Internet Transaction Server) SAP KW (Knowledge Warehouse) **retired** SAP LES (Logistics Execution System) SAP LO (Logistics General) SAP Manufacturing SAP MDM (Master Data Management) SAP MDX (Multi-Dimensional Expression Language) SAP MI (Mobile Infrastructure) SAP MII (Manufacturing Integration and Intelligence) SAP MM (Materials Management) SAP MRO (Maintenance, Repair and Overhaul) SAP MRS (Multi Resource Scheduling) SAP Netweaver Application Server SAP NetWeaver BW (Business Information Warehouse) SAP NetWeaver Visual Composer

Sample Sample P10

Median

P90

8%

10%

12%

7%

9%

12%

4%

6%

8%

7%

9%

11%

6%

8%

10%

9%

12%

14%

Sample

Sample Sample 7%

9%

11%

6%

8%

10%

9%

11%

13%

10%

12%

14%

9%

12%

14%

6%

8%

10%

6%

9%

11%

5%

7%

9% Chart data10% 8% has9%been 11% 13% 15% shielded

Sample Sample 5% 6%

10% 5%

7%

1%

3%

9% 5%

8%

10%

12%

7%

9%

11%

7%

9%

11%

11%

13%

15%

3%

5%

7%

6%

9%

11%

8%

10%

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8%

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13%

15%

7%

9%

11%

9%

11%

13%

7%

8%

10%

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Skills & Certifications Pay Premiums – Permanent Employees SAP Skills (non-certified) – cont’d.

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SAP Skills, cont'd. SAP NWDI (NetWeaver Development Infrastructure) SAP Oil & Gas SAP PI (NetWeaver Process Integration) SAP PLM (Product Lifecycle Management) SAP PM (Plant Maintenance) SAP PP (Production Planning) SAP PS (Project Systems) SAP PSCD (Collection and Disbursement) SAP Public Sector Management SAP QM (Quality Management) SAP Retail SAP SCM (Supply Chain Management) SAP SD - GTS (Global Trade Systems) SAP SD (Sales & Distribution) SAP Security SAP SEM (Strategic Enterprise Management) SAP Service and Asset Management SAP SM (Service Management) SAP Smart Forms SAP Solution Manager SAP SRM (Supplier Relationship Management) SAP TM (Transportation Management) SAP Web Application Server SAP WEBI (BusinessObjects Web Intelligence) SAP WM - EWM (Extended Warehouse Management) SAP WM (Warehouse Management) SAP Xcelsius Siebel SuccessFactors Web Dynapro

Sample Sample Sample P10

Median

P90

7%

9%

11%

6%

8%

10%

8%

10%

13%

8%

11%

13%

9%

11%

12%

9%

11%

13%

7%

9%

11%

8%

11%

14%

5%

6%

7%

10%

12%

14%

Sample Sample 9% 8% 7%

11% data13% Chart 10% has been 12% 9% 11% shielded 9% 11%

Sample Sample 7% 7%

9%

11%

11%

14%

16%

8%

10%

12%

9%

11%

13%

6%

8%

10%

9%

11%

14%

8%

10%

12%

6%

9%

11%

6%

8%

10%

5%

7%

9%

8%

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13%

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11%

13%

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10%

12%

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