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ITWeb BI 2010 Summit
25 February 2010 | The Forum, Bryanston
Booking fee:
R1 980.00 (excl VAT)
If you are a
decision
-maker or involved with any aspect of business intelligence in your company, you will benefit enormously from attending the BI Summit and James Taylor's decision management workshop.

Don't miss out on THE annual meeting place for all those involved in the BI space.
Last chance to register, book today!

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Salary Survey 2005
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Section editor:
Ranka Jovanovic

Wed, 17 March 2010
IT salaries at a glance
Detailed salary data in table format, broken down by level of responsibility, job title and skill.

Table 1:
Level of responsibility vs salary
Total guaranteed monthly packages as reported in the survey, split by level and by job function.
Where sample sizes were big enough, data at executive level has been split by company size.
Data has been separated for permanent, contract and sales staff.
Table 2:
IT staff: Job title vs salary
Total guaranteed monthly packages as reported in the survey by permanently employed respondents at staff level.

Table 3:
The value of expertise
We look at how salaries for both permanent staff and contractors depend on their primary area of expertise from accounting to wireless networks.

Table 4:
Tech proficiency vs salary
A look at the cash worth of particular vendor-related product or technology proficiency.

Job vs Experience (Tables):


Salary vs tech platform and experience

Managers
Manager salaries as a factor of the primary technology platform in which they specialise and experience.


Staff
Staff salaries as a factor of the primary technology platform in which they specialise and experience.

Definition of remuneration terms
The remuneration levels in Table 1 of this survey report are shown in percentiles and are defined as follows:

Lower quartile: 75% of the sample earns more and 25% earns less than this salary level.

Median: 50% of the sample earns more and 50% earns less than this salary level.

Upper quartile: 25% of the sample earns more and 75% earns less than this salary level.

Maximum: The maximum reported salary per position of the sample.

The percentiles guide a remuneration decision based on level of responsibility, scarcity of skills, complexity of the business and performance of an individual, as examples. Thus, a company could choose to pay at a higher percentile for an individual who exceeds expectations in terms of the above.
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