2016 TDWI Salary, Roles, and Responsibilities Report/media/9C9EB98292074D2BB81106AD0822… ·...

TDWI Salary, Roles, and Responsibilities

Report

2016

EXCLUSIVELY FORTDWI PREMIUM MEMBERS

TABLE OF CONTENTSPURPOSE, METHODS, AND DEMOGRAPHICS . . . . . . . . 2

COMPENSATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

Salary Trends . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

Bonus Trends . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7

Salary Breakdowns . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8

Salary by Gender, Age, and Experience . . . . . . . . . . . . . . . 9

Job Satisfaction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12

ROLES AND RESPONSIBILITIES . . . . . . . . . . . . . . . . . . 14

BI Director . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15

Data Analyst/Data Modeler . . . . . . . . . . . . . . . . . . . . . . . 16

Technical Architect/Systems Analyst . . . . . . . . . . . . . . . . 17

Lead Information Architect . . . . . . . . . . . . . . . . . . . . . . . 18

BI Program Manager . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19

Subject Matter Expert . . . . . . . . . . . . . . . . . . . . . . . . . . . 20

Business Requirements Analyst . . . . . . . . . . . . . . . . . . . . 21

Data Acquisition (ETL) Architect/Developer . . . . . . . . . . . 22

Decision Support (BI) Architect/Developer . . . . . . . . . . . . 23

BI Project Manager . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24

2016 TDWI Salary, Roles, and Responsibilities Report

About TDWITDWI is your source for in-depth education and research on all things data . For 20 years, TDWI has been helping data professionals get smarter so the companies they work for can innovate and grow faster .

TDWI provides individuals and teams with a comprehensive portfolio of business and technical education and research to acquire the knowledge and skills they need, when and where they need them . The in-depth, best-practices-based information TDWI offers can be quickly applied to develop world-class talent across your organization’s business and IT functions to enhance analytical, data-driven decision making and performance .

TDWI advances the art and science of realizing business value from data by providing an objective forum where industry experts, solution providers, and practitioners can explore and enhance data competencies, practices, and technologies .

TDWI offers four major conferences, as well as topical seminars, onsite education, a worldwide membership program, business intelligence certification, live webinars, resource publications, industry news, an in-depth research program, and a comprehensive website at tdwi .org .

© 2016 by TDWI, a division of 1105 Media, Inc . All rights reserved . Reproductions in whole or in part are prohibited except by written permission . Send email requests or feedback to info@tdwi .org .

Product and company names mentioned herein may be trademarks and/or registered trademarks of their respective companies .

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mailto:[email protected]

PURPOSE, METHODS, AND DEMOGRAPHICS

DemographicsThis year’s salary survey drew more responses from BI professionals in financial services and healthcare than other industries (11 percent for each) . The increase of BI technology and the people who know how to use it within these two segments is no coincidence . After all, both face far-reaching change driven by new regulations, new forms of data, and a continual hunt for operational efficiencies .

For example, in the financial services segment, BI is being used in reporting and compliance; management of assets, risk, customers, and compensation; and finding new insights in data that will lead to better performance .

Similar drivers have turned BI into a staple technology for both healthcare providers and insurers . These organizations are stepping up their BI efforts for quality-of-care initiatives as well as analysis of clinical, financial, and claims data .

Our survey population also includes strong representation from consulting/professional services (10 percent), education (9 percent), and insurance and software/Internet (both with 8 percent) .

BI is used within organizations across the revenue spectrum, from domestic companies earning less than $100 million to multibillion-dollar global operations . The share of respondents from enterprises with over $1 billion in revenues and below $1 billion is even, 50 percent to 50 percent . Even so, small organizations (less than $100 million) are the most prominent segment within our survey population (23 percent) . At the high end, more than a fifth (21 percent) of respondents work within organizations that report $10 billion or more in revenue . This shows that across the spectrum of company size, BI has become a valued discipline that the organization relies on to help improve performance and profitability .

INDUSTRY REPRESENTATION

Financial services 11%

Healthcare 11%

Consulting/professional services 10%

Education 9%

Insurance 8%

Software/Internet 8%

Manufacturing (non-computers) 6%

Retail/wholesale/distribution 6%

Government (state/local) 5%

Government (federal) 4%

Hospitality/travel 2%

Media/entertainment/publishing 2%

Telecommunications 2%

Utilities 2%

Other 14%

ORGANIZATION REVENUES

Less than $100 million 23%

$100–250 million 9%

$250–500 million 7%

$500 million–$1 billion 11%

$1–2 .5 billion 11%

$2 .5–5 billion 10%

$5–10 billion 8%

$10-25 billion 8%

$25–50 billion 4%

$50 billion or more 9%

PurposeThis report is dedicated to the people and teams who built and maintained business intelligence (BI) and data warehousing (DW) solutions during the 2015 calendar year . This report uses the term “BI” to refer to both business intelligence and data warehousing initiatives, plus related disciplines for analytics and data integration . The term “BI professionals” refers to the individuals who deliver these initiatives . Specifically, the report quantifies and interprets the compensation, roles, responsibilities, skills, and experience of individual BI professionals . It also provides detailed profiles of the 10 most common BI/DW roles, examining age, gender, education, job satisfaction, salary and bonus, certification, background, and other characteristics .

MethodsThe data in this report comes from an Internet-based survey conducted in the fall of 2015 of 881 qualified data warehousing and business intelligence professionals in the U .S . and Canada . Due to the volatility of currency exchange rates and the variation of IT personnel market value internationally, responses from worldwide BI professionals were excluded from our compensation data, though where international salaries are reported, amounts shown are in U .S . dollars . Qualified respondents are full-time IT professionals, consultants, systems integrators, and business sponsors or users . Responses from vendor representatives in sales, marketing, and development; professors and students; and part-time employees were likewise excluded . Questions with more than one answer, decimal truncation, and rounding account for totals that do not equal 100 percent .


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WHICH BEST DESCRIBES THE LEVEL OF YOUR ORGANIZATION’S BI IMPLEMENTATION?

2011 2012 2013 2014 2015

Beginner—We’re getting serious about BI for the first time 17% 16% 17% 18% 20%

Intermediate—We have deployed a DW and are looking to add more value 45% 48% 44% 45% 43%

Advanced—We manage a relatively mature BI environment that delivers significant business value

38% 36% 39% 37% 37%

POSITIONS

IT or BI professional 82%

Systems integrator or external consultant 10%

Business sponsor or business user 8%

WORK STATUS

Full-time salaried employee 96%

Independent contractor/consultant 4%

PURCHASING AUTHORITY OF INDIVIDUALS

Determine need 12%

Evaluate/recommend products and services 55%

Final purchasing authority 7%

No influence 26%

INDUSTRY PROFILE BY AGE

2011 2012 2013 2014 2015

25 or younger

1% 2% 2% 2% 2%

26–35 21% 25% 26% 22% 18%

36–45 39% 36% 37% 36% 31%

46–55 29% 31% 27% 30% 31%

56 or older 10% 7% 8% 10% 18%

Purpose, Methods, and Demographics

Despite widespread changes recently in business markets and data technologies, the level of maturity in BI implementation has remained fairly steady across the years . In 2015, however, a slightly higher number of respondents stated that their organizations are becoming “serious about BI for the first time”—20 percent of enterprises rank their BI implementations at the “beginner” level versus 18 percent in 2014 and 17 percent in 2013 . As has been true for many years running, the largest proportion of respondents this year classify their BI endeavors as “intermediate”—they’ve deployed a data warehouse and are seeking ways “to add more value” (43 percent) . The same number of respondents last year (37 percent) described their BI implementations as in the “advanced” stage—their BI environments are “mature” and delivering “significant business value .”

Last year marked the 20th anniversary of TDWI, which continues to be the largest independent provider of training for professionals in BI, DW, analytics, and data management . Members come to TDWI’s industry events for introductory coursework, then return later for intermediate and advanced training . As these people and organizations mature, new ones commence the same maturation process . Furthermore, as the organizations that these professionals work for grow in BI maturity, their use of new technologies and methodologies also evolves, making for a healthy, ever-refreshing community of “newbies” and veterans that is continually growing and adapting .

The survey’s pool of respondents is clearly dominated by IT or BI professionals (82 percent), with much smaller segments for systems integrators or external consultants (10 percent) and business sponsors, drivers, or users (8 percent) . Almost everyone (96 percent) is a full-time salaried employee; 4 percent work as independent contractors or consultants . In the purchasing cycle (determine need, assess solutions, and approve final purchases), most of our respondents (55 percent) are in a position to evaluate and recommend BI products and services, while 7 percent have final purchasing authority .

Looking at age and gender, men between 36 and 55 years of age make up the largest demographic of the BI workforce . Up slightly from previous years, this year’s average age is 45, and the percentage of respondents aged 46 and older rose to 49 percent from 39 percent four years ago . The number of BI professionals 56 and older leapt up dramatically in 2015, from 10 percent in 2014 to 18 percent in 2015 . The size of the leap is surprising, though the continued aging of the BI/DW workforce is not . Workers age naturally, compounded by the fact that due to the vast knowledge and skill required, BI/DW is not an entry-level job .

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INDUSTRY PROFILE BY GENDER

2011 2012 2013 2014 2015

Women 27% 26% 29% 28% 29%

Men 73% 74% 71% 72% 71%

IN WHICH REGION ARE YOU LOCATED?

Midwest 21%

Northeast 16%

Pacific 14%

Southeast 11%

Southwest 8%

Mid-Atlantic 6%

Rocky Mountains 6%

South 5%

Central Plains 2%

Canada 12%

HOW MANY FULL-TIME STAFF MEMBERS ON YOUR TEAM ARE DEVOTED TO BI/DW TASKS?

2011 2012 2013 2014 2015

0–1 11% 8% 8% 10% 13%

2–3 15% 15% 17% 18% 21%

4–5 14% 16% 15% 13% 14%

6–10 20% 20% 19% 20% 15%

11–20 16% 15% 15% 15% 12%

21–50 10% 14% 12% 11% 11%

51+ 14% 13% 13% 13% 14%

HAS YOUR COMPANY OUTSOURCED ANY BI/DW FUNCTIONS TO AN OFFSHORE OR ONSHORE SERVICE PROVIDER?

2011 2012 2013 2014 2015

Yes 39% 46% 43% 41% 39%

No 54% 50% 52% 53% 53%

Not sure 7% 4% 6% 5% 8%

The percentage of BI professionals 25 and younger remains small at just 2 percent . This reflects a long-standing TDWI observation from training BI professionals: Many come to BI/DW after a career in other IT-oriented jobs (usually as database administrators or system analysts) . At the same time, our respondents reported an average of 10 years in BI/DW, with the lion’s share (51 percent) having served 10 or more years in the field (not shown) .

Respondents have been at their current companies for an average of eight years . Just shy of half (47 percent) dedicate all of their time to DW/BI work . Nearly 6 in 10 (59 percent) came from a technical background, while almost 3 in 10 (28 percent) have a business background (not shown) .

Men make up more than two-thirds (71 percent) of our respondents, a proportion that has changed little over the last five years .

The greatest concentration of respondents continues to be in the U .S . Midwest (21 percent) . Other well-represented U .S . regions include the Northeast (16 percent), the Pacific (14 percent), and the Southeast (11 percent) . More than 1 in 10 respondents (12 percent) to the TDWI salary survey are located in Canada .

A small majority of BI/DW teams (52 percent) have six or more full-time BI professionals, a reduction from 2014 (59 percent) . A third of respondents (34 percent) work within organizations that have three or fewer people dedicated full-time to the work of BI/DW .

After peaking at 46 percent in 2012, those organizations outsourcing BI functions to an onshore or offshore service took another dip to 39 percent in 2015 . We interpret this diminishing usage of third parties as an indication that organizations are finding benefit in keeping BI functions inside their operations and are continuing to build up the staffing resources they require to perform analytics activities in-house .


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Compensation

Salary TrendsBased on the latest results, the 2014 survey may turn out to represent a peak in BI/DW salaries for full-time employees, at $109,933, because the 2015 survey shows salaries back down slightly to $107,676 .

Assuming that survey data represents the real world, the drop might be considered a slight market correction . From another viewpoint, every survey population has a bias that affects statistics based on it . For example, the 2015 respondent pool has a higher than usual concentration of very small firms, which tend to pay less than the average . This sample bias may indicate the source of the drop, but as we’ll see, compensation changes are a mixed bag in 2015, going down for some but up for others . Still, all the numbers are still in the same “ball park” compared to previous editions of this report .

The same salary drop that struck full-time employees also hit independent contractors, but more precipitously . Those respondents saw an 8 .5 percent drop in average salary, from $132,879 in 2014 to $121,648 in 2015 . Remember, though, that although the average salary for a contractor exceeds the average salary for an employee by nearly $14,000, that 13 percent advantage must cover expenses most in-house employees enjoy as benefits— health insurance, retirement, bonuses, paid vacation, and sick days .

Across the entire respondent pool of full-timers and freelancers, the average base earnings reported dropped almost 3 percent year over year, from $111,388 in 2014 to $108,199 in 2015 . The median salary reflects a similar outcome . That shifted from a high of $107,000 in 2014 to $103,000 in 2015 .

COMPENSATION

Average salaries for full-time BI employees dropped by slightly more than 2 percent from 2014 to 2015.

AVERAGE SALARIES—FULL-TIME EMPLOYEES

$111,000

$109,000

$107,000

$105,000

2011 2012 2013 2014 2015

AVERAGE SALARIES—INDEPENDENT (FREELANCE) CONTRACTORS

$150,000

$140,000

$130,000

$120,000

2011 2012 2013 2014 2015

AVERAGE (MEAN) SALARIES

$113,000

$111,000

$109,000

$107,000

2011 2012 2013 2014 2015

MEDIAN SALARIES

$108,000

$106,000

$104,000

$102,000

2011 2012 2013 2014 2015

$104,412+1 .8%

$144,194+20 .3%

$106,095+2 .7%

$102,000+3 .5%

$106,818+2 .3%

$120,978–16 .1%

$107,538+1 .4%

$105,000+2 .9%

$106,216–0 .6%

$118,375–2 .2%

$106,762–0 .7%

$104,000–1 .0%

$107,676–2 .1%

$121,648–8 .5%

$108,199–2 .9%

$103,000–3 .7%

$109,933+3 .5%

$132,879+12 .3%

$111,388+4 .3%

$107,000+2 .9%

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AVERAGE SALARY CHANGES

2011 2012 2013 2014 2015

Decrease 5% 4% 4% 3% 3%

No change 16% 17% 16% 13% 15%

1–3% 50% 45% 47% 49% 51%

4–5% 12% 15% 13% 15% 13%

6–10% 10% 11% 11% 10% 8%

11–20% 5% 5% 5% 5% 5%

21%+ 2% 3% 3% 4% 2%

DID YOUR 2015 BASE SALARY INCREASE BY MORE THAN THE ORGANIZATION’S STANDARD WAGE INCREASE?

2011 2012 2013 2014 2015

Yes 25% 27% 27% 26% 24%

No 44% 45% 42% 43% 42%

Stayed the same 19% 16% 19% 17% 18%

Not sure 12% 12% 13% 15% 13%

The overall reduction in average earnings is bad news for some BI/DW workers . However, the good news is that a majority of respondents in 2015 (79 percent) reported positive changes in their salaries for the year . Even so, many reported only an incremental change—a raise of between 1 and 3 percent for just over half of the participants .

When asked simply whether their salary had increased or decreased, 79 percent of our respondents reported that their wages increased in 2015, compared to 83 percent in 2014; just 18 percent saw either no change or a decrease (the remaining 3 percent didn’t answer) . In 2015, roughly half of respondents (51 percent) pocketed a small increase of between 1 and 3 percent . Roughly a quarter (24 percent) saw salary increases above the norm for their organizations, suggesting that a fair number of employers recognize the value of the people they have on staff performing BI/DW work .


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Compensation

Bonus TrendsThe number of employees receiving bonuses remained the same in 2015 as in 2014 (64 percent) . Of those respondents who received bonuses, the average amount, $14,357, dropped by nearly the same percent as the average salary—1 .8 percent . The median bonus was $9,200, down slightly from 2014’s median bonus of $9,500 .

Individual performance (62 percent) and company performance (54 percent) are by far the most prevalent reasons for handing out bonuses, well ahead of team or project performance (19 percent) and profit sharing bonuses (18 percent) .

The percent of people receiving options dropped from 23 percent in 2014 to 18 percent in 2015—the lowest that it has been in five years . Over the same period, the percent of respondents who reported that they enhanced their income by moonlighting has risen, growing from 11 percent in 2014 to 14 percent in 2015—the highest it has been .

Average bonuses rose slightly in 2014 to $14,624, but dropped back to below 2013 levels this past year.

RESPONDENTS RECEIVING BONUSES

Yes No2011 64% 36%

2012 64% 36%

2013 63% 37%

2014 64% 36%

2015 64% 36%

AVERAGE BONUSES

$17,000

$16,000

$15,000

$14,000

2011 2012 2013 2014 2015

TYPES OF BONUSES

Individual performance 62%

Company performance 54%

Team or project performance 19%

Profit sharing 18%

Holiday 7%

Retention 3%

Signing 3%

"Hot" skills 1%

Other 3%

OPTIONS AND MOONLIGHTING

2011 2012 2013 2014 2015

Percent receiving options 26% 22% 23% 23% 18%

Percent moonlighting 12% 10% 10% 11% 14%

$14,357–1 .8%

$16,444+51%

$14,252–13 .3%

$14,502+1 .8%

$14,624+0 .8%

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TOP SALARIES AND BONUSES BY KEY ROLE

Role2013

Salary2014

Salary2015

Salary Change*Receiving Bonus**

Average Bonus**

BI director $136,903 $140,939 $135,767 –3 .7% 71% $31,749

BI program manager $118,348 $121,149 $119,566 –1 .3% 72% $12,777

Lead information architect $118,670 $125,382 $118,839 –5 .2% 74% $16,644

Subject matter expert $99,452 $105,864 $111,756 +5 .6% 67% $14,818

Technical architect/systems analyst $101,819 $106,061 $103,260 –2 .6% 59% $13,833

BI project manager $102,066 $108,889 $103,094 –5 .3% 60% $11,673

Data acquisition (ETL) architect/developer $98,247 $104,535 $98,822 –5 .5% 65% $6,287

Decision support (BI) architect/developer $96,032 $98,571 $98,654 +0 .1% 59% $8,015

Data analyst/data modeler $86,082 $88,147 $90,945 +3 .2% 62% $12,663

Business requirements analyst $95,345 $95,241 $88,953 –6 .6% 60% $6,831

*Y–Y 2014–15 **2015 data

AVERAGE SALARY BY INDUSTRY

2013 2014 2015 Change* Respondents**

Media/entertainment/publishing

$129,114 $121,231 $130,740 +7 .8% 2%

Government (federal) $108,178 $105,174 $118,082 +12 .3% 4%

Software/Internet $110,791 $111,465 $117,438 +5 .4% 8%

Hospitality/travel $103,957 $116,970 $115,589 –1 .2% 2%

Consulting/professional services

$115,726 $128,256 $115,361 –10 .1% 10%

Financial services $106,942 $109,309 $112,042 +2 .5% 11%

Retail/wholesale/distribution

$106,545 $119,270 $110,200 –7 .6% 6%

Manufacturing (computers and non-computers)

$109,995 $113,766 $106,921 –6 .0% 6%

Insurance $104,544 $103,553 $106,423 +2 .8% 8%

Healthcare $105,034 $110,922 $106,079 –4 .4% 11%

Telecommunications $106,006 $112,206 $105,142 –6 .3% 2%

Utilities $109,576 $106,111 $102,259 –3 .6% 2%

Education $95,170 $99,045 $96,102 –3 .0% 9%

Government (state/local)

$83,695 $82,234 $82,924 +0 .8% 5%

*Y–Y 2014–15 ** 2015 data. Column does not total 100% because

it omits industries with less than 2 percent representation.

Salary BreakdownsAn examination of salaries broken out by job title shows that only three of the top 10 BI/DW roles experienced an increase in average salary, and one of those was a mere blip . The largest gain was made by those whose primary role was subject matter expert—business users who have knowledge of various business processes and their data needs and uses . This role enjoyed growth of 5 .6 percent from 2014 to 2015, lifting the average salary from $105,864 to $111,756 . The average bonus reported by those respondents who received one came in at $14,818, making for an average total compensation package of $126,574 (not including options or other incentives) . The role of data analyst/data modeler saw the second highest rise, 3 .2 percent . The average for that type of job grew from $88,147 in 2014 to $90,945 in 2015 . The decision support architect/developer role also rose, though only by a mere one tenth of one percent, hiccupping from $98,571 in 2014 to $98,654 in 2015 . All of the remaining roles in the top 10 job titles saw a reduction from 2014 to 2015 .

Gains over time aside, let’s focus on just 2015 . As usual, the title of BI director came in with the highest average salary compared to any other BI/DW role: $135,767 . Seventy-one percent of people with that role reported receiving a bonus . The average bonus was $31,749, making for total compensation of $167,516 . Although the salary dropped by nearly 4 percentage points from 2014 to 2015, the overall package tallied $4,711 higher than the one received in 2014, which added up to $162,805 .

When the TDWI salary survey data is broken out by industry, the media/entertainment/publishing segment comes out on top, with an average salary in 2015 of $130,740, a change from 2014 of 7 .8 percent . However, that segment represents a small portion of the total number of respondents—just 2 percent .

The largest representation—financial services and healthcare—experienced a mixed bag of results from one year to the next . While the average salary for financial services rose 2 .5 percent from 2014 to 2015, coming in at $112,042, healthcare went the other direction . There, respondents reported an average salary of $106,079, down 4 .4 percent from 2014 .

The second best-paid segment for BI/DW in 2015 was the federal government, where the average salary was $118,082, a hefty 12 .3 percent increase from 2014 .

Coming in third was the software/Internet sector, which employed 8 percent of the respondents . Those in that sector reported an average salary of $117,438, an increase of 5 .4 percent year over year .


8

Compensation

Respondents in the Pacific region reported the highest average salary for 2015.

Fourth place was taken by hospitality/travel, an industry that lacked sufficient participation in 2014 to show up on the list in its own category . Still a small portion overall of the total of respondents (2 percent), these BI/DW professionals reported an average salary of $115,589 in 2015 .

Last year’s top finisher, consulting/professional services, landed fifth in the list this year, with an average salary of $115,361 reported by 10 percent of respondents .

Among all segments with at least 2 percent of respondents reporting, only two showed average salaries below $100,000: education ($96,102) and state/local government ($82,924) . One of those sectors (education) saw a drop from 2014 to 2015 (at least among survey respondents) . However, whereas a BI director in education earned an average salary of $125,684, the same role in state and local government came in at $85,387, a difference of more than $40,000 (not shown) .

As you might expect, larger organizations tend to pay the highest salaries . BI professionals at organizations with more than $50 billion in annual revenue averaged more this year than last year, $125,076 in 2015 versus $123,694 in 2014 . That’s just $489 higher than the average earned by people in companies generating $5 billion to $10 billion in revenues, but across the board, TDWI found that companies of every size paid salaries averaging in the six figures . Individuals in firms with less than $100 million in revenue saw an average salary of $102,089 . Note however, the same group also saw an 11 .7 percent drop overall in salary—the largest of any of the revenue categories—compared to 2014 .

Among U .S . regions, BI/DW professionals in Pacific states were better compensated in 2015 than any others . They earned an average salary of $120,271, ahead of $118,648 in the Northeast and $117,018 in the Mid-Atlantic . The largest group of respondents came from the Midwest, where the average salary was $104,810, nearly 13 percent lower than the Pacific average salary . As in much of the United States, BI/DW practitioners in Canada saw a drop in average salary in 2015, from $92,424 in 2014 to $87,349 .

AVERAGE SALARY BY COMPANY REVENUE

2013 2014 2015 Respondents*

Less than $100 million $110,486 $115,559 $102,089 23%

$100–500 million $102,339 $107,546 $102,822 16%

$500 million–$1 billion $106,266 $110,798 $111,970 11%

$1–5 billion $109,270 $118,521 $113,784 21%

$5–10 billion $110,412 $113,394 $124,587 8%

$10–50 billion $118,744 $121,363 $119,321 12%

$50 billion or more $113,889 $123,694 $125,076 9%

*2015 data

AVERAGE SALARY BY REGION

2013 2014 2015 Respondents*

Pacific $118,396 $120,065 $120,271 14%

Northeast $114,333 $122,424 $118,684 16%

Mid-Atlantic $122,258 $121,973 $117,018 6%

Southwest $118,661 $119,773 $111,510 8%

Southeast $106,108 $106,101 $107,384 11%

Rocky Mountains $100,985 $115,910 $104,925 6%

Midwest $102,823 $109,144 $104,810 21%

Central Plains $91,761 $94,150 $100,630 2%

South $106,063 $114,840 $100,102 5%

Canada $88,599 $92,424 $87,349 12%

*2015 data

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Salary by Gender, Age, and ExperienceAlthough men continue to out-earn women in the BI/DW professions, this year male respondents saw a drop in their average salary while female respondents saw a rise . The difference in average salary earned by the two genders fell by half, from a gap of $12,581 in last year’s survey to a gap of $6,147 in this year’s . Women saw their wages increase by $1,551 while men experienced a drop of $4,883 .

The average bonus for men remained statistically equivalent (or “flat”), dropping a microscopic $9 year over year . Women enjoyed an average rise of $238, from $12,679 in 2014 to $12,917 in 2015—the highest yet reported by this demographic . In addition, the number of women who received a bonus in this latest year of reporting rose to almost the same level as men . In 2014, the proportion was 66 percent men to 58 percent women reporting a bonus; this year it was 65 percent men to 64 percent women .

The peak earning age for BI/DW professionals remains in the range of 46 to 55 . The average salary in that age bracket was down from its 2014 level but still higher than any other grouping in the survey . Coming in neck and neck for second and third place were those between the ages of 36 and 45 ($109,496) and those 56 years and older ($109,228) . Although the youngest segment reports an average salary slightly more than half those at the top end of the scale, they experience a dramatic rise within just a year or two, jumping from $61,792 to $91,153 . This would seem to indicate that BI/DW offers ample opportunity for young people just beginning their careers .

As is true with many professions, BI/DW pays better as its practitioners gain experience . Those individuals reporting 10 or more years of experience in the field also had the highest average salary: $120,867 . More than half of respondents fell into this group (51 percent) . As the number of years in BI/DW work fell, so did wages . Those with just two to three years of experience, for example, reported an average salary of $90,125 .

Wages for the newest hires continued to outpace those with between 2 and 10 years at the same company . The salary for BI professionals with under a year at their current company averaged $108,419, compared to $104,732 for people who have stayed with their employers between two and three years .

The gender gap in wages saw a dramatic narrowing in 2015, as women’s average salary rose by 1% and men’s dropped by 4%.

AVERAGE SALARY BY GENDER

$115,000

$110,000

$105,000

$100,000

$95,000

2011 2012 2013 2014 2015

AVERAGE BONUS AND BONUS DISTRIBUTION BY GENDER

2011 2012 2013 2014 2015Receiving

Bonus*

Men $17,760 $15,770 $15,560 $15,089 $15,080 65%

Women $11,547 $9,566 $11,344 $12,679 $12,917 64%

*2015 data

AVERAGE SALARY BY AGE

2011 2012 2013 2014 2015 Respondents*

25 or younger $60,780 $53,585 $62,637 $69,154 $61,792 2%

26–35 $90,149 $94,215 $93,832 $95,587 $91,153 18%

36–45 $110,819 $112,854 $109,576 $113,366 $109,496 31%

46–55 $109,259 $113,441 $115,524 $121,582 $119,145 31%

56 or older $118,596 $114,018 $113,916 $117,787 $109,228 18%

*2015 data

AVERAGE SALARY BY YEARS OF BI/DW EXPERIENCE

2011 2012 2013 2014 2015 Respondents*

0–1 years $83,941 $86,347 $79,822 $92,197 $87,815 10%

2–3 years $89,837 $84,715 $93,164 $88,295 $90,125 11%

4–6 years $99,732 $98,967 $94,178 $98,765 $97,652 18%

7–9 years $103,454 $104,193 $103,953 $109,236 $104,832 11%

10+ years $118,512 $120,376 $120,580 $124,638 $120,867 51%

*2015 data

Men Women

$95,390$97,037

$110,010$111,225 $110,282

$115,015

$102,434

$98,037

$110,132

$103,985


10

Compensation

AVERAGE SALARY BY YEARS AT CURRENT COMPANY

2011 2012 2013 2014 2015 Respondents*

0–1 years $109,236 $104,370 $106,973 $112,740 $108,419 17%

2–3 years $103,585 $109,635 $103,932 $108,600 $104,732 19%

4–5 years $99,994 $109,418 $107,349 $114,336 $105,004 14%

6–10 years $106,437 $105,028 $106,874 $110,300 $106,582 21%

11–20 years $110,045 $109,932 $109,399 $110,342 $113,799 23%

21+ years $114,350 $110,127 $111,067 $118,408 $109,715 8%

*2015 data

AVERAGE SALARY BY CERTIFICATION

2011 2012 2013 2014 2015 Respondents*

0 certifications $105,985 $105,253 $103,439 $105,230 $105,633 54%

1 certification $100,880 $107,688 $104,984 $115,185 $110,690 18%

2 certifications $109,113 $108,133 $112,219 $119,143 $110,923 13%

3 certifications $115,466 $115,203 $111,256 $117,881 $118,468 7%

4+ certifications $104,466 $117,161 $116,005 $125,064 $108,682 8%

*2015 data

AVERAGE SALARY BY PURCHASING AUTHORITY

2011 2012 2013 2014 2015 Respondents*

Determine need $103,588 $103,684 $102,045 $108,398 $100,173 12%

Evaluate/recommend $109,068 $113,378 $109,798 $114,654 $111,021 55%

Final purchasing authority $131,085 $130,660 $139,093 $143,524 $147,513 7%

No influence $92,530 $90,727 $93,427 $93,648 $95,907 26%

*2015 data

AVERAGE SALARY BY BI/DW MATURITY

2011 2012 2013 2014 2015 Respondents*

Beginner— We’re getting serious about BI for the first time

$100,198 $98,804 $101,494 $100,527 $93,603 20%

Intermediate— We have deployed a data warehouse and are looking to add more value

$105,397 $105,622 $105,047 $110,747 $107,611 43%

Advanced—We manage a relatively mature BI environment that delivers significant business value

$109,646 $113,921 $111,054 $117,693 $117,496 37%

*2015 data

TDWI interprets this to mean that the BI job market is relatively healthy, with employers willing to entice new talent with an attractive wage . It also indicates that BI professionals (like many professionals) can boost their pay by negotiating a better salary at a different company .

Oftentimes, professionals who attain BI- or IT-related certifications can command greater wages for their achievement, which appears to be the case this year as well . Those with a single credential earned just over $5,000 more on average ($110,690) than those without one ($105,633) . However, at some point, there appears to be diminishing returns . While people with three certifications reported an average wage of $118,468, those with four or more reported only $108,682, down from $125,064 in 2014 .

The three most frequently cited credentials for respondents were those from TDWI, the Project Management Institute, and Microsoft . Among the various choices in certification, TDWI’s Certified Business Intelligence Professional (CBIP) pays remarkable dividends . People who earn the CBIP averaged $120,851 in 2015, compared to the overall industry average salary of $107,676, a 12 .2 percent premium . Bonuses were also higher for those reporting a CBIP credential: $20,472 compared to a $14,357 industry average . However, the percentage of people with at least one certification did not change from last year (46 percent) .

Purchasing authority serves as an indicator of a person’s level of responsibility in an organization, influencing the level of salary reported . Those with final purchasing authority—the ones in a position to approve purchases—earned a whopping average salary of $147,513 . Most often, these individuals were BI directors or held other management roles . Those with no authority in purchasing, making up more than a quarter of respondents (26 percent) reported an average salary of $95,907 . In between are those BI/DW professionals charged with determining needs ($100,173) and those who evaluate and recommend solutions ($111,021) .

Companies with mature BI/DW environments pay their people better than those just getting started . The survey found that professionals working in “advanced” programs earned on average $117,496—almost equivalent to the reporting from last year’s survey . Those in “beginner” scenarios earned $93,603 on average, the lowest it has been in five years .

TDWI CBIPs—with an average salary of $120,851—earned about $15,000 more than peers with no certifications.

tdwi.org 11

TDWI interprets the higher salaries in more mature environments to reflect the greater skills and experience required to shepherd a program to an advanced level and keep it there, as well as the ability of advanced programs to deliver better bottom-line value to the business .

Job SatisfactionThe level of job satisfaction held by BI/DW professionals has changed little through the years . Forty-nine percent of respondents rated their satisfaction level as “high” or “very high” in 2015, nearly identical to the 50 percent who thought the same a year ago . The ratio of those who rate their satisfaction as “low” or “very low” has remained flat as well, 11 percent in 2015 compared to 10 percent in 2014 .

TDWI interprets this fairly high level of satisfaction as a measure of the industry itself . As our analysts meet with people in the field, we find them to be generally optimistic about their chosen careers . They work in a field that is constantly evolving and offering new areas for learning . In addition, they engage with the business on a collaborative and peer level far more often than most other disciplines in IT .

The number of people in the BI/DW field who consider themselves “fairly compensated” dipped a bit in 2015 (46 percent) compared to 2014 (52 percent) . Those who believe they deserve more rose by 4 percentage points, from 31 percent in 2014 to 35 percent in 2015 . The difference in average salary earned by those disparate groups is dramatic . Those who said they were satisfied earned on average $119,181; those who said the opposite earned $95,583, a difference of $23,598 .

Feelings of job security remained fairly strong, with just 14 percent of respondents characterizing their jobs in 2015 as “not very secure,” up a bit from 2014 .

In the meantime, the percentage of BI/DW professionals who changed jobs in 2015 (11 percent) was the lowest it has been in five years . TDWI considers this a reflection of high job satisfaction .

HOW WOULD YOU RATE YOUR SATISFACTION IN YOUR CURRENT POSITION?

2011 2012 2013 2014 2015

Very high 11% 12% 12% 14% 14%

High 39% 37% 38% 36% 35%

Moderate 39% 41% 42% 41% 39%

Low 8% 8% 6% 7% 9%

Very low 3% 2% 2% 3% 2%

ARE YOU FAIRLY COMPENSATED?

2011 2012 2013 2014 2015

Yes 45% 48% 49% 52% 46%

No 35% 34% 33% 31% 35%

Not sure 19% 19% 18% 16% 19%

HOW SECURE DO YOU FEEL IN YOUR JOB?

2011 2012 2013 2014 2015

Very secure 33% 37% 35% 37% 34%

Secure 55% 50% 55% 53% 51%

Not very secure 12% 13% 10% 10% 14%

DID YOU TAKE A POSITION AT A NEW COMPANY IN THE PAST 12 MONTHS?

2011 2012 2013 2014 2015Yes 11% 14% 15% 17% 11%

No 89% 86% 86% 83% 89%

WHY DID YOU LEAVE YOUR PREVIOUS POSITION?

2011 2012 2013 2014 2015Accepted better opportunity 54% 62% 60% 59% 60%

Was laid off 5% 7% 10% 14% 13%

Job was outsourced 2% 0% 4% 2% 1%

Personal reasons 14% 14% 10% 11% 6%

To work for self 5% 2% 4% 3% 2%

Other 21% 15% 13% 11% 18%

Respondents who expressed dissatisfaction with their compensation earned nearly $24,000 less on average than those who were satisfied.


12

Compensation

ARE YOU LOOKING FOR A NEW JOB OUTSIDE YOUR COMPANY?

2011 2012 2013 2014 2015

Yes, definitely 14% 17% 15% 15% 16%

Somewhat, but not seriously 49% 46% 46% 48% 44%

No 37% 38% 40% 37% 40%

WHY DO YOU WANT TO LEAVE YOUR CURRENT POSITION?

2012 2013 2014 2015

Seeking better opportunity 73% 77% 73% 78%

Change jobs before I’m laid off 11% 5% 3% 5%

Personal reasons 2% 4% 6% 9%

To work for self 3% 2% 3% 2%

Other 11% 11% 15% 7%

BESIDES SALARY, WHAT ARE THE TOP FIVE CONSIDERATIONS FOR A NEW JOB?

2012 2013 2014 2015

Challenging work 65% 64% 62% 59%

Chance to develop new skills 58% 66% 68% 54%

Location 63% 53% 52% 52%

Work schedule/hours 53% 60% 64% 51%

Your manager 46% 51% 50% 46%

Opportunity for promotion 46% 40% 39% 39%

Commute time 38% 47% 42% 37%

Your colleagues 38% 38% 39% 32%

Company strategy 41% 37% 37% 30%

Executive team 22% 20% 23% 18%

Opportunity to not travel 17% 14% 16% 12%

Opportunity to travel 13% 11% 11% 12%

Among the people who left their jobs during the previous 12 months, most did so to accept better opportunities (60 percent) . Another much smaller contingent (13 percent) was laid off .

Although BI/DW professionals are satisfied overall with their current jobs, most are keeping their options open . Six in ten said they are “definitely” or “somewhat” on the hunt for a new position outside of their companies . The primary driver for that is to seek a “better opportunity,” cited by 78 percent of respondents . Aside from pursuing a better salary, the top five considerations for accepting a new job are location (59 percent), more challenging work (54 percent), work schedule (52 percent), a chance to develop new skills (51 percent), and getting a different manager (46 percent) .

tdwi.org 13

ROLES AND RESPONSIBILITIESPrimary RolesTwo distinct roles (based on job titles reported by respondents) tied this year’s survey as the most commonly cited . After rounding, 13 percent of respondents selected BI director as their primary role and an additional 13 percent selected data analyst/modeler .1 Those two roles/titles were closely followed by technical architect/systems analyst, which was designated by 12 percent of respondents .

Although the BI director role tends to own or directly shape BI strategy, architecture, and budget, the two other roles focus on data aspects of BI operations . The data analyst/data modeler focuses on developing, managing, and updating data models specifically; the technical architect/systems analyst attends to a broader spectrum of the data warehouse, including its physical components .

Lead information architect is also well represented with 10 percent of respondents listing that as their primary role, followed by the BI program manager, which was designated by 9 percent of respondents .

Secondary RolesThe average BI professional also fulfilled 3 .5 secondary roles in 2015, a count that has remained fairly stable year over year since 2010 . Almost 9 in 10 respondents (89 percent) hold two or more roles, suggesting that organizations have come to expect that their BI professionals possess multiple skills or that those with BI skills seek opportunities to take on additional responsibilities . The most common secondary roles are data analyst/modeler (46 percent), technical architect/systems analyst (35 percent), and lead information architect (27 percent) .

PRIMARY AND SECONDARY ROLES

Primary Secondary

BI director 13% 5%

Data analyst or modeler 13% 46%

Technical architect or systems analyst 12% 35%

Lead information architect 10% 27%

BI program manager 9% 3%

Subject matter expert 6% 9%

Business requirements analyst 5% 5%

Data acquisition (ETL) architect or developer 5% 22%

Decision support (BI) architect or developer 5% 20%

BI project manager 5% 23%

Business sponsor or driver 3% 24%

BI support and service 3% 24%

Database administrator 2% 10%

Data warehouse administrator 2% 13%

Data owner/steward 2% 5%

Business user 1% 7%

Data quality analyst 1% 21%

BI trainer <1% 15%

NUMBER OF SECONDARY ROLES

2011 2012 2013 2014 2015

0 roles 2% 2% 1% 1% 0%

1 role 6% 9% 10% 10% 11%

2 roles 25% 22% 21% 22% 21%

3 roles 30% 27% 30% 27% 34%

4 roles 15% 18% 16% 18% 14%

5 roles 9% 9% 8% 10% 9%

6 roles 5% 5% 5% 4% 4%

7 or more roles 8% 8% 9% 8% 8%

Average number of roles 3 .47 3 .52 3 .60 3 .60 3 .48

The remainder of this report examines details of the top 10 primary roles, as determined by the survey, in the order listed in the table “Primary and Secondary Roles.”

1 Before rounding, the role of the BI director was a mere 0 .1 percent ahead of the data analyst/modeler role . Therefore, the lists in this report put BI director on top, despite the fact that their respective representations are statistically equivalent .


14

GENERAL DESCRIPTION• Owns or directly shapes BI strategy, architecture, and

budget

• Oversees program and project managers, architects, and specialists

• Serves as liaison between the business and the BI team

• Develops marketing and communications programs for the BI program

• Communicates benefits of the BI environment to executives and users

KEY RESPONSIBILITIES• Develops the vision and business case for the BI program

• Sells the BI program to executives and other managers

• Works with architects to create a high-level enterprise architecture to support a growing portfolio of BI applications

• Hires and oversees BI program managers, project managers, and architects

• Interfaces with business sponsors and drivers and steering committees

• Meets business criteria for successful BI implementations

KEY SKILLS• Sales

• Marketing

• Communications

• Leadership

• Delegation

• Knowledge and design of data warehouses

• Flexibility, diplomacy, and problem-solving

KEY DELIVERABLES• BI funding

• BI strategy

• BI budget

• BI architecture

• BI team

COMMON SECONDARY ROLESBI program manager 49%, subject matter expert 41%, BI project manager 31%, business sponsor/driver 27%, data analyst/data modeler 27%

AVERAGE NUMBER OF SECONDARY ROLES: 3.4

BI Director

Annual salary $135,767

Bonuses $31,749

Average salary change from 2014

–3 .7%

Age 45 .5 years

Gender Male 75% 25% Female

BI experience 12 .2 years

Number of certifications 1 .5

Years at company 8 .3 years

Percent getting a bonus 71%

Types of bonuses IndividualCompany

Profit sharingTeam

71%65%

22%20%

Job satisfaction Very high or high Moderate

Low or very low

52%39%

9%

Fairly compensated? Yes No

Unsure

51%36%

13%

Looking for new job? Yes Somewhat

No

12%46%

42%

Level of education Ph .D . Master’s degree

Bachelor’s degree Associate’s degree

High school

3%53%

35%5%5%

Outside income? Yes 11%

Options? Yes 28%

Purchasing authority Determine need Evaluate/recommend products

Final purchasing authority No influence

3%68%

28%1%

Professional background Technical Business

Academic Other

58%31%

6%5%

Time spent on BI projects Full Three-quarters

One-half One-quarter

52%16%19%

13%

Roles and Responsibilities

tdwi.org 15

Data Analyst/Data ModelerGENERAL DESCRIPTIONDevelops, manages, and updates data models, including physical and logical models of the data warehouse, data mart, and staging area, and sometimes the operational data store and source systems

KEY RESPONSIBILITIES• Interviews business users to obtain data requirements for

new analytics applications

• Designs conceptual and logical models for the data warehouse or data mart

• Communicates physical database designs to database administrator

• Evolves models to meet new and changing business requirements

• Develops process for capturing and maintaining metadata from all data warehousing components

KEY SKILLS• Strong conceptual, communication, and technical skills

• Ability to translate business needs into technical solutions

• Strong relational and dimensional data modeling and database design skills

KEY DELIVERABLES• Source system recommendations

• Model management standards

• Logical and physical data models

• Meta model for metadata repository

COMMON SECONDARY ROLESBusiness user 43%, data quality analyst 37%, business requirements analyst 37%, data acquisition architect/developer 20%, BI support and service 20%, data owner/steward 19%



Bonuses $12,663


+3 .2%

Age 43 .7 years






Types of bonuses Company Individual

TeamProfit sharing

71%64%

17% 12%


Low or very low

42%42%

17%


Unsure

39%38%

23%


No

17%48%

35%

Level of education Ph .D .Master’s degree


High school

5%34%

50% 5%7%


Options? Yes 16%


Final purchasing authorityNone

15%41%

<1%43%


Academic Other

48%28%

14%11%



None

52%22%

10%12%

4%


16

Technical Architect/Systems AnalystGENERAL DESCRIPTION• Defines and documents the technical architecture of the

data warehouse, including the physical components and their functionality

• Evaluates, selects, tests, and optimizes hardware and software products

KEY RESPONSIBILITIES• Assesses current technical architecture

• Estimates system capacity to meet short- and long-term processing requirements

• Writes specifications for client machines, application servers, database servers, and networks

KEY SKILLS• Technical design

• Understanding of capabilities of vendor infrastructure products, including SMP (symmetric multiprocessing) and MPP (massively parallel processing) systems

• Knowledge of data warehousing architectural approaches

• Conceptual and analytical skills

KEY DELIVERABLES• Capacity planning estimates

• Technical architecture documents

• Hardware and software product recommendations

• Cost estimates for technical components

• Regular performance and capacity planning audits

COMMON SECONDARY ROLESSubject matter expert 40%, data analyst/data modeler 33%, lead information architect 27%, decision support architect 27%, data acquisition architect/developer 24%



Bonuses $13,833


–2 .6%

Age 45 years






Types of bonuses Individual Company

Team Profit sharing

Holiday

58%56%

20%11%11%


Low or very low

46%43%

11%


Unsure

53%30%

17%


No

15%44%42%

Level of education Master’s degree Bachelor’s degree

Associate’s degree

28%56%

17%


Options? Yes 19%



10%56%

3%31%

Professional background Technical Academic Business

Other

76%12%

5%8%



None

35%11%16%19%19%


tdwi.org 17

Lead Information ArchitectGENERAL DESCRIPTION• Coordinates the work of technical, data, ETL, and BI

architects

• Oversees the design of the data and technical architecture for the data warehouse and related analytics data sets

• Oversees the development of logical and physical data models, ETL scripts, metadata definitions and models, queries and reports, schedules, work processes, and maintenance procedures

• Ensures proper backup and recovery processes

• Supervises selection of hardware, storage, and software products

KEY RESPONSIBILITIES• Creates a robust, sustainable architecture that supports

requirements and provides for expansion within given budgetary constraints and availability of data and skilled resources

• Evaluates and selects various data warehousing tools and components

• Coordinates multiple architects responsible for the development, integration, administration, and evolution of the data warehouse

KEY SKILLS• Prior experience building data warehouses

• Data modeling, database administration, and performance tuning

• SQL, ETL, OLAP

• Operating platforms

• Metadata management

• Use-case analysis

• Conceptual and analytic skills

• Knowledge of business domain

• Ability to balance theory and reality

KEY DELIVERABLES• Architecture and strategy documentation

• Use-case analysis report

• Capacity planning analysis

• Job development guidelines

• Administrative management plan

COMMON SECONDARY ROLESData analyst/data modeler 58%, technical architect/systems analyst 53%, data acquisition (ETL) architect/developer 51%, decision support (BI) architect/developer 31%, subject matter expert 27%



Bonuses $16,644


–5 .2%

Age 46 .8 years







Profit sharingTeam

66%55%

30%23%


Low or very low

58%33%

9%


Unsure

57%34%

9%


No

20%41%39%



High school

3%29%

59%4%5%


Options? Yes 20%



8%80%

5%8%


AcademicOther

78%16%

5%1%



None

49%20%

13%15%

3%


18

BI Program ManagerGENERAL DESCRIPTION• Oversees the management and direction of multiple data

warehousing projects

• Aligns data warehousing projects with business strategy

• Works with BI director as a liaison between business sponsors and executives

• Works with BI director to secure and maintain funding

• Manages BI stewards and steering committees

KEY RESPONSIBILITIES• Staffs project teams

• Facilitates the prioritization of projects and requirements among competing business interests

• Coordinates with various business and technical groups whose support is needed to build or deploy data warehouses

• Establishes standards for technology and business processes

• Coordinates and aligns multiple data warehousing projects

• Measures results

KEY SKILLS• Knowledge of business

• Prior data warehousing experience

• Communication and marketing

• Managing multiple project teams

• Managing multiple, complex enterprise projects

• Strategic and financial planning

KEY DELIVERABLES• Strategic plans

• Steering committee priorities and plans

• Funding requests

• Corporate budgets

• Return on investment reports

COMMON SECONDARY ROLESBI project manager 53%, subject matter expert 43%, business requirements analyst 39%, data analyst/data modeler 34%, BI support and service 34%



Bonuses $12,777


–1 .3%

Age 43 .1 years







Profit sharingTeam

57%52%

20%17%


Low or very low

46%40%

13%


Unsure

42%33%

25%


No

21%44%

35%


Associate’s degree High school

46%45%

7%1%


Options? Yes 22%



12%68%

5%14%


Academic Other

54%30%

10%6%



None

70%13%

9%3%5%


tdwi.org 19

Subject Matter ExpertGENERAL DESCRIPTIONBusiness user with detailed knowledge of various business processes and how they generate and/or use specific data sets

KEY RESPONSIBILITIES• Works with data analysts/modelers and ETL specialists to

uncover the appropriate sources of data for a proposed application or data warehousing extension

• Works with data stewards to evaluate the condition of those data sources, prioritize them, and define appropriate improvements

• Works closely with data analysts/modelers to define appropriate logical models that accurately reflect existing business processes

• Assumes ownership of one or more data elements and is the central contact point in the organization for information about the origins of and revisions to those data elements; responsible for the accuracy of the data in these elements, both within operational applications and in downstream data warehouses and reports

KEY SKILLS• Deep knowledge of the business, core processes, and how

data and applications automate those processes

• Understanding of which business processes use which data and what the data means in the context of specific processes

• Ability to work and effectively communicate with technical people

• Ability to free up time to answer hundreds of detailed questions about the nature of the data and the business processes it supports or represents

KEY DELIVERABLES• Identified and prioritized data sources to support new

applications and reports

• A profile of potential data sources, created in conjunction with data stewards, that describes and explains attributes, dependencies, null values, and other nuances in the data

• Validation routines, developed in conjunction with data analysts, to ensure the accuracy of data and its appropriate use relative to specific compliance issues

COMMON SECONDARY ROLESTechnical architect/systems analyst 40%, data analyst/data modeler 37%, business requirements analyst 30%, business sponsor/driver 25%, business user 21%



Bonuses $14,818


+5 .6%

Age 46 .1 years







Team

66%60 .5%

32%


Low or very low

59%39%

2%


Unsure

43%36%

21%


No

13%46%

41%



High school

4%28%

52%7%9%


Options? Yes 19%



12%51%

2%35%


Academic Other

65%22%

7%7%



None

26%18%

14%23%

19%


20

Business Requirements AnalystGENERAL DESCRIPTION• Serves as a liaison between the end users and data

warehousing project team

• Coordinates business requirements for data

KEY RESPONSIBILITIES• Interviews end users to determine requirements for data,

reports, analyses, metadata, training, service levels, data quality, and performance

• Works with architects to translate requirements into technical specifications

• Helps identify and assess potential data sources

• Recommends appropriate scope of requirements

• Validates that data warehouse meets requirements and service-level agreements

• Coordinates prototype reviews

KEY SKILLS• Experience using data warehouse or analytics tools for

business purposes

• Strong interpersonal and communication skills

• Ability to translate business requirements into technical requirements

• Knowledge of key data warehousing processes

• Respected within the business community

KEY DELIVERABLES• Business requirements documentation

• Business priorities

• Prototype feedback

COMMON SECONDARY ROLESSubject matter expert 66%, data analyst/data modeler 52%, data quality analyst 30%, technical architect 27%, BI support/service 27%



Bonuses $6,831


–6 .6%

Age 40 .0 years







65%54%


Low or very low

45%38%

18%


Unsure

35%43%

23%


No

15%43%43%

Level of education Ph .D .Master’s degree


High school

5%23%

60%10%

3%


Options? Yes 16%


None

18%34%

48%


Academic Other

55%33%

5%8%



None

48%14%14%18%

7%


tdwi.org 21

GENERAL DESCRIPTIONResponsible for the scripts required to extract, transform, clean, and move data and metadata so they can be loaded into a data warehouse, data mart, or operational data store

KEY RESPONSIBILITIES• Work with business requirements analysts to identify and

understand source data systems

• Map source system data to data warehouse models

• Develop and test ETL processes

• Define and capture metadata and rules associated with ETL processes

• Adapt ETL processes to accommodate changes in source systems and new business user requirements

KEY SKILLS• Understanding of source and target data structures, ETL

processes, and products

• Knowledge of 3GL/4GL programming languages and ETL products

• Strong problem-solving and metadata skills

KEY DELIVERABLES• Completed mapping and transformation programs

• Schedules for extraction and load processes

• Documentation and maintenance of ETL metadata in metadata repository

• Database loadable files

COMMON SECONDARY ROLESData analyst/data modeler 63%, technical architect/systems analyst 37%, decision support (BI) architect/developer 35%, subject matter expert 30%, business requirements analyst 23%, BI support and service 23%


Data Acquisition (ETL) Architect/Developer


Bonuses $6,287


–5 .5%

Age 44 .5 years







Profit sharingTeam

Holiday

54%42%

21%18%

14%


Low or very low

50%45%

5%


Unsure

45%26%29%


No

16%34%

50%


High school Associate’s degree

34%55%

5%5%


Options? Yes 16%


None

14%47%

40%

Professional background Technical Academic Business

Other

71%11%16%

3%



None

79%7%5%5%5%


22

Decision Support (BI) Architect/DeveloperGENERAL DESCRIPTION• Works with end users and business analysts to

ensure close fit between BI environment and business requirements

• Designs and manages the BI tools and applications environment

• Configures BI tools, develops the semantic layer and metadata, and creates reports and report definitions

• Creates and delivers end-user training and documentation and provides second-line support to power users who develop reports on behalf of their departmental colleagues

KEY RESPONSIBILITIES• Installs, configures, deploys, and tunes BI tools and

analytics servers

• Troubleshoots BI tool problems and tunes for performance

• Develops multidimensional semantic layer and BI query objects for end users

• Creates reports and report templates

• Helps business users select the appropriate BI tool

• Develops and manages BI training, documentation, and help desk capabilities

KEY SKILLS• Translation of business questions and requirements into

reports, views, and BI query objects

• Knowledge of BI tool architectures, functions, and features

• Understanding of SQL and relational and multidimensional designs

• Strong problem-solving and metadata skills

• Understanding of BI tool architecture, functions, features

• Customizing BI tools to meet user needs

KEY DELIVERABLES• Standardized use of BI tools and semantic layers

throughout the organization

• Repository of best practices on how to install, configure, and use BI tools for more productivity

• Reports, templates, and analytical views

• BI training, documentation, and help desk support

COMMON SECONDARY ROLESData analyst/data modeler 59%, data acquisition architect/developer 39%, business requirements analyst 37%, subject matter expert 37%, technical architect or systems analyst 37%, BI support and service 37%



Bonuses $8,015


+0 .1%

Age 45 .1 years







TeamHoliday

Profit sharing

62 .5%42%

21%17%

12 .5%


Low or very low

59%31%

10%


Unsure

56%28%

15%


No

13%41%46%



High school

3% 28%

59%5%5%


Options? Yes 24%


None

12%61%

27%


Academic Other

54%33%

5%8%



None

56%12%12%15%

5%


tdwi.org 23

BI Project ManagerGENERAL DESCRIPTION• Manages a single data warehousing project

• Develops budgets and plans

• Secures resources and personnel

• Manages a team of developers and contractors

• Prioritizes requirements, schedules tasks, communicates progress

KEY RESPONSIBILITIES• Develops plans and schedules

• Establishes project scope; manages scope changes

• Prioritizes requirements; manages expectations

• Establishes budgets

• Hires and manages personnel

• Communicates progress

• Coordinates training

• Measures ROI

KEY SKILLS• Project management

• Communication

• Leadership

• Decision making

• Delegation

• Knowledge and design of data warehouses

• Flexibility, diplomacy, and problem-solving ability

KEY DELIVERABLES• Project and resource plans

• Funding requests

• Success metrics

• Training plans

• Documentation scope

• Status reports

• Acceptance criteria

COMMON SECONDARY ROLESBusiness requirements analyst 43%, subject matter expert 40%, BI support and service 38%, data analyst/data modeler 28%, BI trainer 25%



Bonuses $11,673


–5 .3%

Age 42 .6 years







Holiday Profit sharing

Team

54%38%

21% 17%17%


Low or very low

37%46%

17%


Unsure

46%37%

17%


No

20%51%

29%



3%32%

62%3%


Options? Yes 5%


None

20%48%

33%


Academic Other

46%34%

11%9%



None

48%23%

15%7 .5%7 .5%


24

555 S Renton Village Place, Ste. 700

Renton, WA 98057-3295

T 425.277.9126

F 425.687.2842

E [email protected] tdwi.org

TDWI Research provides research and advice for data professionals worldwide. TDWI Research focuses exclusively on business intelligence, data warehousing, and analytics issues and teams up with industry thought leaders and practitioners to deliver both broad and deep understanding of the business and technical challenges surrounding the deployment and use of business intelligence, data warehousing, and analytics solutions. TDWI Research offers in-depth research reports, commentary, inquiry services, and topical conferences as well as strategic planning services to user and vendor organizations.

mailto:[email protected]

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