Financial Salary Guide 2014

8/12/2019 Financial Salary Guide 2014

1/32

2014Accounting & FinanceSALARY GUIDE
http://www.roberthalf.com/


2/32

Table of Contents

All trademarks contained herein are the property of their respective owners.

From the Chairman ..................................................................................................................1

Understanding the Salary Guide ....................................................................................2

The Hiring Environment ......................................................................................................3

Accounting and Finance Salaries .......................... ........................... .........................10

Customizing Salaries for Local Markets ...................................................................23

The Benefits of a Flexible Staffing Plan ....................................................................26

Robert Half: Your Key to Finding Skilled Professionals .................................. 27

Office Locations ......................................................................................................................28


3/32

Robert Half 2014 Salary Guide1

From the Chairman

Dear colleague:Offering competitive compensation is crucial for bothattracting top talent to your organization and encouragingyour best people to stay. And periodically benchmarkingyour salaries is key to ensuring you remain on the mark.

To assist our clients with this effort, Robert Half haspublished a Salary Guideevery year since 1950 with thelatest information on starting salaries and hiring, retentionand staff management trends. We are pleased to presentour 2014 Salary Guide, which includes compensationprojections for a comprehensive set of positions in theaccounting and finance fields, based on our researchand experience.

I hope you find the guide helpful as you continue buildinga workforce capable of meeting your most importantbusiness priorities. For additional compensation andstaffing insights, please visit our Salary Center at

roberthalf.com/salary-center.

Sincerely,

Max Messmer

Chairman and CEO
http://www.roberthalf.com/salary-centerhttp://www.roberthalf.com/salary-center


4/32


The 2014 Salary Guidefrom Robert Half is the most comprehensive and authori-tative resource on starting compensation and hiring trends in the accountingand finance fields. Included are salary ranges for more than 350 positions incorporate and public accounting, finance, banking, and financial services.

The figures contained in the guide are based on the thousands of full-time,

interim and project placements made each year by our staffing and recruitingprofessionals. Our experts work with hiring managers and job seekers everyday, which gives them unique insight into compensation trends.

The salary range listed for each position reflects starting pay only. Bonusesand other forms of compensation, such as retirement packages, are not takeninto account. In addition, the ranges represent national averages. You canadjust them for your market by using the local variances found immediatelyafter the salary tables.

Information from the Salary Guideis so well-regarded that the U.S. Departmentof Labors Bureau of Labor Statistics has used it when compiling theOccupational Outlook Handbook.

Understanding the Salary Guide

Visit our Salary Center atroberthalf.com/salary-centerfor more resources.


5/32


CFOs were asked, How beneficial do you consider the following usesof temporary professionals?Their responses:

The Hiring Environment

Source: Robert Half survey of more than 450 CFOs from U.S. companies that have 20 or moreemployees and use temporary professionals. Only CFOs who rated items somewhat beneficialor very beneficial are shown.

Somewhat beneficial Very beneficial

To maintain productivity when not ready to hire full time

72%

To alleviate the workloads of full-time staff

62%

To evaluate prospective full-time employees firsthand

64%

To access specialized skills on an as-needed basis72%

To fill in during employee absences

76%

4020 60 70503010 800

The market for experienced accounting and finance professionals hastightened dramatically in many areas. Hiring managers often are operatingunder the misperception there is a large, highly qualified candidate pool todraw from. Though general unemployment levels remain high, unemploymentrates for a number of accounting and finance occupations are below thenational average. Degreed financial professionals with specialized skillsfrequently receive multiple offers and counteroffers.

Top performers are feeling more confident about their professional prospects,and companies are growing more concerned about both recruiting and

retaining highly skilled individuals. Employers may lose out if they wait toolong to make an offer once they identify a strong candidate.

Another significant trend is the steady demand for interim professionals. Manycompanies, realizing they need additional staff but concerned about findingsuitable hires in a timely manner, are turning to temporary and project workers.Interim professionals allow businesses to relieve overworked core staff, andthey can be evaluated for possible hire. In addition, companies are workingwith project consultants to manage complex initiatives, such as finance trans-formations and systems upgrades, from beginning to end.


6/32


THE HIRING ENVIRONMENT

CFOs were asked, Which one of the following is your greatest staffingconcern in the next 12 months?Their responses:

Source: Robert Half survey of more than 2,100 CFOs in more than 20 of the largestU.S. markets

A long-anticipated upturn in baby-boomer retirements also is likely to havean impact on hiring patterns in the years to come as firms look to replace theseexperienced workers. Companies will need to prepare now for upcoming retire-ments, such as by stepping up succession-planning efforts and offering a more

gradual path to retirement for employees who desire one.

Retention Worries ReappearConcerns about morale and retention are rising. Employees may feel modestsalary gains in recent years have not kept pace with the increased value oftheir responsibilities. In addition, as workloads have expanded, many workersare expressing the desire for greater work/life balance. Voluntary turnoveris starting to rise, and some of those who are changing jobs are receivingsizable salary increases.

To attract and retain top performers, employers need to not only offer newhires and current employees competitive compensation but also present themwith possible career paths within the organization. Other attractive entice-ments include bonuses, paid expenses for continuing professional education,relocation assistance, additional time off, flexible work options andcommunity involvement.

38%

27%

13% 13%

9%

Maintaining staffproductivity

Retaining valuablestaff members

Dont know/no answer

Improving staff moraleand engagement

Recruiting newtop performers


7/32



Where the Jobs AreSome employers are engaged in catch-up hiring after years of staffing freezesand cutbacks. In particular, theyre seeking to add team members in core

senior and managerial accounting roles.

Experienced professionals with analytical skills are key to their plans. Financial,business and business systems analysts are all in strong demand, even moreso than in recent years. Firms are relying on these professionals for guidanceas they seek to upgrade and expand their operations.

The market for entry-level accounting professionals also has strengthened.Degreed candidates, even those in the earliest stages of their careers, aresought in public accounting and private industry.

Positions in Demand

u Anti-money laundering (AML) specialistsu BookkeepersuBusiness analystsu Business systems analystsuFinancial analysts

u Internal auditorsuPayroll clerksu Risk and compliance professionalsuSenior accountantsuStaff accountants

In-Demand Credentials and SkillsWhen presented with the choice, employers are giving preference andhigher salaries to professionals who have obtained a specialized credential.The certified public accountant (CPA) remains the most sought-after desig-nation, and a masters degree in business administration (MBA) is commonlypreferred for senior-level corporate accounting and finance positions.


8/32



Other valued certifications include the certified information systems auditor(CISA), certified internal auditor (CIA), certified management accountant(CMA), chartered financial analyst (CFA), chartered global managementaccountant (CGMA) and project management professional (PMP). Expanding

companies looking to hire payroll professionals are increasingly seeking thosewith credentials such as the certified payroll professional (CPP) and funda-mental payroll certification (FPC).

As accounting and finance professionals continue to expand their responsi-bilities well beyond crunching numbers, they are informing key decisions andserving as business partners across multiple departments. Companies haveaccess to unprecedented amounts of data and are turning to their financeteams to analyze it and provide the story behind the numbers. Financial

professionals are using the information to provide strategic recommendationsthroughout the organization, from identifying ways to manage costs and growprofits to assisting with human resources and operations decisions.

As they collaborate more frequently across the business, there is a greaterdemand for professionals who possess excellent soft skills, especially verbaland written communication abilities. Firms also seek staff with strong businessacumen and the ability to apply a broader view of the organization. Onceconsidered nice-to-haves, these nontechnical skills are now indispensableelements of successful finance teams and functions.

Technology Experience Needed Throughout the Finance FunctionBuilding accounting and finance teams with strong technology skills is essentialas companies migrate to more sophisticated systems and analytical tools.Candidates with knowledge of large enterprise resource planning systemsare always in demand. Analyst and financial reporting roles frequently requireaptitude with software packages such as Hyperion and Cognos, as well.Advanced Excel skills are needed for many positions, and proficiency withQuickBooks and Microsoft Dynamics GP remains important for positions

with small and midsize firms.Financial professionals also must be familiar with emerging technologies andhow they can leverage them. For example, some companies are now usingSoftware as a Service (SaaS) as their primary financial system, and morebusinesses are working with cloud-computing solutions to store and retrievefinancial data, such as budgets.

In addition, accounting and finance staff need to be able to collaborateeffectively with their information technology (IT) colleagues on issues such

as mitigating risks around data, privacy and security breaches. Senior-levelfinancial employees also are contributing to project teams focused on ITprocesses and investments. Where once these decisions rested solely withthe technology department, finance specialists are now weighing in on thefinancial and operational aspects of IT initiatives.


9/32



Public Accounting Overview

The hiring dip during and immediately following the recession has led to ashortage of talent at the senior and managerial levels at public accountingfirms. Businesses seek candidates with at least three years of experienceto move into these higher-level roles. The enhanced focus on hiring experi-enced workers also is driven by a greater emphasis on succession planningas firms realize their most tenured employees are closer to retirement.

Firms are adding professionals in their core audit and tax businesses. Thosewith expertise in high-demand industries, such as insurance and real estate,are sought as well.

Public accounting firms are again focusing heavily on campus recruiting andhiring accounting graduates. Big Four firms are increasingly targeting topstudents in their sophomore year, having found the most promising candi-dates commonly have accepted job offers by their junior year.

Firms are improving compensation in an effort to better compete with private

industry to recruit and retain accounting talent. Signing bonuses have becomemore common as a result, and top performers are seeing meaningful raisesfrom firms trying hard to retain their best people.


10/32



Financial Services Trends

Improving economic conditions, along with continued regulatory demands,are prompting businesses to pursue professionals with expertise in riskmanagement, compliance and regulatory reporting. The ongoing implementa-tion of directives such as the Dodd-Frank Act and Basel III is fueling demandfor professionals who can ensure compliance with industry regulations.

Institutions need professionals who can audit AML and Bank Secrecy Actprocesses and help them maintain compliance with the associated mandates.In particular, businesses seek individuals with the certified anti-moneylaundering specialist (CAMS) credential. Staff who can assist with capital

planning requirements also are in demand among banks.Buy-side firms, including hedge funds, asset managers and private equityfirms, seek hires with risk and compliance backgrounds, as well as trade-support and operations professionals, to handle increased business activity.Firms also need expertise in accounting and finance for fund accountingand investment and valuation analyses.

Buoyed by an increase in commercial lending, hiring within the commercialbanking sector is gaining steam. Mortgage bankers and loan processing

personnel also remain in demand as low interest rates contribute to increasedhome buying and refinancing activity.

The need to keep a prudent eye on escalating costs is driving the demandfor accounting and finance professionals. Firms seek individuals with excellenttechnical accounting and reporting expertise, as well as strong commercialskills that can help the business identify growth opportunities. More robustoperational risk programs require increased internal controls, fueling thehiring of more internal auditors.

Salaries in the financial sector are gradually rising, especially for professionalswith the most sought-after skills, such as those tied to risk and compliance.Counteroffers and multiple offers also are becoming more common for thosewith in-demand skills.
http://www.roberthalf.com/financial-regulationshttp://www.roberthalf.com/financial-regulationshttp://www.roberthalf.com/financial-regulations


11/32



Spotlight on Healthcare

2014: A Pivotal Year for Healthcare, Financial Fields

Its clear 2014 will be a transition year for healthcare in the United States asmost of the provisions of the Patient Protection and Affordable Care Act (ACA)take effect Jan. 1. And in 2015, employers with 50 or more full-time and full-time equivalent (FTE) employees must offer healthcare coverage to full-timeemployees and their eligible dependents under an employer-sponsored planthat meets ACA standards or face a possible penalty. Accounting and finance

departments in all industries are sure to be affected as businesses beginimplementing the act.

Although penalties and reporting requirements for the employer mandate compo-nent of the act have been delayed until 2015, forward-looking companies aretaking advantage of the extra time to get a head start on their compliance efforts.As companies make decisions about the ACAs provisions, they will need businessanalysts and other financial specialists to help them weigh their options.

The tax implications could be significant with respect to areas such as flexiblespending accounts, W-2 form reporting, the acts tax credit for small businesses

and additional taxes on high-cost health plans. There are many other consid-erations. If a company is subject to ACA stipulations, for example, is it betterfor the bottom line to offer health insurance coverage to employees or paythe penalty? Does a business need to offer coverage to just its employees orprovide family coverage as well? How can a firm determine whether it qualifiesfor the small business tax credit? And should a company consider controllinghealthcare costs by flexibly managing its workforce through the use of tempo-rary workers, who do not count toward the 50-employee threshold if they areretained for legitimate business reasons? For insight into these and otherquestions that are likely to come up for businesses, download a free copy of

Robert Halfs What Every Business Needs to Know About the Patient Protectionand Affordable Care Actatroberthalf.com/affordable-care-act.

The ACA will not be the only healthcare-driven factor affecting accounting andfinance employment in 2014. Healthcare organizations continue to look for senior-level finance professionals for help in completing operational assessments anddetermining financing for the implementation and upgrade of electronic medicalrecords systems. Also spurring hiring is the adoption of the 10th Revision of theInternational Classification of Diseases (ICD-10), the standard diagnostic toolfor epidemiology, health management and clinical purposes maintained by theWorld Health Organization.

Finance specialists in areas such as charge capture, revenue analysis, and billingand coding compliance are all sought. Medicare and Medicaid also are changing,and organizations, both within and outside the healthcare sector, will requireanalysts and financial specialists to help them interpret laws and data alike.
http://www.roberthalf.com/affordable-care-acthttp://www.roberthalf.com/affordable-care-acthttp://www.roberthalf.com/affordable-care-act


12/32


CORP ORATE ACCOUNTINGTitle 2013 2014 % Change

Chief Financial Officera Company Sales in Millions

$500+ $ 280,500 - $ 430,250 $ 284,000 - $ 449,000 3.1%

$250 to $500 $ 194,500 - $ 287,250 $ 199,000 - $ 297,500 3.1%

$100 to $250 $ 137,250 - $ 198,000 $ 142,000 - $ 204,000 3.2%

$50 to $100 $ 113,500 - $ 160,750 $ 116,500 - $ 167,000 3.4%

To $50 $ 99,000 - $ 142,000 $ 101,000 - $ 148,000 3.3%

(The above category assumes there is a corporate controller who reports to the CFO.)

Treasurera Company Sales in Millions

$500+ $ 278,000 - $ 422,000 $ 283,000 - $ 437,750 3.0%

$250 to $500 $ 193,500 - $ 281,250 $ 197,750 - $ 291,500 3.1%

$100 to $250 $ 131,750 - $ 190,750 $ 135,000 - $ 197,500 3.1%

$50 to $100 $ 111,250 - $ 155,500 $ 114,750 - $ 160,750 3.3%

To $50 $ 96,250 - $ 134,500 $ 100,750 - $ 137,250 3.1%

Vice President of Financea Company Sales in Millions

$500+ $ 219,500 - $ 352,250 $ 225,000 - $ 364,000 3.0%

$250 to $500 $ 178,500 - $ 268,000 $ 182,750 - $ 277,000 3.0%

$100 to $250 $ 137,000 - $ 192,250 $ 141,000 - $ 199,000 3.3%

$50 to $100 $ 112,000 - $ 155,250 $ 115,250 - $ 160,750 3.3%

To $50 $ 89,250 - $ 125,500 $ 92,500 - $ 130,000 3.6%

Director of Financea Company Sales in Millions

$500+ $ 149,500 - $ 222,750 $ 153,750 - $ 229,500 3.0%

$250 to $500 $ 128,500 - $ 188,000 $ 131,750 - $ 194,250 3.0%

$100 to $250 $ 110,250 - $ 153,000 $ 113,000 - $ 159,000 3.3%

$50 to $100 $ 101,000 - $ 136,250 $ 104,000 - $ 140,250 3.0%

To $50 $ 90,250 - $ 118,500 $ 93,000 - $ 122,750 3.4%

Director of Accounting Company Sales in Millions

$500+ $ 140,250 - $ 199,250 $ 145,000 - $ 205,250 3.2%

$250 to $500 $ 125,000 - $ 174,250 $ 129,750 - $ 179,250 3.3%

$100 to $250 $ 105,250 - $ 139,250 $ 108,750 - $ 143,750 3.3%

$50 to $100 $ 92,250 - $ 124,750 $ 95,750 - $ 128,750 3.5%

To $50 $ 80,000 - $ 109,500 $ 82,500 - $ 113,750 3.6%

Director of Financial Reporting Company Sales in Millions

$500+ $ 143,500 - $ 204,250 $ 147,500 - $ 212,000 3.4%

$250 to $500 $ 133,250 - $ 175,750 $ 137,250 - $ 183,000 3.6%

$100 to $250 $ 120,000 - $ 158,250 $ 123,750 - $ 164,750 3.7%$50 to $100 $ 106,000 - $ 140,500 $ 109,000 - $ 146,250 3.5%

To $50 $ 92,500 - $ 122,000 $ 95,500 - $ 126,500 3.5%

a. Bonuses and incentives reflect an increasingly large part of overall pay at this level and are not included in the salaryranges listed above. Advanced degrees or professional certifications also are assumed at this level.

Unless otherwise noted (see footnote a), add 5-10 percent for graduate degrees or professional certifications.

The figures listed on Pages 10-22 are average national starting salaries. To calculate the appropriate salary range for yourmarket, please refer to the local variance information beginning on Page 23.

Accounting and Finance Salaries


13/32


CORPORATE ACCOUNTINGTitle 2013 2014 % Change

Corporate Controllera Company Sales in Millions

$500+ $ 147,000 - $ 207,750 $ 152,750 - $ 216,000 3.9%

$250 to $500 $ 131,750 - $ 176,000 $ 135,500 - $ 183,750 3.7%

$100 to $250 $ 114,250 - $ 150,250 $ 118,250 - $ 156,000 3.7%

$50 to $100 $ 98,000 - $ 131,750 $ 102,000 - $ 136,000 3.6%

To $50 $ 85,750 - $ 114,500 $ 89,000 - $ 119,000 3.9%

Controller

a

Company Sales in Millions$500+ $ 140,500 - $ 192,500 $ 145,750 - $ 201,500 4.3%

$250 to $500 $ 116,750 - $ 160,500 $ 123,500 - $ 165,750 4.3%

$100 to $250 $ 100,750 - $ 135,000 $ 103,250 - $ 142,750 4.3%

$50 to $100 $ 82,500 - $ 116,000 $ 85,000 - $ 122,000 4.3%

To $50 $ 71,500 - $ 99,750 $ 74,500 - $ 104,500 4.5%

Divisional Controllera Company Sales in Millions

$500+ $ 132,750 - $ 179,250 $ 135,500 - $ 188,000 3.7%

$250 to $500 $ 121,000 - $ 159,000 $ 123,750 - $ 166,000 3.5%

$100 to $250 $ 107,000 - $ 138,250 $ 108,500 - $ 145,250 3.5%

$50 to $100 $ 94,250 - $ 122,500 $ 97,500 - $ 126,750 3.5%

To $50 $ 82,250 - $ 111,250 $ 85,250 - $ 115,000 3.5%

Assistant Controllera Company Sales in Millions

$500+ $ 108,500 - $ 148,750 $ 113,500 - $ 154,000 4.0%

$250 to $500 $ 98,500 - $ 129,500 $ 102,000 - $ 135,000 3.9%

$100 to $250 $ 82,000 - $ 107,000 $ 85,000 - $ 111,500 4.0%

$50 to $100 $ 69,500 - $ 92,750 $ 72,750 - $ 96,250 4.2%

To $50 $ 58,250 - $ 81,750 $ 60,500 - $ 85,500 4.3%

Assistant Treasurer Company Sales in Millions

$500+ $ 106,000 - $ 148,250 $ 109,500 - $ 153,500 3.4%

$250 to $500 $ 96,000 - $ 128,000 $ 99,750 - $ 132,250 3.6%

$100 to $250 $ 82,000 - $ 106,750 $ 84,500 - $ 111,000 3.6%

$50 to $100 $ 68,250 - $ 92,750 $ 71,000 - $ 96,000 3.7%

To $50 $ 57,500 - $ 80,250 $ 59,750 - $ 83,250 3.8%

Tax Directora Company Sales in Millions

$250+ $ 146,500 - $ 241,750 $ 152,000 - $ 249,500 3.4%

$100 to $250 $ 107,750 - $ 163,000 $ 110,500 - $ 169,750 3.5%

Tax Manager Company Sales in Millions

$250+ $ 103,250 - $ 148,500 $ 106,750 - $ 154,000 3.6%

$50 to $250 $ 82,000 - $ 115,750 $ 85,000 - $ 120,000 3.7%

(This is a senior management position. The tax manager titles on Page 14 are line-manager positions.)

ACCOUNTING AND FINANCE SALARIES

a. Bonuses and incentives reflect an increasingly large part of overall pay at this level and are not included in the salaryranges listed above. Advanced degrees or professional certifications also are assumed at this level.



14/32



CORP ORATE ACCOUNTINGTitle/Experience 2013 2014 % Change

Compliance Large Companies b

Chief Compliance Officer $ 157,750 - $ 223,250 $ 162,250 - $ 232,000 3.5%

Compliance Director $ 129,500 - $ 177,750 $ 134,500 - $ 184,500 3.8%

Compliance Officer $ 102,750 - $ 138,250 $ 106,000 - $ 143,750 3.6%

Senior Compliance Analyst $ 79,500 - $ 104,000 $ 82,000 - $ 108,250 3.7%

Compliance Analyst $ 62,000 - $ 83,000 $ 64,250 - $ 86,250 3.8%

Compliance Midsize Companiesb






Compliance Small Companies b






Chief Audit Executive/Vice President, Internal Audit/Internal Audit DirectorCompany Sales in Millions

$500+ $ 161,500 - $ 249,750 $ 167,500 - $ 257,500 3.3%

$250 to $500 $ 127,500 - $ 184,500 $ 131,750 - $ 191,000 3.4%

$100 to $250 $ 105,500 - $ 146,750 $ 109,000 - $ 152,000 3.5%

Internal Auditor Large Companies b

Manager $ 93,000 - $ 132,250 $ 96,500 - $ 138,000 4.1%

Senior $ 73,750 - $ 98,500 $ 76,500 - $ 102,500 3.9%1 to 3 Years $ 56,750 - $ 77,000 $ 59,000 - $ 80,250 4.1%

Up to 1 Year $ 47,500 - $ 60,250 $ 50,000 - $ 62,000 3.9%

Internal Auditor Midsize Companies b

Manager $ 81,500 - $ 111,000 $ 84,250 - $ 116,000 4.0%

Senior $ 67,500 - $ 88,250 $ 71,500 - $ 90,250 3.9%

1 to 3 Years $ 52,750 - $ 72,250 $ 55,000 - $ 75,250 4.2%

Up to 1 Year $ 45,500 - $ 58,250 $ 47,500 - $ 60,500 4.1%

b. Large companies = $250+ million in salesMidsize companies = $25 million to $250 million in salesSmall companies = up to $25 million in sales



15/32






IT Auditor Large Companies b

Manager $ 102,000 - $ 146,250 $ 105,500 - $ 152,500 3.9%

Senior $ 88,250 - $ 116,250 $ 91,000 - $ 120,750 3.5%

1 to 3 Years $ 65,750 - $ 89,500 $ 68,000 - $ 93,250 3.9%

Up to 1 Year $ 55,250 - $ 70,500 $ 57,500 - $ 72,750 3.6%

IT Auditor Midsize Companies b

Manager $ 94,750 - $ 130,000 $ 97,750 - $ 136,000 4.0%Senior $ 79,000 - $ 101,750 $ 82,750 - $ 104,750 3.7%

1 to 3 Years $ 62,250 - $ 82,000 $ 64,500 - $ 85,500 4.0%

Up to 1 Year $ 50,750 - $ 65,750 $ 52,500 - $ 68,500 3.9%

Financial Reporting Large Companies b

Manager $ 100,750 - $ 136,750 $ 103,750 - $ 142,250 3.6%

Senior $ 79,500 - $ 101,250 $ 82,500 - $ 104,250 3.3%

1 to 3 Years $ 60,500 - $ 77,750 $ 62,750 - $ 80,250 3.4%

Up to 1 Year $ 48,500 - $ 60,750 $ 50,250 - $ 62,750 3.4%

Financial Reporting Midsize Companiesb

Manager $ 91,000 - $ 118,250 $ 93,250 - $ 123,500 3.6%

Senior $ 72,250 - $ 91,500 $ 74,500 - $ 94,750 3.4%

1 to 3 Years $ 57,500 - $ 71,500 $ 59,750 - $ 73,750 3.5%

Up to 1 Year $ 46,000 - $ 57,250 $ 47,500 - $ 59,500 3.6%

General Accountant Large Companies b

Manager $ 77,750 - $ 109,250 $ 80,750 - $ 113,750 4.0%

Senior $ 62,250 - $ 82,750 $ 65,250 - $ 85,250 3.8%

1 to 3 Years $ 49,000 - $ 65,000 $ 51,500 - $ 67,250 4.2%

Up to 1 Year $ 41,000 - $ 51,750 $ 43,250 - $ 53,500 4.3%

General Accountant Midsize Companies b

Manager $ 68,000 - $ 90,750 $ 70,750 - $ 94,500 4.1%

Senior $ 56,250 - $ 74,250 $ 58,750 - $ 77,000 4.0%

1 to 3 Years $ 45,000 - $ 60,750 $ 47,500 - $ 62,750 4.3%

Up to 1 Year $ 38,500 - $ 49,250 $ 40,000 - $ 51,500 4.3%

General Accountant Small Companies b

Manager $ 61,500 - $ 82,500 $ 63,750 - $ 86,000 4.0%

Senior $ 51,250 - $ 66,750 $ 54,000 - $ 68,750 4.0%

1 to 3 Years $ 41,000 - $ 55,500 $ 42,750 - $ 57,750 4.1%

Up to 1 Year $ 36,250 - $ 44,750 $ 38,000 - $ 46,500 4.3%


16/32




Cost Accountant Large Companies b

Manager $ 79,250 - $ 108,500 $ 82,500 - $ 113,000 4.1%

Senior $ 64,250 - $ 85,000 $ 66,750 - $ 88,500 4.0%

1 to 3 Years $ 50,500 - $ 66,000 $ 52,500 - $ 68,750 4.1%

Up to 1 Year $ 43,000 - $ 53,750 $ 44,500 - $ 56,250 4.1%

Cost Accountant Midsize Companies b

Manager $ 70,500 - $ 93,500 $ 73,250 - $ 97,500 4.1%Senior $ 58,250 - $ 75,750 $ 60,500 - $ 78,750 3.9%

1 to 3 Years $ 46,750 - $ 62,250 $ 48,500 - $ 65,000 4.1%

Up to 1 Year $ 41,250 - $ 51,250 $ 43,000 - $ 53,000 3.8%

Tax Accountant Large Companies b

Manager $ 85,750 - $ 120,000 $ 88,250 - $ 125,250 3.8%

Senior $ 69,750 - $ 90,000 $ 72,500 - $ 93,000 3.6%

1 to 3 Years $ 51,500 - $ 70,750 $ 53,750 - $ 73,000 3.7%

Up to 1 Year $ 44,000 - $ 56,000 $ 45,500 - $ 58,250 3.8%

Tax Accountant Midsize Companiesb

Manager $ 73,750 - $ 101,000 $ 76,000 - $ 105,500 3.9%

Senior $ 58,750 - $ 80,000 $ 61,000 - $ 83,250 4.0%

1 to 3 Years $ 49,000 - $ 64,500 $ 50,750 - $ 67,250 4.0%

Up to 1 Year $ 42,750 - $ 53,250 $ 44,000 - $ 55,750 3.9%

Financial Analyst Large Companies b

Manager $ 86,750 - $ 119,750 $ 90,000 - $ 125,000 4.1%

Senior $ 70,500 - $ 93,750 $ 74,000 - $ 97,000 4.1%

1 to 3 Years $ 53,500 - $ 72,750 $ 56,000 - $ 75,500 4.2%

Up to 1 Year $ 43,750 - $ 56,250 $ 45,250 - $ 59,000 4.3%

Financial Analyst Midsize Companies b

Manager $ 77,000 - $ 103,500 $ 79,750 - $ 108,000 4.0%

Senior $ 64,500 - $ 84,750 $ 66,750 - $ 88,500 4.0%

1 to 3 Years $ 50,250 - $ 67,250 $ 52,500 - $ 70,000 4.3%

Up to 1 Year $ 42,000 - $ 52,250 $ 44,000 - $ 54,250 4.2%

Financial Analyst Small Companies b

Manager $ 67,250 - $ 87,250 $ 70,000 - $ 91,000 4.2%

Senior $ 55,500 - $ 73,000 $ 57,750 - $ 76,000 4.1%

1 to 3 Years $ 45,500 - $ 59,500 $ 47,250 - $ 62,250 4.3%

Up to 1 Year $ 39,250 - $ 47,750 $ 41,250 - $ 49,500 4.3%




17/32



CORPORATE ACCOUNTINGTitle/Experience 2013 2014 % Change

Budget Analyst Large Companies b

Manager $ 83,250 - $ 116,500 $ 86,000 - $ 121,000 3.6%

Senior $ 68,750 - $ 89,500 $ 71,000 - $ 93,500 3.9%

1 to 3 Years $ 51,750 - $ 71,250 $ 53,500 - $ 74,250 3.9%

Up to 1 Year $ 42,500 - $ 55,250 $ 44,000 - $ 57,750 4.1%

Budget Analyst Midsize Companies b

Manager $ 75,750 - $ 100,750 $ 78,500 - $ 104,750 3.8%Senior $ 63,000 - $ 82,250 $ 65,500 - $ 85,250 3.8%

1 to 3 Years $ 49,250 - $ 66,250 $ 51,000 - $ 69,000 3.9%

Up to 1 Year $ 41,250 - $ 51,250 $ 42,500 - $ 53,500 3.8%

Budget Analyst Small Companies b

Manager $ 64,000 - $ 85,750 $ 66,000 - $ 89,000 3.5%

Senior $ 53,750 - $ 71,000 $ 55,500 - $ 73,750 3.6%

1 to 3 Years $ 43,750 - $ 58,750 $ 45,500 - $ 61,000 3.9%

Up to 1 Year $ 37,750 - $ 47,250 $ 39,000 - $ 49,250 3.8%

Treasury Analyst Large Companiesb

Manager $ 84,750 - $ 117,000 $ 86,750 - $ 122,000 3.5%

Senior $ 69,500 - $ 90,500 $ 72,000 - $ 93,500 3.4%

1 to 3 Years $ 52,250 - $ 71,250 $ 54,250 - $ 73,500 3.4%

Up to 1 Year $ 42,750 - $ 55,000 $ 43,750 - $ 57,250 3.3%

Treasury Analyst Midsize Companies b

Manager $ 75,750 - $ 100,750 $ 78,250 - $ 104,000 3.3%

Senior $ 63,000 - $ 82,000 $ 65,000 - $ 85,000 3.4%

1 to 3 Years $ 49,750 - $ 64,750 $ 51,250 - $ 67,000 3.3%

Up to 1 Year $ 41,000 - $ 51,250 $ 41,500 - $ 54,000 3.5%

Treasury Analyst Small Companies b

Manager $ 64,500 - $ 86,250 $ 66,750 - $ 89,250 3.5%

Senior $ 53,750 - $ 71,500 $ 56,000 - $ 73,250 3.2%

1 to 3 Years $ 44,250 - $ 59,500 $ 45,750 - $ 61,250 3.1%

Up to 1 Year $ 37,500 - $ 47,750 $ 39,250 - $ 48,750 3.2%

Cost Analyst Large Companies b

Manager $ 83,250 - $ 116,750 $ 86,250 - $ 121,250 3.8%

Senior $ 69,000 - $ 90,250 $ 71,500 - $ 93,250 3.5%

1 to 3 Years $ 53,000 - $ 71,000 $ 55,000 - $ 73,750 3.8%

Up to 1 Year $ 42,750 - $ 55,500 $ 44,750 - $ 57,000 3.6%




18/32






Cost Analyst Midsize Companies b

Manager $ 75,000 - $ 100,250 $ 77,750 - $ 103,750 3.6%

Senior $ 62,250 - $ 82,250 $ 64,750 - $ 84,750 3.5%

1 to 3 Years $ 48,500 - $ 66,000 $ 50,000 - $ 68,250 3.3%

Up to 1 Year $ 41,000 - $ 51,250 $ 42,250 - $ 53,250 3.5%

Cost Analyst Small Companies b

Manager $ 64,750 - $ 86,750 $ 67,000 - $ 89,500 3.3%Senior $ 54,000 - $ 71,500 $ 56,250 - $ 73,250 3.2%

1 to 3 Years $ 44,000 - $ 59,000 $ 45,500 - $ 60,750 3.2%

Up to 1 Year $ 37,750 - $ 47,500 $ 39,000 - $ 49,000 3.2%

Business Analyst Large Companies b

Manager $ 83,500 - $ 113,000 $ 86,000 - $ 119,000 4.3%

Senior $ 70,750 - $ 93,250 $ 73,750 - $ 97,250 4.3%

1 to 3 Years $ 54,250 - $ 75,500 $ 56,500 - $ 78,750 4.2%

Up to 1 Year $ 45,500 - $ 59,500 $ 47,250 - $ 62,000 4.0%

Business Analyst Midsize Companiesb

Manager $ 83,250 - $ 112,000 $ 86,250 - $ 117,000 4.1%

Senior $ 70,750 - $ 92,750 $ 73,500 - $ 96,500 4.0%

1 to 3 Years $ 54,500 - $ 74,000 $ 56,750 - $ 77,000 4.1%

Up to 1 Year $ 45,500 - $ 59,500 $ 46,750 - $ 62,250 3.8%

Forensic Accountant All Companies

Forensic Accountant $ 64,500 - $ 106,000 $ 68,500 - $ 108,000 3.5%

Operational Support: Credit & Collections Large Companies b

Credit Manager/Supervisor $ 68,250 - $ 99,000 $ 70,250 - $ 103,000 3.6%

Assistant Credit Manager $ 53,000 - $ 74,750 $ 55,250 - $ 76,750 3.3%Credit/Collections Analyst $ 42,250 - $ 59,250 $ 44,000 - $ 61,000 3.4%

Credit/Collections Clerk $ 34,250 - $ 45,750 $ 35,750 - $ 46,750 3.1%

Operational Support: Credit & Collections Midsize Companies b


Assistant Credit Manager $ 43,500 - $ 59,500 $ 45,000 - $ 61,250 3.2%

Credit/Collections Clerk $ 31,000 - $ 42,500 $ 32,000 - $ 43,750 3.1%

Operational Support: Credit & Collections Small Companies b


Assistant Credit Manager $ 38,500 - $ 51,250 $ 39,750 - $ 52,750 3.1%Credit/Collections Clerk $ 29,750 - $ 39,750 $ 31,000 - $ 40,500 2.9%


19/32




c. AR/AP = Accounts Receivable/Accounts Payable



Operational Support: Bookkeepers All Companies

Full Charge (Financial Statements) $ 43,500 - $ 59,250 $ 44,750 - $ 61,250 3.2%

Full Charge (General Ledger) $ 39,750 - $ 52,500 $ 41,250 - $ 54,000 3.3%

Bookkeeper $ 34,000 - $ 45,500 $ 35,750 - $ 46,750 3.8%

Accounting Clerk $ 29,250 - $ 39,500 $ 30,750 - $ 40,250 3.3%

Operational Support: Payroll & Other Large Companies b

AR/APc

Manager $ 50,500 - $ 76,500 $ 52,000 - $ 79,500 3.5%AR/APcClerk $ 32,000 - $ 44,250 $ 33,250 - $ 45,750 3.6%

Billing Manager/Supervisor $ 46,500 - $ 66,000 $ 48,000 - $ 68,000 3.1%

Billing Clerk $ 31,000 - $ 42,250 $ 32,000 - $ 43,500 3.1%

Payroll Manager/Supervisor $ 53,000 - $ 85,500 $ 55,500 - $ 88,500 4.0%

Payroll Coordinator/Administrator $ 39,500 - $ 54,500 $ 40,750 - $ 56,250 3.2%

Payroll Clerk $ 32,750 - $ 43,750 $ 34,250 - $ 45,250 3.9%

Purchasing Manager $ 48,250 - $ 75,500 $ 50,000 - $ 77,750 3.2%

Inventory Analyst $ 38,500 - $ 51,750 $ 40,000 - $ 53,000 3.0%

Inventory Clerk $ 31,000 - $ 40,750 $ 32,500 - $ 41,250 2.8%

Operational Support: Payroll & Other Midsize Companies b

AR/APcManager $ 45,500 - $ 63,000 $ 47,000 - $ 65,250 3.5%

AR/APcClerk $ 31,250 - $ 42,500 $ 32,750 - $ 43,500 3.4%

Billing Manager/Supervisor $ 43,000 - $ 57,500 $ 44,500 - $ 59,500 3.5%

Billing Clerk $ 30,000 - $ 40,250 $ 31,000 - $ 41,500 3.2%


Payroll Clerk $ 31,750 - $ 42,750 $ 32,500 - $ 44,750 3.7%

Purchasing Manager $ 45,250 - $ 62,750 $ 46,750 - $ 64,500 3.0%

Inventory Clerk $ 29,000 - $ 39,750 $ 30,250 - $ 40,500 2.9%

Operational Support: Payroll & Other Small Companiesb

AR/APcManager $ 39,250 - $ 54,250 $ 40,250 - $ 56,250 3.2%

AR/APcClerk $ 29,000 - $ 39,250 $ 30,250 - $ 40,250 3.3%


Payroll Clerk $ 29,250 - $ 38,750 $ 30,500 - $ 39,750 3.3%

Healthcare All Companies

Medical Biller $ 34,500 - $ 46,750 $ 36,000 - $ 48,000 3.4%

Patient Accountant $ 34,750 - $ 49,000 $ 36,500 - $ 50,250 3.6%


20/32



a. Bonuses and incentives reflect an increasingly largepart of overall pay at this level and are not includedin the salary ranges listed above. Advanced degreesor professional certifications also are assumed at thislevel.

d. Large firms = $250+ million in salesMidsize firms = $25 million to $250 million in salesSmall firms = up to $25 million in sales

e. Salary does not reflect overtime or bonuses, which aresignificant portions of compensation for these positions.


PUBLIC ACCOUNTINGTitle/Experience 2013 2014 % Change

Tax Services Large Firms d,e

Senior Manager/Director a $ 112,000 - $ 183,000 $ 115,000 - $ 190,750 3.6%

Manager a $ 90,750 - $ 128,500 $ 92,750 - $ 134,000 3.4%

Senior $ 74,000 - $ 98,000 $ 76,250 - $ 101,750 3.5%

1 to 3 Years $ 59,750 - $ 78,000 $ 61,500 - $ 80,750 3.3%

Up to 1 Year $ 52,750 - $ 65,750 $ 54,250 - $ 67,750 3.0%

Tax Services Midsize Firmsd,e


Manager a $ 84,250 - $ 113,250 $ 86,750 - $ 117,250 3.3%

Senior $ 67,000 - $ 88,750 $ 68,750 - $ 91,750 3.0%

1 to 3 Years $ 54,250 - $ 70,000 $ 55,500 - $ 72,750 3.2%

Up to 1 Year $ 46,500 - $ 58,750 $ 48,000 - $ 60,500 3.1%

Tax Services Small Firms d,e


Manager a $ 74,750 - $ 98,000 $ 77,000 - $ 101,750 3.5%

Senior $ 59,000 - $ 77,250 $ 61,250 - $ 79,500 3.3%

1 to 3 Years $ 49,000 - $ 62,750 $ 50,500 - $ 64,750 3.1%

Up to 1 Year $ 43,250 - $ 54,250 $ 44,500 - $ 55,750 2.8%

Audit/Assurance Services Large Firms d,e


Manager a $ 91,000 - $ 126,500 $ 94,000 - $ 130,250 3.1%

Senior $ 73,000 - $ 96,000 $ 75,500 - $ 98,500 3.0%

1 to 3 Years $ 60,500 - $ 77,000 $ 62,750 - $ 79,000 3.1%

Up to 1 Year $ 52,750 - $ 64,500 $ 54,250 - $ 66,250 2.8%

Audit/Assurance Services Midsize Firms d,e


Manager a $ 83,500 - $ 111,250 $ 85,500 - $ 115,500 3.2%

Senior $ 66,500 - $ 87,500 $ 68,750 - $ 90,000 3.1%

1 to 3 Years $ 54,250 - $ 69,750 $ 55,500 - $ 72,250 3.0%

Up to 1 Year $ 46,500 - $ 58,750 $ 48,000 - $ 60,250 2.9%


21/32



a. Bonuses and incentives reflect an increasingly largepart of overall pay at this level and are not includedin the salary ranges listed above. Advanced degreesor professional certifications also are assumed at thislevel.

d. Large firms = $250+ million in salesMidsize firms = $25 million to $250 million in salesSmall firms = up to $25 million in sales

e. Salary does not reflect overtime or bonuses, which aresignificant portions of compensation for these positions.


PUBLIC ACCOUNTINGTitle/Experience 2013 2014 % Change

Audit/Assurance Services Small Firms d,e


Manager a $ 74,750 - $ 96,500 $ 77,250 - $ 99,250 3.1%

Senior $ 58,750 - $ 77,000 $ 60,000 - $ 80,000 3.1%

1 to 3 Years $ 49,500 - $ 62,500 $ 50,750 - $ 64,750 3.1%

Up to 1 Year $ 43,250 - $ 53,750 $ 44,500 - $ 55,000 2.6%

Management Services Large Firmsd,e


Manager a $ 90,750 - $ 126,750 $ 93,750 - $ 130,500 3.1%

Senior $ 73,250 - $ 97,500 $ 75,750 - $ 100,500 3.2%

1 to 3 Years $ 61,500 - $ 77,750 $ 63,750 - $ 80,000 3.2%

Up to 1 Year $ 52,750 - $ 66,250 $ 54,000 - $ 68,500 2.9%

Management Services Midsize Firms d,e


Manager a $ 84,000 - $ 111,500 $ 86,250 - $ 115,250 3.1%

Senior $ 65,750 - $ 89,500 $ 67,750 - $ 92,250 3.1%

1 to 3 Years $ 54,750 - $ 69,750 $ 56,750 - $ 71,750 3.2%

Up to 1 Year $ 46,250 - $ 59,250 $ 47,750 - $ 61,250 3.3%

Management Services Small Firms d,e


Manager a $ 74,500 - $ 97,250 $ 77,000 - $ 100,250 3.2%

Senior $ 59,500 - $ 77,250 $ 61,000 - $ 80,000 3.1%

1 to 3 Years $ 49,750 - $ 62,500 $ 51,250 - $ 64,750 3.3%

Up to 1 Year $ 44,250 - $ 54,500 $ 45,500 - $ 56,250 3.0%

Paraprofessional/Bookkeeper All Firms

Paraprofessional/Bookkeeper $ 38,500 - $ 57,250 $ 39,750 - $ 59,250 3.4%


22/32



f. Large firms = $250+ million in salesMidsize firms = $25 million to $250 million in salesSmall firms = up to $25 million in sales


FINANCIAL SERVICESTitle/Experience 2013 2014 % Change

Banking and Financial Markets

Managing Director/Partner Sell Side $ 168,750 - $ 271,000 $ 172,250 - $ 276,750 2.1%

Vice President Sell Side $ 126,750 - $ 188,500 $ 129,750 - $ 191,750 2.0%

Associate Sell Side $ 78,500 - $ 106,500 $ 80,750 - $ 108,250 2.2%

Analyst Sell Side $ 65,250 - $ 85,250 $ 67,500 - $ 86,500 2.3%

Managing Director/Partner Buy Side $ 162,750 - $ 256,750 $ 166,000 - $ 262,000 2.0%

Vice President Buy Side $ 124,000 - $ 181,000 $ 127,750 - $ 183,250 2.0%

Associate Buy Side $ 74,000 - $ 99,500 $ 75,500 - $ 101,750 2.2%Analyst Buy Side $ 66,750 - $ 86,000 $ 68,000 - $ 88,250 2.3%

Business Development Officer $ 88,750 - $ 145,250 $ 90,750 - $ 148,000 2.0%

Fund Manager $ 114,750 - $ 166,000 $ 118,250 - $ 172,250 3.5%

Portfolio Manager $ 103,250 - $ 146,750 $ 107,000 - $ 151,500 3.4%

Commercial Lender 5+ Years $ 87,000 - $ 124,000 $ 89,250 - $ 126,500 2.3%

Commercial Lender 3 to 5 Years $ 66,750 - $ 105,500 $ 68,500 - $ 107,500 2.2%

Commercial Lender 1 to 3 Years $ 51,250 - $ 82,000 $ 52,500 - $ 83,750 2.3%

Private Banker 5+ Years $ 77,250 - $ 109,750 $ 79,250 - $ 112,250 2.4%

Private Banker 3 to 5 Years $ 59,500 - $ 80,250 $ 61,250 - $ 82,000 2.5%

Private Banker 1 to 3 Years $ 48,500 - $ 65,500 $ 49,500 - $ 67,500 2.6%

Credit Analyst 5+ Years $ 67,500 - $ 88,000 $ 69,750 - $ 90,750 3.2%

Credit Analyst 3 to 5 Years $ 55,500 - $ 71,750 $ 57,750 - $ 73,750 3.3%

Credit Analyst 1 to 3 Years $ 43,500 - $ 57,250 $ 44,750 - $ 59,250 3.2%

Wholesaler $ 55,000 - $ 75,750 $ 56,750 - $ 77,250 2.5%

Finance and Accounting

Chief Financial Officer $ 148,250 - $ 252,500 $ 149,500 - $ 265,000 3.4%

Controller Large Firms f $ 140,750 - $ 180,250 $ 146,500 - $ 186,000 3.6%

Controller Midsize Firms f $ 99,000 - $ 149,000 $ 102,500 - $ 154,000 3.4%

Controller Small Firms f $ 84,750 - $ 116,500 $ 89,000 - $ 119,250 3.5%Accountant 5+ Years $ 65,750 - $ 84,250 $ 67,000 - $ 87,500 3.0%

Accountant 3 to 5 Years $ 54,250 - $ 70,500 $ 56,250 - $ 72,250 3.0%

Accountant 1 to 3 Years $ 43,250 - $ 56,000 $ 44,250 - $ 58,250 3.3%

Product Controller Manager $ 89,750 - $ 114,500 $ 91,000 - $ 115,750 1.2%

Product Controller 3 to 5 Years $ 69,750 - $ 91,250 $ 70,750 - $ 92,250 1.2%

Product Controller 1 to 3 Years $ 55,000 - $ 70,250 $ 55,750 - $ 71,000 1.2%

Financial Planning & Analysis Manager

$ 85,750 - $ 113,500 $ 87,750 - $ 116,750 2.6%

Financial Planning & Analysis

3 to 5 Years$ 65,000 - $ 82,000 $ 66,500 - $ 84,750 2.9%

Financial Planning & Analysis 1 to 3 Years

$ 54,000 - $ 70,250 $ 55,250 - $ 72,250 2.6%


23/32




Finance and Accounting (Cont.)

Hedge Fund Accountant Manager $ 81,250 - $ 113,000 $ 83,750 - $ 115,500 2.6%

Hedge Fund Accountant 3 to 5 Years $ 59,250 - $ 77,000 $ 61,000 - $ 78,750 2.6%

Hedge Fund Accountant 1 to 3 Years $ 48,000 - $ 61,250 $ 49,500 - $ 62,750 2.7%

Mutual Fund Accountant Manager $ 70,750 - $ 92,000 $ 72,500 - $ 93,750 2.2%

Mutual Fund Accountant 3 to 5 Years $ 53,250 - $ 67,750 $ 54,500 - $ 69,000 2.1%

Mutual Fund Accountant 1 to 3 Years $ 43,500 - $ 56,500 $ 44,250 - $ 57,750 2.0%

Internal Auditor Manager $ 83,500 - $ 117,250 $ 87,500 - $ 121,000 3.9%Internal Auditor 3 to 5 Years $ 63,000 - $ 80,500 $ 65,250 - $ 84,250 4.2%

Internal Auditor 1 to 3 Years $ 49,750 - $ 66,500 $ 51,500 - $ 69,500 4.1%

Regulatory Reporting Manager $ 86,750 - $ 110,750 $ 89,250 - $ 114,500 3.2%

Regulatory Reporting 3 to 5 Years $ 66,000 - $ 84,750 $ 68,000 - $ 87,500 3.2%

Regulatory Reporting 1 to 3 Years $ 52,000 - $ 66,500 $ 53,750 - $ 68,500 3.2%

Financial Analyst $ 50,500 - $ 73,500 $ 52,500 - $ 76,750 4.2%

Tax Accountant $ 53,000 - $ 72,500 $ 55,000 - $ 75,250 3.8%

Risk and Compliance

Chief Risk Officer $ 142,500 - $ 218,000 $ 148,000 - $ 225,000 3.5%Market Risk Analyst Manager $ 90,250 - $ 126,750 $ 92,000 - $ 132,750 3.6%

Market Risk Analyst 3 to 5 Years $ 67,250 - $ 88,500 $ 69,000 - $ 92,250 3.5%

Credit Risk Analyst Manager $ 86,500 - $ 112,750 $ 90,000 - $ 116,250 3.5%

Credit Risk Analyst 3 to 5 Years $ 61,000 - $ 82,250 $ 63,000 - $ 85,250 3.5%

Operational Risk Analyst Manager $ 85,000 - $ 109,000 $ 88,500 - $ 112,250 3.5%

Operational Risk Analyst 3 to 5 Years $ 62,500 - $ 80,500 $ 64,500 - $ 83,500 3.5%

Chief Compliance Officer Large Firms f $ 149,250 - $ 220,500 $ 154,500 - $ 229,500 3.9%

Chief Compliance Officer Midsize Firms f

$ 121,750 - $ 168,750 $ 126,000 - $ 176,000 4.0%

Chief Compliance Officer Small Firms f $ 102,500 - $ 132,750 $ 106,500 - $ 138,000 3.9%Compliance Officer Large Firms f $ 94,500 - $ 126,750 $ 98,500 - $ 131,500 4.0%

Compliance Officer Midsize Firms f $ 83,750 - $ 113,000 $ 86,000 - $ 118,500 3.9%

Compliance Officer Small Firms f $ 69,750 - $ 92,750 $ 72,000 - $ 97,000 4.0%

Compliance Manager Large Firms f $ 80,750 - $ 104,000 $ 83,250 - $ 108,500 3.8%

Compliance Manager Midsize Firms f $ 71,500 - $ 93,750 $ 73,750 - $ 98,000 3.9%

Compliance Manager Small Firms f $ 63,500 - $ 82,500 $ 65,750 - $ 86,000 3.9%


Anti-Money Laundering Specialist $ 65,500 - $ 88,500 $ 68,500 - $ 92,000 4.2%

Fraud Investigator $ 64,000 - $ 85,500 $ 66,250 - $ 88,000 3.2%

Regulatory Affairs Specialist $ 63,250 - $ 88,500 $ 64,250 - $ 91,000 2.3%

f. Large firms = $250+ million in salesMidsize firms = $25 million to $250 million in salesSmall firms = up to $25 million in sales



24/32




Operations

Director of Operations $ 91,500 - $ 130,750 $ 93,500 - $ 133,000 1.9%

Operations Manager $ 55,250 - $ 80,250 $ 56,500 - $ 82,000 2.2%

Banking Operations Specialist 5+ Years

$ 56,500 - $ 72,500 $ 57,750 - $ 74,000 2.1%

Banking Operations Specialist 3 to 5 Years

$ 47,500 - $ 59,750 $ 48,500 - $ 60,750 1.9%

Banking Operations Specialist 1 to 3 Years $ 38,750 - $ 49,750 $ 39,500 - $ 50,750 2.0%

Fund Operations Specialist 5+ Years $ 61,500 - $ 75,000 $ 63,000 - $ 76,250 2.0%

Fund Operations Specialist 3 to 5 Years

$ 51,000 - $ 63,500 $ 52,000 - $ 65,000 2.2%

Fund Operations Specialist 1 to 3 Years

$ 41,250 - $ 52,500 $ 42,250 - $ 53,500 2.1%

Client Service Representative 5+ Years

$ 52,000 - $ 64,500 $ 53,000 - $ 65,750 1.9%

Client Service Representative 3 to 5 Years

$ 44,250 - $ 55,000 $ 45,250 - $ 56,000 2.0%

Client Service Representative 1 to 3 Years

$ 37,000 - $ 44,500 $ 37,750 - $ 45,500 2.1%

Sales/Trader Assistant $ 37,250 - $ 58,750 $ 38,500 - $ 60,000 2.6%

Performance Analyst $ 50,750 - $ 71,000 $ 52,250 - $ 72,750 2.7%

Loan Processor $ 38,750 - $ 53,000 $ 40,000 - $ 54,500 3.0%

Loan Underwriter $ 44,250 - $ 64,000 $ 46,000 - $ 65,750 3.2%

Loan Administrator $ 36,500 - $ 56,500 $ 38,250 - $ 57,500 3.0%

Mortgage Processor $ 30,250 - $ 42,000 $ 31,500 - $ 43,000 3.1%

Mortgage Underwriter $ 38,750 - $ 57,750 $ 40,500 - $ 59,000 3.1%



25/32


Customizing Salaries forLocal Markets

The national salary ranges can be customized for more than 135 U.S. citiesby using the local variances beginning on Page 24. A number of factors,including company size, employee benefits, the candidates skill set andmarket trends, may impact actual compensation.

The information is supported by data from the U.S. Department of LaborsBureau of Labor Statistics and Robert Halfs U.S. offices, independent research,and our companys ongoing surveys of chief financial officers and other senior

business leaders. The average salary index for all U.S. markets is 100.To determine the estimated salary range for a position in your area, move thedecimal point in the variance number two places to the left. Then, multiplythis figure by the low and high ends of the positions national salary range.

Salaries also can be customized using our SalaryCalculator at roberthalf.com/salary-calculator.
http://www.roberthalf.com/salary-calculatorhttp://www.roberthalf.com/salary-calculator


26/32


Alabama

Birmingham . . . . . . . . . . . . 95.0Huntsville . . . . . . . . . . . . . . . 93.0Mobile . . . . . . . . . . . . . . . . . . 86.0

Arizona

Phoenix . . . . . . . . . . . . . . .108.0Tucson. . . . . . . . . . . . . . . .100.0

Arkansas

Fayetteville . . . . . . . . . . . . . 95.0

Little Rock . . . . . . . . . . . . . . 95.0

California

Fresno . . . . . . . . . . . . . . . . . 90.0Irvine . . . . . . . . . . . . . . . . . .124.5Los Angeles . . . . . . . . . . .125.0Oakland . . . . . . . . . . . . . . .125.0Ontario . . . . . . . . . . . . . . . .115.0Sacramento. . . . . . . . . . .101.5San Diego . . . . . . . . . . . . .118.5

San Francisco . . . . . . . . .135.5San Jose. . . . . . . . . . . . . .133.0Santa Barbara . . . . . . . . .121.0Santa Rosa. . . . . . . . . . . 110.0Stockton . . . . . . . . . . . . . . . 85.0

Colorado

Boulder . . . . . . . . . . . . . . .113.3Colorado Springs . . . . . . . 90.5Denver. . . . . . . . . . . . . . . .102.8Fort Collins . . . . . . . . . . . . . 92.8Greeley . . . . . . . . . . . . . . . . 83.8Loveland . . . . . . . . . . . . . . . 90.5Pueblo. . . . . . . . . . . . . . . . . 76.0

Connecticut

Hartford . . . . . . . . . . . . . . .116.5New Haven. . . . . . . . . . . .112.0Stamford. . . . . . . . . . . . . . 131.0

Delaware

Wilmington. . . . . . . . . . . .105.0

District of Columbia

Washington . . . . . . . . . . .130.5

Florida

Fort Myers . . . . . . . . . . . . . . 88.0Jacksonville. . . . . . . . . . . . . 93.5Melbourne . . . . . . . . . . . . . . 89.0Miami/

Fort Lauderdale . . . . . .106.7Orlando. . . . . . . . . . . . . . . . 98.5St. Petersburg . . . . . . . . . . 94.0

Tampa . . . . . . . . . . . . . . . . . . 96.5West Palm Beach. . . . . . . 99.5

Georgia

Atlanta. . . . . . . . . . . . . . . .105.0Macon . . . . . . . . . . . . . . . . . 84.0Savannah . . . . . . . . . . . . . . 84.0

Hawaii

Honolulu . . . . . . . . . . . . . . . 91.0

Idaho

Boise . . . . . . . . . . . . . . . . . . 86.1

Illinois

Chicago . . . . . . . . . . . . . . .123.0Naperville. . . . . . . . . . . . . .112.0Rockford. . . . . . . . . . . . . . . 80.0Springfield. . . . . . . . . . . . . . 91.0

Indiana

Fort Wayne . . . . . . . . . . . . . 81.0Indianapolis. . . . . . . . . . . . . 94.0

Iowa

Cedar Rapids. . . . . . . . . . . 90.0Davenport . . . . . . . . . . . . . . 90.0Des Moines . . . . . . . . . . .100.0Sioux City. . . . . . . . . . . . . . 79.1Waterloo/Cedar Falls . . . 81.7

Kansas

Kansas City . . . . . . . . . . . . 97.0

Kentucky

Lexington . . . . . . . . . . . . . . . 88.5Louisville . . . . . . . . . . . . . . . 91.5

Louisiana

Baton Rouge. . . . . . . . . . . 99.0New Orleans . . . . . . . . . . . 99.0

Maine

Portland . . . . . . . . . . . . . . . .95.0

MarylandBaltimore . . . . . . . . . . . . . .103.0

Massachusetts

Boston . . . . . . . . . . . . . . . .133.0Springfield. . . . . . . . . . . . .104.0

Michigan

Ann Arbor. . . . . . . . . . . . .100.5Detroit . . . . . . . . . . . . . . . .100.0Grand Rapids . . . . . . . . . . 85.0

Lansing . . . . . . . . . . . . . . . . . 84.0

Minnesota

Bloomington . . . . . . . . . . .105.5Duluth . . . . . . . . . . . . . . . . . . 79.6Minneapolis . . . . . . . . . . .105.5Rochester. . . . . . . . . . . . .100.5St. Cloud . . . . . . . . . . . . . . .82.0St. Paul . . . . . . . . . . . . . . .102.0

MissouriKansas City . . . . . . . . . . . . 97.2St. Joseph . . . . . . . . . . . . . .91.0St. Louis . . . . . . . . . . . . . . 100.3

Nebraska

Lincoln. . . . . . . . . . . . . . . . . 79.2Omaha . . . . . . . . . . . . . . . . .95.0

Nevada

Las Vegas . . . . . . . . . . . . . .94.0

Reno . . . . . . . . . . . . . . . . . . .94.0

CUSTOMIZ ING SALARIES FOR LOCAL MARKETS


27/32


New Hampshire

Manchester/Nashua . . . .112.0

New Jersey

Mount Laurel . . . . . . . . . .115.0Paramus . . . . . . . . . . . . . . 130.0Princeton . . . . . . . . . . . . . 127.0Woodbridge . . . . . . . . . . 126.0

New Mexico

Albuquerque. . . . . . . . . . . . 89.7

New York

Albany . . . . . . . . . . . . . . . . . . 97.0Buffalo. . . . . . . . . . . . . . . . . 95.0Long Island . . . . . . . . . . . 135.0New York . . . . . . . . . . . . . 141.0Rochester. . . . . . . . . . . . . . 91.7Syracuse . . . . . . . . . . . . . . . 90.3

North Carolina

Charlotte . . . . . . . . . . . . . .101.0Greensboro . . . . . . . . . . .100.0Raleigh . . . . . . . . . . . . . . . 104.0

Ohio

Akron . . . . . . . . . . . . . . . . . . . 89.0Canton. . . . . . . . . . . . . . . . 82.0Cincinnati . . . . . . . . . . . . . . 97.5Cleveland . . . . . . . . . . . . . . 95.5

Columbus. . . . . . . . . . . . . . 96.5Dayton. . . . . . . . . . . . . . . . . 87.0Toledo. . . . . . . . . . . . . . . . . . 84.5Youngstown. . . . . . . . . . . . 76.0

Oklahoma

Oklahoma City. . . . . . . . . 89.7Tulsa. . . . . . . . . . . . . . . . . . . 92.0

Oregon

Portland . . . . . . . . . . . . . . .104.5

Pennsylvania

Harrisburg . . . . . . . . . . . . . . 95.0Philadelphia . . . . . . . . . . .115.0Pittsburgh. . . . . . . . . . . . . . 96.2

Rhode Island

Providence. . . . . . . . . . . . . 97.0

South Carolina

Charleston . . . . . . . . . . . . . 92.0

Columbia . . . . . . . . . . . . . . . 93.0Greenville . . . . . . . . . . . . . . 90.0

Tennessee

Chattanooga . . . . . . . . . . . 88.0Cool Springs. . . . . . . . . . . 99.0Knoxville . . . . . . . . . . . . . . . . 87.0Memphis. . . . . . . . . . . . . . . 95.0Nashville . . . . . . . . . . . . . . . 98.5

Texas

Austin . . . . . . . . . . . . . . . . .104.0Dallas. . . . . . . . . . . . . . . . .105.5El Paso. . . . . . . . . . . . . . . . .70.0Fort Worth . . . . . . . . . . . .105.5Houston. . . . . . . . . . . . . .106.0Midland/Odessa . . . . . . . . 96.0San Antonio . . . . . . . . . . . . 98.0

Utah

Salt Lake City . . . . . . . . . . 99.0

Virginia

Norfolk/Hampton Roads . . . . . . . 93.5

Richmond . . . . . . . . . . . . . . 98.0Tysons Corner . . . . . . . . .130.0

Washington

Seattle. . . . . . . . . . . . . . . .118.9Spokane . . . . . . . . . . . . . . . 82.0

Wisconsin

Appleton . . . . . . . . . . . . . . . 85.0Green Bay. . . . . . . . . . . . . . 86.5Madison . . . . . . . . . . . . . . . .96.0Milwaukee . . . . . . . . . . . . . . 99.0Waukesha . . . . . . . . . . . . . . 98.5

CUSTOMIZ ING SALARIES FOR LOCAL MARKETS

Source: U.S. Department of Labors Bureau of Labor Statistics and Robert Half. City index figures are reflective of all industriesand not specific to accounting and finance. For more information on average starting salaries in your city, please contact theRobert Half office nearest you.

Region-specific insights on positions indemand and growing industries are availableat roberthalf.com/salary-center.


28/32


The Benefits of aFlexible Staffing Plan

Businesses today move at lightning speed. Advances in technology andcommunications, coupled with increased competition from all corners of theglobe, mean companies must be agile in responding to change, includingidentifying the right personnel resources for projects.

A flexible staffing plan that uses a combination of full-time employees andhighly skilled interim professionals can help your firm staff up or down inresponse to business demand. This approach also introduces a variable-costcomponent into an otherwise fixed-cost labor structure and can help youguard against overstaffing and layoffs.

Contingent workers are available at all experience levels and can supplementa companys core team whenever and for as long as necessary. Theseprofessionals can be engaged to fill staffing gaps, manage projects and serveas technical experts.

The percentage of people in todays labor force working on a temporary orproject basis is rising. This is a boon for companies, which can take advan-tage of the in-depth knowledge and experience these individuals possess.

Here are some of the advantages of making temporaryand projectprofessionals a permanent part of your staffing mix:

u You can adjust staffing levels to the ebb and flow of businesscycles, keeping overhead costs under control.

u You can ease the work burden on employees who may alreadybe spread too thin because of rising business demands or

additional duties.u You can handle projects outside the expertise of current staff

members.

u You can engage high-level specialists with skills not availablein-house.

u You can increase job stability for full-time employees.

u You can reduce recruiting time if you identify a longer-term need.
http://www.roberthalf.com/accountemps/staffing-serviceshttp://www.roberthalf.com/management-resources/project-consultant-financial-staffinghttp://www.roberthalf.com/management-resources/project-consultant-financial-staffinghttp://www.roberthalf.com/accountemps/staffing-services


29/32


Robert Half: Your Key to FindingSkilled Professionals

Our network is enhanced by our alliances with premier professionalassociations, including:

u Accounting and Financial Womens Allianceu ALPFAu American Institute of Certified Public Accountantsu American Payroll Associationu Financial Executives Internationalu The Institute of Internal Auditors

Robert Half is the worlds leading specialized staffing service. Throughour Accountemps, Robert Half Finance & Accountingand Robert HalfManagement Resourcesdivisions, we place highly skilled accounting andfinance professionals on a temporary, full-time and senior-level project basis,respectively. Robert Half Financial Servicesspecializes in providing highlyskilled financial services professionals on a temporary, interim and full-timebasis. We also offer a full spectrum of consulting services through our Protivitisubsidiary, a global consulting firm that helps companies solve problems infinance, technology, operations, governance, risk and internal audit.

Key benefits we offer your business include:u The right people, right now Few things are as costly for companies

as discovering too late that theyve hired the wrong person. Time is money.Our staffing specialists, who commonly possess accounting and financeexperience, are trained to make strong matches with professionals whocan start right away.

u The complete job Companies, especially small businesses, dont alwayshave the time and resources it takes to locate and attract the best talent.Despite what many think, even the Internet is just a starting point in aneffective recruiting process.

Our staffing professionals have the expertise to make the hiring process easierand do it all for our clients: personal interviews, technical skills evaluations,reference checks, soft skills assessments, job offer preparation and determi-nation of the suitability of our candidates fit with your work environment.

u High-tech, high-touch approach We use the latest technology torapidly present a choice of candidates with the right skills to clients. Butwe arent limited to e-solutions. We believe personalized, tailored service is

a key ingredient to successful recruiting.u Choices We provide a number of options to meet different needs, whether

its a full-time hire, temporary professionals to assist with peak workloads or ateam of consultants to help manage a special project from beginning to end.

Contact Robert Half at roberthalf.comor 1.800.803.8367to learn moreabout how we can assist you with your staffing needs.
http://www.roberthalf.com/accountempshttp://www.roberthalf.com/financehttp://www.roberthalf.com/management-resourceshttp://www.roberthalf.com/management-resourceshttp://roberthalffs.com/http://www.protiviti.com/http://www.roberthalf.com/http://www.roberthalf.com/http://www.protiviti.com/http://roberthalffs.com/http://www.roberthalf.com/management-resourceshttp://www.roberthalf.com/management-resourceshttp://www.roberthalf.com/financehttp://www.roberthalf.com/accountemps


30/32


ALABAMABirmingham

ARIZONAChandlerPhoenixPhoenix WestTucson

ARKANSASFayettevilleLittle Rock

CALIFORNIABakersfieldBurbankCarlsbadCerritosCity of IndustryFairfieldFremontFresnoIrvineLa JollaLaguna NiguelLong BeachLos AngelesLos Angeles LAXModestoMontereyOaklandOntarioOrangeOxnardPalm SpringsPalo AltoPasadenaPleasantonRancho BernardoRancho Cordova

RiversideSacramentoSan DiegoSan FranciscoSan JoseSan MateoSanta BarbaraSanta ClaraSanta RosaStocktonTorranceVisaliaWalnut CreekWestlake VillageWestwood

Woodland HillsCOLORADOBoulderColorado SpringsDenver

EnglewoodFort CollinsLakewood

CONNECTICUTDanburyHartfordNew HavenSheltonStamford

DELAWAREWilmington

DISTRICT OF

COLUMBIAWashington

FLORIDABoca RatonBrandonCoral GablesFort LauderdaleFort MyersHeathrowJacksonville

Miami DowntownOrlandoSt. PetersburgTampaWest Palm Beach

GEORGIAAlpharettaAtlanta BuckheadAtlanta GalleriaAtlanta SouthGwinnettMaconSavannah

HAWAIIHonolulu

IDAHOBoise

ILLINOISChicagoFairview HeightsGurneeHoffman EstatesNapervilleNorthbrookOakbrook TerraceRosemontTinley Park

INDIANAFishersFort WayneIndianapolis DowntownIndianapolis WestMerrillville

IOWACedar RapidsDavenportDes MoinesWest Des Moines

KANSASOverland Park

KENTUCKYLexingtonLouisville

LOUISIANABaton RougeNew Orleans

MAINEPortland

MARYLANDBaltimoreBethesdaColumbiaGreenbeltHunt Valley

MASSACHUSETTSBostonBraintreeBurlingtonCambridgeDanversFraminghamSpringfieldWestborough

MICHIGANAnn ArborDearbornGrand RapidsKalamazoo

LansingSouthfieldTroy

MINNESOTABloomingtonBurnsvilleMinneapolisMinnetonkaSt. CloudSt. Paul

MISSOURICreve CoeurKansas City

St. LouisNEBRASKAOmaha

NEVADALas VegasReno

NEW HAMPSHIREManchesterNashuaPortsmouth

NEW JERSEYBridgewaterJersey CityMount LaurelParamus

ParsippanyPrincetonRed BankRutherfordWoodbridge

NEW MEXICOAlbuquerqueLas Cruces

NEW YORKAlbanyBrooklynBuffaloHauppaugeNew York MidtownNew York Wall StreetQueensRochesterSyracuseUnion SquareUniondaleWhite Plains

NORTH CAROLINAChapel HillCharlotteCharlotte SouthGreensboroRaleigh

OHIOAkronBeachwoodBlue AshCantonCincinnatiClevelandColumbusDaytonDublinEastonNorth OlmstedToledoWest ChesterYoungstown

OKLAHOMAOklahoma CityTulsa

OREGONBeavertonEugenePortland

Call 1.800.803.8367or visit roberthalf.com/locationsto contact the office nearest you.

UNITED STATES

Office Locations
http://www.roberthalf.com/locationshttp://www.roberthalf.com/locations


31/32


CORPORATE OFFICE

Robert Half2884 Sand Hill Road, Menlo Park, CA 94025650.234.6000 roberthalf.com

INTERNATIONAL OFFICES

PENNSYLVANIA

HarrisburgHermitageKing of PrussiaLehigh ValleyMoonPhiladelphiaPittsburghReadingTrevoseWexford

RHODE ISLANDProvidence

SOUTH CAROLINA

CharlestonColumbiaGreenvilleSpartanburg

TENNESSEE

ChattanoogaKnoxvilleMemphis DowntownMemphis EastNashville Cool SpringsNashville Downtown

TEXASAustinDallas DowntownDallas GalleriaEl PasoFort WorthHouston Clear LakeHouston Downtown

Houston GalleriaHouston NorthwestHouston Westchase

Houston The Woodlands

IrvingMidland/OdessaPlanoSan Antonio Alamo

HeightsSan Antonio Colonnade

UTAHSalt Lake CityThanksgiving Point

VIRGINIAAlexandriaDullesNorfolk

Richmond DowntownRichmond WestTysons Corner

WASHINGTON

BellevueFederal WayLynnwoodSeattleSpokane

WISCONSINAppletonMadisonMilwaukeeWaukesha

AUSTRALIABrisbaneMelbourneMount WaverleyParramattaPerth

SydneyAUSTRIAVienna

BELGIUMAntwerpBrusselsCharleroiGhentGroot-BijgaardenHasseltHerentalsLigeRoeselareWavre

ZaventemBRAZILBelo HorizonteCampinasRio de JaneiroSo Paulo

CANADA

AlbertaCalgary DowntownCalgary SuburbanEdmonton

British ColumbiaBurnaby/RichmondFraser ValleyVancouver

ManitobaWinnipeg

OntarioBramptonBurlingtonKitchener-WaterlooMarkhamMississaugaNorth YorkOttawaTorontoVaughan

QuebecLavalMontreal

Quebec CityWest Island

CHILESantiago

CHINAHong Kong (SAR)Shanghai

FRANCEAix-en-ProvenceLilleLyonMassyNantes

ParisParis La DfenseStade de FranceVersailles

GERMANYBerlin

BonnCologneDsseldorfEssenFrankfurtFreiburgHamburgMannheimMunichStuttgartWiesbaden

ITALYMilan

JAPANTokyo

LUXEMBOURGLuxembourg

THE NETHERLANDSAmsterdamEindhovenRotterdamUtrecht

NEW ZEALANDAuckland

QATARDoha

SINGAPORESingapore

SWITZERLANDZurich

UNITED ARAB

EMIRATESAbu DhabiDubai

UNITED KINGDOMBirminghamBristolCambridgeCardiffEdinburghGuildfordLeedsLeicesterLondon CentralLondon City

London WestManchesterMilton KeynesNottinghamReadingSouth CoastSwindonWatfordWindsor

CORPORATE OFFICE

Robert Half2884 Sand Hill Road, Menlo Park, CA 94025650.234.6000 roberthalf.com
http://www.roberthalf.com/http://www.roberthalf.com/http://www.roberthalf.com/http://www.linkedin.com/company/1681http://www.roberthalf.com/follow-ushttp://www.roberthalf.com/follow-ushttps://twitter.com/roberthalfhttp://www.youtube.com/roberthalfna


32/32

2884 Sand Hill Road

accountemps.com1.800.803.8367

roberthalfmr.com1.888.400.7474

roberthalf.com1.800.474.4253
http://www.roberthalf.com/accountempshttp://www.roberthalf.com/accountempshttp://www.roberthalf.com/management-resourceshttp://www.roberthalf.com/management-resourceshttp://www.roberthalf.com/management-resourceshttp://www.roberthalf.com/financehttp://www.roberthalf.com/financehttp://www.roberthalf.com/financehttp://www.roberthalf.com/financehttp://www.roberthalf.com/financehttp://www.roberthalf.com/management-resourceshttp://www.roberthalf.com/management-resourceshttp://www.roberthalf.com/accountempshttp://www.roberthalf.com/accountemps

Financial Salary Guide 2014

Documents

Transcript of Financial Salary Guide 2014