Presentation on theme: "Quality Progress 2012 Salary Survey. About Max Christian Hansen President, Bright Hat Communications, Inc. Specialties: –Oral and Written Communications."— Presentation transcript:
Quality Progress 2012 Salary Survey
About Max Christian Hansen President, Bright Hat Communications, Inc. Specialties: –Oral and Written Communications –Ghost-writing: technology and business strategy –Data Quality –Entrepreneurship, tech startups Educated: –Northwestern University –MIT Sloan School of Management Clients include: –Hewlett Packard, Cambridge Incubator, Harbor Research, Media General, Domtar Fine Papers, Weyerhaeuser Forest Products, Sun Microsystems Publication venues: –Harvard Business Review –Conference on Information Quality, MIT
Summary: 1: Overview of the survey 2: Determinants of salary 3: Value of education
Overview of the Survey Reports Report 1 –Overview article - focus on education Report 2 –Introductory essay –Part 1: Employees of organizations - 20 sections –Part 2: Independent consultants - four sections Within each section: –One or more probable determinants of salary –Separate treatments of U.S., Canada –Other countries in a few sections NOTE: Only four sections are in QP; the rest are in online document.
Salaries are Stalled Yearly changes in salary for full-time workers in the U.S Mean salary$83,442$85,383$87,086$86,743 Percent increase in mean2.41%2.33%1.99%-0.28% Median salary80,00081,81683,98683,000 Percent increase in median3.14%2.27%2.65%-1.17% Note: Change in mean salary not statistically significant (p > 0.6).
Continued Economic Recovery What we asked: –What steps has your organization taken? Pay cuts Salary freeze No bonuses Furloughs Layoffs Hiring freezes Reduced or cut 401K (or similar) employer contributions
Reports of Cost-cutting Measures Percentage of respondents reporting any cost-cutting measures by their companies
Employees Not Expecting a Raise (U.S. and Canada)
Determinants of Salary Supervisory responsibility Experience in quality Education level Education combined with experience in quality
Salary by Number of Employees Overseen (U.S.)
Experience in Quality (U.S.)
Level of Education and Experience (U.S.)
Salary # of ASQ Certifications (U.S.)
Control Levers VariableControllabilityEffectiveness Education levelHighly controllable High, especially in combination with experience in quality. See sections Certifications / Six Sigma training Highly controllable Variable, but very high when certification matched to position. See section 4. Also see “Land the Big One” on page 20 of the December, 2011 Quality Progress. Supervisory responsibility Dependent on "soft skills" High effect. Supervising others brings clear rewards. See section 10. Eligibility for overtimeSomewhat controllable Usually a byproduct of other factors: overall responsibility, supervisory duties, etc. See section 7. Years in qualityStick with it! High, especially in combination with education. See sections 3, 9, & 17.
Control Levers (continued) VariableControllabilityEffectiveness Company Dependent on circumstances. Geography may constrain choice of company. Bigger companies often pay better. See section 11. IndustryDependent on circumstances "Hot" industries tend to come and go, but long-range disparities do exist. Geographic locationDependent on circumstances Usually a matter of finding a fit with a company. AgeStick with it! Salaries tend to increase with age until the highest age brackets. See section 19. GenderNone Decreasing with time—gender disparities are smaller in recent years and among recent hires. See section 19. Years in current positionStick with it! Low. Seniority in a position is not nearly as well-rewarded as experience in the quality profession. Independent consulting (as it affects salary in regular employment) Dependent on circumstancesUsually low. See text for explanation.
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