Competitive Position® Salary Survey Reports
Salary Reports for Information Technology Professionals
Salary Results by Position, Skills, Experience and Location
Updated Quarterly - Complete Statistical Documentation
Membership Subscriptions and a Free Archive
by Whole Root® Economic Research, Inc.
The information is organized into the following sections:
Browse Our Web Site: an index of other important pages.
A Competitive Position® Salary Survey Report is a 15 to 25 page document presenting the results of an information technology salary survey. An online form allows you to choose an IT Job Title, a Location and any Number of Years and/or Months of Experience. The Salary Survey Report is viewed on your web browser to be printed and/or saved to your computer.
Each Salary Survey Report includes: the Expected Salary Offer, the specific Inflation Rate (if applicable), the Raise with one more year of experience, the highs and lows in the marketplace and complete statistical documentation. The Salary Survey Reports are updated quarterly.
The Salary Survey Reports are precise and useful:
The Salary Survey Reports are thorough and informative:
The Competitive Position® Salary Survey Reports enable an individual to identify a salary offer for their job. The salary information is specified for a precise Job Title and Location at an exact Number of Years and/or Months of Experience. The salary information is updated quarterly. The salary information is supported with complete statistical documentation for result appraisal and verification.
The high quality statistical analysis of the Salary Survey Reports facilitates your employment decisions. The Salary Survey Reports analyze the competitive marketplace to reveal the salaries offered for the positions and skills in demand and provide results directly applicable to you. Whole Root® Economic Research makes sophisticated market research accessible to the individual computer professional, manager and human resource professional.
The Job Titles include programmer, database, systems, network and other specialized information technology positions. If you are interested in salary information for an alternative career please view our descriptive Links to salary survey, career resource and statistical reference sites.
The Salary Survey Reports from 1995 through 1998 are available in a Free Archive. Please view them at your leisure with our complements.
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To find the Salary Survey Report that's right for you please use this Selection Help Form to view: the Job Title and Location Salary Ranges, the detailed list of qualifications of each Job Title; the counties and towns included in each Location; the completion date; and, the specific table of contents of each Salary Survey Report.
The qualifications of the Job Title, the towns and counties of the Location, and the Completion Dates are presented as they appear in the Salary Survey Report. An explanatory table-of-contents outlines the complete Salary Survey Report available with a Membership Subscription.
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The Competitive Position® Salary Survey Reports are based on want ads listed in publicly available sources such as career web sites and internet newsgroups. Surveyed want ads list a location, qualifications within the IT profession, a salary offer and an experience requirement.
The Job Titles are developed empirically, from the want ad data itself. A Job Title is formed when a set of qualifications is required in a significant number of want ads. The Job Titles are an indication of the positions and the associated hardware/software skills in demand. Due to differences in demand, some of the Job Titles have more specific qualifications than others.
A Job Title of a Salary Survey Report refers to a set of information technology qualifications. A position -such as administrator, developer, engineer, programmer or support- is a typical qualification. One or more skills in the use of computer hardware and/or software -such as programming languages, databases, applications, systems, networks, communications and the internet- are usually linked with a position to form a Job Title. For instance the title "C++ and Java Programmer on the UNIX Platform" specifies two programming languages, a position and the computer hardware.
The "Qualifications" section of a Salary Survey Report provides information about the required position and hardware/software skills of a Job Title. Each qualification is listed with a set of keywords that refer to the same skill, describe one aspect of the skill or name a more exact facet of the skill. For example the qualification, "Developer", refers to a set of position, work activity and certification keywords: analyst, programmer, software developer, automate, code, design, develop, enhance, modify, program, update, Microsoft Certified Solution Developer or Sun Certified Java Programmer.
The keywords either explicitly cite or directly imply the qualification. To illustrate, the qualification "Microsoft Windows2000 or WindowsNT Server" is explicitly cited by the phrase "WindowsNT Server" and directly implied by the term "Back Office". Likewise, the qualification "Java" is directly implied by the phrase "Java Naming and Directory Interface" or "JNDI". Effort has been made to list all of the keywords that explicitly cite or directly imply a qualification. A particular skill may be included both in a general and a more detailed qualification. For instance, the skill "AIX" is included both in the "UNIX" qualification and the "AIX UNIX" qualification. More precise Job Titles utilize more exact and restricted sets of keywords.
Several thousand different keywords are searched for in the want ads of the salary survey. Position and computer hardware/software terms have been continuously added over the years to form as complete a list as possible.
A dictionary and a "related keyword" database is maintained to keep track of similar products, peripheral skills and different levels of specialization. A wide array of position, programming language, database, operating system, network and hardware keywords are searched for. More precise tasks, tools, versions, protocols and environments are recorded. Enterprise system, modeling, scripting, middleware, quality assurance, web development, and document management software are registered. Industry, education, company size and office characteristics are cataloged.
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The Salary Survey Reports are available for locations in the United States of America. Each Location is defined by a list of cities, counties, municipalities, parishes, towns and other geographical entities. The names on this list are stated explicitly in or are within the boundaries of the metropolitan statistical areas as defined by the U.S. Office of Management and Budget (OMB).
The Salary Survey Reports can be analyzed in association with other statistical reports that conform with these metropolitan statistical areas. For instance, the Statistical Abstract of the United States includes a table of cost of living data for the same metropolitan statistical areas.
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Any Number of Years and/or Months of Experience can be specified -for each Job Title and Location choice- and a unique Salary Survey Report will be selected. Salary results are available for every Number of Years and/or Months of Experience starting at Entry Level.
Member Subscribers may view the highest experience requirement of each Job Title before selecting a Salary Survey Report. The "Highest Required Experience" form finds the number of years and months of experience greater than or equal to the experience requested in 97.5% of the want ads in the job market for a Job Title.
While salary results can be found for any desired level of experience, extremely high experience requirements should be considered with care. Most want ads specify only the number of years and months of direct experience within the job description. If you are referring to a résumé spanning several job descriptions, note the specific experience associated with each Job Title. Total career experience is rarely asked for. It is best to choose an experience level that has a high probability of actually being required for a job vacancy. The "Highest Required Experience" form retrieves this probability limit.
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Salary Offers:
Inflation Rate of Salary Offers (If Applicable)
Raise in Salary Offer with One More Year of Experience
Extreme Limits of a Salary Offer
Equivalent Experience in an Alternative Position (If Available): qualified candidates for this particular Job Title may also consider an administrator, engineer, manager or support position (whichever, if any, are applicable) with the SAME Expected Salary Offer but a DIFFERENT Number of Years of Required Experience
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Each salary result in a Salary Survey Report is specified by the Job Title, the Location and the Number of Years and/or Months of Experience.
The Salary Survey Report presents the combined results of a Job Title survey and a geographic adjustment ratio. In the Job Title survey the 'best fit' regression equation between the salary offers and the job characteristics is derived. In the geographic adjustment ratio two Location regression equations are similarly derived. The significance of each regression equation is confirmed by several statistical tests. Details about the specific regression equations are fully documented in each Salary Survey Report.
The Expected Salary Offer is calculated by the Job Title regression equation and the geographic adjustment ratio at the Number of Years and/or Months of Experience. The Expected Salary Offer is: the most likely salary offer made in the marketplace; the average salary offer found in the want ads with the stated job requirements; and, the salary offer that is expected in the marketplace for a candidate well qualified in the requirements for this position.
To construct the 95% Probability Range of the Expected Salary Offer each component of the Job Title regression equation is altered by the product of it's Standard Deviation and the 95% t-Distribution factor. The high, or low, salary offer for each component is added together in such a way to construct two adjusted regression equation calculations that minimize the ranges. The geographic adjustment ratio is applied to both high and low calculations at the Number of Years and/or Months of Experience. There is a 95% probability that the expected salary offer for the entire job market lies within this range.
If salary inflation, or deflation, is statistically significant for a Job Title then the current rate of inflation per year and its high and low range is included in the Salary Survey Report. Salary inflation occurs when the expected salary offer for each experience level is greater at the end than at the start date of the salary survey. If the start date has the highest expected salary offers then deflation exists. If expected salary offers have remained constant throughout the survey period, the Salary Survey Report does not include an inflation section. For most Job Titles three years pass between the start and end dates of the survey.
Salary inflation, or deflation, for a particular set of qualifications may be a reflection of advances in computer technology and changes in hardware/software utilization relative to training and career adjustments of computer professionals. Change in the cost of living is another factor in salary inflation.
The Current Rate of Inflation per Year is calculated from the regression equation for the Job Title. The Wage Inflation factor is tabulated for One Year and is then divided by the Expected Salary Offer at the Average number of Years of Required Experience. The inflation factor is the average rate for this position. Since the geographic adjustment ratio is in both parts of the inflation ratio, it factors out of the calculation.
The Raise in Salary Offer with One More Year of Experience is calculated by the Job Title regression equation and the geographic adjustment ratio at the Number of Years and/or Months of Experience plus 1.
The Extreme Limits of a Salary Offer indicate the high and low salary offers that can be found in the want ads for a particular Job Title, Location and Number of Years and/or Months of Experience. Only One-Sixth (16%) of the want ads in the entire job market state a salary offer greater than the Two-Thirds High Salary Offer. Only One-Sixth (16%) of the want ads in the entire job market state a salary offer less than the Two-Thirds Low Salary Offer. Only 2.5% of want ads in the entire job market state a salary offer greater than the 95% Top Salary Offer. Only 2.5% of want ads in the entire job market state a salary offer less than the 95% Bottom Salary Offer.
To construct the Two-Thirds and 95% Probability Ranges each component of the Job Title regression equation is altered by the product of the Standard Deviation and the Two-Thirds or 95% t-Distribution factor respectively. The geographic adjustment ratio is applied to both the Two-Thirds and 95% ranges at the Number of Years and/or Months of Experience.
For many Job Titles there exists a higher, or lower, grade position for the same hardware/software skills. There are support, administrator and engineer positions for systems professionals as well as project leaders for most types of skills. It can be important to know how experience at one grade transfers into another grade. For instance a support professional may want to know how many years and months of support experience is expected before qualifying as an entry level administrator.
A straight forward economic solution to this problem is taken: equal salary means equal qualification. Different grades of positions with the same hardware/software skills are compared at the identical expected salary offer to find the equivalent Number of Years and/or Months of Experience from one grade to the other. When applicable the "Equivalent Experience in an Alternative Position" section presents the experience level in each of the other position grades that results in the same expected salary offer. Please be aware that position mobility may require additional training and skills as well as, or instead of, a specific level of equivalent experience.
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Complete documentation of the want ad data sources, the characteristic statistics and the statistical test results are presented and explained in each Salary Survey Report.
The Table of Contents of the Documentation:
Experience Requirements
Qualifications
Survey Information and Statistical Documentation
(Please Note: You do not have to be familiar with statistics to find this information useful. This documentation also provides statisticians with the required test information to substantiate the salary results.)
1. Introduction
2. Job Title Survey Documentation
3. Location Survey Documentation
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The Salary Survey Reports are an accurate appraisal of competitive salary offers in the job market. Each Salary Survey Report includes complete statistical documentation for result review and verification. The statistical tests results are held to a very stringent standard. The data sources are publicly available, everyone can examine the want ads. Statistically equivalent salary survey results could be reproduced by a qualified statistician following the identical methodology.
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The Competitive Position® Salary Survey Reports are based on want ads listed in publicly available career web sites and internet newsgroups. The want ad sources are fully documented, each Salary Survey Report presents: the names of the career web site and internet newsgroup sources; the beginning and end dates of the research; and, the number of want ads statistically analyzed.
One advantage of using career web site and internet newsgroup sources for want ads is that the data is publicly available. Open your browser, find a career web site and read the want ads that form the basis for the Salary Survey Reports. You can also open your internet newsreader, subscribe to a newsgroup and read the want ads. The Salary Survey Reports allow the user to become familiar with the source of data and know specifically what is being analyzed. Whole Root® Economic Research does not distribute or reproduce want ads. The Salary Survey Reports do not identify individual want ads.
The want ads are anonymously obtained from publicly available career web site and internet newsgroups. Whole Root® Economic Research has never requested or obtained customized, altered or proprietary want ads designed explicitly for a salary survey from any individual or any public or private organization. By directly observing market positions in the "wild", interview and non-random volunteer biases are avoided.
Surveyed want ads list a location, qualifications within the IT profession, a salary offer and an experience requirement. In want ads listing more than one salary offer or experience requirement the following rules apply. If a want ad provides a range of 2 salary numbers with only one experience requirement then only the lowest salary number is recorded. For a want ad listing a range of 2 experience numbers with only one salary offer, only the highest experience number is recorded. Want ads that provide both a range of Salary numbers and a range of Experience numbers are recorded as two separate entries. The Low Salary number is recorded with the Low Experience number. The High Salary number is recorded with the High Experience number.
Whole Root® Economic Research strongly holds that classified want ads collectively reflect the competitive demand and supply conditions of the computer job market. Want ads are an unbiased source of salary information.
Each want ad states an employer's initial bargaining position: potential salary versus desired qualifications. The goal of the listing is to elicit the best qualified candidate within the employer's cost constraints. This goal creates a competitive market for computer professionals that is displayed within the collection of classified want ads.
The success of a want ad depends on its competitive position relative to other want ads. If the salary is too low relative to the experience requirement, few suitable professionals will submit resumes. If the salary is too high relative to the experience requirement, the employer may overextend expenses for the desired job performance. The success of a want ad depends upon the cost-to-performance constraints of the employer relative to the salary offers and experience requirements listed in other want ads. The competition between employers for the best resumes restricts the distribution of salary offers relative to experience requirements around central tendency, or average values.
The income level of employers determines their cost constraints and performance needs and, in turn, the demand for computer professionals. When sales are good for employers the demand for computer professionals is strong and salary offers are high. When sales are bad for employers the demand for computer professionals is weak and salary offers are low. Importantly, the difference in income between employers accounts for some of the variation in salary offers.
The supply of job candidates determines the level of salary offers needed to entice the best qualified applicants. An excess supply of computer professionals in the job market is reflected in low salary offers. A short supply forces employers to make high salary offers. Employers adjust their salary offers and experience requirements to reflect the quality of resumes elicited by their want ads.
The competitive demand for and supply of computer professionals is reflected in the average, and distribution, of the salary offers and experience requirements of job listings. The average salary offer is determined by the performance needs, sales revenue and cost constraint of employers, in combination with the availability and alternative opportunities of computer professionals. The distribution of salary offers is determined by: the competitive rivalry between employers, the variation in profitability of employers, differences in the quality of skills employers desire, and the location of the job.
Career web sites and internet newsgroups are today's job market news. Each want ad is written in consideration of an employer's current needs and capabilities. Collectively, the want ads reflect up-to-date demand and supply conditions.
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The complete Salary Survey Reports are statistically updated with newly posted want ads every quarter. The Selection Help Form, above, provides Completion Dates and other information about the want ad sources of each Salary Survey Report.
The want ad sources of the Job Title and Location salary surveys are fully documented. Each Salary Survey Report presents: the names of the career web site and internet newsgroup sources; the beginning and end dates of the research; and, the number of want ads statistically analyzed.
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The Competitive Position® Salary Survey has two parts. Job Title salary surveys are made for the United States of America. Location salary surveys are made for the information technology job markets. Together, the want ad data creates Salary Survey Reports about specific job markets for very detailed IT skills and positions.
The principal statistical technique of the salary survey is the Regression Analysis. This technique derives the 'best fit' equation between the salary offers and the job characteristics in the want ads surveyed. The 'best fit' is the average equation of the salary offer possessing the minimum variance between the want ads of the sample. The job characteristics include: the years of experience, inflation over time, the type of position and/or any extra qualifications.
The method of determining the 'best fit' equation of the salary survey begins by verifying that each of the job characteristics are unrelated to each other. The 95% collinearity test verifies that only the job characteristics that influence salary offers directly are applied in the regression equation. For example, in some want ads a 'senior programmer' might refer to a particular position and salary track in the hierarchy of a firm while in other want ads it might only be a code word for greater experience. The collinearity test determines whether a 'senior programmer' is a separate position or if the years of experience are always greater for want ads requiring it. If 'senior programmer' is related to years of experience, then it provides no more information about salary offers beyond what is already known from the years of experience.
The unrelated job characteristics are statistically tested to determine the 'best fit' salary offer equation. Not all of the job characteristics have an influence on salary offers. Some are such an integral part of the job that most want ads implicitly assume it but do not state it. Others describe the peculiarities of the working environment rather than an especially valued qualification. It may be that how employer's value a qualification has not reached a critical mass, or consensus, that allows a statistically significant salary offer to be determined. The important characteristics of years of experience and inflation over time are always tested both in their linear and log-linear forms to get the best measurement of the salary offer.
The regression equation expresses the mathematical relationship between the salary offer and the significant job characteristics. There is usually an entry level salary offer and a rate of increase based on years of experience. Wage inflation or deflation is not an uncommon component of the regression equation. Additional position and skill qualifications can also be components in the salary offer calculation.
The significance of each of the components of the regression equation is verified using the t-Distribution statistical test. This test determines the probability that a component contributes nothing to the salary offer. The lower the probability the more confidence is placed on the salary offer component. The t-Distribution statistical test results are set to a high quality level for each of the components in the salary offer equation. No component is accepted above a t-Distribution probability of 5%. Most components have a t-Distribution probability significantly less than 1%.
The significance of the entire regression equation is verified using the F-Distribution statistical test. This test determines the probability that the regression equation adds nothing to the calculation of the salary offer. The lower the probability the more confidence is placed in the regression equation. The F-Distribution statistical test result are set to a high quality level for the regression equation. There is usually less than a one-hundredth of a percent probability (<.01%) that there is no salary offer regression equation.
Many want ads state a salary offer that is either greater or less than what is expected by the regression equation. The difference between the salary offer found in a want ad and the expected salary offer is known as a residual. The variance, the total of the residuals for the entire sample of want ads, is tested against Heteroscedasticity.
Heteroscedasticity is a condition where a statistically significant relationship can be constructed between the variance of the salary offers and the job characteristics. It exists when at least one job characteristic influences the residuals. This occurs because employers are less in consensus on the value of some job characteristics and more in consensus on the value of other job characteristics. In the sample of want ads the difference between the high and the low salary offers may be larger: from one month to another, with higher experience requirements or with an extra qualification. If employers are less in agreement on the value of particular job characteristics, then this information needs to be incorporated into the salary offer regression equation.
A regression equation is derived between the variance in salary offers and the job characteristics. If this heteroscedasticity regression equation is statistically significant, the variance is calculated for each want ad and is applied in a new derivation of the salary offer regression equation. With this heteroscedasticity correction, the 'best fit' salary offer regression equation is found. If a regression equation can not be derived between the variance in salary offers and the job characteristics, then the original salary offer regression equation is the 'best fit'.
The salary information in each Salary Survey Report is calculated from a Job Title regression equation and a geographic adjustment ratio. This ratio is constructed from the Location regression equation associated with the Job Title and the regression equation of the Location of the Salary Survey Report. Details about the specific regression equations are fully documented in each Salary Survey Report.
The Expected Salary Offer is calculated by the regression equation for the Job Title and the geographic adjustment ratio at the Number of Years and/or Months of Experience of the Salary Survey Report. The Expected Salary Offer is: the most likely salary offer made in the marketplace; the average salary offer found in the want ads with the stated job requirements; and, the salary offer that is expected in the marketplace for a candidate well qualified in the requirements for this position.
The 95% Probability Range of the Expected Salary Offer is calculated from a pair of Job Title regression equation calculations and the geographic adjustment ratio. There is a 95% probability that the expected salary offer for the entire job market lies within this range.
To construct this 95% Probability Range each component of the Job Title regression equation is altered by a factor of its variation across want ads. This factor has two parts: the Standard Deviation, measuring the average variation above or below the regression equation component that can be expected to be found in a want ad; and, the point on the t-Distribution of the sample where only 2.5% of want ads have higher values. The product of the Standard Deviation and the t-Distribution probability point is added to, and subtracted from, the expected salary offer of each component to determine the high, and low, salary offer. The high, or low, salary offer for each component is added together in such a way to construct two adjusted regression equation calculations that minimize the expected salary offer 95% Probability Ranges. The geographic adjustment ratio is applied to both high and low calculations at the Number of Years and/or Months of Experience of the Salary Survey Report.
The Current Rate of Inflation per Year is calculated from the regression equation for the Job Title. The Wage Inflation factor is tabulated for One Year and is then divided by the Expected Salary Offer at the Average number of Years of Required Experience. The inflation factor is the average rate for this position.
The Raise in Salary Offer with One More Year of Experience is calculated by the regression equation for the Job Title and the geographic adjustment ratio at one more year than the Number of Years and/or Months of Experience of the Salary Survey Report.
The Extreme Limits of a Salary Offer indicate the high and low salary offers that can be found in the want ads of the Salary Survey Report. The Two-Thirds and 95% ranges mark the probability distribution of want ads. Only One-Third of want ads state a salary offer greater or less than the Two-Thirds High and Low Salary Offers. This range contains salary offers found in 68% of the want ads. Only 5% of want ads state a salary offer greater or less than the 95% Top and Bottom Salary Offers. This range contains salary offers found in 95% of the want ads.
The Extreme Limits of a Salary Offer are calculated by adding, and subtracting, a factor of the variance to, and from, the Expected Salary Offer. This factor has two parts: the Standard Deviation, measuring the average residual found in a want ad; and, the point on the t-Distribution of the sample with the desired probability. For the Two-Thirds range the point on the t-Distribution where only 16% of want ads have higher values is chosen. For the 95% range the point on the t-Distribution where only 2.5% of want ads have higher values is chosen. The geographic adjustment ratio is applied to both the Two-Thirds and 95% ranges at the Number of Years and/or Months of Experience of the Salary Survey Report.
Whole Root® Economic Research, Inc. has prepared the Competitive Position® Salary Survey Reports according to accepted statistical standards. Statistically equivalent salary survey results could be reproduced by a qualified statistician following the identical methodology.
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The principal statistical technique of the Competitive Position® Salary Survey Reports is the regression analysis. This technique is superior to the analysis found in most publicly available salary surveys. The regression analysis is preferred because it analyzes all of the data together and it statistically tests the results.
The purpose of a salary survey is to determine a salary for a set of job characteristics such as a Job Title, Location and Number of Years and/or Months of Experience. The average and high-low range of salaries for a particular set of job characteristics is usually desired.
If all IT salaries and the activity in the entire job market were known it would be easy to determine the salary for a set of job characteristics. However it is not possible to know the salaries of every information technology professional nor the hiring plans of every employer, only a sample can be studied. The estimate of the salaries from a sample must be confirmed to be representative of the entire job market to a high degree of probability.
The regression analysis offers several probability tests for the quality of its estimated salaries. The collinearity test verifies that only the job characteristics that influence salary offers directly are included in a salary calculation. The accuracy of a salary estimate is verified using the F-Distribution and t-Distribution probability tests. The regression equation is also tested and, if necessary, corrected for heteroscedasticity, a condition where the variance of the salary offers can be explained by known job characteristics. The F-Distribution and t-Distribution statistical tests and the heteroscedasticity correction (if applicable) are documented in each Salary Survey Report.
In contrast to the Competitive Position® Salary Survey Reports, most publicly available salary surveys do not offer probability tests results for their salary estimates. Typically a simple mean salary is estimated from a sample of IT professionals with the same years of experience. Several of these salary estimates for different years of experience are presented implying a relationship between salary and experience. However, no statistical test is applied to find the probability that the samples actually depict a relationship between salary and experience. Moreover, each salary estimate is based on its own small sample. It is likely that the sample will include an IT professional with an extremely high or low salary that skews the estimate away from its true value. By accounting for the level of variation, a salary estimate based on the complete sample has a higher probability of accuracy.
The regression analysis applied in the Competitive Position® Salary Survey Reports derives the 'best fit' equation between the salary offers and the job characteristics in the want ads surveyed. The 'best fit' is the average equation of the salary offer possessing the minimum variance between the want ads of the sample. The salary information presented in the Salary Surveys Reports are of the highest statistical quality.
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Whole Root® Economic Research, Inc. is an independent research company. The Competitive Position® Salary Survey Reports are produced in their entirety without the assistance or endorsement of any other public or private organization. All revenue is earned from the sale of the Salary Survey Reports. No financing or revenue is received from any government or private organization outside of the direct sale of the Salary Survey Reports.
Whole Root® Economic Research, Inc. has prepared the Competitive Position® Salary Survey Reports according to accepted statistical standards. Statistically equivalent salary survey results could be reproduced by a qualified statistician following the identical methodology.
The raw data of the Salary Survey Reports are want ads anonymously obtained from publicly available web sites and internet newsgroups. Whole Root® Economic Research has never requested or obtained customized, altered or proprietary want ads designed explicitly for a salary survey from any individual or any public or private organization. Whole Root® Economic Research does not print, post or provide access to any individual want ad in whole or in part.
The statistics present average and variance information about the sample of want ads. Possible biases and other errors may exist within the sources of the sample that Whole Root® Economic Research, Inc. is not responsible for. Individual want ads and job placements can not be identified. Job placement and/or salary improvement is not guaranteed nor offered.
All web sites and internet newsgroups that post, list or make available publicly accessible want ads are not associated with, do not endorse and are not responsible for the Competitive Position® Salary Survey Reports or Whole Root® Economic Research, Inc. in anyway.
All corporations, organizations and institutions providing want ads for public access are not associated with, do not endorse and are not responsible for the Competitive Position® Salary Survey Reports or Whole Root® Economic Research, Inc. in anyway.
All corporations, organizations and institutions involved in the design, development, production, distribution and/or application of information technology hardware, software and/or services are not associated with, do not endorse and are not responsible for the Competitive Position® Salary Survey Reports or Whole Root® Economic Research, Inc. in anyway.
The raw data of the 1995 through 1998 editions of the Salary Survey Reports included want ads anonymously obtained from publicly available newspapers. The New York Times, the Washington Post and all other newspaper publishers are not associated with, do not endorse and are not responsible for the Competitive Position® Salary Survey Reports or Whole Root® Economic Research, Inc. in anyway.
The first edition of the Competitive Position® Salary Survey Reports examined want ads published from June 1 to December 31, 1995. Since January 1997, editions have been available with secure online purchasing. The software -utilized to generate the Salary Survey Reports from raw data into presentation form- was granted a U.S. Patent in September 1999.
The inspiration behind the Competitive Position® Salary Survey Reports is "excellence at a bargain". Everyone can now have easy access to sophisticated market analysis
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Each Membership Subscription specifies a quantity of Salary Survey Reports and an online access time period. A multiple user license is also included in each Membership Subscription. All of the Membership Subscriptions are available for personal use and to individuals within a business or institution.
You can purchase securely online with immediate Salary Survey Report access with American Express, MasterCard and Visa or a Check from a US Bank. Submit a Purchase Order online and receive access usually within 1 business day. Call toll free 1-888-413-1792 to purchase by invoice.
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The Membership Subscriptions provide immediate access with a secure online purchase by credit card or check. Each order involves a subscription to select a quantity of Salary Survey Reports with a membership period for online viewing. Membership Subscriptions with 3, 5, 10 or 30 Salary Survey Reports can be shared as long as access to each Salary Survey Report is restricted to only one individual. Membership Subscriptions for 6 Months or 1 Year of Unlimited Access are available according to the number of information technology individuals within a business, school or association. The list of available Membership Subscriptions:
Purchase orders can be submitted online. Licenses for both small and large institutions are available. The Salary Survey Reports are selected and viewed on your web browser for you to print and/or save to your computer.
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When you purchase a Membership Subscription you will be asked to choose a User Name and Password.
Access to the Salary Survey Reports is granted with your User Name and Password at CompetitivePosition.com.
Before making a selection you can use the "Selection Help" form to view the Job Title qualifications, Location towns, table of contents and completion dates of any of the Salary Survey Reports.
You may also use the "Highest Experience Requirement" form to avoid choosing an experience level greater than the highest ever required in the want ads for a particular Job Title.
Use the "Selection" form to choose a Salary Survey Report. Specify a Job Title, a Location and the Number of Years and/or Months of Experience to select and view one Salary Survey Report.
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You may leave the Number of Years and/or Months of Experience empty rather than entering a "0".
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Each Salary Survey Report will print from your browser without the dark blue background header section and with only the plain text from the dark blue background footer section. The title of the Salary Survey Report will appear at the top of the first page and the contact information for Whole Root® Economic Research will appear at the end of the last page.
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Whole Root® Economic Research, Inc. can NOT guarantee continuous access throughout the duration of the membership subscription to the Competitive Position® Salary Survey Reports. At least once a week the web site is unavailable while content is updated. Software errors, hardware failures and network outages beyond the control of Whole Root® Economic Research, Inc. may temporarily deny access to the Competitive Position® Salary Survey Reports.
It is recommended that before attending a business presentation or meeting, each Competitive Position® Salary Survey Report should either be saved to a computer or printed. Whole Root® Economic Research, Inc. can NOT guarantee access to the Competitive Position® Salary Survey Reports at a particular point or segment of time on any specific day.
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For Membership Subscriptions with at least One Month of access, full refunds are available to customers within 7 days of purchase.
For Membership Subscriptions with One Week of access, full refunds are available to customers within 3 days of purchase.
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Whole Root® Economic Research, Inc. has accepted secure online credit card and check purchases of the Competitive Position® Salary Survey Reports since January 1997.
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Please use the following method to select the appropriate Job Title. First become familiar with the available Job Titles. In the Selection Help Form, above, select a Job Title and view its detailed qualifications. The Job Titles are based on the sets of skills most often found together in want ads. The position and hardware/software skills are listed with all of their keyword variants. Please note the qualification keywords that would be found in a job description from your résumé, current position or vacancy. Take account of the position -administrator, developer, engineer, support, etc.- and the hardware/software technology, equipment and tools. Browse through the Job Title qualifications until a match of the principle skills are found.
A résumé may overlap several Job Titles of the Salary Survey Reports. Please browse the qualifications for each Job Title. Compare the positions and hardware/software skills of the Job Titles with your résumé to find matching subsets of your qualifications. These are the jobs in highest demand that you are qualified for. Estimate your direct experience with each Job Title. Please select each Salary Survey Report by the Job Title and its corresponding Number of Years and/or Months of Experience.
If you're thinking of relocating you can compare the salary results for the same Job Title and Experience. Please select a Salary Survey Report with the identical Job Title and Number of Years and/or Months of Experience for each Location of interest to you. The salary information in each Salary Survey Report will differ according to the geographic adjustment ratio for the Location. Direct comparisons between Locations can be made.
Please refer only to the number of years and months of direct and specific experience in the selected Job Title.
When selecting a Salary Survey Report it is best to choose an experience level not greater than the highest ever required in want ads. Member Subscribers may view the highest experience requirement of each Job Title before selecting a Salary Survey Report.
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A Salary Survey Report will print 15 to 25 pages from your browser. The number of pages depends on the table of contents of the Salary Survey Report and the interpretation of the type size by the browser and operating system. The plain text prints at 14pt.
Each Salary Survey Report will print from your browser without the dark blue background header section and with only the plain text from the dark blue background footer section. The title of the Salary Survey Report will appear at the top of the first page and the contact information for Whole Root® Economic Research will appear at the end of the last page.
You can save the Salary Survey Report to the hard drive on your computer using the "save" capability of your browser. When the file is reopened in your browser, the Salary Survey Report will print correctly. The graphic images in the header and footer sections will only appear in the browser if you are online.
Whole Root® Economic Research, Inc. can NOT guarantee continuous access throughout the duration of the membership subscription to the Competitive Position® Salary Survey Reports. At least once a week the web site is unavailable while content is updated. Software errors, hardware failures and network outages beyond the control of Whole Root® Economic Research, Inc. may temporarily deny access to the Competitive Position® Salary Survey Reports.
It is recommended that before attending a business presentation or meeting, each Competitive Position® Salary Survey Report should either be saved to a computer or printed. Whole Root® Economic Research, Inc. can NOT guarantee access to the Competitive Position® Salary Survey Reports at a particular point or segment of time on any specific day.
Top: View the table of contents at the top of the page.
Introduction: Unfamiliar with the Competitive Position® Salary Survey Reports? Please visit our welcome page to view introductory information, the table of contents of a Salary Survey Report and the available Job Titles, Locations and Years of Experience.
Membership Subscriptions: Please view the descriptive list of Membership Subscriptions. Each order involves a subscription to select a quantity of Salary Survey Reports with a membership period for online viewing. Membership Subscriptions with 3, 5, 10 or 30 Salary Survey Reports can be shared as long as access to each Salary Survey Report is restricted to only one individual. Membership Subscriptions for 6 Months or 1 Year of Unlimited Access are available according to the number of information technology individuals within a business, school or association. The list of available Membership Subscriptions:
Get immediate access with a secure online purchase by credit card or check. Purchase orders can also be submitted online. The Salary Survey Reports are selected and viewed on your web browser for you to print and/or save to your computer.
Selection Help: Unsure which Salary Survey Report is right for you? Please view the Job Title and Location Salary Ranges, the Job Title qualifications, Location towns and counties, completion dates and the table of contents of the Salary Survey Reports. Match a desired job to a particular Salary Survey Report.
Salary Survey FAQ: Have a question about the Salary Survey Reports? Please view our answers to frequently asked questions. The topics include: an Introductory Overview; Positions, Skills, Locations and Experience; Salary Results and Report Contents; Accuracy, Dates and Validity; Membership Subscription Information; and, Selecting the Correct Salary Survey Report.
Email a Question: Prefer a personal response to your question about the Salary Survey Reports? We will kindly return an answer.
Free Archive: The Salary Survey Reports from 1995 through 1998 are available free. Please view them at your leisure with our complements.
Subscriber Access: Already purchased a Membership Subscription? Please proceed to the access site.
Links: Please view our descriptive links to salary survey, career resource and statistical reference sites.
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Robert Gerald Vivona
© 1996 - 2008 Whole Root® Economic Research, Inc.