About the 2006 Salary Survey
South Africa’s definitive IT salaries and careers guide
What’s the worth of SA IT professionals? Are those with top skills able to demand more money than last year, or the year before? What skills is the market paying a premium for? And what IT jobs have lost their market value?
Over the past six years, ITWeb’s IT Salary Survey has answered these and many other questions regarding local IT salary and career trends.
A record number of respondents - 6000 - completed the ITWeb Salary Survey 2005. The gender and race ratios in the sample showed an increase in the number of women represented and a slight drop in the proportion of white respondents.
As a valued participant in the 2006 salary survey, you are entitled to receive a free copy of the IT Salary Survey 2006 report, which will appears as a 24-page full-colour supplement to the May issue of ITWeb Brainstorm magazine.
Who should read the report
The report is a must-read for all IT professionals working in the local IT industry, as well as an indispensable reference for IT employers and HR managers.
It will help employers set market-related salaries and determine appropriate package structures, enabling them to make better-informed hiring decisions, attract and retain top IT skills, improve staff satisfaction, reduce employee turnover, and track current and developing key trends in the IT skills market.
It will help individual IT workers compare their salary with the industry averages, point to the most sought-after IT skills and identify important career management trends.
IT salaries at a glance
Detailed salary data in table format, broken down by level of responsibility, job title and skill.
Table 1: Level of responsibility vs salary
Total guaranteed monthly packages as reported in the survey, split by level and by job function.
Where sample sizes were big enough, data at executive level has been split by company size.
Data has been separated for permanent, contract and sales staff.
Table 2: IT staff: Job title vs salary
Total guaranteed monthly packages as reported in the survey by permanently employed respondents at staff level.
Table 3: The value of expertise
We look at how salaries for both permanent staff and contractors depend on their primary area of expertise from accounting to wireless networks.
Table 4: Tech proficiency vs salary
A look at the cash worth of particular vendor-related product or technology proficiency.
Job vs Experience (Tables):
Salary vs tech platform and experience
Managers
Manager salaries as a factor of the primary technology platform in which they specialise and experience.
Staff
Staff salaries as a factor of the primary technology platform in which they specialise and experience.
Definition of remuneration terms
The remuneration levels in Table 1 of this survey report are shown in percentiles and are defined as follows:
Lower quartile: 75% of the sample earns more and 25% earns less than this salary level.
Median: 50% of the sample earns more and 50% earns less than this salary level.
Upper quartile: 25% of the sample earns more and 75% earns less than this salary level.
Maximum: The maximum reported salary per position of the sample.
The percentiles guide a remuneration decision based on level of responsibility, scarcity of skills, complexity of the business and performance of an individual, as examples. Thus, a company could choose to pay at a higher percentile for an individual who exceeds expectations in terms of the above. |