Professional Documents
Culture Documents
Human Resources
Benefits Analysis
Regional Design Professional Salary Data as
Reported by Todays Leading Firms
Trends in Compensation
Design Leadership Roundtable
2007-2008
Compensation and
Benefits Survey
MARCH 2007
VOL. 13 NO. 3
Value Redesigned:
New Models for Professional Practice
Architects and engineers can be the preeminent value creators of the
21st century. This remarkable book presents an in-depth look into
a potential future that reveals a vivid landscape where progressive
models for professional practice are already beginning to flourish,
showing firms avenues of escape from the vicious cycles of commoditization and low prestige epidemic within the architecture and
engineering communities. Aligned with the dynamics of the emerging knowledge-based economy, these new models of practice offer bold value propositions,
combining new ways of creating value with innovative pricing strategies.
Value Redesigned explores the adaptive challenges firms face as they move into the
future and offers guidance for the difficult transformational work required for genuine
success, including how to implement new strategies for value creation and compensation,
and develop the social and leadership capacities essential to success.
Kyle V. Davy, AIA and Susan L. Harris, Ph.D.
$39.50
429 pages ~ Paperback ~ March 2005
ISBN: 978-0-9755654-1-4
Leadership by Design:
Creating an Architecture of Trust
Ambassador Richard Swetts groundbreaking book investigates the
unique civic leadership strengths of the architecture profession. Drawing upon the compelling history of the profession, both past and present, as well as from his own singular experience as the only architect
to serve in Congress during the 20th century, Swett has produced an
insightful volume that is both inspirational and instructive. He shares
Mark Twains view that if the only tool you have is a hammer, after
a while every problem begins to look like a nail. Leadership by Design is an eloquent plea
to architects, leaders, and citizens alike to expand their tool chest as we seek new leadership
to design solutions for the complex challenges facing our nation and the world.
Richard N. Swett
$39.50
400 pages ~ Paperback ~ February 2005
ISBN: 978-0-9755654-0-7
800.726.8603
www.greenway.us
MARCH 2007
VOL. 13 NO. 3
CONTENTS
Shaping a New Agenda for People and Professional Practice
James P. Cramer
Survey Methodology
11
18
22
24
26
38
40
52
58
65
66
76
77
S
DE
IG
Nu
mb
208 er
CE
DESIG
PR
net
IVA
TE
RE
PO
RT
EN
w.d
i.
EL
IG
ww
INT
TU
RES COUNC
DesignIntelligence is published by Greenway Communications LLC, for the Design Futures Council, a
Washington DC based think tank exploring trends, changes, and innovation in the AEC industry.
DesignIntelligence Copyright 2007. Photocopying for distribution without written permission violates copyright law.
Report 208: Vol. 13 No. 3; March 2007
Additional copies are available by calling 800.726.8603
PDF downloads are available through www.di.net
MARCH 2007
VOL. 13 NO. 3
James P. Cramer
MARCH 2007
VOL. 13 NO. 3
MARCH 2007
VOL. 13 NO. 3
Survey Methodology
From January through early February, 2007, the Design Futures
Council surveyed leading firms believed to be best practices
in architecture on the subjects of compensation, benefits, and
bonuses. Surveys were distributed and received via fax, postal
mail, email and through a proprietary online survey tool.
MARCH 2007
VOL. 13 NO. 3
Survey Participants
10
15
20
MARCH 2007
VOL. 13 NO. 3
Lighting
Industrial
Design
Engineering
Architecture
Landscape
Architecture
20
40
60
80Planning100
&
Urban Design
Graphic
Design
Interior
Design
A wide range of respondent firms participated in the 2007-2008 Architects and Designers Compensation, Bonus,
and Benefits Survey and Analysis, conducted by the Greenway Group in early 2007 on behalf of the DFC.
Survey respondents were asked to check the range of services offered by their firm. Some organizations in
the survey offer strictly architecture-oriented services, while others provide a wide range of multi-disciplinary services, ranging from engineering and planning to branding and graphic design.
The respondent pool, while heavily concentrated in the areas of architecture; interior design; planning and
urban design; landscape architecture; and graphic design, represents a viable sample of professional salaries
for the range of all positions analyzed in the survey. Some salary variances will be manifest in organizations
exclusively providing services in the underrepresented disciplines, and more comprehensive, disciplinespecific analyses should be consulted in conjunction with this survey to gain a more comprehensive understanding of compensation for these positions.
MARCH 2007
VOL. 13 NO. 3
50
100
150
200
250
10
MARCH 2007
VOL. 13 NO. 3
98%
77%
52%
89%
66%
53%
16%
97%
85%
76%
5%
MARCH 2007
VOL. 13 NO. 3
11
12
MARCH 2007
VOL. 13 NO. 3
empower the staff to new levels of success, thereby ensuring the continued
development of space, place and community within and beyond the firm.
Criteria
Architect/Interior Designer
Associate
Firms Values,
Policies, and
Culture
Professional Ethics
Management and
Operations
Design Skills
and Technical
Competence
MARCH 2007
VOL. 13 NO. 3
Criteria
Principal
Partner
Firms Values,
Policies, and
Culture
Professional Ethics
Management and
Operations
Design Skills
and Technical
Competence
13
14
MARCH 2007
VOL. 13 NO. 3
Criteria
Architect/Interior Designer
Associate
Marketing and
Project Development
Equity Investment
and Risk
Professional and
Community
Involvement
MARCH 2007
VOL. 13 NO. 3
Criteria
Principal
Partner
Marketing and
Project Development
Equity Investment
and Risk
Professional and
Community
Involvement
Harvey Gantt is co-founding partner of Gantt Huberman and is the first African-American graduate of
Clemson University. Gantt is a former two-term mayor of Charlotte, North Carolina, and remains active
in public sector and community development. He serves on the board of directors of the National Trust for
Historic Preservation.
Jeffrey Huberman is co-founding partner of Gantt Huberman and recently received the Gold Medal for
Lifetime Achievement from the AIA North Carolina. He is also active in the community and serves on the
board of directors of the National Council of Architectural Registration Boards. Both Gantt and Huberman
are fellows of the AIA and members of the Design Futures Council.
15
16
MARCH 2007
VOL. 13 NO. 3
2006
2007
No
No
Yes
Yes
Occasionally/
Depends
Occasionally/
Depends
No
Yes
Yes
N/A
5%
5%
Less than 5%
More
than 5%
Less
than 5%
More than 5%
MARCH 2007
VOL. 13 NO. 3
WEST
[Alaska]
[Hawaii]
Arizona
California
Colorado
Idaho
Montana
Nevada
New Mexico
Oregon
Utah
Washington
Wyoming
Nebraska
North Dakota
Ohio
South Dakota
Wisconsin
EAST
SOUTH
Alabama
Arkansas
Florida
Georgia
Kentucky
Louisiana
Mississippi
Illinois
Indiana
Iowa
Kansas
Michigan
Minnesota
Missouri
North Carolina
Oklahoma
South Carolina
Tennessee
Texas
Virginia
West Virginia
Connecticut
Delaware
Maine
Maryland
Massachusetts
New Hampshire
New Jersey
New York
Pennsylvania
Rhode Island
Vermont
Washington, DC
17
18
MARCH 2007
VOL. 13 NO. 3
NATIONAL SALARY:
Marketing Director
Marketing Associate
Marketing Assistant
Office Manager
Administrative Assistant
The salary analysis in this issue of DesignIntelligence was developed from the 2007-2008 Architects
and Designers Compensation, Bonus, and Benefits Survey, conducted by the Greenway Group on
behalf of the Design Futures Council.
Qualified survey participants were asked to report on both the current low and current high
salary ranges for positions listed on the survey of which they had direct knowledge. Survey
responses were then compiled and averaged based on both the low and the high salary reports to
obtain the Low Mean and High Mean ranges represented in the survey. Please consult the Survey
Methodology on page 6 for additional survey information.
Salary averages reflect base compensation only. Please see target bonus data for respective position categories, found on pages 58 and 65, to determine approximate compensation scenarios.
MARCH 2007
VOL. 13 NO. 3
EAST
MIDWEST
SOUTH
19
20
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EAST
HighLow
Mean$84,633.33
$70,537.43
Low High
Mean$98,794.12
$55,689.75
MIDWEST
SOUTH
MARCH 2007
VOL. 13 NO. 3
WEST
EAST
MIDWEST
SOUTH
21
22
MARCH 2007
VOL. 13 NO. 3
NATIONAL SALARY:
High Mean: $39,809.86
Year 4 Intern
High Mean
High Mean
High Mean
High Mean
West
Midwest
South
East
Low Mean
Low Mean
Low Mean
Low Mean
$80,000
$70,000
$65,064
$60,125
$60,000
$56,433
$48,133
$50,000
$41,687
$40,000
$35,767
$45,695
$44,280
$44,288
$39,860
$42,277
$39,931
$34,460
$36,931
$40,593
$47,320
$42,709
$48,914
$46,223
$41,184
$54,750 $54,314
$52,553
$49,482
$47,018
$43,839
$42,148
$38,319
$56,382
$49,527
$45,156 $45,335
$42,935
$38,242
$30,000
Year 1 Intern
Year 2 Intern
Year 3 Intern
Year 4 Intern
Year 5 Intern
MARCH 2007
VOL. 13 NO. 3
23
High Mean
High Mean
High Mean
High Mean
West
Midwest
South
East
Low Mean
Low Mean
Low Mean
Low Mean
$80,000
$70,000
$65,690
$50,081
$50,000
$46,929
$44,801
$39,423 $41,271
$40,000
$45,970
$42,305
$42,862
$35,903 $37,294
$46,022
$45,656
$42,307
$38,739
$39,450
$30,000
$44,840
$40,106
$50,612
$48,968
$43,310
$50,330
$57,775
$52,106
$47,861
$44,072
$55,988
$58,147
$50,633
$51,077
$44,531
$61,630
$58,012
$57,375
$60,000
$44,320
$48,408 $47,630
$40,327
$36,953
$30,998
Year 1 Intern
Year 2 Intern
Year 3 Intern
Year 4 Intern
NATIONAL SALARY:
Year 1 Intern (2008)
Year 4 Intern
Year 5 Intern
24
MARCH 2007
VOL. 13 NO. 3
7.5
7.75
Partner/Owners
Employees
8.5
NA
5-35
10
11
Partner/Owners
Employees
10
12
NA
15
NA
27
NA
30
MARCH 2007
VOL. 13 NO. 3
NA
5-15
10
NA
13
0
15
Partner/Owners
Employees
NA
15-20 15-25 16
20 20-30
0-4
10
25
Partner/Owners
Employees
NA
21
16
NA
NA
NA
17-23 17-30 20
NA
24
NA
30
25
26
MARCH 2007
VOL. 13 NO. 3
NATIONAL SALARY:
Architect 15+ Years
Architect 5+ Years
IT Manager
MARCH 2007
VOL. 13 NO. 3
EAST
MIDWEST
SOUTH
27
28
MARCH 2007
VOL. 13 NO. 3
EAST
MIDWEST
SOUTH
MARCH 2007
VOL. 13 NO. 3
WEST
EAST
MIDWEST
SOUTH
29
30
MARCH 2007
VOL. 13 NO. 3
EAST
MIDWEST
SOUTH
MARCH 2007
VOL. 13 NO. 3
NATIONAL SALARY:
Interior Designer 15+ Years
Interior Designer 10+ Years
Interior Designer 5+ Years
NATIONAL SALARY:
Landscape Architect 15+ Years
Landscape Architect 10+ Years
Landscape Architect 5+ Years
31
32
MARCH 2007
VOL. 13 NO. 3
EAST
MIDWEST
SOUTH
MARCH 2007
VOL. 13 NO. 3
WEST
EAST
MIDWEST
SOUTH
33
34
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VOL. 13 NO. 3
NATIONAL SALARY:
Graphic Designer 15+ Years
NATIONAL SALARY:
Product Designer 15+ Years
MARCH 2007
VOL. 13 NO. 3
EAST
MIDWEST
SOUTH
35
36
MARCH 2007
VOL. 13 NO. 3
NATIONAL SALARY:
Env. Graphic Designer 15+ Years
Env. Graphic Designer 10+ Years
Env. Graphic Designer 5+ Years
NATIONAL SALARY:
Engineer 15+ Years
Engineer 10+ Years
Engineer 5+ Years
MARCH 2007
VOL. 13 NO. 3
EAST
MIDWEST
SOUTH
37
38
MARCH 2007
VOL. 13 NO. 3
MARCH 2007
VOL. 13 NO. 3
continued on page 42
39
40
MARCH 2007
VOL. 13 NO. 3
Australia
Australian Dollar
55,901
105,476
$44,697.43
$84,336.70
France
Euro
25,827
48,732
$34,338.52
$64,792.08
Bahamas
Germany
Bangladesh
India
Brazil
Real
40,417
76,260
$19,453.09
$36,700.09
Japan
Cambodia
Jordan
China
Mexico
Currency: Pesos
Low/National Currency: 32,941
High/National Currency: 62,155
Low/USD: $10,621.67
High/USD: $20,041.60
US Dollars
27,081
51,098
$27,081
$51,098
Taka
752,988
1,420,770
$10,941.41
$20,644.73
Riels
49,183,376
92,801,303
$12,345.23
$23,293.50
Renminbi Yuan
115,168
217,304
$14,891.14
$28,097.25
Kinshasa Francs
4,834,838
9,122,581
$11,191.75
$21,117.09
Euro
45,457
85,769
$60,431.92
$114,023.92
Indian Rupees
661,757
1,248,632
$15,046.78
$28,390.92
Yen
4,907,653
9,259,969
$41,770.08
$78,813.56
Jordanian Dinars
9,746
18,389
$13,754.53
$25,957.32
New Mexican Pesos
168,641
318,200
$15,191.02
$28,575.28
MARCH 2007
VOL. 13 NO. 3
Morocco
Moroccan Dirhams
167,454
315,960
$19,938.88
$37,621.60
Netherlands
Euro
32,710
61,719
$43,484.42
$82,048.75
New Zealand
New Zealand Dollars
72,143
136,122
$50,640.87
$95,551.01
Nicaragua
Gold Cordobas
177,801
335,483
$9,780.84
$18,454.93
Philippines
Philippine Pesos
770,605
1,454,011
$15,864.23
$29,933.32
Russia
Rubles
274,946
518,781
$10,558.00
$19,921.32
South Africa
Rand
204,327
385,533
$27,511.49
$51,909.86
South Korea
South Korean
Won
29,656,259
55,956,702
$31,428.25
$59,295.64
United Kingdom
Pounds Sterling
16,560
31,246
$32,190.66
$60,738.49
United States*
US Dollar
49,381
66,427
$51,709**
$79,919**
Venezuela
Bolivares
19,002,295
35,854,346
$8,849.39
$16,697.41
41
42
MARCH 2007
VOL. 13 NO. 3
MARCH 2007
VOL. 13 NO. 3
43
44
MARCH 2007
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MARCH 2007
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45
46
MARCH 2007
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MARCH 2007
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47
48
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MARCH 2007
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49
50
MARCH 2007
VOL. 13 NO. 3
depending upon the class, the individual, etc. We pay 50 percent of ARE
registration fees, with certain diligence
and timing restrictions. We maintain an
ARE study library in the studio and we
pay 50 percent of the annual Colorado
AIA registration and membership fees
for registered architects. I dont recall
ever paying the entire fee; half-pay has
been our policy for quite a while. We
make other association fee arrangements on a case-by-case basis but we
need to be convinced of the benefit.
We often sponsor the staff to attend
seminars and training classes specific to
the profession. Sometimes this includes
lodging and airfare but more often they
are day-long sessions. We pay the registration fee and compensate the staff for
their time. We put up entire staff for
few days at the AIA conference, when
it was held in Denver and sent a few to
the most recent USGBC.
Dalluge: The processes for continuing education, professional development, and association membership are
presented through our policies. These
are also reinforced through commuWe have recently lost prospective
nication from corporate and office
employees to competing firms based
leadership, as well as direct supervisors. upon salary, and because our profit-
MARCH 2007
VOL. 13 NO. 3
51
52
MARCH 2007
VOL. 13 NO. 3
NATIONAL SALARY:
CEO
COO
Partner - Owner
Principal - Non Owner
Associate Principal
Salary averages reflect base compensation only. Please see target bonus data for respective
position categories, found on pages 58 and 65, to determine approximate compensation
scenarios.
MARCH 2007
VOL. 13 NO. 3
EAST
MIDWEST
SOUTH
53
54
MARCH 2007
VOL. 13 NO. 3
EAST
MIDWEST
High Mean $113,571,43
Low Mean $97,500.00
SOUTH
High Mean $146,687.50
Low Mean $102,100.00
MARCH 2007
VOL. 13 NO. 3
WEST
MIDWEST
High Mean $158,913.27
Low Mean $103,861.00
EAST
SOUTH
High Mean $151,315.38
Low Mean $140,586.67
55
56
MARCH 2007
VOL. 13 NO. 3
MIDWEST
High Mean $175,500.00
Low Mean $151,541.67
EAST
SOUTH
High Mean $205,000.00
Low Mean $140,000.00
MARCH 2007
VOL. 13 NO. 3
WEST
MIDWEST
High Mean $183,600.00
Low Mean $144.666.67
EAST
SOUTH
High Mean $186,600.00
Low Mean $183,325.00
57
58
MARCH 2007
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4%
5%
As Percentage of Salary
Low
5% 5.72% 10% 12% 15% 20% 25% 26% 30% 40% 42% 50% 60% 70% 80% 100% 125% 150% 200% 250%1000%
As Percentage of Salary
Low
0% 1% 2% 3% 5% 7% 10% 15% 20% 25% 30% 33% 35% 40% 45% 45.3% 50% 80% 100% 300% 500%
DesignIntelligence 2007 Greenway Communications, LLC. All rights reserved.
MARCH 2007
VOL. 13 NO. 3
59
60
MARCH 2007
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MARCH 2007
VOL. 13 NO. 3
that firms know if they are keeping pace 5. MORALE: Do the leaders of the firm
within this industry of increasing change
boost morale, especially during
and significant value migration.
times of stress?
The Greenway program includes questions and sub-questions that assign
points to a scorecard in the following
twelve categories:
1. CONTINUOUS IMPROVEMENT: How
successful is the firm at challenging
its existing processes and making
continuous improvements? How restless to get better?
2. CLARITY OF VISION: How clear is the
vision of the firm? Does this vision
truly inspire people? How different is
the firm? What is its uniqueness and
where does it show up?
3. PRIORITY PLANNING: Is there systematic
priority planning in the firm? Does
each staff member know what his or
her priorities are? Does this enable
firm -wide success?
61
62
MARCH 2007
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MARCH 2007
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63
64
MARCH 2007
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MARCH 2007
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65
0% 1% 2% 3% 4% 4.5% 5% 6% 7% 8% 9% 10% 11% 12% 15% 16% 20% 24% 24.1% 25% 100%
As Percentage of Salary
Low
0%
1%
2%
3%
3.75%
4%
5%
6%
7%
7.5%
8%
10%
1% 3% 4% 5% 5% 5.72% 6% 7% 7.5% 8% 8.2% 10% 11% 12% 14% 15% 18% 20% 24% 25% 30%
As Percentage of Salary
Low
0%
1%
2%
3% 3.75% 4%
5%
6%
7% 7.5% 8%
9%
66
MARCH 2007
VOL. 13 NO. 3
9
Minneapolis
12
San Francisco
Chicago
10
Cleveland
Kansas City
St. Louis
11
Boston
New York
Philadelphia
Richmond
Atlanta
Dallas
ALASKA
HAWAII
ight times per year, the 12 Federal Reserve Banks, which comprise the
Federal Reserve Board districts, report on current anecdotal economic
information gathered from economists, market experts, and a range of
other sources. These reports are compiled on a rotating basis by each District
bank and published in what is commonly referred to as the Beige Book.
DesignIntelligence has examined the 2007-2008 Salary and Compensation
Survey data and compiled respondent salary and reported revenue data on
the basis of a select set of Federal Reserve Districts, in an effort to gauge how
local economic trends coincide with salaries and revenue reporting for the
design professions; each of these select district divisions were determined to
represent a viable sample set. The results of this research, in conjunction with
excerpts from the Federal Reserve Bank summaries, provide an analysis tool
for design managers to gauge the future success of their organizations and
how to best address ongoing economic concerns which continually impact not
only the retention of quality clients and design projects, but salaries, budgets,
the availability of talent, and profit projections for the coming years. The
Federal Reserve Summaries presented here are from January 2007.
MARCH 2007
VOL. 13 NO. 3
18-20%
0%
1-4%
12-15%
4-6%
9-12%
67
68
MARCH 2007
VOL. 13 NO. 3
Fifth DistrictRichmond
Financial Developments
Small to medium-sized banks in the
District report decreased demand for
all types of loans, on balance most
notably in the residential mortgage
category, for which 63 percent of
bankers report a decrease in demand
and no bankers report an increase.
Respondents also indicate continued
declines in refinancing activity. Bankers report some tightening in credit
standards on commercial and consumer
loans but no change in standards for
residential mortgages. Bankers indicate
a decrease in loan rates for residential
and commercial mortgages, but rates
remained unchanged in all other loan
categories.
1-4%
6-9%
18-20%
9-12%
12-15%
MARCH 2007
VOL. 13 NO. 3
Real Estate
Residential real estate agents reported a
modest pickup in home sales since our
last report. House prices held steady
across most areas of the District.
Commercial agents across the District
reported that leasing and construction activity remained at generally
strong levels though recent activity was
sluggish. In Washington, DC, market
conditions were characterized as tight,
leading to more construction and rising
rents. In contrast, agents in some midsized cities noted steady activity with
varying flat vacancy rates and little
pressures on rents. Across the District,
contacts noted that former commercial
space in downtown areas continued to
be converted to residential uses. Several
agents said that conditions will likely
strengthen in coming months. They
cited increased interest in their areas by
national firms looking to expand.
69
70
MARCH 2007
VOL. 13 NO. 3
Sixth DistrictAtlanta
Reports from District contacts indicated, on balance, that business activity
expanded modestly in late November
and December. Continued weakness in
housing markets, especially in Florida,
was reported by realtors and homebuilders, and low levels of mortgage
loan demand continued to be noted
by regional bankers. Several contacts
in housing-related manufacturing
and transportation operations noted
declining orders for building materials. However, post-hurricane rebuilding along the Gulf Coast continued to
boost the construction industry in that
area. Labor markets remained tight in
several industries, while price pressures, particularly in the construction
industry, have eased in most parts of
the District.
Real Estate
Weakness continued to be noted in
District housing markets, with Florida
reporting the largest declines in sales
and new construction. Home sales and
construction levels were more mixed
elsewhere in the District, although
inventories of homes for sale remained
0%
1-4%
4-6%
6-9%
18-20%
MARCH 2007
VOL. 13 NO. 3
71
72
MARCH 2007
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Seventh DistrictChicago
Construction and Real Estate
Residential construction continued
to fall in the District, though the
declines were smaller than in the
previous reporting period. Homebuilding slowed in Michigan, while one
contact saw signs of a recovery in the
Chicago area. Builders reported that
the supply of unsold, speculative homes
remained high and that showroom
traffic edged down. Nonresidential
construction expanded slowly, led by
office construction in the Chicago
area. Demand for office space was
strong in most cities in the District; the
lone exception was the Detroit area.
Commercial vacancy rates were little
changed, and there were no reported
cancellations of projects.
Manufacturing
Manufacturing activity expanded at
a slower pace in late November and
December than in the previous reporting period. Contacts reported particular strength in the energy, aviation, and
aeronautical industries; manufacturers
in many other industries were planning
to scale back production in 2007 after
1-4%
4-6%
18-20%
9-12%
6-9%
MARCH 2007
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0%
More than 20%
1-4%
15-18%
4-6%
9-12%
73
74
MARCH 2007
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MARCH 2007
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18-20%
15-18%
0%
1-4%
6-9%
9-12%
12-15%
75
76
MARCH 2007
VOL. 13 NO. 3
Association Executive
Salary Summary
Organization
American Institute of Architects
EVP/CEO
Title
Compensation
490,627
Total
Other
16,800 $ 507,427
CFO
173,176
12,997 $ 186,173
President
285,000
88,776 $ 373,776
Director Finance
112,100
Executive Director
230,000
23,934 $ 253,934
EVP/CEO
136,704
750 $ 137,454
Executive Director
152,411
35,172 $ 187,583
President
166,667
33,450 $ 200,117
Executive Director
222,038
27,604 $ 249,642
Executive Director
306,786
Executive Director/CEO
192,624
37,217 $ 344,003
18,118 $ 210,742
CFO
242,179
20,691 $ 262,870
EVP/CEO
729,710
53,207 $ 782,917
$ 112,100
CEO
369,357
34,249 $ 403,606
President/CEO
403,786
28,554 $ 432,340
198,535
47,251 $ 245,786
Executive Director
President
$
$
163,642
982,406
$
$
56,631 $ 220,273
424,503 $ 1,406,909
Source: IRS 990 tax filings; 2005. Some salary reports may reflect overlapping terms.
MARCH 2007
VOL. 13 NO. 3
77
CUPA-HR 20062007
National Faculty Salary Survey
All Institutions
UN-WEIGHTED AVERAGE
2005-06
2006-07
WEGHTED AVERAGE
2005-06
2006-07
04.02 Architecture
Professor
$87,930
$82,336
$88,992
$85,955
Associate Professor
$67,977
$65,553
$69,901
$67,156
Assistant Professor
$55,018
$52,911
$54,953
$53,122
$55,972
$54,492
$55,807
$55,295
Instructor
$45,947
$47,060
$46,143
$45,076
$92,028
$85,733
$92,244
$86,947
Associate Professor
$73,725
$69,230
$70,828
$68,257
Assistant Professor
$56,796
$55,848
$57,612
$56,475
$54,507
$53,072
$54,799
$54,036
Instructor
Insufficient Data
Insufficient Data
Insufficient Data
Insufficient Data
$86,996
$86,380
$87,876
$84,332
Associate Professor
$71,491
$66,105
$70,755
$67,085
Assistant Professor
$56,308
$52,600
$56,385
$52,965
Insufficient Data
$53,506
Insufficient Data
$51,755
Instructor
Insufficient Data
Insufficient Data
Insufficient Data
Insufficient Data
$100,718
$98,225
$108,152
$104,569
Associate Professor
$79,077
$76,490
$82,131
$78,711
Assistant Professor
$69,191
$67,455
$69,986
$68,327
$67,024
$67,011
$68,168
$67,583
Instructor
$53,259
$51,097
$52,271
$52,032
$103,453
$101,273
$114,239
$108,911
Associate Professor
$79,191
$76,938
$82,574
$79,654
Assistant Professor
$70,641
$67,694
$72,473
$69,638
$71,379
$67,601
$71,513
$68,466
Instructor
Insufficient Data
$51,247
Insufficient Data
$48,935
78
MARCH 2007
VOL. 13 NO. 3
Editor
James P. Cramer
jcramer@di.net
Managing Editor
Daniel Downey
ddowney@di.net
Associate Editor
DI Conferences
Design Futures Council
Executive Board Meeting
May 1617, 2007
New York City
Focus: Integration Strategies
Speaker: Chris Trimble
Art Director/Cartoonist
Austin Cramer
acramer@di.net
Circulation
Tonya Smith
tsmith@di.net
Editors At Large
MARCH 2007
VOL. 13 NO. 3
79
RESEARCH SUPPORT
PROVIDED BY:
Design Futures Council Professional Partners:
ARUP The Beck Group Communication Arts
Cannon Design DAG Architects Daniel P. Coffey
& Associates DesignWorkshop Durrant Gensler
Georgia Institute of Technology
Hammel, Green & Abrahamson HKS Inc. HOK
Kasian Architecture LEO A DALY LS3P Associates LTD NBBJ
Sasaki Associates Shepley Bulfinch Richardson and Abbott
Skidmore, Owings & Merrill Steed Hammond Paul
KlingStubbins Turner Construction Company
Walter P Moore & Associates
Design Futures Council Institutional Affiliates:
Joslyn Castle Institute for Sustainable Communities;
Texas Board of Architectural Examiners;
Precast/Prestressed Concrete Institute;
Auburn Univ. College of Architecture, Design and Construction;
University of Wisconsin, Milwaukee School of Architecture & Urban Planning;
University of Tennessee College of Architecture and Design;
The School of Building Arts, Savannah College of Art & Design;
The American Institute of Architects;
Virginia Commonwealth University Department of Interior Design;
American Society of Landscape Architects;
Univ. of Arizona College of Architecture and Landscape Architecture
ISBN-13: