2014 COMPENSATION REPORT FOR FINANCIAL PROFESSIONS

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1 2014 COMPENSATION REPORT FOR FINANCIAL PROFESSIONS

2 WE RE CENTURY GROUP. And we execute an average of 1,500 searches a year in finance and accounting. Promptly. Precisely. Reliably. Delivering the kind of talent that doesn t just make a team complete. It makes it better.

3 TABLE OF CONTENTS Letter from the CEO Using the Report High-Demand Professionals and Qualifications Top Reasons for Choosing a New Position Accounting & Finance Salary Survey Report Adjusting for Salaries in Different Locations Bonus Calculator Century Group: Identify. Evaluate. Deliver. TM

4 LETTER FROM THE CEO Dear Century Group Alumni and Clients, Our 25 years in the marketplace enable us to provide a wealth of information as part of our service to you. Each of our associates is able to quickly assess skills and pay levels associated with any position they discuss. This just comes from being an expert. Century Group s 2014 Compensation Report for Financial Professions formalizes the market knowledge our associates have for your reference. As any of our associates will be quick to point out, many variables go into making a career selection, and compensation while important is not the number one priority for a majority of our survey respondents. When asked about my experience on compensation, I share the following: Most opportunities pay within a few percentage points of one another, so don t use pay as the sole or even top criteria. Investing in experience will pay greater dividends in the long run versus settling for a marginally higher paying job. The best careers are built on factors such as learning, opportunity, responsibility, visibility, mentors, great management and quality companies. Weigh these factors before compensation, and you ll enjoy greater success and greater job satisfaction in the long run. We hope you find the 2014 Compensation Report for Financial Professions useful for your salary decisions. We invite you to view current career opportunities and career research at century-group.com. We look forward to working together. Sincerely, Ron Proul Chief Executive Officer Century Group 4

5 USING THE REPORT For 25 years, we ve provided compensation information to our clients, candidates and professional associations. Now we re sharing that information more broadly by publishing Century Group s 2014 Compensation Report for Financial Professions, a resource that provides comprehensive access to the latest data on salaries, bonus compensation and the differences between markets.

6 Our report was compiled using data collected from our constituents and other data sources available to our wage and compensation analyst. Our methodology thereby gives the most current evaluation of the data available. OUR REPORT WAS DEVELOPED BY: Tapping the depth of industry knowledge of our team of Executive Recruiters and Interim Staffing Professionals who are experts in Accounting and Finance, and who ve executed 15,000+ recruiting and interim assignments over the last 10 years Century Group s analysis of workplace trends and hiring forecasts Proprietary research and surveys of CFOs and Accounting, Finance, Audit and Tax professionals and executives from 1,000+ organizations 6

7 Accounting and Finance departments are organized in a pyramid. The pyramid serves as the framework for compensating individuals by title and size of company. Our report includes salary ranges for 34 core Accounting, Finance, Audit and Tax positions ranging from professional level to senior executive. The ranges cover those in the lowest 25th percentile, 50th percentile and the 75th percentile based on company size. OUR REPORT INCLUDES SALARY RANGES FOR 34 CORE ACCOUNTING, FINANCE, AUDIT AND TAX POSITIONS. Along with the salaries you will find other data that will help you in evaluating current and prospective opportunities, including why individuals choose opportunities, bonuses and benefits companies are currently providing. Other qualitative considerations, such as service time, work ethic, qualifications, skills and the quality of employers, will impact individual compensation decisions, as will other factors not included in this report such as years of experience, size of the organization and complexity of the work. We ve provided a separate section covering cash bonus compensation for various professional levels in the Accounting and Finance function. Other forms of compensation stock options, benefits and retirement programs are not considered in this report. Please note that while this compensation report provides current data to assist you with compensation decisions, it cannot anticipate the effects that the implementation of the Affordable Care Act and market forces will have in the coming year. 7

8 HIGH-DEMAND PROFESSIONALS & QUALIFICATIONS Since 2010, we ve witnessed a significant increase in the hiring of professional-level and management-level employees across multiple disciplines in Accounting, Reporting, Finance, Tax and Audit.

9 The 2013 unemployment rate nationwide for those with a college degree was 3.5%. According to some economists, we ve essentially reached fullemployment for those with college degrees. For those with in-demand advanced credentials CPAs and MBAs unemployment is even lower. These trends confirm what we ve witnessed in our daily work with clients as they continue to seek high-caliber professionals to join their teams to deal with increased compliance requirements and business expansion. Nearly 70% of our candidates have advanced degrees and credentials, as well as Big 4 and Fortune 500 experience. HIGH-DEMAND ROLES IN ACCOUNTING & FINANCE: ACCOUNTANTS We are seeing the highest demand for accountants at the senior accountant and accounting manager level. Demand is especially high for professionals with a CPA license and 2+ years of experience. CONTROLLERS This continues to be the crucial role for expanding companies. The increase in scrutiny and compliance requirements make this a key management role. IT AUDITORS With the increased overlap of technology, process, finance and accounting, IT Auditors have seen demand increase exponentially. The key to advancement is the CISA designation. AUDITORS Demand for internal auditors remains strong in private industry as companies deal with increased regulatory and compliance requirements. The demand for auditors at CPA firms has expanded dramatically as these firms respond to increased client activity. The CPA designation remains the most in demand in the audit profession. 9

10 FINANCIAL ANALYSTS As with the other roles on this list, the demand for senior financial analysts is greater than the supply at present. The most in-demand position is the Senior Financial Analyst with an MBA and 5+ years experience in private industry or leading management consultancies. FINANCE MANAGEMENT As the economy has improved, we ve noted an increase in demand for financial management. Emerging and growth companies are seeking experienced managers to build out the finance function and develop the corporate infrastructure. HIGH-DEMAND CREDENTIALS: CPA We are seeing particularly high demand for accounting professionals that are also Certified Public Accountants (CPAs). Achieving a CPA credential is critical for career advancement in the Accounting, Reporting, Audit and Tax functions. The CPA designation is the most frequently required credential. CPAs with Big 4 accounting firm experience are seeing even higher demand. CISA Technology is the backbone of modern organizations and central to Accounting, Reporting and Finance. The reliance on technology has increased significantly the demand for Certified Information Systems Auditors (CISA). MBA A master s degree in business administration (MBA) continues to be the credential most sought after for senior-level executive and midmanagement roles in corporate finance. 10

11 TOP REASONS FOR CHOOSING A NEW POSITION The hiring environment for accounting and finance professionals has changed rapidly over the past two years. The speed of this change has come as a surprise to many companies. The media continues to tell the story of high unemployment. The real story is more nuanced.

12 Two labor markets have developed over the last five years. Unemployment for college graduates reached 3.5% nationally and for individuals with advanced credentials CPAs and MBAs it can be as low as 2% depending on the local market. Meanwhile the unemployment rate for those with no college education remains high at between 7.6% and 11.3%. The low unemployment rate for accounting and finance professionals has left companies struggling to find the right people those with the credentials and experience required for the business challenges they are facing. Companies often turn to us for insights on how top talent is making career decisions. As companies compete for highly sought after accounting and finance talent, they are revisiting how they attract key professionals (see graphic on the right). It s interesting to note that compensation came in third. This is not surprising, but it can be deceptive. Our experience is that when candidates are considering a competitive offer or several competitive offers, they will make decisions based on the first two criteria Growth/ Challenge/Role and Culture/Fit. That said, top professionals will often have multiple offers that provide for growth, challenge and where they fit with the culture and management. Competitive compensation remains a powerful tool for attracting and rewarding top performers. In addition to offering competitive compensation, the most effective tools for attracting top accounting and finance talent are: Promotion opportunities and clearly defined career paths Continuing professional development and training Performance bonuses Flexible schedules Not only are these tools effective in attracting top talent, they also help companies guard against the departure of high performers. 12

13 TOP REASONS FOR CHOOSING A NEW POSITION Our annual survey has revealed the top reasons accounting and finance professionals give for selecting their current company. 28% 21% 16% 12% 8% 5% 5% GROWTH OPPORTUNITY / CAREER CHALLENGE / POSITION ROLE COMPANY CULTURE / FIT WITH MANAGEMENT & TEAM COMPENSATION & BENEFFITS PACKAGE WORK / LIFE BALANCE & FLEXIBILITY COMMUTE / LOCATION COMPANY STABILITY OTHER 13

14 ACCOUNTING & FINANCE SALARY SURVEY REPORT Divided into two categories - Corporate Finance & Accounting and Public Accounting - our report covers salary ranges for 34 positions, from professional level to senior executive.

15 JOB TITLE Revenue Size 25TH 50TH 75TH CORPORATE FINANCE & ACCOUNTING CHIEF FINANCIAL OFFICER $1 - $50 million $162,084 $189,982 $234,908 $51 - $500 million $208,798 $252,299 $298,121 $501 million - $1 billion $259,661 $325,407 $371,028 over $1 billion $319,883 $365,903 $468,477 CHIEF ACCOUNTING OFFICER $1 - $50 million $100,350 $114,325 $134,050 $51 - $500 million $155,325 $179,050 $202,600 $501 million - $1 billion $181,175 $197,600 $222,225 over $1 billion $215,050 $273,900 $343,500 CONTROLLER (CORPORATE & REGIONAL) $1 - $50 million $92,521 $113,347 $131,552 $51 - $500 million $117,202 $136,715 $162,004 $501 million - $1 billion $155,957 $191,897 $224,666 over $1 billion $202,619 $229,598 $278,295 ASSISTANT CONTROLLER / ACCOUNTING MANAGER $1 - $50 million $72,500 $81,113 $100,000 $51 - $500 million $82,975 $94,314 $107,868 $501 million - $1 billion $97,682 $105,881 $130,773 over $1 billion $113,896 $130,148 $154,710 SENIOR ACCOUNTANT $1 - $50 million $60,310 $65,124 $71,455 $51 - $500 million $62,376 $69,472 $78,561 $501 million - $1 billion $65,290 $74,319 $83,420 over $1 billion $69,548 $77,489 $85,206 15

16 JOB TITLE Revenue Size 25TH 50TH 75TH STAFF ACCOUNTANT $1 - $50 million $43,220 $50,075 $56,874 $51 - $500 million $47,941 $54,468 $59,525 $501 million - $1 billion $48,660 $53,239 $59,099 over $1 billion $49,542 $56,320 $63,844 ACCOUNTS RECEIVABLE MANAGER $1 - $50 million $45,000 $55,000 $60,000 $51 - $500 million $60,838 $68,147 $71,145 $501 million - $1 billion $66,766 $67,182 $75,820 over $1 billion $77,145 $79,943 $98,011 CREDIT & COLLECTION MANAGER $1 - $50 million $46,500 $60,000 $75,000 $51 - $500 million $50,000 $65,000 $87,500 $501 million - $1 billion $66,092 $71,562 $83,750 over $1 billion $75,000 $78,500 $83,750 ACCOUNTS PAYABLE MANAGER $1 - $50 million $42,000 $50,000 $55,000 $51 - $500 million $52,487 $59,498 $66,688 $501 million - $1 billion $64,306 $76,161 $88,299 over $1 billion $76,486 $79,950 $94,668 VP FINANCE $1 - $50 million $131,863 $160,500 $178,575 $51 - $500 million $176,075 $200,400 $223,450 $501 million - $1 billion $192,931 $220,050 $259,700 over $1 billion $231,375 $260,250 $303,500 TREASURER $1 - $50 million $114,925 $139,300 $173,800 $51 - $500 million $160,950 $192,750 $224,650 $501 million - $1 billion $173,925 $217,000 $259,613 over $1 billion $209,050 $256,263 $312,713 16

17 JOB TITLE Revenue Size 25TH 50TH 75TH DIRECTOR OF FINANCE $1 - $50 million $106,975 $125,425 $141,050 $51 - $500 million $128,300 $142,800 $164,450 $501 million - $1 billion $136,300 $153,700 $172,300 over $1 billion $160,900 $181,600 $209,850 DIRECTOR, SEC REPORTING $1 - $50 million $89,425 $112,550 $127,800 $51 - $500 million $120,250 $142,150 $158,500 $501 million - $1 billion $141,725 $160,400 $180,350 over $1 billion $148,400 $167,550 $188,200 FINANCE MANAGER $1 - $50 million $70,350 $88,525 $94,428 $51 - $500 million $100,589 $107,924 $114,007 $501 million - $1 billion $103,406 $108,708 $123,124 over $1 billion $119,000 $125,000 $132,000 SENIOR FINANCIAL ANALYST $1 - $50 million $65,000 $75,000 $90,000 $51 - $500 million $75,348 $80,102 $89,213 $501 million - $1 billion $73,675 $85,000 $95,000 over $1 billion $74,474 $89,924 $97,207 STAFF FINANCIAL ANALYST $1 - $50 million $50,000 $60,000 $62,750 $51 - $500 million $51,000 $60,000 $65,000 $501 million - $1 billion $55,000 $60,314 $67,649 over $1 billion $55,318 $65,000 $75,000 VP INTERNAL AUDIT / CHIEF AUDIT EXECUTIVE $1 - $50 million $134,525 $158,425 $192,100 $51 - $500 million $159,950 $183,900 $258,350 $501 million - $1 billion $171,550 $187,250 $271,750 over $1 billion $228,250 $260,650 $296,550 17

18 JOB TITLE Revenue Size 25TH 50TH 75TH DIRECTOR OF INTERNAL AUDIT $1 - $50 million $110,000 $120,000 $123,750 $51 - $500 million $121,000 $138,000 $151,522 $501 million - $1 billion $130,000 $150,000 $160,435 over $1 billion $160,000 $178,261 $200,000 MANAGER OF INTERNAL AUDIT $1 - $50 million $85,000 $90,000 $92,500 $51 - $500 million $90,000 $90,000 $100,000 $501 million - $1 billion $103,000 $110,000 $121,250 over $1 billion $118,250 $129,000 $133,000 INTERNAL AUDIT SENIOR $1 - $50 million $66,000 $75,000 $85,000 $51 - $500 million $66,500 $72,500 $85,000 $501 million - $1 billion $72,456 $79,935 $88,902 over $1 billion $75,000 $90,000 $116,000 INTERNAL AUDIT STAFF $1 - $50 million $47,500 $50,000 $52,000 $51 - $500 million $50,000 $50,000 $70,000 $501 million - $1 billion $47,000 $65,000 $75,000 over $1 billion $60,000 $70,000 $81,000 VP TAX $1 - $50 million $99,000 $108,000 $129,000 $51 - $500 million $189,150 $209,950 $243,800 $501 million - $1 billion $223,850 $256,725 $285,450 over $1 billion $245,425 $289,250 $366,525 DIRECTOR OF TAX $1 - $50 million $110,000 $120,000 $129,000 $51 - $500 million $139,750 $150,000 $193,750 $501 million - $1 billion $150,000 $168,000 $210,000 over $1 billion $185,000 $200,000 $246,000 18

19 JOB TITLE Revenue Size 25TH 50TH 75TH MANAGER OF TAX $1 - $50 million $90,000 $100,000 $100,000 $51 - $500 million $104,000 $112,000 $131,000 $501 million - $1 billion $110,000 $120,000 $131,250 over $1 billion $115,000 $125,000 $135,000 TAX SENIOR $1 - $50 million $70,000 $73,500 $76,750 $51 - $500 million $73,750 $80,000 $87,500 $501 million - $1 billion $75,000 $82,500 $90,000 over $1 billion $76,500 $85,000 $100,000 TAX STAFF $1 - $50 million $47,000 $55,000 $55,000 $51 - $500 million $52,000 $55,000 $65,000 $501 million - $1 billion $55,000 $65,000 $76,250 over $1 billion $56,250 $67,500 $78,750 PUBLIC ACCOUNTING AUDIT PARTNER All Firms $162,500 $425,000 $1,100,000 AUDIT SENIOR MANAGER Small Firm $95,000 $120,000 $120,000 Mid-Size Firm $102,000 $120,000 $129,688 Large Firm $109,500 $122,500 $132,250 19

20 JOB TITLE Revenue Size 25TH 50TH 75TH AUDIT MANAGER Small Firm $80,000 $90,000 $95,000 Mid-Size Firm $85,000 $102,000 $115,000 Large Firm $121,250 $135,000 $148,750 AUDIT SENIOR Small Firm $61,250 $66,000 $70,500 Mid-Size Firm $64,250 $72,500 $78,875 Large Firm $73,664 $76,562 $83,250 TAX PARTNER All Firms $250,000 $500,000 $1,500,000 TAX SENIOR MANAGER Small Firm $97,250 $120,000 $135,000 Mid-Size Firm NA NA NA Large Firm $125,000 $135,000 $182,000 TAX MANAGER Small Firm $79,000 $90,000 $104,500 Mid-Size Firm $87,500 $100,000 $120,000 Large Firm $113,750 $119,500 $126,694 TAX SENIOR Small Firm $57,500 $63,000 $75,000 Mid-Size Firm $70,500 $79,000 $88,250 Large Firm $73,500 $90,000 $95,000 20

21 ADJUSTING SALARIES BY LOCATION The regional salary ranges provided in this report can be modified for 18 major metropolitan areas. The geographic adjustments provided in our Location Modifier will provide general guidance for determining salaries in each location.

22 LOCATION MODIFIER Determining compensation is a complex matter and it s important to consider the impact of multiple factors, including: COMPANY SIZE EMPLOYEE BENEFITS CANDIDATE EXPERIENCE & QUALIFICATIONS LOCAL MARKET EMPLOYMENT TRENDS 93.6% SEATTLE 110.5% SAN FRANCISCO 84.8% SALT LAKE 92.7% DENVER 108.9% SAN JOSE 100% LOS ANGELES 93.3% SAN DIEGO DALLAS 90.7% 90.3% PHOENIX Map continued on next page 22

23 LOCATION MODIFIER Use this graphic to calculate the estimated salary range for a position in the desired region. BOSTON 99% CHICAGO 96.9% PHILADELPHIA 94.3% 102% NEW YORK 86.8% ST LOUIS 102% WASHINGTON DC & SURROUNDING METRO AREA 89.6% CHARLOTTE ATLANTA 92.5% 90.1% HOUSTON 23

24 BONUS REPORT Bonuses have become an increasing part of the overall compensation offer. Positioned as incentives for performance, they also include other factors such as company performance, individual performance and overall market conditions.

25 In our independent research, we noted that in the period : 80% of companies had a bonus compensation program 78% of these companies awarded bonuses 68% of bonus target awarded on average BONUS COMPENSATION IS CURRENTLY THE SECOND MOST COMMON FORM OF NON-SALARY COMPENSATION 25

26 Our research shows that bonus compensation is currently the second most common form of non-salary compensation, behind only Medical, Dental, Life and Vision Insurance. Additionally, bonus compensation has increasingly spread to all levels of organizations, with 63% of organizations providing bonus opportunities all the way to the professional level. 63% of organizations providing bonus opportunities all the way to the professional level. Interestingly, company size played a significant role in bonus structures as we noted the more aggressive bonus rates being used by mid-market companies to beat out Fortune 1000 companies in the competition for top talent. 26

27 ACCOUNTING & FINANCE CASH BONUS SURVEY REPORT Calculations include only those who reported a bonus. JOB TITLE Revenue Size Bonus % of Salary 25TH 50TH 75TH CHIEF FINANCIAL OFFICER / C-LEVEL $1 - $50 million 10.0% 18.3% 28.5% $51 - $500 million 23.8% 30.0% 50.0% $501 million - $1 billion 30.0% 50.0% 75.0% over $1 billion 37.5% 40.0% 42.5% VICE PRESIDENT $1 - $50 million 9.4% 14.0% 20.0% $51 - $500 million 15.0% 24.0% 52.5% $501 million - $1 billion 10.0% 25.0% 38.1% over $1 billion 15.0% 25.0% 40.0% CONTROLLER LEVEL $1 - $50 million 5.5% 10.0% 12.0% $51 - $500 million 10.0% 15.0% 20.0% $501 million - $1 billion 12.6% 19.5% 28.8% over $1 billion 11.0% 15.0% 15.0% DIRECTOR LEVEL $1 - $50 million 11.3% 15.0% 20.0% $51 - $500 million 10.0% 15.0% 22.3% $501 million - $1 billion 12.8% 20.0% 25.0% over $1 billion 11.0% 15.0% 20.0% ASSISTANT CONTROLLER LEVEL $1 - $50 million 4.6% 5.5% 7.1% $51 - $500 million 8.0% 10.1% 26.5% $501 million - $1 billion 16.5% 18.0% 24.6% over $1 billion 8.0% 11.5% 18.8% 27

28 MANAGER LEVEL $1 - $50 million 5.0% 10.0% 18.3% $51 - $500 million 4.3% 10.0% 13.6% $501 million - $1 billion 5.6% 10.0% 11.5% over $1 billion 8.0% 13.0% 15.0% SUPERVISOR LEVEL $1 - $50 million NA NA NA $51 - $500 million 7.6% 10.0% 15.0% $501 million - $1 billion NA NA NA over $1 billion 8.0% 16.0% 18.0% SENIOR LEVEL $1 - $50 million 3.0% 10.0% 14.6% $51 - $500 million 4.0% 7.4% 11.5% $501 million - $1 billion 3.3% 5.7% 10.0% over $1 billion 5.0% 10.0% 10.7% STAFF LEVEL $1 - $50 million 3.4% 5.0% 12.2% $51 - $500 million 4.0% 5.0% 10.5% $501 million - $1 billion 1.8% 2.0% 2.0% over $1 billion 3.8% 5.0% 13.1% 28

29 CENTURY GROUP: IDENTIFY. EVALUATE. DELIVER. Century Group connects top tier finance and accounting professionals to the companies that need them. That s it. No operations directors or marketing VPs or CIOs. Just finance and accounting, professional to executive level, on a project, interim or direct placement basis. It s what we know. And what we re known for.

30 Our clients are leading private and public organizations ranging from start-up to emerging mid-market to global Fortune 1000 enterprises. Our scale and expertise enable us to identify, evaluate and deliver professional and executive talent that no one else can. Over the years we have developed extensive functional and industry expertise and an unrivaled external network. EXECUTIVE SEARCH & PROFESSIONAL RECRUITMENT Unlike other recruitment firms, we don t specialize in finance and accounting. We re experts in it. So we have an intimate understanding of the level of insight, expertise and finely honed talent companies need to mitigate risk, boost performance and drive growth. And for years, we ve been developing relationships with candidates who bring precisely that. With our dedicated focus and insider access to prime candidates, CENTURY GROUP DELIVERS THE BEST OF THE BEST. MORE SWIFTLY AND SURELY THAN THE REST. INTERIM & PROJECT SERVICES Whether you ve suddenly lost your CFO or a new project demands more expertise than you have in-house, our senior-level professionals are ready and able to bridge the gap. Using our proven executive search methodology, we ve hired some of the field s leading talent as our own. Their sophisticated skill sets and seasoned business acumen make these Big 4 and Fortune 500 veterans an asset to your team and ours. With Century Group, when the need is immediate, so is the solution. 30

31 POSITIONS FILLED: In the last 10 years, we ve conducted over 15,000 search and interim assignments for leading Southern California-based companies in a growing range of industries, successfully filling positions such as: ACCOUNTING Chief Accounting Officer Vice President Accounting Controller Assistant Controller Director of Accounting Accounting Manager Senior Accountant FINANCE Chief Financial Officer Treasurer Vice President Finance Director of Finance Finance Manager Senior Analyst AUDIT & TAX Partner (CPA Firm) Vice President of Tax Director of Internal Audit / Risk Tax Manager Audit Manager Senior Professional Tax or Audit 31

32 15,000 SEARCH AND INTERIM ASSIGNMENTS IN THE LAST 10 YEARS PERCENT PERCENT PERCENT 80% of our clients make their final candidate selection within 30 days. 85% of our business comes from returning clients and referrals. 91% of our candidates are not available through advertising. WE DO ONE THING. BETTER, FASTER, MORE CONSISTENTLY THAN ANYONE. 10 AVERAGE YEARS HIRE RATIO 4.9 : 1 EXPERIENCE of our candidates have advanced 70% degrees and credentials 32

33 IDENTIFY. EVALUATE. TM DELIVER.

34 LOS ANGELES ORANGE COUNTY SAN FERNANDO VALLEY

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