2015 Salary Guide - NCACPA

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2015 Salary GuideAccounting & Finance

Table of Contents123102528293032From the ChairmanUnderstanding the Salary GuideThe Hiring EnvironmentAccounting and Finance SalariesCustomizing Salaries for Local Markets5 Reasons You Should Avoid Making a CounterofferThe Benefits of a Flexible Staffing StructureAbout Robert HalfOffice LocationsAll trademarks contained herein are the property of their respective owners.

From the ChairmanDear colleague:Salary may not be the only thing that determinesyour employees’ satisfaction on the job. Butit’s certainly one of the most important factorswhen it comes to recruiting the best people andconvincing them to stay on board.It’s crucial to ensure the compensation you offer iscompetitive with that of other firms in your industryand region. For that reason, every organizationshould periodically benchmark its salaries. To helpour clients do just that, Robert Half releases theSalary Guide every year, complete with the most up-to-date information and advice onstarting compensation, workplace issues and the current hiring outlook.We are pleased to present the 2015 Salary Guide, which forecasts compensationtrends across a wide array of positions in the accounting and finance fields, based onour research and experience. As you grow and build your workforce this year, I hopeyou’ll find the information in this guide useful.For more about compensation and staffing, please visit our Salary Center atroberthalf.com/salary-center.Sincerely,Max MessmerChairman and CEO1ROBERT HALF 2015 SALARY GUIDE

Understanding the Salary GuideThe 2015 Salary Guide from Robert Half is the most comprehensiveand authoritative resource on starting salary and hiring trends in theaccounting and finance fields. It features salary ranges for more than375 positions in corporate and public accounting, finance, banking,and financial services.For decades, companies have used the Salary Guide to set compensation levelsfor new employees, plan budgets and better understand the hiring environment. Inaddition, the Salary Guide is so highly regarded that the U.S. Department of Labor’sBureau of Labor Statistics has used it when compiling its Occupational OutlookHandbook. Findings from the Salary Guide have also been included in The WallStreet Journal, USA Today and other respected news outlets.The salary figures are based on a range of sources, most notably the thousands of fulltime, temporary and project placements that our staffing and recruiting professionalsmake each year. Our experts work with hiring managers and job seekers daily, whichgives us unique, real-world insight into the latest compensation trends.Other sources include: Our frequent surveys of U.S. chief financial officers (CFOs) and hiring managers An in-depth analysis of the hiring environment and an extrapolation of currenttrends into 2015 Local insights from our staffing and recruiting teams across the countryThe projected salary ranges for each position reflect starting pay only. Bonuses,incentives and other forms of compensation are not taken into account. The rangesrepresent national averages. You can adjust these figures for your market by usingthe local variances found immediately after the salary tables.Visit our Salary Center atroberthalf.com/salary-center formore information and resources.2ROBERT HALF 2015 SALARY GUIDE

The Hiring EnvironmentIn a Robert Halfsurvey, 68 percentof CFOs interviewedsaid it is challengingfinding skilledcandidates forprofessional-levelpositions today.The hiring environment continues to improve in accounting and finance, which isplacing pressure on employers to recruit and retain top talent. New jobs are beingcreated to support business growth, and vacated positions are being filled morerapidly. Once-lean departments are now expanding to relieve the burden on currentstaff and maintain the morale and productivity of the entire team.Two additional factors driving accounting and finance hiring are regulatory compliancemandates that call for new skill sets and the gradual but steady wave of baby boomerretirements. According to the Bureau of Labor Statistics, one-fifth of the U.S. workforcehas entered or is nearing retirement age.In addition to full-time hiring, businesses are bringing in skilled interim and projectprofessionals, who frequently possess subject matter expertise not available internally.Contingent workers are available at all experience levels and can supplement acompany’s core team when and for as long as needed. Employers also frequently useinterim assignments as a way to evaluate potential hires.3ROBERT HALF 2015 SALARY GUIDE

THE HIRING ENVIRONMENTTalent shortages for key rolesHiring demand is placing pressure on the supply of skilled workers in many specialties.In areas such as accounting and auditing, financial analysis, compliance, andbusiness systems, talent shortages are emerging. Many employers continue to operateunder the misperception that an employment market that is still recovering overallshould translate into easy hiring and only modest pay increases. This is not the case,however, for accounting and finance positions, many of which are characterizedby unemployment rates significantly below the overall unemployment rate in theUnited States.Available candidates with hard-to-find skills aren’t on the market long, andcompanies must act quickly to land top prospects. To attract and retain top performerswith sought-after skills, employers are offering competitive compensation andother incentives.CFOs were asked, “In general, how challenging is it for yourcompany to find skilled candidates for professional-levelpositions today?” Their responses:15%VERY CHALLENGING53%31%SOMEWHATCHALLENGINGNOT CHALLENGING2% — DON’T KNOW/NOT LOOKINGSource: Robert Half survey of more than 2,100 CFOs in more than 20 of the largest U.S. markets.Responses do not total 100 percent due to rounding.4ROBERT HALF 2015 SALARY GUIDE

THE HIRING ENVIRONMENTWhere the jobs areAccounting and finance professionals who can turn business intelligence into businessstrategy are in high demand. Business leaders desire professionals who can delve intothe numbers and explain their implications for top-line growth trends and possible mergerand acquisition (M&A) activity. Financial analysts and business systems analysts also areseeing strong demand as firms look for ways to boost efficiencies, control costs, andwring the most out of existing and new information systems.Across all sectors, the continued evolution of the regulatory environment is drivinghiring for risk, compliance and internal audit professionals. Firms facing highlyspecialized regulatory pressures, such as those in financial services, healthcare andenergy, commonly seek job candidates with industry-specific experience.The perennial competition between businesses and public accounting firms fortop accountants is creating demand for professionals in accounting operations.Companies also are recruiting entry-level professionals. More firms are open tohiring recent graduates with internship or volunteer experience whom they can trainfor their specific needs.5ROBERT HALF 2015 SALARY GUIDE

THE HIRING ENVIRONMENTPOSITIONS IN DEMAND Accounts receivable/payable professionalsAuditorsBusiness and business systems analystsCompliance professionalsControllers Cost accountantsFinancial analystsPayroll professionalsSenior accountantsStaff accountantsSkills in demandBusinesses seek technology expertise as more finance departments move from areporting-focused to an analytics-centric function. Big data is a trend impactingbusinesses of all sizes. Companies want individuals with: Advanced Excel skillsKnowledge of large enterprise resource planning systemsExpertise in data analytics, advanced modeling techniques and the use of SQLKnowledge of business intelligence software such as IBM Cognos and MicroStrategyAptitude with Hyperion (for analyst and financial reporting roles)Knowledge of QuickBooks (for positions with small and midsize firms)Other in-demand skills include regulatory and compliance expertise because firmshave more mandates to comply with, including the Patient Protection and AffordableCare Act (ACA), capital requirements, consumer protection and anti-moneylaundering regulations. Knowledge of Securities and Exchange requirements andgenerally accepted accounting principles remain mandatory for corporate and publicaccounting roles.As businesses expand into new countries and markets, they need staff who canensure the company is compliant with country-specific reporting mandates. Globalemployers value knowledge of International Financial Reporting Standards andmultilingual abilities.In terms of nontechnical, or soft, skills, employers are clamoring for strong verbaland written communication and presentation skills in new hires. Companies also seekindividuals who are collaborative, team-oriented and able to demonstrate initiative.6ROBERT HALF 2015 SALARY GUIDE

THE HIRING ENVIRONMENTDesirable credentialsEmployers value the following designationsbecause they demonstrate a candidate’sskills or knowledge in a particulardiscipline: CPA (certified public accountant) —still the most sought-after designationfor accounting and finance roles MBA (master of businessadministration) — for senior-levelfinance and analytical roles CFA (chartered financial analyst) CGMA (chartered global managementaccountant) CIA (certified internal auditor) CISA (certified information systemsauditor) CMA (certified management accountant) CPP (certified payroll professional) PMP (project management professional)PUBLIC ACCOUNTING OVERVIEWMuch of the public accounting hiring activity stems from catch-up hiringfollowing the Great Recession. Many firms have a dearth of talent at the senioraccountant level as a result of the hiring downturn. Candidates with threeplus years of experience are sought for tax and audit roles, although theseprofessionals are increasingly difficult to find, and the competition to hire themhas intensified. Firms are also recruiting entry-level professionals.Public accounting firms are facing the same talent-pool challenges otherorganizations are encountering as they attempt to add to their ranks. Top accountingstudents are being recruited actively while still in college, and many have job offerswell before graduation.Although many professionals start their careers in public accounting, CPA firmsface competition from the corporate sector when it comes to hiring and retention.Accounting professionals with a Big-Four background are always in demand.To hire and retain employees, public accounting firms are increasing salariesand addressing work-life balance issues. Telecommuting options and additionalvacation time are common perks as a result.7ROBERT HALF 2015 SALARY GUIDE

THE HIRING ENVIRONMENTFINANCIAL SERVICES TRENDSThe financial services sector hasundergone a transformation in itsaccountability and transparency toinvestors, governments and thepopulation at large. The morecomplex regulatory environmentmeans businesses must balancerevenue-generating activities withthe need to meet regulatorydirectives, implement new capitalstructures and manage institutionalrisk. This transformation has fueled the demand for anti-money laundering andknow-your-customer professionals, internal auditors, and risk analysts.Regulatory complexity has necessitated increased workloads and additionalspending, as well as the introduction of integrated governance, risk and complianceprograms. Businesses are challenged in finding the skilled professionals they need.Private equity and hedge fund management firms are hiring. In addition to riskand compliance roles, asset management firms need senior-level talent to helpsteer portfolio companies. Hedge fund firms seek trade support and middleoffice professionals to handle increased business activity. These organizationsalso need individuals with expertise in accounting and finance for fundaccounting, taxation, and investment and valuation analyses.The improved environment and renewed M&A activity have kept hiring steadywithin investment banking — and not just on Wall Street. A flurry of deals hastaken place in the commercial and regional banking sector. Banks are eitherstaying small or increasing their assets well beyond 10 billion to absorb thecosts of regulatory and capital planning requirements triggered at this level.Salaries are rising, particularly in risk and compliance, and many firms areoffering sign-on bonuses and other incentives.8ROBERT HALF 2015 SALARY GUIDE

THE HIRING ENVIRONMENTDEMAND GROWS FOR FINANCIAL STAFF IN HEALTHCAREThe provisions of the ACA will continue to affect businesses and theneed for finance and accounting staff in 2015. The law is complex, andfinancial professionals are needed to help employers understand andcomply with its new tax provisions, coverage mandates, informationreporting requirements and other stipulations.Also driving a need for additional staff in 2015 at healthcareorganizations is the postponement of the 10th revision of the WorldHealth Organization’s International Classification of Diseases (ICD-10).In March 2014, Congress delayed the original deadline for conversionuntil 2015, making this a big focus throughout the year.In addition, continued consolidation of nonprofit and for-profit hospitaloperators will boost demand for accountants who can offer expertise onpartnership creation, financial processes integration, cost accountingand access to capital these mergers require. The transition to electronicmedical records and the increase in technical systems upgradeshave given healthcare organizations large amounts of data. Businessintelligence analysts are needed to turn this data into strategic guidance.The aging baby boomer demographic with its greater life expectancyis prompting organizations to add accountants skilled in creatingfinancial plans to help clients prepare for future ongoing healthcarecosts. The increasing number of patients with health insurance willfurther drive the need for finance managers, revenue cycle professionalsand compliance specialists.For the latest on provisions of the ACA, download a freecopy of Robert Half’s What Every Business Needs to KnowAbout the Patient Protection and Affordable Care Act atroberthalf.com/affordable-care-act.9ROBERT HALF 2015 SALARY GUIDE

Accounting and Finance SalariesCORPORATE ACCOUNTING2014Title%Change2015Chief Financial Officer a – Company Sales in Millions 500 250 to 500 100 to 250 50 to 100To 50 284,000 199,000 142,000 116,500 101,000 - 449,000297,500204,000167,000148,000 291,250207,000148,750121,750105,250- %3.2%(The above category assumes there is a corporate controller who reports to the CFO.)Treasurer a – Company Sales in Millions 500 250 to 500 100 to 250 50 to 100To 50 283,000 197,750 135,000 114,750 100,750 - 437,750291,500197,500160,750137,250 291,000204,500140,250119,250103,250- %2.9% 364,000277,000199,000160,750130,000 231,750188,750146,000119,00096,250- %3.1% 229,500194,250159,000140,250122,750 159,250138,250117,500108,50097,250- %3.2% 152,500 - 209,000 134,500 - 184,500 112,000 - 148,500 99,250 - 132,250 85,500 - 116,7503.2%3.2%3.2%3.1%3.1%Vice President of Finance a – Company Sales in Millions 500 250 to 500 100 to 250 50 to 100To 50 225,000 182,750 141,000 115,250 92,500 -Director of Finance a – Company Sales in Millions 500 250 to 500 100 to 250 50 to 100To 50 153,750 131,750 113,000 104,000 93,000 -Director of Accounting – Company Sales in Millions 500 250 to 500 100 to 250 50 to 100To 50 145,000 - 205,250 129,750 - 179,250 108,750 - 143,750 95,750 - 128,750 82,500 - 113,750a. Bonuses and incentives reflect an increasingly large part of overall pay at this level and are not included in thesalary ranges listed above. Advanced degrees or professional certifications also are assumed at this level.Unless otherwise noted (see footnote “a”), add 5-15 percent for graduate degrees or professional certifications.The figures listed on Pages 10-24 are average national starting salaries. To calculate the appropriate salary range foryour market, please refer to the local variance information beginning on Page 25.10ROBERT HALF 2015 SALARY GUIDE

ACCOUNTING AND FINANCE SALARIESCORPORATE ACCOUNTING2014Title%Change2015Director of Financial Reporting – Company Sales in Millions 500 250 to 500 100 to 250 50 to 100To 50 147,500 137,250 123,750 109,000 95,500 - 212,000183,000164,750146,250126,500 154,000142,750128,250111,75099,750- %3.2% 216,000183,750156,000136,000119,000 159,000140,000123,500105,00092,000- %3.4% 153,000 - 209,000 129,500 - 172,250 108,250 - 148,250 90,000 - 124,750 79,250 - 106,0004.2%4.3%4.3%3.7%3.5% %3.5% 118,500 - 160,000 107,000 - 139,500 89,000 - 115,500 75,250 - 99,500 63,500 - 87,7504.1%4.0%4.1%3.4%3.6% 114,000 - 159,000 104,000 - 137,000 89,000 - 113,750 74,500 - 98,000 62,500 - 85,0003.8%3.9%3.7%3.3%3.1%Corporate Controller a – Company Sales in Millions 500 250 to 500 100 to 250 50 to 100To 50 152,750 135,500 118,250 102,000 89,000 -Controller a – Company Sales in Millions 500 250 to 500 100 to 250 50 to 100To 50 145,750 - 201,500 123,500 - 165,750 103,250 - 142,750 85,000 - 122,000 74,500 - 104,500Divisional Controller a – Company Sales in Millions 500 250 to 500 100 to 250 50 to 100To 50 135,500 - 188,000 123,750 - 166,000 108,500 - 145,250 97,500 - 126,750 85,250 - 115,000141,750129,000112,500101,50089,500- Assistant Controller a – Company Sales in Millions 500 250 to 500 100 to 250 50 to 100To 50 113,500 - 154,000 102,000 - 135,000 85,000 - 111,500 72,750 - 96,250 60,500 - 85,500Assistant Treasurer – Company Sales in Millions 500 250 to 500 100 to 250 50 to 100To 50 109,500 - 153,500 99,750 - 132,250 84,500 - 111,000 71,000 - 96,000 59,750 - 83,250a. Bonuses and incentives reflect an increasingly large part of overall pay at this level and are not included in thesalary ranges listed above. Advanced degrees or professional certifications also are assumed at this level.Unless otherwise noted (see footnote “a”), add 5-15 percent for graduate degrees or professional certifications.11ROBERT HALF 2015 SALARY GUIDE

ACCOUNTING AND FINANCE SALARIESCORPORATE ACCOUNTING%Change20142015 152,000 - 249,500 110,500 - 169,750 158,500 - 257,750 114,500 - 176,2503.7%3.7% 112,000 - 158,250 88,000 - 124,7503.6%3.8%Title/ExperienceTax Director a – Company Sales in Millions 250 100 to 250Tax Manager – Company Sales in Millions 250 50 to 250 106,750 - 154,000 85,000 - 120,000(The title above is a senior management position. The tax manager titles on Page 14 are line-manager positions.)Compliance – Large Companies bChief Compliance OfficerCompliance DirectorCompliance OfficerSenior Compliance AnalystCompliance Analyst 162,250 - 232,000 134,500 - 184,500 106,000 - 143,750 82,000 - 108,250 64,250 - 86,250 169,500 - 240,750 140,000 - 191,750 109,500 - 150,000 86,000 - 112,000 67,500 - 89,0004.1%4.0%3.9%4.1%4.0% 136,500 - 189,250 116,500 - 155,500 96,250 - 127,250 73,750 - 99,000 60,750 - 80,250 141,750 - 197,000 120,500 - 162,250 99,750 - 132,750 76,000 - 103,750 62,500 - 84,0004.0%4.0%4.0%4.1%3.9% 112,000 - 150,250 95,500 - 128,000 79,000 - 104,750 64,500 - 86,000 51,750 - 69,750 116,500 - 156,000 99,000 - 133,250 82,500 - 108,500 67,500 - 89,000 54,750 - 71,5003.9%3.9%3.9%4.0%3.9%Compliance – Midsize Companies bChief Compliance OfficerCompliance DirectorCompliance OfficerSenior Compliance AnalystCompliance AnalystCompliance – Small Companies bChief Compliance OfficerCompliance DirectorCompliance OfficerSenior Compliance AnalystCompliance AnalystChief Audit Executive/Vice President, Internal Audit/Internal Audit Director –Company Sales in Millions 500 250 to 500 100 to 250 167,500 - 257,500 131,750 - 191,000 109,000 - 152,000a. Bonuses and incentives reflect an increasingly largepart of overall pay at this level and are not included inthe salary ranges listed above. Advanced degrees orprofessional certifications also are assumed at this level. 174,750 - 266,500 137,250 - 198,000 113,500 - 157,5003.8%3.9%3.8%b. Large companies 250 million in salesMidsize companies 25 million to 250 million in salesSmall companies up to 25 million in salesUnless otherwise noted (see footnote “a”), add 5-15 percent for graduate degrees or professional certifications.12ROBERT HALF 2015 SALARY GUIDE

ACCOUNTING AND FINANCE SALARIESCORPORATE ACCOUNTING2014Title/Experience%Change2015Internal Auditor – Large Companies bManagerSenior1 to 3 YearsUp to 1 Year 96,500 76,500 59,000 50,000 - 138,000102,50080,25062,000 100,000 - 144,250 80,000 - 106,250 61,500 - 83,250 52,000 - 64,2504.2%4.1%3.9%3.8% 84,250 71,500 55,000 47,500 - 116,00090,25075,25060,500 121,25094,25077,75062,7504.2%4.0%3.8%3.9% 105,500 - 152,500 91,000 - 120,750 68,000 - 93,250 57,500 - 72,750 110,000 - 158,500 94,750 - 125,500 71,000 - 96,250 59,750 - 75,5004.1%4.0%3.7%3.8% 136,000104,75085,50068,500 101,750 - 141,000 86,000 - 108,750 67,000 - 88,250 54,500 - 70,7503.9%3.9%3.5%3.5% 103,750 - 142,250 82,500 - 104,250 62,750 - 80,250 50,250 - 62,750 108,000 - 147,250 86,500 - 107,000 65,250 - 82,500 52,500 - 64,2503.8%3.6%3.3%3.3%Internal Auditor – Midsize Companies bManagerSenior1 to 3 YearsUp to 1 Year87,50074,00057,50049,500- IT Auditor – Large Companies bManagerSenior1 to 3 YearsUp to 1 YearIT Auditor – Midsize Companies bManagerSenior1 to 3 YearsUp to 1 Year97,750 82,750 64,500 52,500 - Financial Reporting – Large Companies bManagerSenior1 to 3 YearsUp to 1 YearFinancial Reporting – Midsize Companies bManagerSenior1 to 3 YearsUp to 1 Year 93,250 74,500 59,750 47,500 - 123,50094,75073,75059,500 97,25077,00062,50050,250- 127,50098,50075,50060,2503.7%3.7%3.4%3.3%85,500 70,500 58,250 49,250 - 106,50085,00070,00058,250 88,00072,50059,75050,500- 111,25088,50073,00060,5003.8%3.5%3.5%3.3%Financial Reporting – Small Companies bManagerSenior1 to 3 YearsUp to 1 Year b. Large companies 250 million in salesMidsize companies 25 million to 250 million in salesSmall companies up to 25 million in salesUnless otherwise noted (see footnote “a”), add 5-15 percent for graduate degrees or professional certifications.13ROBERT HALF 2015 SALARY GUIDE

ACCOUNTING AND FINANCE SALARIESCORPORATE ACCOUNTING2014Title/Experience%Change2015General Accountant – Large Companies bManagerSenior1 to 3 YearsUp to 1 Year 80,750 65,250 51,500 43,250 - 113,75085,25067,25053,500 84,50068,75053,75045,250- 118,00087,75069,50055,2504.1%4.0%3.8%3.9%70,750 58,750 47,500 40,000 - 94,50077,00062,75051,500 74,50061,25049,25042,750- 97,50079,75065,25052,2504.1%3.9%3.9%3.8% 63,750 54,000 42,750 38,000 - 86,00068,75057,75046,500 67,00057,50045,50040,500- 88,75070,00059,00047,2504.0%3.9%4.0%3.8% 82,500 66,750 52,500 44,500 - 113,00088,50068,75056,250 86,50069,75054,75046,750- 116,50091,50071,00057,7503.8%3.9%3.7%3.7% 73,250 60,500 48,500 43,000 - 97,50078,75065,00053,000 77,25064,00051,00044,750- 100,00080,50066,75054,7503.8%3.8%3.7%3.6% 88,250 72,500 53,750 45,500 - 125,25093,00073,00058,250 92,50076,00056,00047,500- 129,25096,00075,50060,0003.9%3.9%3.7%3.6% 76,000 61,000 50,750 44,000 - 105,50083,25067,25055,750 80,00064,00053,00046,000- 108,50085,75069,50057,5003.9%3.8%3.8%3.8%General Accountant – Midsize Companies bManagerSenior1 to 3 YearsUp to 1 Year General Accountant – Small Companies bManagerSenior1 to 3 YearsUp to 1 YearCost Accountant – Large Companies bManagerSenior1 to 3 YearsUp to 1 YearCost Accountant – Midsize Companies bManagerSenior1 to 3 YearsUp to 1 YearTax Accountant – Large Companies bManagerSenior1 to 3 YearsUp to 1 YearTax Accountant – Midsize Companies bManagerSenior1 to 3 YearsUp to 1 Yearb. Large companies 250 million in salesMidsize companies 25 million to 250 million in salesSmall companies up to 25 million in salesUnless otherwise noted (see footnote “a”), add 5-15 percent for graduate degrees or professional certifications.14ROBERT HALF 2015 SALARY GUIDE

ACCOUNTING AND FINANCE SALARIESCORPORATE ACCOUNTING2014Title/Experience%Change2015Financial Analyst – Large Companies bManagerSenior1 to 3 YearsUp to 1 Year 90,000 74,000 56,000 45,250 - 125,00097,00075,50059,000 94,75077,75058,50047,500- 129,750100,75078,75061,2504.4%4.4%4.4%4.3% 79,750 66,750 52,500 44,000 - 108,00088,50070,00054,250 83,50070,00055,25046,000- 112,50091,75072,50056,2504.4%4.2%4.3%4.1% 70,000 57,750 47,250 41,250 - 91,00076,00062,25049,500 73,50060,00049,25043,250- 94,50079,50065,00051,2504.3%4.3%4.3%4.1% 86,000 71,000 53,500 44,000 - 121,00093,50074,25057,750 90,00074,50056,00046,250- 125,50096,75077,00059,5004.1%4.1%4.1%3.9% 78,500 65,500 51,000 42,500 - 104,75085,25069,00053,500 82,25068,50053,00044,250- 108,50088,50071,75055,5004.1%4.1%4.0%3.9% 66,000 55,500 45,500 39,000 - 89,00073,75061,00049,250 68,00057,75047,00040,500- 93,00076,50063,50051,0003.9%3.9%3.8%3.7%Financial Analyst – Midsize Companies bManagerSenior1 to 3 YearsUp to 1 YearFinancial Analyst – Small Companies bManagerSenior1 to 3 YearsUp to 1 YearBudget Analyst – Large Companies bManagerSenior1 to 3 YearsUp to 1 YearBudget Analyst – Midsize Companies bManagerSenior1 to 3 YearsUp to 1 YearBudget Analyst – Small Companies bManagerSenior1 to 3 YearsUp to 1 Yearb. Large companies 250 million in salesMidsize companies 25 million to 250 million in salesSmall companies up to 25 million in salesUnless otherwise noted (see footnote “a”), add 5-15 percent for graduate degrees or professional certifications.15ROBERT HALF 2015 SALARY GUIDE

ACCOUNTING AND FINANCE SALARIESCORPORATE ACCOUNTING2014Title/Experience%Change2015Treasury Analyst – Large Companies bManagerSenior1 to 3 YearsUp to 1 YearTreasury Analyst – 86,750 72,000 54,250 43,750 - 122,00093,50073,50057,250 89,50074,50056,50045,500- 127,00097,00076,00059,2503.7%3.6%3.7%3.7% 78,250 65,000 51,250 41,500 - 104,00085,00067,00054,000 81,50067,50053,50043,250- 107,00087,50069,00055,5003.4%3.3%3.6%3.4% 66,750 56,000 45,750 39,250 - 89,25073,25061,25048,750 69,25058,50048,00040,750- 92,25075,00062,50050,2503.5%3.3%3.3%3.4% 86,250 71,500 55,000 44,750 - 121,25093,25073,75057,000 90,00074,50057,50047,250- 124,75096,00075,50058,0003.5%3.5%3.3%3.4% 77,750 64,750 50,000 42,250 - 103,75084,75068,25053,250 80,75067,00052,00044,250- 107,00087,50070,25054,5003.4%3.3%3.4%3.4% 67,000 56,250 45,500 39,000 - 89,50073,25060,75049,000 70,00057,50047,50041,000- 92,00076,50062,50050,0003.5%3.5%3.5%3.4%Midsize Companies bManagerSenior1 to 3 YearsUp to 1 YearTreasury Analyst – Small Companies bManagerSenior1 to 3 YearsUp to 1 YearCost Analyst – Large Companies bManagerSenior1 to 3 YearsUp to 1 YearCost Analyst – Midsize Companies bManagerSenior1 to 3 YearsUp to 1 YearCost Analyst – Small Companies bManagerSenior1 to 3 YearsUp to 1 Yearb. Large companies 250 million in salesMidsize companies 25 million to 250 million in salesSmall companies up to 25 million in salesUnless otherwise noted (see footnote “a”), add 5-15 percent for graduate degrees or professional certifications.16ROBERT HALF 2015 SALARY GUIDE

ACCOUNTING AND FINANCE SALARIESCORPORATE ACCOUNTING2014Title/Experience%Change2015Business Analyst – Large Companies bManagerSenior1 to 3 YearsUp to 1 Year 86,000 73,750 56,500 47,250 - 119,00097,25078,75062,000 90,25078,00059,50050,000- 123,750100,50081,50063,7504.4%4.4%4.3%4.1%86,250 73,500 56,750 46,750 - 117,00096,50077,00062,250 89,75077,50059,00049,750- 122,50099,50080,50063,7504.4%4.1%4.3%4.1% 107,750 - 136,000 93,750 - 110,000 77,500 - 93,750 67,250 - 78,7504.2%4.2%4.1%4.1% 105,750 - 127,750 91,750 - 108,500 77,250 - 92,000 66,250 - 77,0004.1%4.2%4.0%4.0%Business Analyst – Midsize Companies bManagerSenior1 to 3 YearsUp to 1 Year Business Intelligence Analyst – Large Companies bManagerSenior1 to 3 YearsUp to 1 Year 103,000 - 131,000 88,000 - 107,500 74,000 - 90,500 64,000 - 76,250Business Intelligence Analyst – Midsize Companies bManagerSenior1 to 3 YearsUp to 1 Year 101,500 - 122,750 87,500 - 104,750 73,500 - 89,250 63,250 - 74,500Business Systems Analyst – Large Companies bManagerSenior1 to 3 YearsUp to 1 Year 93,500 77,750 62,500 51,250 - 118,25095,25077,00063,000 97,25081,00065,25053,750- 123,50099,25080,25065,2504.3%4.2%4.3%4.2% 110,25088,50072,00059,000 90,75075,00060,75050,500- 114,75092,25074,75061,0004.2%4.2%4.0%4.2%Business Systems Analyst – Midsize Companies bManagerSenior1 to 3 YearsUp to 1 Year 87,000 72,000 58,250 48,000 -b. Large companies 250 million in salesMidsize companies 25 million to 250 million in salesSmall companies up to 25 million in salesUnless otherwise noted (see footnote “a”), add 5-15 percent for graduate degrees or professional certifications.17ROBERT HALF 2015 SALARY GUIDE

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2 ROBERT HALF 2015 SALARY GUIDE Understanding the Salary Guide For decades, companies have used the Salary Guide to set compensation levels for new employees, plan budgets and better understand the hiring environment. In addition, the Salary Guide is so highly regarded that the U.S. Department of Labor’s Bureau of Labor Stati

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Last salary change was an increase of 5% 8% of comp not salary related (ie. bonus) IT Staff 87,655 118,231 139,557 Average Salary per years worked Average of 16 years working Average salary AUD 100,871 Last salary change was an increase of 9% 18% of comp not salary related (ie. bonus) TechTarget, 2016 APAC Salary .

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In the English writing system, many of the graphemes (letters and letter groups) have more than one possible pronunciation. Sometimes, specific sequences of letters can alert the reader to the possible pronunciation required; for example, note the letter sequences shown as ‘hollow letters’ in this guide as in ‘watch’, ‘salt’ and ‘city’ - indicating that, in these words with .