Professional Documents
Culture Documents
8
1
4
2
3
6 5
7
8
9
8 Pacific Northwest
Alaska
Idaho
Montana
Oregon
6 East South Central Washington
Alabama Wyoming
Kentucky
Mississippi 9 Pacific Southwest
Tennessee Arizona
California
7 West South Central Colorado
Arkansas Hawaii
Louisiana Nevada
Oklahoma New Mexico
Texas Utah
Published in 2005 by
The American Institute of Architects
1735 New York Avenue, NW
Washington, D.C. 20006
Report prepared by
Kermit Baker, PhD, Hon. AIA, Diego Saltes, and Jennifer Riskus
Economics and Market Research, AIA Public Advocacy
The American Institute of Architects
ACKNOWLEDGMENTS
AIA national component staff
Irica Cheeks, Bill Choi, Pam del Canto, Anne Dow, Brenda Henderson, Hon. AIA, Janet
Rumbarger, Phil Simon
Special thanks to the Large Firm Roundtable Human Resources Group and the Council
of Architectural Component Executives for their assistance.
CONTENTS
I. OV E R V I E W . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
Incentive Compensation Forms Portion of Gains. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
Technical Staff at Firms Pace Compensation Gains . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
Compensation Higher at Larger Firms . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
Principal/Partner Compensation Also Higher at Larger Firms. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
Benefits More Extensive at Larger Firms . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
I I . C O M P E N S AT I O N AT A R C H I T E C T U R E F I R M S . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
Intern Compensation Highest in Northeast. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
Premiums Often Offered for Master’s Degree, Licensure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
Sign-on Bonuses Decline in Popularity with Slower Economy. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
Larger Firms Offer Higher Compensation for Principals and Partners . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
I I I . E M P L OY E E B E N E F I T S . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
Medical Coverage . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
Value of Benefits as Percentage of Base Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
Incentives for Registration . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
Paid Days Off . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
I V. C O M P E N S AT I O N TA B L E S . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
Compensation Table Coverage . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
Definitions of MSAs by County/City . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
Definitions of Positions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
National: All Firms . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
Firm Size . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
Regional . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26
State and Metro Area . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35
A P P E N D I X 1 . S U R V E Y M E T H O D O L O G Y . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 120
A P P E N D I X 2 . 2 0 0 5 C O M P E N S AT I O N S U R V E Y Q U E S T I O N N A I R E . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 122
I N D E X O F TA B L E S A N D C H A R T S . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 128
I. OVERVIEW
average compensation
for architect positions index: 1990 Q1=100
positions at U.S. architecture firms
$80,000 200
increased more than 10% between
2002 and 2005,1 or at about a 3.3% 70,000 62,600
annual compound growth rate. While
58,800
this growth rate was below the rate 60,000 175
the profession experienced between 48,900
50,000 41,900
1999 and 2002 (5.1% per year) and
1996 to 1999 (5.3%), it represents a 40,000 36,500 150
34,400
significant increase in compensation,
particularly given that professional 30,000
salaries in our economy managed to
20,000 125
grow only 2.5% per year on average
over these three years, according to 10,000
U.S. Department of Labor figures.
0 100
Since the recession of the early
1990 1993 1996 1999 2002 2005
1990s, when compensation for archi-
tecture positions failed to keep pace Architect salaries indexed, right axis**
Architect compensation, left axis*
even with overall inflation, architects Professional salaries indexed, right axis**
and interns working at architecture *Average compensation for all architecture positions, including overtime, bonuses, and incentive
firms have experienced a notable compensation; compensation presented as of first quarter of year.
improvement in compensation. **Salaries indexed: 1990 Q1 = 100; all computed for Q1 of year presented; professional category
includes professional, specialty, and technical occupations.
EXHIBIT 1.2 Managers Pace Compensation Gains Between 1996 and 2005, architec-
average annual compensation including overtime, bonuses, and other ture positions have seen compensa-
incentive compensation; and average increases over period; averages for tion increases totaling almost 50%,
all architecture firms excluding principal/partner positions while compensation for professional,
specialty, and technical positions at
Average Annual Increase in U.S. companies increased by less
Average Compensation Compensation
than 32% (Exhibit 1.1).
1999 2002 2005 1999–2002 2002–2005 While compensation has
total net of total net of increased for architecture posi-
inflation inflation tions at all levels of experience
Managers/dept. heads* $67,500 $77,300 $85,800 4.6% 1.8% 3.5% 1.3% and job responsibility, managers
Architect/designers** 46,100 52,600 57,700 4.5 1.6 3.1 0.9 and department heads have en-
joyed the strongest gains in recent
Interns*** 31,400 35,300 38,800 4.0 1.1 3.2 1.0
years, as have architecture staff with
*Includes department heads, senior managers, and project managers. responsibility for directing major
departments or functions within
**Includes senior architects/designers and architects/designers I, II, III.
the firm, or for managing significant
***Includes entry-level, second-year, and third-year interns.
aspects of design projects. These
positions saw increases of 11%
between 2002 and 2005, slightly
more than the gains realized by
1
The AIA compensation surveys request that firms provide information as of January 1 of the year of the sur- staff architects and nonregistered
veys. Information presented in this report pertains to salaries at the beginning of each of the survey years.
Compensation is defined to include base pay plus overtime pay, bonuses, profit sharing, and other cash architecture designers (graduates of
compensation. In the detailed compensation tables included in this report, base pay is broken out from ad- accredited architecture programs,
ditional cash compensation. The value of employee benefits is not included in the compensation figures. but without an architecture license).
Number of Employees
9% 8.1%
6.9%
6 5.0%
-9 -8.1%
-12
-11.4%
-15
-15%
New England Middle East North West North South Atlantic East South West South Pacific Pacific
Atlantic Central Central Central Central Northwest Southwest
packages that firms need to offer EXHIBIT 2.3 More than Four in Ten Firms Paid Premium for Master’s Degree
to attract qualified applicants % of firms by level of additional starting salaries for master’s degree holders, 2005
(Exhibit 2.2).
EXHIBIT 3.2 Employee Medical Coverage Continues to Be the Most Widespread Benefit Offered
Number of Employees
Other 7 13 16 21 26 37 23 17 12
EXHIBIT 3.3 More than Half of Firms Pay All of the Cost of Employee Medical Coverage
medical coverage—employee only (percent of firms)
Number of Employees
EXHIBIT 3.4 Nearly 80% of Firms Pay at Least 75% of the Premium Cost for Employee Medical Coverage
medical coverage for employee—share of cost paid by the firm
Number of Employees
EXHIBIT 3.5 Most Firms Pay Only Part of the Cost of Dependent Medical Care
medical coverage—dependents (percent of firms)
Number of Employees
EXHIBIT 3.6 Value of Benefits as a Percentage of Total Base Pay Is Equal for Professional and Technical Positions
value of benefits—as percentage of annual base pay
Number of Employees
EXHIBIT 3.7 Paid Leave for Taking the Exam Is the Most Widespread Incentive Offered for Registration
percent of firms offering incentive
Number of Employees
All firms
Registration incentives offered Fewer than 5 5 to 9 10 to 19 20 to 49 50 to 99 100 to 249 250 or more 2005
Paid leave for taking the exam 45% 61% 66% 69% 68% 78% 62% 64%
Reimbursement for exam fee 36 47 58 64 79 88 69 57
Reimbursement for preparatory courses 18 21 30 24 29 46 62 26
Other 6 14 21 25 32 25 31 20
EXHIBIT 3.8 Total Number of Paid Days Off Is Higher for Larger Firms
average paid days off by firm size
Number of Employees
Professional staff 7 8 8 8 8 8 8 8
Technical and administrative staff 11 11 11 11 9 9 11 11
Part-time and hourly staff 5 5 5 5 4 4 7 5
Other paid time off 2 2 3 4 7 8 5 3
Total 25 25 26 27 28 28 30 26
Compensation Table Coverage 36 positions by six firm size catego- 75% are higher. The median is the
The data in the following compen- ries, from fewer than 10 employees midpoint in the range of values,
sation tables were included only if to 250 or more employees. The next where 50% are higher than the fig-
they met strict reporting criteria. For set of tables reports data by the nine ure given and 50% are lower. The
a geographic area to be reported, at regions of the country. The remain- upper quartile marks where 75% of
least 10 offices (establishments) had ing tables report data for 30 states the reported values are lower than
to respond to the AIA survey. Within and 33 Metropolitan Statistical the figure given and 25% are higher.
the tables, at least five respond- Areas (MSAs). The tables are orga- Mean additional cash is additional
ing offices were required in order nized alphabetically by state, with cash compensation beyond base
to report mean/median data, and the metro area tables following the pay, including overtime pay (discre-
at least seven responding offices to appropriate state. In cases where tionary and/or mandated by law),
report upper and lower quartile data enough responses were received to bonuses, profit sharing, and/or other
for a position. Positions for which report data at more detailed levels cash compensation. The value of
fewer than five offices responded (e.g., city), those tables follow the employee benefits is not included,
were not included. A blank space in appropriate metro area table. but chapter III provides information
a table indicates insufficient infor- For all compensation tables, on this subject.
mation to report that piece of data. the mean, median, and upper and Metropolitan area results are
In addition, data were suppressed in lower quartiles include base pay based on linking reported ZIP Codes
instances where small sample sizes only. The mean gives the average to standard MSAs as defined by
produced other discrepancies. annual full-time base pay for each the U.S. Office of Management and
Following the table of national position. The lower quartile marks Budget. Most MSAs encompass a
data, the first set of tables in this sec- where 25% of the reported values number of counties. MSAs reported
tion reports compensation data for are lower than the figure given and in this survey are listed below.
D E FINITIONS OF MSAs Columbus, OH: Delaware, Fairfield, Philadelphia, PA-NJ: Bucks, Burlington,
B Y C OUNTY/CITY Franklin, Licking, Madison, Pickaway Camden, Chester, Delaware, Gloucester,
Montgomery, Philadelphia, Salem
Atlanta, GA: Barrow, Bartow, Carroll, Dallas, TX: Collin, Dallas, Denton, Ellis,
Cherokee, Clayton, Cobb, Coweta, De Henderson, Hunt, Kaufman, Rockwall Phoenix-Mesa, AZ: Maricopa, Pinal
Kalb, Douglas, Fayette, Forsyth, Fulton, Denver, CO: Adams, Arapahoe, Denver, Pittsburgh, PA: Allegheny, Beaver, Butler,
Gwinnett, Henry, Newton, Paulding, Douglas, Jefferson Fayette, Washington, Westmoreland
Pickens, Rockdale, Spalding, Walton
Houston, TX: Chambers, Fort Bend, Portland-Vancouver, OR-WA: Clackamas,
Austin-San Marcos, TX: Bastrop, Harris, Liberty, Montgomery, Waller Clark, Columbia, Multnomah,
Caldwell, Hays, Travis, Williamson
Washington, Yamhill
Kansas City, MO-KS: Cass, Clay,
Baltimore, MD: Anne Arundel, Baltimore, Clinton, Jackson, Johnson, Lafayette, Raleigh-Durham-Chapel Hill, NC:
Baltimore City, Carroll, Harford, Howard, Leavenworth, Miami, Platte, Ray, Chatham, Durham, Franklin, Johnston,
Queen Anne’s Wyandotte Orange, Wake
Boston, MA-NH: Bristol, Essex, Los Angeles-Long Beach, CA: Los Angeles Richmond-Petersburg, VA: Charles City,
Middlesex, Norfolk, Plymouth,
Chesterfield, Colonial Heights City,
Rockingham, Suffolk, Worcester Milwaukee-Waukesha, WI:
Dinwiddie, Goochland, Hanover, Henrico,
Milwaukee, Ozaukee, Washington,
Charlotte-Gastonia-Rock Hill, NC-SC: Hopewell City, New Kent, Petersburg City,
Waukesha
Cabarrus, Gaston, Lincoln, Mecklenburg, Powhatan, Prince George, Richmond City
Rowan, Union, York Minneapolis-St. Paul, MN-WI: Anoka,
Sacramento, CA: El Dorado, Placer,
Carver, Chisago, Dakota, Hennepin,
Chicago, IL: Cook, De Kalb, Du Page, Sacramento
Isanti, Pierce, Ramsey, Saint Croix, Scott,
Grundy, Kane, Kendall, Lake, McHenry, Sherburne, Washington, Wright St. Louis, MO-IL: Clinton, Franklin,
Will
Jefferson, Jersey, Lincoln, Madison,
New York, NY: Bronx, Kings, New York,
Cincinnati, OH-KY-IN: Boone (OH), Monroe, Saint Charles, St. Clair, St. Louis,
Putnam, Queens, Richmond, Rockland,
Boone (KY), Brown, Campbell, Clermont, St. Louis City, Warren
Westchester
Dearborn, Gallatin, Grant, Hamilton,
Salt Lake City-Ogden, UT: Davis, Salt
Kenton, Ohio, Pendleton, Warren Orange County, CA: Orange
Lake, Weber
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Department head/senior manager $87,700 $72,000 $85,600 $100,000 $11,300 717 1835
Project manager 71,900 61,000 73,000 80,700 5,500 887 2864
Senior architect/designer 68,700 60,000 68,900 78,300 4,300 698 2511
Architect/designer III 57,500 50,800 58,000 64,400 3,300 630 2155
Architect/designer II 49,800 45,000 50,000 55,000 2,600 734 2504
Architect/designer I 42,200 37,700 41,600 46,000 2,100 774 2395
Third-year intern 39,800 35,000 39,700 45,000 2,100 511 1156
Second-year intern 36,200 33,600 35,900 39,600 1,600 384 768
Entry-level intern 33,100 30,000 34,000 36,000 1,500 339 684
Student 25,100 20,400 25,000 29,000 500 217 393
M/E/P engineer (up to 5 yrs) 51,400 46,500 51,500 57,800 1,100 84 334
M/E/P engineer (more than 5 yrs) 75,500 71,000 77,500 81,800 2,600 116 839
C/S engineer (up to 5 yrs) 54,900 47,200 59,000 59,000 1,000 62 302
C/S engineer (more than 5 yrs) 74,500 68,400 76,000 80,000 3,100 97 640
Interior designer (up to 5 yrs) 40,200 35,000 38,900 44,800 1,900 311 755
Interior designer (more than 5 yrs) 58,900 50,000 58,000 67,500 3,400 339 1031
Landscape architect 57,500 50,100 56,300 63,000 2,300 94 251
Urban planner 62,200 50,700 61,300 71,100 4,000 50 177
Graphic designer 47,100 40,000 46,100 54,500 2,100 152 319
Construction administrator 62,600 55,000 63,000 70,000 4,300 244 559
Specification writer 65,800 55,800 65,600 74,000 3,500 121 173
CAD manager 56,000 45,000 57,000 66,700 1,900 208 312
Architectural drafter 37,800 33,000 37,100 42,500 1,500 381 1110
IT manager/director 68,800 54,700 65,000 83,400 3,900 214 248
Controller 73,000 55,300 68,600 85,600 6,000 276 297
Bookkeeper 42,000 35,000 40,200 50,000 2,300 405 474
Accounting clerk 38,300 34,000 39,100 41,000 1,300 195 450
Business Development manager 77,100 60,000 75,500 90,000 4,900 167 196
Marketing manager 66,100 50,000 61,700 75,600 2,600 259 346
Marketing assistant 42,800 36,600 42,500 50,600 1,500 260 509
Human Resources director 76,400 57,300 73,400 90,800 6,000 71 72
Human Resources manager 54,900 43,300 52,000 66,800 3,000 71 72
Office manager 43,700 34,300 42,000 51,100 2,300 500 533
Administrative assistant 37,100 33,400 37,100 41,000 1,200 489 1457
Receptionist 29,600 25,400 30,000 33,700 900 512 576
Librarian 40,200 31,000 43,100 47,900 1,500 55 69
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Department head/senior manager $76,100 $57,600 $75,000 $88,500 $8,600 175 237
Project manager 63,300 53,000 60,000 72,300 4,000 201 267
Senior architect/designer 57,500 51,000 55,000 63,600 2,900 132 162
Architect/designer III 50,000 43,200 49,000 55,000 2,900 108 134
Architect/designer II 45,500 40,000 45,000 50,000 2,500 150 197
Architect/designer I 39,500 36,000 40,000 44,000 1,800 202 287
Third-year intern 38,300 33,600 38,000 44,000 1,700 124 155
Second-year intern 33,500 30,000 34,000 36,000 1,200 98 114
Entry-level intern 30,300 26,000 30,000 34,000 900 65 71
Student 23,200 20,400 22,900 26,000 600 49 57
M/E/P engineer (up to 5 yrs)
M/E/P engineer (more than 5 yrs)
C/S engineer (up to 5 yrs)
C/S engineer (more than 5 yrs)
Interior designer (up to 5 yrs) 38,300 30,000 36,000 47,500 1,600 31 37
Interior designer (more than 5 yrs) 47,800 38,900 45,500 56,800 1,600 26 26
Landscape architect
Urban planner
Graphic designer
Construction administrator 54,600 41,500 53,500 64,400 2,700 22 24
Specification writer
CAD manager 41,600 35,000 41,300 45,000 2,200 28 31
Architectural drafter 34,100 28,100 33,000 38,000 1,400 93 124
IT manager/director
Controller 50,900 40,000 45,500 57,800 3,100 22 22
Bookkeeper 33,300 28,000 35,000 40,000 1,200 69 69
Accounting clerk 26,100 23,200 2,300 5 5
Business Development manager 77,800 90,000 1,300 5 5
Marketing manager 48,700 40,300 48,000 52,500 800 10 10
Marketing assistant
Human Resources director
Human Resources manager
Office manager 37,000 30,000 35,000 42,000 2,000 149 149
Administrative assistant 29,700 26,000 30,000 33,000 900 54 55
Receptionist 26,900 21,200 26,000 31,500 700 35 35
Librarian
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Department head/senior manager $82,000 $65,000 $78,000 $91,300 $9,200 200 334
Project manager 64,000 55,000 61,400 72,000 5,100 271 532
Senior architect/designer 59,700 50,000 58,300 69,700 3,400 190 317
Architect/designer III 51,900 45,800 51,000 58,200 3,500 171 276
Architect/designer II 46,400 42,000 45,000 51,000 2,700 211 402
Architect/designer I 40,200 36,000 40,000 43,100 2,400 220 428
Third-year intern 37,800 33,000 37,800 41,700 1,800 144 245
Second-year intern 34,400 32,000 34,400 37,000 1,800 98 135
Entry-level intern 30,700 28,000 30,300 34,000 1,000 95 124
Student 23,100 20,000 24,000 26,000 500 60 79
M/E/P engineer (up to 5 yrs) 44,700 41,000 1,700 5 7
M/E/P engineer (more than 5 yrs) 71,400 64,500 70,600 80,000 3,900 12 22
C/S engineer (up to 5 yrs)
C/S engineer (more than 5 yrs) 70,700 65,000 70,000 81,700 5,300 9 9
Interior designer (up to 5 yrs) 38,300 30,000 35,000 44,600 2,000 77 109
Interior designer (more than 5 yrs) 52,000 42,000 49,800 60,000 3,100 75 108
Landscape architect 54,100 43,000 50,300 64,000 3,100 12 25
Urban planner 46,200 45,100 800 5 6
Graphic designer 40,400 35,000 40,000 45,000 2,800 20 28
Construction administrator 58,800 48,000 59,000 68,000 3,300 66 86
Specification writer 61,200 50,000 60,000 74,000 1,400 14 15
CAD manager 45,200 36,800 43,700 50,300 2,500 43 46
Architectural drafter 34,800 30,800 34,000 38,400 1,700 114 240
IT manager/director 48,600 36,000 52,200 61,300 1,300 12 12
Controller 60,000 43,000 54,100 70,000 6,300 45 47
Bookkeeper 37,800 31,600 38,000 42,900 2,700 131 137
Accounting clerk 33,200 27,500 35,000 37,700 1,100 21 21
Business Development manager 63,600 45,000 58,000 74,300 3,000 28 29
Marketing manager 46,900 37,000 42,000 60,000 2,300 33 33
Marketing assistant 38,500 32,000 35,500 47,300 1,300 28 29
Human Resources director
Human Resources manager
Office manager 39,500 32,500 38,800 45,000 2,300 143 143
Administrative assistant 31,600 27,100 32,000 36,400 1,400 119 132
Receptionist 28,000 24,000 27,500 31,900 900 128 133
Librarian
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Department head/senior manager $84,100 $70,000 $80,000 $95,000 $10,500 210 531
Project manager 69,900 60,000 69,500 76,700 6,500 258 831
Senior architect/designer 65,400 56,200 63,800 74,200 4,600 227 640
Architect/designer III 56,300 49,900 55,000 63,000 3,500 201 565
Architect/designer II 48,800 44,400 48,000 54,000 2,700 232 683
Architect/designer I 42,400 38,000 42,000 46,000 2,100 217 664
Third-year intern 40,200 36,000 40,000 45,000 2,400 150 345
Second-year intern 36,600 33,000 37,000 40,000 2,000 110 216
Entry-level intern 32,900 30,000 33,100 36,000 1,200 97 170
Student 23,600 19,900 24,000 29,500 400 62 101
M/E/P engineer (up to 5 yrs) 51,200 45,000 48,000 55,500 2,300 20 37
M/E/P engineer (more than 5 yrs) 71,400 59,500 75,000 82,300 3,600 37 137
C/S engineer (up to 5 yrs) 56,900 40,300 53,000 75,000 3,200 9 15
C/S engineer (more than 5 yrs) 71,200 60,100 70,700 80,000 3,600 27 92
Interior designer (up to 5 yrs) 39,700 34,500 38,500 45,000 2,300 87 147
Interior designer (more than 5 yrs) 52,800 45,000 53,000 58,000 3,000 115 232
Landscape architect 56,000 48,600 54,000 62,200 2,500 26 45
Urban planner 58,500 49,900 50,700 68,900 2,800 10 17
Graphic designer 43,600 35,600 44,000 51,500 2,100 42 51
Construction administrator 57,700 50,000 57,000 64,900 4,500 85 161
Specification writer 58,800 48,000 57,000 69,400 4,400 38 40
CAD manager 53,300 43,300 53,300 60,000 2,400 53 60
Architectural drafter 38,000 32,500 37,300 44,200 1,400 105 297
IT manager/director 58,000 48,700 54,100 65,000 2,900 84 85
Controller 65,800 53,000 62,800 76,400 4,800 102 104
Bookkeeper 45,500 38,800 45,000 52,200 2,200 129 134
Accounting clerk 35,700 30,000 35,000 41,300 1,600 59 69
Business Development manager 72,100 60,000 70,000 84,500 3,900 66 68
Marketing manager 55,100 44,800 53,000 62,500 3,000 104 107
Marketing assistant 39,900 35,000 40,000 45,000 1,700 90 103
Human Resources director 60,100 45,000 53,600 70,000 3,100 8 8
Human Resources manager 50,400 39,300 49,200 64,800 2,300 11 12
Office manager 47,200 37,600 45,800 55,000 2,900 121 122
Administrative assistant 35,300 30,000 35,000 40,000 1,300 168 265
Receptionist 29,400 25,000 29,000 32,900 1,000 205 212
Librarian
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Department head/senior manager $86,500 $70,000 $80,600 $101,900 $10,400 129 281
Project manager 72,300 63,300 73,100 80,800 5,900 157 443
Senior architect/designer 66,500 60,000 66,400 71,800 4,500 126 393
Architect/designer III 58,600 52,300 56,000 66,000 3,600 119 408
Architect/designer II 49,600 45,000 49,100 56,000 2,300 125 354
Architect/designer I 42,100 37,400 43,000 46,500 1,700 135 372
Third-year intern 42,200 37,000 44,800 47,900 1,800 90 196
Second-year intern 37,400 35,000 37,000 41,000 1,100 75 138
Entry-level intern 34,100 30,000 34,600 37,900 1,500 66 134
Student 26,900 22,400 27,600 30,000 500 32 49
M/E/P engineer (up to 5 yrs) 49,300 46,200 50,400 52,900 1,300 16 52
M/E/P engineer (more than 5 yrs) 76,700 68,500 78,000 87,700 3,300 20 133
C/S engineer (up to 5 yrs) 51,000 43,000 48,900 53,000 1,500 9 18
C/S engineer (more than 5 yrs) 76,300 71,800 80,000 80,000 4,700 10 48
Interior designer (up to 5 yrs) 42,000 36,200 39,500 50,000 1,900 60 163
Interior designer (more than 5 yrs) 58,100 49,800 55,000 67,800 2,600 72 213
Landscape architect 57,600 49,100 57,800 67,900 3,200 11 30
Urban planner 59,300 49,700 53,600 70,000 4,300 9 15
Graphic designer 45,500 37,900 46,100 52,600 2,100 20 46
Construction administrator 61,200 53,400 62,400 67,800 3,300 48 96
Specification writer 66,400 48,700 66,300 75,500 3,700 19 22
CAD manager 48,000 37,800 45,000 53,700 2,200 36 46
Architectural drafter 36,800 31,600 36,500 43,600 1,400 60 136
IT manager/director 66,100 48,800 60,000 82,900 3,300 39 40
Controller 70,100 53,300 64,500 84,000 5,900 42 44
Bookkeeper 41,000 33,600 40,000 49,500 2,300 74 89
Accounting clerk 38,800 35,000 40,200 41,200 1,500 26 47
Business Development manager 70,900 51,800 70,000 82,200 4,000 26 33
Marketing manager 58,500 45,000 55,000 69,300 2,300 46 51
Marketing assistant 39,000 32,500 37,700 46,000 1,500 44 72
Human Resources director 75,900 63,500 72,200 90,300 6,900 10 10
Human Resources manager 49,900 43,500 48,200 53,600 2,400 12 12
Office manager 41,700 31,500 40,200 48,000 2,500 98 98
Administrative assistant 35,700 32,300 36,100 39,700 1,000 83 201
Receptionist 29,500 25,000 29,700 32,200 900 84 88
Librarian 34,300 30,600 31,800 42,100 400 7 9
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Department head/senior manager $93,800 $79,800 $90,500 $105,100 $12,600 135 314
Project manager 75,500 65,000 74,500 85,000 6,500 159 491
Senior architect/designer 72,200 63,000 72,900 82,100 5,000 125 431
Architect/designer III 59,100 51,700 60,000 65,000 4,000 109 333
Architect/designer II 52,100 46,400 52,600 57,000 2,900 145 520
Architect/designer I 43,800 40,000 43,700 47,900 2,400 159 464
Third-year intern 40,100 36,000 40,000 45,700 1,600 87 175
Second-year intern 35,800 32,300 36,000 39,800 1,400 59 97
Entry-level intern 33,300 30,000 34,300 38,000 1,800 52 84
Student 24,200 20,800 24,000 25,500 500 40 53
M/E/P engineer (up to 5 yrs) 58,100 62,700 200 5 19
M/E/P engineer (more than 5 yrs) 81,100 76,300 81,800 85,000 1,500 7 48
C/S engineer (up to 5 yrs) 52,700 53,800 1,700 6 16
C/S engineer (more than 5 yrs) 79,600 72,500 82,400 83,100 6,500 9 22
Interior designer (up to 5 yrs) 42,600 35,000 41,000 48,000 2,400 46 91
Interior designer (more than 5 yrs) 63,500 55,800 67,400 68,000 3,600 44 102
Landscape architect 61,500 55,000 61,500 64,400 3,300 12 23
Urban planner 61,200 47,600 53,600 78,200 5,500 10 36
Graphic designer 49,600 40,600 53,700 60,300 2,800 30 46
Construction administrator 68,400 62,800 68,100 76,900 4,300 34 78
Specification writer 68,200 49,500 69,900 82,500 4,500 20 26
CAD manager 58,900 50,000 60,000 65,000 2,900 40 46
Architectural drafter 38,100 34,000 38,000 40,900 1,600 71 222
IT manager/director 73,800 56,500 70,000 91,300 5,500 29 29
Controller 72,700 55,200 70,300 87,700 9,300 53 54
Bookkeeper 43,300 34,000 42,500 50,500 2,700 59 62
Accounting clerk 40,700 34,700 40,000 45,000 1,900 35 60
Business Development manager 80,700 59,800 80,300 98,000 5,300 36 39
Marketing manager 61,300 52,000 60,000 70,300 4,000 39 43
Marketing assistant 45,400 38,400 45,000 53,100 1,600 45 64
Human Resources director 72,000 61,300 74,100 78,700 9,300 12 12
Human Resources manager 62,400 49,000 60,500 74,600 4,300 8 8
Office manager 46,100 38,000 45,000 52,000 3,100 106 107
Administrative assistant 39,900 36,800 42,000 43,900 1,600 92 228
Receptionist 30,900 27,500 31,200 35,400 1,000 98 103
Librarian 45,500 37,000 45,800 53,900 1,600 9 9
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Department head/senior manager $97,200 $85,000 $99,400 $105,200 $12,700 102 247
Project manager 78,300 68,800 76,000 85,000 6,100 112 343
Senior architect/designer 75,100 66,800 77,000 86,700 4,900 91 333
Architect/designer III 61,600 55,000 63,300 68,600 4,000 75 246
Architect/designer II 53,500 48,000 54,000 59,700 2,900 103 407
Architect/designer I 44,700 40,500 45,000 48,500 2,400 117 378
Third-year intern 40,400 36,000 40,700 46,000 1,300 54 118
Second-year intern 37,500 35,000 36,800 42,000 1,500 29 52
Entry-level intern 34,200 32,000 36,300 39,900 1,800 35 63
Student 23,900 20,800 24,500 25,300 600 25 34
M/E/P engineer (up to 5 yrs)
M/E/P engineer (more than 5 yrs) 81,800 85,000 1,100 5 32
C/S engineer (up to 5 yrs)
C/S engineer (more than 5 yrs) 81,100 82,400 8,300 6 14
Interior designer (up to 5 yrs) 44,600 37,200 44,700 54,000 2,600 35 75
Interior designer (more than 5 yrs) 67,200 65,000 67,500 72,700 3,700 31 78
Landscape architect 63,900 57,300 63,900 64,400 3,500 9 17
Urban planner 63,100 48,400 57,900 78,200 6,100 9 32
Graphic designer 52,200 43,900 54,500 60,300 3,000 23 38
Construction administrator 69,800 63,000 68,100 75,800 3,700 23 59
Specification writer 77,900 64,900 81,300 93,700 5,200 11 14
CAD manager 63,300 58,000 61,700 71,800 2,900 26 32
Architectural drafter 39,300 35,000 39,300 42,800 1,400 44 158
IT manager/director 75,900 58,500 75,500 94,100 5,600 26 26
Controller 75,400 54,100 75,000 90,000 10,100 42 43
Bookkeeper 43,500 37,400 43,400 52,100 2,400 43 46
Accounting clerk 41,300 34,900 39,900 45,000 1,700 25 46
Business Development manager 88,300 69,600 90,000 105,000 6,700 26 27
Marketing manager 63,900 52,800 64,000 72,500 3,700 25 29
Marketing assistant 48,500 41,600 50,300 54,300 1,700 31 43
Human Resources director 74,600 65,000 74,800 79,600 9,700 11 11
Human Resources manager 65,900 69,200 4,900 6 6
Office manager 49,000 40,000 48,000 56,600 3,400 72 72
Administrative assistant 40,600 38,500 42,200 43,900 1,600 71 195
Receptionist 31,900 28,100 32,000 36,000 1,100 71 75
Librarian 45,500 37,000 45,800 53,900 1,600 9 9
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
BASE PAY
Mean
Lower Upper additional No. of offices No. of
Position Mean quartile Median quartile cash (establishments) positions
Note: Results not shown if fewer than 5 reporting establishments. Reporting criteria are in “Compensation Table Coverage,”
and position descriptions are in “Definitions of Positions.”
Sample Composition Roundtable Human Resources Group The leaders of AIA’s various
Invitations to complete the AIA 2005 and other leaders in the profession. component organizations (local and
Compensation Survey were extended Development of the survey Web regional chapters) also assisted in
to 6,370 uniquely addressable archi- site, data collection, data process- prompting local members to par-
tecture establishments (i.e., single ing, and tabulation were handled by ticipate, as did the leadership of
locations of what might be multiple- MemberSurvey.com. the Large Firm Roundtable Human
location firms) developed from three On January 28, 2005, Memb- Resources Group.
sources: the Large Firm Roundtable erSurvey.com broadcast initial The survey was closed for pro-
Human Resources Group, AIA “firm e-mail requests to the 5,795 sample cessing and tabulation on March
leaders,” and respondents to the members for whom well-formed 15, 2005. A total of 1,216 unique
2002 Compensation Survey. In addi- e-mail addresses were available, firms responded, reporting on a
tion, open invitations to complete the inviting them to participate in the sur- total of 1,431 establishments, for
survey were published/broadcast by vey by visiting the access-controlled a 22% response rate. Survey data
the AIA and its component organi- Web site hosted by MemberSurvey. were edited and cleaned; in some
zations through a variety of means, com. A total of 436 e-mail addresses cases follow-up contacts were made
resulting in additional participation. (8% of the total) bounced back as to ascertain validity of responses.
undeliverable. Finally, compensation data were
Data Collection On February 4, MemberSurvey. screened for outliers and trimmed
Survey instrument content was com mailed invitation postcards to (top and bottom 1% of distribution)
developed collaboratively by the 436 sample members for whom the to enhance reliability.
AIA and MemberSurvey.com (a divi- e-mail invitations bounced back,
sion of Readex Research), working plus the 575 sample members for
from the instrument used in 2002 whom no e-mail addresses were
and incorporating suggestions solic- available. These cards extended
ited from members of the Large Firm the same invitation as the initial
e-mail.
On February 9, reminder
e-mails were sent to the 4,874 e-mail-
able sample members who had not
yet responded. Second and third
reminder e-mails were broadcast to
nonrespondents on February 23 and
March 2, respectively.
120 APPENDIX 1. SURVEY METHODOLOGY Copyright 2005 The American Institute of Architects
EXHIBIT A.1 Size Distribution of Responding Offices by Region
New Middle East North West North South East South West South Pacific Pacific Total
Firm Size England Atlantic Central Central Atlantic Central Central Northwest Southwest offices
Fewer than 10 48% 38% 28% 35% 39% 36% 48% 37% 37% 37%
10 to 19 21 22 35 24 27 31 27 32 32 29
20 to 49 19 24 22 21 25 27 17 21 20 22
50 to 99 8 7 8 13 3 6 3 5 7 6
100 to 249 4 7 6 5 6 0 3 3 4 5
250 or more 0 2 1 2 0 0 2 2 0 1
Total offices (establishments) 90 167 193 127 256 49 155 119 271 1,427
Number of Employees
Firm Type Fewer than 10 10 to 19 20 to 49 50 to 99 100 to 249 250 or more Total offices
American Institute of Architects 2. Including yours, how many different office/locations does your firm operate?
c 1
2005 Compensation Survey
c 2
c 3
Introduction
c 4
Thank you for participating in the AIA 2005 Compensation Survey. The information you provide will be c 5-9
handled in strict confidence; all data will be aggregated so that no individual firm can be identified. c 10 - 14
c 15 - 19
The survey consists of several general sections plus pages for reporting compensation data for one or more locations c 20 or more
of your firm.
To preserve participant confidentiality, this survey is being administered by Readex Research of Stillwater, MN. If you 3. Including all locations, approximately what is the total number of full-time and part-time employees on your
have any questions, please contact aiahelp@readexresearch.com or 651.439.1554. firm’s payroll?
Please submit your response within two weeks so your firm’s data can be included in the report. Thank you for your c fewer than 10
help! c 10 - 24
c 25 - 49
c 50 - 99
c 100 - 249
Your Contact Information c 250 - 499
c 500 - 999
Please fill in your contact information so we can follow up if clarification is required, and inform you when survey c 1,000 or more
results are available.
Firm name: 4. In the box below, please type in the city/town in which the office at which you spend the most time is located.
Your name: ________________________________________
Area code + phone:
Email: 5. Is your location responsible for maintaining employee compensation records for any other office locations?
Street address: c yes
City/state/zip: c no
AIA member #:
(if a member) a. If yes, please list the other locations for which this office maintains compensation records. We will be requesting
that information later in the survey.
(please type in a brief name for each, one location name per box)
____________________________ ___________________________
1. Which designation(s) best describe your firm?
(please select all that apply)
____________________________ ___________________________
architecture only
architecture with engineering ____________________________ ___________________________
architecture with interior design
architecture with other design disciplines
engineering with architecture
other: ____________________________________________________________________
AIA 2005 Compensation Survey 1 survey.pdf AIA 2005 Compensation Survey 2 survey.pdf
Data For: ___________________ - employment Licensed Architects and Nonregistered Graduates (excluding partners/principals)
Please answer all items in this section for the location of your firm you filled in above. Report compensation and 8. Listed below are descriptions of six positions held by licensed architects and nonregistered graduates of
benefits ONLY for employees at this location. accredited architecture programs. The descriptions are necessarily broad; please use your best judgment in
determining the appropriate positions for your staff architects.
6a. What is the zip code at this location? ____________
For each position, please indicate:
6b. What is the city and state of this location? _______________________________________
x The number of employees at this location working full-time in that position as of 1/1/2005.
x The average annual full-time base pay received per person as of 1/1/2005.
7. Including you, how many full- and part-time employees did this location of your firm have on its payroll in each x The average additional cash compensation (beyond base pay) received per person in 2004 (if any). Please
of these categories as of 1/1/2005? include overtime pay (discretionary and/or mandated by law), bonuses, profit sharing, and/or other cash
(please type in a number for each; if none, type in 0) compensation. Please exclude the value of employee benefits from these calculations; that information is
requested later.
architecture employees:
Note that some of your staff at this location may not be covered by any of the positions as described below.
#______ principals/partners and other major owners of the firm
Please do not include compensation information for those employees in the spaces below.
+ #______ licensed architects other than principals/partners
Please fill in a number for each; if none, fill in 0.
+ #______ nonregistered graduate architecture staff other than principals/partners or interns/students
+ #______ architecture interns/students
# of average average
other employees: full-time annual additional
employees base pay rate cash compensation
+ #______ other professional design staff (e.g., engineers, interior designers, landscape architects, as of 1/1/2005 as of 1/1/2005 received in 2004 position
planners)
#______ $____________ $____________ Department Head/Senior Manager: Senior
+ #______ other full-time employees
management architect or nonregistered graduate;
+ #______ other part-time employees responsible for major department(s) or functions;
= #______ TOTAL full-time and part-time employees at this location reports to a principal or partner.
AIA 2005 Compensation Survey 3 survey.pdf AIA 2005 Compensation Survey 4 survey.pdf
9. Listed below are descriptions of three levels of architecture interns. For each, please indicate: 10. Does this location of your firm typically offer higher starting salaries for architecture employees with a
professional master’s degree (as compared to a bachelor’s degree) in architecture?
x The number of employees at this location working full-time in that position as of 1/1/2005.
c yes, generally offer up to 5% more
x The average annual full-time base pay received per person as of 1/1/2005.
c yes, generally offer 5% to 10% more
x The average additional cash compensation (beyond base pay) received per person in 2004 (if any). Please
c yes, generally offer more than 10% more
include overtime pay (discretionary and/or mandated by law), bonuses, profit sharing, and/or other cash
compensation. Please exclude the value of employee benefits. c no
13. Did this location of your firm offer sign-on bonuses for any architecture positions in 2004?
c yes
c no
AIA 2005 Compensation Survey 5 survey.pdf AIA 2005 Compensation Survey 6 survey.pdf
x The average annual full-time base pay received per person as of 1/1/2005. #______ $____________ $____________ Specification Writer — Creates specifications, compiles and
x The average additional cash compensation (beyond base pay) received per person in 2004 (if any). Please coordinates specification documents.
include overtime pay (discretionary and/or mandated by law), bonuses, profit sharing, and/or other cash
#______ $____________ $____________ CAD Manager — Responsible for implementation, standards,
compensation. Please exclude the value of employee benefits.
upgrades, and training of CAD technology.
Note that some of your staff at this location may not be covered by any of the positions as described below.
Please do not include compensation information for those employees in the spaces below. #______ $____________ $____________ Architectural Drafter — Responsible for drafting, picking up
redlines, and limited design drafting.
For staff performing multiple responsibilities, please include their compensation under the position where they
have principal responsibility. If it is not possible to categorize them under any single position, please do not #______ $____________ $____________ IT Manager/Director
include compensation information for those employees in the spaces below.
Please fill in a number for each; if none, fill in 0.
# of average average
full-time annual additional
employees base pay rate cash compensation
as of 1/1/2005 as of 1/1/2005 received in 2004 position
#______ $____________ $____________ Graphic Designer — Responsible for print, multimedia, web,
and/or environmental graphic design.
AIA 2005 Compensation Survey 7 survey.pdf AIA 2005 Compensation Survey 8 survey.pdf
#______ $____________ $____________ Marketing Assistant — Provides proposal production support #______ $__________ Mid-Level Principal/Partner: Principal or partner; titles may include Executive
and administrative support to aid marketing/business or Senior Vice President
development.
#______ $__________ Junior Principal/Partner: Recently made a partner or principal of the firm; title
#______ $____________ $____________ Human Resources Director — responsible for HR in a may include Vice President or Associate Principal
multioffice firm
#______ $____________ $____________ Librarian — Responsible for cataloging and research of books,
samples, and products.
AIA 2005 Compensation Survey 9 survey.pdf AIA 2005 Compensation Survey 10 survey.pdf
17. On average, how many paid days off (holidays, vacation, sick leave, and other paid days off) does this location Please compute as a percentage of annual base pay. Include all fringe benefits covered in questions 17 and 18
of your firm provide its qualifying full-time employees per year? above. Include all items that are automatic and defined; exclude items that depend on financial performance,
(please fill in approximate average for each — if none, fill in 0) such as profit sharing and discretionary year-end bonuses.
18b. For each of these benefits offered by your firm, approximately what share of the total cost did the firm
contribute in 2004?
(please fill in a % for each — if none, fill in 0%)
AIA 2005 Compensation Survey 11 survey.pdf AIA 2005 Compensation Survey 12 survey.pdf
National Table City and Metro Area Tables Sacramento Metro Area . . . . . . . . . 42
All Firms . . . . . . . . . . . . . . . . . . . . . 19 Atlanta Metro Area . . . . . . . . . . . . . 54 Salt Lake City Metro Area . . . . . . . 108
Austin Metro Area. . . . . . . . . . . . . 101 San Antonio Metro Area . . . . . . . . 106
Firm Size Tables Baltimore Metro Area . . . . . . . . . . . 66 San Diego Metro Area . . . . . . . . . . 43
Fewer than 10 Employees . . . . . . . 20 Boston Metro Area . . . . . . . . . . . . . 69 San Francisco Metro Area . . . . . . . 45
10 to 19 Employees . . . . . . . . . . . . . 21 Boston Metro Area (excluding San Jose Metro Area . . . . . . . . . . . 47
20 to 49 Employees. . . . . . . . . . . . . 22 Cities of Boston and Seattle Metro Area . . . . . . . . . . . . 112
50 to 99 Employees. . . . . . . . . . . . . 23 Cambridge) . . . . . . . . . . . . . . . . 71 St. Louis Metro Area . . . . . . . . . . . . 78
100 to 249 Employees. . . . . . . . . . . 24 Charlotte Metro Area . . . . . . . . . . . 85 Tampa/St. Petersburg/
250 or More Employees . . . . . . . . . 25 Chicago Metro Area . . . . . . . . . . . . 57 Clearwater Metro Area . . . . . . . 52
Chicago Metro Area (excluding Washington, DC Metro Area. . . . . 114
Regional Tables City of Chicago). . . . . . . . . . . . . 59 Washington, DC Metro Area
East North Central. . . . . . . . . . . . . . 28 Cincinnati Metro Area. . . . . . . . . . . 88 (excluding District of
East South Central . . . . . . . . . . . . . 31 City of Atlanta . . . . . . . . . . . . . . . . . 55 Columbia) . . . . . . . . . . . . . . . . 117
Middle Atlantic . . . . . . . . . . . . . . . . 27 City of Baltimore . . . . . . . . . . . . . . . 67 Washington, DC Metro Area
New England . . . . . . . . . . . . . . . . . . 26 City of Boston (Northern Virginia
Pacific Northwest . . . . . . . . . . . . . . 33 (including Cambridge) . . . . . . . 70 counties only) . . . . . . . . . . . . . 116
Pacific Southwest . . . . . . . . . . . . . . 34 City of Chicago . . . . . . . . . . . . . . . . 58
South Atlantic . . . . . . . . . . . . . . . . . 30 City of Dallas . . . . . . . . . . . . . . . . . 103 Other Tables and Charts
West North Central . . . . . . . . . . . . . 29 City of Houston . . . . . . . . . . . . . . . 105 Architect Compensation Growing
West South Central . . . . . . . . . . . . . 32 City of Los Angeles . . . . . . . . . . . . . 39 Faster than Professional
City of Minneapolis. . . . . . . . . . . . . 75 Salaries . . . . . . . . . . . . . . . . . . . . 5
State Tables City of New York . . . . . . . . . . . . . . . 83 Base Salary Smaller Share
Arizona. . . . . . . . . . . . . . . . . . . . . . . 35 City of Philadelphia. . . . . . . . . . . . . 95 of Compensation for
California . . . . . . . . . . . . . . . . . . . . . 37 City of Portland . . . . . . . . . . . . . . . . 92 Principals and Partners
Colorado . . . . . . . . . . . . . . . . . . . . . 48 City of San Diego . . . . . . . . . . . . . . 44 at Larger Firms . . . . . . . . . . . . . 12
Connecticut . . . . . . . . . . . . . . . . . . . 50 City of San Francisco . . . . . . . . . . . 46 Benefits as Share of Salary Higher
Florida . . . . . . . . . . . . . . . . . . . . . . . 51 City of Seattle . . . . . . . . . . . . . . . . 113 at Larger Firms . . . . . . . . . . . . . . 8
Georgia . . . . . . . . . . . . . . . . . . . . . . 53 City of St. Louis . . . . . . . . . . . . . . . . 79 Compensation Generally
Illinois . . . . . . . . . . . . . . . . . . . . . . . 56 Columbus Metro Area . . . . . . . . . . 89 Higher at Larger Firms . . . . . . . . 7
Indiana . . . . . . . . . . . . . . . . . . . . . . . 60 Dallas Metro Area . . . . . . . . . . . . . 102 Compensation Range for
Iowa . . . . . . . . . . . . . . . . . . . . . . . . . 61 Denver Metro Area . . . . . . . . . . . . . 49 Principals and Partners
Kansas . . . . . . . . . . . . . . . . . . . . . . . 62 District of Columbia . . . . . . . . . . . 115 Greater at Larger Firms . . . . . . 12
Kentucky . . . . . . . . . . . . . . . . . . . . . 63 Houston Metro Area . . . . . . . . . . . 104 Compensation Rising Fastest
Louisiana . . . . . . . . . . . . . . . . . . . . . 64 Kansas City Metro Area . . . . . . . . . 77 for Technical Staff . . . . . . . . . . . . 6
Maryland . . . . . . . . . . . . . . . . . . . . . 65 Los Angeles Metro Area . . . . . . . . . 38 Employee Medical Coverage
Massachusetts. . . . . . . . . . . . . . . . . 68 Los Angeles Metro Area (excluding Continues to Be the Most
Michigan . . . . . . . . . . . . . . . . . . . . . 72 City of Los Angeles) . . . . . . . . . 40 Widespread Benefit Offered. . . 13
Minnesota . . . . . . . . . . . . . . . . . . . . 73 Milwaukee Metro Area . . . . . . . . . 119 Firm Type Distribution of
Missouri. . . . . . . . . . . . . . . . . . . . . . 76 Minneapolis/St. Paul Responding Offices by
New Jersey . . . . . . . . . . . . . . . . . . . 80 Metro Area. . . . . . . . . . . . . . . . . 74 Office Size . . . . . . . . . . . . . . . . 121
New York . . . . . . . . . . . . . . . . . . . . . 81 New York City Metro Area . . . . . . . . 82 Higher Share of
North Carolina. . . . . . . . . . . . . . . . . 84 Orange County Metro Area . . . . . . 41 Compensation Not Guaranteed
Ohio . . . . . . . . . . . . . . . . . . . . . . . . . 87 Philadelphia Metro Area. . . . . . . . . 94 for Employees at
Oregon. . . . . . . . . . . . . . . . . . . . . . . 90 Philadelphia Metro Area Larger Firms . . . . . . . . . . . . . . . . 6
Pennsylvania . . . . . . . . . . . . . . . . . . 93 (excluding City of Intern Compensation Higher
South Carolina . . . . . . . . . . . . . . . . 98 Philadelphia) . . . . . . . . . . . . . . . 96 in New England, South
Tennessee . . . . . . . . . . . . . . . . . . . . 99 Phoenix Metro Area . . . . . . . . . . . . 36 Atlantic Regions . . . . . . . . . . . . 10
Texas . . . . . . . . . . . . . . . . . . . . . . . 100 Pittsburgh Metro Area . . . . . . . . . . 97 Larger Firms Compensate
Utah . . . . . . . . . . . . . . . . . . . . . . . . 107 Portland Metro Area . . . . . . . . . . . . 91 Managers Above
Virginia . . . . . . . . . . . . . . . . . . . . . 109 Raleigh/Durham/Chapel Hill All-Firm Averages . . . . . . . . . . . . 9
Washington . . . . . . . . . . . . . . . . . . 111 Metro Area . . . . . . . . . . . . . . . . . 86 Managers Pace
Wisconsin . . . . . . . . . . . . . . . . . . . 118 Richmond Metro Area. . . . . . . . . . 110 Compensation Gains . . . . . . . . .5
HIGHLIGHTS
■ Up-to-date information on medical, dental, and vision care insurance; life insurance,
retirement savings and profit-sharing plans; vacation leave, and much more
■ Compensation information for nine regions of the country, plus most states and the top
metropolitan areas
■ Data presented by firm size categories, ranging from fewer than 10 employees to more
than 250 employees
■ Available in two formats: softcover book (full report only) and electronic.pdf