Responsible for more than 100TB of installed storage, PharmaCare's Bartels manages a team of eight people, three of whom are dedicated to storage. When Bartels needed to add a storage person to his staff, he didn't have much trouble finding local talent. "I think it's relatively easy in the Pittsburgh market," he says. "I had about three [people] who were qualified and as many as a dozen submissions for that job."
But outside of major urban areas, finding qualified storage workers can be tough. "The University of Florida is right here," says MacKay, "so what you get is a glut of young guns on the market who are willing to work for nothing." That tends to hold down salaries and drive more experienced people to seek employment in the state's larger cities.
The number of direct reports a manager has counts as much as the number of managed terabytes in determining storage salaries. In all cases, managing more people translates into pulling down bigger bucks. Managers of one to five people earned an average salary of $77,788 in our survey. Increase staff size to six to 10 people, and pay climbs by about 11%; up that compensation by an additional 13% when managing 11 to 20 staffers, with a top end of $105,308 for respondents who manage 21 to 50 people.
Still some of the results were consistent year over year; for 2005 and 2006, healthcare/pharmaceuticals, utilities and IT services finished in the top five as the highest paying industries. But before you start updating your resume, it should be noted that the salary difference between the No. 1 industry for 2006 and the fifth is approximately $5,000--making them closely bunched.
Just like last year, storage workers in the construction and education sectors reported the lowest average salaries. While some of those numbers might seem discouraging, a few experts, like ESGI's Scott, see plenty of opportunity for storage specialists. "I don't think there's an industry out there that isn't looking for better ways to manage and use information," he says.
Geography is always a factor in determining salaries, so it stands to reason that pay will be higher where the cost of living is higher. For the most part, our survey bore that out, with the top average salaries reported for people working in the Mid-Atlantic ($89,395), New England ($85,483) and the Northwest ($82,800) (see "Average salary by region," at right). The only surprise was for salaries in the Pacific region, where the average salary is $76,000; this is low in comparison to other regions, but still well in line with the cost of living on the West Coast. Last year, the Mid-Atlantic led the other regions, but with an average salary nearly $7,000 less than this year.
Work--even storage work--doesn't necessarily have to consume one's life, so quality of life is another issue. CPAmerica's MacKay realizes that he could make more in a larger town, and would probably see more frequent raises. "But I like living here," he says. "I'm a longtime Gator fan--I went to the University of Florida."
The good news is that salaries were up in all but two regions of the country when average salaries in 2006 are compared to those reported in 2005. The Northwest saw the biggest hike at 9.6%, followed by New England (8.7%) and the Mid-Atlantic (7.7%). The only two regions that evidenced a decline were the Pacific region with a 4.6% drop in average salary, and the Midwest with a modest dip of less than one percent.
So-so perks
Regardless of what you do, who you do it for and where you do it, the perks are getting less perky each year. The trend--not just in storage or IT--is to fold what was once icing on the cake into the cake batter itself. That means salaries tend to include in their base amounts what would have been considered extras in years past.
Foote refers to those salary premiums as "skills pay." For example, positions for noncertified SAN specialists are "paying between 10% and 14% of base pay as a premium," he says. He adds that the people who get "adjustments to pay based on their skills" are "usually people whose titles don't match what they do."
Stock options--once a symbol of the get-rich-quick Internet boom--are increasingly rare for storage professionals. This year, only 17.5% of respondents say they get options as part of their compensation package; this is the lowest percentage reported in the four years we've conducted this survey.
The bonus picture looks a little brighter, although some compensation experts say bonuses, like stock options, are on the endangered species list. But more than three times as many respondents (60%) expect bonuses of some amount vs. those receiving stock options. In this year's survey, respondents received an average bonus of $6,139 last year, more than $600 higher than what last year's survey takers said they expected for 2005. This year's group is also optimistic about 2006 bonuses, estimating an average year-end windfall of $7,561.
PharmaCare's Bartels credits his company's annual bonuses of about 8% to 11% for helping to retain storage staff. "We have a very low turnover," says Bartels, "and I would hazard to guess it's because of the healthcare business and the bonus plan."
Storage professionals plying their trade in the transportation/travel and hospitality industry were most optimistic, with their expectations set for an average bonus of $13,750 this year (see "Anticipated 2006 bonus by industry," at right). Among other industry sector workers, those most likely to see bonus checks are in IT services, financial services, healthcare/pharmaceuticals, utilities and manufacturing; if you work in government/ nonprofit, media/publishing, education and construction, you're least likely to get a bonus in 2006.
Geography also appears to play a role in determining the likelihood and size of bonuses. On a regional basis, respondents' anticipated bonuses for this year range from $11,063 in the Southwest to a far more modest $1,438 in the Mountain region. When viewed year over year, the only consistent factor is that Mountain region storage professionals reported the lowest bonus expectations for both 2005 and 2006--maybe living and working in the shadow of the Rockies could be considered bonus enough.
Promising outlook
As a group, respondents expect an average salary increase of 3.4% next year, which is in line with what compensation experts say IT workers are likely to receive. Comparing actual 2005 and 2006 salaries from this year's respondents yields an average increase of 6.6% for this year, and suggests that storage workers generally see 2007 as less lucrative with smaller annual increases.
Again comparing actual 2005 and 2006 average salaries, workers in the IT services sector saw their checks grow the most (by 10.4%), followed by media/ publishing (10.1%). Those two industries also ranked in the top three for increases in last year's survey. At the other end of the spectrum, the lowest actual increases were for utilities (2.5%), government/non-profit (3.8%) and wholesale/retail (3.9%) (see "Salary increase from 2005 to 2006 by industry," at right). "Pretty much across the board it's limited to 4% or 5% per year," says Bartels. "[It's] not much higher than that."
By region, New England storage pros enjoyed the biggest salary increases at 8.7%; last year, the Southwest had the highest increase percentage by far with a very healthy 10.1%; Northwest storage pros reported the lowest increase--a meager 1.1%--over their 2005 pay levels (see "Salary increase from 2005 to 2006 by region," at right).
All in all, it was a very good year for storage professionals, and given the growth of storage at nearly all companies, 2007 and beyond should prove to be even better. In short, storage careers look very promising right now. Says Foote: "These are the places to go for some job security."
About the survey:
The data used in this report was gathered through an e-mail survey conducted in August 2006. The survey was sent to a sampling of Storage subscribers and yielded 289 valid responses. Telephone interviews were conducted with selected respondents and others who manage storage.