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Community association managers: If you have already completed or if you wish to complete the salary survey from the Foundation for Community Association Research, you will receive complimentary access to the data and reports (not the digital book). Review details and access more information about the survey platform.

SCOPE

The 2024 Community Association Manager Compensation and Salary Survey is the 10th salary survey conducted by the Foundation for Community Association Research since the year 2000. Each edition provides an interesting snapshot of the field and enhances understanding of this growing and dynamic profession.

The information contained in this report represents complete and accurate compensation data on the community association industry. The report is designed to allow individuals and companies to compare their compensation levels to their peers. The purpose of this report is to provide a snapshot of market data — one point of reference compiled using best practices with the support of a reputable research firm. There are many factors that influence compensation decisions for specific people in specific markets, organizations, and circumstances. These include size of the employee base, location, market position, the economy, and the individual employee’s experience, education, and performance.

We recommend at least three sources of compensation data for perspective (the U.S. Bureau of Labor Statistics’ report on Property, Real Estate and Community Association Managers is one such recommendation). This report should be considered a valid point of reference but not used in isolation from other information. Also, keep in mind when comparing 2024 data to previous data, there may be a different set of respondents though the same methodology and questions were used.

JOB TITLES

We modeled this report on the 2021, 2022, and 2023 editions, and once again focused on the following roles: chief executive officer of a management company, management company executive, large-scale manager, high-rise manager, on-site manager, portfolio manager, and assistant community manager.

Keep in mind that these terms are common industry categories or roles and not typically used as job titles. A variety of specific job titles can be classified within a role. For example, a “general manager” job title could be classified in the large-scale manager role.

Another consideration is that, as the industry grows, an increasing number of job titles may be used to describe community managers at various levels and the professionals who lead and support them. For example, “managing director” could mean different things in different organizations, and we see “manager,” “director,” and “vice president” being used at division, regional, and national levels, as in “regional director.”

SURVEY HIGHLIGHTS

Despite the surging inflation in 2023 and 2024, there have not been drastic shifts in the majority of responses between 2023 and 2024; compensation and benefits have not changed significantly. We’ve indicated highlights below that this edition covers in further detail throughout.

DEMOGRAPHICS

• Most of the demographics in this report track closely with the 2023 data. There has not been a lot of change in the profile of the respondents in terms of what part of the country they are from (West 29%, South 23%, Northeast 14%, Midwest 13%, California 11%, and Florida 10%), their age (the 51–60 age is the most prominent at 30%, followed by the 41–50 age at 25%), and years in the profession (12 years). The higher percentage of college and master’s degrees that was seen in the 2022 and 2023 surveys is seen in 2024 as well (56%).

• Nearly two-thirds of respondents (65%) identify as female, which is consistent with past editions. The gender pay gap observed in previous editions remains largest for CEOs but less prominent for large-scale managers and high-rise managers — and nonexistent or virtually nonexistent for management company executives, on-site managers, and portfolio managers. The gender pay gap decreased from the 2023 survey. In section 9, you’ll find specific compensation data by gender for each position.

• The industry is still predominantly white at 82%, followed by Hispanic at 6% and African American at 3% of respondents.

PROFESSIONAL ENVIRONMENT

• The industry is growing. The U.S. Bureau of Labor Statistics projects 3% growth in this industry from 2023 through 2033, about as fast as the average for all occupations. About 37,800 openings for property, real estate, and community association managers are projected each year, on average, over the decade. Many of those openings are expected to result from the need to replace workers who transfer to different occupations or exit the labor force, such as to retire.

• Professionals remain confident about the industry: 78% of respondents say that business prospects for their employer are “good” or “very good” for the coming year; this is consistent with the 2023 survey.

• More respondents (70%) are employed by a management company versus working directly for the association (28%); this is a 3% increase from the 2023 survey.

• CMCA and AMS continue to be the top credentials held by respondents; 67% hold the CMCA certification and 49% have the AMS designation. Additionally, 18% percent of respondents hold the PCAM designation.

SALARY AND BENEFITS

• The median total annual compensation for all positions increased from $85,500 in 2023 to $88,000 in 2024. All positions showed compensation increases over 2023 (based on the median), except for the large-scale manager, which saw a slight decrease.

• Large-scale managers reported the highest total annual compensation by far ($150,000), followed by management company CEOs ($125,000), and high-rise managers ($122,375).

• Consistent with 2021, 2022, and 2023, 84% of respondents report that they have employer-sponsored healthcare (fully paid 20% and partially paid 64%).

• Eighty-four percent of employers offered retirement plans in 2024, and 70% provided a company match (up from 67% in 2023). 401(k) and 403(b) plans are the most popular, offered by 77% of employers (a 2% increase from 2023).

• The percentage of respondents who reported that their employer fully funds short- and long-term disability continues to decline from 63% in 2013 to 48% in 2017 to 39% in 2024.

• Remote access to the company network has remained fairly consistent from 2021–2024: 69% in 2021, 71% in 2022, 72% in 2023, and 70% in2024. Sixty-two percent of respondents have the ability to work from home. This is up from 58% in 2023.

• Professional community managers continue to embrace technology, especially smartphones and laptops/tablets. Sixty-eight percent of managers are provided a laptop, iPad, or other tablet (up from 61% in 2023), and 66% are provided with a cellphone/smartphone by their employer. Not surprisingly, these percentages are even higher in larger organizations and communities.

We thank the members of the Foundation board and research committee for their support, guidance, and professional expertise, as well as Innovia Co–op for their generosity and leadership in sponsoring this project. We also thank the respondents who took the time to complete the salary survey and make this valuable tool possible.

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