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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 2023 Community Association Manager Compensation and Salary Survey is the ninth 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 2023 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 and 2022 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 HighlightsDespite the surging inflation in 2022 and 2023, there have not been drastic shifts in the majority of responses between 2022 and 2023; 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 2022 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, their age (though respondents in the 51-60 age cohort are up from 29% to 33%), and years in the profession (up from 11 years to 12 years). The higher percentage of college and master’s degrees that was seen in the 2022 survey is seen in 2023 as well (although the percentage is down slightly from 59% to 56%).
- The percentage of female respondents is up from 63% to 66%. There is a gender pay gap for all management positions. In section 9, you’ll find specific data by position.
- The industry is still predominantly white at 82%, followed by Hispanic at 6% of respondents.
PROFESSIONAL ENVIRONMENT- The industry is growing. The U.S. Bureau of Labor Statistics projects 5% growth in this industry from 2022 through 2032, faster than the average for all occupations. About 35,900 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 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 down slightly from the 2022 survey (80%).
- More respondents (67%) are employed by a management company versus working directly for the association (31%); this is consistent with the 2022 survey.
- CMCA and AMS continue to be the top credentials held by respondents; 70% hold the CMCA certification and 50% have the AMS designation. Additionally, 19% percent of respondents hold the PCAM designation.
SALARY AND BENEFITS
- Large-scale managers reported the highest total compensation by far ($155,000), followed by management company CEOs and the high-rise managers at $120,000.
- All positions showed compensation increases over 2022 (based on the median), except for the assistant community manager. Large-scale managers saw the largest increase from $140,000 in 2022 to $155,000 in 2023.
- Consistent with 2021 and 2022, 83% of respondents report that they have employer-sponsored healthcare (fully paid 20% and partially paid 63%).
- Eighty-two percent of employers offered retirement plans in 2023, and 67% provided a company match. 401(k) and 403(b) plans are the most popular, offered by 75% of employers.
- 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 36% in 2023.
- Perhaps unsurprisingly in the aftermath of the COVID-19 pandemic, remote access to the company network has increased from 69% in 2021 to 71% in 2022 and 72% in 2023; 58% of respondents have the ability to work from home. This is down from 64% in 2022.
- Professional community managers continue to embrace technology, especially smartphones and laptops/tablets. Sixty-seven percent of managers are provided with a cellphone/smartphone by their employer, and 61% are provided a laptop, iPad, or other tablet. Not surprisingly, these percentages are even higher in larger organizations.
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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