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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 2025 Community Association Manager Compensation and Salary Survey is the 11th 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 2025 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 2021–2024 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

Year-over-year comparisons between 2024 and 2025 and past editions reveal a high degree of consistency in survey responses, particularly related to compensation and benefits. The highlights below identify the most noteworthy findings, which are examined in more depth throughout this report.

DEMOGRAPHICS

• Most of the demographics in this report track closely with the 2024 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 34%, South 23%, Northeast 13%, Midwest 11%, California 10%, and Florida 8%), their age (the 51–60 age is the most prominent at 31%, followed by the 41–50 age at 30%), and years in the profession (12 years). The higher percentage of college and master’s degrees that was seen in the 2022–2024 surveys is seen in 2025 as well (58%).

• The industry is still predominantly white at 81%, followed by Hispanic at 7% and African American at 4% of respondents.

• Women represent two-thirds (67%) of survey respondents, confirming the profession is predominantly female. While pay gaps narrow in several mid-level roles, disparities widen at the highest leadership levels. The data underscores that although women drive the profession, compensation equity remains uneven — particularly at the executive tier.

PROFESSIONAL ENVIRONMENT

• The industry is growing. The U.S. Bureau of Labor Statistics projects 4% growth in this industry from 2024 through 2034, about as fast as the average for all occupations. About 39,000 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 2024 survey.

• More respondents (68%) are employed by a management company versus working directly for the association (30%); this is largely consistent with previous editions.

• CMCA and AMS continue to be the top credentials held by respondents; 67% hold the CMCA certification and 51% have the AMS designation. Additionally, 23% percent of respondents hold the PCAM designation.

SALARY AND BENEFITS

• The median total annual compensation for all positions increased from $88,000 in 2024 to $95,000 in 2025. All positions showed compensation increases over 2024 (based on the median), except for the high-rise manager, which saw a minimal decrease, and the management company CEO.

• Large-scale managers reported the highest total annual compensation by far ($164,250), followed by the high-rise manager ($121,250), and the chief executive officer ($120,000).

• Consistent with 2021–2024, 84% of respondents report that they have employer-sponsored healthcare (fully paid 19% and partially paid 65%).

• Eighty-seven percent of employers offered retirement plans in 2025, and 72% provided a company match (up from 70% in 2024). 401(k) and 403(b) plans are the most popular, offered by 81% of employers (a 4% increase from 2024).

• 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 35% in 2025 (short-term, 20%; long-term, 15%).

• Remote access to the company network has remained fairly consistent from 2021–2025: 69% in 2021, 71% in 2022, 72% in 2023, 70% in 2024, and 72% in 2025. Sixty percent of respondents can work from home. 

• Professional community managers continue to embrace technology, especially smartphones and laptops/tablets. Seventy-one percent of managers are provided a laptop, iPad, or other tablet (up from 61% in 2023 and 68% in 2024), 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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