2021 Community Association Manager Compensation & Salary Survey - Digital Book

ISBN: 978-1-59618-033-8
2022, 132 pages
7th edition
Editor(s): Dawn M. Bauman, CAE, and Jake Gold, CAE
Product Format: eBook
Item #: 0338-E
Members: USD $29.00
Non-Members: USD $49.00
In Stock

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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.

The 2021 Community Association Manager Compensation and Salary Survey is the seventh 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 companies and individuals 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 US 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 2021 data to previous data, there is a different set of respondents as well as a different survey vendor (though the same methodology was used).
We modeled this report largely on the 2017 edition, and once again focused on the following roles: Chief Executive Officer (CEO) of a Management Company, Management Company Executive, Large-Scale Manager, High- Rise Manager, Onsite 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.”
There was an enormous sea change between 2017 and 2021 given the pandemic in 2020 and 2021, the economic collapse in 2020 and recovery in 2021 as well as a robust housing market. Despite all of this, there have not been significant shifts in the majority of responses between 2017 and 2021. From the negative GDP growth and record high unemployment in 2020, to the jobs recovery and rising inflation of 2021, compensation and benefits have not changed significantly, though the salary disparities between the top 25 percentile and the other 75% continues to increase.
We’ve indicated report highlights that this edition covers in further detail throughout this report.
Most of the demographics in this report track closely with the 2017 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 30-49 age cohort are up slightly, and 60+ respondents are down), and years in the profession. The higher percentage of college and master’s degrees that was seen in the 2017 survey is seen in 2021 as well, as is the elevated percentage of female respondents (62%). The industry is still predominantly White at 84% (down from 86% in 2017).
• The industry is growing: the Department of Labor and Statistics projects 3% growth in this industry from 2020 through 2030.
• Professionals remain confident about the industry: 81% of respondents say that business prospects for their employer are “Good” or “Very Good” for the coming year; this is consistent with the 2017 survey.
• More respondents (64%) are employed by a management company versus working directly for the association; this is consistent with the 2017 survey.
• CMCA and AMS continue to be the top two professional designations, though CMCA has declined since 2017 (from 78.5% to 72%) and AMS has increased (from 48.8% to 52%).
• Job titles held are relatively consistent with 2017 with the exception of onsite manager, which grew from 17.3% to 29%.
• All positions showed significant compensation increases over 2017 (based on the median).
• Management Company Executives and High-Rise Managers reported the third highest average total compensation ($110,000), after Large-Scale Managers ($143,500) and CEOs ($125,000).
• Consistent with 2017, 85% of respondents report that they have employer-sponsored healthcare.
• 75% of employers offered retirement plans in 2021, and 62% provide a company match.
• The percentage of respondents who reported that their employer provides short and long-term disability continues to decline: from 63% in 2013 to 48% in 2017 to 39% in 2021.
• Perhaps unsurprisingly due to the pandemic, remote access to the company network has increased from 58% to 69%; 65% of respondents have the ability to work remotely.
• Professional community managers are increasingly using technology, especially mobile devices. 69% of managers are provided with a mobile phone by their employer and 61% are provided a laptop or tablet (this is up 12 points vs. 2017). Not surprisingly, these percentages are 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 The March Group 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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