Sponsored by:

Community Association Manager Compensation & Salary Survey 2021


2021
Seventh edition
Product Format: eBook
Item #: 2021SS-E
Members: USD $59.00
Non-Members: USD $99.00
In Stock
Quantity:
   

The 2021 Community Association Manager Compensation and Salary Survey is a dynamic, online tool with access to real-time data. The data collection period opens in January 2021 and will continually update as new respondents complete the survey. The 2021 survey is constantly updated with new data, so you are welcome into sign in to the CAI website anytime to review the most current results. To ensure reliable data and comparable results, all respondents are asked to share their salary and benefit profile as of January 1, 2021.

By purchasing access to the data, you will have the ability to review, sort, and download select data into PowerPoint charts and Excel tables. Access to the data will conclude on Dec. 31, 2022.

*Please note: While you are welcome to purchase the survey now, the initial data collection period will last three months and you will not be able to view the results until there are enough meaningful responses (we project this will be in mid-April 2021). Access to the data is complimentary for community managers who complete the survey.

Scope

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. The survey is the most comprehensive collection of data on community association manager and management companies compiled to date. Data is customizable by regions and states, community association and management company size, and differences in salaries between managers with and without professional designations.

Each edition provides an interesting snapshot of the field, and enhances our understanding of this growing and dynamic profession. The purpose of this survey is not to set recommendations for compensation. There are many factors that influence compensation decisions for specific people in specific markets, organizations, and circumstances. Rather, this report is a snapshot of market data – one point of reference compiled using best practices with the support of a reputable research firm.

Job Titles

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. In addition, we expanded the survey to include various positions commonly employed at a large-scale community association, such as Architectural Review Manager, Assistant General Manager, Business/Finance Manager, Communications/Member Services/Marketing Manager, Activity/Lifestyle Manager, Facilities/Grounds Manager, Human Resources Manager, IT/Computer Systems Manager, and Public Safety/Security Chief. 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."

Factors Influencing Compensation

The first thing many people do with a compensation report is to "look themselves up" to see how they compare. While this is perfectly natural, it is important to get at least three sources of compensation data to get perspective. Survey results are definitely not the only—or even the primary—information source for organizations making compensation decisions. This survey should be considered a valid point of reference, but not used in isolation from other information.

A compensation study such as this one is only one data point in understanding the market for talent in a profession. Many factors go into determining compensation levels, including employer size, location, market position, the economy, and the individual employee's experience, education, and performance. Because of these and many other factors, this survey should not be used as the sole or definitive guide for compensation decisions. Similarly, we must be cautious about comparing data in this study with previous years, primarily because there is a different set of respondents. This, combined with the amount of change in the profession, makes an accurate year to year comparison very difficult. For example, many more professionals now hold certifications or designations than in previous years.

Also of Interest
Reserve Funds, 2nd Ed. -Digital Book
Reserve Funds, 2nd Ed. -Digital Book Product Image
Testing Product Only
Testing Product Only Product Image
Message from CAI