Money matters. The matter of pay is a touchy point. Many respondents remain positive about their pay and count it as only one of the perks of their jobs. As an IT manager noted, "It is an interesting and rewarding job, and generally I have always been among the better paid in any organization I have worked in." However, money does talk, and there's no denying that many SQL Server professionals are dismayed at the change—or lack of change—in their paychecks recently.
Compensation cutbacks that survey respondents reported range from total wage and hiring freezes to pay decreases and layoffs to cuts in health coverage and other compensation besides base pay. (For details about current pay and pay changes of survey respondents, see the article "Who Makes What?" page 23.) Some IT workers are still receiving pay increases, but respondents report that those increases are drastically less than they were a couple of years ago. Some respondents said they don't see increases for extended periods of time (18 months or more). A CTO in Maryland reported that, at his company, "salary hikes have been limited and capped at a bare minimum level, just beating inflation. The jobs are increasing in the market, but the salaries don't show any significant incentive to jump the boat." One Missouri IT manager observed, "There have been no raises or promotions (unless someone left) for the last 3 years at my organization. Previously, promotions and raises happened based on performance." A manager in Pennsylvania pondered, "Sometimes I don't think the management even knows we are here—2 years running and no raises." And a database analyst in New York admitted, "The company does what it can to compensate its employees, considering that the company has been operating at a loss for several years now. What is more important at this point is [whether] the company will survive."
Many respondents expressed fear that the changes they've seen might be a sign of a permanent shift in the way their skills are valued. One systems analyst speculated that "the rapid increase of salaries during the late '90s, along with the soft economy and increased productivity, has led companies to limit or even reduce the pay for many IT/development positions." An IT manager said, "Last year, we had layoffs and a few cutbacks. Subsequently, my raise percentages went from the mid-teens into low single digits for the first time in 6 years. I am afraid that [the change] may be permanent." And a Web developer said that, at his Texas company, "they say they pay for performance, but there are very few dollars available to compensate employees. Bonuses and raises are almost nonexistent." Consultants, too, report limitations on their earning power. A consultant in California wrote, "At the organization I am consulting at, there has been downward pressure on my consulting rate. Late last year, I was able to increase my rate $5 per hour. I am not anticipating any change in my rate this year, unless I move on and get a new client."
Although many respondents seemed understanding about the financial position of their companies, 46 percent believe their compensation isn't adequate for the work they perform. Figure 6 shows that of those who are dissatisfied with their compensation, 30 percent believe that to be fair, their employers would need to increase their salaries as much as 10 to 14 percent.
The current culture of cutbacks and tight belts affects not just your pay, but also the problems you deal with daily in your job. For a list of the top 10 most pressing work problems respondents reported, see the sidebar "What Keeps You Up at Night?" page 33.
Expecting to Thrive
The variety of comments respondents shared was enlightening. The SQL Server pros who participated in our survey were honest and realistic about the problems they face on the job. But as a whole, their comments convey an overriding optimism about their work. They expect not only to survive but to thrive in coming years, and they strongly encourage newcomers to join them in IT careers. The rewards they cite include generally good pay; rewarding, creative work; being part of something important; and ongoing career opportunities (i.e., despite outsourcing, they don't believe IT is going away).
Many respondents said they would especially encourage young people to enter the IT professional world. A Help desk engineer predicted, "There will be a deepening shortage of capable IT people in the US in the next few years due to the exodus of the Baby Boomers and the explosion of technology that is on the horizon." Respondents touted the challenges and opportunities that an IT career offers. Several respondents expressed a belief that IT is still the future, and one person stressed that "we are in need, in this country, of young people willing and able to learn and participate in computer careers." Another respondent enthused, "For young people just out of college, this still is an exciting time to be in IT development." And finally, in the middle of a time of great transition, SQL Server pros are able to see the bigger picture. As one person explained, "While not for the weak of heart, the dynamic evolution of the IT industry will continue to offer the possibility of personal success and satisfaction."