2018

SALARY
GUIDE
for Administrative
Professionals
About the Data
in the 2018
Salary Guide
Robert Half has made it our mission for
nearly 70 years to provide salary data
to help companies benchmark their
compensation levels with what other
firms are offering. Those of you who
are familiar with our guides will find
even more comprehensive data this
year than ever before.

WHY THE CHANGE?

Our clients have expressed interest in
more detailed information on salaries.
To help with this, we’ve presented salaries
in percentiles versus the low and high
ranges we have previously used. The
information is based on our current salary
data and analysis of the thousands of job
placements we make every year.

WHAT HASN’T CHANGED

As always, we are committed to providing
you with the most accurate information
on hiring and compensation trends.
This year’s OfficeTeam Salary Guide
includes the following:
• Average starting salary ranges for
60 positions based on our job
placements from the past year
• Regional variances that can help you
adjust salaries to your local markets
• New data on benefits, incentives
and perks

For more information and access

to our Salary Calculator, please
visit our Salary Center at
officeteam.com/salary-center.

b
This is OfficeTeam’s
23rd year publishing
the Salary Guide.
Table of Contents
2 Welcome to the OfficeTeam
2018 Salary Guide
4 Hiring Trends in the
United States 16 Administrative Salaries: Canada
7 Spotlight: Healthcare
Hiring Trends
8 How to Use Our Salary Tables
9 Administrative Salaries:
United States
12 Calculate Your Custom Salary
13 Local Market Variances:
United States
15 Hiring Trends in Canada
18 Local Market Variances: Canada
19 Is EQ Better Than IQ?
21 Pay to Perks: Trends in
Compensation Packages
24 About OfficeTeam
25 Worldwide Locations
Welcome to the
OfficeTeam 2018
Salary Guide
A key part of attracting Hiring the best administrative
professionals requires more than just a
the best people is paying job description. A key part of attracting
the best people is paying them well —
them well — at least as at least as much as your competitors
are offering or more. That means, when
much as your competitors hiring, you need access to the latest
salary data available.
are offering or more.
Our OfficeTeam 2018 Salary Guide
contains compensation ranges based
on actual placements made by our
U.S. and Canadian staffing and
recruiting professionals. We use this
data to present 2018 salaries so you
know where we believe compensation
is headed and can budget accordingly.
It’s also your tool for successfully
negotiating salaries with the
professionals you want to recruit
and retain.

The salary tables are the core of the

guide. This year, we’ve made some
changes to how we present the salary
data, described in How to Use Our
Salary Tables on Page 8. Elsewhere in
the guide, we also include an analysis of
hiring trends in the administrative field.

We hope the Salary Guide helps

you build a more engaged and
productive team.

2018 SALARY GUIDE | OFFICETEAM 2

 Find out more
about the importance of
improving happiness
in your workplace.

3
Hiring Trends in
the United States
It’s a good time to
be a job seeker. It’s
a tough time to be a
hiring manager. The
market for administrative
professionals is more
competitive than ever.

4
Trends to consider in FASTER FULL-TIME HIRING OF
TEMPORARY STAFF
building support staff: Temporary-to-full-time work
arrangements give managers a chance
to observe the on-the-job behavior and
JOBS BECOMING LESS TRADITIONAL performance level of administrative
Many office support positions are and office support professionals before
evolving from a focus on traditional offering them full-time positions.
administrative duties to encompassing Likely because of the shortage of
technology-based tasks and specialized talent, these assignments
responsibilities. Companies want are transitioning to full-time sooner than
candidates who are eager to learn new they used to within some markets.
software and support more colleagues.
They also want administrative staff who
are comfortable having less face-to-
face interaction as the people they IN-DEMAND POSITIONS
support increasingly move toward
flexible schedules and remote work
arrangements. Executive/
administrative assistant
CANDIDATES EXPECT QUICK
HIRING DECISIONS Customer service
At many companies, the hiring process representative/manager
is being drawn out unnecessarily at
a time when it needs to be shorter.
Candidates are growing impatient with Receptionist/
lengthy rounds of interviews and long front desk coordinator
pauses in communication with hiring
managers. This is evidenced in a
Robert Half survey, which found that Project assistant/coordinator
more than two-thirds of applicants
lose interest in a job if there’s been
no follow-up within two weeks of an Human resources roles
interview. Some firms are beginning
to get the message that a lengthy
recruiting process can cause their top Data entry specialist
choices to slip away. Tightening the
hiring timeline is crucial, especially
when recruiting candidates who might
be considering multiple offers.
For more details on
administrative roles,
check the glossary
of job descriptions.

2018 SALARY GUIDE | OFFICETEAM 5

Skills in Demand
TECHNICAL
Candidates are expected to know
their way around Microsoft Office, but
many employers place a high value on
experience with customer relationship
management (CRM) and database
software, as well as SAP or other
enterprise resource planning (ERP)
applications.
Being adept with social media is
beneficial. Virtually all companies now
use Facebook, Twitter, LinkedIn and
other platforms to monitor industry
activity and provide company updates
to customers, and many look to their
administrative team to assist with this
communication.
NONTECHNICAL
Hiring managers are paying particular
attention to administrative candidates’
soft skills and work ethic. Areas where
they expect applicants to excel include
the following:
• Communication — Companies
want to hire administrative pro-
fessionals who can quickly and
thoroughly assemble, process and
share information, both verbally
and in writing.
SEE ADMINISTRATIVE OPENINGS IN YOUR AREA.
BROWSE JOBS
• Reliability — This includes
attention to detail, comfort with
multitasking and a reputation for
being a quick study.
• Adaptability — Firms are changing
the way they work, and they need
support professionals who are
comfortable with change. Adminis-
trative staff should be able to adapt
quickly and have a passion for
learning. Firms expanding interna-
tionally need more employees who
are able to support clients from
a variety of geographies and
cultural backgrounds.
• Positive attitude — Businesses are
focused on company morale and
cultivating a productive workplace
environment as a means for
increasing employee retention. They
want any new workers they bring
in to have a contagious positive
attitude and enthusiasm for working
in teams.
• Multiple languages — Employers
seek candidates who are multi-
lingual, especially for public-facing
positions. Spanish continues to top
the list of languages requested.
2018 SALARY GUIDE | OFFICETEAM 6
Spotlight: Healthcare
Hiring Trends
Administrative hiring decisions at many healthcare
organizations are likely to be affected by the following:
A FOCUS ON THE CUSTOMER
As healthcare competition increases
and the consumer experience becomes
a priority, heavy investments are
being made to improve the patient
and member journey. By offering
new products, services, locations
and technology for people to access
and manage their care, healthcare
organizations are putting themselves
in a position to grow their business.
Administrative and patient/member
services professionals with excellent
customer service skills are essential.
TECH UPGRADES
The healthcare industry continues to
implement or upgrade systems to gain
efficiencies and improve the quality of
care. Organizations want support staff
with experience in the latest practice
management and electronic medical
records software.
STAFF TURNOVER
Healthcare is a dynamic industry.
New regulatory compliance standards,
technologies, and business and
clinical strategies require constant
attention. These changes also create
a significant amount of extra work and
stress, resulting in greater employee
turnover. Organizations are expanding
administrative hiring to answer the
challenge of maintaining staff levels.
IN-DEMAND
NONCLINICAL
HEALTHCARE
POSITIONS
Patient registration/intake/
admissions clerk

AN AGING POPULATION Member services

As the baby boomer generation enters representative/
into their elder years, more individuals
enrollment specialist
are seeking healthcare services than
ever before. Administrative professionals
are being brought in to help address Medical receptionist
increased demands and keep operations
running smoothly.

2018 SALARY GUIDE | OFFICETEAM 7

How to Use
Our Salary Tables
To help hiring managers determine salary levels for
new hires, we’ve provided starting compensation
ranges by percentile, as defined in the chart below.
When a manager is establishing a starting salary, multiple factors come into
play. A firm’s compensation philosophy, the range of other benefits and incentives
offered, and the level of competition for individuals within a particular market all
may affect starting salaries. Following are additional elements to consider and how
they correlate with the high and low ends of the compensation figures provided:

PERCENTILE 25TH 50TH (MIDPOINT ) 75TH 95TH

Candidate Less experience Average More experience Significant,

Experience than typical experience than typical highly relevant
Level experience

Candidate Skills require Necessary skills Strong skill set; High level
Skills/ development to meet job may include of expertise,
Expertise requirements specialized including
certifications specialized
certifications

Job Role may be in Role may be Role may be Role may be

Complexity/ an industry with of average fairly complex highly complex
Duties low competition complexity or in a fairly and more
for talent or or in an competitive strategic in nature
in a smaller, industry where industry for than usual; may
less complex competition talent be in a highly
organization or for talent is competitive
department moderate industry for talent

The salaries listed on the following pages are based on actual placements in our offices throughout North America,
as well as an analysis of the demand for the role, the supply of talent and other market conditions. Salaries reflect
starting pay only. Bonuses, incentives and other forms of compensation are not taken into account. In some
situations, it’s possible that compensation would fall above or below the percentiles provided. Our recruiters can
help you establish appropriate compensation levels for new hires based on your company’s goals and budget.

Salaries represent national averages and can be adjusted for your market using the local variance information on
Page 13 for the United States and Page 18 for Canada.

2018 SALARY GUIDE | OFFICETEAM 8

Administrative Salaries:
United States
PERCENTILES

TITLE 25 TH
50 TH
75TH 95TH
MIDPOINT

ADMINISTRATIVE
Senior Executive Assistant $ 55,000 $ 60,000 $ 70,000 $ 85,000
Executive Assistant $ 42,000 $ 52,000 $ 65,500 $ 72,000
Senior Administrative Assistant $ 39,000 $ 41,500 $ 45,750 $ 56,250
Administrative Assistant $ 33,750 $ 35,000 $ 40,000 $ 47,000
Entry-Level Administrative Assistant $ 28,000 $ 32,000 $ 35,500 $ 38,500
Marketing Assistant $ 34,250 $ 37,250 $ 43,500 $ 50,000
Sales Assistant $ 32,500 $ 35,000 $ 41,750 $ 46,000
Specialized Assistant – Legal $ 35,250 $ 40,000 $ 44,000 $ 51,000
Property Management Assistant $ 26,500 $ 31,250 $ 35,250 $ 45,750
Mortgage Assistant $ 29,500 $ 31,000 $ 36,500 $ 40,500
Project Assistant/Coordinator $ 30,500 $ 37,000 $ 40,000 $ 42,000
Purchasing Assistant $ 28,500 $ 35,500 $ 39,500 $ 48,000

MANAGEMENT
Office Manager $ 42,500 $ 44,000 $ 50,500 $ 66,500
Facilities Manager $ 43,000 $ 61,000 $ 70,000 $ 89,000

OFFICE SERVICES
Office/Facilities Coordinator/Assistant $ 28,750 $ 32,500 $ 37,500 $ 40,750
Office Clerk $ 22,250 $ 25,000 $ 27,000 $ 33,250
Mail Assistant/Clerk $ 21,250 $ 23,000 $ 25,000 $ 31,250
File Clerk $ 23,000 $ 24,500 $ 27,000 $ 31,250
Claims Processor $ 32,250 $ 34,000 $ 36,500 $ 39,750
Logistics Clerk $ 27,500 $ 34,000 $ 39,000 $ 52,000
Dispatcher $ 27,500 $ 31,250 $ 33,250 $ 41,000
Document Control Clerk $ 26,000 $ 31,000 $ 35,000 $ 39,750
Proofreader $ 40,000 $ 45,000 $ 51,750 $ 62,000
Presentation Specialist $ 44,500 $ 50,250 $ 57,750 $ 67,000

2018 SALARY GUIDE | OFFICETEAM 9

 PERCENTILES
TITLE 25 TH
50 TH
75TH 95TH
MIDPOINT

DATA ENTRY
Senior Data Entry Specialist $ 29,000 $ 31,250 $ 35,250 $ 37,000
Data Entry Specialist $ 24,000 $ 27,000 $ 29,750 $ 35,250
Senior Order Entry Specialist $ 30,500 $ 35,500 $ 40,000 $ 45,750
Order Entry Specialist $ 26,000 $ 29,000 $ 32,000 $ 36,000

RECEPTION
Front Desk Coordinator $ 24,000 $ 27,000 $ 31,250 $ 35,250
Receptionist $ 23,000 $ 28,000 $ 30,000 $ 32,250

CUSTOMER SERVICE/CALL CENTER

Customer Service Manager $ 40,000 $ 44,000 $ 51,750 $ 66,000
Senior Customer Service $ 33,000 $ 37,000 $ 42,500 $ 54,250
Representative
Customer Service Representative $ 28,500 $ 30,000 $ 35,000 $ 41,500
Call Center Manager $ 44,500 $ 50,000 $ 57,500 $ 73,500
Senior Call Center Representative $ 34,750 $ 39,250 $ 45,000 $ 57,500
Call Center Representative $ 28,500 $ 32,000 $ 38,000 $ 43,000

HUMAN RESOURCES (HR)

HR Benefits Specialist/Coordinator $ 41,000 $ 45,000 $ 51,750 $ 64,000
HR Recruiting Specialist/Coordinator $ 36,750 $ 41,500 $ 47,750 $ 59,000
HR Assistant/Generalist $ 29,000 $ 33,250 $ 37,000 $ 50,000

ADMINISTRATIVE HEALTHCARE
Credentialing Specialist $ 34,500 $ 37,500 $ 44,000 $ 49,000
Patient Registration/Intake/ $ 26,500 $ 30,000 $ 34,500 $ 44,000
Admissions Clerk
Insurance Referral Coordinator $ 27,500 $ 31,000 $ 35,500 $ 45,500
Insurance Verification Clerk $ 29,500 $ 33,250 $ 38,250 $ 48,750
Insurance Authorization Clerk $ 31,000 $ 35,000 $ 40,250 $ 51,250
Medical Scheduler $ 27,500 $ 31,000 $ 35,500 $ 45,500
Medical Front Desk Coordinator $ 26,500 $ 30,000 $ 34,500 $ 44,000
Medical Receptionist $ 25,750 $ 29,000 $ 33,250 $ 42,500
Electronic Medical Records Specialist $ 28,250 $ 32,000 $ 36,750 $ 47,000

WATCH THE VIDEO TO FIND OUT HOW TO USE THE SALARY PERCENTILES.

2018 SALARY GUIDE | OFFICETEAM 10

 PERCENTILES
TITLE 25 TH
50 TH
75TH 95TH
MIDPOINT

ADMINISTRATIVE HEALTHCARE (CONTINUED)

Medical Coding Manager $ 58,500 $ 66,000 $ 76,000 $ 97,000
Certified Coding Specialist $ 47,000 $ 53,000 $ 61,000 $ 77,750
Certified Professional Coder $ 47,000 $ 53,000 $ 61,000 $ 77,750
Medical Data Entry Specialist $ 25,000 $ 28,000 $ 32,250 $ 41,000
Patient Access/Services $ 30,250 $ 34,000 $ 39,000 $ 50,000
Representative
Medical Customer Service $ 30,000 $ 33,750 $ 38,750 $ 49,750
Representative
Member Services/ $ 48,750 $ 55,000 $ 63,250 $ 80,500
Enrollment Manager
Member Services Representative/ $ 30,250 $ 34,000 $ 39,000 $ 50,000
Enrollment Specialist
Provider Relations Specialist $ 31,000 $ 35,000 $ 40,250 $ 45,500
Medical Office Administrator $ 39,000 $ 44,000 $ 50,500 $ 64,500
Medical Executive Assistant $ 46,000 $ 52,000 $ 59,750 $ 76,250
Medical Secretary/ $ 31,000 $ 35,000 $ 40,250 $ 51,250
Administrative Assistant

PUT YOUR SALARY KNOWLEDGE TO WORK

FIND TALENT FIND JOBS

Employers may increase salaries for administrative professionals who are:

• Experts in multiple languages
• Certified (e.g., Microsoft Office Specialist)
• Senior executive assistants supporting C-level executives in large companies
• Receptionists in large companies who have more than five years of experience
• Customer service managers or call center managers overseeing more than 20 people

2018 SALARY GUIDE | OFFICETEAM 11

Calculate Your
Custom Salary
As you know, compensation for the same role can vary widely depending on
where the job is. To find salaries for a given city, go to the Salary Calculator
and select the job title and city. The online tool calculates a result for you.

CALCULATE YOUR CUSTOM SALARY

The salaries listed in the guide can be customized for nearly

600 cities using the Salary Calculator.

2018 SALARY GUIDE | OFFICETEAM 12

Local Market Variances:
United States
The starting salaries on the previous pages reflect the
national averages for each position. For guidance on
local compensation, increase or decrease the national
salary by the percentage below for your city.
The following local market variances are based on data from the U.S. Bureau of
Labor Statistics and OfficeTeam and are general guidelines only. They are reflective
of all industries and professions and may apply differently from staff to managerial
roles. For more information on average starting salaries in your area, contact the
OfficeTeam location nearest you.

ALABAMA COLORADO St. Petersburg . . . . . . . . . . – 3%

Birmingham . . . . . . . . . . . . – 5%
Huntsville . . . . . . . . . . . . . . – 6%
Mobile . . . . . . . . . . . . . . . . –14%
ARIZONA
Phoenix . . . . . . . . . . . . . . . +13%
Tucson . . . . . . . . . . . . . . . . . +5%
ARKANSAS
Fayetteville . . . . . . . . . . . . . – 5%
Little Rock . . . . . . . . . . . . . . –­ 5%
CALIFORNIA
Fresno . . . . . . . . . . . . . . . . –10 %
Irvine . . . . . . . . . . . . . . . . . +30 %
Los Angeles . . . . . . . . . . . +31%
Oakland . . . . . . . . . . . . +29.5%
Ontario . . . . . . . . . . . . . . . +20 %
Sacramento . . . . . . . . . . . . +5%
San Diego . . . . . . . . . . . . +26%
San Francisco . . . . . . . . +40 %
San Jose . . . . . . . . . . . . +37.5%
San Rafael . . . . . . . . . . . +30 %
Santa Barbara . . . . . . . . +27%
Santa Rosa . . . . . . . . . . . . +20 %
Stockton . . . . . . . . . . . . . . –15%
Boulder . . . . . . . . . . . . . +17.5%
Colorado Springs . . . . – 3.5%
Denver . . . . . . . . . . . . . . . . . +9%
Fort Collins . . . . . . . . . . . . –2%
Greeley . . . . . . . . . . . . . . . –11%
Loveland . . . . . . . . . . . . . . . – 5%
Pueblo . . . . . . . . . . . . . . . . –17%
CONNECTICUT
Hartford . . . . . . . . . . . . . . +17%
New Haven . . . . . . . . . . . +12%
Stamford . . . . . . . . . . . . . . +31%
DELAWARE
Wilmington . . . . . . . . . . . . +5%
DISTRICT OF COLUMBIA
Washington . . . . . . . . . . +33%
FLORIDA
Fort Myers . . . . . . . . . . . . . –9%
Jacksonville . . . . . . . . . . – 4.5%
Melbourne . . . . . . . . . . . –9.5%
Miami/
Fort Lauderdale . . . . . +6.5%
Orlando . . . . . . . . . . . . . +0.5%
Tampa . . . . . . . . . . . . . . . . . . –1%
West Palm Beach . . . . . . +1%
GEORGIA
Atlanta . . . . . . . . . . . . . . . . . +6%
Macon . . . . . . . . . . . . . . . . –18%
Savannah . . . . . . . . . . . . . –15%
HAWAII
Honolulu . . . . . . . . . . . . . . . +7%
IDAHO
Boise . . . . . . . . . . . . . . . . –13.9%
ILLINOIS
Chicago . . . . . . . . . . . +23.5%
Naperville . . . . . . . . . . . . +12%
Rockford . . . . . . . . . . . . . . –15%
INDIANA
Fort Wayne . . . . . . . . . . . –16%
Indianapolis . . . . . . . . . . . – 3%
IOWA
Cedar Rapids . . . . . . . . . . – 6%
Davenport . . . . . . . . . . . . . – 5%
Des Moines . . . . . . . . . . . . +0 %

2018 SALARY GUIDE | OFFICETEAM 13

Sioux City . . . . . . . . . . . . . –16%
Waterloo/
Cedar Falls . . . . . . . . . . –13%
KANSAS
Overland Park . . . . . . . +0.5%
KENTUCKY
Lexington . . . . . . . . . . . . – 8.5%
Louisville . . . . . . . . . . . . . . . – 8%
LOUISIANA
Baton Rouge . . . . . . . . . . . . –1%
New Orleans . . . . . . . . . . . –1%
MAINE
Portland . . . . . . . . . . . . . . . . – 5%
MARYLAND
Baltimore . . . . . . . . . . . . . . +3%
MASSACHUSETTS
Boston . . . . . . . . . . . . . . . +34%
Springfield . . . . . . . . . . . . . +1%
MICHIGAN
Ann Arbor . . . . . . . . . . . +1.5%
Detroit . . . . . . . . . . . . . . . . . +0 %
Grand Rapids . . . . . . . –14.5%
Kalamazoo . . . . . . . . . . . –20 %
Lansing . . . . . . . . . . . . . . . –15%
MINNESOTA
Bloomington . . . . . . . . . +6.5%
Duluth . . . . . . . . . . . . . . –20.4%
Minneapolis . . . . . . . . . . . +7%
Rochester . . . . . . . . . . . . . . +2%
St. Cloud . . . . . . . . . . . . –16.5%
St. Paul . . . . . . . . . . . . . . . . . +4%
MISSOURI
Kansas City . . . . . . . . . . – 0.5%
St. Joseph . . . . . . . . . . . . . –10 %
St. Louis . . . . . . . . . . . . . . – 0.5%
NEBRASKA
Omaha . . . . . . . . . . . . . . . . – 3%
NEVADA
Las Vegas . . . . . . . . . . . . . . +0 %
Reno . . . . . . . . . . . . . . . . . . . +0 %
NEW HAMPSHIRE
Manchester/
Nashua . . . . . . . . . . . . . . +14%
NEW JERSEY
Mount Laurel . . . . . . . . . +15%
Paramus . . . . . . . . . . . . . +30 %
Princeton . . . . . . . . . . . . . . +25%
Woodbridge . . . . . . . +26.5%
NEW MEXICO
Albuquerque . . . . . . . . . – 8.5%
NEW YORK
Albany . . . . . . . . . . . . . . . . . – 4%
Buffalo . . . . . . . . . . . . . . . – 6.5%
Long Island . . . . . . . . . . . +20 %
New York . . . . . . . . . . +40.5%
Rochester . . . . . . . . . . . . – 6.5%
Syracuse . . . . . . . . . . . . . . –9.7%
NORTH CAROLINA
Charlotte . . . . . . . . . . . . . . +2%
Greensboro . . . . . . . . . . . . +0 %
Raleigh . . . . . . . . . . . . . . . . . +4%
OHIO
Akron . . . . . . . . . . . . . . . . . –11%
Canton . . . . . . . . . . . . . . . . –18%
Cincinnati . . . . . . . . . . . . –2.5%
Cleveland . . . . . . . . . . . . . . – 4%
Columbus . . . . . . . . . . . . . . –2%
Dayton . . . . . . . . . . . . . . . . –13%
Toledo . . . . . . . . . . . . . . –14.5%
Youngstown . . . . . . . . . . . –24%
OKLAHOMA
Oklahoma City . . . . . . . . . –7%
Tulsa . . . . . . . . . . . . . . . . . . . . –7%
OREGON
Portland . . . . . . . . . . . . . . . . +7%
PENNSYLVANIA
Harrisburg . . . . . . . . . . . . . – 5%
Philadelphia . . . . . . . . . . +15%
Pittsburgh . . . . . . . . . . . . . . –2%
RHODE ISLAND
Providence . . . . . . . . . . . +1.5%
Get local starting salary data for specific
roles at officeteam.com/salary-center.
2018 SALARY GUIDE | OFFICETEAM
SOUTH CAROLINA
Charleston . . . . . . . . . . . – 5.5%
Columbia . . . . . . . . . . . . – 6.5%
Greenville . . . . . . . . . . . . . . . –7%
SOUTH DAKOTA
Sioux Falls . . . . . . . . . . . . –16%
TENNESSEE
Chattanooga . . . . . . . . . –11%
Cool Springs . . . . . . . . . . . +0 %
Knoxville . . . . . . . . . . . . . . –11%
Memphis . . . . . . . . . . . . . . . – 5%
Nashville . . . . . . . . . . . . . +1.5%
TEXAS
Austin . . . . . . . . . . . . . . . . . . +8%
Dallas . . . . . . . . . . . . . . . . . +10 %
El Paso . . . . . . . . . . . . . . . . –28%
Fort Worth . . . . . . . . . . . . . +9%
Houston . . . . . . . . . . . . . . . . +7%
Midland/Odessa . . . . . +10 %
San Antonio . . . . . . . . . . . +1%
UTAH
Salt Lake City . . . . . . . . . . +5%
VIRGINIA
Norfolk/
Hampton Roads . . . . . . –2%
Richmond . . . . . . . . . . . . –1.5%
Tysons Corner . . . . . . . . +32%
WASHINGTON
Seattle . . . . . . . . . . . . . . . . +21%
Spokane . . . . . . . . . . . . . . –18%
WISCONSIN
Appleton . . . . . . . . . . . . . . –15%
Green Bay . . . . . . . . . . –13.5%
Madison . . . . . . . . . . . . . –1.5%
Milwaukee . . . . . . . . . . . . . +1%
Waukesha . . . . . . . . . . . . . . –1%
14
Hiring Trends
in Canada
MULTITASKERS SOUGHT
Experienced executive assistants are
most in demand, as are front desk
staff who can also take on other
administrative or accounting tasks as
needed. Those who are fluent in both
English and French may receive multiple
job offers.

TEMPORARY HIRING ON THE RISE

Employers increasingly recognize
the value of supplementing full-time
staff with interim professionals on an
as-needed basis to manage labor
costs. Companies often use
temporary-to-hire arrangements
to assess a candidate’s fit for the
role and corporate culture
before making a full-time offer.

INDUSTRIES HIRING

Sectors expected to most actively hire administrative

professionals in Canada include:

Real estate Finance Healthcare Government

15
Administrative Salaries:
Canada
PERCENTILES

TITLE 25TH 50TH 75TH 95TH

MIDPOINT

ADMINISTRATIVE
Senior Executive Assistant $ 56,250 $ 58,250 $ 70,750 $ 84,750
Executive Assistant $ 47,000 $ 53,500 $ 60,000 $ 70,250
Senior Administrative Assistant $ 45,000 $ 49,750 $ 56,000 $ 67,000
Administrative Assistant $ 31,500 $ 35,000 $ 40,250 $ 50,250
Entry-Level Administrative Assistant $ 30,250 $ 32,500 $ 36,500 $ 45,750
Marketing Assistant $ 34,250 $ 37,500 $ 45,000 $ 57,250
Sales Assistant $ 35,250 $ 40,000 $ 50,000 $ 55,000
Specialized Assistant – Legal $ 33,500 $ 37,500 $ 43,750 $ 57,500
Property Management Assistant $ 31,250 $ 35,250 $ 39,500 $ 47,500
Project Assistant/Coordinator $ 41,000 $ 47,000 $ 53,000 $ 60,000
Purchasing Assistant $ 40,250 $ 45,000 $ 52,000 $ 54,750

MANAGEMENT
Office Manager $ 41,500 $ 45,000 $ 51,750 $ 70,000
Facilities Manager $ 53,250 $ 60,000 $ 69,250 $ 88,000

OFFICE SERVICES
Office/Facilities Coordinator/Assistant $ 29,750 $ 32,500 $ 34,750 $ 40,000
Office Clerk $ 28,000 $ 30,500 $ 32,500 $ 38,750
Mail Assistant/Clerk $ 28,000 $ 30,000 $ 34,500 $ 36,500
File Clerk $ 28,000 $ 30,000 $ 31,750 $ 37,750
Claims Processor $ 34,500 $ 36,500 $ 42,500 $ 45,000
Logistics Clerk $ 33,250 $ 37,500 $ 43,750 $ 55,000
Dispatcher $ 33,250 $ 37,250 $ 41,500 $ 47,750
Document Control Clerk $ 28,000 $ 35,250 $ 41,250 $ 50,000
Proofreader $ 47,500 $ 54,000 $ 61,750 $ 64,500
Presentation Specialist $ 45,250 $ 52,000 $ 57,750 $ 67,750

All salaries listed on Pages 16-17 are in Canadian dollars.

2018 SALARY GUIDE | OFFICETEAM 16

 PERCENTILES

TITLE 25TH 50TH 75TH 95TH

MIDPOINT

DATA ENTRY
Senior Data Entry Specialist $ 32,250 $ 34,250 $ 40,000 $ 45,000
Data Entry Specialist $ 28,000 $ 30,250 $ 31,500 $ 41,500
Senior Order Entry Specialist $ 37,250 $ 42,000 $ 46,500 $ 49,500
Order Entry Specialist $ 31,500 $ 39,000 $ 42,500 $ 43,500

RECEPTION
Front Desk Coordinator $ 31,000 $ 35,000 $ 40,250 $ 48,500
Receptionist $ 28,750 $ 32,000 $ 36,750 $ 45,750

CUSTOMER SERVICE/CALL CENTER

Customer Service Manager $ 48,500 $ 55,000 $ 75,000 $ 90,000
Senior Customer Service
$ 39,000 $ 42,500 $ 44,750 $ 55,000
Representative
Customer Service Representative $ 28,000 $ 31,250 $ 34,250 $ 45,750
Call Center Manager $ 50,500 $ 57,000 $ 65,750 $ 83,000
Senior Call Center Representative $ 40,750 $ 46,000 $ 53,000 $ 67,000
Call Center Representative $ 33,500 $ 38,000 $ 43,000 $ 46,000

HUMAN RESOURCES (HR)

HR Benefits Specialist/Coordinator $ 48,250 $ 55,000 $ 59,500 $ 64,000
HR Recruiting Specialist/Coordinator $ 35,250 $ 37,500 $ 41,500 $ 57,250
HR Assistant/Generalist $ 33,250 $ 35,250 $ 41,500 $ 54,000

ADMINISTRATIVE HEALTHCARE
Medical Receptionist $ 34,000 $ 37,750 $ 43,250 $ 54,000
Electronic Medical Records Specialist $ 35,500 $ 40,000 $ 46,000 $ 58,750
Medical Data Entry Specialist $ 35,250 $ 36,750 $ 38,500 $ 41,750
Medical Office Administrator $ 32,000 $ 38,500 $ 45,000 $ 64,000
Medical Secretary/
$ 31,250 $ 32,000 $ 37,500 $ 51,000
Administrative Assistant

Employers may increase salaries for administrative professionals who are:

• Experts in multiple languages
• Certified (e.g., Microsoft Office Specialist)
• Senior executive assistants supporting C-level executives in large companies
• Receptionists in large companies who have more than five years of experience
• Customer service managers or call center managers overseeing more than 20 people

2018 SALARY GUIDE | OFFICETEAM 17

Local Market Variances:
Canada
The starting salaries on the previous pages reflect the
national averages for each position. For guidance on
local compensation, increase or decrease the national
salary by the percentage below for your city.
The following local market variances are general guidelines only. They are reflective
of all industries and professions and may apply differently from staff to managerial
roles. For more information on average starting salaries in your area, contact the
OfficeTeam location nearest you.

ALBERTA MANITOBA QUEBEC

Calgary . . . . . . . . . . . . . . . . +3%
Edmonton . . . . . . . . . . . . +1.8%
BRITISH COLUMBIA
Fraser Valley . . . . . . . . . +0.2%
Vancouver . . . . . . . . . . . +4.9%
Victoria . . . . . . . . . . . . . . – 3.2%
Winnipeg . . . . . . . . . . . . . . – 9%
ONTARIO
Kitchener/
Waterloo . . . . . . . . . . . – 3.7%
Ottawa . . . . . . . . . . . . . . +0.2%
Toronto . . . . . . . . . . . . . . +4.9%
Montreal . . . . . . . . . . . . . +2.9%
Quebec City . . . . . . . . . . –10 %
SASKATCHEWAN
Regina . . . . . . . . . . . . . . . – 6.1%
Saskatoon . . . . . . . . . . . – 4.5%

PUT YOUR SALARY KNOWLEDGE TO WORK

FIND TALENT FIND JOBS

2018 SALARY GUIDE | OFFICETEAM 18

Is EQ Better Than IQ?

When employees have emotional intelligence

(EQ), they’re able to manage their own
emotions and understand and react to the
emotions of others.

Nearly all HR managers (95%) and workers (99%) said

it’s important for employees to have high EQ.

95%
HR MANAGERS
99%
WORKERS

In fact,
of employees feel EQ

21%
is more valuable at work
than IQ.

Source: OfficeTeam surveys of more than 600 HR managers and more than 800 workers in North America

2018 SALARY GUIDE | OFFICETEAM 19

How employees think they stack up:

92% of workers believe they

have strong EQ.

74% feel their bosses do.

The greatest benefit of having staff with high EQ,

according to HR managers:

43%

21% 19%
16%
1%
INCREASED IMPROVED BETTER EFFECTIVE OTHER
MOTIVATION/ LEADERSHIP COLLABORATION CONFLICT
MORALE RESOLUTION

Find out more about why EQ is important at work.

2018 SALARY GUIDE | OFFICETEAM 20

Pay to Perks: Trends in
Compensation Packages
Highly skilled professionals How
38%

expect not just a base companies

72% determine
salary that’s in line with salary
increases
what other firms are
17%
offering but also a Merit calculation
16%
Cost-of-living adjustment
choice of benefits, Length of service

incentives and perks that Other (e.g., market data)

No method 3%
are just as competitive.
How companies determine bonuses*
To find out more about the
compensation strategies prevalent 27% Individual
performance
and company

today, Robert Half surveyed Individual, team and company

22% performance
more than 740 human resources,
compensation and benefits 16% Individual performance only
professionals in businesses across 8% Company performance only
a variety of industries in North
America. The results are shown on 9% Other
this and the following pages. 19% Don’t offer bonuses

The most common benefits offered (1/2)**

95%
89 % 88% 81% 79 % 78% 65% 56%

AD&D

Medical Dental Life Vision AD&D insurance Disability Employee Reimbursement

insurance insurance insurance insurance (accidental insurance assistance for tuition/
death and program professional
dismemberment) (EAP) certifications

2018 SALARY GUIDE | OFFICETEAM 21

 Benefits, incentives and perks: What’s the difference?

Benefits are any form of noncash compensation paid indirectly

to an employee and not tied to job performance. Examples:
medical insurance, retirement plans.

Incentives are cash or other awards made to reward or

incent superior performance and boost retention. They are not
guaranteed but tied to job performance. Examples: bonuses,
spot awards.

Perks (short for perquisites) are privileges granted to employees

in addition to benefits and incentives. Examples: gym membership,
free meals.

The most common

perks offered**
62% flexible work schedules

39% regular social events

34% telecommuting

25% onsite gym or access to gym

17% a compressed schedule such as a 4/10 workweek

13% free or subsidized meals

The most common benefits offered (2/2)**

54%
46%
42% 41%
30 %
16% 11% 7%

Healthcare Dependent Wellness Health Long-term Legal Identity-theft Pet

flexible care flexible program savings or care services protection insurance
spending spending reimbursement insurance
account account account

2018 SALARY GUIDE | OFFICETEAM 22

 Pay for performance

65% Nearly 2 out of 3 companies tie compensation to

organizational or individual performance.

37% spot awards for individual or team achievement

20 % profit-sharing

18% retention bonuses

The most common 18% stock options, restricted stock or performance shares
incentives offered
16% deferred compensation

of companies
offer a 401(k)
Helping employees save for retirement or RRSP.
On average, employers match 3 to 4%
of employees’ 401(k) or Registered Retirement
Savings Plan (RRSP)*** contributions.

Time-off policies

On average, employers offer 14 days of paid

vacation for the first 5 years of employment, plus
9 paid holidays, including floating holidays.

*Responses do not total 100 percent due to rounding.

**Only the top responses shown.
***401(k) in the United States and RRSP in Canada
Source: Robert Half survey of more than 740 human resources, compensation and benefits executives in North America

2018 SALARY GUIDE | OFFICETEAM 23

About OfficeTeam
OfficeTeam, a division
of Robert Half, specializes
in matching organizations
of all sizes with highly
skilled administrative
professionals on a
temporary and temporary-
to-full-time basis.
OfficeTeam stands apart from other
administrative staffing firms because
our placements are made personally
by our recruiters and supported by
the latest technology. In addition
to experience, professionalism and
industry knowledge delivered one-on-
one in a consultative way, we also offer
you online self-service options that let
you browse candidates, submit job
order requests and ask to meet
a candidate.
You choose the way you want to work
with us, but you’re never on your own.
Even if you opt for one of our self-
service features, we can step back in to
provide personal customer service at
any point in the process.
OfficeTeam staffing experts have access
to top job candidates on the market
— as well as professionals who aren’t
actively looking for work but who might
change jobs for the right opportunity.
This gives your business many more
options than you’d have on your own.
Our recruiters will interview promising
candidates for you, assess their skill
sets and fit for your workplace culture,
advise you on competitive salary
ranges, and help you hire your top
choice before the competition does.
We deliver turnkey results, quickly.
When it’s time to staff a key
position, turn to a respected adviser.
Contact OfficeTeam online or call
1.855.560.0625 to learn how we can
help you find the talent you need today.
2018 SALARY GUIDE | OFFICETEAM 24
Worldwide Locations

UNITED STATES OFFICES

Alabama Santa Rosa Atlanta – South Bethesda

Birmingham Stockton Gwinnett Columbia
Torrance Macon Greenbelt
Arizona Visalia Savannah Hunt Valley
Chandler Walnut Creek
Phoenix Westlake Village Hawaii Massachusetts
Phoenix – West Westwood Honolulu Boston
Tucson Woodland Hills Burlington
Idaho Cambridge
Arkansas Colorado Boise Danvers
Fayetteville Boulder Framingham
Little Rock Illinois
Colorado Springs Chicago Quincy
California Denver Gurnee Springfield
Bakersfield Englewood Hoffman Estates Westborough
Burbank Fort Collins Naperville
Lakewood Michigan
Carlsbad Northbrook Ann Arbor
Cerritos Connecticut Oakbrook Terrace Dearborn
City of Industry Danbury Rosemont Grand Rapids
Fairfield Hartford Tinley Park Kalamazoo
Fremont New Haven Lansing
Fresno Indiana
Shelton Fishers Southfield
Irvine Stamford Troy
La Jolla Fort Wayne
Laguna Niguel Delaware Indianapolis – Downtown Minnesota
Long Beach Wilmington Indianapolis – West Bloomington
Los Angeles Merrillville Burnsville
Los Angeles – LAX District of Columbia Minneapolis
Washington Iowa
Modesto Minnetonka
Cedar Rapids
Monterey St. Cloud
Florida Davenport
Oakland St. Paul
Boca Raton Des Moines
Ontario
Brandon Missouri
Orange Kansas
Coral Gables Creve Coeur
Oxnard Overland Park
Fort Lauderdale Kansas City
Palm Springs
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Palo Alto
Heathrow Lexington
Pasadena
Jacksonville Louisville Nebraska
Pleasanton
Miami – Downtown Omaha
Rancho Bernardo
Orlando Louisiana
Rancho Cordova Nevada
St. Petersburg Baton Rouge
Riverside Las Vegas
Tampa New Orleans
Sacramento Reno
West Palm Beach
San Diego Maine
San Francisco Georgia New Hampshire
Portland
San Jose Alpharetta Manchester
San Mateo Atlanta – Buckhead Maryland Nashua
Santa Barbara Atlanta – Galleria Baltimore Portsmouth
Santa Clara

2018 SALARY GUIDE | OFFICETEAM 25

New Jersey Ohio Reading Houston – West
Bridgewater Akron Trevose Irving
Jersey City Beachwood Wexford Midland/Odessa
Mount Laurel Blue Ash Plano
Parsippany Canton Rhode Island San Antonio – Alamo
Princeton Cincinnati Providence Heights
Red Bank Cleveland San Antonio – Colonnade
South Carolina
Rutherford Columbus The Woodlands
Charleston
Saddle Brook Dayton
Columbia Utah
Woodbridge Dublin
Greenville Salt Lake City
Easton
New Mexico Spartanburg Thanksgiving Point
North Olmsted
Albuquerque Toledo South Dakota Virginia
West Chester Sioux Falls
New York Alexandria
Albany Youngstown
Tennessee
Dulles
Brooklyn Oklahoma Norfolk
Chattanooga
Buffalo Oklahoma City Richmond – Downtown
Knoxville
Hauppauge Tulsa Richmond – West
Memphis – Downtown
New York – Midtown Tysons Corner
Memphis – East
New York – Wall Street Oregon
Nashville – Cool Springs Washington
Queens Beaverton
Nashville – Downtown Bellevue
Rochester Eugene
Syracuse Portland Texas
Federal Way
Uniondale Austin Lynnwood
White Plains Pennsylvania
Dallas – Downtown Seattle
Harrisburg Spokane
Dallas – Galleria
North Carolina Hermitage
El Paso Wisconsin
Chapel Hill King of Prussia
Fort Worth Appleton
Charlotte Lehigh Valley
Houston – Clear Lake Madison
Charlotte – South Moon
Houston – Downtown Milwaukee
Greensboro Philadelphia
Houston – Galleria Waukesha
Raleigh Pittsburgh
Houston – Northwest

INTERNATIONAL OFFICES
Australia Manitoba Düsseldorf Switzerland
Brisbane Winnipeg Essen Zurich
Melbourne Ontario Frankfurt
Mount Waverley Hamburg United Kingdom
Brampton
Sydney Mannheim Birmingham
Burlington
Munich Bristol
Kitchener/Waterloo
Belgium Stuttgart East Midlands
Markham
Antwerp Wiesbaden Leeds
Mississauga
Brussels London Central
North York
Charleroi The Netherlands London West
Ottawa
Diegem Amsterdam Manchester
Toronto
Ghent Eindhoven Milton Keynes
Vaughan
Groot-Bijgaarden Rotterdam Swindon
Hasselt France
Liège Aix-en-Provence
Roeselare La Défense
Wavre Lyon
Massy
Canada
Paris Find the office nearest you online
Alberta
Calgary
Stade de France or by calling 1.855.560.0625.
Versailles
Edmonton
British Columbia Germany
Fraser Valley Berlin
Vancouver Bonn
Cologne

2018 SALARY GUIDE | OFFICETEAM 26

2884 Sand Hill Road
Menlo Park, CA 94025
1.855.560.0625

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