Professional Documents
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Earning Power
Earning Power
Earning Power
Project Management Salary Survey
Thirteenth Edition
Project Management Institute
©2023 Project Management Institute, Inc. (PMI). All rights reserved. No part of this work may be reproduced or
transmitted in any form or by any means without the prior written permission of PMI.
Earning Power: Project Management Salary Survey—Thirteenth Edition
“PMI,” the PMI logo and “PMP” are registered marks of Project Management Institute, Inc. For a comprehensive list of
PMI marks, contact the PMI Legal Department.
PMI Publications welcomes comments on its publications. Please feel free to send comments to: Book Editor, PMI Publications,
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permission of the publisher.
ii
Table of Contents
INTRODUCTION
About PMI . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2
About This Report . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .3
SUMMARY OF FINDINGS
General Overview . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .6
Country of Employment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .7
Number of Years of Experience in Project Management . . . . . . . . . . . . . . . . . . . . . . .8
PMP® Certification Status . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .9
PMP Certification and Salary Growth by PMI Tenure . . . . . . . . . . . . . . . . . . . . . . . 10
Value of PMP Certification on Career . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
PMP Certification Contribution to Salary Growth . . . . . . . . . . . . . . . . . . . . . . . . 12
Position . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
Project Size . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
APPENDIX A
Demographic Comparisons by Country . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .141
APPENDIX B
Survey Instrument . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .165
APPENDIX C
Sampling Methodology . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .181
APPENDIX D
Certification Value Perception . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .183
APPENDIX E
Exchange Rates . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .184
iii
INTRODUCTION
The PMI biennial report, Earning Power: Project Management Salary Survey –
Thirteenth Edition, is an industry-leading source of data for both project
practitioners and organizations that want to stay current with the salary
landscape for today’s project professional.
Project Management Institute, PMI, and BRIGHTLINE are registered trademarks of Project Management Institute,
Inc. All other trademarks are the property of their respective owners.
PMI members will be able to access a more comprehensive report demonstrating annualized salary information across each
of the following variables within each country:
n
Position description n
Gender
n
Years of work experience n
Department
n
Years worked in project management n
Industry
n
Highest formal education level obtained n
Number of employees in entire organization
n
Degree in project management n
Average project team size
n
PMP certification status n
Typical project budget
The comprehensive report, available to PMI members, includes reported salary increases over the past 12 months and
expected salary increases over the next 12 months, as well as information on employee benefits such as stock options,
pension plans and paid days off.
In addition, the analysis of various demographic variables relating to compensation makes this report a must-have for
project management employees and employers alike, not to mention compensation committees, human resource
departments and executive recruiters interested in the project management profession.
A summary version of the report will be available to everyone on PMI.org, along with access to a customized interactive
salary tool. The interactive salary tool includes the following salary variables:
n
Country n
Province (Canadian salary queries only)
n
Position n
PMP certification status
n
Industry* n
Option to exclude “self-employed” respondents
(because self-employed data can skew results)
n
Company size (annual revenues)*
n
State and metropolitan area (U.S. salary queries only)
*Available for Australia, Brazil, Canada, China, Colombia, France, Germany, India, Japan, Mexico, Peru, Singapore, South Africa,
United Kingdom and United States salary queries only.
The Detailed Findings section is organized by country. All compensation information in this section is shown in the local
currency of each country.
Finally, the following appendices are located near the end of the report:
Appendix A: Demographic Comparisons by Country
Appendix B: Survey Instrument
Appendix C: Sampling Methodology
Appendix D: Certification Value Perception
Appendix E: Exchange Rates
Data Considerations
The validity of data in the report, as in all survey research, is impacted by sample sizes. In some cases, the level of analysis
in this report results in a small sample size. Small sample sizes provide less reliable summary statistics, such as means and
medians, whereas larger sample sizes result in more reliable data. Therefore, salary data is presented in the report
only if at least 10 individuals provided information for a given response choice. That means that no information
(denoted by “--” in the tables) is shown in this report unless there are at least 10 respondents for a given education level,
industry affiliation, company size, etc. Although the number 10 is an arbitrary number, PMI has used this threshold in
previous salary survey reports. Furthermore, requiring such a minimum does ensure respondent anonymity and provides a
greater level of reliability in the data. Sample sizes are reported in all tables by using the symbol “n.” Percentages less than
0.5% are noted by the symbol “*.”
Salary data is presented for the 25th percentile, 50th percentile (median), 75th percentile and mean. A description of
each follows:
25th percentile The value above which 75% of respondents earned more. For example, if the 25th percentile for
annualized salary was US$60,000, then 75% of survey respondents earned more than US$60,000.
50th percentile Also known as the median. The value at which half of all respondents earned more and half earned less.
For example, if the 50th percentile for annualized salary was US$80,000, then 50% of survey
respondents earned more than US$80,000 and 50% earned less than US$80,000.
75th percentile The value above which 25% of respondents earned more. For example, if the 75th percentile for
annualized salary was US$100,000, then 25% of survey respondents earned more than US$100,000.
Mean Also known as the arithmetic average. The mean is more susceptible to outliers (unusually large or small
numbers) in the data than the median.
Many survey respondents also believe that obtaining a PMP certification has
been valuable to their careers in addition to being a significant contributor to
salary growth, though this perception also varies between countries.
Among the countries included in this study, project professionals report the highest median salary in the United States
(US$120,000) and the lowest median salary in Egypt (US$11,765).
Indonesia 73 $35,360
PMP® certification holders report higher median salaries than their counterparts without PMP certification in most countries
included in this study. However, there is considerable variation in the percentage of the lift in median salary among PMP
certification holders from country to country. PMP certification holders demonstrate the largest salary increases in South
Africa and Colombia, where PMP certification holders report a median salary that is at least 65% higher than those who do
not hold the certification.
The relationship between PMP tenure (which is precisely correlated to years of experience) and salary is important to
consider. Median salary increases with the length of time one holds a PMP certification.
The PMP certification was perceived to be most valuable to the careers of those in Mexico, Nigeria and Colombia, with about
three-quarters of survey respondents rating the PMP certification as extremely or very valuable.
Value perceptions of the PMP certification were lower in several Asian countries, particularly China and Japan, where only
about one-quarter of survey respondents rated the PMP certification to be valuable to their careers.
Indonesia 63 67%
Similar to the perceived value that the PMP® certification brought to their careers in general, PMP certification holders in
Mexico and Colombia, as well as Peru, were the most likely to agree that the certification contributed to salary growth.
Indonesia 65 49%
Saudi Arabia $166,667 $97,067 $85,600 $77,334 $53,333 $48,000 $52,267 $53,312
South Africa $71,068 $74,349 $65,602 $54,668 $47,835 $32,801 $49,565 $50,513
United Arab
$114,370 $122,539 $98,031 $91,632 $62,631 $49,016 $40,846 $65,354
Emirates
United Kingdom $128,219 $103,707 $101,821 $84,222 $69,138 $62,852 $69,138 $94,279
United States $158,500 $147,000 $134,000 $120,000 $100,000 $85,000 $85,000 $120,000
ASSOCIATE
COUNTRY N HIGH SCHOOL 4-YEAR DEGREE MASTER’S DOCTORAL
DEGREE
COUNTRY N YES NO
PROJECT
ADMIN/ IT/
MANAGEMENT
COUNTRY N GENERAL CONSULTING ENGINEERING INFORMATION OTHER
DEPARTMENT/
MANAGEMENT SYSTEMS
PMO
FINANCIAL
COUNTRY N CONSTRUCTION MANUFACTURING CONSULTING
SERVICES
Australia 1,011 7% 3% 7% 6%
Brazil 969 5% 4% 8% 5%
Germany 1,260 2% 6% 9% 2%
India 622 6% 6% 6% 6%
Singapore 664 6% 7% 7% 8%
COUNTRY N YES NO
Indonesia 73 93% 7%
DIRECTOR OF
PROJECT PROJECT
PROJECT PORTFOLIO PROGRAM PROJECT PROJECT PROJECT
COUNTRY N MANAGEMENT MANAGEMENT
MANAGEMENT/ MANAGER MANAGER MANAGER III MANAGER II MANAGER I
SPECIALIST CONSULTANT
PMO
United Arab
406 9% 5% 15% 19% 14% 19% 13% 6%
Emirates
COUNTRY N YES NO
COUNTRY N YES NO
Saudi Arabia 297 53% 6% 19% 14% 23% 38% 10.2% 45% 2%
South Korea 130 73% 0% 20% 31% 35% 13% 6.5% 24% 3%
United Arab
406 43% 2% 14% 9% 27% 47% 10.3% 52% 5%
Emirates
United Kingdom 849 67% 2% 16% 23% 35% 25% 7.9% 31% 2%
United States 4,430 77% 2% 14% 34% 26% 25% 7.8% 20% 3%
South Korea 130 73% 0% 19% 31% 37% 13% 5.1% 21% 6%
United Arab
406 62% 1% 9% 11% 28% 52% 11.3% 37% 1%
Emirates
United Kingdom 849 68% 0% 12% 24% 38% 26% 7.0% 31% 2%
United States 4,430 77% 0% 15% 37% 29% 19% 6.1% 22% 1%
Australia 1,011 18 25
Brazil 969 25 16
Canada 2,083 15 20
China 1,664 6 12
Colombia 942 10 8
Egypt 170 20 27
France 1,138 29 30
Germany 1,260 29 29
India 622 21 22
Indonesia 73 14 19
Japan 866 12 17
Mexico 1,115 11 20
Nigeria 221 20 20
Peru 588 22 14
Singapore 664 17 20
Australia 1,011 39 44
Brazil 969 41 46
Canada 2,083 39 42
China 1,664 41 49
Colombia 942 44 48
Egypt 170 43 49
France 1,138 38 44
Germany 1,260 40 44
India 622 43 48
Indonesia 73 41 48
Japan 866 39 48
Mexico 1,115 42 48
Nigeria 221 41 49
Peru 588 45 49
Singapore 664 42 48
NUMBER OF
COUNTRY N
YEARS
Australia 1,011 5
Brazil 969 6
Canada 2,083 5
China 1,664 5
Colombia 942 6
Egypt 170 6
France 1,138 7
Germany 1,260 7
India 622 6
Indonesia 73 6
Japan 866 9
Mexico 1,115 6
Nigeria 221 6
Peru 588 5
Singapore 664 5
Your individual feedback remains completely confidential. PMI will not have access to survey data, except in aggregate. To
assure confidentiality, PMI has engaged PeriscopeIQ, compensation and strategy specialists, to conduct the research.
PMI will make key portions of this data available, in aggregate form, to all respondents. Thank you for your valuable assistance.
Professional Profile
1. Please select the category that best reflects your employment status:
● Full-time self-employed
● Part-time self-employed [TERMINATE]
● Full-time employed
● Part-time employed [TERMINATE]
● Currently unemployed [TERMINATE]
● Student [TERMINATE]
● Retired [TERMINATE]
● Australia ● Mexico
● Brazil ● Nigeria
● Canada ● Peru
● China, Mainland ● Saudi Arabia
● Colombia ● Singapore
● Egypt ● South Africa
● France ● South Korea
● Germany ● United Arab Emirates
● India ● United Kingdom
● Indonesia ● United States
● Japan ● Other; please specify: [TERMINATE]
City/Town Name:
[IF Q2 = CANADA]
5. Select the province in which your office is located.
6. Please read the following descriptions carefully and select the position that best matches your
current responsibilities:
The answer does not have to be the same as your current job title. Instead, select on the basis of your actual current activities
and responsibilities.
Please note that project manager III ranks higher in responsibilities than project manager II, which ranks higher than
project manager I.
1. Chief Executive Officer (CEO): This position is the top executive position, responsible for the overall direction of
the business and for achieving maximum return on invested capital. Leads the efforts of the senior executives and
works with them to develop current and long-range objectives, policies and procedures for the organization.
Represents the organization to its customers, the financial community and the general public.
2. Chief Information Officer (CIO): Identifies changes and trends in computer and systems technology and
interprets their meaning to senior management. Participates in overall business planning, bringing a current
knowledge and future vision of technology and systems as related to the organization’s competitive position.
Determines long-term, organization-wide information needs and develops the overall strategy for information
needs, systems development and hardware acquisition and integration including mainframe, mini, macro and client/
server computing applications. Acts to assure integrity of organization data, proprietary information and related
intellectual property through information security and access management. Acts as highest interface with
non technical user functions in determining overall information systems approach. Frequently reports to a
chief executive officer.
3. Director of Project Management/Director of Project Management Office (PMO): Responsible for the
organization-wide integration of consistent project management methodologies and terminology. May also be
responsible for the operations of the organization’s project management office.
4. Portfolio Manager: In the extreme case, will be responsible for the management of the entire set of projects
undertaken by an organization or division in a manner that optimizes the ROI from these projects and ensures their
alignment with the organization’s strategic objectives. Particularly in large organizations, a portfolio manager may
only have responsibility for a subset of the organization’s projects and their alignment to organizational strategic
objectives. While the portfolio of projects may share resources, they may have diverse objectives and may be
operationally independent of one another. A portfolio manager may interact with senior managers, executives and
major stakeholders to establish strategic plans and objectives for an organization. May also be responsible for the
organization-wide integration of consistent project management methodologies and terminology.
7. How well does the position description you selected above fit with your current job responsibilities?
A match of 70% to 80% between your current responsibilities and those of the job you selected above would be considered a
“Good” fit. A match greater than 80% would be considered an “Excellent” fit, and a match of less than 60% would be
considered a “Poor” fit.
● Excellent
● Good
● Fair
● Poor [TERMINATE]
Working (overall):
Working in project management (only):
9. Please select the highest formal education level you have obtained.
Examples of post-graduate professional degrees are those in law and medicine. Such degrees typically require three (3) or
more years of post-graduate formal education.
● Yes
● No
● Yes
● No
If you selected a certification from somewhere other than PMI, please describe it.
14. Please indicate for how many years you have held each certification below.
Please round to the nearest whole number and enter that number only [no plus sign (+) or other text].
[PIPE Q13]
15. For each of the certifications you have, please indicate how the certification cost was covered.
[PIPE Q13] ● ● ● ●
16. For each of the certifications you have, please indicate how the maintenance of the certification cost
is covered.
[PIPE Q13] ● ● ● ●
Moderately
Not at all valuable Somewhat valuable Very valuable Extremely valuable
valuable
[PIPE Q13] ● ● ● ● ●
● Male
● Female
● Nonbinary
● Intersex
● Prefer to self-describe, please specify:
● Prefer not to specify
23. Please select the category that best reflects the industry focus of your organization.
● Aerospace
● Business services (advertising, marketing, staffing, etc.)
● Construction
● Consulting
● Engineering
● Entertainment/media
● Financial services
● Food and beverage
● Government
● Healthcare
● Information technology/technology
● Insurance
● Legal
● Manufacturing
● Nonprofit
● Pharmaceuticals
● Real estate
● Resources (agriculture, mining, coal, gas, oil)
● Retail
● Telecommunications
● Training/education
● Transportation and logistics
● Utility
● Other, please specify:
● Administration/general management
● Consulting
● Customer service/public relations
● Engineering
● Finance
● Human resources
● Information technology/information systems
● Operations/manufacturing
● Project management department or PMO
● Quality management
● Research and development
● Sales/marketing/product management
● Supply chain management/logistics
● Training/education
● Other, please specify:
26. Agile project management utilizes an iterative approach that includes frequent and continuous releases, with
feedback incorporated throughout.
Do you have a significant role on an agile team or work primarily on agile initiatives?
● Yes
● No
● Scrum Master
Responsible for facilitating agile development teams by managing the process for how information is exchanged.
● Business Analyst
Responsible for documenting organizational processes and systems while assessing their integration with the
business model.
● Product Owner
Responsible for prioritizing and evaluating the work generated by a Scrum team in order to ensure the functionality
of the product.
● Agile Coach
Trains corporate teams on agile methodologies and oversees the development of agile teams to ensure effective
outcomes for the organization.
● Development Manager
Responsible for keeping the development team on track by providing day-to-day technical management and process
guidance on developmental activities.
● Product Manager
Responsible for defining the release process and coordinating the activities of teams, including marketing, sales and
customer support, to bring a product to market.
● Project Leader
Responsible for the planning, coordination, requirements gathering, business analysis, specifications development
and project monitoring of moderate to complex business solutions.
● Team Leader
Responsible for developing and implementing a time line that will be used by a team to reach its end goal.
● Change Manager
Focuses on the people side of change, including changes to business processes, systems and technology, and changes
to job roles and organization structures. Plays a key role in ensuring projects are on time and on budget by increasing
employee adoption and usage.
Exclude bonus, special cash awards or compensation for overtime. Exclude the value of employer-paid benefits like health
insurance, retirement plans, housing allowance, car allowance or travel reimbursements unless their value is rolled into your
salary without itemization.
Bonus (2022)
Include bonuses earned in 2022 based on performance criteria and/or your organization’s results. If a bonus earned in 2022 is
paid in 2023, include it. Do not include one-time signing bonuses, deferred profit sharing or special awards that are variable
and unpredictable.
Exclusions
Do not include any of the compensation elements such as the value of long-term incentives (stock options, contingent stock
grants, etc.), deferred compensation, unused vacation (paid days off) or employer contributions to pension plans which involve
vesting.
Compensation practices may vary substantially across different organizations and countries. These guidelines may help:
1. Include only earnings that you received in 2022 or earned in 2022 and received/will receive in 2023 that is owed to
you unconditionally.
2. If you are unsure of how to allocate certain compensation elements, use your best judgment according to the
above guidelines.
30. Please select the type(s) of equities-based compensation you received the past year.
Please do not include any stock (i.e., shares) that you purchased (at full or discounted prices) as part of a stock purchase plan,
or any shares that were contributed by the company to your pension benefits as part of matching funds.
● Stock options
● Stock (i.e., shares)
● Neither
32. How many days of paid time off per year do you receive?
Do not include organizational holidays where the entire organization is closed. Enter whole numbers only.
33. Please select the type(s) of pension plans you are entitled to from your employer.
Defined benefit plans typically base retirement benefits on your compensation, age and length of service at the time you
retire. Typically, you make no contributions to these types of plans.
Defined contribution plans typically base retirement benefits on contributions that you make (which are often tax-free or
tax-deferred) and sometimes include matching contributions made by your employer. Examples of these plans are “401(k)” in
the U.S., “Provident Plans” in India and “Superannuation” in Australia. These funds are invested by you or a third party, and you
are entitled to all proceeds when you retire.
Please select all that apply.
● Defined benefit plans
● Defined contribution plans
● Other types of pension plans
● None of the above
36. How do you expect your total compensation to change over the next 12 months?
Total compensation includes salary, bonus and other cash incentives.
● Increase
● Remain the same
● Decrease
38. Is the country in which you currently work the same as your home country (i.e., the one that you consider to be
your permanent residence)?
● Yes
● No
44. In U.S. dollars (US$), what is the average budget for the projects you manage?
To convert local currency to U.S. dollars, please use the conversion rates found here.
● Less than $100,000
● $100,000 to $499,999
● $500,000 to $999,999
● $1 million to $10 million
● More than $10 million
● Don’t know
● I do not manage projects
45. Which statement below best describes how project management relates to your career?
● It is my profession
● It is one of the skills I need to perform my current role
● It is my current role, but I am not interested in making it my long-term profession
● Other; please specify
47. About how much does your organization spend on all its projects annually (in U.S. dollars)?
To convert local currency to U.S. dollars, please use the conversion rates found here.
● Less than $1 million
● $1 to $9 million
● $10 to $49 million
● $50 to $249 million
● $250 to $499 million
● $500 to $999 million
● $1 billion or more
● Don’t know
48. How long have you been working for your current employer?
Please round to the nearest whole number.
● Arabic
● Bahasa Indonesia
● Chinese
● English
● French
● German
● Hindi
● Japanese
● Korean
● Portuguese
● Spanish
● Other, please specify:
54. Use this space for any comments or suggestions related to this survey, particularly its concepts, definitions
and measurement techniques.
PMI contracted with a third-party market research vendor, PeriscopeIQ, for this project. PeriscopeIQ utilized its advanced
web survey technology platform (www.periscopeiq.com) to conduct this research. PeriscopeIQ is a global strategy consulting
and market research firm with a focus on scientific rigor and research-based methodologies. The salary survey was
conducted according to PeriscopeIQ’s best compensation survey practices, including confidentiality of individual responses.
Email invitations to the web-based survey were sent to 296,814 professionals beginning on 14 March 2023. Nonresponders
were sent a total of four reminder emails throughout the field period, which ended on 19 April 2023. Data collection for the
survey closed with a total of 29,808 completed surveys, yielding a response rate of 10%.
The data collected were run through extensive quality checks by PeriscopeIQ, resulting in the elimination of 6,953 cases
based on the following criteria:
NUMBER
REASON
DELETED
As shown in the preceding table, 1,132 respondents were eliminated from the data because they noted that the position
descriptions provided did not adequately represent their current job responsibilities. These 1,132 respondents represent only
3.8% of the total respondent population, which indicates that the position descriptions provided in the survey are fairly
accurate and widely used.
As a result of this data cleaning process, a total of 20,086 respondents were included in the full report.
Since a stratified sampling methodology was used rather than a random sampling, data are not reported in aggregate form
(all countries combined) in this report. Therefore, we have not calculated an overall sample error for the entire sample but
have instead included sample error estimates for each country in the table that follows.
Notes: The sample selection process for determining countries to be included in the thirteenth edition represents a shift
from our historical approach. Countries were still selected based upon having a concentration of PMI members and/or PMP®
certification holders along with the desire to represent all regions of the globe. However, this edition was specially designed
to understand what attributes associated with obtaining a certification have the largest impact on the value perception of
the PMP certification through the application of regression models. This resulted in fewer countries being included in the
thirteenth edition compared to the twelfth edition.
Indonesia 73 +/-11.5%
Australia ▲ ▲
Brazil ▲ ▲
Canada ▲ ▲
China ▲
Colombia ▲ ▲
France ▲ ▲ ▲
Germany ▲ ▲
India ▲
Japan ▲ ▲
Peru ▲
Mexico ▲ ▲
Saudi Arabia ▲ ▲ ▲
Singapore ▲ ▲
South Africa ▲ ▲ ▲
United Arab
Emirates ▲ ▲ ▲
United Kingdom ▲
United States ▲ ▲
▲ Strong driver of PMP value perception.
Note: Regression models were applied to identify the attributes that have the largest impact on the value perception of the PMP
certification. Only countries with a sufficient number of respondents were included in this analysis. Regression models were not limited
to only project management positions and included data from the 2,279 survey respondents who identified as chief executive officer
(CEO), chief information officer (CIO), functional manager and educator/trainer.