2013 tdwi salary, roles, and responsibilities...

2013

tdwi.org

TDWI rese a rch

2013TdWi salarY, roles, and resPonsibiliTies rePorT

EXCLUSIVELY FORTDWI PREMIUM MEMBERS

Table of ConTenTsPurPose, MeThods, and deMograPhiCs . . . . . . . . 2

CoMPensaTion . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

Salary Trends . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

Bonus Trends . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7

Salary Breakdowns . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8

Salary by Gender, Age, and Experience . . . . . . . . . . . . . . . 9

Job Satisfaction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12

roles and resPonsibiliTies . . . . . . . . . . . . . . . . . . 14

Lead Information Architect . . . . . . . . . . . . . . . . . . . . . . . 15

BI Director . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16

BI Program Manager . . . . . . . . . . . . . . . . . . . . . . . . . . . 17

Data Analyst/Data Modeler . . . . . . . . . . . . . . . . . . . . . . . 18

Technical Architect/Systems Analyst . . . . . . . . . . . . . . . . 19

BI Project Manager . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20

Data Acquisition (ETL) Architect/Developer . . . . . . . . . . . 21

Decision Support (BI) Architect/Developer . . . . . . . . . . . . 22

Business Requirements Analyst . . . . . . . . . . . . . . . . . . . . 23

Subject Matter Expert . . . . . . . . . . . . . . . . . . . . . . . . . . . 24

2013 TDWI Salary, Roles, and Responsibilities Report

about TdWiTDWI, a division of 1105 Media, Inc ., is the premier provider of in-depth, high-quality education and research in the business intelligence and data warehousing industry . TDWI is dedicated to educating business and information technology professionals about the best practices, strategies, techniques, and tools required to successfully design, build, maintain, and enhance business intelligence and data warehousing solutions . TDWI also fosters the advancement of business intelligence and data warehousing research and contributes to knowledge transfer and the professional development of its members . TDWI offers a worldwide membership program, five major educational conferences, topical educational seminars, role-based training, on-site courses, certification, solution provider partnerships, an awards program for best practices, live Webinars, resourceful publications, an in-depth research program, and a comprehensive website, tdwi .org .

© 2013 by TDWI (The Data Warehousing InstituteTM), a division of 1105 Media, Inc . All rights reserved . Reproductions in whole or in part are prohibited except by written permission . E-mail requests or feedback to info@tdwi .org .

Product and company names mentioned herein may be trademarks and/or registered trademarks of their respective companies .

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http://tdwi.org

PurPose, MeThods, and deMograPhiCs

demographicsThe salary survey TDWI ran in late 2012 drew respondents from many different industries . The financial services and consulting/professional services industries are the verticals most represented in TDWI’s most recent survey; each accounts for 13 percent of the total . Both of these industries have traditionally been strongly represented in this survey series . With the advent of big data, financial services are increasing their use of analytic technologies to better understand and predict customer behavior by drawing from a broad range of data sources . The high ranking of consulting firms reflects their role in helping organizations in a variety of industries to design, implement, and manage BI/DW systems .

Insurance, healthcare, and software/Internet organizations round out the top five industries represented . Retail, education, and manufacturing were also represented among survey respondents . Industries in the “other” category (less than 2 percent each) include utilities, hospitality and travel, food and beverage, and nonprofit or trade associations .

Our respondents work at organizations of all sizes, from large, multinational corporations with $50 billion or more in annual revenue (8 percent of the pool) to smaller organizations with less than $100 million in annual revenue (18 percent) . The relatively uniform distribution of respondents across organizations large and small reflects widespread usage and the value that BI/DW technology provides to organizations of all sizes .

indusTrY rePresenTaTion

Financial services 13%

Consulting/professional services 13%

Insurance 11%

Healthcare 11%

Software/Internet 7%

Retail/wholesale/distribution 6%

Education 6%

Manufacturing (non-computers) 5%

Telecommunications 4%

Transportation/logistics 3%

Government (federal) 2%

Government (state/local) 2%

Computer manufacturing 2%

Pharmaceuticals 2%

Media/entertainment/publishing 2%

Other 11%

organiZaTion reVenues

Less than $100 million 18%

$100–500 million 15%

$500 million–$1 billion 10%

$1–2 .5 billion 13%

$2 .5–5 billion 12%

$5–10 billion 9%

$10–50 billion 15%

$50 billion or more 8%

PurposeThe purpose of this report is to describe the people and teams who built and maintained business intelligence (BI) and data warehousing (DW) solutions during the 2012 calendar year . This report uses the term “BI” to refer to both business intelligence and data warehousing initiatives, and the term “BI professionals” to the individuals who deliver these initiatives . Specifically, the report looks at individual compensation, roles, responsibilities, skills, and experience among BI professionals . It also provides detailed profiles of the 10 most common BI roles, examining age, gender, education, job satisfaction, salary and bonus, certification, background, and other characteristics .

MethodsThis report is based on a Web survey of 885 qualified data warehousing and business intelligence professionals in the U .S . and Canada conducted in the fall of 2012 . To ensure the greatest accuracy of our compensation data, results from worldwide BI professionals were not factored in . Qualified respondents are full-time IT professionals, consultants, systems integrators, and business sponsors or users . Responses from vendor representatives in sales, marketing, and development; professors and students; and part-time employees were not counted . Multi-choice answers, decimal truncation, and rounding account for totals that do not equal 100 percent .

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WhiCh besT desCribes Your organiZaTion’s bi iMPleMenTaTion?

2008 2009 2010 2011 2012

Beginner—We’re getting serious about BI for the first time 19% 20% 18% 17% 16%

Intermediate—We have deployed a DW and are looking to add more value 52% 46% 49% 45% 48%

Advanced—We manage a relatively mature BI environment that delivers significant business value

28% 34% 33% 38% 36%

PosiTions

IT or BI professional 85%

Systems integrator or external consultant 10%

Business sponsor or business user 6%

WorK sTaTus

Full-time salaried employee 96%

Independent contractor/consultant 4%

PurChasing auThoriTY of indiViduals

Evaluate/recommend products and services 65%

Determine need 11%

Final purchasing authority 5%

No influence 19%

indusTrY Profile bY age

2008 2009 2010 2011 2012

25 or younger

1% 1% 1% 1% 2%

26–35 29% 24% 23% 21% 25%

36–45 39% 40% 40% 39% 36%

46–55 24% 28% 27% 29% 31%

56 or older

7% 8% 9% 10% 7%

indusTrY Profile bY gender

2008 2009 2010 2011 2012

Women 29% 28% 28% 27% 26%

Men 71% 72% 72% 73% 74%

Purpose, Methods, and demographics

Organizations have made considerable strides in BI/DW maturity over the past five years . Thirty-six percent of respondents characterize their BI/DW implementations as “advanced,” up notably from 28 percent in 2008 (although down slightly from the 38 percent of 2011) . As noted in the Salary Breakdowns section of this report, organizations with “advanced” implementations generally pay higher wages than those with less mature environments .

Meanwhile, the number of “beginner” implementations dropped to its lowest point in five years at 16 percent . This suggests that many organizations have matured beyond the beginner life cycle stage . Correspondingly, the percentage of surveyed organizations in the intermediate stage is up slightly year over year .

The vast majority of our survey respondents are IT or BI professionals (85 percent), while a mere 6 percent are business sponsors or users . A whopping 96 percent are full-time salaried employees . Ten percent work at systems integration or consulting firms, whereas a small 4 percent work as independent (freelance) contractors or consultants . Nearly two-thirds (65 percent) are in a position to evaluate and recommend BI/DW products .

The BI/DW workforce continues to be dominated by men in their 30s and 40s, with an average age of 42 .6 years in the most recent survey . Just 2 percent of our respondents are 25 or younger, reflecting that many entry-level professionals begin in another IT discipline before stepping up to a BI/DW role . Those 56 years or older comprise 7 percent of the respondent pool . This is consistent with 2008, despite a rise in 2011 to 10 percent as a number of older professionals evidently postponed retirement, perhaps in response to recession-related job insecurity . The breakdown by gender is 74 percent men and 26 percent women, consistent with previous surveys .

Demographics continued

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in WhiCh region are You loCaTed?

Midwest 23%

Northeast 16%

Pacific 14%

Southeast 11%

Southwest 9%

Mid-Atlantic 6%

South 4%

Rocky Mountains 4%

Central Plains 2%

Canada 11%

The largest share of this year’s respondent pool (23 percent) is located in the U .S . Midwest, with the Northeast (16 percent), Pacific (14 percent), and Southeast (11 percent) also well represented . Canadians account for 11 percent of the pool .

The size of BI/DW teams continued to grow in 2012, with 62 percent of respondents reporting teams of six or more individuals—the highest level in the past five years . This growth reflects the ongoing maturation of BI implementations (which typically increases team size), as well as increased use of specialized resources and more ambitious data integration and analytics projects now that many companies are enjoying fairly strong growth compared to 2009 .

Conversely, the number of smaller teams with five or fewer members declined to 39 percent, down from a recent high of 47 percent in 2009; most BI/DW team members play multiple roles as business requirements analysts, report developers, project managers, data modelers, and more . Interestingly, this year’s survey data shows notable growth in BI/DW outsourcing to third-party onshore or offshore service providers—up to 46 percent of respondent organizations compared to 39 percent in 2011 .

hoW ManY full-TiMe sTaff MeMbers on Your TeaM are deVoTed To bi/dW TasKs?

2008 2009 2010 2011 2012

0–1 10% 14% 12% 11% 8%

2–3 17% 17% 17% 15% 15%

4–5 15% 16% 15% 14% 16%

6–10 21% 19% 17% 20% 20%

11–20 16% 14% 14% 16% 15%

21–50 11% 11% 13% 10% 14%

50+ 10% 9% 12% 14% 13%

has Your CoMPanY ouTsourCed anY bi/dW funCTions To an offshore or onshore serViCe ProVider?

2008 2009 2010 2011 2012

Yes 38% 37% 37% 39% 46%

No 57% 57% 56% 54% 50%

Not sure 5% 6% 7% 7% 4%

Demographics continued

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Compensation

salary TrendsAverage salary growth slowed in 2012, with a modest 1 .4 percent rise compared to 2011, to $107,538 . This increase is the smallest since 2009, and notably less than the 2 .1 percent and 2 .7 percent increases recorded for 2010 and 2011, respectively . However, a closer look at the numbers shows that the news is not as disheartening as it might seem for the vast majority of BI/DW professionals .

Average wages rose 2 .3 percent for full-time BI/DW practitioners—96 percent of our respondent pool—to a new high of $106,818 . This increase was offset, however, by a precipitous drop in average wages reported by independent or freelance consultants (4 percent of respondents) . Their average salary dropped 16 .1 percent, from an unusual high of $144,194 in 2011 to $120,978, a figure more in line with previous years .

Overall, TDWI’s figures generally comport with the 2 .1 percent average wage increase reported by Computerworld in its 2012 salary survey of more than 4,000 IT professionals in the U .S . Salary growth was stronger when viewed as a median across both full-time and independent individuals, rising 2 .9 percent between 2011 and 2012 to $105,000 .

Median salaries

$110,000

$105,000

$100,000

$95,000

2008 2009 2010 2011 2012

aVerage (Mean) salaries

$115,000

$110,000

$105,000

$100,000

2008 2009 2010 2011 2012

CoMPensaTion

aVerage salaries—full-TiMe eMPloYees Versus ConTraCTors

2008 2009 2010 2011 2012 Respondents*

Full-time salaried employees

$99,784 $101,076 $102,601 $104,412 $106,818 96%

Independent contractors $131,189 $121,702 $119,884 $144,194 $120,978 4%

*2012 data

Average salaries rose 2.3 percent in 2012 for full-time BI professionals.

$103,340+2 .1%

$106,095+2 .7%

$107,538+1 .4%

$101,222+0 .1%

$101,098+2 .7%

$98,597+1 .0%

$102,000+3 .5%

$105,000+2 .9%

$97,656+0 .2%

$97,500+1 .6%

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Salary Trends continued

aVerage salarY Changes

2008 2009 2010 2011 2012

Decrease 3% 8% 6% 5% 4%

No change 8% 35% 25% 16% 17%

1–3% 38% 33% 45% 50% 45%

4–5% 23% 12% 12% 12% 15%

6–10% 17% 8% 8% 10% 11%

11–20% 8% 3% 3% 5% 5%

21%+ 2% <1% 2% 2% 3%

did Your base salarY inCrease bY More Than The organiZaTion’s sTandard Wage inCrease?

2008 2009 2010 2011 2012

Yes 36% 19% 22% 25% 27%

No 39% 44% 44% 44% 45%

Stayed the same 10% 30% 23% 19% 16%

Not sure 15% 7% 11% 12% 12%

This year’s survey finds continuing improvement in the proportion of individuals receiving average wage increases of 4 percent or greater . That slice of respondents rose to 34 percent in 2012, up from 29 percent in 2011 . Respondents who saw their wages remain steady or decrease in 2012 was unchanged from the previous year at 21 percent of the pool . Wage increases between 1 and 3 percent remained most common, reported by 45 percent of respondents . In other words, employers continue to apply raises to most BI professionals, but the raises are quite modest . Even so, the value of the BI professional’s work is seen in the fact that more than one-quarter (27 percent) saw their wages grow by more than their organization’s standard increase .

More BI professionals received wage increases of 4 percent or greater.

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Compensation

TYPes of bonuses

Individual performance 61%

Company performance 60%

Profit sharing 26%

Team or project performance 25%

Holiday 6%

Retention 6%

Signing 3%

"Hot" skills 2%

Other 3%

bonus TrendsBonus distributions remained quite robust in 2012 . Nearly two-thirds (64 percent) of respondents received a bonus in 2012—identical to 2011—with an average bonus of $14,252 . That figure is down 13 percent from 2011, but it must be noted that the 2011 increase was a whopping 51 percent over 2010 . In other words, compared to 2010, this year’s average bonus is up an impressive 31 percent .

Viewed as a median, bonuses rose 3 .8 percent in 2012, to $9,860 from $9,500 in 2011 . It appears that organizations are sustaining relatively generous bonuses as a means of compensation and incentive .

Individual performance (61 percent) and company performance (60 percent) are the most common bonus types, followed by profit sharing (26 percent) and team or project performance (25 percent) . Respondents receiving options dipped to 22 percent, while those moonlighting also fell, to 10 percent .

Average bonuses increased 31% over the past two years, to $14,252.

resPondenTs reCeiVing bonuses

Yes No2008 71% 29%

2009 59% 41%

2010 58% 42%

2011 64% 36%

2012 64% 36%

aVerage bonuses

$20,000

$15,000

$10,000

2008 2009 2010 2011 2012

$10,866–7%

$16,444+51%

$11,711–7%

$12,605+7%

oPTions and MoonlighTing

2009 2010 2011 2012

Percent receiving options 20% 21% 26% 22%

Percent moonlighting 11% 11% 12% 10%

$14,252–13%

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aVerage salarY bY indusTrY

2010 2011 2012 Change* Respondents**

Consulting/professional services $111,522 $115,237 $120,395 +4 .5% 13%

Government (federal) $110,000 $102,229 $119,215 +16 .6% 2%

Pharmaceuticals n/a $121,756 $119,041 –2 .2% 2%

Software/Internet $107,240 $112,238 $113,953 +1 .5% 7%

Media/entertainment/publishing $122,735 $116,363 $110,357 –5 .2% 2%

Manufacturing (computers and non-computers)

$103,721 $97,276 $109,223 +12 .3% 7%

Financial services $100,129 $113,076 $109,056 –3 .6% 13%

Retail/wholesale/distribution $104,751 $112,337 $106,592 –5 .1% 6%

Utilities $97,817 $106,941 $104,950 –1 .9% 2%

Transportation/logistics $94,808 $99,180 $102,531 +3 .4% 3%

Healthcare $103,271 $99,633 $102,412 +2 .8% 11%

Telecommunications $96,738 $98,880 $101,531 +2 .7% 4%

Insurance $101,185 $99,333 $100,345 +1 .0% 11%

Education $93,117 $85,113 $92,768 +9 .0% 6%

Government (state/local) $83,872 $89,201 $87,173 –2 .3% 2%

*Y-Y 2011–12 **2012 data

Column does not total 100% because industries with lower representation were excluded.

ToP salaries and bonuses bY KeY roles

Role2010

Salary2011

Salary2012

Salary Change*Receiving Bonus**

Average Bonus**

BI director $138,317 $132,162 $136,187 +3 .0% 74% $23,657

Lead information architect $110,849 $116,453 $119,922 +3 .0% 70% $17,385

BI program manager $115,196 $114,941 $116,941 +1 .7% 77% $15,131

Subject matter expert $107,832 $108,245 $111,637 +3 .1% 73% $10,049

BI project manager $98,874 $98,474 $105,580 +7 .2% 67% $9,186

Technical architect/systems analyst $98,620 $101,173 $104,977 +3 .8% 56% $15,787

Decision support (BI) architect/developer $92,821 $95,904 $102,033 +6 .4% 60% $9,794

Data acquisition (ETL) architect/developer $97,148 $88,771 $93,641 +5 .5% 52% $9,532

Data analyst/data modeler $85,047 $90,305 $86,925 –3 .7% 54% $6,317

Business requirements analyst $84,678 $88,419 $86,786 –1 .8% 64% $14,661

*Y-Y 2011–12 **2012 data

salary breakdownsBI director remained the most highly paid position in 2012, with an average salary above $136,000—more than $16,000 greater than second-place lead information architects . Those BI directors receiving bonuses (74 percent) took home an average of nearly $160,000 in total compensation . BI directors also averaged the highest bonuses ($23,657) among the roles represented, more than $6,200 greater than second-place lead architects .

Other roles have seen fairly strong salary growth over the past several years . In particular, average wages in 2012 for the managerial role of lead information architect rose to $119,922—up 3 percent over 2011 and 8 .2 percent over 2010, with bonuses averaging $17,385 pocketed by 70 percent of respondents . Wages for decision support (BI) architects and developers were up 6 .4 percent over 2011 and 9 .9 percent over 2010 . Salaries for technical architects/systems analysts were up 3 .8 percent over 2011 and 6 .4 percent over 2010 .

Strong and steady salary growth for these roles likely reflects the premium that organizations place on the technical skill sets essential to building and maintaining an effective BI/DW environment . On the low end, both data analysts/data modelers and business requirements analysts make less than $87,000 a year on average, with each role showing a salary decline from 2012 .

Always ranked highly in average salary by industry, in 2012 consulting and professional services practitioners earned the highest average wages among our respondents with a 4 .5 percent increase to $120,395 . Federal government employees were second at $119,215, and pharmaceuticals third at $119,041, though it should be noted that these relatively small populations (2 percent each of the pool) make them prone to fluctuations .

As in past years, education and state/local government were the lowest-paying of industries for BI/DW professionals, though education reported a 9 percent gain to $92,768 .

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Compensation

Geographic location can have a large influence on average salaries.

Women earn substantially less than men in both salaries and bonuses.

Employment at the largest organizations is the best bet for a high salary; respondents working for organizations with $50 billion or more in annual revenue averaged $120,820, the highest slice in our pool . On the other hand, smaller organizations are often competitive with compensation—the $109,323 averaged by BI/DW professionals at organizations with less than $100 million in revenue exceeds that averaged by those at some larger organizations .

The geographic region in which one works can have a sizable influence on salaries . For example, respondents from the Mid-Atlantic states reported an average salary of $135,568, more than $43,000 higher than those in the Central Plains ($92,446) . The Southwest, Pacific, and Northeast regions all ranked highly as lucrative, while Canadian BI/DW professionals, at $88,251, earned substantially less than their American counterparts .

aVerage salarY bY region

2010 2011 2012 Respondents*

Mid-Atlantic $110,664 $116,597 $135,568 6%

Southwest $104,744 $110,116 $118,487 9%

Pacific $111,289 $113,552 $117,649 14%

Northeast $112,174 $111,659 $110,867 16%

Southeast $95,657 $101,633 $109,630 11%

Rocky Mountains $93,839 $105,294 $106,308 4%

South $108,841 $104,038 $104,692 4%

Midwest $99,367 $100,939 $99,006 23%

Central Plains $109,044 $106,786 $92,446 2%

Canada $90,555 $93,898 $88,251 11%

*2012 data

aVerage salarY bY CoMPanY reVenues

2010 2011 2012 Respondents*

Less than $100 million $102,401 $106,043 $109,323 18%

$100–500 million $100,204 $97,072 $104,185 15%

$500 million–$1 billion $95,351 $105,797 $98,858 10%

$1–5 billion $108,982 $108,717 $110,772 25%

$5–10 billion $117,424 $108,175 $103,232 9%

$10–50 billion $101,405 $116,803 $117,636 15%

$50 billion or more $116,277 $118,525 $120,820 8%

*2012 data

Salary Breakdowns continued

salary by gender, age, and experienceWomen continue to lag markedly behind men in both salary and bonuses . For example, average wages for men rose 5 .2 percent between 2010 and 2012, to $111,225, while women’s wages fell a fraction of a percent, to $97,037, over those same two years . For 2012, men earned $14,188 more than women on average, or 14 .6 percent .

The outlook is not much brighter on the bonus front . Bonuses for men are 65 percent higher than those for women ($15,770 versus $9,566), and more men than women receive bonuses (67 percent versus 61 percent) . As a look at data from the most recent five years illustrates, disparity in overall compensation between the genders is nothing new .

aVerage salarY bY gender

$110,000

$105,000

$100,000

$95,000

$90,000

2008 2009 2010 2011 2012

$95,390 $97,037

$104,323$103,838

$93,052$94,321 Men Women

$97,265

$105,732 $110,010 $111,225

aVerage bonus and bonus disTribuTion bY gender

2008 2009 2010 2011 2012Receiving

Bonus*

Men $12,644 $12,471 $12,210 $17,760 $15,770 67%

Women $12,505 $9,874 $6,948 $11,547 $9,566 61%

*2012 data

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Earning power increases with age . The most senior slice of our pool, those ages 56 to 65, earned more than twice as much as the youngest generation (25 years or younger)—$114,018 versus $53,585 . This year’s data shows a linear progression of rising salaries throughout one’s career, with the largest portion of the pool, those ages 36 to 45, averaging $112,854 . Anecdotal evidence suggests a trend among many types of IT workers toward later retirement; for the BI professional, delaying retirement is potentially quite lucrative .

Four years of BI/DW experience seems to be the watershed for a substantial increase in wages and to close in on a six-figure salary . For example, BI professionals with four to six years of experience earned nearly $13,000 more than those just starting out ($98,967 versus $86,347) . This is partly because they have mastered a variety of skills, and in some cases, attained professional certification, thereby increasing their value to an organization . Seasoned professionals with 10 years or more of experience reported average wages of $120,376, the highest in this survey series .

Wages for new hires (those with a year or less at their current employer) fell in 2012, from $109,236 to $104,370, suggesting that organizations have scaled back on enticing new employees with higher wages . Overall, the data indicates that longevity with a particular organization does not necessarily translate into higher wages . BI/DW professionals with 20 or more years at a single employer earn only slightly more than those who joined their organizations two or three years ago ($110,127 versus $109,635) . TDWI suspects that BI professionals follow a career strategy similar to that of other IT workers; they change employers somewhat regularly for the sake of pay increases and promotions .

aVerage salarY bY age

2008 2009 2010 2011 2012 Respondents*

25 or younger $62,297 $60,206 $72,008 $60,780 $53,585 2%

26–35 $90,291 $89,148 $88,385 $90,149 $94,215 25%

36–45 $104,474 $104,548 $107,550 $110,819 $112,854 36%

46–55 $109,055 $105,223 $111,095 $109,259 $113,441 31%

56–65 $106,856 $108,008 $101,390 $118,596 $114,018 7%

*2012 data

aVerage salarY bY Years of bi/dW eXPerienCe

2008 2009 2010 2011 2012 Respondents*

1 year $80,570 $82,170 $86,769 $83,941 $86,347 7%

2–3 years $88,385 $90,307 $89,287 $89,837 $84,715 10%

4–6 years $95,172 $92,224 $92,046 $99,732 $98,967 19%

7–9 years $98,734 $101,753 $102,820 $103,454 $104,193 18%

10 or more years $117,638 $113,784 $117,205 $118,512 $120,376 46%

*2012 data

aVerage salarY bY Years aT CurrenT CoMPanY

2008 2009 2010 2011 2012 Respondents*

0–1 years $99,505 $102,176 $109,645 $109,236 $104,370 15%

2–3 years $98,338 $102,073 $101,904 $103,585 $109,635 18%

4–5 years $102,332 $97,251 $98,217 $99,994 $109,418 18%

6–10 years $98,991 $101,092 $102,508 $106,437 $105,028 22%

11–20 years $98,856 $101,503 $103,606 $110,045 $109,932 19%

20 or more years $103,451 $104,380 $107,888 $114,350 $110,127 8%

*2012 data

Salary by Gender, Age, and Experience continued

Changing employers can position a BI professional for higher wages.

10 TDWI rese arch


Compensation

Organizations with “advanced” BI environments are typically more generous with compensation.

aVerage salarY bY CerTifiCaTion

2008 2009 2010 2011 2012 Respondents*

0 certifications $98,361 $99,396 $100,816 $105,985 $105,253 54%

1 certification $105,141 $98,604 $102,895 $100,880 $107,688 18%

2 certifications $104,526 $103,547 $105,838 $109,113 $108,133 13%

3 certifications $103,033 $108,445 $102,543 $115,466 $115,203 8%

4+ certifications $104,777 $109,293 $115,381 $104,466 $117,161 7%

*2012 data

aVerage salarY bY PurChasing auThoriTY

2008 2009 2010 2011 2012 Respondents* Determine need $91,790 $98,750 $103,531 $103,588 $103,684 11%

Evaluate/recommend $101,389 $103,608 $104,754 $109,068 $113,378 65%

Final purchasing authority

$131,976 $128,140 $140,908 $131,085 $130,660 5%

No influence $85,743 $86,796 $87,419 $92,530 $90,727 19%

*2012 data

aVerage salarY bY bi/dW MaTuriTY

2008 2009 2010 2011 2012 Respondents*

Beginner— We’re getting serious about BI for the first time

$95,478 $93,861 $96,574 $100,198 $98,804 16%

Intermediate— We have deployed a data warehouse and are looking to add more value

$99,459 $100,198 $103,126 $105,397 $105,622 48%

Advanced—We manage a relatively mature BI environment that delivers significant business value

$103,287 $106,769 $107,301 $109,646 $113,921 36%

*2012 data

Securing an IT-related certification, such as TDWI’s Certified Business Intelligence Professional (CBIP) certification, is a proven strategy for increasing earning power . For example, our survey data shows that BI/DW professionals holding a TDWI CBIP certification command an average salary of $113,501—more than $8,200 greater than the average for non-certified professionals .

Salaries tend to rise as more certifications are secured . Respondents with four or more certifications averaged $117,161 in 2012 wages, nearly $12,000 more than those with no certifications . Somewhat surprisingly, the majority (54 percent) of our respondents hold no certifications, despite the differentiation that certifications offer in a competitive job market .

Our survey finds a large gap in wage-earning from the perspective of purchasing authority . BI/DW professionals with final purchasing authority make nearly $131,000—about $40,000 more than those with no purchasing authority . Nearly two-thirds (65 percent) of respondents evaluate and recommend BI/DW technologies and services and hold an average salary of $113,378 a year .

Building an “advanced” BI environment that delivers significant value requires investing in talented, multi-skilled, and seasoned BI/DW professionals and compensating them accordingly . Wages paid by organizations with “advanced” environments average $113,921—more than $15,000 greater than those paid at organizations with “beginner” BI systems . A look back at five years of data in this survey series shows linear wage progression in each year, from beginner to intermediate to advanced .

Salary by Gender, Age, and Experience continued

tdwi.org 11

Job satisfactionJob satisfaction remained fairly steady in 2012, with 49 percent of respondents rating their satisfaction as “high” or “very high,” virtually unchanged from the 50 percent of 2011 . This is a welcome change from 2010, when the challenging economy contributed to a record low of 42 percent “high” or “very high” job satisfaction .

Steady if modest wage increases, as well as substantially higher bonuses as compared to several years ago, likely underpin this relatively strong job satisfaction . In addition, we have seen at numerous TDWI conferences a sense of optimism and excitement at the state of the BI/DW industry as a whole, as organizations take on the challenge of big data analytics, reap measurable benefits from their BI infrastructures, and continue strengthening and refining those systems .

The percentage of respondents who feel they are fairly compensated inched up in 2012 to 48 percent . Although this improves on the 45 percent of 2011, it’s also short of the 53 percent recorded in 2008 and 2009 . These fair-compensation ratings might be seen as relatively high given average wage increases of less than 3 percent in recent years; on the other hand, many BI/DW professionals recognize that they are better paid than those in many other IT disciplines .

The percentage of respondents who feel “very secure” in their jobs rose to a new five-year high of 37 percent . Aligning with relatively strong feelings of satisfaction and fair compensation, this data point suggests a maturing BI/DW profession and a fairly upbeat outlook, at least in the near term, and reflects an absence of widespread layoffs among BI organizations .

Job-hopping rose slightly in 2012 as 14 percent of respondents took a position at a new company, the highest percentage in the past five years . The lion’s share of those individuals (62 percent) accepted a better opportunity, also a new five-year high . Our survey data shows layoffs to have been nominal at 7 percent in 2012, substantially lower than several years ago .

hoW Would You raTe Your saTisfaCTion in Your CurrenT PosiTion?

2008 2009 2010 2011 2012Very high 11% 11% 10% 11% 12%

High 40% 38% 32% 39% 37%

Moderate 39% 42% 45% 39% 41%

Low 7% 7% 10% 8% 8%

Very low 2% 3% 3% 3% 2%

are You fairlY CoMPensaTed?

2008 2009 2010 2011 2012Yes 53% 53% 46% 45% 48%

No 32% 34% 36% 35% 34%

Not sure 15% 14% 18% 19% 19%

hoW seCure do You feel in Your Job?

2008 2009 2010 2011 2012Very secure 34% 25% 29% 33% 37%

Secure 54% 57% 57% 55% 50%

Not very secure 12% 18% 14% 12% 13%

did You TaKe a PosiTion aT a neW CoMPanY in The PasT 12 MonThs?

2008 2009 2010 2011 2012Yes 12% 10% 13% 11% 14%

No 88% 90% 87% 89% 86%

WhY did You leaVe Your PreVious PosiTion?

2008 2009 2010 2011 2012Accepted better opportunity 57% 41% 47% 54% 62%

Was laid off 14% 26% 24% 5% 7%

Job was outsourced 1% 5% 4% 2% 0%

Personal reasons 10% 5% 6% 14% 14%

To work for self 2% 3% 2% 5% 2%

Other 16% 20% 16% 21% 15%

Feelings of fair compensation inched up slightly in 2012, but remain short of 2008–09 levels.

12 TDWI rese arch


Compensation

are You looKing for a neW Job ouTside Your CoMPanY?

2008 2009 2010 2011 2012Yes, definitely 13% 14% 16% 14% 17%

Somewhat, but not seriously 43% 42% 43% 49% 46%

No 44% 43% 41% 37% 38%

WhY do You WanT To leaVe Your CurrenT PosiTion?

2010 2011 2012Seeking better opportunity 67% 69% 73%

Change jobs before I’m laid off 7% 7% 11%

Personal reasons 11% 4% 2%

To work for self 3% 2% 3%

Other 12% 18% 11%

besides salarY, WhaT are The ToP fiVe ConsideraTions for a neW Job?

2010 2011 2012Challenging work 70% 65% 65%

Location 68% 66% 63%

Chance to develop new skills 62% 57% 58%

Work schedule/hours 52% 54% 53%

Opportunity for promotion 44% 49% 46%

Your manager 45% 47% 46%

Company strategy 42% 35% 41%

Your colleagues 35% 37% 38%

Commute time 38% 36% 38%

Executive team 21% 21% 22%

Opportunity to not travel 16% 18% 17%

Opportunity to travel 8% 13% 13%

The increase in job-hopping appears to be contagious, as 17 percent of respondents report they are “definitely” looking for a new job, the highest percentage in recent years . Of those individuals, 73 percent are seeking a better opportunity . Although this data might seem to contradict our findings of fairly strong job satisfaction and security, it also reflects new opportunities in the industry as organizations marshal resources to meet the challenge of big data analytics and other emerging areas .

Besides salary, the top five considerations for a new job are challenging work, location, the chance to develop new skills, work schedule and hours, and the opportunity for promotion .

Individuals accepting a better opportunity at a new company rose to a new five-year high.

Job Satisfaction continued

tdwi.org 13

roles and resPonsibiliTiesPrimary rolesThe primary roles (or “job titles”) most common among respondents of TDWI’s recent salary survey are lead information architect and BI director, with the two roles tying at 13% of respondents each . These are also the two most highly paid positions in 2012, as explained in the Salary Breakdowns section earlier in this report . After lead information architect and BI director, the next most common primary roles (in descending order) are BI program manager, data analyst or modeler, and technical architect or systems analyst .

secondary rolesBI/DW professionals are gradually taking on more secondary roles . This year, the average respondent fulfills 3 .5 secondary roles, the highest in this survey series and up modestly from 3 .2 roles several years ago . This reflects the cost-effectiveness that organizations can achieve with teams of multi-skilled individuals able to serve multiple functions—assuming that team members are cross-trained appropriately . It also aligns with the appetite for challenging work and developing new skills among our respondents, as noted earlier .

The most prevalent secondary roles are data analyst or modeler (50 percent), subject matter expert (38 percent), technical architect or systems analyst (35 percent), business requirements analyst (34 percent), and lead information architect (32 percent) . As for primary roles, lead information architects, BI directors, BI program managers, data analysts or modelers, and technical architects or systems analysts are most represented in our respondent pool .

PriMarY and seCondarY roles

Primary SecondaryLead information architect 13% 32%

BI director 13% 18%

BI program manager 11% 23%

Data analyst or modeler 11% 50%

Technical architect or systems analyst 9% 35%

BI project manager 7% 31%

Data acquisition (ETL) architect or developer 7% 24%

Decision support (BI) architect or developer 7% 25%

Business requirements analyst 5% 34%

Subject matter expert 3% 38%

Business sponsor or driver 3% 9%

BI support and service 3% 27%

Data warehouse administrator 2% 15%

Data quality analyst 2% 22%

Database administrator 1% 8%

Data owner/steward 1% 13%

Data administrator or metadata manager 1% 9%

Business user 3% 10%

BI trainer <1% 16%

nuMber of seCondarY roles

2008 2009 2010 2011 20120 roles 3% 3% 2% 2% 2%

1 role 13% 10% 9% 6% 9%

2 roles 22% 25% 23% 25% 22%

3 roles 30% 33% 29% 30% 27%

4 roles 13% 12% 15% 15% 18%

5 roles 8% 6% 8% 9% 9%

6 roles 4% 4% 4% 5% 5%

7 or more roles 8% 7% 10% 8% 8%

Average number of roles 3 .37 3 .23 3 .46 3 .47 3 .52

The remainder of this report examines details of the top 10 primary roles, as determined by the survey, in the order listed in the table “Primary and Secondary Roles.”

14 TDWI rese arch


GENERAL DESCRIPTION•Coordinates the work of technical, data, ETL, and BI

architects

•Oversees the design of the data and technical architecture for the data warehouse

•Oversees the development of logical and physical data models, ETL scripts, metadata definitions and models, queries and reports, schedules, work processes, and maintenance procedures

•Ensures proper backup and recovery processes

•Supervises selection of hardware, storage, and software products

KEY RESPONSIBILITIES•Creates a robust, sustainable architecture that supports

requirements and provides for expansion given budgetary constraints and availability of data and skilled resources

•Evaluates and selects various data warehousing tools and components

•Coordinates multiple architects responsible for the development, integration, administration, and evolution of the data warehouse

KEY SKILLS•Prior experience building data warehouses

•Data modeling, database administration, and performance tuning

•SQL, ETL, OLAP

•Operating platforms

•Metadata management

•Use-case analysis

•Conceptual and analytic skills

•Knowledge of business domain

•Ability to balance theory and practical reality

KEY DELIVERABLES•Architecture and strategy documentation

•Use-case analysis report

•Capacity planning analysis

•Job development guidelines

•Administrative management plan

COMMON SECONDARY ROLESData analyst/data modeler 52%, technical architect/systems analyst 52%, data acquisition (ETL) architect/developer 37%, decision support (BI) architect/developer 33%

AVERAGE NUMBER OF SECONDARY ROLES: 3.9

Lead Information Architect

Annual salary $119,922

Bonuses $17,385

Average salary change from 2011

+3 .0%

Age 43 .9 years

Gender Male 83% 17% Female

BI experience 11 .6 years

Number of certifications 1 .2

Years at company 7 .9

Percent getting a bonus 70%

Types of bonuses Company Individual

Team Profit sharing

65% 62% 26% 22%

Job satisfaction Very high or high Moderate

Low or very low

52% 34% 14%

Fairly compensated? Yes No

Unsure

49% 33% 19%

Looking for new job? Yes Somewhat

No

17% 45% 38%

Level of education Bachelor’s degree Master’s degree

Associate’s degree High school

Ph .D .

56% 32% 7% 4% 1%

Outside income? Yes 10%

Options? Yes 21%

Purchasing authority Evaluate/recommend products None

Determine need Final purchasing authority

80% 9% 9% 2%

Professional background Technical Business

Academic Other

79% 11% 7% 3%

Time spent on BI projects Full Three-quarters

One-half One-quarter

60% 17% 14% 9%

roles and responsibilities

tdwi.org 15

BI Director


Bonuses $23,657


+3 .0%

Age 44 .5 years






Types of bonuses Individual Company

Team Profit sharing

65% 65%

33% 24%


Low or very low

63% 28%

10%


Unsure

59% 30%

11%


No

22% 34%

44%



Ph .D .

46% 42%

6% 4% 2%


Options? Yes 29%

Purchasing authority Evaluate/recommend products Final purchasing authority

Determine need None

70% 20%

9% 1%


Academic Other

63% 29%

7% 1%



65% 18%

10% 7%

GENERAL DESCRIPTION•Owns or directly shapes the BI strategy, architecture,

and budget

•Oversees program and project managers, architects, and specialists

•Serves as liaison between the business and the BI team

•Develops marketing and communications program for the BI program

•Communicates benefits of the BI environment to executives and users

KEY RESPONSIBILITIES•Develops the vision and business case for the BI program

•Sells the BI program to executives and other managers

•Works with architects to create a high-level enterprise architecture to support a growing portfolio of BI applications

•Hires and oversees BI program and project managers and architects

• Interfaces with business sponsors and drivers and steering committees

•Meets business criteria for successful BI implementations

KEY SKILLS•Sales

•Marketing

•Communications

•Leadership

•Delegation

•Knowledge and design of data warehouses

•Flexibility, diplomacy, and problem solving

KEY DELIVERABLES•BI funding

•BI strategy

•BI budget

•BI architecture

•BI team

COMMON SECONDARY ROLES

BI program manager 47%, subject matter expert 41%, BI project manager 40%, business requirements analyst 26%


16 TDWI rese arch


BI Program Manager



Bonuses $15,131


+1 .7%

Age 42 .6 .years







Team Profit sharing

65% 59%

27% 17%


Low or very low

48% 44%

8%


Unsure

43% 34%

24%


No

20% 40% 40%



Ph .D .

47% 44%

4% 4%

1%


Options? Yes 32%

Purchasing authority Evaluate/recommend products Determine need

Final purchasing authority None

80% 10%

7% 3%


Academic Other

66% 22%

6% 5%



72% 11% 12%

4%

GENERAL DESCRIPTION•Oversees the management and direction of multiple data

warehousing projects

•Aligns data warehousing projects with business strategy

•Works with BI director as a liaison between business sponsors and executives

•Works with BI director to secure and maintain funding

•Manages BI stewards and steering committees

KEY RESPONSIBILITIES•Staffs project teams

•Facilitates the prioritization of projects and requirements among competing business interests

•Coordinates with various business and technical groups whose support is needed to build or deploy data warehouses

•Establishes standards for technology and business processes

•Coordinates and aligns multiple data warehousing projects

•Measures results

KEY SKILLS•Knowledge of business

•Prior data warehousing experience

•Communications and marketing

•Managing multiple project teams

•Managing multiple, complex enterprise projects

•Strategic and financial planning

KEY DELIVERABLES•Strategic plans

•Steering committee priorities and plans

•Funding requests

•Corporate budgets

•Return on investment reports


BI project manager 53%, subject matter expert 43%, business requirements analyst 35%, lead information architect 26%


tdwi.org 17

Data Analyst/Data Modeler


Bonuses $6,317


–3 .7%

Age 40 .8 years







Team Profit sharing

62% 50%

25% 25%


Low or very low

55% 38%

7%


Unsure

50% 31%

20%


No

14% 47%

38%



Ph .D .

47% 32%

9% 9%

2%


Options? Yes 23%



56% 34%

10% 1%


Academic Other

60% 22%

13% 5%



None

68% 13%

9% 6%

3%

GENERAL DESCRIPTION•Develops, manages, and updates data models, including

physical and logical models of the data warehouse, data mart, and staging area, and sometimes the operational data store and source systems

KEY RESPONSIBILITIES• Interviews business users to obtain data requirements for

new analytic applications

•Designs conceptual and logical models for the data warehouse or data mart

•Communicates physical database designs to database administrator

•Evolves models to meet new and changing business requirements

•Develops process for capturing and maintaining metadata from all data warehousing components

KEY SKILLS•Strong conceptual, communications, and technical skills

•Ability to translate business needs into technical solutions

•Strong relational and dimensional data modeling and database design skills

KEY DELIVERABLES•Source system recommendations

•Model management standards

•Logical and physical data models

•Meta model for metadata repository


Business requirements analyst 41%, data quality analyst 40%, subject matter expert 33%, technical architect/systems analyst 25%


18 TDWI rese arch



Technical Architect/Systems Analyst


Bonuses $15,787


+3 .8%

Age 39 .5 years







Profit sharing Team

74% 48%

22% 22%


Low or very low

51% 38%

11%


Unsure

43% 34%

23%


No

12% 50%

38%


High school Ph .D .

Associate’s degree

48% 43%

5% 4%

1%


Options? Yes 21%



74% 18%

6% 1%


Academic Other

83% 6% 9%

2%



None

68% 15%

11% 5%

1%

GENERAL DESCRIPTION•Defines and documents the technical architecture of the

data warehouse, including the physical components and their functionality

•Evaluates, selects, tests, and optimizes hardware and software products

KEY RESPONSIBILITIES•Assesses current technical architecture

•Estimates system capacity to meet near- and long-term processing requirements

•Writes specifications for client machines, application servers, database servers, and networks

KEY SKILLS•Technical design

•Understanding of capabilities of vendor infrastructure products, including SMP (symmetric multiprocessing) and MPP (massively parallel processing) systems

•Knowledge of data warehousing architectural approaches

•Conceptual and analytical skills

KEY DELIVERABLES•Capacity planning estimates

•Technical architecture documents

•Hardware and software product recommendations

•Cost estimates for technical components

•Regular performance and capacity planning audits


Data analyst/data modeler 56%, lead information architect 34%, subject matter expert 29%, data acquisition (ETL) architect/developer 27%


tdwi.org 19

BI Project Manager


Bonuses $9,186


+7 .2%

Age 40 .3 years







Team Profit sharing

53% 43%

28% 23%


Low or very low

38% 48%

15%


Unsure

43% 37%

20%


No

8% 55%

37%



Ph .D .

50% 40%

7% 3%

0%


Options? Yes 23%

Purchasing authority Evaluate/recommend products Determine need

None Final purchasing authority

78% 7%

15% 0%


Academic Other

65% 28%

5% 2%



None

57% 25%

8% 8%

2%

GENERAL DESCRIPTION •Manages a single data warehousing project

•Develops budgets and plans

•Secures resources and personnel

•Manages a team of developers and contractors

•Prioritizes requirements, schedules tasks, communicates progress

KEY RESPONSIBILITIES•Develops plans and schedules

•Scopes project; manages scope changes

•Prioritizes requirements; manages expectations

•Establishes budgets

•Hires and manages personnel

•Communicates progress

•Coordinates training

•Measures ROI

KEY SKILLS•Project management

•Communication

•Leadership

•Decision making

•Delegation

•Knowledge and design of data warehouses

•Flexibility, diplomacy, and problem solving

KEY DELIVERABLES •Project and resource plans

•Funding requests

•Success metrics

•Training plans

•Documentation scoping

•Status reports

•Acceptance criteria


Business requirements analyst 53%, data analyst/data modeler 43%, subject matter expert 37%, BI trainer 27%


20 TDWI rese arch


GENERAL DESCRIPTION•Responsible for the scripts required to extract, transform,

clean, and move data and metadata so they can be loaded into a data warehouse, data mart, or operational data store

KEY RESPONSIBILITIES

Data acquisition managers oversee a team of ETL developers who have the following responsibilities:

•Work with business requirements analysts to identify and understand source data systems

•Map source system data to data warehouse models

•Develop and test extraction, transformation, and load (ETL) processes

•Define and capture metadata and rules associated with ETL processes

•Adapt ETL processes to accommodate changes in source systems and new business user requirements

KEY SKILLS•Understanding of source and target data structures, ETL

processes, and products

•Knowledge of 3GL/4GL programming languages and ETL products

•Strong problem-solving and metadata skills

KEY DELIVERABLES •Completes mapping and transformation programs

•Schedules extraction and load processes

•ETL metadata documented and maintained in metadata repository

•Database loadable files


Data analyst/data modeler 62%, decision support (BI) architect/developer 43%, technical architect/systems analyst 43%, business requirements analyst 28%


Data Acquisition (ETL) Architect/Developer



Bonuses $9,532


+5 .5%

Age 42 .4 years







Team Profit sharing

68% 55%

23% 10%


Low or very low

48% 45%

7%


Unsure

47% 32%

22%


No

13% 48%

38%


High school Associate’s degree

Ph .D .

53% 32%

8% 7%

0%


Options? Yes 17%



52% 38%

10% 0%

Professional background Technical Academic Business

Other

72% 12% 10%

7%



87% 7%

2% 3%

tdwi.org 21

Decision Support (BI) Architect/Developer


Bonuses $9,794


+6 .4%

Age 45 .2 years







Team Profit sharing

71% 61%

26% 21%


Low or very low

43% 49%

8%


Unsure

44% 37%

19%


No

19% 49%

32%



Ph .D .

64% 30%

3% 2% 2%


Options? Yes 18%



67% 19%

13% 2%


Academic Other

75% 16%

3% 6%



73% 14%

11% 1%

GENERAL DESCRIPTION•Works with end users and business analysts to ensure tight

fit between BI environment and business requirements

•Designs and manages the BI tools and applications environment

•Configures BI tools, develops the semantic layer and metadata, and creates reports and report definitions

•Creates and delivers end-user training and documentation and provides second-line support to power users who develop reports on behalf of their departmental colleagues

KEY RESPONSIBILITIES• Installs, configures, deploys, and tunes BI tools and

analytic servers

•Troubleshoots BI tool problems and tunes for performance

•Develops multidimensional semantic layer and BI query objects for end users

•Creates reports and report templates

•Helps business users select the appropriate BI tool(s)

•Develops and manages BI training, documentation, and help desk capabilities

KEY SKILLS•Translation of business questions and requirements into

reports, views, and BI query objects

•Knowledge of BI tool architectures, functions, and features

•Understanding of SQL and relational and multidimensional designs

•Strong problem-solving and metadata skills

•Understands BI tool architecture, functions, features

•Customizes BI tools to meet user needs

KEY DELIVERABLES •Standardizes use of BI tools and semantic layers

throughout the organization

•Provides repository of best practices on how to install, configure, and use BI tools for more productivity

•Reports, templates, and analytical views

•BI training, documentation, and help desk support


Data analyst/data modeler 68%, BI support and service 46%, technical architect/systems analyst 41%, business requirements analyst 33%


22 TDWI rese arch


Business Requirements Analyst



Bonuses $14,661


–1 .8%

Age 38 .7 years







Profit sharing Team

68% 57%

18% 11%


Low or very low

32% 48%

20%


Unsure

46% 34%

21%


No

14% 52%

34%

Level of education Master’s degree Bachelor’s degree

Associate’s degree Ph .D .

46% 46%

7% 2%


Options? Yes 11%



48% 34%

18% 0%

Professional background Business Technical Academic

Other

57% 32%

5% 7%



None

66% 10% 14%

9% 2%

GENERAL DESCRIPTION •Serves as a liaison between the end users and data

warehousing project team

•Coordinates business requirements for data

KEY RESPONSIBILITIES • Interviews end users to determine requirements for data,

reports, analyses, metadata, training, service levels, data quality, and performance

•Works with architects to translate requirements into technical specifications

•Helps identify and assess potential data sources

•Recommends appropriate scope of requirements

•Validates that data warehouse meets requirements and service-level agreements

•Coordinates prototype reviews

KEY SKILLS •Experience using data warehouse or analytical tools for

business purposes

•Strong interpersonal and communications skills

•Ability to translate business requirements into technical requirements

•Knowledge of key data warehousing processes

•Respected within the business community

KEY DELIVERABLES •Business requirements documentation

•Business priorities

•Prototype feedback


Data analyst/data modeler 59%, subject matter expert 50%, data quality analyst 50%, project manager 30%


tdwi.org 23

Subject Matter Expert


Bonuses $10,049


+3 .1%

Age 45 .7 years







Profit sharing Team or project performance

64% 59%

32% 18%


Low or very low

37% 53%

10%


Unsure

33% 47%

20%


No

13% 57%

30%


High school Associate’s degree

Ph .D .

53% 40%

3% 3% 0%


Options? Yes 17%

Purchasing authority None Evaluate/recommend products


47% 27% 27%

0%


Academic Other

63% 33%

3% 0%



None

50% 20%

13% 13%

3%

GENERAL DESCRIPTION•Business user who has detailed knowledge of various

business processes and how these generate and/or use specific data sets

KEY RESPONSIBILITIES•Works with data analysts/modelers and ETL specialists to

uncover the appropriate sources of data for a proposed application or data warehousing extension

•Works with data stewards to evaluate the condition of those data sources, prioritize the data sources, and define appropriate improvements

•Works closely with data analysts/modelers to define appropriate logical models that accurately reflect existing business processes

•Assumes ownership of one or more data elements and is the central contact point in the organization for information about the origins and revisions to those data elements; responsible for the accuracy of the data in these elements, both within operational applications and in downstream data warehouses and reports

KEY SKILLS•Deep knowledge of the business, core processes, and how

data and applications automate those processes

•Understanding of which data is used by which business processes and what the data means in the context of specific processes

•Ability to work and effectively communicate with technical people

•Ability to free up time to answer hundreds of detailed questions about the nature of the data and the business processes it supports or represents

KEY DELIVERABLES• Identifies and prioritizes data sources to support new

applications and reports

• In conjunction with data stewards, SMEs create a profile of potential data sources that describes and explains attributes, dependencies, null values, and other nuances in the data

• In conjunction with data analysts, SMEs develop validation routines to ensure the accuracy of data and its appropriate use relative to specific compliance issues


Data analyst/data modeler 60%, business requirements analyst 57%, BI support and service 40%, data quality analyst 33%


24 TDWI rese arch


TDWI rese a rch

TDWI Research provides research and advice for business intelligence and data warehousing professionals worldwide. TDWI Research focuses exclusively on BI/DW issues and teams up with industry thought leaders and practitioners to deliver both broad and deep understanding of the business and technical challenges surrounding the deployment and use of business intelligence and data warehousing solutions. TDWI Research offers in-depth research reports, commentary, inquiry services, and topical conferences as well as strategic planning services to user and vendor organizations.

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