Apple program manager salary: Apple Technical Program Manager Salary | $246K-$417K+
Apple Technical Program Manager Salary | $246K-$417K+
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ICT2Junior TPM |
$246K |
$146K |
$75K |
$25K |
ICT3TPM |
$209K |
$154K |
$43K |
$12K |
ICT4Senior TPM |
$274K |
$180K |
$70K |
$23K |
ICT5 |
$417K |
$217K |
$163K |
$37K |
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Vesting Schedule
25%
YR 1
25%
YR 2
25%
YR 3
25%
YR 4
Stock Type
RSU
At Apple, Main RSUs are subject to a 4-year vesting schedule:
-
25% vests in the 1st-year (12.
50% semi-annually) -
25% vests in the 2nd-year (12.50% semi-annually)
-
25% vests in the 3rd-year (12.50% semi-annually)
-
25% vests in the 4th-year (12.50% semi-annually)
50% semi-annually)25%
YR 1
25%
YR 2
25%
YR 3
25%
YR 4
Stock Type
RSU
At Apple, Main RSUs are subject to a 4-year vesting schedule:
-
25% vests in the 1st-year (25.00% annually)
-
25% vests in the 2nd-year (2.08% monthly)
-
25% vests in the 3rd-year (2.08% monthly)
-
25% vests in the 4th-year (2.08% monthly)
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FAQ
What is the highest Technical Program Manager salary at Apple?
The highest paying salary package reported for a Technical Program Manager at Apple sits at a yearly total compensation of $485,000.
This includes base salary as well as any potential stock compensation and bonuses.
How much do Apple Technical Program Manager employees get paid?
The median yearly total compensation reported at Apple for the Technical Program Manager role is $335,000.
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Apple Program Manager Salary – Zippia
Apple Program Manager Salary – Zippia
Zippia Score 4.9
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Updated August 22, 2022
$142,071yearly
To create our salary estimates, Zippia starts with data published in publicly available sources such as the U.S. Bureau of Labor Statistics (BLS), Foreign Labor Certification Data Center (FLC) Show More
$68.
30 hourly
Entry level Salary
$104,000
yearly
$104,000
10%
$142,071
Median
$193,000
90%
How Much Does Apple Pay Program Managers?
Apple pays Program Managers $142,071 per year on average. This is 47% more than the national average salary for Program Managers.
Program Managers make $96,084 per year on average, or $46.19 per hour, in the United States. Program Managers on the lower end of that spectrum, the bottom 10% to be exact, make roughly $104,000 a year, while the top 10% make $193,000.
Location impacts how much a program manager can expect to make. Program Managers make the most at Apple in Cupertino, CA, Seattle, WA and New York, NY.
How Much Does Apple Pay Program Managers By Location?
If you want to get paid the most as a Program Manager at Apple, Cupertino, Seattle and Austin are the best options, as they are the highest-paying cities in this company.
Program Manager Salaries By Location At Apple
| Rank | City | Avg. Salary | Hourly Rate |
|---|---|---|---|
| 1 | Cupertino, CA | $155,628 | $74.82 |
| 2 | Seattle, WA | $142,114 | $68.32 |
| 3 | Austin, TX | $119,346 | $57.38 |
| 4 | New York, NY | $116,572 | $56.04 |
Which Apple competitors pay program managers the most?
If you want to compare the program managers salaries between Apple and some similar companies, being employed by a company such as Meta or eBay would be a smart choice, as they are the highest-paying companies in this field. Additionally, companies like PayPal and Dell also report highly competitive salaries for program managers.
| Rank | Company | Average Salary | Hourly Rate | Job Openings |
|---|---|---|---|---|
| 1 | Meta | $149,617 | $72 | 1129 |
| 2 | Microsoft | $140,450 | $68 | 63 |
| 3 | eBay | $138,686 | $67 | 18 |
| 4 | PayPal | $135,517 | $65 | 32 |
| 5 | Dell | $122,710 | $59 | 26 |
| 6 | Intel | $121,750 | $59 | 189 |
| 7 | Expedia Group | $114,713 | $55 | 23 |
| 8 | United | $105,924 | $51 | 23 |
| 9 | Xerox | $90,711 | $44 | 89 |
Frequently asked questions about Apple Program Manager salaries.
How Much Does Apple Pay Program Managers An Hour?
Apple pays program managers $46 an hour, on average.
What Is The Starting Pay For A Program Manager At Apple?
The starting pay for a Program Manager at Apple is $65,000 per year, or $31 an hour.
How Much Does Apple Pay Compared To Meta?
Apple pays $96,084 per year on average compared to Meta, which pays $149,617. That works out to $46 per hour at Apple, compared to $72 per hour at Meta.
Have more questions? See all answers to common company questions.
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Updated August 22, 2022
90,000 Head of Apple want to leave without a salary. They say he did not deserve
Tim Cook may not be paid the promised bonus of $ 99 million, writes Bloomberg. This is the total salary of Apple CEO assigned to him at the end of 2021.
It includes a cash payment and a package of securities. Despite the fact that under his leadership the company systematically improved its financial performance, according to analysts, this is too much even for the head of a corporation like Apple. Let’s figure out how Cook annoyed analysts, how justified their arguments are, and whether they will leave the CEO completely without money.
Analysts say Cook is getting too much and should be stripped of his already awarded 2021 bonus. Wow…
The new iPhone won't have Touch ID. And that's why
Institutional Shareholder Services (ISS) analysts opposed the payment of bonus to Tim Cook. These are not random people, but a group of experts who advise and advise Apple shareholders on an ongoing basis. And already on them, in turn, depends on the salary of top managers of the company and the bonuses and privileges due to them. And now, if investors allow themselves to be convinced, Tim Cook risks not receiving the payments already promised to him.
How much Tim Cook earns
I wonder how Tim Cook will be explained that he needs to return half of the salary, which, according to ISS, was assigned incorrectly?
ISS analysts agree that Tim Cook is making too much money at Apple. This is what formed his income as head of the company last year (all amounts are in dollars):
- 3 million – actual salary;
- 12 million – annual bonus;
- 1.35 million – frequent business jet and security costs;
- $82 million value of shares transferred to Cook;
- The remaining amount is insurance premiums, pension contributions.
Interesting fact : Tim Cook and other Apple executives receive their bonuses not in ordinary, but in limited shares. They cannot be sold within three years from the date of receipt and they do not generate income for their holder. Thus, large corporations retain important employees and save on taxes.
Interestingly, the actual salary, or, as we say, Tim Cook’s salary , several times lower than other payments due to him.
But you’ll be even more surprised to learn that $82 million worth of stock is only a fraction of what he’s entitled to. His contract states that over 10 years as CEO of Apple, Cook will receive 750 million. This is where the hitch happened.
ISS analysts analyzed the bonuses of the heads of other large corporations, and found that their payments are significantly less than Cook’s. But most importantly, the Apple CEO will receive his bonuses regardless of any conditions other than tenure. That is, even if the financial performance falls, the value of the company’s securities decreases, or Cook leaves his position and retires, the payments will continue.
Apple earnings per second
Whether this is honest is a moot point. In matters like running the most valuable corporation in the world, there is no place for such things as honor. Rationality and economic feasibility are much more important. Obviously, any incentives should depend on the performance of the employee.
If the CEO obviously can’t cope and the company entrusted to him suffers losses, it’s probably logical to stop paying him crazy bonuses. But this story is not about Tim Cook. During his tenure as Chapter Apple began earning $11,520 every second , its stock yield crossed the 1000% mark, and its market capitalization exceeded $3 trillion.
Apple became so successful not least thanks to Tim Cook
It turns out a strange situation. Obviously, Tim Cook seems to be working out his awards in full. Still, it was during his tenure as the head of Apple that she became the most expensive corporation in the world. But ISS analysts are clearly based on a) real market conditions and b) legal documents. According to them, about half of the of the bonus promised to Cook does not have performance criteria, which means that it is wrong to pay this money, although, in fact, depriving him of the promised money is just disgusting.
Important : not the entire amount of Cook's bonus is disputed, but only its size. 
So if the shareholders agree to the ISS, the amount the Apple CEO will receive will be less than $ 99 million.
Be that as it may, it is still unclear what will come of this. On the one hand, the final decision is made by the shareholders who form the payroll committee, and it depends on them, whether Tim Cook will receive the money due to him. And, on the other hand, ISS has been advising Apple for many years, and in previous years, analysts have never opposed any payments. So it is quite possible that investors will follow the recommendations of experts and reconsider the size of the annual bonus.
Tim Cook’s fortune
The wildest injustice is evident. After all, speaking purely humanly, it turns out that, perhaps, , the most effective top manager in the entire history of Apple, can lose his earned money only because his success was not recorded in advance. Do you need fixed KPIs? Here they are, look at the share price, look at the capitalization of Apple , look at the records that the company is breaking quarter after quarter.
In 10 years, the value of Apple shares has increased by 1000%. But all this time the company was managed by Cook
You have to be a complete idiot to allow yourself to come up with such a recommendation as ISS analysts. In general, it is strange that they woke up just now, although the actual vote for Tim Cook’s salary of took place last September. Therefore, it is not very clear what exactly the experts are trying to achieve. One gets the impression that ISS is just trying to prove its worth, and therefore, in a panic, gives advice bordering on common sense.
Apple found a replacement for the iPhone a long time ago, and it is in front of you
But even if the head of Apple is deprived of his bonus, will he become poorer from this? Obviously not. Despite the fact that we are talking about tens of millions of dollars, Tim Cook’s net worth is approximately 1.5 billion dollars. But will it really affect him? Hardly.
The CEO of Apple , despite a rather impressive capital, lives in a small house by the standards of top managers in Palo Alto, drives a personal BMW without a driver and does not even have his own plane, although he could well have some kind of business jet like the Hawker. But to hell with him. But I would think about the adequacy of cooperation with ISS.
AppleProblems of AppleTim Cook
How to reward employees if there is no money for bonuses, and shares are getting cheaper
A. Taranin
Our companies also introduce bonus schemes using shares as a long-term incentive for employees. The launch of new programs this year, in particular, was announced by Yandex, Mail.ru Group and Qiwi. Employers’ interest in share-based compensation in Russia has grown in part because the crisis has left many companies simply unable to afford cash bonuses, experts say. According to a study by the HeadHunter Salary Data Bank, only 8% of respondent companies definitely decided to pay bonuses for 2015.
Another 55% of employers will make the final decision depending on the results of the current year. “The word “bonus” is now perceived as a curse, the average management simply forgot it for a while. However, working without any guarantees in a falling market is not the best motivator,” says Sergey Razhev, Managing Partner at Cornerstone.
Apple CEO Tim Cook recently said that all employees, including store clerks, will be rewarded with the right to receive a certain number of shares for free, writes The Wall Street Journal. Previously, this option was available only to top management. Cook himself received 1 million Apple shares in 2011. Twitter CEO Jack Dorsey backed up his colleague at the end of October by announcing that he would give away 1% of the company’s shares from his stake in order to “reinvest it in our people.” Make employees stockholders and you’ll boost loyalty in a way that paychecks can’t, managers say. Considering the value of the company’s stock, the employee bonuses are far greater than if they were paid in cash.
On a long leash
According to The Wall Street Journal, the growth in popularity of equity-based compensation schemes has been driven by start-ups, capitalization of which, thanks to the interest of venture capital funds, is calculated in figures with many zeros. Other companies have followed suit, according to Dan Walter, CEO of consulting firm Performensation.
Joel Holland, CEO of VideoBlocks, boasts that since 2012, when he began sharing stock with his 57 employees, fewer people than fingers have left the company. To keep people in the firm, the duration of the option was set to four years. “I wanted to create a culture of true engagement, not payday,” says Holland.
Share schemes
Stock Option – an option that gives an employee the right to buy shares in a company at a fixed price within a certain period (usually 3-5 years)
Restricted Stock Units – an incentive scheme that gives an employee the right to buy or receive shares for free if he will fulfill a certain condition (by the duration of work in the company or by KPI indicators)
Stock Appreciation Rights – a bonus plan that gives the employee the right to receive remuneration in the form of money or shares, the amount of which will depend on the increase in the value of the company’s shares over a certain time
Some startups that are slow to go public face pressure from management.
If you don’t give more and more shares of stock to more and more employees, they start to wonder if they should cross the street and get a job at another startup, where they, as new employees, will immediately be given a block of shares that can be realized, complains Mark Edwards, president of the consulting firm Compensia: “People are having high expectations as the industry is booming. Everyone wants to be cooler than last year.”
At the developer of MediaMath, all employees, up to secretaries, receive an option equal to their original salary. But workers at all levels are demanding more and more shares, so the company recently had to announce an incentive program that includes new stock options. “We will not have poor people and beggars,” promises HR director Peter Filen – the company is planning an IPO, so that a golden rain can be shed on loyal employees.
Cash is better
The dot-com boom 1990s. American Internet companies even made truck drivers happy with their papers.
When the bubble burst in 2001, people were left with beautiful pieces of paper instead of money, writes The Wall Street Journal.
Not surprisingly, employers still find it difficult to convince employees to accept compensation in the form of shares rather than cash. The Zayo Group, an American company, tried to do this to 1,947 workers, including giving shares to secretaries and call center employees, recalls one of the company’s directors, Rachel Donaldson. Promotions now make up to 10% of rewards at the support service and up to 90% – from the CEO. But it turned out that some of the employees do not understand how to buy and sell shares for a certain period of time. Applicants for leadership positions asked the personnel service how to pay off the loan for the car, if they receive a large part of their income in shares. And employees from Europe, who turned out to be employees of Zayo after the takeover of their companies, complained about the reduction in wages.
Zayo’s CEO couldn’t figure out why his staff didn’t value the company’s stock, Donaldson recalls.
And they could not understand in any way how real their new incomes were and how to cash them out. Zayo had to launch an education course on the benefits of being a shareholder. “The scheme looks a bit like paying salaries with lottery tickets,” jokes Dirk Genter, a professor at the London School of Economics and Stanford Business School, who studies stock compensation. “Most people would prefer cash.”
Lost course
For a long time, the capitalization of Russian companies grew and stock options were considered an excellent tool to retain strong professionals, says Alena Vladimirskaya, CEO of Pruffi. For example, Yandex has been using share reward schemes since 2012. By the end of 2014, about 17% of employees were involved in such incentive programs. Every year, shares are awarded to about 500 people – both talented managers and programmers. Employees of “Yandex” enthusiastically followed stock quotes, says Vladimirskaya. And the fact that they are getting richer every day, they were very inspired.
In order for an employee to benefit from the opportunity to receive shares, the company’s quotes must grow for a long time, Razhev notes.
Now Russian stocks, whose rates are either declining or behaving unpredictably, are losing their appeal as an incentive tool. For example, if a company’s shares used to cost $20 and now $5, it’s hard to lure talented professionals with the promise of depreciating bonuses, Vladimirskaya says. All this is forcing companies to introduce new stock incentive schemes that are less dependent on capitalization. For example, the aforementioned Mail.ru Group, Qiwi and Yandex will encourage employees under the Restricted Stock Units (RSU) scheme – the right to receive a specific, predetermined number of shares by an employee if a certain condition (vesting) is met. At Mail.ru Group, this condition is that employees will receive shares only after four years of work. According to Dmitry Sergeev, Deputy CEO of Mail.ru Group, the main goal of the program is to attract and retain talented developers, which is important for the long-term development of the company. Which of the more than 3,500 employees of Mail.ru Group will be rewarded in a new way, the company does not disclose. “There are no restrictions on the categories of employees,” Sergeyev clarifies. “Therefore, the participation of ordinary employees and middle managers is not excluded.” So does the Qiwi group, which deals with payment services. By the end of 2015, 30-50 Qiwi employees will receive its shares. Not only top management is going to be rewarded, but also technical specialists and middle managers.
However, such innovations do not eliminate the main drawback of equity-based incentive schemes, experts say. According to Razhev, in our country, due to political and economic risks, the growth or decline in the share price is often not associated with the efforts of the company’s management. When the capitalization of a company does not depend on you, it is unlikely that you will be motivated by the right to receive securities, notes Yuri Pospeev, partner at the Dmitry Matveev and Partners law office.