Director research salary: Research and Development Director Salary
Research Director Salary the United States
Average Base Salary
Average Hourly Rate
$81.10 (USD)/hr
Average Bonus
$3,559 (USD)/yr
Compensation Data Based on Experience
The average research director gross salary in United States is $168,682 or an equivalent hourly rate of $81. In addition, they earn an average bonus of $3,559. Salary estimates based on salary survey data collected directly from employers and anonymous employees in United States. An entry level research director (1-3 years of experience) earns an average salary of $121,838. On the other end, a senior level research director (8+ years of experience) earns an average salary of $207,469.
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City, State, Country or US Zip Code
This page is a promotion for SalaryExpert’s Assessor Series and is not intended for professional use.
Professionals should subscribe to SalaryExpert’s Assessor Platform.
ERI’s compensation data are based on salary surveys conducted and researched by ERI. Cost of labor data in the Assessor Series are based on actual housing sales data from commercially available sources, plus rental rates, gasoline prices, consumables, medical care premium costs, property taxes, effective income tax rates, etc.
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Estimated Salary in 2027:
$188,072 (USD)
5 Year Change:
11 %
Based on our compensation data, the estimated salary potential for Research Director will increase 11 % over 5 years.
Coordinates activities
100%
Manages activities
100%
Manages work
100%
Confirms accuracy
50%
Research proposal design
50%
This chart displays the highest level of education for:
Research Director, the majority at 53% with doctorates.
Typical Field of Study: History
See how education can impact your salary
-
Minneapolis
3.8 % -
Sacramento
8. 7 % -
Tampa
1.9 % -
Texas
1.2 % -
New Mexico
3. 9 % -
Virgin Islands
10.6 %
-
Bahamas
49.8 % -
Hong Kong SAR
32. 9 % -
Japan
56.5 % -
Switzerland
3.2 % -
Taiwan
90. 5 %
the United States
Cost of living is calculated based on accumulating the cost of food, transportation, health services, rent, utilities, taxes, and miscellaneous.
View Cost of Living Page
The United States of America (U.S.A. or USA), commonly known as the United States (U.S. or US) or America, is a transcontinental country located primarily in North America. It consists of 50 states, a federal district, five major unincorporated territories, nine minor outlying islands, and 326 Indian reservations. It is the third-largest country by total area and third-largest by land area. The United States shares land borders with Canada to its north and with Mexico to its south. It has maritime…
Sourced from Wikipedia
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Directs and coordinates the organization’s research function, and oversees the research staff. Develops and executes research studies, standards, and guidelines for research programs. Oversees the collection and research of data, products, processes, and/or services for the purpose of improving said data, products, processes, and/or services. Heads and designs the organization’s research studies, and evaluates the effectiveness of the organization’s research… programs and policies.
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Director of Research -
Director Research
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City, State, Country or US Zip Code
This page is a promotion for SalaryExpert’s Assessor Series and is not intended for professional use.
Professionals should subscribe to SalaryExpert’s Assessor Platform.
ERI’s compensation data are based on salary surveys conducted and researched by ERI. Cost of labor data in the Assessor Series are based on actual housing sales data from commercially available sources, plus rental rates, gasoline prices, consumables, medical care premium costs, property taxes, effective income tax rates, etc.
Coordinates activities
100%
Manages activities
100%
Manages work
100%
Confirms accuracy
50%
Research proposal design
50%
See how skills can impact your salary
-
Minneapolis
3. 8 % -
Sacramento
8.7 % -
Tampa
1.9 % -
Texas
1. 2 % -
New Mexico
3.9 % -
Virgin Islands
10.6 %
-
Bahamas
49. 8 % -
Hong Kong SAR
32.9 % -
Japan
56.5 % -
Switzerland
3. 2 % -
Taiwan
90.5 %
Learn About Our Products
SalaryExpert, powered by ERI, provides verified salary and cost of living data to the public with a comprehensive platform for evaluating compensation, career, relocation, and education decisions.
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Director of Research -
Director Research
Research Director Salary (October 2022) – Zippia
Updated August 22, 2022
$108,875yearly
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
$52.34 hourly
Entry level Salary
$68,000
yearly
$68,000
10 %
$108,875
Median
$171,000
90 %
How much does a Research Director make?
Research directors make $108,875 per year on average, or $52.34 per hour, in the United States. Research directors on the lower end of that spectrum, the bottom 10% to be exact, make roughly $68,000 a year, while the top 10% makes $171,000.
Location impacts how much a research director can expect to make. Research directors make the most in Washington, California, New Jersey, New York, and Connecticut.
Highest Paying State
Washington
Highest Paying City
San Francisco, CA
Highest Paying Company
Meta
What Am I Worth?
Highest Paying State
Washington
Highest Paying City
San Francisco, CA
Highest Paying Company
Meta
What Am I Worth?
Highest Paying States For Research Directors
The darker areas on the map show where research directors earn the highest salaries across all 50 states.
- State View
- County View
Average Salary:
Research Director average salary by State
Rank | State | Avg. Salary | Hourly Rate | Job Count |
---|---|---|---|---|
1 | New Jersey | $122,811 | $59.04 | 844 |
2 | Oregon | $117,006 | $56.25 | 556 |
3 | New York | $118,855 | $57.14 | 1,813 |
4 | Rhode Island | $112,214 | $53.95 | 137 |
5 | Connecticut | $117,653 | $56.56 | 333 |
6 | Delaware | $114,901 | $55.24 | 108 |
7 | Texas | $115,154 | $55.36 | 1,559 |
8 | Colorado | $107,811 | $51.83 | 726 |
9 | Washington | $129,483 | $62.25 | 252 |
10 | California | $126,855 | $60. 99 | 1,643 |
11 | New Hampshire | $102,556 | $49.31 | 152 |
12 | District of Columbia | $112,821 | $54.24 | 162 |
13 | Pennsylvania | $98,098 | $47.16 | 1,169 |
14 | Minnesota | $100,893 | $48.51 | 586 |
15 | Maine | $104,115 | $50.06 | 100 |
16 | Michigan | $95,939 | $46.12 | 666 |
17 | Massachusetts | $106,136 | $51.03 | 629 |
18 | North Carolina | $100,167 | $48.16 | 656 |
19 | Louisiana | $90,008 | $43.27 | 597 |
20 | Iowa | $99,592 | $47.88 | 194 |
21 | Arizona | $96,061 | $46.18 | 484 |
22 | Illinois | $94,898 | $45.62 | 1,046 |
23 | New Mexico | $93,779 | $45. 09 | 167 |
24 | Alabama | $87,974 | $42.30 | 653 |
25 | Virginia | $96,133 | $46.22 | 824 |
26 | Idaho | $96,485 | $46.39 | 108 |
27 | Maryland | $93,355 | $44.88 | 827 |
28 | Oklahoma | $85,451 | $41.08 | 602 |
29 | West Virginia | $82,146 | $39.49 | 362 |
30 | Tennessee | $88,677 | $42.63 | 470 |
31 | Nevada | $94,958 | $45.65 | 105 |
32 | Georgia | $94,056 | $45.22 | 750 |
33 | Ohio | $87,064 | $41.86 | 787 |
34 | Wisconsin | $87,190 | $41.92 | 445 |
35 | Vermont | $82,221 | $39.53 | 99 |
36 | Utah | $83,579 | $40. 18 | 294 |
37 | South Dakota | $75,833 | $36.46 | 247 |
38 | Alaska | $95,375 | $45.85 | 10 |
39 | South Carolina | $76,560 | $36.81 | 810 |
40 | Mississippi | $74,798 | $35.96 | 372 |
41 | Florida | $82,427 | $39.63 | 1,337 |
42 | Hawaii | $86,209 | $41.45 | 58 |
43 | Arkansas | $78,134 | $37.56 | 144 |
44 | Missouri | $76,201 | $36.64 | 457 |
45 | Kansas | $75,249 | $36.18 | 163 |
46 | Wyoming | $68,370 | $32.87 | 49 |
47 | North Dakota | $72,614 | $34.91 | 54 |
48 | Montana | $71,170 | $34.22 | 82 |
49 | Nebraska | $63,648 | $30. 60 | 182 |
50 | Indiana | $72,297 | $34.76 | 334 |
51 | Kentucky | $69,643 | $33.48 | 176 |
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Top Research Director Jobs Near You
Highest Paying Cities For Research Directors
Rank | City | Avg. Salary | Hourly Rate |
---|---|---|---|
1 | San Francisco, CA | $136,510 | $65.63 |
2 | Seattle, WA | $132,453 | $63.68 |
3 | Rahway, NJ | $123,232 | $59.25 |
4 | New York, NY | $119,390 | $57.40 |
5 | Hartford, CT | $118,083 | $56.77 |
6 | San Antonio, TX | $117,291 | $56.39 |
7 | Portland, OR | $116,582 | $56.05 |
8 | Washington, DC | $112,963 | $54.31 |
9 | Providence, RI | $112,269 | $53.98 |
10 | Denver, CO | $107,339 | $51. 61 |
11 | Boston, MA | $106,134 | $51.03 |
12 | Durham, NC | $102,495 | $49.28 |
13 | Minneapolis, MN | $100,962 | $48.54 |
14 | Philadelphia, PA | $98,747 | $47.47 |
15 | Arlington, VA | $96,913 | $46.59 |
Research Director Salary Details
Average Research Director Salary Graph, Trends, and Summary
What is a Research Director’s Salary?
Percentile | Annual Salary | Monthly Salary | Hourly Rate |
---|---|---|---|
90th Percentile | $171,000 | $14,250 | $82 |
75th Percentile | $138,000 | $11,500 | $66 |
Average | $108,875 | $9,073 | $52 |
25th Percentile | $85,000 | $7,083 | $41 |
10th Percentile | $68,000 | $5,667 | $33 |
Average Salary By Related Titles
Job Title | Annual Salary | Monthly Salary | Hourly Rate | Job Openings |
---|---|---|---|---|
Marketing Department Internship | $31,989 | $2,666 | $15. 38 | 143,703 |
Marketing Internship | $30,260 | $2,522 | $14.55 | 122,135 |
Marketing Consultant | $70,593 | $5,883 | $33.94 | 88,935 |
Marketing Analyst | $59,380 | $4,948 | $28.55 | 95,650 |
Sales And Marketing Internship | $42,269 | $3,522 | $20.32 | 142,820 |
Marketing Representative | $47,377 | $3,948 | $22.78 | 217,886 |
Here are the five companies hiring the most now:
- ViacomCBS Jobs (7)
- Allegheny Health Network Jobs (9)
- Accenture Jobs (6)
- NBCUniversal Jobs (11)
- Merck Jobs (6)
Which Companies Pay Research Directors The Most?
According to our most recent salary estimates, Meta and Google are the highest paying companies for research directors.
How Much Do Research Directors Make In Different Industries?
Research director salaries can vary depending on the industry. In fact, our data shows that the technology, manufacturing, and health care industries tend to offer much higher salaries for research directors. For example, research directors make a whopping average salary of $123,823 while working in the technology industry. Meanwhile, other people in this field are making $116,761 in the manufacturing industry and $109,507 in the health care industry.
Research directors may want to avoid working in the professional industry as it offers the lowest average salary of $98,617.
Highest Paying Industries For Research Directors
Rank | Industry | Average Salary | Hourly Rate |
---|---|---|---|
1 | Technology | $123,823 | $59.53 |
2 | Manufacturing | $116,761 | $56.14 |
3 | Health Care | $109,507 | $52.65 |
4 | Media | $107,259 | $51.57 |
5 | Non Profits | $98,902 | $47. 55 |
6 | Professional | $98,617 | $47.41 |
High Paying Research Director Jobs
Research Director Salary Trends
The salary for a research director can vary depending on the years of experience that a person has, from entry level to senior level. Data on how experience level affects total compensation is provided by the Bureau of Labor Statistics (BLS) as part of their National Compensation Survey, which is based on factors such as knowledge, complexity, contacts, and environment.
Entry LevelAvg.salary$68k
Senior LevelAvg.salary$189k
Research Director Salary By Experience Level
Experience Level | Avg. Salary | Hourly Rate |
---|---|---|
Entry Level | $68,300 | $32.84 |
Mid Level | $115,000 | $55.47 |
Senior Level | $189,000 | $90.84 |
Average Research Director Salary Over Time
Compare salaries for individual cities or states with the national average.
Recently Added Research Director Salaries
Research Director Salaries FAQs
What state pays Research Directors the most?
Washington pays Research Directors the most in the United States, with an average salary of $129,483 per year, or $62.25 per hour.
How do I know if I’m being paid fairly as a Research Director?
You know if you are being paid fairly as a Research Director if your pay is close to the average pay for the state you live in. For example, if you live in California you should be paid close to $126,855 per year.
What type of Research Director gets paid the most?
Director gets paid the most. Director made a median salary of $113,489. The best-paid 10 percent make $149,000, while the lowest-paid 10 percent make $85,000.
Have more questions? See all answers to common business and financial questions.
Search For Research Director Jobs
Updated August 22, 2022
Market Research Director Salary
Last updated: October 02, 2022
This page is a promotion for ERI’s Assessor Series and is not intended for professional use.
Professionals should subscribe to ERI’s Assessor Series.
$153,528 (USD)
Average Salary
$74/hr
Average Hourly
$21,525
Average Bonus
Last updated: October 02, 2022
The average pay for a Market Research Director is $153,528 a year and $74 an hour in the United States.
The average salary range for a Market Research Director is between $82,291 and $193,138.
On average, a Bachelor’s Degree is the highest level of education for a Market Research Director.
This compensation analysis is based on salary survey data collected directly from employers and anonymous employees in the United States.
ERI’s compensation data are based on salary surveys conducted and researched by ERI. Cost of labor data in the Assessor Series are based on actual housing sales data from commercially available sources, plus rental rates, gasoline prices, consumables, medical care premium costs, property taxes, effective income tax rates, etc.
Find actuarial salary survey data and benchmark salary and pay.
Data powered by ERI’s Salary Assessor
This role may have pay shift differentials that could affect total compensation.
Check out ERI’s Salary Assessor to get differential pay for night shifts, day shifts, and swing shifts. Using ERI’s robust database, you can accurately price jobs based on industry-specific shift differential policies. ERI compiles shift differential pay data based on salary survey data to help users find reliable compensation information. Utilize ERI’s signature shift differential data to calculate pay and benchmark compensation with confidence.
For additional information on shift differentials
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United States Cost of Living Score:
View Cost of Living Page
Description:
The United States of America (U.S.A. or USA), commonly known as the United States (U.S. or US) or America, is a transcontinental country located primarily in North America. It consists of 50 states, a federal district, five major unincorporated territories, nine minor outlying islands, and 326 Indian reservations. It is the third-largest country by total area and third-largest by land area. The United States shares land borders with Canada to its north and with Mexico to its south. It has maritime borders with the Bahamas, Cuba, Russia, and other nations. With a population of over 331 million, it is the third most…
More from Wikipedia
Description:
- Directs and coordinates activities concerned with gathering, recording, and analyzing data about current and potential customers, competitors, and the market for the purpose of creating a business plan, launching a new product or service, fine tuning existing products or services, and/or expanding into new markets.
- Plans, develops, and establishes policies and objectives of the organization’s market research function.
- Develops market research programs, including methods of marketing, in accordance with organization’s objectives.
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The average pay for a Market Research Director is $153,528 a year and $74 an hour in the United States.
The average salary range for a Market Research Director is between $82,291 and $193,138.
On average, a Bachelor’s Degree is the highest level of education for a Market Research Director.
This compensation analysis is based on salary survey data collected directly from employers and anonymous employees in the United States.
ERI’s compensation data are based on salary surveys conducted and researched by ERI. Cost of labor data in the Assessor Series are based on actual housing sales data from commercially available sources, plus rental rates, gasoline prices, consumables, medical care premium costs, property taxes, effective income tax rates, etc.
Find actuarial salary survey data and benchmark salary and pay.
Data powered by ERI’s Salary Assessor
This role may have pay shift differentials that could affect total compensation.
Check out ERI’s Salary Assessor to get differential pay for night shifts, day shifts, and swing shifts. Using ERI’s robust database, you can accurately price jobs based on industry-specific shift differential policies. ERI compiles shift differential pay data based on salary survey data to help users find reliable compensation information. Utilize ERI’s signature shift differential data to calculate pay and benchmark compensation with confidence.
For additional information on shift differentials
Contact Us
*some jobs may not have shift differentials, please contact info. [email protected] for additional information.
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Salaries By Location
Market Research Director
Mohegan Lake, New YorkUSD 188k
Tunica, MississippiUSD 147k
Urania, LouisianaUSD 143k
Pooler, GeorgiaUSD 150k
Ewing, New JerseyUSD 174k
Salaries By Location
Market Research Director
Mohegan Lake, New YorkUSD 188k
Tunica, MississippiUSD 147k
Urania, LouisianaUSD 143k
Pooler, GeorgiaUSD 150k
Ewing, New JerseyUSD 174k
Salaries By Country
Market Research Director
GermanyEUR 102k
CroatiaHRK 325k
IndiaINR 3,302k
PolandPLN 205k
AustriaEUR 88k
Salaries By Country
Market Research Director
GermanyEUR 102k
CroatiaHRK 325k
IndiaINR 3,302k
PolandPLN 205k
AustriaEUR 88k
Similar Job Titles
Market Research Director
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Marketing Administration ManagerUSD 121k
e-Commerce Top OfficerUSD 235k
Market Research ManagerUSD 130k
Similar Job Titles
Market Research Director
Chief Marketing & Sales OfficerUSD 277k
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Marketing Administration ManagerUSD 121k
e-Commerce Top OfficerUSD 235k
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United States Cost of Living Score:
View Cost of Living Page
Description:
The United States of America (U. S.A. or USA), commonly known as the United States (U.S. or US) or America, is a transcontinental country located primarily in North America. It consists of 50 states, a federal district, five major unincorporated territories, nine minor outlying islands, and 326 Indian reservations. It is the third-largest country by total area and third-largest by land area. The United States shares land borders with Canada to its north and with Mexico to its south. It has maritime borders with the Bahamas, Cuba, Russia, and other nations. With a population of over 331 million, it is the third most…
More from Wikipedia
Description:
- Directs and coordinates activities concerned with gathering, recording, and analyzing data about current and potential customers, competitors, and the market for the purpose of creating a business plan, launching a new product or service, fine tuning existing products or services, and/or expanding into new markets.
- Plans, develops, and establishes policies and objectives of the organization’s market research function.
- Develops market research programs, including methods of marketing, in accordance with organization’s objectives.
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Research And Development Director Salary: What You’ll Make and Why
According to various salary aggregate websites, a research and development director’s salary in the US ranges between $84,263 and $221,024, with an average salary of $132,494. As of July 2022, the base salaries for research and development directors are listed as follows:
Payscale | ZipRecruiter | Indeed | Salary.com | Glassdoor |
---|---|---|---|---|
$133,275 | $133,617 | $84,263 | $221,024 | $90,292 |
Keep in mind: Salary aggregate websites typically rely on data submitted anonymously by individuals using their site. Some websites may have received larger amounts of data of either higher or lower than average salaries, which may affect the site’s calculated average.
Read more: What Is a Research And Development Director? How to Become One
What influences a salary?
The salary of a Research And Development Director is determined by a number of factors, including education, experience, and job location. In this article, we will take a closer look at how these factors impact salary.
Years of experience
Salary increases are generally tied to your experience level. In general, the more years you spend working as a research and development director, the more you can expect to earn. Here’s how experience can impact your research and development director salary, according to the Bureau of Labor Statistics and the National Compensation Survey.
Level of experience | Salary |
---|---|
Entry-level (less than 1 year) | $70,335 |
Early career (1 to 4 years) | $94,965 |
Mid career (5 to 9 years) | $124,589 |
Experienced (10 to 19 years) | $162,486 |
Late career (20+ years) | $188,141 |
Location
Where you live can also impact how much you can make as a research and development director. Typically, working in a large metropolitan area correlates to a higher salary, as well as a higher cost of living.
Here is a list of some major cities with their corresponding average research and development director salary according to the Bureau of Labor Statistics.
City | Average Salary |
---|---|
San Francisco, CA | $189,390 |
Boston, MA | $174,304 |
New York City, NY | $171,080 |
Los Angeles, CA | $152,976 |
Seattle, WA | $141,670 |
New Orleans, LA | $90,975 |
Miami, FL | $84,886 |
Milwaukee, WI | $82,662 |
Tampa Bay, FL | $81,200 |
Omaha, NE | $76,471 |
How does this compare to similar jobs?
Here’s how a research and development director’s salary stacks up against similar jobs.
Related Jobs | Average Salary |
---|---|
Director Of Research | $103,906 |
Head Of Research And Development | $143,627 |
Chief Research Officer | $65,399 |
Principal Research Scientist | $115,000 |
Associate Director Of Research | $108,651 |
Research Scientist | $81,838 |
Senior Research Scientist | $94,837 |
Research And Development Manager | $93,371 |
Executive Director Of Research | $105,157 |
How to increase your research and development director salary
Now that you have a better idea of what you could expect to earn as a research and development director, let’s look at ways to boost your salary.
1. Strengthen your skills
Pursuing and improving in-demand skills could make you more competitive for promotions and higher-paying positions. These skills include:
- Project Management: Lead and oversee complex research projects from start to finish
- Budgeting and Financial Management: Understand how to develop and manage a research budget
- Personnel Management: Hire, train, and supervise research staff
- Regulatory Compliance: Ensure that all research activities comply with federal, state, and local regulations
- Scientific Writing: Prepare scientific papers, grant proposals, and reports
2. Maintain a consistent performance
If you’re consistently meeting or exceeding your goals, then you’re in a good position to ask for a raise. Be sure to have a solid argument for why you deserve more money, and be prepared to negotiate.
3. Know Your Value
When it comes to negotiating a salary, it’s important to know your worth. Do some research on what people in similar positions at other companies are making, and use that information to back up your request for a raise. Be prepared to talk about your accomplishments and how they’ve helped the company, and be ready to negotiate if your initial request is denied.
Article Sources
1. US Bureau of Labor Statistics. “National Compensation Survey, https://www.bls.gov/ncs/.” Accessed July 2, 2022.
2. US Bureau of Labor Statistics. “Occupational Employment and Wages, https://www.bls.gov/oes/current/oes119121.htm.” Accessed July 2, 2022.
3. Payscale. “Research & Development (R&D) Director Salary, https://www.payscale.com/research/US/Job=Research_%26_Development_(R%26D)_Director/Salary.” Accessed July 2, 2022.
4. Ziprecruiter. “Research and Development Director Annual Salary, https://www.ziprecruiter.com/Salaries/Research-and-Development-Director-Salary.” Accessed July 2, 2022.
5. Indeed. “Indeed Salary Finder, https://www. indeed.com/career/salaries.” Accessed July 2, 2022.
6. Salary.com. “Research and Development Director Salary, https://www.salary.com/research/salary/benchmark/research-and-development-director-salary.” Accessed July 2, 2022.
7. Glassdoor. “Director, Research and Development Salaries, https://www.glassdoor.com/Salaries/research-and-development-director-salary-SRCH_KO0,33.htm.” Accessed July 2, 2022.
Associate Director/Director of Research, Higher Education Policy
Reports to:
Senior Director, Higher Education
Staff reporting to this position:
Higher Education Policy staff
Department:
Education
Position classification:
Exempt, full time
Minimum compensation:
$77,000/$92,000
Summary
American Progress has an immediate opening for an Associate Director or Director of Research on its Higher Education Policy team. The team is devoted to advancing progressive and equitable higher education policy priorities. The Associate Director/Director of Research for Higher Education Policy will conceptualize and lead entire bodies of the Higher Education Policy team’s research agenda; lead the design and execution of quantitative and qualitative analyses; contribute to policy analyses and recommendations; and collaborate with other teams within and outside American Progress’ Education department.
The successful candidate will be driven by American Progress’ mission “to improve the lives of all Americans through bold, progressive ideas as well as strong leadership and concerted action, with the aim of not only changing the conversation, but changing the country.” They will join a dynamic team of colleagues to assist in strengthening the Higher Education Policy team’s policy work and supporting American Progress’ five crosscutting priorities:
- Strengthening health and ending the pandemic
- Building an economy for all
- Tackling climate change and environmental injustice
- Advancing racial equity and justice
- Restoring social trust and strengthening democracy
Responsibilities:
- Conceptualize and execute on entire bodies of the Higher Education Policy team’s research agenda, including anticipating the team’s research needs; defining a methodology for meeting these needs; laying out a timeline for completing the work; and driving the work forward.
- Support the team’s research agenda, including managing and expanding the team’s use of datasets in its research and ensuring that the team’s research projects are executed to the highest standard.
- Research, write, and edit policy reports, analyses, fact sheets, columns, interactive graphics, and other materials on a wide range of topics relating to higher education policy.
- Manage a range of writing projects, including through delegation to other team staff and partnering with outside consultants.
- Manage several staff members, including interns.
- Coordinate with colleagues across American Progress, including as a key member of the Education department research team, on crosscutting issues such as racial equity, accountability, building an inclusive economy, and public health.
- Represent American Progress in various settings, including meetings with academics, researchers, advocates, media, conferences, and panel discussions.
- Serve as an on-the-record spokesperson on higher education issues for American Progress, including in print, radio, TV, and digital media.
- Track research and policy developments and coordinate with the Senior Director for Higher Education in directing American Progress’s strategic responses as appropriate, including rapid-response communications, technical assistance, and authoring or commissioning original research, analyses, and policy proposals.
- Contribute to other American Progress initiatives as appropriate, including identifying crosscutting issues and projects.
Requirements and qualifications:
- Bachelor’s degree or equivalent experience. Graduate degree is preferred.
- Experience in higher education research, public policy, and/or relevant government experience is preferred.
- Advanced quantitative skills are preferred, including the ability to oversee others’ data analysis with Stata, SPSS, SAS, R, or similar programs to conduct high-quality data analysis.
- Demonstrated ability to synthesize complex ideas and findings in oral and written communication.
- Ability to prioritize, multitask, and meet deadlines in a fast-paced environment.
- Ability to initiate and engage in creative approaches to advancing policy.
- Experience analyzing federal and state government data.
- Excellent interpersonal skills and ability to work as part of a team.
- Commitment to American Progress’ mission and goals.
American Progress offers a full and competitive benefit package. Candidates from diverse backgrounds are strongly encouraged to apply. This position is not represented by a union. The Associate Director position has a starting salary of $77,000, and the Director position has a starting salary of $92,000.
We will continue to monitor COVID-19 and the levels of community spread and adjust plans as needed for in-office work. Any changes to our current hybrid work policy will be communicated at the time of hire. Updates will be posted on American Progress’ Jobs page.
Apply Now
This announcement will remain posted until the position is filled. No phone calls, please.
Please note that only those individuals whose qualifications match the current needs of this position will be considered applicants and will receive responses from American Progress.
Thank you for your interest in American Progress.
Additional information
American Progress operates two separate nonprofit organizations to maximize the progressive agenda: the Center for American Progress and the Center for American Progress Action Fund. This job posting refers collectively to the two organizations under the name “American Progress.” The Center for American Progress is a nonpartisan 501(c)(3) tax-exempt research and educational institute. It undertakes research, public education and a limited amount of lobbying. The Center for American Progress Action Fund is a nonpartisan 501(c)(4) tax-exempt organization dedicated to achieving progress through action. It works to transform progressive ideas into policy through rapid-response communications, legislative action, grassroots organizing, political advocacy, and partnerships with other progressive leaders. The organizations share office space and employees.
American Progress is dedicated to promoting diversity, equity, and inclusion. Diversity is more than a commitment at American Progress—it is the foundation of what we do. American Progress recruits, employs, trains, compensates, and promotes regardless of race, religion, sex, national origin, ethnicity, age, disability, political affiliation, sexual orientation, gender identity, color, marital status, veteran status, medical condition, and all the other characteristics that make us unique.
For more information on the Center for American Progress, please go to www.americanprogress.org. For more information on the Center for American Progress Action Fund, please go to www.americanprogressaction.org.
How much do legal directors earn? Review 2020
Legal magazine in smart gloss format The Paragraph Magazine , recruiting agency for the selection of lawyers, compliance and GR experts Legal Talents conducted a study in which more than 500 heads of legal functions of Russian and foreign companies in Russia took part.
“In the overview, we tried to reflect how different factors affect the salary of the director of the legal function.” – clarifies Olga Demidova, a professional headhunter specializing in the selection of top in-house lawyers and founder of The Paragraph and Legal Talents.
The highest salaries were, as expected, among respondents working in large businesses – industry leaders with more than 5,000 employees in the company and/or teams of 100 lawyers.
The largest number of the legal team is traditionally in Russian business – commercial banks, heavy manufacturing and the oil and gas industry. The smallest – foreign retail business, investment sector, management companies of financial and industrial holdings. The latter, due to sanctions restrictions, have significantly reduced the staff of lawyers.
Lawyers who report directly to Forbes shareholders earn 20-30% more than those who report to a hired CEO. This is explained by the level of risks for which the chief lawyer of the company is responsible and the degree of trust between the business owner and his lawyer, which most often accompanies the personal issues of the shareholder.
Employers’ desire to save money remains – the amount of fixed monthly wages practically remained at the same level and also below the figures expected by legal executives. At the same time, most companies pay bonuses so that the total income of the director of the legal department corresponds to the market level.
If we compare the income of the first persons of legal teams in the largest Russian companies of the “blue chips” level with foreign colleagues globally, then the “Russians” pay more. If we talk about smaller businesses, then foreigners are more generous here.
“It is impossible to answer unequivocally how much a top lawyer earns on average in a large company in Moscow. There is a direct relationship between the scale and nationality of the business, the composition of the legal team and the amount of income. The total compensation of a legal director in a foreign company may differ significantly from the income of his colleague from a Russian company of a competitor, because the chief lawyer of such a company may additionally be responsible for relations with government agencies and personal issues of the shareholder. But we still decided to identify the average indicator, taking into account key factors.”
Key factors, affecting the income of top-end internal corporate lawyers:
on the part of the employer | from the position of |
1. The scale of business | 5. Roles of role and objectives |
2. Number of employees of the company | 6. Size of the legal team |
3. Nationality of the company | 7. Subordination level |
4. Industry and place in it | 8. Business relations |
po-pravovym-voprosam/
Full overview contains information:
- Average monthly salary depending on industry, team size, number of employees and nationality of the company
- Data on social package, monthly and annual bonuses
- Number of lawyers in the team
- Ratio of the number of lawyers to the number of business employees
- Who are the heads of legal affairs
contact [email protected] Olga Demidova , CEO Legal Talents
Want to take the next step in your career and life?
Lead a team in legal, compliance or government relations?
Be sure to join the Legal Executive Assembly, the fourth informal meeting of top managers of Russia’s largest companies.
A new useful and incendiary informal event awaits you!
October 1-3, 2020 . Radisson Resort, Zavidovo
Find answers to questions:
✔ How
effectively analyze and improve the operational processes of your
divisions? How to create shares services center from cross functions and
manage it? How to increase the value of the feature for internal customers?
✔ As
build effective relationships with the owners and CEO of the company? What they
are expected from top managers and how are they controlled? How to resolve conflicts? How
gain influence on their decisions? What communication channels to choose?
✔ What
helps top managers to be efficient and stay resourceful? How to boost
awareness and manage emotions? How to balance professional and
personal interests, mind and heart?
✔ Same as
what career path to choose? How to expand the area of responsibility,
to change the industry and the field of activity? How to decide on a non-standard transition?
What tools to use to decide on change?
Program details, videos and photos
previous events on the Legal Executive Assembly 2020 website.
Russians told what an ideal employer should be — NAFI
In the rapidly changing epidemiological and economic situation, the expectations of Russians in relation to employers are also transforming. The prestige of the brand and the size of the company lose their significance. In the foreground is a decent level of remuneration. This is confirmed by the results of a study conducted by the NAFI Analytical Center among working Russians*.
89% of Russians named a decent level of salary as a defining characteristic of an ideal employer. Also among the popular characteristics are a good social package (named by 56% of respondents) and career growth opportunities (55%). For half of the respondents, good relations in the team and stability of the company are of great importance (they were voiced by 52% and 49% of respondents, respectively).
Opinions of respondents of different gender and age regarding the ideal employer differ. Thus, women more often than men pay attention to a good social package (60% versus 51% among men) and a friendly team (55% versus 49% among men). Men, in turn, are more likely to talk about the importance of company size (13% versus 9% among women).
Opportunity for career growth was named as a priority by 73% of young people (under 24). With increasing age, the proportion of those who named this characteristic decreases: among citizens 45-59 years old – 50%, among those over 60 years old – 24%. Also, for Russians under 35 years old, one of the important characteristics of an employer is the possibility of professional development (it was voiced by 48% of respondents in this age category).
Ludmila Spiridonova, Director of Human Capital Research, NAFI Analytical Center :
“In a pandemic situation, when the risk of losing a job increases, secondary characteristics, such as fame and company size, fade into the background. The material component and support in the format of a social package, which often includes VHI, comes to the fore. According to the results of our recent study, if the Russians lose their jobs, they will have enough savings for an average of 63 days** .
In addition to a decent salary, the company’s ability to adapt and survive in a difficult environment, while retaining its staff, as well as good human relations, which in a professional context are manifested in a friendly team, where colleagues cherish and emotionally support each other, gains importance. We all need support right now to help us stay calm and confident in a challenging environment.”
“In your opinion, what characteristics should an ideal employer have? Indicate the 5 most important characteristics for you”*, in % of employed Russians
Decent salary | 89 |
Good social package | 56 |
Opportunity for career growth | 55 |
Good relations in the team | 52 |
stable company | 49 |
Opportunity for professional development | 41 |
Training provided | 31 |
Big company | eleven |
Provides broad powers, high level of responsibility | ten |
Developed corporate culture | eight |
He is famous, it is prestigious to work for him | 5 |
Other | one |
Difficult to answer | 2 |
*The sum of answers exceeds 100%, since respondents could choose several answers
*All-Russian survey conducted by the NAFI Analytical Center in March 2020. 1,600 people over the age of 18 were surveyed in 137 settlements in 50 regions of Russia. The sample is based on official statistics from Rosstat and represents the population of the Russian Federation by sex, age, level of education, and type of settlement. The statistical error of the data does not exceed 3.4%. Survey form: personal (face-2-face) interviews using tablets.
**https://nafi.ru/analytics/pri-potere-raboty-nakopleniy-rossiyan-khvatit-v-srednem-na-63-dnya/
Type of publication: Survey results
Related publications
Labor market and HR
NAFI and HSE study: labor market shows readiness for pandemic
30 September 2022
Russian companies were quite active in accepting new employees during the pandemic years. In 2020, 60% of enterprises were open for employment, in 2021 – 66%. More than half of the companies did not face difficulties in finding personnel. Those who had problems most often said that the applicants did not have enough skills.
Labor market and HR
Finance
Every fourth Russian will prefer a job with a lower salary, but with a VHI policy
September 2, 2022
For most Russians, it is important to provide a VHI policy when choosing an employer
and a new job. At the same time, every fourth (26%) is ready to give up
job offers, where wages are higher by 8-10% in favor of the company,
which draws up the VHI policy.
social development
Labor market and HR
A third of college students and almost a quarter of university students do not plan to work in their profession
19 August 2022
Every third student of secondary specialized educational institutions (32%) does not plan to link his future life with work in his chosen profession. The proportion of university students who are unlikely to work in their specialty is slightly smaller at 28%.
social development
Labor market and HR
Young people expect employers to follow ESG principles
June 29, 2022
Compliance with the standards of care for the health and professional development of personnel, the quality of corporate governance, responsible attitude to the environment is an important criterion for choosing an employer for the vast majority of young people. These are the results of the All-Russian representative survey of young people. Data collection was carried out using the Tet-o-Tvet-M online panel.
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WHO
Dr Zsuzsanna Jakab, Deputy Director-General
©
A photo
Dr. Jakab was born in Hungary. After serving as WHO Regional Director for Europe since 2010, she was appointed Deputy Director-General in 2019. Over the past 30 years, she has held a number of senior positions at the national and international levels in the field of public health, including the position of the first ever director of the European Center for Disease Control and Prevention in Stockholm, Sweden.
Between 2005 and 2010, the Center under her leadership became an internationally recognized center of excellence in infectious disease control.
The head of the office
The head of the office of Dr. Katarina Boehme ( Catharina Boehme)
Dr. Katarina Boeme took office in March 2021. Over the past eight years, it has been the general director FIND Foundation. Under her leadership, the organization has improved access to diagnostics for more than 100 million people in low-income or high-income countries, as well as addressing important pressing issues in areas such as antimicrobial resistance, infectious disease outbreaks and noncommunicable diseases. Her activities as a co-sponsor of the COVID-19 Funding Acceleration Initiativeaimed at ensuring equal access to testing facilities, was widely covered in the press.
Dr. Katharina Böhme is an MD, holds degrees in Public Health and Management (IMD Business School) and has received her academic education in Germany, France and the United States of America. Early in her career, she worked in Ghana and Tanzania doing clinical research to eliminate tuberculosis. She has worked in a number of WHO divisions and global consulting organizations, served on two Lancet commissions, and is the author of hundreds of scientific publications.
Executive directors
Executive Director for external relations and issues of the management of G -Jane Ellison (Jane Ellison )
Recently worked as deputy general director for general organizational activity. Born in the United Kingdom of Great Britain and Northern Ireland, she has over 30 years of experience in politics, business and change management in both the public and private sectors. She previously served as Special Parliamentary Counsel to the Chancellor of the Exchequer of the United Kingdom. She also served as Member of Parliament in the United Kingdom from 2010 to 2017 and served as Minister of Public Health from 2013 to 2016 and Secretary of State for Her Majesty’s Treasury from 2016 to 2017.
As Minister of Public Health, she helped organize the UK’s response to the 2014-2016 Ebola outbreak. and represented the Government of the country at the sessions of the World Health Assembly. During her term in Parliament, she played a key role in advancing a number of health issues, including the establishment in 2011 of the first ever cross-party parliamentary group on female genital mutilation and the promotion of UK legislation on plain packaging of tobacco products. Prior to becoming a member of the Parliament of the United Kingdom, she worked for the private sector company John Lewis Partnership. She graduated from Oxford University with a degree in political science, philosophy and economics.
Executive Director WHO Health Emergencies Program d Michael Ryan
WHO
Dr Michael Ryan, Executive Director, WHO Health Emergencies Program
©
A photo
Dr. Mike Ryan has been at the forefront of dealing with acute global health risks for nearly 25 years. From 2017 to 2019, he served as Assistant Director-General for Emergency Preparedness and Response within the WHO Health Emergencies Programme.
Joined WHO in 1996 in the new Emerging and Epidemic Threat Response Unit. He has worked in conflict-affected countries and led many responses to major epidemics. Co-founded the Global Outbreak Alert and Response Network (GOARN), which has since facilitated the response to hundreds of outbreaks around the world. He has served as Epidemic Response Coordinator (2000-2003), Operations Coordinator for the WHO response to the SARS outbreak (2003) and Director of the WHO Global Alert and Response Department (2005-2011).
From 2013 to 2017, he served as Senior Polio Eradication Advisor for the Global Polio Eradication Initiative in the Middle East.
Graduated in Medicine from the National University of Ireland, Galway, Master of Public Health from University College Dublin and Specialization in Communicable Disease Control from the Health Protection Agency in London and the European Training Program in Preventive Epidemiology.
Chief Scientist d Dr Soumya Swaminathan
Dr Soumya Swaminathan was the most recent Assistant Director-General for Programs at WHO. A paediatrician from India and a world-renowned TB and HIV scientist, she has 30 years of clinical and scientific experience and has worked throughout her career to translate scientific research into effective programs. From 2015 to 2017, Dr. Sumiya Swaminathan served as Secretary of the Government of India for Health Research and Director General of the Indian Medical Research Council. In this role, she was responsible for translating research findings into health policy development, strengthening the research capacity of medical schools in India, and strengthening South-South partnerships in the health sciences. Since 2009She was also Coordinator of the UNICEF/UNDP/World Bank/WHO Geneva Special Program for Research and Training in Tropical Diseases through 2011.
Dr. Sumiya Swaminathan received her scientific education in India, the United Kingdom of Great Britain and Northern Ireland, and the United States of America and is the author of more than 350 publications in peer-reviewed journals and publications. She is an elected foreign member of the scientific community of the National Academy of Medicine of the United States, as well as a member of the scientific communities of all three academies of sciences in India. In addition, she served on a number of advisory boards and committees of WHO and various international bodies, including the WHO Expert Group on the Global Strategy and Plan of Action on Public Health, Innovation and Intellectual Property and the Strategic Technical Advisory Group of the WHO Global Tuberculosis Programme, and served as co-chair of the Lancet Commission on Tuberculosis.
Assistant CEO
Assistant CEO for Data, Analytics and Results Evaluation d -Dr. Samira Asma
Dr. Data Analytics Asma Asma, Assistant CEO for Analytics and evaluating results, leading the Organization’s efforts to build accountability for the achievement of the triple billion targets and the health-related SDGs by strengthening the capacity of countries to collect reliable data to predict and inform public health policies. He has more than 25 years of experience in building teams and partnerships to implement public health agendas and policies and to achieve significant and measurable long-term results at the global level.
Returned to WHO in 2018 as Director of the Department of Health Metrics and Statistics and led the organization-wide work on the preparation of the GPW 13 Impact Framework and the SDG Global Action Plan Benchmarking Framework with partners from the UN system.
Prior to returning to WHO, she worked for more than two decades at the US Centers for Disease Control and Prevention, where she developed global programs on tobacco and noncommunicable disease control, environmental medicine, and injuries. Her achievements include leading the establishment of a robust system of continuous monitoring of the results of tobacco control measures in 180 countries, the use of innovative technologies for monitoring the health status of the population, the collection of epidemiological and economic data for policy action, and the implementation of the global initiative to reduce the number of heart attacks and strokes – each time through global networks and partnerships.
Contributed to over 100 publications, manuscripts, individual chapters in publications, reports and concept notes on epidemiology, surveillance, policy and programs. She received a degree in Dentistry from the University of Bangalore, India, and a Master’s degree in Public Health from University College London, United Kingdom. Prior to joining the US CDC in 1997, she worked for the WHO Substance Abuse Program.
Assistant Director-General for Antimicrobial Resistance p Professor Hanan H. Balkhy
Professor Balkhy graduated from King Abdulaziz University in Jeddah, Kingdom of Saudi Arabia in 1991. In 1993–1996 completed residency in pediatrics at Massachusetts General Hospital in Boston, USA; from 1996 to 1999, as a Research Fellow, she studied childhood infectious diseases at the Cleveland Clinic Foundation and the University of the Western Reserve. Case in Cleveland, Ohio, USA.
Prior to joining WHO, she was Executive Director of the Department of Infection Prevention and Infection Control (IPC) at the Ministry of the National Guard for 10 years, and prior to that she worked as an epidemiologist in a hospital for 10 years. She also led the establishment of the Department of Infectious Diseases at the King Abdullah Research Center at the King Saud bin Abdulaziz Medical University in Riyadh, Saudi Arabia. Directs the WHO Collaborating Center for IPC and Antimicrobial Resistance and the Center for Infection Control at the Gulf Cooperation Council. He is the editor-in-chief of the Journal of Infection and Public Health and the author of over 200 articles in peer-reviewed scientific journals.
Professor Balkhi is a member of the WHO Global IPC Unit and has served on a number of WHO committees, including the Advisory Group on Integrated Surveillance of Antimicrobial Resistance, the Strategic and Technical Advisory Group on Antimicrobial Resistance, the International Health Sanitary Regulations and, most recently, the AMR Committee of the Inter-Agency Coordinating Group.
A wide range of job responsibilities has given her experience and knowledge in leading and managing both infection prevention practices and AMR and MERS-CoV research teams. He is the winner of two scientific awards from his university for his achievements in the chosen field. Recently elected an honorary member of the European Society for Clinical Microbiology and Infectious Diseases.
Director General’s Multilateral Affairs Envoy Professor Agnès Buzyn ( Agnès Buzyn)
Agnes Buzyn is the Director General’s Multilateral Affairs Envoy. In 2017-2020, before being appointed to the WHO, Professor Buzyn was the Minister of Solidarity and Health of France. In 2016, she was appointed President of the French High Authority for Health (HAS), responsible in particular for the assessment of medical technologies. Between 2011 and 2016, Prof. Buzin served as Executive President of the French National Cancer Institute (INCa). In this position, she was responsible for the formulation and implementation of the 2014-2019 National Cancer Control Plan.gg. During the same period, she represented the French government on the Governing Board of the International Agency for Research on Cancer (IARC), and in 2015 she was elected Vice-President of IARC. From 2008 to 2013 Professor Buzin was the Chairman of the Board of Directors of the French Institute for Radiation Protection and Nuclear Safety (IRSN).
Agnes Buzyn was Professor of Hematology at the Pierre and Marie Curie University in Paris. For a significant part of her career, she worked as a research assistant, hematologist and clinician at the Necker Hospital of the Paris Descartes University, in which, from 19From 92 to 2011, she headed the Department of Adult Hematology and Bone Marrow Transplantation. Prior to that, beginning in 1995, she was a researcher at the National Institutes of Health and Medical Research (INSERM), where she was the head of the oncoimmunology group. Professor Buzin was also a faculty professor at the hospital. She holds an M.D. from the Pierre and Marie Curie University in Paris and a Ph.D. in immunology from the Paris Descartes University.
Assistant Director General for Emergency Situations D -p Ibrahima Sosa Fall ( SOCE -Ibrahima Fall)
9000 Dr. Ibrahima Sosa Fall is an assistant to extreme situations . Previously served as Director of the WHO Emergency Program in the African Region. Prior to that, he was the WHO Representative in Mali before being appointed by the UN Secretary-General in November 2014 to lead the Ebola Crisis Operation and Head of the UN Ebola Emergency Response Mission. After successfully completing the role of leading partners in helping to stop transmission of the Ebola virus in Mali, he returned to WHO in March 2015 as Director of the Regional Office’s Health Security and Emergencies Cluster. Gained experience in the response to the Ebola outbreak in West Africa, actively contributed to the planning and implementation of the reform of WHO’s work in emergencies.
Dr Fall served as the WHO Representative in Mali at the height of the political and humanitarian crisis, when the Organization needed proactive and experienced leaders to deal with complex emergencies. Prior to that, he served as Regional Adviser at the Regional Office for Africa, where he led strategic planning for malaria control programs and chaired the Roll Back Malaria partnership’s global level strategic planning team. He also coordinated country capacity building activities prior to receiving funding from the Global Fund to Fight AIDS, Tuberculosis and Malaria. He joined WHO in November 2003 as coordinator of intercountry teams to support malaria control in the African Region.
Also a member of the expert group that created the Roll Back Malaria Partnership, introduced in 1998 by WHO, UNICEF, UNDP and the World Bank.
Prior to joining WHO, Dr Fall held a number of positions in Senegal, including Chief Provincial Officer for Epidemic and Infectious Disease Control and Immunization, Member of the Steering Committee of the National Malaria Control Programme, and Lecturer in the Department of Public Health in Senegal. Dakar University.
Dr. Fall is trained in military medicine and has over 25 years of experience in general medicine and public health. He graduated from the Faculty of Medicine and a master’s degree in public health from the University of Dakar, as well as a joint doctorate in public health from the Center for International Development. Payson from Tulane University (USA) and the University of Dakar, received a master’s degree in natural sciences from Tulane University and an additional diploma in tropical medicine and epidemiology in France from the University of Aix-Marseille and the Institute of Tropical Medicine of the French Armed Forces. He is a member of the Board of the Faculty of Public Health of the Royal College of Physicians of the United Kingdom.
Assistant Director-General responsible for WHO activities related to the preparations for the high-level meeting of the UN General Assembly on universal health coverage Most recently, he served as Assistant Director-General of WHO for strategic initiatives. A doctor by training, a native of Italy, has been working in the field of public health for more than 30 years. Since 2014, he has served as Director General for Disease Prevention and Chief Sanitary Officer at the Italian Ministry of Health. During his career, he has also served as Science Attaché at the Italian Embassy in Washington, DC, Director of the WHO Collaborating Center and Head of External Relations at the Office of the President of the National Institute of Health (a national research organization within the Italian Ministry of Health), and Director of Medical Services. United Nations Relief and Works Agency for Palestine Refugees in the Near East (UNRWA).
Author of numerous publications on humanitarian operations, emergency response and health reform in developing countries and countries in transition. He also has experience of interaction on this issue with a number of multilateral organizations and the Italian Ministry of Foreign Affairs.
Assistant Director General for Emergency Preparedness and International Health Regulations d – Jaouad Mahjour
Dr Javad Mahjour most recently served as Director of the WHO Department of Health Emergency Preparedness at the Country Level and Health Regulations. Born in Morocco, he received his Ph.D. in Medicine from the Faculty of Medicine and Pharmacy in Rabat, Morocco, and a Master’s degree in Public Health.
Public health professional with over 30 years of experience in planning, implementing and evaluating disease control programs at the national and international levels.
Joined WHO in 2005 as WHO Country Representative in Lebanon. In 2007, he moved to the position of Director of the Department of Communicable Disease Control at the Regional Office for the Eastern Mediterranean. From 2014, he served as Director of the Program Management Department and from October 2017 to May 2018, he was Acting Director of the Regional Office for the Eastern Mediterranean. Over the past 10 years, he has provided leadership in the implementation of the International Health Regulations (2005) as well as the overall health security and outbreak prevention and control programmatic work at the WHO Regional Office for the Eastern Mediterranean.
Prior to joining WHO, he worked as Director of the Department of Epidemiology and Disease Control in the Moroccan Ministry of Health.
Assistant Director General for Universal Health Coverage and Communicable and Noncommunicable Diseases Ren Minghui
©
A photo
Dr. Ren Minghui has served as Assistant Director-General for HIV/AIDS, Tuberculosis, Malaria and Neglected Tropical Diseases since January 2016 and continues to do so in his new position as Assistant Director-General for Communicable Diseases. Prior to that, he served as Director General of the International Cooperation Bureau of the State Committee for Health and Planned Childbirth of the People’s Republic of China. He has been in public health for over 30 years, during which he worked on health policy and reform in the Ministry of Health of China, focusing on health systems research and health insurance reform.
Then he was involved in international health cooperation and chaired a number of health committees and programs during this period, working closely with international partners. As part of this work, he oversaw the development of the health cooperation process between China and Africa, initiated health cooperation with the BRICS countries, and dealt with regional health cooperation with ASEAN, APEC and the countries of the Greater Mekong Subregion. He has also served as Vice-Chair of the WHO Executive Board, a member of the UNAIDS Program Coordination Board and a representative of the Board of the Global Fund to Fight AIDS, Tuberculosis and Malaria. He holds a medical degree, a PhD in social medicine, and a master’s degree in public health.
Assistant General Director for Project Project and Evaluation of drugs and medical devices D -R Marianla Batice Galvao Simao (Mari ângela Batista GALV 000 9000 9000 9000)
Dr. Mariangela Batista Galvao Simao was born in Brazil. Most recently, she served as Assistant Director General for Access to Medicines, Vaccines and Pharmaceuticals. Prior to this, she was Director of Community Support, Social Equity and Inclusion at UNAIDS. In addition to her work at UNAIDS, she has worked in the Brazilian public health system for more than 30 years and has played an active role in increasing the availability and decentralization of health services in the country.
Between 2006 and 2010, she was the head of the National Directorate of STD/AIDS and Viral Hepatitis of the Brazilian Ministry of Health, in which position she successfully negotiated with pharmaceutical companies to reduce the price of HIV medicines. During this period, she also represented the Brazilian Ministry of Health in the negotiations that culminated in 2006 with the creation of UNITAID, including its governing body, of which she was a member until 2008. She received her pediatric education in Brazil and a master’s degree in public health from the London university (United Kingdom).
Assistant Director-General, WHO Office in New York Mr. Stewart Simonson
Mr. Stuart Simonson was born in the United States of America. Most recently, he worked as Assistant General Manager for General Management. For more than 20 years he has worked in the field of corporate and administrative management, as well as risk management in the public, non-governmental and private sectors. Previously, he served as Senior Vice President and General Counsel of Futures Group Global LLC and, immediately prior to his current appointment, as Legal Counsel for the Crudem Foundation, where he acted as the Fund’s Legal Counsel and Technical Advisor to its partner hospital in Haiti.
From 2001 to 2006, he worked for the US Department of Health and Human Services in various positions, including Assistant Secretary for Public Health Emergency Preparedness. In this position, he served as principal adviser to the Minister on issues related to bioterrorism and other public health emergencies, and led the development of the US government’s position on the revision of the International Health Regulations. He has degrees in law and political science.
Assistant General Manager, Finance and Administration d – Mr. Raul Thomas
Mr. Thomas, a native of Trinidad and Tobago, holds an M.A. in Organizational Management and a B.A. in Business Administration .
Has been with the World Health Organization for over 20 years. He has held various positions in the Americas, Western Pacific, Eastern Mediterranean and Africa regions, as well as at the International Agency for Research on Cancer (IARC). His responsibilities include budgetary, financial, administrative, auditing, risk management, accountability and compliance, and general management. His WHO experience also includes administration and security management in the context of natural disasters, emergencies and high risk of civil unrest and conflict.
Started at WHO at the Regional Office for the Americas in the Budget and Finance Offices in Washington, DC, where he worked for four years and was a seconded Regional Office Officer at the PAHO/WHO border office in El Paso for two years , Texas, on the US-Mexico border. From 2001 to 2006, he served as Budget and Finance Officer at IARC in Lyon, France and then at the Regional Office for the Western Pacific in Manila, Philippines.
From 2006 to 2013, he served as Director of Administration at the Regional Office in Manila and then at the Regional Office for the Eastern Mediterranean in Cairo, Egypt. In December 2013, he joined the Regional Office for Africa in Brazzaville, Congo as Director of General Management.
Prior to joining WHO, he worked for two years with the United Nations Development Program in New York. 9Naoko Yamamoto
Most recently served as Assistant Director General for General Health Coverage and health systems. He has almost 30 years of experience in healthcare in Japan. Prior to her appointment, she served as Senior Assistant to the Minister for Global Health at the Japanese Ministry of Health, Labor and Welfare. In this capacity, actively participated in Japan’s international health activities, including hosting and organizing the International Conference on Universal Health Coverage in 2015 and helping to draft the Ise-Sima Global Health Vision and the G7 Communiqué following the Kobe meeting. in 2016, highlighting the importance of achieving universal health coverage.
Prior to that, she held various public health-related positions in the Japanese government, including Director General of the Hokkaido Regional Health and Welfare Administration, Director of Health Administration in the Ministry of Defense, and Counselor at the Permanent Mission of Japan to the United Nations. He holds a medical degree, a degree in epidemiology, and a master’s degree in public health.
Special Adviser to the Director-General for Major Program Priorities d – Dr. Princess Nothemba Simelela
Dr. Princess Nothemba (Nono) Simelela was born in South Africa. Most recently, she served as Assistant Director-General of the World Health Organization for Family, Women, Children and Adolescents. For more than 30 years, she worked as an obstetrician, conducted scientific and teaching work, was engaged in social activities and was in the public service. She has served as Special Adviser to the Vice President of South Africa on social policy issues, including oversight of the multisectoral nationwide response to HIV.
Prior to this, Dr. Princess Simelela has held a number of senior management positions, including Director General of the South African National AIDS Council and Director of Technical Information and Support for the International Planned Parenthood Federation (IPPF). She has been active in speaking and publishing on women’s health and has been involved in the development of key guidelines, in particular on the prevention of mother-to-child transmission of HIV.
Special Advisor to the Director General d – Dr Peter Singer
Before joining WHO as Special Adviser to the Director-General, Canadian-born Dr Peter Singer co-founded two innovative, results-driven social impact organizations. From 2008 to 2018, he served as the CEO of the non-profit organization Grand Challenges Canada. From 1996 to 2006, he served as chairman of Sun Life Financial and director of the Joint Center for Bioethics at the University of Toronto. He has also been Professor of Medicine at the University of Toronto and Senior Fellow at the University Health Network.
In 2007, he won the Michael Smith Award for Researcher of the Year for research in public health and health services. In 2011, he was made an Officer of the Order of Canada for contributions to health research and bioethics, and for his commitment to improving the health of people in developing countries. He is a member of the Royal Society of Canada, the Canadian Academy of Medical Sciences (where he also served as Secretary of International Relations), the US National Academy of Medicine and the World Academy of Sciences (TWAS).
Published over 300 scientific articles, received over $50 million in research grants, and mentored hundreds of students. He studied internal medicine at the University of Toronto, medical ethics at the University of Chicago, public health at Yale, and management at Harvard Business School. Served locally as School Board Chair at Branksome Hall International School for Girls.
Senior Advisor to the CEO on Organizational Change Dr. Bruce Aylward
Dr. Bruce Aylward is Senior Advisor to the CEO on Organizational Change. In this capacity, he is leading the development and implementation of WHO’s Agenda for Change starting in September 2017.
In February 2020, Dr Aylward was appointed by the Director-General to lead the WHO-China Joint Mission to Combat Coronavirus Infection 2019(COVID-19).
Between August 2016 and August 2017, Dr. Aylward worked for the United Nations Office for the Coordination of Humanitarian Affairs (OCHA), where he initially led an inter-agency process to develop the first system-wide activation procedure for a major emergency communicable disease, and then led the establishment and operation of the OCHA Change Management Unit. In the course of this work, he undertook a broad functional review of OCHA to optimize its role, functions, structure and procedures in light of the new challenges of the 21st century.
From December 2015 to July 2016, Dr Aylward led the development and implementation of the broad reforms to WHO’s emergency operations that led to the adoption of the WHO Health Emergencies Programme. During this period, he also led the WHO response to various humanitarian and health emergencies, including the global response to the Zika virus disease.
From September 2014 to July 2016, Dr Aylward served as the Director-General’s Special Representative for Ebola and led the WHO team of more than 2,000 people fighting the outbreak in West Africa, providing strategic and technical leadership to the Organization’s Mission United Nations Ebola Emergency Response (UNMEER). In the period since the early 1990s. Through 2014, Dr Aylward held a number of senior positions at WHO, covering emergencies, eradication, vaccination and immunization.
Senior Strategic Adviser to the CEO Dr. Bernhard Schwartländer
Senior Adviser to the CEO
Director of Strategic Affairs is a German citizen Dr. Bernhard
Schwartlander.
Until March 2021 Dr.
Bernhard Schwartländer served as Chief of the Office of the World
health organizations (WHO). Since 2013, Dr. Schwartländer has worked
WHO Representative in China. Prior to that, he served as Director
Department of Data, Policy and Innovation at UNAIDS headquarters in
Geneva and the United Nations AIDS Coordinator in China (Beijing). He
He has also held a number of international leadership positions, including
including Director of the Department for Performance Evaluation and
policies of the Global Fund to Fight AIDS, Tuberculosis and Malaria,
Director of the WHO HIV Department and Director of the Evaluation and
UNAIDS strategic information.
Before you start working in the system
United Nations, Dr. Schwartländer led the National
German AIDS program and served as Director of the Division
Epidemiology of Infectious Diseases at the Robert Koch Institute in Berlin,
central research and reference laboratory in the field of biomedicine and
Infectious Diseases of the German Federal Ministry of Health. Dr.
Schwartländer is the author of a large number of scientific articles and books and has taught applied
epidemiology in Berlin. He is a doctor by training and holds a Ph.D.
medical epidemiology. Received education and training in
Germany and the US Centers for Disease Control and Prevention.
This Yandex research focuses on how Runet users look for work in Russia and what vacancies are presented on the network. Basic data obtained from the Yandex.Job service, a job aggregator that collects ads from more than 100 sites, including HeadHunter. ru, SuperJob.ru, Rabota.Mail.ru, Rabota.ru, and Job.ru. In June 2011, more than half a million current job offers from more than one hundred thousand employers were available on Yandex.Job 1 . In total, the service is visited, according to TNS, by more than 3 million people a month, they ask more than 30 million requests. The study analyzed data on the search behavior of users in the spring of 2011 – along with autumn, this is the season of the most active job search. The study also used statistics from the Public Opinion Foundation (FOM) and the State Statistics Service (Rosstat). Content Labor market |
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Labor marketAccording to Yandex. Jobs, most of the vacancies are open in sales and trade — more than a quarter of such ads. The second large group of vacancies is work in transport. Drivers of cars, trucks, and special equipment are most needed here. The third big area is IT and telecommunications. This area has the most offers for programmers and database operators. In total, sales, transport and IT account for approximately 40% of all vacancies. |
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1. Top vacancies by number of offers |
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Salary by industries and regions2. Rating of industries according to the level of offered wages |
Salary is indicated in 73% of all vacancies, but there are industries where this figure is noticeably lower. The most secretive employers are in the banking industry, they list salaries in less than half of the ads. Most often, salaries are indicated in vacancies in the raw materials sector (extraction and transportation of minerals) – in 85% of all ads. |
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In general, in all regions of Russia, the rating of industries in terms of wages is almost the same. The biggest salaries are promised to workers in the raw materials sector and IT specialists . However, there are also differences. In Moscow and St. Petersburg, the work of bank employees and lawyers is paid higher than work in production. In regions far from the capitals, on the contrary, workers are paid more. For example, in Siberia and the Far East, vacancies for skilled workers are in second place in terms of wages. Often this is shift work in difficult conditions, which is why the wages of workers here are higher than in other regions. Moscow and the Far East are two regions where science and education are not in last place in terms of salaries. In all other regions, teaching is at the very bottom of the list – they are offered the least or as much as waiters – it is also one of the lowest paid professions. In Moscow and St. Petersburg, almost all specialists can claim much higher salaries than their colleagues from other regions of Russia . For example, both in Moscow and in the regions, the salary of a director is higher than that of a programmer, but a Moscow programmer will receive more than a director in the regions. |
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3. Average salary and number of vacancies for individual positions (The size of the circle is proportional to the number of vacancies) |
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Prices and cost of living in Moscow and St. the subsistence minimum is a value that, according to the calculations of Rosstat, reflects the level of prices in the region. For example, in Moscow or St. Petersburg, an accountant can count on a salary that will be four and a half to five times higher than the average subsistence level in these cities 2 . In Siberia or the Far East, the salary of an accountant is only three times higher than the local subsistence level. |
2 |
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4. Average salary for popular positions compared to the subsistence level |
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Employer requirements and working conditionsIn job descriptions , employers most often indicate the required education and work experience among a variety of requirements – in about half of the ads. Every third lists age limits, and every fifth shows gender limits. In turn, the employer most often promises his potential employees to comply with the Labor Code – this document is mentioned in almost a third of all vacancies. |
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5. MOST POPULAR REQUIREMENTS AND PROMISES IN VACANCY TEXTS |
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Experience, education and gender The “required work experience” column is filled in more than half of all ads. Of these, in 17% work experience is not important, and in 36% at least a year is required. Almost half of all job advertisements indicate what kind of education the applicant should have – in 27% of cases, higher education is required, and for 19%, secondary or specialized secondary education is sufficient. The gender of the applicant is important only in 17% of all vacancies (in 9% of cases only men are needed, in 8% only women are needed). Gender is much less important for jobs that require a college degree than jobs with more modest qualification requirements . For example, from candidates for the position of a lawyer, higher education is required in 59% of cases, and gender matters only 10%. For security guards, on the contrary, gender is important – in 27% of cases only men are looking for these positions, but higher education is required in only 1% of ads. |
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6. REQUIREMENTS FOR EDUCATION AND GENDER IN DIFFERENT FIELDS OF ACTIVITY |
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Age and appearance Every third vacancy has restrictions on the age of candidates. Thirty-year-old job seekers have the largest selection – more than 90% of all ads with age restrictions are formally available at this age. Most often, there is an age limit in advertisements for physically hard work: for mechanics, geologists, workers. The least common age is indicated in job advertisements in the banking sector and in the field of art and culture. Most young people under the age of 25 are required in trade, marketing and advertising – 40% of all vacancies with age restrictions in these industries. People over 45 are most often needed as au pairs and nannies – more than 40% of all ads with a minimum age limit in this area. 7% of vacancies contain the word “appearance”. Most often, the look of applicants is paid attention when they are looking for secretaries and administrators – appearance is mentioned in 15% of vacancies in this area. Appearance is also important for those who work in the hotel and restaurant business – 13% of vacancies, and in the field of art and culture – 11%. There are almost no requirements for appearance in vacancies in production and in the raw materials sector. |
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7. AGE RESTRICTIONS IN JOBS |
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“Stress resistance and customer focus” Employers often indicate a number of additional personal qualities that they would like to see in their subordinates. According to the frequency of mentions, communication skills are in the first place among them. Fig. 8. Personal qualities most often mentioned in ad texts |
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Working hours and form of employment Only 3-4% of vacancies offer part-time or flexible working hours. Models, posters, and lawyers are most likely to find flexible work. Part-time work is most often offered to tutors and mystery shoppers (people who evaluate the quality of service in stores, banks, communication stores, etc.). Remote job offers are the hardest to find – less than half a percent of such vacancies. Copywriters and translators can count on remote work – for them, such offers are 18% and 13% of all job offers in the relevant specialties. Warning about irregular working hours in job descriptions is quite rare – in less than 2% of job advertisements. More often than others, irregular working hours are promised in the extraction of raw materials and construction, as well as in the transport sector. |
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Most frequently searched positionsWork falls on five large groups of positions: drivers, accountants, engineers, salespeople and managers. The same professions are also leading in terms of the number of open vacancies. Among these five jobs, drivers have the most competition and managers the least. There are 12 times more search queries per driver job than one manager job. Fig. 9. MOST WANTED AND MOST OFFERED JOBS |
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Geography of job searchIn 88% of cases Yandex. Jobs users are interested in vacancies in their city . Few people want to go to work in another city or completely move for the sake of work. Judging by the statistics of job searches, users from the Far East and the North Caucasus are more likely to do this. Fig. 10. Geography of job search in Russia Fig. 11. Interest in work outside their region and federal district |
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. |
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0009 |
The share of all searches outside of their area, % |
Where are the jobs from (when searching outside of their region) |
DOLE OF ALL SISTORY OUT THE FEARD, % |
||
Moscow |
19 |
Moscow |
35.4 |
||
St. Petersburg |
11. 8 |
3.6 |
|||
Tyumen |
2.5 |
Nizhny Novgorod |
|||
Ufa |
2.5 |
||||
Saratov |
2.3 9,000 2.3 |
||||
Yaroslavl |
2.1 |
Rostov-on-Don |
1.3 |
||
Rostov-na-Don 1,000 9000 9000 9000 9000 |
Izhevsk |
1.1 |
Labor Development Index
for comparing the labor market and ease of searching for work using the Internet, a summary index was calculated, characterizing the combined index, characterizing the volume of job offers that can be found through the network. When calculating the index, the number of vacancies, the size of the Internet audience, the average salary level and the subsistence level in each individual region were taken into account. Data from Yandex.Works, FOM and Rosstat were used.
The higher the index value, the more job postings with higher salaries are available to users from the region. The minimum index value is zero. The maximum is theoretically unlimited. For example, if for every thousand users in a region, 500 vacancies can be found through the network, each of which will have a salary equal to five living wages in the region, then the index value for such a region will be 2500.
12. LABOR MARKET INDEX VALUES IN RUSSIAN REGIONS
North-West (without St. Petersburg and Leningrad region)
Labor market development index * : 7
vacancies per thousand Internet users from the region (18 years old and older) ** : 1. 5
Average in Russia: 8.7
*
On the calculation methodology of the index – in chapter Labor Market Development Index
**
Number of users in the region — monthly audience, according to FOM, November 2010
St. Petersburg and the Leningrad Region Labor market development index 9008 9008 : 73
Share of vacancies from the region among all Russian vacancies on Yandex.Job: 11.5%
Vacancies per thousand Internet users from the region (18 years and older) ** : 14.6
average in Russia: 8.7
*
On the method of calculation of the index – in Chapter “Labor Development Index” 9000 9000 9000 ** ** ** ** ** ** ** ** ** ** ** ** ** **
Number of users in the region – monthly audience, according to FOM, November 2010
Center (without Moscow and the Moscow region)
Labor market development index * : 20 Russian vacancies on Yandex. Job: 5.6%
vacancies per thousand Internet users from the region (18 years and older) ** : 4.2
average in Russia: 8.7
*
About the method of calculating the index – in chapter “Labor market development index”
**
0536
Labor market development index * : 91
Share of vacancies from the region among all Russian vacancies on Yandex.Job: 43%
Vacancies per thousand Internet users from the region (18 years and older) *91 * : 21.7
Average in Russia: 8.7
*
On the method of calculation of the index – in Chapter “Labor Development Index”
** 9 **
The number of users in the region is the monthly audience, according to the FOM, November 2010
South (North Caucasian and Southern Federal Districts)
Labor Development Index * :
of the share of the share of the share of the share of the share of the share of the share region among all Russian vacancies on Yandex. Job: 6%
Vacancies per thousand Internet users from the region (18 years and older) ** : 3.6
Russia average: 8.7
*
On the method of calculating the index – in chapter “Labor Development Index”
**
The number of users in the region – monthly audience, according to FOM, November 2010
Volga region
Labor market development index * : 24
Share of vacancies from the region among all Russian vacancies on Yandex.9 Jobs: 10.06%
Vacancies per thousand Internet users from the region (18 years and older) ** : 5.9
chapter “Index of labor market development”
**
Number of users in the region – monthly audience, according to FOM, November 2010
Ural labor market development index
20891 * : 33
Share of vacancies from the region among all Russian vacancies on Yandex. Job: 7.9%
Vacancies per thousand Internet users from the region (18 years and older) ** 8.3
Average in Russia: 8.7
*
On the method of calculation of the index – in chapter “Labor Development Index”
**
The number of users in the region – the number of users in the region monthly audience, according to FOM, November 2010
Siberia
Labor Development Index * : 29
Fraction of vacancies from all Russian vacancies on Yandex.Pindes: 11.2%
Vakansiy per thousand InternetPlovers region (18 years and older) ** : 7.4
**
The number of users in the region is the monthly audience, according to the FOM, November 2010
Far East
Labor Development * :
Fraction of all Russian vacancies on Yandex. Job: 1.1%
Vacancies per thousand Internet users from the region (18 years and older) ** : 2
Russian average: 8.7
*
On the method of calculating the index – in chapter “Labor Development Index”
**
The number of users in the region – monthly audience, according to FOM, November 2010
Basic facts and figures
- In the summer of 2011, more than half a million relevant offers from more than one hundred thousand employers were available on Yandex.Job, which collected vacancies from the largest recruiting sites. Most of the vacancies were offered for managers, salespeople, engineers, accountants and drivers.
- According to Yandex.Works, in all regions of Russia, the rating of industries in terms of wages is almost the same. The biggest salaries are promised to workers in the raw materials sector and IT specialists.
- In Moscow and St. Petersburg, almost all specialists can claim much higher salaries than their colleagues from other regions of Russia. Capital salaries remain higher than regional ones even in terms of the average cost of living.
- Among the various requirements in job descriptions, employers most often indicate the required education and work experience.
- The gender of the applicant is indicated in 17% of all vacancies. For jobs that require a college degree, gender is much less important than for jobs with more modest skill requirements.
- Every third vacancy has age limits for candidates. Thirty-year-old applicants have the largest choice.
- Among the various personal qualities of an applicant, employers are most often interested in sociability – this requirement is found in every fifth vacancy.
- In 88% of cases, Yandex.Jobs users are interested in vacancies in their city. More often than others, users from the Far East and the North Caucasus are looking for work in other cities. These regions are also the least attractive from the point of view of job search – there are almost no users from other regions looking for work.
- After Moscow and St. Petersburg, the most popular cities for job search are Nizhny Novgorod and Krasnodar.
Appendix 1. Complexation of regions
Table 2, distribution of vacancies by regions of Russia
Region |
Vacancials from all vacancies Yandex. from the region per thousand Internet users (18+) |
Labor market development index |
||||
North-West (without St. Petersburg and the Leningrad Region) |
9000. | |||||
11.5 |
14.6 |
73 |
||||
0009 |
5.6 |
4.2 |
20,0009 |
|||
Moscow and Moscow Region |
43 | 9000 9000 9000 9000 9000 91 91 91 9000 9000 9000 9000 91 91. |
South (South and North Caucasian Federal Districts) |
6 |
3.6 |
16 |
Volga |
12.6 |
5.9 |
24 |
|||
Ural |
8.3 |
9000 |
11.2 |
7. 4 |
29 |
|
1.1 |
2 9000 9000 9000 8 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 036 | |||||
Russia |
100 |
8.7 |
43 |
According to Yandex.S work, FOM
PROMICA The table shows the popularity of different regions in terms of job search. For example, users from the Urals most often look for work in the Volga region – in 31% of all searches outside their federal district.
Table 3, where and from where people want to move for the sake of work, the share of all searches outside their federal district
Work searches |
Home |
– West without St. Petersburg and the region |
St. Petersburg and the region |
Center (excluding Moscow and the region) |
Moscow and the Moscow region |
Southern Federal District |
North Caucasus Federal District |
Volga |
Siberia |
|
– |
– |
5 |
8 |
6 | 20033
1 |
3 |
2 |
2 |
2 |
|
St. Petersburg |
– |
28 |
10 |
11 |
009 |
|||||
Center (without Moscow and region) |
23 |
16 |
– |
3 |
10 |
8 |
||||
Moscow and Moscow Region |
47 |
60 |
– |
– |
40 |
45 |
43 |
26 |
31 |
20 |
Southern Federal District |
12 |
The graph shows part of the data from the table – the most popular areas of job search. The arrow indicates the region in which users most often look for work. For example, users from the Far East most often want to go to work in Siberia, and from Siberia – to Moscow. The size of the upper circle is proportional to the number of requests from users from this region, the lower circle is proportional to the number of requests about finding a job in this region. |
||||||||
SEARCH OUTSIDE YOUR FEDERAL DISTRICT |
salary in Gamdev (Games Development Industry) by professions and levels of specialists
GamePlay Programmer
1200
2993
22000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000
Generalist Programmer
1350
3500
162
3D Artist0009
UI Programmer
1006
2825
155
2D Artist
600
1350
150
Tools Programmer
1200
3000
120
Gameplay Scripter
800
2250
9000
Manual QA
508
1038
Project Manager 9000
009
988
2400
82
Engine Programmer
1313
3875
78
Producer
2000
4000
71
Server/Network Programmer
1388
3438
62
Graphic Programmer
1170
3065
60
Analyst
1158
2000 900
58
Animator
1000
1994
46
Concept Artist
1060
2125
45
UA Manager
1000
2095
43
Game Design Team LEAD
1543
2484
40
Narration Designer
9000
1333
9000 9000
PM / PO / PORODUCER ASSOCOITE
1870
3000
37
Level Designer
700
1353
33
Art-lead
1434
2425
32
Head Community and Support
1095
19509
28
QA Team LEAD
11509
2350
27
Business Development Manager
1300
2300
26
Art Director
1925
2800
23
UI/UX Designer
000
000
000
000
000
000 9000
000
000
000
000
000
000
000
000
000
000
000
000
000
000
000
000
000
000
000
000
000
000
000
000
000
000
000
000
000
000
000
000
000
000 9000
2500
21
Technical Designer
1000
1850
21
Technical Artist
775
2263
20
HR Generalist
888
1600
20
Generalist Artist
800
1501
19
CMO
1630
3800
18
User Acquisition Team Lead
2900
5000
17
0009
3D Team Lead
1200
2300
17
HRD
1675
3250
16
Monetization Manager
775
2400
16
Recruiter
754
1112
16
GD Director
1605
3500
15,0002
CTO
2800
4500
13
Founder / President
2000
10000
13
Product Marketing Manager
1200
1750
13
Community Manager
800
1220
13
Support Manager
644
850
13,0009
COO
2650
9000 57500002 12
General ProduCer / General PM
2236
5000
Video Designer
1163
9000 9000 9000
9000 1563
12
ASO Manager
700
1675
SCRIPTWRITER
950 950
1268
9000
9000 Support & Community Manager
550
1193
11
Head of Production and Development
2575
6125
10
System Game Designer
1450
1860
10
Manual+Automatization QA
863
1909
10
Localization Manager0002 10
Creative Director
2600
4000
2D Team LEAD
1154
2418
Indi – all 9000
9000 9000 9000 9000 9000
Localizer / Translator
470
1300
Sound / Audio ProDucer
2625
3538 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000
003 Animation Lead
2352
3400
8
UI/UX Lead
1667
3550
8
Art-manager
1551
2550
8
Performance Marketing Manager
892
1799
8
Designer (Marketing and Creativity)
870
1163
9000 Analytics TEAM LEAD
004
2660
4100
7
Sound/Audio Designer
15509
3175
7
20000 9000
000
000 9000 9000. 000.000 9000 9000 9000.000 HR
1350
7
Sound/Audio Engineer
780
1875
6
Head of RND
1643
5000
000 9000 5 9
Head of Games DepartMent
2713
3600
5
Recruiter Team LEAD
1700
9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000
Business Development Director
3675
12375
40002 General Manager
2700
4500
4
Employer Brand Manager
950
1256
4
Talent Sourcer/Researcher
638
755
4
PR LEAD
3700
62509
3
Head of Studio
38509
5167
9000 3
UI/UX Game Designer
1700
30509
3
Head of Recruitment
2250
3000
DevOPS
99000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000
000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000 9000
3500
3
0009
1866
3
HR Team LEAD
1560
1810
3
Recruiter (without HR)
1200
9000 9000 3 9000 9000
2750
3
ART-PRODUCER
2300
4100
2
Influencer Marketing Manager
002 2
Automatization QA
1200
1600
2
How much financial directors earn in Ukrainian IT: study
Not so long ago we talked about which salary can be counted on HDR in Ukrainian IT companies . And now the company INDIGO Tech Recruiters conducted a study on salaries and motivation factors for financial directors (they are also Chief Financial Officer or CFO for short).
Before , the role of CFO was to report the company’s financial results or budget shortfalls as a fait accompli.
A modern financial director is a more strategic player. To bring maximum value to the business, CFOs must have strong leadership skills in addition to financial competencies.
It’s not so much about charisma, but about proactivity in matters of profitability and marginality of the company. CFOs must independently offer the best solutions for building a business model, ensuring profitability, and finding investments. And then lead the process of implementing these solutions in life. Why be able to translate them into clear tasks, convey them to the right employees and control the implementation.
A good CFO must be curious: participate in meetings of the delivery, marketing, sales teams to understand the business, hear about problems and decisions made, and show them the financial side. This allows teams not to make decisions in isolation from the numbers.
Analyst and technology are another important competencies for a CFO. Easy access to dashboards built on the basis of accurate data, generation of automated reports in a couple of clicks is what CEOs value CFOs for. Especially if you use a cloud solution with access from any device at a convenient time. Falling asleep, the CEO can make sure that things are going well in his company.
There is no doubt that the CFO is an important strategic partner for the CEO to ensure he sleeps well.
How much do such leaders cost? Below we show the results of a survey of 26 CFO IT companies in Ukraine.
HOW MUCH CFO’S GET – RELATIONSHIP OF SALARY WITH OTHER FACTORS
Most of our survey participants (53.85%) work in companies based in Ukraine, 26.92% – in European ones.
Fig. 1. Country of foundation of the IT company where the CFO works.
42.31% of the respondents work in companies with 81 to 200 employees.
Fig. 2. The number of employees in the company where the financial director works.
More than half of the respondents are representatives of IT product companies.
Fig. 3 Percentage of survey participants from outsourcing, outstaffing and product companies.
Most CFOs earn $3,875. In general, the fork is from $1500 to $7500. There were two financial directors with a salary of $10,000, as well as two with a salary of $960 and $1000 – they fell into the top 10% and bottom of the sample and therefore were excluded as those who fall out of the general statistics or are statistically unlikely.
Fig. 4 General range of CFO remuneration (salary plus bonuses).
The CFO salary level correlates with a variety of factors.
I would like to draw your attention to the fact that the items for which we received less than 4 responses were excluded, as they cannot be valid enough for decision making.
For example, if only 4 CFOs answered that they worked in companies of up to 20 people, we excluded these numbers as insufficiently representative and took into account only those with 5 or more answers.
Fig.5. The relationship between the remuneration of the financial director and the number of employees in the company.
The numbers show that CFOs in larger (by size of employees) companies earn significantly more than those in smaller ones. $3750 at the median versus $1500.
Interestingly, the CFO is the only C-level role in our salary survey where there were virtually no representatives under 30 .
Most of the respondents are between the ages of 31 and 40, but the earnings are higher for those over 41 – $5,100 on the median versus $3,875. Also, the top of the fork is $10,000, not $6,350 like the younger CFOs.
Fig. 6. Relationship between remuneration and CFO age.
Fig. 7. Relationship of remuneration with the age of the financial director. Median.
The older the company, the more often CFOs with higher salaries are found in it. So, in companies aged from 5 to 10 years, the financial director can receive $ 7,300, and over 10 years – $ 10,000.
On the median, there are financial directors in young companies (from 1 to 3 years) with a fairly high salary – $4,000. For comparison, the median of financial directors working in adult (10-20 years) companies is $5,000.
Fig. 8. Relationship between the remuneration of the financial director and the age of the company where he works.
There is a strong correlation between the level of income and the number of subordinates — for example, CFOs with 1-3 subordinates receive $2,500 on the median, from 4 to 7 — $3,750, and CFOs managing a large team of 11-15 people and more — the median salary can be around $8,000.
Fig. 9. Correlation of CFO remuneration with the number of his direct reports.
CFOs that have a bonus part in the pay structure have higher earnings, $4,375 on the median versus $3,100 for those who receive only the bet.
Fig. 10. Interrelation of the financial director’s remuneration and the form of payment – only a fixed part or a fixed + bonus.
The difference in salaries between men and women in this position is insignificant, but still exists.
Fig. 11. Median salaries for men and women in CFO positions.
CFO salaries in outsourcing companies are lower than in product companies – the median difference is $750.
Fig. 12. Fork of the financial director’s salary in grocery and outsourcing companies.
The average CFO salary in product companies is almost $1,200 higher.
Fig. 13. The average salary level of a financial director in grocery and outsourcing companies.
The most significant difference in the salaries of financial directors was associated with the presence of an MBA or simply higher education. So, on average, a CFO with an MBA earns $5,889, as opposed to $3,511 for a CFO with just a higher education.
Fig. 14. Salary range of financial directors in connection with their education.
KPI, FINANCIAL DIRECTORS’ MOTIVATION AND DEMOTIVATION FACTORS IN UKRAINIAN IT
We analyzed additional motivation and demotivation factors, as well as some working conditions for financial directors.
This is the only position out of all C-Level positions for which the main motivating factor is the salary level (88.46%). The rest of the motivation factors, as can be seen on the graph, are in noticeably lower priority. Thus, freedom in decision-making and their implementation is important for 53.85% of the respondents; for half (50%) – an open and friendly corporate culture.
Fig.15. CFO Motivational Factors (click on graph to enlarge).
Accordingly, the main demotivating factor for the financial director is the insufficient level of remuneration — this was noted by 53.
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