2010 Single-Family Builder Compensation Study

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The 2010 Single-Family Builder Compensation Study, conducted by the NAHB Economics & Housing Policy Group in June 2010, provides compensation and benefits data for 39 common positions at single-family home building companies. Builders can use results to benchmark what they pay their employees against current industry averages. 274 pages/PDF format.

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The 2010 Single-Family Builder Compensation Study, conducted by the NAHB Economics & Housing Policy Group in June 2010, provides compensation and benefits data for 39 common positions at single-family home building companies. Builders can use results to benchmark what they pay their employees against current industry averages. The study shows average total compensation and the prevalence of benefits offered to each position by geographic region, 2009 dollar volume, number of single-family units started in 2009, and the number of employees on payroll. The study is divided into two sections that present the survey findings from two different perspectives: a broad view comparing average total compensation and benefits across all positions and also a more detailed view of each individual positions average compensation and benefits. 274 pages/PDF format.

High-Level Summary

  • The 2010 Single-Family Builder Compensation Study, based on data collected in June 2010, shows compensation and benefits for 39 common positions at single-family home building companies. The data are broken down by region and size of the builder (starts, dollar volume, and employees).
  • Almost all single-family builders (98 percent) responding to the survey have a President/CEO. Forty-one percent report having a Superintendent, 38 percent a Bookkeeper, 28 percent a VP of Construction, and 26 percent report having a Project Manager. The remaining 34 positions listed exist at less than 20 percent of the responding firms.
  • Respondents were asked to report the annual salary and bonus of each position existing at their firm. To produce the average total compensation for any one position, its average annual salary and its average bonus (computed among all respondents who actually reported the position) were combined.
  • The top five highest average total compensation levels are: Head/Director of Land Acquisition, at $177,500 (position exists at three percent of responding firms); Head/Director of Development and Training, at $173,500 (exists at two percent of responding firms); CFO/Head of Finance, at $130,654 (exists at 18 percent of responding firms); CIO/Head of IT, at $121,167 (exists at two percent of responding firms); and Recruiter, at $108,050 (exists at one percent of responding firms).
  • The lowest five average total compensation levels are: Model Home Host, at $30,000 (exists at six percent of responding firms); Receptionist, at $33,246 (exists at eight percent of responding firms); Administrative Assistant, at $38,220 (exists at 10 percent of responding firms); Bookkeeper, at $39,075 (exists at 38 percent of firms); and Executive Assistant at $41,076 (exists at 11 percent of firms).
  • Respondents were also asked about which of a list of 13 fringe benefits (health insurance, dental insurance, vision program, prescription program, life insurance, short-term disability, long-term disability, flex spending, 401K, paid vacation leave, paid sick leave, tuition reimbursement, and training) they offered to each of the positions existing at the firm.
  • Fourteen positions are offered health insurance by 100 percent of the respondents who reported them at their firm, including Director of IT, Payroll Manager, Land Manager, and Contract Manager. Another 10 positions are offered health insurance by 90 percent or more of the respondents that reported them. In all, at least half of all the builders responding provide health insurance to each of the positions listed in the study.
  • Ten positions receive paid sick leave by 100 percent of the respondents who reported them at their firm, including Network Engineer, Director of IT, Recruiter, and Director of Human Resources.
  • No position was offered a vision program by 100 percent of the respondents who reported it at their firm, while only two positions were offered a prescription program, a 401K, and short-term disability by all of the respondents who reported them.

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2010 Single-Family Builder Compensation Study

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