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Primary technology platform vs years of experience vs salary

Primary technology platform vs years of experience vs salary

ITWeb's 13th annual IT Salary Survey fi nds that Gauteng has the highest salaries on average, while CIO, COO, enterprise architect, and software architect are the top paid jobs. More than a third of respondents do not receive a performance bonus.


ITWeb's 13th annual IT Salary Survey captured a total of 2,294 valid responses.

The survey, sponsored by Softline VIP, was conducted on ITWeb's Web site for a period of four weeks in November/December 2012.

Because this is an online opt-in survey, the sample is not controlled. However, as the only survey that captures data directly from South African IT professionals, the results may serve as a guideline to local ICT salary trends.


Participants include professionals, business managers, and business owners from across SA, from companies ranging in size from fewer than 10 people, to those with more than 5 000 employees. Only 18% of respondents are female, compared to 82% male. 53% are white, 29% black, 10% Indian, 7% coloured, and 1% Asian. These figures are similar to the results of last year's survey, which had 80% male and 52% white respondents.

The bulk of respondents (53%) are between 26 and 35 years old, with smaller representation in the 20-25 (12%) and 36-40 (17%) age brackets. Respondents aged 41 and older make up 17% of the survey. Most (83%) are permanently employed, 5% are self-employed or business owners, and 12% are on contract.

Job levelCountPercent
Staff 1511 75%
Mid management 380 19%
Strategic management 127 6%

The majority of respondents live in Gauteng, followed by the Western Cape, and the largest industry represented is ICT services and consulting. Most respondents are at the staff level, followed by mid management, with the fewest respondents at the strategic management level.

Age, experience and education

As expected, there is a consistent rise in salary with age, with a slight dip in the 20-25 bracket. This can possibly be explained by the fact that this is the period during which many people will be studying, and therefore not working full-time. Salary increases consistently with years of experience. A higher level of education is associated with higher salaries, with a marked gap between Honours and Master's , and between Master's and PhD.

There is also a difference between undergraduate degrees with or without Honours, as well as between a degree and technikon diplomas.

The salary for respondents with matric as their highest level of education is slightly higher than both technikon diplomas and professional certifications. The high percentage of respondents in the 26-35 age bracket suggests that this disparity could be explained by those respondents with only a matric having a higher level of experience than those with various non-degree qualifications.

Regional differences

Gauteng has the highest salaries on average, followed by the Western Cape. The lowest salaries reported are from the Northern Cape, but it should be noted that there are only five respondents from this region. Limpopo salaries are only slightly higher.


There is a general upward trend in salaries with increase in company size.

The biggest companies have the highest salaries on average, while companies with 10 or fewer employees have the lowest.


The highest salaries are found among telecommunications/ cellular providers, followed by parastatals/utilities, transport, and legal/real estate. The lowest-earning industries are nongovernmental organisations (NGOs), education, and media.

At the strategic level, the highest salaries are reported by the 16 CIOs who responded, followed by the fi ve COOs.

At the mid-management level, the top-paid jobs are database/data warehouse manager, business development manager, and IT manager. At staff level, the top-paid jobs are reserved by architects: enterprise architect/chief architect, systems architect, and software architect.


While 33.7% of respondents did not report having received a bonus, 44.7% reported receiving one, and 21.6% reported receiving more than one.

Bonuses receivedPercent
Annual personal performance 39.04%
Annual team performance 5.63%
Annual company peformance 18.78%
Bonus for completion of major project 4.21%
Profit sharing 8.35%
13th cheque, birthday cheque or anniversary cheque (not related to performance) 19.96%
None 33.65%
Note: a single respondent may have recorded multiple bonuses

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