Board of Directors & Trustees Survey Summary for Missouri - Statewide, MO     Accountant
ERI presents two alternative ways of competitively pricing jobs: 1) graphic displays from an ERI or ALAS Salary Survey (click on a dot to view example source data retrievals possible with an ERI Assessor Series subscription) and 2) where jobs fit within an organization's job family or competitive structure using ERI's Competency Compensation Construct C3 matrix. For more complex survey analyses customized to any of over 10,000 cities and 1,200 industries, see ERI's Assessor Series.

ERI graphs show or allow retrieval of source documents; click on any "dot point" below. This graph is derived from ERI Survey, Board of Directors & Trustees, which utilizes ERI's SalariesReview databases to check its survey input. Review competitive ranges below in ERI's C3 Matrix. For more exact skill and position title values and retrieval of over 500,000 organizations' data, see ERI's Assessor Series. ERI Assessor Series research products are unique among salary surveys. Wherever possible, ERI allows the retrieval of source documents (when confidential or leased proprietary inputs, no retrievals are possible). When using one of the products just click on a dot and view or select the year of interest.

Organizations Represented: 0      Incumbents Represented: 0      Updated: 12/04/2008     Currency: US$

The following job titles are derived from the eDOT Skills Project's 100,000+ list and are found in the Board of Directors & Trustees Survey: Chief Executive Officer, Corporate Director (Outside Member), Corporate Secretary, Board Chair (Outside Member), Board Vice Chair (Outside Member), Top Position, Trustee, Tax-Exempt Board Chair

For even more accurate data, see ERI’s Assessor Series where tasks/skills are matched to job title, organization size, industry subsector, geographic differentials, experience, skills & abilities. Rate of error (accuracy of sources for this position) for ERI Economic Research Institute data are estimated as:

Traditional ERI Salary Surveys 99.9 %

SEC/IRS/Other Public Digitized/OCR 98.2 %

CareerBuilder/Other Job Boards 94.5 %

PAQ SME Field Job Analysts 100.0 %

eDOT Skills Project Web Visitors 78.2 %

ERI presents two alternative ways of competitively pricing jobs: the second is an assessment of where jobs fit within an organization's or competitive job family's structure using ERI's Competency Compensation Construct C3 matrix.

ERI Job Family Matrix

Organization: The matrix value displayed below is based on the selected job of: Accountant 32,168 - 41,847 - 52,752 Free salary range provided by SalaryExpert. For more options see the full version. Geographic Area of Workforce: Please select an area Afghanistan Albania Algeria Andorra Angola Anguilla Antarctica Antigua Argentina Armenia Aruba Australia Austria Azerbaijan Bahamas Bahrain Bangladesh Barbados Belarus Belgium Belize Benin Bermuda Bhutan Bolivia Bosnia-Hercegovina Botswana Brazil British Indian Oceana British Virgin Is Brunei Bulgaria Burkina Faso Burundi Cambodia Cameroon Canada Cape Verde Cayman Is. Central Afr. Repub. Chad Chile China Colombia Comoros Congo Demo. Repub. Congo Republic Cook Is Costa Rica Cote D'Ivoire Croatia Cuba Cyprus Czech Republic Denmark Djibouti Dominica Dominican Rep. East Timor ECU Ecuador Egypt El Salvador Equatorial Guinea Eritrea Estonia Ethiopia Faeroe Is Falkland Is Fiji Finland France French Guiana French Polynesia Gabon Gambia Georgia Germany Ghana Gibraltar Greece Greenland Grenada Guadeloupe Guatemala Guernsey Guinea Guinea-Bissau Guyana Haiti Honduras Hong Kong SAR Hungary Iceland India Indonesia Iran Iraq Ireland Isle Of Man Israel Italy Jamaica Japan Jersey Jordan Kazakhstan Kenya Kiribati Kuwait Kyrgyzstan Laos Latvia Lebanon Lesotho Liberia Libya Liechtenstein Lithuania Luxembourg Macedonia Madagascar Malawi Malaysia Maldives Mali Malta Marshall Is Martinique Mauritania Mauritius Mayotte Mexico Micronesia Moldova Monaco Mongolia Montenegro Montserrat Morocco Mozambique Myanmar Namibia Nauru Nepal Netherlands Netherlands Antilles New Caledonia New Zealand Nicaragua Niger Nigeria Niue Norfolk Is North Africa North Korea Norway Oman Pakistan Palau Republic Panama Papua New Guinea Paraguay Peru Philippines Pitcairn Poland Portugal Qatar Reunion Romania Russia Rwanda Samoa San Marino Sao Tome & Pri Saudi Arabia Senegal Serbia Seychelles Sierra Leone Singapore Slovak Rep Slovenia Solomon Is Somalia South Africa South Korea Spain Sri Lanka St Helena St Kitts & Nev St Lucia St Pierre St Vincent Sudan Suriname Swaziland Sweden Switzerland Syria Taiwan Tajikistan Tanzania Thailand Togo Republic Tokelau Tonga Trinidad & Tobago Tunisia Turkey Turkmenistan Turks & Caicos Tuvalu Uganda Ukraine United Arab Emirates United Kingdom United States of America Uruguay Uzbekistan Vanuatu Venezuela Vietnam Wallis & Fut Western Sahara Yemen Zambia Zimbabwe Please select an area U.S. National Average Alabama Alaska American Samoa Arizona Arkansas California Colorado Connecticut Delaware District of Columbia Florida Georgia Guam Hawaii Idaho Illinois Indiana Iowa Kansas Kentucky Louisiana Maine Maryland Massachusetts Michigan Minnesota Mississippi Missouri Montana Nebraska Nevada New Hampshire New Jersey New Mexico New York North Carolina North Dakota Northern Mariana Ohio Oklahoma Oregon Pennsylvania Puerto Rico Rhode Island South Carolina South Dakota Tennessee Texas Utah Vermont Virgin Islands, US Virginia Washington West Virginia Wisconsin Wyoming Please select an area Affton Arnold Ballwin Bellefontaine Nei Belton Berkeley Blue Springs Bolivar Branson Brentwood Bridgeton Camdenton Cameron Cape Girardeau Carthage Caruthersville Cedar Hill Chesterfield Chillicothe Clayton Climax Springs Columbia Concord Crestwood Creve Coeur De Soto Des Peres Dexter Earth City Eldon Eureka Excelsior Springs Farmington Fenton Ferguson Festus Flat River Florissant Fredericktown Fulton Gladstone Grain Valley Grandview Greenwood Grover Hannibal Harrisonville Hazelwood Higginsville High Ridge Imperial Independence Jefferson City Jennings Joplin Kansas City Kearney Kennett Kimberling City Kirksville Kirkwood Lake Ozark Lake Saint Louis Lebanon Lee'S Summit Lemay Liberty Lone Jack Maplewood Marble Hill Marshall Maryland Heights Maryville Mexico Moberly Monroe City Neosho New Haven Nixa Oak Grove Ofallon Olivette Osage Beach Overland Park Hills Parkville Perryville Pleasant Hill Pleasant Valley Poplar Bluff Princeton Raymore Raytown Reeds Spring Richmond Richmond Heights Riverside Rolla Sainte Genevieve Sappington Sedalia Sikeston Spanish Lake Springfield St Ann St Charles St Clair St Joseph St Louis St Peters State of Missouri - All Sunset Hills Town And Country Troy Union University City Valley Park Vichy Warrensburg Washington Webster Groves Wentzville West Plains Wright City Organization Size: Revenue/Turnover Assets No. of Employees Organization Sector - Industry: Total, All Industries Accounting Public & Private Advertising & Marketing Agriculture Animal Care Arts, Culture & Humanities Charities Banking Biotechnology Call Centers, Customer & Other Business Services City & County Government Chemicals & Plastics Clothing, Apparel & Textiles Construction Consulting Credit Unions Education Employment Engineering, Science & Technology Entertainment, Sports & Recreation Environmental Services Financial Services, Investments, Securities & Commodities Food, Beverage & Nutrition Production Foundations Gaming Health - Mental & Crisis Intervention Health - Diseases, Disorders & Medical Services Hospitality, Hotel & Food Services Health Care Hospitals Human Services Information Technology Insurance - Brokers & Agents Insurance - Health, Annuity & Life Insurance - Property & Casualty International Services Legal Services Lobbying & Advocacy Logging, Furniture, Pulp & Paper Manufacturing Medical Research Mining Mortgage Banking Personal Services Petroleum Products Pharmaceuticals Private Equity & Venture Capital Services Property Management & Housing Publishing & Printing Real Estate Religion Related Retail Trade Retirement Care Safety & Security Services Savings & Loan Social Science Services Telecommunications Transportation & Warehousing Utilities Wholesale Trade Youth Development Services Scrap & Waste Metal Recycling Data Planning Date: Currency: AFNALLDZDAOAARSAMDAWGAUDAZNBSDBHDBDTBBDBYRBZDBMDBTNBOBBAMBWPBRLBNDBGNBIFKHRCADCVEKYDCLPCNYCOPXOFXAFKMFXPFCDFCRCHRKCUPCZKDKKDJFDOPXCDEGPSVCERNEEKETBEURFKPFJDGMDGELGHSGIPXAUGTQGGPGNFGYDHTGHNLHKDHUFISKINRIDRIRRIQDIMPILSJMDJPYJEPJODKZTKESKPWKRWKWDKGSLAKLVLLBPLSLLRDLYDLTLMOPMKDMGAMWKMYRMVRMROMURMXNMDLMNTMADMZNMMKNADNPRANGNZDNIONGNNOKOMRPKRXPDPABPGKPYGPENPHPXPTPLNQARRONRUBRWFSHPWSTSTDSARSPLRSDSCRSLLXAGSGDSKKSBDSOSZARLKRSDGSRDSZLSEKCHFSYPTWDTJSTZSTHBTOPTTDTNDTRYTMMTVDUGXUAHAEDGBPUSDUYUUZSVUVVEFVNDYERZMKZWD

[ Full Version ] Range     L M H   R3 - Senior Professional Typically requires advanced formal education and/or equivalent extensive experience; applies general principles and modifies standard techniques to solve complex and difficult tasks, reviewed for compliance with criteria; may serve as Lead Professional. 3 C E5 - Top Executive (CEO) Highest Executive - Chief Executive Officer 2 G 1 D R2 - Intermediate Professional Typically requires substantial formal education or equivalent experience; selects from established alternatives and chooses among accepted procedures for optional methods to solve wide range of complex and difficult tasks under general supervision. 3 C E4 - Top Executives Typically one of top two to ten executives, in charge of overall functional areas such as finance, law, operations, human resources, or sales & marketing, with E3 level executives reporting; reports directly to CEO. 2 G 1 D R1 - Entry Professional Typically requires formal education or equivalent experience; performs variety of basic or routine assignments requiring application of standard procedures under close supervision. 3 C E3 - Mid/Upper Level Executives Executive positions that report directly top executives (E4), often within a sub-function (finance: tax, budget, audit, etc; human resources: labor, recruiting, compensation and/or benefits, etc.) 2 G 1 D S4 - Supervisory Professionals/Sales Directs work of other professionals and or sales positions in specific fields pursuing clear objectives, recommending and implementing practices under general supervision. Requires experience & specialized training in the field supervised. 3 C E2 - Lower/Mid Level Executive - Directors Typically found only in larger organizations where 3rd level executive governance is needed. (organizations reporting: CEO (E5), Top/VP (E4), Mid Exec (E3), Lower/Mid Exec (E2), and Managerial (M4) , Supervisor (S4) and foreman (Q4) below 2 G 1 D S3 - Senior Sales Typically requires extensive experience and advanced specialized training; sells on own with results being the metric of performance. 3 C E1 - Managerial Typically requires extensive experience/formal education; performs complex variety of multidisciplinary applications, directing staff, creating policy and coordinating projects with results periodically evaluated. 2 G 1 D S2 - Intermediate Sales Typically requires experience and advanced specialized training; sells on own under general supervision. 3 3 Q5 - Supervisor/Foreman of Well Skilled/Trained (Q4) Directs work of Skilled positions (Q4); requires technical knowledge of positions supervised. Use S4 for supervising a staff consisting of Professional (R1, R2, & R3) & Sales (S1,S2,S3) positions. 2 2 1 1 S1 - Entry Sales Typically requires basic specialized training and/or modest experience; completes a series of related sales tasks according to established methods with results/procedures closely reviewed. 3 3 Q4 - Well Skilled/ Trained Typically requires more than two years of job training in mastering complex techniques and procedures, applies techniques under general guidance in compliance with standards, under general supervision. (eDOT SVP of 7 or 8) 2 2 1 1 P3 - Paraprofessional-Senior Typically requires extensive advanced specialized training and/or experience; handles one complex duty or a wide variety of complicated detailed tasks under minimal supervision. Upper levels may include supervisory responsibilities. 3 3 Q3 - Supervisor/Foreman of Moderate/Basic Skills Directs work of Moderately Skilled/Trained and the Basic Ability positions. 2 2 1 1 P2 - Paraprofessional Typically requires advanced specialized training and/or experience; performs one major or a variety of minor duties, by choosing among specified alternative methods under general supervision. 3 3 Q2 - Moderate Skilled/Trained Typically requires less than 2 years of job training in methods applied in field; performs variety of duties according to clear guidelines with regular review of results. (eDOT SVP of 3 to 6) 2 2 1 1 P1 - Paraprofessional - Entry Typically requires basic specialized training and/or modest experience; completes a series of related specialized tasks according to established methods with results/procedures closely reviewed. 3 3 Q1 - Basic Abilities Typically requires less than 3 months of job training; completes specific tasks. May operate under close constant supervision or work is checked frequently. (eDOT SVP of 1 or 2) 2 2 1 1

Definition of Levels           Responsibility/Authority Levels C: Corporate G: Group D: Division Range Levels H: Top M: Median L: Bottom

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