Advertising & Marketing Survey Summary for Oklahoma - Statewide, OK     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, Advertising & Marketing, Oklahoma 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: 1,128      Incumbents Represented: 261      Updated: 12/12/2008     Currency: US$

The following job titles are derived from the eDOT Skills Project's 100,000+ list and are found in the Advertising & Marketing Survey: Accounting Director, Computer Operations Director, Tax Compliance Director, Account Information Clerk, Accounting Manager, Accounting Supervisor (Professional), Accounting Supervisor (General), Public Accountant, Assistant Accountant, Budget Accountant, Accounts Payable Manager, Accounts Payable Supervisor, Accounts Payable Clerk, Accounts Receivable Clerk, Billing Clerk, Accounts Receivable Manager, Accounts Receivable Supervisor, Credit & Collection Manager, Collection Manager, Collection Supervisor, Payroll Manager, Payroll Supervisor, Bookkeeping Manager, Bookkeeping Supervisor, Bookkeeper Head, Cost Accounting Director, Cost Accounting Manager, Cost Accountant, Cost Accounting Supervisor, Top Treasurer Corporate, Assistant Treasurer Corporate, Controller Assistant, Budget Director, Budget Manager, Budget Supervisor, Budget Analyst, Top Auditor, Internal Auditing Manager, Internal Auditing Supervisor, Assistant Auditor, Audit Clerk, Top Tax Corporate Officer, Tax Manager, Tax Preparer, Tax Accountant, Credit & Collection Clerk, Tax Compliance Manager, Tax Compliance Supervisor, Tax Research Director, Tax Research Manager, Tax Research Supervisor, Credit & Collection Supervisor, Office Supervisor, Data Entry Supervisor, Data Entry Operator Lead, EDI Specialist, Mail Clerk, Computer Operations Manager, Credit Counselor, Cashiering Director, Cashiering Manager, Business Administration Manager, Accountant, Accounting Clerk, Administrative Assistant, Bookkeeper, Buyer/Purchasing Agent, Cashier, Computer Operator, Computer Programmer, Controller, Top Corporate, Data Entry Operator, Executive Secretary, File Clerk, Internal Auditor, Janitor, Computer Programmer Lead, Systems Analyst Lead, Office Manager, Payroll Clerk, PC Specialist, Receptionist, Secretary, Systems Analyst, Systems & Programming Manager, Word Processor, General Clerk, Cashier Supervisor, Human Resources Manager, Computer Operations Supervisor, Human Resources Analyst, Switchboard Operator Receptionist, Tax Attorney, Accountant Financial Analyst, Human Resources Clerk, Top Position, Chief Operations Position, Top Human Resources Position, Top Financial Position, Top Technology Position, Top Administrative Position

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 27,845 - 36,224 - 45,664 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 Ada Altus Alva Anadarko Ardmore Bartlesville Bethany Blackwell Broken Arrow Carnegie Checotah Cheyenne Chickasha Claremore Clinton Cordell Cushing Del City Dewey Duncan Durant Edmond El Reno Elk City Enid Grove Guthrie Guymon Henryetta Hinton Idabel Jenks Lawton Madill McAlester Miami Midwest City Moore Mounds Muskogee Mustang Nicoma Park Norman Okemah Oklahoma City Okmulgee Owasso Pauls Valley Ponca City Pryor Sallisaw Sand Springs Sapulpa Seminole Shawnee Spencer State of Oklahoma - All Stillwater Stilwell Tahlequah Tulsa Vinita Watonga Watson Weatherford Woodward Yukon 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 (E1) , Supervisor (S4) and foreman (Q5) 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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