Current Job Level

Compensation by Current Job Level When Compared To Median Compensation of Individual's Peer Group
Below Median At Median Above Median
Entry level 54.55% 27.27% 18.18%
Intermediate or experienced level 44.79% 16.67% 38.54%
Senior experienced level 31.40% 29.07% 39.53%
First-level management 25.00% 12.50% 62.50%
Middle-level management 44.44% 11.11% 44.44%
Senior, executive or top-level management 25.00% 25.00% 50.00%
Prefer not to disclose 66.67% 0.00% 33.33%
Compensation by Current Job Level Summary When Compared To Median Compensation of Individual's Peer Group
Below Median At Median Above Median
Survey Population 39.13% 21.30% 39.57%
Entry Level 54.55% 27.27% 18.18%
Intermediate or Senior Experience 38.46% 22.53% 39.01%
Management 35.29% 14.71% 50.00%

Current job level is ranked at 31st and 58th out of 92 features in terms of importance in predicting compensation. The highest rank refers to the breakdown shown in the second chart while the lowest ranking breakdown is not shown. The summary was used to mitigate the metric bias in favor of features with many values. Overall, even in the best case, current job level has relatively low importance.

Skills Usage

Compensation by Daily / Weekly Skill Usage When Compared To Median Compensation of Individual's Peer Group
Below Median At Median Above Median
Survey Population 39.13% 21.30% 39.57%
Change Management 40.00% 25.00% 35.00%
Documentation 37.90% 25.81% 36.29%
Project Management 44.06% 18.88% 37.06%
Process Design 37.08% 25.84% 37.08%
Multilingual 36.71% 25.32% 37.97%
Teamwork 39.81% 21.76% 38.43%
Flexibility / Adaptability 39.61% 21.26% 39.13%
Business Rule Development 38.85% 21.66% 39.49%
Drive and Enthusiasm 38.73% 21.57% 39.71%
Integration Development 32.05% 28.21% 39.74%
Client Script Development 38.18% 21.82% 40.00%
Service Catalog Configuration 36.36% 23.64% 40.00%
UI Policy Configuration 0.3875 0.2125 0.4
Communication and Presentation Skills 38.68% 21.23% 40.09%
Other Programming Languages 40.74% 18.52% 40.74%
Architectural Design 32.32% 26.26% 41.41%
Javascript 36.57% 21.71% 41.71%
Service Catalog Design 34.69% 23.47% 41.84%
Workspaces Configuration 0.4 0.18 0.42
Lead Generation / Marketing 21.05% 36.84% 42.11%
Product Demo 28.13% 29.69% 42.19%
Sales 25.00% 32.14% 42.86%
Front End Development 35.00% 20.00% 45.00%
CSS 30.23% 24.42% 45.35%
HTML 31.43% 21.90% 46.67%
Jelly 28.57% 23.81% 47.62%
Scripted REST API Development 19.57% 28.26% 52.17%
Compensation by Monthly or Less Skill Usage When Compared To Median Compensation of Individual's Peer Group
Below Median At Median Above Median
Survey Population 39.13% 21.30% 39.57%
Javascript 47.27% 20.00% 32.73%
Communication and Presentation Skills 44.44% 22.22% 33.33%
HTML 45.60% 20.80% 33.60%
CSS 44.44% 19.44% 36.11%
Scripted REST API Development 44.02% 19.57% 36.41%
Front End Development 41.33% 22.00% 36.67%
Service Catalog Design 42.42% 19.70% 37.88%
Architectural Design 44.27% 17.56% 38.17%
Drive and Enthusiasm 42.31% 19.23% 38.46%
Client Script Development 41.54% 20.00% 38.46%
Product Demo 43.37% 18.07% 38.55%
UI Policy Configuration 40.00% 21.43% 38.57%
Jelly 40.19% 21.05% 38.76%
Workspaces Configuration 38.89% 22.22% 38.89%
Sales 41.09% 19.80% 39.11%
Service Catalog Configuration 41.67% 19.17% 39.17%
Lead Generation / Marketing 40.76% 19.91% 39.34%
Other Programming Languages 38.92% 21.67% 39.41%
Integration Development 42.76% 17.76% 39.47%
Business Rule Development 39.73% 20.55% 39.73%
Multilingual 40.40% 19.21% 40.40%
Process Design 40.43% 18.44% 41.13%
Documentation 40.57% 16.04% 43.40%
Flexibility / Adaptability 34.78% 21.74% 43.48%
Project Management 31.03% 25.29% 43.68%
Change Management 38.18% 17.27% 44.55%
Teamwork 28.57% 14.29% 57.14%
Compensation by Skill Score Compared To Median Compensation of Individual's Peer Group
Below Median At Median Above Median
Survey Population 39.13% 21.30% 39.57%
Lower Skill Score 48.25% 18.42% 33.33%
Higher Skill Score 30.17% 24.14% 45.69%

Skill importance rankings for predicting compensation are distributed all across the list. The two highest in terms of importance are Scripted REST API Development and HTML which are ranked 4th and 5th respectively. Oddly, similar skills such as CSS, Front End Development, and Integration Development are a little further down the list. The importance of most skills appears to be highly circumstantial as opposed to a general trend across the population. Whereas most of the demographic and certification features that rank high in importance remain important regardless of decision tree construction, skills will vary greatly in importance depending on which early decision tree splits are chosen. Front end development skills and integration skills do seem to rank among the most important skills regardless of initial splits though, so there is some indication that their appearance is significant and not simply random chance. In the current models, what drives their importance is both the increased likelihood of being compensated above median value when frequently using those skills and the increased likelihood of being compensated below median value when the frequency of using those skills is lower. Both of these skill sets are considered niche skills in the industry, so there is also some common sense support for the results as well.

ServiceNow Product Usage

Compensation by Daily / Weekly ServiceNow Product Usage When Compared To Median Compensation of Individual's Peer Group
Below Median At Median Above Median
Survey Population 39.13% 21.30% 39.57%
Software Asset Management 43.24% 24.32% 32.43%
ITOM 39.78% 24.73% 35.48%
ITBM 38.81% 25.37% 35.82%
ITSM 39.18% 21.65% 39.18%
HRSM 42.42% 15.15% 42.42%
Security Operations 26.09% 30.43% 43.48%
Custom Applications 31.18% 23.66% 45.16%
CSM 36.96% 13.04% 50.00%
GRC 27.27% 22.73% 50.00%
Compensation by Monthly or Less ServiceNow Product Usage When Compared To Median Compensation of Individual's Peer Group
Below Median At Median Above Median
Survey Population 39.13% 21.30% 39.57%
Custom Applications 44.53% 19.71% 35.77%
CSM 39.67% 23.37% 36.96%
GRC 40.38% 21.15% 38.46%
HRSD 38.58% 22.34% 39.09%
Security Operations 40.58% 20.29% 39.13%
Software Asset Management 38.34% 20.73% 40.93%
ITBM 39.26% 19.63% 41.10%
ITSM 38.89% 19.44% 41.67%
ITOM 38.69% 18.98% 42.34%
Compensation by Number of ServiceNow Products Used Frequently When Compared To Median Compensation of Individual's Peer Group
Below Median At Median Above Median
Survey Population 39.13% 21.30% 39.57%
< 3 ServiceNow Applications Frequently Used 39.63% 20.12% 40.24%
>= 3 ServiceNow Applications Frequently Used 37.88% 24.24% 37.88%

Most of the ServiceNow Product Usage related features were mid-ranked in terms of importance in predicting compensation. Custom Applications and CSM were ranked the highest among these at 12th and 23rd respectively. Both were associated with increased probabilities of being compensated above median value when using the products frequently and also being compensated below median value when using the products less frequently. Most product usage was not associated with a significant change in the probabilities in either direction.

The decision tree models also indicated that broadly using more of all products may be associated with higher compensation as well. Due to the low importance score of product usage, this was not examined further and the higher importance of skills and capabilities was accepted.

ServiceNow Capability Usage

Compensation by Daily / Weekly ServiceNow Capability Usage When Compared To Median Compensation of Individual's Peer Group
Below Median At Median Above Median
Survey Population 39.13% 21.30% 39.57%
Service Catalog 39.19% 21.62% 39.19%
ATF 38.10% 21.43% 40.48%
Virtual Agent 54.55% 4.55% 40.91%
Workflow Editor 37.60% 20.80% 41.60%
Predictive Intelligence 58.33% 0.00% 41.67%
Flow Designer 38.98% 16.95% 44.07%
Service Portal / UX / Front End 33.01% 22.33% 44.66%
Integration Hub 34.38% 18.75% 46.88%
Performance Analytics 38.10% 11.90% 50.00%
Now Mobile 25.00% 20.83% 54.17%
Compensation by Monthly or Less ServiceNow Capability Usage When Compared To Median Compensation of Individual's Peer Group
Below Median At Median Above Median
Survey Population 39.13% 21.30% 39.57%
Service Portal / UX / Front End 44.09% 20.47% 35.43%
Workflow Editor 40.95% 21.90% 37.14%
Performance Analytics 39.36% 23.40% 37.23%
Now Mobile 40.78% 21.36% 37.86%
Flow Designer 39.18% 22.81% 38.01%
Integration Hub 39.90% 21.72% 38.38%
ATF 39.36% 21.28% 39.36%
Virtual Agent 37.50% 23.08% 39.42%
Predictive Intelligence 38.07% 22.48% 39.45%
Service Catalog 39.02% 20.73% 40.24%
Compensation by Number of ServiceNow Capabilities Used Frequently When Compared To Median Compensation of Individual's Peer Group
Below Median At Median Above Median
Survey Population 39.13% 21.30% 39.57%
< 3 ServiceNow Capabilities Frequently Used 43.57% 20.00% 36.43%
>= 3 ServiceNow Capabilities Frequently Used 32.22% 23.33% 44.44%

In further support of the findings regarding skills usage, the highest ranked ServiceNow capability was Service Portal / UX / Front End at 16th. Right behind it was the number of ServiceNow Capabilities that the respondent listed as Daily or Weekly used. Similar to the decision tree findings on products and skills, there is a strong indication that breadth of usage is often more important than depth. The survey did not capture depth versus breadth of skill or quality, however, so this should not be taken as an assertion that breadth is universally preferred to depth. Sufficient familiarity to frequently leverage a broad set of ServiceNow applications, skills, and capabilities does often have a stronger impact on compensation than high frequency use of specific ones with only a few examples already mentioned.

Contribution

Compensation by Contribution When Compared To Median Compensation of Individual's Peer Group
Below Median At Median Above Median
Survey Population 39.13% 21.30% 39.57%
I contribute directly to revenue 37.27% 21.74% 40.99%
I contribute directly to reducing costs 36.09% 21.30% 42.60%
I contribute directly to maintaining and improving quality 37.98% 21.63% 40.38%
My org would be negatively impacted if I left 34.53% 21.58% 43.88%
My org would find it challenging to replace me 36.30% 22.96% 40.74%
Compensation by Absence of Contribution When Compared To Median Compensation of Individual's Peer Group
Below Median At Median Above Median
Survey Population 39.13% 21.30% 39.57%
I do not contribute directly to revenue 40.74% 11.11% 48.15%
I do not contribute directly to reducing cost 41.67% 33.33% 25.00%
I do not contribute directly to maintaining or improving quality 50.00% 25.00% 25.00%
My org would not be negatively impacted if I left 34.62% 23.08% 42.31%
My org would not find it challenging to replace me 38.24% 20.59% 41.18%

Overall, one’s statements about their perceived contributions and importance held little value in terms of predicting compensation. Respondent’s response to the statement “My organization would be negatively impacted if I left” was ranked the highest at 29th. It is noteworthy that a respondents belief that they do not contribute to maintaining quality, improving quality, or reducing costs was associated with only a 25% probability of being compensated above median value. For those looking to maximize their value, a failure to contribute to an organization’s quality or cost reduction could be costly. Conversely, contribution to revenue had virtually no impact which is quite possibly the oddest finding of the analysis.

Satisfaction

Compensation by Satisfaction When Compared To Median Compensation of Individual's Peer Group
Below Median At Median Above Median
Survey Population 39.13% 21.30% 39.57%
Satisfied with Current Employer 38.13% 22.50% 39.38%
Satisfied with Current Role 40.25% 22.01% 37.74%
Satisfied with Current Pay 38.52% 21.31% 40.16%
Satisfied with Future Career Prospects 36.11% 22.92% 40.97%
Compensation by Dissatisfaction When Compared To Median Compensation of Individual's Peer Group
Below Median At Median Above Median
Survey Population 39.13% 21.30% 39.57%
Dissatisifed with Current Employer 41.67% 16.67% 41.67%
Dissatisfied with Current Role 42.11% 21.05% 36.84%
Dissatisfied with Current Pay 35.94% 21.88% 42.19%
Dissatisfied with Future Career Prospects 41.67% 16.67% 41.67%

Satisfaction was strangely one of the least important feature sets in terms of predicting compensation with the most important feature being satisfaction with future career prospects at 54th in the list. Overall, satisfaction did not seem strongly correlated with any other particular feature either. Those with low compensation were as likely to be satisfied as not. The same can be said for those with low or high years of experience. A respondent’s satisfaction appeared to be largely independent of any other feature, including compensation.

Hours of Work

Compensation by Annticipated Hours of Work This Year To Median Compensation of Individual's Peer Group
Below Median At Median Above Median
Survey Population 39.13% 21.30% 39.57%
< 2215 Anticipated Hours Worked This Year 41.88% 18.80% 39.32%
>= 2115 Anticipated Hours Worked This Year 36.28% 23.89% 39.82%

Hours worked this year was ranked 41st in terms of importance in predicting compensation. There was very little evidence to indicate that there was any strong correlation between hours of work and total compensation. Whether examining this feature through correlated regressions or probability splits, this feature had little impact on compensation and appeared to be mostly uncorrelated to other features.