ACAMS
2013 Compensation Guide
for AML/CFT/FCP Professionals
MAY 2013
acams.org
Table of Contents
Introduction
About This Report
Survey Methodology .............................................................................................................................3
Using This Report ..................................................................................................................................3
Understanding the Data
How the Tables are Organized ..............................................................................................................4
Interpreting the Numbers ......................................................................................................................4
Definitions ..............................................................................................................................................5
Detailed Results
Respondent Personal Profile
Age-Range and Gender .........................................................................................................................6
Highest Level of Education Completed ................................................................................................6
Respondent Professional Profile
Years of Experience ...............................................................................................................................7
Total Number of Employees in your Organization ................................................................................7
CAMS vs. Non-CAMS ............................................................................................................................8
Respondent Compensation Profile
Total Compensation ...............................................................................................................................8
Base Salary Growth ................................................................................................................................8
CAMS vs. Non-CAMS Compensation ...................................................................................................9
Compensation Ranges by Age and Gender ........................................................................................10
Compensation Ranges by Highest Level of Education Completed ....................................................10
Compensation Ranges by Job Level ...................................................................................................11
Compensation Ranges by Organization Size ......................................................................................12
Compensation Ranges by Primary Area of Focus ...............................................................................13
Compensation Ranges by Years of AML/CFT/FCP Experience ...........................................................13
Respondent Geographic Profile
Compensation by Regions ...................................................................................................................14
U.S. Regional Compensation Comparison ..........................................................................................15
Respondent Benefits Profile
Benefits Information ............................................................................................................................16
Retirement Plans ..................................................................................................................................17
Appendix
About ACAMS ........................................................................................................................................18
About Industry Insights ...........................................................................................................................18
Disclaimer ................................................................................................................................................18
Copyright © 2013. All rights reserved. No part of this report may be reproduced in whole or part without written permission from the
Association of Certified Anti-Money Laundering Specialists (ACAMS).
2
2013 Compensation Guide for aml/cft/fcp Professionals
Introduction
About This Report
The Association of Certified Anti-Money Laundering Specialists (ACAMS) is pleased to present the 2013
Compensation Guide for AML/CFT/FCP Professionals. The information contained in this report represents
the most complete, accurate, and up-to-date compensation data for financial crime detection and prevention
professionals. The report is broken down by personal, professional, compensation, geographic and benefits
profiles and is designed to allow individuals to easily compare their compensation levels and benefits with their
peers.
S ur v ey M ethodology
To field this study, ACAMS retained the services of Industry Insights, Inc., an independent research firm
headquartered in Dublin, Ohio, USA, that specializes in association research. An email containing a link to the
online questionnaire was sent to approximately 60,000 ACAMS members and non-members in late January,
2013, to launch the 2013 ACAMS Compensation Survey. A total of 5,472 completed and useable responses
were received by the end of February in time for processing, representing a 9.1% response rate. Responses
received after the deadline and questionnaires with incomplete information were not included. Based on 5,472
presumably random responses and 60,000 for the total population, this study has a +/- 1.3% margin of error
(MOE) at a 95% level of confidence. (In other words, we can be 95% certain that for a question with 5,472
responses, the survey’s figure would be within +/- 1.3% percentage points of the actual universe’s response.) A margin of error of +/- 5% is typically accepted as the “standard” in association research, so this study’s +/1.3% figure indicates a stronger than typical level of statistical integrity. Upon receipt, all questionnaires were assigned a confidential identification number and were processed
anonymously. All data were checked both manually and by a specially designed computer editing procedure.
U sing T his R eport
As an individual compares his or her compensation information to that of others in the financial crime
detection and prevention profession, it is important to remember that the statistics published in this report
should be regarded as guidelines rather than absolute standards. Because organizations will differ depending
upon their location, size and other factors, any two organizations may offer their employees a reasonably
attractive compensation package and yet be very different. For example, duration of employment and nature
of prior experience will obviously influence the compensation offering for a particular individual. Thus, a
deviation between anyone’s compensation and a number appearing on a table in this report is not necessarily
good or bad; it is merely an indication that additional scrutiny may be warranted.
If you have any questions or comments about this report, please contact Greg Manns of Industry Insights at
gmanns@industryinsights.com or 614-389-2100 x108.
We are proud to present the enclosed insights into the compensation and benefits policies for the financial
crime detection and prevention industry and hope you will find this to be a useful guide. Thank you to all of
the individuals who submitted data for this year’s study.
2013 Compensation Guide for aml/cft/fcp Professionals
3
Introduction
Understanding the Data
In order to use the information in this report to its maximum advantage, it is important to understand how the
data is arranged and how to interpret the results.
H o w the T ables are O rgani z ed
This guide is based on research conducted by professional research firm Industry Insights, Inc. for the
Association of Certified Anti-Money Laundering Specialists (ACAMS). The compensation data has been
aggregated in the following categories to easily facilitate benchmarking of an individual’s compensation levels.
These aggregations include:
•
•
•
•
•
•
•
•
•
All Respondents
CAMS vs. Non-CAMS
Age and Gender
Highest Level of Education Completed
Job Level
Size of Organization
Primary Area of Focus
Years of AML/CFT/FCP Experience
Geographic Region
In addition to compensation data, the survey collected information on benefits including: insurance;
professional development/personal benefits; and retirement plans.
As a valuable benefit of ACAMS membership, members will have access to an online salary calculator tool to
allow users to run customized reporting based on their own filtering criteria. For more information on joining
ACAMS to access this valuable resource, go to www.acams.org
I nterpreting the N umbers
Most of the results included in this study are reported on the basis of medians rather than arithmetical
averages or means. Unlike the mean, the median is not distorted by a few unusually high or low values that
may exist in the sample due to special circumstances. The “median” value represents the mid-point of the
data for a particular measure, with one-half of the respondents reporting figures above it and one-half below. Each median was computed independently based on the agencies that reported for that item. As a result,
mathematical relationships do not always exist when different ratios are used together in the calculation.
“
“
What made you interested in the field of AML/CFT/FCP?
I was looking for new challenges
in an important role with an
opportunity to gain experience
in a specialized field that is
growing.
— SURVEY RESPONDENT
4
It was the attacks of 9-11.
I wanted to do my part to
fight terrorist financing and
money laundering.
— SURVEY RESPONDENT
2013 Compensation Guide for aml/cft/fcp Professionals
Introduction
Smallest Number
Reported

Typical
(Median)
 Middle 50%
of Reported Figures
(or Middle Range)

25th
Percentile
Figure
Lower 25% of
Reported Figures
Largest Number
Reported


75th
Percentile
Figure
Upper 25% of
Reported Figures
Figures reported were not used unless they were in accordance with the survey instructions and definitions. In cases where the number of respondents was considered inadequate for the computation of a meaningful
figure, “ISD” appears in the tables. All compensation figures are reported in U.S. dollars ($). D efinitions
Total Annual Compensation
The total annual compensation includes annual base pay (salary or hourly
converted at hourly rate X 2,080 hours), bonuses, profit sharing, tips,
commissions, overtime pay and other forms of cash or real monetary
earnings. It does not include equity (stock) compensation, cash value
of retirement benefits, or the value of other non-cash benefits (e.g.
healthcare).
Number of Responses
The number of responses in a particular grouping.
Average
The simple average of all responses for a particular item (e.g., it is the result
of summing the values and dividing by the total number of responses).
Median (or 50th percentile)
The center value of the total distribution of the data that was reported
(e.g., it is the value at which 50% of the responses are above and 50% are
below). This measure is less likely than an average to be distorted by a few
outlying responses.
25th Percentile
The observation point below which 25% of the responses lie (e.g., 25% of
the respondents earn less than this amount and 75% earn more).
75th Percentile
The observation point below which 75% of the responses lie (e.g., 75% of
the respondents earn less than this amount and 25% earn more).
2013 Compensation Guide for aml/cft/fcp Professionals
5
Respondent Personal Profile
A ge R ange and G ender
The largest group of survey participants is between the ages of 36 and 50, accounting for about 44 percent.
There was a fairly even distribution between male and female respondents. Additionally, the typical male and
female respondents were very similar in terms of age and AML/CFT experience.
Female
Male
Median Age
40
39
Median Years of AML/CFT/FCP Experience
6
6
H ighest L e v el of E ducation C ompleted
The majority of participants have at least a four-year university or college degree (80.4). About 37 percent also
have a graduate or post-graduate degree. The responses indicate that very few AML/CFT professionals enter the
field with less than a four-year degree or some form of post high-school, technical or trade school education.
6
2013 Compensation Guide for aml/cft/fcp Professionals
Respondent Professional Profile
Y ears of E x perience
The majority of respondents have over 10 years of professional experience. Nearly 40% of the participants
have between 5-9 years of AML/CFT/FCP experience.
Median Years of AML/CFT/FCP Experience: 6 years
Median Years of Overall Experience: 14 years
T otal N umber of E mployees in Y our O rgani z ation
Nearly half of the respondents work at large firms that have over 10,000 employees worldwide.
2013 Compensation Guide for aml/cft/fcp Professionals
7
CAMS vs. Non-CAMS
About 40 percent of the respondents indicated that they have the CAMS certification. As detailed in the next
section, the CAMS certified respondents had a higher median compensation than their non-CAMS counterparts.
Respondent Compensation Profile
T otal C ompensation
Half of the respondents’ total cash compensation fell between $49,700 (25th percentile) and $113,000 (75th percentile).
25th Typical75th
Percentile
(Median)
Percentile



$49,700
25% of the respondents earn less
than this amount
$75,500
$113,000
50% of the respondents earn more 25% of the respondents earn more
than this figure and 50% earn less
than this amount
B ase S alary G ro w th
Respondents reported a median 5.9% growth in base salary for 2012 vs. 2011. This compares very favorably to
the base compensation increases reported by most secondary research sources for most countries world-wide.
There are pockets of higher growth (e.g., Brazil, China, and India), but most developed countries experienced
3.0% or less annual salary growth.
Sources: *ACAMS 2013 Compensation Survey
WorldatWork 2012-2013 Salary Budget Survey
8
2013 Compensation Guide for aml/cft/fcp Professionals
C A M S v s . N on - C A M S C ompensation
The survey results indicate that there is a significant earning advantage for CAMS over non-CAMS. The median
total compensation for respondents with the CAMS certification is $88,033, compared to $66,861 for a nonCAMS respondent. This represents a CAMS premium of nearly 32 percent, which is nearly triple the premium
reported in the 2008 ACAMS Compensation Guide. The non-CAMS respondents certainly see the value of
attaining the CAMS certification as well. Over 50% of the non-CAMS respondents indicated that a CAMS
certification would increase their current total compensation package.
CAMS
All
Respondents
25th
percentile
$62,219
Total Annual
Compensation
Non-CAMS
Median
75th
percentile
25th
percentile
$88,033
$125,937
$42,008
Median
75th
percentile
CAMS
Premium
(based on
median)
$66,861
$100,928
32%
Respondents with the CAMS certification also experienced higher compensation levels based on their
longevity of having held the CAMS certification.
Base Salary
Number of Years
CAMS Certified
25th
percentile
Median
Total Compensation
75th
percentile
25th
percentile
Median
75th
percentile
Less Than 1 Year
$49,275
$68,014
$96,010
$52,750
$73,500
$109,267
1-2 Years
$54,378
$75,000
$100,000
$58,413
$80,531
$112,850
3-4 Years
$62,000
$80,500
$105,000
$67,175
$89,245
$120,000
5-9 Years
$75,000
$100,478
$135,263
$80,000
$114,062
$155,550
10-19 Years
$90,000
$120,000
$185,400
$120,000
$136,000
$225,400
2013 Compensation Guide for aml/cft/fcp Professionals
9
C ompensation R anges by A ge and G ender
As one might expect, an age range increase corresponds with a compensation range increase. This is often
due to increased opportunities in the workplace as a result of additional experience.
The difference in compensation levels based on gender is evident among AML/CFT/FCP professionals. The
median total compensation for females in this study is nearly 12 percent lower than males. Although this still
clearly indicates a gender gap in earnings, this is better than the 19% figure reported by the U.S. Bureau of
Labor Statistics across all industries. Additionally, according to Eurostat, women’s gross hourly earnings were
on average 16 % below those of men in 2011 in the European Union (EU-27) as well as in the euro area (EA-17).
Base Salary
Compensation
Rates
25th
percentile
Median
Total Compensation
75th
percentile
25th
percentile
Median
75th
percentile
Median
Growth in
Base Pay
(2012 vs.
2011)
Age Age 18 - 35
$36,386
$57,000
$80,000
$40,000
$61,000
$87,250
10.0%
Age 36 - 50
$50,000
$76,000
$110,022
$53,912
$82,034
$126,113
5.3%
Age over 50
$58,000
$85,000
$120,000
$62,000
$92,578
$132,990
3.5%
Female
$47,500
$68,000
$93,600
$49,500
$72,000
$103,500
5.5%
Male
$45,000
$74,605
$110,000
$49,715
$80,500
$122,151
6.3%
Gender
C ompensation R anges by
H ighest L e v el of E ducation C ompleted
Highest Level of
Education
Completed
Base Salary
25th
percentile
Median
Total Compensation
75th
percentile
25th
percentile
Median
75th
percentile
Median
Growth in
Base Pay
(2012 vs.
2011)
Some College/
University
$45,125
$67,507
$93,125
$47,150
$70,000
$100,000
4.8%
Associates Degree
$44,250
$65,000
$98,442
$47,728
$69,154
$111,000
4.0%
University or
College Degree
$49,000
$71,312
$99,000
$52,000
$76,271
$110,000
5.7%
Graduate/PostGraduate Degree
$41,030
$73,078
$112,000
$46,486
$80,008
$125,000
7.1%
10
2013 Compensation Guide for aml/cft/fcp Professionals
C ompensation R anges by J ob L e v el
The compensation ranges among the survey participants based on their job level varied from a median of
$41,575 for entry level type positions to $120,000 for top level positions. Base Salary
Job Level
25th
percentile
Median
Total Compensation
75th
percentile
25th
percentile
Median
75th
percentile
Median
Growth in
Base Pay
(2012 vs.
2011)
Top
$80,000
$105,000
$141,790
$86,000
$120,000
$169,000
5.6%
Mid
$50,000
$68,000
$88,000
$52,914
$72,000
$96,551
5.8%
Entry
$26,000
$40,000
$48,000
$28,922
$41,575
$50,000
7.4%
Position examples for the various job levels:
Top
CEO, CFO, Chief Administrative Officer, Chief AML Officer, Chief Compliance Officer, Director Risk Management, Director AML Compliance, Director of Operations, Global Head of Business
Intelligence, Global Head of Governance & Compliance, Head of AML Operations, Head of
Compliance and MLRO, Industry Principal, Managing Director, Managing Partner, Owner, Partner,
President, Principal, Senior Vice President, Vice President AML, Vice President Compliance, Vice
President of Risk Management, Vice President-AML Officer, Vice President-BSA Officer
Mid
AML Compliance Officer, AML Manager, AML Operations Manager, AML/Compliance Supervisor,
AML/CTF Compliance Officer, Assistant Vice President, BSA/AML Manager, Compliance Officer,
Financial Crimes Investigator, Financial Crimes Manager, Financial Investigations & AML Manager,
General Manager, KYC Manager, KYC Officer, Regional Risk Manager, Risk & Compliance
Manager, Risk Management, Senior AML Compliance Manager, Senior AML Compliance Officer,
Senior Compliance Officer
Entry
AML Analyst, AML Compliance Specialist, AML Investigator, AML Representative, AML Specialist,
Analyst, Assistant Compliance Officer, BSA Analyst, BSA Specialist, Compliance Analyst, Financial
Investigator, Fraud Analyst, KYC Analyst, Risk Specialist
2013 Compensation Guide for aml/cft/fcp Professionals
11
C ompensation R anges by O rgani z ation S i z e
Whether based on number of employees or annual revenue figures, larger sized organizations typically
compensated AML/CFT/FCP professionals at a higher level.
Base Salary
Organization Size
25th
percentile
Median
Total Compensation
75th
percentile
25th
percentile
Median
75th
percentile
Median
Growth in
Base Pay
(2012 vs.
2011)
Total Number of Employees Fewer Than 100
$40,250
$63,300
$90,015
$45,000
$66,862
$102,275
5.0%
100 to 999
$40,000
$65,000
$93,730
$43,500
$68,575
$100,532
5.9%
1,000 to 9,999
$42,755
$70,000
$100,000
$45,144
$75,000
$112,000
6.1%
10,000 +
$54,000
$77,760
$112,000
$56,750
$85,000
$126,000
6.0%
Less Than
$1,000,000
$35,000
$58,000
$94,750
$37,102
$62,798
$101,903
5.0%
$1 Mill. to
$49.9 Million
$40,000
$70,000
$95,000
$43,750
$73,000
$105,000
6.3%
$50 Million to
$499.9 Million
$42,463
$70,014
$110,000
$47,000
$81,000
$125,500
6.0%
$500 Million to
$999 Million
$49,583
$70,157
$100,000
$50,824
$78,250
$112,200
6.5%
$1 Billion or More
$57,000
$81,000
$115,781
$60,387
$90,000
$132,860
6.1%
Annual Revenue (2012) What are the most common problems you encounter in
preventing, detecting or deterring financial crime activities?
“
There is a lack of cohesion
from regulators. Regulators are
unable to substantiate opinions,
recommendations, and findings.
— SURVEY RESPONDENT
12
“
Compliance Managers who have no
CAMS training and lack knowledge
and skills needed to detect and
prevent money laundering.
— SURVEY RESPONDENT
2013 Compensation Guide for aml/cft/fcp Professionals
C ompensation R anges by P rimary A rea of F ocus
In terms of primary area of focus, employees primarily focused in the areas of investing and brokerage had the
highest median total compensation levels.
Primary Area
of Focus or
Concentration Base Salary
25th
percentile
Median
Total Compensation
75th
percentile
25th
percentile
Median
75th
percentile
Median
Growth in
Base Pay
(2012 vs.
2011)
Investing and
Brokerage
$60,000
$87,000
$119,381
$66,108
$95,000
$134,925
5.4%
IT Software and
Services
$43,750
$78,574
$110,000
$50,449
$89,500
$114,731
6.7%
Consulting - AML/
CFT Specific
$40,000
$77,920
$120,000
$44,955
$83,313
$131,687
7.2%
Mortgage
$49,389
$73,000
$97,510
$50,776
$81,933
$114,010
5.0%
Government Federal, State,
Local (Inc.
Military and Law
Enforcement)
$34,613
$74,000
$111,500
$39,500
$78,000
$119,650
5.3%
Insurance
$26,040
$69,120
$98,800
$30,036
$75,500
$119,500
5.7%
Public Accounting/
Audit
$50,793
$71,000
$106,506
$54,455
$74,750
$108,637
8.6%
Banking and Credit
Card Issuer
$48,010
$70,000
$98,000
$51,000
$73,900
$109,293
5.6%
Casino and Gaming
$52,000
$70,000
$96,350
$52,595
$72,000
$97,500
8.2%
Other
$42,489
$64,000
$90,750
$45,582
$69,727
$98,422
5.5%
Money Services
Business
$34,150
$57,500
$85,186
$37,751
$61,750
$93,623
7.0%
C ompensation by Y ears of A M L / C F T / F C P E x perience
Median compensation levels increased as the number of years of AML/CFT/FCP experience increased. Those
with over 20 years of AML/CFT/FCP experience earned a median total compensation of $116,250 for 2012.
2013 Compensation Guide for aml/cft/fcp Professionals
13
Respondent Geographic Profile
C ompensation by R egions
About 59% of the respondents indicated their primary office from which they work is located in the U.S. The
remaining 41% of respondents were located outside the U.S., with Europe and Canada as two of the largest
regions represented. The overall median compensation figure for U.S., Europe, and Canada were relatively
comparable ranging from $82,000 to $85,000. The median compensation figure for Asia was impacted by a large
percentage of respondents from India, Pakistan, and China with lower compensation levels as reported in US$. Base Salary
25th
percentile
Regions
Africa
Median
Total Compensation
75th
percentile
25th
percentile
Median
75th
percentile
Median
Growth in
Base Pay
(2012 vs.
2011)
$13,806
$35,000
$73,140
$19,993
$40,920
$89,931
10.6%
$9,740
$26,040
$76,229
$13,206
$33,865
$90,061
10.8%
Canada
$58,887
$76,008
$98,890
$63,350
$85,017
$112,642
5.0%
Central America
And The Caribbean
$19,325
$34,784
$57,774
$22,593
$39,122
$63,925
6.7%
Europe
$50,891
$76,290
$107,747
$57,049
$82,140
$121,830
5.5%
Middle East
$22,014
$42,463
$80,000
$28,800
$49,920
$94,000
8.6%
South America
$18,300
$31,200
$60,000
$22,826
$38,282
$69,069
11.7%
United States
$57,000
$79,000
$109,037
$60,000
$84,500
$120,000
5.0%
Asia
14
2013 Compensation Guide for aml/cft/fcp Professionals
U . S . R egional C ompensation C omparison
The table below shows the total cash compensation ranges by U.S. regions. The largest concentration of study
participants were from the Middle Atlantic and South Atlantic areas. The Middle Atlantic region also had the
highest median compensation at $100,750.
Base Salary
Total Compensation
U.S. Regions
25th
percentile
New England
$60,000
$81,400
$115,000
$60,782
$88,500
$124,250
6.0%
Middle Atlantic
$70,000
$91,900
$125,000
$72,715
$100,750
$146,125
5.0%
South Atlantic
$55,000
$72,750
$100,000
$56,000
$76,500
$110,250
5.6%
East North Central
$54,428
$70,000
$93,643
$55,925
$75,000
$102,125
4.8%
East South Central
$48,800
$64,000
$94,237
$49,005
$67,000
$109,000
5.4%
West North Central
$52,000
$70,000
$88,000
$54,750
$75,510
$99,450
4.2%
West South Central
$50,500
$70,000
$95,000
$53,250
$74,450
$105,000
6.3%
Mountain
$60,000
$75,000
$100,000
$62,159
$77,785
$110,000
4.2%
Pacific
$70,000
$90,000
$122,000
$70,800
$99,500
$141,375
4.0%
Median
75th
percentile
25th
percentile
U.S. Regions
NEW ENGLAND (ME, NH, VT, MA, RI, CT)
% of
Total U.S.
Respondents
5.8%
MIDDLE-ATLANTIC (NY, NJ. PA)
26.2%
EAST NORTH CENTRAL (WI, MI, IL, IN, OH)
11.6%
SOUTH ATLANTIC (MD, WV, VA, DC, DE, NC, SC, GA, FL)
EAST SOUTH CENTRAL (KY, TN, MS, AL)
WEST NORTH CENTRAL (MN, ND, SD, NE, IA, MO, KS)
WEST SOUTH CENTRAL (AR, LA, OK, TX)
MOUNTAIN (ID, MT, WY, CO, NV, UT, NM, AZ)
PACIFIC (WA, OR, CA, AK, HI)
Total United States
Median
75th
percentile
Median
Growth in
Base Pay
(2012 vs.
2011)
22.7%
3.1%
6.2%
8.5%
4.8%
11.1%
100.0%
What strategic initiatives, if any, are you taking to increase the
prevention of money laundering activities from within your
organization thereby decreasing the time spent detecting and
investigating these cases?
“
We are automating basic tasks to improve resource allocation. Also,
we are working with the marketing team to improve visibility for the
compliance department throughout the rest of the organization.
— SURVEY RESPONDENT
2013 Compensation Guide for aml/cft/fcp Professionals
15
Respondent Benefits Profile
B enefits I nformation
The following table shows the benefits offered to participants in their current employment and whether the
benefit is funded completely by the employee, their employer or both. For major benefits, such as health
insurance and dental insurance, the majority of participants are enrolled in a joint contribution plan. For most
benefits, there were only slight differences between job levels in terms of funding. Benefits such as “Education
funding and/or professional education” and “Professional society dues” were more likely to be paid fully by the
employer for the higher level positions.
BENEFITS RECEIVED
Paid Fully by
Employer
Paid Fully by
Employee
Joint
Contribution
Benefit Not
Provided
Health Insurance (HMO, PPO, HSA)
Top
27.3%
5.4%
57.8%
9.5%
Mid
23.7%
7.1%
61.2%
7.9%
Entry
19.6%
6.6%
65.0%
8.9%
Top
18.7%
9.3%
53.1%
19.0%
Mid
14.3%
10.8%
54.8%
20.2%
Entry
13.4%
9.2%
56.1%
21.3%
Top
34.7%
8.6%
36.3%
20.5%
Mid
27.5%
11.1%
40.2%
21.2%
Entry
30.0%
8.2%
36.0%
25.8%
Top
32.2%
5.8%
10.9%
51.2%
Mid
24.0%
4.9%
14.3%
56.8%
Entry
19.7%
5.1%
14.4%
60.8%
Top
34.2%
5.3%
30.4%
30.0%
Mid
28.1%
7.0%
34.8%
30.1%
Entry
18.5%
8.8%
36.3%
36.3%
Top
56.0%
8.8%
8.6%
26.7%
Mid
45.0%
9.6%
9.2%
36.2%
Entry
27.4%
11.0%
6.7%
55.0%
Top
4.7%
13.6%
14.6%
67.1%
Mid
3.8%
14.0%
11.7%
70.6%
Entry
5.6%
11.9%
12.6%
70.0%
Top
33.8%
6.5%
18.8%
40.9%
Mid
33.1%
7.4%
21.4%
38.1%
Entry
29.8%
5.0%
22.5%
42.8%
Dental Insurance Disability Insurance Professional Liability Insurance Education funding and/or professional ed. Professional society dues
Child or Elder Care
Employee Assistance or Wellness Program
16
2013 Compensation Guide for aml/cft/fcp Professionals
B enefits I nformation ( continued )
BENEFITS RECEIVED
Paid Fully by
Employer
Paid Fully by
Employee
Joint
Contribution
Benefit Not
Provided
Auto Provided by Employer
Top
8.2%
5.2%
4.2%
82.4%
Mid
4.5%
5.4%
2.6%
87.5%
Entry
3.4%
5.5%
3.9%
87.2%
Top
13.2%
4.5%
2.8%
79.5%
Mid
6.3%
5.1%
2.8%
85.8%
Entry
5.5%
5.3%
1.7%
87.6%
Top
40.3%
4.6%
3.6%
51.5%
Mid
34.1%
5.1%
4.6%
56.2%
Entry
27.4%
4.3%
2.9%
65.5%
Top
38.6%
7.7%
4.7%
49.0%
Mid
30.3%
8.6%
5.7%
55.4%
Entry
26.5%
8.0%
5.4%
60.1%
Top
48.6%
8.0%
8.3%
35.1%
Mid
29.8%
9.0%
7.7%
53.5%
Entry
12.8%
8.4%
6.3%
72.5%
Monthly Auto Allowance
Mileage reimbursement
Parking
Cell Phone
R etirement P lans
Defined contribution plans (i.e. 401(k), 403(b), Thrift Savings plans, etc.) are offered to most participants
(59.1%) followed by defined benefit or pension plans. Over 20% of the respondents indicated their employers
do not offer a retirement plan.
2013 Compensation Guide for aml/cft/fcp Professionals
17
A bout A C A M S
ACAMS is the largest international membership organization dedicated to enhancing the knowledge and
expertise of financial crime detection and prevention professionals, from a wide range of industries, in both the
public and private sectors.
ACAMS serves its members with extensive resources designed to develop and sharpen skills and knowledge
required for superior job performance and career advancement through certifications, moneylaundering.com
(the industry’s leading online news and information resource), ACAMS Today (the premier AML magazine)
international conferences, full day seminars, web seminars, customized training and peer networking
opportunities. Visit www.acams.org for more information.
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www.ACAMS.org
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Phone: +1 (614) 389-2100
www.industryinsights.com
D isclaimer
The statistical information contained in this report is believed to be representative of the individuals responding to the
survey. All reasonable efforts were taken by Industry Insights, Inc. to assure data comparability within the limitations of
reporting procedures. However, the data used in this report are not necessarily based on audited data and the statistical
validity of any given number varies depending upon sample sizes and the amount of consistency among responses for
that particular figure. Industry Insights and ACAMS, therefore, make no representations or warranties with respect to the
results of this study and shall not be liable to clients or anyone else for any information inaccuracies, or errors or omissions in
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