hays uk salary & recruiting trends 2015
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HAYS UK SALARY & RECRUITING TRENDS 2015
HAYS U
K SALA
RY & RECR
UITIN
G TR
END
S 2015
CONTENTS
Introduction 1
Recruitment trends 2
Salary guide
Accountancy & Finance 14Accountancy support 18Corporate governance 20Credit management 22Payroll 24Part-qualified accountancy 26Qualified accountancy 28Public practice 34Taxation 38Treasury 46
Construction, Engineering & Property 50Construction 56Health and safety 62Surveying consultants 64General practice surveying 68Architecture 78Civil and structural engineering 82Facilities management 88Building services 90Social housing 94
Human Resources 98Generalist 102Reward and benefits 108Learning and development 112Talent and resourcing 116
Information Technology 120Business intelligence 124Cloud 126Development 128Enterprise resource planning 132Infrastructure 138Leadership 140Projects and change management 144Security 146Telecoms 148Testing 150
Legal 154Private practice 158In-house 160Public sector 164Paralegal/legal executives 166Company secretarial 170
Marketing 172Brand and product marketing 176Events 178Insight 180General marketing 182Online and digital 184PR and internal communications 186Public sector 188
Office Support 190Administration 192PA and secretarial 194Contact centres 196
Procurement & Supply Chain 198Procurement 202Public sector procurement 206Manufacturing 208Supply chain 210Logistics 212
About us 216
Contact us 218
INTR
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Hays UK Salary and Recruiting Trends 2015 | 1
EMPLOYEES ON THE MOVE ADAPTING TO THE NEW DYNAMIC
Nigel Heap, Managing Director, Hays UK & Ireland
As part of our commitment to sharing meaningful insight this guide identifies the trends driving hiring in the UK at present and includes a comprehensive analysis of salary, benefits and employment data across the key sectors we recruit for.
The outlook for the UK is positive and organisations are looking to take advantage of the opportunities that a growing economy brings. Recruitment is firmly on the agenda as many organisations adapt to increasing workloads, but employers are finding it difficult to recruit the skills and experience they need as the talent mismatch becomes increasingly acute.
Fierce competition for professionals is starting to drive salary rises in many professions and we are seeing an increase in the number of candidates receiving counter offers as employers look to retain existing employees.
As the market changes, many individuals are becoming more confident to look for new roles and are starting to consider their career options. 61% of the professionals we surveyed anticipate moving jobs in the next year, and whilst salary was an important factor, our research found that many were also looking for career progression.
This is important for employers to think about as they compete to recruit and retain staff, as is a strong benefits package and organisations must be aware of what their competitors are offering in terms of career development and training.
Looking to 2015, investing in apprenticeships and training programmes will be important to UK organisations, not only to fill key skills gaps in their workforce, but also to attract and retain professionals by demonstrating that they are committed to giving them opportunity for career development.
Just as the economic downturn affected each industry differently, we are seeing the pace and influence of recovery differ between sectors, professions and geographic locations. In this guide we provide regional salary data for a broad range of professions, accompanied by detailed commentary on conditions affecting the recruitment market in key sectors.
This is supported by expert opinion from respected UK institutes and professional bodies. We hope you find this guide both useful and informative and look forward to discussing the findings with you.
Nigel Heap
Welcome to our 2015 guide to salary and recruitment trends within the UK. We speak to thousands of employers and jobseekers every day, so we know how important it is for a business to recruit and retain the right people, especially in a time of economic growth.
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RECRUITMENT TRENDS
MethodologyThis guide has been compiled using data gathered during 2014 from 96 Hays offices across the UK. The salary data is based on job listings, job offers and candidate registrations.
The findings of our benefits survey are based on responses from over 10,000 employers and employees from organisations of all sizes throughout the UK.
Thank youWe would like to express our gratitude to all of the professionals, institutes and organisations who provided valuable insight and to those individuals who participated in the collection of data for this year’s guide. Your contribution has allowed us to produce such a comprehensive document, which will help to shape business and career decisions.
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ATTRACT AND RETAIN THE BEST EXPANDING HORIZONS
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Employee mobilityConcern over pay, along with a perceived lack of opportunities for career progression, is why a startling 61% of those questioned anticipate moving jobs within the next 12 months, with 38% thinking of moving within the next six months. This will clearly present a significant challenge to employers.
Looking at why people move provides an indicator for where employers need to focus. 97% of employees think that they have the skills to do the job. However, the findings indicate they are neither happy with their pay nor excited by their current prospects. 57% of respondents state they are dissatisfied with their salary and 49% feel that there is no scope for career progression within their organisation.
This is reflected in employees’ motivations for changing jobs, with 27% citing salary as the key reason for moving and 26% stating that the lack of future opportunities is the reason for leaving. Employers need to be alert here, as only 29% of employees have acted on their salary frustrations by asking for a rise.
61% of those questioned anticipate moving jobs in the next 12 months.
Competing for the bestOver the last twelve months 72% of employers have awarded salary increases. However, despite the competition for talented individuals, this year only 60% of employers are planning to pay more to attract and retain the best professionals. Given the level of employee dissatisfaction it might be prudent to rethink remuneration strategy.
In addition to the salary issue, organisations are very much aware of the growing skills shortages. Only 67% of employers think they have the talent to meet current business objectives. Finding this talent is going to be challenge as 80% of employers expect a shortage of suitable candidates. Of those skills that are sought after, it is leadership and management that appear most in demand, followed by operational and technical skills and then IT and digital.
Organisations are partly addressing this with training, with 25% having increased the training budget and 31% having recruited apprentices. But recruitment seems to be the key response, with 29% targeting candidates from other industries and professions, and 30% increasing their recruitment budget.
Benefits are keyMany of the employers we speak to are placing greater importance on their benefits package in order to secure the best candidates. Above statutory pension, childcare vouchers and financial support for study are the benefits most likely to be offered by employers.
Although just under half of employees rate their work-life balance as very good or good, workers still value their time off, with 36% of employees stating that over 25 days’ annual leave is the most important benefit when considering a new role. Employees are also financially-minded, with 23% stating that an above statutory contributory pension is the most important benefit and 11% looking for financial support for professional studies.
Flexible working is also sought after by employees, with flexitime considered the most important option when considering a new role. 69% of respondents stated that flexitime is very or quite important, followed by 60% who feel that working from home is an important benefit.
However, although it is becoming more commonplace, flexible working doesn’t rate so highly with employers. Only 51% of employers allow flexitime and only 39% said they actively encourage their employees to take up flexible working options.
The year aheadIn summary, the outlook for the coming 12 months is one of growing positivity, increased recruitment activity and ongoing competition for the most in-demand professions and skills.
To attract and retain the individuals needed to make the most of the economic upturn, organisations need to ensure that not only are the pay and benefits on offer attractive, but that their existing workforce is challenged and given the opportunity to further enhance their careers.
A lack of recognition of the importance of this may result in a loss of competitive edge, as high performers and loyal employees with deep expertise choose to build their futures elsewhere.
80% of employers expect a shortage of suitable candidates.
The outlook across the UK is one of growing positivity from employers and employees alike. Organisations are keen to hire new skilled professionals to help them grow, and people are more confident about moving jobs to progress their career.
Recruitment on the agendaWhen asked to look 12 months ahead, two-thirds of organisations we surveyed expect their business activity to increase, which highlights the growing confidence starting to spread across the UK. This is directly translating into significantly increased recruitment activity with seven out of ten employers planning to increase their headcount over the next twelve months.
Over the past five years there has been a preference among many organisations to recruit on a temporary or interim basis, in order to have greater control and improved flexibility on staffing costs. As the economy improves, so does the desire to recruit on a more permanent basis. 62% of organisations plan to hire more permanent staff than last year, compared to 33% expecting to recruit more temporary, contract or interim workers.
Seven out of ten employers are planning to increase headcount.
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ATTRACT AND RETAIN THE BEST IMPROVING PROSPECTS
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How will the number of people you recruit compare to the previous 12 months? (%)
Permanent sta�
Temporary, contractor interim sta�
Part-time sta�
School/College leavers
Apprentices
Graduates
Experienced hires from the same profession/sector
Experienced hires fromother professions/sectors
Recruit more No change Recruit fewer Not planning to recruit
62
33
17
14
28
27
43
21
26
33
44
40
31
39
38
44
9
14
5
2
2
3
3
3
3
19
34
43
39
31
16
32
NOTE: Numbers have been rounded to the nearest whole. N/A answers have been excluded.
Top five reasons for wanting to leave:
27% 26%
My salary and/or benefits package
13%
The workitself
10%
LocationLack of futureopportunities
18%
Concerns aboutjob security
When do you anticipate you will next move jobs?
38% 23% 16% 9% 15%Within 6 months Between 6-12 months Between 1-2 years Between 2-3 years More than 3 years
Accountancy
Architecture
Construction
Customer serviceand contact centres
Engineering
Financial services
Human resources
IT
Legal
Marketing, PR andcommunications
O�ceadministration
Procurementand supply chain
Secretary/PA
Within 6 months Between 6-12 months Between 1-2 years Between 2-3 years More than 3 years
36
30
42
51
41
38
35
38
21
26
23
18
16
21
17
21
24
15
27
169
1711
7 1613
6 1116
13 168
10 1512
15 12
916 10
38
37
48
36
35
26
30
21
23
18
1022
17
15
519 15
11 8
6 14
7 9
7 22
Employee mobilityRecruitment on the agenda
In the next 12 months, do you expect your organisation’s activity levels to change?
66% 27% 4%Increase Stay the same Decrease
Are you planning on recruiting staff over the next 12 months?
70% 30%Yes No
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ATTRACT AND RETAIN THE BEST PROGRESSION MATTERS
In the past year, have you asked for a pay rise?
13% 16% 71%Yes, successful Yes, not successful No
Are you satisfied with your salary?
43% 57% Yes No
During the last 12 months, have the salaries of your workforce changed?
21% 28% 23% 25% 2%Increased Increased in line Increased Stayed the same Decreased above inflation with inflation below inflation
Top three challenges employers expect to encounter when recruiting over the next 12 months:
80% 53% 50%
Shortageof suitableapplicants
Competitionfrom otheremployers
Applicants withunrealistic salary
requirements
Over the next 12 months, how do you expect the salaries of your workforce to change?
60% 39% 1%Increase Stay the same Decrease
What action have you taken to address immediate skills shortages within your workforce?
31% 29%
Recruitedapprentices
26%
Allowed employeesstudy leave for
external training
25%
Increasedtraining budget
Recruited fromother industriesor professions
30%
Increasedrecruitment budget
Which of the following skills are most needed by your organisation in order to achieve current business objectives?
57% 45%
Managerial/Leadership
28%
Finance
26%
SalesOperations/Technical
33%
IT/Digital
Is there scope for career progression within your organisation?
51% 49% Yes No
Do you feel you have the skills needed to fulfil your current role?
97% 3% Yes No
Employee mobility (continued) Competing for the best (continued)
Competing for the best
Do you think your organisation has the talent needed to achieve current business objectives?
67% 33%Yes No
NOTE: Numbers have been rounded to the nearest whole. N/A answers have been excluded.
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ATTRACT AND RETAIN THE BEST EVERYONE BENEFITS
How would you rate your work-life balance?
12% 35%
Very good
12%
Poor
4%
Very poorGood
37%
Average
Importance of flexible working options when considering a new role: (%)
Part-time working
Flexitime
Job sharing
Home or remote working
Compressed hours
Term-time working
Annual hours
Not important at all Not very important Quite important Very important
55
13
67
17
25
63
58
22
18
22
23
30
20
26
14
43
8
37
33
12
12
9
26
3
23
12
5
4
Which of the following flexible working options does your organisation currently offer?
65% 58% 30%51%
FlexitimePart-timeworking
Jobsharing
25%
Compressedhours
Working from home or remotely
Flexible working
Do you encourage your employees to take up flexible working options?
39% 61% Yes No
Benefits most frequently offered by employers:
63% 60%
Above statutorycontributory pension
49%
Cycle to workscheme
47%
Over 25 days’annual leave
Childcarevouchers
55%
Financial support forprofessional studies
Top five benefits sought by employees:
36% 23% 8% 8%11%
Over 25 days’annual leave
Above statutorycontributory pension
Financial support forprofessional studies
Health insurance orprivate medical cover
Company car orcar allowance
Benefits are key
Work-life balance
NOTE: Numbers have been rounded to the nearest whole. N/A answers have been excluded.
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SALARY GUIDE
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ACCOUNTANCY & FINANCE AN APPETITE FOR CHALLENGE
Accountancy and accountancy support There is an increased demand for qualified accountants and accountancy support across most sectors, particularly professional services, education, engineering, construction, manufacturing and retail.
We have seen a steady increase in the number of senior appointments across the whole of the UK. However, many employers are still keen to recruit individuals with specific sector experience, rather than look for those with transferable skills.
We are still seeing strong demand for commercially-oriented finance professionals for finance business partner roles, and financial or business analysts with excellent data mining and Excel skills. There has been a significant rise in the demand for newly qualified accountants with 0-3 years’ post-qualification experience in all sectors. This is starting to inflate the salary requirements for candidates, and in turn we are seeing some significant counter offers, with some candidates already being offered up to £10,000 extra salary to remain where they are.
There is a high demand for experienced part-qualified accountants, with a number of employers looking to recruit graduates into these roles to cover a shortage in candidates. As the restraints on training contracts are well and truly lifted we are experiencing a heightened demand for early and mid-stage studiers.
The all important SME market continues to show positive signs and this continues to fuel the demand for experienced bookkeepers and ledger staff.
We have seen a steady increase in the number of senior appointments and many employers are keen to recruit individuals with specific sector experience, rather than look for those with transferable skills.
Corporate governanceThe UK corporate governance market is extremely busy at present, especially given the increased demand for businesses to effectively mitigate risk and meet statutory requirements.
Now that the UK economy is in growth, an increased number of organisations are recruiting internal auditors to replace individuals who have moved internally. Most large organisations see internal audit as a ‘talent pool’ for the business, offering recently qualified accountants from practice their first commercial move into industry.
As a result of the downturn in graduate intake by firms of chartered accountants during the recession, the number of candidates qualifying as ACA, CA and ACCA is lower than in pre-recession times. Organisations are now competing for the top talent and counter offers from existing employers have become commonplace as well as organisations increasing salaries to retain their best staff.
Internal audit functions within blue-chip organisations are now more pro-active, consultative and business focused than ever before. As a result, it is becoming increasingly common for companies to place emphasis on an individual’s communication and influencing skills, rather than purely concentrating on their technical ability.
Employers are increasingly looking to recruit auditors for in-house IT audit functions, reflecting the need for greater assurance around the IT control environment. In order to improve efficiency, many large audit teams use computer aided audit techniques (CAATs) to highlight anomalies in large volumes of data. Those who have practical experience of CAATs are in demand, as are individuals who have some IT general control testing experience.
2014 saw a considerable amount of movement in the accountancy and finance job market in the UK, with both permanent and temporary recruitment accelerating as the economic recovery gathered pace.
Much of this took place from spring 2014 onwards with a much busier job market over the summer months than in preceding years. As private sector organisations continue to grow going into 2015, those skilled finance professionals who can interpret business and financial data, manage cash flow, enhance process efficiency and communicate with a business effectively, will be in demand.
Along with the demand for junior and middle management employees, there has also been a significant uplift in demand for accountancy support professionals, particularly within SMEs. This is a result of many companies, having operated with very lean headcount during the recession, that are now looking to add in the more specialist functions that support growing businesses.
Changes in business leadership and strategy usually mean changes in people. We are seeing more of an appetite from finance leaders looking for a challenge in a new role due to the increase in opportunities available.
The UK finance market remains dominated by permanent recruitment, but we expect demand for temporary and interim staff to pick up rapidly as project work rises and many businesses increase their investment in technology or begin other major business transformation programmes.
Legislative and statutory changes are also affecting employment trends in finance. It is no surprise that real time information (RTI) reporting and pension auto-enrolment are still causing pressure on the payroll sector.
Changes in business leadership and strategy usually mean changes in people.
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Credit managementThere has been a significant upturn in permanent recruitment at credit controller level with many vacancies being created by people who now have the confidence to move job and further their career.
SMEs are recruiting more credit controllers either as an addition to a small team or into stand-alone roles. The candidates in demand have sales ledger, credit risk and possibly litigation skills. Some SMEs are prepared to pay more for professionals who possess this experience and this is driving salaries forward across the market.
There is also increased demand for those with experience gained in high volume and fast paced credit control roles, both on a temporary and permanent basis.
A good credit manager has strong management skills; commercial nous, systems knowledge and can motivate and inspire a team. The best candidates in this area are in demand, particularly where a business has a short to medium term need, and we have noticed that interim pay rates have increased sharply.
As UK business continues to broaden across international horizons, we have also noticed more calls for candidates with European languages. Where these requirements are very specific, and there is a shortage of relevant candidates, there are pockets of wage inflation in certain areas of the UK.
Training budgets have been reinstated or increased in many companies post-recession, particularly where succession planning and staff retention has come higher up the board agenda. This means that more employers are prepared to offer ICM study support to credit controllers, even at junior levels, in an increased effort to develop and retain talent. The ICM is set to become a chartered institute by the close of 2014 and we are seeing the profile of the ICM qualification increase amongst both employers and employees.
As UK business continues to broaden across international horizons, we have also noticed more calls for candidates with European languages.
PayrollThe payroll profession continues to be as busy as ever due to the workload pressures from auto-enrolment and RTI. Companies are in a race to attract the best payrollers to their organisation.
Smaller businesses approaching their staging dates are struggling with pension auto-enrolment because many simply do not have the knowledge or resources to implement it. Business owners and managers are experiencing growing concern over meeting the requirements or incurring significant penalties.
Some organisations were leaner on headcount in the recession, but as the economic recovery speeds up, companies are hiring more staff. This is putting extra pressure on the recruitment market as businesses battle to attract and retain the best payroll professionals. Salaries are increasing and employers often have to pay above the market average to entice the talent they need.
Prolific payroll hiring is taking place in the big urban centres such as Birmingham, Cardiff, Manchester and London, with employers preferring experienced candidates who can manage the end-to-end payroll process.
Public practice From the Big 4 accountancy firms to regional independent firms, this is a highly competitive market and those looking for jobs in the profession have many options available to them.
The Big 4 are hiring across a number of service lines including compliance and advisory, and candidates continue to benefit from an extremely varied and interesting career path.
Salaries could see an above inflationary increase in response to continued demand for audit professionals, and the majority of firms have increased their entry level recruitment for both graduates and school leavers as they plan for the next few years ahead.
As the market continues to improve, demand for public practice professionals is expected to continue to replace leavers (particularly at newly-qualified level) and to allow for continued business growth. Temporary workers are covering the busy audit season and notice periods, as well as client projects such as insolvency, where a temporary workforce is required for a fixed period of time.
We are also seeing more investment in succession planning and career development strategies to nurture the partners of the future.
Tax and treasury2014 provided a range of challenges in the tax recruitment market with demand for a variety of different profiles and levels of seniority across a wide range of sectors.
We continue to see demand for strong compliance and accounting experience at all levels as the compliance burden and the need to satisfy HMRC continues to dominate the agenda for in-house tax functions.
There is an increase in focus on commercially- driven positions, including VAT and transfer pricing. These types of roles have replaced the classic corporate M&A and transactional roles that were the hallmark of a buoyant market, although recent activity will no doubt lead to an increase in these types of roles.
Furthermore, we have also noticed the return of ‘green-field’ site roles or even re-instating tax functions in some mid-sized groups keen to optimise their tax position, ensuring they are compliant and reducing their reliance on advisers.
We have seen the market improve as companies increasingly look to increase the headcount in their treasury teams. This can be seen across the board from manager level to analysts.
Whilst the market improves, there has been some delay on organisations’ ability to adapt to the increased demand for professionals and the competition for the best talent. This is a stark contrast to the slow recruitment market over the last five years. Treasurers now find themselves with numerous options and companies have to find more appealing ways to attract potential employees.
There is notable demand for professionals with skills in; financial planning, cost analysis, risk management/audit and IFRS reporting.
Public sector Organisations are still under pressure to control costs and increase efficiency, so there must be clear evidence of how additional resource will add value before recruitment is undertaken. However, there is still an increasing level of activity compared to a few years ago.
In general, we have seen a shift towards organisations looking to make more permanent appointments. Given the considerable change that departments and organisations have undergone it made sense to use interims during the transitional period, but as things settle there has been a drive to fill senior positions on a permanent basis.
There is notable demand for professionals with skills in; financial planning, cost analysis, risk management/audit and IFRS reporting. The interim market is still strong and additional resource is being utilised across all sectors, such as streamlining business processes, implementing new systems, assessing new business initiatives, cost analysis and implementing IFRS reporting. Of course, there is continued demand for interims to cover permanent vacancies whilst the recruitment process is progressed.
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London £ Range £ Typical
QBE Finance Manager 35,000-45,000 38,500
Bookkeeper 18,000-35,000 28,000
Assistant Accountant 17,000-30,000 28,000
AAT Studier 23,000-27,500 25,000
Ledger Clerk 20,500-26,000 23,000
South East England £ Range £ Typical
QBE Finance Manager 28,000-40,000 35,000
Bookkeeper 22,000-30,000 25,000
Assistant Accountant 21,000-28,000 24,000
AAT Studier 16,000-25,000 20,000
Ledger Clerk 17,000-24,000 20,000
East of England £ Range £ Typical
QBE Finance Manager 28,000-45,000 34,500
Bookkeeper 19,000-28,000 24,000
Assistant Accountant 19,000-28,000 24,000
AAT Studier 17,000-25,000 21,000
Ledger Clerk 15,000-22,000 19,600
South West England £ Range £ Typical
QBE Finance Manager 28,000-35,000 31,500
Bookkeeper 18,000-25,000 22,000
Assistant Accountant 18,000-28,000 25,000
AAT Studier 16,000-24,000 22,000
Ledger Clerk 16,000-24,000 19,000
Wales £ Range £ Typical
QBE Finance Manager 24,000-28,000 25,500
Bookkeeper 19,500-22,000 21,000
Assistant Accountant 18,000-24,000 22,500
AAT Studier 16,000-22,000 18,500
Ledger Clerk 16,000-21,000 19,000
West Midlands £ Range £ Typical
QBE Finance Manager 26,000-35,000 31,000
Bookkeeper 19,000-26,000 23,000
Assistant Accountant 20,000-28,000 23,000
AAT Studier 18,000-24,000 20,000
Ledger Clerk 17,000-22,000 19,000
East Midlands £ Range £ Typical
QBE Finance Manager 28,000-35,000 32,000
Bookkeeper 19,000-25,350 21,000
Assistant Accountant 18,000-30,000 22,000
AAT Studier 18,000-24,000 20,000
Ledger Clerk 15,000-20,000 17,000
Yorkshire and the Humber £ Range £ Typical
QBE Finance Manager 25,000-35,000 30,000
Bookkeeper 18,000-23,000 21,000
Assistant Accountant 17,000-21,000 19,000
AAT Studier 15,000-20,000 17,500
Ledger Clerk 15,000-19,000 17,000
North East England £ Range £ Typical
QBE Finance Manager 28,000-35,000 30,000
Bookkeeper 16,000-22,000 18,000
Assistant Accountant 18,000-23,000 20,000
AAT Studier 16,000-20,000 18,000
Ledger Clerk 16,000-25,000 18,000
North West England £ Range £ Typical
QBE Finance Manager 25,000-32,000 28,000
Bookkeeper 20,000-25,000 22,750
Assistant Accountant 20,000-35,200 27,000
AAT Studier 16,000-22,000 20,000
Ledger Clerk 14,000-25,750 19,000
Northern Ireland £ Range £ Typical
QBE Finance Manager 26,000-32,000 30,000
Bookkeeper 17,000-22,000 19,000
Assistant Accountant 18,000-26,000 23,500
AAT Studier 17,500-22,000 19,000
Ledger Clerk 15,500-20,000 17,500
Scotland £ Range £ Typical
QBE Finance Manager 25,000-33,000 30,000
Bookkeeper 17,000-23,000 21,500
Assistant Accountant 22,000-33,000 26,000
AAT Studier 18,000-23,000 20,000
Ledger Clerk 16,000-20,000 18,000
Mark Farrar Chief Executive, AAT
Overall, the market for accounting technicians has not suffered to the extent that other professions have. Numbers have held up well and as the green shoots in the economy start to take hold employers are more willing to recruit.
This is reflected in AAT’s latest annual membership survey, which reveals that unemployment in the sector has fallen by 5%. Likewise, employees are now more likely to consider pastures new to progress their career. This means it is less of a buyers’ market when it comes to recruitment and employers will have to do more to hire and retain the best people.
A growing economy is giving more employers the confidence to focus on expansion while employees are more willing to take the jump into a new position. A recent study by the Organisation for Economic Co-operation and Development (OECD) indicates that, whilst the UK is on its way to becoming a graduate economy, this has not lead to a rise in people who possess skills such as numeracy and literacy. So one issue for employers is finding well-qualified staff, who also have these key skills.
AAT has recently launched a number of qualifications that complement and strengthen our existing offering, particularly for bookkeeping and computerised accounting. These continue our commitment to provide flexible, stimulating and useful educational resources that enhance the skills of everyone from a business owner looking to improve their finance skills to a young person seeking a non-graduate path to a professional career.
ACCOUNTANCY & FINANCE ACCOUNTANCY SUPPORT
Sarah HathawayHead of ACCA UK
ACCA’s 170,000 members globally and 68,000 in the UK are optimistic about prospects in 2015. But they also see challenges and opportunities ahead.
In 2015, it will be crucial for candidates’ qualifications around legislation and business to be relevant. Finance professionals have a wide remit, from dealing with audit to handling a business’s or individual’s tax affairs to compiling corporate reports. Value creation is the next step in the evolution of corporate reporting. We are working closely with the International Integrated Reporting Council (IIRC), a global coalition of regulators, investors, companies, standard setters, the accounting profession and NGOs, to support this new reporting model.
The development of ‘integrated reporting’ (IR) is a new way of presenting financial information about a business to its stakeholders. IR is about explaining what is material to that business and its stakeholders, and this is an exciting development in which accountants will be involved. It puts them in the centre of the organisation, rightly in a place of influence. As a result, we have introduced IR into the ACCA qualification, preparing finance professionals with the skills necessary to report on material issues that matter to stakeholders.
In the wake of the financial crisis, we need to bolster reputational trust for businesses, and also for the public sector too. Public value – which we define as acting in the public interest, promoting ethical business and helping grow economies – is key to the profession’s success. So a focus on ethical standards will become more important, as will the central role of the CFO in a business’s strategy and success. ACCA has put ethics and professionalism at the heart of our qualifications. It is also a central component of the continuous professional development our members undertake.
There is no shortage of people wanting to come into the industry; there is a demand for accountants at all levels. Opportunities abound, making 2015 a time of great potential for accountants and the esteemed discipline of accountancy.
UK-8808-1_UK Salary Guide 2015_00_Book.indb 18-19 28/10/2014 09:09
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ACC
OU
NTA
NC
Y &
FIN
AN
CE
Corp
orat
e go
vern
ance
London £ Range £ Typical
Head of/Director 80,000-200,000 125,000
Senior Audit Manager 65,000-95,000 87,000
Audit Manager 55,000-80,000 70,000
Senior Auditor 50,000-63,000 58,000
Auditor (Newly Qualified) 45,000-52,000 47,000
Junior Auditor 22,000-42,000 35,000
South East England £ Range £ Typical
Head of/Director 75,000-200,000 119,000
Senior Audit Manager 65,000-94,000 83,000
Audit Manager 50,000-80,000 68,000
Senior Auditor 42,500-57,500 53,000
Auditor (Newly Qualified) 43,000-50,000 45,500
Junior Auditor 23,000-43,000 35,000
East of England £ Range £ Typical
Head of/Director 70,000-125,000 95,000
Senior Audit Manager 55,000-80,000 67,500
Audit Manager 45,000-75,000 59,000
Senior Auditor 40,000-52,500 45,500
Auditor (Newly Qualified) 35,000-46,000 42,000
Junior Auditor 20,000-35,000 30,000
South West England and Wales £ Range £ Typical
Head of/Director 70,000-150,000 99,000
Senior Audit Manager 55,000-90,000 75,000
Audit Manager 45,000-80,000 65,000
Senior Auditor 37,500-55,000 47,000
Auditor (Newly Qualified) 33,500-44,500 40,000
Junior Auditor 20,000-38,000 31,000
West Midlands £ Range £ Typical
Head of/Director 70,000-150,000 97,000
Senior Audit Manager 55,000-90,000 72,500
Audit Manager 45,000-80,000 62,000
Senior Auditor 40,000-55,000 48,000
Auditor (Newly Qualified) 34,000-45,000 43,000
Junior Auditor 20,000-40,000 34,000
East Midlands £ Range £ Typical
Head of/Director 70,000-135,000 100,000
Senior Audit Manager 55,000-85,000 72,500
Audit Manager 45,000-77,500 63,500
Senior Auditor 40,000-55,000 48,000
Auditor (Newly Qualified) 38,000-46,000 43,000
Junior Auditor 20,000-40,000 33,000
Yorkshire and the Humber £ Range £ Typical
Head of/Director 70,000-140,000 110,000
Senior Audit Manager 55,000-90,000 72,500
Audit Manager 45,000-77,500 60,000
Senior Auditor 35,000-53,000 44,000
Auditor (Newly Qualified) 33,500-43,000 39,000
Junior Auditor 20,000-35,000 29,000
North East England £ Range £ Typical
Head of/Director 70,000-110,000 90,000
Senior Audit Manager 55,000-80,000 67,500
Audit Manager 55,000-80,000 58,000
Senior Auditor 39,000-52,000 44,000
Auditor (Newly Qualified) 37,500-45,000 40,000
Junior Auditor 20,000-40,000 29,000
North West England £ Range £ Typical
Head of/Director 80,000-120,000 95,000
Senior Audit Manager 68,000-85,000 72,000
Audit Manager 50,000-72,500 62,000
Senior Auditor 37,500-56,000 45,500
Auditor (Newly Qualified) 33,000-45,000 40,000
Junior Auditor 25,000-38,500 28,500
Scotland £ Range £ Typical
Head of/Director 80,000-150,000 100,000
Senior Audit Manager 58,000-80,000 72,500
Audit Manager 47,000-70,000 58,500
Senior Auditor 37,000-50,000 46,500
Auditor (Newly Qualified) 33,000-44,000 37,000
Junior Auditor 21,000-35,000 29,000
ACCOUNTANCY & FINANCE CORPORATE GOVERNANCE
Ian Peters Chief Executive, Chartered Institute of Internal Auditors
Since the financial crisis, a far brighter light has been shining on internal audit. Policymakers, regulators and business leaders increasingly recognise the role that it can play in supporting boards to improve their corporate governance and manage risk better. This is evident across all sectors, but particularly in the financial services sector, where our Code for Effective Internal Audit in the Financial Services Sector, published in July 2013, is starting to have an impact.
According to our latest annual survey of heads of internal audit across all sectors, published in October 2014, financial services is the sector investing most heavily in internal audit professionals.
Here, demand for auditors is holding up and even increasing markedly within some institutions. Not surprisingly, in the public sector – particularly local government – the profession remains under pressure to deliver better for less resource, as public spending cuts and the rationalisation of public service delivery continue.
Having the right ethics and culture is key to ensuring that organisations can respond effectively to the higher levels of uncertainty and fast-paced change that now characterise the corporate environment. For example, the complexity and sensitivity of global markets, and the fragility of economic recovery and growth, bring many new risks. The pervasive nature of some newer risk areas, such as cybercrime, supply chains and global warming, means that internal auditors increasingly need to have a strategic and comprehensive understanding of their business and the ability to see risk holistically.
Internal audit teams need to have a broad based mix of skills. These range from the ‘hard’ technical and analytical skills, which enable them to understand and assess the control environment in its entirety, to the ‘softer’ skills of influence and negotiation, which allow them to communicate effectively with senior management and non-executives on the key issues of risk and control. Only by doing this can they help their organisation to achieve its objectives.
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ACC
OU
NTA
NC
Y &
FIN
AN
CE
Cred
it m
anag
emen
t
London £ Range £ Typical
Group Credit Manager/Head of Credit 60,000-80,000 70,000
Credit Manager 40,000-55,000 48,000
Credit Control Supervisor 28,000-35,000 31,000
Credit Controller 22,000-30,000 25,000
South East England £ Range £ Typical
Group Credit Manager/Head of Credit 50,000-75,000 60,000
Credit Manager 30,000-48,000 38,000
Credit Control Supervisor 25,000-35,000 30,000
Credit Controller 18,000-30,000 23,000
East of England £ Range £ Typical
Group Credit Manager/Head of Credit 40,000-70,000 60,000
Credit Manager 28,000-40,000 35,000
Credit Control Supervisor 20,000-30,000 27,000
Credit Controller 18,000-26,000 22,000
South West England £ Range £ Typical
Group Credit Manager/Head of Credit 45,000-60,000 52,000
Credit Manager 28,000-38,000 35,000
Credit Control Supervisor 22,000-27,000 24,000
Credit Controller 18,000-24,000 22,000
Wales £ Range £ Typical
Group Credit Manager/Head of Credit 45,000-60,000 50,000
Credit Manager 28,000-35,000 32,000
Credit Control Supervisor 24,000-28,000 25,000
Credit Controller 17,000-21,000 18,000
West Midlands £ Range £ Typical
Group Credit Manager/Head of Credit 50,000-80,000 60,000
Credit Manager 30,000-50,000 42,000
Credit Control Supervisor 24,000-28,000 26,000
Credit Controller 19,000-25,000 22,000
East Midlands £ Range £ Typical
Group Credit Manager/Head of Credit 45,000-70,000 55,000
Credit Manager 30,000-38,000 35,000
Credit Control Supervisor 22,000-27,000 24,500
Credit Controller 17,000-22,000 19,000
Yorkshire and the Humber £ Range £ Typical
Group Credit Manager/Head of Credit 45,000-75,000 56,000
Credit Manager 30,000-38,000 35,000
Credit Control Supervisor 23,000-28,000 25,000
Credit Controller 16,000-23,500 19,000
North East England £ Range £ Typical
Group Credit Manager/Head of Credit 45,000-70,000 55,000
Credit Manager 30,000-38,000 35,000
Credit Control Supervisor 22,000-28,000 25,000
Credit Controller 16,000-23,500 19,000
North West England £ Range £ Typical
Group Credit Manager/Head of Credit 45,000-75,000 55,000
Credit Manager 27,000-45,000 35,000
Credit Control Supervisor 23,000-28,000 25,000
Credit Controller 19,000-25,000 20,000
Northern Ireland £ Range £ Typical
Group Credit Manager/Head of Credit 35,000-50,000 40,000
Credit Manager 26,000-35,000 31,000
Credit Control Supervisor 20,000-26,000 24,000
Credit Controller 18,000-22,000 19,000
Scotland £ Range £ Typical
Group Credit Manager/Head of Credit 45,000-60,000 50,000
Credit Manager 35,000-45,000 38,000
Credit Control Supervisor 23,000-27,000 25,000
Credit Controller 19,000-22,000 20,000
Philip KingChief Executive, Institute of Credit Management
Credit management professionals are generally feeling very positive about the economic outlook at present. The ICM UK Credit Management Index shows that the volume of rejected credit accounts in the UK is increasing, which is a healthy sign of more demand.
Rather than cutting back on hiring credit professionals in this period of economic growth, businesses are continuing to invest in them because they appreciate the critical role that the function plays in supporting cash flow.
Inevitably, technology is a big driver of change. The credit reference agencies are becoming smarter about using data in different ways. We’ve moved on from getting reports that just summarise an organisation’s last filed accounts.
Now agencies have credit reporting tools that are linked to their client’s ledger and can monitor debt against other information on a daily basis. This enables companies to prioritise better and ensure that they have credit management resource in the right places to achieve maximum impact. Data is becoming more and more important. If a credit management professional is ignoring data, then they are missing out and will get left behind.
Some credit management professionals bemoan the fact that their role is seen as a back-office, cash-collection function and nothing more than that. But I tell them to stand up and be proud of the contribution that they make and the value that they add.
Good credit management requires assessment of risk and determination of who to supply, how much to supply, on what terms to supply, when to supply, and – often more importantly – when not to supply. Many variable factors impact on these decisions so the credit management professional has to make considered, balanced, and rational decisions.
The outlook is bright. Credit management is evolving and we continue to focus on securing recognition of credit management as a profession in its own right.
ACCOUNTANCY & FINANCE CREDIT MANAGEMENTACCOUNTANCY & FINANCE CREDIT MANAGEMENT
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ACC
OU
NTA
NC
Y &
FIN
AN
CE
Payr
oll
London £ Range £ Typical
Head of Payroll 65,000-76,000 70,000
Payroll Manager 38,000-55,000 46,000
Payroll Supervisor/Team Leader 32,000-37,000 34,000
Payroll Clerk 23,000-27,500 25,000
Payroll Administrator 18,000-22,000 20,000
South East England £ Range £ Typical
Head of Payroll 48,000-55,000 50,000
Payroll Manager 35,000-45,000 42,000
Payroll Supervisor/Team Leader 25,000-30,000 27,000
Payroll Clerk 20,000-25,000 23,500
Payroll Administrator 16,000-22,000 16,000
East of England £ Range £ Typical
Head of Payroll 48,000-60,000 55,000
Payroll Manager 32,000-45,000 40,000
Payroll Supervisor/Team Leader 24,000-30,000 27,000
Payroll Clerk 18,000-24,000 20,000
Payroll Administrator 16,000-20,000 19,700
South West England £ Range £ Typical
Head of Payroll 45,000-60,000 50,000
Payroll Manager 35,000-45,000 38,000
Payroll Supervisor/Team Leader 22,000-28,000 26,000
Payroll Clerk 17,000-21,000 19,000
Payroll Administrator 17,000-25,000 20,000
Wales £ Range £ Typical
Head of Payroll 45,000-60,000 50,000
Payroll Manager 30,000-40,000 36,000
Payroll Supervisor/Team Leader 22,000-27,000 25,500
Payroll Clerk 17,500-21,000 19,000
Payroll Administrator 16,000-18,500 17,000
West Midlands £ Range £ Typical
Head of Payroll 55,000-68,000 60,000
Payroll Manager 41,000-50,000 45,000
Payroll Supervisor/Team Leader 26,000-33,000 29,500
Payroll Clerk 19,000-25,000 23,000
Payroll Administrator 17,000-19,000 18,000
East Midlands £ Range £ Typical
Head of Payroll 52,000-65,000 58,000
Payroll Manager 38,000-48,000 44,000
Payroll Supervisor/Team Leader 25,000-30,750 27,000
Payroll Clerk 17,000-25,000 21,000
Payroll Administrator 16,000-18,000 17,000
Yorkshire and the Humber £ Range £ Typical
Head of Payroll 47,000-55,000 50,000
Payroll Manager 30,000-42,000 35,000
Payroll Supervisor/Team Leader 22,000-27,000 25,000
Payroll Clerk 17,000-23,000 21,000
Payroll Administrator 16,000-19,000 18,000
North East England £ Range £ Typical
Head of Payroll 45,000-55,000 46,000
Payroll Manager 32,000-40,000 36,000
Payroll Supervisor/Team Leader 23,500-30,000 25,600
Payroll Clerk 18,000-21,000 19,000
Payroll Administrator 17,000-21,000 19,000
North West England £ Range £ Typical
Head of Payroll 45,000-55,000 48,000
Payroll Manager 27,000-60,000 37,000
Payroll Supervisor/Team Leader 23,500-29,000 26,000
Payroll Clerk 19,000-25,000 21,000
Payroll Administrator 17,000-21,000 19,000
Northern Ireland £ Range £ Typical
Head of Payroll 40,000-44,000 42,000
Payroll Manager 31,000-38,000 35,000
Payroll Supervisor/Team Leader 20,000-26,000 24,000
Payroll Clerk 16,000-22,000 19,000
Payroll Administrator 15,000-18,000 16,000
Scotland £ Range £ Typical
Head of Payroll 40,000-60,000 55,000
Payroll Manager 35,000-50,000 40,000
Payroll Supervisor/Team Leader 25,000-35,000 27,000
Payroll Clerk 19,000-24,000 20,000
Payroll Administrator 18,000-22,000 18,000
Elaine GibsonAssociate Director, Qualifications, The Chartered Institute of Payroll Professionals
For the payroll profession, this continues to be a period of tumultuous change. In 2013, the roll-out of the Government’s Real Time Information (RTI) initiative brought the biggest transformation to PAYE since its introduction in 1944. With RTI embedded as a business-as-usual activity, the greatest challenge facing the profession is now automatic enrolment onto workplace pension schemes.
This brings with it a couple of significant issues. The first is that many smaller and medium-sized organisations may not be sufficiently prepared by the time their staging date comes round. The second is that a number of employers appear to be struggling to communicate the benefits of the scheme, particularly to younger employees. As a result, there is a concern that employees are choosing to opt out of the scheme rather than have a portion of their pay automatically diverted into their pension pot, a decision that may not necessarily be in their best interests in the long run.
The much anticipated return to economic growth will also have an impact on the workload of payroll professionals. As employers hire more staff, so they will have more people who need to be paid. This could intensify the fierce competition that already exists among employers for the top payroll candidates and result in salaries rising.
Looking to the future, employers need to consider whether they have future-proofed themselves significantly for the demands that a growing economy will bring. Payroll plays an integral role in the functioning of all organisations and its influence will only increase as time goes on.
ACCOUNTANCY & FINANCE PAYROLL
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ACC
OU
NTA
NC
Y &
FIN
AN
CE
Part
-qua
lified
acc
ount
ancy
ACCA CIMA CIPFA ACA
London £ Range £ Typical £ Range £ Typical £ Range £ Typical £ Range £ Typical
Finalist 35,000-42,000 38,000 35,000-42,000 38,500 28,000-36,500 33,000 28,000-32,000 32,000
Part-Qualified 28,000-35,000 32,000 28,000-35,000 33,000 23,000-30,000 28,000 28,000-31,000 29,000
Trainee 20,000-24,000 22,000 20,000-25,000 23,000 18,000-24,000 22,000 23,000-27,000 24,000
ACCA CIMA CIPFA ACA
South East England £ Range £ Typical £ Range £ Typical £ Range £ Typical £ Range £ Typical
Finalist 28,000-40,000 33,000 28,000-40,000 34,000 28,000-35,000 33,000 27,000-32,000 31,000
Part-Qualified 25,000-35,000 28,000 26,000-35,000 31,000 24,000-30,000 28,000 23,000-29,000 27,000
Trainee 20,000-28,000 24,000 20,000-28,000 23,500 18,000-25,000 22,000 17,000-24,000 19,000
ACCA CIMA CIPFA ACA
East of England £ Range £ Typical £ Range £ Typical £ Range £ Typical £ Range £ Typical
Finalist 25,000-40,000 35,000 28,000-40,000 34,000 24,000-38,000 32,500 27,000-33,000 30,500
Part-Qualified 18,000-35,000 29,000 18,000-35,000 28,000 21,000-30,000 26,000 18,000-30,000 25,000
Trainee 16,000-24,000 20,000 16,000-24,000 20,000 16,000-24,000 21,000 16,000-20,500 20,000
ACCA CIMA CIPFA ACA
South West England £ Range £ Typical £ Range £ Typical £ Range £ Typical £ Range £ Typical
Finalist 28,000-35,000 32,000 28,000-33,000 32,000 28,000-33,000 30,000 28,000-33,000 31,000
Part-Qualified 24,000-30,000 28,000 24,000-32,000 28,000 24,000-30,000 24,000 24,000-30,000 25,000
Trainee 16,000-22,000 18,000 17,000-22,000 20,000 16,000-22,000 18,000 16,000-22,000 18,000
ACCA CIMA CIPFA ACA
Wales £ Range £ Typical £ Range £ Typical £ Range £ Typical £ Range £ Typical
Finalist 24,000-29,000 27,500 24,000-30,000 27,500 23,000-31,000 26,000 22,000-30,000 26,000
Part-Qualified 20,000-25,000 22,000 25,000-32,000 27,000 18,000-23,000 20,500 20,000-25,000 22,000
Trainee 14,000-18,000 16,000 16,000-20,000 18,000 15,000-20,000 17,000 12,000-18,000 15,000
ACCA CIMA CIPFA ACA
West Midlands £ Range £ Typical £ Range £ Typical £ Range £ Typical £ Range £ Typical
Finalist 26,000-32,000 30,000 28,000-35,000 33,000 21,000-29,000 26,000 26,000-30,000 29,500
Part-Qualified 22,000-26,000 24,000 24,000-28,000 25,000 19,000-25,000 21,000 23,000-27,000 25,000
Trainee 16,000-22,000 20,000 19,000-23,000 21,000 15,000-22,000 18,000 18,000-24,000 21,000
ACCA CIMA CIPFA ACA
East Midlands £ Range £ Typical £ Range £ Typical £ Range £ Typical £ Range £ Typical
Finalist 28,000-37,000 31,000 28,000-37,000 31,000 28,000-35,000 30,000 25,000-32,000 29,000
Part-Qualified 22,000-32,000 28,000 22,000-32,000 28,000 22,000-32,000 28,000 22,000-27,000 24,000
Trainee 18,000-25,000 22,000 18,000-25,000 22,000 18,000-23,000 21,000 16,000-22,000 20,000
ACCA CIMA CIPFA ACA
Yorkshire and the Humber £ Range £ Typical £ Range £ Typical £ Range £ Typical £ Range £ Typical
Finalist 27,500-34,000 30,500 27,500-34,000 30,500 27,500-33,500 29,000 25,000-28,500 27,500
Part-Qualified 22,000-27,500 25,000 22,000-27,500 25,000 22,000-26,500 24,500 20,000-26,500 24,500
Trainee 17,000-22,000 20,000 17,000-22,500 20,000 17,750-20,000 18,750 17,000-22,000 18,500
ACCA CIMA CIPFA ACA
North East England £ Range £ Typical £ Range £ Typical £ Range £ Typical £ Range £ Typical
Finalist 26,000-33,000 31,000 28,000-35,000 30,000 28,000-35,000 30,000 24,000-32,000 30,000
Part-Qualified 20,000-28,000 25,000 23,000-30,000 26,000 20,000-28,000 24,000 20,000-26,000 24,000
Trainee 17,000-22,000 18,000 20,000-25,000 22,500 17,000-25,000 18,000 14,000-20,000 17,000
ACCA CIMA CIPFA ACA
North West England £ Range £ Typical £ Range £ Typical £ Range £ Typical £ Range £ Typical
Finalist 27,000-32,000 29,000 28,000-32,000 30,000 24,000-30,000 28,000 25,000-30,000 29,000
Part-Qualified 21,000-28,000 24,000 25,000-33,000 28,500 20,000-25,000 22,000 20,000-28,000 24,000
Trainee 17,000-25,000 18,500 16,000-22,000 18,500 16,000-18,000 17,800 16,500-21,000 18,500
ACCA CIMA CIPFA ACA
Northern Ireland £ Range £ Typical £ Range £ Typical £ Range £ Typical £ Range £ Typical
Finalist 23,000-27,000 26,000 23,000-27,000 26,000 23,000-27,000 26,000 18,000-23,000 23,000
Part-Qualified 20,000-24,000 23,000 20,000-24,000 23,500 20,000-24,000 22,000 16,000-20,000 18,000
Trainee 15,000-20,000 16,500 15,000-20,000 16,500 15,000-20,000 16,500 12,500-16,000 14,000
ACCA CIMA CIPFA ACA
Scotland £ Range £ Typical £ Range £ Typical £ Range £ Typical £ Range £ Typical
Finalist 27,000-32,000 29,000 25,000-35,000 29,500 25,000-35,000 27,000 26,000-32,000 26,000
Part-Qualified 20,000-25,000 24,500 25,000-32,000 27,000 17,000-21,000 19,500 23,000-30,000 24,000
Trainee 16,000-20,000 18,000 20,000-25,000 22,500 15,000-18,000 17,000 15,000-20,000 16,000
ACCOUNTANCY & FINANCE PART-QUALIFIED ACCOUNTANCY
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ACC
OU
NTA
NC
Y &
FIN
AN
CE
Qua
lified
acc
ount
ancy
Corporate SME
London £ Range £ Typical £ Range £ Typical
Group FD/CFO* 250,000-500,000 300,000 – –
Financial Director 110,000-175,000 145,000 90,000-150,000 120,000
Financial Controller 70,000-90,000 85,000 60,000-80,000 74,000
Financial Planning & Analysis Manager* 70,000-100,000 80,000 55,000-75,000 65,000
Financial Accountant 45,000-55,000 50,000 44,000-50,000 47,000
Company Accountant – – 40,000-55,000 52,000
Management Accountant 45,000-55,000 50,000 44,000-50,000 47,000
Business/Finance Analyst* 45,000-65,000 55,000 – –
Finance Manager 55,000-65,000 63,000 50,000-60,000 55,000
Business Partner† 60,000-80,000 70,000 – –
Systems Accountant* 50,000-70,000 60,000 – –
5+ Years’ PQE** 65,000-85,000 75,000 60,000-80,000 70,000
2–4 Years’ PQE** 55,000-65,000 60,000 50,000-60,000 55,000
Recently Qualified 50,000-60,000 55,000 45,000-55,000 50,000
Newly Qualified 45,000-55,000 48,000 43,000-50,000 45,000
Corporate SME
South East England £ Range £ Typical £ Range £ Typical
Group FD/CFO* 250,000-500,000 275,000 – –
Financial Director 100,000-200,000 150,000 70,000-140,000 85,000
Financial Controller 75,000-120,000 85,000 45,000-75,000 57,000
Financial Planning & Analysis Manager* 60,000-80,000 70,000 – –
Financial Accountant 45,000-55,000 50,000 35,000-45,000 43,000
Company Accountant – – 35,000-50,000 45,000
Management Accountant 45,000-55,000 50,000 38,000-48,000 45,000
Business/Finance Analyst* 40,000-55,000 50,000 – –
Finance Manager 50,000-65,000 58,000 40,000-55,000 45,000
Business Partner† 55,000-75,000 62,500 – –
Systems Accountant* 45,000-70,000 60,000 – –
5+ Years’ PQE** 60,000-90,000 70,000 50,000-70,000 63,000
2–4 Years’ PQE** 48,000-60,000 55,000 45,000-58,000 50,000
Recently Qualified 45,000-55,000 52,000 40,000-52,000 48,000
Newly Qualified 40,000-50,000 42,000 35,000-42,000 40,000
Corporate SME
East of England £ Range £ Typical £ Range £ Typical
Group FD/CFO* 150,000-300,000 200,000 – –
Financial Director 95,000-175,000 120,000 60,000-130,000 85,000
Financial Controller 65,000-95,000 79,000 45,000-70,000 60,000
Financial Planning & Analysis Manager* 60,000-80,000 70,000 – –
Financial Accountant 40,000-55,000 44,500 33,000-48,000 45,000
Company Accountant – – 35,000-55,000 48,000
Management Accountant 40,000-55,000 48,000 33,000-48,000 45,000
Business/Finance Analyst* 45,000-55,000 48,000 – –
Finance Manager 50,000-65,000 55,000 40,000-55,000 48,000
Business Partner† 48,000-60,000 55,000 – –
Systems Accountant* 45,000-65,000 53,000 – –
5+ Years’ PQE** 55,000-90,000 75,000 50,000-80,000 65,000
2–4 Years’ PQE** 45,000-65,000 55,000 42,000-55,000 48,000
Recently Qualified 40,000-52,000 46,000 38,000-48,000 45,000
Newly Qualified 40,000-48,000 45,000 35,000-45,000 40,000
Corporate SME
South West England £ Range £ Typical £ Range £ Typical
Group FD/CFO* 200,000-500,000 250,000 – –
Financial Director 80,000-130,000 95,000 70,000-100,000 80,000
Financial Controller 50,000-80,000 74,000 35,000-60,000 45,000
Financial Planning & Analysis Manager* 55,000-80,000 63,000 – –
Financial Accountant 40,000-50,000 40,000 28,000-35,000 35,000
Company Accountant – – 30,000-45,000 35,000
Management Accountant 35,000-50,000 42,000 28,000-35,000 35,000
Business/Finance Analyst* 30,000-50,000 45,000 – –
Finance Manager 45,000-55,000 50,000 30,000-45,000 35,000
Business Partner† 45,000-65,000 55,000 – –
Systems Accountant* 30,000-60,000 40,000 – –
5+ Years’ PQE** 55,000-90,000 65,000 50,000-75,000 55,000
2–4 Years’ PQE** 40,000-55,000 47,000 35,000-50,000 45,000
Recently Qualified 36,000-45,000 39,000 30,000-43,000 38,000
Newly Qualified 35,000-40,000 37,000 28,000-37,000 36,000
* Group FD, Systems Accountant, Financial Planning & Analysis Manager, and Business/Finance Analyst are job titles not typically found within the SME finance structure. The exception to this is within the higher concentration of medium-sized businesses located in the South East and London where you may find Finance Analysts and Financial Planning & Analysis Managers. † In SMEs the role of Business Partner is typically filled by a Management Accountant. ** PQE: Post-qualified experience. NOTE: Absence of figures denotes insufficient salary data.
ACCOUNTANCY & FINANCE QUALIFIED ACCOUNTANCY
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ACC
OU
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NC
Y &
FIN
AN
CE
Qua
lified
acc
ount
ancy
Corporate SME
Wales £ Range £ Typical £ Range £ Typical
Group FD/CFO* 150,000-300,000 200,000 – –
Financial Director 80,000-110,000 90,000 70,000-110,000 80,000
Financial Controller 50,000-80,000 70,000 40,000-60,000 48,000
Financial Planning & Analysis Manager* 55,000-70,000 65,000 – –
Financial Accountant 30,000-45,000 38,000 30,000-40,000 35,000
Company Accountant – – 30,000-45,000 35,000
Management Accountant 30,000-45,000 40,000 30,000-40,000 35,000
Business/Finance Analyst* 32,000-45,000 40,000 – –
Finance Manager 32,000-45,000 40,000 30,000-45,000 35,000
Business Partner† 45,000-60,000 50,000 – –
Systems Accountant* 32,000-45,000 40,000 – –
5+ Years’ PQE** 50,000-75,000 60,000 45,000-70,000 52,000
2–4 Years’ PQE** 40,000-50,000 45,000 35,000-45,000 40,000
Recently Qualified 36,000-42,000 38,000 30,000-38,000 35,000
Newly Qualified 30,000-36,000 35,000 28,000-34,000 32,000
Corporate SME
Midlands £ Range £ Typical £ Range £ Typical
Group FD/CFO* 200,000-500,000 250,000 – –
Financial Director 90,000-200,000 130,000 60,000-150,000 90,000
Financial Controller 70,000-100,000 90,000 45,000-70,000 55,000
Financial Planning & Analysis Manager* 50,000-90,000 65,000 – –
Financial Accountant 35,000-50,000 42,000 35,000-45,000 40,000
Company Accountant – – 30,000-50,000 40,000
Management Accountant 38,000-45,000 42,000 35,000-45,000 40,000
Business/Finance Analyst* 36,000-50,000 43,000 – –
Finance Manager 45,000-60,000 50,000 35,000-45,000 40,000
Business Partner† 45,000-70,000 55,000 – –
Systems Accountant* 40,000-60,000 48,000 – –
5+ Years’ PQE** 50,000-90,000 70,000 50,000-65,000 60,000
2–4 Years’ PQE** 40,000-60,000 50,000 35,000-40,000 38,000
Recently Qualified 38,000-48,000 43,000 30,000-40,000 35,000
Newly Qualified 36,000-42,000 40,000 28,000-34,000 32,000
Corporate SME
Yorkshire and the Humber £ Range £ Typical £ Range £ Typical
Group FD/CFO* 175,000-300,000 200,000 – –
Financial Director 90,000-150,000 120,000 80,000-110,000 85,000
Financial Controller 60,000-90,000 75,000 45,000-65,000 55,000
Financial Planning & Analysis Manager* 50,000-70,000 58,000 – –
Financial Accountant 37,000-45,000 42,000 33,000-40,000 38,000
Company Accountant – – 36,000-45,000 40,000
Management Accountant 37,000-45,500 43,000 35,000-45,000 40,000
Business/Finance Analyst* 38,000-50,000 42,000 – –
Finance Manager 50,000-65,000 56,000 35,000-48,000 42,500
Business Partner† 40,000-65,000 54,000 – –
Systems Accountant* 35,000-52,000 45,000 – –
5+ Years’ PQE** 50,000-80,000 64,000 50,000-65,000 55,000
2–4 Years’ PQE** 40,000-55,000 45,000 39,000-45,000 42,000
Recently Qualified 35,000-40,000 38,000 35,000-40,000 35,000
Newly Qualified 32,000-38,000 35,000 30,000-35,000 33,000
Corporate SME
North East England £ Range £ Typical £ Range £ Typical
Group FD/CFO* 160,000-280,000 200,000 – –
Financial Director 100,000-160,000 110,000 70,000-120,000 90,000
Financial Controller 55,000-90,000 74,000 45,000-75,000 60,000
Financial Planning & Analysis Manager* 45,000-60,000 50,000 – –
Financial Accountant 35,000-45,000 42,000 32,000-45,000 38,000
Company Accountant – – 35,000-45,000 42,000
Management Accountant 35,000-45,000 42,000 32,000-45,000 38,000
Business/Finance Analyst* 35,000-50,000 45,000 – –
Finance Manager 45,000-55,000 47,000 40,000-50,000 43,000
Business Partner† 42,000-65,000 55,000 – –
Systems Accountant* 35,000-45,000 42,000 – –
5+ Years’ PQE** 50,000-80,000 65,000 50,000-75,000 60,000
2–4 Years’ PQE** 45,000-55,000 48,000 40,000-48,000 42,000
Recently Qualified 38,000-45,000 43,000 34,000-42,000 37,500
Newly Qualified 30,000-40,000 35,000 32,000-38,000 35,000
ACCOUNTANCY & FINANCE QUALIFIED ACCOUNTANCY
* Group FD, Systems Accountant, Financial Planning & Analysis Manager, and Business/Finance Analyst are job titles not typically found within the SME finance structure. The exception to this is within the higher concentration of medium-sized businesses located in the South East and London where you may find Finance Analysts and Financial Planning & Analysis Managers. † In SMEs the role of Business Partner is typically filled by a Management Accountant. ** PQE: Post-qualified experience. NOTE: Absence of figures denotes insufficient salary data.
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ACC
OU
NTA
NC
Y &
FIN
AN
CE
Qua
lified
acc
ount
ancy
Corporate SME
North West England £ Range £ Typical £ Range £ Typical
Group FD/CFO* 200,000–500,000 250,000 – –
Financial Director 95,000-175,000 115,000 70,000-110,000 90,000
Financial Controller 70,000-100,000 80,000 45,000-75,000 55,000
Financial Planning & Analysis Manager* 50,000-70,000 65,000 – –
Financial Accountant 35,000-45,000 40,000 33,000-40,000 37,000
Company Accountant – – 35,000-45,000 40,000
Management Accountant 35,000-45,000 40,000 33,000-45,000 40,000
Business/Finance Analyst* 35,000-55,000 47,000 - -
Finance Manager 45,000-65,000 55,000 38,000-55,000 47,000
Business Partner† 45,000-70,000 55,000 – –
Systems Accountant* 35,000-55,000 50,000 – –
5+ Years’ PQE** 60,000-90,000 75,000 60,000-85,000 65,000
2–4 Years’ PQE** 45,000-55,000 50,000 40,000-50,000 45,000
Recently Qualified 40,000-48,000 42,500 35,000-45,000 40,000
Newly Qualified 36,000-44,000 40,000 33,000 -37,000 35,000
Corporate SME
Northern Ireland £ Range £ Typical £ Range £ Typical
Group FD/CFO* 100,000-200,000 140,000 – –
Financial Director 80,000-120,000 100,000 60,000-100,000 80,000
Financial Controller 50,000-80,000 60,000 40,000-55,000 47,000
Financial Planning & Analysis Manager* 35,000-55,000 44,000 – –
Financial Accountant 30,000-40,000 35,000 28,000-40,000 33,000
Company Accountant – – 28,000-40,000 32,000
Management Accountant 30,000-40,000 35,000 28,000-38,000 33,000
Business/Finance Analyst* 32,000-45,000 36,000 – –
Finance Manager 30,000-48,000 40,000 35,000-48,000 36,000
Business Partner† 35,000-55,000 42,000 – –
Systems Accountant* 30,000-48,000 38,000 – –
5+ Years’ PQE** 40,000-60,000 50,000 38,000-50,000 44,000
2–4 Years’ PQE** 35,000-45,000 42,000 34,000-42,000 38,000
Recently Qualified 28,000-35,000 33,000 28,000-33,000 31,500
Newly Qualified 27,000-32,000 29,500 27,000-31,000 28,500
Corporate SME
Scotland £ Range £ Typical £ Range £ Typical
Group FD/CFO* 200,000-500,000 250,000 – –
Financial Director 100,000-180,000 130,000 60,000-100,000 65,000
Financial Controller 60,000-80,000 70,000 45,000-60,000 50,000
Financial Planning & Analysis Manager* 50,000-65,000 60,000 – –
Financial Accountant 35,000-45,000 40,000 35,000-45,000 40,000
Company Accountant – – 30,000-45,000 40,000
Management Accountant 35,000-45,000 40,000 35,000-45,000 38,000
Business/Finance Analyst* 35,000-50,000 42,000 – –
Finance Manager 40,000-60,000 50,000 40,000-50,000 42,000
Business Partner† 40,000-60,000 55,000 – –
Systems Accountant* 40,000-60,000 50,000 – –
5+ Years’ PQE** 55,000-80,000 60,000 45,000-55,000 50,000
2–4 Years’ PQE** 40,000-55,000 45,000 35,000-45,000 40,000
Recently Qualified 37,000-42,000 40,000 32,000-36,000 33,000
Newly Qualified 35,000-40,000 36,000 30,000-35,000 32,000
Dr Noel TagoeExecutive Director, CIMA Education
From talking to CIMA members, I know that they are confident about the strength of the UK economic recovery, and believe that we will see further improvement despite the uneven recovery in the Eurozone.
At this time, the focus is on helping businesses to take advantage of the improved economic conditions. The question of how to respond to a period of growth is a strategic issue and management accountants are well placed to advise on this.
Management accountants are in demand right across UK industry, but are particularly sought after in the manufacturing sector and small- to medium-sized businesses. As large companies become more active,
they are buying more goods and services from smaller organisations, multiplying the number of management accountancy jobs within supply chains.
Big Data is a major issue both for organisations and for management accountants. Today, a huge amount of information is available to businesses, but they don’t always know what they should do with it. Management accountants can help businesses to develop insight from such data – particularly non-financial data – to guide decision-making and track performance within their organisations.
The challenge that the profession faces is not a lack of understanding about what we need to do; it’s having the competencies in order to do that. We need to have our accounting technical skills and to stay abreast of new techniques and technologies. We also need an understanding of the business context in which organisations operate. Management accountants are very good at this.
Over the past year, CIMA has worked hard to develop the competencies of our members by combining creative conceptual and practice-oriented approaches to our qualifications. Our hope is that through this we will produce technical accounting experts who are also skilled in the art of persuasion. That is what UK business needs and desires.
ACCOUNTANCY & FINANCE QUALIFIED ACCOUNTANCY
* Group FD, Systems Accountant, Financial Planning & Analysis Manager, and Business/Finance Analyst are job titles not typically found within the SME finance structure. The exception to this is within the higher concentration of medium-sized businesses located in the South East and London where you may find Finance Analysts and Financial Planning & Analysis Managers. † In SMEs the role of Business Partner is typically filled by a Management Accountant. ** PQE: Post-qualified experience. NOTE: Absence of figures denotes insufficient salary data.
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OU
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AN
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Publ
ic p
ract
ice
Audit and assurance General practice
London £ Range £ Typical £ Range £ Typical
Salaried Partner 110,000-160,000 140,000 100,000-145,000 120,000
Director 75,000-110,000 98,000 75,000-100,000 90,000
Senior Manager 63,000-72,000 68,000 55,000-68,000 65,000
Manager 53,500-63,000 58,000 52,000-60,000 55,000
Qualified Senior/Executive 39,500-46,000 43,500 38,000-45,000 42,000
Audit and assurance General practice
South East England £ Range £ Typical £ Range £ Typical
Salaried Partner 100,000-150,000 120,000 75,000-100,000 90,000
Director 75,000-100,000 85,000 70,000-90,000 80,000
Senior Manager 55,000-70,000 60,000 50,000-60,000 55,000
Manager 45,000-55,000 50,000 42,000-55,000 48,000
Qualified Senior/Executive 33,000-42,000 38,000 29,000-37,000 36,000
Audit and assurance General practice
East of England £ Range £ Typical £ Range £ Typical
Salaried Partner 75,000-100,000 90,000 75,000-100,000 86,000
Director 60,000-80,000 71,000 55,000-76,000 71,000
Senior Manager 52,000-65,000 61,500 46,500-61,000 52,000
Manager 35,000-51,000 43,500 33,500-42,000 39,000
Qualified Senior/Executive 31,000-39,500 37,000 29,000-36,000 33,000
Audit and assurance General practice
South West England £ Range £ Typical £ Range £ Typical
Salaried Partner 80,000-120,000 110,000 75,000-115,000 95,000
Director 70,000-90,000 80,000 60,000-80,000 75,000
Senior Manager 50,000-70,000 57,000 48,000-58,000 52,000
Manager 40,000-50,000 46,000 35,000-45,000 42,000
Qualified Senior/Executive 30,000-37,000 33,000 27,000-33,000 31,000
Audit and assurance General practice
Wales £ Range £ Typical £ Range £ Typical
Salaried Partner 75,000-100,000 87,500 75,000-100,000 85,000
Director 60,000-90,000 75,000 55,000-70,000 65,000
Senior Manager 40,000-65,000 53,000 40,000-50,000 47,000
Manager 35,000-50,000 40,000 32,000-40,000 35,000
Qualified Senior/Executive 23,000-32,000 29,000 22,000-30,000 27,000
Audit and assurance General practice
West Midlands £ Range £ Typical £ Range £ Typical
Salaried Partner 100,000-150,000 120,000 80,000-120,000 100,000
Director 65,000-90,000 80,000 60,000-85,000 75,000
Senior Manager 50,000-70,000 60,000 45,000-55,000 50,000
Manager 42,000-50,000 45,000 35,000-47,500 42,000
Qualified Senior/Executive 32,000-39,000 34,000 25,000-35,000 32,000
Audit and assurance General practice
East Midlands £ Range £ Typical £ Range £ Typical
Salaried Partner 90,000-150,000 110,000 70,000-120,000 95,000
Director 65,000-90,000 80,000 50,000-80,000 70,000
Senior Manager 50,000-65,000 55,000 45,000-55,000 50,000
Manager 42,000-50,000 45,000 30,000-47,500 40,000
Qualified Senior/Executive 30,000-36,000 33,000 25,000-35,000 30,000
Audit and assurance General practice
Yorkshire and the Humber £ Range £ Typical £ Range £ Typical
Salaried Partner 80,000-120,000 110,000 70,000-110,000 90,000
Director 60,000-90,000 80,000 60,000-80,000 70,000
Senior Manager 50,000-65,000 55,000 45,000-55,000 50,000
Manager 40,000-50,000 45,000 35,000-48,000 40,000
Qualified Senior/Executive 28,000-38,000 34,000 25,000-32,000 29,000
ACCOUNTANCY & FINANCE PUBLIC PRACTICE
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CE
Publ
ic p
ract
ice
Audit and assurance General practice
North East England £ Range £ Typical £ Range £ Typical
Salaried Partner 90,000-150,000 110,000 70,000-120,000 90,000
Director 65,000-90,000 79,000 50,000-80,000 70,000
Senior Manager 50,000-65,000 55,000 35,000-55,000 52,000
Manager 42,000-50,000 45,000 30,000-47,500 40,000
Qualified Senior/Executive 30,000-36,000 34,000 25,000-35,000 30,000
Audit and assurance General practice
North West England £ Range £ Typical £ Range £ Typical
Salaried Partner 90,000-140,000 115,000 75,000-100,000 90,000
Director 70,000-95,000 80,000 60,000-80,000 70,000
Senior Manager 55,000-70,000 64,000 45,000-60,000 55,000
Manager 42,000-50,000 48,000 35,000-50,000 43,000
Qualified Senior/Executive 32,000-38,000 34,000 28,000-34,000 32,000
Audit and assurance General practice
Northern Ireland £ Range £ Typical £ Range £ Typical
Salaried Partner 75,000-100,000 85,000 75,000-100,000 85,000
Director 60,000-80,000 65,000 60,000-70,000 65,000
Senior Manager 45,000-60,000 55,000 47,000-55,000 50,000
Manager 35,000-40,000 38,000 35,000-40,000 37,000
Qualified Senior/Executive 26,000-28,000 27,000 26,000-28,000 26,500
Audit and assurance General practice
Scotland £ Range £ Typical £ Range £ Typical
Salaried Partner 80,000-100,000 95,000 75,000-95,000 85,000
Director 70,000-90,000 80,000 60,000-75,000 72,000
Senior Manager 50,000-65,000 55,000 46,000-55,000 50,000
Manager 38,000-45,000 42,000 35,000-42,000 39,000
Qualified Senior/Executive 30,000-40,000 34,000 30,000-35,000 34,000
Atholl Duncan Executive Director, UK and Global ICAS
Change is sweeping through the accountancy profession on the back of regulatory and technological developments that have accelerated over the past 12 months. This is particularly evident within audit following the European Parliament and UK Competition and Markets Authority (CMA) rulings that major listed companies must put their audit out for tender every 10 years. While the new reforms have not yet been enacted, they have still led to an increase in the volume of audit retenders on the grounds of good corporate governance.
With so many audits being retendered, the biggest audit firms must assess the skills they have for winning new business and for creating more flexible teams to work in the new environment. This means equipping their professional staff at all levels with networking and new-business skills and encouraging agility.
Earlier this year, we undertook a survey of our members who are finance directors (FDs). Nearly three-quarters (72%) of them expected their organisations to grow modestly over the next 12 months. And from talking to FDs, I know that many are indeed cautiously optimistic. They are investing more and recruiting more as a result. But while confidence is generally improving in response to the UK’s improved economic outlook, smaller businesses don’t tend to be quite as bullish as their larger peers. Small and medium-sized enterprises continue to be frustrated by the terms and inaccessibility of bank finance and the reduced availability of equity funding. The smaller the organisation, the bigger the issue that funding tends to be.
Following the outcome of the Scottish independence referendum in September, businesses are keen to put an end to the uncertainty that impacted on businesses both north and south of the border.
The new uncertainty relates to how powers will be devolved around the UK. Businesses will be keen to understand what that will mean, particularly in the areas of taxation and regulation. It is key to ensure that the changes are good for business and wealth creation.
ACCOUNTANCY & FINANCE PUBLIC PRACTICE
David Woodgate Chief Executive, Institute of Financial Accountants
While the UK’s economy has grown over the past year, the outlook for the country’s small and micro business owners is still uncertain.
The result of the Scottish independence referendum has removed concerns over currency risk and regulation, but ambiguities remain in the form of the outcome of the 2015 General Election, and what effect that will have on the business climate, as well as the possibility of a referendum on membership of the European Union in 2017. Although there is evidence of business confidence returning within the micro and small business segments, political and economic uncertainties continue to be an issue.
Many of our members are either sole practitioners or work in two- or three-partner firms. Their client bases largely consist of small or micro businesses with less than 10 employees. As such, they are acutely tuned in to the issues facing the real economy. Our recent Business Barometer, emphasised three key points. Firstly, cash is still king for SMEs. Secondly, banks are not yet lending sufficiently to the smallest end of the SME sector. Thirdly, red tape is holding back business growth.
Looking to the future, there are question marks over the impact of higher interest rates on the UK economy. A lot of businesses have struggled by while interest rates have been low, but will they be in sufficient financial health to cope with higher borrowing costs once interest rates rise?
Politicians often tout SMEs as being the backbone of the UK economy. While this is true – government figures from 2013 show that they account for 99.9% of all private-sector businesses in the UK and 59.3% of private-sector employment – political leaders from all parties generally struggle to understand SMEs, particularly the very smallest businesses. This is something that they will need to address if they are to put the country on a sustainable economic footing for the future.
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AN
CE
Taxa
tion
South East England £ Range £ Typical
Head of Tax/Director 100,000-250,000 150,000
Group Tax Manager 80,000-130,000 95,000
Senior/International Tax Manager 60,000-95,000 85,000
Tax Manager 55,000-75,000 65,000
Tax Accountant 40,000-60,000 50,000
Transfer Pricing Manager 65,000-90,000 75,000
VAT Director 60,000-90,000 70,000
VAT Accountant 35,000-50,000 45,000
Customs & Excise Manager 50,000-65,000 60,000
East of England £ Range £ Typical
Head of Tax/Director 90,000-140,000 110,000
Group Tax Manager 75,000-95,000 85,000
Senior/International Tax Manager 65,000-85,000 75,000
Tax Manager 48,000-60,000 55,000
Tax Accountant 35,000-45,000 42,500
Transfer Pricing Manager 60,000-80,000 65,000
VAT Director 70,000-100,000 80,000
VAT Accountant 40,000-50,000 45,000
Customs & Excise Manager 45,000-60,000 60,000
South West England £ Range £ Typical
Head of Tax/Director 90,000-150,000 120,000
Group Tax Manager 75,000-100,000 80,000
Senior/International Tax Manager 55,000-75,000 65,000
Tax Manager 45,000-60,000 55,000
Tax Accountant 35,000-45,000 40,000
Transfer Pricing Manager 60,000-80,000 70,000
VAT Director 60,000-90,000 70,000
VAT Accountant 40,000-60,000 50,000
Customs & Excise Manager 45,000-60,000 60,000
Wales £ Range £ Typical
Head of Tax/Director 70,000-120,000 90,000
Group Tax Manager 60,000-80,000 68,000
Senior/International Tax Manager 50,000-65,000 60,000
Tax Manager 40,000-50,000 45,000
Tax Accountant 45,000-55,000 42,000
Transfer Pricing Manager 45,000-75,000 55,000
VAT Director 60,000-90,000 75,000
VAT Accountant 40,000-60,000 45,000
Customs & Excise Manager 35,000-45,000 42,000
Midlands £ Range £ Typical
Head of Tax/Director 90,000-150,000 120,000
Group Tax Manager 75,000-100,000 80,000
Senior/International Tax Manager 55,000-75,000 65,000
Tax Manager 45,000-60,000 55,000
Tax Accountant 35,000-45,000 40,000
Transfer Pricing Manager 60,000-80,000 70,000
VAT Director 60,000-90,000 70,000
VAT Accountant 40,000-60,000 50,000
Customs & Excise Manager 50,000-75,000 60,000
Yorkshire and the Humber £ Range £ Typical
Head of Tax/Director 80,000-120,000 100,000
Group Tax Manager 65,000-95,000 80,000
Senior/International Tax Manager 65,000-80,000 70,000
Tax Manager 48,000-60,000 55,000
Tax Accountant 35,000-46,000 40,000
Transfer Pricing Manager 60,000-75,000 70,000
VAT Director 60,000-90,000 70,000
VAT Accountant 35,000-50,000 42,000
Customs & Excise Manager 45,000-60,000 60,000
North East England £ Range £ Typical
Head of Tax/Director 80,000-120,000 100,000
Group Tax Manager 65,000-95,000 80,000
Senior/International Tax Manager 65,000-80,000 70,000
Tax Manager 48,000-60,000 55,000
Tax Accountant 35,000-46,000 40,000
Transfer Pricing Manager 60,000-75,000 70,000
VAT Director 60,000-90,000 70,000
VAT Accountant 35,000-50,000 42,000
Customs & Excise Manager 45,000-60,000 60,000
North West England £ Range £ Typical
Head of Tax/Director 90,000-150,000 120,000
Group Tax Manager 75,000-100,000 80,000
Senior/International Tax Manager 55,000-75,000 65,000
Tax Manager 45,000-60,000 55,000
Tax Accountant 35,000-45,000 40,000
Transfer Pricing Manager 60,000-80,000 70,000
VAT Director 60,000-90,000 70,000
VAT Accountant 40,000-60,000 50,000
Customs & Excise Manager 45,000-60,000 60,000
Scotland £ Range £ Typical
Head of Tax/Director 70,000-120,000 90,000
Group Tax Manager 60,000-80,000 68,000
Senior/International Tax Manager 50,000-65,000 60,000
Tax Manager 40,000-50,000 45,000
Tax Accountant 45,000-55,000 42,000
Transfer Pricing Manager 45,000-75,000 55,000
VAT Director 60,000-90,000 75,000
VAT Accountant 40,000-60,000 45,000
Customs & Excise Manager 35,000-45,000 42,000
ACCOUNTANCY & FINANCE TAXATION
In-house
FTSE 100/250 FS LTD/SME
London £ Range £ Typical £ Range £ Typical £ Range £ Typical
Head of Tax/Director 100,000-250,000 150,000 120,000-300,000 150,000 85,000-150,000 120,000
Group Tax Manager 80,000-130,000 95,000 80,000-130,000 120,000 70,000-110,000 85,000
Senior/International Tax Manager 60,000-95,000 85,000 70,000-100,000 85,000 60,000-80,000 75,000
Tax Manager 55,000-75,000 65,000 55,000-70,000 62,000 50,000-65,000 60,000
Tax Accountant 40,000-60,000 50,000 43,000-50,000 48,000 35,000-55,000 47,000
Transfer Pricing Manager 65,000-90,000 75,000 50,000-70,000 60,000 50,000-80,000 60,000
VAT Director 85,000-120,000 95,000 80,000-150,000 100,000 80,000-110,000 90,000
VAT Accountant 35,000-50,000 45,000 40,000-50,000 45,000 35,000-45,000 40,000
Customs & Excise Manager 60,000-75,000 65,000 50,000-70,000 65,000 50,000-65,000 55,000
Employee/Expat/Trusts Director 75,000-95,000 80,000 75,000-100,000 80,000 75,000-95,000 75,000
Employee/Expat/Trusts Manager 50,000-75,000 60,000 50,000-85,000 60,000 50,000-75,000 55,000
Employee/Expat/Trusts Assistant 40,000-50,000 45,000 40,000-50,000 45,000 35,000-45,000 40,000
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Practice
London Big 4 Top 50 Below Top 50
Corporate/VAT £ Range £ Typical £ Range £ Typical £ Range £ Typical
Partner* 300,000-1,000,000 500,000 100,000-350,000 200,000 70,000-250,000 150,000
Director 100,000-200,000 150,000 90,000-150,000 100,000 70,000-110,000 90,000
Senior Manager 70,000 -110,000 85,000 60,000-85,000 70,000 60,000-80,000 69,000
Manager 50,000-65,000 60,000 48,000-60,000 55,000 45,000-60,000 50,000
Assistant Manager/Supervisor 40,000-55,000 48,000 42,000-50,000 45,000 42,000-50,000 45,000
Senior 38,000-45,000 42,000 34,000-44,000 40,000 32,000-42,000 38,000
Assistant 27,000-35,000 30,000 24,000-32,000 28,000 23,000-28,000 26,000
Personal/Expat/Employee/Trusts £ Range £ Typical £ Range £ Typical £ Range £ Typical
Partner* 300,000-1,000,000 500,000 100,000-350,000 200,000 70,000-250,000 150,000
Director 100,000-200,000 150,000 90,000-150,000 100,000 70,000-110,000 85,000
Senior Manager 70,000 -110,000 85,000 60,000-85,000 70,000 60,000-80,000 69,000
Manager 50,000-65,000 60,000 48,000-60,000 55,000 45,000-60,000 50,000
Assistant Manager/Supervisor 40,000-55,000 48,000 42,000-50,000 45,000 42,000-50,000 44,000
Senior 38,000-45,000 42,000 34,000-44,000 38,000 32,000-42,000 36,000
Assistant 27,000-35,000 30,000 24,000-32,000 28,000 23,000-28,000 25,000
South East England Big 4 Top 50 Below Top 50
Corporate/VAT £ Range £ Typical £ Range £ Typical £ Range £ Typical
Partner* 200,000-800,000 400,000 100,000-300,000 200,000 70,000-120,000 110,000
Director 80,000-150,000 110,000 90,000-130,000 100,000 65,000-85,000 70,000
Senior Manager 70,000-90,000 80,000 55,000-77,000 65,000 53,000-60,000 56,000
Manager 50,000-65,000 60,000 45,000-55,000 50,000 38,000-53,000 44,000
Assistant Manager/Supervisor 35,000-48,000 45,000 34,000-43,000 41,000 34,000-40,000 36,000
Senior 36,000-43,000 40,000 26,000-40,000 33,000 25,000-36,000 28,000
Assistant 24,000-30,000 26,500 20,000-27,000 24,000 18,000-25,000 23,000
Personal/Expat/Employee/Trusts £ Range £ Typical £ Range £ Typical £ Range £ Typical
Partner* 200,000-800,000 400,000 100,000-300,000 200,000 70,000-120,000 110,000
Director 80,000-150,000 110,000 90,000-130,000 100,000 65,000-110,000 70,000
Senior Manager 70,000-90,000 80,000 55,000-70,000 65,000 55,000-60,000 56,000
Manager 50,000-65,000 60,000 45,000-55,000 50,000 40,000-50,000 44,000
Assistant Manager/Supervisor 36,000-48,000 45,000 34,000-43,000 41,000 30,000-40,000 36,000
Senior 36,000-43,000 40,000 26,000-38,000 32,000 25,000-33,000 29,000
Assistant 22,000-30,000 26,500 20,000-27,000 24,000 18,000-25,000 22,000
ACC
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NTA
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FIN
AN
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Taxa
tion
* Tax partner salaries given here are based on total remuneration, including basic salary, bonus, car/car allowance, pension etc.
ACCOUNTANCY & FINANCE TAXATION
East of England Big 4 Top 50 Below Top 50
Corporate/VAT £ Range £ Typical £ Range £ Typical £ Range £ Typical
Partner* 200,000-800,000 380,000 95,000-200,000 140,000 70,000-130,000 95,000
Director 80,000-150,000 110,000 75,000-110,000 90,000 65,000-95,000 75,000
Senior Manager 65,000-80,000 70,000 55,000-80,000 65,000 55,000-70,000 60,000
Manager 47,000-65,000 55,000 45,000-58,000 50,000 40,000-55,000 45,000
Assistant Manager/Supervisor 36,000-45,000 40,000 33,000-42,000 38,000 32,000-40,000 35,000
Senior 28,000-35,000 32,000 25,000-32,000 30,000 23,000-29,000 26,000
Assistant 22,000-27,000 25,000 20,000-25,500 23,000 18,000-22,000 20,000
Personal/Expat/Employee/Trusts £ Range £ Typical £ Range £ Typical £ Range £ Typical
Partner* 200,000-800,000 380,000 95,000-175,000 120,000 75,000-120,000 90,000
Director 80,000-150,000 110,000 70,000-110,000 85,000 67,000-95,000 75,000
Senior Manager 58,000-80,000 65,000 55,000-70,000 60,000 40,000-60,000 55,000
Manager 45,000-58,000 55,000 45,000-58,000 50,000 35,500-45,000 40,000
Assistant Manager/Supervisor 35,000-45,000 40,000 33,000-42,000 37,000 30,000-38,000 33,000
Senior 27,000-35,000 32,000 25,000-32,000 28,000 21,000-28,000 25,000
Assistant 21,000-26,500 24,000 19,000-25,000 22,000 16,000-22,000 18,000
South West England Big 4 Top 50 Below Top 50
Corporate/VAT £ Range £ Typical £ Range £ Typical £ Range £ Typical
Partner* 200,000-800,000 400,000 80,000-190,000 150,000 70,000-120,000 85,000
Director 80,000-150,000 110,000 70,000-90,000 80,000 55,000-80,000 65,000
Senior Manager 52,000-85,000 70,000 50,000-70,000 58,000 45,000-60,000 50,000
Manager 42,000-50,000 48,000 40,000-50,000 45,000 35,000-45,000 40,000
Assistant Manager/Supervisor 34,000-41,000 38,000 30,000-39,000 35,000 28,000-35,000 32,000
Senior 30,000-37,000 35,000 28,000-33,000 30,000 25,000-31,000 28,000
Assistant 20,000-25,000 23,000 18,000-25,000 20,000 18,000- 23,000 19,000
Personal/Expat/Employee/Trusts £ Range £ Typical £ Range £ Typical £ Range £ Typical
Partner* 200,000-800,000 400,000 80,000-190,000 150,000 70,000-90,000 75,000
Director 80,000-150,000 110,000 70,000-90,000 80,000 55,000-80,000 60,000
Senior Manager 50,000-75,000 70,000 48,000-68,000 58,000 45,000-60,000 50,000
Manager 40,000-50,000 48,000 40,000-50,000 45,000 35,000-45,000 40,000
Assistant Manager/Supervisor 33,000-40,000 38,000 30,000-38,000 35,000 28,000-33,000 32,000
Senior 30,000-36,000 35,000 28,000-33,000 30,000 25,000-30,000 28,000
Assistant 20,000-25,000 23,000 18,000-25,000 20,000 18,000-23,000 19,000
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Yorkshire and the Humber Big 4 Top 50 Below Top 50
Corporate/VAT £ Range £ Typical £ Range £ Typical £ Range £ Typical
Partner* 200,000-800,000 330,000 100,000-200,000 130,000 60,000-150,000 90,000
Director 80,000-150,000 110,000 65,000-120,000 70,000 50,000-80,000 60,000
Senior Manager 55,000-80,000 65,000 50,000-65,000 55,000 40,000-55,000 50,000
Manager 40,000-55,000 48,000 35,000-50,000 45,000 32,000-40,000 38,000
Assistant Manager/Supervisor 35,000-40,000 38,000 32,000-38,000 35,000 30,000-35,000 32,000
Senior 32,000-37,000 35,000 28,000-35,000 33,000 25,000-30,000 28,000
Assistant 20,000-30,000 25,000 18,000-25,000 23,000 16,000-20,000 18,000
Personal/Expat/Employee/Trusts £ Range £ Typical £ Range £ Typical £ Range £ Typical
Partner* 200,000-800,000 330,000 100,000-200,000 130,000 60,000-150,000 90,000
Director 80,000-150,000 100,000 65,000-120,000 70,000 50,000-80,000 60,000
Senior Manager 50,000-80,000 65,000 45,000-65,000 55,000 40,000-50,000 50,000
Manager 35,000-55,000 48,000 32,000-45,000 40,000 30,000-36,000 35,000
Assistant Manager/Supervisor 35,000-40,000 37,500 32,000-38,000 35,000 28,000-35,000 32,000
Senior 30,000-35,000 35,000 26,000-33,000 30,000 25,000-28,000 26,000
Assistant 18,000-28,000 25,000 18,000-25,000 23,000 16,000-20,000 18,000
North East England Big 4 Top 50 Below Top 50
Corporate/VAT £ Range £ Typical £ Range £ Typical £ Range £ Typical
Partner* 200,000-800,000 320,000 100,000-250,000 150,000 70,000-150,000 80,000
Director 80,000-150,000 100,000 70,000-100,000 80,000 60,000-90,000 65,000
Senior Manager 55,000-80,000 70,000 50,000-70,000 60,000 45,000-55,500 50,000
Manager 40,000-50,000 45,000 35,000-50,000 40,000 35,000-45,000 38,000
Assistant Manager/Supervisor 35,000-40,000 38,000 32,000-40,000 35,000 28,000-35,000 32,000
Senior 30,000-35,000 33,000 28,000-35,000 30,000 22,000-33,000 28,000
Assistant 22,000-27,000 24,000 20,000-25,000 22,000 17,000-22,000 20,000
Personal/Expat/Employee/Trusts £ Range £ Typical £ Range £ Typical £ Range £ Typical
Partner* 200,000-800,000 320,000 100,000-250,000 150,000 70,000-150,000 80,000
Director 80,000-150,000 100,000 70,000-100,000 80,000 60,000-90,000 65,000
Senior Manager 55,000-75,000 70,000 45,000-60,000 55,000 40,000-50,000 50,000
Manager 35,000-55,000 45,000 32,000-45,000 40,000 30,000-36,000 35,000
Assistant Manager/Supervisor 33,000-55,000 37,500 32,000-40,000 35,000 30,000-36,000 32,000
Senior 25,000-35,000 32,000 26,000-32,000 30,000 25,000-30,000 28,000
Assistant 17,000-27,000 24,000 18,000-25,000 22,000 16,000-22,000 18,000
ACC
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FIN
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Taxa
tion
ACCOUNTANCY & FINANCE TAXATION
Practice
Wales Big 4 Top 50 Below Top 50
Corporate/VAT £ Range £ Typical £ Range £ Typical £ Range £ Typical
Partner* 200,000-800,000 400,000 80,000-150,000 100,000 70,000-90,000 75,000
Director 80,000-150,000 100,000 70,000-90,000 80,000 55,000-80,000 60,000
Senior Manager 52,000-85,000 70,000 50,000-70,000 60,000 45,000-60,000 55,000
Manager 42,000-50,000 48,000 40,000-50,000 45,000 35,000-45,000 38,000
Assistant Manager/Supervisor 34,000-41,000 36,000 30,000-39,000 34,000 28,000-35,000 32,000
Senior 30,000-37,000 34,000 28,000-33,000 30,000 25,000-31,000 28,000
Assistant 20,000-25,000 22,000 18,000-25,000 20,000 18,000-23,000 18,000
Personal/Expat/Employee/Trusts £ Range £ Typical £ Range £ Typical £ Range £ Typical
Partner* 200,000-800,000 400,000 80,000-150,000 100,000 70,000-90,000 75,000
Director 80,000-150,000 100,000 70,000-90,000 80,000 55,000-80,000 60,000
Senior Manager 50,000-75,000 70,000 48,000-68,000 60,000 45,000-60,000 55,000
Manager 40,000-50,000 48,000 40,000-50,000 45,000 35,000-45,000 38,000
Assistant Manager/Supervisor 33,000-40,000 36,000 30,000-38,000 34,000 28,000-33,000 32,000
Senior 30,000-36,000 34,000 28,000-33,000 30,000 25,000-30,000 28,000
Assistant 20,000-25,000 22,000 18,000-25,000 20,000 18,000-23,000 20,000
Midlands Big 4 Top 50 Below Top 50
Corporate/VAT £ Range £ Typical £ Range £ Typical £ Range £ Typical
Partner* 200,000-800,000 380,000 90,000-350,000 200,000 70,000-250,000 130,000
Director 80,000-150,000 110,000 70,000-100,000 80,000 60,000-75,000 70,000
Senior Manager 55,000-85,000 70,000 50,000-75,000 65,000 48,000-60,000 50,000
Manager 42,000-53,000 46,000 40,000-50,000 42,000 35,000-45,000 38,000
Assistant Manager/Supervisor 35,000-43,000 38,000 32,000-37,000 35,000 30,000-35,000 33,000
Senior 30,000-34,000 32,000 28,000-32,000 30,000 26,000-30,000 27,000
Assistant 23,000-28,000 24,000 21,000-24,000 22,000 20,000-24,000 21,000
Personal/Expat/Employee/Trusts £ Range £ Typical £ Range £ Typical £ Range £ Typical
Partner* 200,000-800,000 380,000 90,000-350,000 200,000 75,000-250,000 130,000
Director 80,000-150,000 110,000 70,000-100,000 80,000 55,000-75,000 70,000
Senior Manager 53,000-85,000 70,000 50,000-75,000 65,000 45,000-55,000 50,000
Manager 41,000-53,000 45,000 40,000-50,000 42,000 35,000-45,000 38,000
Assistant Manager/Supervisor 35,000-40,000 38,000 32,000-37,000 35,000 30,000-35,000 32,000
Senior 30,000-34,000 32,000 28,000-32,000 30,000 26,000-30,000 27,000
Assistant 23,000-28,000 24,000 21,000-24,000 22,000 18,000-21,000 20,000
* Tax partner salaries given here are based on total remuneration, including basic salary, bonus, car/car allowance, pension etc.
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Practice
North West England Big 4 Top 50 Below Top 50
Corporate/VAT £ Range £ Typical £ Range £ Typical £ Range £ Typical
Partner* 200,000-800,000 380,000 90,000-350,000 200,000 70,000-250,000 130,000
Director 80,000-150,000 110,000 70,000-100,000 80,000 55,000-75,000 70,000
Senior Manager 53,000-85,000 70,000 50,000-75,000 64,000 45,000-55,000 50,000
Manager 41,000-53,000 45,000 40,000-50,000 42,000 35,000-45,000 38,000
Assistant Manager/Supervisor 35,000-40,000 38,000 32,000-37,000 35,000 30,000-35,000 32,000
Senior 30,000-34,000 32,000 28,000-34,000 32,000 26,000-33,000 28,000
Assistant 23,000-28,000 24,000 21,000-24,000 22,000 18,500-21,000 20,000
Personal/Expat/Employee/Trusts £ Range £ Typical £ Range £ Typical £ Range £ Typical
Partner* 200,000-800,000 380,000 90,000-350,000 200,000 70,000-150,000 90,000
Director 80,000-150,000 110,000 70,000-100,000 80,000 55,000-75,000 70,000
Senior Manager 53,000-85,000 70,000 50,000-75,000 64,000 45,000-55,000 50,000
Manager 41,000-53,000 45,000 40,000-50,000 42,000 35,000-45,000 38,000
Assistant Manager/Supervisor 35,000-40,000 38,000 32,000-37,000 35,000 30,000-35,000 31,500
Senior 30,000-40,000 33,000 26,000-33,000 32,000 26,000-30,000 28,000
Assistant 23,000-28,000 24,000 21,000-24,000 22,000 18,500-21,000 20,000
Northern Ireland Big 4 Other
Corporate/VAT £ Range £ Typical £ Range £ Typical
Partner* 200,000-600,000 400,000 65,000-90,000 85,000
Director 70,000-100,000 85,000 55,000-70,000 65,000
Senior Manager 50,000-67,000 58,000 45,000-55,000 48,000
Manager 36,000-42,000 40,000 35,000-40,000 37,000
Assistant Manager/Supervisor 31,000-33,000 32,000 31,000-33,000 32,000
Senior 26,000-28,000 27,500 23,000-27,000 24,000
Assistant 14,000-18,000 16,000 14,000-18,000 16,000
Personal/Expat/Employee/Trusts £ Range £ Typical £ Range £ Typical
Partner* 200,000-600,000 400,000 65,000-90,000 85,000
Director 70,000-100,000 85,000 55,000-70,000 65,000
Senior Manager 50,000-67,000 58,000 45,000-55,000 48,000
Manager 36,000-42,000 40,000 35,000-40,000 37,000
Assistant Manager/Supervisor 31,000-33,000 32,000 31,000-33,000 32,000
Senior 26,000-28,000 27,500 23,000-27,000 24,000
Assistant 14,000-18,000 16,000 14,000-18,000 16,000
Scotland Big 4 Top 50 Below Top 50
Corporate/VAT £ Range £ Typical £ Range £ Typical £ Range £ Typical
Partner* 200,000-800,000 400,000 80,000-150,000 100,000 70,000-90,000 75,000
Director 80,000-150,000 100,000 60,000-100,000 75,000 50,000-80,000 60,000
Senior Manager 55,000-85,000 65,000 42,500-65,000 58,000 40,000-60,000 50,000
Manager 41,000-55,000 48,000 40,000-50,000 45,000 34,000-45,000 42,000
Assistant Manager/Supervisor 35,000-43,500 40,000 32,000-40,000 35,000 32,000-37,000 34,000
Senior 29,000-36,000 34,000 28,000-35,000 32,000 22,500-27,500 24,000
Assistant 20,000-28,000 24,000 18,000-28,000 22,000 17,000-20,000 18,000
Personal/Expat/Employee/Trusts £ Range £ Typical £ Range £ Typical £ Range £ Typical
Partner* 200,000-800,000 400,000 80,000-150,000 100,000 70,000-90,000 75,000
Director 80,000-150,000 100,000 60,000-100,000 75,000 50,000-80,000 60,000
Senior Manager 50,000-80,000 65,000 40,000-70,000 55,000 40,000-60,000 50,000
Manager 38,000-60,000 48,000 36,000-48,000 45,000 34,000-45,000 42,000
Assistant Manager/Supervisor 32,500-42,500 40,000 32,000-40,000 36,000 32,000-37,000 34,000
Senior 25,000-35,000 32,000 25,000-34,000 31,000 22,500-27,500 24,000
Assistant 16,750-26,500 22,000 16,500-25,000 20,000 17,000-20,000 18,000
ACC
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tion
Peter FanningChief Executive, The Chartered Institute of Taxation
The tax profession has been in the spotlight over the past few years, taking flak, much of it unfair and ill-informed, from politicians and the media. However, as HMRC readily acknowledge, they couldn’t run the tax system without us. Despite attempts by the Government to simplify things, tax remains a complex area, many taxpayers need professional help and demand for tax professionals will continue to grow as the economy improves.
Times change and tax experts work with governments to update tax systems accordingly – as with the current OECD corporate tax project. The internet continues to change the way we do business and the globalisation of business operations adds to the complexity of the tax system, creating demand for skilled professionals.
There are increasing opportunities for tax professionals to move overseas, specialising in international tax or advising businesses and personal taxpayers outside the country on UK tax law.
Leadership at HMRC is more stable than it has been for years and we continue to work closely with them and other government departments to try to make the tax system simpler, clearer and more efficient. For example, we worked with them on the new Real Time Information (RTI) system and managed to persuade them to ease the burdens for smaller businesses. Now we’re trying to persuade them to act more quickly on the data they are collecting so fewer people end up over-paying or under-paying tax each year.
The Government’s proposals for direct recovery of tax debt are a big current concern. Of course the authorities need to be able to collect debt owed, but the record shows HMRC are not infallible. There should be some form of judicial oversight required before anyone, including government departments, can take money directly from a citizen or business’s bank account.
The biggest challenge for 2015 will be how the industry manages with a growing economy as taxpayers seek more help and advice. The general election in May will be watched with interest. A new government with new tax policies will mean more changes for tax advisers to adapt to – but also a wave of new opportunities for the profession.
ACCOUNTANCY & FINANCE TAXATION
* Tax partner salaries given here are based on total remuneration, including basic salary, bonus, car/car allowance, pension etc.
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ACC
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FIN
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Trea
sury
FTSE 100/250 SME
London* £ Range £ Typical £ Range £ Typical
Group Treasurer 150,000-200,000 165,000 100,000-150,000 115,000
Assistant Treasurer 100,000-170,000 115,000 70,000-95,000 78,000
Treasury Manager 55,000-80,000 69,000 45,000-60,000 58,000
Treasury Accountant 40,000-70,000 50,000 35,000-50,000 47,000
Treasury Analyst 35,000-50,000 44,500 30,000-40,000 35,000
FTSE 100/250 SME
South East England £ Range £ Typical £ Range £ Typical
Group Treasurer 80,000-160,000 120,000 50,000-80,000 74,000
Assistant Treasurer 80,000-110,000 90,000 45,000-60,000 55,000
Treasury Manager 50,000-80,000 60,000 40,000-55,000 50,000
Treasury Accountant 40,000-70,000 50,000 35,000-45,000 40,000
Treasury Analyst 35,000-50,000 40,000 30,000-35,000 32,000
FTSE 100/250 SME
South West England £ Range £ Typical £ Range £ Typical
Group Treasurer 90,000-140,000 100,000 50,000-70,000 60,000
Assistant Treasurer 65,000-75,000 70,000 40,000-55,000 45,000
Treasury Manager 40,000-55,000 45,000 35,000-45,000 40,000
Treasury Accountant 32,000-38,000 36,000 28,000-34,000 32,000
Treasury Analyst 24,000-29,000 27,000 23,000-30,000 25,000
FTSE 100/250 SME
Wales £ Range £ Typical £ Range £ Typical
Group Treasurer 90,000-140,000 100,000 50,000-70,000 60,000
Assistant Treasurer 65,000-75,000 70,000 40,000-55,000 45,000
Treasury Manager 40,000-55,000 45,000 35,000-45,000 40,000
Treasury Accountant 32,000-38,000 36,000 28,000-34,000 32,000
Treasury Analyst 24,000-29,000 27,000 23,000-30,000 25,000
FTSE 100/250 SME
West Midlands £ Range £ Typical £ Range £ Typical
Group Treasurer 90,000-150,000 110,000 60,000-85,000 80,000
Assistant Treasurer 65,000-90,000 80,000 50,000-70,000 65,000
Treasury Manager 40,000-70,000 55,000 35,000-50,000 44,500
Treasury Accountant 35,000-45,000 40,000 30,000-40,000 35,000
Treasury Analyst 24,000-34,000 29,500 24,000-35,000 28,000
FTSE 100/250 SME
East Midlands £ Range £ Typical £ Range £ Typical
Group Treasurer 90,000–130,000 110,000 60,000-85,000 80,000
Assistant Treasurer 65,000–85,000 80,000 50,000-68,000 64,000
Treasury Manager 40,000–60,000 45,000 40,000-50,000 42,000
Treasury Accountant 35,000–45,000 38,000 30,000-40,000 32,000
Treasury Analyst 24,000–34,000 28,000 25,000-31,000 27,000
FTSE 100/250 SME
North East England £ Range £ Typical £ Range £ Typical
Group Treasurer 100,000-140,000 110,000 80,000-90,000 85,000
Assistant Treasurer 75,000-90,000 80,000 50,000-70,000 55,000
Treasury Manager 40,000-55,000 47,000 40,000-50,000 42,000
Treasury Accountant 35,000-45,000 40,000 30,000-40,000 32,000
Treasury Analyst 25,000-35,000 29,000 23,000-28,000 25,000
FTSE 100/250 SME
North West England £ Range £ Typical £ Range £ Typical
Group Treasurer 100,000-140,000 110,000 80,000-90,000 85,000
Assistant Treasurer 75,000-90,000 80,000 50,000-70,000 55,000
Treasury Manager 40,000-50,000 45,000 40,000-45,000 43,000
Treasury Accountant 35,000-45,000 40,000 30,000-40,000 34,000
Treasury Analyst 25,000-30,000 28,000 20,000-26,000 23,000
FTSE 100/250 SME
Scotland £ Range £ Typical £ Range £ Typical
Group Treasurer 80,000-110,000 90,000 50,000-80,000 65,000
Assistant Treasurer 70,000-90,000 80,000 45,000-60,000 55,000
Treasury Manager 50,000-80,000 60,000 35,000-60,000 50,000
Treasury Accountant 40,000-60,000 45,000 35,000-45,000 40,000
Treasury Analyst 35,000-50,000 40,000 30,000-38,000 34,000
* London has seen the introduction of new roles e.g. Treasury Dealer earning 40-55k with typical 50k in FTSE100/250 organisations, or typical 45k in SMEs and Treasury Assistant paying 20-30k with typical 26k in FTSE100/250 organisations and 24k in SMEs.
ACCOUNTANCY & FINANCE TREASURY
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Peter MatzaEngagement Director, Association of Corporate Treasurers
In our view, treasurers are largely cautious about the recovery from the financial crisis. Yet as the global economy builds, growth is high on the corporate agenda and treasurers hold the key to building the infrastructure necessary to achieve businesses’ strategic objectives. The treasury team is at the heart of the growth agenda and the relationship between the treasurer and CFO, and indeed the board as a whole, is vital. They must also extend these relationships to manage dealings with external stakeholders such as investors, regulators and analysts.
Treasurers need to seize the growing opportunities that exist for them. This means knowing how best to structure deals, considering M&A activity (both acquisition and divestment) and looking at corporate restructuring in light of regulatory change. Regulation continues to stay the front of our minds in treasury and there are currently three main issues treasurers have to deal with.
The first of these is the unintended consequences of attempts made by regulators to address systemic issues in the financial services sector, which have had an impact on non-financial corporates. In many instances regulators have paid little heed to the warnings of treasurers about the effects on the real economy, especially in capital raising and effective hedging.
Secondly, regulators have historically not acted on a global basis, which has led to asymmetries between the US and Europe, both in reporting requirements for derivative transactions to authorities, and the trade repositories created with the aim of providing greater pricing transparency.
Thirdly, within the EU even relatively non-systemic issues, such as the introduction of the Single Euro Payments Area (SEPA), have been stymied by individual governmental delays and a lack of consideration for the efficient functioning of the real economy.
Treasurers are pivotal problem-solvers who can facilitate cross-border or technological partnerships that will drive business success. In fact, a treasurer’s problem-solving capacity is unique, encompassing all liability management aspects of the business, including tax, property, insurance and pension issues.
To really optimise their role, and that of the treasury team, treasurers need to capitalise on their position as trusted advisors to the business.
ACCOUNTANCY & FINANCE TREASURY
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Construction (operational)The construction recruitment market, which was already at its busiest for a number of years in early 2014, is now operating close to pre-recession levels. All site-based staff are experiencing heavy demand for their services, with freelance and permanent professionals equally sought after. The upbeat mood has permeated all UK regions.
However, the improving conditions are squeezing an already limited supply of talent. With large numbers of projects commencing simultaneously, including high-value and complex residential schemes, site engineers and technical site staff are being rapidly snapped up.
This supply and demand pressure is impacting salaries, with some roles subject to generous pay rises as employers compete both to attract new and retain existing staff. There’s no indication of slowdown in the short to medium term, and employers are having to move faster and look beyond their usual hunting grounds in order to fill vacancies.
Construction (commercial)Over the past six months, the market for commercial roles within construction has continued to pick up. The horizon is bright for professionals with the right skills and backgrounds.
Developers are increasing plot numbers and extending land banks and the ongoing residential construction boom means candidates with housing experience are among the hottest property. The industry-wide shortage of quantity surveyors is being keenly felt. With individuals who have several years’ experience under their belts remaining in short supply, graduate-level opportunities are on the rise.
Many companies that have traditionally favoured freelancers are looking for permanent staff. It’s a mutually beneficial trend; firms want to forge strong teams committed to their business and employees prefer long-term employment stability and security. Competition for candidates is heating up but in some markets, such as Scotland, there is still a mismatch between the salaries on offer from cautious employers and the increasingly confident expectations of professionals.
The ongoing residential construction boom means candidates with housing experience are among the hottest property.
Health and safetySince early 2014, optimism has continued to course through the health and safety sector. In London, an increase in demand for senior professionals has continued, while the availability of junior positions has steadily risen over the past few months as companies grow their teams. Contract work is also on the rise as the market heats up. Further north, candidates’ outlook is positive too as opportunities increase, mostly permanent, with firms looking to invest for the long haul.
Salaries are following a similar pattern, with a steady upward movement in the capital. Some employers elsewhere in the country are still trying to drive a hard bargain, but they’re beginning to lose out on the best candidates as counter offers are becoming more common.
Proposed amendments to the Construction (Design and Management) Regulations 2007 mean that CDM co-ordinator (CDMC) jobs would cease to exist, so many CDMCs are looking for a change. The vacancies they leave behind are likely to get more challenging to recruit for.
Technical surveyingThe market for technical surveyors has improved significantly over the past six months, with major industry players recruiting at all levels and, in some locations, multiple offers on the table for people with the right experience. The outlook is extremely positive for those looking for a change as the sector undergoes a shortage of experienced professionals.
As with other areas, burgeoning confidence is resulting in more permanent roles. This is most noticeable for positions at an intermediate level and below. In regions such as the South East, there’s a split between private sector consultancies recruiting for the longer term and public sector employers favouring contractors because of budget pressures and fluctuating workloads.
Quantity and building surveyors are becoming more sought after, both because of the growth in vacancies and because firms are trying harder to retain staff. Salaries have jumped accordingly in many regions, though it’s anticipated this process may slow as the market settles and employees consider long-term satisfaction rather than quick money-making opportunities.
Recruitment within each of the construction, engineering and property markets has been revitalised in 2014, but there’s still room for improvement. Soaring demand for candidates is continuing to set tough challenges for employers.
Things look brighter than they have at any time since 2007. Key industry reports show strong growth both year-on-year and, importantly, quarter-on-quarter. However, these facts don’t equate to a uniform picture across all professions due to the low ebb most sectors were sitting at during the recession.
On-site construction is approaching pre-crash levels of activity driven by the boom in residential projects. Architecture, meanwhile, has staged a particularly dramatic comeback over the last 12 months. Yet there, and in other areas such as engineering, there is still room for further growth over the coming months.
While most professions are experiencing a highly positive outlook, there’s variance in terms of how much salaries and benefits have improved since the start of 2014. Led by the ever-competitive London market, companies are now finding themselves having to pursue far more proactive and aggressive strategies as they chase talented professionals to regrow their workforces.
Increasingly employers want permanent staff to provide a stable workforce. The search for self-starters with several years’ post-qualified experience is becoming more arduous due to skill shortages in key areas, such as quantity surveying and engineering design.
For people at the right point in their careers it’s a time of great opportunity. Experienced contract professionals remain a crucial resource to take on projects and plug temporary staffing holes but as the talent pool drains the market is opening up for graduates too.
As ever, it’s difficult to peer beyond the short to medium term future. But the outlook for the next six months is of industry-wide confidence, a competitive marketplace (tempered by serious challenges to recruit and retain the best people) and upward pressure on salaries and benefits.
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General practice surveyingConfidence within general practice surveying – visible on the horizon since January 2014 – is now translating into widespread vacancies across the UK. The buoyant London market is predictably leading the way.
Skills shortages are making themselves felt in some sub-sectors. Chief among these is residential valuation surveying. Many professionals left the industry in favour of other general practice strands, leaving a void in some areas of the country. Commercial surveying is also seeing growth. In Wales, for example, there’s a particular call for candidates well-versed in post-acquisition surveying since construction has picked up.
The number of permanent positions has risen as organisations seek to invest for long-term growth and target loyal individuals whom they can develop into high-performing team members. Salaries have increased, plus bonuses and other benefits are back on the table. Over the next year the picture is only likely to improve for the best candidates, while an increasingly flexible approach from employers will also favour graduates.
ArchitectureAfter half a decade of economic difficulty, 2014 has been the first post-crash year in which architectural practices have recruited significantly. Even 12 months ago, oversupply meant there was little, if any, pressure on the market, or on the wages architects could command. But, since the beginning of 2014 the picture has shifted, with the vast majority of employers taking on permanent staff as workloads grow.
Expansion has been driven by private sector developments, growth in retail and leisure, as well as housing and commercial office developments. Public sector work such as NHS and university projects, which was architecture’s main lifeblood during the lean years, has continued alongside this.
As with other areas, skills shortages are intensifying, particularly among design technicians with Revit software experience, but also for core roles such as Part 2 architects. In London, the situation is now advanced enough that firms are looking to recruit non-UK nationals, especially from the Iberian peninsula where the downturn is lingering.
Civil and structural engineeringAcross the UK, 2014 has seen a dramatic pick-up in civil and structural engineering. Quality candidates are scarce, vacancies can be tricky to fill and high-calibre professionals can move easily into new roles.
All areas are buoyant, but housing and infrastructure projects continue to provide the greatest impetus. Demand for those with drainage expertise has escalated, and the Government’s aspiration to have all centrally procured projects hit Level 2 building and information modelling (BIM) by 2016 has seen Revit software experience becoming ever more prized.
Confidence over future work pipelines is fuelling the desire to recruit permanent staff, but as the supply of engineers is limited, companies must move quickly to find the right people. Opportunities for experienced contract engineers who can fill in temporarily are likely to remain throughout 2015.
From graduate level upwards, employers are now being more competitive in terms of the money they’re offering. While improvements in other benefits have been less pronounced, firms are beginning to make enquiries as to whether their packages are attractive enough.
Quality candidates are scarce, vacancies can be tricky to fill and high-calibre professionals can move easily into new roles.
CONSTRUCTION, ENGINEERING & PROPERTY EMPLOYERS CHALLENGED BY GROWTH
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Facilities managementSentiment is positive among facilities management professionals. Opportunities are arising across the UK off the back of construction expansion and via organisations looking to acquire new property.
In terms of desirable skill sets there’s been little in the way of change over the past six months. Employers want multi-talented candidates who boast commercial acumen, a strong customer focus, health and safety awareness and leadership qualities. However, specialist knowledge of areas such as hard services, procurement or property management will continue to set individuals apart from their peers.
Permanent professionals are in the greatest demand, as organisations invest in their businesses and look to staff who will deliver client satisfaction over the long term. High-calibre applicants are beginning to be rewarded both with high salaries (most notably in the South East) and with development opportunities. London remains the pace-setter, with heated competition likely to develop between the top organisations as they hustle for the best talent.
Building servicesAt the start of 2014, building services could be characterised by a feeling of renewed stability. The sector has since pushed on, with some parts of the country reporting a heady appetite for candidates that has been absent since the middle of the last decade.
This is only serving to accentuate skills shortages across a number of areas, especially design. Intermediate-level engineers with building information modelling (BIM) experience continue to be a premium commodity, but there’s strong demand for mechanical and electrical design engineers at all levels. In the South East, an increasing number of employers, not just large consultancies, are trying to source talent direct from universities.
Contract engineers remain popular for project work. However, the shift towards permanent roles is accelerating as firms attempt to insulate themselves from the effects of a shrinking talent pool and prepare for the future. Salaries are experiencing strong upward pressure as a result.
Intermediate-level engineers with BIM experience continue to be a premium commodity.
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CONSTRUCTION, ENGINEERING & PROPERTY CONSTRUCTION
Operational functions
London
Site management £ Range £ Typical
Senior Site Manager 50,000-58,000 54,000
Site Manager 42,000-47,000 44,000
Assistant Site Manager 35,000-40,000 38,000
General Foreman 27,000-35,000 30,000
Contract and project managers £ Range £ Typical
Contract Manager 45,000-60,000 56,000
Project Manager 50,000-57,000 56,000
On-site engineering £ Range £ Typical
Senior Engineer 40,000-45,000 42,000
Engineer 35,000-40,000 38,000
South East England
Site management £ Range £ Typical
Senior Site Manager 50,000-55,000 52,000
Site Manager 40,000-44,000 42,000
Assistant Site Manager 32,000-36,000 35,000
General Foreman 28,000-32,000 30,000
Contract and project managers £ Range £ Typical
Contract Manager 50,000-60,000 56,000
Project Manager 40,000-65,000 54,000
On-site engineering £ Range £ Typical
Senior Engineer 38,000-42,000 40,000
Engineer 30,000-38,000 35,000
East of England
Site management £ Range £ Typical
Senior Site Manager 40,000-48,000 43,000
Site Manager 34,000-37,000 36,000
Assistant Site Manager 25,000-30,000 28,000
General Foreman 27,000-35,000 30,000
Contract and project managers £ Range £ Typical
Contract Manager 40,000-55,000 45,000
Project Manager 40,000-50,000 45,000
On-site engineering £ Range £ Typical
Senior Engineer 32,000-40,000 35,000
Engineer 27,000-32,000 29,000
South West England
Site management £ Range £ Typical
Senior Site Manager 38,000-42,000 40,000
Site Manager 35,000-40,000 36,000
Assistant Site Manager 25,000-30,000 28,000
General Foreman 22,000-28,000 27,000
Contract and project managers £ Range £ Typical
Contract Manager 45,000-50,000 47,000
Project Manager 48,000-52,000 50,000
On-site engineering £ Range £ Typical
Senior Engineer 38,000-42,000 38,000
Engineer 32,000-37,000 35,000
Wales
Site management £ Range £ Typical
Senior Site Manager 38,000-45,000 39,000
Site Manager 35,000-40,000 37,000
Assistant Site Manager 22,000-26,000 25,000
General Foreman 25,000-28,000 26,000
Contract and project managers £ Range £ Typical
Contract Manager 42,000-50,000 48,000
Project Manager 40,000-53,000 46,000
On-site engineering £ Range £ Typical
Senior Engineer 40,000-45,000 42,000
Engineer 32,000-37,000 35,000
West Midlands
Site management £ Range £ Typical
Senior Site Manager 32,000-38,000 37,000
Site Manager 32,000-36,000 34,000
Assistant Site Manager 27,000-30,000 29,000
General Foreman 26,000-29,000 27,000
Contract and project managers £ Range £ Typical
Contract Manager 36,000-48,000 46,000
Project Manager 35,000-47,000 39,000
On-site engineering £ Range £ Typical
Senior Engineer 32,000-40,000 36,000
Engineer 25,000-30,000 30,000
East Midlands
Site management £ Range £ Typical
Senior Site Manager 40,000-45,000 42,000
Site Manager 34,000-39,000 38,000
Assistant Site Manager 26,000-33,000 30,000
General Foreman 27,000-31,000 29,000
Contract and project managers £ Range £ Typical
Contract Manager 46,000-55,000 52,000
Project Manager 35,000-46,000 45,000
On-site engineering £ Range £ Typical
Senior Engineer 36,000-42,000 40,000
Engineer 28,000-35,000 32,000
Yorkshire and the Humber
Site management £ Range £ Typical
Senior Site Manager 38,000-45,000 42,000
Site Manager 35,000-42,000 38,000
Assistant Site Manager 24,000-32,000 28,000
General Foreman 21,500-30,000 26,000
Contract and project managers £ Range £ Typical
Contract Manager 45,000-55,000 50,000
Project Manager 40,000-55,000 47,000
On-site engineering £ Range £ Typical
Senior Engineer 38,000-45,000 40,000
Engineer 32,000-38,000 35,000
North East England
Site management £ Range £ Typical
Senior Site Manager 38,000-45,000 42,000
Site Manager 32,000-40,000 38,000
Assistant Site Manager 20,000-28,000 26,000
General Foreman 23,000-30,000 27,000
Contract and project managers £ Range £ Typical
Contract Manager 45,000-50,000 48,000
Project Manager 40,000-45,000 42,000
On-site engineering £ Range £ Typical
Senior Engineer 40,000-47,000 42,000
Engineer 32,000-40,000 35,000
North West England
Site management £ Range £ Typical
Senior Site Manager 38,000-45,000 40,000
Site Manager 35,000-40,000 38,000
Assistant Site Manager 25,000-30,000 28,000
General Foreman 24,000-28,000 26,000
Contract and project managers £ Range £ Typical
Contract Manager 45,000-55,000 50,000
Project Manager 40,000-50,000 45,000
On-site engineering £ Range £ Typical
Senior Engineer 37,000-45,000 40,000
Engineer 30,000-38,000 32,000
Northern Ireland
Site management £ Range £ Typical
Senior Site Manager 36,000-42,000 38,000
Site Manager 30,000-40,000 34,000
Assistant Site Manager 23,000-28,000 25,000
General Foreman 26,000-32,000 30,000
Contract and project managers £ Range £ Typical
Contract Manager 40,000-50,000 44,000
Project Manager 36,000-45,000 40,000
On-site engineering £ Range £ Typical
Senior Engineer 30,000-36,000 33,000
Engineer 24,000-30,000 28,000
Scotland
Site management £ Range £ Typical
Senior Site Manager 38,000-45,000 42,000
Site Manager 35,000-43,000 38,000
Assistant Site Manager 25,000-33,000 28,000
General Foreman 27,000-32,000 28,000
Contract and project managers £ Range £ Typical
Contract Manager 45,000-55,000 50,000
Project Manager 43,000-55,000 49,000
On-site engineering £ Range £ Typical
Senior Engineer 35,000-39,000 37,000
Engineer 28,000-34,000 33,000
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Commercial functions
London
Quantity surveyors £ Range £ Typical
Senior Quantity Surveyor 50,000-60,000 55,000
Intermediate Quantity Surveyor 40,000-45,000 42,000
Assistant Quantity Surveyor 32,000-36,000 34,000
Planners £ Range £ Typical
Senior Planner 55,000-65,000 58,000
Planner 43,000-50,000 48,000
Assistant Planner 28,000-32,000 30,000
Estimators £ Range £ Typical
Senior Estimator 50,000-58,000 55,000
Estimator 43,000-48,000 46,000
Assistant Estimator 32,000-35,000 33,000
Bid Manager 50,000-55,000 52,000
South East England
Quantity surveyors £ Range £ Typical
Senior Quantity Surveyor 50,000-60,000 52,000
Intermediate Quantity Surveyor 40,000-50,000 42,000
Assistant Quantity Surveyor 29,000-36,000 30,000
Planners £ Range £ Typical
Senior Planner 45,000-55,000 50,000
Planner 36,000-42,000 37,000
Assistant Planner 22,000-26,000 25,000
Estimators £ Range £ Typical
Senior Estimator 52,000-58,000 55,000
Estimator 42,000-50,000 45,000
Assistant Estimator 28,000-32,000 30,000
Bid Manager 48,000-55,000 50,000
East of England
Quantity surveyors £ Range £ Typical
Senior Quantity Surveyor 45,000-55,000 50,000
Intermediate Quantity Surveyor 30,000-45,000 38,000
Assistant Quantity Surveyor 20,000-30,000 25,000
Planners £ Range £ Typical
Senior Planner 43,000-48,000 46,000
Planner 37,000-42,000 39,000
Assistant Planner 20,000-30,000 25,000
Estimators £ Range £ Typical
Senior Estimator 45,000-65,000 55,000
Estimator 35,000-45,000 40,000
Assistant Estimator 25,000-35,000 30,000
Bid Manager 40,000-50,000 45,000
South West England
Quantity surveyors £ Range £ Typical
Senior Quantity Surveyor 45,000-50,000 47,000
Intermediate Quantity Surveyor 35,000-45,000 40,000
Assistant Quantity Surveyor 25,000-30,000 28,000
Planners £ Range £ Typical
Senior Planner 45,000-48,000 46,000
Planner 37,000-43,000 43,000
Assistant Planner 22,000-28,000 25,000
Estimators £ Range £ Typical
Senior Estimator 50,000-55,000 50,000
Estimator 40,000-45,000 44,000
Assistant Estimator 25,000-30,000 27,000
Bid Manager 45,000-50,000 47,000
Wales
Quantity surveyors £ Range £ Typical
Senior Quantity Surveyor 45,000-55,000 48,000
Intermediate Quantity Surveyor 35,000-40,000 36,500
Assistant Quantity Surveyor 20,000-25,000 23,000
Planners £ Range £ Typical
Senior Planner 45,000-52,000 47,000
Planner 40,000-45,000 41,000
Assistant Planner 22,000-28,000 25,000
Estimators £ Range £ Typical
Senior Estimator 50,000-60,000 49,000
Estimator 30,000-40,000 39,000
Assistant Estimator 25,000-30,000 27,000
Bid Manager 45,000-50,000 46,500
West Midlands
Quantity surveyors £ Range £ Typical
Senior Quantity Surveyor 40,000-47,000 42,000
Intermediate Quantity Surveyor 30,000-40,000 34,000
Assistant Quantity Surveyor 26,000-32,000 27,000
Planners £ Range £ Typical
Senior Planner 43,000-50,000 46,000
Planner 35,000-42,000 37,000
Assistant Planner 22,000-27,000 25,000
Estimators £ Range £ Typical
Senior Estimator 42,000-53,000 49,000
Estimator 35,000-44,000 38,000
Assistant Estimator 24,000-28,000 27,000
Bid Manager 40,000-55,000 49,000
East Midlands
Quantity surveyors £ Range £ Typical
Senior Quantity Surveyor 45,000-55,000 47,000
Intermediate Quantity Surveyor 35,000-40,000 38,000
Assistant Quantity Surveyor 25,000-30,000 25,000
Planners £ Range £ Typical
Senior Planner 45,000-55,000 50,000
Planner 37,000-45,000 40,000
Assistant Planner 20,000-26,000 25,000
Estimators £ Range £ Typical
Senior Estimator 45,000-60,000 50,000
Estimator 35,000-45,000 40,000
Assistant Estimator 25,000-30,000 26,000
Bid Manager 45,000-55,000 49,000
Yorkshire and the Humber
Quantity surveyors £ Range £ Typical
Senior Quantity Surveyor 40,000-50,000 48,000
Intermediate Quantity Surveyor 35,000-45,000 40,000
Assistant Quantity Surveyor 22,000-28,000 24,000
Planners £ Range £ Typical
Senior Planner 45,000-50,000 48,000
Planner 35,000-40,000 38,000
Assistant Planner 22,000-27,000 25,000
Estimators £ Range £ Typical
Senior Estimator 45,000-52,000 48,000
Estimator 35,000-45,000 42,000
Assistant Estimator 23,000-27,000 25,000
Bid Manager 40,000-55,000 48,000
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Commercial functions
North East England
Quantity surveyors £ Range £ Typical
Senior Quantity Surveyor 42,000-50,000 46,000
Intermediate Quantity Surveyor 33,000-42,000 40,000
Assistant Quantity Surveyor 22,000-28,000 24,000
Planners £ Range £ Typical
Senior Planner 43,000-50,000 47,000
Planner 35,000-42,000 38,000
Assistant Planner 20,000-25,000 22,000
Estimators £ Range £ Typical
Senior Estimator 38,000-50,000 46,000
Estimator 33,000-45,000 38,000
Assistant Estimator 22,000-30,000 26,000
Bid Manager 45,000-52,000 49,000
North West England
Quantity surveyors £ Range £ Typical
Senior Quantity Surveyor 45,000-52,000 48,000
Intermediate Quantity Surveyor 35,000-42,000 38,000
Assistant Quantity Surveyor 22,000-28,000 24,000
Planners £ Range £ Typical
Senior Planner 44,000-52,000 48,000
Planner 37,000-44,000 38,000
Assistant Planner 22,000-28,000 24,000
Estimators £ Range £ Typical
Senior Estimator 46,000-55,000 50,000
Estimator 38,000-44,000 42,000
Assistant Estimator 26,000-30,000 28,000
Bid Manager 48,000-55,000 50,000
Northern Ireland
Quantity surveyors £ Range £ Typical
Senior Quantity Surveyor 40,000-45,000 44,000
Intermediate Quantity Surveyor 30,000-36,000 34,000
Assistant Quantity Surveyor 22,000-28,000 23,000
Planners £ Range £ Typical
Senior Planner 40,000-50,000 43,000
Planner 35,000-40,000 35,000
Assistant Planner 23,000-30,000 24,000
Estimators £ Range £ Typical
Senior Estimator 40,000-50,000 44,000
Estimator 35,000-40,000 36,000
Assistant Estimator 25,000-30,000 27,000
Bid Manager 40,000-50,000 45,000
Scotland
Quantity surveyors £ Range £ Typical
Senior Quantity Surveyor 42,000-50,000 45,000
Intermediate Quantity Surveyor 30,000-40,000 38,000
Assistant Quantity Surveyor 19,000-26,000 22,000
Planners £ Range £ Typical
Senior Planner 45,000-55,000 50,000
Planner 36,000-42,000 37,000
Assistant Planner 20,000-25,000 23,000
Estimators £ Range £ Typical
Senior Estimator 42,000-48,000 47,000
Estimator 38,000-45,000 40,000
Assistant Estimator 25,000-29,000 28,000
Bid Manager 48,000-52,000 49,000
Bridget BartlettDeputy Chief Executive, The Chartered Institute of Building
Construction management professionals are always in demand. Before the recession there was a skills shortage and, as the industry picks up speed after a period of economic difficulty, companies are still finding it difficult to recruit the right talent.
There have always been hotspots in construction and as the economy improves we are seeing pinch points across the regions. The speed of recovery in London and the South East is faster than in the rest of the country. Meanwhile, major infrastructure projects like Crossrail and HS2, which extend beyond the South East, are fuelling the momentum and creating a positive outlook for other regions.
Those people who studied construction degrees during the downturn are coming out under much sunnier economic conditions and that can only benefit their career opportunities and the industry.
One of the recent big wins for those who work in construction management is the advent of the Chartered Construction Manager. This is a new designation that members and fellows of the CIOB can use. It benchmarks the discipline against other professions and signals the influence that professional construction managers have within, and beyond, the built environment.
The skills set of the industry is already being influenced by digital technology and in particular building information modelling (BIM). As construction moves ever deeper into digital construction with the drive for Digital Built Britain we will see that increase.
The UK Government is the industry’s largest client and it is driving the implementation of BIM. This has motivated employers to recruit, develop and train people with digital skills. Professional bodies play a key role in the upskilling process and BIM enablement will be an inherent driver in procurement processes in the future. This by its very nature will ensure that the right skills are embodied across many professional roles in the industry and at other levels.
Innovation and adapting to change is a challenge for any sector and perhaps more difficult for one as diverse as construction in terms of the number of industries that sit within the sector. However, construction is a flexible industry delivering major bespoke innovation projects and the drive to move construction to being more of a digital industry brings with it many opportunities, such as the potential to break down diversity barriers and stereotypes.
There is a huge reservoir of next generation talent that the industry could tap into. If you think of the 27m people playing Minecraft (a modern day version of Lego), particularly children, many are already developing their own virtual building skills in a similar vein to today’s cutting edge virtual building techniques.
The UK must learn the lessons of the past when planning future construction strategy. We need to have the right upskilled workforce so the industry can react quickly and take advantage of the improved economic situation here and internationally. Investment in skills will also ensure we are better prepared in the future.
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London £ Range £ Typical
H&S Director 60,000-95,000 85,000
Senior H&S Manager 50,000-60,000 59,000
H&S Manager 44,000-49,000 48,000
H&S Advisor 28,000-35,000 35,000
CDM Co-ordinator 35,000-45,000 40,000
South East England £ Range £ Typical
H&S Director 70,000-85,000 75,000
Senior H&S Manager 50,000-57,000 55,000
H&S Manager 43,000-49,000 46,000
H&S Advisor 30,000-35,000 35,000
CDM Co-ordinator 35,000-45,000 38,000
East of England £ Range £ Typical
H&S Director 60,000-70,000 65,000
Senior H&S Manager 45,000-55,000 48,000
H&S Manager 30,000-40,000 37,000
H&S Advisor 25,000-35,000 29,000
CDM Co-ordinator 30,000-40,000 35,000
South West England £ Range £ Typical
H&S Director 60,000-75,000 70,000
Senior H&S Manager 50,000-55,000 51,000
H&S Manager 40,000-45,000 40,000
H&S Advisor 30,000-35,000 32,000
CDM Co-ordinator 30,000-40,000 35,000
Wales £ Range £ Typical
H&S Director 50,000-60,000 55,000
Senior H&S Manager 40,000-46,000 45,000
H&S Manager 33,000-38,000 35,000
H&S Advisor 25,000-30,000 27,000
CDM Co-ordinator 28,000-34,000 32,000
West Midlands £ Range £ Typical
H&S Director 62,000-80,000 62,500
Senior H&S Manager 42,500-60,000 53,000
H&S Manager 34,000-45,000 40,000
H&S Advisor 30,000-38,000 34,000
CDM Co-ordinator 35,000-40,000 38,000
East Midlands £ Range £ Typical
H&S Director 65,000-80,000 65,000
Senior H&S Manager 42,500-62,500 50,000
H&S Manager 32,500-50,000 42,500
H&S Advisor 27,500-40,000 32,500
CDM Co-ordinator 30,000-40,000 38,000
Yorkshire and the Humber £ Range £ Typical
H&S Director 60,000-80,000 60,000
Senior H&S Manager 45,000-55,000 50,000
H&S Manager 30,000-40,000 36,000
H&S Advisor 25,000-35,000 32,000
CDM Co-ordinator 35,000-40,000 38,000
North East England £ Range £ Typical
H&S Director 50,000-60,000 55,000
Senior H&S Manager 38,000-48,000 45,000
H&S Manager 35,000-40,000 35,000
H&S Advisor 25,000-30,000 25,000
CDM Co-ordinator 30,000-38,000 35,000
North West England £ Range £ Typical
H&S Director 55,000-65,000 58,000
Senior H&S Manager 45,000-55,000 47,000
H&S Manager 35,000-45,000 40,000
H&S Advisor 25,000-35,000 31,000
CDM Co-ordinator 30,000-45,000 37,000
Northern Ireland £ Range £ Typical
H&S Director 45,000-55,000 50,000
Senior H&S Manager 40,000-45,000 42,000
H&S Manager 30,000-42,000 36,000
H&S Advisor 22,000-28,000 27,000
CDM Co-ordinator 28,000-34,000 32,000
Scotland £ Range £ Typical
H&S Director 45,000-55,000 51,000
Senior H&S Manager 40,000-45,000 42,000
H&S Manager 30,000-40,000 35,000
H&S Advisor 25,000-30,000 28,000
CDM Co-ordinator 28,000-38,000 33,000
By Simon BowenExecutive Director (Membership),Institution of Occupational Safety and Health
As the world’s largest professional body for safety and health, IOSH is in the enviable position of having a leading role in developing the profession. This is critical as we see safety and health move away from a compliance-oriented function towards a competency-based driver of every organisation’s core business values. There is no doubt that a construction or engineering company that embraces the concept of a culture of care, and uses competence rather than compliance as its measure for safety and health success, reaps the rewards. It gains in reputation, improves its resilience and ultimately gets the sort of results every organisation looks for.
The IOSH vision is a world of work that is safe, healthy and sustainable. Our 44,000 members are the backbone of delivering that vision.
It is through them – their commitment, competence and professionalism – that the construction and engineering industries alike are able to tap into a framework for competence that delivers a wealth of knowledge and skills, and enables projects to succeed right through the supply chain.
If the safety, health and wellbeing of our workforces is everyone’s responsibility then ensuring and enabling the culture of care needed to make that happen is every safety and health professional’s responsibility. Illness, death and injury still plagues the construction industry worldwide and it is within the industry’s power to eradicate it. There are clear unequivocal examples that prove it is possible to do just that on a project-by-project basis.
The key to achieving a culture of care is in understanding that competence in safety and health enables proactive engagement with the whole workforce that recognises and rewards positive behaviours while challenging and changing negative behaviours. People can own the outcome of their actions and feel good about it.
Business resilience is made up of many things, not least the people who support and deliver the products and services that create business wealth. There has probably never been a better time to seek a career in safety and health as organisations wake up to the facts and invest in their own futures by investing competence instead of seeking compliance.
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Professional quantity surveyors
London £ Range £ Typical
Partner/Director 70,000-90,000 75,000
Associate 55,000-80,000 65,000
Senior Surveyor 40,000-60,000 53,000
Newly Qualified Surveyor 35,000-43,000 41,000
Graduate Surveyor 23,000-27,000 25,000
Claims and Dispute Resolution 60,000-85,000 70,000
Project Manager 40,000-65,000 50,000
South East England £ Range £ Typical
Partner/Director 65,000-75,000 70,000
Associate 50,000-60,000 53,000
Senior Surveyor 40,000-50,000 43,000
Newly Qualified Surveyor 30,000-35,000 33,000
Graduate Surveyor 18,000-22,000 20,000
Claims and Dispute Resolution 40,000-50,000 45,000
Project Manager 46,000-52,000 48,000
East of England £ Range £ Typical
Partner/Director 50,000-70,000 58,000
Associate 38,000-50,000 44,000
Senior Surveyor 32,000-40,000 38,000
Newly Qualified Surveyor 28,000-32,000 30,000
Graduate Surveyor 20,000-24,000 22,000
Claims and Dispute Resolution 40,000-50,000 48,000
Project Manager 35,000-45,000 40,000
South West England £ Range £ Typical
Partner/Director 50,000-60,000 56,000
Associate 45,000-50,000 45,000
Senior Surveyor 36,000-44,000 40,000
Newly Qualified Surveyor 28,000-35,000 32,000
Graduate Surveyor 20,000-23,000 22,000
Claims and Dispute Resolution 42,000-52,000 45,000
Project Manager 38,000-47,000 42,000
Wales £ Range £ Typical
Partner/Director 55,000-60,000 58,000
Associate 40,000-48,000 45,000
Senior Surveyor 35,000-40,000 37,000
Newly Qualified Surveyor 28,000-34,000 29,000
Graduate Surveyor 17,000-21,000 20,000
Claims and Dispute Resolution 40,000-50,000 45,000
Project Manager 40,000-45,000 42,500
West Midlands £ Range £ Typical
Partner/Director 55,000-60,000 58,000
Associate 42,000-47,000 45,000
Senior Surveyor 35,000-45,000 40,000
Newly Qualified Surveyor 27,000-33,000 30,000
Graduate Surveyor 17,000-22,000 21,000
Claims and Dispute Resolution 40,000-50,000 40,000
Project Manager 35,000-50,000 40,000
East Midlands £ Range £ Typical
Partner/Director 50,000-60,000 60,000
Associate 45,000-48,000 46,000
Senior Surveyor 35,000-45,000 45,000
Newly Qualified Surveyor 30,000-35,000 33,000
Graduate Surveyor 20,000-24,000 22,000
Claims and Dispute Resolution 40,000-50,000 42,000
Project Manager 40,000-45,000 43,000
Yorkshire and the Humber £ Range £ Typical
Partner/Director 56,000-65,000 60,000
Associate 45,000-55,000 48,000
Senior Surveyor 37,000-45,000 40,000
Newly Qualified Surveyor 30,000-34,000 31,000
Graduate Surveyor 20,000-24,000 22,000
Claims and Dispute Resolution 40,000-55,000 45,000
Project Manager 37,000-47,000 43,000
North East England £ Range £ Typical
Partner/Director 50,000-60,000 55,000
Associate 40,000-50,000 45,000
Senior Surveyor 35,000-45,000 40,000
Newly Qualified Surveyor 28,000-32,000 29,000
Graduate Surveyor 19,000-22,000 20,000
Claims and Dispute Resolution 37,000-48,000 38,000
Project Manager 35,000-45,000 40,000
North West England £ Range £ Typical
Partner/Director 65,000-80,000 68,000
Associate 40,000-55,000 45,000
Senior Surveyor 35,000-45,000 40,000
Newly Qualified Surveyor 28,000-36,000 32,000
Graduate Surveyor 20,000-25,000 23,000
Claims and Dispute Resolution 40,000-55,000 45,000
Project Manager 35,000-50,000 40,000
Northern Ireland £ Range £ Typical
Partner/Director 45,000-60,000 57,000
Associate 38,000-45,000 44,000
Senior Surveyor 33,500-40,000 37,500
Newly Qualified Surveyor 28,000-32,000 29,000
Graduate Surveyor 17,000-20,000 19,000
Claims and Dispute Resolution 40,000-50,000 45,000
Project Manager 35,000-45,000 38,000
Scotland £ Range £ Typical
Partner/Director 60,000-65,000 62,000
Associate 47,000-54,000 50,000
Senior Surveyor 38,000-44,000 40,000
Newly Qualified Surveyor 28,000-34,000 32,000
Graduate Surveyor 18,000-23,000 21,000
Claims and Dispute Resolution 40,000-50,000 45,000
Project Manager 40,000-50,000 45,000
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Building surveyors
London £ Range £ Typical
Partner/Director 75,000-90,000 80,000
Associate 55,000-75,000 62,500
Senior Surveyor 45,000-60,000 53,000
Newly Qualified Building Surveyor 37,000-43,000 40,000
Graduate Building Surveyor 20,000-28,000 25,000
Maintenance Surveyor 30,000-40,000 36,000
South East England £ Range £ Typical
Partner/Director 55,000-70,000 62,000
Associate 45,000-52,000 48,000
Senior Surveyor 38,000-45,000 42,000
Newly Qualified Building Surveyor 28,000-34,000 32,000
Graduate Building Surveyor 18,000-24,000 21,000
Maintenance Surveyor 28,000-34,000 30,000
East of England £ Range £ Typical
Partner/Director 50,000-65,000 58,000
Associate 40,000-50,000 45,000
Senior Surveyor 38,000-45,000 40,000
Newly Qualified Building Surveyor 30,000-35,000 32,000
Graduate Building Surveyor 18,000-24,000 20,000
Maintenance Surveyor 26,000-32,000 29,000
South West England £ Range £ Typical
Partner/Director 55,000-65,000 65,000
Associate 40,000-50,000 43,000
Senior Surveyor 35,000-42,000 38,000
Newly Qualified Building Surveyor 28,000-34,000 32,000
Graduate Building Surveyor 19,000-25,000 21,000
Maintenance Surveyor 25,000-32,000 28,000
Wales £ Range £ Typical
Partner/Director 55,000-65,000 57,000
Associate 40,000-50,000 43,000
Senior Surveyor 35,000-42,000 39,000
Newly Qualified Building Surveyor 23,000-30,000 27,000
Graduate Building Surveyor 19,000-24,000 20,000
Maintenance Surveyor 28,000-36,000 30,000
West Midlands £ Range £ Typical
Partner/Director 55,000-65,000 58,000
Associate 40,000-47,000 45,000
Senior Surveyor 35,000-40,000 38,000
Newly Qualified Building Surveyor 28,000-32,000 30,000
Graduate Building Surveyor 18,000-21,000 19,000
Maintenance Surveyor 25,000-30,000 27,000
East Midlands £ Range £ Typical
Partner/Director 50,000-65,000 58,000
Associate 45,000-50,000 48,000
Senior Surveyor 35,000-45,000 43,000
Newly Qualified Building Surveyor 30,000-35,000 34,000
Graduate Building Surveyor 18,000-23,000 22,000
Maintenance Surveyor 25,000-32,000 30,000
Yorkshire and the Humber £ Range £ Typical
Partner/Director 48,000-65,000 56,000
Associate 39,000-45,000 43,000
Senior Surveyor 36,000-40,000 37,000
Newly Qualified Building Surveyor 30,000-34,000 31,000
Graduate Building Surveyor 20,000-24,000 22,000
Maintenance Surveyor 25,000-30,000 27,000
North East England £ Range £ Typical
Partner/Director 45,000-55,000 50,000
Associate 38,000-45,000 43,000
Senior Surveyor 35,000-40,000 38,000
Newly Qualified Building Surveyor 28,000-32,000 30,000
Graduate Building Surveyor 19,000-24,000 20,000
Maintenance Surveyor 27,000-32,000 30,000
North West England £ Range £ Typical
Partner/Director 60,000-75,000 65,000
Associate 40,000-50,000 45,000
Senior Surveyor 35,000-40,000 38,000
Newly Qualified Building Surveyor 30,000-35,000 33,000
Graduate Building Surveyor 20,000-25,000 22,000
Maintenance Surveyor 26,000-33,000 28,000
Northern Ireland £ Range £ Typical
Partner/Director 45,000-70,000 50,000
Associate 38,000-44,000 40,000
Senior Surveyor 28,000-32,000 31,000
Newly Qualified Building Surveyor 23,000-28,000 26,500
Graduate Building Surveyor 16,500-20,500 18,500
Maintenance Surveyor 25,000-30,000 27,000
Scotland £ Range £ Typical
Partner/Director 58,000-62,000 60,000
Associate 44,000-55,000 47,000
Senior Surveyor 35,000-40,000 38,000
Newly Qualified Building Surveyor 28,000-32,000 30,000
Graduate Building Surveyor 19,000-24,000 20,000
Maintenance Surveyor 25,000-30,000 28,000
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General practice surveyors
London £ Range £ Typical
Partner/Director 65,000-80,000 75,000
Associate 45,000-60,000 55,000
Senior Surveyor 40,000-50,000 45,000
Newly Qualified Surveyor 28,000-35,000 32,000
Graduate Surveyor 20,000-24,000 22,000
South East England £ Range £ Typical
Partner/Director 65,000-75,000 72,000
Associate 50,000-60,000 55,000
Senior Surveyor 40,000-48,000 42,000
Newly Qualified Surveyor 30,000-35,000 32,000
Graduate Surveyor 18,000-24,000 22,000
East of England £ Range £ Typical
Partner/Director 65,000-70,000 68,000
Associate 40,000-50,000 48,000
Senior Surveyor 36,000-40,000 38,000
Newly Qualified Surveyor 28,000-32,000 30,000
Graduate Surveyor 20,000-22,000 21,000
South West England £ Range £ Typical
Partner/Director 65,000-75,000 68,000
Associate 40,000-50,000 48,000
Senior Surveyor 37,000-45,000 40,000
Newly Qualified Surveyor 27,000-30,000 30,000
Graduate Surveyor 20,000-22,000 21,000
Wales £ Range £ Typical
Partner/Director 65,000-75,000 68,000
Associate 40,000-50,000 48,000
Senior Surveyor 37,000-45,000 38,000
Newly Qualified Surveyor 28,000-32,000 30,000
Graduate Surveyor 20,000-22,000 21,000
West Midlands £ Range £ Typical
Partner/Director 65,000-70,000 68,000
Associate 40,000-50,000 48,000
Senior Surveyor 36,000-40,000 38,000
Newly Qualified Surveyor 28,000-30,000 30,000
Graduate Surveyor 20,000-22,000 21,000
East Midlands £ Range £ Typical
Partner/Director 65,000-70,000 70,000
Associate 40,000-50,000 48,000
Senior Surveyor 36,000-43,000 42,000
Newly Qualified Surveyor 29,000-35,000 32,000
Graduate Surveyor 19,000-22,000 21,000
Yorkshire and the Humber £ Range £ Typical
Partner/Director 65,000-70,000 68,000
Associate 40,000-50,000 48,000
Senior Surveyor 36,000-40,000 38,000
Newly Qualified Surveyor 28,000-32,000 30,000
Graduate Surveyor 20,000-22,000 21,000
North East England £ Range £ Typical
Partner/Director 65,000-70,000 68,000
Associate 40,000-50,000 48,000
Senior Surveyor 40,000-45,000 42,000
Newly Qualified Surveyor 28,000-34,000 30,000
Graduate Surveyor 20,000-22,000 21,000
North West England £ Range £ Typical
Partner/Director 65,000-75,000 70,000
Associate 40,000-55,000 50,000
Senior Surveyor 35,000-40,000 38,000
Newly Qualified Surveyor 28,000-35,000 30,000
Graduate Surveyor 20,000-25,000 22,000
Scotland £ Range £ Typical
Partner/Director 65,000-70,000 68,000
Associate 40,000-50,000 48,000
Senior Surveyor 36,000-40,000 38,000
Newly Qualified Surveyor 28,000-30,000 30,000
Graduate Surveyor 20,000-22,000 21,000
Northern Ireland £ Range £ Typical
Partner/Director 65,000-70,000 68,000
Associate 40,000-50,000 48,000
Senior Surveyor 35,000-40,000 38,000
Newly Qualified Surveyor 26,000-31,000 27,500
Graduate Surveyor 17,000-21,000 19,000
Property/asset managers
London £ Range £ Typical
Partner/Director 65,000-80,000 72,500
Associate 45,000-65,000 53,500
Senior Surveyor 40,000-50,000 44,500
Newly Qualified Surveyor 28,000-38,000 33,500
Graduate Surveyor 22,000-26,000 24,500
South East England £ Range £ Typical
Partner/Director 60,000-75,000 68,500
Associate 45,000-55,000 49,000
Senior Surveyor 35,000-45,000 40,000
Newly Qualified Surveyor 30,000-40,000 33,500
Graduate Surveyor 18,000-24,000 22,000
East of England £ Range £ Typical
Partner/Director 60,000-70,000 65,000
Associate 40,000-52,000 43,500
Senior Surveyor 30,000-40,000 35,000
Newly Qualified Surveyor 25,000-30,000 27,500
Graduate Surveyor 20,000-22,000 20,000
South West England £ Range £ Typical
Partner/Director 60,000-75,000 62,500
Associate 45,000-52,000 46,500
Senior Surveyor 30,000-42,000 37,000
Newly Qualified Surveyor 25,000-30,000 26,750
Graduate Surveyor 20,000-23,000 22,000
Wales £ Range £ Typical
Partner/Director 60,000-75,000 61,500
Associate 45,000-70,000 49,500
Senior Surveyor 30,000-42,000 37,000
Newly Qualified Surveyor 20,000-30,000 27,000
Graduate Surveyor 20,000-23,000 22,000
West Midlands £ Range £ Typical
Partner/Director 60,000-70,000 62,500
Associate 40,000-60,000 47,500
Senior Surveyor 30,000-45,000 37,500
Newly Qualified Surveyor 25,000-38,000 31,000
Graduate Surveyor 18,000-27,000 21,500
East Midlands £ Range £ Typical
Partner/Director 60,000-75,000 67,500
Associate 40,000-60,000 47,500
Senior Surveyor 30,000-45,000 40,000
Newly Qualified Surveyor 25,000-38,000 31,500
Graduate Surveyor 18,000-27,000 21,500
Yorkshire and the Humber £ Range £ Typical
Partner/Director 62,000-72,000 67,500
Associate 43,000-52,000 47,500
Senior Surveyor 36,000-42,000 39,000
Newly Qualified Surveyor 28,000-33,000 30,500
Graduate Surveyor 20,000-24,000 22,500
North East England £ Range £ Typical
Partner/Director 60,000-70,000 63,500
Associate 43,000-50,000 47,500
Senior Surveyor 35,000-40,000 40,000
Newly Qualified Surveyor 25,000-32,000 28,000
Graduate Surveyor 20,000-23,000 21,000
North West England £ Range £ Typical
Partner/Director 65,000-75,000 70,000
Associate 45,000-65,000 49,000
Senior Surveyor 36,000-45,000 41,000
Newly Qualified Surveyor 28,000-35,000 31,500
Graduate Surveyor 18,000-25,000 23,000
Northern Ireland £ Range £ Typical
Partner/Director 65,000-70,000 68,000
Associate 40,000-50,000 48,000
Senior Surveyor 35,000-40,000 38,000
Newly Qualified Surveyor 26,000-31,000 27,500
Graduate Surveyor 17,000-21,000 19,000
Scotland £ Range £ Typical
Partner/Director 60,000-70,000 65,000
Associate 40,000-48,000 45,000
Senior Surveyor 30,000-40,000 35,000
Newly Qualified Surveyor 25,000-28,000 26,000
Graduate Surveyor 20,000-23,000 21,000
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Agency surveyors
London £ Range £ Typical
Partner/Director 75,000-90,000 80,000
Associate 55,000-65,000 58,000
Senior Surveyor 42,000-50,000 48,000
Newly Qualified Surveyor 30,000-38,000 35,000
Graduate Surveyor 23,000-26,000 25,000
South East England £ Range £ Typical
Partner/Director 60,000-75,000 65,000
Associate 45,000-55,000 50,000
Senior Surveyor 35,000-45,000 38,000
Newly Qualified Surveyor 30,000-35,000 31,000
Graduate Surveyor 18,000-24,000 22,000
East of England £ Range £ Typical
Partner/Director 60,000-70,000 65,000
Associate 45,000-55,000 50,000
Senior Surveyor 35,000-45,000 40,000
Newly Qualified Surveyor 28,000-30,000 29,000
Graduate Surveyor 20,000-22,000 20,000
South West England £ Range £ Typical
Partner/Director 62,000-72,000 63,000
Associate 45,000-52,000 47,000
Senior Surveyor 32,000-42,000 37,000
Newly Qualified Surveyor 25,000-32,000 30,000
Graduate Surveyor 20,000-23,000 23,000
Wales £ Range £ Typical
Partner/Director 62,000-72,000 63,000
Associate 45,000-52,000 47,000
Senior Surveyor 32,000-42,000 37,000
Newly Qualified Surveyor 25,000-28,000 27,000
Graduate Surveyor 20,000-25,000 23,000
West Midlands £ Range £ Typical
Partner/Director 58,000-62,000 60,000
Associate 40,000-50,000 50,000
Senior Surveyor 38,000-47,000 40,000
Newly Qualified Surveyor 32,000-38,000 33,000
Graduate Surveyor 18,000-20,000 20,000
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East Midlands £ Range £ Typical
Partner/Director 58,000-62,000 60,000
Associate 40,000-50,000 50,000
Senior Surveyor 38,000-47,000 40,000
Newly Qualified Surveyor 32,000-38,000 33,000
Graduate Surveyor 18,000-22,000 21,000
Yorkshire and the Humber £ Range £ Typical
Partner/Director 62,000-68,000 64,000
Associate 40,000-52,000 45,000
Senior Surveyor 34,000-38,000 36,000
Newly Qualified Surveyor 28,000-32,000 31,000
Graduate Surveyor 20,000-23,000 22,000
North East England £ Range £ Typical
Partner/Director 55,000-62,000 60,000
Associate 35,000-42,000 40,000
Senior Surveyor 35,000-40,000 38,000
Newly Qualified Surveyor 25,000-30,000 26,000
Graduate Surveyor 17,000-20,000 18,000
North West England £ Range £ Typical
Partner/Director 65,000-75,000 70,000
Associate 45,000-55,000 50,000
Senior Surveyor 35,000-40,000 38,000
Newly Qualified Surveyor 30,000-33,000 31,000
Graduate Surveyor 20,000-25,000 23,000
Northern Ireland £ Range £ Typical
Partner/Director 65,000-70,000 68,000
Associate 40,000-50,000 48,000
Senior Surveyor 35,000-40,000 38,000
Newly Qualified Surveyor 26,000-31,000 27,500
Graduate Surveyor 17,000-21,000 19,000
Scotland £ Range £ Typical
Partner/Director 60,000-70,000 65,000
Associate 40,000-48,000 45,000
Senior Surveyor 30,000-40,000 35,000
Newly Qualified Surveyor 25,000-28,000 26,000
Graduate Surveyor 20,000-23,000 21,000
CONSTRUCTION, ENGINEERING & PROPERTY GENERAL PRACTICE SURVEYING
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Investment/development surveyors
London £ Range £ Typical
Partner/Director 75,000-85,000 80,000
Associate 55,000-75,000 71,000
Senior Surveyor 38,000-70,000 51,000
Newly Qualified Surveyor 30,000-55,000 36,500
Graduate Surveyor 23,000-26,000 25,000
South East England £ Range £ Typical
Partner/Director 60,000-75,000 69,000
Associate 45,000-60,000 52,500
Senior Surveyor 35,000-45,000 40,000
Newly Qualified Surveyor 30,000-35,000 32,000
Graduate Surveyor 18,000-24,000 22,000
East of England £ Range £ Typical
Partner/Director 60,000-70,000 65,000
Associate 40,000-50,000 45,000
Senior Surveyor 30,000-40,000 36,000
Newly Qualified Surveyor 28,000-30,000 29,000
Graduate Surveyor 20,000-22,000 20,000
South West England £ Range £ Typical
Partner/Director 60,000-70,000 61,000
Associate 45,000-52,000 45,000
Senior Surveyor 30,000-40,000 35,000
Newly Qualified Surveyor 25,000-28,000 26,500
Graduate Surveyor 20,000-23,000 22,000
Wales £ Range £ Typical
Partner/Director 60,000-70,000 60,000
Associate 45,000-55,000 45,500
Senior Surveyor 30,000-43,000 37,000
Newly Qualified Surveyor 25,000-30,000 27,250
Graduate Surveyor 20,000-23,000 22,000
West Midlands £ Range £ Typical
Partner/Director 58,000-62,000 60,000
Associate 40,000-50,000 50,000
Senior Surveyor 40,000-47,000 45,000
Newly Qualified Surveyor 32,000-38,000 35,000
Graduate Surveyor 18,000-20,000 20,000
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East Midlands £ Range £ Typical
Partner/Director 58,000-70,000 65,000
Associate 40,000-50,000 47,500
Senior Surveyor 35,000-45,000 40,000
Newly Qualified Surveyor 29,000-38,000 31,500
Graduate Surveyor 18,000-22,000 20,500
Yorkshire and the Humber £ Range £ Typical
Partner/Director 64,000-75,000 69,000
Associate 40,000-52,000 47,500
Senior Surveyor 35,000-45,000 40,000
Newly Qualified Surveyor 28,000-35,000 32,500
Graduate Surveyor 20,000-23,000 21,500
North East England £ Range £ Typical
Partner/Director 55,000-65,000 60,000
Associate 35,000-45,000 39,500
Senior Surveyor 35,000-42,000 38,000
Newly Qualified Surveyor 24,000-32,000 28,000
Graduate Surveyor 17,000-22,000 19,000
North West England £ Range £ Typical
Partner/Director 65,000-75,000 70,000
Associate 40,000-55,000 49,000
Senior Surveyor 35,000-48,000 40,000
Newly Qualified Surveyor 28,000-36,000 33,000
Graduate Surveyor 20,000-25,000 22,500
Northern Ireland £ Range £ Typical
Partner/Director 65,000-70,000 68,000
Associate 40,000-50,000 48,000
Senior Surveyor 35,000-40,000 38,000
Newly Qualified Surveyor 26,000-31,000 27,500
Graduate Surveyor 17,000-21,000 19,000
Scotland £ Range £ Typical
Partner/Director 60,000-70,000 65,000
Associate 40,000-48,000 45,000
Senior Surveyor 30,000-40,000 35,000
Newly Qualified Surveyor 25,000-28,000 26,000
Graduate Surveyor 20,000-23,000 21,000
CONSTRUCTION, ENGINEERING & PROPERTY GENERAL PRACTICE SURVEYING
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Residential valuation
London £ Range £ Typical
Partner/Director 75,000-85,000 80,000
Associate 53,000-63,000 57,000
Senior Surveyor 40,000-48,000 46,000
Newly Qualified Surveyor 32,000-37,000 35,000
APC Surveyor 24,000-30,000 28,000
Graduate Surveyor 23,000-26,000 25,000
South East England £ Range £ Typical
Partner/Director 60,000-80,000 70,000
Associate 50,000-60,000 55,000
Senior Surveyor 42,000-48,000 46,000
Newly Qualified Surveyor 30,000-37,000 35,000
APC Surveyor 25,000-30,000 28,000
Graduate Surveyor 18,000-24,000 22,000
East of England £ Range £ Typical
Partner/Director 60,000-70,000 65,000
Associate 40,000-52,000 45,000
Senior Surveyor 35,000-45,000 40,000
Newly Qualified Surveyor 30,000-32,000 30,000
APC Surveyor 20,000-25,000 23,000
Graduate Surveyor 20,000-22,000 20,000
South West England £ Range £ Typical
Partner/Director 60,000-70,000 63,000
Associate 45,000-52,000 46,000
Senior Surveyor 30,000-40,000 35,500
Newly Qualified Surveyor 25,000-28,000 27,500
APC Surveyor 20,000-25,000 24,000
Graduate Surveyor 20,000-23,000 22,000
Wales £ Range £ Typical
Partner/Director 60,000-70,000 60,000
Associate 45,000-52,000 45,000
Senior Surveyor 30,000-40,000 37,000
Newly Qualified Surveyor 25,000-28,000 26,500
APC Surveyor 20,000-25,000 24,000
Graduate Surveyor 20,000-23,000 22,000
West Midlands £ Range £ Typical
Partner/Director 58,000-62,000 60,000
Associate 50,000-55,000 50,000
Senior Surveyor 35,000-47,000 40,000
Newly Qualified Surveyor 28,000-38,000 30,000
APC Surveyor 20,000-25,000 23,000
Graduate Surveyor 18,000-20,000 20,000
East Midlands £ Range £ Typical
Partner/Director 60,000-70,000 65,000
Associate 40,000-52,000 45,000
Senior Surveyor 30,000-40,000 40,000
Newly Qualified Surveyor 25,000-32,000 29,000
APC Surveyor 20,000-25,000 24,000
Graduate Surveyor 18,000-21,000 20,000
Yorkshire and the Humber £ Range £ Typical
Partner/Director 63,000-66,000 65,000
Associate 40,000-48,000 45,000
Senior Surveyor 33,000-38,000 36,000
Newly Qualified Surveyor 28,000-32,000 30,000
APC Surveyor 22,000-28,000 24,000
Graduate Surveyor 20,000-22,000 21,000
North East England £ Range £ Typical
Partner/Director 55,000-65,000 62,000
Associate 38,000-42,000 40,000
Senior Surveyor 32,000-38,000 36,000
Newly Qualified Surveyor 25,000-30,000 28,000
APC Surveyor 20,000-25,000 24,000
Graduate Surveyor 17,000-20,000 19,000
North West England £ Range £ Typical
Partner/Director 65,000-75,000 70,000
Associate 45,000-55,000 50,000
Senior Surveyor 35,000-45,000 40,000
Newly Qualified Surveyor 28,000-38,000 33,000
APC Surveyor 25,000-28,000 26,000
Graduate Surveyor 20,000-25,000 23,000
Northern Ireland £ Range £ Typical
Partner/Director 65,000-70,000 68,000
Associate 40,000-50,000 48,000
Senior Surveyor 35,000-40,000 38,000
Newly Qualified Surveyor 25,000-30,000 28,000
APC Surveyor 20,000-25,000 23,000
Graduate Surveyor 17,000-21,000 19,000
Scotland £ Range £ Typical
Partner/Director 60,000-70,000 65,000
Associate 40,000-48,000 45,000
Senior Surveyor 30,000-40,000 35,000
Newly Qualified Surveyor 25,000-28,000 26,000
APC Surveyor 20,000-25,000 24,000
Graduate Surveyor 20,000-23,000 21,000
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Landlord and tenant surveyors
London £ Range £ Typical
Partner/Director 75,000-85,000 80,000
Associate 50,000-65,000 57,000
Senior Surveyor 38,000-45,000 44,000
Newly Qualified Surveyor 30,000-35,000 33,000
APC Surveyor 24,000-30,000 28,000
Graduate Surveyor 23,000-26,000 25,000
South East England £ Range £ Typical
Partner/Director 60,000-80,000 70,000
Associate 50,000-60,000 55,000
Senior Surveyor 35,000-45,000 40,000
Newly Qualified Surveyor 28,000-34,000 32,000
APC Surveyor 24,000-30,000 26,000
Graduate Surveyor 18,000-24,000 22,000
East of England £ Range £ Typical
Partner/Director 60,000-70,000 65,000
Associate 40,000-50,000 45,000
Senior Surveyor 30,000-40,000 35,000
Newly Qualified Surveyor 28,000-32,000 30,000
APC Surveyor 20,000-25,000 23,000
Graduate Surveyor 20,000-22,000 20,000
South West England £ Range £ Typical
Partner/Director 60,000-70,000 63,000
Associate 45,000-52,000 46,000
Senior Surveyor 30,000-40,000 35,000
Newly Qualified Surveyor 25,000-28,000 26,500
APC Surveyor 20,000-25,000 24,000
Graduate Surveyor 20,000-23,000 22,000
Wales £ Range £ Typical
Partner/Director 60,000-70,000 60,000
Associate 45,000-52,000 47,000
Senior Surveyor 30,000-40,000 37,000
Newly Qualified Surveyor 25,000-28,000 27,000
APC Surveyor 20,000-25,000 24,000
Graduate Surveyor 20,000-23,000 22,000
West Midlands £ Range £ Typical
Partner/Director 58,000-62,000 60,000
Associate 50,000-55,000 50,000
Senior Surveyor 40,000-47,000 42,000
Newly Qualified Surveyor 30,000-38,000 32,000
APC Surveyor 25,000-30,000 27,000
Graduate Surveyor 18,000-20,000 20,000
East Midlands £ Range £ Typical
Partner/Director 60,000-70,000 65,000
Associate 40,000-55,000 48,000
Senior Surveyor 35,000-45,000 41,000
Newly Qualified Surveyor 30,000-36,000 32,000
APC Surveyor 25,000-30,000 27,000
Graduate Surveyor 18,000-22,000 21,000
Yorkshire and the Humber £ Range £ Typical
Partner/Director 63,000-70,000 66,000
Associate 45,000-52,000 50,000
Senior Surveyor 35,000-40,000 38,000
Newly Qualified Surveyor 28,000-33,000 30,000
APC Surveyor 24,000-27,000 25,000
Graduate Surveyor 20,000-22,000 21,000
North East England £ Range £ Typical
Partner/Director 55,000-68,000 65,000
Associate 42,000-50,000 45,000
Senior Surveyor 35,000-40,000 38,000
Newly Qualified Surveyor 25,000-30,000 28,000
APC Surveyor 23,000-26,000 25,000
Graduate Surveyor 17,000-20,000 19,000
North West England £ Range £ Typical
Partner/Director 65,000-75,000 70,000
Associate 42,000-55,000 50,000
Senior Surveyor 35,000-42,000 38,000
Newly Qualified Surveyor 28,000-34,000 32,000
APC Surveyor 24,000-28,000 26,000
Graduate Surveyor 20,000-25,000 22,000
Northern Ireland £ Range £ Typical
Partner/Director 60,000-70,000 66,000
Associate 40,000-50,000 48,000
Senior Surveyor 35,000-40,000 38,000
Newly Qualified Surveyor 26,000-31,000 27,500
APC Surveyor 20,000-25,000 23,000
Graduate Surveyor 17,000-21,000 19,000
Scotland £ Range £ Typical
Partner/Director 60,000-70,000 65,000
Associate 40,000-48,000 45,000
Senior Surveyor 30,000-40,000 35,000
Newly Qualified Surveyor 25,000-28,000 26,000
APC Surveyor 20,000-25,000 24,000
Graduate Surveyor 20,000-23,000 21,000
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Simon RubinsohnChief Economist, Royal Institution of Chartered Surveyors
Fears that the recovery in UK economy would run out of steam this year have proved unduly pessimistic and it now looks likely that growth over the whole of 2014 will comfortably exceed the 3% mark.
A key benefit of this stronger performance has been the sharp rise in the number of people in work. Yet despite this, wage growth has been unusually subdued helping to keep inflation in check. As a result, interest rates remain at historically low levels.
Against this benign backdrop, activity levels have continued to pick up in both the commercial and residential real estate markets and more encouragingly, the firmer tone has begun to spread out across the country rather than being so narrowly focused on London and a few other hot spots.
Critically, the more widespread upturn in transactions has also provided a welcome boost for the construction
sector which has, to some extent, been caught out by the strength of demand and, in the process, had to grapple with shortages of skills and materials.
The underlying momentum in the economy provides reason for encouragement that the positive growth trend will persist into 2015. However as the recovery becomes more embedded, the Bank of England will gradually look to normalise monetary policy; this will see interest rates move gradually upwards.
Moreover, the uncertainty surrounding the forthcoming general election (in the spring of 2015) could also have an adverse impact on both business and consumer confidence. As a result, the rate of economic expansion may turn out to be a little more modest next year than this. A slightly less robust performance could also be visible in the property sector with modestly higher borrowing costs having some impact on investor behaviour.
Even so, with the cost of money still historically low and concerns about shortages of both commercial and residential stock ongoing, the likelihood is that these markets will remain resilient in the face of a slightly more challenging set of macro conditions.
Our property market surveys are widely used by the Bank of England and major financial institutions as the best lead indicator of the property market. We are working with employers across property and construction to harness the confidence of this buoyant market to ensure a recovery based on knowledge, skills and professional standards.
UK-8808-1_UK Salary Guide 2015_00_Book.indb 76-77 28/10/2014 09:10
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London
Architects £ Range £ Typical
Partner/Director 72,500-92,500 82,500
Associate 57,500-67,500 62,000
Architect 38,000-47,000 43,500
Architectural Assistant, Part II 26,000-32,000 29,500
Architectural Assistant, Part I 18,000-21,000 20,500
Architectural CAD technicians £ Range £ Typical
Senior CAD Technician 34,000-39,000 37,000
Technician 29,000-35,000 31,000
CAD Technician 26,000-31,000 28,250
Interior designers £ Range £ Typical
Senior Interior Designer 40,000-46,000 43,000
Interior Designer 33,000-38,000 36,000
South East England
Architects £ Range £ Typical
Partner/Director 60,000-75,000 65,000
Associate 45,000-50,000 47,500
Architect 38,000-42,000 40,000
Architectural Assistant, Part II 26,000-30,000 28,000
Architectural Assistant, Part I 17,500-21,000 18,500
Architectural CAD technicians £ Range £ Typical
Senior CAD Technician 34,000-40,000 37,000
Technician 28,000-32,000 30,000
CAD Technician 25,000-28,000 26,000
Interior designers £ Range £ Typical
Senior Interior Designer 35,000-40,000 37,000
Interior Designer 27,000-31,000 30,000
East of England
Architects £ Range £ Typical
Partner/Director 45,000-56,000 53,000
Associate 38,000-43,000 40,000
Architect 35,000-40,000 38,000
Architectural Assistant, Part II 19,000-24,000 22,000
Architectural Assistant, Part I 16,000-19,000 17,000
Architectural CAD technicians £ Range £ Typical
Senior CAD Technician 28,500-34,000 33,000
Technician 24,000-28,000 26,000
CAD Technician 22,000-26,000 24,000
Interior designers £ Range £ Typical
Senior Interior Designer 28,000-34,000 32,000
Interior Designer 24,000-29,000 27,500
South West England
Architects £ Range £ Typical
Partner/Director 45,000-52,000 51,000
Associate 35,000-42,000 39,000
Architect 31,000-37,000 35,000
Architectural Assistant, Part II 21,000-27,000 23,500
Architectural Assistant, Part I 15,000-19,000 16,000
Architectural CAD technicians £ Range £ Typical
Senior CAD Technician 29,000-35,000 32,000
Technician 24,000-28,000 26,000
CAD Technician 22,000-27,000 25,000
Interior designers £ Range £ Typical
Senior Interior Designer 26,000-32,000 30,000
Interior Designer 22,000-27,000 26,000
Wales
Architects £ Range £ Typical
Partner/Director 46,000-52,000 48,000
Associate 33,000-40,000 36,000
Architect 30,000-35,000 33,000
Architectural Assistant, Part II 20,000-25,000 22,000
Architectural Assistant, Part I 14,000-17,000 16,000
Architectural CAD technicians £ Range £ Typical
Senior CAD Technician 29,000-35,000 30,000
Technician 20,000-27,000 23,000
CAD Technician 19,000-27,000 22,000
Interior designers £ Range £ Typical
Senior Interior Designer 26,000-32,000 30,000
Interior Designer 22,000-27,000 26,000
West Midlands
Architects £ Range £ Typical
Partner/Director 48,000-60,000 55,000
Associate 38,000-45,000 42,000
Architect 30,000-40,000 35,000
Architectural Assistant, Part II 18,000-23,000 21,000
Architectural Assistant, Part I 15,000-18,000 16,500
Architectural CAD technicians £ Range £ Typical
Senior CAD Technician 29,000-36,000 33,000
Technician 24,000-28,500 27,000
CAD Technician 21,000-28,000 25,000
Interior designers £ Range £ Typical
Senior Interior Designer 30,000-42,000 35,000
Interior Designer 24,000-28,000 26,000
East Midlands
Architects £ Range £ Typical
Partner/Director 50,000-60,000 55,000
Associate 37,500-45,500 42,000
Architect 30,000-38,000 35,000
Architectural Assistant, Part II 22,000-28,000 25,000
Architectural Assistant, Part I 15,000-18,500 16,500
Architectural CAD technicians £ Range £ Typical
Senior CAD Technician 28,000-37,500 32,000
Technician 24,500-29,500 27,500
CAD Technician 24,500-27,500 26,500
Interior designers £ Range £ Typical
Senior Interior Designer 28,000-34,000 32,000
Interior Designer 23,000-27,000 26,000
Yorkshire and the Humber
Architects £ Range £ Typical
Partner/Director 50,000-58,500 55,000
Associate 37,000-46,000 43,000
Architect 27,500-33,000 32,000
Architectural Assistant, Part II 17,000-22,000 20,000
Architectural Assistant, Part I 15,000-19,000 17,500
Architectural CAD technicians £ Range £ Typical
Senior CAD Technician 27,000-32,500 29,500
Technician 24,500-31,000 29,000
CAD Technician 21,000-26,500 24,000
Interior designers £ Range £ Typical
Senior Interior Designer 26,000-29,500 28,500
Interior Designer 22,000-27,000 25,000
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North East England
Architects £ Range £ Typical
Partner/Director 45,000-56,000 48,500
Associate 35,000-40,000 36,000
Architect 27,000-36,000 30,000
Architectural Assistant, Part II 17,000-22,000 20,000
Architectural Assistant, Part I 14,000-17,500 16,000
Architectural CAD technicians £ Range £ Typical
Senior CAD Technician 27,000-30,000 28,500
Technician 24,000-30,000 28,000
CAD Technician 21,000-26,000 24,000
Interior designers £ Range £ Typical
Senior Interior Designer 26,000-30,000 27,500
Interior Designer 23,500-27,000 25,000
North West England
Architects £ Range £ Typical
Partner/Director 55,000-68,000 65,000
Associate 38,000-46,000 43,000
Architect 28,000-36,000 33,000
Architectural Assistant, Part II 19,000-24,000 22,000
Architectural Assistant, Part I 15,000-19,500 17,000
Architectural CAD technicians £ Range £ Typical
Senior CAD Technician 27,000-35,000 32,000
Technician 26,000-34,000 30,000
CAD Technician 20,000-26,000 24,000
Interior designers £ Range £ Typical
Senior Interior Designer 28,000-34,000 31,000
Interior Designer 24,000-28,000 27,000
Northern Ireland
Architects £ Range £ Typical
Partner/Director 45,000-55,000 48,000
Associate 35,000-45,000 38,000
Architect 27,000-36,000 32,000
Architectural Assistant, Part II 19,000-25,000 21,000
Architectural Assistant, Part I 15,000-18,000 15,500
Architectural CAD technicians £ Range £ Typical
Senior CAD Technician 25,000-31,000 28,500
Technician 20,000-25,000 23,000
CAD Technician 18,000-23,000 20,000
Interior designers £ Range £ Typical
Senior Interior Designer 24,000-28,000 26,500
Interior Designer 19,000-25,000 23,000
Scotland
Architects £ Range £ Typical
Partner/Director 50,000-60,000 54,000
Associate 38,000-45,000 42,000
Architect 28,000-34,000 32,000
Architectural Assistant, Part II 18,000-20,000 19,000
Architectural Assistant, Part I 14,000-16,000 15,000
Architectural CAD technicians £ Range £ Typical
Senior CAD Technician 25,000-28,000 26,000
Technician 16,000-22,000 20,000
CAD Technician 16,000-20,000 19,000
Interior designers £ Range £ Typical
Senior Interior Designer 28,000-35,000 30,000
Interior Designer 26,000-28,000 26,000
Harry RichChief Executive, Royal Institute of British Architects
Current sentiment in the architecture profession is positive. Practices of all sizes are predicting that overall workloads will improve, although there is a long way to go to regain the position before the financial crash.
Our Future Trends Survey asks practices to forecast future workloads and staffing levels for the next three months. The value of work in progress for architects began to recover in the second half of 2013 and has been in strong positive territory since. We have now seen a period of consistent growth running at an annualised rate of about 10%.
This improvement is largely being driven by a strong private housing and commercial market in London, the South East and Scotland, although we are seeing evidence of growth taking hold more widely across the UK.
There remain challenges for our industry. Many RIBA chartered practices report that, although overall workloads are increasing, the market remains highly competitive and margins very tight. We have not yet seen a significant increase in employment levels as practices tried to retain as many staff as possible during the downturn and therefore there remains substantial spare capacity in the architectural profession.
We expect this slack to be gradually taken up in the next 12 months, with some signs already apparent of increased demand for staff with project running and building information modelling (BIM) experience in hot spots such as London and North East Scotland. However, constraints on profitability are impacting on the ability of practices to increase staffing levels and invest in BIM capability.
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David Lloyd-RoachDirector of Membership, The Institution of Civil Engineers (ICE)
Since it was founded in 1818, the role of ICE has been to foster and promote the art and science of civil engineering. We now represent around 80,000 members worldwide and continue to work hard to change the industry’s image, focusing on promoting the positive impact civil engineering has on society.
There is a need to attract more young people to the profession and we welcome government support for apprenticeships and want to encourage flexible routes into civil engineering.
Academic qualifications, supplemented by further learning, provide a good start to a civil engineering career, but you no longer have to be a graduate to become a chartered engineer. You can leave school early, get an apprenticeship and then enjoy part-time study. The outlook is good for apprentices and technicians, who have felt rather unloved in recent years.
Our Big Bang Fair, the largest celebration of science, technology, engineering and maths for young people in the UK, demonstrates how many exciting and rewarding opportunities there are in engineering if you have the right experience and qualifications.
Civil engineering is in a recovery phase and the signs are positive for the future with the increased investment in infrastructure such as transport and energy presenting some exciting opportunities for our members.
Over the next few years civil engineers will need to operate in a construction market where the aim is to reduce hours on site, where clients want quicker responses and lower build and lifecycle costs.
There is room for some radical thinking and we believe this industry is up to the challenge.
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Civil engineers
London £ Range £ Typical
Associate Engineer 55,000-65,000 57,000
Senior Engineer 38,000-48,000 43,000
Engineer 30,000-38,000 34,000
Graduate Engineer 24,000-28,000 26,000
South East England £ Range £ Typical
Associate Engineer 48,000-55,000 50,000
Senior Engineer 35,000-45,000 39,000
Engineer 26,000-35,000 32,000
Graduate Engineer 18,000-25,000 23,000
East of England £ Range £ Typical
Associate Engineer 48,000-55,000 50,000
Senior Engineer 35,000-45,000 39,000
Engineer 26,000-35,000 32,000
Graduate Engineer 18,000-25,000 22,500
South West England £ Range £ Typical
Associate Engineer 43,000-60,000 48,000
Senior Engineer 32,000-43,000 38,000
Engineer 26,000-32,000 30,000
Graduate Engineer 18,000-24,000 21,000
Wales £ Range £ Typical
Associate Engineer 40,000-55,000 47,000
Senior Engineer 35,000-45,000 39,000
Engineer 28,000-35,000 31,000
Graduate Engineer 18,000-23,000 21,000
West Midlands £ Range £ Typical
Associate Engineer 43,000-50,000 50,000
Senior Engineer 33,000-43,000 40,000
Engineer 27,000-33,000 33,000
Graduate Engineer 18,000-24,000 23,000
East Midlands £ Range £ Typical
Associate Engineer 42,000-52,000 48,000
Senior Engineer 35,000-44,000 40,000
Engineer 30,000-38,000 33,000
Graduate Engineer 18,000-24,000 21,500
Yorkshire and the Humber £ Range £ Typical
Associate Engineer 44,000-50,000 47,000
Senior Engineer 33,000-36,000 34,500
Engineer 26,500-32,500 30,000
Graduate Engineer 19,500-24,000 22,500
North East England £ Range £ Typical
Associate Engineer 42,000-50,000 47,000
Senior Engineer 33,000-39,000 36,000
Engineer 26,000-33,000 30,000
Graduate Engineer 20,000-23,000 22,000
North West England £ Range £ Typical
Associate Engineer 42,000-50,000 48,000
Senior Engineer 32,000-40,000 38,000
Engineer 23,000-33,000 31,000
Graduate Engineer 20,000-25,000 24,000
Northern Ireland £ Range £ Typical
Associate Engineer 35,000-50,000 43,000
Senior Engineer 30,000-36,000 32,000
Engineer 23,000-29,000 26,500
Graduate Engineer 18,000-23,000 20,000
Scotland £ Range £ Typical
Associate Engineer 38,000-50,000 47,000
Senior Engineer 31,000-40,000 35,500
Engineer 26,000-32,000 29,000
Graduate Engineer 18,000-22,000 20,000
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Structural engineers
London £ Range £ Typical
Associate Engineer 50,000-60,000 55,000
Senior Engineer 40,000-50,000 45,000
Engineer 34,000-40,000 37,000
Graduate Engineer 23,000-28,000 25,000
South East England £ Range £ Typical
Associate Engineer 48,000-55,000 50,000
Senior Engineer 35,000-45,000 40,000
Engineer 26,000-35,000 32,000
Graduate Engineer 18,000-25,000 23,000
East of England £ Range £ Typical
Associate Engineer 48,000-55,000 50,000
Senior Engineer 35,000-45,000 40,000
Engineer 26,000-35,000 32,000
Graduate Engineer 18,000-25,000 23,000
South West England £ Range £ Typical
Associate Engineer 40,000-60,000 48,000
Senior Engineer 32,000-43,000 38,000
Engineer 26,000-33,000 31,000
Graduate Engineer 18,000-24,000 22,000
Wales £ Range £ Typical
Associate Engineer 43,000-55,000 49,000
Senior Engineer 34,000-45,000 39,000
Engineer 28,000-32,000 30,000
Graduate Engineer 18,000-23,000 21,000
West Midlands £ Range £ Typical
Associate Engineer 43,000-50,000 49,000
Senior Engineer 31,000-43,000 40,000
Engineer 27,000-33,000 33,000
Graduate Engineer 18,000-24,000 23,000
East Midlands £ Range £ Typical
Associate Engineer 44,000-52,000 48,000
Senior Engineer 35,000-45,000 41,000
Engineer 32,000-37,000 34,000
Graduate Engineer 18,000-24,000 22,000
Yorkshire and the Humber £ Range £ Typical
Associate Engineer 44,000-48,000 48,000
Senior Engineer 33,000-40,000 38,500
Engineer 27,500-31,000 30,000
Graduate Engineer 19,500-24,000 22,500
North East England £ Range £ Typical
Associate Engineer 44,000-49,000 47,000
Senior Engineer 32,000-39,000 37,500
Engineer 27,000-31,000 30,000
Graduate Engineer 20,000-23,000 22,000
North West England £ Range £ Typical
Associate Engineer 43,000-52,000 48,500
Senior Engineer 33,000-40,000 38,000
Engineer 26,000-34,000 32,000
Graduate Engineer 20,000-24,000 22,000
Northern Ireland £ Range £ Typical
Associate Engineer 35,000-45,000 41,000
Senior Engineer 28,000-36,000 30,000
Engineer 23,000-29,000 27,000
Graduate Engineer 18,000-23,000 20,000
Scotland £ Range £ Typical
Associate Engineer 39,000-50,000 47,000
Senior Engineer 31,000-40,000 36,000
Engineer 25,500-32,000 29,000
Graduate Engineer 20,000-23,000 22,000
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CAD technicians
London £ Range £ Typical
CAD Manager 44,000-50,000 47,000
Senior CAD Team Leader 35,000-44,000 39,500
CAD Technician 27,000-35,000 31,000
South East England £ Range £ Typical
CAD Manager 32,000-38,000 35,000
Senior CAD Team Leader 30,000-35,000 33,000
CAD Technician 22,000-28,000 26,000
East of England £ Range £ Typical
CAD Manager 35,000-40,000 37,500
Senior CAD Team Leader 32,000-38,000 35,000
CAD Technician 23,000-29,000 26,000
South West England £ Range £ Typical
CAD Manager 31,000-35,000 34,000
Senior CAD Team Leader 30,000-35,000 30,000
CAD Technician 20,000-28,000 26,000
Wales £ Range £ Typical
CAD Manager 34,000-40,000 35,000
Senior CAD Team Leader 26,000-35,000 30,000
CAD Technician 21,000-26,000 24,000
West Midlands £ Range £ Typical
CAD Manager 31,000-37,000 36,000
Senior CAD Team Leader 29,000-36,000 33,000
CAD Technician 25,000-28,000 28,000
East Midlands £ Range £ Typical
CAD Manager 32,000-38,000 35,000
Senior CAD Team Leader 30,000-35,000 32,500
CAD Technician 25,000-30,000 30,000
Yorkshire and the Humber £ Range £ Typical
CAD Manager 32,500-38,000 36,000
Senior CAD Team Leader 29,000-33,000 31,000
CAD Technician 23,000-29,000 26,000
North East England £ Range £ Typical
CAD Manager 32,000-37,000 35,000
Senior CAD Team Leader 29,000-32,000 31,000
CAD Technician 19,000-24,000 22,000
North West England £ Range £ Typical
CAD Manager 34,000-42,000 38,000
Senior CAD Team Leader 32,000-38,000 35,000
CAD Technician 21,000-28,000 25,000
Northern Ireland £ Range £ Typical
CAD Manager 26,000-32,000 28,000
Senior CAD Team Leader 24,000-28,000 26,000
CAD Technician 23,000-26,000 25,000
Scotland £ Range £ Typical
CAD Manager 34,000-38,000 36,000
Senior CAD Team Leader 31,000-33,000 32,500
CAD Technician 25,000-29,000 27,000
Environmental/geotechnical engineers
London £ Range £ Typical
Associate Engineer 50,000-60,000 55,000
Senior Engineer 40,000-50,000 42,000
Engineer 30,000-35,000 32,500
Graduate Engineer 25,000-30,000 26,000
South East England £ Range £ Typical
Associate Engineer 45,000-50,000 48,000
Senior Engineer 32,000-40,000 38,000
Engineer 26,000-32,000 29,000
Graduate Engineer 20,000-28,000 23,000
East of England £ Range £ Typical
Associate Engineer 38,000-46,000 45,000
Senior Engineer 32,000-40,000 38,000
Engineer 26,000-32,000 29,000
Graduate Engineer 20,000-28,000 22,500
South West England £ Range £ Typical
Associate Engineer 40,000-48,000 43,000
Senior Engineer 30,000-38,000 35,000
Engineer 25,000-30,000 27,000
Graduate Engineer 20,000-28,000 22,000
Wales £ Range £ Typical
Associate Engineer 35,000-45,000 40,000
Senior Engineer 32,000-38,000 35,000
Engineer 27,000-31,000 29,000
Graduate Engineer 18,000-23,000 22,000
West Midlands £ Range £ Typical
Associate Engineer 38,000-45,000 43,500
Senior Engineer 32,000-38,000 36,500
Engineer 25,000-28,000 27,000
Graduate Engineer 20,000-28,000 23,000
East Midlands £ Range £ Typical
Associate Engineer 38,000-47,000 42,000
Senior Engineer 30,000-36,000 32,000
Engineer 26,500-30,000 28,000
Graduate Engineer 20,000-28,000 22,000
Yorkshire and the Humber £ Range £ Typical
Associate Engineer 38,000-43,000 41,000
Senior Engineer 32,000-37,000 35,500
Engineer 25,000-30,000 28,000
Graduate Engineer 20,000-27,000 22,500
North East England £ Range £ Typical
Associate Engineer 38,000-43,000 41,000
Senior Engineer 33,000-37,000 35,500
Engineer 28,000-32,000 30,000
Graduate Engineer 20,000-27,000 23,000
North West England £ Range £ Typical
Associate Engineer 45,000-50,000 48,000
Senior Engineer 33,000-42,000 38,500
Engineer 25,000-32,000 30,000
Graduate Engineer 22,000-29,000 23,000
Northern Ireland £ Range £ Typical
Associate Engineer 38,000-48,000 40,000
Senior Engineer 34,000-40,000 35,000
Engineer 25,000-30,000 25,000
Graduate Engineer 20,000-26,000 21,000
Scotland £ Range £ Typical
Associate Engineer 43,000-47,000 45,000
Senior Engineer 32,000-38,000 36,000
Engineer 23,000-29,000 26,000
Graduate Engineer 20,000-27,000 22,000
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CONSTRUCTION, ENGINEERING & PROPERTY FACILITIES MANAGEMENT
London £ Range £ Typical
Facilities Director 75,000-100,000 85,000
Facilities Manager 35,000-50,000 45,000
Facilities Assistant 24,000-27,000 25,000
Facilities Consultant 50,000-60,000 57,500
Electrical or Mechanical Engineer 28,000-32,000 30,000
Technical Services Manager 45,000-55,000 50,000
Technical Services Supervisor 37,000-44,000 40,000
Contract Manager 45,000-58,000 55,000
South East England £ Range £ Typical
Facilities Director 68,000-75,000 72,000
Facilities Manager 36,000-42,000 38,000
Facilities Assistant 23,000-26,000 24,000
Facilities Consultant 55,000-65,000 57,000
Electrical or Mechanical Engineer 28,000-35,000 30,000
Technical Services Manager 45,000-55,000 50,000
Technical Services Supervisor 38,000-45,000 40,000
Contract Manager 48,000-55,000 52,000
East of England £ Range £ Typical
Facilities Director 60,000-70,000 65,000
Facilities Manager 30,000-40,000 35,000
Facilities Assistant 18,000-22,000 20,000
Facilities Consultant 40,000-55,000 47,000
Electrical or Mechanical Engineer 26,000-33,000 29,000
Technical Services Manager 35,000-45,000 40,000
Technical Services Supervisor 32,000-37,000 35,000
Contract Manager 33,000-38,000 36,000
South West England £ Range £ Typical
Facilities Director 65,000-75,000 68,000
Facilities Manager 35,000-40,000 37,000
Facilities Assistant 19,000-23,000 21,000
Facilities Consultant 40,000-45,000 45,000
Electrical or Mechanical Engineer 26,000-28,000 28,000
Technical Services Manager 35,000-37,000 36,000
Technical Services Supervisor 32,000-34,000 33,000
Contract Manager 35,000-40,000 37,000
Wales £ Range £ Typical
Facilities Director 55,000-75,000 60,000
Facilities Manager 35,000-40,000 37,000
Facilities Assistant 19,000-23,000 21,000
Facilities Consultant 40,000-48,000 45,000
Electrical or Mechanical Engineer 26,000-30,000 28,000
Technical Services Manager 35,000-40,000 37,000
Technical Services Supervisor 28,000-35,000 31,000
Contract Manager 35,000-40,000 37,000
West Midlands £ Range £ Typical
Facilities Director 55,000-70,000 60,000
Facilities Manager 30,000-40,000 35,000
Facilities Assistant 17,000-25,000 20,000
Facilities Consultant 40,000-55,000 43,000
Electrical or Mechanical Engineer 25,000-30,000 28,000
Technical Services Manager 38,000-45,000 40,000
Technical Services Supervisor 28,000-35,000 30,000
Contract Manager 35,000-47,000 40,000
East Midlands £ Range £ Typical
Facilities Director 60,000-70,000 65,000
Facilities Manager 30,000-40,000 35,000
Facilities Assistant 17,000-25,000 20,000
Facilities Consultant 40,000-55,000 45,000
Electrical or Mechanical Engineer 28,000-35,000 29,500
Technical Services Manager 38,000-45,000 40,000
Technical Services Supervisor 28,000-35,000 30,000
Contract Manager 35,000-45,000 40,000
Yorkshire and the Humber £ Range £ Typical
Facilities Director 55,000-65,000 60,000
Facilities Manager 35,000-45,000 40,000
Facilities Assistant 20,000-28,000 23,000
Facilities Consultant 35,000-45,000 40,000
Electrical or Mechanical Engineer 25,000-32,000 29,500
Technical Services Manager 35,000-45,000 40,000
Technical Services Supervisor 30,000-35,000 32,000
Contract Manager 35,000-45,000 38,000
North East England £ Range £ Typical
Facilities Director 50,000-60,000 55,000
Facilities Manager 35,000-45,000 40,000
Facilities Assistant 20,000-24,000 22,000
Facilities Consultant 35,000-45,000 40,000
Electrical or Mechanical Engineer 25,000-30,000 28,000
Technical Services Manager 32,000-40,000 35,000
Technical Services Supervisor 24,000-30,000 27,000
Contract Manager 38,000-45,000 42,000
North West England £ Range £ Typical
Facilities Director 65,000-80,000 70,000
Facilities Manager 35,000-45,000 40,000
Facilities Assistant 18,000-25,000 21,000
Facilities Consultant 40,000-60,000 45,000
Electrical or Mechanical Engineer 23,500-30,000 27,500
Technical Services Manager 38,000-50,000 46,000
Technical Services Supervisor 29,000-36,000 35,000
Contract Manager 37,000-48,000 42,500
Northern Ireland £ Range £ Typical
Facilities Director 50,000-55,000 53,000
Facilities Manager 32,000-35,000 35,000
Facilities Assistant 16,000-20,000 17,000
Facilities Consultant 30,000-40,000 32,000
Electrical or Mechanical Engineer 26,000-28,000 28,000
Technical Services Manager 33,000-38,000 36,000
Technical Services Supervisor 30,000-32,000 32,000
Contract Manager 33,000-38,000 36,000
Scotland £ Range £ Typical
Facilities Director 50,000-60,000 55,000
Facilities Manager 32,000-42,000 37,000
Facilities Assistant 22,000-25,000 23,000
Facilities Consultant 33,000-42,000 37,500
Electrical or Mechanical Engineer 24,000-27,000 26,000
Technical Services Manager 33,000-37,000 35,000
Technical Services Supervisor 28,500-32,000 30,500
Contract Manager 35,000-40,000 38,000
Gareth TancredCEO, British Institute of Facilities Management
Facilities management (FM) as a career choice offers many opportunities and an interesting and diverse working life. No two days are ever the same. It is challenging, interesting and crucial to ensuring a company operates effectively and provides a safe, enjoyable and efficient working environment.
This is a heavily regulated sector but organisations must not approach this aspect as a tick-box exercise. Legislative compliance is important, but organisations and FM professionals must also take a proactive approach to improving sustainability.
Technology has the potential to lift the work that FM does to another level. For instance, our FM and the Trust Dividend report, which explores the attitudes of organisations towards FM departments and suppliers, explains the benefits of supplying real-time data and
relevant business information. The research confirms what is frequently said by those in the profession about the way FM should be run. An ongoing commitment by senior personnel to establish and routinely measure FM’s value – what it brings to operational performance and productivity – leads to more trusting partnerships. This results in improved levels of service quality as FM teams can concentrate on being proactive in improving customer experience and driving innovation rather than focussing on cost cutting and compliance.
As the UK economy recovers these are exciting times for FM professionals and we are seeing huge contracts being won. However, organisations are still putting cost pressures on service providers.
With job titles often not reflecting the true scope of the role and a certain amount of stigma still attached to the work FMs do, the FM profession can be easily misunderstood. However, our professionals are getting better at understanding the role they play and the importance of the work they do, which is further helped as more business leaders look at the role of the ‘workplace’ which is an area FMs can own.
Our work with the Chartered Institute of Personnel and Development (CIPD) on the future of the workplace is further promoting this understanding by bringing together two communities of professionals. I can only see these improvements continuing as changes in the way people work bring a host of new developments and challenges.
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Consulting
London £ Range £ Typical
Director 70,000-90,000 80,000
Associate 58,000-68,000 65,000
Senior Design Engineer (M&E) 45,000-60,000 52,000
Intermediate Design Engineer (M&E) 32,000-38,000 35,000
Junior Design Engineer (M&E) 22,000-28,000 26,000
Revit/BIM Technician 32,000-45,000 36,000
CAD Technician 28,000-35,000 32,000
South East England £ Range £ Typical
Director 62,000-67,000 66,000
Associate 52,000-58,000 56,000
Senior Design Engineer (M&E) 45,000-52,000 49,000
Intermediate Design Engineer (M&E) 28,000-32,000 30,000
Junior Design Engineer (M&E) 24,000-28,000 26,000
Revit/BIM Technician 34,000-38,000 36,000
CAD Technician 26,000-30,000 28,000
East of England £ Range £ Typical
Director 49,000-59,000 55,000
Associate 35,000-50,000 45,000
Senior Design Engineer (M&E) 37,000-44,000 43,000
Intermediate Design Engineer (M&E) 30,000-37,000 32,000
Junior Design Engineer (M&E) 20,000-25,000 23,000
Revit/BIM Technician 26,000-32,000 30,000
CAD Technician 22,000-26,000 24,000
South West England £ Range £ Typical
Director 52,000-57,000 53,000
Associate 40,000-50,000 45,000
Senior Design Engineer (M&E) 38,000-45,000 42,000
Intermediate Design Engineer (M&E) 28,000-35,000 32,000
Junior Design Engineer (M&E) 22,000-25,000 23,000
Revit/BIM Technician 30,000-35,000 32,000
CAD Technician 23,000-28,000 25,000
Wales £ Range £ Typical
Director 52,000-57,000 53,000
Associate 40,000-50,000 45,000
Senior Design Engineer (M&E) 38,000-45,000 40,000
Intermediate Design Engineer (M&E) 28,000-35,000 32,000
Junior Design Engineer (M&E) 22,000-25,000 23,000
Revit/BIM Technician 30,000-35,000 33,000
CAD Technician 23,000-28,000 25,000
West Midlands £ Range £ Typical
Director 50,000-60,000 55,000
Associate 45,000-55,000 50,000
Senior Design Engineer (M&E) 38,000-45,000 42,000
Intermediate Design Engineer (M&E) 24,000-30,000 27,000
Junior Design Engineer (M&E) 18,000-22,000 21,000
Revit/BIM Technician 24,000-30,000 27,000
CAD Technician 21,000-27,000 25,000
East Midlands £ Range £ Typical
Director 50,000-65,000 55,000
Associate 45,000-55,000 50,000
Senior Design Engineer (M&E) 39,000-44,000 41,000
Intermediate Design Engineer (M&E) 25,000-28,500 27,000
Junior Design Engineer (M&E) 21,000-25,000 23,500
Revit/BIM Technician 23,000-28,000 26,000
CAD Technician 21,000-28,000 25,000
Yorkshire and the Humber £ Range £ Typical
Director 42,000-54,000 50,000
Associate 42,000-48,000 45,000
Senior Design Engineer (M&E) 38,000-45,000 40,000
Intermediate Design Engineer (M&E) 22,000-28,000 25,000
Junior Design Engineer (M&E) 18,000-24,000 20,000
Revit/BIM Technician 28,000-35,000 32,000
CAD Technician 22,000-28,000 25,000
North East England £ Range £ Typical
Director 42,000-54,000 50,000
Associate 38,000-45,000 42,000
Senior Design Engineer (M&E) 36,000-45,000 40,000
Intermediate Design Engineer (M&E) 22,000-28,000 26,000
Junior Design Engineer (M&E) 18,000-24,000 21,000
Revit/BIM Technician 28,000-35,000 32,000
CAD Technician 21,000-25,000 24,000
North West England £ Range £ Typical
Director 47,000-57,000 55,000
Associate 45,000-55,000 50,000
Senior Design Engineer (M&E) 38,000-45,000 40,000
Intermediate Design Engineer (M&E) 27,000-33,000 29,000
Junior Design Engineer (M&E) 20,000-24,000 22,000
Revit/BIM Technician 27,000-35,000 32,000
CAD Technician 22,000-28,000 25,000
Northern Ireland £ Range £ Typical
Director 45,000-70,000 60,000
Associate 38,000-46,000 42,000
Senior Design Engineer (M&E) 35,000-44,000 38,000
Intermediate Design Engineer (M&E) 23,000-28,000 25,000
Junior Design Engineer (M&E) 20,000-24,000 23,000
Revit/BIM Technician 22,000-27,000 23,000
CAD Technician 18,000-23,000 20,000
Scotland £ Range £ Typical
Director 42,000-54,000 50,000
Associate 45,000-50,000 47,000
Senior Design Engineer (M&E) 40,000-45,000 42,000
Intermediate Design Engineer (M&E) 28,000-34,000 30,000
Junior Design Engineer (M&E) 20,000-24,000 23,000
Revit/BIM Technician 20,000-25,000 23,000
CAD Technician 18,000-22,000 20,000
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London £ Range £ Typical
Director 70,000-90,000 80,000
Senior Contracts Manager 45,000-60,000 55,000
Contract Quantity Surveyor 40,000-60,000 48,000
Estimator 40,000-55,000 48,000
Project Manager 50,000-60,000 55,000
Project Engineer 30,000-42,000 37,000
CAD Technician 28,000-38,000 32,000
South East England £ Range £ Typical
Director 62,000-67,000 66,000
Senior Contracts Manager 45,000-55,000 50,000
Contract Quantity Surveyor 42,000-50,000 48,000
Estimator 42,000-50,000 43,000
Project Manager 45,000-55,000 52,000
Project Engineer 28,000-35,000 34,000
CAD Technician 26,000-30,000 28,000
East of England £ Range £ Typical
Director 49,000-59,000 55,000
Senior Contracts Manager 38,000-48,000 45,000
Contract Quantity Surveyor 30,000-40,000 37,500
Estimator 32,000-45,000 40,000
Project Manager 35,000-45,000 40,000
Project Engineer 28,000-35,000 30,000
CAD Technician 22,000-26,000 24,000
South West England £ Range £ Typical
Director 52,000-60,000 55,000
Senior Contracts Manager 40,000-45,000 42,500
Contract Quantity Surveyor 34,000-44,000 38,000
Estimator 30,000-37,000 33,000
Project Manager 37,000-42,000 39,000
Project Engineer 28,000-35,000 32,000
CAD Technician 24,000-30,000 25,000
Wales £ Range £ Typical
Director 52,000-60,000 53,000
Senior Contracts Manager 40,000-45,000 42,500
Contract Quantity Surveyor 34,000-44,000 38,000
Estimator 30,000-37,000 33,000
Project Manager 37,000-42,000 39,000
Project Engineer 28,000-35,000 32,000
CAD Technician 24,000-34,000 25,000
West Midlands £ Range £ Typical
Director 45,000-55,000 50,000
Senior Contracts Manager 38,000-48,000 43,000
Contract Quantity Surveyor 32,000-40,000 35,000
Estimator 28,000-38,000 35,000
Project Manager 35,000-50,000 42,000
Project Engineer 30,000-38,000 34,000
CAD Technician 21,000-27,000 25,000
East Midlands £ Range £ Typical
Director 45,000-55,000 50,000
Senior Contracts Manager 35,000-45,000 38,500
Contract Quantity Surveyor 37,500-42,500 38,500
Estimator 33,000-40,000 37,500
Project Manager 38,500-50,000 42,500
Project Engineer 27,500-35,000 33,000
CAD Technician 23,500-29,500 26,500
Yorkshire and the Humber £ Range £ Typical
Director 42,000-54,000 50,000
Senior Contracts Manager 34,000-43,500 37,000
Contract Quantity Surveyor 30,000-40,000 35,000
Estimator 25,000-35,000 33,000
Project Manager 35,000-55,000 42,000
Project Engineer 26,000-30,000 28,000
CAD Technician 21,000-26,500 24,000
North East England £ Range £ Typical
Director 42,000-54,000 50,000
Senior Contracts Manager 24,000-43,500 37,000
Contract Quantity Surveyor 30,000-40,000 35,000
Estimator 27,500-35,000 34,000
Project Manager 35,000-55,000 42,000
Project Engineer 25,000-28,000 27,000
CAD Technician 21,000-25,000 24,000
North West England £ Range £ Typical
Director 46,000-56,000 50,000
Senior Contracts Manager 36,000-45,000 39,000
Contract Quantity Surveyor 36,000-43,000 37,000
Estimator 28,000-36,000 34,000
Project Manager 40,000-45,000 42,000
Project Engineer 30,000-32,000 30,000
CAD Technician 23,000-27,000 25,000
Northern Ireland £ Range £ Typical
Director 50,000-75,000 55,000
Senior Contracts Manager 35,000-40,000 38,000
Contract Quantity Surveyor 31,000-36,000 34,000
Estimator 30,000-36,000 31,000
Project Manager 33,000-36,000 35,000
Project Engineer 28,000-31,000 29,500
CAD Technician 23,000-29,000 28,000
Scotland £ Range £ Typical
Director 45,000-55,000 50,000
Senior Contracts Manager 35,000-45,000 42,000
Contract Quantity Surveyor 35,000-42,000 38,000
Estimator 30,000-38,000 34,000
Project Manager 35,000-40,000 37,500
Project Engineer 29,000-37,000 34,000
CAD Technician 18,000-22,000 20,000
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We have seen an increasing number of employers in the Building Services sector re-establish their graduate training and development schemes with CIBSE and we hope that this means the future is looking brighter for graduates out there.
CIBSE recognises and celebrates the companies and individuals that are setting the standards in recruiting and developing young talent in the annual Young Engineers’ Awards. These bring together the CIBSE ASHRAE Graduate of the Year award and the Employer of the Year award and highlight the talent available to engineering employers while also demonstrating the importance of providing young engineers with opportunities to advance their careers. As well as rewarding and showcasing the innovative thinking, hard work and skills of graduate engineers, the awards scheme also picks out those employers who do the most to develop and encourage young talent. To find out about the winners of the 2014 winners and details of how you could enter in 2015, visit www.cibse.org/youngengineersawards.
7% of CIBSE members are female, although there is still a low number women staying in the industry long term. The importance of a diverse workforce is recognised by CIBSE and as an institution we are passionate about improving building performance and sharing knowledge.
A new panel to promote diversity in the engineering sector was officially launched by CIBSE in the last year. The Diversity for Improved Business Performance Panel aims to break down the barriers to under-represented groups in the building services industry. CIBSE President George Adams said: ‘The vision is for CIBSE to be the leader among construction and engineering professionals in the built environment.’
Through encouraging diversity we can help change behaviour of the industry and work towards a more diverse work place in the future. The employment and retention of a varied workforce is integral to meet the building services engineering skills gap and to therefore improve building performance.
Carilyn ClementsDirector of Membership, CIBSE
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Social housing The general needs of the social housing market have been mixed since the beginning of 2014, though some UK regions report a strong last few months. A number of housing association mergers and restructures have completed, meaning a return to stability and recruitment among frontline staff. With the streamlining of top-level structures among such organisations, the environment has, however, been less positive for senior social housing professionals.
The effects of the Government’s welfare reform programme – including the delayed rollout of Universal Credit – are still rippling across the sector. This means that individuals with relevant skills, such as income management, are among the most sought after. Salaries are rising within this sector as housing providers look to attract the best candidates from both the public and private sectors.
Elsewhere, local authority cuts have triggered an influx of supported housing staff looking to transfer into general needs – as well as demand for agency staff to support stretched homelessness and housing advice teams. Uncertainty in the industry over what lies beyond the 2015 general election may see temporary contracts being favoured over the coming months.
London £ Range £ Typical
Housing Manager 38,000-43,000 40,000
Senior Housing Officer 34,000-36,000 35,000
Housing Officer 28,000-32,000 30,000
Housing Assistant 19,500-22,500 22,000
Area Housing Manager 43,000-48,000 45,000
Scheme Manager 18,000-23,500 21,000
Project Worker 18,000-23,500 21,000
Support Worker 21,000-24,500 22,000
Anti-Social Behavior/ Community Safety Officer 27,000-33,000 30,500
Income Recovery Officer 25,000-30,000 28,000
Resident Involvement Manager 32,000-37,000 35,000
South East England £ Range £ Typical
Housing Manager 32,000-38,000 36,000
Senior Housing Officer 26,500-32,000 28,000
Housing Officer 20,000-28,000 24,500
Housing Assistant 15,500-20,000 18,000
Area Housing Manager 35,000-40,000 38,000
Scheme Manager 19,000-24,000 20,000
Project Worker 16,000-20,000 18,000
Support Worker 15,500-20,000 16,500
Anti-Social Behavior/ Community Safety Officer 22,000-30,000 25,000
Income Recovery Officer 24,000-30,000 26,000
Resident Involvement Manager 31,000-38,000 33,000
East of England £ Range £ Typical
Housing Manager 27,000-36,500 31,000
Senior Housing Officer 25,500-31,500 28,500
Housing Officer 21,000-27,500 24,500
Housing Assistant 15,500-18,000 17,000
Area Housing Manager 26,000-37,500 34,000
Scheme Manager 18,500-22,500 21,000
Project Worker 17,500-20,000 18,500
Support Worker 16,500-19,500 17,500
Anti-Social Behavior/ Community Safety Officer 22,000-26,500 25,500
Income Recovery Officer 20,500-26,500 24,000
Resident Involvement Manager 26,000-33,000 30,000
South West England £ Range £ Typical
Housing Manager 30,000-42,000 35,000
Senior Housing Officer 26,000-28,000 27,000
Housing Officer 19,000-26,000 24,000
Housing Assistant 15,000-20,000 17,000
Area Housing Manager 36,000-46,000 40,000
Scheme Manager 14,000-21,000 17,500
Project Worker 15,500-21,000 18,000
Support Worker 15,500-22,000 17,000
Anti-Social Behavior/ Community Safety Officer 22,000-28,000 25,000
Income Recovery Officer 22,000-28,000 25,000
Resident Involvement Manager 22,000-28,000 25,000
Wales £ Range £ Typical
Housing Manager 30,000-39,000 35,000
Senior Housing Officer 27,000-31,000 28,000
Housing Officer 22,000-29,000 25,000
Housing Assistant 16,000-19,000 17,500
Area Housing Manager 32,000-41,000 35,000
Scheme Manager 17,500-23,000 19,000
Project Worker 12,500-21,000 17,000
Support Worker 15,000-21,000 18,000
Anti-Social Behavior/ Community Safety Officer 22,000-28,000 24,000
Income Recovery Officer 16,000-28,000 24,000
Resident Involvement Manager 24,000-35,000 26,500
West Midlands £ Range £ Typical
Housing Manager 28,000-35,000 32,000
Senior Housing Officer 23,000-27,000 25,000
Housing Officer 19,000-24,000 22,000
Housing Assistant 15,000-18,000 17,000
Area Housing Manager 31,000-42,000 34,000
Scheme Manager 14,000-20,000 19,000
Project Worker 16,000-21,000 18,000
Support Worker 14,000-20,000 17,000
Anti-Social Behavior/ Community Safety Officer 19,000-29,000 24,000
Income Recovery Officer 19,000-24,000 21,000
Resident Involvement Manager 29,000-36,000 31,000
East Midlands £ Range £ Typical
Housing Manager 30,000-35,000 32,500
Senior Housing Officer 25,000-28,000 27,000
Housing Officer 21,000-26,000 23,500
Housing Assistant 16,000-19,000 18,000
Area Housing Manager 35,000-42,000 39,000
Scheme Manager 16,000-20,000 19,000
Project Worker 16,000-19,000 18,000
Support Worker 14,000-19,000 17,000
Anti-Social Behavior/ Community Safety Officer 20,000-27,000 24,000
Income Recovery Officer 23,500-30,000 25,000
Resident Involvement Manager 29,000-37,000 31,000
Yorkshire and the Humber £ Range £ Typical
Housing Manager 29,000-36,000 32,000
Senior Housing Officer 26,500-29,500 28,000
Housing Officer 21,000-26,500 23,500
Housing Assistant 16,000-19,000 17,000
Area Housing Manager 29,000-35,000 33,500
Scheme Manager 15,500-21,000 18,000
Project Worker 17,000-22,000 18,500
Support Worker 14,000-19,500 17,000
Anti-Social Behavior/ Community Safety Officer 21,000-25,000 24,000
Income Recovery Officer 21,000-26,500 23,000
Resident Involvement Manager 27,500-33,000 29,500
North East England £ Range £ Typical
Housing Manager 32,000-35,000 33,500
Senior Housing Officer 24,000-28,000 27,000
Housing Officer 18,500-22,000 21,500
Housing Assistant 16,000-19,000 17,000
Area Housing Manager 35,000-42,000 38,000
Scheme Manager 17,500-21,000 18,500
Project Worker 16,000-20,000 18,000
Support Worker 13,500-17,000 15,750
Anti-Social Behavior/ Community Safety Officer 21,000-26,000 24,000
Income Recovery Officer 19,000-24,000 21,000
Resident Involvement Manager 26,000-31,000 28,500
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North West England £ Range £ Typical
Housing Manager 32,000-38,000 34,000
Senior Housing Officer 26,000-30,000 28,000
Housing Officer 18,500-26,000 23,000
Housing Assistant 16,000-19,500 17,500
Area Housing Manager 33,000-38,000 36,000
Scheme Manager 15,500-20,000 18,000
Project Worker 15,000-19,500 17,500
Support Worker 14,000-18,000 16,000
Anti-Social Behavior/ Community Safety Officer 21,000-28,000 25,000
Income Recovery Officer 21,000-26,000 24,000
Resident Involvement Manager 25,000-32,000 28,000
Northern Ireland £ Range £ Typical
Housing Manager 33,000-37,000 35,000
Senior Housing Officer 24,000-28,000 26,000
Housing Officer 18,000-22,000 20,000
Housing Assistant 15,000-18,000 16,000
Area Housing Manager 33,000-37,000 35,000
Scheme Manager 17,000-22,000 19,000
Project Worker 17,000-22,000 20,000
Support Worker 16,000-19,000 17,000
Anti-Social Behavior/ Community Safety Officer 17,000-19,000 18,000
Income Recovery Officer 17,000-19,000 18,000
Resident Involvement Manager 17,000-19,000 18,000
Scotland £ Range £ Typical
Housing Manager 28,000-42,000 35,000
Senior Housing Officer 25,000-33,000 28,000
Housing Officer 20,000-29,000 26,000
Housing Assistant 16,500-24,000 20,000
Area Housing Manager 33,000-45,000 37,000
Scheme Manager 17,000-22,000 19,000
Project Worker 17,000-22,000 20,000
Support Worker 15,800-21,000 17,800
Anti-Social Behavior/ Community Safety Officer 22,000-28,000 25,000
Income Recovery Officer 22,000-28,000 26,000
Resident Involvement Manager 25,000-33,000 30,250
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HUMAN RESOURCES BUILDING STRATEGIC PARTNERSHIPS
HR generalistOrganisations understand the benefit that HR can bring and want strong HR generalists to help drive their business forward. True business partnering is highly valued, especially when HR business partners can demonstrate a deep understanding of both business and commercial drivers and also external macro-economic factors. We are seeing an increasing number of vacancies for both temporary and permanent positions across the UK. For example, the retail, manufacturing, financial services and not-for-profit sectors are hiring in higher numbers.
Employers need to be aware that the most talented individuals often receive multiple job offers and therefore their own recruitment experience can influence their decision. Because of this, we are seeing a boost in the number of temporary contracts as organisations want to ensure that unfilled posts are covered.
Reward and benefitsReward was traditionally an analytical and number-crunching role, particularly at a junior level, but as reward strategies become more closely aligned to business goals, this function’s core competencies are changing.
We have seen an increase in finance professionals moving into reward roles as the skills required are seen as transferable. Another way organisations have combated skills shortages is to move towards dual-focus leadership positions, combining reward with another department.
Organisations are beginning to take a longer-term approach to the challenge of reward whereas until recently the focus had been on quick fixes. Recruitment has historically been mainly on a contract basis to address specific issues, this has now shifted towards long-term attraction and retention and attainment of organisational objectives. We are therefore seeing an increase in the number of permanent roles available.
Reward is an important area to get right because candidates are becoming more focused on total reward packages including lifestyle choices and training and development rather than purely pay.
Learning and development As the economy improves, organisations need to retain their best people and attract the right talent to meet business objectives. For many this means a renewed focus on L&D. Companies now have the confidence to invest in their best people with an outcome of both increased productivity and employee engagement. L&D programmes are being used as a compelling element of employer value propositions as jobseekers want organisations to invest in their development.
Many companies are bringing the function in-house for cost saving and strategic and operational control reasons. We are seeing those L&D professionals that set up their own companies during the recession being tempted back to in-house roles. This also offers good opportunities for more generalist HR practitioners who wish to specialise and make the move into L&D.
There has been an increased requirement for L&D professionals across the industrial sector, especially at the mid-range employee level, as companies invest in talent management, management development and employee engagement. More specific training roles such as systems trainer and sales trainer positions are also in demand within distribution and manufacturing.
Financial services and large companies are hiring in the greatest numbers but SMEs are also starting to create new L&D roles as they grow in size.
We are starting to see a shift in focus; whereas previously the trend was to recruit on an interim basis, employers are now looking for more permanent members of staff. However, there is still a need for interim professionals for large scale projects and to help up skill in-house teams.
Organisations understand the benefit that HR can bring and want strong HR generalists to help drive their business forward.
The potential for HR to influence and drive business strategy has arguably never been stronger as employers realise they need to invest in the right staff as the economy improves.
In the next two years, experienced and talented HR professionals will be in a stronger position to negotiate pay rises and better benefits, whether they stay where they are or decide to move on.
2015 will see resourcing rise in importance as organisations look to hire talented recruiters who can find people with the right skills to make the most of the economic upturn.
Learning and development (L&D), which lacked investment during the downturn, is now bouncing back. We are seeing a continued focus in this area as organisations want to retain the most talented individuals and have clear succession plans in place. There are opportunities for those with delivery and strategy experience, and in the public sector employers are retraining and upskilling long-serving L&D experts as their organisations evolve.
As unemployment falls across most sectors, regions and industries we are expecting an increase in the need for HR generalists on a permanent basis over the next 12 months. Employers require professionals who understand the commercial environment in which their organisation operates and who can ensure that HR services are aligned to business goals.
Companies are more conscious of the need to effectively reward employees to boost productivity and retain their most valued staff members. This means reward is an improved market with the growing number of vacancies mirroring the upturn in L&D recruitment.
There was a significant increase in interim HR vacancies within the public sector during 2014, particularly for those specialising in change management, organisational development and employee relations.
As unemployment falls, we are expecting an increase in the need for HR generalists on a permanent basis over the next 12 months.
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HUMAN RESOURCES BUILDING STRATEGIC PARTNERSHIPS
Talent and resourcingAs organisations grow in confidence and look to increase their workforce, recruitment is becoming one of the busiest areas within HR.
Salaries have begun to increase gradually as the demand, and therefore competition, for the best talent has increased. Benefits packages have started to focus on flexible working, with the ability to occasionally work from home beginning to take precedence over salary in some cases. Some organisations already reward on performance-related factors and we will see this trend continue as the focus on cost saving and proven results increases.
Recruitment project experience is in demand and a rare skill to find – some candidates are gaining PRINCE2 qualifications in order to improve skills and show proficiency in this area. Specific recruitment system experience and analytical skills (in particular advanced use of Microsoft Excel) are always desired to quantify results and to back up and confirm that recruiters are reducing the average cost of hire and proving their worth as an in-house resource.
Naturally the utilisation of social media to source talent is now a given in the majority of recruitment and resourcing positions. Organisations are also putting an emphasis on the knowledge that candidates have of the trends within the UK and international labour market.
Public servicesThe public sector needs talented people to help drive it forward. With increasing confidence within the private sector, attracting and retaining the right people is a challenge.
Professionals with change management, organisational development, TUPE and employee relations experience are in high demand, especially on an interim and contract basis. This is noticeable in local government, NHS, housing associations and education. It takes real HR skill to deliver under tough budgetary constraints.
Many of the sectors have shown a preference to pay interim or new staff at a lower banding, but they may have to move to a higher pay scale to attract and retain the best people as 2015 progresses.
True business partnering is highly valued, especially when HR business partners can demonstrate a deep understanding of both business and commercial drivers and also external macro-economic factors.
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London Commerce and industry Public sector
HR generalist £ Range £ Typical £ Range £ Typical
HR Director 80,000-170,000 130,000 60,000-90,000 85,000
Head of HR 60,000-120,000 80,000 50,000-65,000 60,000
HR Business Partner 38,000-80,000 50,000 40,000-60,000 50,000
HR Manager 38,000-55,000 45,000 35,000-50,000 45,000
HR Officer/Advisor 23,000-40,000 35,000 23,000-38,000 32,000
HR Assistant/Administrator 20,000-28,000 26,000 18,000-25,000 23,000
Employee relations/IR £ Range £ Typical £ Range £ Typical
Head of ER/IR 60,000-120,000 85,000 50,000-70,000 65,000
Manager 40,000-70,000 60,000 40,000-60,000 50,000
Officer/Advisor 25,000-45,000 38,000 25,000-45,000 35,000
Organisational development £ Range £ Typical £ Range £ Typical
Head of OD 70,000-110,000 90,000 60,000-80,000 65,000
Manager 55,000-85,000 70,000 40,000-70,000 55,000
Equality and diversity £ Range £ Typical £ Range £ Typical
Head of Equality & Diversity – – 55,000-70,000 62,500
Manager – – 45,000-60,000 52,500
Officer/Advisor – – 30,000-40,000 35,000
South East England Commerce and industry Public sector
HR generalist £ Range £ Typical £ Range £ Typical
HR Director 50,000-90,000 75,000 50,000-80,000 70,000
Head of HR 40,000-80,000 65,000 40,000-70,000 60,000
HR Business Partner 35,000-60,000 45,000 30,000-50,000 45,000
HR Manager 35,000-50,000 40,000 30,000-45,000 38,000
HR Officer/Advisor 25,000-35,000 30,000 25,000-32,000 28,000
HR Assistant/Administrator 18,000-24,000 22,000 18,000-24,000 22,000
Employee relations/IR £ Range £ Typical £ Range £ Typical
Head of ER/IR 40,000-80,000 70,000 50,000-65,000 60,000
Manager 40,000-60,000 45,000 40,000-60,000 45,000
Officer/Advisor 23,000-40,000 35,000 28,000-35,000 32,000
Organisational development £ Range £ Typical £ Range £ Typical
Head of OD 50,000-90,000 75,000 55,000-75,000 60,000
Manager 50,000-70,000 60,000 45,000-60,000 50,000
Equality and diversity £ Range £ Typical £ Range £ Typical
Head of Equality & Diversity – – 40,000-60,000 50,000
Manager – – 35,000-45,000 40,000
Officer/Advisor – – 23,000-32,000 28,000
East of England Commerce and industry Public sector
HR generalist £ Range £ Typical £ Range £ Typical
HR Director 60,000-110,000 75,000 60,000-80,000 70,000
Head of HR 45,000-70,000 60,000 50,000-65,000 58,000
HR Business Partner 35,000-75,000 47,000 40,000-60,000 50,000
HR Manager 35,000-55,000 45,000 35,000-50,000 40,000
HR Officer/Advisor 23,000-35,000 30,000 20,000-35,000 28,000
HR Assistant/Administrator 16,000-24,000 22,000 16,000-25,000 21,000
Employee relations/IR £ Range £ Typical £ Range £ Typical
Head of ER/IR 50,000-80,000 70,000 50,000-65,000 60,000
Manager 38,000-55,000 48,000 40,000-60,000 45,000
Officer/Advisor 28,000-35,000 28,000 28,000-35,000 28,000
Organisational development £ Range £ Typical £ Range £ Typical
Head of OD 70,000-90,000 80,000 55,000-75,000 60,000
Manager 50,000-75,000 65,000 45,000-60,000 50,000
Equality and diversity £ Range £ Typical £ Range £ Typical
Head of Equality & Diversity – – 40,000-60,000 50,000
Manager – – 35,000-45,000 40,000
Officer/Advisor – – 23,000-32,000 28,000
South West England Commerce and industry Public sector
HR generalist £ Range £ Typical £ Range £ Typical
HR Director 55,000-120,000 75,000 60,000-90,000 70,000
Head of HR 50,000-80,000 60,000 45,000-80,000 60,000
HR Business Partner 35,000-60,000 45,000 30,000-42,000 40,000
HR Manager 35,000-50,000 40,000 32,000-38,000 35,000
HR Officer/Advisor 22,000-35,000 33,000 22,000-30,000 26,000
HR Assistant/Administrator 15,000-20,000 18,000 16,000-18,500 17,000
Employee relations/IR £ Range £ Typical £ Range £ Typical
Head of ER/IR 45,000-65,000 60,000 35,000-60,000 50,000
Manager 35,000-50,000 40,000 30,000-45,000 40,000
Officer/Advisor 22,000-35,000 33,000 25,000-32,000 30,000
Organisational development £ Range £ Typical £ Range £ Typical
Head of OD 50,000-80,000 60,000 45,000-70,000 58,000
Manager 45,000-55,000 50,000 35,000-50,000 42,000
Equality and diversity £ Range £ Typical £ Range £ Typical
Head of Equality & Diversity – – 40,000-55,000 48,000
Manager – – 35,000-45,000 38,000
Officer/Advisor – – 23,000-32,000 28,000
NOTE: Absence of figures denotes insufficient salary data.
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Wales Commerce and industry Public sector
HR generalist £ Range £ Typical £ Range £ Typical
HR Director 50,000-85,000 60,000 50,000-85,000 60,000
Head of HR 35,000-60,000 45,000 35,000-60,000 45,000
HR Business Partner 33,000-48,000 40,000 28,000-45,000 38,000
HR Manager 28,000-45,000 38,000 33,000-45,000 35,000
HR Officer/Advisor 25,000-32,000 27,000 25,000-32,000 27,000
HR Assistant/Administrator 15,000-18,000 16,000 16,000-17,000 16,500
Employee relations/IR £ Range £ Typical £ Range £ Typical
Head of ER/IR 38,000-58,000 50,000 38,000-58,000 50,000
Manager 35,000-50,000 40,000 35,000-50,000 40,000
Officer/Advisor 25,000-32,000 27,000 25,000-32,000 27,000
Organisational development £ Range £ Typical £ Range £ Typical
Head of OD 50,000-80,000 60,000 32,000-55,000 45,000
Manager 45,000-55,000 48,000 26,000-36,000 32,000
Equality and diversity £ Range £ Typical £ Range £ Typical
Head of Equality & Diversity – – 40,000-45,000 45,000
Manager – – 27,000-38,000 32,000
Officer/Advisor – – 20,000-26,000 25,000
West Midlands Commerce and industry Public sector
HR generalist £ Range £ Typical £ Range £ Typical
HR Director 60,000-120,000 75,000 50,000-80,000 70,000
Head of HR 50,000-80,000 65,000 45,000-70,000 60,000
HR Business Partner 35,000-65,000 45,000 35,000-45,000 40,000
HR Manager 30,000-45,000 40,000 30,000-40,000 35,000
HR Officer/Advisor 22,000-35,000 28,000 22,000-30,000 26,000
HR Assistant/Administrator 17,000-22,000 20,000 14,000-21,000 18,000
Employee relations/IR £ Range £ Typical £ Range £ Typical
Head of ER/IR 45,000-60,000 50,000 50,000-60,000 55,000
Manager 35,000-48,000 42,000 35,000-45,000 40,000
Officer/Advisor 27,000-35,000 30,000 25,000-32,000 30,000
Organisational development £ Range £ Typical £ Range £ Typical
Head of OD 50,000-70,000 60,000 50,000-65,000 58,000
Manager 40,000-55,000 50,000 30,000-50,000 45,000
Equality and diversity £ Range £ Typical £ Range £ Typical
Head of Equality & Diversity – – 45,000-55,000 50,000
Manager – – 35,000-45,000 40,000
Officer/Advisor – – 25,000-35,000 28,000
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East Midlands Commerce and industry Public sector
HR generalist £ Range £ Typical £ Range £ Typical
HR Director 60,000-100,000 80,000 60,000-90,000 80,000
Head of HR 50,000-70,000 60,000 50,000-65,000 60,000
HR Business Partner 35,000-70,000 45,000 35,000-50,000 40,000
HR Manager 30,000-50,000 40,000 30,000-40,000 35,000
HR Officer/Advisor 22,000-35,000 28,000 25,000-30,000 28,000
HR Assistant/Administrator 15,000-21,000 19,000 15,000-20,000 18,000
Employee relations/IR £ Range £ Typical £ Range £ Typical
Head of ER/IR 45,000-60,000 50,000 50,000-60,000 55,000
Manager 40,000-50,000 45,000 35,000-50,000 45,000
Officer/Advisor 27,000-35,000 30,000 25,000-32,000 30,000
Organisational development £ Range £ Typical £ Range £ Typical
Head of OD 50,000-70,000 65,000 55,000-65,000 60,000
Manager 40,000-60,000 50,000 40,000-50,000 48,000
Equality and diversity £ Range £ Typical £ Range £ Typical
Head of Equality & Diversity – – 45,000-55,000 50,000
Manager – – 35,000-45,000 40,000
Officer/Advisor – – 25,000-35,000 30,000
Yorkshire and the Humber Commerce and industry Public sector
HR generalist £ Range £ Typical £ Range £ Typical
HR Director 55,000-100,000 80,000 50,000-70,000 60,000
Head of HR 45,000-75,000 60,000 45,000-60,000 50,000
HR Business Partner 30,000-65,000 45,000 30,000-55,000 40,000
HR Manager 30,000-50,000 35,000 30,000-45,000 35,000
HR Officer/Advisor 18,000-32,000 26,000 18,000-30,000 26,000
HR Assistant/Administrator 15,000-22,000 18,000 15,000-20,000 18,000
Employee relations/IR £ Range £ Typical £ Range £ Typical
Head of ER/IR 55,000-65,000 60,000 50,000-60,000 55,000
Manager 35,000-55,000 45,000 30,000-45,000 40,000
Officer/Advisor 20,000-35,000 28,000 20,000-35,000 26,000
Organisational development £ Range £ Typical £ Range £ Typical
Head of OD 50,000-70,000 60,000 45,000-65,000 55,000
Manager 40,000-55,000 50,000 35,000-50,000 45,000
Equality and diversity £ Range £ Typical £ Range £ Typical
Head of Equality & Diversity – – 40,000-60,000 50,000
Manager – – 30,000-45,000 40,000
Officer/Advisor – – 25,000-35,000 30,000
NOTE: Absence of figures denotes insufficient salary data.
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North East England Commerce and industry Public sector
HR generalist £ Range £ Typical £ Range £ Typical
HR Director 55,000-80,000 70,000 55,000-70,000 65,000
Head of HR 45,000-65,000 55,000 45,000-55,000 50,000
HR Business Partner 35,000-48,000 42,000 35,000-45,000 42,000
HR Manager 32,000-40,000 38,000 32,000-40,000 35,000
HR Officer/Advisor 22,000-32,000 28,000 22,000-32,000 28,000
HR Assistant/Administrator 14,000-22,000 20,000 14,000-22,000 19,000
Employee relations/IR £ Range £ Typical £ Range £ Typical
Head of ER/IR 50,000-70,000 65,000 50,000-60,000 55,000
Manager 40,000-50,000 48,000 40,000-50,000 40,000
Officer/Advisor 24,000-35,000 32,000 22,000-32,000 28,000
Organisational development £ Range £ Typical £ Range £ Typical
Head of OD 45,000-60,000 60,000 45,000-65,000 58,000
Manager 35,000-45,000 42,000 35,000-45,000 42,000
Equality and diversity £ Range £ Typical £ Range £ Typical
Head of Equality & Diversity – – 40,000-60,000 50,000
Manager – – 30,000-40,000 36,000
Officer/Advisor – – 23,000-30,000 27,000
North West England Commerce and industry Public sector
HR generalist £ Range £ Typical £ Range £ Typical
HR Director 65,000-90,000 75,000 60,000-90,000 70,000
Head of HR 50,000-70,000 65,000 45,000-80,000 60,000
HR Business Partner 30,000-65,000 48,000 35,000-50,000 45,000
HR Manager 30,000-50,000 40,000 30,000-38,000 35,000
HR Officer/Advisor 20,000-35,000 26,000 20,000-27,000 25,000
HR Assistant/Administrator 16,000-22,000 20,000 16,000-21,000 18,000
Employee relations/IR £ Range £ Typical £ Range £ Typical
Head of ER/IR 65,000-90,000 75,000 60,000-80,000 60,000
Manager 50,000-70,000 65,000 35,000-45,000 40,000
Officer/Advisor 25,000-45,000 35,000 25,000-30,000 28,000
Organisational development £ Range £ Typical £ Range £ Typical
Head of OD 60,000-80,000 70,000 60,000-75,000 65,000
Manager 35,000-60,000 50,000 35,000-50,000 45,000
Equality and diversity £ Range £ Typical £ Range £ Typical
Head of Equality & Diversity – – 50,000-70,000 60,000
Manager – – 35,000-45,000 40,000
Officer/Advisor – – 25,000-35,000 30,000
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Northern Ireland Commerce and industry Public sector
HR generalist £ Range £ Typical £ Range £ Typical
HR Director 50,000-65,000 60,000 40,000-80,000 58,000
Head of HR 40,000-55,000 45,000 45,000-80,000 50,000
HR Business Partner 30,000-45,000 38,000 28,000-42,000 34,000
HR Manager 30,000-40,000 35,000 22,000-38,000 28,000
HR Officer/Advisor 20,000-30,000 25,000 18,000-27,000 22,000
HR Assistant/Administrator 14,500-20,000 17,000 14,500-19,000 16,500
Employee relations/IR £ Range £ Typical £ Range £ Typical
Head of ER/IR 30,000-55,000 49,000 40,000-50,000 45,000
Manager 35,000-40,000 35,000 28,000-42,000 32,000
Officer/Advisor 22,000-30,000 25,000 20,000-30,000 24,000
Organisational development £ Range £ Typical £ Range £ Typical
Head of OD 50,000-70,000 55,000 32,000-55,000 40,000
Manager 45,000-55,000 45,000 26,000-36,000 31,000
Equality and diversity £ Range £ Typical £ Range £ Typical
Head of Equality & Diversity – – 40,000-45,000 43,000
Manager – – 27,000-38,000 31,000
Officer/Advisor – – 20,000-26,000 22,000
Scotland Commerce and industry Public sector
HR generalist £ Range £ Typical £ Range £ Typical
HR Director 65,000-90,000 75,000 60,000-85,000 65,000
Head of HR 50,000-65,000 55,000 45,000-60,000 52,000
HR Business Partner 40,000-60,000 50,000 40,000-55,000 45,000
HR Manager 30,000-50,000 42,000 28,000-45,000 38,000
HR Officer/Advisor 21,000-35,000 28,000 21,000-31,000 26,000
HR Assistant/Administrator 18,000-24,000 21,000 16,000-24,000 19,000
Employee relations/IR £ Range £ Typical £ Range £ Typical
Head of ER/IR 45,000-65,000 60,000 40,000-60,000 52,000
Manager 38,000-50,000 45,000 38,000-48,000 42,000
Officer/Advisor 25,000-32,000 28,000 22,000-30,000 26,000
Organisational development £ Range £ Typical £ Range £ Typical
Head of OD 55,000-70,000 65,000 45,000-70,000 60,000
Manager 40,000-55,000 48,000 33,000-58,000 45,000
Equality and diversity £ Range £ Typical £ Range £ Typical
Head of Equality & Diversity – – 40,000-50,000 45,000
Manager – – 32,000-43,000 38,000
Officer/Advisor – – 24,000-30,000 26,000
NOTE: Absence of figures denotes insufficient salary data.
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Wales Commerce and industry Public sector
£ Range £ Typical £ Range £ Typical
Director of Reward & Benefits 60,000-80,000 70,000 40,000-60,000 50,000
Head of Reward & Benefits 50,000-70,000 60,000 38,000-50,000 45,000
Manager 45,000-60,000 50,000 26,000-44,000 34,000
Analyst 30,000-38,000 35,000 24,000-35,000 28,000
Officer/Advisor 22,000-30,000 26,000 20,000-27,000 24,000
West Midlands Commerce and industry Public sector
£ Range £ Typical £ Range £ Typical
Director of Reward & Benefits 60,000-80,000 75,000 60,000-80,000 70,000
Head of Reward & Benefits 50,000-70,000 60,000 50,000-60,000 55,000
Manager 40,000-55,000 45,000 30,000-45,000 42,000
Analyst 30,000-38,000 35,000 25,000-40,000 35,000
Officer/Advisor 25,000-35,000 30,000 25,000-35,000 29,000
East Midlands Commerce and industry Public sector
£ Range £ Typical £ Range £ Typical
Director of Reward & Benefits 65,000-100,000 90,000 60,000-80,000 70,000
Head of Reward & Benefits 50,000-75,000 60,000 50,000-60,000 55,000
Manager 40,000-55,000 45,000 30,000-45,000 42,000
Analyst 30,000-40,000 35,000 28,000-40,000 35,000
Officer/Advisor 25,000-35,000 30,000 25,000-30,000 28,000
Yorkshire and the Humber Commerce and industry Public sector
£ Range £ Typical £ Range £ Typical
Director of Reward & Benefits 70,000-90,000 80,000 50,000-65,000 60,000
Head of Reward & Benefits 60,000-80,000 65,000 45,000-65,000 50,000
Manager 35,000-55,000 45,000 35,000-45,000 40,000
Analyst 25,000-35,000 32,000 18,000-35,000 30,000
Officer/Advisor 18,000-30,000 25,000 16,000-30,000 25,000
London Commerce and industry Public sector
£ Range £ Typical £ Range £ Typical
Director of Reward & Benefits 80,000-130,000 100,000 60,000-90,000 75,000
Head of Reward & Benefits 70,000-90,000 80,000 50,000-70,000 60,000
Manager 40,000-60,000 55,000 40,000-60,000 55,000
Analyst 30,000-45,000 38,000 25,000-38,000 35,000
Officer/Advisor 25,000-35,000 32,000 22,000-32,000 30,000
South East England Commerce and industry Public sector
£ Range £ Typical £ Range £ Typical
Director of Reward & Benefits 60,000-90,000 75,000 70,000-90,000 70,000
Head of Reward & Benefits 40,000-70,000 65,000 50,000-70,000 60,000
Manager 40,000-60,000 52,000 40,000-60,000 50,000
Analyst 28,000-45,000 38,000 28,000-45,000 35,000
Officer/Advisor 24,000-32,000 28,000 24,000-32,000 28,000
East of England Commerce and industry Public sector
£ Range £ Typical £ Range £ Typical
Director of Reward & Benefits 70,000-100,000 90,000 70,000-90,000 70,000
Head of Reward & Benefits 50,000-80,000 75,000 50,000-75,000 65,000
Manager 40,000-60,000 55,000 40,000-55,000 50,000
Analyst 30,000-45,000 36,000 28,000-45,000 35,000
Officer/Advisor 24,000-35,000 30,000 25,000-35,000 28,000
South West England Commerce and industry Public sector
£ Range £ Typical £ Range £ Typical
Director of Reward & Benefits 60,000-80,000 70,000 60,000-80,000 68,000
Head of Reward & Benefits 50,000-70,000 60,000 45,000-65,000 58,000
Manager 45,000-60,000 50,000 35,000-45,000 40,000
Analyst 30,000-38,000 35,000 25,000-38,000 32,000
Officer/Advisor 22,000-30,000 26,000 20,000-30,000 26,000
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North East England Commerce and industry Public sector
£ Range £ Typical £ Range £ Typical
Director of Reward & Benefits 65,000-90,000 75,000 55,000-70,000 62,000
Head of Reward & Benefits 50,000-80,000 65,000 45,000-65,000 55,000
Manager 35,000-50,000 40,000 30,000-45,000 40,000
Analyst 22,000-32,000 30,000 22,000-30,000 28,000
Officer/Advisor 22,000-30,000 26,000 22,000-30,000 26,000
North West England Commerce and industry Public sector
£ Range £ Typical £ Range £ Typical
Director of Reward & Benefits 55,000-85,000 75,000 60,000-80,000 70,000
Head of Reward & Benefits 50,000-70,000 65,000 45,000-65,000 60,000
Manager 40,000-60,000 45,000 35,000-45,000 40,000
Analyst 30,000-40,000 35,000 25,000-38,000 34,000
Officer/Advisor 25,000-35,000 28,000 25,000-31,000 28,000
Northern Ireland Commerce and industry Public sector
£ Range £ Typical £ Range £ Typical
Director of Reward & Benefits 60,000-80,000 70,000 40,000-60,000 46,000
Head of Reward & Benefits 50,000-65,000 55,000 38,000-50,000 44,000
Manager 45,000-60,000 48,000 26,000-44,000 32,000
Analyst 30,000-38,000 30,000 24,000-35,000 27,500
Officer/Advisor 18,000-26,000 24,000 20,000-27,000 22,000
Scotland Commerce and industry Public sector
£ Range £ Typical £ Range £ Typical
Director of Reward & Benefits 65,000-90,000 80,000 60,000-80,000 65,000
Head of Reward & Benefits 55,000-70,000 62,000 50,000-60,000 55,000
Manager 42,000-50,000 48,000 38,000-48,000 42,000
Analyst 30,000-40,000 37,000 28,000-38,000 33,000
Officer/Advisor 25,000-33,000 28,000 23,000-30,000 26,000
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Susannah ClementsDeputy Chief Executive, Chartered Institute of Personnel and Development
It’s a great time to be in HR. As we emerge from recession and a financial crisis that accelerated already declining trust in business, some of the biggest challenges facing modern organisations are people, culture and skills issues. And businesses are investing in HR and L&D talent to help them tackle those challenges – a fact reflected in ONS figures showing the number of HR and L&D practitioners reaching a new high of over 461,000, having declined during the recession.
But it isn’t just about the numbers. The profession is responding to, and in many cases leading, new approaches in organisations and the world of work. We hear a lot about the profession needing to step up to new challenges, and our positive response to this challenge is demonstrated by the many examples that I see through our work at the CIPD of practice that is leading the way. Organisations where professionals are reshaping the role of performance systems, reward and cultural change.
At the CIPD, we are focused on building a profession for the future, equipping more HR professionals with the skills to deliver the agile practice needed to drive sustainable business success. We increasingly see technology deployed to make processes more efficient and effective. And we see new relationships of trust
between HR and managers allowing other overly complex and bureaucratic processes to be stripped away. For example, we see talent management systems being rolled back, in favour of trusting managers to know who is performing well in their teams, to have the right conversations and to manage them accordingly.
In the field of diversity, we’re seeing a greater confidence to focus on ethnic and gender diversity, and also to think through more holistic approaches to ensuring we’ve built teams with a wide diversity of background and experience. So, for example, are we helping managers to get the right mix of introverts and extroverts to deliver more balanced and effective teams? And are we balancing the generations in our workplaces to ensure a mix of perspectives and experience?
These developments in practice mean that as a profession we need to ensure we’re providing the right mix of entry routes to support an ever more skilled set of roles. So alongside more traditional routes where professionals started out as administrators and studied for their qualifications whilst learning the job, we’re seeing more students pursuing academically rigorous Masters qualifications in HR before entering the world of work. We need to ensure these people can find jobs that make full use of their talents. Just as we need to be able to recognise the contribution to the profession that is being made by people who have transferred into HR and L&D from more operational, commercial or specialist technical backgrounds – be that through delivering more relevant advanced level qualifications, or being able to assess and accredit experience gained in the workplace.
I know from my own experience what a great business career path HR can be. We have such an important role to play in shaping a more sustainable, more productive, better world of work. More and more organisations are recognising this, and investing in the HR skills and capabilities they know they need to achieve their business objectives.
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Wales Commerce and industry Public sector
£ Range £ Typical £ Range £ Typical
Training/L&D Director 50,000-75,000 60,000 47,000-75,000 55,000
Head of Training/L&D 40,000-60,000 50,000 30,000-50,000 45,000
Training/L&D Manager 27,500-35,000 30,000 30,000-35,000 30,000
Training/L&D Officer 18,000-28,000 24,000 18,000-25,000 22,000
Training/L&D Co-ordinator 15,000-20,000 19,000 16,000-19,000 18,500
West Midlands Commerce and industry Public sector
£ Range £ Typical £ Range £ Typical
Training/L&D Director 60,000-80,000 70,000 50,000-75,000 65,000
Head of Training/L&D 45,000-65,000 50,000 40,000-55,000 50,000
Training/L&D Manager 35,000-50,000 45,000 30,000-40,000 45,000
Training/L&D Officer 25,000-35,000 30,000 25,000-35,000 30,000
Training/L&D Co-ordinator 17,000-24,000 20,000 16,000-25,000 20,000
East Midlands Commerce and industry Public sector
£ Range £ Typical £ Range £ Typical
Training/L&D Director 60,000-80,000 70,000 50,000-75,000 65,000
Head of Training/L&D 50,000-70,000 55,000 40,000-55,000 50,000
Training/L&D Manager 35,000-50,000 45,000 30,000-40,000 45,000
Training/L&D Officer 28,000-35,000 30,000 25,000-35,000 30,000
Training/L&D Co-ordinator 17,000-22,000 20,000 16,000-20,000 18,000
Yorkshire and the Humber Commerce and industry Public sector
£ Range £ Typical £ Range £ Typical
Training/L&D Director 70,000-90,000 80,000 45,000-65,000 60,000
Head of Training/L&D 50,000-70,000 55,000 40,000-70,000 50,000
Training/L&D Manager 30,000-55,000 40,000 30,000-45,000 38,000
Training/L&D Officer 21,000-35,000 28,000 18,000-30,000 26,000
Training/L&D Co-ordinator 18,000-24,000 22,000 16,000-24,000 20,000
London Commerce and industry Public sector
£ Range £ Typical £ Range £ Typical
Training/L&D Director 75,000-130,000 110,000 50,000-80,000 75,000
Head of Training/L&D 70,000-90,000 80,000 45,000-55,000 65,000
Training/L&D Manager 45,000-70,000 55,000 35,000-45,000 40,000
Training/L&D Officer 28,000-40,000 35,000 22,000-35,000 32,000
Training/L&D Co-ordinator 25,000-30,000 27,000 18,000-26,000 24,000
South East England Commerce and industry Public sector
£ Range £ Typical £ Range £ Typical
Training/L&D Director 65,000-90,000 75,000 50,000-80,000 70,000
Head of Training/L&D 35,000-65,000 60,000 45,000-70,000 60,000
Training/L&D Manager 35,000-55,000 45,000 37,000-45,000 40,000
Training/L&D Officer 25,000-35,000 30,000 25,000-35,000 30,000
Training/L&D Co-ordinator 20,000-25,000 23,000 18,000-24,000 22,000
East of England Commerce and industry Public sector
£ Range £ Typical £ Range £ Typical
Training/L&D Director 65,000-95,000 75,000 65,000-90,000 70,000
Head of Training/L&D 50,000-70,000 58,000 45,000-70,000 60,000
Training/L&D Manager 35,000-55,000 45,000 37,000-45,000 40,000
Training/L&D Officer 25,000-35,000 30,000 25,000-38,000 32,000
Training/L&D Co-ordinator 20,000-24,000 22,000 20,000-25,000 24,000
South West England Commerce and industry Public sector
£ Range £ Typical £ Range £ Typical
Training/L&D Director 50,000-80,000 75,000 65,000-90,000 70,000
Head of Training/L&D 45,000-55,000 65,000 45,000-70,000 58,000
Training/L&D Manager 35,000-45,000 40,000 30,000-40,000 35,000
Training/L&D Officer 22,000-35,000 32,000 28,000-32,000 30,000
Training/L&D Co-ordinator 18,000-26,000 24,000 22,000-25,000 22,000
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North East England Commerce and industry Public sector
£ Range £ Typical £ Range £ Typical
Training/L&D Director 45,000-70,000 65,000 45,000-80,000 65,000
Head of Training/L&D 40,000-60,000 55,000 40,000-60,000 55,000
Training/L&D Manager 30,000-45,000 40,000 30,000-40,000 35,000
Training/L&D Officer 25,000-30,000 28,000 25,000-30,000 28,000
Training/L&D Co-ordinator 18,000-25,000 22,000 18,000-24,000 22,000
North West England Commerce and industry Public sector
£ Range £ Typical £ Range £ Typical
Training/L&D Director 65,000-90,000 75,000 60,000-70,000 65,000
Head of Training/L&D 50,000-70,000 65,000 50,000-70,000 60,000
Training/L&D Manager 30,000-50,000 43,000 35,000-45,000 40,000
Training/L&D Officer 24,000-30,000 27,000 22,000-35,000 26,000
Training/L&D Co-ordinator 18,000-24,000 22,000 18,000-22,000 20,000
Northern Ireland Commerce and industry Public sector
£ Range £ Typical £ Range £ Typical
Training/L&D Director 45,000-60,000 55,000 47,000-75,000 53,000
Head of Training/L&D 35,000-50,000 40,000 30,000-45,000 35,000
Training/L&D Manager 25,000-35,000 30,000 25,000-35,000 30,000
Training/L&D Officer 18,000-28,000 24,000 18,000-27,000 22,000
Training/L&D Co-ordinator 16,000-25,000 20,000 20,000-28,000 21,500
Scotland Commerce and industry Public sector
£ Range £ Typical £ Range £ Typical
Training/L&D Director 65,000-90,000 75,000 60,000-85,000 65,000
Head of Training/L&D 55,000-65,000 60,000 50,000-60,000 55,000
Training/L&D Manager 42,000-50,000 48,000 38,000-45,000 38,000
Training/L&D Officer 25,000-35,000 28,000 23,000-30,000 26,000
Training/L&D Co-ordinator 21,000-26,000 24,000 20,000-25,000 23,000
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Wales Commerce and industry Public sector
£ Range £ Typical £ Range £ Typical
Talent/Resourcing Director 40,000-70,000 60,000 42,000-65,000 50,000
Head of Talent/Resourcing 36,000-58,000 46,000 35,000-45,000 40,000
Talent/Resourcing Manager 26,000-36,000 32,000 25,000-35,000 30,000
Talent/Resourcing Officer 17,000-21,000 20,000 18,000-22,000 20,000
Talent/Resourcing Assistant 16,000-18,000 17,000 15,000-18,000 17,000
West Midlands Commerce and industry Public sector
£ Range £ Typical £ Range £ Typical
Talent/Resourcing Director 60,000-80,000 70,000 55,000-70,000 60,000
Head of Talent/Resourcing 40,000-60,000 50,000 40,000-50,000 48,000
Talent/Resourcing Manager 35,000-45,000 40,000 35,000-40,000 35,000
Talent/Resourcing Officer 20,000-35,000 28,000 22,000-28,000 25,000
Talent/Resourcing Assistant 18,000-25,000 22,000 16,000-22,000 20,000
East Midlands Commerce and industry Public sector
£ Range £ Typical £ Range £ Typical
Talent/Resourcing Director 60,000-80,000 70,000 55,000-70,000 60,000
Head of Talent/Resourcing 40,000-60,000 50,000 40,000-50,000 45,000
Talent/Resourcing Manager 35,000-45,000 40,000 35,000-40,000 35,000
Talent/Resourcing Officer 20,000-35,000 28,000 22,000-28,000 26,000
Talent/Resourcing Assistant 18,000-25,000 22,000 16,000-22,000 20,000
Yorkshire and the Humber Commerce and industry Public sector
£ Range £ Typical £ Range £ Typical
Talent/Resourcing Director 70,000-90,000 75,000 50,000-65,000 60,000
Head of Talent/Resourcing 40,000-70,000 55,000 45,000-55,000 50,000
Talent/Resourcing Manager 30,000-40,000 35,000 30,000-40,000 35,000
Talent/Resourcing Officer 18,000-35,000 26,000 18,000-28,000 26,000
Talent/Resourcing Assistant 16,000-25,000 20,000 16,000-22,000 20,000
London Commerce and industry Public sector
£ Range £ Typical £ Range £ Typical
Talent/Resourcing Director 75,000-120,000 90,000 45,000-80,000 75,000
Head of Talent/Resourcing 60,000-80,000 70,000 40,000-70,000 60,000
Talent/Resourcing Manager 35,000-70,000 45,000 35,000-50,000 45,000
Talent/Resourcing Officer 25,000-35,000 32,000 23,000-35,000 30,000
Talent/Resourcing Assistant 20,000-27,000 24,000 18,000-26,000 24,000
South East England Commerce and industry Public sector
£ Range £ Typical £ Range £ Typical
Talent/Resourcing Director 40,000-80,000 68,000 60,000-80,000 65,000
Head of Talent/Resourcing 35,000-70,000 50,000 40,000-60,000 50,000
Talent/Resourcing Manager 35,000-45,000 40,000 35,000-45,000 38,000
Talent/Resourcing Officer 23,000-32,000 28,000 25,000-32,000 28,000
Talent/Resourcing Assistant 18,000-24,000 22,000 20,000-25,000 23,000
East of England Commerce and industry Public sector
£ Range £ Typical £ Range £ Typical
Talent/Resourcing Director 60,000-80,000 70,000 60,000-80,000 65,000
Head of Talent/Resourcing 40,000-65,000 60,000 40,000-60,000 50,000
Talent/Resourcing Manager 30,000-50,000 42,000 35,000-45,000 38,000
Talent/Resourcing Officer 18,000-30,000 28,000 25,000-32,000 28,000
Talent/Resourcing Assistant 18,000-25,000 22,000 18,000-22,000 20,000
South West England Commerce and industry Public sector
£ Range £ Typical £ Range £ Typical
Talent/Resourcing Director 60,000-85,000 65,000 45,000-65,000 55,000
Head of Talent/Resourcing 50,000-70,000 50,000 35,000-55,000 45,000
Talent/Resourcing Manager 30,000-45,000 40,000 32,000-40,000 38,000
Talent/Resourcing Officer 22,000-35,000 28,000 22,000-35,000 28,000
Talent/Resourcing Assistant 15,000-20,000 18,000 17,000-20,000 19,000
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North East England Commerce and industry Public sector
£ Range £ Typical £ Range £ Typical
Talent/Resourcing Director 50,000-75,000 65,000 50,000-60,000 55,000
Head of Talent/Resourcing 42,000-50,000 48,000 40,000-50,000 45,000
Talent/Resourcing Manager 32,000-42,000 40,000 30,000-40,000 36,000
Talent/Resourcing Officer 24,000-32,000 26,000 24,000-30,000 26,000
Talent/Resourcing Assistant 17,000-24,000 22,000 17,000-24,000 22,000
North West England Commerce and industry Public sector
£ Range £ Typical £ Range £ Typical
Talent/Resourcing Director 50,000-70,000 60,000 50,000-80,000 70,000
Head of Talent/Resourcing 50,000-60,000 50,000 45,000-60,000 50,000
Talent/Resourcing Manager 35,000-45,000 37,000 30,000-40,000 35,000
Talent/Resourcing Officer 25,000-30,000 26,000 22,000-30,000 25,000
Talent/Resourcing Assistant 18,000-22,000 20,000 16,000-22,000 18,000
Northern Ireland Commerce and industry Public sector
£ Range £ Typical £ Range £ Typical
Talent/Resourcing Director 40,000-60,000 55,000 42,000-75,000 48,500
Head of Talent/Resourcing 35,000-40,000 37,000 36,000-45,000 36,000
Talent/Resourcing Manager 25,000-30,000 28,000 26,000-36,000 30,000
Talent/Resourcing Officer 20,000-25,000 23,000 17,500-28,000 24,000
Talent/Resourcing Assistant 16,000-22,000 19,000 15,000-22,000 18,000
Scotland Commerce and industry Public sector
£ Range £ Typical £ Range £ Typical
Talent/Resourcing Director 60,000-85,000 75,000 55,000-75,000 65,000
Head of Talent/Resourcing 50,000-60,000 55,000 45,000-58,000 50,000
Talent/Resourcing Manager 40,000-50,000 42,000 38,000-48,000 42,000
Talent/Resourcing Officer 25,000-32,000 28,000 24,000-30,000 25,000
Talent/Resourcing Assistant 18,000-24,000 21,000 17,000-23,000 20,000
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INFORMATION TECHNOLOGY PROJECT RESTARTS DRIVE COMPETITION
Business intelligenceThe number of vacancies in business intelligence (BI), analytics and Big Data roles are increasing, particularly in major cities such as Birmingham, Leeds, London and Manchester.
Analysts and BI professionals are required in a broad range of sectors including; energy, banking, financial services, insurance, media and marketing. Employers are looking for those with strong communication skills who can explain complex data to senior stakeholders.
Contractors remain in strong demand to help companies achieve quick results as businesses kick-start IT projects. However, permanent positions outnumber contractor roles by more than two-to-one and employers are being flexible on salaries to secure the right person.
CloudThe cloud sector is moving at a rapid pace with more imaginative methods of sharing, using and delivering data coming of age.
A recent survey by Cloud Industry Forum found that 48% of organisations in the UK already use some cloud-based services and predicted that 98% of UK SMEs will adopt cloud services over the next few years.
Smaller organisations are now paying their employees more, which is driving the rewards packages for cloud-based roles. Larger companies are less nimble but we are seeing pre-emptive revisions of salaries in advance of vacancies being released, to attract skilled people from what is a small but highly-skilled talent pool.
DevelopmentThe web development profession continues to enjoy strong growth with demand ever increasing in the private and public sectors, in mobile as well as front and back-end development. Companies want developers to streamline their operations and to capitalise on advances in areas such as HTML(5), Java, .net and C#. User interface developers are also needed.
A lack of formal national apprenticeship structure has created a shortage of candidates and few companies have taken on graduate developers. However, this is beginning to change as employers realise that securing talented individuals early makes sense. This includes hiring school leavers with a particular interest in IT.
Young people are now being encouraged to consider web development as a career from an early age following the introduction of computer programming into the national curriculum. There are also voluntary initiatives such as CoderDojo, a global movement of open source coding clubs for children and teenagers.
To bridge the gap between supply and demand in the short term, some companies are widening their search to attract experienced developers from overseas.
Contract work remains attractive to many developers because it is possible, in some cases, to earn double the rate of a permanent member of staff. However, we expect developers employed on a permanent basis to see pay rises in 2015.
Enterprise resource planningThe ERP market has traditionally been dominated by consultants, but in 2015 we expect the trend towards building managerial, change and communications teams in-house will develop further.
Demand for full-time consultants and permanent staff will continue as ERP becomes more visible to the general workforce. The technology is filtering down to all employees and becoming far more collaborative, giving additional workers the power of the network at their fingertips. Phones and tablets are now commonly used to access ERP systems.
Salaries are improving slightly, particularly in new generation areas such as HANA, mobile and cloud technology. As companies become more confident about running their own programmes, the pay disparity between contractors and permanent ERP-trained staff is narrowing.
IT infrastructureThe need to ensure that technology is maintained, up-to-date and compliant means that IT infrastructure is a crucial area to get right. The public sector is busy with NHS organisations investing heavily in infrastructure projects.
For many individuals, technical support roles are an entry point into the industry and there is an abundance of junior first line jobs being created. To fill these service desk positions, organisations tend to employ those with a customer service background.
Candidates are now often receiving multiple offers, which is driving salaries upwards as organisations compete for the best. We expect the shortage of infrastructure experts to continue throughout 2015.
Demand for IT professionals grows increasingly acute as more organisations release money for projects they postponed during the economic downturn.
This is further compounded by the adoption of cloud technology, SAAS, Big Data, analytics, enterprise resource planning (ERP) and increased use of mobile and tablet devices driving demand. Many organisations are looking for project managers with a successful track record to ensure that projects are run effectively on time and on budget.
Technical knowledge is not enough on its own to succeed. Good communication skills and business acumen continue to be essential, as professionals have to be able to clearly explain to directors and board members how investment in IT can give their organisation a competitive advantage.
Infrastructure is being adapted to suit mobile and tablet devices with more investment in the cloud as companies question the need to own their systems. Meanwhile, media attention and greater public awareness of information security issues is stimulating ongoing demand for those with information security expertise.
The acute shortage of professionals versus the abundance of development jobs available is creating intense competition for experienced developers. Permanent salaries are rising to boost retention rates, although the contractor route still appeals to many who are keen to maximise their earnings.
Many organisations are looking for project managers with a successful track record to ensure that projects are run effectively on time and on budget.
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INFORMATION TECHNOLOGY PROJECT RESTARTS DRIVE COMPETITION
LeadershipThere is an increase in head of IT positions being advertised and demand for leaders who can deliver outcomes quickly and explain to the board the benefits that investment in IT can bring to an organisation.
Demand for permanent staff is strongest in the public sector, pharma, retail, consultancy and among software vendors. Interims are still being hired for short-term projects, such as change programmes, the implementation of new IT solutions, transitioning and restructuring.
Those who can demonstrate strong technical, strategic and operational skills, work across different functions and liaise effectively with finance and marketing will be first in line for permanent roles.
Salaries and benefits packages are nudging forward as organisations fight for the best people and employers also need to focus on retaining the good leaders they have. This is happening through guaranteed career progression, further education and share options.
Project managementThe outlook for project management within IT is healthy as funds become available to drive complex, strategic and business intelligence led technology projects. Organisations want long-term efficiencies from their technology, so project managers and business analysts will be key hires in 2015.
Organisations want to bolster their permanent talent pool by setting up project management offices and centres of excellence. Demand for specialist contractors remains high for specific projects.
Success in project management lies in not only having the required technical and business skills, but also understanding the culture of the organisation. Salaries are increasing for specialist roles with contractors commanding excellent rates in industry-specific niches.
IT securityPolitical support is bolstering this market with the UK Government taking cybercrime more seriously.
Following media attention and greater public awareness of information security issues, employers want candidates with ITIL qualifications and professionals who understand Infosec frameworks (for example, PCI DSS and ISO 27001).
Information security professionals are being snapped up quickly, particularly to work in industries with a large online presence, such as retail. An increasing number of SMEs are now also hiring security professionals. Organisations want security architects who can anticipate security threats as well as deal with the aftermath of a security breach.
TelecomsThe telecoms industry continues to grow rapidly as a range of technologies become more widely adopted in the UK. Employers in the financial, ISP and service provider industries are recruiting both permanent staff and contractors, particularly skilled cloud and virtualisation consultants, and network engineers with Avaya, Mitel and VoIP skills.
Telecoms professionals with expertise in mobile applications development, infrastructure, cloud technology and security are hard to find and counter offers are becoming increasingly common. The contract market is stable but many employers are now challenging tenure, which will create high staff turnover.
As market confidence increases we expect salaries will rise in 2015 with pay and bonuses for permanent staff varying by sector.
IT testingTesting is becoming more entwined with the development team. Testers are now expected to have aspects of a developer skills set, as opposed to a developer knowing how to test which was the case in the past.
Manual testing is taking a back seat and testers are now expected to work alongside developers to build extensive test automation frameworks and unit tests. We are also seeing more organisations adopting a ‘pair programming’ approach, which allows developers to challenge each other on their code with the help of a tester.
A resurgence of technical start-ups in the London and Manchester markets demonstrates faith in the economy. Although contractor rates remain the same, salaries for those in permanent positions have increased incrementally, driven by demand for skilled and experienced automation testers.
In 2015, we envisage more testers expanding into development and manual testers learning more skills in test automation.
Testers are now expected to work alongside developers to build extensive test automation frameworks and unit tests.
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INFORMATION TECHNOLOGY BUSINESS INTELLIGENCE
London £ Range £ Typical
BI/Data Warehouse Architect 68,000-80,000 72,500
BI Manager 66,000-73,000 70,000
MI Manager 62,000-68,000 65,000
Data Manager 55,000-63,000 58,000
Information Manager 60,000-66,000 62,500
Database Designer 48,000-65,000 55,000
Database Administrator 45,000-55,000 50,000
Database Developer 37,000-50,000 45,000
ETL Developer 45,000-53,000 49,000
BI Developer 39,000-53,000 48,000
MI Developer 35,000-45,000 42,000
Performance Analyst 40,000-53,000 45,000
BI Analyst 39,000-53,000 48,000
MI Analyst 35,000-45,000 42,000
South East England £ Range £ Typical
BI/Data Warehouse Architect 55,000-75,000 65,000
BI Manager 60,000-66,000 62,500
MI Manager 49,000-56,000 52,000
Data Manager 50,000-55,000 52,500
Information Manager 53,000-60,000 56,000
Database Designer 44,000-50,000 46,000
Database Administrator 40,000-50,000 45,000
Database Developer 34,000-45,000 37,000
ETL Developer 30,000-45,000 38,000
BI Developer 35,000-45,000 42,000
MI Developer 30,000-40,000 35,000
Performance Analyst 30,000-45,000 38,000
BI Analyst 35,000-45,000 41,500
MI Analyst 30,000-40,000 35,000
East of England £ Range £ Typical
BI/Data Warehouse Architect 50,000-70,000 60,000
BI Manager 60,000-65,000 62,500
MI Manager 49,000-55,000 52,000
Data Manager 49,000-56,000 53,000
Information Manager 53,000-58,000 55,000
Database Designer 38,000-46,000 42,000
Database Administrator 38,000-46,000 42,000
Database Developer 28,000-38,000 34,000
ETL Developer 35,000-47,000 40,000
BI Developer 34,000-45,000 37,000
MI Developer 25,000-35,000 30,500
Performance Analyst 35,000-47,000 40,000
BI Analyst 34,000-45,000 38,000
MI Analyst 25,000-35,000 30,000
South West England £ Range £ Typical
BI/Data Warehouse Architect 60,000-75,000 62,500
BI Manager 58,000-65,000 62,000
MI Manager 50,000-55,000 52,000
Data Manager 45,000-50,000 48,000
Information Manager 45,000-52,000 47,500
Database Designer 45,000-53,000 46,000
Database Administrator 38,000-48,000 42,000
Database Developer 34,000-45,000 35,000
ETL Developer 35,000-41,000 36,000
BI Developer 35,000-45,000 38,000
MI Developer 30,000-35,000 31,000
Performance Analyst 33,000-41,000 35,000
BI Analyst 35,000-45,000 37,000
MI Analyst 30,000-35,000 31,000
Wales £ Range £ Typical
BI/Data Warehouse Architect 55,000-72,000 62,500
BI Manager 55,000-60,000 59,000
MI Manager 48,000-55,000 50,000
Data Manager 44,000-51,000 47,500
Information Manager 46,000-49,000 47,000
Database Designer 43,000-50,000 45,000
Database Administrator 38,000-48,000 40,000
Database Developer 33,000-45,000 34,000
ETL Developer 35,000-41,000 36,000
BI Developer 35,000-45,000 36,000
MI Developer 30,000-33,000 31,000
Performance Analyst 30,000-35,000 34,000
BI Analyst 34,000-40,000 36,000
MI Analyst 28,000-32,000 31,000
Midlands £ Range £ Typical
BI/Data Warehouse Architect 50,000-60,000 55,000
BI Manager 57,000-65,000 60,000
MI Manager 47,000-55,000 50,000
Data Manager 43,000-52,000 47,000
Information Manager 45,000-50,000 47,500
Database Designer 40,000-47,000 44,000
Database Administrator 38,000-48,000 43,000
Database Developer 28,000-35,000 32,000
ETL Developer 30,000-39,000 36,000
BI Developer 30,000-40,000 36,000
MI Developer 28,000-37,000 32,000
Performance Analyst 30,000-39,000 36,000
BI Analyst 30,000-40,000 36,000
MI Analyst 28,000-37,000 34,000
Yorkshire and the Humber £ Range £ Typical
BI/Data Warehouse Architect 45,000-60,000 55,000
BI Manager 54,000-62,000 57,000
MI Manager 45,000-50,000 48,000
Data Manager 45,000-56,000 50,000
Information Manager 45,000-50,000 48,000
Database Designer 40,000-45,000 42,000
Database Administrator 39,000-45,000 42,000
Database Developer 28,000-35,000 34,000
ETL Developer 28,000-40,000 35,000
BI Developer 29,000-39,000 35,000
MI Developer 25,000-35,000 31,000
Performance Analyst 28,000-40,000 34,000
BI Analyst 29,000-39,000 33,000
MI Analyst 25,000-35,000 31,000
North East England £ Range £ Typical
BI/Data Warehouse Architect 45,000-60,000 52,000
BI Manager 45,000-54,000 50,000
MI Manager 42,000-50,000 45,000
Data Manager 35,000-48,000 43,000
Information Manager 40,000-48,000 45,000
Database Designer 35,000-43,000 39,000
Database Administrator 35,000-44,000 39,000
Database Developer 28,000-32,000 30,000
ETL Developer 30,000-39,000 34,000
BI Developer 28,000-35,000 32,000
MI Developer 21,000-32,000 29,000
Performance Analyst 30,000-39,000 34,000
BI Analyst 28,000-35,000 32,000
MI Analyst 21,000-32,000 28,000
North West England £ Range £ Typical
BI/Data Warehouse Architect 45,000-60,000 55,000
BI Manager 55,000-60,000 57,500
MI Manager 46,000-53,000 50,000
Data Manager 45,000-54,000 49,000
Information Manager 45,000-51,000 48,000
Database Designer 40,000-46,000 42,000
Database Administrator 38,000-46,000 42,000
Database Developer 30,000-42,000 35,000
ETL Developer 30,000-43,000 36,000
BI Developer 35,000-45,000 37,000
MI Developer 26,000-39,000 32,000
Performance Analyst 30,000-43,000 36,000
BI Analyst 28,000-39,000 34,000
MI Analyst 26,000-39,000 32,000
Northern Ireland £ Range £ Typical
BI/Data Warehouse Architect 45,000-60,000 52,000
BI Manager 45,000-55,000 52,000
MI Manager 40,000-45,000 43,000
Data Manager 43,000-50,000 45,000
Information Manager 40,000-45,000 45,000
Database Designer 35,000-43,000 40,000
Database Administrator 33,000-40,000 37,000
Database Developer 25,000-35,000 32,000
ETL Developer 30,000-40,000 35,000
BI Developer 30,000-40,000 35,000
MI Developer 25,000-35,000 30,000
Performance Analyst 28,000-35,000 30,000
BI Analyst 28,000-35,000 32,000
MI Analyst 25,000-34,000 28,000
Scotland £ Range £ Typical
BI/Data Warehouse Architect 50,000-75,000 60,000
BI Manager 45,000-65,000 55,000
MI Manager 35,000-50,000 42,000
Data Manager 40,000-55,000 47,000
Information Manager 40,000-55,000 45,000
Database Designer 35,000-55,000 45,000
Database Administrator 35,000-50,000 42,000
Database Developer 34,000-50,000 38,000
ETL Developer 40,000-50,000 42,000
BI Developer 35,000-50,000 40,000
MI Developer 30,000-40,000 33,000
Performance Analyst 30,000-40,000 35,000
BI Analyst 27,000-45,000 38,000
MI Analyst 22,000-35,000 28,000
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London £ Range £ Typical
Enterprise Architect
AWS 80,000-90,000 85,000
Citrix 60,000-70,000 65,000
VMware 75,000-90,000 80,000
Architect
AWS 70,000-80,000 75,000
Citrix 60,000-65,000 62,500
VMware 70,000-80,000 75,000
Project Manager
AWS 65,000-80,000 72,500
Citrix 60,000-80,000 70,000
VMware 60,000-80,000 70,000
Senior Engineer
AWS 50,000-60,000 55,000
Citrix 50,000-55,000 52,500
VMware 55,000-60,000 57,500
Engineer
AWS 47,000-55,000 52,500
Citrix 45,000-50,000 47,500
VMware 45,000-55,000 50,000
South East England £ Range £ Typical
Enterprise Architect
AWS 75,000-85,000 80,000
Citrix 58,000-65,000 62,000
VMware 65,000-80,000 72,500
Architect
AWS 70,000-72,000 71,000
Citrix 55,000-60,000 58,500
VMware 60,000-75,000 67,000
Project Manager
AWS 55,000-70,000 65,000
Citrix 53,000-65,000 58,000
VMware 50,000-70,000 62,000
Senior Engineer
AWS 50,000-55,000 52,500
Citrix 46,000-51,000 48,000
VMware 48,000-60,000 53,000
Engineer
AWS 44,000-52,000 48,000
Citrix 40,000-45,000 42,500
VMware 44,000-48,000 46,000
East of England £ Range £ Typical
Enterprise Architect
AWS 75,000-85,000 80,000
Citrix 60,000-65,000 62,500
VMware 70,000-80,000 75,000
Architect
AWS 65,000-75,000 70,000
Citrix 55,000-65,000 60,000
VMware 60,000-75,000 67,000
Project Manager
AWS 65,000-75,000 70,000
Citrix 60,000-75,000 67,500
VMware 60,000-75,000 67,500
Senior Engineer
AWS 45,000-55,000 50,000
Citrix 45,000-50,000 47,500
VMware 45,000-55,000 50,000
Engineer
AWS 45,000-50,000 47,500
Citrix 40,000-45,000 42,500
VMware 40,000-50,000 45,000
South West England £ Range £ Typical
Enterprise Architect
AWS 79,000-87,000 83,000
Citrix 62,000-68,000 65,000
VMware 70,000-85,000 77,500
Architect
AWS 65,000-70,000 70,000
Citrix 55,000-63,000 60,000
VMware 63,000-73,000 70,000
Project Manager
AWS 55,000-70,000 62,500
Citrix 55,000-75,000 66,000
VMware 53,000-80,000 65,000
Senior Engineer
AWS 49,000-50,000 50,000
Citrix 42,000-51,000 47,000
VMware 47,500-55,000 50,000
Engineer
AWS 49,000-52,000 51,000
Citrix 43,000-46,000 43,000
VMware 45,000-47,500 45,000
Wales £ Range £ Typical
Enterprise Architect
AWS 75,000-77,000 75,000
Citrix 55,000-60,000 57,500
VMware 68,000-77,000 73,000
Architect
AWS 69,000-70,000 69,000
Citrix 52,000-57,000 55,000
VMware 60,000-70,000 65,000
Project Manager
AWS 55,000-70,000 60,000
Citrix 45,000-62,000 51,000
VMware 45,000-60,000 50,000
Senior Engineer
AWS 48,000-50,000 48,500
Citrix 44,000-48,000 45,000
VMware 47,000-57,000 52,000
Engineer
AWS 47,000-51,000 49,000
Citrix 43,000-48,000 43,000
VMware 42,000-45,000 42,000
Midlands £ Range £ Typical
Enterprise Architect
AWS 75,000-85,000 80,000
Citrix 60,000-65,000 62,500
VMware 70,000-80,000 75,000
Architect
AWS 65,000-75,000 70,000
Citrix 55,000-65,000 60,000
VMware 60,000-75,000 67,000
Project Manager
AWS 60,000-75,000 67,500
Citrix 55,000-75,000 65,000
VMware 55,000-75,000 65,000
Senior Engineer
AWS 47,000-55,000 51,500
Citrix 45,000-52,000 48,500
VMware 50,000-55,000 52,500
Engineer
AWS 45,000-52,000 48,500
Citrix 40,000-47,000 43,500
VMware 45,000-50,000 47,500
Yorkshire and the Humber £ Range £ Typical
Enterprise Architect
AWS 75,000-82,000 77,000
Citrix 55,000-61,000 56,500
VMware 65,000-80,000 77,000
Architect
AWS 68,000-71,000 69,000
Citrix 55,000-63,000 59,500
VMware 62,000-72,000 67,000
Project Manager
AWS 55,000-70,000 62,500
Citrix 48,000-74,000 60,000
VMware 49,000-77,000 65,000
Senior Engineer
AWS 46,000-52,000 47,000
Citrix 44,000-49,000 46,000
VMware 47,000-55,000 50,000
Engineer
AWS 46,000-51,000 48,000
Citrix 44,000-48,000 45,000
VMware 44,000-48,000 46,000
North East England £ Range £ Typical
Enterprise Architect
AWS 80,000-82,000 81,000
Citrix 61,000-65,000 63,000
VMware 70,000-75,000 72,500
Architect
AWS 69,000-72,000 71,500
Citrix 52,000-55,000 53,500
VMware 60,000-70,000 65,000
Project Manager
AWS 62,000-66,000 63,000
Citrix 55,000-60,000 57,500
VMware 53,000-60,000 57,000
Senior Engineer
AWS 45,000-52,000 48,000
Citrix 45,000-48,000 46,500
VMware 47,000-49,000 48,000
Engineer
AWS 46,000-50,000 48,000
Citrix 41,000-43,000 42,000
VMware 44,000-45,500 45,000
North West England £ Range £ Typical
Enterprise Architect
AWS 86,000-90,000 89,000
Citrix 62,000-64,000 63,000
VMware 70,000-80,000 75,000
Architect
AWS 68,000-70,000 69,000
Citrix 55,000-59,000 58,000
VMware 65,000-69,000 67,000
Project Manager
AWS 66,000-78,000 70,000
Citrix 56,000-58,000 57,500
VMware 60,000-65,000 62,500
Senior Engineer
AWS 51,000-54,000 53,000
Citrix 48,000-50,000 48,750
VMware 55,000-60,000 57,000
Engineer
AWS 48,000-50,000 49,000
Citrix 44,500-47,000 45,000
VMware 47,250-48,000 47,250
Northern Ireland £ Range £ Typical
Enterprise Architect
AWS 60,000-80,000 70,000
Citrix 59,000-70,000 62,000
VMware 60,000-75,000 66,000
Architect
AWS 51,000-60,000 55,000
Citrix 45,000-55,000 50,000
VMware 50,000-57,000 54,000
Project Manager
AWS 50,000-55,000 50,500
Citrix 44,000-54,000 50,000
VMware 45,000-60,000 52,000
Senior Engineer
AWS 40,000-50,000 45,000
Citrix 37,000-42,000 39,000
VMware 38,000-47,000 40,000
Engineer
AWS 37,000-45,000 41,000
Citrix 35,000-40,000 38,000
VMware 35,000-45,000 40,000
Scotland £ Range £ Typical
Enterprise Architect
AWS 65,000-70,000 67,000
Citrix 55,000-60,000 58,000
VMware 60,000-70,000 65,000
Architect
AWS 58,000-60,000 59,000
Citrix 53,000-55,000 54,000
VMware 55,000-58,000 56,500
Project Manager
AWS 45,000-52,000 48,000
Citrix 42,000-48,000 46,000
VMware 45,000-50,000 47,500
Senior Engineer
AWS 42,000-50,000 47,000
Citrix 38,000-44,000 41,000
VMware 40,000-46,000 43,000
Engineer
AWS 40,000-50,000 45,000
Citrix 36,500-42,000 39,000
VMware 38,000-45,000 41,000
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London £ Range £ Typical
Development Director 70,000-90,000 80,000
Development Manager 60,000-80,000 70,000
Software Architect
C#/ASP.net 50,000-80,000 70,000
Java 60,000-80,000 75,000
VB.net 50,000-75,000 65,000
Technical Lead
C#/ASP.net 50,000-70,000 60,000
Java 55,000-70,000 60,000
VB.net 50,000-70,000 60,000
Senior/Analyst Developer
C#/ASP.net 45,000-65,000 55,000
Java 50,000-80,000 60,000
VB.net 45,000-60,000 55,000
Developer
C#/ASP.net 35,000-50,000 45,000
Java 40,000-50,000 45,000
VB.net 35,000-45,000 40,000
Junior Developer
C#/ASP.net 25,000-30,000 28,000
Java 30,000-35,000 32,000
VB.net 25,000-30,000 27,000
Mobile Developer iOS/Android/Win 40,000-70,000 50,000
Web Developer PHP/Ruby/Perl/etc 30,000-70,000 45,000
Front End Web Developer HTML/CSS/XML/etc 25,000-60,000 40,000
Sharepoint Developer 40,000-60,000 50,000
Analyst Programmer C/C++ 40,000-60,000 50,000
Database Developer MSSQL/PL/SQL 30,000-65,000 45,000
South East England £ Range £ Typical
Development Director 70,000-90,000 80,000
Development Manager 60,000-80,000 70,000
Software Architect
C#/ASP.net 50,000-80,000 70,000
Java 60,000-80,000 70,000
VB.net 50,000-70,000 60,000
Technical Lead
C#/ASP.net 50,000-60,000 55,000
Java 50,000-60,000 55,000
VB.net 50,000-60,000 55,000
Senior/Analyst Developer
C#/ASP.net 40,000-60,000 45,000
Java 50,000-65,000 55,000
VB.net 45,000-55,000 50,000
Developer
C#/ASP.net 40,000-50,000 45,000
Java 40,000-50,000 42,000
VB.net 35,000-45,000 40,000
Junior Developer
C#/ASP.net 25,000-30,000 27,000
Java 25,000-30,000 27,000
VB.net 25,000-30,000 27,000
Mobile Developer iOS/Android/Win 40,000-70,000 50,000
Web Developer PHP/Ruby/Perl/etc 30,000-50,000 45,000
Front End Web Developer HTML/CSS/XML/etc 25,000-50,000 40,000
Sharepoint Developer 40,000-60,000 50,000
Analyst Programmer C/C++ 40,000-55,000 45,000
Database Developer MSSQL/PL/SQL 30,000-65,000 40,000
East of England £ Range £ Typical
Development Director 65,000-85,000 75,000
Development Manager 45,000-75,000 60,000
Software Architect
C#/ASP.net 60,000-80,000 70,000
Java 60,000-80,000 70,000
VB.net 50,000-70,000 60,000
Technical Lead
C#/ASP.net 50,000-60,000 55,000
Java 60,000-70,000 60,000
VB.net 50,000-60,000 55,000
Senior/Analyst Developer
C#/ASP.net 40,000-60,000 50,000
Java 50,000-65,000 55,000
VB.net 40,000-60,000 50,000
Developer
C#/ASP.net 30,000-45,000 38,000
Java 35,000-45,000 42,000
VB.net 30,000-40,000 35,000
Junior Developer
C#/ASP.net 20,000-30,000 25,000
Java 20,000-30,000 25,000
VB.net 20,000-30,000 25,000
Mobile Developer iOS/Android/Win 40,000-70,000 50,000
Web Developer PHP/Ruby/Perl/etc 25,000-50,000 35,000
Front End Web Developer HTML/CSS/XML/etc 25,000-40,000 32,000
Sharepoint Developer 40,000-60,000 50,000
Analyst Programmer C/C++ 30,000-55,000 45,000
Database Developer MSSQL/PL/SQL 30,000-50,000 40,000
South West England £ Range £ Typical
Development Director 60,000-100,000 75,000
Development Manager 50,000-70,000 60,000
Software Architect
C#/ASP.net 50,000-70,000 60,000
Java 50,000-70,000 62,000
VB.net 50,000-70,000 60,000
Technical Lead
C#/ASP.net 45,000-55,000 50,000
Java 45,000-55,000 50,000
VB.net 45,000-55,000 48,000
Senior/Analyst Developer
C#/ASP.net 40,000-55,000 43,000
Java 40,000-55,000 43,000
VB.net 36,000-45,000 38,000
Developer
C#/ASP.net 30,000-40,000 36,000
Java 30,000-40,000 36,000
VB.net 30,000-40,000 35,000
Junior Developer
C#/ASP.net 20,000-28,000 25,000
Java 20,000-28,000 25,000
VB.net 20,000-28,000 25,000
Mobile Developer iOS/Android/Win 40,000-70,000 50,000
Web Developer PHP/Ruby/Perl/etc 25,000-40,000 30,000
Front End Web Developer HTML/CSS/XML/etc 25,000-40,000 30,000
Sharepoint Developer 40,000-60,000 50,000
Analyst Programmer C/C++ 30,000-47,000 38,000
Database Developer MSSQL/PL/SQL 30,000-50,000 40,000
Wales £ Range £ Typical
Development Director 60,000-80,000 75,000
Development Manager 48,000-75,000 60,000
Software Architect
C#/ASP.net 50,000-65,000 57,000
Java 50,000-65,000 57,000
VB.net 50,000-60,000 55,000
Technical Lead
C#/ASP.net 40,000-50,000 46,000
Java 40,000-50,000 46,000
VB.net 40,000-50,000 45,000
Senior/Analyst Developer
C#/ASP.net 40,000-48,000 45,000
Java 40,000-48,000 43,000
VB.net 35,000-45,000 43,000
Developer
C#/ASP.net 30,000-40,000 35,000
Java 30,000-40,000 35,000
VB.net 30,000-38,000 35,000
Junior Developer
C#/ASP.net 20,000-26,000 25,000
Java 20,000-25,000 25,000
VB.net 20,000-25,000 25,000
Mobile Developer iOS/Android/Win 40,000-70,000 50,000
Web Developer PHP/Ruby/Perl/etc 25,000-40,000 30,000
Front End Web Developer HTML/CSS/XML/etc 25,000-35,000 30,000
Sharepoint Developer 40,000-60,000 50,000
Analyst Programmer C/C++ 30,000-45,000 40,000
Database Developer MSSQL/PL/SQL 35,000-45,000 40,000
Midlands £ Range £ Typical
Development Director 60,000-90,000 80,000
Development Manager 50,000-70,000 60,000
Software Architect
C#/ASP.net 50,000-70,000 60,000
Java 50,000-70,000 60,000
VB.net 45,000-60,000 55,000
Technical Lead
C#/ASP.net 45,000-55,000 50,000
Java 50,000-60,000 55,000
VB.net 45,000-55,000 50,000
Senior/Analyst Developer
C#/ASP.net 40,000-50,000 45,000
Java 45,000-55,000 50,000
VB.net 40,000-50,000 45,000
Developer
C#/ASP.net 30,000-40,000 38,000
Java 35,000-45,000 42,000
VB.net 30,000-40,000 35,000
Junior Developer
C#/ASP.net 22,000-30,000 26,000
Java 22,000-30,000 26,000
VB.net 20,000-30,000 26,000
Mobile Developer iOS/Android/Win 40,000-70,000 50,000
Web Developer PHP/Ruby/Perl/etc 30,000-40,000 35,000
Front End Web Developer HTML/CSS/XML/etc 25,000-35,000 30,000
Sharepoint Developer 40,000-60,000 50,000
Analyst Programmer C/C++ 35,000-45,000 40,000
Database Developer MSSQL/PL/SQL 30,000-40,000 35,000
Yorkshire and the Humber £ Range £ Typical
Development Director 60,000-80,000 75,000
Development Manager 50,000-70,000 62,000
Software Architect
C#/ASP.net 50,000-70,000 60,000
Java 60,000-80,000 68,000
VB.net 50,000-70,000 60,000
Technical Lead
C#/ASP.net 40,000-50,000 47,000
Java 45,000-55,000 52,000
VB.net 40,000-55,000 53,000
Senior/Analyst Developer
C#/ASP.net 40,000-50,000 45,000
Java 45,000-55,000 50,000
VB.net 40,000-50,000 45,000
Developer
C#/ASP.net 25,000-38,000 35,000
Java 32,000-40,000 38,000
VB.net 30,000-40,000 35,000
Junior Developer
C#/ASP.net 23,000-28,000 26,000
Java 23,000-28,000 26,000
VB.net 23,000-28,000 26,000
Mobile Developer iOS/Android/Win 40,000-70,000 50,000
Web Developer PHP/Ruby/Perl/etc 30,000-45,000 36,500
Front End Web Developer HTML/CSS/XML/etc 30,000-40,000 35,000
Sharepoint Developer 40,000-60,000 50,000
Analyst Programmer C/C++ 30,000-50,000 38,000
Database Developer MSSQL/PL/SQL 30,000-40,000 35,000
North East England £ Range £ Typical
Development Director 60,000-80,000 70,000
Development Manager 50,000-70,000 60,000
Software Architect
C#/ASP.net 50,000-70,000 60,000
Java 60,000-80,000 65,000
VB.net 50,000-70,000 60,000
Technical Lead
C#/ASP.net 40,000-50,000 45,000
Java 40,000-60,000 50,000
VB.net 40,000-50,000 45,000
Senior/Analyst Developer
C#/ASP.net 35,000-50,000 40,000
Java 40,000-50,000 45,000
VB.net 35,000-45,000 40,000
Developer
C#/ASP.net 25,000-35,000 32,000
Java 30,000-40,000 35,000
VB.net 25,000-35,000 30,000
Junior Developer
C#/ASP.net 22,000-26,000 24,000
Java 22,000-26,000 24,000
VB.net 22,000-26,000 24,000
Mobile Developer iOS/Android/Win 40,000-70,000 50,000
Web Developer PHP/Ruby/Perl/etc 25,000-35,000 30,000
Front End Web Developer HTML/CSS/XML/etc 25,000-35,000 28,000
Sharepoint Developer 40,000-60,000 50,000
Analyst Programmer C/C++ 30,000-40,000 35,000
Database Developer MSSQL/PL/SQL 30,000-40,000 35,000
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North West England £ Range £ Typical
Development Director 60,000-80,000 75,000
Development Manager 50,000-70,000 60,000
Software Architect
C#/ASP.net 50,000-70,000 60,000
Java 50,000-70,000 68,000
VB.net 45,000-70,000 58,000
Technical Lead
C#/ASP.net 40,000-50,000 47,000
Java 47,000-57,000 52,000
VB.net 40,000-55,000 50,000
Senior/Analyst Developer
C#/ASP.net 40,000-50,000 45,000
Java 45,000-55,000 50,000
VB.net 40,000-50,000 45,000
Developer
C#/ASP.net 30,000-38,000 35,000
Java 35,000-45,000 40,000
VB.net 30,000-40,000 35,000
Junior Developer
C#/ASP.net 20,000-28,000 25,000
Java 20,000-28,000 25,000
VB.net 20,000-28,000 25,000
Mobile Developer iOS/Android/Win 40,000-70,000 50,000
Web Developer PHP/Ruby/Perl/etc 30,000-45,000 36,500
Front End Web Developer HTML/CSS/XML/etc 30,000-40,000 35,000
Sharepoint Developer 40,000-60,000 50,000
Analyst Programmer C/C++ 30,000-45,000 38,000
Database Developer MSSQL/PL/SQL 30,000-40,000 35,000
Northern Ireland £ Range £ Typical
Development Director 50,000-60,000 55,000
Development Manager 45,000-60,000 55,000
Software Architect
C#/ASP.net 40,000-50,000 45,000
Java 40,000-50,000 45,000
VB.net 40,000-50,000 45,000
Technical Lead
C#/ASP.net 35,000-45,000 40,000
Java 35,000-45,000 40,000
VB.net 35,000-45,000 40,000
Senior/Analyst Developer
C#/ASP.net 28,000-35,000 33,000
Java 28,000-35,000 33,000
VB.net 28,000-35,000 33,000
Developer
C#/ASP.net 24,000-28,000 26,000
Java 24,000-28,000 26,000
VB.net 24,000-28,000 26,000
Junior Developer
C#/ASP.net 18,000-25,000 22,000
Java 18,000-25,000 22,000
VB.net 18,000-25,000 22,000
Mobile Developer iOS/Android/Win 40,000-70,000 50,000
Web Developer PHP/Ruby/Perl/etc 35,000-45,000 40,000
Front End Web Developer HTML/CSS/XML/etc 30,000-40,000 35,000
Sharepoint Developer 40,000-60,000 50,000
Analyst Programmer C/C++ 35,000-45,000 40,000
Database Developer MSSQL/PL/SQL 35,000-45,000 40,000
Scotland £ Range £ Typical
Development Director 70,000-90,000 80,000
Development Manager 50,000-70,000 66,250
Software Architect
C#/ASP.net 45,000-60,000 50,000
Java 45,000-60,000 50,000
VB.net 45,000-60,000 50,000
Technical Lead
C#/ASP.net 45,000-60,000 50,000
Java 45,000-60,000 50,000
VB.net 45,000-60,000 50,000
Senior/Analyst Developer
C#/ASP.net 38,000-50,000 45,000
Java 38,000-50,000 45,000
VB.net 38,000-50,000 45,000
Developer
C#/ASP.net 30,000-40,000 37,500
Java 30,000-40,000 37,500
VB.net 25,000-40,000 30,750
Junior Developer
C#/ASP.net 20,000-30,000 25,000
Java 20,000-30,000 25,000
VB.net 20,000-30,000 25,000
Mobile Developer iOS/Android/Win 40,000-70,000 50,000
Web Developer PHP/Ruby/Perl/etc 25,000-40,000 32,500
Front End Web Developer HTML/CSS/XML/etc 25,000-40,000 32,500
Sharepoint Developer 40,000-60,000 50,000
Analyst Programmer C/C++ 30,000-45,000 40,000
Database Developer MSSQL/PL/SQL 30,000-65,000 40,000
Bill LiaoCo-Founder, CoderDojo
CoderDojo is an open source, volunteer-led, global movement of free coding clubs for young people. Founded in June 2011, our aim is to bring coding to the next generation. We offer children and teenagers a more social environment in which to learn coding, shedding the geeky and nerdy image that some still associate with computer programming.
As technology continues to advance at a rapid pace and become more integrated and interwoven into our daily lives, every career and industry will require some level of coding knowledge. While schools are now introducing children to coding from the age of five, so they can create and debug simple programs and, hopefully, understand algorithms, there is still a more pressing need to increase coding knowledge among older teenagers, who are closer to entering employment.
Dojos provide an inclusive learning environment to develop talent among under 18s; to further their understanding and exposure to open data and provide a creative and fun atmosphere for them to meet like-minded individuals.
Businesses want candidates who are not only experts in coding but who can interact well with others. At our events children get to solve civic problems through code and to mentor each other, giving both the technical and softer people skills required in the modern workplace.
As with many scientific and technical careers, women are greatly under represented with around 90% of those working in IT being male. The Dojos are a great way to get more girls interested in coding, with the split attending our events being around 50/50 between boys and girls.
There are a number of interesting partnerships taking shape between Dojos and business. One club partnered with Virgin Media to create a game that teaches parents and children new digital skills that will improve their career prospects in the long term.
In the UK, following CoderDojo at Buckingham Palace, we have an exciting new partnership with Barclays Bank and their Digital Eagles Programme where we have already rolled out more than 20 new Dojos in their Wifi-enabled branches.
We want to get more industries involved in supporting Dojos and also want to find more opportunities to work with public sector organisations.
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INFORMATION TECHNOLOGY ENTERPRISE RESOURCE PLANNING
SAP
London £ Range £ Typical
Programme Manager 80,000-90,000 85,000
Project Manager 60,000-70,000 65,000
Solution Architect 70,000-85,000 78,000
Technical Architect 70,000-85,000 78,000
AFS Consultant 55,000-75,000 65,000
APO Consultant 55,000-75,000 66,500
BASIS Consultant 45,000-65,000 55,500
BI Consultant 55,000-75,000 65,500
BI-BO Consultant 55,000-75,000 65,500
CRM Consultant 55,000-80,000 70,500
CS Consultant 55,000-75,000 65,000
FI/CO Consultant 55,000-75,000 65,000
HCM Consultant 55,000-75,000 65,000
IS-Automotive Consultant 55,000-75,000 67,000
IS-Oil Consultant 70,000-90,000 80,000
IS-Public Services Consultant 55,000-75,000 65,000
IS-Retail Consultant 55,000-75,000 66,000
IS-Utilities Consultant 55,000-75,000 68,000
Netweaver Consultant 55,000-75,000 66,000
PP/PI Consultant 55,000-75,000 65,000
SD/MM Consultant 55,000-75,000 65,000
SRM Consultant 55,000-75,000 67,000
WM/QM/PP Consultant 55,000-75,000 65,000
ABAP Developer 40,000-60,000 51,500
Oracle
London £ Range £ Typical
UCM Developer 55,000-75,000 65,000
ODI Developer 55,000-75,000 65,000
OBIEE Developer 55,000-75,000 65,000
HR Consultant 50,000-75,000 62,000
Procurement Consultant 50,000-75,000 62,000
Financials Consultant 50,000-75,000 62,000
SAP
South East England £ Range £ Typical
Programme Manager 80,000-90,000 85,000
Project Manager 55,000-65,000 60,000
Solution Architect 70,000-85,000 78,000
Technical Architect 70,000-85,000 78,000
AFS Consultant 55,000-75,000 65,000
APO Consultant 55,000-65,000 60,000
BASIS Consultant 45,000-60,000 54,000
BI Consultant 55,000-75,000 65,000
BI-BO Consultant 55,000-75,000 65,000
CRM Consultant 55,000-80,000 70,000
CS Consultant 55,000-65,000 60,000
FI/CO Consultant 55,000-65,000 61,000
HCM Consultant 55,000-65,000 61,000
IS-Automotive Consultant 55,000-65,000 60,000
IS-Oil Consultant 70,000-90,000 80,000
IS-Public Services Consultant 55,000-75,000 65,000
IS-Retail Consultant 55,000-75,000 65,000
IS-Utilities Consultant 55,000-65,000 63,000
Netweaver Consultant 55,000-75,000 65,000
PP/PI Consultant 55,000-65,000 61,500
SD/MM Consultant 55,000-65,000 61,000
SRM Consultant 55,000-65,000 62,000
WM/QM/PP Consultant 55,000-65,000 60,000
ABAP Developer 40,000-60,000 51,500
Oracle
South East England £ Range £ Typical
UCM Developer 45,000-60,000 55,000
ODI Developer 55,000-65,000 60,000
OBIEE Developer 55,000-65,000 61,000
HR Consultant 55,000-65,000 61,000
Procurement Consultant 55,000-65,000 61,500
Financials Consultant 55,000-65,000 61,500
SAP
East of England £ Range £ Typical
Programme Manager 80,000-90,000 85,000
Project Manager 55,000-65,000 60,000
Solution Architect 70,000-85,000 78,000
Technical Architect 70,000-85,000 78,000
AFS Consultant 50,000-65,000 60,000
APO Consultant 45,000-65,000 55,000
BASIS Consultant 45,000-65,000 55,000
BI Consultant 45,000-65,000 55,000
BI-BO Consultant 45,000-65,000 55,500
CRM Consultant 50,000-70,000 62,000
CS Consultant 45,000-65,000 55,000
FI/CO Consultant 45,000-65,000 55,000
HCM Consultant 45,000-65,000 55,000
IS-Automotive Consultant 45,000-65,000 55,000
IS-Oil Consultant 70,000-90,000 80,000
IS-Public Services Consultant 45,000-65,000 55,000
IS-Retail Consultant 45,000-65,000 55,000
IS-Utilities Consultant 45,000-65,000 55,000
Netweaver Consultant 55,000-75,000 65,000
PP/PI Consultant 45,000-65,000 55,000
SD/MM Consultant 45,000-65,000 55,000
SRM Consultant 45,000-65,000 55,000
WM/QM/PP Consultant 45,000-65,000 55,000
ABAP Developer 40,000-60,000 45,000
Oracle
East of England £ Range £ Typical
UCM Developer 50,000-70,000 60,000
ODI Developer 50,000-70,000 60,000
OBIEE Developer 50,000-70,000 60,000
HR Consultant 55,000-75,000 61,500
Procurement Consultant 55,000-75,000 61,500
Financials Consultant 55,000-75,000 61,500
SAP
South West England £ Range £ Typical
Programme Manager 65,000-90,000 75,000
Project Manager 55,000-65,000 60,000
Solution Architect 60,000-75,000 67,000
Technical Architect 60,000-75,000 67,000
AFS Consultant 50,000-65,000 60,000
APO Consultant 45,000-65,000 55,000
BASIS Consultant 40,000-50,000 47,500
BI Consultant 45,000-65,000 55,000
BI-BO Consultant 45,000-65,000 55,500
CRM Consultant 50,000-70,000 62,000
CS Consultant 45,000-65,000 55,000
FI/CO Consultant 45,000-65,000 55,000
HCM Consultant 45,000-65,000 55,000
IS-Automotive Consultant 45,000-65,000 55,000
IS-Oil Consultant 70,000-90,000 80,000
IS-Public Services Consultant 45,000-65,000 55,000
IS-Retail Consultant 45,000-65,000 55,000
IS-Utilities Consultant 45,000-65,000 55,000
Netweaver Consultant 55,000-75,000 65,000
PP/PI Consultant 45,000-65,000 55,000
SD/MM Consultant 45,000-65,000 55,000
SRM Consultant 45,000-65,000 55,000
WM/QM/PP Consultant 45,000-65,000 55,000
ABAP Developer 35,000-50,000 45,000
Oracle
South West England £ Range £ Typical
UCM Developer 45,000-60,000 55,000
ODI Developer 45,000-55,000 50,000
OBIEE Developer 45,000-55,000 50,000
HR Consultant 45,000-55,000 50,000
Procurement Consultant 45,000-55,000 50,000
Financials Consultant 45,000-55,000 50,000
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Wales £ Range £ Typical
Programme Manager 65,000-90,000 75,000
Project Manager 55,000-65,000 60,000
Solution Architect 60,000-75,000 67,000
Technical Architect 60,000-75,000 67,000
AFS Consultant 50,000-65,000 60,000
APO Consultant 45,000-65,000 55,000
BASIS Consultant 40,000-50,000 47,500
BI Consultant 45,000-65,000 55,000
BI-BO Consultant 45,000-65,000 55,500
CRM Consultant 50,000-70,000 62,000
CS Consultant 45,000-65,000 55,000
FI/CO Consultant 45,000-65,000 55,000
HCM Consultant 45,000-65,000 55,000
IS-Automotive Consultant 45,000-65,000 55,000
IS-Oil Consultant 70,000-90,000 80,000
IS-Public Services Consultant 45,000-65,000 55,000
IS-Retail Consultant 45,000-65,000 55,000
IS-Utilities Consultant 45,000-65,000 55,000
Netweaver Consultant 55,000-75,000 65,000
PP/PI Consultant 45,000-65,000 55,000
SD/MM Consultant 45,000-65,000 55,000
SRM Consultant 45,000-65,000 55,000
WM/QM/PP Consultant 45,000-65,000 55,000
ABAP Developer 35,000-50,000 45,000
Oracle
Wales £ Range £ Typical
UCM Developer 45,000-60,000 55,000
ODI Developer 45,000-55,000 50,000
OBIEE Developer 45,000-55,000 50,000
HR Consultant 45,000-55,000 50,000
Procurement Consultant 45,000-55,000 50,000
Financials Consultant 45,000-55,000 50,000
SAP
Midlands £ Range £ Typical
Programme Manager 65,000-90,000 75,000
Project Manager 55,000-65,000 60,000
Solution Architect 60,000-75,000 67,000
Technical Architect 60,000-75,000 67,000
AFS Consultant 50,000-65,000 60,000
APO Consultant 45,000-65,000 55,000
BASIS Consultant 40,000-50,000 47,500
BI Consultant 45,000-65,000 55,000
BI-BO Consultant 45,000-65,000 55,500
CRM Consultant 50,000-70,000 62,000
CS Consultant 45,000-65,000 55,000
FI/CO Consultant 45,000-65,000 55,000
HCM Consultant 45,000-65,000 55,000
IS-Automotive Consultant 45,000-65,000 55,000
IS-Oil Consultant 70,000-90,000 80,000
IS-Public Services Consultant 45,000-65,000 55,000
IS-Retail Consultant 45,000-65,000 55,000
IS-Utilities Consultant 45,000-65,000 55,000
Netweaver Consultant 55,000-75,000 65,000
PP/PI Consultant 45,000-65,000 55,000
SD/MM Consultant 45,000-65,000 55,000
SRM Consultant 45,000-65,000 55,000
WM/QM/PP Consultant 45,000-65,000 55,000
ABAP Developer 35,000-55,000 45,000
Oracle
Midlands £ Range £ Typical
UCM Developer 45,000-60,000 55,000
ODI Developer 45,000-55,000 51,000
OBIEE Developer 45,000-55,000 52,000
HR Consultant 45,000-55,000 50,000
Procurement Consultant 45,000-55,000 50,000
Financials Consultant 45,000-55,000 51,000
SAP
Yorkshire and the Humber £ Range £ Typical
Programme Manager 65,000-90,000 75,000
Project Manager 55,000-65,000 60,000
Solution Architect 60,000-75,000 67,000
Technical Architect 60,000-75,000 67,000
AFS Consultant 50,000-65,000 60,000
APO Consultant 45,000-65,000 55,000
BASIS Consultant 40,000-50,000 47,500
BI Consultant 45,000-65,000 55,000
BI-BO Consultant 45,000-65,000 55,500
CRM Consultant 50,000-70,000 62,000
CS Consultant 45,000-65,000 55,000
FI/CO Consultant 45,000-65,000 55,000
HCM Consultant 45,000-65,000 55,000
IS-Automotive Consultant 45,000-65,000 55,000
IS-Oil Consultant 70,000-90,000 80,000
IS-Public Services Consultant 45,000-65,000 55,000
IS-Retail Consultant 45,000-65,000 55,000
IS-Utilities Consultant 45,000-65,000 55,000
Netweaver Consultant 55,000-75,000 65,000
PP/PI Consultant 45,000-65,000 55,000
SD/MM Consultant 45,000-65,000 55,000
SRM Consultant 45,000-65,000 55,000
WM/QM/PP Consultant 45,000-65,000 55,000
ABAP Developer 35,000-50,000 45,000
Oracle
Yorkshire and the Humber £ Range £ Typical
UCM Developer 45,000-60,000 55,000
ODI Developer 45,000-55,000 51,000
OBIEE Developer 45,000-55,000 52,000
HR Consultant 45,000-55,000 50,000
Procurement Consultant 45,000-55,000 50,000
Financials Consultant 45,000-55,000 51,000
SAP
North East England £ Range £ Typical
Programme Manager 65,000-90,000 75,000
Project Manager 55,000-65,000 60,000
Solution Architect 60,000-75,000 67,000
Technical Architect 60,000-75,000 67,000
AFS Consultant 50,000-65,000 60,000
APO Consultant 45,000-65,000 55,000
BASIS Consultant 40,000-55,000 47,500
BI Consultant 45,000-65,000 55,000
BI-BO Consultant 45,000-65,000 55,500
CRM Consultant 50,000-70,000 62,000
CS Consultant 45,000-65,000 55,000
FI/CO Consultant 45,000-65,000 55,000
HCM Consultant 45,000-65,000 55,000
IS-Automotive Consultant 45,000-65,000 55,000
IS-Oil Consultant 70,000-90,000 80,000
IS-Public Services Consultant 45,000-65,000 55,000
IS-Retail Consultant 45,000-65,000 55,000
IS-Utilities Consultant 45,000-55,000 53,000
Netweaver Consultant 55,000-75,000 65,000
PP/PI Consultant 45,000-65,000 55,000
SD/MM Consultant 45,000-65,000 55,000
SRM Consultant 45,000-65,000 55,000
WM/QM/PP Consultant 45,000-65,000 55,000
ABAP Developer 35,000-55,000 42,000
Oracle
North East England £ Range £ Typical
UCM Developer 45,000-60,000 55,000
ODI Developer 45,000-55,000 51,000
OBIEE Developer 45,000-55,000 52,000
HR Consultant 45,000-55,000 50,000
Procurement Consultant 45,000-55,000 50,000
Financials Consultant 45,000-55,000 51,000
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North West England £ Range £ Typical
Programme Manager 65,000-90,000 75,000
Project Manager 55,000-65,000 60,000
Solution Architect 60,000-75,000 67,000
Technical Architect 60,000-75,000 67,000
AFS Consultant 50,000-65,000 60,000
APO Consultant 45,000-65,000 55,000
BASIS Consultant 40,000-55,000 47,500
BI Consultant 45,000-65,000 55,000
BI-BO Consultant 45,000-65,000 55,500
CRM Consultant 50,000-70,000 62,000
CS Consultant 45,000-65,000 55,000
FI/CO Consultant 45,000-65,000 55,000
HCM Consultant 45,000-65,000 55,000
IS-Automotive Consultant 45,000-65,000 55,000
IS-Oil Consultant 70,000-90,000 80,000
IS-Public Services Consultant 45,000-65,000 55,000
IS-Retail Consultant 45,000-65,000 55,000
IS-Utilities Consultant 45,000-65,000 55,000
Netweaver Consultant 55,000-75,000 65,000
PP/PI Consultant 45,000-65,000 55,000
SD/MM Consultant 45,000-65,000 55,000
SRM Consultant 45,000-65,000 55,000
WM/QM/PP Consultant 45,000-65,000 55,000
ABAP Developer 35,000-55,000 43,000
Oracle
North West England £ Range £ Typical
UCM Developer 45,000-60,000 55,000
ODI Developer 45,000-55,000 51,000
OBIEE Developer 45,000-55,000 52,000
HR Consultant 45,000-55,000 50,000
Procurement Consultant 45,000-55,000 50,000
Financials Consultant 45,000-55,000 51,000
SAP
Scotland £ Range £ Typical
Programme Manager 60,000-80,000 71,500
Project Manager 55,000-65,000 60,000
Solution Architect 50,000-75,000 67,000
Technical Architect 50,000-75,000 67,000
AFS Consultant 50,000-65,000 60,000
APO Consultant 45,000-65,000 55,000
BASIS Consultant 40,000-50,000 46,000
BI Consultant 45,000-65,000 55,000
BI-BO Consultant 45,000-65,000 55,500
CRM Consultant 50,000-70,000 62,000
CS Consultant 45,000-65,000 55,000
FI/CO Consultant 45,000-65,000 55,000
HCM Consultant 45,000-65,000 55,000
IS-Automotive Consultant 45,000-65,000 55,000
IS-Oil Consultant 70,000-90,000 80,000
IS-Public Services Consultant 45,000-65,000 55,000
IS-Retail Consultant 45,000-65,000 55,000
IS-Utilities Consultant 45,000-65,000 55,000
Netweaver Consultant 55,000-75,000 65,000
PP/PI Consultant 45,000-65,000 55,000
SD/MM Consultant 45,000-65,000 55,000
SRM Consultant 45,000-65,000 55,000
WM/QM/PP Consultant 45,000-65,000 55,000
ABAP Developer 32,000-45,000 41,000
Oracle
Scotland £ Range £ Typical
UCM Developer 45,000-55,000 55,000
ODI Developer 35,000-55,000 50,000
OBIEE Developer 35,000-55,000 50,000
HR Consultant 35,000-55,000 50,000
Procurement Consultant 35,000-55,000 50,000
Financials Consultant 35,000-55,000 50,000
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London £ Range £ Typical
Infrastructure Specialist/Architect 50,000-80,000 65,000
Service Delivery Manager 38,000-60,000 50,000
Network Engineer 33,000-50,000 42,500
Server Support Engineer 30,000-50,000 40,000
Field Engineer 25,000-37,000 32,000
Service Desk Manager 35,000-50,000 42,000
Systems Administrator 30,000-55,000 40,000
Application Support Analyst 30,000-45,000 35,000
Desktop Support Analyst 25,000-34,000 30,000
Helpdesk/Service Desk Analyst 21,000-26,000 24,000
South East England £ Range £ Typical
Infrastructure Specialist/Architect 45,000-70,000 60,000
Service Delivery Manager 35,000-60,000 50,000
Network Engineer 25,000-50,000 42,500
Server Support Engineer 32,000-45,000 36,000
Field Engineer 25,000-40,000 30,000
Service Desk Manager 30,000-55,000 40,000
Systems Administrator 30,000-50,000 39,000
Application Support Analyst 24,000-35,000 32,500
Desktop Support Analyst 25,000-35,000 27,000
Helpdesk/Service Desk Analyst 18,000-23,000 21,000
East of England £ Range £ Typical
Infrastructure Specialist/Architect 45,000-70,000 57,500
Service Delivery Manager 36,000-60,000 47,000
Network Engineer 30,000-50,000 35,000
Server Support Engineer 28,000-42,000 35,000
Field Engineer 22,000-40,000 30,000
Service Desk Manager 25,000-50,000 38,500
Systems Administrator 28,000-55,000 38,000
Application Support Analyst 28,000-42,000 30,000
Desktop Support Analyst 18,000-30,000 25,000
Helpdesk/Service Desk Analyst 17,000-23,000 19,000
South West England £ Range £ Typical
Infrastructure Specialist/Architect 40,000-65,000 58,000
Service Delivery Manager 40,000-50,000 45,000
Network Engineer 33,000-50,000 37,000
Server Support Engineer 33,000-45,000 35,000
Field Engineer 25,000-35,000 30,000
Service Desk Manager 30,000-45,000 35,000
Systems Administrator 35,000-45,000 36,000
Application Support Analyst 22,000-35,000 29,000
Desktop Support Analyst 23,000-28,000 26,000
Helpdesk/Service Desk Analyst 18,000-22,000 21,000
Wales £ Range £ Typical
Infrastructure Specialist/Architect 45,000-65,000 58,000
Service Delivery Manager 40,000-55,000 45,000
Network Engineer 30,000-45,000 37,000
Server Support Engineer 32,000-45,000 35,000
Field Engineer 26,000-35,000 29,000
Service Desk Manager 30,000-45,000 35,000
Systems Administrator 35,000-50,000 35,000
Application Support Analyst 22,000-35,000 29,000
Desktop Support Analyst 20,000-27,000 25,000
Helpdesk/Service Desk Analyst 18,000-22,000 20,000
Midlands £ Range £ Typical
Infrastructure Specialist/Architect 45,000-65,000 57,500
Service Delivery Manager 35,000-55,000 47,000
Network Engineer 30,000-38,000 36,000
Server Support Engineer 26,000-40,000 32,000
Field Engineer 20,000-35,000 30,000
Service Desk Manager 32,000-45,000 37,500
Systems Administrator 28,000-42,000 34,000
Application Support Analyst 24,000-38,000 30,000
Desktop Support Analyst 20,000-32,000 25,000
Helpdesk/Service Desk Analyst 17,000-23,000 19,500
Yorkshire and the Humber £ Range £ Typical
Infrastructure Specialist/Architect 40,000-65,000 57,000
Service Delivery Manager 35,000-55,000 48,000
Network Engineer 27,000-45,000 36,000
Server Support Engineer 25,000-35,000 34,000
Field Engineer 20,000-35,000 28,000
Service Desk Manager 30,000-42,000 36,000
Systems Administrator 25,000-40,000 33,000
Application Support Analyst 25,000-38,000 31,000
Desktop Support Analyst 18,000-30,000 25,000
Helpdesk/Service Desk Analyst 17,000-22,000 20,000
North East England £ Range £ Typical
Infrastructure Specialist/Architect 42,000-56,000 53,000
Service Delivery Manager 35,000-55,000 40,000
Network Engineer 28,000-40,000 32,000
Server Support Engineer 24,000-38,000 30,000
Field Engineer 22,000-30,000 26,000
Service Desk Manager 30,000-36,000 32,000
Systems Administrator 30,000-38,000 32,000
Application Support Analyst 22,000-38,000 28,000
Desktop Support Analyst 19,000-26,000 24,000
Helpdesk/Service Desk Analyst 16,000-20,000 18,000
North West England £ Range £ Typical
Infrastructure Specialist/Architect 43,000-68,000 58,000
Service Delivery Manager 40,000-60,000 47,000
Network Engineer 28,000-50,000 36,000
Server Support Engineer 30,000-45,000 35,000
Field Engineer 25,000-35,000 28,000
Service Desk Manager 30,000-40,000 36,000
Systems Administrator 24,000-42,000 33,000
Application Support Analyst 24,000-40,000 31,000
Desktop Support Analyst 20,000-28,000 25,000
Helpdesk/Service Desk Analyst 17,000-22,000 19,500
Northern Ireland £ Range £ Typical
Infrastructure Specialist/Architect 50,000-60,000 55,000
Service Delivery Manager 30,000-40,000 35,000
Network Engineer 25,000-35,000 30,000
Server Support Engineer 25,000-35,000 30,000
Field Engineer 18,000-25,000 23,000
Service Desk Manager 35,000-45,000 40,000
Systems Administrator 25,000-35,000 30,000
Application Support Analyst 25,000-35,000 30,000
Desktop Support Analyst 20,000-30,000 25,000
Helpdesk/Service Desk Analyst 17,000-28,000 21,000
Scotland £ Range £ Typical
Infrastructure Specialist/Architect 43,000-65,000 56,000
Service Delivery Manager 35,000-50,000 47,500
Network Engineer 28,000-38,000 35,000
Server Support Engineer 28,000-38,000 34,500
Field Engineer 23,000-35,000 25,000
Service Desk Manager 35,000-50,000 35,000
Systems Administrator 25,000-40,000 32,000
Application Support Analyst 25,000-35,000 33,000
Desktop Support Analyst 18,000-27,000 24,000
Helpdesk/Service Desk Analyst 14,000-20,000 18,000
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London £ Range £ Typical
Transformation Director 100,000-140,000 125,000
CIO
FTSE 100 150,000-220,000 175,000
FTSE 250 100,000-140,000 120,000
SME 70,000-120,000 95,000
CTO
FTSE 100 110,000-150,000 130,000
FTSE 250 80,000-120,000 100,000
SME 70,000-110,000 90,000
IT Director
FTSE 100 120,000-160,000 140,000
FTSE 250 80,000-120,000 100,000
SME 80,000-100,000 90,000
Chief Information Security Officer 80,000-130,000 100,000
Head of IT Security 70,000-100,000 85,000
Head of IT 60,000-90,000 77,000
Head of Development 60,000-90,000 77,000
Head of Infrastructure 60,000-90,000 77,000
Head of Service Delivery 60,000-90,000 77,000
Head of Business Intelligence 70,000-100,000 87,000
Business Architect 65,000-95,000 73,000
Enterprise Architect 70,000-100,000 87,000
Technical Architect 60,000-90,000 77,000
IT Manager 45,000-65,000 57,000
South East England £ Range £ Typical
Transformation Director 100,000-140,000 122,000
CIO 70,000-120,000 95,000
CTO 70,000-110,000 92,000
IT Director 80,000-100,000 92,000
Chief Information Security Officer 70,000-100,000 85,000
Head of IT Security 70,000-100,000 80,000
Head of IT 60,000-90,000 77,000
Head of Development 65,000-90,000 77,000
Head of Infrastructure 60,000-90,000 77,000
Head of Service Delivery 60,000-90,000 77,000
Head of Business Intelligence 70,000-100,000 87,000
Business Architect 60,000-80,000 72,000
Enterprise Architect 70,000-100,000 87,000
Technical Architect 60,000-90,000 77,000
IT Manager 45,000-65,000 57,000
East of England £ Range £ Typical
Transformation Director 75,000-105,000 92,000
CIO 70,000-100,000 87,000
CTO 70,000-90,000 82,000
IT Director 65,000-100,000 82,000
Chief Information Security Officer 70,000-100,000 80,000
Head of IT Security 60,000-85,000 75,000
Head of IT 50,000-80,000 67,000
Head of Development 50,000-80,000 67,000
Head of Infrastructure 50,000-80,000 67,000
Head of Service Delivery 50,000-80,000 67,000
Head of Business Intelligence 70,000-90,000 82,000
Business Architect 50,000-75,000 63,000
Enterprise Architect 60,000-90,000 77,000
Technical Architect 55,000-85,000 68,000
IT Manager 40,000-60,000 52,000
South West England £ Range £ Typical
Transformation Director 75,000-105,000 92,000
CIO 70,000-100,000 90,000
CTO 70,000-90,000 82,000
IT Director 65,000-95,000 84,000
Chief Information Security Officer 70,000-100,000 80,000
Head of IT Security 60,000-85,000 75,000
Head of IT 50,000-80,000 67,000
Head of Development 50,000-80,000 67,000
Head of Infrastructure 50,000-80,000 62,000
Head of Service Delivery 50,000-80,000 67,000
Head of Business Intelligence 70,000-90,000 82,000
Business Architect 50,000-70,000 62,000
Enterprise Architect 60,000-90,000 77,000
Technical Architect 55,000-75,000 67,000
IT Manager 40,000-60,000 52,000
Wales £ Range £ Typical
Transformation Director 75,000-105,000 92,000
CIO 70,000-100,000 87,000
CTO 60,000-90,000 82,000
IT Director 65,000-95,000 83,000
Chief Information Security Officer 70,000-100,000 80,000
Head of IT Security 60,000-85,000 75,000
Head of IT 50,000-70,000 63,000
Head of Development 50,000-70,000 61,000
Head of Infrastructure 50,000-70,000 61,000
Head of Service Delivery 50,000-70,000 61,000
Head of Business Intelligence 70,000-90,000 82,000
Business Architect 50,000-70,000 61,000
Enterprise Architect 60,000-90,000 77,000
Technical Architect 55,000-75,000 67,000
IT Manager 40,000-60,000 52,000
Midlands £ Range £ Typical
Transformation Director 75,000-105,000 92,000
CIO 70,000-100,000 90,000
CTO 70,000-90,000 82,000
IT Director 65,000-95,000 84,000
Chief Information Security Officer 70,000-100,000 80,000
Head of IT Security 60,000-85,000 75,000
Head of IT 50,000-80,000 67,000
Head of Development 50,000-80,000 66,000
Head of Infrastructure 50,000-80,000 66,000
Head of Service Delivery 50,000-80,000 66,000
Head of Business Intelligence 70,000-90,000 82,000
Business Architect 50,000-70,000 62,000
Enterprise Architect 60,000-90,000 77,000
Technical Architect 55,000-85,000 67,500
IT Manager 40,000-60,000 52,500
Yorkshire and the Humber £ Range £ Typical
Transformation Director 75,000-105,000 92,000
CIO 70,000-100,000 87,000
CTO 70,000-90,000 82,000
IT Director 65,000-95,000 82,000
Chief Information Security Officer 70,000-100,000 80,000
Head of IT Security 60,000-85,000 75,000
Head of IT 50,000-80,000 67,000
Head of Development 50,000-80,000 66,000
Head of Infrastructure 50,000-80,000 66,000
Head of Service Delivery 50,000-80,000 66,000
Head of Business Intelligence 70,000-90,000 82,000
Business Architect 50,000-70,000 62,000
Enterprise Architect 60,000-90,000 77,000
Technical Architect 55,000-75,000 67,000
IT Manager 40,000-60,000 52,000
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North East England £ Range £ Typical
Transformation Director 75,000-105,000 92,000
CIO 70,000-100,000 87,000
CTO 70,000-90,000 82,000
IT Director 65,000-95,000 82,000
Chief Information Security Officer 70,000-100,000 80,000
Head of IT Security 60,000-85,000 75,000
Head of IT 50,000-80,000 67,000
Head of Development 50,000-80,000 67,000
Head of Infrastructure 50,000-80,000 67,000
Head of Service Delivery 50,000-80,000 67,000
Head of Business Intelligence 70,000-90,000 82,000
Business Architect 50,000-70,000 62,000
Enterprise Architect 60,000-90,000 77,000
Technical Architect 55,000-75,000 67,000
IT Manager 40,000-60,000 52,000
North West England £ Range £ Typical
Transformation Director 75,000-105,000 92,000
CIO 70,000-100,000 90,000
CTO 70,000-90,000 82,000
IT Director 65,000-100,000 82,000
Chief Information Security Officer 70,000-100,000 80,000
Head of IT Security 60,000-85,000 75,000
Head of IT 50,000-80,000 67,000
Head of Development 50,000-80,000 66,000
Head of Infrastructure 50,000-80,000 66,000
Head of Service Delivery 50,000-80,000 66,000
Head of Business Intelligence 70,000-90,000 82,000
Business Architect 50,000-80,000 63,000
Enterprise Architect 60,000-90,000 77,000
Technical Architect 55,000-75,000 67,000
IT Manager 40,000-60,000 52,000
Northern Ireland £ Range £ Typical
Transformation Director 75,000-105,000 90,000
CIO 70,000-100,000 85,000
CTO 60,000-90,000 80,000
IT Director 65,000-95,000 80,000
Chief Information Security Officer 70,000-90,000 80,000
Head of IT Security 60,000-85,000 75,000
Head of IT 50,000-70,000 60,000
Head of Development 50,000-70,000 65,000
Head of Infrastructure 50,000-70,000 60,000
Head of Service Delivery 50,000-70,000 60,000
Head of Business Intelligence 70,000-90,000 80,000
Business Architect 50,000-70,000 60,000
Enterprise Architect 60,000-90,000 75,000
Technical Architect 55,000-75,000 65,000
IT Manager 40,000-60,000 45,000
Scotland £ Range £ Typical
Transformation Director 75,000-105,000 90,000
CIO 80,000-120,000 90,000
CTO 80,000-120,000 82,000
IT Director 65,000-100,000 85,000
Chief Information Security Officer 70,000-100,000 80,000
Head of IT Security 60,000-85,000 75,000
Head of IT 50,000-80,000 67,000
Head of Development 50,000-80,000 70,000
Head of Infrastructure 50,000-70,000 65,000
Head of Service Delivery 50,000-80,000 65,000
Head of Business Intelligence 70,000-90,000 80,000
Business Architect 50,000-70,000 60,000
Enterprise Architect 60,000-90,000 75,000
Technical Architect 55,000-75,000 65,000
IT Manager 40,000-60,000 50,000
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INFORMATION TECHNOLOGY PROJECTS & CHANGE MANAGEMENT
London £ Range £ Typical
Programme Director 80,000-125,000 105,000
Programme Manager 70,000-90,000 77,000
Portfolio Manager 60,000-85,000 75,000
Head of Projects/Change 60,000-90,000 70,000
Project Manager – Senior 65,000-75,000 70,000
Project Manager – Mid 45,000-65,000 60,000
Project Manager – Junior 30,000-40,000 32,000
Change Manager 55,000-75,000 65,000
Release Manager 55,000-70,000 62,500
Business Analyst – Senior 55,000-70,000 65,000
Business Analyst – Mid 40,000-60,000 55,000
Business Analyst – Junior 25,000-40,000 35,000
PMO Manager 50,000-65,000 57,500
PMO Analyst/Coordinator 32,500-45,000 40,000
South East England £ Range £ Typical
Programme Director 75,000-110,000 100,000
Programme Manager 55,000-80,000 70,000
Portfolio Manager 55,000-75,000 67,500
Head of Projects/Change 60,000-80,000 70,000
Project Manager – Senior 50,000-65,000 60,000
Project Manager – Mid 35,000-55,000 50,000
Project Manager – Junior 25,000-35,000 32,500
Change Manager 45,000-60,000 52,500
Release Manager 45,000-60,000 50,000
Business Analyst – Senior 45,000-60,000 55,000
Business Analyst – Mid 35,000-50,000 45,000
Business Analyst – Junior 22,500-35,000 30,000
PMO Manager 45,000-60,000 55,000
PMO Analyst/Coordinator 30,000-40,000 35,000
East of England £ Range £ Typical
Programme Director 75,000-90,000 80,000
Programme Manager 60,000-80,000 70,000
Portfolio Manager 55,000-75,000 57,500
Head of Projects/Change 55,000-75,000 65,000
Project Manager – Senior 55,000-65,000 60,000
Project Manager – Mid 35,000-55,000 45,000
Project Manager – Junior 25,000-35,000 30,000
Change Manager 45,000-60,000 50,000
Release Manager 45,000-60,000 50,000
Business Analyst – Senior 45,000-60,000 47,500
Business Analyst – Mid 35,000-45,000 42,500
Business Analyst – Junior 25,000-35,000 27,500
PMO Manager 45,000-55,000 47,000
PMO Analyst/Coordinator 25,000-35,000 30,000
South West England £ Range £ Typical
Programme Director 80,000-95,000 92,500
Programme Manager 65,000-75,000 68,000
Portfolio Manager 50,000-70,000 62,500
Head of Projects/Change 60,000-75,000 70,000
Project Manager – Senior 50,000-65,000 57,500
Project Manager – Mid 45,000-55,000 47,500
Project Manager – Junior 25,000-35,000 31,500
Change Manager 37,500-55,000 42,500
Release Manager 40,000-55,000 45,000
Business Analyst – Senior 40,000-55,000 45,000
Business Analyst – Mid 30,000-45,000 38,000
Business Analyst – Junior 22,500-35,000 28,500
PMO Manager 45,000-60,000 52,500
PMO Analyst/Coordinator 25,000-35,000 34,000
Wales £ Range £ Typical
Programme Director 77,500-90,000 80,000
Programme Manager 60,000-75,000 65,000
Portfolio Manager 55,000-70,000 62,500
Head of Projects/Change 60,000-75,000 62,000
Project Manager – Senior 47,500-60,000 52,500
Project Manager – Mid 35,000-47,500 45,000
Project Manager – Junior 22,500-35,000 28,500
Change Manager 40,000-55,000 45,000
Release Manager 40,000-55,000 45,000
Business Analyst – Senior 45,000-52,500 45,000
Business Analyst – Mid 35,000-43,500 37,500
Business Analyst – Junior 25,000-30,000 27,500
PMO Manager 47,500-55,000 52,500
PMO Analyst/Coordinator 25,000-35,000 34,000
Midlands £ Range £ Typical
Programme Director 70,000-85,000 80,000
Programme Manager 60,000-80,000 64,000
Portfolio Manager 50,000-65,000 57,500
Head of Projects/Change 55,000-70,000 62,000
Project Manager – Senior 45,000-65,000 52,000
Project Manager – Mid 35,000-50,000 45,000
Project Manager – Junior 25,000-35,000 30,000
Change Manager 45,000-60,000 55,000
Release Manager 40,000-57,000 47,500
Business Analyst – Senior 45,000-55,000 50,000
Business Analyst – Mid 35,000-45,000 40,000
Business Analyst – Junior 25,000-35,000 27,500
PMO Manager 45,000-60,000 52,500
PMO Analyst/Coordinator 25,000-35,000 32,500
Yorkshire and the Humber £ Range £ Typical
Programme Director 75,000-95,000 78,000
Programme Manager 55,000-70,000 64,000
Portfolio Manager 50,000-65,000 55,000
Head of Projects/Change 55,000-70,000 64,000
Project Manager – Senior 45,000-60,000 55,000
Project Manager – Mid 35,000-45,000 43,000
Project Manager – Junior 22,500-35,000 28,000
Change Manager 40,000-50,000 45,000
Release Manager 30,000-50,000 42,000
Business Analyst – Senior 40,000-55,000 50,000
Business Analyst – Mid 35,000-45,000 42,000
Business Analyst – Junior 25,000-35,000 28,000
PMO Manager 45,000-60,000 52,500
PMO Analyst/Coordinator 27,000-37,000 32,000
North East England £ Range £ Typical
Programme Director 70,000-85,000 75,000
Programme Manager 50,000-70,000 60,000
Portfolio Manager 40,000-55,000 45,000
Head of Projects/Change 60,000-75,000 65,000
Project Manager – Senior 45,000-55,000 52,250
Project Manager – Mid 35,000-45,000 42,500
Project Manager – Junior 20,000-35,000 27,500
Change Manager 30,000-45,000 42,500
Release Manager 35,000-45,000 40,000
Business Analyst – Senior 40,000-60,000 45,000
Business Analyst – Mid 30,000-40,000 35,000
Business Analyst – Junior 22,500-30,000 27,500
PMO Manager 40,000-50,000 45,000
PMO Analyst/Coordinator 25,000-35,000 30,000
North West England £ Range £ Typical
Programme Director 75,000-95,000 80,000
Programme Manager 55,000-75,000 65,000
Portfolio Manager 40,000-55,000 52,500
Head of Projects/Change 60,000-75,000 65,000
Project Manager – Senior 45,000-65,000 53,000
Project Manager – Mid 35,000-50,000 45,000
Project Manager – Junior 25,000-35,000 30,000
Change Manager 40,000-55,000 47,500
Release Manager 40,000-50,000 45,000
Business Analyst – Senior 40,000-55,000 49,000
Business Analyst – Mid 35,000-45,000 42,000
Business Analyst – Junior 25,000-35,000 30,000
PMO Manager 40,000-55,000 50,000
PMO Analyst/Coordinator 27,000-37,000 34,000
Northern Ireland £ Range £ Typical
Programme Director 50,000-60,000 55,000
Programme Manager 45,000-55,000 50,000
Portfolio Manager 45,000-55,000 50,000
Head of Projects/Change 55,000-62,000 60,000
Project Manager – Senior 35,000-45,000 40,000
Project Manager – Mid 32,000-38,000 35,000
Project Manager – Junior 30,000-35,000 32,000
Change Manager 35,000-45,000 40,000
Release Manager 35,000-45,000 40,000
Business Analyst – Senior 28,000-38,000 35,000
Business Analyst – Mid 25,000-30,000 27,000
Business Analyst – Junior 22,000-25,000 23,000
PMO Manager 35,000-45,000 40,000
PMO Analyst/Coordinator 25,000-30,000 30,000
Scotland £ Range £ Typical
Programme Director 70,000-90,000 75,000
Programme Manager 65,000-80,000 68,000
Portfolio Manager 50,000-70,000 60,000
Head of Projects/Change 55,000-70,000 65,000
Project Manager – Senior 47,500-60,000 55,000
Project Manager – Mid 35,000-47,500 45,000
Project Manager – Junior 22,500-35,000 30,000
Change Manager 40,000-55,000 45,000
Release Manager 40,000-55,000 45,000
Business Analyst – Senior 37,500-50,000 45,000
Business Analyst – Mid 30,000-40,000 35,000
Business Analyst – Junior 22,500-30,000 27,500
PMO Manager 45,000-55,000 50,000
PMO Analyst/Coordinator 27,000-37,500 32,500
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INFORMATION TECHNOLOGY SECURITY
London £ Range £ Typical
Information Security Architect 60,000-75,000 73,000
Information Security Manager 55,000-70,000 65,000
Information Security Software Developer 45,000-55,000 52,000
Information Security Engineer 45,000-55,000 52,500
Information Security Analyst 37,000-50,000 46,000
Information Security Administrator 37,000-45,000 44,000
CLAS Consultant 50,000-75,000 68,000
Penetration Tester 50,000-75,000 68,000
South East England £ Range £ Typical
Information Security Architect 60,000-75,000 71,000
Information Security Manager 53,000-65,000 63,000
Information Security Software Developer 45,000-55,000 52,000
Information Security Engineer 43,000-55,000 50,000
Information Security Analyst 37,000-50,000 44,000
Information Security Administrator 35,000-45,000 41,000
CLAS Consultant 50,000-75,000 67,000
Penetration Tester 50,000-75,000 68,000
East of England £ Range £ Typical
Information Security Architect 55,000-70,000 65,000
Information Security Manager 43,000-58,000 54,000
Information Security Software Developer 40,000-50,000 48,000
Information Security Engineer 40,000-50,000 48,000
Information Security Analyst 35,000-45,000 43,000
Information Security Administrator 34,000-42,000 39,000
CLAS Consultant 50,000-70,000 60,000
Penetration Tester 40,000-65,000 52,500
South West England £ Range £ Typical
Information Security Architect 60,000-75,000 68,000
Information Security Manager 47,000-65,000 58,000
Information Security Software Developer 42,000-52,000 50,000
Information Security Engineer 43,000-55,000 48,000
Information Security Analyst 40,000-45,000 42,000
Information Security Administrator 32,000-41,000 37,500
CLAS Consultant 50,000-70,000 60,000
Penetration Tester 45,000-65,000 57,500
Wales £ Range £ Typical
Information Security Architect 60,000-75,000 61,000
Information Security Manager 50,000-60,000 54,000
Information Security Software Developer 38,000-50,000 46,000
Information Security Engineer 38,000-50,000 45,000
Information Security Analyst 35,000-45,000 40,000
Information Security Administrator 34,000-38,000 36,000
CLAS Consultant 50,000-70,000 60,000
Penetration Tester 40,000-65,000 52,500
Midlands £ Range £ Typical
Information Security Architect 55,000-70,000 64,000
Information Security Manager 45,000-55,000 52,000
Information Security Software Developer 40,000-50,000 47,000
Information Security Engineer 40,000-50,000 47,000
Information Security Analyst 35,000-43,000 40,000
Information Security Administrator 32,000-40,000 37,500
CLAS Consultant 50,000-70,000 60,000
Penetration Tester 40,000-65,000 52,500
Yorkshire and the Humber £ Range £ Typical
Information Security Architect 55,000-70,000 64,000
Information Security Manager 46,000-57,000 54,500
Information Security Software Developer 40,000-50,000 47,000
Information Security Engineer 40,000-50,000 47,000
Information Security Analyst 35,000-43,000 40,000
Information Security Administrator 32,000-40,000 37,500
CLAS Consultant 50,000-70,000 60,000
Penetration Tester 40,000-65,000 52,500
North East England £ Range £ Typical
Information Security Architect 50,000-65,000 62,500
Information Security Manager 40,000-52,000 50,000
Information Security Software Developer 38,000-48,000 45,000
Information Security Engineer 36,000-45,000 42,000
Information Security Analyst 32,000-42,000 39,000
Information Security Administrator 30,000-38,000 37,000
CLAS Consultant 50,000-70,000 60,000
Penetration Tester 40,000-55,000 52,500
North West England £ Range £ Typical
Information Security Architect 55,000-70,000 65,000
Information Security Manager 46,000-57,000 54,000
Information Security Software Developer 40,000-50,000 47,000
Information Security Engineer 40,000-50,000 48,000
Information Security Analyst 35,000-45,000 42,000
Information Security Administrator 32,000-40,000 37,500
CLAS Consultant 50,000-70,000 60,000
Penetration Tester 40,000-65,000 52,500
Northern Ireland £ Range £ Typical
Information Security Architect 45,000-60,000 55,000
Information Security Manager 40,000-55,000 49,000
Information Security Software Developer 38,000-45,000 43,000
Information Security Engineer 35,000-45,000 42,000
Information Security Analyst 30,000-38,000 35,000
Information Security Administrator 28,000-34,000 32,500
CLAS Consultant 50,000-70,000 60,000
Penetration Tester 40,000-65,000 52,500
Scotland £ Range £ Typical
Information Security Architect 50,000-70,000 62,500
Information Security Manager 42,000-57,000 50,000
Information Security Software Developer 38,000-50,000 47,000
Information Security Engineer 38,000-50,000 45,000
Information Security Analyst 32,000-45,000 40,000
Information Security Administrator 32,000-38,000 37,500
CLAS Consultant 50,000-70,000 60,000
Penetration Tester 40,000-60,000 52,500
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INFORMATION TECHNOLOGY TELECOMS
London £ Range £ Typical
Programme Manager 65,000-90,000 78,000
Project Manager 60,000-75,000 70,000
Project Coordinator 30,000-45,000 40,000
Business Analyst 45,000-65,000 55,000
IP & Ethernet Engineer 40,000-60,000 56,500
Network Deployment & Support Engineer 40,000-57,500 50,000
PDH/SDH Transmission Design Engineer 35,000-50,000 45,000
NOC/NMC Support Engineer 35,000-60,000 45,000
Provisioning Engineer 28,000-40,000 37,500
Voice & Contact Centre Engineer 35,000-55,000 52,000
Network Capacity Planning Engineer 45,000-60,000 52,500
RAN/RF Engineers 35,000-45,000 42,500
Mobile Network Architect 60,000-80,000 78,000
OSS/BSS Solutions Architect 60,000-80,000 75,000
Product Manager 45,000-75,000 68,000
South East England £ Range £ Typical
Programme Manager 60,000-80,000 70,000
Project Manager 45,000-65,000 60,000
Project Coordinator 30,000-45,000 38,000
Business Analyst 40,000-60,000 50,000
IP & Ethernet Engineer 35,000-55,000 50,000
Network Deployment & Support Engineer 35,000-60,000 55,000
PDH/SDH Transmission Design Engineer 35,000-45,000 42,000
NOC/NMC Support Engineer 28,000-40,000 38,000
Provisioning Engineer 28,000-35,000 32,000
Voice & Contact Centre Engineer 30,000-50,000 48,000
Network Capacity Planning Engineer 40,000-55,000 48,000
RAN/RF Engineers 35,000-50,000 42,500
Mobile Network Architect 55,000-70,000 65,000
OSS/BSS Solutions Architect 55,000-70,000 68,000
Product Manager 45,000-65,000 60,000
East of England £ Range £ Typical
Programme Manager 60,000-75,000 68,000
Project Manager 50,000-65,000 60,000
Project Coordinator 30,000-40,000 38,000
Business Analyst 35,000-50,000 45,000
IP & Ethernet Engineer 35,000-50,000 42,500
Network Deployment & Support Engineer 35,000-45,000 40,000
PDH/SDH Transmission Design Engineer 35,000-45,000 38,000
NOC/NMC Support Engineer 28,000-40,000 34,000
Provisioning Engineer 28,000-35,000 30,000
Voice & Contact Centre Engineer 35,000-50,000 45,000
Network Capacity Planning Engineer 30,000-45,000 40,000
RAN/RF Engineers 30,000-40,000 36,000
Mobile Network Architect 55,000-70,000 62,000
OSS/BSS Solutions Architect 55,000-70,000 62,000
Product Manager 45,000-65,000 60,000
South West England £ Range £ Typical
Programme Manager 60,000-80,000 70,000
Project Manager 45,000-65,000 55,000
Project Coordinator 30,000-45,000 35,000
Business Analyst 40,000-50,000 45,000
IP & Ethernet Engineer 35,000-50,000 45,000
Network Deployment & Support Engineer 35,000-60,000 45,000
PDH/SDH Transmission Design Engineer 35,000-45,000 38,000
NOC/NMC Support Engineer 28,000-40,000 38,000
Provisioning Engineer 28,000-35,000 32,000
Voice & Contact Centre Engineer 35,000-50,000 42,500
Network Capacity Planning Engineer 30,000-45,000 40,000
RAN/RF Engineers 35,000-50,000 42,500
Mobile Network Architect 55,000-85,000 70,000
OSS/BSS Solutions Architect 55,000-85,000 70,000
Product Manager 45,000-60,000 55,000
Wales £ Range £ Typical
Programme Manager 60,000-80,000 68,000
Project Manager 45,000-65,000 50,000
Project Coordinator 30,000-45,000 32,000
Business Analyst 40,000-50,000 45,000
IP & Ethernet Engineer 35,000-50,000 42,000
Network Deployment & Support Engineer 35,000-60,000 40,000
PDH/SDH Transmission Design Engineer 35,000-45,000 38,000
NOC/NMC Support Engineer 28,000-40,000 32,000
Provisioning Engineer 28,000-35,000 30,000
Voice & Contact Centre Engineer 35,000-50,000 40,000
Network Capacity Planning Engineer 30,000-45,000 38,000
RAN/RF Engineers 30,000-50,000 35,000
Mobile Network Architect 55,000-75,000 65,000
OSS/BSS Solutions Architect 55,000-75,000 65,000
Product Manager 45,000-55,000 50,000
Midlands £ Range £ Typical
Programme Manager 60,000-75,000 68,000
Project Manager 45,000-65,000 60,000
Project Coordinator 30,000-45,000 35,000
Business Analyst 35,000-50,000 40,000
IP & Ethernet Engineer 35,000-50,000 46,000
Network Deployment & Support Engineer 35,000-45,000 40,000
PDH/SDH Transmission Design Engineer 35,000-45,000 40,000
NOC/NMC Support Engineer 28,000-40,000 34,000
Provisioning Engineer 28,000-35,000 30,000
Voice & Contact Centre Engineer 35,000-50,000 46,000
Network Capacity Planning Engineer 30,000-45,000 38,000
RAN/RF Engineers 30,000-40,000 35,000
Mobile Network Architect 45,000-75,000 60,000
OSS/BSS Solutions Architect 45,000-75,000 60,000
Product Manager 45,000-65,000 55,000
Yorkshire and the Humber £ Range £ Typical
Programme Manager 55,000-70,000 65,000
Project Manager 45,000-65,000 53,000
Project Coordinator 25,000-38,000 32,000
Business Analyst 30,000-45,000 40,000
IP & Ethernet Engineer 35,000-50,000 43,500
Network Deployment & Support Engineer 30,000-50,000 40,000
PDH/SDH Transmission Design Engineer 35,000-45,000 38,000
NOC/NMC Support Engineer 28,000-40,000 32,000
Provisioning Engineer 28,000-35,000 30,000
Voice & Contact Centre Engineer 35,000-50,000 45,000
Network Capacity Planning Engineer 30,000-45,000 38,000
RAN/RF Engineers 30,000-40,000 34,000
Mobile Network Architect 55,000-70,000 60,000
OSS/BSS Solutions Architect 55,000-70,000 60,000
Product Manager 45,000-65,000 50,000
North East England £ Range £ Typical
Programme Manager 55,000-75,000 62,000
Project Manager 45,000-65,000 56,000
Project Coordinator 25,000-38,000 35,000
Business Analyst 30,000-45,000 40,000
IP & Ethernet Engineer 35,000-50,000 42,000
Network Deployment & Support Engineer 30,000-50,000 35,000
PDH/SDH Transmission Design Engineer 35,000-45,000 38,000
NOC/NMC Support Engineer 28,000-40,000 30,500
Provisioning Engineer 28,000-35,000 28,000
Voice & Contact Centre Engineer 35,000-50,000 42,500
Network Capacity Planning Engineer 30,000-45,000 37,500
RAN/RF Engineers 30,000-40,000 34,000
Mobile Network Architect 55,000-70,000 60,000
OSS/BSS Solutions Architect 55,000-70,000 60,000
Product Manager 45,000-65,000 50,000
North West England £ Range £ Typical
Programme Manager 55,000-75,000 65,000
Project Manager 45,000-65,000 58,000
Project Coordinator 25,000-38,000 35,000
Business Analyst 30,000-45,000 40,000
IP & Ethernet Engineer 35,000-50,000 46,000
Network Deployment & Support Engineer 30,000-50,000 40,000
PDH/SDH Transmission Design Engineer 35,000-45,000 38,000
NOC/NMC Support Engineer 28,000-40,000 33,000
Provisioning Engineer 28,000-35,000 30,000
Voice & Contact Centre Engineer 35,000-50,000 45,000
Network Capacity Planning Engineer 30,000-45,000 37,500
RAN/RF Engineers 30,000-40,000 34,000
Mobile Network Architect 55,000-75,000 60,000
OSS/BSS Solutions Architect 55,000-75,000 60,000
Product Manager 45,000-65,000 55,000
Scotland £ Range £ Typical
Programme Manager 55,000-70,000 65,000
Project Manager 45,000-65,000 58,000
Project Coordinator 25,000-38,000 32,000
Business Analyst 30,000-45,000 40,000
IP & Ethernet Engineer 35,000-50,000 42,000
Network Deployment & Support Engineer 30,000-50,000 40,000
PDH/SDH Transmission Design Engineer 35,000-45,000 38,000
NOC/NMC Support Engineer 28,000-40,000 32,000
Provisioning Engineer 28,000-35,000 30,000
Voice & Contact Centre Engineer 35,000-50,000 40,000
Network Capacity Planning Engineer 30,000-45,000 38,000
RAN/RF Engineers 30,000-40,000 35,000
Mobile Network Architect 55,000-70,000 65,000
OSS/BSS Solutions Architect 55,000-70,000 65,000
Product Manager 45,000-65,000 50,000
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INFORMATION TECHNOLOGY TESTING
Functional testing Non-functional testing
London £ Range £ Typical £ Range £ Typical
QA Analyst 38,000-49,000 43,500 38,000-51,000 45,500
Senior Test Analyst 40,000-55,000 47,500 45,000-55,000 50,000
Technical Lead 45,000-70,000 60,000 50,000-75,000 62,000
Test Analyst 35,000-45,000 40,000 35,000-50,000 42,500
Test Lead 50,000-60,000 55,000 50,000-65,000 57,000
Test Manager 55,000-75,000 65,000 65,000-80,000 72,500
Functional testing Non-functional testing
South East England £ Range £ Typical £ Range £ Typical
QA Analyst 35,000-42,000 37,500 40,000-45,000 42,500
Senior Test Analyst 35,000-42,000 38,500 35,000-45,000 42,500
Technical Lead 50,000-60,000 52,000 45,000-65,000 55,000
Test Analyst 30,000-40,000 35,000 32,000-42,000 38,000
Test Lead 40,000-50,000 44,000 40,000-50,000 47,000
Test Manager 50,000-60,000 56,000 58,000-74,000 62,000
Functional testing Non-functional testing
East of England £ Range £ Typical £ Range £ Typical
QA Analyst 30,000-42,000 36,000 35,000-45,000 40,000
Senior Test Analyst 34,000-42,000 38,000 35,000-45,000 41,000
Technical Lead 40,000-55,000 47,500 45,000-60,000 52,500
Test Analyst 32,000-38,000 34,000 34,000-40,000 36,000
Test Lead 39,000-50,000 44,000 40,000-50,000 47,000
Test Manager 50,000-60,000 55,000 55,000-65,000 60,000
Functional testing Non-functional testing
South West England £ Range £ Typical £ Range £ Typical
QA Analyst 30,000-35,000 35,000 35,000-42,000 38,000
Senior Test Analyst 35,000-42,000 36,500 35,000-40,000 38,000
Technical Lead 50,000-55,000 52,000 52,000-56,000 53,000
Test Analyst 26,000-33,000 31,000 27,000-32,000 35,000
Test Lead 40,000-45,000 41,000 45,000-50,000 47,000
Test Manager 50,000-62,000 55,000 57,000-65,000 60,000
Functional testing Non-functional testing
Wales £ Range £ Typical £ Range £ Typical
QA Analyst 30,000-37,000 35,000 32,000-40,000 38,000
Senior Test Analyst 35,000-40,000 36,500 32,000-40,000 37,500
Technical Lead 42,000-46,000 45,000 50,000-57,000 53,000
Test Analyst 24,000-30,000 30,000 28,000-35,000 35,000
Test Lead 36,000-42,000 40,000 42,000-50,000 47,000
Test Manager 50,000-55,000 52,000 55,000-60,000 56,000
Functional testing Non-functional testing
Midlands £ Range £ Typical £ Range £ Typical
QA Analyst 28,000-38,000 32,000 30,000-40,000 35,000
Senior Test Analyst 32,000-40,000 37,000 35,000-45,000 40,000
Technical Lead 40,000-55,000 46,000 45,000-58,000 50,000
Test Analyst 28,500-35,000 32,000 30,000-38,000 33,000
Test Lead 40,000-48,000 45,000 42,000-50,000 47,000
Test Manager 50,000-60,000 55,000 53,000-70,000 56,000
Functional testing Non-functional testing
Yorkshire and the Humber £ Range £ Typical £ Range £ Typical
QA Analyst 28,000-38,000 33,000 30,000-40,000 35,000
Senior Test Analyst 32,000-40,000 35,000 35,000-45,000 40,000
Technical Lead 40,000-55,000 48,000 45,000-58,000 50,000
Test Analyst 28,500-35,000 32,000 30,000-38,000 33,000
Test Lead 40,000-48,000 42,000 42,000-50,000 47,000
Test Manager 50,000-60,000 53,000 53,000-70,000 56,000
Functional testing Non-functional testing
North East England £ Range £ Typical £ Range £ Typical
QA Analyst 26,000-35,000 30,000 27,500-38,000 33,000
Senior Test Analyst 28,000-40,000 33,000 30,000-43,000 36,000
Technical Lead 34,000-46,000 43,000 39,000-50,000 45,000
Test Analyst 25,000-35,000 29,000 27,000-36,000 32,000
Test Lead 32,000-42,000 38,000 35,000-45,000 42,000
Test Manager 38,000-50,000 45,000 40,000-55,000 50,000
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Functional testing Non-functional testing
North West England £ Range £ Typical £ Range £ Typical
QA Analyst 30,000-38,000 35,000 32,000-40,000 35,000
Senior Test Analyst 32,000-40,000 36,000 35,000-45,000 39,000
Technical Lead 45,000-50,000 48,000 45,000-58,000 50,000
Test Analyst 28,500-35,000 32,000 30,000-38,000 33,000
Test Lead 40,000-48,000 42,000 42,000-52,000 46,000
Test Manager 45,000-55,000 53,000 53,000-70,000 57,000
Functional testing Non-functional testing
Northern Ireland £ Range £ Typical £ Range £ Typical
QA Analyst 28,000-33,000 29,000 29,000-35,000 32,000
Senior Test Analyst 28,000-33,000 32,000 30,000-36,000 32,000
Technical Lead 35,000-43,000 38,000 38,000-45,000 42,000
Test Analyst 25,000-30,000 27,000 27,000-32,000 30,000
Test Lead 30,000-38,000 35,000 33,000-40,000 36,000
Test Manager 40,000-50,000 45,000 45,000-60,000 52,000
Functional testing Non-functional testing
Scotland £ Range £ Typical £ Range £ Typical
QA Analyst 35,000-43,000 39,000 40,000-47,500 41,000
Senior Test Analyst 35,000-43,000 39,000 36,000-48,000 41,000
Technical Lead 50,000-58,000 52,000 52,000-62,000 56,000
Test Analyst 30,000-38,000 33,500 32,000-40,000 36,000
Test Lead 42,000-50,000 46,000 45,000-55,000 50,000
Test Manager 45,000-55,000 55,000 50,000-70,000 60,000
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LEGAL GROWTH IN CONFIDENCE
The trend and desire to lower external legal spend and secure cost savings means that workloads continue to be relatively high in-house, in the private and public sectors and regulatory bodies. In some quarters, where budgets permit, additional headcount is being authorised to cope with the increased workloads on a fixed-term contract basis. There is particular demand for those who can work on community and property projects linked to regeneration across the country.
Private practiceA number of areas are now experiencing skills shortages following low levels of recruitment and relevant hands-on experience over the past few years. Property, corporate and construction lawyers are in short supply and those looking to move have a healthy choice of jobs.
The finance sector is also suffering from shortages, especially for those with 3-5 years’ PQE, who are also being tempted by the attraction of in-house roles at financial institutions.
Trainee retention rates have improved across the board with junior lawyers enjoying increased job security on qualifying. At the other end of the scale, there is an active interest in partners with proven business winning talent due to the lateral partner market increasing.
As banks loosen the purse strings and companies once again have access to finance, there is more demand for professionals across corporate, commercial and IT sectors as more deals are commissioned and executed.
Salaries are rising by between 4-7% and many firms are increasingly moving away from the traditional PQE system of rewarding and incentivising their high performers through a meritocratic system of bandings and bonuses.
The economic recovery is driving active interest in a range of specialist legal skills as more transactions are being planned and completed.
In-houseChanges in regulation and an increased focus in this area have resulted in financial services and compliance lawyers attracting particular interest and a salary premium.
Interim lawyers who can advise on complex regulated structures are required in greater numbers. Recruitment activity is increasing in the asset management space following new regulations spearheaded by the Alternative Investment Fund Managers Directive. We have seen interim rates in financial services rise by 5-10% over the past few years, although permanent salaries remain relatively static, we are expecting these to begin to rise as we move into 2015.
We are seeing increased demand for legal professionals in niche sectors such as oil and gas, technology and life sciences. There is an uplift in telecommunications and media after a number of years of decline.
Going forward, we expect the trend for growth in quasi legal and compliance roles to continue, with associated salaries gradually increasing. The UK clearing banks will continue to review their structures and this will lead to pockets of increased demand for corporate and M&A lawyers as groups realign around core businesses and dispose of non-core assets.
Public sector Central and local government and other regulatory bodies want specific skills and there remains a heavy reliance on contract and temporary recruitment to afford the flexibility required from approved and renewed budgets against a shared services model.
Salaries remain relatively low for lawyers in central and local government, but professionals are attracted by the experience, and to some degree, the greater security gained in government-linked legal teams. Outside of government, other public bodies and not-for-profit organisations tend to operate with more autonomy when it comes to hiring on a permanent or fixed-term contract basis.
The past 12 months have brought positive signs of growth in the legal services sector and, in turn, the legal recruitment market.
Sentiment is notably more confident, leading to increased commercial activity as organisations are once again focused on hiring for growth and competing for the skills and talent that they need to meet client demand.
The economic recovery is driving active interest in a range of specialist legal skills as more transactions are being planned and completed.
While on the face of it, there are fairly high numbers of qualified lawyers in the UK, there is a distinct shortage of those with certain specialist experience. In private practice, lawyers with significant knowledge of corporate, commercial property and banking are highly sought after, but in short supply due to a lack of transactional activity in recent years. The scaling back of trainee hiring has also meant that the pool of 1-3 years’ PQE lawyers is smaller than it has been in the past.
Smaller and mid-size firms are facing a harsh economic environment with some traditional legal services becoming increasingly commoditised and delivered through cheaper alternative business structures.
2015 will see more change as many firms seek mergers both in the UK and further afield as management teams look to secure greater operational efficiencies, whilst at the same time providing the specialist legal services that their clients require.
A move in-house, for those who have a couple of years’ qualified experience under their belts, remains a popular destination for lawyers wanting more business facing, commercial roles for personal interest and in some cases, lifestyle. We are seeing a rise in in-house vacancies across the country as risk and compliance roles increasingly merge into the legal function and vice versa.
The UK is following a long-standing US trend of using specialist paralegals and non-qualified staff to deliver certain categories of legal advice in an expert yet cost efficient way. For many who seek a legal career, this can be a route into the world of legal services, a stepping stone or a longer-term option. Many organisations have implemented apprenticeship schemes and are intending to increase their commitment to them, particularly in the professional services sector.
Financial belt-tightening continues in the public sector leading to ongoing restructuring and consolidation across central and local government and within local authorities. Moving to shared service models also remains popular.
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ParalegalsThere is growing demand for experienced paralegal support to help deliver legal services at a competitive price and this trend is set to continue. The supply of candidates continues to outstrip the number of jobs available, however paralegals with valuable experience can command a higher salary.
Those lacking experience on their CVs can find it difficult to get their first job. Paralegals with language skills or relevant experience, but perhaps gained in another jurisdiction, often have an advantage in securing a role.
The trend towards hiring paralegals, once the principal domain of London, is now being seen across the major UK cities where legal services are often sub-divided.
Company secretarialWhere there is regulatory upheaval, there is growing demand for company secretaries. As a result there has been increased activity and demand in this sector in recent years.
Most secretariats have been strengthening their teams, with particularly heated activity in financial services. The retail and investment banks who were first impacted by regulatory scrutiny 18 months ago, have now been overtaken by the insurance sector.
Some of the oldest and most well-established brokers have found themselves in need of company secretarial support for the first time. The much larger insurers have also moved to bolster teams, all with a particular penchant for candidates with a banking background.
In commerce and industry there is less demand, but we have seen an increase in contract work here. Some corporates have outsourced company secretarial functions to cut costs. For the most part, the large listed companies are always keen on those with professional experience from similarly-sized public businesses, as well as company secretaries with significant corporate governance project skills. We expect this to continue throughout 2015.
Some of the oldest and most well-established brokers have found themselves in need of company secretarial support for the first time.
LEGAL GROWTH IN CONFIDENCE
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LEGAL PRIVATE PRACTICE
London law firms
US – New York £ Range £ Typical
7+ Years’ PQE* 140,000-185,000 160,000
6 Years’ PQE 130,000-170,000 145,000
5 Years’ PQE 120,000-160,000 135,000
4 Years’ PQE 112,000-145,000 124,000
3 Years’ PQE 102,000-135,000 114,000
2 Years’ PQE 95,000-120,000 105,000
1 Year PQE 88,000-112,000 96,000
Newly Qualified 82,000-104,000 86,000
US – Mid-Atlantic £ Range £ Typical
7+ Years’ PQE 120,000-165,000 140,000
6 Years’ PQE 110,000-140,000 128,000
5 Years’ PQE 105,000-130,000 115,000
4 Years’ PQE 96,000-120,000 108,000
3 Years’ PQE 90,000-108,000 97,000
2 Years’ PQE 80,000-98,000 86,000
1 Year PQE 75,000-90,000 81,000
Newly Qualified 70,000-86,000 76,000
City (Large) £ Range £ Typical
7+ Years’ PQE 95,000-125,000 105,000
6 Years’ PQE 92,000-115,000 95,000
5 Years’ PQE 86,000-105,000 90,000
4 Years’ PQE 81,000-100,000 85,000
3 Years’ PQE 76,000-90,000 79,000
2 Years’ PQE 68,000-84,000 74,000
1 Year PQE 63,000-74,000 67,000
Newly Qualified 59,000-68,000 61,000
City (Mid-size) £ Range £ Typical
7+ Years’ PQE 95,000-125,000 90,000
6 Years’ PQE 82,000-95,000 84,000
5 Years’ PQE 76,000-90,000 79,000
4 Years’ PQE 72,000-84,000 74,000
3 Years’ PQE 66,000-79,000 69,000
2 Years’ PQE 60,000-73,000 65,000
1 Year PQE 56,000-67,000 61,000
Newly Qualified 52,000-59,000 56,000
Holborn £ Range £ Typical
7+ Years’ PQE 75,000-95,000 85,000
6 Years’ PQE 72,000-87,000 80,000
5 Years’ PQE 66,000-81,000 75,000
4 Years’ PQE 61,000-76,000 70,000
3 Years’ PQE 56,000-71,000 65,000
2 Years’ PQE 53,000-65,000 61,000
1 Year PQE 48,000-60,000 57,000
Newly Qualified 44,000-56,000 52,000
West End £ Range £ Typical
7+ Years’ PQE 72,000-90,000 80,000
6 Years’ PQE 68,000-87,000 75,000
5 Years’ PQE 62,000-80,000 68,000
4 Years’ PQE 57,000-73,000 62,000
3 Years’ PQE 52,000-66,000 57,000
2 Years’ PQE 46,000-61,000 52,000
1 Year PQE 41,000-57,000 48,000
Newly Qualified 36,000-52,000 44,000
Regional law firms
South East England £ Range £ Typical
7+ Years’ PQE 50,000-85,000 60,000
5 Years’ PQE 45,000-55,000 50,000
6 Years’ PQE 45,000-60,000 50,000
4 Years’ PQE 40,000-50,000 44,000
3 Years’ PQE 35,000-47,000 40,000
2 Years’ PQE 33,000-45,000 35,000
1 Year PQE 30,000,40,000 34,000
Newly Qualified 30,000-39,000 32,000
South West England £ Range £ Typical
7+ Years’ PQE 38,000-80,000 60,000
6 Years’ PQE 36,000-60,000 50,000
5 Years’ PQE 34,000-58,000 47,000
4 Years’ PQE 32,000-55,000 44,000
3 Years’ PQE 30,000-50,000 41,000
2 Years’ PQE 28,000-49,000 39,000
1 Year PQE 26,000-46,000 37,000
Newly Qualified 25,000-45,500 36,000
Wales £ Range £ Typical
7+ Years’ PQE 32,000-65,000 48,000
6 Years’ PQE 30,000-55,000 45,000
5 Years’ PQE 28,000-48,000 42,000
4 Years’ PQE 26,000-46,000 40,000
3 Years’ PQE 25,000-43,000 38,000
2 Years’ PQE 24,000-41,000 36,000
1 Year PQE 23,000-40,000 34,000
Newly Qualified 22,000-39,000 32,000
Midlands £ Range £ Typical
7+ Years’ PQE 42,000-65,000 55,000
6 Years’ PQE 40,000-60,000 52,000
5 Years’ PQE 38,000-60,000 49,000
4 Years’ PQE 35,000-52,000 45,000
3 Years’ PQE 34,000-48,000 42,000
2 Years’ PQE 33,000-44,000 39,000
1 Year PQE 32,000-42,000 36,000
Newly Qualified 30,000-38,000 34,000
North West England £ Range £ Typical
7+ Years’ PQE 42,000-70,000+ 55,000+
6 Years’ PQE 40,000-60,000+ 52,000+
5 Years’ PQE 38,000-60,000 49,000
4 Years’ PQE 35,000-52,000 45,000
3 Years’ PQE 32,000-51,000 42,000
2 Years’ PQE 30,000-46,000 39,000
1 Year PQE 28,000-45,000 36,000
Newly Qualified 27,000-38,000 34,000
North East and Yorkshire £ Range £ Typical
7+ Years’ PQE 42,000-70,000+ 55,000+
6 Years’ PQE 40,000-60,000+ 52,000+
5 Years’ PQE 38,000-60,000 49,000
4 Years’ PQE 35,000-52,000 45,000
3 Years’ PQE 32,000-51,000 42,000
2 Years’ PQE 30,000-46,000 39,000
1 Year PQE 28,000-45,000 36,000
Newly Qualified 27,000-38,000 34,000
Northern Ireland £ Range £ Typical
7+ Years’ PQE 50,000-70,000 50,000
6 Years’ PQE 44,000-55,000 48,000
5 Years’ PQE 35,000-45,000 40,000
4 Years’ PQE 30,000-38,000 35,000
3 Years’ PQE 28,000-35,000 30,000
2 Years’ PQE 26,000-30,000 28,000
1 Year PQE 22,000-28,000 25,000
Newly Qualified 18,000-25,000 22,000
Scotland £ Range £ Typical
7+ Years’ PQE 55,000-70,000 60,000
6 Years’ PQE 45,000-60,000 55,000
5 Years’ PQE 38,000-56,000 50,000
4 Years’ PQE 34,000-47,000 45,000
3 Years’ PQE 32,000-43,000 40,000
2 Years’ PQE 30,000-43,000 37,000
1 Year PQE 27,000-37,000 33,000
Newly Qualified 25,000-35,000 30,000
* PQE: Post-qualified experience
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Commerce and industry
London £ Range £ Typical
7+ Years’ PQE 80,000+ 90,000+
6 Years’ PQE 73,000-80,000 76,000
5 Years’ PQE 68,000-78,000 74,000
4 Years’ PQE 62,000-75,000 70,000
3 Years’ PQE 58,000-65,000 62,000
2 Years’ PQE 53,000-60,000 57,000
1 Year PQE 48,000-55,000 52,000
Newly Qualified 45,000-55,000 50,000
South East England £ Range £ Typical
7+ Years’ PQE 75,000+ 75,000+
6 Years’ PQE 70,000-75,000 75,000
5 Years’ PQE 60,000-70,000 65,000
4 Years’ PQE 57,000-65,000 60,000
3 Years’ PQE 48,000-57,000 55,000
2 Years’ PQE 45,000-50,000 48,000
1 Year PQE 43,000-47,000 45,000
Newly Qualified 38,000-45,000 42,000
South West England £ Range £ Typical
7+ Years’ PQE 73,000+ 73,000+
6 Years’ PQE 70,000-75,000 70,000
5 Years’ PQE 60,000-70,000 65,000
4 Years’ PQE 57,000-65,000 60,000
3 Years’ PQE 48,000-57,000 55,000
2 Years’ PQE 45,000-50,000 48,000
1 Year PQE 43,000-47,000 45,000
Newly Qualified 40,000-45,000 42,000
Wales £ Range £ Typical
7+ Years’ PQE 55,000+ 55,000+
6 Years’ PQE 52,000-60,000 56,000
5 Years’ PQE 48,000-54,000 52,000
4 Years’ PQE 45,000-50,000 47,000
3 Years’ PQE 40,000-45,000 42,000
2 Years’ PQE 36,000-43,000 40,000
1 Year PQE 33,000-38,000 35,000
Newly Qualified 30,000-35,000 32,000
Midlands £ Range £ Typical
7+ Years’ PQE 70,000+ 70,000+
6 Years’ PQE 55,000-70,000 65,000
5 Years’ PQE 50,000-65,000 55,000
4 Years’ PQE 45,000-52,000 45,000
3 Years’ PQE 40,000-48,000 42,000
2 Years’ PQE 38,000-45,000 40,000
1 Year PQE 35,000-42,000 38,000
Newly Qualified 30,000-40,000 38,000
North East and Yorkshire £ Range £ Typical
7+ Years’ PQE 60,000+ 60,000+
6 Years’ PQE 48,000-60,000 53,000
5 Years’ PQE 45,000-55,000 50,000
4 Years’ PQE 42,000-50,000 46,000
3 Years’ PQE 36,000-47,000 43,000
2 Years’ PQE 34,000-42,000 40,000
1 Year PQE 32,000-38,000 36,000
Newly Qualified 28,000-36,000 33,000
North West England £ Range £ Typical
7+ Years’ PQE 60,000+ 60,000+
6 Years’ PQE 48,000-60,000 53,000
5 Years’ PQE 45,000-55,000 50,000
4 Years’ PQE 42,000-50,000 46,000
3 Years’ PQE 36,000-47,000 43,000
2 Years’ PQE 34,000-42,000 40,000
1 Year PQE 32,000-38,000 36,000
Newly Qualified 28,000-36,000 33,000
Northern Ireland £ Range £ Typical
7+ Years’ PQE 40,000+ 40,000+
6 Years’ PQE 38,000-60,000 45,000
5 Years’ PQE 35,000-45,000 40,000
4 Years’ PQE 32,000-38,000 36,000
3 Years’ PQE 28,000-35,000 32,000
2 Years’ PQE 26,000-34,000 28,000
1 Year PQE 22,000-30,000 25,000
Newly Qualified 18,000-25,000 22,000
Scotland £ Range £ Typical
7+ Years’ PQE 58,000+ 58,000+
6 Years’ PQE 50,000-60,000 54,000
5 Years’ PQE 45,000-55,000 50,000
4 Years’ PQE 40,000-48,000 43,000
3 Years’ PQE 38,000-42,000 40,000
2 Years’ PQE 34,000-40,000 37,000
1 Year PQE 32,000-35,000 35,000
Newly Qualified 28,000-35,000 30,000
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Financial services
London £ Range £ Typical
7+ Years’ PQE 90,000+ 90,000+
6 Years’ PQE 82,000-92,000 90,000
5 Years’ PQE 82,000-90,000 85,000
4 Years’ PQE 75,000-85,000 80,000
3 Years’ PQE 70,000-75,000 73,000
2 Years’ PQE 60,000-70,000 65,000
1 Year PQE 52,000-62,000 60,000
Newly Qualified 48,000-55,000 53,000
South East England £ Range £ Typical
7+ Years’ PQE 65,000+ 65,000+
5 Years’ PQE 55,000-65,000 60,000
6 Years’ PQE 55,000-65,000 60,000
4 Years’ PQE 50,000-60,000 55,000
3 Years’ PQE 50,000-55,000 50,000
2 Years’ PQE 45,000-50,000 45,000
1 Year PQE 40,000-45,000 40,000
Newly Qualified 35,000-40,000 37,000
South West England £ Range £ Typical
7+ Years’ PQE 75,000+ 75,000+
6 Years’ PQE 70,000-80,000 75,000
5 Years’ PQE 60,000-70,000 65,000
4 Years’ PQE 57,000-65,000 60,000
3 Years’ PQE 48,000-57,000 55,000
2 Years’ PQE 45,000-50,000 48,000
1 Year PQE 43,000-47,000 45,000
Newly Qualified 40,000-45,000 42,000
Wales £ Range £ Typical
7+ Years’ PQE 60,000+ 60,000+
6 Years’ PQE 52,000-60,000 56,000
5 Years’ PQE 48,000-54,000 52,000
4 Years’ PQE 45,000-50,000 47,000
3 Years’ PQE 40,000-45,000 42,000
2 Years’ PQE 36,000-43,000 40,000
1 Year PQE 33,000-38,000 35,000
Newly Qualified 30,000-35,000 32,000
Midlands £ Range £ Typical
7+ Years’ PQE 55,000+ 55,000+
6 Years’ PQE 50,000-60,000 58,000
5 Years’ PQE 49,000-58,000 56,000
4 Years’ PQE 40,000-54,000 52,000
3 Years’ PQE 38,000-50,000 43,000
2 Years’ PQE 35,000-45,000 40,000
1 Year PQE 32,000-40,000 38,000
Newly Qualified 30,000-35,000 32,000
North East and Yorkshire £ Range £ Typical
7+ Years’ PQE 60,000+ 60,000+
6 Years’ PQE 48,000-60,000 53,000
5 Years’ PQE 45,000-55,000 50,000
4 Years’ PQE 36,000-47,000 46,000
3 Years’ PQE 36,000-47,000 43,000
2 Years’ PQE 34,000-42,000 40,000
1 Year PQE 32,000-38,000 36,000
Newly Qualified 28,000-36,000 33,000
North West England £ Range £ Typical
7+ Years’ PQE 60,000+ 60,000+
6 Years’ PQE 48,000-60,000 53,000
5 Years’ PQE 45,000-55,000 50,000
4 Years’ PQE 36,000-47,000 46,000
3 Years’ PQE 36,000-47,000 43,000
2 Years’ PQE 34,000-42,000 40,000
1 Year PQE 32,000-38,000 36,000
Newly Qualified 28,000-36,000 33,000
Northern Ireland £ Range £ Typical
7+ Years’ PQE 50,000+ 50,000+
6 Years’ PQE 46,000-58,000 50,000
5 Years’ PQE 42,000-48,000 45,000
4 Years’ PQE 36,000-44,000 40,000
3 Years’ PQE 32,000-38,000 35,000
2 Years’ PQE 26,000-34,000 28,000
1 Year PQE 22,000-30,000 24,000
Newly Qualified 18,000-25,000 22,000
Scotland £ Range £ Typical
7+ Years’ PQE 58,000+ 58,000+
6 Years’ PQE 58,000-70,000 54,000
5 Years’ PQE 50,000-60,000 50,000
4 Years’ PQE 40,000-48,000 43,000
3 Years’ PQE 38,000-42,000 40,000
2 Years’ PQE 34,000-40,000 37,000
1 Year PQE 32,000-35,000 35,000
Newly Qualified 28,000-35,000 30,000
LEG
AL
In-
hous
e
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LEGAL PUBLIC SECTOR
LEG
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Pub
lic s
ecto
r
North East and Yorkshire £ Range £ Typical
Director of Legal (10 PQE) 60,000-100,000 65,000
Head of Legal (8 PQE) 45,000-75,000 57,000
Head of Department (5 PQE) 40,000-55,000 46,000
Principal Solicitor (5 PQE) 38,000-42,000 40,000
Solicitor (3-5 PQE) 33,000-39,000 34,000
Assistant Solicitor (0-3 PQE) 23,000-33,000 28,000
Legal Assistant (Paralegal or ILEX) 14,000-22,000 17,000
North West England £ Range £ Typical
Director of Legal (10 PQE) 60,000-100,000 65,000
Head of Legal (8 PQE) 45,000-75,000 57,000
Head of Department (5 PQE) 40,000-55,000 46,000
Principal Solicitor (5 PQE) 38,000-42,000 40,000
Solicitor (3-5 PQE) 33,000-39,000 34,000
Assistant Solicitor (0-3 PQE) 23,000-33,000 28,000
Legal Assistant (Paralegal or ILEX) 14,000-22,000 17,000
Northern Ireland £ Range £ Typical
Director of Legal (10 PQE) 55,000-90,000 70,000
Head of Legal (8 PQE) 50,000-70,000 64,000
Head of Department (5 PQE) 45,000-60,000 58,000
Principal Solicitor (5 PQE) 38,000-50,000 50,000
Solicitor (3-5 PQE) 30,000-45,000 40,000
Assistant Solicitor (0-3 PQE) 22,000-38,000 30,000
Legal Assistant (Paralegal or ILEX) 18,000-26,000 24,000
Scotland £ Range £ Typical
Director of Legal (10 PQE) 70,000-80,000 70,000
Head of Legal (8 PQE) 60,000-65,000 60,000
Head of Department (5 PQE) 50,000-60,000 55,000
Principal Solicitor (5 PQE) 40,000-50,000 45,000
Solicitor (3-5 PQE) 35,000-40,000 35,000
Assistant Solicitor (0-3 PQE) 28,000-35,000 29,000
Legal Assistant (Paralegal or ILEX) 18,000-25,000 19,000
Public sector
London – Government £ Range £ Typical
Director of Legal (10 PQE) 65,000-100,000 75,000
Head of Legal (8 PQE) 55,000-90,000 65,000
Head of Department (5 PQE) 50,000-65,000 55,000
Principal Solicitor (5 PQE) 44,000-55,000 48,000
Solicitor (3-5 PQE) 38,000-44,000 40,000
Assistant Solicitor (0-3 PQE) 28,000-42,000 35,000
Legal Assistant (Paralegal or ILEX) 18,000-28,000 23,000
London – Regulatory bodies £ Range £ Typical
Director of Legal (10 PQE) 65,000-100,000 85,000
Head of Legal (8 PQE) 55,000-90,000 75,000
Head of Department (5 PQE) 50,000-75,000 65,000
Principal Solicitor (5 PQE) 44,000-65,000 55,000
Solicitor (3-5 PQE) 38,000-55,000 48,000
Assistant Solicitor (0-3 PQE) 30,000-42,000 40,000
Legal Assistant (Paralegal or ILEX) 18,000-30,000 27,000
South East England £ Range £ Typical
Director of Legal (10 PQE) 55,000-80,000 70,000
Head of Legal (8 PQE) 50,000-75,000 60,000
Head of Department (5 PQE) 40,000-55,000 48,000
Principal Solicitor (5 PQE) 35,000-43,000 40,000
Solicitor (3-5 PQE) 28,000-38,000 33,000
Assistant Solicitor (0-3 PQE) 25,000-33,000 27,000
Legal Assistant (Paralegal or ILEX) 16,000-20,000 18,000
South West England £ Range £ Typical
Director of Legal (10 PQE) 60,000-100,000 60,000
Head of Legal (8 PQE) 45,000-75,000 50,000
Head of Department (5 PQE) 40,000-55,000 45,000
Principal Solicitor (5 PQE) 38,000-42,000 40,000
Solicitor (3-5 PQE) 33,000-39,000 30,000
Assistant Solicitor (0-3 PQE) 23,000-33,000 25,000
Legal Assistant (Paralegal or ILEX) 14,000-22,000 18,000
Wales £ Range £ Typical
Director of Legal (10 PQE) 60,000-100,000 60,000
Head of Legal (8 PQE) 45,000-75,000 50,000
Head of Department (5 PQE) 40,000-55,000 45,000
Principal Solicitor (5 PQE) 38,000-42,000 40,000
Solicitor (3-5 PQE) 33,000-39,000 30,000
Assistant Solicitor (0-3 PQE) 23,000-33,000 25,000
Legal Assistant (Paralegal or ILEX) 14,000-22,000 18,000
Midlands £ Range £ Typical
Director of Legal (10 PQE) 60,000-100,000 65,000
Head of Legal (8 PQE) 45,000-75,000 57,000
Head of Department (5 PQE) 40,000-55,000 46,000
Principal Solicitor (5 PQE) 38,000-42,000 40,000
Solicitor (3-5 PQE) 33,000-39,000 34,000
Assistant Solicitor (0-3 PQE) 23,000-33,000 28,000
Legal Assistant (Paralegal or ILEX) 14,000-22,000 17,000
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LEGAL PARALEGAL/LEGAL EXECUTIVES
LEG
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Financial services
London £ Range £ Typical
Experienced 41,000-50,000 43,000
2 Years’ PQE 30,000-40,000 36,000
1 Year PQE 26,000-30,000 28,000
0-12 Months 22,000-26,000 24,000
South East England £ Range £ Typical
Experienced 25,000-33,000 30,000
2 Years’ PQE 25,000-30,000 27,000
1 Year PQE 20,000-25,000 23,000
0-12 Months 18,000-22,000 20,000
South West England £ Range £ Typical
Experienced 22,000-30,000 27,000
2 Years’ PQE 19,000-24,000 22,500
1 Year PQE 16,000-20,000 19,000
0-12 Months 15,000-20,000 17,000
Wales £ Range £ Typical
Experienced 22,000-30,000 26,000
2 Years’ PQE 19,000-24,000 21,500
1 Year PQE 16,000-20,000 18,000
0-12 Months 15,000-20,000 16,000
Midlands £ Range £ Typical
Experienced 22,000-30,000 27,000
2 Years’ PQE 20,000-25,000 23,000
1 Year PQE 18,000-24,000 20,000
0-12 Months 17,000-23,000 18,000
North East and Yorkshire £ Range £ Typical
Experienced 22,000-30,000 26,000
2 Years’ PQE 19,000-24,000 21,500
1 Year PQE 16,000-20,000 18,000
0-12 Months 15,000-18,000 16,000
North West England £ Range £ Typical
Experienced 22,000-30,000 26,000
2 Years’ PQE 19,000-24,000 21,500
1 Year PQE 16,000-20,000 18,000
0-12 Months 15,000-18,000 16,000
Northern Ireland £ Range £ Typical
Experienced 18,000-26,000 24,000
2 Years’ PQE 16,000-22,000 19,000
1 Year PQE 16,000-22,000 18,000
0-12 Months 16,000-22,000 17,000
Scotland £ Range £ Typical
Experienced 20,000-28,000 24,000
2 Years’ PQE 19,000-26,000 22,000
1 Year PQE 18,000-24,000 20,000
0-12 Months 16,000-20,000 18,000
Commerce and industry
London £ Range £ Typical
Experienced 35,000-40,000 35,000
2 Years’ PQE 27,000-35,000 30,000
1 Year PQE 24,000-30,000 27,000
0-12 Months 21,000-25,000 23,000
South East England £ Range £ Typical
Experienced 25,000-33,000 30,000
2 Years’ PQE 25,000-30,000 27,000
1 Year PQE 20,000-25,000 23,000
0-12 Months 18,000-22,000 20,000
South West England £ Range £ Typical
Experienced 25,000-33,000 30,000
2 Years’ PQE 25,000-30,000 27,000
1 Year PQE 20,000-25,000 22,000
0-12 Months 18,000-22,000 20,000
Wales £ Range £ Typical
Experienced 25,000-33,000 29,000
2 Years’ PQE 25,000-30,000 26,000
1 Year PQE 20,000-25,000 21,000
0-12 Months 18,000-22,000 19,000
Midlands £ Range £ Typical
Experienced 35,000-55,000 35,000
2 Years’ PQE 18,000-25,000 22,000
1 Year PQE 19,000-23,000 21,000
0-12 Months 18,000-20,000 19,000
North East and Yorkshire £ Range £ Typical
Experienced 22,000-30,000 26,000
2 Years’ PQE 19,000-24,000 21,500
1 Year PQE 16,000-20,000 18,000
0-12 Months 15,000-18,000 16,000
North West England £ Range £ Typical
Experienced 22,000-30,000 26,000
2 Years’ PQE 19,000-24,000 21,500
1 Year PQE 16,000-20,000 18,000
0-12 Months 15,000-18,000 16,000
Northern Ireland £ Range £ Typical
Experienced 20,000-24,000 22,000
2 Years’ PQE 16,000-22,000 20,000
1 Year PQE 16,000-20,000 18,000
0-12 Months 16,000-20,000 16,000
Scotland £ Range £ Typical
Experienced 20,000-28,000 24,000
2 Years’ PQE 19,000-26,000 22,000
1 Year PQE 18,000-24,000 20,000
0-12 Months 16,000-20,000 18,000
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LEGAL PARALEGAL/LEGAL EXECUTIVES
LEG
AL
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Law firm legal executives
London £ Range £ Typical
Fellow 30,000-40,000 32,000+
Member 20,000-28,000 25,000+
Trainee 15,000-20,000 18,000
South East England £ Range £ Typical
Fellow 25,000-35,000 28,000+
Member 20,000-25,000 23,000+
Trainee 15,000-20,000 15,000
South West England £ Range £ Typical
Fellow 25,000-35,000 28,000+
Member 20,000-25,000 23,000+
Trainee 15,000-20,000 15,000
Wales £ Range £ Typical
Fellow 25,000-35,000 28,000+
Member 20,000-25,000 23,000+
Trainee 15,000-20,000 15,000
Midlands £ Range £ Typical
Fellow 25,000-35,000 30,000+
Member 20,000-25,000 24,000+
Trainee 15,000-20,000 17,000
North East and Yorkshire £ Range £ Typical
Fellow 24,000-40,000 32,000+
Member 19,000-25,000 24,000+
Trainee 16,000-20,000 17,000
North West England £ Range £ Typical
Fellow 24,000-40,000 32,000+
Member 19,000-25,000 24,000+
Trainee 16,000-20,000 17,000
Northern Ireland £ Range £ Typical
Fellow 18,000- 26,000 24,000+
Member 20,000-25,000 22,000+
Trainee 15,000-20,000 18,000
Scotland £ Range £ Typical
Fellow 22,000-35,000 25,000+
Member 18,000-25,000 22,000+
Trainee 15,000-20,000 15,000
Law firms
London £ Range £ Typical
Experienced 28,000-40,000 32,000
2 Years’ PQE 25,000-32,000 28,000
1 Year PQE 23,000-27,000 23,000
0-12 Months 20,000-23,000 20,000
London – US firms £ Range £ Typical
Experienced 35,000-40,000 35,000
2 Years’ PQE 28,000-35,000 32,000
1 Year PQE 25,000-31,000 25,000
0-12 Months 22,000-25,000 24,000
London – Capital markets £ Range £ Typical
Experienced 55,000+ 65,000
2 Years’ PQE 43,000-58,000 52,000
1 Year PQE 35,000-43,000 39,000
0-12 Months 30,000-35,000 31,000
South East England £ Range £ Typical
Experienced 22,000-28,000 25,000
2 Years’ PQE 20,000-26,000 22,000
1 Year PQE 18,000-25,000 20,000
0-12 Months 13,000-20,000 17,500
South West England £ Range £ Typical
Experienced 22,000-28,000 26,000
2 Years’ PQE 20,000-26,000 23,000
1 Year PQE 18,000-25,000 21,000
0-12 Months 13,000-20,000 17,000
Wales £ Range £ Typical
Experienced 22,000-28,000 25,000
2 Years’ PQE 20,000-26,000 22,000
1 Year PQE 18,000-25,000 20,000
0-12 Months 13,000-20,000 16,000
Midlands £ Range £ Typical
Experienced 20,000-30,000 25,000
2 Years’ PQE 18,000-28,000 22,000
1 Year PQE 17,000-25,000 20,000
0-12 Months 16,000-19,000 17,000
North East and Yorkshire £ Range £ Typical
Experienced 22,000-30,000 26,000
2 Years’ PQE 19,000-24,000 21,500
1 Year PQE 16,000-20,000 18,000
0-12 Months 15,000-18,000 16,000
North West England £ Range £ Typical
Experienced 22,000-30,000 26,000
2 Years’ PQE 19,000-24,000 21,500
1 Year PQE 16,000-20,000 18,000
0-12 Months 15,000-18,000 16,000
Northern Ireland £ Range £ Typical
Experienced 15,000-20,000 16,000
2 Years’ PQE 15,000-19,000 16,000
1 Year PQE 14,000-18,000 15,000
0-12 Months 13,000-16,000 14,000
Scotland £ Range £ Typical
Experienced 20,000-28,000 24,000
2 Years’ PQE 19,000-26,000 22,000
1 Year PQE 18,000-24,000 20,000
0-12 Months 16,000-20,000 18,000
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LEGAL COMPANY SECRETARIAL
LEG
AL
Com
pany
sec
reta
rial
Company secretarial
FTSE 100 £ Range
Company Secretary 130,000-300,000
Deputy Secretary 100,000-120,000
Senior Assistant 75,000-95,000
Assistant Company Secretary 50,000-80,000
Company Secretarial Assistant 30,000-45,000
Graduate Trainee 23,000-28,000
FTSE 250 £ Range
Company Secretary 100,000-225,000
Deputy Secretary 75,000-110,000
Assistant Company Secretary 45,000-70,000
Company Secretarial Assistant 30,000-40,000
Graduate Trainee 20,000-25,000
Other PLCs £ Range
Company Secretary 90,000-150,000
Deputy Secretary 70,000-95,000
Assistant Company Secretary 40,000-60,000
Company Secretarial Assistant 23,000-38,000
Graduate Trainee 20,000-25,000
Private £ Range
Company Secretary 80,000-225,000
Deputy Secretary 70,000-120,000
Assistant Company Secretary 40,000-70,000
Company Secretarial Assistant 23,000-38,000
Graduate Trainee 20,000-25,000
Profession £ Range
Partner 150,000-300,000
Director 95,000-140,000
Senior Manager 55,000-85,000
Manager 40,000-58,000
Consultant 27,000-40,000
Graduate Trainee 23,000-28,000
Public sector £ Range
Company Secretary 60,000-120,000
Deputy Secretary 50,000-70,000
Assistant Company Secretary 35,000-42,000
Company Secretarial Assistant 25,000-32,000
Graduate Trainee 18,000-23,000
Peter SwabeyPolicy & Research Director,Institute of Chartered Secretaries and Administrators
The financial crisis has created opportunities for people to work in corporate governance as organisations look to regain trust. There is more focus on how a company should be acting rather than simply how it can make more money.
During the bad times it is easy to pick holes in boardroom decisions and ideas. When the economy is improving, it becomes a question of supporting and challenging the board to see if results could be even better if things were done differently.
A company secretary is crucial in helping an organisation demonstrate good governance in everything it does whilst ensuring decisions are made in an efficient and effective way. Good governance is good practice.
In July, the Henley Business School produced a report outlining the significant contribution company secretaries make to board performance. Despite having the same skills as the chairman, their job is often undervalued and misunderstood.
In the public, private and not-for-profit sectors, company secretaries are demonstrating strategic leadership and ensuring the interests of everyone in the boardroom are taken into account so that the right decisions are made.
Strong people management skills are essential to succeed and you also need to show humility, resilience and be a great negotiator.
We are encouraging more organisations to use company secretaries as non-executive directors because of their extensive knowledge of corporate governance and company culture. There is a good supply of competent company secretaries but the industry could always do with more qualified governance professionals across all industry sectors. Salaries are rising and benefits packages remain very good in this market.
More training is needed to give people a good grounding of what this role entails and we do this through our extensive examination and education syllabus. Our annual ICSA Excellence in Governance Awards celebrate outstanding achievements in the field of governance, rewarding both organisations and individuals.
Company secretaries are getting younger and we also have a relatively even split between men and women. Candidates are coming straight from university, and although many still have a legal background, this is not essential. The skills set is different and the company secretarial role gives you access to the boardroom which you won’t get as the company lawyer.
One of the biggest challenges for businesses is the risk from cybercrime and the potential negative impact of social media. It is easier than ever for sensitive information to get out to large numbers of people but many organisations do not have a strategic social media policy and there is a need to respond quickly.
Boards readily understand data protection issues, particularly as companies can be fined if a hacker or disgruntled employee steals customer information and leaks it over the net, but they are less aware of the risks of social media. The board needs to realise it brings risks to the business as well as positive opportunities to liaise with customers.
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MARKETING EMERGING SKILLS IN DEMAND
General marketingThe need for general marketers with a broad all round knowledge and experience base, although diminished, continued throughout the recession as organisations looked to reduce costs and hired marketers that could cover a multitude of disciplines. We are now seeing increased demand for traditional marketing candidates who are capable of taking on the full mix.
Within both the public and the private sectors there is a preference for recruiting on a permanent basis, compared to a previous reliance on temporary and interim professionals. There is increased demand for senior marketers across all sectors, from retail and manufacturing to financial services and FMCG.
Due to advances in technology, consumers have 24/7 access to companies, leading to an increased need for specialists in marketing technology and consumer behaviour. Employers are looking for those with analytical, content and video marketing skills, and are often putting customer insight and campaign ROI skills on a par with commercial acumen.
Online and digitalOnline and digital knowledge remains high on the agenda as employers from all sectors and industries look to harness the potential of new technology. While digital is quickly becoming part of every marketer’s tool kit and not just an add-on function, many organisations still feel they are lacking the required skills. Our DNA of a Marketing Leader report found that just 18% of organisations rated their digital skills as very good.
The current shortage of senior digital marketers means employers must act quickly to secure the best talent in a fiercely competitive market. The recruitment process is moving faster than a year ago, and counter offers are becoming more common. Benefits packages are growing in importance with people being wooed by extra holiday, flexible working and paid training or qualifications.
Many employers are unsure of their digital needs and the ROI implications of any investment they make, so they recruit the services of expert contractors who often become permanent hires.
The shortage of digital marketers, especially at the senior level, has driven many professionals to increase their knowledge and gain vital experience by studying for CIM Digital Diplomas and IDM qualifications. We are seeing this more often within agencies, FMCG and the public sector. Whereas, within travel, leisure and retail industries there is demand for digital generalists who can turn their hand to SEO, PPC and affiliate marketing as well as social media.
Insight and analyticsWith the continuing advancement of technology and the ability to track, monitor and analyse consumer activity, employers are investing more in research and are focused on demonstrating ROI. As a result, we are seeing an increase in the number of insight and analytical roles. Talented candidates with strong industry-specific experience are highly sought after, but are in short supply.
Due to a shortage of marketers with analytical skills, employers are hiring people with more specific software skills on an interim or temporary basis, often from agencies. It would appear that technical skill sets are overriding the sector specific knowledge. Even large organisations have found it hard to recruit data analysts.
There has been a rise in professionals being recruited on a permanent basis as companies bring more skills in-house and use contractors for specific projects and as cover while they recruit.
As candidates are often receiving multiple job offers, and at times a counter offer from their existing employer, salaries are rising in order to attract and retain the most experienced individuals.
Brand and product marketingAs both brand and product are key to organisational success, managing a category, product or brand is a pivotal role. As budgets increase and we enter a more positive climate the overall job market is stable, but we expect recruitment in this area to increase as employers focus on customer demands, brand marketing and developing new products.
Due to the lengthy development and launch lifecycle of any product, it is a challenge to recruit interim candidates, so most brand and product jobs are permanent. Salaries are yet to move upward but as more candidates receive multiple job offers, and counter offers become more commonplace, this may change during 2015. Many organisations are focusing on nurturing their internal talent and promoting from within; this is leading to more opportunities for graduates to take on lower level brand and product positions.
Marketing was affected deeply by the economic downturn, with many organisations reducing headcount and decreasing budgets due to the downward pressure on costs.
We are seeing signs of improvement and recruitment activity is increasing right across the board. Salaries have yet to leap forward, but there is growing demand for marketing professionals, especially those with digital skills. In our recent DNA of a Marketing Leader report, 34% of respondents reported that the skills gap would be the biggest challenge for marketing leaders. Any candidates who possess sought-after skills, such as digital expertise, should expect to see their salaries and remuneration packages increase.
Technology continues to have a significant impact, with employers looking for marketers who appreciate how digital fits into the broader marketing mix, rather than being pure digital specialists. Organisations are also seeking professionals who can analyse data and provide meaningful insight to give current and future campaigns the best chance at success and prove ROI. This is something we expect to increase over the coming years; as our report found, 69% of marketing leaders expect proving ROI to play a bigger part in their role over the next five years.
As the market improves and there are more vacancies to choose from, it will become more important for organisations to manage their recruitment process tightly to ensure that they can move from interview to offer as quickly as possible. Failure to do so will result in losing candidates who accept offers from other sources. Counter offers will become more frequent, so any organisation making an offer should put forward their best salary and benefits package in the first instance. Salaries are stable but benefits are improving with enhanced holidays and more options to work flexibly.
Online and digital remains an area in demand as employers from all sectors and industries look to harness the potential of new technology.
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EventsRecruitment activity within events is beginning to gather pace, although due to the cyclical nature of the industry there is a preference to recruit on an interim rather than permanent basis. Pay levels reflect this, with remuneration for contractors being higher than for permanent employees (although non-financial benefits don’t often apply). Permanent salaries are yet to see substantial increases and are currently stable.
Competition for the highest calibre candidates is fierce. Companies look to secure candidates with a relevant degree and experience, who can work on an event from start-to-finish and are prepared to travel. This is leading to a slightly shorter recruitment process, as organisations need to move quickly to secure these highly sought-after individuals.
PR and internal communicationsThe outlook for PR and media relations is positive and we are seeing professionals, at all levels, finding employment within short time frames.
Digital communications, including managing social media, is still an emerging skill, especially in the public sector. As a result, we expect that there will be an increase in these opportunities in 2015.
Communications professionals are still very much in demand within the financial services and professional services sectors. Pay levels for interim professionals are looking similar to early 2014. However, this may change as candidates start to negotiate on pay in order to reflect their experience.
Public sectorThe public sector has seen an increase in demand across all areas. In education, there is a significant drive towards more commercial, professional online content driven by the increased competition for university spaces and a need to engage with tomorrow’s students in different ways. There is also a high demand for internal communications and employee engagement professionals to manage large change programmes, and support organisations through challenging times.
Central government has some significant strategic objectives within the digital space, this has been driven by the centralisation of all government websites to .gov.uk. This has led to an increase in demand for candidates from the public and commercial sectors with proven experience in web design and content. Central government in general has seen increased requirements for interims with marketing, communications and stakeholder engagement skills taking a higher priority than at any time in the last five years.
Within the NHS, there is demand for interim staff focused on change communications and external/public communications, as the new NHS structure looks to define itself. Key skills in this sector continue to be geared towards local rather than national and strategic marketing and communications as NHS organisations of all shapes and sizes look to influence local markets.
Charities and not-for-profit organisations have been significantly hit by the economic downturn and continue to struggle to pay competitively in order to attract candidates. This sector continues to be more open and willing to consider candidates from a variety of backgrounds and experience, and is welcoming those from the private sector as it strives to be more commercial and deliver additional revenue streams.
Digital communications, including managing social media, is still an emerging skill, one that the public sector is increasingly looking for due to their lack of expertise in this area.
MARKETING EMERGING SKILLS IN DEMAND
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MARKETING BRAND & PRODUCT MARKETING
London £ Range £ Typical
Brand Manager 50,000-80,000 60,000
Assistant Brand Manager 40,000-55,000 45,000
Head of Products 75,000-100,000 80,000
Product Manager 55,000-85,000 70,000
Assistant Product Manager 40,000-60,000 55,000
Head of Category 60,000-80,000 75,000
Category Manager 45,000-55,000 50,000
Assistant Category Manager 35,000-45,000 40,000
Trade/Channel Marketing Manager 40,000-65,000 50,000
South East England £ Range £ Typical
Brand Manager 35,000-45,000 40,000
Assistant Brand Manager 30,000-35,000 30,000
Head of Products 50,000-60,000 55,000
Product Manager 35,000-50,000 45,000
Assistant Product Manager 30,000-40,000 35,000
Head of Category 55,000-75,000 65,000
Category Manager 35,000-45,000 40,000
Assistant Category Manager 20,000-35,000 30,000
Trade/Channel Marketing Manager 40,000-45,000 42,000
East of England £ Range £ Typical
Brand Manager 40,000-50,000 45,000
Assistant Brand Manager 25,000-28,000 26,500
Head of Products 70,000-85,000 75,000
Product Manager 45,000-55,000 50,000
Assistant Product Manager 25,000-28,000 27,000
Head of Category 60,000-80,000 70,000
Category Manager 45,000-55,000 50,000
Assistant Category Manager 25,000-30,000 27,000
Trade/Channel Marketing Manager 30,000-50,000 40,000
South West England £ Range £ Typical
Brand Manager 35,000-45,000 40,000
Assistant Brand Manager 25,000-32,000 28,000
Head of Products 50,000-60,000 55,000
Product Manager 35,000-45,000 40,000
Assistant Product Manager 25,000-32,000 28,000
Head of Category 55,000-75,000 65,000
Category Manager 35,000-50,000 46,000
Assistant Category Manager 28,000-33,000 30,000
Trade/Channel Marketing Manager 40,000-45,000 42,000
Wales £ Range £ Typical
Brand Manager 35,000-45,000 40,000
Assistant Brand Manager 25,000-32,000 28,000
Head of Products 50,000-60,000 55,000
Product Manager 35,000-45,000 40,000
Assistant Product Manager 25,000-32,000 28,000
Head of Category 55,000-70,000 60,000
Category Manager 35,000-50,000 42,000
Assistant Category Manager 28,000-33,000 27,000
Trade/Channel Marketing Manager 35,000-45,000 40,000
West Midlands £ Range £ Typical
Brand Manager 35,000-45,000 40,000
Assistant Brand Manager 25,000-35,000 32,000
Head of Products 55,000-80,000 60,000
Product Manager 32,000-40,000 38,000
Assistant Product Manager 22,000-30,000 28,000
Head of Category 50,000-65,000 60,000
Category Manager 38,000-44,000 40,000
Assistant Category Manager 28,000-33,000 30,000
Trade/Channel Marketing Manager 35,000-45,000 37,000
East Midlands £ Range £ Typical
Brand Manager 32,000-45,000 37,000
Assistant Brand Manager 22,000-30,000 26,000
Head of Products 48,000-60,000 52,000
Product Manager 30,000-50,000 38,000
Assistant Product Manager 22,000-28,000 24,000
Head of Category 50,000-75,000 60,000
Category Manager 35,000-50,000 40,000
Assistant Category Manager 25,000-35,000 28,000
Trade/Channel Marketing Manager 35,000-55,000 40,000
Yorkshire and the Humber £ Range £ Typical
Brand Manager 35,000-45,000 37,000
Assistant Brand Manager 22,000-27,000 25,000
Head of Products 50,000-60,000 50,000
Product Manager 35,000-45,000 37,000
Assistant Product Manager 22,000-27,000 25,000
Head of Category 60,000-75,000 65,000
Category Manager 45,000-55,000 50,000
Assistant Category Manager 22,000-27,000 25,000
Trade/Channel Marketing Manager 45,000-55,000 45,000
North East England £ Range £ Typical
Brand Manager 35,000-45,000 37,000
Assistant Brand Manager 22,000-27,000 25,000
Head of Products 50,000-60,000 50,000
Product Manager 35,000-45,000 37,000
Assistant Product Manager 22,000-27,000 25,000
Head of Category 60,000-75,000 65,000
Category Manager 45,000-55,000 50,000
Assistant Category Manager 22,000-27,000 25,000
Trade/Channel Marketing Manager 45,000-55,000 45,000
North West England £ Range £ Typical
Brand Manager 35,000-50,000 40,000
Assistant Brand Manager 25,000-35,000 30,000
Head of Products 50,000-75,000 60,000
Product Manager 35,000-50,000 40,000
Assistant Product Manager 25,000-35,000 30,000
Head of Category 60,000-80,000 70,000
Category Manager 40,000-45,000 42,500
Assistant Category Manager 22,000-27,000 25,000
Trade/Channel Marketing Manager 45,000-60,000 50,000
Scotland £ Range £ Typical
Brand Manager 40,000-55,000 50,000
Assistant Brand Manager 30,000-40,000 30,000
Head of Products 50,000-65,000 55,000
Product Manager 35,000-50,000 47,500
Assistant Product Manager 30,000-45,000 35,000
Head of Category 50,000-65,000 60,000
Category Manager 35,000-45,000 40,000
Assistant Category Manager 25,000-35,000 27,000
Trade/Channel Marketing Manager 35,000-45,000 40,000
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MARKETING EVENTS
London £ Range £ Typical
Event Manager 40,000-60,000 45,000
Events Executive/Co-ordinator 25,000-40,000 35,000
South East England £ Range £ Typical
Event Manager 30,000-50,000 45,000
Events Executive/Co-ordinator 25,000-35,000 28,000
East of England £ Range £ Typical
Event Manager 25,000-35,000 30,000
Events Executive/Co-ordinator 18,000-25,000 22,000
South West England £ Range £ Typical
Event Manager 25,000-35,000 28,000
Events Executive/Co-ordinator 20,000-26,000 23,000
Wales £ Range £ Typical
Event Manager 25,000-35,000 30,000
Events Executive/Co-ordinator 20,000-26,000 23,000
West Midlands £ Range £ Typical
Event Manager 27,000-35,000 30,000
Events Executive/Co-ordinator 22,000-27,000 25,000
East Midlands £ Range £ Typical
Event Manager 25,000-35,000 28,000
Events Executive/Co-ordinator 20,000-26,000 22,000
Yorkshire and the Humber £ Range £ Typical
Event Manager 27,000-40,000 35,000
Events Executive/Co-ordinator 18,000-27,000 25,000
North East England £ Range £ Typical
Event Manager 25,000-35,000 30,000
Events Executive/Co-ordinator 18,000-25,000 22,000
North West England £ Range £ Typical
Event Manager 25,000-35,000 30,000
Events Executive/Co-ordinator 18,000-25,000 22,000
Scotland £ Range £ Typical
Event Manager 25,000-35,000 30,000
Events Executive/Co-ordinator 18,000-25,000 22,000
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MARKETING INSIGHT
London £ Range £ Typical
Customer Insight Manager 50,000-65,000 58,000
Customer Insight Executive/Analyst 40,000-55,000 45,000
CRM Manager 45,000-55,000 50,000
CRM Executive 35,000-45,000 35,000
South East England £ Range £ Typical
Customer Insight Manager 40,000-50,000 45,000
Customer Insight Executive/Analyst 35,000-50,000 42,000
CRM Manager 35,000-45,000 40,000
CRM Executive 22,000-28,000 27,000
East of England £ Range £ Typical
Customer Insight Manager 40,000-50,000 50,000
Customer Insight Executive/Analyst 35,000-50,000 40,000
CRM Manager 35,000-45,000 40,000
CRM Executive 22,000-28,000 25,000
South West England £ Range £ Typical
Customer Insight Manager 35,000-42,000 38,000
Customer Insight Executive/Analyst 25,000-30,000 28,000
CRM Manager 35,000-42,000 38,000
CRM Executive 24,000-30,000 27,000
Wales £ Range £ Typical
Customer Insight Manager 35,000-42,000 38,000
Customer Insight Executive/Analyst 25,000-30,000 28,000
CRM Manager 35,000-42,000 38,000
CRM Executive 24,000-30,000 27,000
West Midlands £ Range £ Typical
Customer Insight Manager 35,000-45,000 42,000
Customer Insight Executive/Analyst 27,000-32,000 30,000
CRM Manager 35,000-45,000 40,000
CRM Executive 27,000-35,000 31,000
East Midlands £ Range £ Typical
Customer Insight Manager 33,000-48,000 38,000
Customer Insight Executive/Analyst 25,000-35,000 28,000
CRM Manager 32,000-50,000 37,000
CRM Executive 24,000-30,000 27,000
Yorkshire and the Humber £ Range £ Typical
Customer Insight Manager 35,000-50,000 45,000
Customer Insight Executive/Analyst 25,000-35,000 30,000
CRM Manager 30,000-40,000 35,000
CRM Executive 18,000-27,000 25,000
North East England £ Range £ Typical
Customer Insight Manager 35,000-45,000 40,000
Customer Insight Executive/Analyst 25,000-35,000 30,000
CRM Manager 30,000-40,000 35,000
CRM Executive 18,000-27,000 25,000
North West England £ Range £ Typical
Customer Insight Manager 35,000-50,000 40,000
Customer Insight Executive/Analyst 25,000-40,000 30,000
CRM Manager 30,000-50,000 40,000
CRM Executive 18,000-30,000 27,000
Scotland £ Range £ Typical
Customer Insight Manager 35,000-50,000 45,000
Customer Insight Executive/Analyst 25,000-35,000 30,000
CRM Manager 40,000-50,000 45,000
CRM Executive 25,000-35,000 30,000
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MARKETING GENERAL MARKETING
London £ Range £ Typical
Marketing Director 100,000-150,000 130,000
Head of Department 85,000-125,000 100,000
Marketing Manager 45,000-75,000 55,000
Marketing Executive 25,000-45,000 35,000
Marketing Assistant 20,000-30,000 25,000
South East England £ Range £ Typical
Marketing Director 55,000-100,000 80,000
Head of Department 55,000-65,000 60,000
Marketing Manager 35,000-55,000 45,000
Marketing Executive 25,000-32,000 28,000
Marketing Assistant 18,000-25,000 20,000
East of England £ Range £ Typical
Marketing Director 60,000-75,000 65,000
Head of Department 50,000-60,000 55,000
Marketing Manager 35,000-55,000 45,000
Marketing Executive 18,000-28,000 25,000
Marketing Assistant 15,000-20,000 18,000
South West England £ Range £ Typical
Marketing Director 60,000-80,000 70,000
Head of Department 50,000-65,000 58,000
Marketing Manager 35,000-45,000 40,000
Marketing Executive 18,000-25,000 21,000
Marketing Assistant 18,000-22,000 20,000
Wales £ Range £ Typical
Marketing Director 60,000-80,000 70,000
Head of Department 50,000-65,000 57,000
Marketing Manager 35,000-45,000 40,000
Marketing Executive 18,000-25,000 22,000
Marketing Assistant 18,000-22,000 20,000
West Midlands £ Range £ Typical
Marketing Director 70,000-110,000 80,000
Head of Department 50,000-70,000 65,000
Marketing Manager 30,000-45,000 35,000
Marketing Executive 23,000-30,000 26,000
Marketing Assistant 17,000-23,000 19,000
East Midlands £ Range £ Typical
Marketing Director 60,000-85,000 70,000
Head of Department 50,000-65,000 55,000
Marketing Manager 30,000-55,000 45,000
Marketing Executive 20,000-28,000 25,000
Marketing Assistant 17,000-22,000 18,000
Yorkshire and the Humber £ Range £ Typical
Marketing Director 60,000-120,000 80,000
Head of Department 50,000-75,000 60,000
Marketing Manager 35,000-50,000 45,000
Marketing Executive 22,000-30,000 25,000
Marketing Assistant 16,000-20,000 17,000
North East England £ Range £ Typical
Marketing Director 60,000-75,000 65,000
Head of Department 50,000-60,000 55,000
Marketing Manager 35,000-50,000 45,000
Marketing Executive 22,000-30,000 25,000
Marketing Assistant 15,000-20,000 16,000
North West England £ Range £ Typical
Marketing Director 60,000-120,000 80,000
Head of Department 50,000-75,000 70,000
Marketing Manager 35,000-55,000 45,000
Marketing Executive 22,000-30,000 25,000
Marketing Assistant 15,000-20,000 18,000
Scotland £ Range £ Typical
Marketing Director 60,000-75,000 60,000
Head of Department 50,000-60,000 50,000
Marketing Manager 35,000-55,000 37,500
Marketing Executive 23,000-28,000 25,000
Marketing Assistant 16,000-22,000 18,000
Thomas BrownDirector of Strategy and Insight,CIM
There is certainly a positive mood within the marketing industry but I would stop short of saying marketers are feeling bullish. They are cautiously optimistic after a tough few years and having endured an economic downturn that was longer and deeper than anyone expected.
Marketing, along with HR, is a function that can get slashed in a recession. Yet a great marketing team can help an organisation return to growth and thrive. We expect this recovery to be more gradual than those in the past and companies are not rushing to expand their marketing teams.
The slow increase in recruitment is disappointing because marketing is such a powerful tool to help businesses grow their bottom line. It helps organisations gain a better understanding of their customers and competitors and, subsequently, improve their products and services and sales.
As we enter a period of economic growth, market research and intelligence will be crucial to ensure advertising campaigns are effective. In fact, accurate measurement and accountability remains one of the biggest challenges for marketing professionals. The impact of new reporting tools and new media channels means being able to demonstrate a return on investment is even more important, although the whole area of accountability is more complex than it used to be.
Digital is not new but it continues to evolve at a rapid pace so brands must make the most of the technology. Marketers need to have their finger on the pulse so they can change and adapt campaigns in real time. There is a huge amount of data being gathered and marketers must be able to make sense of it, produce meaningful insights and come to strategic conclusions.
The industry must also continue to be aware of the public’s concerns around data and privacy, especially as governments are looking more closely at this whole area.
From ongoing conversations the CIM is having with marketing directors and chief marketing officers, it is not always easy to find the marketing talent a business needs. The balance of power has shifted back to the candidate and in some areas, such as in research and insight, there is a real shortage of people with the right skills and characteristics.
The CIM believes passionately in the importance of qualifications and that the people running the marketing function must invest in training to avoid talent shortages in the future. Marketers themselves need to take responsibility for their own personal development.
Marketing as a function is becoming more collaborative and working with other areas of the business, such as IT, to ensure the right conversations are taking place internally to encourage growth.
Pay for marketers will start to move upwards during 2015 as the competition for talent intensifies and professionals demand a salary increase to match the rise in the cost of living if nothing else.
This remains a very creative industry and employers want candidates who thrive on inspiration so they produce great campaigns for their clients and have excellent careers.
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MARKETING ONLINE & DIGITAL
London £ Range £ Typical
Digital Marketing Director 100,000-150,000 125,000
E-Commerce Manager 65,000-85,000 75,000
Digital Marketing Manager 55,000-75,000 60,000
Digital Marketing Executive 25,000-45,000 35,000
South East England £ Range £ Typical
Digital Marketing Director 60,000-120,000 80,000
E-Commerce Manager 40,000-55,000 48,000
Digital Marketing Manager 40,000-60,000 50,000
Digital Marketing Executive 25,000-32,000 30,000
East of England £ Range £ Typical
Digital Marketing Director 60,000-80,000 70,000
E-Commerce Manager 35,000-50,000 45,000
Digital Marketing Manager 35,000-50,000 45,000
Digital Marketing Executive 22,000-30,000 27,000
South West England £ Range £ Typical
Digital Marketing Director 45,000-70,000 57,000
E-Commerce Manager 30,000-45,000 38,000
Digital Marketing Manager 30,000-45,000 38,000
Digital Marketing Executive 22,000-28,000 25,000
Wales £ Range £ Typical
Digital Marketing Director 45,000-70,000 57,000
E-Commerce Manager 30,000-45,000 38,000
Digital Marketing Manager 30,000-45,000 38,000
Digital Marketing Executive 22,000-28,000 25,000
West Midlands £ Range £ Typical
Digital Marketing Director 60,000-90,000 75,000
E-Commerce Manager 40,000-50,000 45,000
Digital Marketing Manager 30,000-50,000 40,000
Digital Marketing Executive 25,000-30,000 27,000
East Midlands £ Range £ Typical
Digital Marketing Director 50,000-80,000 60,000
E-Commerce Manager 30,000-50,000 40,000
Digital Marketing Manager 30,000-50,000 40,000
Digital Marketing Executive 22,000-28,000 25,000
Yorkshire and the Humber £ Range £ Typical
Digital Marketing Director 60,000-120,000 80,000
E-Commerce Manager 40,000-60,000 50,000
Digital Marketing Manager 40,000-60,000 50,000
Digital Marketing Executive 22,000-30,000 27,000
North East England £ Range £ Typical
Digital Marketing Director 60,000-85,000 70,000
E-Commerce Manager 40,000-60,000 45,000
Digital Marketing Manager 40,000-60,000 45,000
Digital Marketing Executive 22,000-30,000 25,000
North West England £ Range £ Typical
Digital Marketing Director 60,000-120,000 80,000
E-Commerce Manager 40,000-60,000 50,000
Digital Marketing Manager 40,000-55,000 47,000
Digital Marketing Executive 22,000-30,000 27,000
Scotland £ Range £ Typical
Digital Marketing Director 55,000-75,000 60,000
E-Commerce Manager 40,000-55,000 48,000
Digital Marketing Manager 30,000-40,000 35,000
Digital Marketing Executive 20,000-28,000 24,000
Mike CornwellCEO, The Institute of Direct and Digital Marketing
A couple of years ago there was a definite confidence crisis amongst marketers.
The pace of change, the axed budgets, pressure and scrutiny to make marketing accountable as a result of the recession all took their toll. Today there’s a definite turnaround in sentiment. None of those influencing factors have gone away, but the difference is that marketers are now accepting of them and those who embrace them will do well in 2015.
At the IDM we’ve seen a boost in the number of bookings for our courses and more professionals want to study for recognised qualifications. Marketers are keen to boost their skills and get recognition for them.
Among the subject areas experiencing a surge in demand for training are data (especially analytics), copywriting and search. Also faring well are social and content-related topics, but the popularity of the first three suggests that the marketers who are serious about self-improvement are focussing on the core skills that are essential to all marketing. The likes of social and content marketing are less crucial, nice-to-haves.
Recent research amongst our graduates also highlights that the specific skills they want to improve going forward are data analytics, search and mobile. There’s a definite sense that marketers are embracing lifelong learning.
The recognition that change is constant means marketers are also recognising that their skills, even while they may be fit for purpose right now, won’t necessarily keep them competitive in, say, three years’ time.
Marketers need to be aware of the latest trends and be able to adapt quickly.
Tokenisation is a trend to watch in 2015, for example. This is the driving force behind Apple Pay which recently got all the headlines. It is being driven by NFC (near field communications) but Visa, Mastercard and Amex are all signed up to what will significantly change the data-driven marketing industry.
To avoid another crisis of confidence, employers need to be aware of this and other emerging trends and ensure that training and development are high on the business agenda. In order to secure the best candidates when recruiting, they must demonstrate a commitment to ongoing employee development.
There are a number of reasons why employers should support professional development. According to a survey we conducted with Marketing Week, the top three benefits of training amongst marketers are:
1. Improved confidence
2. Better skills
3. Increased job satisfaction
Yet 75% of training decisions don’t involve higher management and 63% of marketing roles are not filled internally. This is an indication that higher management are not currently supporting internal development as much as they should.
They need to because the same survey revealed that 88% of respondents perceived barriers to professional development within their organisations. Some 64% feel they lack the skills to stay at the top of their game and only 9% say they are very confident that their current skills set will be good for another three years.
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MARKETING PR & INTERNAL COMMUNICATIONS
London £ Range £ Typical
Head of PR/PR Director 100,000-125,000 100,000
PR Manager 50,000-65,000 55,000
PR Executive 30,000-45,000 35,000
Internal Comms Manager 45,000-75,000 55,000
South East England £ Range £ Typical
Head of PR/PR Director 60,000-95,000 75,000
PR Manager 40,000-60,000 45,000
PR Executive 25,000-35,000 30,000
Internal Comms Manager 35,000-55,000 45,000
East of England £ Range £ Typical
Head of PR/PR Director 75,000-90,000 75,000
PR Manager 40,000-60,000 45,000
PR Executive 22,000-30,000 25,000
Internal Comms Manager 40,000-55,000 48,000
South West England £ Range £ Typical
Head of PR/PR Director 75,000-120,000 80,000
PR Manager 35,000-45,000 40,000
PR Executive 22,000-30,000 26,000
Internal Comms Manager 30,000-40,000 35,000
Wales £ Range £ Typical
Head of PR/PR Director 45,000-60,000 50,000
PR Manager 35,000-45,000 40,000
PR Executive 22,000-30,000 26,000
Internal Comms Manager 30,000-40,000 35,000
West Midlands £ Range £ Typical
Head of PR/PR Director 50,000-70,000 60,000
PR Manager 35,000-42,000 38,000
PR Executive 25,000-30,000 26,000
Internal Comms Manager 32,500-37,500 35,000
East Midlands £ Range £ Typical
Head of PR/PR Director 65,000-100,000 80,000
PR Manager 30,000-50,000 38,000
PR Executive 22,000-30,000 25,000
Internal Comms Manager 40,000-60,000 45,000
Yorkshire and the Humber £ Range £ Typical
Head of PR/PR Director 75,000-120,000 85,000
PR Manager 40,000-60,000 50,000
PR Executive 22,000-35,000 27,000
Internal Comms Manager 35,000-55,000 45,000
North East England £ Range £ Typical
Head of PR/PR Director 75,000-90,000 80,000
PR Manager 40,000-60,000 45,000
PR Executive 22,000-35,000 25,000
Internal Comms Manager 35,000-50,000 40,000
North West England £ Range £ Typical
Head of PR/PR Director 75,000-120,000 85,000
PR Manager 35,000-45,000 40,000
PR Executive 22,000-35,000 27,000
Internal Comms Manager 35,000-55,000 45,000
Scotland £ Range £ Typical
Head of PR/PR Director 50,000-60,000 50,000
PR Manager 30,000-45,000 35,000
PR Executive 22,000-28,000 25,000
Internal Comms Manager 30,000-50,000 35,000
Andrew RossPublic Relations and Policy Manager,Chartered Institute of Public Relations
Organisations can see the value of communicating effectively with external and internal stakeholders and technology is making that simpler and more effective. It is also easier for PR professionals to demonstrate a real return on investment from the media relations work they do and from their ongoing efforts to protect their clients’ reputation.
We have seen huge recruitment growth in technology PR, telecoms, the STEM sector and healthcare. Public affairs PR is also thriving despite the introduction of the Government’s statutory lobbying register. It remains important for organisations to influence local, central and European government.
In an age of 24-hour news PR candidates must be savvy, able to respond quickly and flexible. Can they tweet on a relevant or topical issue within minutes and obtain the information a broadcast journalist needs within half an hour? Increasingly agencies and in-house PR teams want people with some experience.
The traditional skills that make a great PR professional are as important as ever, such as being able to write strong copy and think on your feet as a confident communicator. Yet employers look for technical digital skills too, including a basic knowledge of coding. If the IT team is not available can a PR professional update the company’s website on a Saturday night with a statement on a story that will break in the Sunday papers? PR executives also need a good understanding of measurement and evaluation.
Content is crucial and PRs must be able to write advertising-standard content and develop visual, creative campaigns that tell a brand story and engage the audience. This is more important than ever in a world where digital allows a two-way conversation with customers through social media.
We are seeing a greater integration of public relations and marketing communications departments. Some 71% or respondents to the CIPR’s latest State of the Profession survey said they are now working more closely with at least one other department such as marketing (48%), events (41%), and customer service (37%). The most established area of shared responsibility is the management of social or digital media, which occurs for 60% of respondents.
This is understandable at a time when different marketing disciplines are crossing into each other’s territory. PR is not just about media relations but also includes the growing area of content marketing, for example. The blurring of the lines between PR, marketing and advertising will have an impact on clients in 2015 and beyond which could see full-service agencies thrive.
Public sector PR took the biggest hit during the recession with hundreds of jobs lost. Those that remain have had a tough few years so it is little surprise that those working in-house in the public sector report the lowest level of job satisfaction.
The industry itself is becoming more professional and the CIPR has developed a rigorous set of standards to improve the industry’s own reputation.
When it comes to pay, PR professionals are doing pretty well but the industry must do more about gender pay inequality. A truly professional discipline should not accept having a pay gap between men and women who are doing exactly the same job. This is an industry where 68% of employees are women and the pay gap widens with seniority.
As the voice of the public relations profession, the CIPR will continue to champion the interests of employers and candidates to help grow the industry for everyone.
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MARKETING PUBLIC SECTOR
London £ Range £ Typical
Head of News/Press 45,000-80,000 55,000
Press/Media Manager 35,000-65,000 50,000
Press/Media Officer 25,000-40,000 28,000
Public Affairs Manager 35,000-65,000 50,000
Public Affairs Officer 25,000-40,000 28,000
Communications Officer 20,000-38,000 25,000
Communications Manager 35,000-55,000 45,000
Head of Membership 45,000-60,000 55,000
Membership Manager 30,000-45,000 40,000
Membership Officer 20,000-30,000 25,000
Campaigns Manager 30,000-40,000 35,000
Campaigns Officer 20,000-30,000 25,000
South East England £ Range £ Typical
Head of News/Press 40,000-60,000 55,000
Press/Media Manager 30,000-40,000 35,000
Press/Media Officer 25,000-32,000 30,000
Public Affairs Manager 30,000-50,000 45,000
Public Affairs Officer 20,000-28,000 24,000
Communications Officer 20,000-30,000 25,000
Communications Manager 35,000-50,000 45,000
Head of Membership 45,000-60,000 55,000
Membership Manager 30,000-45,000 40,000
Membership Officer 20,000-30,000 25,000
Campaigns Manager 25,000-40,000 32,000
Campaigns Officer 20,000-30,000 25,000
East of England £ Range £ Typical
Head of News/Press 45,000-60,000 50,000
Press/Media Manager 35,000-50,000 40,000
Press/Media Officer 22,000-30,000 28,000
Public Affairs Manager 35,000-45,000 40,000
Public Affairs Officer 22,000-30,000 25,000
Communications Officer 22,000-30,000 25,000
Communications Manager 35,000-50,000 40,000
Head of Membership 45,000-60,000 55,000
Membership Manager 35,000-45,000 37,000
Membership Officer 22,000-30,000 25,000
Campaigns Manager 25,000-40,000 30,000
Campaigns Officer 22,000-30,000 25,000
South West England £ Range £ Typical
Head of News/Press 45,000-55,000 50,000
Press/Media Manager 25,000-35,000 30,000
Press/Media Officer 20,000-30,000 25,000
Public Affairs Manager 25,000-30,000 28,000
Public Affairs Officer 22,000-28,000 25,000
Communications Officer 22,000-28,000 25,000
Communications Manager 30,000-40,000 35,000
Head of Membership 45,000-55,000 50,000
Membership Manager 25,000-35,000 30,000
Membership Officer 20,000-30,000 25,000
Campaigns Manager 25,000-35,000 30,000
Campaigns Officer 20,000-30,000 24,000
Wales £ Range £ Typical
Head of News/Press 45,000-55,000 50,000
Press/Media Manager 25,000-35,000 30,000
Press/Media Officer 20,000-30,000 25,000
Public Affairs Manager 25,000-30,000 28,000
Public Affairs Officer 22,000-28,000 25,000
Communications Officer 22,000-28,000 25,000
Communications Manager 30,000-40,000 35,000
Head of Membership 45,000-55,000 50,000
Membership Manager 25,000-35,000 30,000
Membership Officer 20,000-30,000 25,000
Campaigns Manager 25,000-35,000 30,000
Campaigns Officer 20,000-30,000 25,000
West Midlands £ Range £ Typical
Head of News/Press 50,000-60,000 50,000
Press/Media Manager 30,000-40,000 32,000
Press/Media Officer 25,000-30,000 25,000
Public Affairs Manager 30,000-35,000 33,000
Public Affairs Officer 22,000-28,000 26,000
Communications Officer 25,000-30,000 27,000
Communications Manager 30,000-40,000 35,000
Head of Membership 50,000-60,000 50,000
Membership Manager 30,000-40,000 35,000
Membership Officer 25,000-30,000 25,000
Campaigns Manager 30,000-35,000 32,000
Campaigns Officer 25,000-30,000 25,000
East Midlands £ Range £ Typical
Head of News/Press 45,000-60,000 50,000
Press/Media Manager 35,000-50,000 40,000
Press/Media Officer 22,000-30,000 28,000
Public Affairs Manager 35,000-45,000 40,000
Public Affairs Officer 22,000-30,000 25,000
Communications Officer 22,000-30,000 25,000
Communications Manager 35,000-50,000 40,000
Head of Membership 45,000-60,000 55,000
Membership Manager 35,000-45,000 37,000
Membership Officer 22,000-30,000 25,000
Campaigns Manager 25,000-40,000 30,000
Campaigns Officer 22,000-30,000 25,000
Yorkshire and the Humber £ Range £ Typical
Head of News/Press 50,000-60,000 50,000
Press/Media Manager 35,000-50,000 45,000
Press/Media Officer 22,000-30,000 27,000
Public Affairs Manager 35,000-45,000 40,000
Public Affairs Officer 22,000-30,000 27,000
Communications Officer 22,000-30,000 27,000
Communications Manager 35,000-45,000 40,000
Head of Membership 40,000-60,000 50,000
Membership Manager 35,000-45,000 40,000
Membership Officer 22,000-30,000 25,000
Campaigns Manager 30,000-50,000 35,000
Campaigns Officer 22,000-30,000 25,000
North East England £ Range £ Typical
Head of News/Press 45,000-60,000 50,000
Press/Media Manager 35,000-50,000 40,000
Press/Media Officer 22,000-30,000 25,000
Public Affairs Manager 35,000-45,000 40,000
Public Affairs Officer 22,000-30,000 25,000
Communications Officer 22,000-30,000 25,000
Communications Manager 35,000-45,000 40,000
Head of Membership 50,000-75,000 55,000
Membership Manager 35,000-45,000 37,000
Membership Officer 22,000-30,000 25,000
Campaigns Manager 25,000-40,000 30,000
Campaigns Officer 22,000-30,000 25,000
North West England £ Range £ Typical
Head of News/Press 50,000-60,000 50,000
Press/Media Manager 35,000-55,000 45,000
Press/Media Officer 22,000-30,000 27,000
Public Affairs Manager 28,000-45,000 32,000
Public Affairs Officer 22,000-30,000 27,000
Communications Officer 22,000-30,000 27,000
Communications Manager 30,000-40,000 35,000
Head of Membership 50,000-60,000 55,000
Membership Manager 30,000-40,000 37,000
Membership Officer 25,000-28,000 25,000
Campaigns Manager 25,000-45,000 30,000
Campaigns Officer 22,000-30,000 25,000
Scotland £ Range £ Typical
Head of News/Press 50,000-60,000 50,000
Press/Media Manager 35,000-45,000 40,000
Press/Media Officer 22,000-27,000 25,000
Public Affairs Manager 30,000-40,000 35,000
Public Affairs Officer 22,000-27,000 24,000
Communications Officer 20,000-28,000 24,000
Communications Manager 30,000-45,000 35,000
Head of Membership 45,000-55,000 50,000
Membership Manager 30,000-40,000 35,000
Membership Officer 20,000-25,000 23,000
Campaigns Manager 30,000-40,000 35,000
Campaigns Officer 22,000-30,000 25,000
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OFFICE SUPPORT FOCUSED ON THE FUTURE
AdministrationDuring the downturn many support roles were combined, with administrative staff covering a range of jobs across a number of departments. Employers are now reverting back to more traditional roles, such as a dedicated receptionist, and recruiting more entry-level support staff. Organisations are finding that by offering more clearly defined roles, they are better able to attract the best professionals.
As organisations expand, they will require more specialist skills within their support functions. As a result salaries are finally starting to move upwards, as employers become increasingly willing to pay more. In 2015, we expect to see more demand for permanent staff as organisations look to attract and retain the best people by investing in them for the long term.
PA and secretarialThe role of the PA has evolved over the past decade and today many assistants are crucial in supporting business strategy and growth. Despite the changing role of the PA, we have not seen a dramatic rise in salaries, except in some major cities. However, we do expect pay increases to push ahead of inflation in 2015.
During the economic downturn, many organisations rationalised the number of assistants, with a single PA supporting several executives. However, as the economy returns to growth, more companies are returning to a one PA to one executive model, creating more jobs. Global companies are also searching for multilingual assistants.
Graduates are starting to identify being a PA as a potentially rewarding career; a sign that they recognise the influence that the role can now have in organisations.
Organisations want a PA who can build trust with their executive team, leading to a preference for hiring on a permanent basis. However, there remains a number of fixed-term contracts to cover long-term absences.
Employers want well-qualified professionals who are excellent networkers; although these talented individuals need to continue to be challenged in their role to prevent them from moving on.
Contact centresThe industry lost many experienced people when it was fashionable to move centres offshore to save money. The trend to bring contact centres back to the UK to improve customer service has accelerated in the past couple of years, creating a strong demand for experienced professionals.
Many companies are expanding their UK operations, particularly in the Midlands and North East, due to market demand and an increased focus on meeting customer needs. The result is a shortage of UK team leaders who can get their staff fully trained quickly.
Employers want effective team leaders and contact centre managers to tackle customer complaints and cope with increased demand. There is more focus on coaching and developing existing staff and additional investment in training to attract and retain talent.
This has been an industry predominantly staffed by temporary professionals for the last few years, but as confidence returns we are seeing more permanent recruitment. Salaries remain broadly stable but benefits can often be a game changer with more employers offering lifestyle benefits such as gym membership and discounted shopping vouchers.
In 2015, we expect high demand for experienced contact centre professionals and employers will look to boost retention rates to improve the industry’s reputation.
Organisations want a PA who can build trust with their executive team, leading to a preference for hiring on a permanent basis.
Many organisations are growing again which means they are increasing their headcount and recruiting dedicated reception, administration and support staff.
As the market continues to improve organisations are recognising that dedicated support roles are crucial to ensuring growth and to assist in capitalising on the opportunities now available. As a result, salaries are starting to increase in some areas and benefits are improving as employers look to invest in retaining their best support staff.
As employer confidence returns across the UK, we are seeing strong growth in permanent recruitment. Many organisations are moving away from the temporary staffing relied on during the last few years, in favour of a more long-term strategy. However, there remains a constant demand for temporary professionals to complete short-term project-led work.
Jobseeker confidence has been steadily improving over the past 6–12 months and individuals are now more willing to change jobs and are seeking opportunities to advance their career by moving to growing businesses.
Demand for contact centre staff continues to grow as centres expand, move or relocate back to the UK, which will lead to a gradual increase in salaries.
To attract the best people, employers will need to consider other benefits such as flexible working as many employees, especially those returning to the profession, will also be looking for an improved work-life balance.
There is a greater understanding among employers that good support helps a business to grow more quickly.
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London £ Range £ Typical
Office Manager 25,000-40,000 32,000
Administrator 23,000-29,000 25,500
Receptionist 16,000-24,000 21,000
Data Entry Operator 17,000-20,000 19,000
South East England £ Range £ Typical
Office Manager 24,000-30,000 25,000
Administrator 16,000-24,000 20,000
Receptionist 14,000-20,000 18,000
Data Entry Operator 16,000-19,000 17,000
East of England £ Range £ Typical
Office Manager 20,000-26,000 23,000
Administrator 17,000-23,000 20,000
Receptionist 13,000-19,000 17,000
Data Entry Operator 13,000-15,000 15,000
South West England £ Range £ Typical
Office Manager 18,000-25,000 21,000
Administrator 16,000-21,000 18,000
Receptionist 13,000-17,500 15,000
Data Entry Operator 13,000-14,000 14,000
Wales £ Range £ Typical
Office Manager 18,000-22,000 20,000
Administrator 15,000-18,000 16,500
Receptionist 13,000-16,000 14,500
Data Entry Operator 13,000-15,000 14,000
Midlands £ Range £ Typical
Office Manager 18,000-24,000 22,000
Administrator 17,000-22,000 20,000
Receptionist 13,000-17,000 15,000
Data Entry Operator 13,000-14,000 14,000
Yorkshire and the Humber £ Range £ Typical
Office Manager 18,000-25,000 22,000
Administrator 17,000-23,000 20,000
Receptionist 14,000-18,000 16,000
Data Entry Operator 13,000-15,000 14,000
North East England £ Range £ Typical
Office Manager 17,500-24,000 20,000
Administrator 16,000-21,000 18,000
Receptionist 13,000-17,500 15,000
Data Entry Operator 13,000-15,000 14,000
North West England £ Range £ Typical
Office Manager 20,000-25,000 22,000
Administrator 17,000-23,000 20,000
Receptionist 13,000-17,000 16,000
Data Entry Operator 13,000-14,000 14,000
Northern Ireland £ Range £ Typical
Office Manager 20,000-25,000 22,000
Administrator 15,000-20,000 18,000
Receptionist 14,000-20,000 16,000
Data Entry Operator 13,000-14,000 14,000
Scotland £ Range £ Typical
Office Manager 20,000-25,000 22,000
Administrator 15,000-20,000 18,000
Receptionist 14,000-20,000 16,000
Data Entry Operator 13,000-14,000 14,000
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London £ Range £ Typical
PA to CEO 35,000-55,000 45,000
PA (non-board level) 28,000-35,000 32,000
Specialist Secretary 27,000-35,000 30,000
Secretary 23,000-30,000 28,000
South East England £ Range £ Typical
PA to CEO 30,000-45,000 37,000
PA (non-board level) 24,000-30,000 27,000
Specialist Secretary 19,000-25,000 22,000
Secretary 18,000-25,000 21,000
East of England £ Range £ Typical
PA to CEO 23,000-35,000 32,000
PA (non-board level) 22,000-28,000 24,000
Specialist Secretary 19,000-24,000 20,000
Secretary 16,000-22,000 18,000
South West England £ Range £ Typical
PA to CEO 25,000-35,000 30,000
PA (non-board level) 18,000-24,000 20,000
Specialist Secretary 17,000-20,000 19,000
Secretary 16,000-22,000 18,000
Wales £ Range £ Typical
PA to CEO 22,000-25,000 23,500
PA (non-board level) 18,000-22,000 19,000
Specialist Secretary 16,000-18,000 17,000
Secretary 14,000-17,000 15,500
Midlands £ Range £ Typical
PA to CEO 25,000-40,000 35,000
PA (non-board level) 18,000-28,000 22,000
Specialist Secretary 17,000-22,000 19,000
Secretary 16,000-20,000 18,000
Yorkshire and the Humber £ Range £ Typical
PA to CEO 25,000-40,000 35,000
PA (non-board level) 22,000-28,000 24,000
Specialist Secretary 18,000-22,000 20,000
Secretary 16,000-22,000 18,000
North East England £ Range £ Typical
PA to CEO 25,000-35,000 30,000
PA (non-board level) 18,000-28,000 22,000
Specialist Secretary 16,000-20,000 17,000
Secretary 15,000-19,000 16,000
North West England £ Range £ Typical
PA to CEO 25,000-40,000 35,000
PA (non-board level) 22,000-28,000 24,000
Specialist Secretary 18,000-22,000 20,000
Secretary 16,000-22,000 18,000
Northern Ireland £ Range £ Typical
PA to CEO 25,000-32,000 27,000
PA (non-board level) 20,000-26,000 22,000
Specialist Secretary 18,000-22,000 20,000
Secretary 18,000-22,000 19,000
Scotland £ Range £ Typical
PA to CEO 25,000-38,000 35,000
PA (non-board level) 22,000-28,000 24,000
Specialist Secretary 17,000-22,000 20,000
Secretary 16,000-22,000 18,000
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Yorkshire and the Humber
Customer service and sales £ Range £ Typical
Contact Centre/ Customer Service Manager 30,000-45,000 35,000
Sales/Telesales Team Leader 20,000-26,000 24,000
Outbound Sales & Service 15,000-20,000 17,000
Inbound Sales & Service 14,000-18,000 16,500
Debt collections (B2C) £ Range £ Typical
Collections Representative 17,000-23,000 18,000
North East England
Customer service and sales £ Range £ Typical
Contact Centre/ Customer Service Manager 25,000-35,000 30,000
Sales/Telesales Team Leader 18,000-24,000 22,000
Outbound Sales & Service 14,000-19,000 16,000
Inbound Sales & Service 14,000-17,000 15,000
Debt collections (B2C) £ Range £ Typical
Collections Representative 16,000-19,000 17,000
North West England
Customer service and sales £ Range £ Typical
Contact Centre/ Customer Service Manager 30,000-45,000 35,000
Sales/Telesales Team Leader 20,000-26,000 24,000
Outbound Sales & Service 15,000-20,000 17,000
Inbound Sales & Service 16,000-19,000 16,500
Debt collections (B2C) £ Range £ Typical
Collections Representative 16,000-18,000 17,000
Northern Ireland
Customer service and sales £ Range £ Typical
Contact Centre/ Customer Service Manager 28,000-40,000 35,000
Sales/Telesales Team Leader 18,000-24,000 20,000
Outbound Sales & Service 14,000-18,000 16,000
Inbound Sales & Service 14,000-18,000 15,000
Debt collections (B2C) £ Range £ Typical
Collections Representative 16,000-20,000 16,500
Scotland
Customer service and sales £ Range £ Typical
Contact Centre/ Customer Service Manager 28,000-40,000 35,000
Sales/Telesales Team Leader 18,000-24,000 22,000
Outbound Sales & Service 15,000-20,000 18,500
Inbound Sales & Service 14,000-18,000 16,000
Debt collections (B2C) £ Range £ Typical
Collections Representative 16,000-20,000 17,000
London
Customer service and sales £ Range £ Typical
Contact Centre/ Customer Service Manager 40,000-60,000 50,000
Sales/Telesales Team Leader 25,000-35,000 30,000
Outbound Sales & Service 20,000-24,000 22,000
Inbound Sales & Service 18,000-22,000 20,000
Debt collections (B2C) £ Range £ Typical
Collections Representative 20,000-25,000 22,000
South East England
Customer service and sales £ Range £ Typical
Contact Centre/ Customer Service Manager 35,000-45,000 40,000
Sales/Telesales Team Leader 20,000-30,000 25,000
Outbound Sales & Service 15,000-22,000 18,000
Inbound Sales & Service 13,000-18,000 16,500
Debt collections (B2C) £ Range £ Typical
Collections Representative 18,000-22,000 20,000
East of England
Customer service and sales £ Range £ Typical
Contact Centre/ Customer Service Manager 30,000-40,000 35,000
Sales/Telesales Team Leader 22,000-26,000 24,000
Outbound Sales & Service 15,000-18,000 17,000
Inbound Sales & Service 15,000-18,000 16,000
Debt collections (B2C) £ Range £ Typical
Collections Representative 16,000-18,000 17,000
South West England
Customer service and sales £ Range £ Typical
Contact Centre/ Customer Service Manager 28,000-42,000 35,000
Sales/Telesales Team Leader 18,000-23,000 20,000
Outbound Sales & Service 14,500-20,000 17,000
Inbound Sales & Service 13,000-16,500 15,000
Debt collections (B2C) £ Range £ Typical
Collections Representative 16,000-19,000 17,000
Wales
Customer service and sales £ Range £ Typical
Contact Centre/ Customer Service Manager 28,000-42,000 35,000
Sales/Telesales Team Leader 18,000-23,000 20,000
Outbound Sales & Service 14,500-18,000 16,000
Inbound Sales & Service 13,000-16,500 15,000
Debt collections (B2C) £ Range £ Typical
Collections Representative 16,000-19,000 17,000
Midlands
Customer service and sales £ Range £ Typical
Contact Centre/ Customer Service Manager 32,000-45,000 35,000
Sales/Telesales Team Leader 20,000-26,000 24,000
Outbound Sales & Service 14,000-20,000 17,000
Inbound Sales & Service 13,000-18,000 16,000
Debt collections (B2C) £ Range £ Typical
Collections Representative 14,000-20,000 17,000
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PROCUREMENT & SUPPLY CHAIN AN ASPIRATIONAL OUTLOOK
ProcurementThe economic climate pre and post recession has highlighted the need for better procurement practices and raised the profile of the function and the value it can bring. This has led to heightened recruitment levels as organisations try to save money, improve efficiency and comply with regulations.
The jobs market for procurement professionals is robust and there is a sustained demand for procurement experts across all sectors. Due to the expansion of procurement as a function, coupled with the increased business confidence, there is high demand for indirect buyers, especially within professional services organisations. Those with category experience within IT continue to be highly valued as companies invest in their technology infrastructure.
Within manufacturing, buyers are in high demand. The success of large UK-based original equipment manufacturers (OEMs) has increased vacancies in their procurement functions and the resulting high levels of demand on suppliers has resulted in procurement opportunities throughout the sector.
Public sector procurementFollowing the cost cutting focus of the past few years even many of the smallest organisations, including public sector bodies, regulators and charities, have invested in a procurement function. This has meant that demand for procurement professionals at all levels has increased within the public sector.
We are seeing an increased requirement for clinical experience within the NHS while local authorities are looking for those with commercial expertise. Those with IT and facilities management category experience are also in demand as well as many other indirect categories. Many central government departments have moved to centralised teams, and we are seeing more outsourcing, collaborative hubs and department mergers. Vacancy levels in housing associations, charities and not-for-profit organisations have also remained steady.
Employers are looking for the traditional softer skills associated with procurement and require those who can influence, negotiate and persuade.
All of this activity has increased the need for skilled procurement professionals in a market where that talent is already in short supply for the salaries being offered. Many organisations have unrealistic expectations of the procurement professionals they can recruit for the pay on offer, but this is a good opportunity to hire less experienced people and give them the training needed to progress.
Organisations are trying to reduce their reliance on interims and recruit permanent headcount but are struggling to attract candidates from the private sector. Employers should emphasise the high-profile projects candidates will be working on, explain the training opportunities available and improve the recruitment and onboarding process to avoid missing out on the best people.
Across the public sector those with IT and facilities management category experience are in demand.
The procurement and supply chain sector was largely unaffected by the economic downturn and its ability to save costs and improve service levels has helped to raise its profile.
With improving financial confidence in the UK, now is a good time for the procurement and supply chain sector. Manufacturing is in a period of growth, providing opportunities for procurement and manufacturing professionals alike and this, along with the ongoing increase in e-commerce, has improved the outlook for logistics in the UK.
Salaries in general, whilst remaining fairly stable over the last 12 months, are still competitive, although many SMEs are struggling to compete with salaries offered by larger businesses. To combat this, many are offering other benefits to attract candidates, including bonus schemes and flexible working where appropriate. Current sentiment is indicating employers may have to consider increasing pay during 2015.
Salaries are rising in organisations where the benefits of having a strong procurement team are appreciated, but permanent salaries are struggling to keep up with interim rates so we may see some professionals once again choose the interim career route in 2015. We saw levels of temporary workers during 2014 increase to fill the skill gaps for a rising number of project-based contracts.
The number of jobs within manufacturing in particular and throughout the whole of the supply chain is growing rapidly and the vast majority of roles available are on a permanent basis. The demand for temporary and interim workers is also increasing, as organisations look to plug gaps in their permanent headcount while they recruit.
Procurement must do more to encourage people to join the profession at entry level by explaining the career opportunities available. It must also work harder to convince those working in legal, finance, operations and sales that they may have the transferable skills to be successful in this area.
The jobs market for procurement professionals is robust and there is a sustained demand for procurement experts across all sectors.
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Manufacturing and supply chainManufacturing within the UK has been steadily growing for the past 18 months, and there has been increased demand for skills across the whole of the UK. The automotive, aerospace, FMCG, oil and gas and food and drink sectors in particular have seen strong growth as well as chemicals and pharmaceuticals.
As manufacturers see an increase in new orders and production levels rise, we are expecting vacancy numbers across the whole of the supply chain to increase. Production management and production planning as well as general supply chain management, materials management, quality and continuous improvement are all areas in demand.
Manufacturers are constantly striving to improve their supply chain efficiency so demand and supply planners and managers, as well as functional heads who can implement robust S&OP processes, are being hired. Employers prefer to recruit those with Lean, Six Sigma, 5S, IOSH and other relevant qualifications.
OEMs tend to pay at the higher end of salary brackets meaning SMEs are struggling to compete on pay and benefits. If the sector continues its strong growth into 2015 we expect pay will increase as skilled candidates become more in demand and the economic recovery accelerates.
The logistics industry has also made efforts to attract graduates, and to become a sector that is recognised as a profession people can aspire to be a part of.
LogisticsThere is positivity for logistics professionals in the UK. While cost and margin pressures remain significant, the skills required to deliver excellent service within these constraints are in high demand.
As manufacturing increases, logistics volumes rise for inbound raw materials and outbound finished products; this in turn helps to boost employment levels in the sector. Alongside this, retailers restructuring and becoming multi-channel businesses are also helping to increase demand for logistics professionals and their fast-moving warehouses require skilled workers at all levels.
Parcel companies are flourishing with the big players benefiting from the ongoing growth of e-commerce. As they increase capacity they are recruiting extra staff to help with additional services such as text updates, one hour slots and Sunday deliveries.
The logistics jobs market (at supervisory and management grades) is dominated by permanent roles. However, interims continue to provide the best solution for projects and change delivery, systems implementation and peak time cover.
Salaries have been fairly stable over the last 12 months but we are starting to see an upward trend at management level, where the shortage of experienced leaders is increasing pay and counter offers are becoming common. In order to stand out and attract and retain the best talent, larger companies are providing flexible benefits packages and attractive bonus schemes.
As a profession, logistics has had to be good at nurturing and growing its internal talent and many people who started out as drivers or warehouse operatives have worked their way up. This has allowed businesses to keep salaries lower but this is a trend we see changing as skills are in short supply.
The industry has also made efforts to attract graduates, and become a sector that is recognised as a profession people can aspire to be a part of. The increasing complexity of logistics solutions means that the sector can provide a challenging and rewarding career. Sector specific degree courses are becoming more common, and while the industry will always reward talent wherever it is found, there is healthy competition to attract those with industry specific qualifications and MBAs.
PROCUREMENT & SUPPLY CHAIN AN ASPIRATIONAL OUTLOOK
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London £ Range £ Typical
Director of Procurement 80,000-175,000 120,000
Head of Procurement 75,000-130,000 100,000
Group Procurement Manager 55,000-85,000 70,000
Category Lead/Strategic Sourcing Manager 55,000-85,000 68,000
Procurement Manager 45,000-70,000 60,000
Category Manager 45,000-70,000 55,000
Supplier Relationship Manager 45,000-85,000 55,000
Contracts Manager 45,000-70,000 50,000
Senior Buyer 35,000-50,000 45,000
Buyer 30,000-45,000 35,000
Procurement Analyst 25,000-45,000 38,000
Assistant Buyer 25,000-35,000 27,000
South East England £ Range £ Typical
Director of Procurement 80,000-150,000 110,000
Head of Procurement 70,000-100,000 90,000
Group Procurement Manager 55,000-70,000 65,000
Category Lead/Strategic Sourcing Manager 50,000-70,000 65,000
Procurement Manager 45,000-70,000 55,000
Category Manager 45,000-70,000 55,000
Supplier Relationship Manager 45,000-70,000 52,000
Contracts Manager 40,000-55,000 45,000
Senior Buyer 35,000-45,000 40,000
Buyer 25,000-35,000 32,000
Procurement Analyst 30,000-45,000 35,000
Assistant Buyer 20,000-27,000 25,000
East of England £ Range £ Typical
Director of Procurement 75,000-170,000 115,000
Head of Procurement 65,000-120,000 80,000
Group Procurement Manager 50,000-75,000 65,000
Category Lead/Strategic Sourcing Manager 45,000-75,000 65,000
Procurement Manager 35,000-65,000 50,000
Category Manager 45,000-75,000 50,000
Supplier Relationship Manager 50,000-75,000 52,000
Contracts Manager 35,000-50,000 45,000
Senior Buyer 35,000-45,000 40,000
Buyer 25,000-42,000 35,000
Procurement Analyst 30,000-50,000 36,000
Assistant Buyer 20,000-30,000 24,000
South West England £ Range £ Typical
Director of Procurement 65,000-120,000 95,000
Head of Procurement 55,000-100,000 80,000
Group Procurement Manager 50,000-70,000 60,000
Category Lead/Strategic Sourcing Manager 45,000-65,000 50,000
Procurement Manager 35,000-50,000 42,000
Category Manager 40,000-65,000 45,000
Supplier Relationship Manager 45,000-65,000 47,000
Contracts Manager 35,000-50,000 45,000
Senior Buyer 30,000-40,000 35,000
Buyer 25,000-38,000 28,000
Procurement Analyst 25,000-40,000 35,000
Assistant Buyer 23,000-26,000 24,000
Wales £ Range £ Typical
Director of Procurement 70,000-110,000 90,000
Head of Procurement 50,000-80,000 70,000
Group Procurement Manager 45,000-65,000 60,000
Category Lead/Strategic Sourcing Manager 35,000-48,000 46,000
Procurement Manager 32,000-45,000 38,000
Category Manager 30,000-42,000 36,000
Supplier Relationship Manager 26,000-35,000 31,000
Contracts Manager 25,000-35,000 32,000
Senior Buyer 22,000-30,000 26,000
Buyer 17,000-25,000 22,000
Procurement Analyst 16,000-22,000 20,000
Assistant Buyer 15,000-20,000 18,000
West Midlands £ Range £ Typical
Director of Procurement 80,000-150,000 115,000
Head of Procurement 65,000-90,000 75,000
Group Procurement Manager 45,000-70,000 65,000
Category Lead/Strategic Sourcing Manager 60,000-70,000 65,000
Procurement Manager 45,000-60,000 52,000
Category Manager 40,000-65,000 50,000
Supplier Relationship Manager 40,000-50,000 45,000
Contracts Manager 35,000-50,000 45,000
Senior Buyer 35,000-40,000 40,000
Buyer 25,000-35,000 30,000
Procurement Analyst 25,000-37,000 30,000
Assistant Buyer 18,000-25,000 24,000
East Midlands £ Range £ Typical
Director of Procurement 80,000-150,000 115,000
Head of Procurement 65,000-90,000 75,000
Group Procurement Manager 45,000-60,000 60,000
Category Lead/Strategic Sourcing Manager 60,000-70,000 58,000
Procurement Manager 45,000-60,000 50,000
Category Manager 40,000-65,000 45,000
Supplier Relationship Manager 40,000-50,000 45,000
Contracts Manager 35,000-50,000 46,000
Senior Buyer 35,000-40,000 38,000
Buyer 25,000-35,000 30,000
Procurement Analyst 25,000-37,000 30,000
Assistant Buyer 18,000-25,000 20,000
Yorkshire and the Humber £ Range £ Typical
Director of Procurement 90,000-120,000 95,000
Head of Procurement 70,000-100,000 75,000
Group Procurement Manager 50,000-70,000 65,000
Category Lead/Strategic Sourcing Manager 50,000-65,000 57,000
Procurement Manager 35,000-55,000 50,000
Category Manager 45,000-55,000 50,000
Supplier Relationship Manager 45,000-55,000 50,000
Contracts Manager 35,000-45,000 40,000
Senior Buyer 35,000-45,000 35,000
Buyer 25,000-35,000 30,000
Procurement Analyst 25,000-40,000 30,000
Assistant Buyer 18,000-25,000 22,000
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North East England £ Range £ Typical
Director of Procurement 70,000-95,000 85,000
Head of Procurement 55,000-75,000 65,000
Group Procurement Manager 45,000-60,000 55,000
Category Lead/Strategic Sourcing Manager 40,000-50,000 45,000
Procurement Manager 35,000-55,000 45,000
Category Manager 35,000-50,000 45,000
Supplier Relationship Manager 40,000-50,000 42,000
Contracts Manager 35,000-45,000 40,000
Senior Buyer 28,000-36,000 33,000
Buyer 22,000-30,000 28,000
Procurement Analyst 22,000-32,000 25,000
Assistant Buyer 18,000-21,000 20,000
North West England £ Range £ Typical
Director of Procurement 70,000-130,000 90,000
Head of Procurement 60,000-90,000 70,000
Group Procurement Manager 50,000-65,000 60,000
Category Lead/Strategic Sourcing Manager 45,000-55,000 50,000
Procurement Manager 40,000-55,000 47,000
Category Manager 40,000-50,000 45,000
Supplier Relationship Manager 40,000-50,000 45,000
Contracts Manager 35,000-45,000 40,000
Senior Buyer 35,000-45,000 40,000
Buyer 25,000-35,000 27,500
Procurement Analyst 25,000-30,000 27,500
Assistant Buyer 20,000-25,000 23,000
Northern Ireland £ Range £ Typical
Director of Procurement 55,000-80,000 65,000
Head of Procurement 50,000-80,000 60,000
Group Procurement Manager 40,000-80,000 52,000
Category Lead/Strategic Sourcing Manager 40,000-80,000 50,000
Procurement Manager 30,000-55,000 38,000
Category Manager 30,000-55,000 38,000
Supplier Relationship Manager 30,000-55,000 40,000
Contracts Manager 30,000-50,000 38,000
Senior Buyer 28,000-45,000 34,000
Buyer 18,000-30,000 26,500
Procurement Analyst 18,000-24,000 22,000
Assistant Buyer 18,000-22,000 20,000
Scotland £ Range £ Typical
Director of Procurement 75,000-120,000 100,000
Head of Procurement 70,000-90,000 80,000
Group Procurement Manager 45,000-60,000 55,000
Category Lead/Strategic Sourcing Manager 40,000-50,000 47,000
Procurement Manager 40,000-50,000 47,000
Category Manager 40,000-50,000 47,000
Supplier Relationship Manager 40,000-50,000 46,000
Contracts Manager 40,000-50,000 46,000
Senior Buyer 35,000-40,000 40,000
Buyer 25,000-35,000 30,000
Procurement Analyst 27,000-37,000 30,000
Assistant Buyer 18,000-25,000 21,000
David NobleGroup CEO, CIPS
Change is coming. Surveys about the profession and from wider business circles are saying that the profession is at the cusp of a number of trends that will transform the way other professions view us and what success can mean for us in the future.
There’s no doubt there are seismic shifts in the economic centre of gravity. China and India are second and third in economic rankings and given the scale of these countries and their abilities, it won’t be long until they pass the current powerhouse – the US. Procurement needs to be ready and willing to step up and meet these global challenges.
No one can fail to have noticed the potential that 3D printing will bring to the world and the impact on supply chains. This technology, also called ‘additive manufacturing,’ will provide cheaper machinery parts for example which will transform how local sourcing is managed. There have even been successful trials in food printing which has implications for the world’s hungry. Harnessing new technology and making use of all its possibilities is an opportunity to be seized rather than feared.
Earlier this year, CIPS was asked by the UK Government to comment on the Modern Slavery Bill and its prevalence in procurement. Though the abolition of slavery in supply chains didn’t eventually make it into law, by highlighting the issue this has created a storm of questioning and concern about ethical management. One of the greatest assets a procurement team can offer its organisation is increased visibility and transparency of their supply chains. Without full visibility organisations are at risk of acting unethically if not illegally and the damage to reputation and profit can be immense.
Our call for a licence in the profession begins with self-regulation and may end in legislation, who knows, but for now employers have confidence that our MCIPS and FCIPS members are the best.
Talent attraction is still a major issue in the profession. CIPS has been running a campaign which included the launch of beabuyer.com to give teachers, advisers, parents and young people themselves an insight into what the profession can offer. We sent out materials to 12,000 schools and our members have volunteered to present at careers fairs and open days. Along with procurement apprenticeships in Scotland and England, the future is looking at little brighter in attracting future talent.
Professionals need to get smarter in their use of data and we’re already seeing that happening. Along with the development of a wider set of skills, using data for reporting and forecasting is a large part of the professional’s toolkit. Use of Purchasing Managers’ Indices and the CIPS Supply Chain Risk Index launched by CIPS with Dun & Bradstreet this year should be regular amongst datasets used.
Procurement and supply chain management is increasingly influential. Seeing the number of professionals moving into CEO roles such as Sam Walsh from Rio Tinto and Hisao Tanaka from Toshiba is testament to the profession’s continued rise in prominence.
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PROCUREMENT & SUPPLY CHAIN PUBLIC SECTOR PROCUREMENT
London £ Range £ Typical
Director of Procurement 80,000-100,000 90,000
Head of Procurement 60,000-90,000 70,000
Procurement/Contracts Manager 45,000-60,000 55,000
Category Manager 45,000-60,000 48,000
Procurement Officer/Category Specialist 35,000-45,000 36,000
Buyer 26,000-40,000 32,000
Procurement Analyst 25,000-40,000 35,000
Procurement Assistant 22,000-28,000 25,000
South East England £ Range £ Typical
Director of Procurement 70,000-90,000 80,000
Head of Procurement 50,000-70,000 55,000
Procurement/Contracts Manager 40,000-55,000 45,000
Category Manager 40,000-50,000 42,000
Procurement Officer/Category Specialist 30,000-45,000 35,000
Buyer 25,000-35,000 28,000
Procurement Analyst 25,000-35,000 30,000
Procurement Assistant 20,000-25,000 22,000
East of England £ Range £ Typical
Director of Procurement 80,000-100,000 85,000
Head of Procurement 50,000-85,000 65,000
Procurement/Contracts Manager 35,000-50,000 45,000
Category Manager 32,000-51,000 40,000
Procurement Officer/Category Specialist 26,000-40,000 29,500
Buyer 20,000-32,000 30,000
Procurement Analyst 25,000-35,000 30,000
Procurement Assistant 16,000-25,000 20,000
South West England £ Range £ Typical
Director of Procurement 60,000-100,000 75,000
Head of Procurement 50,000-80,000 65,000
Procurement/Contracts Manager 35,000-50,000 40,000
Category Manager 30,000-50,000 40,000
Procurement Officer/Category Specialist 25,000-45,000 35,000
Buyer 25,000-35,000 30,000
Procurement Analyst 25,000-35,000 30,000
Procurement Assistant 18,000-23,000 22,000
Wales £ Range £ Typical
Director of Procurement 70,000-100,000 75,000
Head of Procurement 45,000-75,000 55,000
Procurement/Contracts Manager 30,000-45,000 38,000
Category Manager 30,000-45,000 38,000
Procurement Officer/Category Specialist 23,000-35,000 25,000
Buyer 19,000-28,000 24,000
Procurement Analyst 20,000-30,000 26,000
Procurement Assistant 15,000-18,000 16,000
West Midlands £ Range £ Typical
Director of Procurement 75,000-100,000 85,000
Head of Procurement 53,000-85,000 65,000
Procurement/Contracts Manager 38,000-50,000 43,000
Category Manager 35,000-55,000 47,000
Procurement Officer/Category Specialist 25,000-35,000 30,000
Buyer 25,000-33,000 28,000
Procurement Analyst 23,000-30,000 27,000
Procurement Assistant 17,000-24,000 20,000
East Midlands £ Range £ Typical
Director of Procurement 80,000-100,000 80,000
Head of Procurement 50,000-80,000 63,000
Procurement/Contracts Manager 35,000-55,000 39,000
Category Manager 40,000-60,000 46,000
Procurement Officer/Category Specialist 28,000-35,000 28,000
Buyer 25,000-32,000 26,000
Procurement Analyst 25,000-30,000 26,000
Procurement Assistant 18,000-24,000 19,000
Yorkshire and the Humber £ Range £ Typical
Director of Procurement 75,000-90,000 75,000
Head of Procurement 55,000-85,000 60,000
Procurement/Contracts Manager 35,000-55,000 45,000
Category Manager 38,000-55,000 45,000
Procurement Officer/Category Specialist 20,000-40,000 32,000
Buyer 20,000-32,000 28,000
Procurement Analyst 25,000-35,000 28,000
Procurement Assistant 18,000-25,000 22,000
North East England £ Range £ Typical
Director of Procurement 75,000-90,000 75,000
Head of Procurement 60,000-75,000 65,000
Procurement/Contracts Manager 35,000-45,000 40,000
Category Manager 40,000-50,000 45,000
Procurement Officer/Category Specialist 25,000-37,000 30,000
Buyer 22,000-32,000 27,000
Procurement Analyst 22,000-32,000 25,500
Procurement Assistant 18,000-23,000 20,000
North West England £ Range £ Typical
Director of Procurement 60,000-80,000 75,000
Head of Procurement 50,000-70,000 60,000
Procurement/Contracts Manager 35,000-45,000 40,000
Category Manager 30,000-50,000 40,000
Procurement Officer/Category Specialist 20,000-30,000 27,000
Buyer 22,000-30,000 26,000
Procurement Analyst 25,000-30,000 28,000
Procurement Assistant 17,000-22,000 19,000
Northern Ireland £ Range £ Typical
Director of Procurement 70,000-100,000 75,000
Head of Procurement 50,000-80,000 60,000
Procurement/Contracts Manager 35,000-50,000 40,000
Category Manager 35,000-50,000 40,000
Procurement Officer/Category Specialist 24,000-35,000 31,000
Buyer 18,000-25,000 25,000
Procurement Analyst 17,000-25,000 24,000
Procurement Assistant 18,000-25,000 22,000
Scotland £ Range £ Typical
Director of Procurement 70,000-85,000 75,000
Head of Procurement 55,000-70,000 65,000
Procurement/Contracts Manager 37,000-46,000 43,000
Category Manager 37,000-46,000 43,000
Procurement Officer/Category Specialist 27,000-37,000 32,000
Buyer 27,000-37,000 28,000
Procurement Analyst 25,000-35,000 28,000
Procurement Assistant 18,000-24,000 21,000
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PROCUREMENT & SUPPLY CHAIN MANUFACTURING
London £ Range £ Typical
Production/Operations Director 70,000-120,000 100,000
General Manager 63,000-91,000 76,000
Operations Manager 40,000-82,000 60,000
Production Manager 35,000-53,000 48,000
Production Shift Manager 28,000-40,000 35,000
South East England £ Range £ Typical
Production/Operations Director 70,000-120,000 100,000
General Manager 55,000-85,000 67,000
Operations Manager 45,000-55,000 55,000
Production Manager 33,000-45,000 45,000
Production Shift Manager 25,000-40,000 35,000
East of England £ Range £ Typical
Production/Operations Director 70,000-120,000 85,000
General Manager 55,000-70,000 65,000
Operations Manager 45,000-55,000 52,000
Production Manager 40,000-55,000 45,000
Production Shift Manager 30,000-40,000 35,000
South West England £ Range £ Typical
Production/Operations Director 75,000-120,000 80,000
General Manager 55,000-75,000 65,000
Operations Manager 45,000-60,000 48,000
Production Manager 40,000-50,000 45,000
Production Shift Manager 28,000-40,000 33,000
Wales £ Range £ Typical
Production/Operations Director 60,000-100,000 70,000
General Manager 40,000-60,000 45,000
Operations Manager 30,000-50,000 40,000
Production Manager 30,000-45,000 35,000
Production Shift Manager 25,000-35,000 32,000
West Midlands £ Range £ Typical
Production/Operations Director 70,000-110,000 80,000
General Manager 55,000-75,000 65,000
Operations Manager 45,000-55,000 50,000
Production Manager 35,000-50,000 45,000
Production Shift Manager 25,000-40,000 36,000
East Midlands £ Range £ Typical
Production/Operations Director 70,000-100,000 80,000
General Manager 55,000-85,000 60,000
Operations Manager 45,000-55,000 50,000
Production Manager 35,000-45,000 45,000
Production Shift Manager 25,000-35,000 35,000
Yorkshire and the Humber £ Range £ Typical
Production/Operations Director 70,000-100,000 75,000
General Manager 50,000-70,000 55,000
Operations Manager 45,000-55,000 45,000
Production Manager 30,000-40,000 40,000
Production Shift Manager 25,000-40,000 35,000
North East England £ Range £ Typical
Production/Operations Director 70,000-95,000 80,000
General Manager 55,000-70,000 52,000
Operations Manager 40,000-50,000 45,000
Production Manager 35,000-45,000 40,000
Production Shift Manager 28,000-35,000 30,000
North West England £ Range £ Typical
Production/Operations Director 70,000-110,000 85,000
General Manager 45,000-70,000 58,000
Operations Manager 45,000-55,000 48,000
Production Manager 35,000-50,000 42,000
Production Shift Manager 27,000-38,000 32,000
Northern Ireland £ Range £ Typical
Production/Operations Director 65,000-100,000 65,000
General Manager 40,000-70,000 50,000
Operations Manager 30,000-60,000 40,000
Production Manager 24,000-35,000 30,000
Production Shift Manager 18,000-24,000 23,000
Scotland £ Range £ Typical
Production/Operations Director 70,000-100,000 75,000
General Manager 45,000-70,000 53,000
Operations Manager 40,000-55,000 48,000
Production Manager 32,000-45,000 40,000
Production Shift Manager 25,000-40,000 35,000
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PROCUREMENT & SUPPLY CHAIN SUPPLY CHAIN
East Midlands £ Range £ Typical
Supply Chain Director 80,000-130,000 100,000
Head of Supply Chain 60,000-110,000 85,000
Supply Chain Manager 40,000-60,000 55,000
Production Planning Manager 35,000-50,000 40,000
Demand/Forecast Manager 35,000-50,000 40,000
S&OP Manager 35,000-50,000 45,000
Material Scheduler 25,000-35,000 30,000
Production Planner 25,000-35,000 30,000
Demand Planner 25,000-35,000 30,000
Supply Chain Planner 20,000-30,000 25,000
Yorkshire and the Humber £ Range £ Typical
Supply Chain Director 70,000-100,000 80,000
Head of Supply Chain 50,000-70,000 65,000
Supply Chain Manager 35,000-50,000 40,000
Production Planning Manager 35,000-50,000 40,000
Demand/Forecast Manager 35,000-45,000 40,000
S&OP Manager 35,000-45,000 40,000
Material Scheduler 20,000-30,000 24,000
Production Planner 20,000-30,000 25,000
Demand Planner 25,000-35,000 25,000
Supply Chain Planner 20,000-30,000 24,000
North East England £ Range £ Typical
Supply Chain Director 75,000-110,000 90,000
Head of Supply Chain 55,000-85,000 65,000
Supply Chain Manager 40,000-60,000 45,000
Production Planning Manager 35,000-45,000 40,000
Demand/Forecast Manager 35,000-45,000 40,000
S&OP Manager 35,000-45,000 40,000
Material Scheduler 20,000-28,000 24,000
Production Planner 20,000-30,000 25,000
Demand Planner 20,000-30,000 25,000
Supply Chain Planner 20,000-25,000 23,000
North West England £ Range £ Typical
Supply Chain Director 80,000-120,000 95,000
Head of Supply Chain 65,000-90,000 72,000
Supply Chain Manager 40,000-70,000 58,000
Production Planning Manager 35,000-50,000 42,000
Demand/Forecast Manager 35,000-55,000 42,000
S&OP Manager 35,000-50,000 42,000
Material Scheduler 20,000-28,000 25,000
Production Planner 22,000-28,000 25,000
Demand Planner 24,000-32,000 26,000
Supply Chain Planner 22,000-26,000 23,000
Northern Ireland £ Typical
Supply Chain Director 60,000-100,000 75,000
Head of Supply Chain 40,000-80,000 60,000
Supply Chain Manager 40,000-60,000 50,000
Production Planning Manager 25,000-50,000 38,000
Demand/Forecast Manager 30,000-50,000 40,000
S&OP Manager 30,000-50,000 40,000
Material Scheduler 20,000-30,000 23,000
Production Planner 15,000-25,000 21,000
Demand Planner 20,000-30,000 25,000
Supply Chain Planner 15,000-22,000 21,000
Scotland £ Range £ Typical
Supply Chain Director 80,000-120,000 100,000
Head of Supply Chain 60,000-100,000 75,000
Supply Chain Manager 35,000-65,000 50,000
Production Planning Manager 35,000-45,000 40,000
Demand/Forecast Manager 35,000-45,000 40,000
S&OP Manager 35,000-48,000 40,000
Material Scheduler 20,000-28,000 25,000
Production Planner 22,000-28,000 25,000
Demand Planner 24,000-35,000 28,000
Supply Chain Planner 18,000-28,000 24,000
London £ Range £ Typical
Supply Chain Director 90,000-180,000 150,000
Head of Supply Chain 85,000-123,000 95,000
Supply Chain Manager 55,000-93,000 66,000
Production Planning Manager 40,000-50,000 48,000
Demand/Forecast Manager 45,000-60,000 51,000
S&OP Manager 36,000-55,000 45,000
Material Scheduler 27,000-38,000 35,000
Production Planner 27,000-40,000 35,000
Demand Planner 25,000-38,000 32,000
Supply Chain Planner 29,000-43,000 32,000
South East England £ Range £ Typical
Supply Chain Director 60,000-120,000 100,000
Head of Supply Chain 57,000-100,000 75,000
Supply Chain Manager 36,000-70,000 55,000
Production Planning Manager 29,000-44,000 37,000
Demand/Forecast Manager 36,000-58,000 46,000
S&OP Manager 41,000-60,000 51,000
Material Scheduler 25,000-40,000 30,000
Production Planner 22,000-35,000 31,000
Demand Planner 24,000-35,000 30,000
Supply Chain Planner 20,000-30,000 25,000
East of England £ Range £ Typical
Supply Chain Director 60,000-120,000 98,000
Head of Supply Chain 57,000-100,000 73,000
Supply Chain Manager 36,000-70,000 55,000
Production Planning Manager 29,000-44,000 40,000
Demand/Forecast Manager 36,000-58,000 46,000
S&OP Manager 35,000-50,000 45,000
Material Scheduler 25,000-40,000 30,000
Production Planner 22,000-35,000 29,000
Demand Planner 24,000-35,000 30,000
Supply Chain Planner 20,000-30,000 25,000
South West England £ Range £ Typical
Supply Chain Director 60,000-100,000 75,000
Head of Supply Chain 55,000-80,000 60,000
Supply Chain Manager 45,000-60,000 50,000
Production Planning Manager 35,000-55,000 45,000
Demand/Forecast Manager 35,000-50,000 40,000
S&OP Manager 40,000-50,000 45,000
Material Scheduler 20,000-35,000 30,000
Production Planner 25,000-35,000 30,000
Demand Planner 25,000-40,000 35,000
Supply Chain Planner 25,000-40,000 35,000
Wales £ Range £ Typical
Supply Chain Director 60,000-100,000 70,000
Head of Supply Chain 50,000-70,000 55,000
Supply Chain Manager 45,000-60,000 50,000
Production Planning Manager 30,000-50,000 42,500
Demand/Forecast Manager 30,000-50,000 40,000
S&OP Manager 35,000-50,000 40,000
Material Scheduler 25,000-35,000 27,500
Production Planner 20,000-35,000 25,000
Demand Planner 20,000-35,500 25,000
Supply Chain Planner 20,000-30,000 25,000
West Midlands £ Range £ Typical
Supply Chain Director 80,000-130,000 100,000
Head of Supply Chain 60,000-110,000 85,000
Supply Chain Manager 50,000-65,000 55,000
Production Planning Manager 40,000-50,000 40,000
Demand/Forecast Manager 35,000-45,000 40,000
S&OP Manager 40,000-50,000 45,000
Material Scheduler 25,000-35,000 30,000
Production Planner 25,000-35,000 30,000
Demand Planner 25,000-35,000 30,000
Supply Chain Planner 20,000-30,000 25,000
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PROCUREMENT & SUPPLY CHAIN LOGISTICS
Wales £ Range £ Typical
Logistics/Distribution/Operations Director 58,000-108,000 75,000
Logistics/Distribution Manager 35,000-67,000 49,000
General/Depot Manager 38,000-65,000 51,000
Operations Manager 30,000-55,000 46,000
Contract Manager 34,000-58,000 45,000
Warehouse Manager 23,000-50,000 34,000
Warehouse Team/Shift Manager 18,000-35,000 29,000
Inventory/Stock Manager 18,000-45,000 30,000
Inventory Planner 18,000-27,000 23,000
Logistics Coordinator/Planner/Analyst 17,000-31,000 24,000
Solutions Design/ Business Development Manager 42,000-87,000 50,000
Project/Programme Manager 33,000-65,000 41,000
Fleet Manager 32,000-51,000 40,000
Transport Manager 26,000-61,000 33,000
Transport Planner/Supervisor 17,000-28,000 22,000
Import/Export Manager 28,000-45,000 38,000
Import/Export Coordinator 17,000-27,000 22,000
Freight Manager 30,000-55,000 40,000
Freight Forwarder 18,000-34,000 22,000
West Midlands £ Range £ Typical
Logistics/Distribution/Operations Director 80,000-130,000 100,000
Logistics/Distribution Manager 40,000-65,000 52,000
General/Depot Manager 50,000-85,000 65,000
Operations Manager 35,000-60,000 50,000
Contract Manager 40,000-60,000 50,000
Warehouse Manager 25,000-50,000 40,000
Warehouse Team/Shift Manager 20,000-35,000 30,000
Inventory/Stock Manager 30,000-50,000 38,000
Inventory Planner 18,000-28,000 24,000
Logistics Coordinator/Planner/Analyst 18,000-30,000 26,000
Solutions Design/ Business Development Manager 40,000-95,000 55,000
Project/Programme Manager 40,000-80,000 50,000
Fleet Manager 40,000-65,000 48,000
Transport Manager 28,000-60,000 43,000
Transport Planner/Supervisor 18,000-29,000 25,000
Import/Export Manager 33,000-60,000 45,000
Import/Export Coordinator 18,000-29,000 26,000
Freight Manager 30,000-55,000 40,000
Freight Forwarder 22,000-35,000 26,000
East Midlands £ Range £ Typical
Logistics/Distribution/Operations Director 70,000-120,000 95,000
Logistics/Distribution Manager 42,000-70,000 50,000
General/Depot Manager 45,000-75,000 55,000
Operations Manager 38,000-58,000 49,000
Contract Manager 40,000-65,000 50,000
Warehouse Manager 28,000-50,000 40,000
Warehouse Team/Shift Manager 18,000-39,000 32,000
Inventory/Stock Manager 24,000-50,000 35,000
Inventory Planner 18,000-30,000 25,000
Logistics Coordinator/Planner/Analyst 18,000-30,000 28,000
Solutions Design/ Business Development Manager 45,000-95,000 60,000
Project/Programme Manager 38,000-70,000 50,000
Fleet Manager 30,000-55,000 41,000
Transport Manager 30,000-70,000 42,000
Transport Planner/Supervisor 18,000-30,000 25,000
Import/Export Manager 30,000-55,000 42,000
Import/Export Coordinator 18,000-28,000 26,000
Freight Manager 30,000-52,000 42,000
Freight Forwarder 18,000-33,000 24,000
Yorkshire and the Humber £ Range £ Typical
Logistics/Distribution/Operations Director 63,000-108,000 90,000
Logistics/Distribution Manager 40,000-74,000 52,000
General/Depot Manager 39,000-68,000 55,000
Operations Manager 31,000-55,000 46,000
Contract Manager 42,000-66,000 47,000
Warehouse Manager 26,000-48,000 35,000
Warehouse Team/Shift Manager 18,000-39,000 31,000
Inventory/Stock Manager 21,000-52,000 34,000
Inventory Planner 18,000-28,000 22,000
Logistics Coordinator/Planner/Analyst 17,000-30,000 25,000
Solutions Design/ Business Development Manager 37,000-90,000 54,000
Project/Programme Manager 35,000-70,000 46,000
Fleet Manager 28,000-53,000 40,000
Transport Manager 29,000-70,000 40,000
Transport Planner/Supervisor 18,000-27,000 23,000
Import/Export Manager 26,000-45,000 40,000
Import/Export Coordinator 16,000-25,000 24,000
Freight Manager 28,000-54,000 41,000
Freight Forwarder 18,000-33,000 24,000
London £ Range £ Typical
Logistics/Distribution/Operations Director 63,000-155,000 124,000
Logistics/Distribution Manager 40,000-80,000 66,000
General/Depot Manager 41,000-81,000 61,000
Operations Manager 35,000-60,000 52,000
Contract Manager 43,000-73,000 55,000
Warehouse Manager 26,000-55,000 40,000
Warehouse Team/Shift Manager 20,000-38,000 33,000
Inventory/Stock Manager 24,000-65,000 37,000
Inventory Planner 18,000-30,000 26,000
Logistics Coordinator/Planner/Analyst 19,000-34,000 30,000
Solutions Design/ Business Development Manager 52,000-116,000 64,000
Project/Programme Manager 40,000-85,000 53,000
Fleet Manager 32,000-65,000 48,000
Transport Manager 36,000-75,000 47,000
Transport Planner/Supervisor 18,000-33,000 28,000
Import/Export Manager 36,000-54,000 47,000
Import/Export Coordinator 18,000-33,000 28,000
Freight Manager 31,000-55,000 45,000
Freight Forwarder 18,000-37,000 28,000
South East England £ Range £ Typical
Logistics/Distribution/Operations Director 63,000-112,000 95,000
Logistics/Distribution Manager 40,000-74,000 54,000
General/Depot Manager 41,000-81,000 59,000
Operations Manager 35,000-60,000 52,000
Contract Manager 43,000-73,000 52,000
Warehouse Manager 26,000-55,000 41,000
Warehouse Team/Shift Manager 20,000-38,000 28,000
Inventory/Stock Manager 24,000-65,000 34,000
Inventory Planner 18,000-30,000 26,000
Logistics Coordinator/Planner/Analyst 17,000-33,000 24,000
Solutions Design/ Business Development Manager 47,000-83,000 54,000
Project/Programme Manager 40,000-85,000 50,000
Fleet Manager 32,000-65,000 45,000
Transport Manager 36,000-75,000 42,000
Transport Planner/Supervisor 18,000-33,000 25,000
Import/Export Manager 36,000-54,000 47,000
Import/Export Coordinator 17,000-32,000 27,000
Freight Manager 31,000-55,000 43,000
Freight Forwarder 18,000-37,000 27,000
East of England £ Range £ Typical
Logistics/Distribution/Operations Director 65,000-110,000 88,000
Logistics/Distribution Manager 45,000-70,000 55,000
General/Depot Manager 45,000-70,000 55,000
Operations Manager 40,000-55,000 46,000
Contract Manager 40,000-60,000 50,000
Warehouse Manager 30,000-50,000 36,000
Warehouse Team/Shift Manager 25,000-35,000 32,000
Inventory/Stock Manager 24,000-50,000 32,000
Inventory Planner 24,000-32,000 24,000
Logistics Coordinator/Planner/Analyst 20,000-28,000 24,000
Solutions Design/ Business Development Manager 35,000-80,000 50,000
Project/Programme Manager 32,000-69,000 45,000
Fleet Manager 35,000-55,000 40,000
Transport Manager 30,000-65,000 40,000
Transport Planner/Supervisor 20,000-30,000 23,000
Import/Export Manager 30,000-45,000 40,000
Import/Export Coordinator 20,000-30,000 25,000
Freight Manager 28,000-50,000 38,000
Freight Forwarder 20,000-33,000 28,000
South West England £ Range £ Typical
Logistics/Distribution/Operations Director 66,000-104,000 87,000
Logistics/Distribution Manager 39,000-62,000 50,000
General/Depot Manager 42,000-66,000 53,000
Operations Manager 32,000-55,000 42,000
Contract Manager 37,000-58,000 46,000
Warehouse Manager 23,000-54,000 34,000
Warehouse Team/Shift Manager 18,000-35,000 30,000
Inventory/Stock Manager 20,000-50,000 29,000
Inventory Planner 18,000-27,000 22,000
Logistics Coordinator/Planner/Analyst 18,000-30,000 23,000
Solutions Design/ Business Development Manager 43,000-73,000 54,000
Project/Programme Manager 35,000-69,000 43,000
Fleet Manager 31,000-51,000 38,000
Transport Manager 27,000-66,000 39,000
Transport Planner/Supervisor 18,000-27,000 22,000
Import/Export Manager 30,000-46,000 39,000
Import/Export Coordinator 17,000-27,000 25,000
Freight Manager 28,000-50,000 37,000
Freight Forwarder 18,000-31,000 24,000
UK-8808-1_UK Salary Guide 2015_00_Book.indb 212-213 28/10/2014 09:14
214 | Hays UK Salary and Recruiting Trends 2015 Hays UK Salary and Recruiting Trends 2015 | 215
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North East England £ Range £ Typical
Logistics/Distribution/Operations Director 65,000-108,000 90,000
Logistics/Distribution Manager 40,000-74,000 53,000
General/Depot Manager 40,000-75,000 53,000
Operations Manager 31,000-55,000 46,000
Contract Manager 42,000-66,000 50,000
Warehouse Manager 26,000-50,000 38,000
Warehouse Team/Shift Manager 18,000-38,000 31,000
Inventory/Stock Manager 20,000-55,000 33,000
Inventory Planner 18,000-28,000 23,000
Logistics Coordinator/Planner/Analyst 17,000-30,000 24,000
Solutions Design/ Business Development Manager 41,000-87,000 55,000
Project/Programme Manager 35,000-70,000 46,000
Fleet Manager 30,000-58,000 40,000
Transport Manager 28,000-65,000 37,000
Transport Planner/Supervisor 18,000-27,000 23,000
Import/Export Manager 25,000-46,000 40,000
Import/Export Coordinator 17,000-26,000 23,000
Freight Manager 28,000-54,000 42,000
Freight Forwarder 18,000-33,000 24,000
North West England £ Range £ Typical
Logistics/Distribution/Operations Director 60,000-110,000 94,000
Logistics/Distribution Manager 41,000-75,000 55,000
General/Depot Manager 42,000-75,000 55,000
Operations Manager 34,000-57,000 48,000
Contract Manager 42,000-63,000 51,000
Warehouse Manager 25,000-53,000 39,000
Warehouse Team/Shift Manager 18,000-37,000 31,000
Inventory/Stock Manager 20,000-56,000 32,000
Inventory Planner 19,000-27,000 23,000
Logistics Coordinator/Planner/Analyst 18,000-31,000 26,000
Solutions Design/ Business Development Manager 45,000-96,000 57,000
Project/Programme Manager 38,000-71,000 51,000
Fleet Manager 32,000-55,000 42,000
Transport Manager 29,000-75,000 41,000
Transport Planner/Supervisor 17,000-27,000 24,000
Import/Export Manager 31,000-53,000 43,000
Import/Export Coordinator 18,000-31,000 24,000
Freight Manager 32,000-58,000 42,000
Freight Forwarder 18,000-30,000 24,000
Northern Ireland £ Range £ Typical
Logistics/Distribution/Operations Director 63,000-104,000 85,000
Logistics/Distribution Manager 38,000-77,000 51,000
General/Depot Manager 40,000-70,000 54,000
Operations Manager 32,000-50,000 45,000
Contract Manager 35,000-65,000 41,000
Warehouse Manager 22,000-32,000 30,000
Warehouse Team/Shift Manager 18,000-34,000 28,000
Inventory/Stock Manager 28,000-50,000 35,000
Inventory Planner 18,000-25,000 25,000
Logistics Coordinator/Planner/Analyst 17,000-29,000 25,000
Solutions Design/ Business Development Manager 45,000-95,000 50,000
Project/Programme Manager 25,000-60,000 40,000
Fleet Manager 30,000-50,000 38,000
Transport Manager 24,000-40,000 30,000
Transport Planner/Supervisor 18,000-28,000 25,000
Import/Export Manager 29,000-47,000 35,000
Import/Export Coordinator 17,000-31,000 23,000
Freight Manager 29,000-50,000 40,000
Freight Forwarder 18,000-31,000 22,000
Scotland £ Range £ Typical
Logistics/Distribution/Operations Director 65,000-100,000 85,000
Logistics/Distribution Manager 40,000-60,000 48,000
General/Depot Manager 45,000-80,000 55,000
Operations Manager 35,000-60,000 50,000
Contract Manager 40,000-60,000 45,000
Warehouse Manager 22,000-45,000 37,000
Warehouse Team/Shift Manager 20,000-30,000 28,000
Inventory/Stock Manager 25,000-45,000 35,000
Inventory Planner 20,000-30,000 25,000
Logistics Coordinator/Planner/Analyst 18,000-28,000 23,000
Solutions Design/ Business Development Manager 30,000-60,000 48,000
Project/Programme Manager 40,000-80,000 48,000
Fleet Manager 35,000-60,000 45,000
Transport Manager 25,000-40,000 32,000
Transport Planner/Supervisor 18,000-30,000 25,000
Import/Export Manager 35,000-55,000 45,000
Import/Export Coordinator 20,000-30,000 25,000
Freight Manager 30,000-50,000 45,000
Freight Forwarder 18,000-35,000 25,000
Steve AggChief Executive, CILT
The growth in omni-channel retailing is giving our industry a boost as retailers respond to changing consumer shopping habits. Shoppers are prepared to spend more money as the economy improves, but they are being much more careful about how they use their money and are exploiting different retail channels. They are looking in-store and then buying online, or vice versa.
This shift in shopping habits has changed how the downstream supply chain works and our industry is constantly adapting to stay one step ahead of the ever increasing rate of change.
Traditionally a full truckload would be delivered into a central warehouse and then more trucks would visit individual stores. Today it is more about one parcel to one address and this has meant a massive change in the vehicles and people the industry needs. Many more drivers are required to handle the growing fleet of small delivery vans, for instance.
In fact, there is a need for a larger pool of drivers for every size of vehicle as the distribution industry strives to improve customer service as consumers take advantage of all available shopping options. LGV drivers are an essential element in delivering high standards of customer service and, since September of this year, required to hold a Certificate of Professional Competence (CPC) qualification. The absolute need to hold this qualification may well lead to a lower number of qualified drivers being available and this may in turn have an impact on customer service.
The omni-channel revolution has evolved very quickly as illustrated by the comparison shown between the Christmas of 2012 when some 400,000 smart media devices were delivered to consumers homes and offices with that of the same period in 2013 when the figure was four million. A large number of individuals on receiving their new device immediately started using it to shop and so gave increased momentum to the move away from traditional shopping.
The challenge for the supply chain industry is how to keep pace with the changes to the retail landscape. This is not easy, but as technology gives shoppers more choice and convenience it does present exciting additional job opportunities and requires people in our industry to develop new skills.
We at CILT are well placed to help as we are part of a worldwide organisation with an established international pedigree. We have more than 33,000 members in more than 100 countries and the challenges are similar across the globe. Together we need to attract younger people who can use effectively the new technology that is making our industry more efficient. As well as graduate recruits we also need more apprenticeship programmes where individuals can learn on the job whilst they develop their theoretical and technical knowledge through related study programmes.
In September, the transport and logistics group GEFCO launched a new apprenticeship scheme to attract and inspire young talent into the logistics industry. It is aimed at school leavers aged between 16-24 years old and the scheme is available in 13 sites across the country. A wide range of roles and development opportunities are on offer; from body-shop technicians to customer services and transport office co-ordinators. Getting paid as you learn with no tuition fees or student loan to pay off at the end of training is really a good idea and many businesses offer similar programmes.
As well as a wide range of vocational roles on offer businesses also need to develop solutions for some of the world’s toughest challenges. They need the best brains to come up with new solutions in areas such as fuel economy, a range of environmental issues on air quality and carbon reduction and a whole host of supply chain risk threats. The industry faces constant legislative challenges, with a growing need to face challenges in areas such as urban transport and distribution as cities become more congested and the pressure on road space increases. How can we share the finite resource of space and all live together in vibrant, dynamic, economically successful yet socially desirable urban areas.
Logistics and the supply chain offer great opportunities for individuals of all abilities to have great careers and the profession is hungry for new recruits at all levels.
UK-8808-1_UK Salary Guide 2015_00_Book.indb 214-215 28/10/2014 09:14
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Our passion lies in helping people develop their professional careers, in whatever sector they are in; this principle is what makes Hays a world-leading expert in powering the world of work.
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