Salary & EmploymEnt ForEcaSt

Salary & EmploymEnt ForEcaSt

SInGaporE 2014

2

Salary & EmploymEnt ForEcaSt 2014wElcomE

Welcome 3

Market Overview 4

Engineering & Manufacturing 23

Accounting & Finance 11

Financial Services 31

Healthcare & Life Sciences 45

Human Resources 57

Procurement & Supply Chain 74

Legal 66

Property & Construction 84

Sales & Marketing 93

Technology 110

Contact Us 125

3

Salary & EmploymEnt ForEcaSt 2014wElcomE

Welcome to the 2014 Michael Page Salary & Employment Forecast report for Singapore. Consistent with previous years, this report provides senior executives and professionals with useful insights into salary forecasts and expectations, hiring intentions and recruitment challenges over the next 12 months.

Our national annual salary survey, completed by over 300 employers this year, covers a range of issues and trends relevant to today’s corporate sector and establishes the Salary & Employment Forecast as a highly reputable market leading report, based on in-depth national research.

Whilst there are a number of current industry surveys that provide qualitative insight on hiring intentions and salary levels, the Michael Page Salary & Employment Forecast combines quantitative and qualitative research with our extensive involvement in the senior executive and professional employment market. Our clients come from all major industry sectors and range from market leading multinationals to local, small and medium sized enterprises.

Consistent with our specialist approach to recruitment where we have dedicated teams of specialists servicing each discipline, market or industry sector, the report provides detailed salary guides for each discipline and industry. Salary tables divide job types by ‘years of experience’ or ‘size of organisation’ in order to obtain accurate and concise salary ranges.

Our areas of specialisation are:• Accounting & Finance• Engineering & Manufacturing• Financial Services• Healthcare & Life Sciences• Human Resources• Legal• Procurement & Supply Chain• Property & Construction • Sales & Marketing• Technology

The results of our survey to employers are represented visually through the use of infographics. Featured is a range of employer insights on everythingfromworkplacebenefitsandworkinghourstoattractionandretention strategies. The market observations that accompany these are based on the extensive knowledge of our senior leadership team at Michael Page. It forms part of a suite of salary advice and information available to the market from Michael Page. These features can be found at www.michaelpage.com.sg.

I wish to thank everyone who contributed to this year’s Salary & EmploymentForecastandtrustyouwillfindithelpfulandinformative.We welcome your feedback and encourage you to contact us for further [email protected]

Best regards,

Jerome Bouin Managing Director Singapore

4

Salary & EmploymEnt ForEcaSt 2014marKEt oVErVIEw

The Singapore recruitment market remains strong, but employers are indicating that the general hiring atmosphere is no longer as buoyant as it once was. There is still an array of opportunities for professionals across all industries, and those with local knowledge and experience are in extremely high demand. The main difference in the recruitment landscape between now and 12 months ago stems from employers beginning to exercise more caution.

AsSingaporeleanstowardsglobalinfluencessuchastheUnitedStates,Europe and Australia, companies will now start to introduce tighter regulation into the recruitment process. Approvals are now often required from all levels of management, and companies are looking for a perfect fitintermsaprospectiveemployee’sskillsandexperienceinlinewiththe responsibilities of the role. With more focus on compliance, there is less room for compromise. In general, the market is currently quite averse to risk.

There is strong preference for local talent, which is in part driven by the local regulatory bodies enforcing tighter conditions on working visas, and also by companies looking to ensure employees have the local knowledgeneededtostepintoanewrolewithconfidence.

As South East Asia continues to grow, Singapore is well positioned to benefitfromthecontinuedinfluxofbusinesseslookingtoestablishthemselves regionally. Main areas of growth include business services, healthcare and biomedical sciences, and high level industries. Engineering also looks set to continue as a key growth area throughout 2014. In addition, as organisations continue to set up headquarters locally, this produces sustained demand for workers in the corporate space. Professionals from a range of backgrounds are required to managealldepartments,fromhumanresources,tofinance,salesandmarketing and IT support.

Niche roles in oil and gas as well as healthcare and life sciences are expected to attract offshore candidates as companies in these industries face a shortage of local talent that have the required experience to operate in top technical and upper managerial roles. This results in companies being forced to look outside the local market as they seek to sustain local operations.

Asignificantpercentageofemployers(48%ofthosesurveyed)haveindicated that they are expecting skills shortages over the next 12 months which represents the prevailing caution on display. In a competitive hiring market, it is of the highest importance to attract and maintainthetoptalent.Some53%ofsurveyrespondentsexpecttoseestaff turnover within the next 12 months, with most employees leaving their jobs to seek a higher salary. As companies compete to attract and hirefromthefixedtalentpool,thishasresultedinrolerotationsacrosshigher-end talent. When it comes to retention, companies are offering competitive packages encompassing both salary increases and work-life balance initiatives in addition to training and career progression opportunities(90%ofsurveyrespondentsexpecttoawardstaffbonusesthisyear).Anemergingtrendisthegrowingpopularityofgraduateprograms as a strategy to attract the strongest candidates early and to expose and familiarise them with the company’s culture.

In2014’semploymentmarket,businesseswillneedtofindabalancebetween meeting compliance requirements and seizing the opportunity in order to attract the right professionals that will help them develop a stronger proposition in an already thriving market.

SALARY & EMPLOYMENT FORECAST 2014MARkET OVERVIEW

5Finance

Strength of current hiring activity compared to the last 12 months

Expectation of a professional skills shortage in the next 12 months

48%

38%

14%

?

Skills shortage placing upwards pressure on salaries Impact of skills shortage on business in Singapore over the next 12 months

Stronger (15%)

Slightly stronger (19%)

Steady (54%)

Slightly weaker (8%)

Weaker (4%)

Yes, it will cause salaries to rise above the inflation rate (47%)

Yes, salaries will increase but only at the rate of inflation (40%)

No, the skills shortage will not impact salary levels (13%)

Need to develop more

targeted attraction strategies

42%

Source talent from overseas

27%

16%

It will be difficult to maintain

headcount

13%

None

2%

Other

RecRuitment Activity

Note: All infographics in this report are based on the views of survey participants. The accompanying market commentary is based on the experience and observations of the Michael Page team.


6Finance

Salary increases over the next 12 months

SAlARy And RemuneRAtion

All my employees will receive the same percentage increase

9%

All my employees will receive an increase, but it will vary according to performance

Only my best-performing employees will receive an increase

12%

No one in my team will receive an increase

5%

74%

Average percentage salary increases over the next 12 months

1% - 5%

6% - 10%

11% - 15%

70%

5%

16% - 20% 1%

21% - 30% 1%

23%

Combination of factors likely to impact salary levels in the next 12 months*

Competition with other companies

Domestic economic conditions

Other (company performance, individual performance, inflation, etc.)

Not sure

56%Global economic conditions

52%

45%

9%

6%

Don’t expect any factors to particularly impact salaries5%

* More than one option could be selected.


7Finance

SAlARy And RemuneRAtion

Basis for bonuses over the next 12 months

Company performance

3%

16%

Other

1%

Team performance

14%

Individual performance

Combination of all66%

Average percentage bonus of gross salary

1% - 5%

6% - 10%

20%

28%

11% - 15%

16% - 20%

25%

15%

21% - 30% 8%

31–40% 2%

Above 40% 2%

Companies providing bonus as part of the remuneration package

90%

10%

Flexible salary packaging or fringe benefits offered to employees

60%

40%


8Finance

AttRAction And Retention

Employer expectations for staff turnover in the next 12 months

53%

24%

23%

?

Key reasons employees are likely to leave

Higher salary

Broaden experience/

opportunity to learn

Promotion Achieve better work/life balance

54%

9%

Other (company relocation, company

culture, job security, etc.)

Greater training &

development

Overseas opportunities

1%6%6%

23%

$

1%


Most popular tools for attraction and retention

Recognition and rewards

Structured career progression

Training and mentoring partnerships

Strong company culture

Work-life balance initiatives

29%

28%

13%

9%

9%

Company branding

8%

International opportunities

4%


9Finance

Other strategies companies implement to attract and retain staff

Open communication Salary reviews Bonus allocationPromotionsRotational job opportunitiesIndividual development plan for top talent

Flexible working arrangementsEmployee engagement initiatives

AttRAction And Retention

Combination of benefits offered to employees*

Transport allowance

Mobile phone

Parking

Personal laptop

Stock options

Education loan

Company car

65%

Medical and dental benefits82%

46%

42%

34%

16%

12%

9%

Personal loan6%

Housing loan6%

Other (travel allowance, meal allowance, clothing allowance, gym membership, additional leave, etc.)

Travel pass

None

6%

4%

4%


Most popular options offered to support employees’ work-life balance*

Flexible working arrangements

Team building/offsite activities

Sabbatical leave

Alternative leave options (e.g. volunteering)

Other (no overtime, leave, etc.)

63%

46%

24%

18%

18%

12%

Increased maternity/paternity leave


10Finance

Average weekly working hours

WoRking houRS

Less than 37.5 hours 40-45 hours37.5-40 hours 45-50 hours

1% 16% 56% 20%

50 hours or more

7%

Change in average weekly working hours over the last 12 months

Significantly increase (15+%) (4%)

Increased (0-15%) (21%)

Stayed the same (71%)

Reduced (0-15%) (3%)

Significantly decrease (15+%) (1%)

Main reason for increased working hours

Business growth

60%

Staff leaving and not replaced

22%12%

Fewer headcount

Promotion

3%

Other (restructure, increased business

activity, etc.)

3%

Salary & EmploymEnt ForEcaSt SInGaporE 2014

accountInG & FInancE

Accounting & Finance


market observations:

•Overall,hiringactivityoffinanceandaccountingprofessionalsinSingapore has been steady and this sentiment is expected to remain for the next 12 months

•ArelativelystableeconomyinSingaporeandaslightimprovementin European and American economies have helped to maintain hiringactivityoffinanceandaccountingprofessionalsinSingapore.The growing economies of countries throughout South East Asia is alsocreatingahealthyoutlookfortherecruitmentoffinanceandaccounting professionals.

•Demandforfinanceandaccountingprofessionalsisexpectedtobehighest within the aviation, healthcare, oil and gas and professional service sector. While demand could be higher in these sectors, there is a stable demand across other industry sectors as Singapore continues to be seen as a regional hub of Asia.

•AmongfinanceandaccountingprofessionalsinSingapore,rolesinhighest demand include those specialising in tax, business analysis, financialcontrolandinternalaudit.

•Thereisagrowingtrendforcompaniestoinvestinthesepositionswhile looking for candidates who can business partner effectively with the objective in mind to improve overall business performance and profitability.

•Asthetrendtooutsourcesharedservicescentrestolowercostneighbouring countries like Malaysia, India, China and Philippines continues,anincreaseddemandforfinanceandaccountingprofessionals to support more regional and complex operational setups is still likely to come out of Singapore and be based in Singapore. Companies continue to expand or build their regional hubs in Singapore asnotonlyisSingaporeanidealplacefromalocationandtaxefficientstandpoint, it is also a location where talent is most likely to be based.


Stronger (13%)


Steady (52%)


Weaker (4%)

50%

40%

10%

?


12

Salary & EmploymEnt ForEcaSt 2014accountInG & FInancE



marKEt analySIS

Skills shortage placing upwards pressure on salaries






52%


22%17%


headcount

None

9%

Impact of skills shortage on business in Singapore over the next 12 months

13








Don’t expect any factors to particularly impact salaries


50%

35%

9%

9%

Not sure4%

SAlARy & RemuneRAtion



10%



18%


5%

67%


•TheaveragesalariesoffinanceandaccountingprofessionalsinSingaporehaveincreasedinthelast12monthsby1%to10%.

•Financeandaccountingprofessionalswhospecialiseintaxandbusiness planning and analysis are more likely to be awarded above average increases as companies compete to attract and retain talent in what is a shallow talent pool.



1% - 5%

6% - 10%

11% - 15%

76%

2%

16% - 20% 1%

21% - 30% 2%

19%

14




84%

16%


Company performance

21%


Combination individual, team and company performance

67%

12%



63%

37%


1% - 5%

6% - 10%

26%

26%

11% - 15%

16% - 20%

24%

17%

21% - 30% 7%

15



AttRAction & Retention


57%

30%

13%

?



Higher salary

Broaden experience / opportunity

to learn

Promotion Achieve better work-life balance

54%

18%

Other(reorganisation,

etc.)

3%4%

21%

$




Sabbatical leave


Other (no overtime, EAP program - counselling, etc.)

69%

44%

23%

17%

17%

17%







34%

34%

16%

10%

4%

Company branding

2%


market observation:

•MostfinanceandaccountingprofessionalsinSingaporeprefertoreceivefinancialrewardssuchastransportallowances,mobileallowances, performance bonuses or any other form of cash allowancesfromtheiremployerasopposedtonon-financialrewards.

16



WoRking houRS


1% 28% 33% 31%

50 hours or more

7%




Personal laptop

Mobile phone

Parking

Transport allowance

Education loan

Company car

Stock options

60%


52%

45%

29%

19%

15%

10%

Housing loan8%

Other (travel allowance, petrol allowance, gym membership, etc.)

6%

Personal loan4%

Travel pass

None4%

2%


17



geneRAl Role Salary

SG$’000 Accounts Payable Accountant

3–5 years 45-60

5-10 years 60-80

Financial Accountant

3–5 years 50-65

5-10 years 65-100

Cost Accountant

3–5 years 50-65

5-10 years 65-80

Credit Analyst

3–5 years 50-65

5-10 years 65-90

Group Accountant - Consolidation

3–5 years 50-70

5-10 years 70-110

Financial/Business Analyst

3–5 years 50-80

5-10 years 80-100

Accounts Payable Manager

3–5 years 70-90

5-10 years 90-120

Finance Manager (Small/Medium Organisation)

3–5 years 80-100

5-10 years 90-120

10-15 years 120+

Finance Manager (Shared Services Centre)

3–5 years 80-100

5-10 years 100-120

10-15 years 120+

Finance Manager (Large Organisation)

3–5 years 100-130

5-10 years 130-180

10-15 years 180+

Please note:

1. Salaries indicated are based on an annual basic salary, excluding bonus/incentive schemes.

2. Market rates are becoming much less uniform. While we have taken great care, these salary ranges can only be approximate guides, as there are often specific circumstances relating to individual companies. Please call us for additional information.

18



Salary tablES

19



geneRAl Role Salary

SG$’000Credit Manager

3–5 years 80-100

5-10 years 100-130

10-15 years 130-150

Costing Manager

3–5 years 80-100

5-10 years 100-150

10-15 years 150+

Financial & Planning Analysis Manager

3–5 years 100-130

5-10 years 130-150

10-15 years 150-200

More than 15 years 200+

Financial Controller (Small/Medium Organisation)

3–5 years 130-150

5-10 years 150-180

10-15 years 180+

Financial Controller (Large Organisation)

3–5 years 160-200

5-10 years 200-250

10-15 years 250+

Credit Director

3–5 years 130-150

5-10 years 150-180

10-15 years 180-220


Finance Director (Shared Services Centre)

3–5 years 200-220

5-10 years 220-250

10-15 years 250+

More than 15 years N/A

CFO/Finance Director (Large Organisation)

3–5 years 220-250

5-10 years 250-300

10-15 years 300-350


Please note:



20



Please note:



SPeciAliSt Role Salary

SG$’000 Pricing Analyst

3–5 years 60-80

5-10 years 80-100

Treasury Analyst

3–5 years 60-80

5-10 years 80-100

Tax Analyst

3–5 years 60-80

5-10 years 80-110

Internal Auditor

3–5 years 65-90

5-10 years 90-130

Pricing Manager

3–5 years 100-120

5-10 years 120-150

10-15 years 150+

Revenue Recognition

3–5 years 80-120

5-10 years 120-180

10-15 years 180-250

Corporate Finance Manager

3–5 years 90-120

5-10 years 120-160

10-15 years 160+

Treasury Manager

3–5 years 100-120

5-10 years 120-180

10-15 years 180+

21



Please note:



SPeciAliSt Role Salary

SG$’000 Internal Audit Manager

3–5 years 100-130

5-10 years 130-150

10-15 years 150-200

Tax Manager

3–5 years 130-160

5-10 years 160-200

10-15 years 200+

Corporate Finance Director

3–5 years 200-220

5-10 years 220-250

10-15 years 250-300


Treasury Director

3–5 years 200-220

5-10 years 220-250

10-15 years 250-300


Internal Audit Director

3–5 years 200-220

5-10 years 220-250

10-15 years 250-300


Tax Director

3–5 years 200-220

5-10 years 220-250

10-15 years 250-300


22



PRoFeSSionAl SeRviceS & PuBlic Accounting Role Salary

SG$’000

External Audit

3–5 years 50-70

5-10 years 70-120

10-15 years 120+

Tax

3–5 years 55-75

5-10 years 75-130

10-15 years 130+

Management consultancy

3–5 years 90-140

5-10 years 140-180

10-15 years 180+

Corporate Finance

3–5 years 90-140

5-10 years 140-180

10-15 years 180+

Risk & Compliance

3–5 years 90-140

5-10 years 140-180

10-15 years 180+

Please note:




EnGInEErInG & manuFacturInG

Engineering &Manufacturing



•Currentrecruitmentactivityforengineeringandmanufacturingprofessionals in Singapore is steady and is expected to remain so over the coming 12 months.

•Themajorityofhiringactivityisintheareasofoilandgas,chemical,petrochemical, semiconductor and aerospace and is mostly for replacement roles. Some companies have created new roles, particularly in instances where they transfer their manufacturing operations from overseas to Singapore.

•Theareasofengineering,productsupportandqualitycontrolhaveexperienced the strongest hiring activity, as Singapore moves towards a higher technology engineering centre and manufacturing site for high-end products. Multinationals in Singapore are currently transferring new technology and manufacturing to existing sites, creating a demand for highly skilled Design Engineers, Product Support and Process Improvement Specialists to ensure a smooth transition.

•MechanicalandElectricalEngineers,QualityManagers,aswellasApplication Support and Field Service roles will be the most demanded jobtypes.AscompaniessetuptheirSouthEastAsiaorAsiaPacificregionalofficeinSingapore,thereisanincreasedrequirementforregionalfieldserviceorqualityrolesbasedinSingapore.

•ManufacturingsitesinSingaporearealsoupgradingtheirmachineryand facilities, generating a demand for experienced mechanical engineers.

•High-techindustriessuchasthesemiconductorindustrywillexperience increased demand for Electrical Design Engineers for locally established regional design centres.

•Lower-endmanufacturingsitesaremovingoutofSingaporeduetothe higher costs of manufacturing compared to other regions such as Vietnam, Indonesia, Thailand and China. This is driving a shift towards higher-end manufacturing products in Singapore such as aerospace components, high-end chemicals and oil and gas equipment.

•EngineeringandmanufacturingprofessionalsinSingaporewithskillsin Six Sigma Black Belt and Lean Expert will be in high demand as companieslooktoincreasecostsavingsandefficiencythroughtheimplementation of lean methodologies, as well as Six Sigma.


40%34%

26%

?Stronger (11%)


Steady (55%)


Weaker (2%)


24

Salary & EmploymEnt ForEcaSt 2014EnGInEErInG & manuFacturInG



marKEt analySIS





47%

Need to develop more targeted

attraction strategies

20% 20%

None It will be difficult to maintain

headcount

13%



25






Other (company performance, financial status of company, type and number of projects etc.)

Not sure


54%

26%

8%

5%


Salary increases over the next 12 months Average percentage salary increases over the next 12 months


7%



8%


2%

83%

1% - 5%

6% - 10%

85%

15%


•AveragesalariesforengineeringandmanufacturingprofessionalsinSingaporeincreasedoverthelast12monthsbybetween1%and10%.

•OperationalDirectors,PlantManagersandEngineeringSpecialistswillbe awarded above average salary increases due to the limited talent pool available and as employers look to them to drive improvements, processes or build new teams and disciplines.


26



Company performance

22%


Combination individual, team and company performance

70%

8%

Basis for bonuses over the next 12 months Average percentage bonus of gross salary

1% - 5%

6% - 10%

22%

31%

11% - 15%

16% - 20%

6%

19%

21% - 30% 15%

31% - 40% 1%

Above 40% 6%


90%

10%



53%

47%

27





•MostengineeringandmanufacturingprofessionalsinSingaporeprefertoreceiveamixoffinancialandnon-financialrewardsfrom their employer.






43%

30%

10%

5%

5%

Company branding

5%


2%

Most popular tools for attraction and retention Most popular options offered to support employees’ work-life balance*




Sabbatical leave

Other (no overtime, leave, etc.)

68%

45%

21%

16%

13%

8%



51%

21%

28%

?



Other (job security, etc.)

10%

Higher salary

65%

$

Promotion

5%


to learn

20%

28



WoRking houRS


5% 10% 77% 5%

50 hours or more

3%



Personal laptop

Mobile phone

Parking

Transport allowance

Stock options

Housing loan

Company car

53%


50%

37%

37%

24%

16%

16%

Personal loan13%

Other (education sponsor, renovation loans, computer loans, work live leave, company shares, etc.)

13%

Education loan11%

None

Travel pass8%

5%



29



Role Experience Salary

SG$’000

R&D ENGINEERING/R&D

Design Engineer 2–5 years 45-75

Application Engineer 2–5 years 45-90

Senior Design Engineer 5–10 years 70-100

Senior Application Engineer 5–10 years 80-110

Engineering Manager 8+ years 100-150

Engineering Director 15+ years 150-250

PRODUCTION/MANUFACTURING ENGINEERING

Production Engineer 2–5 years 50-80

Production Engineering Manager 8+ years 100-140

QUALITY CONTROL/ASSURANCE

Quality Engineer 2–5 years 40-75

Senior Quality Engineer 5–10 years 70-100

Quality Manager 10+ years 80-150

Quality Director 15+ years 150-250

SALES ENGINEERING

Sales Engineer 2–5 years 40-80

Senior Sales Engineer 5–8 years 70-100

Sales Engineering Manager 8+ years 100-150

PROJECT/PROGRAM MANAGEMENT

Project Manager 2–5 years 70-100

Senior Project Manager 5–10 years 100-150

Project/Program Director 10+ years 150-220

Salary tablES

Please note:



30



Financial Services


FInancIal SErVIcES


Stronger (14%)


Steady (45%)


Weaker (13%)



•Thecurrentstrengthofhiringactivityforfinancialservicesprofessionals in Singapore is steady as banks have faced serious cost pressures and made redundancies across the board and at all levels.

•Withcostandregulatorypressuresstillinplace,themajorityofbanking employers have indicated they will not expand teams in 2014. However, hiring activity is expected to strengthen with any pick-up in economic activity, due to banking teams being fairly lightly staffed and theneedtostrengthenteamstocontendwithincreasedworkflow.

•Hiringactivityforfinancialservicesprofessionalsintheareasofcompliance and risk is strongest as increased global regulatory pressures have meant banks have had to increase the size of their governance teams.

•Asbanksandfinancialinstitutionsremainoncostcuttingmeasures,hiring activity will be largely restricted to roles in highest demand such as Analysts, Associates and AVPs, with few openings for senior roles.

•FinancialservicesprofessionalsinSingaporewithskillsinfinancialmodellingareindemandasprivateequityfirmsandcorporatefinanceteams require this as a primary skill set.

•Increasedregulatorypressuresacrossprivatebankingandcorporateinvestmentbankingiscreatingdemandforfinancialservicesprofessionals familiar with anti money laundering and know your customer(KYC)practices.

•AsJapanesebanksmovetheiroperationstoSingapore,financialservicesprofessionalswithlanguageproficiencyinJapanesewillbesought-after by these companies.


31%

52%

17%

?


marKEt analySIS

32

Salary & EmploymEnt ForEcaSt 2014FInancIal SErVIcES

Financial Services








45%


22% 22%

None Other (Will not hire unless it is the right

candidate)

11%


33


Financial Services



65%

Only my best performing employees will receive an increase


9%

26%


1% - 5%

6% - 10%

11% - 15%

71%

6%

23%



Other (company performance, growth potential, increase in experience, etc.)

Not sure


58%

48%

9%

9%




•AveragesalariesforfinancialservicesprofessionalsinSingaporeoverthe last 12 months have remained steady.

•In2014,financialservicesprofessionalsincompliancearelikelytobeawarded above average increases as companies look to attract and retain talent with these skills as there is a limited supply pool.



34


Financial Services


94%

6%


Company performance

6%

16%

Other

3%

Team performance

10%




1% - 5%

6% - 10%

30%

10%

11% - 15%

16% - 20%

20%

10%

21% - 30% 17%

31% - 40% 10%

Above 40% 3%


55%

45%

35


Financial Services





Sabbatical leave


Other (working from home)

72%

24%

24%

21%

17%

13%





Company branding


53%

17%

10%

10%

7%


3%



•Financialservicesemployersarelookingatarangeofattractionandretentionstrategiesincludingstaggeredandflexibleshiftsinbackofficerolesandofferingglobalmobilitytoexistingemployees.

•ThemajorityoffinancialservicesprofessionalsinSingaporewouldprefertoreceivefinancialrewardsfromtheiremployer.

47%

31%

22%

?



Higher salary


to learn

Promotion

47%

7%

Other (combination of the reasons

listed)

6%

40%

$


36


Financial Services

WoRking houRS


1% 18% 44% 25%

50 hours or more

12%


Personal laptop

Mobile phone

Parking

Transport allowance

Other (optical benefits, travel insurance, meal allowance, flexi benefits and additional leave)

Stock options

Housing loan

72%


41%

38%

34%

14%

10%

10%

Personal loan7%

Education loan7%

Company car3%

None3%




37


Financial Services

Salary tablES

FinAnceRole Salary

SG$’000CENTRAL FINANCE

Management Reporting/Business Finance

Associate 60-95

Associate Vice President 85-150

Vice President 150-220

Director/MD 270+

Costing Controls/Analytics

Associate 60-95



Director/MD 270+

Financial Reporting

Associate 60-95



Director/MD 270+

Tax Accountant

Associate 80-100



Director/MD 300+

VALUATIONS

Quantitative

Associate 60-95



Director/MD 260+

Price Testing

Associate 60-95



Director/MD 260+

Please note:



38


Financial Services

FinAnceRole Salary

SG$’000

FINANCE PROJECTS

Business Analyst

Associate 60-95



Director/MD 260+

PRODUCT CONTROL

Cash

Associate 60-95



Director/MD 260+

Equities & Finance

Associate 60-95



Director/MD 260+

Commodities & Derivatives

Associate 60-95



Director/MD 260+

Please note:



39


Financial Services

Audit, comPliAnce & RiSkRole Salary

SG$’000AUDIT

Internal Audit

Associate 60-90



Director/MD 250+

IT Audit

Associate 60-90



Director/MD 250+

COMPLIANCE

AML (Audit Money Laundering)

Associate 60-90



Director/MD 250+

MAS Compliance

Associate 60-90



Director/MD 250+

TTM (Transaction Trend Monitoring)

Associate 60-90



Director/MD 250+

Front Office Advisory

Associate 60-120



Director/MD 300+

Please note:



40


Financial Services

Audit, comPliAnce & RiSkRole Salary

SG$’000RISK

Market Risk

Associate 60-90



Director/MD 250+

Credit Risk

Associate 60-90



Director/MD 250+

Operational Risk

Associate 60-90



Director/MD 250+

Please note:



41


Financial Services

Please note:



oPeRAtionSRole Salary

SG$’000OPERATIONS

Project Management

Associate 60-85



Director/MD 220+

MIDDLE OFFICE

Client Servicing

Associate 50-80



Director/MD 200+

BACK OFFICE

Settlement

Associate 45-65



Director/MD 200+

Corporate Actions

Associate 45-65



Director/MD 200+

Reconciliation

Associate 45-65



Director/MD 200+

Collateral Management

Associate 45-75



Director/MD 190+

Fund Administration

Associate 45-75



Director/MD 190+

Documentation

Associate 45-80



Director/MD 200+

42


Financial Services

FRont oFFiceRole Salary

SG$’000INVESTMENT BANKING

Debt Capital Markets

Associate 100-150



Director/MD 280+

Equity Capital Markets

Associate 100-150



Director/MD 280+

Private Equity

Associate 80-130



Director/MD 250+

Investment Banking

Associate 100-150



Director/MD 280+

CORPORATE /INSTITUTIONAL BANKING

Credit Analysis Corporate Bankers

Associate 30-80



Director/MD 140+

Transaction Banking Sales

Associate 40-80



Director/MD 160+

Transaction Banking Product Management

Associate 40-60



Director/MD 150+

Corporate Banking Relationship Manager

Associate 40-90



Director/MD 180+

Please note:



43


Financial Services

FRont oFFiceRole Salary

SG$’000FUND MANAGEMENT

Institutional Sales & Marketing

Associate 60-80



Director/MD 170+

Portfolio Managers

Associate 80–100

Associate Vice President 100–150

Vice President 150–220

Director/MD 220+

Research

Associate 80–100

Associate Vice President 100–150

Vice President 150–220

Director/MD 220+

44


Financial Services


HEaltHcarE & lIFE ScIEncES

Healthcare &Life Sciences



•OverallhiringactivityforhealthcareandlifesciencesprofessionalsinSingapore is currently steady and is expected to remain at this level over the next 12 months.

•Technicalmarketsarematuringandthereismoreemphasisoninvesting in local talent. Companies are also setting up new plants in Singapore and this is expected to create a healthy demand for new roles in the sector in addition to the usual replacement roles caused by natural attrition and turnover.

•Research&Development(R&D),QualityAssuranceandEngineeringand Operations are expected to be the strongest areas of hiring activity for healthcare and life sciences professionals, as Singapore differentiates itself as a high quality and high value market with highly skilled employees.

•R&Dacrossthemedicaldeviceandfast-movingconsumergoods(FMCG)sectorsispickingupinSingaporewithnewstart-upsreceivingstrong support from the government. This is leading to a demand for skilledR&Dprofessionals,inparticularscientificexpertsintheareasofbiology and chemistry.

•Projectandmechanicalengineersarealsoexpectedtobeindemand as engineering and operations remain a core component of manufacturing companies and plants. This will create a constant demand for talented healthcare and life sciences professionals in Singapore.

•Withinthehealthcareandlifesciencessector,professionalswitha specialisation in quality assurance or regulatory affairs will be in demandasnewplantsandcorporateofficessetupoperationsinSingapore.

•Anincreaseincollaborationsbetweengovernmentandindustryplayersis leading to the establishment and expansion of plants in Singapore as organisations ramp up their operations, and is creating demand for healthcare and life sciences professionals.

•HealthcareandlifesciencesprofessionalsspecialisinginISO13485standards for medical devices, as well as those with expertise in Lean and Six Sigma are in demand. Companies are aware that these specialisations are hard to come by due to the need for upfront investment from employers to train and develop healthcare professionals with these skills.


Stronger (14%)


Steady (58%)


72%

14% 14%

?



marKEt analySIS

46

Salary & EmploymEnt ForEcaSt 2014HEaltHcarE & lIFE ScIEncES







60%


headcount

20% 20%

Other



47




Competition with other companies88%



Not sure

88%

13%




88%


12%

1% - 5%

6% - 10%

11% - 15%

75%

1%

16% - 20% 11%

13%



•TheaveragesalariesofhealthcareandlifesciencesprofessionalsinSingaporeincreasedoverthelast12monthsby1%to10%.

•Healthcareandlifesciencesprofessionalsspecialisinginregulatoryaffairs,engineeringandoperations,aswellasscientificexperts,areexpected to be awarded above average salary increases in the coming year.

•Companieswillalsoawardaboveaveragesalaryincreasetosecureprofessionals with the ability to drive improvements, processes or build a new team and discipline, given the limited talent pool and competitive market.

48



Company performance

33%


Combination of individual, team and company performance

50%

17%



86%

14%



11% - 15%

16% - 20%

60%

40%


50% 50%

49





Higher salary


to learn

40% 40%

$

Greater training &

development

20%




Sabbatical leave


71%

71%

24%

14%

14%


Company branding



43%

43%

14%





•Somecompanieshaveadoptednewattractionandretentionstrategies, such as retention bonuses spread over several years,aswellasalumpsumpaymentafterafixednumber of years of employee service.

•MosthealthcareandlifesciencesprofessionalsinSingaporeprefertoreceiveamixoffinancialandnon-financialrewardsfrom their employer.

72%

14% 14%

?


50





Parking

Mobile phone

Personal laptop

Transport allowance

Education loan

Stock options

71%


57%

57%

43%

14%

14%

WoRking houRS


1% 1% 57% 29%

50 hours or more

12%



51



clinicAl ReSeARch Role Salary

SG$’000

Drug Safety/Pharmacovigilence

3 to 5 years 45–55

5 to 10 years 55–80

10 to 15 years 90–150


Data Management

3 to 5 years 45–70

5 to 10 years N/A

10 to 15 years N/A


Clinical Operations

3 to 5 years 50–70

5 to 10 years 70–90

10 to 15 years 100–120


BioStatistician

3 to 5 years 50–80

5 to 10 years 80–100

10 to 15 years N/A


SAS Programmer

3 to 5 years 50–80

5 to 10 years 80–100

10 to 15 years N/A


Medical Affairs

3 to 5 years 110–130

5 to 10 years 120–180

10 to 15 years 180–250


Salary tablES

Please note:



52



ReSeARch & develoPment Role Salary

SG$’000

Scientists (non–PhDs)

3 to 5 years 45–70

5 to 10 years 80–100

10 to 15 years 120–140


Scientists (PhDs)

3 to 5 years 60–80

5 to 10 years 90–120

10 to 15 years 120–180


Please note:



53



oPeRAtionS Role Salary

SG$’000

Manufacturing

3 to 5 years 50–70

5 to 10 years 70–90

10 to 15 years 100–160


Process Engineering

3 to 5 years 60–80

5 to 10 years 90–120

10 to 15 years 120–150


Mechanical Engineering

3 to 5 years 60–80

5 to 10 years 90–120

10 to 15 years 120–150


Electrical Engineering

3 to 5 years 60–80

5 to 10 years 90–120

10 to 15 years 120–150


Controls/Automation

3 to 5 years 60–80

5 to 10 years 90–120

10 to 15 years 120–150


EHS

3 to 5 years 60–80

5 to 10 years 90–120

10 to 15 years 120–150


Validation

3 to 5 years 60–80

5 to 10 years 90–120

10 to 15 years 120–150


Please note:

1. Salaries indicated are based on an annual basic salary, excluding bonus/incentive schemes. 2. Market rates are becoming much less uniform. While we have taken great care, these salary ranges can only be approximate guides, as there are often specific circumstances relating to individual companies. Please call us for additional information.

54



QuAlity & comPliAnce oPeRAtionS Role Salary

SG$’000

Quality Control

3 to 5 years 45–70

5 to 10 years 80–120

10 to 15 years 120–140


Microbiology

3 to 5 years 45–70

5 to 10 years 80–120

10 to 15 years 120–140


Regulatory Affairs

3 to 5 years 60–80

5 to 10 years 90–120

10 to 15 years 120–150


Quality Assurance (GMP)

3 to 5 years 60–80

5 to 10 years 90–120

10 to 15 years 120–150


Please note:


55



commeRciAl Role Salary

SG$’000

Sales/Medical Representative

3 to 5 years 50–80

5 to 10 years 90–120

10 to 15 years N/A


Product Manager

3 to 5 years 60–80

5 to 10 years 80–110

10 to 15 years 100–130


Senior/Group Product Manager

3 to 5 years 80–100

5 to 10 years 100–120

10 to 15 years 110–150


Sales Manager

3 to 5 years 80–100

5 to 10 years 100–140

10 to 15 years 120–150


Marketing Manager

3 to 5 years 100–120

5 to 10 years 100–150

10 to 15 years 120–150


Sales Director

3 to 5 years 100–120

5 to 10 years 120–180

10 to 15 years 150–200


Marketing Director

3 to 5 years 120+

5 to 10 years 150–180

10 to 15 years 180–220


General Manager

3 to 5 years 120–150

5 to 10 years 150–200

10 to 15 years 200–250


Please note:


56




Human rESourcES

Human Resources



•Hiringactivityforhumanresources(HR)professionalsinSingaporeiscurrently steady.

•CompaniesarestartingtoplaceincreasedvalueontheHRfunctionasakeybusinesspartnerthatinfluencescriticalareassuchasstaffattraction and retention as well as the Employee Value Proposition.

•HRprofessionalswithvaryingskillsetswillbeneededacrosscompanies as they grow and as different focus areas emerge, for example learning and development, talent management and recruitment.

•RecruitmentforHRprofessionalsisexpectedtobestronginthehealthcare industry as the sector continues to experience steady growth given the ageing population and a growing emphasis on well-being and longevity.

•Singapore’sstrongfast-movingconsumergoods(FMCG)andretailindustries translate into a steady need for operational HR professionals with strong skills in recruitment and payroll.

•Formanufacturingbusinesseswithalargeheadcountandamixof professionals and blue collar workers, a good sized HR team is required, consisting of HR professionals with diverse skill sets including industrial relations and union work.

•Overthecoming12months,recruitmentactivityforHRprofessionalsin Singapore is expected to remain strong.

•HRBusinessPartners,talentacquisitionandtalentmanagementprofessionals will continue to be in demand in the coming year.

Stronger (19%)


Steady (65%)


Weaker (3%)


•HRprofessionalswithskillsincompensationandbenefitsarealsohighly sought-after as companies recognise that this remains the top employee attraction and retention tool and seek to be at the forefront to attract and retain the best talent, especially in the competitive market.

•AlotofcompaniesremainfocusedongrowingandexpandingwithintheAsiaPacificregionandHRprofessionalswithtalentacquisitionand talent management skill sets will be in demand to help companies ensure the optimal attraction and retention of employees.

•Withthelargenumberofmultinationalcompanieshavingregionalheadquarters in Singapore, HR professionals with regional experience and familiarity with local labour laws, as well as cultural sensitivities will be required.

•AkeensenseofcommercialacumeninHRprofessionalswillalsoput them in good stead as it enables an appreciation of business operations and the ability to understand and pre-empt human capital issues and potential risks.


marKEt analySIS


46%

35%

19%

?

58

Salary & EmploymEnt ForEcaSt 2014Human rESourcES

Human Resources






33%

None

33%

17%


headcount


17%


59


Human Resources





12%



4%


4%

80%

1% - 5%

6% - 10%

76%

24%


•AveragesalariesforHRprofessionalshaveincreasedoverthelast12months,withtheaverageincreasebetween1%and10%.

•HRbusinesspartners,specialistsincompensationandbenefitsandtalent acquisition and talent management professionals are most likely to be awarded above average salary increases as they remain the most highly sought-after professionals in the HR sector.




Other (Inflation, etc.)

Not sure


54%

46%

12%

8%



60


Human Resources

92%

8%



4%


96%


1% - 5%

6% - 10%

5%

22%

11% - 15%

16% - 20%

42%

22%

21% - 30% 4%

31–40% 1%

Above 40% 4%



54%

46%

61


Human Resources






Sabbatical leave


58%

38%

27%

24%

15%

12%

Other (no overtime,holiday incentive, etc.)




Company branding


23%

23%

19%

15%

11%


8%


market observation:

•MostHRprofessionalspreferamixoffinancialandnon-financialrewards,withworkplaceflexibilitybecominganemergingstrategyemployers are using for attraction and retention.

42%

35%

23%?



Higher salary

78%

$


to learn

22%


62


Human Resources

WoRking houRS


1% 12% 65% 19%

50 hours or more

3%


Parking

Mobile phone

Personal laptop

Transport allowance

Stock options

Personal loan

Company car

58%


46%

46%

23%

19%

12%

8%

Education loan8%

Travel pass4%

Housing loan4%

Other (clothing allowance, flexi benefits and additional leave)4%




63


Human Resources

BAnking & FinAnce Role Salary

SG$’000

Payroll Specialist

3 to 5 years 45-65

5 to 10 years 65-100

10 to 15 years 100-130+


Mobility Specialist

3 to 5 years 50-70

5 to 10 years 70-120

10 to 15 years 120-150+


HRIS Specialist

3 to 5 years 50-85

5 to 10 years 85-130

10 to 15 years 130-150+


Learning and Development Specialist

3 to 5 years 60-100

5 to 10 years 100-150

10 to 15 years 150-180+


Recruitment Specialist

3 to 5 years 60-100

5 to 10 years 100-150

10 to 15 years 150-180+


HR Generalist/Business Partner

3 to 5 years 60-110

5 to 10 years 110-180

10 to 15 years 180-220+


Organisational Development

3 to 5 years 60-110

5 to 10 years 110-200

10 to 15 years 200-250+


Compensation and Benefits Specialist

3 to 5 years 60-120

5 to 10 years 120-200

10 to 15 years 200-250+


Head of Human Resources

3 to 5 years N/A

5 to 10 years N/A

10 to 15 years 250+


Salary tablES

Please note:



64


Human Resources

commeRce & induStRy Role Salary

SG$’000

Payroll Specialist

3 to 5 years 40-60

5 to 10 years 60-90

10 to 15 years 90-110+


Mobility Specialist

3 to 5 years 50-65

5 to 10 years 65-100

10 to 15 years 100-130+


HRIS Specialist

3 to 5 years 50-80

5 to 10 years 80-120

10 to 15 years 120-150+


Learning and Development Specialist

3 to 5 years 55-90

5 to 10 years 90-135

10 to 15 years 135-165+


Recruitment Specialist

3 to 5 years 55-90

5 to 10 years 90-135

10 to 15 years 135-165+


HR Generalist/Business Partner

3 to 5 years 55-100

5 to 10 years 100-160

10 to 15 years 160-190


Organisational Development

3 to 5 years 55-100

5 to 10 years 100-160

10 to 15 years 160-200


Compensation and Benefits Specialist

3 to 5 years 60-120

5 to 10 years 120-180

10 to 15 years 180-250+


Head of Human Resources

10 to 15 years 220+


Salary tablES

Please note:



65


Human Resources


lEGal

Legal



•RecruitmentactivityforlegalprofessionalsinSingaporeiscurrentlysteady and is expected to remain strong during the next 12 months.

•Locallylistedmultinationalshousesizeableteamsofin-houselawyerstoprovidelegalsupportonaGroupbasisduetoSingaporebeingtheircorporate headquarters. Similarly many foreign multinationals base their regional headquarters in Singapore, which results in the investment of legal teams to render legal support and advice to the region.

•TheQualifyingForeignLawPractice(QFLP)Scheme–aninitiativeby the Singapore government to develop the legal sector and build itsstatusasalegalhubnowallowsforeignlawfirmstopracticeinpermitted areas of Singapore law. This has resulted in increased recruitmentactivityfromQFPLfirmslookingtorecruitlocally qualifiedlawyers.

•EmployersintheInformationTechnologyandTelecommunications(IT&T)industrywillhavestrongdemandforlegalprofessionalsinSingapore to address business risks and issues created by fast-paced product launches. The huge volume of contracts in the IT&T industry will also add to the need for legal professionals to support the business and management.

•Consistentrecruitmentactivityforlegalprofessionalsworkingintheoil and gas industry is expected as this area is relatively resistant to economic downturns and companies typically maintain a seasoned legal team due to the complex nature of the industry and heavy regulations.

•Ascompaniesfaceamyriadofbusinessrisksintheirquesttomaximiseprofitsandperformance,legalprofessionalswhoprovidewell-rounded legal support and can achieve a healthy balance between minimising legal risks, while meeting business objectives are well regarded.

•Locallyqualifiedin-houseandcorporatecommerciallawyerswillalsobe in high demand.

•SingaporeistheAsiaPacificheadquartersformanymultinationals,(includingChina).GiventhatChinaisapredominantfocusofgrowth,proficiencyinMandarin–bothspokenandwritten–hasbecomea core competency for many companies when considering law professionals in Singapore.


Stronger (6%)


Steady (61%) 61%

39%


67

Salary & EmploymEnt ForEcaSt 2014lEGal

Legal


marKEt analySIS




No, the skills shortage will not impact salary levels (9%) Need to

develop more targeted attraction strategies

55%


headcount

18% 18%


None

9%


68


Legal





22%



6%

72%

1% - 5%

6% - 10%

11% - 15%

41%

6%

53%


•Theaveragesalarieslegalprofessionalshaveincreasedoverthelast12monthsby1%to10%.

•Locallyqualifiedlegalprofessionalswillbeawardedaboveaveragesalary increases. Corporate commercial lawyers and lawyers with strongproficiencyinMandarincanalsoexpecttoreceiveaboveaverage salary increases as they remain the most sought-after legal talent.Combination of factors likely to impact salary levels in the

next 12 months*


Global economic conditions

Not sure


53%Domestic economic conditions

47%

18%

12%

6%



69


Legal


94%

6%

Company performance

13%

19%Team performance

6%




1% - 5%

6% - 10%

13%

6%

11% - 15%

16% - 20%

38%

19%

21% - 30% 19%

31% - 40% 5%


50% 50%


70


Legal




Other (no overtime,results based rather than time based, etc.)


Sabbatical leave

61%

33%

28%

17%

11%

6%



•LawprofessionalsinSingaporegenerallyprefertoreceiveamixoffinancialandnon-financialrewardsfromtheiremployers.Keynon-financialrewardsincludework-lifebalanceandflexibility.



Company branding



33%

22%

17%

11%

11%


6%




39%

33%

28%

?



Higher salary

Achieve better

work/life balance

PromotionBroaden experience / opportunity

to learn

29%

14%

43%

14%

$

71


Legal

WoRking houRS


1% 11% 66% 11%

50 hours or more

11%



Personal laptop

Mobile phone

Transport allowance

Parking

Company car

Stock options

Travel pass

50%


22%

17%

17%

6%

6%

6%

None6%



72


Legal

Please note:

1. The above tables are based on basic salary, excluding bonus/incentive schemes. 2. Market rates are becoming much less uniform. While we have taken great care, these salaries can only be approximate guides, as there are often specific circumstances relating to individual companies. Please call us for additional information. 3. This is representative of our services within Singapore. 4. The figures in this guide are based around Singapore levels of PQE, with the exception of the international law firms where Singapore lawyers and other lawyers who have not completed their 2 year training contracts are usually required to take a discount on their qualification date. The typical discount is 18months.

lAWyeRS Role Experience Salary

SG$’000

PRIVATE PRACTICE (LOCAL FIRMS)

Newly Qualified - 3 years PQE 3 years 65-110

4-7 years PQE 4-7 years 110-180

8 years PQE and above 8 years 180+

PRIVATE PRACTICE (INTERNATIONAL FIRMS)Newly Qualified - 3 years PQE 3 years 90-180



Please note: The above table includes salary data collected from leading and international law firms.


SG$’000

IN-HOUSE CORPORATE (MNC)

< 3 years PQE 3 years 60-110



Please note: The above table includes salary data collected from Singapore private and listed companies, and multinational corporations.


SG$’000

FINANCIAL SERVICES

< 3 years PQE 3 years 70-120



Please note: The above table includes salary data collected from international/investment banks, local banks, insurance companies and fund/private equity/security houses.


SG$’000

PARALEGALS & LEGAL SECRETARIES

Paralegal 3 to 5 years 30-60

Corporate Secretarial Assistants 3 to 5 years 60+

CORPORATE SECRETARIAT

Non ICSA-certified > 5 years 70+

ICSA-certified > 5 years 85+

Please note: The above table includes salary data collected from leading and international law firms.

73


Legal

Salary tablES


procurEmEnt & Supply cHaIn

Procurement &Supply Chain



•Hiringactivityforprocurement,supplychainandlogisticsprofessionalshas been strong in the last 12 months and is expected to remain strong in the coming year.

•AttractivetaxratesandincentivesawardedbytheEconomicDevelopment Board of Singapore will see Singapore remain an attractive location to set up regional headquarters for companies. As a result, manufacturing output for organisations will remain stable and resilient.

•ThelowlevelofunemploymentinSingaporehasledtoashortageof talented professionals required by multinationals as they look to establish their regional hub in the city.

•Attritionandmovementamongprocurementandsupplychainprofessionalsisexpectedtoincreaserecruitmentactivityinthefirstquarter of 2014, following the December annual wage supplement (AWS)andvariablebonuspayments.

•Hiringactivityforsalesandprocurementprofessionalsisexpectedto be strongest within the pharmaceutical, chemical and fast moving consumergoods(FMCG)industriesastheyexpandorsetupregionalhubs in Singapore.

Stronger (35%)


Steady (40%)


Weaker (14%)

•RegionalpositionswithapermanentbaseinSingaporewillbecreatedby companies establishing local regional hubs.

•SupplyChainSolutionSpecialistsandStanfordCertifiedProjectManagers(SCPM)willalsobevaluedbythirdpartylogistics(3PL)organisations as they help provide unique selling propositions, such as cost cutting and operational delivery to their clients.

•Thedemandfornicheskillsets,suchascategorymanagement,business process improvement and production planning will also be on the rise as companies expand their businesses and upskill the local talent.


40%

55%

5%

?


75

Salary & EmploymEnt ForEcaSt 2014procurEmEnt & Supply cHaIn



marKEt analySIS

76

Salary & EmploymEnt ForEcaSt 2014








None

37%


25% 25%



Other

13%





10%



5%

85%

1% - 5%

6% - 10%

11% - 15%

65%

5%

30%


•Averagesalaryincreasesforprocurement,supplychainandlogisticsprofessionals have remained constant over the last 12 months.

•Procurement,supplychainandlogisticsmanagementprofessionalswith niche skill sets or experience can expect to receive above average salary increments as employers look to attract and retain top talent during prolonged periods of regional expansion.

•Thepharmaceuticalandoilandgasindustriesareexpectedtoawardhigher than average increases to procurement, supply chain and logistics professionals as they are in strong growth positions and require professionals with niche skills and experience that are key to strengthening their business.




Other (growth potential, company financial performance, etc.)


60%

45%

20%


77





95%

5%


Company performance32%



47%

21%


1% - 5%

6% - 10%

5%

36%

11% - 15%

16% - 20%

41%

1%

21% - 30% 5%

31% - 40% 1%

Above 40% 11%


55%

45%

78








Other (no overtime, holiday incentive, etc.)

70%

40%

Alternative leave options (e.g. volunteering)20%

Sabbatical leave10%

15%

15% Increased maternity/paternity leave


•Mostprocurement,supplychainandlogisticsprofessionalspreferto receivefinancialincentivesfromtheiremployersuchassign-on and annual bonuses.




Company branding


35%

30%

15%

15%

5%


75%

20%

5%

?




Broaden experience/opportunity

to learn

20%

Achieve better

work/life balance

13%

Higher salary

60%

$

Promotion

7%

79




WoRking houRS


1% 19% 75% 4%

50 hours or more

1%




Mobile phone

Transport allowance

Personal laptop

Parking

Company car

Personal loan

Education loan

80%


75%

50%

50%

40%

15%

10%

Stock options5%

None5%

Other (additional leave)5%


80




oil & gAS/PhARmAceuticAlS Role Salary

SG$’000

Supply Chain

3 to 5 years 40–80

5 to 10 years 90–140

10 to 15 years 150–200

Quality

3 to 5 years 50–70

5 to 10 years 80–110

10 to 15 years 120–160

Distribution/Warehousing

3 to 5 years 50–70

5 to 10 years 80–130

10 to 15 years 150–180

Logistics/3PL

3 to 5 years 50–80

5 to 10 years 80 –110

10 to 15 years 120–180

Direct

3 to 5 years 50–80

5 to 10 years 95–140

10 to 15 years 140–180

Quality

3 to 5 years 50–80

5 to 10 years 95–140

10 to 15 years 140–180

Planning

3 to 5 years 50–90

5 to 10 years 95–150

10 to 15 years 150–200

Indirect

3 to 5 years 50–90

5 to 10 years 100–150

10 to 15 years 160–220

LEAN/Six Sigma

3 to 5 years 50–90

5 to 10 years 100–150

10 to 15 years 160–220

Salary tablES

Please note:



81




Fmcg RetAil Role Salary

SG$’000Direct

3 to 5 years 40-70

5 to 10 years 80-120

10 to 15 years 130-180

Logistics/3PL

3 to 5 years 50-80

5 to 10 years 80-120

10 to 15 years 130-170

Supply Chain

3 to 5 years 50-80

5 to 10 years 80-130

10 to 15 years 150-220


3 to 5 years 50-80

5 to 10 years 80–130

10 to 15 years 130–160

Planning

3 to 5 years 50-80

5 to 10 years 80-150

10 to 15 years 150-220

Indirect

3 to 5 years 50-80

5 to 10 years 90–140

10 to 15 years 160–220

LEAN/Six Sigma

3 to 5 years 60-90

5 to 10 years 100–150

10 to 15 years 160–220

82




technology Role Salary

SG$’000Direct

3 to 5 years 50–70

5 to 10 years 80–120

10 to 15 years 130–220

Logistics/3PL

3 to 5 years 50–80

5 to 10 years 80–120

10 to 15 years 130–170

Supply Chain

3 to 5 years 50–80

5 to 10 years 80–130

10 to 15 years 150–220


3 to 5 years 50–80

5 to 10 years 80–130

10 to 15 years 140–170

Planning

3 to 5 years 50–80

5 to 10 years 80–140

10 to 15 years 150–220

Indirect

3 to 5 years 50–80

5 to 10 years 90–140

10 to 15 years 160–220

LEAN/Six Sigma

3 to 5 years 60–90

5 to 10 years 100–150

10 to 15 years 160–220

Please note:



FinAnciAl SeRviceS Role Salary

SG$’000Procurement/Strategic Sourcing

3 to 5 years 50–90

5 to 10 years 100–150

10 to 15 years 160–220

83





propErty & conStructIon

Property & Construction

Stronger (16%)


Steady (47%)


Weaker (1%)



•HiringactivityforpropertyandconstructionprofessionalsinSingaporein the last 12 months was relatively weak, however recruitment is expected to pick up and remain steady in 2014.

•InvestmentandprojectdecisionsthatweredelayedduringQ42013will take form in 2014, creating demand for professionals across property and construction. Companies that had hiring freezes for non-essential roles are expected to begin hiring now that recruitment budgets and plans for 2014 have been set.

•Propertyprofessionalsspecialisinginrealestateexpansionandlandlord leasing are currently the most sought-after in the industry. These professionals are helping to strengthen retail landlords’ internal leasing capability as competition for space throughout Singapore remains high.

•Specialistknowledgeinleasingmanagementwillbesought-afterby both landlords and tenants as they seek to ensure their portfolios ofleasesworkasefficientlyaspossiblethrougheffectiveleasemanagement.

•Strongconsumerdemandacrossretail,foodandbeverage(F&B)andhospitality markets is impacting the demand for property professionals as these businesses require professionals with a strong real estate owner network and knowledge in order to expand regionally.

•Realestateexpansionbyconsumerdrivenindustriessuchasretail,F&B and niche sectors such as education services is creating demand for property professionals with these specialisations.

•Althoughprojectledinitiativeshavebeendelayed,businessesinproperty and construction still see the need to manage existing assets. Additionally, demand exists within service provider organisations due to the outsourcing of contracts.

•Continueddemandforprofessionalswithexpertiseinfacilitiesmanagement services will be expected due to the continual outsourcing of facilities services and the growth of owned or leased portfolios.

•Theresumptionofprojectsthatweredelayedinthelast12monthswill translate into a spike in demand for project management as these projects are awarded. This is causing a ripple effect and creating increased demand for quantity surveyors and construction professionals with expertise in engineering and design services.

•Ashortageofpropertyandconstructionprofessionalswithprojectmanagement capabilities in Singapore and across the region will be more pronounced as companies roll out their project pipelines.

•Knowledgeofclaimsandcontractmanagementamongconstructionprofessionals will be highly regarded as businesses seek to protect and safeguard themselves against contractual and claims issues, both internally and externally.


63%

5%

32%

?


85

Salary & EmploymEnt ForEcaSt 2014propErty & conStructIon



marKEt analySIS







headcount

17%

Need to develop more targeted

attraction strategies

33%

50%


86







5%



26%


6%

63%


1% - 5%

6% - 10%

11% - 15%

44%

17%

39%



Not sure

Don't expect any factors to particularly impact salaries


50%

33%

11%

6%



•Theaveragesalaryofpropertyandconstructionprofessionalshasremained steady over the last 12 months.

•Propertyandconstructionprofessionalswithskillsinprojectmanagement, contracts and claims, as well as brokerage can expect to receive above average salary increases from their employers as competition for talent will increase in the coming year.


87



95%

5%


Company performance22%



17%11%

Team performance


1% - 5%

6% - 10%

17%

44%

11% - 15%

16% - 20%

27%

6%

21% - 30% 6%



53%

47%

88





Achieve better

work-life balance

8%

Higher salary

50%

$


8%


to learn

34%


•Theearlyannouncementofbonusesisencouragingprofessionalsto stay in their role to receive their bonus rather than move on. Fiscal penalties have also been introduced by companies for employeesleavingwithinthefirstonetotwoyears.

•Mostpropertyandconstructionprofessionalsprefertoreceivefinancialrewardsfromtheiremployer.



Company branding


37%

26%

26%

11%


63%

32%

5%?





Sabbatical leave


Other (no overtime, holiday incentive, etc.)

42%

42%

21%

16%

10%

11%



89



WoRking houRS


5% 11% 26% 53%

50 hours or more

5%



Personal laptop

Mobile phone

Parking

Transport allowance

Stock options

Personal loan

Company car

73%


58%

58%

42%

26%

16%

16%

Housing loan5%

Education loan5%

Travel pass5%



90



91



Salary tablES

coRPoRAte ReAl eStAte Role Salary

SG$’000

Environment Health & Safety

3 to 5 years 45-60

5 to 10 years 60-110

10 to 15 years 100-150


Facilities Management & Corporate Services

3 to 5 years 45-60

5 to 10 years 60-115

10 to 15 years 110-160


Property Management

3 to 5 years 45-60

5 to 10 years 60-120

10 to 15 years 100-140


Security & BCP

3 to 5 years 45-60

5 to 10 years 60-125

10 to 15 years 120-180


Leasing & Transaction Management

3 to 5 years 45-60

5 to 10 years 60-130

10 to 15 years 120-185


Please note:


92



Please note:


PRoJectS Role Salary

SG$’000

Design Management

3 to 5 years 40-60

5 to 10 years 60-100

10 to 15 years 100-125


Office Fit-Out

3 to 5 years 40-60

5 to 10 years 50-100

10 to 15 years 100-140


Construction & Project Management

3 to 5 years 45-70

5 to 10 years 70-120

10 to 15 years 110-150


Project Development

3 to 5 years 60-90

5 to 10 years 90-145

10 to 15 years 140-170


ReAl eStAte inveStmentS Role Salary

SG$’000

Asset Management

Analyst 45-80

Associate 80-120

Vice Presidents 120-180

SVP/Director 180+

Portfolio Management

Analyst 45-80

Associate 80-120


SVP/Director 160+

Investment Management

Analyst 45-80

Associate 80-150


SVP/Director 200+


SalES & marKEtInG

Sales & Marketing




•CurrenthiringactivityforsalesandmarketingprofessionalsinSingapore is steady and will continue to remain so over the coming 12 months.

•Skillshortages,highturnoverandthesourcingoflocaltalentremainkey challenges for employers. Internal promotion, internal transfer or employeereferralsareexpectedtocounterthesedifficulties.

•TheMinistryofManpowerquotamandatedbytheSingaporegovernment continues to result in a high turnover of sales and marketing professionals. Some companies are facing the challenge of sourcing local talent who are not affected by the rule.

•Industrialmanufacturingperformedwellinthesecondhalfof2013andis set to remain strong in the next 12 months, as manufacturers sell to the oil and gas and construction markets. Multinationals looking to open or expand their Asian hubs will also contribute to creating demand for sales and marketing professionals.

•Theservicesandtechnologysectorsareexperiencingstronghiringactivity for sales and marketing professionals as Singapore remains an attractive regional hub for both areas.

•RolesinhighestdemandincludeHeadofSocialMediaascompaniesincreasingly place more emphasis on social media and its growing importance in the marketing and communications strategy. A presence on social media is instrumental for brand awareness and equity, increasing revenue, and for recruiting new customers or employees.

Stronger (7%)


Steady (56%)


Weaker (10%)

•AsorganisationsinSingaporemature,therewillbeademandforBusiness Development Managers to help grow, manage and consolidate thebusiness.CountryManagersandGeneralManagerswillalsobeindemand as employers look to the local talent pool to replace expats.

•Strongcompetitionbetweencompaniesatlocalandregionallevelswillincrease the shortage of skilled local talent among sales and marketing professionals and create the need for strong business development profiles.

•Localisationforforeigncompanieswithalocalpresencewillalsocreateopportunities for sales and marketing professionals as they look for local talent to replace their expat headcount to help manage costs.

•Thefastmaturingelectronicanddigitalpresenceincompanies’marketing strategies will create high demand for sales and marketing professionalswithstructuredandspecificskillsetssuchasonlinecustomerrelationshipmanagement(CRM),eCommerceandloyaltyprograms.

•Inadditiontobusinessdevelopment,salesandmarketingprofessionalswith skills in corporate communications, public relations and investor relations will be in demand as companies place increased emphasis on managing their reputation.

55%

41%

4%

?



94

Salary & EmploymEnt ForEcaSt 2014SalES & marKEtInG

Sales & Marketing

marKEt analySIS







50%


25%


headcount

None

19%

6%


95


Sales & Marketing





10%



10%


3%

77%


1% - 5%

6% - 10%

11% - 15%

52%

20%

28%


•TheaveragesalariesofsalesandmarketingprofessionalsinSingaporeincreasedbetween1%and10%inthelast12months.

•Thestrongdemandforsalesandmarketingprofessionalswithskillsin eCommerce, corporate communications and business development will see this group of professionals awarded with above average salary increases over the coming year.




Not sure

Other (company performance, etc.)

66%Competition with other companies

48%

41%

7%

3%

Don't expect any factors to impact salaries3%


96


Sales & Marketing


87%

13%


Company performance

12%

15%Team performance

27%




1% - 5%

6% - 10%

23%

39%

11% - 15%

16% - 20%

19%

19%


90%

10%

97


Sales & Marketing



•EmployersinSingaporelookingtoattractlocalsalesandmarketingprofessionals are starting to look at alternative hiring strategies such as social media and online talent management portals.

•MajorityofthesalesandmarketingprofessionalsinSingaporeprefertoreceivefinancialrewardsfromtheiremployer.

59%

31%

10%?




Higher salary

53%

Achieve better work-life balance

17%

Other (better job

stability, etc.)

6%

$

Promotion

6%


6%


to learn

12%





Sabbatical leave

Other (job rotation,holiday incentive, etc.)

55%

52%

28%

17%

10%

7%





Company branding


39%

21%

14%

10%

10%


3%


3%


98


Sales & Marketing

WoRking houRS


1% 28% 41% 17%

50 hours or more

13%




Transport allowance

Mobile phone

Personal laptop

Parking

Company car

Other (accomodation, etc.)

Stock options

69%


66%

24%

21%

17%

7%

4%

Travel pass3%

Housing loan3%


99


Sales & Marketing

heAlthcARe & liFeScienceS Role Salary

SG$’000

Product Manager

3 to 5 years 60-80

5 to 10 years 80-110

10 to 15 years N/A


Group Product Manager

3 to 5 years 100-130

5 to 10 years 130-160

10 to 15 years 150+


Communications Manager

3 to 5 years 65-80

5 to 10 years 80-130

10 to 15 years 120-220


Marketing Manager

3 to 5 years 80-100

5 to 10 years 90-150

10 to 15 years 140-220


Sales Manager

3 to 5 years 60-85

5 to 10 years 90-130

10 to 15 years 150+


Business Unit Manager

3 to 5 years 90-110

5 to 10 years 120-150

10 to 15 years N/A


Business Development Manager / Director

3 to 5 years 90-110

5 to 10 years 120-150

10 to 15 years 150+


Sales Director

3 to 5 years N/A

5 to 10 years N/A

10 to 15 years 150-220


Salary tablES

Please note:



100


Sales & Marketing

heAlthcARe & liFeScienceS Role Salary

SG$’000

Marketing Director

3 to 5 years N/A

5 to 10 years N/A

10 to 15 years 180-220


Business Unit Director

3 to 5 years N/A

5 to 10 years N/A

10 to 15 years 180-300

More than 15 years 250-330+

General Manager

3 to 5 years N/A

5 to 10 years N/A

10 to 15 years 180-300


Please note:



mAnuFActuRing & induStRiAl Role Salary

SG$’000

Sales Engineer

3 to 5 years 30-45

5 to 10 years N/A

10 to 15 years N/A


Senior Sales Engineer

3 to 5 years 35-55

5 to 10 years N/A

10 to 15 years N/A


Marketing/Marcom/Public Relations Executive

3 to 5 years 40-60

5 to 10 years N/A

10 to 15 years N/A


Account Manager

3 to 5 years 55-80

5 to 10 years 70-100

10 to 15 years N/A


Key Account Manager

3 to 5 years 55-80

5 to 10 years 70-100

10 to 15 years N/A


101


Sales & Marketing


SG$’000

Sales Executive

3 to 5 years 40-55

5 to 10 years N/A

10 to 15 years N/A


Sales Manager

3 to 5 years N/A

5 to 10 years 75-110

10 to 15 years 110-130

More than 15 years 130-150

Marketing Manager

3 to 5 years N/A

5 to 10 years 75-110

10 to 15 years 110-130


Product Manager

3 to 5 years N/A

5 to 10 years 70-100

10 to 15 years 100-140


Marketing Communications Manager

3 to 5 years N/A

5 to 10 years 80-110

10 to 15 years 110-140


Business Development Manager

3 to 5 years N/A

5 to 10 years 90-130

10 to 15 years 110-150


Senior Marketing Manager

3 to 5 years N/A

5 to 10 years 85-110

10 to 15 years 110-150


Please note:



102


Sales & Marketing


SG$’000

Sales Director

3 to 5 years N/A

5 to 10 years N/A

10 to 15 years 130-160


Marketing Director

3 to 5 years N/A

5 to 10 years N/A

10 to 15 years 140-170


Managing Director/General Manager

3 to 5 years N/A

5 to 10 years N/A

10 to 15 years 160-200


Please note:



BAnking & FinAnciAl SeRviceS Role Salary

SG$’000

Public Relations / Corporate Communications Manager

3 to 5 years 50-80

5 to 10 years 70-120

10 to 15 years 100-180


AVP / Marketing Manager

3 to 5 years N/A

5 to 10 years 70-120

10 to 15 years 90-150


VP / Senior Marketing Manager

3 to 5 years N/A

5 to 10 years 90-120

10 to 15 years 100-150


Digital / eCommerce Marketing Manager

3 to 5 years 50-80

5 to 10 years 70-120

10 to 15 years 100-180


Corporate Communications Director

3 to 5 years N/A

5 to 10 years 90-150

10 to 15 years 110-200


103


Sales & Marketing

BAnking & FinAnciAl SeRviceS Role Salary

SG$’000Marketing Director

3 to 5 years N/A

5 to 10 years 100-180

10 to 15 years 150-250


Please note:



Fmcg & conSumeR PRoductS Role Salary

SG$’000

Sales / Key Account Manager

3 to 5 years 50-70

5 to 10 years 70-100

10 to 15 years 100-130


Trade Marketing Manager

3 to 5 years 40-70

5 to 10 years 70-100

10 to 15 years 100-130


Brand Manager / Product Manager

3 to 5 years 60-80

5 to 10 years 80-150

10 to 15 years 150-200


PR Manager

3 to 5 years 40-70

5 to 10 years 70-100

10 to 15 years 100-130



3 to 5 years 50-80

5 to 10 years 90-100

10 to 15 years 100-130


104


Sales & Marketing

Please note:



Fmcg & conSumeR PRoductS Role Salary

SG$’000

Sales Manager

3 to 5 years 50-80

5 to 10 years 80-100

10 to 15 years 100-130


Sales Director

3 to 5 years N/A

5 to 10 years N/A

10 to 15 years 220-280


Digital / eCommerce Marketing Manager

3 to 5 years 50-80

5 to 10 years 80-100

10 to 15 years 100-130


Senior Brand Manager

3 to 5 years 50-80

5 to 10 years 80-110

10 to 15 years 110-130


Marketing Manager

3 to 5 years 80-110

5 to 10 years 100-140

10 to 15 years 140+



3 to 5 years N/A

5 to 10 years 100-140

10 to 15 years 140+


Marketing Director

3 to 5 years N/A

5 to 10 years N/A

10 to 15 years 140+



3 to 5 years N/A

5 to 10 years N/A

10 to 15 years 200+


105


Sales & Marketing

Please note:



it& telco Role Salary

SG$’000

Marketing/Marcom/Public Relations Executive

3 to 5 years 45-65

5 to 10 years N/A

10 to 15 years N/A


Sales Executive

3 to 5 years 45-65

5 to 10 years N/A

10 to 15 years N/A



3 to 5 years N/A

5 to 10 years 70-100

10 to 15 years 100-130


Brand Manager

3 to 5 years N/A

5 to 10 years 70-100

10 to 15 years 100-120


PR Manager

3 to 5 years N/A

5 to 10 years 70-100

10 to 15 years 100-130


Product Manager

3 to 5 years N/A

5 to 10 years 70-100

10 to 15 years 100-120


Account Manager

3 to 5 years 55-70

5 to 10 years 70-90

10 to 15 years 90-110


Marketing Manager

3 to 5 years N/A

5 to 10 years 70-100

10 to 15 years 100-120


106


Sales & Marketing

Please note:



it& telco Role Salary

SG$’000

Key Account Manager

3 to 5 years 55-70

5 to 10 years 70-90

10 to 15 years 90-110


Business Development Manager

3 to 5 years 55-75

5 to 10 years 75-120

10 to 15 years 120-160


Sales Manager

3 to 5 years 55-75

5 to 10 years 75-120

10 to 15 years 120-160



3 to 5 years N/A

5 to 10 years 85-110

10 to 15 years 110-145


Marketing Director

3 to 5 years N/A

5 to 10 years 95-120

10 to 15 years 120-155


Sales Director

3 to 5 years N/A

5 to 10 years N/A

10 to 15 years 160-190



3 to 5 years N/A

5 to 10 years N/A

10 to 15 years 190-240


107


Sales & Marketing

Please note:



RetAil Role Salary

SG$’000

Regional Retail Operations Manager

3 to 5 years N/A

5 to 10 years 100-130

10 to 15 years 130+


Country General Manager

3 to 5 years N/A

5 to 10 years N/A

10 to 15 years 180+


Regional General Manager

3 to 5 years N/A

5 to 10 years N/A

10 to 15 years 200+


PRoFeSSionAl SeRviceS Role Salary

SG$’000

Digital / Social Media Manager

3 to 5 years 60-80

5 to 10 years 70-150

10 to 15 years 120-200


Research /Insights Manager

3 to 5 years 70-90

5 to 10 years 80-150

10 to 15 years 100-220


Marketing Manager

3 to 5 years N/A

5 to 10 years 80-150

10 to 15 years 100-220


Public Relations / Media Communications Manager

3 to 5 years 50-80

5 to 10 years 70-150

10 to 15 years 120-180


Business Development Manager / Account Manager

3 to 5 years 50-80

5 to 10 years 70-140

10 to 15 years 120-180


108


Sales & Marketing

Please note:



PRoFeSSionAl SeRviceS Role Salary

SG$’000

Sales Manager

3 to 5 years N/A

5 to 10 years 80-150

10 to 15 years 120-200


Business Development Director /Sales Director

3 to 5 years N/A

5 to 10 years 100-150

10 to 15 years 120-150


Marketing Director

3 to 5 years N/A

5 to 10 years 100-170

10 to 15 years 120-250


109


Sales & Marketing

Technology


tEcHnoloGy

Stronger (14%)


Steady (61%)




•Currently,hiringactivityoftechnologyprofessionalsinSingaporeissteady and is expected to remain steady over the next 12 months as there is some caution among employers around increasing headcount for technology professionals. There is a stable demand for technology talent in Singapore as Asia continues to be a region for growth for most organisations.

•HiringactivityisstrongestforITManagersandprofessionalswithexperience in infrastructure operations as companies set up their regional headquarters based in Singapore.

•Ascompanieslookatincreasingrevenueandcustomeracquisition,implementation professionals with skills in ERP,CRM and business infrastructure will be sought-after to manage these growing needs.

•Growingandmaturingbusinessesrollingoutnewsystemswillcreateopportunities for technology professionals with skills in change management to train and ensure proper implementation that will drive continuous growth and business improvements.

•RolessuchasServiceDeliveryManagersandInfrastructureEngineersare in demand to support expanding business infrastructure in the region.Javaand.NetDeveloperswillcontinuetobeindemandastheyare key to the delivery of software development projects.

•Withtheincreasingprominenceincloudcomputingandbigdata,morecompanies are embracing cloud technology and increasing investment in big data. As a result, the demand for candidates with experience in virtualisation, cloud, business intelligence and overall IT security continues to grow.


53%

43%

4%

?


111

Salary & EmploymEnt ForEcaSt 2014tEcHnoloGy

Technology


marKEt analySIS




40%

It will be difficult to maintain headcount

20%27%


None

13%




112


Technology




•TheaveragesalaryoftechnologyprofessionalsinSingaporehasincreasedinthelast12monthsby1%to10%.

•ProjectManagers,BusinessAnalystsandDeveloperswillbeawardedabove average salary increases as companies compete to attract and retain this group of highly sought-after professionals.

•TechnologyprofessionalswithskillsspecialisinginERP,CRM,businessinfrastructure and change management are likely to be offered competitive wage increases as they continue to be in demand and are limited.





Not sure

Other (company performance, etc.)

45%Competition with other companies

41%

34%

17%

14%




17%



10%


6%

67%


1% - 5%

6% - 10%

11% - 15%

75%

7%

18%

113


Technology


97%

3%


Company performanceIndividual performance

11%


75%

14%



73%

27%


1% - 5%

6% - 10%

25%

39%

11% - 15%

16% - 20%

21%

11%

21% - 30% 4%

114


Technology



59%

28%

13%

?



Achieve better

work-life balance

12%

Other (company relocation, company

culture, job security, etc.)

6%

Higher salary

52%

$

Promotion

18%


to learn

12%




Sabbatical leave


Other (school program, home care leave, etc.)

79%

52%

29%

25%

14%

7%



Company branding




26%

21%

18%

14%

7%


7%


7%


115


Technology

WoRking houRS


1% 10% 64% 23%

50 hours or more

2%




Personal laptop

Mobile phone

Stock options

Transport allowance

Parking

Education loan

Company car

64%


39%

39%

25%

21%

11%

11%

None11%

Other (accommodation, etc.)7%

Travel pass7%


•MosttechnologyprofessionalsinSingaporepreferamixoffinancialandnon-financialrewards.

•EmployersinSingaporearestartingtoimprovetheirattractionandretention strategies for technology professionals as the demand for them continues to grow. This includes providing project completion bonusesandintroducingworkplaceflexibility,amongotherstrategies.

•Employersarealsoincreasinglyseekingtorecruitlocalsandfemalesto their IT teams as they look to add diversity in their organisation.


116


Technology

FinAnciAl SeRviceS

develoPment, deSign & ARchitectuRe Role Salary

SG$’000

Analyst Programmer

3 to 5 years 50-60

5 to 10 years 65-90

10 to 15 years 90-100

Lead Analyst Programmer

5 to 10 years 90-120

10 to 15 years 120-160

Architect – Applications, Solutions, Systems, Data

5 to 10 years 125-135

10 to 15 years 140-180

Enterprise Architect

5 to 10 years 110-150

10 to 15 years 150-180


Application Development Manager

5 to 10 years 110-130

10 to 15 years 145-165


Salary tablES

Please note:



teSting Role Salary

SG$’000

Test Analyst

3 to 5 years 45-55

5 to 10 years 55-65

10 to 15 years 70-85

Team Lead - Testing

5 to 10 years 65-90

10 to 15 years 90-120


Test Manager

5 to 10 years 90-110

10 to 15 years 120-135


117


Technology

dAtABASe mAnAgement Role Salary

SG$’000

Database Administrator

3 to 5 years 50-60

5 to 10 years 60-80

10 to 15 years 80-100

Senior Database Administrator/Data Analyst

5 to 10 years 75-85

10 to 15 years 90-110


Data Warehousing/Modelling Specialist

3 to 5 years 70-80

5 to 10 years 90-110

10 to 15 years 110-130

Data Architect

5 to 10 years 80-100

10 to 15 years 125-140


Please note:



inFRAStRuctuRe/netWoRk Role Salary

SG$’000

Network Support – 1st/2nd Level

3 to 5 years 50-60

5 to 10 years 50-65

Security Analyst/Consultant

3 to 5 years 60-65

5 to 10 years 75-85

10 to 15 years 90-120


Network Engineer

3 to 5 years 50-60

5 to 10 years 80-90

10 to 15 years 90-120


Network Architect

5 to 10 years 100-120

10 to 15 years 120-150


Security Manager

5 to 10 years 90-120

10 to 15 years 125-135


Infrastructure Manager

5 to 10 years 90-120

10 to 15 years 135-150


118


Technology

Please note:



PRoJect & geneRAl mAnAgement Role Salary

SG$’000

Project Co-ordinator

3 to 5 years 50-65

5 to 10 years 75-90

10 to 15 years 90-120


Project Manager

3 to 5 years 75-100

5 to 10 years 100-180

10 to 15 years 160-200


Project Director

10 to 15 years 180-200


Business Analyst

3 to 5 years 65-90

5 to 10 years 90-100

10 to 15 years 100-130

Senior Business Analyst

5 to 10 years 90-110

10 to 15 years 120-160


IT Manager

5 to 10 years 90-130

10 to 15 years 140-180


IT Director


Chief Information Officer


119


Technology

Please note:



SuPPoRt/AdminiStRAtion Role Salary

SG$’000

1st Level Helpdesk Analyst

3 to 5 years 40-50

5 to 10 years 50-60

2nd Level Desktop Support Analyst

3 to 5 years 50-60

5 to 10 years 65-70

10 to 15 years 70-80

3rd Level Support Analyst

5 to 10 years 65-70

10 to 15 years 70-90


Unix Administrator

3 to 5 years 60-75

5 to 10 years 75-90

10 to 15 years 90-120

Helpdesk Manager

5 to 10 years 75-90

10 to 15 years 90-120

Service Centre Manager

10 to 15 years 125-160


120


Technology

Please note:



commeRce

develoPment, deSign & ARchitectuRe Role Salary

SG$’000

Analyst Programmer

3 to 5 years 40-50

5 to 10 years 55-75

Lead Analyst Programmer

5 to 10 years 70-80

10 to 15 years 80-90

Architect – Applications, Solutions, Systems, Data

5 to 10 years 100-110


Enterprise Architect

5 to 10 years 100-120

10 to 15 years 120-220

Application Development Manager

5 to 10 years 85-100

10 to 15 years 110-140

teSting Role Salary

SG$’000

Test Analyst

3 to 5 years 40-50

5 to 10 years 50-90

Team Lead - Testing

5 to 10 years 60-85

10 to 15 years 90-120


Test Manager

10 to 15 years 110-135


121


Technology

Please note:



inFRAStRuctuRe/netWoRk Role Salary

SG$’000

Network Support – 1st/2nd Level

3 to 5 years 39-55

5 to 10 years 55-65

Security Analyst/Consultant

3 to 5 years 60-70

5 to 10 years 75-85

10 to 15 years 85-110

Network Engineer

3 to 5 years 50-60

5 to 10 years 80-90

10 to 15 years 90-100

Network Architect

5 to 10 years 100-120

10 to 15 years 120-150


Security Manager

5 to 10 years 90-120

10 to 15 years 120-140


Infrastructure Manager

5 to 10 years 90-120

10 to 15 years 120-140


dAtABASe mAnAgement Role Salary

SG$’000

Database Administrator

3 to 5 years 45-55

5 to 10 years 55-65

Senior Database Administrator/Data Analyst

5 to 10 years 70-80

10 to 15 years 80-100

Data Warehousing/Modelling Specialist

5 to 10 years 90-110

10 to 15 years 110-130

Data Architect

5 to 10 years 100-120

10 to 15 years 120-140

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Technology

Please note:



PRoJect & geneRAl mAnAgement Role Salary

SG$’000

Project Co-ordinator

3 to 5 years 50-65

5 to 10 years 70-85

Project Manager

3 to 5 years 70-100

5 to 10 years 100-120

10 to 15 years 120-150


Project Director

10 to 15 years 150-200


Business Analyst

3 to 5 years 70-90

5 to 10 years 80-100

10 to 15 years 100+

Senior Business Analyst

5 to 10 years 90-110

10 to 15 years 110-130


IT Manager

5 to 10 years 90-130

10 to 15 years 130-150


IT Director


Chief Information Officer


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Technology

Please note:



SuPPoRt/AdminiStRAtion Role Salary

SG$’000

1st Level Helpdesk Analyst

3 to 5 years 40-50

5 to 10 years 50-60

2nd Level Desktop Support Analyst

3 to 5 years 50-60

5 to 10 years 65-70

3rd Level Support Analyst

5 to 10 years 70-80

10 to 15 years 80-90

Unix Administrator

3 to 5 years 52-65

5 to 10 years 75-90

Helpdesk Manager

5 to 10 years 70-85

10 to 15 years 90-120

Service Centre Manager

10 to 15 years 130-160


124


Technology

contact uS

SingaporeOne Raffles Place Office Tower 2 #09-61 Singapore 048616 Tel +65 6533 2777 Fax +65 6533 7227 [email protected]

www.michaelpage.com.sg

Salary & EmploymEnt ForEcaSt

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