UK Salary Guide 2018

HAYS UK SALARY & RECRUITING TRENDS 2018

CONTENTS

Introduction 1

Recruiting trends

Overview 4Recommendations 6 At a glance 7Survey data 8

Salary guide

Accountancy & Finance 20Accountancy support 22Accounts payable 24Audit, risk and compliance 26Credit management 28Accounts receivable 30Payroll 32Part-qualified accountancy 34Qualified accountancy 36Public practice 44Taxation 52Treasury 62

Construction & Property 66Construction 68Health and safety 74Surveying consultants 76General practice surveying 84Architecture 90Civil and structural engineering 98Facilities management 102Building services 104Social housing 108

Digital Technology, IT & Telecoms 112Cyber security 114Data and advanced analytics 116Development 120Cloud and infrastructure 124Enterprise resource planning 128Leadership 130Projects and change management 132Testing 136Telecoms 140

Engineering & Manufacturing 142Commercial 144Electrical engineering 146Maintenance engineering 148Manufacturing engineering 150Mechanical engineering 152Precision machining 153Process engineering 154Quality engineering 156Sheet metal 158

Human Resources 160Generalist 162Learning and development 168Reward 172Talent and resourcing 176

Insurance 180Actuarial 182Audit, risk and compliance 186Broking 187Claims 188Projects, change and operations 190Underwriting 192

Legal & Company Secretarial 194Private practice 196In-house 198Public sector 202Charities 204Paralegal 206Legal executives 209Document review 210Company secretarial 212

Life Sciences 214Salaries 216

Marketing 222Brand and product marketing 224Events 226Insight 228General marketing 230Online and digital 232PR and internal communications 234Public sector 236

Office Support 240Administration 242PA and secretarial 244Contact centres 246

Procurement & Supply Chain 248Procurement 250Public sector procurement 254Manufacturing 256Supply chain 258Logistics 260

Retail 264Buying and merchandising 266Design, technical and wholesale 270Fashion and non-fashion operations 274

About us 276

INTR

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Hays UK Salary & Recruiting Trends 2018 | 1

PREVAILING OPTIMISMCOMPETITIVE TALENT MARKET

Nigel Heap, Managing Director, Hays UK & Ireland

Our survey findings of almost 17,500 employers and employees across the UK indicate that activity levels are on a par with last year and organisations are charging ahead with their recruitment plans. However, it is also apparent that these plans are being curtailed by skills shortages, which are impacting on more than just hiring, but on productivity, employee morale and growth plans.

Skills shortages are now prevalent across most of the sectors, industries and professions that we work in and their hold is strengthening. The greatest effect of these skills shortages is on productivity, which is why this issue is of such vital importance to senior leaders. It will have a tangible impact on the bottom line, if it isn’t already, and organisations need to be clear about how they can best tackle the immediate gaps and address the issue longer term.

It is also evident that the skills shortages are creating workplace pressure, adding to low employee morale and causing absenteeism due to stress, creating a double-edged sword of challenges for employers. This is being fuelled by employees feeling dissatisfied with salary levels. Although we have seen an overall average salary increase of 1.8% across the UK, a lack of salary increases is creating salary dissatisfaction and it is generally only jobs in areas of skills shortages that have seen significant increases.

Employees are also largely dissatisfied with their opportunities for career progression, which is causing them to look elsewhere. All in all, this presents a somewhat challenging picture, which needs to be addressed or the skills shortages will intensify and inevitably cloud employers’ positive sentiment and plans for advancement.

While employers are faced with one of the most competitive recruitment climates yet, there are some clear actions they should consider in order to make headway with the issues. Workforce planning needs to be high on the agenda and included as part of the core business objectives. Utilising contingent workers can alleviate workplace pressures and boost morale, and should be factored into hiring plans now before the retention of permanent staff becomes a more serious problem. Finally, focusing on strengthening the organisation’s employer brand will become that much more important over the coming year in order to attract talent.

Addressing these areas now will allow organisations to be in the best possible position to stay ahead of their competition, which is critical given today’s political landscape and the looming threat of what might happen over the next year.

We hope you find this guide informative and useful. We look forward to discussing what these findings mean for your organisation and how you can stand out from the competition in order to attract the best talent.

Welcome to our annual Hays UK Salary & Recruiting Trends guide. This year, it is evident that the ongoing political and economic uncertainty is masking an optimistic outlook, which prevails across the UK. Although organisations are largely confident about their activity and growth plans, workplace pressures have crept in and skills shortages continue to gain momentum. Effective workforce planning and talent management will be even more critical over the coming year.

Nigel Heap

2 | Hays UK Salary & Recruiting Trends 2018

RECRUITING TRENDS

This year’s Hays UK Salary & Recruiting Trends guide covers a multitude of professions, sectors and regions, making it one of the most valuable and comprehensive resources available. In order to evaluate trends over the past 12 months and intentions for the year ahead, we sought the views and insight of almost 17,500 professionals nationwide. Over 9,200 salaries are detailed within this guide, which covers 12 specialist skilled and technical areas supported by regional data for most roles.

We have a dedicated focus on digital technology roles, retail is new and we have added new job titles and regional data to some of the specialist areas.

MethodologyThe salary data has been compiled using information gathered during 2017 from Hays offices across the UK. It is based on job listings, job offers and candidate registrations. The recruiting trends and benefits data is based on the survey findings of almost 17,500 employers and employees. The survey was conducted in early summer 2017 by organisations of all sizes and sectors.

Thank youWe would like to express our gratitude to all of the professionals, institutes and organisations, which provided valuable insight and market commentary. We would also like to thank everybody who participated in the collection of data. Your contribution allows us to produce this comprehensive guide, which provides invaluable insight into salaries, benefits and recruiting trends.


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RECRUITING TRENDS SKILLS SHORTAGES RESTRICT PLANS FOR GROWTH

Employers today are faced with huge recruitment challenges as 94% experience skills shortages. This is against a landscape of continued economic and political uncertainty. Despite this, employers are continuing with their growth and hiring plans, but it is becoming evident that these hiring plans are being hindered by prevailing skills shortages, which are threatening organisations’ productivity, damaging employee morale and restricting growth plans.

Positive outlook prevailsEmployers’ outlook for their organisation’s activity remains positive despite the ongoing market uncertainty. 95% state that their organisation’s activity will increase or stay the same over the coming year and, of these, the majority (59%) state that their activity will increase. Given that only 5% of employers believe their activity will decrease, it appears that the market uncertainty is having little impact on activity and there is predominantly a positive outlook from employers.

Hiring continues unabatedNot only are there positive indicators that activity levels aren’t being impacted, but hiring remains a top priority for employers. Almost three-quarters (71%) of employers plan on recruiting over the next 12 months, which is on a par with last year’s 73%. 59% state that they plan to hire permanent staff over the coming year and 29% say that they plan to hire temporary, interim or contract staff.

Skills shortages intensifyHowever, despite this positive sentiment, skills shortages are a challenge for employers. The majority of employers (77%) still state that their main recruitment challenge is a shortage of suitable applicants, which is the same as last year.

It is also evident that these skills shortages are having a significant impact on organisations and are likely to continue to do so. 70% of employers stated that they have experienced moderate to extreme skills shortages and, of these, 15% labelled them as extreme. Only 6% of employers say they have not experienced skills shortages over the past year. This impact is compounded by candidate movement, with 55% of employees planning on moving jobs in the next 12 months.


Employers concerned about productivitySuch predominant skills gaps are already having far-reaching consequences and have the potential to severely restrict plans. Employers state that skills shortages are negatively impacting on productivity (59%), employee morale (41%), growth (30%) and their business development plans (27%).

The skills shortages are attributed to problems with both the attraction and retention of talent. Over half (54%) of employers believe that high competition for talent within their sector or industry is fuelling the skills shortages. Over a third (37%) attribute them to fewer people entering the jobs market in their industry, while 18% believe that people leaving to join a different industry is causing skills shortages.

As a result, 39% of employers are looking to temporary and contract staff to address the immediate gaps. This is followed by a quarter of employers who are increasing their use of recruitment agencies and 24% who are recruiting apprentices in an attempt to combat the skills shortages.

Employees are feeling the pressureNot only are productivity and growth plans being affected, but employers are starting to realise the full impact of the skills shortages and understand that they are putting their employees under significant pressure. 41% of employers recognise that employee morale is being negatively impacted by skills shortages and 16% state that there has been an increase in absenteeism due to workplace stress. This correlates to the employee findings surrounding work-life balance, with 44% of professionals rating their work-life balance as very poor to average.

Given that over a quarter (26%) of employees value work-life balance most when considering a new role, addressing this could be a strong attraction tool for employers, yet only 15% of employers view work-life balance as important in order to attract staff.

There are additional mismatches in the benefits that employees deem to be important compared to the benefits that employers’ offer, which further compound the issue. For example, 64% of employees state that receiving over 25 days of annual leave is important to them, but only 49% of employers state that they offer this. Flexible working is also rated as important for 61% of employees, yet only 50% of employers offer this benefit.

Salaries create discontentThese mismatches in expectations of benefits are causing dissatisfaction amongst workers. This is being exacerbated by a lack of salary increases, which is creating further discontent. In line with last year, 43% of professionals say they are dissatisfied with their salaries. Although the overall average increase for the UK is 1.8%, it is generally only jobs in areas of skills shortages that have seen significant increases. For example, 13% of IT professionals and 10% of construction and property professionals received pay rises of over 5% last year.

Employers’ approach to salary levels for the coming year appears to be equally subdued – almost half (48%) of employers only plan to increase salaries by up to 2.5%. Of those who say they are considering leaving their current organisation over the next 12 months (55%), 32% state that it is due to their salary level.

Careers are being stifledGenerally, not only is salary dissatisfaction high, but employees are looking for greater scope to progress their careers and they feel their ambition is being stifled. 50% of employees don’t feel there is any scope for career progression within their organisation, which may be fuelling candidate movement, particularly given that almost a quarter (24%) state that they intend to leave due to a lack of future opportunities. 55% of employees plan to move jobs in the next 12 months and, of these, 33% intend to do so in the coming six months. Although this may be slightly subdued compared to last year when 62% of employees anticipated that they would move jobs over the next 12 months, it is still a significant percentage.

Future prospects High employee movement and career and salary dissatisfaction, combined with concern over growing skills shortages, is impacting on productivity and growth plans, and should be addressed. Employers need to review their workforce strategy and immediate plans, ensuring that they are prioritising strengthening their employer brand and adopting an effective use of contingent workers to alleviate the pressure experienced by their existing employees.

Organisations that invest in their people strategy, looking at both the short and long term, will be best placed to address the skills shortages, ensuring they have the resources required to meet their growth plans and capitalise on any opportunities. Today, employers are faced with huge recruitment challenges and they need to have the right teams in place that will allow them to combat the uncertainty that is likely to take a stronger hold over the year ahead.


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RECRUITING TRENDS RECOMMENDATIONS


Make workforce planning a key strategic priorityDespite the positive sentiment that we see from organisations with regards to their current activity and plans, employers are concerned about the impact that skills shortages are having on productivity and growth. Workforce planning needs to be a core component of every business strategy and at the top of the agenda.

Understanding the range of workforce solutions available and considering the most appropriate options, factoring in elements beyond just immediate people needs, but also risk mitigation and cost management, will help employers to put in place the most effective strategies for both the short and long-term. This will enable employers to mitigate the effects of the skills shortages while continuing to meet their ambitious activity targets.

Invest in your employer brand to compete for talentEnsuring that you have a strong employer brand has never been more essential given how prevalent the skills shortages are. Competition for candidates has intensified and employers need to make sure they stand out with a distinct offering that will appeal specifically to their target audience.

Having a strong employee value proposition is central to this. Salary levels need to be benchmarked accurately and positioned correctly, then progression opportunities and training investment need to be publicised. Finally, employees want to be able to get an insight into what it is truly like to work at the organisation, so they can assess whether they might be a strong fit with its culture. More employees are actively seeking this information, so employers need to ensure they have a transparent message that is easily accessible online.

Utilise contingent workers for more than just projectsEmployers’ drive for growth is putting significant pressure on the workplace, which is fuelling employee dissatisfaction and damaging morale. Given that skills shortages are so high, employers risk putting so much pressure on existing staff that absenteeism continues to increase and staff retention becomes an issue.

Employers should reconsider their approach to hiring temporary workers. Whereas traditionally temporary, contract and interim workers have been used to supplement projects where specific skillsets are required, or to meet peaks in demand, they could be used to a greater extent to help alleviate some of the pressure from the increased workload. This will help to ensure growth plans can be sustained and targets met, while improving the job satisfaction of permanent employees.

Employers are concerned about the impact that skills shortages are having on productivity and growth. Workforce planning needs to be a core component of every business.

Survey highlights for the UK

Employers Employees

1.8% average salary increase 55% expect to move jobs within 12 months

95% expect their organisation’s activity levels to increase or stay the same over the next 12 months 57% are not satisfied with their salaries

71% plan on recruiting staff over the next 12 months 50% feel there is no scope for progression

within their organisation

77% say their top challenge when recruiting is a shortage of suitable applicants 56% rate their work-life balance as positive

Hays UK Salary & Recruiting Trends 2018 | 7Hays UK Salary & Recruiting Trends 2018 | 7

AT A GLANCE

95%state their organisation’s activity will stay the same or increase over the next 12 months

48%of employers plan to increase salaries by up to 2.5%

41%of employers state skills shortages are impacting employee morale

50%of employees don’t feel there is scope for career progression

16%of employees have seen an increase in absenteeism due to workplace stress

33%intend to move jobs in the next six months

44%rate their work-life balance as average or poor

24%want to leave their current job due to lack of future opportunities

59%intend to hire permanent staff this year

77%of employers say their top challenge is a shortage of suitable applicants

94%of employers experienced skills shortages in the past year

59%state skills shortages are impacting on productivity

30%say growth plans are being impacted by skills shortages

43%of professionals are satisfied with their salaries

32%want to leave their current jobs due to salary and/or benefits

Employers’ outlook remains positive despite the market uncertainty

Skills shortages have the potential to restrict growth plans

Workplace pressure is evident, which is impacting morale

Mismatches in benefits expectations are causing dissatisfaction

Employees are looking for greater scope to progress their careers


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RECRUITING TRENDS SALARY STRATEGY

Salary changes

During the last 12 months, have your workforce’s salaries changed?

7% 15% 48% 28% 2%Increased Increased Increased Stayed the same Decreased (above 5%) (2.5 to 5%) (up to 2.5%)

Banking andcapital markets

Construction and property

Legal

Business and professional services

Financial servicesand insurance

Engineering

Transport, logisticsand distribution

Manufacturing

Retail

IT

Healthcare

Charity and not-for-profit

Accountancy

Education

Local government

Increased (2.5 to 5%) Increased (up to 2.5%) Stayed the same DecreasedIncreased (above 5%)

Hospitality, leisure,tourism and sport

Housing

11 49 18 2

11 37 33 1

20

12 42 32 2

18

5

12

58 28 1

14 34 28 2

8

1 57 35 3

22

8 45 25 1

1

4

11 50 19

21

2 58 32 1

19

8 51 22 1

3

7

2 11 53

18

14 33

31

32 2

8 47 27

19

1 59 36 3

18

5 54 20

1

4 53 23 1

21

9 56 21 1

19

13

NOTE: Numbers have been rounded to the nearest whole. N/A answers have been excluded.

Although the overall average increase for salaries is 1.8% across the UK, it is generally only jobs in areas of skills shortages that have seen significant increases.


Over the next 12 months, how are your workforce’s salaries likely to change?

5% 14% 48% 32% 1%Increase Increase Increase Stay the same Decrease (above 5%) (2.5 to 5%) (up to 2.5%)

Banking andcapital markets

Construction and property

Legal

Business and professional services

Financial servicesand insurance

Engineering

Transport, logisticsand distribution

Manufacturing

Retail

IT

Healthcare

Charity and not-for-profit

Accountancy

Education

Local government

Increase (2.5 to 5%) Increase (up to 2.5%) Stay the same DecreaseIncrease (above 5%)

Hospitality, leisure,tourism and sport

Housing

8 46 22 2

8 37 35 2

22

9 48 25 2

18

5

16

52 34

10 39 27 1

9

1 54 40 2

23

7 40 33 1

1

3

8 47 23

19

1 57 35 1

21

2 47 34

1

6

4 50

17

13 36

39

30 2

6

4 57 22

19

1 59 37 2

17

2 54 26

1

5 48 32 1

18

2 54 31 2

14

11

Salary satisfaction

In the past year, have you asked for a pay rise?

15% 16% 69%Yes, successful Yes, unsuccessful No

Are you satisfied with your salary?

43% 57% Yes No


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RECRUITING TRENDS TALENT PLANNING


Recruitment on the agenda

Over the next 12 months, do you expect your organisation’s activity levels to change? (%)

Increase Stay the same Decrease

2016

2017

2015 68 527

62 632

59 536

How will the number of people you recruit compare to the previous 12 months? (%)

Recruit more No change Recruit fewer

Temporary

Permanent

33 1552

55 1134

Why do you plan to recruit temporary, contract or interim staff over the next 12 months?

62% 32%

Meet peaksin demand

23%

Di�culty findingpermanent sta

22%

Flexiblesta�ng costs

Accessspecific skills

32%

Coverlong-term leave

Are you planning on recruiting staff over the next 12 months?

71% 29%Yes No

What type of staff will you be recruiting?

59% 29%Permanent staff Temporary staff


On the move

Top five reasons for wanting to leave:

32% 24%

My salary and/or benefits package

11%

Location

10%

Concerns aboutjob security

Lack of futureopportunities

11%

The workitself

When do you anticipate you will next move jobs? (%)

2016

2017

2015

Within 6 months Between 6-12 months Between 1-2 years Between 2-3 years More than 3 years

40 22 15 8 15

37 22 16 8 17

33 22 19 9 17

Accountancy and finance

Architecture

Banking

Construction

Customer service andcontact centres

Engineering

Insurance

Financial services

Human resources

IT

Legal

Property

Logistics

Manufacturing

Marketing, PR andcommunications

O�ce administration

Procurementand supply chain

Science and researchprofessionals

Sales

Secretary and PA

31

28

30

35

34

26

37

35

32

31

38

38

36

39

28

34

35

29

27

27

21

19

32

20

29

22

20

14

29

19

25

23

22

21

27

23

21

25

26

23

19

23

22

16

16

20

21

16

21

21

13

19

19

17

17

18

18

17

23

22

11

9

6

7

6

10

12

21

8

10

5

5

12

6

10

4

10

10

7

7

18

21

10

22

15

22

10

14

10

19

19

15

11

17

18

21

16

19

17

21

By sector


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RECRUITING TRENDS TALENT CHALLENGES


Top three challenges employers expect when recruiting over the next 12 months:

77% 45% 44%

Shortageof suitableapplicants

Competitionfrom otheremployers

Applicants withunrealistic salary

requirements

Top three causes of skills shortages in your sector/industry:

54% 37% 18%

Competition forroles/job

opportunities

Fewer peopleentering the job

market

People leaving tojoin a di�erent

industry

Skills in demand

What level of skills shortages have you experienced in the past year?

15% 55% 24% 6%Extreme Moderate Minor None

In what areas have skills shortages impacted on your organisation? (%)

Growth/expansion

Productivity

Employee morale

Business development

Revenue/profit

Absenteeism due to stress

Increased overtime pay

Innovation/creativity

49

41

30

27

25

24

16

11


Which of the following skills are most needed by your organisation in order to achieve current business objectives? (%)

Administration

Managerial/leadership

Operations/technical

Finance

Data and analytics

Projects andchange management

IT infrastructure

Sales

HR

Marketing

Cyber security

Languages

Software development

34

30

26

26

25

16

12

12

5

22

21

18

17

Top ten actions taken to address immediate skills shortages within the workforce: (%)

Implementedmentoring programme

Hired temporary orcontract workersIncreased use of

recruitment agencies

Increased training budget

Recruited apprentices

Transferred employees intoskill shortage areas

Allowed employees studyleave for external training

Recruited workersfrom overseas

Increased marketingactivity

Encouraged more diverserange of candidates

39

25

24

20

19

18

16

12

12

11

Skills in demand (continued)


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RECRUITING TRENDS CAREER PROSPECTS


Understanding skills requirements

Scope for progression

Do employees feel there is scope for progression within their organisation? (%)

2016

2017

2015

Yes No

53 47

49 51

50 50

Do employers think their organisation has the talent needed to achieve current business objectives? (%)

2016

2017

2015

Yes No

69 31

77 23

76 24

Do employees feel they have the skills needed to fulfil their current role?

96% 4% Yes No


What employers think is most important in order to attract staff:

21% 17%

Careerdevelopment

14%

Jobsecurity

14%

Challengingrole

Benefitspackage

15%

Work-lifebalance

What candidates think is most important when considering a new role:

26% 16%

Work-lifebalance

15%

Jobsecurity

11%

Benefitspackage

Location

15%

Careerdevelopment

Establishing priorities

Top factors most important for candidates when considering a change in job by generation: (%)

Baby Boomers(born 1940 to 1960)

Generation X(born 1961 to 1982)

Generation Y(born 1983 to 1995)

Generation Z(born after 1995)

Career development Location Job security Challenging role Work-life balance Work environment Benefits package

29 21 18 12 9 92

28 16 17 10 8 1110

22

14

11 10 8 9 1228

36 17 15 6 8 4


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RECRUITING TRENDS EMPLOYEE EXPECTATIONS


How would you rate your work-life balance?

19% 37%

Very good

11%

Poor

3%

Very poorGood

30%

Average

Work-life balance

Mismatches in expectations of benefits are causing dissatisfaction amongst workers, which is being exacerbated by low salary levels. Employees are looking for greater scope to progress their careers.

Establishing priorities (continued)

Difference between what employees and employers rate as most important when considering a new role: (%)

Important for employees Important for employers

Work-life balance

Location

Job security

Career development

Benefits package

Challenging role

Work environment

7

16

14

9

17

11

26

15

15

14

15

21

12

8


Benefits are key

Which benefits are important/offered? (%)

Over 25 days’ annual leave

Flexible working

Health insurance orprivate medical cover

Financial support forprofessional studies

Company car orcar allowance

Memberships of associations/networks/professional institutes

Gym membership

Share incentives

Above statutory maternity/paternity leave

Discounts on companyproducts or services

Season ticket loan

Above statutorycontributory pension

Life insurance

Onsite subsidised facilities(e.g. gym, healthcare)

Childcare vouchers

Corporate retail discounts

Cycle to work scheme

Important to employees O�ered by employers

Training and/or professionalcertification support

64

49

61

50

50

58

43

44

40

42

27

36

24

37

24

32

17

29

15

16

15

13

13

58

13

22

10

20

10

11

10

57

8

26

6

49

SALARY GUIDE

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ACCOUNTANCY & FINANCE ANTICIPATING FUTURE RISKS

Skills shortages and peaks in demand for certain functions are likely to be compounded by fewer accountancy and finance professionals looking to move jobs over the next 12 months.

A cautious yet pragmatic outlook prevailsPositively, the majority (95%) of accountancy and finance employers anticipate their organisation’s activity levels will increase or stay the same over the next 12 months. Just over half (52%) predict growth, although this is marginally lower than last year (58%).

This subdued growth forecast is likely the result of employer caution in light of political and economic uncertainty. However, only 5% predicted a decrease in activity levels. Further, with plenty of corporate finance activity demonstrably in the pipeline across most regions in the UK, long-term investment appears to be continuing.

Reflecting this, 57% of accountancy and finance employers are looking to hire over the next year. Whilst this is similar to last year (56%), it is lower than the overall UK average (71%), which was not unanticipated.

Peaks in demand for key functions and relevant experienceOf those employers looking to hire, there are a number of functions and roles which are seeing significant boosts in demand and subsequent salary increases.

Continuing from last year, the ongoing legislation and regulatory changes such as IR35, gender pay gap reporting and pension automatic enrolment mean that talented payroll professionals are still highly sought after. As a result, payroll has seen the highest pay inflation within the accountancy and finance sector. Frequently outsourced in recent years, demand is being further heightened as some SME organisations look to bring this function back in-house and employ sole charge payroll professionals. The scarcity of skilled candidates available means there has been sustained salary inflation across all roles and levels in this function, as employers compete to attract and retain payroll talent.

Likewise, there is an increasing need for experienced audit, risk and compliance professionals as organisations look to mitigate the risks to reputational damage carried by the proliferation of online media, as well as the potential for heavy fines. Salaries in this area have increased in line with demand.

There is also still a notable shortage of part and newly qualified accountants. This is being keenly felt throughout the private sector, particularly in medium to large organisations, where these professionals are required to help conduct increasingly complex data analysis for informed commercial insight.


Ongoing shared service centre builds are increasing the demand for professionals with experience in these environments outside London, particularly in the North West, the South West and Wales.

Looking specifically at key skillsets in demand, medium-sized organisations are becoming increasingly complex, with new functional roles being created and continued integration of new systems and processes. As such, these organisations require professionals experienced in multifaceted businesses or overseeing change projects.

Candidate caution will compound skills shortagesThe demand for permanent over temporary professionals continues, with nearly half (49%) of employers expecting to hire permanent staff in the next year. However, acute skills shortages threaten these plans. 76% state that the shortage of suitable candidates will be a challenge when recruiting this year. Skills shortages are already having an impact on organisations as nearly a quarter (22%) feel they do not currently have the talent required to meet business objectives.

21% of employers expect to hire temporary professionals. This is being driven by skills shortages, wider economic activity and uncertainty. Mergers, acquisitions or disposals and systems implementations frequently necessitate temporary staff, including increasingly non-qualified finance and treasury professionals, as employers require these skills either on a specific project or short-term need or are reluctant to commit to long-term investments until economic conditions become clearer.

Skills shortages may be further exacerbated as fewer finance professionals expect to move jobs over the next 12 months. 52% plan to move this year, marginally lower than the overall UK average (55%) and compared

to last year (59%). 31% expect to move jobs in six months, also marginally lower than the overall average of 33%. This could be an indication that employees are reluctant to move jobs in uncertain economic times, or that retention programmes are becoming more successful. Of the individual professions, support, ledger and bookkeeping professionals are most likely to want to leave within the next six months, with 38% considering this.

Salary dissatisfaction remains, but work-life balance is positiveAlthough fewer accountancy and finance professionals are looking to move, salary satisfaction has decreased slightly. 54% of professionals are dissatisfied with their salary, compared to 53% last year. Support, ledgers and bookkeeper professionals are the least satisfied with their salaries, with 60% citing this. Salary benchmarking is, therefore, imperative for employers looking to tempt top talent to a new role.

In addition, 28% consider work-life balance to be the most important factor when considering a new role. Whilst 60% of professionals currently rank theirs as good or very good, higher than the overall UK average of 57%, 32% would like the option of working flexibly. To better attract skilled candidates, employers should consider implementing flexible working policies where feasible.

On the whole, accountancy and finance employers are showing signs of caution, but business goals need to be met in the present. The finding that fewer accountancy and finance professionals are looking to move jobs over the next 12 months than last year, despite salary dissatisfaction rates, suggests that some retention programmes may be proving successful. However, in such a skills-short environment, organisations need to consider how they can better attract top talent in order to remain competitive.

Survey highlights for accountancy and finance

Employers Employees







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London £ Range £ Typical

QBE Finance Manager 35,000-45,000 41,000

Assistant Accountant 26,000-33,000 31,000

Bookkeeper 28,000-34,000 31,000

AAT Studier 23,000-27,000 25,000

Accounts Assistant 22,000-25,000 23,000

South East England £ Range £ Typical



Bookkeeper 25,000-35,000 28,500

AAT Studier 18,000-28,000 24,500


East of England £ Range £ Typical



Bookkeeper 22,000-30,000 26,000

AAT Studier 18,000-24,000 21,000


South West England £ Range £ Typical



Bookkeeper 18,000-26,000 23,500

AAT Studier 16,000-25,000 23,500


Wales £ Range £ Typical



Bookkeeper 19,500-25,000 23,000

AAT Studier 16,000-24,000 20,500


West Midlands £ Range £ Typical



Bookkeeper 24,000-34,000 26,000

AAT Studier 18,000-24,000 22,000


East Midlands £ Range £ Typical



Bookkeeper 18,000-26,000 22,000

AAT Studier 18,000-24,000 21,000


Yorkshire and the Humber £ Range £ Typical



Bookkeeper 18,000-24,000 21,000

AAT Studier 16,000-21,000 18,000


North East England £ Range £ Typical



Bookkeeper 17,000-23,000 19,000

AAT Studier 16,000-20,000 18,000


North West England £ Range £ Typical



Bookkeeper 20,000-30,000 24,000

AAT Studier 16,000-25,000 21,500


Northern Ireland £ Range £ Typical



Bookkeeper 20,000-30,000 24,000

AAT Studier 18,000-25,000 23,000


Scotland £ Range £ Typical



Bookkeeper 19,000-25,000 24,000

AAT Studier 18,000-23,000 21,000


ACCOUNTANCY & FINANCE ACCOUNTANCY SUPPORT


Mark Farrar Chief Executive, AAT (Association of Accounting Technicians)

Accountancy continues to be a highly attractive and well sought-after sector. Membership of accounting bodies continues to grow – with AAT’s overall membership rising by 3.5% in 2016 to over 140,000. There is always a strong demand for people to gain practical financial skills for the benefit of business, or to develop a career within accountancy, which is why AAT’s high-quality, fit-for-purpose qualifications attract individuals of all ages.

There is no doubt that accountants are feeling the impact of smarter technology, with some functions now broadly performed by robots. However, at the 2017 AAT Annual Conference, nearly two-thirds of our members told us that automation was an opportunity and not a concern, as it frees up accountants to provide value-added services and advice for their clients, as well as giving them the potential to develop skills in new technologies as these evolve. The sector is keeping up well with the pace of change.

Apprenticeships have rightly been thrust into the national spotlight this year, due to the introduction of both the apprenticeship levy and new apprenticeship standards tailored to each sector. Apprenticeships are already popular within larger, levy-paying organisations, while smaller firms are beginning to recognise the merits that they can bring; this can include allowing people to gain prominent qualifications and professional skills while earning a salary.

With Brexit talks now well underway, the potential for future change is high, and accountants will have a key role to play in stepping up to help their employers or clients.


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ACCOUNTANCY & FINANCE ACCOUNTS PAYABLE


Accounts Payable Manager 38,000-60,000 45,000

Accounts Payable Team Leader/Supervisor 28,000-36,000 33,000

Accounts Payable Clerk/ Senior Accounts Payable Clerk 22,000-26,000 24,000














































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Aud

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Head of/Director 120,000-210,000 140,000

Senior Audit Manager 75,000-95,000 90,000

Audit Manager 65,000-80,000 70,000

Senior Auditor 55,000-65,000 60,000

Auditor (Newly Qualified) 50,000-53,000 51,000

Junior Auditor 33,000-40,000 37,000


Head of/Director 90,000-150,000 120,000


Audit Manager 60,000-80,000 70,000

Senior Auditor 50,000-60,000 58,000


Junior Auditor 25,000-45,000 37,000


Head of/Director 70,000-125,000 100,000


Audit Manager 45,000-75,000 60,000

Senior Auditor 43,000-55,000 47,000


Junior Auditor 20,000-37,000 32,000


Head of/Director 75,000-200,000 105,000


Audit Manager 50,000-80,000 70,000

Senior Auditor 40,000-55,000 52,000


Junior Auditor 25,000-40,000 34,000


Head of/Director 75,000-150,000 100,000


Audit Manager 45,000-80,000 67,500

Senior Auditor 38,000-60,000 53,000


Junior Auditor 25,000-40,000 32,000


Head of/Director 75,000-150,000 100,000


Audit Manager 48,000-80,000 65,000

Senior Auditor 40,000-55,000 48,000


Junior Auditor 20,000-40,000 32,500


Head of/Director 70,000-135,000 100,000


Audit Manager 45,000-78,000 65,000

Senior Auditor 40,000-55,000 48,000


Junior Auditor 25,000-40,000 32,500


Head of/Director 70,000-140,000 110,000


Audit Manager 45,000-77,500 62,000

Senior Auditor 35,000-53,000 44,500


Junior Auditor 20,000-35,000 29,500

ACCOUNTANCY & FINANCE AUDIT, RISK & COMPLIANCE


Dr Ian Peters Chief Executive, Chartered Institute of Internal Auditors

In the past few years, scandal has affected many businesses, not just in the UK but also globally; ranging from the fraudulent account scandal at Wells Fargo to the intentional manipulation of financial statements at some high-profile UK businesses. As a consequence, corporate governance has shot up the political agenda. Alongside this ascent, internal audit is increasingly being seen to have a more assertive and influential role to play in supporting boards in the management of risk, and in the nurturing of effective organisational culture and good corporate governance.

This realisation has translated into steady demand for internal auditors in the private sector. This is particularly the case in financial services, driven still by the response to the financial crisis and supported in part by the higher expectations placed on the profession by our 2013 Financial Services Code (revised and reissued this year).

Our latest annual survey of heads of internal audit found that budgets in the private sector – and financial

services particularly – are increasing. On the other hand, public sector budgetary constraints have been a major challenge in recent years and are an ongoing trend.

With regard to skill set, more and more employers are stressing the importance of soft skills. As subjects such as the auditing of corporate and risk culture become more important, demand naturally increases for interpersonal skills and even psychology. Additionally, the increasing occurrence of cyber-attacks has contributed to the high demand for IT audit skills. The need for internal auditors to develop and grow their skill sets in these specialist areas continues, and demand for our courses on topics in these areas shows their willingness to respond and meet the rising expectations of them.

The uncertainty surrounding Brexit requires internal auditors to continually provide support, challenge and assurance as boards look to improve both the management of upside risks as well as downside risks in this, as well as many other areas of their operations.

As the demand for skilled and talented practitioners rises, the Chartered IIA is working to ensure that the internal audit profession gets the right support, in particular at the beginning of careers. One way we are doing this is through apprenticeships. We have brought together a ‘trailblazer group’ of high-profile organisations to work with us to create an internal audit apprenticeship scheme. We have also recently begun to improve our insights into career paths of internal auditors in the public sector, so we can further develop how we support them.


Head of/Director 70,000-110,000 92,000


Audit Manager 55,000-80,000 59,000

Senior Auditor 39,000-52,000 44,000


Junior Auditor 20,000-40,000 30,000


Head of/Director 60,000-120,000 95,000


Audit Manager 50,000-80,000 62,000

Senior Auditor 42,000-55,000 47,000


Junior Auditor 22,000-35,000 30,000


Head of/Director 80,000-160,000 100,000


Audit Manager 47,000-70,000 60,000

Senior Auditor 39,000-50,000 47,000


Junior Auditor 21,000-35,000 30,000


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Cre

dit m

anag

emen

t


Credit Director 80,000-120,000 95,000

Group Credit Manager/Head of Credit 65,000-85,000 72,000

Credit Manager 45,000-60,000 55,000

Credit Control Supervisor 30,000-40,000 36,000

Credit Risk Analyst 40,000-60,000 50,000

Senior Credit Controller 27,000-35,000 32,000

Credit Controller 22,000-30,000 26,500


Credit Director 75,000-110,000 85,000


Credit Manager 35,000-50,000 42,000






Credit Director 65,000-90,000 70,000


Credit Manager 30,000-45,000 38,000






Credit Director 65,000-95,000 70,000


Credit Manager 30,000-45,000 38,000






Credit Director 55,000-85,000 65,000


Credit Manager 28,000-40,000 36,000






Credit Director 65,000-90,000 85,000


Credit Manager 40,000-50,000 48,000






Credit Director 60,000-85,000 75,000


Credit Manager 32,000-45,000 38,000






Credit Director 60,000-85,000 70,000


Credit Manager 30,000-45,000 36,000





ACCOUNTANCY & FINANCE CREDIT MANAGEMENTACCOUNTANCY & FINANCE CREDIT MANAGEMENT


Philip King, FCICMChief Executive, Chartered Institute of Credit Management

Few could have possibly predicted the political uncertainty that now clouds our entire economic future. Whatever happens over the next 12 months, the markets are unlikely to be looking too fondly at the UK as we struggle along with a destabilised government in charge of negotiating new terms with an equally unpredictable European Union. The outcome can only mean further uncertainty and despondency as British firms attempt to get on with ‘business as usual’.

Out of adversity, however, invariably comes opportunity, and the need to keep the cash flowing makes the role

of the credit manager more crucial than ever. There will also be the opportunity for new skills to be developed, and new roles created, to manage the implementation of the EU General Data Protection Regulation (GDPR) and oversee other changes in legislation such as the Pre-Action Protocol for debt claims (PAP). Compliance will continue to feature highly in the world of corporate governance, but it will also be an environment where ‘softer’ skills - leadership, people management, communication, personal brand etc – will continue to grow in importance.

The challenges to business are many and varied, and we need to continue to harness new technologies to free our people to do more thinking, and add even greater value. Technology should be an enabler, and not simply an opportunity to reduce heads. It is proven time and time again that the most successful businesses are those that employ professional credit management teams, and recognition of our profession continues to grow. As a new generation of apprentices are trained, that recognition will accelerate, with all of the benefits that will bring to organisations and individuals alike.


Credit Director 58,000-85,000 70,000


Credit Manager 28,000-40,000 36,000






Credit Director 60,000-100,000 75,000


Credit Manager 30,000-45,000 37,000






Credit Director 60,000-85,000 70,000


Credit Manager 30,000-50,000 40,000






Credit Director 55,000-80,000 65,000


Credit Manager 30,000-43,000 39,000






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Acc

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ACCOUNTANCY & FINANCE ACCOUNTS RECEIVABLE


Manager 35,000-55,000 44,000

Team Leader/Supervisor 28,000-38,000 35,000

Analyst 28,000-32,000 30,000

Clerk 20,000-30,000 25,000


Manager 34,000-48,000 40,000


Analyst 28,000-33,000 30,000

Clerk 20,000-28,000 25,000


Manager 28,000-40,000 35,000


Analyst 23,000-28,000 25,000

Clerk 16,000-25,000 20,000


Manager 28,000-45,000 36,500


Analyst 24,000-30,000 25,000

Clerk 18,000-26,000 22,000


Manager 28,000-40,000 35,000


Analyst 22,000-30,000 23,000

Clerk 17,000-23,000 20,000


Manager 35,000-50,000 40,000


Analyst 22,000-28,000 25,000

Clerk 18,000-25,000 22,000


Manager 25,000-35,000 32,000


Analyst 20,000-26,000 24,000

Clerk 18,000-24,000 21,000


Manager 25,000-34,000 30,000


Analyst 20,000-25,000 22,000

Clerk 16,000-22,000 20,000


Manager 28,000-42,000 33,000


Analyst 22,000-30,000 23,000

Clerk 17,000-22,000 19,500


Manager 25,000-40,000 30,000


Analyst 23,000-26,000 25,000

Clerk 16,000-22,000 19,500


Manager 28,000-40,000 35,000


Analyst 22,000-28,000 24,000

Clerk 16,000-24,000 19,000


Manager 28,000-40,000 35,000


Analyst 22,000-28,000 24,000

Clerk 16,000-24,000 19,000


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Payr

oll


Head of Payroll 55,000-85,000 70,000

International Payroll Manager 50,000-75,000 65,000

Payroll Manager 40,000-55,000 50,000

Payroll Supervisor/Team Leader 32,000-40,000 36,000

International Payroll Specialist 35,000-45,000 40,000

Sole Charge Payroller 30,000-45,000 38,000

Payroll Clerk 25,000-30,000 28,000

Payroll Administrator 23,000-30,000 25,000


Head of Payroll 50,000-80,000 60,000

Payroll Manager 35,000-45,000 42,000



Payroll Clerk 22,000-28,000 26,000



Head of Payroll 42,000-65,000 55,000

Payroll Manager 34,000-42,000 39,000



Payroll Clerk 20,000-25,000 23,000



Head of Payroll 45,000-60,000 52,000

Payroll Manager 35,000-50,000 42,000



Payroll Clerk 20,000-25,000 23,000



Head of Payroll 45,000-60,000 52,000

Payroll Manager 32,000-42,000 36,500



Payroll Clerk 18,000-23,000 21,500



Head of Payroll 58,000-72,000 65,000

International Payroll Manager 48,000-59,000 57,000

Payroll Manager 45,000-54,000 50,000


International Payroll Specialist 30,000-33,000 32,000


Payroll Clerk 24,000-29,500 26,500



Head of Payroll 50,000-65,000 62,000

Payroll Manager 38,000-50,000 47,000



Payroll Clerk 20,000-26,000 24,500



Head of Payroll 48,000-56,000 51,500

Payroll Manager 30,000-42,000 39,000



Payroll Clerk 20,000-24,000 22,000


ACCOUNTANCY & FINANCE PAYROLL



Head of Payroll 45,000-52,000 48,000

Payroll Manager 30,000-42,000 39,000



Payroll Clerk 19,000-24,000 22,000



Head of Payroll 45,000-65,000 55,000

Payroll Manager 33,000-41,000 38,000



Payroll Clerk 20,000-25,000 23,000



Head of Payroll 40,000-45,000 42,000

Payroll Manager 30,000-40,000 35,000



Payroll Clerk 16,000-22,000 20,000



Head of Payroll 45,000-60,000 56,500

Payroll Manager 38,000-52,000 47,000



Payroll Clerk 20,000-25,000 23,000


Elaine Gibson Education Director,The Chartered Institute of Payroll Professionals

The CIPP has seen an increase in the need for general legislation updates and training courses covering General Data Protection Regulation (GDPR), gender pay gap reporting, payroll and HR legislative updates and the apprenticeship levy to name but a few. This suggests that there are potential skills gaps in these areas of legislation and I see the demand continuing for some time yet, in particular in the area of GDPR. Employers across the UK should now be well aware of the changes; however, for most organisations this is a major project. Data protection has always been a priority for payroll professionals; however, the new regulations have taken this to another level. The impact for some organisations being that they may need to create new roles as there is a requirement for data protection officers. This is an evolving process; however, all organisations, no matter what their industry is, must be ready for when this becomes effective on the 25 May 2018.

As well as GDPR, employers are experiencing challenges as they get to grips with many other areas of legislation. This is evidenced by the number of daily, weekly and monthly publications produced by the CIPP policy and research team, one being the Policy News Journal (PNJ). We aim to provide members with the latest news and updates on the ever-changing world of payroll and related legislation.

The profession also waits in anticipation of the potential impact of the pending Brexit negotiations; any outcomes are likely to affect the current economic outlook in the UK. Part of this process is the Great Repeal Bill which aims to repeal the 1972 European Communities Act, this being the action which originally cemented Britain into the European Union. The repeal bill aims to unpick existing EU legislation and emulate into domestic UK law. There are many challenges as we leap into the unknown, however, in the meantime, it is business as usual as payroll professionals keep on top of current legislation.

Looking ahead for the rest of 2017 and into 2018, due to the ever-changing landscape of the payroll profession and pending Brexit looming on the horizon, related skills and knowledge are never more valuable than now. My advice is to make sure you are on top of your game now so that you are ready for what is to come. The CIPP’s mission is to lead payroll and pension professionals through education, membership and recognition.


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ACCA CIMA CIPFA ACA

London £ Range £ Typical £ Range £ Typical £ Range £ Typical £ Range £ Typical

Finalist 37,000-45,000 40,000 37,000-45,000 43,000 28,000-36,500 33,000 30,000-40,000 38,000

Part-Qualified/Semi Senior 28,000-36,000 35,000 28,000-36,000 35,000 23,000-30,000 28,000 28,000-34,500 33,500

Trainee 20,000-28,000 25,000 20,000-28,000 25,000 18,000-26,000 23,000 23,500-28,000 27,000

ACCA CIMA CIPFA ACA

South East England £ Range £ Typical £ Range £ Typical £ Range £ Typical £ Range £ Typical

Finalist 35,000-45,000 40,000 38,000-45,000 43,000 28,000-35,000 33,000 28,000-34,000 31,500


Trainee 20,000-28,000 25,000 22,000-30,000 25,000 19,000-26,000 23,000 18,000-24,000 20,000

ACCA CIMA CIPFA ACA

East of England £ Range £ Typical £ Range £ Typical £ Range £ Typical £ Range £ Typical

Finalist 30,000-38,000 35,000 30,000-38,000 35,000 30,000-38,000 33,000 29,000-36,500 32,500


Trainee 18,000-25,000 22,000 18,000-25,000 22,000 18,000-25,000 22,000 18,000-23,500 21,000

ACCA CIMA CIPFA ACA

South West England £ Range £ Typical £ Range £ Typical £ Range £ Typical £ Range £ Typical

Finalist 28,000-40,000 33,500 28,000-40,000 33,500 28,000-38,000 30,000 28,000-40,000 30,000


Trainee 16,000-25,000 19,000 16,000-25,000 20,000 16,000-25,000 18,000 16,000-25,000 19,500

ACCA CIMA CIPFA ACA

Wales £ Range £ Typical £ Range £ Typical £ Range £ Typical £ Range £ Typical

Finalist 24,000-35,000 30,000 26,000-35,000 30,000 24,000-32,000 27,000 22,000-32,000 27,500


Trainee 14,000-18,000 17,000 16,000-20,000 19,000 15,000-20,000 17,500 14,000-20,000 17,000

ACCA CIMA CIPFA ACA

West Midlands £ Range £ Typical £ Range £ Typical £ Range £ Typical £ Range £ Typical

Finalist 30,000-35,000 32,000 33,000-40,000 35,000 27,000-35,000 28,000 28,000-35,000 30,000


Trainee 18,000-23,000 21,500 18,000-25,000 22,000 18,000-23,000 21,000 18,000-23,000 22,000

ACCOUNTANCY & FINANCE PART-QUALIFIED ACCOUNTANCY


ACCA CIMA CIPFA ACA

East Midlands £ Range £ Typical £ Range £ Typical £ Range £ Typical £ Range £ Typical

Finalist 28,000-34,000 32,000 28,000-36,000 32,000 23,000-30,000 27,000 26,000-32,000 30,000


Trainee 18,000-25,000 21,500 18,000-23,000 22,000 16,000-23,000 21,000 18,000-25,000 22,000

ACCA CIMA CIPFA ACA

Yorkshire and the Humber £ Range £ Typical £ Range £ Typical £ Range £ Typical £ Range £ Typical

Finalist 27,500-34,500 30,500 28,000-40,000 31,000 27,500-33,500 29,000 25,000-28,500 27,500


Trainee 17,000-22,500 20,000 17,000-23,000 21,000 17,500-20,000 18,500 18,000-23,000 20,000

ACCA CIMA CIPFA ACA

North East England £ Range £ Typical £ Range £ Typical £ Range £ Typical £ Range £ Typical

Finalist 28,000-35,000 30,000 28,000-35,000 30,000 28,000-35,000 31,000 28,000-35,000 30,000


Trainee 17,000-22,000 18,000 17,000-22,000 18,000 17,000-24,000 20,000 16,000-22,000 17,000

ACCA CIMA CIPFA ACA

North West England £ Range £ Typical £ Range £ Typical £ Range £ Typical £ Range £ Typical

Finalist 28,000-35,000 30,000 30,000-35,000 31,000 26,000-30,000 28,000 24,000-29,000 28,000


Trainee 18,000-24,000 19,000 18,000-24,000 21,000 18,000-22,000 20,000 16,000-21,000 18,500

ACCA CIMA CIPFA ACA

Northern Ireland £ Range £ Typical £ Range £ Typical £ Range £ Typical £ Range £ Typical

Finalist 24,000-32,000 28,000 24,000-32,000 28,000 23,000-27,000 25,000 20,000-30,000 28,000


Trainee 17,000-22,000 18,000 17,000-22,000 18,000 15,000-20,000 16,500 14,500-17,000 15,000

ACCA CIMA CIPFA ACA

Scotland £ Range £ Typical £ Range £ Typical £ Range £ Typical £ Range £ Typical

Finalist 28,000-35,000 32,500 28,500-35,000 33,000 27,000-35,000 30,000 27,000-33,000 28,500


Trainee 17,500-22,000 20,000 20,000-26,000 23,500 18,000-20,000 18,500 16,500-23,000 19,000


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Large organisation SME

London £ Range £ Typical £ Range £ Typical

Group FD/CFO* 250,000-500,000 300,000 – –

Financial Director 110,000-200,000 150,000 90,000-150,000 120,000

Financial Controller 80,000-100,000 90,000 60,000-80,000 75,000

Financial Planning & Analysis Manager* 70,000-100,000 80,000 55,000-75,000 65,000

Financial Accountant 50,000-60,000 55,000 45,000-55,000 50,000

Company Accountant – – 45,000-60,000 55,000

Management Accountant 48,000-55,000 52,000 45,000-52,000 50,000

Business/Finance Analyst* 50,000-65,000 55,000 – –

Finance Manager 60,000-70,000 65,000 55,000-70,000 62,500

Business Partner† 50,000-80,000 70,000 – –

Systems Accountant* 55,000-80,000 67,500 – –

5+ Years’ PQE** 65,000-90,000 76,000 60,000-80,000 70,000

2-4 Years’ PQE** 55,000-75,000 67,000 50,000-60,000 55,000

Recently Qualified (up to 2 years) 50,000-60,000 56,000 45,000-55,000 50,000

Newly Qualified 48,000-55,000 50,000 45,000-52,000 50,000


South East England £ Range £ Typical £ Range £ Typical

Group FD/CFO* 200,000-500,000 275,000 – –








Finance Manager 50,000-65,000 62,000 48,000-55,000 53,000



5+ Years’ PQE** 60,000-90,000 76,000 55,000-70,000 67,000

2-4 Years’ PQE** 55,000-70,000 67,000 48,000-60,000 54,000


Newly Qualified 44,000-53,000 49,000 42,000-50,000 45,000

* 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 or role not applicable.

ACCOUNTANCY & FINANCE QUALIFIED ACCOUNTANCY



East of England £ Range £ Typical £ Range £ Typical

Group FD/CFO* 130,000-300,000 200,000 – –








Finance Manager 50,000-60,000 55,000 40,000-52,000 48,000



5+ Years’ PQE** 55,000-85,000 70,000 48,500-68,500 65,000

2-4 Years’ PQE** 45,000-62,500 55,000 43,000-55,000 48,000


Newly Qualified 40,000-47,000 45,000 40,000-45,000 43,000


South West England £ Range £ Typical £ Range £ Typical

Group FD/CFO* 200,000-300,000 250,000 – –



Financial Planning & Analysis Manager* 55,000-90,000 70,000 – –





Finance Manager 45,000-65,000 57,500 32,000-48,000 45,000



5+ Years’ PQE** 55,000-85,000 75,000 50,000-75,000 60,000

2-4 Years’ PQE** 42,000-57,500 53,000 35,000-55,000 48,000


Newly Qualified 35,000-45,000 43,000 28,000-45,000 40,000


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Wales £ Range £ Typical £ Range £ Typical

Group FD/CFO* 150,000-300,000 200,000 – –








Finance Manager 32,000-50,000 43,500 33,000-45,000 40,000



5+ Years’ PQE** 50,000-75,000 63,500 45,000-70,000 54,000

2-4 Years’ PQE** 40,000-50,000 47,000 35,000-47,000 43,500


Newly Qualified 30,000-40,000 37,500 28,000-36,000 34,000


West Midlands £ Range £ Typical £ Range £ Typical

Group FD/CFO* 200,000-500,000 250,000 – –








Finance Manager 45,000-60,000 50,000 40,000-55,000 45,000



5+ Years’ PQE** 50,000-90,000 70,000 54,000-68,000 62,000

2-4 Years’ PQE** 40,000-60,000 50,000 40,000-50,000 44,000


Newly Qualified 36,000-45,000 42,000 38,000-42,000 40,000





East Midlands £ Range £ Typical £ Range £ Typical

Group FD/CFO* 200,000-500,000 250,000 – –








Finance Manager 45,000-65,000 50,000 35,000-50,000 43,000



5+ Years’ PQE** 50,000-90,000 70,000 50,000-70,000 60,000

2-4 Years’ PQE** 40,000-60,000 50,000 35,000-45,000 42,000


Newly Qualified 36,000-45,000 40,000 30,000-40,000 35,000


Yorkshire and the Humber £ Range £ Typical £ Range £ Typical

Group FD/CFO* 175,000-280,000 200,000 – –








Finance Manager 50,000-65,000 56,000 35,000-50,000 44,000



5+ Years’ PQE** 50,000-82,000 66,000 50,000-65,000 58,000

2-4 Years’ PQE** 45,000-58,000 49,000 36,000-48,000 44,000


Newly Qualified 35,000-43,000 39,000 34,000-41,000 36,000


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North East England £ Range £ Typical £ Range £ Typical

Group FD/CFO* 160,000-280,000 200,000 – –








Finance Manager 45,000-55,000 48,000 40,000-60,000 45,000



5+ Years’ PQE** 50,000-80,000 65,000 50,000-75,000 60,000

2-4 Years’ PQE** 45,000-55,000 50,000 40,000-50,000 47,000


Newly Qualified 35,000-42,000 40,000 35,000-42,000 38,000


North West England £ Range £ Typical £ Range £ Typical

Group FD/CFO* 200,000-500,000 250,000 – –








Finance Manager 55,000-70,000 60,000 40,000-50,000 48,000



5+ Years’ PQE** 60,000-90,000 70,000 60,000-90,000 70,000

2-4 Years’ PQE** 45,000-65,000 55,000 42,000-55,000 47,000


Newly Qualified 35,000-45,000 42,000 35,000-42,000 40,000





Northern Ireland £ Range £ Typical £ Range £ Typical

Group FD/CFO* 100,000-175,000 150,000 – –








Finance Manager 40,000-55,000 50,000 35,000-50,000 43,500



5+ Years’ PQE** 40,000-60,000 50,000 40,000-55,000 48,000

2-4 Years’ PQE** 35,000-50,000 42,000 35,000-45,000 40,000


Newly Qualified 30,000-34,000 32,500 30,000-35,000 33,000


Scotland £ Range £ Typical £ Range £ Typical

Group FD/CFO* 200,000-500,000 250,000 – –








Finance Manager 43,000-60,000 54,000 42,000-50,000 45,000



5+ Years’ PQE** 57,000-80,000 62,500 48,000-60,000 55,000

2-4 Years’ PQE** 42,000-55,000 46,000 36,000-48,000 44,000


Newly Qualified 36,000-42,000 39,500 32,000-38,000 35,500


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John WilliamsHead of ACCA UK,ACCA

Professional accountants are increasingly in demand in the UK, as businesses seek their strategic insight and guidance in uncertain times. According to recent figures from the Consultative Committee of Accountancy Bodies, the profession is worth £52bn to the UK GDP and employs nearly 600,000 people nationally. The UK accounting sector is also becoming more lucrative globally: contributing £1.8bn to UK exports, a 59% increase in five years.

As businesses confront the disruption of new technologies and regulatory upheaval, they are looking to professional accountants to demonstrate leadership to help make strategic business decisions guided by financial insight. This means that accountants must not just possess technical and ethical excellence but also a wide range of professional skills which reflect the 21st-century workplace.

The skills that employers have told us are most in demand in the accountancy sector are communication, commercial acumen, analysis and evaluation. Leadership also requires vision, emotional intelligence, creativity and experience.

This insight has informed the changes ACCA are making to our qualifications, including a new Ethics and Professional Skills module, introduced in October 2017. Members must continue to keep their skills up-to-date through continuing professional development and engagement with fellow professionals.

The biggest challenge the profession continues to face is access to talent as supply continues to outstrip demand. ACCA continues to work with government, employers and learning providers to ensure we provide flexible and accessible routes into the profession for students from all backgrounds.

Above all else, accountancy today requires a global outlook. Whether it is advising firms how to export and where to seek out international partnerships or understanding how technology may impact value chains, accountancy certainly offers a route to a world of opportunity in any sector.

John EdwardsChief Executive Officer, Institute of Financial Accountants

The best word to describe the economic outlook at present is “uncertain”. The predicted growth rates seem low and appear to be downgraded by the UK and international organisations. That said, the economic outlook may well improve when Brexit is finally concluded.

Given the current uncertainty around this most micro and smaller entities are being cautious. However, despite this cautious approach they will still require the necessary skill sets to enable the transition from FRS 102 to FRS 105, which will require much focus.

Attaining experience of accounting and financial management along with general business knowledge and expertise within micro and smaller entities is crucial. They now require accounting professionals to contribute to business decisions and to support strategic thinking in addition to the financial management duties.

Relevant professional qualifications are essential. Micro and smaller entities do not always require theoretical knowledge, but they do require practical knowledge, appreciation and understanding, which are provided by the IFA’s educational programme.

Particularly among SMEs and smaller practices, there is going to be an increased need to transition and prepare for further changes such as the General Data Protection Regulation, the continued demands of auto enrolment, money laundering regulations, and Making Tax Digital.

We assist our members with these challenges by consistently providing relevant, commercially focused advice and training.


Andrew HardingChief Executive – Managment Accounting, Association of International Certified Professional Accountants

The opportunities for the management accounting profession in these extraordinary times are huge. We have an environment driven by big data, analysis, risk-management, globalisation, technology and talent. Management accountants are very well placed to deal with the here and now while also looking ahead and creating long-term value.

Businesses are looking increasingly for all-round skills across the workforce – and the finance professional is no different. To have core accounting skills will always be necessary, but the traditional role of management accountants is broadening. Chartered Global Management Accountants (CGMAs), exclusive to the Association of International Certified Professional Accountants, enable colleagues to better understand risks and opportunities, identify advantages and disadvantages; and drive effective decision making across the business. This is about the profession creating impact with influence.

A recent survey of our members and students reveals a healthy position for management accountants, both in salaries and career development. The vast majority of UK-based CGMAs, and those still to qualify, are satisfied with their current pay package.

It is clear from our members and students that there is an appetite to upskill and be armed and ready for the changing work environment. Most management accountants want to learn new skills over the next 12 months, such as getting to grips with new accounting systems, strategy, business planning and project management.

Change is happening at unprecedented speed and fundamentally reshaping the environment where we operate. It is set to accelerate and continue. I remain optimistic. It brings with it enormous opportunity for the management accounting profession.

The Chartered Institute of Management Accountants (CIMA) and the American Institute of Certified Public Accountants (AICPA) formed the Association of International Certified Professional Accountants in 2017.


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Audit and assurance and general practice

Audit and assurance General practice


Director 80,000-120,000 105,000 80,000-120,000 100,000

Assistant Director/Senior Manager 70,000-80,000 75,000 65,000-75,000 70,000

Manager 55,000-65,000 60,000 55,000-65,000 58,500

Assistant Manager 49,000-55,000 51,000 47,000-52,000 50,000

Qualified Senior/Executive 43,000-48,000 45,000 40,000-45,000 43,500



Director 75,000-100,000 89,000 75,000-100,000 85,000


Manager 48,500-59,000 55,000 45,000-60,000 52,000





Director 60,000-87,000 70,000 60,000-80,000 70,000


Manager 37,000-54,000 46,000 39,000-51,000 44,000





Director 70,000-90,000 82,000 60,000-85,000 77,500


Manager 40,000-58,000 48,000 35,000-48,000 43,000



ACCOUNTANCY & FINANCE PUBLIC PRACTICE




Director 60,000-90,000 77,500 55,000-75,000 67,000


Manager 40,000-50,000 44,000 33,000-42,000 38,000





Director 70,000-95,000 87,500 60,000-80,000 75,000


Manager 42,000-56,000 49,000 35,000-47,500 43,000





Director 65,000-90,000 80,000 50,000-80,000 70,000


Manager 45,000-53,000 46,000 32,000-47,000 42,000





Director 70,000-90,000 85,000 65,000-90,000 72,000


Manager 40,000-50,000 45,000 35,000-45,000 42,000




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Audit and assurance and general practice



Director 70,000-90,000 85,000 65,000-90,000 72,000


Manager 45,000-52,000 48,000 32,000-49,500 42,000





Director 70,000-125,000 85,000 60,000-80,000 75,000


Manager 42,000-56,000 49,000 35,000-53,000 45,000





Director 65,000-90,000 68,000 60,000-75,000 65,000


Manager 36,000-45,000 40,000 36,000-45,000 40,000





Director 70,000-90,000 80,000 65,000-80,000 75,000


Manager 40,000-50,000 46,000 38,000-45,000 43,000





Sharron GunnExecutive Director,Institute of Chartered Accountants in England and Wales (ICAEW)

The overall outlook for ICAEW members and the wider accountancy and finance sector has remained strong over the past year. Vacancies posted on ICAEWjobs.com between July 2016 and July 2017 have recently been analysed to identify market trends and changes in criteria for candidates in the future.

The good news is that the number of job opportunities on the site increased over the last 12 months. However, the number of applications for each role fell. This suggests that the battle for candidates has become increasingly fierce with both organisations and recruiters fighting for the top talent. With fewer chartered accountants looking to change roles, this is important.

The demand for different types of job roles remained broadly constant. Candidates are also increasingly drawn directly to brands and companies they know, and we expect this trend to continue. Many companies are also recruiting temporary workers to fill internal vacancies instead of hiring permanent staff, and this reflects findings from our latest ICAEW Business Confidence Monitor™ (BCM). The BCM also showed that businesses continue to create jobs at a good pace this year, driving unemployment to the lowest rate since 1975, but this is expected to slow in the year ahead.

As a result of continued uncertainty around Brexit negotiations, businesses will need to look beyond the next few months to a future where innovation and investment now will create a longer term return. They not only need to be investing in innovation, new products and services but also investing in talent to help ensure they are positioned to take advantage of the opportunities that will be there once the UK leaves the European Union.

ICAEW is committed to continuing to shape and develop the ACA qualification to retain its position as the market leading qualification of choice for both business and practice. We also look forward to developing the next generation of finance and business professionals.

Atholl DuncanExecutive Director, UK and Global,ICAS

Look out your window at the world of Chartered Accountants, and the sun is shining. Yet, beyond the immediate horizon, storm clouds could be gathering. The number of professional accountants has grown steadily over the past five years. Fee income continues to remain resilient to the squalls of Brexit, Trump and other political uncertainties, and non-audit work speeds ahead.

So, what’s to worry about? The concern is that the grey clouds of a perfect storm may be gathering over the profession. ICAS and the Financial Reporting Council (FRC) recently completed a piece of work highlighting a worrying skills gap emerging in audit and an urgent need to evolve.

Around the same time, some expressed the concern that we had reached ‘accountancy peak’, in terms of employment in the profession; automation would replace auditors data analysis and tech savvy, digital expert professionals would be the new talent driving the Big Four, their clients and the finance teams of the future.

Others fiercely denied the speed and scale of this trend, the truth, as often, lies somewhere in the middle. Artificial intelligence, robotics and data will, over time, transform every business in the land. The profession will need to adapt to this rapidly changing business world. Yet the core values of Chartered Accountants – judgement, professional scepticism and moral courage – can only be even more relevant in the future than they are today.

Brexit is a two-edged sword for the profession. Where there is confusion there is consultancy. Where there is significant business change there is a role for transforming finance leaders. Yet any downturn or recession which may or may not emerge will hurt the profession as much as any other sector of British business. Only time will tell.

Charles Darwin was no Accountant. Yet one of his better known quotes is one all Accountants should heed “It is not the strongest of the species that survives, nor the most intelligent. It is the one that is most adaptable to change.”


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Corporate finance


Director 90,000-150,000 120,000

Assistant Director/Senior Manager 70,000-95,000 83,000

Manager 55,000-70,000 63,000

Qualified Senior/Executive 45,000-60,000 53,000


Director 80,000-120,000 115,000


Manager 50,000-60,000 55,000



Director 60,000-110,000 75,000


Manager 40,000-55,000 50,000



Director 70,000-100,000 85,000


Manager 45,000-60,000 52,500



Director 60,000-100,000 70,000


Manager 40,000-55,000 45,000



Director 75,000-110,000 95,000


Manager 45,000-57,500 52,000



Director 70,000-110,000 90,000


Manager 45,000-57,000 52,000



Director 75,000-110,000 92,000


Manager 45,000-57,500 50,000



Director 75,000-110,000 92,000


Manager 45,000-57,500 50,000



Director 75,000-110,000 95,000


Manager 45,000-57,500 52,000



Director 60,000-80,000 70,000


Manager 36,000-45,000 40,000



Director 70,000-95,000 80,000


Manager 40,000-55,000 47,000




Forensic accounting


Director 95,000-160,000 125,000


Manager 53,000-73,000 67,000

Assistant Manager 48,000-57,000 53,000

Senior/Executive 45,000-50,000 48,000


Director 90,000-125,000 115,000


Manager 50,000-65,000 63,000




Director 85,000-120,000 90,000


Manager 50,000-53,000 52,500




Director 70,000-100,000 85,000


Manager 45,000-60,000 52,500




Director 60,000-100,000 70,000


Manager 40,000-55,000 45,000




Director 70,000-95,000 85,000


Manager 40,000-56,000 52,000




Director 65,000-95,000 80,000


Manager 40,000-56,000 52,000




Director 70,000-95,000 85,000


Manager 40,000-56,000 52,000




Director 70,000-95,000 85,000


Manager 40,000-56,000 52,000




Director 70,000-95,000 85,000


Manager 40,000-56,000 52,000




Director 60,000-80,000 70,000


Manager 36,000-45,000 40,000




Director 80,000-95,000 90,000


Manager 42,000-60,000 55,000




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Insolvency/corporate recovery


Director 90,000-125,000 115,000


Manager 53,000-70,000 60,000


Senior Administrator 32,000-44,000 39,000

Administrator 25,000-33,000 29,000

Trainee/Junior Administrator 22,000-27,000 25,000


Director 60,000-90,000 88,000


Manager 43,000-50,000 48,000



Administrator 20,000-25,000 23,000



Director 60,000-70,000 66,000


Manager 48,000-55,000 52,000



Administrator 25,000-30,000 28,000



Director 70,000-100,000 85,000


Manager 45,000-60,000 52,500



Administrator 20,000-27,500 26,000



Director 60,000-100,000 70,000


Manager 40,000-55,000 45,000



Administrator 18,000-23,000 20,000



Director 50,000-80,000 65,000


Manager 34,000-44,000 38,500



Administrator 18,000-28,000 25,000



Director 50,000-80,000 65,000


Manager 34,000-44,000 38,500



Administrator 18,000-28,000 25,000



Director 50,000-80,000 65,000


Manager 34,000-45,000 38,500



Administrator 18,000-28,000 25,000





Director 50,000-80,000 65,000


Manager 34,000-45,000 38,500



Administrator 18,000-28,000 25,000



Director 50,000-80,000 65,000


Manager 34,000-44,000 38,500



Administrator 18,000-28,000 25,000



Director 60,000-70,000 65,000


Manager 35,000-40,000 36,000



Administrator 16,000-18,000 17,000



Director 55,000-65,000 60,000


Manager 35,000-45,000 43,000



Administrator 16,000-23,000 22,000



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Head of Tax/Director 110,000-180,000 150,000

Group Tax Manager 80,000-120,000 97,500

Senior/International Tax Manager 75,000-90,000 87,500

Tax Manager 60,000-75,000 67,500

Tax Accountant 50,000-60,000 52,000

Transfer Pricing Manager 65,000-90,000 78,000

VAT Director 75,000-95,000 77,000

VAT Manager 65,000-75,000 70,000

VAT Accountant 40,000-60,000 47,000





Tax Manager 45,000-65,000 57,000

Tax Accountant 38,000-47,000 44,000


VAT Director 60,000-90,000 77,000

VAT Manager 50,000-70,000 60,000

VAT Accountant 40,000-60,000 52,000





Tax Manager 45,000-65,000 59,000

Tax Accountant 35,000-50,000 44,000


VAT Director 60,000-90,000 77,500

VAT Manager 50,000-70,000 60,000

VAT Accountant 40,000-60,000 54,000





Tax Manager 40,000-52,000 48,500

Tax Accountant 40,000-60,000 46,000


VAT Director 60,000-90,000 80,000

VAT Manager 40,000-65,000 55,000

VAT Accountant 40,000-60,000 50,000

ACCOUNTANCY & FINANCE TAXATION

In-house

FTSE 100/250 FS LTD/SME

London £ Range £ Typical £ Range £ Typical £ Range £ Typical

Head of Tax/Director 120,000-310,000 172,000 180,000-350,000 215,000 85,000-150,000 120,000

Group Tax Manager 95,000-130,000 100,500 120,000-160,000 128,000 70,000-110,000 85,000

Senior/International Tax Manager 85,000-100,000 90,000 90,000-130,000 102,000 60,000-80,000 75,000

European Tax Manager 75,000-85,000 80,000 72,000-90,000 83,000 75,000-85,000 80,000

UK Tax Manager 65,000-80,000 72,000 65,000-80,000 75,000 50,000-70,000 63,000

Tax Accountant 45,000-60,000 53,000 55,000-70,000 58,000 35,000-55,000 50,000

Transfer Pricing Manager 75,000-90,000 80,000 65,000-90,000 80,000 50,000-80,000 60,000

VAT Director 90,000-120,000 110,000 80,000-150,000 120,000 80,000-110,000 90,000

VAT Manager 65,000-85,000 75,000 70,000-90,000 85,000 65,000-85,000 75,000

VAT Accountant 35,000-50,000 45,000 45,000-55,000 50,000 35,000-45,000 40,000

Employee/Expat/Trusts Manager 50,000-75,000 60,000 50,000-85,000 60,000 50,000-75,000 55,000

Operational Tax Manager – – 70,000-80,000 75,000 – –






Tax Manager 45,000-65,000 55,000

Tax Accountant 38,000-45,000 43,000


VAT Director 65,000-90,000 75,000

VAT Manager 50,000-65,000 55,000

VAT Accountant 40,000-60,000 50,000





Tax Manager 45,000-65,000 55,000

Tax Accountant 38,000-45,000 43,000


VAT Director 60,000-90,000 72,500

VAT Manager 50,000-65,000 55,000

VAT Accountant 40,000-60,000 50,000





Tax Manager 50,000-65,000 55,000

Tax Accountant 35,000-46,000 42,000


VAT Director 60,000-90,000 70,000

VAT Manager 50,000-60,000 55,000

VAT Accountant 38,000-50,000 44,000





Tax Manager 50,000-65,000 55,000

Tax Accountant 40,000-50,000 45,000


VAT Director 60,000-90,000 70,000

VAT Manager 50,000-60,000 55,000

VAT Accountant 38,000-50,000 42,000





Tax Manager 45,000-65,000 55,000

Tax Accountant 35,000-48,000 45,000


VAT Director 60,000-90,000 70,000

VAT Manager 50,000-60,000 55,000

VAT Accountant 35,000-55,000 45,000





Tax Manager 42,000-55,000 49,000

Tax Accountant 40,000-50,000 45,000


VAT Director 65,000-100,000 78,000

VAT Manager 45,000-60,000 52,000

VAT Accountant 35,000-55,000 45,000


Practice

London Big 4 Top 50 Below Top 50

Corporate/VAT £ Range £ Typical £ Range £ Typical £ Range £ Typical

Director 100,000-200,000 150,000 90,000-150,000 100,000 75,000-110,000 90,000

Assistant Director/Senior Manager 75,000-100,000 85,000 60,000-85,000 75,000 60,000-80,000 70,000

Manager 50,000-70,000 62,500 55,000-65,000 60,000 45,000-60,000 53,000

Assistant Manager/Supervisor 42,000-55,000 50,000 42,000-50,000 47,500 42,000-50,000 47,500

Senior 35,000-45,000 43,000 34,000-45,000 42,000 34,000-45,000 42,000

Assistant 27,000-35,000 30,000 27,000-36,000 30,000 27,000-36,000 30,000

Personal/Expat/Employee/Trusts £ Range £ Typical £ Range £ Typical £ Range £ Typical

Director 100,000-200,000 150,000 90,000-150,000 100,000 70,000-105,000 85,000


Manager 50,000-70,000 62,500 50,000-65,000 55,000 45,000-60,000 52,500


Senior 35,000-45,000 43,000 34,000-45,000 42,000 32,000-42,500 36,000

Assistant 27,000-35,000 30,000 25,000-32,000 30,000 25,000-30,000 28,000

South East England Big 4 Top 50 Below Top 50


Director 80,000-150,000 115,000 90,000-130,000 100,000 65,000-85,000 75,000


Manager 50,000-66,500 60,000 45,000-55,000 50,000 40,000-55,000 45,000


Senior 36,000-44,500 42,000 26,000-40,000 33,000 25,000-36,000 30,000

Assistant 24,000-33,000 26,500 20,000-27,000 24,000 18,000-25,000 23,000


Director 80,000-150,000 110,000 90,000-130,000 100,000 65,000-110,000 70,000


Manager 50,000-65,000 60,000 45,000-55,000 50,000 40,000-50,000 44,000


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

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East of England Big 4 Top 50 Below Top 50


Director 80,000-150,000 115,000 65,000-150,000 85,000 50,000-80,000 75,000


Manager 44,000-60,000 58,000 40,000-60,000 54,000 42,500-50,000 47,000


Senior 30,000-38,000 36,000 26,000-37,000 35,000 27,500-33,000 30,000

Assistant 22,000-30,000 27,500 18,000-25,000 22,000 19,000-24,000 22,000


Director 80,000-150,000 115,000 70,000-115,000 85,000 65,000-86,000 75,000


Manager 42,000-56,000 52,500 40,000-52,500 44,500 35,000-56,000 40,000


Senior 30,000-40,000 36,000 26,500-35,000 33,500 26,000-32,500 30,000

Assistant 21,000-30,000 26,000 18,000-24,000 23,000 17,000-24,000 19,500

South West England Big 4 Top 50 Below Top 50


Director 80,000-150,000 110,000 70,000-95,000 82,500 55,000-80,000 67,500


Manager 42,000-55,000 50,000 40,000-50,000 46,500 38,000-47,000 44,500


Senior 32,000-39,000 36,000 28,000-35,000 31,000 25,000-35,000 32,000

Assistant 20,000-26,000 24,000 18,000-25,000 21,000 18,000-26,000 21,000


Director 80,000-150,000 110,000 70,000-95,000 84,000 55,000-80,000 62,000


Manager 40,000-55,000 50,000 40,000-52,000 48,000 35,000-48,000 42,000


Senior 30,000-38,000 36,000 28,000-35,000 32,000 25,000-32,000 31,000

Assistant 20,000-26,000 24,000 18,000-26,000 21,000 18,000-23,000 20,500


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Wales Big 4 Top 50 Below Top 50


Director 80,000-150,000 100,000 70,000-95,000 82,000 55,000-80,000 62,000


Manager 45,000-55,000 50,000 40,000-50,000 46,500 35,000-50,000 40,000


Senior 28,000-38,000 35,000 28,000-35,000 31,000 25,000-35,000 30,000

Assistant 20,000-25,000 22,500 18,000-25,000 21,000 18,000-23,000 20,000


Director 80,000-150,000 100,000 70,000-90,000 82,000 55,000-80,000 62,000


Manager 45,000-55,000 50,000 40,000-50,000 46,500 35,000-47,000 40,000


Senior 28,000-38,000 35,000 28,000-35,000 31,000 25,000-32,000 30,000

Assistant 20,000-25,000 22,500 18,000-25,000 21,000 18,000-25,000 21,000

West Midlands Big 4 Top 50 Below Top 50


Director 85,000-150,000 110,000 75,000-120,000 85,000 70,000-90,000 80,000


Manager 45,000-55,000 47,000 42,000-52,000 45,000 38,000-52,000 40,000


Senior 34,000-38,000 36,000 30,000-38,000 31,500 26,000-32,000 29,500

Assistant 25,000-31,000 26,000 22,000-26,000 23,000 18,000-25,000 22,000


Director 85,000-150,000 110,000 75,000-120,000 90,000 60,000-80,000 70,000


Manager 45,000-55,000 47,000 42,000-52,000 44,500 38,000-50,000 40,000


Senior 33,000-38,000 34,000 30,000-38,000 32,500 26,000-32,000 29,500

Assistant 25,000-31,000 26,000 22,000-26,000 23,000 18,000-25,000 22,000


East Midlands Big 4 Top 50 Below Top 50


Director 80,000-150,000 110,000 75,000-120,000 85,000 65,000-80,000 75,000


Manager 45,000-55,000 47,000 42,000-52,000 45,000 38,000-52,000 40,000


Senior 34,000-38,000 36,000 30,000-39,000 31,500 26,000-32,000 29,500

Assistant 25,000-31,000 26,000 22,000-26,000 23,000 18,000-25,000 22,000


Director 85,000-150,000 110,000 70,000-100,000 80,000 60,000-80,000 70,000


Manager 45,000-55,000 47,000 42,000-52,000 44,500 39,000-52,000 40,000


Senior 33,000-38,000 34,000 30,000-38,000 31,500 26,000-35,000 28,500

Assistant 25,000-31,000 26,000 22,000-26,000 23,000 18,000-25,000 22,000

Yorkshire and the Humber Big 4 Top 50 Below Top 50


Director 80,000-150,000 110,000 65,000-100,000 75,000 50,000-80,000 65,000


Manager 42,000-55,000 48,000 40,000-50,000 45,000 36,000-48,000 40,000


Senior 32,000-40,000 35,000 28,000-38,000 33,000 25,000-35,000 30,000

Assistant 20,000-30,000 25,000 20,000-28,000 23,000 17,000-22,000 20,000


Director 80,000-150,000 100,000 70,000-90,000 80,000 55,000-80,000 65,000


Manager 40,000-50,000 45,000 35,000-45,000 42,000 32,000-40,000 38,000


Senior 32,000-40,000 35,000 28,000-34,000 30,000 25,000-30,000 28,000

Assistant 23,000-28,000 25,000 18,000-25,000 22,000 18,500-23,000 20,000


Practice

North East England Big 4 Top 50 Below Top 50


Director 80,000-150,000 100,000 65,000-100,000 75,000 60,000-90,000 65,000


Manager 40,000-50,000 45,000 40,000-50,000 42,000 35,000-45,000 40,000


Senior 30,000-40,000 35,000 28,000-38,000 33,000 25,000-35,000 28,000

Assistant 23,000-29,000 25,500 22,000-28,000 23,000 19,000-25,000 20,000


Director 80,000-150,000 100,000 70,000-90,000 80,000 55,000-80,000 65,000


Manager 40,000-50,000 45,000 35,000-45,000 40,000 32,000-40,000 37,000


Senior 28,000-35,000 32,000 26,000-34,000 30,000 25,000-30,000 27,000

Assistant 20,000-25,000 23,000 18,000-25,000 22,000 17,500-23,000 19,000

North West England Big 4 Top 50 Below Top 50


Director 85,000-150,000 110,000 75,000-120,000 90,000 60,000-75,000 73,000


Manager 45,000-55,000 47,000 40,000-52,000 42,000 35,000-48,000 42,000


Senior 34,000-38,000 36,000 29,000-38,000 32,000 28,000-34,000 32,000

Assistant 24,000-31,000 25,000 22,000-26,000 23,000 18,500-22,000 21,000


Director 85,000-150,000 110,000 75,000-120,000 90,000 60,000-80,000 70,000


Manager 45,000-55,000 47,000 42,000-52,000 44,500 35,000-45,000 42,000


Senior 34,000-38,000 35,000 30,000-38,000 33,500 26,000-32,000 30,000

Assistant 24,000-31,000 25,000 22,000-26,000 23,000 18,000-22,000 21,000

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Northern Ireland Big 4 Other

Corporate/VAT £ Range £ Typical £ Range £ Typical

Director 70,000-100,000 85,000 64,000-75,000 65,000


Manager 36,000-45,000 40,000 36,000-45,000 40,000

Assistant Manager/Supervisor 31,000-33,000 32,000 31,000-33,000 32,000

Senior 27,500-30,000 28,000 27,500-30,000 28,000

Assistant 16,000-20,000 19,000 18,000-22,000 19,000

Personal/Expat/Employee/Trusts £ Range £ Typical £ Range £ Typical

Director 70,000-100,000 85,000 64,000-85,000 65,000


Manager 36,000-45,000 40,000 36,000-45,000 40,000

Assistant Manager/Supervisor 31,000-33,000 32,000 31,000-33,000 32,000

Senior 27,500-30,000 28,000 27,500-30,000 28,000

Assistant 18,000-22,000 19,000 16,000-22,000 19,000

Scotland Big 4 Top 50 Below Top 50


Director 80,000-150,000 100,000 60,000-100,000 75,000 70,000-90,000 80,000


Manager 42,000-55,000 48,000 40,000-50,000 45,000 38,000-45,000 40,000


Senior 29,000-36,000 35,000 29,000-36,000 33,500 23,000-30,000 27,000

Assistant 22,000-28,000 25,000 18,000-28,000 23,000 18,000-22,000 19,000


Director 80,000-150,000 100,000 60,000-100,000 75,000 50,000-90,000 75,000


Manager 40,000-50,000 49,000 36,000-48,000 45,000 35,000-47,000 43,000


Senior 25,000-35,000 32,000 25,000-34,000 31,500 22,500-28,000 25,500

Assistant 19,000-27,000 23,000 16,500-25,000 21,000 18,000-22,000 18,500


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Peter FanningChief Executive, The Chartered Institute of Taxation

Tax professionals – particularly those working with the UK’s annual Finance Act – are used to change. However, looking back over the past 12 months or so, the pace and depth of change has been extraordinary.

Brexit is often described in extreme terms, but for tax professionals, it is likely to precipitate the restructuring of thousands of pages of tax law. The Treasury and HMRC are faced with significant challenges, as they will need to design new law and systems, as well as continue to negotiate with the other EU states on the new relationship probably beyond the deadline of 2019. An entirely new customs duty code still seems likely to be needed – and if so, it will absorb significant policy and IT resources.

A close association with the EU is likely to have less impact on many tax issues – particularly on indirect taxes and trade related taxes - but a more remote link will have a greater impact. Developing new arrangements with the world will create opportunities for tax professionals with skills in dealing with cross-border taxation and who speak languages other than English. Knowledge of tax systems outside the UK such as those covered by the CIOT’s ADIT (the Advanced Diploma in International Taxation) qualification will be highly desirable.

The skills required of tax people are also changing in response to some significant events. The challenge for today’s tax professionals is to adapt so that they can survive these mounting global challenges. These include not only Brexit but also a new US President keen on tax

reform, more intrusive technology and the need to meet the public’s greater demand for tax transparency from companies, an example of which is the publication of company tax strategies. A key lesson of the past year or so is that anything is possible, bigly – to coin a word!

In addition to knowledge of tax law, the successful tax professional of the future will probably be proficient in skills not usually associated with tax – for example, data analysis, statistics, and perhaps AI technologies. Project management, collaboration, and change management skills will also be found in the tax professional’s toolbox. As tax professionals progress in their careers, they should future-proof by continuing to learn new skills.

The delay to Making Tax Digital will be welcomed by the profession because it gives a chance for businesses and their agents to have done a full MTD cycle of updates within the pilot before the mandate begins, possibly as soon as 2020. It will be a significant milestone in the history of the administration of tax, whenever it comes, and signals that the age of the tax return are numbered. Much has been speculated about the impact of Brexit on taxation and how it will respond, but I suspect how the industry adapts to the increasing use of digital technology will have at least the same scale of impact.

The tax profession is a noble one and demands that professionals strive to better their knowledge of the rules and regulations that govern what they do. Since March 2017, members of the CIOT and the other tax bodies are now required to comply with a new set of standards for tax planning which reinforce the existing fundamental ethical principles that underpin their professional rules of conduct governing their integrity, professional competence and professional behaviours.

As well as the new challenges mentioned above, every year another 600 pages of tax law are added to the UK tax code and it is helpful to remember and emphasise the importance of the core traditional professional skill of helping taxpayers deal with it all. I am confident that tax remains a flourishing profession.



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FTSE 100 FTSE 250 Multinationals SME

London £ Range £ Typical £ Range £ Typical £ Range £ Typical £ Range £ Typical

Group Treasurer 120,000-250,000 150,000 90,000-140,000 110,000 90,000-200,000 120,000 70,000-130,000 90,000

Assistant/Deputy Treasurer 100,000-200,000 110,000 60,000-90,000 70,000 80,000-110,000 85,000 – –

Treasury Manager 60,000-120,000 75,000 55,000-80,000 65,000 60,000-120,000 75,000 60,000-90,000 65,000

Treasury Risk Manager 65,000-120,000 80,000 50,000-80,000 60,000 65,000-120,000 77,000 – –

Treasury Accountant 65,000-90,000 78,000 40,000-70,000 55,000 65,000-90,000 70,000 40,000-55,000 48,000

Treasury Dealer 50,000-90,000 60,000 30,000-55,000 45,000 50,000-90,000 55,000 – –

Treasury Analyst 40,000-70,000 50,000 30,000-55,000 42,000 40,000-70,000 50,000 32,000-45,000 35,000

FTSE 100/250 SME


Group Treasurer 80,000-160,000 130,000 70,000-110,000 80,000

Assistant/Deputy Treasurer 80,000-110,000 95,000 50,000-75,000 60,000

Treasury Manager 50,000-80,000 60,000 40,000-55,000 52,000

Treasury Accountant 40,000-70,000 50,000 35,000-45,000 42,000

Treasury Analyst 35,000-50,000 40,000 30,000-35,000 32,000

FTSE 100/250 SME


Group Treasurer 90,000-130,000 110,000 60,000-85,000 80,000





FTSE 100/250 SME


Group Treasurer 90,000-150,000 115,000 60,000-85,000 72,000





ACCOUNTANCY & FINANCE TREASURY


FTSE 100/250 SME


Group Treasurer 90,000-130,000 107,000 60,000-85,000 72,000





FTSE 100/250 SME


Group Treasurer 100,000-170,000 115,000 65,000-100,000 80,000





FTSE 100/250 SME


Group Treasurer 90,000-130,000 110,000 60,000-85,000 80,000





FTSE 100/250 SME


Group Treasurer 100,000-140,000 110,000 75,000-90,000 85,000






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FTSE 100/250 SME


Group Treasurer 100,000-140,000 110,000 78,000-90,000 80,000





FTSE 100/250 SME


Group Treasurer 100,000-140,000 122,000 80,000-100,000 82,000





FTSE 100/250 SME


Group Treasurer 80,000-200,000 125,000 50,000-80,000 66,000






Caroline StockmannChief Executive,Association of Corporate Treasurers

The treasury profession is becoming increasingly strategic, with a greater focus on solving wider business challenges beyond a purely financial remit, according to the ACT’s annual survey of contemporary treasurers, The Business of Treasury. The time spent by treasurers on strategic issues rose 60% over the last five years, which is not surprising given the key task they face in balancing financial risk and opportunity for their organisations in an increasingly volatile world.

Against a backdrop of uncertainty – economic and geopolitical – the issues that are front of mind for businesses and their treasurers include cyber security and Brexit as well as the financial markets volatility and regulatory change, with treasurers increasingly taking a leading or collaborative role in managing these challenges. Treasurers’ interaction and influence with the board is also growing, with board approval of treasury’s funding solutions increasing year-on-year from 63% in 2013 to 84% in 2017.

Changes in technology have clearly impacted the treasurer’s role, particularly the pace of those changes, and planned investment in treasury technology is on the rise. While operational treasury management remains core, we have seen a significant increase in the time spent on risk management. This is also the area expected to see the biggest growth in the next 12 months as more and more treasurers look at risk holistically, together with regulation and business strategy. The cost and resource strain resulting from stricter compliance frameworks, particularly in relation to carrying out Know Your Customer (KYC) procedures, is ever present. Other key concerns are banking reforms more broadly, tax burdens and fiscal policy.

All this speaks to a specialist skill set that requires strong technical ability as well as other skills such as communications and relationship management. This is within the context of a broad business understanding – an area new entrants to the profession are often seen as lacking. The demand for skilled and qualified treasury professionals continues to rise as their value is recognised more and more.

The ACT leads the way in helping organisations and individuals develop treasury capabilities at all levels, through its qualifications, training, and continuing professional development. We believe that the highest standards of professionalism in treasury lead to successful organisations and creates strong economies. This, and the sheer variety within treasury roles, is what makes our members so passionate about their profession.


CONSTRUCTION & PROPERTY GROWING COMPETITION FOR TALENT

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Strong activity, which is widespread across the UK, has kept the construction sector buoyant despite concerns about the future. A 2.7% average salary increase reflects healthy demand for professionals, and some regions are rivalling London for salary rises.

Activity strong in the face of potential adversityCautious optimism and ongoing regional investment over the last 12 months, for example into areas including the North West of England and the West Midlands, has led to continued demand for talented professionals. Nationwide, the hiring market has cooled slightly since the 2017 general election but is still buoyant, indicating a positive outlook for the coming year. 63% of employers are expecting their activity levels to increase over the next 12 months, with on-site construction (including site management, contract and project management and on-site engineering) employers being the most positive, 75% of whom expect an increase in activity.

Employees have once again seen salary increases reflecting greater market confidence. 78% of employers for commercial construction staff say they increased their employees’ salaries in the last year, followed by 72% of on-site construction employers. 62% of architecture employers increased salaries, however, lower than the overall UK average of 70%. Architects are also least likely to expect growth in the coming year, with less than half (49%) expecting increased activity and 13% expecting a decrease, indicating caution regarding the full impact of Brexit as architecture projects span over many years.

By contrast, on-site construction professionals are enjoying increased activity due to the high volume of new projects which have begun in recent years, particularly in the North of England and the Midlands, and salaries have increased to meet demand. In London and the South East, the volume of new projects and good commuter links from the South East is keeping the market strong, and driving salary rises.

Surveying professionals are seeing mixed salary increases. Building surveyors and project managers have received some of the larger salary increases in the last 12 months in line with buoyant project levels, whilst commercial and general practice surveyors have seen smaller rises reflective of slower conditions within those markets.

Reduced candidate movement exacerbating skills shortages59% of employers expect to hire permanent staff in the coming 12 months and 41% expect to hire more temporary staff. However, 78% of employers expect a shortage of suitable candidates to be their primary recruitment challenge in the next year. This shortage is partly due to the specialist skillsets often required, but also because employees are cautious about the future and less likely to leave their jobs in search of another.


Fewer professionals say they would consider moving roles in the next six months, down from 42% to 34% this year, and 21% have no plan to leave within three years.

The reduction in candidates considering moving roles has created more acute skills shortages for certain professionals, including contract quantity surveyors, Revit/BIM technicians, project engineers, senior contract managers and project managers.

Continued skills shortages cause training and retention to become prioritiesEmployers have continued to focus on the problem of skills shortages over the last few years. 38% of employers rely on temporary workers to close these gaps and there has been a shift towards training and development of existing permanent staff, which 51% of employers offer.

41% have increased their training budget or implemented a mentoring programme to help their existing permanent staff develop their skills, and 27% increased their use of apprentices to help fill skills gaps and bring new professionals into the sector. This focus on career development and continued professional development (CPD) has become the key attraction method for 18% of employers when looking to recruit.

Job security and work-life balance important considerationsUncertainty about the future due to Brexit and other political changes has led professionals and organisations alike to have a cautious outlook for the coming year. Job security is, therefore, a more important factor for professionals, 18% of whom selected it as most important when considering a new job. Employers are largely recognising the importance of job security and 19% cite it as the most important tool they have to attract new staff, surpassing benefits packages (16%) and even CPD (18%).

However, employers are failing to recognise the importance of work-life balance to employees. Just over half of professionals (51%) currently rate their work-life balance as average or below and 24% rate it as their most important factor when considering a new job. This is compared to only 16% of employers placing prime importance on work-life balance when attracting candidates to a role. While job security is a concern, an offer of improved work-life balance could be sufficient to tempt talented professionals into new positions, particularly those who are high in demand, such as quantity surveyors, planners and buyers.

Overall, the construction and property sector remains strong, but new challenges are anticipated in the coming months. Both employees and employers are showing signs of caution, placing more emphasis on training and job security. The profession remains busy across the UK, offering significant opportunities for talented professionals.

Survey highlights for construction and property

Employers Employees







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Operational functions

London

Site management £ Range £ Typical

Senior Site Manager 60,000-73,000 63,500

Site Manager 48,000-58,000 51,500

Assistant Site Manager 38,000-45,000 42,000

General Foreman 33,000-41,000 36,000

Contract and project managers £ Range £ Typical

Contract Manager 65,000-75,000 69,000

Project Manager 55,000-70,000 65,000

On-site engineering £ Range £ Typical

Senior Engineer 50,000-60,000 53,000

Engineer 39,000-48,000 42,000

South East England



Site Manager 50,000-55,000 51,500


General Foreman 33,000-41,000 35,000



Project Manager 58,000-68,000 65,000


Senior Engineer 42,000-48,000 45,000

Engineer 37,000-42,000 40,000

East of England



Site Manager 39,000-48,000 43,000


General Foreman 28,000-36,000 30,500



Project Manager 48,000-60,000 50,000


Senior Engineer 39,000-50,000 42,000

Engineer 33,000-42,000 34,000

South West England



Site Manager 38,000-49,000 42,500


General Foreman 25,000-32,000 30,500



Project Manager 47,500-62,500 55,000


Senior Engineer 40,000-44,000 42,500

Engineer 31,000-38,000 37,500

Wales



Site Manager 35,000-45,000 40,000


General Foreman 27,500-32,500 30,000



Project Manager 42,500-55,000 50,500


Senior Engineer 42,500-47,500 45,000

Engineer 32,500-37,500 36,500

West Midlands



Site Manager 39,000-47,000 44,000


General Foreman 28,000-35,000 31,000



Project Manager 50,000-65,000 52,000


Senior Engineer 40,000-47,000 41,000

Engineer 34,000-42,000 35,500


East Midlands



Site Manager 41,000-51,000 45,000


General Foreman 28,000-35,000 32,500



Project Manager 52,000-65,000 53,000


Senior Engineer 43,000-47,500 44,500

Engineer 35,000-43,000 37,000

Yorkshire and the Humber



Site Manager 38,000-45,000 41,000


General Foreman 23,000-30,000 28,000



Project Manager 40,000-52,000 48,000


Senior Engineer 42,000-50,000 44,000

Engineer 36,000-42,000 40,000

North East England



Site Manager 38,000-46,000 42,000


General Foreman 26,000-32,000 28,000



Project Manager 42,000-52,000 44,000


Senior Engineer 40,000-47,000 45,000

Engineer 35,000-42,000 40,000

North West England



Site Manager 38,000-46,000 43,000


General Foreman 28,000-35,000 29,000



Project Manager 48,000-57,000 55,000


Senior Engineer 45,000-55,000 50,000

Engineer 35,000-45,000 39,000

Northern Ireland



Site Manager 32,000-45,000 38,000


General Foreman 30,000-42,000 32,000



Project Manager 38,000-50,000 44,000


Senior Engineer 30,000-40,000 35,000

Engineer 24,000-36,000 30,000

Scotland



Site Manager 40,000-50,000 44,000


General Foreman 30,000-35,000 33,000



Project Manager 50,000-60,000 55,000


Senior Engineer 42,000-50,000 46,000

Engineer 35,000-40,000 38,000


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Commercial functions

London

Quantity surveyors £ Range £ Typical

Commercial Manager 80,000-90,000 87,000

Senior Quantity Surveyor 64,000-75,000 65,000

Intermediate Quantity Surveyor 45,000-55,000 48,000

Assistant Quantity Surveyor 34,000-40,000 35,000

Estimators £ Range £ Typical

Senior Estimator 65,000-75,000 69,000

Estimator 48,000-62,000 51,000

Assistant Estimator 35,000-42,000 36,000

South East England








Estimator 43,000-58,000 50,500


East of England








Estimator 42,000-55,000 47,000


South West England








Estimator 37,500-47,500 46,500


Wales








Estimator 37,500-47,500 42,500


West Midlands








Estimator 42,000-47,000 44,000



East Midlands








Estimator 35,000-45,000 42,000










Estimator 38,000-48,000 43,000


North East England








Estimator 35,000-45,000 40,000


North West England








Estimator 45,000-55,000 50,000


Northern Ireland








Estimator 36,000-44,000 42,000


Scotland








Estimator 40,000-50,000 44,000



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Chris Blythe OBEChief Executive, Chartered Institute of Building

Brexit in many respects highlights the certainty that we need to address the chronic skills gap. For too long the issue has been lying dormant, masked by the EU’s free movement ethos but now we have the much-needed fresh impetus to modernise our manufacturing and construction industries. If Britain stops building, so does our significance on the world stage.

It’s not hard to see why British companies looked overseas to swell their workforces – migrant employees are a relatively cheap option and with a skill-set to fit – but even the softest of negotiations of Article 50 are unlikely to maintain a steady access to this pool.

The UK’s own pool meanwhile has become increasingly shallow both in academic and vocational spheres. A glance at the OECD’s most recent figures for the

programme for international student assessment regarding maths and literacy, is pretty sobering. The UK ranks 27th in the former and 21st in the latter, below Estonia, Slovenia and Poland.

The drive to get more people into university has actually resulted in a reluctance towards anything that isn’t that. Apprenticeships suffer from a stigma they don’t deserve, while a great many degree courses focus on too much theory. We need to recognise that each learner is different and while some may thrive in a lecture theatre or classroom, there are others who will find those settings constricting.

The need for greater synergy between academia and industry is clear, at the Chartered Institute of Building we are recommending that courses, whether vocational or academic, are instructed by industry professionals. Integrating some sort of practical experience into any course is surely the way to get students learning ‘hands on’ sooner. That’s not to diminish the theoretical complexities of construction, but rather ensure that theory and practice work together in tandem.

Whatever the political conditions, the UK deserves a world-class industrial pipeline to reflect its position. The CIOB wants to see a robust system for training and skills development, a more progressive approach to recruitment and a wider redistribution of investment to different UK regions, thus ending the bottle-necking towards the capital.


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H&S Director 90,000-120,000 95,000

Senior H&S Manager 68,000-85,000 70,000

H&S Manager 48,000-60,000 55,000

H&S Advisor 35,000-45,000 40,000

CDM Coordinator/Principal Designer 45,000-60,000 50,000


H&S Director 75,000-100,000 83,000


H&S Manager 48,000-55,000 50,000

H&S Advisor 33,000-42,000 37,000



H&S Director 60,000-70,000 65,000


H&S Manager 35,000-45,000 38,000

H&S Advisor 25,000-35,000 29,000



H&S Director 70,000-75,000 72,500


H&S Manager 40,000-45,000 42,500

H&S Advisor 30,000-40,000 35,000



H&S Director 57,500-62,500 60,000


H&S Manager 35,000-40,000 37,500

H&S Advisor 25,000-30,000 27,500



H&S Director 65,000-100,000 67,000


H&S Manager 34,000-50,000 44,000

H&S Advisor 25,000-40,000 35,000



H&S Director 65,000-100,000 71,000


H&S Manager 34,000-50,000 45,000

H&S Advisor 25,000-40,000 34,500



H&S Director 65,000-85,000 72,000


H&S Manager 35,000-45,000 42,000

H&S Advisor 30,000-40,000 35,000



H&S Director 50,000-60,000 56,000


H&S Manager 35,000-40,000 36,000

H&S Advisor 25,000-35,000 25,500



H&S Director 50,000-75,000 65,000


H&S Manager 38,000-45,000 43,000

H&S Advisor 30,000-35,000 33,000



H&S Director 45,000-55,000 50,000


H&S Manager 30,000-45,000 37,000

H&S Advisor 22,000-36,000 29,000



H&S Director 47,000-55,000 53,000


H&S Manager 32,000-40,000 36,000

H&S Advisor 25,000-30,000 28,500



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Professional quantity surveyors


Partner/Director 80,000-120,000 95,000

Claims & Dispute Resolution 62,000-85,000 78,000

Associate 65,000-85,000 75,000

Senior Surveyor 45,000-65,000 60,000

Project Manager 45,000-60,000 55,000

Newly Qualified Surveyor 35,000-45,000 42,500

Graduate Surveyor 23,000-30,000 28,000




Associate 63,000-73,000 68,500

Senior Surveyor 53,000-58,000 54,000

Project Manager 48,000-68,000 55,000






Associate 50,000-60,000 52,000

Senior Surveyor 42,000-50,000 47,000

Project Manager 35,000-45,000 43,000






Associate 45,000-55,000 51,500

Senior Surveyor 40,000-52,000 45,000

Project Manager 38,000-47,000 43,500






Associate 45,000-55,000 48,000

Senior Surveyor 38,000-50,000 42,000

Project Manager 40,000-50,000 46,500






Associate 55,000-70,000 56,000

Senior Surveyor 40,000-50,000 46,500

Project Manager 35,000-45,000 43,500







Associate 50,000-58,000 51,000

Senior Surveyor 38,000-50,000 46,500

Project Manager 45,000-55,000 46,000






Associate 45,000-55,000 52,000

Senior Surveyor 37,000-47,000 45,500

Project Manager 37,000-48,000 46,000






Associate 48,000-65,000 50,000

Senior Surveyor 43,000-55,000 48,000

Project Manager 35,000-50,000 42,000






Associate 45,000-60,000 53,500

Senior Surveyor 40,000-55,000 46,000

Project Manager 40,000-60,000 45,000






Associate 45,000-55,000 50,000

Senior Surveyor 35,000-45,000 40,000

Project Manager 35,000-45,000 39,000






Associate 60,000-70,000 66,000

Senior Surveyor 50,000-56,000 55,000

Project Manager 40,000-50,000 47,000




Building surveyors



Associate 65,000-85,000 75,000

Senior Surveyor 50,000-60,000 56,500

Newly Qualified Building Surveyor 40,000-50,000 42,000

Graduate Building Surveyor 25,000-35,000 28,000

Maintenance Surveyor 30,000-40,000 38,000



Associate 58,000-65,000 62,000

Senior Surveyor 48,000-55,000 52,000






Associate 48,000-58,000 50,000

Senior Surveyor 40,000-50,000 42,000






Associate 43,000-55,000 50,000

Senior Surveyor 35,000-45,000 40,000






Associate 46,000-55,000 49,000

Senior Surveyor 35,000-45,000 44,000






Associate 50,000-65,000 52,000

Senior Surveyor 40,000-50,000 43,000




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Associate 45,000-55,000 51,000

Senior Surveyor 36,000-48,000 44,000






Associate 40,000-50,000 47,500

Senior Surveyor 35,000-45,000 42,500






Associate 40,000-50,000 45,000

Senior Surveyor 40,000-50,000 44,000






Associate 45,000-55,000 50,000

Senior Surveyor 38,000-48,000 42,000






Associate 40,000-48,000 42,000

Senior Surveyor 32,000-40,000 33,000






Associate 55,000-65,000 60,000

Senior Surveyor 43,000-55,000 52,000





Project managers



Associate 70,000-85,000 75,000

Senior Surveyor 55,000-70,000 62,000


APC Surveyor 32,000-36,000 34,000

Graduate 22,000-28,000 27,000



Associate 58,000-68,000 64,000

Senior Surveyor 55,000-65,000 58,000


APC Surveyor 27,000-36,000 31,500

Graduate 22,000-28,000 23,000



Associate 48,000-58,000 52,000

Senior Surveyor 42,000-50,000 46,000


APC Surveyor 25,000-32,000 28,500

Graduate 18,000-25,000 24,500



Associate 45,000-60,000 57,000

Senior Surveyor 38,000-50,000 45,000


APC Surveyor 22,000-26,000 24,500

Graduate 19,000-25,000 22,500



Associate 45,000-55,000 48,000

Senior Surveyor 40,000-50,000 45,000


APC Surveyor 25,000-32,000 26,500

Graduate 20,000-25,000 22,000



Associate 45,000-60,000 50,000

Senior Surveyor 40,000-50,000 46,000


APC Surveyor 22,000-30,000 27,000

Graduate 16,500-28,000 23,000

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Associate 50,000-60,000 53,000

Senior Surveyor 45,000-55,000 52,000


APC Surveyor 22,000-30,000 24,500

Graduate 18,000-25,000 23,000



Associate 45,000-57,000 55,000

Senior Surveyor 40,000-50,000 46,000


APC Surveyor 22,000-29,000 27,000

Graduate 20,000-24,500 22,500



Associate 45,000-55,000 50,000

Senior Surveyor 40,000-50,000 45,000


APC Surveyor 22,000-28,000 25,500

Graduate 19,000-25,000 22,000



Associate 55,000-68,000 64,500

Senior Surveyor 45,000-60,000 52,000


APC Surveyor 26,000-32,000 30,000

Graduate 22,000-26,000 24,000



Associate 50,000-60,000 52,500

Senior Surveyor 38,000-50,000 42,000


APC Surveyor 24,000-29,000 27,000

Graduate 18,000-23,000 20,000



Associate 62,000-68,000 66,000

Senior Surveyor 46,000-57,000 55,000


APC Surveyor 25,000-32,000 29,500

Graduate 20,000-25,000 24,000


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Building control


Senior Building Control Surveyor 55,000-65,000 60,000

Building Control Surveyor 45,000-50,000 48,000



































CONSTRUCTION & PROPERTY GENERAL PRACTICE SURVEYING

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General practice surveyors



Associate 55,000-65,000 61,000

Senior Surveyor 42,000-55,000 50,000





Associate 55,000-65,000 62,000

Senior Surveyor 48,000-58,000 50,000





Associate 48,000-55,000 50,000

Senior Surveyor 38,000-48,000 42,000





Associate 45,000-55,000 52,500

Senior Surveyor 38,000-46,000 42,500





Associate 42,000-52,000 49,000

Senior Surveyor 35,000-45,000 42,000





Associate 53,000-65,000 56,000

Senior Surveyor 40,000-50,000 45,000





Associate 50,000-60,000 52,000

Senior Surveyor 35,000-45,000 43,000





Associate 40,000-52,000 49,000

Senior Surveyor 36,000-45,000 39,000





Associate 45,000-55,000 51,000

Senior Surveyor 40,000-50,000 46,000





Associate 45,000-60,000 56,000

Senior Surveyor 38,000-48,000 41,500





Associate 45,000-55,000 48,500

Senior Surveyor 35,000-42,000 39,000





Associate 40,000-52,000 50,000

Senior Surveyor 36,000-42,000 39,500




Property managers



Associate 55,000-62,000 59,000

Senior Surveyor 40,000-50,000 48,500





Associate 58,000-65,000 60,000

Senior Surveyor 47,000-58,000 48,000





Associate 45,000-50,000 49,000

Senior Surveyor 35,000-45,000 41,000





Associate 45,000-60,000 53,500

Senior Surveyor 35,000-45,000 43,500





Associate 45,000-55,000 51,000

Senior Surveyor 35,000-42,000 41,000





Associate 50,000-65,000 55,000

Senior Surveyor 40,000-50,000 45,000





Associate 45,000-56,000 52,000

Senior Surveyor 38,000-48,000 42,000





Associate 43,000-55,000 52,000

Senior Surveyor 37,000-45,000 42,000





Associate 45,000-55,000 51,000

Senior Surveyor 40,000-45,000 43,000





Associate 45,000-65,000 51,000

Senior Surveyor 36,000-46,000 43,000





Associate 42,000-52,000 49,000

Senior Surveyor 35,000-40,000 38,500





Associate 40,000-50,000 46,500

Senior Surveyor 30,000-42,000 37,000





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Commercial surveyors



Associate 55,000-65,000 60,000

Senior Surveyor 42,000-53,000 50,000





Associate 51,000-55,000 53,000

Senior Surveyor 48,000-53,000 50,000





Associate 42,000-55,000 48,500

Senior Surveyor 38,000-45,000 42,000





Associate 47,000-55,000 52,500

Senior Surveyor 35,000-45,000 42,000





Associate 45,000-54,000 49,000

Senior Surveyor 34,000-43,500 39,000





Associate 50,000-70,000 56,000

Senior Surveyor 40,000-50,000 45,000





Associate 45,000-55,000 51,000

Senior Surveyor 38,000-47,000 43,000





Associate 42,000-55,000 48,000

Senior Surveyor 38,000-45,000 39,000





Associate 48,000-55,000 51,000

Senior Surveyor 40,000-50,000 45,000





Associate 50,000-56,000 53,500

Senior Surveyor 35,000-43,000 40,500





Associate 40,000-53,000 51,000

Senior Surveyor 35,000-40,000 38,500





Associate 40,000-52,000 48,000

Senior Surveyor 30,000-43,000 38,000




Development surveyors



Associate 55,000-75,000 71,500

Senior Surveyor 42,000-55,000 53,000





Associate 52,000-62,000 59,000

Senior Surveyor 45,000-55,000 51,000





Associate 45,000-50,000 49,000

Senior Surveyor 35,000-40,000 38,500





Associate 45,000-55,000 51,000

Senior Surveyor 35,000-45,000 40,000





Associate 45,000-55,000 49,000

Senior Surveyor 35,000-45,000 41,000





Associate 50,000-70,000 56,000

Senior Surveyor 45,000-55,000 47,500





Associate 45,000-60,000 51,000

Senior Surveyor 36,000-45,000 41,000





Associate 42,000-55,000 49,000

Senior Surveyor 35,000-45,000 42,500





Associate 45,000-50,000 46,000

Senior Surveyor 38,000-48,000 42,500





Associate 50,000-65,000 60,000

Senior Surveyor 40,000-55,000 50,000





Associate 42,000-52,000 49,000

Senior Surveyor 35,000-40,000 38,500





Associate 40,000-53,000 48,000

Senior Surveyor 30,000-42,000 37,500




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Valuation surveyors



Associate 55,000-68,000 64,000

Senior Surveyor 45,000-52,000 50,000


APC Surveyor 26,000-34,000 33,000




Associate 61,000-68,000 65,000

Senior Surveyor 45,000-52,000 50,000


APC Surveyor 33,000-36,000 33,500




Associate 45,000-50,000 48,500

Senior Surveyor 35,000-45,000 43,000


APC Surveyor 20,000-28,000 25,500




Associate 45,000-55,000 52,500

Senior Surveyor 38,000-45,000 43,000


APC Surveyor 22,000-30,000 26,500




Associate 45,000-55,000 49,000

Senior Surveyor 33,500-42,500 39,000


APC Surveyor 20,000-26,500 25,000




Associate 55,000-70,000 58,000

Senior Surveyor 40,000-55,000 45,000


APC Surveyor 25,000-35,000 27,000




Associate 46,000-58,000 52,000

Senior Surveyor 35,000-50,000 42,000


APC Surveyor 23,000-26,000 25,000




Associate 43,000-55,000 48,000

Senior Surveyor 37,000-45,000 40,000


APC Surveyor 22,000-28,000 24,500





Associate 40,000-50,000 45,000

Senior Surveyor 38,000-48,000 42,500


APC Surveyor 22,000-28,000 26,000




Associate 50,000-60,000 55,000

Senior Surveyor 38,000-50,000 45,000


APC Surveyor 26,000-30,000 28,500




Associate 40,000-55,000 49,000

Senior Surveyor 35,000-40,000 38,500


APC Surveyor 22,000-28,000 25,000




Associate 45,000-53,000 50,000

Senior Surveyor 32,000-40,000 36,000


APC Surveyor 20,000-25,000 24,500


Simon RubinsohnChief Economist, Royal Institution of Chartered Surveyors

Although the economy has performed surprisingly well since the unexpected outcome of the referendum on EU membership, the construction sector has been flatter with official data showing little growth over the past year. Interestingly, sentiment surveys of the sector have remained slightly more positive, and most significantly forward looking indicators, on both likely workloads and employment, are painting a more upbeat picture.

Part of the reason for this may be the perception that if the government is to be successful in delivering on the goals set out in our white paper, Fixing Our Broken Housing Market, the construction industry will have a major role to play in achieving this.

Meanwhile, the increasing focus on infrastructure as a driver of the economy in a post-Brexit world was highlighted by the Chancellor recently with a pledge to raise the proportion of national income spent on transport, internet and energy projects to 1.2%.

The most recent RICS construction market survey drew attention to a number of challenges facing the sector that will need to be addressed if it is to rise to these opportunities effectively. Access to finance remains an on-going problem although this is probably more heavily concentrated in the SME sector than amongst larger businesses. However, a more widespread problem relates to the shortfall of labour in general and a lack of specialist skills in particular.

The discussions underway following the triggering of Article 50 will be critical in determining whether the construction industry can continue to draw on European labour following the UK formally exiting the EU or whether the current shortages are likely to be exacerbated. Response from the government has been to think more imaginatively about investing in training with the announcement of a new T-level training system to run alongside the Apprenticeship Levy. However, a key issue for the latter is that it does not lead simply to a rebranding of existing schemes but results in an increase in high quality and attractive on the job training opportunities.


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CONSTRUCTION & PROPERTY ARCHITECTURE

London

Architects £ Range £ Typical


Associate 55,000-75,000 65,000

Architect 39,000-50,000 45,500

Architectural Assistant, Part II 27,000-33,000 31,000

Architectural Assistant, Part I 19,000-24,000 22,000

Architectural technologist £ Range £ Typical

Associate 50,000-60,000 52,000

Senior Technologist 40,000-50,000 45,000

Technologist 30,000-37,500 35,000

Architectural technicians £ Range £ Typical

Senior CAD Technician 36,000-43,000 41,000

CAD Technician 27,000-33,000 30,500

BIM £ Range £ Typical

BIM Manager 50,000-60,000 57,500

Interior designers £ Range £ Typical

Senior Interior Designer 40,000-52,000 47,000

Interior Designer 36,000-43,000 39,000

Planners £ Range £ Typical


Associate 50,000-60,000 55,000

Planner 30,000-45,000 36,000

Assistant Planner 24,000-30,000 27,500

South East England



Associate 45,000-55,000 51,000

Architect 40,000-45,000 42,500




Associate 45,000-52,000 50,000


Technologist 30,000-35,000 32,000



CAD Technician 26,000-32,000 28,500


BIM Manager 45,000-53,000 47,000






Associate 50,000-60,000 52,000

Planner 30,000-40,000 35,000



East of England



Associate 38,000-50,000 43,000

Architect 38,000-48,000 41,000




Associate 45,000-60,000 49,000


Technologist 28,000-38,000 32,000



CAD Technician 23,000-27,000 25,500


BIM Manager 35,000-50,000 36,000






Associate 50,000-60,000 60,000

Planner 30,000-40,000 35,000


South West England



Associate 36,000-46,000 42,500

Architect 31,000-40,000 38,500




Associate 33,000-42,000 39,000


Technologist 20,000-26,000 25,000



CAD Technician 20,000-28,000 26,500


BIM Manager 35,000-40,000 37,000






Associate 28,000-38,000 35,000

Planner 25,000-30,000 28,000



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Wales



Associate 36,000-46,000 40,000

Architect 29,000-39,000 35,000




Associate 33,000-42,000 36,000


Technologist 18,000-26,000 22,000



CAD Technician 19,000-27,000 23,250


BIM Manager 34,000-42,000 38,500






Associate 28,000-38,000 35,000

Planner 20,000-27,000 25,500


West Midlands



Associate 40,000-50,000 45,500

Architect 36,000-45,000 39,000




Associate 35,000-45,000 43,000


Technologist 23,000-30,000 27,000



CAD Technician 24,000-30,000 27,250


BIM Manager 40,000-55,000 47,000






Associate 40,000-45,000 43,000

Planner 25,000-35,000 27,000



East Midlands



Associate 45,000-50,000 45,500

Architect 39,000-45,000 41,500




Associate 40,000-50,000 41,000


Technologist 24,000-30,000 26,500



CAD Technician 25,000-30,000 28,500


BIM Manager 45,000-60,000 48,000






Associate 40,000-45,000 42,500

Planner 25,000-35,000 27,500





Associate 40,000-50,000 45,000

Architect 28,000-40,000 33,500




Associate 40,000-50,000 43,000


Technologist 25,000-30,000 27,000



CAD Technician 21,000-26,500 24,750


BIM Manager 40,000-50,000 44,500






Associate 40,000-45,000 42,000

Planner 25,000-45,000 29,500



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North East England



Associate 36,000-42,500 40,500

Architect 27,000-35,000 32,000




Associate 40,000-50,000 41,000

Senior technologist 32,000-40,000 34,000

Technologist 25,000-30,000 26,500



CAD Technician 21,000-26,000 24,500


BIM Manager 40,000-50,000 46,000






Associate 25,000-36,000 34,000

Planner 18,000-26,500 24,000


North West England



Associate 40,000-55,000 47,000

Architect 25,000-45,000 36,250




Associate 42,000-47,000 45,000


Technologist 16,000-34,000 28,000



CAD Technician 16,000-32,000 26,250


BIM Manager 45,000-55,000 50,000






Associate 35,000-45,000 40,000

Planner 22,000-35,000 27,750



Northern Ireland



Associate 40,000-48,000 43,500

Architect 27,000-38,000 33,250




Associate 35,000-45,000 38,000


Technologist 18,000-24,000 23,000



CAD Technician 18,000-24,000 22,500


BIM Manager 36,000-46,000 43,500






Associate 35,000-40,000 36,000

Planner 25,000-35,000 29,000


Scotland



Associate 40,000-50,000 45,000

Architect 32,000-40,000 36,000




Associate 35,000-50,000 40,000


Technologist 18,000-32,000 26,000



CAD Technician 16,000-28,000 22,000


BIM Manager 35,000-40,000 37,000






Associate 33,000-40,000 35,000

Planner 25,000-35,000 26,000



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Francesca Berriman MBE HonDTechChief Executive, Chartered Institute of Architectural Technologists

Architectural technology professionals, as an integral discipline in the built environment, continue to be in high demand. Their skills in design, technical design, building performance, functionality and buildability as well as project leads and managers place them at the forefront of professionals who can add value to the design and construction process, particularly with the drive for modern, sustainable and intelligently designed architecture. This provides amazing employment opportunities in a global market place.

The UK market is relatively buoyant, despite the uncertainty surrounding the Brexit negotiations. Growth in the sector has been better than expected, although the residential sector – traditionally strong – has shown signs of sluggishness despite the shortage of new build homes across the UK indicating a need for caution. If investor confidence declines, this could have a knock on effect across the sector. Albeit the industry has and predicts to have a continuing skills shortage.

As a professional body with a global membership and presence, CIAT collaborates with like-minded organisations and professional bodies within the UK and internationally. CIAT ensures that the importance

of the architectural technology discipline is understood, and its impact and value to a construction project is seen, so chartered architectural technologists gain the recognition on a global platform. This creates exciting and challenging career opportunities for those wishing to practise architectural technology.

The global demand to incorporate Building Information Modelling (BIM) on large scale projects, also places architectural technology professionals at the forefront of leading, driving and evolving the BIM agenda, pushing the boundaries ensuring that the science and technology of architecture is incorporated into building projects.

Many construction professionals are hoping for a Brexit deal which will secure inward investment in the industry and guarantee the status of EU nationals. In addition to facilitating international opportunities for our members, we work with our fellow professionals making representations to government and responding to consultations to seek a good business environment for the built environment and architectural technology to continue to thrive in the UK.

Potential earnings in the sector remain appealing. A graduate technologist can expect to be earning 25-30k within three to four years. More experienced qualified chartered architectural technologists typically earn 35-50k, occasionally more. With technologists taking on larger projects around the world, the sky is the limit. Chartered architectural technologists are competent to lead teams and run projects and can also become managing directors and partners of practices with their earnings on a par with other professionals at such levels. The particular skills of architectural technology professionals place them in a strong negotiating position as they have the added value of both proficiency in design and technology.


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Civil engineers


Associate Engineer 57,000-69,000 65,000

Senior Engineer 41,000-53,000 48,000

Engineer 34,500-41,000 38,250

Graduate Engineer 27,000-32,000 29,000



Senior Engineer 41,000-48,000 41,500

Engineer 35,000-38,000 37,000




Senior Engineer 40,000-50,000 46,000

Engineer 32,000-40,000 37,500




Senior Engineer 37,000-48,000 39,500

Engineer 29,000-36,000 31,250




Senior Engineer 25,000-45,000 40,500

Engineer 25,000-35,000 32,500




Senior Engineer 37,000-55,000 46,500

Engineer 30,000-48,000 36,500




Senior Engineer 40,000-50,000 46,500

Engineer 33,000-50,000 36,750




Senior Engineer 33,000-36,000 35,500

Engineer 26,500-32,500 31,000




Senior Engineer 35,000-42,000 41,000

Engineer 30,000-38,000 34,500




Senior Engineer 37,000-45,000 41,000

Engineer 26,000-37,000 33,000




Senior Engineer 30,000-40,000 36,000

Engineer 25,000-32,000 29,500




Senior Engineer 40,000-50,000 42,500

Engineer 28,000-38,000 33,500



Steve FeeleyDirector of Membership Recruitment, Institution of Civil Engineers

Infrastructure acts as a catalyst for social and economic inclusions, encouraging greater participation in society from all, and can help rebalance regional growth disparities. Therefore, the National Infrastructure Commission is pressing the government to maintain its commitment to delivering key infrastructure projects, such as new electricity generating capacity and improvements to digital communications.

In the report, Engineering UK: The State of Engineering, the analysis conducted by the Centre for Economic and Business Research (CEBR) found that engineering contributed £486 billion to UK GDP in 2015. It also highlights the work conducted by the University of Warwick’s Institute for Employment Research; their work predicts that some 186,000 skilled entrants will

be needed in engineering to meet both replacement and demand. The current supply model forecasts that there will be approximately 81,000 entrants, split relatively evenly between UK nationals and EU and other international graduates. Supply will fall short of demand, at current rates, by at least 20,000 per year.

In April 2017, the government introduced the Apprenticeship Levy having recognised the need for investment in skills and knowledge acquisition programmes. The levy will empower employers in designing training to meet their needs. Apprenticeships will be available to all – from a starting platform for school leavers embarking on their careers to upskilling trained employees. It may lead to companies rebalancing the composition of their workforce as they re-focus towards apprenticeship recruitment.

New technologies and processes are changing infrastructure, therefore innovation and investment in upskilling the labour force will be vital in enhancing productivity levels in engineering. This will allow the sector to respond to the reshaping of the economy. The industry should grasp this chance to become a leader in digital delivery and smart infrastructure. Engineers of the future will be defined by their ability to integrate innovation and engineering approaches, digital technologies and rich data.


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CONSTRUCTION & PROPERTY CIVIL & STRUCTURAL ENGINEERING

Structural engineers



Senior Engineer 45,000-57,000 53,000

Engineer 34,000-45,000 40,500




Senior Engineer 42,000-52,000 46,000

Engineer 30,000-40,000 36,000




Senior Engineer 40,000-50,000 45,000

Engineer 32,000-40,000 36,750




Senior Engineer 34,500-50,000 41,500

Engineer 26,000-36,000 33,500




Senior Engineer 34,500-50,000 41,000

Engineer 26,000-36,000 32,500




Senior Engineer 38,000-55,000 46,000

Engineer 30,000-40,000 37,000




Senior Engineer 40,000-52,000 47,000

Engineer 38,000-46,000 40,000




Senior Engineer 33,000-40,000 39,500

Engineer 28,000-33,000 31,000




Senior Engineer 35,000-42,000 41,000

Engineer 30,000-38,000 33,000




Senior Engineer 37,000-45,000 42,000

Engineer 32,000-37,000 35,000




Senior Engineer 33,000-40,000 38,000

Engineer 27,000-32,000 30,000




Senior Engineer 40,000-50,000 43,500

Engineer 28,000-38,000 33,000



CAD technicians


CAD Manager 52,000-59,000 55,000

Senior CAD Team Leader 42,000-50,000 46,750

CAD Technician 32,000-45,000 37,750


CAD Manager 38,000-45,000 39,000


CAD Technician 25,000-35,000 31,000


CAD Manager 36,000-43,000 40,000


CAD Technician 24,000-36,000 29,500


CAD Manager 34,000-40,000 39,500


CAD Technician 22,000-30,000 27,750


CAD Manager 34,000-40,000 37,000


CAD Technician 22,000-26,000 25,500


CAD Manager 33,000-45,000 39,500


CAD Technician 27,500-34,000 31,000


CAD Manager 33,000-42,000 38,000


CAD Technician 25,000-36,000 32,500


CAD Manager 32,500-38,000 37,000


CAD Technician 23,000-29,000 26,500


CAD Manager 32,000-37,000 35,750


CAD Technician 20,000-24,000 22,500


CAD Manager 35,000-45,000 40,000


CAD Technician 24,000-32,000 29,500


CAD Manager 30,000-35,000 32,500


CAD Technician 23,000-27,000 26,250


CAD Manager 38,000-45,000 40,000


CAD Technician 20,000-35,000 30,250


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CONSTRUCTION & PROPERTY FACILITIES MANAGEMENT


Facilities Director 80,000-120,000 90,000

Facilities Consultant 50,000-60,000 57,500

Facilities Manager 38,000-55,000 49,000

Facilities Assistant 24,000-30,000 25,250

Technical Services Manager 50,000-60,000 56,000

Technical Services Supervisor 38,000-45,000 42,250


Electrical/Mechanical Engineer 30,000-35,000 32,500





































































































Linda HausmanisChief Executive Officer,British Institute of Facilities Management

For the past three years, BIFM has conducted the Facilities Management (FM) Business Confidence Monitor (BCM). This year’s results showed that although the majority (62%) of respondents rate the business environment with a positive outlook, they remain cautious about the future of Brexit.

The impact of Brexit remains the biggest topic of conversation relating to the FM workforce at the current time. What matters most to employers is having skilled FM professionals, which is why the FM professional standards created by BIFM in consultation with employers form the bedrock to professional development and in-house training programmes of FM employers.

There will also be a need for FM professionals to embrace new technologies and in particular develop a skill set to be able to understand and interpret data, to enable efficiencies and better reporting. The ongoing reported skills shortage has the potential to be the biggest disruption within the sector, with many respondents of the BCM saying they felt that a shortage of skilled staff will impact the success of their business over the next 12 months.

The other issue is the uptake of the new FM apprenticeships after the introduction of the Apprenticeship Levy in April 2017. The general view from the BCM is that the levy is a positive development with more than half of the survey respondents believing it will have a very positive or positive impact on bringing skills into the FM sector as well as nurturing existing talent. However, the BCM showed that only 37% intend to utilise apprenticeships which indicate that there is still more work to be done in this area.

According to the BIFM’s Facilities Management Business Confidence Monitor 2017, 39% of respondents plan to increase the size of their workforce in 2017. Furthermore, almost half 47% plan to maintain the size of their workforce, while only 14% expect to decrease numbers.

Therefore, the market indicates that there will continue to be a plethora of FM careers opportunities for motivated individuals with the skills and appetite to succeed.


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CONSTRUCTION & PROPERTY BUILDING SERVICES

Consulting


Director 80,000-100,000 90,000

Associate 60,000-75,000 68,000

Senior Design Engineer (M&E) 50,000-65,000 55,000

Intermediate Design Engineer (M&E) 32,000-45,000 39,000

Junior Design Engineer (M&E) 25,000-32,000 29,000

Revit/BIM Technician 40,000-60,000 47,500

CAD Technician 30,000-38,000 34,000

Professional Quantity Surveyor 50,000-75,000 65,000

Sustainability Consultant 45,000-60,000 55,000


Director 64,000-74,000 70,000

Associate 55,000-63,000 60,000





CAD Technician 31,000-37,000 32,000




Director 50,000-70,000 62,000

Associate 50,000-65,000 52,500





CAD Technician 25,000-37,000 30,000




Director 55,000-65,000 58,500

Associate 50,000-60,000 56,000





CAD Technician 25,000-35,000 29,000




Director 52,000-57,500 55,000

Associate 40,000-52,500 51,500





CAD Technician 23,000-32,000 29,500




Director 60,000-75,000 65,000

Associate 50,000-60,000 55,000





CAD Technician 23,000-35,000 27,250





Director 60,000-70,000 63,000

Associate 55,000-65,000 57,500





CAD Technician 25,000-30,000 28,250




Director 42,000-55,000 52,000

Associate 42,000-49,000 48,000





CAD Technician 22,000-28,000 26,500




Director 42,000-54,000 51,000

Associate 38,000-45,000 43,000





CAD Technician 21,000-25,000 24,500




Director 60,000-70,000 66,500

Associate 50,000-60,000 56,500





CAD Technician 25,000-35,000 28,250




Director 50,000-70,000 61,500

Associate 45,000-55,000 51,500





CAD Technician 18,000-25,000 20,500




Director 55,000-65,000 58,500

Associate 50,000-60,000 52,500





CAD Technician 22,000-30,000 26,000




Contractors


Director 70,000-120,000 95,000

Senior Contracts Manager 50,000-75,000 65,000

Contract Quantity Surveyor 45,000-75,000 58,500

Project Manager 50,000-75,000 68,500

Project Engineer 40,000-60,000 49,000

Estimator 45,000-60,000 56,000

CAD Technician 30,000-50,000 41,500


Director 73,000-88,000 75,000



Project Manager 58,000-68,000 65,000


Estimator 55,000-70,000 59,000

CAD Technician 33,000-40,000 35,000


Director 50,000-72,500 57,500



Project Manager 40,000-57,000 47,000


Estimator 35,000-55,000 43,500

CAD Technician 22,000-26,500 24,500


Director 55,000-70,000 60,000



Project Manager 40,000-55,000 46,000


Estimator 35,000-45,000 41,000

CAD Technician 25,000-33,000 30,500


Director 52,000-60,000 55,000



Project Manager 37,000-45,000 42,500


Estimator 30,000-40,000 38,500

CAD Technician 24,000-34,000 29,000


Director 60,000-80,000 62,500



Project Manager 40,000-55,000 46,000


Estimator 30,000-45,000 41,500

CAD Technician 22,000-35,000 28,500


Director 60,000-70,000 61,000



Project Manager 45,000-50,000 48,000


Estimator 40,000-50,000 41,250

CAD Technician 25,000-30,000 28,500


Director 55,000-60,000 58,000



Project Manager 40,000-57,000 47,000


Estimator 25,000-35,000 34,500

CAD Technician 21,000-26,500 25,000

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Director 48,000-60,000 54,000



Project Manager 40,000-50,000 44,000


Estimator 30,000-40,000 36,000

CAD Technician 22,000-26,500 26,000


Director 55,000-70,000 60,000



Project Manager 40,000-55,000 46,500


Estimator 38,000-45,000 41,000

CAD Technician 25,000-30,000 29,000


Director 65,000-85,000 67,000



Project Manager 35,000-40,000 37,000


Estimator 30,000-40,000 35,000

CAD Technician 24,000-30,000 28,500


Director 50,000-60,000 55,000



Project Manager 38,000-50,000 43,500


Estimator 35,000-40,000 39,000

CAD Technician 22,000-25,000 23,000

Rowan CrowleyManaging Director, CIBSE Services Ltd.

The working environment for engineers in the UK is evolving rapidly as emerging technologies and changing regulations look set to bring improved efficiencies as well as fresh challenges and demands. This further highlights the importance of Continuing Professional Development (CPD) for all engineers, whether experienced or just starting out in order to stay current and relevant. Engineers need to continually update knowledge and absorb a wide range of new information.

Companies know that they need to invest in their employees to achieve better outcomes, keep staff content and productive, and retain them. Professionally registered engineers, whether they are Engineering Technicians, Incorporated or Chartered Engineers, are required to undertake CPD each year. In competitive recruitment situations, companies who are looking for engineers recognise the investment and commitment

that an up to date CPD record demonstrates, and by offering access to quality CPD, will help to retain those engineers already in the team.

CIBSE members design, install, operate, maintain and refurbish the energy-using systems installed in buildings. CIBSE is a professional engineering body that exists to provide our members and the public with first class knowledge and information. Over the past year CIBSE has seen growing uptake of its online learning courses; distance learning can help reduce the number of hours that engineers spend out of the office or offsite. CIBSE now offers webinars to complement technical publications, providing engineers with content through a host of different channels to suit their needs and enhance their skills.

The portability and recognition of professional qualifications help engineers seeking work in the UK or internationally. Registered engineers who are members of CIBSE are interviewed and assessed to ensure a consistently high level of competence; despite very different engineering practices in each country.

CIBSE recognises the importance of encouraging diversity within the workforce, and we are passionate about promoting the industry to all. This year the total number of female CIBSE members increased to 9%, a 1% increase in the past year. Employment and retention of a varied workforce are integral to addressing the building services engineering skills gap and to improve building performance and reduce climate impacts.


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CONSTRUCTION & PROPERTY SOCIAL HOUSING

Despite concerns around budget cuts and Brexit uncertainty, over half of social housing employers anticipate that activity will increase in the coming year and 70% plan to recruit.

In addition to long-standing budget cuts, the UK’s exit from the EU has raised concerns surrounding the removal of EU grants, and further funding cuts may be on the horizon for supported housing services, such as mental health, homelessness and domestic violence.

Despite this, 56% of social housing employers anticipate an increase in activity and 70% are looking to recruit professionals, either permanent, temporary or both, over the the next 12 months, with demand high for critical roles.

Due to this increase in forecasted activity, those employers who have maintained or reduced staff levels in recent years must now recruit in order to meet demand. There have also been a number of mergers between housing providers over the past few years, and although this activity has slowed, providers continue to focus on restructuring which may require an increase in team sizes or the introduction of new roles.

Two-thirds (66%) of employers state that a shortage of suitable candidates will be their key recruitment challenge this year. Experienced mental health support workers, housing officers, homelessness advice staff, income advice staff and benefits assessors are most in demand and skills shortages are prevalent in these areas.

Over the next 12 months, 39% of social housing employers are looking to employ temporary, contract or interim professionals. Fixed-term contracts not only provide a means to overcome skills shortages in the short term, but reflect the levels of uncertainty in the industry with regards to funding and allow housing organisations to control their spending and reduce the risk of redundancies should funding get cut.

A third of organisations are recruiting apprentices to overcome these skills gaps. Such action is positive for the sector as a whole as they will help expand the talent pool in years to come.

Salaries have remained fairly stable over the last 12 months, with only a 0.6% average increase. Reflecting this, only 36% of social housing professionals state they are satisfied with their salaries, notably lower than the overall UK average of 43%. Employers should, therefore, look to offer a more complete workplace experience, including career development opportunities, well-rounded flexible benefits and a positive workplace culture.


Area Housing Manager 45,000-50,000 48,000

Housing Manager 38,000-42,000 40,000

Senior Housing Officer 35,000-38,000 36,000

Housing Officer 29,000-33,000 31,500

Housing Assistant 23,000-25,000 23,500

Resident Involvement Manager 37,000-41,000 38,000

Anti-Social Behaviour/ Community Safety Officer 31,000-33,000 32,000

Income Recovery Officer 29,000-33,000 31,000

Support Worker 22,000-24,000 23,000

Scheme Manager 21,000-24,000 22,000

Project Worker 22,000-24,000 22,500



Housing Manager 35,000-45,000 38,000


Housing Officer 26,000-35,000 27,250





Support Worker 16,000-20,000 17,000

Scheme Manager 21,000-26,000 23,000

Project Worker 18,000-21,000 19,500



Housing Manager 34,000-40,000 34,500


Housing Officer 24,500-31,000 26,000





Support Worker 17,000-21,000 19,000

Scheme Manager 19,000-24,000 21,500

Project Worker 17,500-22,000 19,500




Housing Manager 28,000-38,000 35,750


Housing Officer 22,000-28,000 26,500





Support Worker 15,000-19,000 17,500

Scheme Manager 17,000-23,000 19,000

Project Worker 15,000-19,000 18,000



Housing Manager 30,000-38,000 35,000


Housing Officer 21,000-28,000 26,000





Support Worker 14,000-21,000 16,500

Scheme Manager 17,000-23,000 20,000

Project Worker 13,000-18,500 15,500



Housing Manager 28,000-37,000 34,500


Housing Officer 20,000-26,000 23,000





Support Worker 14,000-20,000 18,000

Scheme Manager 15,000-23,000 20,000

Project Worker 16,000-21,000 18,000



Housing Manager 25,000-40,000 35,500


Housing Officer 20,000-28,000 24,000





Support Worker 14,000-20,000 17,500

Scheme Manager 16,000-22,000 19,000

Project Worker 18,000-20,000 18,500



Housing Manager 28,000-36,000 32,500


Housing Officer 21,000-26,500 23,500





Support Worker 14,000-20,500 17,500

Scheme Manager 15,500-21,000 18,000

Project Worker 17,000-22,000 18,500



Housing Manager 32,000-37,000 34,000


Housing Officer 22,000-27,000 25,000





Support Worker 15,000-18,000 16,000

Scheme Manager 18,000-22,000 19,000

Project Worker 16,000-20,000 18,000


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CONSTRUCTION & PROPERTY SOCIAL HOUSING



Housing Manager 32,000-38,000 34,000


Housing Officer 20,000-26,000 23,000





Support Worker 15,000-18,000 16,500

Scheme Manager 17,000-21,000 18,500

Project Worker 15,000-19,500 17,500



Housing Manager 32,000-37,000 35,000


Housing Officer 18,500-23,000 20,500





Support Worker 16,000-20,000 17,500

Scheme Manager 19,000-22,000 20,000

Project Worker 17,000-22,000 20,000



Housing Manager 33,000-41,000 38,000


Housing Officer 23,000-33,000 29,000





Support Worker 16,000-21,000 18,000

Scheme Manager 18,000-21,000 19,000

Project Worker 17,000-22,000 20,000


DIGITAL TECHNOLOGY, IT & TELECOMS TRANSFORMATION FUELLING ACTIVITY

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A salary increase of 2.3%, which is above the overall UK average, is indicative of the unprecedented demand that exists for skilled technology professionals, driven by regulatory changes, digital transformation projects and a continued emphasis upon cyber security.

Optimistic activity forecasts, with recruitment firmly on the agendaOver the next 12 months, 65% of technology (IT, digital technology and telecoms) employers anticipate their activity levels to increase, which is roughly on a par with last year (66%) and more optimistic than the overall UK average (59%). This is most likely driven by a number of key changes impacting technology functions.

Cyber security continues to be a priority for most organisations across both the public and private sectors, which has only been amplified in light of increasingly sophisticated cyber attacks and high-profile data breaches. Furthermore, employers are preparing to ensure they will be compliant for new legislation, such as the General Data Protection Regulation, which will apply in the UK from May 2018.

Such priorities are causing an upturn in hiring plans, with 74% of employers planning to recruit over the next 12 months, which is above the overall UK average (71%).

Escalating demand due to security and legislative changesDemand is peaking for professionals across a range of areas, and salaries have risen in tandem. Qualified and experienced cyber security professionals are highly sought after, especially those with regulatory knowledge or project management experience. However, a scarcity of suitable candidates means that salaries are increasing dramatically, as employers race to secure and keep the best talent, with the average salary of some cyber security roles increasing by over 10% from last year.

Skilled developers are also in high demand, particularly those with front end/UI experience as organisations invest in their digital offering in order to meet changing consumer expectations. Java and scalable programming languages remain preferred, although there is still a need for C++ fluency despite increasing migration from legacy systems. In light of this, many organisations are willing to pay a premium for skilled developers, who have therefore seen sustained salary increases across all roles and levels.


As organisations continue to understand that data integrity and insights from data can provide crucial competitive advantages, there has also been a peak in demand for BI and data science professionals. A small talent pool has caused salaries in this area to rise with demand.

Whilst digital technology roles have seen the most acute increases in demand and salaries, certain IT functions have also experienced this. Preparation for regulatory changes across a number of industries as well as continued focus on digital transformation are driving large-scale projects. Demand for projects and change management professionals, particularly those needed to fill project manager and business analyst roles, is high. This heightened demand, coupled with a small pool of experienced candidates, has caused salaries in this area to rise significantly over the last 12 months.

Cloud infrastructure continues to proliferate and, as more organisations continue to migrate to the cloud, professionals with Azure and AWS experience are sought after. For example, AWS architects have experienced significant salary increases, reflecting the value their skillsets bring.

Growth of the contract market increases pressureWhile most technology employers plan to hire permanent staff (61%), 35% expect to hire contract or interim professionals, higher than the overall UK average (29%). There remains a strong contract recruitment market, notably for development, data analyst, and projects and change management roles.

However, in an already skills-short market in which salary expectations are a challenge, those employers looking to hire may face further difficulties as fewer technology professionals (61%) expect they will leave their jobs in the next 12 months, which is down from last year (68%).

The most common reason for wanting to leave is salary and benefits, followed by a lack of future opportunities. This highlights the importance of salary benchmarking and providing employees with a clear route of career progression in order to attract and retain top talent.

Whilst the number of professionals looking to leave is above the overall UK average (55%), there is an increasing trend for technology professionals to move into contract work, which may add further pressure to the permanent recruitment market.

Flexible working key to attracting technology professionalsIn order to mitigate the effects of skills shortages, a shrinking permanent recruitment landscape and a fiercely fought global war for technology talent, organisations should look to set themselves apart as a top employer of choice. Work-life balance is considered the top priority for 26% of professionals when looking for a new role. However, only 15% of employers recognise work-life balance as important to attract staff. Organisations should be progressive in their attitude towards work-life balance, and where feasible enact measures to allow flexible working, which 73% of professionals regard as a top benefit.

In the competition for talent, looking at other ways to attract and retain skilled candidates is essential, especially for those employers who are concerned by increasing salary expectations and inflation, both of which show little sign of abating.

Survey highlights for digital technology, IT and telecoms

Employers Employees







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DIGITAL TECHNOLOGY CYBER SECURITY


Information Security Architect 70,000-100,000 85,000

Information Security Manager 65,000-80,000 75,000

Information Security Engineer 55,000-70,000 60,000

Information Security Analyst/SOC Engineer 45,000-55,000 50,000

CLAS Consultant 50,000-80,000 73,000

Penetration Tester 55,000-80,000 72,000






CLAS Consultant 55,000-80,000 72,500







CLAS Consultant 52,000-72,000 62,500







CLAS Consultant 55,000-75,000 60,000







CLAS Consultant 55,000-75,000 65,000


Midlands £ Range £ Typical





CLAS Consultant 63,000-73,000 67,500







CLAS Consultant 52,000-72,000 62,500







CLAS Consultant 53,000-73,000 62,500








CLAS Consultant 56,000-66,000 62,500







CLAS Consultant 53,000-75,000 63,000







CLAS Consultant 53,000-63,000 60,000



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DIGITAL TECHNOLOGY DATA & ADVANCED ANALYTICS


Data Architect 70,000-100,000 80,000

BI Manager 70,000-90,000 80,000

BI Developer 45,000-65,000 60,000

BI Analyst 40,000-55,000 50,000

MI Manager 55,000-66,000 65,000

MI Developer 40,000-50,000 45,000

MI Analyst 35,000-45,000 42,000

Database Designer 50,000-65,000 55,000

Database Administrator 45,000-65,000 57,000

Database Developer 40,000-60,000 50,000

Data Manager 60,000-70,000 62,500

Data Engineer 45,000-70,000 53,000

Performance Analyst 40,000-50,000 45,000

Data Analyst 25,000-45,000 36,000

Data Scientist 45,000-110,000 85,000


Data Architect 60,000-80,000 70,000

BI Manager 65,000-85,000 67,500

BI Developer 40,000-60,000 47,000

BI Analyst 30,000-50,000 45,000

MI Manager 45,000-65,000 55,000

MI Developer 35,000-45,000 37,750

MI Analyst 30,000-45,000 35,000




Data Manager 40,000-60,000 55,000

Data Engineer 40,000-55,000 43,000


Data Analyst 30,000-45,000 32,500

Data Scientist 35,000-75,000 65,000


Data Architect 55,000-75,000 65,000

BI Manager 64,000-72,000 69,000

BI Developer 37,000-45,000 41,000

BI Analyst 37,000-47,000 42,000

MI Manager 50,000-55,000 53,000

MI Developer 29,000-39,000 34,500

MI Analyst 25,000-35,000 30,000




Data Manager 50,000-60,000 55,000

Data Engineer 39,000-49,000 45,500


Data Analyst 32,000-38,000 35,500

Data Scientist 40,000-80,000 65,000


Data Architect 60,000-75,000 65,000

BI Manager 58,000-70,000 65,000

BI Developer 35,000-45,000 40,000

BI Analyst 35,000-45,000 37,000

MI Manager 50,000-55,000 52,000

MI Developer 30,000-37,000 35,000

MI Analyst 30,000-35,000 32,500




Data Manager 45,000-50,000 48,000

Data Engineer 35,000-45,000 40,000


Data Analyst 30,000-36,000 33,000

Data Scientist 40,000-80,000 55,000



Data Architect 55,000-72,000 65,000

BI Manager 55,000-65,000 60,000

BI Developer 38,000-46,000 42,000

BI Analyst 34,000-41,000 38,000

MI Manager 48,000-55,000 52,000

MI Developer 31,000-38,000 35,000

MI Analyst 30,000-35,000 32,000




Data Manager 45,000-50,000 48,000

Data Engineer 36,000-42,000 40,000


Data Analyst 29,000-38,000 32,000

Data Scientist 40,000-80,000 50,000


Data Architect 60,000-75,000 65,000

BI Manager 62,000-69,000 65,000

BI Developer 35,000-45,000 40,000

BI Analyst 35,000-45,000 43,000

MI Manager 55,000-65,000 57,000

MI Developer 29,000-38,000 35,000

MI Analyst 29,000-38,000 37,000




Data Manager 44,000-53,000 48,500

Data Engineer 40,000-50,000 43,000


Data Analyst 30,000-36,000 33,000

Data Scientist 45,000-60,000 53,000


Data Architect 55,000-65,000 60,000

BI Manager 55,000-65,000 60,000

BI Developer 34,000-44,000 38,000

BI Analyst 30,000-39,000 34,000

MI Manager 45,000-50,000 48,000

MI Developer 26,000-35,000 33,000

MI Analyst 27,000-36,000 31,500




Data Manager 50,000-55,000 52,500

Data Engineer 35,000-43,000 38,000


Data Analyst 21,000-30,000 26,000

Data Scientist 35,000-70,000 45,000


Data Architect 45,000-60,000 52,000

BI Manager 45,000-55,000 51,000

BI Developer 29,000-36,000 33,000

BI Analyst 30,000-37,000 33,000

MI Manager 42,000-50,000 45,000

MI Developer 25,000-35,000 30,000

MI Analyst 22,000-32,000 29,000




Data Manager 35,000-48,000 43,000

Data Engineer 30,000-40,000 35,000


Data Analyst 25,000-40,000 32,000

Data Scientist 35,000-60,000 40,000


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Data Architect 55,000-70,000 60,000

BI Manager 50,000-65,000 58,000

BI Developer 35,000-50,000 42,000

BI Analyst 30,000-40,000 35,000

MI Manager 45,000-55,000 50,000

MI Developer 30,000-40,000 35,000

MI Analyst 25,000-35,000 33,000




Data Manager 45,000-60,000 52,000

Data Engineer 35,000-45,000 40,000


Data Analyst 25,000-35,000 32,000

Data Scientist 38,000-80,000 45,000


Data Architect 53,000-58,000 55,000

BI Manager 52,000-60,000 55,000

BI Developer 32,000-40,000 36,000

BI Analyst 30,000-38,000 35,000

MI Manager 40,000-48,000 46,000

MI Developer 28,000-38,000 32,000

MI Analyst 26,000-34,000 32,000




Data Manager 45,000-55,000 50,000

Data Engineer 32,000-42,000 38,000


Data Analyst 20,000-28,000 25,000

Data Scientist 30,000-50,000 40,000


Data Architect 55,000-70,000 60,000

BI Manager 55,000-70,000 60,000

BI Developer 35,000-50,000 45,000

BI Analyst 30,000-40,000 38,000

MI Manager 45,000-55,000 50,000

MI Developer 30,000-40,000 37,000

MI Analyst 25,000-35,000 33,000




Data Manager 45,000-60,000 50,000

Data Engineer 40,000-50,000 42,000


Data Analyst 25,000-35,000 32,000

Data Scientist 38,000-80,000 65,000


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DIGITAL TECHNOLOGY DEVELOPMENT


Development Director 80,000-100,000 90,000

Development Manager 60,000-80,000 75,000

Software ArchitectJava 75,000-92,500 85,000

C#/VB.net, ASP.net 70,000-90,000 80,000

Technical Lead Java 55,000-75,000 65,000

C#/VB.net, ASP.net 50,000-75,000 65,000

Senior/Analyst Developer

Java 50,000-80,000 62,000

C#/VB.net, ASP.net 45,000-65,000 56,500

DeveloperJava 45,000-65,000 55,000

C#/VB.net, ASP.net 35,000-55,000 47,500

Junior DeveloperJava 27,000-40,000 35,000

C#/VB.net, ASP.net 25,000-35,000 33,000

Mobile Developer iOS/Android 45,000-65,000 60,000

SharePoint Developer 45,000-62,000 60,000

Analyst Programmer C/C++ 40,000-60,000 50,000

Senior Front End Developer

Javascript/HTML/CSS/etc 50,000-80,000 57,000

Front End Developer Javascript/HTML/CSS/etc 40,000-50,000 45,000

Junior Front End Developer


Senior Web Developer PHP/Ruby/Perl/etc 50,000-65,000 53,000

Web Developer PHP/Ruby/Perl/etc 40,000-50,000 45,000

Junior Web Developer PHP/Ruby/Perl/etc 25,000-40,000 30,000





C#/VB.net, ASP.net 70,000-90,000 80,000


C#/VB.net, ASP.net 60,000-80,000 64,000


Java 50,000-80,000 62,000

C#/VB.net, ASP.net 45,000-65,000 55,000

DeveloperJava 50,000-65,000 56,000

C#/VB.net, ASP.net 50,000-65,000 52,000


C#/VB.net, ASP.net 25,000-40,000 30,000
















C#/VB.net, ASP.net 60,000-85,000 67,000


C#/VB.net, ASP.net 50,000-65,000 55,000


Java 50,000-70,000 55,000

C#/VB.net, ASP.net 45,000-65,000 50,000

DeveloperJava 40,000-55,000 43,000

C#/VB.net, ASP.net 35,000-50,000 40,000


C#/VB.net, ASP.net 20,000-35,000 25,000
















C#/VB.net, ASP.net 50,000-80,000 68,000


C#/VB.net, ASP.net 50,000-65,000 60,000


Java 45,000-70,000 55,000

C#/VB.net, ASP.net 40,000-60,000 50,000

DeveloperJava 35,000-65,000 47,000

C#/VB.net, ASP.net 35,000-50,000 45,000


C#/VB.net, ASP.net 25,000-35,000 33,000

















C#/VB.net, ASP.net 55,000-80,000 74,000


C#/VB.net, ASP.net 47,000-66,000 59,000


Java 46,000-61,000 55,000

C#/VB.net, ASP.net 41,000-62,000 55,000

DeveloperJava 35,000-47,000 45,000

C#/VB.net, ASP.net 31,000-46,000 42,000


C#/VB.net, ASP.net 21,000-32,000 27,000
















C#/VB.net, ASP.net 50,000-65,000 57,500


C#/VB.net, ASP.net 45,000-60,000 55,000


Java 45,000-55,000 50,000

C#/VB.net, ASP.net 40,000-50,000 45,000

DeveloperJava 40,000-55,000 48,000

C#/VB.net, ASP.net 35,000-48,000 44,000


C#/VB.net, ASP.net 22,000-30,000 26,000
















C#/VB.net, ASP.net 50,000-75,000 65,000


C#/VB.net, ASP.net 40,000-55,000 51,000


Java 45,000-55,000 50,000

C#/VB.net, ASP.net 40,000-50,000 45,000

DeveloperJava 42,000-60,000 48,000

C#/VB.net, ASP.net 30,000-50,000 37,000


C#/VB.net, ASP.net 23,000-28,000 26,000
















C#/VB.net, ASP.net 50,000-70,000 62,000


C#/VB.net, ASP.net 45,000-60,000 51,500


Java 35,000-50,000 45,000

C#/VB.net, ASP.net 35,000-50,000 45,000

DeveloperJava 25,000-40,000 35,000

C#/VB.net, ASP.net 25,000-38,000 33,000


C#/VB.net, ASP.net 25,000-30,000 27,000













DIGITAL TECHNOLOGY DEVELOPMENT

DIG

ITA

L TE

CHN

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Dev

elop

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t





C#/VB.net, ASP.net 60,000-80,000 68,000


C#/VB.net, ASP.net 55,000-75,000 60,000


Java 50,000-65,000 55,000

C#/VB.net, ASP.net 45,000-60,000 50,000

DeveloperJava 40,000-55,000 45,000

C#/VB.net, ASP.net 35,000-50,000 40,000


C#/VB.net, ASP.net 25,000-35,000 28,000
















C#/VB.net, ASP.net 45,000-57,000 53,000


C#/VB.net, ASP.net 40,000-52,000 48,000


Java 40,000-50,000 45,000

C#/VB.net, ASP.net 35,000-45,000 40,000

DeveloperJava 30,000-40,000 35,000

C#/VB.net, ASP.net 28,000-35,000 32,500


C#/VB.net, ASP.net 20,000-28,000 25,000
















C#/VB.net, ASP.net 55,000-80,000 60,000


C#/VB.net, ASP.net 50,000-70,000 60,000


Java 45,000-60,000 52,000

C#/VB.net, ASP.net 45,000-60,000 52,000

DeveloperJava 40,000-55,000 48,000

C#/VB.net, ASP.net 35,000-55,000 45,000


C#/VB.net, ASP.net 20,000-35,000 30,000













Kevin TroyDirector of Developer Insights, Stack Overflow

Demand for software developers and IT specialists remains high. We estimate that only 0.5% of developers in the UK are unemployed.

Employers are increasingly looking for Data Scientists and other specialised roles, such as development operations (DevOps).

We see high growth in jobs requiring Agile, Scala, Docker, and MongoDB. Agile and Docker are related to project management and how applications are deployed operationally, respectively. Scala is a functional programming language that is frequently used for “big data” applications. MongoDB is a database that has become a favourite of many start-ups.

Our advice to organisations would be to focus on what developers have built and their communication skills rather than looking for education credentials or a perfect resume.

Employers will have to adopt new ways of thinking to remain competitive. Employer branding should be customised to attract tech talent – think remote working options, high-end equipment, education sponsorship and tech blog rather than ping pong tables.

Demand for software engineering and IT services will continue, and relatively new disciplines such as Data Science and DevOps will see the strongest growth. More traditional roles such as systems programming and web development will still be in high demand.

In general, employers are trying to increase the supply of tech talent. Two common strategies are to try to widen the pool of talent they are attracting within the UK or expanding the pool to include overseas developers. Accordingly, many employers are sponsoring scholarships and other initiatives for women and minorities to train as developers. Tapping into tech talent in lower-cost markets such as Eastern Europe is also another common strategy and one that can often be achieved on a shorter timetable.

(Data sourced from Stack Overflow’s Developer Survey 2016 and The Developer Ecosystem: Employment Trends).


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INFORMATION TECHNOLOGY CLOUD & INFRASTRUCTURE


Architect

AWS 80,000-95,000 85,000

VMware 75,000-85,000 82,000

Citrix 65,000-72,000 67,500

Project Manager Cloud Infrastructure 65,000-85,000 72,500

Senior Engineer

AWS 60,000-75,000 65,000

VMware 60,000-75,000 65,000

Citrix 52,000-67,000 62,000

Engineer

AWS 53,000-63,000 60,000

VMware 55,000-65,000 60,000

Citrix 55,000-65,000 60,000

Infrastructure Specialist/Architect 50,000-85,000 70,000

Server Support Engineer 40,000-53,000 43,000

Desktop Support Analyst 27,000-37,000 33,000

Application Support Analyst 35,000-70,000 41,000

Field Engineer 32,000-45,000 35,000

Helpdesk/Service Desk Analyst 24,000-33,000 28,000

Service Delivery Manager 47,500-60,000 55,000

Service Desk Manager 38,000-51,000 45,000

Network Engineer 35,000-52,000 45,000

Linux Systems Administrator/ DevOps Engineer 55,000-80,000 65,000

Windows Systems Administrator 37,000-50,000 45,000


Architect

AWS 70,000-90,000 85,000

VMware 62,500-75,000 68,000

Citrix 58,000-67,000 60,000


Senior Engineer

AWS 60,000-70,000 62,000

VMware 50,000-60,000 55,000

Citrix 46,500-51,000 48,000

Engineer

AWS 55,000-65,000 58,000

VMware 45,000-59,000 47,000

Citrix 41,000-46,000 43,000





Field Engineer 25,000-40,000 30,000








Architect

AWS 83,500-88,500 85,000

VMware 63,000-78,500 68,000

Citrix 57,500-68,000 60,000


Senior Engineer

AWS 50,000-60,500 57,750

VMware 47,000-57,500 52,500

Citrix 47,000-57,500 52,500

Engineer

AWS 52,500-57,500 55,000

VMware 42,500-52,500 47,500

Citrix 42,000-47,000 44,500





Field Engineer 22,000-40,000 30,000








Architect

AWS 65,000-75,000 73,000

VMware 63,000-73,000 71,000

Citrix 56,500-63,500 60,500


Senior Engineer

AWS 45,000-52,500 50,000

VMware 48,000-56,000 51,000

Citrix 42,500-51,000 47,000

Engineer

AWS 49,500-52,000 51,500

VMware 45,000-47,500 45,500

Citrix 40,000-46,000 43,000





Field Engineer 25,000-35,000 31,000









Architect

AWS 70,000-75,000 72,000

VMware 69,000-73,000 70,000

Citrix 56,500-63,500 60,500


Senior Engineer

AWS 50,000-56,000 52,000

VMware 49,000-59,000 53,000

Citrix 46,000-50,000 47,000

Engineer

AWS 47,000-52,000 51,000

VMware 40,000-48,000 45,000

Citrix 40,000-48,000 44,000





Field Engineer 30,000-35,000 33,000








Architect

AWS 70,000-85,000 77,000

VMware 65,000-85,000 70,000

Citrix 60,000-70,000 65,000


Senior Engineer

AWS 54,000-58,000 56,000

VMware 55,000-65,000 60,000

Citrix 50,000-56,000 55,000

Engineer

AWS 51,000-56,000 53,000

VMware 51,000-56,000 53,000

Citrix 51,000-56,000 53,000





Field Engineer 30,000-35,000 32,000








Architect

AWS 75,000-85,000 80,000

VMware 60,000-70,000 67,000

Citrix 50,000-63,000 59,500


Senior Engineer

AWS 55,000-65,000 60,000

VMware 44,000-55,000 54,000

Citrix 47,500-52,000 50,000

Engineer

AWS 50,000-60,000 52,000

VMware 40,000-50,000 46,000

Citrix 40,000-50,000 45,500





Field Engineer 23,000-32,000 27,000








Architect

AWS 75,000-85,000 80,000

VMware 60,000-70,000 68,000

Citrix 55,000-60,000 57,500


Senior Engineer

AWS 47,500-65,000 56,000

VMware 44,000-55,000 54,000

Citrix 47,500-52,000 50,000

Engineer

AWS 50,000-60,000 55,000

VMware 45,000-49,000 46,000

Citrix 42,000-45,000 44,000





Field Engineer 22,000-30,000 26,000








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INFORMATION TECHNOLOGY CLOUD & INFRASTRUCTURE


Architect

AWS 75,000-85,000 80,000

VMware 68,000-75,000 72,500

Citrix 60,000-70,000 63,000


Senior Engineer

AWS 55,000-65,000 60,000

VMware 50,000-65,000 60,000

Citrix 50,000-55,000 52,500

Engineer

AWS 55,000-60,000 56,000

VMware 50,000-60,000 51,000

Citrix 45,000-50,000 47,500





Field Engineer 25,000-35,000 28,000








Architect

AWS 55,000-65,000 58,000

VMware 53,000-60,000 57,000

Citrix 50,000-55,000 53,000


Senior Engineer

AWS 45,000-55,000 50,000

VMware 40,000-50,000 48,000

Citrix 40,000-50,000 46,000

Engineer

AWS 42,000-52,000 47,000

VMware 35,000-45,000 42,000

Citrix 33,000-47,000 40,000





Field Engineer 20,000-32,000 25,000








Architect

AWS 55,000-80,000 70,000

VMware 50,000-80,000 65,000

Citrix 50,000-80,000 62,000


Senior Engineer

AWS 45,000-65,000 55,000

VMware 45,000-65,000 55,000

Citrix 45,000-65,000 55,000

Engineer

AWS 40,000-50,000 45,000

VMware 40,000-60,000 41,000

Citrix 35,000-50,000 39,000





Field Engineer 22,000-35,000 25,000








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INFORMATION TECHNOLOGY ENTERPRISE RESOURCE PLANNING


SAP Architect 80,000-90,000 85,500

SAP BASIS Consultant 50,000-65,000 55,000

SAP ABAP Developer 40,000-60,000 55,000

Dynamics Consultant 55,000-85,000 70,000

Dynamics Developer 55,000-70,000 62,500

Oracle Technical Consultant 55,000-75,000 70,000

Oracle Functional Consultant 55,000-75,000 66,000

Oracle Support Analyst 40,000-55,000 50,000

ERP Project Manager 65,000-85,000 67,000

ERP Technical Consultant 65,000-80,000 70,000

ERP Functional Consultant 60,000-75,000 65,000

ERP Support Analyst 40,000-50,000 45,000

ERP Programme Manager 70,000-90,000 80,000

ERP Business Analyst 50,000-60,000 55,000


SAP Architect 70,000-85,000 80,000















SAP Architect 72,000-82,000 77,000















SAP Architect 60,000-80,000 75,000















SAP Architect 60,000-80,000 75,000















SAP Architect 65,000-80,000 70,000
















SAP Architect 60,000-70,000 65,000















SAP Architect 60,000-75,000 65,000















SAP Architect 60,000-70,000 65,000















SAP Architect 60,000-75,000 65,000















INFORMATION TECHNOLOGY LEADERSHIP

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CIO

FTSE 100 150,000-220,000 175,000

FTSE 250 105,000-145,000 125,000

SME 70,000-120,000 95,000

Chief Data Officer/Head of Data 120,000-180,000 150,000

Chief Information Security Officer 100,000-180,000 120,000

CTO

FTSE 100 125,000-165,000 145,000

FTSE 250 85,000-125,000 105,000

SME 70,000-110,000 90,000

IT Director

FTSE 100 130,000-170,000 150,000

FTSE 250 90,000-130,000 110,000

SME 85,000-105,000 93,000

Transformation Director 115,000-160,000 135,000

Head of IT 60,000-90,000 85,000

Head of Service Delivery 65,000-95,000 81,000

Head of Infrastructure 60,000-110,000 85,000

Head of Development 70,000-100,000 85,000

Head of IT Security 75,000-105,000 90,000

Head of Business Intelligence 75,000-120,000 93,000

Business Architect 75,000-105,000 85,000

Technical Architect 65,000-95,000 80,000

IT Manager 50,000-75,000 62,000


CIO 70,000-140,000 100,000



CTO 90,000-140,000 105,000

IT Director 80,000-100,000 95,000


Head of IT 60,000-90,000 83,000








IT Manager 45,000-70,000 60,000


CIO 90,000-110,000 100,000



CTO 85,000-100,000 95,000

IT Director 65,000-100,000 85,000


Head of IT 60,000-80,000 70,000








IT Manager 45,000-65,000 55,000


CIO 70,000-100,000 90,000



CTO 75,000-120,000 90,000

IT Director 70,000-95,000 90,000


Head of IT 50,000-80,000 67,000








IT Manager 40,000-60,000 52,000


CIO 70,000-100,000 88,000



CTO 75,000-120,000 90,000

IT Director 75,000-100,000 90,000


Head of IT 50,000-70,000 63,000








IT Manager 40,000-65,000 55,000



CIO 90,000-140,000 100,000



CTO 80,000-140,000 90,000

IT Director 80,000-95,000 90,000


Head of IT 60,000-90,000 75,000








IT Manager 50,000-75,000 55,000


CIO 85,000-120,000 100,000



CTO 85,000-120,000 90,000

IT Director 70,000-105,000 90,000


Head of IT 50,000-80,000 70,000








IT Manager 45,000-60,000 55,000


CIO 70,000-110,000 90,000



CTO 70,000-90,000 82,000

IT Director 75,000-105,000 83,000


Head of IT 50,000-80,000 70,000








IT Manager 45,000-65,000 55,000


CIO 80,000-130,000 94,000



CTO 80,000-120,000 85,000

IT Director 65,000-100,000 82,000


Head of IT 50,000-80,000 65,000








IT Manager 40,000-60,000 50,000


CIO 80,000-100,000 90,000



CTO 60,000-90,000 84,000

IT Director 65,000-95,000 85,000


Head of IT 55,000-75,000 70,000








IT Manager 40,000-60,000 48,000


CIO 80,000-130,000 100,000



CTO 80,000-120,000 95,000

IT Director 65,000-100,000 85,000


Head of IT 50,000-90,000 70,000








IT Manager 40,000-60,000 53,000


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INFORMATION TECHNOLOGY PROJECTS & CHANGE MANAGEMENT


Programme Director 95,000-140,000 120,000

Programme Manager 80,000-105,000 90,000

Portfolio Manager 63,000-90,000 80,000

Head of Projects/Change 70,000-95,000 86,000

Project Manager – Senior 70,000-82,000 75,000

Project Manager – Mid 50,000-68,000 65,000

Project Manager – Junior 40,000-48,500 44,000

Change Manager 61,000-77,000 66,000

Release Manager 55,000-70,000 62,500

Business Analyst – Senior 62,000-75,000 70,000

Business Analyst – Mid 45,000-65,000 60,000

Business Analyst – Junior 27,000-44,000 37,000

PMO Manager 62,000-82,000 70,000

PMO Analyst/Coordinator 36,000-48,000 42,000









Change Manager 50,000-70,000 62,000

Release Manager 50,000-65,000 58,000




PMO Manager 50,000-75,000 65,000










Change Manager 45,000-65,000 55,000

Release Manager 45,000-65,000 50,000




PMO Manager 50,000-65,000 60,000










Change Manager 48,000-62,000 55,000

Release Manager 45,000-60,000 52,000




PMO Manager 50,000-65,000 60,000











Change Manager 45,000-62,000 55,000

Release Manager 43,000-60,000 50,000




PMO Manager 50,000-65,000 60,000










Change Manager 45,000-60,000 55,000

Release Manager 40,000-57,000 47,500




PMO Manager 45,000-55,000 50,000










Change Manager 48,000-52,000 50,000

Release Manager 38,000-50,000 45,000




PMO Manager 45,000-60,000 56,000










Change Manager 35,000-50,000 45,000

Release Manager 35,000-48,000 42,000




PMO Manager 45,000-60,000 55,000



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INFORMATION TECHNOLOGY PROJECTS & CHANGE MANAGEMENT









Change Manager 40,000-55,000 50,000

Release Manager 40,000-50,000 45,000




PMO Manager 40,000-55,000 50,000










Change Manager 42,000-50,000 47,000

Release Manager 43,000-50,000 47,000




PMO Manager 43,000-57,000 47,000










Change Manager 35,000-45,000 42,000

Release Manager 40,000-50,000 45,000




PMO Manager 40,000-60,000 50,000



Jonathan ClayPresident, Project Management Institute UK

Projects and programmes are the core of any organisation’s strategic initiatives – they are how change happens. Having the talent to implement those initiatives successfully is the critical capability that gives organisations a competitive advantage to navigate through uncertainty. With change increasingly becoming normal for organisations, we expect the demand for project professionals in all industries to continue to increase.

Developing the technical, leadership and business management skills of project professionals continues to receive significant attention, and its key people are well rounded in all three of these elements to enable them to deliver maximum value to their organisations.

People with experience in successful implementation of both waterfall and agile methodologies will be highly sought after as organisations continue to see how they can most effectively begin to realise benefits at the earliest opportunities. In addition, Brexit will bring increased uncertainty and complexity to many industries in the UK, and project professionals are perfectly placed to help impacted organisations navigate through.

In summary, we expect 2018 to be an exciting time for project and programme management, with recent increasing demands for talent showing no signs of relenting.


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INFORMATION TECHNOLOGY TESTING

Functional testing Non-functional testing


Test Manager 65,000-95,000 72,000 65,000-95,000 75,000

Test Lead 55,000-70,000 63,000 50,000-70,000 60,000

Senior Test Analyst 45,000-60,000 50,000 42,000-55,000 50,000

Test Analyst 35,000-50,000 45,000 38,000-45,000 44,000

Technical Lead 50,000-75,000 62,000 50,000-75,000 62,000

QA Analyst 40,000-50,000 45,000 38,000-51,000 46,000



Test Manager 55,000-65,000 63,000 58,000-74,000 62,000

Test Lead 45,000-55,000 53,000 40,000-55,000 50,000


Test Analyst 34,000-42,000 38,000 32,000-42,000 38,000

Technical Lead 55,000-65,000 60,000 45,000-65,000 55,000

QA Analyst 34,000-42,000 38,000 40,000-45,000 42,500



Test Manager 50,000-60,000 55,000 55,000-65,000 60,000

Test Lead 40,000-50,000 45,000 40,000-50,000 47,000


Test Analyst 30,000-38,000 34,000 34,000-40,000 37,000

Technical Lead 42,000-54,000 48,000 45,000-60,000 52,500

QA Analyst 30,000-42,000 36,000 35,000-45,000 40,000



Test Manager 50,000-64,000 56,000 50,000-70,000 62,000

Test Lead 40,000-48,000 45,000 45,000-52,000 48,000


Test Analyst 33,000-40,000 35,000 32,000-44,000 39,000

Technical Lead 50,000-57,000 53,000 50,000-57,000 55,000

QA Analyst 30,000-36,000 35,000 35,000-44,000 38,000




Test Manager 50,000-65,000 56,000 55,000-64,000 58,000

Test Lead 37,000-47,000 45,000 42,000-54,000 48,000


Test Analyst 30,000-40,000 36,000 30,000-40,000 38,000

Technical Lead 36,000-46,000 45,000 50,000-57,000 54,000

QA Analyst 30,000-40,000 35,000 32,000-40,000 38,000


Midlands £ Range £ Typical £ Range £ Typical

Test Manager 50,000-60,000 55,000 53,000-65,000 56,000

Test Lead 40,000-48,000 45,000 42,000-50,000 47,000


Test Analyst 30,000-48,000 36,000 30,000-38,000 33,000

Technical Lead 40,000-55,000 46,000 45,000-58,000 50,000

QA Analyst 28,000-38,000 32,000 30,000-40,000 35,000



Test Manager 50,000-60,000 53,000 53,000-70,000 57,000

Test Lead 40,000-50,000 45,000 42,000-50,000 47,000


Test Analyst 28,500-38,000 33,000 30,000-38,000 35,000

Technical Lead 40,000-55,000 48,000 45,000-58,000 50,000

QA Analyst 28,000-38,000 33,000 30,000-40,000 35,000



Test Manager 45,000-55,000 50,000 40,000-55,000 50,000

Test Lead 40,000-48,000 42,500 35,000-50,000 44,000


Test Analyst 30,000-35,000 33,000 28,000-38,000 34,000

Technical Lead 45,000-55,000 48,000 45,000-58,000 47,500

QA Analyst 30,000-38,000 35,000 30,000-40,000 35,000


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INFORMATION TECHNOLOGY TESTING



Test Manager 45,000-55,000 53,000 53,000-70,000 57,000

Test Lead 40,000-48,000 42,000 42,000-52,000 46,000


Test Analyst 28,500-35,000 34,000 30,000-38,000 35,000

Technical Lead 45,000-55,000 50,000 45,000-58,000 52,000

QA Analyst 30,000-38,000 35,000 32,000-42,000 36,000



Test Manager 40,000-50,000 48,000 45,000-60,000 53,000

Test Lead 35,000-45,000 40,000 32,000-42,000 36,000


Test Analyst 30,000-36,000 34,000 31,000-37,000 33,000

Technical Lead 28,000-35,000 30,000 28,000-33,000 31,000

QA Analyst 28,000-35,000 30,500 30,000-36,000 33,000



Test Manager 50,000-60,000 55,000 45,000-70,000 60,000

Test Lead 42,000-50,000 46,000 42,000-52,000 50,000


Test Analyst 30,000-38,000 34,000 30,000-38,000 36,000

Technical Lead 50,000-58,000 52,000 45,000-58,000 56,000

QA Analyst 35,000-43,000 39,000 32,000-42,000 41,000


TELE

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TELECOMS SALARIES



Mobile Network Architect 60,000-85,000 80,000

Project Manager 60,000-80,000 70,000

Product Manager 45,000-75,000 68,000

Project Coordinator 30,000-45,000 40,000

OSS/BSS Solutions Architect 60,000-80,000 75,000

IP & Ethernet Engineer 40,000-60,000 56,500

Business Analyst 45,000-65,000 55,000

Network Capacity Planning Engineer 45,000-60,000 55,000

Voice & Contact Centre Engineer 35,000-55,000 52,000

Network Deployment & Support Engineer 40,000-57,500 55,000

PDH/SDH Transmission Design Engineer 35,000-50,000 45,000

NOC/NMC Support Engineer 35,000-60,000 48,000

RAN/RF Engineers 35,000-55,000 45,000

Provisioning Engineer 28,000-40,000 37,500




Project Manager 45,000-65,000 60,000

Product Manager 45,000-65,000 60,000










RAN/RF Engineers 35,000-55,000 45,000





Project Manager 50,000-65,000 60,000

Product Manager 45,000-65,000 60,000










RAN/RF Engineers 30,000-40,000 37,500





Project Manager 45,000-65,000 55,000

Product Manager 45,000-60,000 55,000










RAN/RF Engineers 35,000-50,000 45,000





Project Manager 45,000-65,000 52,000

Product Manager 45,000-55,000 50,000










RAN/RF Engineers 30,000-50,000 35,500





Project Manager 45,000-65,000 62,000

Product Manager 45,000-65,000 57,000










RAN/RF Engineers 30,000-40,000 35,000






Project Manager 45,000-65,000 53,000

Product Manager 45,000-65,000 50,000










RAN/RF Engineers 30,000-40,000 34,000





Project Manager 45,000-65,000 58,000

Product Manager 45,000-65,000 52,000










RAN/RF Engineers 30,000-40,000 35,000





Project Manager 45,000-65,000 60,000

Product Manager 45,000-65,000 55,000










RAN/RF Engineers 28,000-38,000 35,000





Project Manager 45,000-65,000 58,500

Product Manager 45,000-65,000 50,000










RAN/RF Engineers 30,000-40,000 36,000



ENGINEERING & MANUFACTURING DEVELOPING TALENT PIPELINES

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Shortages of technical staff and low numbers of professionals entering the industry have created significant hiring challenges, forcing employers to look to the next generation of professionals.

Cautious growth estimates57% of employers expect their organisation’s activity levels to increase in the next 12 months, slightly lower than the overall UK average of 59% and a reduction from 61% last year. It is also evident that engineering employers are more optimistic, with 59% expecting growth compared to 54% for manufacturers. There is a definite atmosphere of hesitance as Brexit is likely to influence rate and cost of imports, which may severely affect manufacturers in particular.

Looking to the year ahead, 65% of engineering employers compared to 59% of manufacturers expect to recruit permanent staff. Due to a greater need for flexibility in light of the market uncertainty, manufacturers are more focused on hiring temporary workers over the coming year than engineering employers (32% compared to 27%).

Northern Ireland and the Midlands saw increased investment into projects requiring electrical, maintenance, manufacturing or mechanical engineers, causing a significant uplift of salaries in these regions. As a result, there has been increased focus on hiring temporary staff in these regions to deliver key projects.

Specialist skills are in short supply, creating wage pressure A third of engineering and manufacturing employers lack the talent to meet their current business objectives, a rise from 27% last year, and one of the highest increases of any profession covered in this year’s salary guide. Shortages are mostly attributed to competition for professionals (48%) and fewer people entering the job market (43%). Engineering in particular is rife with shortages because those studying towards engineering degrees frequently enter other industries after qualifying, particularly finance, where the problem-solving skillset of an engineer is highly sought after.

Over half (55%) of employers surveyed are struggling to source candidates with operations and specific technical skills, and across the UK there is consistent demand for precision machining professionals. CMM and CNC programmers, for example, are commanding higher salaries due to specialist skills shortages. However, the most in-demand professionals are nuclear safety case engineers, who are extremely hard to find due to their highly specialist skillsets.


The ageing population is a concernAdding to the candidate shortage is the threat of an ageing population given that two-thirds of employees surveyed identified as Baby Boomers or Generation X. Couple this with qualified engineers moving to other industries, and a shortage of women and young people entering the profession, employers are faced with a significant challenge.

However, many employers are looking at alternative solutions to recruiting new staff or using temporary professionals to fill skills gaps and 32% are now actively engaging apprentices. Following the Apprenticeship Levy and greater government focus on increasing the number of apprenticeships available, more employers have taken advantage of this available resource.

Focus on training to overcome shortagesMany employers are choosing to alleviate skills shortages through evaluating and improving their career progression, training and development offering to professionals. This is necessary as nearly half (47%) of employees consider support for training and professional development important when considering a new role. The Hays What Workers Want Report 2017 found that 49% of engineering professionals would consider turning down a job which didn’t offer any training or development, 10% higher than the overall UK average.

It is expected that the greater focus on training will help to increase the number of professionals entering the industry. The establishment of specialist colleges, The National College of High Speed Rail, for example, as well as other colleges in Doncaster, Yorkshire and the Midlands, should have a significant effect on increasing the volume of skilled applicants over the next few years.

Employers are working hard to attract and retain top talentWhile apprenticeships and a greater focus on education will pay off in the long run, employers are also looking at their short-term approach and how they can retain top talent. This is impacting on salaries, as employers are often willing to extend counter offers to staff who have resigned, leading to higher offers from rival companies and sometimes erratic increases in salaries for talented professionals.

Besides salary, nearly a quarter (23%) of professionals prioritise work-life balance when considering a new role. In terms of specific benefits, most employees (61%) value an offer of over 25 days of annual leave, followed by flexible working (53%).

Flexible working is often a key component to facilitating a positive work-life balance, and 67% of employers say that flexible working is available at their organisation. However, nearly a third of employers (32%) say they do not encourage any of their employees to take up flexible working options, which is the same percentage as last year. Given the importance placed on it by professionals, employers should consider how they can better accommodate flexible working to help attract candidates to join their organisation.

Employers looking to negate their skills gaps and attract talented professionals should focus on creating a positive work-life balance, along with other focus areas including career development and training. In the long term, the use of apprentices can be a cost-effective and highly successful method of combatting skills gaps.

Survey highlights for engineering and manufacturing

Employers Employees







ENG

INEE

RIN

G &

MA

NU

FAC

TUR

ING

Co

mm

erci

al

ENGINEERING & MANUFACTURING COMMERCIAL


Project Director 70,000-90,000 83,000

Project Manager 49,000-66,000 62,000


Planners – Senior 47,000-60,000 57,000

Planners – Intermediate 33,000-45,000 39,000

Planners – Graduate 25,000-33,000 30,000

Cost Engineers – Senior 40,000-60,000 57,000

Cost Engineers – Intermediate 35,000-50,000 41,000

Cost Engineers – Graduate 26,000-33,000 31,000

Project Engineer – Senior 45,000-60,000 56,000

Project Engineer – Intermediate 38,000-48,000 44,000

Project Engineer – Graduate 26,000-33,000 30,000



Project Manager 50,000-70,000 66,000


Planners – Senior 34,500-45,000 42,000









Southern England £ Range £ Typical


Project Manager 45,000-65,000 56,000


Planners – Senior 32,000-45,000 42,000









South West and Wales £ Range £ Typical


Project Manager 45,000-60,000 55,000


Planners – Senior 32,000-42,000 39,000











Project Manager 48,000-65,000 56,000


Planners – Senior 35,000-50,000 47,000











Project Manager 45,000-60,000 53,000


Planners – Senior 32,000-42,000 38,000












Project Manager 45,000-60,000 55,000


Planners – Senior 32,000-42,000 38,000











Project Manager 33,000-40,000 36,000


Planners – Senior 28,000-35,000 32,000











Project Manager 38,000-55,000 48,000


Planners – Senior 35,000-50,000 46,000











Design Manager 60,000-77,000 67,000

Electrical Design Engineer – Principal 44,000-55,000 53,000

Electrical Design Engineer – Senior 38,000-49,000 46,000

Electrical Design Engineer – Intermediate 30,000-40,000 36,000

Electrical Design Engineer – Graduate 27,000-33,000 31,000

C&I Engineer – Principal 45,000-55,000 53,000

C&I Engineer – Senior 39,000-50,000 45,000

C&I Engineer – Intermediate 31,000-40,000 36,000

C&I Engineer – Graduate 28,000-33,000 31,000

Electrical CAD Technicians – Senior 35,000-43,000 41,000

Electrical CAD Technicians – Intermediate 29,000-35,000 33,500

Electrical CAD Technicians – Junior 16,000-25,000 23,000


Design Manager 57,000-72,000 63,000













Design Manager 55,000-70,000 60,000













Design Manager 55,000-70,000 62,000













Design Manager 45,000-55,000 52,000













Design Manager 55,000-70,000 66,000












ENG

INEE

RIN

G &

MA

NU

FAC

TUR

ING

El

ectr

ical

eng

inee

ring

ENGINEERING & MANUFACTURING ELECTRICAL ENGINEERING



Design Manager 55,000-70,000 66,000













Design Manager 44,000-52,000 48,000













Design Manager 50,000-60,000 56,000














Maintenance Manager 50,000-55,000 53,000

Maintenance Engineer (Electrical or Mechanical) 32,000-38,000 35,000

Maintenance Technician 26,000-30,000 27,000

Multi-Skilled Maintenance Engineer 40,000-45,000 42,000

Field Service Engineer 30,000-35,000 33,000

















































ENG

INEE

RIN

G &

MA

NU

FAC

TUR

ING

M

aint

enan

ce e

ngin

eeri

ng

ENGINEERING & MANUFACTURING MAINTENANCE ENGINEERING



Continuous Improvement Engineer 40,000-55,000 50,000

NPI Engineer 33,000-49,000 42,000

Manufacturing Engineer 33,000-44,000 40,000

Plant Engineer/Process Engineer 33,000-44,000 41,000

Production Engineer 28,000-40,000 37,000



NPI Engineer 32,000-47,000 40,000






NPI Engineer 30,000-45,000 41,000






NPI Engineer 30,000-45,000 38,000






NPI Engineer 34,000-40,000 38,000






NPI Engineer 35,000-42,000 40,000






NPI Engineer 35,000-42,000 40,000






NPI Engineer 24,500-36,000 30,000






NPI Engineer 33,000-40,000 36,000




ENG

INEE

RIN

G &

MA

NU

FAC

TUR

ING

M

anuf

actu

ring

eng

inee

ring

ENGINEERING & MANUFACTURING MANUFACTURING ENGINEERING


ENG

INEE

RIN

G &

MA

NU

FAC

TUR

ING

M

echa

nica

l eng

inee

ring

/Pre

cisi

on m

achi

ning

ENGINEERING & MANUFACTURING MECHANICAL ENGINEERING


Design Manager 40,000-80,000 70,000

Mechanical Design Engineer – Principal 50,000-66,000 56,000

Mechanical Design Engineer – Senior 39,000-50,000 48,000

Mechanical Design Engineer – Intermediate 34,000-40,000 38,000

Mechanical Design Engineer – Graduate 26,000-32,000 31,500


Design Manager 57,000-72,000 66,000






Design Manager 55,000-70,000 63,000






Design Manager 55,000-70,000 63,000






Design Manager 45,000-60,000 52,000






Design Manager 55,000-70,000 65,000






Design Manager 55,000-70,000 64,000






Design Manager 38,000-45,000 43,000






Design Manager 50,000-70,000 56,000






ENGINEERING & MANUFACTURING PRECISION MACHINING


Toolmaker 32,000-40,000 38,000

CMM Programmer 25,000-36,000 32,000

CNC Milling Programmer 25,000-35,000 28,000

CNC Turning Programmer 25,000-30,000 27,000

CNC Wire/EDM Programmer 24,000-29,000 27,000

Deburrer 18,000-22,000 20,000

Machine Operator 17,000-21,000 18,000


Toolmaker 32,000-40,000 38,000

CMM Programmer 25,000-36,000 31,000




Deburrer 18,000-22,000 20,000



Toolmaker 32,000-40,000 37,000

CMM Programmer 25,000-36,000 31,000




Deburrer 18,000-22,000 20,000



Toolmaker 25,000-35,000 33,000

CMM Programmer 23,000-35,000 30,000




Deburrer 16,000-21,000 19,000



Toolmaker 25,000-35,000 33,000

CMM Programmer 23,000-35,000 29,000




Deburrer 16,000-21,000 19,000



Toolmaker 25,000-35,000 33,000

CMM Programmer 23,000-35,000 29,000




Deburrer 16,000-21,000 18,500



Toolmaker 28,000-35,000 33,000

CMM Programmer 23,000-33,000 29,000




Deburrer 16,000-20,000 18,000



Toolmaker 24,000-30,000 26,000

CMM Programmer 26,000-32,000 28,000

CNC Milling programmer 28,000-35,000 32,000



Deburrer 18,000-24,000 23,000



Toolmaker 27,000-35,000 32,000

CMM Programmer 23,000-33,000 29,000




Deburrer 16,000-20,000 18,000




Nuclear Safety Case Engineer 30,000-70,000 60,000

Process Analyst 33,000-52,000 42,000

Chemical Process Engineer – Senior 38,000-60,000 50,000

Chemical Process Engineer – Intermediate 38,000-46,000 41,000

Chemical Process Engineer – Graduate 28,000-34,000 32,000

Chemical Engineer – Senior 38,000-60,000 46,000

Chemical Engineer – Intermediate 33,000-40,000 36,000

Chemical Engineer – Graduate 28,000-34,000 32,000



Process Analyst 30,000-48,000 40,000









Process Analyst 30,000-48,000 38,000









Process Analyst 30,000-48,000 38,000









Process Analyst 30,000-48,000 38,000









Process Analyst 30,000-48,000 38,000







ENG

INEE

RIN

G &

MA

NU

FAC

TUR

ING

Pr

oces

s en

gine

erin

g

ENGINEERING & MANUFACTURING PROCESS ENGINEERING




Process Analyst 30,000-48,000 38,000








Nuclear Safety Case Engineer – –

Process Analyst 25,000-29,000 28,000









Process Analyst 32,000-42,000 36,000









Quality Manager 38,000-55,000 50,000

Supplier Quality Engineer – Lead 38,000-46,000 45,000

Supplier Quality Engineer – Senior 33,000-41,000 38,000

Supplier Quality Engineer – Intermediate 24,000-35,000 32,000

Supplier Quality Engineer – Graduate 26,000-32,000 30,000

Quality Engineer – Lead 38,000-44,000 41,000

Quality Engineer – Senior 31,000-44,000 38,000

Quality Engineer – Intermediate 27,000-38,000 33,000

Quality Engineer – Graduate 24,000-32,000 30,000

Quality Technician 18,000-26,000 25,000


Quality Manager 37,000-55,000 50,000











Quality Manager 35,000-47,500 45,000











Quality Manager 35,000-45,000 42,000











Quality Manager 40,000-55,000 47,500











Quality Manager 40,000-60,000 48,000










ENG

INEE

RIN

G &

MA

NU

FAC

TUR

ING

Q

ualit

y en

gine

erin

g

ENGINEERING & MANUFACTURING QUALITY ENGINEERING



Quality Manager 35,000-45,000 40,000











Quality Manager 35,000-39,000 37,000











Quality Manager 40,000-50,000 47,000











ENG

INEE

RIN

G &

MA

NU

FAC

TUR

ING

Sh

eet m

etal

ENGINEERING & MANUFACTURING SHEET METAL


Platers 23,000-36,000 29,000

Fabricator/Welder 22,000-28,000 27,000

Inspector 22,000-28,000 27,000

CNC Laser/Punch/Press Brake 19,000-25,000 22,000

Fettler/Linisher 17,000-23,000 20,000

Production Welder 18,000-20,000 19,000


Platers 21,000-31,000 27,000


Inspector 20,000-26,000 25,000





Platers 22,000-33,000 28,000


Inspector 21,000-26,000 25,000





Platers 20,000-30,000 26,000


Inspector 19,000-25,000 23,000





Platers 20,000-30,000 26,500


Inspector 20,000-25,000 23,000





Platers 20,000-30,000 25,000


Inspector 19,000-24,000 21,000





Platers 20,000-30,000 25,000


Inspector 19,000-25,000 23,000





Platers 25,000-33,000 27,500


Inspector 15,000-25,000 20,000





Platers 21,000-29,000 25,000


Inspector 19,000-25,000 24,000




HU

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Ove

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HUMAN RESOURCES CENTRAL TO STRATEGY

As competition for talent peaks, retaining and developing current employees continues to be high on most organisations’ agendas, and activity for the HR function looks set to remain high.

A complex landscape driving HR activity The vast majority (90%) of HR employers predict activity levels to increase or stay the same over the next 12 months. Looking closer at this figure, half predict an increase. 40% anticipate activity levels will remain the same, which is higher than the overall UK average of 36%.

The anticipation of consistently high activity levels is likely due to wider economic challenges, such as skills shortages and low unemployment rates, which combined with an ongoing demand for talent is necessitating every function within the HR profession to help drive forward business performance. The focus on ensuring employee value propositions, training and development and total reward packages are targeted across multiple generations and continually improving, means the function will be key to organisations gaining a competitive advantage.

Furthermore, the continued impact of legislation, such as the Apprenticeship Levy, may also necessitate HR professionals to widen their remits, albeit not always requiring a boost in headcount.

Permanent hires prioritised, but contract work increasingAlmost three-quarters (71%) of HR employers expect to hire permanent staff in the next year, higher than the overall UK average of 59%. This is typical for the function due to its role in creating and sustaining an enduring workplace culture which requires professionals with a long-term outlook.

Yet over a third (36%) of HR employers also expect to hire temporary, contract or interim staff, notably above the overall UK average of 29%. This is in part due to a large number of change and restructure programmes. These may not always result in the need for permanent HR professionals, but often require contract professionals to support transformation in the short term, especially those with change management and TUPE experience.

Increased investment in training to mitigate skills shortagesPrevalent skills shortages within HR may affect recruitment plans, especially when set against a wider backdrop of reduced immigration and an increasingly tight labour market. Nearly a quarter (24%) of HR employers feel they do not have the talent needed to achieve current business objectives, and 68% expect their primary recruitment challenge in 2018 to be a shortage of suitable candidates, which is up from 60% last year.


To help negate the effects of increasingly acute skills shortages, there has been a greater emphasis upon training and development. Over two-fifths (28%) of HR employers have increased their training budget, up from just 13% last year, as they look to upskill current employees and train less-experienced candidates to fill roles where skills are in shortest supply. Furthermore, over a third (35%) plan to recruit apprentices, as opposed to 20% last year, again to help close the skills gaps. Demand for learning and development professionals who can ensure these aims are met has risen dramatically over the past year.

By the nature of their role, HR professionals are likely to be aware of the impact that effective training can have on an individual’s career progression. As such, organisations should ensure potential and current staff are aware of formal training opportunities, and utilise this as a key part of their attraction and retention strategy.

Renewed focus on total reward packagesThe percentage of HR professionals looking to move jobs within the next 12 months (57%) is similar to last year (58%). This is despite efforts to improve total reward packages, with three-quarters of HR employers increasing salaries in the last 12 months, a sizeable growth from last year (66%). Although overall HR salaries have grown by an average of 1.2%, over half (56%) of employees remain dissatisfied with their salary.

However, greater investment in retention and reward strategies has led to increased confidence from HR employers that their organisations will attract skilled professionals. This is evidenced by fewer HR employers saying they expect to face competition from other organisations this year, down to 51% from 59% last year.

In keeping with the renewed focus on attraction, retention and talent management, there is significant demand for talent and resourcing professionals, as well as reward and benefits specialists. Consequently, these areas have seen notable salary increases.

An opportunity to develop career progression Significantly fewer HR professionals (45%) see scope for career progression in their current role than last year (55%) or than the overall UK average (50%). There is, therefore, an opportunity for organisations to further enhance their HR employee offering by promoting clear pathways of progression and emphasising long-term career prospects within their own teams, not only in their wider organisation.

HR professionals are programmed to think about others within their organisations. However, they should also be sure to focus on their own teams, and ensure they are retaining, attracting and motivating crucial HR talent. HR employers must also highlight to senior internal stakeholders the tangible commercial benefits the function brings and seek to get involved HR in strategic decision-making, which will be invaluable to organisations as we move closer to Brexit.

Survey highlights for human resources

Employers Employees







HU

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Gen

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ist

HUMAN RESOURCES GENERALIST

London Commerce and industry Public sector

HR generalist £ Range £ Typical £ Range £ Typical

HR Director (Corporate) 100,000-160,000 130,000 – –

HR Director (SME) 80,000-120,000 100,000 – –

HR Director – – 70,000-110,000 88,000

Head of HR 60,000-85,000 80,000 50,000-70,000 65,000

HR Business Partner 55,000-90,000 65,000 42,000-60,000 55,000

HR Manager 45,000-65,000 55,000 40,000-60,000 45,000

HR Officer/Advisor 30,000-42,000 37,000 28,000-38,000 35,000

HR Coordinator 25,000-30,000 28,000 25,000-28,000 27,000

HR Assistant/Administrator 22,000-30,000 25,000 22,000-27,000 25,000

Employee relations/IR £ Range £ Typical £ Range £ Typical

Head of ER/IR 70,000-110,000 90,000 45,000-70,000 65,000

Manager 45,000-65,000 60,000 40,000-52,000 50,000

Specialist 28,000-43,000 40,000 35,000-50,000 38,000

Organisational development £ Range £ Typical £ Range £ Typical

Head of OD 70,000-110,000 85,000 50,000-75,000 70,000

Manager 55,000-80,000 70,000 45,000-65,000 58,000

Equality and diversity £ Range £ Typical £ Range £ Typical

Head of Equality & Diversity – – 55,000-70,000 65,000

Manager – – 45,000-65,000 60,000

Officer/Advisor – – 30,000-40,000 35,000

South East England Commerce and industry Public sector


HR Director 80,000-100,000 85,000 70,000-90,000 78,000

Head of HR 60,000-80,000 68,000 55,000-75,000 63,000


HR Manager 38,000-50,000 48,000 35,000-50,000 42,000


HR Coordinator 25,000-30,000 28,000 25,000-28,000 27,000



Head of ER/IR 50,000-80,000 73,000 50,000-80,000 64,000

Manager 40,000-60,000 47,000 40,000-60,000 45,000

Specialist 30,000-40,000 35,000 23,000-40,000 33,000


Head of OD 60,000-90,000 75,000 60,000-90,000 65,000

Manager 50,000-70,000 62,000 50,000-70,000 52,000



Manager – – 40,000-50,000 45,000

Officer/Advisor – – 25,000-38,000 32,000

NOTE: Absence of figures denotes insufficient data or role not applicable.


East of England Commerce and industry Public sector


HR Director 60,000-120,000 85,000 60,000-85,000 74,000

Head of HR 50,000-80,000 67,000 50,000-75,000 61,000


HR Manager 35,000-65,000 48,000 35,000-50,000 43,000


HR Coordinator 20,000-26,000 25,000 20,000-24,000 23,000



Head of ER/IR 55,000-80,000 73,000 50,000-65,000 61,000

Manager 40,000-58,000 47,000 40,000-60,000 45,000

Specialist 25,000-40,000 33,000 23,000-35,000 31,000


Head of OD 65,000-80,000 72,000 55,000-75,000 63,000

Manager 50,000-75,000 60,000 45,000-60,000 52,000



Manager – – 38,000-45,000 41,000

Officer/Advisor – – 23,000-35,000 30,000

South West England Commerce and industry Public sector


HR Director 55,000-120,000 85,000 60,000-90,000 80,000

Head of HR 50,000-80,000 65,000 45,000-80,000 60,000


HR Manager 40,000-70,000 48,000 40,000-50,000 42,000


HR Coordinator 24,000-26,000 25,000 20,000-25,000 23,000



Head of ER/IR 45,000-65,000 60,000 35,000-60,000 50,000

Manager 38,000-50,000 42,000 30,000-45,000 40,000

Specialist 30,000-38,000 36,000 25,000-32,000 30,000


Head of OD 50,000-80,000 60,000 45,000-70,000 58,000

Manager 47,000-60,000 52,000 40,000-55,000 47,000



Manager – – 35,000-50,000 40,000

Officer/Advisor – – 25,000-35,000 30,000


Wales Commerce and industry Public sector


HR Director 60,000-100,000 65,000 50,000-90,000 60,000

Head of HR 45,000-70,000 50,000 40,000-65,000 50,000


HR Manager 30,000-50,000 42,000 30,000-45,000 38,000


HR Coordinator 22,000-25,000 23,000 20,000-25,000 22,000



Head of ER/IR 38,000-60,000 52,000 38,000-52,000 50,000

Manager 35,000-50,000 42,000 35,000-50,000 40,000

Specialist 28,000-35,000 30,000 27,000-35,000 28,000


Head of OD 50,000-80,000 65,000 40,000-60,000 50,000

Manager 45,000-60,000 51,000 32,000-45,000 35,000



Manager – – 28,000-45,000 35,000

Officer/Advisor – – 20,000-28,000 26,000

West Midlands Commerce and industry Public sector


HR Director 60,000-120,000 75,000 60,000-120,000 72,000

Head of HR 45,000-80,000 65,000 45,000-70,000 58,000


HR Manager 38,000-48,000 44,000 35,000-48,000 40,000


HR Coordinator 19,000-23,000 21,000 18,000-22,000 20,000



Head of ER/IR 45,000-65,000 52,000 45,000-60,000 50,000

Manager 35,000-50,000 43,000 35,000-45,000 40,000

Specialist 27,000-38,000 31,500 25,000-32,000 30,000


Head of OD 55,000-75,000 65,000 50,000-65,000 58,000

Manager 40,000-55,000 50,000 38,000-50,000 47,000



Manager – – 35,000-48,000 42,000

Officer/Advisor – – 24,000-30,000 27,500

HU

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Gen

eral

ist




East Midlands Commerce and industry Public sector


HR Director 70,000-120,000 85,000 65,000-95,000 83,000

Head of HR 50,000-70,000 60,000 50,000-65,000 60,000


HR Manager 33,000-55,000 42,000 30,000-45,000 36,000


HR Coordinator 20,000-27,000 25,000 20,000-26,000 24,000



Head of ER/IR 45,000-60,000 53,000 45,000-60,000 50,000

Manager 40,000-50,000 45,000 35,000-50,000 45,000

Specialist 28,000-35,000 32,000 26,000-32,000 30,000


Head of OD 55,000-75,000 65,000 55,000-70,000 65,000

Manager 40,000-60,000 50,000 40,000-55,000 48,000



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 Director 60,000-100,000 85,000 50,000-70,000 60,000

Head of HR 50,000-75,000 63,000 45,000-65,000 50,000


HR Manager 30,000-50,000 37,000 30,000-45,000 35,000


HR Coordinator 18,000-25,000 22,000 18,000-25,000 22,000



Head of ER/IR 55,000-65,000 60,000 50,000-60,000 55,000

Manager 40,000-55,000 50,000 30,000-45,000 40,000

Specialist 28,000-40,000 30,000 25,000-38,000 29,000


Head of OD 50,000-70,000 60,000 45,000-65,000 55,000

Manager 35,000-50,000 45,000 35,000-50,000 45,000



Manager – – 35,000-50,000 40,000

Officer/Advisor – – 25,000-35,000 30,000


North East England Commerce and industry Public sector


HR Director 60,000-85,000 75,000 55,000-70,000 65,000

Head of HR 45,000-68,000 58,000 45,000-55,000 50,000


HR Manager 35,000-45,000 38,000 32,000-40,000 35,000


HR Coordinator 18,000-25,000 22,000 18,000-25,000 22,000



Head of ER/IR 50,000-70,000 65,000 50,000-60,000 55,000

Manager 40,000-55,000 48,000 35,000-50,000 40,000

Specialist 24,000-35,000 32,000 22,000-32,000 28,000


Head of OD 48,000-65,000 60,000 45,000-65,000 60,000

Manager 38,000-45,000 43,000 35,000-45,000 43,000



Manager – – 35,000-50,000 38,000

Officer/Advisor – – 25,000-35,000 29,000

North West England Commerce and industry Public sector


HR Director 70,000-120,000 85,000 70,000-100,000 75,000

Head of HR 50,000-82,000 65,000 50,000-80,000 60,000


HR Manager 35,000-55,000 42,000 35,000-40,000 38,000


HR Coordinator 22,000-26,000 24,000 22,000-25,000 23,000



Head of ER/IR 55,000-90,000 75,000 50,000-75,000 60,000

Manager 50,000-75,000 55,000 40,000-45,000 42,000

Specialist 30,000-55,000 35,000 28,000-32,000 29,000


Head of OD 55,000-80,000 70,000 55,000-75,000 65,000

Manager 35,000-60,000 50,000 45,000-55,000 47,000



Manager – – 40,000-45,000 42,000

Officer/Advisor – – 28,000-34,000 32,000

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Northern Ireland Commerce and industry Public sector


HR Director 55,000-75,000 63,000 40,000-65,000 58,000

Head of HR 45,000-65,000 50,000 48,000-60,000 51,500


HR Manager 35,000-45,000 38,000 28,000-40,000 31,000


HR Coordinator 22,000-28,000 24,000 19,000-25,000 21,000



Head of ER/IR 48,000-68,000 50,000 40,000-50,000 45,000

Manager 38,000-50,000 39,000 28,000-42,000 33,000

Specialist 26,000-32,000 28,000 20,000-30,000 25,000


Head of OD 55,000-70,000 58,000 35,000-58,000 40,500

Manager 40,000-50,000 46,000 26,000-36,000 31,000



Manager – – 28,000-38,000 32,000

Officer/Advisor – – 21,000-26,500 22,500

Scotland Commerce and industry Public sector


HR Director 65,000-90,000 75,000 60,000-85,000 68,000

Head of HR 52,000-67,000 57,000 45,000-60,000 52,000


HR Manager 35,000-52,000 45,000 28,000-45,000 38,000


HR Coordinator 22,000-28,000 26,000 22,000-27,000 25,000



Head of ER/IR 48,000-68,000 62,000 42,000-62,000 53,000

Manager 38,000-50,000 45,000 38,000-48,000 42,000

Specialist 26,000-32,000 29,000 23,000-31,000 28,000


Head of OD 55,000-75,000 68,000 45,000-70,000 60,000

Manager 40,000-55,000 48,000 35,000-58,000 45,000



Manager – – 35,000-45,000 40,000

Officer/Advisor – – 26,000-32,000 28,000



£ Range £ Typical £ Range £ Typical

Training/L&D Director 80,000-100,000 90,000 70,000-80,000 75,000

Head of Training/L&D 70,000-90,000 85,000 50,000-70,000 65,000

Training/L&D Manager 45,000-75,000 59,000 45,000-55,000 48,500

Training/L&D Officer 30,000-45,000 38,000 30,000-38,000 35,000

Training/L&D Coordinator 27,000-40,000 32,000 25,000-32,000 26,500






















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Director of Reward 90,000-150,000 120,000 70,000-100,000 82,000

Head of Reward 65,000-120,000 85,000 55,000-70,000 68,000

Reward Manager 45,000-80,000 58,000 50,000-60,000 55,000

Reward Analyst 30,000-50,000 40,000 35,000-45,000 40,000




Head of Reward 55,000-70,000 65,000 55,000-70,000 60,000

Reward Manager 50,000-65,000 54,000 40,000-60,000 50,000

Reward Analyst 28,000-45,000 38,000 28,000-45,000 35,000




Head of Reward 55,000-90,000 75,000 50,000-75,000 65,000

Reward Manager 40,000-60,000 55,000 40,000-55,000 50,000

Reward Analyst 33,000-48,000 40,000 28,000-45,000 35,000




Head of Reward 55,000-70,000 63,000 50,000-65,000 60,000

Reward Manager 45,000-60,000 53,000 40,000-50,000 45,000

Reward Analyst 30,000-42,000 35,000 25,000-38,000 32,000

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Head of Reward 50,000-75,000 61,000 38,000-50,000 45,000

Reward Manager 45,000-60,000 52,000 26,000-47,000 35,000

Reward Analyst 30,000-38,000 35,000 24,000-35,000 29,000




Head of Reward 55,000-80,000 68,000 50,000-75,000 62,500

Reward Manager 45,000-70,000 55,000 35,000-48,000 43,500

Reward Analyst 28,000-40,000 36,500 28,000-40,000 35,000




Head of Reward 55,000-75,000 65,000 50,000-60,000 55,000

Reward Manager 45,000-55,000 50,000 35,000-50,000 45,000

Reward Analyst 30,000-40,000 35,000 28,000-40,000 35,000




Head of Reward 60,000-80,000 65,000 45,000-65,000 52,500

Reward Manager 35,000-55,000 47,000 35,000-45,000 40,000

Reward Analyst 25,000-37,000 33,000 25,000-35,000 30,000





Head of Reward 50,000-80,000 65,000 45,000-65,000 55,000

Reward Manager 37,000-52,000 42,000 30,000-45,000 40,000

Reward Analyst 23,000-32,000 30,000 22,000-30,000 28,000




Head of Reward 55,000-80,000 70,000 45,000-65,000 60,000

Reward Manager 45,000-65,000 50,000 38,000-50,000 44,000

Reward Analyst 35,000-45,000 40,000 25,000-38,000 34,000




Head of Reward 50,000-65,000 58,500 38,000-60,000 48,000

Reward Manager 45,000-60,000 48,000 28,000-50,000 37,000

Reward Analyst 30,000-38,000 34,000 24,000-35,000 30,000




Head of Reward 55,000-70,000 62,000 50,000-60,000 55,000

Reward Manager 45,000-55,000 50,000 35,000-55,000 44,000

Reward Analyst 30,000-40,000 37,000 28,000-38,000 33,000

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Charles CottonPerformance and Reward Adviser, Chartered Institute of Personnel and Development

Despite the past year of political and economic uncertainty, there’s been no let-up in the demand for labour.

However, pay rises have so far remained subdued in 2017. Whilst competitive pressures are feeding through to starting salaries, consequent pay progression is less linked to market rates and pay differentials between levels are shrinking. This may lead to future employee dissatisfaction and retention challenges, especially as we move towards greater pay transparency as typified by the gender pay gap reporting.

Looking ahead to the next 12 months, the question is whether Brexit will result in a reduction in European immigration and, if so, how will organisations respond? The potential fall in immigration may be offset by a rise in the number of older workers, the impact of government welfare reforms and increased automation. If it is, then employers will not need to respond by offering more money.

However, even if significant labour shortages arise, the ability of many employers to increase pay will be constrained by the competitive nature of their market and other employment costs, such as automatic enrolment, the apprenticeship levy and pension deficit reduction.

If we want the right sort of pay inflation, then employers need to review what they do and how they do it in order to find ways to improve employee productivity, which will then allow them to be able to give their employees more in a sustainable fashion.




Talent/Resourcing Director 80,000-110,000 95,000 70,000-80,000 75,000

Head of Talent/Resourcing 60,000-90,000 75,000 55,000-75,000 65,000

Talent/Resourcing Manager 45,000-65,000 60,000 45,000-65,000 50,000

Talent/Resourcing Advisor 28,000-40,000 37,000 32,000-40,000 35,000

Talent/Resourcing Administrator 23,000-30,000 26,000 25,000-30,000 26,000






















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INSURANCE SEEKING CAREER PROGRESSION

Legislative changes and economic uncertainty has led fewer insurance employers forecasting growth, and consequently there is a slight reduction in plans to recruit. For those looking to hire, benchmarking salaries, supporting a positive work-life balance and investing in training and development will help attract top talent and overcome skills shortages.

Hiring plans remain steadyOver the coming year, 94% of insurance employers expect their organisation’s activity levels will increase or stay the same. Nearly half (47%) expect it to stay the same, 10% higher than the overall UK average, indicating consistency in the insurance industry’s forecasts.

The change to the Ogden discount rate has had a dampening effect on profitability for many insurers, resulting in the tempering of immediate growth plans. Although this is under review, it has resulted in some insurers hitting the brakes on investment. Plans for post-Brexit operating models have also resulted in a level of uncertainty for global insurers and brokers, creating a slowing effect on reinvestment. Reflecting this, forecasts for growth have shrunk from last year, falling from 58% anticipating an increase in activity levels, to 47% this year.

However, recruitment plans are continuing with almost two-thirds (65%) of insurance employers looking to hire in the next year. This is slightly below the overall UK average of 71%, but it is being buoyed by a recent flurry of mergers and acquisitions. 62% plan to hire permanent staff and 15% plan to recruit temporary, contract or interim staff.

There is a particular demand for experienced project and change contract professionals, which is expected to continue due to further market consolidation.

Apprenticeships provide opportunities to mitigate long-term skills shortagesDespite a decrease in their recruitment plans, nearly a quarter (22%) of insurance employers feel they do not have the talent needed to achieve current business objectives, marginally below the overall UK average of 24%. Increasingly, severe skills shortages are impacting the whole UK recruitment market and the insurance industry in particular is experiencing the medium- to long-term effects of decreased investment in graduates and junior employees during the recent recession.

This will cause challenges for those looking to hire talented professionals. Over two-thirds (67%) of employers expect to encounter a shortage of suitable applicants when recruiting this year. A further 38% anticipate that competition from other employers will also be an ongoing issue.


Many employers are attempting to remedy this through the creation or continuation of apprenticeship programmes in order to build long-term talent pipelines. However, client relationship management is one skillset in high demand, and this typically takes experience to acquire. As such, in the short term the skills gap looks set to continue.

Structured career progression pathways present opportunitiesSkills shortages may be further impacted by around half (49%) of employees looking to move jobs over the next 12 months. This is slightly lower than the overall UK average of 55%, but still significant.

In the broker market, there is an increased demand for skilled candidates due to continued consolidation and emerging new players in the market. In turn, many brokers are keen to capitalise on their sought-after status and improve their remuneration and rewards packages by moving jobs.

There has been an increase in the number of insurance professionals who believe that there are no progression opportunities at their current organisation (59% compared to 49% last year). This presents an opportunity for employers looking to tempt skilled candidates and retain top talent. Employers should ensure they highlight a structured, long-term career progression pathway from interview, and at planned, regular intervals throughout an employee’s career.

Salary and work-life balance dissatisfaction on the rise The primary reason why employees would leave a role is due to salary and benefits packages. There has been an increase in employee dissatisfaction with salaries, rising from 53% stating they were dissatisfied last year to 62% this year.

Insurance salaries have grown by an average of just 0.7% compared to the overall UK average increase of 1.8%, which may be fuelling employee dissatisfaction. However, certain functions including audit, actuarial and underwriting have seen larger salary increases. This is in part due to a shortage of talent because of decreased entrants into the market in the years immediately following the recession. As a result, there are limited candidates with five to 10 years of experience.

Maintaining a good work-life balance has traditionally been a key part of the culture of companies within the insurance industry. However, there has been an increase in employees who rate their work-life balance as very poor to average, from 36% last year to 44% this year. This may be partly due to the time many employers are now taking to recruit due to a skills short market. Whilst they wait to find a professional of the desired level of experience, their current staff are frequently required to increase their workloads.

Those employers looking to recruit may find it beneficial to hire candidates with less experience and invest in their training and development, as well as look to take on contract professionals. This will help to reduce the time to hire and decrease pressure on teams, as well as helping overcome challenges presented by current skills shortages, which show little sign of abating over the year ahead.

Survey highlights for insurance

Employers Employees







General insurance


Partner 227,000-354,000 298,000

Associate Partner 182,000-253,000 227,000

Chief Risk Officer 161,000-258,000 212,000

Chief Actuary 131,000-202,000 176,000

Director 121,000-182,000 155,000

Senior Manager 78,000-132,000 103,000

Manager 61,000-91,000 76,000

Senior Actuarial Analyst/Consultant 46,000-71,000 61,000

Actuarial Analyst/Consultant 31,000-49,000 41,000

Graduate 28,000-36,000 32,000


Partner 210,000-336,000 283,000



Chief Actuary 121,000-187,000 159,000

Director 111,000-168,000 140,000

Senior Manager 70,000-122,000 93,500

Manager 56,000-85,000 70,000



Graduate 26,000-33,000 30,000


Partner 200,000-319,000 269,000



Chief Actuary 118,000-182,000 155,000

Director 109,000-164,000 137,000

Senior Manager 68,000-118,000 91,000

Manager 55,000-82,000 68,000



Graduate 25,000-32,000 29,000


Partner 200,000-319,000 269,000



Chief Actuary 118,000-182,000 155,000

Director 109,000-164,000 137,000

Senior Manager 68,000-118,000 91,000

Manager 55,000-82,000 68,000



Graduate 25,000-32,000 29,000

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Yorkshire and Humber £ Range £ Typical

Partner 190,000-303,000 255,000



Chief Actuary 112,000-172,000 146,000

Director 103,000-155,000 129,000

Senior Manager 65,000-112,000 77,000

Manager 52,000-77,000 65,000



Graduate 24,000-30,000 27,000


Partner 185,000-296,000 249,000



Chief Actuary 106,000-162,000 137,000

Director 97,000-146,000 121,000

Senior Manager 61,000-105,000 81,000

Manager 49,000-73,000 61,000



Graduate 23,000-28,000 26,000


Partner 190,000-303,000 255,000



Chief Actuary 112,000-172,000 146,000

Director 103,000-155,000 129,000

Senior Manager 67,000-112,000 86,000

Manager 52,000-77,000 65,000



Graduate 24,000-30,000 27,000


Life


Partner 205,000-318,000 268,000



Chief Actuary 118,000-182,000 158,000

Director 109,000-164,000 140,000

Senior Manager 74,000-125,000 98,000

Manager 58,000-87,000 72,000



Graduate 28,000-35,000 32,000

South £ Range £ Typical

Partner 194,000-303,000 255,000



Chief Actuary 109,000-168,000 143,000

Director 100,000-151,000 126,500

Senior Manager 67,000-116,000 89,000

Manager 53,000-80,000 67,000



Graduate 26,000-32,000 29,000


Partner 185,000-288,000 242,000



Chief Actuary 106,000-164,000 138,500

Director 98,000-147,000 123,000

Senior Manager 65,000-112,000 86,500

Manager 52,000-78,000 65,000



Graduate 25,000-31,000 29,000

North £ Range £ Typical

Partner 175,000-273,000 229,000



Chief Actuary 105,000-155,000 131,500

Director 93,000-139,000 116,000

Senior Manager 62,000-106,000 73,500

Manager 49,000-74,000 61,500



Graduate 24,000-30,000 27,000


Partner 171,000-267,000 223,000



Chief Actuary 95,000-146,000 123,500

Director 92,000-138,000 115,000

Senior Manager 58,000-100,000 77,000

Manager 46,000-69,000 57,500



Graduate 22,000-28,000 25,000

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Pensions


Partner 102,000-159,000 134,000


Scheme Actuary 77,000-138,000 106,000

Senior Consultant 72,000-99,000 85,000

Consultant 55,000-77,000 64,500

Senior Actuarial Trainee/Student 39,000-61,000 52,000

Actuarial Trainee/Student 27,000-43,000 36,000

Graduate 25,000-31,000 28,500

South £ Range £ Typical

Partner 97,000-151,000 127,500


Scheme Actuary 73,000-132,000 101,000


Consultant 52,000-73,000 61,000



Graduate 23,000-29,000 26,000


Partner 92,000-144,000 121,000


Scheme Actuary 70,000-125,000 96,000


Consultant 49,000-69,000 58,000



Graduate 22,000-28,000 26,000

North £ Range £ Typical

Partner 88,000-137,000 114,500


Scheme Actuary 68,000-122,000 93,500


Consultant 47,000-66,000 57,000



Graduate 22,000-27,000 24,000


Partner 86,000-133,000 112,000


Scheme Actuary 67,000-119,000 89,000


Consultant 46,000-64,000 55,500



Graduate 20,000-25,000 23,000


Audit


Head of Audit 100,000-160,000 130,000

Audit Director 80,000-120,000 100,000

Senior Internal Audit Manager 75,000-100,000 90,000

Audit Manager 65,000-80,000 75,000

Senior Internal Auditor 55,000-75,000 65,000

Internal Auditor 45,000-60,000 55,000

Part-Qualified Auditor 32,000-42,000 35,000


Head of Audit 80,000-150,000 110,000

Audit Director 80,000-120,000 100,000

Senior Internal Audit Manager 60,000-80,000 70,000

Audit Manager 50,000-65,000 57,000

Senior Internal Auditor 45,000-55,000 50,000

Internal Auditor 42,000-49,000 44,500

Part-Qualified Auditor 25,000-45,000 33,000

Risk and compliance


Head of Risk 100,000-300,000 140,000

Head of Compliance 95,000-200,000 130,000

Risk Manager 70,000-90,000 75,000

Compliance Advisory Manager 60,000-85,000 70,000

Compliance Monitoring Manager 55,000-80,000 60,000

Conduct Assurance Manager 52,000-65,000 60,000

Financial Crime Officer 55,000-65,000 60,000

Risk Analyst 40,000-60,000 55,000

Compliance Assistant 35,000-55,000 45,000

Quality Assurance Analyst 35,000-40,000 37,000

Compliance Administrator 20,000-25,000 22,000


Head of Risk 78,000-130,000 98,000

Head of Compliance 70,000-100,000 85,000

Risk Manager 65,000-85,000 76,000

Compliance Advisory Manager 57,000-72,000 64,000

Compliance Monitoring Manager 50,000-72,000 61,000

Conduct Assurance Manager 55,000-75,000 65,000

Financial Crime Officer 45,000-60,000 52,500

Risk Analyst 38,000-50,000 45,000

Compliance Assistant 27,000-32,000 29,500

Quality Assurance Analyst 28,000-35,000 31,000

Compliance Administrator 23,000-29,000 26,000

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Managing/Regional Director 120,000-300,000 200,000

Broking Manager 100,000-200,000 150,000

Producing Broker 50,000-180,000 120,000

Divisional Director/Director 70,000-120,000 95,000

Placing Broker 40,000-100,000 65,000

New Business Developer/ Development Executive 40,000-100,000 65,000

Account Executive 35,000-70,000 50,000

Technician 25,000-75,000 35,000

Account Handler 25,000-45,000 35,000



Broking Manager 60,000-85,000 72,000




Account Handler 26,000-39,000 31,500



Broking Manager 53,000-72,000 62,000




Account Handler 24,000-32,000 27,500



Broking Manager 49,000-65,000 56,000




Account Handler 24,000-32,000 27,000



Broking Manager 54,000-73,000 60,000




Account Handler 23,000-34,000 27,500



Broking Manager 50,000-67,000 57,000




Account Handler 20,000-31,000 25,000



Broking Manager 55,000-75,000 60,000




Account Handler 24,000-35,000 26,000

INSURANCE BROKING



Head of Claims 150,000-275,000 175,000

Claims Director 100,000-175,000 130,000

Claims Manager 50,000-100,000 90,000

Risk Surveyor/Consultant 45,000-65,000 56,000

Claims Executive 45,000-80,000 60,000

Claims Governance Coordinator 50,000-80,000 65,000

Loss Adjuster 40,000-80,000 60,000

Claims Adjuster 32,000-75,000 50,000

Claims Broker 30,000-60,000 45,000

Claims Technician 25,000-45,000 35,000


Head Of Claims 72,000-105,000 82,500

Claims Director 65,000-87,000 71,500

Claims Manager 45,000-62,000 51,000




Loss Adjuster 34,000-45,000 38,000

Claims Adjuster 31,000-40,000 34,500

Claims Broker 27,000-35,000 32,500



Head of Claims 65,000-90,000 75,000

Claims Director 59,000-79,000 65,000

Claims Manager 41,000-56,000 46,500




Loss Adjuster 31,000-41,000 34,500

Claims Adjuster 28,000-36,000 31,500

Claims Broker 24,000-32,000 29,500



Head of Claims 65,000-90,000 75,000

Claims Director 59,000-79,000 65,000

Claims Manager 41,000-56,000 46,500




Loss Adjuster 31,000-41,000 34,500

Claims Adjuster 28,000-36,000 31,500

Claims Broker 24,000-32,000 29,500


INSURANCE CLAIMS

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Head of Claims 65,000-95,000 75,000

Claims Director 59,000-78,000 65,000

Claims Manager 41,000-56,000 46,500




Loss Adjuster 31,000-41,000 34,500

Claims Adjuster 28,000-36,000 31,500

Claims Broker 24,000-32,000 29,500



Head of Claims 58,000-75,000 65,000

Claims Director 56,000-70,000 60,000

Claims Manager 38,000-50,000 41,000




Loss Adjuster 28,000-37,000 32,000

Claims Adjuster 24,000-30,000 26,500

Claims Broker 22,000-28,000 25,000



Head of Claims 65,000-95,000 75,000

Claims Director 59,000-79,000 65,000

Claims Manager 41,000-56,000 46,500




Loss Adjuster 31,000-41,000 34,500

Claims Adjuster 28,000-36,000 31,500

Claims Broker 24,000-32,000 29,500




Chief Operating Officer 150,000-275,000 200,000

Operations Director 80,000-140,000 100,000

Head of Change 80,000-140,000 120,000


Strategy Manager 60,000-100,000 80,000


Project Manager 60,000-100,000 80,000

Operations Manager 50,000-80,000 70,000


PMO 40,000-80,000 60,000

MI Manager & Analyst 30,000-80,000 50,000


Chief Operating Officer 115,000-200,000 150,000

Operations Director 65,000-105,000 82,500

Head of Change 70,000-110,000 90,000


Strategy Manager 50,000-80,000 65,000


Project Manager 45,000-75,000 60,000



PMO 35,000-65,000 50,000

MI Manager & Analyst 30,000-60,000 40,000

INSURANCE PROJECTS, CHANGE & OPERATIONS

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Head of Underwriting 95,000-275,000 225,000

Underwriting Manager 60,000-100,000 75,000

Class/Lead Underwriter 110,000-250,000 160,000

Senior Underwriter 70,000-180,000 95,000

Underwriter (Specialty) 50,000-150,000 90,000

Underwriter (Combined) 35,000-65,000 50,000

Underwriting Technician 25,000-50,000 40,000

Underwriting Assistant 20,000-35,000 28,000

















































INSURANCE UNDERWRITING

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LEGAL & COMPANY SECRETARIAL PRIORITISING ATTRACTION METHODS

In light of heightened demand across the country, but with commercial considerations still restricting salary increases, many law firms are working hard to promote other attractive features, such as agile working, as part of their attraction and retention plans.

Positive outlook reflects a healthy market54% of legal employers expect their activity levels to increase in the coming year. This expectation is positive, but slightly below the overall UK average of 59%. Law firms across the country are enjoying a positive outlook, supported by key success indicators including rising profit per equity partner (PEP) figures, the retention of the majority of newly qualified lawyers, together with increases in their base salary and an increasing volume of vacancies.

65% of employers are looking to hire new staff to meet expected workflows over the next 12 months. This is in part being shaped as Brexit becomes a reality, causing the requirement for legal professionals, including regulatory lawyers and those in advisory roles, to increase as organisations anticipate the challenges and opportunities brought about following the referendum vote.

The continued expansion, consolidation and reorganisation of a number of firms across the country has created healthy demand for experienced qualified professionals. In London, real estate lawyers are once again sought after following a slowdown in hiring last year. The demand for corporate and banking lawyers remains strong, despite the uncertainties and challenges presented by Brexit.

Outside of London, corporate, commercial, real estate and construction lawyers are being sought, from newly qualified to senior professionals. Recent changes to employment tribunal fees are also set to increase the need for employment lawyers. Upcoming implementation of the General Data Protection Regulation (GDPR) has also increased demand for data protection lawyers as organisations ensure they are compliant.

One particular trend is the continued growth of legal process hubs located in the North West, Bristol, Belfast, Birmingham and more recently, Yorkshire and the North East. This nearshoring trend is expected to continue, therefore creating increased demand in these regional hubs.

Company secretarial high in demand Recruitment for company secretarial roles has been particularly busy in the financial and professional services sectors. Continued pressure from the Financial Conduct Authority has put pressure on both parent companies of financial services providers and their regulated subsidiaries to provide transparency in their decision-making processes. This has created demand for experienced company secretarial professionals with strong influencing skills to support regulated subsidiary boards in their committee meetings.


Within professional services, a greater number of trainee company secretarial jobs has been driven by many organisations outsourcing compliance work to legal and accounting services. There is consequently greater need and, therefore, increased competition for experienced managers and assistant managers to oversee these growing teams.

Despite plans to hire, a significant percentage of employers (80%) across the country say their top challenge when recruiting is a shortage of suitable applicants, creating the need to consider how best to attract and retain talent.

Recognising the value of benefits offeringsWork-life balance is important for 30% of legal professionals, with particular value placed on agile working (67%) and additional days of annual leave (67%). The importance placed on agile working has been recognised by employers with 61% of employers now offering this to their staff alongside other benefits. Working options may typically include one day a week working from home and compressed hours.

Skills training, such as accredited, policy-led and more informal training opportunities, are also widely used as both a recruitment and retention tool in the profession. Outside of financial benefits and agile working, just under a fifth (19%) of employers state that training is in fact their most important method to help attract staff. The provision of mentoring is also seen as a valuable component to positively support career development and retention, especially at mid- to senior-level roles.

Perceived limitations on career progression Over two-fifths (42%) of professionals say there is no scope for career progression at their current organisation. A lack of future opportunities (23%) and concerns about job security (13%) are cited as important reasons for why professionals may want to leave their current role. An additional 36% of professionals state their salary or benefits package is the main reason they want to leave their current role.

However, fewer than a third (31%) of professionals anticipate leaving their jobs within the next six months. This indicates an underlying nervousness to leave roles, despite some employee dissatisfaction.

Despite this caution at an individual level, it is important for employers to evaluate their salary and benefits offering to ensure they are competitive. Where possible, providing the option of agile working arrangements and a programme of training and development opportunities should go a significant way in securing the talent that employers need to enable growth.

This commentary reflects sentiments from professionals working mainly in law firms. However, the salary ranges are representative of the entire legal sector.

Survey highlights for legal and company secretarial

Employers Employees







LEG

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LEGAL PRIVATE PRACTICE

London law firms

London – International £ Range £ Typical

10+ Years’ PQE 170,000+ 170,000

7-10 Years’ PQE 140,000-165,000 155,000

6 Years’ PQE 130,000-152,000 142,000

5 Years’ PQE 120,000-142,000 132,000

4 Years’ PQE 110,000-132,000 122,000

3 Years’ PQE 100,000-122,000 112,000

2 Years’ PQE 90,000-112,000 102,000

1 Year’s PQE 79,000-97,000 87,000

Newly Qualified 71,000-87,000 80,000

London – National £ Range £ Typical

10+ Years’ PQE 110,000+ 125,000

7-10 Years’ PQE 96,000-130,000 115,000

6 Years’ PQE 92,000-114,000 100,000

5 Years’ PQE 86,000-102,000 92,000

4 Years’ PQE 81,000-96,000 87,000

3 Years’ PQE 76,000-86,000 81,000

2 Years’ PQE 72,000-84,000 76,000

1 Year’s PQE 66,000-75,000 71,000

Newly Qualified 62,000-70,000 66,000

Boutique £ Range £ Typical

10+ Years’ PQE 90,000+ 95,000

7-10 Years’ PQE 80,000-100,000 90,000

6 Years’ PQE 70,000-87,000 78,000

5 Years’ PQE 64,000-79,000 74,000

4 Years’ PQE 62,000-76,000 68,000

3 Years’ PQE 58,000-68,000 64,000

2 Years’ PQE 54,000-64,000 58,000

1 Year’s PQE 50,000-59,000 54,000

Newly Qualified 46,000-54,000 50,000

US – New York £ Range £ Typical

10+ Years’ PQE 225,000+ 240,000

7-10 Years’ PQE 200,000+ 230,000

6 Years’ PQE 150,000-175,000 160,000

5 Years’ PQE 140,000-155,000 150,000

4 Years’ PQE 130,000-145,000 140,000

3 Years’ PQE 115,000-135,000 125,000

2 Years’ PQE 106,000-115,000 110,000

1 Year’s PQE 100,000-112,000 105,000

Newly Qualified 94,000-104,000 98,000

US – Mid-Atlantic £ Range £ Typical

10+ Years’ PQE 130,000+ 150,000

7-10 Years’ PQE 120,000-150,000 140,000

6 Years’ PQE 110,000-140,000 130,000

5 Years’ PQE 105,000-130,000 120,000

4 Years’ PQE 96,000-120,000 110,000

3 Years’ PQE 90,000-108,000 100,000

2 Years’ PQE 80,000-98,000 90,000

1 Year’s PQE 75,000-90,000 85,000

Newly Qualified 70,000-88,000 78,000

Channel Islands (GBP) £ Range £ Typical

10+ Years’ PQE 100,000-130,000 120,000

7-10 Years’ PQE 90,000-130,000 100,000

6 Years’ PQE 87,000-93,000 92,000

5 Years’ PQE 82,000-88,000 87,000

4 Years’ PQE 77,000-82,000 80,000

3 Years’ PQE 72,000-78,000 77,000

2 Years’ PQE 67,000-72,000 70,000

1 Year’s PQE 60,000-65,000 63,000

Newly Qualified 58,000-62,000 60,000

Cayman Islands $ Range $ Typical

10+ Years’ PQE 220,000+ 230,000

7-10 Years’ PQE 200,000-220,000 210,000

6 Years’ PQE 180,000-190,000 185,000

5 Years’ PQE 170,000-180,000 175,000

4 Years’ PQE 160,000-170,000 165,000

3 Years’ PQE 150,000-160,000 155,000

British Virgin Islands $ Range $ Typical

10+ Years’ PQE 200,000+ 210,000

7-10 Years’ PQE 185,000-195,000 190,000

6 Years’ PQE 175,000-185,000 180,000

5 Years’ PQE 165,000-175,000 170,000

4 Years’ PQE 155,000-165,000 160,000

3 Years’ PQE 145,000-155,000 150,000

London – Offshore £ Range £ Typical

10+ Years’ PQE 125,000+ 130,000

7-10 Years’ PQE 110,000-130,000 120,000

6 Years’ PQE 105,000-115,000 112,000

5 Years’ PQE 100,000-110,000 105,000

4 Years’ PQE 95,000-105,000 100,000

3 Years’ PQE 90,000-100,000 97,000

NOTE: PQE refers to post-qualified experience


Regional law firms


10+ Years’ PQE 60,000-110,000 85,000

7-10 Years’ PQE 57,000-100,000 75,000

6 Years’ PQE 53,000-62,000 57,000

5 Years’ PQE 45,000-55,000 54,000

4 Years’ PQE 40,000-55,000 50,000

3 Years’ PQE 35,000-50,000 46,000

2 Years’ PQE 33,000-47,000 42,000

1 Year’s PQE 30,000-43,000 38,000

Newly Qualified 30,000-40,000 36,000


10+ Years’ PQE 50,000-90,000 75,000

7-10 Years’ PQE 40,000-75,000 65,000

6 Years’ PQE 40,000-64,000 55,500

5 Years’ PQE 36,000-61,000 53,000

4 Years’ PQE 32,000-58,000 49,000

3 Years’ PQE 30,000-56,000 48,000

2 Years’ PQE 28,000-52,000 44,000

1 Year’s PQE 25,000-51,000 42,000

Newly Qualified 22,000-50,000 40,000


10+ Years’ PQE 40,000-75,000 65,000

7-10 Years’ PQE 35,000-65,000 52,000

6 Years’ PQE 30,000-55,000 45,000

5 Years’ PQE 28,000-49,000 42,000

4 Years’ PQE 26,000-47,000 40,000

3 Years’ PQE 25,000-44,000 38,000

2 Years’ PQE 24,000-43,000 36,000

1 Year’s PQE 23,000-42,500 34,000

Newly Qualified 22,000-42,000 32,000


10+ Years’ PQE 60,000-80,000 70,000

7-10 Years’ PQE 50,000-70,000 65,000

6 Years’ PQE 40,000-60,000 55,000

5 Years’ PQE 45,000-65,000 52,000

4 Years’ PQE 35,000-54,000 50,000

3 Years’ PQE 34,000-48,000 45,000

2 Years’ PQE 33,000-43,000 42,000

1 Year’s PQE 32,000-40,000 38,000

Newly Qualified 28,000-41,000 36,000

North East and Yorkshire £ Range £ Typical

10+ Years’ PQE 55,000-80,000 70,000

7-10 Years’ PQE 45,000-70,000 65,000

6 Years’ PQE 43,000-60,000 55,000

5 Years’ PQE 41,000-60,000 52,000

4 Years’ PQE 37,000-55,000 48,000

3 Years’ PQE 34,000-52,000 45,000

2 Years’ PQE 33.000-48,000 42,000

1 Year’s PQE 32,000-45,000 40,000

Newly Qualified 30,000-42,000 38,000


10+ Years’ PQE 55,000-80,000 70,000

7-10 Years’ PQE 45,000-70,000 65,000

6 Years’ PQE 43,000-60,000 55,000

5 Years’ PQE 41,000-60,000 52,000

4 Years’ PQE 37,000-55,000 48,000

3 Years’ PQE 34,000-52,000 45,000

2 Years’ PQE 33,000-48,000 42,000

1 Year’s PQE 32,000-45,000 40,000

Newly Qualified 30,000-42,000 38,000


10+ Years’ PQE 48,000-75,000 65,000

7-10 Years’ PQE 45,000-60,000 55,000

6 Years’ PQE 42,000-55,000 50,000

5 Years’ PQE 38,000-50,000 42,000

4 Years’ PQE 32,000-40,000 36,000

3 Years’ PQE 28,000-36,000 32,000

2 Years’ PQE 24,000-32,000 30,000

1 Year’s PQE 22,000-30,000 26,500

Newly Qualified 20,000-28,500 24,000


10+ Years’ PQE 55,000-80,000 65,000

7-10 Years’ PQE 45,000-70,000 60,000

6 Years’ PQE 44,000-60,000 56,000

5 Years’ PQE 38,000-56,000 52,000

4 Years’ PQE 36,000-47,000 46,000

3 Years’ PQE 34,000-44,000 43,000

2 Years’ PQE 33,000-43,000 40,000

1 Year’s PQE 32,000-42,000 38,000

Newly Qualified 25,000-35,000 31,000


LEG

AL

In-

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LEGAL IN-HOUSE

Commerce and industry


10+ Years’ PQE 90,000+ 100,000

7-10 Years’ PQE 80,000-100,000 90,000

6 Years’ PQE 74,000-89,000 81,500

5 Years’ PQE 70,000-85,000 77,500

4 Years’ PQE 64,000-76,000 70,000

3 Years’ PQE 60,000-69,000 64,500

2 Years’ PQE 55,000-66,000 60,500

1 Year’s PQE 50,000-58,000 54,000

Newly Qualified 47,000-55,000 51,000


10+ Years’ PQE 80,000-120,000 110,000

7-10 Years’ PQE 75,000-105,000 90,000

6 Years’ PQE 55,000-80,000 75,000

5 Years’ PQE 50,000-75,000 67,000

4 Years’ PQE 45,000-70,000 60,000

3 Years’ PQE 42,000-60,000 55,000

2 Years’ PQE 41,000-55,000 48,000

1 Year’s PQE 38,000-52,000 45,000

Newly Qualified 35,000-50,000 42,000


10+ Years’ PQE 65,000-110,000 85,000

7-10 Years’ PQE 57,000-90,000 75,000

6 Years’ PQE 55,000-75,000 70,000

5 Years’ PQE 50,000-70,000 65,000

4 Years’ PQE 45,000-65,000 60,000

3 Years’ PQE 42,000-60,000 57,000

2 Years’ PQE 41,000-50,000 48,000

1 Year’s PQE 38,000-47,000 45,000

Newly Qualified 35,000-45,000 42,000


10+ Years’ PQE 60,000-100,000 75,000

7-10 Years’ PQE 55,000-70,000 65,000

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 43,000

2 Years’ PQE 36,000-43,000 40,000

1 Year’s PQE 33,000-38,000 35,000

Newly Qualified 30,000-35,000 32,000


10+ Years’ PQE 70,000-100,000 80,000

7-10 Years’ PQE 55,000-75,000 70,000

6 Years’ PQE 52,000-70,000 65,000

5 Years’ PQE 45,000-65,000 56,000

4 Years’ PQE 42,000-55,000 48,000

3 Years’ PQE 40,000-52,000 45,000

2 Years’ PQE 38,000-48,000 42,000

1 Year’s PQE 35,000-45,000 40,000

Newly Qualified 35,000-40,000 38,000


10+ Years’ PQE 60,000-80,000 70,000

7-10 Years’ PQE 53,000-70,000 60,000

6 Years’ PQE 48,000-65,000 55,000

5 Years’ PQE 45,000-58,000 52,000

4 Years’ PQE 40,000-53,000 48,000

3 Years’ PQE 36,000-50,000 45,000

2 Years’ PQE 34,000-45,000 42,000

1 Year’s PQE 32,000-40,000 38,000

Newly Qualified 28,000-38,000 35,000




10+ Years’ PQE 60,000-80,000 70,000

7-10 Years’ PQE 52,000-70,000 60,000

6 Years’ PQE 48,000-65,000 55,000

5 Years’ PQE 45,000-58,000 52,000

4 Years’ PQE 40,000-53,000 48,000

3 Years’ PQE 36,000-50,000 45,000

2 Years’ PQE 34,000-44,000 41,000

1 Year’s PQE 32,000-40,000 38,000

Newly Qualified 28,000-38,000 36,000


10+ Years’ PQE 55,000-75,000 60,000

7-10 Years’ PQE 50,000-60,000 55,000

6 Years’ PQE 45,000-55,000 48,000

5 Years’ PQE 38,000-50,000 42,000

4 Years’ PQE 32,000-40,000 38,000

3 Years’ PQE 30,000-38,000 34,000

2 Years’ PQE 28,000-35,000 30,000

1 Year’s PQE 24,000-32,000 26,000

Newly Qualified 20,000-30,000 25,000


10+ Years’ PQE 58,000-75,000 60,000

7-10 Years’ PQE 55,000-65,000 55,000

6 Years’ PQE 45,000-60,000 53,000

5 Years’ PQE 42,000-55,000 52,000

4 Years’ PQE 38,000-48,000 45,000

3 Years’ PQE 36,000-44,000 42,000

2 Years’ PQE 34,000-42,000 38,000

1 Year’s PQE 32,000-38,000 36,000

Newly Qualified 30,000-35,000 31,000


LEGAL IN-HOUSE

Financial services


10+ Years’ PQE 110,000+ 125,000

7-10 Years’ PQE 100,000-120,000 112,000

6 Years’ PQE 90,000-105,000 92,500

5 Years’ PQE 86,000-92,000 87,500

4 Years’ PQE 76,000-86,000 82,500

3 Years’ PQE 72,000-78,000 76,000

2 Years’ PQE 62,000-72,000 67,500

1 Year’s PQE 57,000-68,000 62,500

Newly Qualified 46,000-57,000 52,000

London – Investment banking £ Range £ Typical

10+ Years’ PQE 110,000+ 145,000

7-10 Years’ PQE 105,000-140,000 125,000

6 Years’ PQE 98,000-122,000 113,000

5 Years’ PQE 95,000-113,000 103,000

4 Years’ PQE 85,000-102,000 92,500

3 Years’ PQE 76,000-91,000 83,000

2 Years’ PQE 68,000-77,000 72,500

1 Year’s PQE 55,000-67,000 64,500

Newly Qualified 50,000-62,000 54,000


10+ Years’ PQE 65,000-120,000 110,000

7-10 Years’ PQE 60,000-105,000 90,000

6 Years’ PQE 55,000-80,000 65,000

5 Years’ PQE 50,000-75,000 60,000

4 Years’ PQE 45,000-70,000 55,000

3 Years’ PQE 42,000-60,000 50,000

2 Years’ PQE 41,000-55,000 45,000

1 Year’s PQE 38,000-52,000 42,000

Newly Qualified 35,000-50,000 41,000


10+ Years’ PQE 70,000-120,000 90,000

7-10 Years’ PQE 57,000-90,000 80,000

6 Years’ PQE 55,000-80,000 75,000

5 Years’ PQE 50,000-70,000 65,000

4 Years’ PQE 45,000-65,000 60,000

3 Years’ PQE 42,000-57,000 55,000

2 Years’ PQE 41,000-50,000 48,000

1 Year’s PQE 38,000-47,000 46,000

Newly Qualified 35,000-50,000 43,000


10+ Years’ PQE 60,000-100,000 80,000

7-10 Years’ PQE 55,000-75,000 68,000

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 48,000

3 Years’ PQE 40,000-45,000 44,000

2 Years’ PQE 36,000-43,000 40,000

1 Year’s PQE 33,000-38,000 35,000

Newly Qualified 30,000-35,000 32,000


10+ Years’ PQE 70,000-100,000 75,000

7-10 Years’ PQE 60,000-70,000 65,000

6 Years’ PQE 50,000-67,000 60,000

5 Years’ PQE 47,000-60,000 57,000

4 Years’ PQE 42,000-56,000 54,000

3 Years’ PQE 38,000-52,000 45,000

2 Years’ PQE 38,000-47,000 42,000

1 Year’s PQE 37,000-44,000 39,000

Newly Qualified 32,000-42,000 37,000

LEG

AL

In-

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10+ Years’ PQE 65,000-85,000 75,000

7-10 Years’ PQE 55,000-80,000 65,000

6 Years’ PQE 50,000-75,000 60,000

5 Years’ PQE 42,000-65,000 55,000

4 Years’ PQE 40,000-55,000 50,000

3 Years’ PQE 38,000-53,000 46,000

2 Years’ PQE 36,000-45,000 43,000

1 Year’s PQE 32,000-42,000 38,000

Newly Qualified 33,000-38,000 35,000


10+ Years’ PQE 65,000-85,000 75,000

7-10 Years’ PQE 55,000-80,000 65,000

6 Years’ PQE 50,000-75,000 60,000

5 Years’ PQE 42,000-65,000 55,000

4 Years’ PQE 40,000-55,000 50,000

3 Years’ PQE 38,000-53,000 46,000

2 Years’ PQE 36,000-45,000 43,000

1 Year’s PQE 32,000-42,000 38,000

Newly Qualified 30,000-38,000 35,000


10+ Years’ PQE 55,000-75,000 60,000

7-10 Years’ PQE 50,000-65,000 55,000

6 Years’ PQE 48,000-60,000 52,000

5 Years’ PQE 40,000-48,000 43,000

4 Years’ PQE 38,000-45,000 42,000

3 Years’ PQE 32,000-40,000 36,000

2 Years’ PQE 26,000-35,000 30,000

1 Year’s PQE 24,000-30,000 26,000

Newly Qualified 22,000-28,500 24,000


10+ Years’ PQE 55,000-75,000 65,000

7-10 Years’ PQE 50,000-65,000 60,000

6 Years’ PQE 45,000-60,000 52,000

5 Years’ PQE 42,000-55,000 49,000

4 Years’ PQE 38,000-50,000 45,000

3 Years’ PQE 36,000-44,000 42,000

2 Years’ PQE 34,000-42,000 38,000

1 Year’s PQE 32,000-40,000 36,000

Newly Qualified 30,000-36,000 31,000


LEGAL PUBLIC SECTOR

LEG

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Pub

lic s

ecto

r

London – Government £ Range £ Typical

10+ Years' PQE 60,000-125,000 75,000

7-10 Years' PQE 55,000-75,000 65,000

6 Years' PQE 55,000-75,000 60,000

5 Years' PQE 50,000-75,000 52,000

4 Years' PQE 42,000-58,000 48,000

3 Years' PQE 42,000-58,000 45,000

2 Years' PQE 38,000-45,000 42,000

1 Year's PQE 38,000-45,000 40,000

Newly Qualified 35,000-42,000 38,000

London – Regulatory bodies £ Range £ Typical

10+ Years' PQE 60,000-145,000 75,000

7-10 Years' PQE 55,000-85,000 65,000

6 Years' PQE 55,000-85,000 65,000

5 Years' PQE 50,000-75,000 55,000

4 Years' PQE 48,000-58,000 51,000

3 Years' PQE 42,000-58,000 45,000

2 Years' PQE 38,000-45,000 42,000

1 Year's PQE 38,000-45,000 40,000

Newly Qualified 35,000-42,000 38,000


10+ Years' PQE 60,000-100,000 75,000

7-10 Years' PQE 57,000-75,000 65,000

6 Years' PQE 53,000-62,000 57,000

5 Years' PQE 50,000-58,000 55,000

4 Years' PQE 47,000-55,000 52,000

3 Years' PQE 45,000-50,000 47,000

2 Years' PQE 40,000-47,000 42,000

1 Year's PQE 37,000-43,000 40,000

Newly Qualified 35,000-40,000 37,000


10+ Years' PQE 60,000-100,000 70,000

7-10 Years' PQE 43,000-75,000 45,000

6 Years' PQE 34,000-50,000 35,000

5 Years' PQE 31,000-42,000 32,000

4 Years' PQE 28,000-38,000 29,000

3 Years' PQE 25,000-34,000 26,500

2 Years' PQE 24,000-32,000 25,500

1 Year's PQE 22,000-30,000 24,500

Newly Qualified 21,000-28,000 23,000


10+ Years' PQE 55,000-85,000 65,000

7-10 Years' PQE 40,000-68,000 42,000

6 Years' PQE 31,000-42,000 32,000

5 Years' PQE 28,000-38,000 29,000

4 Years' PQE 26,000-35,000 27,000

3 Years' PQE 24,000-32,000 25,500

2 Years' PQE 23,000-30,000 24,500

1 Year's PQE 21,000-28,000 23,500

Newly Qualified 20,000-26,000 22,000


10+ Years' PQE 60,000-80,000 65,000

7-10 Years' PQE 50,000-60,000 55,000

6 Years' PQE 45,000-55,000 46,000

5 Years' PQE 42,000-52,000 45,000

4 Years' PQE 35,000-48,000 43,000

3 Years' PQE 34,000-45,000 40,000

2 Years' PQE 33,000-42,000 38,000

1 Year's PQE 30,000-38,000 35,000

Newly Qualified 25,000-35,000 30,000




10+ Years' PQE 55,000-100,000 70,000

7-10 Years' PQE 40,000-70,000 55,000

6 Years' PQE 40,000-60,000 45,000

5 Years' PQE 36,000-50,000 40,000

4 Years' PQE 30,000-45,000 38,000

3 Years' PQE 28,000-38,000 36,000

2 Years' PQE 28,000-36,000 34,000

1 Year's PQE 28,000-35,000 32,000

Newly Qualified 25,000-35,000 28,000


10+ Years' PQE 55,000-100,000 70,000

7-10 Years' PQE 40,000-70,000 55,000

6 Years' PQE 40,000-60,000 45,000

5 Years' PQE 36,000-50,000 40,000

4 Years' PQE 30,000-45,000 38,000

3 Years' PQE 28,000-38,000 36,000

2 Years' PQE 28,000-36,000 34,000

1 Year's PQE 28,000-35,000 32,000

Newly Qualified 25,000-35,000 28,000


10+ Years' PQE 53,000-75,000 55,000

7-10 Years' PQE 50,000-65,000 52,000

6 Years' PQE 45,000-60,000 48,000

5 Years' PQE 42,000-50,000 44,000

4 Years' PQE 38,000-45,000 38,000

3 Years' PQE 35,000-42,000 36,000

2 Years' PQE 32,000-40,000 34,000

1 Year's PQE 30,000-36,000 30,000

Newly Qualified 27,000-34,000 28,000


10+ Years' PQE 55,000-75,000 58,000

7-10 Years' PQE 50,000-65,000 55,000

6 Years' PQE 45,000-60,000 50,000

5 Years' PQE 42,000-50,000 45,000

4 Years' PQE 38,000-45,000 40,000

3 Years' PQE 35,000-42,000 38,000

2 Years' PQE 32,000-40,000 35,000

1 Year's PQE 30,000-36,000 32,000

Newly Qualified 28,000-34,000 30,000


LEGAL CHARITIES

LEG

AL

Cha

riti

es


10+ Years' PQE 60,000-120,000 75,000

7-10 Years' PQE 57,000-75,000 65,000

6 Years' PQE 53,000-62,000 57,000

5 Years' PQE 50,000-58,000 55,000

4 Years' PQE 47,000-55,000 52,000

3 Years' PQE 45,000-50,000 47,000

2 Years' PQE 40,000-47,000 42,000

1 Year's PQE 38,000-45,000 40,000

Newly Qualified 35,000-45,000 38,000


10+ Years' PQE 60,000-80,000 65,000

7-10 Years' PQE 50,000-60,000 55,000

6 Years' PQE 45,000-55,000 46,000

5 Years' PQE 42,000-52,000 45,000

4 Years' PQE 35,000-48,000 43,000

3 Years' PQE 34,000-45,000 40,000

2 Years' PQE 33,000-42,000 38,000

1 Year's PQE 30,000-38,000 35,000

Newly Qualified 25,000-35,000 30,000


10+ Years' PQE 45,000-70,000 60,000

7-10 Years' PQE 37,000-55,000 48,000

6 Years' PQE 35,000-48,000 42,000

5 Years' PQE 32,000-45,000 40,000

4 Years' PQE 30,000-42,000 37,000

3 Years' PQE 29,000-40,000 34,000

2 Years' PQE 28,000-38,000 32,000

1 Year's PQE 27,000-36,000 30,000

Newly Qualified 25,000-35,000 28,000


10+ Years' PQE 45,000-70,000 55,000

7-10 Years' PQE 37,000-55,000 45,000

6 Years' PQE 35,000-48,000 39,000

5 Years' PQE 32,000-45,000 37,000

4 Years' PQE 30,000-42,000 35,000

3 Years' PQE 29,000-40,000 32,000

2 Years' PQE 28,000-38,000 30,000

1 Year's PQE 27,000-36,000 28,000

Newly Qualified 25,000-35,000 26,000


10+ Years' PQE 60,000-80,000 65,000

7-10 Years' PQE 50,000-60,000 55,000

6 Years' PQE 45,000-55,000 46,000

5 Years' PQE 42,000-52,000 45,000

4 Years' PQE 35,000-48,000 43,000

3 Years' PQE 34,000-45,000 40,000

2 Years' PQE 33,000-42,000 38,000

1 Year's PQE 30,000-38,000 35,000

Newly Qualified 25,000-35,000 30,000


10+ Years' PQE 50,000-80,000 60,000

7-10 Years' PQE 45,000-70,000 50,000

6 Years' PQE 38,000-55,000 45,000

5 Years' PQE 35,000-50,000 40,000

4 Years' PQE 30,000-45,000 36,000

3 Years' PQE 28,000-38,000 35,000

2 Years' PQE 27,000-38,000 30,000

1 Year's PQE 26,000-36,000 28,000

Newly Qualified 24,000-35,000 26,000




10+ Years' PQE 50,000-80,000 60,000

7-10 Years' PQE 45,000-70,000 50,000

6 Years' PQE 38,000-55,000 45,000

5 Years' PQE 35,000-50,000 40,000

4 Years' PQE 30,000-45,000 36,000

3 Years' PQE 28,000-38,000 35,000

2 Years' PQE 27,000-38,000 30,000

1 Year's PQE 26,000-36,000 28,000

Newly Qualified 24,000-35,000 26,000


10+ Years' PQE 55,000-65,000 45,000

7-10 Years' PQE 50,000-60,000 48,000

6 Years' PQE 45,000-65,000 47,000

5 Years' PQE 42,000-50,000 44,000

4 Years' PQE 30,000-45,000 35,000

3 Years' PQE 28,000-38,000 35,000

2 Years' PQE 27,000-35,000 30,000

1 Year's PQE 26,000-36,000 28,000

Newly Qualified 24,000-35,000 26,000


10+ Years' PQE 40,000-65,000 45,000

7-10 Years' PQE 45,000-60,000 48,000

6 Years' PQE 45,000-65,000 47,000

5 Years' PQE 42,000-50,000 44,000

4 Years' PQE 30,000-45,000 36,000

3 Years' PQE 28,000-38,000 35,000

2 Years' PQE 27,000-38,000 30,000

1 Year's PQE 26,000-36,000 28,000

Newly Qualified 24,000-35,000 26,000


LEGAL PARALEGAL

LEG

AL

Par

aleg

al

Commerce and industry


3+ Years’ Experience 36,000-45,000 40,000

2 Years’ Experience 28,000-38,000 32,000

1 Year’s Experience 25,000-30,000 28,000

0-12 Months’ Experience 22,000-27,000 23,000











































Financial services


3+ Years’ Experience 49,000+ 55,500




London – ISDA Negotiator £ Range £ Typical

3+ Years’ Experience 65,000+ 81,000













































LEGAL PARALEGAL

LEG

AL

Par

aleg

al/l

egal

exe

cuti

ves

Law firms

London – International £ Range £ Typical





London – National £ Range £ Typical





Boutique £ Range £ Typical





US - New York £ Range £ Typical





US - Mid-Atlantic £ Range £ Typical





































2 Years’ Experience 17000-22,000 20,000










LEGAL LEGAL EXECUTIVES

Law firm legal executives


Fellow 35,000-42,000 36,000

Member 24,000-32,000 26,000

Trainee 18,000-24,000 20,000


Fellow 25,000-37,000 30,000

Member 20,000-27,000 26,000

Trainee 15,000-25,000 18,000


Fellow 25,000-45,000 30,000

Member 20,000-28,000 25,000

Trainee 15,000-20,000 17,500


Fellow 24,000-32,000 26,000

Member 18,000-25,000 22,000

Trainee 13,000-20,000 15,000


Fellow 25,000-45,000 32,000

Member 20,000-28,000 25,000

Trainee 15,000-20,000 17,000


Fellow 24,000-40,000 32,000

Member 19,000-25,000 24,000

Trainee 16,000-20,000 17,000


Fellow 24,000-40,000 32,000

Member 19,000-25,000 24,000

Trainee 16,000-20,000 17,000


Fellow 21,000-32,000 27,000

Member 20,000-25,000 23,000

Trainee 18,000-21,000 19,000


Fellow 23,000-35,000 27,000

Member 20,000-28,000 23,000

Trainee 15,000-22,000 16,500


LEG

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LEGAL DOCUMENT REVIEW


Team Lead 35,000-48,000 45,000

Non-Qualified – Language Skills 30,000-40,000 34,000

Non-Qualified 30,000-35,000 32,000


Team Lead 30,000-35,000 33,000


Non-Qualified 18,000-25,000 22,000


Team Lead 30,000-35,000 33,000


Non-Qualified 18,000-25,000 22,000


Team Lead 30,000-35,000 33,000


Non-Qualified 18,000-25,000 22,000


Team Lead 30,000-55,000 45,000


Non-Qualified 18,000-24,000 18,000


COMPANY SECRETARIAL SALARIES

COM

PAN

Y SE

CRET

AR

IAL

Sal

arie

s

FTSE 100 £ Range

Company Secretary 130,000-300,000

Deputy Secretary 100,000-150,000

Senior Assistant Company Secretary 75,000-95,000

Assistant Company Secretary 45,000-75,000

Company Secretarial Assistant 28,000-45,000

Trainee 25,000-30,000

FTSE 250 £ Range



Senior Assistant Company Secretary 40,000-65,000


Trainee 26,000-32,000

Other UK listed companies £ Range





Trainee 25,000-30,000

Private £ Range





Trainee 23,000-28,000

Professional services £ Range

Partner 150,000-300,000

Director 95,000-140,000

Senior Manager 65,000-85,000

Manager 50,000-65,000

Senior Associate 35,000-50,000

Trainee / Associate 24,000-35,000

Public sector/Not-for-profit £ Range

Company Secretary/Head of Governance 60,000-100,000

Deputy Secretary/Governance Manager 50,000-60,000


Company Secretarial Assistant/ Governance Officer 25,000-32,000

Trainee 22,000-26,000


Peter SwabeyPolicy and Research Director, ICSA: The Governance Institute

It is a fascinating time to be a company secretary or governance professional. Governance continues to have a very high profile across all sectors, which is leading to an increased demand for skilled and experienced practitioners to help companies and other organisations be the best they can be.

Every day there is a governance issue of some sort in the press. There is much more focus on, and awareness of, governance as a business-critical activity and we are seeing this evidenced in two ways; a demand for company secretaries which, we are told, is exceeding supply in some sectors; and an increased focus on the importance of an independent company

secretary/governance officer role, one that is not combined with a legal or financial role. This is an exciting development, as a standalone governance role has a much greater sphere of influence than one limited by the vastly different skillsets of finance or legal professionals.

The ICSA qualification provides an outstanding basis for the profession, both for those people entering the profession straight away and for those switching career at a later stage. We are seeing an increase in the number of people who are swapping to a governance role mid-career, often from a legal or accountancy background. There is also a desire on the part of those already in governance roles to develop the soft skills which help them in their daily work and prepare them for future board roles.

Whilst experience remains key, and there is no substitute for demonstrable achievement in governance roles, there is an increasing recognition that many of these softer skills can be learned. This is where ICSA: The Governance Institute and our members can play an additional role, helping to move colleagues forward in their careers.

This is a time of huge opportunity for governance professionals.

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LIFE SCIENCES CULTURE CRUCIAL FOR TALENT

Market uncertainty is resulting in moderate pay rises for many, which is fuelling salary dissatisfaction. Improving career development opportunities is, therefore, a key focus to attract and retain skilled life sciences professionals.

Securing permanent staff to counter uncertaintyOverall, the outlook for the life sciences sector has tempered slightly in the last year. A higher percentage of employers feel business activity will stay the same in the next 12 months (35%) compared to last year (27%). However, on a positive note, a further 59% predict growth, bringing the total to 93% who expect their organisation’s activity to increase or stay the same.

The impact of Brexit on the trading environment is yet to be fully understood, but is especially pertinent due to the dependence on skilled professionals from the EU. Nevertheless, almost three-quarters (72%) of employers expect to hire in the next year, in line with the overall UK average of 71%. As employers await to understand the full impact of Brexit, hiring in the UK is becoming more focused on recruiting permanent over temporary professionals, in an attempt to secure skilled staff sooner rather than later.

Over three-fifths (61%) of employers expect to hire permanent staff in the next year, just above the overall UK average of 59%. Over a quarter (27%) plan to hire temporary, contract or interim professionals in the next year, just below the overall UK average of 29%.

The overall trend towards permanent hiring is increasing demand for those with both leadership and technical ability.

However, permanent professionals can be difficult to find, and employers often turn to highly skilled temporary staff for more technical requirements and projects.

Competition increases as employee movement slowsSkills shortages are prevalent, with 68% of employers facing a lack of suitable candidates this year. This is particularly true within drug safety and medical information roles, especially at senior levels, which is causing salary increases as employers compete to attract in-demand candidates. This includes heads of drug safety and medical information directors who have seen significant salary increases in the last year.

Some of the most sought-after skills are operations and technical skills (36%), managerial and leadership (35%) and data and analytics skills (30%). It is a competitive environment for candidates who possess these skillsets.

Exacerbating the skills shortages is the decrease in professionals actively looking to move to a new role. Although 56% expect to move jobs within the next 12 months, only 35% anticipate that this will be within the next six months, which is a decrease from 42% last year.


Growing salary dissatisfaction but work-life balance proves most important 68% of employers increased salaries in the last year, which is almost 10% lower than expectations (77% of employers expected to increase salaries).

The state of the current market is contributing to these limited salary increases, as employers hold back and await the outcome of Brexit negotiations. However, an increasing amount of professionals are dissatisfied with their salaries, up from 48% to 57%.

Despite this dissatisfaction, employees are not just focused on pay, and may be resisting moving roles in part due to their satisfaction with work-life balance. 60% of professionals rate their work-life balance as positive, and it is a top priority for 31% of employees when considering a new role. In addition, flexible working is the top most popular benefit for 78% of professionals.

The importance of flexible working is not lost amongst employers, with over half (53%) encouraging all employees to take up flexible working options, much higher than the overall UK average of 30%. Only 6% of employers do not encourage any employees to take up flexible working options, compared to the overall UK average of 25%. This commitment to creating a culture which encourages flexible working and the consequent positivity around work-life balance may be a deciding factor for professionals to remain in a role regardless of salary dissatisfaction.

Career development is essential for talent retentionOver half (54%) of professionals still see no scope for career progression in their current organisation, a notable increase from last year (42%). This is also higher than the overall UK average of 50%. Lack of opportunity for career progression is in part being driven by some senior roles being outsourced to countries outside of the UK, therefore limiting vertical progression.

There are other aspects of career progression that employers can improve. Career development and continuing professional development is the most important factor for a fifth (20%) of professionals when considering a new role. Continuous upskilling is essential to keep in-line with industry regulations. However, the recent Hays What Workers Want Report 2017 found support for external third party training was desirable to 70% of professionals, but only 43% of employers offer this.

Investing in professional development opportunities can not only improve employee career growth, but can also help employers to alleviate skills shortages. For example, some organisations are hiring less-experienced QA officers who are well matched to the company culture but are at the lower end of the pay scale so that they can be trained and grow within the company.

Until the full effects of Brexit are understood, employers will need to work hard to carefully manage talent pipelines. Offering flexible working wherever possible as well as effective management and communication of career development opportunities can help with talent attraction and retention.

Survey highlights for life sciences

Employers Employees







LIFE SCIENCES SALARIES

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Biometrics

SAS programming £ Range £ Typical

Vice President/Global Head 120,000+ 130,000

Senior Director of Programming 80,000-120,000 100,000

Director of Programming 75,000-90,000 85,000

Associate Director of Programming 60,000-80,000 70,000

SAS Programming Manager 55,000-70,000 62,000

Project/Principal SAS Programmer 45,000-60,000 52,000

Senior SAS Programmer 40,000-50,000 45,000

SAS Programmer Level 2/ Associate Biostatistics Programmer/Junior Programmer

30,000-40,000 35,000

SAS Programmer Level 1/ Associate Biostatistics Programmer/Junior Programmer

25,000-35,000 30,000

Statistics £ Range £ Typical

Vice President/Global Head 120,000+ 130,000

Senior Director of Statistics 90,000-125,000 112,500

Director of Statistics 80,000-110,000 95,000

Associate Director of Statistics 65,000-85,000 75,000

Project/Principal Statistician 50,000-70,000 65,000

Senior Statistician 45,000-65,000 55,000

Statistician Level 2/Biostatistician 2/Senior Associate Biostatistician 35,000-45,000 40,000

Statistician/Biostatistician/ Associate Statistician 30,000-35,000 33,000

Clinical research

CRO £ Range £ Typical

Senior Director 100,000-120,000 105,000

Director 85,000-95,000 90,000

Senior Project Manager 60,000-80,000 69,000

Project Manager 50,000-61,000 60,000

Senior Clinical Research Nurse 35,000-45,000 41,000

Clinical Research Nurse 30,000-34,000 33,000

In-house Clinical Research Associate II 33,000-38,000 36,000

In-house Clinical Research Associate I 30,000-33,000 31,000

Senior Clinical Research Associate 37,000-46,000 43,000

Clinical Research Associate II 33,000-39,000 37,000

Clinical Research Associate 30,000-34,000 33,000

Pharma £ Range £ Typical

Director Clinical Operations 80,000-90,000 85,000


Head of Clinical Operations 75,000-95,000 90,000

Clinical Operations Manager 50,000-65,000 57,000

Senior Study Manager 60,000-70,000 68,000

Study Manager 50,000-60,000 56,000

Junior Project Manager/ Junior Study Manager 45,000-55,000 50,000

Senior Clinical Research Associate 37,000-46,000 45,000

Clinical Research Associate II 33,000-38,000 36,000

Clinical Research Associate 30,000-34,000 32,000

Senior Clinical Trial Associate 32,000-38,000 36,000

Clinical Trial Associate 28,000-32,000 31,000


Commercial

CRO £ Range £ Typical

Vice President of Business Development 100,000-150,000 130,000

Senior Business Development Director 95,000-120,000 100,000

Business Development Director 90,000-100,000 95,000

Associate Director of Business Development 80,000-100,000 90,000

Senior Business Development Manager 75,000-90,000 85,000

Business Development Manager 75,000-90,000 80,000

Associate Business Development Manager 58,000-80,000 60,000

Biotech £ Range £ Typical

Sales Director 80,000-120,000 100,000

National Account Manager 60,000-90,000 75,000

Regional Account Manager 30,000-50,000 45,000

Key Account Manager 30,000-50,000 45,000

Territory Sales Manager 25,000-50,000 45,000

Technical Sales Specialist 30,000-45,000 40,000

Head of Business Development 90,000-120,000 95,000

Business Development Manager 50,000-80,000 75,000

Business Development Associate 45,000-75,000 60,000

Marketing Director 55,000-110,000 85,000

Marketing Manager 50,000-70,000 60,000

Marketing Associate/Coordinator 20,000-35,000 30,000

Pharma £ Range £ Typical

Sales Director 80,000-120,000 90,000

National Account Manager 60,000-90,000 75,000

Regional Account Manager 30,000-50,000 40,000

Key Account Manager 30,000-50,000 40,000

Territory Sales Manager 25,000-50,000 45,000

Hospital Sales Specialist 25,000-45,000 40,000

Regional Account Executive 25,000-37,000 35,000

Medical Sales Representative 20,000-32,000 30,000

Global Marketing Director 90,000-130,000 115,000

EU Marketing Director 75,000-100,000 85,000

UK Marketing Director 60,000-80,000 70,000

Associate Marketing Director 50,000-75,000 65,000

Senior Marketing Manager 50,000-65,000 58,000


Marketing Associate/Coordinator 20,000-35,000 30,000

Global Brand Manager 75,000-100,000 82,500

EU Brand Manager 60,000-80,000 75,000

UK Brand Manager 45,000-60,000 55,000

Associate Brand Manager 30,000-45,000 40,000

Product Manager 40,000-60,000 52,000

Associate Product Manager 30,000-45,000 40,000

Market Research Director 58,000-85,000 72,000

Market Research Manager 36,000-52,000 47,000

Market Research Associate 25,000-38,000 29,000

Business Intelligence Director 65,000-110,000 90,000

Business Intelligence Manager 45,000-70,000 58,000

Business Intelligence Associate 28,000-34,000 32,000


Pharmacovigilance and drug safety

Pharmacovigilance and drug safety £ Range £ Typical

Head of Drug Safety 90,000-160,000 115,000

GMC Registered Physician 85,000-150,000 110,000

Pharmacovigilance Associate Director (Non-GMC) 65,000-85,000 74,000

Pharmacovigilance Manager 55,000-70,000 58,000

Pharmacovigilance Team Leader 45,000-65,000 52,500

Pharmacovigilance System Master File Specialist 45,000-65,000 58,000

Pharmacovigilance Scientist (Senior) 35,000-65,000 50,000

Medical Writer – PSUR/RMPs 35,000-60,000 42,000

PV Project Manager/Coordinator 35,000-60,000 42,000

Pharmacovigilance Officer 23,000-40,000 35,000

Pharmacovigilance Associate 18,000-30,000 25,000

Health economics

Health economics £ Range £ Typical

Senior Director of Market Access 80,000-150,000 120,000

Director/Head of Market Access 60,000-110,000 95,000

Senior Manager Market Access 55,000-75,000 70,000

Manager Market Access 50,000-70,000 60,000

Senior Director of Health Economics 90,000-120,000 115,000

Director of Health Economics 70,000-110,000 95,000

Senior Observational Research Manager 55,000-80,000 70,000

Observational Research Manager 45,000-60,000 55,000

Senior Health EC Manager 60,000-80,000 75,000

Health EC Manager 45,000-70,000 60,000

Senior Health Economist 45,000-65,000 60,000

Health Economist 30,000-46,000 45,000

Medical affairs/Clinical development

Medical affairs/ Clinical development £ Range £ Typical

Chief Medical Officer 220,000-275,000 240,000

Vice President 170,000-230,000 200,000

Executive Medical Director 150,000-190,000 170,000

Senior Medical Director 130,000-160,000 140,000

Medical Director 100,000-135,000 120,000

Associate Medical Director 85,000-115,000 110,000

Medical Manager 80,000-105,000 95,000

MSL Manager 70,000-95,000 85,000

Senior Medical Advisor 78,000-110,000 80,000

Medical Advisor 70,000-90,000 75,000

Final Signatory Pharmacist 70,000-90,000 75,000

Medical Science Liaison 55,000-70,000 67,000

Senior Clinical Development Physician 90,000-115,000 100,000

Clinical Research Director 75,000-115,000 100,000

Clinical Research Physician 70,000-105,000 100,000

Clinical Development Physician 85,000-100,000 95,000

Associate Clinical Director 75,000-95,000 90,000

Medical Monitor 80,000-100,000 90,000

Medical information

Medical information £ Range £ Typical

Director/Head of Medical Information 65,000-100,000 70,000

Manager 50,000-75,000 52,500

Senior Officer/Associate/Specialist 38,000-50,000 42,500

Officer/Associate/Specialist 25,000-40,000 32,000

Scientific Advisor 40,000-60,000 52,500

Medical Science Liaison 40,000-65,000 55,000


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Quality assurance

GMP £ Range £ Typical

Director 75,000-100,000 90,000

Associate Director 70,000-90,000 80,000

Qualified Person 65,000-85,000 75,000

Responsible Person 55,000-65,000 57,000

Senior Manager 55,000-65,000 60,000

Manager 50,000-60,000 55,000

Senior Officer 40,000-50,000 45,000

Officer 28,000-40,000 35,000

CSV Manager 50,000-65,000 55,000

Validation Engineer 30,000-55,000 40,000

GCP £ Range £ Typical

Director 80,000-100,000 90,000


Senior Manager 65,000-75,000 70,000

Manager 55,000-65,000 60,000

Senior Auditor 50,000-60,000 55,000

Auditor 40,000-50,000 45,000

Admin – GMP & GCP 25,000-35,000 30,000

Systems Manager – GMP & GCP 45,000-55,000 50,000

Systems Manager 45,000-55,000 50,000

Regulatory affairs

Operations/publishing £ Range £ Typical

Vice President 145,000+ 150,000

Senior Director 105,000-145,000 130,000

Director 82,000-105,000 90,000


Senior Manager 65,000-75,000 70,000

Manager 50,000-65,000 60,000

Senior Officer/Associate 35,000-50,000 45,000

Officer/Associate 22,000-35,000 30,000

Assistant 18,000+ 18,000

EU markets £ Range £ Typical


Senior Director 120,000-140,000 125,000

Director 90,000-110,000 100,000


Senior Manager 70,000-90,000 85,000

Manager 65,000-75,000 70,000



Assistant 20,000+ 20,000

Emerging markets £ Range £ Typical


Senior Director 109,000-125,000 110,000

Director 90,000-105,000 100,000


Senior Manager 65,000-80,000 75,000

Manager 50,000-65,000 60,000



Assistant 20,000+ 20,000


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Regulatory affairs (continued)

National markets £ Range £ Typical


Senior Director 90,000-110,000 100,000

Director 75,000-90,000 80,000


Senior Manager 65,000-75,000 70,000

Manager 50,000-60,000 55,000



Assistant 18,000+ 18,000

CMC £ Range £ Typical


Senior Director 100,000-140,000 120,000

Director 80,000-100,000 95,000


Senior Manager 60,000-75,000 70,000

Manager 48,000-60,000 55,000



Assistant 20,000+ 20,000

Labelling £ Range £ Typical


Senior Director 85,000-100,000 95,000

Director 70,000-90,000 85,000


Senior Manager 55,000-70,000 65,000

Manager 45,000-55,000 50,000



Assistant 18,000+ 18,000

Artwork £ Range £ Typical


Senior Director 75,000-90,000 80,000

Director 65,000-75,000 70,000


Senior Manager 45,000-60,000 50,000

Manager 35,000-45,000 43,000



Assistant 18,000+ 18,000

Scientific

Scientific £ Range £ Typical

Lab Manager 25,000-35,000 30,000

Lab Technician 15,000-25,000 20,000

QC Scientist 24,000-35,000 25,000

Development Scientist 30,000-40,000 35,000

Associate Scientist 20,000-26,000 25,000

Microbiologist 25,000-35,000 30,000

Senior/Principal Pharmaceutical Scientist 40,000-70,000 55,000

Senior/Principal Molecular & Cell Biologist 40,000-70,000 55,000

Bioinformatician 34,000-44,000 39,000

Senior/Principal Bioinformatician 44,000-63,000 52,000

Computational Scientist 38,000-48,000 45,000

Senior/Principal Computational Scientist 52,000-70,000 56,000

PK/DMPK Scientist 35,000-70,000 50,000


UK biotech continues to lead Europe in terms of investment raised and has the strongest and most robust pipeline. The UK leads on venture capital funding and is gaining on the big US clusters. The UK is now better placed to realise the value of its science base as companies are holding on to their tech for longer which means they can scale up. The sector employs over 222,000 people across 5,633 companies in the UK.

The BIA is committed to making the UK the third global cluster for life sciences. In order to achieve this ambitious vision we need to build approximately 130 more clinical stage drug companies, and therefore CEOs and teams, than currently exist – creating 30,000 to 60,000 more direct, high skill jobs.

The UK bioscience sector has identified an urgent need to replenish the experienced management teams currently running the sector’s pioneering companies. It is vital that we identify the next generation of leadership talent, capturing the knowledge of our experienced biotech entrepreneurs to develop the management teams of the future. Medicine manufacturing is also a key skills area with a recent

report estimating that an additional 400-600 staff will be required to meet the growth of advanced therapies in this area over the next two years to match the growth of the advanced therapies drug sector in the UK.

The final outcomes of the Brexit negotiations are a long way off and the BIA continues to engage with industry stakeholders and the government to work towards a collaborative future with Europe on life sciences and medicines regulation.

Pamela LearmonthDirector of Policy & Communications, UK BioIndustry Association

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MARKETING DATA DRIVING DEMAND

As employers evaluate the skills gaps in their existing teams, continued digital transformation is driving demand for data analytics skills. Activity within marketing remains consistent, with salaries increasing by an average of 1% across the profession.

Employers are strategically adding to their workforceIn the year ahead, nearly all employers (95%) expect their organisation’s activity levels to increase or stay the same. Three-fifths (62%) predict growth, which is a slight decrease from last year (68%), but above the overall UK average (59%).

As a result of continued positive expectations around activity, 69% of employers are looking to hire in the next 12 months, although this is fewer than last year (77%). 58% expect to hire permanent staff, and a quarter are looking to hire temporary, contract or interim professionals. This decrease in hiring plans may be due to organisations taking stock of their current teams following recent months of investment in marketing functions, and making more strategic or niche hires based upon carefully identified skills gaps.

Dependence on data creating skills shortages Skills shortages remain a prominent challenge, with 69% of marketing employers expecting a lack of suitable candidates when recruiting in the next year. Nearly a third (31%) feel they do not currently have the talent needed to achieve business objectives, greater than the overall UK average of 24%. In addition, nearly two-thirds (65%) of employers say they have experienced moderate skills shortages in the last year, higher than the overall UK average of 55%, and a further 10% say they have experienced extreme skills shortages.

Professionals with data and analysis skills are highly sought after by 42% of marketing employers, double the overall UK average of 21%. This is driven by the number of employers investing in their digital capabilities and undertaking digital transformation projects as the use of marketing automation becomes more prevalent. Salaries are increasing as a result across a number of related roles, such as digital directors and customer insight managers.

NEW GETTY IMAGE


Survey highlights for marketing

Employers Employees






Employee movement may increase if progression needs are not metNearly three-fifths (59%) of marketing employees expect to move roles in the next year, while 37% anticipate moving jobs in the next six months. A growing perception of a lack of career progression opportunities may be the root cause, for example, a greater percentage of professionals feel there is no scope for career progression in their current role, rising from 50% to 54% in the last year. This is also higher than the overall UK average of 50%.

Should this upward trend continue, this could further influence employee movement in the future, especially given that almost a quarter (24%) of professionals say a lack of future opportunities at their current organisation is their main reason to want to leave a role.

Employers wanting to recruit can use this desire for progression in their attraction strategies, for example, by promoting their investment in training or professional development. From a retention point of view, if promotion opportunities are limited, lateral movement to other roles in marketing can also be considered. This can help professionals to broaden their expertise and also enable employers to alleviate skills shortages, especially if movement is to more data-oriented roles.

Strategic insight driving salary increases65% of employers increased salaries in the last 12 months, which was higher than the expected 61% who anticipated they would increase salaries last year. Marketing managers able to display strong leadership skills, people development and strategic thinking are in high demand as organisations compete for managers who are experienced in developing teams as well as meeting key strategic deliverables. This is causing salaries to increase for middle and senior managers able to display these skillsets, particularly in London where

marketing managers have seen notable salary increases. Overall, those working in insight roles have seen the highest average salary increases in the last year, in line with the overall UK average, followed by online and digital roles.

Maintaining work-life balance is keyDespite over three-fifths (65%) of employers increasing salaries in the last year, 56% of employees are dissatisfied with their salary, consistent with the previous year. Where salary increases may be limited, employers can help attract and retain marketing professionals by offering benefits, such as flexible working options, which is deemed important to three-quarters (75%) of employees when considering a new role.

Current employee ratings of work-life balance in the profession are largely positive, with over two-thirds (68%) rating it as good or very good, notably higher than the overall UK average of 56%. However, there is still work to be done, with only two-fifths (40%) of employers encouraging all employees to take up flexible working options. Flexible working tends to be increasingly prevalent in more senior roles, rather than being open to all levels. To help maintain the higher than average levels of satisfaction with work-life balance, employers should carefully consider the flexible working options they are able to provide for professionals across all levels of seniority.

As marketing departments and the wider organisation in which they operate continue to be shaped by technology and become more data-driven, the high demand for professionals with the strategic and technical insight to deliver successful change will remain. Although competitive salaries are important to attract and retain this talent, ensuring wider benefits are in line with candidate expectations can go a long way to helping organisations secure the best marketing talent.


MA

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Bra

nd a

nd p

rodu

ct m

arke

ting

MARKETING BRAND & PRODUCT MARKETING


Head of Products 70,000-90,000 80,000

Product Manager 50,000-85,000 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

Brand Manager 50,000-65,000 60,000

Assistant Brand Manager 40,000-50,000 45,000

Trade/Channel Marketing Manager 40,000-55,000 50,000


Head of Products 60,000-80,000 68,000

Product Manager 40,000-65,000 50,000


Head of Category 60,000-80,000 70,000



Brand Manager 45,000-60,000 50,000




Head of Products 70,000-85,000 75,000

Product Manager 45,000-55,000 50,000


Head of Category 65,000-80,000 70,000



Brand Manager 40,000-50,000 45,000




Head of Products 50,000-70,000 60,000

Product Manager 35,000-45,000 42,000


Head of Category 50,000-75,000 65,000



Brand Manager 35,000-45,000 42,000




Head of Products 50,000-70,000 60,000

Product Manager 35,000-45,000 43,000


Head of Category 50,000-75,000 65,000



Brand Manager 35,000-45,000 40,000




Head of Products 60,000-80,000 65,000

Product Manager 30,000-45,000 40,000


Head of Category 50,000-75,000 65,000



Brand Manager 38,000-45,000 40,000





Head of Products 48,000-60,000 55,000

Product Manager 30,000-50,000 40,000


Head of Category 50,000-75,000 60,000



Brand Manager 32,000-48,000 38,000




Head of Products 60,000-80,000 70,000

Product Manager 35,000-45,000 40,000


Head of Category 60,000-75,000 65,000



Brand Manager 40,000-55,000 45,000




Head of Products 60,000-70,000 65,000

Product Manager 35,000-45,000 40,000


Head of Category 60,000-75,000 65,000



Brand Manager 35,000-55,000 37,000




Head of Products 60,000-80,000 65,000

Product Manager 40,000-50,000 45,000


Head of Category 60,000-80,000 70,000



Brand Manager 40,000-50,000 45,000




Head of Products 50,000-65,000 55,000

Product Manager 35,000-50,000 47,500


Head of Category 50,000-65,000 60,000



Brand Manager 40,000-55,000 50,000




MA

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Even

ts

MARKETING EVENTS


Events Manager 40,000-50,000 45,000

Events Executive/Coordinator 25,000-40,000 35,000


Events Manager 30,000-50,000 45,000



Events Manager 25,000-35,000 30,000



Events Manager 25,000-35,000 30,000



Events Manager 27,000-35,000 30,000



Events Manager 30,000-35,000 32,000



Events Manager 25,000-36,000 30,000



Events Manager 30,000-40,000 35,000



Events Manager 25,000-35,000 30,000



Events Manager 35,000-50,000 38,000



Events Manager 25,000-35,000 30,000



MA

RK

ETIN

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Insi

ght

MARKETING INSIGHT


Head of Insight & Analytics/ Head of Research 70,000-90,000 80,000

Customer Insight Manager/ Research Manager 50,000-70,000 60,000

Customer Insight Analyst 35,000-50,000 45,000

Database Manager/CRM Manager 50,000-70,000 60,000

Marketing Analyst/CRM Analyst 30,000-55,000 40,000












































MA

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Gen

eral

mar

keti

ng

MARKETING GENERAL MARKETING



Head of Department 80,000-125,000 100,000


Marketing Executive 25,000-45,000 35,000

Marketing Assistant 23,000-30,000 28,000






























































MA

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Onl

ine

and

digi

tal

MARKETING ONLINE & DIGITAL


Digital Director 90,000-150,000 120,000

Head of Digital Department 80,000-125,000 100,000

SEO/PPC Manager 55,000-75,000 60,000

SEO/PPC Executive 30,000-45,000 40,000

Web Analyst 35,000-50,000 45,000

Content Marketing 45,000-60,000 50,000

E-commerce Executive 25,000-45,000 35,000




SEO/PPC Manager 40,000-60,000 50,000


Web Analyst 30,000-40,000 35,000






SEO/PPC Manager 35,000-50,000 45,000


Web Analyst 30,000-35,000 32,000






SEO/PPC Manager 40,000-50,000 44,000


Web Analyst 30,000-35,000 32,000






SEO/PPC Manager 40,000-55,000 44,000


Web Analyst 30,000-35,000 32,000






SEO/PPC Manager 40,000-55,000 45,000


Web Analyst 27,000-35,000 32,000






SEO/PPC Manager 35,000-45,000 40,000


Web Analyst 27,000-35,000 32,000






SEO/PPC Manager 40,000-60,000 45,000


Web Analyst 30,000-35,000 32,000







SEO/PPC Manager 35,000-60,000 40,000


Web Analyst 29,000-35,000 30,000






SEO/PPC Manager 35,000-55,000 50,000


Web Analyst 35,000-45,000 40,000






SEO/PPC Manager 35,000-45,000 40,000


Web Analyst 25,000-35,000 30,000



There’s really only one question brands and agencies have – what can you do?

Skills underpin what brands can achieve for their customers and what agencies can achieve for their clients. Neither have enough good people.

This is because the complexity in marketing has not stopped increasing and the sector is catching up with this new technology, which requires new skills.

It affects more than the advertising and marketing sector too. Businesses, entrepreneurs and those with great ideas that want to turn those ideas into businesses, need new media and related skills in order to take advantage of the new economy.

Today, the UK advertising and marketing sector is a market leader. It is dominant in Europe and a magnet for the best creative talent from Europe and beyond. British creative talent is the most-awarded relative to its size by the biggest international annual awards in Cannes.

But the status quo is about the change.

Brands want their agencies to be different. Agencies are adapting to what brands want but the change is happening slowly. On top of this, Brexit means the industry will come under more pressure than ever before.

It’s nothing we can’t handle. It just means we have to work harder and be better. And we can.

Jane CaveManaging Director,Institute of Direct and Digital Marketing



Head of Comms 70,000-125,000 100,000

Internal Comms Manager 45,000-75,000 58,000

Internal Comms Officer 25,000-40,000 30,000

External Comms Officer 25,000-40,000 30,000

PR Manager 40,000-65,000 55,000

PR Executive 25,000-45,000 40,000


Head of Comms 60,000-95,000 80,000




PR Manager 40,000-60,000 50,000

PR Executive 25,000-35,000 30,000


Head of Comms 75,000-85,000 80,000




PR Manager 40,000-60,000 45,000

PR Executive 22,000-30,000 25,000


Head of Comms 75,000-90,000 80,000




PR Manager 35,000-45,000 40,000

PR Executive 25,000-30,000 27,000


Head of Comms 75,000-120,000 80,000




PR Manager 30,000-45,000 40,000

PR Executive 24,000-30,000 26,000


Head of Comms 55,000-85,000 80,000




PR Manager 35,000-45,000 40,000

PR Executive 25,000-32,000 28,000


Head of Comms 65,000-100,000 80,000




PR Manager 30,000-50,000 38,000

PR Executive 22,000-30,000 26,000


Head of Comms 75,000-120,000 85,000




PR Manager 40,000-60,000 50,000

PR Executive 25,000-35,000 28,000

MA

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PR a

nd in

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al c

omm

unic

atio

ns

MARKETING PR & INTERNAL COMMUNICATIONS



Head of Comms 75,000-90,000 80,000




PR Manager 40,000-60,000 45,000

PR Executive 24,000-35,000 25,000


Head of Comms 75,000-120,000 85,000




PR Manager 35,000-45,000 40,000

PR Executive 25,000-35,000 28,000


Head of Comms 60,000-75,000 70,000




PR Manager 30,000-45,000 35,000

PR Executive 22,000-28,000 25,000

Koray CamgozPublic Relations Manager, Chartered Institute of Public Relations

Public relations did not want Brexit. This year’s CIPR State of the Profession study revealed fewer than one in ten believe it will have a positive impact on their organisation. No one can say with any certainty what the long-term consequences of Brexit will be but recruitment in public relations remains strong and eight of ten (81%) consultancies report that their budgets have either increased or stayed the same.

What is clear is that PR is perfectly poised to deliver the clarity that businesses crave during this period of uncertainty. As organisations prepare to understand and communicate change – both internally and externally – they will inevitably turn to communications professionals.

In many respects, Brexit has crystallised the value of PR. Through building relationships, we deliver truth, trust and reputation. Brexit means those skills are now at a premium. But in order to turn uncertainty into opportunity, PR professionals need to be at the very top of their game.

It’s little surprise, therefore, to see internal communications continuing its impressive growth. CIPR courses on internal communications and change communication are best-sellers, offering an indication that businesses are elevating the importance of communication with employees. Public affairs is also enjoying a period of strong growth as businesses seek to influence impending changes to legislation.

Traditional written communication skills remain a pre-requisite for aspiring practitioners, but the industry’s shift towards visual communications continues to accelerate. More than a third (35%) of PR professionals now spend most or some of their time on photo and video creation and editing, representing a 7% increase on the previous year. Two-thirds (66%) say digital and social media management accounts for most or some of their time. This data is complimented by the consistently robust performance of the CIPR’s Making movies with iPhones course.

Brexit and a diversifying skillset aren’t the only major challenges. Public relations has traditionally been two-thirds female but the CIPR’s latest study shows the gender balance is evening out towards a 60-40% female-male split. Despite the levelling out of gender balance, the gender pay gap remains an area of concern.

In PR, your gender is the third most influential factor determining your pay (behind seniority and length of experience). What’s more, men are more than twice as likely to earn over £100,000 per year. That’s unacceptable for a modern profession and as the UK’s professional body for PR, the CIPR will continue to champion pay equality.


MA

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Publ

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ecto

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MARKETING PUBLIC SECTOR


Head of News/Press 45,000-80,000 65,000

Press/Media Manager 35,000-65,000 50,000

Press/Media Officer/Assistant 25,000-40,000 30,000

Public Affairs Manager 35,000-60,000 50,000

Public Affairs Officer 28,000-38,000 32,000

Campaigns Officer 25,000-40,000 30,000

Events Manager 30,000-40,000 35,000




Marketing Executive/Assistant 25,000-32,000 28,000

Digital Marketing Manager 30,000-40,000 35,000

Digital Marketing Executive 27,000-34,000 30,000

Director of Communications 60,000-90,000 70,000

Internal Comms Manger 35,000-45,000 40,000

Internal Comms Officer/Assistant 30,000-40,000 35,000

External Comms Manager 35,000-45,000 40,000

External Comms Officer/Assistant 25,000-32,000 28,000

Engagement/Stakeholder Manager 35,000-50,000 45,000

Engagement/Stakeholder Officer 30,000-45,000 35,000








Events Manager 28,000-40,000 33,000





















Events Manager 24,000-34,000 30,000





















Events Manager 28,000-32,000 30,000






















Events Manager 28,000-32,000 30,000





















Events Manager 28,000-35,000 32,000





















Events Manager 28,000-35,000 31,000





















Events Manager 25,000-30,000 28,000















MA

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Publ

ic s

ecto

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MARKETING PUBLIC SECTOR








Events Manager 24,000-30,000 25,000





















Events Manager 35,000-50,000 38,000





















Events Manager 28,000-40,000 32,000














OFF

ICE

SUPP

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T O

verv

iew


OFFICE SUPPORT SPECIALIST SKILLS SOUGHT

Employers remain positive about activity levels over the coming year. A marginal average increase in salaries reflects steady growth, but dissatisfied employees are increasingly looking to move for better remuneration and rewards.

Growth projections remain positiveOver the next 12 months, 62% of employers anticipate activity levels will increase, which is roughly on a par with last year (61%) and marginally above the overall UK average (59%). This indicates a mostly optimistic mood.

Despite expectations for increased activity, the number of employers who plan to recruit in the coming year has dropped slightly from 72% last year to 68% this year. This is also below the overall UK average of 71%. 54% are looking to hire permanent staff, and 28% expect to hire temporary, contract or interim professionals.

In contrast to the general trend in office support, 80% of contact centre and customer services employers are looking to hire this year. There has been notable growth in this area, particularly in North West England and Scotland. This is being driven in part by a renewed investment in contact centres in the UK as organisations continue to evolve in line with changing customer expectations. There is particular demand for experienced managers and team leaders in these regions, which has resulted in notable salary increases for these roles.

Niche skills commanding salary risesNearly a quarter (24%) of customer service and contact centre employers do not feel they have the talent necessary to complete current business objectives, and 57% feel that a shortage of suitable candidates will be a recruitment challenge this year.

Skills shortages extend to other office support functions too. 21% of office administration employers feel they are currently lacking the necessary talent, and 72% anticipate finding suitable talent will be a challenge when hiring. This area has seen an increased demand for specialist administrator roles, particularly those with experience in finance and HR, and such skillsets are currently scarce in the recruitment market. As a result, these roles have seen significant salary increases.

To help overcome immediate skills shortages, 39% of employers have hired temporary or fixed-term contract professionals, and 22% are turning to the recruitment of apprentices, an increase from 17% last year. 18% have increased their training and development budgets this year in contrast to 11% last year. Employers are looking to retain and enhance current talent and make their recruitment criteria more flexible by hiring less-experienced professionals with a view to upskilling.


More professionals expected to change jobs These skills shortages may be alleviated somewhat as more office support professionals expect to move jobs this year.

59% plan to move over the next 12 months, which is higher than the overall UK average of 55%. Customer service and contact centre professionals are most inclined to look for a new job, with 63% anticipating they will move in the next year. 60% of office administration professionals say the same, as well as 54% of PA and secretarial professionals.

Employees are dissatisfied with their salary or benefits packages, with 29% of office support professionals stating that this is the main reason for wanting to leave their current role.

Salary and career progression opportunities impacting movement 62% of office support professionals are dissatisfied with their salaries, which is slightly above last year (60%) and notably higher than the overall UK average of 57%.

In keeping with those professionals most likely to move jobs in the next year, those working in customer services and contact centres report the highest levels of dissatisfaction with their salaries (63%), followed by office administration (62%) and PA and secretarial (58%).

The increased movement of office support professionals may also be attributed to concerns over the ability to achieve long-term career goals. 57% feel uncertain or negative about their job prospects this year, and 25% cited that a lack of career progression is the main reason they would move jobs. Many PA, secretarial

and office administration employers struggle to define clear progression pathways for their staff, which if addressed could improve retention.

There has also been a renewed emphasis on training. 18% of employers have increased their training budgets this year in contrast to only 11% last year. This will be even more critical as employers take on less-experienced professionals and look to upskill them.

Candidates attracted by a positive work-life balance Whilst regular promotions may not always be feasible, there are other areas employers can improve to boost both talent retention and attraction.

60% of office support workers rate their work-life balance as very good or good, marginally higher than the overall UK average of 56% and unimproved from last year (60%).

Furthermore, aside from salary, 25% of employees consider work-life balance most important when considering a new role. However, only 17% of employers recognise this as important to attracting staff.

There is encouraging optimism regarding growth by employers. High demand for customer services and contact centres in particular is set to continue. However, in light of skills shortages and as an increased number of office support professionals look to move, employers should consider enhancing both their attraction and retention policies. Career progression is crucial, as well as facilitating a culture which supports a positive work-life balance.

Survey highlights for office support

Employers Employees







OFF

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n

OFFICE SUPPORT ADMINISTRATION


Office Manager 30,000-45,000 36,000

Specialist Administrator 25,000-32,000 29,000

Administrator 20,000-30,000 26,000

Receptionist 20,000-28,000 25,000

Data Entry Clerk 18,000-24,000 20,500


Office Manager 25,000-33,000 27,000


Administrator 18,000-24,000 20,000

Receptionist 17,500-22,000 18,000

Data Entry Clerk 16,000-20,000 17,000


Office Manager 25,000-35,000 28,000


Administrator 17,000-22,000 20,000

Receptionist 15,000-20,000 17,500

Data Entry Clerk 13,000-16,000 15,000


Office Manager 18,000-25,000 23,500


Administrator 16,000-24,000 18,000

Receptionist 14,000-20,000 16,000

Data Entry Clerk 13,000-17,000 16,000


Office Manager 18,000-25,000 23,000


Administrator 16,000-19,000 18,000

Receptionist 14,000-17,000 16,000

Data Entry Clerk 13,000-16,000 14,500


Office Manager 20,000-25,000 23,000


Administrator 16,000-20,000 19,000

Receptionist 14,000-18,000 16,000

Data Entry Clerk 13,500-18,000 16,000


Office Manager 18,000-25,000 24,000


Administrator 17,000-23,000 20,000

Receptionist 14,000-18,000 17,000

Data Entry Clerk 14,000-17,000 16,000


Office Manager 17,500-24,000 22,000


Administrator 16,000-22,000 18,000

Receptionist 14,000-16,000 15,500

Data Entry Clerk 14,000-16,000 15,000


Office Manager 20,000-27,000 24,000


Administrator 16,000-20,000 18,000

Receptionist 16,000-19,000 16,500

Data Entry Clerk 15,000-17,000 16,000


Office Manager 22,000-26,000 24,000


Administrator 16,000-20,000 18,000

Receptionist 15,000-18,000 16,500

Data Entry Clerk 14,000-17,000 16,000


Office Manager 22,000-27,000 24,000


Administrator 15,500-20,000 18,000

Receptionist 15,500-22,000 17,000

Data Entry Clerk 14,000-16,000 14,500


OFF

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A a

nd s

ecre

tari

al

OFFICE SUPPORT PA & SECRETARIAL


EA (C-Suite Level) 40,000-70,000 55,000

PA (Board Level) 40,000-55,000 46,000

PA (Non-board Level) 30,000-40,000 36,500

Secretary 28,000-35,000 33,000


EA (C-Suite Level) 35,000-45,000 40,000

PA (Board Level) 30,000-45,000 37,000


Secretary 22,000-28,000 23,500


EA (C-Suite Level) 30,000-40,000 38,000

PA (Board Level) 25,000-40,000 35,000


Secretary 20,000-25,000 23,000


EA (C-Suite Level) 30,000-40,000 35,000

PA (Board Level) 25,000-40,000 32,000


Secretary 16,000-24,000 19,500


EA (C-Suite Level) 30,000-38,000 33,000

PA (Board Level) 25,000-32,000 28,000


Secretary 16,000-21,000 18,000


EA (C-Suite Level) 30,000-40,000 38,000

PA (Board Level) 25,000-38,000 35,000


Secretary 18,000-22,000 20,000


EA (C-Suite Level) 32,000-40,000 36,000

PA (Board Level) 25,000-38,000 35,000


Secretary 16,000-22,000 18,000


EA (C-Suite Level) 30,000-38,000 35,000

PA (Board Level) 25,000-32,000 30,000


Secretary 15,000-19,000 16,000


EA (C-Suite Level) 30,000-40,000 38,000

PA (Board Level) 25,000-38,000 35,000


Secretary 17,000-25,000 19,500


EA (C-Suite Level) 29,000-33,000 31,000

PA (Board Level) 25,000-32,000 30,000


Secretary 20,000-25,000 21,000


EA (C-Suite Level) 30,000-40,000 37,000

PA (Board Level) 28,000-38,000 35,000


Secretary 22,000-25,000 23,000


OFF

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OFFICE SUPPORT CONTACT CENTRES

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 20,000-25,000 23,000

Inbound Sales & Service 18,000-24,000 22,000

Debt collections £ Range £ Typical

Collections Representative 20,000-25,000 22,000

South East England








East of England








South West England








Wales








Midlands

















North East England








North West England








Northern Ireland








Scotland








PRO

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PROCUREMENT & SUPPLY CHAIN SEEKING STRATEGIC SUPPORT

A drive for managerial talent with strategic experience may be hindered by continued skills shortages, requiring employers to reassess attraction and retention policies. Healthy demand is reflected in a 2.1% average increase in salaries in the past year.

A positive market outlookThe vast majority (95%) of employers expect their organisation’s activity levels to increase or stay the same, in line with the overall UK average. Over half (53%) predict growth.

In line with these optimistic forecasts, 67% of employers plan to hire in the next year, although this is lower than this year’s overall UK average of 71%. Over half (54%) plan to hire permanent staff in the next year, and 30% intend to hire temporary, contract or interim professionals.

Persistent skills shortages may hamper recruitment plans Despite plans to grow teams, skills shortages remain a key challenge. A third (33%) of employers do not have the talent needed to achieve current business objectives, the highest percentage of all professions covered in this year’s salary guide, and 10% higher than the overall UK average.

Over three-fifths (61%) of employers experienced moderate skills shortages in the last year compared to 55% overall in the UK, and a further 16% experienced extreme skills shortages. This is driving nearly three-quarters (73%) of employers to say their top recruitment challenge continues to be a shortage of suitable applicants. Difficulty finding

the required skills impacts organisations in a number of ways, including productivity and employee morale, affecting 50% and 45% of employers respectively.

Leadership, project management and soft skills in high demand45% of employers state they most require managerial and leadership skills, followed by projects and change management skills (43%). Both these skillsets are significantly more highly sought after by employers than the overall UK average, at 34% and 26% respectively.

The demand for managerial skills is being intensified by a lack of experienced candidates at this level. Salaries are, therefore, increasing for these roles to attract the required professionals. For example, procurement managers, group procurement managers and senior buyers have all seen notable salary increases over the last year.

The need for professionals with projects and change management skills is being driven by the large number of transformation projects taking place, as the profession continues to transition from a tactical to a strategic function, improving processes and driving better cost efficiencies. Making this change requires experienced candidates with the capacity to influence wider business strategy.


Public sector organisations in particular have seen an increase in demand for senior procurement professionals who can demonstrate previous success in undertaking transformation projects and, as a result, salaries in the sector have increased.

A shortage of soft skills is further compounding the acute skills gap. The CIPS/Hays Procurement Salary Guide and Insights 2017 report found that communication and negotiation skills are in demand at all levels. Candidates possessing these skills, particularly at junior levels where they are most scarce, will find themselves highly sought after.

Salaries are increasing, but employee dissatisfaction lingers69% of employers increased salaries in the last year, greater than the 64% who expected to increase salaries in this timeframe. Wales and the East and South West of England have seen some of the highest average salary increases across the UK, due to a greater number of organisations investing in and moving their procurement functions to these regions. This has created high competition for a limited number of experienced and skilled professionals.

Despite the majority of employers increasing pay, nearly three-fifths (56%) of professionals are dissatisfied with their salary, and a third of professionals are choosing to leave a role due to their salary or benefits package.

Lack of career progression influencing employee movement57% of professionals expect to move job in the next year, of whom nearly a third (31%) anticipate moving role in the next six months. This is similar to the overall UK average where 55% of professionals anticipate moving role in the next year.

After remuneration packages, employee movement is being driven by a lack of future opportunities (23%). It is, therefore, concerning to see that over half (53%) of professionals see no scope for career progression in their current organisation.

Training and professional development plays a key role in career progression, and indeed support for training or professional certification is a main consideration for 44% of employees when moving job. This can encompass support for third party training, such as that provided by CIPS, on-the-job training or mentoring. Regular one-to-one review meetings are key to building a dialogue between managers and team members to understand employee aspirations and what career progression looks like.

Top talent searching for flexibility The majority (55%) of professionals regard their work-life balance as good or very good, but almost a fifth (18%) give a rating of poor or very poor, which is higher than the overall UK average of 14%.

Over a quarter (27%) of employers do not encourage any employees to take up flexible working options, which is surprising given that professionals increasingly enquire about the flexible working options on offer when applying for roles. Organisations not yet offering flexible working should, therefore, consider the feasibility of doing so, to compete effectively for talent.

Looking to the year ahead, a combination of salary benchmarking, carefully considered benefits packages and a focus on career development will be key to finding and retaining talent.

Survey highlights for procurement and supply chain

Employers Employees







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PROCUREMENT & SUPPLY CHAIN PROCUREMENT


Director of Procurement 80,000-150,000 135,000

Head of Procurement 75,000-115,000 110,000

Group Procurement Manager 60,000-75,000 70,000

Category Lead/Strategic Sourcing Manager 60,000-78,000 75,000

Procurement Manager 55,000-75,000 65,000


Supplier Relationship Manager 45,000-90,000 60,000

Contracts Manager 45,000-75,000 60,000

Senior Buyer 45,000-60,000 47,500

Buyer 25,000-45,000 40,000

Procurement Analyst 35,000-45,000 40,000

Assistant Buyer 25,000-35,000 30,000










Senior Buyer 37,000-47,000 43,500

Buyer 30,000-43,000 37,000


Assistant Buyer 22,000-32,000 28,000










Senior Buyer 38,000-48,500 46,000

Buyer 29,500-48,500 40,000


Assistant Buyer 23,000-35,500 27,000








Supplier Relationship Manager 47,000,66,000 52,000


Senior Buyer 32,000-43,000 40,000

Buyer 28,000-36,000 31,000


Assistant Buyer 20,000-25,000 22,500











Senior Buyer 28,000-40,000 34,000

Buyer 23,000-30,000 26,000


Assistant Buyer 16,000-26,000 21,000










Senior Buyer 35,000-45,000 42,000

Buyer 25,000-35,000 30,000


Assistant Buyer 18,000-26,000 23,000










Senior Buyer 38,000-48,000 42,000

Buyer 28,000-45,000 31,000


Assistant Buyer 19,000-25,000 23,000










Senior Buyer 35,000-45,000 39,000

Buyer 25,000-35,000 30,000


Assistant Buyer 18,000-25,000 22,000


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PROCUREMENT & SUPPLY CHAIN PROCUREMENT










Senior Buyer 30,000-40,000 37,000

Buyer 24,000-32,000 29,000


Assistant Buyer 19,000-22,000 20,500










Senior Buyer 35,000-45,000 40,000

Buyer 25,000-35,000 30,000


Assistant Buyer 20,000-28,000 25,000










Senior Buyer 30,000-45,000 38,000

Buyer 22,000-35,000 27,500


Assistant Buyer 20,000-25,000 21,000










Senior Buyer 32,000-45,000 42,000

Buyer 25,000-35,000 32,000


Assistant Buyer 18,000-25,000 24,000


Gerry WalshGroup CEO, CIPS

Risk and uncertainty are still at the forefront of business issues, as the global risk trend in supply chains has continued to rise over the last 25 years.

The CIPS Risk Index, powered by Dun & Bradstreet showed that both a lack of trust and transparency as a result of ideological and military conflicts were undermining international supply chains in the first quarter of this year. This period of extended tension was beginning to both alienate and offer opportunities for local suppliers in equal measure as companies were looking both inshore and further afield for opportunities. The CIPS Brexit survey conducted recently also highlighted the plans that professionals are making to circumnavigate these difficulties, real and imagined.

Although there have always been wars and disagreements in the world, it feels there is something quite unusual in the environment which procurement

is now operating in, with protectionist policies, tariff threats and red tape. Our professionals are at the coalface of managing supply chains in these challenging times and must be armed with the appropriate tools and skills in mitigating risk and developing the resilience their businesses rely on. These disruptions are taking many forms – from disrupted trading conditions to increased complexity and lengthy supply chains, and the impact of digitalisation and those professional skill sets must follow suit.

Automation will also present both a challenge and a gain for the profession, simultaneously eliminating lower level tasks and disrupting professional careers. Where basic tasks are digitised, advanced professionals will need to up their game and understand what technology can do for them.

Technology offers data, big data, and with that, the ability to develop sourcing plans, find new suppliers and check on current ones, and react in an instance to commodity and currency volatility. The professional who can collate, manage and use this data is the talent of the future and will continue to be in high demand.

Combine these new skills with the financial acumen professionals must inevitably possess, plus the ability to forge and develop relationships, and the procurement professional of the 21st century will be virtually unstoppable.


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Procurement Officer/Category Specialist 40,000-50,000 47,000

Contracts Officer 40,000-50,000 45,000

Buyer 30,000-45,000 37,000


Procurement Assistant 25,000-30,000 28,000










Buyer 28,000-35,000 33,000












Buyer 20,000-35,000 34,000












Buyer 27,000-37,000 31,000












Buyer 19,000-28,000 25,000












Buyer 25,000-35,000 29,000













Buyer 24,000-35,000 28,000












Buyer 23,000-35,000 30,000












Buyer 24,000-35,000 28,500












Buyer 22,000-32,000 29,000












Buyer 20,000-35,000 27,000












Buyer 25,000-37,000 32,000




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PROCUREMENT & SUPPLY CHAIN MANUFACTURING


Production/Operations Director 72,000-125,000 105,000

General Manager 57,000-86,000 77,000


Production Manager 40,000-60,000 55,000

Production Shift Manager 30,000-50,000 44,000



General Manager 56,000-85,000 69,000






General Manager 60,000-85,000 70,000






General Manager 60,000-80,000 67,000






General Manager 40,000-60,000 52,000






General Manager 55,000-75,000 67,000






General Manager 55,000-65,000 61,000






General Manager 50,000-70,000 58,000






General Manager 55,000-65,000 57,000






General Manager 48,000-70,000 60,000






General Manager 50,000-65,000 55,000






General Manager 50,000-75,000 55,000





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PROCUREMENT & SUPPLY CHAIN SUPPLY CHAIN


Supply Chain Director 100,000-140,000 125,000

Head of Supply Chain 80,000-120,000 95,000

Supply Chain Manager 40,000-80,000 75,000

Production Planning Manager 40,000-60,000 50,000

Demand/Forecast Manager 45,000-57,000 55,000

S&OP Manager 45,000-72,000 70,000

Material Scheduler 27,000-40,000 36,000

Production Planner 27,000-35,000 34,000

Demand Planner 27,000-45,000 40,000

Supply Chain Planner 27,000-40,000 35,000







S&OP Manager 45,000-85,000 65,000



Demand Planner 25,000-40,000 34,000








S&OP Manager 60,000-85,000 70,000



Demand Planner 30,000-45,000 36,000








S&OP Manager 40,000-50,000 45,000



Demand Planner 25,000-35,000 30,000








S&OP Manager 30,000-45,000 40,000



Demand Planner 25,000-30,000 27,000








S&OP Manager 45,000-55,000 50,000



Demand Planner 25,000-35,000 32,000









S&OP Manager 60,000-75,000 66,000



Demand Planner 28,000-38,000 32,000








S&OP Manager 40,000-50,000 42,000



Demand Planner 25,000-32,000 28,000








S&OP Manager 38,000-48,000 41,000



Demand Planner 20,000-30,000 25,000








S&OP Manager 40,000-65,000 47,000



Demand Planner 25,000-35,000 29,000








S&OP Manager 38,000-48,000 43,000



Demand Planner 25,000-35,000 27,000








S&OP Manager 35,000-50,000 41,000



Demand Planner 22,000-35,000 28,500



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PROCUREMENT & SUPPLY CHAIN LOGISTICS


Logistics/Distribution/Operations Director 60,000-125,000 120,000

Logistics/Distribution Manager 45,000-75,000 62,000

General/Depot Manager 40,000-85,000 68,000



Warehouse Manager 28,000-60,000 47,000

Warehouse Team/Shift Manager 25,000-45,000 39,500

Inventory/Stock Manager 30,000-55,000 39,000

Inventory Planner 25,000-32,000 31,500

Logistics Coordinator/Planner/Analyst 21,000-35,000 32,000

Solutions Design/ Business Development Manager 52,000-70,000 65,000

Project/Programme Manager 42,000-65,000 53,000

Fleet Manager 40,000-60,000 53,000

Transport Manager 45,000-65,000 50,000

Transport Planner/Supervisor 24,000-35,000 32,000

Import/Export Manager 32,000-50,000 45,000

Import/Export Coordinator 21,000-35,000 28,000

Freight Manager 34,000-55,000 45,000

Freight Forwarder 23,000-38,000 30,500














Fleet Manager 32,000-65,000 48,000





Freight Manager 40,000-53,000 45,000















Fleet Manager 42,000-65,000 51,000





Freight Manager 36,000-57,000 45,000















Fleet Manager 35,000-45,000 40,000





Freight Manager 32,000-45,000 39,000
















Fleet Manager 35,000-50,000 41,000





Freight Manager 35,000-50,000 41,000















Fleet Manager 35,000-55,000 47,000





Freight Manager 35,000-65,000 46,500















Fleet Manager 35,000-45,000 43,000





Freight Manager 35,000-45,000 41,000















Fleet Manager 30,000-53,000 40,000





Freight Manager 28,000-54,000 41,000



PRO

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PROCUREMENT & SUPPLY CHAIN LOGISTICS














Fleet Manager 35,000-45,000 40,000





Freight Manager 40,000-50,000 43,000















Fleet Manager 32,000-55,000 45,000





Freight Manager 35,000-50,000 42,000















Fleet Manager 30,000-40,000 35,000





Freight Manager 38,000-48,000 41,000















Fleet Manager 35,000-51,000 46,000





Freight Manager 30,000-50,000 44,000



Kevin RichardsonChief Executive Officer, The Chartered Institute of Logistics and Transport (CILT)

The logistics and transport professions encompass all those involved in the movement of goods and people and their associated supply chains – connecting all the people, with all the right places, and all the right products, at precisely the right time. Our sectors propel the economy to success. It is CILT’s purpose to promote innovation, better practice and higher standards across the globe.

There is, of course, uncertainty about Brexit. Our advice to Government remains that there should be a single, unwavering focus on forging frictionless borders so that British companies can get products and services to market as easily as possible. CILT provides training for businesses wishing to get ahead of competitors

before we leave the EU by achieving Authorised Economic Operator (AEO) status – this is crucial preparation for Brexit and beyond.

There certainly are skills gaps, and I highlight one of the most significant; the LGV driver shortage. However, there are wider skills and talent gaps that must be filled as the profession changes to meet the ever changing and ever demanding market conditions and consumer expectations.

Overall, there are some 2.9 million people involved in the logistics and transport professions in the UK alone. Often thought of as the invisible profession, they only get noticed when things go wrong – this must change.

As consumers, when we buy products online for next day delivery, or when we order our bespoke new cars, taking delivering but a few weeks later – the exciting, complex and intricate magic that occurs between the buy and collect points is fully embedded throughout the supply chain.

This is a rewarding profession, and the opportunities for a successful long term career are endless. Logistics and transport sectors must become preferred professions of choice if we are to recruit the next generation of ‘problem-solvers’ and ‘solution-creators’ needed to keep propelling the UK to national prosperity – nothing less.


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RETAIL EMPLOYERS COUNTERING COMPETITION

Improved work-life balance, additional training and competitive salaries are being increasingly offered to attract talented professionals. Retailers are also prioritising retention strategies as competition for skilled staff reaches a peak.

New opportunities, but fierce competitionThere is a new international focus in response to Brexit, which is driving expansion within international markets, both in new store openings and online presence. This has led to more opportunities in head office roles. It, therefore, isn’t surprising that 95% of employers expect their organisation’s activity levels to increase or stay the same over the next 12 months and 77% expect to recruit permanent or temporary staff to help with expected activity.

Heightened demand means companies are facing a competitive recruitment landscape. In particular, sales account managers and merchandisers are highly sought after and these professionals often have multiple offers extended to them by a number of retailers.

Growing activity in London and the South East is causing both large retailers and small boutique retailers to expand. Area managers with several years of multi-site experience are highly sought after to support store operations as businesses look to operate more productively and focus on profit taking, while also growing their market share and targeting new key accounts.

Renewed focus on training to fill skills gapsAcross retail, 78% of employers say their top challenge when recruiting is a shortage of suitable applicants and 59% report moderate to extreme skills shortages. These shortages are being acutely felt following cut-backs in the employment of senior level staff over the last few years. The remit of area management has also largely changed in response to the shortage of skills, with many expected to take on extra operational responsibilities in light of redundancies of operational staff. Many retailers are therefore looking for talented store managers to take up area management responsibilities, creating more opportunities for training and progression in this area.

To combat the wider skills shortages, large retailers are investing a lot of time in the onboarding process and have a greater focus on the training and development opportunities they offer. Initial training, especially for junior candidates, is being used to combat specific skills gaps and build staff engagement. Over a quarter (27%) of employers are allocating more to their training budget, as well as increasing their use of recruitment agencies (27%).


Despite this investment in training, 55% of employees believe there is no scope for career progression at their current organisation and 16% of professionals consider career development and professional development to be the most important factor when considering a new role. However, while training is important, and can indeed help to attract or retain talented professionals, many are willing to leave their roles for the promise of better-paid alternatives.

Dissatisfaction with salaries prompts movement65% of retail employees indicated they are not satisfied with their salary. It is telling that the number of employees who successfully requested a pay rise in the last year was only 9%, which is lower than the overall UK average of 15%. The main cause of employees’ frustration appears to be that they don’t always believe their pay reflects the success of the business or their personal contribution. Of those who are dissatisfied with their salaries, 63% believe it does not reflect their individual performance.

However, given the nature of the sector and how competitive it can be to secure staff, counter offers are prevalent. 60% of employers say they sometimes or always extend counter offers to staff who resign. Given the focus placed on salary, it is important for employers to make all endeavours to meet candidates’ expectations with their first offer so that it is competitive enough to resist the draw of counter offers. They should also clearly communicate the full remuneration and benefits package on offer.

Overall, the dissatisfaction with salary and benefits packages is the main reason for seeking a new role, as cited by half of retail professionals. Due in part to this, 37% of professionals anticipate leaving their jobs within the next six months, which is slightly higher than the overall UK average of a third.

Flexible working needed to boost work-life balanceWork-life balance is the most important factor for over a quarter (28%) of professionals searching for a new role. Many organisations recognise the importance of work-life balance, and flexible working in particular, as a means of candidate attraction and retention, reflected by 60% of employers now offering such arrangements.

In an environment of skills shortages and economic uncertainty, retail employers must ensure they keep their best talent, many of whom are considering leaving to find better salaries and commission rates. A renewed focus on effective training and onboarding as well as flexible working policies, where feasible, will further help with retention.

Survey highlights for retail

Employers Employees

95% expect their organisation’s activity levels to increase or stay the same over the next 12 months 60% expect to move jobs within 12 months

77% plan on recruiting staff over the next 12 months 65% are not satisfied with their salaries

78% say their top challenge when recruiting is a shortage of suitable applicants 55% feel there is no scope for progression


59% reported moderate to extreme skills shortages 51% rate their work-life balance as positive


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RETAILBUYING & MERCHANDISING

Buying


Head of Buying 70,000-120,000 80,000

Senior Buyer 50,000-65,000 55,000

Buyer 35,000-50,000 45,000

Junior Buyer 30,000-36,000 34,000

Assistant Buyer 22,000-30,000 26,000

Buyers Admin Assistant 17,000-20,000 18,000


Head of Buying 70,000-120,000 80,000

Senior Buyer 50,000-65,000 55,000

Buyer 35,000-50,000 45,000

Junior Buyer 30,000-36,000 34,000

Assistant Buyer 22,000-30,000 26,000



Head of Buying 70,000-120,000 80,000

Senior Buyer 50,000-65,000 55,000

Buyer 30,000-50,000 45,000

Junior Buyer 30,000-36,000 34,000

Assistant Buyer 20,000-30,000 26,000



Head of Buying 70,000-120,000 80,000

Senior Buyer 50,000-65,000 55,000

Buyer 30,000-50,000 40,000

Junior Buyer 30,000-36,000 32,000

Assistant Buyer 20,000-30,000 25,000



Head of Buying 70,000-120,000 80,000

Senior Buyer 50,000-65,000 55,000

Buyer 30,000-50,000 45,000

Junior Buyer 30,000-36,000 34,000

Assistant Buyer 20,000-30,000 26,000



Head of Buying 70,000+ 85,000

Senior Buyer 50,000-65,000 55,000

Buyer 40,000-50,000 45,000

Junior Buyer 28,000-35,000 30,000

Assistant Buyer 20,000-23,000 22,000





Senior Buyer 50,000-65,000 55,000

Buyer 40,000-50,000 45,000

Junior Buyer 28,000-35,000 30,000

Assistant Buyer 20,000-23,000 22,000




Senior Buyer 50,000-65,000 55,000

Buyer 40,000-50,000 45,000

Junior Buyer 28,000-35,000 30,000

Assistant Buyer 20,000-23,000 22,000




Senior Buyer 50,000-65,000 55,000

Buyer 40,000-50,000 45,000

Junior Buyer 28,000-35,000 30,000

Assistant Buyer 20,000-23,000 22,000




Senior Buyer 50,000-65,000 55,000

Buyer 40,000-50,000 45,000

Junior Buyer 28,000-35,000 30,000

Assistant Buyer 20,000-23,000 22,000




Senior Buyer 50,000-65,000 55,000

Buyer 40,000-50,000 45,000

Junior Buyer 28,000-35,000 30,000

Assistant Buyer 20,000-23,000 22,000




Senior Buyer 50,000-65,000 55,000

Buyer 40,000-50,000 45,000

Junior Buyer 28,000-35,000 30,000

Assistant Buyer 20,000-23,000 22,000



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RETAILBUYING & MERCHANDISING

Merchandising


Head of Merchandising 70,000-120,000 80,000

Senior Merchandiser 50,000-65,000 55,000

Merchandiser 35,000-50,000 45,000

Import Merchandiser 30,000-36,000 32,000

Junior Merchandiser 28,000-35,000 33,000

Assistant Merchandiser 22,000-30,000 25,000

Trainee Merchandiser 17,500-21,000 18,000




Merchandiser 35,000-50,000 45,000








Merchandiser 35,000-50,000 45,000








Merchandiser 35,000-50,000 40,000








Merchandiser 35,000-50,000 45,000






Head of Merchandising 70,000+ 85,000


Merchandiser 32,000-45,000 40,000









Merchandiser 32,000-45,000 40,000








Merchandiser 32,000-45,000 40,000








Merchandiser 32,000-45,000 40,000








Merchandiser 32,000-45,000 40,000








Merchandiser 32,000-45,000 40,000








Merchandiser 32,000-45,000 40,000






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Design


Head of Design/Design Manager 50,000-120,000 65,000

Senior Designer 35,000-50,000 45,000

Designer 25,000-35,000 30,000

Junior Designer 20,000-24,000 22,000

Trainee/Assistant Designer 18,000-20,500 20,000



Senior Designer 35,000-50,000 45,000

Designer 25,000-35,000 30,000

Junior Designer 20,000-24,000 22,000




Senior Designer 35,000-50,000 45,000

Designer 25,000-35,000 30,000

Junior Designer 20,000-24,000 22,000




Senior Designer 35,000-50,000 45,000

Designer 25,000-35,000 30,000

Junior Designer 20,000-24,000 22,000




Senior Designer 35,000-50,000 45,000

Designer 25,000-35,000 30,000

Junior Designer 20,000-24,000 22,000




Senior Designer 30,000-50,000 35,000

Designer 20,000-30,000 25,000

Junior Designer 16,000-22,000 20,000




Senior Designer 30,000-50,000 35,000

Designer 20,000-30,000 25,000

Junior Designer 16,000-22,000 20,000




Senior Designer 30,000-50,000 35,000

Designer 20,000-30,000 25,000

Junior Designer 16,000-22,000 20,000




Senior Designer 30,000-50,000 35,000

Designer 20,000-30,000 25,000

Junior Designer 16,000-22,000 20,000




Senior Designer 30,000-50,000 35,000

Designer 20,000-30,000 25,000

Junior Designer 16,000-22,000 20,000




Senior Designer 30,000-50,000 35,000

Designer 20,000-30,000 25,000

Junior Designer 16,000-22,000 20,000




Senior Designer 30,000-50,000 35,000

Designer 20,000-30,000 25,000

Junior Designer 16,000-22,000 20,000



Garment technology


Head of Garment Technology 40,000-80,000 50,000

Senior Garment Technologist 34,500-45,000 35,000

Garment Technologist 25,000-35,000 28,000

Assistant Garment Technologist 20,000-24,500 24,000

Trainee Garment Technologist 18,000-20,500 20,000




































































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RETAILDESIGN, TECHNICAL & WHOLESALE

Pattern cutters


Pattern Room Manager 45,000-60,000 46,000

Senior Pattern Cutter 38,000-45,000 40,000

Sample Machinist 30,000-36,000 32,000

Pattern Cutter 22,000-27,000 25,000

Junior Pattern Cutter 17,500-22,000 18,000





Pattern Cutter 22,000-27,000 25,000






Pattern Cutter 20,000-24,000 22,000






Pattern Cutter 20,000-24,000 22,000






Pattern Cutter 20,000-24,000 22,000






Pattern Cutter 18,000-24,000 22,000






Pattern Cutter 18,000-24,000 22,000






Pattern Cutter 18,000-24,000 22,000






Pattern Cutter 18,000-24,000 22,000






Pattern Cutter 18,000-24,000 22,000






Pattern Cutter 18,000-24,000 22,000






Pattern Cutter 18,000-24,000 22,000



Wholesale


Head of Sales 50,000-80,000 67,000

Senior Account Manager 50,000-80,000 65,000

Account Manager 35,000-50,000 45,000

Junior Account Manager 20,000-35,000 30,000

Trainee Account Manager 18,000-20,500 20,000


Head of Sales 50,000-80,000 67,000


Account Manager 35,000-50,000 45,000




Head of Sales 50,000-80,000 67,000


Account Manager 35,000-50,000 45,000




Head of Sales 50,000-80,000 67,000


Account Manager 35,000-50,000 45,000




Head of Sales 50,000-80,000 67,000


Account Manager 35,000-50,000 45,000




Head of Sales 50,000-70,000 57,000


Account Manager 30,000-45,000 45,000




Head of Sales 50,000-70,000 57,000


Account Manager 30,000-45,500 45,000




Head of Sales 50,000-70,000 57,000


Account Manager 30,000-45,500 45,000




Head of Sales 50,000-70,000 57,000


Account Manager 30,000-45,500 45,000




Head of Sales 50,000-70,000 57,000


Account Manager 30,000-45,500 45,000




Head of Sales 50,000-70,000 57,000


Account Manager 30,000-45,500 45,000




Head of Sales 50,000-70,000 57,000


Account Manager 30,000-45,500 45,000




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RETAILFASHION & NON-FASHION OPERATIONS


Area Manager 45,000-60,000 50,000

Store Manager 26,000-40,000 30,000


Sales Assistant 16,000-24,000 21,000

Beauty Consultant 16,000-24,000 21,000


Area Manager 45,000-60,000 50,000

Store Manager 26,000-40,000 30,000


Sales Assistant 16,000-24,000 21,000



Area Manager 45,000-60,000 50,000

Store Manager 26,000-40,000 30,000


Sales Assistant 16,000-24,000 21,000



Area Manager 35,000-50,500 50,000

Store Manager 21,000-35,000 30,000


Sales Assistant 16,000-22,000 21,000



Area Manager 35,000-50,000 45,000

Store Manager 21,000-35,000 30,000


Sales Assistant 16,000-22,000 21,000



Area Manager 40,000-55,000 45,000

Store Manager 24,000-35,000 28,000


Sales Assistant 16,000-22,000 20,000



Area Manager 40,000-55,000 45,000

Store Manager 24,000-35,000 28,000


Sales Assistant 16,000-22,000 20,000



Area Manager 40,000-55,000 45,000

Store Manager 24,000-35,000 28,000


Sales Assistant 16,000-22,000 20,000



Area Manager 40,000-55,000 45,000

Store Manager 24,000-35,000 28,000


Sales Assistant 16,000-22,000 20,000



Area Manager 40,000-55,000 45,000

Store Manager 24,000-35,000 28,000


Sales Assistant 16,000-22,000 20,000



Area Manager 35,000-45,000 40,000

Store Manager 24,000-32,000 27,000


Sales Assistant 15,000-20,000 19,000



Area Manager 40,000-55,000 45,000

Store Manager 24,000-35,000 28,000


Sales Assistant 16,000-22,000 20,000



ABOUT US

As market leader, if the best people aren’t already talking to us, we know how to find them, engage with them and match them better than any other recruiter. In the complicated world of recruitment, Hays makes finding the best talent easier and quicker, and reduces the risks involved in hiring.

Our expertise Every working minute we place someone in a job and every day we find the right match for over 90 permanent and 480 temporary roles across the UK. We recruit for organisations of all sizes in the private, public and not-for-profit sectors.

Our 1,900 recruiting specialists across 94 offices nationwide are experts in helping organisations and professionals to develop and grow. This is due to our expertise in finding and sourcing talent, our unparalleled ability to engage with an extensive network of talent, and our capability to match this to the client’s specific requirements.

Hays was ranked 7th in the Glassdoor Best Places to Interview Awards, which demonstrates our expertise in interviewing and how our best practice approach ensures we make the best match.

Time is critical when finding the best talent in today’s skill-short market, so we utilise Google® powered search on our pre-assessed candidate database to quickly and efficiently source and engage with the right professionals for your role.

Our connections on LinkedIn and unique integration are unrivalled. We are able to simultaneously search 10 million CVs alongside 250 million LinkedIn profiles in real-time. Applying our search technology means we can identify the most relevant talent before anyone else.

For further information on how we can help with your recruitment needs, contact your local Hays office. To find your nearest, visit hays.co.uk/offices

Our servicesWe provide a suite of services to provide further support for your talent management strategies. Our tailored services include:

• Career transition

• Digital recruitment campaigns

• Executive search

• Managed service programmes

• Project solutions

• Recruitment process outsourcing

We also offer comprehensive salary benchmarking, which provides specific and detailed analysis and information bespoke to your organisation, role and location. For further information visit hays.co.uk/salary-benchmarking

Recruiting across 22+ skilled and technical professional areas.

• Accountancy & Finance • Construction & Property• Digital Technology• Education• Energy, Oil & Gas• Engineering• Executive• Financial Markets

• Healthcare• Human Resources• Information Technology• Insurance and Financial Services• Legal• Life Sciences• Marketing • Office Support

• PA & Secretarial• Procurement & Supply Chain• Project & Strategy• Retail• Sales• Social Care

Every working minute we place someone in a job and every day we find the right match for over 90 permanent and 480 temporary roles across the UK.

1person placed in a

new role every minute

22skilled and technical

professional areas

50years of experience

1,900recruiting experts

94offices across the UK

90permanent jobs

filled each day

480temporary assignments

placed each day

© Copyright Hays Specialist Recruitment Limited 2017. HAYS, the Corporate and Sector H devices, Recruiting experts worldwide, the HAYS Recruiting experts worldwide logo and Powering the World of Work are trade marks of Hays plc. The Corporate and Sector H devices are original designs protected by registration in many countries. All rights are reserved. The reproduction or transmission of all or part of this work, whether by photocopying or storing in any medium by electronic means or otherwise, without the written permission of the owner, is restricted. The commission of any unauthorised act in relation to the work may result in civil and/or criminal action. LinkedIn is a registered trade mark of LinkedIn Corporation and its affiliates in the United States and/or other countries. GOOGLE is a registered trade mark of Google Inc. UKI-22565

CONTACT US

Visit hays.co.uk/salary-guide for more insight into recruiting, benefits and salary trends.

To speak to a recruiting expert at one of our 94 offices across the UK, find your nearest office at hays.co.uk/offices

Stay up-to-date with Hays insight into the world of work.

Hays

@HaysNews

UKHays

hays.co.uk/blog

https://www.hays.co.uk/salary-guide/index.htm

https://www.hays.co.uk/offices

https://www.linkedin.com/company/3486/

https://twitter.com/HaysNews

https://en-gb.facebook.com/HaysUK/

https://www.hays.co.uk/blog/index.htm

UK Salary Guide 2018

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Transcript of UK Salary Guide 2018