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Hudson IT Salary Survey 2013
 

Hudson IT Salary Survey 2013

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Hudson IT Salary Survey 2013

Hudson IT Salary Survey 2013

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    Hudson IT Salary Survey 2013 Hudson IT Salary Survey 2013 Presentation Transcript

    • 2013 SALARY &EMPLOYMENTINSIGHTS
    • Levels of growth experienced were the strongest since2008 and we witnessed consistency throughout theyear in terms of hiring in both contract and permanentrequirements…Early indicators from IT departmentssuggest that the evolution of virtualisation, businessintelligence, cloud computing and analytics are going tobe growth areas for 2013.”HOME COUNTIES & THE SOUTH WEST2013 SALARY & EMPLOYMENT INSIGHTS2
    • UK Overview 4Achieve more with less 6Workplaces remain under stress 6Rewarding high performance is a business priority 6Employees are looking for well-rounded packages 8Achieving a benefit balance 8Growth is predicted 9About Hudson IT 10Salary tablesLondon & The South East 12Home Counties & The South West 18The Midlands & The North 28Scotland 34Our offices 40CONTENTS2013 SALARY & EMPLOYMENT INSIGHTS 3
    • UK OVERVIEWWelcome to the Hudson IT Salary & EmploymentInsights for 2013. We will give you an overview of allour UK results before focusing in more depth on theIT market. As your trusted advisor, we take pride inour comprehensive understanding of the recruitmentbusiness and factors affecting it including theexpectations of organisations and their people.The challenging market conditions faced by UK businessesin recent years show little signs of easing and businessesare being encouraged to adapt to these conditions. Over thenext 12 months, UK organisations need to equip themselveswith the people they need to move through the next phaseof their economic cycles. Never before has it been more vitaland beneficial for organisations and job seekers to aligntheir expectations.To ensure we have a complete understanding of howorganisations feel about the upcoming year, we surveyedemployers and employees to ascertain what impact thechallenging economic environment is having on businesses.We looked at its effect on work practices, compensation andbenefits and, importantly, employee engagement, morale,loyalty and job seeking behaviour.The survey revealed that workplaces are under stress andemployees are expected to shoulder more responsibility.When asked what happens when a member of staff leaves,both employers and employees agreed that less than aquarter of roles were replaced and when a colleague is notreplaced, 72% of employers and 79% of employees said,the additional workload was distributed amongst theremaining team.EMPLOYERS VIEW:WHEN THINKING ABOUT THE LAST FEWROLES THAT HAVEN’T BEEN REPLACEDIN YOUR TEAM, PREDOMINANTLY WHATHAPPENS TO THE WORK?72%WORKLOAD REDISTRIBUTEDONLY24%OF ROLES AREALWAYS REPLACEDWORKLOAD REDISTRIBUTEDABSORBED BY MANAGERCONTINUED BY CONTRACTORDISCONTINUEDOUTSOURCEDOTHER72%9%5%5%1%8%2013 SALARY & EMPLOYMENT INSIGHTS4
    • UK OVERVIEW35%65%EMPLOYEES EMPLOYERS29%71%SCOTLAND45% 55%44% 56%EMPLOYEES EMPLOYERSMIDLANDS56% 44%47% 53%31%69%EMPLOYEES EMPLOYERS58%42%EMPLOYEES EMPLOYERSNORTH71% 29%53% 47%37%63%EMPLOYEES EMPLOYERSSOUTH51% 49%49% 51%2013 SURVEY RESPONDENTDEMOGRAPHICSIn addition to this employees are working longer hours with 43%saying they work over 40 hours a week and 25% saying thattheir hours have increased in the past 12 months. Nevertheless,people are optimistic about the year ahead with 52% reportingthat morale in their office had increased or remained the same.With over three quarters of employees surveyed categorisingthemselves as passively or actively seeking a new role,organisations are encouraged to look at creative benefitpackages to attract and retain the best talent. The surveyhighlighted a level of disparity between the benefits employeesare seeking and what is being offered by the market.Organisations who employ a level of flexibility with regardto benefit offerings could quite well find themselves at anadvantage in 2013.In spite of the current economic challenges, employers areprophesying encouraging movements for the coming 12months. Nearly half of employers are confident there is thepotential for growth within their organisations and over a thirdare predicting head count increases in 2013. Rewarding highperformers looks to be a business priority in 2013 and financialreward is back on the table with 72% expecting an increase insalary budgets and nearly half intend to award bonuses in 2013.Read on to see the full results of our UK and sector wideSalary & Employment Insights survey, as well as proposedsalaries and recruitment trends for IT for 2013.MethodologyThe salary survey was conducted over a three week periodin January 2013, in which Hudson surveyed employers andemployees online. In-house recruitment specialists andmanaging directors were surveyed for the purpose of gainingdetailed regional and sector specific employment overviews.Current salary information was derived from Hudson’sinternal database and quality checked against survey data.LONDON53% 47%63% 37%2013 SALARY & EMPLOYMENT INSIGHTS 5
    • Recent months have been defined by talk ofeconomic uncertainty and the picture is still evolving.With the Bank of England forecasting growth toremain below 1% and a eurozone outlook thatremains troubled it’s not surprising that economicuncertainty is causing many businesses to startmaking contingency plans.Whilst the general outlook for the economy is a cautious one,the outlook for business growth and employment is predictedto gradually improve across the UK in 2013. According tothe British Chamber of Commerce, business investmentrecovered strongly in the last two quarters of 2012 and ispredicted to grow by 4.3% in 2013. This investment will likelyhelp stimulate growth in the labour market leading to thecreation of new jobs.The future of the UK economy remains unclear. To succeedbusinesses must remain agile, adapt to a slow growthenvironment and respond to evolving economic conditions.Workplaces remain under stressThe demanding economic environment looks set to have acontinued effect on workplaces with two thirds of employersbelieving their businesses will face tougher marketconditions in 2013.Of those surveyed, 42% reported redundancies in thepast 12 months, while 64% reported greater pressures onbudgets, 55% observed increases in employee workload and54% faced more stringent headcount approvals.It’s not only employers that are under pressure in this difficultbusiness environment; 1 in 4 employees report an increasein their working hours and 43% now work more than 40hours per week.Continued pressure on budgets has meant that only 24%of employers are always replacing roles if a member of theteam leaves. In cases where the roles are not replaced,72% of employers distribute the work amongst the remainingteam members, with only 5% employing a contractor and 9%absorbing the extra workload themselves.Nearly half of employees said they are more stressed atwork than a year ago, so it is perhaps not surprising to find asimilar trend in morale levels with 48% saying they are morepessimistic than 12 months ago.Over three quarters of surveyed employees are actively(40%) or passively (36%) seeking new jobs. Of thosesurveyed, 57% anticipate changing jobs within 12 months.Levels of employee engagement at work are almosta perfect three way split between more engaged, lessengaged and neutral so it is perhaps surprising to also findthat 62% are reported as saying that they would recommendtheir employer.Rewarding high performance is a business priorityWhile employees are expected to shoulder moreresponsibility, greater workloads and are working longerhours, the majority of employers appear to be acknowledgingthis by awarding pay rises.Most employers (72%) awarded pay rises in the last 12months and seven in ten anticipate a further increase at thenext salary review. The majority (59%) also indicated thatmodest pay increases of 1-5% were likely to be awarded in2013.Interestingly, just over a third of employees believe anincrease in salary is warranted in 2013 because their skillsand experience are in high demand outside the organisation.ACHIEVE MORE WITH LESS – IS THIS THE COMMERCIAL REALITY FOR 2013?64%REPORT GREATERPRESSURE ONBUDGETS64%55%55%SAW AN INCREASE INEMPLOYEE WORKLOAD54%FACE MORE STRINGENTHEADCOUNTAPPROVALS54%42%42%HAVE SEENREDUNDANCIES IN THEPAST 12 MONTHS33%EXPERIENCED HIRINGFREEZES33%23%USED MORE STRINGENTASSESSMENT PROCESSES23%HOW ARE CHALLENGING MARKETCONDITIONS IMPACTING BUSINESSES?2013 SALARY & EMPLOYMENT INSIGHTS6
    • The main reasons businesses increased salaries were toretain high performers and ensure pay parity. Over half ofthe employers (53%) surveyed indicated they would rewardhigh performers with pay rises and a third (34%) are willingto award a pay rise in order to keep up with movements inliving costs.Nearly half (49%) of employers indicated they were worriedabout losing staff and this concern may be warranted as43% of employees felt they were inadequately rewarded fortheir increasing responsibility to the business.Four in ten employees were awarded a bonus in 2012 andthe majority of these equated to between 1-10% of theirsalary. Larger bonuses were not unheard of with 15% ofthose awarded being greater than 20% of salary.Despite the tough environment 47% of employers plan toaward bonuses in the next 12 months, with the majorityindicating bonuses would be awarded based on eitherindividual (68%) or company performance (67%). A further26% indicated they were yet to decide whether they wouldaward bonuses, which correlates with the uncertainty in themarket.To retain high performing staffMaintain employee living standardsTo reward contribution to the business34%31%WHAT AREEMPLOYERS’ MAINREASONS FORGIVING A PAY RISEAT THE MOMENT?53%To reward high level of performanceStaff are taking on new / greater responsibilitiesSalaries for similar roles have increased23%22%30%The organisation is more profitable than last yearStaff overdue a rise / long time since last increase20%16%2013 SALARY & EMPLOYMENT INSIGHTS 7
    • Employees are looking for well-rounded packagesIt is not only employers that are feeling the effects of theeconomic turmoil; employees are all too aware of theon-going economic uncertainty and the effects it has ontheir lives. Many employees are valuing job security andprogression opportunities and are less inclined to expectlarge salary or bonus packages.When asked to rank important aspects when consideringnew job opportunities, employees demonstrated two definitepreferences for increased salaries and a better work / lifebalance. The majority (85%) of employees rated more paywithin their top five, interestingly, the expectation of the levelof increase was modest, with 71% indicating an acceptablesalary increase for external roles was less than 15%.The second highest consideration was better work / lifebalance (74%) with 29% of employees ranking this as thenumber one reason they are attracted to a new opportunity.In general, employees showed a tendency towards non-monetary based aspects when considering new jobs. Whenasked to pick from a list of 17 aspects they look for whenchanging jobs, 61% of employees picked a non-monetarybased option as their number one option.Company culture, convenient location and respectedsenior / managerial staff were all cited as factors inemployees’ decision making processes. This suggests firmsthat choose to focus their attention on a combination of basesalaries and tailored benefit packages are likely to be moreattractive to prospective employees.Achieving a benefit balanceWith budget squeezes becoming an all too commoncommercial reality, businesses are showing a commitment tooffering a range of benefits as part of the package. But it isimportant to get it right – 1 in 5 employees indicated a levelof dissatisfaction with their current benefit package and thereappears to be some disparity between what is offered andwhat is attractive to employees.Employers would be advised to look to adopt a range ofnon-monetary benefits to attract and retain talent. Only 49%of employers offer flexible working opportunities, whereas65% of employees rated this in their top five most attractivebenefits.After base annual salary, the top benefits offered byemployers are contributory pension plan (72%), bonus andrecognition (67%) and health benefits / insurances (54%).However, with the government NEST pension scheme beingrolled out over the next few years, companies will no longerbe able to offer this as an optional benefit so we will likelysee a shift here.When we asked employees to nominate which benefits weremost attractive to them, 86% placed bonus and recognition intheir top five followed by flexible working opportunities (65%)and contributory pension plan (54%). Those least preferredincluded child care and paid maternity / paternity leave.TOP 10 REASONS EMPLOYEES AREATTRACTED TO JOB OPPORTUNITIES*ACHIEVE MORE WITH LESS – IS THIS THE COMMERCIAL REALITY FOR 2013?EMPLOYEES RATED THIS IN THEIR TOP 5 BENEFITSBUT ONLY 49% OF EMPLOYERS OFFER THIS* Employees were asked to select their top 5“FLEXIBLE WORKING OPPORTUNITIES”65%Better salaryWork/life balanceConvenient location74%61%85%Extra benefitsCultural fitGood company reputation37%37%37%Promotion opportunitiesRespected leadership37%33%Appealing industryGreater responsibility27%21%2013 SALARY & EMPLOYMENT INSIGHTS8
    • Bonus & recognitionHealth benefits / insurancesPension plan - contributoryPension plan - non-contributoryTraining benefitsLiving / travel allowancesIncreased annual leaveFlexible working arrangementsCompany car / car allowancesGym membership Child carePaid maternity leavePaid paternity leave* Employers were asked to select all that apply ** Employees were asked to select their top 567% 86%54% 39%72% 54%19% 35%43% 34%10% 22%42% 48%49% 65%31% 33%15% 14%19% 10%39% 10%28% 10%BENEFIT Offered by Employers* Most attractive benefits for Employees** SummaryWHAT BENEFITS ARE EMPLOYERS OFFERING COMPAREDTO THE BENEFITS EMPLOYEES ARE LOOKING FOR?Growth is predictedDespite the current economic uncertainty, 48% of employersstated that they believe their department has growth potentialin 2013. This growth is expected to manifest in a numberof different ways. One third of employers believe theirdepartments will see an increase in headcount in the nexttwelve months, while 44% expect headcounts to remainstagnant. 19% of employers reported an expected declinein headcount in 2013, and it is worth noting that this figureis significantly down from the 30% who reported the sameexpectation last year.The general outlook for 2013 is oneof cautious optimism. Businessesare reporting expected growth butthe commercial reality could be thatemployees will shoulder even greaterresponsibilities, as businesses striveto achieve this under the pressure ofalready tight budgets.Employees are taking on moreresponsibility and working longer hours,resulting in increased workplace stressand pessimism which could explain thelarge number of employees looking tomove on in 2013.Employees feel they are not beingadequately rewarded for increasedworkload and responsibilities, and wantgreater rewards. With pressure onremuneration budgets, businesses shouldincrease their focus on non-monetarybenefits as a way of retaining andincentivising staff.Stable jobs with flexible benefits are akey priority for employees rather thanever-increasing salaries. Results indicatethat non-monetary benefits alone areenough to sway job seekers’ decisions.Employers who focus their attention on acombination of base salaries and tailoredbenefit packages are likely to be moreattractive to prospective employees.2013 SALARY & EMPLOYMENT INSIGHTS 9
    • Hudson is a global talent solutions company withexpertise in leadership and specialised recruitment,contracting solutions, recruitment processoutsourcing, talent management, outplacementand eDiscovery. The Hudson IT team helps clientsand candidates succeed by leveraging our industryexpertise, deep market knowledge and proprietaryassessment tools and techniques.With approximately 2,000 people in 20 countries, andrelationships with millions of specialised professionals,we bring an unparalleled ability to match talent withopportunities by assessing, recruiting, developing andengaging the best and brightest people for our clients. Wecombine broad geographic presence, world-class talentsolutions and a tailored, consultative approach to helpbusinesses and professionals achieve higher performanceand outstanding results.Our specialist IT recruitment consultants are skilled andexperienced at identifying the challenges that you face;their expertise and established networks ensure youwill be introduced to the most suitable candidates andopportunities. By combining global capabilities with in-depthlocal market knowledge we can offer flexible resourcingsolutions for permanent, contract and interim positionsacross a number of different sectors throughout the UK andIreland. These include:`` Business IT`` Business Analysis`` Business Change`` Transformation`` Project/Programme Management`` Service Delivery`` Development`` Infrastructure`` IT Security & ArchitectureWe have specialist teams and established networks bridgingthese areas, in key disciplines and technologies including:`` Solutions and technical architecture`` Development technology`` Information security`` Health informatics`` Business intelligence`` Retail IT`` Testing`` E-commerce`` SAP`` ORACLEWhile we specialise in mid to senior IT placements,our focus is always on connecting employers with ITprofessionals who can help them gain increased value anda competitive edge through effective use of technologyA combination of local knowledge, regional relationships andglobal resources allows us to deliver our service with speed,quality and innovation. We are delighted to offer clients andcandidates a personally tailored service with the benefits ofa truly global reach and look forward to being of assistanceto you or your organisation.ABOUT HUDSON ITOF EMPLOYERS IN IT ARECONCERNED ABOUT LOSINGEMPLOYEES IN 2013OF EMPLOYEES IN IT AREREPORTED AS SAYING THATTHEY WOULD WILLINGLYRECOMMEND THEIR CURRENTEMPLOYER60%54%2013 SALARY & EMPLOYMENT INSIGHTS10
    • 2013 SALARY & EMPLOYMENT INSIGHTS 11
    • LONDON & THE SOUTH EASTSALARY TABLES2013 SALARY & EMPLOYMENT INSIGHTS12
    • LONDON & THE SOUTH EASTThe IT recruitment market in London and the SouthEast entered 2013 on a steady stream which hasmarginally increased the levels of optimism since2012. The actual number of jobs available remainslow but has shown consistency and in some cases isbetter than expected.The IT market in London and the South East has beengenerally more buoyant than other sectors. Having realignedour business last year, Hudson’s bespoke focus andspecialist networks within the IT sector are benefiting bothour candidates and clients.During 2012 the public sector remained stable and we didn’tsee the expected exodus early in the year. In fact, the publicsector has experienced steady growth in the second half of2012 onwards and we anticipate this growth will continuethrough 2013.The private sector remained cautious and growth hasbeen fragile, however some companies have brokencover and started to implement their new IT strategiesand technologies. 2012 saw considerable growth in thee-commerce and digital sector both from end users anddigital agencies. We have also seen growth in the ITconsultancy space with a demand for specialist skills todeliver key client wins. IT departments across London andthe South East have reshaped, giving organisations theconfidence to spend in IT to help drive companies out of thedoldrums.Levels of growth were the strongest we had seen since therecession began and we witnessed consistency throughoutthe year in terms of hiring in both contract and permanentrequirements. We are expecting this growth to continuethroughout 2013.We are seeing many companies in London and theSouth East developing high performer identification anddevelopment plans to ensure staff retention.Social networking is now affordable and is accessibletechnology that lets individuals and communities cometogether in a new way. We are seeing companiesunderstand the power of being at the front of this trendwhich is enabling change to happen more rapidly.During 2012 we continually heard companies talk aboutcloud computing and Salesforce, ‘hot’ technology areaslast year. Cloud computing allows for a more flexible andscalable method of computing while Salesforce’s attractionis the cost benefit for small companies. Recently wehave been hearing companies talk about the evolution ofvirtualisation, business intelligence and analytics and othersystems to monitor recurring patterns that could developinto money making applications – this has been a big areafor retail companies.The contracting/interim market space has been moresteadfast than the permanent recruitment market. Comingout of 2012 and into 2013 we are definitely seeing astronger demand for IT contracting and interim resources.This is because the UK’s flexible technology workforce isintegral in helping businesses meet fluctuations in demandwhile moving organisations forward, utilising the innovativemind-set that contractors can bring to the work environment.Interestingly, salaries and pay rates across the region havetended to remain fairly static rather than decreasing, despitea surplus of candidates now being available. We are stillseeing companies wanting an exact fit to their requirementsand therefore the demand for candidates skilled specificallyin niche technologies is increasing as is the variance oncontractor rates for specialist skills.There are a number of areas where the requirement forhighly skilled professionals is prevalent. Core developmentskills, project and programme management, business andprocess analysis, change and transformation expertise ande-commerce skills remain in high demand. Companies arenow fully aware of being ‘digital’ and they are wanting toenhance their usage of the cloud, agile, social media, mobileand open resources – we are starting to see leadershippositions such as Chief Digital Officer being considered as akey part of the senior IT leadership in all organisations.OF EMPLOYERS IN ITBELIEVE THEY AREFACING TOUGHERCONDITIONS IN 201374%2013 SALARY & EMPLOYMENT INSIGHTS 13
    • Permanent (Annual) Contract / Interim (Daily Rate)Junior Intermediate Senior Junior Intermediate SeniorRole Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £IT Manager N/A N/A 40,000 50,000 50,000 70,000 N/A N/A 400 450 450 550Helpdesk Manager 35,000 40,000 41,000 45,000 46,000 50,000 N/A N/A 350 400 400 450Service Delivery Manager 40,000 45,000 46,000 50,000 51,000 70,000 N/A N/A 400 450 450 650Network Manager 40,000 45,000 46,000 50,000 51,000 60,000 300 350 400 450 450 600Server Support 30,000 35,000 36,000 40,000 41,000 50,000 300 350 350 400 400 500Desktop Support 20,000 22,500 23,000 25,000 26,000 35,000 150 200 200 250 250 350ITIL Service Delivery Analyst 25,000 27,500 28,000 32,500 33,000 40,000 300 350 350 400 400 450System Administrator - Unix 30,000 35,000 36,000 40,000 41,000 60,000 300 350 350 400 400 600Security Analyst/Security Engineer 35,000 40,000 41,000 45,000 46,000 60,000 250 300 300 350 350 450Security Consultant/Manager 40,000 45,000 46,000 50,000 51,000 85,000 300 350 350 400 400 650Helpdesk Analyst 18,000 20,000 21,000 25,000 26,000 30,000 150 200 200 250 250 300Capacity Planner 22,000 25,000 26,000 28,000 29,000 35,000 150 200 200 250 250 300Storage Management Analyst 25,000 30,000 31,000 35,000 36,000 40,000 200 225 225 250 250 300Problem/Incident Manager 33,000 35,000 36,000 40,000 41,000 45,000 250 300 325 350 350 375Network Engineer 33,000 35,000 36,000 40,000 41,000 45,000 200 225 225 250 250 300Network Consultant 33,000 35,000 36,000 40,000 41,000 45,000 200 225 225 250 250 300JuniorIntermediateSenior£45k£50k£85kHOW MUCH CAN IEARN AS APERMANENTSECURITYCONSULTANT/MANAGER?LONDON & THE SOUTH EAST - IT SUPPORT2013 SALARY & EMPLOYMENT INSIGHTS14
    • JuniorIntermediateSenior£50k£65k£85kHOW MUCH CAN IEARN AS APERMANENTSAP CONSULTANT?Permanent (Annual) Contract / Interim (Daily Rate)Junior Intermediate Senior Junior Intermediate SeniorRole Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £Developer/Software Developer 28,000 32,000 33,000 45,000 45,000 60,000 300 350 350 450 500 650Net Developer 27,000 30,000 31,000 50,000 50,000 70,000 300 350 350 450 500 650C# Developer 28,000 33,000 33,000 45,000 45,000 65,000 300 350 350 450 500 550C++ Developer 28,000 32,000 32,000 44,000 44,000 55,000 300 350 350 450 500 550ASP.NET Developer 28,000 32,000 32,000 45,000 45,000 60,000 300 350 350 400 400 500JAVA Developer 33,000 35,000 36,000 46,000 46,000 70,000 350 400 400 450 450 550J2EE Developer 33,000 35,000 36,000 46,000 46,000 70,000 350 400 400 450 450 600SAP Consultant 45,000 50,000 52,000 65,000 65,000 85,000 400 500 500 600 600 1,000SQL Developer 40,000 45,000 46,000 50,000 52,000 60,000 300 400 400 500 500 600SharePoint Developer 40,000 45,000 46,000 50,000 52,000 60,000 300 400 400 500 500 600Mainframe Developer 35,000 40,000 42,000 45,000 46,000 50,000 300 350 350 400 400 450ORACLE Developer 38,000 42,500 43,000 48,000 50,000 55,000 300 350 350 400 400 500Middleware Messaging Developer 38,000 42,500 43,000 48,000 50,000 55,000 300 350 350 400 400 450Database Administrator (DBA) 33,000 35,000 36,000 40,000 41,000 60,000 300 350 350 400 400 500ORACLE Database Administrator (DBA) 33,000 35,000 36,000 40,000 41,000 55,000 300 350 350 400 400 450Sybase DBA 33,000 35,000 36,000 40,000 41,000 50,000 300 350 350 400 400 450SQL Database Administrator (DBA) 35,000 40,000 41,000 50,000 51,000 60,000 300 350 350 450 450 550LONDON & THE SOUTH EAST - IT DEVELOPMENT2013 SALARY & EMPLOYMENT INSIGHTS 15
    • Permanent (Annual) Contract / Interim (Daily Rate)Junior Intermediate Senior Junior Intermediate SeniorRole Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £Programme Director N/A N/A 75,000 95,000 95,000 150,000 N/A N/A 600 800 800 1,750Programme Manager N/A N/A 65,000 85,000 85,000 100,000 N/A N/A 500 800 800 1,250Senior Project Manager N/A N/A 50,000 55,000 55,000 75,000 N/A N/A 400 500 500 750Project Manager 43,000 45,000 46,000 55,000 51,000 65,000 300 350 350 400 400 550Project Co-ordinator 25,000 30,000 31,000 35,000 36,000 40,000 250 275 275 300 325 375Project Planner 25,000 25,000 25,000 27,500 28,000 35,000 200 250 250 300 300 350Change Manager 35,000 40,000 41,000 45,000 46,000 60,000 300 325 325 350 350 500PMO Manager 35,000 40,000 41,000 45,000 46,000 55,000 300 325 325 350 350 450PMO Analyst 25,000 30,000 31,000 35,000 36,000 40,000 250 300 300 325 325 350Senior Business Analyst N/A N/A N/A N/A 45,000 65,000 450 500 500 550 550 650Business Analyst 35,000 40,000 41,000 45,000 45,000 50,000 450 500 500 550 550 650Data Analyst 30,000 35,000 36,000 40,000 41,000 45,000 250 300 300 325 325 375PERMANENT CONTRACT/ INTERIMJUNIORINTERMEDIATESENIOR£350PD£400PD£550PDPDJUNIORINTERMEDIATESENIOR£45k£55k£65kHOW MUCH CANI EARN AS APROJECT MANAGERIN LONDON & THESOUTH EAST?LONDON & THE SOUTH EAST - IT PROGRAMME/PROJECT SKILLS2013 SALARY & EMPLOYMENT INSIGHTS16
    • Permanent (Annual) Contract / Interim (Daily Rate)Junior Intermediate Senior Junior Intermediate SeniorRole Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £Test Manager 45,000 50,000 51,000 60,000 61,000 75,000 300 350 350 450 450 650Senior Test Analyst 40,000 45,000 46,000 50,000 51,000 60,000 300 350 350 400 400 500Test Analyst 30,000 35,000 36,000 40,000 41,000 45,000 250 300 300 350 350 400Tester 25,000 30,000 31,000 35,000 36,000 40,000 250 300 300 350 350 400Permanent (Annual) Contract / Interim (Daily Rate)Junior Intermediate Senior Junior Intermediate SeniorRole Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £Enterprise Architect N/A N/A 70,000 80,000 80,000 100,000 500 600 600 800 800 1,000Solutions Architect (applications) N/A N/A 75,000 85,000 85,000 120,000 500 600 600 800 800 1,000Infrastructure Architect 50,000 60,000 60,000 65,000 70,000 80,000 400 600 600 700 700 800Security Architect N/A N/A 50,000 65,000 75,000 120,000 600 800 800 1,000 1,000 1,500Permanent (Annual) Contract / Interim (Daily Rate)Junior Intermediate Senior Junior Intermediate SeniorRole Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £Chief Information Officer (CIO) N/A N/A N/A N/A 125,000 250,000 N/A N/A N/A N/A 1,200 2,500IT Director N/A N/A 70,000 80,000 100,000 150,000 600 700 800 1,000 1,100 1,600Head of IT N/A N/A 65,000 75,000 75,000 90,000 500 600 700 1,000 1,000 1,500Development Manager N/A N/A 45,000 55,000 57,500 75,000 400 500 600 800 900 1,100Infrastructure Manager N/A N/A 45,000 55,000 57,500 65,000 400 500 600 700 800 1,000Service/Vendor Manager N/A N/A 40,000 50,000 55,000 75,000 400 500 600 700 800 1,000LONDON & THE SOUTH EAST - IT ARCHITECTURELONDON & THE SOUTH EAST - IT TESTINGLONDON & THE SOUTH EAST - IT MANAGEMENT2013 SALARY & EMPLOYMENT INSIGHTS 17
    • HOME COUNTIES & THE SOUTH WESTSALARY TABLES2013 SALARY & EMPLOYMENT INSIGHTS18
    • HOME COUNTIES & THE SOUTH WESTIT recruitment in the Home Counties and the SouthWest regions were expected to be subdued at bestin 2012. However, the levels of growth experiencedwere the strongest since 2008 and we witnessedconsistency throughout the year in terms of hiringin both contract and permanent requirements.We expect to see similar levels of growth in ITrecruitment in the Home Counties and South Westthroughout 2013.The public sector performed brilliantly in the second half of2012 with substantial month-on-month growth seen fromJune 2012 onwards. We expect the growth of public sectorrecruitment to continue throughout 2013 but for levels ofgrowth to begin to level out around mid-year. Growth in theprivate sector was subdued as private companies remainedcautious in the current economic climate. We have seen anumber of IT departments begin reshaping over the pastyear in an attempt to cut costs and make the most of newtechnologies. ERP and SAP have been particular buoyanttechnologies.IT departments across the Home Counties and the SouthWest have demonstrated a clear focus on staff retention,thus achieving a reduction in HR costs and improvedengagement resulting in greater productivity. The mosteffective engagement methods being considered are staffdeployment and improved learning and developmentopportunities for employees.More and more companies are beginning to understand thepower of social networking and the opportunities it offersto better engage with clients and customers. This has ledto a significant growth in demand for IT professionals withknowledge and experience of working within a number ofdifferent social networks. We expect this trend to continuethroughout 2013 and beyond.Recruitment demands constantly change to remain inline with current market trends and technologies. Earlyindicators from IT departments suggest that the evolutionof virtualisation, business intelligence, cloud computing andanalytics are going to be growth areas for 2013.Candidates skilled specifically in niche technologies havebeen in high demand in 2012 as companies looked tofind individuals that perfectly fit their requirements. Coredevelopment skills, project and programme management,business and process analysis, change and transformationexpertise, an Agile background and e-commerce skillswere continually sought by a wide variety of differentorganisations.Contractors and interim staff played a huge part in thegrowth of IT recruitment across the Home Counties and theSouth West in 2012. The demand for contract and interimresources was comparable to those experienced during2006/2007. Interestingly, salaries and pay rates across theregion tended to remain fairly static rather than decreasing,despite a surplus of available resources or talent.IT departments have continued to grow as demand for ITprofessionals skilled in niche markets increases. An ever-increasing number of companies are looking to exploit theopportunities available to them through technologies suchas cloud computing, Agile, social networking and mobilecomputing, to gain a competitive advantage over their rivalsby truly embracing these opportunities and demonstratingcommitment to remaining ahead by continually developingtheir utilisation methods.OF IT EMPLOYEESWOULD RECOMMENDTHEIR EMPLOYER BUT43% ARE FEELINGINCREASED STRESS61%2013 SALARY & EMPLOYMENT INSIGHTS 19
    • Permanent (Annual) Contract / Interim (Daily Rate)Junior Intermediate Senior Junior Intermediate SeniorRole Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £IT Manager 35,000 40,000 40,000 50,000 50,000 60,000 N/A N/A 300 400 400 500Helpdesk Manager 30,000 35,000 35,000 45,000 45,000 50,000 N/A N/A 250 350 350 450Service Delivery Manager 37,500 42,500 42,500 52,250 52,500 62,500 N/A N/A 300 400 400 500Network Manager 35,000 40,000 40,000 50,000 50,000 60,000 250 300 300 400 400 500Server Support 27,500 32,500 32,500 37,500 37,500 42,500 200 275 275 375 375 450Desktop Support 20,000 22,500 22,500 25,000 25,000 27,500 150 175 175 225 225 250ITIL Service Delivery Analyst 22,500 25,000 25,000 27,500 27,500 30,000 250 300 300 400 400 450System Administrator - Unix 30,000 35,000 35,000 45,000 45,000 50,000 250 300 300 400 400 450Security Analyst / Engineer 35,000 40,000 42,000 47,000 50,000 55,000 250 300 300 350 350 450Security Consultant/Manager 40,000 45,000 45,000 55,000 60,000 65,000 300 350 350 400 400 650Helpdesk Analyst 17,500 20,000 20,000 22,500 22,500 25,000 125 150 150 175 175 200Capacity Planner 35,000 40,000 40,000 50,000 50,000 55,000 150 200 200 250 250 300Storage Management Analyst 35,000 40,000 40,000 50,000 50,000 55,000 250 300 300 400 400 450Problem/Incident Manager 25,000 30,000 35,000 40,000 45,000 50,000 250 300 325 350 350 375Network Engineer 25,000 30,000 30,000 40,000 40,000 45,000 200 275 275 375 375 450Network Consultant 30,000 35,000 35,000 45,000 45,000 50,000 200 275 275 375 375 450HOME COUNTIES - IT SUPPORTPERMANENT CONTRACT/ INTERIMJUNIORINTERMEDIATESENIOR£300PD£400PD£500PDPDJUNIORINTERMEDIATESENIOR£40k£50k£60kHOW MUCH CANI EARN AS ANETWORK MANAGERIN THEHOME COUNTIES?2013 SALARY & EMPLOYMENT INSIGHTS20
    • Permanent (Annual) Contract / Interim (Daily Rate)Junior Intermediate Senior Junior Intermediate SeniorRole Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £Developer/Software Developer 25,000 32,000 35,000 45,000 45,000 55,000 225 275 275 375 375 450Net Developer 25,000 32,000 35,000 40,000 45,000 55,000 225 275 275 375 375 450C# Developer 25,000 34,000 35,000 42,000 47,000 55,000 225 275 275 375 375 450C++ Developer 25,000 34,000 35,000 42,000 47,000 55,000 225 275 275 375 375 450ASP.NET Developer 25,000 34,000 35,000 42,000 47,000 55,000 225 275 275 375 375 450JAVA Developer 30,000 35,000 35,000 45,000 50,000 58,000 250 300 300 400 400 450J2EE Developer 32,000 37,000 37,000 47,000 47,000 55,000 250 300 300 400 400 500SAP Consultant 40,000 50,000 50,000 60,000 60,000 75,000 300 375 375 450 450 525SQL Developer 25,000 35,000 35,000 45,000 47,000 55,000 225 275 275 375 375 450SharePoint Developer 25,000 30,000 35,000 40,000 45,000 52,000 225 275 275 375 375 450Mainframe Developer 25,000 30,000 35,000 45,000 50,000 55,000 250 300 300 400 400 450ORACLE Developer 30,000 35,000 35,000 45,000 45,000 55,000 250 300 300 400 400 450Middleware Messaging Developer 30,000 35,000 35,000 45,000 45,000 55,000 250 300 300 400 400 450Database Administrator (DBA) 30,000 35,000 35,000 45,000 45,000 55,000 250 300 300 400 400 450ORACLE Database Admin (DBA) 30,000 35,000 40,000 50,000 50,000 60,000 250 300 300 400 400 450Sybase DBA 30,000 35,000 35,000 45,000 45,000 55,000 250 300 300 400 400 450SQL Database Admin (DBA) 30,000 35,000 35,000 45,000 45,000 55,000 250 300 300 400 400 450HOME COUNTIES - IT DEVELOPMENTJuniorIntermediateSenior£35k£45k£55kHOW MUCH CAN IEARN AS APERMANENTORACLEDEVELOPER IN THEHOME COUNTIES?2013 SALARY & EMPLOYMENT INSIGHTS 21
    • Permanent (Annual) Contract / Interim (Daily Rate)Junior Intermediate Senior Junior Intermediate SeniorRole Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £Programme Director N/A N/A 70,000 100,000 100,000 130,000 N/A N/A 750 1,250 1,250 1,750Programme Manager N/A N/A 65,000 80,000 80,000 95,000 N/A N/A 500 750 750 1,250Senior Project Manager 50,000 55,000 55,000 60,000 60,000 65,000 N/A N/A 400 600 600 800Project Manager 40,000 45,000 45,000 55,000 55,000 60,000 300 350 350 450 450 550Project Co-ordinator 25,000 30,000 30,000 35,000 35,000 40,000 200 250 250 300 300 400Project Planner 25,000 30,000 3,000 35,000 35,000 40,000 200 250 250 300 300 400Change Manager 30,000 35,000 35,000 45,000 45,000 50,000 250 300 300 400 400 450PMO Manager 40,000 55,000 45,000 55,000 55,000 60,000 300 400 400 500 500 600PMO Analyst 25,000 30,000 30,000 35,000 35,000 40,000 200 250 250 300 300 400Senior Business Analyst 35,000 40,000 40,000 50,000 50,000 55,000 300 350 350 450 450 550Business Analyst 30,000 35,000 35,000 45,000 45,000 50,000 250 300 300 400 400 450Data Analyst 25,000 30,000 30,000 35,000 35,000 40,000 200 250 250 300 300 400HOME COUNTIES - IT PROGRAMME/PROJECT SKILLSJuniorIntermediateSenior£30k£35k£40kHOW MUCH CANI EARN AS APERMANENTDATA ANALYSTIN THE HOMECOUNTIES?2013 SALARY & EMPLOYMENT INSIGHTS22
    • Permanent (Annual) Contract / Interim (Daily Rate)Junior Intermediate Senior Junior Intermediate SeniorRole Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £Test Manager 40,000 50,000 50,000 60,000 60,000 70,000 300 350 350 450 450 550Senior Test Analyst 30,000 40,000 40,000 50,000 50,000 55,000 250 300 300 400 400 450Test Analyst 25,000 30,000 30,000 40,000 40,000 45,000 225 250 250 300 300 350Tester 20,000 25,000 25,000 30,000 30,000 35,000 200 225 225 275 275 300Permanent (Annual) Contract / Interim (Daily Rate)Junior Intermediate Senior Junior Intermediate SeniorRole Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £Enterprise Architect 45,000 55,000 55,000 65,000 65,000 85,000 400 500 500 600 600 700Solutions Architect 40,000 50,000 50,000 60,000 60,000 75,000 350 450 450 550 550 650Infrastructure Architect 40,000 50,000 50,000 60,000 60,000 75,000 350 450 450 550 550 650Security Architect 45,000 55,000 55,000 65,000 75,000 130,000 650 850 850 1,100 1,100 1,600Permanent (Annual) Contract / Interim (Daily Rate)Junior Intermediate Senior Junior Intermediate SeniorRole Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £Chief Information Officer N/A N/A 80,000 120,000 90,000 160,000 N/A N/A 800 1,600 1,600 2,200IT Director N/A N/A 75,000 100,000 90,000 130,000 N/A N/A 800 1,200 1,200 1,600Head of IT N/A N/A 58,000 77,000 72,000 105,000 N/A N/A 500 800 800 1,100Development Manager N/A N/A 43,250 55,000 57,500 70,000 N/A N/A 400 500 500 600Infrastructure Manager N/A N/A 42,000 53,000 57,000 65,000 N/A N/A 400 500 500 600Service/Vendor Manager N/A N/A 42,000 53,000 57,000 65,000 N/A N/A 400 500 500 600HOME COUNTIES - IT MANAGEMENTHOME COUNTIES - IT ARCHITECTUREHOME COUNTIES - IT TESTING2013 SALARY & EMPLOYMENT INSIGHTS 23
    • THE SOUTH WEST - IT SUPPORTPermanent (Annual) Contract / Interim (Daily Rate)Junior Intermediate Senior Junior Intermediate SeniorRole Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £IT Manager N/A N/A 40,000 45,000 50,000 60,000 N/A N/A 300 400 400 500Helpdesk Manager N/A N/A 30,000 35,000 40,000 48,000 N/A N/A 250 350 350 450Service Delivery Manager 37,000 40,000 42,000 46,000 50,000 60,000 N/A N/A 300 400 400 500Network Manager 35,000 40,000 42,000 50,000 50,000 60,000 250 300 300 400 400 500Server Support 25,000 32,500 35,000 35,000 40,000 45,000 200 275 275 375 375 450Desktop Support 20,000 22,000 22,000 26,000 26,000 30,000 150 175 175 225 225 250ITIL Service Delivery Analyst 20,000 22,000 22,000 26,000 26,000 30,000 250 300 300 400 400 450System Administrator - Unix 28,000 32,000 35,000 40,000 45,000 50,000 250 300 300 400 400 450Security Analyst/ Engineer 35,000 40,000 42,000 47,000 50,000 55,000 250 300 300 350 350 450Security Consultant/Manager N/A N/A 45,000 55,000 60,000 65,000 300 350 350 400 400 650Helpdesk Analyst 15,000 22,000 22,000 26,000 26,000 30,000 125 150 150 175 175 200Capacity Planner 25,000 28,000 28,000 32,000 32,000 38,000 150 200 200 250 250 300Storage Management Analyst 25,000 28,000 28,000 32,000 32,000 38,000 250 300 300 400 400 450Problem/Incident Manager 32,000 38,000 38,000 45,000 45,000 50,000 250 300 323 350 350 375Network Engineer 20,000 28,000 28,000 35,000 35,000 45,000 200 275 275 375 375 450Network Consultant N/A N/A 40,000 50,000 50,000 60,000 200 275 275 375 375 450PERMANENT CONTRACT/ INTERIMJUNIORINTERMEDIATESENIOR£200PD£250PD£300PDPDJUNIORINTERMEDIATESENIOR£28k£32k£38kHOW MUCH CANI EARN AS ACAPACITY PLANNERIN THE SOUTHWEST?2013 SALARY & EMPLOYMENT INSIGHTS24
    • Permanent (Annual) Contract / Interim (Daily Rate)Junior Intermediate Senior Junior Intermediate SeniorRole Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £Developer/Software Developer 25,000 32,000 35,000 40,000 40,000 48,000 225 275 275 375 375 450Net Developer 25,000 32,000 35,000 38,000 40,000 48,000 225 275 275 375 375 450C# Developer 25,000 32,000 35,000 38,000 40,000 48,000 225 275 275 375 375 450C++ Developer 25,000 30,000 30,000 35,000 40,000 48,000 225 275 275 375 375 450ASP.NET Developer 25,000 32,000 32,000 38,000 40,000 50,000 225 275 275 375 375 450JAVA Developer 30,000 35,000 35,000 40,000 45,000 50,000 250 300 300 400 400 450J2EE Developer 25,000 32,000 35,000 40,000 45,000 50,000 250 300 300 400 400 500SAP Consultant 40,000 50,000 50,000 55,000 60,000 75,000 300 375 375 450 450 525SQL Developer 25,000 28,000 30,000 35,000 40,000 48,000 225 275 275 375 375 450SharePoint Developer 25,000 32,000 32,000 38,000 40,000 48,000 225 275 275 375 375 450Mainframe Developer 25,000 30,000 35,000 40,000 45,000 50,000 250 300 300 400 400 450ORACLE Developer 25,000 32,000 32,000 40,000 42,000 50,000 250 300 300 400 400 450Middleware Messaging Developer 25,000 32,000 35,000 38,000 40,000 45,000 250 300 300 400 400 450Database Administrator (DBA) 25,000 32,000 35,000 40,000 45,000 50,000 250 300 300 400 400 450ORACLE Database Admin (DBA) 25,000 32,000 35,000 40,000 45,000 50,000 250 300 300 400 400 450Sybase DBA 25,000 32,000 35,000 40,000 45,000 50,000 250 300 300 400 400 450SQL Database Admin (DBA) 25,000 32,000 35,000 40,000 45,000 50,000 250 300 300 400 400 450THE SOUTH WEST - IT DEVELOPMENTJuniorIntermediateSenior£300 PD£400 PD£450 PDHOW MUCH CAN IEARN AS ACONTRACT JAVADEVELOPER INSOUTH WEST?2013 SALARY & EMPLOYMENT INSIGHTS 25
    • Permanent (Annual) Contract / Interim (Daily Rate)Junior Intermediate Senior Junior Intermediate SeniorRole Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £Programme Director N/A N/A 80,000 90,000 90,000 120,000 N/A N/A 750 1,250 1,250 1,750Programme Manager N/A N/A 60,000 70,000 70,000 80,000 N/A N/A 500 750 750 1,250Senior Project Manager N/A N/A 50,000 55,000 60,000 65,000 N/A N/A 400 600 600 800Project Manager 40,000 45,000 45,000 55,000 55,000 60,000 300 350 350 450 450 550Project Co-ordinator 22,000 25,000 25,000 28,000 28,000 33,000 200 250 250 300 300 400Project Planner 25,000 28,000 30,000 32,000 35,000 38,000 200 250 250 300 300 400Change Manager 32,000 35,000 35,000 45,000 45,000 50,000 250 300 300 400 400 450PMO Manager 32,000 38,000 40,000 50,000 50,000 60,000 300 400 400 500 500 600PMO Analyst 22,000 25,000 25,000 28,000 28,000 33,000 200 250 250 300 300 400Senior Business Analyst 35,000 40,000 43,000 48,000 50,000 55,000 300 350 350 450 450 550Business Analyst 25,000 32,000 32,000 43,000 43,000 50,000 250 300 300 400 400 450Data Analyst 22,000 25,000 25,000 30,000 30,000 40,000 200 250 250 300 300 400THE SOUTH WEST - IT PROGRAMME/PROJECT SKILLSHOW MUCH CAN IEARN AS APERMANENT PMOMANAGER INSOUTH WEST?JUNIORINTERMEDIATESENIOR£38k£50k£60k2013 SALARY & EMPLOYMENT INSIGHTS26
    • Permanent (Annual) Contract / Interim (Daily Rate)Junior Intermediate Senior Junior Intermediate SeniorRole Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £Test Manager 40,000 50,000 50,000 55,000 60,000 70,000 300 350 350 450 450 550Senior Test Analyst N/A N/A 35,000 40,000 45,000 50,000 250 300 300 400 400 450Test Analyst 25,000 30,000 32,000 38,000 40,000 48,000 225 250 250 300 300 350Tester 20,000 25,000 25,000 30,000 35,000 38,000 200 225 225 275 275 300Permanent (Annual) Contract / Interim (Daily Rate)Junior Intermediate Senior Junior Intermediate SeniorRole Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £Enterprise Architect N/A N/A 70,000 80,000 80,000 90,000 400 500 500 600 600 800Solutions Architect N/A N/A 50,000 60,000 60,000 70,000 350 450 450 550 550 750Infrastructure Architect N/A N/A 50,000 50,000 60,000 70,000 350 450 450 550 550 750Security Architect N/A N/A 60,000 70,000 70,000 80,000 650 850 850 1,100 1,100 1,600Permanent (Annual) Contract / Interim (Daily Rate)Junior Intermediate Senior Junior Intermediate SeniorRole Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £Chief Information Officer (CIO) N/A N/A 80,000 100,000 90,000 125,000 N/A N/A 800 1,600 1,600 2,200IT Director N/A N/A 75,000 100,000 90,000 125,000 N/A N/A 800 1,200 1,200 1,600Head of IT N/A N/A 55,000 75,000 75,000 85,000 N/A N/A 500 800 800 1,100Development Manager N/A N/A 60,000 65,000 65,000 70,000 N/A N/A 400 500 500 600Infrastructure Manager N/A N/A 45,000 55,000 55,000 65,000 N/A N/A 400 500 500 600Service/Vendor Manager N/A N/A 50,000 55,000 55,000 65,000 N/A N/A 400 500 500 600THE SOUTH WEST - IT MANAGEMENTTHE SOUTH WEST - IT ARCHITECTURETHE SOUTH WEST - IT TESTING2013 SALARY & EMPLOYMENT INSIGHTS 27
    • THE MIDLANDS &THE NORTH SALARY TABLES2013 SALARY & EMPLOYMENT INSIGHTS28
    • THE MIDLANDS & THE NORTH2012 was widely expected to be a tough year for ITrecruitment in the Midlands and the North. In realityhowever, the year exceeded expectations and proved tobe one of the strongest years seen since the recessionwith steady growth both in permanent and contractrecruitment. Hudson’s success in this area was a directresult of the commitment to develop specialists thatdeal specifically with individual skill sets allowing deepermarket knowledge and assisting to develop strongerclient and candidate networks.The public sector performed better than expected withthe business growing significantly in the second half of2012. This growth is expected to continue throughout2013 and early indicators suggest that this will be thecase. The private sector remained cautious throughout2012 with a few companies of note implementing newstrategies and technologies which have had a positiveeffect on recruitment. Mobile application developmenthas been a particularly buoyant area as companies rushto get a piece of this fast-growing market. A number of ITdepartments have been reshaped to help drive changewithin organisations which has led to increased optimismand spend in IT recruitment.Companies are beginning to understand the benefits of staffretention and development, particularly with technologyspecialists. This has led to a shortage of IT professionalswith niche skills and has increased the wages of those whoperfectly fit a company’s demands. Now more than evercompanies are looking to their IT departments to deliverchange and efficiency. New technologies are offeringexciting opportunities to cut costs and increase productivityand the opportunity to learn something new has proven agreat tool to retain high performing employees.The explosion in social networking has offered companiesa brand new way of interacting with their customers, clientsand employees. The benefits of social networking and therewards for being at the front of this trend has had a hugeimpact on IT departments and IT recruitment. One thingis clear; ignoring social networking is no longer an optionfor most companies and whether the companies are in theMidlands, the North or the rest of the UK this remains true.With technologies and trends changing so fast, it is essentialthat IT departments remain at the forefront of their fieldto exploit opportunities as they arise and gain an earlymover advantage. Hot topics at the beginning of 2013 haveincluded the evolution of virtualisation, business intelligence,analytics and other systems to monitor recurring patternsthat could develop into money making applications.Demand for contracting and interim resources during 2012saw a significant increase to levels comparable to thoseexperienced in 2006/2007. The contracting space hasperformed better than the permanent recruitment market in2012 and is expected to continue growing in 2013 albeit at aslightly slower rate. Contract and interim workers have beenintegral in helping businesses meet fluctuations in demandwithout tying companies down to long term expenditures.Salaries for contract and interim professionals throughoutthe Midlands and the North remained static in 2012 and areexpected to stay at these levels for the foreseeable future.Companies now expect exact fits to their requirementswhen hiring and therefore the demand for candidatesskilled specifically in niche technologies is increasing.Core development skills, business and process analysis,e-commerce skills and change and transformation expertiseare currently in high demand in the Midlands and theNorth. With IT being the basis of so much that we do today,leadership positions such as Chief Digital Officer are nowbeing considered as a key part of the senior IT leadership inall major organisations.OF IT EMPLOYEESSTATED THAT THEYWORK ON AVERAGE36+ HOURS A WEEK76%2013 SALARY & EMPLOYMENT INSIGHTS 29
    • THE MIDLANDS & THE NORTH - IT SUPPORTPermanent (Annual) Contract / Interim (Daily Rate)Junior Intermediate Senior Junior Intermediate SeniorRole Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £Head of Service Delivery N/A N/A 50,000 60,000 60,000 80,000 N/A N/A 400 500 500 700IT Manager 28,000 32,000 32,000 45,000 45,000 55,000 250 300 300 350 350 550Helpdesk Manager (ITIL) 26,000 32,000 32,000 40,000 40,000 56,000 250 300 300 350 350 450Service Delivery Manager (ITIL) N/A N/A 40,000 50,000 50,000 75,000 300 350 350 400 400 500Network Manager 30,000 35,000 35,000 45,000 45,000 65,000 300 350 350 400 400 500Server Support 25,000 30,000 30,000 40,000 40,000 45,000 250 300 300 350 350 500Desktop Support 20,000 22,000 22,000 26,000 26,000 34,000 200 250 250 300 300 350ITIL Service Delivery Analyst 24,000 28,000 28,000 32,000 32,000 40,000 200 250 250 300 300 350System Administrator - Unix 28,000 32,000 32,000 40,000 40,000 55,000 300 350 350 450 450 550Security Analyst / Engineer 30,000 35,000 35,000 45,000 45,000 60,000 300 350 350 450 450 550Security Consultant/Manager 35,000 40,000 40,000 50,000 50,000 70,000 400 450 450 500 500 600Helpdesk Analyst 15,000 17,000 17,000 20,000 20,000 24,000 100 120 120 140 140 150Capacity Planner 30,000 35,000 35,000 40,000 40,000 55,000 300 350 350 400 400 550Service Level manager (ITIL) N/A N/A 30,000 35,000 40,000 50,000 N/A N/A 300 400 400 600Storage Management Analyst 30,000 35,000 35,000 40,000 40,000 55,000 300 350 350 400 400 550Problem/Incident Manager 28,000 32,000 3,200 38,000 38,000 45,000 250 300 300 350 350 450Network Engineer 25,000 30,000 30,000 40,000 40,000 50,000 250 300 350 400 400 500Network Consultant 35,000 40,000 40,000 50,000 50,000 50,000 300 350 350 450 450 600PERMANENT CONTRACT/ INTERIMJUNIORINTERMEDIATESENIOR£300PD£350PD£450PDPDJUNIORINTERMEDIATESENIOR£32k£40k£56kHOW MUCH CANI EARN AS AHELPDESKMANAGER (ITIL)IN MIDLANDS& THE NORTH?2013 SALARY & EMPLOYMENT INSIGHTS30
    • THE MIDLANDS & THE NORTH - IT DEVELOPMENTPermanent (Annual) Contract / Interim (Daily Rate)Junior Intermediate Senior Junior Intermediate SeniorRole Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £Developer/Software Developer 17,000 22,000 23,000 35,000 35,000 45,000 160 200 200 240 240 320.NET Developer 20,000 25,000 25,000 35,000 35,000 45,000 200 240 240 320 320 360C# Developer 20,000 25,000 25,000 35,000 35,000 45,000 200 240 240 320 320 360C++ Developer 17,000 22,000 23,000 33,000 33,000 45,000 160 216 216 256 256 320ASP.NET Developer 20,000 25,000 25,000 33,000 30,000 45,000 160 200 200 280 280 320JAVA Developer 20,000 32,000 32,000 40,000 40,000 55,000 160 200 200 360 360 400J2EE Developer 20,000 32,000 32,000 40,000 40,000 55,000 280 320 320 400 400 480Ruby (RoR) Developer 23,000 28,000 28,000 35,000 35,000 45,000 N/A N/A 25 30 35 45PHP Developer 20,000 26,000 26,000 35,000 35,000 43,000 N/A N/A 25 30 35 45Software App. Developer 20,000 24,000 24,000 30,000 30,000 36,000 N/A N/A 20 25 25 30Mobile Developer 20,000 27,000 30,000 43,000 50,000 65,000 N/A N/A N/A N/A 40 60SAP Consultant 25,000 35,000 40,000 60,000 60,000 90,000 300 400 400 500 500 800SQL Developer N/A N/A 25,000 35,000 35,000 50,000 200 240 240 280 280 256SharePoint Developer N/A N/A 32,000 40,000 40,000 55,000 250 300 300 325 325 400Mainframe Developer 20,000 25,000 26,000 30,000 31,000 45,000 160 200 200 240 240 280ORACLE Developer 20,000 27,000 28,000 34,000 35,000 50,000 450 550 550 650 650 800Middleware Messaging Developer 22,000 25,000 26,000 32,000 33,000 43,000 200 275 300 350 375 425Database Administrator (DBA) 30,000 38,000 35,000 45,000 45,000 60,000 250 350 350 450 450 550ORACLE Database Admin (DBA) 30,000 38,000 35,000 45,000 45,000 60,000 300 350 350 450 450 550Sybase DBA N/A N/A 40,000 50,000 50,000 70,000 300 400 400 450 450 650SQL Database Admin (DBA) 30,000 32,000 32,000 38,000 38,000 46,000 250 300 300 350 350 4502013 SALARY & EMPLOYMENT INSIGHTS 31
    • Permanent (Annual) Contract / Interim (Daily Rate)Junior Intermediate Senior Junior Intermediate SeniorRole Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £Head of BI N/A N/A N/A N/A 65,000 80,000 N/A N/A N/A N/A 600 800BI Manager 36,000 40,000 45,000 50,000 55,000 60,000 N/A N/A N/A N/A 400 600BI Developer 30,000 35,000 35,000 40,000 45,000 50,000 N/A N/A N/A N/A 300 400BI Analyst 30,000 35,000 35,000 40,000 40,000 45,000 N/A N/A N/A N/A 250 350BI/MI reports developer 23,000 28,000 30,000 35,000 35,000 40,000 N/A N/A N/A N/A 300 350THE MIDLANDS & THE NORTH - IT BUSINESS INTELLIGENCEPermanent (Annual) Contract / Interim (Daily Rate)Junior Intermediate Senior Junior Intermediate SeniorRole Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £Programme Director N/A N/A 60,000 80,000 80,000 100,000 400 500 500 600 600 800+Programme Manager N/A N/A 50,000 65,000 70,000 90,000 400 450 450 500 500 700+Senior Project Manager N/A N/A 45,000 55,000 55,000 65,000 300 400 350 450 450 600Project Manager 35,000 40,000 43,000 50,000 N/A N/A 200 300 300 400 400 550Project Co-ordinator 20,000 22,000 22,000 26,000 30,000 35,000 150 200 200 250 250 300Project Planner 20,000 22,000 22,000 26,000 30,000 35,000 100 150 150 200 200 250Change Manager 30,000 35,000 40,000 55,000 50,000 65,000 300 350 350 450 450 600PMO Manager N/A N/A 35,000 45,000 50,000 60,000 250 300 300 400 400 500PMO Analyst 20,000 25,000 28,000 35,000 32,000 35,000 150 200 200 250 300 350+Senior Business Analyst N/A N/A 40,000 47,000 45,000 50,000 300 400 400 500 500 600Business Analyst 20,000 25,000 30,000 38,000 40,000 60,000 200 250 250 300 300 400THE MIDLANDS & THE NORTH - IT PROGRAMME/PROJECT SKILLS2013 SALARY & EMPLOYMENT INSIGHTS32
    • Permanent (Annual) Contract / Interim (Daily Rate)Junior Intermediate Senior Junior Intermediate SeniorRole Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £Test Manager N/A N/A 30,000 40,000 40,000 55,000 350 400 400 450 500 600+Senior Test Analyst N/A N/A 25,000 35,000 35,000 40,000 300 350 350 400 400 500Test Analyst 20,000 22,000 23,000 25,000 28,000 30,000 250 300 300 350 350 400Tester 19,000 23,000 23,000 27,000 27,000 30,000 150 200 200 250 250 350Permanent (Annual) Contract / Interim (Daily Rate)Junior Intermediate Senior Junior Intermediate SeniorRole Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £Enterprise Architect 55,000 60,000 60,000 70,000 70,000 120,000 400 450 450 550 550 750Solutions Architect 55,000 55,000 55,000 60,000 60,000 80,000 400 450 450 550 550 700Infrastructure Architect 50,000 55,000 55,000 60,000 60,000 75,000 350 450 450 500 500 650Security Architect 55,000 57,000 57,000 65,000 65,000 78,000 400 450 450 500 500 650Permanent (Annual) Contract / Interim (Daily Rate)Junior Intermediate Senior Junior Intermediate SeniorRole Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £Chief Information Officer (CIO) N/A N/A 65,000 75,000 90,000 140,000 500 600 600 700 700 1,000IT Director 50,000 55,000 55,000 70,000 80,000 100,000 400 450 450 550 550 900Head of IT 45,000 55,000 55,000 65,000 70,000 80,000 350 400 400 450 500 700Development Manager 35,000 40,000 45,000 50,000 55,000 65,000 350 400 400 500 500 800Infrastructure Manager 40,000 45,000 45,000 50,000 50,000 65,000 300 400 400 500 500 650Service/ Vendor Manager 40,000 45,000 45,000 50,000 55,000 80,000 300 400 400 500 500 650THE MIDLANDS & THE NORTH - IT MANAGEMENTTHE MIDLANDS & THE NORTH - IT ARCHITECTURETHE MIDLANDS & THE NORTH - IT TESTING2013 SALARY & EMPLOYMENT INSIGHTS 33
    • SCOTLANDSALARY TABLES2013 SALARY & EMPLOYMENT INSIGHTS34
    • SCOTLAND OF DEPARTING IT ROLESARE ALWAYS REPLACEDTHIS IS THE HIGHESTPERCENTAGE SHOWNACROSS ALL SURVEYEDINDUSTRIES32%Despite uncertainty and economic fragility we weremildly optimistic about IT recruitment in Scotlandin 2012. We found this optimism to be justified andbelieve that 2013 will continue to be a period ofgrowth. However this growth is highlighting a majorskills gap which continues to open up as demandincreases.IT is synonymous with change and those changes have neverbeen faster. Social media and analytics have invaded allcorners of the enterprise while cloud computing and mobileapps have now become mainstream.Throughout 2012 we found that a number of our clients arefinding it difficult to recruit professionals with the exact set ofskills they required. This was accompanied by a worry aboutlosing their staff during 2012 due to increased salary benefitsexpectations.Many of the trends we discussed in 2011/12 are now havinga clear impact on our industry and on hiring patterns for 2013.These trends are clearly going to influence the market in 2013and beyond. Scotland I.S has highlighted the gap in supplyand demand recently, with almost 70% of respondents to theirindustry survey expecting to take on more people. However themajority believe they will locate the talent required in Scotlandand the worry is the lack of appropriate skills is becoming acritical barrier to growth.The continued adoption of technology by the wider populationand demand for mobile apps is resulting in the role profileof IT professionals evolving to match the need to deal withthis. The personal attributes are changing too, for example,improved stakeholder management, communication skills,wider business knowledge and the ability to be nimble and drivechange are all competencies that are more in demand thanever. Understanding business strategy and becoming morestrategically focussed is no longer desirable but mandatory.Some business units are increasingly deploying their ownsystems and mobile apps and IT departments need tounderstand how they work and integrate them into the fabric ofthe organisation. IT talent therefore needs to be able to think ina strategic, business focussed way rather than simply managingservers and storage devices.2013 is predicted by Accenture to be the year that companiesplunge into big data projects and try to unlock the value thatis held inside sometimes massive amounts of information.Analytics software is becoming more sophisticated and the newinsights being gained are filtering into lines of business, allowingmore agile and effective decision making. This trend is expectedto accelerate in 2013 and have an impact on the skills requiredby organisations to ensure these projects are successful.The acceleration of digital enterprise and social media is forcingorganisations to rethink business processes and interact in amore collaborative way with their customers. The growth indigital and mobile applications has resulted in organisations thatneed to be able to act in the agile manner that is necessary torespond to these changes. Mobile devices are becoming thenorm and 2013 is expected to be the year when IT executiveshave to focus on creating a consistent experience acrossdevices and browsers. It is going to be crucial that organisationsdesign IT systems around mobility and ensure all services canbe delivered through mobile channels.This change in emphasis has resulted in a skills shortagealready in the digital and mobile technologies markets and theskills required to service this need are already in short supply asare solid developers with skills in JAVA or .NET and ORACLE.It is not just candidates with advanced stakeholdermanagement skills and strong adaptation to change that haveseen a climb in demand recently. With technology evolving atsuch a rapid speed, specialist technical skills are a must andorganisations are keen to hire candidates with these abilities.Many companies are now placing great importance on havingthe right people with the right traits, knowledge and skills forgaining competitive agility.Despite the increase in IaaS and SaaS, organisations –especially those who are high growth SMEs - are loading up onIT talent and building up centres of technical excellence to spurinnovation and to gain a competitive advantage in the market.These focussed recruitment exercises are further depleting thepool of skills available and increasing demand for highly skilledprofessionals.Our experience to date indicates that salaries in 2012 werecoming under pressure. Clients are tending to base salariesand rates on their prior experience of recruiting a similar rolewhich could have been over 18 months ago. If one is to embarkon a rigorous sign off process for a role it makes sense to get itsigned off at the correct level for the market initially.A primary concern for organisations in 2013, as in 2012, shouldbe the quality and availability of skills within the permanent andcontractor candidate pool. However, employers should be warythat salary on its own is not a talent attraction and/or retentionstrategy, and to treat it as such will not yield favourable results.The challenge will be to identify potential and ensure that it iseffectively attracted to the right organisation who can developthis talent to gain and sustain competitive advantage. Morefocus on graduate recruitment and training will be essential ifScotland is to meet the needs of the future.Despite a difficult economy, there are many compellingdrivers for IT spending at the moment – yet it is impossibleto be everywhere at once. Where and how to invest is thebiggest challenge – however, with the right people in place thechallenges become easier.2013 SALARY & EMPLOYMENT INSIGHTS 35
    • Permanent (Annual) Contract / Interim (Daily Rate)Junior Intermediate Senior Junior Intermediate SeniorRole Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £IT Manager N/A N/A 40,000 55,000 50,000 70,000 300 375 375 400 400 500Helpdesk Manager 25,000 35,000 30,000 40,000 38,000 40,000+ 275 325 325 350 350 425Service Delivery Manager 35,000 40,000 40,000 45,000 50,000 60,000 300 375 375 350 350 550Network Manager 28,000 33,000 30,000 40,000 38,000 40,000+ 300 375 375 350 350 500Server Support 22,000 25,000 25,000 32,000 30,000 40,000 180 225 225 250 250 350Desktop Support 18,000 22,000 20,000 25,000 23,000 28,000 125 155 155 185 185 280ITIL Service Delivery Analyst 22,000 24,000 25,000 28,000 27,000 32,000 200 275 275 300 300 400System Administrator - Unix 25,000 30,000 30,000 40,000 40,000 50,000 200 325 325 350 350 550Security Analyst/ Engineer 25,000 28,000 28,000 35,000 35,000 45,000 250 325 325 350 350 600Security Consultant/Manager 30,000 40,000 45,000 55,000 55,000 65,000 350 425 425 450 450 700Helpdesk Analyst 16,000 20,000 18,000 22,000 22,000 25,000 125 135 130 150 150 225Capacity Planner N/A N/A 30,000 40,000 40,000 50,000 200 225 225 250 250 400Storage Management Analyst N/A N/A 30,000 40,000 40,000 50,000 350 425 425 450 450 600Problem/Incident Manager 20,000 23,000 22,000 28,000 28,000 35,000 200 275 275 300 300 400Network Engineer 22,000 25,000 25,000 28,000 28,000 35,000 150 225 225 250 250 375Network Consultant 28,000 33,000 30,000 40,000 38,000 40,000+ 250 325 325 350 350 550SCOTLAND - IT SUPPORTJuniorIntermediateSenior£40k£45k£60kHOW MUCH CAN IEARN AS ASERVICE DELIVERYMANAGER INSCOTLAND?2013 SALARY & EMPLOYMENT INSIGHTS36
    • Permanent (Annual) Contract / Interim (Daily Rate)Junior Intermediate Senior Junior Intermediate SeniorRole Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £Developer/Software Developer 23,000 28,000 25,000 38,000 33,000 50,000 315 360 360 380 380 475.NET Developer 25,000 32,000 28,000 38,000 35,000 50,000 300 350 360 380 375 500C# Developer 25,000 28,000 28,000 35,000 40,000 55,000+ 300 350 360 380 375 500C++ Developer 24,000 30,000 28,000 38,000 35,000 50,000 275 300 300 325 325 375ASP.NET Developer 24,000 32,000 28,000 40,000 40,000 50,000 300 350 360 380 375 500JAVA Developer 25,000 35,000 30,000 42,000 45,000 60,000 300 350 375 400 365 525J2EE Developer 25,000 33,000 30,000 42,000 40,000 50,000+ 300 350 375 400 365 525SAP Consultant N/A N/A 40,000 50,000 60,000 75,000 300 375 400 500 600 1000SQL Developer 22,000 25,000 27,000 38,000 33,000 52,000 300 325 325 350 350 450SharePoint Developer N/A N/A 30,000 45,000 45,000 55,000 310 335 340 375 360 525Mainframe Developer N/A N/A 28,000 35,000 35,000 45,000 250 275 275 300 300 450ORACLE Developer 25,000 30,000 32,000 42,000 42,000 50,000+ 280 300 325 350 350 450Middleware Messaging Developer N/A N/A 38,000 48,000 45,000 60,000 350 425 425 450 450 600Database Administrator (DBA) 25,000 30,000 30,000 40,000 40,000 55,000 300 325 325 350 350 500ORACLE Database Admin (DBA) 25,000 30,000 30,000 40,000 45,000 55,000 300 325 325 350 350 500Sybase DBA 25,000 30,000 30,000 40,000 40,000 55,000 325 375 375 400 400 600SQL Database Admin (DBA) 25,000 30,000 30,000 40,000 45,000 55,000 325 340 375 400 450 500Mobile/Digital Developers N/A N/A N/A N/A N/A N/A 350 400 425 500 500 650+SCOTLAND - IT DEVELOPMENTJUNIORINTERMEDIATESENIOR£200PD£250PD£300PDPDJUNIORINTERMEDIATESENIOR£28k£32k£38kHOW MUCH CANI EARN AS ACAPACITY PLANNERIN SCOTLAND?PERMANENT CONTRACT/ INTERIM2013 SALARY & EMPLOYMENT INSIGHTS 37
    • Permanent (Annual) Contract / Interim (Daily Rate)Junior Intermediate Senior Junior Intermediate SeniorRole Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £Programme Director N/A N/A 70,000 85,000 80,000 150,000 N/A N/A 650 800 800 2000Programme Manager N/A N/A 60,000 75,000 70,000 100,000 N/A N/A 600 775 775 1500Senior Project Manager N/A N/A 55,000 70,000 65,000 85,000 450 525 525 575 550 700Project Manager 40,000 45,000 45,000 55,000 55,500 70,000 375 425 425 475 450 600Project Co-ordinator 24,000 28,000 27,000 33,000 33,000 38,000 180 200 200 225 225 300Project Planner 25,000 30,000 30,000 35,000 35,000 40,000 150 175 175 200 200 275Change Manager N/A N/A 35,000 50,000 45,000 60,000 350 425 425 450 450 600PMO Manager N/A N/A 45,000 60,000 55,000 70,000 375 400 450 500 500 650PMO Analyst 23,000 30,000 30,000 35,000 35,000 40,000 260 275 300 325 350 400Senior Business Analyst N/A N/A 35,000 45,000 45,000 55,000 300 350 350 400 400 500Business Analyst 25,000 30,000 30,000 40,000 40,000 45,000 250 300 325 350 350 400Data Analyst 18,000 23,000 23,000 28,000 28,000 35,000 250 275 275 300 300 400SCOTLAND - IT PROGRAMME/PROJECT SKILLSJuniorIntermediateSenior£23k£28k£35kHOW MUCH CAN IEARN AS APERMANENTDATA ANALYST INSCOTLAND?2013 SALARY & EMPLOYMENT INSIGHTS38
    • SCOTLAND - IT MANAGEMENTSCOTLAND - IT ARCHITECTURESCOTLAND - IT TESTINGPermanent (Annual) Contract / Interim (Daily Rate)Junior Intermediate Senior Junior Intermediate SeniorRole Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £Test Manager N/A N/A 40,000 55,000 50,000 70,000 350 375 375 400 400 600Senior Test Analyst N/A N/A 28,000 35,000 35,000 45,000 300 325 325 350 350 400Test Analyst 20,000 25,000 25,000 33,000 30,000 40,000 275 275 275 300 300 350Tester 20,000 25,000 23,000 32,000 28,000 40,000 225 250 250 275 275 350Permanent (Annual) Contract / Interim (Daily Rate)Junior Intermediate Senior Junior Intermediate SeniorRole Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £Enterprise Architect N/A N/A N/A N/A 70,000 95,000 450 575 575 600 600 850Solutions Architect N/A N/A N/A N/A 65,000 85,000 450 575 575 600 600 850Infrastructure Architect N/A N/A N/A N/A 55,000 65,000 450 575 575 600 600 850Security Architect N/A N/A N/A N/A 60,000 75,000 400 525 525 550 550 725Permanent (Annual) Contract / Interim (Daily Rate)Junior Intermediate Senior Junior Intermediate SeniorRole Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £Chief Information Officer (CIO) N/A N/A N/A N/A 85,000 150,000 N/A N/A 800 2,000+ 1,000 3,000IT Director N/A N/A N/A N/A 70,000 95,000 N/A N/A 850 1,500 1,000 2,500Head of IT N/A N/A N/A N/A 65,000 80,000 N/A N/A 800 2,000 3,000 4,000Development Manager N/A N/A 50,000 60,000 65,000 80,000 500 600 650 750 850 2,000Infrastructure Manager N/A N/A N/A N/A 55,000 70,000 450 600 600 900 850 2,000Service/ Vendor Manager N/A N/A N/A N/A 45,000 60,000 450 600 600 900 750 1,5002013 SALARY & EMPLOYMENT INSIGHTS 39
    • HUDSON UK &IRELAND OFFICES2013 SALARY & EMPLOYMENT INSIGHTS40
    • ABERDEEN4 - 5 Golden SquareAberdeenAB10 1RDTel: +44 1224 620 262EDINBURGHCaledonian Exchange19a Canning StreetEdinburghEH3 8EGTel: +44 131 555 4321MANCHESTERThe Chancery58 Spring GardensManchesterM2 1EWTel: +44 161 832 7728BIRMINGHAMVictoria Square HouseVictoria SquareBirminghamB2 4AJTel: +44 121 633 0010GLASGOW130 St Vincent StreetGlasgowG2 5HFTel: +44 141 221 8182MILTON KEYNES500 Avebury BoulevardMilton KeynesMK9 2BETel: +44 1908 547 995DUBLIN10 Lower Mount StreetDublin 2Tel: +353 1 676 5000LONDONChancery House53 - 64 Chancery LaneLondonWC2A 1QSTel: +44 20 7187 6000READINGGreyfriars Gate5 - 7 Greyfriars RoadReadingBerkshireRG1 1NUTel: +44 118 939 1003The copyright and all other intellectual property rights in the material contained in the Hudson Salaryand Employment Insights Series are owned by Hudson Global, Inc. or one of its subsidiaries, with allrights reserved. Any unauthorised use, including but not limited to copying, distributing, transmittingor otherwise of any such data or material is not permitted without Hudson’s prior consent.2013 SALARY & EMPLOYMENT INSIGHTS 41
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