Michaelpagetechnology2010employmentindex
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  • 1. NEXT PAGE Michael Page Technology 2010 Employment Index Specialists in Technology Recruitment 136 offices in 28 countries | www.michaelpage.co.uk/technology
  • 2. Job Job Search Introduction Methodology Benefits Training Satisfaction Job Security Interim Perm Contact Us Status Talent management – the key to any successful IT leader. What are the key things that keep the industry’s leading IT Directors and CIOs So, whether you are an IT professional looking to check your current salary or awake at night? Deciding which ERP will deliver the greatest benefit to the business interim rate against the industry average, an IT Director keen to understand at a reasonable price? Debating whether outsourcing their support organisation what training your team would most like to see, or an HR Manager reviewing is the right thing to do? Wondering how they can use social networking tools benefits and retention for your IT organisation, this Employment Index will be an that everyone is demanding with genuine business justification? From my daily invaluable tool. discussions with some of the key leaders in the IT Leadership community, there is no doubt that all of the above play a part in making the role a challenging one. Happy hunting. However, there is one thing that stands out above all others, and is at the core of every key decision – talent. Whether it be attracting and recruiting the best talent, or having a strategy to retain the best, having a ‘people strategy’ is critical to every IT Leader. In a recent interview with the Michael Page International CIO, Andrew Wayland, I asked how important Talent Management was to him – “It is the most important part of my role. Without hiring and retaining the best people, we wouldn’t be able Stephen Rutherford to achieve our objectives. You have to ensure you get your team in place, and that Managing Director, Michael Page Technology they are thriving in their roles.” Click here to read the full CIO interview. As one of the world’s leading professional recruitment organisations, we take our role in helping our customers to attract the best talent very seriously. We also believe in using our unique market position to provide insights and information to help IT professionals and their respective employers to make informed decisions. 2 | Michael Page Technology 2010 Salary Survey
  • 3. Job Job Search Introduction Methodology Benefits Training Satisfaction Job Security Interim Perm Contact Us Status Survey Methodology About Michael Page Technology The Michael Page Technology 2010 Employment Index was conducted online Michael Page Technology is the specialist technology practice of Michael Page between 29 January and 31 March 2010. Over 12,000 survey invitations were International Plc. We focus on business technology, which we define as the emailed to our candidates and clients. Links to the survey were also included roles which use technology to give business a competitive advantage. Our in online newsletters and hosted on the Michael Page website. Along with face-to-face business ethos with both clients and candidates allows us to collecting salary data, we also collected information about additional benefits, ensure that we understand how talent and technology combine. Utilising our training, job satisfaction, job security and job search status. best practice recruitment methodology, we ensure our candidates and clients receive world class customer service and a genuine partner for their technology recruitment needs. Sectors we cover: • Entertainment and Media • Financial Services • FMCG • IT and Telecoms • Leisure • Logistics • Manufacturing • Pharmaceutical • Professional Services • Public Sector and Not-for-Profit • Retail 3 | Michael Page Technology 2010 Salary Survey
  • 4. Job Job Search Introduction Methodology Benefits Training Satisfaction Job Security Interim Perm Contact Us Status Salary & Benefits With the backdrop of a challenging economic climate in 2009, budget cuts and headcount reductions, IT professionals faced a similar challenge to the rest of the global business community. Although our survey demonstrates that there hasn’t been a significant downshift in the earnings across the IT job spectrum, there is also little evidence of increases. Only 15% of those surveyed received a pay increase in 2009, and the majority of these increases were less than 10%. What benefits do people recieve? Outside of basic salary pay, total remuneration packages for IT professionals remain a hot topic of conversation for CIOs, HR teams and employees alike. With salary Shares/Options increases limited, leveraging total package becomes an increasingly important tool for attracting and retaining top talent. 28% of respondents received a performance- Car allowance 14% related bonus on top of their basic pay, while 21% receive a company car or car No additional allowance. Bonus ranges vary from 5% to 40% of salary, while car allowances 21% 22% benefits range from £5,000 to £14,000 per annum. 22% of respondents receive no additional benefits in addition to their salary. 28% 15% Pay increase Bonus 4 | Michael Page Technology 2010 Salary Survey
  • 5. Job Job Search Introduction Methodology Benefits Training Satisfaction Job Security Interim Perm Contact Us Status Training & Development When operating budgets are being reduced, it is often training and development budgets that are hit first. It is clear from our research that IT professionals hold significant value in training and development, and so CIOs need to ensure that this is a core element in both budgets and personal development planning. Industry What training are people looking for? What training are people looking for? certifications (both technical and process) still head up the most valued, with 44% of respondents. One of the most interesting findings is that 37% of respondents What training are people looking for? What training are people looking for? Business skills training see business skills training as the most important. This reflects the changing nature of the skills needed to develop a successful IT career – the ability to understand Business skills training business and communicate effectively are at the top of the list for a CIO hiring for Business skills training Business skills training the future. 37% 37% 37% 37% 44% 4% 44% 4% College/ Certifications 44% 15% 44% College/ University courses 4% 4% Certifications 15% University College/ courses College/ Certifications Certifications 15% 15% University courses University courses Communication skills Communication skills Communication skills Communication skills 5 | Michael Page Technology 2010 Salary Survey
  • 6. Job Job Search Introduction Methodology Benefits Training Satisfaction Job Security Interim Perm Contact Us Status Job Satisfaction Staff retention and motivation is one of the key topics on the agenda for every CIO and IT Leader. So what is going to ensure you attract and retain the best talent? We asked our respondents to think about what matters most to them in the job. The challenge of the job and responsibility was by far the most important factor, with almost half (45%) of respondents citing this as key. As new projects and What is most important to opportunities arise, it has never been more important for an IT Leader to ensure that their best people have clear career development plans, and are challenged people in their job? by their role. Basic salary was voted as the second most important element, with 33%. Perhaps this is not overly surprising given the nature of the recession – Benefits a guarantee of being able to pay your mortgage at the end of the month outweighs the promise of potential performance related pay. This assumption is supported by Bonus opportunities 14% the fact that only 14% and 8% respectively of respondents state that benefits and 8% bonus are most important to them. 33% Basic pay 45% Challenge of job & responsibilities 6 | Michael Page Technology 2010 Salary Survey
  • 7. Job Job Search Introduction Methodology Benefits Training Satisfaction Job Security Interim Perm Contact Us Status Job Security So what impact has the recession had on the perception of job security for IT professionals? Our results clearly show that there is a strong element of instability – 34% feel very secure in their current jobs, whilst 28% feel insecure. Overall, two thirds of respondents have some concerns about their current security. How do people rate their job security? Somewhat secure Insecure 38% 28% 34% Very secure 7 | Michael Page Technology 2010 Salary Survey
  • 8. Job Job Search Introduction Methodology Benefits Training Satisfaction Job Security Interim Perm Contact Us Status Job Search Status What does job security mean for the IT job market in 2010? With the improvement in trading conditions, and a continuing increase in job openings, our survey asked respondents to give an indication of their activity in the job market. 35% stated that they are actively interested in new opportunities, and 34% are passively looking. With 69% in total interested in their next career move, it has never been more Are people looking for important for IT leaders to focus on providing a challenging environment, and a comprehensive personal development plan to attract and retain the best IT talent. new opportunities? Yes, passively No 34% 31% 35% Yes, actively 8 | Michael Page Technology 2010 Salary Survey
  • 9. Job Job Search Introduction Methodology Benefits Training Satisfaction Job Security Interim Perm Contact Us Status Interim Remuneration Daily Rate High (£) Average (£) Low (£) 1st Line Support 160 130 110 2nd Line Support 180 150 120 3rd Line Support 300 240 200 Support Manager 400 350 280 Network Engineer 400 300 250 Infrastructure Manager 450 380 300 Architect 800 600 500 Business Analyst 450 375 250 Project Manager 500 400 300 Programme Manager 700 600 500 Programme Director 800 700 600 IT Director 800 700 550 9 | Michael Page Technology 2010 Salary Survey
  • 10. Job Job Search Introduction Methodology Benefits Training Satisfaction Job Security Interim Perm Contact Us Status Permanent Salary Data Annual Salary High (£) Average (£) Low (£) 1st Line Support 27,000 22,000 19,000 2nd Line Support 32,000 28,000 25,000 3rd Line Support 45,000 37,000 28,000 Support Manager 50,000 40,000 30,000 Network Engineer 50,000 40,000 35,000 Infrastructure Manager 75,000 60,000 55,000 Architect 100,000 75,000 60,000 Business Analyst 65,000 50,000 45,000 Project Manager 70,000 60,000 50,000 Programme Manager 90,000 80,000 75,000 Programme Director 110,000 90,000 75,000 IT Director 130,000 100,000 80,000 10 | Michael Page Technology 2010 Salary Survey
  • 11. Job Job Search Introduction Methodology Benefits Training Satisfaction Job Security Interim Perm Contact Us Status Operating from four office locations we have a number of industry specialist LONDON consultants covering a variety of sectors including FMCG, Professional Services, Rutesh Shah (Director) Retail, IT & Telecoms, Financial Services, Manufacturing, Media & Entertainment, ruteshshah@michaelpage.com Public Sector & Not-for-Profit, Pharmaceutical, Logistics and Leisure. 020 7269 6216 If you would like to discuss salary trends within any of these sectors, or to HOME COUNTIES find out how we can assist with your recruitment needs, please contact the Stuart Packham (Director) relevant specialist. stuartpackham@michaelpage.com 020 8742 5963 www.michaelpage.co.uk/technology NORTH James Barrett (Manager) jamesbarrett@michaelpage.com 0161 828 6369 11 | Michael Page Technology 2010 Salary Survey