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North East Salary Survey 2015

Nigel Wright Group
Nigel Wright Group
Nigel Wright GroupDigital Marketing Executive at Nigel Wright Group

Nigel Wright's latest report on the current salaries and types of benefits and bonuses people within the North East receive.

North East Salary Survey 2015

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North East Salary Survey 2015
What are
you worth?
North East Salary Survey 2015
Welcome to the 2015 edition of the Nigel Wright Recruitment North
East Salary Survey. As a company that is at the core of recruitment in
the region, it is essential that we acknowledge market movements
and understand the effects these changes have on employment
and the overall business environment. Due to the effect that these
fluctuations will ultimately have on any company’s recruitment
strategy, we see it as essential to provide our clients with the most
up-to-date information available.
Introduction
The information in this survey has been gathered from over 1000 respondents who completed our
online survey in the last quarter of 2014/2015, as well as data from our own extensive database
of candidates. This provides us with a large data-set allowing us to understand in more depth the
average salary and the type of benefits people receive within the North East. Other factors include
what benefits people see as an important part of their remuneration package and the reasons why
people move jobs internally or externally, as well as the methods that they utilise to search for a
new job. We hope that the results presented within the general overview and discipline specific
information will be of interest.
For further information and advice please contact one of our consultants specialising in
your specific discipline on 0191 222 0770.
About Nigel Wright Recruitment
Since its formation in the 1980s, Nigel Wright Group has become a leading name in the
recruitment industry across Europe.
Nigel Wright consultants solve business problems
for clients every day through the provision of
effective recruitment solutions. The business
has grown from being a specialist recruiter in the
finance sector to covering a full range of disciplines
in a number of different industry sectors.
Currently, we have nine offices from which to
support our growing client base; each office
supports either our consumer, energy, executive or
recruitment business units. Our current locations
are: Newcastle, London, Aberdeen, Copenhagen,
Dusseldorf, Madrid, Oslo, Paris and Stockholm.
Nigel Wright Recruitment is a specialist UK
division focusing on a broad range of professional
disciplines and industry sectors for local, national
and international businesses. The teams are able
to handle executive and senior management roles,
through to junior and entry level for permanent,
temporary, interim and contract roles. We also
serve the following key industry sectors: Industrial
and Manufacturing, Consumer, Business and
Professional services, Public and Third Sectors,
Scientific, Built Environment and Digital and
Creative and cover the following disciplines; sales,
marketing, engineering, manufacturing, supply
chain and procurement, finance and accountancy,
information technology, human resources,
executive and NEDs.
Nigel Wright Recruitment’s specialist consultants
are committed to delivering a quality service;
most have an industry background and will have
experience of dealing with key companies in your
sector. This depth of knowledge and expertise
ensures that the professional and unique service
offered to our clients and candidates is second
to none.
04 North East Salary Survey 2015
Contents
1. Executive summary 05
2. Non-monetary indicators 08
2.1 Weekly hours worked by sector 08
2.2 Job satisfaction by job level 09
2.3 Job satisfaction by discipline 10
2.4 Job satisfaction by gender 11
2.5 Factors influencing a change of roles 12
2.6 Methods used to search for a new role 13
3. Salary, benefits and bonuses 14
3.1 Basic salary (£) excluding benefits or bonus by type of employment 15
3.2 Basic daily rate (£) non permanent employment 16
3.3 Basic salary (£) excluding benefits or bonus by generic job title 17
3.4 Basic salary (£) excluding benefits or bonuses by generic job title and gender 18
3.5 Average percentage of salary increase received and expected by generic job title 19
3.6 Importance of benefits as part of a remuneration package 20
3.7 Importance of benefits as part of a remuneration package by gender 21
4. Analysis of salaries in relation to discipline 22
4.1 Executive/Board level 23
4.2 Finance and Accountancy 26
4.3 Human Resources 27
4.4 Information Technology 28
4.5 Manufacturing 29
4.6 Supply Chain 30
4.7 Engineering 31
4.8 Marketing 32
4.9 Sales 33
5. Contact details 34
North East Salary Survey 2015 05
Respondent’s Profile
COMPANY AND EMPLOYEE PROFILE
The majority of respondents (57%) are employed by companies or organisations with less than
1000 employees. 24% work for companies and/or organisations with more than 5000 employees.
41% are employed by companies or organisations with a turnover greater than £40 million. 20%
work for companies or organisations with a turnover in excess of £500 million.
In the main, respondents work in the industrial and manufacturing (35%) and business support and
professional services (31%) sectors. Followed by the public and third sectors (13%), consumer (8%)
and digital and creative (8%).
1. Executive summary
Male: 71% Female: 29%
BASE:
1000+
PLUS REGISTERED
NORTH EAST
Average age: 42
96%
Work in full time
employment
75%
Are educated to
degree level or above
29%
Hold a professional
qualification such as
CIM, IPD, and ACA etc
06 North East Salary Survey 2015
WORK HISTORY AND JOB SATISFACTION
48% of respondents have worked for their current employer between 1 and 5 years. 12% have
been with the same company for more than 10 years and 21% less than twelve months.
The majority (50%) of respondents have been in their current role for less than two years. 17%
have been fulfilling the same role for more than five years while 27% have been in their role for less
than 12 months.
On average, respondents work 43 hours per week.
The majority of respondents were either satisfied (33%) or moderately satisfied (18%) with their
current job. Only 12% described themselves are very satisfied with 6% feeling very dissatisfied.
BASIC SALARY, EXCLUDING BENEFITS AND BONUSES
As part of their last salary review respondents received, on average, a 3% increase.
Overall, respondents were expecting slightly less in their next salary review, with the average
increase expected, falling to 2.6%.
The gap between male and female salaries increased again by 1% to 12%, which is above the
national average of 9.4%.
The majority of respondents were either satisfied (25%) or moderately satisfied (32%) with their
current remuneration. 14% claimed to be very satisfied while only 4% indicated they are very
dissatisfied.
JOB SEEKING AND JOB CHANGING
70% of respondents in permanent employment would use Nigel Wright Recruitment’s website to
search for a new job.
This was followed by other recruitment consultancies (47%) and direct approaches to employers
(44%).
49% use online job boards while 36% use social networking sites.
Respondents in non permanent employment rely more on online job boards (70%).
Nigel Wright Recruitment’s website (46%) as well as other recruitment consultancies (52%) and
direct approaches (39%), were also important.
Increased remuneration, promotion and new challenges would be the most important factors for
respondents, when looking to change jobs.
Ad

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North East Salary Survey 2015

  • 1. North East Salary Survey 2015 What are you worth?
  • 3. Welcome to the 2015 edition of the Nigel Wright Recruitment North East Salary Survey. As a company that is at the core of recruitment in the region, it is essential that we acknowledge market movements and understand the effects these changes have on employment and the overall business environment. Due to the effect that these fluctuations will ultimately have on any company’s recruitment strategy, we see it as essential to provide our clients with the most up-to-date information available. Introduction The information in this survey has been gathered from over 1000 respondents who completed our online survey in the last quarter of 2014/2015, as well as data from our own extensive database of candidates. This provides us with a large data-set allowing us to understand in more depth the average salary and the type of benefits people receive within the North East. Other factors include what benefits people see as an important part of their remuneration package and the reasons why people move jobs internally or externally, as well as the methods that they utilise to search for a new job. We hope that the results presented within the general overview and discipline specific information will be of interest. For further information and advice please contact one of our consultants specialising in your specific discipline on 0191 222 0770. About Nigel Wright Recruitment Since its formation in the 1980s, Nigel Wright Group has become a leading name in the recruitment industry across Europe. Nigel Wright consultants solve business problems for clients every day through the provision of effective recruitment solutions. The business has grown from being a specialist recruiter in the finance sector to covering a full range of disciplines in a number of different industry sectors. Currently, we have nine offices from which to support our growing client base; each office supports either our consumer, energy, executive or recruitment business units. Our current locations are: Newcastle, London, Aberdeen, Copenhagen, Dusseldorf, Madrid, Oslo, Paris and Stockholm. Nigel Wright Recruitment is a specialist UK division focusing on a broad range of professional disciplines and industry sectors for local, national and international businesses. The teams are able to handle executive and senior management roles, through to junior and entry level for permanent, temporary, interim and contract roles. We also serve the following key industry sectors: Industrial and Manufacturing, Consumer, Business and Professional services, Public and Third Sectors, Scientific, Built Environment and Digital and Creative and cover the following disciplines; sales, marketing, engineering, manufacturing, supply chain and procurement, finance and accountancy, information technology, human resources, executive and NEDs. Nigel Wright Recruitment’s specialist consultants are committed to delivering a quality service; most have an industry background and will have experience of dealing with key companies in your sector. This depth of knowledge and expertise ensures that the professional and unique service offered to our clients and candidates is second to none.
  • 4. 04 North East Salary Survey 2015 Contents 1. Executive summary 05 2. Non-monetary indicators 08 2.1 Weekly hours worked by sector 08 2.2 Job satisfaction by job level 09 2.3 Job satisfaction by discipline 10 2.4 Job satisfaction by gender 11 2.5 Factors influencing a change of roles 12 2.6 Methods used to search for a new role 13 3. Salary, benefits and bonuses 14 3.1 Basic salary (£) excluding benefits or bonus by type of employment 15 3.2 Basic daily rate (£) non permanent employment 16 3.3 Basic salary (£) excluding benefits or bonus by generic job title 17 3.4 Basic salary (£) excluding benefits or bonuses by generic job title and gender 18 3.5 Average percentage of salary increase received and expected by generic job title 19 3.6 Importance of benefits as part of a remuneration package 20 3.7 Importance of benefits as part of a remuneration package by gender 21 4. Analysis of salaries in relation to discipline 22 4.1 Executive/Board level 23 4.2 Finance and Accountancy 26 4.3 Human Resources 27 4.4 Information Technology 28 4.5 Manufacturing 29 4.6 Supply Chain 30 4.7 Engineering 31 4.8 Marketing 32 4.9 Sales 33 5. Contact details 34
  • 5. North East Salary Survey 2015 05 Respondent’s Profile COMPANY AND EMPLOYEE PROFILE The majority of respondents (57%) are employed by companies or organisations with less than 1000 employees. 24% work for companies and/or organisations with more than 5000 employees. 41% are employed by companies or organisations with a turnover greater than £40 million. 20% work for companies or organisations with a turnover in excess of £500 million. In the main, respondents work in the industrial and manufacturing (35%) and business support and professional services (31%) sectors. Followed by the public and third sectors (13%), consumer (8%) and digital and creative (8%). 1. Executive summary Male: 71% Female: 29% BASE: 1000+ PLUS REGISTERED NORTH EAST Average age: 42 96% Work in full time employment 75% Are educated to degree level or above 29% Hold a professional qualification such as CIM, IPD, and ACA etc
  • 6. 06 North East Salary Survey 2015 WORK HISTORY AND JOB SATISFACTION 48% of respondents have worked for their current employer between 1 and 5 years. 12% have been with the same company for more than 10 years and 21% less than twelve months. The majority (50%) of respondents have been in their current role for less than two years. 17% have been fulfilling the same role for more than five years while 27% have been in their role for less than 12 months. On average, respondents work 43 hours per week. The majority of respondents were either satisfied (33%) or moderately satisfied (18%) with their current job. Only 12% described themselves are very satisfied with 6% feeling very dissatisfied. BASIC SALARY, EXCLUDING BENEFITS AND BONUSES As part of their last salary review respondents received, on average, a 3% increase. Overall, respondents were expecting slightly less in their next salary review, with the average increase expected, falling to 2.6%. The gap between male and female salaries increased again by 1% to 12%, which is above the national average of 9.4%. The majority of respondents were either satisfied (25%) or moderately satisfied (32%) with their current remuneration. 14% claimed to be very satisfied while only 4% indicated they are very dissatisfied. JOB SEEKING AND JOB CHANGING 70% of respondents in permanent employment would use Nigel Wright Recruitment’s website to search for a new job. This was followed by other recruitment consultancies (47%) and direct approaches to employers (44%). 49% use online job boards while 36% use social networking sites. Respondents in non permanent employment rely more on online job boards (70%). Nigel Wright Recruitment’s website (46%) as well as other recruitment consultancies (52%) and direct approaches (39%), were also important. Increased remuneration, promotion and new challenges would be the most important factors for respondents, when looking to change jobs.
  • 7. North East Salary Survey 2015 07 BENEFITS 71% of respondents working in permanent employment receive some form of company benefit or bonus as part of their remuneration package. Pension 33% have held their company pension fund for up to three years, with employers contributing 7% on average, and respondents personally contributing 5%. Car allowance or loan 29% of respondents working in permanent employment are entitled to a car allowance or loan, with an average value of £7,000. Childcare allowance 50% of respondents working in permanent employment are entitled to a childcare allowance, however only 5% claim it. The average being £1,800 per year. Annual leave The majority of respondents working in permanent employment (55%) are entitled to between 21 and 25 days of leave per year. 37% take more than 25 days leave every year. Healthcare 44% of respondents working in permanent employment are entitled to healthcare with 21% receiving cover for both themselves and family members. Importance of benefits Respondents working in permanent employment felt that the three most important employer benefits as part of a remuneration package were an employer contributory pension (59%), flexible working (54%) and holiday entitlement (50%). A personal bonus (42%) was also rated highly. BONUS 21% of respondents working in permanent employment receive both a company and personal bonus. 3% of those also receive a guaranteed bonus. Guaranteed bonus 8% of respondents working in permanent employment receive a guaranteed bonus as part of their remuneration package, the average being 7%. Company performance related bonus 46% of respondents working in permanent employment receive a company performance related bonus as part of their remuneration package, the average being 8%. Personal performance related bonus 27% of respondents working in permanent employment receive a personal performance related bonus as part of their remuneration package, the average being 10%.
  • 8. 08 North East Salary Survey 2015 2. Non-monetary indicators 2.1 Weekly hours worked by sector This section presents information from respondents from all disciplines and levels, on their working hours, levels of satisfaction and the factors that motivate them to change roles. On average, respondents work 43 hours per week. The majority (47%) of respondents work between 36 and 40 hours per week. Thirty five per cent of respondents work between 41 and 50 hours per week and a further 11% work over 50 hours per week. On average, employees in the consumer and industrial and manufacturing and sectors work slightly longer hours per week. 37 38 39 40 41 42 43 44 45 46 consum er industrialand m anufacturing digitaland creative business support and professionalservices public and third sector Sector Avg.No.Hours 2.1 – Average number of hours worked per week
  • 9. North East Salary Survey 2015 09 Respondents were asked to rate their level of job satisfaction on the following five-point scale: 1 = very dissatisfied 2 = moderately dissatisfied 3 = satisfied 4 = moderately satisfied 5 = very satisfied. The results show a fairly satisfied workforce in the UK overall. Although there are variations between the strength of respondents’ satisfaction, over 72% of respondents at each level of their organisations rated themselves as being between satisfied and very satisfied. 0 5 10 15 20 25 30 35 40 very satisfied moderately satisfied satisfied moderately dissatisfied very dissatisfied Level of satisfaction %ofrespondents executive management non management 2.2 Job satisfaction by job level 2.2 – Job satisfaction by job level
  • 10. 10 North East Salary Survey 2015 Executive = Board level Commercial = Sales, Marketing & Business Development Operations = Engineering, Supply Chain & Manufacturing Support Services = HR, IT & Finance Below executive level, those working in support services roles are the least satisfied. HR, IT & Finance professionals, on average, were between 2-5% less satisfied, on average, that those working in either operations or commercial roles. 0 5 10 15 20 25 30 35 40 very satisfied moderately satisfied satisfied moderately dissatisfied very dissatisfied Level of satisfaction %ofrespondents executive commercial operations support services Respondents were asked to rate their level of job satisfaction on the following five-point scale: 1 = very dissatisfied 2 = moderately dissatisfied 3 = satisfied 4 = moderately satisfied 5 = very satisfied 2.3 Job satisfaction by discipline 2.3 – Job satisfaction by discipline
  • 11. North East Salary Survey 2015 11 0 5 10 15 20 25 30 35 40 very satisfied moderately satisfied satisfied moderately dissatisfied very dissatisfied Level of satisfaction %ofrespondents men women The results show that men are more satisfied in their current job than women, with 78% of men rating themselves satisfied to very satisfied, compared with 72% of women. Respondents were asked to rate their level of job satisfaction on the following five-point scale: 1 = very dissatisfied 2 = moderately dissatisfied 3 = satisfied 4 = moderately satisfied 5 = very satisfied 2.4 Job satisfaction by gender 2.4 – Job satisfaction by gender
  • 12. 12 North East Salary Survey 2015 Respondents were asked to select the top three factors that would motivate them to change jobs, both within their current company (internally) and to another organisation (externally). It is perhaps no surprise that the three most popular influencing factors are quite closely linked – one leading to the other in most cases. These were increased remuneration, new challenges and promotion. 0 10 20 30 40 50 60 70 80 Factor %ofrespondents internal external change discipline change location different environm ent/culture flexible w orking achieve an im proved w ork-life balance gain new skills prom otion new challenges increased rem uneration 2.5 Factors influencing a change of roles 2.5 – Factors influencing a change of roles
  • 13. North East Salary Survey 2015 13 Respondents were asked to select all methods that they would utilise when looking for a new role. As the respondents surveyed were mainly people already known to Nigel Wright Recruitment, it is no surprise that within the top three methods were our website and using a recruitment consultancy. Social networking is also an increasingly important method for job seekers. Using Social Networking sites to identify job opportunities now surpasses the use of traditional media such as newspapers and magazines. 0 10 20 30 40 50 60 70 80 Method %ofrespondents permanent non permanent nigelw right recruitm ent w ebsite direct approaches to em ployers other recruitm ent consultancies online job boards socialnetw orking sites internalbulletin boards/em ployer intranets regionalor localnew spaperstrade m agazines other 2.6 Methods used to search for a new role 2.6 – Methods used to search for a new role
  • 14. North East Salary Survey 2015 Salary, benefits and bonuses
  • 15. North East Salary Survey 2015 15 This section presents information from respondents from all disciplines and levels on their salary, benefits and bonuses. Salaries have increased, on average, by 3% during the last 12 months. This is in line with expectations outlined in last year’s report and a clear indication of improving market conditions. 0 5 10 15 20 25 Basic Salary (£) %ofrespondents permanent non permanent less than £19,999 £20,000 – £29,999£30,000 – £39,999 £40,000 – £49,999 £50,000 – £59,999 £60,000 – £69,999 £70,000 – £79,999 £80,000 – £89,999 £90,000 – £99,999 £100,000 or m ore 3.1 Basic salary (£) excluding benefits or bonus by type of employment 3.1 – Basic salary (£) excluding benefits or bonus by type of employment
  • 16. 16 North East Salary Survey 2015 The average basic daily rate for respondents working in non-permanent employment is £320. Interim candidates (£345) on average tend to earn more followed by contractors (£330) and temps (£160). Nigel Wright Recruitment interim candidates are typically IT executives or CEOs of SMEs. Our temp candidates, in the main, are HR, Sales and Marketing professionals whereas our contractors tend to work in Finance, IT and Operations across all levels. Daily Rate (£) %ofrespondents interim contract temp 0 5 10 15 20 25 30 35 40 >£74 £75– £119 £120 – £149 £150 – £199 £200 – £299 £300 – £349 £350 – £399 £400 – £499 £500+ 3.2 Basic daily rate (£) − non permanent employment 3.2 – Basic daily rate (£) non permanent employment
  • 17. North East Salary Survey 2015 17 These results highlight the differences in salaries received by respondents fulfilling different, generic roles, within their companies and/or organisations. A more detailed analysis of job titles in relation to function start at page 19. The average CEO salary was £175,000 followed by Managing Directors at £105,000. On average, Directors are earning £85,000 whereas functional Heads or Controllers earn £65,000. Senior Managers earn on average, £60,000 compared to Managers who earn £45,000. As part of the survey, each respondent was asked to select the job title closest to their own. These results, therefore, should only be used as a guide. 0 20,000 40,000 60,000 80,000 100,000 120,000 140,000 160,000 180,000 BasicSalary(£) Job Title ceo m anaging director director head/controller senior m anager m anager consultant developer analyst executive adm inistrator assistant 3.3 Basic salary (£) excluding benefits or bonus by generic job title 3.3 – Basic salary (£) excluding benefits or bonus by generic job title
  • 18. 18 North East Salary Survey 2015 The majority (71%) of respondents are male and this should be taken into consideration when assessing these results. The results do highlight, however, an enduring pay gap between men and woman. The gap between male and female salaries increased again by 1% to 12%, which is above the national average of 9.4%. The difference is particularly apparent at the executive level, where the pay gap between men and woman tends to be higher. 0 20,000 40,000 60,000 80,000 100,000 120,000 140,000 160,000 200,000 BasicSalary(£) 180,000 Job Title ceo m anaging director director head/controller senior m anager m anager consultant developer analyst executive adm inistrator assistant men women 3.4 Basic salary (£) excluding benefits or bonuses by generic job title and gender 3.4 – Basic salary (£) excluding benefits or bonuses by generic job title and gender
  • 19. North East Salary Survey 2015 19 As part of their last salary review respondents received, on average, a 3.0% increase. Overall, respondents were expecting slightly less in their next salary review, with the average increase expected at 2.6%. The majority (64%) of respondents received between 1% and 5% in their last review and 74% expect to receive between 1% and 5% in their next review. 0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 %ofsalaryincrease Job Title ceo m anaging director director head/controller senior m anager m anagerconsultant developer analyst executive adm inistrator assistant received expected 3.5 Average percentage of salary increase received and expected by generic job title 3.5 – Average percentage of salary increase received and expected by generic job title
  • 20. 20 North East Salary Survey 2015 71% of respondents receive some form of company benefit or bonus as part of their remuneration package. Respondents felt that the three most important employer benefits as part of a remuneration package were an employer contributory pension (59%), flexible working (54%) and holiday entitlement (51%). Child care (4%) and career breaks (2%) were considered the least important benefits. 0 10 20 30 40 50 60 Type of benefit %ofrespondents em ployer contributory pension holiday entitlem ent flexible w orking bonus – personal bonus – com pany perform ance health insurance car allow ance com pany car and petrol share options non-contributory pension com pany car w ithout petrol career breaks/sabbaticals childcare allow ances 3.6 Importance of benefits as part of a remuneration package 3.6 – Importance of benefits as part of a remuneration package
  • 21. North East Salary Survey 2015 21 For men and woman an Employer contributory pension is considered to be the most important benefit in an overall remuneration package, followed by flexible working and holiday entitlement. Men tend to value bonuses, car allowances and share options as important factors in their overall benefits package. Woman value flexible working and holidays more so than those factors. 0 10 20 30 40 50 60 70 Type of benefit %ofrespondents em ployer contributory pension holiday entitlem ent flexible w orking bonus – personal bonus – com pany perform ance health insurance car allow ance com pany car and petrol com pany car w ithout petrol share options non-contributory pension career breaks/sabbaticals childcare allow ances men women 3.7 Importance of benefits as part of a remuneration package by gender 3.7 – Importance of benefits as part of a remuneration package by gender
  • 22. North East Salary Survey 2015 Analysis of salaries in relation to discipline
  • 23. North East Salary Survey 2015 23 0 20,000 40,000 60,000 80,000 100,000 120,000 140,000 160,000 180,000 BasicSalary(£) Job Title ceo coo/m anaging director non executive director Job Title Range Average Basic Salary CEO £100,000 – £180,000+ £175,000 COO/Managing Director £80,000 – £120,000+ £105,000 Non Executive Director £5,000 – £50,000+ £12,500 Salary ranges are broad and reflect the wide range of companies within the North East. These results should therefore only be used as a guide. For further information on your recruitment needs or on a particular role within this discipline, please contact one of our consultants on 0191 222 0770. 4.1 Executive/Board level *Public sector and not for profit NEDs salaries range from between £5,000 and £15,000, the majority of which fall at the bottom end of the range. Private sector NED salaries, on the other hand, range from between £20,000 and £50,000 depending on ownership (i.e. Private Equity). PLC NEDs also earn more than those employed in privately owned businesses.
  • 24. 24 North East Salary Survey 2015 BASIC SALARY, EXCLUDING BENEFITS The average basic salary, excluding benefits, at executive/board level is £110,000 with the average daily rate for a non-permanent executive, £530. 53% of respondents are either satisfied or moderately satisfied with their current remuneration. 29% are very satisfied and only 3% of respondents are very dissatisfied. SALARY INCREASE RECEIVED AND EXPECTED 59% of respondents at executive and board level received between a 1% and 5% increase in their last salary review. 71% were expecting to receive the same percentage value as part of their next review. BENEFITS At executive and board level, 85% of respondents receive some form of company benefit or bonus as part of their remuneration package. Car allowance 45% of respondents at executive and board level are entitled to a car allowance or loan. Fifty percent of those receive between £6,000 and £15,000 with 15% receiving more than £25,000. Childcare allowance 79% of executive and board level respondents are entitled to a childcare allowance of which only 3% actually claim it. Annual leave 36% of executive and board level respondents take between 21 and 25 days leave per year. 60% take more than 25 days. Healthcare 59% of executive and board level respondents are entitled to a healthcare allowance of which 65% have cover that includes themselves and family members. Pension 97% of executive and board level respondents are entitled to an employer pension fund. 44% have been paying into the fund for up to five years, with 21% for less than a year. 48% receive over 7% contributions from their employer. 13% receive in excess of an 11% contribution for their employer. Typically, executive and board level respondents will contribute between 6% and 10% into their company pension fund.
  • 25. North East Salary Survey 2015 25 BONUSES Guaranteed bonus 7% of respondents at executive and board level receive a guaranteed bonus. This ranged from between 6% and 20%. Company performance related bonus 72% of respondents at executive and board level receive a company performance related bonus. 24% received between 6% and 20% in their last bonus and 43% are expecting to receive between 21% and 40% in their next bonus. Personal performance related bonus 45% of respondents at executive and board level receive a personal performance related bonus. 23% received between 6% and 20% in their last bonus and 38% are expecting to receive between 6% and 20% in their next bonus. VIEWS Skills shortages At executive and board level, respondents highlighted that commercial acumen (74%), having the right personality (65%) and communication skills (32%) were the three key attributes that people often lack at the top. Qualities required to be successful To be successful at executive and board level, in the main, respondents indicated that a mix of good communication skills (88%), being flexible and adaptable (79%) and having professional knowledge (73%) were essential. Importance of benefits Respondents at executive and board level considered an employer contributory pension (56%), flexible working (44%) and a personal bonus (41%) to be the three most important benefits.
  • 26. 26 North East Salary Survey 2015 Salary ranges are broad and reflect the wide range of companies within the North East. These results should therefore only be used as a guide. For further information on your recruitment needs or on a particular role within this discipline, please contact one of our consultants on 0191 222 0770. We are also able to provide detailed information regarding salaries within the accountancy profession in the North East region. However, due to the variance in salaries across the differing size of firms, and the different services lines therein, it would be inappropriate to give an average figure by job title. For a discussion regarding salaries and associated benefits within the accountancy profession please contact Alistair Westwood, our specialist in that field, on 0191 269 0708. 0 10,000 20,000 30,000 40,000 50,000 60,000 70,000 80,000 90,000 BasicSalary(£) Job Title finance director head offinance/controllerfinance m anager finance business partner financialaccountant m anagem ent accountantfinancialanalyst accountant/finance assistant payrollm anager/supervisor 4.2 Finance and Accountancy Job Title Range Average Basic Salary Finance Director £40,000 – £100,000+ £84,000 Head Of Finance / Controller £50,000 – £80,000+ £58,500 Finance Manager £45,000 – £80,000 £51,000 Finance Business Partner £45,000 – £70,000 £47,000 Financial Accountant £35,000 – £40,000 £40,000 Management Accountant £32,000 – £40,000 £38,000 Financial Analyst £30,000 – £40,000 £37,000 Accountant / Finance Assistant £25,000 – £32,000 £29,500 Payroll Manager / Supervisor £20,000 – £30,000 £27,000
  • 27. North East Salary Survey 2015 27 Salary ranges are broad and reflect the wide range of companies within the North East. These results should therefore only be used as a guide. For further information on your recruitment needs or on a particular role within this discipline, please contact one of our consultants on 0191 222 0770. 0 10,000 20,000 30,000 40,000 50,000 60,000 70,000 80,000 90,000 BasicSalary(£) Job Title hr director head ofhr hr business partner hr m anager hr advisor hr officer hr assistanthr adm inistrator 4.3 Human Resources Job Title Range Average Basic Salary HR Director £55,000 – £100,000+ £80,000 Head of HR £45,000 – £90,000 £60,000 HR Business Partner £30,000 – £50,000 £47,000 HR Manager £20,000 – £70,000 £45,000 HR Advisor £25,000 – £40,000 £30,000 HR Officer £20,000 – £50,000 £28,000 HR Assistant £18,000 – £30,000 £22,000 HR Adminsitrator £18,000 – £40,000 £20,000
  • 28. 28 North East Salary Survey 2015 0 10,000 20,000 30,000 40,000 50,000 60,000 70,000 80,000 90,000 BasicSalary(£) 100,000 Job Title it directorhead ofis program m e m anager lead developer it project m anagerit m anager business analyst netw ork m anager softw are engineerdeveloper netw ork engineer w eb developer 2nd and 3rd line support Salary ranges are broad and reflect the wide range of companies within the North East. These results should therefore only be used as a guide. For further information on your recruitment needs or on a particular role within this discipline, please contact one of our consultants on 0191 222 0770. 4.4 Information Technology Job Title Range Average Basic Salary IT Director £65,000 – £130,000 £100,000 Head of IS £50,000 – £100,000 £82,000 Programme Manager £50,000 – £80,000 £70,000 Lead Developer £30,000 – £90,000 £48,000 Business Analyst £28,000 – £60,000 £48,000 IT Project Manager £30,000 – £80,000 £45,000 IT Manager £30,000 – £80,000 £45,000 Network Manager £33,000 – £52,000 £43,000 Software Engineer £20,000 – £50,000 £37,000 Developer £25,000 – £60,000 £37,000 Web Developer £24,000 – £35,000 £32,000 Network Engineer £25,000 – £40,000 £30,000 2nd and 3rd Line Support £22,000 – £35,000 £27,000
  • 29. North East Salary Survey 2015 29 Salary ranges are broad and reflect the wide range of companies within the North East. These results should therefore only be used as a guide. For further information on your recruitment needs or on a particular role within this discipline, please contact one of our consultants on 0191 222 0770. 0 10,000 20,000 30,000 40,000 50,000 60,000 70,000 80,000 90,000 100,000 BasicSalary(£) Job Title operations director general/plant m anager m anufacturing engineering m anager operations m anager chem icalengineer continuous im provem ent m anager technicalm anager production m anager quality m anager m aintenance m anager m aintenance engineer/technicianr&d scientist/chem ist m anufacturing engineer quality engineer/technician 4.5 Manufacturing Job Title Range Average Basic Salary Operations Director £40,000 – £100,000+ £95,500 General / Plant Manager £40,000 – £90,000 £76,500 Manufacturing Engineering Manager £30,000 – £70,000 £58,000 Operations Manager £30,000 – £80,000 £53,000 Chemical Engineer £45,000 – £55,000 £48,000 Continuous Improvement Manager £30,000 – £60,000 £47,500 Technical Manager £30,000 – £80,000 £46,500 Production Manager £30,000 – £70,000 £44,500 Quality Manager £30,000 – £70,000 £44,500 Maintenance Manager £35,000 – £50,000 £44,500 Manufacturing Engineer £20,000 – £50,000 £39,000 Maintenance Engineer/Technician £26,000 – £40,000 £36,000 Quality Engineer/Technician £25,000 – £40,000 £35,000 R&D Scientist/Chemist £20,000 – £40,000 £32,000
  • 30. 30 North East Salary Survey 2015 Salary ranges are broad and reflect the wide range of companies within the North East. These results should therefore only be used as a guide. For further information on your recruitment needs or on a particular role within this discipline, please contact one of our consultants on 0191 222 0770. 0 10,000 20,000 30,000 40,000 50,000 60,000 70,000 80,000 90,000 BasicSalary(£) Job Title supply chain directorsupply chain m anagerpurchasing m anager logistics m anagerw arehouse m anagersenior buyer/buyersupply chain planner 4.6 Supply Chain Job Title Range Average Basic Salary Supply Chain Director £70,000 – £100,000+ £90,000 Supply Chain Manager £40,000 – £70,000 £59,000 Purchasing Manager £30,000 – £70,000 £46,500 Logistics Manager £30,000 – £70,000 £44,500 Warehouse Manager £20,000 – £60,000 £42,500 Senior Buyer/Buyer £20,000 – £50,000 £37,000 Supply Chain Planner £20,000 – £40,000 £34,000
  • 31. North East Salary Survey 2015 31 Salary ranges are broad and reflect the wide range of companies within the North East. These results should therefore only be used as a guide. For further information on your recruitment needs or on a particular role within this discipline, please contact one of our consultants on 0191 222 0770. 0 10,000 20,000 30,000 40,000 50,000 60,000 70,000 80,000 90,000 100,000 BasicSalary(£) Job Title engineering director/lead principal/senior engineer project m anager design engineer 4.7 Engineering Job Title Range Average Basic Salary Engineering Director/Lead £70,000 – £120,000+ £95,500 Principal/Senior Engineer £50,000 – £80,000 £69,000 Project Manager £40,000 – £70,000 £67,000 Design Engineer £20,000 – £60,000 £36,000
  • 32. 32 North East Salary Survey 2015 Salary ranges are broad and reflect the wide range of companies within the North East. These results should therefore only be used as a guide. For further information on your recruitment needs or on a particular role within this discipline, please contact one of our consultants on 0191 222 0770. 0 10,000 20,000 30,000 40,000 50,000 60,000 70,000 80,000 90,000 BasicSalary(£) Job Title m arketing director head ofm arketing category m anager senior m arketing m anager product m anager senior brand m anager m arketing m anager digitalm arketing m anager brand m anager m arketing officer m arketing executive 4.8 Marketing Job Title Range Average Basic Salary Marketing Director £50,000 – £100,000+ £90,000 Head of Marketing £50,000 – £100,000 £58,000 Category Manager £30,000 – £79,000 £47,500 Product Manager £30,000 – £60,000 £44,500 Senior Marketing Manager £30,000 – £100,000 £44,000 Marketing Manager £30,000 – £80,000 £42,500 Senior Brand Manager £30,000 – £50,000 £42,000 Digital Marketing Manager £20,000 – £50,000 £37,000 Brand Manager £20,000 – £60,000 £36,000 Marketing Officer £20,000 – £30,000 £27,000 Marketing Executive £20,000 – £30,000 £27,000
  • 33. North East Salary Survey 2015 33 Salary ranges are broad and reflect the wide range of companies within the North East. These results should therefore only be used as a guide. For further information on your recruitment needs or on a particular role within this discipline, please contact one of our consultants on 0191 222 0770. 0 10,000 20,000 30,000 40,000 50,000 60,000 70,000 80,000 90,000 BasicSalary(£) Job Title sales director com m ercialdirector head ofsales business developm ent director senior nationalaccount m anager business m anager key account m anager nationalaccount m anager sales m anager com m ercialm anager business developm ent m anager area sales m anager ecom m erce m anager account m anager business developm ent executive sales executive 4.9 Sales Job Title Range Average Basic Salary Sales Director £50,000 – £100,000+ £82,000 Commercial Director £50,000 – £100,000+ £76,000 Head of Sales £30,000 – £80,000 £69,000 Business Development Director £40,000 – £100,000 £66,000 Senior National Account Manager £30,000 – £70,000 £55,000 Business Manager £30,000 – £60,000 £54,000 Key Account Manager £20,000 – £60,000 £44,500 National Account Manager £20,000 – £60,000 £44,500 Sales Manager £20,000 – £80,000 £41,500 Commercial Manager £30,000 – £60,000 £40,500 Business Development Manager £20,000 – £50,000 £40,500 Area Sales Manager £20,000 – £50,000 £37,000 Ecommerce Manager £30,000 – £40,000 £37,000 Account Manager £20,000 – £29,000 £29,000 Business Development Executive £20,000 – £29,000 £28,000 Sales Executive £20,000 – £40,000 £27,000
  • 34. 34 North East Salary Survey 2015 For more information on the North East Salary Survey 2015, please contact the Marketing department at Nigel Wright Recruitment on the details below: Nigel Wright Recruitment Lloyds Court 78 Grey Street Newcastle upon Tyne NE1 6AF T: +44 (0)191 222 0770 E: creative@nigelwright.com W: www.nigelwright.com Contact details NEWCASTLE UPON TYNE LLOYDS COURT 78 GREY STREET NEWCASTLE UPON TYNE NE1 6AF T: +44 (0)191 222 0770 LONDON PALLADIA CENTRAL COURT 25 SOUTHAMPTON BUILDINGS LONDON WC2A 1AL T: +44 (0)207 405 3921 ABERDEEN RIVERSIDE HOUSE RIVERSIDE DRIVE ABERDEEN AB11 7LH SCOTLAND T: +44 (0)1224 224 830 COPENHAGEN HAVNEGADE 39 1058 COPENHAGEN K DENMARK T: +45 7027 8601 AARHUS INGE LEHMANNS GADE 10, 6. SAL 8000 AARHUS C DENMARK T: +45 7027 8601 STOCKHOLM GREV TUREGATAN 3, 4 TR 114 46 STOCKHOLM SWEDEN T: +46 (0)8 400 264 35 MALMÖ KÄRLEKSGATAN 2A 211 45 MALMÖ SWEDEN T: +46 (0)8 400 264 35 OSLO DRONNINGEUFEMIAS GATE 16 0191 OSLO NORWAY T: +47 238 97 773 HELSINKI BULEVARDI STREET 7 00120 HELSINKI FINLAND T: +45 7027 8601 PARIS 29 RUE DE BASSANO 75008 PARIS FRANCE T: +33 1 76 73 29 80 DÜSSELDORF GRAF-ADOLF PLATZ 15 40213 DÜSSELDORF GERMANY T: +49 211 882 42 364 MADRID PALACIO DE MIRAFLORES CARRERA DE SAN JERÓNIMO, 15 - 2ª 28014 MADRID SPAIN T: +34 91 788 3172