The headline figure of a 2.6% rise in architectural salaries hides many stories. Although this is probably far higher than we imagined last year, inflation rose to 3% in September and architecture salaries are therefore still behind the curve.
Before the referendum, the architectural jobs market was particularly busy and salaries appeared to be rising at their fastest pace for a number of years. Following the result, however, the jobs market has seen a dramatic split. As a number of practices continue to rapidly expand, a growing percentage are also seeing projects put on hold and recruitment cut.
To try and build a better picture of the current situation, 9B conducted a salary survey which received more than 1,200 responses from architectural staff across the UK.
The document summarizes the results of a survey of over 1,200 UK health and safety practitioners regarding their pay and job satisfaction. Key findings include:
1) The median annual salary for full-time health and safety managers is between £37,500-£39,999, lower than last year's survey. Nearly half of practitioners suffered pay cuts or freezes.
2) Managers in utilities and construction earn the most on average, while those in manufacturing earn the least. Over 70% of practitioners describe themselves as happy or very happy in their jobs.
3) Female health and safety practitioners earn 16% less than men. Higher qualifications are generally correlated with higher pay, though degrees may not pay
Last year, we saw a variety of trends and patterns within the industry, particularly businesses hiring for the new demand in AI and automation professionals. With some big changes set to happen for the UK and Europe in 2019, it is obvious that companies now understand the need for IT and tech talent on a much larger scale.
The Evolution Salary Guide for Q1 2019 reflects on the fluctuating nature of last year’s IT jobs market, as well as our knowledge of, and insight to, the industry salary trends – giving us a clear view of predictions for this year.
Great news for the UK Intellectual Property sector – Dawn Ellmore Employment ...Luke Rehbein
Dawn Ellmore Employment’s Salary Survey 2019 – salary ranges and benefits in the intellectual property sector. check out this blog for more information.
Welcome to the first ever Carbon60 Aviation Salary Survey created in conjunction with Aviation Job Search which is based on responses from over 2,000 aviation professionals across the world.
It will provide a comprehensive overview of salary and market trends and a useful guide both for employers looking for recruitment wisdom and job seekers looking for the best opportunities in aviation.
The document provides information from a salary survey conducted by Zebra People on salaries in the digital sector. Some key findings include that finance pays the highest salaries compared to other sectors, both for permanent and contract roles. Contract roles generally pay higher daily rates than permanent roles but come with less security and opportunities for career development. Demand is high for experienced professionals in areas like UX, technology and data-driven design work.
The document provides an overview of salary survey findings for various digital roles across different sectors. Key findings include that finance pays the highest salaries compared to other sectors, both for permanent and contract roles. Contract roles generally pay higher daily rates than permanent roles. There is high demand for certain in-demand skills like UX design for mobile or data-driven products. The survey includes salary and day rate ranges for various seniority levels across different digital disciplines and sectors.
Before the referendum, the architectural jobs market was particularly busy and salaries appeared to be rising at their fastest pace for a number of years. Following the result, however, the jobs market has seen a dramatic split. As a number of practices continue to rapidly expand, a growing percentage are also seeing projects put on hold and recruitment cut.
To try and build a better picture of the current situation, 9B conducted a salary survey which received more than 1,200 responses from architectural staff across the UK.
The document summarizes the results of a survey of over 1,200 UK health and safety practitioners regarding their pay and job satisfaction. Key findings include:
1) The median annual salary for full-time health and safety managers is between £37,500-£39,999, lower than last year's survey. Nearly half of practitioners suffered pay cuts or freezes.
2) Managers in utilities and construction earn the most on average, while those in manufacturing earn the least. Over 70% of practitioners describe themselves as happy or very happy in their jobs.
3) Female health and safety practitioners earn 16% less than men. Higher qualifications are generally correlated with higher pay, though degrees may not pay
Last year, we saw a variety of trends and patterns within the industry, particularly businesses hiring for the new demand in AI and automation professionals. With some big changes set to happen for the UK and Europe in 2019, it is obvious that companies now understand the need for IT and tech talent on a much larger scale.
The Evolution Salary Guide for Q1 2019 reflects on the fluctuating nature of last year’s IT jobs market, as well as our knowledge of, and insight to, the industry salary trends – giving us a clear view of predictions for this year.
Great news for the UK Intellectual Property sector – Dawn Ellmore Employment ...Luke Rehbein
Dawn Ellmore Employment’s Salary Survey 2019 – salary ranges and benefits in the intellectual property sector. check out this blog for more information.
Welcome to the first ever Carbon60 Aviation Salary Survey created in conjunction with Aviation Job Search which is based on responses from over 2,000 aviation professionals across the world.
It will provide a comprehensive overview of salary and market trends and a useful guide both for employers looking for recruitment wisdom and job seekers looking for the best opportunities in aviation.
The document provides information from a salary survey conducted by Zebra People on salaries in the digital sector. Some key findings include that finance pays the highest salaries compared to other sectors, both for permanent and contract roles. Contract roles generally pay higher daily rates than permanent roles but come with less security and opportunities for career development. Demand is high for experienced professionals in areas like UX, technology and data-driven design work.
The document provides an overview of salary survey findings for various digital roles across different sectors. Key findings include that finance pays the highest salaries compared to other sectors, both for permanent and contract roles. Contract roles generally pay higher daily rates than permanent roles. There is high demand for certain in-demand skills like UX design for mobile or data-driven products. The survey includes salary and day rate ranges for various seniority levels across different digital disciplines and sectors.
The Realities of Pay Performance for Alignment in 2014Pearl Meyer
The webinar discussed pay-for-performance alignment in board leadership. It highlighted that while pay-for-performance is ubiquitous, defining performance and ensuring the right amount of pay is given for the right level of performance remains challenging. Different stakeholders view performance differently based on measures, standards and timeframes used. The webinar also showed that long-term incentive payouts are greatest for top performing companies based on a UK CEO value index, and that just 10% of FTSE 350 companies achieved high value-added ratios. Compensation committees were advised to focus on disclosing why certain performance measures are used and ensuring incentive programs support business strategy.
Each year, JMF Associates deliver a detailed salary guide to our network of employers and candidates. The guide provides a quick view of key salary metrics alongside our interpretation of the market as a whole. A useful reference point for end of year remuneration discussions...
Universities as Regenerators 2017: George Griffith, CBREPlace North West
Head of university consulting at CBRE, George Griffith, gives an overview of the higher education property market in the North West at the Place North West Universities as Regenerators conference, in association with Morgan Sindall
This document discusses advocating for apprenticeships. It provides statistics on apprenticeship starts and completions in the UK. It outlines the benefits of apprenticeships for employers, including lower costs, higher productivity, and ensuring a future skilled workforce. The document also summarizes a study that found employers recoup their costs of apprenticeships within 2 years on average and that apprenticeships provide long-term value to employers. Several business leaders endorse apprenticeships for helping develop employees and their businesses.
2015 Accounting & finance salary trends in EdinburghRobert Half UK
Companies in Edinburgh are expanding their finance teams and investing in new initiatives as 88% of Scottish CFOs are optimistic about business growth. Recruiting finance professionals is challenging as 93% of CFOs are experiencing skills shortages, with the top reasons being an overall demand outweighing supply and a lack of niche technical experts. In demand jobs include financial analysts, accountants, and finance managers with qualifications in problem solving, analytical skills, and communication. Salaries are expected to increase by an average of 9% in 2015 with sign-on bonuses also being offered to attract talent.
The document provides an overview of a report about developer hiring in the UK and Ireland in 2017. It finds that there are approximately 970,185 developers working in the region, primarily concentrated in 10 tech hubs like London and Dublin. The most commonly used technologies are Python, .NET and Java. While only 9.5% of developers are actively looking for jobs, 59.1% are open to opportunities. Developers consider commuting time, professional development opportunities, and technologies used when evaluating jobs. The report provides insights for recruiters on understanding and attracting developer talent.
Salary Study 2019 - Software Developer Luxembourg, Paris, BrusselsEric BUSCH
Do software developers earn more in Paris than in Luxembourg or in Brussels? How high are entry level salaries in Brussels? Which technologies increase salaires? How do certificates impact salaries?
The impact of location and experience on salaries.
The document discusses the importance of work experience for university graduates. It notes that work experience helps students gain valuable skills, build professional networks, explore different career options, and differentiate themselves from other candidates. Specific examples of work experience mentioned include internships, part-time jobs, volunteering, and leadership roles in student societies. The document emphasizes that gaining relevant skills and experience through work makes graduates more employable and helps them stand out in a competitive job market where employers demand more than just a degree.
The document summarizes a presentation given by Lesley Giles from the UK Commission for Employment and Skills. The presentation discusses skills strategies and investment in the UK, highlighting that skills matter for business performance, not all businesses are investing wisely in skills training, sectors vary in skills investment levels, and future jobs growth is expected in high-level occupations and private services. It also provides insights into apprenticeships, work experience placements, incentivizing employer ownership of skills, and types of policy levers that can optimize skills investment.
The document is the 2017 salary survey from TFPL and Sue Hill Knowledge & Information Management. It analyzes salary data from over 1,500 responses to provide salary ranges for a variety of information industry roles in different sectors. The survey found that the average salary ranges from £20,000 for a Library Assistant to over £100,000 for a Chief Knowledge Officer, with location and sector impacting salaries.
The document discusses the role of personal assistants and multi-tasking. It notes that multi-tasking is a key part of a personal assistant's work and that women are generally better at multi-tasking than men. However, the complexity of the multi-tasking required of a personal assistant makes it a challenging role that requires a range of skills. The Association of Personal Assistants aims to elevate the role of personal assistant to a recognized profession.
UK - Banking & Financial Services Salary Survey 2011Gordine
This document provides salary and compensation information for various legal roles within the UK financial services industry in 2011. It finds that while the market improved in 2010 and early 2011 after difficulties in 2008-2009, hiring remains cautious. Salaries for permanent roles have been relatively stable, though bonuses are under pressure. Demand was high in 2010 for regulatory and funds lawyers, as well as those providing interim support. Salary ranges are given for positions such as heads of legal, financial services lawyers, and those in corporate law, insurance, and other sectors. Pay ranges from £42,000 to over £200,000 depending on role, experience, and responsibilities.
The document provides an overview and market report on indirect taxes in 2014. Some of the key points summarized are:
1) Indirect tax was cited as a key area of growth among the big four accounting firms and was gaining greater recognition among commercial organizations. This resulted in an increasingly buoyant job market in some sectors.
2) Greater scrutiny from clients on what they expect from advisors influenced consulting firm strategies and led to a more competitive indirect tax market. Getting tax compliance right in an increasingly regulated environment also remained important for many organizations.
3) The war for talent among large consulting firms continued, with demand for individuals with business development, client relationship, and technical skills. Retaining high performers also became more
The document is a salary guide published by Sunvery Team that provides salary ranges for various technology roles in Ukraine, with starting salaries listed by experience level and seniority. It also gives tips on how to use the salary tables and adjust salaries according to local market variances. Sunvery Team is a recruitment agency that specializes in IT hiring and created the guide to help employers recruit and retain top technical talent.
The document is a salary guide published by Sunvery Team that provides salary ranges for various technology roles in Ukraine, with starting salaries listed by experience level and seniority. It also gives tips on how to use the salary tables and adjust salaries according to local market variances. Sunvery Team is a recruitment agency that specializes in IT hiring and created this guide to help employers recruit and retain top technical talent.
The survey aimed to gather data on compensation trends for business analysts, project managers, process engineers, and business intelligence professionals in South Africa. Over 750 respondents participated in an online survey conducted in July 2009. The results showed that over half of respondents felt their salaries were not market-related. Salaries increased with age and experience, with project managers earning the highest average salaries. Most respondents had degrees and 1-2 years of experience with their current employer. Common benefits included pension funds, medical aid, and bonuses.
APM Careers presentation,
Vince Hines,
Westminster University
14th March 2016
Project Management Specialist Project Management Recruitment, Training & Consulting company
Tools and techniques of project management are universal Typical Route to Becoming a PM - Most Project Managers start as SMEs Develop PM skills.
Recognise the skills of a Project Manager - do you have those skills?
Gain appropriate qualifications.
The Selection Process Social Media
Job Title Average Salary
Project Manager Contract Rates
Agencies related to project management jobs
Let’s connect:
APM - https://www.apm.org.uk
Google+ - https://plus.google.com/114687352375530136328
Facebook - https://www.facebook.com/AssociationForProjectManagement
Twitter - https://twitter.com/apmprojectmgmt
Linkedin company page - https://www.linkedin.com/company/association-for-project-management
2015 Accounting & finance salary trends in LondonRobert Half UK
The document summarizes salary and hiring trends for accounting and finance professionals in London from a 2015 report by Robert Half. It finds that 93% of London CFOs are optimistic about business growth. There are skills shortages in accounting and finance, with the top reasons being general demand outpacing supply, lack of niche technical experts, and lack of commercial business skills. The report provides expected salary increases in 2015 for various accounting and finance roles such as commercial financial controller and financial business partner. It also notes that opinions are divided on remuneration strategies, with 6 out of 10 London CFOs offering sign-on bonuses to attract talent.
Taylor Root Salary Survey 2012 for West End, Niche and Boutique Law FirmsNickSmetana
The document summarizes a survey of salaries and recruitment trends at UK private law firms in West End and niche city markets in 2012. Some key findings include:
- Salaries increased 3-5% on average for the second consecutive year, indicating returning confidence.
- 65% of firms anticipated recruiting 3-5 solicitors in 2012, up from 36% in 2011.
- Top recruitment areas included commercial property, commercial litigation, IP, banking, and private client.
- The NQ market was very competitive but firms saw an opportunity to recruit outstanding candidates.
Employee Lifetime Value: How to Measure the ROI of Investing in PeopleDaniel Chait
One of the biggest conversations in HR and Recruiting today is around how to get a seat at the table. Although businesses are beginning to recognize the importance of people functions, one thing that still gets in the way is the ability to measure and articulate results in terms of company ROI. In this talk, we will explain the fundamentals of our viral LinkedIn article around ELTV (Employee Lifetime Value), and walk the audience through how to apply the concept in their everyday work. Audience members will walk away with:
-A business-centered approach for measuring and articulating their contribution
-A proposal framework for how to make a business-case for increased investment in recruiting and HR tools
-A framework for evaluating and prioritizing initiatives.
The Realities of Pay Performance for Alignment in 2014Pearl Meyer
The webinar discussed pay-for-performance alignment in board leadership. It highlighted that while pay-for-performance is ubiquitous, defining performance and ensuring the right amount of pay is given for the right level of performance remains challenging. Different stakeholders view performance differently based on measures, standards and timeframes used. The webinar also showed that long-term incentive payouts are greatest for top performing companies based on a UK CEO value index, and that just 10% of FTSE 350 companies achieved high value-added ratios. Compensation committees were advised to focus on disclosing why certain performance measures are used and ensuring incentive programs support business strategy.
Each year, JMF Associates deliver a detailed salary guide to our network of employers and candidates. The guide provides a quick view of key salary metrics alongside our interpretation of the market as a whole. A useful reference point for end of year remuneration discussions...
Universities as Regenerators 2017: George Griffith, CBREPlace North West
Head of university consulting at CBRE, George Griffith, gives an overview of the higher education property market in the North West at the Place North West Universities as Regenerators conference, in association with Morgan Sindall
This document discusses advocating for apprenticeships. It provides statistics on apprenticeship starts and completions in the UK. It outlines the benefits of apprenticeships for employers, including lower costs, higher productivity, and ensuring a future skilled workforce. The document also summarizes a study that found employers recoup their costs of apprenticeships within 2 years on average and that apprenticeships provide long-term value to employers. Several business leaders endorse apprenticeships for helping develop employees and their businesses.
2015 Accounting & finance salary trends in EdinburghRobert Half UK
Companies in Edinburgh are expanding their finance teams and investing in new initiatives as 88% of Scottish CFOs are optimistic about business growth. Recruiting finance professionals is challenging as 93% of CFOs are experiencing skills shortages, with the top reasons being an overall demand outweighing supply and a lack of niche technical experts. In demand jobs include financial analysts, accountants, and finance managers with qualifications in problem solving, analytical skills, and communication. Salaries are expected to increase by an average of 9% in 2015 with sign-on bonuses also being offered to attract talent.
The document provides an overview of a report about developer hiring in the UK and Ireland in 2017. It finds that there are approximately 970,185 developers working in the region, primarily concentrated in 10 tech hubs like London and Dublin. The most commonly used technologies are Python, .NET and Java. While only 9.5% of developers are actively looking for jobs, 59.1% are open to opportunities. Developers consider commuting time, professional development opportunities, and technologies used when evaluating jobs. The report provides insights for recruiters on understanding and attracting developer talent.
Salary Study 2019 - Software Developer Luxembourg, Paris, BrusselsEric BUSCH
Do software developers earn more in Paris than in Luxembourg or in Brussels? How high are entry level salaries in Brussels? Which technologies increase salaires? How do certificates impact salaries?
The impact of location and experience on salaries.
The document discusses the importance of work experience for university graduates. It notes that work experience helps students gain valuable skills, build professional networks, explore different career options, and differentiate themselves from other candidates. Specific examples of work experience mentioned include internships, part-time jobs, volunteering, and leadership roles in student societies. The document emphasizes that gaining relevant skills and experience through work makes graduates more employable and helps them stand out in a competitive job market where employers demand more than just a degree.
The document summarizes a presentation given by Lesley Giles from the UK Commission for Employment and Skills. The presentation discusses skills strategies and investment in the UK, highlighting that skills matter for business performance, not all businesses are investing wisely in skills training, sectors vary in skills investment levels, and future jobs growth is expected in high-level occupations and private services. It also provides insights into apprenticeships, work experience placements, incentivizing employer ownership of skills, and types of policy levers that can optimize skills investment.
The document is the 2017 salary survey from TFPL and Sue Hill Knowledge & Information Management. It analyzes salary data from over 1,500 responses to provide salary ranges for a variety of information industry roles in different sectors. The survey found that the average salary ranges from £20,000 for a Library Assistant to over £100,000 for a Chief Knowledge Officer, with location and sector impacting salaries.
The document discusses the role of personal assistants and multi-tasking. It notes that multi-tasking is a key part of a personal assistant's work and that women are generally better at multi-tasking than men. However, the complexity of the multi-tasking required of a personal assistant makes it a challenging role that requires a range of skills. The Association of Personal Assistants aims to elevate the role of personal assistant to a recognized profession.
UK - Banking & Financial Services Salary Survey 2011Gordine
This document provides salary and compensation information for various legal roles within the UK financial services industry in 2011. It finds that while the market improved in 2010 and early 2011 after difficulties in 2008-2009, hiring remains cautious. Salaries for permanent roles have been relatively stable, though bonuses are under pressure. Demand was high in 2010 for regulatory and funds lawyers, as well as those providing interim support. Salary ranges are given for positions such as heads of legal, financial services lawyers, and those in corporate law, insurance, and other sectors. Pay ranges from £42,000 to over £200,000 depending on role, experience, and responsibilities.
The document provides an overview and market report on indirect taxes in 2014. Some of the key points summarized are:
1) Indirect tax was cited as a key area of growth among the big four accounting firms and was gaining greater recognition among commercial organizations. This resulted in an increasingly buoyant job market in some sectors.
2) Greater scrutiny from clients on what they expect from advisors influenced consulting firm strategies and led to a more competitive indirect tax market. Getting tax compliance right in an increasingly regulated environment also remained important for many organizations.
3) The war for talent among large consulting firms continued, with demand for individuals with business development, client relationship, and technical skills. Retaining high performers also became more
The document is a salary guide published by Sunvery Team that provides salary ranges for various technology roles in Ukraine, with starting salaries listed by experience level and seniority. It also gives tips on how to use the salary tables and adjust salaries according to local market variances. Sunvery Team is a recruitment agency that specializes in IT hiring and created the guide to help employers recruit and retain top technical talent.
The document is a salary guide published by Sunvery Team that provides salary ranges for various technology roles in Ukraine, with starting salaries listed by experience level and seniority. It also gives tips on how to use the salary tables and adjust salaries according to local market variances. Sunvery Team is a recruitment agency that specializes in IT hiring and created this guide to help employers recruit and retain top technical talent.
The survey aimed to gather data on compensation trends for business analysts, project managers, process engineers, and business intelligence professionals in South Africa. Over 750 respondents participated in an online survey conducted in July 2009. The results showed that over half of respondents felt their salaries were not market-related. Salaries increased with age and experience, with project managers earning the highest average salaries. Most respondents had degrees and 1-2 years of experience with their current employer. Common benefits included pension funds, medical aid, and bonuses.
APM Careers presentation,
Vince Hines,
Westminster University
14th March 2016
Project Management Specialist Project Management Recruitment, Training & Consulting company
Tools and techniques of project management are universal Typical Route to Becoming a PM - Most Project Managers start as SMEs Develop PM skills.
Recognise the skills of a Project Manager - do you have those skills?
Gain appropriate qualifications.
The Selection Process Social Media
Job Title Average Salary
Project Manager Contract Rates
Agencies related to project management jobs
Let’s connect:
APM - https://www.apm.org.uk
Google+ - https://plus.google.com/114687352375530136328
Facebook - https://www.facebook.com/AssociationForProjectManagement
Twitter - https://twitter.com/apmprojectmgmt
Linkedin company page - https://www.linkedin.com/company/association-for-project-management
2015 Accounting & finance salary trends in LondonRobert Half UK
The document summarizes salary and hiring trends for accounting and finance professionals in London from a 2015 report by Robert Half. It finds that 93% of London CFOs are optimistic about business growth. There are skills shortages in accounting and finance, with the top reasons being general demand outpacing supply, lack of niche technical experts, and lack of commercial business skills. The report provides expected salary increases in 2015 for various accounting and finance roles such as commercial financial controller and financial business partner. It also notes that opinions are divided on remuneration strategies, with 6 out of 10 London CFOs offering sign-on bonuses to attract talent.
Taylor Root Salary Survey 2012 for West End, Niche and Boutique Law FirmsNickSmetana
The document summarizes a survey of salaries and recruitment trends at UK private law firms in West End and niche city markets in 2012. Some key findings include:
- Salaries increased 3-5% on average for the second consecutive year, indicating returning confidence.
- 65% of firms anticipated recruiting 3-5 solicitors in 2012, up from 36% in 2011.
- Top recruitment areas included commercial property, commercial litigation, IP, banking, and private client.
- The NQ market was very competitive but firms saw an opportunity to recruit outstanding candidates.
Employee Lifetime Value: How to Measure the ROI of Investing in PeopleDaniel Chait
One of the biggest conversations in HR and Recruiting today is around how to get a seat at the table. Although businesses are beginning to recognize the importance of people functions, one thing that still gets in the way is the ability to measure and articulate results in terms of company ROI. In this talk, we will explain the fundamentals of our viral LinkedIn article around ELTV (Employee Lifetime Value), and walk the audience through how to apply the concept in their everyday work. Audience members will walk away with:
-A business-centered approach for measuring and articulating their contribution
-A proposal framework for how to make a business-case for increased investment in recruiting and HR tools
-A framework for evaluating and prioritizing initiatives.
Similar to 9B Architectural Salary Survey Results 2017 (20)
Rethinking Kållered │ From Big Box to a Reuse Hub: A Transformation Journey ...SirmaDuztepeliler
"Rethinking Kållered │ From Big Box to a Reuse Hub: A Transformation Journey Toward Sustainability"
The booklet of my master’s thesis at the Department of Architecture and Civil Engineering at Chalmers University of Technology. (Gothenburg, Sweden)
This thesis explores the transformation of the vacated (2023) IKEA store in Kållered, Sweden, into a "Reuse Hub" addressing various user types. The project aims to create a model for circular and sustainable economic practices that promote resource efficiency, waste reduction, and a shift in societal overconsumption patterns.
Reuse, though crucial in the circular economy, is one of the least studied areas. Most materials with reuse potential, especially in the construction sector, are recycled (downcycled), causing a greater loss of resources and energy. My project addresses barriers to reuse, such as difficult access to materials, storage, and logistics issues.
Aims:
• Enhancing Access to Reclaimed Materials: Creating a hub for reclaimed construction materials for both institutional and individual needs.
• Promoting Circular Economy: Showcasing the potential and variety of reusable materials and how they can drive a circular economy.
• Fostering Community Engagement: Developing spaces for social interaction around reuse-focused stores and workshops.
• Raising Awareness: Transforming a former consumerist symbol into a center for circular practices.
Highlights:
• The project emphasizes cross-sector collaboration with producers and wholesalers to repurpose surplus materials before they enter the recycling phase.
• This project can serve as a prototype for reusing many idle commercial buildings in different scales and sizes.
• The findings indicate that transforming large vacant properties can support sustainable practices and present an economically attractive business model with high social returns at the same time.
• It highlights the potential of how sustainable practices in the construction sector can drive societal change.
RPWORLD offers custom injection molding service to help customers develop products ramping up from prototypeing to end-use production. We can deliver your on-demand parts in as fast as 7 days.
1. 1
Architectural Salary Survey
October 2017
Foreword
The last year has seen a number of shocks to the market with Brexit, Donald Trump
entering the White House and another General Election. Thankfully, however, the
fears for the economy have failed to materialise so far and at the beginning of 2017
especially, there was a particularly large number of practices actively recruiting.
This is not to say Brexit has not had a big impact. Sadly, many EU Architects have
said the UK no longer holds the same appeal and have since left the country. If
workloads stay strong and Architects continue to leave at the same rate, skills
shortages will soon arise and practices will have to compete even harder to attract
the best staff. This may have an impact on salaries but when most firms are feeling
pressures on fee levels, there may be little room to manoeuvre.
To try and build a better picture of the current situation, 9B conducted a salary
survey which received more than 1,350 responses from architectural staff across
the UK.
The headline figure of a 2.6% rise in architectural salaries hides many stories.
Although this is probably far higher than we imagined last year, inflation rose to 3%
in September and architecture salaries are therefore still behind the curve.
As you will see from the report, this increase has also been heavily influenced by
the salary rises at senior levels, whereas junior staff have seen very little change.
Part 1s are still on average earning just over £20,000 and outside London often
quite a lot less.
Gaining your Part 3 though has become even more valuable with recently qualified
architects being paid around £4,200 more than Part 2s with the same number of
years’ experience in practice. This is up by £350 compared to last year.
New additions to this years’ report include the percentage of staff who receive a
bonus and salary splits between genders. In both cases, women appear to be
remunerated the same or slightly more than their male colleagues early on in their
careers. Beyond 5 years though, there is a noticeable change when the salaries of
men are consistently higher than that of women and the percentage of women who
receive a bonus is far behind that of men with similar experience.
Although it appears there have been great efforts to improve the culture within
architectural practices to make the industry more appealing to women, there are
obviously areas which have some way to go.
The final section of the report, therefore, looks at the additional benefits practices
offer, which in many cases, can have a greater impact on someone’s life than just
salary and bonuses. Firms like EPR are making studio culture a strong priority
within their business and offering far more flexible working with an emphasis on
time management to avoid the long-hours culture sadly too common within the
industry.
It is still notable though that these benefits are predominantly offered by the
medium to larger practices and smaller studios often stick to what is statutory.
Careerwise, however, smaller firms may offer more responsibility and variety that
can provide excellent experience to help you move up the career ladder.
I hope you find this a useful guide to the current salaries and if you would like to
discuss further, do please give us a call.
Paul Chappell
Director of 9B Careers
www.9Bcareers.com
+44 (0)20 8004 0369
2. 2
Location
Average London South East East South West
North
West
Midlands North East Yorkshire Wales Scotland N. Ireland
Partner/Director £71,043 £77,410 £71,502 £59,250 £71,893 £51,671 £53,800 £62,500 £58,667 N/A £58,500 £45,750
Associate £51,239 £54,754 £48,889 £41,125 £39,545 £45,000 £39,950 N/A N/A N/A £49,500 £45,000
Senior Architect £45,770 £48,090 £44,600 £37,500 £36,160 £38,444 £40,795 £37,500 £36,500 £41,000 £41,088 £29,600
Project Architect £38,293 £40,172 £36,729 £37,000 £34,186 £34,950 £37,073 £33,169 £34,100 £32,400 £31,438 N/A
Recent Part 3 £32,322 £34,237 £32,635 £29,000 £31,300 £28,625 £29,214 £28,500 £33,000 £29,167 £27,775 £27,300
Part 2 £27,934 £30,141 £26,364 £26,875 £27,260 £24,982 £25,500 £23,200 £22,450 £25,333 £22,559 £26,454
Part 1/Year Out £20,361 £22,111 £19,786 £17,750 £21,167 £19,067 £18,125 £16,325 £16,500 N/A N/A N/A
Difference* 6.1% -2.8% -10.1% -8.9% -11.3% -8.5% -15.8% -13.4% -11.4% -14.9% -21.4%
*The difference from average is only taken from Part 1s to Senior Architects due to larger variations at Associate and Partner/Director levels.
N/A: Not enough data was received to form a sensible average.
Due to the number of architectural staff working in London (55% of those who completed the survey), the average salaries are very much influenced by the capital. The cost
of living in London, however, is notably higher than elsewhere and according to www.expatistan.com living in Perth, Scotland would be 33% cheaper.
3. 3
Practice Size
Average 1-10 11-35 36-65 66-100 100+
Partner/Director £71,043 £48,075 £72,056 £72,638 £99,667 £99,283
Associate £51,239 £47,036 £49,532 £52,736 £49,908 £54,713
Senior Architect £45,770 £40,038 £45,392 £45,000 £44,333 £48,437
Project Architect £38,293 £35,294 £38,194 £40,074 £38,942 £40,122
Recent Part 3 £32,322 £30,688 £31,245 £32,211 £34,056 £34,515
Part 2 £27,934 £26,268 £28,588 £27,127 £28,129 £29,718
Part 1/Year Out £20,361 £18,885 £20,995 £21,611 £20,431 £21,203
Difference from average* -8.2% -0.2% 0.8% 0.7% 5.7%
*The difference from average is only taken from Part 1s to Senior Architects due to larger variations at Associate and Partner/Director levels.
The old adage of the larger practices paying more still comes across strongly within the survey results.
At the other end of the scale, Partner/Director salaries within practices of 1-10 people are probably being pulled down by sole practitioners who have started new businesses
in the last couple of years.
4. 4
Sector
Years of experience
0-5 6-10 11+
Architectural Practice £27,675 £39,465 £57,197
Contractor £42,500 £43,600 £98,333
Client Side £35,392 £48,875 £63,422
Developer £36,634 £54,291 £76,480
Government £26,000 £32,000 £41,494
Other £26,488 £38,583 £56,914
£0
£20,000
£40,000
£60,000
£80,000
£100,000
£120,000
0-5 6-10 11+
AverageSalary
Years of experience in practice
Practice Contractor Client Side Developer Government Other
6. 6
Experience
This graph represents the average salary of architectural staff (Part 1s to Partners/Directors) versus the number of years’ experience gained within architectural practice.
0 1 2 3 4 5 6-10 11-20 21+
2016 £18,759 £24,059 £26,473 £28,805 £31,313 £35,554 £39,081 £49,826 £63,280
2017 £18,889 £23,882 £27,153 £30,030 £32,088 £35,717 £40,286 £51,356 £68,236
Male £18,000 £23,285 £26,758 £30,208 £31,502 £35,975 £41,747 £51,984 £69,227
Female £20,667 £24,553 £27,493 £29,831 £32,932 £35,344 £38,423 £49,840 £62,292
£0
£10,000
£20,000
£30,000
£40,000
£50,000
£60,000
£70,000
£80,000
AverageSalary
Years of experience in practice
7. 7
Bonuses
This graph represents the percentage of architectural staff who receive a bonus versus the number of years’ experience in practice.
29%
18%
31%
33%
49%
44%
54%
62%
57%
33%
24%
34%
45%
37%
43% 42% 42%
33%
30%
21%
30%
39%
44% 44%
48%
56%
53%
0 1 2 3 4 5 6-10 11-20 21+
Years of experience in practice
Male
Female
Average
8. 8
Bonuses
This graph represents the percentage of architectural staff who receive a bonus versus business size.
26%
43%
45%
48%
60%
29%
44%
51%
59%
64%
22%
41%
35% 36%
55%
1-10 11-35 36-65 66-100 100+
Practice Size
Average
Male
Female
9. 9
Gender Split
This graph represents the percentage of male staff employed in practices versus the number of years’ experience and practice size.
59%
66% 66%
86%
57%
53%
80%
88%
51%
59%
64%
93%
49%
40%
71%
83%
49%
57%
68%
78%
0-5 6-10 11-20 21+
Years of experience in practice
Practice size
1-10
11-35
36-65
66-100
100+
10. 10
Additional Benefits
Although this report focuses on salaries, many practices offer additional benefits
which can have a far bigger impact on peoples’ lives and dramatically improve staff
retention. Below are the thoughts of a few practices on creating a successful
company culture:
EPR Architects - www.epr.co.uk
“We are conscious that our most important assets are our staff, and at EPR we
have developed a studio culture which puts people first and is flexible with regards
to each individual’s requirement. We offer part-time, flexible working hours and
career breaks to suit the needs of our team along with extended maternity/paternity
leave and payment packages for new parents. We encourage a responsible
approach to time-management to avoid the long-hours culture typical of the
profession; with many of our management team working flexibly and/or part-time
which ensures a sensible top-down working culture prevails.
In addition, we contribute over and above the statutory requirements to our staff’s
pension and offer various financial benefits including professional subscriptions,
season ticket loans, child care vouchers, cycle scheme incentives and a generous
contribution towards student fees and paid study leave. We have a high
engagement rate with a wide range of extracurricular activities supported by the
practice including weekly football, yoga, and life drawing classes, endeavouring to
provide a supportive and stimulating environment for our team.”
Chris Castle - Managing Director
Granit Architects - www.granit.co.uk
“For our more established members of staff we offer a range of benefits including
Part 3 sponsorship, payment of RIBA and ARB fees, healthcare scheme with
Vitality, pensions, bonus scheme for management level, bike to work, some flexi
working, mobile phone contract, flu jabs, childcare vouchers and extra days holiday
for every year worked after 3 years. At Christmas we offer additional holiday on top
of allowance. The practice also has an active work/social programme, including a
summer and Christmas party, trips to exhibitions and previously an office trip to
Berlin”
James Munro – Director
Barr Gazetas - www.barrgazetas.com
“Nurturing staff is a key focus of our practice. We recognise individuals’ needs and
help balance their professional work around this. We have full time and part-time
roles, internships and work experience students. We have always tried to provide
the right culture at work to suit our diversity and flexible working arrangements.
Staff outings, in-house lectures and CPD are a key part of this.
We are members of many benefit schemes including childcare vouchers, cycle-to-
work, and season ticket loans, on top of time served increasing holiday allowance
and pension contributions. We particularly enjoy supporting our staff on courses,
training and with Part 3 fees. Being based just off Regent Street means we’re also
able to provide membership to the Regent Street Association card which offers 10-
20% discount from many retailers and restaurants.
We rely on our staff and recognising these needs goes a long way towards staff
retention and creating a healthy and happy place to work.”
Jon Eaglesham - Managing Director
Ayre Chamberlain Gaunt – www.acgarchitects.co.uk
“In the last year alone we have grown 100%, employing 20 members of staff into
new roles while investing significantly in our infrastructure in order to ensure our
team are motivated, supported and happy.
We are constantly expanding our benefits – flexible working hours, personal
pension financial advice, amongst others. We provide many opportunities for
development, from fortnightly CPD sessions, to mentoring, study leave, design
reviews, knowledge sharing, networking, with more to come.
We measure our staff’s engagement through consultation, 1:1s and we will be
doing a survey at the end of this year. We also do straw polls on our company
intranet, which has proved very popular.”
David Ayre – Director
11. 11
Cowper Griffith Architects - www.cowpergriffith.co.uk
Cowper Griffith’s enduring success and strong reputation rely heavily on the
imagination and hard work of our staff. We enjoy a low churn rate and a number of
our employees have been with us for well in excess of ten years. We love to
balance their experience with new ideas and a fresh perspective at student and
junior levels, resulting in a vibrant and friendly studio.
We are based near Cambridge, in a peaceful village location and in a well
landscaped setting. We do not encourage a ‘London culture’ of long hours and
burn-out. Instead, we rely on employees’ integrity in completing their work to a high
standard. Our staff relationships are founded on mutual trust, which we find to be
the best way to achieve and surpass targets, both enjoyably and sustainably.
We offer a flexibility in working hours to a number of staff, often to suit personal
circumstances. We also encourage the use of ‘cycle to work', organise regular
social events, architectural visits and award additional annual leave on a seniority
and time-served basis. Additional leave is also awarded over the Festive Season.
We provide full financial and time support to Part 3 candidates, pay all RIBA and
ARB subs, give all staff an annual budget for external accredited CPD and hold
stimulating in-house CPD sessions most weeks. We also encourage the sharing
of news and ideas through regular office meetings and presentations. Bonuses are
paid when financial performance allows.
Staff development is monitored via annual reviews, which also offer an opportunity
to discuss the coming year’s goals and indeed our shared long-term aspirations.
We have a 50:50 gender split within the practice, and work to create meaningful
career progression where appropriate, despite our modest size.
We are always working to improve the democracy of our design culture, and
increasingly see strong work emerging from charrettes, small competition teams
and democratic round-table sessions. We continue to benefit from high levels of
repeat and referral work, which is testament to the efforts of everybody in the team,
irrespective of role.
Simon Redman - Director
pH+ - www.phplusarchitects.com
“At pH+ we see the retention of our incredibly talented staff as paramount and do
everything we can to ensure that the massive contribution that they make is
properly recognised and reflected. We are very proud of our flat design hierarchy
and undertake regular design reviews where all members of team are invited to
contribute regardless of relative level or job description. We annually review
salaries by benchmarking against peer practices and immediately recognise
qualification milestones through salary reviews. Our company pension scheme and
office policies in regards to maternity leave etc exceed statutory levels. We ensure
that all our Architects maintain close links with the wider profession through
subsidised ARB and RIBA subscriptions.
Succession and career planning is central to our ethos and we regular review and
mentor our team to ensure they progress up through our organisation. We
encourage them to pursue individual areas of interest, which we see as enriching
the practice, by offering flexible working patterns and financial support where
relevant.
We try to be as transparent as possible with staff encouraged to engage in all
aspects of our business with no “glass ceilings”. Through this we have been able
to ensure that even in a practice of 25 clear career paths can be identified with
sufficient flexibility to accommodate external draws and influences whilst ensuring
we retain our collected experience, ethos, enthusiasm and drive. We are very
proud of our 50% female / male ratio with this increasing to 60% in our senior
management positions in the London studio.”
Andy Puncher – Director
12. 12
bpr architects - www.bprarchitects.com
We are a wholly employee owned practice - sometimes known as the ‘John Lewis
model’. Along with the benefits of sharing profits equitably among the whole team,
employee ownership engenders a spirit of collaboration and mutual support among
all of us. Our culture is built on working as equals and benefits are not viewed as
‘gifts’ from the business to the employee but as a means of making working life
easier and more rewarding for all of us. This means that day to day carer
responsibilities, personal appointments and special event leave is built in to our
respect for one another’s personal circumstances and life events. We also have
contractual benefits that are available to all of us at bpr.
Holidays – we have 24 days paid leave a year in addition to public holidays, with
an additional day for each year worked - up to 5 additional days.
Pension - bpr matches any contribution made up to 3% of annual salary. A
pension adviser visits once a year to meet with all staff individually; and is available
to advise by email outside of that meeting.
Professional Membership fees - we cover the RIBA & ARB, or MCIAT
membership fees for all qualified and chartered members.
Employee training – we support all relevant training and certification and will meet
all or part of the cost of these courses on a case by case basis.
CPD Allowance – in addition to in-house CPDs including those covering RIBA
Core Curriculum subjects, we all have an annual personal allowance of up to £250
to use on CPD related expenses, such as courses, lectures or conferences.
Study Leave – all RIBA Stage 1 and 2 study leave allowances are provided
according to RIBA regulation guidelines.
Cycle scheme- everyone is entitled to buy a bike through bpr before tax as part of
the cyclescheme.
Subscriptions - we subscribe to many professional magazines, both hard copy
and on line, and are members of professional and advice bodies voted for by the
team.
Paul Beaty Pownall - Director
13. 13
About 9B Careers
9B is a specialist architectural and design recruitment consultancy with 18 years’
combined industry experience. Following the referendum result, the architectural
jobs market has certainly become harder for jobseekers and finding the right
people for the right role takes experience, knowledge and a large number of
relevant contacts. In creating the perfect match, we aim to provide practices with a
strong platform to grow and candidates with the best opportunities to progress their
careers. Everything we do at 9B is about creating long term relationships for the
future.
If you would like to find out more about how 9B works and how we can support
you, please give us a call on +44 (0)20 8004 0369 or go to our website at
www.9Bcareers.com.
Job Seekers
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If you are looking to expand your team, find out how 9B can help.
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can also develop a great portfolio when undertaking one of their unique Work and
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