- The number of permanent IT vacancies dropped significantly in August by 9.81% while contractor vacancies declined slightly by 0.18%.
- Salaries remained steady for permanent roles and increased for contractors, rising 5.90% monthly and 5.31% yearly on average.
- Demand remained strong for developers, project managers, and analysts, though vacancies declined across all sectors in August as is typical during the summer months.
This paper offers business students an insight on how to formulate a Public Relations Strategy. The paper has applied a number of strategic planning tools including PEST, Porter's Five Forces, and RBV
AtmanCo Inc is on the fast track to become a Canadian leader in interactive solutions. Montreal-based AtmanCo has embarked on ambitious internal and acquisition growth strategy for the years to come.
As a nation, the UK has a tendancy to embrace the latest tech trends, which permeate into all aspects of our personal and professional lives. The UK tech industry creates employment for over 1.2 million people, however skills shortages are affecting the sector in a similar way to its counterparts in the US and Asia.
In this whitepaper, we take a look at the state of play for the UK Tech industry as we reach this year's midway point. The paper highlights the key trends which all suggest that the UK is seeing a resurgence in growth as one of the most technologically advanced nations in the world.
Information Technology: A qualitative assessment of two billing models - Prab...IndiaNotes.com
The creeping transition of Indian IT companies to Fixed Price Projects (FPP) from Time & Material (T&M) to mitigate the pricing pressure was evident over the last half‐a‐decade. Prabhudas Lilladher have tried to qualitatively assess the pros & cons of these two billing models.
10 Insightful Quotes On Designing A Better Customer ExperienceYuan Wang
In an ever-changing landscape of one digital disruption after another, companies and organisations are looking for new ways to understand their target markets and engage them better. Increasingly they invest in user experience (UX) and customer experience design (CX) capabilities by working with a specialist UX agency or developing their own UX lab. Some UX practitioners are touting leaner and faster ways of developing customer-centric products and services, via methodologies such as guerilla research, rapid prototyping and Agile UX. Others seek innovation and fulfilment by spending more time in research, being more inclusive, and designing for social goods.
Experience is more than just an interface. It is a relationship, as well as a series of touch points between your brand and your customer. Here are our top 10 highlights and takeaways from the recent UX Australia conference to help you transform your customer experience design.
For full article, continue reading at https://yump.com.au/10-ways-supercharge-customer-experience-design/
http://inarocket.com
Learn BEM fundamentals as fast as possible. What is BEM (Block, element, modifier), BEM syntax, how it works with a real example, etc.
How to Build a Dynamic Social Media PlanPost Planner
Stop guessing and wasting your time on networks and strategies that don’t work!
Join Rebekah Radice and Katie Lance to learn how to optimize your social networks, the best kept secrets for hot content, top time management tools, and much more!
Watch the replay here: bit.ly/socialmedia-plan
Content personalisation is becoming more prevalent. A site, it's content and/or it's products, change dynamically according to the specific needs of the user. SEO needs to ensure we do not fall behind of this trend.
Succession “Losers”: What Happens to Executives Passed Over for the CEO Job?
By David F. Larcker, Stephen A. Miles, and Brian Tayan
Stanford Closer Look Series
Overview:
Shareholders pay considerable attention to the choice of executive selected as the new CEO whenever a change in leadership takes place. However, without an inside look at the leading candidates to assume the CEO role, it is difficult for shareholders to tell whether the board has made the correct choice. In this Closer Look, we examine CEO succession events among the largest 100 companies over a ten-year period to determine what happens to the executives who were not selected (i.e., the “succession losers”) and how they perform relative to those who were selected (the “succession winners”).
We ask:
• Are the executives selected for the CEO role really better than those passed over?
• What are the implications for understanding the labor market for executive talent?
• Are differences in performance due to operating conditions or quality of available talent?
• Are boards better at identifying CEO talent than other research generally suggests?
Each technological age has been marked by a shift in how the industrial platform enables companies to rethink their business processes and create wealth. In the talk I argue that we are limiting our view of what this next industrial/digital age can offer because of how we read, measure and through that perceive the world (how we cherry pick data). Companies are locked in metrics and quantitative measures, data that can fit into a spreadsheet. And by that they see the digital transformation merely as an efficiency tool to the fossil fuel age. But we need to stretch further…
This paper offers business students an insight on how to formulate a Public Relations Strategy. The paper has applied a number of strategic planning tools including PEST, Porter's Five Forces, and RBV
AtmanCo Inc is on the fast track to become a Canadian leader in interactive solutions. Montreal-based AtmanCo has embarked on ambitious internal and acquisition growth strategy for the years to come.
As a nation, the UK has a tendancy to embrace the latest tech trends, which permeate into all aspects of our personal and professional lives. The UK tech industry creates employment for over 1.2 million people, however skills shortages are affecting the sector in a similar way to its counterparts in the US and Asia.
In this whitepaper, we take a look at the state of play for the UK Tech industry as we reach this year's midway point. The paper highlights the key trends which all suggest that the UK is seeing a resurgence in growth as one of the most technologically advanced nations in the world.
Information Technology: A qualitative assessment of two billing models - Prab...IndiaNotes.com
The creeping transition of Indian IT companies to Fixed Price Projects (FPP) from Time & Material (T&M) to mitigate the pricing pressure was evident over the last half‐a‐decade. Prabhudas Lilladher have tried to qualitatively assess the pros & cons of these two billing models.
10 Insightful Quotes On Designing A Better Customer ExperienceYuan Wang
In an ever-changing landscape of one digital disruption after another, companies and organisations are looking for new ways to understand their target markets and engage them better. Increasingly they invest in user experience (UX) and customer experience design (CX) capabilities by working with a specialist UX agency or developing their own UX lab. Some UX practitioners are touting leaner and faster ways of developing customer-centric products and services, via methodologies such as guerilla research, rapid prototyping and Agile UX. Others seek innovation and fulfilment by spending more time in research, being more inclusive, and designing for social goods.
Experience is more than just an interface. It is a relationship, as well as a series of touch points between your brand and your customer. Here are our top 10 highlights and takeaways from the recent UX Australia conference to help you transform your customer experience design.
For full article, continue reading at https://yump.com.au/10-ways-supercharge-customer-experience-design/
http://inarocket.com
Learn BEM fundamentals as fast as possible. What is BEM (Block, element, modifier), BEM syntax, how it works with a real example, etc.
How to Build a Dynamic Social Media PlanPost Planner
Stop guessing and wasting your time on networks and strategies that don’t work!
Join Rebekah Radice and Katie Lance to learn how to optimize your social networks, the best kept secrets for hot content, top time management tools, and much more!
Watch the replay here: bit.ly/socialmedia-plan
Content personalisation is becoming more prevalent. A site, it's content and/or it's products, change dynamically according to the specific needs of the user. SEO needs to ensure we do not fall behind of this trend.
Succession “Losers”: What Happens to Executives Passed Over for the CEO Job?
By David F. Larcker, Stephen A. Miles, and Brian Tayan
Stanford Closer Look Series
Overview:
Shareholders pay considerable attention to the choice of executive selected as the new CEO whenever a change in leadership takes place. However, without an inside look at the leading candidates to assume the CEO role, it is difficult for shareholders to tell whether the board has made the correct choice. In this Closer Look, we examine CEO succession events among the largest 100 companies over a ten-year period to determine what happens to the executives who were not selected (i.e., the “succession losers”) and how they perform relative to those who were selected (the “succession winners”).
We ask:
• Are the executives selected for the CEO role really better than those passed over?
• What are the implications for understanding the labor market for executive talent?
• Are differences in performance due to operating conditions or quality of available talent?
• Are boards better at identifying CEO talent than other research generally suggests?
Each technological age has been marked by a shift in how the industrial platform enables companies to rethink their business processes and create wealth. In the talk I argue that we are limiting our view of what this next industrial/digital age can offer because of how we read, measure and through that perceive the world (how we cherry pick data). Companies are locked in metrics and quantitative measures, data that can fit into a spreadsheet. And by that they see the digital transformation merely as an efficiency tool to the fossil fuel age. But we need to stretch further…
HCLT Whitepaper: Insurance~ The market will contract not collapseHCL Technologies
The insurance market will surely contract, but it will not collapse. Consumers and companies will still require risk management - albeit, the number of buyers are fewer. Some of the now marginal mid-tier and small carriers may be acquired, or simply fail. Prices will flatten, and rate increases will be needed to raise capital, but the size will be restrained by the contracting economy. However, most insurance industry leaders think that we will be in that contraction through the first half of 2010. With that return to expansion, the industry will still be confronted with the challenges/ opportunities discussed in my last two missives - expanded demand for more sophisticated products and
the need for time-to-market agility while managing losses and expenses.
The TeamLease Industry Salary Primer - 2013valuvox
The Salary Primer is an annual compilation of temp and perm market salaries across the most relevant geographies and industries, accompanied by trends and insights which add value to hiring and talent management decisions our stakeholders make.
Temp and Perm salaries have been seen to be converging for some years now. During our course of an annual analysis of salaries we found that the margin of difference between the two is not statistically significant anymore and has, therefore, practically diminished. This meant, reporting a ‘unified’ or a single salary across the temp and perm domains is now feasible.
As the differential between temp and perm salaries pales into insignificance – ‘not significant’, as statistics puts it – we decided it is time the convergence is reported for what it is: a unified industry salary.
This report will give you an insight into how these, and much more local factors, have affected salaries and prospects for the future across all the specialisms Badenoch & Clark supports recruitment in. We’ve highlighted some of the most important trends and findings and there’s a wealth of richer and deeper insight into each of the areas in which we operate across our regional bases.
PSD Group IT & Business Change - 2013 Salary Survey & Employment Trends Report. For more information go to:
http://www.psdgroup.com/IT_Business_Change_Salary_Survey_Employment_Trends.aspx
While security servicing providers have performed well in recent years, they face anemic core growth, shifting client expectations, rising pressure on fees, and the potential for disruption. The COVID-19 pandemic and associated recession will put further pressure on the industry. In response, they must be bold in their planning and approach to service delivery.
TeamLease Employment Outlook Report: Jul - Sep 2010valuvox
TeamLease Services, one of India's largest staffing companies and a pioneer in the Indian temporary staffing industry, has mandated inTouch analytics to bring out the Employment Outlook Report once every quarter with the purpose of providing human resource policy and decision makers a forward looking tool that tracks hiring sentiments in the market. The report carries an insight into what businesses of various sizes – across the country and across industry sectors – have on their talent acquisition anvil for the immediate next three months.
Mercer Capital's Value Focus: Professional Services Industry | Mid-Year 2015Mercer Capital
Mercer Capital's Professional Services Industry newsletter provides perspective on valuation issues. Each newsletter also typically includes a macroeconomic trends, industry trends, and guideline public company metrics.
1. IT Monitor / Computer People Page 1 of 13
IT Monitor September 2011
Your monthly guide to salary and recruitment
trends in the UK IT market
This month Computer People’s IT Monitor continues to
equip candidates and hiring mangers with the IT industry’s Highlights from August:
most up to date and comprehensive salary and vacancy
trends and analysis. • Salaries steadied for permanent
whilst contractor rates soar above
The IT recruitment market seems to have ground to a halt in August as key
yearly average.
decisions are postponed until after the summer. After signs of a slightly declining
market in July, August has seen the first real set back for IT in 2011, with • Overall vacancies dive across
vacancies dropping significantly. The longevity of these declines is questionable industry as IT recruitment takes a
as salaries remain stable for permanent roles and contractor pay continues to seasonal hit.
increase significantly.
• Permanent recruitment slumps
Whilst we are still in a candidate led market, if the drop in vacancies continues as big industry holds off on
we could see a lowering of salaries and an increased tendency for candidates recruiting.
to remain in current roles rather than look for other opportunities. The number
• Contract demand increases for
of vacancies across both permanent dropped from 15,492 in July to 13,973 in
media, new media and creative
August (down 9.81%). Contractor vacancies were not as hard hit this month
vacancies.
experiencing only a slight decline (0.18%) from 6,033 to 6,022. Media, new media
and creative saw an increase in the number of vacancies to the tune of 1.45% • Public sector and telecoms
whilst banking, finance and insurance remained stable with no noted change sectors show a drop in the
from the previous month. This helped keep the aggregate number of contract number of permanent vacancies.
vacancies reasonably stable.
Despite the reduction in the number of vacancies, we are still seeing demand
for contract and permanent recruitment remain strong through the summer
months. The figures for September will be the key indicator of where the market
is headed. We anticipated a decline in the number of vacancies in August as this
is a key holiday month in the UK calendar. So it is difficult to hold much sway with
Augusts’ figures – September will prove much more telling.
Regards,
Sid Barnes, Executive Director
Computer People
sidbarnes@computerpeople.co.uk
www.computerpeople.co.uk
2. IT Monitor / Computer People Page 2 of 13
IT Monitor
Permanent vacancies drop as contractor vacancies steady
Permanent Contract
Vacancies % Change Vacancies % Change
Number of vacancies:
all sectors 13,973 -9.81% 6,022 -0.18%
In July we saw a slight increase (up 0.14%) in the number of permanent vacancies and a slight decrease (down 0.40%) in
contract vacancies. In August however the recruitment market was significantly quieter, as anticipated, as hiring was put
on hold due to the summer holiday period. We saw a 9.81% drop in the number of permanent vacancies whilst contractor
vacancies remained stable with a slight decline of 0.18%.
Sector breakdowns
As you would expect, every sector saw a reduction in the number of permanent vacancies in August. Recruitment across
most industries tends to take a dip during the summer months and over the Christmas period. Therefore the figures
presented should not ring alarm bells yet.
Decreases may appear larger than normal, particularly where the public sector is concerned. The reality is that many
industries are still tightening their belts as the market remains cautious in response to rumors predicting a double dip
recession. This, coupled with a volatile share market in the light of weak US economic data and Eurozone debt crisis, has
impacted IT over the month of August.
Permanent Contract (per hour)
Number of vacancies:
major sector Vacancies % Change Vacancies % Change
All 13,973 -9.81% 6022 -0.18%
Banking, Insurance and Finance 1,440 -7.87% 753 0.00%
Retail 666 -6.85% 87 -18.69%
Telecoms 464 -13.36% 106 -15.20%
Media, New Media and Creative 525 -16.18 140 1.45%
Public Sector 202 -21.56% 209 -7.93%
Retail
Retail saw the lowest level of decline in permanent vacancies of the main sectors covered last month, with a decline in
the number of permanent vacancies to the tune of 6.85%. Whilst this was the lowest decline recorded, it is still significant.
Contract roles saw a nose dive in the number of vacancies with a 18.69% decrease - the biggest decrease amongst
contractor vacancies within the monitored industries. Retail tends to be amongst the most affected industries when it
comes to changing seasons – in our experience retailers tend to hire a few months ahead of key seasonal promotion
www.computerpeople.co.uk
3. IT Monitor / Computer People Page 3 of 13
IT Monitor
times such as summer. In May the number of retail permanent vacancies rose by 5.80% and the number of contractor
roles by 0.90%. Retailers staffed up in May to ensure they were well equipped to handle the summer months. Similarly we
anticipate that retail will increase its workforce around October to ensure they are ready for the Christmas onslaught.
Public Sector
Public sector looks a long way from recovery at present with declines across the board in the number of vacancies. Last
month permanent salaries declined by 21.56%. This decline can be attributed to both seasonal changes and that the
government’s cuts which have now hit front line service delivery. Whilst we expect a steadying in the number of vacancies,
an overall decline is predicted for the foreseeable future. Contractor vacancies have declined by 7.93% but we predict that
contractors will become the workforce of choice for the public sector as government departments still need to operate IT
systems without the drain on budgets presented by a permanent workforce.
Telecoms
Last month telecoms experienced a significant decline in the number of vacancies across both permanent and contract
recruitment. Permanent vacancies dropped by 13.36% and contract by 15.20%. We attribute declines in this industry to the
fact that companies tend to staff up as soon as budgets are cemented and therefore requirements are usually met in early
April. However we anticipate a jump in IT security staff within the next couple of months due to recent targeted attacks on
telecoms providers.
Banking, finance and insurance
Banking, insurance and finance has been the most stable of industries to date for IT vacancies. There was a drop in the
number of permanent banking, insurance and finance vacancies last month (down 7.87%) whilst contract remained steady
with no change (0.00%). This industry is falling victim to more redundancies as a result of the US and Euro debt crisis zone
and will be cautious about recruiting too heavily in the wake of a double dip.
Media, new media and creative
In July vacancies dropped by 3.10% and last month saw a decrease of 16.18%, signalling a running decline for the industry.
Contract vacancies rose by 1.45% in line with high web developer demand and salary increases across the sector. We
anticipate that this industry will stablise towards the end of the year and is likely to increase once new budgets have been
set. This industry, like that of telecoms, is now staffing up early in line with new budgets being set in the new year.
www.computerpeople.co.uk
4. IT Monitor / Computer People Page 4 of 13
IT Monitor
Monthly salary trends
Permanent Permanent Contract Contract
% change in (Monthly) (Yearly) (Monthly) (Yearly)
permanent/contract
rates 0.09% 1.15% 5.90% 5.31%
Salaries have continued to gain momentum this month, where contractors are concerned. This rise is largely due to
seasonal requirements where business seeks to engage contractors as opposed to inheriting the longer term fixed costs
associated with the recruitment of permanent staff.
Permanent (per annum) Contract (per hour)
% Average % Average
% Average change % Average change
Job title Average change (Year-on- Average change (Year-on-
salary (Monthly) year) salary (Monthly) year)
.Net/C# £39,331 0.11% 6.68% £38 1.02% 3.29%
Java £47,909 0.09% 0.21% £47 0.40% 5.00%
Oracle £52,317 -0.01% 7.87% £49 1.60% 0.10%
SQL Server £38,375 0.06% 4.52% £39 -1.23% 7.29%
Business Intelligence £53,251 0.09% 11.64% £50 -0.30% 0.61%
Web Developer £32,609 0.01% 3.18% £35 -0.45% 10.80%
Project Manager £51,983 -0.06% 5.26% £51 0.30% 7.90%
SAP £67,259 -0.02% 4.36% £63 2.43% 5.45%
Testing £46,987 -0.09% 6.43% £41 -1.10% 1.38%
Database £40,850 0.10% 0.57% £45 -1.20% 7.20%
IT Director £76,491 0.05% 3.76% £96 3.80% 10.10%
We have seen a significant increase in salaries across most contract roles. IT directors’ salaries continue their meteoric
rise month-on-month figures by an increase of 3.8% whilst SAP increased by 2.43%. All other salaries monitored have
increased for contractors also. In the summer months contractors are usually called in to ensure project momentum
continues while permanent staff take holidays. Employers also take the opportunity of the quieter sales months of
summer to look at internal projects, including systems implementations and efficiency and effectiveness projects linked
to organisational streamlining. Where permanent roles are concerned we have seen. Net/C# developers and database
developers pay increase by 0.11% and 0.10% respectively. This is a good sign for the market as it means new projects that
require core programming are still occurring.
www.computerpeople.co.uk
5. IT Monitor / Computer People Page 5 of 13
IT Monitor
Jobs in demand
Project managers and developers with good core development skills are in demand this month. What we are seeing at
ground level is encouraging. This is largely as project managers are increasingly being recruited across sectors to manage
new and business as usual projects that must be delivered having being shelved for so long. At present what we are
seeing is a win, win situation for the IT market. If a double dip recession occurs, employers will still need to maximise
efficiency through IT reform. If there is no double dip then IT will be required to deliver shelved projects and new projects to
deliver business growth for 2012 and beyond.
Permanent Contract
Jobs in demand
Overall Developer Developer
Project Manager Analyst
Architect Business Analyst
Business Analyst Project Manager
Web Developer Software Engineer
Senior Developer Consultant
Software Engineer Architect
Administrator Designer
Java Developer Administrator
Designer Java Developer
Support Analyst Test Analyst
Banking, Insurance Developer Analyst
and Finance
Analyst Business Analyst
Business Analyst Developer
Project Manager Project Manager
Consultant Java Developer
Java Developer Test Analyst
Senior Developer Architect
Support Analyst Engineer
C# Developer Consultant
Senior Analyst Senior Analyst
www.computerpeople.co.uk
6. IT Monitor / Computer People Page 6 of 13
IT Monitor
Permanent Contract
Jobs in demand
Media, New Media Developer Developer
and Creative
Web Developer Analyst
Project Manager Project Manager
Designer Engineer
PHP Developer Designer
Consultant Business Analyst
Architect Web Developer
Business Analyst Architect
Senior Developer PHP Developer
Administrator Flash Developer
Telecommunications Developer Engineer
Consultant Analyst
Project Manager Developer
Architect Project Manager
Project Manager Consultant
Software Engineer Architect
Development Manager Business Analyst
Public Sector Manager Analyst
Analyst Developer
Developer Manager
Consultant Engineer
Engineer Consultant
Architect Project Manager
Project Manager Business Analyst
IT Monitor is developed using market intelligence from major job boards, data from all brands within the Adecco Group UK &
my salary checker .com Ireland, company websites, social networking sites, SalaryTrack, the market’s leading earnings information service and
mysalarychecker.com (www.mysalarychecker.com)
www.computerpeople.co.uk
7. IT Monitor / Computer People Page 7 of 13
IT Monitor
Salaries by region
Year-on-year salaries have risen to reflect a high demand for skilled IT professionals. Whilst August has brought some
seasonal declines in the number of vacancies across regions significant declines have not been noted in any other period.
In London we’ve seen increases in permanent staff salary across the following roles: Oracle (0.66%), testers (0.71%) and
web developers (0.65%). .Net pay declined slightly by 0.17%. As a whole, permanent salaries have increased in London by
marginal amounts to £49,746 in July and to £49,760 in August. This month contractor roles have seen some huge rises
with web developer rates increasing by 11.70% and project managers by 8.32%.
In Scotland we have seen stability in both permanent and contract salaries and we anticipate this to remain stable. A
positive sign in the Scottish market is that, year-on-year, permanent salaries have increased on average across the board
by 5.23% whilst contract pay has risen year-on-year by 4.05%.
Taking into consideration all of the impacting variables in August, such as holiday period, negative press around a double
dip recession, the US and Eurozone debt crises and general economic uncertainty, the IT market has faired quite well.
Whilst we have seen a drop in vacancies, salaries remained strong which is an indication that demand is still high.
September will be the proof in the pudding, as everyone is truly back in a full working month. For most, we expect
vacancies to bounce back and salaries to continue to build. If not, then a lack of confidence could be impacting the market
more than any other variable to date.
www.computerpeople.co.uk
8. IT Monitor / Computer People Page 8 of 13
IT Monitor
Salaries by region
Permanent Contract
London Average % Change % Change Average % Change % Change
Salary (Monthly) (Yearly) hourly rate (Monthly) (Yearly)
.Net £50,950 -0.17% 7.18% £45 1.02% 3.05%
Java £58,293 -0.07% 0.71% £56 0.81% 5.81%
Oracle £59,176 0.66% 5.81% £50 0.29% 0.25%
SQL Server £46,265 0.47% 3.91% £45 1.02% 7.68%
Business Intelligence £64,959 0.22% 11.51% £54 -0.39% 0.67%
Web Developer £38,546 0.65% 3.32% £38 0.24% 11.70%
Project Manager £58,834 0.43% 5.57% £55 -0.40% 8.32%
SAP £67,596 0.35% 4.68% £65 0.67% 5.56%
Testing £54,188 0.71% 6.72% £45 1.05% 1.34%
Database £45,938 -0.02% 0.96% £47 -0.85% 7.51%
CIO £89,406 0.33% 0.21% - - -
IT Director £70,457 0.31% 5.89% £119 -0.39% 10.64%
Permanent Contract
South East Average % Change % Change Average % Change % Change
Salary (Monthly) (Yearly) hourly rate (Monthly) (Yearly)
.Net £37,844 0.45% 5.21% £35 -1.18% 2.64%
Java £40,339 -0.19% 0.53% £43 0.03% 6.16%
Oracle £46,163 0.85% 5.26% £43 -0.23% 1.17%
SQL Server £37,565 1.05% 3.23% £39 1.27% 4.76%
Business Intelligence £49,389 -0.03% 10.20% £53 0.56% 1.60%
Web Developer £33,198 1.07% 3.66% £32 -1.28% 8.33%
Project Manager £50,063 -0.03% 5.36% £44 0.14% 7.91%
SAP £59,466 0.43% 4.95% £57 0.72% 5.19%
Testing £55,834 0.56% 7.49% £31 1.49% 3.23%
Database £42,195 0.54% 1.58% £35 0.13% 4.24%
CIO - - - - - -
IT Director - - - - - -
www.computerpeople.co.uk
9. IT Monitor / Computer People Page 9 of 13
IT Monitor
Salaries by region
Permanent Contract
South West Average % Change % Change Average % Change % Change
Salary (Monthly) (Yearly) hourly rate (Monthly) (Yearly)
.Net £33,885 -0.10% 5.60% £34 0.41% 3.29%
Java £36,524 0.08% 1.74% £37 0.91% 3.29%
Oracle £45,782 0.34% 5.18% £51 0.84% 1.22%
SQL Server £35,245 0.35% 3.93% £32 0.48% 4.71%
Business Intelligence £37,945 0.23% 8.20% £45 0.86% 1.30%
Web Developer £29,540 0.12% 3.20% £25 0.76% 8.63%
Project Manager £45,918 0.86% 4.98% £48 0.27% 6.79%
SAP £72,051 0.35% 4.50% £55 0.84% 4.20%
Testing - - - £34 -0.71% 2.11%
Database £33,621 0.48% 2.03% £26 1.33% 8.13%
CIO - - - - - -
IT Director - - - - - -
Permanent Contract
East Midlands Average % Change % Change Average % Change % Change
Salary (Monthly) (Yearly) hourly rate (Monthly) (Yearly)
.Net £32,649 0.23% 2.46% £24 -1.77% 3.32%
Java £36,165 -0.03% 2.09% £37 -0.04% 6.28%
Oracle £44,743 0.07% 5.23% £37 -0.92% 2.06%
SQL Server £33,348 0.83% 3.73% £31 -0.57% 5.70%
Business Intelligence £30,368 0.01% 4.27% £45 0.75% 1.65%
Web Developer £29,250 0.02% 1.63% £19 -1.90% 5.07%
Project Manager £43,905 -0.05% 4.97% £51 0.50% 6.93%
SAP £62,701 0.04% 4.53% £50 -0.37% 4.19%
Testing £39,530 0.21% 5.79% £35 -0.01% 1.39%
Database £43,133 0.72% 0.72% £30 1.62% 3.37%
CIO - - - - - -
IT Director - - - - - -
www.computerpeople.co.uk
10. IT Monitor / Computer People Page 10 of 13
IT Monitor
Salaries by region
Permanent Contract
West Midlands Average % Change % Change Average % Change % Change
Salary (Monthly) (Yearly) hourly rate (Monthly) (Yearly)
.Net £35,909 0.88% 6.53% £38 -0.44% 2.19%
Java £41,647 0.28% 1.28% £39 0.77% 6.03%
Oracle £42,001 0.67% 6.25% £38 -0.98% 0.43%
SQL Server £34,952 0.24% 6.69% £38 -0.88% 6.73%
Business Intelligence £45,523 -0.19% 10.58% £49 0.81% 0.64%
Web Developer £31,077 1.28% 2.81% £35 -0.12% 8.44%
Project Manager £45,396 -0.10% 6.04% £41 -0.98% 7.72%
SAP - - - £51 0.40% 4.16%
Testing - - - £35 -0.50% 1.36%
Database £40,469 0.69% 0.64% £31 1.48% 7.21%
CIO - - - - - -
IT Director - - - - - -
Permanent Contract
East of England Average % Change % Change Average % Change % Change
Salary (Monthly) (Yearly) hourly rate (Monthly) (Yearly)
.Net £36,823 0.79% 5.44% £32 1.38% 3.38%
Java £39,951 0.72% 1.09% £38 0.92% 4.85%
Oracle £45,363 0.51% 7.52% £48 -0.17% 0.32%
SQL Server £37,585 0.85% 4.38% £31 -1.07% 7.70%
Business Intelligence £28,296 -0.11% 9.42% £45 0.64% 3.51%
Web Developer £30,194 0.13% 4.15% £25 -1.49% 8.52%
Project Manager £47,197 0.54% 5.59% £43 -0.92% 5.07%
SAP £67,848 0.05% 4.12% £57 0.09% 2.19%
Testing £40,230 0.50% 5.28% £31 1.17% 1.30%
Database £39,958 0.19% 1.57% £27 -0.47% 6.29%
CIO - - - - - -
IT Director - - - - - -
www.computerpeople.co.uk
11. IT Monitor / Computer People Page 11 of 13
IT Monitor
Salaries by region
Permanent Contract
Yorkshire and Average % Change % Change Average % Change % Change
Humberside Salary (Monthly) (Yearly) hourly rate (Monthly) (Yearly)
.Net £34,728 0.18% 6.58% £34 0.96% 3.27%
Java £38,020 1.01% 1.45% £39 0.41% 4.80%
Oracle £40,020 -0.12% 5.58% £43 0.19% 2.26%
SQL Server £35,592 1.07% 4.75% £29 -1.40% 4.84%
Business Intelligence £36,395 0.63% 9.05% £42 -0.58% 0.56%
Web Developer £29,152 1.26% 3.30% £30 1.60% 7.78%
Project Manager £44,522 0.04% 5.87% £43 -1.06% 5.84%
SAP £53,517 -0.12% 3.36% £55 -0.63% 3.26%
Testing £30,725 0.21% 4.64% £33 0.19% 2.28%
Database £36,749 1.05% 2.88% £26 1.55% 5.24%
CIO - - - - - -
IT Director - - - - - -
Permanent Contract
North West Average % Change % Change Average % Change % Change
Salary (Monthly) (Yearly) hourly rate (Monthly) (Yearly)
.Net £34,911 0.30% 6.72% £34 1.17% 2.31%
Java £37,538 0.47% 1.46% £38 0.86% 5.96%
Oracle £40,410 0.06% 5.69% £43 -0.78% 0.12%
SQL Server £35,959 0.97% 4.93% £30 -0.93% 6.73%
Business Intelligence £36,377 0.15% 9.24% £42 0.66% 0.70%
Web Developer £28,586 0.55% 3.34% £28 -0.78% 8.33%
Project Manager £44,270 0.34% 6.01% £45 0.53% 7.92%
SAP £54,025 0.35% 3.60% £55 0.75% 4.10%
Testing £30,972 0.30% 4.59% £34 0.83% 1.44%
Database £36,585 0.44% 2.91% £26 -0.41% 7.26%
CIO - - - - - -
IT Director - - - - - -
www.computerpeople.co.uk
12. IT Monitor / Computer People Page 12 of 13
IT Monitor
Salaries by region
Permanent Contract
North East Average % Change % Change Average % Change % Change
Salary (Monthly) (Yearly) hourly rate (Monthly) (Yearly)
.Net £34,976 0.55% 6.66% £34 0.79% 3.27%
Java £37,908 0.60% 1.42% £37 -0.50% 6.18%
Oracle £40,922 0.38% 5.69% £44 1.07% 2.10%
SQL Server £35,479 0.69% 4.92% £30 1.49% 5.67%
Business Intelligence £36,293 0.73% 9.01% £42 -0.02% 1.74%
Web Developer £29,199 0.98% 3.41% £29 -0.48% 5.17%
Project Manager £44,393 0.40% 5.86% £43 -0.09% 6.92%
SAP £53,481 0.09% 3.53% £55 0.82% 4.18%
Testing £30,839 -0.16% 4.61% £34 -1.30% 1.35%
Database £36,384 0.90% 3.04% £25 -0.10% 3.23%
CIO - - - - - -
IT Director - - - - - -
Permanent Contract
Scotland Average % Change % Change Average % Change % Change
Salary (Monthly) (Yearly) hourly rate (Monthly) (Yearly)
.Net £35,704 1.12% 4.76% £34 0.83% 3.27%
Java £35,842 0.60% 1.32% £38 -1.08% 4.85%
Oracle £40,695 -0.17% 7.26% £38 -0.80% 2.32%
SQL Server £35,596 0.92% 4.33% £30 0.46% 4.83%
Business Intelligence £50,533 0.15% 10.54% £40 -0.16% 0.69%
Web Developer £33,955 0.43% 3.98% £24 -1.56% 7.58%
Project Manager £39,093 0.82% 5.35% £43 -0.18% 6.06%
SAP £45,834 0.37% 0.07% £49 -0.75% 3.23%
Testing - - - £35 1.15% 2.44%
Database £39,974 0.46% 4.27% £31 0.03% 5.25%
CIO - - - - - -
IT Director - - - - - -
www.computerpeople.co.uk
13. IT Monitor / Computer People Page 13 of 13
IT Monitor
Salaries by region
Permanent Contract
Wales Average % Change % Change Average % Change % Change
Salary (Monthly) (Yearly) hourly rate (Monthly) (Yearly)
.Net £34,372 1.08% 7.21% £35 0.03% 3.53%
Java £31,920 0.43% 0.56% £38 -0.45% 4.69%
Oracle £44,340 -0.12% 8.92% £37 -0.40% 2.14%
SQL Server £34,374 1.07% 5.03% £30 1.56% 2.83%
Business Intelligence - - - £40 -0.88% 1.65%
Web Developer £29,365 0.13% 2.66% £24 -0.74% 3.67%
Project Manager £44,095 0.47% 3.91% £45 0.86% 4.75%
SAP - - - £50 0.89% 2.16%
Testing - - - £32 0.29% 2.32%
Database £30,345 -0.08% 3.44% £25 0.16% 4.13%
CIO - - - - - -
IT Director - - - - - -
It’s all about you
Work with Computer People and you will be working with genuine people dedicated to helping you achieve your career heights and realise your full potential. Help us
understand your real career goals and we’ll use our energy, commitment and know-how to seek out career opportunities on your behalf. As an employer, you’ll find that we get
a real buzz from helping businesses thrive and prosper by sourcing the right people with the right skills and attitude to propel your business to new heights. And because we
focus on building strong relationships with jobseekers, we can move quickly to help you find the right talent. We understand fully the dramatic effect we can have on your future,
your life and your business. Because you really matter to us.
www.computerpeople.co.uk