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.
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.
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Offshore Insights in its recent eight quarter study of Top Indian Vendors did a qualitative analysis of their current standing based on the size of accounts they added during this period, as well as predicted what lies ahead for them in coming 12-18 months.
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During the past three months, Davis Langdon’s Construction Sentiment Index
improved 5 points to reach 64 – indicating that sentiment is continuing to improve.
We hope the findings of this interim update are insightful for you and we look forward to
keeping you up to date with new results again in December 2009.
Key Findings
• Stimulus impacts on more than half
• Staffing levels on the increase
• Sentiment continues to improve
• Finance squeeze – still our greatest problem
Entrepreneurship: Flourishing in tough conditionsRegus
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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.
Offshore Insights in its recent eight quarter study of Top Indian Vendors did a qualitative analysis of their current standing based on the size of accounts they added during this period, as well as predicted what lies ahead for them in coming 12-18 months.
Life, Pensions, and Investments: What do you want to be famous for? Becoming ...Accenture Insurance
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Travel and entertainment expense spending is an important growth strategy for companies of every size. While these investments can lead to new business and new opportunity, maximizing every dollar spent also requires a disciplined approach to the often-complex T&E expense reporting and reimbursement process. Now, the latest webinar from IMA and Certify will show you how companies like yours are reducing overhead processing costs and streamlining workflow to quickly deliver a full return on their investment in automation. You’ll also hear from an accounting professional who recently replaced a spreadsheet-based manual process with an automated T&E system.
During the past three months, Davis Langdon’s Construction Sentiment Index
improved 5 points to reach 64 – indicating that sentiment is continuing to improve.
We hope the findings of this interim update are insightful for you and we look forward to
keeping you up to date with new results again in December 2009.
Key Findings
• Stimulus impacts on more than half
• Staffing levels on the increase
• Sentiment continues to improve
• Finance squeeze – still our greatest problem
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There has been a 40% increase in demand for HR project leads in the interim space; candidates that have experience working across a number of client groups, and those that specialize in HR restructures and organisational change have been highly sought after.
ADJUSTING TO THE CHANGING MARKET
Good News!
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Our market update from Q4 last year painted a positive picture for 2015, with many hiring managers looking to capitalize on the continued increase in market confidence and increase headcount this year. Whilst I believe that this is still the case, we have seen a much slower start to permanent recruitment than anticipated, with many hiring managers having to wait for budgetary sign-off on permanent headcount. The outlook however remains positive with hiring managers who would have liked to have hired in Q1 now looking to Q2 to fulfill their resourcing needs. This delay has however resulted in the contracting market remaining strong.
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
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.
#FIRMday Manchester 25th Sept 2019 - TribePad: Contract v Perm – How to consi...Emma Mirrington
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CP IT Monitor June 2011
1. IT Monitor / Computer People Page 1 of 14
IT Monitor June 2011
Your monthly guide to salary and recruitment
trends in the UK IT market
This month Computer People continues to equip
candidates and hiring mangers with the IT industry’s most Highlights from this month’s results:
up to date and comprehensive salary and vacancy trends
and analysis. • Across the board increases in
salaries for both permanent and
The contractor market had a strong month last month as salaries continue
contractors.
to increase along with the number of vacancies. As expected, the demand
for contractors has not waivered but continues to gain steady pace. We are • The number of permanent
seeing a shift in the market from permanent vacancies to contract vacancies- vacancies dropped slightly whilst
approximately 50% of permanent jobs are turning to contractor opportunities contractor vacancies rose.
after six to eight weeks of being vacant. There is a greater confidence in the
• Increases in salaries for
market to resource vacancies with contractors as this doesn’t impact employers
permanent staff are slowing
fixed costs going forward. We are also noticing that clients prefer to resource
whilst contractors’ rates appear
new projects with people who already have the skills and track record, without
to still be rising.
the commitment associated with permanent hiring and having to engage in a
lengthy recruitment process. Because of this movement we are noticing that • The number of permanent retail
permanent candidates are receiving multiple offers, counter offers and are also vacancies increased dramatically.
declining roles because they can afford to be selective.
• Developers remained the most
What the market needs to do at this stage to ensure that the positive steps “in demand” role across all
towards recovery are continued is to gain more confidence. It’s about sectors, whilst a clear focus on
organisations concentrating on performance improvement rather than cost project managers and business
cutting. This means that increasing resources to drive business strategy forward analysts is evident.
is the best chance many organisations have at returning to pre recession
performance levels.
Regards,
Sid Barnes, Executive Director
Computer People
sidbarnes@computerpeople.co.uk
www.computerpeople.co.uk
2. IT Monitor / Computer People Page 2 of 14
IT Monitor
Vacancy pattern continues
We continue to see similar patterns to previous month’s results as there has been little change in the overall number of
vacancies across all sectors, maintaining a stabilisation of the IT employment market for the interim. There were 15,543
unique permanent IT vacancies in April compared to 15,497 in May and 6,031 unique contractor vacancies reported in April
and 6,053 recorded in May.
A slight decline in the number of permanent vacancies of 0.30% compared to a 0.36% rise in contractor vacancies shows
a minor shift from the prior month, and a consistency in results over the past four months. The two month consistent fall
in the number of permanent vacancies is a point of focus, if this does continue it may represent a decline in demand
for permanent staff. This emerging trend isn’t far off where we thought the economy would be at this stage of recovery.
As uncertainty remains hiring managers will continue to fill vacancies with contractors, rather than making long term
commitments to the employment of permanent staff. The good news here is that qualified candidates are more likely to
find themselves in a position where they have options for their next career move and, in some cases, may find themselves
with multiple job offers.
Permanent Contract
Vacancies % Change Vacancies % Change
Number of vacancies:
all sectors 15,497 0.30% 6,053 0.36%
We expect the number of contract vacancies to remain strong, but we continue to be mindful that consistent decreases
in the number of permanent vacancies across all sectors may increase pressure on organisations to hold onto existing
permanent staff with the right skill sets.
Sector breakdowns
Retail
In May the retail sector showed the highest level of demand for IT staff as it was the only industry to grow in the number
of vacancies of permanent staff. The sector experienced growth of 5.08% in the number of permanent vacancies month-
on-month and 0.90% increase in the number of contractor vacancies month-on-month. Buoyancy in the sector is in
line with seasonal trends. As the summer months approach retail organisations tend to see higher levels of consumer
spending and therefore a high demand is placed on their IT systems and support staff to maintain service levels. Also as
the London 2012 Olympics is only a year away, many organisations are looking to upgrade systems and implement IT
projects to ensure they can cope with and capitalise on the influx of tourism associated with the games. Another key driver
of increases in the number of retail vacancies is that whilst many people are looking forward to summer holidays, most
retailers are preparing for Christmas and planning to make the most of seasonal promotion.
Within the retail sector we are seeing organisations cotton on to the fact that at some point they have to stop cost cutting
and start investing for growth. Over the past 18 months we have seen many organisations cut costs to artificially inflate
their business results; however there comes a time when all organisations realise that there is simply no more to cut. It
appears retail has reached this stage and is beginning to focus on sales strategy to increase performance.
www.computerpeople.co.uk
3. IT Monitor / Computer People Page 3 of 14
IT Monitor
Public Sector
It has been an interesting couple of months for public sector recruitment. In April we saw unanticipated growth in permanent
vacancies. This month the sector has taken a sharp dive with a 13.79% drop in the number of permanent vacancies. However
an 8.94% increase in the number of contractor vacancies was recorded in May. Last month’s vacancy trends showed
that when we offset the fall in public sector permanent vacancies by the increase in contractor vacancies we’re seeing a
percentage decrease of approximately 4.85% overall. Permanent vacancies in the public sector have become difficult to fill as
candidates grow increasingly uncertain about staying in or entering the sector due to recent cuts. Therefore a conversion of
roles from permanent to contract accounts for a large portion of the shift. Traditionally the public sector has always been wary
of increasing the number of permanent staff as this adds to fixed costs. This is why contractors are a preferred IT resource. The
public sector seems willing to compromise on higher costs of contractors in the interim as they provide flexibility. The benefit of
hiring contractors is that they can be used for specific contracts and at the end of the contract they can move on. Permanent
recruitment in the public sector by contrast is a long process often involving lengthy periods of justification.
In April we saw a sharp rise in the number of permanent vacancies within the sector. This is largely attributed to 2011 budgets
going live, and many hiring managers advertising any critical vacancies early in the hopes of filling them quickly with the best
available talent. Going forward we predict that there will be fewer permanent vacancies and a steady stream of contract
vacancies as hiring managers choose to recruit flexible resources.
Telecoms
In May we saw the number of permanent telecoms vacancies increase significantly. However last month permanent vacancies
appear to have dropped whilst contractor vacancies continue to rise sharply. Telecoms permanent vacancies dropped by
3.18% whilst contractor vacancies rose with a 12.39% surge. This decrease in the number of permanent vacancies is in line
with our predictions as the sector is amongst the first to market when recruiting talent. Whilst the number of vacancies should
begin to steady over the coming months as roles are filled, there is an expectation that contractors will remain high in demand
for new and emerging projects as new technologies emerge.
Banking, finance and insurance
It is much the same scenario in the banking, finance and insurance sector. The number of permanent vacancies reduced this
month by 2.86% whilst the number of contractor vacancies has increased by 2.37%. This sector still has the highest number
of vacancies for both permanent and contractor candidates. Recovery in banking, finance and insurance typically starts first.
The sector is the first to cut resources and the first to staff up. Many companies have already filled key permanent positions
and are now switching to contractors, to get the flexibility in staffing required to implement key projects. As the sector is at the
forefront of resourcing they would have anticipated that supply and demand would get to a point where it would become
more difficult to hire permanent staff so they recruited permanent staff early.
Media, new media and creative
Media, new media and creative vacancies continue to decrease this month with an overall decrease in permanent vacancies
of 0.88% and 1.90% for contractor vacancies. Again we see that demand within the sector is still high compared to other
sectors. In terms of the number of vacancies the sector has stabilised in requirements for permanent staff as they had an early
recruitment surge. The sector varies month-on-month in terms of contractor vacancies simply due to the short term contracts
that are available. Typically contract positions and projects within this industry only last for a few weeks compared to other
sectors and therefore there are very different requirements month on month. This is less of a trend and more an anticipated
set of fluctuations in requirements due to project durations.
www.computerpeople.co.uk
4. IT Monitor / Computer People Page 4 of 14
IT Monitor
Permanent Contract (per hour)
Number of vacancies:
major sector Vacancies % Change Vacancies % Change
Banking, Insurance and Finance 1,565 -2.86% 776 2.37%
Retail 683 5.08% 112 0.90%
Telecoms 548 -3.18% 131 12.93%
Media, New Media and Creative 679 -0.88% 155 -1.90%
Public Sector 275 -13.79% 256 8.94%
Monthly salary trends
Salaries maintain an upward momentum, but at a slower rate of growth in May. We saw a fifth consecutive month of
consistent increases across the industry. This shows us that employers are raising salaries in line with demand. We are
seeing permanent salaries slowing, with only a 0.08% increase in May. Contractor pay rates have slowed but less than
permanent at an increase of 1.17% month-on-month. A slowing of salary increases may mean that we will see the war for
talent cool off in the coming months. The average salary across all monitored roles (.Net / C#, Java, Oracle, SQL server,
business intelligence, web developer, project manager, SAP, testing, database, IT director) equates to an industry wide
average of £49,762 and an average industry wide hourly rate of £50/hr.
The market remains candidate dominated despite a small shift in the number of vacancies. What we are seeing is that
employers are coming to the table willing to pay for candidates who have the right skills fit, cultural values, strategic
mentality and commercial focus.
Permanent Permanent Contract Contract
% change in (Monthly) (Yearly) (Monthly) (Yearly)
permanent/contract
rates 0.08% 6.10% 1.17% 5.45%
We are seeing salaries for permanent staff slow month-on-month across the IT industry. The biggest increases are for .NET
/ C# and SQL Server at 0.10%. In comparison to year-on-year increases the month-on-month changes are insignificant.
Business intelligence has particularly slowed this month with only a slight rise of 0.8%, compared to an increase of 11.28%
for the year. Whilst salaries continue to increase for those specialising in Oracle, Java, and .Net/C #, we have seen a slight
month-on-month salary decline for web developers (0.04%), testing staff (0.09%) and database developers (0.05%).
The permanent salary movements are contrary to rises on the contractor side with month-on-month salaries for interim IT
directors rising by 3.80% and SAP practitioners rising by 2.43%. This is a significant rise considering over the past year the
total rise in SAP was 5.45%. The most significant monthly rise is for Oracle practitioners, salaries rose by 1.60% compared
to an annual rise of only 0.10%. Other notable decreases month-on-month for the contractor side are testing (1.10%) and
database developers (1.20%).
www.computerpeople.co.uk
5. IT Monitor / Computer People Page 5 of 14
IT Monitor
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# £39,338 0.10% 6.63% £38 1.02% 3.29%
Java £47,887 0.04% 0.20% £47 0.40% 5.00%
Oracle £52,312 0.03% 7.66% £49 1.60% 0.10%
SQL Server £38,384 0.10% 4.32% £39 -1.23% 7.29%
Business Intelligence £53,214 0.08% 11.28% £50 -0.30% 0.61%
Web Developer £32,647 -0.04% 3.13% £35 -0.45% 10.80%
Project Manager £52,036 0.01% 5.11% £51 0.30% 7.90%
SAP £67,299 0.05% 4.16% £63 2.43% 5.45%
Testing £47,109 -0.09% 6.22% £41 -1.10% 1.38%
Database £40,764 -0.05% 0.55% £45 -1.20% 7.20%
IT Director £76,400 0.02% 3.68% £96 3.80% 10.10%
Jobs in demand
Developers, engineers, analysts and managers top the “in demand” table for permanent and contract across sectors. We
are seeing a clear increase in the supply of skills outside of core development. Fewer people are getting into development
and are going down the track of business and commercially focused IT roles such as project management and solutions
architecture. Twenty years ago we saw a base IT skill boom. There was an abundance of programmers, who spent their
days coding and were paid well for their efforts. These people are now retiring and not being replaced. This will eventually
cause a skill shortage. This is why we are seeing an increasing number of organisations engaging in large scale gradutate
recruitment initiatives to try and plan longer term for their work force. This new generation of programmer will be the
application developers of the future.
The public sector appears to be reeling from a shortage of managers and business analysts as a result of the cuts. This
supports the theory that short term cuts do not necessarily mean long term relief. The hard and fast fact is that, in order
for organisations to continue to drive strategy forward, they need managers and commercially focused IT staff.
Project managers continue to be in demand, as they are needed to drive a new generation of projects forward.
Consultants appear to be making their way up the in demand list; this is interesting considering that many organisations
cut expenditure on consultants in the wake of the recession. Consultants are now being re-engaged as businesses look for
someone outside of the business to analyse internal operations and help improve efficiency by revising strategy. The use
of consultants is usually aligned with new project implementations, and we are seeing a lot of internal efficiency projects
emerging in line with business intelligence.
www.computerpeople.co.uk
6. IT Monitor / Computer People Page 6 of 14
IT Monitor
We’re seeing continued focus on the core development languages as well as project managers and analysts. Candidates
are best positioned if they focus their skill development on new technologies as well as commercial skills.
Permanent Contract
Jobs in demand
IT Industry 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
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 14
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
Salaries by region
Permanent and contractor pay year-on-year seems to be maintaining momentum across the UK as all roles across all
regions has increased. However it appears that rises are much less monthly which indicates an overall slowing in the
rate of salaries rises. Pay continued to increase for both permanent and contractor roles last month and annually on
average for the majority of regions maintaining that there is still a high demand for developers across the UK. Pay has also
www.computerpeople.co.uk
8. IT Monitor / Computer People Page 8 of 14
IT Monitor
increased for permanent project managers in all regions.
In London SQL permanent pay has increased month-on-month by 0.68% whilst business intelligence pay continues
to increase but at a slowing rate for permanent by 0.26% last month and 11.31% in comparison to last year. Project
management pay has also risen substantially of late, with a month-on-month increase of 0.56% for permanent staff and
0.17% for contractors. We have seen a decrease in web development pay month-on-month for permanent staff of 0.12%
compared to an annual increase of 3.17%. These results, consistent with last month, are painting a picture about what
skills hiring managers are looking for in the capital. Java, SQL server and IT Directors salaries have all decreased month-
on-month for permanent staff, where annual salaries have increased.
In the South East pay for Oracle has decreased by 0.2% month-on-month compared to a 5.02% rise annually. Java,
testing and database coding have all dropped month-on-month despite annual increases, which signifies a slowing in
demand in these disciplines within the South East.
In the South West contract salaries for Java have decreased month-on-month despite 3.19% increase annually. The same
pattern has emerged for web development where a significant dip in salaries month-on-month of 1.98% compared to a
8.73% annual increase.
In the East Midlands contractor salaries have dropped month-on-month besides a couple of disciplines, those disciplines
that have increased have been by small amounts, showing that contractor demand is slipping in the region.
In the West Midlands, contractor salaries overall are on the rise, with core coding languages appearing to be in high
demand positively impacting salaries within the region. Despite this, on the permanent side Oracle has decreased
monthly by 0.5% compared to an annual rise of 6.40%. Web development on the contractor side has decreased by 0.1%
month-on-month despite an 8.39% annual increase.
In contrast to the Midlands, in the East of England contractor salaries have decreased for testing (1.54%), database (1.01%)
and SQL (1.39%).
Whilst BI roles in Yorkshire and Humberside have increased YOY (8.76%) they have dropped in the last month,
signalling, in that organisations need to focus on selling themselves, the culture of their organisation and their overall
brand. Yorkshire and Humberside have seen a surge in business intelligence on the permanent side with an 8.76%
rise compared to last year. However like other regions, contractor salaries month-on-month have decreased in most
compared to across the board salary increases YOY.
In the North West contractor salaries have decreased month-on-month compared to overall increases in annual salaries.
Web development dropped by 1.76% last month whilst annually they increased at 5.16%. Typically demand for contractors
in the region is not high and there is not a great deal of opportunity, especially on the contractor side. Therefore the lack
of demand impacts on pay for those seeking contract employment.
In the North East, salaries have risen for contractors overall with project managers salaries increasing by 0.93%, .Net
0.87% and Java 0.81%.
In Scotland demand is shifting from contract to permanent roles for web developers with contract roles decreasing by
0.1% and permanent increasing by 1.00%
In Wales contractor pay for .Net has risen by 1.27% to £34 per hour and Java has similarly increased by 1.26% to £38.
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IT Monitor
Salaries by region
Permanent Contract
London Average % Change % Change Average % Change % Change
Salary (Monthly) (Yearly) hourly rate (Monthly) (Yearly)
.Net £50,575 0.26% 6.95% £44 0.76% 3.26%
Java £58,155 0.42% 0.31% £56 -0.33% 5.96%
Oracle £58,443 0.16% 5.47% £50 0.38% 0.17%
SQL Server £45,638 0.64% 3.83% £45 -0.33% 7.73%
Business Intelligence £64,298 0.26% 11.31% £55 -0.44% 0.60%
Web Developer £38,109 -0.12% 3.17% £38 0.30% 11.65%
Project Manager £58,511 0.56% 5.38% £55 0.17% 8.18%
SAP £67,475 0.48% 4.31% £65 -0.48% 5.59%
Testing £53,802 0.16% 6.43% £44 0.94% 1.36%
Database £45,883 0.77% 0.77% £47 0.53% 7.55%
CIO £88,627 0.03% 0.04% - - -
IT Director £70,137 0.28% 5.63% £120 -0.37% 10.76%
Permanent Contract
South East Average % Change % Change Average % Change % Change
Salary (Monthly) (Yearly) hourly rate (Monthly) (Yearly)
.Net £37,404 0.48% 4.92% £36 -1.04% 2.74%
Java £40,133 0.81% 0.25% £43 -0.83% 6.27%
Oracle £45,611 -0.02% 5.02% £43 0.51% 1.17%
SQL Server £36,725 1.02% 3.05% £38 0.98% 4.86%
Business Intelligence £48,797 0.27% 9.98% £53 0.59% 1.60%
Web Developer £32,793 1.18% 3.38% £31 1.19% 8.31%
Project Manager £49,785 0.64% 5.06% £44 0.83% 7.76%
SAP £58,968 0.32% 4.59% £56 0.87% 5.17%
Testing £55,272 0.49% 7.24% £31 -1.23% 3.14%
Database £41,556 0.91% 1.44% £35 -1.09% 4.24%
CIO - - - - - -
IT Director - - - - - -
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IT Monitor
Salaries by region
Permanent Contract
South West Average % Change % Change Average % Change % Change
Salary (Monthly) (Yearly) hourly rate (Monthly) (Yearly)
.Net £33,699 0.17% 5.35% £34 0.39% 3.23%
Java £36,016 0.41% 1.35% £37 -0.59% 3.19%
Oracle £45,399 0.39% 4.96% £50 0.57% 1.27%
SQL Server £34,886 0.63% 3.82% £31 0.39% 4.74%
Business Intelligence £37,703 0.35% 7.94% £45 -0.11% 1.19%
Web Developer £29,345 0.58% 3.03% £25 -1.98% 8.73%
Project Manager £45,481 0.24% 4.67% £47 0.89% 6.73%
SAP £71,123 0.19% 4.14% £55 -0.25% 4.13%
Testing - - - £35 0.51% 2.21%
Database £33,117 -0.01% 1.66% £25 1.00% 8.17%
CIO - - - - - -
IT Director - - - - - -
Permanent Contract
East Midlands Average % Change % Change Average % Change % Change
Salary (Monthly) (Yearly) hourly rate (Monthly) (Yearly)
.Net £32,552 0.00% 2.20% £25 -1.63% 3.28%
Java £35,426 1.10% 1.88% £38 -0.94% 6.17%
Oracle £44,476 0.79% 5.08% £38 -0.94% 2.05%
SQL Server £32,650 -0.16% 3.45% £31 0.30% 5.73%
Business Intelligence £29,887 1.12% 4.03% £45 0.39% 1.64%
Web Developer £28,881 0.80% 1.43% £20 -1.76% 5.16%
Project Manager £43,503 0.11% 4.70% £50 0.00% 6.88%
SAP £62,671 0.50% 4.35% £50 -0.71% 4.12%
Testing £39,123 0.31% 5.45% £35 -0.46% 1.39%
Database £42,541 -0.23% 0.32% £30 -0.83% 3.33%
CIO - - - - - -
IT Director - - - - - -
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Salaries by region
Permanent Contract
West Midlands Average % Change % Change Average % Change % Change
Salary (Monthly) (Yearly) hourly rate (Monthly) (Yearly)
.Net £41,130 0.62% 1.12% £38 0.87% 2.25%
Java £41,666 0.49% 6.04% £38 0.81% 5.96%
Oracle £34,850 -0.05% 6.40% £38 0.84% 0.24%
SQL Server £45,287 0.47% 10.30% £38 0.12% 6.79%
Business Intelligence £30,175 0.82% 2.52% £48 0.96% 0.72%
Web Developer £44,907 0.85% 5.85% £35 -0.01% 8.39%
Project Manager - - - £41 0.93% 7.87%
SAP - - - £50 0.61% 4.16%
Testing £39,651 -0.14% 0.32% £35 0.40% 1.45%
Database £41,130 0.62% 1.12% £30 1.64% 7.32%
CIO - - - - - -
IT Director - - - - - -
Permanent Contract
East of England Average % Change % Change Average % Change % Change
Salary (Monthly) (Yearly) hourly rate (Monthly) (Yearly)
.Net £36,383 0.74% 5.22% £31 0.96% 3.27%
Java £39,479 0.69% 0.83% £38 0.74% 4.83%
Oracle £45,149 0.89% 7.20% £47 0.48% 0.31%
SQL Server £37,227 0.07% 4.18% £31 -1.39% 7.73%
Business Intelligence £27,853 0.39% 9.16% £45 -0.83% 3.68%
Web Developer £29,961 -0.14% 3.74% £25 0.58% 8.51%
Project Manager £46,870 0.22% 5.38% £44 0.14% 4.97%
SAP £67,362 0.17% 3.91% £56 -0.19% 2.22%
Testing £39,914 0.82% 5.14% £32 -1.54% 1.38%
Database £39,682 0.43% 1.32% £28 -1.01% 6.27%
CIO - - - - - -
IT Director - - - - - -
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Salaries by region
Permanent Contract
Yorkshire and Average % Change % Change Average % Change % Change
Humberside Salary (Monthly) (Yearly) hourly rate (Monthly) (Yearly)
.Net £34,231 0.21% 6.37% £34 0.83% 3.31%
Java £37,064 -0.26% 1.19% £38 0.16% 4.86%
Oracle £40,164 0.14% 5.34% £43 -0.33% 2.14%
SQL Server £34,980 0.49% 4.52% £30 -0.32% 4.74%
Business Intelligence £35,766 -0.13% 8.76% £42 -0.68% 0.62%
Web Developer £28,312 0.90% 3.03% £29 -1.43% 7.72%
Project Manager £43,994 0.86% 5.57% £44 0.61% 5.91%
SAP £53,245 -0.10% 3.21% £55 -0.48% 3.20%
Testing £30,513 0.69% 4.38% £34 -0.74% 2.35%
Database £35,945 -0.11% 2.64% £25 1.61% 5.25%
CIO - - - - - -
IT Director - - - - - -
Permanent Contract
North West Average % Change % Change Average % Change % Change
Salary (Monthly) (Yearly) hourly rate (Monthly) (Yearly)
.Net £34,320 0.25% 6.41% £34 -1.63% 3.28%
Java £37,119 -0.25% 1.24% £38 -0.94% 6.17%
Oracle £40,215 0.14% 5.41% £43 -0.94% 2.05%
SQL Server £35,065 0.49% 4.57% £30 0.30% 5.73%
Business Intelligence £35,821 -0.10% 8.82% £42 0.39% 1.64%
Web Developer £28,383 0.91% 3.13% £29 -1.76% 5.16%
Project Manager £44,059 0.88% 5.66% £44 0.00% 6.88%
SAP £53,317 -0.09% 3.26% £55 -0.71% 4.12%
Testing £30,591 0.70% 4.40% £34 -0.46% 1.39%
Database £36,000 -0.06% 2.74% £25 -0.83% 3.33%
CIO - - - - - -
IT Director - - - - - -
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Salaries by region
Permanent Contract
North East Average % Change % Change Average % Change % Change
Salary (Monthly) (Yearly) hourly rate (Monthly) (Yearly)
.Net £34,284 0.25% 6.42% £34 0.87% 2.25%
Java £37,118 -0.22% 1.23% £38 0.81% 5.96%
Oracle £40,217 0.16% 5.37% £43 0.84% 0.24%
SQL Server £35,057 0.53% 4.52% £30 0.12% 6.79%
Business Intelligence £35,823 -0.12% 8.82% £42 0.96% 0.72%
Web Developer £28,407 0.93% 3.10% £29 -0.01% 8.39%
Project Manager £44,090 0.88% 5.65% £44 0.93% 7.87%
SAP £53,315 -0.07% 3.26% £55 0.61% 4.16%
Testing £30,584 0.73% 4.42% £34 0.40% 1.45%
Database £36,005 -0.10% 2.69% £25 1.64% 7.32%
CIO - - - - - -
IT Director - - - - - -
Permanent Contract
Scotland Average % Change % Change Average % Change % Change
Salary (Monthly) (Yearly) hourly rate (Monthly) (Yearly)
.Net £35,009 0.25% 4.40% £34 -0.25% 3.26%
Java £35,121 0.07% 1.03% £38 -0.17% 4.89%
Oracle £40,159 0.12% 6.98% £38 0.18% 2.23%
SQL Server £35,017 0.34% 4.07% £30 -1.54% 4.87%
Business Intelligence £50,224 -0.02% 10.32% £40 -0.91% 0.64%
Web Developer £33,696 1.00% 3.65% £25 1.19% 7.64%
Project Manager £38,379 0.22% 5.27% £44 -1.11% 5.93%
SAP £45,361 0.29% 4.45% £50 -0.52% 3.24%
Testing - - - £34 0.15% 2.36%
Database £39,422 -0.23% 4.19% £30 0.03% 5.20%
CIO - - - - - -
IT Director - - - - - -
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Salaries by region
Permanent Contract
Wales Average % Change % Change Average % Change % Change
Salary (Monthly) (Yearly) hourly rate (Monthly) (Yearly)
.Net £33,948 -0.12% 6.95% £34 1.27% 3.36%
Java £31,578 0.31% 0.28% £38 1.26% 4.57%
Oracle £44,202 0.01% 8.56% £38 0.71% 2.13%
SQL Server £33,368 -0.23% 4.69% £30 -1.26% 2.79%
Business Intelligence - - - £40 0.26% 1.66%
Web Developer £29,240 1.00% 2.21% £25 -0.25% 3.63%
Project Manager £43,389 0.49% 3.61% £44 0.87% 4.85%
SAP - - - £50 0.09% 2.23%
Testing - - - £32 0.50% 2.44%
Database £30,113 -0.16% 3.25% £25 -1.02% 4.20%
CIO - - - - - -
IT Director - - - - - -
Candidates will benefit from salary increases overall this month. However increased salaries will have an adverse effect on
hiring managers as they continue to look for ways to tighten their belts to satisfy budget cuts.
We are seeing definite changes in the skill sets that employers are looking for, in particular, business intelligence and
project management.
What we are noticing is that hiring managers have to change their mentality in workforce planning; organisations that are
taking too long to recruit are missing out on the best talent. There is an industry wide “shift in mindset” that needs to occur.
With candidates having the upper hand in the current market, its not about who is paying the highest salary, it’s about who
takes the recruitment process to offer stage quickest and reassures the candidate that they are making the right decision
for their lifestyle. Over the last two to five years staff retention has not been a problem for organisations as economic
uncertainty was enough to keep most employees faithful. However a shift in the market means employers need to step up
to the plate and take a two pronged approach to recruitment: winning the right candidate and retaining them.
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.
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