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Michael Page Technology 2010 Employment Index
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Specialists in Technology Recruitment136 offices in 28 countries | www.michaelpage.co.uk/technology
2 | Michael Page Technology 2010 Salary Survey
Introduction Methodology Benefits TrainingJob
Satisfaction Job Security Job Search
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Talent management – the key to any successful IT leader.
What are the key things that keep the industry’s leading IT Directors and CIOs awake at night? Deciding which ERP will deliver the greatest benefit to the business at a reasonable price? Debating whether outsourcing their support organisation is the right thing to do? Wondering how they can use social networking tools that everyone is demanding with genuine business justification? From my daily discussions with some of the key leaders in the IT Leadership community, there is no doubt that all of the above play a part in making the role a challenging one. However, there is one thing that stands out above all others, and is at the core of every key decision – talent. Whether it be attracting and recruiting the best talent, or having a strategy to retain the best, having a ‘people strategy’ is critical to every IT Leader.
In a recent interview with the Michael Page International CIO, Andrew Wayland, I asked how important Talent Management was to him – “It is the most important part of my role. Without hiring and retaining the best people, we wouldn’t be able to achieve our objectives. You have to ensure you get your team in place, and that they are thriving in their roles.”
As one of the world’s leading professional recruitment organisations, we take our role in helping our customers to attract the best talent very seriously. We also believe in using our unique market position to provide insights and information to help IT professionals and their respective employers to make informed decisions.
So, whether you are an IT professional looking to check your current salary or interim rate against the industry average, an IT Director keen to understand what training your team would most like to see, or an HR Manager reviewing benefits and retention for your IT organisation, this Employment Index will be an invaluable tool.
Happy hunting.
Stephen Rutherford
Managing Director, Michael Page Technology
Click here to read the full CIO interview.
3 | Michael Page Technology 2010 Salary Survey
Introduction Methodology Benefits TrainingJob
Satisfaction Job Security Job Search
StatusInterim Perm Contact Us
Survey Methodology
The Michael Page Technology 2010 Employment Index was conducted online between 29 January and 31 March 2010. Over 12,000 survey invitations were emailed to our candidates and clients. Links to the survey were also included in online newsletters and hosted on the Michael Page website. Along with collecting salary data, we also collected information about additional benefits, training, job satisfaction, job security and job search status.
About Michael Page Technology
Michael Page Technology is the specialist technology practice of Michael Page International Plc. We focus on business technology, which we define as the roles which use technology to give business a competitive advantage. Our face-to-face business ethos with both clients and candidates allows us to ensure that we understand how talent and technology combine. Utilising our best practice recruitment methodology, we ensure our candidates and clients receive world class customer service and a genuine partner for their technology recruitment needs.
Sectors we cover:
• EntertainmentandMedia
• FinancialServices
• FMCG
• ITandTelecoms
• Leisure
• Logistics
• Manufacturing
• Pharmaceutical
• ProfessionalServices
• PublicSectorandNot-for-Profit
• Retail
4 | Michael Page Technology 2010 Salary Survey
Introduction Methodology TrainingJob
Satisfaction Job Security Job Search
StatusInterim Perm Contact UsBenefits
Salary & Benefits
With the backdrop of a challenging economic climate in 2009, budget cuts and headcount reductions, IT professionals faced a similar challenge to the rest of the global business community. Although our survey demonstrates that there hasn’t been a significant downshift in the earnings across the IT job spectrum, there is also little evidence of increases. Only 15% of those surveyed received a pay increase in 2009, and the majority of these increases were less than 10%.
Outside of basic salary pay, total remuneration packages for IT professionals remain a hot topic of conversation for CIOs, HR teams and employees alike. With salary increases limited, leveraging total package becomes an increasingly important tool for attracting and retaining top talent. 28% of respondents received a performance-related bonus on top of their basic pay, while 21% receive a company car or car allowance. Bonus ranges vary from 5% to 40% of salary, while car allowances range from £5,000 to £14,000 per annum. 22% of respondents receive no additional benefits in addition to their salary.
Pay increaseBonus
Car allowance
15%28%
21%
14%
22%
Shares/Options
No additional benefits
What benefits do people recieve?
5 | Michael Page Technology 2010 Salary Survey
Introduction Methodology TrainingJob
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Business skills training
Certifications 15%
4%
37%
44%
Communication skills
College/University courses
What training are people looking for?Business skills training
Certifications 15%
4%
37%
44%
Communication skills
College/University courses
What training are people looking for?
Business skills training
Certifications 15%
4%
37%
44%
Communication skills
College/University courses
What training are people looking for?
Training & Development
When operating budgets are being reduced, it is often training and development budgets that are hit first. It is clear from our research that IT professionals hold significant value in training and development, and so CIOs need to ensure that this is a core element in both budgets and personal development planning. Industry certifications (both technical and process) still head up the most valued, with 44% of respondents. One of the most interesting findings is that 37% of respondents see business skills training as the most important. This reflects the changing nature of the skills needed to develop a successful IT career – the ability to understand business and communicate effectively are at the top of the list for a CIO hiring for the future.
Business skills training
Certifications 15%
4%
37%
44%
Communication skills
College/University courses
What training are people looking for?
6 | Michael Page Technology 2010 Salary Survey
Introduction Methodology TrainingJob
Satisfaction Job Security Job Search
StatusInterim Perm Contact UsBenefits
Job Satisfaction
Staff retention and motivation is one of the key topics on the agenda for every CIO and IT Leader. So what is going to ensure you attract and retain the best talent? We asked our respondents to think about what matters most to them in the job. The challenge of the job and responsibility was by far the most important factor, with almost half (45%) of respondents citing this as key. As new projects and opportunities arise, it has never been more important for an IT Leader to ensure that their best people have clear career development plans, and are challenged by their role. Basic salary was voted as the second most important element, with 33%. Perhaps this is not overly surprising given the nature of the recession – a guarantee of being able to pay your mortgage at the end of the month outweighs the promise of potential performance related pay. This assumption is supported by the fact that only 14% and 8% respectively of respondents state that benefits and bonus are most important to them.
Basic pay
Challenge of job& responsibilities
14%
33%
45%
Benefits
8%Bonus opportunities
What is most important to people in their job?
7 | Michael Page Technology 2010 Salary Survey
Introduction Methodology TrainingJob
Satisfaction Job Security Job Search
StatusInterim Perm Contact UsBenefits
Job Security
So what impact has the recession had on the perception of job security for IT professionals? Our results clearly show that there is a strong element of instability – 34% feel very secure in their current jobs, whilst 28% feel insecure. Overall, two thirds of respondents have some concerns about their current security.
InsecureSomewhat secure
Very secure
28%38%
34%
How do people rate their job security?
8 | Michael Page Technology 2010 Salary Survey
Introduction Methodology TrainingJob
Satisfaction Job Security Job Search
StatusInterim Perm Contact UsBenefits
Job Search Status
What does job security mean for the IT job market in 2010? With the improvement in trading conditions, and a continuing increase in job openings, our survey asked respondents to give an indication of their activity in the job market. 35% stated that they are actively interested in new opportunities, and 34% are passively looking. With 69% in total interested in their next career move, it has never been more important for IT leaders to focus on providing a challenging environment, and a comprehensive personal development plan to attract and retain the best IT talent.
Yes, actively
Yes, passively No
31%
35%
34%
Are people looking fornew opportunities?
9 | Michael Page Technology 2010 Salary Survey
Introduction Methodology TrainingJob
Satisfaction Job Security Job Search
StatusInterim Perm Contact UsBenefits
Daily Rate
High (£) Average (£) Low (£)
1st Line Support 160 130 110
2nd Line Support 180 150 120
3rd Line Support 300 240 200
Support Manager 400 350 280
Network Engineer 400 300 250
Infrastructure Manager 450 380 300
Architect 800 600 500
Business Analyst 450 375 250
Project Manager 500 400 300
Programme Manager 700 600 500
Programme Director 800 700 600
IT Director 800 700 550
Interim Remuneration
10 | Michael Page Technology 2010 Salary Survey
Introduction Methodology TrainingJob
Satisfaction Job Security Job Search
StatusInterim Perm Contact UsBenefits
Annual Salary
High (£) Average (£) Low (£)
1st Line Support 27,000 22,000 19,000
2nd Line Support 32,000 28,000 25,000
3rd Line Support 45,000 37,000 28,000
Support Manager 50,000 40,000 30,000
Network Engineer 50,000 40,000 35,000
Infrastructure Manager 75,000 60,000 55,000
Architect 100,000 75,000 60,000
Business Analyst 65,000 50,000 45,000
Project Manager 70,000 60,000 50,000
Programme Manager 90,000 80,000 75,000
Programme Director 110,000 90,000 75,000
IT Director 130,000 100,000 80,000
Permanent Salary Data
11 | Michael Page Technology 2010 Salary Survey
Introduction Methodology TrainingJob
Satisfaction Job Security Job Search
StatusInterim Perm Contact UsBenefits
Operating from four office locations we have a number of industry specialist consultantscoveringavarietyofsectorsincludingFMCG,ProfessionalServices,Retail, IT & Telecoms, Financial Services, Manufacturing, Media & Entertainment, PublicSector&Not-for-Profit,Pharmaceutical,LogisticsandLeisure.
If you would like to discuss salary trends within any of these sectors, or to find out how we can assist with your recruitment needs, please contact the relevant specialist.
www.michaelpage.co.uk/technology
LONDON
Rutesh Shah (Director)
020 7269 6216
HOME COUNTIES
Stuart Packham (Director)
020 8742 5963
NORTH
James Barrett (Manager)
0161 828 6369