hudson it salary survey 2013

2013 SALARY & EMPLOYMENT INSIGHTS

Levels of growth experienced were the strongest since 2008 and we witnessed consistency throughout the

year in terms of hiring in both contract and permanent requirements…Early indicators from IT departments suggest that the evolution of virtualisation, business

intelligence, cloud computing and analytics are going to be growth areas for 2013.”HOME COUNTIES & THE SOUTH WEST

2013 SALARY & EMPLOYMENT INSIGHTS2

”

UK Overview 4

Achieve more with less 6

Workplaces remain under stress 6

Rewarding high performance is a business priority 6

Employees are looking for well-rounded packages 8

Achieving a benefit balance 8

Growth is predicted 9

About Hudson IT 10

Salary tables

London & The South East 12

Home Counties & The South West 18

The Midlands & The North 28

Scotland 34

Our offices 40

CONTENTS

2013 SALARY & EMPLOYMENT INSIGHTS 3

UK OVERVIEW

Welcome to the Hudson IT Salary & Employment Insights for 2013. We will give you an overview of all our UK results before focusing in more depth on the IT market. As your trusted advisor, we take pride in our comprehensive understanding of the recruitment business and factors affecting it including the expectations of organisations and their people.

The challenging market conditions faced by UK businesses in recent years show little signs of easing and businesses are being encouraged to adapt to these conditions. Over the next 12 months, UK organisations need to equip themselves with the people they need to move through the next phase of their economic cycles. Never before has it been more vital and beneficial for organisations and job seekers to align their expectations.

To ensure we have a complete understanding of how organisations feel about the upcoming year, we surveyed employers and employees to ascertain what impact the challenging economic environment is having on businesses. We looked at its effect on work practices, compensation and benefits and, importantly, employee engagement, morale, loyalty and job seeking behaviour.

The survey revealed that workplaces are under stress and employees are expected to shoulder more responsibility. When asked what happens when a member of staff leaves, both employers and employees agreed that less than a quarter of roles were replaced and when a colleague is not replaced, 72% of employers and 79% of employees said, the additional workload was distributed amongst the remaining team.

EMPLOYERS VIEW:WHEN THINKING ABOUT THE LAST FEW ROLES THAT HAVEN’T BEEN REPLACED IN YOUR TEAM, PREDOMINANTLY WHAT

HAPPENS TO THE WORK?

72%

WORKLOAD REDISTRIBU

TED

ONLY

24% OF ROLES ARE

ALWAYS REPLACED

WORKLOAD REDISTRIBUTED

ABSORBED BY MANAGER

CONTINUED BY CONTRACTOR

DISCONTINUED

OUTSOURCED

OTHER

72%

9%

5%

5%

1%

8%


UK OVERVIEW

35%

65%

EM

PLOYEES

EM

PLO

YERS

29%

71%

SCOTLAND

45% 55%44% 56%

EM

PLOYEES

E

MP

LO

YERS

MIDLANDS

56% 44%47% 53%

31%

69%

EM

PLOYEES

EM

PLO

YERS

58%

42%

EM

PLO

YEES

E

MP

LOY

ER

S NORTH

71% 29%53% 47%

37%

63%

EM

PLOYEES

EM

PLO

YERS

SOUTH

51% 49%49% 51%

2013 SURVEY RESPONDENT DEMOGRAPHICS

In addition to this employees are working longer hours with 43% saying they work over 40 hours a week and 25% saying that their hours have increased in the past 12 months. Nevertheless, people are optimistic about the year ahead with 52% reporting that morale in their office had increased or remained the same.

With over three quarters of employees surveyed categorising themselves as passively or actively seeking a new role, organisations are encouraged to look at creative benefit packages to attract and retain the best talent. The survey highlighted a level of disparity between the benefits employees are seeking and what is being offered by the market. Organisations who employ a level of flexibility with regard to benefit offerings could quite well find themselves at an advantage in 2013.

In spite of the current economic challenges, employers are prophesying encouraging movements for the coming 12 months. Nearly half of employers are confident there is the potential for growth within their organisations and over a third are predicting head count increases in 2013. Rewarding high performers looks to be a business priority in 2013 and financial reward is back on the table with 72% expecting an increase in salary budgets and nearly half intend to award bonuses in 2013.

Read on to see the full results of our UK and sector wide Salary & Employment Insights survey, as well as proposed salaries and recruitment trends for IT for 2013.

MethodologyThe salary survey was conducted over a three week period in January 2013, in which Hudson surveyed employers and employees online. In-house recruitment specialists and managing directors were surveyed for the purpose of gaining detailed regional and sector specific employment overviews. Current salary information was derived from Hudson’s internal database and quality checked against survey data.

LONDON

53% 47%63% 37%


Recent months have been defined by talk of economic uncertainty and the picture is still evolving. With the Bank of England forecasting growth to remain below 1% and a eurozone outlook that remains troubled it’s not surprising that economic uncertainty is causing many businesses to start making contingency plans.

Whilst the general outlook for the economy is a cautious one, the outlook for business growth and employment is predicted to gradually improve across the UK in 2013. According to the British Chamber of Commerce, business investment recovered strongly in the last two quarters of 2012 and is predicted to grow by 4.3% in 2013. This investment will likely help stimulate growth in the labour market leading to the creation of new jobs.

The future of the UK economy remains unclear. To succeed businesses must remain agile, adapt to a slow growth environment and respond to evolving economic conditions.

Workplaces remain under stress The demanding economic environment looks set to have a continued effect on workplaces with two thirds of employers believing their businesses will face tougher market conditions in 2013.

Of those surveyed, 42% reported redundancies in the past 12 months, while 64% reported greater pressures on budgets, 55% observed increases in employee workload and 54% faced more stringent headcount approvals.

It’s not only employers that are under pressure in this difficult business environment; 1 in 4 employees report an increase in their working hours and 43% now work more than 40 hours per week.

Continued pressure on budgets has meant that only 24% of employers are always replacing roles if a member of the team leaves. In cases where the roles are not replaced, 72% of employers distribute the work amongst the remaining team members, with only 5% employing a contractor and 9% absorbing the extra workload themselves.

Nearly half of employees said they are more stressed at work than a year ago, so it is perhaps not surprising to find a similar trend in morale levels with 48% saying they are more pessimistic than 12 months ago.

Over three quarters of surveyed employees are actively (40%) or passively (36%) seeking new jobs. Of those surveyed, 57% anticipate changing jobs within 12 months.

Levels of employee engagement at work are almost a perfect three way split between more engaged, less engaged and neutral so it is perhaps surprising to also find that 62% are reported as saying that they would recommend their employer.

Rewarding high performance is a business priority While employees are expected to shoulder more responsibility, greater workloads and are working longer hours, the majority of employers appear to be acknowledging this by awarding pay rises.

Most employers (72%) awarded pay rises in the last 12 months and seven in ten anticipate a further increase at the next salary review. The majority (59%) also indicated that modest pay increases of 1-5% were likely to be awarded in 2013.

Interestingly, just over a third of employees believe an increase in salary is warranted in 2013 because their skills and experience are in high demand outside the organisation.

ACHIEVE MORE WITH LESS – IS THIS THE COMMERCIAL REALITY FOR 2013?

64%REPORT GREATER PRESSURE ON BUDGETS

64%

55%55%SAW AN INCREASE IN EMPLOYEE WORKLOAD

54%FACE MORE STRINGENT HEADCOUNT APPROVALS

54%

42%42%HAVE SEEN REDUNDANCIES IN THE PAST 12 MONTHS

33%EXPERIENCED HIRING FREEZES

33%

23%USED MORE STRINGENT ASSESSMENT PROCESSES

23%

HOW ARE CHALLENGING MARKET CONDITIONS IMPACTING BUSINESSES?


The main reasons businesses increased salaries were to retain high performers and ensure pay parity. Over half of the employers (53%) surveyed indicated they would reward high performers with pay rises and a third (34%) are willing to award a pay rise in order to keep up with movements in living costs.

Nearly half (49%) of employers indicated they were worried about losing staff and this concern may be warranted as 43% of employees felt they were inadequately rewarded for their increasing responsibility to the business.

Four in ten employees were awarded a bonus in 2012 and the majority of these equated to between 1-10% of their salary. Larger bonuses were not unheard of with 15% of those awarded being greater than 20% of salary.

Despite the tough environment 47% of employers plan to award bonuses in the next 12 months, with the majority indicating bonuses would be awarded based on either individual (68%) or company performance (67%). A further 26% indicated they were yet to decide whether they would award bonuses, which correlates with the uncertainty in the market.

To retain high performing staff

Maintain employee living standards

To reward contribution to the business

34%

31%

WHAT ARE EMPLOYERS’ MAIN REASONS FOR GIVING A PAY RISE AT THE MOMENT?

53%

To reward high level of performance

Staff are taking on new / greater responsibilities

Salaries for similar roles have increased

23%

22%

30%

The organisation is more profitable than last year

Staff overdue a rise / long time since last increase

20%

16%


Employees are looking for well-rounded packages It is not only employers that are feeling the effects of the economic turmoil; employees are all too aware of the on-going economic uncertainty and the effects it has on their lives. Many employees are valuing job security and progression opportunities and are less inclined to expect large salary or bonus packages.

When asked to rank important aspects when considering new job opportunities, employees demonstrated two definite preferences for increased salaries and a better work / life balance. The majority (85%) of employees rated more pay within their top five, interestingly, the expectation of the level of increase was modest, with 71% indicating an acceptable salary increase for external roles was less than 15%.

The second highest consideration was better work / life balance (74%) with 29% of employees ranking this as the number one reason they are attracted to a new opportunity.

In general, employees showed a tendency towards non-monetary based aspects when considering new jobs. When asked to pick from a list of 17 aspects they look for when changing jobs, 61% of employees picked a non-monetary based option as their number one option.

Company culture, convenient location and respected senior / managerial staff were all cited as factors in employees’ decision making processes. This suggests firms that choose to focus their attention on a combination of base salaries and tailored benefit packages are likely to be more attractive to prospective employees.

Achieving a benefit balance With budget squeezes becoming an all too common commercial reality, businesses are showing a commitment to offering a range of benefits as part of the package. But it is important to get it right – 1 in 5 employees indicated a level of dissatisfaction with their current benefit package and there appears to be some disparity between what is offered and what is attractive to employees.

Employers would be advised to look to adopt a range of non-monetary benefits to attract and retain talent. Only 49% of employers offer flexible working opportunities, whereas 65% of employees rated this in their top five most attractive benefits.

After base annual salary, the top benefits offered by employers are contributory pension plan (72%), bonus and recognition (67%) and health benefits / insurances (54%). However, with the government NEST pension scheme being rolled out over the next few years, companies will no longer be able to offer this as an optional benefit so we will likely see a shift here.

When we asked employees to nominate which benefits were most attractive to them, 86% placed bonus and recognition in their top five followed by flexible working opportunities (65%) and contributory pension plan (54%). Those least preferred included child care and paid maternity / paternity leave.

TOP 10 REASONS EMPLOYEES ARE ATTRACTED TO JOB OPPORTUNITIES*

ACHIEVE MORE WITH LESS – IS THIS THE COMMERCIAL REALITY FOR 2013?

EMPLOYEES RATED THIS IN THEIR TOP 5 BENEFITS

BUT ONLY 49% OF EMPLOYERS OFFER THIS* Employees were asked to select their top 5

“FLEXIBLE WORKING OPPORTUNITIES”

65%

Better salary

Work/life balance

Convenient location

74%

61%

85%

Extra benefits

Cultural fit

Good company reputation

37%

37%

37%

Promotion opportunities

Respected leadership

37%

33%

Appealing industry

Greater responsibility

27%

21%


Bonus & recognition

Health benefits / insurances

Pension plan - contributory

Pension plan - non-contributory

Training benefits

Living / travel allowances

Increased annual leave

Flexible working arrangements

Company car / car allowances

Gym membership

Child care

Paid maternity leave

Paid paternity leave

* Employers were asked to select all that apply ** Employees were asked to select their top 5

67% 86%

54% 39%

72% 54%

19% 35%

43% 34%

10% 22%

42% 48%

49% 65%

31% 33%

15% 14%

19% 10%

39% 10%

28% 10%

BENEFIT Offered by Employers* Most attractive benefits for Employees** Summary

WHAT BENEFITS ARE EMPLOYERS OFFERING COMPARED TO THE BENEFITS EMPLOYEES ARE LOOKING FOR?

Growth is predicted Despite the current economic uncertainty, 48% of employers stated that they believe their department has growth potential in 2013. This growth is expected to manifest in a number of different ways. One third of employers believe their departments will see an increase in headcount in the next

twelve months, while 44% expect headcounts to remain stagnant. 19% of employers reported an expected decline in headcount in 2013, and it is worth noting that this figure is significantly down from the 30% who reported the same expectation last year.

The general outlook for 2013 is one of cautious optimism. Businesses are reporting expected growth but the commercial reality could be that employees will shoulder even greater responsibilities, as businesses strive to achieve this under the pressure of already tight budgets.

Employees are taking on more responsibility and working longer hours, resulting in increased workplace stress and pessimism which could explain the large number of employees looking to move on in 2013.

Employees feel they are not being adequately rewarded for increased workload and responsibilities, and want greater rewards. With pressure on remuneration budgets, businesses should increase their focus on non-monetary benefits as a way of retaining and incentivising staff.

Stable jobs with flexible benefits are a key priority for employees rather than ever-increasing salaries. Results indicate that non-monetary benefits alone are enough to sway job seekers’ decisions. Employers who focus their attention on a combination of base salaries and tailored benefit packages are likely to be more attractive to prospective employees.


Hudson is a global talent solutions company with expertise in leadership and specialised recruitment, contracting solutions, recruitment process outsourcing, talent management, outplacement and eDiscovery. The Hudson IT team helps clients and candidates succeed by leveraging our industry expertise, deep market knowledge and proprietary assessment tools and techniques.

With approximately 2,000 people in 20 countries, and relationships with millions of specialised professionals, we bring an unparalleled ability to match talent with opportunities by assessing, recruiting, developing and engaging the best and brightest people for our clients. We combine broad geographic presence, world-class talent solutions and a tailored, consultative approach to help businesses and professionals achieve higher performance and outstanding results.

Our specialist IT recruitment consultants are skilled and experienced at identifying the challenges that you face; their expertise and established networks ensure you will be introduced to the most suitable candidates and opportunities. By combining global capabilities with in-depth local market knowledge we can offer flexible resourcing solutions for permanent, contract and interim positions across a number of different sectors throughout the UK and Ireland. These include:

` Business IT ` Business Analysis ` Business Change ` Transformation ` Project/Programme Management ` Service Delivery

` Development ` Infrastructure ` IT Security & Architecture

We have specialist teams and established networks bridging these areas, in key disciplines and technologies including:

` Solutions and technical architecture ` Development technology ` Information security ` Health informatics ` Business intelligence ` Retail IT ` Testing ` E-commerce ` SAP ` ORACLE

While we specialise in mid to senior IT placements, our focus is always on connecting employers with IT professionals who can help them gain increased value and a competitive edge through effective use of technology

A combination of local knowledge, regional relationships and global resources allows us to deliver our service with speed, quality and innovation. We are delighted to offer clients and candidates a personally tailored service with the benefits of a truly global reach and look forward to being of assistance to you or your organisation.

ABOUT HUDSON IT

OF EMPLOYERS IN IT ARE CONCERNED ABOUT LOSING

EMPLOYEES IN 2013

OF EMPLOYEES IN IT ARE REPORTED AS SAYING THAT

THEY WOULD WILLINGLY RECOMMEND THEIR CURRENT

EMPLOYER

60%

54%


LONDON & THE SOUTH EAST SALARY TABLES


LONDON & THE SOUTH EAST

The IT recruitment market in London and the South East entered 2013 on a steady stream which has marginally increased the levels of optimism since 2012. The actual number of jobs available remains low but has shown consistency and in some cases is better than expected.

The IT market in London and the South East has been generally more buoyant than other sectors. Having realigned our business last year, Hudson’s bespoke focus and specialist networks within the IT sector are benefiting both our candidates and clients.

During 2012 the public sector remained stable and we didn’t see the expected exodus early in the year. In fact, the public sector has experienced steady growth in the second half of 2012 onwards and we anticipate this growth will continue through 2013.

The private sector remained cautious and growth has been fragile, however some companies have broken cover and started to implement their new IT strategies and technologies. 2012 saw considerable growth in the e-commerce and digital sector both from end users and digital agencies. We have also seen growth in the IT consultancy space with a demand for specialist skills to deliver key client wins. IT departments across London and the South East have reshaped, giving organisations the confidence to spend in IT to help drive companies out of the doldrums.

Levels of growth were the strongest we had seen since the recession began and we witnessed consistency throughout

the year in terms of hiring in both contract and permanent requirements. We are expecting this growth to continue throughout 2013.

We are seeing many companies in London and the South East developing high performer identification and development plans to ensure staff retention.

Social networking is now affordable and is accessible technology that lets individuals and communities come together in a new way. We are seeing companies understand the power of being at the front of this trend which is enabling change to happen more rapidly.

During 2012 we continually heard companies talk about cloud computing and Salesforce, ‘hot’ technology areas last year. Cloud computing allows for a more flexible and scalable method of computing while Salesforce’s attraction is the cost benefit for small companies. Recently we have been hearing companies talk about the evolution of virtualisation, business intelligence and analytics and other systems to monitor recurring patterns that could develop into money making applications – this has been a big area for retail companies.

The contracting/interim market space has been more steadfast than the permanent recruitment market. Coming out of 2012 and into 2013 we are definitely seeing a stronger demand for IT contracting and interim resources. This is because the UK’s flexible technology workforce is integral in helping businesses meet fluctuations in demand while moving organisations forward, utilising the innovative mind-set that contractors can bring to the work environment.

Interestingly, salaries and pay rates across the region have tended to remain fairly static rather than decreasing, despite a surplus of candidates now being available. We are still seeing companies wanting an exact fit to their requirements and therefore the demand for candidates skilled specifically in niche technologies is increasing as is the variance on contractor rates for specialist skills.

There are a number of areas where the requirement for highly skilled professionals is prevalent. Core development skills, project and programme management, business and process analysis, change and transformation expertise and e-commerce skills remain in high demand. Companies are now fully aware of being ‘digital’ and they are wanting to enhance their usage of the cloud, agile, social media, mobile and open resources – we are starting to see leadership positions such as Chief Digital Officer being considered as a key part of the senior IT leadership in all organisations.

OF EMPLOYERS IN IT BELIEVE THEY ARE FACING TOUGHER CONDITIONS IN 2013

74%


Permanent (Annual) Contract / Interim (Daily Rate)

Junior Intermediate Senior Junior Intermediate Senior

Role Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £

IT Manager N/A N/A 40,000 50,000 50,000 70,000 N/A N/A 400 450 450 550

Helpdesk Manager 35,000 40,000 41,000 45,000 46,000 50,000 N/A N/A 350 400 400 450

Service Delivery Manager 40,000 45,000 46,000 50,000 51,000 70,000 N/A N/A 400 450 450 650

Network Manager 40,000 45,000 46,000 50,000 51,000 60,000 300 350 400 450 450 600

Server Support 30,000 35,000 36,000 40,000 41,000 50,000 300 350 350 400 400 500

Desktop Support 20,000 22,500 23,000 25,000 26,000 35,000 150 200 200 250 250 350

ITIL Service Delivery Analyst 25,000 27,500 28,000 32,500 33,000 40,000 300 350 350 400 400 450

System Administrator - Unix 30,000 35,000 36,000 40,000 41,000 60,000 300 350 350 400 400 600

Security Analyst/Security Engineer 35,000 40,000 41,000 45,000 46,000 60,000 250 300 300 350 350 450

Security Consultant/Manager 40,000 45,000 46,000 50,000 51,000 85,000 300 350 350 400 400 650

Helpdesk Analyst 18,000 20,000 21,000 25,000 26,000 30,000 150 200 200 250 250 300

Capacity Planner 22,000 25,000 26,000 28,000 29,000 35,000 150 200 200 250 250 300

Storage Management Analyst 25,000 30,000 31,000 35,000 36,000 40,000 200 225 225 250 250 300

Problem/Incident Manager 33,000 35,000 36,000 40,000 41,000 45,000 250 300 325 350 350 375

Network Engineer 33,000 35,000 36,000 40,000 41,000 45,000 200 225 225 250 250 300

Network Consultant 33,000 35,000 36,000 40,000 41,000 45,000 200 225 225 250 250 300

Junior

Intermediate

Senior

£45k

£50k

£85k

HOW MUCH CAN I EARN AS A PERMANENT SECURITY CONSULTANT/MANAGER?

LONDON & THE SOUTH EAST - IT SUPPORT


Junior

Intermediate

Senior

£50k

£65k

£85k

HOW MUCH CAN I EARN AS A PERMANENT SAP CONSULTANT?




Developer/Software Developer 28,000 32,000 33,000 45,000 45,000 60,000 300 350 350 450 500 650

Net Developer 27,000 30,000 31,000 50,000 50,000 70,000 300 350 350 450 500 650

C# Developer 28,000 33,000 33,000 45,000 45,000 65,000 300 350 350 450 500 550

C++ Developer 28,000 32,000 32,000 44,000 44,000 55,000 300 350 350 450 500 550

ASP.NET Developer 28,000 32,000 32,000 45,000 45,000 60,000 300 350 350 400 400 500

JAVA Developer 33,000 35,000 36,000 46,000 46,000 70,000 350 400 400 450 450 550

J2EE Developer 33,000 35,000 36,000 46,000 46,000 70,000 350 400 400 450 450 600

SAP Consultant 45,000 50,000 52,000 65,000 65,000 85,000 400 500 500 600 600 1,000

SQL Developer 40,000 45,000 46,000 50,000 52,000 60,000 300 400 400 500 500 600

SharePoint Developer 40,000 45,000 46,000 50,000 52,000 60,000 300 400 400 500 500 600

Mainframe Developer 35,000 40,000 42,000 45,000 46,000 50,000 300 350 350 400 400 450

ORACLE Developer 38,000 42,500 43,000 48,000 50,000 55,000 300 350 350 400 400 500

Middleware Messaging Developer 38,000 42,500 43,000 48,000 50,000 55,000 300 350 350 400 400 450

Database Administrator (DBA) 33,000 35,000 36,000 40,000 41,000 60,000 300 350 350 400 400 500

ORACLE Database Administrator (DBA) 33,000 35,000 36,000 40,000 41,000 55,000 300 350 350 400 400 450

Sybase DBA 33,000 35,000 36,000 40,000 41,000 50,000 300 350 350 400 400 450

SQL Database Administrator (DBA) 35,000 40,000 41,000 50,000 51,000 60,000 300 350 350 450 450 550

LONDON & THE SOUTH EAST - IT DEVELOPMENT





Programme Director N/A N/A 75,000 95,000 95,000 150,000 N/A N/A 600 800 800 1,750

Programme Manager N/A N/A 65,000 85,000 85,000 100,000 N/A N/A 500 800 800 1,250

Senior Project Manager N/A N/A 50,000 55,000 55,000 75,000 N/A N/A 400 500 500 750

Project Manager 43,000 45,000 46,000 55,000 51,000 65,000 300 350 350 400 400 550

Project Co-ordinator 25,000 30,000 31,000 35,000 36,000 40,000 250 275 275 300 325 375

Project Planner 25,000 25,000 25,000 27,500 28,000 35,000 200 250 250 300 300 350

Change Manager 35,000 40,000 41,000 45,000 46,000 60,000 300 325 325 350 350 500

PMO Manager 35,000 40,000 41,000 45,000 46,000 55,000 300 325 325 350 350 450

PMO Analyst 25,000 30,000 31,000 35,000 36,000 40,000 250 300 300 325 325 350

Senior Business Analyst N/A N/A N/A N/A 45,000 65,000 450 500 500 550 550 650

Business Analyst 35,000 40,000 41,000 45,000 45,000 50,000 450 500 500 550 550 650

Data Analyst 30,000 35,000 36,000 40,000 41,000 45,000 250 300 300 325 325 375

PERMANENT CONTRACT/ INTERIM

JUN

IOR

INTE

RM

ED

IATE

SE

NIO

R

£35

0 P

D

£40

0 P

D

£55

0 P

D P

D

JUN

IOR

INTE

RM

ED

IATE

SE

NIO

R

£45

k

£55

k

£65

k

HOW MUCH CAN I EARN AS A PROJECT MANAGER IN LONDON & THE SOUTH EAST?

LONDON & THE SOUTH EAST - IT PROGRAMME/PROJECT SKILLS





Test Manager 45,000 50,000 51,000 60,000 61,000 75,000 300 350 350 450 450 650

Senior Test Analyst 40,000 45,000 46,000 50,000 51,000 60,000 300 350 350 400 400 500

Test Analyst 30,000 35,000 36,000 40,000 41,000 45,000 250 300 300 350 350 400

Tester 25,000 30,000 31,000 35,000 36,000 40,000 250 300 300 350 350 400




Enterprise Architect N/A N/A 70,000 80,000 80,000 100,000 500 600 600 800 800 1,000

Solutions Architect (applications) N/A N/A 75,000 85,000 85,000 120,000 500 600 600 800 800 1,000

Infrastructure Architect 50,000 60,000 60,000 65,000 70,000 80,000 400 600 600 700 700 800

Security Architect N/A N/A 50,000 65,000 75,000 120,000 600 800 800 1,000 1,000 1,500




Chief Information Officer (CIO) N/A N/A N/A N/A 125,000 250,000 N/A N/A N/A N/A 1,200 2,500

IT Director N/A N/A 70,000 80,000 100,000 150,000 600 700 800 1,000 1,100 1,600

Head of IT N/A N/A 65,000 75,000 75,000 90,000 500 600 700 1,000 1,000 1,500

Development Manager N/A N/A 45,000 55,000 57,500 75,000 400 500 600 800 900 1,100

Infrastructure Manager N/A N/A 45,000 55,000 57,500 65,000 400 500 600 700 800 1,000

Service/Vendor Manager N/A N/A 40,000 50,000 55,000 75,000 400 500 600 700 800 1,000

LONDON & THE SOUTH EAST - IT ARCHITECTURE

LONDON & THE SOUTH EAST - IT TESTING

LONDON & THE SOUTH EAST - IT MANAGEMENT


HOME COUNTIES & THE SOUTH WESTSALARY TABLES


HOME COUNTIES & THE SOUTH WEST

IT recruitment in the Home Counties and the South West regions were expected to be subdued at best in 2012. However, the levels of growth experienced were the strongest since 2008 and we witnessed consistency throughout the year in terms of hiring in both contract and permanent requirements. We expect to see similar levels of growth in IT recruitment in the Home Counties and South West throughout 2013.

The public sector performed brilliantly in the second half of 2012 with substantial month-on-month growth seen from June 2012 onwards. We expect the growth of public sector recruitment to continue throughout 2013 but for levels of growth to begin to level out around mid-year. Growth in the private sector was subdued as private companies remained cautious in the current economic climate. We have seen a number of IT departments begin reshaping over the past year in an attempt to cut costs and make the most of new technologies. ERP and SAP have been particular buoyant technologies.

IT departments across the Home Counties and the South West have demonstrated a clear focus on staff retention, thus achieving a reduction in HR costs and improved engagement resulting in greater productivity. The most effective engagement methods being considered are staff deployment and improved learning and development opportunities for employees.

More and more companies are beginning to understand the power of social networking and the opportunities it offers to better engage with clients and customers. This has led to a significant growth in demand for IT professionals with

knowledge and experience of working within a number of different social networks. We expect this trend to continue throughout 2013 and beyond.

Recruitment demands constantly change to remain in line with current market trends and technologies. Early indicators from IT departments suggest that the evolution of virtualisation, business intelligence, cloud computing and analytics are going to be growth areas for 2013.

Candidates skilled specifically in niche technologies have been in high demand in 2012 as companies looked to find individuals that perfectly fit their requirements. Core development skills, project and programme management, business and process analysis, change and transformation expertise, an Agile background and e-commerce skills were continually sought by a wide variety of different organisations.

Contractors and interim staff played a huge part in the growth of IT recruitment across the Home Counties and the South West in 2012. The demand for contract and interim resources was comparable to those experienced during 2006/2007. Interestingly, salaries and pay rates across the region tended to remain fairly static rather than decreasing, despite a surplus of available resources or talent.

IT departments have continued to grow as demand for IT professionals skilled in niche markets increases. An ever-increasing number of companies are looking to exploit the opportunities available to them through technologies such as cloud computing, Agile, social networking and mobile computing, to gain a competitive advantage over their rivals by truly embracing these opportunities and demonstrating commitment to remaining ahead by continually developing their utilisation methods.

OF IT EMPLOYEES WOULD RECOMMEND THEIR EMPLOYER BUT 43% ARE FEELING INCREASED STRESS

61%





IT Manager 35,000 40,000 40,000 50,000 50,000 60,000 N/A N/A 300 400 400 500

Helpdesk Manager 30,000 35,000 35,000 45,000 45,000 50,000 N/A N/A 250 350 350 450


Network Manager 35,000 40,000 40,000 50,000 50,000 60,000 250 300 300 400 400 500

Server Support 27,500 32,500 32,500 37,500 37,500 42,500 200 275 275 375 375 450

Desktop Support 20,000 22,500 22,500 25,000 25,000 27,500 150 175 175 225 225 250



Security Analyst / Engineer 35,000 40,000 42,000 47,000 50,000 55,000 250 300 300 350 350 450








HOME COUNTIES - IT SUPPORT


JUN

IOR

INTE

RM

ED

IATE

SE

NIO

R

£30

0 P

D

£40

0 P

D

£50

0 P

D P

D

JUN

IOR

INTE

RM

ED

IATE

SE

NIO

R

£40

k

£50

k

£60

k

HOW MUCH CAN I EARN AS A NETWORK MANAGER IN THE HOME COUNTIES?






Net Developer 25,000 32,000 35,000 40,000 45,000 55,000 225 275 275 375 375 450

C# Developer 25,000 34,000 35,000 42,000 47,000 55,000 225 275 275 375 375 450

C++ Developer 25,000 34,000 35,000 42,000 47,000 55,000 225 275 275 375 375 450


JAVA Developer 30,000 35,000 35,000 45,000 50,000 58,000 250 300 300 400 400 450

J2EE Developer 32,000 37,000 37,000 47,000 47,000 55,000 250 300 300 400 400 500

SAP Consultant 40,000 50,000 50,000 60,000 60,000 75,000 300 375 375 450 450 525

SQL Developer 25,000 35,000 35,000 45,000 47,000 55,000 225 275 275 375 375 450






ORACLE Database Admin (DBA) 30,000 35,000 40,000 50,000 50,000 60,000 250 300 300 400 400 450

Sybase DBA 30,000 35,000 35,000 45,000 45,000 55,000 250 300 300 400 400 450

SQL Database Admin (DBA) 30,000 35,000 35,000 45,000 45,000 55,000 250 300 300 400 400 450

HOME COUNTIES - IT DEVELOPMENT

Junior

Intermediate

Senior

£35k

£45k

£55k

HOW MUCH CAN I EARN AS A PERMANENT ORACLE DEVELOPER IN THE HOME COUNTIES?





Programme Director N/A N/A 70,000 100,000 100,000 130,000 N/A N/A 750 1,250 1,250 1,750


Senior Project Manager 50,000 55,000 55,000 60,000 60,000 65,000 N/A N/A 400 600 600 800

Project Manager 40,000 45,000 45,000 55,000 55,000 60,000 300 350 350 450 450 550


Project Planner 25,000 30,000 3,000 35,000 35,000 40,000 200 250 250 300 300 400

Change Manager 30,000 35,000 35,000 45,000 45,000 50,000 250 300 300 400 400 450

PMO Manager 40,000 55,000 45,000 55,000 55,000 60,000 300 400 400 500 500 600

PMO Analyst 25,000 30,000 30,000 35,000 35,000 40,000 200 250 250 300 300 400

Senior Business Analyst 35,000 40,000 40,000 50,000 50,000 55,000 300 350 350 450 450 550


Data Analyst 25,000 30,000 30,000 35,000 35,000 40,000 200 250 250 300 300 400

HOME COUNTIES - IT PROGRAMME/PROJECT SKILLS

Junior

Intermediate

Senior

£30k

£35k

£40k

HOW MUCH CAN I EARN AS A PERMANENT DATA ANALYST IN THE HOME COUNTIES?





Test Manager 40,000 50,000 50,000 60,000 60,000 70,000 300 350 350 450 450 550

Senior Test Analyst 30,000 40,000 40,000 50,000 50,000 55,000 250 300 300 400 400 450

Test Analyst 25,000 30,000 30,000 40,000 40,000 45,000 225 250 250 300 300 350

Tester 20,000 25,000 25,000 30,000 30,000 35,000 200 225 225 275 275 300




Enterprise Architect 45,000 55,000 55,000 65,000 65,000 85,000 400 500 500 600 600 700

Solutions Architect 40,000 50,000 50,000 60,000 60,000 75,000 350 450 450 550 550 650


Security Architect 45,000 55,000 55,000 65,000 75,000 130,000 650 850 850 1,100 1,100 1,600




Chief Information Officer N/A N/A 80,000 120,000 90,000 160,000 N/A N/A 800 1,600 1,600 2,200

IT Director N/A N/A 75,000 100,000 90,000 130,000 N/A N/A 800 1,200 1,200 1,600

Head of IT N/A N/A 58,000 77,000 72,000 105,000 N/A N/A 500 800 800 1,100

Development Manager N/A N/A 43,250 55,000 57,500 70,000 N/A N/A 400 500 500 600

Infrastructure Manager N/A N/A 42,000 53,000 57,000 65,000 N/A N/A 400 500 500 600

Service/Vendor Manager N/A N/A 42,000 53,000 57,000 65,000 N/A N/A 400 500 500 600

HOME COUNTIES - IT MANAGEMENT

HOME COUNTIES - IT ARCHITECTURE

HOME COUNTIES - IT TESTING


THE SOUTH WEST - IT SUPPORT




IT Manager N/A N/A 40,000 45,000 50,000 60,000 N/A N/A 300 400 400 500

Helpdesk Manager N/A N/A 30,000 35,000 40,000 48,000 N/A N/A 250 350 350 450


Network Manager 35,000 40,000 42,000 50,000 50,000 60,000 250 300 300 400 400 500

Server Support 25,000 32,500 35,000 35,000 40,000 45,000 200 275 275 375 375 450

Desktop Support 20,000 22,000 22,000 26,000 26,000 30,000 150 175 175 225 225 250



Security Analyst/ Engineer 35,000 40,000 42,000 47,000 50,000 55,000 250 300 300 350 350 450

Security Consultant/Manager N/A N/A 45,000 55,000 60,000 65,000 300 350 350 400 400 650






Network Consultant N/A N/A 40,000 50,000 50,000 60,000 200 275 275 375 375 450


JUN

IOR

INTE

RM

ED

IATE

SE

NIO

R

£20

0 P

D

£25

0 P

D

£30

0 P

D P

D

JUN

IOR

INTE

RM

ED

IATE

SE

NIO

R

£28

k

£32

k

£38

k

HOW MUCH CAN I EARN AS A CAPACITY PLANNER IN THE SOUTH WEST?






Net Developer 25,000 32,000 35,000 38,000 40,000 48,000 225 275 275 375 375 450

C# Developer 25,000 32,000 35,000 38,000 40,000 48,000 225 275 275 375 375 450

C++ Developer 25,000 30,000 30,000 35,000 40,000 48,000 225 275 275 375 375 450


JAVA Developer 30,000 35,000 35,000 40,000 45,000 50,000 250 300 300 400 400 450

J2EE Developer 25,000 32,000 35,000 40,000 45,000 50,000 250 300 300 400 400 500

SAP Consultant 40,000 50,000 50,000 55,000 60,000 75,000 300 375 375 450 450 525

SQL Developer 25,000 28,000 30,000 35,000 40,000 48,000 225 275 275 375 375 450







Sybase DBA 25,000 32,000 35,000 40,000 45,000 50,000 250 300 300 400 400 450


THE SOUTH WEST - IT DEVELOPMENT

Junior

Intermediate

Senior

£300 PD

£400 PD

£450 PD

HOW MUCH CAN I EARN AS A CONTRACT JAVA DEVELOPER IN SOUTH WEST?





Programme Director N/A N/A 80,000 90,000 90,000 120,000 N/A N/A 750 1,250 1,250 1,750


Senior Project Manager N/A N/A 50,000 55,000 60,000 65,000 N/A N/A 400 600 600 800

Project Manager 40,000 45,000 45,000 55,000 55,000 60,000 300 350 350 450 450 550


Project Planner 25,000 28,000 30,000 32,000 35,000 38,000 200 250 250 300 300 400

Change Manager 32,000 35,000 35,000 45,000 45,000 50,000 250 300 300 400 400 450

PMO Manager 32,000 38,000 40,000 50,000 50,000 60,000 300 400 400 500 500 600

PMO Analyst 22,000 25,000 25,000 28,000 28,000 33,000 200 250 250 300 300 400

Senior Business Analyst 35,000 40,000 43,000 48,000 50,000 55,000 300 350 350 450 450 550


Data Analyst 22,000 25,000 25,000 30,000 30,000 40,000 200 250 250 300 300 400

THE SOUTH WEST - IT PROGRAMME/PROJECT SKILLS

HOW MUCH CAN I EARN AS A PERMANENT PMO MANAGER IN SOUTH WEST?

JUN

IOR

INTE

RM

ED

IATE

SE

NIO

R

£38

k

£50

k

£60

k





Test Manager 40,000 50,000 50,000 55,000 60,000 70,000 300 350 350 450 450 550

Senior Test Analyst N/A N/A 35,000 40,000 45,000 50,000 250 300 300 400 400 450

Test Analyst 25,000 30,000 32,000 38,000 40,000 48,000 225 250 250 300 300 350

Tester 20,000 25,000 25,000 30,000 35,000 38,000 200 225 225 275 275 300




Enterprise Architect N/A N/A 70,000 80,000 80,000 90,000 400 500 500 600 600 800

Solutions Architect N/A N/A 50,000 60,000 60,000 70,000 350 450 450 550 550 750

Infrastructure Architect N/A N/A 50,000 50,000 60,000 70,000 350 450 450 550 550 750

Security Architect N/A N/A 60,000 70,000 70,000 80,000 650 850 850 1,100 1,100 1,600




Chief Information Officer (CIO) N/A N/A 80,000 100,000 90,000 125,000 N/A N/A 800 1,600 1,600 2,200

IT Director N/A N/A 75,000 100,000 90,000 125,000 N/A N/A 800 1,200 1,200 1,600

Head of IT N/A N/A 55,000 75,000 75,000 85,000 N/A N/A 500 800 800 1,100

Development Manager N/A N/A 60,000 65,000 65,000 70,000 N/A N/A 400 500 500 600

Infrastructure Manager N/A N/A 45,000 55,000 55,000 65,000 N/A N/A 400 500 500 600

Service/Vendor Manager N/A N/A 50,000 55,000 55,000 65,000 N/A N/A 400 500 500 600

THE SOUTH WEST - IT MANAGEMENT

THE SOUTH WEST - IT ARCHITECTURE

THE SOUTH WEST - IT TESTING


THE MIDLANDS & THE NORTH SALARY TABLES


THE MIDLANDS & THE NORTH

2012 was widely expected to be a tough year for IT recruitment in the Midlands and the North. In reality however, the year exceeded expectations and proved to be one of the strongest years seen since the recession with steady growth both in permanent and contract recruitment. Hudson’s success in this area was a direct result of the commitment to develop specialists that deal specifically with individual skill sets allowing deeper market knowledge and assisting to develop stronger client and candidate networks.

The public sector performed better than expected with the business growing significantly in the second half of 2012. This growth is expected to continue throughout 2013 and early indicators suggest that this will be the case. The private sector remained cautious throughout 2012 with a few companies of note implementing new strategies and technologies which have had a positive effect on recruitment. Mobile application development has been a particularly buoyant area as companies rush to get a piece of this fast-growing market. A number of IT departments have been reshaped to help drive change within organisations which has led to increased optimism and spend in IT recruitment.

Companies are beginning to understand the benefits of staff retention and development, particularly with technology specialists. This has led to a shortage of IT professionals with niche skills and has increased the wages of those who perfectly fit a company’s demands. Now more than ever companies are looking to their IT departments to deliver change and efficiency. New technologies are offering exciting opportunities to cut costs and increase productivity and the opportunity to learn something new has proven a great tool to retain high performing employees.

The explosion in social networking has offered companies

a brand new way of interacting with their customers, clients and employees. The benefits of social networking and the rewards for being at the front of this trend has had a huge impact on IT departments and IT recruitment. One thing is clear; ignoring social networking is no longer an option for most companies and whether the companies are in the Midlands, the North or the rest of the UK this remains true.

With technologies and trends changing so fast, it is essential that IT departments remain at the forefront of their field to exploit opportunities as they arise and gain an early mover advantage. Hot topics at the beginning of 2013 have included the evolution of virtualisation, business intelligence, analytics and other systems to monitor recurring patterns that could develop into money making applications.

Demand for contracting and interim resources during 2012 saw a significant increase to levels comparable to those experienced in 2006/2007. The contracting space has performed better than the permanent recruitment market in 2012 and is expected to continue growing in 2013 albeit at a slightly slower rate. Contract and interim workers have been integral in helping businesses meet fluctuations in demand without tying companies down to long term expenditures. Salaries for contract and interim professionals throughout the Midlands and the North remained static in 2012 and are expected to stay at these levels for the foreseeable future.

Companies now expect exact fits to their requirements when hiring and therefore the demand for candidates skilled specifically in niche technologies is increasing. Core development skills, business and process analysis, e-commerce skills and change and transformation expertise are currently in high demand in the Midlands and the North. With IT being the basis of so much that we do today, leadership positions such as Chief Digital Officer are now being considered as a key part of the senior IT leadership in all major organisations.

OF IT EMPLOYEES STATED THAT THEY WORK ON AVERAGE 36+ HOURS A WEEK

76%


THE MIDLANDS & THE NORTH - IT SUPPORT




Head of Service Delivery N/A N/A 50,000 60,000 60,000 80,000 N/A N/A 400 500 500 700

IT Manager 28,000 32,000 32,000 45,000 45,000 55,000 250 300 300 350 350 550

Helpdesk Manager (ITIL) 26,000 32,000 32,000 40,000 40,000 56,000 250 300 300 350 350 450

Service Delivery Manager (ITIL) N/A N/A 40,000 50,000 50,000 75,000 300 350 350 400 400 500

Network Manager 30,000 35,000 35,000 45,000 45,000 65,000 300 350 350 400 400 500

Server Support 25,000 30,000 30,000 40,000 40,000 45,000 250 300 300 350 350 500

Desktop Support 20,000 22,000 22,000 26,000 26,000 34,000 200 250 250 300 300 350



Security Analyst / Engineer 30,000 35,000 35,000 45,000 45,000 60,000 300 350 350 450 450 550




Service Level manager (ITIL) N/A N/A 30,000 35,000 40,000 50,000 N/A N/A 300 400 400 600






JUN

IOR

INTE

RM

ED

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SE

NIO

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£30

0 P

D

£35

0 P

D

£45

0 P

D P

D

JUN

IOR

INTE

RM

ED

IATE

SE

NIO

R

£32

k

£40

k

£56

k

HOW MUCH CAN I EARN AS A HELPDESK MANAGER (ITIL) IN MIDLANDS & THE NORTH?


THE MIDLANDS & THE NORTH - IT DEVELOPMENT





.NET Developer 20,000 25,000 25,000 35,000 35,000 45,000 200 240 240 320 320 360

C# Developer 20,000 25,000 25,000 35,000 35,000 45,000 200 240 240 320 320 360

C++ Developer 17,000 22,000 23,000 33,000 33,000 45,000 160 216 216 256 256 320


JAVA Developer 20,000 32,000 32,000 40,000 40,000 55,000 160 200 200 360 360 400

J2EE Developer 20,000 32,000 32,000 40,000 40,000 55,000 280 320 320 400 400 480

Ruby (RoR) Developer 23,000 28,000 28,000 35,000 35,000 45,000 N/A N/A 25 30 35 45

PHP Developer 20,000 26,000 26,000 35,000 35,000 43,000 N/A N/A 25 30 35 45

Software App. Developer 20,000 24,000 24,000 30,000 30,000 36,000 N/A N/A 20 25 25 30

Mobile Developer 20,000 27,000 30,000 43,000 50,000 65,000 N/A N/A N/A N/A 40 60

SAP Consultant 25,000 35,000 40,000 60,000 60,000 90,000 300 400 400 500 500 800

SQL Developer N/A N/A 25,000 35,000 35,000 50,000 200 240 240 280 280 256

SharePoint Developer N/A N/A 32,000 40,000 40,000 55,000 250 300 300 325 325 400






Sybase DBA N/A N/A 40,000 50,000 50,000 70,000 300 400 400 450 450 650






Head of BI N/A N/A N/A N/A 65,000 80,000 N/A N/A N/A N/A 600 800

BI Manager 36,000 40,000 45,000 50,000 55,000 60,000 N/A N/A N/A N/A 400 600

BI Developer 30,000 35,000 35,000 40,000 45,000 50,000 N/A N/A N/A N/A 300 400

BI Analyst 30,000 35,000 35,000 40,000 40,000 45,000 N/A N/A N/A N/A 250 350

BI/MI reports developer 23,000 28,000 30,000 35,000 35,000 40,000 N/A N/A N/A N/A 300 350

THE MIDLANDS & THE NORTH - IT BUSINESS INTELLIGENCE




Programme Director N/A N/A 60,000 80,000 80,000 100,000 400 500 500 600 600 800+

Programme Manager N/A N/A 50,000 65,000 70,000 90,000 400 450 450 500 500 700+

Senior Project Manager N/A N/A 45,000 55,000 55,000 65,000 300 400 350 450 450 600

Project Manager 35,000 40,000 43,000 50,000 N/A N/A 200 300 300 400 400 550


Project Planner 20,000 22,000 22,000 26,000 30,000 35,000 100 150 150 200 200 250

Change Manager 30,000 35,000 40,000 55,000 50,000 65,000 300 350 350 450 450 600

PMO Manager N/A N/A 35,000 45,000 50,000 60,000 250 300 300 400 400 500

PMO Analyst 20,000 25,000 28,000 35,000 32,000 35,000 150 200 200 250 300 350+

Senior Business Analyst N/A N/A 40,000 47,000 45,000 50,000 300 400 400 500 500 600


THE MIDLANDS & THE NORTH - IT PROGRAMME/PROJECT SKILLS





Test Manager N/A N/A 30,000 40,000 40,000 55,000 350 400 400 450 500 600+


Test Analyst 20,000 22,000 23,000 25,000 28,000 30,000 250 300 300 350 350 400

Tester 19,000 23,000 23,000 27,000 27,000 30,000 150 200 200 250 250 350




Enterprise Architect 55,000 60,000 60,000 70,000 70,000 120,000 400 450 450 550 550 750

Solutions Architect 55,000 55,000 55,000 60,000 60,000 80,000 400 450 450 550 550 700


Security Architect 55,000 57,000 57,000 65,000 65,000 78,000 400 450 450 500 500 650




Chief Information Officer (CIO) N/A N/A 65,000 75,000 90,000 140,000 500 600 600 700 700 1,000

IT Director 50,000 55,000 55,000 70,000 80,000 100,000 400 450 450 550 550 900

Head of IT 45,000 55,000 55,000 65,000 70,000 80,000 350 400 400 450 500 700

Development Manager 35,000 40,000 45,000 50,000 55,000 65,000 350 400 400 500 500 800

Infrastructure Manager 40,000 45,000 45,000 50,000 50,000 65,000 300 400 400 500 500 650

Service/ Vendor Manager 40,000 45,000 45,000 50,000 55,000 80,000 300 400 400 500 500 650

THE MIDLANDS & THE NORTH - IT MANAGEMENT

THE MIDLANDS & THE NORTH - IT ARCHITECTURE

THE MIDLANDS & THE NORTH - IT TESTING


SCOTLANDSALARY TABLES


SCOTLAND OF DEPARTING IT ROLES ARE ALWAYS REPLACED

THIS IS THE HIGHEST PERCENTAGE SHOWN ACROSS ALL SURVEYED INDUSTRIES

32%

Despite uncertainty and economic fragility we were mildly optimistic about IT recruitment in Scotland in 2012. We found this optimism to be justified and believe that 2013 will continue to be a period of growth. However this growth is highlighting a major skills gap which continues to open up as demand increases.

IT is synonymous with change and those changes have never been faster. Social media and analytics have invaded all corners of the enterprise while cloud computing and mobile apps have now become mainstream.

Throughout 2012 we found that a number of our clients are finding it difficult to recruit professionals with the exact set of skills they required. This was accompanied by a worry about losing their staff during 2012 due to increased salary benefits expectations.

Many of the trends we discussed in 2011/12 are now having a clear impact on our industry and on hiring patterns for 2013. These trends are clearly going to influence the market in 2013 and beyond. Scotland I.S has highlighted the gap in supply and demand recently, with almost 70% of respondents to their industry survey expecting to take on more people. However the majority believe they will locate the talent required in Scotland and the worry is the lack of appropriate skills is becoming a critical barrier to growth.

The continued adoption of technology by the wider population and demand for mobile apps is resulting in the role profile of IT professionals evolving to match the need to deal with this. The personal attributes are changing too, for example, improved stakeholder management, communication skills, wider business knowledge and the ability to be nimble and drive change are all competencies that are more in demand than ever. Understanding business strategy and becoming more strategically focussed is no longer desirable but mandatory.

Some business units are increasingly deploying their own systems and mobile apps and IT departments need to understand how they work and integrate them into the fabric of the organisation. IT talent therefore needs to be able to think in a strategic, business focussed way rather than simply managing servers and storage devices.

2013 is predicted by Accenture to be the year that companies plunge into big data projects and try to unlock the value that is held inside sometimes massive amounts of information. Analytics software is becoming more sophisticated and the new insights being gained are filtering into lines of business, allowing more agile and effective decision making. This trend is expected to accelerate in 2013 and have an impact on the skills required by organisations to ensure these projects are successful.

The acceleration of digital enterprise and social media is forcing organisations to rethink business processes and interact in a more collaborative way with their customers. The growth in digital and mobile applications has resulted in organisations that need to be able to act in the agile manner that is necessary to respond to these changes. Mobile devices are becoming the norm and 2013 is expected to be the year when IT executives have to focus on creating a consistent experience across devices and browsers. It is going to be crucial that organisations design IT systems around mobility and ensure all services can be delivered through mobile channels.

This change in emphasis has resulted in a skills shortage already in the digital and mobile technologies markets and the skills required to service this need are already in short supply as are solid developers with skills in JAVA or .NET and ORACLE.

It is not just candidates with advanced stakeholder management skills and strong adaptation to change that have seen a climb in demand recently. With technology evolving at such a rapid speed, specialist technical skills are a must and organisations are keen to hire candidates with these abilities. Many companies are now placing great importance on having

the right people with the right traits, knowledge and skills for gaining competitive agility. Despite the increase in IaaS and SaaS, organisations – especially those who are high growth SMEs - are loading up on IT talent and building up centres of technical excellence to spur innovation and to gain a competitive advantage in the market. These focussed recruitment exercises are further depleting the pool of skills available and increasing demand for highly skilled professionals.

Our experience to date indicates that salaries in 2012 were coming under pressure. Clients are tending to base salaries and rates on their prior experience of recruiting a similar role which could have been over 18 months ago. If one is to embark on a rigorous sign off process for a role it makes sense to get it signed off at the correct level for the market initially.

A primary concern for organisations in 2013, as in 2012, should be the quality and availability of skills within the permanent and contractor candidate pool. However, employers should be wary that salary on its own is not a talent attraction and/or retention strategy, and to treat it as such will not yield favourable results. The challenge will be to identify potential and ensure that it is effectively attracted to the right organisation who can develop this talent to gain and sustain competitive advantage. More focus on graduate recruitment and training will be essential if Scotland is to meet the needs of the future.

Despite a difficult economy, there are many compelling drivers for IT spending at the moment – yet it is impossible to be everywhere at once. Where and how to invest is the biggest challenge – however, with the right people in place the challenges become easier.





IT Manager N/A N/A 40,000 55,000 50,000 70,000 300 375 375 400 400 500

Helpdesk Manager 25,000 35,000 30,000 40,000 38,000 40,000+ 275 325 325 350 350 425

Service Delivery Manager 35,000 40,000 40,000 45,000 50,000 60,000 300 375 375 350 350 550

Network Manager 28,000 33,000 30,000 40,000 38,000 40,000+ 300 375 375 350 350 500

Server Support 22,000 25,000 25,000 32,000 30,000 40,000 180 225 225 250 250 350

Desktop Support 18,000 22,000 20,000 25,000 23,000 28,000 125 155 155 185 185 280



Security Analyst/ Engineer 25,000 28,000 28,000 35,000 35,000 45,000 250 325 325 350 350 600



Capacity Planner N/A N/A 30,000 40,000 40,000 50,000 200 225 225 250 250 400

Storage Management Analyst N/A N/A 30,000 40,000 40,000 50,000 350 425 425 450 450 600



Network Consultant 28,000 33,000 30,000 40,000 38,000 40,000+ 250 325 325 350 350 550

SCOTLAND - IT SUPPORT

Junior

Intermediate

Senior

£40k

£45k

£60k

HOW MUCH CAN I EARN AS A SERVICE DELIVERY MANAGER IN SCOTLAND?






.NET Developer 25,000 32,000 28,000 38,000 35,000 50,000 300 350 360 380 375 500

C# Developer 25,000 28,000 28,000 35,000 40,000 55,000+ 300 350 360 380 375 500

C++ Developer 24,000 30,000 28,000 38,000 35,000 50,000 275 300 300 325 325 375


JAVA Developer 25,000 35,000 30,000 42,000 45,000 60,000 300 350 375 400 365 525

J2EE Developer 25,000 33,000 30,000 42,000 40,000 50,000+ 300 350 375 400 365 525

SAP Consultant N/A N/A 40,000 50,000 60,000 75,000 300 375 400 500 600 1000

SQL Developer 22,000 25,000 27,000 38,000 33,000 52,000 300 325 325 350 350 450

SharePoint Developer N/A N/A 30,000 45,000 45,000 55,000 310 335 340 375 360 525

Mainframe Developer N/A N/A 28,000 35,000 35,000 45,000 250 275 275 300 300 450

ORACLE Developer 25,000 30,000 32,000 42,000 42,000 50,000+ 280 300 325 350 350 450

Middleware Messaging Developer N/A N/A 38,000 48,000 45,000 60,000 350 425 425 450 450 600



Sybase DBA 25,000 30,000 30,000 40,000 40,000 55,000 325 375 375 400 400 600


Mobile/Digital Developers N/A N/A N/A N/A N/A N/A 350 400 425 500 500 650+

SCOTLAND - IT DEVELOPMENT

JUN

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£20

0 P

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£25

0 P

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£30

0 P

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£28

k

£32

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£38

k

HOW MUCH CAN I EARN AS A CAPACITY PLANNER IN SCOTLAND?






Programme Director N/A N/A 70,000 85,000 80,000 150,000 N/A N/A 650 800 800 2000

Programme Manager N/A N/A 60,000 75,000 70,000 100,000 N/A N/A 600 775 775 1500

Senior Project Manager N/A N/A 55,000 70,000 65,000 85,000 450 525 525 575 550 700

Project Manager 40,000 45,000 45,000 55,000 55,500 70,000 375 425 425 475 450 600


Project Planner 25,000 30,000 30,000 35,000 35,000 40,000 150 175 175 200 200 275

Change Manager N/A N/A 35,000 50,000 45,000 60,000 350 425 425 450 450 600

PMO Manager N/A N/A 45,000 60,000 55,000 70,000 375 400 450 500 500 650

PMO Analyst 23,000 30,000 30,000 35,000 35,000 40,000 260 275 300 325 350 400

Senior Business Analyst N/A N/A 35,000 45,000 45,000 55,000 300 350 350 400 400 500


Data Analyst 18,000 23,000 23,000 28,000 28,000 35,000 250 275 275 300 300 400

SCOTLAND - IT PROGRAMME/PROJECT SKILLS

Junior

Intermediate

Senior

£23k

£28k

£35k

HOW MUCH CAN I EARN AS A PERMANENT DATA ANALYST IN SCOTLAND?


SCOTLAND - IT MANAGEMENT

SCOTLAND - IT ARCHITECTURE

SCOTLAND - IT TESTING




Test Manager N/A N/A 40,000 55,000 50,000 70,000 350 375 375 400 400 600


Test Analyst 20,000 25,000 25,000 33,000 30,000 40,000 275 275 275 300 300 350

Tester 20,000 25,000 23,000 32,000 28,000 40,000 225 250 250 275 275 350




Enterprise Architect N/A N/A N/A N/A 70,000 95,000 450 575 575 600 600 850

Solutions Architect N/A N/A N/A N/A 65,000 85,000 450 575 575 600 600 850

Infrastructure Architect N/A N/A N/A N/A 55,000 65,000 450 575 575 600 600 850

Security Architect N/A N/A N/A N/A 60,000 75,000 400 525 525 550 550 725




Chief Information Officer (CIO) N/A N/A N/A N/A 85,000 150,000 N/A N/A 800 2,000+ 1,000 3,000

IT Director N/A N/A N/A N/A 70,000 95,000 N/A N/A 850 1,500 1,000 2,500

Head of IT N/A N/A N/A N/A 65,000 80,000 N/A N/A 800 2,000 3,000 4,000

Development Manager N/A N/A 50,000 60,000 65,000 80,000 500 600 650 750 850 2,000

Infrastructure Manager N/A N/A N/A N/A 55,000 70,000 450 600 600 900 850 2,000

Service/ Vendor Manager N/A N/A N/A N/A 45,000 60,000 450 600 600 900 750 1,500


HUDSON UK & IRELAND OFFICES


ABERDEEN

4 - 5 Golden Square Aberdeen AB10 1RD

Tel: +44 1224 620 262

EDINBURGH

Caledonian Exchange 19a Canning Street Edinburgh EH3 8EG

Tel: +44 131 555 4321

MANCHESTER

The Chancery 58 Spring Gardens Manchester M2 1EW

Tel: +44 161 832 7728

BIRMINGHAM

Victoria Square House Victoria Square Birmingham B2 4AJ

Tel: +44 121 633 0010

GLASGOW

130 St Vincent Street Glasgow G2 5HF

Tel: +44 141 221 8182

MILTON KEYNES

500 Avebury Boulevard Milton Keynes MK9 2BE

Tel: +44 1908 547 995

DUBLIN

10 Lower Mount Street Dublin 2

Tel: +353 1 676 5000

LONDON

Chancery House 53 - 64 Chancery Lane London WC2A 1QS

Tel: +44 20 7187 6000

READING

Greyfriars Gate 5 - 7 Greyfriars Road Reading Berkshire RG1 1NU

Tel: +44 118 939 1003

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NOTES


UK.HUDSON.COM

hudson it salary survey 2013

Business

contributory pension plan

contract interim

remain fairly static

chief digital officer

notes2013 salary

testing2013 salary

work lifebalance

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