CONTENTS:

www.capitaitresourcing.co.uk

IT AND DIGITALSALARY GUIDE 2019

2

3

1. ABOUT US / 4

2. METHODOLOGY / 7

3. REMUNERATION TRENDS / 8

4. EMPLOYEE INSIGHTS / 10

5. EMPLOYER INSIGHTS / 12

6. PREDICTIONS FOR NEXT 5 YEARS / 15

7. CONTACT US / 16

CONTENTS:

IT and Digital Salary Guide 2019 3

Capita IT Resourcing4

1. ABOUT US

We understand that it is the quality of your people that drives your team and organisation's success, and we're dedicated to ensuring that you hire only the best.

We have over 20 years of experience in the recruitment of contract and permanent IT and digital talent. Whether you need to fill an entire project team or a single position, we introduce you to the right people. Our objective is to be a long-term trusted partner for each and every one of our clients and candidates.

The talent markets we cover include:

We have an in-depth understanding of technology opportunities and challenges that other recruiters just cannot match. We also deliver more than just recruitment, with blended solutions including our consultancy capability, that are focused on the results you need.

Testing

BI, Big Data and Analytics

Cloud and Infrastructure

IT and Information Security

Projects, Programmes and Change

Development Digital and e-commerce

Enterprise Applications

Capita IT Resourcing (part of Capita People Solutions) is a leading UK IT and digital recruitment provider, well placed to deliver expert resource and market advice when and where you need it.

5IT and Digital Salary Guide 2019

We have expertise in your marketplace Each of our consultants is a specialist in a particular niche market and has in-depth experience recruiting for the roles within their area of expertise. They will advise you on salary benchmarks, competitor activity and market trends in your space.

HOW WE CREATE VALUE FOR YOU

We’ve got excellent talent networks Over 80% of IT professionals aren’t actively looking for a new role. Our extensive networks across niche areas means we reach the people other recruiters can’t, particularly the top talent. With our consulting team investing time to talk to off-market candidates each and every week, we have the ability to give you the best talent.

We don’t take our track record for granted We are a knowledge business, and it’s our people that make the difference. We don’t take our capability for granted; we are constantly looking for new talent for our own business, and we set the bar very high. We also take onboarding, induction and ongoing learning and development very seriously – your business and marketplace are constantly changing, and so is ours.

We’re exceptional at what we doWe have successfully placed thousands of IT professionals across the UK and Europe. We’ve been a niche recruitment business since our inception and have taken the time to perfect what we do – our clients and candidates testify to this. If you’re looking for somebody to join your team in an area we specialise in, you can be confident that we’ve done this before.

6 Capita IT Resourcing6 Capita IT Resourcing

2. METHODOLOGY

7IT and Digital Salary Guide 2019

This guide covers IT and digital recruitment markets, focusing on the top 30 job roles in these areas. The data has been compiled using information gathered in the first two quarters of 2019 from our offices across the UK, and drawing on insights from leading analytics provider, Innovantage.

It is based on job listings, job offers and candidate registrations. In order to identify the current hiring trends, we also surveyed a range of employees and employers from IT and digital backgrounds.

In addition, we are sharing relevant findings from our recent Human to Hybrid research to talk about predictions for the next 5 years.

IT and Digital Salary Guide 2019

3. REMUNERATION TRENDS

8 Capita IT Resourcing

For local salaries in your region, please contact us on +44 (0) 845 605 0564 or email us on capitaitresourcing@capita.co.uk

Job role Average salary per annum Junior Mid Senior

.NET Developer £47,500.00 £32,500.00 £47,500.00 £60,000.00

1st Line/Service Desk Analyst £22,000.00 £20,500.00 £24,000.00 £27,000.00

Account Manager £35,000.00 £26,750.00 £34,000.00 £44,000.00

Application Support Analyst £37,500.00 £32,500.00 £38,000.00 £45,000.00

Business Analyst £47,500.00 £30,000.00 £45,000.00 £55,000.00

Business Development Manager £36,500.00 £25,000.00 £35,000.00 £50,000.00

Cloud Architect £60,000.00 £40,000.00 £60,000.00 £85,000.00

Data Analyst £40,000.00 £28,500.00 £40,000.00 £50,000.00

Data Scientist £60,000.00 £38,000.00 £60,000.00 £80,000.00

Database Developer £37,500.00 £28,000.00 £37,500.00 £50,000.00

Desktop Support Analyst £28,500.00 £25,000.00 £28,500.00 £32,000.00

Front End Developer £37,000.00 £23,000.00 £37,000.00 £40,000.00

Infrastructure Engineer £42,000.00 £30,000.00 £42,000.00 £63,000.00

Java Developer £55,000.00 £35,000.00 £54,500.00 £65,000.00

JavaScript Developer £50,000.00 £30,000.00 £48,500.00 £60,000.00

Lead Generation Executive £21,000.00 £19,500.00 £21,000.00 £22,500.00

Network Engineer £35,000.00 £22,500.00 £35,000.00 £55,000.00

PMO Analyst £32,500.00 £22,500.00 £32,500.00 £50,000.00

Product Owner £46,000.00 £32,000.00 £45,000.00 £70,000.00

Project Manager £48,000.00 £30,000.00 £48,000.00 £60,000.00

Python Developer £55,000.00 £30,000.00 £55,000.00 £77,000.00

Quality Assurance Analyst £24,500.00 £21,500.00 £24,000.00 £28,000.00

RPA Developer £47,500.00 £32,500.00 £48,500.00 £70,000.00

Sales Executive/Specialist £30,000.00 £22,500.00 £30,000.00 £40,000.00

Security Architect £70,000.00 £40,000.00 £70,000.00 £90,000.00

Software Tester £37,500.00 £27,000.00 £37,500.00 £45,000.00

Test Lead £38,500.00 £28,000.00 £38,500.00 £50,000.00

Test Manager £55,000.00 £40,000.00 £ 55,000.00 £75,000.00

Tester (Automation) £45,000.00 £30,000.00 £43,500.00 £65,000.00

UX Designer £40,000.00 £30,000.00 £40,000.00 £70,000.00

Below are the remuneration trends for the top 30 IT and digital roles.

Permanent

9IT and Digital Salary Guide 2019

For local salaries in your region, please contact us on +44 (0) 845 605 0564 or email us on capitaitresourcing@capita.co.uk

Job role Average rate per day

.NET Developer £420.00

1st Line/Service Desk Analyst £145.00

Account Manager £280.00

Application Support Analyst £330.00

Business Analyst £450.00

Business Development Manager £250.00

Cloud Architect £600.00

Data Analyst £380.00

Data Scientist £500.00

Database Developer £350.00

Desktop Support Analyst £130.00

Infrastructure Engineer £370.00

Java Developer £450.00

JavaScript Developer £425.00

Junior Front End Developer £255.00

Lead Generation Executive £100.00

Network Engineer £360.00

PMO Analyst £275.00

Product Owner £475.00

Project Manager £450.00

Python Developer £460.00

Quality Assurance Analyst £350.00

RPA Developer £430.00

Sales Executive/Specialist £115.00

Security Architect £580.00

Software Tester £360.00

Test Lead £410.00

Test Manager £375.00

Tester (Automation) £400.00

UX Designer £450.00

Contract

9

4. EMPLOYEE INSIGHTS

10 Capita IT Resourcing

According to our research, nearly one in two employees (49%) is either happy or neutral in their current role. Despite overall job satisfaction, employees are still open to or actively looking for a new role. There’s a slight shift towards more permanent rather than contingent hiring in the IT industry.

When looking for a new position, 54% of candidates would prefer a permanent role. Family commitments and a need for stability are the major reasons for this pattern.

Concerns over the uncertainty of Brexit, and instability in the economy are also key reasons for choosing the security of a permanent position. However, contracting still remains an appealing option for IT professionals, despite the upcoming implementation of the IR35 reform in the private sector.

Salary satisfactionDespite the tech skills shortage in the UK and increasing salaries to win the war for talent, only 40% of IT professionals are satisfied with their current salary. In a market where talent is scarce, it’s paramount for employers to offer a salary that IT specialists expect, otherwise skilled employees will look elsewhere.

Even though it’s clear that salary is important for employee attraction and retention, there are still a number of workers who do not receive regular pay rises. According to our research, over 54% of respondents have not received a salary increase in the last 12 months.

We also found out that, on average, employees receive up to 2.5% pay increase per year. Only about 11% receive over 10% pay increase. Moreover, less than 30% have received a bonus in the last 12 months.

Despite uncertainty over Brexit, over 90% of respondents stated it hasn’t paused their job search.

Top six factors attracting employees to a new job:

Location

Progression opportunities

Company

Flexible working

Training and development

Salary

11IT and Digital Salary Guide 2019

The most important benefits to employees are:

Flexible working

Training and development

Pension Performance bonus

Healthcare

With regards to working hours, on average, employees work 35-40 hours per week. Nearly 30% work over 40 hour per week. Less than 5% work 35 hours or below.

The most common reason for looking for a new job is lack of progression opportunities. Nearly two thirds (65%) of our respondents admitted their employers do not invest enough in their career development.

Employers are using various ways to invest in employee career development:

14% unsure

16%

not at all48% to some extent

22%

significantly

Training days

Peer group sessions

Internal workshops

Professional body accreditation courses

Online training courses

Almost 60% of those surveyed revealed that they would be more loyal to their employer if there were opportunities to upskill and boost their career development.

It is evident that the advancement of technology has been impacting the workplace, particularly automation and artificial intelligence (AI).

We asked our respondents to what extent they think automation and AI would impact their roles within the next three years, and the results were the following:

5. EMPLOYER INSIGHTS

12 Capita IT Resourcing

Technological advances and a growing skills gapAccording to a report from the Edge Foundation*, the estimated 600,000 vacancies in digital technology are costing £63 billion a year. Edge Foundation’s Director of Policy and Research, Olly Newton, commented that ‘We are currently relying on the talent and skills of people coming from abroad, clearly with Brexit on the horizon we need a new strategy.’

Indeed, with the demand for technology skills only set to increase and this shortage inevitably growing, employers must begin to listen to their employees, understand what they want from who they work for, and deliver it. As much as the media touts that your people will be replaced by robots, your workforce is more valuable than ever.

The most in-demand tech skills

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41%34% 38%

31%37%

29%

People are needed to work with and manage technology as it becomes part and parcel of our working lives. True, jobs in retail, hospitality, transport and manufacturing are at risk from automation. But when it comes to the tech industry, it needs the right people, with up-to-date skills, to operate and work seamlessly alongside tech to get the best results and make the most of it.

Employers admit that finding candidates with the right skillset is the biggest challenge they currently face when hiring. Upon finding a talented candidate with the appropriate skills, salary expectations can be another barrier to attracting and retaining talent. Managing candidate salary expectations in the hiring process and once hired can be tricky. What could help to improve such a contentious situation? The answer lies in data.

Technological advances and an increasing skills

shortage

Data and insight

Benefits and employee

incentives

Digitisation and the future

of work

Key factors affecting hiring:

* http://www.edge.co.uk/SkillsShortagesBulletin2

13IT and Digital Salary Guide 2019

Demand for tech talent remains high

Data and insightAccording to findings from our Human to Hybrid research, 83% of business leaders see data and insight as critical for them to improve recruitment and talent acquisition. Moreover, 76% see high quality data and employee insights as crucial for them to build robust, extensive talent pools and retention strategies.

Benefits and employee incentivesKeeping talent is easier if businesses offer staff the opportunity to progress their careers and incentives to keep engagement levels high. From our survey, the vast majority of employers are aware of this and use a wide range of bonuses and incentives to attract and retain employees. There’s no doubt that employees value salary and progression opportunities the most, however, factors such as location, company and flexible working are also significant. Moreover, perks can make a huge difference to workforce morale.

The most common benefit packages offered by employers:

Social activities and events

Healthcare Season ticket loan

Pension Remote/flexible working

Training/development

70% are planning to recruit immediately

The rest in 1–3 months

Mainly for permanent roles

Relatively high number of contract roles as well

14 Capita IT Resourcing

Digitisation and the future of workAs technology increasingly works alongside people in the workplace to boost the efficiency of tasks, increase productivity, and innovate traditional ways of working, digitisation is quickly sweeping through businesses. Our research revealed that over 85% of employers have already begun to invest in automation and artificial intelligence (AI) across their operations and processes. If employers are not investing in digital, then they run the risk of being ignored by skilled candidates, and losing their current top talent, too.

With the rise of technological investment, soft skills, such as the ability to adapt and unlearn and relearn new skills will be as important, if not more so than people possessing the hard skills required for the latest roles. Almost three-quarters of business leaders we interviewed agreed that soft skills are becoming ever more important and a key thing they look for when hiring.

HR and business leaders stated that their benefit packages are reviewed every 2-5 years, with 42% of those surveyed planning to review them over the next 12 months, and 85% of employers will be carrying out pay reviews over the next 12 months.

To what extent has digitisation of manual processes and systems taken priority in your 2019 strategy?

71% said it’s a priority and they are beginning to make changes

14% not at all

15% admitted it’s in their strategy but not a priority

15IT and Digital Salary Guide 2019

7. PREDICTIONS FOR THE NEXT 5 YEARS

Using data now and in the future – insights from our Human to Hybrid researchAs the amount of data available gradually increases, we’re going to see an ever-increasing demand for people who understand data. Even for those not working directly with data, an understanding of STEM fields will become more and more necessary. We are likely to also see a rise in the demand for hybrid roles, where analytical skills are needed alongside experience in a certain sector, for example HR roles which need to take on analysis of employee data.

In our recent Human to Hybrid whitepaper, we note the impact of data in talent attraction and retention.

Only 1 in 5 organisations is extremely confident they have access to all the skills they need to meet their business objectives over next five years.

Organisations are split in how they know what skills they have within their workforce and which skills they need to recruit for – 46% rely on instinct/gut feel whilst 54% use detailed gap analysis on what skills they have and what skills they need (highest in retail 62%).

On average, more than half (54%) of skills gaps could be addressed by better use of data. Not improving data and insights is seen to result in more difficulty retaining talent, candidate experience suffering and losing candidates to competitors.

Data-driven recruitment is seen to deliver better outcomes for business through:

44% Better visibility of skills in the workforce

41% Reduced recruitment costs/financial savings

36% An improved internal profile of HR

35% Future-proofing the business against skills shortages

54% Better use of data to retain talent

Download our recent Human to Hybrid whitepaper here.

15IT and Digital Salary Guide 2019

@2019 Capita plc All rights reservedWhilst we make every effort to ensure that the information contained in this guide is accurate and complete, some of the information is supplied to us by third parties and we are not able to check the accuracy or completeness of that information. We do not accept any liability arising from any inaccuracy or omission in any of the information contained within this guide.

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CONTACT US

FIND OUT MORE ABOUT SALARY BENCHMARKING

If you are a candidate looking for a new IT role and want salary advice, call us on +44 (0)845 605 0564 and we’ll be happy to assist.

If you are an employer looking to hire new IT talent, please email us on capitaitresourcing@capita.co.uk or register a vacancy at capitaitresourcing.co.uk/registeravacancy

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