Randstad Technologies_2015 Guide

2015TECHNOLOGIESCOMPENSATION

GUIDE

table of contentsMethodology 1

Canadian IT landscape 2

Bridging the gap 4

Hiring in 2015 5

Alberta 6

British Columbia 10

Manitoba 15

New Brunswick 16

Newfoundland and Labrador 19

Nova Scotia 20

Ontario 21

Quebec 45

Saskatchewan 56

1

methodologyThis document provides salary information for the most in-demand positions, across a wide range of Canadian cities.

For each position, we provide a salary range that corresponds to the first, third and fifth years of experience. These numbers represent base salaries before benefits.

For executive positions the size of a company has more impact on wages than years of experience. This is why salary ranges for executive positions are based on total income, which allows us to present a more accurate picture.

Randstad Technologies has commissioned a comprehensive analysis of our own internal numbers and numbers from a valued external resource (the Economic Research Institute, ERI) and have produced this salary guide of roles that matter to you, focused on the cities where you work.

Our printed guide focuses on 10 of Canada’s largest cities; we also have an electronic version of this guide that contains the majority of Canadian municipalities.

Visit www.randstad.ca/technologies.

2

Canadian IT landscape: fostering innovation with top talentThe technologies landscape in Canada is burgeoning with innovation, bringing new opportunities for businesses and professionals. From the Internet of Things, Big Data and Cloud Computing, we’ve constructed a digital environment that facilitates collaboration and commerce. But technology also raises new challenges.

While technology moves fast, the Canadian government has done well to keep up, passing amendments to the laws that govern financial institutions, insurance companies, investment firms and crypto-currencies to ensure that our banks are not being used to launder money or fund terrorism. Our very identities, both financial and personal, live in servers and in systems that are sometimes breached and misused. Beyond our pocketbooks, protecting and managing our digital identities is a field of growth in 2015.

Skills on the rise: application development, identity access management Randstad Technology will see high demand and increased salaries in Identity Access Management (IAM). IAM professionals work with data and systems to protect and unify peoples’ online and financial identities. These IT professionals often have blended skill sets – a mixture of analysis and pure development, the hardest to fill – as they create applications that align user identities to credit card data and marketing information. This means that, whether you are using your smartphone or computer, you’ll be connected to your own identity.

Those actions are tracked on an increasing number of devices and applications, which is why in 2014 we saw incredible demand for application developers. New technologies and devices advance quickly, but the skills that are required to program for them shift slowly. Last year, almost 50% of roles our clients requested included coding in JAVA as a requirement – often this is the face of mobile application development, supporting the tools that make our smartphones, tablets and the Internet of Things so valuable. While salaries in pure web development have slowed, app developers are making more money this year.

Regional compensation outlook: Western Canada still leads the wayFor IT professionals looking for work, Fort McMurray, Alberta, Vancouver, British Columbia and Calgary, Alberta offer the highest average salaries across the board, while roles in Sherbrooke, Quebec, Moncton, New Brunswick, Winnipeg, Manitoba and Niagara Falls, Ontario offer some of the lowest.

As the President of Randstad Canada, I’m lucky to have a line of sight into thousands of salary negotiations across the country. I know that a lot goes into what companies offer their teams and what a candidate will be willing to accept. Things like the cost of living in a particular region or ease of transportation can quickly change a candidate’s mind about taking a job even if an offer is too low. Meanwhile, for employers, contractors or businesses that can supply services as a temporary substitute for making a hiring decision can change how aggressively an employer drives a salary upward.

Requested Developer Skills, 2014

5+5+20+20+50Other 5%

Java 50%

Mobile Web 20%

.NET 20%

SQL Database 5%

3

Attracting the best talent: it isn’t just about the moneyWhat Randstad Technologies sees is that for job seekers, it isn’t just salary that makes a job worth taking, but the culture fit and management style that suits their life and work habits. Employers need to offer more than a paycheck to get top talent.

When you make an offer, it needs to be one that candidates feel comfortable considering, an offer that will allow them to feel they are valued and that you understand and respect their market value.

Hiring and talent management are long-term strategies, especially in IT. With technologies shifting so quickly, building a flexible and dynamic workforce is key to taking advantage of new opportunities. There are three things Randstad Technologies believes successful organizations should be focusing on in 2015:

1. Hiring young: Generation Y has already entered the workforce in a real way. Their skills are competitive, but their experience may not be where you need them to be fully productive. This year, hire members of Generation Y and try to bring in co-op students from Generation Z. You need younger workers to understand your employer brand and they bring a lot of value and insight to the table. Being attractive to a younger demographic will increase your ability to build an effective organic recruitment strategy, especially as more experienced demographics become more expensive. The leaders of tomorrow are coming out of school today, and as an industry we need to recruit the young people our institutions train.

2. Contractors and contingent labour: While you need to build internal teams to help deliver this year’s business solutions, onboarding team members won’t solve immediate burning issues. There’s an opportunity cost to not deploying new tools or systems that improve efficiencies today. Contractors, or a contingent labour solution, can work with your team and immediately deliver on projects that can set new hires up for success this year.

3. Retention and promotion of women: As demand for top talent increases this year, all companies need to look at their hiring and retention strategy for women. This can be as simple as looking at the gender mix in your team and working to bring more women on to it, or as deep as an analysis of performance evaluations to see if there is an existing unconscious bias that might make certain demographics feel less valued. Women represent over 50% of the working population, but as low as 23% of workers in IT1.

I hope that our Randstad Technologies 2015 National Compensation Survey helps you make wise business decisions and supports you in making the strongest offer to your top talent.

1 Randstad Canada Women Shaping Business 2014 : http://www.womenshapingbusiness.com/

Tom Turpin President Randstad Canada

Contract vs Permanent Hiring 2014* Our projection is that large employers such as governments and telecommunications companies are more likely to hire contractors in 2015.

20+80Contract 80%

Permanent 20%

4

Bridging the gap: salaries and employer brandingInformation technologies play an enormous role in our lives. Canada is one of the most connected nations in the world, spending 34.6 hours a month online, the third highest in the world with much of it on our smartphones. 75% Canadians own one – almost 20% higher than the American market2.

That propulsion has created a “gap” in employment, despite the fact that there are over 1.118 million workers in Canada’s digital economy. IT workers have an unemployment rate of only 2.9%, making those already employed even more valuable. Meanwhile, 93% of employers believe there’s a gap between “existing and desired skill levels” among their current IT staff. What that means is that companies are already deficient in the skills they believe their employees should have as they strive towards full productivity.

2 Internet and mobile usage statistics: https://www.comscore.com/Insights/Presentations-and-Whitepapers/2014/2014-Canada-Digital-Future-in-Focus 3 CIO survey: http://businessandworkplace.com/white-paper-seismic-shifts-challenge-cios-goals 4 Internet of Things: http://www.prnewswire.com/news-releases/70-percent-of-msps-must-adapt-services-to-capitalize-on-internet-of-things-avg-study-reveals-573155550.html 5 Labour shortage fallacy: http://policyschool.ucalgary.ca/sites/default/files/research/mcquillan-labour-shortages-final.pdf 6 Rates of female STEM: employment http://wiseatlantic.ca/pdf/Interview%20with%203%20chairs/NSERC_Part_Two_03.pdf 7 Graduation rates of women in STEM: http://www12.statcan.gc.ca/nhs-enm/2011/dp-pd/prof/index.cfm?Lang=E 8 Randstad Award – 2014: http://www.randstadaward.ca/En/home.aspx

In a survey of CIOs across North America, 80% of IT and business managers reported there are skills gaps in their IT departments, and that these gaps will affect at least one area of their business, particularly in areas such as cyber security, network infrastructure and big data3. In fact, a study by AVG found that seven in ten (71%)4 IT leaders say that due to the Internet of Things, their organization will need to take “extra steps to secure and protect their data”. That means they’ll be hiring.

The gap, recognized by the Canadian Chamber of Commerce as “the greatest risk to our economic competitiveness”, is a result of factors such as geography and a lack of skills training, as well as a mismatch between the skills available and the needs of the marketplace.5 It will continue to contribute to the increased salaries of IT workers in the coming years.

There are, however, ways to address this gap through internal training and external sourcing. In some cases, retraining IT workers who’ve fallen behind on versioning, or who’ve left the workforce and are seeking to return with out-of-date skills is an inexpensive solution; new programs for training coming in 2015 from the provincial and federal government should be leveraged to convert potential candidates for internal promotion into must-have prospects.

Another solution is to develop a focus on diversity and the attractiveness of a company’s employer brand. Women represent 23%6 of the IT labour force while representing 40%7 of IT graduates. For companies seeking to recruit more women, Randstad Canada’s employer branding research has found that workplace flexibility and ensuring a positive working environment in the office are keys to successful attraction.

As important as getting the right salary for your new hires is, open discussions around your employees’ expectations is key to keeping the workers you have today. Canada will only become more connected in the years to come, and the demand for top talent will continue to rise.

IT Workers in Canada1.118 Million 2.9% Unemployment vs 7% National Average

Where are Canada’s IT Professionals?

Youth employed in IT:

Ontario:

Alberta:

Women employed in IT:

Quebec:

Atlantic Canada:

Immigrants employed in IT:

British Columbia:

Saskatchewan & Manitoba:

42,000

39,700

33,700

386,000

76,500

213,000

204,600

305,000

102,500

5

Hiring in 2015: a regional perspectiveSince 2012, Quebec has been seeking expanded partnerships with telecommunications providers to enhance their cloud computing capacity and big data operations9, which is one reason why, in the second quarter of 2014, Quebec saw more hiring in IT than Ontario. Meanwhile, Canada’s most populous province still represents the largest Canadian IT employment market10. Montreal has become a hub for application and some of the world’s best game development – these fields are expanding and competition for great candidates will be high in 2015.

In Alberta, demand for IT professionals couldn’t be higher. It’s estimated that by 2018, cumulative shortages for web designers and developers will exceed those of mechanical, or electrical engineers11. Meanwhile, in British Columbia, the third quarter of 2014 saw the number of workers in the digital economy grow beyond 100,000 workers for the first time.

Ontario, and specifically the GTA, will continue to be the hive for Canadian technologies. While other regions will grow faster, the majority of jobs will be found in Toronto. The startup and development cultures in Toronto are creating new powerhouse companies – 2015 will see more growth in the startup industry.

9 Quebec Big Data: http://www.theglobeandmail.com/report-on-business/quebec-eyes-data-centres-as-tech-incubation-hubs/article6332133/ 10 Q2 Employment report IT: http://www.ictc-ctic.ca/wp-content/uploads/2014/08/SCDA-ICTC-Summer-2014-English.pdf 11 Alberta Labour Outlook report page 26: http://work.alberta.ca/documents/occupational-demand-and-supply-outlook-2013-2023.pdf 12 https://www.wantedanalytics.com/analysis/posts/global-hiring-demand-for-web-developers 13 ICTC Development Roadmap: http://www.ictc-ctic.ca/wp-content/uploads/2014/07/AdoptionRoadmap.pdf

In-demand Skills 2015

In a year where Facebook spent $16 billion for an instant messaging application and European courts passed an edict demanding the right to be forgotten, the teams that make both possible are more valuable than ever.

In 2015, continuing the trend of the global IT market’s growth of user interface design and application development, web developers will continue to be the most in demand role12. Data from 2014 Wanted Analytics indicate they represented 21% of all tech jobs companies hired for. In the coming year, positions in data analytics and data architects will represent a large share of technologies hiring. Statistics Canada Labour Force results from August 2014 show data analytics actually beat out development.

Cloud infrastructure and application development driving growthTwo fields that saw strong growth in 2014 were digital application development and cloud computing, which together employ over 100,000 Canadians and are expected to grow significantly in 2015. The competition for these professionals is high13 as is Canada’s adoption of technologies that are driving everything from social media to integrated sales and customer relations platforms.

Both of these fields are supporting big data, and the Internet of Things.

The innovations of today are the industries of tomorrow. IT workers will be driving and delivering both.

1 4

2 5

3

Anti-Money Laundering Identity Access Management

Application Development Project Management

Business analysis, finance

6

Alberta, Calgary

Agile Practice Lead / Scrum Master $75,000 $85,000 $100,000 Android and iPhone Developer $70,000 $85,000 $100,000 Applications Programming Manager $97,700 $105,500 $113,100 Architect (Enterprise) $100,000 $115,000 $125,000 Architect (Infrastructure) $75,000 $88,000 $105,000 Architect (Solutions / Technical) $80,000 $95,000 $110,000 BI Developer (Business Intelligence) Developer / Analyst $68,000 $78,000 $90,000 Business / Technical Systems Analyst (Industry Specific) $65,000 $78,000 $95,000 Business Analyst $75,000 $85,000 $100,000 Chief Information Officer $137,700 $198,200 $270,700 Chief Technology Officer $150,000 $170,000 $200,000 Computer Network Administrator $61,500 $67,800 $73,800 Database Administrator $71,800 $79,500 $86,900 Database Analyst $68,000 $75,300 $82,300 Deskside Support (PC Specialist) $44,600 $53,400 $58,600 Engagement Manager / Service Delivery Manager $95,000 $110,000 $125,000 Enterprise Infrastructure Director $92,500 $102,300 $125,000 ERP Consultant (Techno Funcational Analyst) $80,600 $88,100 $97,900 ERP Programmer $67,100 $73,200 $79,100 ERP Programmer (Funcational Analyst) $65,000 $75,000 $90,000 ERP Project Manager $93,300 $99,200 $105,000 Helpdesk (Level 1 Phone Support) $39,200 $44,800 $50,400 Helpdesk/Technical Support (Level 2 & 3) $50,400 $61,600 $72,800 Information Systems Manager $94,400 $102,000 $109,400 Information Technology Director $106,800 $137,100 $167,500 Infrastructure Project Manager $95,500 $104,200 $112,600 IT Auditor $62,100 $67,800 $73,300 LAN/WAN Administrator $61,500 $67,800 $73,800 Network Engineer $64,100 $70,800 $77,300 Package Design Director $98,300 $118,700 $147,400 Program Manager $72,800 $79,400 $85,800 Project Administrator $60,000 $65,000 $68,000 Project Coordinator $46,600 $50,600 $54,200 Project Director (Infrastructure / Application Development) $95,000 $110,000 $125,000 Project Manager (Industry Specific) $85,000 $100,000 $120,000 QA Analyst / Manual tester $65,000 $75,000 $85,000 Quality Assurance Analyst $65,600 $73,300 $80,500 Quality Assurance Director $107,200 $132,500 $161,600 Quality Assurance Manager IT $84,800 $90,700 $96,300 Quality Control Tester $56,900 $62,900 $68,500 Search Engine Optimization (SEO Expert) $55,000 $65,000 $85,000 Security (IAM / Applications Level) $78,000 $90,000 $110,000 Security (Network) $65,000 $78,000 $95,000 Systems Analyst $68,000 $72,200 $76,400 Technical Writer $56,900 $63,100 $69,000 Telecommunications Analyst $64,100 $70,700 $77,200 Telecommunications Analyst VOIP (Telecommunications Analyst) $60,000 $65,000 $80,000 UI Developer $65,000 $75,000 $90,000 UI/UX Designer $75,000 $85,000 $105,000 Unix Administrator $70,300 $76,900 $83,400 Vice President Information Technology $137,700 $198,200 $270,700 VP of Professional Services $120,000 $145,000 $175,000 Web Content Administrator $50,400 $55,900 $61,300 Web Developer $68,300 $74,500 $80,500 Web Developer, Open source (Web Developer) $72,000 $78,000 $85,000 Webmaster $68,300 $75,300 $82,000

experience

position title 1 year mid 3 years mid 5 years mid

7

Alberta, Edmonton


experience


8

Alberta, Fort McMurray


experience


9

Alberta, Lethbridge


experience


10

British Columbia, Burnaby


experience


11

British Columbia, Kelowna


experience


12

British Columbia, New Westminster


experience


13

British Columbia, Vancouver


experience


14

British Columbia, Victoria


experience


15

Manitoba, Winnipeg


experience


16

New Brunswick, Fredericton


experience


17

New Brunswick, Moncton


experience


18

New Brunswick, Saint John


experience


19

Newfoundland and Labrador, St. John’s


experience


20

Nova Scotia, Halifax


experience


21

Ontario, Barrie


experience


22

Ontario, Brampton


experience


23

Ontario, Brantford


experience


24

Ontario, Burlington


experience


25

Ontario, Guelph


experience


26

Ontario, Hamiltonexperience



27

Ontario, Kingston


experience


28

Ontario, Kitchener


experience


29

Ontario, London


experience


30

Ontario, Markham


experience


31

Ontario, Milton


experience


32

Ontario, Mississauga


experience


33

Ontario, Niagara Falls


experience


34

Ontario, Oakville


experience


35

Ontario, Oshawa


experience


36

Ontario, Ottawa


experience


37

Ontario, Peterborough


experience


38

Ontario, Sarnia


experience


39

Ontario, St. Catharines


experience


40

Ontario, Stratford


experience


41

Ontario, Sudbury


experience


42

Ontario, Thunder Bay


experience


43

Ontario, Toronto


experience


44

Ontario, Windsor


experience


45

Quebec, Drummondville


experience


46

Quebec, Gatineau


experience


47

Quebec, Granby


experience


48

Quebec, Laval


experience


49

Quebec, Lévis


experience


50

Quebec, Montreal


experience


51

Quebec, Quebec City


experience


52

Quebec, Saguenay


experience


53

Quebec, Saint-Georges


experience


54

Quebec, Sherbrooke


experience


55

Quebec, Trois-Rivières


experience


56

Saskatchewan, Regina


experience


57

Saskatchewan, Saskatoon


experience


58

Notes

59

Randstad Technologies across CanadaCalgary403.263.4501

Edmonton780.497.7750

Vancouver 604.687.5919

Victoria250.383.4004

Winnipeg204.942.1208

Halifax902.444.4717

Toronto416.962.9262

Mississauga905.277.9111

Richmond Hill905.882.1044

Ottawa613.727.1411

Kitchener519.579.9727

Montreal514.845.5775

Quebec418.525.8163

Regina306.501.8297

about Randstad Canada

about Randstad Technologies

Randstad Canada is the Canadian leader for staffing, recruitment and HR services. As the only fully integrated staffing company in the country, we understand the recruitment needs and demands of employers and job seekers across all levels and industries. Through our insightful knowledge of local markets, employment trends and our global network of recruitment experts, we are shaping the Canadian world of work.

our areas of expertise

Randstad Technologies provides custom, scalable recruitment and resource management solutions as well as contact centre staffing that respond flexibly and creatively to Canadian companies. Our specialized recruiters work in your community and know your industry. We place experienced IT professionals to help companies grow with the technologies of today and prepare for the technologies of tomorrow. We are experts shaping information technologies.

www.randstad.ca/technologies

To find out how Randstad Canada can help you find and manage the best talent to drive your business forward, visit randstad.ca.

Randstad Technologies_2015 Guide

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