What are you worth? North East Salary Survey 2017

Transcription

1 What are you worth? North East Salary Survey 2017

2 Introduction Welcome to the 2017 edition of the Nigel Wright Recruitment North East Salary Survey. As a company that is at the core of recruitment in the region, it is essential that we acknowledge any market trends that have taken place during the previous year without engaging in any unpredictable political uncertainties. The information in this report has been gathered from over 1000 respondents who completed our online survey in the last quarter of 2016, as well as data from our extensive database of candidates. This provides us with a large data-set allowing us to understand in more depth the average salary and the type of benefits people receive within the North East. Other factors include what benefits people see as an important part of their remuneration package and the reasons why people move jobs internally or externally, as well as the methods that they utilise to search for a new job. We hope that the results presented within the general overview and discipline specific sections will be of interest. For further information and advice please contact one of our consultants specialising in your specific discipline on About Nigel Wright Recruitment Since its formation in the 1980s, Nigel Wright Group has become a leading name in the recruitment industry across Europe. Nigel Wright consultants solve business problems for clients every day through the provision of effective recruitment solutions. The business has grown from being a specialist recruiter in the finance sector to covering a full range of disciplines in a number of different industry sectors. Currently, we have thirteen offices from which to support our growing client base. Our current locations are: Newcastle, London, Wynyard, Paris, Madrid, Dusseldorf, Amsterdam, Copenhagen, Aarhus, Oslo, Stockholm, Gothenburg and Malmo. Nigel Wright Recruitment is a specialist UK division focusing on a broad range of professional disciplines and industry sectors for local, national and international businesses. The teams handle executive and senior management roles, through to junior and entry level for permanent, temporary, interim and contract assignments. We have specialist teams recruiting the following disciplines; executive and NEDs, sales, marketing, engineering, manufacturing, supply chain and procurement, finance and accountancy, information technology and human resources. Nigel Wright Recruitment s specialist consultants are committed to delivering a quality service; most have an industry background and all are experienced in dealing with key companies in your sector. This depth of knowledge and expertise ensures that the professional and unique service offered to our clients and candidates is second to none. 2 North East Salary Survey 2017

3 Foreword An additional 27,000 people are now working in the region compared to this time last year and the North East also boasts the biggest fall in unemployment of anywhere in the UK during the last twelve months. While UK unemployment, in general, has reached a 42-year low, recent data show that our region has accounted for over twenty-five percent of the overall decline nationally in 2017, and seventeen percent for the whole of This dramatic fall also means the North East is no longer the country s main trouble child when it comes to jobs (or lack of); though 5.9% still leaves us precariously near the bottom of the those out of work league. Wages too have been creeping up, showing a 2.5% increase during the last year, a trend which is reflected in the report, but there s a still a long way to go to raise earnings up to the national average. Those in the North East currently earn 16% less on average than workers elsewhere in the UK, and with rising inflation and recent figures showing the UK has experienced the worst fall in real wages of any OECD country, it s fair to say the spending power of local consumers won t improve in the short term. While the region has enjoyed a fairly buoyant year there are signs that we are now entering a period of slower growth. Indications are that domestic and export sales are in decline and with the onset of US protectionism destabilising international markets, and negotiations with Europe approaching, the question will be how much business confidence can be maintained during the ongoing uncertainty over Britain s future role. We hope you enjoy reading the report and find the perspectives offered to be useful. Should you have further questions, please do not hesitate to contact a member of our team who will be more than happy to clarify any of the information presented. North East Salary Survey

4 Contents Executive summary 1.0 Non-monetary indicators 1.1 Job satisfaction by job level & salary 1.2 Weekly hours worked by sector 1.3 Job satisfaction by discipline & hours worked 1.4 Factors influencing a change of roles 1.5 Methods used to search for a new role 1.6 Hiring intentions of company Salaries, benefits and bonuses 2.1 Respondents basic salary excluding benefits or bonus by type of employment 2.2 Basic salary excluding benefits or bonus by generic job title 2.3 Average percentage of salary increase received and expected by generic job title 2.4 Benefits and bonus entitlement 2.5 Importance of benefits as part of a remuneration package by gender 2.6 Bonus rates received and expected 2.7 Pensions 2.8 Flexible working options 2.9 Nights away from home Skills and attitudes 3.1 Skill shortages 3.2 Qualities needed to be successful 4.0 Analysis of salaries in relation to discipline 4.1 Executive / board level 4.2 Finance and Accountancy 4.3 Human Resources 4.4 Information Technology 4.5 Supply Chain 4.6 Manufacturing 4.7 Engineering 4.8 Marketing 4.9 Sales Contact information 57 4 North East Salary Survey 2017

5 Respondents profile BASE GENDER M:67%F:33% AGE 15% over fifty 32% in their forties 15% under thirty 30% in their thirties EMPLOYMENT 96% 91% work full-time in a permanent role EDUCATION 70% 29% educated to degree level or above hold a professional qualification such as CIM, IPD, ACA, etc COMPANY SIZE SECTOR 50% <500 people 36% 25% Industrial & Manufacturing 11% Consumer Sector 38% <250 people Business Support & Professional Services 39% >1000 people 18% Public and Third Sectors 7% Digital & Creative COMPANY TURNOVER 2% Construction > 46% 40m 33% > 100m 20% Don t know 1% Scientific / Life Sciences North East Salary Survey

6 Respondents profile TIME WITH CURRENT EMPLYER 33% 26% < 2 years 2-5 years 22% 19% >10 years 5-10 years TIME IN CURRENT ROLE 64% 16% < 3 years 3-5 years 6% 14% >10 years 5-10 years JOB SATISFACTION 16% 45% 18% Moderately satisfied Very satisfied 5% Moderately dissatisfied Very dissatisfied HOURS WORKED 42 per week (average) 6 North East Salary Survey 2017

7 Executive summary

8 Basic salary, excluding benefits and bonuses As part of their last salary review respondents received, on average, a 2.9% increase. Overall, respondents were expecting slightly less in their next salary review, with the average increase expected, falling to 2.5%. Most respondents were either moderately satisfied (49%) or very satisfied (14%) with their current remuneration. 5% say they are very dissatisfied and 18% say they are moderately dissatisfied. Job seeking and job changing 64% of respondents in permanent employment would use Nigel Wright Recruitment s website to search for a new job. This was followed by other online job boards (46%) and direct approaches to employers (44%). 35% would use social networking sites, but only 3% would use regional or local newspapers. Respondents in non-permanent employment rely more on online job boards (61%). When looking to change jobs, increased remuneration, new challenges and promotion would be the most important factors for respondents. Benefits 69% of respondents working in permanent employment receive some form of company benefit or bonus as part of their remuneration package. Pension 43% with a pension have held their company pension fund for more than five years, with employers contributing 3% on average, and respondents personally contributing a further 3%. Car allowance or loan 37% of respondents working in permanent employment are entitled to a car allowance or loan, with an average value of 7, North East Salary Survey 2017

9 Annual leave Most respondents working in permanent employment (52%) are entitled to between 21 and 25 days of leave per year. 43% have more than 25 days leave every year (5% have less than 21 days). Healthcare 57% of respondents working in permanent employment are entitled to healthcare. Half of those with healthcare benefits (50%) receive cover for both themselves and family members. Importance of benefits Respondents felt that the three most important employer benefits as part of a remuneration package were holiday entitlement (58%), an employer contributory pension (57%) and flexible working (56%). Bonus Guaranteed bonus Only 10% of respondents working in permanent employment receive a guaranteed bonus as part of their remuneration package. Their average bonus payment was 10.2%, and they anticipate their next annual bonus will be slightly higher (10.9%). Company performance related bonus 63% of respondents working in permanent employment receive a company performance related bonus as part of their remuneration package, the average bonus payment being 9.5%. Of those receiving this benefit, only 11% receive a bonus payment of over 20%. The average bonus payment for next year is anticipated to be 9.1%. Personal performance related bonus 37% of respondents working in permanent employment receive a personal performance related bonus as part of their remuneration package, the average being 9%. Of those receiving this benefit, only 7% receive a bonus payment of over 20%. The average bonus payment for next year is anticipated to be 9.4%. North East Salary Survey

10 1.0 Non-monetary indicators This section presents information from respondents from all disciplines and levels, on their working hours, levels of satisfaction and the factors that motivate them to change roles.

11 1.1 Job satisfaction by job level and salary Respondents were asked to rate their level of job satisfaction on the following five-point scale: 1. Very satisfied 2. Moderately satisfied 3. Neither satisfied or dissatisfied 4. Moderately dissatisfied 5. Very dissatisfied ALL % JOB % Executive (board level) Management Non- management ANNUAL SALARY % Under 80, Over 80,000 Our North East respondents were more likely to have high levels of job satisfaction compared to some of their European counterparts. The results show that just over a fifth (21%) of the workforce are dissatisfied, but that 63% say they are either moderately or very satisfied. Executive (C-suite & board level) unsurprisingly display the highest levels of job satisfaction, with only 6% saying they are dissatisfied, compared to 21% of the total sample. Although there are variations between the strength of respondents satisfaction, there is a correlation between levels of satisfaction and position / salary. The challenge is to find out why some employees are dissatisfied and what can be done to change this, whilst ensuring that the satisfaction level of the rest of the workforce is maintained. North East Salary Survey

12 1.2 Weekly hours worked by sector On average, respondents working full-time spend 45 hours per week at work, and this does differ by sector. For example, sales people say they work six hours a week more than marketing professionals. POSITION - HOURS PER WEEK Executive (Board / C-Level) Supply Chain, Logistics and Procurement Sales (Inc. Business Development, Account Management etc.) 48 IT 44 HR (Inc. Recruitment, Change Management etc.) 48 Finance & Accountancy 42 Operations: Manufacturing or Engineering Marketing Professional Services North East Salary Survey 2017

13 1.3 Job satisfaction by discipline and hours worked Respondents were asked to rate their level of job satisfaction on the following five-point scale: 1. Very satisfied 2. Moderately satisfied 3. Neither satisfied or dissatisfied 4. Moderately dissatisfied 5. Very dissatisfied DISCIPLINE % All Operations & supply chain Marketing IT Sales Finance WEEKLY HOURS WORKED % Under 40 hours hours 50+ hours We also examined job satisfaction by discipline and the number of hours people were working. IT professionals, sales people, operations / supply chain professionals in our sample displayed higher levels of dissatisfaction in their jobs than other disciplines. There is no pronounced correlation between the number of hours worked and job satisfaction. North East Salary Survey

14 1.4 Factors influencing a change of roles Internal External CHANGING JOBS % Increased remuneration Different environment / culture New challenges Flexible working Promotion Change location 7 12 Achieve an improved work-life balance Change discipline 8 9 Gain new skills Respondents were asked to select the top three factors that would motivate them to change jobs, both within their current company (internally) and to another organisation (externally). It is perhaps no surprise that the three most popular influencing factors are quite closely linked one leading to the other in most cases. These were increased remuneration, new challenges and promotion. When we examined if there were significant gender differences in the reasons why people would move to a new company, the major difference was in relation to flexible working. 35% of women said that this would be an influencing factor, compared to only 22% of men. 14 North East Salary Survey 2017

15 1.5 Methods used to search for a new role JOB SEARCH - ALL % Nigel Wright Recruitment website Other recruitment consultancies Online job boards 46 Internal bulletin boards / employer intranets 22 Direct approaches to employers 44 NEWS Regional or local newspapers 7 Social networking sites 37 Trade magazines 6 Respondents were asked to select methods that they would utilise when looking for a new role. As the respondents surveyed were mainly people already known to Nigel Wright Recruitment, it is no surprise that this is the top method cited by the sample. This was followed by other online job boards (46%) and direct approaches to employers (44%). North East Salary Survey

16 1.5 Methods used to search for a new role JOB SEARCH % Executive (board level) Management Non- Management Contract & Temporary Nigel Wright Recruitment website Online job boards Direct approaches to employers Social networking sites Other recruitment consultancies Internal bulletin boards / employer intranets NEWS Regional or local newspapers Trade magazines Board-level respondents were least likely to use online job boards, and this is the method most favoured by contract and temporary workers. 16 North East Salary Survey 2017

17 1.6 Hiring intentions of a company RECRUITMENT LEVELS % Recruit more No change in recruitment levels Recruit fewer Not planning to recruit Don t know Over a third of respondents (35%) said that they expected their company to recruit more people in the next 12 months. Less than a fifth believe their company will either recruit fewer people (12%) or have no plans to recruit (7%). CHALLENGES - ALL % Shortage of suitable candidates Competition from other employers Applicants with unrealistic salary requirements Issues relating to Brexit Immigration restrictions When asked about challenges that their company would expect to encounter when recruiting staff over the next 12 months; nearly half (48%) cited a shortage of suitable candidates, followed by competition from other employers (30%). CHALLENGES - IN COMPANIES THAT WILL RECRUIT MORE % Shortage of suitable candidates Competition from other employers Applicants with unrealistic salary requirements Issues relating to Brexit Immigration restrictions In companies that are planning to recruit more people, these two challenges are exacerbated, with candidate shortages being a problem for 70% of firms, and competition from other employers rising to 41%. Issues relating to Brexit and immigration restrictions were not considered to be key problems by the majority of North East respondents. North East Salary Survey

18 2.0 Salaries, benefits and bonuses This section presents information from respondents from all disciplines and levels on their salary, benefits and bonuses.

19 2.1 Respondents basic salary excluding benefits or bonus by type of employment Permanent Non-Permanent BASIC SALARY % Less than 19,999 70,000-79, ,000-29,999 80,000-89, ,000-39,999 90,000-99, ,000-49, , , ,000-59, , ,000-69, Government statistics show that average weekly earnings in the North East are 13% lower than the UK average (and 31% lower than London). Nigel Wight s salary survey for 2017 has found that salaries have increased, on average, by 2.9% during the last 12 months. This is in line with expectations outlined in last year s report and a clear indication of improving market conditions. It also reflects official statistics that show an annual increase of 2.8% The average daily rate for contract workers is 380, and the average daily rate for temporary staff works out at 160. North East Salary Survey

20 2.2 Basic salary by generic job title Salary by job title of respondent (Average) CEO (67% of the sample earning 100, ,000+) Executive Director (54% of the sample earning 100, ,000+) Managing Director / General Manager (46% of the sample earning 100, ,000+) Operational Director (below main board level) (73% of the sample earning 100, ,000) Non-Executive Director (60% of the sample earning 90, ,000) Head / Controller (59% of the sample earning 40,000-80,000) Senior Manager (57% of the sample earning 40,000-70,000) Manager (64% of the sample earning 30,000-50,000) Consultant (88% of the sample earning 30,000-50,000) Developer (66% of the sample earning 30,000-50,000) Designer (68% of the sample earning 30,000-50,000) Advisor (88% of the sample earning 20,000-40,000) Assistant Manager (80% of the sample earning 20,000-40,000) Analyst (79% of the sample earning 20,000-40,000) Officer (69% of the sample earning 20,000-40,000) Assistant (100% earning less than 30,000) Administrator / PA (94% earning less than 30,000) 115, , ,500 97,700 95,000 62,400 55,700 41,900 40,600 39,200 38,900 38,800 34,000 33,200 29,400 23,400 23,200 The results above are taken purely from respondents answering the 2017 Salary Survey. This highlights the differences in salaries received by respondents fulfilling different, generic roles, within their organisations. A more detailed analysis of job titles in relation to function is outlined later in this report, and is based on our extensive database of North East candidates. 20 North East Salary Survey 2017

21 2.3 Average percentage of salary increase received and expected As part of their last salary review, North East respondents received, on average, a 2.9% increase. Executives received 3.8%, managers received 2.9% and non-managers received 2.4%. Overall, there is an anticipation that increases will be somewhat lower this year. Half (51%) of respondents expect an increase of between 1% and 5% next year. RECEIVED ALL Executive (board level) Management Non- Management 0% 28% 23% 26% 34% Up to 1% 11% 7% 11% 16% Between 1-2% 21% 20% 25% 17% Between 2-3% 17% 19% 16% 16% Between 3-5% 8% 9% 9% 6% Between 5-10% 8% 11% 8% 5% Between 10-15% 3% 6% 1% 3% Between 15-20% 2% 3% 2% 2% 20%+ 2% 2% 2% 1% Average 2.9% 3.8% 2.9% 2.4% EXPECTED ALL Executive (board level) Management Non- Management 0% 20% 17% 21% 19% Up to 1% 10% 7% 11% 12% Between 1-2% 22% 23% 25% 17% Between 2-3% 19% 22% 20% 17% Between 3-5% 10% 10% 10% 8% Between 5-10% 5% 11% 3% 7% Between 10-15% 3% 4% 1% 5% Over 15% 2% 4% 1% 2% Don't Know 9% 2% 8% 13% Average 2.5% 3.5% 2.1% 3.1% North East Salary Survey

22 2.4 Benefits and bonus entitlement RECEIVE BENEFITS AND BONUSES % Company performance related bonus 63 Personal performance related bonus 37 Healthcare 57 Car allowance / loan 37 Company pension 43 Guaranteed bonus 10 Overall 69% of those surveyed receive some form of benefit or bonus. The most common being a company bonus (63%) and healthcare (57%). STANDARD HOLIDAY ALLOWANCE (WITHOUT LIEU DAYS) % Under 20 days days days days 36 days or more Most our sample in full time employment has between days holiday a year while 11% have over 31 days. 22 North East Salary Survey 2017

23 2.5 Importance of benefits as part of a remuneration package by gender BENEFITS All % Male % Female % Holiday entitlement Employer contributory pension Flexible working Bonus - personal Bonus - company performance Health insurance Car allowance Share options Company car and petrol Respondents felt that the three most important employer benefits as part of a remuneration package were holiday entitlement (58%), an employer contributory pension (57%) and flexible working (56%). Career breaks (2%), and Non-contributory pension company car without petrol (4%) and childcare allowances (4%) were considered the least important benefits In terms of gender, women do appreciate holidays, pension and flexible working more than men, whereas men Childcare favoured personal allowances bonus payments, car allowances and share options more than women Company car without petrol Career breaks / sabbaticals Respondents felt that the three most important employer benefits as part of a remuneration package were holiday entitlement (58%), an employer contributory pension (57%) and flexible working (56%). Career breaks (2%), and company car without petrol (4%) and childcare allowances (4%) were considered the least important benefits. In terms of gender, women do appreciate holidays, pension and flexible working more than men, whereas men favoured personal bonus payments, car allowances and share options more than women do. North East Salary Survey

24 2.6 Bonus rates received and expected Bonus payments for this year are anticipated to stay around the same level as they were last year. GUARANTEED BONUS Received % Expected % COMPANY BONUS PERSONAL BONUS North East Salary Survey 2017

25 2.7 Pensions RECEIVE A COMPANY PENSION Average number of years in pension 10 Percentage contribution from employer % Percentage contribution from employee % CONCERN ABOUT SIZE OF FINAL PENSION % Not concerned at all Somewhat concerned Concerned Very concerned In the United Kingdom, it is currently mandatory that an employer enrolls employees into a pension scheme if the employee is aged over 21 years and earning at least 10,000 per year. In the North East, there is an average of 3.5% contribution from the employer with the recipient matching a further 3.1%. We asked people if they were concerned about their final pension pot. Only 22% said they were not concerned, and 12% admitted that they were very concerned. Overall, 78% of people have some level of concern which is clearly an issue for the future. North East Salary Survey

26 2.8 Flexible working options WORKING OPTIONS % ALL MALE FEMALE Working from home Part-time working Flexi-time Compressed hours (same hours over fewer days) Job sharing Term-time working Annual hours None % of people say that their company offers at least one option of flexible working. Most common was working from home (44%) and part-time working (40%), followed by flexi-time (36%) The women in our survey are more likely to work for organisations that offer them some form of flexible working (72%) than men (67%), and this is most pronounced in terms of part-time working where over half of women (53%) work for a company offering this option compared to only a third of men (33%). 26 North East Salary Survey 2017

27 2.9 Working away from home We also asked our sample how many nights do they stay away from home during the week, and found that 52% spend at least one night away. Just over a quarter (27%) spend at least one night away per week, 6% average two nights and 3% are spending at least three. The figures show an unsurprising correlation between higher salaries and time away from home. NIGHTS SPENT WORKING AWAY FROM HOME PER WEEK % None One night Two nights Three or more nights NIGHTS AWAY PER WEEK % of respondents None 74% 19% 7% One night 42% 30% 28% Two nights 35% 37% 28% Three or more nights 28% 41% 31% SALARY: Up to 50,000 50,000 to 80,000 Over 80,000 North East Salary Survey

28 3.0 Skills and attitudes This section presents information from respondents on skill shortages and what qualities they believe are needed to be successful in their industry.

29 3.1 Actions to address skills shortages SKILL SHORTAGES ALL % EXECUTIVE (BOARD LEVEL) % Recruited apprentices Increased training budgets Recruited from other industries or professions Allowed employees to take study leave for external training Increased marketing activity to raise profile with prospective candidates Transferred employees into skill shortage Increased recruitment budget 9 22 Recruited workers from other countries 9 13 Over a quarter (28%) of our sample felt that there were skill shortages at their place of work. When asked for specific information about these skill shortages, whilst the majority cited specific operational skills, 17% highlighted managerial and leadership skills shortages, 17% mentioned engineering skill shortages and 16% highlighted IT skill shortages. All respondents were then asked to what actions their employers has taken to correct skill shortages. The actions most cited by a third of our sample were recruiting apprentices and increasing training budgets. Only 9% said that their employers had recruited workers from abroad. Interestingly, our executive respondents provided a different perspective on actions than all respondents. North East Salary Survey

30 3.2 Qualities needed to be successful QUALITIES NEEDED - ALL % Flexible / adaptable Self-sufficient / independent Cope well under pressure 76 Strategic thinker 52 Excellent communicator Strong leader Professional knowledge Action orientated Great people skills Great networker Confident / self-assured 62 Respondents were asked to select what qualities they felt were the most important for progressing their career. Being flexible and adaptable (78%), coping well under pressure (76%) and being an excellent communicator (75%) scored highest. Interestingly, only 26% of our sample cited networking skills as a quality needed for success, which may well be a reaction to the idea that in these days of social media, there is less need to physically meet people. 30 North East Salary Survey 2017

31 3.2 Qualities needed to be successful QUALITIES NEEDED % All Executive (Board / C-Level) Marketing Sales Finance HR IT Operations Supply Chain Professional Services Flexible / adaptable Cope well under pressure Excellent communicator Professional knowledge Great people skills Confident / self-assured Self-sufficient / independent Strategic thinker Strong leader Action orientated Great networker We do see interesting differences by job discipline. For example, sales people rank networking much higher than other professionals (although it s still not one of the highest qualities on their horizons), board-level executives rank strong leadership and excellent communication qualities as top, strategic thinking scores highest amongst marketing professionals, while professional knowledge, although scoring less with C-suite and sales and marketing specialists, is high on the list for professional services and HR. North East Salary Survey

32 4.0 Analysis of salaries in relation to discipline

33 4.1 Executive / board level JOB TITLE AVERAGE MINIMUM MAXIMUM Chairman / President 162, , ,000 CEO (Chief Executive Officer) 159,000 90, ,000 CIO (Chief Information Officer) 135,000 80, ,000 COO (Chief Operating Officer) 124,000 70, ,000 CMO (Chief Marketing Officer) 124,000 90, ,000 CFO (Chief Financial Officer) 110,000 60, ,000 GM (General Manager) 110,000 70, ,000 VP (Vice President) 107,000 70, ,000 MD (Managing Director) 95,000 60, ,000 NED (Non-Executive Director)* 16,000 10,000 50,000+ The salaries shown above are taken from our extensive range of executive level candidates based in the North East. At this level, titles will indicate the size of the company. For example, small companies are less likely to employ C-Suite officers, whereas managing directors will be found in companies of all sizes. * Public sector and not for profit NED salaries range from between 5,000 and 15,000, the majority of which fall at the bottom end of the range. Private sector NED salaries, on the other hand, range from between 20,000 and 50,000 depending on ownership (i.e. Private Equity). PLC NEDs also earn more than those employed in privately owned businesses. North East Salary Survey

34 4.1 Executive / Board Level Basic salary In our 2017 salary survey, we asked executive and board level respondents to provide information about their basic salary: Basic salary, excluding benefits: 23% of respondents are very satisfied and 52% are moderately satisfied with their current remuneration. Only 14% of respondents are very dissatisfied. Salary increase received and expected: 48% of respondents at executive and board level received between a 1% and 5% increase in their last salary review. On average, the last pay increase was 8.5%. Benefits At executive and board level, 81% of respondents receive some form of company benefit or bonus as part of their remuneration package. Car allowance: 63% of respondents at executive and board level are entitled to a car allowance or loan. 40% of those receive over 8,000 with 6% receiving more than 20,000. Annual leave: 48% of executive and board level respondents take between 21 and 25 days leave per year. 52% take more than 25 days. Healthcare: 75% of executive and board level respondents are entitled to a healthcare allowance of which 73% have cover that includes themselves and family members. Pension: 59% of executive and board level respondents have been paying into a pension fund for over five years (28% for over 15 years). 38% receive over 7% contributions from their employer. A quarter (25%) receive in excess of 9% contributions from their employer. Typically, executive and board level respondents will contribute at least between 5% into their company pension fund (58%), with 20% paying in a minimum of 9%. Bonuses Guaranteed bonus: 8% of respondents at executive and board level receive a guaranteed bonus, but the value does not exceed 20%. Company performance related bonus: 75% of respondents at executive and board level receive a company performance related bonus. The majority (56%) received between 5% and 40% in their last bonus and 32% are expecting to receive over 20% in their next bonus. Personal performance related bonus: 35% of respondents at executive and board level receive a personal performance related bonus. For a quarter of respondents (25%), the value of their last bonus was between 1-5%, 18% received between 5-10%, and 29% received between 10-20%. For their next personal performance bonus, 53% of respondents anticipate the payment will be between 10-40%, with 4% anticipating over 40%. Views Skills shortages: At executive and board level, 46% of respondents said that their company had recruited apprentices to address skill shortages, 27% said that they had either recruited from other industries or professions, or increased marketing activity to raise corporate profile and 25% said that they had increased training budgets. Only 13% said that they had recruited workers from foreign countries. Qualities required to be successful: To be successful at executive and board level, respondents indicated that a mix of good communication skills (80%), being a strong leader (80%) and being flexible and adaptable (72%) are essential. Importance of benefits: Respondents at executive and board level considered an employer contributory pension (56%), holiday entitlement (45%) and a company performance bonus (44%) to be the three most important benefits. 34 North East Salary Survey 2017

35 4.2 Finance and Accountancy JOB TITLE AVERAGE MINIMUM MAXIMUM INDUSTRY AND COMMERCE Group Finance Director 128,000 76, ,000 Finance Director 82,000 62, ,000 Group / Senior Financial Controller 74,000 56, ,000 Finance Controller 53,000 38,000 69,000 FP&A Manager 62,000 47,000 77,000 Business Partner - FP&A 59,000 53,000 71,000 Finance Business Partner 47,000 31,000 70,000 Finance Manager 44,000 37,000 72,000 Senior / Group Accountant 44,000 36,000 66,000 Financial Accountant 41,000 26,000 67,000 Company Accountant 40,000 22,000 51,000 Management Accountant 35,000 22,000 58,000 Assistant Accountant 26,000 22,000 38,000 Finance Analyst 52,000 34,000 64,000 Assistant Analyst 32,000 22,000 37,000 Accounts Receivable Manager 40,000 36,000 46,000 Accounts Payable Manager 39,000 26,000 44,000 Accounts Receivable Supervisor 27,000 24,000 30,000 Accounts Payable Supervisor 27,000 22,000 31,000 Accounts Receivable Clerk 21,000 17,000 28,000 Accounts Payable Clerk 20,000 17,000 22,000 Payroll Manager 37,000 23,000 55,000 Payroll Supervisor 28,000 22,000 36,000 Payroller 22,000 18,000 29,000 Credit Manager 41,000 25,000 80,000 Credit Supervisor 28,000 23,000 36,000 Credit Controller 22,000 18,000 33,000 North East Salary Survey

36 4.2 Finance and Accountancy JOB TITLE AVERAGE MINIMUM MAXIMUM PROFESSION Director - Audit 97,000 46, ,000 Senior Manager - Audit 58,000 49,000 67,000 Audit Manager 44,000 36,000 46,000 Assistant Manager - Audit 37,000 34,000 41,000 Senior Auditor (Qualified) 37,000 27,000 36,000 Director - Tax 65,000 46, ,000 Senior Tax Manager 50,000 41,000 67,000 Tax Manager 40,000 31,000 62,000 Tax Senior 33,000 23,000 39,000 Director - Corporate Finance 82,000 62, ,000 Corporate Finance Senior Manager 54,000 46,000 72,000 Corporate Finance Manager 50,000 41,000 72,000 Corporate Finance Executive 33,000 31,000 43,000 Director - General Practice 82,000 46,000 90,000 Manager - General Practice 51,000 41,000 62,000 Senior Manager - General Practice 38,000 31,000 56,000 Qualified Senior - General Practice 33,000 26,000 36, North East Salary Survey 2017

37 Finance career pyramid INDUSTRY AND COMMERCE PROFESSION CONTACTS CONTACTS Stakeholders, Customers, Suppliers, Accountants, Lawyers, Bankers, Direct management team Long term planning, Investor Relations, M&A, Financing, Leadership, Partnering MD, CEO RESPONSIBILITIES Win new clients; Up-sell service provision; Retain clients; Practice development Internal - subordinates; Peers External - Business leaders (local & national) 60k+ CONTACTS Internal management team relationships, direct reports, some intermediary relationships 35k - 60k Complex technical issues; Budgets; Forecasts; People management; FP&A; P&L; Treasury; Recruitment; Pricing; Cost control, Systems development; Projects; Assist FD Complex technical issues; People management; Planning assignments; P&L; Recruitment; Quality & customer service; Value add CONTACTS Internal - Subordinates; Partners (across disciplines) External - Clients (strategic levels); Intermediaries; Competitors CONTACTS Team members, transactional customers / suppliers Fin Acc - GL, AP, AR, Cash, Bank, Payroll, Fixed Assets, Stats, CC Mgmt Accs - MMA, P&L, Costing, Stock, Budgets, Forecasts, Analysis, CAPEX, Modelling Supervisory; Delivery; Audit; Accounts; Prep; Bookkeeping; Tax; International CONTACTS Internal - Subordinates; Managers External - Clients (operational level) Up to 35k Strategic Level Management Level Technical Level For further information on your recruitment needs or on a particular role within this discipline, please contact Richard Morgan: Richard Morgan Associate Director E: richard.morgan@nigelwright.com DD: +44 (0) M: +44 (0) North East Salary Survey

38 4.3 Human Resources JOB TITLE AVERAGE MINIMUM MAXIMUM European HR Director 97,000 64, ,000 HR Director 83,000 62, ,000 Assistant Director of HR 66,000 51,000 92,000 Head of HR Europe 70,000 51,000 87,000 Head of HR 67,000 49,000 82,000 Senior HR Business Partner 60,000 46,000 80,000 Senior HR Manager 48,000 36,000 69,000 HR Manager 44,000 31,000 62,000 HR Business Partner 42,000 31,000 67,000 HR Consultant 44,000 36,000 70,000 HR Advisor/HR Officer 32,000 26,000 41,000 HR Team Leader 30,000 23,000 43,000 HR Coordinator 25,000 23,000 31,000 HR Assistant/Administrator 22,000 18,000 24,000 Head of Learning & Development 65,000 43,000 84,000 Learning & Development Manager 42,000 32,000 62,000 Learning and Development Partner/Advisor 34,000 26,000 42,000 Recruitment / Talent Acquisition Manager 42,000 31,000 70,000 Recruitment Advisor/Partner 29,000 18,000 40, North East Salary Survey 2017

39 HR career pyramid TYPICAL SALARY 60k + HR Director Strategy / Legal firms / Lead team restructure 50k - 70k Head of HR Leading union negotiations / restructures / Talent & succession / Tribunals / Complex employee relations / Strategy 35k - 55k HR Managers Senior recruitment / Union negotiations / Pay & benefits / Restructures / Complex cases / Talent management / Succession planning / Strategy / Monitor performance 25k - 35k HR Advisor / Officer Policy / Line manage / Recruitment / Advice / Monitor performance / Interact with union reps / Interviewing / Training / Contracts 18k - 25k HR Administrator / Assistant Letters / Provide basic advice / Data input / Pull up reports / Coordinate meetings / Agency workers policy / Admin/ Monitor absence/ Meeting minutes / Contracts / Recruitment / Holidays / Inductions For further information on your recruitment needs or on a particular role within this discipline, please contact Sue O Donovan: Sue O Donovan Managing Consultant E: sue.odonovan@nigelwright.com DD: +44 (0) M: +44 (0) North East Salary Survey

40 4.4 Information Technology JOB TITLE AVERAGE MINIMUM MAXIMUM MANAGEMENT Chief Technology Officer /CIO (board) 140,000 90, ,000 Global IT Director 116,000 88, ,000 IT Director/Head of IT (non-board) 82,500 55, ,000 IT Manager 50,000 35,000 65,000 Enterprise Architect 76,000 60, ,000 Architect 64,000 55,000 90,000 PROJECT Head of Programmes/Programme Director 86,000 74, ,000 Programme Manager 68,000 53, ,000 Senior Project Manager 58,000 52,000 84,000 Digital Project Manager 53,000 40,000 68,000 Project Manager 45,000 38,000 88,000 Project Analyst 34,000 25,000 38,000 Project Officer 25,000 20,000 32,000 SECURITY Security Manager 70,000 37,000 90,000 Security Analyst 43,000 35,000 51,000 IT Security Officer 29,000 23,000 37,000 INFRASTRUCTURE Head of Service Delivery 75,000 60,000 90,000 Infrastructure Systems Manager 46,000 29,000 58,000 Senior Infrastructure Analyst 40,000 32,000 45,000 Infrastructure Support 35,000 25,000 42,000 Desktop Support 22,000 20,000 28,000 Helpdesk 19,000 17,000 22, North East Salary Survey 2017

41 4.4 Information Technology JOB TITLE AVERAGE MINIMUM MAXIMUM DEVELOPERS Head of Development 75,000 60,000 90,000 Development Team Lead 57,500 50,000 65,000 Java/J2EE 46,000 26,000 61,000 C# 38,000 22,000 60,000 Javascript/HTML/CSS 35,000 18,000 55,000 PHP/MySQL 32,000 18,000 42,000 TEST Test Manager 44,000 33,000 55,000 Senior Software Tester 35,000 26,000 41,000 Test Lead 38,000 29,000 45,000 Test Analyst 30,000 20,000 35,000 Data Scientist 52,000 45,000 60,000 Business Analyst 42,000 33,000 52,000 Data Analyst 24,000 20,000 28,000 North East Salary Survey

42 IT career pyramid MAIN ACTIVITIES & TYPICAL SALARY RELATIONSHIPS Skills focus - specialisation in key skills (systems or applications architecture or design) 65k - 190k Typical ceiling for majority of organisations in North CIO IT Director Head of Technology Head of Development Enterprise / Solutions Architects Reporting into CEO/MD or Group FD Involved in strategic management at operational board level. Will be responsible for aligning IT strategy to overall business strategy and goals. Full budget responsibility and will generally work with 3rd party suppliers. Broad technical knowledge but generally less hands-on. Heads of tend to work in smaller companies and are more hands-on. Architects have deep technical skills and are rewarded for their knowledge and experience Period of refining and developing skills. Decision to retain man-management responsibility or concentrate on a technical specialism (eg architect). Knows their personal strengths and weaknesses 40k - 82k Development, Network or general IT Management. Project & Programme Management Reporting into Head of IT or IT Director. Working closely with other business leaders/senior managers. More aware of bigger picture within an organisation. Likely to have input to the IS strategy and management of 3rd party suppliers. Important acquisition of skills that will define career. This includes practical experience and study Development (Application, Systems or Web) Projects (Project Office) Infrastructure Helpdesk / support Line Manager and peers 18k - 60k For further information on your recruitment needs or on a particular role within this discipline, please contact Sue Ormerod: Sue Ormerod Regional Director for IT Executive Roles E: sue.ormerod@nigelwright.com DD: +44 (0) M: +44 (0) Chris Dresser Managing Consultant E: chris.dresser@nigelwright.com DD: +44 (0) M: +44 (0) North East Salary Survey 2017

43 4.5 Supply Chain JOB TITLE AVERAGE MINIMUM MAXIMUM SUPPLY CHAIN VP Supply Chain 118,000 82, ,000 Supply Chain Director 83,000 55, ,000 Supply Chain Manager 55,000 35,000 70,000 Materials Manager 48,000 34,000 60,000 PROCUREMENT Procurement Director 82,000 67, ,000 Head of Procurement 64,000 50,000 92,000 Senior Procurement Manager 56,000 46,000 77,000 Procurement Manager 50,000 35,000 62,000 Commodity Manager 47,000 40,000 60,000 Senior Buyer 40,000 30,000 48,000 Buyer 29,000 18,000 43,000 Junior Buyer 22,000 17,000 25,000 Procurement Assistant 21,000 16,000 25,000 LOGISTICS Logistics Manager 45,000 33,000 67,000 Warehouse Operations Manager 42,000 30,000 56,000 Warehouse Project Manager 40,000 30,000 51,000 Transport Manager 36,000 25,000 46,000 Warehouse Manager 35,000 30,000 46,000 Warehouse Shift Manager 37,000 34,000 41,000 Transport Planner 29,000 24,000 36,000 Depot Manager 33,000 25,000 45,000 North East Salary Survey

44 4.5 Supply Chain JOB TITLE AVERAGE MINIMUM MAXIMUM PLANNING Senior Manager - Production Control 64,000 55,000 67,000 Production Control Manager 51,000 45,000 60,000 Senior Materials Planner 38,000 27,000 40,000 Senior Production Planner 35,000 32,000 36,000 Production Controller 35,000 30,000 45,000 Demand Planner 32,000 24,000 40,000 Production Planner 30,000 24,000 40,000 Materials Planner 30,000 24,000 34,000 Transport Planner 29,000 24,000 36, North East Salary Survey 2017

45 Supply Chain career pyramid MAIN ACTIVITIES & TYPICAL SALARY RELATIONSHIPS Long-term business planning, risk management, sustainability, budget management 65k - 160k VP Director of Supply Chain Supply Chain and / or Procurement Director Reporting into CEO / MD or FD Strategic management at operational board level. Budget responsibility Senior Manager Defining department objectives and ensuring team is aligned towards delivery of those objectives 35k - 70k Planning & Logistics Team Leader Manager / Head Procurement Team Leader Reporting to Director Working with other business leaders / senior managers. More aware of bigger picture within an organisation Operation focus. Day to day delivery of objectives. Sales acquisition Logistics Warehousing Transport Export / Import Planning Supply (transactional) Demand (forecasting and data analysis Procurement Purchase (transactional) Procurement (forecasting and data analysis Line Manager and Peers Suppliers and customers. 3rd party logistics 18k - 40k Planning & Logistics tend to go hand in hand For further information on your recruitment needs or on a particular role within Supply Chain and Procurement, please contact Peter Stephenson: Peter Stephenson Managing Consultant E: peter.stephenson@nigelwright.com DD: +44 (0) M: +44 (0) North East Salary Survey

46 4.6 Manufacturing JOB TITLE AVERAGE MINIMUM MAXIMUM Plant / Site Director 116,000 82, ,000 Operations Director 77,000 49, ,000 R&D Director 77,000 62,000 91,000 Site / Plant Manager 75,000 60,000 90,000 Operations Manager 59,000 41, ,000 Quality Director 71,000 62,000 77,000 Quality Manager 47,000 31,000 85,000 Quality Engineer 37,000 27,000 47,000 Quality Inspector 29,000 21,000 33,000 Quality Technician 25,000 18,000 31,000 Continuous Improvement Manager 49,000 33,000 70,000 Continuous Improvement Engineer 37,000 27,000 46,000 Production Manager 47,000 31,000 62,000 Production Shift Manager 42,000 36,000 48,000 Production Engineer 41,000 35,000 53,000 Production Team Leader / Supervisor 36,000 24,000 67,000 Production Controller/Coordinator 31,000 26,000 38,000 Production Operative 22,000 21,000 24,000 Group/Senior Health & Safety Manager 88,000 56, ,000 Health & Safety Manager 44,000 31,000 74,000 Health & Safety Officer / Advisor 35,000 25,000 51,000 Head of Manufacturing 71,000 53, ,000 Manufacturing Manager 52,000 36,000 77,000 Manufacturing Engineer 35,000 29,000 39,000 Manufacturing Technician 29,000 17,000 41, North East Salary Survey 2017

47 4.6 Manufacturing JOB TITLE AVERAGE MINIMUM MAXIMUM ENGINEERING & MAINTENANCE Engineering Manager 54,000 37, ,000 Maintenance Manager 50,000 33,000 84,000 Maintenance Engineer 34,000 27,000 45,000 Maintenance Technician 30,000 20,000 36,000 CHEMICAL & PHARMACEUTICAL Maintenance Manager 64,000 32,000 85,000 Maintenance Engineer 36,000 29,000 45,000 Maintenance Technician 33,000 24,000 38,000 North East Salary Survey

48 4.6 Manufacturing RELATIONSHIPS INDICATIVE SALARY RANGES Reporting to CEO/MD Setting operational strategy linked to business strategy. Less technically hands-on. Budget responsibility drives site wide improvement and efficiency plans through senior management team Director / #1 role on site Plant / Site Director Quality Director Operations Director 80k+ Strategic responsibilities Reporting to Director Working with other business leaders/senior managers. More aware of bigger picture within an organisation. Delivery of improvement plans through their teams Operations Manager Manufacturing Manager Engineering Manager Group Health & Safety Manager Continuous Improvement Manager 45k - 80k Managerial responsibilities Line Manager and peers Interface with other functional heads. Responsible for maximising performance of site to meet customer expectations Production Manager Health & Safety Manager Health & Safety Officer H&S Quality Continuous Improvement Quality Manager Quality Engineer Maintenance Manager CI / BI Manager CI Engineer 35k - 50k Hands on responsibilities Production Shift Manager Quality Inspector Maintenance Engineer Production Engineer (2-10 years) Production Team Leader Production Operative Roles (5-10 years) Maintenance Technician Time served apprenticeship Up to 35k For further information on your recruitment needs or on a particular role within Manufacturing, please contact Lisa Taylor: Lisa Taylor Managing Consultant E: lisa.taylor@nigelwright.com DD: +44 (0) M: +44 (0) North East Salary Survey 2017

49 4.7 Engineering JOB TITLE AVERAGE MINIMUM MAXIMUM Engineering Manager 57,000 46,000 90,000 Technical Director 55,000 46, ,000 Principal / Lead Engineer 52,000 51,000 62,000 Senior Engineer 50,000 43,000 56,000 Engineer 41,000 36,000 46,000 Graduate Engineer 29,000 21,000 31,000 ELECTRICAL & MECHANICAL* Engineering / Technical Director 77,000 51, ,000 Engineering Manager (electrical / mechanical) 60,000 46,000 92,000 Principal / Lead Engineer (control systems) 53,000 49,000 72,000 Senior Engineer 48,000 41,000 67,000 Engineer (electrical & mechanical) 45,000 31,000 62,000 Design Engineer (electrical & mechanical) 37,000 26,000 72,000 Draughtsman 27,000 22,000 31,000 Graduate Engineer 26,000 21,000 33,000 PROCESS Principal / Lead Engineer (process) 64,000 54,000 72,000 Senior Process Engineer 60,000 46,000 94,000 Chemical Process Engineer 45,000 36,000 55,000 Process Engineer (non Chemical) 40,000 26,000 51,000 Engineering Process Technician 23,000 22,000 24,000 * Electrical engineers tend to be paid slightly more than mechanical engineers (+5%-7%) North East Salary Survey

50 4.7 Engineering JOB TITLE AVERAGE MINIMUM MAXIMUM PROJECT ENGINEERING Head of projects 65,000 57,000 92,000 Project Manager/ Senior PM 54,000 49,000 72,000 Senior Project Engineer 49,000 41,000 56,000 Project Engineer 39,000 31,000 51,000 Project Technician 31,000 26,000 36,000 Graduate Project Engineer 27,000 26,000 29,000 ENGINEERING SUPPORT Estimator 27,000 21,000 33,000 Technical Author 30,000 26,000 31,000 Cost Engineer 36,000 26,000 49,000 Tendering Engineer 41,000 32,000 51, North East Salary Survey 2017

51 Engineering career pyramid PEERS INDICATIVE SALARY RANGES Senior Positions often require chartered status Member of Professional Body such as; Institute of Mechanical Engineers (IMechE), Institute of Electrical Engineers (IET), Institution of Chemical Engineers (IChemE) or other discipline professional body Director Chief Engineer Engineering Director Technical Director R&D Director 80k - 100k+ Drive innovation in technology products and services to achieve business goal objectives Manager roles R&D Manager Head of Projects Engineering Manager Technology / Technical Manager 60k - 80k Lead/Principal Engineer Managing projects or contributing to the design development, to meet customer expectations. Senior Engineer (2-10 years) Design and development Project Management Maintenance and reliability 30k - 70k Providing technical leadership to a high risk chemical plant. Engineer (2-10 years) Often customer facing and support sales in securing new business. Technical / Operational Modern Apprentice Engineering Subject (2-4 years) TIME-SERVED APPRENTICE PATH Graduate Trainee Blue Chip Company (1-2 years) UNIVERSITY DEGREE PATH Up to 30k Skills acquisition including practical experience and study For further information on your recruitment needs or on a particular role within Engineering, please contact Lisa Taylor: Lisa Taylor Managing Consultant E: lisa.taylor@nigelwright.com DD: +44 (0) M: +44 (0) North East Salary Survey

52 4.8 Marketing JOB TITLE AVERAGE MINIMUM MAXIMUM Communications Director 97,000 82, ,000 Marketing Director 80,000 51, ,000 Sales & Marketing Director 77,000 62, ,000 Head of Communications 54,000 40,000 67,000 Marketing Communications Manager 45,000 40,000 48,000 Communications Manager 40,000 29,000 60,000 PR Manager 41,000 34,000 45,000 PR/Communication Officer or Exec 33,000 24,000 40,000 Product Director 67,000 60,000 95,000 Product Manager 45,000 35,000 65,000 Sales & Marketing Director 77,000 60, ,000 Head of Marketing 62,000 20, ,000 Marketing Manager 36,000 20,000 57,000 Marketing Executive / Coordinator 25,000 18,000 30,000 Marketing Assistant 19,000 18,000 23,000 Category Director 78,000 60, ,000 Category Manager 50,000 40,000 77,000 Category Analyst 31,000 25,000 36,000 Brand Director 50,000 40,000 80,000 Senior Brand Manager 43,000 36,000 56,000 Brand Manager 36,000 31,000 46,000 Account Director 40,000 36,000 56,000 Account Manager 29,000 23,000 41,000 Account Executive 21,000 16,000 23, North East Salary Survey 2017

53 4.8 Marketing JOB TITLE AVERAGE MINIMUM MAXIMUM Director of E-Commerce 72,000 60, ,000 Head of Digital 37,000 25,000 46,000 Digital Marketing Manager 35,000 25,000 46,000 Marketing Officer 30,000 25,000 36,000 Digital Campaign Manager 30,000 26,000 36,000 Digital Marketing Executive 24,000 16,000 36,000 Art Director 48,000 36,000 67,000 Senior Graphic Designer 29,000 23,000 36,000 Graphic Designer 23,000 16,000 28,000 International Marketing Director 91,000 62, ,000 International Category Manager 59,000 34,000 82,000 International Business Manager 60,000 48,000 77,000 International Marketing Manager 48,000 33,000 67,000 International Brand Manager 43,000 30,000 56,000 International Product Manager 40,000 29,000 46,000 Salary ranges are broad and reflect the wide range of companies within the North East. These results should therefore only be used as a guide. North East Salary Survey

54 Marketing career pyramid MAIN ACTIVITIES & TYPICAL SALARY RELATIONSHIPS Strategic Oversee marketing department, set budgets, grow market share, be accountable for brand/product success 80k+ Marketing Director Business Unit Director Head of Insights Interface with internal & external, board of directors, shareholders, customers, trade bodies Managerial Managerial People management, P&L responsibility 40k - 80k Marketing Manager/ (Senior) Brand/Product Manager / Category Manager / Channel Marketing Manager / NPD Manager/ Insights Manager Interface with other functional heads, particularly sales and category teams, directors & externally with customers, agencies, trade bodies Technical / Tactical Support and analysis Up to 40k Marketing Assistant / Assistant Brand Manager / Category Assistant / Assistant Product Manager Interface with internal management (particularly sales) and externally with customers and agencies For further information on your recruitment needs or on a particular role within this discipline, please contact Ben Debnam: Ben Debnam Associate Director E: ben.debnam@nigelwright.com DD: +44 (0) M: +44 (0) North East Salary Survey 2017

55 4.9 Sales JOB TITLE AVERAGE MINIMUM MAXIMUM Sales Director EMEA 82,000 62, ,000 Sales / Commercial Director 75,000 46, ,000 Head of Sales / Senior Sales Manager 64,000 41,000 97,000 International Sales Manager 59,000 36,000 77,000 Commercial Manager 55,000 39,000 87,000 Sales Manager 47,000 41,000 62,000 Sales Engineer / Technical Sales Manager 43,000 29,000 51,000 Regional / Territory / Field Sales Executive 38,000 21,000 40,000 Internal Sales Manager 30,000 26,000 40,000 Sales Administrator 24,000 21,000 32,000 International Sales Coordinator 23,000 17,000 33,000 Sales Executive/Advisor 26,000 15,000 33,000 Telesales Executive 21,000 17,000 23,000 Internal Sales Coordinator 19,000 15,000 26,000 Business Development Director 68,000 51, ,000 Business Development Manager 45,000 31, ,000 Business Development Executive 23,000 21,000 29,000 Account Director 58,000 36,000 77,000 Senior National Account Manager 55,000 41,000 62,000 National Account Manager 48,000 31,000 62,000 Key Account Manager 36,000 26,000 46,000 International Account Manager 33,000 21,000 56,000 Account Manager 31,000 21,000 56,000 Customer Services Director 62,000 51, ,000 Customer Services Manager 36,000 31,000 50,000 Customer Service Representative 23,000 17,000 27,000 Customer Service Advisor 18,000 15,000 26,000 North East Salary Survey

56 Sales career pyramid MAIN ACTIVITIES & TYPICAL SALARY RELATIONSHIPS 12+ years experience 80k - 200k Sales Director Commercial Director BU Manager Strategic Interface internal & external, board of directors, shareholders, trade bodies, etc 6 12 years experience 40k - 80k KAM / NAM / BDM / Export Manager / Category Manager / Channel Manager / Field Sales Manager Managerial Interface internal with other functional heads, directors & external with customers, suppliers, trade bodies 5 7 years experience Up to 40k Sales Rep / Merchandiser / Forecaster / Key Account Rep / Export Sales Rep Technical Interface with internal management and externally with customers For further information on your recruitment needs or on a particular role within this discipline, please contact Ben Debnam: Ben Debnam Associate Director E: ben.debnam@nigelwright.com DD: +44 (0) M: +44 (0) North East Salary Survey 2017