2015 UK Salary Survey

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1 Connecting Winners The leading recruiter of bid and proposal professionals 2015 UK Salary Survey

2 Introduction Key Findings Analysis by Gender Analysis by Age Analysis by Role Analysis by Experience Analysis by Geography Analysis by Industry Analysis by Qualifications Analysis by APMP Certification Analysis by Working Practices Analysis by Benefits Analysis for Contractors / Self-Employed Overall Satisfaction The Outlook Table of Contents Bid SoluTIOnS uk SalARy Survey

3 The 2015 UK Bid & Salary Survey (the survey) represents the most comprehensive study ever undertaken. The survey successfully delivered against its 6 stated aims: Provide employers and employees with accurate salary data Report on significant salary changes since the 2012 Survey Align salary data to specific roles and responsibilities, rather than job title alone Assess job satisfaction of those working within the bid and proposal industry Increase participation (800 in 2012) Deliver a bespoke online tool that allows individuals to benchmark their own salary and role against alternative locations, industries and levels. Please note all salaries discussed are an average of basic salary unless otherwise stated. Introduction In total, 1200 people from across the UK contributed to the survey. We are confident that employers, employees, and self-employed consultants will find the results valuable for the purposes of salary benchmarking, staff retention, peer review and career planning Bid SoluTIOns UK SalARy Survey

4 298 (up from 214) different job title variations were recorded in the survey. Over 67% (up from 64% in 2012) of participants had a Bachelors Degree or higher. 92% (equal to 2012) had A Levels or higher. The average industry salary across all roles is 48,088. The average age of professionals in our industry is 40. In real terms, women s basic salaries have kept track with inflation whilst men s have declined. Tracking inflation (CPI), the 2012 average female salary would now equate to 43,004. The male salary would be 55,297. In real terms, men effectively have 4% less buying power whilst women 0.2% more. 27% of respondents had achieved APMP Foundation Level or higher. 37% of respondents felt the APMP Certification programme wasn t applicable to their current role. Disappointingly, 1 said their organisations would not fund the training. 7 of respondents regularly worked unsocial hours but were able to claim it back as time off in lieu. 17% of respondents worked late every night as well as weekends on a regular basis. Key Findings The average industry salary for women is 43,099 (4% increase from 2012). For men, the average is 53,339 (0.3% increase from 2012). Across all those surveyed, men on average earn 23. more than women (the difference was 28. in 2012). Heads of Bid Management are the best paid employees within our profession, earning 69,263. Document s are the lowest paid, earning 29,954. Bid s earn 50,555 whilst s earn 44,685. Writers earn on average 35,280. Bid s were on average the best paid contractors earning 533 per day. s were a close second earning 527 per day. These rates are approximately lower than those recorded in the 2012 survey. The average man in our industry is 41 (42 in 2012) and the average woman is 38 (37 in 2012). Homeworkers and field-based professionals attracted the highest basic salary - 58,560. Northern Ireland recorded the lowest salaries - 35,833. Over 4 (up from 43% in 2012 of respondents had no personal development plan. This increased to a worryingly high 6 when looking solely at self-employed contractors. 2% (3% in 2012) of respondents were unemployed / seeking work. 87% were permanently employed. 11% were selfemployed or in temporary work. 94% (equal to 2012) of those surveyed would choose work-life balance over pure financial reward. Salary is clearly not the main driver in our profession Bid SoluTIOns UK SalARy Survey

5 The overall profession in 2015 is encouragingly more gender balanced than in dominance has dropped from 5 of respondents to 52%. Analysis by Gender However, when looking at specific roles, significant gender imbalances still remain. The highest paid role in our industry - Head of Bid Management is dominated by men (71%). Men also outnumber women in the second highest paid role - Bid (57%). On the flip side, roles such as Document, Graphic Designer and Knowledgebase are dominated by females (81% in Document Management). The average salary for women is 43,099 (4% increase from 2012). For men, the average is 53,339 (0.3% increase from 2012). Across all those surveyed, men earn 23. more than women (the difference was 28. in 2012). Women s basic salaries have kept track with inflation whilst men s have declined. Tracking inflation (CPI, com/historic.cpi.aspx), the 2012 average female salary would now equate to 43,004. The male salary would be 55,297. In real terms, men effectively have 4% less buying power whilst women 0.2% more. Bid Document Graphic Designer Head of Bid Management Head of Management Knowledgebase Writer GENDER & ROLE MIX 43% 81% 57% 19% % 71% 53% 47% 5 42% 71% 29% 5 42% The average salary for women is 43,099 (4% increase from 2012). For men, the average is 53,339 (0.3% increase from 2012) Bid SoluTIOns UK SalARy Survey

6 Analysis by Age 80, ,318 32,750 Document 35,187 35,408 Writer 36,071 33,500 Knowledgebase AVERAGE BASIC SALARY ROLE & GENDER DIFFERENCES 36,389 32,500 Graphic Designer 43,342 47,917 46,900 53,313 Bid 47,500 68,750 Head of Management 60,914 72,721 Head of Bid Management When we compare individual roles, salary differences are acute and a cause for concern. Men in Head of Management roles earn on average 21,250 (4) more than their female equivalents. Men in Head of Bid Management roles earn on average 11,808 (19%) more. It s a similar pattern across all roles except Graphic Designers and Knowledgebase s where women outperform men by 11% ( 3,888) and 7% ( 2,571) respectively. The average industry age is 40. The average man in our industry is 41 (42 in 2012), and the average woman is 38 (37 in 2012). Across all core roles the average female age is lower, except for Document and Writer. Bid s are on average 3 years younger than their male colleagues Bid Document Graphic Designer Head of Bid Management AVERAGE AGE & ROLE Head of Management Knowledgebase Writer WORKFORCE MIX BY AGE (%) s, whilst being on average younger than their male equivalents, exit the profession earlier. The balance of males to females is approximately 50:50 up until the age of 40. Beyond this age, it becomes male led (almost 3:1). In terms of age spread, 17% of the workforce are in their 20s, 37% are in their 30s, 2 are in their 40s, 17% in their 50s, and 3% are in their 60s Bid SoluTIOns UK SalARy Survey

7 2% 2% 2% 2% Bid Bid Writer Writer Analysis by Role 298 different job titles (up from 214 in 2012) were recorded in the 2015 Salary Survey. The survey required all participants to align themselves to 6 core roles to enable meaningful comparison. 54% classed themselves as Bid s, 19% as s, and 17% as Writers (up from 11% in 2012). Document s made up and Knowledgebase s (2%) and Graphic Designers (2%) completed the mix. 17% 17% MIX MIX OF OF RESPONDENTS 54% 54% BY BY ROLE ROLE 19% 19% One of the biggest challenges and compromises we have when determining accurate salary benchmarks is separating out the primary role from any secondary roles and responsibilities. As highlighted in the table above, across each Knowledgebase - Additional Role Graphic Designer - Additional Role Document - Additional Role Writer - Additional Role - Additional Role Bid - Additional Role Knowledgebase Graphic Designer Document Writer Bid 7% 9% ADDITIONAL ROLES PERFORMED 17% % Document Document Knowledgebase Graphic Graphic Designer Designer primary core role we examined, a minimum of 8 of respondents had at least one additional core role. The breakdown of additional core roles highlighted against Bid Solutions six core roles is shown below. 23% 21% 23% 24% Primary Role Bid Writer Document Graphic Designer Knowledgebase 27% 27% 27% 27% 33% 33% 31% 31% 41% 41% 41% 41% 39% 47% 4 Respondents performing Secondary Role 83% 82% 81% 8 87% 92% 57% 59% Bid SoluTIOns UK SalARy Survey

8 As the chart and table below illustrate, there are notable differences in total package values across the core roles. Whilst a Bid can expect 12% ( 6,000 in extras made up of car, bonus, pension etc.), a Graphic Designer typically averages ( 1,500) on top of their basic. Heads of Bid Management attract the highest package value in percentage terms, adding 1 () to their basic salaries. 41% of all respondents cited Writing as a secondary responsibility. 3 cited Management. Interestingly, 57% of all Bid s said they also had to be s. Conversely, 39% of s said they had to be Bid s. This level of crossover makes it very difficult to establish truly accurate salary benchmarks for pure roles; any benchmark analysis must always take into consideration the mix of additional roles. 160, , , ,000 80,000 Minimum Basic Salary Average Basic Salary Median Basic Salary Maximum Basic Salary Average Age Document 15,000 29,954 62, Knowledgebase 17,500 35,000 32,600 57, Writer 15,000 35,280 32,500 87, CORE SALARY DATA - ALL ROLES Graphic Designer 27,500 35,417 35,200 47, Heads of Bid Management are the best paid employees within our industry, earning 69,263. Document s are the lowest paid earning 29,954. Bid s earn 50,555 whilst s earn 44,685. Writers earn on average 35,280. The table below provides core data (minimum, average, and maximum basic salary) for all roles. 17,500 44,685 42, , All Respondents 15,000 47, , Bid 15,000 50,555 47, , Head of s 37,500 57,500 52,500 97, Head of Bids 27,500 69,263 67, , Job Title 90,000 80,000 29,954 32,663 Document Graphic Designer Document Writer Knowledgebase Bid Head of Management Head of Bid Management 35,417 37,167 Graphic Designer BASIC SALARY & TOTAL PACKAGE 35,280 38,328 Writer Package Value 9% 9% 9% 12% 12% 1 35,000 38,583 Knowledgebase 44,685 48,488 50,555 56,624 Bid Average of Current Basic Salary 57,500 64,641 Head of Management 69,263 79,383 Head of Bid Management Average of Total Package Value Bid SoluTIOns UK SalARy Survey

9 There is a direct correlation between longevity in the profession and increased basic salary. Graduate salaries of 21,389 are at the mid-point of the national average for all graduate salaries (range of 18,000-24,000). The apprentice scheme is very new and data is limited so must be treated with caution. On a positive note for the profession, of the 399 people managers that responded, 83% said they would consider hiring apprentices in the future. Professionals who progress from 2 to 5 years typically see a 3 increase in salary in that 3 year period. Thereafter the percentage increases are smaller but consistent up until 20+ years. It appears there is a natural upper basic salary limit (some might argue a glass ceiling) within our industry around the 60-65,000 range. Impressively, 18 respondents had over 40 years, however with such a small group data analysis is not reliable. Senior Bid s (10+ years ) can expect to earn 53,872. Senior s can expect to earn 48,056. BID & PROPOSAL MANAGER - BASIC SALARY & EXPERIENCE 18,750 21,389 Apprentice 18,750 Graduate / School Leaver 22,500 26,064 Up to 2 years The table below highlights what impact has on basic salary for each of the core disciplines. Whilst Bid s and s s show progressive gains with, it is by no means an upward linear trend across all roles. Heads 27,500 26,563 Apprentice Graduate Up to 2 / School years leaver 37,222 37, years EXPERIENCE & BASIC SALARY 35, years of s show slight regression over time. Graphic Designer salaries appear relatively flat despite increasing. It is difficult to provide justification for these discrepancies although location and industry do appear to have some influence. 41,912 45, years 43, years 48,056 53, years 53, years 58,281 64, years 20+ years 52,000 59,662 62,099 63, years 30+ years 52,500 54, years Bid Analysis by Experience Industry Experience Apprentice Graduate / school leaver Up to 2 years 2-5 years 5+ years 10+ years 20+ years 30+ years Document 21,563 29,722 31,944 27,857 31,667 47,500 Graphic Designer 32,500 31,250 47,500 37,500 32,500 18,750 22,500 27,500 37,222 41,912 48,056 58,281 52,000 Writer 20,500 26,974 32,365 37,419 46,786 35,000 Knowledgebase 22,500 28,500 40,833 32,500 Bid 26,563 37,598 45,020 53,872 64,259 59,662 Head of s 72,500 54,167 51,250 Head of Bids 55,278 69,026 77,696 88,200 Blank cells equate to insufficient data Bid SoluTIOns UK SalARy Survey

10 The distribution of the workforce across the UK has shown no notable change since the 2012 survey. The South / London regions account for 52% of respondents. London alone had 29% of respondents. Less well represented were Northern Ireland (8 respondents), Northern Scotland (8 respondents), and Wales (9 respondents). As a result, analysis by these under-represented regions is not reliable. Career opportunities remain significantly more abundant in the Southern half of the country with those residing elsewhere competing for far fewer roles. Employers looking to build bid and proposal teams in less well represented locations may well significant skills shortages. 35,500 38,333 38,333 44, % 4.4% % 48,333 44, % 9.2% 46,500 46, % LOCATION OF WORKFORCE BASIC SALARY BY LOCATION 41,136 49,265 49, % ,000 53,929 44,861 53,261 Greater London SE NW SW Midlands Field Based Midlands Yorkshire of Southern Scotland NE Northern Scotland South Wales Northern Ireland North Wales 44,767 53,578 43,750 61,500 Yorkshire North of Midlands North South Midlands Southern Scotland South Greater London Field Base Bid Analysis by Geography Bid SoluTIOns UK SalARy Survey Excluding those areas with limited respondents, Field Based / Home workers had the highest salary ( 58,870) across all primary roles. London ( 51,195) and the South- ( 50,823) were the next best paid locations albeit some 17% lower. The lowest salaries across all primary roles were recorded in Yorkshire ( 37,845). Yorkshire was also the lowest paid location to be both a Bid ( 38,333) and a ( 35,500). The Midlands and Southern Scotland recorded the highest paid s, with Field Based Bid s attracting the overall highest salaries.

11 LOCATION & GENDER BID MANAGER BY LOCATION & GENDER 36,000 39,868 30,833 43,056 36,833 45,179 38,333 47,065 39,625 47,391 56,591 47,885 37,500 49,116 40,147 50,909 48,372 56,362 57,270 47,941 65,780 39,318 37,500 27,500 43,750 41,786 46,250 38,500 47,083 43,654 47,865 65,000 49,500 46,111 52,813 43,500 53,571 51,680 55,913 44,844 58,071 58,571 62,781 Yorkshire North of Midlands South Southern Scotland North Midlands Greater London South Field Base Yorkshire North of Midlands North Southern Scotland South Midlands Greater London South Field Base Women earn 1 more than men in Southern Scotland Location Southern Scotland Yorkshire Greater London South of Midlands Midlands North South Field Based North v % -1 14% % 21% 24% 2 27% Bid SoluTIOns UK SalARy Survey In 2012 we reported on the huge discrepancies between male and female salaries across all regions and roles. It s with real concern we report the continuance and general worsening of these trends. The table below highlights the extent of the problem. Only in Southern Scotland do women earn more than men (1). Yorkshire has the smallest differences but here still it represents a difference. The table below shows the gender difference across all roles in each location. Looking deeper into the data, Field Based male Bid s attracted the highest salaries of 62,781 (7% higher than females). The lowest paid female Bid s were located in NE ( 27,500), whilst the lowest paid male Bid s were to be found in Yorkshire. Bid s earn 37% more than women in NE. In SE they earn 23% more. In Scotland, female Bid s earn 31% more. The Midlands and Southern Scotland topped salaries for female s. In both these locations they outperformed men (over 32% better in Southern Scotland). Midlands PROPOSAL MANAGER BY LOCATION & GENDER of 48,333 Midlands 35,000 35,833 Yorkshire Empty data fields result from insufficient data, preventing meaningful analysis 53,500 40,500 Southern Scotland The lowest paid s were located in Yorkshire. Men earn 3 more than women in the NW the highest paid location for male s. 44,167 Field Base 37,500 45,000 North 44,167 46,750 Greater London 39,722 47,500 South 41,900 51,591 South 41,389 54,167 North

12 TOTAL OF INDUSTRY RESPONDENTS 4% 4% 3% 2% Bid Solutions UK Salary Survey Outsourcing/ BPO Recruitment Public Sector Health & Medical Banking & Finance Manufacturing & Logistics Analysis by Industry Engineering Defence & Security Telco & Utilities Professional Services & Property IT Construction Multiple Engineering Professional Services & Property Telco & Utilities Outsourcing/ Banking & BPO Finance IT Across all industries, men earn on average 12% more than women in the role of Bid. Whilst women earn 4 more in Public Sector, men earn 21% more in Banking & Finance. The range of average salaries is modest with 15,812 separating the highest and lowest industries. Please note, only those industries that can return statistically relevant data are shown below. Public Sector Across all industries, men earn on average more than women in the role of. Whilst women earn 22% more in Banking & Finance, men earn 24% more in IT. The range of average salaries is significant with 24,000 separating the highest and lowest industries. Please note, only those industries that can return statistically relevant data are shown below. AVERAGE INDUSTRY BASIC SALARY Manufacturing Recruitment Defence & Construction Multiple Engineering Professional Telco & Outsourcing/ Banking & AVERAGE INDUSTRY BID & Logistics Security BASIC SALARY FOR Services Utilities BPO Finance &MANAGERS AVERAGE INDUSTRY BASIC SALARY Health & Medical Health & Manufacturing Recruitment Medical & Logistics Defence & Security Construction Multiple Engineering Professional Services & Property Property Telco & Outsourcing/ Utilities BPO Banking & Finance The IT industry has the highest average Public Sector salary for men ( 59,233), whilst Banking & Finance has the highest for women ( 55,076). Men again earn more than women in all but two industries; Health & Medical and Public Sector. The largest average salary discrepancies in favour of men appear within Professional Services / Property (29%), Banking & Finance (2), and Recruitment (27%). IT IT 46,946 59,233 Multiple 46,946 59,233 55,076 58,500 58,333 44,286 57,550 39,688 52,719 39,643 49,643 34,271 47,794 41,136 45,000 44,808 44,063 45,952 39,868 Health & Manufacturing Recruitment Defence & Construction Medical & Logistics Security Recruitment Public Sector Engineering Health & Medical Defence & Professional Manufacturing Security & Logistics Services & Property Multiple Construction IT Banking & Finance Telco & Utilities Outsourcing/ BPO Public Sector Health & Medical Health & Medical Manufacturing Recruitment & Logistics Manufacturing Recruitment Defence & & Logistics Security Construction Multiple AVERAGE INDUSTRY BASICTelco SALARY Defence & Construction Multiple Engineering Professional & Outsourcing/ FOR PROPOSAL Security Utilities BPO Services &MANAGERS Engineering Professional Services & Property Property Telco & Outsourcing/ Utilities BPO Telco & Utilities Health & Construction Engineering Medical Banking & Finance 44,773 59,167 IT 54,250 Public Sector 46,786 49,500 Sector IT 42,065 47,500 7% Banking & Finance Banking & Finance AVERAGE INDUSTRY BASIC SALARY AVERAGE INDUSTRY BASIC SALARY 44,500 47,500 Property Telco & Outsourcing/ Utilities BPO 45,500 44,167 Engineering Professional Services & Property 51,944 Public Multiple 40, ,500 37, ,000 23% Construction 45,952 39,868 2 Defence & Security Multiple Engineering Professional Telco & Construction Outsourcing/ AVERAGE INDUSTRY BASIC SALARY Utilities BPO Services & 46,946 59,233 Health & Manufacturing Recruitment Medical & Logistics Defence & Security 44,808 45,952 44,063 39,868 41,136 44,808 45,000 37,500 44,063 59,545 34,271 41,071 41,136 47,794 45,000 45,833 39,643 48,214 34,271 49,643 44,167 47,794 48,750 39,688 39,643 52,719 48,804 49,643 42,361 43,338 51,071 39,688 54,146 45,833 52,719 42,400 52,500 43,338 54,537 47,344 53,283 54,146 39,716 45,735 42,400 55,558 54,688 54,537 44,286 48,152 56,827 39,716 57,550 55,500 55,558 58,750 44,286 58,333 46,912 59,258 57,550 55,076 48,333 58,500 59,773 58,333 46,946 55,076 59,233 58,500 45,952 39,868 Public Sector Manufacturing Recruitment & Logistics 44,808 45,952 44,063 39,868 41,136 44,808 45,000 44,063 34,271 41,136 47,794 45,000 39,643 34,271 49,643 47,794 39,688 39,643 52,719 49,643 43,338 39,688 54,146 52,719 42,400 43,338 54,537 54,146 39,716 42,400 55,558 54,537 44,286 39,716 57,550 55,558 44,286 58,333 57,550 55,076 58,500 58,333 46,946 55,076 59,233 58,500 Over 35 different industries were recorded in the survey. To enable meaningful analysis, these have been grouped into 13 core sectors. Construction, IT and Professional Services represented 34% of respondents. The single largest group was comprised of those that were aligned to Multiple industries (23%). Health & Medical 39,716 55,558 Public Sector 42,400 54,537 43,338 54,146 Outsourcing/ BPO Public Sector Professional Banking & Services & Finance Property Multiple IT Banking & Finance IT IT

13 67% of participants had a Bachelors Degree or higher. 92% had A Levels or higher. 6 HIGHEST QUALIFICATION GCSE or Equivalent 11% A Level or Equivalent 4% Vocational HND / HNC or Equivalent Bachelors Degree 1 Masters Degree 1% Ph.D Those with GCSE / A levels were paid approximately 15-2 less than the highest earners; those with Masters Degrees / PhDs / Hnds. Participants with a Bachelors Degree earn 4% more than those with GCSEs. HIGHEST QUALIFICATION & BASIC SALARY 44,959 41,571 43,500 52,512 46,766 53,596 52,045 Analysis by Qualifications GCSE or Equivalent A Level or Equivalent Vocational HND / HNC or Equivalent Bachelors Degree Masters Degree Ph.D Bid SoluTIOns UK SalARy Survey

14 2% 2% 0. Not applicable 27% of respondents had achieved APMP Foundation Level or higher. 37% of respondents felt the APMP Certification programme wasn t applicable to their current role. 11% 19% APMP CERTIFICATION 1 37% My organisation will not fund this training Foundation I plan to reach Foundation Level within 12 months Practitioner I plan to reach Practitioner Level within 12 months Professional I plan to reach Professional Level within 12 months APMP Fellow Analysis by APMP Certification 37% of respondents felt APMP Certification was not relevant to their current career. Whilst those achieving Foundation Level was encouraging (27%), only had achieved Practitioner Level and only a further 2% had achieved Professional Level. There is strong evidence to suggest that achieving any level of APMP Certification will lead to increased salary. Professionally Certified individuals earn up to 5 more than those who believe certification was not applicable. The majority of large organisations hiring new staff do now stipulate APMP Foundation as a minimum requirement. Disappointingly, 1 said their organisations would not fund the training. 90,000 58,793 47,325 50,729 49,013 44,815 38,894 Not Applicable My organisation will not fund this training Foundation I plan to reach Foundation Level within 12 months For those individuals aspiring to reach the next level of Certification, or indeed achieve Foundation level, there is strong evidence to suggest it will lead to increased financial reward. Progressing from Foundation ( 50,729 average basic salary) to Practitioner Level typically attracts a 14% pay rise, whilst advancing further to Professional Level leads to a further 3 Practitioner APMP & BASIC SALARY 82,192 64,053 I plan to reach Practitioner Level within 12 months Professional I plan to reach Professional Level within 12 months APMP Fellow increase ( 82,192 average basic salary for Professionally Certified participants). Of those respondents that felt APMP Certification wasn t applicable, 44% were Bid s and 17% were s. of Heads of Bid Management felt it wasn t applicable Bid SoluTIOns UK SalARy Survey

15 At 2%, unemployment within the survey sample is relatively low. The workforce is dominated by permanent employees (87%) with self-employed and temporary staff forming only 11% of the respondents. This mix is almost identical to the 2012 survey. 2% 9% 1% 1% EMPLOYMENT STATUS 87% Permanent Self-Employed Temporary Long-term Unemployed (>12 months) Long-term Unemployed (<12 months) No There are a number of factors that contribute to the overall success and motivation of an employee. Salary is one important factor but consideration must also be given to general working conditions, flexible working practices and personal development. Analysis by Working Practices 4 of respondents had no personal development plan in place. Only of respondents were proactively managing their personal development. This is a significant concern for the profession. Only 1 in 4 respondents had attended some training in the past 12 months. Despite a lack of personal development plans, 63% of respondents still expect to build a long term career in bid and proposal management. Only felt that they could not build a long-term career within the industry. 2 63% PERSONAL DEVELOPMENT PLAN 1 LONG-TERM CAREER CHOICE? 1 32% 29% No, but I am in the process of developing one Yes, but I have been to busy to follow it Yes, I have attended some events / training Yes, I manage my diary to ensure my personal development is not compromised No Undecided Yes Bid SoluTIOns UK SalARy Survey

16 52% of respondents (up from 4 in 2012) have been in their current role for less than 2 years. This confirms a very high staff turnover within the profession. Only 27% of respondents have been in their current role for more than 4 years % TIME IN CURRENT ROLE 4 of the workforce is permanently office based. Just over have full home working status. These figures mirror the 2012 survey. Flexible to work from home when workload / business permits Home Based Office Based % 11% 4 WORKING PRACTICE 4 Less than 6 Months 6 Months - 2 Years The total time in current company very closely mirrors time in current role. This suggests very few people are promoted or change role within a company. 4 of all respondents have changed organisations within the last 2 years. Only 21% of respondents have been within their current organisation for more than 6 years Less than 6 Months 33% 6 Months - 2 Years 2-4 Years 4-6 Years 6-10 Years 21% 2-4 Years 4-6 Years 6-10 Years 10+ Years TIME IN COMPANY 11% 10+ Years Only of respondents worked their standard contracted hours. Almost 5 of participants had to work long hours at bid deadline but could take the time back later. Almost one in six works late every night No - this is a real 9-5 job 29% Nothing out of the ordinary - I work until 7 or 8pm a couple of nights per week 4 I have to work long hours around the bid deadline but can generally take time off in lieu to compensate WORKING HOURS 9% I now stay late almost every night I now stay late almost every night and regularly work weekends Bid SoluTIOns UK SalARy Survey

17 % Over 7 of respondents had a minimum of 25 days holiday per year. This is now considered the professions minimum allowance given the significant overtime worked. HOLIDAY ENTITLEMENT 9.7% 8.9% % 3.1%5.3% 3.9% % % 1.3% 1.3% 0.1% 0.7% 0.1% 0.2% Over 2 of participants were not eligible for any form of bonus. Of those that were eligible, only of bonuses were paid on wins / win rate. 3% were paid on deal value / margin. With only 1 of bonuses being based on individual performace, payouts are often considered a lottery, with the individual having very little influence over their final bonus. 7 of bonuses are a blend of individual and company performance % 3.1% % Shared Transport Paid Overtime Fuel Card Non Contributory Pension Whilst pension provision is now a requirement for all larger businesses, other benefits are clearly less accessible. Only 2% of those surveyed were eligible for paid overtime significantly out of kilter with the amount of people working additional hours. Surprisingly, very few organisations appear to incentivise employees to lower their carbon footprint, 2 1 Sports and Social Club 6. Shared Scheme 1 BONUS ENTITLEMENT BENEFITS - ALL ROLES % Car / Car Allowance 3 Life Insurance 20. Contractual / %/ % of of Base Base Salary Discretionary bonus (company) Discretionary bonus (manager) No No bonus scheme 27. Private Contributory Health Pension Insurance with only 2% offering green travel incentives. The table below lists benefits attracted by each role based upon the survey responses. Other benefits that were recorded but not listed include: Discounted Insurance, Flexible Benefit Scheme (choose from menu options), Dental Care, Flexi-working, and Season Ticket Loan for Rail Card. Analysis by Benefits Bid Document Graphic Designer Head of Bids Head of s Knowledgebase Writer Paid Overtime 2 17% 2% 12% 17% 3% Car Allowance 49% 9% 63% 47% 33% 3 22% Fuel Card 13% 29% 4% Share Scheme 24% 22% 17% 1 17% 17% 9% Private Health 63% 44% % 5 59% 44% Life Insurance % 59% % 23% Non-Contributory Pension 12% 12% 2 12% Contributory Pension 77% 83% 83% 87% 82% 10 83% 72% Sports & Social 13% 2 17% 13% 1 12% Shared Transport 9% 3% Bid SoluTIOns UK SalARy Survey

18 The contract market has changed dramatically during the last 5 years with large numbers of individuals now choosing self-employment over permanent roles. This has led to over-supply in some industries and regions and has generally kept day rates flat or in decline when compared to 2012 data. Analysis for Contractors / Self-Employed Bid SoluTIOns UK SalARy Survey Contractor utilisation rates have been adversely affected since the 2012 survey with competition for work high. 2 of those surveyed worked for less than half of the past 12 month period. Only 41% of contractors were engaged for more than 47 weeks of the year (down from 43% in 2012). Bid s were on average the best paid contractors earning 533 per day. s were a close second earning 527 per day. These rates are approximately lower than those recorded in the 2012 survey. Bucking the trend are Writers; they have witnessed the largest increase with average day rates up almost 3. This is largely due to the scarcity of high quality Writers across all geographies and industries. The range of day rates within each core role is significant in all but Document s. The largest variance ( 1350) is recorded in Bid s. Since 2012, the trend towards shorter term contracts has intensified. Six month contracts have declined from 2 to 1 of all contracts, whilst contract durations of 1-3 months now account for 61% of all contract durations. 12 month (+) contracts have halved, from 21% in 2012 to just 9% in ,600 1,400 1,200 1, % Less than 1 Month Document 1 Month % 2 Months Graphic Designer 2 3 Months Writer Of those surveyed, 6 said their day rate had remained constant in the past 12 months, reported a decline, whilst 2 reported an increase. 3 of contractors took 25 or more day s holiday. 4 took fewer than 20 days. 1 in 5 took fewer than 10 days. With shorter-term contracts and increased competition for contracts, there is a significant reduction in holiday been taken. 4 Months Contractors are also neglecting personal development. 6 had either no development plan in place or were too busy to follow the one they did have. Only 2 proactively managed their personal development plan CONTRACT DAY RATES 1, ,500 Bid Min of Current Day Rate Average of Current Day Rate Max of Current Day Rate AVERAGE CONTRACT DURATION 5 Months 1 1% 1% 1% 6 Months 7 Months 8 Months 9 Months 1% 10 Months 2% 12 Months 7% Only 29% of those contractors surveyed had achieved APMP Certification. 11% had not progressed beyond Foundation, 1 had advanced to Practitioner, whilst had achieved Professional. At Foundation Level there is no evidence to suggest that achieving Certification has a positive impact on contract day rate. Indeed, those with Foundation earned less ( 460 per day) than the average overall day rate ( 483 per day). However, it does positively impact rates for those achieving Practitioner ( 527 per day) and significantly so with Professional ( 960 per day). 12 Months +

19 Whilst considered a somewhat subjective measure, stated satisfaction levels provide useful insight into the mind-set of the participants and allow us to look beyond the numbers. Overall, satisfaction levels have increased significantly since Row Labels Not Satisfied Could be Better Not Sure Satisfied Very Satisfied Role Satisfaction 33% 3 23% Employer Satisfaction 2 2% 34% 2 Salary Satisfaction 14% of respondents were satisfied or very satisfied with their basic salary (44% in 2012). Almost 6 enjoy their job and 62% are happy with their current employer in 2008 only 4 were happy with their employer. No one particular core role causes notable dissatisfaction or indeed satisfaction. As expected, job satisfaction trends downward over time. Over a 10 year period, those that aren t satisfied more than doubles Less than Less than 6 Months 6 Months Month 1 Month 2 Years 2 Years JOB JOB SATISFACTION IN IN CURRENT ROLE Years Years Years 10+ Years 10+ Years Years Years Years Not Not Satisfied Could Could be better Satisfied Very Very Satisfied Linear Linear (Not (Not Satisfied) Linear Linear (Very Satisfied) A healthy blend of both Financial reward Overall Satisfaction Whilst 21% of respondents cited work-life balance as the key consideration, 73% felt a healthy mix between work-life balance and financial reward was more important. Only felt financial reward was the single most important consideration. 21% Work-life A healthy balance blend of both Financial reward 21% WORK LIFE BALANCE WORK LIFE BALANCE 73% 73% Work-life balance Bid SoluTIOns UK SalARy Survey

20 The significant salary differences recorded across all industries, geographies and gender suggest bid and proposal management is an immature profession undergoing significant and rapid change. Whilst our profession has long been established, the disjointed nature of its development and only partial acceptance as a specialist discipline within certain industries has resulted in significant salary discrepancies. Without formal cross-industry (and ideally cross-border) agreement on job titles, roles and responsibilities, our profession will continue on its somewhat random path of development and remuneration. The leadership role APMP needs to assume in this area cannot be overstated. With a new government elected and wider financial indicators all pointing to steady growth in the UK, the economic climate appears right for an upward trend in basic salaries within our profession over the next months. The Outlook Bid SoluTIOns UK SalARy Survey

21 Bid Solutions Gainsborough House, 2 Sheen Road Richmond, Surrey TW9 1AE Tel: +44 (0)

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