ICT Salary & Employment Index. Summer 2016

Transcription

1 ICT Salary & Employment Index Summer 2016

2 Market Update NATIONAL Australia s ICT jobs market will continue to strengthen in 2016 from strong results this year. There are three key factors driving this growth in IT jobs: digital transformation, cloud adoption, and big data. Digital transformation has been a key driver for continual growth in IT roles among corporate and government organisations. Demand for IT professionals is being pushed by a wave of investment as organisations take their businesses online. This is generating increasing demand for roles such as User Experience Managers, Mobile Developers, and IT Project Managers, especially for candidates with a digital background. The fast and high adoption of cloud-based technologies among major corporations has also caused a significant increase in cloud-related roles. As businesses are quickly recognising the cost-effectiveness and sustainability of the cloud-focused business model, they are heavily investing in IT talent who can help them either shift their own product offerings to the cloud, or to adopt new cloud-based technologies for the use of their own business. Finally, big data is driving the consistent rise of Data Scientist and Business Intelligence positions, in the same way Business Analytics positions increased in demand in Again, business leaders are recognising the value data and data-related technologies can bring. Demand is particularly high for specialists experienced in leveraging this data to deliver value-driven insights and drive intelligent business decisions. Peoplebank s key recommendation for any CIO in 2016 is to ensure they have a clear and strategic workforce plan, linked to their future IT skills and requirements. This is because the IT skills shortage is expected to continue for the next few years, and companies need to be prepared to combat this with an effective plan. Page 2

3 Market Update NSW The employment market in NSW remains strong with a continued demand for candidate skills across Digital transformation and Customer experience driven projects. Particular demand exists for Project Managers and Business analysts with experience of applications and / or Content Management Systems (CMS) experience. In addition, we see a shortage of skilled professionals in specialist roles across User Experience (UX), Customer Experience (CX), Visual design, Front end development and Service Design remaining for the foreseeable future as companies continue to grow their digital offering and try to gain market share through technology. Peoplebank also expect strong growth to continue within the areas of Data Analytics and insights as companies strive to use the data generated by the business to be used in ways to grow the bottom line. Marketing and Technology teams will also continue to work closely as we see more growth in the MARTEC sector into 2016 and beyond. AGILE delivery skills are now the norm as companies look to get projects delivered quickly and efficiently. Moving into 2016, we will see more talent from the digital field coming in from overseas, including regions like the UK and Europe where the talent pool is significantly larger. With these shifts in business needs and skill-set availability, businesses need to be flexible and open-minded about taking on staff that may not have the exact skill-set required at the time, but who can be trained to become valuable employees in the long-term as their role continues to evolve. VIC In Victoria, the effects of digital disruption are increasing the demand for ICT roles. Organisations are responding by restructuring their IT departments to collaborate with other departments, such as marketing. This is redesigning the workforce to be better situated to embracing disruption and change. Another transformation that has developed, is CIO s are now in digital lead roles, reflecting how businesses are using digital innovation to accomplish business goals. This has shown how the integration of IT departments into decision-making roles within companies will only increase momentum and the pace of digital disruption. The demand for particular roles has grown, especially for UX and UI design, DevOps and Product Managers. Some of these specialist roles have very high demand in Australia. Like many of the other states, Peoplebank is using mostly local candidates to fill roles. This is a very exciting time for the SME market, which has been driving demand in the ICT market for some time now. There is a high proportion of innovation within the SME market, creating new opportunities for candidates. This is expected to continue throughout Page 3

4 Market Update QLD Companies are continuing to invest in people and technology that can help them make the most of their data and drive intelligent business decisions. This is a trend that has been evident throughout 2015, and has particularly grown over the last quarter. This has led to an increased demand for business intelligence, data warehousing, and data science professionals, as Australian businesses are increasingly embracing digital disruption and are embracing technology as an enabler of business growth. With the focus on data management and analysis, the continuing growth of jobs that did not exist five or ten years ago is contracting the pool of resources available to companies. Increasingly, Peoplebank is being tasked with helping Australian organisations fill these roles because companies are struggling to find the right people with the right skills. Moving into 2016, we expect this trend to continue. We anticipate stronger collaboration between Peoplebank and our clients to address these challenges in the rapidly changing job market, particularly in regards to big data and how it is creating new jobs and demand for rare data-related skills. WA In Western Australia, there has been less demand from companies for ICT employees than is commonly associated with the Christmas period. Companies usually start making hires to cope with their increased workload, but this year has been different. Peoplebank has noticed this in all of its client s industries in Western Australia. This trend may continue, and could have a positive outcome as businesses rush to hire in the new year. WA companies have increased their demand for Business Analyst and Business Development roles. This is a positive sign for the state as it shows companies are serious about becoming more efficient and agile when facing the state s digital landscape. Peoplebank has used mainly local talent to fill roles. In 2012, when the mining rush slowed down, Western Australia was afforded the luxury of an influx of ICT talent. However recently, with IT graduate numbers falling and candidates heading interstate or overseas, there are fewer candidates. For 2016, companies should be working on their recruiting strategies and aim to get talent as early as possible. Demand will continue to outweigh supply, and it will become harder to find talent. Page 4

5 Market Update SA The Peoplebank Adelaide team has been kept busy recruiting over a number of industries despite the South Australia s high unemployment rate. With strong demand for specialist IT contractors in Federal and State Government, banking, telecommunications, defence, and manufacturing there are a number of fantastic opportunities for local as well as interstate candidates who are interested in making the move to the Festival State. Most recently Peoplebank has been responsible for placing Programme Managers, Business Analysts, Senior Network Engineers, Senior System Engineers, UI/UX Designers, IT Procurement roles, and IT Helpdesk & Contact Centre Staff. For companies wanting to succeed in 2016, it is important to have extensive planning around hiring strategies. This is one way to ensure companies get the best candidate in the market, not just the best candidate on the market. If you have an IT project that needs new talent with a set commencement date, work closely with your Peoplebank Account Manager to set a clear strategy for a thorough and quality recruitment process to take place. The benefit of working with an experienced Recruiter is they know all the variables to take into account such as the search and selection timeframe, notice periods, and any other anomalies that can often be overlooked such as a pre-booked holiday. ACT With an increasingly aggressive fight for talent in ACT, there have been rate increases of up to 10% for contractors in the market. This is particularly apparent in the government sector, where the candidate pool is restricted by regulation such as, pre-employment integrity checks, security clearances and Australian citizenship requirements. Peoplebank has seen a 20% growth in contract roles in ACT since July, and anticipate this growth to continue until the federal election in Part of this growth has stemmed from increasing demand for cybersecurity professionals, with most agencies now having a team dedicated to this area. The growth in number of web-related jobs, including web developers, testers and project managers is steady as the demand for private and public organisations to go digital continues. In 2016, companies and the public sector are expected to take this a step further and invest heavily in data management and analytics, which will drive demand for data scientist and data analyst roles. Organisations that quickly accept and understand the drivers for increasing contractor rates, and can quickly adjust their own compensation to employees accordingly, will thrive in 2016 and win the battle for strong IT talent. Organisations that are slow to change, which is common in the government sector due to budget cycles, will struggle most with finding and retaining the candidates needed to run successful and forward-looking IT projects. Page 5

6 Salary Table Development NSW ACT VIC QLD WA SA Page 6 Applications Architect Business Analyst Developer -.Net Developer - Java / J2EE Developer - Datawarehouse / ETL Enterprise Architect IT Consultant - Functional IT Consultant - Technical J2EE Architect Oracle Developer Sharepoint Developer IOS Developer Android Developer Software Build & Release Manager Solutions Architect Technical Writer Test Analyst Test Manager

7 Salary Table ERP NSW ACT VIC QLD WA SA Oracle Financials Functional Oracle Financials Technical Microsoft Dymanics GP SAP ABAP SAP Basis Administrator SAP Functional SAP Management SAP Technical Management NSW ACT VIC QLD WA SA Page 7 Applications Development Mgr - large scale Applications Development Mgr - small scale CIO/IT Director Computer Operations Manager Help Desk Manager I.T. Manager Service Delivery Manager Technology & Infrastructure Mgr - large scale

8 Salary Table Support/Infrastructure NSW ACT VIC QLD WA SA Change Manager Data Communications Engineer DBA - Oracle DBA - SQL Server Desktop/PC Support Help Desk Support Incident Manager Infrastructure Architect Network Designer Network Engineer Operator Security Administrator Security Architect Security Engineer Trainers Unix Systems Administration Wintel Server Engineer Page 8

9 Salary Table Telecommunications NSW ACT VIC QLD WA SA CS Core Engineer OSS Engineer PS Core Engineer RAN Engineer RF Engineer Telco Project Manager Transmission Engineer IT Project Office NSW ACT VIC QLD WA SA Page 9 Change Manager - Organisational PMO Manager Program Manager Project Analyst Project Administrator Project Co-ordinator Project Scheduler Project Manager - Applications Project Manager - Infrastructure

10 Salary Table Digital Roles NSW ACT VIC QLD WA SA Web Developers Web Designers Digital Designers UX Designers UX Researchers UX Architects UX Strategists UI Designers Digital Producers Digital Strategists Content Managers SEO Consultants Digital Marketers Data Scientists Note on the above Table The roles listed above are emerging and Peoplebank have not yet experienced demand across the board for them yet. Where values have been set to zero (0) it indicates we do not have sufficient data for that role / location to provide a reliable estimate. Page 10

11 About the Peoplebank ICT Salary Tables The Peoplebank ICT Salary Tables are based upon ICT job offers and employment activity in each location Peoplebank operates in during the past three months. Permanent Salaries All permanent salaries listed are base salaries only and do not include bonuses, superannuation, commissions or other benefits. When formulating salary ranges, as a general rule... Low: The lowest salary expectation. Usually less than 3 years of experience in the role Median: The middle salary expectation. This will tend to be the predominant expectation with most candidates having 3 to 5 years in the role High: The highest salary expectation. The best candidates available with most candidates having more than 5 years in the role. Contract Rates Please note that all rates listed are the Rate to the Contractor only and do not include management fees, superannuation, bonus, commissions or any other benefits or fees. When formulating Contractor ranges, as a general rule... Low: the minimum daily rate achieved for that position to High: the maximum daily rate achieved for that position Salary and Rate Movements Salaries and rates shown in green indicate an increase over the past three months whilst those shown in red indicate a decrease. Page 11

12 More Information To learn more about the Peoplebank ICT Salary and Employment Index, please feel free to contact one of our recruitment specialists in the following locations: NSW phone: ACT phone: VIC phone: QLD phone: WA phone: SA phone: Page 12