SALARY & BENEFITS GUIDE Ireland

Transcription

1 SALARY & BENEFITS GUIDE Ireland

2 morganmckinley.ie

3 CHIEF OPERATIONS OFFICER S LETTER The Irish economy is projected to continue its strong expansion in 2016 having delivered GDP growth of 5% over the past 12 months. Growth will provide continued momentum to job creation and reduce the still high rate of unemployment. Morgan McKinley has compiled this guide with the support of data gathered by our Inward Investment team from a sample of more than 40,000 professional placements in Ireland, using internal data gathered in Additionally, trends, market intelligence and market sentiment were obtained from a large cross-section of employers. This research, combined with the publication of our monthly employment monitor, has allowed us to predict current and future skills and talent requirements and to obtain benchmarking analysis for professionals seeking new roles and hiring companies alike. Evidence points to a stronger employment market in 2016 across a wide range of industries, sectors and locations in both the permanent and contract recruitment market. We anticipate that talent most in-demand will continue to be the strongest in Life Sciences, Engineering, ICT and Financial Services - Risk, Tax and Funds. In addition, support services such as Accounting, Human Resources and Customer Services & Sales with multilingual experience will continue to be sought after. The pace, level of growth and competition for talent is creating challenges as companies feel the pressure to fill roles, often in a short time frame. Remote hiring has and will continue to become an increasingly common feature of the market this year as employers strive to reach desirable candidates as quickly as possible. Talent attraction strategies and employer brand propositions remain a key focus for companies as they develop attraction and retention strategies to meet their workforce planning needs. A concerted focus on attracting women back to work must be a priority for 2016 with appropriate supports and skills transfers programmes put in place. FOREIGN DIRECT INVESTMENT (FDI) The outlook is positive for Ireland to renew its number one global position for the fourth consecutive year in attracting high-value FDI projects by quality and value of investments (IBM 2015 Global Locations Trend Report). This is supported by the ambitious strategy of IDA Ireland Winning FDI: outlining the intent to win 900 individual projects creating 80,000 new jobs over this period, from new and existing client companies. Key to the success of this strategy will be ensuring a quality supply of talent and continued innovation and collaboration on identifying and realising new Forms of Investment projects for Ireland. The purpose of the recent #HomeToWork initiative was to encourage emigrants arriving home to Ireland for Christmas to return and work here permanently and meet the current and future talent demands that the existing FDI strategy is designed to achieve. IRELAND DUBLIN, CORK & THE REGIONS The year past saw a record number of positions created by the IDA and Enterprise Ireland. Where demand for talent is high we continue to trend a much lower salary differential between Dublin and the regions, particularly in the areas of Life Science, Pharma, Engineering and ICT. Candidates with strong technical skills across all disciplines are becoming the norm as technology infiltrates all sectors. Morgan McKinley is seeing a narrowing of gender gaps, especially in the area of HR, where more males are entering the profession and in the Life Science and Engineering areas as more females are qualifying and securing roles. We expect to see the continued return of expatriates as professionals who left return with young families and are more confident of securing employment. We are seeing on average a 10% increase in salary levels which on one hand is welcome but would caution restraint in this area, Ireland s ability to attract inward investment is dependent on the ability to attract top talent and to be cost effective. BENEFITS Within our annual salary guide, we have provided an average outline of benefits by sector. There is a wide range of benefits offered by employers across sectors varying from basic statutory offerings through to a comprehensive suite. Our continued findings are that businesses with a strong employer brand, offering comprehensive training and career development opportunities in addition to more holistic benefits are successful in retaining and sourcing the most in-demand talent. Employers have become more consistent in examining their current reward structures with many re-aligning them to attract and retain employees. The development of a compelling employer value proposition is of crucial importance for successful ongoing talent attraction. Morgan McKinley is optimistic for 2016 with all indicators suggesting it will be another strong year for job creation and growth. Finally, we would like to thank you for your continued support throughout our years in business. We welcome any feedback or questions on our guide. KAREN O FLAHERTY Chief Operations Officer Ireland Tel: koflaherty@morganmckinley.ie

4 INTERNATIONAL INVESTMENT (INWARD & OUTWARD) Diversity is key to maintaining Ireland s stellar growth record. STRATEGIC INTENT The Government s Action Plan for jobs has set out its intent to support and enable the creation of 50,000 new jobs in 2016 and further reduce the unemployment rate of 8.9%, the lowest it has been in more than 5 years. This plan is supported by the strategies of both IDA Ireland and Enterprise Ireland. IDA Ireland aims to attract 900 new foreign direct investments over the next five years and create 16,000 new jobs in 2016 alone. Enterprise Ireland, on the back of a record year for job creation by its client companies with over 10,000 net new jobs created in 2015, is targeting growth of 13,000 new jobs this year. Furthermore, Enterprise Ireland has backed a fund that earmarks 40m for competitive job creation. HIGH GROWTH SECTORS Fintech, Pharma, Financial Services, Digital Marketing, Data Analytics and IT are the sectors predicting the largest growth in 2016, many opportunities within these sectors will involve a convergence of skills with technology and multilingual skills crossing every sector. IDA Ireland will also be expanding its sector portfolio through the creation of its New Forms of Investment team which will look at the opportunity for job creation across Marine Economy, Investments linked to Infrastructure, Property FDI, Arts and Culture and Energy Services. START UP REVOLUTION Ireland s start-up community cannot be underestimated in their value to job creation with Enterprise Ireland reporting that they created two-thirds of the 21,000 new jobs created in 2015 and this movement of start-ups features strongly in the Government s Action Plan for Jobs for the coming three years and seeks to position Ireland as the number one location to start a business in Europe. RESEARCH, DEVELOPMENT & INNOVATION Ireland has been very successful in offering a world leading RD&I (Research, Development & Innovation) Framework and this will form the basis of winning a cumulative 3bn in new RD&I investment projects, including in-house and collaborative RD&I projects with companies and universities by 2019 and encourage 120 additional companies to engage in RD&I. Return of the Irish Emigrant Workforce in 2016 Talent mobility will play a huge role in meeting the demand for diversified skill-sets to support the growth of international companies here, new FDI (Foreign Direct Investment) companies entering the market and indigenous start-up companies building out internationally. The initiative #home to work launched by the Government at Christmas to attract emigrants back to Ireland, will be succeeded by a number of targeted campaigns to reach the Irish diaspora internationally and bring them and their skills back to Ireland. We expect the disbursement of this boomerang talent pool to be more regionally focused than ever before, complimented by IDA Ireland s strategic intent to increase regional FDI investment by 30-40% in all regions outside of Dublin, while continuing the high level of investments the capital has always successfully attracted. EDUCATION & COLLABORATION A key ingredient in Ireland s success in attracting high profile investments to Ireland has been the quality of the workforce. This is underpinned in recent years by the growth in the number of STEaM (Science, Technology, Engineering, Arts and Maths) graduates coming out of Irish universities, as directed by the ICT Skills Action Plan which is tracking four times more than six years ago. The effective tripartite collaboration between, government, education and industry needs to continue to ensure the increased output of graduates remain relevant to the skills that companies are seeking to hire. GROWTH WHILE MAINTAINING OUR COST BASE The government predicted that GDP would expand by 6% in 2015, matching the previous year s post-crash record and maintaining Ireland as the fastest-growing economy in the eurozone. Ireland s innate ability to innovate will be tested in the coming year as we seek to navigate the geopolitical risks that may have an impact on this projected growth. Morgan McKinley are at the forefront of the decision making process with indigenous and international employers setting up or building out operations here. Having supported more than 100 new company set-ups in 2015 alone, we know for this growth to be sustainable Ireland now needs to ensure it remains cost competitive and not allow global skills shortages to translate into sizeable salary inflation across key sectors. We anticipate organisations continuing to invest in innovative reward structures that go beyond basic salary increases and really speak to the five generation workforce we have today (Traditionalists, Baby Boomers, Gen X, Gen Y and Gen Z). We have every reason, while continuing to partner and manage relationships to be cautiously optimistic for the level of job growth within FDI and export led organisations throughout TRAYC KEEVANS Director International Investment Ireland Tel: tkeevans@morganmckinley.ie

5 CONTENTS EXECUTIVE SEARCH 6 Java 86 Administration & Database 87 SAP 88 Consultancy & Business Intelligence 89 SQL 90 Security & Telecoms 90 Analytics 91 IT ACCOUNTING & FINANCE 10 Accounting & Finance 13 Shared Services 9 Contract & Interim 21 FINANCIAL SERVICES 24 FINANCIAL SERVICES & BANKING 28 Banking and Stockbroking Permanent 29 Finance, Treasury & Capital Markets Permanent 33 Banking and Stockbroking Contract & Interim 37 Finance, Treasury & Capital Markets Contract & Interim 40 FUNDS 42 Fund Administration Permanent 45 Fund Administration Contract & Interim 49 RISK 53 INSURANCE 58 Insurance & Actuarial Permanent 61 Insurance & Actuarial Contract & Interim 65 TAX & PRACTICE 68 LEGAL 73 CONTRACT & INTERIM Management & Senior Appointments 92 Web & Mobile 93 Test & QA 94.net 95 Java 96 Administration & Database 97 SAP 98 Consultancy & Business Intelligence 99 SQL 100 Security & Telecoms 100 Analytics 101 MULTILINGUAL 102 ENGINEERING 107 SUPPLY CHAIN 114 SCIENCE 121 SALES & MARKETING 128 E-Commerce 132 Digital Agency 134 Mobile & Telecoms 135 Sales 136 HUMAN RESOURCES 137 IT 77 PERMANENT Management & Senior Appointments 81 Web & Mobile 82 Gaming 83 Test & QA 84.net 85 Office Support 153 Customer Service 155 Legal 156

6 EXECUTIVE SEARCH Salary & Benefits Guide 2016

7 EXECUTIVE SEARCH BENEFIT PENSION DESCRIPTION Most schemes are now purely Defined Contribution. The employer will contribute up to 15% and the employee can match this, and in some cases exceed the contributions. A number of organisations continue to offer Defined Benefits schemes. These schemes often do not require a contribution from the employee. HEALTHCARE BONUS Healthcare packages for senior executives vary. In general, the package will cover full health care for the employee and all dependents. Some packages also include dental care although this is less common. Bonus packages vary greatly. For senior operations professionals, the bonus is built on personal and business performance and can range from 10% to 30%. For senior business development and commercial executives, bonus percentages can be 100% of base with no cap on earnings. Many Fortune 500 organisations offer bonus payments by way of RSU (restricted stock units) and share options, as a tax efficient vehicle days 8,000-12,000 ANNUAL LEAVE CAR ALLOWANCE LIFE ASSURANCE 4 times basic salary OTHER LTIPs (long-term incentive plans) whereby an employee can assume a percentage equity in a business over 3 to 5 years. 7

8 EXECUTIVE SEARCH DAVID BURKE Managing Partner Accreate Executive Search Tel: dburke@accreate.com David joined the group 14 years ago and has spent the bulk of his career working with clients at a senior level. He has extensive Search experience in supply chain management, quality, logistics, procurement, operations and manufacturing. In addition to being responsible for the overall strategic and operational development of Accreate, David leads its Life Science practice. HIGH LEVEL OF DEMAND FOR C SUITE EXECUTIVES AND COMPLIANCE EXECUTIVES Accreate is the Executive Search division of the Morgan McKinley Group and is the only Irish executive search firm with extensive international reach through our global office network. Accreate works with organisations on a retained and exclusive basis to find the best talent for critical and transformational leadership roles at board and head of functions level, as well as for nonexecutive directors. Indeed, in 2015 our focus moved up the value chain with more moves at Senior Vice President and C-suite level. As executive level talent is overwhelmingly passive, i.e. not currently looking for a new role. We have typically learned about them through research or referral and reach out to them and build a relationship before an opportunity arises. Accreate is highly active on the international level and as well as placing senior executives in Ireland, over the past 12 months we secured highly sought-after individuals for appointments in countries such as the USA, the Nordics, the United Kingdom and China. We have been particularly excited by the number of unsolicited enquiries from companies based in the United States seeking to locate high-calibre talent in Ireland. In 2015, 40% of the senior appointments we handled involved an international relocation on the part of the hired executive. International travel has become a central requirement for the execution of any senior role and this trend will continue. Growing economic confidence, greater willingness of larger SME companies to invest in new talent, increased foreign direct investment and Ireland s current attractiveness as a country in which to take a job (or to return to) have all contributed to a very buoyant level of activity for executive search in 2015, and our focus on the most senior-level appointments. Interest has been especially strong in the IT, food, pharmaceutical and financial services sectors. In the current economic climate we have also observed a much greater willingness of larger companies to invest more both in terms of recruiting and retaining top talent. Senior executives are more confident than ever about their worth and expect to be rewarded accordingly. In order to eliminate any surprise counter-offers, Accreate works hard to brief clients on candidates current package and motivations and with a great deal of success. It is exceedingly rare that an appointment process is disrupted by a buy-back situation or other factors such as domestic life. At CxO level we saw a significant uplift in salaries in At the levels below the C suite (Senior Director, Director or head of function) salaries did not rise to quite the same degree, with the exception of heads of Risk, Regulatory and Compliance functions where we also saw significant increases. This reflects the situational change that we have seen over the past few years, with tightened regulatory environments on the back of scandals and losses, particularly in the financial services sector. Candidates at the most senior levels of management are generally not actively looking for a new role, and for a good reason: they are highly sought after and precisely because they are hard to get, they will be well rewarded. However, visibility through LinkedIn, editorial content and participation as speakers at sector-specific and senior management networking events can enhance their marketability still further. Hiring senior executives involves some hard thinking and tough decision processes. However, organisations need to act fast to avoid missing out. In 2015 we were particularly impressed at the speed with which FDI clients, especially from the United States, made hiring decisions once they had locked into the right candidate. Indigenous companies, especially the larger SMEs, need to be aware of this for fear of missing out on top talent. 8

9 EXECUTIVE SEARCH EXECUTIVE SEARCH IRELAND CEO 160, ,000 COO 140, ,000 HEAD OF RISK & COMPLIANCE 160, ,000 VP/OPERATIONS DIRECTOR 140, ,000 VP/MANUFACTURING DIRECTOR 130, ,000 TREASURY DIRECTOR 130, ,000 VP/ENGINEERING DIRECTOR 120, ,000 BUSINESS DEVELOPMENT DIRECTOR 120, ,000 HEAD OF AUDIT 120, ,000 VP/SUPPLY CHAIN DIRECTOR 110, ,000 CHIEF TECHNICAL OFFICER 110, ,000 CHIEF FINANCIAL OFFICER 100, ,000 VP/SALES DIRECTOR 90, ,000 VP/HR DIRECTOR 90, ,000 9

10 ACCOUNTING & FINANCE Salary & Benefits Guide 2016

11 ACCOUNTING & FINANCE BENEFIT MANAGEMENT NON MANAGEMENT PENSION 3% - 11% employer contribution 3% - 7% employer contribution HEALTHCARE Fully paid for employee and dependants Full / Partial / 10% group discount scheme 10% - 25% Up to 10% BONUS days days ANNUAL LEAVE 2-4 times basic salary 2-4 times basic salary LIFE ASSURANCE OTHER Car allowance / Fuel Card / Professional Subscriptions / Onsite Canteen Tax Saver Commuter Tickets / Gym / Stock Options / Product Discounts Sports And Social / Employee Assistance Programme 11

12 ACCOUNTING & FINANCE PERMANENT CANDIDATES HAVE MULTIPLE OPTIONS The Accounting & Finance recruitment market has risen in line with general economic growth. This shift from pure reporting roles has continued with employers expecting accountants to bring a commercial mindset to their positions in addition to pure technical ability. Renumeration for those individuals who can add value to an organisation has grown at a sharper pace than those purely involved in historical reporting. As always, the expected earnings of any accountant is aligned to their own capability and will reflect the extra value they are bringing to a business above their core capability. Small and Medium sized businesses continued to make progress with demand trending upwards year on year, with a notable uplift from the construction sector. There has been a steady increase in recruitment into commercial roles in larger organisations, with the creation of new mid-level to senior roles such as commercial controllers, financial planning and analysis and finance partners. In particular, we have seen a number of companies combining finance and business functions, such as Sales Director, to maximise pricing and revenues. Organisations are now looking to improve processes so relevant project experience, such as Six Sigma, is generally highly sought after. Professional services businesses, including the larger practices, have been very active recruiting specialist analysts to provide additional support. There continues to be high demand for recently qualified accountants coming from the larger practices creating upward pressure on salaries, especially for group-level roles. Employers looking to fill internally focused roles or pure reporting roles from this candidate community are often losing out to what are perceived to be more interesting opportunities. In 2016 we expect to see marginal increases in base salaries balanced by increased bonus payments, guaranteed bonuses and some improvements in benefits. Top tier talent is being well looked after. CONTRACT & INTERIM EMPLOYERS OFFERING IMPROVED BENEFITS The contract market has been marked by the pace of growth and the strength of demand for more commercially oriented roles at senior level and high volume transactional roles in multinational and FDI start ups. The buoyancy of the permanent market has meant that competition for contract talent has been strong. This has led to extended benefits being offered in the form of completion bonuses, healthcare, life insurance and longer notice periods in order to attract and retain finance professionals in these roles. There is strong demand for senior systems accountants to handle the roll-out and upgrade of ERP modules as the quality of information available to management increases in importance during this growth phase. At the more junior level the market remains strong for transactional temporary staff. This is driven by growth within indigenous businesses in the food, ICT, engineering and services sectors. Order to Cash, Purchase to Pay and Payroll professionals have all been in demand with the lack of supply putting upward pressure on pay rates, in the region of 5-10%. As the market continues to gather pace, it is anticipated that trends identified in the later half of 2015 will continue into

13 ACCOUNTING & FINANCE COMMERCE & INDUSTRY Small companies < 100 employees PERMANENT (Annual salary) FINANCIAL DIRECTOR ,000 85,000 72,000 75,000 67,000-70,000 67,000-70, ,000 90,000 75,000 85,000 70,000-80,000 70,000-80, , ,000 85, ,000 80,000-95,000 80,000-95,000 FINANCIAL CONTROLLER ,000 75,000 60,000-70,000 55,000-65,000 55,000-65, ,000-80,000 70,000-75,000 65,000-70,000 65,000-70, ,000 90,000 75,000-80,000 70,000-75,000 70,000-75,000 FINANCE MANAGER ,000 65,000 55,000-60,000 50,000-55,000 50,000-55, ,000 70,000 60,000-65,000 55,000-60,000 55,000-60, ,000 75,000 65,000-70,000 60,000-65,000 60,000-70,000 MANAGEMENT ACCOUNTANT (QUAILIFIED) ,000 50,000 45,000-46,000 40,000-45,000 38,000-45, ,000-60,000 46,000-55,000 45,000-50,000 45,000-50, ,000 65,000 55,000-60,000 50,000-55,000 48,000-55,000 FINANCIAL ACCOUNTANT (QUALIFIED) ,000 50,000 40,000-46,000 40,000-44,000 38,000-42, ,000-60,000 45,000-55,000 44,000-48,000 42,000-47, ,000 65,000 55,000-60,000 48,000-50,000 47,000-50,000 COMPANY ACCOUNTANT ,000 55,000 40,000-46,000 40,000-44,000 39,000-43, ,000 60,000 46,000-55,000 44,000-48,000 43,000-47, ,000 65, ,000 48,000-50,000 47,000-50,000 SYSTEMS ACCOUNTANT ,000 60,000 40,000-46, ,000 39,000-43, ,000 65,000 46,000-55,000 44,000-47,000 43,000-46, ,000-75,000 55,000-60,000 48,000-50,000 47,000-50,000 PROJECT ACCOUNTANT ,000 55,000 40,000-46,000 40,000-45,000 40,000-45, ,000 60,000 46,000-55,000 45,000-50,000 45,000-50, ,000 70,000 55,000-60,000 50,000-60,000 50,000-57,000 ASSISTANT MANAGEMENT ACCOUNTANT ,000 35,000 26,000-33,000 25,000-30,000 24,000-29, ,000 40,000 33,000-35,000 30,000-34,000 29,000-34, ,000 45,000 35,000-38,000 34,000 40,000 34,000-36,000 ASSISTANT FINANCIAL ACCOUNTANT ,000 35,000 25,000-30,000 22,000-30,000 24,000-28, ,000 40,000 30,000-35,000 30,000-34,000 28,000-34, ,000 45,000 30,000-35,000 34,000 40,000 34,000-36,000 13

14 ACCOUNTING & FINANCE COMMERCE & INDUSTRY Small companies < 100 employees (cont d) PERMANENT (Annual salary) TAX ACCOUNTANT ,000 45,000 35,000-40,000 28,000-35,000 28,000-34, ,000 50,000 40,000-48,000 35,000-45,000 34,000-38, ,000 55,000 48,000-55,000 45,000-55,000 38,000-45,000 CREDIT CONTROLLER ,000-28,000 23,000-25,000 20,000-24,000 18,000-24, ,000-33,000 25,000-30,000 24,000-28,000 24,000-27, ,000-36,000 30,000-32,000 28,000-32,000 27,000-32,000 PAYROLL CLERK ,000-28,000 24,000-28,000 20,000-24,000 19,000-23, ,000-33,000 28,000-33,000 24,000-28,000 23,000-28, ,000-40,000 34,000-40,000 28,000-35,000 28,000-35,000 ACCOUNTS SUPERVISOR ,000-38,000 30,000-35,000 28,000-34,000 28,000-34, ,000-41,000 35,000-40,000 34,000-38,000 34,000-36, ,000-46,000 40,000-43,000 38,000-40,000 36,000-38,000 ACCOUNTS PAYABLE CLERK ,000-28,000 22,000-24,000 20,000-24,000 20,000-24,000 ACCOUNTS RECEIVABLE CLERK ,000-33,000 24,000-26,000 24,000-26,000 24,000-26, ,000-36,000 26,000-30,000 26,000-28,000 26,000-28, ,000-28,000 22,000-24,000 20,000-24,000 20,000-24, ,000-32,000 24,000-26,000 24,000-26,000 24,000-26, ,000-36,000 28,000-32,000 26,000-30,000 26,000-30,000 AP MANAGER ,000-40,000 32,000-37,000 32,000-37,000 32,000-38, ,000-45,000 38,000-42,000 38,000-42,000 38,000-42, ,000-50,000 42,000-47,000 42,000-47,000 42,000-47,000 AR MANAGER ,000-40,000 32,000-38,000 32,000-38,000 32,000-38, ,000-45,000 38,000-42,000 38,000-42,000 38,000-42, ,000-50,000 42,000-47,000 42,000-47,000 42,000-47,000 ACCOUNTS ASSISTANT ,000-28,000 22,000-26,000 20,000-24,000 21,000-24, ,000-33,000 26,000-30,000 24,000-26,000 24,000-26, ,000-36,000 30,000-35,000 26,000-30,000 26,000-29,000 BOOKKEEPER ,000-25,000 22,000-24,000 20,000-22,000 20,000-22, ,000-30,000 24,000-28,000 22,000-25,000 22,000-25, ,000-36,000 28,000-32,000 25,000-30,000 25,000-30,000 GRADUATE / TRAINEE ACCOUNTANT ,000-27,000 18,000-22,000 18,000-20,000 16,000-20,000 14

15 ACCOUNTING & FINANCE COMMERCE & INDUSTRY Medium companies employees PERMANENT (Annual salary) FINANCIAL DIRECTOR , ,000 80,000-90,000 70,000-80,000 65,000-70, , ,000 90, ,000 80,000-95,000 70,000-90, , , , ,000 95, ,000 90, ,000 FINANCIAL CONTROLLER ,000-80,000 65,000-75,000 60,000-70,000 55,000-65, ,000-90,000 75,000-85,000 70,000-80,000 65,000-75, , ,000 85, ,000 80,000-90,000 77,000-87,000 FINANCE MANAGER ,000-75,000 55,000-65,000 55,000-65,000 55,000-65,000 MANAGEMENT ACCOUNTANT (QUALIFIED) FINANCIAL ACCOUNTANT (QUALIFIED) ,000-80,000 65,000-75,000 65,000-75,000 65,000-75, ,000-85,000 75,000-85,000 75, ,000-85, ,000-50,000 42,000-50,000 40,000-45,000 38,000-45, ,000-60,000 50,000-55,000 45,000-55,000 45,000-50, ,000-65,000 55,000-65,000 50,000-65,000 50,000-60, ,000-50,000 42,000-50,000 40,000-45,000 35,000-45, ,000-60,000 50,000-55,000 45,000-55,000 45,000-55, ,000-70,000 55,000-65,000 55,000-65,000 50,000-60,000 COMPANY ACCOUNTANT ,000-55,000 42,000-50,000 40,000-45,000 40,000-45, ,000-60, ,000 45,000-50,000 45,000-50, ,000-65,000 55,000-65,000 50,000-60,000 50,000-60,000 SYSTEMS ACCOUNTANT ,000-60,000 42,000-50,000 40,000-45,000 38,000-45, ,000-65,000 50,000-55,000 45,000-50,000 45,000-50, ,000-70,000 55,000-65,000 50,000-60,000 50,000-60,000 PROJECT ACCOUNTANT ,000-50,000 42,000-50,000 40,000-50,000 38,000-50, ,000-65,000 50,000-55,000 50,000-55,000 50,000-55, ,000-70,000 55,000-65,000 50,000-60,000 50,000-60,000 COMMERCIAL ACCOUNTANT ,000-50,000 42,000-50,000 40,000-45,000 38,000-45, ,000-65,000 50,000-55,000 45,000-55,000 45,000-53, ,000-75,000 55,000-65,000 55,000-65,000 53,000-65,000 ASSISTANT MANAGEMENT ACCOUNTANT ASSISTANT FINANCIAL ACCOUNTANT ,000-35,000 26,000-30,000 22,000-28,000 18,000-28, ,000-38,000 30,000-35,000 28,000-34,000 28,000-34, ,000-45,000 35,000-40,000 34,000-40,000 34,000-38, ,000-35,000 26,000-30,000 22,000-25,000 20,000-25, ,000-38,000 30,000-35,000 25,000-32,000 25,000-32, ,000-45,000 35,000-40,000 32,000-36,000 32,000-36,000 15

16 ACCOUNTING & FINANCE COMMERCE & INDUSTRY Medium companies employees (cont d) PERMANENT (Annual salary) TAX ACCOUNTANT ,000-50,000 38,000-45,000 38,000-40,000 38,000-40, ,000-65,000 45,000-55,000 40,000-45,000 40,000-45, ,000-75,000 55,000-60,000 45,000-52,000 45,000-50,000 CREDIT CONTROLLER ,000-28,000 23,000-25,000 23,000-25,000 23,000-25, ,000-32,000 25,000-28,000 25,000-28,000 25,000-27, ,000-38,000 30,000-34,000 28,000-32,000 28,000-32,000 PAYROLL MANAGER ,000-45,000 36,000 42,000 34,000 38,000 34,000 38, ,000-50,000 42,000 47,000 38,000 40,000 38,000 40, ,000-60,000 47,000 52,000 40,000 45,000 40,000 45,000 PAYROLL CLERK ,000-28,000 22,000-25,000 22,000-25,000 22,000-25, ,000-35,000 25,000-30,000 25,000-28,000 25,000-28, ,000-40,000 30,000-38,000 28,000-32,000 28,000-32,000 ACCOUNTS SUPERVISOR ,000-37,000 30,000-35,000 27,000-30,000 27,000-30, ,000-42,000 35,000-40,000 30,000-35,000 30,000-35, ,000-45,000 40,000-45,000 35,000-38,000 35,000-38,000 ACCOUNTS PAYABLE CLERK ,000-28,000 22,000-25,000 22,000-25,000 22,000-24,000 ACCOUNTS RECEIVABLE CLERK ,000-30,000 25,000-28,000 25,000-28,000 24,000-28, ,000-36,000 28,000-30,000 28,000-30,000 28,000-30, ,000-28,000 22,000-24,000 22,000-25,000 22,000-25, ,000-32,000 24,000-27,000 25,000-28,000 25,000-28, ,000-35,000 27,000-32,000 28,000-30,000 28,000-32,000 AP MANAGER ,000-50,000 38,000-43,000 35,000-40,000 32,000-39, ,000-55,000 43,000-48,000 40,000-45,000 39,000-45, ,000-60,000 48,000-54,000 45,000-55,000 45,000-55,000 AR MANAGER ,000-50,000 38,000-42,000 35,000-40,000 34,000-38, ,000-55,000 42,000-48,000 40,000-45,000 38,000-44, ,000-60,000 48,000-54,000 45,000-55,000 45,000-55,000 ACCOUNTS ASSISTANT ,000-28,000 22,000-24,000 22,000-24,000 21,000-24, ,000-33,000 24,000-29,000 24,000-27,000 24,000-27, ,000-35,000 29,000-32,000 27,000-30,000 27,000-30,000 BOOKKEEPER ,000-27,000 20,000-22,000 20,000-22,000 20,000-22, ,000-32,000 22,000-25,000 22,000-24,000 22,000-24, ,000-40,000 25,000-28,000 24,000-28,000 24,000-28,000 GRADUATE / TRAINEE ACCOUNTANT ,000-25,000 18,000-25,000 20,000-23,000 20,000-23,000 16

17 ACCOUNTING & FINANCE COMMERCE & INDUSTRY Large companies 500+ employees PERMANENT (Annual salary) FINANCIAL DIRECTOR , ,000 80, ,000 75,000-85,000 65,000-80, , , , ,000 85, ,000 80,000-95, , , , , , ,000 95, ,000 FINANCIAL CONTROLLER ,000-85,000 65,000-80,000 65,000-75,000 65,000-75, ,000-95,000 80,000-85,000 75,000-85,000 75,000-80, , ,000 85, ,000 85,000-95,000 80,000-90,000 FINANCE MANAGER ,000-80,000 65,000-75,000 65,000-70,000 65,000-70,000 MANAGEMENT ACCOUNTANT ,000-85,000 75,000-80,000 70,000-75,000 70,000-75, ,000-95,000 80,000-85,000 75,000-85,000 75,000-85, ,000-55,000 42,000-50,000 40,000-45,000 40,000-45, ,000-60,000 50,000-55,000 45,000-55,000 45,000-55, ,000-70,000 55,000-65,000 55,000-60,000 55,000-60,000 FINANCIAL ACCOUNTANT ,000-55,000 42,000-50,000 40,000-45,000 40,000-45, ,000-65,000 50,000-55,000 45,000-50,000 45,000-50, ,000-70,000 55,000-65,000 50,000-60,000 50,000-60,000 COMPANY ACCOUNTANT ,000-55,000 42,000-50,000 40,000-45,000 40,000-45, ,000-60,000 50,000-55,000 45,000-50,000 45,000-50, ,000-65,000 55,000-65,000 50,000-60,000 50,000-60,000 SYSTEMS ACCOUNTANT ,000-60,000 42,000-50,000 40,000-45,000 40,000-45, ,000-75,000 50,000-55,000 45,000-55,000 45,000-55, ,000-75,000 55,000-65,000 55,000-60,000 55,000-60,000 PROJECT ACCOUNTANT ,000-60,000 42,000-50,000 40,000-45,000 38,000-45,000 COMMERCIAL ACCOUNTANT ASSISTANT MANAGEMENT ACCOUNTANT ASSISTANT FINANCIAL ACCOUNTANT ASSISTANT FINANCIAL CONTROLLER ,000-65,000 50,000-55,000 45,000-50,000 45,000-50, ,000-75,000 55,000-65,000 50,000-60,000 50,000-60, ,000-50,000 42,000-50,000 40,000-45,000 40,000-45, ,000-65,000 50,000-55,000 45,000-50,000 45,000-50, ,000-75,000 55,000-65,000 50,000-60,000 50,000-60, ,000-35,000 26,000-30,000 25,000-28,000 24,000-27, ,000-38,000 30,000-35,000 28,000-32,000 27,000-32, ,000-45,000 35,000-40,000 32,000-38,000 32,000-38, ,000-35,000 26,000-30,000 25,000-28,000 24,000-27, ,000-40,000 30,000-35,000 28,000-32,000 27,000-32, ,000-45,000 35,000-40,000 32,000-38,000 32,000-38, ,000-55,000 45,000-55,000 40,000-45,000 40,000-45, ,000-65,000 55,000-60,000 45,000-50,000 45,000-50, ,000-70,000 60,000-70,000 50,000-55,000 50,000-55,000 TAX ACCOUNTANT ,000-60,000 42,000-46,000 38,000-40,000 38,000-40, ,000-65,000 46,000-55,000 40,000-45,000 40,000-45, ,000-75,000 55,000-65,000 45,000-55,000 45,000-55,000 GRADUATE/TRAINEE ACCOUNTANT ,000-28,000 23,000-25,000 23,000-25,000 22,000-24,000 17

18 ACCOUNTING & FINANCE COMMERCE & INDUSTRY Large companies 500+ employees (cont d) PERMANENT (Annual salary) CREDIT CONTROLLER EMEA PAYROLL MANAGER PAYROLL MANAGER PAYROLL CLERK ACCOUNTS SUPERVISOR ACCOUNTS PAYABLE CLERK 0 3 ACCOUNTS RECEIVABLE CLERK AP MANAGER AR MANAGER ACCOUNTS ASSISTANT BOOKKEEPER 0 3 GRADUATE / TRAINEE ACCOUNTANT ,000-28,000 23,000-25,000 22,000-26,000 22,000-25,000 28,000-33,000 25,000-30,000 26,000-28,000 25,000-28,000 33,000-36,000 30,000-34,000 28,000-32,000 28,000-32,000 50,000-55,000 42,000-46,000 45,000-50,000 40,000-45,000 55,000-65,000 46,000-52,000 50,000-55,000 45,000-52,000 65,000-80,000 52,000-70,000 55,000-60,000 52,000-70,000 45,000-50,000 40,000 45,000 40,000 45,000 40,000 45,000 50,000-58,000 45,000 50,000 45,000 50,000 45,000 50,000 58,000-68,000 50,000 60,000 50,000 60,000 50,000 60,000 24,000-28,000 23,000-25,000 25,000-28,000 22,000-25,000 28,000-35,000 25,000-30,000 28,000-32,000 25,000-28,000 35,000-41,000 30,000-40,000 33,000-38,000 28,000-35,000 31,000-36,000 30,000-35,000 27,000-30,000 27,000-30,000 36,000-41,000 35,000-40,000 30,000-35,000 30,000-35,000 41,000-46,000 40,000-45,000 35,000-38,000 35,000-38,000 24,000-28,000 24,000-26,000 22,000-24,000 22,000-24,000 28,000-33,000 26,000-30,000 24,000-27,000 24,000-27,000 33,000-36,000 30,000-33,000 27,000-32,000 27,000-30,000 24,000-29,000 24,000-26,000 22,000-25,000 22,000-25,000 29,000-33,000 26,000-30,000 25,000-28,000 25,000-28,000 33,000-36,000 30,000-33,000 28,000-32,000 28,000-32,000 45,000-50,000 40,000-45,000 35,000-40,000 35,000-40,000 50,000-57,000 45,000-50,000 40,000-45,000 40,000-45,000 57,000-65,000 50,000-60,000 45,000-55,000 45,000-55,000 45,000-50,000 40,000-45,000 35,000-40,000 35,000-40,000 50,000-57,000 45,000-49,000 40,000-45,000 40,000-45,000 57,000-65,000 50,000-60,000 45,000-55,000 45,000-55,000 24,000-28,000 24,000-26,000 22,000-24,000 22,000-24,000 28,000-33,000 26,000-30,000 24,000-27,000 24,000-27,000 33,000-35,000 30,000-33,000 27,000-30,000 27,000-30,000 24,000-28,000 22,000-24,000 20,000-22,000 20,000-22,000 28,000-33,000 24,000-26,000 22,000-25,000 22,000-25,000 33,000-35,000 26,000-28,000 25,000-27,000 25,000-27,000 25,000-28,000 21,000-25,000 18,000-25,000 18,000-22,000 18

19 ACCOUNTING & FINANCE SHARED SERVICES PERMANENT (Annual salary) DIRECTOR SHARED SERVICES , , , , , , , ,000 SHARED SERVICES GENERAL LEDGER PERMANENT (Annual salary) GL MANAGER GL TEAM LEADER ,000-65,000 60, ,000 45,000-55,000 45,000-50,000 65,000-75,000 65,000-75,000 55,000-60,000 50,000-60,000 70,000-80,000 70,000-80,000 60,000-75,000 60,000-75,000 55,000-60,000 55,000-60,000 45,000-48,000 45,000-48,000 60,000-65,000 60,000-65,000 48,000-53,000 48,000-53,000 65,000-75,000 65,000-75,000 53,000-55,000 53,000-55,000 GL ANALYST / SPECIALIST / ASSISTANT TEAM LEADER ,000-40,000 38,000-40,000 35,000-40,000 35,000-38,000 40,000-45,000 40,000-45,000 40,000-45,000 38,000-40, ,000-55,000 45,000-50,000 40,000-45,000 40,000-45,000 SHARED SERVICES ACCOUNTS PAYABLE PERMANENT (Annual salary) AP MANAGER ,000-50,000 45,000-50,000 40,000-45,000 40,000-45, ,000-56,000 50,000-55,000 45,000-50,000 45,000-50, ,000-65,000 55,000-60,000 50,000-55,000 50,000-55,000 AP TEAM LEADER ,000-40,000 33,000-38,000 32,000-36,000 30,000-34,000 AP ANALYST / SPECIALIST / ASSISTANT TEAM LEADER ,000-45,000 38,000-42,000 36,000-40,000 34,000-38, ,000-48,000 42,000-46,000 40,000-42,000 38,000-42, ,000-34,000 28,000-32,000 24,000-30,000 24,000-28, ,000-39,000 32,000-36,000 30,000-32,000 28,000-32, ,000-41,000 36,000-38,000 32,000-36,000 32,000-36,000 AP ASSOCIATE ,000-28,000 22,000-26,000 19,000-23,000 19,000-23, ,000-32,000 26,000-29,000 23,000-26,000 23,000-26, ,000-35,000 29,000-32,000 26,000-30,000 26,000-30,000 19

20 ACCOUNTING & FINANCE SHARED SERVICES ACCOUNTS RECEIVABLE PERMANENT (Annual salary) AR MANAGER ,000-50,000 45,000-52,000 45,000-50,000 45,000-50, ,000-60,000 52,000-57,000 50,000-55,000 50,000-55, ,000-70,000 57,000-65,000 52,000-62,000 55,000-60,000 AR TEAM LEADER ,000-41,000 30,000-35,000 30,000-35,000 28,000-33,000 AR ANALYST / SPECIALIST / ASSISTANT TEAM LEADER ,000-43,000 35,000-40,000 35,000-40,000 33,000-38, ,000-48,000 40,000-45,000 40,000-45,000 38,000-42, ,000-36,000 30,000-32,000 28,000-30,000 28,000-30, ,000-39,000 32,000-36,000 30,000-35,000 30,000-34, ,000-43,000 36,000-38,000 35,000-37,000 34,000-37,000 AR ASSOCIATE ,000-28,000 23,000-28,000 22,000-26,000 24,000-27, ,000-33,000 28,000-30,000 26,000-28,000 27,000-29, ,000-36,000 30,000-35,000 28,000-32,000 29,000-32,000 SHARED SERVICES TAX PERMANENT (Annual salary) TAX MANAGER ,000-65,000 50,000-55,000 48,000-55,000 45,000-55, ,000-75,000 55,000-65,000 55,000-60,000 55,000-60, , ,000 65,000-85,000 60,000-80,000 60,000-80,000 TAX SPECIALIST ,000-40,000 30,000-35,000 28,000-33,000 28,000-33, ,000-45,000 35,000-40,000 33,000-40,000 33,000-40, ,000-65,000 40,000-60,000 40,000-50,000 40,000-50,000 VAT ANALYST ,000-40,000 30,000-35,000 28,000-33,000 28,000-33,000 VAT ACCOUNTANT ,000-50,000 35,000-45,000 33,000-45,000 33,000-43, ,000-70,000 45,000-65,000 45,000-60,000 43,000-60,000 20

21 ACCOUNTING & FINANCE COMMERCE & INDUSTRY CONTRACT & INTERIM (Rate per hour)* INTERIM MANAGER / FINANCIAL DIRECTOR FINANCIAL CONTROLLER FINANCIAL ACCOUNTANT SYSTEMS ACCOUNTANT VAT ACCOUNTANT TAX ACCOUNTANT PROJECT ACCOUNTANT COST ACCOUNTANT MANAGEMENT ACCOUNTANT COMMERCIAL ACCOUNTANT INTERNAL AUDITOR NEWLY QUALIFIED ACCOUNTANT PART QUALIFIED ACCOUNTANT FINANCIAL ANALYST *Figures shown reflect base salaries quoted in hourly rates. 21

22 ACCOUNTING & FINANCE COMMERCE & INDUSTRY (cont d) CONTRACT & INTERIM (Rate per hour)* ASSISTANT ACCOUNTANT CREDIT CONTROLLER ACCOUNTS ASSISTANT ACCOUNTS CLERK BANK RECONCILIATIONS CLERK BOOKKEEPER PAYROLL JUNIOR PAYROLL SENIOR PAYROLL MANAGER ACCOUNTS PAYABLE ASSISTANT ACCOUNTS RECEIVABLE ASSISTANT AP MANAGER AR MANAGER BILLINGS ADMINISTRATOR EXPENSE ANALYST *Figures shown reflect base salaries quoted in hourly rates. 22

23 ACCOUNTING & FINANCE COMMERCE & INDUSTRY (cont d) CONTRACT & INTERIM (Rate per hour)* FP&A MANAGER REVENUE ACCOUNTANT COMMERCIAL ACCOUNTANT GROUP/CONSOLIDATION ACCOUNTANT *Figures shown reflect base salaries quoted in hourly rates. 23

24 anking & financia BANKING & FINANCIAL SERVICES Salary & Benefits Guide 2016

25 BANKING & FINANCIAL SERVICES BENEFIT MANAGEMENT NON MANAGEMENT PENSION 5% - 15% employer contribution 5% - 8% employer contribution HEALTHCARE Fully paid for employee and dependants Fully paid for employee only 6% - 20% 5% - 7% BONUS days days ANNUAL LEAVE 3-7 times basic salary 3-4 times basic salary LIFE ASSURANCE OTHER Car Allowance / Professional Subscriptions / Further Education Scheme / Sports & Social Travel (Bike-to-Work Scheme / Tax Saver Commuter Tickets) / Gym / Onsite Canteen Discount on Products Company / Share Scheme / Employee Assistance Programme 25

26 BANKING & FINANCIAL SERVICES PERMANENT BANKING & STOCKBROKING As part of the Banking & Stockbroking Permanent Salaries 2016 here is a look at the salary ranges for professionals working within private banking, corporate banking, commercial banking, stock broking, retail banking, mortgages, compliance and product. Retail, corporate, commercial banking, asset finance and stockbroking firms have all increased their talent intake throughout Growth has been focused across a range of operational functions including Underwriting, Relationship Management, Analytics, Sales, Risk and experienced administrators, with the volume of recruitment at entry to mid-level roles. There has been increased volume of roles at senior appointment level, though this has not been matched with a significant movement in salaries. The situation had stabilised following the upward correction that took place in the market in Organisations where salaries and benefits had stagnated over the last number of years have seen a move back toward offering some form of rewards package, particularly within the corporate, commercial and asset finance sectors. This sector is competing favourably against retail banks in terms of overall package and salary progression. H experienced a marked growth in sales and relationship management roles, where local retail and international corporate banks sought to increase penetration rates in their relevant markets. New business development roles remain competitive as there continues to be a significant volume of senior banking professionals on the market that have previously worked in insolvency and restructuring. PERMANENT / CONTRACT & INTERIM FINANCE, TREASURY & CAPITAL MARKETS BIG LEAP IN SALARIES AT NEWLY QUALIFIED LEVEL The main focus of activity in 2015 was mid-level recruitment into banks. In the insurance sector recent consolidations and the completion of Solvency II projects have slowed growth. Aircraft leasing, an important sector in Ireland, was very active in 2015 with significant movement between key organisations. There was moderate uplift in salaries at senior levels over the past 24 months; the situation has stabilised following the upward correction in The benefit for career movers has been in other areas of the rewards package, with a return of bonuses and greater opportunities for internal progression. At junior and mid-levels organisations have been adding headcount and the market was very active throughout Many companies have seen the benefit of bringing in trainees earlier as they have now developed into fully contributing team members. Newly qualified accountants, especially those exiting the big 4 to enter the banking sector, have enjoyed a significant increase in potential earnings in Year on year the uplift has been in the region of 10-15% with some recently qualified individuals demanding c 52k in base salary. Demand for candidates leaving practice contracts is strong from their current employers, industry and financial services organisations giving rise to upward pressure on salaries. The effect has been increased opportunities for non big 4 candidates entering these sectors. It is anticipated that top tier practice qualified accountants can expect further salary uplifts in

27 BANKING & FINANCIAL SERVICES CONTRACT & INTERIM BANKING & STOCKBROKING The Banking & Stockbroking Contract & Interim 2016 Salary & Benefits Guide covers salary ranges for professionals working in private banking, corporate banking, commercial banking and stock broking. Retail banking, mortgages, compliance and product salaries are also featured. DECLINE IN DEMAND FOR CONTRACTORS Traditionally Irish banking and stockbroking organisations employ contractors on a PAYE basis at similar salary scales as permanent staff, but with fewer peripheral benefits. This clearly becomes a less attractive option when the market is improving. It is therefore unsurprising that as the economy has expanded the emphasis shifted away from contract to permanent hires, a trend that was particularly marked in the second half of saw approximately 50% fewer contract hires than in Demand continues to be significant around operational roles at the more junior level. These include credit card collections, mortgage and pensions operations along with mid to senior level appointments for compliance projects such as AML (Anti Money Laundering). The more senior project-oriented candidates are more likely to be daily rate contractors than PAYE. 27

28 BANKING & FINANCIAL SERVICES PRIVATE BANKING PERMANENT (Annual salary) WEALTH MANAGER ,000-70,000 50,000-63,000 45,000-55,000 45,000-55,000 PRIVATE BANKING MANAGER , ,000 63, ,000 55,000-80,000 55,000-80, , , , ,000 80,000-90,000 80,000-90, ,000-60,000 45,000-54,000 40,000-45,000 40,000-45, ,000-90,000 54,000-90,000 45,000-85,000 45,000-85, , ,000 90,000-95,000 85,000-90,000 85,000-90,000 PRIVATE BANKING OFFICER ,000-38,000 29,000-34,000 25,000-30,000 25,000-30,000 PRIVATE BANKING ADMINISTRATOR ,000-45,000 34,000-41,000 30,000-35,000 30,000-35, ,000-60,000 41,000-45,000 35,000-40,000 35,000-40, ,000-35,000 25,000-30,000 20,000-25,000 20,000-25, ,000-45,000 28,000-34,000 25,000-30,000 25,000-30, ,000-50,000 30,000-40,000 30,000-35,000 30,000-35,000 CORPORATE BANKING PERMANENT (Annual salary) CORPORATE BANKING MANAGER CORPORATE BANKING OFFICER CORPORATE BANKING ADMINISTRATOR ,000-70,000 50,000-63,000 45,000-50,000 45,000-50, , ,000 63,000-90,000 50,000-70,000 50,000-70, , ,000 90,000-95,000 70,000-80,000 70,000-80, ,000-40,000 31,000-38,000 30,000-35,000 30,000-35, ,000-55,000 38,000-45,000 35,000-40,000 35,000-40, ,000-65,000 45,000-50,000 40,000-45,000 40,000-45, ,000-35,000 25,000-31,000 25,000-28,000 25,000-28, ,000-45,000 31,000-40,000 28,000-35,000 28,000-35, ,000-50,000 40,000-45,000 35,000-40,000 35,000-40,000 28

29 BANKING & FINANCIAL SERVICES COMMERCIAL BANKING PERMANENT (Annual salary) COMMERCIAL BANKING MANAGER COMMERCIAL BANKING OFFICER COMMERCIAL BANKING ADMINISTRATOR ,000-55,000 40,000-50,000 40,000-45,000 40,000-45, ,000-90,000 50,000-80,000 45,000-60,000 45,000-60, , ,000 80,000-86,000 60,000-75,000 60,000-75, ,000-35,000 27,000-32,000 25,000-30,000 25,000-30, ,000-40,000 32,000-40,000 30,000-35,000 30,000-35, ,000-50,000 40,000-45,000 35,000-40,000 35,000-40, ,000-30,000 23,000-27,000 22,000-25,000 22,000-25, ,000-35,000 28,000-30,000 25,000-28,000 25,000-28, ,000-45,000 30,000-40,000 28,000-30,000 28,000-30,000 STOCKBROKING PERMANENT (Annual salary) CORPORATE FINANCE EXECUTIVE ,000-60,000 40,000-55,000 35,000-50,000 35,000-50, ,000-80,000 55,000-75,000 50,000-70,000 50,000-70, ,000-85,000 75,000-80,000 70,000-75,000 70,000-75,000 EQUITY ANALYST ,000-35,000 40,000-55,000 35,000-50,000 35,000-50, ,000-60,000 55,000-85,000 50,000-80,000 50,000-80, ,000-90,000 85,000-90,000 80,000-95,000 80,000-95,000 TRADER ,000-70,000 40,000-65,000 35,000-60,000 35,000-60, , ,000 65, ,000 60,000-95,000 60,000-95, , , , ,000 95, ,000 95, ,000 RESEARCH ANALYST ,000-35,000 35,000-45,000 30,000-40,000 30,000-40, ,000-60,000 45,000-65,000 40,000-60,000 40,000-60, ,000-90,000 65,000-70,000 60,000-65,000 60,000-65,000 29