NEW ZEALAND 2014/15 FORECAST ESFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRU

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1 NANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUCTIO ESFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRU SALESFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONS TIONSALESFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&C TRUCTIONSALESFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPER ONSTRUCTIONSALESFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPR TY&CONSTRUCTIONSALESFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHA PERTY&CONSTRUCTIONSALESFINANCEMARKETINGPROPERTY&CONSTRUCTIONSALESFINAN ARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUCTIONSALESF EMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUCTIONSAL NANCEMARKETINGCONSTRUCTIONOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY STRUCTIONSALESFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROP CONSTRUCTIONPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUCTIONSALESFINANCEM TINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUCTIONSALESFINAN ARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINSALESFINANCEMARKETINGOFFICES RTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUCTIONSALESFINANCEMARKETINGOFF UPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUCTIONSALESFINANCEMARKETIN ICESUPPORTPROPERTY&CONSTRUCTIONPROCUREMENT&SUPPLYCHAINSALESFINANCEMARK OFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUCTIONSALESFINANCEM TINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUCTIONSALESFINAN ARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUCTIONSALESF EMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUCTIONSAL NANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUCTIO ESFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRU SALESFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONS TIONSALESFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&C TRUCTIONSALESFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPER ONSTRUCTIONSALESFINANCEMARKETINGOFFICESUPPORTCONSTRUCTIONPROCUREMENT&S YCHAINPROPERTY&CONSTRUCTIONSALESFINANCEMARKETINGOFFICESUPPORTPROCUREME UPPLYCHAINPROPERTY&CONSTRUCTIONSALESFINANCEMARKETINGOFFICESUPPORTPROCUR ENT&SUPPLYCHAINPROPERTY&CONSTRUCTIONSALESFINANCEMARKETINGOFFICESUPPORTPR REMENT&SUPPLYCHAINPROPERTY&CONSTRUCTIONSALESFINANCEMARKETINGOFFICESUPPO NEW ZEALAND 2014/15 FORECAST

2 Contents Welcome 3 Market Overview 4 Finance 12 Marketing 23 Office Support 33 Procurement & Supply Chain 42 Property & Construction 52 Sales 61 Contact Us 71

3 welcome Welcome to the 2014/15 Michael Page New Zealand Salary & Employment Forecast report. Consistent with previous years, this report provides senior executives and professionals with useful insights into salary forecasts and expectations, hiring intentions and recruitment challenges over the next 12 months. Our national annual salary survey, distributed to more than 6,000 senior hiring managers, covers a range of issues and trends relevant to today s corporate sector and establishes the Salary & Employment Forecast as a highly reputable market leading report, based on in-depth national research. Whilst there are a number of current industry surveys that provide qualitative insight on hiring intentions and salary levels, the Michael Page New Zealand Salary & Employment Forecast combines quantitative and qualitative research with our extensive involvement in the senior executive and professional employment market. Our clients come from a number of major industry sectors and range from market leading multinationals to small and medium sized enterprises. Consistent with our specialist approach to recruitment, where we have dedicated teams of specialists servicing each discipline, market or industry sector, the report provides detailed salary guides for each discipline and industry. The results of our online survey to employers are represented visually through the use of infographics. The market observations that accompany these are based on the extensive knowledge of our senior leadership team at Michael Page. The report also features a range of employer insights on everything from workplace benefits and working hours to attraction and retention strategies. It forms part of a suite of salary tools, advice and information available to the market from Michael Page. Some of the key features on offer include: A Salary Centre to help you stay up-to-date with the latest salary rates, job market trends and expert salary advice. Salary Calculators to help you calculate your salary after tax, or find out the difference a pay rise would make. A Salary Appraisal Service; providing a personalised, one-on-one assessment of your current market value. All of these features can be found at the Michael Page Salary Centre I wish to thank everyone who contributed to this year s Salary & Employment Forecast and trust you will find it helpful and informative. We welcome your feedback and encourage you to contact us for further information or market specific advice. Kind regards, Pete Macauley Regional Director, New Zealand Finance 3

4 MARKET OVERVIEW The strength of the New Zealand recruitment market has continued to rise over the past 12 months with business confidence hitting a 20-year high in the first quarter of The declining unemployment rate (dropping from 7.3 per cent in 2012 to 5.6 per cent in 2014) and increasing GDP has contributed to an increase in demand for talent across all sectors and industries. As a result, confidence among jobseekers is high and more professionals are expressing an interest in roles outside their current organisation compared to last year. Consequently, this has led to an increased talent shortage. Property and construction has been the leading industry for growth. The Christchurch rebuild is now well underway with insurance companies signing off on claims and the demand for labour increasing. This is a long-term trend, with the rebuild expected to be a 10 to 15 year project valued at $40 billion. The Auckland market has also seen many construction projects underway, with an increase in commercial and residential construction, an increase in civil and infrastructure projects as well as government housing projects. In addition to construction professionals there is a large requirement for services within property and construction, mainly technology, infrastructure, marketing and finance, which is creating opportunities for a broader range of talent. Business confidence has led to increased recruitment within the sales industry as front-line revenue-generating roles are in high demand. Companies have seen a return on investment on these roles in the past 18 months, creating strong momentum for hiring in this area. The marketing sector is also experiencing resurgence as businesses reinvest in their marketing teams. This is a welcome change from past sentiment to disregard the importance of the marketing function in a flatter market. Hiring in the finance sector is also experiencing resurgence. Due to business confidence and innovation, companies are looking for more commercially savvy finance professionals, specifically professionals with business development skills who are able to maximise on new opportunities. There has been an interesting change in what businesses require; as organisations are more confident to explore new revenue streams there is a strong demand for finance professionals with more than just technical skills, such as high-level Commercial Analysts. There has also been increased activity in the finance sector including more IPOs, with the total value of IPOs last year more than the total sum of all floats in the previous six years. The raising of capital for these organisations has enabled the businesses to invest in resources, resulting in job creation. The technology industry continues to gain momentum as new innovation from New Zealand technology companies is being launched on the global stage. The industry is mainly driven by software and telecommunication sectors particularly by cloud-based software in the areas of customer relationship management and accounting. A struggling Australian economy is also good news for the domestic recruitment market, with more professionals returning home to New Zealand after working overseas than in the previous 12 months. Dwindling career opportunities in Australia are encouraging expatriates to explore job opportunities in New Zealand, however this is not enough to fill the talent shortage, with 52% of surveyed employers expecting a skills shortage. A continuing trend from last year is the ongoing use of recruitment companies from businesses that historically would not have used them in the past. This is due to companies aggressively growing headcount, as well as companies without a recruitment team or a HR department finding it challenging to fill vacant positions themselves. In addition the shortage of talent is leading to more employers requiring the services of specialist recruitment companies. Asia, specifically China, is New Zealand s largest trading partner and as the Asian market continues to expand there are positive results for New Zealand. In particular, the agricultural and dairy industries are experiencing unprecedented growth, with China the main importer of products from New Zealand. International organisations investing in New Zealand are also spurring development of the dairy sector and creating job opportunities within the areas of research and development, biotechnology, manufacturing, production and engineering. Hiring activity is expected to gain strength over the next 12 months. When the market is strong and the economy is buoyant professionals are more inclined to look externally for promotion and progression. This will create an increase in churn and jobseeker driven attrition. Whilst this does not necessarily mean an increase in job creation, it does signal more opportunities and vacancies. The main challenge facing New Zealand businesses is a forecasted skills shortage that is likely to continue over the next 12 months. This is likely to create salary pressure, with 51% of surveyed employers expecting salaries to rise above inflation. Professionals at the mid-level management are in the highest demand and greatest shortage. This is due to previous freezes on entrylevel recruitment over the past few years. In addition, as mid-level management has progressed within the business to senior level, limited succession planning has meant a shortage of professionals to replace vacant positions. The skills gap is consistent across all types of businesses, in particular small-to-medium enterprises. A key challenge facing companies over the next 12 months will be retention. As the hiring market improves there are a greater number of jobs available and opportunities for professionals to progress their careers. Attrition is expected to increase as well as salary pressure, with 57% of surveyed employers expecting staff turnover in the next 12 months. Finance 4

5 MARKET OVERVIEW RECRUITMENT ACTIVITY Strength of current hiring activity compared to the last 12 months Expecting to increase headcount Stronger (17%) Slightly stronger (25%) Steady (45%) Slightly weaker (7%) Weaker (6%) 42% YES 47% NO UNSURE 11% Experience level expected to be in highest demand Expectation of a professional skills shortage in the next 12 months Entry level 20% Unsure No Mid level Management Senior management 61% 10% 1% 10 % 38 % Specialists 8% Yes 52 % Finance 5

6 MARKET OVERVIEW RECRUITMENT ACTIVITY Skills shortage placing upwards pressure on salaries Impact of skills shortage on businesses in New Zealand over the next 12 months 48% Yes, it will cause salaries to rise above the inflation rate (51%) 23% Yes, salaries will increase but only at the rate of inflation (31%) 14% 11% 4% No, the skills shortage will not impact salary levels (18%) Need to develop more targeted attraction strategies It will be difficult to maintain headcount None Source talent from overseas Other* *restrict business growth, invest more in staff training, longer recruitment process, etc. Plans to hire overseas workers within the next 12 months Expectation of local talent leaving for overseas opportunities? 47% 33% YES 67% NO 31% 22% Finance 6

7 MARKET OVERVIEW SALARY AND REMUNERATION Salary increases over the next 12 months Average percentage salary increase over the next 12 months 9% All my employees will receive the same percentage increase 62% All my employees will receive an increase, but it will vary according to performance 0% - 2% 2% - 3% 4% - 5% 6% - 7% 8% - 9% 12% 67% 16% 2% 2% 23% 10% - 15% 1% Only my best-performing employees will receive an increase 6% No one in my team will receive an increase Factor most likely to impact salary levels in the next 12 months Flexible salary packaging or fringe benefits offered to employees 49 % Individual, team or company performance 19 % 11 % 8 % 4 % 4 % 4 % 1 % Domestic economic conditions Competition with other companies Global economic conditions Other* Don t expect any factors to impact salaries Inflation Not sure 57% YES 43% NO *company policy, staff retention, government funding,etc. Finance 7

8 MARKET OVERVIEW SALARY AND REMUNERATION Companies providing bonuses as part of the remuneration package Basis for bonuses over the next 12 months Team performance Other* 61% 3 % 15 % 2 % 39% 21 % Company performance Individual performance Average percentage bonus of gross salary 1% - 5% 6% - 10% 11% - 15% 16% - 20% 21% - 30% 31% - 40% Above 40% 26% 44% 18% 8% 2% 1% 1% *group performance, etc. 59 % Combination of the above Finance 8

9 MARKET OVERVIEW ATTRACTION AND RETENTION Employer expectations for staff turnover in the next 12 months Key reasons employees are likely to leave 57% YES 28% NO UNSURE 15% 32% $ 28% 13% 12% 9% 4% 2% Broaden experience/ opportunity to learn Improve salary Gain more seniority Other* Achieve better work/life balance Overseas opportunities Better training and supoort *combination of above, organisational restructure, etc. Most popular tools for attraction and retention Strong company culture 41% Structured career progression Recognition and rewards Work/life balance initiatives Training and mentoring partnerships 19% 14% 12% 9% Global career opportunities 4% Other 1% Finance 9

10 MARKET OVERVIEW ATTRACTION AND RETENTION Most popular options offered to support employees work/life balance* Combination of benefits offered to employees* 16% 21% 46% 79% Team building/offsite activities Alternative leave options (e.g. volunteering) Increased maternity/paternity leave Flexible working arrangements 92 % Mobile phone 70 % 62 % 62 % 59 % Company car Personal laptop Parking Healthcare/health insurance 10% Other** 9% Sabbaticals **none, additional annual leave, wellness program, etc. 34 % 20 % 12 % 7 % Higher superannuation contribution Income protection insurance Other*** Travel pass ***gym memberships, staff discounts, additional annual leave, etc. * More than one option could be selected. Finance 10

11 MARKET OVERVIEW WORKING HOURS Average weekly working hours Less than 37.5 hours hours hours hours 50 hours or more 1 % 31 % 51 % 14 % 3 % Change in average weekly working hours over the last 12 months 3% 26% 68% 2% 1% Significantly increased Increased Stayed the same Reduced Significantly reduced Main reason for increased working hours 49% Business growth 29% Fewer headcount 11% Other* 4% Working from home on a work laptop or mobile 4% Staff leaving 3% Working across different time zones *new projects, organisational restructure, expanded responsibilities, etc. Finance 11

12 finance NEW ZEALAND 2014/15 salary & employment FORECAST finance ANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUCTION SFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUC ALESFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINFINANCEPROPERTY STRUCTIONSALESFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROP CONSTRUCTIONSALESFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINP RTY&CONSTRUCTIONSALESFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCH ROPERTY&CONSTRUCTIONSALESFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPP INPROPERTY&CONSTRUCTIONSALESFINANCEMARKETINGPROPERTY&CONSTRUCTIONSALES CEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUCTIONSA INANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINFINANCEPROPERTY&CONS TIONSALESFINANCEMARKETINGCONSTRUCTIONOFFICESUPPORTPROCUREMENT&SUPPLYCH OPERTY&CONSTRUCTIONSALESFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPL INPROPERTY&CONSTRUCTIONPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUCTIONSA INANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUCTIO LESFINANCEFINANCEMARKETINGOFFICESUPSALESFINANCEMARKETINGOFFICESUPPORTPRO MENT&SUPPLYCHAINPROPERTY&CONSTRUCTIONSALESFINANCEMARKETINGOFFICESUPPORT UREMENT&SUPPLYCHAINPROPERTY&CONSTRUCTIONSALESFINANCEMARKETINGOFFICESUP PROPERTY&CONSTRUCTIONPROCUREMENT&SUPPLYCHAINSALESFINANCEMARKETINGOFFIC PORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUCTIONSALESFINANCEMARKETINGO ESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUCTIONSALESFINANCEMARKET FFICESUPPORTPROCUREMENT&SUPPLYCHAINFINANCEPROPERTY&CONSTRUCTIONSALESFINA ARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUCTIONSALES CEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUCTIONSA INANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUCTIO LESFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINFINANCEPROPERTY& TRUCTIONSALESFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPER ONSTRUCTIONSALESFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPR TY&CONSTRUCTIONSALESFINANCEMARKETINGOFFICESUPPORTCONSTRUCTIONPROCUREME UPPLYCHAINPROPERTY&CONSTRUCTIONSALESFINANCEMARKETINGOFFICESUPPORTPROCUR T&SUPPLYCHAINPROPERTY&CONSTRUCTIONSALESFINANCEMARKETINGOFFICESUPPORTPRO Finance 12 EMENT&SUPPLYCHAINPROPERTY&CONSTRUCTIONSALESFINANCEMARKETINGOFFICESUPPO

13 finance RECRUITMENT ACTIVITY Strength of current hiring activity compared to the last 12 months Expecting to increase headcount Stronger (12%) Slightly stronger (22%) Steady (56%) Slightly weaker (4%) Weaker (6%) 29% YES 58% NO 13% UNSURE Market observations: Recruitment activity within New Zealand s finance sector has shown strong growth over the past 12 months and there are predictions for even stronger growth in the coming year. This can be attributed to increased market confidence and investment in creating new roles to support business development. Increased business confidence has created movement within the employment market as jobseekers focus on career progression and development opportunities. Hiring activity has been the strongest within financial services, FMCG, and distribution and logistics. Hiring within financial services has been spurred by renewed investment into the development of new teams focusing on compliance, risk and regulatory requirements. Key factors that have contributed to increased recruitment activity for finance professionals within FMCG and distribution include change of ownership via key acquisitions and mergers by overseas organisations and private equity firms. The drive to gain market share in a competitive, price-driven market through the development of commercially focused finance roles is also creating growth. Currently the three main roles in the highest demand are Commercial and Finance Analyst, Commercial Finance Manager and Qualified Financial Accountant. There has been a strong push from the senior executive level to include finance in all aspects of business in the aftermath of the Global Financial Crisis. Companies are shifting from a financial control and external reporting focus to a more commercially driven finance management team who can partner with sales, marketing, operations and supply chain to drive productivity and efficiencies. Demand for Commercial and Finance Analysts, Commercial Finance Managers and Assistant Accountants is expected to increase over the next 12 months as these roles focus on supporting the business with financial feasibility and return on investments of new business opportunities. Increased demand for Assistant Accountants is being created as Senior Accountants, Analysts and Managers are pulled toward management reporting and project-based roles. Companies are seeking professionals who can help to champion finance within the business industry. Key skills include analytical skills, the ability to engage and influence non-finance stakeholders as well as the ability to effectively prepare and present meaningful financial information. Increased market confidence and an easier visa approval process in comparison to Australia have resulted in increased talent migration to New Zealand, particularly professionals from the UK. Finance 13

14 finance RECRUITMENT ACTIVITY Experience level expected to be in highest demand Expectation of a professional skills shortage in the next 12 months Entry level 17% Unsure Yes Mid level Management Specialists 66% 3% 14% 16 % 38 % No 46 % Skills shortage placing upwards pressure on salaries Impact of skills shortage on businesses in New Zealand over the next 12 months 39% Yes, it will cause salaries to rise above the inflation rate (39%) 27% 25% Yes, salaries will increase but only at the rate of inflation (39%) 9% No, the skills shortage will not impact salary levels (22%) Need to develop more targeted attraction strategies It will be difficult to maintain headcount None Source talent from overseas Finance 14

15 finance RECRUITMENT ACTIVITY Plans to hire overseas workers within the next 12 months Expectation of local talent leaving for overseas opportunities? 49% 28% YES 72% NO 29% 22% SALARY AND REMUNERATION Salary increases over the next 12 months Average percentage salary increase over the next 12 months 8% All my employees will receive the same percentage increase 0% - 2% 2% - 3% 16% 66% 65% All my employees will receive an increase, but it will vary according to performance 23% Only my best-performing employees will receive an increase 4% 3% - 4% 4% - 6% 12% 6% - 8% 3% Market observation: Due to an increase in salaries of finance professionals over the last few years, particularly at mid-level, above average salary and bonus increases are not expected across any finance roles or industries. 3% No one in my team will receive an increase Finance 15

16 finance SALARY AND REMUNERATION Factor most likely to impact salary levels in the next 12 months Flexible salary packaging or fringe benefits offered to employees 47 % Individual, team or company performance 15 % 11 % 10 % 8 % 5 % 3 % 1 % Domestic economic conditions Competition with other companies Global economic conditions Other* Don t expect any factors to impact salaries Inflation Not sure 57% YES 43% NO *Government funding and policy, collective agreements, etc. Companies providing bonuses as part of the remuneration package Basis for bonuses over the next 12 months Team performance Other** 57% 3 % 3 % 43% Average percentage bonus of gross salary 1% - 5% 6% - 10% 11% - 15% 16% - 20% 21% - 30% 31% - 40% Above 40% 37% 26% 29% 3% 3% 1% 1% **group performance, etc. 29 % 18 % 47 % Company performance Individual performance Combination of the above Finance 16

17 finance ATTRACTION AND RETENTION Employer expectations for staff turnover in the next 12 months Key reasons employees are likely to leave 52% YES 35% NO UNSURE 13% $ 33% 25% 18% 10% 10% 3% 1% Improve salary Broaden experience/ opportunity to learn Other* Gain more seniority Achieve better work/life balance Overseas opportunities Better training and supoort *company culture, redundancies, better location, etc. Most popular tools for attraction and retention Strong company culture Structured career progression Work/life balance initiatives Recognition and rewards Training and mentoring partnerships 33% 22% 18% 17% 5% Market observation: Companies are hiring more through recruitment agencies as employers realise the benefits they offer, such as brand representation and managing professionals with multiple offers. Professionals prefer financial rewards over non-financial rewards. Global career opportunities 3% Other 2% Finance 17

18 finance ATTRACTION AND RETENTION Most popular options offered to support employees work/life balance* Combination of benefits offered to employees* 22% 39% 76% Team building/offsite activities Flexible working arrangements Alternative leave options (e.g. volunteering) 78 % Mobile phone 68 % 62 % 56 % Company car Healthcare/health insurance Parking 14% Increased maternity/paternity leave 54 % Personal laptop 11% Other** 28 % Higher superannuation contribution 10% Sabbaticals 22 % 9 % Other*** Income protection insurance **wellness program, none, additional annual/sick leave, etc. 3 % Travel pass ***gym memberships, staff discounts, etc. * More than one option could be selected. Finance 18

19 finance WORKING HOURS Average weekly working hours Less than 37.5 hours hours hours hours 50 hours or more 1 % 39 % 48 % 11 % 1 % Change in average weekly working hours over the last 12 months 3% 19% 74% 3% 1% Significantly increased Increased Stayed the same Reduced Significantly reduced Main reason for increased working hours 48% Business growth 37% Fewer headcount 7% Other 4% Staff leaving 4% Working from home on a work laptop or mobile Finance 19

20 finance SALARY TABLES COMMERCE & INDUSTRY Size of company Sml/Med Large Salary $ 000 $ 000 Accounts Clerk Accounts Payable & Accounts Receivable Accounts Payable & Accounts Receivable Manager Credit Control Credit Manager Assistant Accountant Bookkeeper Payroll Officer Payroll Manager Internal Auditor Internal Audit Manager Financial Accountant Management Accountant Business Analyst Financial Analyst Cost Accountant Company Accountant Systems Accountant Group Accountant Finance Manager Commercial Manager Financial Controller Company Secretary Finance Director/CFO Please note: 1. Salaries indicated are in New Zealand dollars and based on annual basic salary, excluding bonus/incentive schemes. 2. Small to medium companies are defined as having a turnover of less than $100 million. Large companies are defined as having a turnover of more than $100 million. 3. Market rates are becoming much less uniform. While we have taken great care, these salary ranges can only be approximate guides, as there are often specific circumstances relating to individual companies. Please call us for additional information. Finance 20

21 finance SALARY TABLES PROFESSIONAL SERVICES Salary $ 000 Graduate Assistant Accountant Part Qualified CA Newly Qualified CA Auditor Senior Auditor Audit Manager Senior Audit Manager Head of Audit 200+ Business Advisory Accountant Senior Business Advisory Accountant Business Advisory Manager Tax Accountant Senior Tax Accountant Tax Manager Head of Tax 150+ CREDIT RISK CORPORATE/INSTITUTIONAL BANKING Salary $ 000 Credit Analyst Senior Credit Analyst Associate Director 145+ Director 220+ CREDIT RISK BUSINESS BANKING Salary $ 000 Credit Analyst Credit Manager Associate Director Director 250+ CORPORATE FINANCE/ADVISORY PROJECT FINANCE/ADVISORY Salary $ 000 Analyst/Executive Manager Associate Director Director 220+ EQUITY RESEARCH/CAPITAL MARKETS EQUITY RESEARCH Salary $ 000 Assistant Analyst Analyst Senior Analyst/Lead Analyst 135+ CORPORATE FINANCE/ADVISORY INVESTMENT BANKING Salary $ 000 Analyst/Executive Associate/Manager Associate Director Director 220+ EQUITY RESEARCH/CAPITAL MARKETS EQUITY CAPITAL MARKETS Salary $ 000 Analyst Manager Associate Director Director 200+ Please note: 1. Salaries indicated are in New Zealand dollars and based on annual basic salary, excluding bonus/incentive schemes. 2. Small to medium companies are defined as having a turnover of less than $100 million. Large companies are defined as having a turnover of more than $100 million. 3. Market rates are becoming much less uniform. While we have taken great care, these salary ranges can only be approximate guides, as there are often specific circumstances relating to individual companies. Please call us for additional information. Finance 21

22 finance SALARY TABLES RELATIONSHIP MANAGEMENT CORPORATE/INSTITUTIONAL BANKING Salary $ 000 Manager/Associate Director Director 200+ RELATIONSHIP MANAGEMENT BUSINESS BANKING Salary $ 000 Relationship Manager Senior Relationship Manager 135+ BACK OFFICE/OPERATIONS FUNDS ADMINISTRATION Salary $ 000 Graduate Fund Accountant Fund Accountant Product Accountant Product Controller Unit Pricing/Analyst Account Manager/Team Leader Senior Account Manager Client Service Manager BACK OFFICE/OPERATIONS CORPORATE ACTIONS Salary $ 000 Senior Manager Senior Manager/Head of Operations 120+ ISDA Confirmations Trade Support Operational Risk 85+ Please note: 1. Salaries indicated are in New Zealand dollars and based on annual basic salary, excluding bonus/incentive schemes. 2. Small to medium companies are defined as having a turnover of less than $100 million. Large companies are defined as having a turnover of more than $100 million. 3. Market rates are becoming much less uniform. While we have taken great care, these salary ranges can only be approximate guides, as there are often specific circumstances relating to individual companies. Please call us for additional information. Finance 22

23 NEW ZEALAND 2014/15 salary & employment FORECAST marketing ANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUCTION SFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUC SALESFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONST TIONSALESFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&C RUCTIONSALESFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERT ONSTRUCTIONSALESFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPRO Y&CONSTRUCTIONSALESFINANCEMARKETINGOFFICESUPPORTMARKETINGPROCUREMENT&S YCHAINPROPERTY&CONSTRUCTIONSALESFINANCEMARKETINGPROPERTY&CONSTRUCTIONS FINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUCT LESFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTR ONSALESFINANCEMARKETINGCONSTRUCTIONOFFICESUPPORTPROCUREMENT&SUPPLYCHAI PERTY&CONSTRUCTIONSALESFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYC PROPERTY&CONSTRUCTIONPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUCTIONSALE NCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUCTIONS FINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINSALESFINANCEMARKETI FFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUCTIONSALESFINANCEMAR NGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUCTIONSALESFINANCE KETINGOFFICESUPPORTPROPERTY&CONSTRUCTIONMARKETINGOFFICESUPPORTPROCUREME UPPLYCHAINPROPERTY&CONSTRUCTIONSALESFINANCEMARKETINGOFFICESUPPORTPROCU NT&SUPPLYCHAINPROPERTY&CONSTRUCTIONSALESFINANCEMARKETINGOFFICESUPPORTPR REMENT&SUPPLYCHAINPROPERTY&CONSTRUCTIONSALESFINANCEMARKETINGOFFICESUPPO CUREMENT&SUPPLYCHAINPROPERTY&CONSTRUCTIONSALESFINANCEMARKETINGOFFICESU TPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUCTIONSALESFINANCEMARKETINGOFFIC PORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUCTIONSALESFINANCEMARKETINGO ESUPPORTMARKETINGPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUCTIONSALESFINA ARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUCTIONSALES NCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUCTIONS INANCEMARKETINGOFFICESUPPORTCONSTRUCTIONPROCUREMENT&SUPPLYCHAINPROPERT ONSTRUCTIONSALESFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPRO Y&CONSTRUCTIONSALESFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAI Marketing PERTY&CONSTRUCTIONSALESFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYC

24 marketing RECRUITMENT ACTIVITY Strength of current hiring activity compared to the last 12 months Expecting to increase headcount Stronger (19%) Slightly stronger (28%) Steady (46%) Slightly weaker (4%) Weaker (3%) 39% YES 50% NO UNSURE 11% Market observations: The market for New Zealand s marketing professionals is currently strong following several years of slowing after the Global Financial Crisis, with healthy hiring activity and positive predictions for increasing headcount over the next 12 months. Increased headcount of marketing professionals can be attributed to increasing business confidence leading to many companies looking to add to their teams. Companies have been operating with lean marketing teams over the past two to three years which has put pressure on business performers to do more with fewer resources. An increase in marketing activity is a key indicator of market confidence. As business leaders see new channels for growth, they in turn seek to educate consumers that they are open for business via marketing campaigns. Companies are recruiting for newly created roles due to increased revenue, new channel development and the creation of new domestic/ export markets. Hiring activity for marketing professionals is strongest within financial services, professional services and industrial sectors. A more positive outlook for the New Zealand economy within financial and professional services has led to increased demand for companies to efficiently communicate and engage with their customer base. Product Managers are in high demand and are predicted to be highly sought-after in the next 12 months as customers become savvier about the products they buy. Marketing communications professionals are highly sought-after as businesses look to more effectively communicate with their customer base. Within the next 12 months there will be a strong demand for strategic Digital Managers as the market becomes more digitally advanced and businesses place increased focus on digital engagement with their customers. Professionals with marketing insights skills are in demand. Information and market factors are vital to business success as this allows companies to identify trends and market conditions to make decisions that affect operations. Talent migration is declining as the New Zealand economy strengthens; domestic workers are demonstrating more comfort in the local employment market due to increased earning and career potential. International enquiries for local job opportunities are rising. Digital Marketing Specialists are in high demand due to multinational employers and SMEs increasing their digital capability. This contributes to demand for talented digital marketers to help companies engage with their customers. The demand for digital specialists is expected to continue in the coming 12 months. Marketing 24

25 marketing RECRUITMENT ACTIVITY Experience level expected to be in highest demand Expectation of a professional skills shortage in the next 12 months Entry level 24% Unsure Yes Mid level Management Specialists 52% 10% 14% 9 % 37 % No Specialists 54 % Skills shortage placing upwards pressure on salaries Impact of skills shortage on businesses in New Zealand over the next 12 months 52% Yes, it will cause salaries to rise above the inflation rate (52%) Yes, salaries will increase but only at the rate of inflation (36%) 16% 16% 8% 8% No, the skills shortage will not impact salary levels (12%) Need to develop more targeted attraction strategies It will be difficult to maintain headcount Source talent from overseas Other* None *Use of non-financial attraction strategies, Investment in training to upskill staff, etc. Marketing 25

26 marketing RECRUITMENT ACTIVITY Plans to hire overseas workers within the next 12 months Expectation of local talent leaving for overseas opportunities? 52% 44% YES 56% NO 24% 24% SALARY AND REMUNERATION Salary increases over the next 12 months Average percentage salary increase over the next 12 months 4% All my employees will receive the same percentage increase 65% All my employees will receive an increase, but it will vary according to performance 0% - 2% 2% - 3% 4% - 5% 6% - 7% 8% - 9% 12% 63% 15% 6% 2% 28% Only my best-performing employees will receive an increase 3% No one in my team will receive an increase 10% - 15% 2% Market observation: Digital marketing is relatively new to New Zealand s marketing sector, which has resulted in a significant skills shortage in the areas of product management and digital marketing. Professionals with these skills who have gained experience in overseas markets are able to demand above average salary and bonus increases. Marketing 26

27 marketing SALARY AND REMUNERATION Factor most likely to impact salary levels in the next 12 months Flexible salary packaging or fringe benefits offered to employees 59 % Individual, team or company performance 11 % 11 % Global economic conditions Competition with other companies 56% YES 44% NO 11 % 7 % Domestic economic conditions Inflation Companies providing bonuses as part of the remuneration package Basis for bonuses over the next 12 months Team performance Individual performance 80% 5 % 9 % 23 % 20% Company performance Average percentage bonus of gross salary 1% - 5% 6% - 10% 11% - 15% 16% - 20% 26% 40% 19% 14% 63 % Combination of the above Above 40% 1% Marketing 27

28 marketing ATTRACTION AND RETENTION Employer expectations for staff turnover in the next 12 months Key reasons employees are likely to leave 61% YES 13% NO UNSURE 26% 37% $ 24% 15% 12% 9% 3% Broaden experience/ opportunity to learn Improve salary Gain more seniority Other* Overseas Better opportunities training and supoort Achieve better work/life balance *combination of above, organisational restructure, etc. Most popular tools for attraction and retention Strong company culture Structured career progression Work/life balance initiatives Recognition and rewards Global career opportunities 46% 20% 15% 13% 6% Market observations: Businesses are becoming increasingly aware that staff retention and low staff turnover is crucial to building business success. Most employees prefer a mix of financial and non-financial rewards, with increased salaries and greater flexibility the most important incentives for marketing professionals. Marketing 28

29 marketing ATTRACTION AND RETENTION Most popular options offered to support employees work/life balance* Combination of benefits offered to employees* 20% 61% 78% Increased maternity/paternity leave Flexible working arrangements Team building/offsite activities 93 % Mobile phone 70 % 57 % 57 % Parking Company car Personal laptop 19% Alternative leave options (e.g. volunteering) 50 % Healthcare/health insurance 19% Sabbaticals 37 % Higher superannuation contribution??% Other** 20 % 17 % Other*** Income protection insurance **gym membership, none, health and wellbeing program, etc. 17 % Travel pass ***staff discounts, additional annual leave, company shares, etc. * More than one option could be selected. Marketing 29

30 marketing WORKING HOURS Average weekly working hours Less than 37.5 hours hours hours hours 50 hours or more 1 % 24 % 56 % 15 % 4 % Change in average weekly working hours over the last 12 months 7% 22% 71% Increased Stayed the same Reduced Main reason for increased working hours 44% Business growth 25% Fewer headcount 19% Other* 6% Working across different time zones 6% Staff leaving *more responsibility, increased workload, etc. Marketing 30

31 marketing SALARY TABLES PROFESSIONAL SERVICES Size of company Sml/Med Large Salary $ 000 $ 000 Marketing Assistant Digital Marketing Manager Marketing Executive Bids & Tenders Executive Bids & Tenders Manager Online Manager Events Coordinator Public Relations/Media Manager Marketing Communications Manager Marketing Director Business Development Coordinator Business Development Manager Business Development Director MEDIA & ENTERTAINMENT Size of company Sml/Med Large Salary $ 000 $ 000 Marketing Assistant Marketing Executive Assistant Product Manager Product Manager Web/Internet Manager PR Manager Digital Marketing Manager Sponsorship Manager Marketing Communications Manager Marketing Director PUBLIC SECTOR & NOT FOR PROFIT Size of company Sml/Med Large Salary $ 000 $ 000 Marketing Assistant Marketing Coordinator Events Manager Copywriter Database Manager Sponsorship/Fundraising Manager Public/Corporate Affairs Manager Marketing Communications Manager Marketing Manager Marketing Director Please note: 1. Salaries indicated are in New Zealand dollars and based on annual basic salary, excluding bonus/incentive schemes. 2. Small to medium companies are defined as having a turnover of less than $100 million. Large companies are defined as having a turnover of more than $100 million. 3. Market rates are becoming much less uniform. While we have taken great care, these salary ranges can only be approximate guides, as there are often specific circumstances relating to individual companies. Please call us for additional information. Marketing 31

32 marketing SALARY TABLES B2B Size of company Sml/Med Large Salary $ 000 $ 000 Marketing Assistant Marketing Coordinator Marketing Communications Manager Marketing Manager Digital Marketing Manager Marketing Director IT&T Size of company Sml/Med Large Salary $ 000 $ 000 Marketing Assistant Marketing Executive Marketing Communications Specialist Assistant Product Manager Product Manager Senior Product Manager Marketing Analyst Research Manager CRM Analyst Channel Marketing Manager Direct Marketing Manager Marketing Communications Manager Marketing Manager Marketing Director CONSUMER GOODS Size of company Sml/Med Large Salary $ 000 $ 000 Loyalty Manager Online Manager Marketing Communications Manager Brand Manager Senior Brand Manager Digital Marketing Manager Marketing Manager Marketing Director Please note: 1. Salaries indicated are in New Zealand dollars and based on annual basic salary, excluding bonus/incentive schemes. 2. Small to medium companies are defined as having a turnover of less than $100 million. Large companies are defined as having a turnover of more than $100 million. 3. Market rates are becoming much less uniform. While we have taken great care, these salary ranges can only be approximate guides, as there are often specific circumstances relating to individual companies. Please call us for additional information. Marketing 32

33 office support NEW ZEALAND 2014/15 salary & employment FORECAST office support ANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUCTION SFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUC SALESFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONST TIONSALESFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&C RUCTIONSALESFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERT ONSTRUCTIONSALESFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPRO Y&CONSTRUCTIONSALESFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAI PERTY&CONSTRUCTIONSALESFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYC PROPERTY&CONSTRUCTIONSALESFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUP AINPROPERTY&CONSTRUCTIONSALESFINANCEMARKETINGOFFICESUPPORTPROCUREMENT& LYCHAINPROPERTY&CONSTRUCTIONSALESFINANCEMARKETINGOFFICESUPPORTPROCUREM UPPLYCHAINPROPERTY&CONSTRUCTIONSALESFINANCEMARKETINGOFFICESUPPORTPROCU NT&SUPPLYCHAINOFFICESUPPORTPROPERTY&CONSTRUCTIONSALESFINANCEMARKETINGOF UPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUCTIONSALESFINANCEMARKETIN ICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUCTIONSALESFINANCEMARK GOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUCTIONSALESFINANCEM KETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINOFFICESUPPORTPROPERTY&CONSTRU SALESFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONS TIONSALESFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&C RUCTIONSALESFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERT ONSTRUCTIONSALESFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPRO Y&CONSTRUCTIONSALESFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAI PERTY&CONSTRUCTIONOFFICESUPPORTSALESFINANCEMARKETINGOFFICESUPPORTPROCUR NT&SUPPLYCHAINPROPERTY&CONSTRUCTIONSALESFINANCEMARKETINGOFFICESUPPORTPR REMENT&SUPPLYCHAINPROPERTY&CONSTRUCTIONSALESFINANCEMARKETINGOFFICESUPPO CUREMENT&SUPPLYCHAINPROPERTY&CONSTRUCTIONSALESFINANCEMARKETINGOFFICESU TPROCUREMENT&SUPPLYCHAINOFFICESUPPORTPROPERTY&CONSTRUCTIONSALESFINANCEM TINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUCTIONSALESFINAN ARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUCTIONSALESF CEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUCTIONSA Office Office Support 33 NANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUCTIO

34 office support RECRUITMENT ACTIVITY Strength of current hiring activity compared to the last 12 months Expecting to increase headcount Stronger (21%) Slightly stronger (19%) Steady (41%) Slightly weaker (10%) Weaker (9%) 53% YES 41% NO UNSURE 6% Market observations: Hiring activity within New Zealand s office support sector is strong and is expected to improve over the next 12 months. This is due to increasing business confidence which results in the requirement for office support and administration professionals to assist in times of business growth. Over the past few years the economic downturn has resulted in businesses operating with lean teams, which has put pressure on workplaces to the point where they now require additional staff to assist with administrative functions. Companies that have removed key administration functions in the past due to declining business performance are now starting to reinstate office support professionals. Employers are looking for employees who can add value to their business, in particular individuals with strong document presentation and computer literacy skills including Microsoft Office and Excel. Professionals with these skills are in high demand due to their ability to improve processes, reduce the time taken to complete tasks and lighten staff workload. Due to the current strength of New Zealand s job market, fewer domestic workers are seeking international opportunities, and a steady flow of professionals are returning to New Zealand from Australia and the UK to seek local career opportunities. General Office Administrators, Personal Assistants and Receptionists will be crucial to supporting business success over the next 12 months. Improved market conditions and business performance are predominately driving demand for these employees. Churn within businesses is produced by office support professionals who are being promoted within their company and are creating vacancies. Office Support 34

35 office support RECRUITMENT ACTIVITY Experience level expected to be in highest demand Expectation of a professional skills shortage in the next 12 months Entry level 36% Unsure No Mid level 53% Management Senior management 8% 3% 7 % 35 % Yes 58 % Skills shortage placing upwards pressure on salaries Impact of skills shortage on businesses in New Zealand over the next 12 months 43% Yes, it will cause salaries to rise above the inflation rate (59%) Yes, salaries will increase but only at the rate of inflation (23%) 20% 16% 16% 5% No, the skills shortage will not impact salary levels (18%) Need to develop more targeted attraction strategies It will be difficult to maintain headcount None Source talent from overseas Other Office Support 35

36 office support RECRUITMENT ACTIVITY Plans to hire overseas workers within the next 12 months Expectation of local talent leaving for overseas opportunities 39% 28%? 33% 36% YES 64% NO SALARY AND REMUNERATION Salary increases over the next 12 months Average percentage salary increase over the next 12 months 9% All my employees will receive the same percentage increase 0% - 2% 2% - 3% 8% 57% 62% All my employees will receive an increase, but it will vary according to performance 3% - 4% 29% 4% - 6% 3% 6% - 8% 3% 16% Only my best-performing employees will receive an increase 13% Market observation: There are no significant changes to salary and bonus levels within the office support sector. No one in my team will receive an increase Office Support 36

37 office support SALARY AND REMUNERATION Factor most likely to impact salary levels in the next 12 months Flexible salary packaging or fringe benefits offered to employees 50 % Individual, team or company performance 22 % 12 % Domestic economic conditions Competition with other companies 69% YES 31% NO 6 % 4 % 3 % 3 % Inflation Other* Don t expect any factors to impact salaries Global economic conditions *Government funding and policy, collective agreements, etc. Companies providing bonuses as part of the remuneration package Basis for bonuses over the next 12 months 60% 40% Team performance 5 % 17 % 15 % Company performance Individual performance Average percentage bonus of gross salary 1% - 5% 6% - 10% 11% - 15% 16% - 20% 20% 46% 17% 17% **group performance, etc. 63 % Combination of the above Office Support 37

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