THE 2015 HAYS SALARY GUIDE SHARING OUR EXPERTISE Czech Labour Market in 2015: Salary and Employee Motivation Survey hays.cz
2 The 2015 Hays Salary Guide
CONTENTS INTRODUCTION 5 LABOUR MARKET OVERVIEW 6 ACCOUNTANCY AND FINANCE 8 BANKING 10 ADMINISTRATION, HR, LEGAL 12 SALES AND MARKETING 14 LIFE SCIENCES 18 IT / TELCO 22 ENGINEERING AND LOGISTICS 24 CONSTRUCTION AND PROPERTY 28 BUSINESS SERVICES 30 TEMPORARY 32 The 2015 Hays Salary Guide 3
4 The 2015 Hays Salary Guide
Welcome to our 2015 guide to salary and recruitment trends within the Czech Republic. We speak to number of employers and jobseekers every day, so we know how important it is for a business to recruit and retain the right talents. In this publication, you will find details of salary levels for skilled professionals and executives across 9 industry sectors. The data that we have been collecting for the last 12 months, will not only allow us to review the current situation, but also make predictions for 2015. The analysis of wages in individual industry sectors was compiled from thousands of job listings, job offers and candidate registrations from small and medium-sized enterprises, as well as large multinational corporations in the Czech Republic. The data contain the levels of minimum, maximum, and typically offered monthly salaries in CZK for full-time jobs in the Czech Republic. I invite you to read our report and hope you ll find lots of useful insights. Ladislav Kučera Managing Director Hays Czech Republic The 2015 Hays Salary Guide 5
COMPREHENSIVE OVERVIEW DEVELOPMENTS IN THE CZECH LABOUR MARKET The labour market in the Czech Republic is undergoing a visible revitalisation. Companies are not afraid to invest, new companies are emerging, and a wide range of new opportunities are developing. The market is beginning to see positive growth once again, and it is expected that employers will be hiring new workers in 2015, though not across the board. Unemployment levels in 2014 were around 7.5%, and this is expected decrease to 7% this year, due to the anticipated growth of employment opportunities. Typically, there is a slight increase in unemployment at the beginning of the year following the end of seasonal work. In January 2015, the unemployment rate was at 7.7%, which is a 0.9% decrease in comparison to the same period last year. This is also a significant marker that suggests that the situation in the labour market is improving. We have already observed an increase in interest in skilled candidates. As is typical, the majority of opportunities are for experienced sales people across all of the sectors. However, we are also seeing a growth in interest for experts in the automotive, manufacturing, and IT industries, as well as shared service centres that offer roles for applicants with foreign language skills. Yet now more than ever we can see that there is a clear talent mismatch - candidates for open positions often do not fulfil the requirements for these specialised roles, whether linguistically or professionally, which opens the door not only to applicants from abroad, but also to competent university graduates. Currently, the market is facing a shortage of German speaking applicants, and the IT sector, for instance, also needs more Java and technology specialists. Last year, we saw an increase in salaries for sales positions in manufacturing, IT, and the automotive industry. This trend will continue, namely for positions that are difficult to fill due to high qualification level requirements. There is still a prevailing unwillingness in the Czech Republic to travel greater distances to work or to move closer to a place of employment, which is confirmed by higher unemployment rates in certain regions and simultaneous personnel shortages in other locations. The highest unemployment rates in January were recorded in the Ústí and Moravian-Silesian regions, where unemployment levels surpassed the 10% mark. At the moment, applicants proficient in English and another languages (namely German) will have an easier time finding employment in customer service, as will quality control applicants in the manufacturing sector, testers and developers (Java, C/C++,.Net) in IT, and sales specialists with experience in a specific segment. No funds to increase wages? New talent can be enticed with attractive benefits as well Due to the lack of qualified applicants, many companies are making efforts to attract future employees with benefits as well. Traditional company benefits such as meal vouchers or contributions to various types of insurance are still popular; however they cannot really be considered an incentive, but rather as standard. The same is true for mobile phones. Mobile phone operators now offer unlimited calling plans for such low prices that employees often lean toward using their own devices for work purposes as well, so that they do not have to carry two telephones 6 The 2015 Hays Salary Guide
(dual devices are usually not offered by companies across the board). Companies, such as those in technology and pharmaceuticals, have begun to offer their employees the option to purchase employee shares. Another less traditional yet popular option is offering healthcare benefits, such as financial assistance for dental care and procedures. A pleasant surprise -particularly for the female members of the team - that we have come across in several companies is financial contributions to beauty salon services. Financial assistance for children s camps, preschools, and holidays are also becoming increasingly popular. The option of a company preschool is not common, but is very attractive to workers, and applicants often respond to such offers. Many companies also offer their employees the option to purchase their products at reduced prices e.g. cosmetics or toy manufacturers. An option to work from home has become a mainstay among benefits, but this cannot be applied to all types of positions. In terms of annual leave, companies are required by law to provide four weeks of vacation, but for several years now the majority of companies have offered five weeks. Some companies are even offering additional holiday time on top of this as a benefit to employees. A characteristic of the new generation of workers is the fact that they prefer to choose the option of having more free time over traditional benefits. Companies are reacting to this too, and provide additional days off in the form of sick days or time off for family reasons (wedding, birth of a child, studies). We reached out to 500 job seekers in order to compare the popularity of individual benefits that are often offered to all employees, regardless of their position in the organisational structure of the company*: Bonuses, financial rewards Professional training and personal development Home office Additional days off Discounts on company products Meal vouchers Contributions toward insurance *Applicants could choose up to 3 options. The 2015 Hays Salary Guide 7
LACK OF OPPORTUNITIES IN FINANCE SENIOR ROLES BECOME A RARITY The number of available roles in finance is decreasing We continue to see a lack of available roles within the Accountancy and Finance market. At the same time, companies in certain regions are facing a talent mismatch as candidates often do not possess the required skills and experience necessary for A&F positions. Some companies continue to transfer their accounting teams to local shared service centres. Large international companies are more commonly moving financial teams abroad, to HQ or a different office in another country. Due to the large number of candidates in the labour market, senior candidates often apply for junior roles but are often being rejected. To optimise costs businesses are combining multiple roles into one, which increases the requirements of a candidate. The demand for senior roles such as finance managers or directors are very rare, due to the skills and experience required but also because these top managerial competencies are being moved abroad. English language is a must to succeed The market continues to look for university graduates with excellent English language skills and relevant work experience (obtained during their studies). There is also a strong demand for chief accountants in the A&F market; candidates applying for this role would also need team leading experience and accounting practice. Outsourcing companies intensively hire new employees and mainly search for candidates in accounting roles, where very good English language skills are required. Salaries are stable Companies motivate candidates with benefits. Wages in the Accountancy and Finance sector remain unchanged but new companies in the market are still able to offer interesting packages to candidates. In order to attract top talent companies try to be flexible and if there is no space for flexibility of salaries, firms motivate both current and new employees with attractive benefits. Flexible working hours or extra days off are key motivators. 8 The 2015 Hays Salary Guide
ACCOUNTANCY AND FINANCE SALARY SURVEY Basic monthly salaries in CZK for full-time positions in the ACCOUNTANCY & FINANCE sector: ROLE MIN MAX TYPICAL Junior Accountant / Invoice Clerk 18 000 25 000 22 000 Junior Accountant (1-2 years exp.) 20 000 26 000 25 000 Junior Accountant (2+ years exp.) 25 000 33 000 27 000 Senior Accountant 30 000 45 000 40 000 Chief Accountant 40 000 80 000 60 000 Junior Controller (-1 year exp.) 25 000 30 000 27 000 Financial Controller (-2 years exp.) 30 000 40 000 35 000 Financial Controller (+2 years exp.) 40 000 90 000 70 000 Finance Manager (-5 years exp.) 70 000 130 000 100 000 Internal Auditor 30 000 65 000 50 000 Internal Audit Manager 70 000 150 000 90 000 External Auditor (0-2 years exp.) 35 000 50 000 45 000 External Auditor (3 years exp.) 50 000 70 000 60 000 External Auditor (4+ years exp.) 60 000 120 000 80 000 External Audit Manager 80 000 160 000 110 000 Tax Advisor 35 000 65 000 45 000 Tax Manager 70 000 160 000 120 000 Although there are fewer roles available in the A&F sector, in comparison to data from 2010 salaries have increased*: 2014 60K Czk 70K Czk 140K Czk 120K Czk +9% +27% +16% +30% Chief Accountant Financial Controller 2y+ Finance Director Tax Manager 2010 55K Czk 55K Czk 120K Czk 90K Czk *Due to the fact that businesses are combining multiple roles into one and the requirements of a candidate have increased. The 2015 Hays Salary Guide 9
BANKING THE JOB MARKET FOR BANKING IS ANTICIPATING A SLIGHT INCREASE EXPERIENCED TRADERS WILL CONTINUE TO FIND SUCCESS Lack of opportunities in banking As was foreseen, the banking sector suffered layoffs and stagnation in 2014. For this reason, this year was very weak in terms of job offers in, for instance, trading positions. Large banks did not hire as many new employees, but preferred to just replace those that left instead. Candidates decreased interest in changing employment is related to the market conditions. 2014 did not bring about any significant changes in the structure of the banking sector; banks continue to consolidate their departments and define their policies more specifically, particularly with emphasis on the increasing attractiveness of small and midsized companies. Despite this, we still saw several new developments in the sales and mergers of banks, which most likely will also bring about a change in the employment market. Salaries remain stable In the past year, we did not see any significant changes in the banking sector in salaries. Financial institutions often prefer to sign fixed-term contracts with new employees. This contract type does not suit all applicants, and many see a danger of losing their jobs after the contract is up. The interest in experienced traders continues Pro-client approaches increase the chances of being hired for support roles as well Again, this year we are anticipating a higher demand for experienced traders as well as credit analysts. Clients often demand that employees in support departments possess a proactive approach, in addition to excellent analytical skills. More and more, applicants to analysis and support positions are expected to have a customercentric approach, as well as previous experience in business departments. 10 The 2015 Hays Salary Guide
SALARY GUIDE BANKING Basic monthly salaries in CZK for full time roles within BANKING sector: ROLE MIN MAX TYPICAL Clerk 1-3 years experience Personal Banker 25 000 50 000 35 000 Relationship Manager SME 35 000 50 000 45 000 Relationship Manager Corporate 40 000 70 000 60 000 Credit Analyst 25 000 50 000 40 000 Back Office Settlement 25 000 35 000 28 000 Treasury 30 000 60 000 40 000 Risk Management 25 000 50 000 30 000 Internal Auditor 30 000 55 000 40 000 Senior Clerk 3 years + experience Private Banker 50 000 100 000 80 000 Relationship Manager SME 50 000 90 000 70 000 Relationship Manager Corporate 60 000 100 000 80 000 Credit Analyst 35 000 70 000 40 000 Back Office Settlement 30 000 50 000 40 000 Treasury 40 000 80 000 60 000 Risk Management 40 000 70 000 50 000 Internal Auditor 45 000 60 000 50 000 Manager/Senior Specialist 5 years + experience Private Banker 100 000 140 000 100 000 Relationship Manager SME 60 000 100 000 80 000 Relationship Manager Corporate 70 000 140 000 100 000 Credit Analyst 60 000 120 000 90 000 Back Office Settlement 65 000 76 000 70 000 Treasury 80 000 160 000 110 000 Risk Management 60 000 130 000 100 000 Internal Auditor 70 000 110 000 90 000 2014 saw almost 25% fewer job offers in the banking sector in comparison to previous years. However the outlook for 2015 is more positive, with the number of opportunities expected to grow. -25% The 2015 Hays Salary Guide 11
OFFICE PROFESSIONALS THE IMPORTANCE OF HR POSITIONS IS GROWING HOWEVER SALARIES HAVE DECREASED HR positions are becoming more strategically significant With the aim of getting the most from top talent Over the past months, there has been a trend in the increasing importance of positions within Human Resources departments. Specialist and managerial positions in HR departments often become more strategic rather than simple support positions. The active participation of HR specialists is important to the other parts of a company as well, since they can help identify talented individuals that the company should make efforts to retain and provide them with appropriate career growth. This trend is most evident in HR business partner positions, which in many companies are directly involved in management and strategic decisions within the structure of the company. Solicitors will be financially better off this year Salaries in HR decreased or remain unchanged We anticipate that salaries will increase in 2015 for senior solicitors, and including company solicitors as well. In the past year, there has been a decrease across the board in the HR field in the salary levels for all types of positions. Assistant positions are highly dependent on the given responsibilities of the specific position as well as the previous experience of the applicant. With these positions, the salary range depending on the type and origin of the company can be quite broad - we have seen both very low valuations, as well as very high ones. This year will be a challenging one for HR business partners, who are becoming a significant support for line managers in identifying, developing and retaining the most talented employees, and monitoring their employee life cycle. Language skills are essential English alone is often not enough Applicant s language skills being a deciding factor still holds true. English is a requirement for 90% of the most attractive positions, but recently other language skills have also been required. A combination of English with German (or French and Russian) is often a requirement in order for the applicant to be successful in the hiring process. 12 The 2015 Hays Salary Guide
Salaries for similar positions can vary greatly depending on the specific sector. The following are examples of the average salaries for executive assistant positions: 50K Czk 40K Czk 38K Czk 30K Czk International law firm FMCG/ Pharmaceuticals Insurance/ Fin. institutions Developer SALARY GUIDE OFFICE PROFESSIONALS Basic monthly salaries in CZK for full time roles within OFFICE PROFESSIONALS sector: ROLE MIN MAX TYPICAL Assistant / Receptionist 20 000 28 000 23 000 Team / Specialized Assistant 25 000 40 000 30 000 Executive Assistant 30 000 50 000 35 000 Office Manager Junior 25 000 35 000 30 000 Office Manager senior 30 000 60 000 40 000 Customer Support Specialist 18 000 30 000 23 000 Customer Support Team Leader 30 000 45 000 35 000 HR Support 20 000 30 000 25 000 HR Specialist 25 000 45 000 35 000 HR Generalist 30 000 50 000 40 000 HR Manager 40 000 120 000 60 000 Proofreader / Translator 35 000 80 000 50 000 Legal Support 18 000 35 000 25 000 Legal Trainee 25 000 35 000 30 000 Junior Lawyer 30 000 60 000 40 000 Senior Lawyer 50 000 150 000 90 000 The 2015 Hays Salary Guide 13
SALES & MARKETING COMPANIES ARE MORE LIKELY TO HIRE GRADUATES IF THEY WANT THE BEST TALENT ON THEIR TEAM, THEY MUST ACT QUICKLY Job searches for sales or marketing positions occur in shorter periods of time than in past years, and more companies are open to hiring candidates without experience in the field. Opportunities in the banking sector have decreased Telecoms operators experienced layoffs The dynamic for retail sales was consistent from previous years, with store managers and district managers being in greatest demand. Demand for marketing and design positions in stores remains low. The growing market for fast-moving consumer goods has driven an increased demand for marketing specialists and managers, particularly under brand management or trade marketing roles, both at junior and senior levels. There has been a slight increase in demand for candidates in sales, mainly for positions such as key account manager and area sales manager. 2014 was very weak in terms of new employment opportunities in banking/front office; here we saw a decrease of up to 45%. Conversely, the number of sales positions in the financial service sector saw an increase of up to 50%. The telecoms sector experienced another wave of layoffs that was caused by restructures and changes in ownership, and/or the merger of main operators. Telecoms operators are focusing their efforts on the development of ICT service sales, which only serves to confirm their transformation from a purely telecoms company to an IT company. The position in highest demand was account manager or key account manager focused primarily on new client acquisition. However, competent sales personnel with knowledge of sales and government tender processes also had the opportunity to find new positions. An increasing number of companies make efforts to position themselves as system integrators with a comprehensive offer of ICT services, and to sell the broadest possible portfolio of products and services, which they can outsource from subcontractors if needed. Salaries for sales positions vary according to sector However there were no significant changes Salaries in retail sales for senior positions are relatively stable, and there were no significant changes. Junior positions are actually experiencing a decrease. Salaries in the FMCG sector have not changed significantly compared to last year; and salaries have remained relatively stable for the past several years. Financial services and banking have experienced an increase in base salary in most cases. Candidates themselves have higher demands not only for base salaries, but also for bonuses and benefits as well. Large IT corporations were also forced to reduce costs as they make efforts to compete with midsized companies on flexibility, dynamism, and most importantly lower prices on ICT products and services. Static wage growth is related to this trend. 14 The 2015 Hays Salary Guide
SALARY GUIDE SALES & MARKETING Basic monthly salaries in CZK for full time roles within SALES & MARKETING sector: ROLE MIN MAX TYPICAL Sales FMCG Sales Representative 20 000 35 000 25 000 Key Account Manager 35 000 80 000 55 000 Area Sales Manager 35 000 65 000 45 000 National Sales Manager 60 000 120 000 90 000 Sales Director / Manager 80 000 150 000 120 000 Marketing FMCG Brand Manager 35 000 70 000 55 000 Senior Brand Manager 50 000 80 000 65 000 Group Product Manager 60 000 100 000 80 000 Marketing Manager 70 000 150 000 100 000 Market Research Manager 35 000 70 000 55 000 PR Manager 45 000 120 000 60 000 Market Research Analyst 25 000 60 000 45 000 Internal/External Communication 30 000 80 000 45 000 Trade Marketing Manager 40 000 120 000 85 000 Junior Brand Manager 30 000 45 000 35 000 Marketing Assistant 15 000 30 000 25 000 TMS 30 000 45 000 35 000 The 2015 Hays Salary Guide 15
SALARY GUIDE SALES & MARKETING Basic monthly salaries in CZK for full time roles within SALES & MARKETING sector: ROLE MIN MAX TYPICAL Sales IT / Telco Sales Representative 30 000 45 000 35 000 Key Account Manager 45 000 80 000 60 000 Business Dev. Manager 60 000 110 000 80 000 Sales Manager - Hunter 50 000 120 000 80 000 Partner Channel Manager 50 000 80 000 70 000 Sales Director 90 000 200 000 150 000 Marketing IT / Telco Junior Product Manager 25 000 45 000 35 000 Senior Product Manager 40 000 90 000 60 000 Group Product Manager 60 000 120 000 90 000 Marketing Manager 100 000 200 000 150 000 Market Research Manager 35 000 70 000 55 000 PR Manager 45 000 120 000 70 000 Market Research Analyst 25 000 50 000 40 000 Internal/External Communication 30 000 80 000 50 000 Trade Marketing Manager 45 000 90 000 60 000 Marketing specialist 45 000 55 000 45 000 ROLE MIN MAX TYPICAL Retail Shop Assistant 15 000 35 000 23 000 Department Manager 22 000 80 000 26 000 Store Manager 25 000 110 000 35 000 Area Manager 40 000 200 000 75 000 Visual Merchandiser 20 000 50 000 25 000 Sales Director 80 000 250 000 100 000 16 The 2015 Hays Salary Guide
ROLE MIN MAX TYPICAL Sales Logistics Sales Representative 20 000 45 000 30 000 Sales Executive/Hunter 35 000 60 000 50 000 Area Sales Manager 45 000 80 000 60 000 Key Account Manager 40 000 70 000 55 000 Sales Director / Manager 70 000 150 000 90 000 BDM Director 70 000 120 000 85 000 Marketing Logistics PR Manager 45 000 70 000 60 000 Marketing Specialist 30 000 55 000 45 000 Sales Finance / Insurance Sales Representative FO 35 000 50 000 45 000 Relationship Manager 50 000 100 000 80 000 Key Account Manager / Corporates 50 000 100 000 80 000 Sales Technical / Engineering Sales Representative 35 000 50 000 45 000 Sales Manager 40 000 120 000 80 000 Area Sales Manager 50 000 100 000 80 000 Key Account Manager 50 000 100 000 80 000 BDM Director 70 000 150 000 110 000 Building Materials Sales Representative 30 000 50 000 40 000 Sales Manager 60 000 120 000 80 000 Key Account Manager 50 000 80 000 70 000 BDM Project Manager 60 000 100 000 80 000 Sales positions in the banking sector have decreased up to 45% compared to previous years The financial services sector is more inclined toward sales personnel; there are up to 50% more jobs -45% +50% The 2015 Hays Salary Guide 17
LIFE SCIENCES THE ROLE OF MARKETING IN LIFE SCIENCES CONTINUES TO GROW COMPANIES APPRECIATE GOOD MARKETING SPECIALISTS Sales personnel salaries continue to decrease despite increased expertise required Hays Life Sciences has observed a slight but steady decrease in base salaries for sales representative positions despite the fact that the scope of their responsibilities is widening, with respect to positions such as sales specialist or account manager. Conversely, applicants in the marketing field (such as product managers) still have the opportunity to negotiate an attractive salary, particularly in companies with a strong pipeline where great emphasis is placed on marketing. Due to new business techniques and sales styles, we continue to observe a rising demand for candidates for positions in telesales or digital marketing. Outsourcing and temporary employment Solutions for strict limits on employee headcounts The salary levels for positions in middle management have not changed significantly. Pharmaceutical companies continue to utilise services such as outsourcing if they need to reduce the number of employees, cannot open a new position, or if they need to reduce the costs of existing permanent staff. At Hays, we react to this trend by offering professional services in the provision of temporary staff (Temporary Services). More regional offers for Czech managers We have seen more opportunities for local/czech candidates in clinical research, where candidates can compete for international roles thanks to the transfer of certain positions from HQ to the Central and Eastern European regions. To a certain extent, applicants still prefer the opportunity to work from home, which is allowed by more CRO companies than clinical departments in pharmaceutical companies. In terms of the medical segment, Hays has observed a continued growth in field-based medical positions, such as regional medial liaison, the growing role of pharmacovigilance, quality assurance, and market access in relation to changes in legislation. Another important aspect is the pressure put on compliance, which is reflected in the certification of representatives under the Association of Innovative Pharmaceutical Industry. Candidate profiles in highest demand according to segments in the Life Sciences sector: Clinical Clinical Research Associate 2-5 years of experience Medical Medical Advisor 3-5 years of experience Sales Key Account Manager 3-5 years of experience Marketing Product Manager 3-5 years of experience 18 The 2015 Hays Salary Guide
SALARY GUIDE LIFE SCIENCES Basic monthly salaries in CZK for full time roles within LIFE SCIENCES sector: ROLE MIN MAX TYPICAL CLINICAL RESEARCH IN PHARMA CTA (no experience) 25 000 35 000 30 000 CRA (1 year experience) 35 000 50 000 40 000 CRA (2-3 years experience) 55 000 75 000 65 000 S CRA (3-10 years experience) 75 000 100 000 85 000 Clinical Research Specialist 60 000 80 000 70 000 Clinical Study Manager 70 000 100 000 95 000 Lead CRA 90 000 110 000 90 000 Clinical Research Country Lead 100 000 150 000 140 000 ROLE MIN MAX TYPICAL CLINICAL ROLES IN CROs CTA (no experience) 25 000 30 000 28 000 CRA (1 year experience) 40 000 45 000 40 000 CRA (2-3 year experience) 50 000 70 000 65 000 S CRA (3-10 year experience) 70 000 100 000 80 000 Clinical Lead 80 000 110 000 90 000 Project Manager 80 000 130 000 100 000 Clinical Research Manager 90 000 120 000 90 000 Clinical Operations Manager 90 000 170 000 120 000 The 2015 Hays Salary Guide 19
SALARY GUIDE LIFE SCIENCES Basic monthly salaries in CZK for full time roles within LIFE SCIENCES sector: ROLE MIN MAX TYPICAL PHARMA SALES & MARKETING MSR Rx original 33 000 45 000 35 000 MSR Rx generics 30 000 40 000 33 000 MSR OTC 25 000 35 000 30 000 Sales Specialist / KAM 40 000 60 000 45 000 KAM (centric business) 50 000 80 000 60 000 KAM (whole hospital portfolio) 60 000 80 000 65 000 Tender Specialist 40 000 50 000 45 000 ASM (District, Team Leader) 55 000 75 000 60 000 Sales Manager 70 000 90 000 80 000 Brand Manager OTC 50 000 70 000 60 000 Product Manager Rx 70 000 85 000 80 000 Digital Marketing Manager 60 000 100 000 80 000 Portfolio Manager 90 000 120 000 100 000 Sales Effectiveness Manager 80 000 110 000 85 000 Business Unit Manager 90 000 120 000 100 000 Commercial/Sales Director 100 000 150 000 120 000 ROLE MIN MAX TYPICAL DIAGNOSTICS Medical Sales Representative 30 000 35 000 35 000 Sales Specialist 40 000 50 000 40 000 Product Specialist 40 000 50 000 45 000 Key Account Manager 50 000 70 000 60 000 Business Development Mgr. 60 000 80 000 70 000 Sales Manager 80 000 100 000 85 000 Application Specialist 40 000 50 000 40 000 Field Service Engineer 30 000 50 000 35 000 Field Service Manager 60 000 80 000 70 000 Product Mgr CEE/ Global role 100 000 130 000 115 000 20 The 2015 Hays Salary Guide
ROLE MIN MAX TYPICAL MEDICAL DEVICE Sales Specialist 35 000 40 000 35 000 Product Specialist 40 000 65 000 50 000 Application Specialist 40 000 50 000 40 000 Field Service Engineer 30 000 55 000 40 000 Field Service Manager 70 000 80 000 70 000 Sales (+Marketing) Manager 80 000 120 000 100 000 Product Manager 50 000 90 000 70 000 Education Manager local role 50 000 100 000 70 000 Business / Market Dev. Mngr. 100 000 150 000 120 000 Business Unit Manager 90 000 130 000 100 000 ROLE MIN MAX TYPICAL MEDICAL ROLES Medical Scientific Liason 60 000 75 000 65 000 Medical Advisor 70 000 90 000 80 000 Medical Director 110 000 220 000 200 000 Medical Director CEE 150 000 220 000 170 000 Regulatory Specialist 35 000 55 000 40 000 Regulatory Manager 60 000 110 000 80 000 PVG Junior 30 000 45 000 38 000 PVG Manager 55 000 100 000 70 000 Qualified Person PV 80 000 150 000 100 000 PVG & Reg. Mng- local role 80 000 150 000 110 000 PVG Manager - regional role 120 000 180 000 150 000 Market Access Spec. 45 000 70 000 50 000 Market Access Manager 70 000 120 000 90 000 Governmental Affairs Manager 70 000 120 000 100 000 External&Public Affairs Manager 80 000 130 000 100 000 Compliance Manager 60 000 110 000 90 000 PVG Manager - regional role 120 000 180 000 150 000 QA Specialist 35 000 55 000 50 000 QA Manager/Auditor GMP 80 000 130 000 120 000 QA Manager/Auditor GCP 100 000 150 000 120 000 The 2015 Hays Salary Guide 21
IT & TELCO THE SALARIES OF IT SPECIALISTS CONTINUE TO GROW THERE HAS ALSO BEEN A RISE IN EMPLOYMENT OPPORTUNITIES New opportunities for IT specialists The information technology market is rightfully considered to be a promising field with a bright future, and in accordance we are seeing more growth. At least in this field, it seems that the economic recession is ancient history. International companies are building large development and service centres in the Czech Republic that offer employment positions for hundreds of workers. Qualification demands on applicants are increasing The hiring process, however, is becoming more demanding and employers expect more from candidates. This is true not only for technical and language skills, but companies are beginning to expect experience in specific fields (pharmaceutical firms, the financial sector, and manufacturing) more often. Some companies continue to use the services of freelancers (contractors), but this applies to very high-level candidates with an emphasis on a high degree of flexibility. Salaries in the sector are increasing Companies use them as a key tool to attract new talent We have observed an increase in salaries caused by the high demand for IT professionals. It is becoming harder to attract and secure leading experts in the field, which is why companies have decided to offer higher salaries. Earnings have increased both in junior positions as well as in positions in project management or infrastructure architect. These changes in salary, however, are not reflected in positions for business analysts and consultants, which have remained level. Java and.net developers continue to be the most-hired positions across the nation. We have also seen a steady demand for experts in quality assurance, testers, and test managers. For 2015, we anticipate increased interest in experts in the fields of infrastructure and security at all seniority levels. Emphasis on IT security is on the increase worldwide. 22 The 2015 Hays Salary Guide
SALARY GUIDE INFORMATION TECHNOLOGY / TELCO Basic monthly salariesin CZK for full time roles within IT/TELCO sector: ROLE MIN MAX TYPICAL GRADUATE LEVEL * Programmer / Analyst 27 000 42 000 40 000 Help Desk 1st line 28 000 35 000 30 000 Application Specialist 2nd and 3rd line 40 000 65 000 50 000 Systems Analyst / QA 35 000 70 000 50 000 Developer / Programmer Java/. NET 44 000 95 000 75 000 Administrator / Support Engineer 35 000 60 000 50 000 Business Analyst 40 000 85 000 56 000 Technology/ Business Consultant 45 000 85 000 65 000 IT Manager 50 000 110 000 75 000 Architect 60 000 110 000 90 000 Test Analyst 35 000 60 000 45 000 Test Manager 50 000 100 000 70 000 Service Manager (ITIL) 70 000 110 000 80 000 SAP Specialist / Consultant 40 000 150 000 90 000 UX/UI Engineer 35 000 90 000 60 000 The IT sector is prospering. By how much financially better off have specialists in this field been in the past four years? 2014 40K Czk 75K Czk 65K Czk 75K Czk +60% +25% +30% +16% +21% Programmer / Analyst (graduate) Developer / Programmer Java /.NET Technology / Business Consultant IT Manager 2010 25K Czk 60K Czk 50K Czk 62K Czk The 2015 Hays Salary Guide 23
ENGINEERING THE SECTOR IS FACING A SHORTAGE OF TECHNICAL SPECIALISTS COMPANIES ARE FIGHTING OVER TALENTED INDIVIDUALS The dominant influence of the automotive industry continues Development centers are expanding their teams The influence of the automotive industry continues to dominate in the area of manufacturing, particularly in the Plzeň, Ústí, Liberec, and Moravian-Silesian regions. Some manufacturing plants have already been successfully established in these areas for several years, and are increasing production volumes. Development centres are experiencing an increased demand (not just in the automotive industry), are expanding their teams, and in many cases are also seeking dozens of specialists in development, testing, and construction. This area is dominated mainly by Prague, Mladá Boleslav, and Northern Moravia. A shortage of specialists is forcing companies to change their strategies The number of graduates of technical colleges is on a downward trend, and we expect that this will continue as a result of the population decrease in the 1990s. Companies must therefore invest more into furthering the education and development of existing employees. of specific professions in a given region. Differences in the salaries of equivalent positions are affected by the following factors: region, company (its size, origin, and culture), and the number of years of experience of the candidate in the given field. For instance, for a position of technical specialist with a university degree, the salary could be in a range of between 24,000 and 80,000 Czk. Experienced candidates are in the highest demand in manufacturing and development Graduates also stand a chance Technically trained and experienced candidates are in the greatest demand, both in the manufacturing process, as well as in technical development. Thanks to a large shortage of experts, companies are hiring graduates as well with increasing regularity. In each case, advanced knowledge of English is expected, and in many cases (thanks to German customers), German is as well. The wage pressure for specialised positions is growing The value of applicants on the market is determined by a number of factors There have been no significant changes in employee valuation compared to last year. Start-up projects, however, are the exception since they are forced to offer higher salaries than usual due to large shortages 24 The 2015 Hays Salary Guide
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SALARY GUIDE MANUFACTURING & ENGINEERING & LOGISTICS Basic monthly salaries in CZK for full time roles within MANUFACTURING & ENGINEERING & LOGISTICS sectors: ROLE MIN MAX TYPICAL PRODUCTION (GENERAL INDUSTRY) Plant Manager 80 000 200 000 130 000 Production Manager 45 000 150 000 80 000 Production Supervisor 35 000 60 000 45 000 Manufacturing Engineer 30 000 50 000 40 000 Production Planner 24 000 45 000 35 000 Engineering Manager 45 000 120 000 80 000 Process Engineer / Technologist 30 000 45 000 35 000 Maintenance Manager 45 000 90 000 75 000 Quality Manager 50 000 90 000 65 000 Quality Engineer 28 000 40 000 35 000 Project Manager 35 000 60 000 45 000 EHS Manager / Coordinator 30 000 70 000 50 000 ROLE MIN MAX TYPICAL R&D CENTRE R&D Manager 60 000 100 000 80 000 Project Manager 50 000 90 000 65 000 Design Engineer 30 000 65 000 50 000 Application Engineer 35 000 70 000 50 000 Test Engineer 25 000 45 000 35 000 ROLE MIN MAX TYPICAL PROCUREMENT Procurement Manager 50 000 100 000 70 000 Procurement Specialist 30 000 60 000 45 000 Purchaser / Buyer 25 000 40 000 30 000 ROLE MIN MAX TYPICAL LOGISTICS Logistics Manager 50 000 100 000 70 000 Distribution Centre Manager 40 000 100 000 65 000 Warehouse Manager 35 000 70 000 50 000 Logistics Specialist 23 000 50 000 35 000 26 The 2015 Hays Salary Guide
ROLE MIN MAX TYPICAL PRODUCTION (AUTOMOTIVE) Plant Manager 90 000 200 000 140 000 Production Manager 75 000 130 000 90 000 Production Supervisor 40 000 65 000 55 000 Manufacturing Engineer 30 000 60 000 45 000 Production Planner 25 000 50 000 38 000 Production Control Specialist 28 000 45 000 35 000 Continuous Improvement Manager 65 000 90 000 80 000 Engineering Manager 70 000 110 000 85 000 Process Engineer / Technologist 25 000 55 000 45 000 Maintenance Manager 45 000 90 000 75 000 Quality Manager 65 000 120 000 80 000 Quality Engineer 25 000 60 000 45 000 Project Manager 45 000 90 000 70 000 Launch / Project Engineer 35 000 55 000 45 000 Logistics Manager 70 000 130 000 90 000 Warehouse Manager 40 000 70 000 50 000 Logistics Specialist 23 000 50 000 35 000 Procurement Manager 60 000 100 000 75 000 Purchaser / Buyer 25 000 50 000 35 000 EHS Manager / Coordinator 30 000 80 000 50 000 How will the earnings of Quality control engineers in the automotive industry grow based on experience? 27K Czk Graduate, no experience 35K Czk 42K Czk 50K Czk 80K Czk 1 year of experience 3 years of experience 5 years of experience Senior with responsibility for several plants The 2015 Hays Salary Guide 27
CONSTRUCTION & PROPERTY THE CONSTRUCTION SECTOR IS THRIVING AND OFFERING GREAT OPPORTUNITIES FOR CANDIDATES The construction sector is experiencing a revitalisation Applicants are more inclined to move jobs for better opportunities Just like the year preceding it, 2014 experienced growth primarily in industrial and residential development. Both development companies and associated sectors (such as construction and consultation companies) have been generating increased activity in terms of projects opened. There is also evidence of candidates willingness to change employment and their noticeable confidence in the revitalisation of the construction sector. Funds continue to be invested into modernising and streamlining operations, both in administration as well as in retail spaces. Since there were several significant acquisitions in 2014 in industrial and administrative portfolios, we saw a demand for experienced property managers in the respective branches. Project managers can earn up to 2 million Czk a year In connection with the revitalisation of the real estate market, the demand for experienced project managers continues, particularly in the preparation phase of a project. These candidates can earn a total annual salary (including bonuses) of up to 2 million Czk, which is of course, partially dependent on the success of the given project. Recently, a demand has emerged for candidates with experience in expansion who will be able to capitalise on their contacts and provide developers with much-coveted properties and projects. In real estate, on the other hand, we saw an interest in experts in property management at the process commencement level. Just like the previous year, there continues to be a shortage of senior candidates in retail leases. The current market situation allows for better salary conditions Experienced hires from direct competitors are valued If 2013 was modest in terms of salary growth, then 2014 saw a relative jump, with an estimated 5-10% increase primarily in offers for new hires. An increasing number of project managers deliberately choose the opportunity of employment through order contracts, and companies have been happy to oblige. Just like before the recession, employees willingness to go over to the direct competition grew in 2014, provided that there was at least a 15-20% increase in salary. 28 The 2015 Hays Salary Guide
SALARY GUIDE CONSTRUCTION & PROPERTY Basic monthly salaries in CZK for full time roles within CONSTRUCTION & PROPERTY sector: ROLE MIN MAX TYPICAL PRODUCTION (GENERAL INDUSTRY) Juniors general (-2 years exp.) 25 000 40 000 30 000 Letting Agent/ Coordinator 30 000 65 000 48 000 Senior Letting Agent/ Letting Manager 50 000 100 000 75 000 Property Investment 40 000 80 000 60 000 Property Valuation 30 000 80 000 50 000 Property Research 25 000 40 000 35 000 Facility / Property Manager 30 000 80 000 60 000 Asset Manager 45 000 120 000 80 000 Project Architect 30 000 50 000 38 000 CAD Designer 25 000 40 000 33 000 Project Manager 35 000 150 000 65 000 Site Manager 30 000 60 000 45 000 Cost Manager 40 000 85 000 65 000 Mechanical / Electrical Engineer 30 000 80 000 60 000 Development Manager 60 000 200 000 120 000 Salaries in this sector increased by up to 10% in 2014 Companies must pay up to 20% more for experienced hires from direct competition +10% +20% The 2015 Hays Salary Guide 29
BUSINESS SERVICES THE CZECH REPUBLIC A TARGET DESTINATION FOR SHARED SERVICE CENTRES SSC/BPO branches are experiencing continual growth According to representatives of the Association of Business Service Leaders (ABSL), the SSC/BPO (shared service centres) sector in the Czech Republic has experienced a growth of 11% (in the period between October 2013 and September 2014). During this period, new centres were being created, with the total number surpassing the 150 mark. There was particular growth in the number of projects and competencies within existing centres, which meant a growth in the number of employees as well (now over 55,000). For the period between October 2014 and September 2015, the ABSL is anticipating further growth of 15,77%. Demand for German-speaking applicants is a continuing trend The demand for linguistically-skilled candidates is typical for the SSC/BPO branch. In 2014, we recorded three significant trends. Firstly, there was another significant increase in the demand for German language skills, firmly establishing it behind English as the most sought-after language, ahead of French. Secondly, Eastern European languages also grew in popularity: Polish, Hungarian, and Russian, placed 4th, 7th, and 8th. Thirdly, Nordic languages have also been in high demand; Swedish was the fifth most sought-after language in 2014, and Danish, Finnish, and Norwegian are also ranked among the top 15 most sought-after languages. The strong position of the Dutch language (in 6th place in 2014) has remained unchanged for many years, and conversely, typically popular Spanish and Italian fell to 12th and 14th place respectively. More specialized projects are making their way to the Czech Republic High skill levels are making the difference Less technical operations moving to the east continues, while the Czech Republic, on the other hand, is welcoming increasingly significant projects in terms of the technical skills required. SSC/BPO financial operations are registering a trend of incoming tax operations, recruitment of FP&A and controlling specialists, as well as an increase in the level of hiring requirements for accounting (GL, intercompany accounting). A characteristic of customer services is the widening of the number of languages needed (such as Hebrew) and greater demands on qualifications, particularly in IT customer service. Specialised skills increase an applicant s value on the market Although there was not a significant general increase in terms of salaries in the sector, the increase in the number of technical projects and senior positions logically leads to a number of partial salary increases. We can also say that being skilled in certain languages (namely German, Dutch, or Nordic languages) can increase salaries by 5 to 15%. 30 The 2015 Hays Salary Guide
SALARY GUIDE BUSINESS SERVICES Basic monthly salaries in CZK for full time roles within BUSINESS SERVICES sector: ROLE CUSTOMER SERVICE Prague minimum Prague maximum Prague typical Brno typical Ostrava typical up to 1 year 24 000 31 000 27 000 23 000 22 000 2 to 3 years 27 000 34 000 31 000 26 000 25 000 4 years + 31 000 36 000 33 500 31 000 31 000 Team Leader 35 000 50 000 43 000 37 000 34 000 Manager 57 000 140 000 85 000 70 000 65 000 FINANCE AP/AR up to 1 year 25 000 31 000 28 000 24 000 22 500 2 to 3 years 28 000 33 000 31 000 27 500 26 000 4 years + 33 000 38 000 35 000 30 000 28 000 Team Leader 45 000 55 000 50 000 41 000 37 500 Manager 60 000 120 000 90 000 75 000 70 000 FINANCE GL/REPORTING up to 1 year 28 000 33 000 30.000 26 000 24 000 2 to 3 years 30 000 35 000 33 000 28 500 27 000 4 years + 35 000 45 000 38 000 34 000 32 000 Team Leader 40 000 60 000 53 000 47 000 43 500 Manager 65 000 140.000 110 000 90 000 81 000 IT (1ST LEVEL SUPPORT) up to 1 year 25 000 33 000 29 000 26 000 24 000 2 to 3 years 31 000 36 000 34 000 31 000 28 000 Team Leader 40 000 55 000 46 000 39 000 36 000 Manager 60 000 140 000 85 000 75 000 70 000 PROCESS/PROJECT/TRANSITION ROLE 3 to 5 years 40 000 60 000 50 000 43 000 40 000 6 years + 60 000 120 000 80 000 70 000 65 000 HEAD OF SSC up to 70 FTEs 150 000 250 000 175 000 155 000 N/A more than 70 FTEs 170 000 400 000 220 000 200 000 180 000 The most sought-after languages in SSC/BPO, according to the number of open positions in 2014 1. English* 34,1% 2. German 29,7% 3. French 7,8% 4. Polish 4,4% 5. Swedish 4,2% 6. Dutch 4,1% 7. Hungarian 3,6% 8. Russian 3,4% 9. Czech 3% 10. Danish 2,6% 11. Slovak 2,4% 12. Spanish 2,3% 13. Finnish 2% 14. Italian 1,7% 15. Norwegian 1,5% * English is the only foreign language requested The 2015 Hays Salary Guide 31
TEMPORARY SERVICES COMPANIES ARE TAKING ADVANTAGE OF TEMPORARY EMPLOYMENT ASSIGNMENTS MORE OFTEN Our clients increasing interest in this type of employment relationship has been a long-term trend. Since this structure allows a large degree of flexibility for employees as well, we expect that this growing trend will continue. Temporary business is no longer solely a solution for blue-collar professions This option is typically utilised by manufacturing companies to cover blue-collar work. However, we are seeing an increased demand for white-collars workers, which is our focus here at Hays Czech Republic. These positions include all levels of administrative roles. Temporary employee assignments are utilised primarily for specialised and/or time-restricted projects, covering insufficient numbers of permanent employees, as well as covering for permanent employees on parental leave. Why choose temporary employment? For companies this is a very simple, flexible, and effective solution. The advantages include things such as eliminating problems related to employing a permanent worker, saving the company time (the agency takes care of all employment-related matters), as well as decreasing the expenses of the payroll department of the client. The salary of a temporary employee must be equivalent to that of a worker employed in the same position permanently with the company, provided they have the same qualifications and experience. Employment conditions are regulated by the Employment Act and the Labour Code. 32 The 2015 Hays Salary Guide
According to the current situation and the latest trends, we anticipate the highest demand for the following positions: SPECIALISM ADMIN CUSTOMER SERVICE AND SALES SUPPORT FINANCE AND ACCOUNTING HR MARKETING ROLE Receptionist Assistant Admin support Customer Service specialist Help Desk Pre-Sales Inside Sales Invoice Clerk Accountant Finance Analyst Auditor HR Specialist Recruiter HR Generalist Marketing specialist Marketing support The 2015 Hays Salary Guide 33
THE RIGHT JOB CAN TRANSFORM A PERSONS LIFE THE RIGHT PERSON CAN TRANSFORM A BUSINESS 34 The 2015 Hays Salary Guide
The 2015 Hays Salary Guide 35
CONTACT US: Hays Czech Republic s.r.o. Prague Olivova 4/2096 110 00 Praha 1 T: +420 225 001 711 F: +420 225 001 723 E: prague@hays.cz Brno Moravské nám 3 602 00 Brno T: +420 542 519 122 F: +420 542 519 128 E: brno@hays.cz Copyright Hays plc 2015 HAYS, the Corporate and Sector H devices, Recruiting experts worldwide, the HAYS Recruiting experts worldwide logo and Powering the World of Work are trade marks of Hays plc. The Corporate and Sector H devices are original designs protected by registration in many countries. All rights are reserved. The reproduction or transmission of all or part of this work, whether by photocopying or storing in any medium by electronic means or otherwise, without the written permission of the owner, is restricted. The commission of any unauthorised act in relation to the work may result in civil and/or criminal action. hays.cz