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SALARY SURVEY 2011 ‘Understanding salary trends within the Market Research and Insights community .’

SALARY SURVEY 2011 ‘Understanding salary trends within the Market Research and Insights community .’. Structure ‘ This Salary Survey has attempted to answer some key questions about the Market Research industry and current trends. focusing on four main points.’ . Who are our respondents?.

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SALARY SURVEY 2011 ‘Understanding salary trends within the Market Research and Insights community .’

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  1. SALARY SURVEY 2011 ‘Understanding salary trends within the Market Research and Insights community.’

  2. Structure‘This Salary Survey has attempted to answer some key questions about the Market Research industry and current trends. focusing on four main points.’ Who are our respondents? What drives job choice? What is the market looking like? Salary Trends

  3. WHO ARE OUR RESPONDENTS? Where do our respondents work? While we did get responses from across the UK the vast majority of respondents were from London and the South East.

  4. WHO ARE OUR RESPONDENTS? What is the position/level of our respondents? The vast majority of our respondents were at a mid or senior level, with over 50% falling under Research/Insight Manager or Head of Research/Director titles.

  5. WHO ARE OUR RESPONDENTS? What types of organisations have our respondents come from? Three main types of organisations immediately stand out with over 80% of respondents coming from, Client-Side Companies, Small-Medium Research Agencies and Large Global Research Agencies.

  6. WHO ARE OUR RESPONDENTS? What sectors do our respondents work in? We can see by the graph that respondents came from a wide variety of sectors, although FMCG/Consumer stands out from the crowd with 38.5% working in this area.

  7. WHAT DRIVES JOB CHOICE? What was the key motivation for leaving your last role? These results show that career progression and higher salary played the biggest part in people leaving their previous role.

  8. WHAT DRIVES JOB CHOICE? What is the most important factor when looking for a new job? Career Progression, Work/Life Balance, Company Culture and Salary, are at the top of the list of most important factors when looking for a new job. Less important are, Formal Training, Company Reputation and an Aesthetically Pleasing environment.

  9. WHAT IS THE MARKET LOOKING LIKE? • Our results suggest that the overall view of the market is strong with 94% of respondents currently in employment. • Our survey found that respondents’ had been with their current company for an average of 3.8 years, with an average of 2.3 years working in their current role. • 56% of respondents received and increase on their basic salary in 2011. • Of all respondents we found 52% received a bonus in 2011 with an average value of £4,100. • Of the 24% of respondents who reported having a car allowance the average monetary value was £6,300.

  10. WHAT IS THE MARKET LOOKING LIKE? The reason behind such a high level of respondents suggesting they would consider leaving the industry was inconclusive. Several felt they would be interested in moving into marketing and brand strategy, while others felt they would like to pursue other interests down the line such as; music, photography and charity work.

  11. WHAT IS THE MARKET LOOKING LIKE? Average Salary + Bonus V’s Position

  12. WHAT IS THE MARKET LOOKING LIKE? We can see that the long hours culture is still strong with 54% working more than 40hours per week and 26% working more than 50 hours per week!

  13. WHAT IS THE MARKET LOOKING LIKE? What benefits did respondents receive? Our data shows that Pension and Healthcare are generally expected. Flexible hours and Work from home are also relatively commonplace within the industry.

  14. SALARY TRENDS What’s happened over the past 5 years? This data shows that while the salaries of more junior positions have remained relatively stagnant, senior level positions have seen a much higher level of inflation. We have noted that it is harder for graduates to find roles in research than it used to be, and this may have had an impact on salaries at a junior level. Whilst senior level salaries have risen considerably over the last 5 years, our prediction for 2012 is that they will remain static and possibly even go backwards.

  15. This data demonstrates that salaries for junior/mid level employees in Asia are slightly lower than that of the UK, while senior level positions in Asia are significantly higher than in the UK. SALARY TRENDSThe UK Versus ASIA...$USD Salaries in the UK and Asia Compared by Position Local staff in Asia have historically received lower salaries than UK executives.  This is reflected in the salary levels of junior and mid level staff collected through our Asia salary survey. However at a senior level the salaries in Asia are higher.  This reflects two things; firstly senior level staff are often recruited from outside Asia and secondly the shortage of people with the appropriate planning/insight skills combined with local knowledge and Mandarin. 

  16. Elizabeth Norman Limited obtained these results over a four month period from November 2011 to February 2012. We hope you found these results useful.

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