Prospect & PAA 2014 Salary Survey Report

1

A report produced by PublicAffairsAsia and Prospectin association with The Research Pacific Group

In association with:

The 2014 salary

SURVEY

2

The 2014 Salary Survey: A PublicAffairsAsia-Prospect Report in association with The Research Pacific Group

This 12-page report is produced by PublicAffairsAsia, in association with Prospect, the specialist talent resource consultancy and our research partner The Research Pacific Group.

This survey is the third of an ongoing series of annual salary studies among professionals in public affairs and corporate communications in Asia Pacific. It was conducted by PublicAffairsAsia, Prospect and The Research Pacific Group during the third quarter of this year.

Responses were gathered via self-administered online questionnaires by email invitation during the period June 24, 2014 to August 30, 2014. The sample frame comprised of PublicAffairsAsia subscribers, Prospect clients and target groups identified by PublicAffairsAsia from a wide range of countries in the region.

Mailings were made to over 6,000 individuals, of which 674 in total responded and 464 useable responses were analysed for this report. The findings of the survey were first presented to a group of senior in-house and consultancy figures at a roundtable held in Singapore, which has formed the narrative of this report.

• Please note that in all tables “n” = number of respondents.• Note also that ** highlights a low sample base.

IN NUMBERS: THE SURVEY PARTICIPANTS

• Gender: Female 44%, Male 41% (15% did not say)

• Age: 54% of respondents were over 40

• Corporate: 50%, Agency: 34%, Government/NFP: 16%

• Career: 49% had more than 11 years experience

• Location: Hong Kong (29%), Singapore (28%), China (17%)

• 43% of participants work in corp comms or PR roles

3

As we near the end of 2014, PuiblicAffairsAsia and Prospect are pleased to publish this year’s Salary Survey. This is the third annual report examining the pay, conditions and attitudes among those working in communications, corporate affairs and government relations across Asia Pacific.

Once again, the survey findings have been collated and analysed by The Research Pacific Group and then debated by a roundtable of senior practitioners at an event co-hosted by PublicAffairsAsia and Prospect. While the figures generally lead to clear conclusions we have included a brief narrative throughout the report. This explains some of the key differences between this and last year’s findings, highlighting issues for further analysis.

We’re confident that this year’s numbers are robust and shed light on a wide range of the issues and trends confronting the industry across Asia Pacific. The research shows that salary averages are broadly the same as last year. However, this is based on a larger sample base, containing a higher number of female participants and more respondees from junior and mid-levels.

Taking salaries and bonuses combined, the regional average this year is US$152,587, and respondents reported an average salary increase of 7.2 per cent. For the third year running, corporate affairs practitioners are earning significantly more than their peers in other disciplines, such as PR and communications.

The landscape confronting the industry is changing: the era of the expat package has been consigned to history and other benefits, such as housing allowances, are also being phased out. The gender pay gap remains visible across much of the region, and training – often cited as one of the industry’s biggest needs – remains relatively low, with the average employee receiving fewer than three days training a year.

We hope you enjoy reading this report. We would like to thank all survey participants and those who attended our roundtable in Singapore for their engagement. The full data set for the survey is available on request and PublicAffairsAsia, and our partners at Prospect and The Research Pacific Group look forward to any comments or questions you may have.

Craig Hoy Executive Director, PublicAffairsAsia

Executive Summary

4

US$152,587

FINDING: Average SalariesThe average yearly gross salary of those surveyed this year was US$121,157 – slightly down on US$121,272 among 2013 partici-pants. However, this does not mean salaries have dropped: participants report an annual increase of 7.2 per cent. The slight drop in averages is likely to be a result of the increased sample base of mid-level practitioners and a higher percentage of female respondents. This year we also re-moved a small number of very high earners whose salaries were thought to skew the overall results.

WHO GETS PAID WHAT... AND WHERE?

Combining gross salary and bonus, practitioners received an average of US$152,587 – compared to US$141,131 last year. The increase can be largely attributed to a rise in overall bonus levels, which over the last 12 months amounted to an average of 23.6 per cent of gross salary. Bonus payments were high-est in Australia, followed by China, Hong Kong and Singapore. Salaries, bonuses and annual increases were lowest in South East Asia (excluding Singapore).

This year we reported a reduction in Hong Kong salary averages. This is not a result of a drop in actual salary levels, but instead is caused by an increased number of participants working in mid-ranking agency roles along with a higher number of female partici-pants.* This reflects a couple of key issues facing the industry: women are earning less than men, and those working in agencies are generally paid less than their in-house counterparts.

FUNCTIONAL SALARY AVERAGES:

TABLE 2: Salaries by function

32%PROFESSIONALS IN CORPORATE AFFAIRS WERE PAID THE MOST –

EARNING 1/3 MORE THAN THE AVERAGE RESPONDENT*

Countries Hong Kong Singapore China Australia/NZ SEA Other Overall

Average Salary

US$115,988 US$131,170 US$112,021 US$148,923 US$78478 US$121,157

Average Bonus

US$27,356 (23.6%)

US$41,933 (32.0%)

US$24,541 (21.9%)

US$37,000 (24.9%)

US$18,035 (23.0%)

US$31,430 (23.6%)

Average Increment

US$8,488 (7.3%)

US$8,237 (6.3%)

US$10,905(7.0%)

US$10,420 (7.0%)

US$3953 (5.0%)

US$8,764 (7.2%)

Average Salary

$160,751

$122,051

$133,231 9%

26%

11%

$121,157

$96,450

$101,649

$124,336 26%

17%

11%

100%

Corporate Communicationsn=121

Public Relationsn=80

Overalln=464

Marketingn=50

Corporate Affairsn=49

Government Relationsn=43

Othersn=121

•72% of respondents received a bonus•The average yearly bonus was US$31,430•There is a disparity in bonuses across countries

*up from 20% last year

TABLE 1: Salary, bonus and increment by location

*only one in four respondents in Hong Kong were male

7.2%AVERAGE SALARY INCREASE:

Countries Hong Kong Singapore China Australia/NZ SEA Other Overall

Average Salary

US$115,988 US$131,170 US$112,021 US$148,923 US$78478 US$121,157

Average Bonus

US$27,356 (23.6%)

US$41,933 (32.0%)

US$24,541 (21.9%)

US$37,000 (24.9%)

US$18,035 (23.0%)

US$31,430 (23.6%)

Average Increment

US$8,488 (7.3%)

US$8,237 (6.3%)

US$10,905(7.0%)

US$10,420 (7.0%)

US$3953 (5.0%)

US$8,764 (7.2%)

5

It comes as no surprise that those in the most senior roles earn the most, but the differentials, particularly in China, can be significant. On the mainland, those who are at the pin-nacle of their career can expect to earn 6.3 times more than those who are in more junior roles. Top-tier practitioners across all industries earn an average of US$260,464, with those in Singapore earning nearly US$286,000, and Hong Kong and Australia/New Zealand coming in at joint second position.

IT’S NOT SO TOUGH AT THE TOP...

SALARIES BY SENIORITY:

SALARY BY TIER: TOP TO BOTTOM

FAST FACT:Top tier practitioners in Singapore continue to earn the highest amount regionally (US$285,667)

Our results show that the stubborn problem of unequal gender pay remains: men are earning 36 per cent more than women, US$136,683 versus US$100,444 on average. Many factors can be attributed to this. But with anecdotal evidence pointing to an increase in the number of women entering the profession, and significant variations in the gender pay gap across the region, this remains an issue worthy of further investigation.

THE GENDER DIMENSION

The male to female earning gap was particularly acute in China where women earn 53 per cent less on average compared to men.

** NA means did not state gender

** indicates a small sample size

TABLE 3: Salary payments: Comparison of top tier to lower tier employees

2014 Average Salary

US$136,683

Femalen=205

Malen=188

US$100,444

41%

44%

US$121,157Overalln=464

100%

US$139,854NAn=71

15%

2013 Average Salary

US$135,790

Femalen=178

Malen=184

US$104,640

44%

43%

US$121,272Overalln=416

100%

US$126,630NAn=54

13%

SALARIES BY GENDER...

Top tiern=160

Overalln=464

Bottom tiern=145

Australia/NZ

n=75

China

n=77

Singapore

n=134

Overall

n=464

SEA Other

n=48

$254,201n=32

$245,156n=27**

$285,667n=52

$211,556n=9**

$111,205n=36

$109,673n=23**

$116,041n=41

$106,208n=12**

Medium tiern=159

$46,633n=7**

$39,059n=27**

$55,696n=41

$43,696n=27**

HK

n=130

$254,046n=40

$111,128n=47

$56,494n=43

Ratio top tier/bottom tier 4.5 5.1 6.3 5.5 4.8 5.2

$166,190n=75

$132,419n=77

$137,031n=130

$143,781n=464

$90,502n=48

$163,402n=134

$260,464n=160

$111,830n=159

$50,065n=145

TABLE 4: Average salary based on gender

AVERAGE SALARY INCREASE:

2014 Average Salary

6

Last year we reported that salaries were generally highest among in-house corporate professionals – except for consultancy practi-tioners who had served more than 15 years, who earned more than their in-house colleagues.

This year the figures indicate that in-house staff earn more than their agency peers at all stages of their careers, although the earnings gap narrows significantly through time (see table 4, right). For a third year in a row we find that those working in the governmental and the not-for-profit sectors continue to earn the least.

A significant portion of the discussion at the Singapore roundtable focused on the differences between agency and in-house life – a subject that continues to fascinate many. After discussing the relative salary, pay, conditions and experiences of those working on both sides of the client/agency divide, our roundtable went on to debate how the relationships between the two were changing.

One trend highlighted was the growth in the number of boutique and specialised firms, which is shaking up the consultancy marketplace. Independent or specialised consultants were seen to be delivering a more concentrated level of expertise, with more years of experience and a greater focus on quality of work. This trend may be challenging large agencies to rethink their business models through the develop-ment of specialist and bespoke practices which are increasingly being led by top-level talent recruited from the in-house sector.

IN-HOUSE VERSUS AGENCY: WHAT’S THE STATE OF PLAY?

WHO EARNS WHAT & WHEN?

TABLE 5: Average salaries by sector over time

FAST FACT: In-house corporate and consultancy salaries significantly exceed

government and not-for-profit salaries


0-5 yearsn=112

6-10 yearsn=124

Overalln=464

11-15 yearsn=105

> 15 yearsn=123

Other

n=76

Consultancy

n=156

$102,051n=76

$78,353n=24**

$97,657n=20**

$118,161n=156

$64,755n=43

$100,472n=35

$140,300n=10**

$133,670n=42

$114,511n=22**

$181,056n=36

In houseCorporate

n=232

$129,431n=212

$74,709n=45

$103,312n=69

$139,471n=53

$186,856n=65

Overall

n=464

$121,157n=4646

$71,668n=112

$101,598n=124

$137,230n=105

$172,219n=123

BREAKING THE 24/7 WORK HABITThe roundtable also discussed how achieving work-life balance has become a challenge for agency professionals. Many mid-level agency ex-ecutives who are seeking a better work-life balance are making the switch to in-house roles or to boutique consulting firms which promise a more balanced approach to work. This, we noted, is creating a vacuum in many large agencies. Whether in a large agency or a smaller independent consulting firm, Pros-pect’s Emma Dale observed that consultants must find ways to work more closely with corporations, in order to blur the line between agency and client and develop a stronger relationship. This will help to encourage more trans-parent ways of working – with clients and consultants becoming aligned on expectations and deadlines, ultimately creating happier teams.

170k

7

EMMA DALE, MD, PROSPECT

Is Hong Kong emerging as the regional agency hub?Not necessarily. Agencies are posi-tioned across both Hong Kong and Singapore and over this year there have been far more agencies setting up their regional HQ in Singapore rather than Hong Kong. If an agency has a huge focus on China, then it makes sense to be based in Hong Kong, otherwise most are based in Singapore where it is perceived to be easier to set up a business.

Why are men earning more than women? There is still a large gender pay gap in Asia but this is also the case across the globe. There are two main factors why women earn less than men. Firstly, emotionally women find it harder to demand a higher salary than men who are more aggressive in salary negotiations. Secondly, if women choose to have a family and step out of their careers to do so, it can be challenging breaking back into the market. They may then have to take a pay cut or be “flexible” on salary in order to re-enter the mar-ket. Meanwhile their male peers have moved up, gaining a pay increase and have overtaken them.

Corporate affairs still leads. Why? A Corporate affairs practitioner holds a larger remit with board responsibil-ity in most cases. Typically the role will include public affairs, regulatory affairs, acting as the trusted advisor to the CEO/C suite and quite often will have a seat at the boardroom table, hence the larger pay packet.

WHAT AND WHERE?

LOCATION, LOCATION,LOCATION...

TABLE 6: Breakdown of participants by sector

SURVEY PARTICIPANTS BY SECTOR

Location remains a critical factor in determining how much professionals earn (see table 6). When location and sector are combined it can have a powerful impact on earning capabilities. For example, an in-house prac-titioner working in a corporate environment in Australia can earn three times more than one in South East Asia.

In Hong Kong and Singapore more than half of respondents were in agency roles – pointing to a flourishing consultancy sector in both. Across the region, the small-est number of participants, 16 per cent overall, worked in government or not-for-profit roles (see table 5).

Our roundtable also discussed the shifting patterns of roles across the region. Hong Kong still has a strong China focus, and remains heavily focused on financial servic-es. Whereas Singapore is becoming a regional HQ hub: with a vibrant range of sectors from shipping, to leisure, financial services and F&B.

In-house corporate salaries are highest

in Australia

TABLE 7: Salaries by sector and by country


In house Not for profit or government

ConsultancyIn house Corporation

44

28

35

28

37

34

42

41

48

55

55

50

14

31

17

17

8

16

SEA Othern=48

Australia/NZn=75

Chinan=77

Singaporen=134

Hong Kongn=130

Overalln=464

** Caution small sample size

FAST-FACT: Hong Kong reported the lowest

number of respondents in government and not-for-profit roles,

with that group being largest in Australia and New Zealand.

In HouseCorporate

n=232

Overalln=464

In House not for profit and government

n=76

Consultancyn=156

Australia/NZ

n=75

China

n=77

Singapore

n=134

Overall

n=464

SEA Other

n=48

$148,923n=75

$170,313n=31

$150,818n=21**

$112,021n=77

$110,588n=37

$126,304n=27**

$131,170n=134

$143,920n=73

$119,046n=38

$121,157n=464

$129,431n=232

$118,161n=156

$78,478n=48

$57,260n=20**

$95,583n=21**

$118,364n=23**

$86,432n=13**

$110,734n=23**

$102,051n=76

$87,786n=7**

$74,850n=10**

$108,669n=49

$126,834n=71

HK

n=130

$115,988n=130

170k

8

A SQUEEZE ON BENEFITS... Last year we reported that the expat package has been phased out. Some other benefits, such as housing allowance, are also being placed under close scrutiny.

This is not to say that benefits are in terminal decline, but there are some clear trends. Across Asia Pacific we can report a drop in the number of recipients receiving performance related bonuses, down from 55 per cent to 50 per cent. Housing allowance also appears to be in terminal decline: with just 14 per cent of survey participants receiving financial support for their house or condo.

However, some key benefits remain common in certain loca-tions, with the 13th month bonus enjoyed by 50 per cent of

practitioners in China and 40 per cent in South East Asia (but zero in Australia).

By far the most common benefit is private healthcare, offered to 60 per cent of all employees across the region

(and highest in Hong Kong and Singapore, but lowest in Australia, where healthcare is state provided). Addition-

ally, our roundtable noted a rise in “lifestyle benefits” available in the office, such as a stocked fridge, fresh

fruit, chocolate bars, massages or art classes.

FAST FACT: Six in 10 professionals in Asia Pacific receive private healthcare

as a benefit from their employer

TABLE 8.1: Work-related benefits by country

BenefitsHong Kongn=130 (115)

Singaporen=134 (100)

Chinan=77 (94)

Australia/NZn=75 (66)

SEA Othern=48 (41)

Overalln=464 (416)

Private health care 78% (83%) 69% (76%) 56% (55%) 11% (9%) 65% (85%) 59% (64%)

Performance related bonus 60% (63%) 55% (58%) 45% (54%) 35% (47%) 42% (44%) 50% (55%)

Contributory pension 52% (58%) 20% (21%) 23% (21%) 36% (35%) 35% (46%) 34% (36%)

Private dental care 48% (46%) 46% (47%) 26% (26%) 3% (5%) 29% (39%) 34% (34%)

13th month bonus 22% (23%) 36% (38%) 49% (38%) 0% (5%) 40% (41%) 29% (29%)

Flexi time 24% (26%) 34% (25%) 30% (22%) 28% (33%) 42% (32%) 30% (27%)

Housing 15% (18%) 4% (9%) 38% (52%) 1% (3%) 17% (29%) 14% (22%)

Personal development allowance 15% (17%) 23% (17%) 8% (12%) 27% (32%) 21% (20%) 19% (18%)

81% - 100%0% - 10% 10% - 20% 20% - 40% 40% - 60% 60% - 80%

* Figures in red are 2013 results



Chinan=77 (94)


SEA Othern=48 (41)

Overalln=464 (416)

Private health care 78% (83%) 69% (76%) 56% (55%) 11% (9%) 65% (85%) 59% (64%)

Performance related bonus 60% (63%) 55% (58%) 45% (54%) 35% (47%) 42% (44%) 50% (55%)

Contributory pension 52% (58%) 20% (21%) 23% (21%) 36% (35%) 35% (46%) 34% (36%)

Private dental care 48% (46%) 46% (47%) 26% (26%) 3% (5%) 29% (39%) 34% (34%)

13th month bonus 22% (23%) 36% (38%) 49% (38%) 0% (5%) 40% (41%) 29% (29%)

Flexi time 24% (26%) 34% (25%) 30% (22%) 28% (33%) 42% (32%) 30% (27%)

Housing 15% (18%) 4% (9%) 38% (52%) 1% (3%) 17% (29%) 14% (22%)

Personal development allowance 15% (17%) 23% (17%) 8% (12%) 27% (32%) 21% (20%) 19% (18%)

9

BENEFITS 2/2:

Training is often talked about as vital for the future development of the industry, but our survey reports that generally it is still in short supply. As in-house professionals demand more specialised services from the agency sector, the need for training appears higher now than ever before.

The number of days training delivered remains low. While six in 10 respondents received training, on average this amounted to just 2.7 days a year – down from the 3.2 days reported in 2013.

TRAINING & DEVELOPMENT HOLIDAY ENTITLEMENT: Employees received an average of 19.8 days with Australia and New Zealand averaging 22.2 days holiday per year

TABLE 8.2: Work-related benefits by country

TRAINING: Average number of days



Chinan=77 (94)


SEA Othern=48 (41)

Overalln=464 (416)

Share/share options 14% (14%) 25% (23%) 19% (16%) 21% (20%) 19% (10%) 20% (17%)

Car/car allowance 4% (3%) 11% (19%) 23% (20%) 16% (17%) 23% (27%) 13% (15%)

Complimentary food and drinks 28% (14%) 19% (18%) 18% (14%) 20% (18%) 21% (10%) 22% (15%)

Return flight to home country 6% (3%) 8% (3%) 29% (2%) 0% (14%) 13% (2%) 10% (4%)

Gym health club 7% (6%) 13% (14%) 16% (14%) 9% (9%) 15% (12%) 11% (11%)

Holiday entitlement for purchase 4% (9%) 6% (2%) 10% (10%) 9% (20%) 4% (7%) 6% (9%)

Non contributory pension 13% (15%) 4% (2%) 5% (2%) 9% (8%) 4% (2%) 8% (6%)

Children education 1% (3%) 2% (6%) 4% (9%) 0% (0%) 10% (10%) 3% (5%)

Club membership 8% (4%) 5% (3%) 4% (3%) 4% (5%) 6% (10%) 6% (4%)

No additional benefits 2% (3%) 8% (3%) 5% (2%) 16% (14%) 6% (2%) 7% (4%)

*Figures in red represents 2013 figures81% - 100%0% - 10% 10% - 20% 20% - 40% 40% - 60% 60% - 80%

TABLE 9: Number of days training across countries

* Figures in red are 2013 results

25

15

30

23

14

20

17

23

18

21

18

20

15

17

18

20

22

19

31

33

23

28

38

31

12

12

11

8

8

10

SEA Othern=48

Australia/NZn=75

Chinan=77

Singaporen=134

Hong Kongn=130

Overalln=464

Base all answersAverage number

of daysn=464

3.4

2.1

3.4

2.9

2.2

2.7

NANo training1-23-4≥5



Chinan=77 (94)


SEA Othern=48 (41)

Overalln=464 (416)





Gym health club 7% (6%) 13% (14%) 16% (14%) 9% (9%) 15% (12%) 11% (11%)




Club membership 8% (4%) 5% (3%) 4% (3%) 4% (5%) 6% (10%) 6% (4%)


*Figures in red represents 2013 figures



Chinan=77 (94)


SEA Othern=48 (41)

Overalln=464 (416)





Gym health club 7% (6%) 13% (14%) 16% (14%) 9% (9%) 15% (12%) 11% (11%)




Club membership 8% (4%) 5% (3%) 4% (3%) 4% (5%) 6% (10%) 6% (4%)





Chinan=77 (94)


SEA Othern=48 (41)

Overalln=464 (416)





Gym health club 7% (6%) 13% (14%) 16% (14%) 9% (9%) 15% (12%) 11% (11%)




Club membership 8% (4%) 5% (3%) 4% (3%) 4% (5%) 6% (10%) 6% (4%)





Chinan=77 (94)


SEA Othern=48 (41)

Overalln=464 (416)





Gym health club 7% (6%) 13% (14%) 16% (14%) 9% (9%) 15% (12%) 11% (11%)




Club membership 8% (4%) 5% (3%) 4% (3%) 4% (5%) 6% (10%) 6% (4%)





Chinan=77 (94)


SEA Othern=48 (41)

Overalln=464 (416)





Gym health club 7% (6%) 13% (14%) 16% (14%) 9% (9%) 15% (12%) 11% (11%)




Club membership 8% (4%) 5% (3%) 4% (3%) 4% (5%) 6% (10%) 6% (4%)





Chinan=77 (94)


SEA Othern=48 (41)

Overalln=464 (416)





Gym health club 7% (6%) 13% (14%) 16% (14%) 9% (9%) 15% (12%) 11% (11%)




Club membership 8% (4%) 5% (3%) 4% (3%) 4% (5%) 6% (10%) 6% (4%)





Chinan=77 (94)


SEA Othern=48 (41)

Overalln=464 (416)





Gym health club 7% (6%) 13% (14%) 16% (14%) 9% (9%) 15% (12%) 11% (11%)




Club membership 8% (4%) 5% (3%) 4% (3%) 4% (5%) 6% (10%) 6% (4%)





Chinan=77 (94)


SEA Othern=48 (41)

Overalln=464 (416)





Gym health club 7% (6%) 13% (14%) 16% (14%) 9% (9%) 15% (12%) 11% (11%)




Club membership 8% (4%) 5% (3%) 4% (3%) 4% (5%) 6% (10%) 6% (4%)





Chinan=77 (94)


SEA Othern=48 (41)

Overalln=464 (416)





Gym health club 7% (6%) 13% (14%) 16% (14%) 9% (9%) 15% (12%) 11% (11%)




Club membership 8% (4%) 5% (3%) 4% (3%) 4% (5%) 6% (10%) 6% (4%)





Chinan=77 (94)


SEA Othern=48 (41)

Overalln=464 (416)





Gym health club 7% (6%) 13% (14%) 16% (14%) 9% (9%) 15% (12%) 11% (11%)




Club membership 8% (4%) 5% (3%) 4% (3%) 4% (5%) 6% (10%) 6% (4%)



‘s

10

FINAL SECTION: SATISFACTION

This year we offer an expanded insight into satisfaction levels covering not just attitudes towards pay, bonus and other ben-efits, but also details about respondents’ satisfaction with their management and colleagues.

The findings make interesting reading. The overall satisfac-tion score with the quality of management was of 6.2 (on a range of zero to 10) – with those in Singapore proving to be the least satisfied with their management (score 5.9). When it came to colleagues, practitioners in China were the least satis-fied, recording a rating of 5.9.

SATISFACTION LEVELS: STAFF+

SATISFACTION: SALARYSATISFACTION: MANAGEMENTSatisfaction levels are towards the middle of the range, so while practi-tioners are hardly wild with enthusiasm, they’re not disliking their career or its rewards .

We also note regional variations, which while not huge, signal some underlying issues.

Respondents based in Hong Kong are the least satisfied with their ben-efits – ranking at 5.3. This contrasts with respond-ents in Australia and New Zealand where the satisfaction levels were recorded at 6.1.

TABLE 10.2: Satisfaction levels with staff

TABLE 10.1: Satisfaction levels with management TABLE 10.3: Satisfaction levels with salary

Very Poor

NA

0-23-45-67-89-10Excellent

Satisfactionaverage (0-10)

6.3

6.3

6.3

5.9

6.4

6.2

15

29

19

10

14

16

31

31

38

33

42

36

31

11

21

20

22

20

8

7

9

19

12

12

6

18

10

10

5

10

9

4

3

8

5

6

SEA Other

Australia/NZ

China

Singapore

Hong Kong

Overalln=464

n= 130

n= 134

n= 77

n= 75

n=48

Very Poor

NA

0-23-45-67-89-10Excellent


6.3

7.2

5.9

6.1

6.2

6.3

8

32

11

7

15

14

40

39

35

35

29

34

23

19

27

31

35

28

15

5

13

8

13

11

6

1

10

8

3

6

8

4

4

11

5

7

SEA Other

Australia/NZ

China

Singapore

Hong Kong

Overall

n=464

n= 130

n= 134

n= 77

n= 75

n=48

Very Poor

NA

0-23-45-67-89-10Excellent


5.7

6.4

6.1

5.6

5.5

5.8

8

12

10

7

5

8

19

43

38

27

38

33

29

25

27

28

25

27

23

11

18

25

15

19

13

7

4

7

12

8

8

2

3

6

5

5

SEA Other

Australia/NZ

China

Singapore

Hong Kong

Overall

n=464

n= 130

n= 134

n= 77

n= 75

n=48

11

SATISFACTION LEVELS: BENEFITS

SATISFACTION LEVELS: HOLIDAY

The overall satisfaction score with travel schedules was 6.5. Australian and New Zealand-based respondents were more satisfied with 6.8 average satisfaction score. Singapore-based respondents were the least satisfied, with a score averaging 6.3. As a regional hub, this could indicate that managers in Singapore may have more demanding travel commitments.

EMMA DALE, MD, PROSPECT

You have to be lucky to get expat benefits now. In what circum-stances can you secure them? Expat benefits really have declined mainly due to the fact that companies can source talent already based in Asia – as most communications positions are regional. In addition, MNCs and agencies have been cutting costs and the expat package was the first to go. When a company specifically requires global expertise and can’t source the talent in Asia they may offer an expat package to entice an individual to Asia. However the packages are limited and not as attractive as they used to be. People are very middle of the road on satisfaction levels. What does this tell us?Will anyone ever admit that they are satisfied with their remuner-ation in Asia! Overall economic market conditions are stable but employees in corporate communications are not receiving large pay increases or bonuses to compensate for their relatively long hours and lack of work/life balance.

At the roundtable we talked about “lifestyle benefits” – what are these and why are they important to staff?Although cash is still attractive to most employees, companies also need to be far more creative with benefits and examine how attractive their working environment is to attract and retain staff. Money alone will not keep/attract talent – training, career paths, culture, office environment, flexible working, flexible benefits, holiday allowance and staff entertainment play a deciding factor on staying or leaving a firm.

TABLE 10.4: Satisfaction levels with benefits

TABLE 10.5: Satisfaction levels with holiday entitlement

Q&A

Very Poor

NA

0-23-45-67-89-10Excellent


5.6

6.1

5.9

5.5

5.3

5.6

4

12

6

10

7

8

23

39

34

24

27

29

35

24

34

26

30

29

13

12

19

23

19

19

15

9

4

10

12

10

10

4

3

7

5

5

SEA Other

Australia/NZ

China

Singapore

Hong Kong

Overall

n=464

n= 130

n= 134

n= 77

n= 75

n=48

Very Poor

NA

0-23-45-67-89-10Excellent


6.0

6.4

6.4

6.3

6.2

6.3

21

20

22

13

16

17

25

32

26

36

35

32

25

31

36

21

29

28

15

4

10

14

8

10

6

9

3

9

8

8

8

4

3

7

4

5

SEA Other

Australia/NZ

China

Singapore

Hong Kong

Overall

n=464

n= 130

n= 134

n= 77

n= 75

n=48

12

Unless otherwise stated, the copyright for all material contained herein is owned, controlled and reserved by: Public Affairs Asia Ltd. Registered office: Level 19, Two International Finance Centre,

8 Finance Street, Central, Hong Kong, China.

SUBSCRIPTIONS: [email protected]

About Prospect

Prospect is a global talent resource consultancy within the PR and corporate communications sector with offices in London and Asia. Our long-standing dedication to this field enables us to provide a truly insightful and value-added service to clients. In Asia, Prospect specialises in providing senior level talent to global PR/PA consultancies and major corporates across the Asia-Pacific region. With an office in Hong Kong and Singapore and

a very strong network across Asia, Prospect is unique in its specialism of the PR and Corporate Communications sectors.

From internal communications, government relations and media relations through to corporate affairs and CSR, Prospect has the knowledge and capabilities to advise you on the trends in the Asia market, offer advice on recruiting and retaining staff and assuring that the fit is right.

For any enquiries across the Asia-Pacific region, please contact Emma Dale, Co-Founder and Managing Director (Asia), +852 9177 8123 [email protected] or visit www.prospectresourcing.com

About The Research Pacific Group

The research pacific group is a regional opinion polling and marketing research agency with coverage through its own branches of all major Asia Pacific countries;

Established more than 20 years ago, the Company has a strong skill set in providing senior decision makers with objective and timely research relating to Corporate Communications & Image as well as related topics such as CSR and even Crisis Management;

We are engaged by leading Reputation Management Consultants and PR agencies as well as clients directly, to conduct such surveys among diverse stakeholders in Business, Government and Media as well as other audiences;

For further information please contact Irwin Hankins at [email protected]

About PublicAffairsAsia

PublicAffairsAsia is the network for senior government relations, corporate affairs and corporate communications professionals, operating across the Asia-Pacific region. It offers news, features, analysis and intelligence on practice and policy through PublicAffairsAsia magazine, online channels,

intelligence and events. PublicAffairsAsia also operates The Gold Standard Awards programme and the SharingValue.Asia platform.

Visit www.publicaffairsasia.com for more information or contact our Vice President Mark O’Brien at [email protected]

Documents

Prospect & PAA 2014 Salary Survey Report