THE 2015 HAYS SALARY GUIDE SHARING OUR EXPERTISE

THE 2015 HAYS SALARY GUIDE SHARING OUR EXPERTISECzech Labour Market in 2015: Salary and Employee Motivation Survey

hays.cz

2| The 2015 Hays Salary Guide

The 2015 Hays Salary Guide |3

CONTENTS

INTRODUCTION 5LABOUR MARKET OVERVIEW 6ACCOUNTANCY AND FINANCE 8BANKING 10ADMINISTRATION, HR, LEGAL 12SALES AND MARKETING 14LIFE SCIENCES 18IT / TELCO 22ENGINEERING AND LOGISTICS 24CONSTRUCTION AND PROPERTY 28BUSINESS SERVICES 30TEMPORARY 32



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 andexecutives across 9 industry sectors. The data that we have been collecting for the last12 months, will not only allow us to review the current situation, but also makepredictions for 2015.

The analysis of wages in individual industry sectors was compiled from thousands of joblistings, 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 monthlysalaries 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 KučeraManaging Director Hays Czech Republic


COMPREHENSIVE OVERVIEWDEVELOPMENTS 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


(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.

*Applicants could choose up to 3 options.

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

Home office Meal vouchersProfessional training and personal development

Discounts on company products

Additional days off

Contributions toward insurance

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).

The number of available roles in finance is decreasingWe 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.

Salaries are stableCompanies 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.

LACK OF OPPORTUNITIES IN FINANCESENIOR ROLES BECOME A RARITY

English language is a must to succeedThe 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.


ROLE MIN MAX TYPICALJunior 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

Basic monthly salaries in CZK for full-time positions in the ACCOUNTANCY & FINANCE sector:

ACCOUNTANCY AND FINANCESALARY SURVEY

Although there are fewer roles available in the A&F sector, in comparison to data from 2010 salaries have increased*:

*Due to the fact that businesses are combining multiple roles into one and the requirements of a candidate have increased.

+9% +27% +16% +30%

Chief Accountant

Financial Controller 2y+

Finance Director

Tax Manager

60K Czk

55K Czk

70K Czk

55K Czk

140K Czk

120K Czk

120K Czk

90K Czk2010

2014


Lack of opportunities in bankingAs 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 stableIn 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 continuesPro-client approaches increase the chances of being hired for support roles as wellAgain, 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 customer-centric approach, as well as previous experience in business departments.

THE JOB MARKET FOR BANKING IS ANTICIPATING A SLIGHT INCREASEEXPERIENCED TRADERS WILL CONTINUE TO FIND SUCCESS

BANKING


ROLE MIN MAX TYPICALClerk 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


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


Treasury 40 000 80 000 60 000

Risk Management 40 000 70 000 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


Treasury 80 000 160 000 110 000

Risk Management 60 000 130 000 100 000


Basic monthly salaries in CZK for full time roles within BANKING sector:

SALARY GUIDEBANKING

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

HR positions are becoming more strategically significantWith the aim of getting the most from top talentOver 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 yearSalaries in HR decreased or remain unchangedWe 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 essentialEnglish alone is often not enoughApplicant’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.

THE IMPORTANCE OF HR POSITIONS IS GROWINGHOWEVER SALARIES HAVE DECREASED

OFFICE PROFESSIONALS


ROLE MIN MAX TYPICALAssistant / 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

Basic monthly salaries in CZK for full time roles within OFFICE PROFESSIONALS sector:

Salaries for similar positions can vary greatly depending on the specific sector. The following are examples of the average salaries for executive assistant positions:

SALARY GUIDEOFFICE PROFESSIONALS

International law firm FMCG/Pharmaceuticals

Insurance/Fin. institutions

Developer


50K Czk 40K Czk 38K Czk 30K Czk

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 decreasedTelecoms operators experienced layoffsThe 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

COMPANIES ARE MORE LIKELY TO HIRE GRADUATESIF THEY WANT THE BEST TALENT ON THEIR TEAM, THEY MUST ACT QUICKLY

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 sectorHowever 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.

SALES & MARKETING



ROLE MIN MAX TYPICALSales 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

Basic monthly salaries in CZK for full time roles within SALES & MARKETING sector:

SALARY GUIDESALES & MARKETING


ROLE MIN MAX TYPICALSales IT / Telco



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 TYPICALRetail

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

Basic monthly salaries in CZK for full time roles within SALES & MARKETING sector:

SALARY GUIDESALES & MARKETING


ROLE MIN MAX TYPICALSales – Logistics


Sales Executive/Hunter 35 000 60 000 50 000



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 Manager 40 000 120 000 80 000



BDM – Director 70 000 150 000 110 000

Building Materials


Sales Manager 60 000 120 000 80 000


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

+50%-45%

Sales personnel salaries continue to decrease despite increased expertise requiredHays 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 employmentSolutions for strict limits on employee headcountsThe 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

THE ROLE OF MARKETING IN LIFE SCIENCES CONTINUES TO GROWCOMPANIES APPRECIATE GOOD MARKETING SPECIALISTS

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 managersWe 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.

LIFE SCIENCES


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

Candidate profiles in highest demand according to segments in the Life Sciences sector:

ROLE MIN MAX TYPICALCLINICAL 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 TYPICALCLINICAL 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

Basic monthly salaries in CZK for full time roles within LIFE SCIENCES sector:

SALARY GUIDELIFE SCIENCES



ROLE MIN MAX TYPICALPHARMA – 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 TYPICALDIAGNOSTICS

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


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

Basic monthly salaries in CZK for full time roles within LIFE SCIENCES sector:

SALARY GUIDELIFE SCIENCES


ROLE MIN MAX TYPICALMEDICAL 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

ROLE MIN MAX TYPICALMEDICAL 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

New opportunities for IT specialistsThe 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 increasingThe 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 increasingCompanies use them as a key tool to attract new talentWe 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.

THE SALARIES OF IT SPECIALISTS CONTINUE TO GROWTHERE HAS ALSO BEEN A RISE IN EMPLOYMENT OPPORTUNITIES

IT & TELCO


ROLE MIN MAX TYPICALGRADUATE 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

Basic monthly salariesin CZK for full time roles within IT/TELCO sector:

SALARY GUIDEINFORMATION TECHNOLOGY / TELCO

The IT sector is prospering. By how much financially better off have specialists in this field been in the past four years?


+60% +25% +16%+30% +21%

Programmer /Analyst (graduate)

Developer / Programmer Java /.NET

Technology / Business Consultant

IT Manager

40K Czk

25K Czk

75K Czk

60K Czk

65K Czk

50K Czk

75K Czk

62K Czk2010

2014

The dominant influence of the automotive industry continuesDevelopment centers are expanding their teamsThe 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 strategiesThe 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.

The wage pressure for specialised positions is growingThe value of applicants on the market is determined by a number of factorsThere 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

THE SECTOR IS FACING A SHORTAGE OF TECHNICAL SPECIALISTS COMPANIES ARE FIGHTING OVER TALENTED INDIVIDUALS

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 developmentGraduates also stand a chanceTechnically 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.

ENGINEERING




ROLE MIN MAX TYPICALPRODUCTION (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 TYPICALR&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 TYPICALPROCUREMENT

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 TYPICALLOGISTICS

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

Basic monthly salaries in CZK for full time roles within MANUFACTURING & ENGINEERING & LOGISTICS sectors:

SALARY GUIDEMANUFACTURING & ENGINEERING & LOGISTICS


ROLE MIN MAX TYPICALPRODUCTION (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?

Graduate, no experience

1 year of experience

3 years of experience

5 years of experience

Senior with responsibility for several plants

35K Czk 42K Czk 50K Czk 80K Czk27K Czk

The construction sector is experiencing a revitalisationApplicants are more inclined to move jobs for better opportunitiesJust 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.

The current market situation allows for better salary conditionsExperienced hires from direct competitors are valuedIf 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.

THE CONSTRUCTION SECTOR IS THRIVINGAND OFFERING GREAT OPPORTUNITIES FOR CANDIDATES

Project managers can earn up to 2 million Czk a yearIn 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.

CONSTRUCTION & PROPERTY


ROLE MIN MAX TYPICALPRODUCTION (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

Basic monthly salaries in CZK for full time roles within CONSTRUCTION & PROPERTY sector:

SALARY GUIDECONSTRUCTION & PROPERTY

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%

SSC/BPO branches are experiencing continual growthAccording 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 trendThe 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.

THE CZECH REPUBLICA TARGET DESTINATION FOR SHARED SERVICE CENTRES

More specialized projects are making their way to the Czech RepublicHigh skill levels are making the differenceLess 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 marketAlthough 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%.

BUSINESS SERVICES



ROLE Prague minimum

Prague maximum

Prague typical

Brno typical

Ostrava typical

CUSTOMER SERVICE

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

Basic monthly salaries in CZK for full time roles within BUSINESS SERVICES sector:

SALARY GUIDEBUSINESS SERVICES

The most sought-after languages in SSC/BPO, according to the number of open positions in 2014

* English is the only foreign language requested

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%

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 professionsThis 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.

COMPANIES ARE TAKING ADVANTAGE OF TEMPORARY EMPLOYMENT ASSIGNMENTS MORE OFTEN

TEMPORARY SERVICES


SPECIALISM ROLEADMIN Receptionist

AssistantAdmin support

CUSTOMER SERVICE AND SALES SUPPORT Customer Service specialistHelp DeskPre-Sales

Inside Sales

FINANCE AND ACCOUNTING Invoice ClerkAccountant

Finance AnalystAuditor

HR HR SpecialistRecruiter

HR Generalist

MARKETING Marketing specialistMarketing support

According to the current situation and the latest trends, we anticipate the highest demand for the following positions:



THE RIGHT JOB CAN TRANSFORM A PERSONS LIFE THE RIGHT PERSON CAN TRANSFORM A BUSINESS


THE RIGHT JOB CAN TRANSFORM A PERSONS LIFE THE RIGHT PERSON CAN TRANSFORM A BUSINESS

hays.cz

CONTACT US:

Hays Czech Republic s.r.o.

PragueOlivova 4/2096110 00 Praha 1T: +420 225 001 711F: +420 225 001 723E: [email protected]

BrnoMoravské nám 3602 00 BrnoT: +420 542 519 122F: +420 542 519 128E: [email protected]

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Documents

THE 2015 HAYS SALARY GUIDE SHARING OUR EXPERTISE