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20 20 SA L A RY G U I D E





C ONT E N T S Foreword 3 Architecture Salar y Guide

5

5 R easons for Appraisals

8

Cre ative Support Salar y Guide

11

Re wards and Benefits

14

Interiors Salar y Guide

17

Top Ten Temp Tips

20

Product Desig n Salar y Guide

23

W ill Robots Take My Job?

25

D igital Design Salar y Guide

27

Traits of Bad B osses

30

W h at Do We Know About IR35

33

And N ow for Something Completely Dif f e re nt

37

Affiliations

42


Salary Guide 2020

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p. 3

FOREWORD D e l H os s a i n

In an uncertain global age, Adrem aim to maintain human connections and relationships within recruitment. Despite technological advances becoming an attractive prospect for businesses, it is apparent that technology cannot give people the personal support that they require during the recruitment process. Adrem cater to the individual, ensuring that the personal aspect of recruitment is sustained, building key connections through one to one communication. In 2019, we established some valuable relationships with The London Festival of Architecture, Archiboo and The Stephen Lawrence Charitable Trust. 2020 also promises an exciting venture into education, as I start teaching at the Bartlett School of Architecture as well as being a Trustee of the London School of Architecture, working alongside the next generation of aspiring architects! As we embark on a new decade, Adrem will continue to keep human connections as a central part of our work, continuing to match the best candidates to the best jobs. . Del Hossain

Salary Guide 2020

Managing Director, Adrem


Salary Guide 2020

p. 4


ARCHITECTURE s a l a r y gu i d e


Salary Guide 2020

Arch itecture Salary Guide

ARCHITECT

LOW

AVERAGE

HIGH

Part I Architect Assistant

£20,000

£22,000

£25,000+

Part II Architect Assistant

£28,000

£30,000

£35,000+

Architects (0-4 years)

£35,000

£38,000

£46,000+

Architect (5+ years)

£42,000

£47,000

£55,000+

Associate Architect

£48,000

£57,000

£65,000+

Associate Director/Project Director

£58,000

£65,000

£80,000+

Director

£65,000

£85,000

£120,000+

LOW

AVERAGE

HIGH

Junior Architectural Technician (0-3 years exp)

£27,000

£32,000

£37,000+

Middleweight Architectural Technician (3-5 years exp)

£35,000

£40,000

£45,000

Senior Architectural Technician (5+ years exp)

£45,000

£50,000

£60,000+

BIM

LOW

AVERAGE

HIGH

BIM Coordinator

£40,000

£45,000

£50,000

BIM Coordinator/Architect

£45,000

£50,000

£55,000

BIM Manager

£50,000

£55,000

£65,000

BIM Consultant/Trainer

£45,000

£50,000

£65,000

ARCHITECTURAL TECHNICIAN

p. 6

**All salaries exclude benefits. Please note, salaries do vary from company to company and this information should be used as a guide only.


p. 7

URBAN DESIGNER

LOW

AVERAGE

HIGH

Junior Urban Designer

£27,000

£30,000

£34,000

Urban Designer

£35,000

£40,000

£45,000

Senior Urban Designer

£45,000

£50,000

£55,000

Urban Design Associate

£55,000

£60,000

£65,000

Urban Design Director

£65,000

£75,000

£85,000+

LANDSCAPE ARCHITECT

LOW

AVERAGE

HIGH

Junior Landscape Architect

£28,000

£32,000

£36,000

Landscape Architect

£35,000

£40,000

£45,000

Senior Landscape Architect

£45,000

£50,000

£55,000+

Landscape Architect Associate

£55,000

£60,000

£65,000+

Landscape Architect Director

£65,000

£75,000

£85,000+

**All salaries exclude benefits. Please note, salaries do vary from company to company and this information should be used as a guide only.

Salary Guide 2020

Arch itecture Salary Guide


Salary Guide 2020

5 REASONS f or a p p r a i s a ls Appraisals are often misunderstood or mismanaged by both the employee and employer. Employees sometimes perceive their annual appraisal as a threat. However, if the appraisal system is well-constructed, and seen to be fair to the individual and across the organisation this threat could be overcome. A typical negative response to appraisals is that they are confrontational but it’s actually the perfect opportunity for employees to raise any worries or concerns, or discuss anything that they feel could be holding them back. Here’s 5 reasons why you should conduct an appraisal interview.

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p. 9

02 03 04 05

Make your employees feel valued by giving them sincere feedback. This helps them to work smarter and better.

Set goals The most productive employees are constantly driven in their pursuit of goals. Setting achievable targets during the appraisal helps to motivate employees, and empowers them to feel more confident when they hit them.

Refocusing your team Appraisals can be used to help communicate your vision to team members. This is your chance to clarify and explain the company’s vision, ensuring that everyone is on the same page.

Assess the training needs of your team Different people within your team will have different strengths. Use the appraisal to assess your employees’ weaknesses, identifying areas which may require additional training and support.

Prevention of long-term dissatisfaction Appraisals can highlight any issues, and then can be nipped in the bud before they escalate to the point of someone leaving.

Salary Guide 2020

01

Value your team


Salary Guide 2020

p. 10


C R E AT IV E S UP P O RT s a l a r y gu i d e


Salary Guide 2020

Creative Support Salary Guide

ADMIN AND SUPPORT

LOW

AVERAGE

HIGH

Junior Administrator

£20,000

£22,000

£24,000

Receptionist

£22,000

£24,500

£27,000

Team Administrator

£24,000

£30,000

£32,000

Studio Administrator

£24,000

£30,000

£32,000

Document Controller

£24,000

£28,000

£35,000

PA / Project Support

£26,000

£30,000

£34,000

Office / Studio Manager

£28,000

£32,000

£45,000

PA / EA

£28,000

£36,000

£50,000

HR, FINANCE AND IT

LOW

AVERAGE

HIGH

HR Administrator

£22,000

£25,000

£30,000

HR Manager

£35,000

£40,000

£50,000+

Finance Assistant

£22,000

£27,000

£32,000

Account Manager

£26,000

£30,000

£38,000

Finance Manager

£35,000

£42,000

£50,000+

IT Assistant

£22,000

£27,000

£32,000

IT Manager

£35,000

£50,000

£60,000+

p. 12

**All salaries exclude benefits. Please note, salaries do vary from company to company and this information should be used as a guide only.


p. 13

CLIENT SERVICES

LOW

AVERAGE

HIGH

Marketing Assistant

£23,000

£26,000

£28,000

Marketing Coordinator

£28,000

£32,000

£35,000

Marketing/Communications Manager

£40,000

£45,000

£60,000+

Project Manager

£30,000

£40,000

£45,000+

Bid Coordinator

£25,000

£30,000

£35,000

Bid Manager

£35,000

£45,000

£60,000

**All salaries exclude benefits. Please note, salaries do vary from company to company and this information should be used as a guide only.

Salary Guide 2020

Creative Support Salary Guide


Salary Guide 2020

R E WA R D S a n d b e n e f it s

Benefits Over Payrise

List of Perks

Types of Rewards

Rewards and benefits differ from company to company, so it is essential that you establish what rewards mean to your business and employees.

57% of jobseekers list perks among their top considerations before taking a new job, highlighting how benefits and rewards are navigated by a company can greatly effect their workforce.

Rewards and benefits can cover a multitude of areas, with anything from access to counselling services, subsidised gym memberships, commission and sick pay considered as workplace benefits.

A recent study found that 80% of employees would prefer new or additional benefits over a payrise, demonstrating the appeal of personal reward systems.

This is seen to reduce stress, as well as help build strong relationships between employers and employees.

These work alongside what it is that you wish to reward, allowing you to provide clear management and communication in what it is that you expect from your staff.

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p. 15

“List what resources you have… when you add it all up, you may have certain advantages over your larger competitors.“

Kate Marks HR For Creative Companies RIBA Publishing

Salary Guide 2020

“ Just because you don’t have cash to flash doesn’t mean you can’t reward your loyal and hard-working staff ”


Salary Guide 2020

p. 16


I N T ER IO R D E S I G N s a l a r y gu i d e


Salary Guide 2020

In teriors Salary Guide

INTERIOR DESIGN

LOW

AVERAGE

HIGH

Graduate (Junior)

£18,000

£21,000

£25,000

1 year Post Grad (Junior)

£25,000

£26,000

£27,000

2 years Post Grad (Junior – Middleweight)

£27,000

£28,000

£29,000

3 years Post Grad (Middleweight)

£30,000

£32,000

£33,000

4 years Post Grad (Middleweight – Senior)

£34,000

£35,000

£36,000

5 years Post Grad (Senior)

£38,000

£40,000

£42,000

6-10 years Post Grad (Senior)

£45,000

£48,000

£55,000

FF&E Designer (Middleweight)

£30,000

£35,000

£38,000

FF&E Designer (Senior)

£38,000

£50,000

£65,000

Associate

£55,000

£58,000

£70,000

Design Director

£70,000

£80,000

£100,000

**All salaries exclude benefits.

p. 18

Please note, salaries do vary from company to company and this information should be used as a guide only.


p. 19

“There’s never a prescribed path to win work or grow your business, which I’m sure Adrem can testify to, but the one thing I have always valued is the fact that they have great experience in understanding how to support a business as it grows, and something I have always been grateful for.” STUART FORBES, Founder of Stuart Forbes Associates Salary Guide 2020

“ Adrem was the first agency I turned to to embark on the road of becoming an employer as opposed to employee ”


Salary Guide 2020

TOP TEN temp tips

01

03

Identify Your Needs-

Temporary and contract staff are usually specialist experts, which means you have the opportunity to find someone niche to support your project. This approach will help reduce on costs and team stress levels whilst up-skilling your existing team.

Clarity -

Make it clear what is expected. Isolate the tasks you need for the project, think about the must-have skills and experience for the job as well as the ‘niceto-have’ skills. Don’t forget to outline the estimated duration of the project and when the start date should be.

02

04

Plan Ahead -

To get the best temp workers for your company, try to think ahead. If you have seasonal projects and know that you’ll need a lot of temp workers for a certain time of the year, don’t wait until the last minute to contact one of our contract specialists in advance.

Teamwork -

Make sure the rest of your team are aware of a new member of the workforce. Brief the team on when the new member will start and how they will fit in.

p. 20


p. 21

07

09

Before your temp starts, ensure you have allocated the necessary resources that they will need to do their job effectively and will be ready to get started from day one.

Communication-

Make sure there is constant communication between yourself and your temps. You want them to adapt as quickly as possible so the more you communicate the more they’ll understand the business’ needs.

Be Decisive - If you find

someone you like, act fast. Temp talents work from contract to contract. They are most likely to accept an offer from another company that engages them first, even if that’s their second-choice employer.

06

08

10

Training -

Make sure any training is pre-arranged and well organised. It’s best to train them as though they were a permanent team member. A comprehensive onboarding process will help the temp deliver maximum value to the business. Consider assigning a permanent employee to be their mentor.

Ask an Expert -

Our temp specialists can help refine your search and narrow down the role or sector you’re hiring for. We’ve also got the added bonus of a network of niche talent who are ready to go.

Think Long-TermDo you want the temp position to evolve into a fulltime job? It’s a good idea to budget for the permanent salary and make sure the candidate is also on the same page.

Salary Guide 2020

05

Preparation -


Salary Guide 2020

p. 22


PRODUCT DESIGN s a l a r y gu i d e


Salary Guide 2020

Prod uct Design Salary Guide

PRODUCT DESIGN

LOW

AVERAGE

HIGH

Graduates

£20,000

£22,000

£25,000

1 – 3 Years Post Grad

£22,000

£26,000

£34,000

3 – 6 Years Post Grad

£25,000

£30,000

£44,000

6 – 9 Years Post Grad

£35,000

£45,000

£60,000

Principal Designer

£45,000

£60,000

£70,000

Design Directors

£75,000

£100,000

£140,000+

p. 24

**All salaries exclude benefits. Please note, salaries do vary from company to company and this information should be used as a guide only.


What is AI? Artificial intelligence is a field of computer science that aims to solve cognitive problems commonly associated with human intelligence. In other words, AI enables machines to “think like humans,” and perform tasks such as learning, problemsolving, reasoning, and language processing.

The power of AIintegrated with HR AI in HR can help open the door to more opportunities. If an employee could learn new skills to match the pace of technological advances, that’s an employee experience anyone would appreciate. AI enables HR to build stronger teams, reduce employee turnover, and enhance the employee experience.

What are the benefits of automation?

A few major impact areas for AI in HR include:

Robots do not represent the end of the human element of HR. Instead, they offer a chance to innovate and allow the function to become more creative.

• • • •

HR will have more time to spend with people to build better relationships, help employee development and internal process improvement.

Performance management Workplace planning People analytics Career pathing

• Leadership and coaching

AI is transition HR from administrative to strategic.

Salary Guide 2020

“ AI will not solve all problems but it will allow HR to transfer their time currently spent on repetitive and administrative tasks to a more strategic approach. ”

p. 25

W IL L R O B O T S t a ke my jo b ?


Salary Guide 2020

p. 26


D I G ITA L & C R E AT I V E s a l a r y gu i d e


Salary Guide 2020

Digital Des ign Salary Guide

PERMANENT ROLES

LOW

AVERAGE

HIGH

Junior Digital Designer

£25,000

£25,000

£30,000

Mid Digital Designer

£28,000

£32,000

£40,000

Senior Digital Designer

£40,000

£50,000

£60,000

Junior UX/UI Designer

£25,000

£30,000

£35,000

Mid UX/UI Designer

£30,000

£40,000

£45,000

Senior UX/UI Designer

£50,000

£58,000

£65,000

Junior Motion Designer

£25,000

£27,000

£32,000

Mid Motion Designer

£40,000

£45,000

£50,000

Senior Motion Designer

£60,000

£75,000

£85,000

Design Director

£80,000

£110,000

£150,000

FREELANCE ROLES

LOW AVERAGE HIGH DAY RATE DAY RATE DAY RATE

Junior Digital Designer

£180

£200

£220

Mid Digital Designer

£230

£250

£280

Senior Digital Designer

£300

£350

£400

Junior UX/UI Designer

£230

£250

£280

Mid UX/UI Designer

£280

£310

£350

Senior UX/UI Designer

£275

£300

£320

Junior Motion Designer

£350

£450

£500

Mid Motion Designer

£180

£200

£230

Senior Motion Designer

£250

£300

£350

Design Director

£325

£400

£550

p. 28

**All salaries exclude benefits. Please note, salaries do vary from company to company and this information should be used as a guide only.


p. 29

Creative Design Salary Guide

LOW

AVERAGE

HIGH

Junior Designer

£20,000

£25,000

£30,000

Midweight Designer

£25,000

£30,000

£35,000

Senior Designer

£35,000

£42,000

£50,000

Junior Creative Team

£20,000

£25,000

£30,000

Midweight Creative Team

£30,000

£35,000

£45,000

Senior Creative Team

£45,000

£60,000

£80,000

Design Director

£55,000

£65,000

£70,000

Associate Creative Director

£75,000

£75,000

£75,000

Creative Director

£85,000

£95,000

£110,000

Executive Creative Director

£90,000

£110,000

£150,000

FREELANCE ROLES

LOW AVERAGE HIGH DAY RATE DAY RATE DAY RATE

Junior Designer

£120

£150

£200

Midweight Designer

£200

£250

£300

Senior Designer

£275

£375

£400

Junior Creative Team

£150

£175

£200

Midweight Creative Team

£250

£275

£300

Senior Creative Team

£300

£375

£450

Design Director

£300

£350

£450

Associate Creative Director

£350

£400

£450

Creative Director

£400

£500

£600

Executive Creative Director

£550

£650

£750

**All salaries exclude benefits. Please note, salaries do vary from company to company and this information should be used as a guide only.

Salary Guide 2020

PERMANENT ROLES


Salary Guide 2020

T R A IT S O F a b a d b os s According to research, a survey of 2,000 employees shows that more than one third of the UK workforce believe they could do a better job than their boss with almost one in five admitting they dislike their managers. Two in five don’t think their superior is good at their job, one in ten think they are ‘arrogant’ or ‘two-faced’, and more than one fifth admitted they have ‘no respect’ for their boss. Sixty-two per cent have left a role and more than half have considered looking for a new job – just to get away from their manager. So what makes these people bad bosses? We’ve highlighted three key traits that employees are most frustrated with and how to avoid it.

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p. 31

Unfocused Having a boss that lacks focus can be exhausting. This type of boss has so much energy and wants to do everything and wanted it done yesterday. They commit constantly to more projects without checking with the people who actually do the work. The only way to keep up is to work very long hours and even then you’ve only just scratched the surface. This type of situation will lead to burnout if not handled properly.

Avo i d a n c e One of the major attributes of a bad boss is the tendency to look away or leave a situation that is uncomfortable. Avoiders know what is going on, they simply prefer to let others tackle the disputation. Rather than facing the situation, they will tell their second in command to handle the situation and only enter conversations when things have come to a happy conclusion.

Micro-Managing

Salary Guide 2020

Another big killer for motivation is when the boss nitpicks all day. Depending on the type of team you’re in, micro-managing can be seen as a benefit or a nightmare. Constantly checking-in with the team can cause interruptions on projects. A great boss recognises that everyone has individual needs and a desire to work creatively and with discretion.


W HAT D O W E kn ow a b out . . .

3


Salary Guide 2020

p. 33

IR 35


Salary Guide 2020

O F F -PAY R O L L wor ki n g Off-payroll working rules change on 6 April 2020 and are applied differently. From this date, all public authorities and medium and large sized clients will be responsible for deciding the employment status of workers.

Who the rules apply to

Simplified test

Some rules already apply to all public sector clients, but from 6 April 2020 medium and large-sized private sector clients also need to apply them. The private sector includes third sector organisations, such as some charities.

A simplified test also applies to some clients and considers annual turnover. You must apply the rules if you have an annual turnover of more than £10.2 million and are not: • a company

The rules apply to all public sector clients and private sector companies that meet 2 or more of the following conditions:

• a limited liability partnership • an unregistered company • an overseas company

• you have an annual turnover of more than £10.2 million • you have a balance sheet total of more than £5.1 million

There are also rules which cover connected and associated companies. If the parent of a group is medium or large, their subsidiaries will also have to apply the off-payroll working rules.

• you have more than 50 employees This is in line with the small companies’ regime.

p. 34

**Information regarding Off-payroll working (IR35) has been referenced from HM Revenue & Customs published 22 August 2019. This should be used as a guide only.


p. 35

What you need to do As a client, you’ll need to decide the employment status of a worker, you must do this for every contract you agree with an agency or worker. You’ll need to: • pass your determination and the reasons for the determination to the worker and the person or organisation you contract with • make sure you keep detailed records of your employment status determinations, including the reasons for the determination and fees paid • have processes in place to deal with any disagreements that arise from your determination If you are also the fee-payer and the offpayroll working rules apply, you will need to deduct and pay tax and National Insurance contributions to HMRC. Small-sized clients in the private sector will not have to decide the employment status of their workers. This will remain the responsibility of the worker’s intermediary.

Salary Guide 2020

Contact our Contract Specialists for more information on IR35 at ir35@adremgroup.com


Salary Guide 2020

p. 36


A N D N O W. . . for s om e t h i n g c om p l e t e l y d i f f e r e n t


Salary Guide 2020

Plant Trees WHILE YOU SEARCH THE WEB

This Christmas, Adrem are proud to be supporting Ecosia, a search engine that uses ad revenue from your searches to plant trees all around the world. Trees are the superheroes of our planet and by using Ecosia as your default search engine, you will help plant trees where they are needed the most.

www.ecosia.org p. 38


Ecosia is a search engine based in Berlin that donates 80% or more of its profits to nonprofit organisations that focus on reforestation. Ecosia works with organisations such as the Eden Reforestation Projects, Hommes et Terre, and various local partners, to plant trees in 16 countries throughout the world. Ecosia supports local communities by creating steady income from harvesting the trees, improving agriculture from soil replenished by trees, and finally leading to economic and political stability by lifting locals out of poverty.

How do I use it? Go to www.ecosia.org and search like you would on any search engine and for every 45 searches Ecosia will plant a tree.

Where does Ecosia plant trees?

How does my search work?

Ecosia supports over 20 tree-planting projects in 15 different countries; Peru, Brazil, Madagascar, Nicaragua, Haiti, Colombia, Spain, Morocco, Senegal, Burkina Faso, Ghana, Ethiopia, Uganda, Kenya, Tanzania and Indonesia.

Ecosia’s search results and search ads are powered by Microsoft Bing. It is available on desktop computers or laptops, and for mobile via iOS and Android apps.

Often biodiversity hotspots, areas which hold particularly high numbers of unique species. These locations face extreme threats and hold at least 1,500 species of endemic plants and have been diminished by at least 70%. Today, 35 such hotspots are defined. They represent just 2.3% of Earth’s land surface, but they support more than half of the world’s plant species and nearly 43% of bird, mammal, reptile and amphibian species found nowhere else on earth.

By placing a green leaf icon alongside selected websites in search results, Ecosia are highlighting information to help users make more sustainable choices in their lives. Ecosia believe that the companies and organisations behind these “green leaf” websites share their mission by demonstrating ecologically friendly business practices or supply sustainable products or services.

Salary Guide 2020

What is Ecosia?

p. 39

W E S U P P O RT E cos i a


Salary Guide 2020

V EG A N U A RY w i t h Joe M o r r is Joe, Founding Director of Morris + Company, is an advocate for fair and transparent practice, and champions inclusivity and equality. He believes in the potential for a more compassionate, sustainable global economy and seeks to raise awareness of these issues. He follows a strict vegan diet and advocates for others to do the same.

What’s the hardest thing about turning Vegan? The hardest thing about turning vegan is realising that it is really easy and I should have turned vegan many many years before. Society masks and conceals everything from you, normalising the day to day horrors of unethical farming practice and animal abuse. Commodifying cows milk and converting it into some necessity for normal and healthy bone growth. That you need eggs and meat to grow muscle. All of it a lie.

How did you overcome this?

What has changed about you?

One day you are not vegan; living a lie, one of billions within the matrix. The next day, liberated. There is an instant karma.

Almost everything. The obvious health benefits aside (zero bad cholesterol, lower BMI, reduced weight, fitter, less chance of all diet related illnesses and life threatening conditions) the big change is in how the philosophy of veganism pervades your entire life.

When did you start to feel great? Immediately and continuously.

Have you got any new ‘vices’ since turning vegan? Crispy Kale. Pea and Mint soup. Home made vegan sausage rolls. Salt and pepper tofu.

You begin to question everything that you have until that point accepted as a truth. Everything. This creates challenges but in some way that is where we all need to be, given the climate crisis and species extinction.

p. 40


1.

Go vegan, now

2.

Get all of your friends and all of your family to go vegan

3.

Never stop talking about veganism

4.

Repeat to yourself, an animal’s right to life is more important than your taste buds

5.

Continuously explore subject matters related to veganism and the environmental crisis and make the connection

6.

Cook from scratch, re-connecting with the ingredients of food that you put into your body

7.

Weigh yourself on the day you go vegan and do so every month to see the effects

8.

Take B12 supplements

9.

Eat marmite

10.

Invite your friends out to dinner and select the restaurant, ensuring the whole menu if vegan

11.

Be confident in being vegan, never apologise

12.

Question waiters, chefs, cooks about the ingredients they use, and if in doubt send it back

13.

Grow your own

14.

Harvest mushrooms with your biological waste and then make mushroom soup

15.

Wear T-shirts which are proven to be from sustainable and ethical sources and print on them that you are vegan

JOE MORRIS’ TIPS FOR VEGANUARY


AFF ILI ATI ONS


S



This book was produced with FSCÂŽ certified materials sourced from forests that comply with environmental, social and economic standards.




adremgroup.com

@adremgroup


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