Salary Guide 2012 - Trends Catalogue....

Every yearéthe indispensable tool is released to find out the trends in ésalary volutions for the yearéand despiteé the crisis, this yearéis likely to êonce again be a good vintage.

Male-female égalité is still not de rigueur, and écarts still far too numerous across virtually all subsidiaries and business sectorsés. Even if évolutions have été been noted in this area, we're still a long way from parityé...! The survey conductedéin the 1st quarter of 2011 has ébeené the opportunity to measure for the 2nd consecutive year the écarts of rémunération between men and women but also by job families (marketing, production...) and by sectors of activityé. 

For the past 25 years, the Guide des Salaires has been producedéalisé à from a major annual surveyéon a érepresentative sampleéof all French companies in terms of sector of activityé company size, geographical situation, etc.

The 142 functions of the’étude have été sélectionnées by taking into account the modes of organization of the companies or unitséthat make up the French économic and social fabricçais.

Claire Cabaret, éditeur du Guide des salaires déclare que « This new édition of the Guide des salaires 2012 shows that companies have taken the decision in some cases to procéder à increases despiteé the crisis that had been weighing on rémunérations for many months. A study of salaries shows contrasts between the various functions: for example, for sales staff, fixed rémunération is increasing, but variable rémunés have été decreased, reflecting the éeconomic slowdown. However, efforts to éoptimize production processes have étérécompensatedéby rising variables for many technical functions.

Cété young graduatesémés, there is also éa renewed interestéinérêcompanies with rémunérations up for a majorityé of functions.

With top talent éso much in demandéit's more than timely for companies to be aware of the rémunérations for the éfan of all their métiers in their given sectoré in a context whereù the executive job market is very èdynamic », déclare .

Major salary trends in 2011

An upward à trend for management functions

Taking the rémunération of a CEO as a base 100, several senior executives are seeing their rémunérations rise:

Financial Director (+ 13%)
Marketing Director (+ 8%) and Sales Director (+ 6%)
Quality Directoré (+ 5%)
Sales Director and HR Director (+ 4%)
Purchasing Director (+ 2%)

Functions downé:

IT director (- 7%)
Industrial director and CFO (- 5%)

Women make up 15% of the ’échantillon « Direction générale » but are rémunérées 21% less than men.

Women executives earn an average overall rémunération of 103,950 € compared with 131,230 € for male executives. This difference reflects the 24% écart observedé on the variable portion of rémunération and can be explained by the lower number of élevés occupied by women in companies.

Sales managers: mémunédian à rations on the rise

Sales Directors are rankedés né5 in the rémunérations hierarchy, behindèthe CEO with a salary équivalent à 70% of the latter, whereas last year they received only 64% of the latter's rémunération. The overall rémunération médiane s’élève à 95,850 € and is stable compared to à 2010 grâce à the increase in the fixed rémunération (+ 8%) which counteracts the significant decline in the variable versé (- 50%).

On the other hand, Sales Directors are better off, with an overall mémunération of 84,600 € (+ 10% on à 2010), an increase that concernedé both fixed rémunération (+ 13%) and variable toé (+ 6%).

Men still make up (59%) of the ésample in the « Commercial, Sales » family. In this family, the male/female ratio is 34% (compared to 35% last year), at the expense of women. They receive an average overall rémunération of 31,730 € (down 8%), compared to 47,780 € (down 10%) for men.

The écart observedé on the variable share of rémunération for women in the sales function is even more élevé with 59% compared with 56% observedé in 2010. 

Rémunérations côté HR: strong increases on fixed and à all levels

Human resources managers remain unchanged in the rankings (12th place), but their rémunération is more substantial than in 2010 (60% of the rémunération of a CEO, compared with 56% in 2010). As a result, their overall rémunération increased by 9% to 82,440 € thanks à to the rise in their fixed rémunération (+17%), whereas last year it fléd by 7%.

The proportion of managers is higher in the sample, and the variable toéjuniors is back on the rise.

While women are very muchèpresent in the « Human Resources » family (77% of the échantillon), the émap of male/female rémunitionsérations stagnates à 22%, at the détriment of the latter. Women earn an average overall income of 45,560 € compared with 58,120 € for men. The most significant rémunération cart is for the variable portion: women still earnç24% less than their male counterparts.

These increases in rémunération are the result of a number of factors.

These increases in rémunérations are found across all HR functions and irrespective of the’âage and seniorityé of the incumbents. Even if the increases are higher for fixed remuneration, increases for variable remuneration are also observed.

The increase in the variable remuneration is due to the increase in the fixed remuneration, but also to the increase in the variable remuneration.

Amanda
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