2011-2012 Procurement_Supply Chain Salary Survey 2011-2012

SALARYSURVEY2011/12Procurement & Supply Chain

Permanent Salary Survey 2011/12

We believe it is the most useful andcomprehensive of all procurement salarysurveys around because it breaks resultsdown across industry and geographicallocation to allow procurement leaders, HRand candidates to analyse trends andbenchmark their own company’s rewardpolicy. The survey focuses purely onexecutive and management roles withinthe procurement field, creating a focuson those individuals that drive thedevelopment of procurement and supplychain within major organisations. Thisreflects the level of individual PSD hasworked with over many years.

Our results have been gathered duringanother tumultuous year with slow growthacross the world economy andgovernments in the US, UK and Europeworking to reduce spending with variousdegrees of success. The Markit/Cipsservices purchasing managers' indexmirrors what has been a very mixedyear and with a weak global economicoutlook predicted for 2012, our surveydemonstrates what impact this will haveon the recruitment market.

We have seen a slowing of demand forskilled Procurement individuals this year as

the ‘big and quick impact’ opportunitieshave become less and it has beena matter of consolidation for manyorganisations. However for thosecompanies that are still looking to ‘up-skill’procurement the biggest challenge oflooking to capitalise on the benefits ofa robust procurement function is thereluctance amongst talented individuals toleave their current employment. Marginalprivate sector growth has meant acontinued ‘safety first’ approach fromemployees. In turn this is making it moredifficult for employers to drive competitiveedge through the recruitment of talentedindividuals. In addition the current marketdynamics are driving pay with a shortageof highly skilled people raising salary levels.

Procurement and supply chain continuesto be a challenging but rewarding areato work in as many procurementprofessionals successfully deliver againstdemanding targets. We expect the roleand profile of procurement and supplychain recruitment to grow again next yearwhen their skills and abilities will no-doubtbe further tested.

Stephen FletcherDirector, Procurement & Supply Chain

Foreword

Procurement and supply chain continues to bea challenging but rewarding area to work in asmany procurement professionals successfullydeliver against demanding targets.

03

Contents03 Foreword04 PSD Overview05 PSD Procurement

& Supply Chain06 Salary Survey –

Methodology07 Survey Questions12 Financial Services

& Banking13 Property &

Construction14 Technology15 Public Sector

& Not for Profit16 Energy & Utilities17 Oil & Gas18 FMCG &

Pharmaceuticals20 Purchasing Contacts

Welcome to PSD’s annual Procurementand Supply Chain 2011 salary survey,a useful guide to pay and reward acrossall sectors of the industry. It is the result of a comprehensive attitudinal salary survey completed online by just over500 procurement professionals responding to an email invite and PSD's own databaseof 15,000 procurement professionals.


www.psdgroup.com/purchasingPSD’s website continuesto attract qualitycandidates andcompliments ouradvertising responseon behalf of clients

Recruitment Services

Our reputation has been built uponour ability to deliver highly effectiverecruitment solutions to our clientcompanies. Each recruitment consultantis fully trained in file search, advertisedselection, executive search andcontracting, ensuring that we are inthe strongest position to recommendsolutions that are appropriate to theindividual needs of our clients. The skillsand experience of our consultantsand the resources and capability of thePSD group enable us to handle a widevariety of recruitment requirements,from single key appointments tolarge-scale recruitment projects,in both international corporationsand small private businesses.

Our People

Standing out in the recruitment market isnever easy; most consultancies tend tooffer similar services. However, at PSDwe have a key point of difference – thequality of our people. It is the skills andknowledge of our consultants andsupport staff that provide clients andcandidates with exceptional service. Allstaff successfully work within a valuesbased culture.

Commitment to Quality

PSD is committed to the training anddevelopment of our people and to thecontinuing improvement in the quality ofour services. We continue to adhere toISO 9001:2008. This year we underwentour three year assessment for Investorsin People and in addition to applying for‘standard’ renewal we decided to applyfor ‘Silver Status’. We are delighted toannounce that we were awarded thisimpressive accolade. There are morethan 22,000 organisations in the UKwith the IIP accreditation (40,000 plusinternationally) but only 1.5% have SilverStatus. Corporate Social Responsibility(CSR) standards are becomingincreasingly more prominent in clients’selection for suppliers and is an excellenttool to use in our client relations andcommunications. The CSR standardincorporates companies policies,management and reporting onenvironmental, social issues andstakeholder relations criteria. Thisincludes areas such as equalopportunities, health & safety, trainingand development and employeerelations.

PSD is an international recruitmentservices organisation operating acrossEurope and Asia Pacific. We offer expert knowledge of our specialist markets: procurement, customer contact,technology, IT, finance and banking, marketing and sales, property and construction,law and HR. Our strength lies in our dedicated approach to and expert knowledge ofour specialist sectors and functional disciplines. Each specialist division of PSD is wellestablished as a market leader within its specific field of recruitment at the Middle toSenior Executive level.

PSD: An Overview04

It is the skills and knowledge of our consultantsand support staff that provide clients andcandidates with exceptional service.


Roles We Recruit

Procurement DirectorHead of PurchasingPurchasing ManagerLogistics DirectorContracts ManagerSenior BuyerBuyerCommercial ManagerSupply Chain ManagerSupply Chain DirectorProcurement Consultant

Specialisation

Each consultant works acrossthe UK and within a specialistsector enabling them to builda greater understandingof a client’s requirements.

Specialist Sectors

Financial Services & BankingSoftware & Computer ServicesBusiness & Professional ServicesCommunicationsPublic Sector and Not for ProfitFMCGPharmaceuticalsEnergy & UtilitiesConsumer – RetailProperty and Construction

Advertising

PSD has a strong visual corporateidentity. We are one of the majoradvertisers in the Sunday Times.All our adverts appear, generallywith logos in our distinctivePSD colours. The PSD logoacts as a magnet to attract highcalibre candidates.

PSD Website

PSD’s website continues toattract quality candidates andcompliments our advertisingresponse on behalf of clients.www.psdgroup.com

Our Strengths

Professional ConsultantsStrong presence in themarketplaceDetailed job brief takenIn depth understandingof clients needsAgreed timescales for deliveryOver 50% of candidates referredUp to 80% of positionshandled exclusivelyRepeat business accounts forover 70% of volumesProfessional and comprehensivecontract serviceIntegrated Services –ContingencyAdvertised SelectionExecutive Search

Procurement & Supply Chain

05

PSD is a major player in the recruitmentof individuals within Procurement &Supply Chain. We recruit across management levels and support functions up to board level.Typical salaries range from £40,000 - £150,000.


www.psdgroup.com/purchasingPSD’s website continuesto attract qualitycandidates andcompliments ouradvertising responseon behalf of clients

The figures indicated refer to basic salary,which we find the best indication to allowfor serious comparison.

Packages are usually calculated byadding 30 – 50% on top of basicsalaries, but it is not uncommon for themore senior candidate to be have apackage of up to 100% of basic salary.

This document will focus on our keyspecialist sectors, and provides a usefulguide allowing for comparison betweendifferent sectors. Please note that thisacts as a guide only and there will beanomalies as there are with anyindicators.

For a more detailed opinion on pay andreward, do not hesitate to contact amember of the team listed at the backof this report.

We have also highlighted the mainfindings from our desk research and theattitudinal survey on the following pagesacross all sectors. As well as salary andbenefits data, our findings also includeinformation on current marketperceptions.

PSD’s Salary Survey is the result of acomprehensive attitudinal salary surveycompleted online by 523 UK procurementprofessionals responding to an email inviteand analysing our own database of 15,000active and inactive procurementprofessionals.

Salary Survey –Methodology

06

For a more detailed opinion on pay andreward do not hesitate to contact a memberof the team listed at the back of this report.

£0K

£10K

£20K

£30K

£40K

£50K

£60K

North(inc. NI & Scotland)

Midlands South East South West

£29K-£44K £29K-£43K£29K-£40K

£29K-£49K

68% of respondents earn between £40K and £80K.

Q1What is your current basic salary (£)?

Buyer/Senior Buyer

£0K

£10K

£20K

£30K

£40K

£50K

£60K

£70K

£80K



£45K-£65K £45K-£65K

£48K-£75K£45K-£70K

Manager (Category/Procurement/Supply Chain)

£0K

£50K

£100K

£150K

£200K

£250K



£75K-£140K£75K-£150K

£85K-£200K

£70K-£150K

Director/CPO

£0K

£20K

£40K

£60K

£80K

£100K

£120K



£55K-£75K £60K-£75K

£65K-£110K

£60K-£75K

Head of (Category/Procurement/Supply Chain)

Permanent Salary Survey 2011/12 07

Q2 Q3Do you receive a car or car allowance?

What is the value of yourcar or car allowance?

55% respondents receive a carallowance, of which 43.2%receive between £5K to £7K.

� £3000-£3999 ......................................................................5.7%� £4000-£4999 ....................................................................14.0%� £5000-£5999 ....................................................................23.2%� £6000-£6999 ....................................................................20.2%� £7000-£7999 ....................................................................18.0%� £8000-£8999 ......................................................................9.2%� £9000-£9999 ......................................................................2.6%� £10,000+ ............................................................................7.0%

0%£3000-£3999

£4000-£4999

£5000-£5999

£6000-£6999

£7000-£7999

£8000-£8999

£9000-£9999

£10000+

5%

10%

15%

20%

25%


� Yes ....................................................................................55.1%� No ....................................................................................44.9%

08

28% respondents receivea bonus between 11%and 20% of basic salary.

Q4 Q5What was your last bonusas a % of basic salary?

How much has your salaryincreased over the pasttwelve months?

� 0-5% ................................................................................34.3%� 5-10% ..............................................................................19.3%� 11-15% ............................................................................15.2%� 16-20% ............................................................................12.8%� 21-25% ..............................................................................6.0%� 26-30% ..............................................................................4.1%� 30%+ ..................................................................................8.2%

� 0% ....................................................................................28.7%� 1-2% ................................................................................17.9%� 2-4% ................................................................................22.9%� 4-6% ................................................................................10.6%� 6-8% ..................................................................................4.1%� 8-10% ................................................................................2.9%� 10%+ ................................................................................12.8%


Q6 Q7Do you expect your salaryto increase over the nexttwelve months?

How positive do you feelabout your employmentprospects should youdecide to move?

71.4% of respondents arepositive or very positive abouttheir prospects for moving.

� Very positive ......................................................................24.2%� Positive..............................................................................47.2%� Neutral ..............................................................................20.5%� Negative ..............................................................................5.8%� Very negative ......................................................................2.3%


� Yes ....................................................................................67.9%� No ....................................................................................32.1%

10

70% of respondents areconsidering a move. 62% think CIPS is still relevant.

Q8 Q9Are you considering amove at the moment?

Do you think CIPS isstill relevant to theProcurement profession?

� Yes, proactively looking......................................................31.1%� Yes, passively looking ........................................................38.9%� No ....................................................................................30.0%

� Yes ....................................................................................62.4%� No ....................................................................................20.3%� Don’t know........................................................................17.3%



Contacts

Permanent:Stephen [email protected] 234 0394

Interim:Stuart [email protected] 234 0310

Other financial services organisationssuch as life, pensions and insuranceorganisations offer salaries that aretypically lower than the investment andretail banks. These organisations attractstaff through a better work/life balancecompared to the banks. We have notedseveral examples of where they havesucceeded. Activity has been steadywith several organisations makingkey hires in 2011. Some retail banksundergo regular restructures andattempt to lessen their reliance on interimcontractors. However, interim continuesto be an unavoidable attraction for seniormanagers and this will continue into2012. Bonuses remain on a par with2010 and though it is frowned upon, wehave observed that guaranteed bonusesare offered to attract staff where thesalaries cannot be matched. This is

mainly in the US but we think that whereUK companies can do this and keepunder the radar, they will take this option.There is some cautious optimism for theFinancial Services and Banking sectoras a whole for 2012 due to furthercost constraints across all leadingorganisations and for them to also ensurethat they remain compliant through theincreasing burden of regulation.

We believe the flow of roles may evenincrease across the sector in 2012but employers will not be prepared tocompromise on the expertise they wantand will find ever increasing competitionfor the best talent.This presents a dangerof the market becoming somewhatstagnant when neither candidate noremployer will show flexibility from theirinitial wish list.

Salaries in this sector continue to be thehighest compared to other sectors.This is largely due to the higher salaries offered by investment banks, particularlyin technology sourcing functions. Retail banks offer salaries on a par with thepharmaceutical and technology sectors.

Financial Services & Banking

12

We believe the flow of roles may evenincrease across the sector in 2012.

North (inc Midlands South East SouthJob Title Scotland & NI) (inc London) West

Category Manager £52-65K £51-62K £52-70K £58-65K

Head of Category Management £59-75K £60-72K £60-90K £57-70K

Head of Procurement/CPO £75-110K £80-105K £125-200K £82-108K

Procurement Manager £52-70K £54-75K £55-85K £55-68K

Sourcing Manager £50-58K £50-58K £52-78K £50-55K


13

Contacts

Permanent:Cara Regancara.regan@

psdgroup.com0161 234 0386

Interim:Jane Morgan

[email protected]

0161 234 0316

Property &Construction

Encouragingly 66% of respondentsare expecting a salary increase in theirnext review with over 70% reporting anincrease in salary in the last 12 months,with just over 13% seeing in increase ofmore then 10%.

Packages have not changed since lastyear with 81% of respondents receivinga car or allowance. The average carallowance for the sector was £6.5K with69% of respondents receiving a carallowance worth between £5K and £8Kand at the top end 8% over £10K.

Bonuses are a good indication of howthe sector is performing overall as apercentage of bonuses are typicallybased on company performance. Somebusinesses are clearly fairing better thenothers with the top 5% of respondentsearning a minimum of 30% of their basicsalary in bonus last year. However thevast majority (56%) earned just 5% oftheir basic salary highlighting a more

accurate reflection of the arduous marketconditions.

The CIPS debate continues to rage inthe sector with 70% of respondents whohave an opinion believe it is still relevant.

Market conditions haven't dampenedpeople's appetite for progression with75% of respondents viewing theirprospects for moving on as either verypositive or positive. 72% of respondentsare considering a move with 50% ofrespondents passively looking and 22%actively looking in the market place.From our own experience we have foundcandidates are curious about marketopportunities but are still hesitant to fullycommit due to the perceived risk ofmoving in this climate.

Another challenging 12 months for thesector overall.With Construction taking the brunt of the low confidence in the market place andsubsequently a lack of investment from the city the implications for career opportunitieshave understandably been impacted by the sluggishness of the market with manyorganisations looking to manage with their existing people until their pipeline improves.


Buyer £30-49K £30-49K £30-49K £30-49K

Category/Procurement/Sourcing Manager

£40-69K £40-59K £40-69K £40-69K

Head of Procurement/Category Management/Supply Chain

£50-99K £60-79K £60-99K £60-79K

Procurement/Supply Chain Director £80-100K £80-100K £90-120K £70-90K

CPO £90-140K £100-160K £120-160K £80-120K

Permanent Salary Survey 2011/12 Technology14

Contacts

Permanent:Paul [email protected] 234 0325

Interim:Jane [email protected] 234 0316

There is a definite correlation between theskill sets required and paid salaries. TheIT sector has increasingly been seen torecruit specialist, subject matter expertsand category-specific candidates. Asa result the IT industry has had to offera more competitive salary to attractthis scarce new talent. We have alsowitnessed the IT sector procurementprofessional becoming more commercialand more client led. There is anincreasing need for procurement tobecome more sales driven. Activitiesand skills increasingly sought after haveincluded bid support and commercialcontract management experience.

This opinion is also cemented whenwe look at bonuses. Although we havewitnessed an overall reduction ofbonuses with only half of respondents

questioned receiving a bonus. Wherethere have been rewards, the IT industryagain proves very lucrative with an aboveaverage 20% bonus.

Surprisingly pay rises in the IT sectorwere sparse. Only 20% of thosequestioned received a pay rise. Howeverit is still buoyant in parts with a fifth ofrespondents receiving over a 10%pay rise.

As the shining stars of the UK market,the Technology sector seems verypositive with candidates looking forwardto a more buoyant 2012. Encouragingly,Technology professionals are significantlymore positive that they will increase theirsalaries next year and feel optimisticabout their future for 2012.

The Technology sector is one of the mostpopulated sectors of the respondents inthe Procurement profession.The sector is one of the most lucrative to work in and the IT industry reward theirprocurement professionals with higher than average salaries in comparison with othersectors. The average Technology sector procurement individual is paid £60-69K. Thesurvey also revealed the IT market pays a better car allowance (average £6/7K a yearbeing the norm).


Procurement Manager £40-50K £50-59K £40-69K £40-79K


Head of Category £60-70K £90-99K £40-99K £100-110K

Head of Procurement £60-90K £120K Plus £60-120K £120K Plus

The technology sector is one of the mostlucrative to work in with higher then averagesalaries compared with other sectors.


15Public Sector & Not for Profit

Contacts



Interim:Stuart Walters

[email protected]

0161 234 0310

Other areas within the sector includingHousing Associations and charities areproving more resilient overall, creatingnew opportunities and propping up anotherwise subdued sector. Encouragingly,55% of respondents are either positive orvery positive about a move but 21%remain neutral about their prospects and22% either negative or very negativeabout their career prospects.

Overall, salary increases have beenscarce with 55% of respondents notreceiving an increase in salary in the last12 months. Any increases have beenmarginal with the majority (31%) between1-4% and 9% receiving between 6-10%.The outlook for the future is not optimisticwith 63% believing they won't receive apay rise at their next review either.

Unsurprisingly overall packages do notcompare favourably with equivalent levelsof roles in the private sector with only29% of respondents receiving a carallowance. The good news is bonusesare becoming more prevalent in the

sector with 64% of respondents receivinga bonus. The majority of these (90%) arepaying up to 5% of base salary and thetop 10% receiving between 15-25% ofbase salary.

CIPS is still seen as very important to thesector with the majority of respondents(84%) having an opinion on whether isstill relevant or not. An overwhelming74% believe it is still relevant to theprofession.

Overall the results show a subduedsector which will come of no real surpriseto people employed in this area. It lookslike another challenging 12 monthsahead with limited prospects for salaryincreases and further redundancies onthe horizon and it remains to be seenwhether the private sector will pick up theslack created by the cuts.

Cuts in both central and local governmentare being felt across all organisations thatoperate in this sector. And there is no doubt that this is contributing to the increase from last year ofindividuals seeking new opportunities. 65% of respondents are looking to make a moveand out of these 35% are being pro-active in their search.


Buyer £29-49K £29-49K £29-49K £29-39K

Category/Procurement Manager £39-59K £39-59K £39-69K £39-59K

Head of Procurement £49-79K £49-109K £59-119K £59-79K

CPO £69-89K £89-119K £89-139K £79-119K

Permanent Salary Survey 2011/12 Energy & Utilities16

Increased competition and consumerchoice are affecting profit margins andenergy providers are looking to othermeans within the business to ensureprofitability is maintained. This hasensured procurement has becomeincreasingly high profile in helping todeliver successful growth through costsavings and improved efficiencies.

With heightened awareness of globalwarming and the continuing demand ofrenewable energy sources, the sectoris at a critical point. Procurement hasbecome increasingly intrinsic to howbusinesses within the industry continueto diversify and evolve. For example, thedecommissioning of nuclear reactorsand development of new power stationsmakes it paramount for supply chain to beconsidered from project outset to ensurecost effectiveness and on-time delivery.

67% of respondents from the sectorreceived a pay rise last year, which is

slightly lower than the average acrossall sectors at 71%. However 81% ofProcurement professionals within thesector were expecting their salaries toincrease in their next pay review.

Over 66% of Energy and UtilitiesProcurement professionals receive eithera car or car allowance, which comparedto other sectors is well above the averageof 55.1%.

Clearly there is renewed optimism in thesector with 69% of respondents beingpositive about their employmentprospects should they decide to move.Over half of all respondents are lookingto make a move of which 22% are activejob seekers and a further 33% passivelylooking. The remaining 45% are looking tostay put for the time being which in ourexperience comes down to either wantingto see out a project or the uncertainmarket conditions.

Energy & Utilities incorporates a numberof sub-sectors including Electricity, Waterand Nuclear Power. Under this broad umbrella, there are a number of common issues which aredramatically influencing how these businesses are developing.

Contacts

Permanent:Cara [email protected] 234 0386

Interim:Jane [email protected] 234 0316


Buyer/Procurement Specialist £30-40K £35-45K £40-50K £35-45K


Procurement Manager/ Supply Chain Manager

£40-60K £50-60K £50-80K £50-60K

Head of Category Management £60-80K £60-80K £70-90K £70-90K

Head of Procurement/ Head of Supply Chain

£60-80K £80-100K £60-110K £70-80K

Director of Procurement/Supply Chain Director/Chief of Procurement

£70-100K £70-90K £70-120K £70-90K


17Oil & Gas

Once again following on from last year’sresults respondents are positive aboutthe immediate future of the industry withnearly three quarters (71%) of Oil andGas Procurement professionals receivinga pay rise last year. This is underpinnedwith an overall expectation that 73% areexpecting their salary to increase nextyear, which is higher than the 67.9%average we received across the restof the sectors asked.

Interestingly only 42% of Oil and Gasprofessionals indicated that they receiveeither a company car or car allowance,which compared to other sectors is wellbelow the average of 55.1%.

Analysing other information that camethrough from our survey we noted that

74% of people remained positiveabout their career prospects should theydecide to move, of which 35% were verypositive. 44% were not considering amove at the moment, however 26% ofindividuals asked were passively lookingand 30% are actively looking in themarket place

2011 has been more positive thanprevious years. The general feeling is thatthe market is picking up and confidenceis higher than we’ve seen it since 2008.There is still a good deal of slack to betaken up in available candidates and itmay well be another 12-18 monthsbefore job seekers can once again lookforward to driving the market place.

Exploration and production spending isexpected to leap by 14% this year to hitabout $500 billion as a continued high oilprice is set to underpin growth despiterecent stock market turmoil, accordingto a survey of industry heavyweights. However more than a quarter of the industry still believe economic instability will be themost significant issue facing the industry over the next 12 months.

Contacts



Interim:Jane Morgan

[email protected]

0161 234 0316


Senior Buyer/Procurement Specialist

£30-40K £35-45K £40-50K £35-45K


Sourcing/ Purchasing Manager £40-120K £40-80K £40-110K £40-80K

Contracts Specialist/Managers £60-80K £60-120K £70-120K £60-120K

Head of Procurement/Head of Supply Chain

£60-120K £70-100K £80-120K £70-100K

Permanent Salary Survey 2011/12 FMCG &

Pharmaceuticals

18

FMCG manufacturers have to continuallyseek new areas to fuel the demand fromshareholders, relying on the emergingmarkets to underpin their revenue andprofit expansion, which is so critical tounderpinning their share price.

Perhaps some have still not realised thescale of shift we are facing. The instituteof Fiscal studies recently published apaper that highlights an expected 7%reduction in average income which willmean that real incomes will not attain2008/09 levels until the middle of thedecade.

This, coupled with the thought thatemerging economies may have a50% bigger share of global GDP thanadvanced economies by 2020, representsa shift that the advanced Atlanticeconomies have never seen before.

The overshadowing of the Western keycountries by the BRICS that can offer the

huge scale and opportunity needed tofeed multinational growth is happeningat an alarming rate.

Those that continue with past strategiesfor topline growth are going to struggle incurrent trading conditions, along with theconcentrated distribution channels andthe more discerning shoppers. Thestreamlined businesses that take this onboard will be adept at tackling a broaderrange of shopper, penetrating newchannels, pressing category adjacencies,tightening pricing skills and avoiding wastein every function. Such a step change willrequire new management approaches inestablished markets and this applies toProcurement & Supply Chain as stronglyas anywhere. Those that lead here willhave assimilated the new reality and reflectthe reduced importance of the oldestablished markets in the corporate mixand the wave of new ideas coming fromemerging economies.

There is no denying that it is going to bea slow recovery for FMCG companiesacross Europe. This, coupled with the rise of the emerging markets in the East means companieswill need to change how they operate in order to progress through the currenteconomic challenge. Many of the Grocery markets in Europe are not just at a standstillbut have declined in terms of sales volume as households face a mamouth squeezeon their budgets.

Contacts

Permanent:Stephen [email protected] 234 0394

Interim:Stuart [email protected] 234 0310


Buyer £30-42K £30-40K £35-46K £28-35K

Senior Buyer £34-46K £32-44K £38-48K £32-40K


Head of Categories/ Purchasing Manager

£60-75K £62-74K £65-90K £55-70K

Purchasing Director/CPO £80-140K £70-130K £90-160K £80-130K

Matchmaking is what we do

PSD is a leading Executive and Management recruitmentorganisation. We operate across a range of functions,industry sectors and countries, providing specialist expertisein each area. Our reputation is based upon our ability todeliver outstanding results, exceptional levels of service anda real understanding of our specialist markets. We providecomprehensive recruitment services for both singleappointments and large scale assignments, permanentand interim on a national basis.

We operate through a matrix structure organised bygeography, function and specialist industry sectors.Our principal specialism’s are Procurementand Supply Chain, HR, Marketing, IT, Finance,Customer Contact, Engineering and Design,Pensions, Investment and Risk, Surveyingand Planning. Our principle objective is tobe the leading specialist in our chosenmarkets, with an outstandingreputation for the quality andeffectiveness of our services.

www.psdgroup.comPSD is a leading executive recruitment consultancy

ContactProcurement & Supply Chain

Stuart WaltersPrincipal [email protected] 234 0310

Stephen [email protected] 234 0394

The PSD Purchasing team focuses onmid to senior level appointments offeringa full range of recruitment services.

PSD Manchester2nd FloorAbbey House74 Mosley StreetManchester M2 3LW+44 (0)161 234 0300

Jane MorganSenior [email protected] 234 0316

Paul McIntyrePrincipal [email protected] 234 0325

Cara ReganPrincipal [email protected] 234 0386

2011-2012 Procurement_Supply Chain Salary Survey 2011-2012

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Transcript of 2011-2012 Procurement_Supply Chain Salary Survey 2011-2012