Figures from the latest comprehensive salary survey conducted by Computer Economics Limited (CEL) on behalf of the Society of IT Management (Socitm) suggest that local authorities remain a good place to work if you are in ICT, with councils currently offering slightly better salary increases, better retention levels and a wider range of benefits that the private sector.  However, recruitment problems in the public sector are increasing even though they are currently less of a problem than in the private sector.

The recently published survey, which is now in its sixth year and available exclusively to participating local authorities (including Fire and Police Authorities) provides an extensive analysis of salary-related data by type of authority, job type, geographical location, gender, and age.

It compares local authority ICT salaries with those across all industries, using data from CEL’s much larger Computer Staff Salary.  It additionally provides information about staff turnover, recruitment and retention, and details of the special efforts taken by local authorities to attract and retain staff, including payment of bonuses, and benefits such as flexitime, job sharing and home working.

This year’s results are based on returns from 88 local authorities (around 30% of the total) covering around 5273 staff, seven job levels, five job functions, and over 100 key skills. 

Average salaries within the sample shows an average salary increase of 5%, slightly up on last years figure of 4.8%. The increase remains slightly higher than that of the private sector (4.8% this year) although the gap is narrowing (the private sector increase was 3.5% in 2005).  At an organisational level staff working in Fire Services have received the greatest increase (6.7%) and at a regional level Authorities in Wales have benefited the most with an average increase of 6.7%.  At the opposite end of the scale District Councils (3.8%) and Authorities within South East (4.5%) have received the lowest average increases.

Recruitment problems have increased this year.  Whereas in 2005 31.3% experienced recruitment problems, this figure has risen to 51%.  ‘Shortage of suitable candidates’ is cited as the main reason for recruitment difficulties. Recruitment in the private sector, however, remains a greater problem with 74% experiencing difficulties (up from 58% last year).  The average resignation rate of 2.2% (down from 3.6% in 2005) compares well with the average of 6.2% for the private sector.

Last year’s survey indicated an eroding of the differential between public and private sector salaries, particularly at the most senior levels. By and large this position has been maintained.

Use of contract staff (60% of organisations are using them) remains similar to last year (59%).

The use of fringe benefits and more flexible ways of working is still seen as very important for authorities unable to compete with the private sector on salaries alone. The key indictors in the this years survey show:

• 99% offer flexible working hours (93% last year)
• 76% allow selected staff to work from home (66% in 2005)
• 92% offer job sharing (up from 87% last year)
• 86% now have a structured training and development plan for all staff (71% last year)

The incidence of bonus payments is not high with only 1.8% of the sample receiving such payment, a high percentage being in London.

Whilst the survey does not ask specific questions on pension arrangements it is probable that the continued availability of final salary pensions is a key benefit to Local Authority staff. 

According to Andy Roberts, chair of Socitm’s Member Services Group which commissions the annual survey, “as in past surveys it is clear that whilst local authorities may not always offer the highest available salaries, the overall package of benefits is generally very attractive. Local government remains a good place for ICT professionals to develop their careers”.

Socitm is keen to support it’s members in their development, and has introduced a Continuous Professional Development (CPD) scheme, offers part funding for MBA courses for a number of it’s members, and is planning to introduce a peer-mentoring service.