RENARD INTERNATIONAL

HOSPITALITY SEARCH CONSULTANTS

2009 INTERNATIONAL SALARY SURVEYS

WORLDWIDE CAREER OPPORTUNITIES

THE
STRENGTH
OF EXPERIENCE
WORLD LEADERS IN HOSPITALITY EXECUTIVE SEARCH
Established 1970
Volume 89

RENARD INTERNATIONAL
HOSPITALITY SEARCH CONSULTANTS
As we enter our 40th anniversary, Renard International Hospitality
Search Consultants has become synonymous with the finest and most
ethical of Hospitality Search Companies. We have received the
highest rating from international and independent Hotel Companies,
Restaurants, Casinos and Food Service Organizations alike.
Our success is due to our people who have a constant commitment to
you, our clients and applicants alike, and whom continuously strive to
refine and improve the services we provide. Thats what sets Renard
International apart in the industry.
Renard International Hospitality Search Consultants have been called
the benchmark by which other recruitment companies are judged.
We are pleased and honored by this recognition.
Thank you for your loyalty and confidence for all these years.
We very much appreciate it!

STEPHEN J. RENARD
President

October, 2009

ADVANTAGES OF
THE RENARD TEAM

CONFIDENCE & CONFIDENTIALTY,

RESOURCES & EXPERTISE

Confidentiality remains fundamental and we have a proven

ability to deal on a confidential basis protecting both
clients and applicants alike.
This security is necessary for applicants during the sensitive
transition period, when unwanted exposure may endanger
their current position. No fee is required from applicants,
a factor which serves to attract excellent candidates from
around the world.

The resource and expertise utilized in the selection process

represents a significant saving to the clients in both cost
and time.

All searches are carried out in an assertive, yet diplomatic

and tactful manner.

The entire staff

for this world
class hotel were
provided by
Renard International
Hospitality Search
Consultants.

OBJECTIVES
OUR PEOPLE
Specialists who know your industry
Renard International Hospitality Search Consultants is comprised of talented hospitality
professionals who make it their business to stay well-informed on current trends and
practices. Our Company invests considerable time and expense visiting client properties
and applicant workplaces.

Hotels

Where possible, the preference is to conduct on-site interviews at the senior executive
level. This practice provides an opportunity to review the job description in the work
setting, so that the Renard consultant can evaluate effectively with the client the skills,
financial considerations and special requirements of the position in question.
With respect to applicant interviews, our executive consultants are experts at the process
of screening and selection to fit client criteria. Renard Hospitality Search Consultants
takes pride in the discretion that is practiced during all aspects of the recruiting process.
Of course, all candidates are reviewed with an eye to the continuing quality and
development of the hospitality profession.
Our unique overview of personnel requirements throughout the industry gives us the
expertise to ensure that the suitable candidate is not lost because of an inadequate offer
or that an offer is made at an inflated salary.
The accuracy of our judgement is proven by our enviable success rate. Almost always,
our successful placements have remained throughout the contract period, many of them
advancing to the top echelons of renowned corporations in the industry.

Cruise

BUSINESS PHILOSOPHY
Effective Communication Produces Results
Since our objective is to assist our clients in the selection of high-quality, growth-oriented
personnel, we consider each assignment to be unique.
Therefore, to serve our clients competently, Renard International Hospitality Search
Consultants maintains an enviable worldwide communication network through our offices
in many major world capitals and contacts in over 70 countries. Our consultants have to
travel to virtually every country in the world.
Consequently, the range of selection is not limited to local candidates, but covers the
complete labour market a reach that extends everywhere that expertise in the
hospitality industry is to be found.
Renard International Hospitality Search Consultants's active communication network is
supported by regular publications and surveys on industry trends, wage scales, special
problems and events of importance to the industry.

Clubs

As a direct result of this on-going program to remain informed, Renard International

Hospitality Search Consultants is in a position to provide the immediate and personal
attention that is required, whether the requirement is continuing or only occasional.

METHOD OF OPERATION
OUR RECRUITING PROCESS is designed to match the
specific client requirements to the abilities and expectations
of potential applicants.
THE PROCEDURE

A careful study is conducted with the clients of organization plan, job demands and
wage scale, to ensure that realistic and appropriate criteria are prepared for the
project or position under review.

Upon completion of an accurate job description, the task is assigned to a Renard consultant
who knows the geographical area involved and is familiar with the type of personnel
required. All Renard Hospitality Search Consultants offices and associates are then notified
by computer, so that their candidates available can be reviewed immediately.

In addition, a search is conducted on the Renard Computer System which has in its
records approximately 25,000 candidates compiled over the four decades. These
candidates are categorized by our system with a 75 criteria search format which
includes skills, languages, experience, etc.

When necessary, a specially-prepared advertising campaign is developed and placed

in selected media.

A Renard specialist director/consultant assigned to this search reviews all potential

candidates generated by this procedure, and then arranges the pre-screening and
reference checking required.

A short list is then presented to the client. If required, our clients may instruct us to assist
in the final selection.

Repeat clients often allow us to make the final selection from their past success with
Renard Hospitality Search Consultants, while some new clients will exercise this option
based upon our reputation, which is backed by a guarantee tailored to the industry
(details available upon request).

Our service does not necessarily end with the hiring of the successful candidate.
Where required, Renard will assist with visas, work permits, and travel arrangements.
Orientation and supplemental training can also be provided, if requested by the client.

Restaurants

Casino

Resorts

AREAS OF EXPERTISE
EXECUTIVES: Presidents, Chief Executive Officers, Managing Directors, VP Operations,
Marketing, Finance, Human Resources, and Planning.
Renard
International
Hospitality
Search
Consultants

GENERAL MANAGEMENT: Hotel, Restaurant and Convention Centre Managers,

all Middle Management, Rooms Division, Housekeeping and Food & Beverage Directors.
FINANCIAL ADMINISTRATORS AND COMPTROLLERS: Corporate and
Single Unit Comptrollers.
ENGINEERING AND MAINTENANCE: Corporate and Single Unit Chief Engineers.
HUMAN RESOURCES: Directors and Trainers.
HEALTH CARE: Spa Professionals, Hospital, Retirement Home Administrators, Dieticians,
Food Service Directors.
MARKETING: Single and Multi Unit, Sales & Marketing.
RESEARCH, SALARY SURVEY, DEFINITIVE HIRING GUIDE
IT AND REVENUE MANAGERS
FOOD & SERVICE: Restaurant Managers, Matres dHotel.
KITCHEN: Executive Chefs, Kitchen Managers, Patissiers, Gardemangers.
AIRLINES: Executive Chefs and all levels of in-flight Culinary and Catering Personnel.
RESTAURANT: Corporate, Regional and District Directors, Theme, Fast Food and
Single or Multi-Unit Managers.
INDUSTRIAL FOOD SERVICE: Vice President, Food & Beverage, Event Directors,
Unit Managers, Administrators, Camp Managers, and Project Managers.

CRUISE EXECUTIVE SEARCH

RENARD INTERNATIONAL

SHIPPING AND CRUISE LINES: Operations Director, Hotel Directors, Culinary, and
all levels of On-Board and Shore-Based Personnel.
CASINO OPERATORS: Senior Management, Finance, Marketing and Casino
Operations Directors.
Renard Global Management provides Service Excellence Evaluations
Operations Audit, Mystery Audit and Training Initiatives for the Hospitality, Airlines, and Retail
industries.

SPECIAL SERVICES

DEHIRING

For clients who choose to assume an obligation to an employee who is to be released,

we offer a complete range of outplacement services.

ADDITIONALLY

Various components of the recruiting process are available to clients on a per diem basis,
including pre-screening, interviewing the client's own candidate roster, pattern interviews,
standard and in-depth reference checks, preparation and placement of advertisements,
in-house career counselling, internal personnel selection and hiring seminars.

Historically we have consulted our clients in the sale, management, and franchising of
their hotels, restaurants and related corporations.

Details on fees and guarantees for these services are available upon request.

OUR REFERENCES
Over the last forty years, RENARD INTERNATIONAL HOSPITALITY SEARCH
CONSULTANTS has provided services for most major hotel corporations,
independent hotel groups, some of the top international restaurant companies, many
industrial and commercial multinationals, and government agencies. We are pleased
to forward our extensive list of references upon written request.

FEES AND GUARANTEES

No obligation or charge for preliminary discussions.

Our client companies are not obligated nor charged for preliminary discussions to
review their problems or requirements. Fees are on a retainer or contingency basis at
the clients choice. In addition, we offer a comprehensive guarantee period.

Applicants wanting career counselling services pay no fee whatsoever.

Consequently, candidates deal in full confidence with the assurance of getting an
unbiased, professional opinion regarding their future.

We reserve the right to represent only those individuals who, in our estimation,
meet the professional standards and requirements of our clients.

2009
WORLDWIDE SALARY SURVEY Introduction/Source of Information
The 2009-2010 Salary Reviews were compiled from many different sources
including the thousands of resumes received monthly by Renard's worldwide
offices. All of these executives confirm in writing, his/her current salary and
desired salary, as well as preferred location and position.

STEPHEN J. RENARD
President

We also take into consideration the salary information given to us by clients like
yourself when you retain us on job searches. From September, 2008 to April,
2009 Renard International Hospitality Search Consultants worked on assignments
in over 52 countries from the culinary level to the President of hotel and restaurant
companies. We worked in countries that when Renard International started
business in 1970, did not exist!
Another source of information is our Salary Survey and several studies such as
Costs and Issues Involved in Opening a New Hotel Worldwide
(http://www.renardnewsletter.com/costs_oct2008.html) and What Have
We Learned from This Crisis (available on request May 2009) which
this year we sent to almost 20,000 hotel and food service senior executives
worldwide. This is the largest polling of hospitality executives for these type of surveys
ever done. The information we received includes their company's current salary
programs, as well as what they believe the fair income should be and is compiled
and reflected in our study.
Our Salary Guide is produced in an average or median format. Average
salaries are mid-ranged. Median is mid point from extremes.
This salary review which we produce for the industry is meant to
be informative only!
We believe that the extensive research we do before the figures are formulated
is one of the largest studies, if not the largest, by any company in our industry.
Even in this year of some salary corrections, we hope that these 2009-2010
UAE & Asian Salary Reviews enclosed will provide you with the vital information
required to recruit the super star you seek, and for candidates reviewing their
own current job seeking situations; they will be apprised of the ranges of income
being paid. For an employer you will know what salaries are being offered by
your competitors which give you an "edge" in hiring experienced professionals.
Remember replacement costs are always higher than current salaries as some
individuals are currently employed on contracts negotiated up to two years ago.

THIS IS A GUIDE ONLY AND IT SHOULD BE TREATED AS SUCH.

8

EAST EUROPE SALARY SCALE*

CARIBBEAN SALARY SCALE

(IN EUROS)

This Guide is for Deluxe Hotels with a Minimum Average Room Rate of US$150
Salaries are considered net, as we have deducted local taxes where appliable
100 Rooms - 400 Rooms 4-5 Star International Rated Hotels**
Positions
General Manager
Resident Manager +
Rooms Division Manager
Front Office Manager
Executive Housekeeper
Chief Engineer
Laundry Manager
Food & Beverage Director ++
Restaurant Manager
(Fine Dining Room)
Catering Manager (Sales)
Banquet Manager (Operations)
Executive Chef
Gourmet Restaurant Chef
Executive Sous Chef
Italian Chef
Pastry Chef
Comptroller
Human Resources & Training Manager
Sales & Marketing Director
Sales Manager (No. 2) or Dir. or Sales
Revenue Manager
IT Manager

Lowest Reported
Local
International
Professionals Career Expat.
45
58
33
36.8
24.3
34
19
26.9
28
32
26.3
44
19.9
n/a
36
44

Highest Reported
Local
International
Professionals Career Expat.
140
500 z
72
90
48
69
36
44
48.4
68
56
80
36
n/a
72
89

(IN USA DOLLARS)

This Guide is for Deluxe Resorts with a Minimum Average Room Rate of US$175
Salaries are considered net, as we have deducted local taxes where appliable
100 Rooms - 300 Rooms 5 Star or Deluxe International Rated Resorts*

Average
International
Career Expat.
94.5
59
50
39.5
42
51.8
52

24

29

38

49

40

19
21
32
n/a
28.5
n/a
21
32.6
26
36
21
28.5
24.2

n/a
26
38.7
32.1
32
36.9
32
39
32
41
n/a
32
26

36
40
61
n/a
40
n/a
42
50
36.9
66
48
38
38.6

n/a
n/a
90
78.9
62
72
63
76.7
48
91
n/a
44.9
62

n/a
n/a
54.1
36.9
32.4
42.9
39.6
57.7
38.3
63.2
n/a
36.8
42

Positions

Lowest Reported
International
Career Expat.

Highest Reported
International
Career Expat.

Average
International
Career Expat.
94.5

Comments:

General Manager

81

290**

**
+
++

Resident Manager +

52

134

58

Rooms Division Manager +

43

64

48

No corporate responsibilities; single unit opening GM

No. 2 in command of the hotel, a true resident / hotel manager, not an EAM.
Sometimes the title is Executive Assistant Manager - F&B, and the position is No. 2 in the hotel due to the size of the property; in which
case the Food & Beverage Director's salary as described may be increased approximately by 15% to compensate for a more senior title.
z
Even though Eastern European hotel occupancies and revenues have suffered during this economic downturn, in 2008 when people
moved from one company to another, salaries increased and in some cases very dramatically! This is especially true of several new
hotel/resort openings in Southern Turkey.
In many cases these same people left their jobs within 6 months, which affected our results substantially. These same people have now accepted
any job that was available, and in this current market, the salaries they accepted were much lower than what they accepted six months earlier.
Therefore, the average salary on our survey shows increases from early 2008 due also to the financial crisis not completely hitting
Eastern Europe until mid-way through 2008. When we take into consideration these high salaries such as that of a General Manager
being paid almost a half-a-million ($500K) USA in Southern Turkey, albeit he was only there for less than a year, it still affects the
final results of our survey. He recently accepted another post at $125K USA quite a difference.
International expatriates are hotel school educated and career hoteliers. They are expatriates working
outside of their home country with recognized international hotel groups or world-renown independents.
*
Countries in Eastern Europe Study taken in:
Albania, Belarus, Bosnia and Herzegovina, Croatia, Czech Republic, Estonia, Hungary, Latvia, Lithuania, Macedonia, Moldova, Poland,
Romania, Russia, Serbia and Montenegro, Slovakia, Slovenia and Ukraine.
** This study included only chain or internationally recognized hotels. This was to avoid including properties where standards of service
could not be verified, or where casino or family issues clouded true responsibilities or perceived standards of the hotel.
Benefits, bonus or other perks were not included, but generally housing and car were offered.
Note: The highest salaries by far are in Moscow, St. Petersburg and throughout Russia. You can easily add 15% to average. The lowest
salaries are in Croatia, Slovenia, Latvia, Albania, Macedonia, Moldova and Estonia.
The difference between a local expatriate and a career expatriate are:1. A local professional is working out of his/her own country, but
does not have the conventional hoteliers background which includes a recognized international hotel school degree followed with an
internship or stagiaire at well-known hotels. Brands like Starwood, Hilton or members of the Leading Hotels of the World. These local
expatriates have worked at independent hotels and achieved advanced schooling, in their own countries, and they have only worked within
E. Europe.2. An international career expatriate has been educated at internationally recognized hotel schools and then has been employed
by the major brands and has worked generally outside of his/her home country. Most have worked in different part of the world.
*** The most desired 3 languages used in this area are English, German and Russian.
N/A: Either not enough data to form an opinion, or post usually a local post.
Note: Many local expatriates are not paid net but gross, so their salaries when taxes deducted are far less than career expats who are paid net
of tax. Please note even for net salary earners, income taxes are paid for them by hotel or owner or reimbursed if they pay on their own.

Front Office Manager

36

56

41

Executive Housekeeper

38

68

48

Chief Engineer
Laundry Manager

46

100

59

Local Hires

Local Hires

Local Hires

47

78

58

Food & Beverage Director +

Restaurant Manager
(Fine Dining Room)

36

49

42

Catering Manager (Sales)

31

56

37

Banquet Manager (Operations)

29

37

34

Executive Chef

46

97

56

Gourmet Restaurant Chef

36

77

43

Executive Sous Chef

34

58

46

Italian Chef

36

72

46

Pastry Chef

34

72

44

Comptroller

47

97

69

Human Resources &

Training Manager

42

77

49

Sales & Marketing Director

48

89

56

Sales Manager (No. 2) or Dir. of Sales

33

60

39

Revenue Manager

35

57

42

IT Manager

34

52.9

43

Comments:
**

Most resorts in Caribbean are small and have less than 200 rooms except in Bahamas where some go up to 2000 rooms like Atlantis.
Salaries in Bahamas are stand-alone as these large properties in Nassau and Freeport offer very unique career opportunities and
salaries. Bahamas is also very difficult to get work visas.and housing there is very expensive. Thereforefor the Bahamas, a separate
survey will be prepared.

**

The title is VP/GM, but only manages one resort.

Sometimes can be called EAM/Rooms or EAM/F&B deputizes for GM.

Gratuities not included

Most local hires instead of expat hires due to visa restriction.

Note: This survey is for generally expatriate-paid posts. Most Caribbean islands hire expats for a variety of roles in the luxury brands. Still many
islands due to work visa restrictions will offer these same roles to qualified local residents. Therefore these local professionals are paid the
same salaries, but not always with the same benefits as expatriate employees and locals pay tax; as expatriates have taxes paid for them.
Expatriates can always also be hired where the island has not enough locals available to fill hotel or restaurant management needs.
The higher salaries (highest reported) are generally from very high end Leading Hotels of the World or Trophy Resorts. Some of
these have less than 50 keys and an average room of over $1000/night. Strangely enough, the higher the room rate did not always
equate to higher salaries for the staff. In some cases, they were on the bottom of the salaries paid. The survey was complicated as
independent privately owned resorts pay salaries as to what they feel like without concern for budgets or any salary ranges. Private
owners who run resorts themselves do not disclose their true salaries or funds they take personally from the operation either.

FAR EAST SALARY SURVEY COMMENTS ON SE ASIA

The world wide depletion of capital did not initially affect Asia as quickly as it
did other parts of the world. The reason is for the last decade much of South
East Asias hotel market was local traffic and it took longer for this local market to
feel the stress and pressures of A World Wide Capital Poor Society than
other parts of the world who were affected literally overnight like the USA.
The conclusion we reached in preparing the Asian salary survey for 2009 and
2010 is that Asia does not look as badly hit as in North America and Europe.
Yes, salaries and opportunities will be some what stagnant and yes, in some
cases withdraw a little; but far from the total collapse of opportunities and salary
regression as is in other parts of the world.
Overall, we do not believe from the figures that we have received that there will
be a huge change in the salaries offered or accepted. In fact, in the hires that
are taking place now (we have active searches for Vice President Operations to
General Manger and Human Resources Manager, etc.), there is a marked

increase in the amount of money being offered. Where the owners have always
been frugal, they are more so now. That is there are less family friendly
environments where owners and companies are willing to pay the bills,
for schooling, housing, etc. for large families.
On the contrary, many hires now are either for younger and upcoming
individuals who are single and less expensive, or in most cases independent
owners and major companies prefer older and some times almost retired
executives who are without families traveling with them. We strongly believe that
because of the pent up demand, the Asian industry will start to recover mid next
year led by China who will devour all available hotel experienced talent.
We also believe that Asias employment situation in 2010 will only look as if
it hit a large bump in the road, which certainly did not overturn
anything, just shook it up a bit!

S.E. ASIA DEPARTMENT HEAD - EXECUTIVE LEVEL STANDARD BENEFITS

Bonus
Hong Kong / Macau
Singapore
Thailand / Vietnam
Malaysia
Indonesia / Philippines
S. Korea
China

% hotels profits
One month
One month
One month
One month
Varies by hotel or
employment contract
One month or by
owners & management
company agreement

Mobile/Tel
& Laptop/
Computer
Yes
Yes
Yes
Yes
Yes
Yes
Yes

Vacation

Salary

Accommodation

School

Medical

3 weeks
3 weeks
2-3 weeks
3 weeks
3 weeks
3 weeks
to 1 month

Taxable at source
Taxable at source
Tax free
Taxable at source
Tax free

Allowance
Allowance
in house or allowance
Housing
in hotel housing

No
Sometimes
Sometimes
Sometimes
No

Local clinic or hotel doctor

Local clinic or hotel doctor
Local clinic or hotel doctor
Local clinic or hotel doctor
Local clinic or hotel doctor

No
Yes
No
No
Yes

Yes
Yes
Yes
Yes
Yes

Taxable at source

in house or allowance

No

Local clinic or hotel doctor

No

Yes

2-4 weeks

Tax free

in hotel housing

No

Local clinic or hotel doctor

No

Yes

S.E. ASIA STANDARD GM & VP BENEFITS

Bonus

% hotels profits
or as per contract

Singapore
Thailand / Vietnam
Malaysia
Indonesia / Philippines
S. Korea

Hong Kong / Macau

China

Relocation Costs
&
Transportation to
commence contract

Transportation
or
Car allowance

Unless specified by company policy benefits are as set out below. This refers to executive committee only (i.e. hotel manager/resort manager/EAM/ financial controller etc.)
and sometimes senior department heads (i.e. F&B director, rooms division manager etc.) This is a brief study. Detailed version is available on request.
Or one month depending on level of employee. Bonuses based on hotels profitability are paid out on Chinese New Year.
Taxable at source but company may choose to pay taxes so contract would state "tax free".

Mobile/Tel
Laptop/Computer
& allowance
to eat at hotel o
shop competition

(OCTOBER 2009)

Vacation

Salary

Yes

Gross Taxable

as per contract

Yes

Gross Taxable

as per contract
as per contract
as per contract
as per contract
as per contract
or with owners
apprival

Yes
Yes
Yes
Yes

Tax free
Tax free
Tax free
Tax free

Yes

Tax free

Accommodation
Allowance or
live in
Allowance or
live in

School fees: Sometime some school allowance provided, but employee pays the difference.
government holidays applicable or as company contract
Travel allowance per diem amount
Most times for entire family

(OCTOBER 2009)

School

Medical

Transportation
or
Car allowance

Relocation Costs
&
Transportation to
commence contract

Car & Driver

Car/No Driver

Live in
Live in

Car & Driver

Car & Driver
Car & Driver
Car & Driver

Live in

Car & Driver

Minimum 3 weeks depending on seniority with company. (Years of service over 10 years usually 4 weeks). Local government holidays or as per contract
Usually employee's choice of live-in or housing allowance depending on family status.
An allowance given depending on company policy for children accompanying family. In many circumstances, employee is only given a set amount for one child. 2 or more
children not given any more allowance, or in some companies, schooling allowance given is equal to only 50% of total cost.
Senior executives on same policy as department heads, but may also get a larger allowance for better overnight accommodation at hospitals if needed. Health evacuation,
and kidnapping insurance protection is given to only very senior GM or VP only.

Relocation paid plus move-in allowance.

Company profit sharing, shares and share options are not included and are different and
unique to each hotel company. Please write if you wish information on this bonus option.
This is a brief study. Detailed version is available on request.

10

FAR EAST SALARY SCALE*

These salary scales are for Philippines, Thailand, Singapore(Ave. Tax: 20%), Malaysia, Indonesia and Vietnam.
This Guide is for Deluxe Hotels with a Minimum Average Room Rate of US$175
Salaries Net of Income Tax
300 Rooms - 500 Rooms 4-5 Star International Rated Hotels
Positions
General Manager
Resident Manager +
Rooms Division Manager
Front Office Manager
Executive Housekeeper
Chief Engineer
Laundry Manager
Food & Beverage Director ++
Restaurant Manager
(Fine Dining Room)
Catering Manager (Sales)
Banquet Manager (Operations)
Executive Chef
Gourmet Restaurant Chef
Executive Sous Chef
Italian Chef
Pastry Chef
Comptroller
Personnel & Training Manager
Sales & Marketing Director
Sales Manager (No. 2)
Revenue Manager
IT Manager

Lowest Reported
2007
70
45
39
33
36
43
27.9
47

Lowest Reported
2008
75
47
39.5
36
36
46
28
52

Lowest Reported
2009
75
45
40
35
39
48
26
48

33.9
32
27.2
45
38
35
36
36
38
35
46.9
36
36
34

36
33
28
48.4
42
36
39
39.7
44
39
60
37
38
36

36
34
28
49
43
35
40
36
47
38
60
36
38
36.3

Highest Reported
2007
196**
72
49
48
54
73
47
77
49.3
48.1
48.3
92
58
50
49.5
52
66
60
105***
73
52
60.9

Highest Reported
2008
211**
78
60
52
68
78
48
84

Highest Reported
2009
255
78
62
52.5
68.9
82.9
49
96

Average
2007
81
49
44.5
37.1
38.4
49
35
49.9

Average
2008
85.5
52
48.3
39.8
42
51
36
53.1

Average
2009
88
52
48
38
44.6
52
36
54

Average% Change
2007 - 2009
+8.64%
+6.12%
+7.87%
+2.43%
+16.15%
+6.12%
+2.86%
+8.22%

56
52
50
94
62
53
69
62
79
76***
120***
74
52
62

56
53
52
111
66
54
79
63.3
82.1
81***
146***
72
52
62

38
37
35
49.9
46
38
40.3
37
48.9
38
56.9
44
40.3
40.7

40
38
36
53
48.9
41
48
39
52
47
60.8
48
44
40

41
39.5
37
56
52
42
49.9
40
54.3
48.2
66.9
49.4
44
39.6

+7.89%
+6.76%
+5.71%
+12.22%
+13.04%
+10.53%
+23.82%
+8.11%
+11.04%
+26.84%
+17.57%
+12.27%
+9.18%
-2.70%
Annual Salary, US$(1000s)

** Corporate responsibility as well. GM/VP same person as 2007

+ No. 2 in command of the hotel
++ Sometimes the term is Executive Assistant Manager - F&B, and the position is No. 2 in the hotel due to the size of the property; in which case the food and beverage director's salary as described may be increased 10% to 15% to compensate for a senior title.
Average is defined as a number that represents a midpoint between extremes on a scale of valuation. In some cases where one salary was either ridiculously high or low, we removed it as it would have distorted the true average salary range.
Comments
In the Far East most full-service deluxe hotels are larger than anywhere else in the world. The trend here, even in three- and four- star hotels, is toward hotels in excess of 400 rooms. Budget and suite hotel groups(long-term-stay properties) have tripled in last 5 years.
Expatriates salary survey only.
* All are base salaries only, benefits vary from company to company. See International Benefit Program
*** luxury large single unit independent group
For the fourth year in a row Thailands salaries are world average meaning an expatriate in Thailand earns the average of any country where most hotels are expatriate managed. Thailand is in the category of the smallest cost of living in countries where expatriates are generally hired.

These salary scales are for Japan, Korea, Hong Kong, Taiwan, Macau hotels and casinos) and People's Republic of China.
This Guide is for Deluxe Hotels with a Minimum Average Room Rate of US$210
Salaries Net of Income Tax (except Hong Kong and Macau)
300 Rooms - 600 Rooms 4-5 Star International Rated Hotels
Positions
IT Manager
General Manager +++
Resident Manager +
Rooms Division Manager
Front Office Manager
Executive Housekeeper
Chief Engineer
Laundry Manager
Food & Beverage Director ++
Restaurant Manager
(Fine Dining Room)
Catering Manager (Sales)
Banquet Manager (Operations)
Executive Chef
Gourmet Restaurant Chef
Executive Sous Chef
Italian Chef
Pastry Chef
Comptroller
Personnel & Training Manager
Sales & Marketing Director
Sales Manager (No. 2)
Revenue Manager
IT Manager

Lowest Reported
2007
34
74
49
44
35
39
48
32
54

Lowest Reported
2008
36
75
48
48
38
45
48
32
56.3

Lowest Reported
2009
36.3
85
49
47
38
46
49.7
32.1
59

Highest Reported
2007
60.9
221***
85
60
53
72
79.9
54.1
95

Highest Reported
2008
62
290***
100
77
70
130 y
86.1
56
95

Highest Reported
2009
62
335
100
79
70
135 y
87
58
111

Average
2007
40.7
89.5
56
46
38.5
48
55.4
37
62

Average
2008
40
96
60
48.9
44
52.5
59
38
65

Average
2009
39.6
99
62
49.5
44
54
60
36
66.3

Average% Change
2007 - 2009
-2.70%
+9.60%
+9.68%
+7.07%
+12.50%
+11.11%
+7.67%
-2.78%
+6.49%

39
36.8
32.5
58
48
42.9
48.3
48
49
49.9
65
39.6
44.9
37

39.9
37
36
60
50
43
49
49.8
52
52
65
43
44.9
38

40
37
35.5
60
48
42
52.9
50.3
52.1
53
72
44
44
37

54
50
49
94
59
54
81.7 *+
66
68
64
147 **o
75
52
62

54
50
54
98
72.4
59
86 *+
76
82****
78
152
75
52
66

53.9
50
53.8
101
79.1
62
89 *+
77
89
82
166
74
53
68

45
40.9
37
72.1
52.3
50
56
51
57
55.3
77
44
46.5
55.4

46
43
40
73.4
54
51
58
52
62
58
78
48
48
57

48
43
39.3
76
54.1
52
62
54
66
60
83.8
48.1
46
56

+6.25%
+4.88%
+5.85%
+5.13%
+3.33%
+3.85%
+9.68%
+5.56%
+13.64%
+7.83%
+8.11%
+8.52%
-1.09%
+1.07%
Annual Salary, US$(1000s)

** Corporate responsibility as well. GM/VP same person as 2007

+ No. 2 in command of the hotel
++ Sometimes the term is Executive Assistant Manager - F&B, and the position is No. 2 in the hotel due to the size of the property; in which case the food and beverage director's salary as described may be increased 10% to 15% to compensate for a senior title.
Average is defined as a number that represents a midpoint between extremes on a scale of valuation. In some cases where one salary was either ridiculously high or low, we removed it as it would have distorted the true average salary range.
Comments
In the Far East most full-service deluxe hotels are larger than anywhere else in the world. The trend here, even in three- and four- star hotels, is toward hotels in excess of 400 rooms. Budget and suite hotel groups(long-term-stay properties) have tripled in last 5 years.
Expatriates salary survey only.
* All are base salaries only, benefits vary from company to company. See International Benefit Program
*** luxury large single unit independent group
For the fourth year in a row Thailand's salaries are "world average" meaning an expatriate in Thailand earns the average of any country where most hotels are expatriate managed. Thailand is in the category of the smallest cost of living in countries where expatriates are generally hired.

11

SALARY SURVEY - UAE

What a difference a year makes...
Comparing 2008 to 2009, there is an immense variation in salaries (not including
housing costs and other benefits) from one year to another.
In our study from October 2007 to March 2008, the average across the board
increase in all HODs was approximately 11%. In our study from March 2008 to
April 2009, the overall salary increases are approximately 2%. In some cases,
salaries have regressed rather than increased.
On the positive side, one should also take into consideration that there is a major
shift in the cost of living in Dubai. The statistics that we used from October 2007 to
October 2008 show that the cost in living (including housing and other family
related living costs) increased in Dubai by 21%.
From October 2008 to April 1, 2009 the cost of real estate has dropped approximately
30% and the cost of rental housing will drop with it. What does this mean?
Firstly, if you are just starting out in Dubai now and earn a salary less than what
was offered a year ago, you are probably ahead because the cost of living and
housing combined has dropped by at least 20% according to recent reports.
Based on this, you do not need as much income to live as well as you did in
2008. The decrease in rental accommodation and related cost of living does not
help those who are currently on a one or two year housing contract, as the full
decrease in costs may not be fully passed on to the majority of those employed
last year, until their respective housing contracts expire.
By early 2010, most rental contracts and other signed agreements relating to cost
of living will be up for renewal. Therefore, even if you are offered a substantially
lower renewed employment contract by your current employer compared to what
you were making in 2008, you will probably have more money in the bank at the
end of the month.
This goes back to an earlier study we did when we asked the question; which
country in the world offers the best value for your expatriate
earnings? The answer was Thailand. Even at salaries that are 30% to
40% less than Hong Kong and other countries with similar cost of living, you put
more money away at the end of the month in Thailand than anywhere else.
Truthfully, no matter what you earn it is what you can save after living a comfortable
and normal life, which is most important.
12

U.A.E. SALARY SURVEY 2009 - PROJECTED 2010

Median Salaries for Four & Five-Star Hotels Only

Covering Expatriate Positions only throughout the UAE
All Salaries* Are Tax Free (in 000s US$) for Hotels with Average Room Rate of US$190+

(Completed April 14, 2009)

General Manager

"Median Salary
Sept. 2007
Sept. 2008
350+ Rooms"
$98,000

Remarks 2008
More clients are hiring General Managers with non-Middle East exposure; the preference is candidates with Asian experience.
Most being hired are still from the UK or Continental Europe.

Remarks 2009
Some financial loss (lower salaries offered) to established GM in this category and new hires are also paid less, but with reduced housing
and living costs - in the UAE you take home more money at the end of the month.

Positions

Resident Manager
Remarks 2008
The description for this position changes like the days of the week. We are asked for Hotel Mangers, EAM's, Directors of
Operations - all are for the same responsibility. Some people believe that by changing the titles it will entice overqualified
people to accept a lower position or a way of persuading someone to join the company without paying a higher salary.
Exec. Asst Manager (could be EAM F&B/Rooms or deputize as GM)
Remarks 2008
We see this position more and more being offered to F&B Directors who want to move up one step, but who have not yet
trained in Rooms, Sales or Finance Departments.
Director of Finance
Remarks 2008
This position either goes to those who speak Arabic, or those trained in International Hotel Companies. In 2007 the majority
of hires were non-Europeans who spoke Arabic.
Director of Rooms (Rooms Division Manager)
Remarks 2008
With shortage in this area and with the costs increasing, more front office managers are given the opportunity to move up to
Director of Rooms, especially if they speak Arabic. However they still report to resident mangers who also have rooms
background.
Director of Housekeeping
Remarks 2008
If the truth be known, the average age of the housekeepers in our Industry is now reaching 50 +. This we believe is positive
as many of the staff are younger and look at those housekeepers from a paternal aspect.
Director of Food & Beverage ***
Remarks 2008
Creativity is the "buzz" word, since many UAE hotels who have upwards of 6 F&B Outlets with International Cuisines, need
some innovative help in order to stand out from the rest.
Executive Chef
Remarks 2008
We find diversity here, since some culinary teams are either increasing by 15% or others are reducing their culinary staff.
Therefore, Executive Chefs now must either be more hands-on if the team is getting smaller, or better administrators if the
team is growing larger.
Director of Catering / C&I
Remarks 2008
Candidates with local catering experience and knowledge of Arabic are still the "Kings" in this market.
Director of Sales & Marketing
Remarks 2008
Some clients seek Marketing experience, even if it is not from hotels. They believe these marketing gurus know how is
necessary in order to find new international sources of revenue and room business. While other clients demand local sales
experience to ensure total local penetration as they are confident local market will fill their property.
Director of Engineer
Remarks 2008
With more sophisticated new equipment for energy saving etc., combined with complex computerization, the engineering role
is becoming no longer "maintenance & boiler operations", but now more a University trained sophisticated engineer who
demand more money and respect.
Director of IT
Remarks 2008
IT Directors need to update existing equipment which is prompting search for more experienced and educated IT executives.
Director of Human Resource
Remarks 2008
With competition and a more difficult hiring environment, many more HR Directors are foreign and more senior in experience
and so salaries have increased quickly. Training Manager's salaries have also increased by over 16%.
Director of Revenue

$78,800

"Median Salary
Sept. 2008
Apr. 2009
350+ Rooms"
$108,000

$80,500

"Median Salary
Projected
2009~2010
350+ Rooms"
$109,000

$76,500

"Projected
% Change from
Sept. 2008
+0.93%

"Highest Salary
Sept. 2007
Sept. 2008
Noted"
$275,000**

-4.97%

"Highest Salary
Sept. 2008
Apr. 2009
Noted"
$326,000 **

$125,000

$110,000

$92,000

$96,000

Remarks 2009
This is a dangerous role as this position is being replaced by a GM & 2 EAMs Reporting line.

$58,500

$63,000

$65,800

+4.44%

Remarks 2009
Most likely to replace RM role in some hotels. There is more demand for EAM/Rooms with strong Housekeeping and sales than
EAM/F&B.
$55,000

$60,000

$61,000

+1.67%

$84,500

$88,300

Remarks 2009
Safe post but you must watch your costs & need to be (aggressive cost manager) to save your post and make you an irreplaceable ally
to the GM.
$48,900

$55,000

$55,000

0.00%

$76,000

$76,000

+4.06%

$84,000

$86,800

$148,500

$148,500

$91,000

$109,500

Remarks 2009
May eventually replace EAM/Rooms in smaller hotels

$44,000

$49,300

$51,300

Remarks 2009
There is still a major shortage of good housekeepers. Salaries are still going up.
$48,000

$58,000

$61,000

+5.17%

Remarks 2009
There are still only few good ones on the market so they still call the shots regarding salaries.
$50,100

$57,500

$60,000

+4.35%

Remarks 2009
There are more available on the market now than last year, but the majority want better family friendly environment so many clients now
prefer candidates who are single to save on schooling and housing costs.
$40,300

$44,000

$45,000

+2.27%

$60,100

$62,100

Remarks 2009
Local experience needed. A good one with local knowledge has more value than their weight in gold.
$57,900

$62,000

$66,900

+7.90%

$90,000

$105000 ^

Remarks 2009
Most pressurized role you produce or get replaced. Saying that, remuneration in this level has gone up as unskilled and amateurs are
quickly discovered and replaced.
$54,400

$60,000

$66,000

+10.00%

$79,900

$89,100

Remarks 2009
You must know energy conservation and think Green. Salaries are increasing in this profession as well.

$36,000

$39,000

$42,500

+8.97%

$48,000

$54,000

+24.17%

$61,500****

$72,200

Remarks 2009
Watch out! You can be replaced by on-call consultants.
$32,000

$36,000

$44,700

Remarks 2009
Tough role head executioner recently. This is a very important responsibility especially when you have tried to manage people coming
and going good ones are usually underpaid.
$36,900

$37,400

$37,500

+0.27%

$58,000

$60,000

Remarks 2008
As more and more Revenue Managers are trained from within the hotels themselves, there is less need to go outside and
salaries are basically flat.

Remarks 2009
A huge responsibility for those in this role especially those junior executives with little revenue experience or history of recession
management.

Director of Security

No Study Done

No Study Done

$44,500

No Study Done

No Study Done

$66,900

Remarks 2008
A new category which is now very much in demand
Overall View Point - The region continues to draw largely European and Asian Senior Managers, with Rank & File expatriate staff from the developing world.
"Standard expatriate benefits include live-in or housing allowance, medical. Bonuses are not included. Salary is guaranteed base income and in most cases with no housing allowance included. This covers the UAE area only. The informants respondents are from only the top 25, 5-stars hotels in UAE
and it includes all expatriates including India, Philippines, Switzerland, Europe etc. Bonuses varies respondent said they paid from 1 to 2 months up to 40% of base salary as we have been advised. "
* General Manager title and responsibilities only. There is one General Manager/Vice President in Dubai earning almost US$ 450,000 annual salary.
** F&B only, no other responsibilities, single unit.
*** Most repeated comments were that cost of living increases, especially housing has caused uneasiness. An issue from employers' and employees' prospective in negotiating new contracts or extensions.
**** Single Unit
^ Overseas single unit, has corporate title
Updated Mar 27, 2009. Information polled from top 30 Hotels in United Arab Emirates and job searches given to Renard International from major UAE companies from August 1, 2008 to March 31, 2009. These are base income only, no benefits included."

13

2009 UK (London Included) SALARY SURVEY

UK chain hotels are facing the most challenging trading conditions in 17 years yet remain better prepared than the last recession. The feeling
is that the UK hotel industry is over the worst with the leisure trade aiding the markets. Although growth rates are expected to deteriorate further
before Christmas, the speed of decline should begin to slow in the new year.
Leisure has helped fill the gap caused by the absence of business travellers, but the drop in room rates and the unknowns could upset
recovery delaying the revival in conferences, meetings and corporate travel. The sector (especially rates) will remain under pressure into 2010;
but the rate of decline should slow substantially and is not expected to start rising until 2011. A leap in unemployment figures confirmed that
Britain is still in the grip of economic downturn, and the number of people visiting Britain has fallen for the first time in seven years, with a
sharp drop in the number of American tourists.
The current occupancy rates do not look too grim 70% for the provinces and 81.5% for London, according to latest figures. The reality is though,
heavy discounting to fill rooms and there has been a selected reduction in brand standards amongst some hotel chains, as hotels seek to contain costs.

Katie Linne
Director of International
Business Development

Overall the Sector is optimistic". The early signs are that the UK hotel industry is over the worst and Hoteliers are more optimistic than six
months ago, although there are still tough times ahead.
London is predicted to suffer from a 10% drop in room revenue (RevPAR) this year followed by a further 0.5 per cent dip in 2010. In the
provinces, RevPAR is expected to decline by 8% this year and a further 2% in 2010.

UK hotel salaries, overall remain stable with no major reductions reported. There appears to have been no directive to cut hotel payroll, however staff who resigned have
not necessarily been replaced, or the position has been downgraded. The UK - even in the recession, did not appear to release as many employees as was common in
other parts of the EU.
The UK job market is in many ways unique due to strong unions and social policies which help protect peoples jobs but also hinder movement and employers options to
make changes. They in effect hold down salaries, since people movement creates more incentive for salaries to increase. Employers or employees bound by law as to
when they can leave, be terminated or made redundant (or during the recent crisis released for lack of work) effects employers future actions to hire new employees.
Despite the recession skills shortage remains in the UK - Engineers, Sales Representatives and Revenue are the hardest roles to fill and employers respectively cited
difficulties recruiting staff with the right skills they require.
It would seem important that companies need to take the opportunity now to upskill and even re-train their existing staff so that they will be in a strong position when the
economy recovers.
After all, people and their skills will always be a companys greatest asset, so employers should be looking to safeguard their talent
and therefore reduce future skills gaps.

Our salary surveys which we produce for the industry are meant to be informative only!
This survey is for Deluxe Hotels with a Minimum Average Room Rate of GBP 170.
Salaries are considered gross (with no deductions)
This survey is carried out on hotels with 100 Rooms - 400 Rooms and have 4 or 5 Star International Hotel ratings in the UK.
Positions
General Manager
Resident / Hotel Manager
Rooms Division Manager
Front Office Manager
Executive Housekeeper
Chief Engineer
Laundry Manager
Food & Beverage Director
Restaurant Manager (Fine Dining Room)
Catering Manager (Sales)
Banquet Manager (Operations)
Executive Chef
Gourmet Restaurant Chef
Executive Sous Chef
Italian Chef
Pastry Chef
Comptroller
Human Resources & Training Manager / Director
Sales & Marketing Director
Sales Manager (No. 2) or Dir. or Sales
Revenue Manager
IT Manager

Lowest Reported
70
55
40
24
28
29
22
38
22
25
24
48
22
28
28
28
22
24
45
45
23
22

Highest Reported
280
128
78
36
62
68
31
72
48
38
46.5
130
37
68
70
58
52
40
110
38
55
38

Comments: Any comments you would like to add concerning salaries and status of the UK hospitality industry / market etc.

Average
135
80
58
31
38
47.5
27
55
30
31
35
65
29
37
42
36
48
33
65
29
38
30

Annual Salary (GBP 1000s)

14

INDIA SALARY SURVEY

This survey is for deluxe 4* & 5* Hotels 100 Rooms - 400 Rooms
with a Minimum Average Room Rate of $200 - $400
Positions
General Manager
Resident / Hotel Manager
Rooms Division Manager
Front Office Manager
Executive Housekeeper
Chief Engineer
Laundry Manager
Food & Beverage Director
Restaurant Manager
(Fine Dining Room)
Catering Manager (Sales)
Banquet Manager (Operations)
Executive Chef
Gourmet Restaurant Chef
Executive Sous Chef
Italian Chef
Pastry Chef
Comptroller
Human Resources & Training Manager / Director
Sales & Marketing Director
Sales Manager (No. 2) or Dir. or Sales
Revenue Manager
IT Manager
Purchasing Manager

Lowest Reported
22000
14000
13000
9500
11000
14000
8000
18000

Highest Reported
78000
48000
36000
29000
34000
36000
24000
54000

6000
6000
6000
18000
9000
7000
12000
8000
9000
6000
15000
8000
10000
10000
6000

US$1000 = Indian Rupees 47,750

18000
18000
18000
48000
28000
20000
44000
24000
34000
24000
56000
24000
24000
24000
18000

Average
46000
29000
25000
24000
28000
27000
20000
31000
13000
9000
9500
32000
17000
13000
19800
16000
24000
20000
33000
16000
13000
13000
10000
Annual Salary (In US Dollars)

Information used in this survey:

The salaries are for local Indian employees. If you want the equivalent for Expatriate employees for senior roles you would double the salary or in cities like Mumbai & New Delhi you may have to triple the
salary depending on candidate availability.
Salaries were provided in Indian Rupees - Exchange rate is 47.75 Indian Rupees equal to US$1 at time of survey compulation. We have calculated the equivalent in US dollars annual
salary taking the lowest reported to highest figures received.
In the interest of simplicity please note these are base salaries and do not include Cost to Company items like Housing, Medical, Conveyance/Car allowance,
Insurance, Pension and Bonus as they vary from company to company and city to city.
Our salary reviews which we produce for the industry are meant to be informative only!
Comments:
Hotel ADR $200 - ADR$ 500 range
Location (City)
Mumbai, New Delhi, Bangalore, Chennai, Kolkata, Hyderabad & Pune
Number of Rooms 100 500 Rooms in 5* Deluxe hotels

Sylvia Menezes
Senior Consultant

15

Comments Supporting the findings of this survey in Indian Travel/hospitality industry

It should be noted that the overall response indicated that most positions are held by local Indians. The most common expatriate positions where international professionals were hired are Specialty Chefs i.e. Italian, Mediterranean,
Chinese, Japanese and Pastry Chefs.
General Managers even for most International Chains were Indians, except for a few companies hiring foreigners. The reason being with the recent economic downturn it was felt this was an unnecessary expense and companies would
use local Indian talent, perhaps with International experience so they would be on an Indian salary structure as opposed to expat tax-free US or Euros salary.
No companies reported a change in salary structure from 2008 even though in some cases there was an almost 50 % drop in hotel business. Comment received suggested there is a slowdown in recruitment as ADR for all hotels in this
range in metropolitan cities like Mumbai, New Delhi, Bangalore, Calcutta, Pune & Hyderabad showed a 50% decrease from last year and occupancy levels have dropped from 80% 90 % in 2008 to 55% - 60% from January to
October 2009. All HR departments have been advised that they should try to utilize talent within the organization and promote/transfer from within if possible.
Salaries remain the same as 2008, however key positions like Director of Sales & Marketing and General Managers may have a wide range as some companies would spend their recruitment budgets on the best and the brightest to
bring in the business. Executive Chefs overall continue to earn very high salaries 15% more than our survey for 2008.
ADR and occupancy levels were affected dramatically because of the Global recession and travel and tourism levels were hit as a consequence. In addition Air Indias bankruptcy and Jet Airways labour disputes also added fuel to fire as
many Jet Airways routes were cancelled. Many Indian companies cut down on local business corporate travel and so hotel businesses were hurt doubly due to a serious drop in International tour and travel guest stays as well. Indian
companies were using teleconferencing as a means to firming up business.
Average Salaries for Expatriate Salary Ranges (GM, Executive Chef, Pastry Chef & Restaurant Specialty Chef) are given below:
General Manager would be in $110K - $170K USA net range plus all benefits including house, car, medicals, schooling for children and bonus
Executive Chef would be $60K - $80K USA net range plus all benefits including house or housing allowance, transportation, schooling for children and bonus
Executive Pastry Chef would be $60K - $80K USA net range plus all benefits including apartment or housing allowance, transportation, schooling for children and bonus
Specialty Restaurant Chef would be $60K - $75K USA net range plus all benefits including apartment or housing allowance

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