2015 Engineering Salary guide

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SALARY

MARKETGUIDE &

INSIGHT2015reedglobal.com/salaryguide

ENGINEERING

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Drawing upon independent research, the report provides valuable insights into the attitudes and concerns of engineering professionals in the UK today, as well as a comparison to the UK workforce’s outlook as a whole. It also includes a comprehensive set of salary figures that were compiled using data gained from Reed Engineering assignments, professionals registered with REED and in conjunction with reed.co.uk.

I hope this guide provides helpful insights and valuable guidance to assist you in dealing with the resourcing challenges our market may present this year.

Our specialist consultants are always happy to meet and discuss how we may be able to support you with your resourcing requirements. We can also answer any questions regarding local market expectations and the current depth of the talent pool.

We look forward to working with you throughout 2015.

Best wishes

Mark Blay Senior Divisional Manager Reed Engineering

Welcome to the Reed Engineering Salary Guide & Market Insight 2015. This is a comprehensive report containing useful reference material and guidance to assist you in the increasingly complex task of recruiting and retaining high-calibre engineering talent.

Introduction

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Our Salary Guide and Market Insight report has been compiled using data from several sources, including:• Salary information from vacancies in the engineering sector on reed.co.uk

• Salary information from a cross-section of engineering professionals registered with Reed Engineering and reed.co.uk

• Assignments managed by Reed Engineering.

All figures, unless otherwise stated, are from YouGov Plc, with a total sample size of 1,629 workers, of which 188 work in the engineering sector. Fieldwork was undertaken between 9th - 19th October 2014, with the survey carried out online.

The total sample included workers in the following sectors: property & construction, engineering, financial services, hospitality & leisure, marketing, media & communications, branding, retail, science & research. As well as workers in the following roles: accounting, advertising/direct marketing/PR, business development/sales, HR/recruitment, IT/technology, insurance, procurement/purchasing.

Total market was established then broken down into sectors, this guide covers engineering.

Methodology

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Following a strong start, the engineering sector remained buoyant throughout 2014 in line with the improving economic outlook. Employer confidence returned, which is good news for candidates as there are a vast array of job opportunities. In fact, recent data from The Recruitment and Employment Confederation (REC) and KPMG Jobs Report has shown that engineering is the most in demand category for permanent staff.

As capital expenditure budgets are being released, in some cases, for the first time since the recession there is greater need for specialist skills. Across the board, engineers are in demand for both blue and white collar permanent roles.

This has created an increasingly candidate-led market, which is further exacerbated by the shortage in skilled engineers. We have a situation where the gap between demand and supply is getting bigger by the day, with no sign of abating soon. There are simply not enough young people coming through the school and university system with either the right qualifications in STEM subjects or an interest in pursuing a career in the sector. This shortfall is pushing salaries up for permanent roles, while hourly rates for contractors have risen at the fastest pace for seven years.

A recent report entitled The Universe of Engineering: A Call to Action, commissioned by Engineering the Future (ETF) focussed on the social and financial contribution of the UK’s engineering sector. It highlighted the need for a better understanding of what it means to be an engineer to make it a more attractive career choice.

Candidate-Driven Market With a short supply of skilled candidates, employers are unwilling to lose staff to their competitors and, as a result, the counter offer is back with a vengeance. The most common strategy is a straightforward pay rise, but we do see employers offering other incentives such as promotion or flexible working to entice good staff to stay.

Employers looking to attract or retain staff should think beyond financial remuneration alone and consider what matters to each individual. REED data shows that the majority of candidates in the engineering sector choose to leave a job in search of better prospects or a promotion.

Following a strong start, the engineering sector remained buoyant throughout 2014 in line with the improving economic outlook. Employer confidence returned, which is good news for candidates as there are a vast array of job opportunities.

Engineering Market Overview

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Flexibility and efficiency required In a competitive market, employers have to adapt somewhat to fit the available candidates. Flexibility is essential and forward-thinking companies are realising that they are unlikely to find someone who is a perfect match to a ‘wish list’. Instead, they need to think more broadly about the type of individual and skill set that will fit into their existing workforce.

Employers need to change the way they approach the recruitment process in more ways than one and there is certainly a need for decisiveness. Businesses must move quickly and have streamlined processes in place, with interview dates scheduled as soon as the job is advertised. This is not a market for spending weeks or even days sifting over CVs or asking candidates to fill in lots of forms, attend multiple interviews and possibly attend assessment centres. By the end of a lengthy process, the employer will have lost the best candidates to businesses that are more fleet of foot.

Standing outDespite the skills shortage, candidates still need to prepare well for the recruitment process. Firstly, it is important to identify the best roles to suit their skill set and tailor each application to the specific role, highlighting the most relevant areas of experience.

While qualifications and experience are important, the interview process is also an opportunity for the candidate to show the employer how they think. Demonstrating how they could be the solution to an employer’s problem, for example saving the organisation money or improving processes, will set a candidate apart from the crowd.

Looking aheadOpportunities in the aerospace and defence sector will continue to open up, particularly for graduates with three to five years’ experience and good all-round mechanical engineering skills. With labour costs still under scrutiny, design leave and maintenance roles in automation also offer excellent career opportunities.

Candidates who showcase the right blend of skills, experience and mindset will have their pick of roles in today’s market, so employers need to be prepared to negotiate if they are lucky enough to find this elusive perfect candidate.

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The changing workplace

8%I clashed with my previous boss/

colleagues

1%Don’t know/ can’t recall

16%Other

31%I was offered a better

salary elsewhere

10%There is/was an improved

work/life balance at my new employer

24%I was bored with my role

44%I was offered a promotion/ better prospects elsewhere

32%I wanted to

move location

7%The company benefits of the new employer were

better

We asked engineering professionals how many times they had changed their employer.

5 TIMES 6 TIMES

TWICE 4 TIMESONCE

7 TIMES

NEVER 3 TIMES

8-10 TIMES

>10 TIMES

DON’T KNOW/ CAN’T RECALL

11%3%

17% 6%

6%

6%12%

4%

10%

24% 1%

We asked those who changed their employer what the main reason(s) for their change was.

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28%

57%

15%

A good work/life balance

(i.e. not having to work too many hours)

22%

Good salary and benefits

19%

Don’t know

2%

Good job satisfaction

17%

32%

ENGINEERING

ALL SECTORS

55%

13%

The changing workplace 18%

of engineering professionals are either Dissatisfied or Very Dissatisfied in their current roles.

18% of engineering professionals are actively looking for another job.

Colleagues/ boss that I get

on with

9%The

company culture

18%

We asked those in the engineering sector which one of the following they would say is the most important aspect of their working life.

Asking people to think about their working life, we asked engineering professionals whether they

had ever changed* their career path.

Yes, I have No, but I plan to in the future

Good job security

13%

No, and I don’t plan to in the future

* By changing career we mean changing the sector in which someone works

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A PAY RISE

37%

STAFF ENTERTAINMENT(e.g. seasonal company parties, away days etc.)

22%

A BONUS

38%

I have not received any benefits from an employer in the last 12 months

NONE

26%

OTHER BENEFITS

3%

Not applicable - I have been self-employed for the last 12 months

N/A

4%

FORMAL TRAINING

18%

Tend to disagree

13%

Strongly agree

14%

Strongly disagree

8%Neither agree nor disagree

26%

Don’t know

8%Tend to agree

31%

We asked engineering professionals which of the following benefits they had received in the last 12 months*. More than one benefit could be chosen

We asked those in the engineering sector to what extent they agreed or disagreed that there is currently a skills gap** within their organisation.

**By skills gap we mean the difference in the skills required within an organisation and the actual skills possessed by the organisation’s employees

*Since October 2013

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51% 37%

12%

57%30%

13%

ENGINEERING

ALL SECTORS

47%

15%

43%

15%

I would have selected a career that I think would have given me greater job satisfaction

I would have chosen a career with a lower salary

but better work/life balance

I would have delayed the start of my career to allow for more ‘life experiences’

57%I would have

chosen a career which offered

better long-term prospects in

terms of pay and benefits

I would have chosen to work for myself/follow a

more entrepreneurial route

Yes, I would Don’t knowNo, I wouldn’t

Of those that said they would have chosen a different career path, we asked which of the following statements best applies. More than one statement could be chosen.

We asked people, if they had their time again after leaving compulsory education, would they have taken a different career path?

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EngineeringSalary Figures

Electronic Engineering

Principal Senior Engineer

MIN MAX MIN MAX MIN MAX

SOUTH EAST £40,000 £55,000 £34,000 £45,000 £22,000 £34,000

SOUTH WEST £40,000 £55,000 £32,000 £44,000 £22,000 £34,000

LONDON £45,000 £62,000 £36,000 £50,000 £25,000 £40,000

MIDLANDS £43,000 £60,000 £34,000 £46,000 £24,000 £35,000

NORTH £40,000 £55,000 £33,000 £41,000 £22,000 £31,000

SCOTLAND & N.I £38,000 £55,000 £30,000 £41,000 £20,000 £30,000



SOUTH EAST £40,000 £55,000 £33,000 £45,000 £22,000 £34,000

SOUTH WEST £40,000 £55,000 £32,000 £44,000 £22,000 £34,000

LONDON £45,000 £60,000 £35,000 £50,000 £24,000 £40,000

MIDLANDS £45,000 £60,000 £35,000 £48,000 £25,000 £35,000

NORTH £42,000 £55,000 £34,000 £45,000 £25,000 £35,000

SCOTLAND & N.I £40,000 £55,000 £32,000 £45,000 £25,000 £35,000

System Design Engineers



SOUTH EAST £40,000 £55,000 £33,000 £45,000 £24,000 £35,000

SOUTH WEST £40,000 £53,000 £30,000 £45,000 £22,000 £35,000

LONDON £42,000 £60,000 £34,000 £50,000 £26,000 £40,000

MIDLANDS £41,000 £53,000 £32,000 £44,000 £25,000 £35,000

NORTH £42,000 £55,000 £34,000 £45,000 £25,000 £35,000

SCOTLAND & N.I £40,000 £55,000 £32,000 £45,000 £25,000 £35,000

Mechanical Design Engineers

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Manufacturing Production



SOUTH EAST £30,000 £50,000 £26,000 £45,000 £22,000 £37,000

SOUTH WEST £34,000 £52,000 £30,000 £44,000 £22,000 £35,000

LONDON £35,000 £60,000 £30,000 £48,000 £26,000 £44,000

MIDLANDS £34,000 £52,000 £32,000 £45,000 £25,000 £42,000

NORTH £34,000 £55,000 £32,000 £43,000 £25,000 £34,000

SCOTLAND & N.I £32,000 £55,000 £30,000 £43,000 £23,000 £34,000

Process Engineers

Manager EngineerPrincipal Senior

MIN MAX MIN MAX MIN MAX MIN MAX

SOUTH EAST £40,000 £55,000 £30,000 £44,000 £25,000 £37,000 £22,000 £40,000

SOUTH WEST £40,000 £65,000 £33,000 £43,000 £27,000 £35,000 £24,000 £37,000

LONDON £43,000 £68,000 £35,000 £50,000 £32,000 £44,000 £25,000 £42,000

MIDLANDS £43,000 £65,000 £34,000 £48,000 £30,000 £42,000 £25,000 £38,000

NORTH £38,000 £65,000 £30,000 £45,000 £25,000 £44,000 £21,000 £35,000

SCOTLAND & N.I £30,000 £60,000 £28,000 £45,000 £22,000 £43,000 £18,000 £35,000

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Aviation

MIN MAX MIN MAX MIN MAX MIN MAX MIN MAX

SOUTH EAST £32,000 £39,000 £35,000 £43,000 £27,000 £33,000 £25,000 £30,000 £25,000 £30,000

SOUTH WEST £29,000 £36,000 £32,000 £41,000 £24,000 £32,000 £24,000 £29,000 £24,000 £29,000

LONDON £32,000 £39,000 £35,000 £43,000 £27,000 £33,000 £25,000 £30,000 £25,000 £30,000

MIDLANDS £29,000 £36,000 £32,000 £41,000 £24,000 £32,000 £24,000 £29,000 £24,000 £29,000

NORTH £29,000 £36,000 £31,000 £40,000 £24,000 £32,000 £23,000 £28,000 £23,000 £28,000

SCOTLAND & NI £28,000 £35,000 £30,000 £40,000 £23,000 £31,000 £22,000 £27,000 £22,000 £27,000

EASA PT B1 Licensed Engineer

Aircraft Mechanic

EASA PT B2 Licensed Engineer

FAA A&P Licensed Engineer

Avionics Technician

Project Programme Management

Programme Director

Programme Manager

Project Manager

Project Engineer


SOUTH EAST £65,000 £95,000 £40,000 £70,000 £35,000 £52,000 £27,000 £35,000

SOUTH WEST £60,000 £95,000 £40,000 £70,000 £33,000 £54,000 £27,000 £35,000

LONDON £65,000 £100,000 £48,000 £75,000 £39,000 £55,000 £31,000 £42,000

MIDLANDS £55,000 £80,000 £44,000 £65,000 £36,000 £50,000 £30,000 £36,000

NORTH £60,000 £80,000 £45,000 £65,000 £35,000 £50,000 £27,000 £35,000

SCOTLAND & N.I £55,000 £80,000 £40,000 £65,000 £35,000 £50,000 £25,000 £35,000

Quality



SOUTH EAST £38,000 £55,000 £35,000 £50,000 £28,000 £44,000 £23,000 £34,000

SOUTH WEST £37,000 £53,000 £38,000 £50,000 £27,000 £42,000 £24,000 £34,000

LONDON £38,000 £61,000 £38,000 £55,000 £30,000 £47,000 £25,000 £37,000

MIDLANDS £37,000 £57,000 £36,000 £50,000 £29,000 £44,000 £25,000 £35,000

NORTH £34,000 £55,000 £37,000 £50,000 £28,000 £45,000 £23,000 £35,000

SCOTLAND & N.I £32,000 £55,000 £35,000 £50,000 £26,000 £45,000 £25,000 £35,000

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Maintenance



SOUTH EAST £35,000 £55,000 £30,000 £45,000 £28,000 £37,000 £25,000 £35,000

SOUTH WEST £35,000 £55,000 £28,000 £42,000 £28,000 £37,000 £23,000 £35,000

LONDON £40,000 £60,000 £34,000 £50,000 £30,000 £40,000 £27,000 £40,000

MIDLANDS £38,000 £55,000 £33,000 £42,000 £31,000 £39,000 £26,000 £37,000

NORTH £37,000 £60,000 £32,000 £45,000 £30,000 £45,000 £25,000 £35,000

SCOTLAND & N.I £35,000 £60,000 £30,000 £45,000 £28,000 £45,000 £25,000 £35,000

Technical Support



SOUTH EAST £42,000 £55,000 £32,000 £45,000 £27,000 £35,000 £20,000 £30,000

SOUTH WEST £40,000 £50,000 £32,000 £45,000 £25,000 £35,000 £20,000 £27,000

LONDON £42,000 £60,000 £32,000 £50,000 £27,000 £40,000 £20,000 £35,000

MIDLANDS £40,000 £50,000 £30,000 £40,000 £25,000 £35,000 £20,000 £30,000

NORTH £42,000 £52,000 £32,000 £40,000 £27,000 £33,000 £22,000 £30,000

SCOTLAND & N.I £40,000 £50,000 £29,000 £40,000 £25,000 £35,000 £20,000 £30,000

Test & Service

Manager Test/Repair Technician

Field Engineer

Test/Repair Engineer


SOUTH EAST £30,000 £50,000 £20,000 £32,000 £23,000 £30,000 £18,000 £26,000

SOUTH WEST £30,000 £40,000 £20,000 £32,000 £22,000 £30,000 £18,000 £25,000

LONDON £30,000 £55,000 £23,000 £37,000 £23,000 £33,000 £20,000 £30,000

MIDLANDS £30,000 £40,000 £22,000 £35,000 £20,000 £30,000 £18,000 £28,000

NORTH £30,000 £50,000 £22,000 £35,000 £23,000 £30,000 £18,000 £25,000

SCOTLAND & N.I £30,000 £50,000 £20,000 £35,000 £20,000 £30,000 £18,000 £25,000

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Composites Industry

Laminator

MIN MAX

SOUTH EAST £22,000 £30,000

SOUTH WEST £21,000 £29,000

LONDON £22,000 £32,000

MIDLANDS £21,000 £29,000

NORTH £22,000 £27,000

SCOTLAND & NI £19,000 £26,000

Operation Technical Engineering

Director Manager

MIN MAX MIN MAX

SOUTH EAST £60,000 £90,000 £40,000 £70,000

SOUTH WEST £50,000 £80,000 £37,000 £65,000

LONDON £60,000 £90,000 £40,000 £70,000

MIDLANDS £60,000 £80,000 £40,000 £65,000

NORTH £55,000 £85,000 £45,000 £70,000

SCOTLAND & N.I £50,000 £85,000 £40,000 £60,000

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Identify, Reward, Attract

16 Reed Specialist Recruitment

Reed Engineering

@ReedEngineers

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2015 Engineering Salary guide

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