Institution of Civil Engineers (ICE) Salary Survey 2009 · PDF fileInstitution of Civil...

Institution of Civil Engineers (ICE)Salary Survey 2009Survey of ICE working members in the United Kingdom, Hong Kong and the United Arab Emirates

2ICE Salary Survey 2009ICE Salary Survey 2009

� About this report

Research�conducted�byResolution�Research5�Canonbury�LaneIslingtonLondon�N1�2ASt�+44�(0)20�7704�1058resolutionresearch.com

Project�managed�and�designed�byTriment�RBSPaseo�del�Prado�2a,�4b28343�Valdemoro�(Madrid)Spaint�+34�918�954�261trimentrbs.com

Additional�copies�and�more�information�For�more�information�about�this�report�please�email�[email protected].�Additional�copies�of�this�report�can�be�downloaded�free�of�charge�from�the�MyICE�members�area�at�ice.org.uk/myice.�In�order�to�download�this�report�you�will�have�to�register�on�the�MyICE�members�area�of�the�website.�You�can�also�request�the�report�by�emailing�[email protected].�The�report�comes�in�PDF�format�and�you�must�have�Adobe�Acrobat�Reader�installed.

� About ICE

The�Institution�of�Civil�Engineers�(ICE)�is�a�global�membership�organisation�that�promotes�and�advances�civil�engineering�around�the�world.�Established�in�1818,�ICE�now�has�more�than�80,000�members�in�over�150�countries.

Civil�engineers�help�to�create�the�structures�and�systems�that�sustain�society.�They�design,�build�and�maintain�roads,�railways,�airports,�ports,�power�stations,�flood�defences,�water�and�wastewater�systems.�And�they�make�buildings�that�large�numbers�of�us�rely�on�every�day:�schools,�stations,�hospitals,�sports�stadia�and�office�buildings.�Civil�engineers�create�the�infrastructure�of�modern�civilisation.

Institution�of�Civil�EngineersOne�Great�George�StreetWestminsterLondonSW1P�3AAt�+44�(0)20�7222�7722ice.org.ukRegistered�charity�number�210252Charity�registered�in�Scotland�SC038629

Acknowledgement�is�given�to�those�members�who�contributed�to�the�survey.�Without�their�contribution�we�would�be�unable�to�produce�this�report.

©�2009�Institution�of�Civil�Engineers.�All�rights,�including�translation,�reserved.�Except�as�permitted�by�the�Copyright�Designs�and�Patents�Act�1988,�no�part�of�this�publication�may�be�reproduced,�stored�in�a�retrieval�system�or�transmitted�in�any�form�or�by�any�means,�electronic,�mechanical,�photocopying�or�otherwise,�without�the�prior�written�permission�of�the�Director�General,�Institution�of�Civil�Engineers,�Westminster,�London,�SW1P�3AA.�This�report�is�issued�on�the�understanding�that�the�author�is�solely�responsible�for�the�statements�made�and�opinions�expressed�in�it�and�that�his�publication�does�not�necessarily�imply�that�such�statements�and/or�opinions�are�or�reflect�the�views�or�opinions�of�the�publishers.�While�every�effort�has�been�made�to�ensure�that�the�statements�made�and�the�opinions�expressed�in�this�publication�provide�a�safe�and�accurate�guide,�no�liability�or�responsibility�can�be�accepted�in�this�respect�by�the�author�or�publishers.

33

�Contents

1 Introduction 52 Executive summary – UK only 7 Income 7 Employmentbenefits 7 Jobsatisfactionandworkinglifeimprovement 7 Training,newjobopportunitiesandjobsearchhabits 7 Patternofemploymentandofficelocation 8 Gradesofmembershipandhighestqualification 8 Genderandageofmembers 83 Research methodology 9 Basicincome 9 Secondaryincome 10 Overtime 10 Bonuses 10 Periodofresearch 10 Confidenceinterval(95%confidencelevel)table 114 Remuneration findings 124.1 Basicincome(UK) 124.2 Additionalincome(UK) 184.3 Totalincome(UK) 254.4 Lastsalaryreviewdate(UK) 304.5 Holidayentitlement(UK) 304.6 Otheremploymentbenefits(UK) 315 Career related findings 325.1 Highestpriorityforfuturecareer(UK) 325.2 Primaryinformationsourceofcurrentjob(UK) 335.3 Planstochangecurrentjobsbyage(UK) 355.4 Factorsthatwouldimproveworkinglife(UK) 375.5 Satisfactionagainstkeyjobcriteria(UK) 385.6 Training(UK) 406 Comparison of 2004-2008 data with 2009 findings 436.1 Analysisofbasicsalary2004to2009:bylevelofresponsibility(UK) 436.2 Analysisofbasicsalary2004to2009:byage(UK) 446.3 Analysisofbasicsalary2004to2009:bymembershipgrade(UK) 456.4 Analysisofbasicsalary2004to2009:byregion(UK) 466.5 Analysisofbasicsalary2004to2009:bymainfieldofwork(UK) 477 Sample data UK 487.1 Weightingdatabyage(UK) 487.2 Weightingdatabygrade(UK) 497.3 Respondentsbygender(UK) 507.4 Highestqualificationbyage(UK) 518 Pattern of employment and office location 528.1 Employmentstatus(UK) 528.2 Yearswithcurrentemployer(UK) 538.3 Yearsincurrentposition(UK) 548.4 Mainfieldofemploymentandlevelofresponsibility(UK) 558.5 Employer’smainactivityandmainareaofwork(UK) 568.6 Hoursworkedperweek(UK) 578.7 Officelocation 57

4ICE Salary Survey 2009

9 Recent graduates section (UK) 589.1 Yearofgraduation–mostrecentdegree(UK) 589.2 Mainlevelofresponsibility(UK) 599.3 Basicincomeatgraduationandpost-graduationbyyearofgraduation(UK) 609.4 Totalincomeatgraduationandpost-graduationbyyearofgraduation(UK) 619.5 Financialincentivesforbecomingprofessionallyqualified(UK) 629.6 Satisfactionwiththecurrentsalarypackage 6210 Credit crunch influence on the civil engineering jobs (UK) 6310.1 Jobsecurityinthecurrenteconomicclimate(UK) 6310.2 Measurestakenbycompanyinresponsetoeconomiccrisis(UK) 6411 Hong Kong members 6511.1 HongKongmembers:remunerationfindings 6511.2 HongKongmembers:careerrelatedfindings 6711.3 Satisfactionagainstkeyjobcriteria 6811.4 Trainingneedsidentifiedfornextyear 6911.5 Employment 6911.6 Creditcrunchinfluenceonthecivilengineeringjobs 7211.7 HongKongsampledata 7412 United Arab Emirates (UAE) members 7612.1 UAEmembers:remunerationfindings 7612.2 UAE:Careerrelatedfindings 7812.3 Satisfactionagainstkeyjobcriteria 7912.4 Trainingneedsidentifiedfornextyear 7912.5 Employment 8012.6 Creditcrunchinfluenceonthecivilengineeringjobs 8312.7 UAEsampledata 8513 Appendix: Questionnaire 87

55

Welcome�to�our�annual�ICE�Salary�Survey�–�the�guide�to�salaries�in�the�civil�engineering�world�in�the�UK�and�selected�countries�overseas.

This�year’s�salary�survey�report�presents�findings�on�salaries�and�work�benefits�of�UK�and�Hong�Kong�members�and,�for�the�first�time,�members�working�in�the�United�Arab�Emirates.�The�results�for�non-UK�members�are�presented�in�section�11�and�12.�This�year�we�also�explore�members’�perceptions�of�job�security�during�recession�and�investigate�what�measures�companies�have�undertaken�to�weather�the�economic�storm�–�see�section�10�for�more.

As�in�2007�and�2008�surveys,�we�have�again�surveyed�recent�graduates.�To�ensure�the�relevance�of�the�information�to�ICE’s�second�biggest�group�of�working�members�we�defined�them�as�graduate�members�of�ICE�aged�up�to�34�years�and�with�up�to�five�years�of�experience�in�civil�engineering.�These�findings�are�presented�in�section�9.

As�in�the�preceding�years�we�invited�over�36,000�members�to�complete�the�survey.�Many�thanks�go�to�over�9,000�respondents�across�the�UK,�Hong�Kong,�Republic�of�Ireland1�and�the�United�Arab�Emirates�who�returned�completed�questionnaires.�A�strong�response�rate�has�ensured�a�statistically�reliable�sample.�The�data�was�collected�and�analysed�by�an�independent�market�research�agency,�in�line�with�Market�Research�Society�guidelines.

Some�of�the�key�findings�for�the�UK�are:

Credit�crunch�is�biting�–�the�unbroken�run�of�successive�salary�increases�since�the�beginning�of�the�ICE��Salary�Survey�ends:�the�average�basic�income�drops�by�0.3%�and�the�total�salary�decreases�by�1.7%

Despite�the�difficult�economic�conditions,�satisfaction�with�current�role�remains�almost�as�high�as�last��time�(81%�satisfied�compared�to�82%�in�2008)�and�satisfaction�with�employers�remains�unchanged�(78%)

The�survey�reveals�that�the�credit�crunch�doesn’t�affect�all�members�equally:�top�earners�(top�10%)�saw��a�1.2%�increase�of�salaries,�whereas�those�at�the�other�end�of�scale�(bottom�10%)�saw�a�fall�of�6%�compared�to�2008

Average�total�starting�salary�for�2008�graduates�was�£23,965,�which,�taking�into�consideration�the��current�economic�climate,�is�quite�a�healthy�increase�of�2.6%�compared�to�last�year

57%�of�the�respondents�feel�secure�about�their�jobs,�whereas�only�13%�feel�insecure��

Redundancies,�pay�freezes�and�hiring�freezes�are�the�most�common�remedies�against�the�recession��among�civil�engineering�employers

1� Despite�a�high�response�rate,�the�respondent�base�for�RoI�was�too�small�to�present�the�salary�findings�for�this�country�in�this�year’s�report.

1� Introduction

6ICE Salary Survey 2009

It�is�also�worthy�presenting�some�key�findings�for�HK�and�UAE:

HK�basic�salary�remains�at�nearly�the�same�level�as�last�time�at�£55,651�whereas�the�total�salary�drops��3.4%�(£63,918�in�2008�survey)

Average�UAE�basic�income�is�31%�higher�than�the�UK;�when�compared�to�the�London�average�the��difference�is�7%

The�sense�of�job�security�in�UAE�is�inferior�to�that�in�the�UK�or�Hong�Kong:�37%�considered�their�roles��to�be�secure�or�very�secure,�compared�to�70%�in�HK�and�57%�in�the�UK

If�you�have�any�questions�or�any�suggestions,�please�get�in�touch�with�our�survey�team�at�[email protected].

I�hope�you�will�find�the�report�interesting�and�informative.

Tom�Foulkes

Director�General

7

2�Executive�summary�–�UK�only

� Income

The�average�basic�income�for�ICE�members�in�the�UK�was�£47,282�which�is�0.3%�less�than�in�the�previous�year.�When�secondary�income,�bonuses�and�overtime�were�added,�this�became�an�average�total�income�of�£51,899,�a�decrease�of�1.7%�on�the�2008�survey.

Average�basic�income�starts�at�£23,971�for�the�under�24s,�it�then�rises�steadily�to�reach�a�peak�of�above�£58,000�for�members�in�their�50s.�Thereafter�it�declines�steadily�until�65�age�mark�and�beyond�without�going�below�£51,000.

The�average�basic�income�of�FICE�members�was�markedly�higher�than�the�rest�of�the�sample�at�£77,873.�MICE�earned�an�average�of�£54,203.�TMICE,�AMICE�and�Graduate�members�took�home�£41,110,�£34,431�and�£33,832�respectively.

A�1.7%�drop�in�average�total�salary�was�the�result�of�a�21.5%�drop�in�secondary�income,�and�a�13.8%�and�13.2%�decrease�in�additional�income�and�bonuses�respectively�when�compared�to�previous�year.

� Employment benefits

75%�of�members�received�pension�contributions�from�their�employers�and�61%�had�their�professional�fees�paid.�This�was�2�pp�(percentage�points)�down�on�2008�survey�for�the�former,�and�the�same�as�in�the�previous�year�for�the�latter.�The�number�of�members�quoting�flexible�working�hours�and�life�insurance�as�most�common�employment�benefits�went�down�by�3pp�and�5pp�respectively.�The�same�happened�to�the�next�most�common�benefits�such�as�mobile�phone�bills�being�paid�by�employer�(down�4pp�on�the�previous�year)�and�car�allowance�(decrease�of�1pp).

The�general�trend�that�can�be�observed�is�a�decline�of�benefits�received�as�a�part�of�a�compensation�package�which�are�either�fully�paid�or�require�co-funding�by�employers.�The�number�of�those�receiving�no�benefits�at�all�increased�1pp�compared�to�the�previous�year.

� Job satisfaction and working life improvement

The�satisfaction�with�the�current�role�was�quite�steady�in�the�last�three�surveys�and�oscillates�slightly�above�the�80%�mark.�The�satisfaction�with�a�current�employer�also�remained�stable�at�a�high�level�of�78%.�However�there�was�a�slight�decline�in�the�satisfaction�with�the�compensation�package�–�61%�of�respondents�were�satisfied�with�it�according�to�2009�survey,�compared�to�63%�in�the�previous�edition.

As�observed�in�2008�survey,�the�top�four�desires�–�a�reduced�workload,�more�holidays,�the�ability�to�work�at�home,�and�a�shorter�working�week�–�were�effectively�all�to�do�with�the�work-life�balance.�Close�behind�were�two�additional�factors�–�less�travelling�and�a�greater�opportunity�to�train.

� Training, new job opportunities and job search habits

Similarly�as�in�2008,�nearly�nine�out�of�ten�members�(87%)�had�either�identified�their�training�needs�(57%)�or�planned�to�do�so�(30%).�In�2009�survey�less�respondents�expected�to�have�their�training�bill�footed�by�their�employers�–�the�difference�was�5pp�(down�from�80%).�Also�more�respondents�than�previous�year�expected�to�cover�at�least�a�part�of�the�training�cost�from�their�pockets�(up�2pp�from�11%).

ICE Salary Survey 20098

Unsurprisingly,�half�of�the�respondents�suggested�that�the�economic�crisis�would�have�a�negative�impact�on�training�opportunities�offered�by�their�company.�38%�suggested�it�wouldn’t�have�any.

Four�in�five�members�(80%)�had�no�intention�of�changing�jobs�within�the�next�12�months:�an�increase�of�4�pp�compared�to�the�last�survey.�The�remainder�was�divided�equally�between�those�who�intended�to�move�to�another�employer�(10%)�and�those�who�intended�to�move�positions�within�their�employer�(10%).�The�number�of�those�who�would�like�to�look�for�new�opportunities�with�a�new�employer�dropped�3pp�compared�to�previous�year.

Word-of-mouth�(21%)�continued�to�head�the�list�of�primary�job�information�sources,�followed�by�in-house�sources�(14%),�and�then�3�other�inputs�–�each�on�the�11%�mark:�a�recruitment�agency,�NCE,�and�being�approached�by�the�company�itself.�The�use�of�the�internet�remained�prevalent�among�younger�members�with�company’s�own�websites�being�most�popular�source�of�information�about�new�jobs�(44%)�and�ICErecruit�being�the�second�choice�(24%).

� Pattern of employment and office location

The�vast�majority�of�members�were�in�full-time�employment�(88%),�and�almost�one�in�ten�were�either�on�full-time�contracts�(5%)�or�self�employed�(4%).�Around�one-third�of�the�self-employed�contingent�falls�into�the�CEO/MD/partner�category�while�virtually�half�of�self-employed�members�were�at�manager/director�level�or�above.

In�2009�survey�the�average�working�week�fell�slightly�to�42�hours�compared�to�the�previous�years�(43�hours�in�2008�and�2007).

Roads,�structures�and�water/wastewater�were�the�only�fields�of�employment�in�which�10%�or�more�of�the�member�base�were�involved�(24%,�13%�and�13%�respectively),�although�roads�alone�again�accounted�for�nearly�one�quarter�of�all�roles.�As�per�main�area�of�work,�consultancy�and�design/construction�together�accounted�for�almost�two�in�three�jobs�(62%),�followed�by�management�(10%),�and�construction/installation�(8%)�–�unchanged�compared�to�previous�year.

London�and�South�East�England�accounted�for�nearly�one-third�of�the�respondents’�office�locations,�with�Scotland�next�at�12%.�North�East,�North�West�and�Yorkshire�and�Humber�accounted�together�for�20%�of�office�bases,�East�and�West�Midlands�13%,�with�the�remainder�accounted�for�by�South�West�and�East�of�England,�plus�Wales�and�Northern�Ireland.

� Grades of membership and highest qualification

Members�at�Fellow�grade�represented�23%�of�MD/CEO/partner�roles�and�in�line�with�this,�25%�of�Fellows�earned�a�basic�salary�of�at�least�£100K+,�compared�to�9%�of�the�membership�base�as�a�whole.�As�the�biggest�single�membership�grade�(accounting�for�56%�of�the�total�UK�sample),�Members�of�ICE�occupied�the�majority�of�senior�roles:�81%�of�director/manager�roles�and�67%�of�MD/CEO/partner.

99%�of�those�undergoing�on�the�job�training�were�within�the�graduate�grade,�as�were�70%�of�those�participating�in�project�work.�Even�at�project�management�level�and�senior�project�management�level,�42%�and�20%�of�these�roles�respectively�were�occupied�by�members�at�graduate�grade.

Among�the�UK�respondent�base,�a�BSc�was�the�most�commonly�held�qualification�(42%),�followed�by�BEng�(31%),�HNC/HND�(18%),�MSc�(15%)�and�MEng�(13%).�4%,�as�in�the�previous�year,�held�a�doctorate.�The�incidence�of�a�Masters�degree�(either�Science�or�Engineering)�remains�heavily�skewed�to�the�under�30s�age�group.

� Gender and age of members

The�respondents�continued�to�be�male�dominated�–�90%�of�the�sample�were�male�–�which�reflects�the�gender�structure�of�ICE�membership.�Men�were�also�significantly�more�likely�to�occupy�senior�roles,�and�hence�to�earn�more�than�women.�This�is�the�principal�reason�for�the�so�called�‘salary�gender�gap’.

9

3�Research�methodology

The�2009�ICE�salary�survey�was�carried�out�online.�Over�36,000�working�members�were�contacted�by�email�in�June�2009�and�asked�to�fill�in�a�questionnaire�sent�to�them�by�an�independent�market�research�agency.�UK,�Hong�Kong�and�Republic�of�Ireland�(RoI)2�members,�and�for�the�first�time�members�working�in�the�United�Arab�Emirates�(UAE),�were�invited�to�take�part.�For�the�numbers�of�respondents�and�response�rates,�see�the�table�below.

Country No.�of�respondents Response�rate

United�Kingdom 8,318 26%Hong�Kong 349 13%Republic�of�Ireland 84 19%United�Arab�Emirates 222 37%

In�order�to�close�the�gap�between�the�end�of�the�fiscal�year�and�the�publication�of�the�2009�survey,�the�web�questionnaires�were�distributed�earlier�than�in�previous�years�–�in�June.�Consistent�methodology�and�the�same�reporting�period�allowed�for�a�like�for�like�comparison�of�the�2009�survey�findings�with�the�findings�from�previous�editions.�Comparisons�of�2008/2009�salaries�with�earlier�years�can�be�found�in�section�6.

Within�the�UK�sample�1,229�members�fell�into�the�recent�graduate�category:�graduate�members,�aged�up�to�34�and�with�up�to�five�years�of�experience�in�civil�engineering.�For�the�Hong�Kong�and�UAE�samples�the�respondent�base�in�this�category�was�too�small�to�analyse�it�separately.

Online�methodology�is�the�most�appropriate�for�this�survey�as�80%�of�the�ICE�working�members�have�their�email�addresses�registered�with�ICE.�It�is�a�highly�efficient�and�economic�method�of�data�capture�that�enables�a�large�number�of�responses�to�be�accommodated.�In-built�controls�help�to�ensure�that�questions�are�answered�appropriately.�Any�imbalance�in�the�achieved�sample�profile�is�adjusted�by�weighting�the�data�by�age�within�grade,�given�that�these�variables�are�two�of�the�most�predictive�where�earnings�are�concerned.�Details�of�the�weighting�applied�are�given�in�section�7.

All�respondents�were�advised�that�the�survey�was�being�conducted�by�an�independent�market�research�agency�in�accordance�with�Market�Research�Society�guidelines,�and�that�their�replies�were�strictly�confidential.�This�helped�to�encourage�accuracy�and�honesty�in�the�responses�given.

In�order�to�ensure�that�the�gathered�income�data�was�as�accurate�as�possible,�precise�definitions�were�given�for�survey�respondents�to�follow.

� Basic income

Permanent�salaried�employment:�Gross�basic�rate�salary�during�the�tax�year�2008/2009�before�deduction�of�tax�or�national�insurance,�excluding�bonuses�and�overtime.

Self-employed:�Income�from�all�sources�less�direct�expenses�but�before�deducting�tax,�national�insurance�or�personal�expenses.

Contractors�or�part-time�salaried�employment:�Total�earnings�in�the�period�before�the�deduction�of�tax�or�national�insurance�excluding�additions�from�benefits�contributions�paid�to�the�respondent.

2� Despite�a�high�response�rate,�the�respondent�base�for�RoI�was�too�small�to�present�the�salary�findings�for�this�country�in�this�year’s�report.

10ICE�Salary�Survey�2009

� Secondary income

Income�from�other�civil�engineering�related�occupations�during�the�tax�year�2008/2009,�if�these�were�part�of�the�main�occupation�in�the�year.�Only�a�gross�figure�was�requested,�before�deduction�of�tax�or�national�insurance:�examiner’s�fees,�royalties,�or�part-time�consultancy�fees�were�to�be�included�here.

� Overtime

All�earnings�received�from�an�employer�for�work�during�the�tax�year�2008/2009�other�than�basic�salary.�Bonuses�were�to�be�excluded�from�this�total.

� Bonuses

Any�share�of�profits,�commission,�fees,�honoraria�or�other�payments�received�from�the�sole�or�principal�employer�during�the�tax�year�2008/2009.�Overtime�payments�were�to�be�excluded�from�this�total.

The�Hong�Kong�tax�year�is�similar�to�the�UK�one’s�(April�to�March).�Due�to�lack�of�personal�taxes�in�the�UAE�and�consequently�of�a�tax�year,�the�respondents�from�this�country�were�asked�to�provide�their�salaries�for�the�same�period�as�the�UK�and�Hong�Kong�tax�period�–�April�2008�to�March�2009.

When�describing�the�findings�for�income,�this�report�uses�the�term�average�(mean)�income�as�opposed�to�median�income.�This�is�because�average�is�a�more�familiar�term�to�most�people.�However,�tables�giving�median�income�as�well�as�average�income�are�provided�in�section�6.

The�margin�of�error�for�findings�for�the�total�UK�sample�of�8,318�is�small�(a�+/-0.94%�margin�of�error�for�a�50%�survey�finding�–�note�that�50%�is�generally�used�to�determine�the�general�level�of�accuracy�for�a�sample�at�a�95%�confidence�level)�and�therefore,�at�this�level,�the�data�is�statistically�reliable.�The�margins�of�error�for�smaller�sample�sub-groups�are�wider,�however,�and�more�care�is�needed�when�interpreting�the�findings�at�these�levels.�The�margin�of�error�for�different�sample�sub-groups�is�given�in�the�confidence�interval�table�on�page�13.

� Period of research

In�order�to�ensure�that�meaningful�comparisons�could�be�made�between�previous�ICE�salary�surveys,�the�same�questionnaire�and�online�methodology�were�used�for�the�five�most�recent�surveys.�This�report�is�based�on�research�relating�to�salaries�in�the�2008/2009�tax�year.�In�this�survey�figures�from�this�period�are�referred�to�as�2009.�For�the�relation�between�the�older�reports�and�tax�years,�see�the�table�below.

Tax�year Survey�name

2008/2009 2009�Salary�Survey2007/2008 2008�Salary�Survey2006/2007 2007�Salary�Survey2005/2006 2006�Salary�Survey2003/2004 2004�Salary�Survey


� Confidence interval (95% confidence level) table

The�stated�margin�of�error�is�for�a�50%�survey�findings.�Survey�findings�of�more�or�less�than�50%�have�smaller�margins�of�error.

Respondent�base Sample�size�(2009)�unweighted Error�margin�%�(+/-)

All�respondents�UK 8,318 0.94All�respondents�HK 349 4.89All�respondents�UAE 222 5.21

The remaining part of the table presents sample sizes and error margins only for the UK

Age�band

<24 677 2.8125-29 1,615 1.9530-34 1,225 2.3835-39 923 2.8640-44 795 3.1445-49 690 3.4150-54 940 2.9255-59 894 3.0160-65 510 4.08>65 49 13.64

Membership�grade

FICE 301 5.14MICE 4,159 1.37AMICE 256 5.66TMICE 72 10.55Graduate 3,530 1.42Recent�graduate 2,041 1.89

Region

East�Midlands 422 4.48East�of�England 405 4.68London 1320 2.45North�East 331 4.95Northern�Ireland 192 6.70North�West 792 3.26Scotland 1,080 2.74South�East�England 1,363 2.49South�West 776 3.28Wales 356 4.91West�Midlands 651 3.56Yorkshire�&�Humber 597 3.74Channel�Islands 11 n/aOther 22 n/a

1212

4�Remuneration�findings

4.1� Basic income (UK)

4.1.1� Average basic income by age group (UK)

The�average�basic�income�across�the�UK�for�the�tax�year�2008/09�was�£47,282�p.a.�This�represents�a�marginal�decrease�(of�0.3%)�compared�to�the�previous�year’s�figure,�and�therefore�brings�to�an�end�an�unbroken�run�of�successive�increases�since�the�survey�in�the�current�format�started�in�2004.

As�in�previous�surveys,�we�continue�to�see�income�levels�increasing�steadily�with�age,�reaching�its�peak�among�members�in�the�50�to�59�year�old�age�band,�before�declining�gradually�as�retirement�age�approaches.

<25 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-65 >65 TOTALSAMPLE

0

10,000

20,000

30,000

40,000

50,000

70,000

Average basic income by age band

Age band

Ave

rag

e b

asic

inco

me

(£)

47,2

8251,3

6555,7

92

58,5

33

23,9

71 28,1

96

35,8

56 41,9

14 48,2

18 53,2

14 58,4

93

60,000


4.1.2� Average basic income by membership grade (UK)

Despite�the�decline�in�average�basic�income�across�the�UK�sample�as�a�whole,�three�of�the�membership�grades�enjoyed�an�annual�increase.�The�average�FICE�salary�increased�by�5%�to�£77,873�which�represents�a�premium�of�65%�over�the�current�sample�average.�Members�of�ICE�(MICE)�also�saw�a�salary�increase,�although�to�a�much�a�lesser�degree�–�the�average�basic�income�for�2008/2009�tax�year�of�£54,203�represents�an�annual�increase�of�just�0.8%.�The�average�Technician’s�basic�salary�was�5.3%�higher�than�in�the�previous�year,�standing�at�£34,431.�[Note:�low�TMICE�sample�base�n=73]

Associate�Members�of�ICE�appear�to�have�done�not�so�well,�with�their�current�average�basic�income�of�£41,110�representing�a�5.9%�drop�compared�to�2008�survey.�Graduates�as�a�whole�experienced�a�1%�decline�in�average�basic�income�–�to�stand�at�£33,832.

The�average�salary�among�recent�graduates�–�the�segment�within�the�Graduate�members,�aged�34�or�under�who�have�no�more�than�five�years’�experience�in�the�civil�engineering�sector�–�fell�marginally�(by�0.2%)�to�£26,654.�This�is�some�21%�lower�than�the�Graduate�grade�membership�as�a�whole.�It�indicates�that�ICE�has�a�significant�base�of�members�who�maintain�their�Graduate�status,�despite�being�older�and�more�experienced,�and�therefore�having�higher�salaries�than�the�membership�title�would�suggest.

FICE

MIC

E

AMIC

E

TMIC

E

All gra

duates

Recen

t gra

duates

TOTA

L SAM

PLE

Average basic income by membership grade

0

10,000

20,000

30,000

40,000

50,000

60,000

70,000

80,000

90,000

Membership grade

Ave

rag

e b

asic

inco

me

(£)

77,8

73

54,2

03

41,1

10

34,4

31

33,8

32

26,6

54

47,2

82


4.1.3� Average basic income by membership grade – split by gender (UK)

*�FICE,�AMICE�and�TMICE�females�are�represented�by�small�subgroups�(5,�6�and�9�respondents�respectively).

As�observed�in�previous�surveys,�a�significant�gender�disparity�continues.�In�tax�year�2008/2009�men�earned�an�average�basic�income�of�£48,708�compared�to�the�average�female�salary�of�£34,163�–�this�is�a�42.5%�difference.�This�premium�increased�1.5�pp�compared�to�the�previous�year,�although�it�remains�lower�than�the�2007�survey�premium�of�45%.

Little�gender�disparity�can�be�observed�at�the�start�of�the�career�journey�when�the�basic�salary�of�male�and�female�recent�graduates�is�almost�at�parity�(£26,719�and�£26,437�respectively).�The�gender�gap�opens�beyond�this�point,�with�men�in�the�MICE�grade�earning�an�average�of�30%�more�than�women�(28%�premium�the�previous�year�year).

Similarly,�the�gender�premium�for�men�in�the�TMICE,�AMICE�and�FICE�grades�is�18%,�16%�and�41%�respectively.�Note,�however,�that�the�subgroup�sample�sizes�for�females�in�the�FICE,�AMICE�and�TMICE�grades�are�very�small�(5,�6�and�9�respectively),�which�strongly�influences�the�discrepancy�levels.

Any�apparent�male�versus�female�gaps�cannot�be�observed�in�isolation�but�within�a�context�of�comparative�levels�of�seniority.�Director/managers�represented�23%�of�men,�but�only�8%�of�women.�Similarly,�5%�of�the�male�sample�achieved�MD/CEO/partner�status,�compared�with�only�2%�of�women.

FICE

MIC

E

AMIC

E

TMIC

E

All gra

duates

Recen

t gra

duates

TOTA

L SAM

PLE

Average basic income by membership grade– split by gender

0

10,000

20,000

30,000

40,000

50,000

60,000

70,000

80,000

90,000

Membership grade

Ave

rag

e b

asic

inco

me

(£)

Male Female

78,2

34

55,0

86

41,5

89

34,6

46

34,7

43

26,7

19

48,7

0855,0

98*

41,4

91

34,8

21*

26,3

36*

29,5

03

26,4

37 34,1

63


4.1.4� Average basic income by main level of responsibility (UK)

Unsurprisingly,�annual�basic�income�remained�highest�among�MDs/CEOs/partners,�who�earned�an�average�of�£83,359�p.a.�This�represents�a�hefty�premium�of�76%�to�the�sample�average,�which�is�in�line�with�the�78%�premium�observed�a�year�ago.�Nevertheless,�in�the�2009�survey�the�level�of�basic�income�in�this�membership�grade�was�1.7%�lower�than�that�seen�in�the�previous�year,�which�compares�unfavourably�with�successive�rises�prior�to�that�of�around�5%.

Those�in�the�next�most�senior�category�–�managers/directors�–�earned�an�average�salary�of�£62,526,�which�corresponds�to�a�rise�of�4.3%�compared�to�last�time.�Rises�for�other�job�categories�were�more�modest,�ranging�from�0.5%�for�those�on�the�job�training,�to�2.2%�for�those�in�academia/teaching.

The�biggest�fall�in�salaries�was�observed�for�respondents�in�non-project�based�civil�engineering�roles�–�the�average�annual�basic�salary�for�these�individuals�fell�to�£39,815,�representing�a�drop�of�4.7%.

Main level of responsibility

Average basic income by main level of responsibility

0

10,000

20,000

30,000

40,000

50,000

60,000

70,000

80,000

90,000

Onth

e job

train

ing

Parti

cipat

e inpro

ject work

Projec

t man

agem

ent

Senio

r projec

t man

agem

ent

Man

ager

/Dire

ctor

MD/C

EO/Pa

rtner

Academ

ic/Te

achin

g

Civil e

nginee

ring

(not pro

ject bas

ed)

Other

TOTA

L SAM

PLE

Ave

rag

e b

asic

inco

me

(£)

25,1

73 32,2

83 41,0

61 47,7

77

62,5

26

83,3

59

48,9

26

39,8

15

49,5

40

47,2

82


4.1.5� Average basic income by region (location of UK office)

There�remained�a�clear�distinction�between�London�(average�salary�of�£58,131),�South�East�England�(£51,642)�and�the�rest�of�the�UK,�which�was�headed�by�the�North�West�region�with�an�average�of�£45,791.�Essentially,�this�equates�to�a�‘London�weighting’�of�at�least�23%,�and�a�‘South�East�(excl.�London)�weighting’�of�slightly�above�9%�over�the�sample�average.

Average basic income by region (location of UK office)

0

10,000

20,000

30,000

40,000

50,000

70,000

East

Mid

lands

East

of Englan

d

London

North Ea

st

North W

est

Norther

n Irela

nd

Scotla

nd

South

East

Englan

d

South

Wes

t

Wale

s

Wes

t Mid

lands

York

shire

and H

umber

TOTA

L SAM

PLE

Region

Ave

rag

e b

asic

inco

me

(£)

44,8

84

44,4

46

58,1

31

42,7

06

45,7

91

42,6

09

42,1

33

51,6

42

43,4

16

41,8

22

45,4

14

41,9

22 47,2

82

60,000


4.1.6� Average basic income by 10–percentiles (UK)

Among�the�top�10%�of�earners,�in�the�period�2008/2009�the�average�annual�income�was�1.2%�higher�than�in�the�previous�year,�and�stood�at�£98,681.�However,�at�the�other�end�of�the�scale,�the�bottom�10%�earned�an�average�basic�income�of�£19,619,�which�equates�to�a�fall�of�6%�compared�to�the�previous�survey.

Average basic income by 10-percentiles

0

20,000

40,000

60,000

80,000

100,000

120,000

1-10

per

centil

e

11-2

0 per

centil

e

21-3

0 per

centil

e

31-4

0 per

centil

e

41-5

0 per

centil

e

51-6

0 per

centil

e

61-7

0 per

centil

e

71-8

0 per

centil

e

81-9

0 per

centil

e

91-1

00 p

erce

ntile

TOTA

L SAM

PLE

10-percentile

Ave

rag

e b

asic

inco

me

(£)

98,6

81

61,2

72

51,6

50

45,0

74

40,1

74

35,7

38

31,7

12

28,3

83

25,3

25

19,6

19

47,2

82


4.2� Additional income (UK)

4.2.1� Secondary income by age group (UK)

8%�of�the�total�UK�sample�declared�a�secondary�income,�compared�to�9%�in�the�previous�year.�This�equates�to�an�average�secondary�income�–�among�those�who�received�one�–�of�£9,801,�which�represents�a�fall�of�10.6%�compared�to�the�corresponding�2007/08�figure.

Taken�across�the�sample�as�a�whole,�the�average�secondary�income�was�a�far�more�modest�£776�compared�to�£989�in�the�previous�survey�(27%�decline).

Across�the�age�segments,�secondary�income�rises�steadily�with�age,�peaking�at�£5,135�among�the�65�year�old�segment�as�a�whole�and�£16,060�among�those�who�declared�receiving�one.�Interestingly,�the�over�65s�are�the�only�age�segment�to�have�received�a�secondary�income�that�exceeded�the�corresponding�amount�received�the�previous�year.

Age bandAge band

0

2,000

4,000

6,000

8,000

10,000

12,000

14,000

16,000

18,000

Secondary income by age band

Ave

rag

e se

con

dar

y in

com

e (£

)

<25 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-65 >65 TOTALSAMPLE

Total sample Those claiming to receive at least £1secondary income

458

517

782

936 1,

768

5,13

5

776

7,11

6

7,28

2

7,16

5

1,12

24

9,75

3

14,0

53

16,0

60

9,80

1

161

193

303

495

4,09

2

4,98

0

5,06

6


4.2.2� Secondary income by membership grade (UK)

Across�the�membership�grades,�Fellows�attracted�the�largest�average�secondary�income�(£5,212)�among�the�total�segment,�equivalent�to�£21,301�among�the�24%�of�those�who�actually�declared�one.�This�equates�to�a�6.2%�increase�in�secondary�income�across�the�FICE�membership�as�a�whole,�which�is�in�line�with�the�5%�rise�in�basic�income.

Apart�from�TMICE,�all�other�membership�grades�experienced�a�decline�in�their�level�of�secondary�income�compared�to�the�2007/08�survey.�[Note:�low�sample�base�of�TMICE�receiving�secondary�income�n=3]

4.2.3� Secondary income by level of responsibility (UK)

Unsurprisingly,�those�at�or�near�the�top�of�the�profession�(MDs/CEOs/partners)�also�enjoyed�the�biggest�secondary�incomes�(£3,873�across�the�whole�sample;�£23,399�among�the�17%�who�declared�receiving�one).�The�segment�most�likely�to�receive�a�second�income�was�academia/teaching,�among�which�51%�received�compensation�in�this�form.�[Note:�low�sample�base�n=48]

Between�4%�and�8%�of�the�other�segments�said�that�they�too�received�a�secondary�income.

FICE

MIC

E

AMIC

E

TMIC

E

All gra

duates

Recen

t gra

duates

TOTA

L SAM

PLE

0

2,000

6,000

8,000

10,000

14,000

16,000

18,000

20,000

22,000

Secondary income by membership grade

Total sample Those claiming to receive atleast £1 secondary income

Membership grade

Ave

rag

e se

con

dar

y in

com

e (£

)

776

4,64

3

195

6,23

2

393

11,9

82

9,80

1

52

6,30

7

415

8,86

7

729

21,3

01

5,21

2

12,000

4,000


4.2.4� Secondary income by region (location of UK office)

As�with�secondary�income�the�absolute�level�of�variation�between�the�lowest�average�secondary�income�(£241�in�Northern�Ireland)�and�the�highest�(£1,114�in�Wales)�was�fairly�small.�However,�among�those�that�claimed�to�actually�have�received�this�type�of�income,�the�variance�was�far�more�significant,�ranging�from�£4,503�in�NI�to�£20,627�in�Wales.

Bear�in�mind�however,�that�only�around�5%�of�these�two�regional�segments�said�they�received�a�secondary�income,�compared�to�as�high�as�14%�of�those�in�the�North�East�and�a�corresponding�ratio�of�around�8%�in�the�remaining�regions�which�may�have�led�to�such�significant�differences.

4.2.5� Overtime income by age group (UK)

14%�of�UK�members�as�a�whole�(compared�to�16%�in�the�previous�year)�said�that�they�received�an�element�of�pay�categorised�as�‘overtime’,�equating�to�an�average�of�£3,513.�However,�the�average�UK�overtime�payment�across�the�sample�as�a�whole�stood�at�£486�(compared�to�£501�in�2008�and�£526�in�2007).�So�not�only�there�were�fewer�respondents�receiving�overtime,�but�the�average�amount�they�received�seems�to�be�on�a�steady�downward�path.

The�likelihood�of�receiving�overtime�payments�declines�steadily�with�age,�peaking�at�around�the�28%�mark�among�the�under�24s�and�falling�to�a�ratio�of�around�5%�among�those�aged�55�or�above.

0

1,000

2,000

3,000

4,000

5,000

6,000

7,000

8,000

Overtime by age band

Age band

Ave

rag

e o

vert

ime

inco

me

(£)

Total sample Those claiming to receive at least £1 overtime

<25 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-65 >65 TOTALSAMPLE

3,51

348

6

7,91

430

2

5,03

927

6

4,27

015

8

7,32

961

7

3,18

640

2

3,88

455

7

4,27

166

1

2,87

964

0

2,17

465

1

2,00

454

5


4.2.6� Overtime income by membership grade (UK)

Across�the�membership�grades,�Fellows�remained�the�least�likely�to�receive�overtime�(only�4%)�yet�the�average�overtime�among�this�small�segment�(£13,490)�dwarfs�the�corresponding�amounts�within�the�other�grades�(£4,784�was�the�second�highest�for�MICE).

The�likelihood�of�receiving�overtime�income�increases�as�we�move�to�other�membership�grades�and�peaks�at�27%�for�recent�graduates�(24%�of�graduates�as�a�whole).

3,51

3

486

2,17

1

603

2,67

9

6321,

157

128

1,93

3

304

4,78

4

421

13,4

90

575

0

2,000

4,000

6,000

8,000

10,000

12,000

14,000

Overtime by membership grade

Membership grade

Ave

rag

e o

vert

ime

inco

me

(£)

FICE

MIC

E

AMIC

E

TMIC

E

All gra

duates

Recen

t gra

duates

TOTA

L SAM

PLE

Total sample Those claiming to receive at least £1 overtime


4.2.7� Overtime income by main level of responsibility (UK)

Only�1.8%�of�CEOs/MDs/partners�received�remuneration�in�the�form�of�overtime�(compared�to�3%�in�the�previous�year),�although�the�average�amount�within�this�small�segment�was�substantial�at�£15,700.

The�likelihood�of�receiving�overtime�among�the�other�levels�of�seniority�was�a�little�higher�among�managers/directors�(5%)�and�academics/teachers�(4%),�but�far�higher�among�project�managers,�project�workers�and�those�undergoing�on�the�job�training�(19%,�23%�and�26%�respectively).

4.2.8� Overtime income by region (UK)

As�with�secondary�income,�average�rates�of�overtime�(calculated�on�the�total�UK�sample�base)�fall�into�a�fairly�narrow�absolute�band�ranging�from�£202�in�the�North�East�to�£724�in�South�East�England.�However,�among�the�respective�segments�who�said�they�received�overtime�income�the�variance�is�far�wider,�ranging�from�£2,085�(among�the�10%�of�those�in�the�North�East�receiving�one)�to�£5,330�(among�the�14%�of�those�in�the�South�East�of�England�declaring�to�have�received�an�overtime�payment).

4.2.9� Bonus income by age group (UK)

43%�of�members�(compared�to�49%�in�the�previous�year)�declared�to�have�received�a�bonus�payment�in�tax�year�2008/2009�equating�to�£7,835,�whereas�for�the�sample�as�a�whole�the�average�bonus�paid�amounted�to�£3,355.

Thus�not�only�the�proportion�of�members�receiving�a�bonus�declined�by�6�pp�since�the�previous�survey,�but�the�average�size�of�the�bonus�also�decreased�(by�some�13%)�across�the�sample�as�a�whole.

7,83

53,

355

4,99

71,

193

11,1

034,

030

11,6

815,

503

10,8

955,

127

11,2

944,

885

8,31

73,

860

5,52

62,

458

2,19

188

51,38

658

61,07

036

3

Age band

<25 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-65 >65 TOTALSAMPLE

0

2,000

4,000

6,000

8,000

10,000

12,000

Bonus income by age band

Total sample Those claiming to receive at

Ave

rag

e b

on

us

inco

me

(£)


4.2.10��Bonus income by membership grade (UK)

Across�the�membership�grades,�Fellows�of�ICE�continued�to�come�top�of�the�pile,�benefiting�from�an�average�bonus�of�£10,440�across�all�Fellows�(£9,657�last�time),�and�£21,108�among�those�who�declared�they�received�one�(£19,141�last�time).�As�seen�in�the�previous�year,�bonus�remuneration�for�Members�of�ICE�came�in�at�around�half�the�level�enjoyed�by�Fellows�and�it�was�11�pp�lower�across�the�board�than�in�the�previous�year.

38%�of�the�graduate�grade�received�a�bonus,�rising�to�41%�of�AMICE,�47%�of�MICE�and�49%�of�FICE.�Those�in�the�TMICE�grade�were�far�less�likely�to�enjoy�a�bonus,�with�only�18%�who�claimed�to�have�received�remuneration�in�this�form.�[Note:�low�sample�base�n=13]

7,83

5

3,35

5

1,30

7

499

3,42

4

1,30

1

6,89

6

1,26

5

3,69

0

1,50

0

9,01

6

4,25

2

21,1

08

10,4

40

Bonus by membership grade

Total sample Those claiming to receive atleast £1 bonus

Membership grade

Ave

rag

e b

on

us

inco

me

(£)

0

2,000

4,000

8,000

10,000

12,000

15,000

16,000

20,000

22,000

FICE

MIC

E

AMIC

E

TMIC

E

All gra

duates

Recen

t gra

duates

TOTA

L SAM

PLE

6,000

18,000


4.2.11��Bonus income by main level of responsibility (UK)

In�terms�of�seniority,�likelihood�to�receive�a�bonus�rises�from�only�14%�of�those�in�academia/teaching�to�as�high�as�54%�of�those�at�manager/director�level.�In�value�terms,�however,�by�far�the�biggest�beneficiary�were�those�at�the�top�of�the�seniority�tree,�who�between�them�accrued�an�average�bonus�of�£14,230,�rising�to�£36,331�among�the�39%�who�declared�to�have�received�a�one.

4.2.12��Bonus income by region (location of UK office)

As�seen�in�the�previous�surveys,�members�based�in�London�and�South�East�England�attracted�bonus�levels�that�were�significantly�higher�than�in�any�other�region:�£6,211�and�£4,709�across�the�whole�sample�base�respectively�and�£11,727�and�£10,023�among�those�who�declared�to�have�received�this�form�of�remuneration.


4.3� Total income (UK)

4.3.1� Total income by age group (UK)

The�average�UK�total�income�(based�on�the�combination�of�basic,�secondary,�overtime�and�bonuses)�stood�at�£51,899,�representing�a�decline�of�1.7%�on�the�2007/08�survey.

The�top�10%�of�earners�enjoyed�a�total�average�income�of�£118,768,�compared�to�£20,736�among�the�bottom�10%.�This�represents�a�decline�of�2.1%�and�4.4%�respectively�compared�to�a�year�ago.

Total�income�rises�steadily�with�age,�reaching�the�£65,000�mark�for�those�in�their�50s,�and�then�declining�to�around�£58,000�as�retirement�approaches.

51,8

9957,9

9661,8

66

65,1

24

65,0

13

59,0

19

53,0

93

45,5

20

37,1

95

29,6

21

25,0

40

Total income by age band

Ave

rag

e to

tal i

nco

me

(£)

10,000

0

20,000

30,000

40,000

50,000

60,000

70,000

Age band

<25 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-65 >65 TOTALSAMPLE


4.3.2� Total income by membership grade (UK)

Fellows�of�ICE�earned,�on�average,�a�total�of�just�over�£94,000�(£88,741�in�2007/08),�followed�by�Members�of�ICE�at�£59,603�(£60,151�in�2007/08).�Compared�to�the�previous�year’s�survey�data,�this�represents�a�rise�of�5.9%�and�fall�of�1%�respectively.�The�only�other�grade�to�have�experienced�an�increased�level�of�total�remuneration�was�Technicians�(3.8%�more�than�in�the�previous�year).�[Note:�low�sample�base�at�n=73]

The�biggest�fall�in�total�remuneration�was�observed�among�Associates�–�an�average�of�8.3%.�Recent�graduates�saw�a�1%�drop�in�their�total�salaries,�which�is�in�line�with�a�0.8%�decline�among�all�the�graduate�grade�respondents.

94,0

49

59,6

03

43,3

28

35,8

76

36,1

55

27,9

48

51,8

99

Ave

rag

e to

tal i

nco

me

(£)

Total income by membership grade

Membership grade

FICE

MIC

E

AMIC

E

TMIC

E

All gra

duates

Recen

t gra

duates

TOTA

L SAM

PLE

0

10,000

20,000

30,000

40,000

50,000

60,000

70,000

80,000

90,000

100,000


4.3.3� Total income by membership grade split by gender (UK)

*�FICE,�AMICE�and�TMICE�females�are�represented�by�small�subgroups�(5,�6�and�9�respondents�respectively).

Despite�seeing�minimal�gender�disparity�at�the�recent�graduate�level,�the�survey�reveals�that�men�go�on�to�earn�significantly�more�than�women�in�all�other�membership�grades.�As�a�consequence,�there�was�a�significant�gender�gap�overall,�with�men�earning�a�total�remuneration�of�£53,660�and�women�£35,708,�equating�to�a�50%�premium�(48%�in�2007/08�survey).

Again,�as�it�is�the�case�with�the�basic�income,�the�male�versus�female�gaps�must�be�observed�in�the�context�of�comparative�levels�of�seniority.�Director/managers�represent�23%�of�men,�but�only�8%�of�women.�Similarly,�5%�of�the�male�sample�have�achieved�MD/CEO/partner�status,�compared�with�just�2%�of�women.

35,7

08

94,6

79

60,7

11

43,8

77

36,1

22

37,3

16

28,1

64

53,6

60

57,0

49*

43,7

25

36,1

34*

26,5

86*

30,6

40

27,2

21FIC

EM

ICE

AMIC

E

TMIC

E

All gra

duates

Recen

t gra

duates

TOTA

L SAM

PLE

0

10,000

20,000

30,000

40,000

50,000

60,000

70,000

80,000

90,000

100,000

Total income by membership grade – split by gender

Ave

rag

e to

tal i

nco

me

(£)

Male Female

Membership grade


4.3.4� Total income by main level of responsibility (UK)

The�level�of�responsibility�reached�by�an�individual�is�a�significant�discriminator�of�total�remuneration.�Those�at�the�MD/CEO/partner�level�–�who�represented�4.6%�of�the�total�sample�base�–�received�an�average�compensation�package�of�£102,299.�This�represents�however�a�decline�of�5.5%�compared�to�the�2007/08�survey�when�the�average�salary�for�this�segment�was�£107,618.�Managers/directors,�who�accounted�for�22%�of�the�sample,�earned�an�average�of�£70,690,�which�represents�a�3%�rise�compared�to�2007/08.�However,�the�gap�between�these�two�top�tier�levels�is�closing,�with�the�average�remuneration�for�a�manager/director�coming�in�at�69%�of�the�average�MD/CEO/partner,�compared�to�64%�a�year�ago.

On the j

ob train

ing

Parti

cipat

e in p

rojec

t work

Projec

t man

agem

ent

Senio

r pro

ject m

anag

emen

t

Man

ager

/Dire

ctor

MD/C

EO/Pa

rtner

Academ

ic/Te

achin

g

Civil e

nginee

ring (n

ot pro

ject b

ased

)

Other

TOTA

L SAM

PLE

0

10,000

20,000

30,000

40,000

50,000

60,000

70,000

80,000

90,000

100,000

110,000

Total income by main level of responsibility

Level of responsibility

Ave

rag

e t

ota

l in

com

e (

£)

26,1

62 33,9

37 43,6

17 51,1

20

70,6

90

102,

299

51,8

03

42,1

05

54,4

41

51,8

99


4.3.5� Total income by region (location of UK office)

Those�based�in�London�earned�an�average�of�£65,802,�representing�a�weighting�of�nearly�27%�over�the�UK�base�as�a�whole.�South�East�England�came�next�in�the�pecking�order�(£57,930),�with�the�remaining�regions�clustered�within�the�£45,000�to�£50,000�bracket.�Among�these,�the�best�remunerated�region�was�West�Midlands�(£49,915)�while�the�least�remunerated�were�Yorkshire�and�Humber�(£45,301)�and�Northern�Ireland�(£45,081).

East

of Englan

d

London

North Ea

st

North W

est

Scotla

nd

South

East

Englan

d

South

Wes

t

Wale

s

TOTA

L SAM

PLE

0

10,000

20,000

30,000

40,000

50,000

60,000

70,000

Total income by region (location of UK office)

Region

Ave

rag

e to

tal i

nco

me

(£)

East

Mid

lands

Norther

n Irela

nd

Wes

t Mid

lands

York

shire

and H

umber

48,8

08

47,7

68

65,8

02

45,3

89 49,4

12

45,0

81

45,6

27

57,9

30

46,4

47

45,6

78 49,9

15

45,3

01 51,8

99


4.4� Last salary review date (UK)

Almost�one-third�(32%)�of�the�UK�respondents�received�a�salary�review�during�the�first�half�of�2009,�with�a�further�55%�having�received�a�review�during�2008.�Members�in�academia/teaching�were�the�least�likely�to�have�been�reviewed�in�2008/2009�tax�year�(73%),�with�those�in�CEO/MD/partner�roles�in�a�similar�position�(75%).�In�the�latter�case,�this�may�reflect�less�frequent�usage�of�traditional�salary�reviews�in�relation�to�overall�remuneration.

4.5� Holiday entitlement (UK)

In�line�with�the�previous�year’s�survey,�the�average�annual�holiday�entitlement�among�UK�members�was�26.4�days.�The�number�of�holiday�days�increases�with�age,�total�time�spent�in�civil�engineering,�and�with�seniority�in�current�role,�although�the�variation�across�these�distributions�–�with�the�exception�of�academics�–�is�fairly�small�(around�2�days).

Interestingly,�the�greater�the�number�of�civil�engineers�employed�by�a�company,�the�less�generous�their�holiday�entitlement�was�–�the�difference�was�not�huge�though.�Among�companies�employing�fewer�than�50�civil�engineers,�the�average�entitlement�was�26.7�days,�compared�to�25.6�days�among�companies�employing�500�or�more�civil�engineers.

Last salary review date

2009 2008 2007 2006 2005 2001-2004 No answer

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

55%

Perc

ent

60%


4.6� Other employment benefits (UK)

Among�the�UK�member�base,�the�most�commonly�received�benefit�was�pension�contribution�(75%),�followed�by�professional�fees�(61%),�flexible�work�time�(39%),�life�insurance�(37%),�mobile�phone�bills�paid�by�the�employer�(30%),�and�a�car�allowance�(30%).�Compared�to�the�2007/08�survey,�there�were�small�changes�in�the�penetration�of�these�employment�benefits,�however�where�change�exists�it�tends�to�be�in�a�downward�direction.

0%

10%

20%

30%

40%

50%

60%

80%

100%

Other employment benefits

Perc

ent

Pensio

n coontri

butions

Profe

ssional

fees

Flexib

le work

ing ti

me

Life i

nsura

nce

Mobile

phone b

ill paid

Car al

lowan

ce

Med

ical –

indivi

dual

Med

ical –

indivi

dual + fa

mily

Assista

nce w

ith ed

ucatio

n/train

ing

Car

Stock

optio

ns/equity

Childca

re vo

ucher

s

Trav

el as

sista

nce

Denta

l plan

Other

None

Not applic

able

Health

club/g

ym

90%

70%

3232

5�Career�related�findings

5.1� Highest priority for future career (UK)

Excluding�those�who�responded�to�the�question�that�they�were�approaching�retirement,�the�most�widely�cited�priorities�were�concerned�with�gaining�experience,�namely�larger�projects/schemes�and�getting�more�involved�in�project�management.�However,�there�was�a�similar�desire�among�the�sample�as�a�whole�to�take�on�board�new�business�management�skills�and�job-related�technical�training.

As�in�the�previous�year,�a�small�minority�of�respondents�(3%)�was�keen�on�a�complete�career�change�which�was�in�line�with�the�2008�survey.

0%

2%

4%

6%

8%

10%

12%

14%

16%

18%

Highest priority for future career

Perc

ent

I'm ap

proac

hing re

tirem

ent

Larg

er p

rojec

ts/sch

emes

Projec

t man

agem

ent e

xper

ience

Busines

s man

agem

ent s

kills

Job-re

lated

tech

nical t

rain

ing

Line m

anag

emen

t role

Busines

s dev

elopm

ent s

kilss

Differ

ent i

ndustry/s

ecto

r

Complet

e car

eer c

hange

Other

20%

ICE�Salary�Survey�20093333

5.2� Primary information source of current job (UK)

Word-of-mouth�(21%)�continued�to�head�the�list�of�primary�sources,�followed�by�in-house�sources�(14%),�and�then�three�other�inputs�–�each�on�the�11%�mark:�recruitment�agency,�NCE,�and�being�approached�by�the�company�itself.

The�value�of�word-of-mouth�endorsement�was�highest�among�those�who�had�moved�to�a�role�in�academia/teaching,�research�and�business�development.�It�was�far�less�relevant�for�moves�to�technical�administration�and�manufacturing/production.

The�use�of�the�internet�continued�to�be�prevalent�among�younger�members.

Benefit

Word

of m

outh

In h

ouse

Recru

itmen

t agen

cyNCE

Approac

hed b

y com

pany

Inte

rnet

Universi

ty

Newsp

aper

Spec

ialist

mag

azin

e/public

atio

n

Caree

r fair

Other

0%

Primary information source for current job

Perc

ent

24%

22%

20%

18%

16%

14%

12%

10%

8%

6%

4%

2%


5.2.1� Websites used if internet was source for most recent job (UK)

Among�those�claiming�to�have�sourced�the�information�about�their�most�recent�job�via�the�internet,�the�principal�website�source�was�the�company’s�own�website�(44%,�down�from�52%�a�year�ago),�followed�by�ICErecruit�(24%,�same�as�2007/08)�and�Careers�in�Construction�(16%,�compared�to�18%�in�2007/08).

As�observed�in�the�previous�year,�engineerjobs.co.uk,�at�13%,�was�the�only�other�website�to�attract�a�percentage�in�double�figures.

Compan

y's o

wn web

ICE R

ecru

it

Caree

rs in

Constr

uction

engin

eerjo

bs.co.u

k

Monste

r

Tota

l Jobs

Fish4J

obs

S1 Jo

bs

ENDS

Jobsit

e

The C

aree

r Engin

eer

Railway

People

Other

Don’t re

call

0%

5%

10%

15%

20%

25%

30%

35%

40%

50%

Website used (if internet the primary source for current job)

Perc

ent

45%


5.3� Plans to change current job by age (UK)

Four�in�five�members�(80%)�had�no�intention�of�changing�jobs�within�the�following�12�months,�an�increase�of�4�pp�compared�to�the�last�survey,�with�the�remainder�divided�equally�between�those�who�intended�to�move�to�another�employer�(10%)�and�those�who�intended�to�move�positions�within�their�current�employer�(10%).�The�number�of�those�who�would�like�to�look�for�new�opportunities�with�a�new�employer�dropped�by�3pp�compared�to�previous�year.

Thus�underlying�‘employer�loyalty’�over�the�next�12�months�was�90%�(compared�to�87%�in�the�previous�year�and�88%�in�2006/07).�It�is�interesting�to�notice�that�in�the�current�economic�climate�nearly�the�same�proportion�of�respondents�as�in�the�previous�two�surveys�expressed�interest�in�moving�jobs,�however�what�was�noticeable�was�the�lower�number�of�those�who�wanted�to�move�to�a�new�job�with�a�new�employer�(down�3�pp�from�13%�the�previous�year).

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Plans to change current job by age band

No Yes - with same employer Yes - with another employer

Perc

ent

Age band

<25 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-65 >65 TOTALSAMPLE


5.3.1� Reasons for changing current job (UK)

The�top�two�reasons�for�changing�jobs�were�to�broaden�knowledge/experience�and�take�on�more�responsibility.�Just�behind�these�primary�drivers�was�a�further�set�of�factors�that�focus�on�remuneration,�job�interest,�poor�prospects�in�current�role�and�the�current�contract�coming�to�an�end.

Arguably�unsurprisingly,�seeking�better�remuneration�was�usually�more�of�an�issue�for�those�at�the�start�of�their�careers,�although�the�proportion�citing�this�as�a�reason�jumps�back�up�(to�18%)�among�those�at�CEO/MD/partner�level.

It�is�also�of�little�surprise�that�a�desire�to�broaden�knowledge�was�by�far�the�highest�among�those�undergoing�on�the�job�training�(31%,�compared�to�16%�among�the�sample�as�a�whole).

Interestingly,�the�money�became�less�of�a�motivator�than�in�the�previous�survey,�when�17%�of�those�who�declared�an�interest�in�changing�jobs�said�it�was�the�second�most�important�reason�(14%�in�2009�survey).�Also,�there�was�an�increase�of�2�pp�of�those�who�were�not�content�with�the�prospects�offered�by�the�current�employer�(10%�in�the�previous�year).

Reasons for changing job

Perc

ent

For m

ore m

oney

For m

ore re

sponsib

ility

Broad

en kn

owledge/e

xper

ience

Current e

mplo

yer o

fferin

g poor p

rosp

ects

More

job in

tere

st

Current p

rojec

t about t

o end

New lo

catio

n to su

it fa

mily

Perso

nal re

asons

To ch

ange c

aree

r

Receiv

ed a

good offe

r

Other

0%

2%

4%

6%

8%

10%

12%

14%

16%

18%


5.4� Factors that would improve working life (UK)

As�observed�in�2008�survey,�the�top�four�desires�–�reduced�workload,�more�holidays,�the�ability�to�work�from�home�and�shorter�working�week�–�are�effectively�about�a�better�work-life�balance.�Close�behind�were�two�additional�factors�–�less�travelling�and�a�greater�opportunity�for�training.

A�desire�to�reduce�the�workload�rises�steadily�with�seniority,�from�just�3%�among�those�on�the�job�training,�15%�in�project�management�to�as�high�as�24%�of�those�at�manager/director�level�and�above.�Perhaps�unsurprisingly,�interest�in�having�a�more�generous�allowance�for�holiday�days�was�fairly�consistent�across�all�groups.�The�same�cannot�be�said�for�travel�obligations,�which�varied�widely�according�to�one’s�main�area�of�work.�For�example,�while�only�6%�of�those�in�development�and�design�(planning)�said�they�would�like�to�travel�less,�this�rises�to�22%�among�those�in�construction�and�installation.

Factors

Factors that would improve working life

Reduce

d work

load

More

holid

ays

Shorte

r work

ing w

eek

Work

ing fr

om h

ome

Less

trave

lling

More

opportu

nity fo

r tra

inin

g

Flexib

le hours

Other

0%

2%

4%

6%

8%

10%

12%

14%

16%

20%

Perc

ent

18%


5.5� Satisfaction against key job criteria (UK)

5.5.1� Satisfaction with current role

The�large�majority�of�members�(81%)�claimed�to�be�satisfied�with�their�current�role,�which�was�almost�on�par�with�the�figures�seen�in�the�2008�and�2007�surveys�(82%�for�both�respectively).�As�pointed�out�in�previous�years,�this�statistic�is�based�on�the�combined�‘very�satisfied’�and�‘fairly�satisfied’�measures.�However,�an�inspection�of�the�top�answer�(arguably�a�more�sensitive�measure�of�real�satisfaction)�also�shows�an�almost�unchanged�value�compared�to�the�previous�year�(27%�in�2009�and�28%�in�2008�survey).

Levels�of�strong�satisfaction�were�pretty�consistent�(at�around�the�20-25%�mark)�for�members�occupying�roles�up�to�and�including�senior�project�management.�However,�there�was�a�big�jump�in�satisfaction�beyond�this�level,�with�35%�at�manager/director�level�expressing�strong�satisfaction,�and�67%�of�CEOs/MDs/partners.

There�remained�something�of�a�‘satisfaction�gender�gap’,�with�27%�of�men�and�21%�of�women�claiming�to�be�very�satisfied,�in�line�with�the�previous�year’s�corresponding�values�of�29%�and�22%�respectively.

Very satisfied Fairlysatisfied

Indifferent Fairlydissatisfied

Verydissatisfied

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

60%

Satisfaction against key job criteria

Current role Current employer Compensation package

Level of satisfaction

Perc

ent

55%


5.5.2� Satisfaction with current employer

78%�of�members�(same�as�in�the�previous�year,�up�2%�on�the�2006/07�figure)�claimed�to�be�satisfied�with�their�employer.�Looking�at�the�proportion�claiming�to�be�‘very’�satisfied,�this�accounts�for�28%�of�the�total�sample�compared�to�29%�a�year�ago.�Strong�satisfaction�was�more�likely�to�be�found�among:

Those�at�the�top�of�the�seniority�tree�–�71%�of�this�segment�said�they�were�very�satisfied�with�their��employer,�compared�with�a�value�between�22%�and�30%�for�all�other�levels�(bear�in�mind�that�at�least�some�of�this�high�satisfaction�level�may�be�a�function�of�the�fact�that�senior�individuals�are�more�likely�to�be�their�own�employers)

Smaller�organisations�–�34%�of�members�in�companies�with�no�more�than�fifty�civil�engineers,��compared�to�around�the�25%�mark�for�other�size�segments

FICE�grade�(49%)�compared�to�MICE�(29%),�recent�graduates�(26%),�AMICE�(23%),�and�TMICE�(22%)��

As�observed�last�year,�the�gender�difference�was�less�marked�for�employer�satisfaction�than�for�role�satisfaction�–�28%�of�men�and�25%�of�women�claimed�to�be�very�satisfied�with�their�employer.

5.5.3� Satisfaction with compensation package

Numerically,�levels�of�satisfaction�regarding�pay�package�came�in�a�good�deal�below�the�corresponding�ratings�for�employer�and�current�role.�Only�61%�of�members�said�they�were�satisfied�overall�with�their�compensation�package�(63%�in�the�previous�survey�and�59%�in�2007�survey),�while�the�segment�claiming�to�be�‘very’�satisfied�was�marginally�lower�than�in�the�previous�year�at�14%�(15%�in�2008�survey).

Levels�of�strong�satisfaction�were�relatively�low�(between�7%�and�9%)�for�individuals�occupying�roles�at�project�management�level�or�below.�However,�this�rises�to�14%�among�senior�project�management,�20%�among�managers�and�directors�and�peaks�at�40%�at�the�CEO/MD/partner�level.

15%�of�men�and�9%�of�women�said�they�were�very�satisfied�with�their�compensation�package�(16%�and�10%�respectively�in�the�previous�year).


5.6� Training (UK)

5.6.1� Identification of training needs by age (UK)

As�seen�a�year�ago�just�under�nine�out�of�ten�members�(87%)�had�either�identified�their�next�year’s�training�needs�(57%)�or�planned�to�do�so�(30%).�However,�2009�survey’s�data�points�to�a�slight�rise�in�the�proportion�who�claimed�to�already�have�had�their�plans�in�place�(54%�in�2008�survey).

There�was�little�gender�difference,�although�women�(59%)�were�slightly�more�likely�than�men�(57%)�to�have�identified�next�year’s�training�needs.

Across�the�sample�as�a�whole�76%�of�those�who�identified�their�training�needs�that�the�cost�would�be�met�by�their�employer,�which�was�slightly�down�on�the�80%�seen�in�the�previous�year.�5%�of�the�respondents�expected�to�fund�the�training�costs�themselves�whereas�13%�anticipated�to�fund�the�cost�jointly�with�their�employer�(up�from�11%�in�2008�survey).�6%�of�respondents�had�not�decided�yet�when�the�survey�was�being�conducted.

0%

10%

20%

30%

40%

50%

60%

100%

Identification of training needs by age band

Yes No, but plan to do so No, and no plans to do so

Age band

Perc

ent

<25 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-65 >65 TOTALSAMPLE

90%

80%

70%


5.6.2� Main areas where training is required by age (UK)

The�most�widely�sought�training�needs�continued�to�be�non-technical�soft�skills�such�as�management�or�communication�(66%�of�the�member�base).

The�perceived�need�to�improve�this�part�of�the�skill-set�rises�steadily�with�income�and�seniority.�Only�33%�of�those�earning�a�basic�income�of�up�to�£20,000�were�seeking�training�in�non-technical�soft�skills�compared�to�around�70%�of�those�earning�£45,000�or�more.

The�perceived�need�for�training�in�the�fields�of�both�technical�depth�and�breadth�diminishes�as�members�rise�up�the�income�and�seniority�ranks.

Age band

0%

10%

20%

30%

40%

50%

60%

70%

Training requirements by age band

Technical depth (e.g. advancing specialist knowledge)

Soft skills (e.g. management, comms)

Technical breadth (e.g. new concepts)

Perc

ent

<25 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-65 >65 TOTALSAMPLE

100%

90%

80%


5.6.3� Effect of the economic crisis on training opportunities offered by company

A�negligible�proportion�of�respondents�were�anticipating�that�the�economic�crisis�would�have�a�positive�impact�on�training�opportunities�offered�by�their�company.�Those�who�foresaw�a�negative�impact�were�more�likely�to�occupy�consultancy,�marketing/sales�and�manufacturing/production�roles,�but�less�likely�to�be�in�education�or�research.

Negative impact Positive impact No impact Don’t know/not sure

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

Economic crisis and its effect on training opportunities

Perc

ent

55%

4343

6�Comparison�of�2004-2008�� data�with�2009�findings

6.1� Analysis of basic salary 2004 to 2009: by level of responsibility (UK)

Mean�(£)

2009 %�change 2008 %�change 2007 %�change 2006 %�change 2004

A-E A A-B B B-C C C-D D D-E E

On�the�job�training 16.3% 25,173 -0.9% 25,406 5.4% 24,107 -5.8% 25,588 18.3% 21,637Participate�in�project�work 18.2% 32,283 1.1% 31,931 3.9% 30,719 -2.1% 31,375 14.8% 27,323Project�management 22.8% 41,061 0.8% 40,730 7.2% 37,990 3.4% 36,744 9.9% 33,448Senior�project�management 21.2% 47,777 1.5% 47,081 5.2% 44,773 7.9% 41,495 5.3% 39,421Manager�/�Director 28.8% 62,526 4.3% 59,924 3.4% 57,962 4.2% 55,648 14.6% 48,557MD�/�CEO�/�Partner 24.5% 83,359 -1.6% 84,731 4.8% 80,882 1.4% 79,798 19.2% 66,945Academic�/�Teaching 24.1% 48,926 2.2% 47,865 3.9% 46,076 8.9% 42,321 7.3% 39,426Civil�engineering��(not�project�based)

16.2% 39,815 -4.6% 41,754 2.5% 40,750 -2.3% 41,716 21.8% 34,263

Other 15.5% 49,540 -6.2% 52,807 11.3% 47,426 -6.8% 50,894 18.6% 42,904TOTAL 20.6% 47,282 -0.3% 47,414 5.0% 45,166 2.1% 44,251 12.9% 39,191

Median�(£)


A A-B B B-C C C-D D D-E E

On�the�job�training 25,000 0.0% 25,000 5.9% 23,600 -4.4% 24,679 17.5% 21,000Participate�in�project�work 29,400 1.4% 29,000 3.6% 28,000 -3.4% 29,000 13.0% 25,660Project�management 38,000 2.7% 37,000 5.7% 35,000 1.7% 34,416 8.5% 31,712Senior�project�management 44,000 1.3% 43,439 5.8% 41,042 4.2% 39,394 6.5% 36,978Manager�/�Director 56,000 1.8% 55,000 1.9% 54000 5.9% 50,996 13.3% 45,000MD�/�CEO�/�Partner 72,000 -4.0% 75,000 7.1% 70,000 2.3% 68,446 14.1% 60,000Academic�/�Teaching 45,000 -3.8% 46,759 1.8% 45,923 6.7% 43,043 7.6% 40,000Civil�engineering��(not�project�based)

37,500 -2.3% 38,400 -1.5% 39,000 4.7% 37,235 12.8% 33,000

Other 42,500 -8.6% 46,500 8.3% 42,943 -2.3% 43,971 14.2% 38,500TOTAL 41,421 -0.8% 41,750 4.4% 40,000 0.3% 39,880 11.9% 35,647

*All commentaries in section 6 refer to the table with mean salary figures

Looking�at�salary�changes�by�level�of�responsibility,�managers�and�directors�saw�a�credit�crunch�beating�salary�increase�of�4.3%,�whereas�those�in�academia�and�teaching�observed�a�reasonable�2.2%�rise.�Those�in�project�management�and�those�participating�in�project�work�saw�negligible,�yet�positive,�salary�changes.�The�most�affected�groups�of�respondents�were�those�who�classified�themselves�as�‘other’�and�respondents�in�not�project�based�civil�engineering:�their�salaries�dropped�6.2%�and�4.6%�respectively�compared�to�the�previous�year.

Over�the�period�of�five�years�it�was�managers�and�directors,�MDs/CEOs/partners,�academics�and�teachers,�and�senior�project�managers�who�saw�a�salary�increase�above�the�sample�overall�average�of�20.6%.�Taking�into�consideration�a�13.6%�increase�of�RPI3�between�2005�and�2009,�the�real�salary�increase�over�the�same�period�ranged�between�1.9%�for�‘others’�and�15.2%�for�managers�and�directors.

3� Cumulative�Retail�Price�Index�(RPI)�over�the�period�between�June�2005�and�June�2009�was�13.6%.


6.2� Analysis of basic salary 2004 to 2009: by age (UK)

Mean�(£)



<25 10.9% 23,971 -1.8% 24,410 5.7% 23,083 4.5% 22,090 2.2% 21,61025-29 17.5% 28,197 -0.7% 28,391 3.6% 27,392 -2.6% 28,124 17.2% 23,99230-34 19.4% 35,368 -1.4% 35,856 4.6% 34,265 -2.1% 34,983 18.1% 29,61035-39 19.8% 41,914 -2.2% 42,857 2.7% 41,732 2.1% 40,868 16.8% 34,97940-44 16.9% 48,219 -3.0% 49,693 9.9% 45,220 5.5% 42,878 4.0% 41,24045-49 22.8% 53,215 -2.9% 54,832 2.4% 53,558 3.6% 51,715 19.3% 43,34550-54 23.2% 58,494 2.7% 56,957 3.2% 55,199 4.1% 53,025 11.7% 47,48155-59 25.6% 58,534 3.3% 56,665 6.0% 53,456 4.1% 51,337 10.1% 46,61660-65 29.8% 55,792 1.5% 54,979 9.7% 50,129 3.6% 48,377 12.6% 42,967>65 9.6% 51,365 -5.1% 54,119 7.6% 50,312 3.2% 48,740 4.0% 46,873TOTAL 20.6% 47,282 -0.3% 47,414 5.0% 45,166 2.1% 44,251 12.9% 39,191

Median�(£)



<25 24,000 0.0% 24,000 4.3% 23,000 3.0% 22,325 6.3% 21,00025-29 27,300 -0.7% 27,500 3.8% 26,500 -1.6% 26,919 16.5% 23,10630-34 34,000 0.0% 34,000 3.8% 32,750 -0.4% 32,886 13.4% 29,00035-39 40,000 0.0% 40,000 2.6% 39,000 3.0% 37,856 13.0% 33,51440-44 44,500 7.5% 41,400 0.7% 41,100 2.8% 39,981 5.6% 37,87245-49 48,000 0.0% 48,000 1.1% 47,500 6.0% 44,823 12.1% 40,00050-54 50,000 -2.0% 51,000 6.3% 48,000 1.6% 47,266 9.9% 43,00055-59 52,086 0.3% 51,924 5.2% 49,354 7.6% 45,876 11.2% 41,25060-65 50,000 4.2% 48,000 4.3% 46,000 3.2% 44,578 11.4% 40,000>65 41,000 2.2% 40,120 5.6% 38,000 -12.2% 43,292 16.1% 37,301TOTAL 41,421 -0.8% 41,750 4.4% 40,000 0.3% 39,880 11.9% 35,647

In�2008�survey�the�biggest�salary�change�was�experienced�by�members�aged�40-44�and�60-65�who�almost�hit�a�double�digit�increase.�In�the�2009�edition�it�was�only�those�aged�between�50�and�65�who�managed�to�defend�themselves�from�the�recession�and�recorded�a�moderate�salary�increase.�Respondents�aged�over�65�noted�a�salary�decrease�of�5.1%,�whereas�those�at�the�younger�end�of�scale�earned�between�0.7%�and�3%�less�than�in�the�previous�year.

Over�last�5�years�it�was�respondents�aged�between�45�and�65�who�saw�an�above�average�salary�increase�ranging�between�22.8%�for�those�aged�45-49�and�29.8%�for�those�aged�60-65.


6.3�� Analysis of basic salary 2004 to 2009: by membership grade (UK)

Mean�(£)



FICE 23.9% 77,873 5.0% 74,184 3.9% 71,380 4.9% 68,078 8.3% 62,859MICE 24.3% 54,204 1.0% 53,671 5.8% 50,715 4.5% 48,510 11.3% 43,596AMICE n/a 44,110 1.0% 43,686 6.7% 40,962 7.9% 37,952 n/a n/aTMICE n/a 34,432 5.4% 32,670 -5.3% 34,497 -2.2% 35,263 n/a n/aGraduates 17.4% 33,832 -1.0% 34,180 4.3% 32,768 -5.1% 34,535 19.8% 28,827Recent�graduates n/a 26,654 -0.2% 26,713 5.1% 25,406 n/a n/a n/a n/aTOTAL 20.6% 47,282 -0.3% 47,414 5.0% 45,166 2.1% 44251 12.9% 39,191

Median�(£)



FICE 72,000 5.9% 68,000 4.6% 65,000 4.9% 61,947 13.6% 54,530MICE 49,000 2.1% 48,000 4.3% 46,000 5.8% 43,497 8.7% 40,000AMICE 38,440 1.2% 38,000 4.1% 36,500 4.4% 34,955 n/a n/aTMICE 34,000 13.3% 30,000 -3.2% 31,000 n/a n/a n/a 32,010Graduates 30,000 0.0% 30,000 3.4% 29,000 -3.3% 29,993 15.4% 26,000Recent�graduates 25,900 -0.4% 26,000 4.0% 25,000 n/a n/a n/a n/aTOTAL 41,421 -0.8% 41,750 4.4% 40,000 0.3% 39,880 11.9% 35,647

*In 2004 AMICE and TMICE results were combined. ‘Recent graduate’ definition was introduced in 2007 survey.

Analysis�of�salaries�by�grade�shows�that�those�who�saw�the�biggest�increase�in�the�tax�period�2008/2009�were�Fellows�and�Technicians�–�in�both�cases�the�rise�was�above�5%.�MICE�and�AMICE�saw�a�moderate�positive�change�at�a�level�of�1%,�whereas�graduates�(including�recent�graduates)�experienced�a�negative�change.�[Note:�low�TMICE�sample�base�n=73]

Over�the�period�of�five�years,�between�2005�and�2009,�FICE�and�MICE�were�the�only�grades�that�achieved�salary�increases�above�the�sample�overall�average�of�20.6%.


6.4�� Analysis of basic salary 2004 to 2009: by region (UK)

Mean�(£)



East�of�England 19.0% 44,883 -1.9% 45,761 6.4% 43,027 3.9% 41,396 9.7% 37,721East�Midlands 22.1% 44,446 -2.9% 45,767 4.5% 43,815 -0.9% 44,216 21.5% 36,406London 27.9% 58,131 -0.2% 58,274 4.7% 55,647 3.5% 53,775 18.3% 45,443North�East 17.1% 42,706 1.8% 41,944 4.7% 40,075 3.1% 38,882 6.6% 36,476Northern�Ireland 23.8% 42,609 -0.3% 42,727 4.5% 40,878 2.6% 39,826 15.7% 34,429North�West 31.0% 45,791 1.3% 45,195 4.0% 43,453 4.7% 41,485 18.7% 34,957Scotland 10.3% 42,133 -0.6% 42,390 4.1% 40,706 0.3% 40,576 6.2% 38,201South�East 22.2% 51,642 -0.7% 52,017 7.4% 48,450 1.3% 47,844 13.2% 42,254South�West 15.5% 43,416 1.0% 42,966 1.8% 42,212 3.4% 40,815 8.6% 37,578Wales 28.0% 41,823 -2.9% 43,052 7.1% 40,181 9.3% 36,768 12.5% 32,682West�Midlands 20.5% 45,414 -1.4% 46,078 6.4% 43,317 -1.7% 44,061 16.9% 37,678Yorks�and�Humberside 14.1% 41,922 4.5% 40,118 -0.7% 40,419 -4.5% 42,342 15.2% 36,756TOTAL 20.6% 47,282 -0.3% 47,414 5.0% 45,166 2.1% 44,251 12.9% 39,191

Median�(£)



East�of�England 40,800 -2.9% 42,000 5.0% 40,000 1.6% 39,351 12.4% 35,000East�Midlands 40,718 0.5% 40,500 3.5% 39,132 1.8% 38,442 14.8% 33,500London 48,000 -1.0% 48,500 -1.0% 49,000 5.0% 46,677 11.3% 41,955North�East 38,000 -2.6% 39,000 5.4% 37,000 3.0% 35,907 2.6% 35,000Northern�Ireland 39,000 -1.3% 39,500 5.7% 37,383 2.7% 36,417 9.0% 33,400North�West 42,385 2.1% 41,500 3.8% 40,000 5.6% 37,871 14.4% 33,100Scotland 37,900 -0.3% 38,000 5.6% 36,000 0.3% 35,885 8.7% 33,000South�East 47,500 0.0% 47,500 5.6% 45,000 2.4% 43,933 13.3% 38,773South�West 38,000 -2.6% 39,000 2.6% 38,000 3.3% 36,778 12.4% 32,725Wales 37,000 -2.0% 37,750 3.4% 36,500 7.9% 33,843 18.4% 28,590West�Midlands 40,600 -2.2% 41,500 5.1% 39,500 -1.2% 39,997 12.9% 35,434Yorks�and�Humberside 38,000 1.3% 37,500 4.2% 36,000 -0.2% 36,068 3.1% 35,000TOTAL 41,421 -0.8% 41,750 4.4% 40,000 0.3% 39,880 11.9% 35,647

Salaries�in�all�regions�apart�from�North�East,�North�West,�South�West�and�Yorkshire�&�Humber�dropped�compared�to�2008�survey�by�between�0.2%�in�London�and�2.9%�in�East�Midlands�and�Wales.�In�the�regions�that�recorded�a�positive�change�of�the�average�salary�the�difference�was�between�1%�in�South�West�and�4.5%�in�Yorkshire�&�Humber.

Over�a�five-year�period�North�West�recorded�the�highest�increase�of�the�average�salary�of�all�regions�at�a�level�of�31%,�with�Wales�and�London�close�behind�–�28%�in�both�regions.�Three�other�regions�–�Northern�Ireland,�South�East�and�East�Midlands�–�also�registered�above�average�positive�change�however�at�a�lower�rate.�Scotland�was�the�region�with�the�most�modest�positive�change�over�that�period�with�just�10%�increase.


6.5� Analysis of basic salary 2004 to 2009: by main field of work (UK)

Mean�(£)



Design�and�construction 18.6% 44,027 0.0% 44,044 4.8% 42,025 2.4% 41,028 10.5% 37,122Consultancy 22.0% 45,142 -0.6% 45,433 4.9% 43,292 0.5% 43,093 16.4% 37,010Construction/installation 23.1% 48,836 -1.8% 49,745 6.7% 46,618 7.4% 43396 9.4% 39,684Development/design 11.2% 40,958 -7.7% 44,374 6.0% 41,874 4.3% 40,153 9.0% 36,833Maintenance/servicing 9.5% 42,065 0.6% 41,827 0.0% 41,835 9.1% 38,329 -0.2% 38,409Technical�administration 28.3% 43,794 4.6% 41,864 -6.0% 44,541 8.7% 40,983 20.0% 34,141Education/teaching 20.4% 46,102 2.3% 45,056 -3.5% 46,688 1.0% 46,208 20.6% 38,303Management 25.0% 61,599 2.4% 60,171 4.2% 57,767 4.3% 55,392 12.4% 49,283Other 25.4% 49,947 -6.1% 53,165 6.2% 50,061 7.0% 46,777 17.4% 39,840TOTAL 20.6% 47,282 -0.3% 47,414 5.0% 45,166 2.1% 44,251 12.9% 39,191

Median�(£)



Design�and�construction 39,249 0.6% 39,000 4.0% 37,500 0.3% 37,404 10.0% 34,000Consultancy 39,830 0.6% 39,600 4.2% 38,000 0.2% 37,937 13.9% 33,321Construction/installation 44,000 -2.2% 45,000 4.7% 43,000 8.6% 39,605 -1.0% 40,000Development/design 37,000 -8.9% 40,600 3.4% 39,250 6.5% 36,862 9.2% 33,750Maintenance/servicing 36,000 -6.3% 38,400 -1.5% 39,000 11.5% 34,990 9.3% 32,000Technical�administration 40,250 1.3% 39,735 -1.3% 40,273 7.7% 37,410 16.9% 32,000Education/teaching 44,930 -2.3% 46,000 2.2% 45,000 6.1% 42,398 6.0% 40,000Management 54,500 2.9% 52,959 3.8% 51,000 7.4% 47,500 8.0% 44,000Other 41,000 -10.0% 45,533 3.1% 44,163 3.7% 42,568 16.6% 36,500TOTAL 41,421 -0.8% 41,750 4.4% 40,000 0.3% 39,880 11.9% 35,647

The�previous�year�saw�the�biggest�average�salary�increase�among�those�in�construction�and�installation.�In�2009�survey�it�was�respondents�in�technical�administration�that�registered�the�highest�salary�increase�–�4.6%.�Other�employment�fields�where�the�change�was�positive�were�management,�education�and�teaching,�and�maintenance�and�servicing.�The�most�affected�respondents�were�those�in�development�and�design�(-7.7%)�and�those�who�classified�themselves�as�‘others’�(-6.1%).

Over�a�five-year�period�technical�administration�employees�recorded�the�highest�salary�increase�(28.3%),�whereas�maintenance�and�servicing�were�at�the�other�extreme�of�the�scale�(9.5%).

4848

7�Sample�data�UK

7.1�� Weighting data by age (UK)

The�chart�shows�the�difference�between�the�unweighted�responses�and�weighted�figures.�The�figures�in�this�report�are�based�on�the�weighted�sample.�Weighting�is�a�mathematical�formula�designed�to�increase�the�importance�of�replies�from�under-represented�groups�and�decrease�the�importance�of�over-represented�groups�so�that�the�reported�responses�represent�as�closely�as�possible�the�actual�ICE�membership.

In�the�2009�survey�respondents�aged�up�to�39�years�old�were�overrepresented�in�the�respondent�sample,�whereas�those�aged�40+�were�underrepresented.

Weighting data – by age band

0%

5%

10%

15%

20%

Perc

ent

<25 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-65 >65

Age band

25%

Weighted Unweighted


7.2�� Weighting data by grade (UK)

Members�belonging�to�FICE�grade�were�over-represented�in�the�more�senior�levels,�occupying�23%�of�MD/CEO/partner�roles,�despite�accounting�for�only�4%�of�the�total�membership�base.�In�line�with�this,�25%�of�Fellows�earned�a�basic�salary�of�at�least�£100K+,�compared�to�9%�of�the�membership�base�as�a�whole.

As�the�biggest�single�membership�grade�(accounting�for�56%�of�the�total�UK�membership),�Members�of�ICE�also�occupied�the�majority�of�senior�roles�in�gross�terms�–�81%�of�director/manager�roles�and�67%�of�CEO/MD/partner�roles.

99%�of�those�undergoing�on�the�job�training�fell�within�the�graduate�grade,�as�did�70%�of�those�participating�in�project�work.�Even�at�project�management�and�senior�project�management�level,�42%�and�20%�respectively�of�these�roles�were�occupied�by�graduate�members.�Interestingly,�9%�of�managers/directors�and�10%�of�CEOs/MDs/partners�continued�to�hold�graduate�membership.

Weighted Unweighted

10%

20%

30%

40%

50%

60%

FICE MICE AMICE TMICE All graduates Recentgraduates

Perc

ent

Membership grade

Weigting data – by membership grade

0%


7.3�� Respondents by gender (UK)

ICE�respondents�continued�to�be�male�dominated,�accounting�for�9�out�of�10�respondents�of�the�UK�base.�The�9:1�male�to�women�ration�reflects�the�ICE�membership�gender�profile�(as�of�June�2009).

Men�were�significantly�more�likely�to�occupy�the�senior�roles,�and�hence�to�earn�more�than�women.�They�also�continued�to�dominate�the�recent�graduate�segment,�although�the�ratio�of�their�incidence�within�this�group�was�much�smaller�than�in�the�sample�as�a�whole�(76%�are�men,�24%�are�women).

�Up�to�the�age�of�40,�the�proportion�of�women�members�in�the�sample�is�around�20%�i.e.�double�their�representation�within�the�sample�as�a�whole.�However,�beyond�this�age,�the�proportion�drops�away�fairly�rapidly,�from�10%�in�the�40-44�year�old�age�bracket,�to�6%�in�the�45-49�year�olds,�3%�in�the�50-54�year�olds,�and�only�1%�thereafter.

Age band

Perc

ent

0%

20%

40%

60%

80%

100%

Gender by grade

Male Female

<25 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-65 >65 TOTALSAMPLE


7.4�� Highest qualification by age group (UK)

Among�the�UK�respondents,�the�BSc�was�the�most�commonly�held�qualification�(42%),�followed�by�BEng�(31%),�HNC/HND�(18%),�MSc�(15%)�and�MEng�(13%).�4%,�as�in�the�previous�survey,�held�a�doctorate.

The�incidence�of�a�Masters�degree�(either�Science�of�Engineering)�remained�heavily�skewed�to�the�under�30s�age�group�(penetration�was�around�60%�of�those�aged�up�to�29,�49%�of�those�aged�30-34,�and�less�than�30%�among�those�aged�35�and�above).�This�reflects�a�trend�towards�seeking�higher�qualifications�at�an�earlier�stage�of�the�career�development�process�in�the�recent�years.

<25 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-65 >65 TOTALSAMPLE

0%

10%

20%

30%

40%

50%

60%

70%

100%

Perc

ent

Academic qualifications held by age band

PhD MEng MSc BEng BSc HNC HND Other

90%

80%

5252

8�Pattern�of�employment�� and�office�location

8.1�� Employment status (UK)

The�ICE�respondent�base�continued�to�be�dominated�by�a�traditionally�employed�workforce�(88%),�with�self-employment�status�relatively�scarce�(4%�of�members)�and�full-time�contract�status�for�1�in�20�respondents.

Self-employed�status�was�close�to�zero�for�those�with�up�to�10�years�experience�in�the�sector,�rising�to�3%�among�those�with�20�to�30�years�experience�and�peaking�at�10%�among�those�with�30+�years�of�experience.�As�a�proportion�of�the�sample�as�a�whole,�this�latter�figure�corresponds�to�4%�of�the�respondent�base.

35%�of�the�self-employed�contingent�was�attributed�to�the�CEO/MD/partner�category,�rising�to�50%�if�we�include�those�at�manager�or�director�level.�Fellows�were�more�than�four�times�more�likely�to�be�self-employed�than�their�incidence�in�the�membership�base�as�a�whole�would�suggest.

Perc

ent

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Employment status

Employed Full-time contract Self-employed Part time


8.2�� Years with current employer (UK)

Arguably�unsurprisingly,�length�of�tenure�with�one’s�current�employer�increases�with�age.�Thus,�while�91%�of�those�aged�under�30�had�worked�for�their�employer�for�no�more�than�5�years,�57%�of�those�aged�55�had�worked�for�their�current�employer�for�more�than�10�years.

Years with current employer – by age band

0%

20%

40%

60%

80%

100%

Age band

Perc

ent

Up to 5 yrs 5 yrs 1 month to 10 yrs

10 yrs 1 month to 20 yrs More than 20 yrs

<25 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-65 >65 TOTALSAMPLE


8.3�� Years in current position (UK)

While�the�previous�chart�indicates�that�increasing�age�can�be�associated�with�employer�loyalty�(or�signs�of�employee’s�inertia),�there�remained�significant�minorities�at�the�upper�end�of�the�age�scale�who�were�relatively�new�to�their�roles.�Thus,�33%�of�the�over�55�year�olds�had�only�been�in�their�role�for�three�years��or�less,�and�26%�of�those�aged�50�or�more�had�been�in�their�role�for�no�more�than�two�years.

Perc

ent

<25 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-65 >65 TOTALSAMPLE

Years in current position – by age band

Age band

Up to 2 yrs 2 yrs 1 month to 5 yrs 5 yrs 1 month to 10 yrs

10 yrs 1 month to 20 yrs More than 20 yrs

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%


8.4�� Main field of employment and level of responsibility (UK)

By�field�of�employment,�roads�and�highways�accounted�for�the�biggest�single�segment�of�members�(24%),�while�structures�and�water/wastewater�were�the�only�other�two�accounting�for�at�least�1�in�10�of�the�respondent�base.�Transport�infrastructure�related�occupations,�together,�continued�to�account�for�one-third�of�job�roles.

As�with�previous�surveys,�1�in�20�job�roles�were�at�the�CEO/MD/partner�level�and�1�in�5�were�at�manager�or�director�level.�Those�occupying�a�role�in�senior�project�management�or�above�accounted�for�just�under�one�half�of�the�total�UK�sample�base.

Perc

ent

Main field of employment

0%

5%

10%

15%

20%

25%

30%

Roads/h

ighway

s

Stru

cture

s

Wat

er/w

aste

water

Buildin

gsRail

Geote

chnica

l

Ener

gy/power

Flood d

efen

ce

Coasta

l/mar

ine

Tran

sport

plannin

g

Urban

/munici

pal

Educa

tion

Centra

l gove

rnm

ent

Tunneli

ng

Was

te m

anag

emen

t

Other

Field of employment


8.5�� Employer’s main activity and main area of work (UK)

Consultancy�as�in�previous�years�accounted�for�the�majority�of�employer�activities�(45%),�although�this�represented�a�small�reduction�on�previous�years�(48%�in�2007/08�and�46%�in�2006/07).

Also�in�line�with�the�previous�surveys,�contractors/sub-contractors�and�local�government�were�the�next�most�populous�primary�activities,�although�some�way�behind�on�15%�and�14%�respectively.�Local�and�central�government�activity�together�accounted�for�just�over�one�in�five�of�employer�activity.

As�noted�in�the�2007/08�survey,�consultancy�and�design/construction�together�accounted�for�around�two�in�three�jobs�(62%),�and�were�followed�by�a�management�role�(10%)�and�then�construction/installation�(8%).

Employer’s primary activity

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

Consulti

ng engin

eer/p

racti

ce

Contracto

r/sub-co

ntracto

r

in C

E, build

ing o

r pro

cess

Loca

l gove

rnm

ent

Centra

l gove

rnm

ent

Utiliti

es

Priva

te in

dustry/m

anufa

cturin

g com

pany

Educa

tion (t

echnica

l colle

ge, univ.

etc)

Constructi

on pro

duct m

anufa

cture

r/supplie

r

Min

ing/q

uarry

ing

Other

Perc

ent


8.6�� Hours worked per week (UK)

The�average�working�week�fell�slightly�to�42�hours�(43�hours�in�2007/08�survey).�With�the�exception�of�the�over�65s�(whose�average�weekly�time�in�the�office�was�33�hours),�there�was�little�variation�across�the�age�bands,�increasing�from�the�41�hour�mark�among�those�aged�35�or�under�to�as�high�as�44�hours�for�those�aged�40�and�over.

8.7�� Office location

London�and�South�East�England�accounted�for�nearly�one-third�of�the�respondents’�office�locations,�with�Scotland�next�at�12%.�North�East,�North�West�and�Yorkshire�and�Humber�accounted�together�for�20%�of�office�bases,�East�and�West�Midlands�13%,�with�the�remainder�accounted�for�by�South�West�and�East�of�England,�plus�Wales�and�Northern�Ireland.

58

9�Recent�graduates�section�(UK)

9.1�� Year of graduation – most recent degree (UK)

One�in�five�(20%)�recent�graduates�received�their�most�recent�degree�in�2008,�with�a�similar�proportion�(22%)�doing�so�a�year�earlier.�Nine�in�ten�graduated�in�2004�or�later.

Perc

ent

Year of graduation (most recent degree)

0%

5%

10%

15%

20%

25%

Year

1992-1999

2000 2001 2002 2003 2004 2005 2006 2007 2008 2009


9.2�� Main level of responsibility (UK)

Just�over�one�in�five�recent�graduates�(21%)�were�undergoing�on�the�job�training�(compared�to�19%�in�the�previous�year).�The�majority�(60%)�were�participating�in�project�work,�and�therefore�continued�to�be�three�times�more�likely�than�the�UK�sample�as�a�whole�to�fall�into�this�category�of�responsibility.

However,�there�is�a�greater�degree�of�parity�in�relation�to�jobs�falling�under�the�(non-senior)�project�management�description,�accounting�for�16%�of�recent�graduates�and�12%�of�the�membership�base�as�a�whole.

Unsurprisingly,�the�titles�of�manager/director�or�above�remained�an�aspiration�target�for�this�segment�of�members�and�their�incidence�in�this�group�was�negligible.

Perc

ent

Main level of responsibility

0%

10%

20%

30%

40%

50%

60%

70%

On the j

ob train

ing

Parti

cipat

e in p

rojec

t work

Projec

t man

agem

ent

Senio

r pro

ject m

anag

emen

t

Man

ager

/Dire

ctor

MD/C

EO/Pa

rtner

Academ

ic/Te

achin

g

Civil e

nginee

ring (n

ot pro

ject b

ased

)

Other

Level of responsibility

Total UK sample Recent graduates


9.3�� Basic income at graduation and post-graduation by year of graduation (UK)

Average�basic�income�at�graduation�rose�from�£18,761�for�those�graduating�in�2003,�to�£22,256�among�those�graduating�in�2008,�representing�a�total�rise�of�nearly�19%�over�a�five-year�period,�or�a�compound�equivalent�of�around�3.5%�p.a.

Comparing�basic�salaries�at�each�year�of�graduation�with�the�corresponding�salaries�that�the�same�individuals�earned�two�years�later,�those�graduating�in�2004�saw�an�increase�of�7.3%�in�two�years�time�(up�from�£19,902).�2005�graduates�experienced�a�9.2%�rise�over�the�two-year�period�(up�from�£20,072),�with�the�corresponding�figure�for�2006�graduates�being�8.3%�(increase�from�£22,817).

Respondents�who�graduated�in�2003�and�earned�£18,761�after�two�years�saw�a�salary�increase�of�5%�and�five�years�they�were�earning�45%�more.

Basic income at graduation and post-graduation– by year of graduation

21,0

76

22,1

69

22,2

56

19,9

0221

,355

20,0

72 21,9

33

22,8

17

18,7

6119

,772

28,7

67

0

5,000

10,000

15,000

20,000

25,000

30,000

35,000

2003 2004 2005 2006 2007

Year of graduation

Ave

rag

e b

asic

inco

me

(£)

At graduation 2 years after graduation 5 years after graduation

2008


9.4�� Total income at graduation and post-graduation by year of graduation (UK)

In�terms�of�total�income�earned�–�basic�salary�plus�secondary�income,�overtime�and�bonus�–�the�two-year�increase�for�those�graduating�in�2004�was�just�over�10%�(£21,113�rising�to�£23,315).�The�corresponding�two-year�rises�for�2005�and�2006�graduates�were�8.6%�(up�from�£21,249)�and�8.5%�(up�from�£22,494)�respectively.

Respondents�who�graduated�in�2003�and�at�that�time�were�earning�£19,844,�after�two�years�saw�a�total�salary�increase�of�3%�and�five�years�they�were�earning�50%�more,�topping�the�£30,000�level.

Total income at graduation and post-graduation– by year of graduation

19,6

44

23,8

00

23,9

65

20,4

53 23,3

15

24,3

95

30,5

91

0

5,000

10,000

15,000

20,000

25,000

30,000

35,000

2003 2004 2005 2006 2007 2008

Year of graduation

Ave

rag

e to

tal i

nco

me

(£)

At graduation 2 years after graduation 5 years after graduation

21,2

48

23,0

81

22,4

94

21,1

23


9.5�� Financial incentives for becoming professionally qualified (UK)

Since�the�2007/08�survey,�there�was�a�7�pp�rise�in�the�proportion�of�employers�offering�(recent�graduate)�employees�a�financial�incentive�or�bonus�for�achieving�professionally�qualified�status�–�the�latest�figure�stands�at�46%.

The�likelihood�of�receiving�a�financial�incentive�for�becoming�professionally�qualified�increases�steadily�with�the�number�of�civil�engineers�employed�by�a�company,�rising�from�just�27%�of�companies�with�fewer�than�50�civil�engineers�to�over�50%�in�those�employing�500�or�more.

The�existence�of�such�a�scheme�can�be�associated�with�superior�levels�of�company�loyalty�among�recent�graduates.�Among�those�who�claimed�to�be�looking�to�move�to�a�different�employer�in�the�coming�year,�36%�said�that�their�employer�offered�a�financial�incentive�for�achieving�professionally�qualified�status,�whereas�among�those�who�positively�expect�to�stay�with�their�employer,�the�proportion�was�significantly�higher�at�48%.

Across�the�recent�graduate�base,�the�average�reward�for�becoming�professionally�qualified�remained�at�around�the�£1,500�mark�(£1,480�in�2006/07,�£1,463�in�2007/08�and�£1,440�in�the�latest�survey),�although�the�trend�is�in�a�marginally�downward�direction.

9.6�� Satisfaction with the current salary package

Recent�graduates�were�about�two-thirds�as�likely�as�the�UK�sample�base�as�a�whole�to�consider�themselves�‘very’�satisfied�with�their�current�remuneration�(8%�versus�14%),�which�was�a�slight�improvement�on�the�previous�year’s�survey.�This�is�in�line�with�the�corresponding�ratio,�expressed�as�a�percentage�of�respondents�who�were�either�very�or�fairly�satisfied�(61%�of�all�members�compared�to�43%�of�recent�graduates).

Does employer offer financial incentive for achievingprofessionally qualified status

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

Perc

ent

Yes No Don't know

6363

10� Credit�crunch�influence�on�� the�civil�engineering�jobs�(UK)

10.1�� Job security in the current economic climate (UK)

57%�of�the�total�membership�base�felt�secure�about�their�jobs,�with�a�further�28%�saying�they�felt�‘neither�secure�nor�insecure’,�and�13%�(around�one�in�seven)�claiming�to�feel�either�insecure�or�very�insecure.�This�sense�of�insecurity�was�highest�among�those�classified�as�project�workers�(who�had�undergone�technical�training),�18%�of�whom�categorised�themselves�as�on�potentially�shaky�ground.�At�the�other�end�of�the�scale,�only�8%�of�MDs/CEOs/partners�felt�the�same�way.

It�is�notable�that�among�the�segment�of�members�claiming�to�be�looking�to�change�jobs�in�the�next�12�months,�31%�felt�either�insecure�or�very�insecure�about�their�current�role,�compared�to�just�11%�of�those�who�did�not�have�plans�to�move.�It�is�also�interesting�that�women�appear�to�be�somewhat�more�concerned�–�17%�expressed�a�feeling�of�insecurity,�compared�to�13%�of�men.

Sense of job security in the current economic climate

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

Very secure Secure Neither

secure nor

insecure

Insecure Very

insecure

Don’t

know/not

sure

Perc

ent


10.2�� Measures taken by company in response to economic crisis (UK)

A�significant�proportion�of�members�–�63%,�stated�that�their�company�had�resorted�to�redundancies�in�response�to�the�economic�downturn.�Perhaps�unsurprisingly,�this�was�more�likely�to�be�the�response�of�companies�with�a�big�employee�roster�(69%�of�companies�employing�500�or�more�civil�engineers,�compared�to�52%�of�companies�employing�50�or�fewer�civil�engineers).

Pay�and�hiring�freezes�also�featured�prominently�in�the�list�of�measures�taken�(56%�and�49%�respectively)�although�pay�and�other�benefit�cuts�appear�more�likely�to�be�a�measure�of�last�resort.

Perc

ent

Measures taken by company in responseto economic downturn

0%

10%

20%

30%

40%

50%

60%

Redundancies Pay freeze Hiring freeze Benefits cut Pay cuts Other

80%

70%

65

11� Hong�Kong�members

11.1�� Hong Kong members: remuneration findings

11.1.1��Average basic income HK vs UK regions

With�a�Hong�Kong�member�sample�of�339,�we�are�limited�in�our�ability�to�draw�subgroup�comparisons�from�within�the�sample�itself.�Unlike�the�UK�sample,�therefore,�it�is�prudent�to�limit�conclusions�to�those�based�on�the�sample�as�a�whole.

For�all�Hong�Kong�respondents�the�average�basic�income�stood�at�£55,661�–�representing�a�very�small�decrease�on�the�previous�year’s�survey,�and�maintaining�a�significant�premium�of�18%�over�the�corresponding�UK�basic�income�of�£47,282.

Average basic income: HK vs UK regions

44,8

84

44,4

46

58,1

31

42,7

06

45,7

91

42,6

09

42,1

33 5

1,6

42

43,4

16

41,8

22

45,4

14

41,9

22

47,2

82 5

5,6

61

0

10,000

20,000

30,000

40,000

50,000

60,000

80,000

East

of Englan

d

London

North Ea

st

North W

est

Scotla

nd

South

East

Englan

d

South

Wes

t

Wale

s

TOTA

L UK SA

MPL

E

TOTA

L HK SA

MPL

E

Location

Ave

rag

e b

asic

inco

me

(£)

York

shire

and H

umber

Wes

t Mid

lands

Norther

n Irela

nd

East

Mid

lands

70,000


11.1.2��Average secondary income

As�in�previous�years,�the�large�majority�(88%)�of�the�HK�sample�claimed�they�did�not�receive�a�secondary�income.�Among�those�who�did,�the�average�secondary�income�came�to�£13,260,�which�compares�favourably�to�the�corresponding�average�of�£11,778�from�2008�survey.�When�applied�across�the�sample�as�a�whole,�however,�the�average�retreats�to�a�far�more�modest�£1,552,�although�this�represents�a�significant�increase�on�the�previous�year’s�average�of�£1,099.�[Note:�low�secondary�income�earners�base�n=39]

11.1.3��Average overtime income

Given�that�less�than�3%�of�the�Hong�Kong�sample�said�they�received�part�of�their�remuneration�in�the�form�of�overtime,�there�is�limited�value�in�calculating�averages�on�the�back�of�this�particular�data.�For�the�record,�however,�the�average�overtime�across�the�sample�as�a�whole�was�£335�(compared�to�£320�in�the�previous�year),�rising�to�£1,239�among�the�very�small�segment�who�claimed�to�receive�this�form�of�income.�[Note:�low�overtime�income�earners�base�n=10]

11.1.4��Average bonus income

A�significant�proportion�of�respondents�–�42%�–�stated�that�they�received�remuneration�in�a�form�of�a�bonus,�equivalent�to�an�average�of�£4,520�across�the�sample�as�a�whole�and�£10,762�among�those�who�actually�received�one.�This�was�nearly�33%�and�10%�less�than�in�2008�survey�respectively.

11.1.5��Average total income (HK) vs UK regions

Average total income: HK vs UK regions

48,8

08

47,7

68

65,8

02

45,3

89 49,4

12

45,0

81

45,6

27

57,9

30

46,4

47

45,6

78 49,9

15

45,3

01 51,8

99

61,7

69

0

10,000

20,000

30,000

40,000

50,000

60,000

70,000

East

of Englan

d

London

North Ea

st

North W

est

Scotla

nd

South

East

Englan

d

South

Wes

t

Wale

s

TOTA

L UK SA

MPL

E

TOTA

L HK SA

MPL

E

Location

Ave

rag

e to

tal i

nco

me

(£)

York

shire

and H

umber

Wes

t Mid

lands

Norther

n Irela

nd

East

Mid

lands


The�average�total�income�among�HK�members�(based�on�the�combination�of�basic�and�secondary�income,�overtime�and�bonuses)�was�£61,769,�which�despite�representing�a�premium�of�19%�over�the�corresponding�UK�average�(as�last�time),�represents�a�fall�of�3.4%�over�the�previous�year’s�total�remuneration�figure�in�this�market.

11.1.6��Salary review

Slightly�over�one�in�three�respondents�said�that�they�had�a�salary�review�in�2009,�whereas�just�above�one�in�two�had�it�in�2008.�Nearly�1�in�10�respondents�were�not�offered�a�salary�review�in�years�2008�or�2009.

11.1.7��Holiday entitlement

The�average�annual�holiday�entitlement�was�21.1�days,�compared�to�the�previous�year’s�21.5�days.�It�was�4.5�days�less�than�26�days�p.a.�for�UK�based�respondents.�Numerically,�this�significant�difference�in�the�average�between�the�UK�and�HK�samples�was�largely�down�to�the�proportion�of�respondents�who�received�an�allowance�of�20�days�or�fewer�(61%�of�HK�members�compared�to�only�6%�of�UK�members).

11.1.8��Other employment benefits

The�most�widely�received�employment�benefit�was�family�medical�cover�(52%),�followed�by�pension�contributions�(43%),�dental�plan�(35%)�and�re-imbursement�of�professional�fees�(32%).�Individual�medical�cover�(32%),�re-imbursement�of�the�mobile�phone�bill�(29%)�and�life�insurance�(22%)�each�accounted�for�between�one-fifth�and�one-third�of�members.�Less�widely�distributed�benefits�included�a�car�allowance�(10%),�a�car�itself�(5%)�and�gym�membership�(4%).

11.2�� Hong Kong members: career related findings

11.2.1��Highest priority for future career

In�line�with�previous�year’s�data,�the�most�widely�cited�priorities�were�more�project�management�experience�(34%),�followed�by�more�involvement�in�larger�projects/schemes�(14%)�and�development�of�business�skills�(13%).�After�these�three�priorities,�the�percentages�fall�away�quite�quickly,�headed�by�job-related�technical�training,�cited�by�just�8%�as�a�future�career�priority.

11.2.2��Primary source of current job

Newspapers�continued�to�be�the�most�widely�cited�source�of�primary�information�for�a�respondent’s�job�(30%),�followed�by�word-of-mouth�(24%),�and�the�internet�(17%).�12%�said�they�were�approached�either�by�the�actual�company�or�an�agency�acting�on�its�behalf.

Among�those�that�claimed�some�usage�of�the�internet�to�source�their�current�role,�the�main�website�used�was�Jobsite�(25%),�followed�by�the�employer’s�own�website�(21%),�Careers�in�Construction�(7%);�and�ICERecruit�(4%).�A�further�24%�could�not�remember.

11.2.3��Reasons for changing job

The�most�widely�cited�reasons�for�changing�jobs�were�money�(24%),�the�will�to�broaden�knowledge�and�experience�(18%),�and�the�termination�of�the�defined�role�(13%).�Secondary�factors�included�poor�prospects�at�incumbent�role�(9%),�the�desire�to�take�on�more�responsibility�(9%)�and�personal�reasons�(4%).


11.2.4��What would most improve working life

The�most�sought�after�improvement�was�reduced�workload�(26%),�followed�by�more�generous�holiday�allowance�(21%)�and�shorter�working�week�(16%).�Around�one�in�seven�respondents�associated�an�improved�working�life�with�greater�opportunities�for�training�and�flexitime.

11.3�� Satisfaction against key job criteria

Just�under�three-quarters�(74%)�of�Hong�Kong�members�claimed�to�be�either�very�or�fairly�satisfied�with�their�role,�representing�a�decline�of�6�pp�on�the�previous�year’s�data.�Overall�job�role�satisfaction�in�Hong�Kong�now�trails�the�corresponding�UK�figure�by�7�pp.

There�was�also�something�of�a�decline�in�the�proportion�claiming�to�be�satisfied�with�their�current�employer,�which�stood�at�69%�(compared�to�75%�in�the�2007/08�survey).�This�compares�rather�unfavourably�with�the�78%�of�UK�members�who�considered�themselves�satisfied�on�this�particular�rating.

As�with�the�UK�member�base,�the�absolute�proportion�claiming�to�be�satisfied�with�their�overall�compensation�package�came�some�way�behind�the�corresponding�ratings�for�employer�and�job�role.�Only�54%�of�Hong�Kong�members�(compared�to�62%�the�previous�time)�were�satisfied�with�their�pay�package.�The�corresponding�UK�proportion�was�61%.


0%

10%

20%

30%

40%

50%

60%

Very satisfied Fairly satisfied Indifferent Fairlydissatisfied

Very dissatisfied



Perc

ent


11.4�� Training needs identified for next year

81%�either�identified�their�next�year’s�training�needs,�or�planned�to�do�so�soon,�with�just�under�half�of�this�group�(48%)�expecting�to�have�to�meet�the�entire�costs�of�the�training�costs�themselves.�This�contrasts�strongly�with�the�corresponding�segment�of�UK�members,�in�which�only�5%�anticipated�having�to�fund�this�expenditure�without�at�least�some�outside�assistance,�however�it�remains�in�line�with�the�previous�two�surveys�(51%�in�2008�and�44%�in�2007).

11.5�� Employment

11.5.1��Employment status by age group

88%�of�the�respondent�base�were�full-time�employed�(84%�in�2008�survey),�peaking�at�94%�among�40-49�year�olds�but�accounting�for�just�75%�of�those�aged�50�or�over.�There�are�roughly�equal�proportions�of�those�who�were�self-employed,�or�in�part-time�or�full-time�contracts.

Perc

ent

Employment status by age band

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

<30 30-39 40-49 >49

Age band

Employed Full-time contract Self employed Part time


11.5.2��Main field of employment and level of responsibility

Geotechnical�engineering�(19%)�and�roads�and�highways�(15%)�were�the�two�most�widely�cited�fields�of�employment,�with�buildings�(13%),�structures�(12%),�and�water/wastewater�(12%)�fairly�close�behind.�This�was�just�slightly�different�to�the�previous�year’s�findings�where�18%�of�the�respondents�were�employed�in�roads�and�highways�and�17%�in�geotechnical�engineering.

Just�under�half�of�Hong�Kong�members�(49%)�were�in�some�form�of�project�management�role,�with�senior�project�managers�accounting�for�around�one-third�of�these�roles.�The�proportion�occupying�the�top�level�jobs,�at�4%,�corresponds�to�the�UK�sample.


0%

2%

4%

6%

8%

10%

12%

14%

16%

18%

20%

Roads/h

ighway

s

Stru

cture

s

Wat

er/w

aste

water

Buildin

gsRail

Geote

chnica

l

Ener

gy/power

Flood d

efen

ce

Tran

sport

plannin

g

Coasta

l/mar

ine

Urban

/munici

pal

Educa

tion

Centra

l gove

rnm

ent

Tunneli

ng

Was

te m

anag

emen

t

Envir

onmen

tal

Other

Field of employment

Perc

ent


11.5.3��Employer’s main activity and main area of work

Consulting�engineering/practice�accounted�for�44%�of�roles�in�terms�of�the�main�activity�pursued,�with�contractor/sub-contractors�accounting�for�20%�and�local�government�16%.�Government�related�roles,�as�a�whole,�accounted�for�around�one�in�four�respondents.

In�terms�of�main�area�of�work,�consultancy,�design/construction�and�construction/installation�accounted�for�the�large�majority�(69%)�of�roles.�Management�roles�accounted�for�a�further�14%.

Perc

ent

Employer’s main acitivity

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

Consulti

ng engin

eer/p

racti

ce

Contracto

r/sub-co

ntracto

r

in C

E, build

ing o

r pro

cess

Loca

l gove

rnm

ent

Centra

l gove

rnm

ent

Utiliti

es

Priva

te in

dustry/m

anufa

cturin

g com

pany

Educa

tion (t

echnica

l colle

ge, univ.

etc)

Constructi

on pro

duct

man

ufactu

rer/s

upplier

Min

ing/q

uarry

ing

Other


11.6�� Credit crunch influence on the civil engineering jobs

11.6.1��Job security in the current economic climate

Despite�fewer�Hong�Kong�members�expressing�satisfaction�with�their�current�job�situation�than�UK�based�members,�the�reverse�is�seen�in�relation�to�perceived�job�security.�While�70%�of�Hong�Kong�members�considered�themselves�either�secure�or�very�secure�in�their�current�role,�the�corresponding�UK�figure�was�only�57%.�Also,�while�one�in�12�(8%)�of�Hong�Kong�members�felt�insecure�about�their�job�security,�nearly�double�this�proportion�(13%)�of�UK�members�felt�the�same�way.


0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

Very secure Secure Neither

secure nor

insecure

Insecure Very

insecure

Don’t

know/not

sure

Perc

ent


11.5.2��Measures taken by company in response to economic crisis

In�response�to�the�current�economic�downturn,�employers�in�Hong�Kong�turned�most�readily�to�a�pay�freeze�(50%),�followed�by�actual�pay�cuts�(34%).�However,�unlike�in�the�UK,�where�redundancy�programmes�featured�prominently,�this�was�far�less�likely�to�be�reflected�in�the�Hong�Kong�market.�Only�19%�of�respondents�(compared�to�63%�in�the�UK)�claimed�that�their�employer�resorted�to�a�downsizing�of�the�workforce.

Perc

ent

Measures taken by company in response to economic downturn

0%

10%

20%

30%

40%

50%

60%

Redundan

cies

Pay f

reez

e

Hiring fr

eeze

Benef

it cu

ts

Pay c

uts

Shorte

r work

ing w

eek

Other


11.7�� Hong Kong sample data

The�weighting�of�data�charts�shows�the�differences�between�the�unweighted�responses�and�the�weighted�figures.�The�statistics�in�the�report�are�based�on�the�weighted�sample.�Weighting�is�purely�mathematical�and�is�based�on�a�formula,�executed�by�a�computer�programme�that�proportionally�increases�the�representation�of�responses�from�segments�of�the�sample�that�are�under-represented�and�decreases�the�representation�of�responses�from�those�segments�that�are�over-represented.

In�terms�of�age,�the�first�chart�suggests�that�the�responses�from�those�in�the�upper�age�categories�were�less�likely�to�have�responded�to�the�survey�than�those�in�the�lower�age�groups.�Consequently,�the�unweighted�sample�was�over-represented�by�those�in�the�lower�age�bands�–�hence�a�need�to�reflect�this�in�the�weighting�routines.

Weighting data by age band

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

<30 30-39 40-49 >49

Age band

Weighted Unweighted

Perc

ent


In�terms�of�membership�grade�there�was�little�need�to�apply�weighting�criteria�as�the�difference�in�proportions�within�the�sample�quotas�and�the�population�was�negligible.

Weighting data by membership grade

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

FICE MICE AMICE TMICE All

graduates

Recent

graduates

Grade

Weighted Unweighted

Perc

ent

76

12� United�Arab�Emirates�(UAE)�� members

12.1�� UAE members: remuneration findings

12.1.1��Average basic income UAE vs UK regions

The�UAE�sample�of�218�limits�our�ability�to�draw�subgroup�comparisons�from�within�the�sample�itself.�Therefore,�we�confine�ourselves�to�conclusions�based�on�the�sample�as�a�whole.

The�average�UAE�basic�income�in�the�period�between�April�2008�and�March�2009�was�£62,215,�which�represents�a�hefty�31%�premium�over�the�corresponding�UK�basic�income�(£47,282).�When�compared�to�the�London�average,�the�difference�was�still�in�favour�of�UAE�but�diminishing�to�just�7%.

Average basic income: UAE vs UK regions

44,8

84

44,4

46

58,1

31

42,7

06

45,7

91

42,6

09

42,1

33

51,6

42

43,4

16

41,8

22

45,4

14

41,9

22 47,2

82

62,2

15

10,000

0

20,000

30,000

40,000

50,000

60,000

70,000

East

of Englan

d

London

North Ea

st

North W

est

Scotla

nd

South

East

Englan

d

South

Wes

t

Wale

s

TOTA

L UK SA

MPL

E

TOTA

L UAE S

AMPL

E

Location

Ave

rag

e b

asic

inco

me

(£)

East

Mid

lands

Norther

n Irela

nd

York

shire

and H

umber

Wes

t Mid

lands


12.1.2��Average secondary income

Only�8%�of�UAE�members�said�they�received�a�secondary�income�during�the�measured�period,�amounting�to�an�average�of�£13,940.�The�number�of�respondents�in�this�subgroup�significantly�limits�the�ability�to�draw�conclusions,�however�when�netted�across�the�UAE�sample�as�a�whole,�this�was�equivalent�to�a�far�more�modest�£1,127.�[Note:�low�secondary�income�earners�base�n=17]

12.1.3��Average overtime income

A�larger�proportion�of�UAE�members�–�21%�–�received�an�element�of�remuneration�as�a�result�of�overtime.�The�average�value�within�this�segment�was�an�impressive�£34,168,�although�this�fell�back�to�an�equivalent�average�of�£7,025�across�the�sample�as�a�whole.�[Note:�low�overtime�income�earners�base�n=44]

12.1.4��Average bonus income

Basic�income�aside,�the�most�widely�received�form�of�remuneration�was�a�bonus,�which�was�enjoyed�by�47%�of�the�sample.�Bonuses�contributed�an�average�of�£5,798�to�pay�packets�of�all�UAE�respondents,�but�as�much�as�£12,239�to�those�who�actually�received�one.

12.1.5��Average total income UAE vs UK regions

The�average�total�income�among�UAE�members�(based�on�the�combination�of�basic,�secondary,�overtime�and�bonuses)�was�£76,165,�representing�a�premium�47%�over�the�corresponding�UK�average.�When�compared�with�the�London�average�total�salary�the�difference�fell�back�to�15.7%,�however�it�remained�quite�substantial.

Average total income: UAE vs UK regions

48,8

08

47,7

68

65,8

02

45,3

89

49,4

12

45,0

81

45,6

27

57,9

30

46,4

47

45,6

78 49,9

15

45,3

01 51,8

99

76,1

65

0

10,000

20,000

30,000

40,000

50,000

60,000

70,000

80,000

East

of Englan

d

London

North Ea

st

North W

est

Scotla

nd

South

East

Englan

d

South

Wes

t

Wale

s

TOTA

L UK SA

MPL

E

TOTA

L UAE S

AMPL

E

Ave

rag

e To

tal I

nco

me

(£)

Location

East

Mid

lands

Norther

n Irela

nd

York

shire

and H

umber

Wes

t Mid

lands


12.1.6��Salary review

Just�under�one-third�of�the�respondents�(32%)�were�offered�a�salary�review�in�2009�in�the�period�prior�to�the�survey,�whereas�63%of�the�respondents�had�their�review�in�2008.�Only�5%�said�they�hadn’t�had�their�salary�review�in�the�18�months�prior�to�the�survey.

12.1.7��Holiday entitlement

The�average�annual�holiday�entitlement�was�26.4�days,�which�is�in�line�with�the�average�allowance�for�UK�based�members.

12.1.8��Other employee benefits

The�most�widely�received�employment�benefit�was�family�medical�cover�(66%),�followed�by�a�car�allowance�(48%),�reimbursement�of�mobile�phone�bill�(46%),�life�insurance�(40%)�and�reimbursement�of�professional�fees�(39%).�Pension�contributions�and�travel�assistance�were�enjoyed�by�around�one-third�of�UAE�based�respondents,�while�a�significant�minority�(around�the�20%�mark)�received�dental�cover�and/or�a�company�car.

12.2�� UAE: Career related findings

12.2.1��Highest priority for future career

The�most�widely�cited�priority�was�to�boost�project�management�experience�(27%),�followed�by�improvement�of�business�management�skills�(19%)�and�greater�involvement�in�larger�projects�and�schemes�(15%).

12.2.2��Primary source of current job

Unlike�the�UK�market,�newspapers�were�far�lower�down�the�hierarchy�as�sources�of�new�jobs�in�UAE.�At�the�top�of�the�list�was�word�of�mouth�(26%),�followed�by�recruitment�agency�(15%),�contact�directly�from�the�company�or�one�of�its�agents�(15%),�in-house�source�(13%),�and�the�internet�(11%).�Only�4%�cited�newspaper.

Among�those�that�claimed�some�usage�of�the�internet�to�source�their�current�role,�the�main�sites�used�were�the�employer’s�own�website�(25%),�Monster�(25%)�and�Total�Jobs�(20%).

12.2.3��Reasons for changing jobs

The�most�widely�cited�reasons�for�changing�jobs�were�poor�prospects�with�the�employer�(21%),�the�end�of�a�contract�(17%),�the�will�to�broaden�knowledge�and�experience�(13%),�get�more�responsibility�(13%),�seek�a�better�location�(12%),�and�make�more�money�(11%).�Note�that�money�was�lower�down�the�hierarchy�of�reasons�than�observed�in�the�UK.

12.2.4��What would most improve working life

The�most�sought�after�improvement�in�the�working�life�was�a�shorter�working�week,�mentioned�by�22%�of�the�respondents.�Close�behind�were�more�generous�holiday�allowance�(20%)�and�greater�opportunities�for�training�(17%).�Flexitime�and�reduced�workload�in�general�were�sought�by�around�one�in�seven�UAE�based�respondents.


12.3�� Satisfaction against key job criteria

More�than�four�out�of�five�(83%)�of�UAE�respondents�were�either�very�or�fairly�satisfied�with�their�current�role,�which�was�2�pp�higher�than�the�corresponding�UK�figure.

In�judging�their�current�employer,�76%�gave�either�a�very�or�fairly�satisfied�rating,�which�was�marginally�behind�that�of�the�UK�(78%).

Unlike�the�UK�member�base,�overall�satisfaction�with�remuneration�was�at�a�similar�level�to�the�corresponding�ratings�for�employer�and�job�role.�75%�of�UAE�members�were�satisfied�with�their�pay�package,�although�it�should�be�noted�that�the�large�majority�of�these�fell�into�the�‘fairly�satisfied’�category,�rather�than�‘very�satisfied’.

12.4�� Training needs identified for next year

83%�of�the�respondents�have�either�identified�their�next�year’s�training�needs�(43%),�or�plan�to�do�so�soon�(40%),�with�just�over�half�of�this�group�(53%)�expecting�the�cost�to�be�met,�in�full,�by�their�employer.�One�in�three�(35%)�stated�that�they�would�be�funding�at�least�part�of�the�associated�costs�and�almost�1�in�5�would�foot�the�entire�bill.


0%

10%

20%

30%

40%

50%

60%

100%

Very satisfied Fairly satisfied Indifferent Fairly

dissatisfied

Very

dissatisfied



Perc

ent

90%

80%

70%


12.5�� Employment

12.5.1��Employment status by age group

85%�of�the�UAE�respondent�base�were�full-time�employed,�a�rate�that�remains�fairly�consistent�across�the�main�age�bands.�Among�respondents�aged�up�to�29�there�were�proportionally�more�of�them�on�full-�time�contracts�(21%)�than�in�the�sample�overall�(13%).

Employment status by age band

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

<30 30-39 40-49 >49

Age band

Employed Full-time contract Self employed Part time

Perc

ent


12.5.2��Main field of employment and main level of responsibility

Roads�&�highways�(18%),�buildings�(17%)�and�water/wastewater�(15%)�were�the�three�most�widely�filled�fields�of�employment.�Structures�was�the�only�other�field�of�employment�accounting�for�at�least�10%�of�roles.

Slightly�less�than�half�(48%)�held�project�management�roles,�although�the�proportion�of�these�roles�that�were�at�a�senior�level�was�higher�in�this�market�than�elsewhere.�The�proportion�occupying�the�top�level�jobs,�at�3%,�was�in�line�with�the�UK�member�base.


0%

2%

4%

6%

8%

10%

12%

14%

16%

18%

20%

Roads/h

ighway

s

Stru

cture

s

Wat

er/w

aste

water

Buildin

gsRail

Geote

chnica

l

Ener

gy/power

Flood d

efen

ce

Tran

sport

plannin

g

Coasta

l/mar

ine

Urban

/munici

pal

Educa

tion

Centra

l gove

rnm

ent

Tunneli

ng

Was

te m

anag

emen

t

Envir

onmen

tal

Other

Field of employment

Perc

ent


12.5.3��Main level of responsibility, field of employment and area of work

The�large�majority�of�members�(73%)�worked�for�organisations�that�were�consulting�engineering�practices.�Contractors/sub-contractors�accounted�for�the�majority�of�the�remainder.�Together,�these�two�categories�accounted�for�88%�of�the�organizations�the�UAE�respondents�worked�for.

In�terms�of�main�area�of�work,�consultancy�and�design/construction�accounted�for�the�large�majority�(71%)�of�roles.�Management�roles�accounted�for�one�in�ten,�as�so�did�construction�and�installation.

Perc

ent

Employer’s main activity

0%

10%

20%

30%

40%

50%

60%

70%

100%

Consulti

ng engin

eer/p

racti

ce

Contracto

r/sub-co

ntracto

r

in C

E, build

ing o

r pro

cess

Loca

l govt

.

Centra

l gove

rnm

ent

Utiliti

es

Priva

te in

dustry/m

anufa

cturin

g com

pany

Educa

tion (t

echnica

l colle

ge, univ

etc)

Constructi

on pro

duct

man

ufactu

rer/s

upplier

Min

ing/q

uarry

ing

Other

Main acitivity

90%

80%


12.6�� Credit crunch influence on the civil engineering jobs

12.6.1��Job security in the current economic climate

The�sense�of�job�security�in�UAE�was�significantly�lower�than�that�in�the�UK.�Only�37%�considered�their�roles�to�be�secure�or�very�secure,�compared�to�57%�in�the�UK.


0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

Very secure Secure Neithersecure nor

insecure

Insecure Very insecure Don’tknow/not

sure

Perc

ent


12.6.2��Measures taken by company in response to economic crisis

In�response�to�the�current�economic�downturn,�employers�in�UAE�appeared�to�have�turned�readily�to�a�range�of�measures,�headed�by�redundancies�(83%),�with�significant�proportions�imposing�a�hiring�or�pay�freeze�(55%�and�45%�respectively).�Cuts�in�pay�and/or�benefits�featured�in�one�in�three�and�one�in�four�cases�respectively.

Perc

ent

Measures taken by company in response to economic downturn

0%

10%

20%

30%

40%

50%

60%

70%

80%

100%

Redundan

cies

Pay f

reez

e

Benef

its cu

t

Pay c

uts

Shorte

r work

ing w

eek

Other

Hiring fr

eeze

90%


12.7�� UAE sample data

In�terms�of�age,�the�first�chart�suggests�that�the�respondents�from�those�in�the�upper�age�categories�were�less�likely�to�have�participated�in�the�survey�than�those�in�the�lower�age�groups.�Consequenty,�the�unweighted�sample�was�over-represented�by�those�in�the�lower�age�bands:�hence�the�need�to�reflect�this�in�the�weighting�routines.�In�terms�of�membership�grade,�and�as�seen�in�UK�market,�there�was�little�need�to�apply�weighting�criteria.

Weighting data by age band

0%

5%

10%

15%

20%

25%

30%

35%

<30 30-39 40-49 >49

Age band

Weighted Unweighted

Perc

ent


In�terms�of�membership�grade�there�was�little�need�to�apply�weighting�criteria�as�the�difference�in�proportions�within�the�sample�quotas�and�the�population�was�negligible.

Weighted Unweighted

Perc

ent

Weighting data by membership grade

0%

10%

20%

30%

40%

50%

60%

100%

FICE MICE AMICE TMICE All graduates Newgraduates

Grade

90%

80%

70%

87

13� Appendix:�Questionnaire

ICE would be grateful if you could spare a few minutes to complete this survey. Your answers will be confidentialfollowing the principles of the Market Research Society code of conduct. Your responses will be presented only in an

aggregated form and overall findings will be shared with members by the end of October 2009.

The survey provides a useful benchmark for members and employers, and your input would be greatly appreciated.

About YouWhere do you currently reside?

nmlkj United Kingdom

nmlkj Hong Kong

nmlkj Republic of Ireland

nmlkj United Arab Emirates

nmlkj Other

Where is your office base?

nmlkj Channel Islands

nmlkj East Midlands

nmlkj East of England

nmlkj London

nmlkj North East

nmlkj North West

nmlkj Northern Ireland

nmlkj Scotland

nmlkj South East England

nmlkj South West

nmlkj Wales

nmlkj West Midlands

nmlkj Yorkshire & Humber

nmlkj Other

Did you earn any income in the period 6 April 2008 and 5 April 2009?

nmlkj Yes

nmlkj No

What is your current employment status?

nmlkj Employed

nmlkj Self-employed

nmlkj Full-time contract

nmlkj Part-time

nmlkj Post graduate student (not on fullpay)

nmlkj Unemployed and seekingemployment

nmlkj Retired

nmlkj On a career break

nmlkj Other

How long have you been unemployed / seeking employment?

nmlkj 1-3 months

nmlkj 4-6 months

nmlkj 6-12 months

nmlkj 13-18 months

nmlkj 19 months-2 years

nmlkj More than 2 years

Please complete the rest of the survey in relation to your most recent period of employment

What is your current (or most recent) job title?

How many years experience do you have, in total, in civil engineering?

Years

--Click Here--

Months

--Click Here--

How long have you been working for your current employer?

Years

--Click Here--

Months

--Click Here--

Is your employer from the...

nmlkj Private sector

nmlkj Public sector

nmlkj Other

How long have you been in your current position?

Years

--Click Here--

Months

--Click Here--

Your WorkIn your current (or most recent) work, what is your main level of responsibility?

nmlkj Undergoing on-the-job training

nmlkj Participate in project work (haveundergone full technical training)

nmlkj Project management

nmlkj Senior project management,responsible for one or more projects

nmlkj Manager or director withresponsibility for several projects

nmlkj Managing director, chief executive orpartner with responsibility for theoperational control of theorganisation

nmlkj Academic/teaching

nmlkj Civil engineering, not project based

nmlkj Other

How many people are employed by your company? (please answer on basis of your company’s presence in your own country ofresidence)

nmlkj Up to 10

nmlkj 11-20

nmlkj 21-30

nmlkj 31-50

nmlkj 51-100

nmlkj 101-150

nmlkj 151 - 250

nmlkj 251 - 500

nmlkj 501 - 1,000

nmlkj 1,001 +

nmlkj I don’t know

66

66

66

ICE would be grateful if you could spare a few minutes to complete this survey. Your answers will be confidentialfollowing the principles of the Market Research Society code of conduct. Your responses will be presented only in an

aggregated form and overall findings will be shared with members by the end of October 2009.

The survey provides a useful benchmark for members and employers, and your input would be greatly appreciated.

About YouWhere do you currently reside?

nmlkj United Kingdom

nmlkj Hong Kong

nmlkj Republic of Ireland

nmlkj United Arab Emirates

nmlkj Other

Where is your office base?

nmlkj Channel Islands

nmlkj East Midlands

nmlkj East of England

nmlkj London

nmlkj North East

nmlkj North West

nmlkj Northern Ireland

nmlkj Scotland

nmlkj South East England

nmlkj South West

nmlkj Wales

nmlkj West Midlands

nmlkj Yorkshire & Humber

nmlkj Other

Did you earn any income in the period 6 April 2008 and 5 April 2009?

nmlkj Yes

nmlkj No

What is your current employment status?

nmlkj Employed

nmlkj Self-employed

nmlkj Full-time contract

nmlkj Part-time

nmlkj Post graduate student (not on fullpay)

nmlkj Unemployed and seekingemployment

nmlkj Retired

nmlkj On a career break

nmlkj Other

How long have you been unemployed / seeking employment?

nmlkj 1-3 months

nmlkj 4-6 months

nmlkj 6-12 months

nmlkj 13-18 months

nmlkj 19 months-2 years

nmlkj More than 2 years

Please complete the rest of the survey in relation to your most recent period of employment

What is your current (or most recent) job title?

How many years experience do you have, in total, in civil engineering?

Years

--Click Here--

Months

--Click Here--

How long have you been working for your current employer?

Years

--Click Here--

Months

--Click Here--

Is your employer from the...

nmlkj Private sector

nmlkj Public sector

nmlkj Other

How long have you been in your current position?

Years

--Click Here--

Months

--Click Here--

Your WorkIn your current (or most recent) work, what is your main level of responsibility?

nmlkj Undergoing on-the-job training

nmlkj Participate in project work (haveundergone full technical training)

nmlkj Project management

nmlkj Senior project management,responsible for one or more projects

nmlkj Manager or director withresponsibility for several projects

nmlkj Managing director, chief executive orpartner with responsibility for theoperational control of theorganisation

nmlkj Academic/teaching

nmlkj Civil engineering, not project based

nmlkj Other

How many people are employed by your company? (please answer on basis of your company’s presence in your own country ofresidence)

nmlkj Up to 10

nmlkj 11-20

nmlkj 21-30

nmlkj 31-50

nmlkj 51-100

nmlkj 101-150

nmlkj 151 - 250

nmlkj 251 - 500

nmlkj 501 - 1,000

nmlkj 1,001 +


66

66

66

How many civil engineers are employed by your company (please answer on the basis of company’s presence in your owncountry of residence)?

nmlkj Up to 10

nmlkj 11-20

nmlkj 21-30

nmlkj 31-50

nmlkj 51-100

nmlkj 101-150

nmlkj 151 - 250

nmlkj 251 - 500

nmlkj 501 - 1,000

nmlkj 1,001 +


What is your main field of employment? (choose only one)

nmlkj Buildings

nmlkj Structures

nmlkj Environmental

nmlkj GeotechnicalEngineering

nmlkj Roads and highways

nmlkj Rail

nmlkj Air

nmlkj Urban/municipal

nmlkj Coastal & maritime

nmlkj Energy & power

nmlkj Water & wastewater

nmlkj Flood defence

nmlkj Tunnelling

nmlkj Central Government(including NHS)

nmlkj Transport planning

nmlkj Project finance

nmlkj Waste management

nmlkj Health & safety

nmlkj Education

nmlkj Other

What is your main area of work? (choose only one)

nmlkj Design & construction

nmlkj Consultancy

nmlkj Construction andinstallation

nmlkj Development & design(planning)

nmlkj Maintenance & servicing

nmlkj Technical administration

nmlkj Education & teaching

nmlkj Research

nmlkj Marketing & sales

nmlkj Management

nmlkj Manufacturing &production

nmlkj Quality control

nmlkj Project financing

nmlkj Business development

nmlkj Procurement

nmlkj Other

What is your highest priority for the future development of your career?

nmlkj Job related technicaltraining

nmlkj Project managementexperience

nmlkj Line management role

nmlkj Larger projects/schemes

nmlkj Different industry orsector

nmlkj Complete career change

nmlkj Business developmentskills

nmlkj Business managementskills

nmlkj I'm approachingretirement

nmlkj Other

What is the average number of hours you work each week?

nmlkj Up to 20

nmlkj 21-30

nmlkj 31-35

nmlkj 36-40

nmlkj 41-50

nmlkj 51-60

nmlkj 61-65

nmlkj 66-70

nmlkj 71+

What was the primary source that enabled you to find your most recent job?

nmlkj Newspaper

nmlkj NCE

nmlkj Internet

nmlkj Recruitment agency

nmlkj Word of mouth (friend,colleague, etc.)

nmlkj In-house

nmlkj Specialisedmagazine/publication

nmlkj I was approached by thecompany/recruitmentagency/head-huntingagency

nmlkj Career fair

nmlkj University

nmlkj Other

Which of these websites did you use to help you find your most recent job? Click as many as appropriate.

gfedc engineerjobs.co.uk

gfedc Monster

gfedc Jobsite

gfedc Fish 4 Jobs

gfedc Careers in Construction

gfedc Total Jobs

gfedc The Career Engineer

gfedc ICErecruit

gfedc Railway People

gfedc Jim Finder

gfedc ENDS

gfedc S1 Jobs

gfedc Company/employer'swebsite

gfedc Other

gfedc I don't remember

Do you plan to change your job in the next 12 months?

nmlkj No

nmlkj Yes - with the same employer

nmlkj Yes - with another employer

Why will you change job? (choose only one)

nmlkj To get more money

nmlkj To get moreresponsibility

nmlkj More job interest

nmlkj New location to suit yourfamily

nmlkj Current employeroffering poor prospects

nmlkj Personal reasons

nmlkj Received a better offer

nmlkj To broadenknowledge/experience

nmlkj To change career

nmlkj The current project isabout to end

nmlkj Other

If you're currently employed/self employed what is your employer's/your company's primary activity?

nmlkj Local Government

nmlkj Central Government(including Governmentfunded agencies andorganisations)

nmlkj Consultingengineer/practice

nmlkj Utilities (oil & gas, water,energy)

nmlkj Privateindustry/manufacturingcompany

nmlkj Construction productmanufacturer/supplier

nmlkj Contractor/sub-contractor in civilengineering, building orprocess

nmlkj Mining and quarrying

nmlkj Education (technicalcollege, university etc.)

nmlkj Other

In the current economic climate, how secure do you feel about your job?

nmlkj Very secure

nmlkj Secure

nmlkj Neither secure nor insecure

nmlkj Insecure

nmlkj Very insecure

nmlkj Don’t know / not sure

How many civil engineers are employed by your company (please answer on the basis of company’s presence in your owncountry of residence)?

nmlkj Up to 10

nmlkj 11-20

nmlkj 21-30

nmlkj 31-50

nmlkj 51-100

nmlkj 101-150

nmlkj 151 - 250

nmlkj 251 - 500

nmlkj 501 - 1,000

nmlkj 1,001 +


What is your main field of employment? (choose only one)

nmlkj Buildings

nmlkj Structures

nmlkj Environmental

nmlkj GeotechnicalEngineering

nmlkj Roads and highways

nmlkj Rail

nmlkj Air

nmlkj Urban/municipal

nmlkj Coastal & maritime

nmlkj Energy & power

nmlkj Water & wastewater

nmlkj Flood defence

nmlkj Tunnelling

nmlkj Central Government(including NHS)

nmlkj Transport planning

nmlkj Project finance

nmlkj Waste management

nmlkj Health & safety

nmlkj Education

nmlkj Other

What is your main area of work? (choose only one)

nmlkj Design & construction

nmlkj Consultancy

nmlkj Construction andinstallation

nmlkj Development & design(planning)

nmlkj Maintenance & servicing

nmlkj Technical administration

nmlkj Education & teaching

nmlkj Research

nmlkj Marketing & sales

nmlkj Management

nmlkj Manufacturing &production

nmlkj Quality control

nmlkj Project financing

nmlkj Business development

nmlkj Procurement

nmlkj Other

What is your highest priority for the future development of your career?

nmlkj Job related technicaltraining

nmlkj Project managementexperience

nmlkj Line management role

nmlkj Larger projects/schemes

nmlkj Different industry orsector

nmlkj Complete career change

nmlkj Business developmentskills

nmlkj Business managementskills

nmlkj I'm approachingretirement

nmlkj Other

What is the average number of hours you work each week?

nmlkj Up to 20

nmlkj 21-30

nmlkj 31-35

nmlkj 36-40

nmlkj 41-50

nmlkj 51-60

nmlkj 61-65

nmlkj 66-70

nmlkj 71+

What was the primary source that enabled you to find your most recent job?

nmlkj Newspaper

nmlkj NCE

nmlkj Internet

nmlkj Recruitment agency

nmlkj Word of mouth (friend,colleague, etc.)

nmlkj In-house

nmlkj Specialisedmagazine/publication

nmlkj I was approached by thecompany/recruitmentagency/head-huntingagency

nmlkj Career fair

nmlkj University

nmlkj Other

Which of these websites did you use to help you find your most recent job? Click as many as appropriate.

gfedc engineerjobs.co.uk

gfedc Monster

gfedc Jobsite

gfedc Fish 4 Jobs

gfedc Careers in Construction

gfedc Total Jobs

gfedc The Career Engineer

gfedc ICErecruit

gfedc Railway People

gfedc Jim Finder

gfedc ENDS

gfedc S1 Jobs

gfedc Company/employer'swebsite

gfedc Other

gfedc I don't remember

Do you plan to change your job in the next 12 months?

nmlkj No

nmlkj Yes - with the same employer

nmlkj Yes - with another employer

Why will you change job? (choose only one)

nmlkj To get more money

nmlkj To get moreresponsibility

nmlkj More job interest

nmlkj New location to suit yourfamily

nmlkj Current employeroffering poor prospects

nmlkj Personal reasons

nmlkj Received a better offer

nmlkj To broadenknowledge/experience

nmlkj To change career

nmlkj The current project isabout to end

nmlkj Other

If you're currently employed/self employed what is your employer's/your company's primary activity?

nmlkj Local Government

nmlkj Central Government(including Governmentfunded agencies andorganisations)

nmlkj Consultingengineer/practice

nmlkj Utilities (oil & gas, water,energy)

nmlkj Privateindustry/manufacturingcompany

nmlkj Construction productmanufacturer/supplier

nmlkj Contractor/sub-contractor in civilengineering, building orprocess

nmlkj Mining and quarrying

nmlkj Education (technicalcollege, university etc.)

nmlkj Other

In the current economic climate, how secure do you feel about your job?

nmlkj Very secure

nmlkj Secure

nmlkj Neither secure nor insecure

nmlkj Insecure

nmlkj Very insecure


Salary and Other IncomeIn the next few questions, you will be asked to provide separate details of your basic income, secondary income, overtime and bonuses.

If you are currently unemployed or on career break, please answer in relation to your most recent period of employment.

In the next few questions, you will be asked to provide separate details of your basic income, secondary income, overtime and bonuses.In order to collect data that is consistent with the UK tax year, please give your answers in relation to the period April 2008 to March

2009.


Basic Income

Permanent salaried employment - enter your gross basic rate salary during the tax year 2008/09 from your employer before deduction oftax or NI. Exclude bonuses and overtime.

Self employed - enter your income from all sources less direct expenses but before deducting tax, NI or personal expenses.

Contractors or part time salaried employment - enter total earnings in the period before the deduction of tax or NI. Exclude any additionsfrom benefits contributions paid to you.

Basic Income Please do not use any spaces or commas in your answer

per year

Secondary Income

Secondary Income - indicate your income from other occupations, during the tax year 2008/09, if these were part of your mainoccupation in the year. Give the gross figure, before deduction of tax or NI.

Examiner's fees, royalties or part-time consultancy fees should be included here. (Please do not include income which is not related tocivil engineering).

Secondary incomePlease do not use any spaces or commas in your answer

per year

Overtime

Overtime - include all earnings paid to you by your employer for work during the tax year 2008/09 other than basic salary. Do not includebonuses in this total.

Overtime Please do not use any spaces or commas in your answer

per year

Bonuses

Bonuses - include any share of profits, commission, fees, honoraria or other payments received from your sole or principal employerduring the tax year 2008/09. Do not include any overtime payments in this total.

Bonuses Please do not use any spaces or commas in your answer

per year

In which year was your most recent salary review?

Year

--Click Here--

Month

--Click Here--

gfedc Don't know

What is your annual holiday entitlement? Please type in

gfedc Don't remember

Which of the following benefits do you receive from your employer?Tick as many answers that apply

gfedc Not applicable(unemployed, self-employed etc...)

gfedc None

gfedc Car

gfedc Car allowance

gfedc Stock options/equity

gfedc Pension contributions

gfedc Life insurance

gfedc Medical - individual

gfedc Medical - individual +family

gfedc Dental plan

gfedc Travel assistance (e.g.train season ticket)

gfedc Professional fees (e.g.ICE membership)

gfedc Health club/gym

gfedc Assistance witheducation/training (e.g.fees/time off)

gfedc Mobile phone bill paid byemployer

gfedc Child care vouchers

gfedc Flexible working time

gfedc Other

66

Salary and Other IncomeIn the next few questions, you will be asked to provide separate details of your basic income, secondary income, overtime and bonuses.


In the next few questions, you will be asked to provide separate details of your basic income, secondary income, overtime and bonuses.In order to collect data that is consistent with the UK tax year, please give your answers in relation to the period April 2008 to March

2009.


Basic Income

Permanent salaried employment - enter your gross basic rate salary during the tax year 2008/09 from your employer before deduction oftax or NI. Exclude bonuses and overtime.

Self employed - enter your income from all sources less direct expenses but before deducting tax, NI or personal expenses.

Contractors or part time salaried employment - enter total earnings in the period before the deduction of tax or NI. Exclude any additionsfrom benefits contributions paid to you.

Basic Income Please do not use any spaces or commas in your answer

per year

Secondary Income

Secondary Income - indicate your income from other occupations, during the tax year 2008/09, if these were part of your mainoccupation in the year. Give the gross figure, before deduction of tax or NI.

Examiner's fees, royalties or part-time consultancy fees should be included here. (Please do not include income which is not related tocivil engineering).

Secondary incomePlease do not use any spaces or commas in your answer

per year

Overtime

Overtime - include all earnings paid to you by your employer for work during the tax year 2008/09 other than basic salary. Do not includebonuses in this total.

Overtime Please do not use any spaces or commas in your answer

per year

Bonuses

Bonuses - include any share of profits, commission, fees, honoraria or other payments received from your sole or principal employerduring the tax year 2008/09. Do not include any overtime payments in this total.

Bonuses Please do not use any spaces or commas in your answer

per year

In which year was your most recent salary review?

Year

--Click Here--

Month

--Click Here--

gfedc Don't know

What is your annual holiday entitlement? Please type in


Which of the following benefits do you receive from your employer?Tick as many answers that apply

gfedc Not applicable(unemployed, self-employed etc...)

gfedc None

gfedc Car

gfedc Car allowance

gfedc Stock options/equity

gfedc Pension contributions

gfedc Life insurance

gfedc Medical - individual

gfedc Medical - individual +family

gfedc Dental plan

gfedc Travel assistance (e.g.train season ticket)

gfedc Professional fees (e.g.ICE membership)

gfedc Health club/gym

gfedc Assistance witheducation/training (e.g.fees/time off)

gfedc Mobile phone bill paid byemployer

gfedc Child care vouchers

gfedc Flexible working time

gfedc Other

66

Which of the following would most improve the quality of your working life? (Choose one only)

nmlkj More opportunities for training

nmlkj More holidays

nmlkj Shorter working week

nmlkj Flexibility in working hours (e.g.choice of start/finish times)

nmlkj Less travelling

nmlkj Reduced workload

nmlkj Working from home

nmlkj Other

Overall how satisfied are you with the following?

Your current role nmlkj

Very satisfied

nmlkj

Fairly satisfied

nmlkj

Indifferent

nmlkj

Fairlydissatisfied

nmlkj

Verydissatisfied

Your current employer nmlkj nmlkj nmlkj nmlkj nmlkj

Your compensation package nmlkj nmlkj nmlkj nmlkj nmlkj

About youWhat is your current grade of ICE membership?

nmlkj FICE

nmlkj MICE

nmlkj AMICE

nmlkj TMICE

nmlkj Graduate

Which age band do you fall into?

nmlkj 21 or under

nmlkj 22-24

nmlkj 25-29

nmlkj 30-34

nmlkj 35-39

nmlkj 40-44

nmlkj 45-49

nmlkj 50-54

nmlkj 55-59

nmlkj 60-65

nmlkj 66-70

nmlkj 71-75

nmlkj 76+

Graduate

The next few questions are only for Graduate level ICE members aged up to 34 years and with up to 5 years experience inthe Civil Engineering industry

In which year did you graduate (based on your last degree if you took more than one)?

Year

--Click Here--

Month

--Click Here--

How satisfied are you with your current salary package?

nmlkj Very satisfied

nmlkj Fairly satisfied

nmlkj Indifferent

nmlkj Fairly dissatisfied

nmlkj Very dissatisfied

What was your basic salary on graduation?Please do not use any spaces or commas in your answer


And what was the annual amount of any additional income (bonuses, overtime etc.) on graduation?Please do not use any spaces or commas in your answer


What was your basic salary 2 years after your graduation?Please do not use any spaces or commas in your answer

gfedc Not relevant - This answer only applies if you have not completed 2 years of continuous employment followinggraduation.


And what was the annual amount of any additional income (bonuses, overtime etc.) 2 years after graduation?Please do not use any spaces or commas in your answer



66

Which of the following would most improve the quality of your working life? (Choose one only)

nmlkj More opportunities for training

nmlkj More holidays

nmlkj Shorter working week

nmlkj Flexibility in working hours (e.g.choice of start/finish times)

nmlkj Less travelling

nmlkj Reduced workload

nmlkj Working from home

nmlkj Other

Overall how satisfied are you with the following?

Your current role nmlkj

Very satisfied

nmlkj

Fairly satisfied

nmlkj

Indifferent

nmlkj

Fairlydissatisfied

nmlkj

Verydissatisfied

Your current employer nmlkj nmlkj nmlkj nmlkj nmlkj

Your compensation package nmlkj nmlkj nmlkj nmlkj nmlkj

About youWhat is your current grade of ICE membership?

nmlkj FICE

nmlkj MICE

nmlkj AMICE

nmlkj TMICE

nmlkj Graduate

Which age band do you fall into?

nmlkj 21 or under

nmlkj 22-24

nmlkj 25-29

nmlkj 30-34

nmlkj 35-39

nmlkj 40-44

nmlkj 45-49

nmlkj 50-54

nmlkj 55-59

nmlkj 60-65

nmlkj 66-70

nmlkj 71-75

nmlkj 76+

Graduate

The next few questions are only for Graduate level ICE members aged up to 34 years and with up to 5 years experience inthe Civil Engineering industry

In which year did you graduate (based on your last degree if you took more than one)?

Year

--Click Here--

Month

--Click Here--

How satisfied are you with your current salary package?

nmlkj Very satisfied

nmlkj Fairly satisfied

nmlkj Indifferent

nmlkj Fairly dissatisfied

nmlkj Very dissatisfied

What was your basic salary on graduation?Please do not use any spaces or commas in your answer


And what was the annual amount of any additional income (bonuses, overtime etc.) on graduation?Please do not use any spaces or commas in your answer


What was your basic salary 2 years after your graduation?Please do not use any spaces or commas in your answer






66

What was your basic salary 5 years after graduation?Please do not use any spaces or commas in your answer






Does your employer offer a financial incentive or bonus for achieving professionally qualified status?

nmlkj Yes

nmlkj No

nmlkj Don't know

How much is this financial incentive / bonus?Please do not use any spaces or commas in your answer

gfedc Don't know

About YouWhat is your gender?

nmlkj Male

nmlkj Female

Which of these academic qualifications, if any, do you have? Tick as many answers that apply

gfedc PhD

gfedc MEng

gfedc MSc

gfedc BEng

gfedc BSc

gfedc HNC

gfedc HND

gfedc Other

gfedc None of these

Training

The remaining questions are about training. By training we mean courses or seminars etc. designed to improve yourtechnical knowledge or capabilities or to improve your soft skills in management, administration or marketing etc.

Have you identified your training needs for the next year?

nmlkj Yes, identified

nmlkj No, not identified but plan to do so

nmlkj No, not identified and no plans to do so

If the plan is agreed who will fund the training?

nmlkj My employer

nmlkj Myself

nmlkj Combined: my employer and I

nmlkj Not decided

nmlkj Other

In what direction do you need training?Tick as many answers that apply

gfedc More technical depth (e.g. advancing your specialistknowledge)

gfedc More technical breadth (e.g. introducing you to newconcepts)

gfedc Non-technical such as management or communication(i.e. soft skills)

gfedc Other

Current Economic ClimateWould you say the current economic situation has affected the training opportunities offered by your company in any way ?

nmlkj Negative impact

nmlkj Positive impact

nmlkj No impact


Which of these measures, if any, has your employer taken in response to the economic downturn? (please tick as many as apply)

gfedc Pay freeze

gfedc Hiring freeze

gfedc Pay cuts

gfedc Shorter working week

gfedc Redundancies

gfedc Benefits cuts

gfedc Other

Thank You

What was your basic salary 5 years after graduation?Please do not use any spaces or commas in your answer






Does your employer offer a financial incentive or bonus for achieving professionally qualified status?

nmlkj Yes

nmlkj No

nmlkj Don't know

How much is this financial incentive / bonus?Please do not use any spaces or commas in your answer

gfedc Don't know

About YouWhat is your gender?

nmlkj Male

nmlkj Female

Which of these academic qualifications, if any, do you have? Tick as many answers that apply

gfedc PhD

gfedc MEng

gfedc MSc

gfedc BEng

gfedc BSc

gfedc HNC

gfedc HND

gfedc Other

gfedc None of these

Training

The remaining questions are about training. By training we mean courses or seminars etc. designed to improve yourtechnical knowledge or capabilities or to improve your soft skills in management, administration or marketing etc.

Have you identified your training needs for the next year?

nmlkj Yes, identified

nmlkj No, not identified but plan to do so

nmlkj No, not identified and no plans to do so

If the plan is agreed who will fund the training?

nmlkj My employer

nmlkj Myself

nmlkj Combined: my employer and I

nmlkj Not decided

nmlkj Other

In what direction do you need training?Tick as many answers that apply

gfedc More technical depth (e.g. advancing your specialistknowledge)

gfedc More technical breadth (e.g. introducing you to newconcepts)

gfedc Non-technical such as management or communication(i.e. soft skills)

gfedc Other

Current Economic ClimateWould you say the current economic situation has affected the training opportunities offered by your company in any way ?

nmlkj Negative impact

nmlkj Positive impact

nmlkj No impact


Which of these measures, if any, has your employer taken in response to the economic downturn? (please tick as many as apply)

gfedc Pay freeze

gfedc Hiring freeze

gfedc Pay cuts

gfedc Shorter working week

gfedc Redundancies

gfedc Benefits cuts

gfedc Other

Thank You

Institution of Civil Engineers (ICE) Salary Survey 2009 · PDF fileInstitution of Civil...

Documents

Transcript of Institution of Civil Engineers (ICE) Salary Survey 2009 · PDF fileInstitution of Civil...