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
11ICE�Salary�Survey�2009
� 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
1313ICE�Salary�Survey�2009
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
1414ICE�Salary�Survey�2009
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
1515ICE�Salary�Survey�2009
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
1616ICE�Salary�Survey�2009
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
1717ICE�Salary�Survey�2009
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
1818ICE�Salary�Survey�2009
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
1919ICE�Salary�Survey�2009
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
2020ICE�Salary�Survey�2009
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
2121ICE�Salary�Survey�2009
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
2222ICE�Salary�Survey�2009
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
(£)
2323ICE�Salary�Survey�2009
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
2424ICE�Salary�Survey�2009
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.
2525ICE�Salary�Survey�2009
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
2626ICE�Salary�Survey�2009
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
2727ICE�Salary�Survey�2009
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
2828ICE�Salary�Survey�2009
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
2929ICE�Salary�Survey�2009
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
3030ICE�Salary�Survey�2009
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%
3131ICE�Salary�Survey�2009
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%
ICE�Salary�Survey�20093434
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%
ICE�Salary�Survey�20093535
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
ICE�Salary�Survey�20093636
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%
ICE�Salary�Survey�20093737
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%
ICE�Salary�Survey�20093838
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%
ICE�Salary�Survey�20093939
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).
ICE�Salary�Survey�20094040
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%
ICE�Salary�Survey�20094141
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%
ICE�Salary�Survey�20094242
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�(£)
2009 %�change 2008 %�change 2007 %�change 2006 %�change 2004
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%.
ICE�Salary�Survey�20094444
6.2� Analysis of basic salary 2004 to 2009: by age (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
<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�(£)
2009 %�change 2008 %�change 2007 %�change 2006 %�change 2004
A A-B B B-C C C-D D D-E E
<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.
ICE�Salary�Survey�20094545
6.3�� Analysis of basic salary 2004 to 2009: by membership grade (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
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�(£)
2009 %�change 2008 %�change 2007 %�change 2006 %�change 2004
A A-B B B-C C C-D D D-E E
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%.
ICE�Salary�Survey�20094646
6.4�� Analysis of basic salary 2004 to 2009: by region (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
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�(£)
2009 %�change 2008 %�change 2007 %�change 2006 %�change 2004
A A-B B B-C C C-D D D-E E
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.
ICE�Salary�Survey�20094747
6.5� Analysis of basic salary 2004 to 2009: by main field of work (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
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�(£)
2009 %�change 2008 %�change 2007 %�change 2006 %�change 2004
A A-B B B-C C C-D D D-E E
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
4949ICE�Salary�Survey�2009
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%
5050ICE�Salary�Survey�2009
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
5151ICE�Salary�Survey�2009
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
ICE�Salary�Survey�20095353
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
ICE�Salary�Survey�20095454
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%
ICE�Salary�Survey�20095555
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
ICE�Salary�Survey�20095656
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
ICE�Salary�Survey�20095757
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
ICE�Salary�Survey�20095959
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
ICE�Salary�Survey�20096060
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
ICE�Salary�Survey�20096161
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
ICE�Salary�Survey�20096262
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
ICE�Salary�Survey�200964
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
ICE�Salary�Survey�200966
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
ICE�Salary�Survey�200967
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%).
ICE�Salary�Survey�200968
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%.
Satisfaction against key job criteria
0%
10%
20%
30%
40%
50%
60%
Very satisfied Fairly satisfied Indifferent Fairlydissatisfied
Very dissatisfied
Level of satisfaction
Current role Current employer Compensation package
Perc
ent
ICE�Salary�Survey�200969
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
ICE�Salary�Survey�200970
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.
Main field of employment
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
ICE�Salary�Survey�200971
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
ICE�Salary�Survey�200972
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.
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
ICE�Salary�Survey�200973
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
ICE�Salary�Survey�200974
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
ICE�Salary�Survey�200975
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
ICE�Salary�Survey�200977
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
ICE�Salary�Survey�200978
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.
ICE�Salary�Survey�200979
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.
Satisfaction against key job criteria
0%
10%
20%
30%
40%
50%
60%
100%
Very satisfied Fairly satisfied Indifferent Fairly
dissatisfied
Very
dissatisfied
Level of satisfaction
Current role Current employer Compensation package
Perc
ent
90%
80%
70%
ICE�Salary�Survey�200980
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
ICE�Salary�Survey�200981
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.
Main field of employment
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
ICE�Salary�Survey�200982
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%
ICE�Salary�Survey�200983
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.
Sense of job security in the current economic climate
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
ICE�Salary�Survey�200984
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%
ICE�Salary�Survey�200985
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
ICE�Salary�Survey�200986
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 +
nmlkj I don’t know
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 +
nmlkj I don’t know
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 +
nmlkj I don’t know
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
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.
If you are currently unemployed or on career break, please answer in relation to your most recent period of employment.
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.
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.
If you are currently unemployed or on career break, please answer in relation to your most recent period of employment.
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
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
gfedc Don't remember
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
gfedc Don't remember
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.
gfedc Don't remember
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
gfedc Not relevant - This answer only applies if you have not completed 2 years of continuous employment followinggraduation.
gfedc Don't remember
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
gfedc Don't remember
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
gfedc Don't remember
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.
gfedc Don't remember
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
gfedc Not relevant - This answer only applies if you have not completed 2 years of continuous employment followinggraduation.
gfedc Don't remember
66
What was your basic salary 5 years after graduation?Please do not use any spaces or commas in your answer
gfedc Not relevant - This answer only applies if you have not completed 5 years of continuous employment followinggraduation.
gfedc Don't remember
And what was the annual amount of any additional income (bonuses, overtime etc.) 5 years after graduation?Please do not use any spaces or commas in your answer
gfedc Not relevant - This answer only applies if you have not completed 5 years of continuous employment followinggraduation.
gfedc Don't remember
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
nmlkj Don’t know / not sure
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
gfedc Not relevant - This answer only applies if you have not completed 5 years of continuous employment followinggraduation.
gfedc Don't remember
And what was the annual amount of any additional income (bonuses, overtime etc.) 5 years after graduation?Please do not use any spaces or commas in your answer
gfedc Not relevant - This answer only applies if you have not completed 5 years of continuous employment followinggraduation.
gfedc Don't remember
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
nmlkj Don’t know / not sure
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