ice salary survey 2013 uk report

8/10/2019 ICE Salary Survey 2013 UK Report

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S a l a r y S u r v e y 2 0 1 3

r e p o r t

I n s t i t u t i o n o f C i v i l E

n g i n e e r s

Salary Survey 2013UK Report



2 Salary Survey 2013 UK report Institution of Civil Engineers

ContentsGlossary of terms .................................................................................................................. 3

Introduction ........................................................................................................................... 4

Methodology ......................................................................................................................... 6

UK findings: highlights ........................................................................................................... 8

UK respondents: sample characteristics ............................................................................. 10

Section 1 UK income........................................................................................................... 11

Section 2 UK careers .......................................................................................................... 30

Section 3 Recent economic climate .................................................................................... 41

Section 4 UK recent graduates ........................................................................................... 45

Appendices ......... ......... ......... ......... .......... ......... .......... ......... .......... ......... ......... .......... ......... 51

http://icenas2/groups/pr/2013/Marketing/0%20WIP%202013/0565_Salary-survey-2013/8.%20Report%20and%20results/4.%20ACTUAL%20REPORT/UK%20SECTION/ICE%20SS%202013%20-%20UK%20members%20-%20draft%20v8_eh.docx%23_Toc371342498












Institution of Civil Engineers3 Salary Survey 2013 UK report Institution of Civil Engineers

Glossary of terms

Basic income

Permanent salaried employment Gross basic rate salary before deducting tax and National Insurance (NI) in the UK or anequivalent state medical care contribution in other countries. Excludes bonuses and overtime.

Self-employed Income from all sources less direct expenses but before deducting tax, personal expensesand NI in the UK or an equivalent state medical care contribution in other countries.

Contractors or part-time salaried employment Total earnings before deducting tax and NI in the UK or equivalent state medical carecontribution in other countries. Excludes additions from benefits contributions paid to the

individual.

Secondary income Income from other civil engineering related occupations if these were part of the mainoccupation in the year. The gross figure is given before deducting tax, examin er’s fees and NI in the UK or an equivalent state medical care contribution in other countries. Includesroyalties and part-time consultancy fees.

Overtime All earnings for working extra hours. Excludes bonuses.

Bonuses Any share of profits, commission, fees, honoraria or other payments received from the sole orprincipal employer. Excludes overtime payments.

Additional income The sum of secondary income , overtime and bonuses .

Mean and median income Mean salary The sum of all salaries divided by their

number.

Example {1,2,3,4,5}

Mean value: (1+2+3+4+5)/5=3Median salary The central value of a range of salaries,

or the mean of two central values iftheir number is even.

Example {1,2, 3,4 ,5,6}Median value: (3+4)/2=3.5

Abbreviations used in the report UK United Kingdom

CPI Consumer Price Index (official measure of inflation for UK)

RPI Retail Price Index (measure of inflation)




Introduction

I would like to thank all the ICE members who took part in ICE’s SalarySurvey 2013, our first in three years. The information provided hasbeen invaluable in bringing us up-to-date on salaries within civil

engineering.

The findings have been split into two reports – this version for the UK,and a separate report with results for Australia, Hong Kong, NewZealand and the United Arab Emirates.

Some signs of recovery

The civil engineering community was badly affected by the economic downturn, but there aresome signs of recovery emerging from this year’s results.

Members feel more positive about the future. Views on job security have improved and therehas been a significant jump in the proportion of respondents seeing signs of economicimprovement in their organisations.

Salary reviews are more common: 68% of respondents have had (or will have) a salaryreview in 2013, compared to only 35% in 2010.

At the top of the profession, total income for Managing Directors, Chief Executive Officersand partners increased again this year after falling in 2010, and has now returned to 2008levels. The number of civil engineers earning £100k or more increased from 2.8% in 2010 to4.2% in 2013.

Salaries for recent graduates are also recovering, following consecutive falls between 2008and 2010. Many recent graduates were employed before or immediately after theygraduated, and this group of members is also now more satisfied.

Civil engineers now earn on average just under £50,000 a year.

Still a challenging time for UK members

While overall salaries have increased slightly since 2010, they are still down in real terms.Mean basic income for the total sample has increased 2.5% since 2010, while the Consumer

Price Index (CPI) increased by 9.8% over the same period.Members are also less satisfied with their professional lives. Satisfaction with jobs,employers and salary packages is down this year.

Compared to other membership grades, Technician Members are least satisfied with theirsalary package, which is unsurprising given that their mean basic income has nominallydropped 7% since 2007.

Unfortunately, the gap between earnings of men and women continues. While there isalmost no difference in salaries for younger members (aged up to 29), overall femalerespondents earn significantly less than their male colleagues.




Benchmark your salary

ICE members can see how their salary compares with other civil engineers by using ouronline salary calculator, available in the MyICE section of ICE’s website.

If you have any questions about the report, please email [email protected] . I hope you will

find our latest salary survey useful and informative.

NG Baveystock

Director General

mailto:[email protected]







Methodology

Why a web survey?

Since over 90% of ICE members have registered their email address with ICE, an onlinesurvey was the most accurate and cost-effective approach to use.

To correct any imbalance in the sample profile, results were weighted by member age andgrade for the UK findings. These variables were chosen as weighting factors since they aremost likely to predict earnings.

Data confidentiality

The survey was conducted by an independent market research agency, which hosted theweb questionnaire and kept all replies strictly confidential following the Market ResearchSociety guidelines.

ICE only has access to this report and the aggregated results in the form of charts andtables, rather than any individual responses.

Response rate

Nearly 39,000 working members in five countries were contacted by email in September2013 and asked to complete an online questionnaire. The number of respondents andresponse rates for the UK and other countries were:

Country Number of respondents Response rate

Australia and New Zealand 279 (AU 205 and NZ 74) 16%

Hong Kong 431 11%

United Arab Emirates 111 21%

United Kingdom 5,719 18%

Recent graduates

Sections of the report show results for Graduate members, as well as a sub-group of ‘recentgraduates’ . Recent graduates are Graduate members, aged up to 34, with up to five years’experience in civil engineering.

Within the UK sample, 1,157 respondents were recent graduates.

Please note the findings for the Graduate grade sample (referred to as ‘ All Graduates ’ in thisreport) include the recent graduate sub-sample.

Salary questions

To ensure that the income data was as accurate as possible, precise definitions were givenin the survey. Respondents were asked to provide details of their basic income, secondaryincome, overtime pay and bonuses paid in the most recent tax period.




Main statistics used in the report

Charts in the report show the mean (commonly known as average) and median income.Mean is a more familiar term to most people; however, median is a better indicator of thetypical salary for a given respondent group as it is less affected by outliers (very low or high

values).

Period of research

The same core questionnaire and online methodology have been used for the ICE SalarySurvey since 2004, so meaningful comparisons can be made with previous salary findings.The table below shows the report titles and corresponding tax years.

Tax year Survey name

2012/2013 Salary Survey 20132009/2010 Salary Survey 2010

2008/2009 Salary Survey 2009








UK findings: highlights

Income of UK members (section 1) Average salary for civil engineers nearly £50k – mean basic income for the total

sample in 2013 is £49,793 Basic income rises, slowly – mean basic income increased by 2.5% between 2010

and 2013, while median basic income improved by 5.4%; slow increases consideringthe three-year gap between surveys

Basic income decrease in real terms – taking inflation into account, mean basicincome is down since 2010 by 6.7% accounting for the Retail Price Index (RPI) or5.1% using the Consumer Price Index (CPI)

Value of being Chartered – Chartered Engineers (CEng MICE) earn 30% more(mean basic income) than Incorporated Engineers (IEng MICE) and the difference inmedian basic income is 25%

Women continue to earn less – the difference in salaries between male and femalemembers is nearly non-existent for younger members (aged up to 29), but for thoseaged 45-49, men earn 38% more than women. Overall, women earn 40% less thanmen, in line with the 42% difference registered in 2010

TMICE, the only grade recording negative change – since 2007 mean basicincome for TMICE decreased by 7%

Total income for MDs/CEOs/Partners is back up – mean income for this group

has increased by 8.3% since 2010, returning to the 2008 level Increase in proportion that earn £100k+ – those with basic income of £100k or

more increased from 2.8% of respondents in 2010 to 4.2% in 2013

See section 1 (pages 11 – 29) for more detailed results on the income of UK members.

Job satisfaction and professional development (section 2) Satisfaction down overall – across the whole sample, satisfaction with their current

role, employer and compensation package is down. Satisfaction with thecompensation package registered the biggest drop

Professional qualification a priority – in 2013, professional qualification was addedto the questionnaire and immediately topped the list as a priority for future careerdevelopment. Nearly one in four respondents said they want to obtain a professionalqualification (95% of this group do not have one yet)

Membership fees – the proportion of those whose professional fees are paid byemployers increased from 59% in 2010 to 69% in 2013

Skills development – the need to have greater technical depth has been indicatedby 43% of respondents, up from 39% in 2010, but the key area is still soft skills

What do members want? – in a strong message to employers, members say aclear career path is the factor that would most improve their working lives

See section 2 (pages 30 – 40) for more detailed results on non-salary related aspects of UKmembers’ professional lives.




UK findings: highlights continued

Members and the economic climate (section 3) Salary reviews more common – 68% of respondents said they have had or will have a

salary review this year, a significant increase on the 2010 result (35%); male and femalemembers are equally likely to have their salary reviewed in 2013

Job security increases significantly – 65% of respondents feel secure or very secureabout their jobs, up from 40% in 2010. Young members are most secure in their jobs,public sector employees are least secure

More signs of improvement – the proportion of members seeing signs of economicimprovement increased significantly from 20% in 2010 to 72% in 2013

See section 3 (pages 41 – 44) for more detail on how members feel the current economicclimate affects their professional lives.

Recent graduates (section 4) Recent graduate salaries recovering – recent graduates experienced an increase of

2.3% in mean basic income, close to the average increase for all UK members and apositive change after falling in consecutive years between 2008 and 2010

Salaries increase at a quicker pace after graduation – the trend is becoming morepositive for graduates in recent years, with salaries going up more quickly in the firstcouple of years of work. Salaries for those graduating in 2009 were 7.7% higher after two

years, while salaries for 2011 graduates were 17.5% higher after two years

Recent graduates more satisfied – in 2010, only 37% of recent graduates were fairly orvery satisfied with their salary package, compared with 43% in 2009 and 49% in 2008. In2013 this proportion is again near the 2008 level, at 48%

No gender gap in basic income for recent graduates – recent female graduatescommand the same basic income as their male colleagues (close to £27k). However, thetotal salary received by male recent graduates is 2.5% higher, indicating men receive ahigher share of additional income (bonuses, overtime pay and secondary income)

Most find employment – 62% of recent graduates were employed before, orimmediately after they graduated; only 6% were looking for a job longer than a year

See section 4 (pages 45 – 50) for more detailed responses from recent graduates (ICEGraduate members aged up to 34 with no more than five years of professional experience).




UK respondents: sample characteristics

Age bands Count of respondents Percentage Response rate25 or under 185 3% 16%

25-29 683 12% 16%30-34 653 11% 17%35-39 617 11% 17%40-44 621 11% 18%45-49 633 11% 18%50-54 651 11% 18%55-59 800 14% 18%60-65 652 11% 20%66 or over 224 4% 15%Total 5,719 100% 18%

Membership grade Count of respondents Percentage Response rateFICE 282 5% 17%MICE 3,133 55% 18%

AMICE 205 4% 19%TMICE 98 2% 17%

All Graduate members 2,002 35% 17%Total 5,719 100% 18%

UK region Count of respondents Percentage Response rateEast Midlands 327 6% 19%East of England 263 5% 10%London 1,019 18% 23%North East 182 3% 18%North West 577 10% 18%Northern Ireland 154 3% 17%Scotland 677 12% 17%South East England 960 17% 17%South West 542 9% 18%Wales 240 4% 15%West Midlands 432 8% 19%Yorkshire and Humber 347 6% 17%Total 5,719 100% 18%

Gender Count of respondents Percentage Response rateFemale 647 11% 20%Male 5,071 89% 17%Total 5,719 100% 18%



S a l a r y S u r v e y 2 0 1 3

R e p o r t

S e c t i o n 1 : U K i n c o m e f i n d i n g s

Section 1

UK incomeThis section presents findings on UK members‘ earnings basedon:

Age Membership grade Level of responsibility Region Gender

It is followed by other job related information such as annualleave entitlement and employment benefits.




Section 1: UK income findings

1.1. Basic income change 2004-2013

Salaries rise again, slowly – ICE member salaries grew again after a small fall of 0.3% in 2009.But growth is slow considering the three-year gap between this and the previous survey

Most earn mid- or lower-level income – the mean salary is higher than the median. Althoughthe difference isn’t big, it indicates a large number of members with mid- or lower-level salaries

Increase in proportion that earn £100k+ – those with basic income of £100k or more increasedfrom 2.8% of respondents in 2010 to 4.2% in 2013. This high-earning group now commands12.5% of the earnings of the whole sample, up from 9.2% in 2010

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10,000

20,000

30,000

40,000

50,000

60,000

2004 2006 2007 2008 2009 2010 2013

B a i s c

i n c o m e

i n £

Survey year

Basic income change 2004-2013

Mean Median

Keyfinding

The mean basic income increased by 2.5% between 2010 and 2013, whilemedian basic income improved by 5.4% in the same period. The averagemean basic income for civil en ineers in 2013 is £49 793.




1.2. Basic income change, RPI* and CPI*

Salaries grow slowly while inflation quite high – the economic crisis between 2007 and 2010and the resulting recession had a negative impact on salaries. At the same time, inflationremained relatively high and eroded salaries further in real terms

Mean basic income decrease in real terms – while salaries increased 2.5% between 2010 and2013, in real terms the mean basic income has gone down by 6.7% (if we account for RPI) or5.1% (if we account for CPI). This translates into a loss of between £4,450 and £3,668 in

purchasing power between 2010 and 2013

Year 2004 2006 2007 2008 2009 2010 2013

Mean 100.0 112.9 115.2 121.0 120.6 124.0 127.1

Median 100.0 111.9 112.2 117.1 116.2 119.5 122.4

RPI 100.0 106.3 111.0 116.1 114.2 120.0 133.7

CPI 100.0 104.5 107.0 111.1 113.1 116.8 128.3

RPI (Retail Price Index) and CPI (Consumer Price Index) are measures of inflation. More details areavailable on the Office for National Statistics website (www.ons.gov.uk )

90

95

100105

110

115

120

125

130

135

140

2004 2006 2007 2008 2009 2010 2013

Basic income and RPI and CPI change 2004-2013

Mean Median RPI CPI

Keyfinding

RPI and CPI increased more than mean and median basic salaries since2010, meaning civil engineers have less purchasing power now.

http://www.ons.gov.uk/







1.3. Basic and total income by age

Biggest rise for members aged 55-59 – salaries increased 9.6% for this group, closely followedby a 9.2% increase for the 45-49 age bracket (however salaries for these two groups fell in 2010)

Income falls for members aged 50-54 – the only age band to register a drop in mean basicincome, down 2% from 2010. However, this could be a small adjustment following the 2010results, when salaries increased at an above average rate for 50-54 year-olds, but dropped formembers aged 45-49 and 55-59

Above average increase for more age bands – only three age bands (35-39, 50-54 and over65) experienced an above average salary increase in 2010. In 2013 mean basic incomeincreased above the 2.5% average for seven age groups (under 25, 25-29, 30-34, 40-44, 45-49,55-59 and over 65)

Small salary differences for members aged up to 44 – indicated by the similar figures formean and median basic income within each age group up to this point. For members over 45,differences increase as some members accelerate their earning capabilities compared to theirpeers

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10,000

20,000

30,000

40,000

50,000

60,000

70,000

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

B a s

i c i n c o m e

i n £

Age bands

Basic income by age

Mean Median

Keyfinding

It now takes longer for members to reach their full earning potential. In2010 those aged 50-54 earned the highest mean basic income. In 2013 the

eak is for members a ed 55-59.




Earning peak moves from 50-54 age band in 2010 to 55-59 in 2013 – following the sametrend as for basic income

Biggest increase for members aged 45-49 – mean total income has grown 9.4% since 2010for this group: those aged over 65 and 50-54 saw total salaries drop 1.8% and 0.7% respectively

Additional income* accounts for 11% of total income – it increases with age and peaks formembers aged 60-65 (chart below shows the share of additional income by age)

** Additional income is the sum of secondary income, overtime pay and bonuses paid

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50,000

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70,000

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

T o

t a l i n c o m e

i n £

Age bands

Total income by age

Mean Median

Keyfinding

0%

10%

20%

30%

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

Share of mean additional income*in total income

2013 2010

Both mean and median total income have increased by 2% since 2010, asmall rise compared to the 4% year-on-year rise recorded in 2010. Theincrease is also less than basic income growth, showing a slowdown in theincrease of additional income*.




1.4. Basic and total income by membership grade – UK

Above average increases for three grades – between 2010 and 2013 mean basic incomegrew for AMICE, All Graduates and MICE (8.3%, 6.8% and 4.3% respectively)

Double digit mean income growth between 2007-2013 for four grades – salaries for FICE,MICE, AMICE and All Graduates have grown between 10% to 14% in the last six years

Slower growth for recent graduates since 2007 – while salaries increased at a near-averagerate for recent graduates between 2010 and 2013, since 2007 their mean basic income has

increased at a moderate rate of 5% TMICE, the only grade recording negative change in the long-term – the survey indicates

that TMICE salaries have dropped 17% since 2010. However, this figure should be treated withsome caution as the sample sizes for TMICE are smaller than other grades which means there isgreater volatility in year-on-year results. The overall trend since 2007 gives a more reliableindication, over which time TMICE mean basic income decreased by 7%

*See definition of recent graduates on page 6

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10,000

20,000

30,000

40,000

50,000

60,000

70,00080,000

90,000

FICE MICE AMICE TMICE All Graduates RecentGraduates

Total

B a s

i c i n c o m e

i n £

Membership Grade

Basic income by membership grade

Mean Median

Keyfinding

Recent graduates* experienced a near-average increase of 2.3% in meanbasic income, a positive change after falling in consecutive years between

2008 and 2010.




TMICE and recent graduate income varies least – similar mean and median basic incomeshows that basic income varies least within these membership grades. Income variation isdenoted by the standard deviation (distance of the data points from the mean) within eachmembership group, presented in the table below:

Membergrade FICE MICE AMICE TMICE

AllGraduates

Recentgraduates

Totalsample

Standarddeviationin £ 43,762 30,174 18,858 7,689 19,965 5,228 29,639

Note: a low standard deviation indicates that individual salary values are very close to the mean value, ahigher standard deviation means the values are spread out over a larger range. Taking TMICE as anexample: salaries for 68% of TMICE are within 1 standard deviation of the mean (£32,177 +/- £7,689);

salaries for 95% of TMICE are within 2 standard deviations (£32,177 +/- £15,378) and salaries for 99% ofTMICE are within 3 standard deviations (£32,177 +/- £23,067).




Biggest changes for AMICE and TMICE – between 2010 and 2013 mean total incomeincreased 10.7% for AMICE but decreased 13.1% for TMICE. However, smaller sample sizes forthese grades make year-on-year results more volatile

Total income rises for MICE – their average total salary improved 3.6% from £60k in 2010

FICE total income falls back to 2009 level – Fellows average earnings have fallen 2.5% since2010, not far from the level registered in 2009 (£94k)

Bonus makes up highest share of additional income* – at 59% overall. For AMICE, this

proportion reaches 66%, followed by FICE and MICE at 63% 14% of all members declare secondary income – the highest mean value was generated by

FICE (£17,721), followed by MICE (£15,306) and AMICE (£14,750)

Average bonus is 6.2% of basic income – the relation of bonus vs. basic income by grade ispresented in the table below:

Membergrade FICE MICE AMICE TMICE Graduate

RecentGraduate

Totalsample

% bonusvs. basicincome 11.9% 6.7% 4.7% 1.9% 3.7% 2.2% 6.2%

* Additional income is the sum of secondary income, overtime pay and bonuses paid

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10,000

20,000

30,000

40,000

50,000

60,000

70,000

80,000

90,000

100,000

110,000

FICE MICE AMICE TMICE AllGraduates RecentGraduates Total

B a s

i c i n c o m e

i n £

Membership grade

Total income by membership grade

Mean Median

Keyfinding

Mean total income for recent graduates (graduate members with up to fiveyears of professional experience) stands at £28,649, 4.3% up on the 2010result and a chan e to a ne ative trend that started in 2009.




1.4.1 Basic salary by professional qualification

CEng MICE basic income higher than MICE overall – when comparing within the MICE grade,those with CEng qualification earned a mean basic income of £56,452 while MICE overallrecorded £55,880

EngTech TMICE mean basic income also higher – as observed for MICE, the same is true forTMICE. Those who are EngTech registered had a mean basic income of £32,398, while allTMICE earned £32,177 in the last fiscal year

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5 0

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4 0

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10,000

20,000

30,000

40,000

50,000

60,000

70,000

CEng IEng EngTech MICE CEng MICE IEng

B a s

i c i n c o m e

i n £

Professional qualification

Basic income by professional qualification

Mean Median

Keyfinding

Chartered Engineers (CEng MICE) command higher salaries than holdersof other professional qualifications. Within MICE, CEng MICE earn 30%more (mean basic income) than Incorporated Engineers (IEng MICE). Thedifference in median basic income is 25%.




Total income for MDs/CEOs/Partners back up – the mean compensation package for this

group has increased 8.3% since 2010, returning to the 2008 level before the economic downturntook hold

MDs/CEOs/Partners are best earners – they represent 3.5% of the total respondent sample,but account for 8.3% of the total income for all respondents

2.5% increase for managers/directors – accounting for 16.5% of the sample, this groupexperienced a 2.5% rise in mean total income, up from £72,806 in 2010

Overtime income most common early in career – those in on-the-job training received themost (paid) overtime, as a proportion of additional income

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10,000

20,000

30,000

40,000

50,000

60,000

70,000

80,000

90,000

100,000

110,000

120,000

130,000

T o

t a l i n c o m e

i n £

Level of responsibility

Total income by main level of responsibility

Mean Median

Keyfinding

Mean total income of those just starting their civil engineering career (on-the-job training) has improved by 3.6% since 2010. However, mean basicincome for this group is just 0.5% higher than in 2006.




1.6 Basic and total income by region

London-based members still earn the most – although there was a small drop of 1% formembers in London, the mean basic income in this region continues to be highest, followed by

South East England (9.4% less than London) and the East Midlands (18.4% lower) South East England catching up with London – in 2010 London and South East England

experienced a below-average increase in mean basic salary on the 2009 survey. In 2013 SouthEast England income increased in line with the total sample, while London salaries dropped 1%

Salaries fall for two regions – mean basic salaries for the South West and the East of Englandincreased between 2007-2010, but since 2010 salaries have dropped 5.9% and 8.1%respectively

Slowest growth in Yorkshire and Humber – mean basic salary increased least between 2004and 2013 for Yorkshire and Humber (15.5%); while it increased most for the East Midlands(36.9%), North West (34.9%) and Wales (33.9%). The overall mean basic income increase inthat period was 27.1%

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, 9 0 0

4 2

, 4 4 6 4

9 , 7

9 3

4 3

, 0 0 0

4 2

, 0 0 0 5

0 , 0

5 0

4 0

, 0 0 0

4 3

, 7 1 1

3 9

, 3 9 6

4 0

, 0 0 0 4

8 , 0

0 0

4 0

, 5 8 3

3 8

, 5 0 2

4 4

, 0 0 0

4 1

, 0 0 0

4 3

, 6 4 0

0

10,000

20,000

30,000

40,000

50,000

60,000

70,000

B a s

i c i n c o m e

i n £

Region

Basic income by region

Mean Median

Keyfinding

Mean basic income has increased the most (9.7%) since 2010 formembers in the North East, but salaries in the region are still 10% belowthe average for all regions.




Bonuses as a share of total salary – the share is highest in the East of England (8.2%) andsecond highest in the South East of England (6.5%). Members in the South West receive thelowest bonus as a share of mean total salary (4.0%)

Three regions register above average mean total salaries – London, South East England andEast Midlands, 21.0%, 8.8% and 0.5% respectively

Bonuses make up 71% of additional income for East of England – the highest proportionfrom all regions. At the other extreme are the North East and South West where this number is

just under 50%

Secondary income makes up 18% of additional income across sample – while in 2010secondary income formed the biggest part of the additional pay in Northern Ireland and theSouth West (over 50%), in 2013 has not exceeded 26%

Overtime pay has lowest share in additional income – the amount of mean overtime pay inthe additional income was highest for Scotland at 28% and lowest in Wales and Yorkshire &Humber at 15% for both regions

5 5 , 3 3 6

5 1

, 6 7 6

6 6

, 6 1 9

4 9

, 6 9 1

5 1

, 6 3 4

4 4

, 7 2 1

5 1

, 1 2 3 5

9 , 8

8 5

4 9

, 2 0 0

4 8

, 3 7 0

5 4

, 2 5 8

4 5

, 5 3 8 5

5 , 0 5 5

4 5

, 0 0 0

4 5

, 0 3 8 5

4 , 0 0

0

4 0

, 0 0 0

4 6

, 3 5 2

4 2

, 1 4 9

4 2

, 0 0 0 5

1 , 0

0 0

4 3

, 0 0 0

4 0

, 4 4 0

4 5

, 0 0 0

4 1

, 9 0 0

4 6

, 0 0 0

0

10,000

20,000

30,000

40,000

50,000

60,000

70,000

80,000

T o

t a l i n c o m e

i n £

Region

Total income by region

Mean Median

Keyfinding

Mean total income is lowest in Northern Ireland, 18.8% less than the totalsample average. This contrasts with London which commands a meantotal salary of 21% more than the total sample average, despite a 1% dropsince 2010.




1.7 Gender differences in payThe 2010 Salary Survey presented the salary differences by gender in full for the first time and we cannow observe trends over time. Since basic income makes up on average 90% of the total salary, theanalysis focuses on this component of income.

Note: results for groups with fewer than 20 respondents should be treated with caution due to the lowsample size (indicated with an asterisk throughout).

1.71 Basic income by age and gender

Further down the career path, earning gap narrows for women aged 55-59 – the table belowdemonstrates how the differences vary with age

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

Premiumcommandedby men

-1% 0% 13% 22% 31% 38% 20% 9% 17%* 209%*

Femalesample size 37 135 121 120 98 64 42 21 7* 3*

* Caution: low female sample size

2 4

, 7 3 8

2 8

, 7 1 2

3 7

, 5 4 5

4 6

, 1 4 9 5

2 , 4

1 0

6 0

, 0 3 1

6 0

, 5 0 8

6 3

, 7 4 3

5 8

, 2 5 9

5 8

, 6 7 9

5 1

, 4 5 5

2 5

, 0 9 1

2 8

, 5 8 3 3

3 , 3

4 9 3

7 , 7

7 5

4 0

, 0 9 8

4 3

, 5 3 4 5

0 , 4

7 7

5 8

, 3 1 2

4 9 , 6

1 8 *

1 9

, 0 0 0 *

3 6

, 7 7 0

0

10,000

20,000

30,000

40,000

50,000

60,000

70,000

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

B a s

i c i n c o m e

i n £

Age band

Basic income by age and gender

Mean Male Mean Female

KeyfindingThe difference in salaries of male and female members is nearly non-existent foryounger members (aged up to 29), but for those aged 45-49, men earn 38% morethan women.




1.7.2 Basic income by membership grade and gender

Few women in FICE, AMICE and TMICE samples – the proportion of female respondents inthese grades is 4.8%, 6.2% and 7.5% respectively, compared to 11.3% of the total sample. Thetable below demonstrates how the proportion of women in the sample changes by grade

Mean basic income differences smallest for recent graduates and TMICE – they becomemore pronounced for Graduates and AMICE

Membergrade FICE MICE AMICE TMICE

AllGraduates

RecentGraduates

Totalsample

Share ofwomen 5% 9% 6% 7% 17% 21% 11%Femalesample size 14* 275 13* 7* 339 246** 648Premium

commandedby men 29% 34% 17% 4% 24% -1% 40%* Caution: low female sample size** Not included in the total sample sum as already included in the All Graduates subgroup

8 2

, 3 4 3

5 7

, 1 4 2

4 7

, 0 2 1

3 2

, 2 7 8 3

8 , 2

5 7

2 6

, 6 3 7

5 1

, 4 5 5

6 3

, 7 7 0 *

4 2

, 7 5 0

4 0

, 0 3 6 *

3 0

, 9 3 9 *

3 0

, 8 4 7

2 6

, 7 8 3

3 6

, 7 7 0

0

10,000

20,000

30,000

40,000

50,000

60,000

70,000

80,000

90,000

FICE MICE AMICE TMICE All Graduates RecentGraduates

Total

B a s

i c i n c o m e

i n £

Membership grade

Basic income by membership grade and gender


Keyfinding

The highest mean basic salary differences between male and femalemembers can be observed for MICE and FICE, where the premiumcommanded b men stands at 34% and 29% res ectivel .




1.7.3 Basic income by main level of responsibility and gender

Women continue to earn less – the small change between 2010 and 2013, with womencontinuing to earn significantly less, indicates that the salary gap between men and women incivil engineering is a systemic issue

Little difference early in career – as in 2010, the mean basic salary of female respondentsundergoing on-the-job training was slightly higher than their male equivalents

Gap increases as career progresses – after on-the-job training, the premium commandedby men increases for more senior levels of responsibility to between 16% and 28%. At thetop MD/CEO/partner level the difference jumps to 49% (however this result should be treatedwith caution due to very small number of female respondents in this group – 13 in 2010 and 7

in 2013)* Caution: low female sample size for some groups (indicated with an asterisk in chart)

2 5 , 6

3 0

3 7

, 1 6 2

4 7

, 5 7 7

5 1

, 2 7 0

6 6

, 3 9 2

9 2

, 0 6 7

4 7

, 1 9 3

4 7

, 1 2 3 5

4 , 8

9 7

5 1

, 4 5 5

2 5

, 9 7 6

3 1

, 1 1 9

3 7

, 0 7 2

4 1

, 9 3 0

5 3

, 6 7 9 6

1 , 6

0 4 *

4 0

, 6 5 8 *

3 7

, 1 9 4

4 3

, 2 9 3

3 6

, 7 7 0

0

10,000

20,000

30,000

40,000

50,000

60,000

70,000

80,000

90,000

100,000

B a s

i c i n c o m e

i n £

Main level of responsibility

Basic income by main level of responsibility and gender


Keyfinding

Overall, women earn 40% less than men, in line with the 42% differenceregistered in 2010. The gap increases with the level of responsibility.




1.7.4 Basic income by region and gender

Big change for East Midlands – in the 2010 survey women in the East Midlands earned 11%less than men, but this difference increased to 63%* in 2013, the biggest difference across allregions (however small sample sizes could explain volatile results)

Highest difference in 2010 observed for South East England – in 2010 male respondents inthis region earned 61% more than their female colleagues, followed by the South West andLondon with a 52% and 50% premium respectively

Little change for London – the difference is again high in London, where men earn 53% morebasic income than women

* Due to a significantly lower sample base of female members per region, results may be more volatile and should be treated with caution

5 1

, 7 3 8

4 7

, 0 6 1

6 1

, 8 9 3

4 5

, 7 6 1

4 8

, 0 3 4

4 2

, 6 7 0 4

8 , 7

6 2 5

5 , 4 7 9

4 6

, 6 8 6

4 4

, 9 7 0 5

0 , 9

9 9

4 3

, 5 6 0 5

1 , 4

5 5

3 1

, 7 4 3

3 5

, 8 2 5

4 0

, 4 9 0

3 8

, 2 4 0

3 9

, 8 9 6

3 2

, 4 8 0

3 3

, 8 3 6

3 8

, 9 1 0

3 4

, 2 9 8

3 5

, 1 3 9

3 5

, 1 5 8

3 2

, 4 9 5

3 6

, 7 7 0

0

10,000

20,000

30,000

40,000

50,000

60,000

70,000

B a s

i c i n c o m e

i n £

Region

Basic income by region and gender


Keyfinding

The North East and North West have the smallest mean basic incomedifferences between male and female members, but men still earn 20%more in both cases.




1.8 Last salary review and holiday entitlement

2% basic salary increase most common – one in five members received a 2% increase, while7% of respondents declared a salary increase of more than 10%

Highest increase most common among younger members – the 10% plus basic salaryincrease was most common among members aged 25-29

No gender gap in salary reviews – both male and female members are equally likely to havetheir salary reviewed in 2013 and there was no significant difference in the amount of theincrease received by men and women

Holiday entitlement stays the same – in line with previous years, the average annual holidayentitlement among UK members is 26.2 days (median = 25)

Annual leave increases slightly with age and seniority – however, the average variationacross these two variables is fairly small (2 days)

Those in education and R&D get biggest holiday allowance – the median value for membersin this category is 30 days annual leave

65%

33% 35%

68%

27%

58%

34%

23%

8% 8%

31%

9%

0%

10%

20%

30%

40%

50%

60%

70%

80%

2008 survey 2009 survey 2010 survey 2013 surveySurvey year

Last salary review

This year Previous year Two years ago or earlier

Keyfinding

68% of respondents have had or will have a salary review this year, asignificant increase from 35% in 2010.



S a l a r y S u r v e y 2 0 1 3

R e p o r t

S e c t i o n 2 : c a r e e r r e l a t e d

f i n d i n g s

Section 2

UK careersThis section presents findings related to the non- salary related aspects of members’professional lives. It covers career and professional development, job satisfaction,training needs and more.

It also includes details on members’ perceptions of the value of professionalqualification.




2.1 Highest priority for future career

Technical skills still a high priority – job related technical skills are a slightly lower priority thanin 2010 (20% of members vs. 16% in 2013), but they remain high on members’ agenda, followedby larger projects/schemes and project management experience (same proportions as in 2010)

Overall order of priorities the same for all respondents – the order of priorities forprofessionally qualified members follows a similar pattern (without obtaining professionalqualification at the top of the list)

Fewer respondents approaching retirement – in 2010 nearly one in four respondents wereapproaching retirement, in 2013 this proportion dropped to one in 10

Complete career change considered by only a small minority – mentioned by 2% ofrespondents, in line with previous surveys

2%

2%

2%

4%

5%

5%

8%

10%

11%

11%

16%

23%

0% 5% 10% 15% 20% 25%

Complete career change

Different industry or sector

Other

Business development skills

Line management role

No career development plans

Business management skills

I'm approaching retirement

Project management experience

Larger projects/schemes

Job related technical skills

Obtaining professional qualification (e.g. CEng)

Highest priority for future career

Keyfinding

Obtaining professional qualification was added to the 2013 questionnaireas a new future career priority and immediately goes to the top of the list,

selected by nearly one in four respondents as their highest priority.




2.2 Primary source of information about current job

Civil engineers use the internet as supplementary means for job search – only 6% ofmembers found a job on the internet/via a recruitment site (in line with 2010 survey)

Internet used mainly to contact employers direct – of those who found their current jobonline, 30% went directly to the company’s we bsite while 12% used ICE Recruit

One in 10 stayed with the same employer – in-house recruitment helped around 10% of

respondents to find their current job Fragmentation of online recruitment – there is no one specific recruitment website that

dominates the civil engineering hiring market as a whole

1%

1%

4%

6%

6%

7%

8%

10%

10%

12%

17%

17%

0% 2% 4% 6% 8% 10% 12% 14% 16% 18% 20%

Specialised magazine/publication

Careers fair

Newspaper

Other

Internet - recruitment website

NCE

University (open days, university job board, etc.)

In-house (internal job board, internal promotion,…

Recruitment agency

Approached by company/recr. agency

Word of mouth (friends, colleagues, etc.)

Approached the company directly

Primary source of information about current job

Key

finding

Traditional ways of finding a job are much more popular amongrespondents than the internet. Approaching companies directly, word of

mouth, being headhunted and using recruitment agencies top the list and




2.3 Plans to change current job

More consider changing employer – the employer loyalty level (respondents that plan to stayin their current job or change roles with the same employer) is 83%, slightly lower than in 2007when it stood at 85%

Majority plan to move to another company – of those who plan to change jobs, six in 10members plan to find another employer, the remainder plan to change roles within the samecompany

Reasons to change job same as in 2010 – primary reason to change jobs is to get moremoney (20%), followed by the desire to broaden knowledge/experience (16%) and have a moreinteresting job (15%). Although more money is still the number one motivator to change jobs, it isless so than in 2010 (43%)

Small proportion consider leaving civil engineering – 3% of the respondents would considermoving away from civil engineering, a small proportion but double the 2010 result

70%75%

80% 79%73%

15% 13%10%

13%16%15%

12% 10% 8% 10%

0%10%

20%

30%

40%

50%

60%

70%

80%

90%

2007 2008 2009 2010 2013 Year of the survey

Plans to change job

No, I don´t Yes - with another employer* Yes - with the same employer

Keyfinding

26% of members plan to change jobs, compared to 21% in 2010 (thefigures also include those who plan to become self-employed).




Overall satisfaction levels at their lowest – the chart shows the downward trend in satisfactionfor all three elements (role, employer and compensation package), at their lowest since firstbeing measured in 2007

Satisfaction with compensation package continues to be lowest – in 2010, 59% of memberswere either very or fairly satisfied with their compensation package. This number has nowdropped to 55%, showing growing discontent with this element

Gender satisfaction gap with compensation package reduced – in 2010 16% of male and

9% of female respondents were very satisfied with their compensation package, similar to the2009 findings. In 2013 the gap is narrower, 13% of men and 11% of women are very satisfiedwith their compensation package

82% 82% 81% 80%74%76% 78% 78%

73%71%

57%63% 61% 59%

55%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

2007 2008 2009 2010 2013Survey year

Satisfaction with current role, employer and compensation package – top two boxes (very satisfied and fairly satisfied)

Current role Current employer Compensation package

Keyfinding

Compared to other grades, TMICE are least satisfied with theircompensation package. Only 6% of TMICE were very satisfied with theircompensation package, compared to 27% of FICE.




2.5 Factors that would most improve members’ working life

Little difference between 2010 and 2013 findings – four out of five factors that would mostimprove members’ working life remain the same as in 2010: reduced workload, more holidays,shorter working week and less travelling (all about a better work-life balance)

Working from home less of a priority in 2013 – now ranked fifth, it has dropped a fewpositions since the last survey

Formal non-financial recognition of achievements – a new element on the list ranks seventh

in terms of importance to members

2%

7%

7%

8%

8%

9%

9%

10%

11%

13%

15%

0% 2% 4% 6% 8% 10% 12% 14% 16% 18%

Other

More opportunities for training

Working from home

Flexibility in working hours

More recognition (non-financial)

Nothing

Less travelling

More holidays

Shorter working week

Reduced workload

Clear career path

Factors that would most improve members' working life

Keyfinding

A clear career path was added to the list and makes it straight to the top ofthe ranking, sending a strong message to employers about the importance

of this factor in i mproving members’ working life.




2.6 Professional development2.6.1 Areas where training needed

Soft skills top the ranking – as in the previous four surveys, the area members feel training ismost needed is soft skills such as management or communications

60% of respondents have identified their professional development needs – as in previousyears, six in 10 respondents have identified their annual training needs and almost one third planto do so

Same demand for improving technical breadth – the need for this area of professionaldevelopment remains at the same level as in previous years at 36%

70% of respondents expect employers to fund training – similar to 2010 (69%), but slightlylower than 76% observed in 2009 and 80% in 2008

One in five respondents will pay towards their training – 5% of respondents are prepared to

cover training costs themselves and 16% would fund the cost jointly with their employer (similarto previous surveys)

38%40% 39%

43%

35%37%

34% 36%

66% 66%

59% 60%

0%

10%

20%

30%

40%

50%

60%

70%

2008 2009 2010 2013Survey year

Areas where training needed

More technical depth (e.g. advancing your specialist knowledge)

More technical breadth (e.g. introducing you to new concepts)Non-technical areas such as management or communication (i.e. soft skills)

Keyfinding

43% of respondents want training for more technical depth, up from 39% in2010, but the key area members want to develop is still soft skills.




2.6.2 Employer support for member s’ professional development

More members receive support from employers – the proportion of members offered nosupport decreased from 11% in 2010 to 8% in 2013

Fully subsidised external training second most popular – at 56%, the second most commonform of professional development support offered to employees, in line with 2010 results

Same views on amount of training provided – similar to 2010 results, 53% of members feelthey receive enough training to help develop their professional skills, a third are of the oppositeview and 14% are unsure

Number of training days remains the same – on average members spent 4.7 days of trainingin the last fiscal year. Those who said they received sufficient training in that period spent onaverage 6.1 days, compared to just 2.7 days for those who said they did not. These numbers arein line with the 2010 findings

Impact of economic climate on training opportunities is lessening – 39% of respondentssay the current economic climate has had a negative impact on their training opportunities, adrop from 59% in 2010

Free internal training is most common form of professional development support – three-

quarters of members receive this form of employer support, up from 64% in 2010

2%

11%

6%

14%

57%

64%

1%

8%

10%

11%

56%

75%

0% 10% 20% 30% 40% 50% 60% 70% 80%

Other

None

Training allowance

Partly subsidised external training

Fully subsidised external training

Free internal training

Employer support for members' professional development

2013 2010

Keyfinding

The impact of the economic climate on training opportunities is lessening.39% of respondents say the current economic climate has had a negativeimpact on their training opportunities, down from 59% in 2010.




2.7 Value of professional qualification

Two new questions were added to the 2013 survey to gauge the value of professional qualification withICE. It is interesting to see what members themselves think of professional qualification and how it has

helped them to develop their career.

Clients value professional qualification – according to three in four members. A similarproportion believe it demonstrates a civil engineer ’s commitment to excellence

Less immediate and direct reward from employers – members clearly value their professionalqualification, but fewer receive a pay rise or promotion in recognition of achieving professionalqualification

Does your professional qualification with ICE enhance earning potential? – looking at setsof data from 2007, 2010 and 2013, MICE salaries were compared with those of Graduatemembers for specific groups of members. Both groups had similar characteristics (age, location,years of experience), to allow for close comparison. The income premium for those withprofessional qualification compared to non-professionally qualified peers with similarcharacteristics was between 10%-12%

40%

26%

16% 16%

25%

35%

29%

45% 45%

24%

30%

50% 51% 51%

10%

20%

24%

17%20%

9%

15%

4%7%

25% 22%

4% 4% 4%1% 2%

12%15%

2% 2% 1%

0%

10%

20%

30%

40%

50%

60%

Improvedcareer

prospects

Raised myprofile

Promotion Salaryincrease

Valued byclients

Recognised inmy country

Demonstratescommitmentto excellence

Value of professional qualification

Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree

Keyfinding

85% of qualified members believe professional qualification with ICE hasimproved their career prospects and 71% say it has visibly raised theirprofile.




Professional qualification improves opportunities overseas – 63% of those who worked inother countries agree or strongly agree that ICE professional qualification improved theiremployment opportunities abroad. Only one in 10 disagreed

Professional qualification recognised in other countries – 68% of members agreed(combined strongly agree and agree) that professional qualification with ICE was recognised in

the other country where they worked

Shortened version of statements (usedin chart on previous page)

Full version of statements about professional qualification (asthey appeared in original questionnaire)

Improved career prospects Achieving professional qualification with ICE improved my career prospects

Raised my profile Achieving professional qualification with ICE visibly raised my profile amongmy peers

Promotion I was promoted as a direct result of achieving professional qualification withICE

Salary increase I received a salary increase as a direct result of achieving professionalqualification with ICE

Valued by clients When bidding for projects, clients value professional qualification with ICE

Recognised in my country Professional qualification with ICE is recognised in my country of residence

Demonstrates commitment to excellence Professional qualification with ICE demonstrates a civil engineeringprofessional’s commitment to excellence

Shortened version of statements (usedin chart on this page)

Full version of statements about professional qualification (asthey appeared in original questionnaire)

Improved employment opportunities in othercountries

Professional qualification with ICE improved my employment opportunities inother countries

ICE prof. qual. recognised in new country Professional qualification with ICE was recognised in the new country

21% 20%

42%

48%

27%

22%

7% 7%

3% 3%

0%

10%

20%

30%

40%

50%

60%

Improved employment opportunities in other countries

ICE prof. qual. recognised in new country

Value of professional qualification

Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree



S a l a r y S u r v e y 2 0 1 3

R e p o r t

S e c t i o n 3 : r e c e n t e c o n o m i c c l i m a t e

Section 3

Recent economic climateThis section presents the latest view of the economic climate for the UK.

The results show how members feel about their job security and other aspects oftheir professional lives affected by the economic climate. The survey followed aperiod when the global economic situation and how companies responded to thissituation were the main concerns of many employees.

This section gives an account of members’ qualitative perceptions of the situation.




3.1 Job security

Members feel more secure in their jobs – double the proportion feel very secure in their jobs(16%, up from 8% in 2010) and there was a four-fold decrease in those who feel very insecure(2%, down from 8% in 2010)

Young members feel most secure – looking at job security by age, it peaks for members aged22-24 (30% feel very secure), drops for those aged 40-44 (10% are very secure) and then risesagain towards the end of the professional life (29% of those aged 66 and over are very secure)

Public sector employees feel least secure – there is very little difference among those whoclaim to be very secure between the private, public and third sector (charities, NGOs, etc.).However, there are clear differences for the combined very secure and secure responses: 80%from the third sector, 67% private sector and 58% public sector

No gender gap in job security – as in 2010, there is little difference between how secure maleand female respondents feel

13%

44%

27%

10%

3%

8%

32%34%

18%

8%

16%

49%

24%

8%

2%

0%

10%

20%

30%

40%

50%

60%

Very secure Secure Neither secure nor insecure

Insecure Very insecure

Security level

Job security in the current economic climate

2009 2010 2013

Keyfinding

Job security has significantly improved. The proportion of those who feelsecure or very secure about their jobs stands at 65%, up from 40% in 2010.




3.2 Measures taken in response to economic challenges

More respondents say no (negative) measures have been taken – since the results arebased on members’ perceptions rather than hard employment data provided by employers, thebest metric that shows the true change in this area is the one indicating no measures have beentaken (none, in the chart above). In 2013 38% of members stated their companies had taken nomeasures in the last 12 months in response to economic challenges, compared to only 4% in2010

Three top methods of dealing with economic difficulties remain the same – pay freezes,redundancies and hiring freezes are the most common measures to deal with the economic

downturn (37%, 36% and 24% respectively). According to members, all three have increasedsince 2010 (27%, 24% and 18% respectively)

Smallest companies take fewer measures – companies employing up to 10 people had thelowest proportion of measures taken in the last 12 months and the highest proportion ofrespondents who declared that no measures were taken at all (see the table below)

Companysize

Up to 10 11-50 51-250 251-500 501-1,000Over1,000

Totalsampleaverage

Nomeasurestaken 56% 45% 42% 36% 35% 37% 38%

56%63%

49%

16%9%

27% 24%18%

7% 6% 5% 4% 4% 3% 4%

37% 36%

24%

13% 12%6%

38%

4% 2% 4%

0%10%20%30%40%50%60%70%

Measures taken by employers in response toeconomic challenges in the last 12 months

2009 2010 2013

Keyfinding

Although job security has increased, the three key measures taken byemployers in response to economic challenges over the last 12 monthshave also increased: pay freezes, redundancies and hiring freezes.




3.3 Signs of improving economic climate in last 12 months

More hiring and pay rises than in 2010 – more respondents see their companies hiring again(42% vs. 31% in 2010) and their companies either will or have awarded pay rises this year (32%up from 27% in 2010)

More signs of improvement, but fewer new projects – while more new projects again tops thelist of signs of improvement, fewer members this year noticed more new projects coming in (51%vs. 72% in 2010). This could indicate companies working closer to full capacity than in 2010

Smallest companies remain cautious – while companies with up to 10 people have taken

fewer (negative) measures to respond to economic challenges, they also show fewer positivesigns of improvement. Only 16% of respondents from this group declared their company startedhiring again vs. the average for the total sample at 42%

Pay rises least likely in companies with up to 10 employees – the smallest companies alsohave the lowest proportion of respondents that say their company will award pay rises this year – 12% against the total sample average of 32%

72%

31%27%

17%

11%

3%

51%

42%

32%

10%

2% 3%

0%

10%

20%

30%

40%

50%

60%

70%

80%

More new projectscoming in

My company hasstarted hiring again

My company willaward / has

awarded pay risesthis year

I work more nowthan during the

economicdownturn

Other My company isoffering benefits

again

What are the signs of the economic improvement?

2010 2013

Keyfinding

The proportion of members seeing recent signs of economic improvementincreased significantly from 20% in 2010 to 72% in 2013.



S a l a r y S u r v e y 2 0 1 3

R e p o r t

S e c t i o

n 4 : U K r e c e n t g r a d u a t e s

Section 4

UK recent graduatesThis section presents detailed findings related to recent graduates.

Recent graduates are defined as those Graduate members aged upto 34 with no more than five years of professional experience, distinctfrom other Graduate members in a higher age bracket and with moreexperience.




4.1 Recent graduate salary by region

Highest average basic income is for recent graduates in London – followed by thoseworking in South East England and the East of England

Lowest incomes are in the North East, Northern Ireland and Yorkshire and Humber – average basic income for recent graduates was under £25k for these three regions

No gender gap in basic income –recent female graduates command the same basic income astheir male colleagues (close to £27k). However, the total salary received by recent male

graduates is 2.5% higher, indicating men receive a higher share of additional income (bonuses,overtime pay and secondary income)

2 5 , 4 4 2

2 6 , 0

5 8

2 8

, 4 3 7

2 4

, 0 0 0 2 5 , 9 0 2

2 4

, 0 0 0 2 5 , 7 3 7

2 7 , 2

9 7

2 5 , 9 3 2

2 5 , 6 6 2

2 5

, 2 3 8

2 4

, 7 8 9

2 6 , 6

6 8

£0

£5,000

£10,000

£15,000

£20,000

£25,000

£30,000

£35,000

B a s

i c i n c o m e

i n £

Region

Mean basic income - recent graduates

Keyfinding

Recent graduates experienced an increase of 2.3% in mean basic income,close to the average increase for all UK members and a positive change

after falling in consecutive years between 2008 and 2010.




4.2 Satisfaction with salary package

Recent graduates also less dissatisfied with their salary package – the percentage of fairlyand very dissatisfied is down from 42% in 2010 to 22% in 2013

Recent graduates satisfaction increases – while satisfaction with the salary package for thetotal sample is at its lowest level since 2007, satisfaction for recent graduates has increased

8%

41%

33%

15%

4%

8%

35% 35%

16%

6%5%

32%

21%

29%

13%11%

37%

29%

17%

5%

0%5%

10%

15%

20%

25%

30%

35%

40%

45%

Very satisfied Fairly satisfied Neither satisfiednor dissatisfied

Fairly dissatisfied Very dissatisfied

% s

a t i s f a c

t i o n

Satisfaction with the salary package

2008 2009 2010 2013

Key

finding

Recent graduates are more satisfied with their salary package. In 2010 theproportion of recent graduates fairly or very satisfied with their salary

package was only 37%, compared with 43% in 2009 and 49% in 2008. In2013 this ro ortion is back u to the 2008 level at 48%.




4.3 Basic salary at graduation, two and five years later

Five-year trend less positive – for respondents in 2010, the mean basic income betweengraduation and five years after graduation rose by 41%. In 2013 the increase for respondents isonly 27%, indicating a slowdown in pay rises

Salary increase two years after graduation accelerates again – while the salary increase fiveyears down the line has slowed down, the comparison of basic salaries at each year ofgraduation with salaries two years later is more positive. The increase for 2011 graduates twoyears after graduation is more than double what 2008 and 2009 graduates received

Year of graduation Salary increase two years after graduation

2008 8.2%

2009 7.7%

2010 14.3%

2011 17.5%

Little change in starting salary – the mean basic salary at graduation has changed very littleover time. In 2012 it stood at £23,515, only 1.6% higher than in 2008, while between 2009-2011it was below £23k

20,214

23,409

28,523

23,151

25,038

29,909

£20,000

£22,000

£24,000

£26,000

£28,000

£30,000

£32,000

Basic income at graduation Basic income 2 years after graduation

Basic income 5 years after graduation

B a s

i c i n c o m e

i n £

Basic income at one, two and five years after graduation

2010 2013

Keyfinding

Recent graduate’s salaries have been increasing at a quicker pace.Salaries for those graduating in 2009 were 7.7% higher after two years,

while salaries for 2011 graduates were 17.5% higher after two years (seetable below .




4.4 Time taken to find the first jobThis year a new question was added, asking recent graduates how long it took them to find their first job.

74% of graduates in Wales were employed straight away – in the East of England on theother hand, one in 12 graduates searched for a job two years or longer

One in four found employment while studying – it is encouraging to see that 25% ofgraduates find jobs while still studying, resulting in a smooth transition into the professional world

1%

2%

3%

5%

4%

10%

12%

25%

37%

0% 5% 10% 15% 20% 25% 30% 35% 40%

More than 2 years

19-24 months

13-18 months

10-12 months

7-9 months

3-6 months

Up to 3 months

I was already employed when graduated

I was employed immediately after graduation

Time taken to find the first job

Key

finding

62% of recent graduates were employed before, or immediately after they

graduated; only 6% were looking for a job for longer than a year.




4.5 Plans to become professionally qualifiedRecent graduates were also asked about their plans to achieve professional qualification.

95% of recent graduates aim to achieve professionally qualified status with ICE – 2.5% arethinking of pursuing professional qualification with another institution and 0.4% do n’t plan tobecome professionally qualified

Most aspire to become Chartered Engineers – 86.3% hope to attain Chartered Engineerstatus, one in 10 aim to become Incorporated Engineers and 0.5% want to become EngineeringTechnicians

41% of recent graduates say their employer financially rewards achieving a professionalqualification – six in 10 of this group say their employer offers a one-off bonus, and four in 10 asalary increase. This is in line with responses to the question on the value of professionalqualifications, where 40% of respondents say they were promoted as a direct result of obtainingthe professional qualification and 46% received a salary increase

Higher basic salary among those who find their first job fastest – see the table below formore details

Timetaken toget a job

Beforegraduated

Immediatelyaftergraduated

Up to 3months

3-6months

7-9months

10-12months

13-18months

19-24months

Morethan 2years

Meanbasicincome

£27,357 £27,332 £25,840 £25,829 £26,277 £24,514 £24,932 £25,415 £23,480



S a l a r y S u r v e y 2 0 1 3

R e p o r t

A p p e n d i x

Appendix




Appendix 1: UK income findings by region and grade (tables)Note: results for groups with fewer than 20 respondents should be treated with caution due to the lowsample size and are indicated with an asterisk. Results for groups with fewer than 10 respondents areomitted.

Region Membership gradeBasic income in

£ Total income in

£East Midlands FICE* N 11 11

Mean 102,540 108,584Median 93,697 102,616

MICE N 180 180Mean 56,928 64,034Median 47,709 51,000

AMICE* N 15 15

Mean 43,910 44,140Median 42,329 42,749TMICE* N 13 13

Mean 33,168 33,819Median 35,834 35,948

All Graduates N 109 109Mean 35,739 39,754Median 31,113 33,000

Recent graduates N 55 55Mean 25,442 27,826

Median 25,000 27,000Total N 327 327

Mean 49,854 55,336Median 43,000 45,000

*Low sample size




Region Membership grade Basic income in £ Total income in £Northern Ireland FICE N

Too fewrespondents

Too fewrespondents

MeanMedian


AMICE NToo few

respondentsToo few

respondentsMeanMedian

TMICE NToo few

respondentsToo few



Recent graduates N 24 24Mean 23,106 23,939Median 24,000 24,000

Total N 154 154Mean 41,679 44,721Median 39,396 42,149

Region Membership grade Basic income in £ Total income in £

Scotland FICE N 25 25Mean 76,831 86,733Median 77,959 91,030


AMICE N 27 27Mean 46,997 51,167Median 42,470 46,985

TMICE NToo few

respondentsToo few




Total N 677 677Mean 47,079 51,123

Median 40,000 42,000




Region Membership grade Basic income in £ Total income in £South EastEngland

FICE N 58 58Mean 79,150 94,944Median 75,000 83,298



TMICE* N 15 15Mean 32,432 33,424Median 31,775 32,558




*Low sample size

Region Membership grade Basic income in £ Total income in £South West FICE N 30 30

Mean 80,208 89,832Median 65,125 72,752


AMICE* N 12 12Mean 45,890 48,721Median 45,607 48,554





*Low sample size




Region Membership grade Basic income in £ Total income in £Wales FICE* N 18 18

Mean 67,557 86,503Median 61,277 62,105


AMICE N Too fewrespondents

Too fewrespondents

MeanMedian


All Graduates N 86 86

Mean 35,331 37,356Median 31,070 32,500



*Low sample size

Region Membership grade Basic income in£

Total income in £West Midlands FICE* N 13 13Mean 88,142 100,749Median 68,659 100,000



TMICE N Too fewrespondents

Too fewrespondents

MeanMedian




*Low sample size




Region Membership grade Basic income in £ Total income in £Yorkshire &Humber

FICE NToo few

respondentsToo few



AMICE* N 12 12Mean 36,132 37,101Median 37,684 37,718

TMICE NToo few

respondentsToo few





*Low sample size

Region Membership grade Basic income in £ Total income in £

All FICE N 282 282Mean 81,447 96,908Median 74,200 82,000

MICE N 3,133 3,133Mean 55,880 61,829Median 50,000 52,000


TMICE N 98 98Mean 32,177 34,128Median 31,000 33,000

All Graduates N 2,002 2,002Mean 37,002 40,113Median 31,567 33,113

Recent graduates N 1,158 1,158Mean 26,668 28,649Median 26,000 27,000

Total N 5,719 5,719Mean 49,793 55,055Median 43,640 46,000



S a l a r y S u r v e y 2 0 1 3

r e p o r t

I n s t i t u t i o n o f C i v i l E

n g i n e e r s

Institution of Civil EngineersOne Great George Street

ice salary survey 2013 uk report

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