Académique Documents
Professionnel Documents
Culture Documents
UK Report
Salary Survey 2013
Contents
Glossary 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
Basic income
Permanent salaried employment
Gross basic rate salary before deducting tax and National Insurance (NI) in the UK or an
equivalent 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 expenses
and 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 care
contribution 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 main
occupation in the year. The gross figure is given before deducting tax, examiners fees and NI
in the UK or an equivalent state medical care contribution in other countries. Includes
royalties 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 or
principal employer. Excludes overtime payments.
Additional income
The sum of secondary income, overtime and bonuses.
The findings have been split into two reports this version for the UK,
and a separate report with results for Australia, Hong Kong, New
Zealand and the United Arab Emirates.
NG Baveystock
Director General
Data confidentiality
The survey was conducted by an independent market research agency, which hosted the
web questionnaire and kept all replies strictly confidential following the Market Research
Society guidelines.
ICE only has access to this report and the aggregated results in the form of charts and
tables, rather than any individual responses.
Response rate
Nearly 39,000 working members in five countries were contacted by email in September
2013 and asked to complete an online questionnaire. The number of respondents and
response rates for the UK and other countries were:
Australia and New Zealand 279 (AU 205 and NZ 74) 16%
Recent graduates
Sections of the report show results for Graduate members, as well as a sub-group of recent
graduates. 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 this
report) include the recent graduate sub-sample.
Salary questions
To ensure that the income data was as accurate as possible, precise definitions were given
in the survey. Respondents were asked to provide details of their basic income, secondary
income, overtime pay and bonuses paid in the most recent tax period.
Period of research
The same core questionnaire and online methodology have been used for the ICE Salary
Survey since 2004, so meaningful comparisons can be made with previous salary findings.
The table below shows the report titles and corresponding tax years.
Section 1
UK income
This section presents findings on UK members earnings based
on:
Age
Membership grade
Level of responsibility
Region
Gender
49,793
48,588
47,414
47,282
45,166
44,251
43,640
42,598
41,750
50,000
41,421
40,000
39,880
39,191
35,647
Baisc income in
40,000
30,000
20,000
10,000
0
2004 2006 2007 2008 2009 2010 2013
Survey year
Mean Median
The mean basic income increased by 2.5% between 2010 and 2013, while
Key
finding median basic income improved by 5.4% in the same period. The average
(mean) basic income for civil engineers in 2013 is 49,793.
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. Although
the difference isnt 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 increased
from 2.8% of respondents in 2010 to 4.2% in 2013. This high-earning group now commands
12.5% of the earnings of the whole sample, up from 9.2% in 2010
135
130
125
120
115
110
105
100
95
90
2004 2006 2007 2008 2009 2010 2013
Key RPI and CPI increased more than mean and median basic salaries since
finding 2010, meaning civil engineers have less purchasing power now.
Salaries grow slowly while inflation quite high the economic crisis between 2007 and 2010
and the resulting recession had a negative impact on salaries. At the same time, inflation
remained relatively high and eroded salaries further in real terms
Mean basic income decrease in real terms while salaries increased 2.5% between 2010 and
2013, in real terms the mean basic income has gone down by 6.7% (if we account for RPI) or
5.1% (if we account for CPI). This translates into a loss of between 4,450 and 3,668 in
purchasing power between 2010 and 2013
RPI (Retail Price Index) and CPI (Consumer Price Index) are measures of inflation. More details are
available on the Office for National Statistics website (www.ons.gov.uk)
63,599
70,000
59,865
58,361
58,231
58,166
57,000
52,500
52,000
51,500
50,476
60,000
49,793
48,000
45,000
44,526
43,640
41,968
50,000
Basic income in
36,766
34,737
40,000
28,686
28,000
24,808
24,498
30,000
20,000
10,000
0
<25 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-65 >65 Total
Age bands
Mean Median
It now takes longer for members to reach their full earning potential. In
Key
finding 2010 those aged 50-54 earned the highest mean basic income. In 2013 the
peak is for members aged 55-59.
Biggest rise for members aged 55-59 salaries increased 9.6% for this group, closely followed
by 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 basic
income, down 2% from 2010. However, this could be a small adjustment following the 2010
results, when salaries increased at an above average rate for 50-54 year-olds, but dropped for
members aged 45-49 and 55-59
Above average increase for more age bands only three age bands (35-39, 50-54 and over
65) experienced an above average salary increase in 2010. In 2013 mean basic income
increased 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 for
mean 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 their
peers
71,318
80,000
67,486
67,289
64,477
63,593
59,512
70,000
57,000
56,500
55,055
54,927
54,124
50,000
50,000
60,000
47,760
46,000
Total income in
43,300
39,109
50,000
36,000
30,704
29,000
40,000
26,263
25,000
30,000
20,000
10,000
0
<25 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-65 >65 Total
Age bands
Mean Median
Both mean and median total income have increased by 2% since 2010, a
Key small rise compared to the 4% year-on-year rise recorded in 2010. The
finding increase is also less than basic income growth, showing a slowdown in the
increase of additional income*.
Earning peak moves from 50-54 age band in 2010 to 55-59 in 2013 following the same
trend as for basic income
Biggest increase for members aged 45-49 mean total income has grown 9.4% since 2010
for 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 for
members aged 60-65 (chart below shows the share of additional income by age)
2013 2010
*
* Additional income is the sum of secondary income, overtime pay and bonuses paid
81,447
90,000
74,200
80,000
70,000
55,880
Basic income in
50,000
49,793
46,588
60,000
43,640
42,000
37,002
50,000
32,177
31,567
31,000
26,668
40,000
26,000
30,000
20,000
10,000
0
FICE MICE AMICE TMICE All Graduates Recent Total
Graduates
Membership Grade
Mean Median
Above average increases for three grades between 2010 and 2013 mean basic income
grew 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-average
rate 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 with
some caution as the sample sizes for TMICE are smaller than other grades which means there is
greater volatility in year-on-year results. The overall trend since 2007 gives a more reliable
indication, over which time TMICE mean basic income decreased by 7%
Note: a low standard deviation indicates that individual salary values are very close to the mean value, a
higher standard deviation means the values are spread out over a larger range. Taking TMICE as an
example: 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% of
TMICE are within 3 standard deviations (32,177 +/- 23,067).
96,908
110,000
100,000
82,000
90,000
80,000
Basic income in
61,829
55,055
70,000
52,000
49,920
46,000
60,000
42,978
40,113
34,128
50,000
33,113
33,000
28,649
27,000
40,000
30,000
20,000
10,000
0
FICE MICE AMICE TMICE All Recent Total
Graduates Graduates
Membership grade
Mean Median
Mean total income for recent graduates (graduate members with up to five
Key
years of professional experience) stands at 28,649, 4.3% up on the 2010
finding
result and a change to a negative trend that started in 2009.
Biggest changes for AMICE and TMICE between 2010 and 2013 mean total income
increased 10.7% for AMICE but decreased 13.1% for TMICE. However, smaller sample sizes for
these 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% since
2010, 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 is
presented in the table below:
Member Recent Total
grade FICE MICE AMICE TMICE Graduate Graduate sample
% bonus
vs. basic
income 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
56,452
60,000
50,000
50,000
44,437
43,538
50,000
40,000
40,000
Basic income in
32,398
31,000
40,000
30,000
20,000
10,000
0
CEng IEng EngTech MICE CEng MICE IEng
Professional qualification
Mean Median
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 overall
recorded 55,880
EngTech TMICE mean basic income also higher as observed for MICE, the same is true for
TMICE. Those who are EngTech registered had a mean basic income of 32,398, while all
TMICE earned 32,177 in the last fiscal year
91,169
100,000
80,000
90,000
80,000
65,630
60,000
70,000
54,301
Basi income in
50,482
49,793
48,998
60,000
47,000
46,331
46,325
45,581
44,938
43,640
41,000
40,000
50,000
36,154
32,500
40,000
25,722
25,000
30,000
20,000
10,000
Mean Median
Premium increases for those at top of profession the mean basic income premium of
members in the Managing Directors/CEOs/Partners category over the total sample increased
from 72% in 2010 to 83% in 2013 (same for median), which sees a return to the 2008 level
Mean basic income rise of 2.8% for managers/directors income for those in the next most
senior category increased 2.8% from 2010, to 65,630
Largest 2004-2013 basic income increase for project managers while members in
education/R&D saw the highest basic salary increase between 2010 and 2013 (nearly 10%)*,
those in project management registered the biggest positive salary change between 2004 and
2013 (39%)
* This response option for the level of responsibility question was slightly changed between 2010 and 2013 which may have influenced the
increase level. 2010 phrasing: academia/teaching, 2013 phrasing: education, teaching or research and development
117,112
130,000
120,000
95,000
110,000
100,000
74,622
90,000
Total income in
65,000
80,000
58,744
55,055
54,327
70,000
52,490
51,000
49,690
49,068
48,800
48,314
46,000
60,000
43,053
42,061
38,452
34,000
50,000
27,293
25,959
40,000
30,000
20,000
10,000
0
Level of responsibility
Mean Median
Mean total income of those just starting their civil engineering career (on-
Key
finding the-job training) has improved by 3.6% since 2010. However, mean basic
income for this group is just 0.5% higher than in 2006.
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 downturn
took 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 group
experienced 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 the
most (paid) overtime, as a proportion of additional income
59,027
53,972
60,000
50,050
49,854
49,793
48,900
48,000
47,144
47,079
45,716
45,203
44,899
44,000
43,777
43,711
43,640
43,000
42,446
42,000
41,679
41,000
50,000
40,583
40,000
40,000
39,396
Basic income in
38,502
40,000
30,000
20,000
10,000
Region
Mean Median
Mean basic income has increased the most (9.7%) since 2010 for
Key
members in the North East, but salaries in the region are still 10% below
finding
the average for all regions.
London-based members still earn the most although there was a small drop of 1% for
members 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 South
East 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 England
increased 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 2004
and 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 in
that period was 27.1%
66,619
59,885
70,000 55,336
55,055
54,258
54,000
51,676
51,634
51,123
51,000
49,691
60,000
49,200
48,370
46,352
46,000
45,538
45,038
45,000
45,000
44,721
Total income in
43,000
42,149
42,000
41,900
40,440
40,000
50,000
40,000
30,000
20,000
10,000
Region
Mean Median
Mean total income is lowest in Northern Ireland, 18.8% less than the total
Key sample average. This contrasts with London which commands a mean
finding total salary of 21% more than the total sample average, despite a 1% drop
since 2010.
Bonuses as a share of total salary the share is highest in the East of England (8.2%) and
second highest in the South East of England (6.5%). Members in the South West receive the
lowest bonus as a share of mean total salary (4.0%)
Three regions register above average mean total salaries London, South East England and
East Midlands, 21.0%, 8.8% and 0.5% respectively
Bonuses make up 71% of additional income for East of England the highest proportion
from 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 2010
secondary income formed the biggest part of the additional pay in Northern Ireland and the
South West (over 50%), in 2013 has not exceeded 26%
Overtime pay has lowest share in additional income the amount of mean overtime pay in
the additional income was highest for Scotland at 28% and lowest in Wales and Yorkshire &
Humber at 15% for both regions
63,743
70,000
60,508
60,031
58,679
58,312
58,259
60,000
52,410
51,455
50,477
49,618*
46,149
43,534
50,000
40,098
Basic income in
37,775
37,545
36,770
33,349
40,000
28,712
28,583
25,091
24,738
30,000
19,000*
20,000
10,000
0
<25 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-65 >65 Total
Age band
The difference in salaries of male and female members is nearly non-existent for
Key
younger members (aged up to 29), but for those aged 45-49, men earn 38% more
finding
than women.
Further down the career path, earning gap narrows for women aged 55-59 the table below
demonstrates 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
Premium
commanded -1% 0% 13% 22% 31% 38% 20% 9% 17%* 209%*
by men
Female
37 135 121 120 98 64 42 21 7* 3*
sample size
* Caution: low female sample size
82,343
90,000
80,000
63,770*
70,000
57,142
51,455
60,000
Basic income in
47,021
42,750
40,036*
50,000
38,257
36,770
32,278
30,939*
30,847
40,000
26,783
26,637
30,000
20,000
10,000
0
FICE MICE AMICE TMICE All Graduates Recent Total
Graduates
Membership grade
Mean Male Mean Female
The highest mean basic salary differences between male and female
Key
members can be observed for MICE and FICE, where the premium
finding
commanded by men stands at 34% and 29% respectively.
Few women in FICE, AMICE and TMICE samples the proportion of female respondents in
these grades is 4.8%, 6.2% and 7.5% respectively, compared to 11.3% of the total sample. The
table below demonstrates how the proportion of women in the sample changes by grade
Mean basic income differences smallest for recent graduates and TMICE they become
more pronounced for Graduates and AMICE
Member All Recent Total
grade FICE MICE AMICE TMICE Graduates Graduates sample
Share of
women 5% 9% 6% 7% 17% 21% 11%
Female
sample size 14* 275 13* 7* 339 246** 648
Premium
commanded
by 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
92,067
100,000
90,000
80,000
66,392
61,604*
70,000
54,897
Basic income in
53,679
51,455
51,270
60,000
47,577
47,193
47,123
43,293
41,930
40,658*
50,000
37,194
37,162
37,072
36,770
31,119
40,000
25,976
25,630
30,000
20,000
10,000
Key Overall, women earn 40% less than men, in line with the 42% difference
finding registered in 2010. The gap increases with the level of responsibility.
Women continue to earn less the small change between 2010 and 2013, with women
continuing to earn significantly less, indicates that the salary gap between men and women in
civil engineering is a systemic issue
Little difference early in career as in 2010, the mean basic salary of female respondents
undergoing on-the-job training was slightly higher than their male equivalents
Gap increases as career progresses after on-the-job training, the premium commanded
by men increases for more senior levels of responsibility to between 16% and 28%. At the
top MD/CEO/partner level the difference jumps to 49% (however this result should be treated
with 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)
61,893
70,000
55,479
51,738
51,455
50,999
60,000
48,762
48,034
47,061
46,686
45,761
44,970
43,560
42,670
50,000
40,490
39,896
Basic income in
38,910
38,240
36,770
35,825
35,158
35,139
34,298
33,836
32,495
32,480
31,743
40,000
30,000
20,000
10,000
Region
The North East and North West have the smallest mean basic income
Key
finding differences between male and female members, but men still earn 20%
more in both cases.
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 all
regions (however small sample sizes could explain volatile results)
Highest difference in 2010 observed for South East England in 2010 male respondents in
this region earned 61% more than their female colleagues, followed by the South West and
London with a 52% and 50% premium respectively
Little change for London the difference is again high in London, where men earn 53% more
basic 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
58%
60%
50%
20%
8% 8% 9%
10%
0%
2008 survey 2009 survey 2010 survey 2013 survey
Survey year
Key 68% of respondents have had or will have a salary review this year, a
finding significant increase from 35% in 2010.
2% basic salary increase most common one in five members received a 2% increase, while
7% of respondents declared a salary increase of more than 10%
Highest increase most common among younger members the 10% plus basic salary
increase was most common among members aged 25-29
No gender gap in salary reviews both male and female members are equally likely to have
their salary reviewed in 2013 and there was no significant difference in the amount of the
increase received by men and women
Holiday entitlement stays the same in line with previous years, the average annual holiday
entitlement among UK members is 26.2 days (median = 25)
Annual leave increases slightly with age and seniority however, the average variation
across these two variables is fairly small (2 days)
Those in education and R&D get biggest holiday allowance the median value for members
in this category is 30 days annual leave
Key The proportion of those whose professional fees are paid by their employer
finding increased from 59% in 2010 to 69% in 2013.
No change at the top pension contributions and paying professional fees (such as ICE
membership) remain the top two benefits offered by employers
Pension contributions most common among members aged 45-49 (82%) there is also an
above average share of respondents who receive employer contributions for those aged
between 30 and 59 as well as those in the manager/director and senior project management
roles
Members aged 30-44 most likely to have professional fees paid an above average
proportion of respondents in these age groups have professional fees paid by their employer.
This coincides with the age respondents are most likely to achieve professional qualification
Life insurance and flexible working time still popular received by 36% of members they
rank equal third on the list, similar to 2010
Those in education and R&D less likely to receive benefits from employer 14% of
respondents in this group received no benefits at all, compared to 3% for the total sample. Only 1
in 4 of those in education/R&D have professional fees paid by their employer, much lower than
the 69% average for the whole sample
Section 2
UK careers
This 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 professional
qualification.
Section 2: career related findings
2.1 Highest priority for future career
Highest priority for future career
Other 2%
Technical skills still a high priority job related technical skills are a slightly lower priority than
in 2010 (20% of members vs. 16% in 2013), but they remain high on members agenda, followed
by 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 for
professionally qualified members follows a similar pattern (without obtaining professional
qualification at the top of the list)
Fewer respondents approaching retirement in 2010 nearly one in four respondents were
approaching retirement, in 2013 this proportion dropped to one in 10
Complete career change considered by only a small minority mentioned by 2% of
respondents, in line with previous surveys
NCE 7%
Other 6%
Newspaper 4%
Careers fair 1%
Specialised magazine/publication 1%
Civil engineers use the internet as supplementary means for job search only 6% of
members 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 job
online, 30% went directly to the companys website 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
60%
50%
40%
30%
0%
2007 2008 2009 2010 2013
Year of the survey
No, I dont Yes - with another employer* Yes - with the same employer
Key 26% of members plan to change jobs, compared to 21% in 2010 (the
finding figures also include those who plan to become self-employed).
More consider changing employer the employer loyalty level (respondents that plan to stay
in their current job or change roles with the same employer) is 83%, slightly lower than in 2007
when it stood at 85%
Majority plan to move to another company of those who plan to change jobs, six in 10
members plan to find another employer, the remainder plan to change roles within the same
company
Reasons to change job same as in 2010 primary reason to change jobs is to get more
money (20%), followed by the desire to broaden knowledge/experience (16%) and have a more
interesting job (15%). Although more money is still the number one motivator to change jobs, it is
less so than in 2010 (43%)
Small proportion consider leaving civil engineering 3% of the respondents would consider
moving away from civil engineering, a small proportion but double the 2010 result
42%
40%
30%
24% 23%
22%
20% 17%
13% 14%
12% 11% 11%
10%
5%
4%
3%
0%
Very satisfied Fairly satisfied Indifferent Fairly dissatisfied Very dissatisfied
Satisfaction level
Satisfaction with employer down 24% of respondents are very satisfied with their current
employer, down from 28% in 2010
Similar general levels of satisfaction with current role 74% of members are either very
satisfied or fairly satisfied with their current role, in line with the last four surveys
But fewer very satisfied with current role the top answer (very satisfied) dropped from 30%
in 2010 to 22% in 2013. This contrasts with the increases recorded in 2009 and 2010
Satisfaction gender gap for current role smaller than 2010 although a slightly higher
proportion of men are very satisfied with their current role in 2013 (23% compared to 19% of
women) the satisfaction gender gap is much smaller than in 2010 when 31% of men and 21% of
women were very satisfied with their current role
FICE most satisfied with current role and employer strongest satisfaction with the current
role and employer can be found among FICE (43% and 40% very satisfied respectively), while
the lowest can be observed among TMICE
50%
40%
30%
20%
10%
0%
2007 2008 2009 2010 2013
Survey year
Overall satisfaction levels at their lowest the chart shows the downward trend in satisfaction
for all three elements (role, employer and compensation package), at their lowest since first
being measured in 2007
Satisfaction with compensation package continues to be lowest in 2010, 59% of members
were either very or fairly satisfied with their compensation package. This number has now
dropped 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 the
2009 findings. In 2013 the gap is narrower, 13% of men and 11% of women are very satisfied
with their compensation package
Less travelling 9%
Nothing 9%
Other 2%
A clear career path was added to the list and makes it straight to the top of
Key
the ranking, sending a strong message to employers about the importance
finding
of this factor in improving members working life.
Little difference between 2010 and 2013 findings four out of five factors that would most
improve 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 few
positions since the last survey
Formal non-financial recognition of achievements a new element on the list ranks seventh
in terms of importance to members
60%
59%
60%
50%
43%
40%
38% 39%
40% 37% 36%
35% 34%
30%
20%
10%
0%
2008 2009 2010 2013
Survey year
Key 43% of respondents want training for more technical depth, up from 39% in
finding 2010, but the key area members want to develop is still soft skills.
Soft skills top the ranking as in the previous four surveys, the area members feel training is
most needed is soft skills such as management or communications
60% of respondents have identified their professional development needs as in previous
years, six in 10 respondents have identified their annual training needs and almost one third plan
to do so
Same demand for improving technical breadth the need for this area of professional
development remains at the same level as in previous years at 36%
70% of respondents expect employers to fund training similar to 2010 (69%), but slightly
lower 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 (similar
to previous surveys)
75%
Free internal training
64%
56%
Fully subsidised external training
57%
11%
Partly subsidised external training
14%
10%
Training allowance
6%
8%
None
11%
1%
Other
2%
2013 2010
More members receive support from employers the proportion of members offered no
support decreased from 11% in 2010 to 8% in 2013
Fully subsidised external training second most popular at 56%, the second most common
form 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 feel
they receive enough training to help develop their professional skills, a third are of the opposite
view and 14% are unsure
Number of training days remains the same on average members spent 4.7 days of training
in the last fiscal year. Those who said they received sufficient training in that period spent on
average 6.1 days, compared to just 2.7 days for those who said they did not. These numbers are
in line with the 2010 findings
Impact of economic climate on training opportunities is lessening 39% of respondents
say the current economic climate has had a negative impact on their training opportunities, a
drop 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
Two new questions were added to the 2013 survey to gauge the value of professional qualification with
ICE. It is interesting to see what members themselves think of professional qualification and how it has
helped them to develop their career.
Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree
50% 48%
42%
40%
30% 27%
21% 22%
20%
20%
10% 7% 7%
3% 3%
0%
Improved employment opportunities in other ICE prof. qual. recognised in new country
countries
Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree
Shortened version of statements (used Full version of statements about professional qualification (as
in chart on previous page) they 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 among
my peers
Demonstrates commitment to excellence Professional qualification with ICE demonstrates a civil engineering
professionals commitment to excellence
Shortened version of statements (used Full version of statements about professional qualification (as
in chart on this page) they appeared in original questionnaire)
Improved employment opportunities in other Professional qualification with ICE improved my employment opportunities in
countries other countries
ICE prof. qual. recognised in new country Professional qualification with ICE was recognised in the new country
Section 3
Recent economic climate
This 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 of
their professional lives affected by the economic climate. The survey followed a
period when the global economic situation and how companies responded to this
situation were the main concerns of many employees.
This section gives an account of members qualitative perceptions of the situation.
Section 3: recent economic climate
3.1 Job security
Job security in the current economic climate
60%
49%
50%
44%
40%
34%
32%
30% 27%
24%
18%
20% 16%
13%
10%
10% 8% 8% 8%
3% 2%
0%
Very secure Secure Neither secure nor Insecure Very insecure
insecure
Security level
Key Job security has significantly improved. The proportion of those who feel
finding secure or very secure about their jobs stands at 65%, up from 40% in 2010.
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 aged
22-24 (30% feel very secure), drops for those aged 40-44 (10% are very secure) and then rises
again 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 who
claim 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 male
and female respondents feel
Although job security has increased, the three key measures taken by
Key
employers in response to economic challenges over the last 12 months
finding
have also increased: pay freezes, redundancies and hiring freezes.
More respondents say no (negative) measures have been taken since the results are
based on members perceptions rather than hard employment data provided by employers, the
best metric that shows the true change in this area is the one indicating no measures have been
taken (none, in the chart above). In 2013 38% of members stated their companies had taken no
measures in the last 12 months in response to economic challenges, compared to only 4% in
2010
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 increased
since 2010 (27%, 24% and 18% respectively)
Smallest companies take fewer measures companies employing up to 10 people had the
lowest proportion of measures taken in the last 12 months and the highest proportion of
respondents who declared that no measures were taken at all (see the table below)
Company Total
size Over sample
Up to 10 11-50 51-250 251-500 501-1,000 1,000 average
No
measures
taken 56% 45% 42% 36% 35% 37% 38%
60%
51%
50%
42%
40%
31% 32%
30% 27%
20% 17%
10% 11%
10%
2% 3% 3%
0%
More new projects My company has My company will I work more now Other My company is
coming in started hiring again award / has than during the offering benefits
awarded pay rises economic again
this year downturn
2010 2013
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 the
list 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 positive
signs of improvement. Only 16% of respondents from this group declared their company started
hiring again vs. the average for the total sample at 42%
Pay rises least likely in companies with up to 10 employees the smallest companies also
have the lowest proportion of respondents that say their company will award pay rises this year
12% against the total sample average of 32%
Section 4
UK recent graduates
This section presents detailed findings related to recent graduates.
Recent graduates are defined as those Graduate members aged up
to 34 with no more than five years of professional experience, distinct
from other Graduate members in a higher age bracket and with more
experience.
Section 4: UK recent graduates
4.1 Recent graduate salary by region
Mean basic income - recent graduates
35,000
28,437
27,297
26,668
26,058
25,932
25,902
25,737
25,662
25,442
25,238
24,789
24,000
24,000
30,000
Basic income in
25,000
20,000
15,000
10,000
5,000
Region
Highest average basic income is for recent graduates in London followed by those
working 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 as
their 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)
45%
41%
40% 37%
35% 35%
35% 32%
33%
29% 29%
30%
% satisfaction
25%
21%
20% 17%
15%16%
15% 13%
11%
10% 8% 8%
5% 6% 5%
4%
5%
0%
Very satisfied Fairly satisfied Neither satisfied Fairly dissatisfied Very dissatisfied
nor dissatisfied
Recent graduates are more satisfied with their salary package. In 2010 the
Key proportion of recent graduates fairly or very satisfied with their salary
finding package was only 37%, compared with 43% in 2009 and 49% in 2008. In
2013 this proportion is back up to the 2008 level, at 48%.
Recent graduates also less dissatisfied with their salary package the percentage of fairly
and very dissatisfied is down from 42% in 2010 to 22% in 2013
Recent graduates satisfaction increases while satisfaction with the salary package for the
total sample is at its lowest level since 2007, satisfaction for recent graduates has increased
30,000 29,909
28,523
Basic income in
28,000
26,000
25,038
24,000 23,409
23,151
22,000
20,000 20,214
Basic income at graduation Basic income 2 years after Basic income 5 years after
graduation graduation
2010 2013
Five-year trend less positive for respondents in 2010, the mean basic income between
graduation and five years after graduation rose by 41%. In 2013 the increase for respondents is
only 27%, indicating a slowdown in pay rises
Salary increase two years after graduation accelerates again while the salary increase five
years down the line has slowed down, the comparison of basic salaries at each year of
graduation with salaries two years later is more positive. The increase for 2011 graduates two
years after graduation is more than double what 2008 and 2009 graduates received
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 little
over time. In 2012 it stood at 23,515, only 1.6% higher than in 2008, while between 2009-2011
it was below 23k
Up to 3 months 12%
7-9 months 4%
10-12 months 5%
13-18 months 3%
19-24 months 2%
Key 62% of recent graduates were employed before, or immediately after they
finding graduated; only 6% were looking for a job for longer than a year.
74% of graduates in Wales were employed straight away in the East of England on the
other 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% of
graduates find jobs while still studying, resulting in a smooth transition into the professional world
Mean 27,357 27,332 25,840 25,829 26,277 24,514 24,932 25,415 23,480
basic
income
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 low
sample size and are indicated with an asterisk. Results for groups with fewer than 10 respondents are
omitted.
Basic income in Total income in
Region Membership grade
East Midlands FICE* N 11 11
Mean 102,540 108,584
Median 93,697 102,616
MICE N 180 180
Mean 56,928 64,034
Median 47,709 51,000
AMICE* N 15 15
Mean 43,910 44,140
Median 42,329 42,749
TMICE* N 13 13
Mean 33,168 33,819
Median 35,834 35,948
All Graduates N 109 109
Mean 35,739 39,754
Median 31,113 33,000
Recent graduates N 55 55
Mean 25,442 27,826
Median 25,000 27,000
Total N 327 327
Mean 49,854 55,336
Median 43,000 45,000
*Low sample size