ICE Salary Survey 2013 UK Report

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 2013
UK Report

2 Salary Survey 2013 UK report Institution of Civil Engineers
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

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 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.
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=3
Median salary The central value of a range of salaries,
or the mean of two central values if
their 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 ICEs Salary
Survey 2013, our first in three years. The information provided has
been 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, New
Zealand and the United Arab Emirates.

Some signs of recovery
The civil engineering community was badly affected by the economic downturn, but there are
some signs of recovery emerging from this years results.
Members feel more positive about the future. Views on job security have improved and there
has been a significant jump in the proportion of respondents seeing signs of economic
improvement in their organisations.
Salary reviews are more common: 68% of respondents have had (or will have) a salary
review in 2013, compared to only 35% in 2010.
At the top of the profession, total income for Managing Directors, Chief Executive Officers
and partners increased again this year after falling in 2010, and has now returned to 2008
levels. The number of civil engineers earning 100k or more increased from 2.8% in 2010 to
4.2% in 2013.
Salaries for recent graduates are also recovering, following consecutive falls between 2008
and 2010. Many recent graduates were employed before or immediately after they
graduated, 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 their
salary package, which is unsurprising given that their mean basic income has nominally
dropped 7% since 2007.
Unfortunately, the gap between earnings of men and women continues. While there is
almost no difference in salaries for younger members (aged up to 29), overall female
respondents earn significantly less than their male colleagues.

Benchmark your salary
ICE members can see how their salary compares with other civil engineers by using our
online salary calculator, available in the MyICE section of ICEs website.
If you have any questions about the report, please email survey@ice.org.uk. I hope you will
find our latest salary survey useful and informative.

NG Baveystock
Director General

Methodology
Why a web survey?
Since over 90% of ICE members have registered their email address with ICE, an online
survey was the most accurate and cost-effective approach to use.
To correct any imbalance in the sample profile, results were weighted by member age and
grade for the UK findings. These variables were chosen as weighting factors since they are
most likely to predict earnings.
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:
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 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.

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 the
typical 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 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.

Tax year Survey name
2012/2013 Salary Survey 2013

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 considering
the three-year gap between surveys
Basic income decrease in real terms taking inflation into account, mean basic
income is down since 2010 by 6.7% accounting for the Retail Price Index (RPI) or
5.1% 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 in
median basic income is 25%
Women continue to earn less the difference in salaries between male and female
members is nearly non-existent for younger members (aged up to 29), but for those
aged 45-49, men earn 38% more than women. Overall, women earn 40% less than
men, in line with the 42% difference registered in 2010
TMICE, the only grade recording negative change since 2007 mean basic
income 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 the
compensation package registered the biggest drop
Professional qualification a priority in 2013, professional qualification was added
to the questionnaire and immediately topped the list as a priority for future career
development. Nearly one in four respondents said they want to obtain a professional
qualification (95% of this group do not have one yet)
Membership fees the proportion of those whose professional fees are paid by
employers increased from 59% in 2010 to 69% in 2013
Skills development the need to have greater technical depth has been indicated
by 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 a
clear 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 UK
members 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 female
members are equally likely to have their salary reviewed in 2013
Job security increases significantly 65% of respondents feel secure or very secure
about 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 economic
improvement 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 economic
climate 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 a
positive change after falling in consecutive years between 2008 and 2010
Salaries increase at a quicker pace after graduation the trend is becoming more
positive for graduates in recent years, with salaries going up more quickly in the first
couple 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 or
very satisfied with their salary package, compared with 43% in 2009 and 49% in 2008. In
2013 this proportion is again near the 2008 level, at 48%
No gender gap in basic income for recent graduates recent female graduates
command the same basic income as their male colleagues (close to 27k). However, the
total salary received by male recent graduates is 2.5% higher, indicating men receive a
higher share of additional income (bonuses, overtime pay and secondary income)
Most find employment 62% of recent graduates were employed before, or
immediately 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 (ICE
Graduate 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 rate
25 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 rate
FICE 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 rate
East 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 rate
Female 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 income
This section presents findings on UK members earnings based
on:
Age
Membership grade
Level of responsibility
Region
Gender

It is followed by other job related information such as annual
leave 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. 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

3
9
,
1
9
1

4
4
,
2
5
1

4
5
,
1
6
6

4
7
,
4
1
4

4
7
,
2
8
2

4
8
,
5
8
8

4
9
,
7
9
3

3
5
,
6
4
7

3
9
,
8
8
0

4
0
,
0
0
0

4
1
,
7
5
0

4
1
,
4
2
1

4
2
,
5
9
8

4
3
,
6
4
0

0
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
Key
finding
The mean basic income increased by 2.5% between 2010 and 2013, while
median basic income improved by 5.4% in the same period. The average
(mean) basic income for civil engineers 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 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

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 are
available on the Office for National Statistics website (www.ons.gov.uk)
90
95
100
105
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
Key
finding
RPI and CPI increased more than mean and median basic salaries since
2010, meaning civil engineers have less purchasing power now.

1.3. Basic and total income by age

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

2
4
,
8
0
8

2
8
,
6
8
6

3
6
,
7
6
6

4
4
,
5
2
6

5
0
,
4
7
6

5
8
,
3
6
1

5
9
,
8
6
5

6
3
,
5
9
9

5
8
,
1
6
6

5
8
,
2
3
1

4
9
,
7
9
3

2
4
,
4
9
8

2
8
,
0
0
0

3
4
,
7
3
7

4
1
,
9
6
8

4
8
,
0
0
0

5
1
,
5
0
0

5
2
,
5
0
0

5
7
,
0
0
0

5
2
,
0
0
0

4
5
,
0
0
0

4
3
,
6
4
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 bands
Basic income by age
Mean Median
Key
finding
It now takes longer for members to reach their full earning potential. In
2010 those aged 50-54 earned the highest mean basic income. In 2013 the
peak is for members aged 55-59.


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)
*
* Additional income is the sum of secondary income, overtime pay and bonuses paid
2
6
,
2
6
3

3
0
,
7
0
4

3
9
,
1
0
9

4
7
,
7
6
0

5
4
,
9
2
7

6
4
,
4
7
7

6
7
,
4
8
6

7
1
,
3
1
8

6
7
,
2
8
9

6
3
,
5
9
3

5
5
,
0
5
5

2
5
,
0
0
0

2
9
,
0
0
0

3
6
,
0
0
0

4
3
,
3
0
0

5
0
,
0
0
0

5
4
,
1
2
4

5
7
,
0
0
0

5
9
,
5
1
2

5
6
,
5
0
0

5
0
,
0
0
0

4
6
,
0
0
0

0
10,000
20,000
30,000
40,000
50,000
60,000
70,000
80,000
<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
Key
finding
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, a
small rise compared to the 4% year-on-year rise recorded in 2010. The
increase is also less than basic income growth, showing a slowdown in the
increase 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 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%

*See definition of recent graduates on page 6

8
1
,
4
4
7

5
5
,
8
8
0

4
6
,
5
8
8

3
2
,
1
7
7

3
7
,
0
0
2

2
6
,
6
6
8

4
9
,
7
9
3

7
4
,
2
0
0

5
0
,
0
0
0

4
2
,
0
0
0

3
1
,
0
0
0

3
1
,
5
6
7

2
6
,
0
0
0

4
3
,
6
4
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 Recent
Graduates
Total
B
a
s
i
c

i
n
c
o
m
e

i
n

Membership Grade
Basic income by membership grade
Mean Median
Key
finding
Recent graduates* experienced a near-average increase of 2.3% in mean
basic 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 income
shows that basic income varies least within these membership grades. Income variation is
denoted by the standard deviation (distance of the data points from the mean) within each
membership group, presented in the table below:

Member
grade FICE MICE AMICE TMICE
All
Graduates
Recent
graduates
Total
sample
Standard
deviation
in 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, 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).


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
grade FICE MICE AMICE TMICE Graduate
Recent
Graduate
Total
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
9
6
,
9
0
8

6
1
,
8
2
9

4
9
,
9
2
0

3
4
,
1
2
8

4
0
,
1
1
3

2
8
,
6
4
9

5
5
,
0
5
5

8
2
,
0
0
0

5
2
,
0
0
0

4
2
,
9
7
8

3
3
,
0
0
0

3
3
,
1
1
3

2
7
,
0
0
0

4
6
,
0
0
0

0
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 All
Graduates
Recent
Graduates
Total
B
a
s
i
c

i
n
c
o
m
e

i
n

Membership grade
Total income by membership grade
Mean Median
Key
finding
Mean total income for recent graduates (graduate members with up to five
years of professional experience) stands at 28,649, 4.3% up on the 2010
result and a change to a negative 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 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
5
6
,
4
8
4

4
4
,
4
3
7

3
2
,
3
9
8

5
6
,
4
5
2

4
3
,
5
3
8

5
0
,
0
0
0

4
0
,
0
0
0

3
1
,
0
0
0

5
0
,
0
0
0

4
0
,
0
0
0

0
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
Key
finding
Chartered Engineers (CEng MICE) command higher salaries than holders
of other professional qualifications. Within MICE, CEng MICE earn 30%
more (mean basic income) than Incorporated Engineers (IEng MICE). The
difference in median basic income is 25%.

1.5 Basic and total income by level of responsibility

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
2
5
,
7
2
2

3
6
,
1
5
4

4
6
,
3
3
1

5
0
,
4
8
2

6
5
,
6
3
0

9
1
,
1
6
9

4
6
,
3
2
5

4
5
,
5
8
1

5
4
,
3
0
1

4
9
,
7
9
3

2
5
,
0
0
0

3
2
,
5
0
0

4
1
,
0
0
0

4
7
,
0
0
0

6
0
,
0
0
0

8
0
,
0
0
0

4
4
,
9
3
8

4
0
,
0
0
0

4
8
,
9
9
8

4
3
,
6
4
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

i
n
c
o
m
e

i
n

Main level of responsibility
Basic income by main level of responsibility
Mean Median
Key
finding
Mean basic income for MDs/CEOs/partners is now 91,169, up 8.9% from
83,697 in 2010. This is a big improvement on the 0.4% increase
registered in 2010.


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
2
7
,
2
9
3

3
8
,
4
5
2

4
9
,
6
9
0

5
4
,
3
2
7

7
4
,
6
2
2

1
1
7
,
1
1
2

5
2
,
4
9
0

4
8
,
3
1
4

5
8
,
7
4
4

5
5
,
0
5
5

2
5
,
9
5
9

3
4
,
0
0
0

4
3
,
0
5
3

4
9
,
0
6
8

6
5
,
0
0
0

9
5
,
0
0
0

4
8
,
8
0
0

4
2
,
0
6
1

5
1
,
0
0
0

4
6
,
0
0
0

0
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
Key
finding
Mean total income of those just starting their civil engineering career (on-
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.

1.6 Basic and total income by region

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%
4
9
,
8
5
4

4
5
,
7
1
6

5
9
,
0
2
7

4
4
,
8
9
9

4
7
,
1
4
4

4
1
,
6
7
9

4
7
,
0
7
9

5
3
,
9
7
2

4
5
,
2
0
3

4
3
,
7
7
7

4
8
,
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
Key
finding
Mean basic income has increased the most (9.7%) since 2010 for
members in the North East, but salaries in the region are still 10% below
the average for all regions.


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
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
Key
finding
Mean total income is lowest in Northern Ireland, 18.8% less than the total
sample average. This contrasts with London which commands a mean
total salary of 21% more than the total sample average, despite a 1% drop
since 2010.

1.7 Gender differences in pay
The 2010 Salary Survey presented the salary differences by gender in full for the first time and we can
now observe trends over time. Since basic income makes up on average 90% of the total salary, the
analysis focuses on this component of income.
Note: results for groups with fewer than 20 respondents should be treated with caution due to the low
sample 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 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
by men
-1% 0% 13% 22% 31% 38% 20% 9% 17%* 209%*
Female
sample 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
Key
finding
The difference in salaries of male and female members is nearly non-existent for
younger members (aged up to 29), but for those aged 45-49, men earn 38% more
than women.

1.7.2 Basic income by membership grade and gender

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
grade FICE MICE AMICE TMICE
All
Graduates
Recent
Graduates
Total
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
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 Recent
Graduates
Total
B
a
s
i
c

i
n
c
o
m
e

i
n

Membership grade
Basic income by membership grade and gender
Key
finding
The highest mean basic salary differences between male and female
members can be observed for MICE and FICE, where the premium
commanded by men stands at 34% and 29% respectively.

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 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)
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
Key
finding
Overall, women earn 40% less than men, in line with the 42% difference
registered 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 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
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
Key
finding
The North East and North West have the smallest mean basic income
differences 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, 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

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 survey
Survey year
Last salary review
This year Previous year Two years ago or earlier
Key
finding
68% of respondents have had or will have a salary review this year, a
significant increase from 35% in 2010.

1.9 Employment benefits

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
2%
3%
3%
3%
6%
8%
13%
15%
15%
16%
17%
20%
23%
28%
29%
36%
36%
69%
73%
0% 20% 40% 60% 80%
Housing allowance
Other
Not applicable (self-employed, etc.)
None
Health club/gym
Dental plan
Stock options/equity
Child care vouchers
Travel assistance (e.g. season ticket)
Assistance with education/training
Car
Medical - individual and family
Car allowance
Medical - individual
Mobile phone bill paid by employer
Life insurance
Flexible working time
Professional fees (e.g. membership)
Pension contributions
Benefits offered by employers
Key
finding
The proportion of those whose professional fees are paid by their employer
increased from 59% in 2010 to 69% 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

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 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.

2.1 Highest priority for future career

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

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
Key
finding
Obtaining professional qualification was added to the 2013 questionnaire
as 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% 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

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 among
respondents than the internet. Approaching companies directly, word of
mouth, being headhunted and using recruitment agencies top the list and
together account for over 50% of responses.

2.3 Plans to change current job

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
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 dont Yes - with another employer* Yes - with the same employer
Key
finding
26% of members plan to change jobs, compared to 21% in 2010 (the
figures also include those who plan to become self-employed).

2.4 Job satisfaction
2.4.1 Satisfaction with current role, employer and compensation package

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

22%
52%
12%
11%
3%
24%
47%
14%
11%
4%
13%
42%
23%
17%
5%
0%
10%
20%
30%
40%
50%
60%
Very satisfied Fairly satisfied Indifferent Fairly dissatisfied Very dissatisfied
Satisfaction level
Satisfaction with current role, employer and compensation package
Current role Current employer Compensation package
Key
finding
Satisfaction with current role, employer and compensation package is down
compared to previous years. Satisfaction with the compensation package
registered the biggest drop.


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

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 2013
Survey year
Satisfaction with current role, employer and compensation package
top two boxes (very satisfied and fairly satisfied)
Current role Current employer Compensation package
Key
finding
Compared to other grades, TMICE are least satisfied with their
compensation package. Only 6% of TMICE were very satisfied with their
compensation 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 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

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
Key
finding
A clear career path was added to the list and makes it straight to the top of
the ranking, sending a strong message to employers about the importance
of this factor in improving members working life.

2.6 Professional development
2.6.1 Areas where training needed

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)

38%
40%
39%
43%
35%
37%
34%
36%
66% 66%
59%
60%
0%
10%
20%
30%
40%
50%
60%
70%
2008 2009 2010 2013
Survey 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)
Key
finding
43% of respondents want training for more technical depth, up from 39% in
2010, but the key area members want to develop is still soft skills.

2.6.2 Employer support for members professional development

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

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
Key
finding
The impact of the economic climate on training opportunities is lessening.
39% of respondents say the current economic climate has had a negative
impact 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 with
ICE. 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 similar
proportion believe it demonstrates a civil engineers commitment to excellence
Less immediate and direct reward from employers members clearly value their professional
qualification, but fewer receive a pay rise or promotion in recognition of achieving professional
qualification
Does your professional qualification with ICE enhance earning potential? looking at sets
of data from 2007, 2010 and 2013, MICE salaries were compared with those of Graduate
members 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 with
professional qualification compared to non-professionally qualified peers with similar
characteristics 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%
Improved
career
prospects
Raised my
profile
Promotion Salary
increase
Valued by
clients
Recognised in
my country
Demonstrates
commitment
to excellence
Value of professional qualification
Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree
Key
finding
85% of qualified members believe professional qualification with ICE has
improved their career prospects and 71% say it has visibly raised their
profile.


Professional qualification improves opportunities overseas 63% of those who worked in
other countries agree or strongly agree that ICE professional qualification improved their
employment 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 (used
in chart on previous page)
Full version of statements about professional qualification (as
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
Promotion
I was promoted as a direct result of achieving professional qualification with
ICE
Salary increase
I received a salary increase as a direct result of achieving professional
qualification 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 engineering
professionals commitment to excellence
Shortened version of statements (used
in chart on this page)
Full version of statements about professional qualification (as
they appeared in original questionnaire)
Improved employment opportunities in other
countries
Professional qualification with ICE improved my employment opportunities in
other 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 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.

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 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
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
Key
finding
Job security has significantly improved. The proportion of those who feel
secure 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 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
size
Up to 10 11-50 51-250 251-500 501-1,000
Over
1,000
Total
sample
average
No
measures
taken 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 to
economic challenges in the last 12 months
2009 2010 2013
Key
finding
Although job security has increased, the three key measures taken by
employers in response to economic challenges over the last 12 months
have 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 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%

72%
31%
27%
17%
11%
3%
51%
42%
32%
10%
2%
3%
0%
10%
20%
30%
40%
50%
60%
70%
80%
More new projects
coming in
My company has
started hiring again
My company will
award / has
awarded pay rises
this year
I work more now
than during the
economic
downturn
Other My company is
offering benefits
again
What are the signs of the economic improvement?
2010 2013
Key
finding
The proportion of members seeing recent signs of economic improvement
increased 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 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.

4.1 Recent graduate salary by 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)
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
Key
finding
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 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

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 satisfied
nor 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 the
proportion of recent graduates fairly or very satisfied with their salary
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%.

4.3 Basic salary at graduation, two and five years later

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
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 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
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
Key
finding
Recent graduates 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 (see
table below).

4.4 Time taken to find the first job
This 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 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

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 qualified
Recent 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% are
thinking of pursuing professional qualification with another institution and 0.4% dont plan to
become professionally qualified
Most aspire to become Chartered Engineers 86.3% hope to attain Chartered Engineer
status, one in 10 aim to become Incorporated Engineers and 0.5% want to become Engineering
Technicians
41% of recent graduates say their employer financially rewards achieving a professional
qualification six in 10 of this group say their employer offers a one-off bonus, and four in 10 a
salary increase. This is in line with responses to the question on the value of professional
qualifications, where 40% of respondents say they were promoted as a direct result of obtaining
the professional qualification and 46% received a salary increase
Higher basic salary among those who find their first job fastest see the table below for
more details

Time
taken to
get a job
Before
graduated
Immediately
after
graduated
Up to 3
months
3-6
months
7-9
months
10-12
months
13-18
months
19-24
months
More
than 2
years
Mean
basic
income
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 low
sample size and are indicated with an asterisk. Results for groups with fewer than 10 respondents are
omitted.
Region Membership grade
Basic income in

Total income in

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

Region Membership grade Basic income in Total income in
East of England FICE N Too few
respondents
Too few
respondents
Mean
Median
MICE N 133 133
Mean 50,330 57,196
Median 49,952 52,381
AMICE N 23 23
Mean 46,818 47,033
Median 40,000 40,000
TMICE* N 10 10
Mean 32,397 36,447
Median 27,558 29,058
Mean 36,420 39,928
Median 31,412 33,814
Mean 26,058 27,400
Median 26,000 27,557
Total N 263 263
Mean 45,716 51,676
Median
42,000 45,038
*Low sample size
London FICE N 66 66
Mean 87,668 106,642
Median 80,219 92,069
MICE N 517 517
Mean 70,982 80,275
Median 60,000 66,873
AMICE* N 17 17
Mean 65,438 75,583
Median 60,203 65,500
TMICE N Too few
respondents
Too few
respondents
Mean
Median
Mean 39,559 43,161
Median 33,622 36,000
Mean 28,437 30,581
Median 28,000 29,408
Total N 1,019 1,019
Mean 59,027 66,619
Median
50,050 54,000
*Low sample size

North East FICE* N 10 10
Mean 110,941 149,445
Median 77,785 117,000
MICE N 99 99
Mean 47,342 51,073
Median 45,706 48,000
AMICE N Too few
respondents
Too few
respondents
Mean
Median
TMICE N Too few
respondents
Too few
respondents
Mean
Median
Mean 31,215 32,864
Median 28,661 29,496
Mean 24,663 25,459
Median 24,000 24,500
Total N 182 182
Mean 44,899 49,691
Median
40,000 40,000
*Low sample size
North West FICE N 28 28
Mean 64,976 75,153
Median 64,000 73,907
MICE N 304 304
Mean 52,389 56,903
Median 49,648 52,000
AMICE N 25 25
Mean 41,181 45,033
Median 36,500 37,000
TMICE N Too few
respondents
Too few
respondents
Mean
Median
Mean 38,357 42,130
Median 33,305 35,623
Mean 25,970 28,017
Median 25,902 26,725
Total N 577 577
Mean 47,144 51,634
Median
43,711 46,352

Northern Ireland FICE N
Too few
respondents
Too few
respondents
Mean
Median
MICE N 98 98
Mean 44,096 47,671
Median 43,682 46,000
AMICE N
Too few
respondents
Too few
respondents
Mean
Median
TMICE N
Too few
respondents
Too few
respondents
Mean
Median
Mean 31,644 33,526
Median 26,251 27,455
Mean 23,106 23,939
Median 24,000 24,000
Total N 154 154
Mean 41,679 44,721
Median
39,396 42,149

Scotland FICE N 25 25
Mean 76,831 86,733
Median 77,959 91,030
MICE N 335 335
Mean 53,763 58,375
Median 48,000 50,000
AMICE N 27 27
Mean 46,997 51,167
Median 42,470 46,985
TMICE N
Too few
respondents
Too few
respondents
Mean
Median
Mean 36,863 39,767
Median 30,579 31,925
Mean 27,043 29,706
Median 25,737 26,500
Total N 677 677
Mean 47,079 51,123
Median
40,000 42,000

South East
England
FICE N 58 58
Mean 79,150 94,944
Median 75,000 83,298
MICE N 577 577
Mean 58,448 64,430
Median 53,000 56,176
AMICE N 36 36
Mean 49,570 53,876
Median 46,000 48,000
TMICE* N 15 15
Mean 32,432 33,424
Median 31,775 32,558
Mean 41,004 45,168
Median 34,745 36,622
Mean 27,297 29,520
Median 26,450 27,625
Total N 960 960
Mean 53,972 59,885
Median
48,000 51,000
*Low sample size

South West FICE N 30 30
Mean 80,208 89,832
Median 65,125 72,752
MICE N 304 304
Mean 49,098 53,754
Median 45,000 47,000
AMICE* N 12 12
Mean 45,890 48,721
Median 45,607 48,554
TMICE* N 12 12
Mean 32,326 32,787
Median 30,000 30,354
Mean 33,932 36,239
Median 30,000 31,297
Mean 25,932 27,497
Median 25,000 26,061
Total N 542 542
Mean 45,203 49,200
Median
40,583 43,000
*Low sample size

Wales FICE* N 18 18
Mean 67,557 86,503
Median 61,277 62,105
MICE N 119 119
Mean 47,807 52,294
Median 42,000 45,000
AMICE N Too few
respondents
Too few
respondents
Mean
Median
TMICE* N 11 11
Mean 30,499 34,314
Median 31,000 35,400
Mean 35,331 37,356
Median 31,070 32,500
Mean 25,662 28,168
Median 25,725 26,265
Total N 240 240
Mean 43,777 48,370
Median
38,502 40,440
*Low sample size
West Midlands FICE* N 13 13
Mean 88,142 100,749
Median 68,659 100,000
MICE N 252 252
Mean 55,819 62,800
Median 50,000 53,000
AMICE N 22 22
Mean 45,882 49,251
Median 43,000 43,000
TMICE N Too few
respondents
Too few
respondents
Mean
Median
Mean 33,963 36,233
Median 29,972 31,793
Mean 25,238 26,953
Median 25,007 25,700
Total N 432 432
Mean 48,900 54,258
Median
44,000 45,000
*Low sample size

Yorkshire &
Humber
FICE N
Too few
respondents
Too few
respondents
Mean
Median
MICE N 215 215
Mean 46,860 50,782
Median 45,000 47,473
AMICE* N 12 12
Mean 36,132 37,101
Median 37,684 37,718
TMICE N
Too few
respondents
Too few
respondents
Mean
Median
Mean 32,205 33,306
Median 30,000 31,090
Mean 24,789 25,412
Median 25,000 25,100
Total N 347 347
Mean 42,446 45,538
Median
41,000 41,900
*Low sample size
All FICE N
282 282
Mean 81,447 96,908
Median 74,200 82,000
MICE N 3,133 3,133
Mean 55,880 61,829
Median 50,000 52,000
AMICE N 205 205
Mean 46,588 49,920
Median 42,000 42,978
TMICE N 98 98
Mean 32,177 34,128
Median 31,000 33,000
All Graduates N 2,002 2,002
Mean 37,002 40,113
Median 31,567 33,113
Recent graduates N 1,158 1,158
Mean 26,668 28,649
Median 26,000 27,000
Total N
5,719 5,719
Mean 49,793 55,055
Median
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

One Great George Street
Westminster
London SW1P 3AA
t +44 (0)20 7222 7722
f +44(0)20 7222 7500
ice.org.uk
Registered charity number 210252.
Charity registered in Scotland
number SC038629.
Printed on paper made from
sustainable resources.

ICE Salary Survey 2013 UK Report

Diunggah oleh

Informasi Dokumen

Hak Cipta

Format Tersedia

Bagikan dokumen Ini

Bagikan atau Tanam Dokumen

Opsi Berbagi

Apakah menurut Anda dokumen ini bermanfaat?

Apakah konten ini tidak pantas?

Hak Cipta:

Format Tersedia

ICE Salary Survey 2013 UK Report

Diunggah oleh

Hak Cipta:

Format Tersedia

S

Anda mungkin juga menyukai