SALARY SURVEY 2014
www.engineersireland.ie
TABLE OF CONTENTS
PAGE
3
3
3
INTRODUCTION
FOREWORD
ACKNOWLEDGMENTS
SECTION 1
Distribution of respondents
4
Section 1.1
Section 1.2
Section 1.3
Section 1.4
Section 1.5
Section 1.6
Section 1.7
Section 1.8
Section 1.9
Section 1.10
Section 1.11
Salary level across all respondents
Number of years qualified
Salary level based on years qualified
Salary distribution by gender
Experience by gender
Salary by experience and gender
Qualification level by gender
Respondent split across sectors
Salary across sectors and years qualified
Salary across all disciplines
Salary across all disciplines (Chartered Engineer)
5
6
7
7
7
8
8
8
8
8
8
SECTION 2
Job title and staff supervision
9
Section 2.1
Section 2.2
Section 2.3
Section 2.4
Job title
Job title, salary level and years qualified
Job title vs number of staff supervised
Analysis of number of staff supervised to salary level
9
9
9
10
SECTION 3
Other benefits
11
Section 3.1
Section 3.2
Analysis by benefit type
Analysis by sector
11
11
SECTION 4
Pay change analysis
12
Section 4.1
Section 4.2
Pay change across all respondents
Pay change by experience and sector
12
12
How to read (and use) a box-and-whisker plot
than used a few, the median is going to be higher, or the top whisker could
be longer than the bottom one. Basically, it gives you a good overview of the
data's distribution.
o
The box-and-whisker plot is a way of showing at a glance the
distribution of a dataset. It can be a very useful tool, but some
people may need help to interpret it.
Let’s say we ask 1,000 people (and they miraculously all
respond) how many widgets they've used in the past week.
Sorting the answers from least to greatest, here’s how they
look on a box-and-whisker:
The top 50% of the group (500), who used more widgets, are
represented by everything above the median (the line above
which the colour changes here). Those in the top 25% (250) are
shown by the top ‘whisker’ and the dots. Dots represent those
who used a lot more than normal or a lot less than normal
(outliers)*. If more than one outlier used the same number of
widgets, dots are placed side by side.
Outlier: More than 3/2 times of upper quartile.
Maximum: Greatest value, excluding outliers.
Whisker
Upper quartile: 25% of data is greater than this value.
Median: 50% of data is greater than this value: middle of dataset.
Lower quartile: 25% of data is less than this value.
Find skews in the data
Minimum: Least value, excluding outliers.
o
The box-and-whisker shows you more than just four split
groups. You can also see which way the data sways. For
example, if there are more people who used a lot of widgets
Outlier: Less than 3/2 times of lower quartile.
* An outlier is a data point with a value greater than the upper quartile plus 3/2 times the inter-quartile range (or less than the lower quartile minus 3/2
times the inter-quartile range), where the inter-quartile range equals the upper quartile minus the lower quartile.
INTRODUCTION
ENGINEERS IRELAND SALARY SURVEY 2014
INTRODUCTION
The aim of this survey is to provide an overview of salaries in
influential to salary trends. In order to provide some context,
the engineering profession and to provide, via descriptive
figures from the most recent survey (which took place in 2012)
statistics, an analysis of which factors appear to be most
will be used where comparison is possible.
FOREWORD BY THE DIRECTOR
GENERAL OF ENGINEERS IRELAND
Engineering is a profession which positively contributes to society
of Chartered Engineer through increased remuneration and reward.
in countless ways. However, the engineering sector was among the
As we emerge from difficult times, I hope that the information
hardest hit in the recession. For example, in construction, which is
contained in the Engineers Ireland Salary Survey 2014 will assist
still a fundamental part of the engineering framework, more than
engineering professionals working in Ireland and their employers
170,000 people lost their jobs between 2007 and 2012. Now, with
in arriving at equitable decisions in relation to the salaries of
the Government’s recent announcement that it will invest €27 billion
engineers and engineering technicians who play such an important
in capital infrastructure over the next six years, the engineering
role in our economic development.
sector is poised to expand once again, which in turn presents
greater employment and remuneration opportunities.
As well as having a capital infrastructure in place that is capable of
meeting economic demand, Ireland also needs a skilled labour
force ready to create and fill the jobs of the future. Part of Engineers
Ireland’s work plan is to consistently help the development of
engineers’ skills base so that they are ready to solve global
problems in areas like water supply, energy supply and food supply
– challenges that will feature highly on the local and global agenda
for the foreseeable future. As an organisation, Engineers Ireland
will also be pushing the debate on future skills needs in vital scaling
sectors like bio-pharma and technology that reflect the changing
nature of contemporary engineering.
The Engineers Ireland Salary Survey 2014 presents up-to-date
information on the salary levels and employment benefits received
by engineers and engineering technicians employed in Ireland. The
report reveals positive trends including salary growth, commitment
Caroline Spillane
to and support for CPD by employers, and recognition for the title
Director General of Engineers Ireland
ACKNOWLEDGEMENTS
Engineers Ireland would like to thank Alan Benson for his work on this survey and also UCD for their continued support.
ENGINEERS IRELAND SALARY SURVEY 2014 | PAGE 3
SECTION ONE
DISTRIBUTION OF RESPONDENTS
SURVEY METHODOLOGY
This survey data analysed over 1,600 responses. Salary
Engineering Technician – An Engineering Technician
levels are analysed in terms of median values where enough
normally has a minimum of a higher certificate in
data was available. The upper and lower quartile values are
engineering plus three years’ work experience. An
also presented where enough data was available. The upper
Engineering Technician has achieved the registered
quartile can be described as the salary level such that 25%
professional title through a peer review assessment of
of respondents earn more than the upper quartile. The lower
his/her competence to practise with excellence as a
quartile can be described as the salary level such that 25%
professional engineering technician in his/her field.
of respondents earn less than the lower quartile. When not
enough data was available a full stop (.) is shown instead.
Every effort was made to present data where possible;
however, caution must be taken, as the more granular a
category becomes the less data are available.
Selected results are illustrated using box plots and bar
charts to enable the reader to more easily parse the content
of dense tables.
Class of membership
Fellow – Fellowship is the most senior grade of membership
offered by Engineers Ireland.
It is a grade of distinction, which is conferred by the Council
on
Chartered
Engineers
who
have
demonstrated
achievement in the engineering profession, and who hold or
have held senior positions with major responsibilities.
Membership grades
Member – A member of Engineers Ireland normally holds a
Key findings
minimum of a bachelor (ordinary) degree in engineering or
The key findings of the report are summarised below:
a minimum of a bachelor (honours) degree in a cognate
subject to engineering. All members have been assessed by
n There is salary growth across all disciplines, including the
the Membership and Qualifications Board prior to election
construction fields such as civil, structural and building
to Engineers Ireland.
services (Tables 8 and 9: building services – 50,500 (2014)
Technician Member – A technician member of Engineers
versus 43,000 (2012); civil and environmental – 48,000
Ireland normally holds a minimum of a higher certificate in
(2014) versus 43,000 (2012)).
engineering and has been assessed by the Membership and
Qualifications Board prior to election.
n Experience continues to be the main driver of salary
growth for engineers.
Professional titles
Chartered Engineer – A Chartered Engineer normally has a
n Chartered Engineers continue to earn more than
minimum of a bachelor (honours) degree in engineering
non-titled engineers, and in some cases are remunerated
plus four years' experience. A Chartered Engineer has
up to €10,000 more per annum.
achieved the registered professional title through a peer
review assessment of his/her competence to practise with
excellence as a professional engineer in his/her field.
Associate Engineer – An Associate Engineer normally has a
n 75% of respondent engineers get support towards
CPD/education through employer contribution or funding.
minimum of a bachelor (ordinary) degree in engineering
n Public sector salaries compare favourably with the
plus four years’ work experience. An Associate Engineer has
private sector. Graduates can earn a median salary of
achieved the registered professional title through a peer
€28,000 in both sectors. However, engineers with 11-15
review assessment of his/her competence to practise with
years’ experience working in the public sector can earn
excellence as a professional engineering technologist in
up to €58,000 per annum, which is €5,000 more when
his/her field.
compared to their private sector counterparts.
PAGE 4 | ENGINEERS IRELAND SALARY SURVEY 2014
SECTION ONE
DISTRIBUTION OF RESPONDENTS
1.1 SALARY LEVEL ACROSS ALL RESPONDENTS
The distribution of respondents across salary levels is given
compared to the median salary. The table also includes the
in Table 1. A histogram is also provided (Figure 1) showing that
same breakdown of salary levels from the 2012 survey.
the salary levels are postiviely skewed (heavier right tail). This
The most common (modal) salary band for 2014 was €26,000
means that some respondents indicated very high earnings
to €36,000.
Table 1: Distribution of respondents across all salary levels for 2014 and 2012.
Salary level (€ ‘000s)
Number of respondents
% of total respondents (2014)
% of total respondents (2012)
< 20
20
1.3%
3.5%
20 - 25
100
6.3%
4.9%
26 - 30
170
10.6%
6.9%
31 - 35
138
8.6%
7.6%
36 - 40
157
9.8%
6.7%
41 - 45
122
7.6%
7.0%
46 - 50
136
8.5%
7.2%
51 - 55
121
7.6%
7.6%
56 - 60
118
7.4%
6.9%
61 - 65
100
6.3%
5.8%
66 - 70
80
5.%
5.7%
71 - 75
73
4.6%
4.9%
76 - 80
59
3.7%
4.9%
81 - 85
41
2.6%
4.4%
86 - 90
27
1.7%
3.2%
91 - 95
19
1.2%
1.8%
96 - 100
24
1.5%
2.4%
101 - 105
16
1.0%
1.7%
106 - 110
18
1.1%
1.1%
111 - 115
5
0.3%
0.5%
116 - 120
13
0.8%
0.8%
121 - 125
10
0.6%
0.7%
126 - 130
8
0.5%
1.0%
131 - 135
2
0.1%
0.3%
136 - 140
3
0.2%
0.4%
141 - 160
15
0.9%
0.8%
161 - 180
3
0.2%
0.7%
> 180
2
0.1%
0.6%
ENGINEERS IRELAND SALARY SURVEY 2014 | PAGE 5
SECTION ONE
DISTRIBUTION OF RESPONDENTS
Figure 1: Salary distribution across respondents.
200
Salary distribution
170
150
157
138
136
121
118
100
100
Number of respondents
122
100
80
73
50
59
41
27
24
20
19
16
18
13
15
10
8
2
3
3
2
0
5
Gross salary
The figures represent quite a difference in places from the 2012
Table 2: Distribution of number of years qualified.
figures but these may be representative of the respondents who
Number of
years qualified
answered the survey rather than a change in salary levels. The
Number of
respondents
%
respondents
%
respondents (2012)
median salary band across all respondents is the €46,000 to €50,000
<1
76
4.8
3.9
1-2
187
11.7
8.6
3-5
188
11.8
10.6
6-10
364
22.8
22.4
the respondents plus a comparison to the 2012 distribution. Note that
11-15
277
17.3
18.8
there were a number of respondents who did not answer this
16-20
224
14.0
13.4
21-25
93
5.8
7.7
26-30
70
4.4 4
.8
>30
94
5.9
9.8
Not given
27
1.7
-
band. This suggests that engineers, for the most part, are still
receiving competitive salaries.
1.2. NUMBER OF YEARS QUALIFIED
Table 2 shows the distribution of the number of years qualified from
question and are shown here for completeness in the
category ‘Not given’.
The table shows that 65% of respondents are less than 15 years
qualified as opposed to 60% in the 2012 figures. This explains a trend
distribution towards a heavier less qualified respondent base so the
salary figures will be affected by this.
PAGE 6 | ENGINEERS IRELAND SALARY SURVEY 2014
SECTION ONE
DISTRIBUTION OF RESPONDENTS
1.3 SALARY LEVEL BASED ON
YEARS QUALIFIED
drop in median salary level against the 2012 figures. The 21-25
Figure 2 and Table 3 show the median, upper and lower quartiles
must be noted that the number of respondents at this level is
of the salary distribution by years qualified. Median income
also less.
band saw a drop of €10,000 in median salary level; however, it
increases steadily from three years qualified and longer, but the
median salary for a <3 year qualified engineer level is unchanged
1.4 SALARY DISTRIBUTION BY GENDER
from the 2012 figure of €28,000. The median salary for an
A comparison between the salaries for 1,414 males and 186
engineer with 11-15 years’ experience is €58,000 in comparison.
females shows a positively skewed distribution for the males and
The upper bands of 21 years’ experience onwards reported a
a negatively skewed distribution for the females. However, it
Figure 2: Quartiles of salary distribution by years qualified.
must be noted that the difference in the numbers of males and
females surveyed must be taken into account in interpreting
200
(Salary vs years qualified)
o
o
Figure 3: Salary distribution by gender.
0.10
■ Female
■ Male
0.05
ooo
% of respondents
0.15
o
o
o
ooo
ooo
ooo o
ooo
ooooo
o
1.5 EXPERIENCE BY GENDER
0
o
ooooooo o
o
oo
100
50
Salary (€ ‘000s)
o
150
o
o
o
these results.
1-2
3-5
6-10 11-15
21-25
>30
0
<1
€20k
Table 3: Quartiles of salary distribution by years qualified.
Years
qualified
Median
salary
Lower
quartile
Upper
quartile
€40k
€60k
€80k €100k €120k €140k €160k €180k
Gross salary
Table 4: Experience by gender.
Years
<1
28,000
22,500
33,000
qualified
1-2
28,000
28,000
33,000
3-5
33,000
28,000
43,000
6-10
43,000
38,000
53,000
11-15
58.000
48,000
68,000
16-20
63,000
58,000
81,000
<1
1-2
3-5
6-10
11-15
16-20
21-25
26-30
>30
21-25
73,000
63,000
88,000
26-30
78,000
63,000
103,000
>30
81,000
63,000
98,000
Female
Male
8
31
25
49
31
23
10
8
0
68
156
163
315
246
201
83
62
94
The distribution of experience is similar from males to females
(Table 4) except at the tails (<1 year qualified, >30 years
qualified). However, there is a significantly lower number of
female responses so inference is with caution.
ENGINEERS IRELAND SALARY SURVEY 2014 | PAGE 7
SECTION ONE
DISTRIBUTION OF RESPONDENTS
1.6. SALARY BY EXPERIENCE AND GENDER
1.9 SALARY ACROSS SECTORS AND
YEARS QUALIFIED
Table 5 shows the split of median salary across gender. It is generally
lower for females across all years qualified categories.
The number of years qualified seems to be the driver of median salary
Table 5: Split of median salary across gender.
increase in all sectors except semi-State, where the pattern is less evident.
Years
Female
Male
qualified
median salary
median salary
<1
28,000
28,000
1-2
28,000
28,000
33,000
3-5
33,000
Table 7: Salary across sectors and years qualified.
Years qualified
Private
Multinational
Public
Semi-State
<1
28,000
28,000
28,000
33,000
1-2
28,000
33,000
33,000
33,000
3-5
33,000
33,000
38,000
38,000
6-10
43,000
43,000
48,000
53,000
11-15
53,000
58,000
58,000
68,000
16-20
68,000
68,000
63,000
78,000
6-10
38,000
43,000
11-15
53,000
58,000
16-20
63,000
68,000
21-25
78,000
73,000
21-25
68,000
78,000
68,000
121,000
26-30
68,000
78,000
26-30
78,000
83,000
73,000
88,000
>30
-
81,000
>30
78,000
78,000
78,000
108,000
1.7 QUALIFICATION LEVEL BY GENDER
1.10 SALARY ACROSS ALL DISCIPLINES
Most respondents have an honours degree or above (Table 6).
The salary across all disciplines (listed in order of magnitude) is
Table 6: Qualification level by gender.
compared where 2012 figures were available (Table 8).
Qualification level
Female
Male
% female
% male
Certificate
1
38
2.6%
97.4%
Ordinary degree
7
180
3.7%
96.3%
Discipline
Honours degree
146
1034
12.4%
87.6%
(Bio)-chemical/process
68,000
60,500
Masters
25
141
15.0%
85.0%
Electrical and electronic
58,000
58,000
PhD
7
21
25.0%
75.0%
Mechanical
53,000
43,000
Software engineering
53,000
53,000
Building services
50,500
43,000
Civil and environmental
48,000
43,000
The majority of respondents seem to be from the private (57%) and
Mechanical and manufacturing 43,000
53,000
multinational (24%) sectors (Figure 4).
Structural
43,000
33,000
Other
58,000
53,000
1.8 RESPONDENT SPLIT ACROSS SECTORS
Median salary (2012)
Salary for Chartered Engineer (listed in order of magnitude).
600
Table 9: Salary level for Chartered Engineers.
400
23.69%
200
12.38%
6.69%
0.25%
0
Number of respondents
Median salary
1.11 SALARY ACROSS ALL DISCIPLINES
(CHARTERED ENGINEER)
57%
800
1000
Figure 4: Respondents by sector.
Table 8: Salary across all disciplines.
Private
Multinational
Public
Semi-State
Non-profit
sector
There were a small number of non-profit organisation responses that
were excluded from some of the analysis.
PAGE 8 | ENGINEERS IRELAND SALARY SURVEY 2014
Discipline
Median salary
(CEng)
Median Salary
(CEng, 2012)
(Bio)-chemical/process
Electrical and electronic
Building services
Mechanical
Civil and environmental
Mechanical and manufacturing
Structural
Other
108,000
73,000
68,000
63,000
58,000
58,000
53,000
73,000
68,000
73,000
68,000
68,000
53,000
73,000
48,000
78,000
SECTION TWO
JOB TITLE AND STAFF SUPERVISION
2.1 JOB TITLE
The breakdown of respondents across job title is shown below.
2.2 JOB TITLE, SALARY LEVEL
AND YEARS QUALIFIED
The high percentage groups are junior and senior engineer. Table
Table 11 gives the median salary levels of respondents
10 is a key indicator of how respondents will answer the survey
across job titles and years qualified.
as a whole, and junior and senior engineer responses as regards
It should be noted, as mentioned in the report methodology,
to salary levels and qualification breakdown will be the dominant
that the granularity of the categories here means that data
category. The majority of respondents, similar to 2012, reported
at every level is not available.
a job title of either junior engineer, senior engineer or manager.
2.3 JOB TITLE VS NUMBER
OF STAFF SUPERVISED
Table 10: Job title distribution of respondents.
Job title
Junior engineer
Senior engineer
Manager
Director
Executive
Associate
Owner/self-employed
Principal (MD, CEO, DG)
Partner
Other
Respondents
454 (28%)
453 (28%)
287 (18%)
73 (5%)
67 (4%)
57 (4%)
42 (3%)
25 (2%)
4 (<1%)
138 (9%)
The majority of staff supervised at the upper levels (6+ staff)
is by managers (Figure 5); however, a high proportion of
staff do not supervise anyone but this is more likely because
they themselves are supervised by another engineer.
As hierarchy and staff numbers will differ across
employers, these results represent an aggregate across
different types of supervision.
ENGINEERS IRELAND SALARY SURVEY 2014 | PAGE 9
SECTION TWO
JOB TITLE AND STAFF SUPERVISION
400
Figure 5: Job title vs. number of staff supervised
2.4 ANALYSIS OF NUMBER OF STAFF
SUPERVISED TO SALARY LEVEL
Table 12 shows a cross-section of median salary by number
■ Junior engineer
■ Senior engineer
■ Manager
of staff supervised and years qualified. We would expect a
general increase in both directions, which is evident from
below.
300
Table 12: Median salary by number of staff and years qualified.
200
Years
qualified
None
1-2
3-5
6-10
11-20
>20
<1
28,000
28,000
22,500
30,500
30,500
.
1-2
28,000
28,000
40,500
30,500
22,500
.
3-5
33,000
38,000
33,000
38,000
33,000
.
6 - 10
38,000
43,000
43,000
58,000
63,000
.
11 - 15
53,000
55,000
58,000
60,500
73,000
.
16 - 20
60,500
58,000
63,000
73,000
73,000
.
21 - 25
70,500
53,000
68,000
78,000
78,000
.
26 - 30
73,000
65,500
73,000
75,500
88,000
.
30 +
58,000
68,000
78,000
83,000
115,500
.
0
100
Proportion of respondents
Number of staff
none
1-2
Number of staff
3-5
0
6-10
1–2
3–5
Number of respondents 679 294
267
10-20
20 +
6 – 10 10 - 20 20 +
186
77
97
Table 11: Job title and median salary breakdown by years qualified.
Years
qualified
Senior
engineer
Junior
engineer
Manager
Director
<1
45,500
28,000
33,000
.
1-2
45,500
28,000
50,500
.
3-5
38,000
33,000
48,000
33,000
6 - 10
43,000
38,000
58,000
63,000
11 - 15
53,000
45,500
63,000
16 - 20
58,000
45,500
21 - 25
73,000
.
26 - 30 7
3,000
.
> 30
68,000 .
Executive
Associate
Selfemployed
.
.
.
.
.
.
43,000
38,000
.
48,000
55,500
38,000
78,000
58,000
53,000
98,000
73,000
93,000
63,000
68,000
38,000
78,000
.
118,000
68,000
68,000
78,000
103,000
.
103,000
75,500
78,000
.
.
.
78,000
PAGE 10 | ENGINEERS IRELAND SALARY SURVEY 2014
SECTION THREE
OTHER BENEFITS
3.1 ANALYSIS BY BENEFIT TYPE
3.2 ANALYSIS BY SECTOR
Most respondents receive at least some benefits from their
Table 14 shows the proportion of benefits received across the
employers on top of their salary. Ten respondents (<1%)
various sectors the respondents work in.
reported that they receive no benefits whatsoever. The three
most popular benefits are further training, bonus and pension
Table 14: Benefit distribution across sectors.
contributions.
Table 13 shows benefits, indicating the number of respondents
receiving the benefit and the value of the median, lower and
upper quartile value of this benefit to them.
Benefit
Private
Multinational
Public
Semi-State
Bonus
42%
58%
3%
46%
Overtime
11%
16%
4%
7%
Pension contribution
44%
78%
72%
81%
Health insurance
20%
50%
5%
3%
Education, CPD
78%
86%
87%
89%
Company car
18%
13%
6%
6%
Share purchase option
11%
33%
1%
7%
Annual dividends
8%
20%
1%
17%
Table 13: Benefit distribution by benefit type.
Benefit
type
Bonus
Overtime
Number
of respondents
666
179
Lower
quartile
€500
€1,000
Median
€2,500
€1,000
Upper
quartile
€6,250
€3,500
The multinational sector shows a high benefit receivership across all benefit types, but
is comparable to the private sector. The public sector bonus receivership level remains
low in comparison with the other sectors, but is comparable to the 2012 figures.
Pension
contribution
924
5% Salary
5% Salary
7.5% Salary
Years qualified and continued professional development (CPD)
Table 15 shows a comparison of respondents receiving CPD from 2012 to 2014. CPD is
an important component to career development.
Health insurance
386
€750
€1,250
€2,250
Table 15: CPD engagement by years qualified.
Education, CPD
Company car
Share purchase
option
Annual
dividends
1313
228
235
164
€500
€1,500
€500
€500
€1,500
€4,000
€2,500
€500
€1,500
€7,500
€7,500
€1,500
Years qualified
No CPD %
(2014)
CPD %
(2014)
No CPD %
(2012)
CPD %
(2012)
<1
26%
74%
33%
67%
1-2
20%
80%
27%
73%
3-5
22%
78%
23%
77%
6 - 10
19%
81%
21%
79%
11 - 15
16%
84%
20%
80%
16 - 20
17%
83%
18%
82%
21 - 25
11%
89%
16%
84%
26 - 30
16%
84%
17%
83%
>30
15%
85%
20%
80%
Bonus levels are at the same median levels as in 2012; however,
overtime median value has significantly decreased from €3,000
The engagement in CPD has increased at most of the years qualified to well over 75%
to €1,000. Company car allowance has increased and education
in most categories. Although CPD encompasses a wide range of courses, education,
value has remained the same since 2012, and has also remained
etc., most employees are involved in some form of training provided by their employer.
the most popular category.
Newly qualified respondents are again the lowest category.
ENGINEERS IRELAND SALARY SURVEY 2014 | PAGE 11
SECTION FOUR
PAY CHANGE ANALYSIS
4.1. PAY CHANGE ACROSS ALL
RESPONDENTS
4.2 PAY CHANGE BY EXPERIENCE
AND SECTOR
Figure 6 shows the pay change reported by the respondents in the past
Focussing on pay increases only, which make up over 90% of all the pay
year (a pay decrease/no pay change/a pay increase). Only 5% of
adjustments last year, we can examine the effect by sector or by years
respondents reported a pay reduction in the past year compared with 19%
of experience. Figure 8 shows the location of pay increases across
in the 2012 report. Although this possibly represents a different cohort of
sectors. For example, 100 respondents in the private sector reported a
surveyed engineers, it is a large change. A total of 50% reported an
pay increase of between 0 and 2.5%. The pattern of pay increase seems
increase in pay, which is higher again than the 2012 figure of 36%.
to be similar across sectors, with high frequency regions in the low
Figure 6: Pay change over the last year.
(0-5% increase) bracket and the high (15%+ bracket).
100
49.81%
80
60
40
400
600
Number of respondents
45.12%
20
200
Number of respondents
800
120
1000
Figure 8: Pay increase by sector.
0
5.06%
A pay increase
0
No pay change
Type
Private
Of those receiving a pay change (increase or decrease), the percentage
235
185
111
103
Semi-State
Non-profit
80
60
Number of respondents
% Change
20
200
250
300
Figure 7: Pay change distribution.
150
Non-profit
100
received between a 0 and 2.5% pay decrease.
100
Semi-State
120
received between a 0 and 2.5% pay increase, and 17 respondents
Number of respondents
Public sector
Figure 9: Pay increase by experience.
size of this increase is shown in Figure 7. For example, 235 respondents
0-2.5%
2.5-5%
5-7.5%
7.5-10%
10-12.5%
12.5%-15%
More than 15%
Multinational
40
A pay decrease
75
50
34
8
5
5
14
0
17 22 10
0
54
A pay decrease
A pay increase
Change type split by decrease/increase
PAGE 12 | ENGINEERS IRELAND SALARY SURVEY 2014
Private
Multinational
Public sector
Experience
Figure 9 shows pay increases for different levels of experience. There seems
to be a large number of high pay increases for the lower years of experience.
Engineers Ireland,
22 Clyde Road,
Ballsbridge,
Dublin 4,
Ireland.
Tel: +353 (0)1 665 1300
Web: www.engineersireland.ie
[email protected]
EngineersIreland
EngineerIreland
Engineers Ireland Official Group
Membership team - 01 -6651334 or
[email protected]
ThinkMedia.ie
SECTION THREE