PAY AND BENEFITS HAYS 2013 SALARY SURVEY
industry if they are motivated more by money than anything else – you can earn a lot more elsewhere and everyone knows that.’ HR heads also say that a growing number
of staff are interested in leaving to become contractors. Stoker says: ‘There are salary differences between salaried and contract staff rates, so if people are motivated by money they may want to move to contracting.’ There appear to be more opportunities
for contractors, too; Hays found that 74% of employers in the past 12 months had hired temporary staff, whereas only 52% of them had made any permanent appointments. Whatever employees’ motives, employers
have a fight on their hands to retain the best brains. While some may be easy to replace, others will not - particularly those in whom you have invested time and money for training, and who know how your
Senior estimator (£)
Central London South East South West Wales
West Midlands East Midlands East Anglia North West
North East & Yorkshire Scotland
Northern Ireland National average
Typical Min Max 52,000 48,000 55,000 43,000 40,000 50,000 36,000 32,000 40,000 34,000 29,000 38,000 39,000 35,000 45,000 40,000 36,000 42,000 46,000 41,000 46,000 37,500 33,500 40,000 37,000 33,000 40,000 38,000 34,000 45,000 35,000 32,000 42,000 40,000 36,000 44,000
organisation operates. Rob Harris, business development
director at Elementa, says senior people are particularly difficult to recruit because of an ongoing shortage. He says: ‘It takes six months to a year to find a high level principle engineer and then another six months to see if they are up to standard. It can be very frustrating as it makes it difficult to plan head.’
Ironically, as we have seen, few employers
appear to be aware of the looming fight, with less than one in 10 employers anticipating the potential exit of close to half their staff. Neither are many expecting to raise salaries, with 65% not planning pay rises in the next 12 months.
Laws of attraction For employers, there is still time to put in place strategies to retain and attract talent
Estimator (£)
Central London South East South West Wales
West Midlands East Midlands East Anglia North West
North East & Yorkshire Scotland
Northern Ireland National average
Typical Min Max 42000 40,000 45,000 35000 32,000 40,000 29,000 26,000 31,000 28,000 25,000 30,000 32,000 28,000 34,000 32,000 29,000 35,000 35,000 31,000 37,000 33,000 27,500 35,000 33,000 25,000 35,000 30,000 28,000 35,000 30,000 29,000 35,000 33,000 29,000 36,000
– and, unfortunately for staff, it need not involve raising pay. But first, McNally says the battle for the best brains must start in schools. ‘The sector needs to make itself known – and attractive – to school children. That means visiting schools to talk about the career and what it involves.’ It is essential to keep creating opportunities
for graduates and apprentices too, despite the downturn. Taylor says this is a must in any case: ‘These new entrants are the future of the business, so we must invest in them – not just at Arup but industry-wide. If we lose them to another industry now we will struggle to attract them later.’ Companies may find that their international operations provide both the need for entry- level recruits and the means to attract them. Mike Burton, director of building engineering at Aecom UK, says: ‘We are able to attract people with the overseas opportunities we
Senior mechanical/electrical contracts manager (£) Typical Min Max
Central London South East South West Wales
West Midlands East Midlands East Anglia North West
North East & Yorkshire Scotland
Northern Ireland National Average
48,000 43,000 52,000 45,000 40,000 50,000 39,000 35,000 42,000 35,000 32,000 40,000 38,000 36,000 45,000 37,000 34,000 41,000 45,000 38,000 48,000 37,000 34,000 42,000 37,000 34,000 43,500 38,000 33,000 43,000 32,000 33,000 38,000 39,000 36,000 44,000
www.cibsejournal.com
January 2013 CIBSE Journal
51
SHUTTERSTOCK/SHCHIPKOVA ELENA
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40 |
Page 41 |
Page 42 |
Page 43 |
Page 44 |
Page 45 |
Page 46 |
Page 47 |
Page 48 |
Page 49 |
Page 50 |
Page 51 |
Page 52 |
Page 53 |
Page 54 |
Page 55 |
Page 56 |
Page 57 |
Page 58 |
Page 59 |
Page 60 |
Page 61 |
Page 62 |
Page 63 |
Page 64 |
Page 65 |
Page 66 |
Page 67 |
Page 68 |
Page 69 |
Page 70 |
Page 71 |
Page 72 |
Page 73 |
Page 74 |
Page 75 |
Page 76 |
Page 77 |
Page 78 |
Page 79 |
Page 80 |
Page 81 |
Page 82 |
Page 83 |
Page 84