Institution of Civil Engineers (ICE) Salary Survey 2009
Survey of ICE working members in the United Kingdom, Hong Kong and the United Arab Emirates
2 ICE Salary Survey 2009
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About ICE
The Institution of Civil Engineers (ICE) is a global membership organisation that promotes and advances civil engineering around the world. Established in 1818, ICE now has more than 80,000 members in over 150
countries.
Civil engineers help to create the structures and systems that sustain society. They design, build and
maintain roads, railways, airports, ports, power stations, flood defences, water and wastewater systems.
And they make buildings that large numbers of us rely on every day: schools, stations, hospitals, sports
stadia and office buildings. Civil engineers create the infrastructure of modern civilisation.
Institution of Civil Engineers
One Great George Street
Westminster
London
SW1P 3AA
t +44 (0)20 7222 7722
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Registered charity number 210252
Charity registered in Scotland SC038629
Acknowledgement is given to those members who contributed to the survey. Without their contribution we would be unable to produce this report.
? 2009 Institution of Civil Engineers. All rights, including translation, reserved. Except as permitted by the
Copyright Designs and Patents Act 1988, no part of this publication may be reproduced, stored in a retrieval system or transmitted in any form or by any means, electronic, mechanical, photocopying or otherwise,
without the prior written permission of the Director General, Institution of Civil Engineers, Westminster,
London, SW1P 3AA. This report is issued on the understanding that the author is solely responsible for the statements made and opinions expressed in it and that his publication does not necessarily imply that such statements and/or opinions are or reflect the views or opinions of the publishers. While every effort has
been made to ensure that the statements made and the opinions expressed in this publication provide a safe and accurate guide, no liability or responsibility can be accepted in this respect by the author or publishers.
3 Contents
1 Introduction 5
2 Executive summary – UK only 7
I ncome 7
E mployment benefits 7
J ob satisfaction and working life improvement 7
T raining, new job opportunities and job search habits 7
P attern of employment and office location 8
G rades of membership and highest qualification 8
G ender and age of members 8
3 Research methodology 9
B asic income 9
S econdary income 10
O vertime 10
B onuses 10
P eriod of research 10
C onfidence interval (95% confidence level) table 11
4 Remuneration findings 12
4.1 Basic income (UK) 12
4.2 Additional income (UK) 18
4.3 Total income (UK) 25
4.4 Last salary review date (UK) 30
4.5 Holiday entitlement (UK) 30
4.6 Other employment benefits (UK) 31
5 Career related findings 32
5.1 Highest priority for future career (UK) 32
5.2 Primary information source of current job (UK) 33
5.3 Plans to change current jobs by age (UK) 35
5.4 Factors that would improve working life (UK) 37
5.5 Satisfaction against key job criteria (UK) 38
5.6 Training (UK) 40
6 Comparison of 2004-2008 data with 2009 findings 43
6.1 Analysis of basic salary 2004 to 2009: by level of responsibility (UK) 43
6.2 Analysis of basic salary 2004 to 2009: by age (UK) 44
6.3 Analysis of basic salary 2004 to 2009: by membership grade (UK) 45
6.4 Analysis of basic salary 2004 to 2009: by region (UK) 46
6.5 Analysis of basic salary 2004 to 2009: by main field of work (UK) 47
7 Sample data UK 48
7.1 Weighting data by age (UK) 48
7.2 Weighting data by grade (UK) 49
7.3 Respondents by gender (UK) 50
7.4 Highest qualification by age (UK) 51
8 Pattern of employment and office location 52
8.1 Employment status (UK) 52
8.2 Years with current employer (UK) 53
8.3 Years in current position (UK) 54
8.4 Main field of employment and level of responsibility (UK) 55
8.5 Employer’s main activity and main area of work (UK) 56
8.6 Hours worked per week (UK) 57
8.7 Office location 57
9.5 Financial incentives for becoming professionally qualified (UK) 62
9.6 Satisfaction with the current salary package 62
10 Credit crunch influence on the civil engineering jobs (UK) 63 10.1 Job security in the current economic climate (UK) 63
10.2 Measures taken by company in response to economic crisis (UK) 64
11 Hong Kong members 65 11.1 Hong Kong members: remuneration findings 65 11.2 Hong Kong members: career related findings 67 11.3 Satisfaction against key job criteria 68 11.4 Training needs identified for next year 69 11.5 Employment 69 11.6 Credit crunch influence on the civil engineering jobs 72
11.7 Hong Kong sample data 74
12 United Arab Emirates (UAE) members 76 12.1 UAE members: remuneration findings 76 12.2 UAE: Career related findings 78 12.3 Satisfaction against key job criteria 79 12.4 Training needs identified for next year 79 12.5 Employment 80 12.6 Credit crunch influence on the civil engineering jobs 83
12.7 UAE sample data 85
13 Appendix: Questionnaire 87
5
Welcome to our annual ICE Salary Survey – the guide to salaries in the civil engineering world in the UK and selected countries overseas.
This year’s salary survey report presents findings on salaries and work benefits of UK and Hong Kong members and, for the first time, members working in the United Arab Emirates. The results for non-UK members are presented in section 11 and 12. This year we also
explore members’ perceptions of job security during recession and investigate what measures companies have undertaken to weather the economic storm – see section 10 for more.
As in 2007 and 2008 surveys, we have again surveyed recent graduates. To ensure the relevance of the information to ICE’s second biggest group of working members we defined them as graduate members of ICE aged up to 34 years and with up to five years of experience in civil engineering. These findings are presented in section 9.
As in the preceding years we invited over 36,000 members to complete the survey. Many thanks go to over 9,000 respondents across the UK, Hong Kong, Republic of Ireland 1 and the United Arab Emirates who returned completed questionnaires. A strong response rate has ensured a statistically reliable sample. The data was collected and analysed by an independent market research agency, in line with Market Research Society guidelines.
Some of the key findings for the UK are:
Credit crunch is biting – the unbroken run of successive salary increases since the beginning of the ICE
Salary Survey ends: the average basic income drops by 0.3% and the total salary decreases by 1.7%Despite the difficult economic conditions, satisfaction with current role remains almost as high as last
time (81% satisfied compared to 82% in 2008) and satisfaction with employers remains unchanged (78%)The survey reveals that the credit crunch doesn’t affect all members equally: top earners (top 10%) saw
a 1.2% increase of salaries, whereas those at the other end of scale (bottom 10%) saw a fall of 6% compared to 2008Average total starting salary for 2008 graduates was ￡23,965, which, taking into consideration the
current economic climate, is quite a healthy increase of 2.6% compared to last year 57% of the respondents feel secure about their jobs, whereas only 13% feel insecure
Redundancies, pay freezes and hiring freezes are the most common remedies against the recession
among civil engineering employers
1
Despite a high response rate, the respondent base for RoI was too small to present the salary findings for this country in this year’s report.
Introduction
6 ICE Salary Survey 2009
It is also worthy presenting some key findings for HK and UAE:
HK basic salary remains at nearly the same level as last time at ￡55,651 whereas the total salary drops
3.4% (￡63,918 in 2008 survey)
Average UAE basic income is 31% higher than the UK; when compared to the London average the
difference is 7%
The sense of job security in UAE is inferior to that in the UK or Hong Kong: 37% considered their roles
to be secure or very secure, compared to 70% in HK and 57% in the UK
If you have any questions or any suggestions, please get in touch with our survey team at survey@https://www.doczj.com/doc/1710479772.html,.
I hope you will find the report interesting and informative.
Tom Foulkes
Director General
7 Executive summary – UK only
Income
The average basic income for ICE members in the UK was ￡47,282 which is 0.3% less than in the previous year. When secondary income, bonuses and overtime were added, this became an average total income of ￡51,899, a decrease of 1.7% on the 2008 survey.
Average basic income starts at ￡23,971 for the under 24s, it then rises steadily to reach a peak of above ￡58,000 for members in their 50s. Thereafter it declines steadily until 65 age mark and beyond without going below ￡51,000.
The average basic income of FICE members was markedly higher than the rest of the sample at ￡77,873. MICE earned an average of ￡54,203. TMICE, AMICE and Graduate members took home ￡41,110, ￡34,431 and ￡33,832 respectively.
A 1.7% drop in average total salary was the result of a 21.5% drop in secondary income, and a 13.8% and
13.2% decrease in additional income and bonuses respectively when compared to previous year. Employment benefits
75% of members received pension contributions from their employers and 61% had their professional
fees paid. This was 2 pp (percentage points) down on 2008 survey for the former, and the same as in the previous year for the latter. The number of members quoting flexible working hours and life insurance as most common employment benefits went down by 3pp and 5pp respectively. The same happened to the next most common benefits such as mobile phone bills being paid by employer (down 4pp on the previous year) and car allowance (decrease of 1pp).
The general trend that can be observed is a decline of benefits received as a part of a compensation package which are either fully paid or require co-funding by employers. The number of those receiving no benefits at all increased 1pp compared to the previous year.
Job satisfaction and working life improvement
The satisfaction with the current role was quite steady in the last three surveys and oscillates slightly above the 80% mark. The satisfaction with a current employer also remained stable at a high level of 78%. However there was a slight decline in the satisfaction with the compensation package – 61% of respondents were satisfied with it according to 2009 survey, compared to 63% in the previous edition.
As observed in 2008 survey, the top four desires – a reduced workload, more holidays, the ability to work at home, and a shorter working week – were effectively all to do with the work-life balance. Close behind were two additional factors – less travelling and a greater opportunity to train.
Training, new job opportunities and job search habits
Similarly as in 2008, nearly nine out of ten members (87%) had either identified their training needs (57%)
or planned to do so (30%). In 2009 survey less respondents expected to have their training bill footed by their employers – the difference was 5pp (down from 80%). Also more respondents than previous year expected to cover at least a part of the training cost from their pockets (up 2pp from 11%).
8 ICE Salary Survey 2009
Unsurprisingly, half of the respondents suggested that the economic crisis would have a negative impact on training opportunities offered by their company. 38% suggested it wouldn’t have any.
Four in five members (80%) had no intention of changing jobs within the next 12 months: an increase
of 4 pp compared to the last survey. The remainder was divided equally between those who intended to
move to another employer (10%) and those who intended to move positions within their employer (10%).
The number of those who would like to look for new opportunities with a new employer dropped 3pp
compared to previous year.
Word-of-mouth (21%) continued to head the list of primary job information sources, followed by in-house sources (14%), and then 3 other inputs – each on the 11% mark: a recruitment agency, NCE, and being
approached by the company itself. The use of the internet remained prevalent among younger members
with company’s own websites being most popular source of information about new jobs (44%) and
ICErecruit being the second choice (24%).
Pattern of employment and office location
The vast majority of members were in full-time employment (88%), and almost one in ten were either on
full-time contracts (5%) or self employed (4%). Around one-third of the self-employed contingent falls into the CEO/MD/partner category while virtually half of self-employed members were at manager/director level or above.
In 2009 survey the average working week fell slightly to 42 hours compared to the previous years (43 hours in 2008 and 2007).
Roads, structures and water/wastewater were the only fields of employment in which 10% or more of the member base were involved (24%, 13% and 13% respectively), although roads alone again accounted for
nearly one quarter of all roles. As per main area of work, consultancy and design/construction together
accounted for almost two in three jobs (62%), followed by management (10%), and construction/installation (8%) – unchanged compared to previous year.
London and South East England accounted for nearly one-third of the respondents’ office locations, with
Scotland next at 12%. North East, North West and Yorkshire and Humber accounted together for 20% of
office bases, East and West Midlands 13%, with the remainder accounted for by South West and East of
England, plus Wales and Northern Ireland.
Grades of membership and highest qualification
Members at Fellow grade represented 23% of MD/CEO/partner roles and in line with this, 25% of Fellows earned a basic salary of at least ￡100K+, compared to 9% of the membership base as a whole. As the
biggest single membership grade (accounting for 56% of the total UK sample), Members of ICE occupied
the majority of senior roles: 81% of director/manager roles and 67% of MD/CEO/partner.
99% of those undergoing on the job training were within the graduate grade, as were 70% of those
participating in project work. Even at project management level and senior project management level, 42% and 20% of these roles respectively were occupied by members at graduate grade.
Among the UK respondent base, a BSc was the most commonly held qualification (42%), followed by BEng (31%), HNC/HND (18%), MSc (15%) and MEng (13%). 4%, as in the previous year, held a doctorate. The
incidence of a Masters degree (either Science or Engineering) remains heavily skewed to the under 30s age group.
Gender and age of members
The respondents continued to be male dominated – 90% of the sample were male – which reflects the
gender structure of ICE membership. Men were also significantly more likely to occupy senior roles, and
hence to earn more than women. This is the principal reason for the so called ‘salary gender gap’.
9 Research methodology
The 2009 ICE salary survey was carried out online. Over 36,000 working members were contacted by email in June 2009 and asked to fill in a questionnaire sent to them by an independent market research agency. UK, Hong Kong and Republic of Ireland (RoI)2 members, and for the first time members working in the United Arab Emirates (UAE), were invited to take part. For the numbers of respondents and response rates, see the table below.
Country No. of respondents Response rate
United Kingdom8,31826%
Hong Kong34913%
Republic of Ireland8419%
United Arab Emirates22237%
In order to close the gap between the end of the fiscal year and the publication of the 2009 survey, the web questionnaires were distributed earlier than in previous years – in June. Consistent methodology and the same reporting period allowed for a like for like comparison of the 2009 survey findings with the findings from previous editions. Comparisons of 2008/2009 salaries with earlier years can be found in section 6. Within the UK sample 1,229 members fell into the recent graduate category: graduate members, aged up
to 34 and with up to five years of experience in civil engineering. For the Hong Kong and UAE samples the respondent base in this category was too small to analyse it separately.
Online methodology is the most appropriate for this survey as 80% of the ICE working members have
their email addresses registered with ICE. It is a highly efficient and economic method of data capture that enables a large number of responses to be accommodated. In-built controls help to ensure that questions are answered appropriately. Any imbalance in the achieved sample profile is adjusted by weighting the
data by age within grade, given that these variables are two of the most predictive where earnings are concerned. Details of the weighting applied are given in section 7.
All respondents were advised that the survey was being conducted by an independent market research agency in accordance with Market Research Society guidelines, and that their replies were strictly confidential. This helped to encourage accuracy and honesty in the responses given.
In order to ensure that the gathered income data was as accurate as possible, precise definitions were given for survey respondents to follow.
Basic income
Permanent salaried employment: Gross basic rate salary during the tax year 2008/2009 before deduction of tax or national insurance, excluding bonuses and overtime.
Self-employed: Income from all sources less direct expenses but before deducting tax, national insurance or personal expenses.
Contractors or part-time salaried employment: Total earnings in the period before the deduction of tax or national insurance excluding additions from benefits contributions paid to the respondent.
2 Despite a high response rate, the respondent base for RoI was too small to present the salary findings for this country
in this year’s report.
Secondary income
Income from other civil engineering related occupations during the tax year 2008/2009, if these were part of the main occupation in the year. Only a gross figure was requested, before deduction of tax or national insurance: examiner’s fees, royalties, or part-time consultancy fees were to be included here.
Overtime
All earnings received from an employer for work during the tax year 2008/2009 other than basic salary. Bonuses were to be excluded from this total.
Bonuses
Any share of profits, commission, fees, honoraria or other payments received from the sole or principal employer during the tax year 2008/2009. Overtime payments were to be excluded from this total.
The Hong Kong tax year is similar to the UK one’s (April to March). Due to lack of personal taxes in the UAE and consequently of a tax year, the respondents from this country were asked to provide their salaries for the same period as the UK and Hong Kong tax period – April 2008 to March 2009.
When describing the findings for income, this report uses the term average (mean) income as opposed to median income. This is because average is a more familiar term to most people. However, tables giving median income as well as average income are provided in section 6.
The margin of error for findings for the total UK sample of 8,318 is small (a +/-0.94% margin of error for
a 50% survey finding – note that 50% is generally used to determine the general level of accuracy for a sample at a 95% confidence level) and therefore, at this level, the data is statistically reliable. The margins
of error for smaller sample sub-groups are wider, however, and more care is needed when interpreting
the findings at these levels. The margin of error for different sample sub-groups is given in the confidence interval table on page 13.
Period of research
In order to ensure that meaningful comparisons could be made between previous ICE salary surveys, the same questionnaire and online methodology were used for the five most recent surveys. This report is based on research relating to salaries in the 2008/2009 tax year. In this survey figures from this period are referred to as 2009. For the relation between the older reports and tax years, see the table below.
Tax year Survey name
2008/20092009 Salary Survey
2007/20082008 Salary Survey
2006/20072007 Salary Survey
2005/20062006 Salary Survey
2003/20042004 Salary Survey
Confidence interval (95% confidence level) table
The stated margin of error is for a 50% survey findings. Survey findings of more or less than 50% have smaller margins of error.
Respondent base Sample size (2009) unweighted Error margin % (+/-)
All respondents UK8,3180.94
All respondents HK349 4.89
All respondents UAE222 5.21
The remaining part of the table presents sample sizes and error margins only for the UK
Age band
<24677 2.81
25-291,615 1.95
30-341,225 2.38
35-39923 2.86
40-44795 3.14
45-49690 3.41
50-54940 2.92
55-59894 3.01
60-65510 4.08
>654913.64
Membership grade
FICE301 5.14
MICE4,159 1.37
AMICE256 5.66
TMICE7210.55
Graduate3,530 1.42
Recent graduate2,041 1.89
Region
East Midlands422 4.48
East of England405 4.68
London1320 2.45
North East331 4.95
Northern Ireland192 6.70
North West792 3.26
Scotland1,080 2.74
South East England1,363 2.49
South West776 3.28
Wales356 4.91
West Midlands651 3.56
Yorkshire & Humber597 3.74
Channel Islands11n/a
Other22n/a
Remuneration findings
4.1 Basic income (UK)
4.1.1 Average basic income by age group (UK)
The average basic income across the UK for the tax year 2008/09 was ￡47,282 p.a. This represents a marginal decrease (of 0.3%) compared to the previous year’s figure, and therefore brings to an end an unbroken run of successive increases since the survey in the current format started in 2004.
As in previous surveys, we continue to see income levels increasing steadily with age, reaching its
peak among members in the 50 to 59 year old age band, before declining gradually as retirement age approaches.
SAMPLE
10,000
20,00030,00040,00050,00070,000Average basic income by age band
Age band
A v e r a g e b a s i c i n c o m e (￡)
33
93
60,000
4.1.2 Average basic income by membership grade (UK)
Despite the decline in average basic income across the UK sample as a whole, three of the membership grades enjoyed an annual increase. The average FICE salary increased by 5% to ￡77,873 which represents a premium of 65% over the current sample average. Members of ICE (MICE) also saw a salary increase, although to a much a lesser degree – the average basic income for 2008/2009 tax year of ￡54,203
represents an annual increase of just 0.8%. The average Technician’s basic salary was 5.3% higher than in the previous year, standing at ￡34,431. [Note: low TMICE sample base n=73]
Associate Members of ICE appear to have done not so well, with their current average basic income of ￡41,110 representing a 5.9% drop compared to 2008 survey. Graduates as a whole experienced a 1% decline in average basic income – to stand at ￡33,832.
The average salary among recent graduates – the segment within the Graduate members, aged 34 or under who have no more than five years’ experience in the civil engineering sector – fell marginally (by 0.2%) to ￡26,654. This is some 21% lower than the Graduate grade membership as a whole. It indicates that ICE has a significant base of members who maintain their Graduate status, despite being older and more experienced, and therefore having higher salaries than the membership title would suggest.
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70,000
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4.1.3 Average basic income by membership grade – split by gender (UK)
* FICE, AMICE and TMICE females are represented by small subgroups (5, 6 and 9 respondents respectively).As observed in previous surveys, a significant gender disparity continues. In tax year 2008/2009 men earned an average basic income of ￡48,708 compared to the average female salary of ￡34,163 – this is a 42.5% difference. This premium increased 1.5 pp compared to the previous year, although it remains lower than the 2007 survey premium of 45%.
Little gender disparity can be observed at the start of the career journey when the basic salary of male and female recent graduates is almost at parity (￡26,719 and ￡26,437 respectively). The gender gap opens beyond this point, with men in the MICE grade earning an average of 30% more than women (28% premium the previous year year).
Similarly, the gender premium for men in the TMICE, AMICE and FICE grades is 18%, 16% and 41% respectively. Note, however, that the subgroup sample sizes for females in the FICE, AMICE and TMICE grades are very small (5, 6 and 9 respectively), which strongly influences the discrepancy levels.
Any apparent male versus female gaps cannot be observed in isolation but within a context of comparative levels of seniority. Director/managers represented 23% of men, but only 8% of women. Similarly, 5% of the male sample achieved MD/CEO/partner status, compared with only 2% of women.
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Average basic income by membership grade – split by gender
10,000
20,00030,00040,00050,00060,00070,00080,000
90,000Membership grade
A v e r a g e b a s i c i n c o m e (￡)
Male
Female
4.1.4 Average basic income by main level of responsibility (UK)
Unsurprisingly, annual basic income remained highest among MDs/CEOs/partners, who earned an average of ￡83,359 p.a. This represents a hefty premium of 76% to the sample average, which is in line with the 78% premium observed a year ago. Nevertheless, in the 2009 survey the level of basic income in this
membership grade was 1.7% lower than that seen in the previous year, which compares unfavourably with successive rises prior to that of around 5%.
Those in the next most senior category – managers/directors – earned an average salary of ￡62,526, which corresponds to a rise of 4.3% compared to last time. Rises for other job categories were more modest, ranging from 0.5% for those on the job training, to 2.2% for those in academia/teaching.
The biggest fall in salaries was observed for respondents in non-project based civil engineering roles – the average annual basic salary for these individuals fell to ￡39,815, representing a drop of 4.7%.
Main level of responsibility
Average basic income by main level of responsibility
10,000
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4.1.5 Average basic income by region (location of UK office)
There remained a clear distinction between London (average salary of ￡58,131), South East England
(￡51,642) and the rest of the UK, which was headed by the North West region with an average of ￡45,791. Essentially, this equates to a ‘London weighting’ of at least 23%, and a ‘South East (excl. London) weighting’ of slightly above 9% over the sample average.
Average basic income by region (location of UK office)
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4.1.6 Average basic income by 10–percentiles (UK)
Among the top 10% of earners, in the period 2008/2009 the average annual income was 1.2% higher than in the previous year, and stood at ￡98,681. However, at the other end of the scale, the bottom 10% earned an average basic income of ￡19,619, which equates to a fall of 6% compared to the previous survey.
Average basic income by 10-percentiles
20,000
40,000
60,000
80,000
100,000
120,000
1-
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)
4.2 Additional income (UK)
4.2.1 Secondary income by age group (UK)
8% of the total UK sample declared a secondary income, compared to 9% in the previous year. This equates to an average secondary income – among those who received one – of ￡9,801, which represents a fall of 10.6% compared to the corresponding 2007/08 figure.
Taken across the sample as a whole, the average secondary income was a far more modest ￡776 compared to ￡989 in the previous survey (27% decline).
Across the age segments, secondary income rises steadily with age, peaking at ￡5,135 among the 65 year old segment as a whole and ￡16,060 among those who declared receiving one. Interestingly, the over 65s are the only age segment to have received a secondary income that exceeded the corresponding amount received the previous year.
Age band
2,000
4,000
6,000
8,000
10,000
12,00014,00016,00018,000
Secondary income by age band
A v e r a g e s e c o n d a r y i n c o m e (￡)
SAMPLE
Total sample
Those claiming to receive at least ￡1secondary income
4.2.2 Secondary income by membership grade (UK)
Across the membership grades, Fellows attracted the largest average secondary income (￡5,212) among the total segment, equivalent to ￡21,301 among the 24% of those who actually declared one. This equates to a 6.2% increase in secondary income across the FICE membership as a whole, which is in line with the 5% rise in basic income.
Apart from TMICE, all other membership grades experienced a decline in their level of secondary income compared to the 2007/08 survey. [Note: low sample base of TMICE receiving secondary income n=3]
4.2.3 Secondary income by level of responsibility (UK)
Unsurprisingly, those at or near the top of the profession (MDs/CEOs/partners) also enjoyed the biggest
secondary incomes (￡3,873 across the whole sample; ￡23,399 among the 17% who declared receiving one). The segment most likely to receive a second income was academia/teaching, among which 51% received compensation in this form. [Note: low sample base n=48]
Between 4% and 8% of the other segments said that they too received a secondary income.
F I
C E
M
I C
E
A
M
I C
E
T M
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A
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g r
a d
u a
t e s
R e
c e n t
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u a
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s
T O
T A
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S A
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P L E
2,000
6,0008,00010,000
14,000
16,00018,00020,00022,000
Secondary income by membership grade
Total sample
Those claiming to receive at least ￡1 secondary income
Membership grade
A v e r a g e s e c o n d a r y i n c o m e (￡
)
01
12,000
4,000
4.2.4 Secondary income by region (location of UK office)
As with secondary income the absolute level of variation between the lowest average secondary income (￡241 in Northern Ireland) and the highest (￡1,114 in Wales) was fairly small. However, among those that claimed to actually have received this type of income, the variance was far more significant, ranging from ￡4,503 in NI to ￡20,627 in Wales.
Bear in mind however, that only around 5% of these two regional segments said they received a secondary income, compared to as high as 14% of those in the North East and a corresponding ratio of around 8% in the remaining regions which may have led to such significant differences.
4.2.5 Overtime income by age group (UK)
14% of UK members as a whole (compared to 16% in the previous year) said that they received an element of pay categorised as ‘overtime’, equating to an average of ￡3,513. However, the average UK overtime
payment across the sample as a whole stood at ￡486 (compared to ￡501 in 2008 and ￡526 in 2007). So not only there were fewer respondents receiving overtime, but the average amount they received seems to be on a steady downward path.
The likelihood of receiving overtime payments declines steadily with age, peaking at around the 28% mark among the under 24s and falling to a ratio of around 5% among those aged 55 or above.
1,000
2,0003,000
4,000
5,0006,000
7,0008,000
Overtime by age band
Age band
A v e r a g e o v e r t i m e i n c o m e (￡)
Total sample
Those claiming to receive at least ￡1 overtime
SAMPLE
4