SELECTED HIGHLIGHTS

Determining Your
Level of Responsibility

• Table 1
• Table 2
• Table 3
• Table 4

• Figure 1
• Figure 2
• Figure 3
• Figure 4
• Figure 5

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1999 Salary Survey

PREVIOUS
SURVEYS

1998 Salary Survey
1997 Salary Survey

The Professional Development Committee extends special thanks to the 76 employers who supplied 5,897 salary stats for its annual June survey of engineering, geological and geophysical positions.

Participating organizations provided salary information based on the level of responsibility of each employee's position, data on year of graduation, if available, and information on the type of organization. This year's survey also captured more salary data for master's and doctorate degrees and salary trends.

Additional information was again collected on other compensation provided to employees. The preliminary results are similar to those of last year with the data indicating that approximately 90% of the organizations provide a comprehensive benefits package which includes dental, drug, long-term disability, and medical plans. The average salary increase for all professions was 2.2%. More than 60% of the employers offer some type of retirement plan. Further information on other compensation will be made available through the 1999 Value of Professional Services booklet.

Selected highlights from this year's survey are given in the tables and figures that follow.

The complete results of the survey will be published in the 1999 Value of Professional Services booklet which will be available to members in November. Contact the Calgary or Edmonton APEGGA office to request a copy.

HOW TO USE SURVEY RESULTS

To use salary survey data as a guideline it is important to consider all reported results and to keep in mind the following remuneration concepts.

- Salary is basically determined by the level of responsibility of the position. (The Job Classification Guide should be used to determine your level of responsibility and the results reported in Tables 1-3 should be closely noted).

- Salary levels vary among industry sectors.

- Salaries by year of graduation (Figure 2) should only be used as a check on career progress relative to others of an equivalent age. Employers and members consistently want and use this information as a check on the more basic level-of-responsibility concept.

SURVEY NOTES

- The salaries quoted are BASE salaries in effect as of June 1999. The salaries include cost-of-living allowances and bonuses which have a continuing relationship to salary. Commissions, fringe benefits, profit sharing are not included.

- The statistical measures used in compiling the tables are the median, quartiles (Q3, Q1), deciles (D9, D1) and average. The median salary is the salary at which 50% of the respondent salaries are higher and 50% are lower. The Q3 salary is the salary at which 25% of the respondent salaries are higher and 75% are lower. The D9 salary has 10% of the salaries higher and 90% lower.