1998
Employer Salary Survey Highlights
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(See below for table interpretations.) |
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| Tables 1 - 3 | Annual Salaries by Level of Responsibility | |
| Table 4 | Annual Salaries by Industry | |
| Figure 1 | Job Classification Guide / Job Evaluation Guide |
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| Figure 2 | Annual Salaries of Eng., Geol., Geophs., by Year of Graduation - June 1998 | |
| Figure 3 | Mean Salaries by Year of Graduation and Level of Responsibility All Professions (Eng., Geol., Geoph.) - June 1998 | |
| Figure 4 | Mean Yearly Salaries of Engineers, Geologists & Geophysicists by Industry Type - June 1998 | |
| Figure 5 | Weekly Hours of Work - June 1998 | |
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. More than 60% of the employers offer some type of retirement plan. The average salary increase for all professions was 5%. Further information on other compensation will be made available through the 1998 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 1998 Value
of Professional Services booklet which will be available to members in November. Contact
the Calgary or Edmonton APEGGA office to request a copy.
- 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. (Survey results as reported in
Table 4 and in Figures 3, 4, & 5 should also be carefully
considered).
- 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.
- The salaries quoted are BASE salaries in effect as of June 1998. 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 (Q#, 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.