Salary & Benefits Survey 2009 Methodology In January 2009, more than 25,900 members of the Hays Energy and Energy Institute databases were emailed questions for the salary and benefits. The survey was also made accessible via the Hays Energy and Energy Institute websites. Between 6th-23rd January, 1,555 respondents completed the survey, which comprised 21 questions pertaining to general demographics, employment conditions (including pay and benefits/bonuses) and future employment expectations and plans. Summary Overall, the respondents we surveyed reflect a positive view of the energy industry: respondents tended to be well educated, well remunerated, satisfied with their employers and optimistic about the future. Key findings a) Respondent profile Q1. The vast majority of respondents both originated from and continued to work in the UK. More than 29% of those from the UK were from London and the South East, and 42% currently worked within this region. The second most common origin/location of respondents was Scotland: 17% of respondents were Scottish and more than one in five currently work in Scotland. In terms of age of respondent, they were evenly split between those under 45 and those over 45, with nearly a third of respondents (30%) between 46-55 years of age. Only 3% each were either younger than 25 years of age or older than 65. The overwhelming majority (87%) of our respondents were male. Our respondents were highly educated, with more than two-thirds being at least degree-educated, and 43% having obtained a Masters degree or doctorate. More than a third of our respondents worked in the oil and gas (upstream) sector, followed by oil and gas (mid and downstream), and energy demand/efficiency. More than a quarter (28%) of respondents were in middle management/supervisory roles, while the next biggest group (23%) comprised consultants or advisors. A substantial proportion (17%) worked in very senior roles: senior management, director or VP level. By far the largest group of respondents worked in engineering (35%), followed by general business, commerce, planning and/or compliance (14%) and project management (12%) roles. Among the engineers, a fifth were engaged in energy engineering, while nearly as many were mechanical engineers. More than a tenth each were petroleum, electrical, building services or process/chemical engineers. Q2. Q3. Q4. Q5. Q6. Q7. Q8. Key findings b) Employment conditions / benefits Q9/10. Our respondents were well remunerated: over half (54%) earned more than £50,000pa, and 17% reported salaries of more than £100,000 pa. In the previous year, more than a quarter (27%) had received pay rises valued at more than 5%, although a greater proportion (29%) received pay rises of less than 3%. A fifth (19%) had not received any salary increase in the previous year. Q11/12. Two in five respondents received no bonus in the previous year, while among those who did, the majority were worth less than 10% of their annual salaries. Nonetheless, one in ten enjoyed bonuses worth more than 20% of their annual salaries. Respondents were fairly optimistic about next year: while 37% said that they were not expecting to receive a bonus, an equal number said they were, and a further 17% were unsure but optimistic that they would. Q13. The benefits offered to employees are fairly in line with those that they value: the benefit that is both highest-rated and highest-valued is a pension, followed by generous annual leave. Other highly valued benefits include flexible working, health insurance and performance-related bonuses. More than a third (38%) of respondents report a good work-life balance, and only 16% say it is poor. Q14. c) Future employment expectations and plans Q15. Around one of three (30%) respondents do not expect to change jobs in the foreseeable future, while nearly a fifth (18%) say they will likely move within the next 6 months. Looking to retirement plans, the clear majority (70%) do not see retirement anytime in the near future, although 6% plan to retire in the next 6 months. Q16/17. Around half of our respondents (49%) cited the pursuit of a new challenge as the factor that would likely motivate them to take on their next role, while a quarter would be motivated by the prospect of a higher salary. More than half (56%) of respondents said that if their employer addressed the issue compelling them to seek new work, they would stay where they were. Only 6% said they would leave regardless, indicating that overall our respondents were satisfied with their employers. Q18. Q19. Indeed, 86% of respondents said they would likely recommend their employer, a very positive reflection on the industry. The energy industry seems to attract adventure-seekers: three out of five respondents said that the potential for travel was an important factor in their decision to enter the industry.
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