The Salary Survey of Estonian Employers and Employees, Spring-Summer 2013, The Salary Information Agency, OÜ Tark Tööandja
Transcript of Estonian salary survey_demo
1. The Salary Survey of Estonian Employers and Employees Demo
version Spring 2013
2. The Salary Information Agency specialises in: Salaries
offered by employers by occupation Employees salary expectations by
occupation Reward and benefit packages by job group Comparison of
remuneration systems Salary adjustments and forecasts, and their
causes Application of smart work arrangements The Salary
Information Agency organises: Employers and Employees Salary
Surveys Interpretation and analysis of salary statistics Round
tables, seminars and conferences Advice to employers and employees
on matters of salary and work organisation Publications: salary
survey reports, compilations of articles Unique Evolving and
engaging Representative Reliable Quick and immediate Sound methods
Participant-friendly Smart investment The Agency's mission is to
generate useful information for employers to help them create
competitive remuneration packages and for employees to develop
adequate salary expectations. Activities of the Agency
3. Salary surveys of employers and employees We use a similar
method to survey employers, employees and job seekers Surveys are
conducted twice a year - on April and October salaries Employers
are asked about gross salaries and salary components Employees are
asked about net salaries in specific months and salary expectations
in desired jobs We use the International Standard Classification of
Occupations (ISCO) The current survey is the fifth of its kind in
Estonia (the first one took place in spring 2011) 350 employers
expressed interest in participating 283 actually took part,
additional 20 completed the online questionnaire only 9227
employees and job seekers took part For the first time, this spring
survey covers Latvia and Lithuania 243 employers and 7488 employees
contributed from Latvia 179 employers and 3163 employees
contributed from Lithuania
4. Publications available from the Salary Information Agency
Report name Description Date of publication Price (EUR) Price for
participants (EUR) The Salary Survey Report on the Baltic States
The Salary Survey Report on the Baltic States contains the
conclusions of employers and employees salary surveys from all
three countries. 1.08.2013 790 590 Employers and Employees Salary
Survey Country Report (Estonia, Latvia, Lithuania separately) The
report contains comparative conclusions of Employers Salary Survey
and Employees' and Job Seekers Salary Survey for each country:
basic salary adjustments and employers forecasts for adjustments,
reasons behind adjustments, employees gross salary adjustments,
changes in labour demand and how organisations react to these
changes, work organisation and working conditions in organisations,
employers and employees views on work organisation and working
conditions, forms of employee representation and employees
participation in these representations, salaries in April 2013
(statistical average, median, 1st and 3rd quartiles, 10th and 90th
percentiles), including salary components and employees salary
expectations, in 30 job sectors. 1.07.2013 390 195 The Employers
Salary Survey Report The report contains the conclusions of the
Employers' Salary Survey in each country: basic salary adjustments,
forecasts and reasons for adjustments, changes in labour demand and
how organisations react to these changes, work organisation and
working conditions in organisations, forms of employee
representation, salaries in April (statistical average, median, 1st
and 3rd quartiles, 10th and 90th percentiles), including salary
components, in 30 job sectors. 1.07.2013 250 150/0* Participant
Report for Employer Similarly to the Employers Salary Survey Report
this report contains summaries of basic salary adjustments, work
organisation and other related topics, as well as average salaries
(statistical average, median, 1st and 3rd quartile, 10th and 90th
percentile) by occupation in April 2013 in those sectors that the
particular participant submitted salary data about. If the
participant submitted data for more than two job sectors, the
Employers Salary Survey Report will be free of charge for them.
1.07.2013 not available 0 Sector report on employers and employees
salary survey outcomes The report contains a short summary of the
main conclusions of the salary surveys, and April 2013 salaries in
one sector (eg manufacturing, transport, trade etc.) of the
relevant country, incl. salary components and employees salary
expectations. 1.07.2013 150 75
5. PROFILE OF SURVEY RESPONDENTS The Employers Salary
Survey
6. Number of respondents 283 243 179 0 50 100 150 200 250 300
Estonia Latvia Lithuania Employers 9227 7488 3163 0 1000 2000 3000
4000 5000 6000 7000 8000 9000 10000 Estonia Latvia Lithuania
Employees 6
7. Need for relevant salary information 1% 23% 47% 25% 0% 5%
23% 45% 26% 4% 3% 0% 10% 20% 30% 40% 50% Never require relevant
salary market information Very rarely once a year Rarely once a
quarter Regularly once a month Often - once a week Very often daily
Need for salary information Spring 2013 Autumn 2012 80% 31% 3% 4%
19% 78% 25% 3% 2% 8% 0% 50% 100% Official statistics Fontes salary
survey Hay Groups salary survey Mercers salary survey Other Sources
used for salary market information Spring 2013 Autumn 2012
8. 0% 5% 10% 15% 20% 25% 30% Agriculture, forestry and fishing
Mining and quarrying Manufacturing Electricity, gas, steam and air
conditioning Water collection, treatment and supply Construction
Wholesale and retail trade Transportation and storage Accommodation
and food service activities Information and communication Financial
and insurance activities Real estate activities Professional,
scientific and technical activities Administrative and support
service activities Public administration and defence, Education
Human health and social work activities Arts, entertainment and
recreation Other service activities Other Spring 2013 Autumn 2012
Spring 2012 Responding organisations by economic activity
9. 0% 5% 10% 15% 20% 25% 30% 35% 1-9 employees 10-19 employees
20-49 employees 50-99 employees 100-249 employees 250-499 employees
more than 500 employees Spring 2013 Autumn 2012 Kevad 2012
Responding organisations by employee range
10. 0% 10% 20% 30% 40% 50% 60% 70% Harju county ... Tallinn
Hiiu county Ida-Viru county Jgeva county Jrva county Lne county
Lne-Viru county Plva county Prnu county Rapla county Saare county
Tartu county Valga county Viljandi county Vru county Spring 2013
Autumn 2012 42% 36% 26% 14% 85% 0%20%40%60%80%100% Only in Tallinn
or Harju country Harjumaa and Tallinn and foreign countries Outside
Tallinn and Harju country Estonia and foreign countries Only
Estonia Spring 2013 Autumn 2012 Spring 2012 Respondents region of
activity
11. PROFILE OF SURVEY RESPONDENTS The Employees Salary
Survey
12. 0% 5% 10% 15% 20% Construction and real estate Energy,
electricity and electronics Representative organisations and other
Finance and accounting Education and training Humanities and the
creative sector Information and telecommunication Information
workers Personal services Management and business services Mining
Environmental protection and waste Clerical and administrative work
Protective and emergency services Earth and engineering sciences
Accommodation and food service Sales and marketing Banking and
insurance Human resources and employment Cleaning works
Agriculture, forestry and fishing Advertising and PR State and
public administration Social work and welfare Sports, culture and
leisure Health care and medicine Transportation, storage and
logistics Industry and manufacturing Law Spring 2013 Autumn 2012
Area of work
13. 0% 5% 10% 15% 20% 25% Construction and real estate Energy,
electricity and electronics Representative organisations and other
Finance and accounting Education and training Humanities and the
creative sector Information and telecommunication Information
workers Personal services Management and business services Mining
Environmental protection and waste Clerical and administrative work
Protective and emergency services Earth and engineering sciences
Accommodation and food service Sales and marketing Banking and
insurance Human resources and employment Cleaning works
Agriculture, forestry and fishing Advertising and PR State and
public administration Social work and welfare Sports, culture and
leisure Health care and medicine Transportation, storage and
logistics Industry and manufacturing Law Kevad 2013 Sgis 2012
Desired area of work
14. 4% 75% 8% 1% 1% 8% 0% 1% 1% 3% 5% 3% 0% 20% 40% 60% 80%
Entrepreneur Full-time salaried employee Part-time salaried
employee Apprentice Voluntary worker Studying at school or
Conscript Pensioner On parental leave Registered unemployed Do not
work or study Labour status Spring 2013 Autumn 2012 17% 11% 16% 14%
15% 9% 18% 0% 5% 10% 15% 20% 1-9 employees 10-19 employees 20-49
employees 50-99 employees 100-249 employees 250-499 employees more
than 500 employees Number of employees in current workplace Spring
2013 Labour status and size of organisation where respondent
works
15. 0% 19% 18% 18% 13% 15% 12% 2% 3% 0% 0% 5% 10% 15% 20% 25%
Doctoral degree Masters degree Bachelors degree Vocational higher
education Post-secondary vocational education General secondary
education Vocational secondary education Vocational education after
basic education Basic education Less than basic education Education
Spring 2013 Autumn 2012 19% 43% 0% 5% 1% 1% 1% 3% 1% 5% 2% 1% 12%
1% 2% 1% 0% 10% 20% 30% 40% 50% Harju county ... Tallinn Hiiu
county Ida-Viru county Jgeva county Jrva county Lne county Lne-Viru
county Plva county Prnu county Rapla county Saare county Tartu
county Valga county Viljandi county Vru county Place of residence
Spring 2013 Autumn 2012 Place of residence and education
16. 64% 36% 61% 39% 0% 10% 20% 30% 40% 50% 60% 70% Female Male
Gender Autumn 2012 Spring 2013 0% 9% 33% 28% 21% 9% 1% 0%0% 11% 38%
25% 18% 8% 1% 0% 0% 5% 10% 15% 20% 25% 30% 35% 40% 15 or younger
16-24 25-34 35-44 45-54 55-64 65-74 75 or older Age Autumn 2012
Spring 2013 Gender and age
17. CHANGES IN BASIC SALARIES The Employers Salary Survey
18. Share of respondents who had not changed and did not plan
to change basic salaries Share of respondents who had raised basic
salaries and average rises during the previous 6 months (Nov 2012
Apr 2013) Share of respondents who were planning to raise basic
salaries and average planned rises in the following 6 months
(MayOct 2013) Employees impacted by pay adjustments (%) Reasons
behind salary changes during the previous 6 months (%) Reasons
behind salary changes scheduled for the following 6 months Slides
in the full version of the Salary Survey Report
19. NET SALARY CHANGES The Employees Salary Survey
20. Slides in the full version of the Salary Survey Report
Changes in net salary Apr 2012 Apr 2013, share of respondents (%)
Average rise in net salary Apr 2012 Apr 2013 Net salary changes Apr
2012 Apr 2013, by occupation group Average rise in net salary Apr
2012 Apr 2013, by occupation group of respondents Net salary
changes Apr 2012 Apr 2013, share of respondents by size of
employers organisation Changes in net salary Apr 2012 Apr 2013,
share of respondents by gender Changes in net salary Apr 2012 Apr
2013, share of respondents by age group Changes in net salary Apr
2012 Apr 2013, share of respondents by level of education Changes
in net salary Apr 2012 Apr 2013, share of respondents by place of
residence
21. LABOUR MARKET SITUATION
22. 0 100 200 300 400 500 600 700 800 900 15-24 years old 25-49
years old 50-74 years old 20-64 years old 2000 y. Population census
Before 2011. y. Population Census Calculation bases on 2011.y.
Population Census Prognoses fo 2025. y. Demographic situation
Source: Statistics Estonia, presentation by economist Maris Lauri
on 21 June 2013 Statistics - population
23. Employed, thousands Unemployed, thousands Inactive persons,
thousands Population 31.12.2011 - employed Population 31.11.2011 -
unemployed Population 31.11.2011 - inactive persons 0 100 200 300
400 500 600 700 1997Iqv IIIqv 1998Iqv IIIqv 1999Iqv IIIqv 2000Iqv
IIIqv 2001Iqv IIIqv 2002Iqv IIIqv 2003Iqv IIIqv 2004Iqv IIIqv
2005Iqv IIIqv 2006Iqv IIIqv 2007Iqv IIIqv 2008Iqv IIIqv 2009Iqv
IIIqv 2010Iqv IIIqv 2011Iqv IIIqv 2012Iqv IIIqv 2013Iqv Labour
status by labour force survey and 2011 Population Census Source:
Statistics Estonia, Social life, Labour market Statistics labour
market - 55 thousand - 10 thousand +7 thousand
24. 0 20 40 60 80 100 120 140 160 Unemployed persons by
duration of unemployment ..24 months or longer 12-24 months 6-11
months Less than 6 months Source: Statistics Estonia
25. Statistics labour turnover 0 1 2 3 4 5 6 7 8 9 10 2008 I qv
II qv III qv IV qv 2009 I qv II qv III qv IV qv 2010 I qv II qv III
qv IV qv 2011 I qv II qv III qv IV qv 2012 I qv II qv III qv IV qv
2013 I qv Labour turnover Rate of engaged employees, % Rate of left
employees, % Rate of dismissed employees, % Rate of job vacancies,
% Source: Statistics Estonia
26. Statistics vacances 0 1000 2000 3000 4000 5000 6000 7000
8000 9000 10000 jaan.03 mai.03 sept.03 jaan.04 mai.04 sept.04
jaan.05 mai.05 sept.05 jaan.06 mai.06 sept.06 jaan.07 mai.07
sept.07 jaan.08 mai.08 sept.08 jaan.09 mai.09 sept.09 jaan.10
mai.10 sept.10 jaan.11 mai.11 sept.11 jaan.12 mai.12 sept.12
jaan.13 mai.13 Vacances at the end of months Source: The Estonian
Unemployment Insurance Fund
27. 0 200000 400000 600000 800000 1000000 1200000 1400000
1600000 0 50000 100000 150000 200000 250000 300000 350000 400000
450000 500000 Personnelexpences Personsemployed Number of persons
employed and personnel expences 2001 I qv 2013 I qv Number of
persons employed Personnel expences (wages and salaries, social
security costs), thousand euros Source: Statistics Estonia,
Financial statistics of enterprises
28. 0 10000 20000 30000 40000 50000 60000 0 500 1000 1500 2000
2500 3000 3500 4000 4500 2006 I qv II qv 06 III qv 06 IV qv 06 2007
I qv II qv 07 III qv 07 IV qv 07 2008 I qv II qv 08 III qv 08 IV qv
08 2009 I qv II qv 09 III qv 09 IV qv 09 2010 I qv II qv 10 III qv
10 IV qv 10 2011 I qv II qv 11 III qv 11 IV qv 11 2012 I qv II qv
12 III qv 12 IV qv 12 I qv 13 1-9employees 10andmoreemployees
Number of entreprises 10-19 employees 20-49 employees 50-99
employees 100 and more employees 1-9 employees Source: Statistics
Estonia, Financial statistics of enterprises
31. Job seeking activities Job seekers by labour status and
area of activity Job seekers by occupation group and by years in
service Job seekers by size of current employers organisation Job
seekers by gender, age group and level of education Slides in the
full version of the Salary Survey Report
32. CHANGES IN LABOUR DEMAND & ASSESSMENT OF LABOUR MARKET
SITUATION The Employers Salary Survey
33. Changes in labour demand share of respondents who need
additional people Changes in labour demand by economic activity
Changes in labour demand by size of organisation Labour demand
forecast Employers assessment of labour market situation Dealing
with labour shortage Slides in the full version of the Salary
Survey Report
34. WORK ORGANISATION Sponsored by Microsoft
35. 7% 20% 15% 20% 33% 32% 33% 43% 4% 8% 10% 16% 18% 21% 26%
37% 0% 20% 40% 60% 80% 100% I can greatly influence my pay. I can
influence the criteria used to assess my work performance. I can
decide where I work and how and when I get there. I can organise my
own working hours, fixed hours are not enforced. I have a say in
setting my work and performance targets and deadlines. I can plan
my own work process and when I do what. I can choose myself how to
do my work and what methods and techniques I use. Independence in
organising my work is important to me. Autonomy in work
organisation 4- agree 5- strongly agree Work organisation employees
views
36. 34% 19% 23% 28% 10% 23% 25% 54% 0% 20% 40% 60% 80% 100%
Employees have a say in setting work and performance targets and
deadlines. Employees can manage their own working hours, fixed
hours are not enforced. Employees can plan their own work process
and when they do what. Employees can choose how they do their work
and what methods and techniques they use. Employees can decide when
they need to come in and how and when they get there. Employees can
influence the criteria used to assess their work performance.
Employees can greatly influence their pay. Employees' independence
in organising their work forms an important part of our
organisation's work culture. Autonomy in work organisation 3 true
for office workers depending on the nature of their job 4 true only
in case of managers and top professionals 5 true for most employees
Work organisation employers views
37. 29% 33% 32% 29% 37% 44% 39% 14% 14% 15% 18% 21% 37% 49% 0%
20% 40% 60% 80% 100% Our organisation and/or department is well
managed. I am satisfied with my work organisation. My work
environment fully supports achieving the best performance. My job
offers me professional development. Work organisation in my current
job suits well with my personal lifestyle. I feel that I am trusted
at work. I have good relations with my colleagues. Working
conditions and environment 4- agree 5- strongly agree Work
organisation employees views
38. 45% 51% 47% 47% 44% 51% 49% 7% 20% 25% 33% 36% 38% 40% 0%
20% 40% 60% 80% 100% Work organisation takes into account employees
personal lifestyles (studies, family etc.). Our employees have
opportunities to develop professionally. The relations between our
employees are good. We trust our employees. Our work environment is
fully supportive of achieving the best performance. Our
organisation and/or department is well managed. Our organisation
has the best possible work organisation. Working conditions and
environment 4 - agree 5 - strongly agree Work organisation
employers views
39. 20% 35% 38% 39% 51% 51% 36% 38% 43% 5% 15% 17% 17% 29% 29%
30% 31% 36% 0% 20% 40% 60% 80% 100% Allowing teleworking damages
team work and causes tension due to unfairness. Teleworking at home
presents various risks for the employee responsibility for their
work equipment and covering the costs related to working at home.
Many employees lack sufficient self-discipline and sense of
responsibility to work independently. In order for flexible working
to be successful it would have to be a natural part of the
organisation's work culture and not just an individually agreed
exception. Employees are better motivated and more efficient when
they have more say in their work organisation. Flexible working
makes it more difficult to keep work and private life apart. If the
nature of the work does not require fixed hours in the office then
it is pointless to enforce it. Organisations that offer flexible
working, including teleworking, are more attractive as employers.
Managers should spend more time on assessing performance rather
than enforcing fixed working hours. Pros and cons of flexible work
organisation 4- agree 5- strongly agree Work organisation employees
views
40. 24% 16% 21% 26% 41% 43% 47% 38% 32% 4% 7% 8% 10% 19% 21%
25% 43% 57% 0% 20% 40% 60% 80% 100% The majority of employees
cannot be trusted with managing their own work organisation as they
lack sufficient self-discipline and sense of responsibility.
Allowing teleworking damages team work and causes tension due to a
sense of unfairness. Allowing teleworking presents various risks
for the employer, such as security risk, health and safety risk and
loss of assets risk. Allowing flexible work organisation makes
people and work process management significantly more complex.
Giving employees more autonomy allows managers more time to deal
with organisational matters instead of checking adherence to fixed
working hours. Offering flexible working, including teleworking,
improves the employers reputation, which in turn helps to recruit
better candidates. Giving employees more freedom and responsibility
to organise their own work improves their motivation and
performance. In order for flexible work organisation to be
successful it would have to be a natural part of the organisation's
work culture and not just an individually agreed exception. With
non-manual employees it is more important to assess their
performance rather than enforce fixed working hours. Pros and cons
of flexible work organisation 4 - agree 5 - strongly agree Work
organisation employers views
41. GROSS WAGES AND SALARIES The Employers Salary Survey
42. Slides in the full version of the Salary Survey Report
Average gross wages for 223 occupations Comprehensive pay reports
for 75 individual occupations Gross monthly salary ranges
(quartiles 25, 75; percentiles 10, 90; median) Internal pay
differences in organisations Basic pay and variable pay 1510 2850
1330 2190 Gross monthly salary range Lowest 73% Average 100%
Highest 142% Internal pay differences 88% 12% Share of base pay and
variable pay in salary Variable pay Base pay
43. EMPLOYEE MOVEMENT AND SALARY EXPECTATIONS The Employees
Salary Survey
44. Existing job and desired job movement of employees Existing
net pay and desired pay for 320 occupations Desired pay by gender,
age, educational level, etc. (on request) Slides in the full
version of the Salary Survey Report 1000 800 900 2000 2000 2000 900
660 800 1550 1500 1450