national it & engineering compensation survey · to facilitate job matching, the questionnaire...

2016

National IT & Engineering Compensation Survey

MidAtlantic Employers' Association www.meainfo.org800-662-6238

National surveys produced by the EAA include:

National Business Trends Survey National Executive Compensation Survey National IT & Engineering Compensation Survey National Policies & Benefits Survey National Sales Compensation Survey National Wage & Salary Survey

2016 National IT & Engineering Compensation Survey

An Employer Associations of America (EAA) Sponsored Survey, coordinated by MRA – The Management Association in cooperation with employer associations nationwide.

Published: September 2016 Next Publication: September 2017

Confidential Survey Report This survey is provided with the understanding that the information will:

remain strictly confidential be restricted to authorized personnel only not be used in collective bargaining or grievance proceedings protect, completely, organizational identity

©2016 Employer Associations of America (EAA): All rights reserved. This survey is provided to the recipient to use as an internal compensation resource. Quotation from, or reproduction of, any part of the material contained in this survey, in any form or by any other means, without prior permission in writing from EAA or a survey co-sponsor named herein is prohibited.

2016 EAA National IT and Engineering Compensation Survey

Table of Contents

Page

Survey Information .............................................................................................................. i

Introduction .......................................................................................................................... i

Survey Method .................................................................................................................... ii

Using the Survey Data ......................................................................................................... ii

Definitions of Terms ............................................................................................................ iii

Participating Organizations ................................................................................................ v

Demographics ................................................................................................................. xviii

Jobs Index .................................................................................................................. xx-xxiv

Compensation Detail ................................................................................................... 1-350

Base Salary Increase for IT and Engineering Positions ........................................... 351-352


Survey Information

Data Effective Date May 1, 2016

Published September, 2016

Next Publication September, 2017

Number of Participating Companies 1,275

Number of Employees Reported 36,894

Introduction The EAA National IT & Engineering Compensation Survey presents total compensation data, with breakouts for base and variable pay, for two critical skilled segments of the workforce. Organizations with a market pricing strategy for recruiting, retaining, and compensating information technology and engineering professionals will find this data useful in positioning themselves in the competition for talent. In addition to total responses, positions include breakouts for region, industry, sales/operating or asset size, and employee count, allowing users to more closely match the market segment. As a survey that follows methods laid out in federal guidelines for alternative sources for prevailing wage information, this survey is open to all industries and all employers who are either members or are invited through membership promotion efforts. We are committed to growing participation in all business sectors in order to provide strong, unbiased compensation information for survey users. Participants include for-profit, non-profit and public employers of various sizes. We are pleased to offer you this report and hope you find the data useful in your compensation planning. A special thanks to all organizations who participated in the survey.


Survey Method

Links to the online questionnaire for this survey were emailed to designated contacts. If

submitted data appeared questionable, the data were confirmed with participants and/or excluded. To facilitate job matching, the questionnaire included position descriptions of each job surveyed. Those descriptions are included at the top of the corresponding compensation data page in this report.

Dominance Diffusion: When one or more reporting organizations dominate the statistic beyond the dominance threshold, a sophisticated algorithm has been used to adjust the statistic. This reduces the influence of the dominating organization’s data below the dominance threshold. The value is shown in italics.

Participants in the finance and insurance industry are classified based on asset size. Those organizations that are insurance brokers and third party administrators are classified with business/professional services.

Lines of data that do not have at least five organizations are suppressed to protect confidentiality. In addition, when there are less than five organizations, quartiles are suppressed.

Quartiles in this survey reflect the distribution of individual rates reported for each job. Total compensation statistics include all individual rates, whether or not an incentive was received.

Some data was collected in other local surveys and submitted in its raw form to supplement this report. Portions of the Hawaii, Colorado, Pennsylvania, and Washington data were submitted in this fashion. In all cases data represents individual employee rates and has been aged to the survey effective date.

This survey was conducted by MRA – The Management Association in cooperation with employer associations nationwide (listed in Participant Demographics section). Questions about this report should be directed to the coordinating association, MRA – The Management Association: 800-488-4845 or [email protected].

Using the Survey Data Many factors can affect the data reported and the results from year to year. Organizations close, change employment size, relocate, change philosophy, change management, or may be unable to participate each year. Mergers and acquisitions take place, and new organizations enter the marketplace and the survey. Therefore, survey-to-survey and year-to-year comparisons should be viewed in general rather than absolute terms. This is particularly true in these evolving economic times. EAA surveys may be used in advance of actual bargaining to determine your organization’s positions and alternatives, and as a reference during bargaining, but should be removed from any actual bargaining sessions. There is little to gain and much to lose by any direct use of, or reference to, this survey data in bargaining or in discussions with employees. Both legal and practical considerations are involved.


Definitions of Terms

# of Orgs Number of organizations matching the job

# of Emp Number of employee rates matching the job

# of FTE Summary by total employee count

Asset Size Summary by asset size for banking and insurance

Base Median The middle point in the distribution of individual employee rates

Base P25 (First Quartile) Rate in a ranked order of individual employee rates (low to high) equal to or less than the lowest 25% of rates

Base P75 (Third Quartile) Rate in a ranked order of individual employee rates (low to high) equal to or greater than the lowest 75% of rates

Base UnWtd Avg Simple average of each organization’s average base wage

Base Wtd Avg Simple average of each employee’s base wage

Variable Pay, Actual, # of Emp. Number of employees actually receiving a bonus in the last annual cycle

Variable Pay, Actual, # of Orgs Number of organizations actually paying a bonus in the last annual cycle

Variable Pay, Actual, Weighted Annual Avg. Simple average of each employee’s bonus paid (only if paid)

Variable Pay, Eligible # of Emp Number of employees eligible for a bonus

Variable Pay, Eligible # of Orgs Number of organizations indicating a job is eligible for a bonus

Variable Pay, Target # Orgs, Emp Org and Employee count for those with a bonus target


Variable Pay, Target, Wtd Avg % Weighted average target bonus at 100% of goal as a percent of base

Geographic Area Summary by state and region

Industry Summary of rates by industry

Profit Status Summary by profit status

Sales/Operating Summary by revenue or operating budget

Total Compensation, Median The middle point in the distribution of total compensation individual employee rates

Total Compensation, P25 (First Quartile) Rate in a ranked order of total compensation individual employee rates (low to high) equal to or less than the lowest 25% of total compensation rates

Total Compensation, P75 (Third Quartile) Rate in a ranked order of total compensation individual employee rates (low to high) equal to or greater than the lowest 75% of total compensation rates

Total Compensation, UnWtd Avg Simple average of each organization’s average total compensation (base + bonus)

Total Compensation, Wtd Avg Simple average of each employee’s annual cash compensation (base + bonus)

Total Responses Summary of all rates reported for a job

Industry of Respondents Count Percent Association Count PercentNatural Resources / Mining 25 2% AAIM Employers' Association (IL, MO) 48 4%Utilities 46 4% Associated Employers of Montana (MT) 10 1%Construction 23 2% Capital Associated Industries, Inc. (CAI) (NC) 78 6%Non-Durable Goods Manufacturing 139 11% Cascade Employers Association (OR) 76 6%Durable Goods Manufacturing 390 31% Employers Association Forum (FL) 6 0%Retail Trade 30 2% Employers Resource Association (OH) 13 1%Wholesale Trade 50 4% Employers Resource Council (ERC) (OH) 22 2%Transportation / Warehousing 18 1% Hawaii Employers Council (HI) 77 6%Information (Communication/Broadcasting) 18 1% Management Association (IL) 53 4%Financial Activities 82 6% Midatlantic Employers Association (PA) 46 4%Professional / Business Services 98 8% Mountain States Employers Council (CO) 382 30%Education Services 33 3% MRA - The Management Association (WI, MN, IL, IA) 464 36%Health Services 73 6% Total 1275 100%Social Services 23 2%Leisure / Hospitality Services 16 1%Services, not elsewhere classified 114 9%Public Administration 96 7%Did not provide* 1 0%Total 1275 100%

Corporate Sales Volume or Annual Operating Budget Under $25 Million 410 34%$25 to $99.9 Million 371 31%$100 to $249.9 Million 128 11%$250 Million and Over 143 12%Did not provide* 141 12%Total 1193 100%

Asset Size (Financial Activites)Under $100 Million 17 21%$100 to $199.9 Million 4 5%$200 to $499.9 Million 13 16%$500 Million to $1.999 Billion 12 14%$2 Billion and Over 5 6%Did not provide* 31 38%Total 82 100%

Number of Full-Time Employees1 to 99 Employees 433 34%100 to 499 Employees 600 47%500 to 999 Employees 103 8%1,000 or more Employees 139 11%Total 1275 100%

Profit StatusFor Profit 905 71%Not For Profit 228 18%Public Sector 138 11%Did not provide* 4 0%Total 1275 100%

Participant Demographics

*Note, not all participants provided full demographics. This is reflected in the “Did not provide” categories above. In the compensation data pages that follow, data is reported only in the demographic lines that were actually reported and excluded from those that were not provided.


Participant DemographicsRegion and State Count Percent Region and State Count Percent(The region & state that the job resides in. The counts represent the number of employees.)Central Plains 1142 3% Mountain States 9383 25%

Iowa 348 1% Arizona 33 0%Kansas 8 0% Colorado 7180 19%Missouri 697 2% Idaho 0 0%Nebraska 2 0% Montana 192 1%North Dakota 42 0% New Mexico 3 0%South Dakota 45 0% Utah 1960 5%

Great Lakes 10869 29% Wyoming 15 0%Illinois 1595 4% New England 237 1%Indiana 30 0% Maine 1 0%Michigan 137 1% Massachusetts 152 1%Minnesota 3333 9% New Hampshire 71 0%Ohio 812 2% Rhode Island 13 0%Wisconsin 4962 13% Vermont 0 0%

Lower Southeast 457 1% Pacific Northwest 386 1%Alabama 16 0% Alaska 2 0%Florida 255 1% Oregon 286 1%Georgia 170 0% Washington 98 0%Mississippi 16 0% Pacific Southwest 2475 7%

Middle Atlantic 434 1% California 212 1%Connecticut 76 0% Hawaii 2258 6%Delaware 0 0% Nevada 5 0%Maryland 7 0% South Central 185 1%New Jersey 73 0% Arkansas 13 0%New York 5 0% Louisiana 2 0%Pennsylvania 273 1% Oklahoma 13 0%

Middle Southeast 11326 31% Texas 157 1%Kentucky 64 0% Total 36894 100%North Carolina 10875 29%South Carolina 143 1%Tennessee 213 1%Virginia 30 0%Washington DC 0 0%West Virginia 1 0%


Job Family

Job Code Title Page #

10101 Aeronautical/ Aerospace Engineer I (Associate) (Insufficient data)10102 Aeronautical/ Aerospace Engineer II (Experienced) 110103 Aeronautical/ Aerospace Engineer III (Senior) (Insufficient data)10104 Aeronautical/ Aerospace Engineer IV (Principal) (Insufficient data)10105 Aeronautical/ Aerospace Engineer V Senior Principal) 3

10111 Chemical Engineer I (Associate) (Insufficient data)10112 Chemical Engineer II (Experienced) 510113 Chemical Engineer III (Senior) 710114 Chemical Engineer IV (Principal) 910115 Chemical Engineer V (Senior Principal) 11

10121 Chemist I 1310122 Chemist II 1510123 Chemist III 1710124 Chemist IV 19

10131 Civil Engineer I (Associate) 2110132 Civil Engineer II (EIT) 2310133 Civil Engineer III (PE) 2510134 Civil Engineer IV (PE) (Principal) 2710135 Civil Engineer V (PE) (Senior Principal) 2910136 Civil Engineering Manager 31

10141 Design Engineering Technician I (Entry) 3310142 Design Engineering Technician II (Experienced) 3510143 Design Engineering Technician III (Advanced) 3710144 Designer (Non-Degreed Engineer) 3910145 Senior Designer (Non-Degreed Engineer) 4110151 Design Engineer I (Associate) 4310152 Design Engineer II (Experienced) 4510153 Design Engineer III (Senior) 4710154 Design Engineer IV (Principal) 4910155 Design Engineer V (Senior Principal) 5110159 Engineering Project Manager (R&D) 5310161 Design Engineering Manager 55

10171 Technical Writer I 5710172 Technical Writer II 5910173 Technical Writer III 6110181 Drafting Supervisor 6310182 Drafting and Documentation Manager 65

10191 Electrical/ Electronics Engineer I (Associate) 6710192 Electrical/ Electronics Engineer II (Experienced) 6910193 Electrical/ Electronics Engineer III (Senior) 7110194 Electrical/ Electronics Engineer IV (Principal) 7310195 Electrical/ Electronics Engineer V (Senior Principal) 75

Document

Electrical/ Electronics Engineering

Job Index

Aeronautical/ Aerospace Engineering

Chemical Engineering

Chemist

Civil Engineering

Design Engineering


Job Family


Job Index

10201 Generic Engineer I (Associate) 7710202 Generic Engineer II (Experienced) 7910203 Generic Engineer III (Senior) 8110204 Generic Engineer IV (Principal) 8310205 Generic Engineer V (Senior Principal) 85

10211 Industrial Engineer I (Associate) 8710212 Industrial Engineer II (Experienced) 8910213 Industrial Engineer III (Senior) 9110214 Industrial Engineer IV (Principal) 9310215 Industrial Engineer V (Senior Principal) 95

10221 Mechanical Engineer I (Associate) 9710222 Mechanical Engineer II (Experienced) 9910223 Mechanical Engineer III (Senior) 10110224 Mechanical Engineer IV (Principal) 10310225 Mechanical Engineer V (Senior Principal) 105

10231 CNC Programmer I 10710232 CNC Programmer II (Advanced) 10910235 Methods & Process Technician I (Entry) 11110236 Methods & Process Technician II (Experienced) 11310237 Methods & Process Technician III (Advanced) 11510241 Six Sigma Master Black Belt 11710242 Continuous Improvement / Lean Coordinator 11910243 Manager of Lean Enterprise 12110244 Top Management of Lean Enterprise 12310251 Manufacturing / Process Engineer I (Associate) 12510252 Manufacturing / Process Engineer II (Experienced) 12710253 Manufacturing / Process Engineer III (Senior) 12910254 Manufacturing / Process Engineer IV (Principal) 13110255 Manufacturing / Process Engineer V (Senior Principal) 13310261 Manufacturing Engineering Manager 135

10271 Laboratory/Test Technician I (Entry) 13710272 Laboratory/Test Technician II (Experienced) 13910273 Laboratory/Test Technician III (Advanced) 14110275 Quality / Test Engineer I (Associate) 14310276 Quality / Test Engineer II (Experienced) 14510277 Quality / Test Engineer III (Senior) 14710278 Quality / Test Engineer IV (Principal) 14910279 Quality / Test Engineer V (Senior Principal) 151

10281 Sales / Applications Engineer I (Associate) 15310282 Sales / Applications Engineer II (Experienced) 15510283 Sales / Applications Engineer III (Senior) 15710284 Sales / Applications Engineer IV (Principal) 15910285 Sales / Applications Engineer IV (Senior Principal) 161

Quality / Test Engineering

Sales / Applications Engineering

Generic Engineering

Industrial Engineering

Mechanical Engineering

Manufacturing / Process Engineering


Job Family


Job Index

10291 Software Engineer I (Associate) 16310292 Software Engineer II (Experienced) 16510293 Software Engineer III (Senior) 16710294 Software Engineer IV (Principal) 16910295 Software Engineer V (Senior Principal) 171

10301 Engineering Supervisor 17310305 Director of Engineering 17510311 Vice President of Engineering 177

11101 Chief Information Officer (CIO) 17911103 IT Director 18111105 IT Manager (Single Location) 18311106 IT Manager (Corporate Organizations) 18511108 IT Project Manager 187

11111 Business Analyst I (Entry) 18911112 Business Analyst II (Intermediate) 19111113 Business Analyst III (Advanced) 19311114 Business Analyst IV (Principal) 19511121 ERP Business Analyst I (Entry) 19711122 ERP Business Analyst II (Experienced) 19911123 ERP Business Analyst III (Advanced) 20111124 ERP Business Analyst IV (Principal) 20311131 ERP Programming Analyst I (Entry) 20511132 ERP Programming Analyst II (Experienced) 20711133 ERP Programming Analyst III (Advanced) 20911134 ERP Programming Analyst IV (Principal) 21111135 ERP Project/Programming Analyst Manager 213

11139 Data Warehousing Administrator 21511141 Data Entry Supervisor 21711143 Data Security Analyst 21911144 Data Security Manager 22111151 Database Administrator 22311152 Database Analyst II (Experienced) 22511153 Database Analyst III (Advanced) 22711154 Database Analyst IV (Principal) 22911155 Database Manager 231

11171 Human Resources Information Systems Analyst I 23311172 Human Resources Information Systems Analyst II 23511173 Human Resources Information Systems Manager 237

11177 Computer Technician I (Entry) 23911178 Computer Technician II (Experienced) 24111179 Computer Technician III (Advanced) 243

Database Administration

Human Resources Information Systems Analyst

Maintenance

Software Engineering

Engineering Management

IT Management

Business Analyst


Job Family


Job Index

11181 Network Engineer I (Entry) 24511182 Network Engineer II (Experienced) 24711183 Network Engineer III (Advanced) 24911185 Systems Administrator 25111187 Unix Administrator, Senior 25311188 Network Administrator 25511189 LAN Administrator/Manager (Single Facility) 25711190 WAN Administrator/Manager 25911191 LAN/WAN Analyst II (Experienced) 26111192 LAN/WAN Analyst III (Advanced) 263

11195 Computer Operator I (Entry) 26511196 Computer Operator II (Experienced) 26711197 Computer Operator III (Advanced) 26911201 Computer Operations Supervisor 27111202 Computer Operations Manager 27311205 Operating Systems Programmer I (Entry) 27511206 Operating Systems Programmer II (Experienced) 27711207 Operating Systems Programmer III (Advanced) 27911208 Operating Systems Programming Supervisor 28111209 Manager, Computer Operations and Operating Systems Programming 283

11211 Application Developer / Programmer I (Entry) 28511212 Application Developer / Programmer II (Experienced) 28711213 Application Developer / Programmer III (Advanced) 28911214 Application Developer / Programmer IV (Principal) 29111215 Application Developer / Programmer Manager 293

11221 Application Programming Analyst I (Entry) 29511222 Application Programming Analyst II (Experienced) 29711223 Application Programming Analyst III (Advanced) 29911224 Application Programming Analyst IV (Principal) 30111225 Application Programming Analyst Manager 303

11226 Manager Application Systems Analysis/Programming and Operating Systems Programming 305

11232 Telecommunications Technician II (Experienced) 30711233 Telecommunications Technician III (Advanced) 30911236 Telecommunications Programmer/ Systems Analyst I (Entry) (Insufficient data)11237 Telecommunications Programmer/ Systems Analyst II (Experienced) 31111238 Telecommunications Programmer/ Systems Analyst III (Advanced) 31311241 Telecommunications Operations Manager, Data and Voice Communications 31511242 Director of Telecommunications Services 317

11251 Help Desk I (Entry) 31911252 Help Desk II (Experienced) 32111253 Help Desk III (Advanced) 32311255 Help Desk Manager 32511262 PC Specialist 32711263 Technical Support Analyst 32911265 Technology Trainer 331

Systems Analysis / Programming

Overall Programming/System Analyst Management

Telecommunication

User Support

Network

Operating Systems

Applications Developer/Programmer


Job Family


Job Index

11271 Web Administrator 33311272 Webmaster 33511273 Web Content Administrator 33711275 Web Graphics Designer I 33911276 Web Graphics Designer II 34111281 Web Software Developer I (Entry) 34311282 Web Software Developer II (Experienced) 34511283 Web Software Developer III (Advanced) 34711284 Web Software Developer IV (Principal) 349

Web


Total Responses 16 43 $91,646 $96,105 $88,183 $95,186 $102,531 11 27 11 27 $17,238 8 24 18.9% $102,829 $106,778 $96,477 $109,294 $117,105-2 - - - - -

Industry -1 - - - - -

Natural Resources / Mining 4 7 - - - - - 4 7 4 7 - 4 7 - - - - - -

Non-Durable Goods Manufacturing 6 24 $95,806 $98,125 $91,377 $100,313 $102,734 5 18 5 18 $13,266 4 17 - $104,892 $106,844 $100,366 $109,056 $113,295

Durable Goods Manufacturing 5 11 $85,986 $87,400 $76,456 $87,212 $100,013 2 2 2 2 - 0 0 - $88,491 $89,488 $78,506 $93,482 $100,438

Professional / Business Services 1 1 - - - - - 0 0 0 0 0 0 - - - - - --2 - - - - -

Sales/Operating -1 - - - - -

Under $25 Million 1 1 - - - - - 0 0 0 0 0 0 - - - - - -

$25 to $99.9 Million 2 2 - - - - - 1 1 1 1 - 0 0 - - - - - -

$100 to $249.9 Million 4 6 - - - - - 4 6 4 6 - 2 4 - - - - - -

$250 Million and Over 3 24 - - - - - 2 14 2 14 - 2 14 - - - - - --2 - - - - -

Asset Size -1 - - - - -

-2 - - - - -

# of FTE -1 - - - - -

1 to 99 Employees 3 3 - - - - - 1 1 1 1 - 1 1 - - - - - -

100 to 499 Employees 8 13 $94,013 $96,844 $85,726 $96,999 $106,888 6 9 6 9 $19,668 4 7 - $108,153 $109,374 $93,881 $116,846 $121,324

500 to 999 Employees 1 1 - - - - - 1 1 1 1 - 0 0 - - - - - -

1,000 or more Employees 4 26 - - - - - 3 16 3 16 - 3 16 - - - - - --2 - - - - -

Profit Status -1 - - - - -

For Profit 16 43 $91,646 $96,105 $88,183 $95,186 $102,531 11 27 11 27 $17,238 8 24 18.9% $102,829 $106,778 $96,477 $109,294 $117,105

(10113) Chemical Engineer III (Senior)2016 EAA National IT and Engineering Compensation Survey

Third of five levels of chemical engineering. Design chemical plant equipment and devise processes for manufacturing chemicals and products, such as gasoline, synthetic rubber, plastics, detergents, cement, paper, and pulp, by applying principles and technology of chemistry, physics, and engineering. The job typically requires an engineering degree and 3+ years of experience or a master's degree and 1+ years of experience. Work primarily is involved with the development or improvement of actual products or designs. Work may include creation of previously non-existent products or modification of existing products, including product line extensions. Work includes selection and testing of materials, ingredients or components that will be suitable for the product. Work may include responding to a customer request for a particular product or design. The typical cycle includes conceptualizing, developing prototypes, testing and perfecting designs. This is a senior level position and it may be a career level for many engineers. These engineers demonstrate creativity and ingenuity in applying engineering principles and practices. They are able to draw solutions from a wider range of experience. They are generally more proficient at solving problems in a timely manner. Assignments are broad in nature. They work under minimal supervision and are responsible for defining technical approaches to projects. They may act as lead on some projects and guide lower level engineers and technicians.

# of Orgs

# of Emp Un-Wtd Avg Wtd Avg P25 Median P75

# of Emp P25 Median

# of Emp

Base Pay Variable Pay

# of Orgs

# of Orgs

Wtd Annual Avg P75

# of Emp

Total Compensation

Eligible Actual

Wtd Avg %

Target

Wtd AvgUn-Wtd Avg# of

Orgs

-2 - - - - -

Geographic Area -1 - - - - -

New England 1 1 - - - - - 0 0 0 0 0 0 - - - - - -

Massachusetts 1 1 - - - - - 0 0 0 0 0 0 - - - - - -

Middle Atlantic 1 2 - - - - - 1 2 1 2 - 1 2 - - - - - -

Connecticut 1 2 - - - - - 1 2 1 2 - 1 2 - - - - - -

Middle Southeast 3 13 - - - - - 2 12 2 12 - 1 11 - - - - - -

Kentucky 1 1 - - - - - 0 0 0 0 0 0 - - - - - -

North Carolina 2 4 - - - - - 2 4 2 4 - 1 3 - - - - - -

South Carolina 1 8 - - - - - 1 8 1 8 - 1 8 - - - - - -

Lower Southeast 2 3 - - - - - 1 2 1 2 - 1 2 - - - - - -

Georgia 1 1 - - - - - 0 0 0 0 0 0 - - - - - -

Mississippi 1 2 - - - - - 1 2 1 2 - 1 2 - - - - - -

Great Lakes 6 7 $87,124 $88,432 $76,779 $87,372 $99,385 4 4 4 4 - 2 2 - $92,181 $93,789 $78,854 $94,823 $109,534

Minnesota 1 1 - - - - - 0 0 0 0 0 0 - - - - - -

Wisconsin 5 6 $89,160 $89,851 $78,637 $88,206 $101,913 4 4 4 4 - 2 2 - $95,230 $96,044 $80,315 $99,027 $110,453

Mountain States 7 16 $92,930 $96,608 $84,609 $95,618 $109,711 4 7 4 7 - 4 7 - $108,916 $107,631 $91,444 $112,849 $120,963

Colorado 4 5 - - - - - 3 4 3 4 - 3 4 - - - - - -

Utah 3 11 - - - - - 1 3 1 3 - 1 3 - - - - - -

Pacific Southwest 1 1 - - - - - 0 0 0 0 0 0 - - - - - -

California 1 1 - - - - - 0 0 0 0 0 0 - - - - - --2 - - - - -

Vendor -1 - - - - -

-2 - - - - -

2016 EAA National IT and Engineering Compensation Survey(10113) Chemical Engineer III (Senior)

Third of five levels of chemical engineering. Design chemical plant equipment and devise processes for manufacturing chemicals and products, such as gasoline, synthetic rubber, plastics, detergents, cement, paper, and pulp, by applying principles and technology of chemistry, physics, and engineering. The job typically requires an engineering degree and 3+ years of experience or a master's degree and 1+ years of experience. Work primarily is involved with the development or improvement of actual products or designs. Work may include creation of previously non-existent products or modification of existing products, including product line extensions. Work includes selection and testing of materials, ingredients or components that will be suitable for the product. Work may include responding to a customer request for a particular product or design. The typical cycle includes conceptualizing, developing prototypes, testing and perfecting designs. This is a senior level position and it may be a career level for many engineers. These engineers demonstrate creativity and ingenuity in applying engineering principles and practices. They are able to draw solutions from a wider range of experience. They are generally more proficient at solving problems in a timely manner. Assignments are broad in nature. They work under minimal supervision and are responsible for defining technical approaches to projects. They may act as lead on some projects and guide lower level engineers and technicians.

# of Orgs

# of Emp

Base Pay Variable Pay Total Compensation

Un-Wtd Avg Wtd Avg P25 Median P75

Eligible Actual Target

# of Orgs

# of Emp

# of Orgs

# of Emp Un-Wtd Avg Wtd Avg P25 Median P75

Wtd Annual Avg

# of Orgs

# of Emp

Wtd Avg %

national it & engineering compensation survey · to facilitate job matching, the questionnaire...

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