THE EMPLOYMENT AND INCOME SURVEY 2014 RESULTS

Transcription

1 THE EMPLOYMENT AND INCOME SURVEY RESULTS 1

2 Dear Members, Firstly I would like to thank all members who have taken the trouble and time to be candid and provide the information that has made this survey possible, and I m grateful for the work that has gone into preparing this report. This report covers the nature and type of employment, salaries and pay levels as well as changes to the nature and size of teams in both the public and private sectors. This is essential reading for both employers and employees within the profession, as well as useful indicators for students and those considering coming into the profession. Our understanding of the trends and changes to all aspects of our members employment is essential to help inform the Landscape Institute when prioritising and selecting our topics of work. The report identifies over 5 of all public sector teams have seen reductions in their team, department or organisation in the last 12 months. This provides a clear indication of where we need to focus our work. I worked in local Authorities for over 10 years and understand the important role they have in raising awareness and standards that need to be adhered to in planning submissions, as well as through the public authorities own works. Public sector Landscape Architects are central to providing the need and often the detailed briefs that yield much of the private sectors work. Only if we look after the Public Sector will we not see future downward trends in the private sector that thankfully look in rude health at present. In the private sector, there are signs of strong employment rates and indications of growth in the size of teams, departments or practices, and employee salaries. The highest number of members working in full-time and permanent positions in the last three years has been recorded, while unemployment is at its lowest point (1.5% of landscape professionals) in the last three years. It is positive to see so many landscape professionals in stable employment, and is hopefully a sign of future trends within the private sector of the profession. Noel Farrer President 2

3 Contents 1. Executive Summary Response rate 1.2 Headline Findings 2. Nature and mode of employment Employment Status Type 2.2 Full and part-time employment 2.3 Unemployment during the last 12 months Unemployment during the last 12 months: regional breakdown 2.4 Career breaks and working outside Landscape 2.5 Job level of Chartered Members 2.6 Areas of Practice 3. Current Salary for landscape professional Full time salaries Full time salary table Licentiates salaries Chartered members salaries Chartered members salaries and post-chartership experience Full-time salaries and Gender 3.2 Part-time Employees Salaries 3.3 Full and Part-time Salaries Salary and Gender 4. Salary Changes in the Landscape Industry Salary change in the last 12 months 4.2 Salary change by mode of employment 4.3 Salary change by type of employer 5. Changes to employers in the Landscape Industry Change of size in team, department or practice 6. Working Conditions Benefits and working hours 7. Respondent Profile Demographics 7.2 Location 3

4 1. Executive Summary The Landscape Institute Employment and Salary Survey ran from July 21 st to September 1 st. It was promoted to all LI members through a direct mail campaign, the News and Reviews newsletter, the news page of the LI website, tweets. 1.1 Response rate The survey received 869 completed responses from 4,732 members mailed. 595 respondents were CMLI (68.47%), 220 Licentiates (25.32%), 30 Students (3.45%), 18 Fellows (2.07%), 3 Academics (0.35%), and 3 Affiliates (0.35%). The survey gender profile showed a slightly greater proportion of male respondents (51.32%). The number of responses received as a proportion of the total LI membership provides a satisfactory sample size for the statistical purposes of this survey, with just under a +/-3% confidence interval (confidence level at 95%). We can be 95% certain that the sample size has given representative results for the whole membership, give or take a small percentage margin of statistical error. 1.2 Headline Findings - More people are employed in steady, stable employment. The survey recorded the highest number of members working in full-time (85.2%) and permanent positions (81.6%) for the last three years. Part-time employment has fallen (down to 13.9%). - Unemployment is at its lowest recorded level for the last three years. Only 1.5% of landscape professionals were unemployed at the time of the survey, compared to 4.5% in, and 3% in The majority of landscape professionals work in the private sector (73.8%) and of those, one in two work for an LI registered practice (57.8%). One in five members work in the public sector. - Part-time workers appear to be content with the hours they are working. Only 19% of women and 29% of males working part-time wish to increase their hours. This is the lowest recorded levels for males in the last three years. - Nearly half the landscape professional membership received a pay rise in the last 12 months. The number of members on the same salary has decreased since 2012 and, falling from 54% to 42.9%. - LI Registered Practice employees are the most likely landscape professionals to have had a pay increase in the last 12 months. Two in three at an LI registered practice reported a pay rise. - LI Registered Practices are most likely to be growing in team, department or practice size, while non LI-Registered Practices, their teams or departments are more likely to be the same size as one year ago. - Half of the members working in the public sector (51.1%) saw their team, department or practice decrease in size over the last 12 months. However, the percentage of members working the public sector has remained steady over the last three years, fluctuating only 0.3%. - There has been a strengthening of numbers of chartered members and licentiates within their most common earning bands. Collectively, two thirds of chartered members (61.5%) earn between 30,000-49,999, while ¾ of licentiates (75.7%) earn between 20,000 29, Chartered members earn higher salaries than licentiates, with the Chartered members commonly falling within the 30,000 39,000, while licentiates fall within the 20,000 24,999 band. These common bands remain the same as Male landscape professionals are more likely to earn higher salaries than female landscape professionals, even within the same employment level. One in two chartered, full-time male landscape professionals earn 40,000+, while one in two chartered, full-time female landscape professionals earn in the 30,000-39,999 bracket. No women are listed as earning 100K +. 4

5 2. Nature and Mode of Employment The survey asked a series of questions to establish whether members were working in the landscape profession, in what capacity they were employed and by whom, and whether they d experienced unemployment in the last year. 2.1 Employment Status The survey results show an increase in permanent employment and a decrease in unemployment levels. Unemployment levels are the lowest recorded for the last three years of the member survey. The number of members self-employed/freelancing, on temporary/contract work, employed outside of landscape, unemployed, retired, student, and on a career break are all recorded at levels lower than. In, the recorded permanent employment levels dropped from 76% in 2012 to 70.8% in, and all other areas rose (self-employment, temporary/contract, employed outside of landscape, unemployment, retired, student and career break). The opposite is noted in. Permanent employment levels have risen from 70.8% in, to 81.6%. All other options (self-employment etc) have lowered. Unemployment levels are at the lowest recorded level in the last three years. The number of members unemployed at the time of the survey was recorded at 3% in This rose to 4.5% in, and has dropped to 1.5% in. 9 Employment Status

6 Type The majority of members work in the private sector (73.3%), and of those, one in two members (57.8%) work for an LI registered practice. One in five members work in the public sector (21.5%). For the first time, the survey gathered two public sector employment types; Local authority and Other. The majority of LI members working in the public sector work for a local authority (16.3%) while a smaller percentage work for an Other type within the public sector (5.3%). The number of members working in LI registered private practices has risen to 57.8%, up from 52.6% in and 55.2% in The number of members working in the public sector has remained steady over the last three years, fluctuating by a total of 0.3%. Members working for non-li registered Private Practices and Academia have both decreased in size, down to 15.5% and 1% respectively Private Practice - LI reg Public sector Private Practice - not LI reg 3rd sector or voluntary Academia 2.2 Full and part-time employment The survey recorded the highest percentage of members working full-time in the last three years. A total of 85.2% of respondents are working full-time, up from 81% in, and 82% in Part-time work has decreased to 13.9%, from 18% in 2012, and Other has remained consistent with last year (0.9%) Full Time Part-time Other

7 Consistent with the last two years, many more women than men work part-time, with 24.4% of female respondents working part-time, compared to just 4.7% of male respondents. 95.3% of the male respondents work in full-time employment, and over ¾ (77.6%) of female respondents work full-time. When it comes to part-time workers, both males and females are commonly satisfied with the hours they work. Only 19% of women and 29% of males who work part-time wish to increase their hours. This is a marked drop on previous years for males, the number of which has halved since last year. The number of males working part-time who wish to increase their hours has halved since. People appear to be content with the hours they are working. Only 19% of women and 29% of males working part-time wish to increase their hours. This is the lowest recorded levels for males for the last three years, while the number of part-time females wishing for more work has increased from 1 in to 19% in. No Yes Male 71% 29% Female 82% 19% Male 6 Female 9 1 Male Female % 25% 2.3 Unemployment during the last 12 months The Licentiate grade experienced the highest number of unemployment at some stage between January and December. Just over 1/3 (31.4%) of Licentiates experienced unemployment at some stage last year, followed by Affiliates (2 out of 3 affiliate members), Students (6) and Fellows (11.1%). Only 9.1% of CMLI members experienced unemployment. Licentiates CMLI/FLI Licentiates 2012 CMLI/FLI 2012 Not unemployed Less than 3 months 4-6 months 6-12 months Unemployed (12+ months)

8 2.3.1 Unemployment during the last 12 months: regional breakdown Additionally, the highest rates of unemployment were experienced in the EU (outside the UK), East of England and East Midlands, where 41.7%, 26.1% and 21.2% of respondents in that area, respectively, experienced unemployment at some time during. Northern Ireland (1) and outside the EU (5.6%) recorded the lowest percentages. 2.4 Career breaks and working outside Landscape A total of 7 respondents are taking a career break, primarily (85.7%) because of family reasons. A smaller percentage (14.29%) is taking a break for further study. Only 15 people indicated they were working outside of landscape at the moment, the majority (6) reported lack of landscape opportunities as the cause of career change. Those remaining were split evenly between a change in career direction (2), and other (2). 2.5 Job level of Chartered Members Chartered members are commonly Prinicipal/Manager/Senior Landscape Architects, with 41% of respondents listing this as their title. This category is up 4% from last year. The next most common title for chartered members is Consultant/Officer/Advisor (21%), which is consistent with last year, followed by Associate/Senior Manager/Director/Head of Department (19%). Managing Graduate/Assistant Director/Partner/CE 1% O 14% Other 4% Associate/Senior Manager/Director/H ead of Department 19% Principal/Manager/S enior Landscape Architect 41% Consultant/Officer/ Advisor 21% 2.6 Areas of Practice The Landscape Institute has five Areas of Practice, the main broad spheres of practice in the landscape profession. Members were asked to tick all of the areas of practice that applied to them in order to gauge the broad range and combination of areas that landscape professionals engage in. The result is that landscape design is the most common area of practice, with 35.1% of respondents working in this category. Landscape Planning is the second most common (25%), and Urban Design is the third (21.7%). Landscape Management followed (14.4%), while Landscape Science was listed by a very small percentage (2.8%). 1% of respondents said that none of these areas of practice applied. Often respondents ticked multiple areas, indicating the combinations of skills and varying project involvement of landscape professionals. 8

9 3. Current Salary for landscape professionals 3.1 Full time salaries Full time salary table The most common salary bands for Chartered Members and Licentiates remain the same as 2012, with the Chartered members commonly falling within the 30,000 39,000, while licentiates fall within the 20,000 24,999 band. Chartered members commonly earn more than licentiates. Chartered Chartered Chartered 2012 Licentiate Licentiate Licentiate 2012 Under 10k 0.8% 1% 1% 0.5% 1% - 10,000-14,999 1% 1% 1% 1.6% 3% 2% 15,000-19, % 2% 1% 3.1% 11% 13% 20,000-24, % 6% 4% 47.9% 39% 32% 25,000-29, % 17% 27.8% 24% 33% 30,000-39, % 37% 14.4% 15% 13% 40,000-49, % 16% 16% 1.6% 5% 3% 50,000-59, % 7% 8% 1.6% 2% 1% 60,000-69, % 4% 5% - - 1% 70,000-79, % 2% 2% 0.5% - 1% 80,000-89,999 1% 1% 1% 0.5% ,000-99,999 1% 1% 1% k+ 3.9% 3% 3% 0.5% 1% Licentiates salaries The most common salary band for licentiates remains in the 20,000 24,999 band, with the number in this band growing 8.9% from last year. The percentage of licentiates in the bands ranging from under 10k 19,999 have fallen, while the percentages in 20,000 24,999 and 25,000 29,999 have grown by 8.9% and 3.8% respectively. Collectively, ¾ of licentiates (75.7%) earn between 20,000 29,

10 3.1.3 Chartered members salaries The most common salary for Chartered members remains in the 30,000 39,000 bracket, as it has been for the last three years. The percentage of members within the 25,000 29,999 bracket has fallen, and the higher brackets ( 30,000 39,999, 40,000 49,999) have grown from 4.9% and 3.6% respectively. This year shows a decreased proportion of members earning in the four lower salary bands (up to 30,000) and an increase in the 30,000 69,000 salary band sections. A decreased proportion of chartered members earn below 30,000, with this percentage falling 11% from 29% in to 18% this year. The percentage of chartered members earning in the higher salary bands of 50,000 59,999 and 60,000 69,999 have grown (1.1% and 0.6% respectively). Collectively, two thirds of chartered members (61.5%) earn between 30,000-49, % 35% 3 25% 2 15% 1 5% 2012 Salaries of chartered members year-on-year comparison For comparison, landscape professionals earn similar salaries to planning professionals and competitive salaries compared to architects. Town planners earn a similar average salary of 30-35,000, which has risen from 25-30,000 in 2011, according to the Planning Careers survey. Architects earn an average salary of 42,000, according to RIBA s Fees Bureau Earnings Survey Chartered members salaries and post-chartership experience As with the survey, this year s results show a strong correlation between the length of post-chartership experience and salary, and again unsurprisingly, the highest salaries are earned by those with the most Chartered-level experience. 1 of members with 20+ years experience earn more than 80,000, while only 1% of members with 0-5 years experience earn 80,000 or more. As with last year, there is something of a glass ceiling at the 30,000 39,999 salary bracket, with all levels of experience from 0 19 years experience falling most commonly in this band, although as experience levels rise, the percentage of members across the 40,000 and over salary bands increase. 10

11 Under 2 years 2-5 years 6-10 years years 20+ years Full-time Salaries and Gender Consistent with last year s results, 38% of Chartered members in full-time employment are women. This is 1% less than recorded last year. Again similar to last year, chartered women are underrepresented within the higher pay brackets. While both men and women most commonly earn between 30,000 39,999, the women are concentrated within this bracket, while more men are spread over the higher brackets. Half of the chartered women working full time earn within this pay bracket (53%), while just over a third of chartered men working full time (36%) earn within this pay bracket. There are more than double the percentage of men earning 50,000+ per year than women. A total of 27% of men earn over 50,000, while 11% of women earn above this amount. As the pay scale rises, the relative percentage of women also fall. While 12% of men earn 70,000 or more, only 2% of women earn above this amount. No women in are recorded as earning 100,000 or more, where as the percentages of men earning in this bracket has grown 2% from last year, up to 6.4% Men Women 11

12 ,000K+ 50,000-99,999 40,000-49,999 30,000-39,999 < 30,000 Men Men Women Women Compared to, more men are earning more this year. This years results show 50.8% of men are earning 40,000 or more, compared to last year. Additionally, 2% more men this year are earning 100,000+. This year, half of the chartered women are earning in the 30,000-39,999 bracket (52.5%), up from 39.8% in. 3.2 Part-time employees salaries Part-time licentiates salaries are spread across the salary bands under 39,999, whereas full-time licentiates cluster in the 20,000 29,999 salary bands. Part-time CMLI members are commonly spread across the salary bands under 49,999, clustering in the 30,000-39,999 band, while full-time CMLI members commonly earn 30,000-49,999, and reach up to 80,000+. These figures should be treated with caution, as respondents may have indicated their actual earnings rather than the equivalent full-time salary, so comparisons with full-time salaries may not be valid CMLI Part-time CMLI Full-time Licentiate Part-time Licentiate Full-time 12

13 3.3 Full and Part-time Salaries Salary and Gender This section brings together data for male and female landscape professionals working both part-time and fulltime, chartered and unchartered, to give an industry-wide overview. Licentiate women cluster in the under 30,000 salary bands, while Licentiate men also cluster in this band, but just over 2 also earn in the 30,000 39,999. The graph shows a steady spread of CMLI and FLI men in the 40,000 and above salary bands, while the percentage of women in these bands are about half that of men. CMLI, FLI women tend to fall in the salary bands 30,000-39,999 and under CMLI, FLI Men CMLI, FLI Women Licentiate Men Licentiate women The chart below sets out male and female landscape professionals working in the following classifications: Associate (Associate / Senior Manager / Director / Head of Department), Consultant (Consultant / Officer / Advisor), MD (Managing Director / Partner / CEO), and Principal (Principal / Manager / Senior Landscape Architect). This data set includes both part-time and full-time employees, CMLI, FLI and Licentiates. Across all the employment levels, male landscape professionals consistently have a higher percentage earning 40,000 and above salary bands. Only males earn over 100,000, shown in both the Associate and MD/CEO categories ,000K+ 50,000-99,999 40,000-49,999 30,000-39,999 < 30,000 13

14 4. Salary Changes in the Landscape Industry 4.1 Salary change in the last 12 months Overall, more members are getting paid more, and less members are getting paid less. Half the membership has received a pay rise in the last 12 months (49.5%). The number of members on the same salary has decreased since 2012 and, falling from 54% to 42.9%. The number of members who have had a decrease in salary is at a three-year low. Only 7.6% of members experienced some kind of pay cut, which is down from 14.2% in, and 18% in Increased (5% or more) Increased (up to 5%) About the same Decrease (by less than 5%) Decrease (5% or more) 4.2 Salary change by mode of employment One in two members employed in permanent, full-time roles received a pay increase in the last 12 months (54.7%). Permanent full-time landscape professionals are more likely than part-time employees (36%), or selfemployed/contract/freelance landscape professionals (28.9%) to receive a pay rise in the last 12 months. The latter two employment mode employees are likely to be on the same salaries as 12 months ago (46.9% and 55.3% respectively) Permanent full-time Self-employed/Contract Part-time 1 Increased (5% Increased (up or more) to 5%) About the same Decrease (Under 5%) Decrease (5% or more) 14

15 4.3 Salary change by type of employer The LI-registered practices employees reported the highest rate of salary increases, with 62.9% of members in these organisations reporting an increase in salary over the last 12 months, compared to 46.4% of members in non-registered practices who reported a salary increase. Members working in the public sector are likely to be on the same salary they were 12 months ago, with 70.5% of members reporting no change in salary over the last 12 months LI-registered practice Non-registered practice Public Salary change by type of employer 15

16 5. Changes to employers in the Landscape Industry 5.1 Change of size in department, practice or team Landscape professionals are reporting a pick-up in growth of teams, departments and practices. A total of 40.1% of members reported seeing a growth in size of their team, department or practice in the last year while 38% of members team, department or practice was the same size. For the first time in three years, more members reported seeing some growth than seeing their department or practice staying the same size. 5 45% 35% 3 25% 2 15% % Increased significantly Increased slightly About the same Decreased slightly Decreased significantly Total in change in size of team, department or practice LI Registered Practices are most likely to be growing in team, department or practice size, while Non LI- Registered Practices, their teams or departments are more likely to be the same size as one year ago. Half of the members working in the public sector (51.1%) saw their team, department or practice decrease in size over the last 12 months LI-registered practice Non-registered practice Public Change in size of team, department or practice by type of employer 16

17 6. Working Conditions 6.1 Benefits and working hours There has been a rise in people working overtime in the last year. The three member overtime categories measured (Under 5 hours, 6-10 hours, and 10+ hours) have all increased less than 1%, while the number of people not working overtime has fallen from 23.1% down to 20.5%. Four out of five members work overtime No Yes, under 5 hours Yes, 6-10 hours Yes, 10+ hours Hours worked each week in excess of contracted hours More members are receiving benefits this year. The percentages for member benefits across the board have all risen this year, with a major increase of members who are in a company pension scheme (rising from 36.1% in to 56.8%). One in 5 members receive no employee benefits (23%). The most common benefits across all member grades are pension, flexible working and health care Pension Flexible working Health Care Car Paid Overtime Subsidised meals Season Gym/other ticket loan facilities Employee benefits received comparison: Year on Year 17

18 Paid Overtime 4% Gym/other facilities 2% Season ticket loan 3% Subsidised meals 2% Car 6% None 14% Pension 34% Health Care 13% Flexible working 22% Employee benefits received, 18

19 7. Respondent Profile 7.1 Demographics Just over 7 of the respondents were chartered (either CMLI or Fellows), with 25.32% were Licentiates, 3.45% were Students, and equal amount of respondents were Academics and Affiliates (0.35%). This compares to the LI database statistics of 53.6% CMLIs, 1.5% Fellows, 19.3% Licentiates, 19.3% Students, 3.9% Retired, 0.9% Affiliates and 0.5% Academics. When comparing the two sets of data, the survey response rate shows a stronger response rate from CMLI, Fellows and Licentiates, which is logical as the salary survey is of direct benefit to their working life, and largely informs the survey summary and data comparison. The survey gender profile showed a slightly greater proportion of male respondents (51.32%), which is similar to the LI membership database gender split of 54.3% males and 45.7% females. 82% of respondents classified themselves as White British, 13.1% as White Other or White Irish, and 2% were Asian: Indian, Chinese, Mixed: White and Asian or another Asian ethnic group. The large majority of respondents (86.8%) have UK nationality, 9% come from within the EU and 3.2% hold non-eu nationality. Just under half of the respondents were aged between 36-55, and over a third of the respondents were aged between (36.4%). The average age of an LI member is 43.9 years of age according to the LI membership database CMLI Licentiates Students Fellows Academics Affiliates Respondent percentage by grade of membership, comparison - 19

20 % 11% 5% 36% 23% 24% Survey respondent age 7.2 Location The majority of respondents were from London (17%), followed by the South West (15%), and then the North West (11.9%). EU members outside the UK, Northern Ireland and Wales were the smallest groups of respondents. 18% 16% 14% 12% 1 8% 6% 4% 2% Location of respondents by LI Branch area. 20