VRCA_HAYS Salary Guide 2016

EMPLOYERS DEMAND “QUALITY” CANDIDATESDESPITE SHALLOW TALENT POOLThe 2016 VRCA Salary Guide

hays.ca

2016 VRCA Salary Guide | Page 1

CONTENTS

About the Guide 1About Hays 1British Columbia Market Update 2 Letter from the VRCA President 3About the VRCA 4About the Respondents 5

Key Findings BC Job Market 7 Employers look beyond BC for needed talent 8 Employer challenge: Quality over quantity 9 Benefits a key differentiator 10 Recommendations for 2016 11

Compensation General Construction 13 Road Building & Heavy Construction 15 Mechanical & Electrical Contracting 17 Speciality Trade Contracting 19 Business Development & Accounting 21

ABOUT THE GUIDEThe VRCA Salary Guide provides a cross section of average salaries, with a minimum-typical-maximum range for construction management professionals as well as an overview of some of the trends from the industry. We have sourced the information in the guide from:

1. Hays current market knowledge of placements in British Columbia in 2015 and 2016.

2. Qualitative and quantitative data gathered in 2016 in a confidential survey sent to member companies in the VRCA and Hays clients in the construction sector.

The salary ranges are exclusive of any additional bonuses, compensation or benefits which are documented separately. Other factors such as personal work experience, individual performance and company discretion will obviously influence actual salaries. Figures on percentage changes in salary over the past year are based on self-reported data from the survey.

ABOUT HAYSHays Construction & Property places permanent, contract and temporary candidates in positions in Construction & Development, Architecture & Interior Design, Civil, Structural & Environmental Engineering, Mechanical & Electrical, and Property & Facilities Management.

Our consultants manage a sophisticated network of contacts and develop and maintain an in-depth knowledge of their disciplines. This helps us quickly and effectively identify and evaluate candidates, many of whom are referred to us by trusted sources.

Hays Construction & Property is a division of Hays. Our team also services the recruitment needs for industry sectors including: Accounting & Finance, Financial Services, Human Resources, Information Technology, Manufacturing & Logistics, Legal, Life Sciences, Office Support, Oil & Gas, Procurement, Resources & Mining and Sales & Marketing.

You can be confident that we can source the niche skills required to fill a role in every professional discipline - cost effectively and efficiently.

Russell [email protected](604) 648 4284


Construction is a major driver in the Vancouver economy. Building permits in BC have reached levels higher than 2007 for the first time since then. The sector drives more than eight per cent (8.1%) of the province’s GDP1 and employs 10 per cent of the workforce. With over $81 billion worth of construction projects currently underway in BC the impact the sector has on the province as a whole cannot be overstated.

THE MARKETHousing starts remain just above average and despite much talk in the media of a potential housing bubble there appear no signs of a slowdown in the residential market. Land constraints and pricing issues in the Lower Mainland mean the primary housing type being developed continues to be condominiums and this is unlikely to change in the next few years. As a result, professionals with experience working on high-rise condominium projects remain in high demand, but Vancouver employers must compete with other centres across Canada for these skilled workers. We are also seeing many single family homes along major transit corridors being replaced by four to six story wood frame multifamily properties, resulting in wood frame specialists also being highly sought-after.

IMPACT ON SALARIESSalaries remain steady, with modest growth expected for high-demand skill sets. Where employers plan to increase salaries across the board most will look to match inflation.

THE PROJECTSSome major P3 projects are gaining steam, including the Women’s and Children’s Hospital in Vancouver where construction is on-going, and work starting soon on the Site C dam in Northern BC. These major projects will further strain available construction labour in Vancouver and throughout BC. Considerable spending on Vancouver infrastructure upgrades will start this spring, and this sector is likely to see increasing work over the next few years as federal and provincial governments investment drives activity.

THE PEOPLEProject managers and superintendents with high-rise experience continue to be thein demand from both general contractors and sub-trades such as mechanical and electrical. Cross-sector demand means these candidates often have multiple options to consider. Competition for such professionals is becoming increasingly competitive, thus we are seeing upward pressure on base salaries and many employers looking at incentives such as company cars, extra vacation, and professional development to attract the candidates they need.

We’re still seeing demand for skilled trades such as journeyman mechanics and electricians, although this has eased a little from previous years as trades people from the oil and gas sector look for new opportunities outside Alberta. However, some BC employers are hesitant to hire from this group due to concerns that they will return to the oil fields as soon as the market rebounds. These professionals should be willing to demonstrate their commitment to embracing a new role and region, and be prepared to compromise on salary as most employers in the BC market are not able to match the compensation typically available from the oil and gas sector in Alberta.

Employers need to differentiate themselves in the market to compete for talent. When candidates have multiple offers, the key factors that will influence their decision are salary, benefits, company reputation, and long-term career opportunities. Only one company can pay the highest salary, so set your company apart with a solid value proposition of why candidates should work for you. Candidates want to work for progressive organizations that see the value in technology, and that have potential internal career paths that could allow them to progress in their careers without changing employers.

When considering a career move, take time to determine your priorities and long-term goals so when you are considering an employment opportunity you ensure the position you accept aligns with the life you want to live. This might mean choosing career progression or extra vacation time over salary, if that will enable you to achieve other life goals. For experienced professionals, we suggest finding opportunities to mentor junior staff. This will increase your visibility in the organization and is an opportunity to help shape the future leaders of your company, and your industry. Less-experienced workers should look for ways to diversify their experience by working on different types and levels of projects moving between sectors, or taking on new responsibilities.

Russell CarnleySenior Manager - VancouverHays Construction and Property

1. British Columbia Ministry of Finance 2015 Financial and Economic Review

BRITISH COLUMBIA MARKET UPDATE


LETTER FROM THE VRCA PRESIDENT

The importance of the construction industry to BC’s economy cannot be overstated. The $15 billion industry generates 8 per cent of the province’s wealth and employs more than 200,000 workers, making it BC’s largest employer.

The increasingly globalized and competitive business environment, tight labour market and advances in knowledge and technology are creating new pressures for employers in the construction industry to innovate in order to differentiate, improve their reputation and attract and retain talent.

It’s in this context that the Vancouver Regional Construction Association (VRCA) is delighted to present the 2016 Salary Guide.

The 2016-2025 Construction and Maintenance Looking Forward1 forecast recently issued by Buildforce Canada notes that BC’s construction industry is currently in a growth phase with new infrastructure projects and energy development leading investment. This growth activity will bolster BC’s construction workforce to new record highs in 2018 and 2019 such that employers will need to mobilize now to recruit and train workers to be able to meet demand.

This is where the VRCA and its industry partners can assist, for example:

• The 2016 Salary Guide, coupled with the 2016 BC Construction Industry Survey on Trades Wages and Salaries2 recently issued by the BC Construction Association and certain industry partners, are invaluable resources to help employers attract and retain talent.

• The BCCA Employee Benefit Program has been developed specifically for the construction industry and can be tailored to meet an employer’s needs.• The BC Construction Association’s Skilled Trades Employment Program (STEP) and Integrating Newcomers (IN) programs match employers and

employees.• The VRCA’s Education Program provides a range of classroom and online courses, many of which are Gold Seal certified, that address the professional

development needs of the industry. In particular, the 2016 Construction Leadership Forum3 in Whistler, May 6-7, is tailored specifically to meet the needs of the industry’s middle managers, and will expose delegates to inspiring leaders and thought-provoking discussions on industry issues, innovation, technology and best practices, so that they are equipped for the future.

If you’d like to learn more about the above resources, please reach out to me directly at [email protected].

We’d like to thank Hays Specialist Recruiting for their continued partnership and commitment to helping us develop the 2016 Salary Guide. The data presented was gathered via a confidential survey issued to VRCA members and partner organizations and includes input from the Hays team. The content presented is for benchmarking purposes only and is not intended to raise, lower, stabilize or otherwise affect process, fees, terms or other aspects of compensation.

Thank you to all those who participated in the process!

Fiona FamulakPresidentVancouver Regional Construction Association

1 BuildForce Canada, Construction and Maintenance Looking Forward British Columbia, 2016-20252 2016 BC Construction Industry Survey on Trades Wages and Salaries3 2016 Construction Leadership Forum, http://www.vrca.bc.ca/conference/default.aspx


2016 VRCA Salary Guide | Page 22016 VRCA Salary Guide | Page 3 2016 VRCA Salary Guide | Page 4

ABOUT THE VRCAWith close to 700 members, VRCA is BC’s largest and most inclusive regional construction association, representing union and non-union, general and trade contractors, manufacturers, suppliers and professionals who service the construction industry throughout the Lower Mainland from Hope to Whistler.

Why Join the VRCA? VRCA is passionate about helping its members succeed in today’s increasingly challenging and competitive market. Our role is to provide our members with the resources they need to be productive, competitive and, most importantly, profitable over the long-term.

• Arm your team members with the professional development they need to boost their knowledge, enhance technical skills, and develop their career path in the construction industry.

• Make meaningful industry contacts through a broad range of networking opportunities.

• Via BidCentral, our online Planroom, get access to pre bid data and project opportunities, including project descriptions, planholder lists and listings of specifications, addenda, and blueprints.

• Be assured that VRCA, working with its members, identifies issues affecting the construction industry and represents members’ interests at the local, provincial and national levels of government.

For more information, please contact Suzanne Martin, Manager, Member Experience, at [email protected].

5%

7%

10%

16%

85%

Northern Interior

Southern Interior

Vancouver Island

Fraser Valley

Lower Mainland

84%

11%

1% 3% 1%

1-56-1011-1516-2020+


ABOUT THE RESPONDENTS

Hays and the VRCA would like to thank all those who took the time to participate in our survey. We believe the growing number of participants is a strong indication of the value and quality of our document.

Where in British Columbia (BC) is the company located?

What is the company’s primary business?

How many offices does the company have in Canada?

How many offices does the company have in BC?

How many employees are in the company?

6%

17%

26%

61%

Road Building & Heavy Construction

Mechanical & Electrical Contracting

Other Specialty Trade Contracting

General Construction

39%

21%

14%

13%

12%

1%

11-50 employees101-500 employees2-10 employees51-100 employees501+ employeesIndependent consultant

95%

2%1% 1%1%

1-56-1011-1516-2020+

11-50 employees

101-500 employees

2-10 employees

51-100 employees

501+ employees

Independent consultant

1-5

6-10

11-15

16-20

20+

1-5

6-10

11-15

16-20

20+

39%

21%

14%

13%

12%

1%

84%

12%

3% 1%1%

95%

1%1%2% 1%


KEY FINDINGS

31%

27%

33%

20%

65%

73%

56%

70%

4%

11%

10%





Superintendent/Management

None

Project Management

Other

Estimation

Accounting

Business Development

2%

23%

33%

22%

30%

73%

67%

67%

60%

4%

11%

10%






BC JOB MARKETConstruction boom continues but cross-sector skills shortage challenges BC employers

With most employers (67%) expecting the economy to positively affect business in 2016, it’s likely the candidate-short market will continue for the foreseeable future, and three-quarters (74%) intend to hire in 2016. The most common candidates sought are superintendents, project managers and project coordinators, with one-third of employers currently looking for these experts.

Two-thirds (65%) of Vancouver construction employers say they are facing moderate to extreme hiring difficulties. This is down from 69 per cent reported in 2015, but indicates the industry is still struggling to find the candidates they need.

Based on the last 12 months, rank the level of skill shortages in your sector

In the upcoming year, rank the expected skill shortages in your sector

Extreme/Significant Skills Shortage

Moderate/Some Skills Shortage

No Skills Shortage

Extreme/Significant Skills Shortage

Moderate/Some Skills Shortage

No Skills Shortage

Candidates sought in 2016

69%

61%

59%

plan to hire at least onesuperintendent

plan to hire at least oneproject coordinator

plan to hire at least one project manager

Over the last year, how has the overall economy affected business?

Positively

No affect

Negatively

65%

10%

25%

In the next 12 months, how do you expect the overall economy to affect business?

Positively

No affect

Negatively

67%

12%

21%

16%

In which area are you currently recruiting?

14%

5%

32%

26%

5%


In the upcoming year, rank the expected skill shortages in your sector


EMPLOYERS LOOK OUTSIDE BC TO SOLVE SKILL SHORTAGE

Career progression remains biggest retention challenge

Many employers are recruiting from outside BC, with 37 per cent saying they hired from other provinces in 2015, and 14 per cent hiring internationally. Looking ahead, 69 per cent expect to hire inter-provincially in 2016, and 23 per cent expect to find candidates outside Canada.

Career progression remains the biggest retention challenge for employers, with 45 per cent identifying it as the main motivator for people leaving the company. About half of the employers surveyed have a succession plan in place, which is higher than the rates reported in the national Hays Canada Salary Guide, indicating that BC’s construction employers are taking more action than other provinces to improve internal career planning. However, of those without a current succession plan, only 28 per cent say it is very or extremely likely that a plan will be implemented in the next 12 months.

of BC construction employers say a moderate to extreme skills shortage is affecting the industry.

Employers look beyond BC to solve skills shortage

65% say they are likely to hire from outside the province in 2016.

69% of BC construction employers do not have a succession plan.

19% of Vancouver construction management personnel are more than 50 years old. This will challenge the industry as these leaders begin to retire in the next five to 10 years.

Looming retirement boom will challenge succession plans

52%

What is the most challenging position to recruit for?

Superintendent/Management

Estimation

Project Management

Senior to Executive Management

Other

42%

21%

14%

9%

Superintendent/ManagementEstimationProject ManagementSenior to Executive ManagementOther

21%

9%

14%

5%

42%

What do you think is the main motivator for people leaving the company?

Career Progression

Salary

Other

Retirement

Professional Development

45%

21%

17%

12%5%

Career Progression

Salary

Other

Retirement

Professional Development

21%

12%

17%

5%

45%


EMPLOYER CHALLENGE: QUALITY OVER QUANTITY

81 per cent of employers say “quality” of candidates is a major recruitment issue, while just half say that it is the number of candidates in the market that is the challenge.

TRAITS OF A “QUALITY” CANDIDATE

Junior level (0-5 years)Technical knowledge, cross-functional/cross-sector experience, attitude, willingness to learn, flexibility

Mid-level (3-10 years)Commercial understanding, problem solving, initiative, ability to delegate, willingness and ability to mentor junior staff

High-level (8-15+ years)Strategic planning, leadership skills, business development, client relationship management, risk analysis, reporting

All levelsCommunication and interpersonal skills, passion for industry

*based on the DNA of a VP of Construction report and Hays expert experience in the market

2%

14%

14%

21%

28%

56%

81%

Company reputation

Lack of internal resources

We don't have recruitment challenges

Competition from other regions

Salary levels

Number of skilled candidates entering the industry

Quality of available candidates

What are the main recruitment challenges currently faced by the company?

33%

26%

21%

12%

5%2%

2%

Referrals from staffExternal Job BoardOtherRecruitment AgencyOwn Job BoardRecruitment EventsUnsure

How does your company recruit?

Referrals from staff

External Job Board

Other

Recruitment Agency

Own Job Board

Recruitment Events

Unsure

26%

12%

5%

2%

21%

2%

33%

Many employers (33%) are relying on employee referrals to recruit top candidates. This can be effective, however, it is an ad hoc approach to sourcing talent.

Employers need to look beyond their employee networks, building networks through channels such as social media. By investing in your candidate network today, you will have a large available talent pool in the coming years.

One positive sign that employers are being proactive to overcome this challenge is the increase in employers offering training and certification support.

This increased by 20 percentage points year-on-year, with 93 per cent of employers saying they now offer training as part of their employee benefits, compared to 73 per cent last year. Training is a vital way to create your own internal candidates with the skills and experience you need.

2%

Despite the shallow talent pool, employers do not want to compromise on the skills and experience that a quality candidate brings to a role. Different traits make a candidate more valuable at different levels so prioritize the “must-have” skills when recruiting, and consider what training you can implement to bring employees up to the required level.

Build your own quality candidates

14%

14%

21%

28%

56%

81%


Top benefits by company type

of employers offer three weeks vacation to employees with less than five years experience.

give five weeks vacation to those with more than five years experience.

77%

19%

93% of employers offer training and professional development support

68% of employers support employee memberships to associations

Tangible benefits to attract and retain

BENEFITS A KEY DIFFERENTIATOR IN TOUGH TALENT MARKET

Extended health benefits are now a non-negotiable part of a benefits package, and we are also seeing employers add to their offerings to create more attractive total compensation packages. An increase in the number of employers offering individual performance bonuses, up seven percentage points from 2015, shows construction leaders are being strategic about increasing compensation by tying payroll costs to results.

Total compensation packages become increasingly competitive to attract top candidates.

of construction professionals are very or extremely satisfied with their benefits package.

59%

Employee benefits offered by the company 2015 vs. 2016

0% 20% 40% 60% 80% 100%

Onsite childcare

Extended parental benefits

Other

Hiring bonus/incentive

Pension plan (non-matching)

Transit subsidy

Share incentives

Gym membership

Paid overtime

Ability to work from home

Access to event season tickets/corporate box

More than 10 days of vacation (for new hires)

Time off in lieu

Pension/RRSP contribution/matching

Flexible work hours

Company car/car allowance

Onsite parking/parking subsidy

Memberships

Individual performance-related bonus

Training and/or certification support

Extended health benefits

2016

2015

of construction professionals say vacation is the most important benefit.

34%


100% Extended health benefits

96%

85%

78%

59%

Training and certification

Memberships

Individual performance bonus


Roadbuilding & Heavy Construction


91%

81%

78%

74%


Pension/RRSP contribution





100%

89%

67%

56%



Pension/RRSP contribution


Other Specialty Trades


81%

78%

78%

67%



Flexible work hours



HAYS RECOMMENDS

Attract the best talent with a strong employer brand

Get ahead of the skill shortage with strategic training programs

Retain your teams with a well communicated succession plan

In a competitive hiring market employers need to stand out. You need to understand and communicate your company’s employer value proposition – why would top candidates want to work for you? Share this in job ads, on social media, and with your employees to make sure the candidates you need know what you have to offer.

Many employers are already investing in training and development, which is a positive sign that the industry is being proactive about addressing the lack of “quality” candidates. Be strategic about where you spend your training dollars. Assess what skills are missing from your team and implement programs that directly address those areas. Candidates and employees are looking for opportunities for growth so leverage your training programs as an attraction and retention tool to get the most from the investment.

Less than half (48%) of employers have a succession plan in place, yet career progression is considered the biggest reason for attrition. Introduce a succession plan and share the relevant parts with your employees as a keystone of your retention strategy. Long-term career opportunities and being able to demonstrate a range of possible internal career paths and future projects they can work on will not only keep them engaged, but also act as a recruitment tool.

EMPLOYER INSIGHTS

Sell your skills to get employer attention

Accelerate career growth by seeking training opportunities

Find or become a mentor to raise your professional profile

Employers want candidates with the right combination of technical skills, industry experience and soft skills. Structure your resume to emphasize the in-demand skills and traits you possess, and demonstrate not only what makes you suitable for the role you’re applying for, but why you could be a future leader in the organization.

Don’t wait for learning opportunities to come to you – seek out new projects, formal training, and stretch assignments to speed up your career progression. At every stage of your career there will be an area of improvement or a specific skill set you will need to learn before you can progress. Look ahead at the job you want in the next three to five years and challenge yourself to gain the skills you need to take it on and succeed.

The Hays DNA of a VP of Construction found that 74 per cent of construction leaders had a mentor at some point in their career. Look for a mentor who can help guide you through the different career obstacles and who will advocate for you. If you’re a manager or above, consider also becoming a mentor. Not only can you help guide future leaders, but staying connected with junior construction professionals will make you a better leader by keeping you in touch with the issues affecting different levels within the industry.

JOB SEEKER INSIGHTS


COMPENSATION

Salary ranges shown are exclusive of any additional bonuses, compensation or benefits which are discussed separately. Salaries are in Canadian dollars (thousands, annual gross). Other factors such as personal work experience and individual performance influence actual salaries.

The data presented is for informational purposes only and is not intended to raise, lower, stabilize or otherwise affect prices, fees, terms or other aspects of compensation.



Minimum Typical Maximum % change of salary levels 2016 vs 2015 (average)

VICE PRESIDENT, OPERATIONS MANAGERDepartment head. Has senior Project Manager(s) reporting to this position. Responsible for a number of projects concurrently. Responsible for all aspects of Project Management including internal allocation of staff/projects and Financial Reporting. Accountable for the profitability of the department.

Large Sized General Contractor $140,000 - $149,999 $180,000 - $189,999 Greater than $250,000

1.3%Medium Sized General Contractor $110,000 - $119,999 $180,000 - $189,999 Greater than $250,000

Small Sized General Contractor $110,000 - $119,999 $170,000 - $179,999 Greater than $250,000

PROJECT MANAGEROverall responsibility for assigned projects including programming and contract management. Can be based on site or in the office. Superintendent and/or Project Coordinators may report to the Project Manager.

Projects $40m+ Less than $90,000 $110,000 - $119,999 $130,000 - $139,999

1.4%Projects $10m - $40m $90,000 - $99,999 $110,000 - $119,999 $130,000 - $139,999

Projects under $10m $90,000 - $99,999 $110,000 - $119,999 $130,000 - $139,999

PROJECT COORDINATORUsually assigned to a specific project. Responsible for contract administration, RFIs and change-order management. Reports to a Senior Project Manager.

Projects $40m+ $50,000 - $54,999 $75,000 - $79,999 $80,000 - $89,999

1.7%Projects $10m - $40m $50,000 - $54,999 $65,000 - $69,999 $80,000 - $89,999

Projects under $10m $50,000 - $54,999 $65,000 - $69,999 $75,000 - $79,999

CHIEF ESTIMATORResponsible for managing a team of Estimators/Estimating department. Reports to VP and/or other Executive team.

Projects $40m+ $120,000 - $129,999 $130,000 - $139,999 $160,000 - $169,999

1.0%Projects $10 - $40m $100,000 - $109,999 $130,000 - $139,999 $150,000 - $159,999

Projects under $10m $100,000 - $109,999 $120,000 - $129,999 $140,000 - $149,999

GENERAL CONSTRUCTION

2016 VRCA Salary Guide | Page 13 2016 VRCA Salary Guide | Page 14

GENERAL CONSTRUCTION


ESTIMATORResponsible for pricing of prospective projects.

Projects $40m+ $60,000 - $69,999 $90,000 - $99,999 $100,000 - $109,999

1.3%Projects $10m - $40m $60,000 - $69,999 $80,000 - $89,999 $100,000 - $109,999

Projects under $10m $50,000 - $59,999 $80,000 - $89,999 $100,000 - $109,999

SUPERINTENDENTPrimary contact for site supervision/management on a daily basis. Based on site full time and Assistant Superintendent/Foreman may report to the Superintendent.

Projects over $40m+ $90,000 - $99,999 $110,000 - $119,999 $140,000 - $149,999

1.5%Projects $10m - $40m $90,000 - $99,999 $100,000 - $109,999 $130,000 - $139,999

Projects under $10m $80,000 - $89,999 $90,000 - $99,999 $120,000 - $129,999

ASSISTANT SUPERINTENDENT/FOREMANSupporting role to Superintendent. Based on site full time and ensures standards maintained on site. Works closely with trade contractors. May be required to work on the tools as well as supervise workers.

Projects over $40m+ $60,000 - $69,999 $80,000 - $89,999 $90,000 - $99,999

1.4%Projects $10m - $40m $60,000 - $69,999 $70,000 - $79,999 $80,000 - $89,999

Projects under $10m $60,000 - $69,999 $70,000 - $79,999 $80,000 - $89,999

In the coming year, do you expect salary levels to...

47%53%

Increase

Decrease

Stay the same

47%53%

Increase

Decrease

Remain the same

0%




Large Sized General Contractor $105,000 - $114,999 $150,000 - $179,999 $200,000 - $209,999

0.3%Medium Sized General Contractor $100,000 - $109,999 $140,000 - $159,999 $190,000 - $199,999

Small Sized General Contractor $90,000 - $99,999 $150,000 - $159,999 $170,000 - $179,999


Projects $40m+ $100,000 - $109,999 $120,000 - $129,999 $150,000 - $159,999

0.5%Projects $10m - $40m $90,000 - $99,999 $120,000 - $129,999 $140,000 - $149,999

Projects under $10m $90,000 - $99,999 $100,000 - $109,999 $120,000 - $129,999


Projects $40m+ $70,000 - $74,999 $80,000 - $89,999 $90,000 - $99,999

1.0%Projects $10m - $40m $60,000 - $64,999 $65,000 - $69,999 $80,000 - $89,999

Projects under $10m $50,000 - $54,999 $65,000 - $69,999 $70,000 - $79,999


Projects $40m+ $100,000 - $109,999 $130,000 - $139,999 $180,000 - $189,999

0.9%Projects $10 - $40m $100,000 - $109,999 $130,000 - $139,999 $160,000 - $169,999

Projects under $10m $90,000 - $99,999 $120,000 - $129,999 $140,000 - $149,999

ROAD BUILDING & HEAVY CONSTRUCTION

Increase

Decrease

Remain the same

43%

57%

Increase

Decrease

Stay the same

2016 VRCA Salary Guide | Page 15 2016 VRCA Salary Guide | Page 16

ROAD BUILDING & HEAVY CONSTRUCTION



Projects $40m+ $95,000 - $99,999 $100,000 - $109,999 $110,000 - $119,999

1.3%Projects $10m - $40m $70,000 - $79,999 $90,000 - $99,999 $100,000 - $109,999

Projects under $10m $70,000 - $79,999 $90,000 - $99,999 $100,000 - $109,999


Projects over $40m+ $95,000 - $99,999 $120,000 - $129,999 $140,000 - $149,999

0.9%Projects $10m - $40m $95,000 - $99,999 $110,000 - $119,999 $130,000 - $139,999

Projects under $10m $80,000 - $89,999 $90,000 - $99,999 $120,000 - $129,999


Projects over $40m+ $75,000 - $79,999 $80,000 - $89,999 $90,000 - $99,999

1.1%Projects $10m - $40m $65,000 - $69,999 $70,000 - $79,999 $80,000 - $89,999

Projects under $10m $60,000 - $69,999 $70,000 - $79,999 $80,000 - $89,999


43%

57%

0%


MECHANICAL & ELECTRICAL CONTRACTING



Large Sized Company $120,000 - $129,999 $150,000 - $159,999 $180,000 - $189,999

0.9%Medium Sized Company $100,000 - $109,999 $130,000 - $139,999 $160,000 - $169,999

Small Sized Company $100,000 - $109,999 $110,000 - $129,999 $150,000 - $159,999


Projects $40m+ Less than $90,000 $90,000 - $99,999 $120,000 - $129,999

1.1%Projects $10m - $40m Less than $90,000 $90,000 - $99,999 $110,000 - $119,999

Projects under $10m Less than $90,000 Less than $90,000 $100,000 - $109,999


Projects $40m+ $55,000 - $59,999 $60,000 - $69,999 $80,000 - $89,999

0.9%Projects $10m - $40m $55,000 - $59,999 $60,000 - $69,999 $75,000 - $79,999

Projects under $10m $45,000 - $49,999 $60,000 - $64,999 $75,000 - $79,999


Projects $40m+ $100,000 - $109,999 $120,000 - $129,999 $140,000 - $149,999

1.7%Projects $10 - $40m $100,000 - $109,999 $90,000 - $99,999 $130,000 - $139,999

Projects under $10m Less than $90,000 $90,000 - $99,999 $120,000 - $129,999

Increase

Decrease

Remain the same


52%48%

Increase

Decrease

Stay the same


MECHANICAL & ELECTRICAL CONTRACTING



Projects $40m+ $70,000 - $99,999 $90,000 - $99,999 $90,000 - $99,999

1.3%Projects $10m - $40m $60,000 - $69,999 $80,000 - $89,999 $90,000 - $99,999

Projects under $10m $60,000 - $69,999 $70,000 - $79,999 $90,000 - $99,999


Projects over $40m+ $90,000 - $99,999 $100,000 - $109,999 $130,000 - $139,999

1.1%Projects $10m - $40m $90,000 - $99,999 $100,000 - $109,999 $130,000 - $139,999

Projects under $10m $80,000 - $89,999 $80,000 - $89,999 $100,000 - $109,999


Projects over $40m+ $60,000 - $69,999 $70,000 - $79,999 $90,000 - $99,999

0.9%Projects $10m - $40m $60,000 - $69,999 $70,000 - $79,999 $90,000 - $99,999

Projects under $10m $60,000 - $69,999 $70,000 - $79,999 $80,000 - $89,999


52%48%

0%


SPECIALTY TRADE CONTRACTING



Large Sized Company $130,000 - $139,999 $150,000 - $159,999 $160,000 - $169,999

1.4%Medium Sized Company $100,000 - $109,999 $150,000 - $159,999 $240,000 - $249,999

Small Sized Company Less than $90,000 Less than $90,000 $200,000 - $209,999


Projects $40m+ $90,000 - $99,999 $90,000 - $99,999 $150,000 - $159,999

1.2%Projects $10m - $40m Less than $90,000 $90,000 - $99,999 $130,000 - $139,999



Projects $40m+ $55,000 - $59,999 $70,000 - $74,999 $75,000 - $79,999

1.6%Projects $10m - $40m $55,000 - $59,999 $65,000 - $69,999 $75,000 - $79,999

Projects under $10m $40,000 - $44,999 $60,000 - $64,999 $75,000 - $79,999


Projects $40m+ $100,000 - $109,999 $110,000 - $119,999 $140,000 - $149,999

0.1%Projects $10 - $40m Less than $90,000 $90,000 - $99,999 $110,000 - $119,999


Increase

Decrease

Remain the same49%51%

Increase

Decrease

Stay the same


SPECIALTY TRADE CONTRACTING


ESTIMATORResponsible for pricing of prospective projects. Projects $40m+ $50,000 - $59,999 $60,000 - $69,999 $70,000 - $79,999

0.1%Projects $10m - $40m $50,000 - $59,999 $60,000 - $69,999 $90,000 - $99,999



Projects over $40m+ $80,000 - $89,999 $110,000 - $119,999 Greater than $140,000

1.0%Projects $10m - $40m $70,000 - $79,999 $90,000 - $99,999 Greater than $140,000

Projects under $10m Less than $70,000 $70,000 - $79,999 Greater than $140,000


Projects over $40m+ $60,000 - $69,999 $70,000 - $79,999 $80,000 - $89,999

0.9%Projects $10m - $40m $60,000 - $69,999 $60,000 - $69,999 $80,000 - $89,999




49%51%

0%



BUSINESS DEVELOPMENT MANAGERDevelops and maintains links with prospective business partners/clients. Ensures company is well positioned in terms of future opportunities.

0 - 4 years experience Less than $40,000 $60,000 - $69,999 Greater than $130,000

NA5 - 9 years experience Less than $40,000 $100,000 - $109,999 Greater than $130,000

10+ years experience Less than $40,000 Greater than $130,000 Greater than $130,000


CONTROLLEROversees the financial operations and assets of the company. Prepares trading accounts, profit and loss accounts and balance sheets. Manages the accounting function. Holds a professional accounting designation.

0 - 5 years experience Less than $90,000 $90,000 - $99,999 $110,000 - $119,999

0.9%5 - 10 years experience Less than $90,000 $90,000 - $99,999 $120,000 - $129,999

10 - 15 years experience $95,000 - $99,999 $100,000 - $109,999 $120,000 - $129,999

15+ years experience $95,000 - $99,999 $120,000 - $129,999 Greater than $130,000

ACCOUNTING MANAGERManages the company’s day to day accounts and bookkeeping. Responsible for the accounting team. Reports to the Controller or CFO.


0.9%



15+ years experience $60,000 - $64,999 $80,000 - $89,999 Greater than $90,000

SENIOR ACCOUNTANTResponsible for a large portfolio and/or manages and supervises one or more property accountants. Has, or is studying towards a professional accounting designation. Reports to the Accounting Manager, Controller or CFO.


0.8%2 - 5 years experience Less than $55,000 $60,000 - $64,999 $70,000 - $74,999

5 - 10 years experience Less than $55,000 $70,000 - $74,999 Greater than $75,000

10+ years experience $55,000 - $69,999 Greater than $75,000 Greater than $75,000

ACCOUNTING

BUSINESS DEVELOPMENT

Increase

Decrease

Remain the same

36%

64%

Increase

Decrease

Stay the same


ACCOUNTING

BUSINESS DEVELOPMENT


PROJECT ACCOUNTANTResponsible for all project accounting records, reports and budgets for a large project or multiple smaller projects. Reports to Senior Accountant or similar management position.


0.7%2 - 5 years experience Less than $50,000 $55,000 - $65,999 Greater than $60,000

5 - 8 years experience Less than $55,000 Greater than $60,000 Greater than $65,000

8 - 10 years experience $60,000 - $64,999 Greater than $70,000 Greater than $70,000


ACCOUNTING ASSISTANTPerforms AP and/or AR functions and provides information to the accounting team or site personnel.


0.8%


4 - 8 years experience $40,000 - $44,999 $40,000 - $49,999 Greater than $55,000

8 - 10 years experience $40,000 - $44,999 $45,000 - $49,999 Greater than $55,000




36%

64%

0%

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VRCA_HAYS Salary Guide 2016

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