Ieee Usa Salary Survey 2010 Final

2010 Edition

Salary & FringeBenefitsSurvey

IEEE-USA

IEEE-USA Salary & Fringe Benefits Survey ii 2010 Edition

ACKNOWLEDGMENTS

IEEE-USA's Salary & Fringe Benefits Survey, 2010 Edition, is the 23rd in a series of studies of

the compensation of U.S. members of the Institute of Electrical and Electronics Engineers, Inc.

IEEE-USA coordinated the project. Readex Research in Stillwater, Minnesota prepared the

summary report. Raven Analytics in Seattle, Washington developed the regression models

described in Section 4 (and available through the Salary Service).

Copyright © 2010 by IEEE

IEEE-USA Salary & Fringe Benefits Survey iii 2010 Edition

EXECUTIVE SUMMARY IEEE-USA has conducted surveys of the compensation of the IEEE's U.S. members since 1972. Major

findings from the 2010 edition of this project are summarized below.

� A move in 2001 to collect data solely via the Internet continues to return substantially large numbers

of responses – and even more this year than before. This year, a total of 14,724 IEEE members

participated, including 11,766 employed full time in their primary areas of technical competence

(PATC) — the most relevant group from both employee and employer standpoints.

� The typical respondent is a male in his mid-forties, with an advanced degree and about 20 years of

experience in the profession. He is at the fifth or sixth of nine possible levels of professional

responsibility, supervising a handful of other people, both professionals and support staff.

� Considering only those working full time in their PATC, the total median pre-tax income in the

calendar year of 2009 from all sources was $118,000. After excluding overtime pay, profit sharing,

and other supplemental earnings, median pre-tax income from all primary sources (salary,

commissions, bonuses, and net self-employment) was $113,500. That represents a slight loss of $440

in inflation-adjusted dollars compared to last year’s median reported primary income.

� The general PATC of Communications Technology continues to yield the highest earnings, while this

year Energy and Power Engineering falls at the bottom.

� Following a broader societal trend, the gap between those at entry level and those at the highest levels

of responsibility continues to be wide. Those working at Level 9 (greater than GS-15) earn almost

three times those at entry level in median primary income.

� Median income varies by employment sector, as well. Those working in private industry (defense)

earned top primary incomes in calendar year 2009, while those working in state/local government or

educational institutions earned the least, on average.

� A job in management still results in the highest median primary income, with an advantage in salary

of more than $39,000 for those in general management compared to the median for all respondents.

Technical managers and those in marketing and sales also do relatively well compared to the whole.

Lowest median wages belong to the job functions of manufacturing and production; engineering

support; operations, construction and maintenance; quality control, reliability, etc.; and education,

teaching, training.

� Higher education can be a worthwhile investment, with those holding doctorates or MBAs boasting

far higher median primary incomes than those with other degrees.

� Women’s salaries continue to trail men’s – even considering experience levels. Overall, the

difference in median primary income between the genders among those working full time in their

PATC is $15,000, similar to last year’s gap.

� Those employed full time continue to receive a broad array of health and insurance benefits, with

more than nine in ten offered basic health insurance. However, employer contributions in many of

these areas is down, dropping as much as 4 percentage points from last year for life insurance and

disability insurance, specifically.

� The proportion offered paid attendance at professional conferences has dropped eleven points in the

past nine years, to 67%. The proportion offered paid maternity or paternity leave has jumped from

42% to 57%.

IEEE-USA Salary & Fringe Benefits Survey iv 2010 Edition

CONTENTS EXECUTIVE SUMMARY..................................................................................................................................................................iii

1 INTRODUCTION

1.1 The Institute and IEEE-USA ....................................................................................................................................................1-1

1.2 The Survey................................................................................................................................................................................1-1

1.3 The Analyses ............................................................................................................................................................................1-3

2 MEMBERSHIP PROFILE

2.1 Members in the Work Force .....................................................................................................................................................2-1

2.2 Academics.................................................................................................................................................................................2-7

2.3 Those Not in the Work Force or Involuntarily Unemployed ....................................................................................................2-7

3 INCOME STATISTICS

3.1 Sources and Amounts of 2009 Income .....................................................................................................................................3-1

3.2 Primary Income in 2009, for Those Working Full Time in Their PATC .................................................................................3-3

3.3 Detailed Income Tabulations ..................................................................................................................................................3-16

3.4 Academics...............................................................................................................................................................................3-28

4 REGRESSION MODELS FOR SALARY BENCHMARKING

4.1 Mathematical Salary Models ....................................................................................................................................................4-1

4.2 The 2010 Regression Models....................................................................................................................................................4-1

4.3 Accuracy of the Models ............................................................................................................................................................4-2

5 FRINGE BENEFITS, RETIREMENT, SELF-EMPLOYMENT, AND SATISFACTION WITH WORK

5.1 Fringe Benefits Offered ............................................................................................................................................................5-1

5.2 Leave ........................................................................................................................................................................................5-3

5.3 Older Engineers and Retirement ...............................................................................................................................................5-3

5.4 Self-Employment ......................................................................................................................................................................5-6

5.5 Satisfaction with Work .............................................................................................................................................................5-6

6 IEEE-USA SALARY TIME SERIES DATA, 1994-2009

6.1 Constant Dollar Data: Adjusting for Inflation ........................................................................................................................6-1

6.2 Trends in the Membership Profile ............................................................................................................................................6-3

7 METHODOLOGICAL NOTES

7.1 Sampling and Response ...........................................................................................................................................................7-1

APPENDIX

Facsimile of Web Questionnaire .............................................................................................................................................A-1

IEEE-USA Salary & Fringe Benefits Survey v 2010 Edition

CONTENTS EXHIBITS

1-1 The Survey Data Base...............................................................................................................................................................1-1

1-2 All Respondents: Income Profile by Employment Status, 2008-2010.....................................................................................1-2

2-1 Members in the Work Force: Age ...........................................................................................................................................2-1

2-2 Members in the Work Force: Years of Experience in the Profession ......................................................................................2-1

2-3 Members in the Work Force: Number of Different Full-Time Employers in the Past Ten Years ...........................................2-2

2-4 Employed Members in the Work Force: (Non-Consultants Only) Years with Current Employer .........................................2-2

2-5 Employed Members in the Work Force: (Non-Consultants Only) Supervisory Responsibilities...........................................2-2

2-6 Members in the Work Force: Highest Degree Held.................................................................................................................2-3

2-7 Employed Members in the Work Force: Level of Professional Engineering Responsibility ..................................................2-4

2-8 Members in the Work Force: Primary Area of Technical Competence (PATC) .....................................................................2-5

2-9 Employed Members in the Work Force: Primary Job Function ..............................................................................................2-5

2-10 Employed Members in the Work Force: (Non-Consultants Only) Size of Employer.............................................................2-6

2-11 Employed Members in the Work Force: Sector.......................................................................................................................2-6

2-12 Employed Members in the Work Force: Line of Business ......................................................................................................2-6

2-13 Employed Members in the Work Force: Job Function by Line of Business............................................................................2-7

3-1 All Respondents: Sources of 2009 Total Earned Income by Employment Status ...................................................................3-1

3-2 All Respondents: 2009 Total Earned Income from All Sources by Employment Status.........................................................3-2

3-3 Those Working Full Time in Their PATC: 2009 Primary Income by Primary Area of Technical Competence .....................3-4

3-4 Those Working Full Time in Their PATC: 2009 Primary Income by Level of Professional Responsibility ..........................3-5

3-5 Those Working Full Time in Their PATC: 2009 Primary Income by Years of Professional/Managerial Experience ............3-5

3-6 Those Working Full Time in Their PATC: 2009 Primary Income by Years with Current Employer .....................................3-6

3-7 Those Working Full Time in Their PATC: 2009 Primary Income by Size of Employer ........................................................3-6

3-8 Those Working Full Time in Their PATC: 2009 Primary Income by Sector ..........................................................................3-7

3-9 Those Working Full Time in Their PATC: 2009 Primary Income by Line of Business .........................................................3-7

3-10 Those Working Full Time in Their PATC: 2009 Primary Income by Primary Job Function..................................................3-8

3-11 Those Working Full Time in Their PATC: 2009 Primary Income by Age..............................................................................3-9

3-12 Those Working Full Time in Their PATC: 2009 Primary Income by Highest Degree Earned .............................................3-10

3-13 Those Working Full Time in Their PATC: 2009 Primary Income by Gender and Experience.............................................3-10

3-14 Those Working Full Time in Their PATC: 2009 Primary Income by Ethnic Background ...................................................3-10

3-15a Those Working Full Time in Their PATC: 2009 Primary Income by IEEE Region .............................................................3-11

3-15b Those Working Full Time in Their PATC: 2009 Primary Income by U.S. Census Region ..................................................3-11

3-16 Those Working Full Time in Their PATC: 2009 Primary Income by State ..........................................................................3-12

3-17 Those Working Full Time in Their PATC: 2009 Primary Income by Metropolitan Area.....................................................3-13

3-18 Those Working Full Time in Their PATC: 2009 Primary Income by Non-Metropolitan Area.............................................3-15

3-19 Those Working Full Time in Their PATC: 2009 Primary Income by Sector and Level of Responsibility ...........................3-16

3-20 Those Working Full Time in Their PATC: 2009 Primary Income by Line of Business, Highest Degree, and Experience........................................................................................................................................................................3-18

3-21 Those Working Full Time in Their PATC: 2009 Primary Income by PATC, Highest Degree, and Experience...................3-23

3-22 Academics Working Full Time in Their PATC: 2009 Primary Income by Academic Contract ...........................................3-28

3-23 Academics Working Full Time in Their PATC: 2009 Primary Income by Academic Rank.................................................3-28

3-24 Academics Working Full Time in Their PATC: 2009 Primary Income by Tenure Status ....................................................3-28

3-25 Academics Working Full Time in Their PATC: 2009 Primary Income by Institution (Highest Degree Granted)................3-29

3-26 Academics Working Full Time in Their PATC: 2009 Primary Income by Institution (Auspices)........................................3-29

IEEE-USA Salary & Fringe Benefits Survey vi 2010 Edition

CONTENTS EXHIBITS

4-1 Those Working Full Time in Their PATC: Base Income and Base + Income from Other Sources ........................................4-2

4-2 Regression Model Validation — Percent Deviation from Observed Value..............................................................................4-3

5-1 Full-Time Workers: Pension and Retirement Benefits ............................................................................................................5-1

5-2 Full-Time Workers: Health and Insurance Benefits ................................................................................................................5-2

5-3 Full-Time Workers: Miscellaneous Benefits ...........................................................................................................................5-2

5-4 Full-Time Workers: Paid Days Off..........................................................................................................................................5-3

5-5 Full-Time Workers: Distribution of Paid Leave ......................................................................................................................5-3

5-6 All Respondents: Mean Age, 1972-2010.................................................................................................................................5-3

5-7 Full-Time Workers: Age Distributions, 1991-2010.................................................................................................................5-3

5-8 Members in the Work Force: Median Primary Income by Age, 1991-2010............................................................................5-4

5-9 Full-Time Workers: Percent and Absolute Change in Median Base Salaries by Age, 1997-2010 ...................................................................................................................................................................5-5

5-10 Members in the Work Force: 2009 Median Primary Income, Income from All Sources, and Total Household Income by Age ..............................................................................................................................................5-5

5-11 All Respondents: Number of Retirement Plans in which Fully Vested ...................................................................................5-5

5-12 All Respondents: Percent Vested, Current Employer's Retirement Program...........................................................................5-5

5-13 All Respondents: Satisfaction with Aspects of Work ..............................................................................................................5-6

6-1 Those Working Full Time in Their PATC: Median Primary Income in Constant 2009 Dollars, 1994-2009..........................6-1

6-2 Those Working Full Time in Their PATC: Changes in Median Nominal Primary Income and the CPI, 1996-2009 .............6-2

6-3 All Respondents: Comparisons of Selected Measures, 1972-2010..........................................................................................6-3

7-1 All Higher-Grade IEEE U.S. Members and All Survey Respondents: IEEE Region by Membership Grade ........................7-1

7-2 All Higher-Grade IEEE U.S. Members and All Survey Respondents: Age ............................................................................7-1

IEEE-USA Salary & Fringe Benefits Survey 1-1 2010 Edition

1 INTRODUCTION

1.1 THE INSTITUTE AND IEEE-USA

The Institute of Electrical and Electronics Engineers -

United States of America (IEEE-USA) promotes the career

and public policy interests of more than 210,000 U.S.

members of the IEEE, the world's largest technical

professional society, with a worldwide membership of more

than 395,000 electrical, electronics and computer engineers

and computer scientists in approximately 160 countries. The

IEEE's constitution defines its purpose as "scientific and

educational... [and] professional, directed toward the

advancement of the standing of the members of the

professions it serves; means to this end include, but are not

limited to, the conduct and publication of surveys and

reports on matters of professional concern to the members..."

Pursuant to these purposes, IEEE-USA has conducted,

analyzed, and distributed a salary and fringe benefit survey

of IEEE members in the United States since 1972.

1.2 THE SURVEY

The 2010 IEEE-USA Salary & Fringe Benefits Survey is

the 23rd compensation study IEEE-USA has published. The

aim of the project is to provide timely information on current

and long-term trends related to the income, salary and

benefits of IEEE members in the United States. This

information is critical for accurate understanding of

compensation practices in this profession, including how

those practices impact individual engineers. As has been the

case since 2001, data for the 2010 survey was collected

exclusively via the Internet, with access to the survey site

controlled by passwords and routing incorporated to separate

consultants from non-consultants.

A total of 14,724 usable cases are included in the 2010

data set. The 537 individuals who self-identified as

primarily fee-based consultants are excluded from the

current results and reported separately, leaving a total of

14,187 non-consultants for this year’s results. Most of the

profile information is based on the 13,755 non-consultants

"in the work force" — that is, those currently employed or

involuntarily unemployed. Proportions for this subset

subject to a maximum sampling error of ±0.8 percentage

points at the 95% confidence level. (An additional 305

respondents with extreme high or low values for the key

measure of total personal income earned were omitted from

both reports.)

Exhibit 1-1

The Survey Data Base

Sampling Frame:

121,669 IEEE U.S. members invited by email in the summer of 2010 to complete the salary survey. (The sample consisted of all IEEE U.S. higher-grade members — i.e., not including Student, Life and Affiliate grades — who consent to email communications from the IEEE.)

Survey Data:

14,724 Final number of responses for salary and consultant reports combined (rate = 12.1%). Exhibit 1-2 provides comparisons of results with the most recent prior surveys. All data were collected through the use of an online survey with routing for consultant and non-consultant respondents.

Categories of Respondents:

537 Consultants (reported separately) 14,187 Non-consultants 12,825 Full-time non-consultant workers; of these:

11,766 Employed in their PATC; much of the data in this report focuses on this group

1,059 Employed outside their PATC

1,362 Others not working full time, including:

318 Retired, not working

393 Part-time workers

537 Involuntarily unemployed

63 Voluntarily unemployed

51 Full-time students

Of the 14,187 usable non-consultant cases, 12,825 (90%)

were employed full time as of 1 January 2010, the survey's

date of record. 11,766 (83%) are engineers employed full

time in their primary area of technical competence (PATC);

most of the compensation data reported focuses on this group.

Two percent of respondents are retired and not employed, less

than 1% unemployed voluntarily, 4% unemployed

involuntarily, and less than 1% are full-time students.

Comparison of the survey respondents to the population of all

higher grade US IEEE members on key variables shows a

reasonably close correlation. (See Section 7)

Note that the omission of consultants from all the current

analysis is unlike past surveys and should be considered when

comparing to previous results. However, given the small

number of consultant cases and their negligible effect on

overall results, comparability is likely of little concern.


Exhibit 1-2 recaps median income for survey years 2008 to

2010 from primary sources (salary, commissions, bonuses,

and net self-employment income) and from all sources (adding

overtime pay, profit sharing, supplemental earnings from other

work, retirement and Social Security benefits, and other

earned income). 2009 median income from primary sources

for those employed full time in their PATC dropped $2,500, to

$113,500 (or -2.2%). On an inflation-adjusted basis, however,

this represents a decline of only $440 real dollars. 2009 data

continue a recent trend of compensation failing to get ahead of

inflation. See Section 6 for a full discussion of time series

data.

As has been the case in prior surveys, 2010 results show

those who are retired and employed full time benefit from

substantial non-primary income streams, and thus earn one

of the highest incomes overall.

This survey reports typical salary outcomes for groups of

people. In addition to differences in income between these

groups, there are also major differences in earnings within

each group, reflecting factors such as the circumstances and

policies of particular employers, and the skill, performance

and negotiating ability of particular engineers. Detailed data

on ranges of pay in Section 3 of the report provide a way to

account for such variations.

Exhibit 1-2

All Respondents (Current Data Excludes Consultants):

Income Profile by Employment Status, 2008-2010

2008 Survey 2009 Survey 2010 Survey

Median 2007 Income Median 2008 Income Median 2009 Income Number Primary All Number Primary All Number Primary All of Cases Sources Sources of Cases Sources Sources of Cases Sources Sources

ALL RESPONDENTS 11,907 $108,000 $113,200 12,119 112,000 118,000 14,187 110,000 115,000 FULL-TIME WORKERS 11,127 110,000 115,000 11,072 115,320 120,350 12,825 113,200 118,000 In PATC 10,365 110,610 115,300 10,117 116,000 121,000 11,766 113,500 118,000 Not in PATC 762 105,900 111,660 895 109,000 114,000 1,059 110,190 116,000 Employed 10,760 110,000 115,000 10,519 115,000 120,000 12,612 113,310 117,670 Self-employed 289 122,110 130,500 485 129,000 141,000 101 111,000 125,000 Retired and employed 78 106,500 151,510 68 119,000 160,000 112 105,000 137,710 ALL OTHERS 780 24,000 60,000 1,047 30,000 67,000 1,362 21,800 66,390 Part-time workers 320 49,750 76,000 468 65,000 95,000 393 45,000 80,000 Employed 90 61,150 67,220 154 62,600 71,550 157 71,000 79,000 Self-employed 128 44,930 61,050 209 80,000 101,300 75 31,200 58,000 Retired and employed 102 35,470 93,570 105 36,000 105,600 161 22,190 93,500 Retired, not unemployed 176 0 67,170 153 0 65,000 318 0 68,830 Unemployed, voluntarily 55 8,090 15,000 32 0 10,000 63 1,400 10,000 Unemployed, involuntarily 149 44,840 53,000 213 72,000 73,590 537 50,500 62,000 Full-time student 80 21,000 22,380 181 20,000 21,000 51 21,000 22,800

NOTES: A minimum of 25 cases is required for all of the statistics in this report. Groups may have enough respondents to seem to meet this test, but they will still fail to pass it if too many of their members have not responded to the particular item. The "All Sources" income class includes all primary sources (salary, self-employment income and commissions or bonuses, as noted in the text), plus any supplemental earned income, and other income directly related to employment such as profit sharing, pension benefits and Social Security.


1.3 THE ANALYSES

The remainder of this report is organized as follows:

Section 2, the Membership Profile, reports on the

characteristics of the respondents to the survey: how long

they have been with their present employers, their levels of

experience, how many people they supervise, etc. These

data are presented for all respondents in the work force:

those employed full or part time, or seeking work. Excluded

are members who are retired and not working, or who are

voluntarily unemployed. And, those who self-identified as

primarily fee-based consultants are excluded throughout the

current results.

Section 3, Income Statistics, presents the bulk of the

earnings information collected by the survey, divided into

three parts. In Section 3.1, variations in the magnitude and

sources of total income earned in 2009 are examined for

each type of respondent (full-time employed, part-time

employed, self-employed, etc.). In Section 3.2, income

variations are assessed by characteristics of the respondents:

their PATC; degree level; levels of professional

responsibility; length of service, both overall and with

current employers; employer size, sector, and line of

business; job function; location, including regions, states,

and major metropolitan areas; gender; and ethnicity. Section

3.3 provides similar tabulations at still more detailed levels,

with data on combinations of such variables as sector,

degree, and level of experience.

In both Sections 3.2 and 3.3, statistics deal only with

income from primary sources for those working full time in

their PATC; these data are for people employed in

appropriate jobs. Income data include 10th, 25th, 50th

(median), 75th and 90th percentiles. Such measures are the

preferred statistics for income analysis, as they are

unaffected by extreme values (see Section 7.1 for more

information). Statistics are not computed if the number of

cases is less than 25; instead, results are replaced with a dash

("-").

Section 4, Regression Models for Salary Bench-

marking, describes the development of mathematical models

for predicting salary based on a large number of survey

variables. The models themselves are available to IEEE’s

U.S. members through the IEEE-USA Salary Calculator, the

chief component of the IEEE-USA Salary Service, Member

Version. Employers and others may also access the models

through use of the Individual Compensation Analyzer in the

IEEE-USA Salary Service, Subscriber Version. For more

information, see http://salary.ieee.org.

Section 5, Fringe Benefits, Retirement, Self-

Employment, and Satisfaction With Work, summarizes data

on the fringe benefits and leave reported by respondents who

were working full time. The section also includes data on

issues relating to older EEs and information on the

subjective sense of satisfaction that IEEE's U.S. members

have with several aspects of their work.

Section 6, IEEE-USA Salary Time Series Data,

1994-2009, documents trends in engineering pay over time,

using the Consumer Price Index to examine compensation

trends in constant dollars. Other membership trends are also

reviewed.

Section 7, Methodological Notes, reviews the survey's

sample and response. Data are provided comparing the

respondent database to IEEE's U.S. membership by region

and grade, and by age. An Appendix follows with a

facsimile reproduction of the survey's Web-based

questionnaire.


2 MEMBERSHIP PROFILE

2.1 MEMBERS IN THE WORK FORCE

Practically all (97%) 2010 Salary Survey respondents are

working or seeking work (status as of 1 January 2010).

Most (90%) were employed or self-employed full time. An

additional 3% work part time and 2% are unemployed

involuntarily (assumed to be looking for jobs) — up slightly

from 4% reported last year. Altogether, they are counted as

IEEE's U.S. members in the work force.

Note those who indicated half or more of their personal

earned income in the calendar year came from fee-based

consulting were not included in this analysis, but reported

separately as consultants.

Gender, Ethnicity, and Citizenship. Results for these

measures are similar to those in the recent past. Most of

these respondents — 93% — are men, and 79% describe

themselves as non-Hispanic whites. Since these surveys

began in 1972, IEEE's U.S. members have become

somewhat more diverse, but the change is slow. Asians and

Pacific Islanders are the largest minority group (14% of

members in the work force). Hispanics, non-Hispanic

African Americans, and American Indians/Alaskan Natives

account for 3%, 2%, and less than 0.5%, respectively.

Another 2% class themselves as "other."

About four in five members in the work force (77%) are

U.S. citizens by birth. Another 12% are naturalized citizens,

while 7% are permanent resident aliens, 3% H-1 visa

holders, and 1% holders of some other type of visa.

Age and Experience. The average age of members in

the workforce is 45.7 and each has accumulated about 20

years of professional and/or managerial experience in

electrical, electronics, and computer engineering or related

technical fields (not including undergraduate or graduate

school experience, on average.

Exhibit 2-1

Members in the Work Force (Excluding Consultants):

Age

Mean: 45.7

70 and up 1% 65-69 2% 60-64 8%

55-59 13% 50-54 17% 45-49 17%

40-44 13% 35-39 10% 30-34 10%

25-29 8% Under 25 2% Number of cases: 13,755

Exhibit 2-2


Years of Experience in the Profession

Mean: 20.0

45 or more 1% 40-44 3% 35-39 7%

30-34 13% 25-29 15% 20-24 15%

15-29 12% 10-14 11% 5-9 11% Less than 5 12% Number of cases: 13,755


Compared to last year, slightly more members in the

work force have worked for only a single full-time employer

in the electrical, electronics, computer engineering or related

technical fields in the past 10 years (44% versus 40%). On

average, they have worked for 2.0 different employers in

that time.

Tenure with the current employer declined from a mean

of 10.3 years in 2001 to 8.7 years in 2008. But that figure is

on the rise, at 9.4 years in the current study. Five percent are

still in their first year on the job, while 16% have been in

their positions for 20 years or more.

Exhibit 2-3


Number of Different Full-Time Employers in the Past Ten Years

Mean: 2.0

10 or more 0% 9 0% 8 0%

7 0% 6 1% 5 3%

4 7% 3 16% 2 27%

1 44% None 2% Number of cases: 13,755

Exhibit 2-4


Years with Current Employer

Mean: 9.4

40 or more 0% 35-39 1% 30-34 3%

25-29 5% 20-24 7% 15-19 6%

10-14 14% 7-9 11% 5-6 11% 3-4 16%

2 11% 1 10% Less than 1 5% Number of cases: 13,755

Length of the Work Week. The typical (median)

member in the work force reported working 45 hours per

week in 2009, a value which has remained essentially

constant all the way back to 1994. In this survey, 9%

reported working 60 hours per week or more.

Supervisory Responsibilities. The majority (59%) of

members in the work force supervised directly or indirectly

at least one technical and/or non-technical employee in the

primary position held on 1 January 2010. Typically, they

supervised five other employees.

Exhibit 2-5


Supervisory Responsibilities

Total Non-Technical Technical

Median # supervised, if any: 5 2 5

500 or more 0% 0% 0% 50-499 3% 1% 2%

20-49 5% 1% 4% 5-19 24% 4% 22% 1-4 27% 18% 28%

None 41% 76% 44% Number of cases: 13,755


Exhibit 2-6


Highest Degree Held

Two-Year Degree

Bachelor's Level

Master's Level

PhDs and JDs

0% 5% 10% 15% 20% 25% 30% 35% 40% 45%

1%

BSEE/BSCE = 28%

MBA = 6%

PhD = 27%

BSCS = 2%

BET/BSET = 2%

BA = 2%

MSEE/MSCE = 21% Other = 8%

JD (law) <0.5%

other Bachelor's = 3%

Number of cases: 13,755

NOTE: Within levels, degrees were ranked as they appear in the chart, left to right. For example, if a member had both an MSEE and an MBA, the MBA was counted as the higher degree. Distinctions within broad degree levels, e.g., among different kinds of Master's degrees, are necessarily somewhat arbitrary; the important differences are between the Bachelor's, Master's, and PhD levels.

Education and Certification. As the chart in Exhibit 2-6

shows, slightly more than one-fourth of members in the

work force (27%) hold a PhD or equivalent as their highest

degree, and fewer than 0.5% achieved a Law Degree (JD).

For 35%, a Master's degree is their highest: an MSEE or

MSCE for 21%, an MBA for 6%, and other Master's degrees

for 8%. About a third (36%) report the Bachelor's level as

their highest attainment, most holding a BSEE or BSCE.

Although professional registration is a prerequisite for

practice as an engineer in most countries in the world,

registration has not been essential for most EEs in the United

States. Many engineering employment sectors, including

some of direct interest to IEEE's U.S. members (such as

consulting and power engineering), do place more

importance on these credentials. Currently only 15% of

members in the work force are registered professional

engineers (PEs).


Exhibit 2-7

Employed Members in the Work Force (Excluding Consultants):

Level of Professional Engineering Responsibility

2%

5%

8%

16%

19%

25%

13%

8%

4%

Level 1

(GS-5)

Level 2

(GS-7)

Level 3

(GS-9)

Level 4

(GS-11)

Level 5

(GS-12)

Level 6

(GS-13)

Level 7

(GS-14)

Level 8

(GS-15)

Level 9

(>GS-15)

0%

5%

10%

15%

20%

25%

30%

Number of cases: 11,964 (excludes 1,791 not employed as engineers)

Levels of Professional Responsibility. Respondents

were asked to indicate their levels of professional

engineering responsibility, using detailed definitions

provided with the questionnaire. These data resemble those

from surveys dating back to the 1990s: 73% of these

engineers are in Levels 4 through 7, equivalent to the tenure-

track academic ranks of assistant, associate, full, and

distinguished professors, or the GS-11 through GS-14 grades

in government. However, the proportion working at the

highest levels (i.e., Levels 8 and 9, equivalent to GS-15 or

higher) has dropped five points since 2001, to 12%.

Specialty. In its compensation studies, the IEEE

measures the specialties of its members by asking them to

choose a "primary area of technical competence" (PATC).

Nine broad areas of competence were listed in the survey

form, with 41 more detailed subcategories within these

types, plus an "other" field for areas not otherwise listed. As

has been true in recent surveys, a specialty in Computers

accounts for the largest share of members in the work force

(24%).

Exhibit 2-8 shows that, many (10%) are competent in the

non-Internet software development category within

Computers.

Energy and Power Engineering is the next most

frequently mentioned PATC, at 18%, followed by Circuits

and Devices (16%), Communications Technology (9%),

Systems and Control (9%), and Signals and Applications

(7%). The proportion reporting a specialty of Engineering

and Human Environment has dropped five points since

2001, to 2%. Eighty-eight percent of those in the work force

report they are employed in their primary area of technical

competence, down two points from 2009. Compensation

variation is examined extensively for this group with respect

to PATC in Section 3.


Exhibit 2-8


Primary Area of Technical Competence (PATC)

Circuits and Devices 16%

Circuits and Systems 6%

Components, Packaging and Manufacturing Technology 1%

Electronic Devices 3%

Lasers and Electro-Optics 1%

Solid-State Circuits 4%

Communications Technology 9%

Broadcast Technology <0.5%

Communications 7%

Consumer Electronics 1%

Vehicular Technology <0.5%

Computers 24%

Hardware 4%

Non-Internet Software Development 10%

Non-Internet Systems Analysis/Integration 3%

Non-Internet Software Applications Including Database Admin. 1%

Internet/Web Development/Applications 3%

Other 4%

Electromagnetics and Radiation 5%

Antennas and Propagation 1%

Electromagnetic Compatibility 1%

Magnetics <0.5%

Microwave Theory and Techniques 1%

Nuclear and Plasma Sciences 1%

Energy and Power Engineering 18%

Engineering and Human Environment 2%

Education <0.5%

Engineering Management 1%

Professional Communication <0.5%

Reliability <0.5%

Social Implications of Technology <0.5%

Industrial Applications 4%

Dielectrics and Electrical Insulation <0.5%

Industry Applications 2%

Instrumentation and Measurement 1%

Power Electronics 1%

Signals and Applications 7%

Aerospace and Electronic Systems 2%

Geoscience and Remote Sensing <0.5%

Oceanic Engineering <0.5%

Signal Processing 3%

Ultrasonics, Ferroelectrics and Frequency Control <0.5%

Systems and Control 9%

Control Systems 4%

Engineering in Medicine and Biology 2%

Industrial Electronics 1%

Information Theory 0%

Robotics and Automation 1%

Systems, Man and Cybernetics 1%

Other 6%


Job Functions. Exhibit 2-9 shows that design and

development engineering and technical management are the

most frequently named primary job functions, at 24% and

18%, respectively. The other functions indicated by the

most are computer programming/systems software

engineering (11% — up 2 points from last year) and systems

engineering (8%).

Exhibit 2-9

Members in the Work Force:

Primary Job Function

Administration/personnel services <0.5%

Basic research 6%

Computer programming, systems software engineering 11%

Consulting 6%

Design and development engineering 24%

Education, teaching, training 6%

Engineering support 6%

Management, general 3%

Management, technical 18%

Manufacturing and production 1%

Marketing, sales 2%

Operations, construction and maintenance 2%

Quality control, reliability, etc. 1%

Systems engineering 8%

Other job function 5%



Employer characteristics. Exhibits 2-10, 2-11, and 2-12

summarize data about employers of members in the work

force.

Members tend to work for large organizations: 29% are

employed by places with more than 10,000 employees in the

United States, and another 38% work for organizations with

501 to 10,000 employees — results similar to 2009.

More than half of members in the work force (52%) are

employed by private non-defense companies; when defense-

related firms are added in, the private industry share rises to

two-thirds of the members in the work force (65%). Other

sectors employing significant fractions of IEEE's U.S.

members include utilities (11%), educational institutions

(10%), and the federal government (4% defense, 2% non-

defense).

Members are employed in a variety of lines of business,

with no more than 14%, in any single category.

As shown in Exhibit 2-13, job functions vary markedly

by line of business, with some associations predictable —

e.g., educators with educational institutions — and others

perhaps less so.

For more information about working electrical engineers,

including additional data on variations by geographic

regions, see the income data in Section 3.

Exhibit 2-10


Size of Employer

More than 10,000 employees 29% 501 to 10,000 employees 38%

51 to 500 employees 20% 11 to 50 employees 9% 1 to 10 employees 5% Number of cases: 13,441 with knowledge to answer

NOTE: U.S. employment at all locations.

Exhibit 2-11


Sector

Private Industry: Defense 13% Private Industry: Other than Defense or Utilities 52% Utilities 11%

Federal Government: Defense 4% Federal Government: Other than Defense 2% State or Local Government 1%

Educational Institution 10% Non-Profit Institution: Except Education 2% Other sector 4% Number of cases: 13,755

Exhibit 2-12


Line of Business

Aerospace 8% Automotive 2% Communications 10%

Computers 11% Consulting 5% Defense (except Aerospace) 9%

Education 8% Electrical/Electronic Manufacturing 14% Electrical/Electronic Services 3%

Medical 5% Metals <0.5% Petroleum/Chemical 2%

Transportation 1% Utilities 11% Other Line of Business 11% Number of cases: 13,755


Exhibit 2-13


Job Function by Line of Business

EE Trans-

Aero- Auto- Communi- Com- Consul- Defense Edu- Manu- EE Medi- Petro- por- Total space motive cations puters ting (no Aero) cation facturing Services cal chemicals tation Utilities Other

Number of cases: 13,218 1,003 213 1,330 1,393 702 1,254 1,034 1,791 414 628 276 154 1,519 1,507

Administration/personnel

services 0.3% 0.2% 0.5% 0.2% 0.1% 0.3% 0.2% 1.8% 0.1% 0.2% 0.5% 0.0% 0.6% 0.0% 0.2%

Basic research 6.3% 5.0% 6.6% 5.0% 8.4% 1.4% 8.1% 19.8% 3.4% 4.6% 11.5% 5.1% 0.6% 0.4% 6.7%

Computer programming,

systems software engineering 10.3% 10.9% 10.8% 9.3% 31.5% 5.1% 12.1% 3.2% 4.8% 5.6% 10.8% 6.2% 11.0% 2.0% 13.5%

Consulting 6.2% 2.3% 1.9% 3.4% 2.8% 53.7% 2.8% 0.9% 2.0% 8.5% 2.9% 9.1% 11.7% 6.6% 3.6%

Design and development engineering 24.2% 30.8% 31.5% 29.8% 23.3% 14.0% 22.9% 2.7% 40.1% 30.7% 30.9% 19.6% 10.4% 17.9% 20.3%

Education, teaching, training 5.7% 1.0% 0.5% 0.9% 3.8% 0.3% 0.6% 60.1% 0.5% 1.2% 1.4% 0.0% 1.3% 0.3% 1.1%

Engineering support 6.3% 5.5% 4.2% 4.4% 1.9% 2.8% 4.9% 1.1% 5.4% 9.7% 3.2% 14.9% 8.4% 19.9% 5.0%

Management, general 3.4% 3.0% 1.9% 2.9% 2.0% 3.4% 3.4% 1.5% 2.8% 4.1% 3.7% 5.4% 5.2% 5.6% 4.9%

Management, technical 18.7% 16.3% 24.9% 23.4% 15.7% 10.8% 19.7% 4.4% 21.3% 18.1% 21.3% 18.8% 24.0% 24.0% 20.5%

Manufacturing and production 0.8% 0.5% 2.8% 0.2% 0.4% 0.0% 0.6% 0.1% 2.4% 0.2% 1.1% 2.2% 0.0% 0.1% 1.2%

Marketing, sales 2.2% 0.9% 0.9% 3.1% 1.1% 0.6% 0.6% 0.1% 7.0% 5.3% 0.3% 1.4% 0.0% 1.1% 2.7%

Operations, construction and maintenance 1.8% 0.2% 0.9% 0.8% 0.4% 0.9% 0.4% 0.6% 0.3% 2.7% 0.8% 8.7% 4.5% 8.2% 1.9%

Quality control, reliability, etc. 1.4% 1.3% 2.8% 1.3% 1.7% 0.1% 1.5% 0.1% 2.2% 1.2% 2.4% 1.4% 1.3% 1.1% 1.6%

Systems engineering 7.8% 19.7% 7.5% 11.2% 3.6% 4.8% 18.0% 0.8% 4.3% 4.6% 4.8% 4.7% 14.3% 7.8% 5.0%

Other job function 4.5% 2.5% 2.3% 4.1% 3.2% 1.7% 4.2% 3.0% 3.3% 3.4% 4.5% 2.5% 6.5% 5.1% 11.9%

2.2 ACADEMICS

Because the nature of academic employment differs

substantially from employment in industry or other types of

organizations, new questions were added to the survey in

2005 to better profile this small but important segment of

IEEE's U.S. membership. Ten percent of members in the

work force indicated that an academic (degree-granting)

institution was their primary employer as of 1 January 2010.

Of this group, 48% are on a nine- or 10-month contract, 37%

on an 11- or 12-month contract, and 16% on some other

arrangement.

The largest portion of this group (27%) are full

professors. About one in five (18%) are associate professors,

and another 15% are assistant professors. Fourteen percent

have a non-teaching research appointment. Forty percent are

tenured, with an additional 14% on a tenure track. The large

majority (76%) work at public or private institutions that

grant doctoral degrees.

2.3 THOSE NOT IN THE WORK FORCE OR

INVOLUNTARILY UNEMPLOYED

Last year, full-time student were the dominant group

among those not in the work force on the "anchor date" of 1

January 2010, but this year there are only 51 full-time

students compared to 318 retired and 32 voluntarily

unemployed.

Involuntarily Unemployed Engineers. The members in

the work force profiled in this report include the 537 (3.8%)

who indicated they are unemployed involuntarily,

presumably searching for work. This proportion is more than

double that reported in the last survey (1.8%).


3 INCOME STATISTICS

3.1 SOURCES AND AMOUNTS OF 2008 INCOME

As in prior surveys, earned income was measured for the

year preceding the survey's date of record — so the 2010

survey reports income earned in calendar year 2009.

Thirteen categories of income are measured, grouped

broadly into income from primary sources (salary,

commissions, bonuses, and net self-employment income)

and secondary sources (overtime pay, profit sharing,

supplemental earnings from other work, retirement and

Social Security benefits, and other earned income).

Exhibit 3-1 shows how 2009 earned income distributes

by category for each group of responding U.S. IEEE

members. For full-time workers who are employed or self-

employed, salary plus net self-employment income

constitutes the bulk of their earnings (over 90%, on average),

while those who have retired from a prior career and are still

working full time receive 73.9% of their total from

salary/self-employment income (with 17.7% coming from

retirement benefits plus Social Security). Those members

who are retired and not employed receive an average of

51.7% of their totals from retirement benefits plus Social

Security, with an additional 20.4% from profit sharing/other.

Compared with seven years ago (2001 survey), full-time

workers now depend significantly more on salary plus net

self-employment income (82.7% versus 90.0%), and earn

substantially less from commissions and bonuses (8.3%

versus 5.9%) and from profit sharing/other (5.2% versus

1.5%).

Exhibit 3-1

All Respondents (Excluding Consultants):

Sources of 2010 Total Earned Income by Employment Status

Percentage of 2010 Total Earned Income From ... Primary Sources Secondary Sources

Salary Commissions Overtime Retirement Profit Number + Self + + + Social Sharing of Cases Employment Bonuses Supplemental Security + Other

ALL RESPONDENTS (EXCLUDING CONSULTANTS) 14,187 88.3% 5.8% 1.5% 2.4% 2.0%

FULL-TIME WORKERS 12,825 90.0 5.9 1.4 1.2 1.5

In PATC 11,766 90.1 5.8 1.4 1.2 1.5 Not in PATC 1,059 89.3 6.1 1.2 1.7 1.8

Employed 12,612 90.3 5.9 1.4 1.0 1.5 Self-employed 101 81.2 6.5 3.1 4.0 5.2 Retired and employed 112 73.9 2.8 2.4 17.7 3.2

ALL OTHERS 1,362 61.5 4.1 2.9 21.1 10.4

Part-time workers 393 62.0 3.5 5.6 21.1 7.8 Employed 157 87.3 2.5 3.3 3.4 3.4 Self-employed 75 63.9 3.9 2.7 12.9 16.6 Retired and employed 161 41.7 4.2 8.4 37.8 7.9

Retired, not employed 318 23.5 2.8 1.5 51.7 20.4 Unemployed, voluntarily 63 86.1 5.6 0.3 0.7 7.3 Unemployed, involuntarily 537 82.0 5.4 1.5 3.9 7.2 Full-time student 51 93.8 0.8 3.0 0.0 2.4


Where sufficient responses were received (n ≥ 25), five

compensation statistics are presented:

� lowest decile (10% earn less)

� lower quartile (25% earn less)

� median (50% earn less)

� upper quartile (75% earn less)

� highest decile (90% earn less)

Exhibit 3-2 shows that within a given group of members

the variance in earned income is large, influenced as it is by

a host of factors: personal characteristics such as education,

certification, specialty, and experience; position

characteristics such as level of responsibility and supervision

requirements; employer characteristics such as organization

size and sector; and location. Considering members working

full time in their primary areas of technical competence

(PATC), we see typical (median) 2009 total earned income

of $118,000, while 10% earned less than $71,500 (lowest

decile) and 10% earned more than $187,640 (highest decile).

The middle half of engineers employed full time in their

PATC (upper minus lower quartile) ranges $58,000. Ranges

are even larger for those self-employed full time ($75,500).

Part-time workers also exhibit large variations, with an

interquartile range of more than $82,000.

Exhibit 3-2


2010 Total Earned Income from All Sources by Employment Status

Number Lowest Lower Upper Highest of Cases Decile Quartile Median Quartile Decile

ALL RESPONDENTS (EXCLUDING CONSULTANTS) 14,187 $62,500 $86,530 $115,000 $147,000 $186,500

FULL-TIME WORKERS 12,825 70,290 91,690 118,000 150,000 189,000

In PATC 11,766 71,500 92,000 118,000 150,000 187,640 Not in PATC 1,059 60,000 84,890 116,000 150,000 201,000

Employed 12,612 70,420 91,600 117,670 149,280 188,000 Self-employed 101 48,400 87,000 125,000 162,500 223,600 Retired and employed 112 80,670 107,330 137,710 179,000 223,370

ALL OTHERS 1,362 3,450 25,000 66,390 109,350 156,400

Part-time workers 393 20,000 42,320 80,000 125,000 170,000 Employed 157 12,000 31,630 79,000 120,690 160,800 Self-employed 75 12,730 34,600 58,000 105,550 165,600 Retired and employed 161 30,220 60,500 93,500 135,250 190,460

Retired, not employed 318 5,930 33,710 68,830 100,400 153,890 Unemployed, voluntarily 63 0 0 10,000 78,580 134,220 Unemployed, involuntarily 537 180 20,000 62,000 109,400 145,100 Full-time student 51 0 15,000 22,800 40,000 68,600


Speculating about the value of stock options. Nearly

one in five (18%) of the IEEE's U.S. non-consultant

members in the work force reported they received stock

options in 2009 from their employers, a figure down 14

points from 2000 and down two from the last survey. The

value of these options can only be estimated; their final

worth cannot be known until they are exercised and the

stock is sold. For those who received them, the median

estimated present value of options was $5,000. Seventeen

percent of those granted options in 2009 say their options are

currently worthless. That’s an improvement over last year

when 25% reported worthless stock options.

Medians are the preferred measure for most analyses of

income because they are not affected by extreme cases. The

statistics for options represent a case in point. If one

computes arithmetic averages instead of medians, the

estimate of "typical" value for 2009 options shoots up to

nearly $26,000, because a few members estimated that the

present value of their awards was much higher than most

others. Eleven percent of those getting these incentives

reported estimated present option values of $50,000 or more.

3.2 PRIMARY INCOME IN 2009, FOR THOSE

WORKING FULL TIME IN THEIR

PRIMARY AREA OF TECHNICAL

COMPETENCE

The rest of Section 3 is devoted to a detailed look at the

largest group of people in the study, the 11,766 members

who were working full time in their PATC as of 1 January

2010 and did not indicate half or more of their personal

earned income in calendar year 2009 came from fee-based

consulting. These respondents account for more than nine in

ten (92%) of the full-time workers responding to the survey.

Moreover, as appropriately placed people, they are a useful

benchmarking population, from both employer and

employee perspectives. In examining these full-time, non-

consultant specialists, the income figures in this section of

the report reflect only compensation from primary sources

— salary, commissions or bonuses, and net pre-tax income

from self-employment. Additional income from secondary

sources is excluded (such as overtime work, second jobs,

profit-sharing plans, Social Security, and retirement

benefits). This approach provides a consistent way to

compare basic pay for different employment situations.

Primary Areas of Technical Competence. Exhibit 3-3

provides statistics on income from primary sources for ten

broad areas of technical competence, as well as subgroups

within these broad areas. As in the prior year, median 2009

primary compensation is highest for those in the broad

Communications Technology specialty ($127,330) and

lowest for those in Industrial Applications ($104,000).

Specific subspecialties that are particularly lucrative

(based on median primary income) include Geoscience and

Remote Sensing, Engineering Management; Consumer

Electronics, and Solid-State Circuits (all over $130,000 per

year). The least remunerative subspecialties include

Education; Robotics and Automation; and Industrial

Electronics (all under $100,000).


Exhibit 3-3

Those Working Full Time in Their PATC (Excluding Consultants):

2009 Primary Income by Primary Area of Technical Competence


TOTAL 11,766 $69,000 $90,000 $113,500 $144,000 $177,860

CIRCUITS AND DEVICES 1,816 72,090 94,600 120,000 150,000 185,000 Circuits and Systems 661 66,000 85,800 112,100 143,480 178,500 Components, Packaging and and Manufacturing Technology 153 72,800 95,000 119,000 141,000 193,060 Electronic Devices 308 64,900 93,630 120,000 149,680 187,660 Lasers and Electro-Optics 135 70,600 100,000 128,000 151,000 180,000 Solid-State Circuits 468 88,900 105,000 131,520 161,750 193,050 Other 91 74,650 90,000 117,000 146,500 192,180

COMMUNICATIONS TECHNOLOGY 1,100 75,050 98,000 127,330 155,000 191,990 Broadcast Technology 53 64,000 90,110 110,000 136,750 204,800 Communications 784 76,850 100,000 127,900 156,000 192,500 Consumer Electronics 110 75,160 100,590 132,280 162,240 201,800 Vehicular Technology 42 65,120 85,380 105,880 134,000 155,950 Other 111 74,840 101,000 136,000 154,590 188,440

COMPUTERS 2,742 69,000 90,000 115,000 145,160 179,950 Hardware 386 72,640 94,650 120,900 154,300 189,600 Non-Internet Software Development 1,118 70,470 90,910 115,000 142,000 171,010 Non-Internet Systems Analysis/Integration 324 70,080 90,230 115,000 140,000 171,750 Non-Internet Software Applications Including Database Admin. 144 60,800 77,850 101,000 132,000 159,980 Internet/Web Development/Applications 356 66,000 89,180 117,000 150,280 186,300 Other 414 61,600 86,710 114,000 149,000 187,780

ELECTROMAGNETICS AND RADIATION 592 73,820 91,500 115,530 144,180 181,000 Antennas and Propagation 169 70,000 88,370 115,000 145,510 188,000 Electromagnetic Compatibility 87 69,600 90,000 110,000 132,000 157,000 Magnetics 33 77,000 96,900 124,000 142,000 168,800 Microwave Theory and Techniques 145 75,080 96,000 114,560 142,750 177,400 Nuclear and Plasma Sciences 84 76,250 91,360 120,000 152,750 189,490 Other 74 66,980 85,830 113,700 157,250 224,250

ENERGY AND POWER ENGINEERING 2,268 65,000 82,000 104,710 127,490 160,000

ENGINEERING AND HUMAN ENVIRONMENT 253 74,670 94,700 120,600 150,500 184,600 Education 30 56,130 64,500 84,100 114,500 140,920 Engineering Management 162 92,560 108,980 135,000 169,860 197,640 Professional Communication 4 - - - - - Reliability 31 62,400 79,500 110,000 141,000 150,600 Social Implications of Technology 13 - - - - - Other 13 - - - - -

INDUSTRIAL APPLICATIONS 462 71,400 85,750 104,000 128,250 155,810 Dielectrics and Electronic Systems 17 - - - - - Industry Applications 183 73,800 90,000 105,000 132,000 159,520 Instrumentation and Measurement 133 68,520 84,750 103,000 124,400 151,800 Power Electronics 91 74,200 82,500 104,000 134,000 160,320 Other 38 59,970 77,750 92,470 117,750 136,220

SIGNALS AND APPLICATIONS 787 72,800 94,900 116,000 146,770 179,040 Aerospace and Electronic Systems 220 73,310 94,230 116,000 150,000 187,010 Geoscience and Remote Sensing 61 86,070 106,000 136,000 171,060 207,600 Oceanic Engineering 24 - - - - - Signal Processing 402 73,000 93,000 115,000 145,000 175,700 Ultrasonics, Ferroelectrics and Frequency Control 37 49,420 81,910 105,000 133,690 163,750 Other 43 67,000 96,000 120,000 145,000 178,020

SYSTEMS AND CONTROL 1,059 64,470 85,000 108,000 138,000 171,000 Control Systems 444 66,150 84,130 105,000 130,750 165,100 Engineering in Medicine and Biology 188 50,000 85,000 111,350 147,750 188,200 Industrial Electronics 66 62,850 73,500 95,750 120,250 136,370 Information Theory 24 - - - - - Robotics and Automation 152 60,300 76,060 96,210 127,090 160,420 Systems, Man and Cybernetics 71 70,240 99,500 120,000 152,600 179,800 Other 114 74,500 99,130 128,380 160,000 221,500

OTHER 687 66,700 90,000 115,000 150,000 185,140


Exhibit 3-4


2009 Primary Income by Level of Professional Responsibility


TOTAL 11,766 $69,000 $90,000 $113,500 $144,000 $177,860

Level 1 (GS-5, Entry Level ) 225 48,000 54,700 61,540 70,060 80,000 Level 2 (GS-7) 525 52,000 60,110 70,000 82,000 97,040 Level 3 (GS-9/Instructor) 814 56,050 66,000 79,000 92,400 110,000

Level 4 (GS-11/ Asst. Professor) 1,717 66,860 80,000 95,500 112,000 131,100 Level 5 (GS-12/Assoc. Professor) 2,047 80,000 95,000 112,000 133,500 156,000 Level 6 (GS-13/Full Professor) 2,627 90,000 104,000 122,730 148,000 171,580

Level 7 (GS-14/ Distinguished Professor / Academic Department Head 1,327 100,080 117,440 138,000 170,000 203,870 Level 8 (GS-15/ Academic Department Head / Dean 847 106,950 130,000 153,000 185,000 225,400 Level 9 (>GS-15/Dean) 359 111,000 144,000 174,000 216,200 260,000

Not Employed as Engineer 805 61,000 85,000 116,500 154,590 200,000

Professional engineering responsibility. Primary

income reported for nine levels of professional engineering

responsibility are shown in Exhibit 3-4. The effect of

position responsibility is a powerful one, with a range of

about $112,000 separating those working at entry level

(Level 1) from those working at the highest level (Level 9).

But the gap has grown a bit smaller compared to last year

when Level 9 earned a median primary income more than

three times greater than entry level.

Overall experience and years with the current employer.

Exhibits 3-5 and 3-6 provide information on the effects of

experience. The data in Exhibit 3-5 are for overall years of

professional and managerial experience in electrical,

electronics, and computer engineering or related technical

fields, not counting time in school. As in the past, results

conform roughly to the classic maturity curves of engineering

compensation, in which values rise regularly from entry level

to roughly the 20-25 years level, but flatten thereafter.

Exhibit 3-5


2009 Primary Income by Years of Professional/Managerial Experience


TOTAL 11,766 $69,000 $90,000 $113,500 $144,000 $177,860

Less than 2 361 45,080 55,000 66,500 83,500 105,000 2 341 50,000 59,380 70,000 92,450 114,140 3 - 4 649 56,000 64,000 76,510 94,740 115,200

5 - 6 640 60,000 70,000 82,000 100,190 120,900 7 - 9 742 67,520 79,000 94,000 115,360 138,000 10 - 14 1,385 75,000 90,000 109,000 134,390 159,540

15 - 19 1,428 80,000 97,000 119,760 146,000 178,510 20 - 24 1,762 86,550 103,630 125,000 153,280 189,670 25 - 29 1,810 90,000 107,000 129,640 160,000 198,450

30 - 34 1,461 89,330 105,580 129,020 156,000 199,000 35 - 39 781 89,000 104,000 127,000 162,000 200,000 40 - 44 332 84,300 104,670 128,900 157,740 185,000 45 or more 47 62,280 90,760 116,000 157,000 198,400

NOTE: Undergraduate or graduate school not counted as experience.


Exhibit 3-6


2009 Primary Income by Years with Current Employer


TOTAL 11,766 $69,000 $90,000 $113,500 $144,000 $177,860

Less than 2 1,604 55,370 72,000 96,860 125,880 160,000 2 1,257 61,000 76,500 102,000 135,000 169,000 3 - 4 1,842 63,000 78,790 104,450 137,000 167,850 5 - 6 1,327 70,000 85,690 109,000 140,000 174,010 7 - 9 1,327 76,060 93,000 115,500 145,000 178,800 10 - 14 1,677 83,000 99,000 119,560 149,000 181,900

15 - 19 760 82,000 101,630 123,890 150,000 185,000 20 - 24 818 91,860 106,670 128,290 156,000 194,590 25 - 29 610 91,550 109,540 128,500 160,050 198,000

30 - 34 361 95,100 109,000 130,730 163,700 198,920 35 - 39 147 94,420 107,300 133,000 165,000 210,080 40 - 44 32 97,550 114,060 137,750 164,110 186,890 45 or more 4 - - - - -

The tailing off of rates for the most experienced members is

a common characteristic of technical pay and is related to a

propensity for many of the best-paid people to either rise

into general management, leave engineering altogether, or

take early retirement. In any event, some of the most highly

paid persons are removed from the groups of very

experienced engineers. Time with the current employer,

shown in Exhibit 3-6, follows a similar, though less obvious

pattern.

Effects of the size of employing organizations. Differences

in primary income for various sizes of employers among

non-consultants are shown in Exhibit 3-7. The largest firms

tend to pay best for the bulk of earners — $6,500 per year

more than the grand median. The data show that very small

firms (up to 10 employees) offer the least favorable median

incomes.

Exhibit 3-7


2009 Primary Income by Size of Employer


TOTAL 11,766 $69,000 $90,000 $113,500 $144,000 $177,860

1 to 10 employees 468 54,360 74,250 101,500 136,000 187,480 11 to 50 employees 1,043 63,000 85,000 110,000 140,000 180,000 51 to 500 employees 2,244 65,000 85,000 108,330 139,950 177,000

501 to 10,000 employees 4,471 70,000 90,000 114,000 144,000 175,000 More than 10,000 employees 3,365 76,260 97,000 120,000 148,690 180,340

NOTE: Based on total number of U.S. employees at all locations.


Exhibit 3-8


2009 Primary Income by Sector


TOTAL 11,766 $69,000 $90,000 $113,500 $144,000 $177,860

Private Industry: Defense 1,585 75,000 97,590 123,000 151,000 186,000 Private Industry: Other than Defense or Utilities 6,123 73,500 93,680 118,500 150,000 184,000 Utilities 1,395 66,000 82,560 104,000 124,240 150,000

Federal Government: Defense 423 73,850 91,500 114,260 141,800 162,600 Federal Government: Other than Defense 280 65,240 87,320 111,610 135,350 154,970 State or Local Government 157 59,810 70,000 89,000 107,000 125,950

Educational Institution 1,180 52,000 72,000 94,580 126,000 162,740 Non-Profit Institution Except Education 247 69,630 90,000 118,300 150,000 175,000

Other 376 65,700 84,000 111,900 143,290 182,900

Exhibit 3-9


2009 Primary Income by Line of Business


TOTAL 11,766 $69,000 $90,000 $113,500 $144,000 $177,860

Aerospace 865 70,680 95,000 119,600 150,000 175,140 Automotive 185 71,800 83,500 102,000 123,590 141,400 Communications 1,226 81,280 104,380 128,000 155,540 192,000

Computers 1,258 75,000 97,500 125,000 156,540 191,040 Consulting 605 64,030 83,000 108,000 140,000 168,400 Defense (except Aerospace) 1,108 76,500 98,000 120,250 147,710 178,000

Education 890 57,000 74,940 96,000 126,060 167,640 Electrical/Electronic Manufacturing 1,648 72,000 92,530 116,000 145,000 180,000 Electrical/Electronic Services 375 56,680 75,000 100,000 129,240 170,000

Medical 548 63,950 86,050 109,380 140,000 185,000 Metals 33 69,260 81,610 95,600 105,060 145,200 Petroleum/Chemical 242 77,460 95,300 123,050 152,180 182,000

Transportation 138 61,930 73,980 99,970 130,500 163,960 Utilities 1,427 67,080 83,000 103,110 124,000 150,000

Other 1,218 65,490 87,000 114,000 144,100 178,040


Employer sector and line of business. Exhibits 3-8 and

3-9 show income variations for some basic characteristics of

employers. Exhibit 3-8 provides data on several types of

private and public organizations, ranked according to median

primary incomes. Similar to last year, top 2009 primary

incomes were earned by those working in private industry

(defense or otherwise), the federal government (defense), and

non-profit institutions (other than education). As has been

true in recent surveys, those working in state or local

government or educational institutions typically earn the

least.

The most lucrative lines of business are currently

Communications, Computers, and Petroleum/Chemical.

Those working in Education, Metals, or Transportation

typically earn the least.

Primary job functions. Compensation fluctuations

among the various job functions of IEEE's U.S. members

working in their PATC are listed in Exhibit 3-10. As usual,

members whose roles emphasize management lead all others

in compensation: general managers earned a median of

$152,780 in income from primary sources, while technical

managers earned a median of $137,520. Those in

marketing/sales were right up there, too, earning $131,220.

Lowest median wages belong to the job functions of

manufacturing and production; engineering support;

operations, construction and maintenance; quality control,

reliability, etc.; and education, teaching, training — all

below $100,000.

Exhibit 3-10


2009 Primary Income by Primary Job Function


TOTAL 11,766 $69,000 $90,000 $113,500 $144,000 $177,860

Administration/personnel services 15 - - - - - Basic research 782 53,000 82,410 109,000 141,000 174,170 Computer programming, systems software engineering 1,236 65,000 83,000 104,000 130,000 157,990

Consulting 666 64,040 86,000 109,350 140,000 173,000 Design and development engineering 3,007 67,150 86,560 110,000 135,000 161,680 Education, teaching, training 627 62,380 77,000 95,330 126,000 162,160

Engineering support 743 62,850 76,000 98,000 116,500 138,790 Management, general 345 94,250 115,500 152,780 200,000 243,850 Management, technical 2,248 95,000 114,520 137,520 169,000 205,000

Manufacturing and production 90 70,000 82,000 99,450 119,540 141,010 Marketing, sales 244 80,000 101,630 131,220 165,000 204,500 Operations, construction and maintenance 213 67,120 78,760 97,000 115,250 146,820

Quality control, reliability, etc. 153 61,600 77,500 96,000 113,500 140,600 Systems engineering 946 72,700 92,000 113,140 138,740 165,890

Other 451 66,890 87,600 110,000 144,000 185,000


Exhibit 3-11


2009 Primary Income by Age

25 - 29 30 - 34 35 - 39 40 - 44 45 - 49 50 - 54 55 - 59 60 - 64 65+

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

$160,000

$180,000

lower quartile

median

upper quartile

Age, education, gender and ethnicity. Primary income

quartiles and medians by age for those working full time in

their PATC are shown in the bar chart (Exhibit

3-11). These data are similar to those for years of

professional and managerial experience (Exhibit 3-5), with

noteworthy growth in early years leading to the start of a

plateau in middle age. Also noteworthy is how the range of

compensation expands with age: from an interquartile range

of about $24,000 at ages 25-29 to a range of closer to

$55,000 for those 55 and older.

2009 primary income statistics by the highest degree

held by U.S. IEEE members working in their PATC are

reported in Exhibit 3-12. At the top are those with law

degrees, with median primary incomes of $150,000 a year,

and MBAs, earning $124,900. PhDs are not far behind

MBA’s, with median earnings of 122,500. Those holding an

MSEE or MSCE report a median of $117,500, which

represents a premium of more than $15,000 over the median

earned by those holding a BSEE or BSCE as their highest

degree.

Constituting only 7% of all members working full time

in their PATC, women continue to trail men in primary

income — even when experience is controlled for.

Exhibit 3-14 shows that median 2009 primary income is

highest among non-Hispanic Whites, followed most closely

by Asian/Pacific Islanders. In contrast, the relatively small

number of Hispanics and non-Hispanic African Americans

report median incomes roughly $10,000 below the grand

median.


Exhibit 3-12


2009 Primary Income by Highest Degree Earned


TOTAL 11,766 $69,000 $90,000 $113,500 $144,000 $177,860

PhD 3,214 75,000 96,000 122,500 153,660 191,000 JD 31 69,180 100,000 150,000 185,000 233,600

MBA 614 84,000 100,030 124,900 154,010 200,780 MSEE or MSCE 2,457 75,650 95,000 117,500 146,000 179,680 Other Master's 964 72,000 92,000 115,240 144,390 171,320

BSEE or BSCE 3,198 63,000 79,650 102,020 128,370 160,810 BSCS 249 62,000 83,500 110,000 132,500 164,500 BET or BSET 213 58,000 73,680 92,500 110,680 138,340

Other Bachelor's 373 65,780 85,000 108,000 140,000 171,200 BA 178 61,900 81,880 109,350 140,000 178,400 Two-year 119 55,000 72,000 93,500 125,000 160,000

Exhibit 3-13


2009 Primary Income by Gender and Experience

Number of Cases Lower Quartile Median Upper Quartile Men Women Men Women Men Women Men Women

TOTAL 10,970 796 $90,000 $77,000 $115,000 $100,000 $145,000 $125,380

Less than 3 years 610 92 57,770 60,190 67,000 72,250 86,780 89,500 3 - 4 580 69 64,000 62,500 76,660 75,000 94,450 97,050 5 - 6 567 73 70,000 70,750 82,000 82,320 101,000 96,050 7 - 9 664 78 79,000 76,880 95,000 89,100 115,740 112,360

10 - 14 1,258 127 90,820 85,000 110,000 103,000 135,000 127,000 15 - 19 1,337 91 97,600 89,450 120,000 105,000 147,900 128,550 20 - 24 1,659 103 104,750 95,000 125,000 111,000 155,000 138,100 25 - 29 1,702 108 107,000 105,720 129,750 127,250 160,000 157,750

30 - 34 1,419 42 105,650 105,000 129,310 124,500 156,110 155,000 35 - 39 775 6 104,000 - 127,000 - 162,000 - 40 - 44 326 6 104,890 - 129,350 - 158,030 - 45 years or more 46 1 90,570 - 116,000 - 149,610 -

Exhibit 3-14


2009 Primary Income by Ethnic Background


TOTAL 11,766 $69,000 $90,000 $113,500 $144,000 $177,860

African American (not Hispanic origin) 194 58,800 78,000 105,500 131,830 153,400 American Indian or Alaskan Native 37 58,010 90,140 111,800 151,060 179,600 Asian or Pacific Islander 1,675 68,070 88,000 112,000 141,440 174,730

Hispanic 361 63,000 83,000 102,500 130,000 162,000 White (not Hispanic origin) 9,201 69,850 90,000 114,500 145,000 179,900

Other 244 73,150 91,520 114,100 135,000 175,000


Regional variations in primary income. Exhibits 3-15a

and 3-15b report variations in primary income ranges by

region — in terms of IEEE's six U.S. regions, and in terms of

the nine divisions defined by the Census Bureau. In terms of

IEEE regions, those in Region 6 (West) and Region 1

(Northeast) fare substantially better than those in Region 3

(Southeast) or Region 4 (Central), with gaps of over $19,000

in median primary income. Census divisions tell a similar

story, with those in the Pacific (AK, HI, WA, OR, CA) and

New England (CT, RI, MA, VT, NH, ME) states faring more

than $17,000 per year better than those in the East South

Central (KY, TN, MS, AL), East North Central (WI, IL, MI,

IN, OH), or West North Central (ND, SD, NE, KS, MN, IA,

MO) states. However, it is also the case that costs of living in

the West and Northeast are significantly higher than

elsewhere.

Exhibit 3-15a


2009 Primary Income by IEEE Region


TOTAL 11,766 $69,000 $90,000 $113,500 $144,000 $177,860

1 - Northeast 1,795 72,000 93,790 119,390 146,000 184,700 2 - East 1,675 68,070 89,000 114,680 145,000 170,080 3 - Southeast 1,953 63,680 84,000 106,100 135,000 170,000

4 - Central 1,438 62,850 78,120 99,960 125,000 153,000 5 - Southwest 1,743 67,440 87,000 110,000 138,660 171,620 6 - West 3,162 77,000 99,240 125,000 156,630 190,000

Exhibit 3-15b


2009 Primary Income by U.S. Census Division


TOTAL 11,766 $69,000 $90,000 $113,500 $144,000 $177,860

New England 967 71,740 95,000 120,000 146,000 182,000 Middle Atlantic 1,486 69,300 89,830 113,000 142,460 175,000 East North Central 1,360 63,000 79,860 100,000 125,000 155,000

West North Central 717 61,880 77,000 98,000 123,790 150,140 South Atlantic 2,108 68,200 89,000 114,330 144,000 176,000 East South Central 415 62,060 80,970 102,600 125,000 154,620

West South Central 1,146 67,280 87,840 114,500 145,000 179,620 Mountain 1,036 71,000 89,080 110,000 135,000 165,000 Pacific 2,530 80,000 102,000 129,000 160,000 195,000

IEEE Regions


Exhibit 3-16


2009 Primary Income by State


TOTAL 11,766 $69,000 $90,000 $113,500 $144,000 $177,860

Alabama 151 70,000 85,000 106,000 126,360 154,870 Alaska 32 74,040 89,580 112,000 140,550 181,330 Arizona 286 70,770 90,000 110,850 140,000 170,000 Arkansas 45 63,130 79,580 100,840 131,250 192,800 California 1,882 85,000 107,000 135,000 165,000 200,000

Colorado 393 72,570 90,460 110,000 134,770 164,260 Connecticut 111 69,200 90,000 110,860 136,600 166,580 Delaware 31 80,560 97,810 113,000 140,000 167,400 District of Columbia 79 78,750 103,630 127,000 149,500 163,000 Florida 418 61,980 83,600 104,000 132,010 165,510

Georgia 262 62,120 84,750 108,120 134,590 176,880 Hawaii 33 74,800 85,500 108,160 140,500 170,800 Idaho 69 67,500 83,270 99,000 121,750 143,000 Illinois 381 65,500 87,260 110,000 135,960 169,000 Indiana 180 60,000 70,220 90,000 118,750 145,260

Iowa 68 52,940 63,500 94,170 123,930 154,530 Kansas 76 56,700 67,370 94,750 128,320 158,300 Kentucky 70 62,220 75,880 102,740 122,250 172,960 Louisiana 79 60,000 80,330 115,000 144,000 190,000 Maine 30 56,100 73,770 94,250 111,000 167,400

Maryland 446 75,250 98,300 124,160 150,300 178,600 Massachusetts 670 75,370 100,000 123,450 150,000 185,000 Michigan 259 64,970 82,000 100,500 121,000 146,000 Minnesota 313 65,000 83,000 101,000 130,000 154,930 Mississippi 53 55,980 72,500 102,600 126,070 152,870

Missouri 147 64,980 80,000 98,000 123,410 150,300 Montana 30 51,450 73,750 99,000 112,500 129,500 Nebraska 58 67,620 79,800 98,250 120,750 150,100 Nevada 33 72,320 87,150 109,210 135,400 172,800 New Hampshire 94 63,880 77,380 110,500 138,150 165,000

New Jersey 406 74,000 93,150 118,000 149,000 176,300 New Mexico 124 78,000 96,150 119,000 144,750 167,000 New York 585 72,000 92,000 116,950 145,000 189,200 North Carolina 300 71,550 89,000 110,000 139,000 169,350 North Dakota 37 58,170 65,150 78,000 98,500 120,070

Ohio 318 63,930 79,830 99,000 127,710 162,100 Oklahoma 60 54,880 66,630 91,000 112,180 136,870 Oregon 199 70,740 90,000 108,700 135,000 167,000 Pennsylvania 495 63,710 83,000 107,000 133,000 160,000 Rhode Island 31 67,100 76,600 107,500 140,000 154,600

South Carolina 89 63,000 79,700 97,000 125,000 170,500 Tennessee 141 59,260 80,000 96,000 124,080 154,200 Texas 962 72,000 92,000 116,120 147,100 179,780 Utah 93 62,800 85,240 110,000 130,540 153,500 Vermont 31 73,650 98,500 114,000 155,000 189,010

Virginia 466 74,170 91,820 125,250 155,000 190,000 Washington 384 70,000 91,930 112,100 138,000 170,370 Wisconsin 222 63,000 75,200 93,750 117,000 147,100

NOTE: Results suppressed where n<25.


Exhibit 3-16 shows primary income for those working

full time in their PATC by state (where at least 25 responses

were received). The top ten states for 2009 median income

are California, District of Columbia, Virginia, Maryland,

Massachusetts, New Mexico, New Jersey, New York, Texas,

and Louisiana ($115,000 or more each). The bottom ten are

Missouri, South Carolina, Tennessee, Kansas, Maine, Iowa,

Wisconsin, Oklahoma, Indiana, and North Dakota ($98,000

or less).

Because of the high levels of participation (11,766

members working full time in their PATC), statistics on

primary compensation can be meaningfully calculated for 75

U.S. metropolitan areas (Exhibit 3-17). Using median

primary income as the measure, the best-paying U.S. cities

include San Jose, San Francisco, Santa Ana, Los Angeles,

Oakland, Washington DC, Oxnard (CA), Baltimore,

Sacramento, and Boston — all reporting medians of

$125,000 or more. Cities where compensation is lowest

include Norfolk, Akron, Grand Rapids, Madison,

Milwaukee, Oklahoma City, Indianapolis, Charleston, Tulsa,

and Nashville, all less than $96,000.

Exhibit 3-18 examines primary compensation for

portions of states outside of reported metropolitan areas

(where n ≥ 25).

Note that these geographic analyses must be interpreted

cautiously. Differences in engineering pay from one area to

the next may be caused by variations in the industrial

makeup of each region; if the locals tend to be specialists in

communications technology, while you are in power

engineering, then reports about the pay of other IEEE

members in the area may be misleading.

Exhibit 3-17


2009 Primary Income by Metropolitan Area


TOTAL 11,766 $69,000 $90,000 $113,500 $144,000 $177,860

Akron, OH 26 55,700 74,260 95,000 129,750 162,020 Albany, NY 73 70,280 93,500 118,000 143,040 193,400 Albuquerque, NM 90 78,200 99,210 119,000 145,480 169,380 Allentown, PA 47 60,800 100,000 115,000 136,000 159,240 Atlanta, GA 231 62,590 85,000 110,000 136,000 179,600

Atlantic City, NJ 55 59,700 85,620 110,000 145,800 169,600 Austin, TX 240 74,890 98,180 122,000 149,730 178,810 Baltimore, MD 179 78,000 102,000 126,700 155,000 184,000 Birmingham, AL 33 76,200 86,600 105,000 116,280 148,110 Boise, ID 34 71,000 83,340 100,000 118,320 140,930

Boston, MA 466 82,000 103,380 125,000 152,000 191,450 Cedar Rapids, IA 27 57,390 61,780 108,970 126,000 145,420 Charleston, SC 25 55,040 68,920 90,000 110,380 155,200 Charlotte, NC 48 75,770 91,630 101,520 126,750 167,300 Chicago, IL 274 65,750 87,750 111,940 141,000 170,800

Cincinnati, OH 52 76,100 92,880 110,000 157,500 171,450 Cleveland, OH 80 65,000 79,500 99,000 119,700 139,600 Colorado Springs, CO 64 80,500 93,550 107,770 132,160 153,930 Columbus, OH 65 62,440 77,300 97,000 130,750 165,280 Dallas, TX 307 75,180 96,000 117,000 146,000 172,160

Dayton, OH 55 64,760 81,120 100,500 140,000 158,600 Denver, CO 321 71,720 90,000 111,590 136,390 166,040 Detroit, MI 174 67,810 85,880 105,110 124,400 152,400 Ft. Worth, TX 43 73,120 87,270 109,340 140,000 189,560 Grand Rapids, MI 34 61,950 68,890 93,650 109,280 147,200

continued on next page ...


Exhibit 3-17


2009 Primary Income by Metropolitan Area


... continued from previous page Greensboro, NC 25 76,290 93,100 112,500 125,000 178,800 Greenville, SC 27 70,890 88,000 96,000 130,000 202,190 Hartford, CT 36 68,800 92,950 120,100 136,130 190,600 Honolulu, HI 33 74,800 85,500 108,160 140,500 170,800 Houston, TX 238 74,580 92,210 122,500 157,730 187,150

Huntsville, AL 78 70,000 91,500 115,500 137,900 176,300 Indianapolis, IN 61 60,290 72,250 92,000 116,000 139,600 Kansas City, MO/KS 87 58,150 65,050 97,500 125,000 152,360 Knoxville, TN 46 66,400 89,740 109,750 135,030 171,900 Lexington, KY 31 65,200 87,500 101,500 118,000 153,490

Los Angeles, CA 312 79,440 100,780 130,000 162,000 204,200 Madison, WI 45 60,000 75,000 93,000 123,500 146,600 Manchester, NH 52 69,300 82,000 110,500 140,250 167,000 Miami, FL 44 63,650 86,930 107,750 124,550 213,500 Milwaukee, WI 122 61,320 75,000 92,850 112,340 146,800

Minneapolis, MN 254 65,000 86,000 104,750 134,050 157,400 Nashville, TN 37 55,890 66,850 88,500 122,500 186,400 New Brunswick, NJ 51 81,000 99,400 116,900 150,000 196,800 New York, NY (+ NJ/CT suburbs) 418 70,000 91,500 119,470 150,000 200,000

Norfolk, VA 50 62,010 76,250 95,080 122,000 166,580 Oakland, CA 129 82,000 108,500 130,000 157,370 182,500 Oklahoma City, OK 32 43,980 61,320 92,520 111,680 145,500 Omaha, NE 39 71,500 85,500 100,000 119,000 151,000 Orlando, FL 86 66,050 80,400 109,500 139,250 166,600 Oxnard, CA 56 76,330 99,760 127,000 144,950 164,000

Philadelphia, PA 166 65,940 85,960 110,000 140,210 170,820 Phoenix, AZ 207 70,660 94,000 114,000 145,000 173,400 Pittsburgh, PA 168 60,000 79,250 99,880 129,500 156,380 Portland, OR/WA 217 71,630 90,000 107,500 134,500 167,240 Raleigh, NC 194 70,750 90,150 115,000 148,250 174,350

Rochester, NY 67 69,300 82,000 105,000 123,000 150,000 Sacramento, CA 61 72,280 101,500 126,000 160,000 199,000 Salt Lake City, UT 72 68,380 85,120 110,000 131,520 150,880 San Antonio, TX 43 61,600 74,740 96,000 130,000 180,400 San Diego, CA 195 72,210 100,000 121,000 153,500 190,000

San Francisco, CA 416 94,350 113,630 141,000 170,000 205,000 San Jose, CA 453 100,000 125,000 150,000 179,600 219,600 Santa Ana, CA 141 80,000 100,500 135,000 162,000 195,800 Seattle, WA 284 70,960 96,000 115,220 143,000 172,500 Spokane, WA 25 47,800 81,000 107,790 120,240 211,320

St. Louis, MO 73 75,630 91,970 105,000 129,000 168,300 Syracuse, NY 29 72,000 90,030 108,000 129,000 168,380 Tampa, FL 69 59,050 82,500 100,300 119,750 160,000 Trenton, NJ 55 63,400 92,500 115,000 150,000 180,750 Tucson, AZ 72 68,420 85,000 108,550 129,880 169,940

Tulsa, OK 26 57,480 73,000 89,640 115,450 147,800 Washington, DC (+ MD/VA suburbs) 638 78,600 103,380 130,000 156,000 189,940 West Palm Beach, FL 34 71,250 91,750 106,080 140,630 193,440 Wilmington, DE 28 80,180 98,360 113,750 139,890 171,200 Worcester, MA 37 63,000 88,000 112,000 125,750 157,600



Exhibit 3-18


2009 Primary Income by Non-Metropolitan Area


TOTAL 11,766 $69,000 $90,000 $113,500 $144,000 $177,860

Alabama (other than Birmingham, Huntsville) 40 60,530 75,130 86,760 119,610 144,270

California (other than Los Angeles, Oakland, Oxnard, Sacramento, San Diego, San Francisco, San Jose, Santa Ana) 119 70,000 85,000 112,500 138,600 167,000

Connecticut (other than Hartford, NYC suburbs) 49 69,000 89,500 116,000 140,500 167,500

Florida (other than Miami, Orlando, Tampa, W Palm Beach) 185 57,600 78,060 103,500 132,520 162,700

Georgia (other than Atlanta) 31 58,400 68,200 99,350 117,000 138,780

Idaho (other than Boise) 35 61,000 83,000 95,000 129,000 156,100

Illinois (other than Chicago) 107 63,800 87,000 103,000 122,680 163,600

Indiana (other than Indianapolis) 119 60,000 69,000 89,000 119,500 154,000

Iowa (other than Cedar Rapids) 41 52,520 68,500 93,000 120,620 159,560

Kansas (other than Kansas City) 26 51,750 65,890 91,140 111,380 161,450

Kentucky (other than Lexington) 39 61,410 74,200 111,430 129,000 198,000

Massachusetts (other than Boston, Worcester) 167 73,200 95,500 123,360 147,680 178,400

Michigan (other than Detroit, Grand Rapids) 51 65,180 73,000 94,500 111,830 140,800

Minnesota (other than Minneapolis) 59 65,000 73,000 95,550 121,000 142,790

Missouri (other than Kansas City, St Louis) 37 64,430 75,900 91,000 114,600 141,000

New Hampshire (other than Manchester) 42 62,000 73,130 107,940 136,280 170,460

New Jersey (other than Atlantic City, New Brunswick, Trenton, NYC suburbs) 138 82,430 108,000 130,000 155,100 185,480

New Mexico (other than Albuquerque) 34 74,680 87,500 118,540 145,230 167,750

New York (other than other than Albany, NYC, Rochester, Syracuse) 131 74,040 85,500 108,340 130,000 166,200

North Carolina (other than Charlotte, Greensboro, Raleigh) 33 64,000 76,180 97,830 115,550 132,360

Ohio (other than Akron, Cincinnati, Cleveland, Columbus, Dayton) 40 55,670 68,130 84,750 105,790 137,260

Pennsylvania (other than Allentown, Philadelphia, Pittsburgh) 114 63,460 78,390 101,500 125,310 156,200

South Carolina (other than Charleston, Greenville) 37 63,840 82,790 100,000 128,070 168,640

Tennessee (other than Knoxville, Nashville) 58 60,950 78,300 95,650 117,630 139,550

Texas (other than Austin, Dallas, Ft Worth, Houston, San Antonio) 91 48,000 72,000 97,700 117,500 155,160

Virginia (other than Norfolk, DC suburbs) 227 75,000 90,000 115,500 150,000 190,200

Washington (other than Seattle, Spokane, Portland area) 36 67,290 89,250 115,500 136,920 168,580

Wisconsin (other than Madison, Milwaukee) 55 66,180 76,000 98,000 125,000 150,800



3.3 DETAILED INCOME TABULATIONS

The tabulations in this section report income data for

combinations of variables in the survey. Exhibit 3-19

reports income for those with different levels of professional

engineering responsibility, for each of the major types of

employers.

Exhibit 3-20 provides details by experience, line of

business, and highest degree. Exhibit 3-21 is similar, except

that instead of sorting IEEE's U.S. members by line of

business, they are sorted by their technical specialties.

Exhibit 3-19


2009 Primary Income by Sector and Level of Responsibility


TOTAL 11,766 $69,000 $90,000 $113,500 $144,000 $177,860 Levels 1, 2 & 3 1,564 52,760 61,560 72,500 87,670 103,750 Level 4 1,717 66,860 80,000 95,500 112,000 131,100 Level 5 2,047 80,000 95,000 112,000 133,500 156,000 Level 6 2,627 90,000 104,000 122,730 148,000 171,580 Level 7 1,327 100,080 117,440 138,000 170,000 203,870 Levels 8 & 9 1,206 108,000 132,000 157,000 193,760 240,000 PRIVATE INDUSTRY: DEFENSE 1,585 75,000 97,590 123,000 151,000 186,000 Levels 1, 2 & 3 220 57,500 64,600 73,470 86,930 99,350 Level 4 214 75,000 86,680 100,150 112,270 128,280 Level 5 285 88,640 100,500 117,870 135,190 153,630 Level 6 345 103,000 115,000 130,000 150,000 166,600 Level 7 215 104,400 123,000 147,750 174,000 211,760 Levels 8 & 9 224 126,550 147,550 170,480 209,380 258,000 PRIVATE INDUSTRY: OTHER THAN DEFENSE OR UTILITIES 6,123 73,500 93,680 118,500 150,000 184,000 Levels 1, 2 & 3 741 54,000 62,050 75,000 92,000 110,000 Level 4 949 73,000 86,450 100,500 120,000 140,000 Level 5 1,116 85,850 100,000 119,000 139,940 165,000 Level 6 1,383 91,500 107,100 129,000 154,500 178,620 Level 7 666 100,000 120,000 145,170 178,000 205,300 Levels 8 & 9 556 107,850 130,000 160,300 200,000 242,000 UTILITIES 1,395 66,000 82,560 104,000 124,240 150,000 Levels 1, 2 & 3 305 58,000 62,500 72,540 83,270 98,480 Level 4 152 71,330 78,040 90,120 103,750 115,850 Level 5 183 79,700 90,000 104,700 117,490 131,480 Level 6 320 89,030 99,160 112,000 126,410 143,980 Level 7 144 98,310 107,000 120,000 138,000 159,160 Levels 8 & 9 115 104,350 120,000 140,000 187,000 242,000 FEDERAL GOVERNMENT: D++ 423 73,850 91,500 114,260 141,800 162,600 Levels 1, 2 & 3 37 44,800 60,130 67,500 82,300 94,520 Level 4 44 67,000 77,100 96,670 112,400 130,000 Level 5 64 70,090 84,000 92,070 113,160 135,140 Level 6 110 86,030 96,310 108,000 120,000 142,900 Level 7 53 102,060 118,290 128,420 138,000 158,000 Levels 8 & 9 99 128,000 144,280 155,000 164,500 185,000



Exhibit 3-19


2009 Primary Income by Sector and Level of Responsibility


... continued from previous page FEDERAL GOVERNMENT: O++ 280 65,240 87,320 111,610 135,350 154,970 Levels 1, 2 & 3 35 46,200 56,500 67,000 80,000 90,650 Level 4 25 56,380 64,610 79,800 108,000 128,760 Level 5 31 72,400 76,500 90,000 110,000 131,080 Level 6 66 89,190 94,900 107,030 126,270 154,620 Level 7 58 105,710 118,170 124,500 134,910 146,820 Levels 8 & 9 48 124,970 137,760 150,000 166,730 183,020 STATE OR LOCAL GOVERNMENT 157 59,810 70,000 89,000 107,000 125,950 Levels 1, 2 & 3 26 50,730 58,750 65,260 77,830 104,400 Level 4 22 - - - - - Level 5 24 - - - - - Level 6 25 78,020 89,210 103,000 112,800 139,730 Level 7 16 - - - - - Levels 8 & 9 14 - - - - - EDUCATIONAL INSTITUTION 1,180 52,000 72,000 94,580 126,000 162,740 Levels 1, 2 & 3 123 41,560 48,000 55,700 68,900 83,640 Level 4 245 50,000 63,450 77,000 90,000 105,400 Level 5 250 68,960 80,000 96,220 117,640 135,000 Level 6 255 80,000 98,540 118,000 149,200 173,400 Level 7 110 97,510 120,270 149,100 190,930 219,920 Levels 8 & 9 82 84,300 99,750 141,000 182,290 218,500 NON-PROFIT INSTITUTION++ 247 69,630 90,000 118,300 150,000 175,000 Levels 1, 2 & 3 26 55,400 65,000 70,000 81,180 89,190 Level 4 26 56,780 80,560 90,750 106,210 111,500 Level 5 44 90,000 101,250 117,970 131,610 151,250 Level 6 59 90,000 112,000 128,000 151,120 175,000 Level 7 33 111,760 126,500 150,600 172,500 191,540 Levels 8 & 9 28 119,400 143,110 162,500 189,980 215,800 OTHER 376 65,700 84,000 111,900 143,290 182,900 Levels 1, 2 & 3 51 52,000 65,000 79,200 95,000 129,300 Level 4 40 55,300 70,500 86,740 105,050 116,000 Level 5 50 77,650 97,880 108,200 133,360 149,300 Level 6 64 79,500 97,250 114,500 146,760 189,600 Level 7 32 115,800 126,250 145,000 167,500 229,300 Levels 8 & 9 40 89,420 121,420 151,150 178,750 200,000



Exhibit 3-20


2009 Primary Income by Line of Business, Highest Degree, and Experience


TOTAL 11,766 $69,000 $90,000 $113,500 $144,000 $177,860

BSEE/BSCE/BSCS/BET/BSET/BA 4,211 62,700 80,000 103,000 130,000 162,000 Experience 0-9 years 981 54,000 60,400 69,160 80,000 93,000 Experience 10-19 years 880 72,000 85,000 100,000 123,000 150,000 Experience 20-29 years 1,308 83,690 98,810 117,000 141,940 172,000 Experience 30+ years 1,034 86,000 100,650 120,000 150,000 184,000

MSEE/MSCE/MS/MA 3,421 75,000 94,000 116,950 145,000 176,320 Experience 0-9 years 672 60,060 70,000 82,000 98,300 115,000 Experience 10-19 years 826 81,120 95,000 113,100 136,810 162,300 Experience 20-29 years 1,138 94,360 110,000 130,000 157,720 190,090 Experience 30+ years 776 92,290 109,500 135,000 158,490 190,000

MBA 614 84,000 100,030 124,900 154,010 200,780 Experience 0-9 years 45 58,700 72,710 82,050 101,190 118,800 Experience 10-19 years 152 84,720 99,600 115,720 141,570 179,400 Experience 20-29 years 227 87,960 106,000 130,070 168,000 218,880 Experience 30+ years 189 96,000 108,150 130,000 160,500 220,000

PhD 3,214 75,000 96,000 122,500 153,660 191,000 Experience 0-9 years 1,000 55,000 78,060 98,000 117,000 138,360 Experience 10-19 years 901 83,070 103,250 129,800 156,000 186,000 Experience 20-29 years 815 94,300 118,000 144,000 172,000 210,000 Experience 30+ years 492 90,230 111,250 144,000 174,750 222,700 AEROSPACE 865 70,680 95,000 119,600 150,000 175,140

BSEE/BSCE/BSCS/BET/BSET/BA 259 60,800 71,000 100,000 124,000 153,640 Experience 0-9 years 70 54,000 58,930 63,500 70,580 82,890 Experience 10-19 years 34 72,000 79,870 94,480 107,300 123,300 Experience 20-29 years 98 83,380 99,750 115,500 147,630 163,230 Experience 30+ years 57 92,000 101,080 117,000 147,070 190,200

MSEE/MSCE/MS/MA 336 78,000 98,250 121,900 146,930 176,070 Experience 0-9 years 67 62,710 71,000 81,500 95,000 112,000 Experience 10-19 years 48 85,480 94,000 110,250 130,000 138,570 Experience 20-29 years 132 99,150 114,130 132,350 160,500 197,400 Experience 30+ years 89 107,000 119,500 142,000 157,000 181,000

MBA 43 89,150 108,000 133,000 167,000 190,500

PhD 217 89,800 110,700 136,000 162,000 191,360 Experience 0-9 years 50 67,300 81,060 101,450 117,630 134,530 Experience 10-19 years 56 96,050 116,750 135,240 160,500 180,350 Experience 20-29 years 62 109,920 126,270 151,000 167,720 209,400 Experience 30+ years 49 115,000 140,000 159,000 188,250 240,000 AUTOMOTIVE 185 71,800 83,500 102,000 123,590 141,400

BSEE/BSCE/BSCS/BET/BSET/BA 57 62,000 78,230 89,590 110,000 137,480

MSEE/MSCE/MS/MA 61 73,430 88,350 105,000 124,040 140,150

PhD 49 82,000 98,190 113,000 125,500 150,000



Exhibit 3-20




... continued from previous page COMMUNICATIONS 1,226 81,280 104,380 128,000 155,540 192,000



MBA 69 91,000 119,250 135,000 157,500 209,000

PhD 295 94,300 120,000 143,000 166,000 195,000 Experience 0-9 years 88 68,000 93,250 111,500 138,000 160,500 Experience 10-19 years 101 115,000 130,000 145,600 165,000 190,000 Experience 20-29 years 71 120,000 133,000 156,200 177,000 215,490 Experience 30+ years 33 124,420 150,000 165,000 194,500 231,270 COMPUTERS 1,258 75,000 97,500 125,000 156,540 191,040



MBA 42 79,170 105,750 134,490 172,250 211,650

PhD 409 71,000 100,600 130,000 165,500 210,000 Experience 0-9 years 154 60,000 84,000 107,500 125,500 144,040 Experience 10-19 years 124 84,000 116,230 140,000 170,750 197,040 Experience 20-29 years 86 99,050 127,500 161,000 207,920 242,900 Experience 30+ years 43 78,800 107,660 150,000 206,000 246,200



Exhibit 3-20




... continued from previous page CONSULTING 605 64,030 83,000 108,000 140,000 168,400


MSEE/MSCE/MS/MA 155 68,100 89,500 113,000 143,620 182,600 Experience 0-9 years 37 51,520 65,500 78,000 97,630 109,520 Experience 20-29 years 52 90,300 103,880 124,000 153,750 186,090 Experience 30+ years 44 85,210 111,190 141,330 174,750 197,000

MBA 40 65,550 90,500 120,000 146,500 210,800

PhD 65 73,800 92,250 125,000 150,000 199,400 DEFENSE (EXCEPT AEROSPACE) 1,108 76,500 98,000 120,250 147,710 178,000



MBA 44 101,000 116,620 131,000 167,860 218,890

PhD 317 96,000 112,750 135,000 160,750 196,400 Experience 0-9 years 74 75,500 95,750 109,000 120,000 135,250 Experience 10-19 years 97 93,640 113,500 134,000 149,750 181,210 Experience 20-29 years 92 117,500 130,130 146,510 168,850 210,510 Experience 30+ years 54 119,000 144,600 163,900 216,250 300,500 EDUCATION 890 57,000 74,940 96,000 126,060 167,640

BSEE/BSCE/BSCS/BET/BSET/BA 55 46,720 62,190 80,000 91,220 107,160

MSEE/MSCE/MS/MA 95 50,300 60,630 73,500 100,000 122,800 Experience 10-19 years 27 55,400 62,500 74,750 88,500 130,000 Experience 30+ years 33 45,000 50,350 76,000 104,000 119,200 PhD 721 62,400 80,000 100,000 134,400 179,000 Experience 0-9 years 188 45,000 59,250 76,500 90,750 111,000 Experience 10-19 years 158 65,420 79,500 96,320 121,050 149,280 Experience 20-29 years 230 78,100 98,880 123,750 162,000 200,000 Experience 30+ years 145 83,480 96,000 118,000 159,000 201,400



Exhibit 3-20




... continued from previous page ELECTRICAL/ELECTRONIC MANUFACTURING 1,648 72,000 92,530 116,000 145,000 180,000



MBA 83 91,140 104,000 128,000 160,000 209,840 Experience 20-29 years 36 98,800 112,230 145,000 171,500 212,720

PhD 440 91,630 106,630 127,750 155,840 195,000 Experience 0-9 years 146 84,700 95,000 110,000 128,130 152,330 Experience 10-19 years 141 96,680 112,000 128,550 157,000 194,700 Experience 20-29 years 110 100,500 126,760 149,780 185,270 215,900 Experience 30+ years 42 99,000 122,160 141,000 160,740 198,390 ELECTRICAL/ELECTRONIC SERVICES 375 56,680 75,000 100,000 129,240 170,000


MSEE/MSCE/MS/MA 91 61,920 80,080 103,000 135,000 170,760 Experience 0-9 years 32 51,500 62,400 80,000 95,500 109,400 Experience 10-19 years 26 77,260 95,070 121,700 131,250 145,600

PhD 79 79,200 90,000 115,000 150,000 211,000 Experience 0-9 years 38 67,200 85,000 100,000 115,500 131,020 MEDICAL 548 63,950 86,050 109,380 140,000 185,000






Exhibit 3-20




... continued from previous page PETROLEUM/CHEMICAL 242 77,460 95,300 123,050 152,180 182,000

BSEE/BSCE/BSCS/BET/BSET/BA 141 74,120 91,500 119,000 150,000 181,580 Experience 0-9 years 35 60,920 72,300 86,100 92,400 111,210 Experience 20-29 years 42 88,800 114,500 131,500 171,250 181,370 Experience 30+ years 43 91,000 110,000 138,230 177,000 228,160

MSEE/MSCE/MS/MA 48 74,290 100,750 124,000 153,500 191,500

PhD 30 92,790 104,500 143,100 169,900 187,960 TRANSPORTATION 138 61,930 73,980 99,970 130,500 163,960 BSEE/BSCE/BSCS/BET/BSET/BA 69 60,570 67,930 99,900 115,500 153,670

MSEE/MSCE/MS/MA 47 67,700 80,100 108,000 143,000 170,290 UTILITIES 1,427 67,080 83,000 103,110 124,000 150,000



MBA 156 82,670 97,670 111,890 138,570 185,600 Experience 10-19 years 34 91,720 99,040 110,050 129,750 165,000 Experience 20-29 years 44 86,730 93,390 113,570 146,500 202,280 Experience 30+ years 57 97,600 105,900 119,500 165,500 232,800

PhD 59 78,000 92,170 110,000 130,000 160,000 OTHER 1,251 65,500 86,030 112,700 143,030 178,000







Exhibit 3-21


2009 Primary Income by Primary Area of Technical Competence, Highest Degree, and Experience


TOTAL 11,766 $69,000 $90,000 $113,500 $144,000 $177,860

BSEE/BSCE/BSCS/BET/BSET/BA 4,211 62,700 80,000 103,000 130,000 162,000 Experience 0-9 years 981 54,000 60,400 69,160 80,000 93,000 Experience 10-19 years 880 72,000 85,000 100,000 123,000 150,000 Experience 20-29 years 1,308 83,690 98,810 117,000 141,940 172,000 Experience 30+ years 1,034 86,000 100,650 120,000 150,000 184,000

MSEE/MSCE/MS/MA 3,421 75,000 94,000 116,950 145,000 176,320 Experience 0-9 years 672 60,060 70,000 82,000 98,300 115,000 Experience 10-19 years 826 81,120 95,000 113,100 136,810 162,300 Experience 20-29 years 1,138 94,360 110,000 130,000 157,720 190,090 Experience 30+ years 776 92,290 109,500 135,000 158,490 190,000

MBA 614 84,000 100,030 124,900 154,010 200,780 Experience 0-9 years 45 58,700 72,710 82,050 101,190 118,800 Experience 10-19 years 152 84,720 99,600 115,720 141,570 179,400 Experience 20-29 years 227 87,960 106,000 130,070 168,000 218,880 Experience 30+ years 189 96,000 108,150 130,000 160,500 220,000

PhD 3,214 75,000 96,000 122,500 153,660 191,000 Experience 0-9 years 1,000 55,000 78,060 98,000 117,000 138,360 Experience 10-19 years 901 83,070 103,250 129,800 156,000 186,000 Experience 20-29 years 815 94,300 118,000 144,000 172,000 210,000 Experience 30+ years 492 90,230 111,250 144,000 174,750 222,700 CIRCUITS AND DEVICES 1,816 72,090 94,600 120,000 150,000 185,000



MBA 45 86,600 108,630 140,000 163,800 202,000




Exhibit 3-21




... continued from previous page COMMUNICATIONS TECHNOLOGY 1,100 75,050 98,000 127,330 155,000 191,990




PhD 273 86,500 111,000 140,000 166,680 197,560 Experience 0-9 years 78 64,360 85,230 107,500 125,520 144,280 Experience 10-19 years 80 100,740 120,880 143,170 165,000 191,800 Experience 20-29 years 71 110,640 142,000 162,000 188,000 243,060 Experience 30+ years 43 96,200 124,030 153,500 175,000 223,400 COMPUTERS 2,742 69,000 90,000 115,000 145,160 179,950







Exhibit 3-21




... continued from previous page ELECTROMAGNETICS AND RADITION 592 73,820 91,500 115,530 144,180 181,000

BSEE/BSCE/BSCS/BET/BSET/BA 119 63,600 82,000 104,500 129,000 145,000 Experience 20-29 years 41 88,050 96,500 110,000 133,000 144,000 Experience 30+ years 31 67,000 99,500 125,000 141,000 192,700


PhD 268 75,950 95,570 125,000 157,000 200,100 Experience 0-9 years 81 51,000 76,500 91,930 110,170 120,800 Experience 10-19 years 66 74,240 100,930 128,750 140,750 166,000 Experience 20-29 years 65 108,520 130,000 150,000 177,000 228,200 Experience 30+ years 56 100,200 120,420 158,850 199,400 256,000 ENERGY AND POWER ENGINEERING 2,268 65,000 82,000 104,710 127,490 160,000

BSEE/BSCE/BSCS/BET/BSET/BA 1,365 62,830 78,000 100,000 122,000 150,490 Experience 0-9 years 394 56,000 62,000 69,550 79,900 90,050 Experience 10-19 years 249 74,000 85,970 100,500 116,000 138,600 Experience 20-29 years 367 85,000 98,000 114,790 135,000 163,110 Experience 30+ years 352 88,170 102,000 115,000 142,000 173,490



PhD 176 71,280 90,000 110,000 136,500 179,180 Experience 0-9 years 60 56,000 75,650 90,000 105,900 126,000 Experience 10-19 years 45 84,240 98,600 118,500 142,000 158,800 Experience 20-29 years 35 91,590 103,000 130,000 178,000 211,000 Experience 30+ years 35 89,140 100,000 125,000 159,570 225,200 ENGINEERING AND HUMAN ENVIRONMENT 253 74,670 94,700 120,600 150,500 184,600

BSEE/BSCE/BSCS/BET/BSET/BA 75 78,450 98,000 120,000 152,700 192,360 Experience 20-29 years 31 100,000 109,620 133,400 177,340 197,760 Experience 30+ years 22 - - - - -

MSEE/MSCE/MS/MA 68 70,540 90,680 120,100 149,430 180,100

MBA 44 94,700 111,480 133,500 158,510 187,640

PhD 62 60,450 80,500 114,500 150,000 187,640



Exhibit 3-21




... continued from previous page INDUSTRIAL APPLICATIONS 462 71,400 85,750 104,000 128,250 155,810


MSEE/MSCE/MS/MA 102 73,800 89,560 105,000 132,000 161,340 Experience 20-29 years 26 87,690 96,150 108,460 132,000 192,600 Experience 30+ years 38 77,800 104,130 120,500 148,250 172,750

MBA 32 80,500 92,500 118,170 146,750 203,700

PhD 62 82,150 92,880 115,000 140,000 155,340 SIGNALS AND APPLICATIONS 787 72,800 94,900 116,000 146,770 179,040

BSEE/BSCE/BSCS/BET/BSET/BA 126 63,160 78,630 100,670 125,900 160,300 Experience 0-9 years 33 56,080 60,500 67,000 74,660 90,480 Experience 20-29 years 36 88,500 101,390 120,500 150,000 177,920 Experience 30+ years 34 90,080 100,860 116,000 149,870 195,500


PhD 403 72,000 95,500 117,500 148,000 179,120 Experience 0-9 years 125 48,940 72,500 95,000 108,050 125,800 Experience 10-19 years 114 83,390 100,000 120,000 143,160 166,500 Experience 20-29 years 100 100,080 118,920 140,000 166,880 191,260 Experience 30+ years 64 89,280 111,250 146,390 170,550 217,630 SYSTEMS AND CONTROL 1,059 64,470 85,000 108,000 138,000 171,000



MBA 45 69,120 95,900 122,950 147,500 194,900




Exhibit 3-21




... continued from previous page OTHER 687 66,700 90,000 115,000 150,000 185,140

BSEE/BSCE/BSCS/BET/BSET/BA 212 63,000 82,000 104,000 130,230 164,700 Experience 0-9 years 39 47,500 59,000 64,600 75,000 101,000 Experience 10-19 years 45 67,910 80,100 90,000 110,050 154,000 Experience 20-29 years 67 83,290 98,800 111,000 145,800 164,530 Experience 30+ years 61 90,260 104,640 124,000 150,000 189,140 MSEE/MSCE/MS/MA 178 78,340 100,000 120,000 150,000 181,410 Experience 10-19 years 39 78,380 99,020 117,000 140,000 163,000 Experience 20-29 years 69 97,400 109,040 130,000 155,000 198,000 Experience 30+ years 49 77,600 102,500 122,000 163,000 184,000 MBA 34 84,000 101,130 125,000 188,750 234,000 PhD 234 60,000 91,840 120,550 161,800 195,000 Experience 0-9 years 70 45,000 59,500 84,000 110,520 129,890 Experience 10-19 years 62 65,000 93,600 119,000 140,000 170,600 Experience 20-29 years 64 90,990 117,770 135,000 178,380 220,700 Experience 30+ years 38 116,120 149,050 161,870 189,430 207,100



3.4 ACADEMICS

Questions were first added in the 2005 survey that

explored in more depth the small portion of U.S. IEEE

members who characterize their primary employer as an

academic (degree-granting) institution. Exhibits 3-22

through 3-26 break out 2010 results (2009 primary income)

for academics working full time in their PATCs by the nature

of the academic contract, academic rank, tenure status, and

the type of institution (highest degree granted and public

versus private).

Exhibit 3-22

Academics Working Full Time in Their PATC:

2009 Primary Income by Academic Contract


TOTAL 1,200 $53,060 $73,000 $95,000 $128,510 $164,450

11 or 12 month contract 448 46,660 60,000 90,630 134,180 164,250 9 or 10 month contract 598 66,900 79,610 98,900 127,390 168,200 Other 154 50,000 67,010 89,500 120,000 150,160

Exhibit 3-23


2009 Primary Income by Academic Rank


TOTAL 1,200 $53,060 $73,000 $95,000 $128,510 $164,450

Full Professor 344 90,000 105,000 133,000 168,000 208,360 Associate Professor 227 68,170 82,000 97,000 118,680 140,000 Assistant Professor 181 54,660 70,000 80,000 92,000 109,940

Non-teaching research appointment 176 43,000 52,250 75,500 107,800 144,300 Other 272 46,790 58,250 76,670 107,300 145,470

Exhibit 3-24


2009 Primary Income by Tenure Status


TOTAL 1,200 $53,060 $73,000 $95,000 $128,510 $164,450

Tenured 503 80,000 95,000 118,000 151,000 197,610 On tenure track 171 60,130 71,700 81,000 94,870 114,800 Not on tenure track 187 45,720 57,000 79,000 109,000 144,200 Not applicable 334 45,000 56,000 79,750 109,000 146,000


Exhibit 3-25


2009 Primary Income by Institution (Highest Degree Granted)


TOTAL 1,200 $53,060 $73,000 $95,000 $128,510 $164,450 PhD or comparable 948 51,000 76,000 100,850 136,750 177,100 Public 650 50,730 75,000 100,000 135,000 176,800 Private 298 54,560 79,750 105,000 139,250 180,300

Master's 122 56,510 71,050 84,100 95,630 117,700 Bachelor's 78 55,600 64,590 75,500 97,480 130,000 Other 52 48,000 64,030 77,500 105,590 138,500

Exhibit 3-26


2009 Primary Income by Institution (Auspices)


TOTAL 1,200 $53,060 $73,000 $95,000 $128,510 $164,450

Public 782 52,650 75,000 94,940 129,250 164,350 Private 399 53,600 71,070 96,430 127,300 165,300


4 REGRESSION MODELS FOR

SALARY BENCHMARKING

4.1 MATHEMATICAL SALARY MODELS

The tables and charts provided in Section 3 of this report

describe broad compensation trends for IEEE’s U.S.

members, but more detailed information is usually needed to

assess the situations of individuals. In response to this need,

IEEE-USA has for a number of years produced mathematical

salary models using regression analysis. Use of these models

to benchmark individual compensation is available to IEEE’s

U.S. members through the IEEE-USA Salary Calculator, the

chief component of the IEEE-USA Salary Service, Member

Version. Employers and others may also access the models

through use of the Individual Compensation Analyzer in the

IEEE-USA Salary Service, Subscriber Version. For more

information, see http://salary.ieee.org.

These models allow users to calculate results from the

survey for thousands of possible employment situations. Two

alternative approaches are provided, for estimates with or

without consideration of levels of professional responsibility.

Results include both base salary estimates and income from

primary sources (bonuses, commissions, and net self-

employment income). The approach also supports the

generation of range data like low and high deciles.

How these models were generated. Since 1991, IEEE-

USA’s salary studies have included the use of regression

models to derive estimates of salaries that draw on many

predictive variables at once. The advantage of such an

approach is obvious when one considers the limitations of the

more familiar tabular presentations of data. For example,

earlier sections of this report use tables to provide

information on the effects of factors like areas of competence,

sector, degree level, and other determinants of engineering

compensation.

The tabular methods have the drawback of rapidly

exhausting large data bases. As added variables are

considered, the number of cases available for computing

salary statistics diminishes, and it is not feasible to generate

conventional tables that allow for all of the factors discussed

in the illustration above (and even if such tables could be

generated, it would take a report the size of a telephone book

to reprint them).

The regression approach solves this problem. Instead of

producing a multitude of tables for various combinations of

factors (many of which cannot be estimated in any event, due

to the problem described above), the survey data are utilized

to construct predictive equations that allow for many

simultaneous influences on salaries. The original technical

approach used by IEEE-USA was linear. In 1993, a log

transform of the response variable was substituted, to provide

a better fit to the curvilinear distribution of salary statistics. A

consequence of the logarithmic methods is that the predictive

equations become multiplicative instead of additive, as is the

case with linear regressions.

The value computed by the regression model is the mean

income from primary sources. Another new feature of the

model, introduced in 1999, is the ability to generate deciles as

well as means, providing information on salary ranges. Range

data help users to put an employment situation in context,

allowing for such factors as differences in the performance of

individuals.

4.2 THE 2009 REGRESSION MODELS

Data. 10,761 survey response cases were used in the

statistical models. These cases were obtained after removing

cases with invalid data, removing cases where the primary

occupation was consulting, and filtering for base salaries

above $45,000 and base salaries plus other income under

$280,000, and for cases in which the respondent was

employed full-time in PATC. An analysis of the models on

various subsets of the data showed that using the $45,000

cutoff would provide the best fits to the model after a log

transform of the dependent variables. The charts below show

the distribution of the untransformed dependent variables,

base income, and base + income from other sources, for the

cases in the modeling data.


Exhibit 4-1

Those Working Full-Time in Their PATC:

Base Income and Base + Income from Other Sources

Modeling. The dependent variables were base salary, and

base salary + primary sources (signing, performance, end-of

year and other bonuses, commissions, and net income from

self-employment). The natural logs of these two variables

were used as dependent variables. For the categorical

predictor variables, the reference level was chosen by

determining the level with the median base income within the

category. For example, for the variable “Line of Business”,

Design and Development Engineering had the median

income, so it became the level to which all other lines of

business were compared.

The coefficients of the predictor variables were estimated

using ordinary least squares. Adjustment factors were

obtained by taking the natural exponent of the coefficients. 4

models were created. 2(base salary, base + primary) x 2(with

and without engineering levels).

The models were developed on a random 80% sample of

the modeling data, and validated on the remaining 20%. The

validation showed no significant shifts in most coefficients,

therefore the full data was used to obtain the coefficients and

model fits.

Decile factors. Although the models strictly predict the

mean rather than the median, examination of the observed

and predicted values showed that the median was within 2%

of the mean. Therefore the mean prediction was taken to be

the 50th percentile, and the decile factors were calculated

around this value.

Decile factors were computed by first taking the

predictions for all cases from a model. These predictions

were transformed to dollars by taking the exponent, and then

ordered by value. The deciles of the resulting data were

computed by taking the value at each succeeding 10% of the

data. The decile factors were obtained by dividing each decile

by the median.

4.3 ACCURACY OF THE MODELS

Goodness of fit was obtained by looking at the proportion

of variance explained by the model, commonly known as R2,

and this year it ranged from 0.55 to 0.61 across all the

models. R2 is a customary measure of how well the models

fit the data, and is mathematically equivalent to the

proportion of total variance in a dependent variable (in this

case, income from primary sources) that can be attributed to


changes in the values of one or more predictors (here, the

continuous and indicator or adjustment variables). In informal

terms, R2 measures the ability of the predictors to account for

changes in compensation. For this year's models R2 ranged as

high as 0.61, meaning that as much as 61% of all variance in

the income of IEEE’s U.S. members can be associated with

the specific predictors used here.

What accounts for the remaining, unexplained, variance?

In general, remaining differences in pay can be ascribed to

two sources. One is error, including measurement error. The

other consists of all those factors not explicitly considered in

the models. There are many such factors, including such

critical matters as the performance of individual engineers,

the financial health and compensation policies of particular

employers, negotiating skill, and sheer luck, both good and

bad. These are some of the reasons why there are such large

ranges of income between high and low deciles for otherwise

matched individuals in the tabulations in Section 3.

A related measure of accuracy was determined by

calculating the difference between predicted income from the

model and observed income from the surveys. This measure

is shown in the graphs below. The base model was able to

predict 45% of cases within 10% accuracy and 74% of cases

within 20% accuracy: so if someone’s actual salary was

$60,000, the base model would have made a prediction of

between $54,000 and $66,000 for the median, in about 45%

of similar cases. The $12,000 range in possible predictions is

again caused by the same two reasons discussed above -

measurement error, and factors not considered in the model.

The graph shows that models with engineering levels slightly

outperform the models without levels. The models with

income from other sources have higher variability in the data,

and predict slightly worse than the base income models.

This year, an additional comparison between the

distribution of data in 2009 and 2010 was done, using the

2010 salary models. Using the same base model without

engineering levels on both sets of data, the 2010 data showed

an average of 3.6% decrease in median salary. The base

model with engineering levels showed an average of 4.8%

decrease this year from last year.

Exhibit 4-2

Regression Model Validation — Percent Deviation from Observed Value


5 FRINGE BENEFITS, RETIREMENT, SELF-

EMPLOYMENT, AND SATISFACTION WITH WORK

5.1 FRINGE BENEFITS OFFERED

Exhibits 5-1, 5-2, and 5-3 provide information on the

fringe benefits offered to IEEE's U.S. members who work

full time. Benefits are examined in three broad categories:

pension and retirement benefits; health and insurance

benefits; and miscellaneous benefits.

Pension and Retirement. In the 2001 survey, more than

half of full-time workers (55%) were offered "defined

benefit" (pension) retirement plans, in which an employee is

promised a certain amount if they meet the terms of the plan

(which may include a minimum number of years of service).

In step with the broader societal trend, that proportion has

dropped to 37% as of 2009.

Even while pensions are disappearing, the proportion

offered 401(k), 403(b) or 457 salary reduction plans — so

called "defined contribution" plans — has remained

essentially flat since 2001, at 88% in the current survey.

Profit sharing plans are now offered by 23% of

employers, down from 37% eight years ago. Offers of stock

options have diminished even more, from 49% in 2001 to

29% in 2009. Offerings of employee stock ownership plans

(ESOPs) are similarly reduced, from 40% then to 22% now.

Other retirement benefits affect relatively small proportions

of members working full time.

Health and Insurance. As has been the case in recent

surveys, virtually all full-time workers are offered extensive

health benefits. More than nine in ten are offered basic

health insurance, major medical, and dental insurance, both

for themselves and their dependents. Ninety percent are

offered prescription/drug coverage, and 88% coverage for

eyeglasses, lenses, and exams (up ten points since 2001).

Nine in ten are offered life insurance and/or disability

insurance coverage. Health/insurance benefits less

frequently offered include long-term care insurance (61%),

well baby care (48%), elder care referral services (28%), and

day care service or subsidy (26%).

Employer contributions in many of these areas is down,

dropping as much as 4 percentage points from last year for

life insurance and disability insurance, specifically.

Miscellaneous Benefits. In results similar to those seen

in the past, 80% of full-time workers are offered flexible

working hours, and 50% are offered professional association

membership fees. The proportion offered paid attendance at

professional conferences, however, has dropped eleven

points in nine years, to 67%. The proportion offered paid

maternity or paternity leave has jumped from 42% to 57%,

and offers of unpaid leave have stayed about the same (from

74% to 76%).

Exhibit 5-1

Full-Time Workers (Excluding Consultants):

Pension and Retirement Benefits

Employer Offers Employer Employer Offers but Does Not Does Not and Contributes Contribute Offer

Defined Benefit Pension Plan 33% 4% 63% Profit Sharing Plan 20% 3% 76% Stock Options 20% 9% 71%

401(k), 403(b), or 457 Salary Reduction Plan 73% 15% 12% Other Defined Contribution Pension Plan 6% 3% 91% SEP (Simplified Employee Pension Plan) 2% 2% 96%

ESOP (Employee Stock Ownership Plan) 13% 9% 78% TIAA/CREF 8% 3% 90% IRA (Individual Retirement Account) 4% 7% 89%

Cash Balance Plan 4% 3% 92% Other Salary Reduction Savings Plan 3% 6% 91%


Exhibit 5-2


Health and Insurance Benefits

Employer Offers Employer Employer Offers but Does Not Does Not and Contributes Contribute Offer

Basic Health Insurance 93% 4% 3% Basic Health Insurance for Dependents 86% 10% 4%

Major Medical Insurance 86% 5% 8% Major Medical for Dependents 80% 11% 9%

Dental Insurance 83% 12% 5% Dental for Dependents 77% 17% 6%

Eyeglasses, Lenses, Exams 70% 18% 13%

Life Insurance Coverage 76% 15% 9% Disability Insurance 69% 20% 11%

Well Baby Care 33% 15% 52% Long-Term Care Insurance 31% 30% 38% Prescription/Drug Coverage 77% 12% 11%

Day Care (Service or Subsidy) 9% 17% 74% Elder Care Referral Services 9% 19% 73%

Exhibit 5-3


Miscellaneous Benefits

Employer Employer Does Not Offers Offer

Professional Association Membership Fees 50% 50% Paid Attendance at Professional Conferences 67% 33%

Paid Maternity or Paternity Leave 57% 43% Unpaid Personal Leave 76% 24%

Flexible Working Hours 80% 20% Other Services/Benefits 8% 92%


5.2 LEAVE

Exhibit 5-4 summarizes the numbers of days off that full-

time working respondents were eligible to receive on 1

January 2010; the median figures resemble those in recent

surveys. Exhibit 5-5 shows how the different types of leave

were distributed: Two-thirds (66%) are entitled to at least

20 days of vacation and holidays combined, including 28%

who get 30 or more days.

Exhibit 5-4


Paid Days Off

Lower Upper Quartile Median Quartile

Vacation days 0 15 20 Holidays 7 10 10 PTO (sick days) 0 2 12

Exhibit 5-5


Distribution of Paid Leave

Vacation Vacation Holidays PTO + Holidays

30 or more days 4% <0.5% 3% 28% 26-29 3% <0.5% 1% 13% 25 6% <0.5% 3% 8%

21-24 5% <0.5% 3% 12% 20 15% <0.5% 5% 5% 16-19 3% <0.5% 2% 5%

15 20% 1% 5% 2% 11-14 6% 22% 4% 5% 10 10% 29% 5% 6% Less than 10 27% 47% 68% 17%

5.3 OLDER ENGINEERS AND RETIREMENT

After remaining remarkably stable throughout most of

the 1980s, the average age of IEEE's U.S. members

increased rapidly during the 1990s (see Exhibits 5-6 and

5-7). The 2001 survey, the first to be conducted solely via

the Internet, saw a drop of nearly six years in respondents'

average age; 2010 results are lower still, at 45.7 years.

Exhibit 5-6


Mean Age, 1972-2009

1972 42.2 1975 41.9

1977 42.6 1979 43.1

1981 42.7 1983 40.6 1985 40.0

1987 40.9 1989 40.6

1991 44.0 1993 45.1 1995 48.0

1997 47.6 1999 52.6

2001 46.9 2005 44.8

2006 45.3 2007 45.6

2008 44.6 2009 45.8

2010 45.7

Exhibit 5-7


Age Distributions, 1991-2010

1991 1993 1995 1997 1999 2001 2005 2006 2007 2008 2009 2010

65+ 11% 13% 17% 16% 4% 2% 1% 2% 3% 1% 1% 1% 60-64 7% 6% 7% 6% 7% 5% 5% 5% 5% 6% 8% 7% 50-59 15% 16% 18% 19% 25% 24% 23% 23% 24% 25% 29% 29%

40-49 23% 24% 24% 24% 29% 36% 38% 35% 35% 34% 32% 30% 30-39 29% 28% 27% 26% 29% 29% 26% 26% 24% 23% 21% 22% <30 16% 14% 8% 9% 6% 4% 6% 8% 10% 10% 9% 10%


Exhibit 5-8 lists median incomes from primary sources

for respondents in the work force from 1991 to the present.

These data are broken out by eleven age categories. The

earnings are lower than those reported in Exhibit 3-11,

because these data include all of the engineers in the work

force, not just those working full time in their areas of

competence.

Exhibit 5-9 presents changes in base salaries for full-time

workers (non-consultants). These figures come from an item

in each survey that asks respondents to report their base

salaries for the current year, the previous year, and the year

before that. These data are direct measures of changes over

time in an individual engineer’s pay, and reflect the effects

of annual salary increases for added experience, as well as

changes in the value of engineering skills. Between 2008

and 2010, the average increase in base salary was about 8%,

with younger respondents reporting higher increases than

those 35 and older.

Exhibit 5-10 compares, by age group, median primary

income, income from all sources, and total household

income for 2009. Overall, 81% of their 2009 total

household income was from their personal primary income.

The proportion of total household income represented by

primary income drops from 96% in the 20-24 age bracket to

73% among those 65-69. Those members still in the work

force at age 70 or above contribute only 62% of total

household income from primary sources, though their

contribution from all sources is still high (85% of household

total).

Seven percent of all non-consultant respondents

indicated they have been offered incentives to retire early.

Most of them were given the offers in years prior to 2009.

Seventy-seven percent indicated they are fully vested in

at least one retirement plan, down from 84% in 2001.

However, 25% are vested in two or more (Exhibit 5-11).

Seventy-four percent of those answering indicated they are

100% vested in the retirement program of their current

primary employer (Exhibit 5-12), while 8% are not vested at

all (0%). These results quite different from last year’s, with

a 10-point increase in the proportion full vested and a

decrease of 9 points in the proportion not vested at all.

Exhibit 5-8


Median Primary Income by Age, 1991-2010

Survey Year

1991 1993 1995 1997 1999 2001 2005 2006 2007 2008 2009 2010

20-24 $33,000 $35,000 $35,676 $38,000 - - $52,000 $52,300 $54,000 $58,900 $60,000 $61,000 25-29 40,050 42,600 44,000 46,700 $55,000 $68,000 67,400 67,000 69,630 72,300 71,500 72,850

30-34 50,000 52,711 56,400 60,000 68,000 80,000 85,050 88,580 90,000 92,550 94,680 90,890 35-39 57,000 60,939 65,000 69,000 77,000 89,650 99,000 100,000 103,000 106,190 110,000 108,500

40-44 64,000 65,650 69,200 75,000 84,000 96,000 106,810 108,950 112,220 119,000 120,160 118,500 45-49 68,000 72,000 77,240 78,000 86,080 98,915 110,000 113,000 118,000 121,000 125,310 123,860

50-54 70,000 76,000 80,000 82,000 89,300 97,500 108,060 111,280 117,000 121,000 128,460 125,000 55-59 71,000 77,875 79,900 85,000 90,000 101,000 109,440 110,000 115,000 118,500 125,000 123,470

60-64 70,000 73,200 82,000 80,000 88,000 100,000 106,020 111,290 116,940 117,000 122,750 118,000 65-69 69,000 80,000 78,000 56,000 67,500 91,857 99,000 104,000 101,200 112,000 118,000 110,000

70+ 60,000 71,000 75,900 6,000 12,275 100,000 58,610 50,000 71,000 81,750 85,000 90,000



Exhibit 5-9


Percentage and Absolute Change in Median Base Salaries by Age, 1997-2010

1997-1999 1999-2001 2003-2005 2005-2007 2006-2008 2007-2009 2008-2010 (1999 Survey) (2001 Survey) (2005 Survey) (2007 Survey) (2008 Survey) (2009 Survey) (2010 Survey)

% $ % $ % $ % $ % $ % $ % $ Change Change Change Change Change Change Change Change Change Change Change Change Change Change

20-24 - - - - 16% $7,750 49% $18,920 26% $12,320 16% $8,820 13% $7,250 25-29 24% $11,000 34% $17,250 19% 11,000 25% 14,000 24% 14,000 18% 11,000 15% 9,650

30-34 17% 9,700 22% 14,200 13% 9,650 20% 15,000 20% 15,250 16% 13,000 13% 10,000 35-39 15% 9,898 17% 12,950 9% 8,080 14% 12,600 15% 13,000 10% 10,000 9% 8,500

40-44 12% 9,080 14% 11,550 9% 9,000 12% 11,700 12% 12,000 10% 10,710 8% 8,320 45-49 9% 7,000 12% 10,000 7% 7,000 12% 12,000 13% 13,400 9% 10,000 6% 7,200

50-54 11% 8,800 11% 9,600 6% 5,550 10% 10,390 12% 12,000 6% 7,000 4% 5,000 55-59 6% 5,000 9% 8,000 8% 8,000 11% 11,000 10% 10,570 7% 8,000 4% 5,000

60-64 6% 5,000 10% 9,134 10% 9,630 11% 12,000 13% 13,780 9% 10,000 4% 5,000 65-69 10% 8,500 8% 6,613 6% 5,800 9% 8,730 12% 13,000 4% 5,320 3% 3,500

70+ 5% 4,000 14% 12,000 - - 8% 10,000 - - - - 10% 10,000


Exhibit 5-10


2009 Median Primary Income, Income from All Sources, and Total Household Income by Age

Total Primary Income from Household Income All Sources Income

Total 111,000 115,710 136,800

20 - 24 61,000 63,000 63,460 25 - 29 72,850 74,850 84,000

30 - 34 90,890 93,500 108,750 35 - 39 108,500 110,000 130,000

40 - 44 118,500 121,490 140,000 45 - 49 123,860 128,000 150,000

50 - 54 125,000 129,000 150,000 55 - 59 123,470 127,500 150,680

60 - 64 118,000 126,000 150,000 65 - 69 110,000 128,000 150,000

70+ 90,000 122,630 145,090

NOTE: Primary Income and Income from All Sources earned by individual respondent; Total Household Income includes other breadwinners (if any). Results suppressed where n<25.

Exhibit 5-11


Number of Retirement Plans in which Fully Vested

4 or more 1% 3 5% 2 19% 1 50% None 23% Number of cases: 14,187

Exhibit 5-12


Percent Vested, Current Employer's Retirement Program

100% 74% 76%-99% 2% 51%-75% 3%

26%-50% 3% 1%-25% 9% 0% 8% Number of cases: 9,618 (4,569 unknown/not applicable)


5.4 SELF-EMPLOYMENT

Considering the new basing for the results this year

which excludes those earning half or more of their personal

income from fee-based consulting in 2009, it’s logical that

the proportion in the work force reported earning some gross

income from self-employment in the prior year would drop –

from 15% to 9%.

5.5 SATISFACTION WITH WORK

A series of questions asked since 1997 measure members'

general sense of satisfaction with their work, using a common

satisfaction scale (very satisfied / satisfied / neutral /

dissatisfied / very dissatisfied). By scoring these scale points

from +2 to -2, the mean rating provides a useful shorthand for

satisfaction levels.

Exhibit 5-13 shows that, after peaking in the 2001 survey,

satisfaction levels took a big step backwards in 2005, and

have remained roughly at those levels since. Still, on every

dimension, favorable responses continue to outweigh

unfavorable responses. Members are most satisfied with the

technical challenges of their jobs (+.87) and overall (+.84).

They are least satisfied with advancement opportunities

(+.22): about one quarter rate themselves either dissatisfied

or very dissatisfied in this area. A slightly smaller proportion

(about one in five) are dissatisfied with their current

compensation. The trend on this measure was modestly

favorable from 2005 up to last year, with another dip (though

not as bad as 2005) this year.

Exhibit 5-13


Satisfaction with Aspects of Work, 1999-2010

2010 Ratings

Very Dis- Very Dis- Mean Satisfaction Ratings Satisfied Satisfied Neutral satisfied satisfied

1999 2001 2005 2007 2008 2009 2010 +2 +1 0 -1 -2

Overall satisfaction with your job .98 1.04 .87 .86 .84 .88 .84 25% 50% 14% 8% 3%

Satisfaction with ...

The technical challenges of your job .94 1.03 .93 .92 .91 .92 .87 30% 43% 17% 8% 3%

Employer's support for your technical vitality .47 .63 .43 .46 .45 .43 .40 19% 35% 23% 14% 9%

Your current compensation .60 .65 .35 .42 .43 .49 .41 14% 39% 25% 15% 6%

Advancement opportunities .36 .50 .24 .27 .27 .26 .22 13% 31% 28% 18% 9%

NOTE: Satisfaction with current compensation not asked in 1997.


6 IEEE-USA SALARY TIME SERIES DATA, 1994-2009

6.1 CONSTANT DOLLAR DATA: ADJUSTING FOR INFLATION

As seen previously, members employed full time in their

PATC saw a slight decrease in median primary income from

2008 to 2009: from $116,000 to $113,500, or -2.1%.

However, a more meaningful measure of economic progress

looks at changes in real (inflation-adjusted) dollars, which

these surveys have done (using median income) since 1994.

Using the Consumer Price Index for All Urban

Consumers as the deflator, we see that real primary income

rose steadily from $97,430 in 1994 to $120,920 in 2002.

2003 saw a big step backwards, to $116,660. Slippage

continues through to this survey, with 2009 real primary

income losing $440 in inflation-adjusted dollars.

Exhibit 6-1

Those Working Full Time in Their PATC (Current Data Excludes Consultants):

Median Primary Income in Constant 2009 Dollars, 1994-2009

Survey Surveyed Nominal Real Conducted Period Income Income

1995 1994 67,000 97,430 1995 1997 1996 72,000 98,920 1997 1999 1998 82,000 108,340 1999 2001 2000 93,100 116,240 2001 2003 2002 101,000 120,920 2004 2003 99,500 116,660 2005 2004 103,000 117,100 2006 2005 104,700 115,740 2007 2006 108,000 114,540 2008 2007 110,610 114,420 2009 2008 116,000 113,940 2010 2009 113,500 113,500

NOTE: Real Income expressed in current dollars, based on an average June-July 2009 CPI of 215.5 (Consumer Price Index, All Urban Consumers; 1982-1984 = 100).

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1994 1995 1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009$70,000

$80,000

$90,000

$100,000

$110,000

$120,000


Exhibit 6-2 presents related data. The bars show period-

to-period changes in the CPI; the line shows changes in

median nominal primary income reported by engineers

working full time in their PATC. Combined, these show that

median income outpaced inflation handily in the 1990s and

early 2000s, but that 2003 begins a stretch where inflation

appears to have the upper hand, a trend not reversed

significantly with 2009 data.

Exhibit 6-2

Those Working Full Time in Their PATC (Current Data Excludes Consultants):

Changes in Median Nominal Primary Income and the CPI, 1996-2009

Survey Surveyed % Change % Change % Change Conducted Period CPI Nominal Income CPI Real Income

1995 1994 148.2 1995 152.5 1997 1996 156.9 +7.5% +5.8% +1.5% 1997 160.4 1999 1998 163.1 +13.9% +4.0% +9.5% 1999 166.5 2001 2000 172.6 +13.5% +5.8% +7.3% 2001 177.8 2003 2002 180.0 +8.5% +4.3% +4.0% 2004 2003 183.8 -1.5% +2.1% -3.5% 2005 2004 189.6 +3.5% +3.1% +0.4% 2006 2005 195.0 +1.7% +2.8% -1.2% 2007 2006 203.2 +3.2% +4.2% -1.0% 2008 2007 208.3 +2.4% +2.5% -0.1% 2009 2008 219.4 +4.9% +5.3% -0.4% 2010 2009 215.5 -2.2% -1.8% -0.4%

NOTE: Percentage change calculated from measure to measure, not year to year in years with no survey. CPI for year calculated as average for June-July (Consumer Price Index, All Urban Consumers; 1982-1984 = 100).

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1994 1995 1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009

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5.0%

10.0%

15.0%

20.0%

-5.0%

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income

CPI

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6.2 TRENDS IN THE MEMBERSHIP PROFILE

Selected characteristics of IEEE's U.S. members are

compared for all surveys conducted since 1972 in Exhibit 6-

3. As previously noted, mean years of experience, mean

years with current employer, and mean age are down

somewhat compared with data from 2001, which probably

exerts a dampening effect on compensation measures. The

involuntary unemployment percentage is twice that of last

year, reflecting the down economy. The proportion holding

a Bachelor's as their highest degree has stabilized at around

one third, well below the 50% levels seen in the 1970s and

1980s. The proportion holding Master's or Doctoral degrees

has plateaued at just under two-thirds.

After modest gains in the 1970s and 1980s, the

proportion of female EEs remains at 6-7%. The profession

continues to slowly grow more diverse racially/ethnically,

however — 79% of 2010 respondents are non-Hispanic

Whites, sixteen points lower than in the inaugural 1972

survey.

Exhibit 6-3

All Respondents (Current Data Excludes Consultants):

Comparisons of Selected Measures, 1972-2010

Mean Years Highest Degree: Survey Mean Years Unemployed Mean with Current Master's or Conducted of Experience Involuntarily Age Employer Bachelor's PhD Male White

1972 17.6 - 42.2 6.5 50% - 99% 95% 1975 17.8 1.7% 41.9 10.6 50% - 99% 96%

1977 17.3 0.8% 42.6 10.9 50% - 99% 95% 1979 17.7 0.4% 43.1 11.9 51% - 99% 94%

1981 17.7 0.5% 42.7 11.2 51% - 98% 94% 1983 17.0 0.1% 40.6 9.9 48% - - - 1985 15.9 0.4% 40.0 9.5 50% - 96% 93%

1987 16.1 0.7% 40.9 9.9 45% - 96% 92% 1989 15.4 0.9% 40.6 9.3 46% 50% 95% 90%

1991 18.4 1.5% 44.0 9.9 48% 46% 95% 90% 1993 19.0 2.7% 45.1 10.4 45% 51% 95% 89% 1995 21.3 2.3% 48.0 11.2 37% 54% 96% 90%

1997 20.9 1.2% 47.6 10.4 40% 55% 94% 87% 1999 24.9 1.3% 52.6 11.9 40% 58% 97% 90%

2001 21.2 0.6% 46.9 14.2 34% 65% 95% 87% 2003 - 4.0% - - - - - - 2004 - 3.4% - - - - - - 2005 19.4 2.1% 44.8 9.2 33% 66% 95% 83%

2006 19.7 1.7% 45.3 9.0 34% 65% 95% 82% 2007 20.0 1.2% 45.6 9.1 35% 65% 94% 83% 2008 19.1 1.3% 44.6 8.7 36% 64% 94% 82% 2009 20.2 1.7% 45.8 9.5 36% 62% 94% 83% 2010 20.2 3.8% 46.1 9.5 36% 62% 93% 79%

NOTE: - indicates item not reported.


7 METHODOLOGICAL NOTES

7.1 SAMPLING AND RESPONSE

Invitations to the Web-based 2010 Salary & Fringe

Benefits Survey were emailed in June 2010 to 121,669 IEEE

U.S. members. To create the sample, all records of higher-

grade members — Associate Members, Members, Senior

Members, and Fellows — who consent to receive email

communications from IEEE were drawn from the member

database. As noted in Exhibit 1-1, 12.1% of those invited

responded, a total of 14,724 usable returns.

Exhibit 7-1 compares the responding sample with the

invited sample with respect to the joint distribution of

Membership Grade and Region (as recorded in IEEE

Member Data). In terms of these two variables, the

responding sample is a reasonably close match with the

invited sample (membership as a whole); Associate

Members are slightly under-represented, while Senior

Members are slightly over-represented. IEEE's six Regions

are more or less proportionately represented.

Focusing on Exhibit 7-2, survey results tend (as in prior

surveys) to over-represent younger members, while under-

representing older members — not surprising, given the

proportion of that group that is at or near retirement and thus

has little interest in current compensation data. Those for

whom no age data is on file with IEEE were quite

unresponsive.

Exhibit 7-1

All Invited Higher-Grade IEEE U.S. Members and All Survey Respondents:

IEEE Region by Membership Grade (IEEE Member Data)

Associate Member Member Senior Member Fellow TOTAL

Survey Survey Survey Survey Survey

Members Cases Members Cases Members Cases Members Cases Members Cases

1 – Northeast 1.0% 0.6% 13.9% 13.2% 1.7% 2.0% 0.4% 0.4% 17.0% 16.1% 2 – East 0.9% 0.5% 12.8% 12.1% 1.6% 1.9% 0.3% 0.2% 15.6% 14.8% 3 – Southeast 0.7% 0.5% 11.1% 11.0% 1.6% 2.1% 0.2% 0.2% 13.7% 13.8%

4 – Central 0.6% 0.4% 9.2% 10.5% 1.0% 1.5% 0.2% 0.2% 11.0% 12.5% 5 – Southwest 0.7% 0.5% 11.9% 12.6% 1.7% 2.0% 0.2% 0.1% 14.5% 15.1% 6 – West 1.4% 1.1% 23.5% 22.8% 2.9% 3.4% 0.5% 0.4% 28.3% 27.7%

TOTAL 5.2% 3.6% 82.4% 82.1% 10.6% 12.8% 1.7% 1.5% 100.0% 100.0%

NOTE: Based only on invited U.S. higher-grade members; Student, Life, and Affiliate grades not invited.

Exhibit 7-2

All Invited Higher-Grade IEEE U.S. Members and All Survey Respondents:

Age (IEEE Member Data)

Survey Members Cases

20-29 4.1% 9.2% 30-39 13.4% 19.5% 40-49 26.3% 28.7% 50-59 30.2% 29.5% 60+ 16.9% 12.8% blank 9.1% 0.3%

NOTE: Based only on invited U.S. higher-grade members; Student, Life, and Affiliate grades not invited.


Statistical precision. With 14,187 usable non-consultant

cases in the 2010 data set, full sample estimates of

proportions are subject to a maximum sampling error of ±0.8

of a percentage point at the 95% confidence level. Most of

the profile information is based on the 13,755 non-consultant

respondents "in the work force" — that is, those currently

employed or involuntarily unemployed. Proportions for this

subset are also subject to a margin of error of ±0.8. (305

responses with extreme high or low values for the key

measure of total personal income were omitted from the data

set.)

Compensation results (for the 11,766 non-consultant

respondents working full time in their Primary Areas of

Technical Competence) are reported in terms of percentiles,

rather than proportions or means. Sampling error is not

readily quantified for such statistics calculated from non-

normal distributions.

As in any survey, results are somewhat less precise when

the database is carved up into subgroups such as the

combinations of specialties and experience reported in

Section 3. Results based on rather small numbers of cases

may still be of interest to IEEE's U.S. members, and are

provided in this report along with suitable cautions for care

in their use. The minimal reportable group is fixed at 25

cases, a threshold selected as a common and reasonable

lower limit for large-sample statistical procedures.

The descriptive statistics reported include percentages,

measures of central tendency such as means and medians,

and measures of dispersion such as ranges and percentiles.

Percentages in most tabulations are rounded to the ones

place, in recognition of the larger-magnitude effects of

sampling error. Means — arithmetic averages — appear

only occasionally, as they are not a preferred measure for

analysis of income; they tend to be biased high because of

the undue influence of very large values at the top of a

distribution.

Medians and other percentiles are points that divide a

ranked distribution into equal-sized groups. The median

divides a distribution in half; quartiles divide it into quarters;

deciles divide it into tenths; percentiles divide it into

hundredths. The median is also the second quartile, the fifth

decile, and the 50th percentile. Interpolated values are used

if necessary; for example, if the number of cases in a

distribution is even, the median is the value half-way

between the two cases in the middle. People tend to report

values such as income in round numbers, which is why

many percentiles in this report are multiples of $1,000.

3

APPENDIX

FACSIMILE OF WEB QUESTIONNAIRE

4

2010 COMPENSATION SURVEY

Thank you for choosing to participate in the 2010 IEEE-USA Salary Survey!

The survey will take a few minutes to complete and you may wish to have available a copy of your 2009 federal tax return for the questions about specific income amounts. If you need to leave the survey before completing it, you may return to the form by clicking on the link in the email invitation you received to participate in the survey.

Please be assured that your personal information is confidential and secure. Your data is encrypted using 128-bit SSL (secure socket layer) protection. None of your individual data or contact information will be shared with any third party, nor used by IEEE-USA except in connection with its Salary Survey services. For more information about Readex Research’s or IEEE’s privacy policies, please see the following web sites:

http://www.readexresearch.com/privacy-policy.cfm http://www.ieee.org/security_privacy.html

If you have any questions about or problems with the survey, please contact Readex Research at [email protected]. ----------------------------------------------------------------------------------------------------------------------------------------------------------------

[Q1-Q14 = ALL RESPONDENTS; Q15-Q34A = CONSULTANTS ONLY; Q35-END = NON-CONSULTANTS ONLY]

1. How many years of professional and/or managerial experience did you have in electrical, electronics, and computer engineering or related technical fields as of January 1, 2010? Do not include undergraduate or graduate school as years of experience. (Please round to the nearest whole number; enter 0 if you have six months or less experience.)

_______ years

2. Check the one response that best describes the sector of your primary employer as of January 1, 2010, or, if you were not then employed (or self-employed), on the last date that you are/were employed. If you worked primarily as a consultant, please indicate the option that best describes your primary client(s).

� Private Industry: Defense � Private Industry: Other than Defense or Utilities � Utilities � Federal Government: Defense � Federal Government: Other than Defense � State or Local Government � Educational Institution � Non-Profit Institution: Except Education � Other sector (please specify):____________

3. Check the one response that best describes the line of business of your primary employer as of January 1, 2010, or, if you were not then employed (or self-employed), on the last date that you are/were employed. If you worked primarily as a consultant, please indicate the option that best describes your primary client(s).

� Aerospace � Automotive � Communications � Computers � Consulting � Defense (except Aerospace) � Education � Electrical/Electronic Manufacturing � Electrical/Electronic Services � Medical � Metals � Petroleum/Chemical � Transportation � Utilities � Other (please specify):____________

5

4. What was your IEEE Membership Grade as of January 1, 2010 (or as of the date you joined, if you joined after January 1, 2010)? (Note: "Life" is not a Membership Grade.)

� Fellow � Senior Member � Member � Associate Member � Student Member � Graduate Student Member

5. As of January 1, 2010, what degrees did you hold? (Please select all that apply.)

� No Degree � Two-year Degree � BA Degree � BET or BSET Degree � BSCS Degree � BSEE or BSCE Degree � Other Bachelor’s Degree � MSEE or MSCE Degree � Other Master’s Degree � MBA Degree � Law Degree � PhD or equivalent

6. Do you have a Professional Engineer’s (PE) license?

� Yes � No

7. What is your Gender?

� Male � Female

8. As of January 1, 2010, what was your age?

__________ years old

9. What is your ethnicity?

� White (not Hispanic origin) � African American (not Hispanic origin) � Hispanic � Asian or Pacific Islander � American Indian or Alaskan Native � Other ethnicity (please specify):____________

10. As of January 1, 2010 please indicate your citizenship status.

� Citizen of the USA, by birth � Citizen, by naturalization � Permanent resident alien � Visa Holder, H-1 � Visa Holder, other, (please specify):____________

11. Please enter the 5-digit zip code for your work location or your primary employment (or self-employment) in calendar year 2009. If no such code applies, enter the zip code for your primary 2009 residence.

______________

6

12. Considering the full calendar year 2009, what was your pre-tax income from the following sources, before all deductions such as health insurance, savings, or other pre-tax programs? (Please enter only whole numbers – no dollar signs, commas, percent signs, periods, or dashes).

NOTE: The sum should equal your actual earned income from all sources in 2009. You must provide an entry for all possible components of pay; if one or more of them do not apply in your case, enter 0 in each such case.

$____________ Base salary

$____________ Overtime pay, if any

$____________ Commission

$____________ Signing bonus

$____________ Performance bonus

$____________ End-of-year bonus

$____________ Other bonus

$____________ Profit sharing

$____________ Any net income from self employment $____________ Supplemental earnings (consulting, teaching, other part-time job, etc.) $____________ Retirement/pension plan benefits (exclude Social Security) $____________ Social Security

$____________ Other Income (Do not report stock options here)

$____________ TOTAL

a. What was the type of "Other Bonus" you received?

b. What was the type of "Other Income" you received?

13. Which option best describes your employment status on January 1, 2010? If your employment has a tax status other than W-2 (e.g., 1099, S corp.), please select one of the self-employed options.

� Employed full time

� Employed part time

� Retired and employed full time

� Retired and employed part time

� Self-employed full time

� Self-employed part time

� Retired, not employed

� Unemployed, voluntarily

� Unemployed, involuntarily

� Full-time student

14. Did half or more of your personal earned income in calendar year 2009 come from fee-based consulting?

� Yes � No

7

15. What percentage of your time consulting do you bill in each of these ways? (Please fill in each blank with a whole number. The total should add to 100%.)

__________ % hourly

__________ % daily

__________ % fixed price

=100%

16. During 2009, what was your average number of billable hours per week as a consultant? (Please fill in a number below; 0 if none)

__________ billable hours/week

17. Please select all of the technical specialties listed below in which you offer consulting services.

� Acoustics � Aerospace � Analog Design � Antenna � Application Software � ASIC � Automation � Broadcast, Radio and Television � Business Application & Management � Business Planning � C++ � CAD � Circuits and Printed Circuit Design � Client Server � Communications � Computers � Consumer Electronics � Databases and Data Management � Diagnostic Software � Digital Design � DSP � Electrical Power Generation, Transmissions & Distributions � Electrical Power Quality, Reliability and Safety � Electrical Power Systems � Electrical Power, Transformers, Switchgear and Controls � Electro-Mechanical � Electromagnetics, including EMI, EMC and EMP � Electronic Components � Embedded Systems, Hardware, Software and Controls � Expert Witness � Failure Analysis � Fiber Optics � Financial � Forensic Engineer � FPGA � GPS � Hardware, General � Human Factors � IC Design � Illumination/Lighting � Instrumentation and Controls � LAN/WAN � Languages � Large Systems � Lasers

� Linux � Management � Manufacturing � Marketing � Materials and Material Handling � Mechanical � Medical � Microprocessors � Microwave � Military � Motors � MS Windows � Networks - LAN/WAN - Other � New Product Development � Object Oriented � Oceanic � Optics � Packaging � Peripherals � Power Supply Design � Process Controls � Project Management � Quality and ISO-Related � Radar � Reliability and Availability � RF � Semiconductor Fab � Servo/Control Systems � Signal Conditioning � Simulation and Modeling � Software Development, Application & Management � Systems Engineering � Technical Writing � Telecom and Telephone � Telemetry � Test Engineering, Equipment or Services � Testability � Thermodynamics � Training � Troubleshooting � UNIX � Vehicular � Wireless Networks, Systems, Instrumentation � World Wide Web

8

18. Please specify below any additional technical specialties that did not appear in the above list but in which you offer consulting services:

19. Please indicate what percentage of your consulting hours were performed for each of the categories below during 2009. (Please fill in each blank with a whole number; 0 if none. The total should add to 100%.)

__________ % An independent __________ % With partners __________ % Incorporated __________ % As a contract employee (job shopping) __________ % As an employee of another company (not your own)

=100%

20. Is your office in your home?

� Yes � No

21. Do you carry professional liability (errors & omissions) insurance?

� Yes � No

22. How do you get your consulting business? Estimate the percentage of total dollars earned from each of the following. (Please fill in each blank with a whole number; 0 if none. The total should add to 100%.)

__________ % Repeat business from your clients

__________ % Client contacts made by networking __________ % Referrals from clients and friends __________ % Contacts through IEEE directories/databases __________ % Print advertising __________ % Cold calls __________ % A marketing or referral service with a fee __________ % Other

=100% 23. How many years of consulting experience have you had? (Please round to the nearest whole number; enter ‘0’ if you have

six months or less experience.)

_______ years

24. What is your current hourly rate for consulting? Please convert other rates to an equivalent hourly rate. If your rate varies, select the average or most common rate. (Please enter whole numbers without a dollar sign or a comma.)

$__________ per hour

25. What is the gross income that you received in 2009 from consulting? (Please enter whole numbers without a dollar sign or a comma.)

$___________

9

26. Estimate the percentage of your consulting hours that you do in the following fields. (Please fill in each blank with a whole number; 0 if none. The total should add to 100%.)

__________ % Hardware

__________ % Software __________ % Management __________ % Marketing __________ % Manufacturing __________ % ICs and devices __________ % RF __________ % Telecom __________ % IT __________ % Computers __________ % System Engineering __________ % Power __________ % Quality and Reliability __________ % Control Systems __________ % Expert Witness & Forensics __________ % Other

=100% 27. Are you having any trouble getting paid?

� Yes � No

a. Was the work you had trouble getting paid for performed under contract?

� Yes � No

b. Please indicate your comments here regarding these difficulties.

28. Where are the largest number of your clients located?

� In the United States or Canada

� Outside the United States or Canada

a. In what State/Province are the largest number of your clients located?

Alabama Alaska Arizona Arkansas California Colorado Connecticut Delaware District of Columbia Florida Georgia Hawaii Idaho Illinois Indiana Iowa

Kansas Kentucky Louisiana Maine Maryland Massachusetts Michigan Minnesota Mississippi Missouri Montana Nebraska Nevada New Hampshire New Jersey New Mexico

New York North Carolina North Dakota Ohio Oklahoma Oregon Pennsylvania Rhode Island South Carolina South Dakota Tennessee Texas Utah Vermont Virginia Washington

West Virginia Wisconsin Wyoming Alberta British Columbia Manitoba New Brunswick Newfoundland and Labrador Nova Scotia Northwest Territories Nunavut Ontario Prince Edward Island Québec Saskatchewan Yukon

10

b. In what country are the largest number of your clients located?

Afghanistan Albania Algeria Andorra Angola Antigua & Deps Argentina Armenia Australia Austria Azerbaijan Bahamas Bahrain Bangladesh Barbados Belarus Belgium Belize Benin Bhutan Bolivia Bosnia Herzegovina Botswana Brazil Brunei Bulgaria Burkina Burundi Cambodia Cameroon Cape Verde Central African Rep Chad Chile China Colombia Comoros Congo Congo {Democratic Rep} Costa Rica Croatia Cuba Cyprus Czech Republic Denmark Djibouti Dominica Dominican Republic East Timor

Ecuador Egypt El Salvador Equatorial Guinea Eritrea Estonia Ethiopia Fiji Finland France Gabon Gambia Georgia Germany Ghana Greece Grenada Guatemala Guinea Guinea-Bissau Guyana Haiti Honduras Hungary Iceland India Indonesia Iran Iraq Ireland {Republic} Israel Italy Ivory Coast Jamaica Japan Jordan Kazakhstan Kenya Kiribati Korea North Korea South Kosovo Kuwait Kyrgyzstan Laos Latvia Lebanon Lesotho Liberia

Libya Liechtenstein Lithuania Luxembourg Macedonia Madagascar Malawi Malaysia Maldives Mali Malta Marshall Islands Mauritania Mauritius Mexico Micronesia Moldova Monaco Mongolia Montenegro Morocco Mozambique Myanmar, {Burma} Namibia Nauru Nepal Netherlands New Zealand Nicaragua Niger Nigeria Norway Oman Pakistan Palau Panama Papua New Guinea Paraguay Peru Philippines Poland Portugal Qatar Romania Russian Federation Rwanda St Kitts & Nevis St Lucia Saint Vincent & the Grenadines

Samoa San Marino Sao Tome & Principe Saudi Arabia Senegal Serbia Seychelles Sierra Leone Singapore Slovakia Slovenia Solomon Islands Somalia South Africa Spain Sri Lanka Sudan Suriname Swaziland Sweden Switzerland Syria Taiwan Tajikistan Tanzania Thailand Togo Tonga Trinidad & Tobago Tunisia Turkey Turkmenistan Tuvalu Uganda Ukraine United Arab Emirates United Kingdom Uruguay Uzbekistan Vanuatu Vatican City Venezuela Vietnam Yemen Zambia Zimbabwe Other

29. How has your consulting business been affected by the trend to move engineering offshore?

IEEE-USA Salary & Fringe Benefits Survey A-1 2010 Edition

30. How has your consulting business been affected by the downturn in the economy?

31. What action do you recommend that the IEEE Consultants’ Network take in response to your answers to the two questions immediately preceding?

32. IEEE-USA has an online Consultants Database (see http://www.ieeeusa.org/consultants) to allow member consultants to advertise their services to prospective clients. What is your level of interest in the Database?

� I am currently a member � I am a former member � I have been aware of the Database but choose not to join � I have been aware of the Database and may have an interest in joining

� I have not been aware of the Database and do not have an interest in joining � I have not been aware of the Database and may have an interest in joining

33. IEEE-USA is considering establishing relationships with other consultants databases whereby IEEE members joining or renewing membership in the IEEE-USA Consultants Database would be offered the opportunity to cross-post their profiles on other Web sites at no extra charge. If you were considering joining or renewing your membership in the IEEE-USA Consultants Database, how would such opportunities affect your decision?

� I would be more likely to join or renew

� I would be less likely to join or renew � Neither / unsure

34. If you would like a coupon for a free 2010 Survey Report emailed to you, please provide your email address here. (The Survey Report will be published as an IEEE-USA ebook and offered for sale to non-respondents during the last quarter of 2010.)

a. Please re-enter your e-mail address.


35. Using the definitions of levels of professional engineering responsibility provided, please choose the one level that best describes your responsibility as of January 1, 2010, or, if you were not then employed, as of the date that you were last previously employed.

These definitions are based on U.S. Department of Labor criteria and have been used for many years by IEEE-USA to support more precise information on the compensation of engineers. Note that a tenth and final level applies if you are working but are not employed as an engineer. If you are currently unemployed, a full-time student, or completely retired and no longer working, use the level that applied to your most recent job.

Click here to view definitions

� Engineer Level 1 (equivalent to GS-5) � Engineer Level 2 (equivalent to GS-7) � Engineer Level 3 (equivalent to GS-9 or Academic Instructor) � Engineer Level 4 (equivalent to GS-11 or Assistant Professor) � Engineer Level 5 (equivalent to GS-12 or Associate Professor) � Engineer Level 6 (equivalent to GS-13 or Full Professor) � Engineer Level 7 (equivalent to GS-14 or Distinguished Professor or Academic Department Head) � Engineer Level 8 (equivalent to GS-15 or Academic Department Head or Dean) � Engineer Level 9 (greater than GS-15 or Academic Dean or higher) � Other/Not Employed as Engineer � Unknown

36. Listed below are ten broad areas of technical competence. Please select the one response that best describes your primary area of technical competence.

� Circuits and Devices (includes Circuits and Systems; Components, Packaging and Manufacturing Technology; Electronic Devices; Lasers and Electro-Optics; Solid-State Circuits; Other or combinations within this area)

� Communications Technology (includes Broadcast Technology; Communications; Consumer Electronics; Vehicular Technology; Other or combinations within this area)

� Computers (includes Hardware; Non-Internet Software Development; Non-Internet Systems Analysis/Integration; Non-Internet Software Applications Including Database Admin.; Internet/Web Development/Applications; Other or combinations within this area)

� Electromagnetics and Radiation (includes Antennas and Propagation; Electromagnetic Compatibility; Magnetics; Microwave Theory and Techniques; Nuclear and Plasma Sciences; Other or combinations within this area)

� Energy and Power Engineering (includes Power Engineering; Other or combinations within this area)

� Engineering and Human Environment (includes Education; Engineering Management; Professional Communication; Reliability; Social Implications of Technology; Other or combinations within this area)

� Industrial Applications (includes Dielectrics and Electrical Insulation; Industry Applications; Instrumentation and Measurement; Power Electronics; Other or combinations within this area)

� Signals and Applications (includes Aerospace and Electronic Systems; Geoscience and Remote Sensing; Oceanic Engineering; Signal Processing; Ultrasonics, Ferroelectrics and Frequency Control; Other or combinations within this area)

� Systems and Control (includes Control Systems; Engineering in Medicine and Biology; Industrial Electronics; Information Theory; Robotics and Automation; Systems, Man and Cybernetics; Other or combinations within this area)

� Other (please specify):___________________________

a. Within the area of Circuits and Devices, please check the one response that best describes your primary area of technical competence.

� Circuits and Systems

� Components, Packaging and Manufacturing Technology

� Electronic Devices

� Lasers and Electro-Optics

� Solid-State Circuits � Other Circuits and Devices specialties or combinations of the above (please specify):____________


b. Within the area of Communications Technology, please check the one response that best describes your primary area of technical competence.

� Broadcast Technology

� Communications

� Consumer Electronics

� Vehicular Technology � Other Communications Technology specialties or combinations of the above (please specify):____________

c. Within the area of Computers, please check the one response that best describes your primary area of technical competence.

� Hardware

� Non-Internet Software Development � Non-Internet Systems Analysis/Integration

� Non-Internet Software Applications Including Database Admin. � Internet/Web Development/Applications

� Other Computer specialties or combinations of the above (please specify):____________

d. Within the area of Electromagnetics and Radiation, please check the one response that best describes your primary area of technical competence.

� Antennas and Propagation

� Electromagnetic Compatibility

� Magnetics

� Microwave Theory and Techniques

� Nuclear and Plasma Sciences � Other Electromagnetics and Radiation specialties or combinations of the above (please specify):____________

e. Within the area of Engineering and Human Environment, please check the one response that best describes your primary area of technical competence.

� Education � Engineering Management � Professional Communication � Reliability � Social Implications of Technology

� Other Engineering and Human Environment specialties or combinations of the above (please specify):____________

f. Within the area of Industrial Applications, please check the one response that best describes your primary area of technical competence.

� Dielectrics and Electrical Insulation � Industry Applications � Instrumentation and Measurement � Power Electronics

� Other Industrial Applications specialties or combinations of the above (please specify):____________

g. Within the area of Signals and Applications, please check the one response that best describes your primary area of technical competence.

� Aerospace and Electronic Systems � Geoscience and Remote Sensing � Oceanic Engineering � Signal Processing � Ultrasonics, Ferroelectrics and Frequency Control

� Other Signals and Applications specialties or combinations of the above (please specify):____________


h. Within the area of Systems and Control, please check the one response that best describes your primary area of technical competence.

� Control Systems � Engineering in Medicine and Biology � Industrial Electronics � Information Theory � Robotics and Automation � Systems, Man and Cybernetics

� Other Systems and Control specialties or combinations of the above (please specify):____________

37. As of January 1, 2010, were you employed (or self-employed) in your primary area of technical competence, as indicated in the previous question?

� Yes � No

38. Check the one response that best describes your primary job function as of January 1, 2010 or, if you were not then employed (or self-employed), on the last date that you are/were employed.

� Administration/personnel services � Basic research � Computer programming, systems software engineering � Consulting � Design and development engineering � Education, teaching, training � Engineering support � Management, general � Management, technical � Manufacturing and production � Marketing, sales � Operations, construction and maintenance � Quality control, reliability, etc. � Systems engineering � Other job function (please specify):____________

39. During calendar year 2009, were you employed at any time on a contract (job-shop engineering) basis?

� Yes � No

40. How many different employers have you worked for full time in the electrical, electronics, computer engineering or related technical fields in the last ten years? (Please fill in the number of employers, 0 if none. Include managerial positions and your present full-time employer. If self-employed, count that. Treat company name changes, transfers, mergers, etc. as one employer.)

____________ employers in past 10 years


41. Did you have any gross income in 2009 from self employment?

� Yes � No

42. How many years had you worked for your present employer as of January 1, 2010, or, if you were not then employed, on the last date that you are/were employed? (Round to the nearest whole number; enter 0 if you have six months or less

experience.)

_______ years

43. What is the approximate number of employees that your employer has in the USA?

� 1-10 Employees

� 11-50 Employees � 51-500 Employees � 501-10,000 Employees � More than 10,000 Employees � Don’t know � Does not apply

44. In calendar year 2009, what was the average number of hours you worked per week? (If you did not work this year, enter 0.)

_______ hours/week

45. In your primary position, how many technical employees did you directly or indirectly supervise as of January 1, 2010? (If none, enter 0.)

_______ technical employees supervised

46. In your primary position, how many non-technical employees did you directly or indirectly supervise as of January 1, 2010? (If none, enter 0.)

_______ non-technical employees supervised

47. Were you awarded stock options by an employer in 2009?

� Yes � No

a. Please enter your best estimate of the present value of those options. Count only the value of options awarded in 2009. (Enter dollar amount rounded to the nearest whole number. Do not enter dollar sign or a comma.)

$_____________ in stock options

48. What was your pre-tax annual base salary rate with your primary employer as of January 1 of each of these years? If you were self-employed, enter your best estimate of a base salary equivalent.

(Enter dollar amount rounded to the nearest whole number -- do not enter commas. Exclude commissions, bonuses, overtime compensation, etc.; include base income before all deductions for health insurance, savings, or other pretax programs. If not applicable because you were not working, enter zero).

January 1, 2010 base salary $ ______________________________




49. What was the total income of your household from all sources in 2009? (Enter dollar amount rounded to the nearest whole number. Do not enter dollar sign or comma.)

$_______________

50. In your primary employment as of January 1, 2010, how many days off (if any) are you annually entitled to in each category below?

(Enter the number of days for each category you are entitled to, even if you don’t expect to use them all. If not entitled to any days in a category, enter 0. If unsure how many days you’re entitled to, enter "999". Be sure not to double-count days - total paid days off should not exceed 52 weeks x 5 days = 260 days.)

#_________ Paid vacation days

#_________ Paid holidays #_________ PTO (Paid Time Off, regardless of how used - often replaces sick/holiday/vacation days) #_________ Paid maternity or paternity leave #_________ Other paid leave

#_________ TOTAL

51. Including your current and all prior companies, in how many company retirement plans are you fully vested? (Enter 0 if none.)

_______ retirement plans in which fully vested

52. As of January 1, 2010, approximately what percentage were you vested in the retirement program of your current

primary employer? (Indicate percentage from 0 to 100 or select "Unknown" or "Not applicable.")

_______ % vested

� Unknown � Not Applicable

53. Have you ever been offered incentives to retire before you plan (or planned) to retire? (Check all that apply.)

� Yes, in 2009

� Yes, before 2009 � No

54. Was an academic (degree-granting) institution your primary employer as of January 1, 2010?

� Yes � No

a. On January 1, 2010, which type of contract covered your academic employment?

� 9 or 10 month contract � 11 or 12 month contract � Other academic contract (please specify):___________________________

b. What is the academic rank for this position?

� Full Professor � Associate Professor � Assistant Professor � Visiting/Adjunct Professor/Instructor/Lecturer � No Institutional Ranks � Non-Teaching Research Appointment � Other Non-Faculty Position � Other Faculty Position, (please specify):___________________________


c. What is the tenure status for this position?

� Tenured

� On Tenure Track � Not on Tenure Track � Tenure Not Applicable

d. What type of institution applies to this position? (Please select the applicable response that grants the highest degree.)

� Public associate degree-granting school � Private associate degree-granting school � Public bachelor degree-granting school � Private bachelor degree-granting school � Public master’s degree-granting school � Private master’s degree-granting school � Public PhD or comparable degree-granting school � Private PhD or comparable degree-granting school � Other type of institution, (please specify):___________________________

55. Please rate your satisfaction with each of the following aspects of your work (for your primary employment in calendar year 2009). (Please select one response in each row.)

Very satisfied

1 Satisfied

2 Neutral

3 Dissatisfied

4

Very dissatisfied

5 Not

ApplicableOverall satisfaction with your job � � � � � �

Satisfaction with advancement opportunities � � � � � �

Satisfaction with the technical challenges of your job

� � � � � �

Satisfaction with employer’s support for your technical vitality

� � � � � �

Satisfaction with your current compensation � � � � � �

56. If your current employer offers medical coverage, is this limited to HMO-type plans?

� Yes � No � Not Applicable

57. Please indicate if, as of January 1, 2010, you are making use of any employer-offered benefits (including pension, retirement or other plans, health benefits and/or other services/benefits).

� Yes � No


58. For each of the Pension/Retirement benefits or services listed below, indicate if, as of January 1, 2010, the benefit was or was not offered by your employer, and if offered, whether your employer contributes to the benefit. You may view a description of these plans here.

Click here to view descriptions

(Please select one response in each row.)

Employer offers and contributes

Employer offers but does not contribute

Employer does not

offer

Defined Benefit Pension Plan � � �

Profit Sharing Plan � � �

Stock Options � � �

401(k), 403(b), or 457 Salary Reduction Plan � � �

Other Defined Contribution Pension Plan � � �

SEP (Simplified Employee Pension Plan) � � �

ESOP (Employee Stock Ownership Plan) � � �

TIAA/CREF � � �

IRA (Individual Retirement Account) � � �

Cash Balance Plan � � �

Other salary reduction savings plan (please specify): ____________ � �

a. Is your employer’s defined benefit plan portable? (Portable: You can take your vested benefits with you when you terminate.)

� Yes � No � Don’t Know

59. For each of the Health/Other benefits or services listed below, indicate if, as of January 1, 2010 the benefit was or was not offered by your employer, and if offered, whether your employer contributes to the benefit. (Please select one for each row.)

Employer offers and contributes

Employer offers but does not contribute

Employer does not offer

Basic health insurance � � �

Basic health insurance for dependents � � �

Major medical insurance � � �

Major medical for dependents � � �

Dental insurance � � �

Dental for dependents � � �

Eyeglasses, lenses, exams � � �

Life insurance coverage � � �

Disability insurance � � �

Well baby care � � �

Long-term care insurance � � �

Prescription/drug coverage � � �

Day care (service or subsidy) � � �

Elder care referral services � � �


60. For each of the benefits or services listed below, indicate if, as of January 1, 2010, it was or was not offered by your employer. (Please select one for each row.)

Employer

offers

Employer does not

offer

Professional association membership fees � �

Paid attendance at professional conferences � �

Paid maternity or paternity leave � �

Unpaid personal leave � �

Flexible working hours � �

Other services/benefits (please specify): ____________ �

61. We are now at the end of the survey. If you would like to make any additional comments, please do so here:

Thank you very much for your input.

IEEE-USA2001 L Street, NW, Suite 700

Washington, D.C. 20036 Tel: +1 202 785 0017Fax: +1 202 785 0835

E-mail: [email protected] Web: www.ieeeusa.org

Documents

Ieee Usa Salary Survey 2010 Final