The 2009 Salary Survey of Mountain Engineering Firms is the most up-to-date and comprehensive compensation survey for engineering firms operating in this region. Based on data from a broad sampling of engineering firms in the region reporting salaries for all positions, this report is the new standard for firm leaders and human resources directors looking to benchmark their staff’s compensation against their peers. The states included in this survey are Montana, Idaho, Wyoming, Colorado, New Mexico, Arizona, Utah, and Nevada. Engineering salary surveys for other regions are also available.

Participate in a ZweigWhite survey and save over 75% on the final report! Click here for a list of available questionnaires.

The 2009 Salary Survey of Mountain Engineering Firms will help you:

• Compare your staff’s salaries to those in firms just like your own
• Find out what the normal salary range is for every type and level of position in engineering firms
• See how salaries change as firms grow in size and help you prepare for your own firm’s future
• Evaluate salaries on a state-by-state and regional basis
• If you have offices in more than one state, see where employees are earning the most—and the least
• See how salaries have changed over the years with new trend data
  

The 2009 Salary Survey of Mountain Engineering Firms is the most up-to-date and comprehensive compensation survey for engineering firms operating in this region. Based on data from a broad sampling of engineering firms in the region reporting salaries for all positions, this report is the new standard for firm leaders and human resources directors looking to benchmark their staff’s compensation against their peers.

The states included in this survey are Montana, Idaho, Wyoming, Colorado, New Mexico, Arizona, Utah, and Nevada. Engineering salary surveys for other regions are also available.

The survey includes data for a wide range of technical staff—from civil, structural, electrical, mechanical, geotechnical, environmental, and traffic/transportation engineers, to architects, landscape architects, planners, construction managers, and land surveyors. Technical staff data are broken into five levels—entry-level, project engineer, project manager, department head, and principal. The report also shows salaries for management positions—such as presidents, CEOs, CFOs, branch managers, and others—as well as IT, marketing, and administrative staff. Descriptions and average years of experience are included for all titles in the survey. Data are clearly broken out by state or region and firm size so you can make comparisons between your firm and others just like it.

And new for this year, we've added trend data so you can see how salaries for every type of position has changed over the years.

It’s all here, laid out in an easy-to-read format for firms just like yours. Use the survey data to make a case why you or one of your employees deserves a raise, help you control salary levels, or decide how much you should offer a new hire. Between helping you resolve salary issues and keeping compensation costs down, this book will pay for itself many times over.

Also available:

Northeast edition: Maine, New Hampshire, Vermont, Massachusetts, Rhode Island, Connecticut, New York, New Jersey, and Pennsylvania

South Atlantic edition: Delaware, District of Columbia, Florida, Georgia, Maryland, North Carolina, South Carolina, Virginia, and West Virginia

North Central edition: Illinois, Indiana, Iowa, Kansas, Michigan, Minnesota, Missouri, Nebraska, North Dakota, Ohio, South Dakota, and Wisconsin

South Central edition: Kentucky, Tennessee, Alabama, Mississippi, Arkansas, Louisiana, Oklahoma, and Texas

Pacific edition: Alaska, California, Hawaii, Oregon, and Washington

Executive Summary

Breakdown of the survey sample

Civil Engineers—Entry Level, Project Engineer, Project Manager, Department Manager, Principal

Structural Engineers—Entry Level, Project Engineer, Project Manager, Department Manager, Principal

Electrical Engineers—Entry Level, Project Engineer, Project Manager, Department Manager, Principal

Mechanical Engineers—Entry Level, Project Engineer, Project Manager, Department Manager, Principal

Geotechnical Engineers/Scientists—Entry Level, Project Engineer, Project Manager, Department Manager, Principal

Environmental Engineers/Scientists—Entry Level, Project Engineer, Project Manager, Department Manager, Principal

Traffic/Transportation Engineers—Entry Level, Project Engineer, Project Manager, Department Manager, Principal

Planners—Entry Level, Project Engineer, Project Manager, Department Manager, Principal

GIS Professionals—Entry Level, Project Engineer, Project Manager, Department Manager, Principal

Architects—Entry Level, Project Engineer, Project Manager, Department Manager, Principal

Landscape Architects—Entry Level, Project Engineer, Project Manager, Department Manager, Principal

Construction Managers—Entry Level, Project Engineer, Project Manager, Department Manager, Principal

Land Surveyors—Instrument Person I, Survey Technician/CADD Operator, Field Survey Party Chief, Project Surveyor, Survey Department Manager

Civil Engineering Technician/Designer—Entry Level, Mid-Level, Senior Level

Mechanical Engineering Technician/Designer—Entry Level, Mid-Level, Senior Level

CADD/GIS Operator—Entry Level, Mid-Level, Senior Level

Field Technician—Entry Level, Mid-Level, Senior Level

Administrative Personnel—Office Administrator/Manager, Executive Assistant, Administrative Assistant, Bookkeeper/Accounting Supervisor, Accounting/Payroll Clerk, HR Manager/Director, HR Coordinator/Assistant, Receptionist/Phone Operator

Information Technology/Computer Personnel—CIO/IT Director, IT Manager/Specialist, CADD Manager

Marketing/Public Relations Personnel—Marketing Director, Marketing Manager/Coordinator, Marketing Assistant, Business Development Representative, Graphic Designer

Management—CEO/President/Managing Partner, CFO/Financial Manager, COO, Executive Vice President, Vice President, Branch Office Manager

Sample Questionnaire