Ontario Association of Certified Engineering Technicians and Technologists

Ontario Association of Certified Engineering Technicians and Technologists The Ontario Association of Certified Engineering Technicians and Technologists (OACETT) is the certifying body for more than 24,000 engineering technology professionals in Ontario. OACETT is dedicated to excellence in the engineering and applied science technology profession in a manner that serves and protects the public interest. OACETT is a self-governing professional association that functions under the OACETT Act for the purpose of protecting public safety, governing its members and providing a wide range of member benefits and services. Certified members of OACETT may use the following titles and designations: Certified Engineering Technologist (C.E.T.) Applied Science Technologist (A.Sc.T.) Certified Technician (C.Tech.) may also use these designations after qualifying: Road construction contract administrator (rcca) Road construction senior inspector (rcsi) Road construction junior inspector (rcji)

2 2012 Salary Survey Member Perspective Table of Contents 1. Executive Summary 3 2. Methodology 8 3. Employment 9 4. Salary and Other Compensation 10 5. Hours and Overtime 17 6. Benefits 19 7. Pension, Profit Sharing and Stock Plans 21 8. Perks and Professional Development 23 9. Job Satisfaction 29 10. Certification and Dues 31 11. Industry Sector and Employer Size 33 12. Disciplines and Functions 38 13. Demographics 44

3 1. EXECUTIVE SUMMARY 1.1 Methodology The survey was conducted exclusively online between March 27 and May 14, 2012. A total of 2,972 respondents accessed the survey a response rate of 14.2%. This report is based primarily on a sample of 2,698 members who were employed at the time of the survey, after deducting the 115 members who were self-employed and the 159 who classified themselves as retired, unemployed, fulltime students or otherwise not employed. A sample size of 2,698 is accurate to +/-1.78% at the 95% confidence level, meaning its predictability will be 98% accurate 19 times out of 20. 1.2 Employment Status Of the 2,972 total respondents, 115 individuals (3.9%) were self-employed and a further 159 (5.3%) classified themselves as not employed either retired, unemployed or a student. For the self-employed, $80.16 was their mean hourly rate of compensation. 1.3 Salary and Other Compensation The mean base salary for the entire sample (certified and uncertified members) is $73,520, up 4.3% from $70,510 in 2010. The mean figure for total cash compensation is $80,919, with the average OACETT member receiving about $7,400 in additional compensation each year. The mean levels for certified technicians and technologists were $75,470 and $77,130, respectively. The mean for associate members was $61,270. For total cash compensation, the mean values are: certified technologists, $85,250; certified technicians, $82,703; and associate members, $67,051. Beyond base salary, the largest contributions from other compensation came from cash bonuses or profit sharing and overtime pay. For engineering technology professionals, there is a significant advantage to being certified. Looking at total cash compensation in the 45-49 age cohort (used as a proxy for career stage to neutralize the impact of differences in work experience on earnings), the mean values are: technicians, $92,024; technologists, $91,671; and associate members, $82,374. The difference in compensation between the mean earnings of associate members and their certified counterparts, therefore, is about $10,000. The present value of a $10,000 compensation premium over a 30- year career would be $173,000 at a 4% discount rate. Since the most frequently cited reason for associates not pursuing certification was a belief that it won t affect the member s compensation, the survey data suggest otherwise.

4 1.4 Hours and Overtime Forty-three per cent of respondents work a 40-hour week, while 25% work 35 to 39 hours. Only 14% routinely work more than 40 hours per week. The mean amount was 39.6 hours overall, the same as in 2010. Seventy-one per cent of the sample receives no overtime pay. The majority of those entitled to receive it (56%) are employed by organizations of 500 employees or more, likely reflecting the influence of the public sector, the home for half of the largest organizations represented in the member sample, as opposed to 30% in non-manufacturing and 20% in manufacturing. Many smaller organizations still require overtime hours from their OACETT members; however, they are not required to pay extra for it. 1.5 Benefits, Perks and Profit Sharing Depending on the specific benefit, employers usually pay more than 50% of the cost of group benefits for between two-thirds and four-fifths of the sample. The likelihood of an employer paying a majority share of benefits costs increases significantly as cash compensation rises. Pension, profit sharing and stock plans are available to 80% of respondents. After pension plans and group RRSPs, stock purchase plans were the most common type of extra compensation. For fixed or variable profit sharing, the amount was typically under 3% of base salary. The employer matched or subsidized the purchases for more than two-thirds of those with stock purchase plans. The majority of OACETT members enjoy perks such as free parking (72%), subsidized uniforms or safety wear (68%), dues funding for other associations (56%), reimbursement for educational courses (76%) and full reimbursement of OACETT dues (60%). Fitness allowances (25%), daycare (1%), public transit passes (8%) and parental leave top-up (17%) were among the perks not widely available. Asked about concessions from employers on workplace flexibility and telecommuting, more than half of respondents (57%) said flextime was available at their place of employment, and 38% are allowed to work from home, at least part of the time. Across the entire range of benefits, perks and profit sharing, associate members were far more likely to say they were not available, whereas certified technologists and technicians were much more likely to have their employer pay 100% of the benefits cost, plus offer perks and profit sharing. 1.6 Professional Development Fifty-nine per cent of the sample has been active in professional development (PD) over the past two years. Almost three-quarters of the sample are engaged in industry-related PD. Hours of study vary widely, with 17-40 Hours earning the highest number of mentions at 31%.

5 Fifty-five per cent of employers permit study time at work. Most employers pay all, or almost all, of members out-of-pocket PD costs. PD is optional on the part of 77% of the OACETT members in our sample; at the same time, 69% of members said it was a factor in their annual performance reviews. Only 23% said it was a condition of their employment. 1.7 Job Satisfaction With a mean score of 3.07 out of 4.0 slightly ahead of 2010 the membership continues to be fairly satisfied with the positions they hold. More than seven times as many members are satisfied as opposed to dissatisfied. Compensation is a factor in job satisfaction but not the primary one. The Type of Work I Do, Coworkers and Managers were the most frequently mentioned reasons for job satisfaction. Salary only ranks fifth out of 12 variables for those who are Very Satisfied or Satisfied. 1.8 OACETT Certification and Dues Of the 2,698 working members (excluding the 115 members who are selfemployed), only 638 (24%) said OACETT certification was required for their jobs. The rate moved to 27% when respondents were asked if certification was required for other jobs within their organization. Certified members seem confident their efforts at certification are recognized by their employer 71% answered Yes to this new question. On funding for OACETT dues, the employer pays the full cost for 60% of the membership, a jump from 57% in the 2010 sample and 50% in 2007. 1.9 Industry Sector Again this year members working in the public sector were the best represented in the sample, at 40% (up from 36% in 2010). Manufacturing declined to 24% from 27% (and 33% in 2007). Non-manufacturing held fairly steady at 36%. Public sector employees were most likely to be found in the compensation ranges from $50K to $119K. Non-manufacturing and manufacturing industries, where associate members were present in much higher proportions, tended to have high and low earners. 1.10 Organization Size and Unionization Organizations with more than 500 employees comprised the greatest proportion of the respondent sample, at 1,335 respondents (49)%. The next largest cohort 580 organizations with 101-500 employees ranked second at 21%, while 311 organizations with between 2 and 25 employees were third at 12%. The remaining 18% of respondents work for organizations of between 26 and 100 employees.

6 Only 22% of the sample is covered by a collective agreement they are primarily employees of public sector organizations, which dominated the larger employers in our sample. Since they tend to be employed by the largest organizations, the female respondents in our sample were more likely than their male counterparts to be unionized. 1.11 Discipline and Job Classification The most common discipline among respondents was Civil (28%), followed by Mechanical (15%), Electrical (13%) and Building Design/Construction (13%). The most common length of time with a current employer in the current position is the 5 to 10 Year range, at 23%. Longer-tenured respondents trend to the upper income ranges ($70 120K+), which supports length of time in the job as a primary driver of compensation levels. A new question asked if the respondent had changed jobs or received a promotion form his/her current employer. The results were almost a half-and-half split. Certified members in the three upper compensation ranges ($70 89.9K, $90 119.9K, and $120K+) were the most likely to have changed jobs or received a promotion, whereas associate members were much more likely to have the same status at their employer as when they started. The largest segment 27% of the total sample indicated 20 years or More spent in their current discipline. People in this group were three times as likely to be certified members as opposed to associate members. They were also the largest segment among those enjoying the highest compensation levels in the sample. The mean length of time in the current discipline for the entire sample was 12.7 years. were asked to identify the responsibility level of their current position according to a list of seven job classification levels. The most frequently cited category (24%) was Senior or Applied Technical Specialist (Level 4), largely a certified position. The second-largest (23%) was Technical Specialist (Level 2), which featured a much higher proportion of associate members. There is a consistent pattern between higher responsibility and higher income. Only six junior technical specialists (Level 1) earn more than $70,000 in total cash compensation, while only four senior managers or owners (higher than Level 6) earn below that figure. Associate members dominated Levels 1 and 2 while certified technicians and technologists were far more likely to be found in Levels 4 and higher. Most OACETT-certified members earn more money and are employed at a higher level than their associate member counterparts.

7 1.12 Demographics Highlights from the demographic data are: Ages of members in the sample vary widely, from under 30 (13%) to 60 years of age and older (6%). The largest age cohort, at 15%, was 50-54 years. More than 80% of respondents are between 30 and 59 producing a strongly representative sample of the OACETT membership in their prime working years. Females comprised 10% of the respondent sample, up from 9% in 2010. The most common level of education is college technologist diploma, cited by 62% of the sample. Fifteen per cent have a college technician diploma, and 14% have a bachelor s degree. Seventy-two per cent of respondents attended college in Ontario. The 12% of members who graduated from college or university in another country were much more likely to be certified rather than associate members, but were inclined to work either as sole proprietors or for the smallest organizations and were mostly weighted toward the lower compensation ranges. Almost three-quarters (71%) of the sample graduated more than 10 years ago. Unsurprisingly, the most recent graduates dominated the lowest compensation ranges and were most likely to be associate members of OACETT. Of the 2,330 respondents who are certified (83% of the sample, up from 80% in 2010), almost half (49%) are well-established engineering technology professionals who completed their certification more than 10 years ago. The high proportion of total respondents who are certified technicians or technologists is indicative of a trend to certification as careers evolve, once the member is established in the workforce. OACETT s efforts to encourage more members to certify would appear to be paying some dividends for the organization and of course for the members themselves. When members were asked which languages they spoke fluently, other than English, the ones mentioned most prominently were French (8.6%), Hindi (4%), Italian (3.3%) and Tagalog (2.3%). The largest number of members (38%) were active in south-central Ontario (postal code L), with southwestern Ontario (postal code N) second at 21%. This year, we expanded the OACETT membership categories from four in 2010 to eight for greater detail. Certified engineering technologists (C.E.T.s) was by far the largest group at 1,165 (41%) of the 2,813 employed respondents (including the self-employed). Certified technicians (C.Tech.s) were the second-largest membership category in the sample, at 16%.

8 2. METHODOLOGY The survey was conducted exclusively online. Email notifications were sent to 21,190 members for whom OACETT has current email addresses, inviting them to go to the OACETT website or click on a link in the email to take the survey. The survey was open from March 27 until May 14, 2012. A total of 2,972 completed responses were received by the cut-off date, compared to 3,572 responses for the previous compensation survey in 2010 a 20% decrease in participation by the membership. The 2012 survey response rate was 14.2%, based on the universe of 21,190 current email addresses. Survey Response 25,000 24,000 21,190 20,000 15,000 10,000 5,000 2,972 0 OACETT E-mail Addresses Respondents This report is based primarily on a sample of 2,698 net responses for members who were employed, after deducting the 115 respondents who were selfemployed and the 159 who classified themselves as retired, unemployed, full-time students or otherwise not employed. A sample size of 2,698 provides a robust sample from which to draw reliable conclusions about a membership of 24,500. It has an associated error factor of +/- 1.78% at the 95% confidence level. In other words, the findings of this survey will be 98% accurate approximately 19 times out of 20.

9 3. EMPLOYMENT 3.1 What was your employment status as of February 29, 2012? Of the 2,972 total respondents, 159 individuals classified themselves as retired, unemployed, a full-time student or otherwise not employed, leaving 2,813 employed respondents. Of that number, 115 (4.1%) were self-employed. Status Certified Technologists¹ Certified Technicians Associate ² Unclass - ified Total Full-time 1,349 756 497-2,602 Permanent P/T 11 2 6-19 Contract/Temp. 22 19 24-65 Other employed 3 3 6-12 Self-employed 63 36 16-115 Retired - - - 51 51 Unemployed - - - 55 55 F/T Student - - - 50 50 Not Employed - - - 3 3 Total 1,448 816 5491 159 2,972 1. Includes A.Sc.T.s 2. Includes Graduate Technician/Technologist and Technical Specialist 3.2 If you are self-employed, please indicate in Canadian dollars your standard hourly rate. Rather than asking about salary, the 115 self-employed respondents were asked to indicate their standard hourly rate. The mean level was $80/hr., a substantial increase over the $50-69/hr. range from the last survey. Certified technicians and technologists are two to three times more likely to be in the higher income levels than associate members. Self-employed Hourly Earnings (%) No Answer 10 Under $25 3 $25-39 9 $40-49 6 $50-69 21 $70-99 30 $100 Plus 21 0 5 10 15 20 25 30

10 4. SALARY AND OTHER COMPENSATION 4.1 Please provide your base annual salary excluding deferred profit sharing, car allowances and other benefits. Associate members dominated the lower salary ranges. Moving up the salary scale, there were fewer associate members while certified technicians and technologists were represented in greater proportions. Technicians kept pace with technologists in most salary ranges until the uppermost levels. The mean base salary for the entire sample was $73,520, up from $70,510 in 2010. The mean salaries for certified technicians and technologists were $75,470 and $77,130, respectively. The mean for associate members was $61,270. Proportionately, female members dominated the three lower salary ranges (under $40,000 to $69,999) and were relatively less common in the higher ranges from $70K to $100K or more. The mean salary level rose steadily through the range of organization sizes, with members working for organizations of more than 500 employees occupying the highest proportions of the top three salary ranges, from $80K to $100K or more. Salary Range % of Certified Technologists % of Certified Technicians % of Associate Weighted Average % Under $40,000 3 3 13 4 $40-49,999 6 7 22 10 $50-59,999 13 14 21 15 $60-69,999 17 18 16 17 $70-79,999 19 19 10 17 $80-89,999 15 15 8 14 $90-99,999 11 11 3 10 $100,000 or more 16 13 7 13 Total 100 100 100 100 4.2 Please indicate the amount by which your current base salary has increased, measured as an average annual increase, since 2010. Most respondents selected 1% 2.9%. For 12% of respondents, their salary stayed the same over the two-year period, and for 2% it decreased. Associate members were significantly more likely than certified technicians or technologists to have their salary stay the same.

11 Base Salary Increase since 2010 (%) Decreased 2 Same 12 Less than 1 2 1-2.9 33 3-4.9 23 5-6.9 8 7-9.9 7 10+ 13 0 5 10 15 20 25 30 35 4.3 On an annualized basis, please provide other cash compensation you currently receive. Part-time/Contract Work Only 110 respondents said they earn compensation for part-time or contract work in addition to their base salary while still being employed full-time (rather than self-employed) 4% of employed members. The most frequently cited range was $2,000 3,999. While part-time or contract work forms part of total cash compensation for only a small portion of our sample, it is a significant contributor for many of those who receive it. The mean was more than $10,000 because 19 members earned $10,000 19,999 in additional income, while 19 others earned $20,000 or more, including four at $50,000+. Part-time/Contract Compensation No. of $35-49.9K $50-69.9K $70-89.9K $90-119.9K $120K+ None 2,588 297 727 769 583 212 Under $1,000 14 7 2 3 2 - $1,000 1,999 14 4 3 4 3 - $2,000 3,999 23 3 12 2 4 2 $4,000 5,999 15 1 6 2 6 - $6,000 9,999 6 1 1 1 2 1 $10,000 19,999 19 2-7 7 3 $20,000 49,999 15-2 5 3 5 $50,000 or More 4 - - - - 4

12 Cash Bonus/Profit Sharing Of the 2,698 respondents for whom we have salary figures, 35% received a cash bonus or profit sharing. who do not receive bonuses or profit sharing typically fall into the lower salary ranges (below $70K), although people with no bonus were found at all levels of compensation. The most frequently cited bonus level was $2,000 to 3,999 but the numbers ranged as high as $50,000 or more (received by 34 people in the sample). The mean amount was $10,140, about $1,000 less than in 2010. Cash Bonus/Profit Sharing (%) None Under $1,000 $1-1.9K $2-3.9K $4-5.9K $6-9.9K $10-19.9K $20-49.9K $50,000+ Overtime Pay Seventy-one per cent of the sample said they receive no overtime pay.¹ The most frequently cited range for overtime pay was $2,000 to $3,999, although 5% of the sample said they earned between $10,000 and $19,999 a year in overtime, and 3% received over $20,000. Females are twice as likely as males to earn under $1,000 in overtime pay, while males dominate the ranges above $10,000. There are no significant differences between certified technologists and technicians in overtime earnings. For the 29% of members who can earn it, overtime pay is a major contributor to total cash compensation in the higher ranges. Overtime Amount No. of $35-49.9K $50-69.9K $70-89.9K $90-119.9K $120K+ None 1,926 238 511 564 451 162 Under $1,000 65 18 27 16 4 - $1,000 1,999 107 27 41 24 15 - $2,000 3,999 161 23 69 43 24 2 $4,000 5,999 137 4 50 54 26 3 $6,000 9,999 77 4 25 28 16 4 $10,000 19,999 135 1 28 49 45 12 $20,000 or More 90-2 15 29 44

13 Commissions Only 48 respondents (1.9%) in the sample received commissions, with the largest group (20) having received $20,000 or more annually. In 11 of those cases, commission income pushed them into the $120,000+ range for total cash compensation. Commission Amount Number of None 2,650 Under $1,000 4 $1,000 1,999 1 $2,000 5,999 5 $6,000 9,999 5 $10,000 19,999 13 $20,000 or More 20 Consulting Fees Self-employed OACETT members may practice in a consulting role, where engineering technology professionals can be involved in development planning, design and project management. But only 25 respondents who were not selfemployed received consulting fees as additional compensation. Eleven of them were in the $2,000 5,999 range. The mean value for those who receive consulting fees on top of their full-time compensation was $6,220, whereas the mean value of part-time/contract work was considerably higher at $10,152. Other Compensation More than 300 respondents listed a value for unspecified types of cash compensation. The largest group 104 people fell into the $2,000 to $5,999 range, while 58 received under $1,000 and 23 earned more than $20,000. The mean amount for other compensation was $6,882. Other Compensation No. of $35-49.9K $50-69.9K $70-89.9K $90-119.9K $120K+ None 2,389 296 683 712 532 166 Under $1,000 58 12 22 16 7 1 $1,000 1,999 36 3 18 8 5 2 $2,000 5,999 104 1 22 33 35 18 $6,000 9,999 45 2 4 13 17 9 $10,000 19,999 43 1 4 9 12 17 $20,000 or More 23 - - 2 2 19 Of the 309 members who receive other compensation not already identified above, the largest group (106, or 34%) cited a car allowance or mileage reimbursement. Travel allowances were mentioned by 10% of this group.

14 Total Cash Compensation The entire sample of members reported a mean value of $80,919 for total cash compensation, up from $77,735 in 2010. It resulted in an average supplement of almost $7,400 to their base annual salary. Associate members were most commonly found in the compensation ranges below $60K, while the upper ranges ($70K and above) featured more certified members. Of course, associate members tend to be at an earlier stage in their careers, both in terms of age and accreditation. As in base salary, female members dominated the lowest compensation range (under $40K) while male members were more than twice as likely as females to earn $90K or more. Number of Compensation Range Certified Technologists Certified Technicians Associate Total $35-39,999 25 18 58 101 $40-49,999 73 43 98 214 $50-59,999 136 86 104 326 $60-69,999 215 127 85 427 $70-79,999 225 124 62 411 $80-89,999 220 113 49 382 $90-99,999 141 105 19 265 $100-119,999 215 98 32 345 $120-149,999 93 52 22 167 $150,000 or more 42 14 4 60 Total 1,385 780 533 2,698 The mean amount for total cash compensation among certified technologists is $85,250, whereas for certified technicians it is about $2,500 lower at $82,703. The mean amount of total cash compensation for associate members is just $67,051. As with base salaries, organizations with more than 500 employees had the highest proportion of members in the top compensation ranges, and the mean amount of compensation rose on a steady line from the smallest organizations to the largest.

15 Mean Total Cash Compensation ($) Associate 67,051 Certified Technicians 82,703 Certified Technologists 85,250 0 10,000 20,000 30,000 40,000 50,000 60,000 70,000 80,000 90,000 The Value of Certification Certification strongly correlates with higher levels of compensation. Part of the correlation, however, is attributable to age and career stage, since associate members generally tend to be younger and less experienced than certified technicians and technologists within the respondent sample. To neutralize the impact on earnings from differences in work experience, a secondary analysis was performed with age as a proxy for career stage. We examined the three categories of membership within the 45-49 age group in terms of their earning power. Total Cash Compensation Aged 45-49 (excluding self-employed) Certified % of Certified % of Technologists Total Technicians Total Associate % of Total $35 39,999 3 1 1 1 4 6 $40 49,999 12 6 4 3 7 11 $50 59,999 15 7 9 8 4 6 $60 69,999 23 11 15 12 11 17 $70 79,999 36 17 18 15 13 20 $80 89,999 34 16 22 18 6 10 $90 99,000 19 9 17 14 2 3 $100 119,999 39 18 21 17 9 14 $120 149,999 25 11 9 7 7 11 $150,000+ 9 4 6 5 1 2 TOTAL 215 100 122 100 64 100

16 There were 215 certified technologists, 122 certified technicians and 64 associate members in this narrow age band, for a total of 401 members who were not selfemployed. Within this middle-aged group providing a more balanced reflection of career stage and work experience, we found there was a large advantage to being certified. Mean figures for base annual salary in the 45-49 age cohort show certified technicians and technologists virtually identical at $81,480 and $81,330 respectively, compared to associate members at $73,200. The $8,200 annual salary difference represents an 11.2% premium. When we look at total cash compensation for this 45-49 age group, the mean values are: certified technicians, $92,024; certified technologists, $91,671; and associate members, $82,374. And so, after taking into account additional compensation sources such as overtime and profit sharing, the spread between the mean compensation level of associate members and their certified counterparts rises to about $10,000. Assuming it is achieved consistently over the life of a career with a smaller difference early in one s career offset by larger differences in the later years the present value of a $10,000 compensation premium over a 30-year career would be $173,000 at a 4% discount rate. Since the most frequently cited reason for associate members not pursuing certification was a belief that it won t affect the member s compensation, the survey data suggest otherwise. 4.4 Which of the following premium compensation payments are you entitled to receive? Sixty-eight per cent of the sample had no such entitlements but, for the 877 respondents who are entitled to receive premium compensation payments, their responses were as follows: Type of Premium Entitlement * Per Cent* Shift premiums 240 27 Weekend premiums 292 33 Hazardous/ dirty work pay 22 3 Northern residents premium 12 1 Standby pay 138 16 Call-in or call-back pay 180 21 Employer-paid meals on overtime 480 55 Paid meal breaks 179 20 Other 90 10 * More than one type of premium entitlement was indicated by some respondents.

17 5. HOURS AND OVERTIME 5.1 Please indicate your average number of hours worked per week. The highest proportion in the sample (43%) indicated 40 hours per week as their base work commitment. Ironically, a 40-hour work week was most prevalent for both the lowest compensation range (under $50K) and the highest ($120K+). Six per cent consider their base as 45 hours or more. The mean hours worked per week are 39.6. Females were twice as likely as males, in proportionate terms, to work 35 hours or less per week. Base Hours (%) 8 6 2 Under 35 16 35 35.1-39.9 40 40.1-45 Over 45 25 43 When asked about total hours, which include overtime and uncompensated extra hours, the largest segment remained at the 40-hour level in other words, members who work no extra hours beyond their base. working 35.1-39.9 hours were the second-largest segment, reflecting a public sector influence on that segment. Only 14% of the sample indicated they routinely work more than 40 hours a week. The mean amount for the entire sample was 43.0 hours. The mean number of hours worked decreased as the size of the employer organization grew larger. Hours per week generally correlated with total cash compensation. with weekly hours of 40 or less were found mostly in the lower to middle compensation ranges, whereas members typically working 45 hours or more, and especially those over 50 hours, tended to be in compensation ranges at $70,000 and above. Work weeks in excess of 40 hours were especially common among people earning $120,000 or more. This correlation is less the result of overtime pay and more attributable to the managerial responsibilities carried by senior practitioners.

18 5.2 Are you entitled to overtime compensation for extra hours worked? More than half (55%) of the membership is entitled to receive overtime pay for extra hours worked. Among the 45% of members who are not entitled, the majority of those are in the highest compensation ranges anyway no doubt reflective of the number of managers and executives in the upper-most compensation ranges. The majority of those entitled to receive overtime pay were employed by organizations of 500 employees or more, where half of the largest organizations represented in the member sample were in the public sector, as opposed to 30% in non-manufacturing and 20% in manufacturing. Smaller organizations such as 250 (80%) of the 311 organizations with 2 25 employees and 159 (78%) of the 201 organizations with 26-50 employees still require overtime from their OACETT members; they just tend not to pay for it. 5.3 By which rate or method are you compensated for overtime? The most common type of overtime compensation was a higher rate, followed by a combination of pay and time off. Type of Overtime Compensation Per Cent of Straight pay 12 Higher rate 44 Credit toward time off 9 Combination of pay and time off 33 Not compensated 1 Other compensation 1 5.4 Do you reference the OACETT Salary Survey when negotiating your salary? Twenty-four per cent of respondents said they used the OACETT Salary Survey as a resource when negotiating salary, an increase over the 21% who used it in 2010. Across the entire membership, members in the lower compensation ranges were more likely to be users, while those above $90K were less likely.

19 6. BENEFITS 6.1 How many weeks of paid vacation are you entitled to take per year? Three weeks is the most common vacation period. Those members with one to two weeks vacation fell mostly in the two lowest compensation ranges, while members earning $90K or more dominated the Four Weeks and More than Four Weeks categories. Certified technologists and technicians were most prevalent in the Four Weeks+ category while associate members dominated the One Week and Two Week groups, no doubt reflecting an earlier career stage. with four or more weeks of vacation were most likely to be found in organizations with 500 employees or more. Weeks of Paid Vacation (%) 22 1 2 15 1 Week 2 Weeks 3 Weeks 4 Weeks More than 4 No Answer 24 36 6.2 From this list of typical group benefits, please indicate which benefits you receive and the portion paid by your employer. Benefit Employer Pays <50% Per Cent of Total Employed Employer Pays 50-100% Covered under Spouse Do Not Have Group Life - Employee 17 72 1 10 Group Life - Dependants 16 55 3 26 Dental Care 12 79 3 6 Extended Health Care 12 76 3 9 Vision Care 16 68 3 13 Short-term Disability 13 74 1 12 Long-term Disability 18 70 1 11

20 Dental care is the most widely offered benefit among OACETT s membership, and also the one most likely to be covered by the employer at a rate exceeding 50% of the cost. in the two upper compensation ranges were most likely to enjoy 100% coverage from their employer for their group benefits. Across the entire range of benefits, perks and profit sharing, associate members were far more likely to say these features were not available, whereas certified technologists and technicians were much more likely to have a full range of benefits, have their employer pay 100% of the benefits cost, and offer perks and profit sharing.

21 7. PENSION, PROFIT SHARING AND STOCK PLANS 7.1 Which of the following pension, profit sharing and/or stock plans are available to you? Eighty per cent of the sample (2,162 members) had some type of pension, profit sharing or stock plan. This was up from 75% in 2010. Availability grew with the size of the member s employer, reaching 90% at organizations with 500 or more employees. in the three upper compensation ranges ($70K 120K+) were most likely to have such plans. Of this group of 2,162 members, either a pension/retirement plan or group RRSP, or both, was in place for everyone. Pensions particularly defined benefit plans were mostly available to employees of the largest organizations (with 500 or more employees) while group RRSPs were commonly found in smaller firms (50 employees or fewer). On the other hand, stock purchase plans were only available to 22% and stock option plans to just 5%. OACETT members earning $120K or more were the most likely to have stock purchase or option plans and profit sharing available to them, which were major contributors to their high compensation overall. Type of Pension/Profit Sharing Available Per Cent of ¹ Profit Sharing (Fixed or Variable) 19 Stock Purchase Plan 22 Stock Option Plan 5 Pension/Retirement Plan Defined Benefit 33 Pension/Retirement Plan Defined Contribution 39 Group RRSP 30 Both a pension plan and group RRSP 13 1. Does not add to 100 because of multiple choices by some respondents. 7.2 For profit sharing plans, please provide the percentage received. Profit sharing was more often a variable percentage of base salary than a fixed percentage. Virtually all the incidences of variable and fixed profit sharing produced a bonus of less than 3%. 7.3 For stock purchase plans, are purchases matched/subsidized by your employer? More than two-thirds (67%) of the 480 members with stock purchase plans said their employer supported the purchases financially.

22 7.4 If you have a stock option plan, what was the net gain (exercised or unexercised) on vested value in the last 12 months? Forty-two per cent of the 103 members with stock option plans achieved no gain in vested value in the past year. The remainder produced a range of gains, including eight members with more than $10,000. The mean value for those who received a gain was $6,500. Net Annual Gain on Stock Options Number of Per Cent of None 43 42 Under $1,000 34 33 $1,000 4,999 13 12 $5,000 9,999 5 5 $10,000 or more 8 8 TOTAL 103 100 7.5 If a pension/retirement plan or a group RRSP plan is available to you, are you required to make contributions? Sixty-eight per cent of those affected answered Yes. This year we asked what percentage the employer contributed to these plans. The most common contribution amount for employers was zero (36% of eligible respondents), followed by less than 20% in the case of 27% of respondents and more than 40% for 36% of respondents. Plan Type Member contributions are required for pension or group RRSP Eligible Yes No N/A (%) (%) (%) 2,037 68 27 5 7.6 If both a pension/retirement plan AND a group RRSP plan are available to you, does your employer contribute to the group RRSP? For the 284 members with both a pension plan and a group RRSP, the employer contributes to the RRSP in 64% of cases. The employer contribution amount was typically less than 20%. Plan Type Employer contributes to group RRSP when both types of plan are in place Eligible Yes No N/A (%) (%) (%) 284 64 31 5

23 8. PERKS AND PROFESSIONAL DEVELOPMENT 8.1 Do you receive a car allowance? Only 18% of the sample received a car allowance, which was most common in the $120K+ compensation range. For those with a monthly allowance, the amount is typically $500 or more. The largest group, however, received a mileage reimbursement only. in the two uppermost compensation ranges ($90K and above) were the ones most likely to receive a monthly allowance in excess of $500, or a company car. Monthly Car Allowance (%) Under $200 39 4 9 5 5 6 $200-299 $300-399 $400-499 $500 or More Company Car Mileage Only Other 16 17 8.2 Below is a list of perks that may be provided by some organizations. Please check the Not Provided box or indicate the share of costs covered by your employer. Parking onsite, educational course costs, other association dues and uniforms and/or safety footwear were the perks most widely available to respondents, with the employer usually paying 100% of the cost. Fitness allowances, other association dues and educational course costs are perks which tend to be most commonly found with the best-paid members who earn $90K or more in total cash compensation. Females were more likely to have parental leave top-up and it was most likely to be offered in the largest organizations. As the scale of organization declined toward the smallest range (2 25 employees), the incidence of parental leave topup was increasingly less common.

24 Perk Employer Pays < 50% Per Cent of Employer Pays 50-99% Employer Pays 100% % of Employers Which Do Not Provide¹ Day care onsite 1 - - 94 Day care offsite - - - 94 Parking space onsite 3 1 68 25 Parking expenses offsite 1 1 43 50 Public transit passes 2 1 5 85 Uniforms and/or safety 5 15 48 30 footwear Refreshments onsite 5 6 42 46 Fitness Allowance 11 9 5 69 Other association dues 1 3 52 40 Educational course costs 5 14 57 17 Parental leave top-up 3 7 8 53 1. Does not add to 100% because of the No Answer element, which may actually be Don t Know. 8.3 Below is a list of perks that may be provided by some organizations. Please check the appropriate box to indicate if the perk is provided by your employer. This year, we asked an extra question on perks, looking for evidence of concessions from employers on workplace flexibility and telecommuting. Reflecting the changing nature of the engineering technology workforce, more than half of respondents said flextime was available at their place of employment, and more than a third are allowed to work from home, at least part of the time. Females were more likely than males to cite flextime as an additional perk. Other Perks Provided Number of Per Cent of Flextime 1,540 57 Working from home 1,027 38 Home computer 533 20 None of the above 944 35 Elsewhere in the survey, 60% of members told us their employers pay the full cost of OACETT dues, which should be considered as one of the perks widely available to engineering technology professionals.

25 8.4 Over the past two years, have you been involved in any professional development activities, such as upgrading a college diploma to a university degree or taking industry-related or profession-related courses or seminars? Fifty-nine per cent of the sample answered Yes. making less than $50K were most likely to answer No. Proportionately more females than males did PD over the past two years, and the absence of PD activity grew more likely as organizations grew smaller. 8.5 Please indicate the type. Almost three-quarters of the sample are engaged in industry-related professional development (PD). Types of Professional Development Number of Per Cent of Industry-related 1,161 73 Discipline-related 778 49 Non-technical 486 31 Other 36 2 8.6 Where do you pursue your PD activities? Third-party providers of PD education are far more prevalent among OACETT s membership than in-house sources, which are typically a feature of large companies. Most members, however, cite both. Sources of Professional Development Number of Per Cent of In-house only 127 8 Third-party only 403 25 Both 981 62 No answer 80 5 8.7 Please indicate the total number of hours of study over the past two years. Hours of study vary widely, as illustrated in the chart on the following page.

26 Hours of Study (%) 28 16 31 16 or less 17-40 41-80 M ore than 80 25 8.8 Does your employer assist in compensating you for the time spent in professional development activities? Those active in professional development are often permitted to pursue PD activities during working hours, which was most common among employers with more than 100 employees (58%) and in the public sector (55%). However, more than a third of the sample (37%) said they received no compensation and were on their own for the time commitment. Employer Compensation for PD (%) 37 55 Working hours Days off Extra pay None 2 7 8.9 Does your employer pay the tuition costs or registration fees for your PD activities? The vast majority of members are supported financially in their PD activities by their employers. Support is strongest among members in the upper compensation levels, whereas low-paid employees are less likely to receive compensation for PD.

27 Employer-paid Professional Development Employer pays tuition costs or registration fees Eligible Yes No (%) (%) 1,591 87 13 8.10 What percentage of tuition costs or registration fees does your employer pay? Most employers pay all, or almost all, of members out-of-pocket PD costs. Percentage of Costs Paid by Employer Number of Per Cent of 0 213 13 1 19 7 1 20 39 2-40 59 75 5 60 79 31 2 80 or more 1241 78 No answer 22 1 TOTAL 1591 100 8.11 Is annual PD a condition of your employment? Most PD is optional on the part of OACETT members. Only 23% said it was a condition of their employment. 8.12 Is it considered in the measurement of your annual performance? On the other hand, 69% of members said it was a factor in their annual performance reviews. 8.13 How important are communication skills (e.g. negotiations, report writing, internal or external presentations) for effectiveness in your job? Per Cent of Very Important Important Somewhat Important Not at All Important 73 20 6 1

28 These numbers are virtually identical with the 2010 Salary Survey. are as convinced as ever that communication skills are vital to successful performance in engineering technology. Those in the three highest compensation ranges were most likely to answer Very Important. 8.14 Do you believe you need to update your communication skills to meet today s needs in engineering and applied science technology? This new question personalizes the issue, asking respondents for an assessment of their own communication skills. My Communication Skills Need to Be Updated Certified Technologists (%) Certified Technicians (%) Associate (%) Yes 42 42 42 No 48 43 43 Not Sure 10 14 14 A healthy proportion of people in all three OACETT membership categories felt they would benefit from upgrading their communication skills. Of those who said No, the largest proportion were certified technologists. The No answers most frequently came from members who earned more than $120K, suggesting they feel their communication skills are already strong.

29 9. JOB SATISFACTION 9.1 Please rate your current job satisfaction level in the first row below. In the subsequent rows, rate each factor to indicate the reason(s) behind your overall rating. Eighty-seven per cent of the sample is either Very Satisfied (21%) or Satisfied (66%) with their job overall. The Very Satisfied component is an improvement from 15% in 2010, while the Satisfied component held steady. When elaborating on the factors which contribute to their overall rating, members gave their Co-workers the highest combined satisfaction score at 92%, followed closely by Clients and the Type of Work I Do at 90%. The highest combined dissatisfaction score went to Opportunities for Advancement at 36% of the membership, with Perks and Overtime tied at 34% on the dissatisfaction side of the ledger. Satisfaction scores for the Type of Work I Do and Opportunities for Advancement both correlated strongly with income, rating highly (i.e., Very Satisfied) with those in the two uppermost compensation ranges ($90K and above) and, correspondingly, earning strong dissatisfaction scores from members in the lower ranges. At a weighted average of 88.1%, certified members were slightly more satisfied overall than their uncertified counterparts (86.1%). The total satisfaction scores rose steadily as the size of employer increased, reaching an average of 90% at organizations with more than 500 employees. This finding was illustrated most distinctly in satisfaction with Benefits. Overall Job Satisfaction 21 66 10 2 Factor Very Satisfied (%) Satisfied (%) Dissatisfied (%) Very Dissatisfied (%) Salary 18 60 17 5 Benefits 22 61 13 4 Perks 12 54 26 8 Overtime 9 57 24 10 Travel 10 69 16 5 Client(s) 12 78 7 3 Co-workers 25 67 7 1 Managers 22 58 14 6 Company performance 17 62 16 5 Industry prospects 16 66 14 4 Type of work I do 30 60 8 2 Opportunities for advancement 14 50 26 10

Salary was only the fourth-rated factor in dissatisfaction with the job overall, but it was a disproportionately large issue for members earning under $50K in total cash compensation. Satisfaction scores were fairly consistent between certified technicians or technologists and associate members, although the latter were more likely to be dissatisfied with Salary and Benefits than their certified counterparts. 30

31 10. CERTIFICATION AND DUES 10.1 Does your employer require OACETT certification for your job? Associate members are much less likely to be working for employers who require OACETT certification. The highest incidence of Yes answers came from members working for organizations with 100 or more employees. Proportionately, females also were more likely to be employed by organizations requiring certification. Certification Required for My Job Certified Technologists (%) Certified Technicians (%) Associate (%) Yes 26 27 14 No 71 70 80 Not Sure 3 3 6 10.2 Does your employer require OACETT certification for other jobs within your organization? The responses track fairly closely to question 10.1, although there is a larger Not Sure element. Again, certification for other jobs was most likely to be a requirement at the larger organizations represented in our sample (more than 100 employees). Certification Required for Other Jobs Certified Technologists (%) Certified Technicians (%) Associate (%) Yes 29 31 19 No 60 57 64 Not Sure 11 12 17 10.3 Does your employer recognize your OACETT certification? Certified members seem confident their efforts at certification are recognized by their employer. Certification Is Recognized by My Employer Certified Technologists (%) Certified Technicians (%) Associate (%) Yes 75 73 57 No 17 16 21 Not Sure 8 11 22

32 10.4 Does your employer pay for your OACETT dues? For 39% of respondents (1,052 members), the employer did not pay for their OACETT dues. This was the case for 52% of associate members, perhaps contributing to their status. Organizations with 25 employees or less were least likely to pay for OACETT dues. Where the employer does pay for dues, it is almost always in full. By sector, manufacturing (61%) and non-manufacturing companies (71%) were more likely to pay for OACETT dues in full than were public sector organizations (55%). OACETT Dues Paid by Employer (%) 39 Yes in full Yes, 75% Yes, 50% Yes, 25% No 60 01 1 10.5 Have you or other OACETT members at your employer asked for dues to be paid? We asked the 1,052 members who receive no OACETT dues reimbursement if they had made such a request of their employer. The responses roughly broke down into thirds 31% said they had; 35% said they had not; and 34% said they didn t know. Requests of Employer for OACETT Dues to Be Paid Certified Technologists (%) Certified Technicians (%) Associate (%) Weighted Average (%) Yes 33 38 20 31 No 36 32 37 35 Not Sure 31 30 43 34

33 11. INDUSTRY SECTOR AND EMPLOYER SIZE 11.1 Please select the industry sector in which you are employed. Unlike 2010 and 2007, when Non-manufacturing was the most commonly cited sector, this year the Public Sector had the most members in the sample at 40%. Manufacturing fell again from 33% in 2007 to 27% in 2010 and now to 24% in this year s survey. The highest proportions of members in the lowest and highest compensation ranges were in non-manufacturing, while the public sector dominated the middle compensation ranges. Proportionately speaking, female members were far more likely to be employed in the public sector than in manufacturing or non-manufacturing. Industry Sector Number of Per Cent of Manufacturing 690 24 Non-manufacturing 1,009 36 Public Sector 1,114 40 TOTAL 2,813 100 11.2 Manufacturing Employment The table on the next page displays manufacturing employment by industry type for the 690 respondents who work in the sector, along with the members total cash compensation by industry where available. Mining had the highest weighted average compensation at $92,800 among this year s respondents, followed by Oil and Gas at $92,000. Note that the subsamples are too small for the weighted average compensation figures to be statistically reliable for the membership at large. Weighted averages by industry type were computed using the mid-points of each range and a flat $120,000 for the uppermost range. The compensation range figures don t add to the number of members for each industry category in every case because not every respondent provided compensation information. Other manufacturing industry types indicated by respondents included consumer goods, architectural products, furniture, boilers, power transmission, textiles, safety equipment, appliances, forest products, aggregates, nuclear, laser, packaging and glass.

34 Industry Type No. of $35-49.9K $50-69.9K $70-89.9K $90-119.9K $120K+ Weighted Average (%) Aerospace 32 5 7 9 8 1 82,600 Automation/Robotics 28 2 7 10 6 3 82,000 Auto assembly/parts 64 8 21 17 12 5 76,500 Building materials 74 10 17 18 23 4 80,300 Bldg. systems/hvac 25 5 8 7 5 1 72,100 Chemical/Pharma 34 5 7 7 7 7 83,900 Consulting 27 4 7 6 4-72,000 Electrical products 78 9 14 18 19 14 70,700 Electronic products 51 15 12 9 9 4 71,500 Food/Beverage/Tobacco 21-9 5 5 1 79,300 Machinery (non-electr.) 60 9 15 19 10 2 73,700 Metals 32 3 6 7 5 5 83,500 Oil and gas 24 3 2 5 6 7 92,000 Plastics 19 2 6 5 6-77,700 Pulp and paper 13 1 2 5 2 2 84,300 Telecom equipment 14 3 2 2 4 2 82,100 Transportation equip. 20 4 8 3 3 1 69,700 Military 7 1 1 1 4-86,100 Medical/Health/Biomed 11 2 3 4 1 1 73,600 Mining 7-2 1 2 2 92,800 Utilities 13-6 3 2 1 77,500 Other 26 2 9 2 8 2 81,100 11.3 Non-manufacturing Employment On the next page are the results for the 1,009 members employed in nonmanufacturing industries, with their associated total cash compensation where it was provided by respondents. Consulting and Construction Project Management had the highest numbers of representatives within the non-manufacturing segment of the sample, at 30% and 19% respectively, but were well down the list on weighted average cash compensation. Nuclear Power/Energy, Mining and Medical/Health all produced weighted average compensation levels above $90,000 but the small sub-sample sizes mean they may not be representative of the general earning power available to OACETT members in those industries. The compensation range figures don t add to the number of members for each industry category in every case because not every respondent provided compensation information. Other non-manufacturing industry types indicated by respondents included research, compressed air systems, piping, electrical distribution, avionics and agricultural services.

35 Industry Type No. of $35-49.9K $50-69.9K $70-89.9K $90-119.9K $120K+ Weighted Average ($) Automotive 5 1 2 - - 1 70,600 Building design 76 22 28 15 3 1 61,600 Computer systems/ 30 6 10 5 4 3 72.700 Networking Construction trades 65 12 15 17 9 10 78,000 Const. project mgmt. 174 15 37 54 43 20 83,400 Consulting 308 48 95 67 56 23 75,200 Data processing 3 1 - - - 2 94,200 Environmental services 52 12 21 9 7 2 67,900 Mining 60 3 9 14 19 10 89,600 Oilfield services 6-1 - 2 2 102,000 Standards/Testing/Cert. 23 4 2 6 8 3 85,600 Telecom/Cable services 49 5 11 14 8 7 81,700 Transportation services 28 3 7 9 7 2 80,200 Facilities management 24 6 6 5 4 2 72,900 Land surveyor 4 2-1 1-67,600 Sales/Retail 15 7 2 2-4 70,500 Renewable 21 2 7 5 5 2 79,400 Energy/Power Medical/Health 16 3 4 2 4 3 81,800 Financial 11-2 1 7 1 95,900 Private utilities 7-1 2 2 2 95,800 Nuclear power/energy 12-1 3 2 6 102,500 Other 20 5 2 8 1 1 70,500 11.4 Public Sector Employment The table on the next page displays the results for the 1,114 members employed in the public sector, who tend to be certified technologists or technicians rather than associate members, along with their associated total cash compensation. In 2007, Utilities were surpassed by Nuclear power/energy and Education as the industry type most likely to have the highest compensated members in the public sector. This year, Education remained among the best-compensated industry types but Utilities regained the top spot. In all cases but Municipal Government/Agencies and Utilities/Public Utilities, the sub-sample sizes are so small that the figures are likely not truly representative of the earning power in these categories.

36 Industry Type No. of $35-49.9K $50-69.9K $70-89.9K $90-119.9K $120K+ Weighted Average ($) Education 65 7 12 20 23 2 82,400 Health care 33 3 6 16 3 4 80,100 Consulting 120 24 42 24 17 5 70.000 Military 9 1 2 3 2-76,600 Federal Gov t/agency 87 1 30 35 19-77,100 Prov. Gov t/agency 90 5 24 41 13 5 78,400 Muni. Gov t/agency 441 12 140 182 101 5 78,900 Utilities/Public utilities 250 8 56 66 82 32 87,800 Construction 9 2 3 3 1-72,800 Other 10 4 7 1 3-72,000 The compensation range figures don t add to the number of members for each industry category in every case because not every respondent provided compensation information. Other public sector industry types listed by respondents included architectural, nuclear power/energy, transportation, telecommunications, building maintenance and automation, testing, casinos and conservation authorities. 11.5 Please indicate the approximate number of employees in your organization in Canada, and in Ontario specifically. The largest cohort by far was members working for organizations with More than 500 Employees, at 48% of the respondent sample. Second-largest was the next cohort 101 to 500 Employees at 21%. There was a strong correlation between organizations with More than 500 Employees and members with total cash compensation in the three uppermost ranges. Organization Size Employees in Canada Per Cent (Canada) Employees in Ontario Per Cent (Ontario) Incorporated Individual or 56 2 43 2 Sole Proprietor 2 25 Employees 351 12 323 11 26 50 Employees 208 7 212 7 51 100 Employees 256 9 263 9 101 500 Employees 581 21 608 22 More than 500 Employees 1,343 48 1,039 37 No Answer 18 1 325 12 TOTAL 2,813 100 2,813 100 This year, we asked members to identify the number of employees their organization has in Ontario. The proportions of the sample did not change materially from the national figures likely because the respondents did not know

37 the provincial breakdown. differences. The No Answer component accounts for all the 11.6 Is your position covered by a union collective agreement? Just 22% of the members in the sample were covered under a collective agreement. They tend to be clustered in the three middle ranges on total cash compensation, although 25 of them report earnings of $120K or more. Employers with 100 or more employees were far more likely than small firms to be unionized, reflecting the influence of the public sector, which dominated those larger employers in our sample. Females in our sample were more likely to be unionized no doubt driven by the tendency of our female respondents to be employed by the largest organizations. Non-union members were represented more consistently across all the compensation ranges and were significantly more likely to reach the $120K+ compensation level. Collective Agreement No. of $35-49.9K $50-69.9K $70-89.9K $90-119.9K $120K+ Yes 623 33 189 256 119 25 No 2,117 255 540 524 488 200 Not Sure/No Answer 73 27 24 13 3 -

38 12. DISCIPLINES AND FUNCTIONS 12.1 Which of the disciplines listed below best describes the one in which you are primarily employed? The most popular discipline among respondents was Civil (28%), followed by Mechanical (15%) and Electrical (13%) and Building Design/Construction (13%). The top amounts for weighted average cash compensation were found in Petroleum ($103,100), Mining ($88,400), Chemical ($87,700) and Electrical ($87,400), although there is not a high degree of reliability in per-discipline subsamples smaller than 100. Discipline No. of ¹ $35-49.9K $50-69.9K $70-89.9K $90-119.9K $120K+ Weighted Average ($) Biological science 15 4 2 4 3 2 77,600 Building design/const. 382 63 99 97 78 22 75,800 Chemical 34 3 9 4 11 7 87,700 Civil 845 79 284 270 158 38 76,300 Computer/Information 101 16 20 26 22 10 79,500 technology Electrical 380 22 72 102 112 53 87,400 Electronics 171 28 41 45 40 14 78,100 Environmental 166 23 57 46 29 7 74,300 Geomatics/Survey 27 7 7 10 1 2 69,100 Industrial 134 12 32 36 37 10 81,900 Instrumentation 56 5 10 18 11 10 85,300 Mechanical 393 48 102 109 80 30 78,300 Mining 66 4 10 17 16 11 88,400 Petroleum 19-3 2 3 10 103,100 Resources 24 1 5 7 9 1 85,500 TOTAL 2,813² 315 753 794 598 227-1. The compensation range figures don t add to the number of members for each industry category in every case because not every respondent provided compensation information.. 2. Includes self-employed. Females were concentrated in two primary disciplines: (1) Civil, where 108 of the 270 female respondents were employed; and (2) Environmental. We also looked at the disciplines where members who graduated in 2011 and 2012 were practicing. Of the 92 qualifying respondents, the leading discipline was Civil at 26%, followed by Building Design/Construction at 22%. At 14%, Electrical was the only other discipline attracting more than 10% of these recent graduates.

39 12.2 Please indicate the length of time you have spent with your current employer in your current position. For the length of time with the current employer in the current position, the largest cohort of respondents is in the 5 to 10 Years range. Associate members dominate under three years, while certified technologists and technicians were most heavily represented in the longest-serving category (20 Years or more). Longer-tenured respondents trend to the upper income ranges, which supports length of time in the job as a primary driver of compensation levels. Tenure in Years No. of ¹ $35-49.9K $50-69.9K $70-89.9K $90-119.9K $120K+ Under 1 308 78 106 62 41 14 1 less than 2 313 72 97 74 42 16 2 less than 3 287 41 88 73 53 21 3 less than 4 231 31 90 58 37 12 4 less than 5 248 30 80 71 47 11 5 less than 10 635 48 171 202 135 50 10 less than 15 344 10 69 132 86 31 15 less than 20 138 4 18 36 50 22 20 or More 300 1 32 83 119 50 No Answer 9-2 2 - - TOTAL 2,813² 315 753 793 610 227 1. The compensation range figures don t add to the number of members for each industry category in every case because not every respondent provided compensation information. 2. Includes self-employed. 12.3 Have you changed jobs or received a promotion since you started working at your current employer? Changed Jobs or Promoted at Current Employer No. of ¹,² $35-49.9K $50-69.9K $70-89.9K $90-119.9K $120K+ Yes 1,403 84 332 419 389 150 No 1,394 228 417 371 221 76 No Answer 16 3 4 3-1 1. The compensation range figures don t add to the number of members for each industry category in every case because not every respondent provided compensation information. 2. Includes self-employed.

40 The results of this new question were almost a half-and-half split. in the three upper compensation ranges were most likely to have changed jobs or received a promotion since their arrival at their current employer. Associate members were much more likely to have the same status at their employer as when they started. The best opportunities for a job change or promotion resided with larger organizations (100+ employees). 12.4 Please indicate the length of time you have spent in your current discipline. The largest segment 27% of the total sample indicated 20 years or More spent in their current discipline. People in this group were three times as likely to be certified members as opposed to associate members. They were also the largest segment among those enjoying the highest compensation levels in the sample. The mean length of time in the current discipline for the entire sample is 12.7 years. 27 Length of Time in Current Discipline (%) 5 5 6 6 <1 Year 1 - <2 2 - <3 3 - <4 4 - <5 5 - <10 10 - <15 15 - <20 20 or More 6 8 15 21 12.5 Please indicate the total number of years of work experience in any discipline area for your entire career. Respondents indicated a broad mix for years of work experience in any discipline, from 0 up to 10 Years, where associate members were heavily represented, to More than 35 Years which, like all the cohorts greater than 20 years, was dominated by certified members. Female members were most prevalent in the ranges from 3 to 5 Years up to 11 to 15 Years. Males were two to three times more prevalent in percentage terms in the longer-standing ranges from 26 to 30 Years up to More than 35 Years.

41 Years of Work Experience (Any Discipline) Certified Technologists (%) Certified Technicians (%) Associate (%) 0 2 Years 1 1 14 3 5 Years 6 10 19 6 10 Years 15 11 18 11 15 Years 19 11 15 16 20 Years 12 10 11 21 25 Years 15 17 10 26 30 Years 14 14 7 31 35 Years 10 14 3 More than 35 Years 8 12 3 12.6 Please indicate the approximate percentage of your time spent during the course of an average week in each of the activities listed below. Asked to indicate the amount of time they spend in 13 primary types of activities as a percentage of their total time at work, respondents answers were clustered into six percentage groupings, including 0%. A composite profile was calculated based on the relative contribution of each type of activity. Function 0% 1-19% 20-39% 40-59% 60-79% 80% + Overall % Weighting Administration 821 1,355 454 126 31 26 11% Consulting 1,732 763 173 66 34 45 7% Customer service/support 1,470 973 274 58 22 16 7% Design 1,377 792 374 168 59 43 11% Drafting 1,875 525 182 129 67 35 7% Estimating 1,678 919 141 26 21 28 5% Maint./Repair/Field service 1,967 506 165 75 54 46 6% Management/Supervision 1,471 731 326 169 65 51 11% Marketing/Sales 2,289 429 54 23 8 10 2% Project management 1,205 894 396 159 106 53 13% Research 1,928 793 69 16 2 5 3% Teaching/Training 1,751 950 64 18 14 16 4% Test/Inspect/Quality control 1,690 667 192 104 73 87 9% Other functions 2,073 559 115 23 15 28 4%

42 A composite profile of the activities mentioned on the previous page reveals that five functions account for more than half of the time of the average engineering technology professional: Project Management (13%); Management and Supervision (11%); Administration (11%); Design (11%); and Testing, Inspection and Quality Control (9%). Individual data for each activity prompts the following observations: Administration in the two lowest compensation ranges were most likely to have no administrative responsibilities, while members in the two uppermost ranges spent up to 40% of their time in administration. Consulting More than a quarter of the sample was involved in some consulting activity, which is performed at every level of compensation. Customer Service/Support Customer service responsibilities tend to fall on the shoulders of those in the lowest compensation ranges but even members earning more than $120K spent up to 40% of their time in customer relations. Design and Drafting Design and Drafting both tended to be functions of lower-paid members. Estimating This responsibility was evenly spread across all the compensation ranges, although few members spent more than 20% of their time in estimating. Maintenance/Repair/Field Service This was well distributed across the compensation ranges, although 86% of members earning $120K+ in total cash compensation did no maintenance, repair and field service. Management/Supervision Above the 20% level, this function correlates strongly with compensation. Marketing/Sales Marketing and sales is a prime senior management responsibility and a contributor to high compensation, yet members at all compensation levels have at least some marketing and sales duties. Project Management Project management was the most frequently cited activity among all functions listed and a responsibility of all income levels, including those earning more than $120K, where 4% spent more than 80% of their time in this role.

43 Research involved in research were mostly clustered in the lower to middle compensation ranges. Few respondents spent more than 40% of their time in research. Teaching/Training One-third of the sample spent up to 20% of their time in training but more than 60% were not involved at all in this activity. Testing/Inspection/Quality Control High earners were unlikely to do any testing, which was concentrated in the lower compensation levels.

44 13. DEMOGRAPHICS 13.1 Please review the Job Classification descriptions by clicking the HELP button below, and then indicate the level that most closely matches the overall responsibility of your current position. were asked to identify the responsibility of their current position according to a list of seven job classification levels. For reference, they could access a detailed description for each classification. Level Job Classification No. of % of Total Weighted Ave. Cash Comp. ($) 1 Junior Technical Specialist 99 3 50,500 2 Technical Specialist 648 23 68,500 3 Technical Supervisor 222 10 71,300 4 Senior or Applied Technical 687 24 79,000 Specialist 5 Senior Technical Supervisor 370 13 88,500 6 Department/Section/Unit Head 380 13 95,600 >6 Higher then Level 6 (Senior 223 8 106,600 Manager and/or Owner) Other 85 3 77,000 None of the Above 99 3 80,900 TOTAL 2,813 100 - A consistent pattern exists between higher responsibility and higher compensation. There were only six Level 1 members (junior technical specialists) in this sample earning more than $70,000, while only four people higher than Level 6 (senior managers and/or owners) earned below that figure. Associate members dominated Levels 1 and 2 (technical specialists) while certified technicians and technologists were far more likely to be found in Level 4 (senior or applied technical specialist) and higher. Female members were significantly more likely to be found in Levels 1 or 2 than male members. Most OACETTcertified members earn more money and are employed at a higher level than their associate member counterparts. 13.2 In which year were you born? The ages of members in the sample ranged widely, from 13% under 30 to 6% aged 60 years or older. The largest age cohort in the sample was 50-54 years at 15%. More than 80% of respondents are between 30 and 59 producing a strongly representative sample of the OACETT membership in their prime working years.

45 Age Range % No. of Certified Associate Under 30 13 377 210 167 30-34 12 345 256 89 35-39 12 326 266 60 40-44 11 300 230 70 45-49 15 413 347 66 50-54 15 428 386 42 55-59 11 321 296 25 60 or older 6 170 160 10 No answer 5 133 113 20 TOTAL 100 2,813 2,264 549 Respondents under 30 years of age were most likely to be associate members, whereas certified technicians and technologists were best represented in the age ranges above 45 years. Females were under-represented in the oldest age groups, from 50 years of age and up, but the female component of the sample had more members proportionately in the 30-34 and 35-39 age groups. As expected, compensation rose generally with age. Nonetheless, there were a few members in their 50s and 60s earning under $70K, and 15 members under 35 who made $120K or more last year. 13.3 Please indicate your gender. Gender No. of $35-49.9K $50-69.9K $70-89.9K $90-119.9K $120K+ Male 2,533 315 753 793 610 227 Female 270 47 115 76 23 3 No Answer 10 2 4 3 1 - Engineering technician/technologist continues to be an occupation dominated by males. After drawing 8% in 2004, 10% in 2007 and 9% in 2010, this year s respondent sample reached 10% females. Females were present in greater proportions in the two lowest compensation ranges, while males had a greater share of the top three ranges (above $70K). 13.4 What is the last education level you completed? The most common level of education among respondents was the college technologist diploma, at 62%. The college technician diploma was the highest level of education completed for 15% of the sample. A further 14% had a bachelor s degree. Certified technologists were three times as likely as certified technicians to have an undergraduate or graduate university degree.

46 Education Level No. of Per Cent Some high school 1 - High school graduate 16 1 Licensed Provincial Trade Certificate 14 1 Some college 46 2 College Technician Diploma (or equivalent) 423 15 College Technologist Diploma (or equivalent) 1,747 62 Bachelor s Degree 404 14 Post-graduate study 70 2 Master s Degree 84 3 Ph.D. 4 - No answer 4 - TOTAL 2,813 100 13.5 If you attended or graduated from a post-secondary institution, please indicate the province or country in which it is located. Seventy-two per cent of respondents attended college in Ontario. They were evenly spread across the compensation ranges and between the three classifications of membership. A further 9% attended university in Ontario, while 9% attended university in another country. who graduated from colleges or universities outside Canada were more likely to be either sole proprietors or work for the smallest organizations. They were also more likely to be in the lower compensation ranges than their Canadian counterparts. Location No. of Per Cent College in Ontario 2,034 72 College in Another Canadian Province 87 3 University in Ontario 264 9 University in Another Canadian Province 29 1 College in Another Country 69 3 University in Another Country 252 9 No Answer 78 3 TOTAL 2,813 100

47 13.6 Please indicate your year of graduation from an engineering or applied science program at a post-secondary institution. Year of Graduation (%) 2012 2011 2010 1 3 2 4 3 4 2009 2008 4 2007 3 2006 2005 2004 32003 3 >10 Years Ago 71 who graduated from a post-secondary institution within the past 10 years are mostly clustered in the three lowest compensation levels (below $70K), whereas members who graduated more than 10 years ago are much more likely to be well distributed across all ranges of compensation, with a concentration in the three upper cohorts ($70K to 120K+). graduating since 2006 are much more likely to be associate members rather than certified three-quarters of technicians and technologists in our sample graduated more than 10 years ago, whereas the same is true for only 46% of associate members. 13.7 If you are certified with OACETT, please indicate the year you successfully completed examinations or courses for OACETT certification. Of the 2,330 respondents (83%) who are certified in the 2,813 sample (which includes the self-employed), 49% completed their certification more than 10 years ago. Since 71% of the sample graduated more than 10 years ago, this data are indicative of a trend to later certification as one s career evolves. OACETT s efforts to encourage more members to certify would appear to be paying some dividends for the organization, and of course for the members themselves.

48 Year of OACETT Certification (%) 2012 41 17 4 8 2 3 2 8 3 5 4 3 2011 2010 2009 2008 2007 2006 2005 2004 2003 >10 Years Ago N/A 13.8 Please check all the languages you speak fluently. English received a 99.3% score no surprise there, unless it is the admission by 24 members that they are less than fluent in their working language. Other languages which earned mentions from more than 2% of the membership were French (8.2%), Hindi (5.0%), Italian (2.8%), and Gujarati and Tagalog (2.3% each). The table below sets out the languages mentioned by at least 1% of the 3,377 employed members. Language % of Language % of English 99.5 Urdu (Pakistan, India) 1.6 French 8.6 Punjabi (Pakistan, India) 1.4 Hindi (India) 4.0 Russian 1.5 Italian 3.3 Arabic 1.1 Tagalog (Philippines) 2.3 Mandarin (China, Taiwan, 1.1 Singapore) Spanish 1.7 Portuguese 1.0 Gujarati (India) 1.7 Cantonese (China, Hong Kong, 1.0 Macau) Polish 1.6

49 13.9 In which geographic region do you work? (If you work in more than one region, please select the one in which you spend the majority of your working time). The largest number (1,064, or 38%) identified south-central Ontario (postal code L) as their region. Southwestern Ontario (N) was second at 21% and Eastern Ontario (K) was named by 15% of respondents. Primary Region of Work (%) 21 8 2 1 1 38 L (S. Central) K (Eastern) M (Toronto) N (S. West) P (North) Other Prov. USA Other Country 14 15 13.10 Are you required to travel outside the province or country on a regular basis for your job? earning more than $120K in compensation were more than twice as likely to travel outside the province or country as the average for that entire group. Proportionately, individual practitioners (sole proprietors or incorporated individuals) were twice as likely to practice outside the province compared to their counterparts with larger organizations. in the three lowest compensation ranges (below $70K) were least likely to need to travel outside the province or country for their work. Response No. of $35-49.9K $50-69.9K $70-89.9K $90-119.9K $120K+ Yes, outside province 205 7 40 41 57 42 Yes, outside country 267 15 42 52 91 49 No 2,321 292 667 693 456 135 No answer 20 1 4 7 6 1

50 13.11 What was your OACETT category of membership at March 1, 2012? This year, we expanded the OACETT membership categories from four in 2010 to eight for greater detail. Certified Engineering Technologists (C.E.T.s) was by far the largest group at 1,165 or 41% of the 2,813 employed respondents (including the self-employed). Certified Technicians (C.Tech.s) were the secondlargest membership category in the sample at 16%. hip Category (%) 15 1 3 2 41 12 16 10 Cert. Eng. Technologist App. Sc. Technologist Certified Technician Cert. Eng. Technician Sen. Eng. Technician Grad. Technician/Technologist Technical Specialist Associate Member 13.12 Are you certified with MTO? In a new question for this year s survey, we asked about MTO certification. Only 153 members in the 2,813 sample indicated that they possessed one of three types of MTO certification. Certified with MTO Certified Technologists (%) Certified Technicians (%) Associate (%) Road construction contract 2 2 1 administrator (RCCA) Road construction senior 1 2 2 inspector (RCSI) Road construction junior 2 2 3 inspector (RCJI) Not certified 38 36 35 Not Applicable/ No Answer 57 58 59

51 13.13 If you are an associate member, how long have you held this status? For the 427 members who identified themselves as associate members in the sample (including graduate technician/technologists and technical specialists), we asked them to provide the length of time they have held that status. The largest segment, at 27%, has been associate members for just one year or less. The second-largest was between one and two years. The mean number of years was 5.2. The table below displays the full range of answers, up to 20 years or more. Years No. of Respondents % of Total Under 1 year 116 27 1 - <2 63 15 2 - <3 54 13 3 - <4 30 7 4 - <5 16 4 5 - <10 56 13 10 - <15 35 8 15 - <20 15 3 20 years or more 33 8 No answer 9 2 TOTAL 427 100 13.14 What is preventing you from becoming a certified member? We wanted to know why associate members have not pursued certification, particularly those who have held associate status for a number of years. The reasons given are displayed below. The most frequently cited reason was a belief that it won t affect the member s salary, which is closely associated with the second-most popular reason that the employer doesn t require it. The percentage total is in excess of 100 because of multiple mentions. More than 85% of associate members did not answer. Reasons for Not Pursuing Certification No. of % of Total Respondents My employer does not require it 109 25 My employer will not cover the costs 52 12 It costs too much 59 14 It takes too long 30 7 I have insufficient time to study 100 23 The standards are overly rigorous 21 5 The application requirements are too complex 28 7

The courses I require are not readily available 11 2 It won t affect my salary 115 27 I am unfamiliar with the benefits of certification 35 8 Other 170 40 TOTAL 427-52