The Salary Survey of
Lithuanian Employers and Employees
Demo version
Spring 2013
The Salary Information Agency
Tark Tööand...
The Salary Information Agency
specialises in:
• Salaries offered by employers by
occupation
• Employees’ salary expectatio...
Publications available from the Salary Information Agency
Report name Description
Date of
publication
Price (EUR
+ VAT)
Pr...
PROFILE OF SURVEY
RESPONDENTS
The Employers’ Salary Survey
Number of respondents
283
243
179
0
50
100
150
200
250
300
Estonia Latvia Lithuania
Employers
9227
7488
3163
0
1000
2000
3...
Need for relevant salary information
21%
41%
32%
6%
1%
0% 10% 20% 30% 40% 50%
Very rarely – once a year
Rarely – once a qu...
1%
1%
11%
1%
1%
3%
29%
4%
2%
9%
5%
1%
2%
1%
0%
3%
3%
0%
8%
15%
0% 5% 10% 15% 20% 25% 30% 35%
Agriculture, forestry and fis...
29%
13%
12%
13%
21%
5%
6%
0% 5% 10% 15% 20% 25% 30% 35%
1-9 employees
10-19 employees
20-49 employees
50-99 employees
100-...
30%
41%
49%
47%
29%
33%
36%
25%
25%
27%
42%
73%
0% 20% 40% 60% 80%
Alytus county
Kaunas county
Kaunas
Klaipeda county
Mari...
PROFILE OF SURVEY
RESPONDENTS
The Employees’ Salary Survey
5%
3%
1%
15%
2%
1%
13%
0%
0%
3%
0%
0%
4%
0%
1%
1%
18%
4%
2%
0%
0%
2%
2%
1%
0%
3%
6%
8%
2%
0% 5% 10% 15% 20%
Construction a...
4%
2%
1%
10%
2%
2%
8%
1%
0%
8%
0%
1%
8%
0%
2%
2%
11%
5%
5%
0%
1%
4%
4%
1%
1%
2%
5%
7%
2%
0% 2% 4% 6% 8% 10% 12%
Constructi...
2%
84%
5%
0%
0%
4%
0%
0%
1%
3%
3%
2%
0% 20% 40% 60% 80% 100%
Entrepreneur
Full-time salaried employee
Part-time salaried e...
1%
37%
43%
8%
4%
4%
2%
1%
1%
0%
0% 10% 20% 30% 40% 50%
Doctoral degree
Master’s degree
Bachelor’s degree
Vocational higher...
58%
42%
0%
10%
20%
30%
40%
50%
60%
70%
Female Male
Gender of respondents
0%
12%
53%
21%
11%
3%
0% 0%
0%
10%
20%
30%
40%
50...
CHANGES IN BASIC SALARIES
The Employers’ Salary Survey
• Share of respondents who had not changed and did not plan to change basic salaries
• Share of respondents who had raised...
NET SALARY CHANGES
The Employees‘ Salary Survey
Slides in the full version of the Salary Survey Report
• Changes in net salary Apr 2012 – Apr 2013, share of respondents (...
JOB SEEKING
The Employees‘ Salary Survey
• Job seeking activities
• Job seekers by labour status and area of activity
• Job seekers by occupation group and by year...
CHANGES IN LABOUR DEMAND &
ASSESSMENT OF LABOUR MARKET
SITUATION
The Employers’ Salary Survey
• Changes in labour demand – share of respondents who need
additional people
• Changes in labour demand by economic activi...
WORK ORGANISATION
Sponsored by Microsoft
16%
19%
29%
25%
25%
38%
35%
25%
10%
8%
16%
21%
22%
28%
35%
64%
0% 20% 40% 60% 80% 100%
I can plan my own work process and ...
58%
57%
43%
32%
30%
21%
18%
18%
0% 20% 40% 60% 80% 100%
Employees have a say in setting work and
performance targets and d...
52%
48%
59%
22%
20%
28%
26%
33%
13%
0%
10%
20%
30%
40%
50%
60%
70%
All employees Satisfied with their
work organisation
No...
Work organisation – employers’ views
32%
16%
51%
0%
10%
20%
30%
40%
50%
60%
No, the nature of our organisation’s
work does...
27%
33%
34%
33%
32%
35%
29%
16%
18%
20%
27%
30%
46%
61%
0% 20% 40% 60% 80% 100%
Our organisation and/or department is well...
35%
45%
37%
36%
29%
35%
40%
23%
32%
43%
49%
61%
55%
51%
0% 20% 40% 60% 80% 100%
Our organisation has the best possible wor...
30%
33%
40%
35%
29%
43%
34%
34%
43%
12%
21%
25%
32%
38%
25%
40%
46%
37%
0% 20% 40% 60% 80% 100%
Allowing teleworking damag...
34%
37%
37%
36%
41%
41%
48%
27%
35%
9%
11%
12%
23%
20%
23%
27%
60%
57%
0% 20% 40% 60% 80% 100%
The majority of employees c...
GROSS WAGES AND SALARIES
The Employers’ Salary Survey
Slides in the full version of the Salary Survey Report
• Average gross wages for 223 occupations
• Comprehensive pay repor...
EMPLOYEE MOVEMENT AND
SALARY EXPECTATIONS
The Employees‘ Salary Survey
• Existing job and desired job – movement of employees
• Existing net pay and desired pay for 320 occupations
• Desired pa...
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The Salary Survey of Lithuanian Employers and Employees, Spring-Summer 2013, The Salary Information Agency, OÜ Tark Tööandja

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Lithuania country report_demo

  1. 1. The Salary Survey of Lithuanian Employers and Employees Demo version Spring 2013 The Salary Information Agency Tark Tööandja OÜ
  2. 2. The Salary Information Agency specialises in: • Salaries offered by employers by occupation • Employees’ salary expectations by occupation • Reward and benefit packages by job group • Comparison of remuneration systems • Salary adjustments and forecasts, and their causes • Application of smart work arrangements The Salary Information Agency organises: • Employers’ and Employees’ Salary Surveys • Interpretation and analysis of salary statistics • Round tables, seminars and conferences • Advice to employers and employees on matters of salary and work organisation • Publications: salary survey reports, compilations of articles Unique Evolving and engaging Representative Reliable Quick and immediate Sound methods Participant-friendly Smart investment The Agency's mission is to generate useful information for employers to help them create competitive remuneration packages and for employees to develop adequate salary expectations. Activities of the Agency
  3. 3. Publications available from the Salary Information Agency Report name Description Date of publication Price (EUR + VAT) Price for participants (EUR + VAT) The Salary Survey Report for the Baltic States The Salary Survey Report for the Baltic States contains the conclusions of employers’ and employees’ salary surveys from all three countries. 1.08.2013 790 590 Employers’ and Employees’ Salary Survey Country Report (Estonia, Latvia, Lithuania separately) The report contains comparative conclusions of Employers’ Salary Survey and Employees' and Job Seekers Salary Survey for each country: basic salary adjustments and employers’ forecasts for adjustments, reasons behind adjustments, employees’ gross salary adjustments, changes in labour demand and how organisations react to these changes, work organisation and working conditions in organisations, employers’ and employees’ views on work organisation and working conditions, forms of employee representation and employees’ participation in these representations, salaries in April 2013 (statistical average, median, 1st and 3rd quartiles, 10th and 90th percentiles), including salary components and employees’ salary expectations, in 30 job sectors. 22.07.2013 390 195 The Employers’ Salary Survey Report The report contains the conclusions of the Employers' Salary Survey in each country: basic salary adjustments, forecasts and reasons for adjustments, changes in labour demand and how organisations react to these changes, work organisation and working conditions in organisations, forms of employee representation, salaries in April (statistical average, median, 1st and 3rd quartiles, 10th and 90th percentiles), including salary components, in 30 job sectors. 22.07.2013 250 150/0* Participant Report for Employer Similarly to the Employers’ Salary Survey Report this report contains summaries of basic salary adjustments, work organisation and other related topics, as well as average salaries (statistical average, median, 1st and 3rd quartile, 10th and 90th percentile) by occupation in April 2013 in those sectors that the particular participant submitted salary data about. If the participant submitted data for more than two job sectors, the Employers’ Salary Survey Report will be free of charge for them. 22.07.2013 not available 0 Sector report on employers’ and employees’ salary survey outcomes The report contains a short summary of the main conclusions of the salary surveys, and April 2013 salaries in one sector (eg manufacturing, transport, trade etc.) of the relevant country, incl. salary components and employees’ salary expectations. 22.07.2013 150 150
  4. 4. PROFILE OF SURVEY RESPONDENTS The Employers’ Salary Survey
  5. 5. Number of respondents 283 243 179 0 50 100 150 200 250 300 Estonia Latvia Lithuania Employers 9227 7488 3163 0 1000 2000 3000 4000 5000 6000 7000 8000 9000 10000 Estonia Latvia Lithuania Employees 5
  6. 6. Need for relevant salary information 21% 41% 32% 6% 1% 0% 10% 20% 30% 40% 50% Very rarely – once a year Rarely – once a quarter Regularly – once a month Often - once a week Very often – daily Need for salary information 65% 20% 1% 12% 2% 11% 0% 50% 100% Official statistics The Salary Information Agency Fontes’ salary survey Hay Group’s salary survey Mercer’s salary survey Other Using salary market information
  7. 7. 1% 1% 11% 1% 1% 3% 29% 4% 2% 9% 5% 1% 2% 1% 0% 3% 3% 0% 8% 15% 0% 5% 10% 15% 20% 25% 30% 35% Agriculture, forestry and fishing Mining and quarrying Manufacturing Electricity, gas, steam and air conditioning… Water collection, treatment and supply Construction Wholesale and retail trade Transportation and storage Accommodation and food service activities Information and communication Financial and insurance activities Real estate activities Professional, scientific and technical activities Administrative and support service activities Public administration and defence,… Education Human health and social work activities Arts, entertainment and recreation Other service activities Other Respondents’ region of activity
  8. 8. 29% 13% 12% 13% 21% 5% 6% 0% 5% 10% 15% 20% 25% 30% 35% 1-9 employees 10-19 employees 20-49 employees 50-99 employees 100-249 employees 250-499 employees more than 500 employees Responding organisations by employee ranges
  9. 9. 30% 41% 49% 47% 29% 33% 36% 25% 25% 27% 42% 73% 0% 20% 40% 60% 80% Alytus county Kaunas county Kaunas Klaipeda county Marijampoles county Panevezys county Šiauliai county Tauragės county Tent county Utena county Vilnius county Vilnius Respondents’ region of activity
  10. 10. PROFILE OF SURVEY RESPONDENTS The Employees’ Salary Survey
  11. 11. 5% 3% 1% 15% 2% 1% 13% 0% 0% 3% 0% 0% 4% 0% 1% 1% 18% 4% 2% 0% 0% 2% 2% 1% 0% 3% 6% 8% 2% 0% 5% 10% 15% 20% Construction and real estate Energy, electricity and electronics Representative organisations and other… Finance and accounting Education and training Humanities and the creative sector Information and telecommunication… Information workers Personal services Management and business services Mining Environmental protection and waste… Clerical and administrative work Protective and emergency services Earth and engineering sciences Accommodation and food service Sales and marketing Banking and insurance Human resources and employment Cleaning works Agriculture, forestry and fishing Advertising and PR State and public administration Social work and welfare Sports, culture and leisure Health care and medicine Transportation, storage and logistics Industry and manufacturing Law Area of work
  12. 12. 4% 2% 1% 10% 2% 2% 8% 1% 0% 8% 0% 1% 8% 0% 2% 2% 11% 5% 5% 0% 1% 4% 4% 1% 1% 2% 5% 7% 2% 0% 2% 4% 6% 8% 10% 12% Construction and real estate Energy, electricity and electronics Representative organisations and other… Finance and accounting Education and training Humanities and the creative sector Information and telecommunication… Information workers Personal services Management and business services Mining Environmental protection and waste… Clerical and administrative work Protective and emergency services Earth and engineering sciences Accommodation and food service Sales and marketing Banking and insurance Human resources and employment Cleaning works Agriculture, forestry and fishing Advertising and PR State and public administration Social work and welfare Sports, culture and leisure Health care and medicine Transportation, storage and logistics Industry and manufacturing Law Desired area of work
  13. 13. 2% 84% 5% 0% 0% 4% 0% 0% 1% 3% 3% 2% 0% 20% 40% 60% 80% 100% Entrepreneur Full-time salaried employee Part-time salaried employee Apprentice Voluntary worker Studying at school or… Conscript Pensioner On parental leave Registered unemployed Do not work or study Labour status 13% 12% 15% 16% 16% 10% 18% 0% 5% 10% 15% 20% 1-9 employees 10-19 employees 20-49 employees 50-99 employees 100-249 employees 250-499 employees more than 500 employees Range of employees – current employer Labour status and size of company
  14. 14. 1% 37% 43% 8% 4% 4% 2% 1% 1% 0% 0% 10% 20% 30% 40% 50% Doctoral degree Master’s degree Bachelor’s degree Vocational higher education Post-secondary vocational education General secondary education Vocational secondary education Vocational education after basic education Basic education Less than basic education Education 2% 8% 16% 8% 2% 4% 5% 0% 2% 1% 6% 48% 0% 10% 20% 30% 40% 50% 60% Alytus county Kaunas county Kaunas Klaipeda county Marijampoles county Panevezys county Šiauliai county Tauragės county Tent county Utena county Vilnius county Vilnius Place of residence Place of residence and education
  15. 15. 58% 42% 0% 10% 20% 30% 40% 50% 60% 70% Female Male Gender of respondents 0% 12% 53% 21% 11% 3% 0% 0% 0% 10% 20% 30% 40% 50% 60% 15 or younger 16-24 25-34 35-44 45-54 55-64 65-74 75 or older Age group of respondents Gender and age of respondents
  16. 16. CHANGES IN BASIC SALARIES The Employers’ Salary Survey
  17. 17. • Share of respondents who had not changed and did not plan to change basic salaries • Share of respondents who had raised basic salaries and average rises during the previous 6 months (Nov 2012 – Apr 2013) • Share of respondents who were planning to raise basic salaries and average planned rises in the following 6 months (May–Oct 2013) • Employees impacted by pay adjustments (%) • Reasons behind salary changes during the previous 6 months (%) • Reasons behind salary changes scheduled for the following 6 months Slides in the full version of the Salary Survey Report
  18. 18. NET SALARY CHANGES The Employees‘ Salary Survey
  19. 19. Slides in the full version of the Salary Survey Report • Changes in net salary Apr 2012 – Apr 2013, share of respondents (%) • Average rise in net salary Apr 2012 – Apr 2013 • Net salary changes Apr 2012 – Apr 2013, by occupation group • Average rise in net salary Apr 2012 – Apr 2013, by occupation group of respondents • Net salary changes Apr 2012 – Apr 2013, share of respondents by size of employer’s organisation • Changes in net salary Apr 2012 – Apr 2013, share of respondents by gender • Changes in net salary Apr 2012 – Apr 2013, share of respondents by age group • Changes in net salary Apr 2012 – Apr 2013, share of respondents by level of education • Changes in net salary Apr 2012 – Apr 2013, share of respondents by place of residence
  20. 20. JOB SEEKING The Employees‘ Salary Survey
  21. 21. • Job seeking activities • Job seekers by labour status and area of activity • Job seekers by occupation group and by years in service • Job seekers by size of current employer’s organisation • Job seekers by gender, age group and level of education Slides in the full version of the Salary Survey Report
  22. 22. CHANGES IN LABOUR DEMAND & ASSESSMENT OF LABOUR MARKET SITUATION The Employers’ Salary Survey
  23. 23. • Changes in labour demand – share of respondents who need additional people • Changes in labour demand by economic activity • Changes in labour demand by size of organisation • Labour demand forecast • Employers’ assessment of labour market situation • Dealing with labour shortage Slides in the full version of the Salary Survey Report
  24. 24. WORK ORGANISATION Sponsored by Microsoft
  25. 25. 16% 19% 29% 25% 25% 38% 35% 25% 10% 8% 16% 21% 22% 28% 35% 64% 0% 20% 40% 60% 80% 100% I can plan my own work process and when I do what. I can greatly influence my pay. I can influence the criteria used to assess my work performance. I can decide where I work and how and when I get there. I can organise my own working hours, fixed hours are not enforced. I have a say in setting my work and performance targets and deadlines. I can choose myself how to do my work and what methods and techniques I use. Independence in organising my work is important to me. Autonomy in work organisation 4- agree 5- strongly agree Work organisation – employees’ views
  26. 26. 58% 57% 43% 32% 30% 21% 18% 18% 0% 20% 40% 60% 80% 100% Employees have a say in setting work and performance targets and deadlines. Employees' independence in organising their work forms an important part of our organisation's work culture. Employees can greatly influence their pay. Employees can influence the criteria used to assess their work performance. Employees can plan their own work process and when they do what. Employees can choose how they do their work and what methods and techniques they use. Employees can manage their own working hours, fixed hours are not enforced. Employees can decide when they need to come in and how and when they get there. Employees’ autonomy in work organisation 5 – true for most employees 4 – true only in case of managers and top professionals 3 – true for office workers depending on the nature of their job Work organisation – employers’ views
  27. 27. 52% 48% 59% 22% 20% 28% 26% 33% 13% 0% 10% 20% 30% 40% 50% 60% 70% All employees Satisfied with their work organisation Not satisfied with their work organisation Teleworking possibilities and satisfaction with work organisation No, the nature of my job doesn't allow that No, even though the nature of my job would allow that Yes, I can work elsewhere if I wish Work organisation – employees’ responses
  28. 28. Work organisation – employers’ views 32% 16% 51% 0% 10% 20% 30% 40% 50% 60% No, the nature of our organisation’s work doesn’t allow that No, even if the nature of some jobs would allow that Yes, if the nature of the job allows that
  29. 29. 27% 33% 34% 33% 32% 35% 29% 16% 18% 20% 27% 30% 46% 61% 0% 20% 40% 60% 80% 100% Our organisation and/or department is well managed. My work environment fully supports achieving the best performance. I am satisfied with my work organisation. Work organisation in my current job suits well with my personal lifestyle. My job offers me professional development. I feel that I am trusted at work. I have good relations with my colleagues. Working conditions and environment 4- agree 5- strongly agree Work organisation – employees’ views
  30. 30. 35% 45% 37% 36% 29% 35% 40% 23% 32% 43% 49% 61% 55% 51% 0% 20% 40% 60% 80% 100% Our organisation has the best possible work organisation. Our organisation and/or department is well managed. Work organisation takes into account employees’ personal lifestyles (studies, family etc.). Our work environment is fully supportive of achieving the best performance. Our employees have opportunities to develop professionally. The relations between our employees are good. We trust our employees. Working conditions and environment 4- agree 5- strongly agree Work organisation – employers’ views
  31. 31. 30% 33% 40% 35% 29% 43% 34% 34% 43% 12% 21% 25% 32% 38% 25% 40% 46% 37% 0% 20% 40% 60% 80% 100% Allowing teleworking damages team work and causes tension due to unfairness. Teleworking at home presents various risks for the employee – responsibility for their work equipment and covering the costs related to working at home. Flexible working makes it more difficult to keep work and private life apart. Organisations that offer flexible working, including teleworking, are more attractive as employers. If the nature of the work does not require fixed hours in the office then it is pointless to enforce it. Many employees lack sufficient self-discipline and sense of responsibility to work independently. Managers should spend more time on assessing performance rather than enforcing fixed working hours. In order for flexible working to be successful it would have to be a natural part of the organisation's work culture and not just an individually agreed exception. Employees are better motivated and more efficient when they have more say in their work organisation. Pros and cons of flexible work organisation 4- agree 5- strongly agree Work organisation – employees’ views
  32. 32. 34% 37% 37% 36% 41% 41% 48% 27% 35% 9% 11% 12% 23% 20% 23% 27% 60% 57% 0% 20% 40% 60% 80% 100% The majority of employees cannot be trusted with managing their own work organisation as they lack sufficient self-discipline and sense of responsibility. Allowing teleworking presents various risks for the employer, such as security risk, health and safety risk and loss of assets risk. Allowing teleworking damages team work and causes tension due to a sense of unfairness. Offering flexible working, including teleworking, improves the employer’s reputation, which in turn helps to recruit better candidates. Giving employees more autonomy allows managers more time to deal with organisational matters instead of checking adherence to fixed working hours. Allowing flexible work organisation makes people and work process management significantly more complex. Giving employees more freedom and responsibility to organise their own work improves their motivation and performance. In order for flexible work organisation to be successful it would have to be a natural part of the organisation's work culture and not just an individually agreed… With non-manual employees it is more important to assess their performance rather than enforce fixed working hours. Pros and cons of flexible work organisation 4 - agree 5 - strongly agree Work organisation – employers’ views
  33. 33. GROSS WAGES AND SALARIES The Employers’ Salary Survey
  34. 34. Slides in the full version of the Salary Survey Report • Average gross wages for 223 occupations • Comprehensive pay reports for 75 individual occupations • Gross monthly salary ranges (quartiles 25, 75; percentiles 10, 90; median) • Internal pay differences in organisations • Basic pay and variable pay 2725 4490 2510 3950 Gross monthly salary range Lowest 73% Average 100% Highest 143% Internal pay differences 80% 20% Share of base pay and variable pay in salary Variable pay Base pay
  35. 35. EMPLOYEE MOVEMENT AND SALARY EXPECTATIONS The Employees‘ Salary Survey
  36. 36. • Existing job and desired job – movement of employees • Existing net pay and desired pay for 320 occupations • Desired pay by gender, age, educational level, etc. (on request) Slides in the full version of the Salary Survey Report 3000 1920 2500 6000 3500 3900 2500 1800 2000 5000 3000 3500

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