Evaluation Engineeering - 2

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EE digs into job data
When you turn to page 16 of this
September print issue of Evaluation
Engineering, you'll find our 2019 Job Report,
which, based on its title, may appear to be
a first-time feature for EE readers. But as
you'll find out once you start reading it, our
Job Report was EE's Salary Report until this
year. Upon further consideration that only
a handful of the survey questions that our
report is based upon focus on salary matters, we felt it was appropriate to rebrand
the report to encompass all that the survey
covers.
We provide our Job Report as a snapshot
of what work encompasses for EE readers-
everything from job duties, technologies
used, experience level, satisfaction, and
more, with salary & compensation being
just one aspect.
Along with its name change, we overhauled the format that we present the job
survey results in. Until this year, all results
were pooled together, regardless of job level.
This year, the results of most questions are
segmented by four job levels-engineers,
managers, executives, and other/retired/
scientific/academia. By doing so, we think
the resulting data is much more valuable
since results of engineers are grouped together only with other engineers, executives
with executives, and so on.
I've done similar job and salary reports
for several other publications before my
time at EE, and my favorite part of them is
always the open-ended feedback when respondents are asked to anonymously share
their thoughts on their salary or compensation. It often ends up serving as a way
for our audience to vent about frustrations
with their compensation-without fear of
reprisal. Thus, the vast majority of the comments we receive have a negative slant, but
it makes them all the more interesting.
Here's a sampling of comments from engineer respondents:
"I keep hearing the aerospace industry
complain there is not enough talent, and
then they show hundreds of engineers the

EVALUATION ENGINEERING SEPTEMBER 2019

door, especially experienced engineers.
What these executives really mean is they
want 'cheap' talent. An engineer that is over
50 is not considered an asset to the organization. Age discrimination is still alive
and well."
"Even though we are starting to lose engineers to other area companies for higher
salaries, our company does not work to
match or exceed the offers they are getting
to keep the people here, when, most of the
time they should, due to tribal knowledge
that they have."
There's plenty more good commentary at
the end of our report.
As you peruse the results of EE's 2019 Job
Report, here are some statistics to keep in
mind, on behalf of the U.S. Bureau of Labor
Statistics:
* The 2018 median pay for electrical and
electronics engineers was $99,070 per
year, while the median annual pay for
electrical engineers was $96,640, and
the median for electronics engineers
(except computer) was at $102,700.
* The top paying metropolitan area for
electrical/electronics engineer jobs is
San Jose-Sunnyvale-Santa Clara, CA,
with an annual mean wage of $132,750.
Washington D.C.-Arlington-Alexandria is a distant second at $123,810.
* New Hampshire has the highest concentration of electrical/electronics engineer jobs, at 3.01 such jobs per 1,000
total overall jobs in the state. Alabama
was second with a 2.33/1,000 ratio.
* The total number of electrical/electronics engineer jobs was 324,600 in 2016,
the most recent year BLS reported.
* The BLS estimates that the total number of electrical/electronics engineer
jobs will increase by 6.6% from 2016 to
2016, gaining 21,300 jobs in that span.

5.5%
Increase in North American PCB
shipments in June, year-over-year

11.0%
Year-to-date PCB sales growth
through June, compared to 2018
Source: IPC

2.983 BILLION
Square inches of worldwide silicon
wafer area shipments in Q2 2019

5.6%
Decrease in shipments from same
period in 2018
Source: SEMI

443.8 BILLION
Predicted global semiconductor
market value for 2019

12%
Predicted decrease from 2018

EDITOR-IN-CHIEF

Source: IC Insights

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Evaluation Engineeering

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