1. The Salary Survey Report
on the Baltic States
(Demo-version)
Spring 2013
1
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
2
3. Publications available from the Salary Information Agency
Report name Description
Date of
publication
Price (EUR
without
VAT)
Price for
participants
(EUR witout
VAT)
The Salary Survey Report
on the Baltic States
The Salary Survey Report on 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.
1.07.2013 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.
1.07.2013 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.
1.07.2013 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.
1.07.2013 150 75
3
6. Need for relevant salary information
23%
45%
26%
4%
3%
25%
46%
23%
4%
2%
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
Estonia
Latvia
Lithuania
0% 50% 100% 150%
Official statistics
Fontes’ salary survey
Hay Group’s salary survey
Mercer’s salary survey
Other
Sources used for salary market
information
Estonia
Latvia
Lithuania
See the full version
of The Salary
Survey report on
The Baltic States
6
7. 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
Estonia
Latvia
Lithuania
Responding organisations by economic activity
7
8. 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
Estonia
Latvia
Lithuania
Responding organisations by employee range
8
9. 0% 20% 40% 60% 80% 100%
Harju county
... Tallinn
Hiiu county
Ida-Viru county
Jõgeva county
Järva county
Lääne county
Lääne-Viru county
Põlva county
Pärnu county
Rapla county
Saare county
Tartu county
Valga county
Viljandi county
Võru county
Spring 2013
Autumn 2012
Spring 2012
42%
36%
26%
14%
85%
0%20%40%60%80%100%
Only Tallinn and/or Harju
county
Harju county, Tallinn and
abroad
Outside Tallinn and Harju
county
Estonia and abroad
Only Estonia
Spring 2013 Autumn 2012 Spring 2012
Respondents’ region of activity – Estonia
9
10. 86%
42%
39%
37%
32%
34%
0% 20% 40% 60% 80% 100%
Riga region
Greater Riga area
Vidzeme region
Kurzeme region
Zemgale
Latgale region
Respondents’ region of activity - Latvia
10
11. 30%
41%
49%
47%
29%
33%
36%
25%
25%
27%
42%
73%
0% 20% 40% 60% 80% 100%
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 - Lithuania
11
13. 0% 5% 10% 15% 20% 25%
Sales and marketing
Finance and accounting
Information and telecommunication…
Industry and manufacturing
Transportation, storage and logistics
Clerical and administrative work
Construction and real estate
Banking and insurance
State and public administration
Education and training
Energy, electricity and electronics
Health care and medicine
Accommodation and food service
Human resources and employment
Management and business services
Law
Advertising and PR
Humanities and the creative sector
Protective and emergency services
Social work and welfare
Agriculture, forestry and fishing
Personal services
Earth and engineering sciences
Cleaning works
Information workers
Representative organisations and other…
Sports, culture and leisure
Environmental protection and waste…
Mining
Estonia
Latvia
Lithuania
Area of work
13
14. 0% 20% 40% 60% 80% 100% 120%
Sales and marketing
Clerical and administrative work
Finance and accounting
Industry and manufacturing
Information and telecommunication…
Management and business services
Transportation, storage and logistics
State and public administration
Construction and real estate
Banking and insurance
Human resources and employment
Education and training
Advertising and PR
Accommodation and food service
Humanities and the creative sector
Energy, electricity and electronics
Sports, culture and leisure
Law
Health care and medicine
Social work and welfare
Personal services
Information workers
Agriculture, forestry and fishing
Earth and engineering sciences
Cleaning works
Environmental protection and waste…
Protective and emergency services
Representative organisations and other…
Mining
Estonia
Latvia
Lithuania
See the full
version of The
Salary Survey
Report on the
Baltic States
Desired area of work
14
15. 0% 10% 20% 30% 40%
Top managers
Professionals
Technicians and associate professionals
Supervisors
Excecutive directors and project
managers
Clerical support workers
Service and sales workers
Craft and related trades workers
Plant and machine operators
Assemblers
Drivers and mobile plant operators
Elementary occupations
Estonia
Latvia
Lithuania
Occupation group
15
16. 0% 20% 40% 60% 80% 100%
Entrepreneur
Full-time salaried employee
Part-time salaried employee
Apprentice
Voluntary worker
Studying at school or
university
Conscript
Pensioner
On pregnancy or maternity
leave
On parental leave
Registered unemployed
Do not work or study
Labour status
Estonia Latvia Lithuania
0% 10% 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
Estonia Latvia Lithuania
Labour status and size of company
16
17. 19%
43%
0%
5%
1%
1%
1%
3%
1%
5%
2%
1%
12%
1%
2%
1%
0% 20% 40% 60% 80%
Harju county
... Tallinn
Hiiu county
Ida-Viru county
Jõgeva county
Järva county
Lääne county
Lääne-Viru county
Põlva county
Pärnu county
Rapla county
Saare county
Tartu county
Valga county
Viljandi county
Võru county
Estonia
Place of residence
59%
10%
10%
9%
9%
4%
0% 20% 40% 60% 80%
Riga region
Greater Riga area
Vidzeme region
Kurzeme region
Zemgale
Latgale region
Latvia
2%
8%
16%
8%
2%
4%
5%
0%
2%
1%
6%
48%
0% 20% 40% 60% 80%
Alytus county
Kaunas county
Kaunas city
Klaipeda county
Marijampoles county
Panevezys county
Šiauliai county
Tauragės county
Tent county
Utena county
Vilnius county
The city of Vilnius
Lithuania
17
22. The Employers’ Salary Survey - changes in basic
salaries
Slides 34-52 of the full version of The Salary Survey Report on the Baltic States:
• Share of respondents who had not changed, had changed or were planning to
change basic salaries
• Share of respondents who raised basic salary during Nov.2013-Apr.2013 or were
planning to raise basic salary in May2013-Oct.2013 - by economy sector
• Share of respondents who raised basic salary during Nov.2013-Apr.2013 or were
planning to raise basic salary in May2013-Oct.2013 - by number of employees
• Share of respondents who raised basic salary during Nov 2012 – Apr 2013, by
occupation group
• Average basic salary increase during Nov 2012 – Apr 2013, by occupation group
• Share of respondents who were planning to raise basic salary
in May – Oct 2013, by occupation group
• Average planned basic salary increase in
May – Oct 2013, by occupation group
• Share of employees whose basic salary was raised during Nov 2012 – Apr 2013, by
occupation group
• Share of employees whose basic salary rise is planned for May – Oct 2013
• Reasons behind adjustments in Nov.2013-Apr.2013
• Reasons behind adjustments in May2013-Oct.2013
22
24. Net salary changes
Slides 34-52 of the full version of The Salary Survey Report on the Baltic States:
• Changes in net salary Apr 2012 – Apr 2013, share of respondents (%)
• Changes in net salary Apr 2012 – Apr 2013, share of respondents by area of work
• Average rise in net salary Apr 2012 – Apr 2013 (%)
• Net salary changes Apr 2012 – Apr 2013, share of responses by occupation group of
respondents
• Net salary changes Apr 2012 – Apr 2013, share of responses by size of employing
organisation
• Average rise in net salary Apr 2012 – Apr 2013, by size of employing organisation
• Net salary changes Apr 2012 – Apr 2013, share of responses by gender
• Average rise in net salary Apr 2012 – Apr 2013, by gender of respondents
• Changes in net salary Apr 2012 – Apr 2013, share of responses by age group of
respondents
• Avarage rise in net salary Apr 2012 – Apr 2013, Changes in net salary Apr 2012 – Apr
2013, share of responses by education level of respondents by age group of
respondents
• Avarage rise in net salary Apr 2012 – Apr 2013, by education level of respondents
• Changes in net salary Apr 2012 – Apr 2013, share of responses by years in service
• Average rise in net salary Apr 2012 – Apr 2013,by years in service
24
29. Job seeking
Slides 57-62 of the full version of The Salary Survey Report on the Baltic States:
• Job seeking – all respondents
• Job seeking – share of respondents who were full-time salaried employees
• Job seeking activities by area of work – TOP 10
• Job seeking activities by years in service
• Job seeking activities by size of employing organisation
• Job seeking activities by age group
• Job seeking activities by level of education
29
30. CHANGES IN LABOUR DEMAND &
ASSESSMENT OF LABOUR
MARKET SITUATION
The Employers’ Salary Survey
30
31. CHANGES IN LABOUR DEMAND & Assessment of
labour market situation
Slides 64-73 of the full version of The Salary Survey Report on the Baltic States:
• Employers’ forecast for labour demand
• Increased demand, number of employees required in 2013
• Increased demand, number of employees required in 2013–2015
• Assessment of labour market situation by organisation’s area of activity
• Assessment of labour market situation by size of organisation
• Dealing with labour shortage
31
33. Work organisation
Slides 75-85 of the full version of The Salary Survey Report on the Baltic States:
• Work organisation – employees’ views: Autonomy in work organisation
• Work organisation – employers’ views: Employees’ autonomy in work organisation
• Work organisation – employees’ responses: Teleworking possibilities
• Work organisation – employees’ responses: Teleworking possibilities and satisfaction
with work organisation
• Work organisation – employers’ responses: Teleworking possibilities in organisation
• Work organisation – employees’ views: Working conditions and environment
• Work organisation – employees’ views: Working conditions and environment
• Work organisation – employers’ views: Working conditions and environment
33
34. 36%
31%
29%
43%
36%
34%
38%
38%
35%
51%
42%
43%
39%
43%
34%
30%
27%
38%
36%
32%
40%
31%
23%
32%
29%
24%
37%
17%
30%
46%
0% 20% 40% 60% 80% 100%
If the nature of the work does not require fixed hours in the office then
it is pointless to enforce it.
LV
LT
Managers should spend more time on assessing performance rather
than enforcing fixed working hours.
LV
LT
Organisations that offer flexible working, including teleworking, are
more attractive as employers.
LV
LT
Employees are better motivated and more efficient when they have
more say in their work organisation.
LV
LT
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…
LV
LT
Pros of flexible work organisation
4- agree 5- strongly agree
Work organisation – employees’ views
34
35. 38%
36%
43%
35%
30%
33%
20%
25%
30%
51%
37%
40%
17%
21%
25%
15%
16%
21%
5%
6%
12%
29%
22%
25%
0% 20% 40% 60% 80% 100%
Many employees lack sufficient self-discipline and sense of
responsibility to work independently.
LV
LT
Teleworking at home presents various risks for the employee –
responsibility for their work equipment and covering the costs…
LV
LT
Allowing teleworking damages team work and causes tension due to
unfairness.
LV
LT
Flexible working makes it more difficult to keep work and private life
apart.
LV
LT
Cons of flexible work organisation
4- agree 5- strongly agree
Work organisation – employees’ views
35
36. 32%
35%
35%
41%
38%
41%
43%
30%
36%
47%
42%
48%
38%
48%
27%
57%
47%
57%
19%
15%
20%
21%
8%
23%
25%
18%
27%
43%
33%
60%
0% 20% 40% 60% 80% 100%
With non-manual employees it is more important to assess their
performance rather than enforce fixed working hours. EE
LV
LT
Giving employees more autonomy allows managers more time to deal
with organisational matters instead of checking adherence to fixed…
LV
LT
Offering flexible working, including teleworking, improves the
employer’s reputation, which in turn helps to recruit better…
LV
LT
Giving employees more freedom and responsibility to organise their
own work improves their motivation and performance. EE
LV
LT
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…
LV
LT
Pros of flexible work organisation
4- agree 5- strongly agree
Work organisation – employers’ views
36
37. 24%
23%
34%
21%
28%
37%
16%
32%
37%
26%
37%
41%
4%
4%
9%
8%
10%
11%
7%
8%
12%
10%
13%
23%
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…
LV
LT
Allowing teleworking presents various risks for the employer, such as
security risk, health and safety risk and loss of assets risk. EE
LV
LT
Allowing teleworking damages team work and causes tension due to a
sense of unfairness. EE
LV
LT
Allowing flexible work organisation makes people and work process
management significantly more complex. EE
LV
LT
Cons of flexible work organisation
4- agree 5- strongly agree
Work organisation – employers’ views
37