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| Executive pay rates across construction | ||||||||||||
| ¾«¶«Ó°ÊÓ sector | Housing sector | Civil engineering sector | ||||||||||
| Range 1999 | Typical 1999 | Typical 1998 | % change | Range 1999 | Typical 1999 | Typical 1998 | % change | Range 1999 | Typical 1999 | Typical 1998 | % change | |
| Turnover £101m+ | ||||||||||||
| Chief executive | 150 000-210 000 | 190 000 | 180 000 | 5.5 | 180 000-290 000 | 250 000 | 230 000 | 8.6 | 130 000-190 000 | 185 000 | 180 000 | 2.7 |
| Managing director | 120 000-150 000 | 135 000 | 130 000 | 3.8 | 120 000-180 000 | 155 000 | 140 000 | 10.7 | 120 000-145 000 | 135 000 | 130 000 | 3.8 |
| Main board director | 65 000-90 000 | 80 000 | 75 000 | 6.6 | 110 000-145 000 | 130 000 | 110 000 | 18 | 70 000-85 000 | 84 000 | 80 000 | 5 |
| Regional/area managing director | 65 000-86 000 | 70 000 | 70 000 | 0 | 120 000-140 000 | 130 000 | 110 000 | 18 | 55 000-70 000 | 65 000 | 65 000 | 0 |
| Regional/area director/manager | 60 000-70 000 | 65 000 | 65 000 | 0 | 87 000-105 000 | 100 000 | 90 000 | 11 | 45 000-60 000 | 53 000 | 50 000 | 6 |
| Turnover £26m-100m | ||||||||||||
| Chief executive | 75 000-100 000 | 90 000 | 85 000 | 5.8 | 165 000-210 000 | 185 000 | 170 000 | 8.8 | 90 000-125 000 | 100 000 | 100 000 | 0 |
| Managing director | 70 000-90 000 | 75 000 | 75 000 | 0 | 110 000-160 000 | 120 000 | 110 000 | 9 | 65 000-90 000 | 84 000 | 80 000 | 5 |
| Main board director | 55 000-70 000 | 65 000 | 60 000 | 8.3 | 80 000-100 000 | 90 000 | 70 000 | 28.5 | 50 000-65 000 | 60 000 | 60 000 | 0 |
| Regional/area managing director | 58 000-70 000 | 65 000 | 60 000 | 8.3 | 80 000-100 000 | 90 000 | 70 000 | 28.5 | 50 000-65 000 | 57 000 | 55 000 | 3.6 |
| Regional/area director/manager | 45 000-60 000 | 55 000 | 50 000 | 10 | 60 000-85 000 | 70 000 | 60 000 | 16.6 | 45 000-65 000 | 55 000 | 50 000 | 10 |
| Turnover less than £25m | ||||||||||||
| Chief executive | 72 000-86 000 | 80 000 | 70 000 | 14.2 | 100 000-145 000 | 130 000 | 110 000 | 18 | 70 000-90 000 | 80 000 | 80 000 | 0 |
| Managing director | 60 000-80 000 | 70 000 | 60 000 | 16.6 | 80 000-96 000 | 90 000 | 80 000 | 12.5 | 55 000-70 000 | 62 000 | 60 000 | 3.3 |
| Main board director | 45 000-63 000 | 55 000 | 50 000 | 10 | 60 000-80 000 | 75 000 | 60 000 | 25 | 48 000-65 000 | 55 000 | 52 000 | 5.7 |
| Regional/area manager | 45 000-60 000 | 50 000 | 50 000 | 0 | 60 000-80 000 | 70 000 | 60 000 | 16.6 | 45 000-60 000 | 50 000 | 50 000 | 0 |
| Regional/area director/manager | 40 000-60 000 | 45 000 | 45 000 | 0 | 60 000-75 000 | 65 000 | 55 000 | 18 | 40 000-55 000 | 45 000 | 45 000 | 0 |
| Executive perks across construction | |||||
| Car type | Pension type | Profit bonus (%) | Share options | Family health cover | |
| ¾«¶«Ó°ÊÓ sector | |||||
| Turnover £101m+ | |||||
| Chief executive | A | T/H | 40 | Y | Y |
| Managing director | A | T/H | 40 | Y | Y |
| Main board director | A | CO | 30 | Y | Y |
| Regional/area managing director | B | CO | 30 | N | Y |
| Regional/area director/manager | C | CO | 30 | N | Y |
| Turnover £26m-100m | |||||
| Chief executive | A | T/H | 30 | Y | Y |
| Managing director | B | CO | 30 | N | Y |
| Main board director | B | CO | 20 | N | Y |
| Regional/area managing director | C | CO | 20 | N | Y |
| Regional/area director/manager | C | CO | 20 | N | Y |
| Turnover £25m or less | |||||
| Chief executive | B | CO | 20 | Y | Y |
| Managing director | C | CO | 20 | N | Y |
| Main board director | C | CO | 20 | N | Y |
| Regional/area managing director | C | CO | 20 | N | Y |
| Regional/area director/manager | C | CO | 20 | N | Y |
| Housing sector | |||||
| Turnover £101m+ | |||||
| Chief executive | A | T/H | 50 | Y | Y |
| Managing director | A | T/H | 50 | Y | Y |
| Main board director | A | CO | 50 | Y | Y |
| Regional/area managing director | B | CO | 50 | N | Y |
| Regional/area director/manager | C | CO | 50 | N | Y |
| Turnover £26m-100m | |||||
| Chief executive | A | T/H | 50 | Y | Y |
| Managing director | B | CO | 50 | N | Y |
| Main board director | B | CO | 50 | N | Y |
| Regional/area managing director | C | CO | 50 | N | Y |
| Regional/area director/manager | C | CO | 50 | N | Y |
| Turnover £25m or less | |||||
| Chief executive | B | CO | 50 | Y | Y |
| Managing director | B | CO | 50 | N | Y |
| Main board director | C | CO | 50 | N | Y |
| Regional/area managing director | C | CO | 50 | N | Y |
| Regional/area director/manager | C | CO | 50 | N | Y |
| Civil engineering sector | |||||
| Turnover £101m+ | |||||
| Chief executive | A | T/H | 20 | Y | Y |
| Managing director | A | T/H | 20 | Y | Y |
| Main board director | A | T/H | 20 | Y | Y |
| Regional/area managing director | B | CO | 20 | N | Y |
| Regional/area director/manager | C | CO | 20 | N | Y |
| Turnover £26m-100m | |||||
| Chief executive | A | T/H | 20 | Y | Y |
| Managing director | B | CO | 20 | N | Y |
| Main board director | B | CO | 20 | N | Y |
| Regional/area managing director | C | CO | 20 | N | Y |
| Regional/area director/manager | C | CO | 20 | N | Y |
| Turnover £25m or less | |||||
| Chief executive | B | CO | 20 | N | Y |
| Managing director | B | CO | 20 | N | Y |
| Main board director | C | CO | 20 | N | Y |
| Regional/area managing director | C | CO | 20 | N | Y |
| Regional/area director/manager | C | CO | 20 | N | Y |
| Key Car type A Luxury, such as Jaguar, Mercedes 300, BMW 7 Series B Executive, such as BMW 5 Series, Ford Scorpio 2.9, Mercedes C180/200 C Two-litre, such as Ford Scorpio 2.0 Executive, Vauxhall Omega 2.0 Executive, Rover 620 Pension type T/H = Top hat CO = Company scheme Profit bonus Percentage of annual salary Share options and family health cover Y = yes N = no | |||||
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