By Michael Butler*
Fair remuneration, work–life balance and recognition of career development needs topped the list when the Association of Professional Engineers, Scientists and Managers, Australia (APESMA) asked members to help design its employer of choice model.
The association surveyed members in June, with 1,669 respondents. Almost all the nominated attributes received high ratings, with combined totals of ‘very important’ and ‘moderately important’ ranging from 72.5 to 95.1 per cent.
When asked to nominate the top three most important attributes, fair remuneration was in 66.3 per cent of responses, work–life balance 60.3 per cent and recognition of career development needs 34.9 per cent. These were followed by a safe work environment (32.6 per cent) and being valued as an individual (26.1). Attributes that received a relatively low ranking included employer recognition of diversity (7.7) and a fair and objective performance appraisal (4.6).
When asked to rate their current employer, only 17.6 per cent strongly agreed that they received fair remuneration and 34.3 per cent moderately agreed, for a total of 51.9 per cent. Similarly, only 19.5 per cent strongly agreed that their employer encouraged them to maintain a work–life balance and 37.1 per cent moderately agreed. This contrasts with the overall rating of such attributes as a commitment to ethical practice (70.9 per cent), a safe work environment (71.9) and valuing diversity (79.1).
It is sometimes argued that fair remuneration should be taken as a given as an employer of choice attribute, and some employers tend to downplay the importance of money as a motivator. However, it is significant that when asked to identify the main factors that would influence their next career move, 69.6 per cent of survey respondents nominated an increase in salary and other remuneration and/or improved benefits. This was followed by more interesting and challenging work (54.4) and opportunity for promotion (31.6). Variables considered to be of lesser importance were reduction in working hours (23.1), dissatisfaction with their current employer’s employment practices (16) and improved access to training and development (15.5).
This is a timely reminder to employers that at a time of a skills shortage, and in an increasingly deregulated industrial relations environment, they need to be truly competitive with salaries.
With many employers positioning themselves as employers of choice as a way to attract and retain professional and managerial employees, the clear message that emerges is that neither remuneration nor career related issues should be neglected.
APESMA has a specialist career development and recruitment company, ETM Search and Selection, which can provide further information to organisations wishing to address employer of choice issues as part of their engineering staff retention and recruitment strategies.
*Michael Butler is Senior Industrial Officer with APESMA.
