Salary statistics 2012

Transcription

Salary
statistics
2012
5 Preface
6Table 1.1 September 2012 by university graduation
year
7 Table 1.2 September 2012 by year of birth
8Figuree 1.1 Comparison of average salary by
university graduation year
9Figuree 1.2 Comparison of average salary by year
of birth
10Tariffs for lecturing and consultancy work
Salary statistics for private employees 2012
13Preface
14Table 2.1 September salary 2012 by university
graduation year
15Table 2.2 September salary 2012 by year of PhD
examination
15Table 2.3 Recommended and ascertained starting
salaries
16Table 2.4 September salary 2012 by year of birth
17Table 2.5 September salary 2012 by position
17Table 2.6 September salary 2012 by staff
responsibility
18Table 2.7 September salary 2012 by place of
employment
18Table 2.8 September salary 2012 by position
19Table 2.9 September salary 2012 by industry
19Table 2.10 September salary 2012 by work area
2
20Table 2.11 September salary 2012 by position and
university graduation year
22Generally about salary ratios
22Table 2.12 Salary ratio by gender
23Figuree 2.1 Salary ratio 2012 by place of
employment
23Figuree 2.2 Salary ratio 2012 by industry
23Figuree 2.3 Salary ratio 2012 by work area
24Figuree 2.4 Number of holiday days
25Table 2.13a Employment in current position
25Table 2.13a Employment in firm
26Figuree 2.5 Employee benefits
26Figuree 2.6 Non-competition clause associated
27Table 2.14 Annual bonus payments
27Table 2.15 Continuing/Further education 2012
28Figuree 2.7 Access to share-based payment
28Figuree 2.8 Exercised option for share-based
payment
28Table 2.16a Work area
29Table 2.16b Industry
29Table 2.16c Organizational grading
29Table 2.16d Employment location Contents
Salary statistics for public sector employees 2012
31Preface
graduation year
33Table 3.2a September salary 2012 by salary grade
in the new salary system
33Table 3.2a September salary 2012 by salary grade
for civil servants
34Table 3.3a September salary 2012 by place of
employment and university graduation year
36Table 3.3b September salary 2012 by place of
employment
36Table 3.3c September salary 2012 by place of
employment in the regions
37Table 3.4a September salary 2012 by position
37Table 3.4b September salary 2012 for PhD Fellows
37Table 3.5a-d Bonuses and additional work
39Generally about salary ratios
39Table 3.6 Salary ratio by gender
39Figuree 3.1a Salary ratio by place of employment
40Figuree 3.1b Salary ratio by place of employment in
hospital pharmacy in the regions
40Figuree 3.2 Are you covered by a local union
representative?
41Table 3.7 Breakdown by salary grade – new salary
system
41Table 3.8 Members by job titles
41Table 3.9 Members with staff responsibility
41Table 3.10 Continuing and further education
Salary statistics for the pharmacy sector 2012
43Preface
graduation year
45Table 4.2 September salary 2012 by year of birth
46Table 4.3 September salary 2012 by salary grade
with differential allowance
47Table 4.4 September salary 2012 salary comparison
by university graduation year
48Table 4.5. Organizational grading
48Table 4.5.1 Pharmacy employees September salary
2012 (average) by organizational grading excluding.
performance-related pay
48Table 4.6 The extent of management responsibility
48Table 4.6.1 Pharmacy employees, September salary
2012 (average) by staff responsibility excluding.
49Table 4.7 Number of days attended continuing
education within the last 12 months
49Table 4.8 Distribution by continuing education
areas
49Table 4.9 Employed at pharmacy
49Table 4.10. Employment in current position
49Table 4.11 Personnel benefits
Negotiations
50Negotiations
3
We have gathered salary statistics here for members of
Pharmadanmark employed in private firms, in the public sector and in pharmacies. The salary statistics were
collected for the three areas in order to provide greater
transparency regarding salary conditions and to thus
make it easier to make comparisons across sectors.
Comparisons across sectors are particularly interesting
for those who are considering changing jobs from one
sector to another. The general salary concept used is
gross salary, which is salary including personal and
employer pension contributions, plus the value of
benefits, but excluding overtime payments, bonuses,
performance-related pay, one-off payments and on-call
duty payments for pharmacies.
From the Figurees for this year, you can read that:
The vast majority of salaries have continued to develop
above the level of prices (inflation is expected to be
approx. 2 per cent) and real salaries are therefore increasing, but salaries are developing at different rates depending on the area of employment, seniority and position:
• In the private sector, salaries increased significantly
in the previous year, and continued to increase more
than for comparable groups. The frequent changes of
jobs in the private sector may be an important reason
for these favourable salary increases, see Table 2.13.
• The public sector has seen a far higher increase than
last year.
• In the pharmacy sector, the increase has more than
doubled compared to last year.
The pace of salary growth in both the private sector
and the pharmacy sector is significantly higher than
last year, while the public sector has only experienced
a moderate increase compared to last year.
There are still large differences in the salaries offered
in the private sector compared to the public sector and
in pharmacies. The private sector continues to have the
highest salaries. A private employee receives an average of approx. DKK 9,100 more the an employee in the
public sector and DKK 8,100 more than an employee in
a pharmacy.
But regardless of the sector, it is important to remember that a high salary is not the only thing to focus on.
Besides the salary, there are other important factors
to consider, such as paid maternity leave, an attractive
holiday scheme, pension etc. This is especially true
when signing a contract, since it is more difficult to
negotiate improvements at a later date.
The overall response rate for the salary statistics
survey was 62 per cent this year.
Good luck with the negotiations!
Pharmadanmark
Antje Marquardsen, Chairman.
5
The salary includes both
the employee's and
employer's pension contributions and the value
of benefits, but excludes
overtime pay and bonuses, one-off payments
and performance-related
pay.
Ta ble 1. 1 Septem ber 2 0 12 by unive rsit y graduat ion ye ar
Year of graduation Number Private
Number Public Number Pharmacy
-1976
34
70,417
21
55,166
1977
9
70,442
4
54,274
1978
8
67,074
6
47,760
1979
14
70,660
5
53,367
1980
12
81,105
6
54,067
1981
9
69,327
4
64,609
1982
12
70,428
7
54,250
1983
13
69,196
6
56,562
1984
9
71,009
8
51,396
1985
21
71,173
13
52,945
1986
21
64,364
7
52,846
1987
27
74,003
8
55,831
1988
18
69,814
12
62,786
1989
22
68,662
11
55,403
1990
25
69,631
13
55,947
1991
35
70,663
8
60,596
1992
38
69,765
9
57,469
1993
35
68,064
12
53,826
1994
26
63,312
11
51,669
1995
29
69,031
13
55,947
1996
37
62,029
12
48,503
1997
32
59,891
12
50,272
1998
42
61,579
19
48,354
1999
49
61,573
15
48,598
2000
45
59,538
15
47,920
2001
50
55,617
23
46,332
2002
60
56,169
19
47,406
2003
65
53,630
22
44,365
2004
89
53,447
23
44,138
2005
49
49,675
32
45,553
2006
73
49,570
23
42,915
2007
52
47,056
24
42,496
2008
63
44,060
20
39,643
2009
69
42,002
26
37,955
2010
75
41,387
14
33,729
2011
67
41,128
18
34,020
2012
15
39,071
8
31,711
Unspecified
1
Total
1,349
56,745
510
47,654
For comparison, the average salary was used.
It is still the private sector that has the highest
salaries. The comparisons do not take account
of paid/unpaid lunch
breaks.
6
54
52,332
18
52,638
16
52,067
11
52,180
10
52,160
11
52,572
12
50,836
8
51,844
8
52,715
12
50,783
17
53,747
7
52,185
14
50,328
17
51,397
6
49,156
14
50,089
12
50,455
11
49,028
13
52,313
11
50,486
14
48,458
13
47,994
9
48,502
10
49,364
16
50,224
23
49,858
12
48,166
21
48,785
20
50,796
22
49,240
26
46,805
14
45,850
33
44,935
25
43,000
30
41,368
29
40,415
14
39,917
3
616
48,668
Ta ble 1 .2 Se p te mb e r 2 012 by yea r of bi r th Year of birth
Number
Private
Number
Public
Number
Pharmacy
-1951
37
71,622
26
54,861
1952
11
62,927
8
51,370
1953
17
71,174
5
47,603
1954
16
77,052
5
55,809
1955
10
62,768
6
55,754
1956
17
72,414
10
54,492
1957
19
73,987
7
56,258
1958
15
67,548
13
54,568
1959
19
67,322
8
53,710
1960
21
73,170
7
47,754
1961
25
65,253
8
60,530
1962
25
64,788
17
59,969
1963
35
72,284
10
56,916
1964
24
68,405
8
57,015
1965
37
68,107
11
56,155
1966
23
72,294
10
51,667
1967
29
69,212
10
55,078
1968
29
64,310
9
53,328
1969
24
66,941
14
52,589
1970
30
65,777
9
53,381
1971
37
59,133
13
48,534
1972
61
57,857
22
48,450
1973
57
60,560
10
48,919
1974
54
56,292
28
47,528
1975
61
58,410
28
45,160
1976
74
52,197
18
45,894
1977
77
52,846
29
42,991
1978
71
49,887
21
45,098
1979
59
50,204
29
43,015
1980
67
46,510
24
41,338
1981
46
45,526
17
42,398
1982
47
43,344
21
39,758
1983
48
41,776
10
35,746
1984
49
41,990
13
34,373
1985
49
39,920
13
36,451
1986 -
29
39,282
13
32,090
Total
1,349
56,745
510
47,654
71
22
11
9
17
14
13
11
10
15
11
14
12
12
13
9
8
10
10
11
13
23
20
17
19
18
27
20
23
18
24
14
19
20
20
18
52,160
52,630
54,175
49,509
52,600
50,883
52,576
52,483
51,633
52,574
49,800
51,491
49,109
51,040
50,262
48,533
50,428
49,401
49,432
50,875
48,355
47,985
50,103
48,033
48,204
47,376
48,738
48,710
46,651
46,784
45,066
43,055
42,039
42,467
40,658
40,119
616
48,668
7
The salary is calculated
as in Table 1.1, but is
distributed according to
year of birth.
Fi g u re 1. 1 C om p a r i s on of a verage salar y by universit y graduat ion ye ar
90,000
n Public
85,000
n Pharmacy
80,000
75,000
70,000
65,000
60,000
55,000
50,000
45,000
40,000
35,000
30,000
25,000
20,000
15,000
10,000
5,000
8
2011
2012
2010
2009
2007
2005
2006
2003
2004
2001
2002
1999
2000
1997
1998
1995
1996
1993
1994
1991
1992
1990
1989
1987
1988
1985
1986
1983
1984
1981
1982
1979
1980
1977
1978
0
-1976
Example, year of
graduation from
university 1997:
Private employees have
an average salary that is
almost DKK 11,900 higher than the average for
pharmacy employees
with the same level of
seniority. Public sector
employees have an average salary that is about
DKK 9,600 lower than
the average for the private sector employees
and thereby approx. DKK
2,300 higher than the
average for pharmacy
employees.
n Private
2008
The three employment
areas are each represented by a different.
F i g ure 1 .2 C omp a ri s o n o f avera g e s a la r y a ccordi n g to yea r of bir t h
90,000
n Private
n Public
85,000
n Pharmacy
80,000
75,000
70,000
65,000
60,000
55,000
50,000
45,000
40,000
35,000
30,000
25,000
20,000
15,000
10,000
5,000
1985
9
1986-
1983
1984
1981
1982
1979
1980
1977
1978
1975
1976
1974
1973
1971
1972
1970
1969
1967
1968
1965
1966
1963
1964
1961
1962
1959
1960
1957
1958
1955
1956
1953
1954
1952
-1951
0
Tariffs for lecturing and consultancy work
If you are offered a job as a lecturer or other types of
small engagements, you can see guidelines below for
what you should charge as a fee for the task.
There are no general agreements on remuneration for
lecturing. Pharmadanmark therefore recommends that
you agree on remuneration in advance. An agreement
for remuneration should include:
•Payment of costs for materials, slides, overheads,
rental of presentation equipment, etc.
•Payment of the cost of transport, hotel and other
expenses.
•Fees for the lecture.
The fee should as a minimum, be:
•Per lesson of 45-60 minutes/per started hour:
DKK 2,613
•Remuneration for participation in a subsequent
discussion or similar per hour: DKK 784
Indicative minimum rate for consultancy work
The hourly fees for freelance/consultancy/self-employed work for temporary assignments must take account
of self-paid vacation, holidays, illness, child's illness,
in-service training, administration and unemployed
periods between jobs.
On this basis, the negotiating committee in Pharmadanmark has set an indicative minimum rate for
consultancy work equivalent to two times the hourly
salary received by a comparable permanent employee,
according to Pharmadanmark's private sector salary
statistics.
For example:
A graduate from 2002 accepts an assignment as a
consultant.
Gross salary according to the salary statistics:
DKK 56,169 per month
Hourly salary: 56,169/160 hours = DKK 351 per hour.
Consultancy rate: 351 x2 = DKK 702 as hourly fee.
10
Salary statistics for employees in the private sector 2012
The following part of the salary statistics shows the
salaries of employees in the private sector.
The negotiating committee has set the recommended
starting salaries (including pension) as follows:
The statistics are based on reports from members of
Pharmadanmark working in the private sector. The
response rate this year was 62 per cent in the private
sector, which is a good increase compared to last year.
1 January 2013: DKK 39,000 per month
1 July 2013: DKK 40,000 per month
Salary increased by 4.7 per cent in the past year, taken
together and weighted by the number answering per
year of graduation from university. Salary levels and
salary growth were among the highest when compared
with other groups.
The recommended starting salaries and the subsequent actual salaries from the last 12 years are presented in Table 2.3. The actual starting salary in 2012
was somewhat higher than last year and slightly higher
than the starting salary we recommended. We take this
as an indication that, despite the crisis, firms are still
willing to pay a competitive salary for academic labour.
You can use the statistics during the annual salary
negotiations or to negotiate a new contract. If the
negotiations take place after 1 January 2013, you
should include an annual increase of 4.7 per cent.
It may also be useful to use the interactive salary
calculator on Pharmadanmark's website www.pharmadanmark.dk.
The negotiating committee expects that the relatively
positive trend will continue in the foreseeable future.
However, a small number of firms remain reluctant to
hire new employees and salary increases here will here
be at a more modest level.
13
the employee's and
overtime pay and bonuses.
The lower quartile (25%
percentile), median salary and upper quartile
(75% percentile) is listed
for each university graduation year. Percentiles
describe the percentage
of observations that are
below a given value. The
median is the middle
observation, i.e. equal to
the 50% percentile. The
table also shows the percentage increase relative
to the average salary last
year.
The total salary increase, weighted by the
number for each university graduation year,
from September 2011 to
September 2012, was
4.7 per cent.
Ta ble 2 . 1 Septem ber s ala r y 2012 by year of universit y graduat ion, e xcluding bonus
Year of graduation Number
Avg. salary
25th pctl.
Median
75th pctl.
Annual
increase %
-1976
34
70,417
58,837
68,460
71,848
5.9
1977
9
70,442
53,360
69,408
81,450
-1.0
1978
8
67,074
53,572
66,238
80,130
-4.3
1979
14
70,660
62,000
72,611
78,800
4.7
1980
12
81,105
68,829
79,413
95,106
9.9
1981
9
69,327
54,000
66,924
72,757
12.6
1982
12
70,428
60,688
65,439
71,229
7.3
1983
13
69,196
58,550
70,500
76,033
-5.9
1984
9
71,009
67,787
69,650
72,900
10.5
1985
21
71,173
61,106
68,445
77,960
13.3
1986
21
64,364
56,871
61,580
73,260
-4.2
1987
27
74,003
60,500
69,000
75,600
11.8
1988
18
69,814
59,000
65,567
72,423
2.3
1989
22
68,662
60,200
65,770
73,917
2.6
1990
25
69,631
60,000
65,988
75,600
-2.3
1991
35
70,663
57,770
64,500
74,200
-3.3
1992
38
69,765
59,400
66,013
76,400
5.9
1993
35
68,064
53,350
63,540
83,080
-4.4
1994
26
63,312
54,010
60,465
72,459
-1.7
1995
29
69,031
58,300
67,500
78,029
1.7
1996
37
62,029
55,184
58,600
68,084
5.4
1997
32
59,891
52,696
57,541
66,910
1.2
1998
42
61,579
51,944
60,758
67,800
4.8
1999
49
61,573
52,217
57,750
67,308
3.7
2000
45
59,538
51,300
56,000
63,750
5.8
2001
50
55,617
48,725
52,668
61,601
3.1
2002
60
56,169
50,650
54,696
60,095
6.3
2003
65
53,630
48,400
51,750
56,657
1.0
2004
89
53,447
46,990
50,850
57,224
7.8
2005
49
49,675
44,900
48,000
52,215
1.6
2006
73
49,570
43,450
46,209
50,913
7.7
2007
52
47,056
42,804
46,100
51,324
7.8
2008
63
44,060
40,740
44,000
45,812
5.2
2009
69
42,002
39,441
42,300
45,340
3.4
2010
75
41,387
38,500
40,350
43,440
11.1
2011
67
41,128
37,300
38,900
42,040
8.5
2012
15
39,071
36,967
38,000
39,600
Total
1349
56,745
45,000
53,419
64,883
4.7
14
Ta ble 2 .2 Se p te mb e r s a l a r y 2 0 12 accordi n g to Ph D g ra du ation ye ar (1-ye ar groups)
Year of PhD graduation
Number Avg. salary+benefits
25th pctl.
Median
75th pctl.
-1992
15
83,289
53,800
65,000
1993
2
1994
3
1995
3
1996
3
1997
6
71,537
61,050
70,129
1998
3
1999
6
72,409
58,300
67,235
2000
4
2001
7
63,245
55,300
65,068
2002
3
2003
7
59,507
49,945
54,105
2004
7
59,656
52,000
52,724
2005
8
57,161
53,250
55,616
2006
11
54,578
46,500
52,140
2007
13
51,531
48,284
51,800
2008
12
53,825
49,025
50,145
2009
20
52,753
45,930
49,125
2010
14
46,261
41,000
47,819
2011
10
44,794
43,450
43,907
2012
5
41,041
38,150
39,988
Total
162
58,914
48,050
53,017
96,171
83,130
93,025
70,100
71,010
74,577
61,429
58,880
55,085
52,713
54,438
49,225
44,900
45,620
65,000
Ta ble 2 .3 Re c omme n d e d an d a s cer ta i n ed s ta r ti n g s a la r i es Salary survey year Recommended Actual Deviation in DKK Deviation in percent
1995
1996
1997
1998
1999
2000
2001
2002
2003
2004
2005
2006
2007
2008
2009
2010
2011
2012
24,500
25,300
25,500
26,100
26,700
28,000
29,800
30,700
33,300
32,762
33,477
32,871
35,758
36,684
39,000
37,700
37,000
38,400-38,700
24,114
25,329
25,366
26,301
27,114
28,669
28,921
31,741
33,186
31,883
31,759
33,919
34,549
37,453
36,605
36,188
37,890
39,071
-386
29
-134
201
414
669
-879
1,041
-114
-879
-1,718
1,048
-1,209
768
-2,395
-1,512
890
371-671
-1.6
0.1
-0.5
0.8
1.6
2.4
-2.9
3.4
-0.3
-2.7
-5.1
3.2
-3.4
2.1
-6.1
-4.0
2.4
15
the employee's and
Percentiles describe the
percentage of observations that are below a
given value. The median
is the middle observation, i.e. equal to the 50%
percentile.
There is no calculation
of percentiles when less
than five people responded in a group.
The recommended starting salary for 1 July,
which is determined in
September the year before, is listed for each year
of salary statistics, and
the subsequently ascertained salary for new
graduates which is compiled in September of the
given year. Deviations
from the recommended
starting salaries are also
calculated.
the employee's and
percentile.
Ta ble 2 . 4 Septem ber s ala r y 2012 by year of bir t h (1-year groups) e xcluding bonus
Year of birth Number
Avg. salary
25th pctl.
Median
75th pctl.
-1951
37
71,622
58,366
68,510
73,285
1952
11
62,927
55,718
63,405
71,848
1953
17
71,174
62,000
70,000
78,200
1954
16
77,052
59,250
74,174
85,435
1955
10
62,768
51,000
61,962
71,018
1956
17
72,414
66,077
70,708
75,903
1957
19
73,987
60,600
72,000
91,318
1958
15
67,548
61,240
68,445
74,280
1959
19
67,322
60,208
66,650
74,275
1960
21
73,170
59,000
64,050
76,620
1961
25
65,253
57,000
62,900
72,410
1962
25
64,788
56,595
63,686
69,519
1963
35
72,284
60,000
67,275
75,800
1964
24
68,405
57,790
64,215
75,350
1965
37
68,107
54,700
64,883
82,310
1966
23
72,294
59,700
66,930
75,250
1967
29
69,212
54,765
63,100
76,700
1968
29
64,310
58,150
60,130
70,718
1969
24
66,941
57,244
64,057
73,471
1970
30
65,777
56,286
63,806
77,875
1971
37
59,133
51,175
55,000
62,472
1972
61
57,857
51,567
56,650
61,313
1973
57
60,560
52,000
57,020
67,350
1974
54
56,292
50,020
52,737
60,100
1975
61
58,410
49,500
56,593
65,068
1976
74
52,197
47,000
50,650
57,190
1977
77
52,846
48,540
51,750
57,500
1978
71
49,887
43,598
48,400
52,589
1979
59
50,204
44,038
48,000
54,300
1980
67
46,510
42,130
45,450
49,100
1981
46
45,526
41,766
44,613
49,225
1982
47
43,344
38,720
43,218
46,209
1983
48
41,776
38,990
42,200
44,761
1984
49
41,990
38,800
40,700
42,806
1985
49
39,920
37,400
38,808
40,999
1986-
29
39,282
36,600
39,265
42,400
Total
16
1,349
56,745
45,000
53,419
64,883
Ta ble 2 .5 Se p te mb e r s a l a r y 2 0 12 by pos i ti on , exclu di n g bonus
Position
Number Avg. salary
25th pctl.
Median
75th pctl.
+ benefits
Managing Director
Head of Division/Head of Department
Product Manager
Senior Specialist
Section Leader/Department Leader
Project Manager
Specialist
Academic staff member
Other
Unspecified
24
45
13
91
136
69
210
583
114
64
96.731
87.364
65.474
64.575
67.994
60.781
55.710
49.199
53.249
57.424
80.599
71.261
59.800
57.450
58.998
51.000
45.500
42.900
39.285
44.250
91.961
83.130
64.125
64.308
66.987
60.090
54.704
48.127
48.670
51.790
105.150
97.641
72.199
72.100
74.743
68.445
64.860
54.100
62.000
66.978
Total
1.349
56.745
45.000
53.419
64.883
Ta ble 2 .6 Se p te mb e r s a l ar y 2 0 12 by pos i ti on , i n clu di n g bonus
Personnel responsibility
Number Avg. salary
25th pctl.
Median
75th pctl.
+ benefits
None
1-2 employees
3-5 employees
6-10 employees
11-20 employees
21-40 employees
More than 40 employees
1,099
45
45
66
56
22
16
53,011
63,627
68,955
71,276
71,259
83,143
112,481
43,978
53,401
58,837
58,600
63,125
67,650
89,115
51,000
60,200
67,570
68,980
67,652
80,625
115,581
60,357
72,000
72,459
80,080
81,079
98,422
129,569
Total
1,349
56,745
45,000
53,419
64,883
17
the employee's and
percentile.
the employee's and
of benefits and bonuses.
It can be seen from Table
2.7 that the average
annual bonus is about
DKK 2,294 per month,
which is an increase of
about 10 per cent compared to 2011.
the employee's and
of benefits and bonuses.
Table 2.8 shows that
there is a correlation
between bonus and
hierarchical classification.
T a ble 2 . 7 Sep tem ber s ala r y 2012 by place of employme nt , including bonus
Place of emp.
Number Avg. salary
25th Median
75th Average Avg. sal. 25th Median
75th
pctl.
pctl. bonus
+bonus
pctl.
pctl.
A-consult A/S
9
Actavis A/S
6
ALK Abello A/S
72
Biogen Idec Denmark ApS 14
Coloplast A/S
18
Dako Denmark A/S
9
Eli Lilly Danmark A/S
7
Ferring Pharmaceuticals A/S 36
Ferrosan A/S
11
Fertin Pharma A/S
10
H, Lundbeck A/S
102
LEO Pharma
121
MSD Danmark ApS
10
Novartis Healthcare A/S 14
Novo Nordisk A/S
371
Pfizer Danmark
13
Pharmakon A/S
18
Sandoz A/S
15
Takeda (Nycomed)
77
Xellia Pharmaceuticals ApS 17
Other company
385
Unspecified
14
62,498
50,292
55,835
61,769
58,941
57,127
72,493
56,035
46,691
55,120
58,089
56,968
55,279
53,676
54,119
74,104
57,025
47,836
68,695
46,961
56,940
51,243
51,000
37,625
44,923
50,000
46,514
41,000
54,195
43,656
38,900
40,000
47,700
45,998
48,550
43,195
44,099
61,500
50,563
40,250
55,974
38,250
44,921
40,740
59,479
41,908
53,955
59,387
53,011
44,286
63,000
51,263
47,191
46,567
55,238
56,080
54,265
48,600
51,503
64,883
54,602
46,440
67,198
43,350
53,400
45,843
71,750
45,372
63,268
64,500
67,650
49,950
85,955
62,647
52,600
60,958
62,986
64,125
57,537
67,000
61,001
81,767
64,228
52,000
72,991
53,000
66,908
53,360
1,681
2,792
1,316
6,522
2,787
4,315
8,206
2,849
2,023
308
1,886
665
3,878
3,500
2,354
7,181
0
4,116
2,762
432
2,536
1,226
64,179
53,084
57,151
68,291
61,728
61,442
80,699
58,884
48,714
55,428
59,974
57,632
59,157
57,176
56,473
81,286
57,025
51,952
71,457
47,392
59,476
52,469
51,000
37,625
45,048
50,000
48,400
41,000
55,112
45,784
38,900
40,000
47,700
45,998
53,800
43,195
45,620
65,666
50,563
40,825
57,500
38,250
45,034
40,740
64,526
43,825
54,174
64,238
54,371
44,286
63,000
52,398
51,357
47,692
55,638
56,200
55,965
54,017
53,520
68,167
54,602
46,600
67,500
43,600
55,200
47,093
71,750
47,872
64,934
73,600
72,650
51,200
95,808
66,732
56,517
60,958
64,133
65,510
62,490
69,700
64,508
88,217
64,228
60,333
74,432
53,417
69,408
55,840
Total
56,745
45,000
53,419
64,883
2,294
59,039
46,000
55,042
67,338
1, 349
Ta ble 2 . 8 Sep tem ber s ala r y 2012 by posit ion, including bonus
Position
Number
Avg. 25th Median
75th
salary
pctl.
pctl. bonus
+bonus
pctl.
pctl.
Managing Director
Head of Division/
Head of Department
Product Manager
Senior specialist
Section Leader/
Department Leader
Project Manager
Specialist
Other
Unspecified
Total
18
24
96,731
80,599
91,961
105,150
13,747
110,478
86,329
100,000 124,358
45
13
91
87,364
65,474
64,575
71,261
59,800
57,450
83,130
64,125
64,308
97,641
72,199
72,100
8,142
4,698
2,535
95,507
70,172
67,110
72,667
63,550
58,105
91,250 108,804
68,167 79,699
65,650 74,760
136
69
210
583
114
64
67,994
60,781
55,710
49,199
53,249
57,424
58,998
51,000
45,500
42,900
39,285
44,250
66,987
60,090
54,704
48,127
48,670
51,790
74,743
68,445
64,860
54,100
62,000
66,978
3,388
2,878
1,841
1,138
1,974
2,695
71,382
63,659
57,551
50,336
55,223
60,119
61,318
53,400
46,464
43,898
39,600
45,050
69,323
61,667
56,167
49,033
49,325
53,404
77,573
73,213
67,643
55,770
63,000
68,605
1,349
56,745
45,000
53,419
64,883
2,294
59,039
46,000
55,042
67,338
Ta ble 2 .9 Se p te mb e r s a l ar y 2 0 12 by s ector, i n clu di n g bon u s Industry
Number
Avg. 25th Median
75th
salary
pctl.
pctl. bonus
+bonus
pctl.
pctl.
Biotechnology
87
Wholesale or other trading 20
Generic human medicine 52
Humane medicine
841
Other pharmaceutical
industries
60
Other industries
130
Unspecified
159
53,778
51,360
50,649
57,941
42,763
45,900
40,380
46,500
49,022
52,163
46,989
54,438
63,600
56,531
58,504
65,999
2,292
2,580
1,650
2,293
56,071
53,939
52,298
60,234
42,763
47,278
40,615
47,367
51,717
52,163
48,664
56,277
68,258
62,699
59,658
67,842
53,391
55,854
56,708
43,158
43,140
43,758
50,150
53,750
53,419
62,800
66,077
65,000
1,855
2,214
2,707
55,246
58,068
59,415
44,012
44,000
44,683
51,391
54,488
55,000
62,800
66,942
67,969
Total
56,745
45,000
53,419
64,883
2,294
59,039
46,000
55,042
67,338
1,349
Ta ble 2 . 10 Se p te mb e r s ala r y 2 0 12 by wor k area , i n clu di n g b onus
Area of work
Number
Avg. 25th Median
75th
salary
pctl.
pctl. bonus
+bonus
pctl.
pctl.
Analysis
R&D
Clinical trials
Quality Control/QC
Quality Control/QA
Production
Registration
Sales/Marketing
Other
Unspecified
Total
24
263
152
57
217
101
231
54
95
155
1,349
53,921 47,231
57,339 47,550
58,127 46,775
50,885 42,306
56,350 43,440
55,253 44,660
54,754 44,000
70,723 57,520
54,974 43,422
57,682 45,100
50,285
53,800
55,920
48,400
53,115
51,000
51,944
65,822
52,326
53,400
64,775
67,650
63,578
57,000
64,800
60,830
62,407
76,033
63,100
67,650
1,510
1,970
2,178
1,447
2,460
2,217
1,845
7,293
1,610
2,555
55,432
59,309
60,305
52,332
58,810
57,470
56,599
78,016
56,583
60,237
47,231
48,070
47,025
42,900
44,817
45,366
44,921
60,950
44,125
45,317
52,685
54,977
57,483
48,400
56,308
53,520
52,634
72,567
53,325
55,112
66,625
68,100
67,108
58,417
67,570
63,767
65,000
82,700
65,908
70,133
56,745
53,419
64,883
2,294
59,039
46,000
55,042
67,338
45,000
19
Bonuses are not evenly
distributed by sector and
area of employment. It
is especially within the
areas of sales and marketing that bonuses are
used as part of the total
salary package.
Bonuses are used most
frequently in the wholesale sector or other retail
businesses.
the employee's and
percentile.
Percentiles are not calculated for groups with less
than five responses.
Ta ble 2 . 11 Septem ber s ala r y 2012 by posit ion and graduat ion ye ar, excluding bonus
Year of graduation Position
Number
Avg. salary
25th pctl.
Median
75th pctl.
-1977
1978 - 1982
1983 - 1987
1988 - 1992
1993 - 1997
20
Managing Director
1
Head of Division/Head of Department 6
90,163
71,848
80,523
Product Manager
0
Senior specialist
9
68,219
60,940
68,510
Section Leader/Department Leader 4
Project Manager
1
Specialist
4
8
56,038
51,430
57,383
Other
4
Unspecified
6
61,076
51,000
62,715
Managing Director
4
Product Manager
0
Senior specialist
9
70,674
67,785
72,875
76,525
57,000
69,191
Project Manager
5
71,451
67,305
69,873
Specialist
6
68,660
62,000
73,306
14
61,135
55,109
60,706
Other
4
Unspecified
3
Managing Director
4
Product Manager
2
Senior specialist
10
67,614
58,550
68,624
78,720
67,570
73,045
Project Manager
3
Specialist
21
68,917
64,050
70,900
22
57,590
54,267
5,7111
Other
3
Unspecified
9
67,781
57,700
70,500
Managing Director
5
95,901
84,270
85,000
Head of Division/Head of Department17
92,969
75,600
88,300
Product Manager
2
Senior specialist
20
66,977
60,054
65,660
70,795
64,246
70,365
Project Manager
3
Specialist
26
64,476
60,600
64,215
31
58,518
50,387
59,000
Other
8
65,196
57,488
62,950
Unspecified
10
73,401
59,175
62,650
Managing Director
6
82,432
70,300
82,495
91,976
80,982
85,350
Product Manager
0
Senior specialist
15
63,070
58,285
60,800
72,964
68,084
72,459
97,641
76,101
61,951
69,241
80,626
94,040
71,018
76,900
66,077
74,280
81,608
73,350
60,600
77,960
99,900
112,000
75,000
76,354
67,275
65,096
69,459
89,695
99,590
105,940
67,450
78,120
continued on the next page ...
Ta ble 2 .1 1 Se p te mb e r s a la r y 2 0 12 by pos i ti on an d g radu ati o n year, excluding bonus
Year of graduation Position
Number
Avg. salary
25th pctl.
Median
75th pctl.
Project Manager
13
66,146
58,500
67,500
Specialist
13
59,329
56,300
59,700
60
56,178
51,738
55,092
Other
10
69,083
53,500
62,313
Unspecified
7
57,524
50,875
54,765
1998 - 2002
Managing Director
2
Product Manager
4
Senior specialist
18
60,301
54,032
57,694
67,318
60,475
65,150
Project Manager
20
63,833
58,740
62,151
Specialist
47
59,304
50,298
58,300
104
52,633
49,150
52,043
Other
9
60,120
53,808
60,908
Unspecified
6
53,596
45,664
50,103
2003 - 2007
Managing Director
2
Product Manager
2
Senior specialist
10
57,915
49,000
59,157
60,028
55,400
59,203
Project Manager
17
51,051
46,800
51,000
Specialist
50
50,232
45,000
48,920
169
48,089
44,330
47,234
Other
36
54,641
43,029
49,325
Unspecified
12
47,937
44,005
48,750
2008-
Managing Director
0
Product Manager
3
Senior specialist
0
52,128
46,440
49,950
Project Manager
7
44,182
36,350
46,514
Specialist
43
42,383
38,900
42,130
175
41,863
38,700
40,600
Other
40
37,804
32,450
35,300
Unspecified
11
42,194
40,000
42,682
Total
Managing Director
24
96,731
80,599
91,961
Head of Division/Head of Department45
87,364
71,261
83,130
Product Manager
13
65,474
59,800
64,125
Senior specialist
91
64,575
57,450
64,308
67,994
58,998
66,987
Project Manager
69
60,781
51,000
60,090
Specialist
210
55,710
45,500
54,704
583
49,199
42,900
48,127
Other
114
53,249
39,285
48,670
Unspecified
64
57,424
44,250
51,790
75,730
63,100
59,325
75,700
67,969
67,198
72,630
67,717
67,350
55,143
65,844
54,105
67,000
65,700
54,500
55,300
50,850
58,725
53,300
55,000
48,386
45,300
43,824
40,370
43,500
105,150
97,641
72,199
72,100
74,743
68,445
64,860
54,100
62,000
66,978
21
Generally about salary ratios
The salary ratios reflect a difference in salary levels,
where we have compared the relationship between a
person's actual salary and the average salary. The
figures in the tables are adjusted to remove the effect
of seniority and position.
The salary difference
between men and women
reduced marginally again
this year.
Ta ble 2 . 12 Sala r y rati o by gende r
2009
2010
2011
2012
Gender
Male
103.1
102.7
Female
99.0
99.2
22
102.5
99.1
101.6
99.4
For example, if a firm pays its employees an average
of five per cent more than its competitors, this will
result in a calculated salary ratio of 105.
F i g ure 2 .1 S a l a r y ra ti o 2 0 12 by pla ce of em p loy m en t
Fi gure 2.2 Salar y rat io 2012 by sect or
Place of employment
Industry
Wholesale or other
trading
95.5
Actavis A/S
99.0
ALK Abello A/S
94.1
Generic human medicine
104.3
Coloplast A/S
102.1
Humane medicine
industry
91.8
105.0
Ferring Pharmaceuticals A/S
96.9
Other
120.8
Eli Lilly Danmark A/S
93.2
85
90
95
100
105
110
115
97.5
Ferrosan A/S
Fertin Pharma A/S
94.6
106.2
Biogen Idec Denmark ApS
Dako Denmark A/S
96.7
Biotechnology
97.2
A-consult A/S
Use Figure 2.1 to assess
the relative salaries
at the largest firms.
Remember that the
figures take account of
seniority and position.
89.4
H. Lundbeck A/S
98.4
LEO Pharma
98.2
Fi gure 2.3 Salar y rat io 2012 by w orking area
105.3
MSD Danmark ApS
108.4
Novartis Healthcare A/S
101.7
Novo Nordisk A/S
Pharmakon A/S
98.5
Sandoz A/S
99.2
97.5
104.7
Clinical trials
94.8
Quality Control/QC
99.4
Quality Control/QA
106.6
Takeda (Nycomed)
91.8
Analysis
R&D
111.2
Pfizer Danmark
Area of work
97.2
Registration
Other company
97.1
Sales/Marketing
85 90 95 100 105 110 115 120 125 130
100.1
Production
Xellia Pharmaceuticals ApS
100.4
108.3
100.9
Other
85
90
95
100
105
110
115
23
90.9 per cent of employees have six weeks of
holidays or more. At least
six weeks of holidays can
rightly be said to be the
norm in the pharmaceutical sector.
Fi g u re 2 . 4 H ow m a n y day s of holidays do you have
per yea r a bove fi ve weeks ? 89.2 88.9 90.7
%
90
82.9
80
70
60
50
40
Quotas
n Year 2009
n Year 2010
30
20
n Year 2011
10
n Year 2012
0
9.1
Less than
5 days
24
6.7
4.1 2.4 2.9
5 days
8.7
6.4 8.0
More than
5 days
Ta ble 2 .13 a E mp l oy me n t i n cu r ren t pos i ti on 2009
2010
2011
2012
0-1 Year
48%
1-2 Year
27%
2-3 Year
12%
3-4 Year
5%
4-5 Year
4% More than 5 yrs 5%
46%
30%
12%
5%
3%
4%
48%
25%
14%
6%
3%
5%
49%
24%
13%
6%
3%
5%
Ta ble 2.13.b Employment in firm 2009
2010
2011
2012
0-1 Year
31%
1-2 Year
21%
2-3 Year
13%
3-4 Year
8%
4-5 Year
9%
More than 5 yrs 19%
27%
25%
13%
7%
7%
20%
30%
22%
13%
9%
6%
20%
32%
19%
15%
9%
5%
20%
25
The tendency for very
rapid changes of job still
appears to apply. About
half of all respondents
have held their current
job for less than one
year. The level of job
changes between firms
was at the same level as
the preceding year. Taken
together, the number of
job changes is still considered to be high, despite
the strained labour market.
An increasing number
of employees receive
benefits.
%
8%
7%
6%
6%
Subscriptions
Only about 20 per cent
of employees lack some
form of health care
provision. There were
no major changes in the
other areas.
The popularity of home
computers as a fringe
benefit continues to
decline after the change
to the tax rules.
Figure 2.6 D oe s your e mployme nt cont ract i n cl ud e a
non-compet it ion clause?
Fi g u re 2 . 5 E m ploy m en t i n firm
90
90
88
90
87
80
70
13%
12%
10%
11%
Company car
60
50
43%
45%
48%
51%
Free telephone
40
Quotas
n Year 2009
n Year 2010
22%
21%
19%
17%
Union membership
fees paid
n Year 2012
0
33%
33%
28%
24%
73%
71%
78%
79%
Health care scheme
57%
57%
55%
58%
Internet connection
0
10
13
10 12 10
Yes
Home computer
26
10
10%
10%
9%
7%
No benefits
20
n Year 2011
7%
8%
7%
7%
Other
30
20
30
40
50
60
70
80
%
No
The small changes that
occur over the years with
regard to the proportion
of employees subject to
non-competition clauses,
may be random.
Ta ble 2.14 Annual bonus payme nt s
2009
2010
2011
2012
Recipients
Average
Minimum
Maximum
Pctl,s 25th
50th
75th
559
47,653
2,035
952,966
20,000
33,333
52,079
483
50,396
1,000
826,882
20,000
35,000
60,000
525
715
52,568 51,940
1,012
1,200
650,0001,043,461
20,500 20,000
40,000 37,000
60,000 60,000
Ta ble 2.15 Cont inuous and fur t he r educat ion 2012
Number of days Company expenses
Recipients
Average
Minimum
Pctl,s 25th
50th
75th
Maximum
1,346
5 days
0 days
1 days
4 days
6 days
180 days
1,316
16,745
0
0
10,000
25,000
300,000
27
The number receiving a
bonus increased compared to last year. However,
the average size of the
bonus payments decreased slightly.
An average of five days
per year were spent on
continuing education
and the average cost for
the employer was DKK
16,745, which is a decrease compared to last
year.
31 per cent have
access to share-based
payments, of which 80
per cent have used the
possibility.
Fi g u re 2 . 7 Is th ere a n opti o n for share -based
pa y m en t i n you r fi r m ?
70
%
59 60 59
60
Analysis
R&D
Clinical trials
Quality Control/QC
Quality Control/QA
Production
Registration
Sales/Marketing
Other
62
50
40
35
36
32
30
31
Quotas
n Year 2009
n Year 2010
20
Total
10
6
n Year 2011
n Year 2012
8
6
7
0
Yes
No
Don't know
Fi g u re 2 . 8 H ave you exerci s ed an opt ion for
s h are- ba s ed pa y m en t?
80
% 79
80
75 76
70
60
50
40
Quotas
n Year 2009
30
21
23 24
19
20
n Year 2010
n Year 2011
n Year 2012
10
1
0
Yes
28
Table 2.16a Work area 2009
2010
2011
2012
No
1
2
1
Don't know
2.3%
20.2%
12.1%
4.8%
15.7%
7.4%
19.4%
6.1%
11.9%
3.7%
20.4%
10.7%
5.3%
16.8%
6.8%
18.3%
5.0%
13.0%
2.5%
21.3%
11.0%
4.9%
17.9%
7.7%
18.2%
4.2%
12.3%
2.0%
22.0%
12.7%
4.8%
18.2%
8.5%
19.3%
4.5%
8.0%
100%
100%
100%
100%
Table 2 . 1 6 b I n d u s t r y 2009
2010
2011
2012
Biotechnology
9.3%
Wholesale or
other trading
1.4%
Generic human medicine 4.9%
Humane medicine
66.3%
industry
4.5%
Other industries
13.6%
Total
100%
8.6%
8.6%
7.3%
1.5%
5.3%
65.8%
1.7%
5.6%
67.0%
1.7%
4.4%
70.0%
5.4%
13.4%
5.0%
12.1%
5.0%
10.9%
100%
100%
100%
Ta ble 2 . 1 6 c O rg a n i z a t i o n a l g ra di n g 2009
2010
2011
2012
Managing Director
Head of Division/
Department
Section Leader/
Department Leader
Product Manager
Project Manager
Senior specialist
Specialist
Academic staff
Other
2.5%
1.5%
2.2%
1.9%
4.2%
4.6%
4.5%
3.5%
11.8%
0.9%
6.5%
6.5%
16.6%
46.8%
4.2%
11.7%
0.9%
8.2%
6.7%
15.1%
47.2%
4.0%
11.1%
0.5%
6.2%
7.8%
16.5%
47.1%
4.0%
10.6%
1.0%
5.4%
7.1%
16.3%
45.4%
8.9%
100%
100%
100%
100%
Ta ble 2.16d Place of employment 2009
2010
2011
2012
A-Consult
0.0%
Actavis
1.3%
ALK-Albelló
3.7%
Amgros
0.0%
AstraZeneca
0.7%
Biogen Idec
0.0%
Boehringer Ingelheim 0.0%
Coloplast
1.3%
Dako Denmark A/S
-
Eli Lilly
0.0%
Ferring
3.3%
Ferrosan
1.4%
Fertin Pharma
0.9%
Genmab
1.5%
GlaxoSmithKline
0.7%
LEO Pharma
7.7%
Veloxis Pharmaceuticals
(tidligere Lifecycle Pharma)0.7%
Lundbeck
8.8%
MSD Danmark ApS
-
NeuroSearch
1.3%
Novartis
1.0%
Novo Nordisk
25.1%
Paranova
0.3%
Pfizer
0.7%
Pharmakon
1.8%
Sandoz A/S
-
Takeda (Nycomed)
7.4%
Xellia
0.0%
Other company
30.4%
Total
Total
100%
0.8%
1.1%
4.5%
0.3%
0.0%
0.8%
0.0%
1.6%
-
0.0%
3.2%
1.2%
1.0%
0.5%
0.4%
7.9%
0.5%
0.9%
5.0%
0.0%
0.0%
0.9%
0.5%
1.5%
-
0.7%
2.4%
1.0%
0.0%
0.3%
0.6%
8.5%
0.7%
0.4%
5.4%
1.0%
1.3%
0.7%
0.5%
2.7%
0.8%
0.7%
9.1%
0.7%
7.9%
-
1.7%
1.5%
23.3%
0.0%
0.6%
2.5%
-
6.0%
0.9%
31.8%
0.5%
8.5%
-
1.1%
1.1%
24.6%
0.0%
0.7%
2.0%
-
5.1%
0.9%
32.7%
7.6%
0.7%
1.0%
27.8%
1.0%
1.3%
1.1%
5.8%
1.3%
28.8%
100%
100%
100%
29
The tables show how the
respondents are divided
into employment areas,
organizational placement
and place of employment.
Salary statistics for public sector employees 2012
The statistics can be an important tool when you and
your trade union representative e.g. assess your salary
and negotiate new bonus payments for you.
This is the 12th year in which Pharmadanmark has
prepared salary statistics for the public sector.
2012 has seen good increases in public sector if we
take account of budgetary constraints in the public
sector.
This is also the clear message from Statistics Denmark,
which has calculated that the increase in the average
salary in the 3rd quarter of 2012 was 2.5 per cent for
municipal employees and 3.6 per cent for employees in
the regions.
In the regional and municipal workplaces, no new funding was allocated in 2012 for the New Salary system,
so that there were only sporadic pay bargaining for
individual positions.
The statistics show, however, that the average salary
growth was 3.3 per cent.
The average gross salary increased by DKK 300
compared to 2011.
The response rate this year was 53.6 per cent, i.e. 6.9
per cent lower than last year.
If necessary, you can contact the secretariat to obtain
further advice on salary and salary statistics.
In the state sector, the annual salary negotiations
were based on a framework for negotiations of around
0.9 - 1 per cent of the payroll locally for the rank and
file positions.
31
Salaries include the
employee's and the
employer's pension
contributions.
25%, 50% and 75% percentiles are indicated for
each cohort of graduates. Percentiles describe
the percentage of observations that are below a
percentile.
For civil servants
and members of
the Pharmacy
Pension Scheme
(Apotekervæsenets
Pensionsordning – AP),
the salary figures are
calculated with the value
of the relevant pension
schemes.
There was one respondent who omitted to
specify their university
graduation year.
Ta ble 3. 1 Sep tem ber s ala r y 2012 by year of universit y graduat ion, e xcluding one -off payme nt s and
per for m an ce-rela ted p a y Year of graduation
Number
Average salary
25th pctl.
Median
75th pctl.
Annual
increase %
-1976
21
55,166
48,506
52,573
57,134
-3.3
1977
4
1978
6
47,760
46,283
46,777
50,052
-4.4
1979
5
53,367
49,627
51,974
57,380
-1.2
1980
6
54,067
48,000
52,923
56,411
2.9
1981
4
1982
7
54,250
51,959
52,998
56,023
4.0
1983
6
56,562
50,910
53,711
62,235
8.6
1984
8
51,396
49,653
50,196
53,191
-9.4
1985
13
52,945
46,653
49,576
54,927
-1.9
1986
7
52,846
46,729
54,651
56,846
-7.2
1987
8
55,831
46,711
54,611
63,084
4.3
1988
12
62,786
51,652
54,606
75,862
6.0
1989
11
55,403
50,752
53,306
62,100
3.0
1990
13
55,947
47,972
50,375
59,552
12.3
1991
8
60,596
44,717
50,083
83,018
22.1
1992
9
57,469
51,324
56,171
61,458
2.1
1993
12
53,826
47,918
51,160
57,102
3.8
1994
11
51,669
46,450
52,724
57,882
3.7
1995
13
55,947
51,228
54,105
58,907
3.8
1996
12
48,503
45,510
47,863
51,526
-4.8
1997
12
50,272
45,293
47,152
54,316
2.8
1998
19
48,354
44,678
46,815
51,479
0.9
1999
15
48,598
44,267
47,715
53,559
-2.2
2000
15
47,920
43,702
47,276
52,249
6.8
2001
23
46,332
43,315
45,822
49,566
2.4
2002
19
47,406
44,087
46,655
49,297
5.3
2003
22
44,365
42,693
43,864
46,281
-0.2
2004
23
44,138
41,524
43,791
46,853
-1.1
2005
32
45,553
43,962
45,682
47,904
3.2
2006
23
42,915
39,840
42,693
44,423
2.9
2007
24
42,496
40,806
42,462
44,374
6.0
2008
20
39,643
37,751
39,256
41,055
8.7
2009
26
37,955
34,433
36,235
40,724
13.5
2010
14
33,729
32,228
34,065
35,335
4.9
2011
18
34,020
31,535
32,281
33,027
2012
8
31,711
29,984
32,209
33,090
Unspecified
1
Total
510
47,654
42,103
46,282
52,005
3.3
32
Ta ble 3 . 2 a Se p te mb e r s a la r y 2 0 12 by s a la r y g rade i n th e n ew salar y syst em, e xcluding one -off payme nt s and
p e r f o rma n c e - re l a te d p a y
Salary point, new pay scale
Number
Average salary
25th pctl.
Median
75th pctl.
4
43
34,116
31,535
32,486
5
22
36,937
34,184
35,552
6
16
39,927
37,256
39,852
8
357
47,866
43,579
46,588
19 Special consultants
31
51,678
48,619
52,249
20 Chief consultants
21
60,146
54,927
57,513
Total
490
46,677
41,716
46,054
34,570
38,299
42,404
51,161
55,282
63,690
Specialist consultants
and senior consultants
employed on collective
agreement terms are
included in the table.
51,337
Ta ble 3 . 2 b Se p te mb e r s ala r y 2 0 12 by s a la r y g rade for ci vi l ser vant s, e xcluding one -off payme nt s and
p e r f o rma n c e - re l a te d p a y
Salary scale/ salary level
for public servants
Number
Average salary
25th pctl.
Median
75th pctl.
38/51
9
71,095
63,538
72,215
75,052
39/52
8
77,894
71,155
78,993
84,455
Total
17
74,295
67,655
74,258
81,121
33
For civil servants
and members of
the Pharmacy
Pension Scheme
(Apotekervæsenets
schemes.
Ta ble 3. 3a Septem ber s ala r y 2012 by place of employme nt and ye ar of universit y graduat ion, e xclud i n g
on e- off p a y m en ts an d per formance-re lat e d pay
Graduation year
Place of employment
Number Avg. gross
25th pctl.
Median
75th pctl
-1976
1977-1981
1982-1986
1987-1991
1992-1996
1997-2001
2002-2006
Unspecified
Total
Hospital pharmacy
Other
Unspecified
Total
The Danish Medicines Agency
Hospital pharmacy
Other
Unspecified
Total
KU, PharmaSchool
KU, Other
Statens Serum Institut
Hospital pharmacy
Other
Unspecified
Total
Hospital pharmacy
Other
Unspecified
Total
KU, PharmaSchool
KU, Other
Hospital pharmacy
Other
Unspecified
Total
KU, PharmaSchool
KU, Other
Hospital pharmacy
Other
Unspecified
Total
0
21
55,166
47,475
52,573
5
59,105
49,476
56,359
20
52,890
46,741
51,101
0
25
54,133
46,777
51,902
6
49,564
47,755
49,361
12
53,778
49,653
52,911
23
54,164
47,642
53,016
0
41
53,378
48,741
51,959
7
61,183
47,482
54,368
5
53,576
46,790
54,011
7
53,406
50,334
53,749
8
47,913
47,172
48,032
11
69,364
51,930
74,827
14
57,520
50,752
55,324
0
52
58,107
48,699
53,749
15
53,084
48,249
53,300
17
57,778
51,159
53,520
25
50,494
45,409
48,398
0
57
53,348
47,430
51,958
6
46,477
44,478
46,007
8
44,298
42,004
44,192
11
48,741
45,787
47,359
12
47,798
43,895
47,055
17
48,196
45,822
49,566
30
49,104
43,969
46,542
0
84
48,041
44,478
46,784
6
41,010
40,151
40,152
20
41,502
39,233
41,549
25
46,398
44,374
45,787
10
46,090
44,483
46,127
24
47,642
45,063
47,364
34
44,009
41,828
43,670
0
119
44,846
42,240
44,374
58,078
56,411
55,344
56,385
50,572
55,252
57,867
55,704
78,801
59,552
54,843
50,019
81,998
63,538
63,306
56,171
61,458
57,215
57,086
46,815
46,845
51,923
50,587
51,807
55,638
51,725
40,850
43,274
47,972
48,340
49,283
45,397
47,252
continued on the next page ...
34
Ta ble 3 .3 a Se p te mb e r s ala r y 2 0 12 by pla ce of em p loy m en t and year of universit y graduat ion, e xcluding
o ne - o f f p a y me n ts a n d p e r for m a n ce-rela ted p a y
Graduation year
Place of employment
Number Avg. gross
25th pctl.
Median
75th pctl
2007-
KU, PharmaSchool
KU, Other
Hospital pharmacy
Other
Unspecified
Total
Unspecified
Unspecified
Total
Total
KU, PharmaSchool
KU, Other
Hospital pharmacy
Other
Unspecified
Total
Total
6
34,461
30,982
33,592
16
36,230
31,901
36,177
17
40,357
38,299
42,404
8
37,468
32,937
38,441
36
37,897
33,587
35,900
27
37,084
32,228
38,808
0
42,204
39,658
41,603
110
37,617
32,789
37,256
1
1
30
47,366
40,152
46,517
58
43,662
39,233
42,092
88
48,015
44,374
47,013
43
45,913
42,535
46,127
126
49,534
41,518
48,488
164
48,039
42,255
45,864
1
510
47,654
42,103
46,282
510
47,654
42,103
46,282
39,233
39,760
44,374
40,982
41,115
41,004
42,798
41,099
51,079
46,790
52,249
48,924
53,991
52,566
52,005
52,005
35
employee's and the
employer's pension
contributions.
each cohort of graduates.
percentile.
The table shows the
average salaries by
graduate age divided by
places of employment.
Figures are only included if there are at least
five respondents, otherwise they are included
in the category "Other".
Quartiles appears only
if there are five or more
respondents. For civil
servants and members of the Pharmacy
Pension Scheme
(Apotekervæsenets
schemes.
For civil servants
and members of
the Pharmacy
Pension Scheme
(Apotekervæsenets
schemes.
For civil servants
and members of
the Pharmacy
Pension Scheme
(Apotekervæsenets
schemes.
Ta ble 3. 3b Septem ber s ala r y 2012 by place of employme nt , excluding one -off payme nt s and
p er for m a n ce- rela ted p a y
Place of employment
Number
Average salary
Median
75th pctl.
KU, PharmaSchool
KU, Other
DTU, The Technical University of Denmark
SDU, Syddansk Universitet
Danish Environment Protection Agency
Professionshøjskole
Danish Regions – except hospitals
Hospital pharmacy
Hospitals, other
Other
Unspecified
30
47,366
40,152
46,517
58
43,662
39,233
42,092
16
50,313
43,292
50,957
5
42,180
39,233
39,233
88
48,015
44,374
47,013
43
45,913
42,535
46,127
11
50,496
44,819
50,910
1
16
49,531
44,569
46,964
126
49,534
41,518
48,488
50
44,883
40,636
43,546
65
49,617
43,791
46,817
1
51,079
46,790
57,261
43,048
52,249
48,924
55,472
Total
510
52,005
47,654
25th pctl.
42,103
46,282
51,942
53,991
48,396
53,306
Ta ble 3. 3c Sep tem ber Sala r y 2012 according t o place of employme nt at hospit al pharmacy, e xclud i n g o n e- o ff
pa y m en t an d per for m an ce-relat e d pay
Place of employment
Number Average salary
25th pctl.
Median
75th pctl.
The Capital Region of Denmark
Region Zealand
Region of Southern Denmark
Central Denmark Region
Northern Jutland Region
Unspecified
Total
36
56
14
26
17
13
0
47,528
49,273
52,856
52,571
47,841
36,752
38,979
44,192
45,561
36,456
47,364
46,754
49,653
51,807
46,990
52,946
51,193
56,067
56,359
51,044
126
49,534
41,425
48,488
53,997
Ta ble 3 . 4a Se p te mb e r s ala r y 2 0 12 by pos i ti on , exclu di n g one -off payme nt s and pe rformance -re lat e d pay
Position
Number
Average salary
25th pctl.
Median
75th pctl.
Head of Division Office Manager
Deputy Manager
Team Leader
Chief Consultant
Special Consultant
Academic/scientific staff member
Hospital pharmacist
Scientific assistant
Assistant professor/researcher/post,doc
Associate professor/senior researcher
Professor
Other
Unspecified
6
2
26
4
8
6
21
164
7
11
67
45
7
96
40
57,746
49,476
57,781
64,885
55,693
51,094
53,769
60,360
52,099
53,602
51,949
45,291
82,068
37,280
41,457
49,226
63,892
49,212
43,315
48,217
49,917
50,910
42,475
77,052
30,852
39,233
45,190
57,513
42,081
32,835
51,176
54,128
52,573
45,614
81,912
31,875
40,985
47,794
63,468
48,030
44,684
54,170
54,927
55,282
48,243
86,998
34,390
43,500
51,974
71,714
54,898
48,534
Total
510
47,654
42,103
46,282
52,005
Table 3.4b September Salary 2012 for PhD students, excluding one-off payments and performance-related pay
Number Average salary
25th pctl.
Median
75th pctl.
PhD students
94
32,651
30,852
Total
94
32,651
30,852
31,869
34,862 31,869
34,862
37
employee's and the
employer's pension
contributions.
State employed PhD students earn 17.1 per cent
pension of 85 per cent
of the pension-earning
salary.
The level of qualification
allowance decreased significantly compared to the
2011-percentiles, and are
now on a par with 2009.
PhD students are not
included.
Ta ble 3. 5a Septem ber s ala r y 2012 – qualificat ion allow ance Qualification allowance
2009
2010
2011
Number, who have received
Average
Minimum
Maximum
Percentiles
25%
50%
75%
452 6,819 660 24,866 3,985 6,287 9,038 577 9,496 908 27,516 5,717 8,838 12,035 560 9,162 - 38,430 4,832 8,682 12,051 2012
468
7,043
317
23,242
3,896
6,621
9,639
Ta ble 3. 5b Sep tem ber s ala r y 2012 – pe rformance -re lat e d pay and one -off payme nt 12 mont hs
The level for allocations
of performance-related
pay and one-off payments
is not very different from
the previous year.
included.
A growing group of members perform overtime.
However, there is not a
correspondingly large
group who receive overtime payments.
included.
Performance based pay and lump sum
payments, 12 months
Average
Minimum
Maximum
Percentiles
25% 50% 75% 2008
2009
2010
2011
71 20,490 4,000 92,119 10,000 15,000 20,000 83 22,103 4,000 72,000 10,000 15,559 25,000 69 17,554 2,000 57,000 12,000 15,000 20,000 92
38,546
5
60,000
10,000
14,000
20,000
Ta ble 3. 5c Septem ber s ala r y 2012 – ove r t ime payment 12 mont hs
Overtime pay, 12 months
2009
2010
2011
2012
Average
Minimum
Maximum
Percentiles
25% 50%
75% 12
37.002
5,922
72,524
17,636
38,979
52,250
13
39.382
500
135,000
10,589
30,000
62,801
12
19.070
160
51,818
11,000
18,500
20,500
13
43.587
30
63,492
2,300
9,950
34,000
Ta ble 3. 5d Sep tem ber s ala r y 2012 – ove r t ime hours 12 mont hs
Overtime hours, 12 months
2009
2010
2011
2012
Number, who have had
Average
Minimum
Maximum
Percentiles
25%
50%
75%
124 207 9
1,196 60 120 275 142 174 3
800 77 100 239 121 180 7
950 64 110 235 170
178
6
1,500
50
114
250
38
Generally about salary ratios
The salary ratios reflect a difference in salary levels,
after we have adjusted for the effect of seniority and
job category. If a workplace pays its employees an
average of five per cent more than others, it will mean
that the salary ratio for that workplace will be 105.
Fi gure 3.1a Salar y rat io by place of employme nt Place of employment
100.4
99.1
99.3
99.1
KU, PharmaSchool
98.5
99.1
99.2
99.1
KU, Other
When the salary ratio for a workplace increases compared to the previous year, this is only an indication
that the salaries are higher than for other workplaces
that year.
DTU
97.9
96.2
96.7
96.5
97.1
SDU, Syddansk Universitet
100.3
100.7
102.2
102.0
Table 3.6 September salary 2012, salary ratio by gender
Gender
Male
Female
2009
101.0
99.7
2010
100.3
99.9
2011
100.8
99.8
2012
100.4
99.9
104.1
99.7
Danish Regions
– except hospitals
99.7
96.5
96.5
96.6
100.9
96.7
101.6
98.60
100.7
Danish Environment
Protection Agency
97.80
100.7
102.6
100.4
100.8
Hospital pharmacy
99.8
98.8
99.1
100.5
Hospitals, other
99.9
98.8
98.1
Unspecified
96.2
Other
Quotas
98.5
n Year 2009
100.2
99.9
n Year 2010
n Year 2011
n Year 2012
85
90
95
100
105
39
Generally, there are
small increases relative
to 2011.
Fi g u re 3. 1b Sala r y rati o a ccording t o w orkplace in
h os pi tal p h ar m acy i n th e re gions 2012
Place of employment
102.3 (37 employees)
99.6 (54 employees)
The Capital Region of
Denmark
99.6 (18 employees)
102.9 (9 employees)
Region Zealand
98.5 (26 employees)
Region of Southern
Denmark
97.3 (27 employees)
97.6 (34 employees)
99.8 (23 employees)
Central Denmark Region
101.1 (8 employees)
Northern Jutland Region
Unspecified
95
100
105
80
Quotas
n Year 2009
%
77.9%
90
76.0%
85
Figure 3.2 Are you cove re d by a local unio n
re pre se nt at ive?
78.8%
The number of members
who are covered by a
trade union representative seems to be constant
with minor fluctuations.
Since there are few union
representatives and the
population of public sector employees is relatively small, both in absolute
numbers, the percentages are sensitive to small
changes, which may
explain the variations.
78.7%
Total
70
n Year 2010
60
n Year 2011
50
n Year 2012
n Year 2010
n Year 2011
n Year 2012
10
0
Yes
40
No
24.0%
20
22.1%
30
n Year 2009
21.3%
Quotas
21.2%
40
Ta ble 3 .7 B re a k d ow n by s ala r y g rade – n ew s ala r y
syst e m New pay scale
2008
2009
2010
2011
3
4
12.0% 10.1% 13.2%
5
4.5%
6.6%
4.8%
6
6.9%
4.2%
7.5%
8
70.2% 70.6% 62.5%
Special Consultants
5.2%
6.5%
6.8%
Chief Consultants
1.1%
2.0%
2.7%
Unspecified
2.6%
11.5%
9.2%
4.8%
63.1%
5.2%
3.5%
2.8%
Ta ble 3 . 9 M e mb e r s w i th s ta ff res p on s i bi li ty
Personnel responsibility
Number Percent
1 - 2 employees
25 21.6%
3 - 5 employees
22 19.0%
6 - 10 employees
13
11.2%
11 - 20 employees
19 16.4%
21 - 40 employees
25 21.6%
12 10.3%
Total
116 100.0%
Ta ble 3.8 Me mbe rs by j ob t it le s
Position
Number Percent
Head of Division 6
1.0%
Office Manager
2
0.3%
26
4.3%
Deputy Manager
4
0.7%
Team Leader
8
1.3%
Chief Consultant
6
1.0%
Special Consultant
21
3.5%
Academic/scientific staff member
164 27.2%
Hospital pharmacist
7
1.2%
PhD students
94 15.6%
Scientific assistant
11
1.8%
Assistant professor/researcher/post.doc.
67
11.1%
Associate professor/senior researcher
45
7.5%
Professor
7
1.2%
Other
96 15.9%
Unspecified
40
6.6%
Total
604 100.0%
Ta ble 3.10 Cont inuing and fur t her educat ion and
training Continuing and further education
Number Percent
Professional competency developmentg
282 46.9%
Management development
67
11.1%
Personal competency development
69
11.5%
Other further education
21
3.5%
No answers
162 27.0%
Total
601
117.8%
41
The table shows the
distribution of professional, personal or managerial competence.
It was possible to tick
more than one box when
responding.
Salary statistics in the pharmacy sector 2012
The following part of the salary statistics includes
salaries for pharmacists in private pharmacies. The
Association of Danish Pharmacies has published data,
which the association says covers salary payments for
September 2012. This data forms the basis for the
statistics in this area. The "response rate" is therefore
100 per cent. Salary bonuses from the salary bonus
fund are not included.
Like last year, this year we obtained additional information from the pharmacists employed in pharmacies.
66 per cent have answered these questions. This data
relates to organizational placement, staff responsibilities, training/education and benefits. It follows from
the responses that almost a quarter are deputy managers, and that 44 per cent have staff responsibility to a
greater or lesser extent.
Only 15 per cent have not participated in educational
activities. Naturally, continuing education varies in
extent and price. On average, participants estimated
that the pharmacist spent nearly DKK 8,160 per participant. Like last year, the vast majority of the further
education related to specific treatment areas, quality
assurance and management, while e.g. medication
review and information recording had lower participation.
It is also noteworthy that benefits are not very prevalent. This year, 10 per cent received benefits, which is
a decrease of 2 per cent compared to last year. Those
who have received benefits, received goods with a
value of over DKK 700 on average, equal to last year's
figures. Like last year, we unfortunately noted that
incentives of this type do not really exist in the pharmacy sector.
Salary statistics are individual-oriented. This means
that part-time employees are converted to full-time
positions and are included with the same weighting
in calculating the average increase percentages. The
increases do not therefore reflect increases in average
salary, but only for the average increases within each
group. The statistics cover 616 people.
Converted to full-time employees, this corresponds to
505. Students, employees over 67 and non-members
are not included. The average wage is estimated at
DKK 48,668 per month, excluding performance-related
pay and on-call payments Compared to last year, the
average increase rate, weighted by the number per
graduation cohort, was 3.9 per cent.
Performance-related pay is not included in the salary
statistics, as the paid performance-related pay varies
significantly from month to month and there are very
few pharmacy employees who receive performancerelated pay. In September 2012, a total of DKK 11,000
was paid in performance-related pay. This is a decrease compared to last year, where the figure was DKK
13,600.
The salary growth of 3.9 per cent was slightly higher
this year than last year, when the average rate of
increase was 1.7 per cent. This is primarily due to the
fact that there was an agreement on a general increase in the pay grade of 0.8 per cent from 1 April 2011,
while from 1 April this year there was an agreement
on a somewhat higher increase of 1.7 per cent of the
payroll for salary grades, general bonus, pay for meeting participation and on-call payments. The increases
are distributed unevenly for the different graduate
cohorts. The youngest cohorts contributed to increasing the salary increases, which was expected, since
the youngest pharmacists' salary will automatically
increase in accordance with the pay grades for the first
four years of employment.
from the salary statistics that there was an average
salary increase compared to last year for pharmacists
on all three salary grades. No grade stagnated. Of the
616 pharmacists covered by the salary statistics, 137
only get the pay grade salary and any seniority bonuses, and 16 only get the pay grade salary, differential
allowance and seniority bonuses. So 25 per cent of the
employed pharmacists do not get personal bonuses
or new salary bonuses, or in other words, they do not
share in the individually negotiated bonuses. This has
not changed from last year or the year before.
Function and qualification allowances increased by
1.6 per cent since last year. In the same period, the
"Other" category (personal allowances and availability payments) decreased by 4.1 per cent. The personal
allowance and availability allowance decreased by the
same nominal value by which the function and qualification allowance increased. Last year, the increase in
the function and qualification allowance was 2.7 per
cent. There is therefore much to suggest that again this
year, the new salary fund has not been implemented
adequately, and that we will therefore once again be
in a situation where the salary grade will be increased
by the new salary system funds that have not materialised.
Again this year there has been a decrease in the average on-call allowance, which is due to fewer on-call
duties being handled by pharmacists. It can be seen
43
The table is calculated
by year of university
graduation.
The gross salary includes
salary grade payments,
differential allowance,
seniority bonus and
qualification allowance,
personal allowance, etc.
but does not include
on-call payments and
performance-related pay.
The salaries include pension contributions. 25%,
50% and 75% percentiles are indicated for each
cohort of graduates.
percentile.
The column second from
the right shows the
average on-call payment
for each cohort. The
column on the far right
shows the percentage
salary increases and the
total average increase
is shown at the bottom,
weighted by number.
Table 4.1 September salary 2012 (average) by year of university graduation, excluding performance-related pay
Year of graduationNumber
Shift work
premium
Annual
increase %
-1976
54
52,332
50,595
52,445
54,547
637
1977
18
52,638
50,595
52,658
56,117
478
1978
16
52,067
46,719
53,143
56,728
1,675
1979
11
52,180
50,595
52,503
54,380
2,716
1980
10
52,160
47,111
51,920
58,602
554
1981
11
52,572
52,225
54,247
54,813
3,018
1982
12
50,836
49,904
51,594
53,413
2,929
1983
8
51,844
47,960
51,415
54,747
0
1984
8
52,715
50,719
52,867
55,675
4,375
1985
12
50,783
48,035
50,738
53,538
534
1986
17
53,747
51,123
52,816
55,348
3,368
1987
7
52,185
48,584
51,081
56,805
895
1988
14
50,328
47,184
49,336
52,330
1,031
1989
17
51,397
48,774
52,713
53,639
1,615
1990
6
49,156
45,329
49,867
52,187
981
1991
14
50,089
47,555
49,200
54,073
2,801
1992
12
50,455
46,846
48,807
50,806
1,041
1993
11
49,028
45,809
49,127
52,212
1,888
1994
13
52,313
48,734
49,888
55,618
1,264
1995
11
50,486
49,127
50,467
53,450
1,708
1996
14
48,458
45,972
48,108
51,997
866
1997
13
47,994
47,098
47,684
48,153
3,253
1998
9
48,502
44,976
48,117
49,653
2,739
1999
10
49,364
48,127
49,998
51,150
966
2000
16
50,224
48,395
49,616
52,648
1,108
2001
23
49,858
45,972
48,709
51,580
566
2002
12
48,166
45,015
47,785
50,781
527
2003
21
48,785
44,962
47,661
51,797
2,803
2004
20
50,796
47,646
50,105
53,235
908
2005
22
49,240
45,972
48,536
52,962
1,308
2006
26
46,805
43,578
45,940
48,885
1,712
2007
14
45,850
43,578
45,119
47,355
2,200
2008
33
44,935
42,444
44,361
46,490
1,784
2009
25
43,000
42,031
42,734
44,361
913
2010
30
41,368
39,729
41,096
42,031
2,230
2011
29
40,415
39,729
39,729
40,896
2,393
2012
14
39,917
39,729
39,729
39,729
1,169
Unspecified
3
Total
616
48,668
43,578
48,540
52,611
1,583
1.5
3.8
3.0
2.3
1.4
-0.1
4.6
-0.3
5.5
2.7
1.3
3.3
4.3
3.5
4.7
2.5
0.9
3.5
4.4
3.2
1.8
2.8
3.2
5.8
2.2
2.2
3.8
3.8
7.2
8.1
3.1
8.2
8.4
7.2
5.2
4.3
44
Avg. gross
salary
25th pctl.
Median
75th pctl.
3.9
Ta ble 4. 2 Se p te mb e r s a l a r y 2 0 12 ( a vera g e) by year of bi r th , excluding pe rformance -re lat e d pay
Year of birth
- 1951
1952
1953
1954
1955
1956
1957
1958
1959
1960
1961
1962
1963
1964
1965
1966
1967
1968
1969
1970
1971
1972
1973
1974
1975
1976
1977
1978
1979
1980
1981
1982
1983
1984
1985
1986 -
Unspecified
Total
Number
Avg. gross
salary
25th pctl.
Median
75th pctl.
Avg. Shift
Annual
work premium increase %
71
52,160
49,904
52,226
54,703
821
1.9
22
52,630
51,812
53,143
54,201
2,126
3.1
11
54,175
53,651
55,255
57,513
656
0.7
9
49,509
45,972
46,015
52,925
3,460
3.8
17
52,600
51,978
54,247
55,298
751
2.7
14
50,883
48,584
51,814
54,342
926
0.2
13
52,576
50,086
51,302
55,263
2,149
5.8
11
52,483
51,133
51,855
52,816
4,506
2.8
10
51,633
48,768
51,168
54,035
2,363
2.3
15
52,574
49,863
54,291
56,520
1,670
2.4
11
49,800
47,184
49,975
52,330
1,073
1.9
14
51,491
48,731
51,803
52,809
1,866
3.7
12
49,109
46,164
48,495
53,207
1,525
4.8
12
51,040
46,517
52,251
54,234
2,544
5.0
13
50,262
47,050
50,901
52,212
1,822
4.3
9
48,533
45,972
49,682
50,338
1,433
3.2
8
50,428
47,312
49,229
54,973
4,925
0.9
10
49,401
45,972
49,699
50,526
545
1.2
10
49,432
47,931
48,545
51,997
122
2.7
11
50,875
49,653
50,467
52,962
1,342
4.1
13
48,355
45,972
48,122
50,632
0
3.0
23
47,985
44,962
47,684
49,472
1,585
3.9
20
50,103
46,733
48,305
52,890
3,290
2.2
17
48,033
46,811
48,548
50,525
369
0.8
19
48,204
45,759
47,655
50,897
1,096
5.4
18
47,376
43,578
46,716
51,150
1,494
5.4
27
48,738
44,361
48,864
50,887
934
3.7
20
48,710
44,532
47,622
53,330
1,287
6.1
23
46,651
44,312
46,490
48,885
784
6.8
18
46,784
42,617
44,981
49,021
514
5.8
24
45,066
42,649
44,096
45,679
2,695
7.7
14
43,055
40,866
42,247
45,526
1,026
5.7
19
42,039
40,866
42,031
42,831
1,867
5.5
20
42,467
39,729
41,667
43,826
2,797
6.2
20
40,658
39,729
39,729
41,175
1,626
4.8
18
40,119
39,729
39,729
39,729
3,234
0
616
48,668
43,578
48,540
52,611
1,583
3.8
45
The table is calculated
by year of birth.
The salaries include
pension contributions,
but exclude performance-related pay.
percentile.
the right shows the
for each cohort.
The column on the far
right shows the percentage salary increases
and the total average
increase is shown at the
bottom, weighted by
number.
The table is constructed
based on the different
salary grades. Pay grade
3 is subdivided by
differential allowance.
Salaries are inclusive of
but exclude performance-related pay and
on-call payments.
T a ble 4 . 3 Sep tem ber s ala r y 2012 by grade w it h differe nt ial allow ance, e xcluding on-call payme nt s a n d
per for m an ce-rela ted p a y
Old pay
scale point
0
2
4
5
6
7
8
9
New pay Compensation Number Avg. salary
25th pctl.
Median
75th pctl.
scale pointallowance, DKK
1
2
3
3
1302
3
2368
3
2785
3
3375
3
3968
73
51
313
23
13
16
54
73
40,484
42,963
48,602
52,275
52,599
53,225
53,723
54,548
39,729
41,794
45,972
49,819
51,844
50,583
51,535
52,339
39,729
42,617
47,768
51,472
52,742
52,634
53,184
53,651
41,063
43,938
50,632
54,328
53,701
55,593
55,289
56,191
Total
616
48,668
43,578
48,540
52,611
percentile.
The column furthest to
the right shows the percentage wage increases.
46
Annual
increase %
3.1
4.3
3.0
3.0
3.4
2.7
2.0
3.2
Ta bl e 4.4 Se p te mb e r s a la r y 2 0 12 ( a vera g e) , s a la r y com p osit ion by year of universit y graduat ion, e xcluding
p e r fo r ma n c e - re l a te d pa y Graduation Number
year
Grade sal. +
compensation
Function +
qualification
Other
Duty/Shift
Seniority
-1976
54
47,195
1,917
1,003
1977
18
46,660
1,989
1,729
1978
16
46,467
2,868
638
1979
11
47,109
1,934
743
1980
10
46,214
2,531
1,500
1981
11
46,858
2,007
1,531
1982
12
46,470
1,795
576
1983
8
46,527
1,730
1,492
1984
8
47,018
2,186
1,416
1985
12
45,821
2,794
572
1986
17
46,735
3,658
960
1987
7
45,896
1,828
2,410
1988
14
44,968
2,810
498
1989
17
45,229
2,950
1,105
1990
6
44,957
1,368
1,235
1991
14
43,736
2,776
1,524
1992
12
43,831
2,407
2,222
1993
11
44,405
2,358
524
1994
13
44,161
4,717
1,224
1995
11
43,883
3,712
932
1996
14
43,578
2,042
957
1997
13
43,578
1,883
323
1998
9
43,150
2,335
1,421
1999
10
43,578
3,333
538
2000
16
43,578
4,519
181
2001
23
43,578
2,649
2,156
2002
12
43,031
2,936
603
2003
21
43,449
2,766
974
2004
20
43,578
3,844
1,459
2005
22
43,578
3,162
818
2006
26
43,178
2,693
566
2007
14
43,578
1,449
823
2008
33
42,345
1,932
658
2009
25
40,820
1,816
363
2010
30
40,085
1,055
228
2011
29
39,729
686
0
2012
14
39,729
117
71
Unspecified
3
Total
616
43,989
2,359
888
637
478
1,675
2,716
554
3,018
2,929
0
4,375
534
3,368
895
1,031
1,615
981
2,801
1,041
1,888
1,264
1,708
866
3,253
2,739
966
1,108
566
527
2,803
908
1,308
1,712
2,200
1,784
913
2,230
2,393
1,169
2,217
2,261
2,095
2,394
1,915
2,176
1,995
2,095
2,095
1,596
2,394
2,052
2,052
2,112
1,596
2,052
1,995
1,741
2,210
1,959
1,881
2,210
1,596
1,915
1,945
1,475
1,596
1,596
1,915
1,683
368
0
0
0
0
0
0
1,583
1,433
47
The table shows the
wage composition by
graduation cohort. It
shows the grade, including the value of any
differential allowance,
seniority bonuses and
function and qualification allowances granted
under the new salary
system. The column
"Other" shows the value
of any personal allowances and availability
payments.
The salaries include
but exclude performance-related pay.
the right shows the average seniority payment
for each graduate cohort
plus pension. Second
from the right is the
for the individual graduation cohorts. On-call
payments are including
pension.
The calculations in Tables
4.5 to 4.11 are based on
responses gathered in
the questionnaire sent
to all pharmacists employed in pharmacies. 403
pharmacists employed
at 216 pharmacies have
submitted answers.
Ta ble 4 . 5 O rg an i z ati on a l g rading
Job title
Number
Pharmacists
268
Deputy Manager
88
Total
356
Percentage
75.3%
24.7%
100.0%
Table 4.6 The ex t ent of management resp o n si b i l i t y
Number
Percentage
1-2 employees
7
3.9%
3-5 employees
24
13.4%
6-10 employees
36
20.1%
11-20 employees
70
39.1%
42
23.5%
Total
179
100.0%
Table 4.5.1 Pharmacy employees September salary 2012 (average) by organizational grading excluding
Position in
organisation
Number
Average Average
gross salary
25% quartile
Median
75% fraktil duty allowance
Farmaceut
256
47,767
43,578
Deputy Manager
86
54,246
51,997
Unspecified/Ukendt 274
47,759
43,578
Total
616
48,668
43,578
47,835
54,078
47,427
51,912
56,594
51,123
1,410
1,710
1,705
48,540
52,611
1,583
Ta ble 4 . 6. 1 Ph a r m acy em ployees, Se pt embe r salar y 2012 (average ) by st aff re sponsibilit y excludin g
per for m an ce-rela ted p a y
Staff responsibility
Number
Average Average
gross salary
25% quartile
Median
75% fraktil duty allowance
1-2 employees
6
46,654
42,281
3-5 employees
20
47,748
43,427
6-10 employees
35
50,563
47,260
11-20 employees
69
52,431
49,888
More than 20 employees 41
52,812
48,704
No staff responsibility
Unspecified/unknown 445
47,622
43,578
Total
616
48,668
43,578
48
46,013
47,248
51,797
52,878
54,354
52,305
52,498
54,158
54,399
56,859
4,553
1,303
1,944
1,373
2,092
47,387
51,133
1,513
48,540
52,611
1,583
Table 4.7 Number of days attended fur ther education
Number Percentage
Did not participate at all
59
15.1%
1-2 days
119
29.0%
3-5 days
141
35.0%
6-10 days
72
17.9%
More than 10 days
12
3.0%
Total
403
100.0%
Ta ble 4.8 D ist ribut ion by cont inuing e ducat ion are as
Number Percentage
Review of specific
therapies/drugs
115
28.5%
Information
48
11.9%
Clinical pharmacy
59
14.6%
Quality assurance
116
28.8%
Management
93
23.1%
Medicine review
49
12.2%
Patient safety
47
11.7%
Finance
41
10.2%
Other
118
29.3%
No response
60
14.9%
Total
Ta ble 4. 9 E mp l oye d a t ph ar m acy
Number
Prior to 1980
23
From 1980 to 1989
47
From 1990 to 1999
49
From 2000 to 2009
187
2010 or later
91
Total
Ta ble 4. 1 1 Pe rs on n e l b e nefi ts
Subscriptions to
newspapers/journal
Home PC
Membership fee to associations
Free telephone (land line/mobile)
Bus fare/train fare
Internet connection
Other
No response
Total
397
403
100.0%
Percentage
5.8%
11.8%
12.3%
47.1%
22.9%
100.0%
Ta ble 4.10 Employment in curre nt posit ion
Number Percentage
Prior to 1990
16
4.5%
From 1990 to 1999
33
9.3%
From 2000 to 2009
185
52.4%
2010 or later
119
33.7%
Total
Number
Percentage
20
15
3
6
1
2
20
349
5.0%
3.7%
0.7%
1.5%
0.2%
0.5%
5.0%
86.6%
403
100.0%
353
100.0%
49
Negotiations
Use the statistics to inform yourself about what others
like you typically receive in salary and benefits. Based
on the statistics, you can get an idea of the salary level
you should be at.
Average or higher flyer – why stay on the average?
You need to consider how you are placed in relation to
the average and to the percentiles. Include your background, industry knowledge, experience from work,
etc. It is also relevant to include other circumstances
when evaluating salary, for example paid maternity
leave, extra vacation, bonuses, pensions, training,
overtime pay, flexible working hours, working from
home, health insurance, etc.
Good advice on salary negotiation
Preparation
• Before the negotiation, you and your boss should
exchange figures and other factual information that
will be used in the negotiation process
• You must consider what is important to you. Prepare
alternatives to your requirements and consider what
is of most value to you.
The negotiations
Set a limit for the minimum you can accept from the
negotiations. Sometimes it can be the status quo, and
at other times it may be a substantial salary increase.
50
What should your proposal be?
• Let your proposal be ambitious and realistic
• Make a proposal for what you would be very satisfied
to receive as the outcome of the negotiations
• Perhaps supplement your salary proposal with a
proposal for attractive fringe benefits
• Be sure to maintain a constructive dialogue
• Be open and listen, ask open-ended questions
• Be persistent, even if you feel that your arguments
and claims are being rejected.
Evaluation of the salary negotiations
Did you experience an unsatisfactory result at your last
salary negotiation. You might consider whether it is
time to change jobs. Experience shows that academics
often achieve good salary increases when changing
jobs.
If you need advice on your salary, you are welcome to
contact Pharmadanmark.
You can also get more tips on wage negotiations at
www.pharmadanmark.dk
Pharmadanmark
Rygårds Alle 1
2900 Hellerup
Telephone + 45 3946 3600
fax +45 3946 3639
[email protected]
www.pharmadanmark.dk
Published by Pharmadanmark
December 2012
Graphic Design: Nina Grut MDD
Printing: Jørn Thomsen Elbo A/S

Salary statistics 2012

Transcription

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