Our annual Northwest Construction Industry Salary Survey tracks compensation metrics and trends for employees of all levels across the region—including Oregon, Washington, Idaho, and Montana.
These insights are compiled into a report that includes, on average, over 30 pages of data to help you make better informed decisions about your business. It’s published in partnership with the Associated General Contractors (AGC) of Washington, Inland Northwest AGC, the Oregon–Columbia Chapter of the AGC, Idaho AGC, and the Montana Contractors Association.
The report will be available October 2018.
Access the Report Early
Through August 3, 2018, we’re gathering data from companies across the Northwest, and we need your insight. As a thank you for taking our brief survey, we’ll provide you with a copy of the report before it’s officially released—allowing you to start benchmarking before your competition does.
Before you get started, here are some things you should know.
To protect the confidentiality of your information, the Northwest Construction Industry Salary Report will not include references to your company name or other company-specific or related party identifying information. In addition, the report will aggregate your data with information from other companies that are also participating in the survey. We use a third-party service provider in collecting the salary survey data, and we will require that any such service provider maintain the confidentiality of your information. The Northwest Construction Industry Salary Report may be made publicly available.
The survey takes about 20 minutes to complete and has the option to save answers and return later.
Participation is open to construction companies operating in Oregon, Washington, Montana, and Idaho.
We recommend having the following information on hand.
- Annual revenue
- Current number of full-time equivalent employees
- Union status
- Primary contractor type
- Primary construction type
- Average annual base salary and incentives or bonuses for all roles within your organization broken into entry, mid, and senior levels
- Compensation strategies