尽管对经验丰富的建筑专业人士的需求在许多领域都持有高度，但在Covid-19大流行造成的不确定性之后，平均薪酬仍然柔和。

2020年,基本工资提高施工人员averaged 3.6%, down from 3.9% in 2019, according to industry data from compensation consultant Personnel Administration Services. However, that yearly average was skewed by the fact that nearly half of raises were given in January and February, prior to pandemic-related work stoppages, says Jeff Robinson, PAS president.

Going into 2021, the compensation data shows that more employers are willing to give raises, while staying conservative on the level of increases. Last year, 11% of employers froze salaries, while in 2021 only 4% report they are not giving raises, according to the PAS statistics. “Historically, that is at the low end,” Robinson points out. “In a typical year, we’d expect between 4% and 7% to freeze pay.”

Financial Pressure

Employers report that they anticipate offering 3.2% bumps in base pay for 2021, however, Robinson says that he anticipates the actual percentage offered to be around 3.5% by the end of the year. “We feel that a lot of companies are starting to open up in terms of what they are offering,” he adds.

Still, companies clearly face some financial pressure when it comes to compensation. Robinson notes that bonuses, when calculated as a percentage of base pay, have been dropping for the past three years for most staff-level positions. Project superintendents saw their bonuses as a percentage of base pay peak in 2017 at 16.6%. In 2020, by comparison, these dropped to 13.7%. “Clearly, there’s only so much for pay, so how you divvy it up becomes a company’s prerogative,” he says.

Inflation could also be a strain on compensation, especially for firms that are affected by the recent rises in materials costs. “If you’re stuck without an escalator clause on some jobs, that money has to come from somewhere,” Robinson says.

Inflation affects employees as well, adding pressure on employers to keep salaries at a healthy level. The U.S. Bureau of Labor Statistics reported that the Consumer Price Index increased by 5% in May over a 12-month period—the largest increase since August 2008. “We would never recommend tying your pay increases to CPI, but we do know that companies consider that,” Robinson says.

Talent Strategies

Attracting talent to fill positions is another big draw on compensation strategies for industry companies. Salary offers to recruit employees are high, while available staff-level job candidates are in short supply, according to Bob Honour, president of H&H Consultants.

他补充说：“这是自1980年代开始以使人们对机会感兴趣以来，这是我看到的最难的。”“只是没有足够的人愿意搬到一家新公司。”

Most industry positions are in demand, particularly field staff such as project managers and superintendents. Candidates with experience in the multifamily residential and light industrial sectors are even more desirable.

Honor主要在美国东南部工作，他说，在亚特兰大，项目经理可以指挥110,000至145,000美元，而在北卡罗来纳州夏洛特，该范围为100,000至135,000美元。他说：“我们看到了具有多户家庭（住宅）经验在140,000美元及以上的多户（住宅）经验的领导总监。”“两年前，那将是非常罕见的。”

供不应求

Estimators also remain in short supply. While an estimator with less than three years of experience might have earned $65,000 to $70,000 in a region a few years ago, candidates are commanding $75,000 and up now.

“我看到年轻的估计量仅在大学毕业两年后要求$ 95,000，他们认为他们可以得到它，因为他们认识了其他人，” Honor指出。

Megan Morris, vice president at recruiter Adams Consulting Group, says that while demand is high, she sees more candidates who are willing to make a move to a new employer after a year of hunkering down during the pandemic.

在某些情况下，了解他们的经理或雇主在不确定性的过去一年中的反应可能会推动员工的决定。莫里斯认为：“我感觉到人们看着领导力在[大流行期间]的反应。”“团队的感觉为很多人迷失了方向，那些不是好领导者今年失去了很多团队成员的那些（经理）。”

不管雇主可能面临的财务压力如何，莫里斯都清楚地表明，他们不能忽略许多部门对人才的迫切需求。她说：“雇主并没有被吓倒。”“他们正在前进。他们需要人，他们会付出代价。