New Zealand Engineering 1997 June

Editorial

Peter King
Managing Editor

Be Bothered!

Not too long ago I had occasion to purchase some tyres from Tony’s Tyre Service. I was very impressed with this firm not only because of the value they offered but also because of the quick, friendly and efficient way they fitted the tyres and got me back on my way again. A few weeks later I received a form in the mail asking me to comment on the service provided by Tony’s Tyre Service. I almost felt like filling it in and telling them I was very impressed. But I didn’t.

In the line up of things which were important to me, filling in a small card and dropping it back in the mail, just never made it over the can’t-be-bothered hump. This is probably a shame because it means all that Tony’s Tyre Service probably ever gets is responses from the not so impressed, which must be a bit depressing for them.

The IPENZ remuneration survey is not just a small card, nor is it a quick job to fill in. It is, however, the only survey in the country of professional engineers and technologists which provides an indication of what the going rate is for various types of skillsets. The smaller the returned sample is, the less use it is to employers and employees. In short you, the reader, determine whether or not the data on what engineers are deemed to be worth is good, bad or indifferent.

Many centuries ago in Europe most of the skilled artisans were members of a guild. Guildsmen (they were always men) were divided into masters (who taught), journeymen (who worked but did not teach) and apprentices (who worked for masters). Typically, masters owned the business but this was not always so. All were bound by the same codes of conduct and conflict resolution, with the same professional duties and the same sense of identity.

This powerful idea can still be found in Germany, Finland and other European nations influenced by the Napoleonic code and where the industrial revolution was relatively late arriving. The important point is that guilds were not confrontational in the way that British unions were established to confront capital. They recognised the independence of the employer-employee relationship but provided a framework for both to operate in.

To a large extent the IPENZ remuneration survey is an example of guild power in action. Employees report their circumstances and as a result gain a better idea of their position in the marketplace. Employers can use the survey job points system to determine the price of a position and match it to the skill levels of candidates. Already some employers have advertised positions on the IPENZ internet jobs service making reference to the jobs points count.

So in short, be bothered with the remuneration survey. Not only could you win a weekend in Queenstown but you also help the whole profession.