2025 BTP Salary Grids: Understanding Levels, Coefficients, and Remuneration.

I. 2025 BTP Workers' Salary Grid:

Levels and Positions:

Explanation of Coefficients:

Level I:

Level II:

Level III:

Level IV:

II. 2025 BTP ETAM Salary Grid:

ETAM Classification:

• Minimum gross monthly salary (35 hours): €1,766.92
• Explanation: Entry-level technical or administrative employees, performing simple and repetitive tasks under the supervision of a superior.
• Scenario: An administrative assistant managing mail and phone calls on a construction site.

• Minimum gross monthly salary (35 hours): €1,812
• Explanation: Technicians or supervisors with specific technical skills, performing routine work autonomously.
• Scenario: A design draftsman creating technical plans for a construction project.

• Minimum gross monthly salary (35 hours): €1,909
• Explanation: Experienced technicians or supervisors, capable of managing simple projects and supervising a small team.
• Scenario: A team leader supervising the work of several laborers on a construction site.

• Minimum gross monthly salary (35 hours): €2,086
• Explanation: Highly qualified technicians or supervisors, capable of managing complex projects and supervising a large team.
• Scenario: A works supervisor coordinating the various trades on a construction site.

• Minimum gross monthly salaries (35 hours): €2,334, €2,599, €2,931, €3,117
• Explanation: These higher categories concern ETAMs with recognized technical or managerial expertise, assuming significant responsibilities within the company.
• Scenario: A technical service manager supervising the maintenance of all equipment in a BTP company.

Factors Influencing Remuneration:

• Experience and skills: An experienced ETAM with specific skills (e.g., mastery of specialized software) can expect a higher salary.
• Workplace location: Salaries may vary depending on regions and companies.
• Individual negotiations: It is possible to negotiate your salary with your employer, especially during hiring or promotion.

III. 2025 BTP Managers' Salary Grid:

Functions and Responsibilities:

• Design: Development of plans, technical studies, structural sizing.
• Management: Team coordination, work planning, cost and deadline control.
• Supervision: Management of workers and ETAMs, quality control of work.

Details of Coefficients, Gross Salaries, and Examples:

• Minimum gross monthly salary: between €3,000 and €5,000 (variable depending on experience and the size of the site)
• Explanation: They are responsible for the execution of a site, team coordination, and adherence to deadlines and budget.
• Scenario: A site manager supervising the construction of a residential building.

• Minimum gross monthly salary: between €3,500 and €6,000 (variable depending on specialization and experience)
• Explanation: They design projects, conduct technical studies, and supervise work.
• Scenario: A structural engineer sizing the load-bearing elements of a bridge.

• Minimum gross monthly salary: between €4,000 and €8,000 (variable depending on the size and complexity of the project)
• Explanation: They are responsible for the overall management of a project, from design to completion.
• Scenario: A project manager coordinating the construction of an industrial complex.

Factors Influencing Remuneration:

• Experience and skills: An experienced manager with specific skills (e.g., mastery of design software) can expect a higher salary.
• Workplace location: Salaries may vary depending on regions and companies.
• Individual negotiations: It is possible to negotiate your salary with your employer, especially during hiring or promotion.

Understanding Your Annual Remuneration in the BTP Sector

What is Included in the Annual Remuneration of a BTP Employee

• Basic salary: This is the basic remuneration agreed between the employer and the employee, usually fixed according to the qualification level and hierarchical coefficient. It is determined by the salary grids of collective agreements.
• Overtime hours: Hours worked beyond the legal working hours (35 hours per week) are increased and included in the annual remuneration.
• Bonuses: These can be of different types:
  • Seniority bonus: Paid based on the length of service in the company.
  • Performance bonus: Linked to the achievement of individual or collective objectives.
  • Profit-sharing bonus: Paid based on the company's results.
  • End-of-year bonus: Sometimes paid once or twice a year.
• Benefits in kind: These may include:
  • Company housing: Provided by the company.
  • Company car: Assigned for professional and personal use.
  • Meal vouchers: Partially covered by the employer.
• Profit-sharing and employee savings schemes: These are linked to the company's financial results and are paid to employees according to defined terms.
• Paid holidays: These are paid and included in the annual remuneration.

What is Not Included in the Annual Remuneration

• Reimbursement of professional expenses: These correspond to expenses incurred by the employee for the needs of their professional activity (travel expenses, meal expenses, etc.) and are reimbursed by the employer upon presentation of supporting documents.
• Social contributions: These are deducted from the gross salary and are not paid directly to the employee. They finance social security (health, retirement, unemployment, etc.).
• Income tax: This is also deducted from the gross salary and is not paid directly to the employee.
• Supplementary social benefits: These may be offered by the company (health insurance, provident fund, life insurance) but are not considered a salary component.

BTP: How Does a Salary Grid Work?

1. Grid Structure:
   • Levels or steps: The grid is divided into levels or steps, corresponding to categories of qualification or responsibility. Each level groups similar positions in terms of required skills and task complexity.
   • Coefficients: Each level is associated with a coefficient, which serves as the basis for calculating the salary. This coefficient is an index that reflects the level of responsibility, experience, and skills required for the position.
   • Basic salary: For each level or step, the grid indicates a basic salary, which corresponds to the minimum gross monthly or annual remuneration.
2. Salary Determination:
   • Positioning: An employee's salary is determined based on their qualification level and experience, which allows them to be positioned in a level or step of the grid.
   • Calculation: The gross salary is then calculated by multiplying the coefficient corresponding to the level by a reference value, which can be an index point or a fixed amount.
   • Increase: The salary may be increased based on seniority, specific skills, particular responsibilities, or individual performance.
3. Usefulness of the Grid:
   • Transparency: The salary grid allows employees to know the remuneration rules and the criteria taken into account to determine their salary.
   • Equity: It ensures a certain salary equity between employees occupying similar positions.
   • Motivation: It can encourage employees to develop their skills and progress in their careers to reach higher levels and benefit from higher salaries.

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