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Search Salaries > Engineering Director > C-C-Norway
Job Description

How much does a Engineering Director in C-C-Norway make?

The base salary for a Engineering Director in C-C-Norway is 165,400
Also known as: Director of Engineering, Technical Director, Director of Technical Operations, Director of Engineering Services.

165,400

Median Base Salary (Percentile 50)
42 observations
(Updated: 25 Mar 2025)

Confidence

Good

Avg. Bonus per year

Of avg. Stock options

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Salary Table

A Engineering Director earns a median base salary of 165,400 in C-C-Norway, but the base salary ...

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Level Below median
(25th percentile)		 Market median
(50th percentile)		 Above median
(75th percentile)		 Top Competitive
(90th percentile)
Junior 60000 60000 60000 60000
Mid 60000 60000 60000 60000
Senior 60000 60000 60000 60000
Lead 60000 60000 60000 60000
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Bonus & Stock options

The role Engineering Director in C-C-Norway usually comes with bonuses and the possibility of accessing stock options. Both must be added to ...

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Level Min Avg Max
Junior 60000 60000 60000
Mid 60000 60000 60000
Senior 60000 60000 60000
Lead 60000 60000 60000
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Experience Min Avg Max
Junior 60000 60000 60000
Mid 60000 60000 60000
Senior 60000 60000 60000
Lead 60000 60000 60000

Supply and demand

Highly supplied position in a highly demanded market
Supply | (<100 professionals)
Demand | (<100 job offers)

Gender gap

Unbalanced

Male

64%

Female

36%

Benefits

There are statutory benefits associated with a Engineering Director in C-C-Norway according to ...

Most Common Benefits

Competitive advantages associated with a Engineering Director in C-C-Norway
Norwegian companies often invest in professional development for their employees, offering courses, workshops, and training programs. This benefit helps employees enhance their skills, advance their careers, and stay updated with industry trends, contributing to both personal growth and company success.
Norwegian companies often provide access to cutting-edge technology, ensuring employees have the latest tools and software to perform their jobs effectively. This benefit enhances productivity, fosters innovation, and can be a significant draw for tech-savvy professionals seeking to work with advanced systems.
In Norway, health insurance is a significant benefit that provides employees with access to private healthcare services, supplementing the public healthcare system. This insurance often includes coverage for specialist consultations, surgeries, and sometimes dental and vision care, offering faster and more comprehensive medical services.
Disability leave in Norway allows employees to take time off work due to illness or injury, ensuring job security and income protection. Companies may offer extended leave benefits beyond the statutory requirements, supporting employees during recovery and helping them return to work when ready.

Side Benefits to attract & retain talent

Additional perks for a Engineering Director in C-C-Norway
Flexible Working Hours
Unlimited Vacation
Work-Life Balance
Casual Dress Code
Work From Home
Equal Opportunity Employer

Statutory Benefits

Mandatory benefits in C-C-Norway
There is no mandatory provision for a 13th-month salary in Norway. Performance-based bonuses are granted at the discretion of the employer.
For non-EU/EEA citizens, contact the Norwegian Directorate of Immigration (UDI) for regulations. Business visitors typically use a local version of the Schengen C Visa unless visa-exempt. The main work authorization categories are the Residence and Work Permit for Service Providers and the Residence and Work Permit for Skilled Workers.
Full-time employment consists of a maximum 9-hour workday or 40 hours for a 7-day period.
There is no official national minimum wage in Norway; minimum wages are often outlined by individual sector collective bargaining agreements and employment contracts.
Employers must take out occupational injury insurance for their employees. If an employee is injured in the workplace, they are entitled to compensation up to 72,662 NOK per year. If unable to work, they are entitled to disability compensation based on incapacity to work. The employee must report the workplace injury to NAV.
Base Income Tax is 22%. For employees earning more than 190,350 NOK a year, a progressive bracket tax is levied on top of the 22% income tax: 1.7% for 208,051 NOK – 292,850 NOK, 4.0% for 292,851 NOK – 670,000 NOK, 13.60% for 670,001 NOK – 937,900 NOK, 16.60% for 937,901 NOK – 1,350,000 NOK, 17.60% for 1,350,001 NOK and above.
Employee Payroll Contributions range from 5.10% to 8.20% for Social Security. Income not exceeding 64,650 NOK is exempt; contributions may not constitute more than 25% of the income for amounts in excess of 64,650 NOK. Income for individuals under 17 or over 69 is subject to a low rate of 5.1%. Total Employee Cost ranges from 5.10% to 8.20%.
In Norway, the employer and employee determine the payroll frequency stipulated in the employment contract. However, salary payments are to be made at least once a month.
All work over a standard working week is to be paid as overtime. Maximums include 13 hours of work within 24 hours, 10 hours in 7 days, 25 hours in 4 consecutive weeks, and 200 hours in 52 weeks. Overtime compensation rate is commonly 140.00% of the regular rate of pay.
Employer Payroll Contributions include up to 14.10% for Social Security (depending on zone) and 5.00% for income exceeding 850,000 NOK. Total Employment Cost ranges from 14.10% to 19.10%.
There are 10 public holidays in Norway. Public holidays that fall on the weekend are usually lost.
Parental leave may be split between the mother and father. Options include 49 weeks of parental leave with 100% salary coverage or 61 weeks + 1 day with 80% salary coverage. This includes both the “mum quota” and “dad quota,” as well as flexible weeks that can be shared. National insurance pays 80.00% of regular income for 61 weeks and 1 day or 100.00% for 49 weeks.
Employees receive a paid annual leave entitlement of 21 working days per year; most CBAs and many companies offer 25 working days. Employees over 60 are entitled to 31 days per year. Three weeks of continuous leave can be taken between 1st June and 30th September. Leave is compensated at a minimum rate of 10.20% of the total salary, commonly paid in June. Some CBAs offer an increased rate of 12.00%, and employees over 60 are compensated at 12.50%.
Employees receive sick pay directly from the employer until day 16 of sickness at 100.00% of the salary. Maximum sick leave entitlement is 52 weeks; from the 17th day – 52nd week, sick leave is compensated by a Social Security sickness benefit capped at 744,168 NOK. To be eligible, an employee must meet specific criteria, including being a member of the National Insurance Scheme, working for four consecutive weeks, and having a minimum income of 49,929 NOK annually.
The mother must commence her parental benefits 3 weeks before the due date. This includes the mother’s right to take up to 12 weeks of leave during pregnancy, as well as 6 weeks of mandatory leave exclusively for the mother following the birth.
Fathers receive two weeks of unpaid paternity leave.
The termination process varies according to the Employment Agreement or Collective Agreements. An employer must have a solid cause for terminating an employee and must prove the ground for termination. Employers must adhere to strict requirements outlined in the Working Environment Act and conduct a consultation with the employee before termination.
If an employee wishes to terminate their employment, they must provide one month’s notice. For employers, the notice period depends on the age and seniority of the employee: 1 month for under 5 years, 2 months for over 5 years, 3 months for over 10 years, 4 months for over age 50, 5 months for over age 55, and 6 months for over age 60. During probation, a 14-day notice period applies.
The probation period is optional and it is common to use six months.
No statutory right to severance pay. However, employers often offer severance pay so the employee accepts notice.

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