How much does a pipeline integrity engineer earn per year?

Pipeline Integrity Engineer (onshore, midstream) — typical U.S. base pay by experience level: Entry $80,000–$102,500; Mid-Career $105,000–$132,500; Senior $135,000–$167,500. Target bonuses commonly add 5%–20% to cash compensation depending on level.

I. Pay Breakdown

Conversions use standard assumptions: \( \text{Hourly} \approx \frac{\text{Annual}}{2{,}080} \) and \( \text{Day Rate} \approx \text{Hourly} \times 10 \). Rounding applied per instructions.

Entry (0–3 years)

Mid-Career (4–8 years)

Senior (9–15+ years)

• I.1 Typical annual cash bonus ranges: Entry 5%–10%; Mid 8%–12%; Senior 12%–20%. Median adders at each band are roughly $7,500, $12,500, and $22,500, respectively.
• I.2 Long-term incentives (for senior) may add ~$10,000–$40,000 to target value; not universal outside larger operators.
• I.3 Contractor day rates for specialized integrity engineers can exceed the 75th percentile, especially on short-duration MAOP reconfirmation or ILI remediation programs.

II. How Pay Changes

• II.1 Experience
  • Progression from data analyst/reporting tasks to leading integrity assessments, risk models, and dig programs typically moves pay from the entry to mid band within ~3–5 years.
  • Senior pay is tied to owning the IMP, setting ILI run strategy, MAOP reconfirmation, and governance over repairs/compliance.
• II.2 Training and certifications
  • Professional Engineer (PE) licensure commonly adds a premium, especially where sign-off authority is required.
  • AMPP/NACE CP certifications (e.g., CP2/CP3), strong familiarity with API 1160, ASME B31.8, and API 579/ASME FFS-1 methods can lift pay within a band.
  • Proficiency in ILI data and integrity platforms (e.g., ROAIMS, Synergi Pipeline, GIS/ESRI) frequently commands mid-to-upper quartile pay.
• II.3 Added responsibilities
  • Program ownership (IMP lead, risk model stewardship, anomaly management KPIs) supports senior-band compensation.
  • Supervising contractors, coordinating ILI runs, and leading dig/repair campaigns or MAOP verification projects typically triggers merit increases and higher STI targets.

III. Market Drivers Affecting Pay for THIS Role

• III.1 Regulatory workload PHMSA “Mega Rule” implementation, MAOP reconfirmation, and expanded integrity assessments have elevated demand for engineering talent with ILI, material verification, and FFS depth.
• III.2 Capital and maintenance cycles Newbuild and expansion projects (gas, NGL, CO2) plus integrity backlogs push staffing; pay tends to firm when multiple operators launch concurrent ILI/dig programs.
• III.3 Regional hot spots Large midstream hubs (e.g., Gulf Coast, Permian-connected systems, Appalachia gas corridors) often price at or above median due to project density and competition for talent.
• III.4 Talent scarcity Engineers who can translate ILI signatures to repair priorities and close the loop on remediation documentation are in short supply, keeping senior pay elevated.
• III.5 Bonus practices Operators commonly use STI to retain senior integrity owners; consultants may instead see higher day rates without STI.

To gauge current spot offers for this exact title, search jobs on Rigzone.

IV. Entry Pathways

• IV.1 New graduates with mechanical, materials, petroleum, or corrosion engineering degrees via operator/EPC rotational programs.
• IV.2 Transitions from ILI tool vendors or data analysis roles into operator integrity teams.
• IV.3 Corrosion technologists/engineers upskilling into broader integrity management (risk, ILI interpretation, repair programs).
• IV.4 EITs who obtain PE and take ownership of IMP elements (risk, MAOP, anomaly management) progress fastest to senior pay.