2013 australia/new zealand information solutions...access to a broad range of data and analytics....

2013 AustrAliA/new zeAlAnd informAtion solutions cAtAlogue

for detailed information visit imercer.com

mercer is a global consulting leader in talent, health, retirement and investments. mercer helps clients around the world advance the health, wealth and performance of their most vital asset – their people. mercer’s 20,000 employees are based in more than 40 countries. mercer is a wholly owned subsidiary of marsh & mclennan companies (nYse: mmc), a global team of professional services companies offering clients advice and solutions in the areas of risk, strategy and human capital.

http://www.imercer.com

1800 645 186 www.imercer.com<< back to contents

suggested Product comBinAtions

Mercer offers a wide variety of products and we have found that many of our clients purchase a combination of products to effectively manage their remuneration and benefits systems and make informed HR decisions.

below are a series of typical product combinations that are popular with our clients.

HR ESSENTIALS the minimum requirement for total and effective remuneration, benefits and organisation metrics data

Quarterly Salary Review (Page 7) or relevant industry remuneration survey (Pages 12-23)

Australian Benefits Review (Page 24)

Human Resource Effectiveness Monitor (Page 27)

SALARY REVIEW key products designed for making informed decisions during the salary review period

Quarterly Salary Review (Page 7) or relevant industry remuneration survey (Pages 12-23)

Remuneration Planning Review (Page 8)

Job Movement Summary (Page 6)

Fact Pack (Page 26)

Australia, New Zealand Regional Differentials (Page 4)

EXECUTIVE REMUNERATION REVIEW Products designed specifically for executive remuneration and incentive plan design

ASX 200 Executive Remuneration Survey (Page 9) or Top Management Report (Page 11)

Executive Incentive Plans (Page 10)

BENEFITS REVIEW benefits specific products to enable full benefits review and up to date market changes and practice

Australian Benefits Review (Page 24)

Executive Incentive Plans (Page 10)

BROAD HUMAN RESOURCE MANAGEMENT essential products for remaining up to date with market developments and HR trends

Remuneration Planning Review (Page 8)

Human Resource Effectiveness Monitor (Page 27)

Fact Pack (Page 26)


http://www.imercer.com/australia/qsr

http://www.imercer.com/australia/abr

http://www.imercer.com/australia/hrem


http://www.imercer.com/australia/rpr

http://www.imercer.com/australia/jms

http://www.imercer.com/australia/fact

http://www.imercer.com/australia/rdanz


http://www.imercer.com/australia/asx

http://www.imercer.com/australia/tmr

http://www.imercer.com/australia/eip


http://www.imercer.com/australia/eip




11800 645 186 www.imercer.com 1

tABle of contents

aLL InDUstRYadministration and support staff salary Review 3

australia, new Zealand Regional Differentials 4

Information technology Remuneration Review 5

Job Movement summary 6

Quarterly salary Review 7

Remuneration Planning Review 8

eXecUtIVe ReMUneRatIonasX 200 executive Remuneration survey 9

executive Incentive Plans 10

top Management Report 11

InDUstRY ReMUneRatIonactuarial Remuneration Review 12

australian Property Remuneration Review 13

call centre and customer service Remuneration Review 14

construction and engineering Remuneration Review 15

consumer Goods Industry Remuneration Review 17

High-tech total Remuneration Database 18

Insurance and Financial services Remuneration Review 19

Local Government Remuneration Review 20

Pharmaceutical and Healthcare Industry Remuneration Review 21

Retail Industry Remuneration Review 22

University Remuneration Review 23

HR PoLIcIes, PRactIces & WoRkFoRce IssUesaustralian benefits Review 24

change@work 25

Fact Pack 26

Human Resource effectiveness Monitor 27

new Zealandaustralia, new Zealand Regional Differentials 28

High-tech total Remuneration Database 29

new Zealand benefits Review 30

Mercer cents check 31

GlobalMercer select Global Insights 32

International Position evaluation 33

International car Policies 34

Worldwide benefit & employment Guidelines 35

Global compensation Planning Report 36

Global Pay summary 37

Best seller

Best seller

Best seller

Best seller

Best seller

Best seller

Best seller

Best seller

Best seller

Best seller

Best seller

Best seller

Best seller

Best seller

Newproduct


1800 645 186 www.imercer.com<< back to contents

What is Mercer WIN®?the Mercer Workforce Intelligence Network (Mercer WIN®) offers simplified, single-point access to a broad range of data and analytics.

With Mercer WIN®, you can quickly and easily turn robust information into true intelligence. Workforce databases, benchmarks, analytics and insights are more accessible on our user-centric, configurable interface. search and guided navigation are completely intuitive and all the tools and data necessary to drive decision-making are integrated into one simple homepage. Plus, our global support network is comprised of software specialists and compensation management professionals to answer any questions that may arise.

now you're free to explore, interpret and formulate insights on important human capital decisions and investments. as more data becomes available, Mercer WIN will continue to grow in value and convenience.

What is PayMonitor®?this leading-edge analytical tool provides on demand access to high-quality, comprehensive compensation analysis data from a source you can trust. Using Mercer compensation analysis surveys delivered through Mercer PayMonitor ® you don’t have to guess about competitive compensation in your marketplace.

Mercer PayMonitor ® permits you to quickly access market data and regression analyses using template reports or custom reports you create specific to your market needs. You may also view, download, or print the entire published report.

total Remuneration surveys 38

tRs Membership 40

cost-of-Living 41

Housing cost Information 43

MercerPassport® Location guides 44

cultural training Passport 44

Global Mobility Policy benchmarking 45

all prices are correct at printing and subject to change.

all prices include Gst.

Best seller

tABle of contents


1800 645 186 www.imercer.com 3<< back to contents

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AdministrAtion And suPPort stAff sAlArY review

this specialised and comprehensive all-industry report provides data on national remuneration trends, award rates, and HR policies and practices for administration and support staff positions. this report uses data from over 550 organisations.

RePoRt FeatURes • Remuneration data on over 60 positions in eight job families, presented in various formats including summaries of median remuneration data and remuneration package breakdowns

• a summary of remuneration movements by job family

• an extract from Australian Benefits Review, featuring HR policies and practices information relating to operations/support staff in the general market

• a list of positions in the report including detailed position descriptions

• a profile of data contributors, a detailed glossary of terms, and information on how to interpret survey output and provide survey input

Job FaMILIesaccounts Human resources office support Production/distribution sales/customer services secretarial/receptionist supervisory roles

scHeDULeData submission dates client nominated

Report available april

PRIcInGParticipant aUD 1,700 non-Participant aUD 5,100

RePoRt FoRMatPDF/ WIn® Hardcopy available for an additional aUD 800.

www.imercer.com/australia/assr


http://www.imercer.com/australia/assr


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AustrAliA, new zeAlAnd regionAl differentiAls

are you aware of the salary premiums paid across each australian and new Zealand city? Do you require information on home rental differentials across cities in australia and new Zealand? are you making the correct pay decisions for employees transferring interstate?

the Australian and New Zealand Regional Differentials report provides salary differentials across cities and states in anZ, comparing against the national general market for each country. allowing for easy comparisons when comparing like roles, organisations are informed of the premiums or discounts applicable to each location, thereby forming a valuable tool in the salary decision process.

RePoRt FeatURes • salary differentials for both countries by overall, as well as broken down by Mercer Position class, ceD Points and employee career stream

• Differences in pay between states for key job families (australia only)

• cost-of-living and home rental differentials for major cities in both countries

aUstRaLIan states anD ReGIons coVeReDbrisbane Regional Queensland Perth Regional Western australia sydney Regional new south Wales Melbourne Regional Victoria south australia (overall)

neW ZeaLanD cItIes coVeReDauckland christchurch other north Island other south Island Waikato Wellington

scHeDULeno data contribution required

Report available May

PRIcInG aUD 1,050

RePoRt FoRMatPDF

www.imercer.com/australia/anzrd




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informAtion technologY remunerAtion review

Ideal for organisations with large It departments, this all-industry survey provides detailed remuneration data for key positions in the information technology job family.

RePoRt FeatURes • Remuneration data on 70 positions across It specialities, presented in a number of formats including summaries of average remuneration data and detailed position profile reports for each position

• key statistical indicators of the australian economy

• Forecasts of job family remuneration movements, as well as cPI and labour indicators

• a list of positions and detailed position descriptions

• a profile of It data contributors, a detailed glossary of terms, and information on how to interpret survey output and provide survey input

Job FaMILIesIt management User services and support applications and systems development computer operations technical services




RePoRt FoRMatPDF/WIn® Hardcopy available for an additional aUD 800.

www.imercer.com/australia/it


http://www.imercer.com/australia/it


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joB movement summArY

Job Movement summary provides actual pay movements by position, capturing the most specific and up-to-date market movement advice available across job families and locations in australia.

this report will help you react to market hotspots and hot jobs, which has become vital in today’s market of restricted salary budgets, enabling you to distribute your increases in the best way possible.

RePoRt FeatURes • salary percentage movements for over 300 jobs

• Pay movements for 18 job families, by location and career stream

• Market trends for 2012

• Forecasts for 2013–2014

salary movements are important as they indicate the actual remuneration increases that individuals in a sample receive and the market strength for positions when all market variations are included. same incumbent movement analysis is a reliable measure of historical remuneration movements as it eliminates spurious results due to changes in a data sample such as addition of new employees or survey participants.


Report available april, December

PRIcInG aUD 800

RePoRt FoRMatPDF

www.imercer.com/australia/jms


http://www.imercer.com/australia/jms


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quArterlY sAlArY review

this easy-to-use, comprehensive remuneration benchmarking and salary planning report will help you design a competitive, cost-effective and targetted remuneration plan.

For over 50 years, clients have relied on the Quarterly Salary Review (QsR) as a respected and trusted salary benchmarking and planning resource. Released four times a year, QsR captures approximately 68,500 individual records from over 600 companies across 51 industries. In line with changes in the workplace, QsR now offers broader position coverage and a better representation of job hierarchy, with more than 300 jobs.

RePoRt FeatURes • a comprehensive analysis of national remuneration trends by job family

• a review of key statistical indicators of the australian economy

• Location, industry and company size analysis

• Reports on pay forecasts by job family, state and industry

• economic, labour and wage indicators plus forecasts for cPI and average weekly earnings

Job FaMILIessenior management Finance and administration Information technology Human resources engineering and scientific Marketing and sales Production and supply


Report available January, april, July, october



www.imercer.com/australia/qsr




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remunerAtion PlAnning review

this report contains information that is essential for pay reviews and budgeting of salary costs: it provides information on remuneration trends and forecasts, key economic and labour indicators affecting pay and a summary of international trends.

based on Mercer australia’s bi-annual, nationwide survey of market issues, the Remuneration Planning Review provides a wealth of remuneration and workforce data at your fingertips. this comprehensive report analyses general workforce issues by industry in locations across australia.

RePoRt FeatURes • Fixed and variable pay national movements

• Pay movements and forecasts for the next two years by sector, job family and state*

• key market indicators affecting pay, including economic activity, employment and inflation, aWote and Labour Price Index forecasts

• a summary of international economic and remuneration trends

* Excludes Tasmania, Northern Territory and Australian Capital Territory


Report available april, november

PRIcInGPer edition aUD 1,150

RePoRt FoRMatPDF

www.imercer.com/australia/rpr




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Asx 200 executive remunerAtion surveY

this exclusive survey is a bi-annual australian study of the top asX listed organisations covering senior executive roles in the top four reporting levels, including ceo. It is offered exclusively to asX listed organisations and features remuneration data and commentary on fixed pay and short- and long-term incentives.

this survey offers exclusive market information and analytical tools to assist you in setting and assessing responsible and defensible executive remuneration strategies.

RePoRt FeatURes • Remuneration data on 75 executive and senior management positions, with the ability to refine the data by key scopes, including asX rank, revenue, headcount and industry, via Mercer WIn®

• Detailed remuneration reports that include actual and target at-risk pay, including binomial and black-scholes LtI valuations

• ability to run complimentary peer group reports, via Mercer WIn®

• the latest remuneration trends and movements (fixed pay, short-term incentives and long-term incentives) analysed by various scopes, as well as fixed pay forecasts

• the latest turnover and variable pay practices report, focusing on the asX 200 organisations

scHeDULeData submission dates May-June october-november

Report available July, December

PRIcInGParticipant aUD 5,400


Restricted access

www.imercer.com/australia/asx


http://www.imercer.com/australia/asx


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executive incentive PlAns

Mercer’s Executive Incentive Plans (eIP) is an annual study of the mid-to-large listed and private companies covering senior executive roles in the top four to five reporting levels, including ceo.

RePoRt FeatURes • compare your organisation’s variable pay practices and stI/LtI plan design against the market

• benchmark fixed remuneration plus stI and LtI data against over 30 executive positions

• Refine market data by company size, industry group and market capitalisation to allow for more direct comparisons


Report available november

PRIcInGParticipant aUD 1,750 non-participant aUD 5,250


www.imercer.com/australia/eip



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toP mAnAgement remunerAtion rePort

this general market report provides remuneration data for executive and senior management positions in australia.

Data is collected from public and private organisations across all industries and sectors, and is analysed by various parameters. these analyses will enable you to compare your remuneration practices with other organisations, identify trends and differences in data, and review remuneration data keeping your company size criteria in mind.

RePoRt FeatURes • Remuneration data on approximately 150 executive and senior management positions, across eight job families, with the ability to refine the data by key scopes, including revenue, headcount and organisation type

• Detailed remuneration reports, including short-term and long-term incentive data

• ability to run complimentary peer group reports, via Mercer WIn®

• the latest executive and senior management remuneration movements, forecasts and trends. Remuneration movements analysed by various key scopes, including parent company location, sector, and state location

• an analysis of the structure and composition of executive remuneration packages and incentives

Job FaMILIessenior management corporate Finance Human resources Information technology Investment Manufacturing sales and marketing


Report available July

PRIcInGParticipant aUD 4,700 non-participant aUD 14,100


www.imercer.com/australia/tmr


http://www.imercer.com/australia/tmr


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ActuAriAl remunerAtion review

the actuarial Remuneration Review offers a comprehensive, up-to-date and relevant analysis of remuneration levels of the typical career path for qualified and unqualified actuarial professionals in corporate and consulting environments.

the results of the economic snapshot survey relate directly to the impact of the changing economy on actuaries; these include the consideration of salary increases in 2012 and 2013, and expected voluntary and involuntary turnover rates over the next six months.

RePoRt FeatURes • current movements, industry overviews and survey trends

• an economic commentary and economic snapshot results

• a summary of actuarial remuneration data by positions

• Graduate starting salaries for a range of different courses, definitions of terms and a list of survey participants

• a complete data set using Ms excel-based reports, with a customised comparison of your data to the market

• online access to information, allowing detailed data mining

• benefits and HR practices (october release only)

Job FaMILIesconsulting corporate Practice area Qualified Unqualified

scHeDULeData submission dates March-april august-september

Report available May, october


RePoRt FoRMatPDF/WIn®

www.imercer.com/australia/arr


http://www.imercer.com/australia/arr


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AustrAliAn ProPertY remunerAtion review

Developed in association with industry representatives, the Australian Property Remuneration Review comprehensively analyses remuneration levels across the property sector in the country. It captures data on commercial, industrial, retail and residential property roles.

this survey provides reports and allows for custom analysis of information on remuneration packaging, including variable pay by:

• annual revenue

• category size

• Location

• organisation type

• category sector

• executive reporting level

• number of employees.

RePoRt FeatURes • Data captured on commercial, industrial, retail and residential property roles

• Remuneration data on 76 positions in eight job families, presented in two main formats: a summary of median remuneration data for all positions covered and detailed position profile reports for each position

• a summary of trends in remuneration movements

• a survey methodology section, which includes a glossary of remuneration and statistical terms

• a list of positions included in the survey, as well as detailed descriptions for each position

• a summary of contributor profile and a list of all data contributors to the survey




RePoRt FoRMatPDF/ WIn®

www.imercer.com/australia/property


http://www.imercer.com/australia/property


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cAll centre And customer service remunerAtion review

the call centre and customer service Remuneration Review is a general market survey of national remuneration and HR trends within the call centre environment.

Remuneration information contained in this report is based on data supplied by over 300 organisations in a range of industry sectors, which have information pertaining to the positions covered in the review. Data collected includes actual and target commissions, base salary, total cost, car allowances, employment cost, leave loading, Fbt benefits and superannuation.

RePoRt FeatURes • Remuneration data for 25 positions, presented in a number of formats including summaries of average remuneration data and detailed position profile reports for each position

• survey trends, including same incumbent remuneration movements, remuneration industry forecasts and economic and wage data

• a list of positions contained in the report, including detailed position descriptions, plus a list of positions in the Mercer database

• a profile of data contributors, a detailed glossary of terms and information on the methodology used in the survey





www.imercer.com/australia/cccs


http://www.imercer.com/australia/cccs


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construction And engineering remunerAtion review

the Construction and Engineering Remuneration Review provides information on remuneration data in the australian construction and engineering industry.

Membership entitlements the construction and engineering membership entitles you to a broad range of benefits including:

• two releases of the remuneration survey:

– april (WIn® only)

– october (WIn® plus hard copy report)

• a comprehensive HR policies and practices report (published in october)

• Invitation to the industry-specific conference which is hosted ‘at cost’ (october/november)

• complimentary WIn® training on accessing data online

• an invitation to participate in pulse surveys addressing key industry issues

Conference an annual conference is held each year in october/november. the conference provides attendees the opportunity to network and hold roundtable discussions with peers, and present data trends and case studies; guest speakers provide insights into the latest issues affecting the industry. survey participants are invited to attend the industry-specific HR conference each year.



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RePoRt FeatURes • survey trends, highlighting issues affecting remuneration management in the construction and engineering industry, and an analysis of overall remuneration movements

• an introduction that includes the list of current contributors to the review; these organisations are then analysed according to various parameters

• survey methodology that includes a glossary of terms and a section titled ‘Interpreting the data’ to assist you in understanding how to actually use the information in the report

• trends in general benefits and human resources practices for the survey group members. the range of topics covered includes remuneration policy, cars, termination and redundancy, superannuation, variable pay, remuneration packaging and other policies and practices

• Remuneration data on positions in a range of job families in the industry, presented in a number of formats including median remuneration data by position and detailed position profile reports for each position

• a list of positions in the report as well as all positions covered by Mercer’s wider database

Job FaMILIessenior executives Design engineers operations: field/site commercial operations: technical support


Report available april, october


RePoRt FoRMatPDF/WIn® Hardcopy available for an additional aUD800.

www.imercer.com/australia/const

construction And engineering remunerAtion review


http://www.imercer.com/australia/const


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consumer goods industrY remunerAtion review

offering you superior market knowledge sourced from over 100 of australia’s leading consumer goods organisations, this report allows you to compare your staff rates, analyse remuneration package elements, and track and prepare your budgets based on current trends and forecasts.

RePoRt FeatURes • a list of current contributors to the review; these organisations are analysed by various parameters

• a profile of data contributors, a detailed glossary of terms and information on how to interpret survey output and provide survey input

• Remuneration data, including base salary and employment cost, on positions in a range of job families in the consumer goods industry, analysed by employee level, company revenue, industry and location

• trends in general human resource policies and practices in the industry, including topics on remuneration policy, cars, termination and redundancy, superannuation, variable pay, and remuneration packages

• a position listing and position descriptions for positions covered by the review to enable you to more easily match the data to your positions

Job FaMILIessenior management Finance and administration Human resources Information technology technical Production Marketing and sales supply and distribution





www.imercer.com/australia/cgi


http://www.imercer.com/australia/cgi


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high-tech totAl remunerAtion dAtABAse

are you able to evaluate the competitive position of each of your total remuneration elements? Is your pay strategy consistent – ensuring external competitiveness whilst maintaining internal equity? are you able to generate instant, automated and fully customised comparisons of your organisation against the market?

the survey consists of executive and non-executive compensation data for the high-tech industry from organisations in the hardware, software, telecommunications, semiconductor, consulting and professional services sectors.

the high-tech tRD is based on a structured career level framework methodology, designed by Mercer in conjunction with industry representatives. the survey is conducted in 17 asia Pacific locations.

RePoRt FeatURes • an executive summary of the latest market trends

• base pay, allowances, incentives and benefits information for 28 core job functions and 154 sub functions

• exclusive online data mining capabilities using Mercer WIn®

• access to the latest market information through regular survey updates

• Premium subscribers also have the capability to conduct peer group comparisons and to create customised reports

• conduct analysis using various filters such as revenue, head count, geographic responsibility and industry segment



PRIcInG Price on application

RePoRt FoRMatPDF/WIn®

www.imercer.com/australia/hitech


http://www.imercer.com/australia/hitech


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insurAnce And finAnciAl services remunerAtion review

this report provides detailed market remuneration data and position descriptions for companies in the insurance, reinsurance and financial services industries in australia.

Remuneration contained in this report is based on data supplied by over 35 organisations in the financial and/or insurance industries, which have information pertaining to the positions covered in the review. Data collected includes actual and target commissions, base salary, total cost, car allowances, employment cost, leave loading, Fbt benefits and superannuation.

RePoRt FeatURes • Remuneration data on positions in core job functions as well as specialist insurance roles

• survey trends, including same incumbent remuneration movements, remuneration industry forecasts, and economic and wage data

• a list of positions and detailed position descriptions for all positions covered in the Review

• a profile of data contributors, a detailed glossary of terms and information on the methodology used in the survey

Job FaMILIessenior management corporate Finance and administration Information technology Human resources Marketing and sales Insurance





www.imercer.com/australia/insurance


http://www.imercer.com/australia/insurance


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locAl government remunerAtion review

suitable for those who design and implement salary packages and HR policies within local government bodies, this report contains the latest market pay rates, allowing you to accurately assess your competitiveness for major roles.

RePoRt FeatURes • Issues affecting remuneration management in local government, including an analysis of overall remuneration movements and commentary on remuneration forecasts

• the latest trends and HR policies and practices for the local government sector, covering topics on motor vehicles, performance management, termination and redundancy, superannuation, variable pay, remuneration packaging, relocation and enterprise bargaining

• Remuneration data on positions in a range of job families in local councils; data is presented in a number of formats including average remuneration data by position and detailed position profile reports for each position.

Job FaMILIessenior management second level management administration/corporate services contracts administration community services engineering/technical services Finance/accounting Health and building Planning and development





www.imercer.com/australia/lgr


http://www.imercer.com/australia/lgr


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PhArmAceuticAl And heAlthcAre industrY remunerAtion review

Mercer’s leading Pharmaceutical and Healthcare Industry Remuneration Review provides high-quality data on remuneration levels in the pharmaceutical, healthcare and medical devices industries in australia.

Steering Committee Mercer works in partnership with a committee of key industry representatives to ensure the survey provides the most relevant information in terms of position coverage, remuneration data and HR market intelligence.

RePoRt FeatURes • a large database of leading pharmaceutical, medical devices and biotechnology organisations enabling robust cuts of data

• a comprehensive catalogue of sales roles, with the ability to analyse data by sales channels (consumer/otc, hospital, GP) or medical specialisation (cardio, immunology, oncology, animal health)

• Remuneration in a range of job families presented in a number of formats, including median remuneration data by position and detailed position profile reports for each position

• survey trends, including an analysis of overall remuneration movements and commentary on remuneration forecasts

• benefits and human resources practices, including remuneration policy, cars, termination and redundancy, superannuation, variable pay, remuneration packaging, and other policies and practices.

Conference an annual conference is held each year in november. the conference provides attendees the opportunity to network and hold roundtable discussions with peers, and present data trends and case studies; guest speakers provide insights into the latest issues affecting the industry.

Job FaMILIessenior management corporate Finance and accounting support and administration Information technology Human resources engineering and technical scientific and medical Production Marketing and sales supply and distribution


Report available March, october



www.imercer.com/australia/pharm


http://www.imercer.com/australia/pharm


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retAil industrY remunerAtion review

the Retail Industry Remuneration Review is the definitive source of remuneration benchmark data and employment conditions across the australian retail sector.

It presents remuneration data on 187 positions in 10 job families, including median remuneration summaries and detailed position profile reports.

Post survey event an annual post-survey event is held each year in Melbourne and sydney. the events provide attendees the opportunity to network and participate in discussions on current trends and advanced data analysis.

RePoRt FeatURes • a large database of leading retail brands enabling data cuts for retail segments – that is, designer/fashion and general/variety/supermarkets

• the ability to analyse store roles by the revenue size of the store

• Greater scope of retail specialist roles including store roles and non-store roles such as merchandising, e-commerce and loss prevention

• additional market job families including finance, It, marketing, top management and legal

• business context commentary in line with the current state of the retail sector

• summaries of remuneration movements and forecasts, and key statistical economic indicators

Job FaMILIestop management Retail specialists e-commerce corporate Human resources Finance and administration Information and technology sales and marketing supply and logistics Property





www.imercer.com/australia/retail


http://www.imercer.com/australia/retail


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universitY remunerAtion review

this report analyses remuneration levels and general benefits and HR practices specific to the university sector in australia.

Remuneration package components analysed for the executive and senior professional/management positions include base salary, notional salary, leave loading, market loading, housing, car and other allowances, total cash, total remuneration, superannuation and Fbt. Policies closely related to remuneration are also surveyed – for example, level of reporting, nature of employment, remuneration strategy, variable pay, vehicle policies, and leadership and development.

Annual client event an annual client event focussing on highlights of the results and group discussions is held each year and is only open to participants of the survey.

RePoRt FeatURes • benchmark pay and HR practices against other universities

• be aware of any premium jobs that may pay above market rates

• ensure that HR policies are competitive

• Monitor remuneration trends

Job FaMILIesexecutives senior professional/management

scHeDULeData submission dates March-april

Report available June


RePoRt FoRMatPDF/PayMonitor™ Hardcopy available for an additional aUD 800.

www.imercer.com/australia/uni


http://www.imercer.com/australia/uni


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AustrAliAn Benefits review

With constraint in remuneration budgets, the benefits strategy is now the key competitive differentiator and one of the most complex issues of an employment relationship. to remain competitive, an organisation must be aware of the current market practices and trends in remuneration and benefits followed by their peers.

With data from more than 260 organisations in australia, this report covers a wide range of major industries and sectors.

the report provides detailed analyses on:

• Market summary

• Hot topics (current market issues)

• Vehicles

• Leave

• Work-life benefits

• Retirement benefits

• Insured employee benefits

• end of service

• allowances and perquisites

• Variable rewards

• Workforce planning

• training and development

• total reward strategy

Data can also be accessed in a report and through Mercer BenefitsMonitor™. standard access is complementary. the standard Plus and Premium versions allow you to run peer group cuts and access detailed benefits analyses.

the New Zealand Benefits Review, a sister publication, comprehensively covers remuneration and benefits practices in new Zealand.

RePoRt FeatURes • compare your HR policies and practices with those in the market

• stay up to date on the latest and emerging trends in the market such as superannuation changes

• Decide what benefits to offer your employees, based on market practices

• Gain insights into turnover rates, innovative benefits and work-life balance issues

scHeDULeData submission dates March-april



RePoRt FoRMatPDF/Mercer benefitsMonitor™* Hardcopy available for an additional aUD 650.

www.imercer.com/australia/abr

*Mercer BenefitsMonitor™ is an interactive and user-centered online tool that offers a wide range of flexible and intuitive features for benefits reporting and analysis. recognising that keeping track of market response to market and legislative changes can be demanding, mercer offers you Mercer BenefitsMonitor™ (mBm) to help you keep abreast with market intentions, trends and how organisations are dealing or will deal with market changes and statutory amendments. mBm is your one-stop source to get market prevalence, legislative updates and key findings of adhoc snapshot surveys.




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chAnge@work

this publication will help you stay up to date with workplace change issues, theory and practices. Designed for those who determine HR policies and for change managers at corporate, business and operational levels in an organisation, topics are sourced each year to provide insights into many crucial current HR issues.

RePoRt FeatURes oF tHe 2012 RePoRt • benefits: the under-utilised reward

• Helping yesterday’s sales targets meet today’s realities

• anticipating the people challenges in cross-border M&a

• benefits changes and HR challenges

• Diversity & inclusion: an asia Pacific perspective – australia report

• australia leadership development practices study

• Inside employers’ minds: building high-impact talent

• Perils and pitfalls of relying on turnover cost estimates

• Leadership pipeline solutions: a collection of case studies

scHeDULeno data contribution is required


PRIcInG aUD 850

RePoRt FoRMatPDF Hardcopy available for an additional aUD 400 Hardcopy Premium (includes Fact Pack) aUD 1,550

www.imercer.com/australia/c@w


http://www.imercer.com/australia/c@w


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fAct PAck

Do you know that:

concessional contribution caps for superannuation have decreased since July 2012? Fbt rates for company vehicles will soon change to a flat rate of 20% by 2014?

Fact Pack also includes current rates for a range of taxes, levies, surcharges and income thresholds, national minimum wage, paid parental leave legislation, 2013/2014 Mercer car formula, superannuation and other important details.

RePoRt FeatUResa ready reckoner of all facts, figures and formulae needed to calculate and administer your remuneration packages, Fact Pack will enable you to effectively and quickly:

• access recent legislative changes, Fbt and reporting requirements

• evaluate company vehicle policies and car allowances in salary packages

• Determine domestic and overseas travel allowances

• calculate employee benefits for tax purposes


Report available august

PRIcInG aUD 450

RePoRt FoRMatPDF Hardcopy available for an additional aUD 200

www.imercer.com/australia/fact




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humAn resource effectiveness monitor

are you interested in understanding where your organisation sits in relation to a number of key performance metrics including staff turnover, salary costs, function budgets and other metrics to measure the success of your HR and business initiatives?

Human Resource Effectiveness Monitor (HReM) brings together HR and business metrics that enable organisations to assess the effectiveness of workforce management practices and identify where an organisation’s performance sits in relation to competitors for benchmarking and planning decisions.

contributors have their organisation’s data superimposed onto the benchmark graphs in their respective relevant industry and organisation’s size category to compare with competitors. the report includes over 80 benchmarks across 11 key areas.

WoRkFoRce anD HR MetRIcs coVeReD: • staff turnover

• staffing ratios

• training

• overtime


• salary and benefits costs

• Function budgets

• Recruitment

• Performance measures

• Leave, unscheduled absences and lost time occurrences

• Parental leave

scHeDULeData submission dates august-september



RePoRt FoRMatPDF Hardcopy available for an additional aUD 450

www.imercer.com/australia/hrem




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AustrAliA, new zeAlAnd regionAl differentiAls

are you aware of the salary premiums paid across each new Zealand and australian city? Do you require information on home rental differentials across cities in new Zealand and states and regions in australia? are you making the correct pay decisions for employees transferring interstate?

the Australian and New Zealand Regional Differentials report provides salary differentials across cities and states in anZ, comparing against the national general market for each country. allowing for easy comparisons when comparing like roles, organisations are informed of the premiums or discounts applicable to each location, thereby forming a valuable tool in the salary decision process.

RePoRt FeatURes • salary differentials for both countries by overall, as well as broken down by Mercer Position class, ceD Points and employee career stream

• Differences in pay between states for key job families (australia only)

• cost-of-living and home rental differentials for major cities in both these countries

neW ZeaLanD cItIes coVeReDauckland christchurch other north Island other south Island Waikato Wellington

aUstRaLIan states anD ReGIons coVeReDbrisbane Regional Queensland Perth Regional Western australia sydney Regional new south Wales Melbourne Regional Victoria south australia (overall)



PRIcInG nZD 1,190

RePoRt FoRMatPDF

www.imercer.com/newzealand/anzrd


http://www.imercer.com/newzealand/anzrd


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high-tech totAl remunerAtion dAtABAse

are you able to evaluate the competitive position of each of your total remuneration elements? Is your pay strategy consistent – ensuring external competitiveness whilst maintaining internal equity? are you able to generate instant, automated and fully customised comparisons of your organisation against the market?

the survey consists of executive and non-executive compensation data for the high-tech industry from organisations in the hardware, software, telecommunications, semiconductor, consulting and professional services sectors.

the high-tech tRD is based on a structured career level framework methodology, designed by Mercer in conjunction with industry representatives. the survey is conducted in 17 asia Pacific locations.

RePoRt FeatURes • an executive summary of the latest market trends

• base pay, allowances, incentives and benefits information for 28 core job functions and 154 sub functions

• exclusive online data mining capabilities using Mercer WIn®

• access to the latest market information through regular survey updates

• Premium subscribers also have the capability to conduct peer group comparisons and to create customised reports

• conduct analysis using various filters such as revenue, head count, geographic responsibility and industry segment



PRIcInG Price on application

RePoRt FoRMatPDF/WIn®.

www.imercer.com/newzealand/hitech


http://www.imercer.com/newzealand/hitech


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new zeAlAnd Benefits review

What is the market practice for structuring remuneration packages? Which financial and non-financial benefits are typically offered? Which non-financial rewards are being offered and how are they being used?

a guide to current HR practices and emerging trends in benefits, this report enables employers to answer the above questions and benchmark their organisation’s practices against the new Zealand market with confidence, with information from over 70 new Zealand organisations in an easy-to-use format.

RePoRt FeatUResDetailed analyses on:

• Hot topics (changes in kiwisaver)

• company vehicles

• Leave policies

• Work-life benefits

• Retirement benefits

• end of service

• allowances and perquisites

• Variable rewards


• Recruitment and training

• Remuneration strategy, packaging and policy

• termination and redundancy

• superannuation.

You also have the ability to request customised cuts of the survey for more relevant benchmarking.

scHeDULeData submission dates april-May

Report available august

PRIcInGParticipant nZD 1,000 non-Participant nZD 3,000

RePoRt FoRMatPDF Hardcopy available for an additional nZD 200.

www.imercer.com/newzealand/nzbr


http://www.imercer.com/newzealand/nzbr


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mercer cents check

cents check is Mercer’s newest remuneration survey, being launched in 2013 specifically to meet the needs of new Zealand organisations. covering a range of core roles, Mercer Cents Check, is your essential and easy reference guide providing key remuneration and benefit information at your fingertips.

RePoRt FeatURes

• Mercer Cents Check includes all the detail you require to ensure rewards in your organisation are competitive, in an easy to understand format

• base salary, incentives, and total remuneration data for 50+ core positions

• superannuation: kiwisaver and non-kiwisaver

• Vehicle benefits

• analyses by industry, revenue/sales, region

Job FaMILIessenior executives Human resources Finance administration Information technology sales Marketing engineering Production Logistics



PRIcInGParticipant nZD 1,450 non-Participant nZD 4,350

RePoRt FoRMatPDF Hardcopy available for an additional nZD 200.

www.imercer.com/centscheck


http://www.imercer.com/newzealand/centscheck


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mercer select gloBAl insights

select Insights gives exclusive access to a wealth of data, content, analytics, insights, and news covering a wide range of global benefits, compensation, HR, and other business topics.

IF YoU can ansWeR ‘Yes’ to anY oF tHese QUestIons ...Do you have HR responsibilities covering multiple countries?

Do you need to attract and retain talent globally?

Do you need to understand the changing global labour markets?

Do you need to identify cost-saving opportunities in global and regional talent recruiting?

Do you need to know changes in the benefits laws and regulations?

.... tHen a MeRceR seLect GLobaL InsIGHts sUbscRIPtIon Is RIGHt FoR YoU! • Premium complete subscription is the complete suite of 30+ global reports

• Premium custom subscription lets you pick 10 global reports

• online premium tools, including video content and podcasts

• trusted information to ensure your HR decisions are based on the best information available

• the annual subscription for premium complete or premium custom allows access for up to five employees to robust global data, analyses, and news

scHeDULeReport available ongoing

coVeRaGecountries: 90+

keY GLobaL RePoRtsbenefits International car Policies – three regions Worldwide benefit & employment Guidelines – Five regions

compensation Global compensation Planning Report – July/october PDFs Global Pay summaries – Four regions International Geographic salary Differentials total employment costs around the World

Mobility Global Mobility Handbook – two volumes Global Mobility Metrics: Focus on Retaining key talent

HR policies and practices Global HR Factbook HR Management terms

www.imercer.com/selectinsights


http://www.imercer.com/selectinsights


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internAtionAl Position evAluAtion

Use IPe’s unique value chain analysis to produce a more transparent and robust assessment of a job’s value to the organisation.

Jobs are basic but crucial building blocks for all organisational structures and people programs. Well-designed jobs clearly express the value they are expected to deliver and can help to realise an organisation’s value-creation potential. Without these crucial building blocks, negative results could include unnecessarily high turnover, flagging employee engagement, and unplanned costs.

Mercer’s International Position Evaluation (IPe) tool is a robust, user-friendly job evaluation process that can form the foundation of today’s integrated HR systems including: Rewards career planning organisation design Performance management talent development Mobility

IPe: a MoDeRn aPPRoacH to Job eVaLUatIonIPe evaluates each job by measuring the value it creates and ranks them within the context of your organisation’s unique operations. these evaluation profiles provide essential data and insight for your organisational design and HR programs.

Mercer has helped hundreds of organisations generate substantial business value by providing a better understanding of the jobs that make up their unique structures. IPe’s unique value chain analysis helps emphasise a job’s relative contribution to overall results which provides a stronger correlation with market values.

PUt IPe to WoRk FoR YoUR WoRLDWIDe oRGanIsatIonIPe is supported by Mercer’s proprietary web-based analysis tool and evaluation database eIPe. With multilingual supporting documentation and consultants who are available across the globe, users in centralised or decentralised HR environments always have help on hand. Join hundreds of the world’s top organisations that are experiencing the benefits of IPe.

to see how Mercer’s IPe methodology can deliver real value to your key people processes, please visit www.imercer.com/ipe.

RePoRt snaPsHot • ensure pay is aligned with market values and the impact the job has on organisational outcomes

• Gauge the effectiveness of organisational structures and job-person fit

• create effective employee development and succession planning programs

• Define career paths using actual job requirements and communicate career opportunities

• better manage employee mobility and international assignments

• ensure smooth M&a integration of structures, rewards, and talent programs

• eIPe is preloaded with over 2,500 benchmark jobs and evaluations


http://www.imercer.com/ipe


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internAtionAl cAr Policies

company car benefits are a key part of the compensation package offered when recruiting and retaining the best talent.

Determine if your car policy is still in tune with your competitors using the International Car Policies report. this valuable information helps define new strategies and manage your car policy in the most effective way and makes it easy to:

• Highlight differences in car policy practices in key markets

• Identify cost-saving measures

• compare your car policy to others in the market

based on responses from thousands of employers around the world, Mercer’s report provides information on allocation policies, cash alternatives to cars, and associated tax regulations.

scHeDULeReport available February/March

coVeRaGecountries 84

RePoRt snaPsHotallocation policies car policy practices car replacement car value by purchase price cash alternatives cost-saving measures eligibility by employee level supplemental benefits tax regulations

www.imercer.com/car policies


http://www.imercer.com/products/2013/global-car-policies.aspx


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worldwide Benefit & emPloYment guidelines

Get up-to-date, critical facts on global benefit practices and statutory regulations.

because benefit laws and regulations change constantly, it is time consuming and expensive to keep up. Worldwide Benefit & Employment Guidelines (WbeG) is the top-selling, trusted resource for comprehensive information on employment conditions, statutory employee benefits, and typical employer benefit practices.

WbeG-onLIneFor immediate information, WbeG-online provides fast access to comprehensive WbeG data on benefits around the world. key benefits include:

• Fast, online access for one year to the entire set of WbeG reports

• Updated monthly to stay informed on relevant changes

• employment conditions calculator compares specific employment provisions and contract features between countries

• statutory benefits calculator evaluates country-specific statutory benefits and contributions required by law

• Download information by country instead of region

With extensive analysis and narrative reports, WbeG offers unparalleled quality and is the ultimate reference for worldwide benefit and employment information. WbeG is available in five easy-to-use volumes for the major economic regions of the world.

scHeDULeWbeG-online: ongoing PDF reports available: July


RePoRt snaPsHotcountry overview employment conditions statutory benefits typical benefits practices

www.imercer.com/wbeg


http://www.imercer.com/wbeg


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gloBAl comPensAtion PlAnning rePort

Don’t risk your talent assets. Use this bestselling global report and leading source of information on economic and salary increase trends.

For making timely, fully informed decisions on compensation budgeting, Mercer has the interactive, online Global Compensation Planning Report (GcPR). GcPR-online is continuously updated so the hard-to-find data that will make a difference in evaluating your compensation plans and budgets is at your fingertips.

GcPR-onLIneGcPR-online is always available with reliable, timely information that can be downloaded for offline planning. With 15 years of economic and salary change data, you can observe and analyse short and long-term trends. GcPR-online includes some remarkable features:

• Fast, online access for one year, including the July/october PDF reports

• View your compensation data online, anytime, from anywhere

• country-specific data delivered as it becomes available

• Interactive charting tool displays up to 15 years of pay increase data

• Download data into excel® for offline planning

• Proprietary videos on current compensation topics

scHeDULeGcPR-online ongoing PDF reports available July/october


RePoRt snaPsHotsalary increase trends economic indicators and trends – GDP growth – Inflation – Unemployment rates Regional overviews short-term incentives

www.imercer.com/gcpr


http://www.imercer.com/gcpr


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gloBAl PAY summArY

this easy-to-read report gives concise pay information to stay updated on global salary trends.

For busy HR professionals, Mercer Global Pay Summary (GPs) is the quick reference for current, reliable global pay information. stay up to date on salary trends to enable fast, informed decision making without the need to refer to weighty databases.

Find the answers to these questions and more:

• What would an It head be paid if moving between countries?

• What do Western european ceos typically earn?

• How do salaries compare for customer service officers?

• What is total cash compensation for HR managers in Japan?

completely updated and increased to 69 countries, this report is available in four regional volumes to help you make knowledgeable decisions. the 11 job families range from entry level to upper management and include easy-to-read information for 50 benchmark positions.

scHeDULeReport available January


PosItIon FaMILIesadministration engineering Finance Human resources Information technology Legal operations Research and development sales and marketing supply and logistics top management

RePoRt snaPsHotat-a-glance data by position annual base pay/total cash by country Regional position comparison

www.imercer.com/gps


http://www.imercer.com/gps


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totAl remunerAtion surveYs

tRs provides valuable local, regional and global market data, saves time, and is cost effective for designing competitive pay packages.

consIDeR tHese QUestIons: • Do you have an easy-to-use tool to compare compensation and benefits across geographies?

• can you evaluate the competitive position of each total remuneration element?

• Is your pay strategy consistent enough to ensure external competitiveness and maintain internal equity?

• Do you instantly generate customised comparisons of your organisation against the market?

... FInD tHe ansWeRs UsInG tRs!Mercer Total Remuneration Surveys (tRs) provides consistent, high-quality market data, including all forms of cash compensation, long-term incentives, and benefits. tRs is one common global survey so everything is the same – the jobs, the data, the methodology, and the online tool. the surveys cover an average of 400 benchmark positions from the executive to administrative level in over 100 countries across multiple regions.

bottoM LInetRs has great flexibility and multiple users can have access to the same survey. HR professionals at the world’s leading organisations use tRs to remain cost effective and competitive in the global marketplace.



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totAl remunerAtion surveYs

WHat Do YoU ReceIVe?Online access – tRs surveys delivered online through Mercer WIn®, accessible anywhere, anytime – makes market pricing a snap. Survey overview – Review salary practices, compensation mixes, employment trends, and human resource economic indicators. Benefits summary – Information on short- and long-term incentives and benefits practices including retirement, company cars, pensions and medical benefits. Actual market data – Detailed market analysis of individual positions within job families. Market regression – Regression statistics and graphs for the major components of total remuneration. Custom analysis – General custom statistics based on peer groups, revenue size, and total employees.

tRs – HeLPs Make InFoRMeD DecIsIonsConsistency – apply the same methodology to about 400 general industry jobs. Coverage – access benchmark positions in over 100 countries. Reliability – consistent participation by organisations in each country. Versatility – Use online tools to analyse survey data and conduct what-if-analyses.

eVaLUate tHe totaL ReWaRD PackaGetotal Remuneration surveys are made up of five components providing a complete picture of total remuneration data.

Base salary Monthly base salary times the number of months paid

Total guaranteed cash compensation base salary guaranteed allowances

Total cash compensationtotal guaranteed cash compensation plus short-term incentive, sales incentive, profit sharing or other incentive awards

Total direct compensationtotal cash compensation plus long-term incentive awards, valued using black-scholes methodology for appreciation-based awards

Total remuneration total direct compensation plus benefits and perquisites



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totAl remunerAtion surveY memBershiP

Membership provides value to organisatons through the global coordination of services, consistency of methodologies and jobs, and opportunties to network with peer organisations.

the tRs membership program ensures that you have quick and easy access to Mercer’s total remuneration data and services around the world. benefits include:

Specifical pricing – multi-country membership savings

Dedicated client relationship manager – one point of contact to coordinate your services

Personalised services – implementation, project management, and training

tRs Is aVaILabLe In oVeR 100 coUntRIes, IncLUDInG:

algeria argentina australia austria azerbaijan bahrain bangladesh belarus belgium bolivia brazil bulgaria canada chile china-beijing

china – changzhou/Wuxi china – chengdu/chongqing china – Dalian china – Guangdong china – Hangzhou china – nanjing china – Qingdao china – shanghai china – shenyang/changchun china – suzhou china – tianjin china – Wuhan

china – Xiamen/Fuzhou china – Xi’an colombia costa Rica croatia czech Republic Denmark Dominican Republic ecuador egypt el salvador estonia Finland

France Germany Greece Guatemala Honduras Hong kong Hungary India Indonesia Ireland Israel Italy Japan kazakhstan kuwait

Latvia Lithuania Malaysia Mexico Moldova Morocco netherlands new Zealand nicaragua norway oman Pakistan Panama Paraguay Peru

Philippines Poland Portugal Puerto Rico Qatar Romania Russia saudi arabia serbia singapore slovakia slovenia spain sri Lanka sweden

switzerland taiwan thailand tunisia turkey Ukraine United arab emirates United kingdom United states Uruguay Venezuele Vietnam

imercer.com/membership


http://www.imercer.com/membership


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cost-of-living

Determine fair and cost-effective expatriate compensation.

cost-oF-LIVInG: tHe beneFIt oF tWo aPPRoacHesFinding the best way to address the cost-of-living issues is a challenge when managing a modern global workforce that originates in, and is assigned to, a diverse array of locations. to help find the optimal solution, Mercer offers two distinct approaches and several index types.

1. MeRceR MULtInatIonaL cost-oF-LIVInGMercer’s cost-of-Living surveys account for the cost of more than 200 goods and services. surveys are conducted simultaneously by independent researchers in 325 locations. carefully chosen vendors reflect only those outlets where your expatriates can buy goods and services of international quality. Mercer’s precise cost-of-living information allows companies to assess fair and competitive cost-of-living allowances.

the multinational cost-of-living approach develops indices and differentials based on a blended spending pattern among a variety of expatriate types, nationalities, and assignment patterns. With the same weighting of goods and services for all locations, this approach compares prices of similar brands from similar retail outlets in the home city and host city. Indices may be ‘reversible’.

scHeDULeUpdated twice a year

coVeRaGecountries 152 Locations 325

contact us for custom location surveys

RePoRt snaPsHotcity-to-city index comparison Home country/international spendable income Home country housing norms expatriate accommodation costs International education costs business travel expenses actual item price lists

www.imercer.com/col


http://www.imercer.com/col


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cost-of-living

2. MeRceR oRc cost oF LIVInGthe Mercer oRc cost-of-Living approach develops cost-of-living indices and differentials that are based on the unique spending patterns in a base (usually home or headquarters) country. by using different weights for each home country, the approach ensures that expatriates can retain their expenditure pattern in the host location. this compares prices in the home country from a local-national perspective to prices in the host city from an expatriate perspective. Indices are not ‘reversible’.

both of the ongoing service relationships offered include online access to up-to-date information; Home-country Data and tax Profiles; limited telephone consulting with an international consultant (or team) assigned to your company; a user guide for applying the data; and quarterly publications on expatriate living, international HR administration, and expatriate tax issues.

scHeDULeongoing updates (at least four times a year)

seRVIce ReLatIonsHIPsSingle-Base Country Service appropriate for transferring employees of only one nationality; purchase data from a single home country to any assignment location.

Multinational Pay Systems Service order data from any home country to any assignment location.

oPtIons aVaILabLe WItH seRVIce ReLatIonsHIPsInternational Compensation Tables Request international compensation tables to determine cost-of-living allowances, foreign housing costs, home-country housing norms and hypothetical taxes.

coVeRaGeHome locations 162 assignment (host) locations 375

www.imercer.com/col


http://www.imercer.com/col


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housing cost informAtion

current, accurate data on rental property costs.

Housing decisions are emotional and costly. Determining how to compensate and provide for comfortable, safe accommodations for expatriates and their families can be a complicated process. Mercer’s housing reports for assignment locations provide rental cost ranges by:

• type of property (house/apartment; furnished/unfurnished; number of bedrooms)

• Price category of expatriate-preferred neighbourhoods

Housing data may be purchased on an as-needed basis by clients that do not receive cost-of-living data. the data can also be supplied in customised formats with added factors. For example, data may be related to job level or type, salary, geographic area, or family size. Mercer can work with your company to customise housing data to fit any need.

scHeDULeevery six months

coVeRaGeLocations 350+

Housing data for custom locations can be provided upon request.

www.imercer.com/housingdata


http://www.imercer.com/housingdata


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mercerPAssPort® locAtion guides

a complete, independent, person, and practical web resource for expatriates relocating abroad.

MercerPassport® is a valuable reference that will help expatriates learn what it’s really like to live in another country. besides covering the fundamentals of foreign living (including visas and work or residence permits), MercerPassport provides insights on costs and availability of essential goods and services in the host country.


www.imercer.com/mercerpassport

culturAltrAiningPAssPort™

coUntRY-sPecIFIc, onLIne coURses FoR eXPatRIate FaMILIesCulturalTrainingPassport™, the only tool of its kind, prepares international assignees and their families for their time abroad with complete, country-specific, affordable online cultural training programs.

CulturalTrainingPassport™ combines the thorough country information contained in MercerPassport® with the interactive features of RW3 LLc’s cultureWizard to provide assignees with a comprehensive cultural and geopolitical profile of a country.

the training program contains:

• Interactive, country-specific training course

• comprehensive country-specific cultural and geopolitical profiles

• Personal cultural profiler that customises the course for each user


www.imercer.com/culturaltraining


http://www.imercer.com/mercerpassport

http://www.imercer.com/culturaltraining


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gloBAl moBilitY PolicY BenchmArking

Mercer’s new benchmarking options can help you optimise your expatriate policies. Using unparalleled data from the Worldwide Survey of International Assignment Policies and Practices will provide you with custom benchmarking consulting and assess your mobility program array of precise policy benchmarking tools. You will then receive a report that shows gaps policy that could be costing you money or valuable competitive advantages.

We offer two benchmarking options for your typical long-term assignment policies, the Review and the more indepth comprehensive Review. this also provides a policy review and benchmarks for seven alternative types of assignment.

imercer.com/policybenchmarking

the WIaPP offers:

• the largest participant base in the industry (the 2012 edition gathered data from over 750 global companies)

• Participants receive a FRee regional question-by-question analysis report

• the full Global Report is available to participants only

www.imercer.com/wiapp

WoRLDWIDe sURVeY oF InteRnatIonaL assIGnMent PoLIcIes anD PRactIcesFinding the right talent for your expatriate assignments is not easy. the Worldwide Survey of International Assignment Policies and Practices (WIaPP) will help you uncover current trends in international assignment program management and evaluate your policy competitiveness and market positioning for specific assignment types, so your expatriate program can be more effective. the valuable data in this, Mercer’s most encompassing global mobility survey, will help you develop, modify, and customise your expatriate packages.


http://www.imercer.com/policybenchmarking

http://www.imercer.com/wiapp

all rights reserved. no part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form, or by any means, electronic, mechanical, photocopying, recording or otherwise without the prior written permission of the publisher.

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Brisbane

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neW ZeaLanD

Auckland

151 queen street Auckland central Auckland 1010 Ph +64 9 984 3500 fax +64 9 353 1712Po Box 105591 Auckland city Auckland 1143

Wellington

level 8 Pricewaterhousecoopers tower 113-119 the terrace wellington central wellington 6011 Ph +64 4 819 2600 fax +64 914 0434Po Box 2897 wellington 6140

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