2019 global pay summary - imercer.com · employee pay and compensation often represents the largest...
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G L O B A L PAY S U M M A R Y2 0 1 9
S A M P L E
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TABLE OF CONTENTSTALENT ALL ACCESS® 3
INTRODUCTION 4
Report Structure 6
Reading this Report 7
SUMMARY OF KEY FINDINGS 13
OVERVIEW OF BENCHMARK POSITIONS 23
Executive Leadership 24
Accounting & Finance 24
Administration 24
Human Resources 24
Legal & Compliance 24
Manufacturing 24
Sales 24
Supply Chain 24
Engineering 24
COUNTRY BENCHMARK POSITIONS 22
Argentina 26
Brazil 26
Canada 26
Chile 26
Colombia 26
Costa Rica 26
Dominican Republic 26
Ecuador 26
El Salvador 26
Guatemala 26
Mexico 26
Panama 26
Peru 26
Puerto Rico 26
United States 26
Uruguay 26
Venezuela 26
POSITION DESCRIPTIONS 24
Executive Leadership 39
Accounting & Finance 41
Administration 42
Human Resources 44
Legal & Compliance 46
Manufacturing 47
Sales 49
Supply Chain 50
Engineering 51
ABOUT THIS REPORT 51
Methodology 52
Glossary 58
ABOUT MERCER 66
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GLO
BAL
PUBL
ICAT
ION
S
* Exclusive to Talent All Access® subscribers** Not included in Talent All Access®
Stay ahead of today’s tight deadlines and competitive race for labor with these resources. Covering local benefits, global compensation practices, and emerging HR policy trends, this portfolio contains all of the actionable data, insights, and guidance you need to steer your organization to success. Select a title to learn more about each of our industry-leading reports, or visit imercer.com/global for more information.
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H E A LT H & B E N E F I T S
Car Benefit Policies Around the World
Global Parental Leave Global Parental Leave Industry Scorecard
LGBT Benefits Around The World*
Worldwide Benefit & Employment Guidelines
Vacation and Other Leave Policies Around the World
Vacation and Other Leave Industry Scorecard
Car Benefit Policies — Global Industry Findings
Severance Pay Policies Around the World
Severance Pay Policies Industry Scorecard
W O R K F O R C E & C A R E E R S
Global Compensation Planning
Global Compensation Planning 20 Year Look Back*
Short-Term Incentives Around the World
Global Pay Summary Salary Movement Snapshot**
Workforce Turnover Around the World
Short-term Incentive Trends — A 10 Year Review*
New Graduate Starting Salaries
H A N D B O O K S & G U I D E S
Compensation Handbook*
Global Mobility Handbook*
HR Guide to Doing Business*
HR Management Terms*
HR Atlas*
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Employee pay and compensation often represents the largest expense for most corporations around the world. As business globalizes and companies expand beyond their national borders, there is greater need for a transnational perspective that accounts for drastic fluctuations in the prices of labor between markets and career levels. Companies must strike the balance between costs and efficiency, and HR professionals around the world need the most reliable, comprehensive, and up-to-date information to inform their decisions in salary planning and negotiations.
I N T R O D U C T I O N
I D E N T I F Y I N G VA L U EAt its core, compensation reflects the market value for a particular type of labor. Employees view base salary as the most important element of “the deal” between them and an employer, and one of the most difficult aspects of planning for international pay schemes is effectively balancing the mutual and opposed interests of business objectives with the personal aspirations of each employee. Although it is to the benefit of every employer to offer a salary that allows employees a standard of living in the local market that is commensurate with their station within the company, it can be exceeding difficult to define that figure given cultural and economic differences between markets. In the end, it is critical that base pay be “right,” which means it should be internally equitable and externally competitive. If base pay is not “right” it may distract employees from the task at hand.
D E T E R M I N I N G L O C A L S TA N D A R D SAn employee’s base salary is the core component of a total rewards package, but it does not represent the entire picture. Instead, base salary is simply the fixed amount of total cash compensation offered by the company each year. This represents an ongoing liability for the company, as it is guaranteed for each employee, but many employees around the world now look for other forms of compensation and rewards — their annual total cash compensation. This amount includes nonvariable remuneration and short-term incentives such as bonuses and sale commissions, and has grown in its proportion of total compensation over the last 20 years. Equipped with the right data and market trends, HR professionals can account for those markets where variable pay is increasing in order to erect a cost- and labor-effective salary structure anywhere in the world.
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C O N S I D E R AT I O N SWhen contemplating a pay scheme, HR professionals should consider the following questions:
► What are the current pay levels for similar positions in the local market?
► How might above- or below-market pay affect my organization’s ability to attract and retain key talent?
► How do local employers structure their pay offerings (annual base salary versus annual total cash compensation) for individuals at a specific career level?
► Should I structure pay programs so as to emphasize individual job functions within my organization?
► How should my organization weigh the variation in pay levels when making key business decisions such as expanding into new markets or relocating existing roles?
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The 2019 Global Pay Summary report provides actionable information to HR professionals in need of current data on pay scales around the world. The report contains detailed information to assist in making critical decisions in strategic planning and negotiations, and presents data in clear, easy-to-read tables for the benefit of the user.
Mercer’s Global Pay Summary report collates data from 17 countries in the Americas, and features individual pay levels for 50 benchmark positions commonly found in most organizations.
The report has four main sections:
► The Summary of Key Findings section serves as an executive summary for those looking for Mercer’s insights and observations. This section is optimal for anyone looking for global pay and salary trends, market comparisons and other analysis.
► The Overview of Benchmark Positions includes a descriptive breakdown of the responsibilities and background of each benchmarked position, as well as the annual average base salary and annual total cash compensation for each position, by country.
R E P O R T S T R U C T U R E ► The Country Benchmark Positions is a one-
stop-shop for HR managers and professionals looking for county-specific data for the 50 benchmark positions. The data are presented in both local currency and USD, and includes low, median and high rates of annual base salary and annual total cash compensation for each position.
► The About this Report section delineates the methods used in the report and lists key definitions.
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PUERTO RICO MEXICO
R E A D I N G T H I S R E P O R T
C O S T L I E S T C O U N T R I E S C O S T - E F F E C T I V E C O U N T R I E S
M A R K E T S W I T H T H E M O S T H I G H O R L O W PAY I N G J O B S
A N N U A L B A S E S A L A R YIn the top countries infographic, the ranking represents the countries with the highest percentage of all 40 benchmark jobs included in this report, that are either the costliest or most cost-effective.
For the purposes of this analysis, only 40 jobs are included due to differing job descriptions for North America and Latin America.
For example, United States is home to the highest ABS for 65% of the benchmark jobs, making it the costliest country in the region.
UNITED STATES
CANADA
VENEZUELA
PERU
1
2
3
1
2
3
100%
100%
100%
100%
100%
100%
Readers can recognize that this page displays annual base salary (ABS) data by the green accent color.
This text explains how to interpret the graphic and the methodology used for this analysis. Additional information on Methodology can be found in the About this Report section.
The Summary of Key Findings includes some Regional Trends, such as rankings of the costliest and most cost-effective countries in the region.
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R E A D I N G T H I S R E P O R T
A N N U A L B A S E S A L A R Y A S A P E R C E N TA G E O F A N N U A L T O TA L C A S H C O M P E N S AT I O N
BENCHMARK JOBSHIGHEST LOWEST
ABS AS % OF ATC COUNTRY ABS AS % OF ATC COUNTRY
SALES
SALES & MARKETING
MANAGER 86% United States 74% Mexico
SR. PROFESSIONAL 90% Colombia 72% Argentina
EXPERIENCED PARA-PROF. 100% Puerto Rico 74% Chile
ACCOUNT & CLIENT MANAGEMENT
EXPERT PROF. 100% Colombia 56% Chile
SR. MANAGER 96% El Salvador 75% Mexico
SUPPLY CHAIN
SUPPLY CHAIN PLANNING & OPERATIONS
TEAM LEADER 81% Argentina 67% Venezuela
EXPERT PROF. 100% Canada 47% Ecuador
SR. PROFESSIONAL 100% Colombia 71% Chile
WAREHOUSING, DISTRIBUTION & TRANSPORTATION
MANAGER 100% Canada 47% Ecuador
ENTRY PARA-PROF. 100% Colombia 71% Chile
ENGINEERING
ENGINEERING TECHNICIANSENTRY PARA-PROF. 81% Argentina 67% Venezuela
SR. PROFESSIONAL 100% Canada 47% Ecuador
ENGINEERING
SR. MANAGER II 100% Colombia 71% Chile
MANAGER 100% Canada 47% Ecuador
SR. PARA-PROF. 100% Colombia 71% Chile
The countries with the lowest percentage for each job have a much larger component of variable pay than those listed in the "highest" column.
This analysis reviews the portion of total cash compensation that is base salary (versus variable pay). A high percentage means that the majority of compensation is derived from base salary.
For this job, 81% of total cash is base salary in Argentina, compared to 67% in Venezuela.
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A C C O U N T I N G M A N A G E RC O M PA R I S O N O F A N N U A L B A S E S A L A R Y A N D A N N U A L T O TA L C A S H C O M P E N S AT I O N , U S D , 2 0 1 8
ABS: ANNUAL BASE SALARY, (USD), MEDIAN GUARANTEED ALLOWANCES AND VARIABLE BONUS + ATC: ANNUAL TOTAL CASH, (USD), MEDIAN
R E A D I N G T H I S R E P O R T
CANADA
UNITED STATES
ARGENTINA
BRAZIL
CHILE
COLOMBIA
COSTA RICA
DOMINICAN REPUBLIC
ECUADOR
EL SALVADOR
GUATEMALA
MEXICO
PANAMA
PERU
PUERTO RICO
URUGUAY
VENEZUELA
257,088
400,000
287,400
339,132
302,370
216,942
256,449
192,495
296,467
195,091
265,132
228,371
433,333
288,954
278,800
281,821
8,404
60,170
142,085
100,089
121,672
140,732
67,323
60,532
64,728
103,207
29,325
61,228
107,273
160,000
114,210
138,173
113,855
4,060
The Overview of Benchmark Positions section also includes a summary comparison of pay for a single job in each country in the region.
This comparison is provided in USD and helps to identify high paying (costly) and low paying (cost-effective) locations within the region. Exchange rates can be found in the About this Report section.
SAMPLE DATA
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C O U N T R Y
GDP GROWTH INFLATION UNEMPLOYMENT
E C O N O M I C A N D L A B O R M A R K E T
TOTAL POPULATION, 2018 WORKING AGE RANGE POPULATION(15-64), 2018
ECONOMICALLY ACTIVE POPULATION (15-64), 20188,31015,589 4,904
Note: Population size is in thousands.
2018 3.0%
2017 -1.3%
2016 2.4%
2018 21.1%
2017 40.1%
2016 28.1%
2018 8.1%
2017 8.6%
2016 7.8%
The Country Benchmark Positions section includes details for each country. The economic and labor market data provide additional market context and background.
TOTAL POPULATION GENDER RATIO, 2018
WORKING AGE (15-64) GENDER RATIO, 2018
ECONOMICALLY ACTIVE (15-64) GENDER RATIO, 2018
GDP, Inflation, and unemployment rates can be found on the first page of each set of country data.
49% 51% 50% 50% 59% 41%
R E A D I N G T H I S R E P O R T
Population is provided for three categories, as well as the proportion of males and females within each group. The data sources for all content can be found on
the last page of each country.
Population numbers are in thousands. SAMPLE DATA
SAMPLE
USD1 = EUR0.91EUR1 = EUR1.00Exchange rate as of Nov 6, 2018
The exchange rate can be found here, as well as in the About this Report section.R E A D I N G T H I S R E P O R T
E X E C U T I V E L E A D E R S H I P
L O C A L C U R R E N C Y A M O U N T S
BENCHMARK JOBSANNUAL BASE SALARY (ABS) ANNUAL TOTAL CASH COMPENSATION (ATC)
LOW MEDIAN HIGH LOW MEDIAN HIGH
CEO 100,000 100,000 100,000 100,000 100,000 100,000
COO 100,000 100,000 100,000 100,000 100,000 100,000
CFO 100,000 100,000 100,000 100,000 100,000 100,000
CIO 100,000 100,000 100,000 100,000 100,000 100,000
CHRO 100,000 100,000 100,000 100,000 100,000 100,000
U S D A M O U N T S
BENCHMARK JOBSANNUAL BASE SALARY (ABS) ANNUAL TOTAL CASH COMPENSATION (ATC)
LOW MEDIAN HIGH LOW MEDIAN HIGH
CEO 100,000 100,000 100,000 100,000 100,000 100,000
COO 100,000 100,000 100,000 100,000 100,000 100,000
CFO 100,000 100,000 100,000 100,000 100,000 100,000
CIO – – – – – –
CHRO 100,000 100,000 100,000 100,000 100,000 100,000
Low = 33rd percentile and High = 67th percentile. More information on these statistics can be found under Methodology in the About this Report section.
Data for the 50 benchmark jobs in each country are provided in local currency and USD.
A “–“ indicates there is insufficient data to report a statistic.
Note: The figures under the annual total cash compensation section reflect the actual amounts of the awards received over last 12 months.
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R E A D I N G T H I S R E P O R T
A C C O U N T I N GResponsible for managing or performing work in general financial accounting activities of the organization, including: Financial transaction recording standards. Control/reconciliation of accounts and records. Cost accounting/budgeting. Accounting reports/schedules for internal audiences (management reporting) and for external audiences (compliance reporting). May include administrative/transactional accounting support work, such as ledger maintenance and data entry.
M A N A G E RManages experienced professionals who exercise latitude and independence in assignments. Responsibilities typically include: Policy and strategy implementation for short-term results (1 year or less). Problems faced are difficult to moderately complex. Influences others outside of own job area regarding policies, practices and procedures.
S E N I O R P R O F E S S I O N A LApplies advanced knowledge of job area typically obtained through advanced education and work experience. Responsibilities may include: Managing projects / processes, working independently with limited supervision. Coaching and reviewing the work of lower level professionals. Problems faced are difficult and sometimes complex.
E N T R Y PA R A - P R O F E S S I O N A LEntry-level position typically requiring little to no prior knowledge or experience. Work is routine or follows standard procedures. Work is closely supervised. Communicates information that requires little explanation or interpretation.
F I N A N C E G E N E R A L I S T SResponsible for managing or performing work across multiple areas of finance, including financial planning & analysis, financial control, accounting, tax, treasury, accounts payable/receivable, and credit & collections. Activities include financial transaction/data entry, financial data verification, financial records maintenance, and compiling/maintaining ad-hoc financial information.
S E N I O R M A N A G E RTypically manages a department or small unit that includes multiple teams led by Managers and/or Team Leaders. Responsibilities typically include: Ownership of short to mid-term (1-3 years) execution of functional strategy and the operational direction of the Department. Problems faced are often complex and require extensive investigation and analysis. Requires ability to influence others to accept practices and approaches, and ability to communicate and influence executive leadership.
E X P E R I E N C E D P R O F E S S I O N A LApplies practical knowledge of job area typically obtained through advanced education and work experience. May require the following proficiency: Works independently with general supervision. Problems faced are difficult but typically not complex. May influence others within the job area through explanation of facts, policies and practices.
A C C O U N T I N G & F I N A N C E
This is a subfamily and description of the general responsibilities for that family.
This report includes job families, sub families, and job levels. This is the job family. Descriptions can be found in the Position Descriptions section.
There are a couple of sub families included in each job family; these are intended to help provide a broad spectrum of jobs and enable benchmarking across a much larger set of jobs than the 50 provided in this publication.
This is a job level. The responsibilities at this level are typically the same, regardless of the job family or sub family.
SAMPLE DATA
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O V E R V I E W O F B E N C H M A R K P O S I T I O N S
SAMPLE
C H I E F E X E C U T I V E O F F I C E R ( C E O )C O M PA R I S O N O F A N N U A L B A S E S A L A R Y A N D A N N U A L T O TA L C A S H C O M P E N S AT I O N , U S D , 2 0 1 8
ABS: ANNUAL BASE SALARY, (USD), MEDIAN GUARANTEED ALLOWANCES AND VARIABLE BONUS + ATC: ANNUAL TOTAL CASH, (USD), MEDIAN
E X E C U T I V E L E A D E R S H I P
CANADA
UNITED STATES
ARGENTINA
BRAZIL
CHILE
COLOMBIA
COSTA RICA
DOMINICAN REPUBLIC
ECUADOR
EL SALVADOR
GUATEMALA
MEXICO
PANAMA
PERU
PUERTO RICO
URUGUAY
VENEZUELA
257,088
400,000
287,400
339,132
302,370
216,942
256,449
192,495
296,467
195,091
265,132
228,371
433,333
288,954
278,800
281,821
8,404
60,170
142,085
100,089
121,672
140,732
67,323
60,532
64,728
103,207
29,325
61,228
107,273
160,000
114,210
138,173
113,855
4,060 SAMPLE
C O U N T R Y
SAMPLE
GDP GROWTH INFLATION UNEMPLOYMENT
E C O N O M I C A N D L A B O R M A R K E T
2018 2.5%
2017 2.5%
2016 -2.5%
2018 2.5%
2017 2.5%
2016 2.5%
2018 2.5%
2017 2.5%
2016 2.5%
TOTAL POPULATION, 2018 WORKING AGE RANGE POPULATION(15-64), 2018 40,00040,000
TOTAL POPULATION GENDER RATIO, 2018
WORKING AGE (15-64) GENDER RATIO, 2018
Note: Population size is in thousands.
ECONOMICALLY ACTIVE POPULATION (15-64), 2018 40,000
ECONOMICALLY ACTIVE (15-64) GENDER RATIO, 2018
50% 50% 50% 50% 50% 50%
C O U N T R Y
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C O U N T R Y
E X E C U T I V E L E A D E R S H I P
L O C A L C U R R E N C Y A M O U N T S
BENCHMARK JOBSANNUAL BASE SALARY (ABS) ANNUAL TOTAL CASH COMPENSATION (ATC)
LOW MEDIAN HIGH LOW MEDIAN HIGH
CEO 100,000 100,000 100,000 100,000 100,000 100,000
COO 100,000 100,000 100,000 100,000 100,000 100,000
CFO 100,000 100,000 100,000 100,000 100,000 100,000
CIO 100,000 100,000 100,000 100,000 100,000 100,000
CHRO 100,000 100,000 100,000 100,000 100,000 100,000
USD1 = EUR1.00EUR1 = EUR1.00Exchange rate as of Nov 5, 2018
U S D A M O U N T S
BENCHMARK JOBSANNUAL BASE SALARY (ABS) ANNUAL TOTAL CASH COMPENSATION (ATC)
LOW MEDIAN HIGH LOW MEDIAN HIGH
CEO 100,000 100,000 100,000 100,000 100,000 100,000
COO 100,000 100,000 100,000 100,000 100,000 100,000
CFO 100,000 100,000 100,000 100,000 100,000 100,000
CIO 100,000 100,000 100,000 100,000 100,000 100,000
CHRO 100,000 100,000 100,000 100,000 100,000 100,000
Note: The figures under the annual total cash compensation section reflect the actual amounts of the awards received over last 12 months.SAMPLE
C O U N T R YUSD1 = EUR1.00EUR1 = EUR1.00Exchange rate as of Nov 5, 2018
A C C O U N T I N G & F I N A N C E
L O C A L C U R R E N C Y A M O U N T S
BENCHMARK JOBSANNUAL BASE SALARY (ABS) ANNUAL TOTAL CASH COMPENSATION (ATC)
LOW MEDIAN HIGH LOW MEDIAN HIGH
ACCOUNTING
MANAGER 100,000 100,000 100,000 100,000 100,000 100,000
SR. PROFESSIONAL 100,000 100,000 100,000 100,000 100,000 100,000
ENTRY PARA-PROF. 100,000 100,000 100,000 100,000 100,000 100,000
FINANCE GENERALISTS
SR. MANAGER 100,000 100,000 100,000 100,000 100,000 100,000
EXPERIENCED PROF. 100,000 100,000 100,000 100,000 100,000 100,000
U S D A M O U N T S
BENCHMARK JOBSANNUAL BASE SALARY (ABS) ANNUAL TOTAL CASH COMPENSATION (ATC)
LOW MEDIAN HIGH LOW MEDIAN HIGH
ACCOUNTING
MANAGER 100,000 100,000 100,000 100,000 100,000 100,000
SR. PROFESSIONAL 100,000 100,000 100,000 100,000 100,000 100,000
ENTRY PARA-PROF. 100,000 100,000 100,000 100,000 100,000 100,000
FINANCE GENERALISTS
SR. MANAGER 100,000 100,000 100,000 100,000 100,000 100,000
EXPERIENCED PROF. 100,000 100,000 100,000 100,000 100,000 100,000
Note: The figures under the annual total cash compensation section reflect the actual amounts of the awards received over last 12 months.SAMPLE
C O U N T R YUSD1 = EUR1.00EUR1 = EUR1.00Exchange rate as of Nov 5, 2018
A D M I N I S T R AT I O N
L O C A L C U R R E N C Y A M O U N T S
BENCHMARK JOBSANNUAL BASE SALARY (ABS) ANNUAL TOTAL CASH COMPENSATION (ATC)
LOW MEDIAN HIGH LOW MEDIAN HIGH
ADMINISTRATION & SECRETARIAL
MANAGER 100,000 100,000 100,000 100,000 100,000 100,000
SR. PROFESSIONAL 100,000 100,000 100,000 100,000 100,000 100,000
ENTRY PARA-PROF. 100,000 100,000 100,000 100,000 100,000 100,000
FACILITIES MANAGEMENT & PLANNING
TEAM LEADER 100,000 100,000 100,000 100,000 100,000 100,000
EXPERIENCED PROF. 100,000 100,000 100,000 100,000 100,000 100,000
U S D A M O U N T S
BENCHMARK JOBSANNUAL BASE SALARY (ABS) ANNUAL TOTAL CASH COMPENSATION (ATC)
LOW MEDIAN HIGH LOW MEDIAN HIGH
ADMINISTRATION & SECRETARIAL
MANAGER 100,000 100,000 100,000 100,000 100,000 100,000
SR. PROFESSIONAL 100,000 100,000 100,000 100,000 100,000 100,000
ENTRY PARA-PROF. 100,000 100,000 100,000 100,000 100,000 100,000
FACILITIES MANAGEMENT & PLANNING
TEAM LEADER 100,000 100,000 100,000 100,000 100,000 100,000
EXPERIENCED PROF. 100,000 100,000 100,000 100,000 100,000 100,000
Note: The figures under the annual total cash compensation section reflect the actual amounts of the awards received over last 12 months.SAMPLE
C O U N T R YUSD1 = EUR1.00EUR1 = EUR1.00Exchange rate as of Nov 5, 2018
H U M A N R E S O U R C E S
L O C A L C U R R E N C Y A M O U N T S
BENCHMARK JOBSANNUAL BASE SALARY (ABS) ANNUAL TOTAL CASH COMPENSATION (ATC)
LOW MEDIAN HIGH LOW MEDIAN HIGH
HUMAN RESOURCES GENERALISTS
MANAGER 100,000 100,000 100,000 100,000 100,000 100,000
SR. PROFESSIONAL 100,000 100,000 100,000 100,000 100,000 100,000
ENTRY PARA-PROF. 100,000 100,000 100,000 100,000 100,000 100,000
COMPENSATION & BENEFITS
SR. MANAGER 100,000 100,000 100,000 100,000 100,000 100,000
EXPERIENCED PROF. 100,000 100,000 100,000 100,000 100,000 100,000
U S D A M O U N T S
BENCHMARK JOBSANNUAL BASE SALARY (ABS) ANNUAL TOTAL CASH COMPENSATION (ATC)
LOW MEDIAN HIGH LOW MEDIAN HIGH
HUMAN RESOURCES GENERALISTS
MANAGER 100,000 100,000 100,000 100,000 100,000 100,000
SR. PROFESSIONAL 100,000 100,000 100,000 100,000 100,000 100,000
ENTRY PARA-PROF. 100,000 100,000 100,000 100,000 100,000 100,000
COMPENSATION & BENEFITS
SR. MANAGER 100,000 100,000 100,000 100,000 100,000 100,000
EXPERIENCED PROF. 100,000 100,000 100,000 100,000 100,000 100,000
Note: The figures under the annual total cash compensation section reflect the actual amounts of the awards received over last 12 months.SAMPLE
C O U N T R YUSD1 = EUR1.00EUR1 = EUR1.00Exchange rate as of Nov 5, 2018
I N F O R M AT I O N T E C H N O L O G Y
L O C A L C U R R E N C Y A M O U N T S
BENCHMARK JOBSANNUAL BASE SALARY (ABS) ANNUAL TOTAL CASH COMPENSATION (ATC)
LOW MEDIAN HIGH LOW MEDIAN HIGH
IT SECURITY
MANAGER 100,000 100,000 100,000 100,000 100,000 100,000
SR. PROFESSIONAL 100,000 100,000 100,000 100,000 100,000 100,000
IT BUSINESS SYSTEMS ANALYSTS
EXPERT PROF. 100,000 100,000 100,000 100,000 100,000 100,000
IT USER SUPPORT
SUPERVISOR 100,000 100,000 100,000 100,000 100,000 100,000
SR. PARA-PROF. 100,000 100,000 100,000 100,000 100,000 100,000
U S D A M O U N T S
BENCHMARK JOBSANNUAL BASE SALARY (ABS) ANNUAL TOTAL CASH COMPENSATION (ATC)
LOW MEDIAN HIGH LOW MEDIAN HIGH
IT SECURITY
MANAGER 100,000 100,000 100,000 100,000 100,000 100,000
SR. PROFESSIONAL 100,000 100,000 100,000 100,000 100,000 100,000
IT BUSINESS SYSTEMS ANALYSTS
EXPERT PROF. 100,000 100,000 100,000 100,000 100,000 100,000
IT USER SUPPORT
SUPERVISOR 100,000 100,000 100,000 100,000 100,000 100,000
SR. PARA-PROF. 100,000 100,000 100,000 100,000 100,000 100,000
Note: The figures under the annual total cash compensation section reflect the actual amounts of the awards received over last 12 months.SAMPLE
USD1 = EUR1.00EUR1 = EUR1.00Exchange rate as of Nov 5, 2018C O U N T R Y
L E G A L & C O M P L I A N C E
L O C A L C U R R E N C Y A M O U N T S
BENCHMARK JOBSANNUAL BASE SALARY (ABS) ANNUAL TOTAL CASH COMPENSATION (ATC)
LOW MEDIAN HIGH LOW MEDIAN HIGH
LEGAL
MANAGER 100,000 100,000 100,000 100,000 100,000 100,000
SR. PROFESSIONAL 100,000 100,000 100,000 100,000 100,000 100,000
ENTRY PARA-PROF. 100,000 100,000 100,000 100,000 100,000 100,000
COMPLIANCE
SR. MANAGER 100,000 100,000 100,000 100,000 100,000 100,000
EXPERIENCED PROF. 100,000 100,000 100,000 100,000 100,000 100,000
U S D A M O U N T S
BENCHMARK JOBSANNUAL BASE SALARY (ABS) ANNUAL TOTAL CASH COMPENSATION (ATC)
LOW MEDIAN HIGH LOW MEDIAN HIGH
LEGAL
MANAGER 100,000 100,000 100,000 100,000 100,000 100,000
SR. PROFESSIONAL 100,000 100,000 100,000 100,000 100,000 100,000
ENTRY PARA-PROF. 100,000 100,000 100,000 100,000 100,000 100,000
COMPLIANCE
SR. MANAGER 100,000 100,000 100,000 100,000 100,000 100,000
EXPERIENCED PROF. 100,000 100,000 100,000 100,000 100,000 100,000
Note: The figures under the annual total cash compensation section reflect the actual amounts of the awards received over last 12 months.SAMPLE
USD1 = EUR1.00EUR1 = EUR1.00Exchange rate as of Nov 5, 2018C O U N T R Y
M A N U FA C T U R I N G
L O C A L C U R R E N C Y A M O U N T S
BENCHMARK JOBSANNUAL BASE SALARY (ABS) ANNUAL TOTAL CASH COMPENSATION (ATC)
LOW MEDIAN HIGH LOW MEDIAN HIGH
MANUFACTURING PLANT MANAGEMENT
MANAGER 100,000 100,000 100,000 100,000 100,000 100,000
MANUFACTURING PRODUCTION, PROCESSING & ASSEMBLY
MANAGER 100,000 100,000 100,000 100,000 100,000 100,000
SUPERVISOR 100,000 100,000 100,000 100,000 100,000 100,000
SR. PROFESSIONAL 100,000 100,000 100,000 100,000 100,000 100,000
ENTRY PARA-PROF. 100,000 100,000 100,000 100,000 100,000 100,000
U S D A M O U N T S
BENCHMARK JOBSANNUAL BASE SALARY (ABS) ANNUAL TOTAL CASH COMPENSATION (ATC)
LOW MEDIAN HIGH LOW MEDIAN HIGH
MANUFACTURING PLANT MANAGEMENT
MANAGER 100,000 100,000 100,000 100,000 100,000 100,000
MANUFACTURING PRODUCTION, PROCESSING & ASSEMBLY
MANAGER 100,000 100,000 100,000 100,000 100,000 100,000
SUPERVISOR 100,000 100,000 100,000 100,000 100,000 100,000
SR. PROFESSIONAL 100,000 100,000 100,000 100,000 100,000 100,000
ENTRY PARA-PROF. 100,000 100,000 100,000 100,000 100,000 100,000
Note: The figures under the annual total cash compensation section reflect the actual amounts of the awards received over last 12 months.SAMPLE
C O U N T R Y
S A L E S
L O C A L C U R R E N C Y A M O U N T S
BENCHMARK JOBSANNUAL BASE SALARY (ABS) ANNUAL TOTAL CASH COMPENSATION (ATC)
LOW MEDIAN HIGH LOW MEDIAN HIGH
SALES & MARKETING
MANAGER 100,000 100,000 100,000 100,000 100,000 100,000
SR. PROFESSIONAL 100,000 100,000 100,000 100,000 100,000 100,000
EXPERIENCED PARA-PROF. 100,000 100,000 100,000 100,000 100,000 100,000
ACCOUNT & CLIENT MANAGEMENT
EXPERT PROF. 100,000 100,000 100,000 100,000 100,000 100,000
SR. MANAGER 100,000 100,000 100,000 100,000 100,000 100,000
U S D A M O U N T S
BENCHMARK JOBSANNUAL BASE SALARY (ABS) ANNUAL TOTAL CASH COMPENSATION (ATC)
LOW MEDIAN HIGH LOW MEDIAN HIGH
SALES & MARKETING
MANAGER 100,000 100,000 100,000 100,000 100,000 100,000
SR. PROFESSIONAL 100,000 100,000 100,000 100,000 100,000 100,000
EXPERIENCED PARA-PROF. 100,000 100,000 100,000 100,000 100,000 100,000
ACCOUNT & CLIENT MANAGEMENT
EXPERT PROF. 100,000 100,000 100,000 100,000 100,000 100,000
SR. MANAGER 100,000 100,000 100,000 100,000 100,000 100,000
USD1 = EUR1.00EUR1 = EUR1.00Exchange rate as of Nov 5, 2018
Note: The figures under the annual total cash compensation section reflect the actual amounts of the awards received over last 12 months.SAMPLE
C O U N T R Y
S U P P LY C H A I N
L O C A L C U R R E N C Y A M O U N T S
BENCHMARK JOBSANNUAL BASE SALARY (ABS) ANNUAL TOTAL CASH COMPENSATION (ATC)
LOW MEDIAN HIGH LOW MEDIAN HIGH
SUPPLY CHAIN PLANNING & OPERATIONS
TEAM LEADER 100,000 100,000 100,000 100,000 100,000 100,000
EXPERT PROF. 100,000 100,000 100,000 100,000 100,000 100,000
SR. PROFESSIONAL 100,000 100,000 100,000 100,000 100,000 100,000
WAREHOUSING, DISTRIBUTION & TRANSPORTATION
MANAGER 100,000 100,000 100,000 100,000 100,000 100,000
ENTRY PARA-PROF. 100,000 100,000 100,000 100,000 100,000 100,000
U S D A M O U N T S
BENCHMARK JOBSANNUAL BASE SALARY (ABS) ANNUAL TOTAL CASH COMPENSATION (ATC)
LOW MEDIAN HIGH LOW MEDIAN HIGH
SUPPLY CHAIN PLANNING & OPERATIONS
TEAM LEADER 100,000 100,000 100,000 100,000 100,000 100,000
EXPERT PROF. 100,000 100,000 100,000 100,000 100,000 100,000
SR. PROFESSIONAL 100,000 100,000 100,000 100,000 100,000 100,000
WAREHOUSING, DISTRIBUTION & TRANSPORTATION
MANAGER 100,000 100,000 100,000 100,000 100,000 100,000
ENTRY PARA-PROF. 100,000 100,000 100,000 100,000 100,000 100,000
USD1 = EUR1.00EUR1 = EUR1.00Exchange rate as of Nov 5, 2018
Note: The figures under the annual total cash compensation section reflect the actual amounts of the awards received over last 12 months.SAMPLE
C O U N T R Y
E N G I N E E R I N G
L O C A L C U R R E N C Y A M O U N T S
BENCHMARK JOBSANNUAL BASE SALARY (ABS) ANNUAL TOTAL CASH COMPENSATION (ATC)
LOW MEDIAN HIGH LOW MEDIAN HIGH
ENGINEERING TECHNICIANS
ENTRY PARA-PROF. 100,000 100,000 100,000 100,000 100,000 100,000
SR. PARA-PROF. 100,000 100,000 100,000 100,000 100,000 100,000
ENGINEERING
SR. PROFESSIONAL 100,000 100,000 100,000 100,000 100,000 100,000
SR. MANAGER II 100,000 100,000 100,000 100,000 100,000 100,000
MANAGER 100,000 100,000 100,000 100,000 100,000 100,000
U S D A M O U N T S
BENCHMARK JOBSANNUAL BASE SALARY (ABS) ANNUAL TOTAL CASH COMPENSATION (ATC)
LOW MEDIAN HIGH LOW MEDIAN HIGH
ENGINEERING TECHNICIANS
ENTRY PARA-PROF. 100,000 100,000 100,000 100,000 100,000 100,000
SR. PARA-PROF. 100,000 100,000 100,000 100,000 100,000 100,000
ENGINEERING
SR. PROFESSIONAL 100,000 100,000 100,000 100,000 100,000 100,000
SR. MANAGER II 100,000 100,000 100,000 100,000 100,000 100,000
MANAGER 100,000 100,000 100,000 100,000 100,000 100,000
USD1 = EUR1.00EUR1 = EUR1.00Exchange rate as of Nov 5, 2018
Note: The figures under the annual total cash compensation section reflect the actual amounts of the awards received over last 12 months.SAMPLE
E C O N O M I C D ATA
YEAR SOURCE DATA TYPE EFFECTIVE DATE
GROSS DOMESTIC PRODUCT CHANGE
2017 International Monetary Fund, World Economic Outlook Database, October 2018 Estimated October 2018
2018 International Monetary Fund, World Economic Outlook Database, October 2018 Estimated October 2018
2019 International Monetary Fund, World Economic Outlook Database, October 2018 Forecast October 2018
INFLATION RATE
2017 International Monetary Fund, World Economic Outlook Database, October 2018 Actual October 2018
2018 International Monetary Fund, World Economic Outlook Database, October 2018 Estimated October 2018
2019 International Monetary Fund, World Economic Outlook Database, October 2018 Forecast October 2018
UNEMPLOYMENT RATE
2017 International Labour Organization, ILOSTAT database – –
2018 International Labour Organization, ILOSTAT database – –
2019 International Labour Organization, ILOSTAT database – –
POPULATION
2018 Calculations Based on ILO Modeled Estimates, ILOSTAT Database, Extracted November 2018 Modeled Extracted November 2018
BASE SALARY AND TOTAL CASH COMPENSATION
2018 Mercer's Total Remuneration Survey, 2018 Actual Month 2018
C O U N T R Y
D ATA S O U R C E S
SAMPLE
P O S I T I O N D E S C R I P T I O N S
SAMPLE
G E N E R A L M A N A G E M E N TResponsible for achieving the organization's operational and financial goals. They control, direct and participate in the activities of the organization through a hierarchy of managers and supervisors. Activities include long-term strategic planning; determine the policies of the organization; allocate its resources and make decisions regarding organization growth and diversification to accomplish the organization's vision. Establishes and implements strategies that have mid to long-term (3-5 years) impact on business results in alignment with parent/independent organization objectives. Leads multiple teams of lower level executives, directors/senior managers, and managers. Develops mid to long-term (3-5 years) plans for optimizing the organization, function, or sub-function and the talent required to execute strategies in job area.
C H I E F E X E C U T I V E O F F I C E R ( C E O )Country or division leader.
C H I E F O P E R AT I O N S O F F I C E R ( C O O )Handles the day-to-day administration and operation of the company at the country or division level.
E X E C U T I V E L E A D E R S H I P
F I N A N C E & A C C O U N T I N GResponsible for the leadership of multiple areas of the finance function, including financial planning & analysis, financial control, accounting, tax, treasury, accounts payable/receivable, and credit & collections. Leads analysis, planning, and control of the organization’s financial transactions, systems and procedures to comply with regulations, accounting principles, and other internal/external financial standards. Establishes and implements strategies that have short to mid-term (1-3 years) impact on business results in alignment with parent/independent organization objectives. Leads multiple teams of directors/senior managers, and managers. Develops short to mid-term (1-3 years) plans for optimizing the organization, function, or sub-function and the talent required to execute strategies in job area.
C H I E F F I N A N C I A L O F F I C E R ( C F O )Head of the finance function for a country or division of the company.
SAMPLE
E X E C U T I V E L E A D E R S H I P
H U M A N R E S O U R C E S L E A D E R S H I PResponsible for leading teams and processes associated with the management of the organization's human resources. Activities include developing human resource management strategies and policies to meet business needs; planning, administering and reviewing activities concerned with recruitment, training and development, compensation and benefits, mobility, talent acquisition, diversity, talent management & organization development and employee/labor relations. In some organizations, accountabilities may include payroll. Establishes and implements strategies that have short to mid-term (1-3 years) impact on business results in alignment with parent/independent organization objectives. Leads multiple teams of directors/senior managers, and managers. Develops short to mid-term (1-3 years) plans for optimizing the organization, function, or sub-function and the talent required to execute strategies in job area.
C H I E F H U M A N R E S O U R C E O F F I C E R ( C H R O )Head of the HR function for a country or division of the company.
I T, T E L E C O M & I N T E R N E T L E A D E R S H I PResponsible for leading teams and processes associated with the management of the organization's information technology resources (including computer hardware, operating systems, communications, software applications, data processing and security), telecommunication systems, and software/database products. Activities include developing information technology strategies, polices and plans; managing the acquisition, implementation, maintenance and use of information technology resources; training and supporting technology users; telecommunications network planning, operations and site acquisition; programming software/database products for sale to external customers; developing PC, online, and mobile games; and internet product management & operations. Establishes and implements strategies that have short to mid-term (1-3 years) impact on business results in alignment with parent/independent organization objectives. Leads multiple teams of directors/senior managers, and managers. Develops short to mid-term (1-3 years) plans for optimizing the organization, function, or sub-function and the talent required to execute strategies in job area.
C H I E F I N F O R M AT I O N O F F I C E R ( C I O )Head of the IT function for a country or division of the company.
SAMPLE
A C C O U N T I N GResponsible for managing or performing work in general financial accounting activities of the organization, including: Financial transaction recording standards. Control/reconciliation of accounts and records. Cost accounting/budgeting. Accounting reports/schedules for internal audiences (management reporting) and for external audiences (compliance reporting). May include administrative/transactional accounting support work, such as ledger maintenance and data entry.
M A N A G E RManages experienced professionals who exercise latitude and independence in assignments. Responsibilities typically include: Policy and strategy implementation for short-term results (1 year or less). Problems faced are difficult to moderately complex. Influences others outside of own job area regarding policies, practices and procedures.
S E N I O R P R O F E S S I O N A LApplies advanced knowledge of job area typically obtained through advanced education and work experience. Responsibilities may include: Managing projects / processes, working independently with limited supervision. Coaching and reviewing the work of lower level professionals. Problems faced are difficult and sometimes complex.
E N T R Y PA R A - P R O F E S S I O N A LEntry-level position typically requiring little to no prior knowledge or experience. Work is routine or follows standard procedures. Work is closely supervised. Communicates information that requires little explanation or interpretation.
F I N A N C E G E N E R A L I S T SResponsible for managing or performing work across multiple areas of finance, including financial planning & analysis, financial control, accounting, tax, treasury, accounts payable/receivable, and credit & collections. Activities include financial transaction/data entry, financial data verification, financial records maintenance, and compiling/maintaining ad-hoc financial information.
S E N I O R M A N A G E RTypically manages a department or small unit that includes multiple teams led by Managers and/or Team Leaders. Responsibilities typically include: Ownership of short to mid-term (1-3 years) execution of functional strategy and the operational direction of the Department. Problems faced are often complex and require extensive investigation and analysis. Requires ability to influence others to accept practices and approaches, and ability to communicate and influence executive leadership.
E X P E R I E N C E D P R O F E S S I O N A LApplies practical knowledge of job area typically obtained through advanced education and work experience. May require the following proficiency: Works independently with general supervision. Problems faced are difficult but typically not complex. May influence others within the job area through explanation of facts, policies and practices.
A C C O U N T I N G & F I N A N C E
SAMPLE
A D M I N I S T R AT I O N
A D M I N I S T R AT I O N & S E C R E TA R I A LPositions in this sub-family are responsible for providing administrative and secretarial services to the organization. Activities include producing documents, collecting, recording, sorting and filing information, handling mail, preparing routine reports, making travel arrangements, arranging appointments, responding to inquiries, data entry, and operating office equipment. Also includes responsibilities for reception/telephone/switchboard and greeting visitors.
M A N A G E RManages experienced professionals who exercise latitude and independence in assignments. Responsibilities typically include: Policy and strategy implementation for short-term results (1 year or less). Problems faced are difficult to moderately complex. Influences others outside of own job area regarding policies, practices and procedures.
S E N I O R P R O F E S S I O N A LApplies advanced knowledge of job area typically obtained through advanced education and work experience. Responsibilities may include: Managing projects / processes, working independently with limited supervision. Coaching and reviewing the work of lower level professionals. Problems faced are difficult and sometimes complex.
E N T R Y PA R A - P R O F E S S I O N A LEntry-level position typically requiring little to no prior knowledge or experience. Work is routine or follows standard procedures. Work is closely supervised. Communicates information that requires little explanation or interpretation.
FA C I L I T I E S M A N A G E M E N T & P L A N N I N GResponsible for coordinating and administering the activities of a range of administrative or staff functions to ensure efficient operation of the organization's buildings, facilities, machinery and equipment. Activities include: Supervision of internal staff and external vendors in areas such as facilities security, facilities maintenance & repair, custodial & groundskeeping services, office administration and secretarial services. Planning efficient utilization of space and facilities. Examining facilities and evaluating elements, such as HVAC and lighting, for size, condition and suitability. Planning, coordinating and implementing furniture, equipment, office and factory layout and moves. Negotiating lease(s) and monitoring for lease contract compliance.
T E A M L E A D E RSupervises professional level employees (typically entry or experienced level) and may also supervise some para-professional employees. Responsibilities typically include: Setting goals and objectives for team members for achievement of operational results. Problems faced may be difficult but typically are not complex. Ensures policies, practices and procedures are understood and followed by direct reports, customers and stakeholders.
E X P E R I E N C E D P R O F E S S I O N A LApplies practical knowledge of job area typically Applies practical knowledge of job area typically obtained through advanced education and work experience. May require the following proficiency: Works independently with general supervision. Problems faced are difficult but typically not complex. May influence others within the job area through explanation of facts, policies and practices.
SAMPLE
H U M A N R E S O U R C E S
H U M A N R E S O U R C E S G E N E R A L I S T SResponsible for managing or performing work across multiple Human Resources sub-families including: General HR program/policy development, administration, and compliance. General business support. Employee hiring, onboarding, termination, and records maintenance. Employee and labor relations and communications. Rewards program coordination and/or administration. Relocation services (domestic and international). Immigration services. HR related training In some organizations, may also be accountable for HR Business Partnership (consulting and coaching), Mobility (strategy and design), Staffing & Recruiting, Talent & Organization Performance, Training & Development, and Human Resource Information Systems (HRIS).
M A N A G E RManages experienced professionals who exercise latitude and independence in assignments. Responsibilities typically include: Policy and strategy implementation for short-term results (1 year or less). Problems faced are difficult to moderately complex. Influences others outside of own job area regarding policies, practices and procedures.
S E N I O R P R O F E S S I O N A LApplies advanced knowledge of job area typically obtained through advanced education and work experience. Responsibilities may include: Managing projects / processes, working independently with limited supervision. Coaching and reviewing the work of lower level professionals. Problems faced are difficult and sometimes complex.
E N T R Y PA R A - P R O F E S S I O N A LEntry-level position typically requiring little to no prior knowledge or experience. Work is routine or follows standard procedures. Work is closely supervised. Communicates information that requires little explanation or interpretation.
C O M P E N S AT I O N & B E N E F I T SResponsible for compensation and benefits programs that align rewards with organization goals. Activities include: Analyzing and modeling merit and other salary increases. Managing job evaluation systems. Analyzing market data to assess the organization's competitive position. Managing incentive programs. Managing insurance, benefit, superannuation, and retirement programs. Selecting and managing compensation & benefits consultants.
S E N I O R M A N A G E RTypically manages a department or small unit that includes multiple teams led by Managers and/or Team Leaders. Responsibilities typically include: Ownership of short to mid-term (1-3 years) execution of functional strategy and the operational direction of the Department. Problems faced are often complex and require extensive investigation and analysis. Requires ability to influence others to accept practices and approaches, and ability to communicate and influence executive leadership.
E X P E R I E N C E D P R O F E S S I O N A LApplies practical knowledge of job area typically obtained through advanced education and work experience. May require the following proficiency: Works independently with general supervision. Problems faced are difficult but typically not complex. May influence others within the job area through explanation of facts, policies and practices.
SAMPLE
I N F O R M AT I O N T E C H N O L O G Y
I T S E C U R I T YResponsible for managing or performing work associated with developing, communicating, implementing, enforcing and monitoring security controls to protect the organization's technology assets from intentional or inadvertent modification, disclosure or destruction including: Designing, testing, and implementing secure operating systems, networks, and databases. Password auditing, network based and Web application based vulnerability scanning, virus management and intrusion detection. Conducting risk audits and assessments, providing recommendations for application design. Monitoring and analyzing system access logs Planning for security backup and system disaster recovery.
M A N A G E RManages experienced professionals who exercise latitude and independence in assignments. Responsibilities typically include: Policy and strategy implementation for short-term results (1 year or less). Problems faced are difficult to moderately complex. Influences others outside of own job area regarding policies, practices and procedures.
S E N I O R P R O F E S S I O N A LApplies advanced knowledge of job area typically obtained through advanced education and work experience. Responsibilities may include: Managing projects / processes, working independently with limited supervision. Coaching and reviewing the work of lower level professionals. Problems faced are difficult and sometimes complex.
I T B U S I N E S S S Y S T E M S A N A LY S T SResponsible for managing or performing work associated with IT business analysis including: Identifying and analyzing business needs, conducting requirements gathering, and defining scope and objectives. Making recommendations for solutions or improvements to business processes that can be accomplished through new technology or alternative uses of existing technology. Translating business requirements into application requirements.
E X P E R T P R O F E S S I O N A LA recognized master in professional discipline typically obtained through advanced education and work experience. Typically responsible for: Establishing operational plans for job area. Developing and implementing new products, processes, standards or operational plans that will have impact on the achievement of functional results. Requires communication with leadership.
SAMPLE
I N F O R M AT I O N T E C H N O L O G Y
I T U S E R S U P P O R TResponsible for providing support to employee end users in areas of personal computers/servers/mainframe applications, data/voice network, and ERP systems including: Acquiring, installing, and upgrading PC components & software and planning for/responding to service outages. Diagnosing problem source through discussions with users and coordinating with internal organization support and operations groups and/or with vendors to resolve problems. Responding to user requests to research complex problems associated with the organization's telecommunications networks (voice and/or data). Providing real-time end user ERP systems support, problem identification, and training to facilitate knowledge transfer and prevent problem reoccurrence and knowledge transfer.
S U P E R V I S O RSupervises para-professional employees. Responsibilities typically include: Setting day-to-day operational objectives for team. Problems faced may be difficult but typically are not complex. Ensures policies, practices and procedures are understood and followed by direct reports, customers and stakeholders.
S E N I O R PA R A - P R O F E S S I O N A LHas broad knowledge of operational procedures and tools obtained through extensive work experience and may require vocational or technical education. May require the following proficiency: Works under limited supervision for routine situations. Provides assistance and training to lower level employees. Problems typically are not routine and require analysis to understand.
SAMPLE
L E G A L & C O M P L I A N C E
L E G A LResponsible for work in some/all of the following Responsible for work in some/all of the following areas: Providing legal advice/counsel in business-related areas. Researching, analyzing, and interpreting proposed and existing laws, statutes, and regulations. Identifying, monitoring and addressing issues of legal risk. Structuring, drafting, negotiating and/or approving legal contracts, letters of agreement, policies and other documents. Representing/advocating for an organization in litigation, arbitration, mediation or other disputes with courts, government agencies, or other legal authorities.
M A N A G E RManages experienced professionals who exercise latitude and independence in assignments. Responsibilities typically include: Policy and strategy implementation for short-term results (1 year or less). Problems faced are difficult to moderately complex. Influences others outside of own job area regarding policies, practices and procedures.
S E N I O R P R O F E S S I O N A LA Senior Professional applies advanced knowledge of job area typically obtained through advanced education and work experience. Responsibilities may include: Managing projects / processes, working independently with limited supervision. Coaching and reviewing the work of lower level professionals. Problems faced are difficult and sometimes complex.
E N T R Y PA R A - P R O F E S S I O N A LEntry-level position typically requiring little to no prior knowledge or experience. Work is routine or follows standard procedures. Work is closely supervised. Communicates information that requires little explanation or interpretation.
C O M P L I A N C EResponsible for defining and documenting policies and procedures related to the standards established by the business that comply with applicable external legislation/regulations, but may also reflect a higher standard than the legally required minimum. Activities include employee compliance training and ensuring employee completion of all required courses; auditing compliance with programs & procedures, investigating complaints, and verifying that deficiencies are corrected.
S E N I O R M A N A G E RTypically manages a department or small unit that includes multiple teams led by Managers and/or Team Leaders. Responsibilities typically include: Ownership of short to mid-term (1-3 years) execution of functional strategy and the operational direction of the Department. Problems faced are often complex and require extensive investigation and analysis. Requires ability to influence others to accept practices and approaches, and ability to communicate and influence executive leadership.
E X P E R I E N C E D P R O F E S S I O N A LApplies practical knowledge of job area typically Applies practical knowledge of job area typically obtained through advanced education and work experience. May require the following proficiency: Works independently with general supervision. Problems faced are difficult but typically not complex. May influence others within the job area through explanation of facts, policies and practices.
SAMPLE
M A N U FA C T U R I N G
M A N U FA C T U R I N G P L A N T M A N A G E M E N TResponsible for managing teams and processes associated with converting raw materials and components into finished goods including: Manufacturing Engineering. Manufacturing Production Operations. Manufacturing Repair & Maintenance Operations. Manufacturing Production Planning & Control.
S E N I O R M A N A G E RTypically manages a department or small unit that includes multiple teams led by Managers and/or Team Leaders. Responsibilities typically include: Ownership of short to mid-term (1-3 years) execution of functional strategy and the operational direction of the Department. Problems faced are often complex and require extensive investigation and analysis. Requires ability to influence others to accept practices and approaches, and ability to communicate and influence executive leadership.
M A N U FA C T U R I N G P R O D U C T I O N , P R O C E S S I N G & A S S E M B LYResponsible for managing or performing work associated with converting raw materials and components into finished goods including: General production manufacturing work. Assembling finished components or parts into finished products. Process manufacturing batches of bulk materials/ingredients including mechanical processing (e.g., mixing, grinding, separating, filtering, etc.) and chemical processing (altering the chemical properties of materials through chemical reactions and changing temperature, pressure, etc.). Setting up and operating machine tools to convert materials into parts, sub-assemblies, and assemblies. Surface finishing of parts, components, and assembled items including washing/painting/plating/anti-corrosion coating, hardening, polishing/engraving/etching, etc. Packaging materials or finished goods into containers for the purpose of protection, display, and handling.
M A N A G E RManages experienced professionals who exercise latitude and independence in assignments. Responsibilities typically include: Policy and strategy implementation for short-term results (1 year or less). Problems faced are difficult to moderately complex. Influences others outside of own job area regarding policies, practices and procedures.
S U P E R V I S O RSupervises para-professional employees. Responsibilities typically include: Setting day-to-day operational objectives for team. Problems faced may be difficult but typically are not complex. Ensures policies, practices and procedures are understood and followed by direct reports, customers and stakeholders.
SAMPLE
M A N U FA C T U R I N G
M A N U FA C T U R I N G P R O D U C T I O N , P R O C E S S I N G & A S S E M B LY, C O N T I N U E D
S E N I O R P R O F E S S I O N A LApplies advanced knowledge of job area typically Applies advanced knowledge of job area typically obtained through advanced education and work experience. Responsibilities may include: Managing projects / processes, working independently with limited supervision. Coaching and reviewing the work of lower level professionals. Problems faced are difficult and sometimes complex.
E N T R Y PA R A - P R O F E S S I O N A LEntry-level position typically requiring little to no prior knowledge or experience. Work is routine or follows standard procedures. Work is closely supervised. Communicates information that requires little explanation or interpretation.
SAMPLE
S A L E S
S A L E S & M A R K E T I N GResponsible for the sales and marketing activities of the organization. Activities include: Business development activities, including the development of alliance/channel/network partnerships. Pricing research and strategy, including network cost/pricing, competitor analysis, etc. Media planning, analytics and strategy, including R.O.I. (Return on Investment) evaluation and digital marketing analytics and strategy. Medical product market analytics, including evaluating the economic value of products and therapies with clinical and quality of life outcomes data, along with market access and reimbursement strategies. Brand licensing activities to expand brand presence within brand-approved quality standards. E-commerce strategy, planning and management, including merchant development and support.
M A N A G E RManages experienced professionals who exercise latitude and independence in assignments. Responsibilities typically include: Policy and strategy implementation for short-term results (1 year or less). Problems faced are difficult to moderately complex. Influences others outside of own job area regarding policies, practices and procedures.
S E N I O R P R O F E S S I O N A LApplies advanced knowledge of job area typically obtained through advanced education and work experience. Responsibilities may include: Managing projects / processes, working independently with limited supervision. Coaching and reviewing the work of lower level professionals. Problems faced are difficult and sometimes complex.
E X P E R I E N C E D PA R A - P R O F E S S I O N A LHas basic knowledge of job procedures and tools obtained through work experience and may require vocational or technical education. May require the following proficiency: Works under moderate supervision. Problems are typically of a routine nature, but may at times require interpretation or deviation from standard procedures. Communicates information that requires some explanation or interpretation.
A C C O U N T & C L I E N T M A N A G E M E N TResponsible for retaining and strengthening client relationships. Activities include: Planning and strategizing to retain and expand current customer relationships. Ensuring high-quality customer service and issue resolution in order to retain current clients. Client engagement activities, including identifying client business requirements and preparing proposals and quotations. Industry-specific relationship management activities, including broking, financial planning, asset management, advertising account management, etc.
E X P E R T P R O F E S S I O N A LRecognized master in professional discipline typically obtained through advanced education and work experience. Typically responsible for: Establishing operational plans for job area. Developing and implementing new products, processes, standards or operational plans that will have impact on the achievement of functional results. Requires communication with leadership.
S E N I O R M A N A G E RTypically manages a department or small unit that includes multiple teams led by Managers and/or Team Leaders. Responsibilities typically include: Ownership of short to mid-term (1-3 years) execution of functional strategy and the operational direction of the Department. Problems faced are often complex and require extensive investigation and analysis. Requires ability to influence others to accept practices and approaches, and ability to communicate and influence executive leadership.
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S U P P LY C H A I N P L A N N I N G & O P E R AT I O N SResponsible for managing or performing work across multiple supply chain sub-families or develop/implement strategies that optimize the supply chain process. Planning addresses capacity issues and production location decisions in support of business goals and includes customer inventory planning, cargo planning, and strategies to improve logistics service center operations.
T E A M L E A D E RSupervises professional level employees (typically entry or experienced level) and may also supervise some para-professional employees. Responsibilities typically include: Setting goals and objectives for team members for achievement of operational results. Problems faced may be difficult but typically are not complex. Ensures policies, practices and procedures are understood and followed by direct reports, customers and stakeholders.
E X P E R T P R O F E S S I O N A LRecognized master in professional discipline typically obtained through advanced education and work experience. Typically responsible for: Establishing operational plans for job area. Developing and implementing new products, processes, standards or operational plans that will have impact on the achievement of functional results. Requires communication with leadership.
S E N I O R P R O F E S S I O N A LApplies advanced knowledge of job area typically obtained through advanced education and work experience. Responsibilities may include: Managing projects / processes, working independently with limited supervision. Coaching and reviewing the work of lower level professionals. Problems faced are difficult and sometimes complex.
WA R E H O U S I N G , D I S T R I B U T I O N & T R A N S P O R TAT I O NResponsible for the storage and movement of materials and finished goods including: Shipping & Receiving. Warehousing. Order Filling, Picking, and Packing. Inventory Control & Records Management. Dispatch. Developing transport schedules, methods, and routes. Analyzing and projecting transportation costs. Coordinating customs clearances and permits. Maintaining, loading, packing, and driving vehicles. Evaluating, selecting, and managing ongoing relationships with external transport providers (e.g., fuel suppliers, trucking / shipping companies, etc.). Acquiring and managing fleet vehicles.
M A N A G E RManages experienced professionals who exercise latitude and independence in assignments. Responsibilities typically include: Policy and strategy implementation for short-term results (1 year or less). Problems faced are difficult to moderately complex. Influences others outside of own job area regarding policies, practices and procedures.
E N T R Y PA R A - P R O F E S S I O N A LEntry-level position typically requiring little to no prior knowledge or experience. Work is routine or follows standard procedures. Work is closely supervised. Communicates information that requires little explanation or interpretation.
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E N G I N E E R I N G T E C H N I C I A N SResponsible for performing engineering technician para-professional work to support/assist engineers in the organization. This sub-family captures various types of technicians, regardless of their area of specialization. Technicians who work in an Engineering discipline, or a related Engineering trade, but that do not possess the formal educational and experience requirements of a certified Engineer should be matched to this sub-family.
E N T R Y PA R A - P R O F E S S I O N A LEntry-level position typically requiring little to no prior knowledge or experience. Work is routine or follows standard procedures. Work is closely supervised. Communicates information that requires little explanation or interpretation.
S E N I O R PA R A - P R O F E S S I O N A LHas broad knowledge of operational procedures and tools obtained through extensive work experience and may require vocational or technical education. May require the following proficiency: Works under limited supervision for routine situations. Provides assistance and training to lower level employees. Problems typically are not routine and require analysis to understand.
E N G I N E E R I N GResponsible for leading, managing or performing the engineering operations of the organization. Depending on the organization, activities may involve various branches of the engineering profession, for example electronic, environmental, mechanical, maintenance or plant engineering. Activities include designing, constructing, testing and operating equipment; ensuring standards of quality, cost, safety, reliability, timeliness and performance are met in production processes; interpreting plans, drawings and specifications; providing technical support to the organization's sales force for technical product sales; and industry-specific engineering activities
S E N I O R P R O F E S S I O N A LApplies advanced knowledge of job area typically obtained through advanced education and work experience. Responsibilities may include: Managing projects / processes, working independently with limited supervision. Coaching and reviewing the work of lower level professionals. Problems faced are difficult and sometimes complex.
S E N I O R M A N A G E R I ITypically exists in larger organizations with key operations or commercial functions in large domestic markets (e.g., China, US, Canada, Australia, etc.). In these cases, the Senior Manager II level exists as an additional management level accountable for a Commercial Function for a Domestic Zone (e.g., the East Coast of the US or Canada) encompassing multiple domestic regions, or a Key Operational Sub-Department for an entire country. Responsibilities typically include managing multiple teams led by Senior Managers and Managers. Owns short to mid-term (1-3 years) strategy execution and operational direction for the Domestic Zone Commercial Function or Key National Sub-Department.
M A N A G E RManages experienced professionals who exercise latitude and independence in assignments. Responsibilities typically include: Policy and strategy implementation for short-term results (1 year or less). Problems faced are difficult to moderately complex. Influences others outside of own job area regarding policies, practices and procedures.SAMPLE
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D ATA P R O C E S S
S TAT I S T I C SThe following statistics are presented in this report:
► Low or 33rd Percentile: The data point that is higher than 33% of all other data in the sample when ranked from low to high.
► Median or 50th Percentile: The data point that is higher than 50% of all other data in the sample when ranked from low to high.
► High or 67th Percentile: The data point that is higher than 67% of all other data in the sample when ranked from low to high.
► Average: The sum of all data reported divided by the number of data observations in the sample. Also known as the mean.
► Prevalence: The percentage of companies that provided a response to a question with a defined number of options to choose from. For example, a single response question or a multiple response (select all that apply) style question.
► In single response questions, the sum of all responses may not equal 100% due to rounding.
► In multiple response questions, the sum of all responses will be greater than 100%.
► N: The number of companies that reported data for the statistic.
► Endash or “–”: The sample is too small to provide the statistic.
D ATA M A S K I N GTo ensure the confidentiality of all companies that provide data to Mercer’s surveys, statistics have been “masked” by displaying an endash or “–” when minimum sample sizes are not met.
► A minimum of three data points are required to report the average and prevalence percentages.
► A minimum of five data points are required to report the 33rd, 50th, and 67th percentiles.
► Data dominance: Statistics are masked when data from one company dominates a job sample. The masking is applied if more than 50% of the incumbents matched to a job are from a single company.
G L O B A L PAY D ATAGlobal Pay Summary provides Annual Base Salary (ABS) and Annual Total Cash Compensation (ATC) data in local currency and USD, as well as information on Annual Guaranteed Cash (AGC) for selected countries in the case studies.
► ABS is the monthly base salary multiplied by the number of months of pay (based on company policy).
► AGC refers to ABS plus the annual fixed allowances or any guaranteed cash.
► ATC refers to the total ABS in addition to any guaranteed cash and actual annual short-term incentives.
Pay data within each country matches our core benchmark position structure, using Mercer’s International Position Evaluation (IPE) methodology. This system maps job roles to position classes (PCs) based on the scope of the roles, responsibilities, and company size, thereby supporting an accurate comparison of peers in the market. See the Glossary for more information on IPE.
M E T H O D O L O G YThis section provides information on the methods of collecting, collating, and analyzing data for this publication. Below are notes on exceptions and exclusions in the data and a list of data sources, relevant equations, and currency conversions rates. Readers will also find a glossary of key terms.
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BENCHMARK JOBS ARGENTINA BRAZIL CANADA CHILE COLOMBIA COSTA RICA
EXECUTIVE LEADERSHIP
CEO 56-70 58-75 59-67 59-70 59-70 60-63
COO 51-59 51-59 52-59 51-58 49-63 52-57
CFO 52-57 50-58 53-57 53-58 51-57 52-54
CIO 47-48 45-51 46-50 46-50 44-48 47-48
CHRO 43-43 41-46 43-43 42-45 42-44 43-43
ACCOUNTING & FINANCE
ACCOUNTING
MANAGER 45-52 46-58 49-52 48-52 46-52 48-49
SR. PROFESSIONAL 51-59 51-59 52-59 51-58 49-63 52-57
ENTRY PARA-PROF. 52-57 50-58 53-57 53-58 51-57 52-54
FINANCE GENERALISTSSR. MANAGER 47-48 45-51 46-50 46-50 44-48 47-48
EXPERIENCED PROF. 43-43 41-46 43-43 42-45 42-44 43-43
ADMINISTRATION
ADMINISTRATION & SECRETARIAL
MANAGER 55-64 57-68 56-63 57-65 56-64 58-63
SR. PROFESSIONAL 51-59 51-59 52-59 51-58 49-63 52-57
ENTRY PARA-PROF. 52-57 50-58 53-57 53-58 51-57 52-54
FACILITIES MANAGEMENT & PLANNING
TEAM LEADER 47-48 45-51 46-50 46-50 44-48 47-48
EXPERIENCED PROF. 43-43 41-46 43-43 42-45 42-44 43-43
HUMAN RESOURCES
HUMAN RESOURCES GENERALISTS
MANAGER 56-65 54-69 57-64 56-67 56-65 56-62
SR. PROFESSIONAL 46-54 49-54 49-52 50-53 49-54 49-51
ENTRY PARA-PROF. 43-46 42-46 45-45 43-45 42-46 43-44
COMPENSATION & BENEFITSSR. MANAGER 50-57 50-59 51-59 51-58 51-58 51-56
EXPERIENCED PROF. 44-51 44-53 46-49 44-51 43-50 45-49
P O S I T I O N C L A S S ( P C ) R A N G E S
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ABOUT MERCER Mercer delivers advice and technology-driven solutions that help organizations meet the health, wealth and career needs of a changing workforce. Mercer’s more than 23,000 employees are based in 44 countries and the firm operates in over 130 countries. Mercer is a wholly owned subsidiary of Marsh & McLennan Companies (NYSE: MMC), the leading global professional services firm in the areas of risk, strategy and people. With nearly 65,000 colleagues and annual revenue over $14 billion, Marsh & McLennan helps clients navigate an increasingly dynamic and complex environment. Marsh & McLennan Companies is also the parent company of Marsh, which advises individual and commercial clients of all sizes on insurance broking and innovative risk management solutions; Guy Carpenter, which develops advanced risk, reinsurance and capital strategies that help clients grow profitably and pursue emerging opportunities; and Oliver Wyman, which serves as a critical strategic, economic and brand advisor to private sector and governmental clients. For more information, visit www.mercer.com. Follow Mercer on Twitter @Mercer.
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For further information, please contact your local Mercer office or visit our website at www.imercer.com
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