2019 incentives around the world · firms, and organizations around the world all face the same...
TRANSCRIPT
I N C E N T I V E S A R O U N D T H E W O R L D2 0 1 9
S A M P L E
SAMPLE
TABL
E O
F C
ON
TEN
TS
1 TALENT ALL ACCESSreg
4 INTRODUCTION5 Report Structure
6 Reading this Report
9 SUMMARY OF KEY FINDINGS
11 How Do Incentives Vary By Career Level
18 How Do Incentives Vary By Job Family
360 ABOUT THIS REPORT361 Methodology
368 Glossary
378 ABOUT MERCER
24 AMERICAS
25 REGIONAL SUMMARY
28 CAREER LEVEL
28 Executive
30 Manager
32 Team Leader
34 Senior Professional
36 Experienced Professional
38 Para-professional
40 JOB FAMILY
40 Administration
43 Communications
46 Customer Service
49 Engineering
52 Finance
55 General Management
58 Human Resources
61 Information Technology
64 Legal
67 Production
70 Project Management
73 Quality Management
76 Sales
79 Supply Chain
82 ASIA PACIFIC
83 REGIONAL SUMMARY
86 CAREER LEVEL
86 Executive
90 Manager
94 Team Leader
98 Senior Professional
102 Experienced Professional
106 Para-professional
110 JOB FAMILY
110 Administration
116 Communications
122 Customer Service
128 Engineering
134 Finance
140 General Management
146 Human Resources
152 Information Technology
158 Legal
164 Production
170 Project Management
176 Quality Management
182 Sales
188 Supply Chain
194 EUROPE MIDDLE EAST AND AFRICA
195 REGIONAL SUMMARY
198 CAREER LEVEL
198 Executive
204 Manager
210 Team Leader
216 Senior Professional
222 Experienced Professional
228 Para-professional
234 JOB FAMILY
234 Administration
243 Communications
252 Customer Service
261 Engineering
270 Finance
279 General Management
288 Human Resources
297 Information Technology
306 Legal
315 Production
324 Project Management
333 Quality Management
342 Sales
351 Supply Chain
SAMPLE
GLO
BAL
PUBL
ICAT
ION
S
Stay ahead of todayrsquos 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 imercercomglobal for more information
G E T E V E R Y T H I N G I N O N E P L A C ESubscribe to the Talent All Accessreg Portal for exclusive access to online tools and all of our publications Schedule a demo with a Mercer representative to discussa subscription
Exclusive to Talent All Accessreg subscribers Not included in Talent All Accessreg
H E A LT H amp 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 amp Employment Guidelines
Vacation and Other Leave Policies Around the World
Vacation and Other Leave Industry Scorecard
Car Benefit Policies mdash Global Industry Findings
Severance Pay Policies Around the World
Severance Pay Policies Industry Scorecard
W O R K F O R C E amp C A R E E R S
Global Compensation Planning
Global Compensation Planning 20 Year Look Back
Global Pay Summary
Salary Movement Snapshot
Incentives Around the World
Workforce Turnover Around the World
Short-term Incentive Trends mdash A 10 Year Review
New Graduate Starting Salaries
H A N D B O O K S amp G U I D E S
Compensation Handbook
Global Mobility Handbook
HR Guide to Doing Business
HR Management Terms
HR Atlas
ORDER ONLINE
Short-Term Incentives Around the World
SAMPLE
G R A D I E N T PAY While trend lines indicate that more and more employees are eligible for STIs there is still a hierarchy to these compensation schemes Notably employers are more likely to offer STIs to individuals at senior career levels (such as professional or management positions) than other employees Moreover individuals in some career tracks mdash notably those with a direct impact on corporate or office performance mdash are more likely to be eligible for STIs than others In practice this means that sales and production employees are more likely to derive a high proportion of their total compensation from STIs than those serving in administrative or customer service roles
W H AT rsquo S I N A S T I There are many forms of short-term incentives but generally they are any payment over a 12-month period that is associated with individual team andor corporate performance Popular types of STI include bonuses individual incentive plans and teamunit performance incentives They are frequently linked to profitability or revenue growth and achievement of overall company goals determines the size of the company bonus pool STIs are often capped at a fixed amount or percentage of annual base salary (ABS) By capping these payments HR and business managers can prevent runaway expenses while achieving higher performance
I N T R O D U C T I O N
Multinational corporations small firms and organizations around the world all face the same problem motivating their employees to contribute to the grouprsquos success Although base salary serves as compensation for an individualrsquos time and efforts many employees may regard this transaction as a given and neglect to make their employerrsquos objectives their own In an effort to more closely align individual goals with the organizationrsquos many employers offer short-term incentives (STIs) that reward employees for performance that is above or beyond their expectations Although these incentive programs once were reserved for sales personnel and other employees that have a high impact on company success STIs increasingly are available to all types of employees
Short-term incentives also are responsive to market conditions For instance companies in highly competitive markets are more likely offer generous STIs in order to drive employee and company performance while those in stable or saturated markets may be less concerned with aggressive growth strategies
C O N S I D E R AT I O N SHR and business managers should consider the following questions when creating a short-term incentive program
What types of employees would benefit most from STIs
Should I restrict the total value of STIs available to a single employee in one year
How should I discern between high-performing and low-performing employees when distributing STIs
What factors should I use when determining the impact an individual has on company success
SAMPLE
R E P O R T S T R U C T U R EThe 2019 Incentives Around the World publication provides human resource (HR) and business managers with up-to-date information on short-term incentive figures and strategies This publication offers market-level data on the provision of short-term incentives for six distinct career levels across 16 job families as well as the target and actual payout for this type of compensation It also provides regional comparisons and three-year trends to help decision makers understand what the future may hold and anticipate market changes
The report collates data from 102 markets in 83 countries and offers a unique insight critical to any business looking to devise a sound and competitive compensation program
The report includes the following sections
S U M M A R Y O F K E Y F I N D I N G SThis section serves as an executive summary for those looking for Mercerrsquos insights and observations it provides high-level trends market comparisons and other analysis The following topics are included
Incentives by career level
Incentives by job family
R E G I O N A L R E S U LT SThis section includes a regional summary and market specific data for those HR professionals looking for more targeted data on an individual topic It provides market level data including the percentage of employees receiving STI and the actual and target STI as a percentage of base salary This section also offers the following insights for each market
Regional summary provides data by career level for short-term sales and long-term incentives
Each job family provides data by career level for short-term incentives
A B O U T T H I S R E P O R TThis section delineates the methods used in the report and lists key definitions
Methodology includes data sources used to compile this report and other details on calculations and assumptions
Glossary provides definitions for many of the terms used throughout this report as well as other HR related terms
SAMPLE
R E A D I N G T H I S R E P O R T
MARKETSHORT-TERM INCENTIVE SALES INCENTIVE
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
REGION AVERAGE 73 405 406 84 139 405 406 84
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 104 ndash 250 78 104 ndash 250 78
MEXICO 149 270 261 89 149 270 261 89
PANAMA 126 164 270 87 126 164 270 87
PERU 163 298 293 102 163 298 293 102
UNITED STATES 131 457 459 72 131 457 459 72
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 126 164 270 87 126 164 270 87
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
C A R E E R L E V E L
S H O R T - T E R M S A L E S A N D L O N G - T E R M I N C E N T I V E SE X E C U T I V EThe first page of each region
section provides a quick reference summary table
SAMPLE DATA
Throughout the report data relating to the percentage of employees receiving a STI are colored purple ldquoActualrdquo data are orange and ldquoTargetrdquo data are blue
SAMPLE
R E A D I N G T H I S R E P O R T
J O B FA M I LY
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETEXECUTIVE MANAGER
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N
This section provides detailed data by job family and career level
A dash indicates that insufficient data are available to report the statistic
SAMPLE DATA
The figures in the Actual and Target columns represent a percentage of base salary
The number in blue is the highest in the column
The number in red is the lowest in the column
The figure in this column is indicating the prevalence of STI for each market and career level ie the percentage of employees receiving an incentive
SAMPLE
R E G I O N
SAMPLE
R E G I O N A L S U M M A R YThe analysis and results in this report are based on the data from the companies surveyed In some cases data do not cover full three years or is sparse for some positions or career levels
The following tables and charts provide data on eligibility (represented by percentage of employees receiving incentives) and incentive award levels (incentive as a percentage of base salary) for employees in different career levels in the Americas
Eligibility to receive STIs varies with career level a higher percentage of employees in the executive level (73) are eligible to receive incentives as compared to those at the management level In most American markets the actual (median of base salary) incentives received by executives is more than five times higher than para-professionals
The following chart presents the combined data of the overall prevalence of incentives and incentives as a percentage of annual base salary for employees in the Americas
Incentive eligibility and incentive payouts vary across countriesThis section presents the information on annual incentives for each market further refined by career levels and job family
K E Y F I N D I N G SDis ma que veritem perferu ptatincta voluptur
Debis et harumque cuptas ea quid ut vent lam apedi te parum ariorer iorite molorem fugiat
Occum es am necuptas dolorporrum ant abo Lori vit optas res rehendi ut et fugia quiatectus am quae volumendis accate et et quam labor ma sapicid quaspedios estiis doluptum volupta tustrunt
Am evelestecto volorem ut as suntiumquunt mintus num nis dis modisin et abor ma eturioreium ratem ut explandandel ius sernatquam que poribus solutat ioresseni quis est dit quiati as mollupt atibus quid exerro berchic temquibus volorpore sed mint adignimodi cum liciisquam qui odis ipsum aut faciundae Ut illibus aruntio necestibus
Lupti conseque nus anderfe rfernatur Qui aciis niendest acia et quiaspe prescid ullorem ex enem ut perem quasi aut fugiate parumqu iscillut ipsae volo quias mintin res sedit mincte lique numet eatus
Urerum ist aut ut andaes di volorpor magnam facepudistia sae dit am dit enim eatur
Udionse nienis seceper itatectae venitem faccumquodi bersperum invenit atatum nis nam
SAMPLE
S H O R T - T E R M I N C E N T I V EP E R C E N TA G E E L I G I B L E R E C E I V I N G A C T U A L A N D TA R G E T B Y C A R E E R L E V E L
S A L E S I N C E N T I V EP E R C E N TA G E E L I G I B L E R E C E I V I N G A C T U A L A N D TA R G E T B Y C A R E E R L E V E L
Receiving ( of eligible employees)
Eligibility ( of employees)
Actual(median of base salary)
Target(median of base salary)
R E G I O N A L S U M M A R Y
Receiving ( of eligible employees)
Eligibility ( of employees)
Actual(median of base salary)
Target(median of base salary)
73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41
SENIOR PROFESSIONAL
EXPERIENCED PROFESSIONAL
PARA-PROFESSIONAL
EXECUTIVE MANAGER TEAM LEADER
73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41
SENIOR PROFESSIONAL
EXPERIENCED PROFESSIONAL
PARA-PROFESSIONAL
EXECUTIVE MANAGER TEAM LEADERSAMPLE
L O N G - T E R M I N C E N T I V EP E R C E N TA G E E L I G I B L E R E C E I V I N G A C T U A L B Y C A R E E R L E V E L
Receiving ( of eligible employees)
Eligibility ( of employees)
Actual(Black Scholes Method)
Actual(Accounting Cost Method)
R E G I O N A L S U M M A R Y
73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41
SENIOR PROFESSIONAL
EXPERIENCED PROFESSIONAL
PARA-PROFESSIONAL
EXECUTIVE MANAGER TEAM LEADER
SAMPLE
MARKETSHORT-TERM INCENTIVE SALES INCENTIVE
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
REGION AVERAGE 73 405 406 84 139 405 406 84
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 104 ndash 250 78 104 ndash 250 78
MEXICO 149 270 261 89 149 270 261 89
PANAMA 126 164 270 87 126 164 270 87
PERU 163 298 293 102 163 298 293 102
UNITED STATES 131 457 459 72 131 457 459 72
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 126 164 270 87 126 164 270 87
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
C A R E E R L E V E L
S H O R T - T E R M S A L E S A N D L O N G - T E R M I N C E N T I V E SE X E C U T I V E
SAMPLE
C A R E E R L E V E L
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual Black Scholes and Actual Accounting Cost represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
S H O R T - T E R M S A L E S A N D L O N G - T E R M I N C E N T I V E SE X E C U T I V E C O N T I N U E D
MARKETLONG-TERM INCENTIVE
ELIGIBLE RECEIVING ACTUAL BLACK SCHOLES
ACTUAL ACCOUNTING COST
REGION AVERAGE 73 405 406 84
ARGENTINA 142 264 307 89
BRAZIL 156 286 321 88
CANADA 156 430 397 103
CHILE 177 331 370 126
COLOMBIA 149 293 285 94
COSTA RICA 137 327 230 88
GUATEMALA 104 ndash 250 78
MEXICO 149 270 261 89
PANAMA 126 164 270 87
PERU 163 298 293 102
UNITED STATES 131 457 459 72
URUGUAY 163 298 293 102
VENEZUELA 126 164 270 87
SAMPLE
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETEXECUTIVE MANAGER
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
J O B FA M I LY
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N
SAMPLE
J O B FA M I LY
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N C O N T I N U E D
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETTEAM LEADER SENIOR PROFESSIONAL
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
SAMPLE
J O B FA M I LY
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N C O N T I N U E D
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETEXPERIENCED PROFESSIONAL PARA-PROFESSIONAL
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
SAMPLE
A B O U T T H I SR E P O R T
SAMPLE
A B O U T T H I S R E P O R T
MET
HO
DO
LOG
Y
M E T H O D O L O G YThis section provides information on the methods of collecting collating and analysing 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
D ATA P R O C E S SS TAT I S T I C S The following statistics are presented in this publication
Median The data point that is higher than 50 of all other data in the sample when ranked from low to high Also known as the 50th percentile
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 ldquondashrdquo 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 Mercerrsquos surveys statistics have been ldquomaskedrdquo by displaying an endash or ldquondashrdquo 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 four data points are required to report the median
D ATA A N A LY S I S This publication uses job-level STI data sourced from Mercerrsquos Total Remuneration Surveys (TRS) to calculate STI prevalence rates STI actual incentives (as a percentage of base salary) and STI target incentive (as a percentage of base salary)
Organisation-weighted average data are used to calculate the STI prevalence rates and STI actual and target incentives as a percentage of base salary
The averages are calculated using the number of observations of annual base salary with a threshold value greater than or equal to eight organisations
Throughout the report the ldquotargetrdquo is the expected STI percentage for the current performance year while ldquoactualrdquo is the STI amount paid for the most recently completed performance year
The ldquopercentage receivingrdquo indicates the percentage of all employees that received a short-term incentive
SAMPLE
A B O U T M E R C E R Mercer delivers advice and technology-driven solutions that help organizations meet the health wealth and career needs of a changing workforce Mercerrsquos more than 23000 employees are based in 44 countries and the firm operates in over 130 countries Mercer is a wholly owned subsidiary of Marsh amp McLennan Companies (NYSE MMC) the leading global professional services firm in the areas of risk strategy and people With nearly 65000 colleagues and annual revenue over $14 billion Marsh amp McLennan helps clients navigate an increasingly dynamic and complex environment Marsh amp 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 wwwmercercom Follow Mercer on Twitter Mercer
SAMPLE
For further information please contact your local Mercer office or visit our website at wwwimercercom
Copyright 2019 Mercer LLC All rights reserved 19-IAW-SAMPLE
SAMPLE
- Table of Contents
- Global Publications
- Introduction
-
- Report Structure
-
- Region
-
- Regional Summary
- Career Level
- Job Family
-
- About this Report
-
TABL
E O
F C
ON
TEN
TS
1 TALENT ALL ACCESSreg
4 INTRODUCTION5 Report Structure
6 Reading this Report
9 SUMMARY OF KEY FINDINGS
11 How Do Incentives Vary By Career Level
18 How Do Incentives Vary By Job Family
360 ABOUT THIS REPORT361 Methodology
368 Glossary
378 ABOUT MERCER
24 AMERICAS
25 REGIONAL SUMMARY
28 CAREER LEVEL
28 Executive
30 Manager
32 Team Leader
34 Senior Professional
36 Experienced Professional
38 Para-professional
40 JOB FAMILY
40 Administration
43 Communications
46 Customer Service
49 Engineering
52 Finance
55 General Management
58 Human Resources
61 Information Technology
64 Legal
67 Production
70 Project Management
73 Quality Management
76 Sales
79 Supply Chain
82 ASIA PACIFIC
83 REGIONAL SUMMARY
86 CAREER LEVEL
86 Executive
90 Manager
94 Team Leader
98 Senior Professional
102 Experienced Professional
106 Para-professional
110 JOB FAMILY
110 Administration
116 Communications
122 Customer Service
128 Engineering
134 Finance
140 General Management
146 Human Resources
152 Information Technology
158 Legal
164 Production
170 Project Management
176 Quality Management
182 Sales
188 Supply Chain
194 EUROPE MIDDLE EAST AND AFRICA
195 REGIONAL SUMMARY
198 CAREER LEVEL
198 Executive
204 Manager
210 Team Leader
216 Senior Professional
222 Experienced Professional
228 Para-professional
234 JOB FAMILY
234 Administration
243 Communications
252 Customer Service
261 Engineering
270 Finance
279 General Management
288 Human Resources
297 Information Technology
306 Legal
315 Production
324 Project Management
333 Quality Management
342 Sales
351 Supply Chain
SAMPLE
GLO
BAL
PUBL
ICAT
ION
S
Stay ahead of todayrsquos 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 imercercomglobal for more information
G E T E V E R Y T H I N G I N O N E P L A C ESubscribe to the Talent All Accessreg Portal for exclusive access to online tools and all of our publications Schedule a demo with a Mercer representative to discussa subscription
Exclusive to Talent All Accessreg subscribers Not included in Talent All Accessreg
H E A LT H amp 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 amp Employment Guidelines
Vacation and Other Leave Policies Around the World
Vacation and Other Leave Industry Scorecard
Car Benefit Policies mdash Global Industry Findings
Severance Pay Policies Around the World
Severance Pay Policies Industry Scorecard
W O R K F O R C E amp C A R E E R S
Global Compensation Planning
Global Compensation Planning 20 Year Look Back
Global Pay Summary
Salary Movement Snapshot
Incentives Around the World
Workforce Turnover Around the World
Short-term Incentive Trends mdash A 10 Year Review
New Graduate Starting Salaries
H A N D B O O K S amp G U I D E S
Compensation Handbook
Global Mobility Handbook
HR Guide to Doing Business
HR Management Terms
HR Atlas
ORDER ONLINE
Short-Term Incentives Around the World
SAMPLE
G R A D I E N T PAY While trend lines indicate that more and more employees are eligible for STIs there is still a hierarchy to these compensation schemes Notably employers are more likely to offer STIs to individuals at senior career levels (such as professional or management positions) than other employees Moreover individuals in some career tracks mdash notably those with a direct impact on corporate or office performance mdash are more likely to be eligible for STIs than others In practice this means that sales and production employees are more likely to derive a high proportion of their total compensation from STIs than those serving in administrative or customer service roles
W H AT rsquo S I N A S T I There are many forms of short-term incentives but generally they are any payment over a 12-month period that is associated with individual team andor corporate performance Popular types of STI include bonuses individual incentive plans and teamunit performance incentives They are frequently linked to profitability or revenue growth and achievement of overall company goals determines the size of the company bonus pool STIs are often capped at a fixed amount or percentage of annual base salary (ABS) By capping these payments HR and business managers can prevent runaway expenses while achieving higher performance
I N T R O D U C T I O N
Multinational corporations small firms and organizations around the world all face the same problem motivating their employees to contribute to the grouprsquos success Although base salary serves as compensation for an individualrsquos time and efforts many employees may regard this transaction as a given and neglect to make their employerrsquos objectives their own In an effort to more closely align individual goals with the organizationrsquos many employers offer short-term incentives (STIs) that reward employees for performance that is above or beyond their expectations Although these incentive programs once were reserved for sales personnel and other employees that have a high impact on company success STIs increasingly are available to all types of employees
Short-term incentives also are responsive to market conditions For instance companies in highly competitive markets are more likely offer generous STIs in order to drive employee and company performance while those in stable or saturated markets may be less concerned with aggressive growth strategies
C O N S I D E R AT I O N SHR and business managers should consider the following questions when creating a short-term incentive program
What types of employees would benefit most from STIs
Should I restrict the total value of STIs available to a single employee in one year
How should I discern between high-performing and low-performing employees when distributing STIs
What factors should I use when determining the impact an individual has on company success
SAMPLE
R E P O R T S T R U C T U R EThe 2019 Incentives Around the World publication provides human resource (HR) and business managers with up-to-date information on short-term incentive figures and strategies This publication offers market-level data on the provision of short-term incentives for six distinct career levels across 16 job families as well as the target and actual payout for this type of compensation It also provides regional comparisons and three-year trends to help decision makers understand what the future may hold and anticipate market changes
The report collates data from 102 markets in 83 countries and offers a unique insight critical to any business looking to devise a sound and competitive compensation program
The report includes the following sections
S U M M A R Y O F K E Y F I N D I N G SThis section serves as an executive summary for those looking for Mercerrsquos insights and observations it provides high-level trends market comparisons and other analysis The following topics are included
Incentives by career level
Incentives by job family
R E G I O N A L R E S U LT SThis section includes a regional summary and market specific data for those HR professionals looking for more targeted data on an individual topic It provides market level data including the percentage of employees receiving STI and the actual and target STI as a percentage of base salary This section also offers the following insights for each market
Regional summary provides data by career level for short-term sales and long-term incentives
Each job family provides data by career level for short-term incentives
A B O U T T H I S R E P O R TThis section delineates the methods used in the report and lists key definitions
Methodology includes data sources used to compile this report and other details on calculations and assumptions
Glossary provides definitions for many of the terms used throughout this report as well as other HR related terms
SAMPLE
R E A D I N G T H I S R E P O R T
MARKETSHORT-TERM INCENTIVE SALES INCENTIVE
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
REGION AVERAGE 73 405 406 84 139 405 406 84
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 104 ndash 250 78 104 ndash 250 78
MEXICO 149 270 261 89 149 270 261 89
PANAMA 126 164 270 87 126 164 270 87
PERU 163 298 293 102 163 298 293 102
UNITED STATES 131 457 459 72 131 457 459 72
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 126 164 270 87 126 164 270 87
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
C A R E E R L E V E L
S H O R T - T E R M S A L E S A N D L O N G - T E R M I N C E N T I V E SE X E C U T I V EThe first page of each region
section provides a quick reference summary table
SAMPLE DATA
Throughout the report data relating to the percentage of employees receiving a STI are colored purple ldquoActualrdquo data are orange and ldquoTargetrdquo data are blue
SAMPLE
R E A D I N G T H I S R E P O R T
J O B FA M I LY
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETEXECUTIVE MANAGER
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N
This section provides detailed data by job family and career level
A dash indicates that insufficient data are available to report the statistic
SAMPLE DATA
The figures in the Actual and Target columns represent a percentage of base salary
The number in blue is the highest in the column
The number in red is the lowest in the column
The figure in this column is indicating the prevalence of STI for each market and career level ie the percentage of employees receiving an incentive
SAMPLE
R E G I O N
SAMPLE
R E G I O N A L S U M M A R YThe analysis and results in this report are based on the data from the companies surveyed In some cases data do not cover full three years or is sparse for some positions or career levels
The following tables and charts provide data on eligibility (represented by percentage of employees receiving incentives) and incentive award levels (incentive as a percentage of base salary) for employees in different career levels in the Americas
Eligibility to receive STIs varies with career level a higher percentage of employees in the executive level (73) are eligible to receive incentives as compared to those at the management level In most American markets the actual (median of base salary) incentives received by executives is more than five times higher than para-professionals
The following chart presents the combined data of the overall prevalence of incentives and incentives as a percentage of annual base salary for employees in the Americas
Incentive eligibility and incentive payouts vary across countriesThis section presents the information on annual incentives for each market further refined by career levels and job family
K E Y F I N D I N G SDis ma que veritem perferu ptatincta voluptur
Debis et harumque cuptas ea quid ut vent lam apedi te parum ariorer iorite molorem fugiat
Occum es am necuptas dolorporrum ant abo Lori vit optas res rehendi ut et fugia quiatectus am quae volumendis accate et et quam labor ma sapicid quaspedios estiis doluptum volupta tustrunt
Am evelestecto volorem ut as suntiumquunt mintus num nis dis modisin et abor ma eturioreium ratem ut explandandel ius sernatquam que poribus solutat ioresseni quis est dit quiati as mollupt atibus quid exerro berchic temquibus volorpore sed mint adignimodi cum liciisquam qui odis ipsum aut faciundae Ut illibus aruntio necestibus
Lupti conseque nus anderfe rfernatur Qui aciis niendest acia et quiaspe prescid ullorem ex enem ut perem quasi aut fugiate parumqu iscillut ipsae volo quias mintin res sedit mincte lique numet eatus
Urerum ist aut ut andaes di volorpor magnam facepudistia sae dit am dit enim eatur
Udionse nienis seceper itatectae venitem faccumquodi bersperum invenit atatum nis nam
SAMPLE
S H O R T - T E R M I N C E N T I V EP E R C E N TA G E E L I G I B L E R E C E I V I N G A C T U A L A N D TA R G E T B Y C A R E E R L E V E L
S A L E S I N C E N T I V EP E R C E N TA G E E L I G I B L E R E C E I V I N G A C T U A L A N D TA R G E T B Y C A R E E R L E V E L
Receiving ( of eligible employees)
Eligibility ( of employees)
Actual(median of base salary)
Target(median of base salary)
R E G I O N A L S U M M A R Y
Receiving ( of eligible employees)
Eligibility ( of employees)
Actual(median of base salary)
Target(median of base salary)
73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41
SENIOR PROFESSIONAL
EXPERIENCED PROFESSIONAL
PARA-PROFESSIONAL
EXECUTIVE MANAGER TEAM LEADER
73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41
SENIOR PROFESSIONAL
EXPERIENCED PROFESSIONAL
PARA-PROFESSIONAL
EXECUTIVE MANAGER TEAM LEADERSAMPLE
L O N G - T E R M I N C E N T I V EP E R C E N TA G E E L I G I B L E R E C E I V I N G A C T U A L B Y C A R E E R L E V E L
Receiving ( of eligible employees)
Eligibility ( of employees)
Actual(Black Scholes Method)
Actual(Accounting Cost Method)
R E G I O N A L S U M M A R Y
73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41
SENIOR PROFESSIONAL
EXPERIENCED PROFESSIONAL
PARA-PROFESSIONAL
EXECUTIVE MANAGER TEAM LEADER
SAMPLE
MARKETSHORT-TERM INCENTIVE SALES INCENTIVE
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
REGION AVERAGE 73 405 406 84 139 405 406 84
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 104 ndash 250 78 104 ndash 250 78
MEXICO 149 270 261 89 149 270 261 89
PANAMA 126 164 270 87 126 164 270 87
PERU 163 298 293 102 163 298 293 102
UNITED STATES 131 457 459 72 131 457 459 72
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 126 164 270 87 126 164 270 87
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
C A R E E R L E V E L
S H O R T - T E R M S A L E S A N D L O N G - T E R M I N C E N T I V E SE X E C U T I V E
SAMPLE
C A R E E R L E V E L
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual Black Scholes and Actual Accounting Cost represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
S H O R T - T E R M S A L E S A N D L O N G - T E R M I N C E N T I V E SE X E C U T I V E C O N T I N U E D
MARKETLONG-TERM INCENTIVE
ELIGIBLE RECEIVING ACTUAL BLACK SCHOLES
ACTUAL ACCOUNTING COST
REGION AVERAGE 73 405 406 84
ARGENTINA 142 264 307 89
BRAZIL 156 286 321 88
CANADA 156 430 397 103
CHILE 177 331 370 126
COLOMBIA 149 293 285 94
COSTA RICA 137 327 230 88
GUATEMALA 104 ndash 250 78
MEXICO 149 270 261 89
PANAMA 126 164 270 87
PERU 163 298 293 102
UNITED STATES 131 457 459 72
URUGUAY 163 298 293 102
VENEZUELA 126 164 270 87
SAMPLE
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETEXECUTIVE MANAGER
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
J O B FA M I LY
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N
SAMPLE
J O B FA M I LY
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N C O N T I N U E D
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETTEAM LEADER SENIOR PROFESSIONAL
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
SAMPLE
J O B FA M I LY
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N C O N T I N U E D
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETEXPERIENCED PROFESSIONAL PARA-PROFESSIONAL
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
SAMPLE
A B O U T T H I SR E P O R T
SAMPLE
A B O U T T H I S R E P O R T
MET
HO
DO
LOG
Y
M E T H O D O L O G YThis section provides information on the methods of collecting collating and analysing 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
D ATA P R O C E S SS TAT I S T I C S The following statistics are presented in this publication
Median The data point that is higher than 50 of all other data in the sample when ranked from low to high Also known as the 50th percentile
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 ldquondashrdquo 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 Mercerrsquos surveys statistics have been ldquomaskedrdquo by displaying an endash or ldquondashrdquo 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 four data points are required to report the median
D ATA A N A LY S I S This publication uses job-level STI data sourced from Mercerrsquos Total Remuneration Surveys (TRS) to calculate STI prevalence rates STI actual incentives (as a percentage of base salary) and STI target incentive (as a percentage of base salary)
Organisation-weighted average data are used to calculate the STI prevalence rates and STI actual and target incentives as a percentage of base salary
The averages are calculated using the number of observations of annual base salary with a threshold value greater than or equal to eight organisations
Throughout the report the ldquotargetrdquo is the expected STI percentage for the current performance year while ldquoactualrdquo is the STI amount paid for the most recently completed performance year
The ldquopercentage receivingrdquo indicates the percentage of all employees that received a short-term incentive
SAMPLE
A B O U T M E R C E R Mercer delivers advice and technology-driven solutions that help organizations meet the health wealth and career needs of a changing workforce Mercerrsquos more than 23000 employees are based in 44 countries and the firm operates in over 130 countries Mercer is a wholly owned subsidiary of Marsh amp McLennan Companies (NYSE MMC) the leading global professional services firm in the areas of risk strategy and people With nearly 65000 colleagues and annual revenue over $14 billion Marsh amp McLennan helps clients navigate an increasingly dynamic and complex environment Marsh amp 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 wwwmercercom Follow Mercer on Twitter Mercer
SAMPLE
For further information please contact your local Mercer office or visit our website at wwwimercercom
Copyright 2019 Mercer LLC All rights reserved 19-IAW-SAMPLE
SAMPLE
- Table of Contents
- Global Publications
- Introduction
-
- Report Structure
-
- Region
-
- Regional Summary
- Career Level
- Job Family
-
- About this Report
-
GLO
BAL
PUBL
ICAT
ION
S
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Exclusive to Talent All Accessreg subscribers Not included in Talent All Accessreg
H E A LT H amp 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 amp Employment Guidelines
Vacation and Other Leave Policies Around the World
Vacation and Other Leave Industry Scorecard
Car Benefit Policies mdash Global Industry Findings
Severance Pay Policies Around the World
Severance Pay Policies Industry Scorecard
W O R K F O R C E amp C A R E E R S
Global Compensation Planning
Global Compensation Planning 20 Year Look Back
Global Pay Summary
Salary Movement Snapshot
Incentives Around the World
Workforce Turnover Around the World
Short-term Incentive Trends mdash A 10 Year Review
New Graduate Starting Salaries
H A N D B O O K S amp G U I D E S
Compensation Handbook
Global Mobility Handbook
HR Guide to Doing Business
HR Management Terms
HR Atlas
ORDER ONLINE
Short-Term Incentives Around the World
SAMPLE
G R A D I E N T PAY While trend lines indicate that more and more employees are eligible for STIs there is still a hierarchy to these compensation schemes Notably employers are more likely to offer STIs to individuals at senior career levels (such as professional or management positions) than other employees Moreover individuals in some career tracks mdash notably those with a direct impact on corporate or office performance mdash are more likely to be eligible for STIs than others In practice this means that sales and production employees are more likely to derive a high proportion of their total compensation from STIs than those serving in administrative or customer service roles
W H AT rsquo S I N A S T I There are many forms of short-term incentives but generally they are any payment over a 12-month period that is associated with individual team andor corporate performance Popular types of STI include bonuses individual incentive plans and teamunit performance incentives They are frequently linked to profitability or revenue growth and achievement of overall company goals determines the size of the company bonus pool STIs are often capped at a fixed amount or percentage of annual base salary (ABS) By capping these payments HR and business managers can prevent runaway expenses while achieving higher performance
I N T R O D U C T I O N
Multinational corporations small firms and organizations around the world all face the same problem motivating their employees to contribute to the grouprsquos success Although base salary serves as compensation for an individualrsquos time and efforts many employees may regard this transaction as a given and neglect to make their employerrsquos objectives their own In an effort to more closely align individual goals with the organizationrsquos many employers offer short-term incentives (STIs) that reward employees for performance that is above or beyond their expectations Although these incentive programs once were reserved for sales personnel and other employees that have a high impact on company success STIs increasingly are available to all types of employees
Short-term incentives also are responsive to market conditions For instance companies in highly competitive markets are more likely offer generous STIs in order to drive employee and company performance while those in stable or saturated markets may be less concerned with aggressive growth strategies
C O N S I D E R AT I O N SHR and business managers should consider the following questions when creating a short-term incentive program
What types of employees would benefit most from STIs
Should I restrict the total value of STIs available to a single employee in one year
How should I discern between high-performing and low-performing employees when distributing STIs
What factors should I use when determining the impact an individual has on company success
SAMPLE
R E P O R T S T R U C T U R EThe 2019 Incentives Around the World publication provides human resource (HR) and business managers with up-to-date information on short-term incentive figures and strategies This publication offers market-level data on the provision of short-term incentives for six distinct career levels across 16 job families as well as the target and actual payout for this type of compensation It also provides regional comparisons and three-year trends to help decision makers understand what the future may hold and anticipate market changes
The report collates data from 102 markets in 83 countries and offers a unique insight critical to any business looking to devise a sound and competitive compensation program
The report includes the following sections
S U M M A R Y O F K E Y F I N D I N G SThis section serves as an executive summary for those looking for Mercerrsquos insights and observations it provides high-level trends market comparisons and other analysis The following topics are included
Incentives by career level
Incentives by job family
R E G I O N A L R E S U LT SThis section includes a regional summary and market specific data for those HR professionals looking for more targeted data on an individual topic It provides market level data including the percentage of employees receiving STI and the actual and target STI as a percentage of base salary This section also offers the following insights for each market
Regional summary provides data by career level for short-term sales and long-term incentives
Each job family provides data by career level for short-term incentives
A B O U T T H I S R E P O R TThis section delineates the methods used in the report and lists key definitions
Methodology includes data sources used to compile this report and other details on calculations and assumptions
Glossary provides definitions for many of the terms used throughout this report as well as other HR related terms
SAMPLE
R E A D I N G T H I S R E P O R T
MARKETSHORT-TERM INCENTIVE SALES INCENTIVE
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
REGION AVERAGE 73 405 406 84 139 405 406 84
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 104 ndash 250 78 104 ndash 250 78
MEXICO 149 270 261 89 149 270 261 89
PANAMA 126 164 270 87 126 164 270 87
PERU 163 298 293 102 163 298 293 102
UNITED STATES 131 457 459 72 131 457 459 72
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 126 164 270 87 126 164 270 87
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
C A R E E R L E V E L
S H O R T - T E R M S A L E S A N D L O N G - T E R M I N C E N T I V E SE X E C U T I V EThe first page of each region
section provides a quick reference summary table
SAMPLE DATA
Throughout the report data relating to the percentage of employees receiving a STI are colored purple ldquoActualrdquo data are orange and ldquoTargetrdquo data are blue
SAMPLE
R E A D I N G T H I S R E P O R T
J O B FA M I LY
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETEXECUTIVE MANAGER
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N
This section provides detailed data by job family and career level
A dash indicates that insufficient data are available to report the statistic
SAMPLE DATA
The figures in the Actual and Target columns represent a percentage of base salary
The number in blue is the highest in the column
The number in red is the lowest in the column
The figure in this column is indicating the prevalence of STI for each market and career level ie the percentage of employees receiving an incentive
SAMPLE
R E G I O N
SAMPLE
R E G I O N A L S U M M A R YThe analysis and results in this report are based on the data from the companies surveyed In some cases data do not cover full three years or is sparse for some positions or career levels
The following tables and charts provide data on eligibility (represented by percentage of employees receiving incentives) and incentive award levels (incentive as a percentage of base salary) for employees in different career levels in the Americas
Eligibility to receive STIs varies with career level a higher percentage of employees in the executive level (73) are eligible to receive incentives as compared to those at the management level In most American markets the actual (median of base salary) incentives received by executives is more than five times higher than para-professionals
The following chart presents the combined data of the overall prevalence of incentives and incentives as a percentage of annual base salary for employees in the Americas
Incentive eligibility and incentive payouts vary across countriesThis section presents the information on annual incentives for each market further refined by career levels and job family
K E Y F I N D I N G SDis ma que veritem perferu ptatincta voluptur
Debis et harumque cuptas ea quid ut vent lam apedi te parum ariorer iorite molorem fugiat
Occum es am necuptas dolorporrum ant abo Lori vit optas res rehendi ut et fugia quiatectus am quae volumendis accate et et quam labor ma sapicid quaspedios estiis doluptum volupta tustrunt
Am evelestecto volorem ut as suntiumquunt mintus num nis dis modisin et abor ma eturioreium ratem ut explandandel ius sernatquam que poribus solutat ioresseni quis est dit quiati as mollupt atibus quid exerro berchic temquibus volorpore sed mint adignimodi cum liciisquam qui odis ipsum aut faciundae Ut illibus aruntio necestibus
Lupti conseque nus anderfe rfernatur Qui aciis niendest acia et quiaspe prescid ullorem ex enem ut perem quasi aut fugiate parumqu iscillut ipsae volo quias mintin res sedit mincte lique numet eatus
Urerum ist aut ut andaes di volorpor magnam facepudistia sae dit am dit enim eatur
Udionse nienis seceper itatectae venitem faccumquodi bersperum invenit atatum nis nam
SAMPLE
S H O R T - T E R M I N C E N T I V EP E R C E N TA G E E L I G I B L E R E C E I V I N G A C T U A L A N D TA R G E T B Y C A R E E R L E V E L
S A L E S I N C E N T I V EP E R C E N TA G E E L I G I B L E R E C E I V I N G A C T U A L A N D TA R G E T B Y C A R E E R L E V E L
Receiving ( of eligible employees)
Eligibility ( of employees)
Actual(median of base salary)
Target(median of base salary)
R E G I O N A L S U M M A R Y
Receiving ( of eligible employees)
Eligibility ( of employees)
Actual(median of base salary)
Target(median of base salary)
73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41
SENIOR PROFESSIONAL
EXPERIENCED PROFESSIONAL
PARA-PROFESSIONAL
EXECUTIVE MANAGER TEAM LEADER
73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41
SENIOR PROFESSIONAL
EXPERIENCED PROFESSIONAL
PARA-PROFESSIONAL
EXECUTIVE MANAGER TEAM LEADERSAMPLE
L O N G - T E R M I N C E N T I V EP E R C E N TA G E E L I G I B L E R E C E I V I N G A C T U A L B Y C A R E E R L E V E L
Receiving ( of eligible employees)
Eligibility ( of employees)
Actual(Black Scholes Method)
Actual(Accounting Cost Method)
R E G I O N A L S U M M A R Y
73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41
SENIOR PROFESSIONAL
EXPERIENCED PROFESSIONAL
PARA-PROFESSIONAL
EXECUTIVE MANAGER TEAM LEADER
SAMPLE
MARKETSHORT-TERM INCENTIVE SALES INCENTIVE
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
REGION AVERAGE 73 405 406 84 139 405 406 84
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 104 ndash 250 78 104 ndash 250 78
MEXICO 149 270 261 89 149 270 261 89
PANAMA 126 164 270 87 126 164 270 87
PERU 163 298 293 102 163 298 293 102
UNITED STATES 131 457 459 72 131 457 459 72
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 126 164 270 87 126 164 270 87
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
C A R E E R L E V E L
S H O R T - T E R M S A L E S A N D L O N G - T E R M I N C E N T I V E SE X E C U T I V E
SAMPLE
C A R E E R L E V E L
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual Black Scholes and Actual Accounting Cost represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
S H O R T - T E R M S A L E S A N D L O N G - T E R M I N C E N T I V E SE X E C U T I V E C O N T I N U E D
MARKETLONG-TERM INCENTIVE
ELIGIBLE RECEIVING ACTUAL BLACK SCHOLES
ACTUAL ACCOUNTING COST
REGION AVERAGE 73 405 406 84
ARGENTINA 142 264 307 89
BRAZIL 156 286 321 88
CANADA 156 430 397 103
CHILE 177 331 370 126
COLOMBIA 149 293 285 94
COSTA RICA 137 327 230 88
GUATEMALA 104 ndash 250 78
MEXICO 149 270 261 89
PANAMA 126 164 270 87
PERU 163 298 293 102
UNITED STATES 131 457 459 72
URUGUAY 163 298 293 102
VENEZUELA 126 164 270 87
SAMPLE
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETEXECUTIVE MANAGER
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
J O B FA M I LY
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N
SAMPLE
J O B FA M I LY
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N C O N T I N U E D
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETTEAM LEADER SENIOR PROFESSIONAL
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
SAMPLE
J O B FA M I LY
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N C O N T I N U E D
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETEXPERIENCED PROFESSIONAL PARA-PROFESSIONAL
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
SAMPLE
A B O U T T H I SR E P O R T
SAMPLE
A B O U T T H I S R E P O R T
MET
HO
DO
LOG
Y
M E T H O D O L O G YThis section provides information on the methods of collecting collating and analysing 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
D ATA P R O C E S SS TAT I S T I C S The following statistics are presented in this publication
Median The data point that is higher than 50 of all other data in the sample when ranked from low to high Also known as the 50th percentile
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 ldquondashrdquo 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 Mercerrsquos surveys statistics have been ldquomaskedrdquo by displaying an endash or ldquondashrdquo 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 four data points are required to report the median
D ATA A N A LY S I S This publication uses job-level STI data sourced from Mercerrsquos Total Remuneration Surveys (TRS) to calculate STI prevalence rates STI actual incentives (as a percentage of base salary) and STI target incentive (as a percentage of base salary)
Organisation-weighted average data are used to calculate the STI prevalence rates and STI actual and target incentives as a percentage of base salary
The averages are calculated using the number of observations of annual base salary with a threshold value greater than or equal to eight organisations
Throughout the report the ldquotargetrdquo is the expected STI percentage for the current performance year while ldquoactualrdquo is the STI amount paid for the most recently completed performance year
The ldquopercentage receivingrdquo indicates the percentage of all employees that received a short-term incentive
SAMPLE
A B O U T M E R C E R Mercer delivers advice and technology-driven solutions that help organizations meet the health wealth and career needs of a changing workforce Mercerrsquos more than 23000 employees are based in 44 countries and the firm operates in over 130 countries Mercer is a wholly owned subsidiary of Marsh amp McLennan Companies (NYSE MMC) the leading global professional services firm in the areas of risk strategy and people With nearly 65000 colleagues and annual revenue over $14 billion Marsh amp McLennan helps clients navigate an increasingly dynamic and complex environment Marsh amp 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 wwwmercercom Follow Mercer on Twitter Mercer
SAMPLE
For further information please contact your local Mercer office or visit our website at wwwimercercom
Copyright 2019 Mercer LLC All rights reserved 19-IAW-SAMPLE
SAMPLE
- Table of Contents
- Global Publications
- Introduction
-
- Report Structure
-
- Region
-
- Regional Summary
- Career Level
- Job Family
-
- About this Report
-
G R A D I E N T PAY While trend lines indicate that more and more employees are eligible for STIs there is still a hierarchy to these compensation schemes Notably employers are more likely to offer STIs to individuals at senior career levels (such as professional or management positions) than other employees Moreover individuals in some career tracks mdash notably those with a direct impact on corporate or office performance mdash are more likely to be eligible for STIs than others In practice this means that sales and production employees are more likely to derive a high proportion of their total compensation from STIs than those serving in administrative or customer service roles
W H AT rsquo S I N A S T I There are many forms of short-term incentives but generally they are any payment over a 12-month period that is associated with individual team andor corporate performance Popular types of STI include bonuses individual incentive plans and teamunit performance incentives They are frequently linked to profitability or revenue growth and achievement of overall company goals determines the size of the company bonus pool STIs are often capped at a fixed amount or percentage of annual base salary (ABS) By capping these payments HR and business managers can prevent runaway expenses while achieving higher performance
I N T R O D U C T I O N
Multinational corporations small firms and organizations around the world all face the same problem motivating their employees to contribute to the grouprsquos success Although base salary serves as compensation for an individualrsquos time and efforts many employees may regard this transaction as a given and neglect to make their employerrsquos objectives their own In an effort to more closely align individual goals with the organizationrsquos many employers offer short-term incentives (STIs) that reward employees for performance that is above or beyond their expectations Although these incentive programs once were reserved for sales personnel and other employees that have a high impact on company success STIs increasingly are available to all types of employees
Short-term incentives also are responsive to market conditions For instance companies in highly competitive markets are more likely offer generous STIs in order to drive employee and company performance while those in stable or saturated markets may be less concerned with aggressive growth strategies
C O N S I D E R AT I O N SHR and business managers should consider the following questions when creating a short-term incentive program
What types of employees would benefit most from STIs
Should I restrict the total value of STIs available to a single employee in one year
How should I discern between high-performing and low-performing employees when distributing STIs
What factors should I use when determining the impact an individual has on company success
SAMPLE
R E P O R T S T R U C T U R EThe 2019 Incentives Around the World publication provides human resource (HR) and business managers with up-to-date information on short-term incentive figures and strategies This publication offers market-level data on the provision of short-term incentives for six distinct career levels across 16 job families as well as the target and actual payout for this type of compensation It also provides regional comparisons and three-year trends to help decision makers understand what the future may hold and anticipate market changes
The report collates data from 102 markets in 83 countries and offers a unique insight critical to any business looking to devise a sound and competitive compensation program
The report includes the following sections
S U M M A R Y O F K E Y F I N D I N G SThis section serves as an executive summary for those looking for Mercerrsquos insights and observations it provides high-level trends market comparisons and other analysis The following topics are included
Incentives by career level
Incentives by job family
R E G I O N A L R E S U LT SThis section includes a regional summary and market specific data for those HR professionals looking for more targeted data on an individual topic It provides market level data including the percentage of employees receiving STI and the actual and target STI as a percentage of base salary This section also offers the following insights for each market
Regional summary provides data by career level for short-term sales and long-term incentives
Each job family provides data by career level for short-term incentives
A B O U T T H I S R E P O R TThis section delineates the methods used in the report and lists key definitions
Methodology includes data sources used to compile this report and other details on calculations and assumptions
Glossary provides definitions for many of the terms used throughout this report as well as other HR related terms
SAMPLE
R E A D I N G T H I S R E P O R T
MARKETSHORT-TERM INCENTIVE SALES INCENTIVE
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
REGION AVERAGE 73 405 406 84 139 405 406 84
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 104 ndash 250 78 104 ndash 250 78
MEXICO 149 270 261 89 149 270 261 89
PANAMA 126 164 270 87 126 164 270 87
PERU 163 298 293 102 163 298 293 102
UNITED STATES 131 457 459 72 131 457 459 72
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 126 164 270 87 126 164 270 87
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
C A R E E R L E V E L
S H O R T - T E R M S A L E S A N D L O N G - T E R M I N C E N T I V E SE X E C U T I V EThe first page of each region
section provides a quick reference summary table
SAMPLE DATA
Throughout the report data relating to the percentage of employees receiving a STI are colored purple ldquoActualrdquo data are orange and ldquoTargetrdquo data are blue
SAMPLE
R E A D I N G T H I S R E P O R T
J O B FA M I LY
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETEXECUTIVE MANAGER
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N
This section provides detailed data by job family and career level
A dash indicates that insufficient data are available to report the statistic
SAMPLE DATA
The figures in the Actual and Target columns represent a percentage of base salary
The number in blue is the highest in the column
The number in red is the lowest in the column
The figure in this column is indicating the prevalence of STI for each market and career level ie the percentage of employees receiving an incentive
SAMPLE
R E G I O N
SAMPLE
R E G I O N A L S U M M A R YThe analysis and results in this report are based on the data from the companies surveyed In some cases data do not cover full three years or is sparse for some positions or career levels
The following tables and charts provide data on eligibility (represented by percentage of employees receiving incentives) and incentive award levels (incentive as a percentage of base salary) for employees in different career levels in the Americas
Eligibility to receive STIs varies with career level a higher percentage of employees in the executive level (73) are eligible to receive incentives as compared to those at the management level In most American markets the actual (median of base salary) incentives received by executives is more than five times higher than para-professionals
The following chart presents the combined data of the overall prevalence of incentives and incentives as a percentage of annual base salary for employees in the Americas
Incentive eligibility and incentive payouts vary across countriesThis section presents the information on annual incentives for each market further refined by career levels and job family
K E Y F I N D I N G SDis ma que veritem perferu ptatincta voluptur
Debis et harumque cuptas ea quid ut vent lam apedi te parum ariorer iorite molorem fugiat
Occum es am necuptas dolorporrum ant abo Lori vit optas res rehendi ut et fugia quiatectus am quae volumendis accate et et quam labor ma sapicid quaspedios estiis doluptum volupta tustrunt
Am evelestecto volorem ut as suntiumquunt mintus num nis dis modisin et abor ma eturioreium ratem ut explandandel ius sernatquam que poribus solutat ioresseni quis est dit quiati as mollupt atibus quid exerro berchic temquibus volorpore sed mint adignimodi cum liciisquam qui odis ipsum aut faciundae Ut illibus aruntio necestibus
Lupti conseque nus anderfe rfernatur Qui aciis niendest acia et quiaspe prescid ullorem ex enem ut perem quasi aut fugiate parumqu iscillut ipsae volo quias mintin res sedit mincte lique numet eatus
Urerum ist aut ut andaes di volorpor magnam facepudistia sae dit am dit enim eatur
Udionse nienis seceper itatectae venitem faccumquodi bersperum invenit atatum nis nam
SAMPLE
S H O R T - T E R M I N C E N T I V EP E R C E N TA G E E L I G I B L E R E C E I V I N G A C T U A L A N D TA R G E T B Y C A R E E R L E V E L
S A L E S I N C E N T I V EP E R C E N TA G E E L I G I B L E R E C E I V I N G A C T U A L A N D TA R G E T B Y C A R E E R L E V E L
Receiving ( of eligible employees)
Eligibility ( of employees)
Actual(median of base salary)
Target(median of base salary)
R E G I O N A L S U M M A R Y
Receiving ( of eligible employees)
Eligibility ( of employees)
Actual(median of base salary)
Target(median of base salary)
73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41
SENIOR PROFESSIONAL
EXPERIENCED PROFESSIONAL
PARA-PROFESSIONAL
EXECUTIVE MANAGER TEAM LEADER
73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41
SENIOR PROFESSIONAL
EXPERIENCED PROFESSIONAL
PARA-PROFESSIONAL
EXECUTIVE MANAGER TEAM LEADERSAMPLE
L O N G - T E R M I N C E N T I V EP E R C E N TA G E E L I G I B L E R E C E I V I N G A C T U A L B Y C A R E E R L E V E L
Receiving ( of eligible employees)
Eligibility ( of employees)
Actual(Black Scholes Method)
Actual(Accounting Cost Method)
R E G I O N A L S U M M A R Y
73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41
SENIOR PROFESSIONAL
EXPERIENCED PROFESSIONAL
PARA-PROFESSIONAL
EXECUTIVE MANAGER TEAM LEADER
SAMPLE
MARKETSHORT-TERM INCENTIVE SALES INCENTIVE
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
REGION AVERAGE 73 405 406 84 139 405 406 84
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 104 ndash 250 78 104 ndash 250 78
MEXICO 149 270 261 89 149 270 261 89
PANAMA 126 164 270 87 126 164 270 87
PERU 163 298 293 102 163 298 293 102
UNITED STATES 131 457 459 72 131 457 459 72
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 126 164 270 87 126 164 270 87
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
C A R E E R L E V E L
S H O R T - T E R M S A L E S A N D L O N G - T E R M I N C E N T I V E SE X E C U T I V E
SAMPLE
C A R E E R L E V E L
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual Black Scholes and Actual Accounting Cost represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
S H O R T - T E R M S A L E S A N D L O N G - T E R M I N C E N T I V E SE X E C U T I V E C O N T I N U E D
MARKETLONG-TERM INCENTIVE
ELIGIBLE RECEIVING ACTUAL BLACK SCHOLES
ACTUAL ACCOUNTING COST
REGION AVERAGE 73 405 406 84
ARGENTINA 142 264 307 89
BRAZIL 156 286 321 88
CANADA 156 430 397 103
CHILE 177 331 370 126
COLOMBIA 149 293 285 94
COSTA RICA 137 327 230 88
GUATEMALA 104 ndash 250 78
MEXICO 149 270 261 89
PANAMA 126 164 270 87
PERU 163 298 293 102
UNITED STATES 131 457 459 72
URUGUAY 163 298 293 102
VENEZUELA 126 164 270 87
SAMPLE
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETEXECUTIVE MANAGER
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
J O B FA M I LY
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N
SAMPLE
J O B FA M I LY
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N C O N T I N U E D
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETTEAM LEADER SENIOR PROFESSIONAL
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
SAMPLE
J O B FA M I LY
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N C O N T I N U E D
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETEXPERIENCED PROFESSIONAL PARA-PROFESSIONAL
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
SAMPLE
A B O U T T H I SR E P O R T
SAMPLE
A B O U T T H I S R E P O R T
MET
HO
DO
LOG
Y
M E T H O D O L O G YThis section provides information on the methods of collecting collating and analysing 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
D ATA P R O C E S SS TAT I S T I C S The following statistics are presented in this publication
Median The data point that is higher than 50 of all other data in the sample when ranked from low to high Also known as the 50th percentile
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 ldquondashrdquo 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 Mercerrsquos surveys statistics have been ldquomaskedrdquo by displaying an endash or ldquondashrdquo 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 four data points are required to report the median
D ATA A N A LY S I S This publication uses job-level STI data sourced from Mercerrsquos Total Remuneration Surveys (TRS) to calculate STI prevalence rates STI actual incentives (as a percentage of base salary) and STI target incentive (as a percentage of base salary)
Organisation-weighted average data are used to calculate the STI prevalence rates and STI actual and target incentives as a percentage of base salary
The averages are calculated using the number of observations of annual base salary with a threshold value greater than or equal to eight organisations
Throughout the report the ldquotargetrdquo is the expected STI percentage for the current performance year while ldquoactualrdquo is the STI amount paid for the most recently completed performance year
The ldquopercentage receivingrdquo indicates the percentage of all employees that received a short-term incentive
SAMPLE
A B O U T M E R C E R Mercer delivers advice and technology-driven solutions that help organizations meet the health wealth and career needs of a changing workforce Mercerrsquos more than 23000 employees are based in 44 countries and the firm operates in over 130 countries Mercer is a wholly owned subsidiary of Marsh amp McLennan Companies (NYSE MMC) the leading global professional services firm in the areas of risk strategy and people With nearly 65000 colleagues and annual revenue over $14 billion Marsh amp McLennan helps clients navigate an increasingly dynamic and complex environment Marsh amp 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 wwwmercercom Follow Mercer on Twitter Mercer
SAMPLE
For further information please contact your local Mercer office or visit our website at wwwimercercom
Copyright 2019 Mercer LLC All rights reserved 19-IAW-SAMPLE
SAMPLE
- Table of Contents
- Global Publications
- Introduction
-
- Report Structure
-
- Region
-
- Regional Summary
- Career Level
- Job Family
-
- About this Report
-
R E P O R T S T R U C T U R EThe 2019 Incentives Around the World publication provides human resource (HR) and business managers with up-to-date information on short-term incentive figures and strategies This publication offers market-level data on the provision of short-term incentives for six distinct career levels across 16 job families as well as the target and actual payout for this type of compensation It also provides regional comparisons and three-year trends to help decision makers understand what the future may hold and anticipate market changes
The report collates data from 102 markets in 83 countries and offers a unique insight critical to any business looking to devise a sound and competitive compensation program
The report includes the following sections
S U M M A R Y O F K E Y F I N D I N G SThis section serves as an executive summary for those looking for Mercerrsquos insights and observations it provides high-level trends market comparisons and other analysis The following topics are included
Incentives by career level
Incentives by job family
R E G I O N A L R E S U LT SThis section includes a regional summary and market specific data for those HR professionals looking for more targeted data on an individual topic It provides market level data including the percentage of employees receiving STI and the actual and target STI as a percentage of base salary This section also offers the following insights for each market
Regional summary provides data by career level for short-term sales and long-term incentives
Each job family provides data by career level for short-term incentives
A B O U T T H I S R E P O R TThis section delineates the methods used in the report and lists key definitions
Methodology includes data sources used to compile this report and other details on calculations and assumptions
Glossary provides definitions for many of the terms used throughout this report as well as other HR related terms
SAMPLE
R E A D I N G T H I S R E P O R T
MARKETSHORT-TERM INCENTIVE SALES INCENTIVE
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
REGION AVERAGE 73 405 406 84 139 405 406 84
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 104 ndash 250 78 104 ndash 250 78
MEXICO 149 270 261 89 149 270 261 89
PANAMA 126 164 270 87 126 164 270 87
PERU 163 298 293 102 163 298 293 102
UNITED STATES 131 457 459 72 131 457 459 72
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 126 164 270 87 126 164 270 87
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
C A R E E R L E V E L
S H O R T - T E R M S A L E S A N D L O N G - T E R M I N C E N T I V E SE X E C U T I V EThe first page of each region
section provides a quick reference summary table
SAMPLE DATA
Throughout the report data relating to the percentage of employees receiving a STI are colored purple ldquoActualrdquo data are orange and ldquoTargetrdquo data are blue
SAMPLE
R E A D I N G T H I S R E P O R T
J O B FA M I LY
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETEXECUTIVE MANAGER
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N
This section provides detailed data by job family and career level
A dash indicates that insufficient data are available to report the statistic
SAMPLE DATA
The figures in the Actual and Target columns represent a percentage of base salary
The number in blue is the highest in the column
The number in red is the lowest in the column
The figure in this column is indicating the prevalence of STI for each market and career level ie the percentage of employees receiving an incentive
SAMPLE
R E G I O N
SAMPLE
R E G I O N A L S U M M A R YThe analysis and results in this report are based on the data from the companies surveyed In some cases data do not cover full three years or is sparse for some positions or career levels
The following tables and charts provide data on eligibility (represented by percentage of employees receiving incentives) and incentive award levels (incentive as a percentage of base salary) for employees in different career levels in the Americas
Eligibility to receive STIs varies with career level a higher percentage of employees in the executive level (73) are eligible to receive incentives as compared to those at the management level In most American markets the actual (median of base salary) incentives received by executives is more than five times higher than para-professionals
The following chart presents the combined data of the overall prevalence of incentives and incentives as a percentage of annual base salary for employees in the Americas
Incentive eligibility and incentive payouts vary across countriesThis section presents the information on annual incentives for each market further refined by career levels and job family
K E Y F I N D I N G SDis ma que veritem perferu ptatincta voluptur
Debis et harumque cuptas ea quid ut vent lam apedi te parum ariorer iorite molorem fugiat
Occum es am necuptas dolorporrum ant abo Lori vit optas res rehendi ut et fugia quiatectus am quae volumendis accate et et quam labor ma sapicid quaspedios estiis doluptum volupta tustrunt
Am evelestecto volorem ut as suntiumquunt mintus num nis dis modisin et abor ma eturioreium ratem ut explandandel ius sernatquam que poribus solutat ioresseni quis est dit quiati as mollupt atibus quid exerro berchic temquibus volorpore sed mint adignimodi cum liciisquam qui odis ipsum aut faciundae Ut illibus aruntio necestibus
Lupti conseque nus anderfe rfernatur Qui aciis niendest acia et quiaspe prescid ullorem ex enem ut perem quasi aut fugiate parumqu iscillut ipsae volo quias mintin res sedit mincte lique numet eatus
Urerum ist aut ut andaes di volorpor magnam facepudistia sae dit am dit enim eatur
Udionse nienis seceper itatectae venitem faccumquodi bersperum invenit atatum nis nam
SAMPLE
S H O R T - T E R M I N C E N T I V EP E R C E N TA G E E L I G I B L E R E C E I V I N G A C T U A L A N D TA R G E T B Y C A R E E R L E V E L
S A L E S I N C E N T I V EP E R C E N TA G E E L I G I B L E R E C E I V I N G A C T U A L A N D TA R G E T B Y C A R E E R L E V E L
Receiving ( of eligible employees)
Eligibility ( of employees)
Actual(median of base salary)
Target(median of base salary)
R E G I O N A L S U M M A R Y
Receiving ( of eligible employees)
Eligibility ( of employees)
Actual(median of base salary)
Target(median of base salary)
73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41
SENIOR PROFESSIONAL
EXPERIENCED PROFESSIONAL
PARA-PROFESSIONAL
EXECUTIVE MANAGER TEAM LEADER
73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41
SENIOR PROFESSIONAL
EXPERIENCED PROFESSIONAL
PARA-PROFESSIONAL
EXECUTIVE MANAGER TEAM LEADERSAMPLE
L O N G - T E R M I N C E N T I V EP E R C E N TA G E E L I G I B L E R E C E I V I N G A C T U A L B Y C A R E E R L E V E L
Receiving ( of eligible employees)
Eligibility ( of employees)
Actual(Black Scholes Method)
Actual(Accounting Cost Method)
R E G I O N A L S U M M A R Y
73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41
SENIOR PROFESSIONAL
EXPERIENCED PROFESSIONAL
PARA-PROFESSIONAL
EXECUTIVE MANAGER TEAM LEADER
SAMPLE
MARKETSHORT-TERM INCENTIVE SALES INCENTIVE
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
REGION AVERAGE 73 405 406 84 139 405 406 84
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 104 ndash 250 78 104 ndash 250 78
MEXICO 149 270 261 89 149 270 261 89
PANAMA 126 164 270 87 126 164 270 87
PERU 163 298 293 102 163 298 293 102
UNITED STATES 131 457 459 72 131 457 459 72
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 126 164 270 87 126 164 270 87
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
C A R E E R L E V E L
S H O R T - T E R M S A L E S A N D L O N G - T E R M I N C E N T I V E SE X E C U T I V E
SAMPLE
C A R E E R L E V E L
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual Black Scholes and Actual Accounting Cost represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
S H O R T - T E R M S A L E S A N D L O N G - T E R M I N C E N T I V E SE X E C U T I V E C O N T I N U E D
MARKETLONG-TERM INCENTIVE
ELIGIBLE RECEIVING ACTUAL BLACK SCHOLES
ACTUAL ACCOUNTING COST
REGION AVERAGE 73 405 406 84
ARGENTINA 142 264 307 89
BRAZIL 156 286 321 88
CANADA 156 430 397 103
CHILE 177 331 370 126
COLOMBIA 149 293 285 94
COSTA RICA 137 327 230 88
GUATEMALA 104 ndash 250 78
MEXICO 149 270 261 89
PANAMA 126 164 270 87
PERU 163 298 293 102
UNITED STATES 131 457 459 72
URUGUAY 163 298 293 102
VENEZUELA 126 164 270 87
SAMPLE
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETEXECUTIVE MANAGER
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
J O B FA M I LY
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N
SAMPLE
J O B FA M I LY
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N C O N T I N U E D
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETTEAM LEADER SENIOR PROFESSIONAL
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
SAMPLE
J O B FA M I LY
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N C O N T I N U E D
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETEXPERIENCED PROFESSIONAL PARA-PROFESSIONAL
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
SAMPLE
A B O U T T H I SR E P O R T
SAMPLE
A B O U T T H I S R E P O R T
MET
HO
DO
LOG
Y
M E T H O D O L O G YThis section provides information on the methods of collecting collating and analysing 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
D ATA P R O C E S SS TAT I S T I C S The following statistics are presented in this publication
Median The data point that is higher than 50 of all other data in the sample when ranked from low to high Also known as the 50th percentile
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 ldquondashrdquo 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 Mercerrsquos surveys statistics have been ldquomaskedrdquo by displaying an endash or ldquondashrdquo 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 four data points are required to report the median
D ATA A N A LY S I S This publication uses job-level STI data sourced from Mercerrsquos Total Remuneration Surveys (TRS) to calculate STI prevalence rates STI actual incentives (as a percentage of base salary) and STI target incentive (as a percentage of base salary)
Organisation-weighted average data are used to calculate the STI prevalence rates and STI actual and target incentives as a percentage of base salary
The averages are calculated using the number of observations of annual base salary with a threshold value greater than or equal to eight organisations
Throughout the report the ldquotargetrdquo is the expected STI percentage for the current performance year while ldquoactualrdquo is the STI amount paid for the most recently completed performance year
The ldquopercentage receivingrdquo indicates the percentage of all employees that received a short-term incentive
SAMPLE
A B O U T M E R C E R Mercer delivers advice and technology-driven solutions that help organizations meet the health wealth and career needs of a changing workforce Mercerrsquos more than 23000 employees are based in 44 countries and the firm operates in over 130 countries Mercer is a wholly owned subsidiary of Marsh amp McLennan Companies (NYSE MMC) the leading global professional services firm in the areas of risk strategy and people With nearly 65000 colleagues and annual revenue over $14 billion Marsh amp McLennan helps clients navigate an increasingly dynamic and complex environment Marsh amp 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 wwwmercercom Follow Mercer on Twitter Mercer
SAMPLE
For further information please contact your local Mercer office or visit our website at wwwimercercom
Copyright 2019 Mercer LLC All rights reserved 19-IAW-SAMPLE
SAMPLE
- Table of Contents
- Global Publications
- Introduction
-
- Report Structure
-
- Region
-
- Regional Summary
- Career Level
- Job Family
-
- About this Report
-
R E A D I N G T H I S R E P O R T
MARKETSHORT-TERM INCENTIVE SALES INCENTIVE
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
REGION AVERAGE 73 405 406 84 139 405 406 84
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 104 ndash 250 78 104 ndash 250 78
MEXICO 149 270 261 89 149 270 261 89
PANAMA 126 164 270 87 126 164 270 87
PERU 163 298 293 102 163 298 293 102
UNITED STATES 131 457 459 72 131 457 459 72
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 126 164 270 87 126 164 270 87
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
C A R E E R L E V E L
S H O R T - T E R M S A L E S A N D L O N G - T E R M I N C E N T I V E SE X E C U T I V EThe first page of each region
section provides a quick reference summary table
SAMPLE DATA
Throughout the report data relating to the percentage of employees receiving a STI are colored purple ldquoActualrdquo data are orange and ldquoTargetrdquo data are blue
SAMPLE
R E A D I N G T H I S R E P O R T
J O B FA M I LY
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETEXECUTIVE MANAGER
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N
This section provides detailed data by job family and career level
A dash indicates that insufficient data are available to report the statistic
SAMPLE DATA
The figures in the Actual and Target columns represent a percentage of base salary
The number in blue is the highest in the column
The number in red is the lowest in the column
The figure in this column is indicating the prevalence of STI for each market and career level ie the percentage of employees receiving an incentive
SAMPLE
R E G I O N
SAMPLE
R E G I O N A L S U M M A R YThe analysis and results in this report are based on the data from the companies surveyed In some cases data do not cover full three years or is sparse for some positions or career levels
The following tables and charts provide data on eligibility (represented by percentage of employees receiving incentives) and incentive award levels (incentive as a percentage of base salary) for employees in different career levels in the Americas
Eligibility to receive STIs varies with career level a higher percentage of employees in the executive level (73) are eligible to receive incentives as compared to those at the management level In most American markets the actual (median of base salary) incentives received by executives is more than five times higher than para-professionals
The following chart presents the combined data of the overall prevalence of incentives and incentives as a percentage of annual base salary for employees in the Americas
Incentive eligibility and incentive payouts vary across countriesThis section presents the information on annual incentives for each market further refined by career levels and job family
K E Y F I N D I N G SDis ma que veritem perferu ptatincta voluptur
Debis et harumque cuptas ea quid ut vent lam apedi te parum ariorer iorite molorem fugiat
Occum es am necuptas dolorporrum ant abo Lori vit optas res rehendi ut et fugia quiatectus am quae volumendis accate et et quam labor ma sapicid quaspedios estiis doluptum volupta tustrunt
Am evelestecto volorem ut as suntiumquunt mintus num nis dis modisin et abor ma eturioreium ratem ut explandandel ius sernatquam que poribus solutat ioresseni quis est dit quiati as mollupt atibus quid exerro berchic temquibus volorpore sed mint adignimodi cum liciisquam qui odis ipsum aut faciundae Ut illibus aruntio necestibus
Lupti conseque nus anderfe rfernatur Qui aciis niendest acia et quiaspe prescid ullorem ex enem ut perem quasi aut fugiate parumqu iscillut ipsae volo quias mintin res sedit mincte lique numet eatus
Urerum ist aut ut andaes di volorpor magnam facepudistia sae dit am dit enim eatur
Udionse nienis seceper itatectae venitem faccumquodi bersperum invenit atatum nis nam
SAMPLE
S H O R T - T E R M I N C E N T I V EP E R C E N TA G E E L I G I B L E R E C E I V I N G A C T U A L A N D TA R G E T B Y C A R E E R L E V E L
S A L E S I N C E N T I V EP E R C E N TA G E E L I G I B L E R E C E I V I N G A C T U A L A N D TA R G E T B Y C A R E E R L E V E L
Receiving ( of eligible employees)
Eligibility ( of employees)
Actual(median of base salary)
Target(median of base salary)
R E G I O N A L S U M M A R Y
Receiving ( of eligible employees)
Eligibility ( of employees)
Actual(median of base salary)
Target(median of base salary)
73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41
SENIOR PROFESSIONAL
EXPERIENCED PROFESSIONAL
PARA-PROFESSIONAL
EXECUTIVE MANAGER TEAM LEADER
73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41
SENIOR PROFESSIONAL
EXPERIENCED PROFESSIONAL
PARA-PROFESSIONAL
EXECUTIVE MANAGER TEAM LEADERSAMPLE
L O N G - T E R M I N C E N T I V EP E R C E N TA G E E L I G I B L E R E C E I V I N G A C T U A L B Y C A R E E R L E V E L
Receiving ( of eligible employees)
Eligibility ( of employees)
Actual(Black Scholes Method)
Actual(Accounting Cost Method)
R E G I O N A L S U M M A R Y
73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41
SENIOR PROFESSIONAL
EXPERIENCED PROFESSIONAL
PARA-PROFESSIONAL
EXECUTIVE MANAGER TEAM LEADER
SAMPLE
MARKETSHORT-TERM INCENTIVE SALES INCENTIVE
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
REGION AVERAGE 73 405 406 84 139 405 406 84
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 104 ndash 250 78 104 ndash 250 78
MEXICO 149 270 261 89 149 270 261 89
PANAMA 126 164 270 87 126 164 270 87
PERU 163 298 293 102 163 298 293 102
UNITED STATES 131 457 459 72 131 457 459 72
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 126 164 270 87 126 164 270 87
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
C A R E E R L E V E L
S H O R T - T E R M S A L E S A N D L O N G - T E R M I N C E N T I V E SE X E C U T I V E
SAMPLE
C A R E E R L E V E L
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual Black Scholes and Actual Accounting Cost represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
S H O R T - T E R M S A L E S A N D L O N G - T E R M I N C E N T I V E SE X E C U T I V E C O N T I N U E D
MARKETLONG-TERM INCENTIVE
ELIGIBLE RECEIVING ACTUAL BLACK SCHOLES
ACTUAL ACCOUNTING COST
REGION AVERAGE 73 405 406 84
ARGENTINA 142 264 307 89
BRAZIL 156 286 321 88
CANADA 156 430 397 103
CHILE 177 331 370 126
COLOMBIA 149 293 285 94
COSTA RICA 137 327 230 88
GUATEMALA 104 ndash 250 78
MEXICO 149 270 261 89
PANAMA 126 164 270 87
PERU 163 298 293 102
UNITED STATES 131 457 459 72
URUGUAY 163 298 293 102
VENEZUELA 126 164 270 87
SAMPLE
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETEXECUTIVE MANAGER
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
J O B FA M I LY
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N
SAMPLE
J O B FA M I LY
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N C O N T I N U E D
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETTEAM LEADER SENIOR PROFESSIONAL
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
SAMPLE
J O B FA M I LY
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N C O N T I N U E D
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETEXPERIENCED PROFESSIONAL PARA-PROFESSIONAL
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
SAMPLE
A B O U T T H I SR E P O R T
SAMPLE
A B O U T T H I S R E P O R T
MET
HO
DO
LOG
Y
M E T H O D O L O G YThis section provides information on the methods of collecting collating and analysing 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
D ATA P R O C E S SS TAT I S T I C S The following statistics are presented in this publication
Median The data point that is higher than 50 of all other data in the sample when ranked from low to high Also known as the 50th percentile
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 ldquondashrdquo 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 Mercerrsquos surveys statistics have been ldquomaskedrdquo by displaying an endash or ldquondashrdquo 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 four data points are required to report the median
D ATA A N A LY S I S This publication uses job-level STI data sourced from Mercerrsquos Total Remuneration Surveys (TRS) to calculate STI prevalence rates STI actual incentives (as a percentage of base salary) and STI target incentive (as a percentage of base salary)
Organisation-weighted average data are used to calculate the STI prevalence rates and STI actual and target incentives as a percentage of base salary
The averages are calculated using the number of observations of annual base salary with a threshold value greater than or equal to eight organisations
Throughout the report the ldquotargetrdquo is the expected STI percentage for the current performance year while ldquoactualrdquo is the STI amount paid for the most recently completed performance year
The ldquopercentage receivingrdquo indicates the percentage of all employees that received a short-term incentive
SAMPLE
A B O U T M E R C E R Mercer delivers advice and technology-driven solutions that help organizations meet the health wealth and career needs of a changing workforce Mercerrsquos more than 23000 employees are based in 44 countries and the firm operates in over 130 countries Mercer is a wholly owned subsidiary of Marsh amp McLennan Companies (NYSE MMC) the leading global professional services firm in the areas of risk strategy and people With nearly 65000 colleagues and annual revenue over $14 billion Marsh amp McLennan helps clients navigate an increasingly dynamic and complex environment Marsh amp 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 wwwmercercom Follow Mercer on Twitter Mercer
SAMPLE
For further information please contact your local Mercer office or visit our website at wwwimercercom
Copyright 2019 Mercer LLC All rights reserved 19-IAW-SAMPLE
SAMPLE
- Table of Contents
- Global Publications
- Introduction
-
- Report Structure
-
- Region
-
- Regional Summary
- Career Level
- Job Family
-
- About this Report
-
R E A D I N G T H I S R E P O R T
J O B FA M I LY
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETEXECUTIVE MANAGER
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N
This section provides detailed data by job family and career level
A dash indicates that insufficient data are available to report the statistic
SAMPLE DATA
The figures in the Actual and Target columns represent a percentage of base salary
The number in blue is the highest in the column
The number in red is the lowest in the column
The figure in this column is indicating the prevalence of STI for each market and career level ie the percentage of employees receiving an incentive
SAMPLE
R E G I O N
SAMPLE
R E G I O N A L S U M M A R YThe analysis and results in this report are based on the data from the companies surveyed In some cases data do not cover full three years or is sparse for some positions or career levels
The following tables and charts provide data on eligibility (represented by percentage of employees receiving incentives) and incentive award levels (incentive as a percentage of base salary) for employees in different career levels in the Americas
Eligibility to receive STIs varies with career level a higher percentage of employees in the executive level (73) are eligible to receive incentives as compared to those at the management level In most American markets the actual (median of base salary) incentives received by executives is more than five times higher than para-professionals
The following chart presents the combined data of the overall prevalence of incentives and incentives as a percentage of annual base salary for employees in the Americas
Incentive eligibility and incentive payouts vary across countriesThis section presents the information on annual incentives for each market further refined by career levels and job family
K E Y F I N D I N G SDis ma que veritem perferu ptatincta voluptur
Debis et harumque cuptas ea quid ut vent lam apedi te parum ariorer iorite molorem fugiat
Occum es am necuptas dolorporrum ant abo Lori vit optas res rehendi ut et fugia quiatectus am quae volumendis accate et et quam labor ma sapicid quaspedios estiis doluptum volupta tustrunt
Am evelestecto volorem ut as suntiumquunt mintus num nis dis modisin et abor ma eturioreium ratem ut explandandel ius sernatquam que poribus solutat ioresseni quis est dit quiati as mollupt atibus quid exerro berchic temquibus volorpore sed mint adignimodi cum liciisquam qui odis ipsum aut faciundae Ut illibus aruntio necestibus
Lupti conseque nus anderfe rfernatur Qui aciis niendest acia et quiaspe prescid ullorem ex enem ut perem quasi aut fugiate parumqu iscillut ipsae volo quias mintin res sedit mincte lique numet eatus
Urerum ist aut ut andaes di volorpor magnam facepudistia sae dit am dit enim eatur
Udionse nienis seceper itatectae venitem faccumquodi bersperum invenit atatum nis nam
SAMPLE
S H O R T - T E R M I N C E N T I V EP E R C E N TA G E E L I G I B L E R E C E I V I N G A C T U A L A N D TA R G E T B Y C A R E E R L E V E L
S A L E S I N C E N T I V EP E R C E N TA G E E L I G I B L E R E C E I V I N G A C T U A L A N D TA R G E T B Y C A R E E R L E V E L
Receiving ( of eligible employees)
Eligibility ( of employees)
Actual(median of base salary)
Target(median of base salary)
R E G I O N A L S U M M A R Y
Receiving ( of eligible employees)
Eligibility ( of employees)
Actual(median of base salary)
Target(median of base salary)
73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41
SENIOR PROFESSIONAL
EXPERIENCED PROFESSIONAL
PARA-PROFESSIONAL
EXECUTIVE MANAGER TEAM LEADER
73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41
SENIOR PROFESSIONAL
EXPERIENCED PROFESSIONAL
PARA-PROFESSIONAL
EXECUTIVE MANAGER TEAM LEADERSAMPLE
L O N G - T E R M I N C E N T I V EP E R C E N TA G E E L I G I B L E R E C E I V I N G A C T U A L B Y C A R E E R L E V E L
Receiving ( of eligible employees)
Eligibility ( of employees)
Actual(Black Scholes Method)
Actual(Accounting Cost Method)
R E G I O N A L S U M M A R Y
73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41
SENIOR PROFESSIONAL
EXPERIENCED PROFESSIONAL
PARA-PROFESSIONAL
EXECUTIVE MANAGER TEAM LEADER
SAMPLE
MARKETSHORT-TERM INCENTIVE SALES INCENTIVE
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
REGION AVERAGE 73 405 406 84 139 405 406 84
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 104 ndash 250 78 104 ndash 250 78
MEXICO 149 270 261 89 149 270 261 89
PANAMA 126 164 270 87 126 164 270 87
PERU 163 298 293 102 163 298 293 102
UNITED STATES 131 457 459 72 131 457 459 72
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 126 164 270 87 126 164 270 87
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
C A R E E R L E V E L
S H O R T - T E R M S A L E S A N D L O N G - T E R M I N C E N T I V E SE X E C U T I V E
SAMPLE
C A R E E R L E V E L
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual Black Scholes and Actual Accounting Cost represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
S H O R T - T E R M S A L E S A N D L O N G - T E R M I N C E N T I V E SE X E C U T I V E C O N T I N U E D
MARKETLONG-TERM INCENTIVE
ELIGIBLE RECEIVING ACTUAL BLACK SCHOLES
ACTUAL ACCOUNTING COST
REGION AVERAGE 73 405 406 84
ARGENTINA 142 264 307 89
BRAZIL 156 286 321 88
CANADA 156 430 397 103
CHILE 177 331 370 126
COLOMBIA 149 293 285 94
COSTA RICA 137 327 230 88
GUATEMALA 104 ndash 250 78
MEXICO 149 270 261 89
PANAMA 126 164 270 87
PERU 163 298 293 102
UNITED STATES 131 457 459 72
URUGUAY 163 298 293 102
VENEZUELA 126 164 270 87
SAMPLE
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETEXECUTIVE MANAGER
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
J O B FA M I LY
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N
SAMPLE
J O B FA M I LY
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N C O N T I N U E D
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETTEAM LEADER SENIOR PROFESSIONAL
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
SAMPLE
J O B FA M I LY
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N C O N T I N U E D
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETEXPERIENCED PROFESSIONAL PARA-PROFESSIONAL
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
SAMPLE
A B O U T T H I SR E P O R T
SAMPLE
A B O U T T H I S R E P O R T
MET
HO
DO
LOG
Y
M E T H O D O L O G YThis section provides information on the methods of collecting collating and analysing 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
D ATA P R O C E S SS TAT I S T I C S The following statistics are presented in this publication
Median The data point that is higher than 50 of all other data in the sample when ranked from low to high Also known as the 50th percentile
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 ldquondashrdquo 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 Mercerrsquos surveys statistics have been ldquomaskedrdquo by displaying an endash or ldquondashrdquo 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 four data points are required to report the median
D ATA A N A LY S I S This publication uses job-level STI data sourced from Mercerrsquos Total Remuneration Surveys (TRS) to calculate STI prevalence rates STI actual incentives (as a percentage of base salary) and STI target incentive (as a percentage of base salary)
Organisation-weighted average data are used to calculate the STI prevalence rates and STI actual and target incentives as a percentage of base salary
The averages are calculated using the number of observations of annual base salary with a threshold value greater than or equal to eight organisations
Throughout the report the ldquotargetrdquo is the expected STI percentage for the current performance year while ldquoactualrdquo is the STI amount paid for the most recently completed performance year
The ldquopercentage receivingrdquo indicates the percentage of all employees that received a short-term incentive
SAMPLE
A B O U T M E R C E R Mercer delivers advice and technology-driven solutions that help organizations meet the health wealth and career needs of a changing workforce Mercerrsquos more than 23000 employees are based in 44 countries and the firm operates in over 130 countries Mercer is a wholly owned subsidiary of Marsh amp McLennan Companies (NYSE MMC) the leading global professional services firm in the areas of risk strategy and people With nearly 65000 colleagues and annual revenue over $14 billion Marsh amp McLennan helps clients navigate an increasingly dynamic and complex environment Marsh amp 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 wwwmercercom Follow Mercer on Twitter Mercer
SAMPLE
For further information please contact your local Mercer office or visit our website at wwwimercercom
Copyright 2019 Mercer LLC All rights reserved 19-IAW-SAMPLE
SAMPLE
- Table of Contents
- Global Publications
- Introduction
-
- Report Structure
-
- Region
-
- Regional Summary
- Career Level
- Job Family
-
- About this Report
-
R E G I O N
SAMPLE
R E G I O N A L S U M M A R YThe analysis and results in this report are based on the data from the companies surveyed In some cases data do not cover full three years or is sparse for some positions or career levels
The following tables and charts provide data on eligibility (represented by percentage of employees receiving incentives) and incentive award levels (incentive as a percentage of base salary) for employees in different career levels in the Americas
Eligibility to receive STIs varies with career level a higher percentage of employees in the executive level (73) are eligible to receive incentives as compared to those at the management level In most American markets the actual (median of base salary) incentives received by executives is more than five times higher than para-professionals
The following chart presents the combined data of the overall prevalence of incentives and incentives as a percentage of annual base salary for employees in the Americas
Incentive eligibility and incentive payouts vary across countriesThis section presents the information on annual incentives for each market further refined by career levels and job family
K E Y F I N D I N G SDis ma que veritem perferu ptatincta voluptur
Debis et harumque cuptas ea quid ut vent lam apedi te parum ariorer iorite molorem fugiat
Occum es am necuptas dolorporrum ant abo Lori vit optas res rehendi ut et fugia quiatectus am quae volumendis accate et et quam labor ma sapicid quaspedios estiis doluptum volupta tustrunt
Am evelestecto volorem ut as suntiumquunt mintus num nis dis modisin et abor ma eturioreium ratem ut explandandel ius sernatquam que poribus solutat ioresseni quis est dit quiati as mollupt atibus quid exerro berchic temquibus volorpore sed mint adignimodi cum liciisquam qui odis ipsum aut faciundae Ut illibus aruntio necestibus
Lupti conseque nus anderfe rfernatur Qui aciis niendest acia et quiaspe prescid ullorem ex enem ut perem quasi aut fugiate parumqu iscillut ipsae volo quias mintin res sedit mincte lique numet eatus
Urerum ist aut ut andaes di volorpor magnam facepudistia sae dit am dit enim eatur
Udionse nienis seceper itatectae venitem faccumquodi bersperum invenit atatum nis nam
SAMPLE
S H O R T - T E R M I N C E N T I V EP E R C E N TA G E E L I G I B L E R E C E I V I N G A C T U A L A N D TA R G E T B Y C A R E E R L E V E L
S A L E S I N C E N T I V EP E R C E N TA G E E L I G I B L E R E C E I V I N G A C T U A L A N D TA R G E T B Y C A R E E R L E V E L
Receiving ( of eligible employees)
Eligibility ( of employees)
Actual(median of base salary)
Target(median of base salary)
R E G I O N A L S U M M A R Y
Receiving ( of eligible employees)
Eligibility ( of employees)
Actual(median of base salary)
Target(median of base salary)
73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41
SENIOR PROFESSIONAL
EXPERIENCED PROFESSIONAL
PARA-PROFESSIONAL
EXECUTIVE MANAGER TEAM LEADER
73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41
SENIOR PROFESSIONAL
EXPERIENCED PROFESSIONAL
PARA-PROFESSIONAL
EXECUTIVE MANAGER TEAM LEADERSAMPLE
L O N G - T E R M I N C E N T I V EP E R C E N TA G E E L I G I B L E R E C E I V I N G A C T U A L B Y C A R E E R L E V E L
Receiving ( of eligible employees)
Eligibility ( of employees)
Actual(Black Scholes Method)
Actual(Accounting Cost Method)
R E G I O N A L S U M M A R Y
73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41
SENIOR PROFESSIONAL
EXPERIENCED PROFESSIONAL
PARA-PROFESSIONAL
EXECUTIVE MANAGER TEAM LEADER
SAMPLE
MARKETSHORT-TERM INCENTIVE SALES INCENTIVE
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
REGION AVERAGE 73 405 406 84 139 405 406 84
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 104 ndash 250 78 104 ndash 250 78
MEXICO 149 270 261 89 149 270 261 89
PANAMA 126 164 270 87 126 164 270 87
PERU 163 298 293 102 163 298 293 102
UNITED STATES 131 457 459 72 131 457 459 72
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 126 164 270 87 126 164 270 87
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
C A R E E R L E V E L
S H O R T - T E R M S A L E S A N D L O N G - T E R M I N C E N T I V E SE X E C U T I V E
SAMPLE
C A R E E R L E V E L
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual Black Scholes and Actual Accounting Cost represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
S H O R T - T E R M S A L E S A N D L O N G - T E R M I N C E N T I V E SE X E C U T I V E C O N T I N U E D
MARKETLONG-TERM INCENTIVE
ELIGIBLE RECEIVING ACTUAL BLACK SCHOLES
ACTUAL ACCOUNTING COST
REGION AVERAGE 73 405 406 84
ARGENTINA 142 264 307 89
BRAZIL 156 286 321 88
CANADA 156 430 397 103
CHILE 177 331 370 126
COLOMBIA 149 293 285 94
COSTA RICA 137 327 230 88
GUATEMALA 104 ndash 250 78
MEXICO 149 270 261 89
PANAMA 126 164 270 87
PERU 163 298 293 102
UNITED STATES 131 457 459 72
URUGUAY 163 298 293 102
VENEZUELA 126 164 270 87
SAMPLE
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETEXECUTIVE MANAGER
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
J O B FA M I LY
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N
SAMPLE
J O B FA M I LY
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N C O N T I N U E D
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETTEAM LEADER SENIOR PROFESSIONAL
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
SAMPLE
J O B FA M I LY
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N C O N T I N U E D
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETEXPERIENCED PROFESSIONAL PARA-PROFESSIONAL
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
SAMPLE
A B O U T T H I SR E P O R T
SAMPLE
A B O U T T H I S R E P O R T
MET
HO
DO
LOG
Y
M E T H O D O L O G YThis section provides information on the methods of collecting collating and analysing 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
D ATA P R O C E S SS TAT I S T I C S The following statistics are presented in this publication
Median The data point that is higher than 50 of all other data in the sample when ranked from low to high Also known as the 50th percentile
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 ldquondashrdquo 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 Mercerrsquos surveys statistics have been ldquomaskedrdquo by displaying an endash or ldquondashrdquo 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 four data points are required to report the median
D ATA A N A LY S I S This publication uses job-level STI data sourced from Mercerrsquos Total Remuneration Surveys (TRS) to calculate STI prevalence rates STI actual incentives (as a percentage of base salary) and STI target incentive (as a percentage of base salary)
Organisation-weighted average data are used to calculate the STI prevalence rates and STI actual and target incentives as a percentage of base salary
The averages are calculated using the number of observations of annual base salary with a threshold value greater than or equal to eight organisations
Throughout the report the ldquotargetrdquo is the expected STI percentage for the current performance year while ldquoactualrdquo is the STI amount paid for the most recently completed performance year
The ldquopercentage receivingrdquo indicates the percentage of all employees that received a short-term incentive
SAMPLE
A B O U T M E R C E R Mercer delivers advice and technology-driven solutions that help organizations meet the health wealth and career needs of a changing workforce Mercerrsquos more than 23000 employees are based in 44 countries and the firm operates in over 130 countries Mercer is a wholly owned subsidiary of Marsh amp McLennan Companies (NYSE MMC) the leading global professional services firm in the areas of risk strategy and people With nearly 65000 colleagues and annual revenue over $14 billion Marsh amp McLennan helps clients navigate an increasingly dynamic and complex environment Marsh amp 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 wwwmercercom Follow Mercer on Twitter Mercer
SAMPLE
For further information please contact your local Mercer office or visit our website at wwwimercercom
Copyright 2019 Mercer LLC All rights reserved 19-IAW-SAMPLE
SAMPLE
- Table of Contents
- Global Publications
- Introduction
-
- Report Structure
-
- Region
-
- Regional Summary
- Career Level
- Job Family
-
- About this Report
-
R E G I O N A L S U M M A R YThe analysis and results in this report are based on the data from the companies surveyed In some cases data do not cover full three years or is sparse for some positions or career levels
The following tables and charts provide data on eligibility (represented by percentage of employees receiving incentives) and incentive award levels (incentive as a percentage of base salary) for employees in different career levels in the Americas
Eligibility to receive STIs varies with career level a higher percentage of employees in the executive level (73) are eligible to receive incentives as compared to those at the management level In most American markets the actual (median of base salary) incentives received by executives is more than five times higher than para-professionals
The following chart presents the combined data of the overall prevalence of incentives and incentives as a percentage of annual base salary for employees in the Americas
Incentive eligibility and incentive payouts vary across countriesThis section presents the information on annual incentives for each market further refined by career levels and job family
K E Y F I N D I N G SDis ma que veritem perferu ptatincta voluptur
Debis et harumque cuptas ea quid ut vent lam apedi te parum ariorer iorite molorem fugiat
Occum es am necuptas dolorporrum ant abo Lori vit optas res rehendi ut et fugia quiatectus am quae volumendis accate et et quam labor ma sapicid quaspedios estiis doluptum volupta tustrunt
Am evelestecto volorem ut as suntiumquunt mintus num nis dis modisin et abor ma eturioreium ratem ut explandandel ius sernatquam que poribus solutat ioresseni quis est dit quiati as mollupt atibus quid exerro berchic temquibus volorpore sed mint adignimodi cum liciisquam qui odis ipsum aut faciundae Ut illibus aruntio necestibus
Lupti conseque nus anderfe rfernatur Qui aciis niendest acia et quiaspe prescid ullorem ex enem ut perem quasi aut fugiate parumqu iscillut ipsae volo quias mintin res sedit mincte lique numet eatus
Urerum ist aut ut andaes di volorpor magnam facepudistia sae dit am dit enim eatur
Udionse nienis seceper itatectae venitem faccumquodi bersperum invenit atatum nis nam
SAMPLE
S H O R T - T E R M I N C E N T I V EP E R C E N TA G E E L I G I B L E R E C E I V I N G A C T U A L A N D TA R G E T B Y C A R E E R L E V E L
S A L E S I N C E N T I V EP E R C E N TA G E E L I G I B L E R E C E I V I N G A C T U A L A N D TA R G E T B Y C A R E E R L E V E L
Receiving ( of eligible employees)
Eligibility ( of employees)
Actual(median of base salary)
Target(median of base salary)
R E G I O N A L S U M M A R Y
Receiving ( of eligible employees)
Eligibility ( of employees)
Actual(median of base salary)
Target(median of base salary)
73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41
SENIOR PROFESSIONAL
EXPERIENCED PROFESSIONAL
PARA-PROFESSIONAL
EXECUTIVE MANAGER TEAM LEADER
73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41
SENIOR PROFESSIONAL
EXPERIENCED PROFESSIONAL
PARA-PROFESSIONAL
EXECUTIVE MANAGER TEAM LEADERSAMPLE
L O N G - T E R M I N C E N T I V EP E R C E N TA G E E L I G I B L E R E C E I V I N G A C T U A L B Y C A R E E R L E V E L
Receiving ( of eligible employees)
Eligibility ( of employees)
Actual(Black Scholes Method)
Actual(Accounting Cost Method)
R E G I O N A L S U M M A R Y
73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41
SENIOR PROFESSIONAL
EXPERIENCED PROFESSIONAL
PARA-PROFESSIONAL
EXECUTIVE MANAGER TEAM LEADER
SAMPLE
MARKETSHORT-TERM INCENTIVE SALES INCENTIVE
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
REGION AVERAGE 73 405 406 84 139 405 406 84
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 104 ndash 250 78 104 ndash 250 78
MEXICO 149 270 261 89 149 270 261 89
PANAMA 126 164 270 87 126 164 270 87
PERU 163 298 293 102 163 298 293 102
UNITED STATES 131 457 459 72 131 457 459 72
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 126 164 270 87 126 164 270 87
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
C A R E E R L E V E L
S H O R T - T E R M S A L E S A N D L O N G - T E R M I N C E N T I V E SE X E C U T I V E
SAMPLE
C A R E E R L E V E L
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual Black Scholes and Actual Accounting Cost represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
S H O R T - T E R M S A L E S A N D L O N G - T E R M I N C E N T I V E SE X E C U T I V E C O N T I N U E D
MARKETLONG-TERM INCENTIVE
ELIGIBLE RECEIVING ACTUAL BLACK SCHOLES
ACTUAL ACCOUNTING COST
REGION AVERAGE 73 405 406 84
ARGENTINA 142 264 307 89
BRAZIL 156 286 321 88
CANADA 156 430 397 103
CHILE 177 331 370 126
COLOMBIA 149 293 285 94
COSTA RICA 137 327 230 88
GUATEMALA 104 ndash 250 78
MEXICO 149 270 261 89
PANAMA 126 164 270 87
PERU 163 298 293 102
UNITED STATES 131 457 459 72
URUGUAY 163 298 293 102
VENEZUELA 126 164 270 87
SAMPLE
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETEXECUTIVE MANAGER
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
J O B FA M I LY
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N
SAMPLE
J O B FA M I LY
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N C O N T I N U E D
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETTEAM LEADER SENIOR PROFESSIONAL
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
SAMPLE
J O B FA M I LY
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N C O N T I N U E D
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETEXPERIENCED PROFESSIONAL PARA-PROFESSIONAL
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
SAMPLE
A B O U T T H I SR E P O R T
SAMPLE
A B O U T T H I S R E P O R T
MET
HO
DO
LOG
Y
M E T H O D O L O G YThis section provides information on the methods of collecting collating and analysing 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
D ATA P R O C E S SS TAT I S T I C S The following statistics are presented in this publication
Median The data point that is higher than 50 of all other data in the sample when ranked from low to high Also known as the 50th percentile
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 ldquondashrdquo 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 Mercerrsquos surveys statistics have been ldquomaskedrdquo by displaying an endash or ldquondashrdquo 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 four data points are required to report the median
D ATA A N A LY S I S This publication uses job-level STI data sourced from Mercerrsquos Total Remuneration Surveys (TRS) to calculate STI prevalence rates STI actual incentives (as a percentage of base salary) and STI target incentive (as a percentage of base salary)
Organisation-weighted average data are used to calculate the STI prevalence rates and STI actual and target incentives as a percentage of base salary
The averages are calculated using the number of observations of annual base salary with a threshold value greater than or equal to eight organisations
Throughout the report the ldquotargetrdquo is the expected STI percentage for the current performance year while ldquoactualrdquo is the STI amount paid for the most recently completed performance year
The ldquopercentage receivingrdquo indicates the percentage of all employees that received a short-term incentive
SAMPLE
A B O U T M E R C E R Mercer delivers advice and technology-driven solutions that help organizations meet the health wealth and career needs of a changing workforce Mercerrsquos more than 23000 employees are based in 44 countries and the firm operates in over 130 countries Mercer is a wholly owned subsidiary of Marsh amp McLennan Companies (NYSE MMC) the leading global professional services firm in the areas of risk strategy and people With nearly 65000 colleagues and annual revenue over $14 billion Marsh amp McLennan helps clients navigate an increasingly dynamic and complex environment Marsh amp 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 wwwmercercom Follow Mercer on Twitter Mercer
SAMPLE
For further information please contact your local Mercer office or visit our website at wwwimercercom
Copyright 2019 Mercer LLC All rights reserved 19-IAW-SAMPLE
SAMPLE
- Table of Contents
- Global Publications
- Introduction
-
- Report Structure
-
- Region
-
- Regional Summary
- Career Level
- Job Family
-
- About this Report
-
S H O R T - T E R M I N C E N T I V EP E R C E N TA G E E L I G I B L E R E C E I V I N G A C T U A L A N D TA R G E T B Y C A R E E R L E V E L
S A L E S I N C E N T I V EP E R C E N TA G E E L I G I B L E R E C E I V I N G A C T U A L A N D TA R G E T B Y C A R E E R L E V E L
Receiving ( of eligible employees)
Eligibility ( of employees)
Actual(median of base salary)
Target(median of base salary)
R E G I O N A L S U M M A R Y
Receiving ( of eligible employees)
Eligibility ( of employees)
Actual(median of base salary)
Target(median of base salary)
73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41
SENIOR PROFESSIONAL
EXPERIENCED PROFESSIONAL
PARA-PROFESSIONAL
EXECUTIVE MANAGER TEAM LEADER
73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41
SENIOR PROFESSIONAL
EXPERIENCED PROFESSIONAL
PARA-PROFESSIONAL
EXECUTIVE MANAGER TEAM LEADERSAMPLE
L O N G - T E R M I N C E N T I V EP E R C E N TA G E E L I G I B L E R E C E I V I N G A C T U A L B Y C A R E E R L E V E L
Receiving ( of eligible employees)
Eligibility ( of employees)
Actual(Black Scholes Method)
Actual(Accounting Cost Method)
R E G I O N A L S U M M A R Y
73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41
SENIOR PROFESSIONAL
EXPERIENCED PROFESSIONAL
PARA-PROFESSIONAL
EXECUTIVE MANAGER TEAM LEADER
SAMPLE
MARKETSHORT-TERM INCENTIVE SALES INCENTIVE
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
REGION AVERAGE 73 405 406 84 139 405 406 84
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 104 ndash 250 78 104 ndash 250 78
MEXICO 149 270 261 89 149 270 261 89
PANAMA 126 164 270 87 126 164 270 87
PERU 163 298 293 102 163 298 293 102
UNITED STATES 131 457 459 72 131 457 459 72
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 126 164 270 87 126 164 270 87
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
C A R E E R L E V E L
S H O R T - T E R M S A L E S A N D L O N G - T E R M I N C E N T I V E SE X E C U T I V E
SAMPLE
C A R E E R L E V E L
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual Black Scholes and Actual Accounting Cost represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
S H O R T - T E R M S A L E S A N D L O N G - T E R M I N C E N T I V E SE X E C U T I V E C O N T I N U E D
MARKETLONG-TERM INCENTIVE
ELIGIBLE RECEIVING ACTUAL BLACK SCHOLES
ACTUAL ACCOUNTING COST
REGION AVERAGE 73 405 406 84
ARGENTINA 142 264 307 89
BRAZIL 156 286 321 88
CANADA 156 430 397 103
CHILE 177 331 370 126
COLOMBIA 149 293 285 94
COSTA RICA 137 327 230 88
GUATEMALA 104 ndash 250 78
MEXICO 149 270 261 89
PANAMA 126 164 270 87
PERU 163 298 293 102
UNITED STATES 131 457 459 72
URUGUAY 163 298 293 102
VENEZUELA 126 164 270 87
SAMPLE
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETEXECUTIVE MANAGER
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
J O B FA M I LY
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N
SAMPLE
J O B FA M I LY
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N C O N T I N U E D
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETTEAM LEADER SENIOR PROFESSIONAL
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
SAMPLE
J O B FA M I LY
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N C O N T I N U E D
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETEXPERIENCED PROFESSIONAL PARA-PROFESSIONAL
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
SAMPLE
A B O U T T H I SR E P O R T
SAMPLE
A B O U T T H I S R E P O R T
MET
HO
DO
LOG
Y
M E T H O D O L O G YThis section provides information on the methods of collecting collating and analysing 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
D ATA P R O C E S SS TAT I S T I C S The following statistics are presented in this publication
Median The data point that is higher than 50 of all other data in the sample when ranked from low to high Also known as the 50th percentile
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 ldquondashrdquo 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 Mercerrsquos surveys statistics have been ldquomaskedrdquo by displaying an endash or ldquondashrdquo 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 four data points are required to report the median
D ATA A N A LY S I S This publication uses job-level STI data sourced from Mercerrsquos Total Remuneration Surveys (TRS) to calculate STI prevalence rates STI actual incentives (as a percentage of base salary) and STI target incentive (as a percentage of base salary)
Organisation-weighted average data are used to calculate the STI prevalence rates and STI actual and target incentives as a percentage of base salary
The averages are calculated using the number of observations of annual base salary with a threshold value greater than or equal to eight organisations
Throughout the report the ldquotargetrdquo is the expected STI percentage for the current performance year while ldquoactualrdquo is the STI amount paid for the most recently completed performance year
The ldquopercentage receivingrdquo indicates the percentage of all employees that received a short-term incentive
SAMPLE
A B O U T M E R C E R Mercer delivers advice and technology-driven solutions that help organizations meet the health wealth and career needs of a changing workforce Mercerrsquos more than 23000 employees are based in 44 countries and the firm operates in over 130 countries Mercer is a wholly owned subsidiary of Marsh amp McLennan Companies (NYSE MMC) the leading global professional services firm in the areas of risk strategy and people With nearly 65000 colleagues and annual revenue over $14 billion Marsh amp McLennan helps clients navigate an increasingly dynamic and complex environment Marsh amp 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 wwwmercercom Follow Mercer on Twitter Mercer
SAMPLE
For further information please contact your local Mercer office or visit our website at wwwimercercom
Copyright 2019 Mercer LLC All rights reserved 19-IAW-SAMPLE
SAMPLE
- Table of Contents
- Global Publications
- Introduction
-
- Report Structure
-
- Region
-
- Regional Summary
- Career Level
- Job Family
-
- About this Report
-
L O N G - T E R M I N C E N T I V EP E R C E N TA G E E L I G I B L E R E C E I V I N G A C T U A L B Y C A R E E R L E V E L
Receiving ( of eligible employees)
Eligibility ( of employees)
Actual(Black Scholes Method)
Actual(Accounting Cost Method)
R E G I O N A L S U M M A R Y
73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41 73 73 41 41
SENIOR PROFESSIONAL
EXPERIENCED PROFESSIONAL
PARA-PROFESSIONAL
EXECUTIVE MANAGER TEAM LEADER
SAMPLE
MARKETSHORT-TERM INCENTIVE SALES INCENTIVE
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
REGION AVERAGE 73 405 406 84 139 405 406 84
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 104 ndash 250 78 104 ndash 250 78
MEXICO 149 270 261 89 149 270 261 89
PANAMA 126 164 270 87 126 164 270 87
PERU 163 298 293 102 163 298 293 102
UNITED STATES 131 457 459 72 131 457 459 72
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 126 164 270 87 126 164 270 87
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
C A R E E R L E V E L
S H O R T - T E R M S A L E S A N D L O N G - T E R M I N C E N T I V E SE X E C U T I V E
SAMPLE
C A R E E R L E V E L
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual Black Scholes and Actual Accounting Cost represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
S H O R T - T E R M S A L E S A N D L O N G - T E R M I N C E N T I V E SE X E C U T I V E C O N T I N U E D
MARKETLONG-TERM INCENTIVE
ELIGIBLE RECEIVING ACTUAL BLACK SCHOLES
ACTUAL ACCOUNTING COST
REGION AVERAGE 73 405 406 84
ARGENTINA 142 264 307 89
BRAZIL 156 286 321 88
CANADA 156 430 397 103
CHILE 177 331 370 126
COLOMBIA 149 293 285 94
COSTA RICA 137 327 230 88
GUATEMALA 104 ndash 250 78
MEXICO 149 270 261 89
PANAMA 126 164 270 87
PERU 163 298 293 102
UNITED STATES 131 457 459 72
URUGUAY 163 298 293 102
VENEZUELA 126 164 270 87
SAMPLE
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETEXECUTIVE MANAGER
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
J O B FA M I LY
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N
SAMPLE
J O B FA M I LY
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N C O N T I N U E D
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETTEAM LEADER SENIOR PROFESSIONAL
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
SAMPLE
J O B FA M I LY
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N C O N T I N U E D
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETEXPERIENCED PROFESSIONAL PARA-PROFESSIONAL
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
SAMPLE
A B O U T T H I SR E P O R T
SAMPLE
A B O U T T H I S R E P O R T
MET
HO
DO
LOG
Y
M E T H O D O L O G YThis section provides information on the methods of collecting collating and analysing 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
D ATA P R O C E S SS TAT I S T I C S The following statistics are presented in this publication
Median The data point that is higher than 50 of all other data in the sample when ranked from low to high Also known as the 50th percentile
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 ldquondashrdquo 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 Mercerrsquos surveys statistics have been ldquomaskedrdquo by displaying an endash or ldquondashrdquo 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 four data points are required to report the median
D ATA A N A LY S I S This publication uses job-level STI data sourced from Mercerrsquos Total Remuneration Surveys (TRS) to calculate STI prevalence rates STI actual incentives (as a percentage of base salary) and STI target incentive (as a percentage of base salary)
Organisation-weighted average data are used to calculate the STI prevalence rates and STI actual and target incentives as a percentage of base salary
The averages are calculated using the number of observations of annual base salary with a threshold value greater than or equal to eight organisations
Throughout the report the ldquotargetrdquo is the expected STI percentage for the current performance year while ldquoactualrdquo is the STI amount paid for the most recently completed performance year
The ldquopercentage receivingrdquo indicates the percentage of all employees that received a short-term incentive
SAMPLE
A B O U T M E R C E R Mercer delivers advice and technology-driven solutions that help organizations meet the health wealth and career needs of a changing workforce Mercerrsquos more than 23000 employees are based in 44 countries and the firm operates in over 130 countries Mercer is a wholly owned subsidiary of Marsh amp McLennan Companies (NYSE MMC) the leading global professional services firm in the areas of risk strategy and people With nearly 65000 colleagues and annual revenue over $14 billion Marsh amp McLennan helps clients navigate an increasingly dynamic and complex environment Marsh amp 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 wwwmercercom Follow Mercer on Twitter Mercer
SAMPLE
For further information please contact your local Mercer office or visit our website at wwwimercercom
Copyright 2019 Mercer LLC All rights reserved 19-IAW-SAMPLE
SAMPLE
- Table of Contents
- Global Publications
- Introduction
-
- Report Structure
-
- Region
-
- Regional Summary
- Career Level
- Job Family
-
- About this Report
-
MARKETSHORT-TERM INCENTIVE SALES INCENTIVE
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
REGION AVERAGE 73 405 406 84 139 405 406 84
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 104 ndash 250 78 104 ndash 250 78
MEXICO 149 270 261 89 149 270 261 89
PANAMA 126 164 270 87 126 164 270 87
PERU 163 298 293 102 163 298 293 102
UNITED STATES 131 457 459 72 131 457 459 72
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 126 164 270 87 126 164 270 87
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
C A R E E R L E V E L
S H O R T - T E R M S A L E S A N D L O N G - T E R M I N C E N T I V E SE X E C U T I V E
SAMPLE
C A R E E R L E V E L
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual Black Scholes and Actual Accounting Cost represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
S H O R T - T E R M S A L E S A N D L O N G - T E R M I N C E N T I V E SE X E C U T I V E C O N T I N U E D
MARKETLONG-TERM INCENTIVE
ELIGIBLE RECEIVING ACTUAL BLACK SCHOLES
ACTUAL ACCOUNTING COST
REGION AVERAGE 73 405 406 84
ARGENTINA 142 264 307 89
BRAZIL 156 286 321 88
CANADA 156 430 397 103
CHILE 177 331 370 126
COLOMBIA 149 293 285 94
COSTA RICA 137 327 230 88
GUATEMALA 104 ndash 250 78
MEXICO 149 270 261 89
PANAMA 126 164 270 87
PERU 163 298 293 102
UNITED STATES 131 457 459 72
URUGUAY 163 298 293 102
VENEZUELA 126 164 270 87
SAMPLE
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETEXECUTIVE MANAGER
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
J O B FA M I LY
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N
SAMPLE
J O B FA M I LY
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N C O N T I N U E D
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETTEAM LEADER SENIOR PROFESSIONAL
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
SAMPLE
J O B FA M I LY
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N C O N T I N U E D
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETEXPERIENCED PROFESSIONAL PARA-PROFESSIONAL
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
SAMPLE
A B O U T T H I SR E P O R T
SAMPLE
A B O U T T H I S R E P O R T
MET
HO
DO
LOG
Y
M E T H O D O L O G YThis section provides information on the methods of collecting collating and analysing 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
D ATA P R O C E S SS TAT I S T I C S The following statistics are presented in this publication
Median The data point that is higher than 50 of all other data in the sample when ranked from low to high Also known as the 50th percentile
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 ldquondashrdquo 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 Mercerrsquos surveys statistics have been ldquomaskedrdquo by displaying an endash or ldquondashrdquo 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 four data points are required to report the median
D ATA A N A LY S I S This publication uses job-level STI data sourced from Mercerrsquos Total Remuneration Surveys (TRS) to calculate STI prevalence rates STI actual incentives (as a percentage of base salary) and STI target incentive (as a percentage of base salary)
Organisation-weighted average data are used to calculate the STI prevalence rates and STI actual and target incentives as a percentage of base salary
The averages are calculated using the number of observations of annual base salary with a threshold value greater than or equal to eight organisations
Throughout the report the ldquotargetrdquo is the expected STI percentage for the current performance year while ldquoactualrdquo is the STI amount paid for the most recently completed performance year
The ldquopercentage receivingrdquo indicates the percentage of all employees that received a short-term incentive
SAMPLE
A B O U T M E R C E R Mercer delivers advice and technology-driven solutions that help organizations meet the health wealth and career needs of a changing workforce Mercerrsquos more than 23000 employees are based in 44 countries and the firm operates in over 130 countries Mercer is a wholly owned subsidiary of Marsh amp McLennan Companies (NYSE MMC) the leading global professional services firm in the areas of risk strategy and people With nearly 65000 colleagues and annual revenue over $14 billion Marsh amp McLennan helps clients navigate an increasingly dynamic and complex environment Marsh amp 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 wwwmercercom Follow Mercer on Twitter Mercer
SAMPLE
For further information please contact your local Mercer office or visit our website at wwwimercercom
Copyright 2019 Mercer LLC All rights reserved 19-IAW-SAMPLE
SAMPLE
- Table of Contents
- Global Publications
- Introduction
-
- Report Structure
-
- Region
-
- Regional Summary
- Career Level
- Job Family
-
- About this Report
-
C A R E E R L E V E L
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual Black Scholes and Actual Accounting Cost represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
S H O R T - T E R M S A L E S A N D L O N G - T E R M I N C E N T I V E SE X E C U T I V E C O N T I N U E D
MARKETLONG-TERM INCENTIVE
ELIGIBLE RECEIVING ACTUAL BLACK SCHOLES
ACTUAL ACCOUNTING COST
REGION AVERAGE 73 405 406 84
ARGENTINA 142 264 307 89
BRAZIL 156 286 321 88
CANADA 156 430 397 103
CHILE 177 331 370 126
COLOMBIA 149 293 285 94
COSTA RICA 137 327 230 88
GUATEMALA 104 ndash 250 78
MEXICO 149 270 261 89
PANAMA 126 164 270 87
PERU 163 298 293 102
UNITED STATES 131 457 459 72
URUGUAY 163 298 293 102
VENEZUELA 126 164 270 87
SAMPLE
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETEXECUTIVE MANAGER
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
J O B FA M I LY
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N
SAMPLE
J O B FA M I LY
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N C O N T I N U E D
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETTEAM LEADER SENIOR PROFESSIONAL
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
SAMPLE
J O B FA M I LY
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N C O N T I N U E D
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETEXPERIENCED PROFESSIONAL PARA-PROFESSIONAL
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
SAMPLE
A B O U T T H I SR E P O R T
SAMPLE
A B O U T T H I S R E P O R T
MET
HO
DO
LOG
Y
M E T H O D O L O G YThis section provides information on the methods of collecting collating and analysing 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
D ATA P R O C E S SS TAT I S T I C S The following statistics are presented in this publication
Median The data point that is higher than 50 of all other data in the sample when ranked from low to high Also known as the 50th percentile
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 ldquondashrdquo 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 Mercerrsquos surveys statistics have been ldquomaskedrdquo by displaying an endash or ldquondashrdquo 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 four data points are required to report the median
D ATA A N A LY S I S This publication uses job-level STI data sourced from Mercerrsquos Total Remuneration Surveys (TRS) to calculate STI prevalence rates STI actual incentives (as a percentage of base salary) and STI target incentive (as a percentage of base salary)
Organisation-weighted average data are used to calculate the STI prevalence rates and STI actual and target incentives as a percentage of base salary
The averages are calculated using the number of observations of annual base salary with a threshold value greater than or equal to eight organisations
Throughout the report the ldquotargetrdquo is the expected STI percentage for the current performance year while ldquoactualrdquo is the STI amount paid for the most recently completed performance year
The ldquopercentage receivingrdquo indicates the percentage of all employees that received a short-term incentive
SAMPLE
A B O U T M E R C E R Mercer delivers advice and technology-driven solutions that help organizations meet the health wealth and career needs of a changing workforce Mercerrsquos more than 23000 employees are based in 44 countries and the firm operates in over 130 countries Mercer is a wholly owned subsidiary of Marsh amp McLennan Companies (NYSE MMC) the leading global professional services firm in the areas of risk strategy and people With nearly 65000 colleagues and annual revenue over $14 billion Marsh amp McLennan helps clients navigate an increasingly dynamic and complex environment Marsh amp 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 wwwmercercom Follow Mercer on Twitter Mercer
SAMPLE
For further information please contact your local Mercer office or visit our website at wwwimercercom
Copyright 2019 Mercer LLC All rights reserved 19-IAW-SAMPLE
SAMPLE
- Table of Contents
- Global Publications
- Introduction
-
- Report Structure
-
- Region
-
- Regional Summary
- Career Level
- Job Family
-
- About this Report
-
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETEXECUTIVE MANAGER
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
J O B FA M I LY
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N
SAMPLE
J O B FA M I LY
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N C O N T I N U E D
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETTEAM LEADER SENIOR PROFESSIONAL
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
SAMPLE
J O B FA M I LY
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N C O N T I N U E D
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETEXPERIENCED PROFESSIONAL PARA-PROFESSIONAL
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
SAMPLE
A B O U T T H I SR E P O R T
SAMPLE
A B O U T T H I S R E P O R T
MET
HO
DO
LOG
Y
M E T H O D O L O G YThis section provides information on the methods of collecting collating and analysing 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
D ATA P R O C E S SS TAT I S T I C S The following statistics are presented in this publication
Median The data point that is higher than 50 of all other data in the sample when ranked from low to high Also known as the 50th percentile
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 ldquondashrdquo 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 Mercerrsquos surveys statistics have been ldquomaskedrdquo by displaying an endash or ldquondashrdquo 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 four data points are required to report the median
D ATA A N A LY S I S This publication uses job-level STI data sourced from Mercerrsquos Total Remuneration Surveys (TRS) to calculate STI prevalence rates STI actual incentives (as a percentage of base salary) and STI target incentive (as a percentage of base salary)
Organisation-weighted average data are used to calculate the STI prevalence rates and STI actual and target incentives as a percentage of base salary
The averages are calculated using the number of observations of annual base salary with a threshold value greater than or equal to eight organisations
Throughout the report the ldquotargetrdquo is the expected STI percentage for the current performance year while ldquoactualrdquo is the STI amount paid for the most recently completed performance year
The ldquopercentage receivingrdquo indicates the percentage of all employees that received a short-term incentive
SAMPLE
A B O U T M E R C E R Mercer delivers advice and technology-driven solutions that help organizations meet the health wealth and career needs of a changing workforce Mercerrsquos more than 23000 employees are based in 44 countries and the firm operates in over 130 countries Mercer is a wholly owned subsidiary of Marsh amp McLennan Companies (NYSE MMC) the leading global professional services firm in the areas of risk strategy and people With nearly 65000 colleagues and annual revenue over $14 billion Marsh amp McLennan helps clients navigate an increasingly dynamic and complex environment Marsh amp 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 wwwmercercom Follow Mercer on Twitter Mercer
SAMPLE
For further information please contact your local Mercer office or visit our website at wwwimercercom
Copyright 2019 Mercer LLC All rights reserved 19-IAW-SAMPLE
SAMPLE
- Table of Contents
- Global Publications
- Introduction
-
- Report Structure
-
- Region
-
- Regional Summary
- Career Level
- Job Family
-
- About this Report
-
J O B FA M I LY
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N C O N T I N U E D
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETTEAM LEADER SENIOR PROFESSIONAL
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
SAMPLE
J O B FA M I LY
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N C O N T I N U E D
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETEXPERIENCED PROFESSIONAL PARA-PROFESSIONAL
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
SAMPLE
A B O U T T H I SR E P O R T
SAMPLE
A B O U T T H I S R E P O R T
MET
HO
DO
LOG
Y
M E T H O D O L O G YThis section provides information on the methods of collecting collating and analysing 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
D ATA P R O C E S SS TAT I S T I C S The following statistics are presented in this publication
Median The data point that is higher than 50 of all other data in the sample when ranked from low to high Also known as the 50th percentile
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 ldquondashrdquo 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 Mercerrsquos surveys statistics have been ldquomaskedrdquo by displaying an endash or ldquondashrdquo 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 four data points are required to report the median
D ATA A N A LY S I S This publication uses job-level STI data sourced from Mercerrsquos Total Remuneration Surveys (TRS) to calculate STI prevalence rates STI actual incentives (as a percentage of base salary) and STI target incentive (as a percentage of base salary)
Organisation-weighted average data are used to calculate the STI prevalence rates and STI actual and target incentives as a percentage of base salary
The averages are calculated using the number of observations of annual base salary with a threshold value greater than or equal to eight organisations
Throughout the report the ldquotargetrdquo is the expected STI percentage for the current performance year while ldquoactualrdquo is the STI amount paid for the most recently completed performance year
The ldquopercentage receivingrdquo indicates the percentage of all employees that received a short-term incentive
SAMPLE
A B O U T M E R C E R Mercer delivers advice and technology-driven solutions that help organizations meet the health wealth and career needs of a changing workforce Mercerrsquos more than 23000 employees are based in 44 countries and the firm operates in over 130 countries Mercer is a wholly owned subsidiary of Marsh amp McLennan Companies (NYSE MMC) the leading global professional services firm in the areas of risk strategy and people With nearly 65000 colleagues and annual revenue over $14 billion Marsh amp McLennan helps clients navigate an increasingly dynamic and complex environment Marsh amp 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 wwwmercercom Follow Mercer on Twitter Mercer
SAMPLE
For further information please contact your local Mercer office or visit our website at wwwimercercom
Copyright 2019 Mercer LLC All rights reserved 19-IAW-SAMPLE
SAMPLE
- Table of Contents
- Global Publications
- Introduction
-
- Report Structure
-
- Region
-
- Regional Summary
- Career Level
- Job Family
-
- About this Report
-
J O B FA M I LY
S H O R T - T E R M I N C E N T I V E SA D M I N I S T R AT I O N C O N T I N U E D
Notes Eligible represents the percentage of employees eligible to receive an incentive Receiving represents the percentage of eligible employees who received an incentive Actual and Target represent the median percentage of base salary Figures in blue represent the highest value and figures in red represent the lowest
MARKETEXPERIENCED PROFESSIONAL PARA-PROFESSIONAL
ELIGIBLE RECEIVING ACTUAL TARGET ELIGIBLE RECEIVING ACTUAL TARGET
ARGENTINA 142 264 307 89 142 264 307 89
BRAZIL 156 286 321 88 156 286 321 88
CANADA 156 430 397 103 156 430 397 103
CHILE 177 331 370 126 177 331 370 126
COLOMBIA 149 293 285 94 149 293 285 94
COSTA RICA 137 327 230 88 137 327 230 88
GUATEMALA 125 ndash ndash 100 125 ndash ndash 100
MEXICO 134 272 242 93 134 272 242 93
PANAMA 104 ndash 250 78 104 ndash 250 78
PERU 149 270 261 89 149 270 261 89
UNITED STATES 126 164 270 87 126 164 270 87
URUGUAY 163 298 293 102 163 298 293 102
VENEZUELA 111 ndash ndash 68 111 ndash ndash 68
SAMPLE
A B O U T T H I SR E P O R T
SAMPLE
A B O U T T H I S R E P O R T
MET
HO
DO
LOG
Y
M E T H O D O L O G YThis section provides information on the methods of collecting collating and analysing 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
D ATA P R O C E S SS TAT I S T I C S The following statistics are presented in this publication
Median The data point that is higher than 50 of all other data in the sample when ranked from low to high Also known as the 50th percentile
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 ldquondashrdquo 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 Mercerrsquos surveys statistics have been ldquomaskedrdquo by displaying an endash or ldquondashrdquo 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 four data points are required to report the median
D ATA A N A LY S I S This publication uses job-level STI data sourced from Mercerrsquos Total Remuneration Surveys (TRS) to calculate STI prevalence rates STI actual incentives (as a percentage of base salary) and STI target incentive (as a percentage of base salary)
Organisation-weighted average data are used to calculate the STI prevalence rates and STI actual and target incentives as a percentage of base salary
The averages are calculated using the number of observations of annual base salary with a threshold value greater than or equal to eight organisations
Throughout the report the ldquotargetrdquo is the expected STI percentage for the current performance year while ldquoactualrdquo is the STI amount paid for the most recently completed performance year
The ldquopercentage receivingrdquo indicates the percentage of all employees that received a short-term incentive
SAMPLE
A B O U T M E R C E R Mercer delivers advice and technology-driven solutions that help organizations meet the health wealth and career needs of a changing workforce Mercerrsquos more than 23000 employees are based in 44 countries and the firm operates in over 130 countries Mercer is a wholly owned subsidiary of Marsh amp McLennan Companies (NYSE MMC) the leading global professional services firm in the areas of risk strategy and people With nearly 65000 colleagues and annual revenue over $14 billion Marsh amp McLennan helps clients navigate an increasingly dynamic and complex environment Marsh amp 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 wwwmercercom Follow Mercer on Twitter Mercer
SAMPLE
For further information please contact your local Mercer office or visit our website at wwwimercercom
Copyright 2019 Mercer LLC All rights reserved 19-IAW-SAMPLE
SAMPLE
- Table of Contents
- Global Publications
- Introduction
-
- Report Structure
-
- Region
-
- Regional Summary
- Career Level
- Job Family
-
- About this Report
-
A B O U T T H I SR E P O R T
SAMPLE
A B O U T T H I S R E P O R T
MET
HO
DO
LOG
Y
M E T H O D O L O G YThis section provides information on the methods of collecting collating and analysing 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
D ATA P R O C E S SS TAT I S T I C S The following statistics are presented in this publication
Median The data point that is higher than 50 of all other data in the sample when ranked from low to high Also known as the 50th percentile
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 ldquondashrdquo 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 Mercerrsquos surveys statistics have been ldquomaskedrdquo by displaying an endash or ldquondashrdquo 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 four data points are required to report the median
D ATA A N A LY S I S This publication uses job-level STI data sourced from Mercerrsquos Total Remuneration Surveys (TRS) to calculate STI prevalence rates STI actual incentives (as a percentage of base salary) and STI target incentive (as a percentage of base salary)
Organisation-weighted average data are used to calculate the STI prevalence rates and STI actual and target incentives as a percentage of base salary
The averages are calculated using the number of observations of annual base salary with a threshold value greater than or equal to eight organisations
Throughout the report the ldquotargetrdquo is the expected STI percentage for the current performance year while ldquoactualrdquo is the STI amount paid for the most recently completed performance year
The ldquopercentage receivingrdquo indicates the percentage of all employees that received a short-term incentive
SAMPLE
A B O U T M E R C E R Mercer delivers advice and technology-driven solutions that help organizations meet the health wealth and career needs of a changing workforce Mercerrsquos more than 23000 employees are based in 44 countries and the firm operates in over 130 countries Mercer is a wholly owned subsidiary of Marsh amp McLennan Companies (NYSE MMC) the leading global professional services firm in the areas of risk strategy and people With nearly 65000 colleagues and annual revenue over $14 billion Marsh amp McLennan helps clients navigate an increasingly dynamic and complex environment Marsh amp 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 wwwmercercom Follow Mercer on Twitter Mercer
SAMPLE
For further information please contact your local Mercer office or visit our website at wwwimercercom
Copyright 2019 Mercer LLC All rights reserved 19-IAW-SAMPLE
SAMPLE
- Table of Contents
- Global Publications
- Introduction
-
- Report Structure
-
- Region
-
- Regional Summary
- Career Level
- Job Family
-
- About this Report
-
A B O U T T H I S R E P O R T
MET
HO
DO
LOG
Y
M E T H O D O L O G YThis section provides information on the methods of collecting collating and analysing 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
D ATA P R O C E S SS TAT I S T I C S The following statistics are presented in this publication
Median The data point that is higher than 50 of all other data in the sample when ranked from low to high Also known as the 50th percentile
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 ldquondashrdquo 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 Mercerrsquos surveys statistics have been ldquomaskedrdquo by displaying an endash or ldquondashrdquo 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 four data points are required to report the median
D ATA A N A LY S I S This publication uses job-level STI data sourced from Mercerrsquos Total Remuneration Surveys (TRS) to calculate STI prevalence rates STI actual incentives (as a percentage of base salary) and STI target incentive (as a percentage of base salary)
Organisation-weighted average data are used to calculate the STI prevalence rates and STI actual and target incentives as a percentage of base salary
The averages are calculated using the number of observations of annual base salary with a threshold value greater than or equal to eight organisations
Throughout the report the ldquotargetrdquo is the expected STI percentage for the current performance year while ldquoactualrdquo is the STI amount paid for the most recently completed performance year
The ldquopercentage receivingrdquo indicates the percentage of all employees that received a short-term incentive
SAMPLE
A B O U T M E R C E R Mercer delivers advice and technology-driven solutions that help organizations meet the health wealth and career needs of a changing workforce Mercerrsquos more than 23000 employees are based in 44 countries and the firm operates in over 130 countries Mercer is a wholly owned subsidiary of Marsh amp McLennan Companies (NYSE MMC) the leading global professional services firm in the areas of risk strategy and people With nearly 65000 colleagues and annual revenue over $14 billion Marsh amp McLennan helps clients navigate an increasingly dynamic and complex environment Marsh amp 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 wwwmercercom Follow Mercer on Twitter Mercer
SAMPLE
For further information please contact your local Mercer office or visit our website at wwwimercercom
Copyright 2019 Mercer LLC All rights reserved 19-IAW-SAMPLE
SAMPLE
- Table of Contents
- Global Publications
- Introduction
-
- Report Structure
-
- Region
-
- Regional Summary
- Career Level
- Job Family
-
- About this Report
-
A B O U T M E R C E R Mercer delivers advice and technology-driven solutions that help organizations meet the health wealth and career needs of a changing workforce Mercerrsquos more than 23000 employees are based in 44 countries and the firm operates in over 130 countries Mercer is a wholly owned subsidiary of Marsh amp McLennan Companies (NYSE MMC) the leading global professional services firm in the areas of risk strategy and people With nearly 65000 colleagues and annual revenue over $14 billion Marsh amp McLennan helps clients navigate an increasingly dynamic and complex environment Marsh amp 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 wwwmercercom Follow Mercer on Twitter Mercer
SAMPLE
For further information please contact your local Mercer office or visit our website at wwwimercercom
Copyright 2019 Mercer LLC All rights reserved 19-IAW-SAMPLE
SAMPLE
- Table of Contents
- Global Publications
- Introduction
-
- Report Structure
-
- Region
-
- Regional Summary
- Career Level
- Job Family
-
- About this Report
-
For further information please contact your local Mercer office or visit our website at wwwimercercom
Copyright 2019 Mercer LLC All rights reserved 19-IAW-SAMPLE
SAMPLE
- Table of Contents
- Global Publications
- Introduction
-
- Report Structure
-
- Region
-
- Regional Summary
- Career Level
- Job Family
-
- About this Report
-