not peer reviewed 2015 canada mercer benchmark … · social media communications, digital...

2015 CANADA MERCER BENCHMARK DATABASEPARTICIPATION WEBCASTMarch 3, 2015

Not Peer Reviewed

Keolani BradleyLouisville

Matt YoungLouisville

MERCER 1

Agenda

Meeting Objectives

Survey Overview

• 2015 Enhancements• 2015 Important Dates

Survey Process

• Review Participation Materials• Job Matching• Complete the Survey• Submit Your Data• Review and Verify Data• Perform Data Analysis• Publish Results

Benefits of Participating

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MEETING OBJECTIVES

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Meeting Objectives

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Highlight the overall survey process and your involvement,including important survey dates you need to know.

Share tips and best practices for completing the questionnaireand ensure quality job matching.

Provide insight into the data review and verification process.

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SURVEY OVERVIEW

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Survey Overview

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• The premier general industry database for evaluating and creating competitivecompensation offerings.

• A robust database with nine survey modules, allowing ample analyses and reporting.

Robust Database*

• 1,200+ positions.• 1,000+ organizations.• 375,000+ incumbents.

*Reflects 2014 database

Survey Modules

• Corporate Services and HR.• Engineering and Design.• Executive.• Finance, Accounting, and

Legal.• High-Tech and e-Commerce.• Mercer/Gartner Information

Technology.• Logistics and Supply Chain.• Manufacturing and

Operations.• Marketing and Sales.

Analyses & Reporting

• Short- and long-term incentives.• Total cash compensation.• Total direct compensation.• Year-over-year analyses.• Named peer groups.• Industry.• Assets, revenues/sales, etc.• Total employment.• Metropolitan area, geographic

region.Participate in and

purchase individualsurvey modules, orexperience the fulldepth of MBD bysubscribing to theentire database.

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Survey Overview: 2015 Enhancements

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Positions • 127 new positions were added, most within the following modules:– SMC (33 jobs). Shopper Marketing, Internet/Digital Marketing, Digital

Media/Brand Relations.– ITS (41 jobs). Scrum Masters, Enterprise Architects, Mobile Application, Business

Intelligence Architects, Storage Management.– CHR (16 jobs). Investor Relations Analysts, Instructional Designers, Underwriters.– HTE (15 jobs). Social Media Communications, Digital Analytics, Digital Vendor

Management.– LSC (14 jobs). Customer Relationship – Supply & Logistics, Vendor Managed

Inventory, Six Sigma.– FAL (11 jobs). Lobbyists, Treasury Analysts, Finance Analysts.

Results • Globally standard industry classifications were modified for flexiblereporting.

• Results export files will include STI target percentage.AdditionalReportAnalyses

• Additional report analyses will be accessible via Mercer WIN®:– Executive Job Title Report.– Short-term Incentive Report.– Long-term Incentive & Equity Report.

Useful Tip!

Reference the New RevisedPosition tab in the Job

Matching booklet for moredetails on how a position

changed.

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Key Milestones Feb Mar Apr May Jun Jul Aug Sep

Questionnaire available 11

Contact Centre participation webcast 10

Life Sciences participation webcast 10

MBD participation webcast 3 & 25

MBD – IT Survey job matching webcast 12

Data effective date 1

Submission deadline 17

Data cleaning (data validation files)

MBD results available Weekof 24

MBD results webcast 29

Survey Overview: 2015 Important Dates

Useful Tip!

• If you would like a copy of thepresentation from any webcastsession, email us [email protected].

• Registration information forresults webcasts will beavailable shortly onimercer.com/events.

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SURVEY PROCESS

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Reviewparticipation

materialsCompletethe survey

Submityour data

Performdata

analysisPublishresults

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Survey Process

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(includes jobmatching)

Participant’sResponsibility

Mercer’sResponsibility

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Reviewand verify

data

The survey process can be broken down into six steps:

Useful Tip!

Step 4 is the data cleaningphase, and you are a criticalpart in completing this step.

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Reviewparticipation


Submityour data

Performdata


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Survey Process: Review Participation Materials

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Reviewand verify

data



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Survey Process: Review Participation Materials

• Participation materials are accessible via www.imercer.ca/participate and include twofiles:1. Compensation questionnaire.

A. Blank questionnaire is on the participation grid.B. Prepopulated questionnaires are posted to individual imercer.ca.com accounts within the

My Participation section (select “Go to My Account”).2. Job matching booklet.

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Useful Tip!

If you do not have access toyour organization’s pre-populated questionnaire,

[email protected].

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A

B

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Survey Process: Review Participation MaterialsJob Matching Booklet

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Useful Tip!

There is nothing you need todo in terms of completing thisfile; it is strictly for reference

purposes to help youdetermine your job matches.

• Contains detailed information on the MBD positions including:– MUPCS® position code framework.– New positions.– Modified positions.

• Job Matching Booklet Layout– Introduction.– MUPCS.– Career Streams & Levels.– 2015 Job Descriptions.– 2015 Job Codes & Titles.– New and Revised Positions.– Removed Positions.– MLS Position Matrix.

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Survey Process: Review Participation MaterialsJob Matching Booklet: MUPCS® Tab

• Detailed information on ercer’s niversal osition ode ystem (MUPCS)

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141 2 0Family100 -Top Management110 -Corporate Affairs120 -HR200 -Finance & Admin.210 -Financeetc.

Sub-Family000 -General220 -Recruitment224 -Comp & Benefits228 -Compensation244 -Employee Relationsetc.

Career Stream1 - Executive2 - Management3 - Professional4 - Para-Professional

Job/Activity(differentiates similar jobs)0123etc.

Level1 - Pre-eminent2 - Expert3 - Specialist4 - Senior5 - Experienced6 - Entry

2 2 8 3

BENEFITS

Consistency Job Matching Global Leveling Analysis ReportingEnsures

consistentbenchmarking

across theorganization.

Makes the jobmatching process

easier.

Enables cross-border leveling

and careerprogressionanalyses.

Analyze data byjob

family/subfamily,career stream

and level.

Increasesflexibility for

reporting, leadingto better paydecisions.

EXAMPLE

Survey Process: Review Participation MaterialsJob Matching Booklet: MUPCS Example and Benefits

. .

Compensation Analyst – Senior – Executives

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MERCER 15

Survey Process: Review Participation MaterialsJob Matching Booklet: Career Streams & Levels Tab

Useful Tip!

Reference the CareerStreams & Levels tab fordefinitions on each career

stream and level in theMUPCS framework.

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MU

PCS

Car

eerL

evel

s

MUPCS Career Streams

1. Head of Organization

2. Function Head

3. Sub-Function Head

1. Senior Manager

2. Manager

3. Team Leader (Professionals)

4. Team Leader (Para-Professionals)

6. Entry

3. Entry

5. Experienced

2. Experienced

1. Entry

0. Specialist

4. Senior

3. Specialist

2. Expert

1. Pre-eminent

1. Executive 2. Management 3. Individual Professional 4. Para-Professional

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Survey Process: Review Participation MaterialsJob Matching Booklet: 2015 Job Descriptions and New Revised Position Tabs

• Descriptions for all positions surveyed within each MBD module.

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Useful Tip!• IT positions are categorized

into functional areas toassist with job matching.

• Refer to the New andRevised Position tab in theJob Matching Booklet fordetails on how a positionchanged.

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• To assist you in re-matching incumbents that were previously matched topositions removed from this year’s survey, reference the “Removed Positions”tab in the Job Matching Booklet for possible survey positions matches.

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Survey Process: Review Participation MaterialsJob Matching Booklet: Removed Positions

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MERCER 18

Matching Your Positions

• Confirm understanding of yourorganization’s jobs.― Discuss matches with line

managers, peers, andMercer.

• Match each incumbent to onlyone survey position.― If you have more levels of a

position than the survey, onlyreport the most comparablelevels in your submission.

• Match on content, not:― job title.― individual in the job.

A Good Match

• Incumbent may not perform allfunctions in description.

• Good match represents at least80% of benchmark position.

• If one or several majorresponsibilities in surveydescription are not a part ofyour position (or vice-versa),another match may be moreappropriate.

Hybrid Jobs

• Some jobs are too unique tomatch (e.g., incumbent spends50% in marketing, 50% in IT).

• Contains 60% or more jobcontent, otherwise exclude.

Survey Process: Review Participation MaterialsJob Matching: Guidelines

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Useful Tip!

• MBD will not cover everyposition within your company;the selected positions arebenchmarks, so please treatthem as such.

• For executive positions thatare single incumbent, reportonly one employee (mostsenior individual) per entity.

• Gather information about your organization’s positions and review these against thejob matching booklet.

• Identify which jobs you will be able to match to the MBD jobs.

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• If you have more levels of a position than the survey covers, be sure to report onlythe most comparable levels in your data submission.

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Your Job Family Your Level Mercer Level

Technical Writer Manager No level match.

Senior Senior

Intermediate Experienced

Junior Entry

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Do not matchto the survey.

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• Specialist level:þ Highly skilled.þ Executes highly complex or specialized

projects.þ May depart from established processes

to resolve problems.

• Not Specialist level:ý A generic “catch all.”ý May not be the same as a level in your

organization with the same title.

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MERCER

Review your jobdescription and

otherdocumentation.

Narrow yourselection by using

filters andsearching on key

words.

Review Mercerjob descriptions.

Identify jobmatch, includingcareer level, andnote the surveyposition code foryour job match.

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Survey Process: Review Participation MaterialsJob Matching: Process

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MERCER 22

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2 3

4

Survey Process: Review Participation MaterialsJob Matching: Example

ABC-XYZ COMPANY

Job Summary for:Human Resources Generalist

Responsibilities:Liaison for all associates concerning the

communication and administration of policiesand procedures. Proactively partner withmanagement to support all HR functions(recruitment, performance management,

coaching and counseling etc.). Provide trainingon HR policy and procedure, and assist in

policy and procedure development. Respondto associate issues such as career benefit and

payroll questions.

Skills Needed:• Bachelor’s degree

• 3-5 Years of HR experience• Retail Industry knowledge, multi-store/multi-state experience preferred

• Strong listening skills, excellent oral andwritten communication skills

• Demonstrates ability to prioritize, as well asflexibility

• Team player• Word, Excel, Outlook

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3. Review Mercer job. 4. Identify a job match.2. Narrow your selection.1. Review your job.

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Reviewparticipation


Submityour data

Performdata


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Survey Process: Complete the SurveyCompensation Questionnaire

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Reviewand verify

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MERCER

• Introduction• Tab 1 – Contact• Tab 2 – Order• Tab 3 – Workforce Metrics• Tab 4 – Company Data• Tab 5 – Contact Centre• Tab 6 – Incumbents• Tab 7 – LTI Plans• Tab 8 – Policy• Working Tab• Guide• Job Catalogue• Terms & Conditions

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Survey Process: Complete the SurveyCompensation Questionnaire

Useful Tip!

Use the Working Tab tomanipulate your data (format

cells, order columns, etc.)prior to pasting the data into

the Incumbents tab.

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Survey Process: Complete the SurveyCompensation Questionnaire: Tab 1 – Contact

• Collects contact information specific to you and your organization.• Collects contact information specific to you and your organization.

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Useful Tip!

Please provide anyfeedback or notes regardingyour submission on this tab.

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Survey Process: Complete the SurveyCompensation Questionnaire: Tab 2 – Order

• Complete this form by indicating the survey modules you would like to order.• Complete this form by indicating the survey modules you would like to order.

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Useful Tip!

Questions? Contact [email protected] or

1 800 333 3070

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Survey Process: Complete the SurveyCompensation Questionnaire: Tab 3 – Workforce Metrics

• Collects information on productivity levels, workforce composition, turnover, etc.

• Participants who provide workforce metrics data on this tab will receive acomplimentary country summary of the results.

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Survey Process: Complete the SurveyCompensation Questionnaire: Tab 4 – Company Data

• Collects information about each entity in your organization for which data yoursurvey submission covers.

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Useful Tip!

Please make sure that youanswer all required

questions.

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OrganizationType

Description

Corporate Highest reporting entity without any organization above it (i.e., parent organization).

Subsidiary Independent entity with majority interest held by a corporate entity; a legallychartered entity with its own board of directors.

Group Independent business unit consisting of multiple profit centers or divisions.

Division Independent entity which generally consists of a single profit center or operatingunit, fully accountable to the corporate, subsidiary, or group.

CORPORATE

SUBSIDIARY GROUP DIVISION

GROUP DIVISION ADIVISION DIVISION B

DIVISION BDIVISION A

AND/OR

AND/ORAND/OR

Note: This diagram is general and for demonstrativepurposes to show the relationship between the corporate,

subsidiary, group, and division organization types. Anorganization may have multiple subsidiaries, groups, and

divisions.

Useful Tip!Entities should not include:• Shared services centers• Corporate functions• Individual plant locations• Geographic locations

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• Provide information for the corporate entity and each subsidiary, group or divisionfor which you will be reporting incumbent data.

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Mercer will validate this data based on information available in the public domain.

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Type of EntityBenchmark againstyour peers by typeof organization,ownership, andindustry.

• Organization Type: corporate, subsidiary, group, division.• Ownership Type: publicly traded, privately held,

not-for-profit, etc.• Industry: super sector, sector, and subsector.

Size of EntityBenchmark againstorganizations ofsimilar size(financially andemployee strength).

• Annual Dollar Volume: assets, net sales/revenue, gross premiums, operatingexpenses/budget, net revenue.– Report the annual dollar volume amount specific to each entity’s industry.

− All organizations should report a net sales/revenue amount.− All not-for-profit organizations should report an operating expenses/budget amount.− Only healthcare organizations should report net revenue.

• Total Full-time Equivalents– Report the number of full-time equivalents, not headcount, and exclude

seasonal employees.

Useful Tip!If your entity (division,subsidiary, or group) isprivately held, indicate so inthe “Ownership Type” columnof the questionnaire,regardless if your parententity is publicly traded.

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• A full list of industry breakouts is available on the Guide tab.

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• Entity codes entered on Tab 4 – Company Data must be entered for at least oneincumbent on Tab 6 – Incumbents

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Useful Tip!

You can copy the data fromthis tab over to the Workingtab (make sure you pastespecial/values only) andmanipulate the data for

further analysis/reference.

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Survey Process: Complete the SurveyCompensation Questionnaire: Tab 5 – Contact Centre

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Useful Tip!

Make sure that you providecorresponding incumbent

data for each contactcentre location that is

provided.

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Survey Process: Complete the SurveyCompensation Questionnaire: Tab 6 – Incumbents

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Entity code• Enter the

correspondingentity as reportedon Tab 4 –Company Data.

Mercer Universal Position Code• Match an incumbent to only one Mercer position code.• Position descriptions and codes can be found on the

Job Catalogue tab or in the Job Matching Booklet.• Include only CA employees (no expatriates).

Postal code• Enter the postal code for the

city in which the incumbentworks.

• This information is key forgeographical analysis.

Useful Tip!

Don't use formulas - alwaysPaste Special / Values whencopying data from another

source.

• Data elements are collected for each individual incumbent.

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Survey Process: Complete the SurveyCompensation Questionnaire: Tab 6 – Incumbents (Prepopulated version)

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Not Valid

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Geographic Scope of Role(Report for executive positions only)• Global: Worldwide operations.• Multi-regional: Two or more regions (North

America, Europe, Asia).• Regional: One region, usually North America.• Sub-regional: Canada and 2-7 other countries.• In country: Canada• District: Significant area within Canada (e.g.

Western Canada, Atlantic Canada).

HR Specialty (Human Resource Director only)• Enter a Human Resource Specialty code from the

list below for the Human Resource Director (MercerPosition Code 120.100.210) only.

• The incumbent must spend more than 50% of theirtime working in their specialty. For those who areresponsible for multiple facets of HR, please choose“Generalist.” Some specialties have been combined,since they are commonly paired together in a role.(Choose only one.)

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Useful Tip!

For Geographic Scope ofRole, if your organization

only operates in one location,please choose In country.

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Sales Specialty (Sales Positions Only)• Enter a sales specialty code from the list below for each incumbent matched to a sales role. (Choose only one

per incumbent.) Any sales job in the Mercer survey that has a position code beginning in 420.xxx.xxx.

Customer Type (Sales and Contact Center Positions Only)• Identify the primary type of customers for which the employee has sales responsibilities. (Choose only one.)

Head of Manufacturing Executive Responsibilities• Head of Manufacturing Executive - Single Facility (600.100.232), report the plant’s operating expenses/budget

for that facility.• Head of Manufacturing Executive - Multi-facility (600.100.131), report the combined plants’ operating

expenses/budget for each facility managed.

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Standard Work Week• Number of hours in a standard

work week for the position.• May vary depending on whether

based in a corporate office, plantor regional office.

Salary Range• Report only where a formal range

exists.• Do not enter broadband ranges

(e.g. range spread > 100%).• Provide range data in same

format as base salary (annual orhourly).

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Useful Tip!

Make sure you copy data tocorrect column. The order of

the columns may changeyear over year.

Base Salary• Do not submit average data.• One row of data for each

incumbent in a position.• Provide either annual base salary

or hourly rate.• Do not include part-time

employees.

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Short-Term Incentive (STI)• Threshold/Target/Maximum are collected as a percent of base salary – if the amount is 5%, please

enter 5 and not 0.05.• Enter the amount of incentive earned (but not necessarily paid out), in dollars, for the most recently

completed performance period.• Exclude non-performance based incentives such as: Holiday bonuses, Sign-on bonuses, Retention

bonuses, Mandatory deferred compensation payments.Useful Tip!

Don’t forget to indicatewhether or not an incumbent

is STI eligible.

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Profit Sharing Eligible• Indicate if the incumbent is eligible

for a profit-sharing plan, either cashpayouts or deferred.

• Profit-sharing plans should bebased on corporate performancewith a predetermined payoutformula for all eligible employees.

• Payout amounts are governedstrictly by corporate performancemetrics and are not adjusted forindividual contributions.

Sales Incentives• Enter target sales incentive as a

percentage of base salary; if theamount is 20%, enter 20 and not0.2.

• If a position does not have targetsales incentive, leave columnblank.

• Enter the amount of salesincentives earned in the mostrecent fiscal year (sales bonusesor commissions).

Profit Sharing Actual• Where a profit-sharing plan is in

place, enter the total amount ofprofit-sharing payments made tothe incumbent in the most recentlycompleted fiscal year.

• Enter the amount in whole dollars(e.g., $650). If this position does nothave a profit-sharing plan, leavethis field empty.

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• LTI Plan Award on Tab 6 – Incumbents must match an LTI Plan Identifier on Tab 7– LTI Plans

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Survey Process: Complete the SurveyCompensation Questionnaire: Tab 7 – LTI Plans

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Where to find Long-term incentive (LTI) information• Parent company/head office.• Proxy statements or other communication to shareholders.• Third-party vendor who manages the LTI program.• Employee benefit handbook (for plan documentation information).

Please do not report LTI awards occurring before January 1, 2013.

Useful Tip!

If you are unable to provide aspecific data element, leavethat field blank, instead ofentering dashes, N/A, etc.

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Survey Process: Complete the SurveyCompensation Questionnaire: Tab 8 – Policy

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Survey Process: Complete the SurveyCompensation Questionnaire: Guide Tab

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Useful Tip!

Most questions you mayhave can be answered by

searching this tab foradditional information.

• Provides instructions for completing the questionnaire, as well as definitions andreporting tips.

MERCER

Reviewparticipation


Submityour data

Performdata


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Survey Process: Submit Your Data

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Reviewand verify

data

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MERCER

Survey Process: Submit Your DataUpload the Questionnaire

• Upload the completed questionnaire via the secure file upload link.• Upload the completed questionnaire via the secure file upload link.

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Useful Tip!

If you password protect your file,email the password to us

separately [email protected]

Don’t forget to save a copy ofthe file for your records!

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MERCER

Reviewparticipation


Submityour data

Performdata


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Survey Process: Review and Verify Data

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Reviewand verify

data



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Step 4 is the data cleaningphase, and you are a criticalpart in completing this step.

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MERCER

Survey Process: Review and Verify DataProcess

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Mercer checkseach submissionfor completeness

and accuracy.

Mercer performsstringent data

validation checkson each

submission.

You review ourquestions, update

your DataValidation File,and return to uswithin five days.

Mercer conductsa thorough review

and analysis ofthe aggregated

market data.

Mercer approvesand finalizes thedatabase to be

used forpublication.

Mercer preparesquestions for

each organization(Data ValidationFiles) and sendsthem for review .

Mercer may callyou to discuss

specific questions.

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MERCER

Survey Process: Review and Verify DataData Verification

• The Data Validation file is in a similar layout to your completed questionnaire,with the addition of the Audit Summary tab.

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Useful Tip!• Tabs requiring your review ofdata issues are highlighted inorange.

• The Severity Level Flagsidentify critical data neededfrom you.

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MERCER


• Each tab containing issues is in the same format as the questionnaire with fouradditional columns:

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Useful Tip!Never remove data rows fromthe Data Validation File — usethe ‘Exclude Row from Survey’

column.

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• Cells requiring action are color-coded according to the severity or impact to yourdata submission.

• Make corrections to highlighted cells only; other changes to data may result inmore issues and require additional data cleaning.

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Reviewparticipation


Submityour data

Performdata


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Survey Process: Perform Data Analysis

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Reviewand verify

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MERCER

Survey Process: Perform Data AnalysisConfidentiality

• To ensure the confidentiality of all data, a minimum number of observations isrequired for variable statistics to display.

• Mercer uses the following reporting criteria to ensure the protection ofparticipants’ data:

Statistic # Incumbents # Organizations # DistinctOrganizations

Mean (average) andfrequency

3 3 3

50th Percentile (median) 4 4 3

25th and 75th Percentiles 5 5 3

10th and 90th Percentiles 10 5/10* 3

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* 5 organizations if the statistics are incumbent weighted; 10 if they are organization weighted.

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Reviewparticipation


Submityour data

Performdata


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Survey Process: Publish Results

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Reviewand verify

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MERCER 55

Survey Process: Publish Results

Key Milestones Aug Sept

MBD results available Weekof 24

MBD results webcasts 29

Useful Tip!

When the survey results areavailable, an email with

instructions to access theresults is sent to the primary

purchaser and eachadditional user (as identified

on the Order tab).

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• MBD provides a comprehensive view of pay in the Canadian marketplace, allowingyou to create a competitive offering to retain and reward key talent.

• Determining competitive pay levels requires carefully aligning market demands withbase pay, incentives, and other compensation elements.

MERCER

BENEFITS OF PARTICIPATING

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MERCER 57

Benefits of Participating: Depth and Breadth of InformationMercer Benchmark Database

• Results available late August via Mercer WIN®

– PDF of overall results.– Excel export of overall results and many market refinements.– Unlimited peer group reports — on the fly — for participants.– Refine results specific to your organization’s information needs (e.g.,

industry, location, etc.).

Useful Tip!

WIN demos and an onlinetutorial are available atwww.imercer.com/win.

MERCER 58

Benefits of Participating: Value-Added AnalysesMBDspan Results Webcast

• Session is offered in lateSeptember.

• Synopsis of key trends andfindings related to the data andmarket.

• Expert commentary andobservations from Mercer.

• Snapshot of compensation in2015 based on year-over-yearanalyses.

• Market perspective andadditional analysis from otherMercer reports.

MERCER 59

Benefits of Participating: Depth and Breadth of InformationMercer Benchmark Database

• By supplying short-term, long-term, and executive data, you areeligible to purchase the following reports at a discounted rate:

ReportParticipant

PriceNon-participant

Price

Executive Job Title Report $500 $1,500

Long-term Incentive & Equity Report $2,300 $6,900Short-term Incentive Report $2,300 $6,900

MERCER

Benefits of Participating: Additional Complimentary DataSurvey Panel

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• MBD participants are exclusively invitedto participate in Mercer’s Survey Panel.

• Participants in Survey Panel studiesreceive results COMPLIMENTARY.– Current topical data.– Consistent participant base.– Quick polls with real time results.

• Recent Survey Panel Topics:– Critical Talent Practices.– Total Rewards.– HRIS Implementation Challenges &

Opportunities --Participation is openuntil March 6th.

Useful Tip!

To participate in the HRISImplementation Challenges &

Opportunities study, or for moreinformation about Survey Panel,

email [email protected] or call800 333 3070.

MERCER

Q&A

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MERCER

Resources

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INFORMATION SOLUTIONS

Find all the information youneed on our products,services, upcoming trainingcourses and more!• www.imercer.ca

CUSTOMER SERVICE

For help with the questionnaire,product questions and more:• Phone: 800 333 3070• Email: [email protected]

MERCER

THANK YOU

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