2204102010 Member Market Summary

2010 Canada

OSPE | Ontario Society of Professional Engineers Member Market Compensation

Summary Report

Consulting. Outsourcing. Investments.

2010 cover.indd 1 9/15/2010 10:06:06 PM

OSPE | 2010 Member Market Compensation Summary

© 2010 Mercer LLC and the Ontario Society of Professional Engineers. All rights reserved including the right to reproduce this document or any portion thereof in any form.

A MESSAGE FROM OUR CHAIR

John Schindler, M. Eng. P.Eng. President and Chair

Ontario Society of Professional Engineers (OSPE)

The OSPE Employer Compensation Survey represents the results of an in-depth market research study conducted annually amongst employers of engineers. This comprehensive survey has been conducted with Ontario’s engineers for over 50 years and remains the authoritative source on hiring trends and compensation levels for engineers in Ontario.

In 2010, the Ontario Society of Professional Engineers (OSPE) once again partnered with Mercer to conduct the survey. As per previous years, the survey implementation was overseen by an advisory committee comprised of representatives from industry, engineering and human resources tasked with ensuring the collection of the most comprehensive and relevant data possible.

One hundred and forty-six (146) organizations participated in 2010, submitting compensation data for over 14,700 engineers across all major industry groups, in both the private and public sectors. Of note this year is that salary growth for most engineering levels is in line with the Ontario’s Consumer’s Price Index from June 2009 to June 2010.

I would personally like to thank all the organizations that took part in the survey this year, many of which are return participants from prior years. The support of these organizations remains critical to the success of the survey.

On behalf of the Ontario Society of Professional Engineers, I sincerely hope that you will find the results of the 2010 OSPE Employer Compensation Survey a valuable resource for your organization’s continuing success.


© 2010 Mercer LLC and the Ontario Society of Professional Engineers. All rights reserved including the right to reproduce this document or any portion thereof in any form.

OSPE Employer Compensation Survey, 2010 Member Market Compensation Summary Report

The 2010 OSPE Employer Compensation Survey package, including all aspects and

modifications thereof (hereafter referred to as “the Survey”), contains the proprietary

information of Mercer and the Ontario Society of Professional Engineers. No part of the

Survey may be reproduced or transmitted in any form or by any means, electronic or

mechanical, including photocopy, or information storage and retrieval systems,

without the prior written consent of Mercer and the Ontario Society of Professional

Engineers. Redistribution or reproduction of the material is expressly forbidden.

The information and data contained in this report are for information purposes only

and are not intended nor implied to be a substitute for professional advice. In no event

will Mercer or the Ontario Society of Professional Engineers be liable to you or to any

third party for any decision made or action taken in reliance of the results obtained

through the use of the information and/or data contained or provided herein.

The use of the Survey is limited to the original buyer or recipient. The Survey is

intended for the internal use of the buyer only. No management consulting firm,

research agency or other comparable organization is authorized to use the Survey

without the express written consent of Mercer and the Ontario Society of Professional

Engineers.

Mercer Information Product Solutions 161 Bay Street, P.O. Box 501 Toronto, Ontario M5J 2S5 Telephone: 800 631 9628 Fax: 800 553 9666 e-mail: [email protected]

Ontario Society of Professional Engineers 4950 Yonge Street, Suite 502 Toronto, Ontario M2N 6K1 Telephone: 416 223 9961 ext. 239 Fax: 416 223 9963 e-mail: [email protected]

OSPE | 2010 Member Market Compensation Summary Table of Contents

© 2010 Mercer LLC and the Ontario Society of Professional Engineers i

Table of Contents Introduction...................................................................................................................................................1 Advisory Committee.....................................................................................................................................1

Survey Overview Confidentiality and Privacy .........................................................................................................................2 About OSPE ....................................................................................................................................................2 Data in This Report.......................................................................................................................................3 The OSPE Employer Compensation Survey – Detailed Report Findings & PayMonitor®

Premium Access ........................................................................................................................................3 Terms and Definitions ................................................................................................................................4 OSPE Regions ................................................................................................................................................4 Industry Groupings ......................................................................................................................................5

Sample Overview Sample Size by Engineering Responsibility Level.....................................................................................6 Distribution of Incumbents by Location ....................................................................................................6 Spread of Actual Years from Graduation...................................................................................................6 Standard Work Week ...................................................................................................................................7

Compensation Data Compensation Data by Engineering Level.................................................................................................8 Compensation Data by Primary Industry ..................................................................................................8 Base Salary by Year of Graduation .............................................................................................................9 Compensation Data by Location.................................................................................................................9

Participant List......................................................................................................................................11

Classification Guide of Engineering Responsibility Levels ..........................................12

Mercer Services About Mercer ...............................................................................................................................................14


© 2010 Mercer LLC and the Ontario Society of Professional Engineers 1

Introduction Mercer and the Ontario Society of Professional Engineers (OSPE) are pleased to present the results of the 2010 OSPE Employer Compensation Survey. This survey provides current data with respect to actual compensation levels for professional engineers in Ontario.

The 2010 OSPE Employer Compensation Survey, conducted under the auspices of OSPE on behalf of its members and their employers, is designed to:

Establish meaningful criteria for levels of engineering responsibility for the benefit of both engineers and employers of engineers; and

Provide current data with respect to actual compensation levels for engineering work.

Advisory Committee OSPE maintains an Employer Compensation Survey Advisory Committee comprised of both human resources professionals and professional engineers from a variety of industries. We would like to thank the Committee for its efforts and continuing dedication to this survey. The 2010 Advisory Committee was comprised of the following members:

Daniel J. Young, M. Eng., P.Eng. Committee Chair Acting CEO, Ontario Society of Professional Engineers

Sherry Knights HR Specialist GE – Hitachi Nuclear Energy Inc.

Joanne Greene Manager, Compensation & Benefits City of Toronto

J. David Shantz, P. Eng. Executive Director Municipal Engineers Association Birdi Bressler Leader, Compensation & HRIS NOVA Chemicals

Caroline E. Stewart Senior Compensation Advisor Bombardier Aerospace

Carolyn Philps Manager, Human Resources MMM Group Limited

Adele Argirakis, CHRP Human Resources Director Crossey Engineering, Ltd.

Andrew Sebastian Manager, Compliance & Projects Wardrop, a Tetra Tech Company

Dominic Macchia, B.Sc., CHRP Director, Human Resources and Facilities MDA Space Missions

OSPE | 2010 Member Market Compensation Summary Survey Overview


SURVEY OVERVIEW The 2010 OSPE Employer Compensation Survey results represent salary data submitted by 146 organizations covering more than 14,700 incumbents, across six engineering responsibility levels. All salary data are based on rates paid effective June 1, 2010. Incentive data included are based on the most recent awards or most recently completed fiscal year. All figures are reported in thousands of Canadian dollars for full-time equivalent employees.

2010 OSPE Employer Compensation Survey Profile

Organizations Participating in the Survey...........................................................................146Engineers Represented ......................................................................................................14,763Date Effective .......................................................................................................... June 1st, 2010

All data in these results have been reviewed and verified for accuracy. Where necessary, individual responses have been verified with participants. Mercer reserves the right to exclude data which it considers statistically invalid or which may result in a breach of confidentiality for any survey participant.

Confidentiality & Privacy Mercer ensures all data collected for this survey are treated as confidential. In instances where these data may be used in other OSPE survey reports, such as custom analyses, company names may appear in the participant list. The 2010 OSPE Employer Compensation Survey data do not form part of Mercer’s general industry database. Summary statistics from the OSPE Employer Compensation Survey are published in electronic format as a PDF for both employers and OSPE members. In addition, summary statistics can be queried in PayMonitor (available to employers only). In all cases, it is Mercer’s policy to continue to maintain the confidentiality of all data submitted during the data collection process. Mercer is committed to protecting the privacy of employee data and to meeting its obligations under Canadian privacy law.

Mercer’s confidentiality policy is to report data only where a minimum sample size guarantees that all individual inputs and salary records are fully masked and protected. In all cases, Mercer maintains the highest level of data security and ensures confidentiality of all data submitted.

About OSPE The Ontario Society of Professional Engineers (OSPE) is the Voice of Ontario’s Engineers. OSPE promotes and supports excellence in all aspects of engineering by enhancing the professional recognition of Ontario’s 70,000+ professional engineers among employers and all levels of government; increasing their public profile; and advancing their economic interests by offering exemplary continuing education, career advancement and affinity programs. For more information, please visit www.ospe.on.ca. If you have any questions about the history of the salary surveys or OSPE services, please contact OSPE: Phone: 416 223 9961 ext. 239 (Toll Free: 866 763 1654 ext. 239) Fax: 416 223 9963 e-mail: [email protected] Mail: Ontario Society of Professional Engineers 4950 Yonge Street, Suite 502 Toronto ON M2N 6K1



Data in this Report Base salary and total cash compensation figures are reported in this Member Market Compensation Summary on the following basis:

By Engineering Responsibility Level By Primary Industry By Year of Graduation By Incumbent Location

The OSPE Employer Compensation Survey - Detailed Report Findings & PayMonitor Premium Access The complete findings of the OSPE Employer Compensation Survey are available to members in PDF format and to employers of engineers in Ontario in Mercer PayMonitor, an online database. These products afford users of the survey the opportunity to analyze base salary, incentives granted as a percentage of salary, and total cash compensation based on the following scopes:

Engineering Responsibility Level Year of Graduation Primary Industry Incumbent Location Job Type Revenue/Operating Budget # of Engineers Employed in Ontario Incentive Eligibility Gender* Overtime Eligibility* Total Number of Employees* Engineering Discipline* Annual Incentive Target (% of Base) Unionized

Participant employers may use the Premium Edition of PayMonitor to analyze the survey data in non-standard categories (i.e., define custom cuts of the data).

Example: Total cash for Level C employees that graduated in 1995 and work in Durable Manufacturing organizations with revenues of less than $150 million.

*Premium PayMonitor only

Premium PayMonitor access to survey report data allows participant employers to request custom peer groups by organization name for an additional fee of $275.



Terms & Definitions Num Orgs The number of organizations reporting information for the position.

Num Obs The number of incumbents for which information is reported.

Rates Rates represent actual base salary and variable pay information, and Year(s) from Graduation values.

Base Salary Each incumbent’s base salary information is given equal weight in the computation of the statistics. The results therefore reflect the influence of those organizations reporting multiple incumbents.

Total Cash Compensation Annual base salary and incentives, if any, for all incumbents in the sample whether or not they were eligible for or received an incentive. Each incumbent is given equal weight in the computation of the statistics. The results therefore reflect the influence of those organizations reporting multiple incumbents.

Average (Mean) The sum of the rates reported divided by the number of rates in the sample (also known as the Mean).

Low & High Values Low and high values reported represent the top and bottom of the mid-range for competitive pay. Detailed quartile and decile statistical analyses are available in the full report.

OSPE Regions



Industry Groupings The following page summarizes the industry groupings used in the full report and available to employers for further analysis in PayMonitor:

Consulting Services Consulting Services

Transportation/Utilities Transportation/Utilities – Electric Power Transportation/Utilities – Gas Transportation/Utilities – Transportation

Durable Manufacturing Durable Manufacturing – Machinery Durable Manufacturing – Metal Fabrication/Primary Metals Durable Manufacturing – Transportation Equipment Durable Manufacturing – Other

Non-Durable Manufacturing Non-Durable Manufacturing – Chemical Non-Durable Manufacturing – Petrochemical/Crude Petroleum Non-Durable Manufacturing – Pharmaceuticals Non-Durable Manufacturing – Rubber/Plastics Non-Durable Manufacturing – Other

Public Sector & Not-for-Profit Public Sector & Not-for-Profit – Federal/Municipal Government Public Sector & Not-for-Profit – Non-Profit Organization Public Sector & Not-for-Profit – Other

High-tech/Electrical Products/Telecom (HET) HET – Electrical Products HET – Telecommunications HET – High-tech

Other Other – Mining Metals Other – Retail

OSPE | 2010 Member Market Compensation Summary Sample Overview


SAMPLE OVERVIEW This section provides the broader market context that will enable members to gain a greater insight into this year’s survey sample. Sample Size by Engineering Responsibility Level

The following table shows the number of incumbents for whom data were received for each engineering responsibility level:

Level Num Orgs Num Obs

All Levels 146 14,763

Level A 82 1,329

Level B 105 2,182

Level C 131 3,409

Level D 128 4,240

Level E 125 2,463

Level F 100 1,140

Distribution of Incumbents by Location

The incumbent distribution for selected geographic locations is as follows:

Region (N=14,763) % of Sample

Eastern Ontario 12.9

Greater Toronto Area 62.8

Northern Ontario 5.0

Southwestern Ontario 19.3

Spread of Actual Years from Graduation

The table below indicates the spread of actual years from graduation for each engineering responsibility level:

Year(s) from Graduation

Engineering Level Num Orgs Num Obs Low Average High

Level A 66 598 1 3 3

Level B 88 1095 3 7 8

Level C 108 1843 7 13 18

Level D 104 2330 14 22 29

Level E 104 1581 20 26 32

Level F 83 838 22 28 34

OSPE | 2010 Member Market Compensation Summary Sample Overview


Standard Work Week

The following chart indicates the number of hours in a standard work week for engineers in Ontario:

Standard Work Week (N = 14,763)

35 Hours/Week21%

37.5 Hours/Week 37%

40 Hours/Week36%

Other6%

OSPE | 2010 Member Market Compensation Summary Compensation Data


COMPENSATION DATA Compensation Data by Engineering Level The graph and table below illustrate average base salary and total cash compensation by engineering responsibility level:

Base Salary Total Cash Compensation

Num Orgs

Num Obs

Low Average High

Low Average High

All Levels 146 14,763 68.3 92.6 114.0 70.0 97.2 118.9

Level A 82 1,329 50.5 57.8 66.2 50.9 58.7 68.1

Level B 105 2,182 58.0 67.6 77.3 58.7 69.5 81.0

Level C 131 3,409 70.2 81.6 93.0 72.0 84.0 96.0

Level D 128 4,240 88.6 99.5 108.8 91.0 103.4 114.5

Level E 125 2,463 105.2 116.4 126.7 109.5 124.2 136.9

Level F 100 1,140 118.5 136.0 150.4 124.7 153.5 169.0 Note: Above compensation data are displayed in Cdn $000 for a full-time equivalent employee. All data are incumbent weighted.

Compensation Data by Primary Industry The following graph illustrates average base salary and total cash compensation by primary industry for all engineering responsibility levels combined.

Base Salary & Total Cash Compensation by Engineering Responsibility Level

$20,000$40,000$60,000$80,000

$100,000$120,000$140,000$160,000$180,000

Level A Level B Level C Level D Level E Level F

Mea

n C

ompe

nsat

ion

Total Cash

Base Salary

All Levels Combined Base Salary & Total Cash Compensation

by Primary Industry

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

ConsultingServices

Transportation/Utilities

Durable Mfg. Non-DurableManufacturing

High-tech/Elect.Prod./Telecom

Public Sector &Not-for-Profit

Other

Mea

n C

ompe

nsat

ion

Total Cash

Base Salary



Base Salary by Year of Graduation

All Levels Num Orgs Num Obs Average

Year(s) from/of Grad. 146 14,763 92.6

< 2 Years 73 480 57.5

2-4 2006-2008 94 939 64.5

5-7 2003-2005 87 774 73.9

8-10 2000-2002 88 679 81.8

11-15 1995-1999 100 1,092 91.4

16-20 1990-1994 100 1,036 101.4

21-25 1985-1989 88 1,081 110.0

> 25 Years 99 2,139 117.0

No Degree 3 154 76.4

Not Available 59 6,027 91.3

Level A Num Orgs Num Obs Average


< 2 Years 53 297 53.4

2-4 2006-2008 45 184 55.0

5-7 2003-2005 20 37 56.6

8-10 2000-2002 9 14 56.8

> 10 Years 14 22 56.5

No Degree 1 11 --

Not Available 29 720 61.1

Level B Num Orgs Num Obs Average


< 2 Years 37 147 60.9

2-4 2006-2008 68 493 62.4

5-7 2003-2005 41 199 64.9

8-10 2000-2002 35 84 65.5

> 10 Years 41 155 67.8

No Degree 1 42 --


Level C Num Orgs Num Obs Average


< 5 Years 57 249 71.8

5-7 2003-2005 72 400 73.8

8-10 2000-2002 69 321 77.0

11-15 1995-1999 64 351 79.7

16-20 1990-1994 57 212 81.5

21-25 1985-1989 46 165 83.0

26-30 1980-1984 39 92 84.6

> 30 Years 23 52 83.5

No Degree 3 50 73.4


Level D Num Orgs Num Obs Average


< 5 Years 18 39 90.7

5-7 2003-2005 34 116 88.1

8-10 2000-2002 56 200 89.4

11-15 1995-1999 74 427 93.7

16-20 1990-1994 71 394 99.7

21-25 1985-1989 59 394 104.4

26-30 1980-1984 55 366 105.8

> 30 Years 48 392 108.0

No Degree 3 30 86.9


Level E Num Orgs Num Obs Average


< 11 Years 30 74 108.9

11-15 1995-1999 56 166 109.7

16-20 1990-1994 63 270 113.9

21-25 1985-1989 65 318 116.9

26-30 1980-1984 63 353 120.2

> 30 Years 60 399 121.0

No Degree 3 19 111.3


Level F Num Orgs Num Obs Average


< 11 Years 7 18 118.6

11-15 1995-1999 29 67 121.5

16-20 1990-1994 45 112 130.6

21-25 1985-1989 45 184 139.4

26-30 1980-1984 39 171 138.5

> 30 Years 60 286 141.9

No Degree 2 2 --


Note: Above compensation data are displayed in Cdn $000 for a full-time equivalent employee, unless otherwise indicated. All data are incumbent weighted.



Compensation Data by Location

Base Salary Total Cash Compensation

Scope Category Num Orgs Num Obs Low Average High Low Average High

Level A

Eastern Ontario 30 154 50.0 54.2 55.5 50.0 54.6 55.9

Greater Toronto Area 49 863 53.6 58.8 62.2 54.5 59.7 63.2

Northern Ontario 17 59 50.8 57.9 64.5 52.0 59.0 65.4

Southwestern Ontario 37 253 50.3 56.7 57.7 51.0 57.4 58.2

Level B

Eastern Ontario 36 291 60.0 63.8 67.0 61.1 65.0 68.0

Greater Toronto Area 60 1,435 62.0 68.0 70.7 63.3 69.8 74.4



Level C

Eastern Ontario 46 418 75.0 79.9 85.0 76.0 81.7 86.8


Northern Ontario *22 147 80.8 82.6 85.0 84.6 90.5 99.3


Level D

Eastern Ontario *43 579 96.1 103.0 109.5 97.6 105.4 111.0




Level E

Eastern Ontario 45 269 109.1 117.4 125.6 115.8 125.2 132.2




Level F

Eastern Ontario 32 189 118.5 128.6 131.2 125.2 147.1 148.8

Greater Toronto Area 58 698 128.3 139.0 143.4 137.0 154.5 155.5



* More than 35% of the rates within the sample are supplied by one organization. Note: Above compensation data are displayed in Cdn $000 for a full-time equivalent employee, unless otherwise indicated. All data are incumbent weighted.

OSPE | 2010 Member Market Compensation Summary Participant List


PARTICIPANT LIST A AECL - Atomic Energy of Canada Limited AECOM Canada Ltd. ALSTOM Power & Transport Canada Inc. AMEC Americas Limited ASECO Integrated Systems Ltd. Adjeleian Allen Rubeli Limited Aecon Industrial Agrium Inc. Air Canada Applanix Corporation Associated Engineering Group Ltd. Ausenco Sandwell B B. M. Ross and Associates Limited Babcock & Wilcox Canada Ltd. Baker Engineering and Risk Consultants,

Inc. Barry Bryan Associates (1991) Limited Black & Decker Canada Inc. Bombardier Aerospace Brian Isherwood & Associates Ltd. Brighton Beach Power LP Bruce Power Building Innovation Inc. C C.C. Tatham & Associates Ltd. CBC CH2M HILL Canada Limited COM DEV International Ltd. CSA Group Cambium Environmental Inc. Cameco Corporation Canada Colors and Chemicals Limited Caneta Research Inc. Cataraqui Region Conservation Authority City of Toronto Coffey Geotechnics Inc. Cohos Evamy Comcor Environmental Limited Communications & Power Industries

Canada Inc. Conestoga-Rovers & Associates Ltd. Crossey Engineering Ltd. D DEW Engineering and Development ULC Decommissioning Consulting Services

Limited Delphax Technologies Canada Ltd. Dick Engineering Inc. Dillon Consulting Limited E ESAC Electrical & Systems Advanced

Control Inc. Eaton Corporation Enersource Corporation Engineering Northwest Ltd. Eramosa Engineering Inc. G General Dynamics Canada General Electric Canada Genivar Ontario Inc. GlaxoSmithKline Canada Inc. Golder Associates Ltd. Greer Galloway Group Inc., The H H.H. Angus & Associates Ltd. HDR Canada Holding Corporation HGC Engineering Halcrow Yolles

Halsall Associates Ltd. Hastings & Aziz Limited Hatch Ltd. Horton CBI, Limited Husky Injection Molding Systems Ltd. Hydro One Inc. I IBI Group INVISTA (Canada) Company Imperial Oil Indal Technologies Inc. Inertia Engineering + Design Ingenium Group Inc. International Safety Research Inc. J Jordan Engineering Inc. K Kinectrics Inc. Klohn Crippen Berger Ltd. Koch Heat Transfer Canada LP L LANXESS Inc. Lakeside Process Controls Ltd Langtree Controls Limited Lockheed Martin Canada Inc. London Hydro Inc. M MMM Group Limited MTE Consultants Inc. MacDonald, Dettwiler and Associates Inc. MacDonald, Dettwiler and Associates Ltd. Mark IV Industries Corp. Mattina Mechanical Limited McIntosh Perry Consulting Engineers Ltd. Messier-Dowty Inc. Morrison Hershfield Ltd. N NAV CANADA NOVA Chemicals Nasittuq Corporation Neptec Design Group Ltd. Nuclear Waste Management Organization

(NWMO) O O'Connor Associates Environmental Inc. Ontario Power Generation Ontario Public Service P PLEXPACK Corporation PUC Service Inc. Peto MacCallum Ltd. Picco Engineering Polytainers Inc Pratt & Whitney Canada Procter & Gamble R R.J. Burnside & Associates Limited R.J. McKee Engineering Ltd. R.V. Anderson Associates Limited Regional Municipality of Durham Robinson Consultants Inc. Rowan Williams Davies & Irwin Inc.

S S&C Electric Canada Ltd. S.A. Armstrong Limited SCS Consulting Group Ltd. SENES Consultants Limited SIHI Pumps Limited SL Ross Environmental Research Ltd. SNC-Lavalin Schneider Electric Canada Senstar Corporation Skelton, Brumwell & Associates Inc. Spectra Energy Transmission Stantec Consulting Ltd. Steelcase Canada Suncor Energy Inc. T Tacoma Engineers Inc. Teknion Corporation Telesat Tenaris Terrapex Environmental Ltd. Thales Rail Signalling Solutions, Inc. The Corporation of the City of St.

Catharines The Dow Chemical Company The Sernas Group Inc. Toronto Hydro Corporation Toronto Transit Commission Town of Markham Toyota Motor Manufacturing Canada Inc. Trojan Technologies V Vale Inco W W.F. Baird & Associates Coastal Engineers WESA Inc. Wal-Mart Canada Corp. Walter Fedy Partnership, The X XCG Consultants Ltd. Xstrata Nickel

OSPE | 2010 Member Market Compensation Summary Classification Guide


CLASSIFICATION GUIDE OF ENGINEERING RESPONSIBILITY LEVELS

(Reproduced with the permission of the Ontario Society of Professional Engineers)

Level of Responsibility LEVEL A LEVEL B LEVEL C Duties

Receives training in the various phases of office, plant, field or laboratory engineering work as classroom instruction or on-the-job assignments. Tasks assigned include: preparation of simple plans, designs, calculations, costs and bills of material in accordance with established codes, standards, drawings or other specifications. May carry out routine technical surveys or inspections and prepare reports.

Normally regarded as a continuing portion of an engineer’s training and development. Receives assignments of limited scope and complexity, usually minor phases of broader assignments. Uses a variety of standard engineering methods and techniques in solving problems. Assists more senior engineers in carrying out technical tasks requiring accuracy in calculations, completeness of data and adherence to prescribed testing, analysis, design or computation methods.

Generally would be a fully qualified professional engineer. Carries out responsible and varied engineering assignments requiring general familiarity with a broad field of engineering and knowledge of reciprocal effects of the work upon other fields. Problems usually solved by use of combination of standard procedures, modification of standard procedures, or methods developed in previous assignments. Participates in planning to achieve prescribed objectives.

Recommendations, Decisions and Commitments

Few technical decisions called for and these will be of routine nature with ample precedent or clearly defined procedures as guidance.

Recommendations limited to solution of the problem rather than end results. Decisions made are normally within established guidelines.

Makes independent studies, analyses, interpretations and conclusions. Difficult, complex or unusual matters or decisions are usually referred to more senior authority.

Supervision Received

Works under close supervision. Work is reviewed for accuracy and adequacy and conformance with prescribed procedures.

Duties are assigned with detailed oral and occasionally written instructions, as to methods and procedures to be followed. Results are usually reviewed in detail and technical guidance is usually available.

Work is not generally supervised in detail and amount of supervision varies depending upon the assignment. Usually technical guidance is available to review work programs and advise on unusual features of assignments.

Leadership Authority and/or Supervision Exercised

May assign and check work of one to five technicians or helpers. Does not supervise junior engineers.

May give technical guidance to one or two junior engineers or technicians assigned to work on a common project.

May give technical guidance to engineers of less standing or technicians assigned to work on a common project. Supervision over other engineers not usually a regular or continuing responsibility.

Guide to Entrance Qualifications

Bachelor’s degree in Engineering or Applied Science or its equivalent with little or no practical experience. Will not likely have their P .Eng.

Bachelor’s degree in Engineering or Applied Science or its equivalent, normally with two to three years working experience from the graduation level. May have a P .Eng.

Bachelor’s degree in Engineering or Applied Science or its equivalent, normally with minimum three to five years related working experience from the graduation level. May have a P .Eng.

OSPE | 2010 Member Market Compensation Summary Classification Guide


Classification Guide of Engineering Responsibility Levels

(Reproduced with the permission of the Ontario Society of Professional Engineers)

LEVEL D LEVEL E LEVEL F First level of direct and sustained supervision of other professional engineers OR first level of full specialization. Requires application of mature engineering knowledge in planning and conducting projects having scope for independent accomplishment and co-ordination of difficult and responsible assignments. Assigned problems make it necessary to modify established guides, devise new approaches, apply existing criteria in new ways, and draw conclusions from comparative situations.

Usually requires knowledge of more than one field of engineering OR performance by an engineering specialist in a particular field of engineering. Participates in short and long range planning; makes independent decisions on work methods and procedures within an overall program. Originality and ingenuity are required for devising practical and economical solutions to problems. May supervise large groups containing both professional and non-professional staff; OR may exercise authority over a small group of highly qualified professional personnel engaged in complex technical applications.

Usually responsible for an engineering administrative function, directing several professional and other groups engaged in interrelated engineering responsibilities; OR as an engineering consultant, achieving recognition as an authority in an engineering field of major importance to the organization. Independently conceives programs and problems to be investigated. Participates in discussions, determining basic operating policies, devising ways of reaching program objectives in the most economical manner and of meeting any unusual conditions affecting work progress.

Recommendations reviewed for soundness of judgment but usually accepted as technically accurate and feasible.

Makes responsible decisions not usually subject to technical review on all matters assigned except those involving large sums of money or long range objectives. Takes courses of action necessary to expedite the successful accomplishment of assigned projects.

Makes responsible decisions on all matters, including the establishment of policies and expenditure of large sums of money and/or implementation of major programs, subject only to overall company policy and financial controls.

Work is assigned in terms of objectives, relative priorities and critical areas that impinge on work of other units. Work is carried out within broad guidelines, but informed guidance is available.

Work is assigned only in terms of broad objectives to be accomplished, and is reviewed for policy, soundness of approach and general effectiveness.

Receives administrative direction based on organization policies and objectives. Work is reviewed to ensure conformity with policy and coordination with other functions.

Assigns and outlines work; advises on technical problems; reviews work for technical accuracy, and adequacy. Supervision may call for recommendations concerning selection, training, rating and discipline of staff.

Outlines more difficult problems and methods of approach. Coordinates work programs and directs use of equipment and material. Generally makes recommendations as to the selection, training, discipline and remuneration of staff.

Reviews and evaluates technical work; selects, schedules, and coordinates to attain program objectives; and/or as an administrator makes decisions concerning selection, training, rating, discipline and remuneration of staff.

Bachelor’s degree in Engineering or Applied Science or its equivalent, normally with a minimum of five to eight years of experience in the field of specialization from the graduation level. Typically holds a P .Eng.

Bachelor’s degree in Engineering or Applied Science or its equivalent, normally with a minimum of nine to twelve years of engineering and/or administrative experience from the graduation level. Typically holds a P .Eng.

Bachelor’s degree in Engineering or Applied Science or its equivalent, with broad engineering experience, including responsible administrative duties. Typically holds a P .Eng.

OSPE | 2010 Member Market Compensation Summary Mercer Services


MERCER SERVICES About Mercer Mercer helps clients understand, develop, implement, and quantify the effectiveness of their human resource programs and policies. Our goal is to help employers create measurable business results through their people. We work with clients to address a broad array of their most important human resource issues, both domestically and globally. We have specialist expertise in all areas of human resource consulting, including compensation, employee benefits, communication, and human capital strategy. Of equal importance are our investment consulting expertise and the solutions we provide in program administration. With more than 19,000 employees serving clients from more than 185 cities and 40 countries and territories worldwide, we have the local knowledge and worldwide presence to develop and implement global human resource solutions.

Mercer’s information services business is dedicated to helping our clients make decisions regarding HR-related matters by providing timely, comprehensive, and high-quality HR information and metrics for any major location around the world. Marsh & McLennan Companies (MMC) is a global professional services firm with annual revenues exceeding $11 billion. It is the parent company of Marsh Inc., the world's leading risk and insurance services firm; and Mercer Inc., a major global provider of consulting services. More than 54,000 employees provide analysis, advice, and transactional capabilities to clients in over 100 countries. Its stock (ticker symbol: MMC) is listed on the New York, Chicago, Pacific, and London stock exchanges. MMC's website address is www.mmc.com.

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2204102010 Member Market Summary