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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Not Peer Reviewed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
MERCER
Meeting Objectives
3
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.
MERCER
Survey Overview
5
• 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.
MERCER
Survey Overview: 2015 Enhancements
6
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.
MERCER
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.
7
MERCER
Reviewparticipation
materialsCompletethe survey
Submityour data
Performdata
analysisPublishresults
9
Survey Process
11 22 33 44 55 66
(includes jobmatching)
Participant’sResponsibility
Mercer’sResponsibility
þ þ þ þ
þ þ þ
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.
MERCER
Reviewparticipation
materialsCompletethe survey
Submityour data
Performdata
analysisPublishresults
10
Survey Process: Review Participation Materials
11 22 33 44 55 66
(includes jobmatching)
Reviewand verify
data
Participant’sResponsibility
Mercer’sResponsibility
þ þ þ þ
þ þ þ
11
MERCER
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.
11
Useful Tip!
If you do not have access toyour organization’s pre-populated questionnaire,
11
A
B
MERCER
Survey Process: Review Participation MaterialsJob Matching Booklet
12
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.
11
MERCER 13
Survey Process: Review Participation MaterialsJob Matching Booklet: MUPCS® Tab
• Detailed information on ercer’s niversal osition ode ystem (MUPCS)
11
MERCER 14
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
11
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.
11
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
MERCER 16
Survey Process: Review Participation MaterialsJob Matching Booklet: 2015 Job Descriptions and New Revised Position Tabs
• Descriptions for all positions surveyed within each MBD module.
11
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.
MERCER
• 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.
17
Survey Process: Review Participation MaterialsJob Matching Booklet: Removed Positions
11
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
11
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.
MERCER
Survey Process: Review Participation MaterialsJob Matching: Guidelines
• If you have more levels of a position than the survey covers, be sure to report onlythe most comparable levels in your data submission.
19
Your Job Family Your Level Mercer Level
Technical Writer Manager No level match.
Senior Senior
Intermediate Experienced
Junior Entry
11
Do not matchto the survey.
MERCER
Survey Process: Review Participation MaterialsJob Matching: Guidelines
• 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.
20
11
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.
21
1
2
3
4
Survey Process: Review Participation MaterialsJob Matching: Process
11
MERCER 22
1
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
11
3. Review Mercer job. 4. Identify a job match.2. Narrow your selection.1. Review your job.
MERCER
Reviewparticipation
materialsCompletethe survey
Submityour data
Performdata
analysisPublishresults
23
Survey Process: Complete the SurveyCompensation Questionnaire
11 22 33 44 55 66
(includes jobmatching)
Reviewand verify
data
Participant’sResponsibility
Mercer’sResponsibility
þ þ þ þ
þ þ þ
22
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
24
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.
22
MERCER
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.
25
22
Useful Tip!
Please provide anyfeedback or notes regardingyour submission on this tab.
MERCER
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.
26
22
Useful Tip!
Questions? Contact [email protected] or
1 800 333 3070
MERCER
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.
22
27
MERCER
Survey Process: Complete the SurveyCompensation Questionnaire: Tab 4 – Company Data
• Collects information about each entity in your organization for which data yoursurvey submission covers.
28
Useful Tip!
Please make sure that youanswer all required
questions.
22
MERCER
Survey Process: Complete the SurveyCompensation Questionnaire: Tab 4 – Company Data
29
22
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
MERCER
Survey Process: Complete the SurveyCompensation Questionnaire: Tab 4 – Company Data
30
• Provide information for the corporate entity and each subsidiary, group or divisionfor which you will be reporting incumbent data.
30
Mercer will validate this data based on information available in the public domain.
22
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.
MERCER
Survey Process: Complete the SurveyCompensation Questionnaire: Tab 4 – Company Data
31
• A full list of industry breakouts is available on the Guide tab.
31
22
MERCER
Survey Process: Complete the SurveyCompensation Questionnaire: Tab 4 – Company Data
• Entity codes entered on Tab 4 – Company Data must be entered for at least oneincumbent on Tab 6 – Incumbents
32
22
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.
MERCER
Survey Process: Complete the SurveyCompensation Questionnaire: Tab 5 – Contact Centre
33
22
Useful Tip!
Make sure that you providecorresponding incumbent
data for each contactcentre location that is
provided.
MERCER
Survey Process: Complete the SurveyCompensation Questionnaire: Tab 6 – Incumbents
34
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.
22
MERCER
Survey Process: Complete the SurveyCompensation Questionnaire: Tab 6 – Incumbents (Prepopulated version)
35
22
Not Valid
MERCER
Survey Process: Complete the SurveyCompensation Questionnaire: Tab 6 – Incumbents
36
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.)
22
Useful Tip!
For Geographic Scope ofRole, if your organization
only operates in one location,please choose In country.
MERCER
Survey Process: Complete the SurveyCompensation Questionnaire: Tab 6 – Incumbents
37
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.
22
MERCER
Survey Process: Complete the SurveyCompensation Questionnaire: Tab 6 – Incumbents
38
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).
22
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.
MERCER
Survey Process: Complete the SurveyCompensation Questionnaire: Tab 6 – Incumbents
39
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.
22
MERCER
Survey Process: Complete the SurveyCompensation Questionnaire: Tab 6 – Incumbents
40
22
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.
MERCER
Survey Process: Complete the SurveyCompensation Questionnaire: Tab 6 – Incumbents
• LTI Plan Award on Tab 6 – Incumbents must match an LTI Plan Identifier on Tab 7– LTI Plans
41
22
MERCER
Survey Process: Complete the SurveyCompensation Questionnaire: Tab 7 – LTI Plans
42
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.
22
MERCER
Survey Process: Complete the SurveyCompensation Questionnaire: Guide Tab
44
22
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
materialsCompletethe survey
Submityour data
Performdata
analysisPublishresults
45
Survey Process: Submit Your Data
11 22 33 44 55 66
(includes jobmatching)
Reviewand verify
data
33
Participant’sResponsibility
Mercer’sResponsibility
þ þ þ þ
þ þ þ
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.
46
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!
33
MERCER
Reviewparticipation
materialsCompletethe survey
Submityour data
Performdata
analysisPublishresults
47
Survey Process: Review and Verify Data
11 22 33 44 55 66
(includes jobmatching)
Reviewand verify
data
Participant’sResponsibility
Mercer’sResponsibility
þ þ þ þ
þ þ þUseful Tip!
Step 4 is the data cleaningphase, and you are a criticalpart in completing this step.
44
MERCER
Survey Process: Review and Verify DataProcess
48
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.
44
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.
49
Useful Tip!• Tabs requiring your review ofdata issues are highlighted inorange.
• The Severity Level Flagsidentify critical data neededfrom you.
44
MERCER
Survey Process: Review and Verify DataData Verification
• Each tab containing issues is in the same format as the questionnaire with fouradditional columns:
50
Useful Tip!Never remove data rows fromthe Data Validation File — usethe ‘Exclude Row from Survey’
column.
44
MERCER
Survey Process: Review and Verify DataData Verification
• 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.
51
44
MERCER
Reviewparticipation
materialsCompletethe survey
Submityour data
Performdata
analysisPublishresults
52
Survey Process: Perform Data Analysis
11 22 33 44 55 66
(includes jobmatching)
Reviewand verify
data
Participant’sResponsibility
Mercer’sResponsibility
þ þ þ þ
þ þ þ
55
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
53
55
* 5 organizations if the statistics are incumbent weighted; 10 if they are organization weighted.
MERCER
Reviewparticipation
materialsCompletethe survey
Submityour data
Performdata
analysisPublishresults
54
Survey Process: Publish Results
11 22 33 44 55 66
(includes jobmatching)
Reviewand verify
data
Participant’sResponsibility
Mercer’sResponsibility
þ þ þ þ
þ þ þ
66
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).
66
• 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 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
60
• 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
Resources
62
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]