Pre-Survey Deck – Hi Tech H2 2012 2012... · Hi-Tech Survey Features • Adopts a consistent survey methodology, position coverage & reporting format across Asia Pacific • Designed

Pre-Survey Deck – Hi TechH2 201220 MARCH 2012

1MERCER

Hi-Tech Survey Features

• Adopts a consistent survey methodology, position coverage & reporting format across Asia Pacific

• Designed to meet needs of all industry sectors including: hardware, telecommunications, software, consulting / professional services, BPO, SSO

• Provides comprehensive coverage of positions

• Framework designed to be flexible, enabling all organizations to match roles

• Rolling database (data stays in our database for 12 months)

• Bi-annual reports (January and July) for all locations in Asia Pacific– China & India: Additional release in October

• Submission of data required only after salary review

2MERCER

Hi-Tech Survey Features Peer Cuts report

• Minimum of 10 companies are required

• Masking Criteria - Minimum data requirements for reporting:

33Mean / Average4450th Percentile (Median)5525th or 75th Percentile510Custom Percentiles

OrganizationsIncumbents

No. of No. of

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Hi Tech Survey - Job Matching Principles

• Familiarise yourself with the job functions & sub-functions

• Understand the career level definitions (what is meant by each career level)

• Apply accurately the job matching criteria (sizing criteria) to your Head of Organization positions (to set the maximum career levels appropriate for your organization). This will ensure external relativity with accurate and consistent matching outcomes across different organizations

• Determine the career levels for your Functional Management positions relative to the relevant Head of Organization positions

• Maintain internal consistency amongst your organization grading / levelling structure and the Mercer career level framework

4MERCER

The survey covers a total of 28 functions or 154 sub-functions.

Hi-Tech Survey Framework

Technical Functions Sales & Marketing Support Functions Others

1 Application Development Marketing Administration Call Centre

2 Consulting Sales Corporate Affairs Data Centre

3 EngineeringPost Sales (customer) Support Finance & Accounting

Back – end Processing Operations

4 IT Outsourcing Sales Operations Human Resources Training

5 Interactive & Digital Media Project Management

6 Internet / E-commerceIT – Internal support, Admin & Management

7Manufacturing / Production & Assembly Supply & Logistics

8 QualityRemote/Offshore Infrastructure Support

9 Research & Development

10Telecommunications / Network

5MERCER

Hi-Tech Survey FrameworkThree Career Streams with Multiple Career Levels

Management

• Roles with people management / supervisory responsibility. This ranges from Team Leader to Head of Organization.

Individual Professional

• Roles without people management /supervisory responsibility. However individual may provide mentoring and coaching to less experienced staff. Tends to require a degree, full trade qualification or equivalent

Para-Professional

• Roles which tend to be unskilled or semi-skilled with no supervisory requirement.

6MERCER 620 March 2012

Hi-Tech Survey Framework

I2: ExperiencedM1: “Management Level 1”(Team Leader)

P3: SeniorI1: Entry

P2: Experienced

I3: SeniorM2: “Management Level 2”(Supervisor)

P1: Entry

I4: SpecialistM3: “Management Level 3”(Manager)

I5: ExpertM4: “Management Level 4”

M5: “Management Level 5”I6: Preeminent

M6: “Management Level 6”


Para-ProfessionalIndividual ProfessionalManagement

Career

Levels

Career Streams

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Job Matching Process and Methodology

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Job Matching Process Steps• Step 1: Refer to Survey Reference Guide 2012 to obtain a clear understanding of the

survey methodology.

• Step 2: Identify all the Head of Organization positions in your company, their scope of responsibility, and the revenue target / operating budget for each position. Indentify the relevant organization type and industry sector.

• Step 3: Determine the appropriate Career Levels of your Head of Organization positions using the relevant job sizing criteria table.

• Step 4: Determine the Career Levels of your Functional Management positions (based on relativity to the relevant Head of Organization positions).

• Step 5: Follow the Hi-Tech Survey career level position description framework to assist in the job matching of all other positions.

• Step 6: Apply your organization’s grading / career level correlation consistently within your company and across all locations where you are participating.

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Job Matching MethodologyJob Coding

84.015.34

Mercer Position Code

Career Stream:1 = Para-professional2 = Individual professional3 = Management

.36 = M6: “Manager Level 6”






.26 = Preeminent

.25 = Expert

.24 = Specialist

.23 = Senior

.22 = Experienced

.21 = Entry

.13 = Senior

.12 = Experienced

.11 = Entry

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Matching Guideline Sizing Criteria for Head of Organisation

• This criteria refers to “position revenue target” , therefore the criteria refers to revenue responsibility of the head of organisation.

POSITION RESPONSIBILITY: Large Medium Small

Management Career Level M7 M6 M5

Position Code 10.110.37 10.110.36 10.110.35

Hardware / Telco > USD 600 million USD 100 - 600 million < USD 100 million

Software > USD 300 million USD 100 - 300 million < USD 100 million

Consulting / Professional Services > USD 200 million USD 50 - 200 million < USD 50 million

Manufacturing / Hardware R&D / Semicon > USD 300 million USD 50 - 300 million < USD 50 million

Software R&D > USD 150 million USD 50 - 150 million < USD 50 million

Business Process Outsourcing (BPO) > USD 100 million USD 25 - 100 million < USD 25 million

ORGANISATION TYPE: Sales CRITERIA: Position Revenue Target

ORGANISATION TYPE: Non-sales CRITERIA: Operating Budget

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Management Career StreamResponsibility Impact Reporting

StructureGeographic

Scope Experience Career Levels

Typical Titles

Head of Organization

Leads the organisation to develop, implement and achieve its mission, vision and goals. Monitors achievement of operational/financial results and the organization's growth/diversification.

Defines the long-term strategic direction of the organisation.

The most senior executive position; may be head of line of business or geography.

Multi Regional, Regional > 20 years M7, M6, M5

APAC President, CEO, MD, SVP, VP or Head of Business

Function Head

Leads, directs and manages a particular function within the organisation. Typically is responsible for two or more sub-functions within the organisation.

Formulates and implements business strategies that have a long-term impact on the organisation.

Most senior role within the functional group; typically reports to Head of Organization.

Regional, Sub Regional > 18 years M6, M5

APAC Head of Finance, Head of Marketing, IT, HR etc.

Sub Function Head

Designs, develops and implements operating policies, strategies and tactics for a single sub-function.

Provides medium to long-term tactical direction and operational oversight.

Reports to Function Head; typically has M3/M4 and/or I4/I5 reporting to it.

Sub Regional, Country > 15 years M5

Head of Tax, Accounting, C&B etc.

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< USD 100mSmall (M5)

USD 100m – 300mMedium (M6)

> USD 300mLarge (M7)

Software (Org type = sales)

Position responsibility

Sizing criteria for Head of Organisation

President Asia Pacific

(Revenue > USD 500m)

General Manager Sub-Reg

(Revenue = USD 310m)

Finance SVP Asia Pacific

HR SVP Asia Pacific

Marketing SVP Asia Pacific

Head of Org (M7) Meet revenue size for “large responsibility”

Make decisions that will influence and impact the entire region and might influence global decisions too.

Senior management staff reporting to incumbent.

General Manager Country

(Revenue < USD 50 m)



Head of Org M7

Head of Org M6

Head of Org M5

Functional Management (M6)• Lead, direct and manage a particular function.

• Formulate and implement long and medium business strategies with medium to long term impact.

• Responsible for 2 or more sub-functions within org.

Typical Organisation StructureSoftware company with regional revenue of more than US$ 500m

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Typical Organisation StructureSoftware company with regional revenue of US$ 200m

President Asia Pacific


General Manager Sub-Reg


Finance SVP Asia Pacific

HR SVP Asia Pacific

Marketing SVP Asia Pacific

Head of Org (M6) Meet revenue size for “Medium responsibility”

Make decisions that will influence and impact the entire region and might influence global decisions too.

Senior management staff reporting to incumbent.


(Revenue < USD 90 m)

< USD 100mSmall (M5)

USD 100m – 300mMedium (M6)

> USD 300mLarge (M7)

Software (Org type = sales)

Position responsibility

Sizing criteria for Head of Organisation

Head of Org M6

Head of Org M5

• Lead, direct and manage a particular function.

• Formulate and implement long and medium business strategies with medium to long term impact.

• Responsible for 2 or more sub-functions within org.

Functional Management (M5)

Cascading

Effect

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Management Career StreamCareer Levels Responsibility Impact Reporting Structure Geographic

Scope Experience Typical Titles

M4

Manages within a nominated sub-function or related sub-functions; tactical role which provides a marked contribution to defining the direction for new products, processes, standards or operational plans based upon business strategy; involved in developing strategies

Significant mid term impact on business unit overall results.

Reports to either Sub-Function Heads or Function Heads; provides third level of management to a group of one or more teams

Single Country, Small Sub Region

> 12 years

Country HR Manager, Finance Manager South East Asia

M3

Manages teams with focus on policy & strategy implementation and control rather than development; short term operational/tactical responsibilities; may have involvement in regional projects, but as a team member rather than project leader

Impact of decisions made is short-term in nature and restricted to a single country

Reports to either level M5 or level M4 Manager; provides second level of management to a group of one or more teams

Single Country > 10 yearsHR Manager, Finance Manager

M2

Leads a team through application of deep knowledge of one job area or broad knowledge of several job areas; operational role, responsible for setting objectives and delivering results; typically requires a degree or comparable experience and acumen.

Operational role with immediate impact

Reports to Manager at M3 or M4; first level manager of a team that could comprise professionals, technical and/or administrative staff.

Single Country > 8 years

Customer Service Supervisor, Administration Manager

M1

Leads a team through application of deep knowledge of one job area or broad knowledge of several job areas; operational role, responsible for setting objectives and delivering results; typically requires relevant training certificate or basic trade qualifications

Operational role with immediate impact

Reports to Manager at M3 or M4; first level manager of a team that comprises para-professionals

Single Country > 5 years

Technical Team Leader, Call Centre Team Leader

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Individual Professional Career Stream

Career Levels Responsibility Skill Geographic


I6

Acknowledged as a thought leader and expert in the field of specialization within the industry, at a national and international level, both within and outside the organization; speaks at national and international forums.

Leading authority in the field of expertise and the final point of consultation in the most complex problems.

Global, Multi Region > 15 years Fellow, Principal,

Scientist

I5

An acknowledged expert in their field, both within and outside the organization, when compared amongst the largest and highest profile of your competitors; identifies and resolves technical or business issues which have impact that is company wide and long term in nature

Has capability to make breakthroughs in thought, theory or practice that has the impact of delivering innovation that creates competitive advantage for your organisation.

Regional, Sub Regional > 12 years Principal

Consultant

I4

Most experienced and knowledgeable resource in their field of expertise within your organisation; ability to execute highly complex or specialized projects; adapts precedent and may make significant departures from traditional approaches.

Able to represent your organisation externally on specialised matters with customers with a level of authority that would distinguish your organisation as a thought or technology leader in the industry.

Sub Regional > 10 yearsChief Engineer, Chief Accountant

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Individual Professional Career StreamCareer Levels Responsibility Skill Geographic


I3

Regularly leads important projects by applying established standards; knowledge base acquired from several years of experience in particular area; operational role, responsible for delivering results that have direct impact on the job area or a wider operational area.

Provides experienced project team members with instruction, guidance and advice in all aspects of the project to ensure delivery of quality outcomes

Single Country > 6-8 years

Senior Research Officer, Senior Systems Analyst, Senior Engineer

I2

Significant previous work experience to allow them to apply their knowledge efficiently and work productively under limited supervision; operational role, participates in important projects or activities as a full contributing team member

Well developed skills and knowledge that allows them to adapt to effectively deal with unfamiliar issues, challenges and problems within their field of specialization

Single Country > 4-5 years Engineer, HR Officer

I1

Entry level position, works under close supervision; checks for problems in existing systems and modifies work processes following defined procedures; operational role responsible for achieving day-to-day objectives

Able to apply broad knowledge of one professional discipline or advanced knowledge of specific technical/operational practices

Single CountryLimited to no prior work experience

Graduate Engineer, Business Analyst

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Para-Professional Career Stream

Career Levels Responsibility Skill Geographic


P3

Identifies problems and adapts/enhances working methods in own role following a broad framework; third level position requiring extensive experience; works independently; may coach other paraprofessional roles.

Possesses broad or advanced knowledge within a specialised discipline of commercial, technical, trades or office operations; diploma or certificate holder.

Sub Regional, Single Country > 3 years

Senior Technical Officer, Senior Payroll Specialist

P2

Checks and corrects problems that are not immediately evident in existing systems or processes; second level position requiring some experience; works under limited supervision.

Possesses specialised knowledge of specific commercial, technical, trades or office operations areas.

Single Country 1 to 3 years

Administration Assistant, Payroll Officer, Technical Officer

P1

Makes minor changes and checks for problems in existing techniques, procedures, services or products by following defined procedures/processes; entry level position requiring no prior experience; works under close supervision.

Possesses basic knowledge of specific commercial, technical, trades or office operations areas requiring minimal or no post-school qualifications

Single Country < 1 yearOffice Assistant, Data Entry Clerk, Cleaner

18MERCER

Job Matching illustrationTo find a match for Web Content Specialist

Internet / E-CommerceCareer Level Web Operations Management Web Content Web Design Web Security

M567.113.35 Head of Web Operations Management N/A N/A N/A

M467.113.34 Web Operations Management - Senior Manager

67.425.34 Web Content - Senior Manager

67.566.34 Web Design - Senior Manager

67.123.34 Web Security - Senior Manager

M367.113.33 Web Operations Management - Manager

67.425.33 Web Content - Manager

67.566.33 Web Design - Manager

67.123.33 Web Security - Manager

M267.113.32 Web Operations Management - Supervisor

67.425.32 Web Content - Supervisor

67.566.32 Web Design - Supervisor

67.123.32 Web Security - Supervisor

M1 67.113.31 Web Operations Management - Team Leader

67.425.31 Web Content - Team Leader

67.566.31 Web Design - Team Leader

67.123.31 Web Security - Team Leader

I667.114.26 Web Operations Management - Preeminent N/A

67.515.26 Web Design - Preeminent

67.124.26 Web Security - Preeminent

I5 67.115.25 Web Operations Management - Expert 67.405.25 Web Content - Expert 67.515.25 Web Design - Expert 67.125.25 Web Security - Expert

I4 67.116.24 Web Operations Management - Specialist

67.406.24 Web Content - Specialist

67.515.24 Web Design - Specialist

67.126.24 Web Security - Specialist

I3 67.117.23 Web Operations Management - Senior 67.407.23 Web Content - Senior 67.515.23 Web Design - Senior 67.127.23 Web Security - Senior

I2 67.118.22 Web Operations Management - Experienced

67.408.22 Web Content - Experienced

67.515.22 Web Design - Experienced

67.128.22 Web Security - Experienced

I1 67.119.21 Web Operations Management - Entry

67.409.21 Web Content - Entry 67.515.21 Web Design - Entry 67.129.21 Web Security - Entry

1. Identify relevant function

2. Identify relevant sub-function

3. Zoom to appropriate career stream and level

19MERCER

Job Matching Correlation Table: Mercer Career Levels to Company Grades Example: Company A

Mercer can work with you to develop this correlation table

Information required:

• Organization chart

• Job description

• Internal grade

Career Level Internal Grade Typical Positions

M7 Level 12 & 13 VP & Sr. VPM6 Level 10 & 11 Director & Sr. DirectorM5 Level 9 Sr. ManagerM4 Level 8 ManagerM3 Level 7 Section ManagerM2 Level 6 SupervisorM1 Level 5 Lead

I6 Level 10 & 11 Sr. EngineerI5 Level 9 EngineerI4 Level 7 & 8 Engineer IVI3 Level 6 Engineer IIII2 Level 5 Engineer III1 Level 4 Engineer I

P3 Level 4 & 5 Sr. Technician; Support StaffP2 Level 2 & 3 Technician I & II; Support StaffP1 Level 1 Jr. Technician; Support Staff

20MERCER

Job Matching MethodologySome notes on the career levels…

• While high tech companies often use a career level framework internally, the survey career framework will not align perfectly with yours, will be a 80% of a match;

• The survey definitions for each level can be found in Part B of the Survey Reference Guide

• These definitions should be used consistently as a tool to assist in matching

21MERCER

What is New in 2012?


What has changed?

1. Addition of functions/sub-functions– 3 new functions– 37 new sub functions

2. Reorganization of sub functions

3. Renaming of functions/sub-functions

4. Description update of sub-functions

5. Addition of I6 to sub-functions

6. DCK Updates


1. Addition of functions/sub-functions New functions (H1 2012)

• Engineering

• Interactive & Digital Media

• Telecommunications / Network

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1. Addition of functions/sub-functions New sub functions (H1 2012)Function Sub-function

Cloud Computing - SoftwareCloud Computing - PlatformCloud Computing - Infrastructure

Corporate Affairs Government RelationsFirmware EngineeringSystems Engineering

Information Technology - Internal Support, Administration & Management Vendor Management

Concept DesignVisual EffectsGames Design / DevelopmentGames Level DesignGames Testing & EvaluationGames User Interface DesignWeb Operations ManagementWeb SecurityInternet Marketing

Quality Test EngineeringHardware Product DevelopmentSoftware Product DevelopmentSolutions Architect - Technical SpecialistInternet Sales

Supply & Logistics SourcingNetwork Infrastructure DeploymentNetwork Site AcquisitionNetwork Planning and DesignNetwork Testing and ReleaseNetwork Installation and IntegrationNetwork Operations and MaintenanceNetwork SecurityNetwork Cost / PricingBillings and CollectionsProduct DevelopmentNetwork Partnership / AlliancesOPEX (Operating Expenditure) Control

Telecommunications/Network

Applications Development

Engineering

Interactive & Digital Media

Internet / E-commerce

Sales

Research & Development


Human Resource Information System (HRIS)Human Resources

PayrollHuman Resources

Investor RelationsCorporate Affairs

Sub-functionFunction

1. Addition of functions/sub-functions New sub functions (H2 2012)

26MERCER 26

2. Reorganization of sub functions (H1 2012)

Old Function Old Sub-Function New Function New Sub-FunctionAnimation Animation (2D/3D)Audio Audio EffectsEngineering Management Engineering ManagementProject Engineering Project EngineeringElectronic / Electrical Engineering Electronic / Electrical EngineeringIndustrial Design Engineering Industrial Design EngineeringUsability Engineering Usability Engineering

Research & Development Product Reliability Quality Product ReliabilityQuality Test Engineering (Software) Applications Development Software Testing & Release

Research & Development Engineering

Internet Services Interactive & Digital Media

Manufacturing / Production & Assembly Engineering

27MERCER 27

3. Renaming of functions/sub-functions (H1 2012)

Old Function Name New Function NameInternet Services Internet/E-commerce

Function Old Sub Function Name New Sub Function NameWeb Content Design Web ContentOperations Web Administration & MaintenanceFailure Analysis Reliability/Failure AnalysisQuality Engineering / Test Engineering Quality EngineeringRegulatory Affairs / Compliance Engineering Regulatory Compliance Engineering

SalesPre-Sales – Solution Architect / Technical Specialist

Pre-Sales – Solution Architect

Internet/E-commerce

Quality

28MERCER 28

3. Renaming of sub-functions & broadening of scope (H2 2012)

Technical Support (Remote) Specialists

Technical Support (Phone) SpecialistsCall Centre

Technical Support (Phone) Specialists

Intellectual Property (IP) / Patents

Old Sub-function Name

Technical Support (Remote) Specialists

Post Sales (Customer) Support

Intellectual Property (IP)Corporate Affairs

New Sub-function NameFunction


4. Description updates of sub functionse.g. Sales - Services

This group of sales professionals is responsible for selling IT-related services.

Responsible for selling IT services, solutions and maintenance services to clients. Involves in the direct sales process by managing new and existing accounts of regional, national or strategic significance. Responsible for relationship building, managing accounts and building proposals with the help of technical staff. Serves as a key point of contact between the client and the organization. Informs clients of new IT-services and solutions offerings and recommends services that suit clients’business needs. Coordinates the preparation of bids documents and proposals. May conduct product demonstrations.

Note: Examples of IT-related services – IT security, data management services etc.

Typical titles include Sales Account Representative – Services.


5. Addition of I6 to sub functions

I2: ExperiencedM1: “Management Level 1”(Team Leader)

P3: SeniorI1: Entry

P2: Experienced

I3: SeniorM2: “Management Level 2”(Supervisor)

P1: Entry

I4: SpecialistM3: “Management Level 3”(Manager)

I5: ExpertM4: “Management Level 4”




Para-ProfessionalIndividual ProfessionalManagement

Career

Levels

Career Streams

I6: Preeminent

31MERCER

Appendix

32MERCER

Less than US$100milUS$100 - 600milGreater than US$600milHardware / Telco:

Position Revenue Target Criteria

(“small”)

Position Revenue Target Criteria (“medium”)

Position Revenue TargetCriteria (“large”)

Industry sector

Less than US$100milUS$100 - 300mil Greater than US$300milSoftware:

Less than US$50milUS$50 - 200milGreater than US$200milConsulting / Professional

Services:

Head of OrganizationM5



M4

M7

Career Level

Job Matching Framework (Organization Type: Sales)Head of organization match drives matching of all other positions

33MERCER

Less than US$50milUS$50 - 300milGreater than US$300milManufacturing / R&D (Hardware)

/ Semicon:

Position Operating Budget Criteria

(“small”)


(“medium”)


(“large”)

Industry sector

Less than US$50milUS$50 - 150milGreater than US$150milR&D (Software):

Less than US$25milUS$25 - 100milGreater than US$100milBusiness Process

Outsourcing:




M4

M7

Career Level

Job Matching Framework (Organization Type: Non-sales)Head of organization match drives matching of all other positions

34MERCER

Mercer (Singapore) Pte Ltd (1978 02499E)

Documents

Pre-Survey Deck – Hi Tech H2 2012 2012... · Hi-Tech Survey Features • Adopts a consistent survey methodology, position coverage & reporting format across Asia Pacific • Designed