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2015 CSR Human Resources Compensation Survey Report - U.S.

Total Cash Compensation

Data in Effect: February 1, 2015

SUMMARY

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2015 CSR General Industry Human Resources Compensation Survey Report - U.S.

Table of Contents

Introduction ..................................................................................................................... 4 About this Report ............................................................................................................ 4 Changes in 2015 ............................................................................................................ 4 Overview of Report Sections .......................................................................................... 5 Contact Us ...................................................................................................................... 5

Participating Organizations ...................................................................................... 6 Participant List ................................................................................................................ 7 Participant Characteristics.............................................................................................. 13

Key Economic Data ...................................................................................................... 14 Salary Budget and Economic Data ................................................................................ 15

Statistical Methodology ............................................................................................. 16 Data Review ................................................................................................................... 17 Data Confidentiality ........................................................................................................ 17 Incumbent and Organization-Weighted Statistics .......................................................... 17 Composition of Total Compensation .............................................................................. 18 Descriptive Statistics ...................................................................................................... 19

Survey Job Matching Methodology ...................................................................... 20 Survey Methodology ....................................................................................................... 21 Matching Top Management Jobs ................................................................................... 22 Matching Nonexecutive Jobs ......................................................................................... 22

Executive Career Bands, Career Levels, Functions and Disciplines ..... 26 Career Band Summary Descriptions .............................................................................. 28 Career Level General Profiles ........................................................................................ 29 Functions and Disciplines Listing ................................................................................... 35 Functions and Disciplines Definitions ............................................................................. 36

Glossary of Terms ........................................................................................................ 38 Compensation Data The compensation data are organized by position and separated into three categories, beginning

with the All Organization Summary, followed by the For-Profit and Not-For-Profit Organizations categories. Within the For-Profit and Not-For-Profit categories, the data are presented in a variety of groupings ranging from the United States to statistical areas and All Organizations to individual industries.

Code Function AHR Human Resources ................................................................................................ 42 AHR002-EX Top Human Resources Executive (without Labor Relations)................................ 43 AHR060 Benefits .................................................................................................................. 45 AHR130 Employee Development/Training Generalist/Multidiscipline ................................. 47 AHR150 Human Resources Information Systems (HRIS) ................................................... 49 AHS Environmental Health and Safety ....................................................................... 50 AHS030 Health and Safety .................................................................................................. 51

About Us ........................................................................................................................... 53



Introduction

Towers Watson Data Services is pleased to present the 2015 CSR General Industry Human Resources Compensation Survey Report - U.S. This report is based on the responses of 573 organizations reporting data on 40,349 incumbents. Refer to the Participating Organizations section for more information including a complete list of this year’s survey participants. We extend our sincere thanks to the professionals who offered suggestions, provided data and worked in partnership with our survey project teams to produce the valuable data contained in this report. Your efforts and suggestions help us to maintain our high standards of quality and service. For more information and assistance please contact us. Towers Watson Data Services 44 South Broadway, 13th Floor White Plains, NY 10601-4411 800 645 5771 twdataservices.com [email protected] About this Report Effective Date: The data in this report are effective as of 01 February 2015 unless otherwise indicated. Currency: All data shown are expressed in USD per annum, unless otherwise indicated. Compensation Data:

● Actual salaries have been used rather than established salary scales ● All incumbent data were gathered from the survey participants ● Compensation data are presented on annual basis unless otherwise indicated

Applicable Career Bands: The Career Bands contained in this report include Supervisory/Management, Professional, Business Support and Technical Support. Executive Benchmarks are also included in this report. Changes in 2015 A summary of changes to this year’s survey (e.g., job matching methodology, codes, titles, descriptions and data elements) can be found in Section 1 - Introduction of the Participant Guide found under Export and Download in the online reporting tool.


mailto:[email protected]


Introduction

Overview of Report Sections The following are individual sections of the printed report and can be found in the Supporting Documentation section of our online data analysis tools. These sections include explanatory text and guidelines for using this report.

● Introduction ● Short-Term Incentive Analysis ● Participating Organizations ● Compensation Differentials ● Key Economic Data ● Career Bands, Career Levels, ● Statistical Methodology Functions and Disciplines ● Survey Job Matching Methodology ● Glossary of Terms ● Guide to Using Data in this Report

Contact Us If you have any questions or comments regarding this report or any of our other products, contact us at +1 800 645 5771 or [email protected].



Participating Organizations




Participant List AAA Bluegreen Corporation AAA Life Insurance BMW Manufacturing Corporation ABX Air Board of Pensions ACGME Boddie-Noell Enterprises AECOM Boise Cascade Company Aera Energy Boy Scouts of America Aeronix Bradley AFN Bridgepoint Education AgFirst Bridgestone Americas AGL Resources Briggs & Stratton AgStar Financial Services Bristow Group AICPA Brookdale Senior Living AIG Brookhaven National Laboratory Air Liquide Bryant University Air Products and Chemicals Build-A-Bear Workshop Alliant Energy Burgess & Niple Allied Electronics CACI International Alta Resources Corporation Caelum Research Corporation Alyeska Pipeline Service California Institute of Technology American Cancer Society Cambia Health Solutions American Enterprise Camcraft American Greetings Capital Group Companies American University CareFirst BlueCross BlueShield Amica Mutual Insurance Caribou Coffee Amway CarMax Andersen Corporation Carpenter Technology Anthem, Inc. Catholic Health Initiatives A.O. Smith CDM Smith Arkansas Children's Hospital CDS Global Arup Laboratories Celgard Association of American Medical Colleges CEMEX, Inc. Auto Club Group CentraState Healthcare System Automobile Club of Southern California Centro Aveda Corporation CenturyLink AXA Assistance USA CEVA Logistics Bain & Company Chelan County Public Utility District Barry Callebaut Americas Chicago Transit Authority Baylor Health Care System Children's Healthcare of Atlanta Bemis Manufacturing Company Children's Hospital & Clinics of Minnesota Beneficial Bank Chumash Employee Resource Center Best Buy Church of Jesus Christ of Latter-day Saints Big Heart Pet Brands Cincinnati Children's Hospital Medical Center Bi-Lo Holdings LLC City Colleges of Chicago BlueCross BlueShield of Arizona City of Austin BlueCross BlueShield of Florida City of Charlotte BlueCross BlueShield of Louisiana City of Chicago BlueCross BlueShield of North Carolina City of Fort Worth BlueCross BlueShield of South Carolina City of Garland BlueCross of Idaho City of Greensboro BlueCross of Northeastern Pennsylvania City of Hope National Medical Center




Participant List (continued) City of Houston Emerson Electric City of Las Vegas Emory University City of Philadelphia Employers Association Clean Harbors Employers Mutual Casualty Company Cleco Empower Software Solutions CNL Financial Group Environmental Chemical Corporation College of DuPage Erie Insurance College of Saint Benedict/Saint John's University Ernst & Young Colonial Pipeline Company ESCO Technologies Colorado Springs Utilities Essentia Health Colsa Etnyre International, Limited Comcast Cable Communications Excellus BlueCross BlueShield CommScope Excentus Community Coffee Exide Technologies Community Health Network Farm Credit Bank of Texas Community Preservation Corporation Farm Credit Foundations Compassion International Federal Reserve Bank of Atlanta Compressor Controls Federal Reserve Bank of Chicago Computer Task Group Federal Reserve Bank of Dallas ConnectiCare Capital LLC Federal Reserve Bank of Minneapolis Copper Point Federal Reserve Bank of Philadelphia Core Laboratories Federal Reserve Bank of St. Louis Cornell University Federal Reserve Board Cosmopolitan of Las Vegas FedEx Express Country Financial FedEx Ground Crowley Maritime Corporation Ferguson Enterprises CTB, Inc. Fermi National Accelerator Laboratory Dartmouth College Ferro Dartmouth Hitchcock Medical Center First Citizens Bank David C. Cook First Interstate Bank Decurion Fleetwood Group Delhaize America Flexcon Company, Inc. Denver Water Flexible Steel Lacing DePaul University Fluor Federal Petroleum Operations Dickstein Shapiro Fortune Brands Home & Security Diebold Frankenmuth Mutual Insurance Company DIRECTV Group Freeman Company Doctors Company Froedtert Health DSC Logistics Frontier Airlines DSW FULLBEAUTY Brands Dwyer Instruments GEICO Dycom Industries General Dynamics Information Technology Dyson Genesis Energy E A Sween Company Gentiva Health Services Ecova Geokinetics Education Management Georgia Institute of Technology Edward Jones GKN Elizabeth Arden G&K Services Elkay Manufacturing Glazer's Distributors EMCOR Group Glory Global Solutions




Participant List (continued) GOJO Industries Intermountain Healthcare Gold Eagle International Paper Goodman Manufacturing Intertape Polymer Corporation Graco Iron Mountain Grande Cheese Irvine GreenStone Ithaca College Grow Financial Federal Credit Union Ithaka Harbors Grupo Cementos de Chihuahua Itochu International GTECH Jacobs Technology GuideStone Financial Resources Jefferson Science Associates Habitat for Humanity International Johns Hopkins University Harman International Industries Johns Hopkins University - APL Harrisburg Area Community College Johnson Financial Group Harris Health System Johnson Outdoors Harsco Joint Commission Harvard Vanguard Medical Associates Jones Lang LaSalle Harvey Industries J.R. Simplot HDR, Inc. Judicial Council of California Health First, Inc. Kelsey-Seybold Clinic Health Net Kewaunee Scientific Corporation HealthNow New York K. Hovnanian Companies H. E. Butt Grocery Kindred Healthcare Hendrickson King County Henry Ford Health Systems Knape & Vogt Manufacturing Company Hercules Offshore Koch Pipeline Hershey Entertainment & Resort Kohl's Highway Equipment Company Kronos Worldwide Hillenbrand, Inc. Laboratory Corporation of America Hillsborough County Lake Federal Bank HNI Lane Enterprise, Inc. HNTB Lantech.com Hormel Foods Layne Christensen Howard Hughes Medical Institute Learning Care Group Hu-Friedy Manufacturing Company, Inc. Legal & General America Huntington Memorial Hospital Leggett and Platt Hunton and Williams Lehigh University Hypertherm, Inc. Lennar Corporation ICW Group Leupold & Stevens Idemitsu Lubricants America LG&E and KU Energy IDEXX Laboratories Lhoist North America II-VI Lieberman Research Indiana Farm Bureau Insurance Life and Specialty Ventures Indianapolis Power & Light Company Lincoln Electric Indiana Rail Road Company Lions Clubs International Ingram Industries Littelfuse Insperity L.L. Bean Institute for Defense Analyses Lockheed Martin Institute of Electrical & Electronic Engineers (IEEE) Louis Dreyfus Commodities Integra Lifesciences Louisiana-Pacific INTEGRIS Health Lutron Electronics




Participant List (continued) Malco Products, Inc. Mutual of Omaha M.A. Mortenson Company National Academies Manitou National Futures Association Manpower National Interstate ManTech International National Louis University MAPFRE USA National Rural Electric Cooperative Association Marcus Corporation Nature's Sunshine Products Maricopa County Office of Management & Budget Navicent Health Maricopa Integrated Health System Navient Marshfield Clinic Navy Exchange Enterprise Mars Incorporated NCCI Holdings Mary Washington HealthCare NCMIC MasterBrand Cabinets, Inc. Nebraska Medical Center Matrix Service Nebraska Public Power District Mayo Clinic Nelnet McCain Foods USA Neptune Orient Lines Limited (NOL) McDonald's New York Community Bank McGladrey LLP Nidec Automotive Motor Americas MDU Resources NiSource Medcor, Inc. Nordson Corporation Medical College of Wisconsin North Carolina Office of State Human Resources MedSynergies Northeast Illinois Railroad Corporation Merrill Northwestern Mutual Methodist Hospital System Northwest Pipe Company MFS Investment Management Norton Health Care MGM Resorts International Novant Health Miami Children's Hospital NOW Foods Michael Baker NSK Corporation Midland Paper, Packaging & Supplies NuStar Energy Midwestern University NYU Langone Medical Center Mine Safety Appliances Oerlikon Fairfield Minneapolis School District Oglethorpe Power Minnesota Management & Budget Ohio Public Employees Retirement System Mission Support Alliance Oil-Dri Corporation of America Missouri Department of Conservation Old Dominion Electric Missouri Department of Transportation Old Republic International Mitsubishi International Oncology Nursing Society Moen OneAmerica Financial Partners Mohawk Industries One Call Care Management Molex Orlando Health Molina Healthcare Pacific Northwest National Laboratory Mondelez Papa John's Moneris Solutions Pattonair Montana-Dakota Utilities Paychex Morinda Pella Corporation Mortgage Guaranty Insurance Penske Truck Leasing MRIGlobal Pentagon Federal Credit Union MTS Systems PHI MultiPlan Ping Munters PM




Participant List (continued) PMA Companies Shands HealthCare Port Authority of Allegheny County Sidley Austin LLP Port Authority of NY & NJ Sisters of Charity of Leavenworth Portfolio Recovery Associates Sitel Port of Portland Snyder's Lance Port of Seattle Sole Technology, Inc. POWER Engineers Southeastern Freight Lines Preformed Line Products Spectrum Health - Grand Rapids Hospitals Premera BlueCross Sports Authority Premier Farnell SSM Health Care St. Louis Primerica Life Stampin' Up! Project Management Institute Star Tribune Prologis State Corporation Commission Property Casualty Insurers Association of America State of Oregon QBE the Americas State Teachers Retirement System of Ohio QTI Human Resources St. Cloud Hospital Questar Steelcase Radio One Stericycle, Inc. Recology St. Joseph Mercy Health System Regency Centers St. Louis County Government Regions Financial Subaru of Indiana Automotive, Inc. Rexnord Corporation Sulzer Pumps US RiceTec Sunbelt Rentals Rich Products Sutter Physician Services Rite-Hite Sypris Solutions RLI Insurance Company Taubman Centers Robertshaw Controls TaylorMade-adidas Golf Company Rockwell Collins TDS Telecom RTC Tecolote Research, Inc. Rust-Oleum Tenet Healthcare Corporation Sabre Industries Terracon SAF-HOLLAND USA, Inc. Texas Children's Hospital Saint Gobain Texas - State Auditor's Office Sakura Finetek USA, Inc. Therma Tru Salk Institute TIMET Sally Beauty TJX Companies Salt Lake County T-Mobile USA San Antonio Water System Transdev NA, Inc. San Manuel Band of Mission Indians Treasure Island Resort & Casino Sazerac Company Tribune Publishing SCANA TriHealth S&C Electric Trinity Consultants, Inc. Schwan Food Trinity Health Schwan Food Company True Value Company Securus Technologies, Inc. Trugreen Seibels Bruce Group, Inc. T System Sentara Healthcare Tufts Health Plan Serco Turner Broadcasting Service Corporation International Unified Grocers SGS - Société Générale de Surveillance UnitedHealth Group




Participant List (continued) United States Steel West Bend Mutual Insurance Company United Stationers Westfield Group Universal Studios Orlando Westminster Communities of Florida University of Akron Weston Solutions, Inc. University of Alabama at Birmingham West Penn Allegheny Health System University of California West Virginia University Hospitals, Inc. University of Chicago Whataburger University of Colorado Health Wheaton Franciscan Healthcare University of Georgia Williams Companies University of Houston WilmerHale LLP University of Iowa Windstream Communications University of Kansas Hospital Winebow Group University of Maryland Wisconsin Physicians Service Insurance University of New Mexico Wiss Janney Elstner Associates University of North Carolina Hospitals World Vision International University of Notre Dame Wornick Company University of Pennsylvania W&T Offshore University of Richmond Xtek, Inc. University of Rochester Yanfeng University of Southern California Yazaki University of South Florida YP University of St. Thomas Zimmer University of Texas at Austin University of Texas Southwestern Medical Center University of Wisconsin Medical Foundation University of Wisconsin Hospital and Clinics University Physicians, Inc. UPS URS CH2M Oak Ridge LLC (UCOR) US Bancorp USG Corporation USS-POSCO Industries US Xpress, Inc. Utah Transit Authority Valero Energy Velcro Group Verizon Via Christi Health Virginia Department of Transportation Vita-Mix Corporation Volvo Group North America von Drehle Corporation Walter Energy Washington Suburban Sanitary Commission Washington University in St. Louis Wawa Wayne Memorial Hospital W.C. Bradley Wellmark BlueCross BlueShield Wells' Dairy




Participant Characteristics NUMBER OF PARTICIPATING ORGANIZATIONS BY PROFIT STATUS AND INDUSTRY SECTOR WITHIN REGION

# of Responses

Northeast Southeast North

Central South

Central West Coast United States

% of Responses

Entire Sample Combined 94 126 213 93 47 573 100.0%

Profit Status

For-Profit Organizations 59 85 157 62 29 392 68.4%

Not-For-Profit Organizations 35 41 56 31 18 181 31.6%

Industry Sector

Durable Goods Manufacturing 12 21 59 8 7 107 16.2%

Nondurable Goods Manufacturing 10 11 23 8 1 53 8.0%

Energy 0 7 8 16 3 34 5.1%

Retail and Wholesale Trade 7 7 11 5 2 32 4.8%

Services 43 53 64 39 27 226 34.1%

Health Care 9 18 25 18 5 75 11.3%

Banking and Finance 7 11 16 3 1 38 5.7%

Insurance 14 8 23 5 7 57 8.6%

High Tech 8 7 16 5 4 40 6.0%

Regional Percentages 16.4% 22.0% 37.2% 16.2% 8.2% 100.0%



Key Economic Data



Key Economic Data

Salary Budget and Economic Data The table below shows the data for the most relevant economic indicators for the most recent three years.

2014 2015 2016

Salary increase budget* 3.0 3.0 N/A

Consumer prices (avg. % change p.a.)+ 1.6 0.5 2.2

Unemployment (avg. % p.a.)+ 6.2 5.3 5.1

Labor population (millions)+ 155.9 156.9 158.8

GDP (% real change p.a.)+ 2.4 3.2 2.5

Top marginal tax rate on personal income+ 39.60% 39.60% TBD

Top personal income tax threshold+ USD 406 750 USD 413 200 TBD

Top personal income tax threshold+ USD 406 750 USD 413 200 TBD *Source: Towers Watson Data Services 2014 General Industry Salary Budget Survey - U.S. +Source: Economist Intelligence Unit - April 2015; data for 2014 are estimates except for inflation which is actual; data for 2015 and 2016 are forecasts



Statistical Methodology




Towers Watson Data Services’ survey reports present compensation information on all segments of the workforce across countries and regions. As a result, there is substantial continuity in the formats and content of data presentations from report to report. At the same time, each report is designed to provide data that are most pertinent to the specific types of jobs covered as well as the expressed needs of subscribers. As a result of these variations, some of the terms and scope factors contained in this section do not appear in every report. For a complete list and definitions of terms used refer to the Glossary of Terms.

Data Review

In accordance with our objective to publish the most representative information possible, all data are thoroughly reviewed by compensation professionals using proprietary data diagnostic programs and statistical modeling techniques. Participants are contacted to confirm job matches, resolve omissions, inconsistencies, or other questionable input, and clarify specific policy questions.

Data Confidentiality

Where there are limited samples, the descriptive statistics displayed also are limited. To ensure confidentiality, statistics are displayed if there are five or more organizations reporting. The 10th and 90th percentiles are displayed only for samples of 10 or more. Blanks or dashes indicate instances where there are insufficient data. In addition, no organization’s data dominate the sample statistics by more than 25 percent. Towers Watson Data Services maintains the confidentiality of each individual organization’s data, and any information published is aggregated so that individual organization data cannot be identified. Under no circumstances will we disclose individually identified data.

Incumbent and Organization-Weighted Statistics For incumbent-weighted statistics, the compensation and scope figures reported for each incumbent are used to compute the descriptive statistics. No organization's data dominates the results by more than 25 percent. For organization-weighted (or organization average) statistics, one average figure is computed for each organization on each compensation and scope element; then descriptive statistics are computed from these averages. Organization-average statistics weight each participant’s input on an equal basis, regardless of the number of incumbents reported.




Composition of Total Compensation The following text describes the compensation totals used by Towers Watson Data Services globally and the data elements included in each total. Because compensation programs vary by country, either by statute or custom, only those elements that are relevant to the market are included. In some markets where it may be important to distinguish compensation elements such as specific types of allowances, an expanded version of the elements are collected.

Base Salary 12 Months: Twelve months of monthly base salary Base Salary: Base Salary 12 Months + Other Fixed Pay. Total Guaranteed Compensation: Base Salary + Total Fixed Cash Allowances Total Compensation: Total Guaranteed Compensation + Short Term Incentives Total Rewards: Total Direct Compensation + Benefits




Descriptive Statistics

The descriptive statistics presented in the tables are:

● Average ● 50th Percentile or Median ● 90th Percentile ● 25th Percentile ● 75th Percentile ● 10th Percentile

Average Indicates the average salary obtained when considering each company with a unitary weight. All of the companies influence this measure equally, regardless of the number of salaries reported. 90th Percentile or Upper Decile Indicates the salary obtained first when organizing the gathered data in order of magnitude from the lowest to the highest and then selecting the value that separates the sample in such a way that 10% of the reported salaries are greater and 90% are lesser. 75th Percentile or 3rd Quartile Indicates the salary obtained first when organizing the gathered data in order of magnitude from the lowest to the highest and then selecting the value that separates the sample in such a way that 25% of the reported salaries are greater and 75% are lesser. Median or 50th Percentile Indicates the salary obtained first when organizing the gathered data in order of magnitude from the lowest to the highest and then selecting the value that separates the sample in such a way that 50% of the reported salaries are greater and 50% are lesser. 25th Percentile or 1st Quartile Indicates the salary obtained first when organizing the gathered data in order of magnitude from the lowest to the highest and then selecting the value that separates the sample in such a way that 75% of the reported salaries are greater and 25% are lesser. 10th Percentile Indicates the salary obtained first when organizing the gathered data in order of magnitude from the lowest to the highest and then selecting the value that separates the sample in such a way that 90% of the reported salaries are greater and 10% are lesser.



Survey Job Matching Methodology




Survey Methodology The Towers Watson survey methodology is an integrated process combining elements from each of our two proprietary leveling methodologies, Career Map and the Global Grading System (GGS). The combination yields a unique and systematic approach to matching jobs that encompasses the concept of career progression through Career Levels with differentiated job size as determined by Global Grades. See Leveling for further details.

● Career Map - The Towers Watson Career Level methodology is based on a series of Career Bands, each with a number of distinct Career Levels. Career Bands enable companies to structure work and jobs based on progressive levels of expected contribution. Career Levels represent discernible broad steps in a career progression, which are consistent across organizations. They reflect the normal market progression of jobs requiring higher levels of competence and knowledge as people advance in their careers.

● Global Grading System - The Towers Watson Global Grading System (GGS) measures the relative

internal value of distinct jobs within a company according to specific dimensions and aligns those values with quantifiable differences in pay levels in the external marketplace. Global Grades, which are linked to organization size, reflect the impact of size on job scope at higher levels, thus enhancing data comparability across organizations of varied size. Global Grades create a single top-to-bottom framework to facilitate leveling and drive consistency across Career Bands, Functions and Disciplines. They provide the foundation, or underpinning, for both Executive Benchmarks and the broad-based Career Levels and define the start and end points of a career progression.

The integrated survey methodology enables participants to align jobs with both approaches to job leveling in a single process, which supports job match validation and helps provide globally consistent results. See Job Matching for details. For purposes of Towers Watson surveys, multiple Career Bands have been identified. Within each of the Career Bands there are four to six Career Levels, which span six to eleven Global Grades. The following General Alignment Map of Global Grades to Career Levels provides an overview of how Global Grades align with Career Levels, without reflecting the impact of organization size.




Survey Methodology (continued)

NOTE: The job matching methodology presented here is for survey purposes only and is not a job evaluation process. Although this survey methodology is related to the Towers Watson Career Map and Global Grading methodologies, it may not align directly with specific client implementation of one of these leveling methodologies. Therefore it is critical to align your internal levels to the survey levels based on a careful review of the survey definitions to ensure proper job matching. Matching Top Management Jobs In the CSR Top Management Compensation Survey, positions are matched through benchmark titles and descriptions. The benchmark positions at the executive and senior management levels allow you to match your organization’s executives to a specific set of responsibilities, and then to differentiate between corporate and business unit responsibilities. Matching Nonexecutive Jobs Middle management, professional and support positions are matched by the following steps Step 1. Align organization levels to survey levels and assign Career Bands and Career Levels to nonexecutive jobs; outside of North America Global Grades are also assigned to nonexecutive jobs. Step 2. Match organization jobs to Functions and Disciplines. Alternatively, to match your jobs using a benchmark approach, steps 1 and 2 can be reversed (i.e., match organization jobs to Functions and Disciplines and then determine the survey levels).

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15

15

P2 P5

Interm. Master

S2 S5

Interm.Sr.

Expert

T1 T2

Entry Interm.

U2 U3

Interm.Senior

W3 W4

Senior LeadEntry Intermediate

U1 U4

Entry Lead

Production/Manual Labor (W)

W1 W2

Technical Support (T)

T3 T4

Senior Lead

Business Support (U)

Customer/Client Management and Sales (S)

S1 S3 S4 S6

Entry Career Expert Elite Expert

P1 P3 P4 P6

Entry Career Specialist Renowned Expert

Supervisor Manager Sr. Manager Group Mgr.

Sr. Group Mgr.

Professional (P)

24 25

Supervisory/Management (M)

M1 M2 M3 M4 M5

200K

Executive/Senior Management (EX)

16 17 18 19 20 21 22 23

25

FTE (Full Time Equivalent) Employees 90 240 620 1.6K 4.1K 10.6K 27.5K 75K

USD100bn

16 17 18 19 20 21 22 23 24

GENERAL ALIGNMENT OF GLOBAL GRADES TO CAREER LEVELS

Revenue (USD) USD75m USD150m USD500m USD1bn USD2bn USD5bn USD10bn USD50bn




Step 1. Assign Career Bands Career Levels to Nonexecutive Jobs The Career Band is determined based on whether the job is:

● Supervisor/manager or individual contributor

● Sales or nonsales

● Professional or support

● Technical support, business support or production/manual labor The following decision tree illustrates the process for identifying the appropriate Career Band. Career Band Summary Descriptions are included in the Leveling section of the Participant Guide.




Step 2. Match organization jobs to Functions and Disciplines The Functions and Disciplines section of the Participant Guide identify the best match for the content and purpose of an organization's jobs. Once the Function is identified, the Discipline that corresponds to the area of specialization is determined. In each Function, one or more Disciplines are designated and defined as generalist/multidiscipline. Each Function has a generalist/multidiscipline code (Discipline suffix "000"), and some Functions have additional generalist/multidiscipline codes that apply to a subgroup of Disciplines within a Function. The generalist/multidiscipline codes are used in the following circumstances:

● Incumbents perform more than one of the specialized Disciplines in the Function as part of their normal responsibilities, OR

● Managers are responsible for employees in more than one Discipline within that Function.

Each Function has a No Applicable Discipline code (Discipline suffix "999"). This code is used if the incumbent's specialization cannot be classified in any of the defined Disciplines or cannot be identified. Once jobs are matched to Functions and Disciplines, Career Levels and Global Grade matches (outside of North America) are reviewed to ensure they are consistent across Functions.




Executive Career Bands,

Career Levels,

Functions and Disciplines



Executive Career Bands, Career Levels, Functions and

Disciplines

General Overview This section provides job matching documentation used for this survey report.

● Career Band Summary Description for the Supervisory/Management (M), Professional (P), Technical Support (T) and Business Support (U) Career Bands

The Global Grade(s) aligned with each level also are noted. Global Grade differentiators are shaded

since North America survey participants only match to Career Levels.

● Function and Discipline Listing

● Function and Discipline Descriptions NOTE: The job matching methodology presented here is for survey purposes only and is not a job evaluation process. Although this survey methodology is related to the Towers Watson Career Map and Global Grading methodologies, it may not align directly with specific client implementation of one of these leveling methodologies. Therefore it is critical to align your internal levels to the survey levels based on a careful review of the survey definitions to ensure proper job matching. Career Map and the Global Grading System, when formally implemented, enable the alignment of reward and talent management programs across businesses. When used as internal leveling tools, these methodologies take into account the specific organizational context of a job and the detailed set of associated accountabilities and demands. The outcomes of these processes are highly organization-specific, while survey job descriptions and levels are by their nature generic. Therefore, organizations that use Career Map or the Global Grading System as their internal leveling tool are still required to match their jobs to this survey using the job matching process outlined in this Participant Guide. An organization's internal Global Grade or Career Level may act as a starting point, but as the Career Levels and Global Grades contained in these surveys represent a typical or generic organization, there may be differences between the internal value a specific organization places on a job and where the job should be mapped for purposes of external comparison.



Executive Career Bands, Career Levels, Functions and Disciplines

Career Band Summary Descriptions Supervisory/Management Career Band (M)

● Accountable for managing people, setting direction and deploying resources; typically is responsible for performance evaluation, pay reviews, and hire/fire decisions

● Results are primarily achieved through the work of others and typically depend on the manager's ability to influence and negotiate with parts of the organization where formal authority is not held

● Progression within Career Band reflects acquisition of broad technical expertise, business and industry knowledge, and process and people leadership capabilities

● Accountable for business, functional, or operational areas, processes, or programs

Professional Career Band (P)

● Work is primarily achieved by an individual or through project teams ● Requires the application of expertise in professional area(s) to achieve results ● Progression within the Career Band reflects increasing depth of professional knowledge, project management, and ability to

influence others ● Majority of time is spent on:

● Performing routine professional-based activities (early in career) ● Contributing to and managing projects (mid-career) ● Providing advice/direction in primary areas of expertise (seasoned and expert) ● Leveraging professional expertise and relationships to contribute to strategy and drive business results (thought leader)

● Entry-level jobs within the Professional Career Band typically require a university degree or equivalent work experience that provides knowledge of and exposure to fundamental theories, principles and concepts

Technical Support Career Band (T)

● Performs specialized technical tasks required to support operations (e.g., IT development, research support, skilled trade) ● Requires vocational training or the equivalent experience, but typically does not require a university degree

Business Support Career Band (U)

● Performs clerical/administrative or specialized support tasks in an office or field setting ● May require vocational training or the equivalent experience, but does not require a university degree




Career Level General Profiles

Supervisory/Management Career Band (M)

M5 Senior Group Manager (aligns with Global Grade 17)

● Applies only to large international or global organizations

● Provides leadership and direction through Group and/or Senior Managers

● Is accountable for the performance and results of:

● A large, strategically important function in an extremely large market ● Diverse disciplines or departments within a large geography or division ● A large, strategically important discipline within a major region ● A medium-sized global corporate discipline or department

● Develops, adapts and executes functional or departmental strategy to achieve key business objectives in area of responsibility

● Decisions are guided by organization and functional strategies and objectives

M4 Group Manager (aligns with Global Grade 16)

● Provides leadership and direction through Senior Managers and Managers

● Is accountable for the performance and results of:

● A large, strategically important discipline in an extremely large market ● Related disciplines or a medium-sized function in a large market or medium-sized division ● A medium-sized discipline or department in a major region

● Adapts and executes functional or departmental business plans and contributes to the development of functional or departmental strategies

● Decisions are guided by functional strategies and priorities

M3 Senior Manager (aligns with Global Grades 14 and 15)

● Provides leadership to managers, supervisors and/or professional staff

● Is accountable for the performance and results of multiple related units

● Develops departmental plans, including business, production and/or organizational priorities

● Controls resources and policy formation in area of responsibility

● Decisions are guided by resource availability and functional objectives

Global Grade 15 Differentiators

● Looks beyond existing methodologies and own discipline to define and resolve complex problems

● Develops plans and delivers results in fast-changing businesses and/or regulatory environments

● Provides input to functional or departmental strategy

● Manages large, potentially diverse teams of managers and/or senior professionals

● In Global Grade 16 or 17 organizations, typically contributes directly to business priorities and planning


● Identifies applications of functional knowledge and existing methodologies to complex problems

● Manages large teams of professionals and/or junior managers

● In Global Grade 16 or 17 organizations, typically has accountability for a function




Career Level General Profiles (continued)

Supervisory/Management Career Band (M) (continued)

M2 Manager (aligns with Global Grades 12 and 13)

● Manages professional employees and/or supervisors or supervises large, complex technical or business support or production operations team(s)

● Is accountable for the performance and results of a team within own discipline or function

● Adapts departmental plans and priorities to address resource and operational challenges

● Decisions are guided by policies, procedures and business plan; receives guidance from senior manager

● Provides technical guidance to employees, colleagues and/or customers


● Accountable for the budget, performance and results of a medium-sized team or multiple small teams

● Exercises full management authority, including performance reviews, pay decisions, recruitment, discipline, termination, and other personnel actions

● Addresses issues with impact beyond own team based on knowledge of related disciplines


● Accountable for results of a small team ● Exercises limited management authority; sets

employee performance objectives, conducts performance reviews and recommends pay actions

● Defines team operating standards and ensures essential procedures are followed based on knowledge of own discipline

M1 Supervisor (aligns with Global Grades 10 and 11)

● Coordinates and supervises the daily activities of business or technical support or production team

● Sets priorities for the team to ensure task completion; coordinates work activities with other supervisors

● Decisions are guided by policies, procedures and business plan; receives guidance and oversight from manager

● Typically does not spend more than 20% of time performing the work supervised


● Accountable for the results of a large and/or moderately complex support or production operations team including subordinate work leaders

● Applies acquired expertise to analyze and solve problems without clear precedent

● Provides input on resource planning and policy development

● Coaches team members on performance, completes employee performance evaluations, and recommends pay actions


● Accountable for the results of medium-sized routine support or production operations teams

● Solves problems based on practice and precedent

● Trains team members and provides input to employee performance evaluations





Professional Career Band (P)

P6 Renowned Expert (aligns with Global Grades 16 and 17)

● Is recognized as an external thought leader within strategic function or discipline

● Influences the strategy to address internal or external business and regulatory issues

● Proactively identifies, defines, and solves the most complex problems that impact the management and direction of the business

● Significantly influences functional strategy; may participate in the development of the product or division strategy

● Leads multidisciplinary projects or initiatives

● Progression to this level is typically restricted on the basis of individual capabilities and business requirements


● Only applies to large international or global businesses

● Contributes as top thought leader worldwide, whose achievements include major innovations that change and advance the industry and/or profession

● Leads the largest projects/initiatives that have a significant impact upon a complex, global business


● Typically found in Global Grade 18 or higher organizations

● Contributes thought leadership and innovation that influences change and advancement of the industry and/or profession

● Leads large projects/initiatives that impact the business on a domestic or international scale

P5 Master (aligns with Global Grade 15)

● Is recognized as an expert within the organization, both within and beyond own function

● Anticipates internal and/or external business challenges and/or regulatory issues; recommends process, product or service improvements

● Solves unique and complex problems that have a broad impact on the business

● Contributes to the development of functional strategy

● Leads project teams to achieve milestones and objectives

● Progression to this level is typically restricted on the basis of business requirements

● Operates with no supervision in a complex environment

P4 Specialist (aligns with Global Grades 13 and 14)

● Is recognized as an expert in own area within the organization

● Requires specialized depth and/or breadth of expertise

● Interprets internal or external business issues and recommends solutions/best practices

● Solves complex problems; takes a broad perspective to identify solutions

● Works independently, with guidance in only the most complex situations

● Progression to this level is typically restricted on the basis of business requirement


● Identifies applications of functional knowledge and existing methodologies to complex problems

● Serves as an expert within own function ● Leads functional teams or projects and serves

as a best practice/quality resource Global Grade 13 Differentiators

● Guides others in resolving complex issues in specialized area based on existing solutions and procedures

● Serves as an expert within own discipline ● Serves as a resource for best practices/quality

on functional teams or projects ● Trains/mentors junior staff





Professional Career Band (P) (continued)

P3 Career (aligns with Global Grades 11 and 12)

● Requires in-depth knowledge and experience

● Solves complex problems; takes a new perspective using existing solutions

● Works independently; receives minimal guidance

● Acts as a resource for colleagues with less experience

● Represents the level at which career may stabilize for many years or even until retirement


● Uses best practices and knowledge of internal or external business issues to improve products/services or processes

● Typically resolves complex problems or problems where precedent may not exist

● Often leads the work of project teams; may formally train junior staff

● Works independently


● Contributes to process improvements ● Typically resolves problems using existing

solutions ● Provides informal guidance to junior staff ● Works with minimal guidance

P2 Intermediate (aligns with Global Grade 10)

● Requires knowledge and experience in own discipline; still acquiring higher level knowledge and skills

● Builds knowledge of the organization, processes and customers

● Solves a range of straightforward problems

● Analyzes possible solutions using standard procedures

● Receives a moderate level of guidance and direction

P1 Entry (aligns with Global Grades 8 and 9)

● Performs routine assignments in the entry level of the Professional Career Band

● Typically requires a college or university degree or the equivalent work experience that provides knowledge and exposure to fundamental theories, principles and concepts

● Develops competence by performing structured work assignments

● Uses existing procedures to solve routine or standard problems

● Receives instruction, guidance and direction from others


● Has limited discretion to vary from established procedures

● Has limited work experience involving basic concepts and procedures

● Works under general supervision


● Has no discretion to vary from established procedures

● Has no related work experience or has work experience but requires formal training in theories/concepts in own function

● Works under close supervision ● Entry-level graduate in the "probationary" period





Technical Support Career Band (T)

T4 Lead (aligns with Global Grades 9 and 10)

● Has advanced and specialized expertise, typically developed through a combination of job-related training and considerable on-the-job experience

● Completes assignments and facilitates the work activities of others; may coordinate work beyond own area

● Proposes improvements to processes

● Acts as a lead, coordinating the work of others but is not a supervisor

● Works autonomously within established procedures and practices


● Leads one or more teams in the performance of a variety of tasks that are often complex

● Spends a majority of working time performing the same work processes and activities as employees on team

● Analyzes complex technical problems and delivers solutions where precedent may not exist


● Leads a team in the performance of a variety of tasks that are often routine

● Spends most of working time performing the same work activities as employees on team

● Solves problems of a recurring nature

T3 Senior (aligns with Global Grades 7 and 8)

● Has developed proficiency in a range of processes or procedures through job-related training and considerable on-the-job experience

● Completes a variety of atypical assignments

● Works within defined processes and procedures or methodologies and may help determine the appropriate approach for new assignments

● Works with a limited degree of supervision

● Acts as an informal resource for colleagues with less experience


● Performs highly complex and varied tasks ● Typically has specialized external certification ● Guides and supports junior team members;

may assist in their formal orientation and training


● Performs moderately complex and varied tasks ● May have specialized external certification ● Guides junior team members

T2 Intermediate (aligns with Global Grade 6)

● Expands skills in own work area within an analytical/scientific method or operational process

● Applies experience and skills to complete assigned work within own area of expertise

● Works within standard operating procedures and/or scientific methods

● Works with a moderate degree of supervision

T1 Entry (aligns with Global Grade 5)

● Has basic skills in an analytical or scientific method or operational process

● Works within clearly defined standard operating procedures and/or scientific methods and adheres to quality guidelines

● Works with close supervision





Business Support Career Band (U)

U4 Lead (aligns with Global Grades 8 and 9)

● Has developed expertise in a variety of work processes or activities typically developed through a combination of job-related training and considerable on-the-job experience

● Typically acts as a lead, coordinating the work of others, but not a supervisor

● Works autonomously within established procedures and practices

● Anticipates patterns and links; looks beyond the immediate problem to the wider implications

● Generates new and innovative solutions to complex problems


● Leads one or more teams in the performance of a variety of tasks that are often complex

● Spends a majority of working time performing the same work processes and activities as employees on team

● Analyzes complex problems and delivers solutions where precedent may not exist


● Leads a team in the performance of a variety of tasks that are often routine

● Spends most of working time performing the same work activities as employees on team

● Solves problems of a recurring nature

U3 Senior (aligns with Global Grade 7)

● Has developed specialized skills or is multi-skilled through job-related training and considerable on-the-job experience

● Completes work with a limited degree of supervision

● Likely to act as an informal resource for colleagues with less experience

● Identifies key issues and patterns from partial/conflicting data

● Takes a broad perspective to problems and spots new, less obvious solutions

U2 Intermediate (aligns with Global Grade 6)

● Has developed knowledge and skills through formal training or considerable work experience

● Entry level often for those with work experience in the skill area

● Works within established procedures with a moderate degree of supervision

● Identifies the problem and all relevant issues in straightforward situations, assesses each using standard procedures, and makes sound decisions

U1 Entry (aligns with Global Grades 4 and 5)

● Entry level job with little or no prior relevant work experience

● Acquires basic skills to perform routine tasks

● Work is prescribed and completed with little autonomy

● Works with either close supervision or under clearly defined procedures


● Has limited prior relevant training or work experience

● Has limited discretion to vary from established procedures


● Has no prior relevant training or work experience

● Has no discretion to vary from established procedures




Functions and Disciplines Listing AHR Human Resources AHR002-EX Top Human Resources Executive (without Labor Relations) AHR060 Benefits AHR130 Employee Development/Training Generalist/Multidiscipline AHR150 Human Resources Information Systems (HRIS) AHS Environmental Health and Safety AHS030 Health and Safety




Functions and Disciplines Definitions Function Code Human Resources AHR

Designs, implements and monitors human resource programs and policies, including recruitment, learning and development, performance management, compensation, benefits, equal opportunity and diversity, etc. Anticipates and plans for long-term human resource needs and trends. Applicable Career Bands M (Supervisory/Management) P (Professional) U (Business Support) Discipline AHR002-EX Top Human Resources Executive (without Labor Relations) ● Has primary responsibility for designing, developing and implementing all human resource policies and

programs ● For noncorporate positions, this position is typically responsible for the execution and administration of

policies within a segment of the organization ● In highly decentralized organizations, responsibilities could also include policy design at the segment level

AHR060 Benefits ● Develops, implements and administers cost-effective benefits programs, such as pension plans, life,

health and disability insurance

AHR130 Employee Development/Training Generalist/Multidiscipline ● Develops, implements and evaluates employee development plans and programs to support

organizational needs as a generalist or in a combination of disciplines, such as management development, talent management, succession planning, technical or nontechnical training, or e-learning

● Monitors employee development and training programs, assesses needs and results, develops new programs and modifies existing programs

AHR150 Human Resources Information Systems (HRIS) ● Processes the organization's human resource information using the most efficient and cost-effective

computer systems and applications ● Researches, analyzes, designs and maintains information systems in support of human resource

administration and projects ● Monitors HR information needs and designs new or modifies existing systems to meet changing

requirements




Functions and Disciplines Definitions (continued) Function Code Environmental Health and Safety AHS

Designs, develops, implements and oversees the organization's environmental health and safety programs and procedures to safeguard employees and surrounding communities and to ensure that all facilities are in compliance with regulations. Applicable Career Bands M (Supervisory/Management) P (Professional) T (Technical Support) Discipline AHS030 Health and Safety ● Conducts studies and investigations to ensure compliance with government safety and health laws,

standards and regulations, and industrial hygiene ● Investigates accidents and promotes safety-conscious work performance and training programs ● Provides safety performance measures ● Determines root cause analyses



Glossary of Terms



Glossary of Terms

Each report is designed to provide data that are most pertinent to the specific types of jobs covered as well as the expressed needs of subscribers. As a result of these variations, some of the terms and scope factors contained in this section do not appear in every report. This section is divided into two subsections:

● Company and Unit Data Terms

● Incumbent Data Terms Company and Unit Data Terms Industry: The industry or industries that most closely describe the organization's line(s) of business. (See the Industry codes in the section on Guide to Using Data in this Report.) Revenue: Total revenue for the organization for the most recent fiscal year. Assets: Total year-end assets for the most recent fiscal year. Net Income: Total net operating income (after taxes) for the most recent fiscal year. Shareholders' Equity: Total shareholders' equity (defined as the difference between the organization's assets and liabilities) for the most recent fiscal year. FTE Employees: The number of full-time equivalent (FTE) employees plus part-time employees converted to full-time equivalents for the organization. U.S. Executives (Applies to Top Management Positions only): The number of full-time equivalent (FTE) employees designated as executives in the United States. Incumbent Data Terms Organization Unit (Applies to Top Management Positions only): Segment of the organization in which the incumbent has primary responsibility

Corporate - Responsibilities that span the entire organization. Subsidiary and division participants should not use this code.

Noncorporate - Responsibilities limited to a segment of the organization (e.g., subsidiary, division,

business unit). Unit Size (Applies to Top Management Positions only): Total revenue (in whole numbers) for which the incumbent is responsible.



Glossary of Terms

Incumbent Data Terms (continued) Corporate Reporting Level (Applies to Top Management Positions only): Number of levels the incumbent is from the Board of Directors. The Chief Executive Officer (CEO) and Chairman of the Board (not CEO) are reporting level 1. All positions reporting directly the CEO are reporting level 2, and so on. Geographic Responsibility (Applies to Top Management Positions only): Scope of geographic responsibility of the incumbent's role.

Worldwide (global or multiregion) International (all business outside of the home country of the parent company) Single Region (e.g., Asia/Pacific, Latin America, Europe) Multicountry (e.g., United States and Mexico, Southeast Asia or Benelux) Single country

Career Band and Level: The appropriate Career Band and Career Level for the incumbent.

Supervisory/ Management Professional

Customer/ Client Management

and Sales Technical Support

Business Support

Production/ Manual Labor

M5 Senior Group P6 Renowned Expert S6 Elite Expert Manager P5 Master S5 Senior Expert M4 Group Manager P4 Specialist S4 Expert T4 Lead U4 Lead W4 Lead M3 Senior Manager P3 Career S3 Career T3 Senior U3 Senior W3 Senior M2 Manager P2 Intermediate S2 Intermediate T2 Intermediate U2 Intermediate W2 Intermediate M1 Supervisor P1 Entry S1 Entry T1 Entry U1 Entry W1 Entry Annual Base Salary Amount: The annual base salary for the incumbent. Excludes shift differential pay, overtime or any other cash compensation other than base salary. Annual Base Salary Midpoint Amount: The midpoint of the base salary range to which the incumbent is assigned. Target Performance Bonus/Short-Term Incentive % of Base Salary: The target annual performance/short-term incentive as a percent of the current annual base salary. Annual Performance Bonus/Short-Term Incentive Amount: Annual performance bonus or short-term incentive earned for the most recent financial year. Includes all incentive awards, based on one year's performance, regardless of whether the award is paid in full currently, in installments or deferred to future years. Annual Sales Incentive/Commission Amount: The annual sales incentive/commission amount earned for the most recent fiscal year.

Incentive - Based on qualitative or judgmental measures related to sales activity or group performance typically expressed as a percent of base salary (monetary amount).

Commission - Based on quantitative performance items such as sales revenue/quota typically

expressed as a percent of each unit sold (monetary amount). Multicountry (e.g., United States and Mexico, Southeast Asia or Benelux)



Glossary of Terms

Incumbent Data Terms (continued) Corporate Reporting Level (Applies to Top Management Positions only): Number of levels the incumbent is from the Board of Directors. The Chief Executive Officer (CEO) and Chairman of the Board (not CEO) are reporting level 1. All positions reporting directly the CEO are reporting level 2, and so on. Target Sales Incentive/Commission % of Base Salary: The target sales incentive/commission as a percent of the current annual base salary. Annual Discretionary Bonus Amount: The annual amount of other variable or discretionary payments. Includes recognition awards, lump sum awards, alternative reward programs (e.g., gain sharing, team/group incentives or other productivity programs), and discretionary one-off payments (i.e., not part of a normal/regular short-term bonus or incentive plan) for the most recent financial year. Total Cash Compensation: The sum of annual salary, bonus, and other cash compensation payments from variable pay programs. Total Direct Compensation: The sum of annual salary, bonus or other cash compensation and the expected value of long-term incentive awards. Long-Term Incentive (LTI): Variable compensation related typically to individual and/or company/group performance. Examples are stock option plans, performance share or unit plans, and restricted stock plans. Awards made under plans of these types are always in recognition of results longer than 12 months. Long-Term Incentive Plan Type (Applies to Top Management Positions only): Type of long-term grant data.

SO Stock Options - Stock Options are rights to purchase a fixed number of shares of a company's stock, at a stated price for a specified period of time.

RS Restricted Stock/Stock Units - Restricted Stock/Stock Units are grants of stock or stock units at no or

nominal cost. The restrictions and risk of forfeiture lapse with continued employment over a period of years and/or performance. Dividends or dividend equivalents are normally paid or accrued during the restricted period.

PP Performance Plan Awards - Performance Plan Awards are contingent awards of cash or stock that

are earned in whole or in part according to the degree of achievement of performance goals over a multi-year period (usually three years).

SAR Stock Appreciation Rights - Stock Appreciation Rights (SARs) are rights to receive payment equal in

value to the appreciation on a share of stock between the date on which the SAR was granted and the date on which the employee exercises his/her appreciation rights.



AHR Human Resources


See the Compensation Differentials section to estimate compensation for unpublished geographic areas or industry classifications. Additional statistics can be found in our online data analysis tools.

AHR002-EX Top Human Resources Executive (without Labor Relations) All Organization Summary

Description: Has primary responsibility for designing, developing and implementing all human resource policies and programs | For noncorporate positions, this position is typically responsible for the execution and administration of policies within a segment of the organization | In highly decentralized organizations, responsibilities could also include policy design at the segment level.

TOTAL U.S. FTE EMPLOYMENT ANNUAL SALARY SHORT-TERM INCENTIVE TOTAL CASH COMPENSATION

ORGS INCS 25th MEDIAN 75th

INC AVG

($000)

ORG AVG

($000) 10th

($000) 25th

($000) MEDIAN ($000)

75th ($000)

90th ($000)

% OF INCS

RECVG

INC AVG PAID ($000)

% OF ORGS

PAYING

ORG AVG PAID ($000)

% OF ORG AVG SAL

INC AVG

($000)

ORG AVG

($000) 10th

($000) 25th

($000) MEDIAN ($000)

75th ($000)

90th ($000)

Under 1,000 Bonus Eligible 45 46 295 469 756 189.4 189.9 122.4 146.9 180.3 221.1 285.0 89.1 58.4 88.9 58.9 29.3 241.4 242.2 138.2 163.1 225.2 320.2 361.1 Non-Bonus Elig. 6 6 569 745 936 178.8 178.8 140.3 158.6 206.9 178.8 178.8 140.3 158.6 206.9 All Orgs. 51 52 331 555 760 188.2 188.6 121.6 146.7 171.8 220.0 285.0 78.8 58.4 78.4 58.9 29.3 234.2 234.8 134.1 160.2 218.0 317.8 357.8 1,000 - 4,999 Bonus Eligible 42 44 1,416 2,123 3,955 236.6 241.5 145.3 210.7 244.5 279.6 321.0 88.6 87.6 88.1 90.0 34.8 314.3 320.8 182.7 250.7 297.6 407.1 459.5 Non-Bonus Elig. 19 20 1,237 1,790 2,744 229.6 232.3 129.5 179.0 232.5 269.7 335.0 229.6 232.3 129.5 179.0 232.5 269.7 335.0 All Orgs. 61 64 1,343 1,975 3,502 234.4 238.6 143.5 202.5 241.2 273.9 329.1 60.9 87.6 60.7 90.0 34.8 287.8 293.2 175.4 217.2 269.7 354.6 438.3 5,000 - 19,999 Bonus Eligible 28 32 5,832 8,161 10,553 250.5 258.8 177.7 220.6 249.8 300.7 352.3 90.6 101.1 89.3 110.0 41.6 342.1 357.0 232.5 273.0 330.5 436.1 567.4 Non-Bonus Elig. 13 13 7,399 10,053 12,622 188.0 188.0 126.2 142.6 164.3 234.8 292.2 188.0 188.0 126.2 142.6 164.3 234.8 292.2 All Orgs. 41 45 6,381 8,268 11,549 232.4 236.3 142.4 180.3 241.3 284.4 327.8 64.4 101.1 61.0 110.0 41.6 297.6 303.4 150.7 202.4 290.5 368.5 484.2 20,000 or More Bonus Eligible 14 16 26,750 50,750 124,535 253.8 254.3 138.8 190.6 254.5 305.8 367.5 75.0 90.6 71.4 106.7 45.0 321.8 330.5 169.6 247.2 321.4 430.5 473.4 Non-Bonus Elig. All Orgs. 17 19 28,579 45,000 80,526 235.3 233.5 119.8 156.6 250.1 293.8 363.0 63.2 90.6 58.8 106.7 45.0 292.5 296.3 133.8 169.6 273.2 415.9 468.9 All Organizations Bonus Eligible 129 138 740 1,975 6,683 226.1 228.6 134.7 175.3 233.4 275.1 320.0 87.7 81.3 86.8 84.9 35.3 297.3 302.3 160.9 220.7 280.0 369.1 465.0 Non-Bonus Elig. 41 42 1,207 2,744 9,000 202.8 203.4 127.5 150.8 179.0 261.7 314.5 202.8 203.4 127.5 150.8 179.0 261.7 314.5 All Orgs. 170 180 862 2,201 7,438 220.6 222.5 134.1 164.4 222.5 270.0 318.9 67.2 81.3 65.9 84.9 35.3 275.3 278.5 147.0 180.6 261.4 340.5 439.0

Target Bonus Analysis

INDUSTRY SUPERSECTOR

% ORGS WITH POSITION

BONUS ELIGIBLE

% ORGS WITH TARGET BONUS

ORG AVG TARGET

BONUS ($000)

ORG AVG TARGET

BONUS AS % OF SALARY

ORG AVG PAID THOSE

WITH TARGET BONUS ($000)

ORG AVG BONUS AS % OF TARGET

BONUS All Manufacturing 91.7 66.7 99.4 41.5 110.3 104.8 All Nonmanufacturing 65.1 50.5 85.6 34.4 78.6 97.3 Financial Services 94.6 73.0 85.5 33.6 95.0 111.4 All Organizations 75.9 58.2 89.2 35.7 89.4 101.9




AHR060 Benefits All Organization Summary

Description: Develops, implements and administers cost-effective benefits programs, such as pension plans, life, health and disability insurance.

ANNUAL SALARY BONUS AND/OR OTHER CASH COMPENSATION TOTAL CASH COMPENSATION

CAREER BAND AND LEVEL ORGS INCS INC AVG

($000)

ORG AVG

($000) 10th

($000) 25th

($000) MEDIAN($000)

75th ($000)

90th ($000)

% OF INCS

RECVG

INC AVG PAID

($000)

% OF ORGS

PAYING

ORG AVG PAID ($000)

% OF ORG AVG SAL

INC AVG

($000)

ORG AVG

($000) 10th

($000) 25th

($000) MEDIAN ($000)

75th ($000)

90th ($000)

All Organizations M1 - Supervisor 39 54 75.1 76.8 63.1 67.4 75.8 84.6 91.3 53.7 6.4 51.3 6.9 8.8 78.7 80.3 63.6 72.9 77.6 90.3 96.7 M2 - Manager 122 177 97.9 98.2 77.8 86.9 98.2 108.0 117.6 58.8 10.6 61.5 12.0 12.1 104.3 105.4 83.8 90.9 105.0 117.8 132.2 M3 - Senior Manager 61 70 123.9 124.3 100.0 107.5 124.1 137.8 147.9 67.1 18.9 70.5 19.6 15.3 136.8 138.1 106.4 116.2 135.0 157.6 174.3 M4 - Group Manager 20 22 147.2 146.6 119.1 127.6 140.2 164.1 183.5 59.1 34.0 55.0 33.0 21.9 167.2 164.7 120.1 138.1 154.9 192.7 231.9 P1 - Entry 61 123 47.7 48.5 39.6 42.7 46.3 54.7 62.6 51.2 3.0 50.8 2.9 5.8 49.2 50.0 40.7 43.5 47.2 57.7 64.0 P2 - Intermediate 155 322 56.3 56.8 46.0 50.3 56.3 61.6 67.0 34.8 3.3 45.8 3.5 5.9 57.5 58.3 46.5 51.2 58.2 63.2 71.5 P3 - Career 152 344 69.9 71.4 55.2 63.2 71.3 79.7 87.2 44.8 5.2 46.1 6.2 8.4 72.3 74.1 56.5 64.8 74.1 82.3 93.2 P4 - Specialist 59 125 85.9 86.8 66.2 76.3 86.0 95.6 105.2 40.0 10.0 45.8 9.8 11.4 90.0 91.2 66.2 79.3 89.3 105.0 115.0 P5 - Master 9 10 95.7 95.4 82.5 97.9 109.9 50.0 6.1 44.4 6.5 6.9 98.7 98.3 87.0 97.9 109.9 U1 - Entry 22 51 39.1 38.2 28.8 33.3 37.4 43.2 47.1 39.2 1.6 36.4 1.7 4.6 39.7 38.8 29.7 33.8 37.7 43.4 47.1 U2 - Intermediate 55 269 39.1 43.0 32.3 38.5 43.6 48.7 53.5 36.6 2.3 38.2 2.8 6.3 40.1 44.0 32.7 40.0 44.7 49.9 55.8 U3 - Senior 48 113 46.8 50.2 38.9 44.4 50.2 56.2 64.7 54.0 2.9 33.3 2.6 5.5 48.5 51.0 40.2 44.9 50.9 56.6 64.7 U4 - Lead 15 33 51.1 55.1 37.0 46.7 57.0 59.8 73.9 15.2 3.2 33.3 3.2 5.3 51.8 56.2 37.0 46.7 58.0 62.4 77.5




AHR060 Benefits All Organization Summary

Organization Size Analysis Under 1,000 FTEs 1,000 - 4,999 FTEs 5,000 - 19,999 FTEs 20,000 FTEs or More

ORGS

ORG AVG SAL

($000)

ORG AVG

TOTAL COMP ($000) ORGS

ORG AVG SAL

($000)

ORG AVG


ORG AVG SAL

($000)

ORG AVG


ORG AVG SAL

($000)

ORG AVG

TOTAL COMP ($000)

M1 13 76.2 80.2 15 78.2 81.0 9 74.8 78.6 M2 9 93.0 100.2 43 99.2 106.7 42 98.9 107.0 28 97.2 102.7 M3 5 120.5 136.6 23 121.5 135.8 21 131.1 147.7 12 119.5 126.2 M4 7 154.4 180.4 8 142.1 153.5 P1 23 48.5 50.0 19 47.5 48.8 15 50.1 51.7 P2 12 56.3 58.9 65 58.5 60.4 54 54.9 55.9 24 56.6 57.9 P3 17 69.9 73.9 58 72.9 76.5 49 68.5 70.4 28 74.2 75.9 P4 8 85.7 92.3 21 87.8 93.7 17 82.7 85.7 13 91.5 93.9 P5 U1 5 43.4 44.4 8 36.7 37.3 8 37.1 37.1 U2 21 46.7 47.9 21 39.4 40.4 11 41.5 42.2 U3 20 54.0 54.9 15 47.2 48.1 11 47.5 48.2 U4 6 57.6 59.0

Midpoint Analysis Target Bonus Analysis

ORGS

ORG AVG MID

($000)

ORG AVG COMPA- RATIO

% OF ORGS WITH

POSITION BONUS

ELIGIBLE

% OF ORGS WITH TARGET

BONUS

ORG AVG BONUS TARGET

($000)

ORG AVG TARGET AS %

OF SALARY

ORG AVG PAID FOR

THOSE WITH TARGET

BONUS ($000)


BONUS M1 33 81.3 94.5 M1 59.0 53.8 7.8 9.4 6.8 96.0 M2 101 99.0 99.1 M2 67.2 54.1 12.2 12.2 12.6 97.9 M3 52 120.5 103.2 M3 73.8 68.9 21.4 16.9 19.1 93.2 M4 20 144.4 101.5 M4 65.0 60.0 30.3 20.1 27.4 100.6 P1 51 50.3 96.5 P1 52.5 42.6 2.6 5.4 2.8 112.0 P2 133 59.3 95.7 P2 41.3 30.3 3.8 6.3 3.8 101.8 P3 137 73.4 97.3 P3 47.4 37.5 6.3 8.7 5.9 97.0 P4 50 87.1 99.7 P4 49.2 40.7 8.2 9.5 8.8 107.6 P5 6 98.4 97.0 P5 33.3 33.3 8.8 8.7 8.4 110.3 U1 17 40.2 94.9 U1 27.3 22.7 1.6 3.8 1.4 111.2 U2 46 44.2 97.3 U2 38.2 32.7 2.6 5.9 3.0 121.8 U3 41 49.6 101.1 U3 33.3 27.1 2.4 4.8 2.4 107.8 U4 10 57.3 96.2 U4 40.0 33.3 3.4 5.6 2.4 101.7




AHR130 Employee Development/Training Generalist/Multidiscipline All Organization Summary

Description: Develops, implements and evaluates employee development plans and programs to support organizational needs as a generalist or in a combination of disciplines, such as management development, talent management, succession planning, technical or nontechnical training, or e-learning | Monitors employee development and training programs, assesses needs and results, develops new programs and modifies existing programs.



($000)

ORG AVG

($000) 10th

($000) 25th

($000) MEDIAN($000)

75th ($000)

90th ($000)

% OF INCS

RECVG

INC AVG PAID

($000)

% OF ORGS

PAYING

ORG AVG PAID ($000)

% OF ORG AVG SAL

INC AVG

($000)

ORG AVG

($000) 10th

($000) 25th

($000) MEDIAN ($000)

75th ($000)

90th ($000)

All Organizations M1 - Supervisor 39 170 66.3 75.6 55.5 63.1 73.8 88.9 96.2 44.1 8.8 41.0 8.1 10.2 70.4 78.9 58.1 63.1 74.2 94.1 102.2 M2 - Manager 132 400 91.3 93.0 73.7 83.8 91.7 103.8 110.8 60.0 9.9 55.3 10.6 10.9 97.6 98.5 75.6 88.1 97.4 110.0 123.4 M3 - Senior Manager 75 192 115.5 115.6 91.0 102.0 116.2 130.0 140.3 58.9 16.5 56.0 20.5 18.1 126.2 126.7 94.6 108.9 125.8 142.8 165.4 M4 - Group Manager 34 85 137.8 138.5 111.5 126.8 137.5 151.1 161.5 73.7 26.8 67.6 28.3 19.9 158.8 157.6 113.1 141.4 154.3 173.6 209.9 P1 - Entry 70 468 46.5 49.9 41.0 43.5 47.9 57.1 61.7 43.8 2.5 58.6 3.5 7.0 47.9 51.7 41.4 44.8 49.5 59.3 65.6 P2 - Intermediate 160 1,638 57.2 59.9 46.8 53.2 59.5 66.0 73.1 44.4 3.6 49.4 3.8 6.2 59.3 61.6 47.8 54.4 62.3 67.2 75.8 P3 - Career 163 1,290 71.2 71.4 56.8 63.0 71.6 78.7 85.7 38.6 5.4 44.8 6.0 8.2 73.7 73.8 58.7 63.9 74.0 82.5 90.5 P4 - Specialist 71 391 83.4 84.7 67.4 74.7 84.0 94.2 105.3 34.3 7.0 52.1 7.6 8.8 86.7 88.4 68.0 77.0 90.2 96.6 109.3 P5 - Master 20 53 100.2 102.2 83.7 90.6 101.3 107.3 129.1 44.4 13.5 40.0 11.5 11.6 108.0 106.5 83.7 98.4 104.7 115.2 129.7 U1 - Entry 13 84 34.1 37.4 26.7 32.0 39.5 41.8 44.6 42.4 1.0 30.8 1.8 4.7 34.4 38.0 27.0 32.4 39.5 43.3 46.0 U2 - Intermediate 40 99 46.3 47.3 36.9 42.3 47.8 52.2 58.1 28.3 2.6 32.5 2.8 5.9 47.2 48.2 37.2 42.3 48.2 53.7 58.4 U3 - Senior 25 95 47.4 49.1 35.1 40.7 48.7 57.2 62.4 23.2 1.9 60.0 2.1 4.1 48.2 50.2 36.2 40.7 50.8 59.1 65.1 U4 - Lead 8 38 45.9 47.0 36.2 46.5 58.3 18.8 2.7 37.5 2.7 5.2 46.7 47.6 37.8 46.5 58.8




AHR130 Employee Development/Training Generalist/Multidiscipline All Organization Summary


ORGS

ORG AVG SAL

($000)

ORG AVG


ORG AVG SAL

($000)

ORG AVG


ORG AVG SAL

($000)

ORG AVG


ORG AVG SAL

($000)

ORG AVG

TOTAL COMP ($000)

M1 7 76.2 80.7 15 72.4 75.1 14 74.1 77.6 M2 12 88.9 95.2 47 96.8 103.1 42 91.8 95.3 31 90.7 97.1 M3 8 107.5 114.4 17 121.0 132.4 30 114.7 126.0 20 115.7 127.7 M4 9 133.7 147.4 14 143.0 162.4 10 139.5 164.9 P1 17 47.7 50.0 28 49.8 51.4 21 52.5 54.5 P2 21 59.3 61.5 49 61.1 62.7 59 58.4 59.7 31 60.9 63.5 P3 18 73.2 76.4 59 71.5 74.2 52 69.6 71.2 34 72.9 75.9 P4 9 86.9 90.7 26 85.6 90.0 21 84.0 86.6 15 82.5 86.8 P5 9 103.0 109.4 5 104.9 104.9 5 100.2 104.6 U1 7 36.0 36.5 U2 15 47.3 48.5 13 46.6 47.0 9 46.7 47.5 U3 6 42.8 43.3 7 52.2 53.5 6 50.6 51.5 6 50.5 51.8 U4 5 47.0 47.8


ORGS

ORG AVG MID

($000)


% OF ORGS WITH

POSITION BONUS

ELIGIBLE


BONUS


($000)

ORG AVG TARGET AS %

OF SALARY

ORG AVG PAID FOR

THOSE WITH TARGET

BONUS ($000)


BONUS M1 36 78.3 96.6 M1 43.6 38.5 6.7 8.7 7.0 111.2 M2 117 94.2 98.8 M2 61.4 51.5 11.5 12.0 10.5 90.5 M3 67 117.4 98.5 M3 66.7 53.3 19.7 16.5 19.8 105.8 M4 31 141.3 98.1 M4 70.6 52.9 27.5 20.3 30.1 105.3 P1 64 53.0 94.2 P1 60.0 50.0 2.8 5.7 3.1 109.8 P2 145 62.7 95.5 P2 46.9 40.0 4.1 6.7 4.1 103.7 P3 143 72.6 98.3 P3 45.4 38.7 6.3 8.5 5.9 97.5 P4 65 86.6 97.8 P4 50.7 42.3 7.8 9.0 7.7 102.2 P5 17 102.8 99.4 P5 40.0 40.0 12.3 12.5 11.3 98.5 U1 13 39.2 95.4 U1 38.5 30.8 1.0 3.0 1.4 101.6 U2 32 47.1 100.3 U2 35.0 25.0 2.1 4.5 2.1 113.5 U3 22 48.7 100.9 U3 60.0 36.0 1.7 3.6 1.8 106.6 U4 6 49.7 94.4 U4 62.5 37.5 2.8 7.0 2.0 86.5




AHR150 Human Resources Information Systems (HRIS) All Organization Summary

Description: Processes the organizations human resource information using the most efficient and cost-effective computer systems and applications | Researches, analyzes, designs and maintains information systems in support of human resource administration and projects | Monitors HR information needs and designs new or modifies existing systems to meet changing requirements.



($000)

ORG AVG

($000) 10th

($000) 25th

($000) MEDIAN($000)

75th ($000)

90th ($000)

% OF INCS

RECVG

INC AVG PAID

($000)

% OF ORGS

PAYING

ORG AVG PAID ($000)

% OF ORG AVG SAL

INC AVG

($000)

ORG AVG

($000) 10th

($000) 25th

($000) MEDIAN ($000)

75th ($000)

90th ($000)

All Organizations M1 - Supervisor 25 29 79.2 79.4 60.0 69.8 77.8 93.2 98.2 44.8 8.5 48.0 8.3 10.6 83.0 83.4 60.8 74.4 80.0 97.0 106.3 M2 - Manager 84 108 107.6 107.6 89.6 98.6 108.1 118.5 124.0 57.4 11.3 60.7 10.6 9.8 114.3 113.8 93.5 101.1 115.4 124.0 130.6 M3 - Senior Manager 40 46 120.0 119.9 100.1 108.2 121.8 129.6 141.0 65.2 24.4 62.5 25.5 20.5 135.8 135.8 100.2 116.4 134.0 154.4 165.4 M4 - Group Manager 8 8 132.2 132.2 113.8 129.8 151.2 37.5 16.8 37.5 16.8 12.2 138.5 138.5 115.6 135.2 167.0 P1 - Entry 52 81 51.8 52.1 40.5 47.8 52.8 56.0 64.4 28.4 3.3 32.7 3.4 6.1 52.8 53.2 40.5 47.9 54.1 57.5 65.7 P2 - Intermediate 107 193 61.8 62.5 50.6 55.8 61.7 68.1 76.1 39.9 4.2 42.1 4.2 6.6 63.5 64.2 50.6 57.9 63.6 71.2 79.4 P3 - Career 123 290 79.0 77.0 60.4 69.2 78.0 84.9 93.3 35.5 6.1 53.7 5.8 7.3 81.3 80.0 60.6 71.6 81.2 87.3 96.7 P4 - Specialist 56 90 91.9 91.2 68.9 78.6 90.6 101.1 118.3 53.3 9.4 62.5 9.0 9.3 96.9 96.7 68.9 80.1 97.5 109.0 129.2 P5 - Master 8 9 98.6 100.8 82.6 97.6 117.9 22.2 13.4 25.0 13.4 12.5 101.6 104.2 82.6 102.7 125.4 U1 - Entry 11 76 38.0 38.6 29.0 32.4 38.1 46.1 48.0 12.0 1.3 27.3 1.3 3.8 38.3 38.9 29.4 33.3 38.1 46.1 48.0 U2 - Intermediate 29 91 43.3 45.3 36.3 40.7 44.1 49.5 56.0 38.5 1.8 41.4 1.6 3.7 44.2 45.9 37.0 41.0 45.7 50.9 56.0 U3 - Senior 24 67 51.6 50.7 41.4 43.9 50.4 56.5 62.5 13.4 1.6 25.0 1.4 2.8 52.0 51.0 41.4 44.1 50.4 56.9 62.5 U4 - Lead 7 9 48.7 48.5 46.3 47.0 50.9 49.0 48.9 46.5 49.4 50.9




AHR150 Human Resources Information Systems (HRIS) All Organization Summary


ORGS

ORG AVG SAL

($000)

ORG AVG


ORG AVG SAL

($000)

ORG AVG


ORG AVG SAL

($000)

ORG AVG


ORG AVG SAL

($000)

ORG AVG

TOTAL COMP ($000)

M1 7 80.7 89.1 10 80.0 81.0 6 76.3 81.0 M2 23 113.3 120.9 38 103.8 109.8 21 108.4 114.0 M3 12 115.4 129.4 18 122.4 140.0 8 118.8 131.1 M4 P1 19 53.2 55.0 18 50.1 51.1 14 53.2 53.6 P2 10 65.8 67.2 39 63.2 65.5 39 60.9 62.2 19 62.6 64.4 P3 10 74.7 78.4 45 79.1 82.6 44 74.7 77.1 24 78.3 80.8 P4 30 88.6 94.0 11 94.0 100.3 12 95.7 100.9 P5 U1 7 37.6 37.8 U2 7 52.0 52.5 14 42.7 43.1 7 43.0 44.1 U3 9 47.7 48.2 10 52.3 52.5 U4


ORGS

ORG AVG MID

($000)


% OF ORGS WITH

POSITION BONUS

ELIGIBLE


BONUS


($000)

ORG AVG TARGET AS %

OF SALARY

ORG AVG PAID FOR

THOSE WITH TARGET

BONUS ($000)


BONUS M1 21 80.9 98.2 M1 44.0 36.0 9.0 11.2 9.3 95.3 M2 77 104.1 103.4 M2 66.7 58.3 12.1 11.4 10.4 87.9 M3 37 119.3 100.5 M3 67.5 65.0 23.2 18.7 25.4 110.1 M4 5 138.0 95.8 M4 25.0 25.0 28.9 22.0 P1 45 55.1 94.6 P1 38.5 30.8 3.3 5.9 3.3 96.9 P2 97 65.2 95.8 P2 43.0 37.4 4.1 6.6 4.0 97.5 P3 112 78.6 98.0 P3 48.0 36.6 6.2 8.0 6.4 99.6 P4 46 91.5 99.7 P4 66.1 50.0 9.0 9.4 9.0 99.3 P5 P5 25.0 25.0 13.0 12.0 13.4 104.8 U1 10 42.7 90.4 U1 27.3 27.3 1.2 3.7 1.1 87.6 U2 24 45.4 99.7 U2 34.5 31.0 1.9 4.2 1.6 85.1 U3 19 53.6 94.6 U3 25.0 25.0 1.8 3.7 1.5 65.2 U4 5 51.0 95.0 U4




AHS Environmental Health and Safety



AHS030 Health and Safety All Organization Summary

Description: Conducts studies and investigations to ensure compliance with government safety and health laws, standards and regulations, and industrial hygiene | Investigates accidents and promotes safety-conscious work performance and training programs | Provides safety performance measures | Determines root cause analyses.



($000)

ORG AVG

($000) 10th

($000) 25th

($000) MEDIAN($000)

75th ($000)

90th ($000)

% OF INCS

RECVG

INC AVG PAID

($000)

% OF ORGS

PAYING

ORG AVG PAID ($000)

% OF ORG AVG SAL

INC AVG

($000)

ORG AVG

($000) 10th

($000) 25th

($000) MEDIAN ($000)

75th ($000)

90th ($000)

All Organizations M1 - Supervisor 10 17 87.7 90.8 66.8 72.8 85.9 111.1 114.8 17.6 4.3 30.0 4.3 5.0 88.4 92.1 69.8 72.8 88.8 111.1 118.2 M2 - Manager 40 130 87.6 91.9 70.4 82.8 91.5 101.3 112.5 53.1 10.0 55.0 10.1 10.8 93.7 97.2 75.3 84.7 94.9 107.0 124.1 M3 - Senior Manager 12 27 112.5 110.0 85.1 88.0 113.1 124.6 133.1 62.5 20.0 66.7 15.9 14.1 125.8 120.0 87.2 99.7 117.9 138.1 159.2 P1 - Entry 19 112 52.1 53.0 40.8 44.3 54.6 61.4 65.0 10.0 2.9 31.6 3.2 6.1 52.4 54.0 40.8 45.8 57.9 61.4 65.0 P2 - Intermediate 39 152 60.2 62.7 50.5 56.2 60.6 70.7 77.2 33.6 4.7 35.9 4.1 6.8 61.9 64.1 50.9 56.9 64.5 72.5 77.2 P3 - Career 40 263 74.3 72.7 52.9 61.0 73.4 78.8 92.2 32.3 5.9 35.0 5.6 7.2 77.2 74.5 53.0 61.6 76.9 85.8 95.1 P4 - Specialist 16 59 92.0 86.1 66.6 73.2 88.1 95.1 103.7 13.6 11.4 31.3 11.4 12.4 95.7 89.5 66.6 73.5 92.8 100.3 110.3 T1 - Entry 5 5 39.3 39.3 36.3 38.1 42.9 40.1 40.1 36.3 38.1 45.0 T2 - Intermediate 9 62 44.0 44.5 40.9 45.1 48.1 48.3 2.7 44.4 3.0 6.5 45.2 45.6 41.6 45.1 51.5




AHS030 Health and Safety All Organization Summary


ORGS

ORG AVG SAL

($000)

ORG AVG


ORG AVG SAL

($000)

ORG AVG


ORG AVG SAL

($000)

ORG AVG


ORG AVG SAL

($000)

ORG AVG

TOTAL COMP ($000)

M1 5 94.5 95.7 M2 10 100.7 107.1 18 91.2 97.0 10 82.9 86.7 M3 5 105.6 118.2 P1 5 49.2 51.4 7 59.4 60.2 5 44.0 44.4 P2 12 70.1 71.0 18 59.3 60.7 9 59.6 61.6 P3 8 74.3 76.3 10 74.1 76.6 12 70.9 72.4 10 72.1 73.7 P4 8 82.9 86.0 6 89.7 94.9 T1 T2


ORGS

ORG AVG MID

($000)


% OF ORGS WITH

POSITION BONUS

ELIGIBLE


BONUS


($000)

ORG AVG TARGET AS %

OF SALARY

ORG AVG PAID FOR

THOSE WITH TARGET

BONUS ($000)


BONUS M1 8 81.1 112.0 M1 50.0 30.0 8.0 8.0 4.3 96.1 M2 32 93.4 98.5 M2 57.5 45.0 10.0 11.3 11.0 94.6 M3 9 112.4 97.8 M3 75.0 75.0 17.8 16.0 15.9 88.1 P1 17 55.9 94.8 P1 42.1 36.8 3.0 5.9 3.2 103.4 P2 34 63.1 99.4 P2 35.9 30.8 4.5 7.2 4.8 96.3 P3 34 77.4 93.9 P3 37.5 32.5 6.8 8.9 6.5 95.3 P4 13 90.3 95.3 P4 31.3 31.3 10.3 11.3 11.5 113.6 T1 T1 T2 6 47.8 93.0 T2 33.3 33.3 2.6 5.7 4.4 137.4




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REPORT SUMMARY PARTICIPANT - Society for … with our survey project teams to produce the valuable data contained in this ... 2015 CSR General Industry Human Resources Compensation