Professional Documents
Culture Documents
General Industry
Page 2
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Table of Contents
Introduction .....................................................................................................................
Supporting Documentation .............................................................................................
Contact Us ......................................................................................................................
Methodology ...................................................................................................................
Data Review ...................................................................................................................
Data Confidentiality ........................................................................................................
Descriptive Statistics ......................................................................................................
Average and Median Statistics .......................................................................................
Incumbent-Weighted and Organization-Average Statistics ...........................................
Percentiles ......................................................................................................................
Arraying the Data ...........................................................................................................
Global Definitions of Compensation Totals ....................................................................
Leveling ..........................................................................................................................
Career Band Summary Descriptions ..............................................................................
7
7
7
9
9
9
9
9
10
10
10
11
14
14
17
18
20
29
31
32
39
40
Compensation Data
Code
AHR
Function
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) .............................
41
42
43
45
47
AHS
49
50
53
Page 5
Page 6
Introduction
Towers Watson Data Services is pleased to present the 2012 CSR General Industry Human Resources
Compensation Survey Participant Summary - U.S.
This participant summary includes the All Organizations presentation of five jobs found in the complete 2012
CSR General Industry Human Resources Compensation Survey Report - U.S. The complete report is based on
the responses of 754 organizations reporting data on 37,850 incumbents. Refer to the Overview of Survey
Participants section for more information including a complete list of this years survey participants.
Results found in the complete report are provided on a total of 199 geographic areas and 97 industry
classifications. Included in this years report are data presentations for the following delineations:
United States
5 Regions
11 Subregions
42 States
59 Core Based Statistical Areas
81 Combined Statistical Areas
All Organizations
3 Supersectors
9 Sectors
32 Industry Groups
52 Industries
Supporting Documentation
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
summary.
Methodology
Overview of Survey Participants
Contact Us
If you have any questions or comments regarding this summary, the complete report or any of our other
products, contact us at +1 800 645 5771 or twusdata@towerswatson.com.
Page 7
Page 8
Methodology
This section provides an explanation of the analytical methods used to report the data and describes the terms
used in the report.
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 will also be limited. To ensure
confidentiality, statistics will only be displayed if there are five or more organizations reporting. The 10th and
90th percentiles will only be displayed for samples of 10 or more. Blanks or dashes indicate instances where
there are insufficient data. In addition, no organization's data dominates 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.
Descriptive Statistics
The descriptive statistics presented in the tables are:
Average
Median
10th Percentile
25th Percentile
75th Percentile
90th Percentile
Page 9
Methodology
Percentiles
The 25th percentile value is the point below which lie 25 percent of the sample values. The 75th percentile
value is the point below which lie 75 percent of the sample values. By looking at the dispersion of data, the 25th
and 75th percentiles indicate how well the average and median describe the sample. The 10th percentile value
is the point below which lie 10 percent of the sample values. The 90th percentile is the point below which lie 90
percent of the sample values. The 10th and 90th percentiles provide a check on the appropriateness of the job
matches. Percentiles in the report are based on organization-average statistics. Both Incumbent-weighted and
organization-average statistics are included in the spreadsheets in our online data analysis tools.
Page 10
Methodology
Page 11
Methodology
Total Reward +
Long-Term Incentives
Total Reward
Total Direct
Compensation
Total Cash
Compensation
Total Guaranteed
Compensation
Page 12
Methodology
Total Cash Compensation survey reports may report on both Actual Total Cash Compensation as well as
Target Total Cash Compensation.
Page 13
Methodology
Leveling
Seven Career Bands have been identified in the Towers Watson Methodology, however, only the six
nonexecutive career bands are used in North America. Within the Career Bands there are four to six Career
Levels. The following General Alignment Map of Career Levels provides an overview of how Global Grades
align with Career Levels. The Career Level Profiles included in this survey summary are defined in the section
on Executive Benchmarks, Career Bands, Career Levels, Functions and Disciplines.
General Alignment Map of Career Levels
Page 14
Methodology
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
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
Page 15
Page 16
Page 17
Southeast
637
852
1,022
583
364
3,458
100.0%
594
787
928
518
333
3,160
91.4%
43
65
94
65
31
298
8.6%
125
182
241
102
64
714
20.6%
51
94
107
50
33
335
9.7%
14
31
42
40
15
142
4.1%
76
81
74
47
43
321
9.3%
173
233
270
177
108
961
27.8%
Health Care
49
66
69
51
22
257
7.4%
17
34
47
26
20
144
4.2%
Insurance
76
64
94
46
27
307
8.9%
High Tech
56
67
78
44
32
277
8.0%
18.4%
24.6%
29.6%
16.9%
10.5%
100.0%
West Coast
United States
% of
Responses
Northeast
Profit Status
For-Profit Organizations
Not-For-Profit Organizations
Industry Sector
Durable Goods Manufacturing
Services
Regional Percentages
Page 18
200 - 499
FTEs
500 - 999
FTEs
# of Responses
1,000 2,000 1,999
4,999
FTEs
FTEs
5,000 9,999
FTEs
10,000 19,999
FTEs
20,000
FTEs or
More
% of
Responses
42
86
171
203
470
605
746
1,135
100.0%
For-Profit Organizations
29
68
147
164
415
536
701
1,100
91.4%
Not-For-Profit Organizations
13
18
24
39
55
69
45
35
8.6%
20
25
53
96
160
168
187
20.6%
11
10
32
18
50
53
65
96
9.7%
34
17
35
37
4.1%
---
36
41
48
178
9.3%
Services
20
27
49
57
104
178
266
260
27.8%
Health Care
11
37
63
32
110
7.4%
13
23
18
15
57
4.2%
Insurance
---
18
25
60
51
63
84
8.9%
High Tech
16
35
33
54
126
8.0%
Northeast
13
21
43
80
109
155
210
18.4%
Southeast
16
29
54
108
151
193
295
24.6%
North Central
21
32
66
61
151
177
192
322
29.6%
South Central
15
30
24
86
106
126
191
16.9%
West Coast
Employee Size Group
Percentages
10
25
21
45
62
80
117
10.5%
1.2%
2.5%
4.9%
5.9%
Profit Status
Industry Sector
Durable Goods Manufacturing
Nondurable Goods Manufacturing
Utilities and Energy
Region
13.6%
17.5%
21.6%
32.8%
Page 19
Participant List
A.O. Smith
AAA
Abbott Laboratories
Accident Fund Insurance
ACUMED
Advance NSS
AFLAC
AGL Resources
AgriBank, FCB
Agropur, Cooprative agro-alimentaire
Air Liquide
Air Products and Chemicals
Alcoa
Alfa Laval
Alliant Energy
Alliant Techsystems
Alltel Wireless
Alta Resources Corporation
Altria Group
Alyeska Pipeline Service
Ambius
American Cancer Society, Inc.
American Career College
American Commercial Lines
American Greetings
American University
AmeriPride Services
Ameristar Casinos
Ames True Temper
AMETEK
Amica Mutual Insurance
Andersen Corporation
Apria Healthcare
ARAMARK
Arlington County Government
Asahi Kasei Plastics N.A., Inc.
Ascend Performance Materials
ASCO - Valve
Ash Grove Cement Company
Astoria Federal Savings & Loan
Aurora Healthcare
Auto Club Group
Automobile Club of Southern California
Avis Budget Group
Avista
Avon Products
Axcess Financial Services, Inc.
B Braun Medical
Ball
Bank of America Merchant Services
Baxter International
Baylor College of Medicine
Baylor Health Care System
Belk
Bemis Company, Inc.
Bemis Manufacturing Company
Beneficial Bank
Bergquist Company
BIC - Graphic USA
Black Hills
Blue Cross of Idaho
BlueCross BlueShield of Florida
BlueCross BlueShield of Louisiana
BlueCross BlueShield of South Carolina
BlueCross BlueShield of Tennessee
Bluegreen Corporation
BlueLinx
Bluestem Brands
BMW Manufacturing Corporation
Bob Evans Farms
Boddie-Noell Enterprises, Inc.
Bosch Packaging Services
Bosch Rexroth
Boston Scientific
Boy Scouts of America
Boyd Gaming
Boys & Girls Clubs of America
Bradley
Brady
Bridgepoint Education
Bristow Group
Brookdale Senior Living
Brookhaven National Laboratory
Brotherhood Mutual Insurance
Brown-Forman
Brunswick
Bryant University
Build-A-Bear Workshop
Burgess & Niple
C&S Wholesale Grocers
Cablevision Systems
CACI International
Caelum Research Corporation
California Casualty Management
California Dental Association
Cambia Health Solutions
Page 20
CommScope
Community Coffee
Community Health Network
Compressor Controls
Computer Task Group
Computershare
ConnectiCare Capital LLC
Core Laboratories
Corix Utilities
Corizon
Cornell University
Corporate Executive Board
Corrections Corporation of America
Coventry Health Care
Cox Enterprises
Cracker Barrel Old Country Stores
Crate & Barrel
Crowe Horwath
CSIG
Cummins
CUNA Mutual
D&B
Dassault Falcon Jet Corporation
David C. Cook
Dawn Food Products
Dean Foods
Decurion Corporation
Dekalb Regional Healthcare Systems
Del Monte Foods
Delhaize America
Deluxe
DENSO International
Dickstein Shapiro
Diebold
Doherty Employer Services
Dole Foods
Domino's Pizza
Dr Pepper Snapple
Duke Energy
Duke Realty
Duke University & Health System
Dyn McDermott
E A Sween Company
Eaton Corporation
eBay
Education Management
Edward Jones
Edward Lowe Foundation
Page 21
JM Family Enterprises
Jo-Ann Fabric & Craft Stores
Jockey International
John Crane
Johns Hopkins University
Johns Hopkins University - APL
Johnson Controls
Johnson Financial Group
Johnson Outdoors
Joint Commission
Jones Lang LaSalle
Joy Global
Judicial Council of California
Kansas City Southern
Kansas University Endowment Association
Katun Corporation
Kelsey-Seybold Clinic
Kettering University
Kewaunee Scientific Corporation
Keystone Automotive Industries
Keystone Foods
KI, Inc.
KIK Custom Products
Kingston Technology
Klein Tools
Kohl's
Kraft Foods
L.L. Bean
L-3 Communications Integrated Systems
La Macchia Enterprises
Laboratory Corporation of America
Lake Federal Bank
Lake Region Medical
Lancaster General Hospital
Lane Enterprise, Inc.
Lantech.com
Lawson Products
Learning Care Group
Legal & General America
Leggett and Platt
Lehigh University
LG&E and KU Energy
Lieberman Research Worldwide
Lighthouse International
Limited
Little Lady Foods
Livingston International, Inc.
Logic PD
Page 23
Questar
R.R. Donnelley
Ralph Lauren
Rational Energies
REA Magnet Wire Company, Inc.
Recology
Red Wing Shoe Company
Redcats USA
Regency Centers
Regions Financial
Rembrandt
Renaissance Learning
Rexnord Corporation
Rice University
RiceTec, Inc.
Rich Products
Ricoh Americas Corporation
Ricoh Electronics, Inc.
Ridley, Inc./Hubbard Feeds, Inc.
Rite-Hite Holding Corporation
Riviana Foods
Robert Half International
Rockwell Collins
Rollins
RSC Equipment Rental
Ruby Tuesday
Ryland Group
S&C Electric
Safety-Kleen Systems
Sage Publications
Saint-Gobain
Salk Institute
Sally Beauty
Salt River Project
Samaritan Health Services
Samuel Roberts Noble Foundation
San Antonio Water System
Sargent & Lundy LLC
Sauer-Danfoss
Sazerac Company
SCANA
SCF Arizona
Schaumburg Township District Library
Schneider National
Schwan Food
Scientific Research Corporation
Scooter Store
Sealy
Page 25
Swagelok
Sykes Enterprises
Synthes
Taubman Centers
TDS Telecom
Tecolote Research, Inc.
Tele-Consultants
Tenet Healthcare Corporation
Terumo BCT
Texas Industries, Inc.
Texas Mutual Insurance
Thule
TIMET (Titanium Metals Corporation)
TJX Companies
Toro
Total System Services
Transamerica
Travelers
Travis County
Treasure Island Resort & Casino
Tribune
TriHealth
Tri-Met
Trinity Consultants, Inc.
Trinity Health
True Value Company
Tufts Health Plan
Turner Broadcasting
Tyco Fire & Security
Tyndale House Publishers, Inc.
U.S. Bancorp
U.S. Foodservice
UDR
UMB Bank, NA
UMDNJ-University of Medicine & Dentistry
Underwriters Laboratories
United Conveyor Corporation
United HealthCare Group
United Maritime Group
United Natural Foods, Inc.
United States Steel
United Stationers
Universal Lighting Technologies
Universal Studios Orlando
University FCU
University Health System
University of Akron
University of Alabama at Birmingham
Page 26
Page 27
Page 28
Executive Benchmarks,
Career Bands, Career Levels,
Functions and Disciplines
Page 29
Page 30
Career Bands
Summary Descriptions
Summary descriptions of the Career Bands contained in this Survey Report follow.
Supervisory/Management (M) Career Band
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
Progression within the Career Band reflects increasing depth of professional knowledge, project management, and ability to
influence others
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
Performs technical tasks required to support ongoing business operations (e.g., IT administration)
Requires vocational training or the equivalent experience, but typically does not require a university degree
Requires vocational training or the equivalent experience, but does not require a university degree
Page 31
Develops, adapts and executes functional or departmental strategy to achieve key business objectives in area of responsibility
Adapts and executes functional or departmental business plans and contributes to the development of functional or departmental
strategies
Page 32
Manages professional employees and/or supervisors or supervises large, Global Grade 13 Differentiators
complex technical or business support or production operations team(s)
Accountable for the budget, performance and
results of a medium-sized team or multiple small
Is accountable for the performance and results of a team within own
teams
discipline or function
Exercises full management authority, including
Adapts departmental plans and priorities to address resource and
performance reviews, pay decisions, recruitment,
operational challenges
discipline, termination, and other personnel
actions
Decisions are guided by policies, procedures and business plan; receives
guidance from senior manager
Addresses issues with impact beyond own team
based on knowledge of related disciplines
Provides technical guidance to employees, colleagues and/or customers
Global Grade 12 Differentiators
Sets priorities for the team to ensure task completion; coordinates work
activities with other supervisors
Typically does not spend more than 20% of time performing the work
supervised
Page 33
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
Page 34
Represents the level at which career may stabilize for many years or
even until retirement
Requires knowledge and experience in own discipline; still acquiring higher level knowledge and skills
Page 35
Has developed proficiency in a range of processes or procedures through Global Grade 8 Differentiators
job-related training and considerable on-the-job experience
Performs highly complex and varied tasks
Completes a variety of atypical assignments
Typically has specialized external certification
Works within defined processes and procedures or methodologies and
Guides and supports junior team members; may
may help determine the appropriate approach for new assignments
assist in their formal orientation and training
Works with a limited degree of supervision
Global Grade 7 Differentiators
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 clearly defined standard operating procedures and/or scientific methods and adheres to quality guidelines
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Has developed specialized skills or is multi-skilled through job-related training and considerable on-the-job experience
Takes a broad perspective to problems and spots new, less obvious solutions
Has developed knowledge and skills through formal training or considerable work experience
Entry level often for those with work experience in the skill area
Identifies the problem and all relevant issues in straightforward situations, assesses each using standard procedures, and makes
sound decisions
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Has developed expertise, typically through a combination of job-related training and considerable on-the-job experience
Typically acts as a lead, coordinating the work of others but is not a supervisor
Has developed proficiency through job-related training and considerable on-the-job experience
Duties are clearly defined and methods and tasks are described in detail
Page 38
Human Resources
AHR002-EX
AHR060
AHR130
AHR150
AHS
Page 39
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.
Discipline
AHR002-EX
AHR060
Benefits
AHR130
AHR150
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
Develops, implements and administers cost-effective benefits programs, such as pension plans, life, health and
disability insurance
Develops, implements and evaluates training plans and program materials in response to organizational needs
as a generalist or in a combination of disciplines, such as management development, technical or nontechnical
training, or e-learning development
Monitors routine and standardized training programs, assesses results, and implements enhancements as
needed
Conducts training needs assessments and determines requirements for new program development
Conducts ongoing evaluations to ensure effectiveness of programs and recommends modifications as
necessary
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
Function
Code
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.
Discipline
AHS030
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
Page 40
AHR
Human Resources
Page 41
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
ORGS INCS
All Organizations
25th
MEDIAN
75th
ANNUAL SALARY
INC
AVG
($000)
ORG
AVG
($000)
10th
($000)
25th MEDIAN
($000) ($000)
SHORT-TERM INCENTIVE
75th
($000)
90th
($000)
% OF
INCS
RECVG
INC
AVG
PAID
($000)
% OF
ORGS
PAYING
ORG
AVG
PAID
($000)
% OF
ORG
AVG
SAL
Bonus Eligible
Non-Bonus Eligible
All Organizations
199
47
245
260
50
310
906
1,238
931
2,295
2,490
2,355
7,756
9,028
7,767
219.2
198.3
215.8
210.0
182.0
205.2
259.5
240.6
250.3
340.0
292.8
321.7
86.9
4.0
73.5
89.8
123.3
90.1
86.9
4.3
71.4
94.0
123.3
94.3
37.8
Bonus Eligible
Non-Bonus Eligible
All Organizations
64
10
74
81
10
91
300
379
318
475
545
495
800
755
800
179.7
170.9
178.8
176.6
152.3
172.1
216.3
192.4
212.8
240.0
291.8
245.0
95.1
10.0
85.7
56.4
96.9
10.0
85.1
56.9
29.7
59.7
29.7
Bonus Eligible
Non-Bonus Eligible
All Organizations
71
25
95
88
25
113
1,542
1,497
1,542
2,003
1,708
2,003
3,100
3,266
3,100
209.4
204.4
208.3
206.2
200.0
205.4
245.0
253.3
245.0
278.6
293.5
279.7
77.3
4.0
61.1
75.3
79.0
34.5
74.4
78.9
4.0
60.0
77.8
34.5
Bonus Eligible
Non-Bonus Eligible
All Organizations
52
10
62
66
10
76
242.5
199.7
236.9
243.2
158.7
238.3
317.0
263.4
306.9
372.0
353.8
363.0
87.9
103.8
84.6
114.1
42.7
76.3
103.8
71.0
114.1
Bonus Eligible
Non-Bonus Eligible
All Organizations
24
4
28
319.3
318.7
415.1
467.3
92.0
208.7
91.7
302.7
304.3
380.7
460.4
76.7
208.7
78.6
58.7
ORG
AVG
($000)
10th
($000)
25th
($000)
MEDIAN
($000)
75th
($000)
90th
($000)
297.2
203.2
282.0
308.7
198.5
288.1
173.4
125.9
153.6
207.0
150.2
193.6
264.5
182.0
254.0
357.3
240.6
341.6
540.0
296.2
500.3
233.3
194.5
229.1
238.6
194.5
232.7
150.8
107.2
141.0
184.9
135.8
170.0
216.5
152.3
210.9
277.5
192.3
276.6
348.8
504.6
348.8
267.7
204.8
253.8
278.3
204.8
259.9
169.0
118.7
158.9
211.1
168.3
196.5
259.3
200.0
254.0
333.3
257.6
302.6
411.5
293.5
365.9
42.7
333.8
199.7
316.1
352.1
199.7
327.5
202.6
135.4
158.2
244.9
143.9
221.3
319.5
158.8
294.9
461.3
263.4
407.7
578.9
353.8
569.9
203.9
61.0
511.4
503.5
217.8
347.8
513.6
673.8
777.0
203.9
61.0
462.7
460.7
166.8
244.2
474.5
655.3
752.6
37.8
All Manufacturing
All Nonmanufacturing
Financial Services
% ORGS WITH
POSITION
% ORGS WITH
ORG AVG
BONUS
TARGET
TARGET
ELIGIBLE
BONUS
BONUS ($000)
92.3
73.0
93.2
81.2
82.1
59.1
75.0
67.8
79.8
91.6
100.1
91.2
ORG AVG
TARGET
BONUS AS %
OF SALARY
35.8
35.2
36.9
36.3
ORG AVG
PAID THOSE
WITH TARGET
BONUS ($000)
85.5
100.4
107.8
99.6
ORG AVG
BONUS AS %
OF TARGET
BONUS
105.8
102.6
133.5
111.1
Page 42
AHR060 Benefits
ANNUAL SALARY
CAREER BAND AND LEVEL
All Organizations
M1 - Supervisor
M2 - Manager
M3 - Senior Manager
M4 - Group Manager
P1 - Entry
P2 - Intermediate
P3 - Career
P4 - Specialist
P5 - Master
U1 - Entry
U2 - Intermediate
U3 - Senior
U4 - Lead
ORGS
48
181
74
30
85
174
201
78
11
30
92
84
26
INCS
INC AVG
($000)
83
272
128
36
175
384
425
145
13
66
1,072
267
65
66.7
89.2
111.5
141.2
44.6
55.1
67.0
78.6
98.0
33.8
37.5
45.3
47.8
ORG
AVG
($000)
67.1
89.3
114.1
140.1
46.1
54.2
65.8
80.5
96.2
35.2
40.1
45.9
49.8
10th
($000)
50.0
65.1
89.0
98.4
36.1
43.8
51.1
62.0
73.1
27.3
33.0
37.8
37.7
25th
($000)
55.7
78.0
100.0
124.3
40.8
48.0
57.9
73.6
81.6
30.3
36.3
40.6
43.3
MEDIAN
($000)
63.8
88.7
111.6
143.6
46.0
54.0
66.2
80.8
96.9
33.7
39.9
45.0
51.3
75th
($000)
77.3
100.1
128.0
160.3
51.7
59.7
72.6
87.8
100.8
39.8
43.9
50.9
56.2
90th
($000)
88.8
112.8
145.6
170.9
57.5
66.5
81.1
97.9
127.0
45.6
47.5
56.8
63.1
% OF INC AVG % OF
INCS
ORGS
PAID
RECVG
($000) PAYING
41.0
56.6
61.7
77.8
33.7
38.3
48.0
53.1
38.5
36.4
26.8
31.8
20.0
6.3
13.7
22.3
36.4
5.0
4.5
5.5
9.3
19.6
2.4
1.7
2.8
2.9
54.2
61.3
64.9
76.7
35.3
40.2
46.8
48.7
45.5
40.0
35.9
38.1
38.5
ORG
AVG
PAID
($000)
6.8
13.6
22.3
35.3
4.2
3.9
5.4
8.7
19.6
2.7
1.8
2.8
3.3
% OF
ORG
AVG
SAL
9.7
13.9
19.3
23.9
8.9
7.3
7.8
10.6
18.9
4.7
4.0
6.1
7.1
69.3
97.0
125.2
169.5
46.3
56.8
69.6
84.0
108.5
34.7
38.0
46.1
48.4
ORG
AVG
($000)
70.8
97.4
128.4
166.4
47.5
55.8
68.3
84.8
105.1
36.2
40.7
46.9
51.0
10th
($000)
50.8
67.2
91.1
98.4
36.1
44.6
51.2
66.2
73.1
28.3
33.4
38.9
39.2
25th
($000)
56.5
80.4
107.7
139.1
41.4
48.6
59.1
73.7
87.9
30.6
37.1
42.0
44.5
MEDIAN
($000)
67.9
96.8
125.9
165.0
46.7
55.1
68.2
85.8
100.4
33.9
40.8
46.8
51.3
75th
($000)
85.0
113.7
144.0
202.4
52.8
60.7
75.8
92.2
114.1
40.5
44.4
51.6
58.1
90th
($000)
93.0
128.2
162.3
217.3
60.3
68.1
86.4
104.4
153.0
46.1
47.9
57.4
65.0
Page 43
AHR060 Benefits
M1
M2
M3
M4
P1
P2
P3
P4
P5
U1
U2
U3
U4
ORG
AVG
SAL
($000)
ORG
AVG
TOTAL
COMP
($000)
87.6
95.6
6
21
20
11
53.6
57.1
61.6
78.6
56.1
59.1
63.6
83.5
1
6
10
1
41.8
49.9
42.7
50.1
ORGS
4
15
2
ORG
AVG
TOTAL
COMP
($000)
ORG
AVG
SAL
($000)
ORG
AVG
SAL
($000)
ORG
AVG
SAL
($000)
ORG
AVG
TOTAL
COMP
($000)
37.8
40.7
46.9
51.0
38.2
41.3
48.2
53.2
34.0
39.7
43.7
49.5
35.8
40.1
44.7
49.6
ORGS
12
65
21
6
31
59
67
29
1
8
33
29
6
68.8
89.9
113.9
140.0
45.7
53.8
65.9
78.7
Midpoint Analysis
M1
M2
M3
M4
P1
P2
P3
P4
P5
U1
U2
U3
U4
ORGS
44
154
69
24
74
159
173
67
6
26
73
70
20
ORG AVG
MID
($000)
67.7
91.5
111.3
131.6
48.5
56.8
67.3
79.9
107.5
36.6
41.4
46.7
53.9
ORG AVG
COMPARATIO
99.1
97.5
102.6
106.5
95.0
95.5
97.8
100.8
89.5
96.2
96.8
98.4
92.3
M1
M2
M3
M4
P1
P2
P3
P4
P5
U1
U2
U3
U4
72.4
97.0
123.4
154.2
47.0
55.1
68.2
81.9
ORGS
15
64
33
14
28
58
78
25
8
13
34
26
12
% OF ORGS
WITH
POSITION
BONUS
ELIGIBLE
58.3
67.4
77.0
83.3
45.9
49.4
56.2
64.1
63.6
46.7
39.1
45.2
42.3
67.2
88.0
113.9
130.1
43.9
51.4
64.1
80.1
93.6
34.7
39.5
44.9
48.2
ORG
AVG
TOTAL
COMP
($000)
71.2
96.2
129.3
152.9
44.7
52.6
66.4
84.6
101.9
35.8
40.2
45.9
49.6
ORGS
17
39
18
11
20
38
37
13
2
8
19
19
7
66.7
91.3
115.4
152.0
47.3
57.7
71.6
87.1
70.5
101.0
133.0
189.7
49.7
59.9
75.0
92.9
43.8
54.7
64.9
70.0
35.3
36.2
39.8
47.4
54.5
26.7
30.4
28.6
30.8
ORG AVG
BONUS
TARGET
($000)
6.2
11.7
19.7
29.0
3.3
4.0
5.2
7.8
14.5
1.8
1.6
3.1
3.2
ORG AVG
PAID FOR
ORG AVG
THOSE WITH
TARGET AS %
TARGET
OF SALARY BONUS ($000)
8.7
12.4
17.0
20.3
6.9
7.1
7.6
9.3
13.2
4.9
4.1
6.3
5.9
7.4
13.1
22.6
31.7
4.2
4.2
5.1
9.1
16.3
2.0
1.7
3.1
3.1
ORG AVG
BONUS AS %
OF TARGET
BONUS
116.5
105.4
111.4
106.1
127.3
103.5
98.7
114.3
96.5
120.0
107.5
102.7
103.2
Page 44
Description:
Develops, implements and evaluates training plans and program materials in response to organizational needs as a generalist or in a combination of
disciplines, such as management development, technical or nontechnical training, or e-learning development | Monitors routine and standardized training
programs, assesses results, and implements enhancements as needed | Conducts training needs assessments and determines requirements for new program
development | Conducts ongoing evaluations to ensure effectiveness of programs and recommends modifications as necessary
BONUS AND/OR OTHER
CASH COMPENSATION
ANNUAL SALARY
CAREER BAND AND LEVEL
All Organizations
M1 - Supervisor
M2 - Manager
M3 - Senior Manager
M4 - Group Manager
P1 - Entry
P2 - Intermediate
P3 - Career
P4 - Specialist
P5 - Master
U1 - Entry
U2 - Intermediate
U3 - Senior
U4 - Lead
ORGS
56
158
86
32
80
176
206
81
15
23
67
54
21
INCS
INC AVG
($000)
158
411
188
65
551
1,218
1,275
335
50
61
288
145
78
67.2
86.6
108.2
137.3
46.1
56.0
68.9
80.9
106.6
38.9
42.4
49.6
55.1
ORG
AVG
($000)
72.0
89.8
111.7
140.8
47.2
56.8
69.2
80.7
106.8
37.9
42.9
47.6
50.5
10th
($000)
51.9
68.4
85.4
111.6
39.0
44.0
56.0
59.9
85.1
30.8
33.7
35.3
40.8
25th
($000)
59.5
77.6
96.4
120.3
41.8
50.6
60.8
71.0
92.5
34.5
37.5
41.6
44.5
MEDIAN
($000)
69.4
88.1
107.8
134.4
46.1
56.9
69.4
81.8
101.2
37.5
43.5
48.4
49.1
75th
($000)
82.3
100.0
128.5
164.1
52.5
62.6
77.7
90.7
129.4
41.7
48.3
53.0
54.0
90th
($000)
97.9
113.2
142.1
171.2
57.5
68.6
83.7
96.2
141.4
44.6
51.8
59.0
63.7
% OF INC AVG % OF
INCS
ORGS
PAID
RECVG
($000) PAYING
38.0
58.6
55.1
59.4
57.2
49.2
54.5
49.6
50.0
22.6
50.0
53.1
51.4
7.9
9.6
16.3
28.8
2.4
4.0
5.8
9.4
11.3
2.0
2.5
3.5
4.4
42.9
62.7
69.8
71.9
48.8
43.8
51.0
53.1
80.0
39.1
40.3
53.7
76.2
ORG
AVG
PAID
($000)
6.6
11.0
15.7
29.7
2.8
3.7
5.7
10.7
9.6
2.2
2.2
2.6
2.8
% OF
ORG
AVG
SAL
9.7
12.5
13.9
21.1
6.3
6.5
7.8
13.2
10.8
5.7
5.2
5.3
5.6
70.2
92.2
117.2
154.4
47.5
57.9
72.0
85.9
112.8
39.7
43.6
51.5
57.6
ORG
AVG
($000)
74.7
96.5
122.3
161.8
48.5
58.4
71.9
86.2
114.4
38.6
43.7
48.9
52.4
10th
($000)
51.9
70.8
92.1
111.6
39.7
45.5
56.0
61.6
89.1
31.7
34.1
35.4
42.6
25th
($000)
60.8
80.9
104.0
130.1
42.8
51.6
63.0
71.8
96.0
35.1
38.0
42.6
46.1
MEDIAN
($000)
71.6
95.8
119.9
157.9
48.1
59.0
72.4
85.1
115.6
37.5
43.6
50.0
50.9
75th
($000)
87.1
111.4
138.1
198.1
53.9
64.3
80.3
99.8
129.7
42.8
49.5
55.2
56.3
90th
($000)
98.3
121.4
159.2
217.5
59.3
70.7
89.3
112.3
143.7
45.8
52.4
59.1
67.5
Page 45
M1
M2
M3
M4
P1
P2
P3
P4
P5
U1
U2
U3
U4
ORGS
3
16
10
2
3
19
21
12
1
5
2
1
ORG
AVG
SAL
($000)
ORG
AVG
TOTAL
COMP
($000)
87.3
112.9
91.2
122.3
57.3
70.1
83.2
59.0
73.3
88.6
42.5
42.9
ORG
AVG
TOTAL
COMP
($000)
ORG
AVG
SAL
($000)
ORG
AVG
SAL
($000)
ORG
AVG
TOTAL
COMP
($000)
36.8
43.1
49.1
49.2
37.4
43.6
50.2
50.9
39.6
42.6
43.9
55.6
40.1
43.8
45.7
58.6
ORGS
21
53
30
9
21
54
84
27
6
10
22
18
3
75.4
91.5
109.0
126.6
47.5
56.8
70.1
80.1
109.9
37.8
43.1
49.1
Midpoint Analysis
M1
M2
M3
M4
P1
P2
P3
P4
P5
U1
U2
U3
U4
ORGS
50
143
70
26
66
157
181
72
11
20
55
42
20
ORG AVG
MID
($000)
73.9
90.2
112.0
134.3
50.5
58.2
70.2
81.4
105.1
40.3
43.1
47.4
52.7
ORG AVG
COMPARATIO
97.4
99.6
99.7
104.9
93.6
97.6
98.6
99.2
101.6
94.2
99.5
100.5
95.9
M1
M2
M3
M4
P1
P2
P3
P4
P5
U1
U2
U3
U4
ORG
AVG
TOTAL
COMP
($000)
77.5
99.6
117.1
140.1
48.5
58.3
72.8
85.2
117.7
38.5
44.0
50.5
ORGS
15
57
24
12
36
62
64
27
4
7
23
20
12
% OF ORGS
WITH
POSITION
BONUS
ELIGIBLE
46.4
68.4
80.2
78.1
53.8
50.6
58.7
60.5
86.7
43.5
46.3
55.6
81.0
67.0
89.2
115.0
150.3
48.5
56.7
67.4
79.7
70.7
94.7
126.3
173.0
49.9
58.1
69.2
85.4
ORGS
17
32
22
10
20
42
38
15
4
6
17
14
5
73.1
89.2
111.2
143.3
44.4
56.8
70.1
81.6
75.9
97.0
124.9
171.7
45.7
58.6
73.8
87.5
26.8
55.7
55.8
71.9
40.0
36.9
43.7
45.7
66.7
17.4
26.9
46.3
57.1
ORG AVG
BONUS
TARGET
($000)
7.5
11.5
20.0
31.0
2.7
3.8
5.7
9.1
13.2
1.9
2.8
2.9
3.9
ORG AVG
PAID FOR
ORG AVG
THOSE WITH
TARGET AS %
TARGET
OF SALARY BONUS ($000)
9.7
12.6
17.1
21.2
5.8
6.6
8.0
10.6
12.9
4.8
6.0
5.8
6.8
7.4
11.4
17.3
31.1
3.1
3.9
5.6
10.7
12.5
2.2
2.6
2.8
3.1
ORG AVG
BONUS AS %
OF TARGET
BONUS
102.7
98.1
88.6
99.5
114.2
108.1
97.3
111.4
86.5
115.1
107.3
102.3
88.7
Page 46
Description:
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
BONUS AND/OR OTHER
CASH COMPENSATION
ANNUAL SALARY
CAREER BAND AND LEVEL
All Organizations
M1 - Supervisor
M2 - Manager
M3 - Senior Manager
M4 - Group Manager
P1 - Entry
P2 - Intermediate
P3 - Career
P4 - Specialist
P5 - Master
U1 - Entry
U2 - Intermediate
U3 - Senior
U4 - Lead
ORGS
39
105
55
15
56
118
153
66
8
22
53
37
11
INCS
INC AVG
($000)
50
158
126
15
107
228
328
118
12
61
110
86
27
71.7
98.4
110.4
143.5
47.5
59.3
73.3
84.0
95.6
35.6
41.0
44.8
50.2
ORG
AVG
($000)
73.0
100.1
118.1
143.5
47.8
58.5
71.8
83.0
94.1
37.1
42.1
45.7
50.6
10th
($000)
54.1
77.3
92.5
105.6
36.6
46.7
55.4
59.5
29.5
34.0
36.0
39.8
25th
($000)
62.1
86.0
102.0
119.9
44.0
51.7
62.6
70.5
84.8
30.8
36.9
41.1
43.1
MEDIAN
($000)
72.4
101.2
116.1
138.0
47.9
57.5
71.9
85.0
96.4
35.9
41.4
45.6
47.5
75th
($000)
81.1
113.4
132.2
168.5
52.4
65.2
81.4
95.8
103.1
40.9
46.8
49.8
56.8
90th
($000)
97.0
120.2
148.4
184.6
56.6
70.5
86.1
103.3
49.4
52.5
55.7
64.3
% OF INC AVG % OF
ORGS
INCS
PAID
RECVG
($000) PAYING
56.0
70.3
61.3
80.0
29.0
36.4
41.5
55.9
50.0
22.7
30.0
26.9
25.9
7.3
11.9
23.5
31.4
4.0
4.8
6.9
10.3
12.3
1.8
1.5
2.4
2.9
53.8
63.8
74.5
80.0
37.5
40.7
48.4
56.1
50.0
36.4
30.2
27.0
27.3
ORG
AVG
PAID
($000)
7.1
13.4
21.8
31.4
3.1
4.5
6.3
8.8
12.3
1.9
1.5
2.6
2.9
% OF
ORG
AVG
SAL
9.0
13.3
18.1
21.9
5.9
7.7
8.6
10.7
14.7
5.2
3.7
5.5
5.7
75.8
106.8
124.8
168.6
48.7
61.1
76.1
89.8
102.9
36.0
41.5
45.5
51.1
ORG
AVG
($000)
76.6
108.6
134.4
168.6
48.9
60.3
74.7
87.9
100.2
37.8
42.5
46.3
51.4
10th
($000)
55.6
79.9
95.8
105.6
36.6
47.4
55.6
61.5
29.7
34.4
36.0
39.8
25th
($000)
62.7
90.1
114.0
136.9
44.3
52.0
63.5
75.9
85.4
31.7
37.0
42.2
43.2
MEDIAN
($000)
74.6
111.1
127.5
155.6
47.9
59.7
74.3
89.6
96.4
36.2
42.5
45.6
52.4
75th
($000)
88.5
124.1
154.5
201.3
53.4
67.3
84.7
102.0
116.2
42.8
47.3
51.9
57.8
90th
($000)
105.0
135.3
183.7
248.0
60.1
75.3
91.4
111.5
51.4
54.5
56.3
65.6
Page 47
M1
M2
M3
M4
P1
P2
P3
P4
P5
U1
U2
U3
U4
ORG
AVG
SAL
($000)
ORG
AVG
TOTAL
COMP
($000)
104.8
117.0
2
9
13
5
3
53.6
67.0
74.4
54.8
70.8
79.8
3
5
1
45.1
ORGS
2
7
45.6
ORG
AVG
TOTAL
COMP
($000)
ORG
AVG
TOTAL
COMP
($000)
ORG
AVG
SAL
($000)
ORG
AVG
SAL
($000)
ORG
AVG
TOTAL
COMP
($000)
45.7
59.6
72.2
77.1
46.6
61.6
74.4
80.7
41.8
44.3
44.8
42.6
44.5
45.4
34.9
39.8
47.1
49.9
35.3
40.1
47.5
50.7
44.6
44.3
45.6
46.1
ORGS
11
31
13
3
17
37
53
19
1
7
14
12
2
79.0
98.9
121.3
Midpoint Analysis
M1
M2
M3
M4
P1
P2
P3
P4
P5
U1
U2
U3
U4
ORGS
35
90
49
14
48
103
134
54
5
20
48
33
9
ORG AVG
MID
($000)
77.0
97.0
114.5
137.7
49.8
60.8
71.5
83.3
95.9
39.5
43.0
46.8
52.4
ORG AVG
COMPARATIO
94.7
103.2
103.1
104.2
95.9
96.3
100.3
99.7
98.1
94.0
97.9
97.6
96.6
M1
M2
M3
M4
P1
P2
P3
P4
P5
U1
U2
U3
U4
79.9
105.8
137.3
ORGS
18
43
24
5
22
44
57
23
2
11
27
14
5
% OF ORGS
WITH
POSITION
BONUS
ELIGIBLE
56.4
71.4
85.5
80.0
41.1
47.5
56.9
60.6
50.0
45.5
37.7
35.1
45.5
68.4
98.9
114.2
134.0
47.5
57.9
70.8
84.6
72.8
106.9
126.3
162.2
48.6
59.3
74.1
89.8
ORGS
8
24
18
7
15
28
31
19
2
4
9
6
3
70.3
102.1
121.0
156.0
50.6
59.7
75.0
89.4
76.6
112.9
143.0
187.1
52.0
61.8
78.1
94.8
38.5
55.2
67.3
66.7
30.4
33.9
41.8
39.4
37.5
27.3
26.4
29.7
36.4
ORG AVG
BONUS
TARGET
($000)
7.7
13.1
21.1
30.7
3.0
4.4
6.2
8.8
13.8
1.7
1.5
2.3
3.4
ORG AVG
PAID FOR
ORG AVG
THOSE WITH
TARGET AS %
TARGET
OF SALARY BONUS ($000)
10.1
12.6
17.3
20.9
6.0
7.5
8.3
10.2
13.0
4.7
3.6
5.2
7.0
8.3
14.2
22.1
32.7
3.1
4.7
6.8
9.3
15.7
2.2
1.8
2.6
2.9
ORG AVG
BONUS AS %
OF TARGET
BONUS
99.4
107.0
106.9
95.4
113.6
106.9
103.6
110.4
115.9
136.5
112.9
128.1
90.9
Page 48
AHS
Environmental Health and Safety
Page 49
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
BONUS AND/OR OTHER
CASH COMPENSATION
ANNUAL SALARY
CAREER BAND AND LEVEL
All Organizations
M1 - Supervisor
M2 - Manager
M3 - Senior Manager
M4 - Group Manager
P1 - Entry
P2 - Intermediate
P3 - Career
P4 - Specialist
T1 - Entry
T2 - Intermediate
T3 - Senior
T4 - Lead
ORGS
18
38
18
6
19
33
34
12
5
15
12
6
INCS
INC AVG
($000)
52
117
51
9
33
102
91
32
7
169
26
23
69.2
87.1
113.0
111.7
50.7
61.4
72.2
89.8
41.2
39.9
56.4
57.1
ORG
AVG
($000)
67.1
91.3
112.3
116.7
48.3
60.4
73.6
88.7
41.2
44.1
54.8
57.9
10th
($000)
45.4
68.7
85.5
29.7
49.3
55.5
61.4
35.0
45.6
25th
($000)
51.6
75.4
95.1
100.0
38.5
52.5
65.2
71.5
34.8
39.3
47.8
54.5
MEDIAN
($000)
67.2
93.0
114.9
119.8
47.7
60.6
71.9
91.7
36.0
45.1
54.9
58.1
75th
($000)
82.3
105.2
126.9
134.3
56.0
68.2
84.6
101.1
50.1
50.3
61.8
60.3
90th
($000)
90.8
111.7
133.2
63.5
72.6
90.8
116.1
52.2
66.0
% OF INC AVG % OF
ORGS
INCS
PAID
RECVG
($000) PAYING
38.5
45.3
65.2
44.4
15.6
28.4
44.0
43.8
28.6
15.4
34.6
13.0
6.8
15.9
30.4
19.8
2.1
6.7
7.8
10.9
2.7
3.4
4.5
44.4
57.9
72.2
50.0
26.3
30.3
38.2
16.7
40.0
40.0
8.3
50.0
ORG
AVG
PAID
($000)
% OF
ORG
AVG
SAL
6.3
13.9
25.9
19.8
2.1
5.1
8.2
10.9
2.7
3.3
8.2
13.5
21.1
15.9
3.7
8.5
11.1
11.2
7.5
7.4
4.5
10.8
71.9
94.3
137.0
120.7
51.0
63.5
75.6
94.0
42.2
40.5
57.1
58.1
ORG
AVG
($000)
69.6
99.2
130.6
126.6
48.9
61.9
76.7
90.5
42.2
45.4
55.0
60.0
10th
($000)
45.4
69.5
94.2
29.8
49.3
61.1
61.5
35.0
45.6
25th
($000)
51.8
79.9
117.6
100.0
38.5
53.4
65.2
71.5
35.5
40.2
47.8
54.9
MEDIAN
($000)
67.4
96.4
131.8
132.5
47.7
63.2
74.9
95.0
39.9
47.3
54.9
58.8
75th
($000)
90.0
119.4
142.4
154.9
56.0
72.0
89.2
104.3
50.1
50.3
63.0
66.6
90th
($000)
98.1
128.2
177.1
63.6
74.0
94.6
117.9
52.2
66.5
Page 50
M1
M2
M3
M4
P1
P2
P3
P4
T1
T2
T3
T4
ORGS
4
5
ORG
AVG
SAL
($000)
ORG
AVG
TOTAL
COMP
($000)
94.1
101.6
1
1
3
1
1
2
1
ORG
AVG
TOTAL
COMP
($000)
ORG
AVG
SAL
($000)
ORG
AVG
SAL
($000)
ORG
AVG
SAL
($000)
ORG
AVG
TOTAL
COMP
($000)
92.6
101.1
94.9
116.3
101.6
137.8
45.9
58.8
72.1
46.4
59.4
75.9
62.1
78.3
62.1
79.9
ORGS
2
12
3
2
5
14
13
2
1
3
4
2
Midpoint Analysis
M1
M2
M3
M4
P1
P2
P3
P4
T1
T2
T3
T4
ORGS
14
32
15
5
15
24
30
8
5
13
11
6
ORG AVG
MID
($000)
70.4
89.8
112.7
122.8
52.7
59.4
70.9
87.6
43.6
46.4
55.9
60.5
ORG AVG
COMPARATIO
95.4
101.6
99.7
95.1
91.7
101.6
103.9
101.3
94.4
95.2
98.1
95.7
M1
M2
M3
M4
P1
P2
P3
P4
T1
T2
T3
T4
ORGS
9
15
9
3
9
12
13
7
2
9
4
1
% OF ORGS
WITH
POSITION
BONUS
ELIGIBLE
55.6
63.2
77.8
50.0
36.8
42.4
50.0
33.3
40.0
46.7
41.7
50.0
69.6
87.8
114.6
ORG
AVG
TOTAL
COMP
($000)
72.8
95.9
133.7
51.0
61.1
72.3
88.5
51.8
64.6
76.0
91.6
44.4
45.5
ORGS
3
6
6
1
4
6
5
2
2
2
2
2
44.4
57.9
61.1
50.0
31.6
33.3
29.4
16.7
40.0
33.3
16.7
16.7
ORG AVG
BONUS
TARGET
($000)
7.1
15.2
22.5
19.1
2.2
4.1
8.1
8.4
2.0
3.4
2.5
ORG AVG
PAID FOR
ORG AVG
THOSE WITH
TARGET AS %
TARGET
OF SALARY BONUS ($000)
9.5
15.5
20.4
15.6
4.2
7.0
11.0
8.6
5.5
7.6
4.3
6.9
13.0
22.8
19.8
2.1
5.3
7.9
10.9
2.7
3.7
ORG AVG
BONUS AS %
OF TARGET
BONUS
85.1
91.7
101.1
102.3
93.5
121.8
96.0
125.3
130.0
117.5
Page 51
Page 52
Glossary of Terms
Page 53
Glossary of Terms
Towers Watson Data Services survey reports present compensation information on all segments of the
workforce. 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 in reports,
some of the terms and scope factors contained in this Glossary do not appear in every report.
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.
Annual Discretionary Bonus Amount: The annual amount of variable or discretionary payments other than
Annual Performance Bonus/Short-Term Incentive amounts. 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.
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).
Assets: Total year-end assets for the most recent fiscal year.
Average Bonus as a Percent of Target Bonus: The average bonus paid by those organizations with target
bonuses expressed as a percent of the average target bonus.
Career Band and Level: The appropriate Career Band and Career Level for the incumbent.
M5
M4
M3
M2
M1
Supervisory/
Management
Senior Group
Manager
Group Manager
Senior Manager
Manager
Supervisor
P6
P5
P4
P3
P2
P1
Professional
Renowned Expert
Master
Specialist
Career
Intermediate
Entry
Customer/
Client Management
and Sales
S6 Elite Expert
S5 Senior Expert
S4 Expert
S3 Career
S2 Intermediate
S1 Entry
Technical
Support
T4
T3
T2
T1
Lead
Senior
Intermediate
Entry
Business
Support
U4
U3
U2
U1
Lead
Senior
Intermediate
Entry
Production/
Operations
W4
W3
W2
W1
Lead
Senior
Intermediate
Entry
Compa-Ratio: Current base salary divided by the salary range midpoint for each employee reported with both
base salary and midpoint. The calculation is then averaged for all employees.
Page 54
Glossary of Terms
Corporate Reporting Level: Number of levels the incumbent is from the Board of Directors.
Exempt/Nonexempt: Incumbent's FLSA (Fair Labor Standards Act) status (i.e., whether the incumbent is
exempt from overtime according to FLSA regulations or nonexempt).
FTE Employees: The number of full-time equivalent (FTE) employees plus part-time employees converted to
full-time equivalents for the organization.
To convert part-timers to FTEs, sum all part-time hours and divide by baseline annual hours
(e.g., 40 weekly hours X 52 weeks = 2,080 annual hours). Add this to the number of full-time employees to
calculate the total number of FTE employees.
Full Value Chain of Activities: The extent to which the organization maintains end-to-end control of the
business, including design, creation, sale and support of products and/or services.
For a parent organization, this means that all of these activities are fulfilled through internal means,
without involvement from third party organizations. Key functions such as design, manufacturing, sales and
customer operations are not outsourced or contracted to third party organizations/independent agents.
For a subordinate entity, this means that the organization does not rely on the parent or another business
unit to design, manufacture or market its products/services (i.e., is independent).
Geographic Responsibility: Scope of geographic responsibility of the executive incumbent's role.
International (all business outside of the home country of the parent company)
Multicountry (e.g., United States and Mexico, Southeast Asia or Benelux)
Single country
Single Region (e.g., Asia/Pacific, Latin America, Europe)
Worldwide (global or multiregion)
Page 55
Glossary of Terms
Long-Term Incentive Grant: Any type of capital accumulation plan by which shares or cash can be earned
over a period of years, such as Stock Options, Restricted Stock/Stock Units, Performance Plan Awards or Stock
Appreciation Rights.
Long-Term Incentive Plan Type:
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.
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.
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 multiyear period (usually three years).
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.
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.
Accounting Value of Awards (ASC 718 [formerly FAS 123(R)], IFRS2 or other): For each stock option,
restricted stock, or other award, the accounting value as it has been or will be determined for financial
reporting and/or disclosure purposes.
Values reflect the grant date accounting value per unit of the award (e.g., $12.13 for a single stock
option) and do not include any adjustments for actual or expected award forfeitures. Awards which
result in specified cash payments at the conclusion of the performance or vesting period are based on
the expected payout value of the award.
Grant Date: Date the grant was made.
Grant Price Currency: The currency for the grant price reported. For example, USD for U.S. Dollars, CAD
for Canadian Dollars, EUR for Euros, CHF for Swiss Francs and GBP for Pounds Sterling.
Grant Price Per Share/Unit: Price of the share or unit at the time of the grant.
Number of Shares/Units Granted: The number of options, shares or units granted.
Page 56
Glossary of Terms
Main Salary Review Date: Effective date of the main salary review for fixed/focal reviews.
Net Income: Total net operating income (after taxes) for the most recent fiscal year.
Number of Employees Supervised: Number of employees supervised by the incumbent both directly and
indirectly.
Number of Incumbents (Incs): The total number of incumbents included in the corresponding statistic.
Number of Organizations (Orgs): The total number of organizations included in the corresponding statistic.
Organization Unit: Segment of the organization in which the incumbent has primary responsibility.
Corporate: Responsibilities that span the entire organization.
Noncorporate: Responsibilities limited to a segment of the organization (e.g., subsidiary, division, business
unit).
Group: A unit consisting of multiple profit centers. The unit may be accountable to the CEO or COO of the
corporation or may be a multi-profit center subgroup accountable to another multi-profit center.
Division: A single profit center that is the smallest organization level that has profit-and-loss responsibility
and has a full complement of both line (e.g., sales, manufacturing, operations) and staff (e.g., human
resources, finance) functions.
Sales: Designates the organization unit for Regional Field Sales Executives (CSD005-EX), Global Account
Management Executive (CAM020-EX), and National/Global Accounts Executive (CAM010-EX).
Plant: A budget or cost center where the primary function is manufacturing but may also have staff
functions such as accounting and human resources.
Percent of Incumbents Receiving: The percent of incumbents for which compensation data are reported who
actually received bonus and/or other cash compensation
Percent of Organization Average Salary: The percent of average salary represented by the bonus and/or
other cash compensation for those employees who received a payment.
Percent of Organizations Paying: The percent of organizations that paid Annual Performance Bonus/ShortTerm Incentive or Annual Discretionary Bonus compensation.
Page 57
Glossary of Terms
Percentiles, Median and Quartiles: A value identified by its position in an array, below which the data falls.
10th Percentile: The value in an array below which falls 10% of the sample and above which lies 90% of
the sample. Together with the 90th percentile, a range of data can be identified that eliminates extremes in
the sample and provides a more realistic dispersion of data.
25th Percentile (First Quartile): The value in an array below which falls 25% of the sample. Seventy-five
percent, or three-fourths, of the values in the sample are greater in magnitude than the 25th percentile
value.
50th Percentile (Median): The value in the middle of an odd numbered array of data when the values are
ordered by magnitude. Half of the values in the sample fall above this number and half fall below it. When
the array contains an even number of values, the median is midway between the central values.
75th Percentile (Third Quartile): The value in an array below which falls 75% of the sample. Twenty-five
percent, or one-fourth, of the values in the sample are greater in magnitude than the 75th percentile value.
90th Percentile: The value in an array below which falls 90% of a sample and above which lies 10% of the
sample. Together with the 10th percentile, a range of data can be identified that eliminates extremes in the
sample and provides a more realistic dispersion of data.
Revenue: Total revenue for the organization for the most recent fiscal year.
Salary Range: A formal range of salaries that establishes the lowest and highest salary an organization is
willing to pay for a given job.
Minimum: The bottom value in an established salary range, representing the lowest salary at which an
employee in the position could be paid.
Midpoint: The middle value in an established salary range, representing the salary midway between the
established minimum and maximum.
Maximum: The top value in an established salary range, representing the highest salary at which an
employee in the position could be paid.
Scope Grouping: A display of compensation data arrayed in either a discrete or overlapping group based on,
for example, annual sales, total assets (financial services organizations), operating revenue and total full-time
equivalent (FTE) employment (not-for-profit organizations). Compensation information in each grouping
represents the data for only those companies within each grouping parameter, allowing for an analysis of the
impact of the organizational size measure on compensation.
Target Performance Bonus/Short-Term Incentive Percent of Base Salary: The target annual
performance/short-term incentive as a percent of the current annual base salary
Target Total Cash Compensation: The sum of annual base salary, target bonus/STI amount target sales
incentive.
Target Total Direct Compensation: The sum of total target cash compensation and Long-Term Incentive.
Page 58
Glossary of Terms
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.
Type of Salary Review: The type of salary review.
Fixed/Focal: All employees are reviewed on the same date.
Multiple: Different review dates depending on category of employee.
Rolling: Review on anniversary of start date.
Union/Nonunion: Incumbent's union membership status.
Unit Size: Total revenue (in whole numbers) for which the executive incumbent is responsible.
Page 59
Page 60