2014 CSR Human Resources Compensation Survey Report - U.S. · 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Introduction Overview of Report Sections

2014 CSR Human Resources CompensationSurvey Report - U.S.Total Cash Compensation

Data in Effect: February 1, 2014

General Industry

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2014 CSR General Industry Human Resources Compensation Survey Report - U.S.

Table of Contents Introduction ..................................................................................................................... 5 About this Report ............................................................................................................ 5 Changes in 2014 ............................................................................................................ 5 Overview of Report Sections .......................................................................................... 6 Contact Us ...................................................................................................................... 6 Participating Organizations ...................................................................................... 7 Participant List ................................................................................................................ 8 Participant Characteristics .............................................................................................. 15 Key Economic Data ...................................................................................................... 17 Salary Budget and Economic Data ................................................................................ 18 Statistical Methodology .............................................................................................. 19 Data Review ................................................................................................................... 20 Data Confidentiality ........................................................................................................ 20 Incumbent and Organization-Weighted Statistics .......................................................... 20 Composition of Total Compensation .............................................................................. 21 Descriptive Statistics ...................................................................................................... 22 Survey Job Matching Methodology ...................................................................... 23 Survey Methodology ....................................................................................................... 24 Matching Top Management Jobs ................................................................................... 25 Matching Nonexecutive Jobs ......................................................................................... 25 Executive Career Bands, Career Levels, Functions and Disciplines ..... 29 Career Band Summary Descriptions .............................................................................. 31 Career Level General Profiles ........................................................................................ 32 Functions and Disciplines Listing ................................................................................... 40 Functions and Disciplines Definitions ............................................................................. 41 Glossary of Terms ........................................................................................................ 43 Compensation Data Code Function AHR Human Resources ............................................................................................... 47 AHR002-EX Top Human Resources Executive (without Labor Relations) ........ 48 AHR060 Benefits .......................................................................................... 49 AHR130 Employee Development/Training Generalist/Multidiscipline .......... 51 AHR150 Human Resources Information Systems (HRIS) ........................... 53 AHS Environmental Health and Safety ...................................................................... 55 AHS030 Health and Safety ........................................................................... 56

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Introduction Towers Watson Data Services is pleased to present the 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. This report is based on the responses of 657 organizations reporting data on 38,506 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 2014 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 2014 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.


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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



Participating Organizations Participant List AAA Life Insurance BlueCross BlueShield of Arizona Abbott Laboratories BlueCross BlueShield of Florida Accident Fund Insurance BlueCross BlueShield of Louisiana ACGME BlueCross BlueShield of North Carolina Acuity BlueCross BlueShield of South Carolina Advocate Health Care BlueCross BlueShield of Tennessee AgFirst BlueCross of Idaho AGL Resources BlueCross of Northeastern Pennsylvania Agropur, Coopérative agro-alimentaire Bluegreen Corporation AgStar Financial Services BMW Manufacturing Corporation AICPA Board of Pensions AIG Boddie-Noell Enterprises, Inc. Air Products and Chemicals Body Shop International Alfa Laval, Inc. Bosch Packaging Services Allconnect Boston University Alliant Energy Boyd Gaming Alpha Packaging Boy Scouts of America Altria Group Bradley Alyeska Pipeline Service Brickman Group Amcor Rigid Plastics USA Bridgepoint Education American Cancer Society, Inc. Bridgestone Americas American Commercial Lines Bristow Group American Enterprise Brookdale Senior Living American Heart Association Brookhaven National Laboratory American University Brotherhood Mutual Insurance Ames True Temper Brownells, Inc. Amica Mutual Insurance Brown-Forman Andersen Corporation Bryant University Asahi Kasei Plastics NA, Inc. Build-A-Bear Workshop Asbury Communities, Inc. Burgess & Niple ASCO - Valve Buxton Company ASRC Federal Holding Company Cablevision Systems A-T Solutions, Inc. CACI International Aurora Healthcare Caelum Research Corporation Auto Club Group California Casualty Management Automobile Club of Southern California California Dental Association Axcess Financial Services, Inc. Cambia Health Solutions Axiom Law Camcraft Bain & Company Canon Virginia, Inc. Baker Corporation Capital Group Companies Bar Plan Mutual Insurance Company CareFirst BlueCross BlueShield Baylor College of Medicine Carestream Health Baylor Health Care System Caribou Coffee BBA Aviation Carlson B Braun Medical CarMax Bemis Manufacturing Company Carolinas HealthCare System Beneficial Bank CDM Smith Big Heart Pet Brands CDS Global Bi-Lo Holdings LLC CEMEX, Inc. Black Hills CentraState Healthcare System



Participating Organizations Participant List (continued) CEVA Logistics CTI BioPharma CF Industries CUNA Mutual Chamberlain Group, Inc. Daymon Worldwide Chelan County Public Utility District D&B Chicago Transit Authority Deceuninck Children's Healthcare of Atlanta Decurion Children's Hospital & Clinics of Minnesota Delaware North Chipotle Mexican Grill Delhaize America CHS DENSO International Chuck Latham Associates Denver Water Chumash Employee Resource Center DePaul University Church Mutual Insurance Company Dickstein Shapiro Church of Jesus Christ of Latter-day Saints Diebold Cincinnati Children's Hospital Medical Center Diesel Forward Citizens Energy Group Digital River City of Chicago DIRECTV Group City of Garland Doctors Company City of Greensboro Doherty Employer Services City of Hope National Medical Center Dole Foods City of Houston Doyon Limited City of Las Vegas DSW City of Philadelphia Duke Realty Cleco Duquesne Light CNH Industrial Dwyer Instruments CNL Financial Group E A Sween Company Coca-Cola Bottling Eclipse, Inc. Coca-Cola Refreshments Ecova College of DuPage Education Management College of Saint Benedict/Saint John's University Edward Jones Collin County EGS Global Solutions Colonial Pipeline Company Electric Power Research Institute Colonial Williamsburg Foundation Elizabeth Arden Colorado Springs Utilities Elkay Manufacturing Colsa EMCOR Group Comcast Cable Communications Emerson Electric CommScope Emory University Community Coffee Employers Association Community Health Network Employers Mutual Casualty Company Community Preservation Corporation Energy Future Holdings Computer Task Group Energy Solutions ConnectiCare Capital LLC EnerNOC Copper Point Environmental Chemical Corporation Corinthian Colleges Erickson Retirement Communities Cornell University Erie Insurance Corrections Corporation of America Ernst & Young Cosmopolitan of Las Vegas ESCO Technologies Cox Enterprises Etnyre International Limited Crate & Barrel Exide Technologies CSL International Limited Farm Credit Bank of Texas CST Brands Farm Credit Foundations CTB, Inc. Farm Credit Mid-America



Participating Organizations Participant List (continued) Federal Reserve Bank of Atlanta Harris Health System Federal Reserve Bank of Boston Harsco Federal Reserve Bank of Chicago Harvey Industries Federal Reserve Bank of Dallas Hayward Industries, Inc. Federal Reserve Bank of Minneapolis Hazelden Foundation Federal Reserve Bank of Philadelphia HDR, Inc. Federal Reserve Bank of St. Louis H.D.Vest Financial Services Federal Reserve Board Health First, Inc. FedEx Express Health Net Fermi National Accelerator Laboratory H.E. Butt Grocery Ferro Corporation Hendrickson First Citizens Bank Henry Ford Health Systems First Interstate Bank Hercules Offshore First Solar Hershey Entertainment & Resort FleetPride, Inc. Hi-Crush Proppants Fleetwood Group High Industries, Inc. Flexcon Company, Inc. Highlights for Children Flexible Steel Lacing Hillenbrand, Inc. Fluor Federal Petroleum Operations Hitachi Computer Products Fortune Brands Home & Security HNI FOSS HNTB Freeman Dallas Holcim Freeport-McMoRan Copper & Gold Hormel Foods Froedtert Health Hu-Friedy Manufacturing Company, Inc. Gannett Hunter Industries GEICO Huntington Memorial Hospital General Dynamics Information Technology Hunton and Williams Genesis Energy Husky Injection Molding Systems Gentiva Health Services Hyland Software Georg Fischer Signet Hypertherm, Inc. Georgia Institute of Technology ICF International Giant Eagle ICW Group Girl Scouts of the USA IDEX Corporation GKN IDEXX Laboratories G&K Services II-VI Glazer's Distributors Indiana Farm Bureau Insurance GOJO Industries Ingram Industries Gold Eagle Insperity Goodman Manufacturing Institute for Defense Analyses Graco Institute of Electrical & Electronic Engineers (IEEE) Grande Cheese Integra Lifesciences Corporation Great American Insurance INTEGRIS Health Greenheck Fan Corporation Intermountain Healthcare GreenStone International Electric Supply Grow Financial Federal Credit Union International Paper GROWMARK Interstate Batteries Systems GTECH Intertape Polymer Corporation GuideStone Financial Resources Invacare Corporation Habitat for Humanity International Invensys Controls Harman inVentiv Health Harrisburg Area Community College Ion Beam Applications



Participating Organizations Participant List (continued) Iron Mountain Lutron Electronics Irvine Malco Products, Inc. Itochu International M. A. Mortenson Company Ivoclar Vivadent Manpower Jacobs Technology ManTech International Jarden MAPFRE USA Jefferson Science Associates Maricopa County Office of Management & Budget Jo-Ann Fabric & Craft Stores Maricopa Integrated Health System Johns Hopkins University Marshfield Clinic Johns Hopkins University - APL Mars Incorporated Johnson Controls Maschhoffs Johnson Outdoors MasterBrand Cabinets, Inc. Joint Commission Master Lock/Waterloo Jones Lang LaSalle Maxwell Technologies J.R. Simplot MAXX Properties Judicial Council of California Mayo Clinic Kansas City Southern McCain Foods USA Keihin North America McDonald's Kelsey-Seybold Clinic McGladrey LLP K. Hovnanian Companies Medical Center of Central Georgia KI, Inc. Medical College of Wisconsin Kindred Healthcare Medical Group Management Association Kohl's Medical Mutual of Ohio Laboratory Corporation of America Memorial Hermann Healthcare System Lake Federal Bank Meridian Health Lake Region Medical Merrill Lancaster General Hospital Metagenics Land O'Frost Methodist Hospital System Lane Enterprise, Inc. MFS Investment Management Lantech.com MGM Resorts International Las Vegas Sands Corporation Miami Children's Hospital Lawson Products Michigan Mutual LBrands Midwestern University Learning Care Group Mine Safety Appliances Legal & General America Miniature Precision Comps, Inc. Leggett and Platt Minneapolis School District Lehigh University Minnesota Management & Budget Leo Burnett Mission Support Alliance Leupold & Stevens Missouri Department of Conservation LG&E and KU Energy Missouri Department of Transportation Lhoist North America Mitsubishi International Lieberman Research Worldwide Moen Limbach Facility Services LLC Mohawk Industries Lions Clubs International Molex Littelfuse Mondelez Little Lady Foods MoneyGram International L.L. Bean Mortgage Guaranty Insurance Lockheed Martin Mountain America Loma Linda University Health Care MRIGlobal LSG Sky Chefs MTS Systems Lubrizol MultiPlan



Participating Organizations Participant List (continued) Mutual of Omaha Port of Seattle National Academies POWER Engineers National Futures Association Preferred Mutual Insurance Company National Interstate Preformed Line Products National Louis University Premera BlueCross National Rural Electric Cooperative Association Premier Farnell Nature's Sunshine Products Premier Health Partners Navy Exchange Enterprise Primerica Life NCCI Holdings Project Management Institute Nebraska Medical Center Property Casualty Insurers Association of America Nebraska Public Power District QBE the Americas NextEra Energy Resources, Inc. Quad/Graphics Nordson Corporation Questar North Carolina Office of State Human Resources REA Magnet Wire Company, Inc. NorthShore University HealthSystem Recology Northwestern Mutual Red Wing Shoe Company Novant Health Regency Centers NRG Energy Regions Financial NYU Langone Medical Center Rexnord Corporation Oerlikon Fairfield RiceTec Oil-Dri Corporation of America Rice University Old Dominion Electric Rich Products Old Republic International Rite-Hite Holding Corporation Omron Healthcare, Inc. Riviana Foods Options Clearing Corporation RLI Insurance Company Orange Lake Resorts Rockwell Collins Orbital Science Corporation Rollins Orlando Health RTC Pall Corporation Rust-Oleum Pampered Chef Sabre Industries Papa John's Sage Publications Parkland Health & Hospital System Saint Gobain Patterson Companies Salk Institute Pattonair Sally Beauty Paycor Salt Lake County Paylocity Samuel Roberts Noble Foundation PeaceHealth San Antonio Water System Pella Corporation Sazerac Company Penn State Hershey Medical Center SCANA Penske Truck Leasing S&C Electric Pentagon Federal Credit Union Schneider National Pepper Construction Company Scholle Corporation PGT Industries School Specialty PHI Schwan Food Ping Seaman Corporation PM Sears PMA Companies Securus Technologies, Inc. Port Authority of Allegheny County Seibels Bruce Group, Inc. Port Authority of NY & NJ SEMCO Energy Portfolio Recovery Associates Sentara Healthcare Port of Portland Sentry Insurance



Participating Organizations Participant List (continued) Serco Trinity Health Service Corporation International Trinity Pharma Solutions Shands HealthCare True Value Company Sharp Electronics T System Sidley Austin LLP Tufts Health Plan Simonton Turner Broadcasting Smithfield Farmland UC Health SMSC Gaming Enterprise UMB Financial Corporation Sodexo United American Insurance Solar Turbines United Health Group Sole Technology, Inc. United States Steel Solo Cup United Stationers Southco, Inc. United Technologies Southeastern Freight Lines United Way for Southeastern Michigan Southern Company Services Universal Studios Orlando Southern Farm Bureau Life University Federal Credit Union Space Dynamics Laboratory University of Akron Space Telescope Science Institute University of Alabama at Birmingham SpartanNash University of Arkansas for Medical Science Spectrum Health - Grand Rapids Hospitals University of California Sports Authority University of California, Berkeley Stampin' Up! University of Chicago Standard Motor Products University of Chicago Medical Center Star Tribune University of Colorado Health State Corporation Commission University of Georgia State Teachers Retirement System of Ohio University of Houston St. Cloud Hospital University of Iowa Stericycle, Inc. University of Kansas Hospital St. Louis County Government University of Miami St. Luke's Cornwall Hospital University of Michigan Storm Industries, Inc. University of Minnesota Subaru of Indiana Automotive, Inc. University of Mississippi Medical Center SuperValu Stores University of North Carolina Hospitals Taubman Centers University of Notre Dame Taylor University of Richmond TaylorMade-adidas Golf Company University of Rochester TDS Telecom University of Southern California Tech Data University of South Florida Tecolote Research, Inc. University of St. Thomas Tenet Healthcare Corporation University of Texas at Austin Terumo BCT University of Texas Health Science Center at Houston Texas Children's Hospital University of Texas Health Science Center of San Antonio Texas Industries, Inc. University of Texas Southwestern Medical Center Texas Mutual Insurance University of Virginia Therma Tru University of Wisconsin Medical Foundation TJX Companies University of Wisconsin Hospital and Clinics Travis County University Physicians, Inc. Treasure Island Resort & Casino UPS Tribune URS Federal Services TriHealth URS | CH2M Oak Ridge LLC (UCOR) Trinity Consultants, Inc. US Bancorp



Participating Organizations Participant List (continued) US Xpress, Inc. Utah Transit Authority VACCO Industries Vail Resorts Management Valero Energy Velcro Group Veolia Transportation Verizon Vesuvius Via Christi Health Vi-Jon Virginia Department of Transportation Virginia Mason Medical Center Virtua Health Visiting Nurse Health System Volvo Group North America Wake Forest University Walter Energy Washington University in St. Louis Wawa Wayne Memorial Hospital W. C. Bradley Wellmark BlueCross BlueShield Wells' Dairy Western Southern Financial Group Westfield Group West Liberty Foods LLC Westminster Communities of Florida Weston Solutions, Inc. West Penn Allegheny Health System West Virginia University Hospitals, Inc. Wheaton Franciscan Healthcare Whole Foods Market WilmerHale LLP Windstream Communications Winpak Portion Packaging Limited Wisconsin Physicians Service Insurance Wiss Janney Elstner Associates World Vision International Wornick Company Worthington Industries WSI-SRS W&T Offshore Wyle Laboratories XO Communications Xtek, Inc. Zeon Chemicals LP Zimmer



Participating Organizations 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 114 136 252 98 57 657 100.0%

Profit Status

For-Profit Organizations 84 90 192 62 40 468 71.2%

Not-For-Profit Organizations 30 46 60 36 17 189 28.8%

Industry Sector

Durable Goods Manufacturing 28 21 69 13 10 141 17.6%

Nondurable Goods Manufacturing 10 14 34 8 5 71 8.8%

High Tech 3 9 9 13 4 38 4.7%

Energy 8 8 19 8 4 47 5.9%

Retail and Wholesale Trade 49 59 83 39 28 258 32.1%

Services 12 20 29 19 8 88 11.0%

Health Care 6 12 17 7 1 43 5.4%

Banking and Finance 13 9 27 7 6 62 7.7%

Insurance 14 6 23 8 4 55 6.8%

Regional Percentages 17.4% 20.7% 38.4% 14.9% 8.7% 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.

2013 2014 2015 Salary increase budget* 3.1 3.1 N/A

Consumer prices (avg. % change p.a.)+ 1.5 2.0 2.2

Unemployment (avg. % p.a.)+ 7.4 6.5 6.1

Labor population (millions)+ 155.4 156.4 158.1

GDP (% real change p.a.)+ 1.9 3.0 2.6

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

Top personal income tax threshold+ USD 400,000 USD 406,750 TBD

Top personal income tax threshold+ USD 400,000 USD 406,750 TBD *Source: Towers Watson Data Services 2013 General Industry Salary Budget Survey - U.S. +Source: Economist Intelligence Unit - April 2014; data for 2013 are estimates except for inflation which is actual; data for 2014 and 2015 are forecasts



Statistical Methodology



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 weigh each participant’s input on an equal basis, regardless of the number of incumbents reported.



Statistical Methodology 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



Statistical Methodology 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 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 Job Matching Methodology 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. ManagerGroup 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

25FTE (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



Survey Job Matching Methodology Matching Nonexecutive Jobs (continued) 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.



Survey Job Matching Methodology Matching Nonexecutive Jobs (continued) 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 M, P, T and 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 Definitions 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 Summary descriptions of the Career Bands contained in this Survey Report follow. 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



Executive Career Bands, Career Levels, Functions and Disciplines 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



Executive Career Bands, Career Levels, Functions and Disciplines Career Level General Profiles (continued)

Supervisory/Management Career Band (M) (continued) 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

Global Grade 14 Differentiators ● 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

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

Global Grade 13 Differentiators ● 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

Global Grade 12 Differentiators ● 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




Supervisory/Management Career Band (M) (continued) 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

Global Grade 11 Differentiators ● 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

Global Grade 10 Differentiators ● 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

Global Grade 17 Differentiators ● 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

Global Grade 16 Differentiators ● 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




Professional Career Band (P) (continued) 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

Global Grade 14 Differentiators ● 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

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

Global Grade 12 Differentiators ● 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

Global Grade 11 Differentiators ● 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




Professional Career Band (P) (continued) 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

Global Grade 9 Differentiators ● Has limited discretion to vary from established

procedures ● Has limited work experience involving basic

concepts and procedures ● Works under general supervision

Global Grade 8 Differentiators ● 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

Global Grade 10 Differentiators ● 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

Global Grade 9 Differentiators ● 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

Global Grade 8 Differentiators ● 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

Global Grade 7 Differentiators ● 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

Global Grade 9 Differentiators ● 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

Global Grade 8 Differentiators ● 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

Global Grade 5 Differentiators ● Has limited prior relevant training or work

experience ● Has limited discretion to vary from established

procedures

Global Grade 4 Differentiators ● Has no prior relevant training or work

experience ● Has no discretion to vary from established

procedures



Executive Career Bands, Career Levels, Functions and Disciplines 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



Executive Career Bands, Career Levels, Functions and Disciplines 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 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 57 57 313 554 841 190.8 190.8 117.5 160.5 185.9 228.1 254.1 93.0 60.1 93.0 60.1 30.5 246.6 246.6 135.9 199.5 240.0 314.7 343.3 Non-Bonus Elig. 8 8 312 392 693 160.8 160.8 148.2 165.4 182.9 160.8 160.8 148.2 165.4 182.9 All Orgs. 65 65 313 520 819 187.1 187.1 116.3 159.4 180.0 222.0 252.6 81.5 60.1 81.5 60.1 30.5 236.1 236.1 132.7 177.3 230.3 289.9 340.8 1,000 - 4,999 Bonus Eligible 53 60 1,450 2,200 3,230 230.9 239.6 165.0 189.3 250.0 271.4 322.0 86.7 89.5 84.9 98.6 38.0 308.4 323.3 192.4 228.0 294.5 398.0 492.1 Non-Bonus Elig. 20 20 1,636 2,013 3,052 212.8 212.8 126.1 166.9 218.0 254.3 307.8 212.8 212.8 126.1 166.9 218.0 254.3 307.8 All Orgs. 73 80 1,536 2,200 3,126 226.3 232.2 164.7 182.2 234.5 262.0 316.6 65.0 89.5 61.6 98.6 38.0 284.5 293.0 167.0 208.5 257.4 346.7 463.0 5,000 - 19,999 Bonus Eligible 33 42 5,410 8,363 11,039 250.2 267.2 159.3 213.5 271.7 309.5 381.1 78.6 116.3 84.8 125.7 45.2 344.3 373.5 170.8 286.5 341.1 498.7 594.6 Non-Bonus Elig. 14 14 8,402 10,689 12,499 223.6 223.6 131.6 153.0 198.1 281.6 370.0 223.6 223.6 131.6 153.0 198.1 281.6 370.0 All Orgs. 47 56 5,945 9,300 12,159 243.6 254.2 148.5 196.2 262.6 301.8 367.0 58.9 116.3 59.6 125.7 45.2 314.2 328.8 151.2 200.0 309.0 412.0 538.2 20,000 or More Bonus Eligible 12 20 30,025 50,675 66,588 257.9 262.9 171.7 206.4 239.6 290.9 423.9 90.0 130.5 91.7 145.8 56.9 384.4 396.6 203.7 274.0 425.4 484.8 591.7 Non-Bonus Elig. 3 3 All Orgs. 15 23 36,521 49,700 66,800 243.4 239.8 137.9 172.7 230.0 260.0 422.9 78.3 130.5 73.3 145.8 56.9 353.5 346.7 137.9 198.5 353.2 482.7 566.5 All Organizations Bonus Eligible 155 179 781 1,865 5,392 225.6 229.3 156.7 176.0 226.6 266.7 310.0 87.7 90.6 88.4 93.0 38.1 305.7 311.5 167.5 222.5 285.1 358.0 497.9 Non-Bonus Elig. 45 45 1,278 2,931 9,331 202.5 202.5 126.6 153.0 183.0 252.9 304.6 202.5 202.5 126.6 153.0 183.0 252.9 304.6 All Orgs. 200 224 827 2,079 6,125 221.0 223.3 145.1 171.3 220.0 262.4 309.9 70.1 90.6 68.5 93.0 38.1 284.9 286.9 151.6 199.6 261.8 344.1 468.6

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 96.2 76.9 80.7 35.7 72.2 95.0 All Nonmanufacturing 65.5 51.3 100.4 37.9 97.6 97.8 Financial Services 95.3 74.4 91.8 34.7 95.8 117.2 All Organizations 77.5 61.0 94.7 37.1 92.1 101.9




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 48 66 75.8 77.8 62.5 64.9 75.5 84.2 103.3 47.0 7.2 54.2 7.1 9.1 79.2 81.5 63.6 68.5 77.5 92.2 105.7 M2 - Manager 141 219 94.2 95.3 72.3 84.3 94.5 105.4 119.4 62.1 12.6 66.0 12.8 13.1 102.1 103.8 73.7 90.7 100.8 118.4 133.0 M3 - Senior Manager 57 71 117.4 121.3 95.4 106.6 123.6 135.4 141.8 63.4 17.8 71.9 17.8 14.3 128.6 134.0 101.3 112.5 135.3 155.9 166.9 M4 - Group Manager 21 24 143.2 141.0 113.4 121.7 137.0 158.3 171.6 75.0 35.6 76.2 35.2 23.6 169.9 167.1 119.9 133.0 153.6 202.3 236.8 P1 - Entry 78 165 46.9 46.4 38.4 41.3 45.4 50.9 55.3 37.0 3.6 43.6 3.3 7.0 48.3 47.9 38.8 42.4 47.1 53.2 57.5 P2 - Intermediate 157 334 54.8 55.1 43.0 48.1 55.1 60.8 68.7 28.7 3.6 35.7 3.9 6.7 55.9 56.4 43.5 48.8 56.2 62.0 70.5 P3 - Career 180 346 68.4 69.2 53.8 61.3 69.0 76.8 84.9 47.7 5.8 51.7 6.5 9.0 71.2 72.6 54.9 63.5 71.1 81.5 92.7 P4 - Specialist 83 145 86.0 82.7 61.0 70.0 84.0 94.4 104.3 41.4 9.2 48.2 8.1 9.8 89.9 86.5 62.6 73.3 87.9 99.0 110.7 P5 - Master 8 9 89.2 88.3 75.0 86.8 102.2 22.2 9.1 25.0 9.1 10.8 92.2 90.6 76.0 89.3 105.3 U1 - Entry 23 56 39.8 38.2 29.8 34.1 37.5 42.4 50.6 32.1 2.0 39.1 1.8 5.0 40.5 38.8 30.1 35.5 37.5 42.4 50.8 U2 - Intermediate 62 158 40.0 41.7 31.5 36.8 42.1 46.0 49.6 38.0 3.1 38.7 2.7 6.5 41.3 42.7 32.3 37.2 43.5 47.5 50.8 U3 - Senior 62 104 47.9 48.6 36.3 43.5 49.0 53.9 58.8 39.4 3.5 32.3 3.4 7.1 49.3 49.7 37.5 44.3 49.7 55.1 61.6 U4 - Lead 13 22 48.9 53.0 36.0 46.0 52.4 58.7 70.3 23.8 5.3 38.5 5.3 9.5 50.5 55.0 36.0 46.0 55.3 61.5 73.7




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 17 87.7 92.0 19 74.5 78.7 10 67.4 69.5 M2 9 88.7 96.4 46 100.7 109.7 60 92.6 100.9 26 94.3 102.6 M3 16 118.7 129.3 25 123.4 138.1 12 120.8 132.1 M4 7 139.4 164.3 10 137.6 166.6 P1 6 45.8 47.3 24 46.3 47.9 37 46.9 48.2 11 45.7 47.3 P2 9 54.5 56.4 59 57.1 59.1 66 54.1 55.2 23 52.8 53.1 P3 24 70.6 74.6 54 67.4 70.7 66 67.6 71.2 36 73.8 76.4 P4 16 76.4 80.9 25 86.6 92.0 24 80.8 84.6 18 85.4 86.5 P5 U1 11 36.9 37.4 6 39.5 40.0 U2 19 45.5 46.4 29 38.9 39.7 10 42.0 44.1 U3 9 50.6 51.0 23 51.9 52.8 21 44.2 45.1 9 48.2 51.2 U4 6 57.1 60.5

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 39 78.3 99.3 M1 56.3 41.7 7.1 8.9 7.3 103.1 M2 115 97.0 98.2 M2 69.5 57.4 12.0 12.3 12.6 103.9 M3 50 123.8 98.0 M3 73.7 61.4 20.3 16.7 18.7 93.0 M4 17 142.1 99.2 M4 81.0 71.4 29.3 20.1 33.3 104.6 P1 70 49.0 94.8 P1 47.4 34.6 2.7 5.6 2.9 103.4 P2 139 57.3 96.2 P2 36.9 28.7 3.6 6.3 4.0 110.5 P3 154 71.8 96.4 P3 52.2 41.7 6.4 8.9 6.7 102.9 P4 71 80.1 103.2 P4 48.2 42.2 7.5 8.8 8.3 101.9 P5 6 85.5 103.3 P5 50.0 37.5 5.4 6.3 9.1 146.8 U1 18 39.4 96.8 U1 26.1 17.4 2.1 5.5 2.5 115.5 U2 52 42.7 97.7 U2 32.3 25.8 2.4 5.6 2.7 126.1 U3 56 48.6 99.9 U3 30.6 24.2 3.2 6.7 3.8 116.8 U4 11 54.4 97.5 U4 38.5 30.8 3.0 5.0 3.2 119.1




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 41 148 71.3 76.9 56.4 65.2 76.3 88.3 102.2 59.5 8.9 53.7 8.7 10.7 76.8 81.4 58.8 66.4 80.4 96.6 106.7 M2 - Manager 142 407 90.5 93.8 72.1 82.2 93.7 103.6 118.2 62.7 9.9 58.5 11.3 11.6 96.9 100.1 75.8 84.8 99.1 114.2 133.1 M3 - Senior Manager 70 188 115.7 117.6 90.1 103.9 115.2 128.0 147.9 68.1 17.5 71.4 18.4 15.5 128.3 130.5 98.1 111.6 127.5 146.0 169.6 M4 - Group Manager 32 71 133.7 134.1 105.9 120.4 134.2 151.6 161.7 81.8 25.1 84.4 24.3 18.2 155.4 154.2 113.9 138.8 152.2 172.6 195.7 P1 - Entry 76 434 44.8 48.2 39.0 43.4 47.6 53.5 57.0 47.2 2.4 56.6 3.3 7.1 46.2 49.9 41.2 44.3 48.8 56.0 61.3 P2 - Intermediate 151 1,320 58.1 59.8 45.8 52.5 59.3 65.0 75.4 48.0 3.3 45.7 4.3 6.9 60.1 61.6 47.0 53.3 61.1 68.1 79.2 P3 - Career 180 1,090 70.3 70.4 54.1 62.1 70.3 78.4 86.8 37.2 5.5 45.0 5.6 7.9 73.0 72.8 55.4 63.1 72.1 82.0 91.1 P4 - Specialist 79 413 83.5 82.3 66.5 73.0 82.8 90.7 100.0 55.0 8.9 55.7 8.6 10.1 88.9 86.9 68.3 74.3 86.6 93.6 105.9 P5 - Master 22 44 104.2 104.9 91.4 98.1 102.9 113.0 122.4 50.0 17.2 45.5 16.8 16.9 114.1 112.6 95.5 101.7 112.6 123.6 132.6 U1 - Entry 19 75 36.2 39.4 25.6 34.5 38.5 46.4 52.8 25.8 2.4 42.1 2.8 6.9 37.0 40.5 25.6 35.1 38.9 51.3 53.0 U2 - Intermediate 44 97 43.2 44.3 34.8 38.2 43.8 50.0 55.3 60.8 1.8 47.7 1.9 4.4 44.3 45.2 35.7 39.4 45.1 50.7 56.7 U3 - Senior 36 121 46.2 47.6 32.4 40.4 46.9 55.1 59.9 28.9 1.9 33.3 2.2 4.5 47.0 48.3 33.1 40.4 49.2 55.8 59.9 U4 - Lead 9 33 50.2 52.1 43.6 54.6 57.8 25.0 4.1 55.6 4.1 7.9 51.5 54.3 44.2 57.1 60.7




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 14 85.7 90.8 9 72.4 77.4 15 71.5 75.6 M2 16 93.6 99.3 52 98.2 106.0 48 91.9 97.4 26 88.8 94.1 M3 5 130.6 131.6 15 124.6 135.6 35 113.9 128.5 15 115.0 129.8 M4 9 131.3 149.8 9 139.7 161.2 13 134.5 156.3 P1 8 46.0 48.1 15 49.5 51.4 32 47.8 49.3 21 48.7 50.5 P2 20 58.4 60.0 48 62.8 65.0 58 58.3 59.7 25 58.6 60.6 P3 19 70.6 74.4 54 72.4 74.3 73 68.1 70.1 34 72.3 75.3 P4 9 78.3 79.8 29 84.4 89.8 27 82.9 87.7 14 79.2 84.2 P5 7 105.8 117.5 7 98.7 105.6 6 111.3 117.2 U1 6 41.5 43.2 6 38.6 39.2 6 36.8 37.4 U2 15 43.7 44.6 15 42.5 42.9 10 47.2 48.2 U3 10 44.0 44.8 13 47.1 47.5 12 52.4 53.4 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 37 78.4 98.1 M1 58.5 48.8 7.7 9.4 8.3 110.1 M2 120 93.9 100.0 M2 61.3 50.0 11.1 11.4 12.2 100.6 M3 64 120.4 97.7 M3 72.9 58.6 20.1 17.1 19.5 97.1 M4 27 134.8 99.5 M4 81.3 68.8 27.7 20.7 27.1 97.6 P1 66 52.5 91.8 P1 60.5 43.4 2.9 6.0 3.3 114.7 P2 135 61.2 97.6 P2 44.4 33.8 4.6 7.1 4.5 107.6 P3 147 71.8 98.0 P3 45.6 35.0 5.6 7.7 5.5 99.8 P4 71 83.0 99.1 P4 57.0 44.3 9.9 11.2 9.9 101.9 P5 17 104.0 100.9 P5 54.5 36.4 13.6 13.1 15.0 122.7 U1 18 39.2 100.4 U1 47.4 26.3 1.5 4.2 2.3 130.3 U2 37 44.4 99.9 U2 40.9 29.5 1.8 4.2 1.6 107.2 U3 29 45.9 103.6 U3 38.9 33.3 2.1 4.1 1.7 108.7 U4 7 50.1 104.0 U4 55.6 55.6 2.5 4.8 2.5 83.0




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 33 35 77.0 76.8 50.1 65.1 74.5 92.6 100.5 51.4 7.2 48.5 7.2 8.8 80.7 80.3 50.1 68.4 82.6 93.9 108.7 M2 - Manager 94 116 99.9 99.3 73.5 88.3 100.9 111.9 120.2 60.3 11.9 64.9 11.8 11.2 107.1 106.9 78.9 90.1 107.0 124.1 138.3 M3 - Senior Manager 39 44 120.9 120.1 89.1 102.7 118.4 139.0 151.5 63.6 16.6 61.5 17.4 14.2 131.4 130.7 93.6 110.0 129.8 145.1 169.9 M4 - Group Manager 11 11 151.2 151.2 115.2 138.4 153.1 167.5 169.5 90.9 34.2 90.9 34.2 21.8 182.2 182.2 131.4 155.4 172.1 210.6 246.9 P1 - Entry 54 101 48.8 50.7 40.0 43.7 50.8 57.6 62.5 41.6 3.0 42.6 3.7 7.6 50.1 52.3 41.6 45.4 51.2 59.3 63.8 P2 - Intermediate 112 206 60.6 60.9 49.7 54.2 60.9 67.1 72.6 44.2 3.8 42.0 4.2 7.1 62.3 62.7 50.8 54.9 63.2 69.0 75.3 P3 - Career 143 342 79.1 76.1 62.3 68.2 75.2 83.4 92.0 40.6 7.8 45.5 6.9 9.1 82.3 79.1 63.7 70.0 79.0 87.9 95.0 P4 - Specialist 61 108 89.3 88.1 70.7 79.4 87.2 95.8 104.0 47.2 8.4 54.1 8.1 8.9 93.5 92.4 71.5 80.5 92.1 102.8 113.3 P5 - Master 8 8 103.1 103.1 99.7 103.3 106.5 37.5 11.1 37.5 11.1 10.8 107.2 107.2 99.7 109.7 117.3 U1 - Entry 13 29 34.8 35.4 27.4 29.8 33.3 40.7 46.3 10.3 3.4 23.1 3.4 8.8 35.9 36.1 27.6 30.6 33.3 40.7 49.6 U2 - Intermediate 43 78 42.2 42.4 34.7 37.4 41.4 47.0 53.5 41.0 3.3 32.6 3.1 6.5 43.6 43.4 34.7 37.4 41.5 47.6 54.3 U3 - Senior 37 66 49.3 49.7 39.5 44.4 50.6 55.4 59.5 30.3 2.5 32.4 2.7 5.4 50.1 50.6 40.8 44.7 51.4 57.2 60.6 U4 - Lead 7 11 48.4 47.7 44.0 44.7 52.0 48.6 47.9 44.0 46.6 52.0




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 76.8 80.1 14 80.8 84.1 10 71.4 75.6 M2 32 103.6 111.8 41 96.9 105.0 18 100.2 106.6 M3 10 117.1 121.0 17 123.4 139.0 10 118.0 126.1 M4 5 153.6 177.6 P1 18 50.6 52.3 22 49.2 51.1 12 53.0 53.3 P2 6 55.7 57.2 40 62.3 64.3 44 61.4 63.4 22 59.2 59.8 P3 12 77.0 82.6 51 76.2 79.8 55 75.4 78.3 25 76.8 77.9 P4 27 86.7 91.5 19 87.4 91.1 11 90.0 93.8 P5 U1 8 32.9 33.1 U2 13 42.4 43.4 20 40.8 41.5 7 47.4 49.8 U3 6 50.1 50.8 10 47.9 48.8 15 50.6 50.8 6 50.2 52.9 U4 6 47.0 47.3


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 30 77.8 98.8 M1 42.4 33.3 9.0 10.8 7.2 81.6 M2 84 99.3 100.0 M2 59.6 51.1 13.3 12.7 12.3 95.8 M3 35 121.3 99.0 M3 66.7 59.0 19.0 15.5 18.2 93.2 M4 8 150.7 100.3 M4 81.8 54.5 34.4 22.5 31.2 94.7 P1 46 54.3 93.4 P1 46.3 37.0 2.9 5.5 3.0 103.0 P2 94 63.1 96.6 P2 38.4 33.0 3.8 6.4 3.7 100.7 P3 129 76.2 99.8 P3 43.4 35.0 6.0 7.9 6.6 122.1 P4 53 87.5 100.7 P4 50.8 37.7 8.8 9.7 8.5 96.2 P5 5 102.3 100.8 P5 50.0 25.0 12.9 12.5 12.9 100.0 U1 12 37.5 94.4 U1 15.4 U2 37 44.4 95.6 U2 34.9 25.6 2.2 4.8 2.4 128.1 U3 32 51.2 97.2 U3 32.4 27.0 2.6 5.2 2.2 81.0 U4 6 48.8 97.6 U4 42.9




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 15 42 74.7 78.4 55.9 59.2 81.4 92.9 101.9 13.2 11.6 33.3 11.6 15.2 76.8 82.3 56.6 62.2 81.4 100.7 111.1 M2 - Manager 44 143 88.9 90.2 68.5 81.7 91.2 99.1 107.6 78.3 10.2 59.1 11.6 12.3 97.2 97.0 72.9 83.8 96.3 106.2 122.4 M3 - Senior Manager 18 45 110.4 116.8 87.9 101.1 119.5 132.5 143.1 75.6 21.1 61.1 26.7 21.3 127.3 133.1 88.4 110.6 128.8 152.6 192.1 P1 - Entry 23 111 52.6 49.6 38.0 42.5 51.3 56.3 59.9 25.9 7.1 43.5 4.8 8.5 56.4 51.7 38.0 42.5 53.2 59.1 66.2 P2 - Intermediate 36 172 60.1 59.9 46.0 49.4 58.5 70.5 76.2 58.7 6.7 38.9 5.6 8.6 64.1 62.0 46.0 49.9 60.8 70.8 83.6 P3 - Career 42 191 75.7 75.1 59.6 67.8 73.5 86.9 93.5 66.0 8.0 40.5 7.3 9.3 81.0 78.0 59.6 68.0 76.7 89.3 96.0 P4 - Specialist 19 50 90.4 83.9 63.4 70.8 85.2 93.1 103.1 26.0 10.5 31.6 9.2 11.0 95.2 86.8 64.4 72.4 86.0 96.6 107.2 T1 - Entry 10 68 38.9 40.1 29.2 35.9 38.6 45.0 52.2 17.9 2.6 50.0 2.6 6.0 40.0 41.4 29.2 36.6 39.4 47.5 55.0 T2 - Intermediate 13 173 41.3 43.4 32.9 40.4 43.3 47.7 49.4 8.8 3.6 38.5 3.6 8.0 41.7 44.8 32.9 40.9 46.8 49.1 52.2 T3 - Senior 7 21 52.1 53.8 50.5 51.0 56.4 10.0 1.8 28.6 1.8 3.4 52.6 54.3 50.5 52.8 58.0




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 8 83.6 88.3 M2 11 92.8 101.0 20 89.9 96.4 10 86.7 92.7 M3 8 107.6 118.9 5 120.5 150.3 P1 5 44.7 45.4 12 51.1 52.7 5 48.9 54.0 P2 13 63.4 64.8 12 58.1 59.3 9 54.7 58.7 P3 5 77.1 77.9 14 77.0 79.9 17 73.9 76.8 6 72.4 77.1 P4 6 80.7 80.7 9 84.5 89.1 T1 5 41.6 43.3 T2 11 43.1 44.3 T3


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 14 79.2 99.0 M1 46.7 33.3 9.4 11.8 13.8 117.6 M2 41 93.5 96.5 M2 65.9 52.3 11.6 12.6 12.3 98.5 M3 16 115.5 101.1 M3 61.1 55.6 24.7 20.1 28.3 105.7 P1 20 53.1 93.4 P1 47.8 39.1 4.1 7.2 4.2 117.5 P2 33 62.5 95.8 P2 38.9 33.3 5.1 7.9 5.8 102.6 P3 35 77.6 96.7 P3 45.2 31.0 7.2 9.1 7.5 105.6 P4 16 88.2 95.1 P4 42.1 36.8 6.8 8.5 9.2 110.7 T1 8 40.6 98.6 T1 50.0 50.0 2.0 4.6 2.6 130.0 T2 10 46.3 93.9 T2 38.5 30.8 3.5 8.0 4.4 131.3 T3 6 54.6 98.5 T3 42.9 28.6 1.9 3.5 1.8 96.2



2014 CSR Human Resources Compensation Survey Report - U.S. · 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Introduction Overview of Report Sections

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