Pre-Survey Deck – Hi Tech H2 2012 20 MARCH 2012
Pre-Survey Deck – Hi TechH2 201220 MARCH 2012
1MERCER
Hi-Tech Survey Features
• Adopts a consistent survey methodology, position coverage & reporting format across Asia Pacific
• Designed to meet needs of all industry sectors including: hardware, telecommunications, software, consulting / professional services, BPO, SSO
• Provides comprehensive coverage of positions
• Framework designed to be flexible, enabling all organizations to match roles
• Rolling database (data stays in our database for 12 months)
• Bi-annual reports (January and July) for all locations in Asia Pacific– China & India: Additional release in October
• Submission of data required only after salary review
2MERCER
Hi-Tech Survey Features Peer Cuts report
• Minimum of 10 companies are required
• Masking Criteria - Minimum data requirements for reporting:
33Mean / Average4450th Percentile (Median)5525th or 75th Percentile510Custom Percentiles
OrganizationsIncumbents
No. of No. of
3MERCER
Hi Tech Survey - Job Matching Principles
• Familiarise yourself with the job functions & sub-functions
• Understand the career level definitions (what is meant by each career level)
• Apply accurately the job matching criteria (sizing criteria) to your Head of Organization positions (to set the maximum career levels appropriate for your organization). This will ensure external relativity with accurate and consistent matching outcomes across different organizations
• Determine the career levels for your Functional Management positions relative to the relevant Head of Organization positions
• Maintain internal consistency amongst your organization grading / levelling structure and the Mercer career level framework
4MERCER
The survey covers a total of 28 functions or 154 sub-functions.
Hi-Tech Survey Framework
Technical Functions Sales & Marketing Support Functions Others
1 Application Development Marketing Administration Call Centre
2 Consulting Sales Corporate Affairs Data Centre
3 EngineeringPost Sales (customer) Support Finance & Accounting
Back – end Processing Operations
4 IT Outsourcing Sales Operations Human Resources Training
5 Interactive & Digital Media Project Management
6 Internet / E-commerceIT – Internal support, Admin & Management
7Manufacturing / Production & Assembly Supply & Logistics
8 QualityRemote/Offshore Infrastructure Support
9 Research & Development
10Telecommunications / Network
5MERCER
Hi-Tech Survey FrameworkThree Career Streams with Multiple Career Levels
Management
• Roles with people management / supervisory responsibility. This ranges from Team Leader to Head of Organization.
Individual Professional
• Roles without people management /supervisory responsibility. However individual may provide mentoring and coaching to less experienced staff. Tends to require a degree, full trade qualification or equivalent
Para-Professional
• Roles which tend to be unskilled or semi-skilled with no supervisory requirement.
6MERCER 620 March 2012
Hi-Tech Survey Framework
I2: ExperiencedM1: “Management Level 1”(Team Leader)
P3: SeniorI1: Entry
P2: Experienced
I3: SeniorM2: “Management Level 2”(Supervisor)
P1: Entry
I4: SpecialistM3: “Management Level 3”(Manager)
I5: ExpertM4: “Management Level 4”
M5: “Management Level 5”I6: Preeminent
M6: “Management Level 6”
M7: “Management Level 7”
Para-ProfessionalIndividual ProfessionalManagement
Career
Levels
Career Streams
7MERCER
Job Matching Process and Methodology
8MERCER
Job Matching Process Steps• Step 1: Refer to Survey Reference Guide 2012 to obtain a clear understanding of the
survey methodology.
• Step 2: Identify all the Head of Organization positions in your company, their scope of responsibility, and the revenue target / operating budget for each position. Indentify the relevant organization type and industry sector.
• Step 3: Determine the appropriate Career Levels of your Head of Organization positions using the relevant job sizing criteria table.
• Step 4: Determine the Career Levels of your Functional Management positions (based on relativity to the relevant Head of Organization positions).
• Step 5: Follow the Hi-Tech Survey career level position description framework to assist in the job matching of all other positions.
• Step 6: Apply your organization’s grading / career level correlation consistently within your company and across all locations where you are participating.
9MERCER
Job Matching MethodologyJob Coding
84.015.34
Mercer Position Code
Career Stream:1 = Para-professional2 = Individual professional3 = Management
.36 = M6: “Manager Level 6”
.35 = M5: “Manager Level 5”
.34 = M4: “Manager Level 4”
.33 = M3: “Manager Level 3”
.32 = M2: “Manager Level 2”
.31 = M1: “Manager Level 1”
.26 = Preeminent
.25 = Expert
.24 = Specialist
.23 = Senior
.22 = Experienced
.21 = Entry
.13 = Senior
.12 = Experienced
.11 = Entry
10MERCER
Matching Guideline Sizing Criteria for Head of Organisation
• This criteria refers to “position revenue target” , therefore the criteria refers to revenue responsibility of the head of organisation.
POSITION RESPONSIBILITY: Large Medium Small
Management Career Level M7 M6 M5
Position Code 10.110.37 10.110.36 10.110.35
Hardware / Telco > USD 600 million USD 100 - 600 million < USD 100 million
Software > USD 300 million USD 100 - 300 million < USD 100 million
Consulting / Professional Services > USD 200 million USD 50 - 200 million < USD 50 million
Manufacturing / Hardware R&D / Semicon > USD 300 million USD 50 - 300 million < USD 50 million
Software R&D > USD 150 million USD 50 - 150 million < USD 50 million
Business Process Outsourcing (BPO) > USD 100 million USD 25 - 100 million < USD 25 million
ORGANISATION TYPE: Sales CRITERIA: Position Revenue Target
ORGANISATION TYPE: Non-sales CRITERIA: Operating Budget
11MERCER
Management Career StreamResponsibility Impact Reporting
StructureGeographic
Scope Experience Career Levels
Typical Titles
Head of Organization
Leads the organisation to develop, implement and achieve its mission, vision and goals. Monitors achievement of operational/financial results and the organization's growth/diversification.
Defines the long-term strategic direction of the organisation.
The most senior executive position; may be head of line of business or geography.
Multi Regional, Regional > 20 years M7, M6, M5
APAC President, CEO, MD, SVP, VP or Head of Business
Function Head
Leads, directs and manages a particular function within the organisation. Typically is responsible for two or more sub-functions within the organisation.
Formulates and implements business strategies that have a long-term impact on the organisation.
Most senior role within the functional group; typically reports to Head of Organization.
Regional, Sub Regional > 18 years M6, M5
APAC Head of Finance, Head of Marketing, IT, HR etc.
Sub Function Head
Designs, develops and implements operating policies, strategies and tactics for a single sub-function.
Provides medium to long-term tactical direction and operational oversight.
Reports to Function Head; typically has M3/M4 and/or I4/I5 reporting to it.
Sub Regional, Country > 15 years M5
Head of Tax, Accounting, C&B etc.
12MERCER
< USD 100mSmall (M5)
USD 100m – 300mMedium (M6)
> USD 300mLarge (M7)
Software (Org type = sales)
Position responsibility
Sizing criteria for Head of Organisation
President Asia Pacific
(Revenue > USD 500m)
General Manager Sub-Reg
(Revenue = USD 310m)
Finance SVP Asia Pacific
HR SVP Asia Pacific
Marketing SVP Asia Pacific
Head of Org (M7) Meet revenue size for “large responsibility”
Make decisions that will influence and impact the entire region and might influence global decisions too.
Senior management staff reporting to incumbent.
General Manager Country
(Revenue < USD 50 m)
General Manager Country
(Revenue = USD 100m)
Head of Org M7
Head of Org M6
Head of Org M5
Functional Management (M6)• Lead, direct and manage a particular function.
• Formulate and implement long and medium business strategies with medium to long term impact.
• Responsible for 2 or more sub-functions within org.
Typical Organisation StructureSoftware company with regional revenue of more than US$ 500m
13MERCER
Typical Organisation StructureSoftware company with regional revenue of US$ 200m
President Asia Pacific
(Revenue = USD 200m)
General Manager Sub-Reg
(Revenue = USD 120m)
Finance SVP Asia Pacific
HR SVP Asia Pacific
Marketing SVP Asia Pacific
Head of Org (M6) Meet revenue size for “Medium responsibility”
Make decisions that will influence and impact the entire region and might influence global decisions too.
Senior management staff reporting to incumbent.
General Manager Country
(Revenue < USD 90 m)
< USD 100mSmall (M5)
USD 100m – 300mMedium (M6)
> USD 300mLarge (M7)
Software (Org type = sales)
Position responsibility
Sizing criteria for Head of Organisation
Head of Org M6
Head of Org M5
• Lead, direct and manage a particular function.
• Formulate and implement long and medium business strategies with medium to long term impact.
• Responsible for 2 or more sub-functions within org.
Functional Management (M5)
Cascading
Effect
14MERCER
Management Career StreamCareer Levels Responsibility Impact Reporting Structure Geographic
Scope Experience Typical Titles
M4
Manages within a nominated sub-function or related sub-functions; tactical role which provides a marked contribution to defining the direction for new products, processes, standards or operational plans based upon business strategy; involved in developing strategies
Significant mid term impact on business unit overall results.
Reports to either Sub-Function Heads or Function Heads; provides third level of management to a group of one or more teams
Single Country, Small Sub Region
> 12 years
Country HR Manager, Finance Manager South East Asia
M3
Manages teams with focus on policy & strategy implementation and control rather than development; short term operational/tactical responsibilities; may have involvement in regional projects, but as a team member rather than project leader
Impact of decisions made is short-term in nature and restricted to a single country
Reports to either level M5 or level M4 Manager; provides second level of management to a group of one or more teams
Single Country > 10 yearsHR Manager, Finance Manager
M2
Leads a team through application of deep knowledge of one job area or broad knowledge of several job areas; operational role, responsible for setting objectives and delivering results; typically requires a degree or comparable experience and acumen.
Operational role with immediate impact
Reports to Manager at M3 or M4; first level manager of a team that could comprise professionals, technical and/or administrative staff.
Single Country > 8 years
Customer Service Supervisor, Administration Manager
M1
Leads a team through application of deep knowledge of one job area or broad knowledge of several job areas; operational role, responsible for setting objectives and delivering results; typically requires relevant training certificate or basic trade qualifications
Operational role with immediate impact
Reports to Manager at M3 or M4; first level manager of a team that comprises para-professionals
Single Country > 5 years
Technical Team Leader, Call Centre Team Leader
15MERCER
Individual Professional Career Stream
Career Levels Responsibility Skill Geographic
Scope Experience Typical Titles
I6
Acknowledged as a thought leader and expert in the field of specialization within the industry, at a national and international level, both within and outside the organization; speaks at national and international forums.
Leading authority in the field of expertise and the final point of consultation in the most complex problems.
Global, Multi Region > 15 years Fellow, Principal,
Scientist
I5
An acknowledged expert in their field, both within and outside the organization, when compared amongst the largest and highest profile of your competitors; identifies and resolves technical or business issues which have impact that is company wide and long term in nature
Has capability to make breakthroughs in thought, theory or practice that has the impact of delivering innovation that creates competitive advantage for your organisation.
Regional, Sub Regional > 12 years Principal
Consultant
I4
Most experienced and knowledgeable resource in their field of expertise within your organisation; ability to execute highly complex or specialized projects; adapts precedent and may make significant departures from traditional approaches.
Able to represent your organisation externally on specialised matters with customers with a level of authority that would distinguish your organisation as a thought or technology leader in the industry.
Sub Regional > 10 yearsChief Engineer, Chief Accountant
16MERCER
Individual Professional Career StreamCareer Levels Responsibility Skill Geographic
Scope Experience Typical Titles
I3
Regularly leads important projects by applying established standards; knowledge base acquired from several years of experience in particular area; operational role, responsible for delivering results that have direct impact on the job area or a wider operational area.
Provides experienced project team members with instruction, guidance and advice in all aspects of the project to ensure delivery of quality outcomes
Single Country > 6-8 years
Senior Research Officer, Senior Systems Analyst, Senior Engineer
I2
Significant previous work experience to allow them to apply their knowledge efficiently and work productively under limited supervision; operational role, participates in important projects or activities as a full contributing team member
Well developed skills and knowledge that allows them to adapt to effectively deal with unfamiliar issues, challenges and problems within their field of specialization
Single Country > 4-5 years Engineer, HR Officer
I1
Entry level position, works under close supervision; checks for problems in existing systems and modifies work processes following defined procedures; operational role responsible for achieving day-to-day objectives
Able to apply broad knowledge of one professional discipline or advanced knowledge of specific technical/operational practices
Single CountryLimited to no prior work experience
Graduate Engineer, Business Analyst
17MERCER
Para-Professional Career Stream
Career Levels Responsibility Skill Geographic
Scope Experience Typical Titles
P3
Identifies problems and adapts/enhances working methods in own role following a broad framework; third level position requiring extensive experience; works independently; may coach other paraprofessional roles.
Possesses broad or advanced knowledge within a specialised discipline of commercial, technical, trades or office operations; diploma or certificate holder.
Sub Regional, Single Country > 3 years
Senior Technical Officer, Senior Payroll Specialist
P2
Checks and corrects problems that are not immediately evident in existing systems or processes; second level position requiring some experience; works under limited supervision.
Possesses specialised knowledge of specific commercial, technical, trades or office operations areas.
Single Country 1 to 3 years
Administration Assistant, Payroll Officer, Technical Officer
P1
Makes minor changes and checks for problems in existing techniques, procedures, services or products by following defined procedures/processes; entry level position requiring no prior experience; works under close supervision.
Possesses basic knowledge of specific commercial, technical, trades or office operations areas requiring minimal or no post-school qualifications
Single Country < 1 yearOffice Assistant, Data Entry Clerk, Cleaner
18MERCER
Job Matching illustrationTo find a match for Web Content Specialist
Internet / E-CommerceCareer Level Web Operations Management Web Content Web Design Web Security
M567.113.35 Head of Web Operations Management N/A N/A N/A
M467.113.34 Web Operations Management - Senior Manager
67.425.34 Web Content - Senior Manager
67.566.34 Web Design - Senior Manager
67.123.34 Web Security - Senior Manager
M367.113.33 Web Operations Management - Manager
67.425.33 Web Content - Manager
67.566.33 Web Design - Manager
67.123.33 Web Security - Manager
M267.113.32 Web Operations Management - Supervisor
67.425.32 Web Content - Supervisor
67.566.32 Web Design - Supervisor
67.123.32 Web Security - Supervisor
M1 67.113.31 Web Operations Management - Team Leader
67.425.31 Web Content - Team Leader
67.566.31 Web Design - Team Leader
67.123.31 Web Security - Team Leader
I667.114.26 Web Operations Management - Preeminent N/A
67.515.26 Web Design - Preeminent
67.124.26 Web Security - Preeminent
I5 67.115.25 Web Operations Management - Expert 67.405.25 Web Content - Expert 67.515.25 Web Design - Expert 67.125.25 Web Security - Expert
I4 67.116.24 Web Operations Management - Specialist
67.406.24 Web Content - Specialist
67.515.24 Web Design - Specialist
67.126.24 Web Security - Specialist
I3 67.117.23 Web Operations Management - Senior 67.407.23 Web Content - Senior 67.515.23 Web Design - Senior 67.127.23 Web Security - Senior
I2 67.118.22 Web Operations Management - Experienced
67.408.22 Web Content - Experienced
67.515.22 Web Design - Experienced
67.128.22 Web Security - Experienced
I1 67.119.21 Web Operations Management - Entry
67.409.21 Web Content - Entry 67.515.21 Web Design - Entry 67.129.21 Web Security - Entry
1. Identify relevant function
2. Identify relevant sub-function
3. Zoom to appropriate career stream and level
19MERCER
Job Matching Correlation Table: Mercer Career Levels to Company Grades Example: Company A
Mercer can work with you to develop this correlation table
Information required:
• Organization chart
• Job description
• Internal grade
Career Level Internal Grade Typical Positions
M7 Level 12 & 13 VP & Sr. VPM6 Level 10 & 11 Director & Sr. DirectorM5 Level 9 Sr. ManagerM4 Level 8 ManagerM3 Level 7 Section ManagerM2 Level 6 SupervisorM1 Level 5 Lead
I6 Level 10 & 11 Sr. EngineerI5 Level 9 EngineerI4 Level 7 & 8 Engineer IVI3 Level 6 Engineer IIII2 Level 5 Engineer III1 Level 4 Engineer I
P3 Level 4 & 5 Sr. Technician; Support StaffP2 Level 2 & 3 Technician I & II; Support StaffP1 Level 1 Jr. Technician; Support Staff
20MERCER
Job Matching MethodologySome notes on the career levels…
• While high tech companies often use a career level framework internally, the survey career framework will not align perfectly with yours, will be a 80% of a match;
• The survey definitions for each level can be found in Part B of the Survey Reference Guide
• These definitions should be used consistently as a tool to assist in matching
21MERCER
What is New in 2012?
22MERCER 2220 March 2012
What has changed?
1. Addition of functions/sub-functions– 3 new functions– 37 new sub functions
2. Reorganization of sub functions
3. Renaming of functions/sub-functions
4. Description update of sub-functions
5. Addition of I6 to sub-functions
6. DCK Updates
23MERCER 2320 March 2012
1. Addition of functions/sub-functions New functions (H1 2012)
• Engineering
• Interactive & Digital Media
• Telecommunications / Network
24MERCER 24
1. Addition of functions/sub-functions New sub functions (H1 2012)Function Sub-function
Cloud Computing - SoftwareCloud Computing - PlatformCloud Computing - Infrastructure
Corporate Affairs Government RelationsFirmware EngineeringSystems Engineering
Information Technology - Internal Support, Administration & Management Vendor Management
Concept DesignVisual EffectsGames Design / DevelopmentGames Level DesignGames Testing & EvaluationGames User Interface DesignWeb Operations ManagementWeb SecurityInternet Marketing
Quality Test EngineeringHardware Product DevelopmentSoftware Product DevelopmentSolutions Architect - Technical SpecialistInternet Sales
Supply & Logistics SourcingNetwork Infrastructure DeploymentNetwork Site AcquisitionNetwork Planning and DesignNetwork Testing and ReleaseNetwork Installation and IntegrationNetwork Operations and MaintenanceNetwork SecurityNetwork Cost / PricingBillings and CollectionsProduct DevelopmentNetwork Partnership / AlliancesOPEX (Operating Expenditure) Control
Telecommunications/Network
Applications Development
Engineering
Interactive & Digital Media
Internet / E-commerce
Sales
Research & Development
25MERCER 2520 March 2012
Human Resource Information System (HRIS)Human Resources
PayrollHuman Resources
Investor RelationsCorporate Affairs
Sub-functionFunction
1. Addition of functions/sub-functions New sub functions (H2 2012)
26MERCER 26
2. Reorganization of sub functions (H1 2012)
Old Function Old Sub-Function New Function New Sub-FunctionAnimation Animation (2D/3D)Audio Audio EffectsEngineering Management Engineering ManagementProject Engineering Project EngineeringElectronic / Electrical Engineering Electronic / Electrical EngineeringIndustrial Design Engineering Industrial Design EngineeringUsability Engineering Usability Engineering
Research & Development Product Reliability Quality Product ReliabilityQuality Test Engineering (Software) Applications Development Software Testing & Release
Research & Development Engineering
Internet Services Interactive & Digital Media
Manufacturing / Production & Assembly Engineering
27MERCER 27
3. Renaming of functions/sub-functions (H1 2012)
Old Function Name New Function NameInternet Services Internet/E-commerce
Function Old Sub Function Name New Sub Function NameWeb Content Design Web ContentOperations Web Administration & MaintenanceFailure Analysis Reliability/Failure AnalysisQuality Engineering / Test Engineering Quality EngineeringRegulatory Affairs / Compliance Engineering Regulatory Compliance Engineering
SalesPre-Sales – Solution Architect / Technical Specialist
Pre-Sales – Solution Architect
Internet/E-commerce
Quality
28MERCER 28
3. Renaming of sub-functions & broadening of scope (H2 2012)
Technical Support (Remote) Specialists
Technical Support (Phone) SpecialistsCall Centre
Technical Support (Phone) Specialists
Intellectual Property (IP) / Patents
Old Sub-function Name
Technical Support (Remote) Specialists
Post Sales (Customer) Support
Intellectual Property (IP)Corporate Affairs
New Sub-function NameFunction
29MERCER 2920 March 2012
4. Description updates of sub functionse.g. Sales - Services
This group of sales professionals is responsible for selling IT-related services.
Responsible for selling IT services, solutions and maintenance services to clients. Involves in the direct sales process by managing new and existing accounts of regional, national or strategic significance. Responsible for relationship building, managing accounts and building proposals with the help of technical staff. Serves as a key point of contact between the client and the organization. Informs clients of new IT-services and solutions offerings and recommends services that suit clients’business needs. Coordinates the preparation of bids documents and proposals. May conduct product demonstrations.
Note: Examples of IT-related services – IT security, data management services etc.
Typical titles include Sales Account Representative – Services.
30MERCER 20 March 2012
5. Addition of I6 to sub functions
I2: ExperiencedM1: “Management Level 1”(Team Leader)
P3: SeniorI1: Entry
P2: Experienced
I3: SeniorM2: “Management Level 2”(Supervisor)
P1: Entry
I4: SpecialistM3: “Management Level 3”(Manager)
I5: ExpertM4: “Management Level 4”
M5: “Management Level 5”
M6: “Management Level 6”
M7: “Management Level 7”
Para-ProfessionalIndividual ProfessionalManagement
Career
Levels
Career Streams
I6: Preeminent
31MERCER
Appendix
32MERCER
Less than US$100milUS$100 - 600milGreater than US$600milHardware / Telco:
Position Revenue Target Criteria
(“small”)
Position Revenue Target Criteria (“medium”)
Position Revenue TargetCriteria (“large”)
Industry sector
Less than US$100milUS$100 - 300mil Greater than US$300milSoftware:
Less than US$50milUS$50 - 200milGreater than US$200milConsulting / Professional
Services:
Head of OrganizationM5
Head of Organization
Head of OrganizationM6
M4
M7
Career Level
Job Matching Framework (Organization Type: Sales)Head of organization match drives matching of all other positions
33MERCER
Less than US$50milUS$50 - 300milGreater than US$300milManufacturing / R&D (Hardware)
/ Semicon:
Position Operating Budget Criteria
(“small”)
Position Operating Budget Criteria
(“medium”)
Position Operating Budget Criteria
(“large”)
Industry sector
Less than US$50milUS$50 - 150milGreater than US$150milR&D (Software):
Less than US$25milUS$25 - 100milGreater than US$100milBusiness Process
Outsourcing:
Head of OrganizationM5
Head of Organization
Head of OrganizationM6
M4
M7
Career Level
Job Matching Framework (Organization Type: Non-sales)Head of organization match drives matching of all other positions
34MERCER
Mercer (Singapore) Pte Ltd (1978 02499E)