Aon Hewitt Performance, Reward & Talent Proprietary and Confidential
Risk. Reinsurance. Human Resources.
Canada Salary Planning Report 2015–2016
Aon Hewitt Performance, Reward & Talent Proprietary and Confidential
Table of Contents Survey Highlights and Insights м
Global Salary Increase Survey Report Availability н
Overview of Survey Results п
Pay and Performance 1п
Workforce Size 25
Pay Delivery & Management ол
High Potentials and Top Performers 3р
Salary Increase .dzŘƎŜǘǎ by [ƻŎŀǘƛƻƴκwŜƎƛƻƴ оф
Participation Demographics ро
Employee Engagement рф
Appendix см
Definitions of Terms 62
Participant List 64
Aon Hewitt Performance, Reward & Talent Proprietary and Confidential
Survey Highlights and Insights This report presents the results of the 28th annual Global Salary Increase Survey conducted by Aon Hewitt. The survey focuses on overall changes in employee compensation for the calendar year 2015 and on current projections for 2016. The survey spans 120 markets with submissions receivedduring July and August. Participants include service, manufacturing, and multi-industryorganizations.
The Canada report consists of 476 companies.
How Data is Collected The survey data is collected through multinationals that submit multicountry data and also from companies that are recruited locally and submit data for one single country. The salary increase budget information reported in this report encompasses data for all companies reporting data for Canada.
Key Insights
Economic and political global uncertainty is casting a pall over the compensation budgeting process for 2015. Organizations continue to remain apprehensive about increasing their fixed costs. The chart below shows the comparison between 2015 average actual salary increase for all employees and projected consumer purchase index (CPI) for 2015.
Companies are instead increasing their reliance on variable forms of rewards. Details on variable spending can be found in the country reports or in our Global Variable Compensation Measurement™ (VCM™) survey.
Special Note
Occasionally we are asked how survey antitrust rules apply to collecting and reporting salary increase information. In fact, some organizations request that they receive the report with any prospective information removed. Aon Hewitt believes that, because such data (as is presented in this report) is widely available and is sufficiently general in nature, it falls within standard survey safe harbor guidelines.
However, if your company’s legal counsel suggests taking a more conservative approach, we can provide a version of the report that excludes projected data.
1.0%
2.8%
CPI
2015 Salary Increase
Canada Salary Planning Report 2015 - 2016 1
Aon Hewitt Performance, Reward & Talent Proprietary and Confidential
Salary Planning Light Report 2015-2016 2
Global Salary Increase Survey Report Availability
Canada Salary Planning Report 2015 - 2016 2
Aon Hewitt Performance, Reward & Talent Proprietary and Confidential
Global Salary Increase Survey Report Availability
North America
Canada United States
Asia Pacific
Australia China Fiji Guam Hong Kong India Indonesia Japan Korea Macau Malaysia New Zealand Papua New Guinea Philippines Singapore Sri Lanka Taiwan Thailand Vietnam
Europe/Middle East/ Africa
Angola Austria Azerbaijan Bahrain Belgium Botswana Bulgaria Croatia Cyprus
Czech Republic Denmark Egypt Estonia Finland France Georgia Germany Ghana Gibraltar Greece Hungary Ireland Israel Italy Jordan Kazakhstan Kenya Kuwait Latvia Lebanon Lithuania Luxembourg Malta Morocco Mozambique Netherlands Norway Oman Poland Portugal Qatar Romania Russia Saudi Arabia Serbia Slovakia Slovenia South Africa Spain Sweden
Switzerland Tanzania Tunisia Turkey Uganda Ukraine United Arab Emirates United Kingdom Yemen Zambia
Latin America
Antigua Argentina Bahamas Barbados Bermuda Bolivia Brazil Chile Colombia Costa Rica Dominican Republic Ecuador El Salvador Guatemala Honduras Jamaica Mexico Netherlands Antilles Nicaragua Panama Peru Puerto Rico Trinidad and Tobago Uruguay Venezuela
You may purchase detailed survey results from any of the countries above. The 28 th annual Global Salary Planning Report will be available in September 2015. For an order form or additional information, please send an email to [email protected].
Canada Salary Planning Report 2015 - 2016 3
Aon Hewitt Performance, Reward & Talent Proprietary and Confidential
Salary Planning Light Report 2015-2016 6
Overview of Survey Results
Canada Salary Planning Report 2015 - 2016 4
Overview of Total Salary Increases Across Employee Groups
have projected salary freeze for 2016.
Employee Groups
Top Executive/Sr. Mgmt
Middle Management
Junior Mgmt/Prof./Supv
Clerical/Admin/Tech
Manual Workforce
All Employees
3.0% (395)2.8% (455) 2.9% (439) 3.0% (406) 3.0% (402)2.7% (456) 2.9% (423) 2.9% (409)
(434) 2.9% (414) 3.0% (409)2.9% (455) 3.0% (438) 2.9% (418)
7.8% of participating organizations reported salary freeze for 2015, whereas around 7.8% of organizations
3.0% (401)2.8% (455) 3.0% (415) 2.9% (417)
Average
Actual 2015 Projected 2016
Including Salary Freezes and Pay Cuts
Excluding Salary Freezes and Pay Cuts
Including Salary Freezes and Pay Cuts
Excluding Salary Freezes and Pay Cuts
2.8% (455) 2.9% (437) 3.0% (420) 3.0% (415)3.0% (413)
2.8% (456) 2.9%
2.8%
2.8%
2.9%
2.8%
2.7%
2.8%
3.0%
2.9%
3.0%
2.9%
2.9%
2.9%
2.9%
3.0%
2.9%
2.9%
2.9%
3.0%
3.0%
3.0%
3.0%
3.0%
3.0%
3.0%
Top Executive/Sr. Mgmt
Middle Management
Junior Mgmt/Prof./Supv
Clerical/Admin/Tech
Manual Workforce
All Employees
2015 Average, Including Salary Freezes and Pay Cuts 2015 Average, Excluding Salary Freezes and Pay Cuts
2016 Average, Including Salary Freezes and Pay Cuts 2016 Average, Excluding Salary Freezes and Pay Cuts
Canada Salary Planning Report 2015 - 2016 5
Overview of Merit Increases Across Employee Groups
Employee Groups
Top Executive/Sr. Mgmt
Middle Management
Junior Mgmt/Prof./Supv
Clerical/Admin/Tech
Manual Workforce
All Employees
2.7% (290)2.6% (315) 2.7% (299) 2.7% (294) 2.8% (285)2.5% (316) 2.7% (289) 2.6% (311)
2.8% (286)2.5% (318) 2.7% (299) 2.7% (316) 2.8% (284)2.6% (315) 2.7% (298) 2.7% (296)
2.8% (278)2.6% (316) 2.8% (300) 2.8% (296) 2.8% (286)2.5% (317) 2.8% (288) 2.7% (295)
Average
Actual 2015 Projected 2016
Including Salary Freezes and Pay Cuts
Excluding Salary Freezes and Pay Cuts
Including Salary Freezes and Pay Cuts
Excluding Salary Freezes and Pay Cuts
2.5%
2.6%
2.6%
2.5%
2.5%
2.6%
2.8%
2.8%
2.7%
2.7%
2.7%
2.7%
2.7%
2.8%
2.7%
2.7%
2.6%
2.7%
2.8%
2.8%
2.8%
2.8%
2.7%
2.8%
Top Executive/Sr. Mgmt
Middle Management
Junior Mgmt/Prof./Supv
Clerical/Admin/Tech
Manual Workforce
All Employees
2015 Average, Including Salary Freezes and Pay Cuts 2015 Average, Excluding Salary Freezes and Pay Cuts
2016 Average, Including Salary Freezes and Pay Cuts 2016 Average, Excluding Salary Freezes and Pay Cuts
Canada Salary Planning Report 2015 - 2016 6
Overview of General Salary Increases Across Employee Groups
Employee Groups
Top Executive/Sr. Mgmt
Middle Management
Junior Mgmt/Prof./Supv
Clerical/Admin/Tech
Manual Workforce
All Employees
1.5% (31)0.9% (157) 1.5% (95) 0.8% (150) 1.3% (86)0.9% (162) 1.6% (96) 0.9% (59)
1.5% (88)0.9% (158) 1.5% (93) 0.9% (151) 1.5% (89)0.9% (158) 1.5% (94) 0.9% (151)
1.5% (87)0.9% (158) 1.5% (93) 0.8% (151) 1.5% (89)0.9% (158) 1.6% (88) 0.8% (151)
Average
Actual 2015 Projected 2016
Including Salary Freezes and Pay Cuts
Excluding Salary Freezes and Pay Cuts
Including Salary Freezes and Pay Cuts
Excluding Salary Freezes and Pay Cuts
0.9%
0.9%
0.9%
0.9%
0.9%
0.9%
1.6%
1.5%
1.5%
1.5%
1.6%
1.5%
0.8%
0.8%
0.9%
0.9%
0.9%
0.8%
1.5%
1.5%
1.5%
1.5%
1.5%
1.3%
Top Executive/Sr. Mgmt
Middle Management
Junior Mgmt/Prof./Supv
Clerical/Admin/Tech
Manual Workforce
All Employees
2015 Average, Including Salary Freezes and Pay Cuts 2015 Average, Excluding Salary Freezes and Pay Cuts
2016 Average, Including Salary Freezes and Pay Cuts 2016 Average, Excluding Salary Freezes and Pay Cuts
Canada Salary Planning Report 2015 - 2016 7
Overview of Mandatory Increases Across Employee Groups
Employee Groups
Top Executive/Sr. MgmtMiddle ManagementJunior Mgmt/Prof./SupvClerical/Admin/TechManual WorkforceAll Employees
2.3% (13)-- -- 1.6% (5) -- -- 1.8% (12)
0.7% (37) 2.3% (12) 0.7% (45)
-- ---- -- 2.3% (3) -- -- -- ---- -- -- -- -- --
-- ---- -- -- -- -- -- -- ---- -- -- -- -- --
Average Actual 2015 Projected 2016
Including Salary Freezes and Pay Cuts
Excluding Salary Freezes and Pay Cuts
Including Salary Freezes and Pay Cuts
Excluding Salary Freezes and Pay Cuts
0.7%
2.3%
2.3%
1.6%
0.7%
2.3%
1.8%
Top Executive/Sr. Mgmt
Middle Management
Junior Mgmt/Prof./Supv
Clerical/Admin/Tech
Manual Workforce
All Employees
2015 Average, Including Salary Freezes and Pay Cuts 2015 Average, Excluding Salary Freezes and Pay Cuts2016 Average, Including Salary Freezes and Pay Cuts 2016 Average, Excluding Salary Freezes and Pay Cuts
Total Salary Increase Budgets by Type of Company Ownership
Type of Company Ownership
Locally owned company
Foreign owned company
Joint venture company
Other Increase Budgets
Budgets
Salary Structure Movement
Promotional Budget
Special Adjustments
Overall Salary Increase by Performance
% of % of % of % of % of
(66)(99) (100) (102) (106) (116) (121) (100) (99) (65)
Employees
4.5% 8.0% 3.6% 24.8% 2.5% 64.1% 1.0% 7.9% 0.1% 3.3%
Increases Employees Increases Employees Increases Employees Increases Employees Increases
Far Exceeding Expectations
Often Exceeded Expectations
Met ExpectationsOften Did Not Meet
ExpectationsDid not meet Expectations
% Salary % Salary % Salary % Salary % Salary
Actual 2015 Projected 2016
Average Median Average Median
2.7% (325) 3.0% (325) 2.6% (326) 3.0% (326)2.6% (104) 3.0% (104) 2.4% (104) 3.0% (104)
Actual 2015 Projected 2016
Average Median Average Median
3.0% (5)3.2% (5) 3.0% (5) 2.8% (5)
2.0% (182)1.5% (85) 1.0% (85) 1.6% (83) 1.0% (85)2.2% (182) 2.0% (182) 2.2% (161)
1.0% (47)1.5% (47) 1.0% (47) 1.6% (42)
Canada Salary Planning Report 2015 - 2016 9
Total Salary Increase Budgets by Annual Revenue
Annual Revenue
Less than $0.5 million
$0.5–$1.0 million
$1.1–$5.0 million
$5.1–$10.0 million
$10.1–$25.0 million
$25.1–$50.0 million
$50.1–$100.0 million
$100.1–$250.0 million
$250.1–$500.0 million
$500.1 million-$1.0 billion
$1.01 billion-$5.0 billion
$5.01 billion-$10.0 billion
$10.1+ billion
Annual Revenue
Less than $0.5 million
$0.5–$1.0 million
$1.1–$5.0 million
$5.1–$10.0 million
$10.1–$25.0 million
$25.1–$50.0 million
$50.1–$100.0 million
$100.1–$250.0 million
$250.1–$500.0 million
$500.1 million-$1.0 billion
$1.01 billion-$5.0 billion
$5.01 billion-$10.0 billion
$10.1+ billion
Annual Revenue
Less than $0.5 million
$0.5–$1.0 million
$1.1–$5.0 million
$5.1–$10.0 million
$10.1–$25.0 million
$25.1–$50.0 million
$50.1–$100.0 million
$100.1–$250.0 million
$250.1–$500.0 million
$500.1 million-$1.0 billion
$1.01 billion-$5.0 billion
$5.01 billion-$10.0 billion
$10.1+ billion 2.3% (21)2.2% (21) 2.6% (21) 2.2% (21)
2.4% (65)2.5% (16) 2.9% (16) 2.8% (16) 2.9% (16)2.6% (65) 2.5% (65) 2.6% (65)
2.2% (39)2.6% (29) 2.6% (29) 2.5% (29) 2.6% (29)2.6% (39) 2.2% (39) 2.5% (39)
2.6% (45)2.5% (41) 2.4% (41) 2.6% (41) 2.5% (41)3.2% (45) 2.7% (45) 3.0% (45)
2.8% (20)2.8% (27) 2.4% (27) 2.7% (27) 2.1% (27)2.8% (20) 2.8% (20) 2.8% (20)2.4% (6) 2.4% (6) 1.9% (6) 2.4% (6)2.9% (17) 3.3% (17) 2.9% (17)2.8% (3) 2.0% (3) 2.2% (3) 1.0% (3)
3.3% (17)
Actual 2015 Projected 2016 Actual 2015 Projected 2016
2.1% (3) 2.7% (3) 1.0% (3) 2.7% (3)
2.5% (21)
Clerical/Admin/Tech Manual Workforce
3.0% (21) 2.5% (21) 3.6% (21)
2.7% (65)2.5% (16) 2.9% (16) 2.6% (16) 2.9% (16)2.7% (65) 2.7% (65) 2.7% (65)
2.2% (39)2.7% (29) 2.5% (29) 2.7% (29) 2.7% (29)2.7% (39) 2.3% (39) 2.7% (39)
2.7% (45)2.6% (41) 2.6% (41) 2.6% (41) 2.5% (41)2.9% (45) 2.7% (45) 3.1% (45)
2.8% (20)2.6% (27) 2.4% (27) 2.7% (27) 2.4% (27)3.0% (20) 3.0% (20) 3.4% (20)
3.3% (17)2.4% (6) 2.4% (6) 2.4% (6) 2.4% (6)3.0% (17) 3.4% (17) 2.9% (17)
2.7% (3)2.8% (3) 2.0% (3) 2.8% (3) 2.0% (3)2.8% (3) 2.7% (3) 2.1% (3)
Middle Management Junior Mgmt/Prof./Supv
Actual 2015 Projected 2016 Actual 2015 Projected 2016
2.5% (21)2.9% (21) 2.5% (21) 3.0% (21)
2.6% (65)2.6% (16) 2.9% (16) 1.9% (16) 2.9% (16)2.7% (65) 2.5% (65) 2.6% (65)
2.3% (39)2.7% (29) 2.7% (29) 2.7% (29) 2.7% (29)2.7% (39) 2.3% (39) 2.7% (39)
2.7% (45)2.7% (41) 2.4% (41) 2.7% (41) 2.5% (41)3.0% (45) 2.6% (45) 2.8% (45)
3.1% (20)2.7% (27) 2.3% (27) 2.6% (27) 2.4% (27)3.2% (20) 2.9% (20) 3.4% (20)
2.9% (17)2.4% (6) 2.4% (6) 2.4% (6) 2.4% (6)2.9% (17) 3.2% (17) 2.8% (17)
2.7% (3)2.8% (3) 1.0% (3) 2.8% (3) 2.0% (3)2.1% (3) 2.7% (3) 2.5% (3)
All Employees Top Executive/Sr. Mgmt
Actual 2015 Projected 2016 Actual 2015 Projected 2016
Canada Salary Planning Report 2015 - 2016 10
Total Salary Increase Budgets by Number of Full-Time Employees
Full–Time Employees
Under 500
500–1,000
1,001–2,000
2,001–5,000
5,001–10,000
10,001–20,000
20,001–50,000
Over 50,000
Full–Time Employees
Under 500
500–1,000
1,001–2,000
2,001–5,000
5,001–10,000
10,001–20,000
20,001–50,000
Over 50,000
Full–Time Employees
Under 500
500–1,000
1,001–2,000
2,001–5,000
5,001–10,000
10,001–20,000
20,001–50,000
Over 50,000
1.6% (10)1.7% (5) 2.4% (5) 1.7% (5) 2.4% (5)2.0% (10) 1.6% (10) 2.0% (10)
3.0% (18)2.6% (8) 2.2% (8) 2.4% (8) 2.1% (8)2.7% (18) 2.8% (18) 3.1% (18)
2.1% (45)2.6% (38) 2.7% (38) 2.7% (38) 2.7% (38)2.7% (45) 2.2% (45) 2.6% (45)
2.6% (260)2.5% (53) 2.6% (53) 2.5% (53) 2.5% (53)2.7% (260) 2.7% (260) 2.7% (260)
Clerical/Admin/Tech Manual Workforce
Actual 2015 Projected 2016 Actual 2015 Projected 2016
1.5% (10)1.7% (5) 2.4% (5) 1.7% (5) 2.4% (5)2.3% (10) 1.5% (10) 2.3% (10)
2.7% (18)2.6% (8) 2.2% (8) 2.6% (8) 2.2% (8)2.8% (18) 2.9% (18) 3.1% (18)2.5% (38) 2.9% (38) 2.6% (38) 2.8% (38)2.5% (45) 2.2% (45) 2.7% (45)2.6% (53) 2.7% (53) 2.7% (53) 2.6% (53)
2.2% (45)
Actual 2015 Projected 2016 Actual 2015 Projected 2016
2.9% (260) 2.7% (260) 2.9% (260) 2.7% (260)
Middle Management Junior Mgmt/Prof./Supv
1.6% (10)1.7% (5) 2.4% (5) 1.3% (5) 2.0% (5)2.1% (10) 1.6% (10) 2.8% (10)
2.7% (18)2.6% (8) 2.2% (8) 2.2% (8) 2.2% (8)2.9% (18) 2.8% (18) 2.6% (18)
2.0% (45)2.6% (38) 2.5% (38) 2.4% (38) 2.8% (38)2.6% (45) 2.2% (45) 2.4% (45)
2.7% (260)2.6% (53) 2.6% (53) 2.5% (53) 2.6% (53)2.9% (260) 2.7% (260) 2.8% (260)
All Employees Top Executive/Sr. Mgmt
Actual 2015 Projected 2016 Actual 2015 Projected 2016
Canada Salary Planning Report 2015 - 2016 11
Total Salary Increases By Industry
Manufacturing
Aerospace
Agriculture
Automotive/Vehicle Manufacturing
Auto ProducersAuto Suppliers
Chemicals (not Pharmaceutical)
Consumer Products
Consumer Products - Durable Goods
Consumer Products - Nondurable Goods
Electronics/Electrical
Food/Beverage/Tobacco
Diversified/Multi-Organization
Energy (Power/Oil/Gas)
Oil/Gas
PowerEngineering/Manufacturing
Industrial Machinery/Equipment
Building Materials
Textiles/Apparel Manufacturing
Rubber/Plastics/Glass
Forest & Paper Products/Packaging
Life SciencesAnimal Health
CRO
Pharmaceutical
Medical Devices
Metals
Mining/Milling/Smelting
Other Manufacturing
All Manufacturing
2.9%(26) (26)2.9% 2.9%
Average
Actual 2015 Projected 2016Including
Salary Freezes and Pay Cuts
Excluding Salary Freezes and Pay Cuts
Including Salary Freezes and Pay Cuts
Excluding Salary Freezes and Pay Cuts
(20)
3.1% 3.1% 3.3% 3.3%2.8% 2.9% 3.0%
2.9%2.9% 3.1% 3.0% 3.0%
(17) (17) (15)
(6) (6) (4) (4)
3.4%2.8% 2.8%
2.8% 2.8% 2.9%(15) (15) (11) (11)
2.9%
3.3% 3.3% 3.4%
2.9% 2.9% 2.8% 2.8%2.8% 2.8%
3.5% 3.5% 3.6% 3.6%2.9% 2.9% 2.8%
3.0%-- -- -- --
2.5% 2.7% 3.0%(13) (12) (11)
(6) (6) (6)
2.6% 2.7% 2.7% 2.9%2.2% 2.5% 2.6%
3.0%2.5% 3.0% 3.0% 3.0%2.4% 2.9% 2.9%
(26) (25) (23)
-- -- -- ---- -- --
3.0%-- -- -- --
2.6% 2.8% 2.8%
(1) (1) (1)
2.9% 2.9% 3.2% 3.2%-- -- --
2.6%2.9% 2.9% 3.0% 3.0%2.3% 2.3% 2.6%
(3) (3) (3)
2.8% 2.8% 2.7% 2.7%2.0% 2.7% 2.1%
3.1%2.7% 2.7% 2.9% 2.9%3.0% 3.0% 3.1%
(9) (9) (9)
2.8% (230) 2.9% (223) 2.9% (205) 3.0% (202)
2.6% 2.6% 2.9%
(9) (9) (7) (7)(5) (5) (5) (5)
2.9%
2.8%
(20)
(15)(11)
(23) (22) (21) (21)(48) (47) (41) (41)3.0%
(6)(25) (21) (26) (25)
(2) (2) (2) (2)(18) (18) (15) (15)2.8%
(22)(22) (21) (19) (18)
(17) (14) (18) (18)(8) (7) (8) (7)2.9%
(1)(4) (4) (4) (4)
(0) (0) (0) (0)(0) (0) (0) (0)--
(3)(23) (23) (19) (19)
(42) (42) (38) (38)(2) (2) (2) (2)--
(9)(4) (4) (4) (4)
(14) (14) (14) (14)(4) (3) (4) (3)
Canada Salary Planning Report 2015 - 2016 12
Total Salary Increases By Industry
Average
Actual 2015 Projected 2016Including
Salary Freezes and Pay Cuts
Excluding Salary Freezes and Pay Cuts
Including Salary Freezes and Pay Cuts
Excluding Salary Freezes and Pay Cuts
Services
Banking/FinanceBanks
Insurance - Life & Health
Insurance - Property & Casualty
Insurance - Other
Funds/Asset Management
Investment Banks
Securities
Other Financial Services
Construction/Engineering
Education Services
Engineering Design
Entertainment/Communications/PublicationMedia
Printing/Publishing
Government
Health Care/Medical Services
Hi - Tech
Business/Computer Services
Computers (Software and Hardware)
Application Services/Consulting
Semiconductors
Hospitality/Restaurants/ Travel
Infrastructure
ITeS (IT Enabled Services)
BFSI Captives
KPO/Analytics
Other Captives
Third Party Service Providers
Not-for-Profit (not Hospitals/Schools)
Professional ServicesAdvertising and PR
Accounting
Consulting
Legal
Real Estate
Research/Development
Retail (incl. Wholesale & Distribution)
Telecommunications
Mobile Service ProvidersOther Telecommunication Services
Transportation/ Logistics/ Shipping Services
Other Service
All Services
All Companies
2.3% 2.3% 2.4% 2.4%2.9% 2.9% 2.8%(48) (47) (39)
3.8% 3.8% 2.6% 2.6%2.5% 2.5% 2.4%
2.9%2.6% 3.0% 2.9% 2.9%2.9% 2.9% 2.9%
(10) (10) (7)
2.8% 2.8% 3.2% 3.2%3.0% 3.0% 3.1%
---- -- -- ---- -- --
(6) (6) (6)
-- -- -- --3.0% 3.0% 3.0%
--3.1% 3.1% 3.1% 3.1%
-- -- --
(1) (1) (1)
2.7% 3.0% 3.0% 3.0%3.1% 3.1% 2.8%
---- -- -- ---- -- --
(38) (35) (34)
2.7% 3.3% 3.6% 3.6%2.9% 3.2% 3.2%
2.2%3.1% 3.1% 3.1% 3.1%1.7% 2.0% 2.2%
(5) (4) (3)
-- -- -- --3.1% 3.1% 3.4%
2.7%-- -- -- --
2.9% 2.9% 2.7%
(0) (0) (0)
2.7% 3.1% 3.2% 3.2%-- -- --
---- -- -- ---- -- --
(8) (7) (8)
2.9% 2.9% -- ---- -- --
3.5%-- -- -- --
3.7% 3.7% 3.5%
(3) (3) (2)
3.2% 3.2% 3.3% 3.3%-- -- --
4.2%-- -- -- --
4.6% 4.6% 4.2%
(27) (27) (27)
2.1% 2.5% 2.7% 2.7%2.6% 2.6% 2.7%
2.6%2.3% 2.3% 2.4% 2.4%2.5% 2.5% 2.6%
(12) (10) (11)
2.8% (455) 2.9% (439) 3.0% (406)
3.2%
2.9% (225) 3.0% (216) 3.0% (201) 3.0%
2.8% 3.2% 3.2%
3.0% (403)
(201)
2.7%
--
--
--
3.4%
3.2%
2.8%
3.0%
3.1%
2.4%
2.8% (39)(10) (10) (7) (7)(4) (4) (4) (4)
(7)(0) (0) (0) (0)
(8) (7) (6) (6)(4) (4) (4) (4)
(6)(2) (2) (1) (1)
(0) (0) (0) (0)(12) (12) (11) (11)
(1)(0) (0) (0) (0)
(7) (7) (6) (6)(5) (5) (5) (5)
(34)(7) (6) (5) (5)
(1) (1) (1) (1)(6) (6) (6) (6)
(3)(14) (14) (13) (13)
(16) (16) (15) (15)(10) (9) (11) (11)
(0)(0) (0) (0) (0)
(0) (0) (0) (0)(8) (8) (5) (5)
(8)(13) (13) (10) (10)
(0) (0) (0) (0)(1) (1) (1) (1)
(2)(6) (6) (5) (5)
(0) (0) (0) (0)(1) (1) (1) (1)
(27)(16) (16) (14) (14)
(2) (2) (2) (2)(0) (0) (0) (0)
(11)(9) (8) (8) (8)
(4) (4) (3) (3)(12) (12) (11) (11)
Canada Salary Planning Report 2015 - 2016 13
Aon Hewitt Performance, Reward & Talent Proprietary and Confidential
Salary Planning Light Report 2015-2016 2
Pay and Performance
Canada Salary Planning Report 2015 - 2016 14
Pay and PerformanceVariable Pay Plans
84.2% of the organizations have variable pay programs for employee groups apart from the sales incentive plans forthe sales population.
Alignment of Variable Pay Plan53.4% of the organizations have reported having a Corporate variable plan, while 16.8% of respondents have a Global Business
Line variable pay plan.
Adjustments made to the global/regional plan at the country level
No adjustments are made
Eligibility Criteria
Targets
Measures
*Percentages will total more than 100% due to multiple responses given by some participants
(n=152)
(n=131)
(n=83)
Percent of Organizations*
15.7% (13)
61.4% (51)19.3% (16)39.8% (33)
Yes84.2%
No15.8%
No16.8%
Yes, Corporate53.4%
Yes, Global Business Line
16.8%
Yes, Regional12.2%
Yes, Regional Business Line
0.8%
Canada Salary Planning Report 2015 - 2016 15
Pay and PerformancePrevalence by Award Type
Individual performance awards are the most prevalent type of plan with 62.4% of the organizations providing the same.
Individual Performance awards
Team awards
Gain Sharing/Productivity Awards
Cash Profit Sharing awards
Business Incentive awards
Special Recognition awards
*Percentages will total more than 100% due to multiple responses given by some participants
**Any bonus or incentive plans intended only for sales population have been excluded from these calculations.
17.1% (20)28.2% (33)36.8% (43)
Type of PlansPercent of
Organizations*
19.7% (23)6.0% (7)
62.4% (73)
(n=117)
Canada Salary Planning Report 2015 - 2016 16
Pay and PerformancePrevalence of Variable Pay Plans by Employee Group
Individual performance awards
Top Executive/Sr. Mgmt (64)Middle Management (70)Junior Mgmt/Proff./Supv (66)Clerical/Admin/Tech (51)Manual Workforce (17)
Team awards
Top Executive/Sr. Mgmt (12)Middle Management (18)Junior Mgmt/Proff./Supv (19)Clerical/Admin/Tech (14)Manual Workforce (7)
Gain sharing/productivity awards
Top Executive/Sr. Mgmt (5)Middle Management (5)Junior Mgmt/Proff./Supv (5)Clerical/Admin/Tech (5)Manual Workforce (5)
Cash profit sharing awards
Top Executive/Sr. Mgmt (16)Middle Management (16)Junior Mgmt/Proff./Supv (16)Clerical/Admin/Tech (16)Manual Workforce (11)
Business incentive awards
Top Executive/Sr. Mgmt (33)Middle Management (32)Junior Mgmt/Proff./Supv (32)Clerical/Admin/Tech (26)Manual Workforce (10)
Special recognition awards
Top Executive/Sr. Mgmt (34)Middle Management (42)Junior Mgmt/Proff./Supv (43)Clerical/Admin/Tech (39)Manual Workforce (16)
*Percentages will total more than 100% due to multiple responses given by some participants (n=117)**Any bonus or incentive plans intended only for sales population have been excluded from these calculations.
36.8%33.3%13.7%
8.5%
29.1%35.9%
22.2%
13.7%13.7%13.7%13.7%9.4%
28.2%27.4%27.4%
6.0%
4.3%4.3%4.3%4.3%4.3%
12.0%
Type of PlanPercent of
Organizations
54.7%59.8%56.4%43.6%14.5%
10.3%15.4%16.2%
Canada Salary Planning Report 2015 - 2016 17
Pay and PerformancePrevalence of Variable Pay by Industry
Manufacturing
Aerospace 100.0% (6)Agriculture -- (1)Automotive/Vehicle Manufacturing 80.0% (5)
Auto Producers -- (2)Auto Suppliers -- (2)
Chemicals (not Pharmaceutical) 100.0% (7)Consumer Products 81.8% (11)
Consumer Products - Durable Goods 66.7% (3)Consumer Products - Nondurable Goods -- (2)Electronics/Electrical -- (0)Consumer Products - Food/Beverage/Tobacco 100.0% (6)
Diversified/Multi-Organization -- (2)Energy (Power/Oil/Gas) 100.0% (12)
Oil/Gas 100.0% (6)Power 100.0% (6)
Engineering/Manufacturing 100.0% (8)Industrial Machinery/Equipment 100.0% (7)Building Materials -- (0)Textiles/Apparel Manufacturing -- (0)Rubber/Plastics/Glass -- (0)
Forest & Paper Products/Packaging -- (1)Life Sciences 71.4% (7)
Animal Health -- (0)CRO -- (0)Pharmaceutical 66.7% (6)Medical Devices -- (1)
Metals 100.0% (3)Mining/Milling/Smelting 100.0% (4)Other Manufacturing -- (1)
All Manufacturing 92.6% (68)
Percent of
Organizations
Canada Salary Planning Report 2015 - 2016 18
Pay and PerformancePrevalence of Variable Pay by Industry
Percent of
Organizations
Services
Banking/Finance 92.3% (26)Banks 83.3% (6)Insurance - Life & Health 100.0% (4)Insurance - Property & Casualty 100.0% (5)Insurance - Other -- (2)Funds/Asset Management 100.0% (4)Investment Banks -- (0)Securities -- (0)Other Financial Services 80.0% (5)
Construction/Engineering 66.7% (3)Education Services -- (0)Engineering Design -- (1)Entertainment/Communications/Publication -- (2)
Media -- (0)Printing/Publishing -- (0)
Government -- (1)Health Care/Medical Services -- (2)Hi - Tech 71.4% (7)
Business/Computer Services -- (0)Computers and Related Products (Software and Hardware) -- (2)Application Services/Consulting 100.0% (4)Semiconductors -- (1)
Hospitality/Restaurants/ Travel 66.7% (3)Infrastructure -- (0)ITeS (IT Enabled Services) -- (2)
BFSI Captives -- (0)KPO/Analytics -- (0)Other Captives -- (0)Third Party Service Providers -- (0)
Not-for-Profit (not Hospitals/Schools) 28.6% (7)Professional Services 42.9% (7)
Advertising and PR -- (0)Accounting -- (1)Consulting -- (0)Legal 20.0% (5)
Real Estate -- (1)Research/Development -- (0)Retail (incl. Wholesale & Distribution) 81.8% (11)Telecommunications 100.0% (8)
Mobile Service Providers 100.0% (3)Other Telecommunication Services 100.0% (5)
Transportation/ Logistics/ Shipping Services 80.0% (5)Other Service -- (1)
All Services 74.7% (87)
All Companies 82.6% (155)
Canada Salary Planning Report 2015 - 2016 19
Pay and PerformanceOrganization's Variable Plan Payout
90% of the organizations did make a payout in 2015.
All Employees
Top Executive/Sr. Mgmt
Middle Management
Junior Mgmt/Proff./Supv
Clerical/Admin/Tech
Manual Workforce
Organization Spending on Broad Based Variable Pay Awards
The Variable Pay spending reported below is based on an average of the organizations that report prevalence of a Variable
Pay Plan. Spending is calculated by the amount of all Variable Pay awards divided by the amount of Total Cost to Company
(excluding Sales Incentive Plans) of the eligible employee group.
Average Spending as a Percent of Payroll
All Employees
Top Executive/Sr. Mgmt
Middle Management
Junior Mgmt/Proff./Supv
Clerical/Admin/Tech
Manual Workforce
*All organizations having no or zero payout have been excluded from the above numbers
(26)66.1%
(64)79.4% (61)86.9%
(n=140)
83.8% (62)
Employee Groups
(54)
Employee GroupsAverage Percentage of Employees
Receiving a Payout
(59)91.0% (64)93.5%
Actual 2015 Projected 2016
(63)(61)
11.8%5.7%
(53)(63) 16.5%
16.1%28.3%19.5%12.8%5.8%4.3% 3.8%(28)
(43)(41)(46)(45)(43)(24)
16.2%25.4%
Yes90.0%
No10.0%
Canada Salary Planning Report 2015 - 2016 20
Pay and PerformanceLong-Term Incentives
55% of the responding organizations have reported that they offer long-term incentives.
Restricted stock is the most prevalent type of LTI plan, with 53.7% of the responding organizations offering it.
Stock Options
Performance Shares/Units
Restricted StockPhantom Stock
Other
*Percentages will total more than 100% due to multiple responses by some participants (n=82)
Percentage of Employees Receiving Long-Term Incentives
Employee Group
Top Executive/Sr. MgmtMiddle ManagementJunior Mgmt/Proff./Supv
LTI Earning Opportunity / Potential Gain as a percentage of Total Fixed Pay
Employee Group
Top Executive/Sr. Mgmt (40)Middle Management (24)Junior Mgmt/Proff./Supv (17)
Average Percent of EmployeesReceiving Grants of Any Type
for 2015
47.1%25.8%8.2%
Average LTI EarningOpportunity / Potential Gain asan Average to Total Fixed Pay
76.7%45.9%39.6%
(56)(31)(15)
43.9% (36)
20.7% (17)
52.4% (43)53.7% (44)6.1% (5)
(n=151)
Types of PlansPercent of
Organizations*
Yes55.0%
No45.0%
Canada Salary Planning Report 2015 - 2016 21
Pay and PerformancePrevalence of Long Term Incentives by Employee Group
Stock Options
Top Executive/Sr. Mgmt
Middle Management
Junior Mgmt/Proff./Supv
Performance Shares/Units
Top Executive/Sr. Mgmt
Middle Management
Junior Mgmt/Proff./Supv
Restricted Stock
Top Executive/Sr. Mgmt
Middle Management
Junior Mgmt/Proff./Supv
Phantom Stocks
Top Executive/Sr. Mgmt
Middle Management
Junior Mgmt/Proff./Supv
Other
Top Executive/Sr. Mgmt
Middle Management
Junior Mgmt/Proff./Supv
*Percentages will total more than 100% due to more than one response by some participants (n=82)
Types of Plans
(36)(8)(0)
43.9%9.8%0.0%
Percent of Organizations *
(1)
(5)
19.5%8.5%1.2%
(0)(0)
6.1%0.0%0.0%
(16)(7)
52.4%25.6%12.2%
51.2%9.8%1.2%
(43)(21)(10)
(42)(8)(1)
Canada Salary Planning Report 2015 - 2016 22
Pay and PerformancePrevalence of Long Term Incentive Plans by Industry
Manufacturing
Aerospace
AgricultureAutomotive/Vehicle Manufacturing
Auto Producers
Auto Suppliers
Chemicals (not Pharmaceutical)
Consumer Products
Consumer Products - Durable Goods
Consumer Products - Nondurable Goods
Electronics/Electrical
Consumer Products - Food/Beverage/Tobacco
Diversified/Multi-Organization
Energy (Power/Oil/Gas)
Oil/Gas
Power
Engineering/Manufacturing
Industrial Machinery/Equipment
Building Materials
Textiles/Apparel Manufacturing
Rubber/Plastics/Glass
Forest & Paper Products/Packaging
Life Sciences
Animal Health
CRO
Pharmaceutical
Medical Devices
Metals
Mining/Milling/Smelting
Other Manufacturing
All Manufacturing 62.1%
------
71.4%----
66.7%--
66.7%100.0%
--
--
40.0%------
66.7%--
76.9%85.7%66.7%71.4%66.7%
28.6%
Percent ofOrganizations
40.0%--
60.0%----
(5)(1)(5)(2)(2)
(6)(2)(13)(7)(6)
(7)(10)(2)(2)(0)
(1)(7)(0)(0)(6)
(7)(6)(0)(0)(0)
(1)(3)(4)(1)
(66)
Canada Salary Planning Report 2015 - 2016 23
Pay and PerformancePrevalence of Long Term Incentive Plans by Industry
Percent ofOrganizations
Services
Banking/Finance
Banks
Insurance - Life & Health
Insurance - Property & Casualty
Insurance - Other
Funds/Asset Management
Investment Banks
Securities
Other Financial Services
Construction/Engineering
Education Services
Engineering Design
Entertainment/Communications/Publication
Media
Printing/Publishing
Government
Health Care/Medical Services
Hi - Tech
Business/Computer Services
Computers and Related Products (Software and Hardware)
Application Services/Consulting
Semiconductors
Hospitality/Restaurants/ Travel
Infrastructure
ITeS (IT Enabled Services)
BFSI Captives
KPO/Analytics
Other Captives
Third Party Service Providers
Not-for-Profit (not Hospitals/Schools)
Professional Services
Advertising and PR
Accounting
Consulting
Legal
Real Estate
Research/Development
Retail (incl. Wholesale & Distribution)
Telecommunications
Mobile Service Providers
Other Telecommunication Services
Transportation/ Logistics/ Shipping Services
Other Service
All Services
All Companies
--
49.4%
55.0%
--81.8%57.1%
100.0%25.0%40.0%
--
----------
0.0%0.0%
------
0.0%
--
----------
28.6%----
25.0%--
33.3%
--
61.5%83.3%75.0%40.0%
--100.0%
----
40.0%66.7%
--
(26)(6)(4)(5)(2)
(0)(1)(2)(0)(0)
(4)(0)(0)(5)(3)
(4)(1)(3)(0)(2)
(1)(2)(7)(0)(2)
(6)(0)(1)(0)(5)
(0)(0)(0)(0)(7)
(4)(5)(1)
(85)
(151)
(1)(0)(11)(7)(3)
Canada Salary Planning Report 2015 - 2016 24
Aon Hewitt Performance, Reward & Talent Proprietary and Confidential
Salary Planning Light Report 2015-2016 2
Workforce Size
Canada Salary Planning Report 2015 - 2016 25
Workforce SizeAttrition Across Employee Groups
Top Executive/Sr. Mgmt 1.4% Middle Management
Junior Mgmt/Proff./Supv
Clerical/Admin/Tech
Manual Workforce
Critical Talent
All Employees
(33)(50)(41)3.6%(37)2.7%
5.6%(44)3.4%(43)2.5%
4.2% (75) 9.8% (77) 13.4% (84)
(16)2.4% (24) 8.0% (24) 10.7% (28)0.0% (13) 0.8% (14) 0.8%
(49)2.1% (47) 9.2% (49) 10.9% (54)2.1% (42) 5.9% (41) 7.5%
Employee GroupsInvoluntary
Turnover RateVoluntary
Turnover RateOverall
Turnover Rate
1.4%
2.5%
2.1%
2.1%
2.4%
4.2%
2.7%
3.4%
9.2%
5.9%
8.0%
0.8%
9.8%
3.6%
5.6%
10.9%
7.5%
10.7%
0.8%
13.4%
Top Executive/Sr. Mgmt
Middle Management
Junior Mgmt/Proff./Supv
Clerical/Admin/Tech
Manual Workforce
Critical Talent
All Employees
Overall Turnover Rate Voluntary Turnover Rate Involuntary Turnover Rate
Canada Salary Planning Report 2015 - 2016 26
Workforce SizeOverall Attrition by IndustryThe average turnover rate for responding organizations is 13.4%.
Manufacturing
Aerospace
Automotive/Vehicle Manufacturing
Chemicals (not Pharmaceutical)
Energy (Power/Oil/Gas)
Oil/Gas
Power
Engineering/Manufacturing
Industrial Machinery/Equipment
Life Sciences
Pharmaceutical
All Manufacturing
Services
Banking/Finance
Banks
Insurance - Life & Health
Insurance - Property & Casualty
Other Financial Services
Hi - Tech
Business/Computer Services
Computers and Related Products
Application Services/Consulting
Semiconductors
Not-for-Profit (not Hospitals/Schools)
Professional Services
Advertising and PR
Accounting
Consulting
Legal
Retail (incl. Wholesale & Distribution)
Telecommunications
Mobile Service Providers
Other Telecommunication Services
All Services
All Companies 0.8%
(7)
(16)
-- (0)-- (0)
1.5%
-- (0)-- (1)-- (0)
0.8% (5)-- (0)-- (0)-- (0)-- (0)
-- (0)-- (0)-- (0)
-- (0)-- (0)
-- (0)
0.3% (9)
----
(1)(0)
-- (1)-- (0)
-- (0)-- (0)
-- (1)-- (2)-- (2)
Critical Talent
--
-- (2)-- (1)
-- (2)--
(1)(1)
(2)
Junior Manager/
Supervisor/Professional
General StaffManual
Workforce
(2) -- (2)(3) 1.0% (3)
Overall
2.8% (3) -- (1) -- (2) 5.7% (3) --
Top Executive
Middle Management
(7) -- (2) -- (2) -- (2) --(2) 2.0% (3) 1.8%
(2) ----
(6) 4.2% (4)4.9%
10.7% (9) 4.1% (5) 4.5% (6) 4.8% (6) 4.0%
(2) -- (2) --
(2) -- (2)23.3% (4) -- (2) -- (2) -- (2) -- (2) -- (2)23.3% (4) -- (2) -- (2) -- (2) --
14.9% (4) -- (2) -- (0)14.9% (4) -- (2) -- (2) -- (2) --
(2) -- (2) -- (2) --(2) -- (0)
13.6% (6) 3.5% (3) 4.7% (4) 3.8% (4) 4.5% (4) -- (2)4.9% (3) -- (2) -- (2)(2) -- (2) -- (2) --
11.3% (34) 1.9% (18) 5.3% (17)(21) 4.7% (23) 7.1% (22) 10.7%
(7) -- (2)10.7% (3) -- (0) -- (0) -- (0) -- (0) -- (0)11.1% (16) 3.6% (6) 7.0% (6) 11.1% (7) 8.5%
11.4% (3) -- (2) -- (1)-- (4) -- (0) -- (0) -- (0) --
(2) -- (2) -- (2) --(0) -- (0)(3) -- (1)
40.1% (3) -- (1) 6.0% (0)(3) 77.4% (3) -- (0) ---- (3) -- (2) -- (2) 7.7% (3) 7.3%
(0) -- (0)-- (0) -- (0) -- (0) -- (0) -- (0) -- (0)-- (0) -- (0) -- (0) -- (0) --
(7) 5.7% (4)12.3% (4) -- (2) 8.2% (0)(4) 17.1% (3) 7.3% (3) --10.9% (7) 0.7% (6) 1.1% (7) 3.8% (7) 2.6%
(0) -- (0)-- (1) -- (1) -- (1) -- (1) -- (1) -- (0)-- (0) -- (0) -- (0) -- (0) --
-- (0) -- (0) -- (0)-- (1) -- (1) -- (2) -- (1) --
(0) -- (0) -- (0) --(2) -- (0)(5) 18.0% (5)25.7% (7) 6.0% (4) 7.1% (5) 7.4% (6) 15.0%
40.1% (3) -- (1) 6.0% (0)-- (0) -- (0) -- (0) -- (0) --
(3) 77.4% (3) -- (0) --(0) -- (0)
11.1% (5) -- (0) -- (0) -- (1) -- (1) -- (0)-- (2) -- (0) -- (0)
8.9% (3) -- (0) -- (0) -- (1) --(0) -- (0) -- (0) --
(1) -- (0)
(31) (27) 10.5%7.9% (11)
13.4% (84) 3.6% (41) 5.6%
14.8% (50) 4.9% (23) 5.9% (29) 15.5%
(28)(50) 10.9% (54) 7.5% (49) 10.7%
Canada Salary Planning Report 2015 - 2016 27
Workforce SizeReasons for Voluntary Attrition
External Equity of Compensation
Better External Opportunity
Limited Growth Opportunities
Work Life Balance
Other
(n=83)* Prevalence denotes the frequency of reason for attrition as cited by responding organizations, irrespective of rank.
Key Retention Measures
Pay Above Market (Off cycle Market Adjustment or Merit Increases)
Long-Term Incentives
Short-Term Incentives
Accelerated Career Development Opportunities
Improved Work Life Balance
Timely and Meaningful Feedback from Managers
Attractive Benefits Package
Other
(n=93)* Prevalence denotes the frequency of retention measures cited by responding organizations, irrespective of rank.
Key Attraction Measures
Competitive Fixed Compensation
Competitive Variable Compensation (eg. Bonus, stock awards etc)
Competitive Benefits and Perquisites (eg. Pension, company car, time off)
Work Environment (eg. Leadership, culture, flexible work arrangements)
Career Development Opportunities
Other
(n=106)* Prevalence denotes the frequency of attraction measures cited by responding organizations, irrespective of rank.
14.2%46
83.0%64.2%
163.2%
70.8%60.4%
253
Measures Prevalence
57.0%
7.5%
45.2%
Rank
45
861.3% 2
55.9%60.2% 1
3
43.0%30.1%
67
32.5%
Measures Prevalence Rank
4
Reasons Prevalence
42.2%
57.8%92.8%71.1%
3125
Rank
Canada Salary Planning Report 2015 - 2016 28
Workforce SizeCommunication
Of the 154 responding organizations, 83.8% have formal salary ranges. Out of these, 69 organizations communicate their
salary ranges to their employees, details of which are given in the table below.
Employees know their own salary range information only (42)Communicate all salary range information to all employees, excluding executive salary ranges (22)
Total Compensation StatementsOf the responding organizations, 60.7% provide their employees with total compensation statements.
(n=150)
Communicate Compensation PhilosophyOf the responding organizations, 56.4% communicate their compensation philosophy to their employees.
(n=149)
Leadership\Line Manager (38)Human Resource Department (18)Joint Responsibility between Leadership/Line Manager and Human Resource Department (94)
(n=143)
26.6%12.6%65.7%
CommunicationPercent of
Organizations
65.6%34.4%
Responsibility of CommunicationsPercent of
Organizations
Yes60.7%
No39.3%
Yes56.4%
No43.6%
Canada Salary Planning Report 2015 - 2016 29
Aon Hewitt Performance, Reward & Talent Proprietary and Confidential
Salary Planning Light Report 2015-2016 2
Pay Delievery & Management
Canada Salary Planning Report 2015 - 2016 30
Pay Delivery & ManagementFactors Considered While Making Budget Recommendations
Organization Performance is the most prevalent factor driving budget recommendations with 75.5% of the organizations citingthis as a factor.
Organization Performance
Industry Performance
Competitive Positioning with Respect to the Relevant Market
Market Survey Benchmarking the % Granted/Planned by Other Companies
Payroll Cost as a Percentage to Revenue
Other Employee Costs such as Training, Recruitment etc.
Manpower Productivity
Employee Attrition
Inflation
Others
*Percentages will total more than 100% due to multiple responses by some participants (n=155)
Factors Influencing Organization's Pay Decisions
Performance is the most prevalent factor driving pay decisions with 95.4% of the organizations citing this as an influence.
Factors
Knowledge & Skill
Internal Equity
Performance
Potential
Scope & Size of Role
Seniority of Level
Availability of Budgets
Market Competitiveness of Pay
Others
*Percentages will total more than 100% due to multiple responses by some participants (n=152)
80.0% (124)
62.5% (95)75.7% (115)2.0% (3)
32.2% (49)40.1% (61)0.0% (0)
95.4% (145)
16.8% (26)43.9% (68)1.9% (3)
Percent of Organizations*
55.9% (85)81.6% (124)
21.9% (34)4.5% (7)4.5% (7)
Factors
74.8% (116)
Percent of Organizations*
75.5% (117)24.5% (38)
Canada Salary Planning Report 2015 - 2016 31
Pay Delivery & ManagementPay Ranges for Internal Pay Management Process We asked companies to identify the pay range they use for their internal pay management process
Methodologies Used to Determine Pay Increase
Frequency of Salary Increases
94.6% of responding organizations have a yearly frequency for Salary Increases.
No
2 Times a Year
More than 2 Times a Year
(n=149)Factors affecting the frequency of Salary Increases
Individual Assessment
Cost of Living Adjustment
Others
(n=11)
FactorsPercentage ofOrganizations
90.9% (10)18.2% (2)9.1% (1)
3.4%2.0%
(5)(3)
A majority of the organizations confirmed differentiating salary increases by performance rating and by the current positioning / compa-ratio of employees within the current pay range. This approach promotes a fine balance between external as well as internal parity.
Percentage ofOrganizations
94.6%
(n=155)
(n=156)
(141)
Frequency
Level Pay Ranges56.1%
Level Functional Pay
Ranges14.2%
Position Pay Ranges20.6%
No Pay Ranges
9.0%
Performance Rating24.4%
Merit Matrix based on performance and positioning/compa
ratio of the individual in the current range
58.3%
Discretionary10.3%
Others7.1%
Canada Salary Planning Report 2015 - 2016 32
Pay Delivery & ManagementPerformance Rating Scale
Month of Salary Revision
The graph below indicates the months in which organizations revise their salaries. As seen below, 27.1% of the respondents
reported January as the most popular month of salary revision.
(n=107)
(n=153)
No performance rating scale,
6.5%3-point
scale, 9.2%
4-point scale, 21.6%
5-point scale, 54.2%
6-point scale, 3.3%
Others, 5.2%
27.1%
8.4%
17.8%
23.4%
1.9%
4.7%
6.5%
1.9%
1.9%
1.9%
1.9%
2.8%
January
February
March
April
May
June
July
August
September
October
November
December
Canada Salary Planning Report 2015 - 2016 33
Pay Delivery & ManagementApproaches Adopted for New Joinees during the Increment Process
39.1% of the responding organizations grant prorated increases to new-joinees, i.e. on the basis of the number of
months served in the current performance year within the organization. In the current context, organizations are
increasingly moving away from granting anniversary increases to employees, primarily due to administrative difficulties.
(n=128)
Grant full increase in the current performance
year 34.4%
Grant prorated increase in the current
performance year depending on the no. of
months served 39.1%
No increase granted26.6%
Canada Salary Planning Report 2015 - 2016 34
Aon Hewitt Performance, Reward & Talent Proprietary and Confidential
Salary Planning Light Report 2015-2016 2
High Potentials & Top Perfomers
Canada Salary Planning Report 2015 - 2016 35
High Potentials and Top Performers
High Potentials—An elite group of employees who are seen as being capable of contributing to the organization in a role with greater complexity, impact, scope and scale than their current roles. They have the versatility to play
a number of roles in the organization; demonstrate the ability to see things from new perspectives and to quickly
adapt; would be difficult to replace due to the value that they bring to the organization; and consistently deliver
strong results.
Top Performers—A group of employees who clearly and consistently demonstrate extraordinary and exceptional accomplishments in all major areas of responsibility. Performance of this caliber is rarely equaled by others who
hold positions of comparable responsibility. A top performer is not automatically a High Potential.
Critical Talent/ Key Positions —Those positions that require specific knowledge and specialization. Would be difficult to replace them due to the value that they bring to the organization. Positions that support
the core business, without them the operations are at risk and with them profitability and growth is achieved.
Low Performers— A group of employees who clearly and consistently demonstrate a performance under the minimum expectations in mayor areas of responsibility. Low performers could be either or both in terms of
results or versus individual objectives or disruptive behaviors for the team or for the company efficiency and/or values.
Identification of High Potentials, Top and Low Performers and Key Positions64.6% of the responding organizations could identify their high potentials. 86.4% can identify their top performers.
Low performers can be identified by 78.8% and 70.8% could identify key positions.
Separate Merit Budget for High Potentials, Top and Low Performers and Key Positions4.1% of the responding organizations use a separate merit budget for high potentials (7.8%), for top performers (6.2%) and for
critical talent (4.7%).
Separate Merit Budget
In addition to the overall merit budget for all employees
A "carve out" of the overall merit budget for all employees
Unsure
Percentage of Overall Merit Budget Allocated for High Potentials, Top Performers and Key Positions
Count
Percentage of Overall Merit Budget
Percentage of Organizations
17.4% (4)
High Potentials Top Performers Key Positions
56.5% (13)26.1% (6)
(n=23)
7.8% 7.3% 6.2% 6.3% 4.7% 5.1%
Actual 2015 Projected 2016 Actual 2015 Projected 2016 Actual 2015 Projected 2016
(8) (10) (17) (18) (7) (10)
Canada Salary Planning Report 2015 - 2016 36
High Potentials and Top Performers
Rewards with the Greatest Impact
Most participants indicated that merit increases, promotions and variable pay have the greatest ability to reward high
potentials as well as top performers and key positions.
Type of Reward
Merit Increases to Base Salary
Promotions
Stock/Stock options
Unsure
Other
High Potentials Top Performers
Key Positions
49.2% (61) 21.4% (27) 15.9%
17.7% (22) 32.5% (41) 30.1%
14.5% (18) 9.5% (12) 20.4%
2.4% (3) 1.6% (2) 7.1%
0.8% (1) 0.0% (0) 0.0%
(8)
(7)
(23)
6.2%
Key Positions
20.4%
(18)
(34)
(n=124) (n=126) (n=113)
(0)
(23)
Variable Pay(bonus/incentive)
High Potentials Top Performers
10.5% (13) 28.6% (36)
Special Recognition (cash, merchandise, travel) 4.8% (6) 6.3% (8)
Merit increases to base salary
17.7%
Promotions49.2%
Special recognition
(cash, merchandise
, travel)4.8%
Variable pay (bonus/
incentive)10.5%
Stock/Stock options2.4%
Unsure14.5%
Other0.8%
Merit increases to base salary
32.5%
Promotions21.4%
Special recognition
(cash, merchandise,
travel)6.3%
Variable pay (bonus/
incentive)28.6%
Stock/Stock options1.6%
Unsure9.5%
Merit increases to base salary
30.1%
Promotions15.9%
Special recognition (cash, merchandise,
travel)6.2%
Variable pay (bonus/incentive)
20.4%
Stock/Stock options7.1%
Unsure20.4%
Canada Salary Planning Report 2015 - 2016 37
High Potentials and Top PerformersMethods Used to Ensure Differential Pay
The methods used to differentiate pay increases for high potentials, top performers and/or key positions are shown
in the table below.
Methods used
(2) 50.0% (5)
Other: (1) 100.0% (1) - - (0)(0)
Managers Receive Training in Differentiation in Pay Decisions for:
(8) 12.5% (1) 87.5% (7) - (0)
Written Guidance is Given to Managers Around High Differentiation for:
(11) 9.1% (1) 90.9% (10) - (0)
41.7% (10)(10)Pay Adjustments Outside the Merit Process Budget for:
(24) 16.7% (4) 41.7%
Mid-year/More Frequent Salary Reviews for:
(10) 30.0% (3) 20.0%
(9) 30.8% (4)Separate Merit Budget for: (13) - (0) 69.2%
(n) High Potentials Top Performers Key Positions
Merit Matrix includes Highest Increases for:
(65) 7.7% (5) 90.8% (59) 1.5% (1)
Canada Salary Planning Report 2015 - 2016 38
Aon Hewitt Performance, Reward & Talent Proprietary and Confidential
Salary Planning Light Report 2015-2016 2
Salary Increase Budgets by Location/Region
Canada Salary Planning Report 2015 - 2016 39
All OrganizationsTotal Salary Increase Budget
Province/Territory
British Columbia
Top Executive/Sr. Mgmt. (28) (25)
Middle Management (28) (25)
Junior Mgmt./Prof./Supv. (28) (25)
Clerical/Admin./Tech. (28) (26)
Manual Workforce (27) (24)
All Employees (28) (25)
Vancouver
Top Executive/Sr. Mgmt. (26) (23)
Middle Management (26) (23)
Junior Mgmt./Prof./Supv. (26) (23)
Clerical/Admin./Tech. (26) (24)
Manual Workforce (25) (22)
All Employees (26) (23)
Alberta
Top Executive/Sr. Mgmt. (42) (42)
Middle Management (42) (42)
Junior Mgmt./Prof./Supv. (42) (42)
Clerical/Admin./Tech. (42) (42)
Manual Workforce (42) (42)
All Employees (42) (42)
Edmonton
Top Executive/Sr. Mgmt. (9) (8)
Middle Management (9) (8)
Junior Mgmt./Prof./Supv. (9) (8)
Clerical/Admin./Tech. (9) (8)
Manual Workforce (9) (8)
All Employees (9) (8)
Calgary
Top Executive/Sr. Mgmt. (30) (31)
Middle Management (30) (31)
Junior Mgmt./Prof./Supv. (30) (31)
Clerical/Admin./Tech. (30) (31)
Manual Workforce (30) (31)
All Employees (30) (31)
Actual 2015 (Average) Projected 2016 (Average)
2.5 % 2.8 %
(Including Zeroes) (Including Zeroes)
2.4 % 2.7 %
2.4 % 2.7 %
2.4 % 2.7 %
2.3 % 2.5 %
2.3 % 2.7 %
2.3 % 2.7 %
2.5 % 2.8 %
2.3 % 2.7 %
2.3 % 2.7 %
2.3 % 2.7 %
2.3 % 2.6 %
2.7 % 3.0 %
2.5 % 3.0 %
2.6 % 3.0 %
2.8 % 3.1 %
2.8 % 2.9 %
3.5 % 2.9 %
2.6 % 3.0 %
2.9 % 3.0 %
2.9 % 3.0 %
3.5 % 2.9 %
3.0 % 3.2 %
3.2 % 3.1 %
2.5 % 3.0 %
2.5 % 3.1 %
2.4 % 3.0 %
2.4 % 3.0 %
2.4 % 3.0 %
2.6 % 3.1 %
Canada Salary Planning Report 2015 - 2016 40
All OrganizationsTotal Salary Increase Budget
Province/Territory Actual 2015 (Average) Projected 2016 (Average)(Including Zeroes) (Including Zeroes)
Saskatchewan
Top Executive/Sr. Mgmt. (8) (8)
Middle Management (8) (8)
Junior Mgmt./Prof./Supv. (8) (8)
Clerical/Admin./Tech. (7) (7)
Manual Workforce (7) (7)
All Employees (8) (7)
Regina
Top Executive/Sr. Mgmt. (5) (5)
Middle Management (5) (5)
Junior Mgmt./Prof./Supv. (5) (5)
Clerical/Admin./Tech. (4) (4)
Manual Workforce (4) (4)
All Employees (5) (4)
Saskatoon
Top Executive/Sr. Mgmt. (3) (3)
Middle Management (3) (3)
Junior Mgmt./Prof./Supv. (3) (3)
Clerical/Admin./Tech. (3) (3)
Manual Workforce (3) (3)
All Employees (3) (3)
Manitoba
Top Executive/Sr. Mgmt. (8) (8)
Middle Management (8) (8)
Junior Mgmt./Prof./Supv. (8) (8)
Clerical/Admin./Tech. (8) (8)
Manual Workforce (8) (8)
All Employees (8) (8)
Winnipeg
Top Executive/Sr. Mgmt. (7) (7)
Middle Management (7) (7)
Junior Mgmt./Prof./Supv. (7) (7)
Clerical/Admin./Tech. (7) (7)
Manual Workforce (7) (7)
All Employees (7) (7)
2.2 % 3.2 %
2.1 % 3.1 %
2.4 % 2.8 %
1.8 % 2.2 %
2.2 % 3.1 %
1.7 % 3.4 %
2.2 % 2.9 %
2.3 % 2.8 %
1.9 % 3.3 %
2.1 % 3.2 %
1.8 % 2.4 %
1.9 % 2.9 %
2.5 % 2.8 %
3.0 % 2.8 %
2.5 % 2.8 %
2.5 % 2.8 %
2.5 % 2.8 %
1.8 % 2.0 %
2.8 % 2.6 %
2.8 % 2.8 %
2.4 % 2.4 %
2.7 % 2.8 %
2.5 % 2.5 %
2.7 % 2.6 %
2.5 % 2.6 %
2.4 % 2.3 %
2.8 % 2.7 %
2.4 % 2.4 %
2.6 % 2.8 %
2.5 % 2.6 %
Canada Salary Planning Report 2015 - 2016 41
All OrganizationsTotal Salary Increase Budget
Province/Territory Actual 2015 (Average) Projected 2016 (Average)(Including Zeroes) (Including Zeroes)
Ontario
Top Executive/Sr. Mgmt. (278) (248)
Middle Management (280) (250)
Junior Mgmt./Prof./Supv. (280) (249)
Clerical/Admin./Tech. (278) (246)
Manual Workforce (276) (240)
All Employees (280) (242)
Southwestern Ontario
Top Executive/Sr. Mgmt. (17) (16)
Middle Management (18) (17)
Junior Mgmt./Prof./Supv. (18) (17)
Clerical/Admin./Tech. (17) (16)
Manual Workforce (17) (15)
All Employees (18) (15)
Greater Toronto Area
Top Executive/Sr. Mgmt. (231) (205)
Middle Management (232) (206)
Junior Mgmt./Prof./Supv. (232) (205)
Clerical/Admin./Tech. (232) (204)
Manual Workforce (230) (199)
All Employees (232) (201)
Ottawa
Top Executive/Sr. Mgmt. (16) (14)
Middle Management (16) (14)
Junior Mgmt./Prof./Supv. (16) (14)
Clerical/Admin./Tech. (15) (13)
Manual Workforce (15) (13)
All Employees (16) (13)
Other Ontario
Top Executive/Sr. Mgmt. (5) (5)
Middle Management (5) (5)
Junior Mgmt./Prof./Supv. (5) (5)
Clerical/Admin./Tech. (5) (5)
Manual Workforce (5) (5)
All Employees (5) (5)
2.9 % 3.0 %
3.0 % 3.0 %
2.8 % 2.9 %
2.8 % 3.0 %
3.0 % 3.0 %
2.9 % 3.0 %
2.7 % 2.8 %
2.8 % 2.9 %
2.7 % 2.9 %
2.6 % 2.7 %
2.8 % 2.9 %
2.9 % 3.0 %
2.8 % 2.9 %
2.8 % 2.9 %
2.8 % 3.0 %
3.0 % 3.0 %
2.8 % 3.0 %
2.9 % 3.0 %
3.1 % 3.0 %
2.9 % 3.0 %
3.0 % 3.0 %
3.0 % 3.1 %
3.1 % 3.0 %
2.6 % 3.2 %
3.1 % 3.1 %
3.1 % 3.2 %
2.9 % 3.2 %
2.9 % 3.2 %
3.0 % 3.0 %
3.6 % 3.7 %
Canada Salary Planning Report 2015 - 2016 42
All OrganizationsTotal Salary Increase Budget
Province/Territory Actual 2015 (Average) Projected 2016 (Average)(Including Zeroes) (Including Zeroes)
Quebec
Top Executive/Sr. Mgmt. (80) (74)
Middle Management (80) (74)
Junior Mgmt./Prof./Supv. (80) (73)
Clerical/Admin./Tech. (80) (73)
Manual Workforce (80) (73)
All Employees (80) (72)
Greater Montreal Area
Top Executive/Sr. Mgmt. (75) (69)
Middle Management (75) (69)
Junior Mgmt./Prof./Supv. (75) (68)
Clerical/Admin./Tech. (75) (68)
Manual Workforce (75) (68)
All Employees (75) (67)
Québec City
Top Executive/Sr. Mgmt. (5) (5)
Middle Management (5) (5)
Junior Mgmt./Prof./Supv. (5) (5)
Clerical/Admin./Tech. (5) (5)
Manual Workforce (5) (5)
All Employees (5) (5)
Atlantic Canada*
Top Executive/Sr. Mgmt. (8) (9)
Middle Management (8) (9)
Junior Mgmt./Prof./Supv. (8) (9)
Clerical/Admin./Tech. (8) (9)
Manual Workforce (7) (9)
All Employees (8) (9)
Northern Canada *
Top Executive/Sr. Mgmt. (1) (1)
Middle Management (1) (1)
Junior Mgmt./Prof./Supv. (1) (1)
Clerical/Admin./Tech. (1) (1)
Manual Workforce (1) (1)
All Employees (1) (1)
*Atlantic Canada includes Newfoundland & Labrador, Nova Scotia, New Brunswick and Prince Edward Island.*Northern Canada includes Northwest Territories, Nunavut and Yukon.
2.7 % 2.9 %
2.7 % 2.9 %
2.8 % 2.9 %
2.7 % 2.9 %
2.7 % 2.9 %
2.6 % 2.8 %
2.7 % 2.9 %
2.7 % 2.9 %
2.7 % 2.9 %
2.6 % 2.8 %
2.7 % 2.9 %
2.7 % 2.9 %
3.1 % 3.1 %
3.7 % 3.1 %
2.2 % 3.2 %
2.2 % 2.3 %
3.2 % 3.1 %
3.3 % 3.1 %
2.8 % 2.7 %
2.8 % 2.7 %
2.9 % 2.8 %
3.0 % 2.9 %
- -
2.8 % 2.7 %
2.8 % 2.7 %
- -
- -
- -
- -
- -
Canada Salary Planning Report 2015 - 2016 43
ManufacturingTotal Salary Increase Budget
Province/Territory
British Columbia
Top Executive/Sr. Mgmt. (8) (8)
Middle Management (8) (8)
Junior Mgmt./Prof./Supv. (8) (8)
Clerical/Admin./Tech. (8) (8)
Manual Workforce (7) (7)
All Employees (8) (8)
Vancouver
Top Executive/Sr. Mgmt. (6) (6)
Middle Management (6) (6)
Junior Mgmt./Prof./Supv. (6) (6)
Clerical/Admin./Tech. (6) (6)
Manual Workforce (5) (5)
All Employees (6) (6)
Alberta
Top Executive/Sr. Mgmt. (25) (26)
Middle Management (25) (26)
Junior Mgmt./Prof./Supv. (25) (26)
Clerical/Admin./Tech. (25) (26)
Manual Workforce (25) (26)
All Employees (25) (26)
Edmonton
Top Executive/Sr. Mgmt. (4) (4)
Middle Management (4) (4)
Junior Mgmt./Prof./Supv. (4) (4)
Clerical/Admin./Tech. (4) (4)
Manual Workforce (4) (4)
All Employees (4) (4)
Calgary
Top Executive/Sr. Mgmt. (18) (19)
Middle Management (18) (19)
Junior Mgmt./Prof./Supv. (18) (19)
Clerical/Admin./Tech. (18) (19)
Manual Workforce (18) (19)
All Employees (18) (19)
Actual 2015(Average) Projected 2016 (Average)
2.8 % 2.6 %
2.7 % 2.6 %
(Including Zeroes) (Including Zeroes)
2.6 % 2.5 %
2.6 % 2.5 %
2.7 % 2.6 %
2.5 % 2.0 %
2.4 % 2.4 %
2.2 % 2.2 %
2.6 % 2.6 %
2.6 % 2.6 %
2.4 % 2.4 %
2.6 % 2.6 %
2.9 % 2.9 %
2.6 % 3.0 %
2.5 % 3.0 %
2.7 % 3.0 %
2.6 % 3.0 %
2.8 % 3.1 %
3.0 % 3.0 %
4.4 % 2.7 %
3.8 % 2.4 %
3.3 % 3.2 %
3.5 % 3.0 %
3.1 % 3.0 %
2.4 % 3.1 %
2.4 % 3.0 %
2.4 % 3.0 %
2.4 % 3.0 %
2.5 % 3.0 %
2.4 % 3.0 %
Canada Salary Planning Report 2015 - 2016 44
ManufacturingTotal Salary Increase Budget
Province/Territory Actual 2015(Average) Projected 2016 (Average)(Including Zeroes) (Including Zeroes)
Saskatchewan
Top Executive/Sr. Mgmt. (5) (5)
Middle Management (5) (5)
Junior Mgmt./Prof./Supv. (5) (5)
Clerical/Admin./Tech. (5) (5)
Manual Workforce (5) (5)
All Employees (5) (5)
Regina
Top Executive/Sr. Mgmt. (3) (3)
Middle Management (3) (3)
Junior Mgmt./Prof./Supv. (3) (3)
Clerical/Admin./Tech. (3) (3)
Manual Workforce (3) (3)
All Employees (3) (3)
Saskatoon
Top Executive/Sr. Mgmt. (2) (2)
Middle Management (2) (2)
Junior Mgmt./Prof./Supv. (2) (2)
Clerical/Admin./Tech. (2) (2)
Manual Workforce (2) (2)
All Employees (2) (2)
Manitoba
Top Executive/Sr. Mgmt. (4) (4)
Middle Management (4) (4)
Junior Mgmt./Prof./Supv. (4) (4)
Clerical/Admin./Tech. (4) (4)
Manual Workforce (4) (4)
All Employees (4) (4)
Winnipeg
Top Executive/Sr. Mgmt. (3) (3)
Middle Management (3) (3)
Junior Mgmt./Prof./Supv. (3) (3)
Clerical/Admin./Tech. (3) (3)
Manual Workforce (3) (3)
All Employees (3) (3)
2.4 % 3.0 %
2.4 % 3.1 %
2.4 % 3.1 %
2.4 % 3.0 %
2.4 % 2.9 %
2.0 % 2.5 %
2.3 % 3.3 %
2.3 % 3.2 %
2.3 % 3.3 %
2.3 % 3.2 %
2.3 % 3.2 %
2.3 % 3.0 %
- -
- -
- -
- -
- -
3.0 % 3.0 %
3.0 % 3.0 %
- -
3.0 % 3.0 %
3.0 % 3.0 %
3.0 % 3.0 %
3.0 % 3.0 %
3.0 % 3.0 %
3.0 % 3.0 %
3.0 % 3.0 %
3.0 % 3.0 %
3.0 % 3.0 %
3.0 % 3.0 %
Canada Salary Planning Report 2015 - 2016 45
ManufacturingTotal Salary Increase Budget
Province/Territory Actual 2015(Average) Projected 2016 (Average)(Including Zeroes) (Including Zeroes)
Ontario
Top Executive / Sr. Mgmt. (141) (125)
Middle Management (143) (126)
Junior Mgmt./Prof./Supv. (143) (125)
Clerical/Admin./Tech. (141) (123)
Manual Workforce (139) (119)
All Employees (143) (122)
Southwestern Ontario
Top Executive / Sr. Mgmt. (14) (13)
Middle Management (15) (14)
Junior Mgmt./Prof./Supv. (15) (14)
Clerical/Admin./Tech. (14) (13)
Manual Workforce (14) (12)
All Employees (15) (12)
Greater Toronto Area
Top Executive / Sr. Mgmt. (114) (101)
Middle Management (115) (101)
Junior Mgmt./Prof./Supv. (115) (100)
Clerical/Admin./Tech. (114) (99)
Manual Workforce (112) (96)
All Employees (115) (99)
Ottawa
Top Executive / Sr. Mgmt. (3) (2)
Middle Management (3) (2)
Junior Mgmt./Prof./Supv. (3) (2)
Clerical/Admin./Tech. (3) (2)
Manual Workforce (3) (2)
All Employees (3) (2)
Other Ontario
Top Executive / Sr. Mgmt. (4) (4)
Middle Management (4) (4)
Junior Mgmt./Prof./Supv. (4) (4)
Clerical/Admin./Tech. (4) (4)
Manual Workforce (4) (4)
All Employees (4) (4)
2.7 % 2.9 %
2.9 % 3.0 %
2.8 % 3.0 %
2.8 % 3.0 %
2.8 % 3.0 %
2.9 % 3.0 %
2.8 % 2.9 %
2.8 % 2.7 %
2.9 % 2.9 %
2.8 % 2.9 %
2.8 % 2.9 %
2.7 % 2.8 %
2.8 % 2.9 %
2.7 % 2.9 %
2.8 % 3.0 %
2.8 % 2.9 %
2.8 % 2.9 %
2.8 % 3.0 %
3.2 % -
3.0 % -
3.0 % -
3.0 % -
3.0 % -
3.0 % -
2.6 % 3.3 %
2.9 % 3.3 %
3.2 % 3.3 %
3.1 % 3.1 %
2.9 % 3.3 %
3.8 % 3.9 %
Canada Salary Planning Report 2015 - 2016 46
ManufacturingTotal Salary Increase Budget
Province/Territory Actual 2015(Average) Projected 2016 (Average)(Including Zeroes) (Including Zeroes)
Quebec
Top Executive / Sr. Mgmt. (40) (37)
Middle Management (40) (37)
Junior Mgmt./Prof./Supv. (40) (37)
Clerical/Admin./Tech. (40) (37)
Manual Workforce (40) (37)
All Employees (40) (36)
Greater Montreal Area
Top Executive / Sr. Mgmt. (39) (36)
Middle Management (39) (36)
Junior Mgmt./Prof./Supv. (39) (36)
Clerical/Admin./Tech. (39) (36)
Manual Workforce (39) (36)
All Employees (39) (35)
Québec City
Top Executive / Sr. Mgmt. (1) (1)
Middle Management (1) (1)
Junior Mgmt./Prof./Supv. (1) (1)
Clerical/Admin./Tech. (1) (1)
Manual Workforce (1) (1)
All Employees (1) (1)
Atlantic Canada*
Top Executive/Sr. Mgmt. (4) (4)
Middle Management (4) (4)
Junior Mgmt./Prof./Supv. (4) (4)
Clerical/Admin./Tech. (4) (4)
Manual Workforce (4) (4)
All Employees (4) (4)
Northern Canada*
Top Executive/Sr. Mgmt. (1) (1)
Middle Management (1) (1)
Junior Mgmt./Prof./Supv. (1) (1)
Clerical/Admin./Tech. (1) (1)
Manual Workforce (1) (1)
All Employees (1) (1)
*Atlantic Canada includes Newfoundland & Labrador, Nova Scotia, New Brunswick and Prince Edward Island.*Northern Canada includes Northwest Territories, Nunavut and Yukon.
*Northern Canada includes Northwest Territories, Nunavut and Yukon.
2.7 % 2.9 %
2.6 % 2.9 %
2.7 % 2.9 %
2.6 % 2.9 %
2.5 % 2.8 %
2.6 % 2.9 %
2.6 % 2.9 %
2.7 % 2.9 %
2.6 % 2.9 %
2.6 % 2.9 %
2.6 % 2.9 %
2.5 % 2.8 %
- -
- -
- -
- -
- -
- -
2.8 % 2.8 %
3.0 % 3.0 %
2.8 % 2.8 %
2.8 % 2.8 %
3.3 % 3.3 %
- -
- -
2.8 % 2.8 %
- -
- -
- -
- -
Canada Salary Planning Report 2015 - 2016 47
ServiceTotal Salary Increase Budget
Province/Territory
British Columbia
Top Executive/Sr. Mgmt. (20) (17)
Middle Management (20) (17)
Junior Mgmt./Prof./Supv. (20) (17)
Clerical/Admin./Tech. (20) (18)
Manual Workforce (20) (17)
All Employees (20) (17)
Vancouver
Top Executive/Sr. Mgmt. (20) (17)
Middle Management (20) (17)
Junior Mgmt./Prof./Supv. (20) (17)
Clerical/Admin./Tech. (20) (18)
Manual Workforce (20) (17)
All Employees (20) (17)
Alberta
Top Executive/Sr. Mgmt. (17) (16)
Middle Management (17) (16)
Junior Mgmt./Prof./Supv. (17) (16)
Clerical/Admin./Tech. (17) (16)
Manual Workforce (17) (16)
All Employees (17) (16)
Edmonton
Top Executive/Sr. Mgmt. (5) (4)
Middle Management (5) (4)
Junior Mgmt./Prof./Supv. (5) (4)
Clerical/Admin./Tech. (5) (4)
Manual Workforce (5) (4)
All Employees (5) (4)
Calgary
Top Executive/Sr. Mgmt. (12) (12)
Middle Management (12) (12)
Junior Mgmt./Prof./Supv. (12) (12)
Clerical/Admin./Tech. (12) (12)
Manual Workforce (12) (12)
All Employees (12) (12)
Actual 2015(Average) Projected 2016 (Average)
2.4 % 2.9 %
2.2 % 2.7 %
(Including Zeroes) (Including Zeroes)
2.3 % 2.8 %
2.3 % 2.9 %
2.2 % 2.7 %
2.3 % 2.7 %
2.2 % 2.7 %
2.4 % 2.9 %
2.3 % 2.9 %
2.2 % 2.7 %
2.3 % 2.8 %
2.3 % 2.7 %
2.7 % 3.1 %
2.6 % 2.9 %
2.5 % 2.9 %
2.8 % 3.3 %
2.6 % 2.9 %
3.3 % 3.5 %
2.6 % 2.9 %
2.8 % 3.0 %
2.9 % 3.0 %
2.9 % 3.0 %
2.9 % 3.2 %
3.0 % 3.1 %
2.5 % 2.9 %
2.5 % 2.9 %
2.4 % 2.9 %
2.4 % 2.9 %
2.4 % 2.9 %
2.8 % 3.3 %
Canada Salary Planning Report 2015 - 2016 48
ServiceTotal Salary Increase Budget
Province/Territory Actual 2015(Average) Projected 2016 (Average)(Including Zeroes) (Including Zeroes)
Saskatchewan
Top Executive/Sr. Mgmt. (3) (3)
Middle Management (3) (3)
Junior Mgmt./Prof./Supv. (3) (3)
Clerical/Admin./Tech. (2) (2)
Manual Workforce (2) (2)
All Employees (3) (2)
Regina
Top Executive/Sr. Mgmt. (2) (2)
Middle Management (2) (2)
Junior Mgmt./Prof./Supv. (2) (2)
Clerical/Admin./Tech. (1) (1)
Manual Workforce (1) (1)
All Employees (2) (1)
Saskatoon
Top Executive/Sr. Mgmt. (1) (1)
Middle Management (1) (1)
Junior Mgmt./Prof./Supv. (1) (1)
Clerical/Admin./Tech. (1) (1)
Manual Workforce (1) (1)
All Employees (1) (1)
Manitoba
Top Executive/Sr. Mgmt. (4) (4)Middle Management (4) (4)Junior Mgmt./Prof./Supv. (4) (4)Clerical/Admin./Tech. (4) (4)Manual Workforce (4) (4)All Employees (4) (4)
Winnipeg
Top Executive/Sr. Mgmt. (4) (4)Middle Management (4) (4)Junior Mgmt./Prof./Supv. (4) (4)Clerical/Admin./Tech. (4) (4)Manual Workforce (4) (4)All Employees (4) (4)
1.8 % 3.3 %
1.7 % 3.2 %
- -
- -
2.0 % 3.2 %
- -
1.7 % -
- -
- -
- -
- -
- -
- -
- -
- -
- -
- -
- -
2.5 % 2.3 %2.6 % 2.5 %
1.9 % 1.8 %2.3 % 2.6 %
2.0 % 1.9 %
2.5 % 2.3 %
2.1 % 2.2 %
1.9 % 1.8 %
2.6 % 2.5 %2.0 % 1.9 %
2.3 % 2.6 %2.1 % 2.2 %
Canada Salary Planning Report 2015 - 2016 49
ServiceTotal Salary Increase Budget
Province/Territory Actual 2015(Average) Projected 2016 (Average)(Including Zeroes) (Including Zeroes)
Ontario
Top Executive / Sr. Mgmt. (137) (123)Middle Management (137) (124)Junior Mgmt./Prof./Supv. (137) (124)Clerical/Admin./Tech. (137) (123)Manual Workforce (137) (121)All Employees (137) (120)
Southwestern Ontario
Top Executive / Sr. Mgmt. (3) (3)Middle Management (3) (3)Junior Mgmt./Prof./Supv. (3) (3)Clerical/Admin./Tech. (3) (3)Manual Workforce (3) (3)All Employees (3) (3)
Greater Toronto Area
Top Executive / Sr. Mgmt. (117) (104)Middle Management (117) (105)Junior Mgmt./Prof./Supv. (117) (105)Clerical/Admin./Tech. (118) (105)Manual Workforce (118) (103)All Employees (117) (102)
Ottawa
Top Executive / Sr. Mgmt. (13) (12)Middle Management (13) (12)Junior Mgmt./Prof./Supv. (13) (12)Clerical/Admin./Tech. (12) (11)Manual Workforce (12) (11)All Employees (13) (11)
Other Ontario
Top Executive / Sr. Mgmt. (1) (1)Middle Management (1) (1)Junior Mgmt./Prof./Supv. (1) (1)Clerical/Admin./Tech. (1) (1)Manual Workforce (1) (1)All Employees (1) (1)
3.0 % 3.0 %3.2 % 3.0 %
2.9 % 2.9 %
2.9 % 3.0 %3.0 % 3.1 %
2.9 % 3.0 %
2.5 % 2.8 %2.8 % 2.8 %
2.7 % 2.8 %1.8 % 2.0 %
2.7 % 2.8 %
3.0 % 3.0 %
2.7 % 2.8 %
2.9 % 2.8 %
2.7 % 3.0 %
3.1 % 3.0 %2.8 % 3.0 %
2.9 % 3.0 %3.1 % 3.0 %
3.0 % 3.1 %
3.0 % 3.0 %3.0 % 3.1 %
3.1 % 3.1 %
- -
3.2 % 3.1 %
- -
- -- -
- -- -
Canada Salary Planning Report 2015 - 2016 50
ServiceTotal Salary Increase Budget
Province/Territory Actual 2015(Average) Projected 2016 (Average)(Including Zeroes) (Including Zeroes)
Quebec
Top Executive / Sr. Mgmt. (40) (37)Middle Management (40) (37)Junior Mgmt./Prof./Supv. (40) (36)Clerical/Admin./Tech. (40) (36)Manual Workforce (40) (36)All Employees (40) (36)
Greater Montreal Area
Top Executive / Sr. Mgmt. (36) (33)Middle Management (36) (33)Junior Mgmt./Prof./Supv. (36) (32)Clerical/Admin./Tech. (36) (32)Manual Workforce (36) (32)All Employees (36) (32)
Québec City
Top Executive / Sr. Mgmt. (4) (4)Middle Management (4) (4)Junior Mgmt./Prof./Supv. (4) (4)Clerical/Admin./Tech. (4) (4)Manual Workforce (4) (4)All Employees (4) (4)
Atlantic Canada *
Top Executive/Sr. Mgmt. (4) (5)Middle Management (4) (5)Junior Mgmt./Prof./Supv. (4) (5)Clerical/Admin./Tech. (4) (5)Manual Workforce (3) (5)All Employees (4) (5)
Northern Canada*
Top Executive/Sr. Mgmt. (0) (0)Middle Management (0) (0)Junior Mgmt./Prof./Supv. (0) (0)Clerical/Admin./Tech. (0) (0)Manual Workforce (0) (0)All Employees (0) (0)
*Atlantic Canada includes Newfoundland & Labrador, Nova Scotia, New Brunswick and Prince Edward Island.*Northern Canada includes Northwest Territories, Nunavut and Yukon.
2.8 % 3.0 %
2.7 % 3.0 %2.9 % 3.0 %
2.9 % 3.0 %
2.7 % 3.0 %2.7 % 2.8 %
2.8 % 2.9 %2.8 % 2.9 %
2.8 % 2.9 %
2.7 % 2.9 %2.8 % 2.9 %
2.8 % 2.9 %
2.3 % 3.1 %3.1 % 3.2 %
2.0 % 3.2 %2.0 % 2.2 %
3.2 % 3.2 %
3.4 % 3.2 %
2.8 % 2.7 %
2.8 % 2.7 %
2.8 % 2.7 %2.8 % 2.7 %
-
- -- --
- -
2.8 % 2.7 %2.8 % 2.7 %
- -- -
Canada Salary Planning Report 2015 - 2016 51
Regional Pay Differentials
Using Toronto as a base equal to one hundred percent, we asked organizations with more than one location to indicate how different employee groups are paid in relation to Toronto rates.
Of the responding organizations, 29% have regional pay differentials.
Number of Organizations
Location
(27) Vancouver 103.0% (21) 103.0% (26) 102.9% (25) 103.0% (24) 102.6% (14)
(21) Other B.C. 103.4% (14) 103.4% (20) 103.4% (20) 103.5% (19) 102.8% (12)
(25) Calgary 104.6% (20) 104.6% (25) 104.6% (24) 104.5% (23) 103.6% (11)
(21) Edmonton 102.7% (17) 102.9% (21) 102.9% (21) 102.7% (20) 103.6% (9)
(14) Fort McMurray 104.5% (11) 104.6% (14) 104.6% (14) 104.6% (14) 106.3% (8)
(17) Other Alberta 104.2% (13) 103.6% (16) 103.6% (16) 103.3% (16) 102.5% (11)
(10) Grand Prairie 100.6% (8) 102.0% (10) 102.0% (10) 101.6% (10) 100.7% (6)
(22) Saskatchewan 101.7% (17) 100.8% (21) 100.8% (21) 101.1% (20) 101.3% (11)
(24) Manitoba 100.5% (19) 99.7% (23) 99.7% (23) 99.9% (22) 99.9% (12)
National(26) Toronto 101.7% (19) 101.7% (23) 101.8% (23) 101.9% (22) 101.6% (15)(28) Other Ontario 98.6% (21) 98.8% (26) 98.8% (26) 98.9% (24) 99.4% (14)
(20) Montreal 99.3% (14) 99.3% (19) 99.3% (19) 99.1% (18) 98.5% (12)
(20) Other Québec 94.6% (15) 94.9% (20) 94.9% (20) 94.9% (18) 94.9% (10)
(10) Atlantic Region 98.6% (7) 97.2% (10) 97.2% (10) 97.1% (9) 100.0% (5)
(n=28)
Top Executive / Sr. Mgmt
Middle Management
Junior Mgmt/Prof./Supv
Clerical/Admin/Tech
Manual Workforce
100.0% 100.0% 100.0% 100.0% 100.0%
Canada Salary Planning Report 2015 - 2016 52
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Salary Planning Light Report 2015-2016 2
Participation Demographics
Canada Salary Planning Report 2015 - 2016 53
Participant DemographicsParticipant Demographics by Industry
Manufacturing
Aerospace
Agriculture
Automotive/Vehicle Manufacturing
Auto Producers
Auto Suppliers
Chemicals (not Pharmaceutical)
Consumer Products
Consumer Products - Durable Goods
Consumer Products - Nondurable Goods
Electronics/Electrical
Consumer Products - Food/Beverage/Tobacco
Diversified/Multi-Organization
Energy (Power/Oil/Gas)
Oil/Gas
Power
Engineering/Manufacturing
Industrial Machinery/Equipment
Building Materials
Textiles/Apparel Manufacturing
Rubber/Plastics/Glass
Forest & Paper Products/Packaging
Life Sciences
Animal Health
CRO
Pharmaceutical
Medical Devices
Metals
Mining/Milling/Smelting
Other Manufacturing
All Manufacturing
0071341
241
8
7214771090001
0
Number of Participants
6262371232
Canada Salary Planning Report 2015 - 2016 54
Participant DemographicsParticipant Demographics by Industry
Number of Participants
Services
Banking/Finance
Banks
Insurance - Life & Health
Insurance - Property & Casualty
Insurance - Other
Funds/Asset Management
Investment Banks
Securities
Other Financial Services
Construction/Engineering
Education Services
Engineering Design
Entertainment/Communications/Publication
Media
Printing/Publishing
Government
Health Care/Medical Services
Hi - Tech
Business/Computer Services
Computers and Related Products (Software and Hardware)
Application Services/Consulting
Semiconductors
Hospitality/Restaurants/ Travel
Infrastructure
ITeS (IT Enabled Services)
BFSI Captives
KPO/Analytics
Other Captives
Third Party Service Providers
Not-for-Profit (not Hospitals/Schools)
Professional Services
Advertising and PR
Accounting
Consulting
Legal
Real Estate
Research/Development
Retail (incl. Wholesale & Distribution)
Telecommunications
Mobile Service Providers
Other Telecommunication Services
Transportation/ Logistics/ Shipping Services
Other Service
All Services
All Companies
551
235
476
3
077010510138
0
310126130200
1
34005301200
5
2764
Canada Salary Planning Report 2015 - 2016 55
Participant DemographicsParticipant Demographics by Annual Revenue
All Companies
Less than $0.5 million
$0.5-$1.0 million
$1.1-$5.0 million
$5.1-$10.0 million
$10.1-$25.0 million
$25.1-$50.0 million
$50.1-$100.0 million
$100.1-$250.0 million
$250.1-$500.0 million
$500.1 million-$1.0 billion
$1.01 billion-$5.0 billion
$5.01 billion-$10.0 billion
$10.1+ billion
Manufacturing
Less than $0.5 million
$0.5-$1.0 million
$1.1-$5.0 million
$5.1-$10.0 million
$10.1-$25.0 million
$25.1-$50.0 million
$50.1-$100.0 million
$100.1-$250.0 million
$250.1-$500.0 million
$500.1 million-$1.0 billion
$1.01 billion-$5.0 billion
$5.01 billion-$10.0 billion
$10.1+ billion
Services
Less than $0.5 million
$0.5-$1.0 million
$1.1-$5.0 million
$5.1-$10.0 million
$10.1-$25.0 million
$25.1-$50.0 million
$50.1-$100.0 million
$100.1-$250.0 million
$250.1-$500.0 million
$500.1 million-$1.0 billion
$1.01 billion-$5.0 billion
$5.01 billion-$10.0 billion
$10.1+ billion
4.8%
6.3%
(65)
(16)
(21)
(n=161)
12.4% (20)
11.2% (18)
6.8% (11)
21.1%
3.7%
10.6%
(34)
(6)
(17)
6.8% (11)
6.2% (10)
11.2% (18)
1.9% (3)
10.5% (18)
(n=171)
0.6% (1)
1.9% (3)
5.6% (9)
18.1%
5.8%
2.3%
(31)
(10)
Annual RevenuePercent of
OrganizationsNo. of
Responses
Annual RevenuePercent of
OrganizationsNo. of
Responses
(0)
4.7% (8)
1.8% (3)
5.3% (9)
0.0%
(4)
1.8% (6)
1.2% (2)
(27)
13.6% (45)
12.3% (41)
11.7% (39)
8.1%
8.7% (29)
(n=332)
19.6%
Percent of Organizations
0.9%
0.9% (3)
5.1% (17)
Annual RevenueNo. of
Responses
(3)
9.9% (17)
15.8% (27)
12.3% (21)
12.3% (21)
6.0% (20)
Canada Salary Planning Report 2015 - 2016 56
Participant DemographicsParticipant Demographics by Organization Size
All Companies
Under 500
500-1,000
1,001-2,000
2,001-5,000
5,001-10,000
10,001-20,000
20,001-50,000
Over 50,000
Manufacturing
Under 500
500-1,000
1,001-2,000
2,001-5,000
5,001-10,000
10,001-20,000
20,001-50,000
Over 50,000
Services
Under 500
500-1,000
1,001-2,000
2,001-5,000
5,001-10,000
10,001-20,000
20,001-50,000
Over 50,000
4.2% (9)
52.3% (113)12.0% (26)11.1% (24)
2.3% (5)
(n=216)
11.1% (24)4.2% (9)2.8% (6)
Number of Full-Time Employees
Percent of Organizations
No. ofResponses
6.3% (14)4.0% (9)0.9% (2)0.4% (1)0.0% (0)
(n=223)
65.9% (147)12.1% (27)10.3% (23)
1.1% (5)
(n=439)
Number of Full-Time Employees
Percent of Organizations
No. ofResponses
4.1% (18)1.8% (8)2.3% (10)
12.1% (53)10.7% (47)8.7% (38)
Number of Full-Time Employees
Percent of Organizations
No. ofResponses
59.2% (260)
Canada Salary Planning Report 2015 - 2016 57
Participant DemographicsParticipant Demographics by Company
All Companies
Locally Owned Company
Foreign Owned Company
Joint Venture Company
Manufacturing
Locally Owned Company
Foreign Owned Company
Joint Venture Company
Services
Locally Owned Company
Foreign Owned Company
Joint Venture Company
(n=235)
(n=241)
71.1% (167)0.4% (1)
Company OwnershipPercent of
OrganizationsNo. of
Responses
28.5% (67)
(n=476)
89.6% (216)1.7% (4)
Company OwnershipPercent of
OrganizationsNo. of
Responses
8.7% (21)
(88)(383)(5)
Company OwnershipPercent of
OrganizationsNo. of
Responses
18.5%80.5%1.1%
Canada Salary Planning Report 2015 - 2016 58
Aon Hewitt Performance, Reward & Talent Proprietary and Confidential
Salary Planning Light Report 2015-2016 2
Employee Engagement
Canada Salary Planning Report 2015 - 2016 59
Employee Engagement
47.5% of the organizations measure their employee engagement score.
(n=122)
Employee Engagement Score
Actively Disengaged (13)Passively Disengaged (16)Moderately Engaged (27)Highly Engaged (2)
(n=58)
3.4%
Level of EngagementPercent of
organizationsNo. of
Responses
22.4%
46.6%27.6%
Yes47.5%No
52.5%
Canada Salary Planning Report 2015 - 2016 60
Aon Hewitt Performance, Reward & Talent Proprietary and Confidential
Salary Planning Light Report 2015-2016 6
Appendix
Canada Salary Planning Report 2015 - 2016 61
Aon Hewitt Performance, Reward & Talent Proprietary and Confidential
Definitions of Terms
Report Definitions The following are brief definitions of some of the concepts that are used throughout this report.
Top Executive/Senior Management
Top executives and senior managers play a key role in both short- and long-term decision-making of a major function area or business unit, direct or coordinate activities within two or more major departments, establish policy, and have a major impact on the achievement of the business unit or function goal.
Example: Country manager and direct reports
Middle Management
Middle management are first-line managers, who manage the activities of one major department and set-up standard procedure and policy or lead projects or programs which have broad effect on overall policy and achievement of organization-wide objectives.
Example: Plant manager, business unit controller, marketing manager, systems manager
Junior Management/Professional/Supervisor
Provide day-to-day management of a team has knowledge of a specialized field of technical or administrative function and resolve problems of some difficulty, could be supervising a team or individual contributor or be an entry-level professional.
Example: Production engineer/production planning manager, key account manager systems analyst, business process team leader
Clerical/Admin/Tech
Administrative and support level staff.
Example: Administrative employee—sales trainee, merchandiser, business process associate—junior
Manual Workforce
Employees in positions such as skilled-production worker, unskilled-production worker, and warehouse handler.
Example: Assembler, loaders etc.
Canada Salary Planning Report 2015 - 2016 62
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Canada Salary Planning Report 2015-2016 63
Data Collection Terms The following are brief definitions of some of the concepts that are used within the data collection materials.
Mandatory Salary Increase Budget This is an increase that is mandated by either a government or by a union. It could apply to the entire company or to different groups in the organization.
Merit Salary Increase Budget The amount of any nonguaranteed, individual performance-based increases, including merit lump sums. The budget percentage is calculated by dividing the sum of increases granted/anticipated in the year, divided by the total salaries of all eligible employees, whether or not they received a merit increase.
General Salary Increase Budget Any increases given over and above the merit salary and mandatory increase. The budget percentage is calculated by dividing the sum of increases granted/anticipated in the year, divided by the total salaries of all eligible employees, whether or not they received a general increase. General increase includes market correction, special adjustment and promotional budgets.
Total Salary Increase Budget The total amount of all increases combined (that is, merit increases plus general increases plus mandatory salary increases).
Special Adjustment and/or Miscellaneous Budget The amount of any salary adjustment granted to an employee for a special, or unique, situation that is not typically covered by a merit increase. This would include market, equity, or “hot skills” adjustments. The budget percentage is calculated by dividing the sum of increases granted/anticipated in the year, divided by the total salaries of all eligible employees, whether or not they received a special adjustment and/or miscellaneous increase.
Promotional Budget The amount of any promotional increase granted to an employee for receiving a promotion. The budget percentage is calculated by dividing the sum of increases granted/anticipated in the year, divided by the total salaries of all eligible employees, whether or not they received a promotional increase.
Salary Structure Movement This is an increase that is applied to the salary grades and bands to reflect movements in the market. In other words, this represents an increase to the salary structure and not an individual or employee group increase.
Participant List
Manufacturing Services
A. O. Smith Corporation A.T. KearneyABBVIE Abbott GmbH & Co. KGACCO Brands Corporation AccentureACUSHNET COMPANY AccorADISSEO ACI WorldwideAGCO Corporation AGF Management LimitedAgropur Cooperative ALCATEL LUCENTAkastor ALLSTREAM INC.Alere Healthcare Inc. ALS LimitedAleris Amcal Family ServicesAllnex AmecFWAmgen Inc. American Bureau of ShippingApache Corporation American ExpressApotex Inc. Aristocrat Leisure LimitedARC Resources Ltd. Aspen TechnologyArcher Daniels Midland Company AT&TArchroma Management GmbH Automatic Data Processing, LLCAREVA Bain & CompanyArmstrong World Industries Bank of CanadaAstellas Pharma Canada Inc. Bank of MontrealAutoliv Bechtel Global CorporationAvery Dennison Bell CanadaBacardi Canada Inc Bersenas Jacobsen Chouest Thomson Blackburn LLPBaker Hughes Bill and Melinda Gates FoundationBall Corporation Booking.comBarnes Group Inc. Brambles LimitedBASF Canada Brightstar CorporationBaxter International Inc. British Columbia Auto AssociationBayer BSIBC Hydro Power & Authority BT GroupBHP Billiton Limited Business Development Bank of CanadaBMW Group Cadillac Fairview Corporation LtdBoehringer Ingelheim (Canada) Ltd. Calgary Co-operatives Association LimitedBombardier Aerospace Canadian Imperial Bank of Commerce Bosch Canadian Life and Health Insurance Association Inc.BP Canadian Medical AssociationBridgestone Americas Canon Business Process ServicesBriggs & Stratton Corporation Capgemini India Pvt LtdBristol-Myers Squibb Capital Financial GroupBrooks Sports, Inc. Capital Group Companies, Inc.Bunn-O-Matic Corporation of Canada Capital One FinancialCanadian Solar Inc. Carlson Rezidor Hotel GroupCapital Power Corporation Carter's, Inc.Cargill, Inc. Cartus CorporationCarl Zeiss AG Caterpillar Financial Services CorporationCelanese International Celero SolutionsCelgene Corporation CelesticaCGG Central 1 Credit UnionChemtura Corporation CEVA Logistics (Hong Kong) Ltd.CNH Industrial CH2MCoats plc CHC Scotia LimitedCobham plc Chicago Bridge & IronCoclear Ltd CIMA+Compass Minerals Cineplex EntertainmentConAgra Foods, Inc. Cirque du soleilConocoPhillips CITCOCooper Standard CNA InsuranceCooperVision, Inc. Columbia Sportswear CompanyCorning Incorporated Communications Platform, DanaherCSL
Canada Salary Planning Report 2015 - 2016 64
Participant List
Manufacturing Services
Cummins Inc. Compass Group Cytec Industries Inc. Conexus Credit Union 2006Daimler CoriantDana Holding Corporation Credit Union Central of ManitobaDanfoss A/S CSCDart Container Corporation CSG InternationalDeere & Company CST Brands, Inc.Delphi Cyient LimitedDomtar Inc David Suzuki FoundationDow Corning Dell Inc.DRESSER RAND Deutsche Telekom AGDuPont Discovery CommunicationsEcolab Doctors of BC (BC Medical Association)Edwards Lifesciences LLC Drew Marine USA Inc.EPCOR Utilities Ltd. Dun and BradstreetEssar DynacareEvraz Eastman Kodak CompanyExide Technologies Economical InsuranceExterran Corporation ElectroluxFirst Solar Elo Touch SolutionsFlowserve Corporation Elster GmbHFMC Corporation Emerson Process ManagementFreeport McMoRan Copper & Gold Empire Life Insurance Company, TheFruit of the Loom, Inc. Expedia IncGardner Denver, Inc. Expert Global SolutionsGeneral Dynamics Land Systems - Canada Fellowes, Inc.General Electric FiservGeneral Mills, Inc Fluor CorporationGeneral Motors FM GlobalGilead Sciences ForestersGivaudan Franklin TempletonGlanbia Performance Nutrition FRHI Hotels & ResortsGraco Inc. Gap Inc.H.B. Fuller Company Garmin International, Inc.Habasit AG GEF Seniors HousingHalliburton GEMALTOHalyard Health, Inc Glory Global SolutionsHasbro, Inc. Godiva Chocolatier, IncHendrickson Goodmans LLPHenkel Google Inc.Henniges Automotive Gordon Food Service CanadaHershey Company, The Green and Spiegel LLPHexion Inc. H&M Hennes & Mauritz Retail Pvt LtdHill-Rom Harris CorporatonHoffmann-La Roche Limited HDR, Inc.Hollister Incorporated Henry Schein Inc.Honda of Canada Mfg. HERE InternationalHubbell Incorporated Hermès InternationalHusky IMS Hewlett Packard CoHydro-Québec HILTON WORLDWIDEIAC GROUP Hootsuite Media Inc.IDEXX Laboratories, Inc. Huson's Bay CompanyIllinois Tool Works, Inc. IBMIngersoll Rand ICF InternationalInternational Paper IGATE Global Solutions LimitedInteva Products IHS Global IncJohnson & Johnson Inc. Indeed.comJohnson Controls IndraJohnson Matthey Industrial Alliance Insurance and Financial Services Inc.JT International S.A. Infineon Technologies AGKellogg Canada Inc. INGENICO
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Participant List
Manufacturing Services
Kerry Group Intact Financial CorporationKinross Gold Corporation InterContinental Hotels GroupKIRCHHOFF Van-Rob International Dairy QueenKnorr-Bremse AG IntrawestKohler Co. Investors Group Inc.K-Swiss Inc. Ion Beam ApplicationsLear Corporation Jumeirah GroupLehigh Hanson KantarLennox International Inc Katz GroupLEO Pharma Inc. KuoniLittelfuse, Inc. L BrandsLyondellBasell LEDOR AssuranceMary Kay Level 3 CommunicationsMasco Corporation Louis Vuitton MalletierMattel, Inc. Lululemon Athletica Inc.MDA Corporation LVMH Inc.Mead Johnson Nutrition Maitland GroupMEG Energy MasterCardMerck KGaA McDermott International Inc.Meritor McKesson CanadaMMG Limited Merlin Entertainments plcMolson Coors Brewing Company METRO-RICHELIEU INCMonsanto Michaels Stores, Inc.Moog, Inc. MolexMosaic Co. MoneyGram International, Inc.Mylan Inc. Moody'sNBTY Mouvement DesjardinsNewell Rubbermaid Inc Mphasis LtdNewMarket Corporation MTS AllstreamNike, Inc MUREX SASNissan Motor Company, LTD MWH GlobalNordson Corporation NasdaqNovartis National InstrumentsNuStar Energy Navitas LimitedOrtho Clinical Diagnostics Neptune Orient Lines LimitedOtsuka Pharmaceutical Nokia OyjPacific Northern Gas NSF InternationalPampered Chef, The NTT DATAPAREXEL International OMERS Adminstration CorporationPentair Valves & Controls Ontario Teachers' Pension PlanPepsiCo, Inc. Orion HealthPerkinElmer, Inc. Oxford Industries IncPernod Ricard Canada Pan Pacific Hotels GroupPeroxyChem Panalpina Management Ltd. Pfizer Inc. PARTNER REPhilip Morris Paterson MacDougall LLPPIERRE FABRE PayPalPirmal Enterprises Limited Pitney Bowes Inc.PolyOne Port Metro VancouverPraxair, Inc. Pöyry PLCQIAGEN PSP InvestmentsQuintiles Purolator Inc.Reichhold Inc. PwC Management Services LPRemy International, Inc. Qualcomm IncRich Products Corporation Ralph LaurenRichemont Finance Company SA Reitmans (Canada) LimitedRio Tinto Revera LivingRobertshaw Ricketts Harris LLPRockwell Collins, Inc Rogers CommunicationsRolls-Royce Holdings plc Rosetta StoneRyerson Inc. RothschildSABIC Royal Bank of CanadaSAFRAN Saint GobainSamuel, Son & Co., Limited SAPSanofi Canada Sapient Consulting Pvt. Ltd.Schneider Electric Saskatchewan Government Insurance
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Participant List
Manufacturing Services
Sealed Air Corporation ScotiabankServier Canada Inc Shangri-La International Hotel Management LtdSGL CARBON SE SITAShale-Inland Holdings SITELSHELL SMA Solar Technology AGShire Pharmaceutical Sobeys IncSiegwerk Druckfarben SOCIETE GENERALESiemens Canada Limited Sony Pictures EntertainmentSimmons Foods StarbucksSpectra Energy Canada Stikeman Elliott LLPSPX Corporation STMicroelectronicsSteelcase Inc. Swiss ReSTERIS Corporation syncreonSyncrude Canada Ltd. SynnexTakeda Canada Inc. Syntel Private LtdTargus Group International, Inc. Tarion Warranty CorporationTata Global Beverages Tata Communications LtdTate & Lyle PLC Tata Consultancy ServicesTC Transcontinental TD Bank GroupTE Connectivity TELUS CorporationTechtronic Industries Co. Ltd. TeradataTeck Resources The Brink's CompanyTeknion Corporation The TJX Companies IncTeleflex Incorporated The Wendy's CompanyTetra Pak Inc. TietoTHALES Tiffany & Co.The Coca-Cola Company Total System Services, Inc.The Timken Company Toyota Credit Canada Inc.Thermo Fisher Scientific Transamerica Life CanadaTI Automotive Transat A.T. Inc.Toro Company, The TransUnion LLCToronto Hydro-Electric System Ltd. TravelexTOTAL SA UBM plcToyota Canada Inc. UBS AGTransCanada Corporation UL LLCTRW Automotive Uline Shipping SuppliesUCB S.A. United Airlines, Inc.Unilever UnitedHealth GroupUPM VIA Rail CanadaUSANA Health Sciences, Inc. Wawanesa Mutual Insurance Company, TheValeo WESCO Distribution, Inc.VALLOUREC GROUP WestJet Airlines LTDVETOQUINOL Wipro LtdVF International Wolverine World Wide, Inc.Villeroy & Boch AG Workplace Safety & Insurance BoardViterra XPRESS MONEY SERVICES LTD.W.R. Grace & Co. Zebra TechnologiesWaters CorporationWD-40 CompanyWestlake Chemical CorporationWeyerhaeuser CompanyWhirlpool Canada LPWilo SEYazaki North & Central America, Inc.
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Aon Hewitt Performance, Reward & Talent Proprietary and Confidential
Number of Participants per Country
Country ParticipantsAngola 24Antigua 4Argentina 180Aruba 8Australia 440Austria 186Azerbaijan 33Bahamas 11Bahrain 50Barbados 13Belgium 275Belize 3Bermuda 11Bolivia 19Botswana 11Brazil 298Bulgaria 100Canada 476Cayman Islands 8Chile 150China 502Colombia 148Costa Rica 64Croatia 72Cyprus 25Czech Republic 230Denmark 201Dominican Republic 46Ecuador 46Egypt 104El Salvador 36Estonia 63Fiji 10Finland 176France 405Georgia 22Germany 425Ghana 32Gibraltar 2Greece 123Guam 11Guatemala 47
Country ParticipantsGuernsey 4Guyana 5Haiti 6Honduras 29Hong Kong 388Hungary 177India 702Indonesia 208Ireland 207Isle of Man 7Israel 102Italy 326Jamaica 15Japan 330Jordan 47Kazakhstan 72Kenya 61Korea 286Kuwait 50Latvia 60Lebanon 45Lesotho 4Lithuania 61Luxembourg 85Macau 30Malawi 7Malaysia 286Malta 18Mexico 323Morocco 76Mozambique 20Netherlands 328Netherlands Antilles 10New Zealand 175Nicaragua 19Norway 183Oman 45Panama 69Papua New Guinea 13Peru 103Philippines 199Poland 291
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Aon Hewitt Performance, Reward & Talent Proprietary and Confidential
Country ParticipantsPortugal 180Puerto Rico 62Qatar 68Romania 159Russia 256Saipan 3Saudi Arabia 125Serbia 63Singapore 392Slovakia 124Slovenia 63South Africa 222Spain 339Sri Lanka 46Suriname 4Swaziland 3Sweden 257Switzerland 239Taiwan 231Tanzania 22
Country ParticipantsThailand 265Trinidad and Tobago 24Tunisia 47Turkey 209Uganda 15Ukraine 102United Arab Emirates 254United Kingdom 535United States 1214Uruguay 43Vanuatu 3Venezuela 81Vietnam 173Yemen 14Zambia 18Zimbabwe 13Grand Total 16,417
Canada Salary Planning Report 2015 - 2016
Aon Hewitt Performance, Reward & Talent Proprietary and Confidential
About Aon
Aon plc (NYSE:AON) is the leading global provider of risk management, insurance and reinsurance brokerage, and human resources solutions and outsourcing services. Through its more than 66,000 colleagues worldwide, Aon unites to empower results for clients in over 120 countries via innovative and effective risk and people solutions and through industry-leading global resources and technical expertise. Aon has been named repeatedly as the world’s best broker, best insurance intermediary, best reinsurance intermediary, best captives manager, and best employee benefits consulting firm by multiple industry sources. Visit aon.com for more information on Aon and aon.com/manchesterunited to learn about Aon’s global partnership with Manchester United.
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