mercer benefits survey report samplessales non-sales table 1: phone allowances provided to sales and...

Mercer Benefits Survey report samplesKeeping your benefits in line with the market

Invitation to subscribe

© Mercer

2011Asia Pacific

BenefitsTypes of Reports

Benefits Practice Report Summary (BPR-S)

This report provides you with a quick overview of prevalence information and the median values on the survey responses to questions from our benefits questionnaire across all employee levels. It is a useful report to help you quickly identify variations in the benefits policies provided to the different employee levels within your selected peer group.

Benefits Prevalence Report (BPR)

This report provides statistical information on the survey responses to questions from our benefits questionnaire. The report allows you to compare your employer’s benefits policies and practices against the aggregated statistical results of selected peer groups, based on your subscription. It is an excellent way to benchmark your benefits program to ensure that your benefits strategy remains market competitive. Free-form text type questions are excluded from the report.

Detailed Benefits Report (DBR)

This report provides you with the insight to the exact details per benefits plan of a custom peer group of your choice and the exact number of companies providing a certain benefit. It allows you to compare your benefits plan against each individual peer group presented on a side-by-side format and

calculates average, maximum and minimum values for you.Note that peer employer names are not disclosed when presenting results.

Types of reportThere are two types of reports available in the Mercer BenefitsMonitorTM application depending on your need.

1. General, high level report Spotlight of Key Benefits

2. Specific, detailed report Benefits Practice Report Summary (BPR-S) Benefits Prevalence Report (BPR) Detailed Benefits Report (DBR)

Spotlight of Key Benefits

The Spotlight on Benefits provides an overview of key benefits practice trends in the general market. This report is updated yearly, based on information taken from our benefits survey database. It represents all industries and presents results that can be used for making informed decisions on your benefits program.

www.mercer.com.sg

Spotlight on Benefit Report Sample

2010 Edition

Spotlight on benefitsAll Industries - Country

1

ABOUT MERCER

Mercer is the leading global provider of human resource consulting, outsourcing and investment services, serving more than 25,000 clients globally. Mercer works with clients to solve their most complex benefit and human capital issues, designing and helping manage health, retirement, and other benefits.

As an organization who has a strong interest in helping our clients achieve their objectives, we seek to deliver value-added results as well as effective and timely advice and services. In order for us to keep up with your expectations and serve you with the highest quality, we place your feedback under serious consideration. In response to your feedback, each year we continue to improve the style and format of our benefits survey and report with new questions, sections and analyses.

This issue provides subscribers with information that is vital for: • comparing the benefits policies and practices in your own organization to

those of the general market • keeping up to date with the latest trends in benefits package design • supporting recommendations for change in your own organization • assisting employers who do not have access to a human resource or

benefits specialist to better understand the issues of benefits and management.

We trust this 2009 benefits report will be a valuable tool for your organization over the coming year. We are already looking forward to preparing the 2010 benefits survey. As always, your comments, questions and suggestions are welcome and appreciated.

�

�

�

�

��

ABOUT MERCER ........................................................................................................................................... 1

CONTENTS ...................................................................................................................................................... 2

ABOUT ALL INDUSTRIES 2010 BENEFITS SURVEY REPORT-COUNTRY...................................... 3

�� ................................................................................................................................ 5

LIST OF PARTICIPANTS.............................................................................................................................. 6

DEFINITIONS.................................................................................................................................................. 8

EXECUTIVE SUMMARY ............................................................................................................................ 11

�� .......................................................................................................................................................... 11��....................................................................................................................................................11�� .................................................................................................................................................12� �� ............................................................................................................................................12

�� ................................................................................................................................. 15�� ................................................................................................................................... 17

�� ..........................................................................................................................................17�� .....................................................................................................................................17�� .............................................................................................................................................17�� ............................................................................................................................................................18�� ...................................................................................................................................................18�� ...........................................................................................................................................18�� !�"�� .....................................................................................................................................18#��$$ ....................................................................................................................................18

�� ............................................................................................................................ 21�� .................................................................................................................... 22�� ............................................................................................................................................ 23

STATUTORY REQUIREMENTS................................................................................................................ 25

�

�

�

�

�

��

��LL INDUSTRIES �� REPORT - COUNTRY��%��$� ��$�� $� ��&� ��'� ��$�� (�)� �� )� ��$�� $��*'��$ �$�'�� )� ��$��$� �� +�/$�� $��3�

•� 4��(�)� ��4��(��))��6�•� ��4��$�� 6�•� 4�� )��(�)� �� $��6�•� 4�� $� �(�)� ��))��6�•� 4�� )�)�*�(��(�)� ��4��(��))��6�

��&� ��$��)��$� �� $��$�� (�)� �� +��)� ��)�� 7�� 4�� )� �� 4��4��$�� 3��

‘What is everyone else doing?’

�� )��$� ��(�)� ��)��$��4��)��&� �� 87��)�� +�<��Country'�xx��&� �� =>8>��(�)� ��(��$�� (�)� ��7�� +�� * �� ( ��+�?�� (� ��)� ��&� ��4��(�� )� �� +��<�� )�� )� ��(�)� ��)��$� ��'�� )�� )�(�)� �� $��+��

�

4

In Section 4, you will find a summary of the key results of the Benefits survey across all employee level at one glance. In it, the median value (50% percentile) is used to demarcate amount for each employee category.

^ is used to represent the average value instead when there is not enough data to support a median value. Data from at least 5 companies are required for median to be calculated

* is used if there are not enough respondents (plans) to provide accurate information

*** is used if data is not shown as small sample size will need prudent interpretation when compared to market. It is available in Benefits Practice Report for reference.

Unless otherwise stated, the local currency is used.

Q1 (25 percentile)

After calculating the median, the first quartile is the mid-point of the lower half of the sample. The first quartile is the score below which 25% of the cases fall and above which 75% fall.

Q2(Median)

The median is the mid-point of a range of figures. It is calculated by sorting all the values into ascending order then locating the value above which 50% of the scores fall and below which 50% of the scores fall

Q3 (75 percentile)

After calculating the median, the third quartile is the mid-point of the upper half of the sample. The third quartile is the score below which 75% of the cases fall and above which 25% fall.

The percentages found in the spotlight report are based on the professional staff category found in the Benefits Prevalence Report unless otherwise stated.

Please note that values may be higher for junior employees than for senior management because they are based on the median values which may differ due to differences in number of plans in employee category.

Comments are available only in the Detailed Benefits Report.

Section 5 provides you with an overview of the statutory requirements.

The information and data contained in this report are for information purposes only and are not intended nor implied to be a substitute for professional advice. In no event will Mercer be liable to you or to any third party for any decision made or action taken in reliance of the results obtained through the use of the information and/or data contained or provided herein.

�

�

�

�

�� ?�� )�� )�� '��$��$�$��$(��)��(�� 7��)�� (��+�?��&� ��$�� (�� )��(��)�� $�� (��+�%��&� ��)��(�� 7��)��)� ��$��+�%��&� �� )��(�� 7�� =K ��LK �� +�#�� (��))�� )��'� ��(�� 4� ��N�O�N+��$��V��)��4��4� ��4��)� �� $��*�� +�� $��)�� )��$�� (��+�< ��$�� 4� ��$��'��)�� $�� )�� $��(�� (��&� ��+�< ��(��)�� )��$�� X�� )�� $�� +��?��)��$� �� )��)��$� �� $�� (��(� � � �)��)��+�<�� 4��(��(�� )��$�� )� �� ( �� )� ��)��$� ��Y�� +�� )��$� �� $� � �$� ��$�� (�)� �+�Z�� *��)��(�)� ��)��$� ��$��$� � ��$��(�� $� ��$�� )�� '�� $�� )��$� �� +��

12

4

EXECUTIVE SUMMARY

Leave

Annual Leave

Companies provide annual leave above the statutory minimum to their employees. This arrangement is across the board for employees. The entitlement increases as the length of service increases, typically ranging from 14 days of annual leave after 1 year of service to 22 days at the maximum.

Encashment of leave, other than for resignation, is not commonly practised in �� . Companies who practise this have a cap on their encashment ranging from 10 days to 18 days. The default option is to encash annual leave at the end of each year.

�

Key Points: Annual leave provided to employees is above statutory minimum and typically ranges from 14 days to a maximum of 22 days depending on employee category Parental leave is usually provided according to legislations, with foreigners receiving less leave Prolonged medical leave, offered by half of the respondents, tends to take effect after hospitalisation leave has been exhausted Volunteerism leave is slowly growing in popularity Study/exam leave is more commonly provided for company sponsored courses

27

Graph 2: Provision of Hand Phone Allowances

14% 15%

20%17%

14%

18%20% 19%

0%

5%

10%

15%

20%

25%

Top Mgt Mgt Professional Staff

Sales Non-Sales

Table 1: Phone allowances provided to Sales and Non-Sales Staff

Mobile phone allowance (per

month)


Sales $* $* $* $*

Non-Sales $* $* $* $*

Table 2: Transport allowances provided to Sales and Non-Sales Staff

Transport allowance


% * * * *

Amount per month $* $* $* $*

28

6

STATUTORY REQUIREMENTS

Benefit Statutory Requirements

Working Hours An employee may not be required to work more than 6 consecutive hours without a period of leisure, more than 8 hours a day or more than 44 hours a week

Annual Leave Minimum 7 days on top of rest days, public holidays and sick leave. An employee is entitled to annual leave only upon serving the same employer for a continuous period of at least 3 months

Sick Leave 14 days of paid sick leave without hospitalization if worker has worked for at least 3 months. Where hospitalization is necessary, the 14 days can be extended for up to 60 days.

Prolonged Medical Leave Up to 60 days inclusive of 14 days sick leave

Maternity Leave 16 weeks paid maternity leave with the last eight weeks (capped at $20,000 per confinement including CPF) funded by the Government for 1st & 2nd child. For the third and subsequent confinements, the full 16 weeks will be funded by the Government (capped at $40,000 per confinement including CPF). To be eligible for the benefit the mother must have worked at least 90 days with the employer and her child must be a Singapore citizen

www.mercer.com.sg

Benefits Practice Report Summary Sample

acti Summary

Country

Country

8

Country

14

www.mercer.com.sg

Benefits Prevalence Report Sample

Country

� �))

� ��Y�/*�$��

/��)��

V��Y�V ��$�

?�$��

��

��

"�� $��

��((� ��

��

� ��

/��(��

��

��

��

��

� ��%�$��

/$�� Y��

#��$$

#��)��$��X��

��

/$��$� ��

#��)��$��Z�)� �

%�*�(��#��$� �

%�$��

��

��

/$��$� ��

��

13

6.3 Do you have rotating 8 hour shifts? (details of shift allowance will be captured in allowance section)

�+�� 8�

6.2 Do you have fixed 12 hour shifts? (details of shift allowance will be captured in allowance section)

K+�L��

6.1 Do you have fixed 8 hour shifts? (details of shift allowance will be captured in allowance section)

8=+>�� 8L

� �� !"#�$ %&'�(�)*�$+ #,�-#$. =�+�L�� >

5.2 Total duration of all tea breaks in a day (minutes)

8L+=K 88+=K 8K+>> =>+>> =>

5.1 If yes, please state number of tea breaks in a day.

8+LK 8+=K =+>> =+>> =>

/ ��0)�"%,#�'#!�1)#!*$. 8�+�� =8

2 � !'�%$�' #�,�)!'%�3��&�-�3+ �4%3�5%3�'#$6.

KK+K� �>+>> �>+>> �>+>> 8�8

7 � !'�%$�' #�3�51#)��&�(�)*%38� ��)$�0#)�(##*�#9+-�,%38�-�3+ �!3,�'#!�1)#!*$.

�>+L� �>+>> �>+>> �=+K> 8�8

� � !'�%$�' #�3�51#)��&�(�)*%38� ��)$�0#)�,!��#9+-�,%38�-�3+ �!3,�'#!�1)#!*$.

�+�= �+>> �+>> �+K> 8�>

� � !'�%$�' #�3�51#)��&�(�)*%38�,!�$�0#)�(##*�%3��)��)8!3%$!'%�3.

�+�� K+>> K+>> K+>> 8�8

�50-��5#3'��3,%'%�3$

��51#)��&��50-��#)$: 8�=

�#0�)'��!'#: >�X��X=>8>

��3')�: ��

;�#$'%�3��#$+)%0'%�3 <��#$

�"#)!8# ;��4�/�0+'6

;��4/��0+'6

;7��4=/�0+'6

>��&��-!3$

��51#)��&��-!3$: 8�8

�#3#&%'��!'#8�)�: /$��$� ��

14

10.1 Do you provide Short-term contract employment for less than 3 months?

��+8L�� K8

�� 0)!+'%+#�+�3')!+'�#50-��5#3'. LK+�� 8>L

? �#$%83!'%�3�3�'%+#�0#)%�,@�%3�5�3' $@�)#A�%)#,�!&'#)�0)�1!'%�3�0#)%�,:

8+8� 8+>> 8+>> 8+>> 8�=

B �#$%83!'%�3�3�'%+#�0#)%�,@�%3�(##*$@�)#A�%)#,�,�)%38�0)�1!'%�3�0#)%�,:

=+�L 8+>> =+>> �+>> 8=>

L+=+K <��Z�)� � L�+L=�� 888

L+=+� <�� Z�)� � L>+�=�� 8>>

L+=+� �� Z�)� � LK+8�� 8>�

L+=+= �� K+��

L+=+8 �� >+=�� K

7.2 If limited benefits apply, which of the following are provided during the probation period?

7.1 Duration of probation period in months: �+8= �+>> �+>> �+>> 88�

= �� !"#�!�0)�1!'%�3�0#)%�,. �L+�� 8=�

6.4 Do you have rotating 12 hour shifts? (details of shift allowance will be captured in allowance section)

8�+�� 8�

��51#)��&��50-��#)$: 8�=

�#0�)'��!'#: >�X��X=>8>

��3')�: ��

;�#$'%�3��#$+)%0'%�3 <��#$

�"#)!8# ;��4�/�0+'6

;��4/��0+'6

;7��4=/�0+'6

>��&��-!3$

��51#)��&��-!3$: 8�8

�#3#&%'��!'#8�)�: /$��$� ��

www.mercer.com.sg

Detailed Benefits Report Sample

Detailed

Country

XXX Peer group

Country: Country (2009/2010) Employer A Employer B Employer B Employer C Employer CReport Date: 02-Dec-2010 Plan 1 Plan 1 Plan 2 Plan 1 Plan 2Number of Employers: 13Benefit Category: Annual Leave

Annual Leave1 Do you provide annual leave on top of

statutory requirements?21 13 Yes Yes Yes Yes Yes

2 Annual leave is eligible:2.1 Upon employment 5 4 No Yes Yes No No2.2 After probation 12 6 Yes No No Yes Yes2.3 After 1 year of service 0 0 No No No No No2.4 Others, please specify: 0 0

3 What is the annual leave entitlement (in days) by completed years of service?

3.1 1 year 13.62 10.00 18.00 21 13 15.00 12.00 15.00 15.00 13.003.2 2 years 13.76 10.00 18.00 21 13 15.00 12.00 15.00 15.00 13.003.3 3 years 13.95 10.00 18.00 21 13 15.00 13.00 16.00 15.00 13.003.4 4 years 14.29 10.00 18.00 21 13 15.00 14.00 17.00 15.00 13.003.5 5 years 14.62 10.00 19.00 21 13 15.00 15.00 18.00 15.00 13.003.6 6 years 16.90 12.00 20.00 21 13 20.00 16.00 19.00 17.00 15.003.7 7 years 17.95 12.00 20.00 21 13 20.00 20.00 20.00 19.00 15.003.8 8 years 18.05 12.00 21.00 21 13 20.00 20.00 21.00 19.00 15.003.9 9 years 18.14 12.00 22.00 21 13 20.00 20.00 22.00 19.00 15.003.10 10 years 18.14 12.00 22.00 21 13 20.00 20.00 22.00 19.00 15.003.11 11 years 18.14 12.00 22.00 21 13 20.00 20.00 22.00 19.00 15.003.12 12 years 18.14 12.00 22.00 21 13 20.00 20.00 22.00 19.00 15.003.13 13 years 18.14 12.00 22.00 21 13 20.00 20.00 22.00 19.00 15.003.14 14 years 18.14 12.00 22.00 21 13 20.00 20.00 22.00 19.00 15.003.15 15 years 18.62 12.00 22.00 21 13 20.00 20.00 22.00 19.00 17.003.16 20 years 19.24 15.00 24.00 21 13 20.00 20.00 22.00 20.00 18.003.17 25 years 21.62 15.00 25.00 21 13 20.00 20.00 22.00 20.00 18.003.18 What is the maximum annual leave entitlement

provided?21.62 15.00 25.00 21 13 20.00 20.00 22.00 20.00 18.00

4 Does your organisation have a policy on annual leave advances?

14 9 Yes Yes Yes No No

4.1 Up to a half year's entitlement. 0 0 No No No4.2 Up to one year's entitlement. 2 2 No No No4.3 Case-by-case basis 9 6 Yes Yes Yes4.4 Others; if yes, please provide the number of

days allowed:* * * 0 0

5 Does your organisation allow unused annual leave to be carried forward?

19 12 Yes Yes Yes Yes Yes

5.1 If yes, when must the leave be utilised by?5.1.1 Within the 1st quarter of next calendar year. 2 1 Yes No No No No5.1.2 Within the 2nd quarter of next calendar year.

4 2 No No No Yes Yes

5.1.3 Within the 3rd quarter of next calendar year. 0 0 No No No No No5.1.4 Within the end of next calendar year. 6 4 No Yes Yes No No5.1.5 Others; if yes, please specify:

5 3

# of OrgsQuestion Description

Top Management, Management, Professional, Staff

AverageMinimum

Value Maximum Value# of

Plans

Management, Professional, Staff

Top Management Top Management Management, Staff

1

©2010 Mercer LLC. All rights reserved.

Argentina

Australia

Austria

Belgium

Brazil

Canada

Chile

China

Colombia

Czech Republic

Denmark

Finland

France

Germany

Hong Kong

Hungary

India

Indonesia

Ireland

Italy

Japan

Malaysia

Mexico

Netherlands

New Zealand

Norway

Philippines

Poland

Portugal

Singapore

South Korea

Spain

Sweden

Switzerland

Taiwan

Thailand

Turkey

United Arab Emirates

United Kingdom

United States

Venezuela

For further information, please contact your regional Mercer offi ce or visit our website at:

Mercer (Singapore) Pte Ltd18 Cross Street, #04-02Marsh & McLennan CentreSingapore 048423Tel +65 6398 2644Fax +65 6222 [email protected]

www.mercer.comwww.imercer.com

mercer benefits survey report samplessales non-sales table 1: phone allowances provided to sales and...

Documents