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PLANNING FOR TOMORROWHIRING FOR TODAY2014 BOMA & HAYS Annual Industry Compensation Survey Report

hays.ca

CONTENTS

About BOMA 01

A message from BOMA 02

About Hays 03

About this report 03

Trends in Recruitment & Retention 04

Salaries

Property Management 16

Asset Management 17

Leasing & Lease Administration 18

Building Operations 19

Life Safety/Security 20

Facilities 20

Sustainability 21

Marketing 21

Accounting 22

Support Staff & Human Resources 23

Retention Insights 24

Benefits 24

Useful contacts 25

ABOUT BOMA

As the voice of the Canadian commercial real estate industry, BOMA facilitates national initiatives and the exchange of ideas that support our member associations in the promotion of education, advocacy, recognition of excellence and networking.

The combined BOMA association membership across the country creates a critical mass and focus of

resources to push for change on advocacy issues. BOMA facilitates the sharing of information and pooling of expertise, ideas and resources for the benefit of the local associations, individual members and the industry at large.

This Industry Compensation Survey Report is the result of the cooperation of the members in:

Through its regional associations, the Building Owners and Managers Association (BOMA) of Canada represents building owners, managers, developers, facilities managers, asset managers, leasing agents, brokers, and their product and service providers.

2014 BOMA and HAYS Annual Industry Compensation Survey Report | 01

A MESSAGE FROM BOMA

As representatives of the commercial real estate industry BOMA is proud to once again be a part of the BOMA Hays annual compensation survey of the industry. 2013 continues to demonstrate the importance of the Commercial Real Estate Industry to local and national economies. Many areas of the country are growing, while others are rebounding from a lacklustre performance of the economy, but in all cases, the demand for commercial real estate remains.

In 2012, a study by Deloitte on the impact of commercial real estate in just one economic zone clearly demonstrated that our industry creates tens of thousands of jobs. Even more importantly the associated economic spin-offs through development, fit ups and management and sales of real estate generates billions of dollars of economic activity. In every region commercial real estate is one of the building blocks of business and a great industry to work in.

Yet filling the pipeline with well trained staff continues to be an issue for the industry, and as such is rising quickly on the BOMA radar as a critical need.

To serve the industry, and on behalf of the building owners, managers, developers, facility managers, asset managers, leasing agents, brokers, and the product and service providers to over 2.1 billion square feet of commercial real estate across Canada, BOMA continues to address issues of local, regional and national concern as we promote excellence in the industry through information, education, advocacy and recognition.

This guide was developed with the cooperation of BOMA associations across the country as part of our mandate to share information, pool expertise, ideas and resources for the benefit of BOMA, our members and the commercial real estate industry as a whole.


The 11 Building Owners and Managers Associations (BOMA) of Canada represents over 3,200 members across Canada, making it the voice of the commercial real estate industry.

By truly understanding our clients and candidates, locally and globally, we help companies and people achieve lasting impact. This is what makes us Hays – the world’s leading recruiting experts in qualified, professional and skilled work.

Opening our first Canadian office in 2001, Hays has since grown to become a national recruiting presence. We have offices in Calgary, Mississauga, Ottawa, Toronto, Vancouver and now Winnipeg.Working closely with our private

and public sector clients across the country, we place candidates into the right permanent positions, contract roles and temporary assignments.In addition to serving the needs of the Real Estate, Property & Facilities management industry, the expert Hays Construction & Property team serves these sectors:

• Architecture & Interior Design• Civil, Structure & Environmental• Engineering • Construction & Development• Mechanical & Electrical Engineering

ABOUT HAYS ABOUT THIS REPORT

The right job can transform a person’s life.The right person can transform a business.


As expert recruiters to the Property & Facilities Management industry, Hays are in constant communication with industry professionals who are looking for work or looking to hire staff.

Through our most recent survey, conversations with industry professionals and observations drawn from our daily interactions with the industry, we have been able to paint a picture of what the Property & Facilities Management landscape looks like in the different regions of Canada.

Organizations of all sizes in the Property Management industry can utilize the following base salary, non-salary compensation and vacation information to help with your recruitment planning.

The report aims to provide a cross section of typical salaries showing a minimum-maximum wage range. We also comment on the current state of the market.

We have sourced the information in this report from:

1. Qualitative and quantitative data gathered in the Summer of 2013 in a voluntary, confidential digital survey sent to BOMA members and Hays clients.

2. Hays’ current market knowledge of temporary and permanent placements made in across Canada.

PLEASE NOTE:While every care is taken in the collection and compilation of data, this report is interpretive and indicative, not conclusive. This information should be used as a guideline only.

2012 BOMA Annual Industry Compensation Survey Report | 1 2012 BOMA Annual Industry Compensation Survey Report | 1

TRENDS IN RECRUITMENT & RETENTIONCANADA OVERVIEWChallenges surrounding compensation, training and skill shortages vary between provinces and so do the ways in which businesses tackle those challenges.Due to the unique markets and industries that define each province, the economy has impacted the regions very differently. For example, because of government cut-backs in Ottawa and the Atlantic provinces they now are experiencing the effects of the economic downturn, which is causing hiring freezes. Where as in Alberta the resources and energy industry has had a positive impact on the market increasing the amount of jobs available.

Skills in demand

Forty per cent of respondents indicated that their staffing levels had increased over the past 12 months. This validates that confidence in the market is increasing and as a result companies are replacing those positions that were made redundant during the recession as well as adding new people to the business.

Qualified Building Operators are cited as the number one hardest to find profession across Canada. This shortage of candidates currently can be attributed to the lack of promotion of the trade within schools and fewer businesses offering apprenticeships to train available talent. BOMA groups have been working with schools to encourage awareness and enrollment in property & facilities courses and some areas are already seeing an up lift.

On the one hand, managers are telling us that there is a skills and training shortage, however only 11 per cent of businesses offer professional certified training. Significantly, the number of people completing Building Owners and Managers Institute (BOMI) courses has fallen in some regions; BOMA Ottawa has seen a decline in course enrollment and BOMA BC has stopped offering Real Property Administrator (RPA®) and Facilities Management Administrator (FMA®) courses due to low uptake.

This could be a sign of less people entering the property & facilities profession, which would long-term feed the candidate shortage. With 41 per cent of respondents indicating their companies hiring levels will increase over the next 12 months, employers need to take it upon themselves to promote the profession and industry to help fuel talent for future years.

Recruitment Insight

Lack of career progression was named as the main reason for employees leaving a company and interestingly 60 per cent of employers either were not aware of or do not have a succession plan in place. With the retirement of the Baby Boomers generation affecting most businesses across Canada, Saskatchewan and Edmonton are leading the way with the most implemented succession initiatives (55 per cent of Saskatchewan employers have a succession plan in place and 50 per cent of employers in the Edmonton have a succession plan in place).

With increasing competition in the market for professionals, retaining top talent continues to be a hot topic. Almost one third of the respondents said that attrition increased over the past 12 months and compensation was cited as the biggest reason why property & facilities professionals leave a business. For example, Manitoba employers lose a high number of employees to the lure of the oil money in Alberta, while companies in Ottawa lose their staff to opportunities in the government, where some employers simply cannot compete with the lucrative benefits packages. When increasing compensation offerings are not an option, some organizations are utilizing other perks to sell their opportunities. For instance, employers in Saskatchewan and Nova Scotia are selling lifestyle, community and cultural elements as part of their benefits packages. Promoting work-life balance as a key selling feature.

Market forecast

Overall, respondents expect salaries to increase over the next 12 months and nearly 45 per cent indicated that the future market will have a positive effect on businesses; creating a sense of confidence in the marketplace for 2014.

Construction and development projects moving forward, are fueling some of this confidence and the demand for property & facilities.

With an increasing demand for professionals, and already a candidate short market, competition for qualified and experienced individuals will continue to be strong. The industry will see an increase in bespoke compensation and benefits packages offered as hiring managers try to secure top talent for their teams.

Rowan O’GradyPresident, Hays Canada


RECOMMENDATIONSFOR 2014


Skills in demand – Alongside industry training courses, invest in management training courses to prepare your future leaders.

Recruitment insight - Plan ahead to allow enough time when replacing or hiring new Lease Administrators and Building Operators as these professionals are in high demand.

Career development – Encourage skills diversification projects or secondments to engage, motivate and retain talent.

As a result of the findings from this survey and report, Hays Property & Facilities Management is recommending employers consider the following strategies for the upcoming year.

TRENDS IN RECRUITMENT & RETENTIONVANCOUVER, BRITISH COLUMBIASkills shortages are cited as the main recruitment challenge for BC employers. And with 42 per cent of respondents increasing staffing levels over the next 12 months, employers should expect to face a competitive market for top property & facilities professionals in 2014.

Skills in demand

The redevelopment of shopping malls on major transit lines to incorporate residential towers is a growing trend in the Lower Mainland and will add to the demand for qualified professionals with residential property management experience. For residential projects such as these, employers tell us they are implementing hiring plans now to ensure all skills required are on-board in time.

There is a concern over the aging population of seasoned Property Managers and Asset Managers with large or multiple portfolio experience. As a result, businesses are looking to where future talent will come from. In Vancouver, leading businesses are trialing apprenticeship-style development programs to give employees with great potential a real, rounded exposure to property management. Employers tell us they see a lot of bright people coming out of university with industry related degrees and want to incorporate their skills in a creative and proactive way. Although still in early stages, programs like this could lead the way to addressing the skills gap resulting in a larger candidate pool in property management.

Facility management companies who have been awarded management contracts for public-private partnership (PPP) projects in BC are hiring staff to service the contracts. Employers are looking for Facility Managers and Facility Coordinators who have worked for target driven companies previously as these contracts have strict penalty clauses and targets to adhere to.

Recruitment insights

Nearly 30 per cent of respondents cited career progression as the main reason why people leave their business. Positively, over 30 per cent of respondents indicated their company does have a succession plan in place. Employers tell us they are implementing succession plans now to replace retirees over the next 12-24 months, however many feel that this is not enough time to cover the knowledge gap. Training courses, linked with a career plan, can be an effective retention tool; employees feel engaged with a business when on a set training and career path. Companies are partnering with Hays up to three years in advance to ensure the right people are in place in order to succeed those retiring

Just under 10 per cent of respondents from Vancouver indicated that their businesses would offer certified professional training over the next 12 months and BOMA BC has stopped offering BOMI FMA® and RPA® courses due to lack of uptake from businesses. These certifications are often essential prerequisites when hiring new staff and a reduced number of employees who have completed the courses may result in a smaller pool of qualified candidates in the future.

Market forecast

As commercial and residential towers begin construction, leasing professionals with experience in those areas will be in high demand. Once completed, these highly automated buildings will require maintenance management teams and facilities professionals who are technologically savvy to run them.

Development projects such as the Oliver Correction Facility and the BC Women’s Hospital & Health Centre / BC Children’s Hospital development will require property management and maintenance teams across all levels to oversee the facilities.

Sixty-one per cent of respondents said they would consider recruiting from outside of the province and with these new projects pulling from the candidate pool in BC this could be the key to over-coming the candidate shortage.


13 | 2012 BOMA Annual Industry Compensation Survey Report2012 BOMA Annual Industry Compensation Survey Report | 1

TRENDS IN RECRUITMENT & RETENTIONCALGARY, ALBERTACompanies pay higher salaries in Calgary but professionals expectations are higher too. Employers are demanding professionals with like-for-like industry experience in addition to all requirements of the job specification.

Skills in demand

Forty per cent of respondents revealed that qualified Building Operators are the most difficult candidates to find in Calgary. In facilities management specifically, the demand for experienced Building Operators and Maintenance workers has increased, in addition to the roles themselves having evolved. The roles now encompass customer service and tech systems components and employers are looking for tech savvy individuals with excellent customer liaison skills.

Due to this expansion of the required skill set coupled with the increased demand for these professionals, Calgary is facing a significant shortage. When considering a job offer, Building Operators tell us base salary is the deciding factor. If a package is heavily weighted towards benefits, assign the monetary value to each element, which when added to the base salary gives a clearer picture of the total compensation.


Thirty-five per cent of respondents indicated that attrition increased in 2012. Employees who work independently, such as Building Operators or some Facilities Managers, tell us that salary tends to be the main factor when deciding whether to accept a new role or stay with a company. When hiring for these roles, use this salary guide alongside business updates to ensure total compensation packages are competitive.

If a role involves working with teams or is more client facing, such as Property Managers and Property Administrators, candidates tell us their priorities are linear progression and job titles. Therefore when hiring for these roles, it is essential to highlight the hierarchy structure of the organization and all the career paths available to individuals.

In an attempt by companies to retain their top talent, we have seen a big increase in the amount of counter offers in Calgary. Companies are recognizing how difficult it is to replace experienced staff and would rather increase a current salary package. Throughout the hiring process ensure that the potential employee is engaged in the process through regular communication and updates.

Thirty-five per cent of respondents said their company does have a progression plan, however 28 per cent were unsure; in order for career plans to be successful, the individuals involved must be engaged with the processes. A little time spent laying out a plan with an employee will go a long way to motivating and retaining teams.

Market forecast

The future looks bright; over 65 per cent of respondents feel the market conditions will affect their business positively or very positively over the coming year. Nearly half of respondents indicated that staffing levels will increase over the next 12 months and many businesses hiring from the same candidate pool in property & facilities may result in fierce competition for top employees.



TRENDS IN RECRUITMENT & RETENTIONEDMONTON, ALBERTA

In order to attract top talent to the area, employers in Edmonton tell us that that they have increased salaries on average by three-six per cent over the past 12 months. Fifty per cent of employers plan to increase salaries in the upcoming year. Previously there had been a discrepancy of circa $10,000 in salaries between positions in Edmonton and Calgary, now salaries are increasing in Edmonton, evening out the playing field.

Skills in demand

Edmonton is experiencing a shortage of experienced Building Operators and with 37 per cent of respondents currently recruiting in this area, this gap will have a direct impact on operations and maintenance teams in the region.

Building Operators entering the market do have the required certificates such as 5th, 4th and 3rd Class Power Engineering – ABSA certification, but have not had any hands-on, practical experience, which is what employers currently are requiring. To address this gap, we recommend employers provide these qualified candidates with the experience they need through apprenticeships or internships.

Recruitment insightIn Edmonton currently, successful mid-management level staff are being offered opportunities to advance their career by moving into roles leading operational teams. Despite this being a positive outcome, professionals at this level tell us that although successful at their operational role, they do not feel they have been equipped with the tools to manage other operational staff. In order to help attract or retain this level of management, we recommend offering management training courses in conjunction with BOMI certifications to support your internal growth.

Market forecast

Fifty-two per cent of respondents said that their staffing levels will increase over the next 12 months. As several proposed construction projects slated for the Edmonton region come on stream, we expect to see a rise in candidates willing to relocate to the city to fill these positions.

Salaries will continue to increase to compete with Calgary and our clients tell us that competitive benefit plans are on their agendas in order to further attract and retain their top talent.



TRENDS IN RECRUITMENT & RETENTIONREGINA, SASKATCHEWANIn 2012, Saskatchewan saw extraordinary growth in property & facility management; 73 per cent of respondents confirmed that the economy had a positive impact on their business and 52 per cent said that business activity had increased over the past 12 months. This has led to an increased demand for professionals, fueling candidate shortages.

Skills in demand

Respondents tell us that Qualified Building Operators are cited as the most challenging candidates to find and hiring managers are going outside of the province in order to find the right people for their jobs; 53 per cent indicated their companies had hired from outside of the province for hard to fill positions.

Interestingly, BOMA members tell us that there has been an influx of 15,000 – 20,000 people to the province, attracted by the job market, cost of living and balanced life style. Many of these individuals have skills from other industries and with 50 per cent of companies offering professional development / training, employers could harness this experience for their jobs through the proper induction and training. With 20 per cent of employers saying property administration candidates are the hardest to find, and 15 per cent saying property management roles, this influx of professionals could help fill the initial gap, through the utilization of transferrable skill sets.

Educational institutions can heavily influence the number of new people entering the market. BOMA members have been working with schools to promote courses and raise awareness of the property & facilities management industry. Co-op programs and internships are an effective way to engage fresh talent to businesses; after graduation, employers have the option then to hire a qualified individual who not only has the education, but relevant experience also.


BOMA members tell us that work/life balance and the community spirit are some of the main reasons why people come to Saskatchewan and 90 per cent of respondents indicated that employees are happy with their current benefits package. When hiring, we advise employers to highlight all elements of the benefits package as part of the total compensation; specifically those pertaining to lifestyle and wellness.

Saskatchewan is the region with the highest percentage of companies with career progression plans in place and 90 per cent of respondents here revealed that attrition levels either remained the same or increased over the past 12 months. Effective progression planning engages employees with the business, resulting in improved retention rates.

Market forecasts

Seventy-three per cent of respondents feel that business activity will increase over the next 12 months and sixty-five per cent have noted that salaries will also be on the rise. BOMA members noted that salaries have increased in order to attract top talent to the province.

Saskatchewan Government Insurance (SGI) has recently announced the development of a new head office, downtown Regina in 2014, which will require a management team once completed. Further in the future, the Global Transportation Hub once completed will require an entire operation and maintenance team to oversee the facility. Projects like these will draw from the local candidate market. Stay ahead and start the hiring process well before initiatives like these are completed.



TRENDS IN RECRUITMENT & RETENTIONWINNIPEG, MANITOBAForty-nine per cent of respondents indicated that the overall economy had a positive effect on their businesses and with a candidate shortage already in place, competition is increasing for experienced professionals in Property & Facility Management.

Skills in demand

BOMA members tell us that the labour market is shrinking; experienced skilled trades are increasingly tough to find as these individuals are often loyal to their companies making it difficult to recruit. Consider hiring junior Building Operators on a temporary basis; providing the opportunity for employees to demonstrate their skills without the potential risk of a permanent placement. Manitoba is experiencing the Brain Drain effect as graduates are drawn away by lucrative roles in the Oil and Gas industry in Western Canada. As a result, with less people entering the industry, property, facility and asset managers are increasingly hard to find. Almost 45 per cent of respondents said that their company does offer internal or certified training which will help close the skill gap for experienced candidates. Where possible, consider working with a school or university to offer a co-op program. Graduates who have successfully completed an internship and are offered a full-time position are less likely to leave the province.

Recruitment insight

Although forty per cent of respondents said that their company does have a progression plan, 30 per cent are unsure if there is a plan in place. Career progression is cited as the second most common reason why employees leave a company. Feedback from BOMA members indicates that businesses are starting to implement both structured and informal succession plans to address the aging work force concern. Cross-training and lateral moves help develop more rounded skills so employees continue to be challenged and motivated. Thirty-four per

cent of respondents revealed attrition has increased over the past 12 months; an employee with a more diversified skill set allows for further flexibility when replacing former employees.

Market forecast

Approximately 40 per cent of respondents predict that market conditions will impact their businesses positively in 2013. Projects such as the redevelopment of the former Canad Inns Stadium site into a commercial and retail portfolio, the extension of the Winnipeg Convention Centre, the development of Assiniboine Park & Zoo and the development of new office and retail properties downtown will require a full outfit of property management teams from 2014 onwards. These new and attractive initiatives may draw employees and shrink the candidate pool, it is recommended to plan ahead and start critical hiring processes today.



TRENDS IN RECRUITMENT & RETENTIONGREATER TORONTO AREA, ONTARIOOver the past 12 months the GTA has experienced the results of the previous year’s mergers and acquisitions. Sixty-two per cent of respondents indicated that staffing levels have remained the same or even decreased over the last 12 months. Where teams were over resourced as a result of a merger, there were redundancies and hiring freezes. Employers tell us they are still hiring, but are focused on replacement, not growth.

Skills in demand

One quarter of respondents indicated qualified Building Operators are most in demand and hardest to find. Recently, however, there has been a shift in the market, and as a result of lay-offs caused by downsizing, more general Building Operators are available in the market, more so than in 2012. Employers who have preconceived notions that these candidates are impossible to source may be pleasantly surprised. Conversely, however, Building Operators with experience in critical sites and data centers are still difficult to source due to the niche specifics of the experience required and the demand for these candidates is continuing to rise by employers. In the GTA, 20 per cent of respondents said they are currently recruiting for positions within property management, however candidates with this skill are highlighted as the second hardest to find. When hiring a Property Administrator or Property Manager, our clients are trialing candidates from outside their sector on a temporary basis, for example, candidates with retail experience in an office portfolio. Employers tell us this is an effective way to assess transferable skills and culture fit without the commitment of a permanent hire.

Employers tell us experienced Lease Administrators on the drafting side are scarce; there simply are not enough candidates available in the market who have tenured experience in property lease admin and legal drafting. As a result, we are seeing salaries increasing in order to attract candidates; employers have to out bid current salaries in order for candidates to make a move.

Fifty-six per cent of respondents indicated their organizations would be offering training programs in the next 12 months; as an alternative to increasing salaries consider a training program in legal drafting to up-skill new Lease Administra-tors.


Fueling the demand for Building Operators with critical sites exposure is the development of new data centres in the GTA. Third party facility management companies are actively sourcing experienced Building Operators to manage these highly sensitive and technical facilities.

Overall 33 per cent of respondents said salaries will increase over the next 12 months. This could be attributed to employers increasing salaries to compete for and attract Building Operators.

Property Managers tell us they want to grow into senior or regional management levels with bigger portfolios, projects and teams to manage. Interestingly, employers are finding it difficult to source professionals with the desired leadership skills and business acumen required for this seniority level. When interviewing for positions within property management, ascertain a candidates long-term growth potential to fit future senior positions within the business.

Our candidates regularly tell us that although not active on the job market, they would consider making a move for a specific reputable company demonstrating how important a company’s reputation is to candidates when considering accept a new job. In order to attract candidates, it is important that employers promote their company culture and business success stories when hiring.

Market forecastForty-one per cent of respondents noted that staffing levels will increase over the next 12 months and 38 per cent think the economy will impact their business positively.

To address skill shortages, many employers are looking to temporary hires as staffing solutions for the upcoming year.



TRENDS IN RECRUITMENT & RETENTIONOTTAWA, ONTARIO

BOMA members tell us that in Ottawa over the past 12 months, the market has been directly affected by budget cuts and 31 per cent of respondents revealed that the economy had impacted their business negatively. However, 57 per cent of respondents are currently recruiting, indicating that employers are pressing ahead with planned projects.

Skills in demand

Thirty-three percent of respondents indicated their staffing levels had increased over the past 12 months. BOMA members tell us the facilities management sector has been busy working on the government’s office renovation project therefore the demand for facilities contractors has increased. Upon the completion of this project, employers can take advantage of an increased candidate pool as contractors seek out their next employment opportunity.

BOMA members tell us that, due to a lack of awareness of the industry, new candidates are simply not entering into the market and thirty-four per cent of respondents said that Building Operators are the hardest candidates to find. BOMA are planning on partnering directly with post-secondary institutions to promote the industry in order to help shrink the skills shortage. Consider working with a school or university on a co-op program to develop fresh talent for your business.


In Ottawa, nearly one quarter of respondents indicated that attrition in their organization had increased over the last 12 months and BOMA members tell us that the main factor effecting retention is the draw of salaries and benefits from the government sector. Thirty-seven per cent of respondents indicated career progression is the main reason why employees leave a company. In order to engage new staff, we recommend employers promote their career progression and development programs as an attractive selling feature throughout the hiring process.

The uptake in the BOMI professional training courses dropped during the past 12 months compared to previous years and only 12 per cent of respondents indicated their business had offered professional certified training over the same period. As part of talent management and retention strategies, we recommend employers implement training programs alongside career development plans to further engage staff. Depending on business needs, this can take the form of formalized / certified training or on-the-job coaching or mentorship.

Market forecast

The majority of employers feel the Ottawa property & facilities market is shaping up to be relatively static with previous years for the upcoming 12 months. Thirty-six per cent however feel the market is affecting their business negatively. Regardless, a significant 40 per cent of respondents said that staffing levels will increase, indicating that employers are still pushing through with plans and projects at hand. The majority of respondents (53 per cent) say their staffing levels will stay the same. Despite the appearance of a relatively stagnant market, BOMA members tell us that employers are facing an impending Baby Boomer retirement, which could push hiring needs to the top of the priority list sooner than employers are expecting.



TRENDS IN RECRUITMENT & RETENTIONQUEBEC - MONTREALHalf of the respondents indicated career progression as the main reason why employees leave a company in Quebec. Significantly, Quebec is the region with the highest percentage of respondents who are actively looking for a new job (52 per cent) and over 75 per cent of respondents either do not have or are unsure if there are succession plans in place in their business. This indicates that career progression planning is needed in the property and facilities sector.

Skills in demand

The role of the Lease Administrator has grown to encompass a paralegal element and employers hiring for this hybrid position are telling us the available candidate pool is small. In order to attract Lease Administrators out of current, stable positions, employers are finding they must offer continually higher salaries, which could account for the 30 per cent of respondents who indicated salaries would increase over the next 12 months.

One quarter of respondents said that Building Operators are the hardest candidates to find. Employers tell us this role is also growing, shifting to align with the development of Building Automations Systems (BAS) software. We are seeing an increased need for tech savvy Building Operators who have customer service skills, as Building Operators increasingly are the point of contact for tenant services. When interviewing for Building Operators, assess their customer service experience to ensure they have the required communication skills to effectively liaise with tenants.


Seventy-three percent of respondents said that they felt secure in their positions, indicating that job security is not the reason behind the high percentage of active job seekers. Interestingly, 62 per cent indicated attrition remained the same over the past 12 months, suggesting that in Quebec the number of active job seekers on the market is generally higher than in other regions.

We recommend implementing a career progression plan as part of a recruitment and retention strategy, making sure to highlight the program to potential new employees throughout the hiring processes. We see that businesses with a reputation for developing their staff, will attract top talent from their competitors.

Market forecast

Fifty-six per cent of respondents say staffing levels have increased over the last 12 months and given that 62 per cent said attrition remained the same, we can attribute this increase to businesses growing their teams, which therefore indicates an increase in confidence in the market.

Significantly 48 per cent see staffing levels remaining constant over the next 12 months and almost one third said market conditions will have no effect on their business. This indicates that overall the property and facilities industry will remain steady in the near future.

Of the respondents who said that market conditions would adversely impact their business (39 per cent) zero respondents said their staffing levels are expected to decrease; indicating that employers are going ahead with new initiatives as planned.



TRENDS IN RECRUITMENT & RETENTIONNOVA SCOTIA & NEW BRUNSWICKAlthough, nearly half of the respondents said that the economy had a negative impact on their business during the last 12 months, the majority of respondents tell us that staffing levels in New Brunswick and Nova Scotia remained steady regardless, indicating that organizations are continuing to move forward with their planned projects.

Skills in demand

Fifty-two per cent of respondents highlighted qualified Building Operators as the most challenging candidates to source, with Property Managers as a close second. Nearly 40 per cent of employers attribute skill shortages to their recruitment challenges and is one of the reasons why BOMA Nova Scotia has made skill shortages a key priority for the upcoming year. Over the next five to ten years Nova Scotia could face a large exodus out of the job market as experienced employees retire. The need to promote the industry to students to increase the numbers entering the industry is a growing priority. Universities such as Dalhousie for example, are offering an Introduction to Commercial Real Estate course, in which undergraduates will get great exposure and insight at an early stage. Employers may be more successful in attaining the skills they are after by attending career fairs to promote the specific areas within the industry, such as property, facility and asset management. When hiring in a candidate short market, such as property management or building operations, consider working with a school to offer co-op programs or apprenticeships.


Thirty-eight per cent of respondents revealed that attrition levels increased over the last 12 months and 38 per cent cited salary as the number one reason why people leave their company. There is much movement with professionals in this industry as candidates new to the province accept a job initially for security reasons, but then search for roles that better align with salary earning from previous employment in other regions. When hiring, employers should promote career paths and training opportunities in addition to their compensation

packages, to attract employees who aspire to build a long-term career with the business.

BOMA members tell us there is a growing shortage of mid-level management opportunities across property and facilities management. And due to a lack of these mid-level positions, some employees feel the need to move to larger cities, such as Ottawa and Toronto, to further advance their career. In order to retain these ambitious and experienced individuals, consider offering secondment projects as part of progression plans to enable staff to attain the relevant experience without needing to leave the company. Be sure to promote these growth opportunities as an additional benefit throughout the hiring process.

Market forecast

Two thirds of respondents indicated that staffing levels will remain the same over the next 12 months and with a significant amount of respondents saying they plan to hire this year, it is evident that this industry is picking up steam (although conservatively) in the upcoming year.

New projects such as Halifax Convention Centre, set to open in 2016 and The HRMbyDesign project, could lead to an increase in talent entering the job market in the Atlantic provinces.


TYPICAL SALARY RANGES COMMONLY HELD ROLES

The salary ranges shown are exclusive of any additional bonuses, compensation or benefits which are discussed separately. Salaries are expressed in Canadian dollars (thousands, annual gross). Other factors such as personal work experience and individual performance influence actual salaries.

The data presented is for informational purposes only and is not intended to raise, lower, stabilize or otherwise affect prices, fees, terms or other aspects of compensation.

2014 BOMA Annual Industry Compensation Survey Report | 15

LEGEND

- No available data

NA Not applicable to this region

BC ALBERTA SK MB ONTARIO QUEBEC ATLANTIC

Job Title and Description Experience Vancouver Edmonton Calgary Regina Winnipeg GTA Ottawa Montreal NS/NBVice President, Property & Operations 0-5 years

5-10 years

10-15 years

15 years +

130-134

150-154

160-164

180-184

124-129

140-144

150-154

160-164

135-139

145-149

155-159

165-169

90-94

-

160-164

-

90-94

105-109

-

105-109

125-129

135-139

145-149

105-159

105-109

130-134

135-139

140-144

165-169

170-174

195-199

195-199

135-139

145-149

175-179

175-179

Director of Property Management / Real Estate Manager (Commercial)

0-5 years

5-10 years

10-15 years

15 years +

100-104

115-119

125-129

135-139

115-119

125-129

135-139

135-139

120-124

125-129

135-139

140-144

-

90-94

120-124

-

100-104

100-104

110-114

120-124

90-94

115-119

125-129

135-139

100-104

105-109

105-109

125-129

165-169

170-174

195-199

195-199

175-179

190-194

>200

>200

Senior Property Manager (Commercial) 0-5 years

5-10 years

10-15 years

15 years +

80-84

80-84

100-104

110-114

85-89

90-94

95-99

104-109

85-89

90-94

95-99

115-119

-

-

95-99

-

75-79

85-89

90-94

90-94

75-79

85-89

90-94

100-104

70-74

75-79

85-89

90-94

100-104

105-109

115-119

115-119

105-109

110-114

115-119

120+

Property Manager (Commercial) 0-5 years

5-10 years

10-15 years

15 years +

60-64

70-74

75-79

80-84

65-69

70-74

85-89

100-114

70-74

75-79

85-89

110-114

65-69

80-84

80-84

80-84

<60

65-69

80-84

80-84

70-74

75-79

75-79

80-84

<60

65-69

70-74

85-89

80-84

100-104

100-104

100-104

95-99

100+

100+

100+

Assistant Property Manager (Commercial) 0-5 years

5-10 years

10-15 years

15 years +

50-54

55-59

60-64

65-69

50-54

55-59

60-64

-

55-59

60-64

60-64

65-69

50-54

55-59

-

-

<50

50-54

50-54

55-59

50-54

55-59

60-64

60-64

50-54

55-59

60-64

60-64

55-59

65-69

70-74

80-84

75-79

75-79

80+

80+

Property Administrator (Commercial) 0-5 years

5-10 years

10-15 years

15 years +

40-44

40-44

50-54

60-64

40-44

45-49

50-54

55-59

45-49

50-54

55-59

60-64

50-54

50-54

-

-

35-39

45-49

45-49

50-54

40-44

45-49

50-54

55-60

35-39

40-44

40-44

45-49

55-59

60-64

75-79

75-79

45-49

50-54

50-54

65-69

Salaries | Property ManagementTypical salary ranges for qualified, professional and skilled workers.



Job Title and Description Experience Vancouver Edmonton Calgary Regina Winnipeg GTA Ottawa Montreal NS/NBResidential Property Manager - Strata/Condominium 0-5 years

5-10 years

10-15 years

15 years +

55-59

60-54

65-69

70-74

50-54

55-59

60-64

65-69

50-54

55-59

60-64

65-69

-

-

-

-

<50

50-54

55-59

55-59

55-59

60-64

65-69

75-79

<49

50-54

60-64

75-79

40-44

45-49

50-54

55-59

<50

<50

-

-

Residential Property Manager - Rental 0-5 years

5-10 years

10-15 years

15 years +

40-44

45-49

50-54

65-69

50-54

55-59

60-64

65-69

50-54

55-59

60-64

64-69

-

-

-

-

40-44

45-49

55-59

60-64

55-59

55-59

60-64

65-69

35-39

45-49

45-49

55-59

55-59

60-64

65-69

35-39

35-39

-

-

Residential Property Administrator 0-5 years

5-10 years

10-15 years

15 years +

40-44

50-54

-

-

35-39

40-44

45-49

50-54

40-44

45-49

50-54

55-59

-

-

-

-

<35

35-39

40-44

45-49

40-44

40-44

45-49

50-54

<35

40-44

50-54

-

35-39

40-44

45-49

55-59

35-39

35-39

-

-

Tenant Services Representative 0-5 years

5-10 years

10-15 years

15 years +

45-49

45-49

50-54

60-64

40-44

45-49

45-49

50-55

45-49

50-54

50-54

55-59

45-49

65+

-

-

-

40-44

-

-

35-39

40-44

45-49

50-54

35-39

40-44

45-49

50-54

50-54

65-69

65-69

70-74

35-39

40-44

40-44

45-49

Salaries | Property Management continuedTypical salary ranges for qualified, professional and skilled workers.



Job Title and Description Experience Vancouver Edmonton Calgary Regina Winnipeg GTA Ottawa Montreal NS/NBVice President, Asset Management 0-5 years

5-10 years

10-15 years

15 years +

125-129

140-144

160-164

185-189

130-134

130-134

140-145

175-179

150-154

150-154

160-164

175-179

-

-

-

-

120-124

125-129

130-134

160-164

130-134

150-154

160-164

160-164

120-124

125-129

135-139

165-169

130-139

130-139

140-149

160-164

175-179

175-179

180-184

185-189

Director/Manager, Asset Management 0-5 years

5-10 years

10-15 years

15 years +

90-94

95-99

105-109

120-124

115-119

125-129

125-129

145-149

105-109

120-124

120-124

130-134

95-99

-

-

-

110-114

<70

-

-

90-94

125-129

115-119

115-119

95-99

100-104

115-119

130-134

80-84

90-94

130-134

130-134

135-139

140-144

145-149

150

Asset Manager 0-5 years

5-10 years

10-15 years

15 years +

65-69

75-79

90-94

95-99

75-79

85-89

95-99

100-104

80-84

90-94

95-99

100-104

-

-

-

-

-

75-79

105-109

-

70-74

60-64

80-84

90-94

85-89

95-99

100-104

105-109

70-74

80-84

90-94

100-104

120+

120+

120+

120+

Salaries | Asset ManagementTypical salary ranges for qualified, professional and skilled workers.


Job Title and Description Experience Vancouver Edmonton Calgary Regina Winnipeg GTA Ottawa Montreal NS/NBVice President / Director / Senior Manager of Leasing 0-5 years

5-10 years

10-15 years

15 years +

120-124

135-139

154-159

185-189

115-119

125-129

135-139

145-149

120-124

130-134

145-149

165-169

-

-

115-119

-

-

100-104

125-129

200>

135-139

140-144

150-154

160-164

100-104

110-114

125-129

140-144

155-159

115-119

210-214

230-234

200>

200>

200>

200>

Leasing Manager / Representative 0-5 years

5-10 years

10-15 years

15 years +

65-69

75-79

85-89

115-119

80-84

90-94

100-104

115-119

75-79

85-89

95-99

105-119

-

-

105-109

-

60-64

75-79

80-84

90-94

70-74

80-84

90-94

95-99

70-74

75-79

95-99

95-99

60-64

70-74

80-84

90-94

120-124

125-129

130>

130>

Leasing Assistant 0-3 years

3-6 years

6-10 years

10 years +

40-44

40-44

50-54

55-59

40-44

45-49

50-54

60-64

40-44

50-54

55-59

60-64

50-54

-

-

-

<30

30-34

35-39

-

35-39

45-49

45-49

45-49

30-34

35-39

40-44

45-49

35-39

45-49

55-59

60-64

50-54

50-54

60-64

65>

Salaries | Leasing Typical salary ranges for qualified, professional and skilled workers.



Job Title and Description Experience Vancouver Edmonton Calgary Regina Winnipeg GTA Ottawa Montreal NS/NB

Lease Administration Manager 0-5 years

5-10 years

10-15 years

15 years +

55-59

60-64

65-69

70-74

65-69

70-74

75-79

80-89

70-74

74-79

85-89

90-99

-

-

-

-

50-54

50-54

-

-

70-74

75-79

80-84

85-89

<50

50-54

60-64

110-114

-

-

-

-

-

-

-

-

Lease Administrator 0-3 years

3-6 years

6-10 years

10 years +

45-49

50-54

55-59

60-64

50-54

55-59

60-64

65-69

55-59

60-64

65-69

70-74

-

-

55-59

70-74

-

<50

50-54

55-59

50-54

55-59

60-64

65-69

<50

50-54

55-59

55-59

45-49

54-59

70-74

75-79

-

<50

-

-

Salaries | Lease AdministrationTypical salary ranges for qualified, professional and skilled workers.


Job Title and Description Experience Vancouver Edmonton Calgary Regina Winnipeg GTA Ottawa Montreal NS/NBDirector of Operations / Senior Operations Manager 0-5 years

5-10 years

10-15 years

15 years +

80-84

90-94

105-109

115-119

90-94

95-99

100-104

105-109

95-99

100-104

110-114

110-114

95-99

-

-

120-124

<80

80-84

85-89

100-104

100-104

100-104

105-109

115-119

105-109

105-109

120-124

120-124

<80

80-89

90-99

115-119

125-129

130-134

135-39

140>

Operations / Plant / Maintenance Manager / Chief Engineer

0-5 years

5-10 years

10-15 years

15 years +

60-64

70-74

70-74

80-84

75-79

80-84

85-90

85-90

80-84

85-89

85-89

90-94

65-69

-

-

75-79

55-59

60-64

65-69

70-74

75-79

80-84

80-84

80-84

70-74

75-79

80-84

80-84

65-69

75-79

80-84

80-84

65-69

70-74

70-74

75-79

Operations Supervisor / Assistant Chief Engineer 0-5 years

5-10 years

10-15 years

15 years +

55-59

60-64

65-69

70-74

70-74

75-79

75-79

80-84

70-74

85-89

80-84

80-84

55-59

-

-

-

55-59

65-69

60-64

60-64

65-69

65-69

70-74

75-79

60-64

60-64

70-74

75-79

50-54

65-69

65-69

70-74

55-59

55-59

60-64

65-69

Senior Building Operator 0-5 years

5-10 years

10-15 years

15 years +

50-54

55-59

60-64

60-64

60-64

60-64

60-64

60-64

60-64

60-64

60-64

65-69

-

55-59

-

55-59

55-59

55-59

65-69

65-69

50-54

55-59

60-64

65-69

50-54

55-59

55-59

60-64

50-54

55-59

60-64

70-74

50-54

50-54

55-59

55-59

Building Operator 0-5 years

5-10 years

10-15 years

15 years +

45-49

45-49

50-54

55-59

5-59

55-59

60-64

60-64

55-59

55-59

60-64

60-64

45-49

50-54

65-69

-

40-44

40-44

50-54

50-54

40-44

45-49

55-59

55-59

40-45

45-49

50-54

55-59

45-49

50-54

54-59

80-84

40-44

40-44

45-49

50-54

Junior Building Operator - No Trades Certificate 0 - 5 years

5 - 10 years

10 - 15 years

15 years +

40-44

40-44

40-44

40-44

45-49

NA

NA

NA

50-54

NA

NA

NA

-

-

-

-

35-39

40-44

45-49

45-49

35-39

40-44

45-49

50-54

<35

35-39

40-44

40-44

35-39

40-44

45-49

45-49

35-39

40-44

45-49

45-49

Maintenance Worker 0-5 years

5-10 years

10-15 years

15 years +

30-34

30-34

35-39

40-44

40-44

45-49

50-54

50-54

40-44

45-49

50-54

50-54

35-39

35-39

45-49

-

30-34

35-39

35-39

40-44

35-39

35-39

40-44

40-44

30-34

35-39

40-44

40-44

35-39

40-44

50-54

50-54

<30

30-34

30-34

35-39

Salaries | Building OperationsTypical salary ranges for qualified, professional and skilled workers.



Job Title and Description Experience Vancouver Edmonton Calgary Regina Winnipeg GTA Ottawa Montreal NS/NBDirector / Senior Manage of Security 0-5 years

5-10 years

10-15 years

15 years +

50-54

60-64

70-74

85-89

50-54

55-59

75-79

-

85-89

100-104

110-114

120-124

-

-

-

-

-

-

90-94

-

70-74

80-84

90-94

100-104

-

105-109

-

-

75-79

80-89

90-99

120-124

60-64

65-69

70-74

75-79

Security Manager 0-5 years

5-10 years

10-15 years

15 years +

45-49

50-54

55-59

70-74

70-74

60-64

70-74

70-74

55-59

65-69

60-64

70-74

45-49

50-54

-

-

50-54

60-64

65-69

70-74

70-74

70-74

70-74

80-84

-

80-84

-

-

45-49

65-69

75-79

80-89

45-49

55-59

60-64

65-69

Security Supervisor 0-5 years

5-10 years

10-15 years

15 years +

40-44

45-49

50-54

55-59

45-49

70>

50-54

-

40-44

45-49

45-49

50-54

40-44

40-44

40-44

40-44

35-39

25-29

-

40-44

45-49

45-49

50-54

50-54

40-44

50-54

55-59

-

35-39

40-44

50-54

70-74

25-29

30-34

35-39

40-44

Security System Administrator 0-5 years

5-10 years

10-15 years

15 years +

-

-

-

-

<60

70-74

-

-

50-54

55-59

80-84

-

-

-

-

-

-

-

-

75-79

80-84

85-89

85-89

65-69

-

-

-

30-34

35-39

40-44

40-44

-

-

-

-

Security Officer 0-5 years

5-10 years

10-15 years

15 years +

25-29

25-29

30-34

40-44

50-54

-

40-44

40-44

30-34

30-34

40-44

45-49

30-34

-

-

-

25-29

-

40-44

-

30-34

35-39

40-44

40-44

40-44

40-44

-

-

30-34

35-39

45-49

60-64

25-29

30-34

35-39

35-39

Salaries | Life Safety SecurityTypical salary ranges for qualified, professional and skilled workers.



Job Title and Description Experience Vancouver Edmonton Calgary Regina Winnipeg GTA Ottawa Montreal NS/NBFacilities Manager 0-5 years

5-10 years

10-15 years

15 years +

75-79

75-79

85-89

105-109

75-79

85-89

95-99

100+

95-99

115-119

115-119

110-114

65-69

70-74

-

90-94

80-84

-

-

95-99

60-64

75-79

85-89

90-94

70-74

75-79

75-79

80-84

75-79

80-84

90-94

90-94

-

-

-

-

Facilities Coordinator 0-3 years

3-6 years

6-10 years

10 years +

50-54

55-59

55-59

60-64

50-54

55-59

65-69

-

60-64

65-69

65-69

70-74

-

-

60-64

-

-

-

60-64

-

30-34

50-54

50-54

55-59

40-44

45-49

45-49

50-54

45-49

45-49

65-69

65-69

-

-

-

-

Salaries | Facility ManagementTypical salary ranges for qualified, professional and skilled workers.



Job Title and Description Experience Vancouver Edmonton Calgary Regina Winnipeg GTA Ottawa Montreal NS/NBMarketing Director 0-5 years

5-10 years

10-15 years

15 years +

-

-

-

-

80-84

85-89

90-94

95-99

80-84

85-89

90-94

95-99

50-54

50-54

-

-

85-89

-

70-74

-

55-59

60-64

70-74

70-74

60-64

65-69

65-69

70-74

<50

50-54

55-59

75-79

-

-

-

-

Marketing / Promotions Manager 0-5 years

5-10 years

10-15 years

15 years +

-

-

65-69

55-59

55-59

60-64

70-74

75-79

55-59

60-64

70-74

80-84

40-44

-

-

70+

35-39

35-39

40-44

70+

45-49

50-55

55-59

60-64

55-59

60-64

60-64

60-64

40-44

45-49

50-54

50-54

-

-

-

-

Salaries | MarketingTypical salary ranges for qualified, professional and skilled workers.


Job Title and Description Experience Vancouver Edmonton Calgary Regina Winnipeg GTA Ottawa Montreal NS/NBDirector of Sustainability 0-5 years

5-10 years

10-15 years

15 years +

85-89

85-89

105-109

115-119

85-89

-

109+

-

105-109

115-119

140-144

155-159

-

-

-

-

-

-

-

-

110-114

115-119

120-124

140-144

<70

<70

70-74

95-99

70-74

75-79

100-104

190-194

130-134

140-144

145-149

150-154

Manager of Sustainability 0-5 years

5-10 years

10-15 years

15 years +

75-79

85-89

90-94

80-84

85-89

125-129

-

-

75-79

80-84

85-89

90-94

-

-

-

-

-

-

-

-

70-74

75-79

90-94

90-94

70-74

70-74

75-79

80-89

60-64

65-69

70-74

85-89

-

-

-

-

Project Manager 0-5 years

5-10 years

10-15 years

15 years +

65-69

80-84

90-94

90-94

60-64

75-79

95-99

100+

64-69

80-84

95-99

115-119

-

-

80-84

-

<50

60-64

60-64

85-89

65-69

70-74

75-79

85-89

65-69

70-74

75-79

80-84

70-74

75-79

80-84

100>

50-54

-

-

-

Salaries | SustainabilityTypical salary ranges for qualified, professional and skilled workers.

Salaries | AccountingTypical salary ranges for qualified, professional and skilled workers.



Job Title and Description Experience Vancouver Edmonton Calgary Regina Winnipeg GTA Ottawa Montreal NS/NBController 0-5 years

5-10 years

10-15 years

15 years +

<84

85-89

90-94

95-100

95-99

100-104

100>

100>

95-99

100-104

100-104

125-129

-

70-74

-

-

<70

70-74

80-84

100-104

75-79

90-94

95-99

100-104

85-89

80-84

100-104

105-109

-

-

80-84

-

-

-

-

110+

Accounting Manager 0-5 years

5-10 years

10-15 years

15 years +

60-64

70-74

75-79

80-84

75-79

80-84

85-89

90-94

75-79

80-84

85-89

90-94

-

-

-

-

65-69

60-64

50-54

75-79

70-74

70-74

75-79

80-84

60-64

60-64

65-69

75-79

-

-

60-64

-

<50

-

-

-

Senior Property Accountant 0-3 years

3-6 years

6-10 years

10 years +

55-59

60-64

65-69

70-74

55-59

60-64

65-69

75-79

55-59

60-64

65-69

75-79

-

60-64

-

-

<50

<50

55-59

50-54

35-39

60-64

70-74

75-79

50-54

60-64

60-64

65-69

-

-

60-64

-

<50

-

-

-

Property Accountant 0-3 years

3-6 years

6-10 years

10 years +

40-44

45-49

50-54

60-64

50-54

55-59

60-64

60-64

50-54

55-59

60-64

60-64

-

50-54

-

-

30-34

35-39

40-44

40-44

45-49

50-54

55-54

60-64

35-39

40-44

40-44

50-54

-

-

45-49

-

30-34

35-39

35-39

40-44

Property Accounting Assistant 0-3 years

3-6 years

6-10 years

10 years +

34-39

40-44

45-49

50-54

40-44

40-44

45-49

45-49

40-44

40-44

45-49

45-49

35-39

-

-

-

25-29

30-34

40-44

-

40-44

40-44

45-49

45-49

30-34

30-34

40-44

35-39

-

-

35-39

-

-

25-29

-

40-44


Job Title and Description Experience Vancouver Edmonton Calgary Regina Winnipeg GTA Ottawa Montreal NS/NBAdministrative Assistant 0-3 years

3-6 years

6-10 years

10 years +

30-34

35-39

40-44

45-49

40-44

45-49

55-59

60-64

40-44

45-49

55-59

60-64

35-39

40-44

45-49

-

30-34

35-39

40-44

45-49

35-39

40-44

40-44

40-44

25-29

35-39

40-44

40-44

-

-

35-39

-

-

-

35-39

45-49

Receptionist 0-3 years

3-6 years

6-10 years

10 years +

25-29

35-39

40-44

45-49

35-39

40-44

45-49

45-49

35-39

40-44

45-49

45-49

30-34

-

35-39

-

25-29

30-34

30-34

35-39

30-34

35-39

35-39

35-39

30-34

30-34

30-34

34-39

25-29

30-34

30-34

-

-

-

-

30-34

Vice President / Director of Human Resources 0-5 years

5-10 years

10-15 years

15 years +

85-89

90-94

100-104

110-114

-

90-94

150+

-

85-89

90-94

120-124

130>

-

95-99

-

-

105-109

150>

-

-

115-119

125129

144-149

150-155

130-134

-

150+

-

85-89

-

-

-

-

90-94

-

-

Human Resources Manager 0-5 years

5-10 years

10-15 years

15 years +

65-69

75-79

80-84

85-89

75-79

85-89

100>

74-79

85-89

100>

100>

55-59

75-79

100>

-

80-84

80-84

-

85-89

65-69

75-79

70-74

80-84

80-84

90-94

-

-

60-64

-

-

-

-

-

-

-

Human Resources Administrator 0-3 years

3-6 years

6-10 years

10 years +

35-39

40-44

50-54

55-59

45-49

65+

-

-

45-49

50-54

5-59

65-69

40-44

45-49

-

-

45-49

45-49

40-44

50-54

40-44

50-54

60-64

60-64

-

-

50-54

-

40-44

-

-

-

-

-

-

-

Recruiter 0-5 years

5-10 years

10-15 years

15 years +

60-64

75-79

85-89

95-99

55-59

65-69

-

-

50-54

70-74

80-84

95-99

55-59

-

-

-

70-74

60-64

-

-

70-74

75-79

85-89

90-94

50-54

-

-

-

45-49

-

-

-

-

-

-

-

Salaries | Support Staff and Human ResourcesTypical salary ranges for qualified, professional and skilled workers.


Interestingly, salary was cited as the main reason why employees leave a company by only 30 per cent of respondents indicating that priorities are shifting towards career growth and progression. The Nova Scotia / New Brunswick region has the highest number of respondents that tell us salary is the main motivator for leaving a company.

Quebec is the region where career progression is highlighted as the biggest reason why employees leave a business and 41 per cent already have a career progression plan in place, potentially revealing Quebec to be the most ambitious province.

In general, retirement and poor leadership are cited as the ‘other’ reasons as to why employees leave there business. Moving forward retirement will increasingly be the reason behind businesses loosing staff. Plan ahead with careful succession planning to ensure critical knowledge is effectively handed over.

The below chart indicates what employers are most and least providing as part of their benefits and incentive packages. From the results of this survey we have learned that one of the main requests from candidates is flexible working options. What is interesting is that flexible working options is currently offered by less than 30% of the respondents. In the coming year, it will be interesting to look back at this figure and see if it rises in correlation to an increase in competition for top candidates.

What is not listed here is long-term planning and pension options. Roughly only 50% of employers are providing this benefit, which is quite low. A growing trend for the coming year identified in this survey is succession planning. Candidates will be seeking more options for long-term planning which could lead to an even stronger focus on this trend than employers may be aware of yet.


53.08

20.37

15.51

11.03

BENEFITS

What area of the benefits package do you feel is most valued in your company? (%)

RETENTION INSIGHTS

What is the main reason why employees leave your company?(%)

31.62

30.70

11.21

9.38

8.27

3.68

3.23

3.68 1.47

Professional development

Move to competitor

Relocate

Job security

Career progression

Salary

Healthcare

Savings & investments

Flexible work options

Vacation allowance

Other i.e. retirement, management

Mississauga701-201 City Centre Drive Mississauga ON L5B 2T4 T: +1 905 848 HAYS F: +1 905 566 8877

Winnipeg18th Floor - 201 Portage AvenueWinnipeg MB R3B 3K6T: +1 204 452 HAYSC: +1 204 396 4338

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Canadian Headquarters 402-1500 Don Mills Road North York ON M3B 3K4 T: 416 367 HAYS F: 416 203 0277

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BOMA BC556-409 Granville Street Vancouver, BC V6C 1T2 T: +1 604 684 3916 F: +1 604 684 4876 W: boma.bc.ca

BOMA Calgary120-4954 Richard Road SW Calgary, AB T3E 6L1 T: +1 403 237 0559 F: +1 403 266 5876 W: boma.ca

BOMA Edmonton390 Standard Life Centre 10405 Jasper Avenue Edmonton, AB T5J 3N4 T: +1 780 428 0419 F: +1 780 426 6882 W: bomaedmonton.org

BOMA ManitobaPO Box 3107 Winnipeg, MB R3C 4E6 T: +1 204 777 2662 F: +1 204 777 0326 W: bomamanitoba.ca

BOMA Nova ScotiaPO Box 1597 Halifax, NS B3J 2Y3 T: +1 902 425 3717 F: +1 902 431 7220 W: bomanovascotia.com

BOMA Ottawa1005-141 Laurier Avenue West Ottawa, ON K1P 5J3 T: +1 613 232 1875 F: +1 613 563 3908 W: bomaottawa.org

BOMA Quebec900-500 rue Sherbrooke Ouest Montréal QC H3A 3C6 T: +1 514 282 3826 F: +1 514 844 7556 W: boma-quebec.org

BOMA ReginaPO Box 20013 Regina, SK S4P 4J7 T: +1 306-596-7926 F +1 306-205-3501 W: bomaregina.ca

BOMA Toronto1 Dundas Street West, Suite 1800, Toronto, ON M5G 1Z3 T: +1 416 596 8065 F: +1 416 596 1085 W: bomatoronto.org

BOMA New BrunswickP.O. Box 1 Moncton, NB E1C 8R9 T: +1 506 384 2483 F: +1 506 384 5852 W: bomanewbrunswick.com

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