summary participant report - Society for Human Resource

Towers Watson Data Services Total Cash Compensation PA RT IC SU IP MM AN AR T Y RE P Data in Effect: February 1, 2014 OR T 2014 CSR Human Resources Compensation Survey Report - U.S. General Industry Data Services Terms and Conditions Towers Watson’s surveys and the results of such surveys, including participation materials and related reports (collectively, “surveys”) are made available by local Towers Watson affiliated companies which are directly or indirectly controlled by Towers Watson & Co. (collectively referred to as “Towers Watson” or the “Towers Watson group”) on the following terms and conditions. Service Quality. Towers Watson will collect relevant data and conduct the surveys with reasonable care. While Towers Watson cannot be responsible for verifying the accuracy and completeness of each data submission, a Towers Watson associate will review each data submission for overall reasonableness. Towers Watson provides the surveys on an “as is” basis and does not provide a warranty or guarantee of any kind as to the accuracy or completeness of the surveys or the data or information contained therein. Survey results will be available only if there are sufficient participants in the applicable survey. Intellectual Property Rights. Towers Watson retains all intellectual property rights in the surveys. Unauthorized use or duplication without prior permission from Towers Watson is prohibited. You shall not refer to us or include any of our work product (including, without limitation, the surveys and the information they contain) in any shareholder communication or in any offering materials (or fairness opinion provided by your professional advisers) prepared in connection with the public offering or private placement of any security, unless otherwise agreed in writing. Use of Surveys. You may use the surveys only within your own organization for internal human resources planning and may not modify, sell or transfer such surveys. Surveys may not be reproduced in employee newsletters or posted on your company’s intranet. If you desire to share the surveys (in whole or in part) with a third party (including any entity controlling, controlled by, or under common control with your company, Towers Watson’s competitors and/or independent contractors working solely for your company), you must first obtain the written consent of Towers Watson. Any use of the information contained in the surveys is not a substitute for seeking expert legal, consulting or other advice on the reasonableness or appropriateness of compensation and/or benefits levels and practices. Limitation of Liability. The aggregate liability of Towers Watson and its employees, directors, officers, agents and subcontractors (the “related persons”) whether in contract, tort (including negligence), breach of statutory duty or otherwise for any losses relating to the surveys provided hereunder shall not exceed in aggregate the greater of (a) $25,000 USD or (b) the total fees paid to Towers Watson for the particular survey(s) and/or custom report(s) related to such survey(s), unless otherwise agreed in writing. Nothing in these terms shall exclude or limit the liability of Towers Watson or our related persons in the case of: (a) death or personal injury resulting from Towers Watson’s or Towers Watson’s related person’s negligence; (b) willful misconduct; (c) fraud; or (d) other liability to the extent that the same may not be excluded or limited as a matter of law. In no event shall Towers Watson or any of our related persons be liable for any incidental, special, punitive, or consequential damages of any kind (including, without limitation, loss of income, loss of profits, or other pecuniary loss). General. The validity and interpretation of these terms will be governed by the laws of the State of New York, United States of America, excluding its conflict of law rules. The parties submit to the exclusive jurisdiction of the State of New York, United States of America Courts to resolve any dispute between them, provided that Towers Watson shall have the right to initiate proceedings in any court of competent jurisdiction in the event of breach of Towers Watson’s proprietary rights. The parties hereby waive any right they may have to demand a jury trial. These terms will apply to purchase orders generated by your company for survey results provided hereunder. In the event of a conflict or inconsistency between the terms and conditions of such purchase orders and these terms, these terms will prevail. Separate terms and conditions apply to use and access of online tools. You shall not assign or otherwise transfer any rights or obligations under these terms without Towers Watson's prior written consent. Participation Terms By participating in Towers Watson’s surveys, you will be deemed to have agreed to the following participation terms on behalf of your company and you represent that you have authority to submit data. As a participant in this survey, your company's name will be included on survey participant lists. Survey participants must submit data on a timely basis and provide an accurate and complete data submission, including, if relevant, long-term incentive information and responses to the policies and practices questions. If your company’s data submission is late or does not meet the requirements for a particular survey, Towers Watson may, at its discretion, limit/deny access to such survey results. For select surveys, participants must submit executive data to purchase executive products, middle management, professional and support data to purchase non-executive products and industry-specific functions/disciplines/positions to purchase associated industry-specific survey products. Confidentiality and Use of Data. Participant data submitted to the surveys will be held in confidence. Towers Watson takes reasonable security precautions, including the same precautions Towers Watson takes to protect our own confidential information, to prevent unauthorized access. Participant data will be used by Towers Watson for purposes of creating aggregated survey results which are presented in a manner that protects individual company confidentiality. Towers Watson reserves the right to use participant data in multiple surveys, where relevant, which may be available to participants and nonparticipants. Participant data and survey results may be used by Towers Watson for training, quality assurance, research and development, compensation and/or benefits consulting services (e.g., market/job pricings) and general promotional activities such as trends analysis that are provided to survey participants and other selected clients of Towers Watson. Data Protection. Towers Watson may pass participant data, which may include individually identifiable information within its global network of offices and affiliates (including the Towers Watson Global Resource Centre) and to subcontractors and providers of IT outsourcing who will be subject to appropriate data protection standards. The Global Resource Centre is located in Manila, The Philippines, and will be used to analyze such data in connection with the surveys. The Manila corporate entity is a wholly owned subsidiary in the Towers Watson group, and it is governed by the same information security policies and internal controls that govern the Towers Watson group as a whole. Towers Watson confirms that, acting as data processor, Towers Watson will take appropriate technical, physical and organizational/administrative measures to protect such data against accidental or unlawful destruction or accidental loss or unauthorized alteration, disclosure or access. Towers Watson will use such data only for the purposes described above or for other reasonable purposes which are related to the surveys and services, unless a participant instructs Towers Watson otherwise. Participant and Towers Watson shall each comply with applicable data privacy legislation and regulations. Towers Watson Data Services Page 2 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Table of Contents Introduction ..................................................................................................................... About this Report ............................................................................................................ Changes in 2014 ............................................................................................................ Overview of Report Sections .......................................................................................... Contact Us ...................................................................................................................... Participating Organizations ...................................................................................... Participant List ................................................................................................................ Participant Characteristics .............................................................................................. Key Economic Data ...................................................................................................... Salary Budget and Economic Data ................................................................................ Statistical Methodology.............................................................................................. Data Review ................................................................................................................... Data Confidentiality ........................................................................................................ Incumbent and Organization-Weighted Statistics .......................................................... Composition of Total Compensation .............................................................................. Descriptive Statistics ...................................................................................................... Survey Job Matching Methodology ...................................................................... Survey Methodology ....................................................................................................... Matching Top Management Jobs ................................................................................... Matching Nonexecutive Jobs ......................................................................................... 5 5 5 6 6 7 8 15 17 18 19 20 20 20 21 22 23 24 25 25 Career Band Summary Descriptions .............................................................................. Career Level General Profiles ........................................................................................ Functions and Disciplines Listing ................................................................................... Functions and Disciplines Definitions ............................................................................. 29 31 32 40 41 Glossary of Terms ........................................................................................................ 43 Executive Career Bands, Career Levels, Functions and Disciplines ..... Compensation Data Code AHR Function Human Resources ............................................................................................... AHR002-EX Top Human Resources Executive (without Labor Relations) ........ AHR060 Benefits .......................................................................................... AHR130 Employee Development/Training Generalist/Multidiscipline .......... AHR150 Human Resources Information Systems (HRIS) ........................... 47 48 49 51 53 AHS Environmental Health and Safety ...................................................................... AHS030 Health and Safety ........................................................................... 55 56 Page 3 Towers Watson Data Services Page 4 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Introduction Towers Watson Data Services is pleased to present the 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. This report is based on the responses of 657 organizations reporting data on 38,506 incumbents. Refer to the Participating Organizations section for more information including a complete list of this year’s survey participants. We extend our sincere thanks to the professionals who offered suggestions, provided data and worked in partnership with our survey project teams to produce the valuable data contained in this report. Your efforts and suggestions help us to maintain our high standards of quality and service. For more information and assistance please contact us. Towers Watson Data Services 44 South Broadway, 13th Floor White Plains, NY 10601-4411 800 645 5771 twdataservices.com twusdata@towerswatson.com About this Report Effective Date: The data in this report are effective as of 01 February 2014 unless otherwise indicated. Currency: All data shown are expressed in USD per annum, unless otherwise indicated. Compensation Data: ● Actual salaries have been used rather than established salary scales ● All incumbent data were gathered from the survey participants ● Compensation data are presented on annual basis unless otherwise indicated Applicable Career Bands: The Career Bands contained in this report include Supervisory/Management, Professional, Business Support and Technical Support. Executive Benchmarks are also included in this report. Changes in 2014 A summary of changes to this year’s survey (e.g., job matching methodology, codes, titles, descriptions and data elements) can be found in Section 1 - Introduction of the Participant Guide found under Export and Download in the online reporting tool. Towers Watson Data Services Page 5 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Introduction Overview of Report Sections The following are individual sections of the printed report and can be found in the Supporting Documentation section of our online data analysis tools. These sections include explanatory text and guidelines for using this report. ● ● ● ● ● ● Introduction Participating Organizations Key Economic Data Statistical Methodology Survey Job Matching Methodology Guide to Using Data in this Report ● Short-Term Incentive Analysis ● Compensation Differentials ● Career Bands, Career Levels, Functions and Disciplines ● Glossary of Terms Contact Us If you have any questions or comments regarding this report or any of our other products, contact us at +1 800 645 5771 or twusdata@towerswatson.com. Towers Watson Data Services Page 6 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Participating Organizations Towers Watson Data Services Page 7 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Participating Organizations Participant List AAA Life Insurance Abbott Laboratories Accident Fund Insurance ACGME Acuity Advocate Health Care AgFirst AGL Resources Agropur, Coopérative agro-alimentaire AgStar Financial Services AICPA AIG Air Products and Chemicals Alfa Laval, Inc. Allconnect Alliant Energy Alpha Packaging Altria Group Alyeska Pipeline Service Amcor Rigid Plastics USA American Cancer Society, Inc. American Commercial Lines American Enterprise American Heart Association American University Ames True Temper Amica Mutual Insurance Andersen Corporation Asahi Kasei Plastics NA, Inc. Asbury Communities, Inc. ASCO - Valve ASRC Federal Holding Company A-T Solutions, Inc. Aurora Healthcare Auto Club Group Automobile Club of Southern California Axcess Financial Services, Inc. Axiom Law Bain & Company Baker Corporation Bar Plan Mutual Insurance Company Baylor College of Medicine Baylor Health Care System BBA Aviation B Braun Medical Bemis Manufacturing Company Beneficial Bank Big Heart Pet Brands Bi-Lo Holdings LLC Black Hills Towers Watson Data Services BlueCross BlueShield of Arizona BlueCross BlueShield of Florida BlueCross BlueShield of Louisiana BlueCross BlueShield of North Carolina BlueCross BlueShield of South Carolina BlueCross BlueShield of Tennessee BlueCross of Idaho BlueCross of Northeastern Pennsylvania Bluegreen Corporation BMW Manufacturing Corporation Board of Pensions Boddie-Noell Enterprises, Inc. Body Shop International Bosch Packaging Services Boston University Boyd Gaming Boy Scouts of America Bradley Brickman Group Bridgepoint Education Bridgestone Americas Bristow Group Brookdale Senior Living Brookhaven National Laboratory Brotherhood Mutual Insurance Brownells, Inc. Brown-Forman Bryant University Build-A-Bear Workshop Burgess & Niple Buxton Company Cablevision Systems CACI International Caelum Research Corporation California Casualty Management California Dental Association Cambia Health Solutions Camcraft Canon Virginia, Inc. Capital Group Companies CareFirst BlueCross BlueShield Carestream Health Caribou Coffee Carlson CarMax Carolinas HealthCare System CDM Smith CDS Global CEMEX, Inc. CentraState Healthcare System Page 8 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Participating Organizations Participant List (continued) CEVA Logistics CF Industries Chamberlain Group, Inc. Chelan County Public Utility District Chicago Transit Authority Children's Healthcare of Atlanta Children's Hospital & Clinics of Minnesota Chipotle Mexican Grill CHS Chuck Latham Associates Chumash Employee Resource Center Church Mutual Insurance Company Church of Jesus Christ of Latter-day Saints Cincinnati Children's Hospital Medical Center Citizens Energy Group City of Chicago City of Garland City of Greensboro City of Hope National Medical Center City of Houston City of Las Vegas City of Philadelphia Cleco CNH Industrial CNL Financial Group Coca-Cola Bottling Coca-Cola Refreshments College of DuPage College of Saint Benedict/Saint John's University Collin County Colonial Pipeline Company Colonial Williamsburg Foundation Colorado Springs Utilities Colsa Comcast Cable Communications CommScope Community Coffee Community Health Network Community Preservation Corporation Computer Task Group ConnectiCare Capital LLC Copper Point Corinthian Colleges Cornell University Corrections Corporation of America Cosmopolitan of Las Vegas Cox Enterprises Crate & Barrel CSL International Limited CST Brands CTB, Inc. Towers Watson Data Services CTI BioPharma CUNA Mutual Daymon Worldwide D&B Deceuninck Decurion Delaware North Delhaize America DENSO International Denver Water DePaul University Dickstein Shapiro Diebold Diesel Forward Digital River DIRECTV Group Doctors Company Doherty Employer Services Dole Foods Doyon Limited DSW Duke Realty Duquesne Light Dwyer Instruments E A Sween Company Eclipse, Inc. Ecova Education Management Edward Jones EGS Global Solutions Electric Power Research Institute Elizabeth Arden Elkay Manufacturing EMCOR Group Emerson Electric Emory University Employers Association Employers Mutual Casualty Company Energy Future Holdings Energy Solutions EnerNOC Environmental Chemical Corporation Erickson Retirement Communities Erie Insurance Ernst & Young ESCO Technologies Etnyre International Limited Exide Technologies Farm Credit Bank of Texas Farm Credit Foundations Farm Credit Mid-America Page 9 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Participating Organizations Participant List (continued) Federal Reserve Bank of Atlanta Federal Reserve Bank of Boston Federal Reserve Bank of Chicago Federal Reserve Bank of Dallas Federal Reserve Bank of Minneapolis Federal Reserve Bank of Philadelphia Federal Reserve Bank of St. Louis Federal Reserve Board FedEx Express Fermi National Accelerator Laboratory Ferro Corporation First Citizens Bank First Interstate Bank First Solar FleetPride, Inc. Fleetwood Group Flexcon Company, Inc. Flexible Steel Lacing Fluor Federal Petroleum Operations Fortune Brands Home & Security FOSS Freeman Dallas Freeport-McMoRan Copper & Gold Froedtert Health Gannett GEICO General Dynamics Information Technology Genesis Energy Gentiva Health Services Georg Fischer Signet Georgia Institute of Technology Giant Eagle Girl Scouts of the USA GKN G&K Services Glazer's Distributors GOJO Industries Gold Eagle Goodman Manufacturing Graco Grande Cheese Great American Insurance Greenheck Fan Corporation GreenStone Grow Financial Federal Credit Union GROWMARK GTECH GuideStone Financial Resources Habitat for Humanity International Harman Harrisburg Area Community College Towers Watson Data Services Harris Health System Harsco Harvey Industries Hayward Industries, Inc. Hazelden Foundation HDR, Inc. H.D.Vest Financial Services Health First, Inc. Health Net H.E. Butt Grocery Hendrickson Henry Ford Health Systems Hercules Offshore Hershey Entertainment & Resort Hi-Crush Proppants High Industries, Inc. Highlights for Children Hillenbrand, Inc. Hitachi Computer Products HNI HNTB Holcim Hormel Foods Hu-Friedy Manufacturing Company, Inc. Hunter Industries Huntington Memorial Hospital Hunton and Williams Husky Injection Molding Systems Hyland Software Hypertherm, Inc. ICF International ICW Group IDEX Corporation IDEXX Laboratories II-VI Indiana Farm Bureau Insurance Ingram Industries Insperity Institute for Defense Analyses Institute of Electrical & Electronic Engineers (IEEE) Integra Lifesciences Corporation INTEGRIS Health Intermountain Healthcare International Electric Supply International Paper Interstate Batteries Systems Intertape Polymer Corporation Invacare Corporation Invensys Controls inVentiv Health Ion Beam Applications Page 10 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Participating Organizations Participant List (continued) Iron Mountain Irvine Itochu International Ivoclar Vivadent Jacobs Technology Jarden Jefferson Science Associates Jo-Ann Fabric & Craft Stores Johns Hopkins University Johns Hopkins University - APL Johnson Controls Johnson Outdoors Joint Commission Jones Lang LaSalle J.R. Simplot Judicial Council of California Kansas City Southern Keihin North America Kelsey-Seybold Clinic K. Hovnanian Companies KI, Inc. Kindred Healthcare Kohl's Laboratory Corporation of America Lake Federal Bank Lake Region Medical Lancaster General Hospital Land O'Frost Lane Enterprise, Inc. Lantech.com Las Vegas Sands Corporation Lawson Products LBrands Learning Care Group Legal & General America Leggett and Platt Lehigh University Leo Burnett Leupold & Stevens LG&E and KU Energy Lhoist North America Lieberman Research Worldwide Limbach Facility Services LLC Lions Clubs International Littelfuse Little Lady Foods L.L. Bean Lockheed Martin Loma Linda University Health Care LSG Sky Chefs Lubrizol Towers Watson Data Services Lutron Electronics Malco Products, Inc. M. A. Mortenson Company Manpower ManTech International MAPFRE USA Maricopa County Office of Management & Budget Maricopa Integrated Health System Marshfield Clinic Mars Incorporated Maschhoffs MasterBrand Cabinets, Inc. Master Lock/Waterloo Maxwell Technologies MAXX Properties Mayo Clinic McCain Foods USA McDonald's McGladrey LLP Medical Center of Central Georgia Medical College of Wisconsin Medical Group Management Association Medical Mutual of Ohio Memorial Hermann Healthcare System Meridian Health Merrill Metagenics Methodist Hospital System MFS Investment Management MGM Resorts International Miami Children's Hospital Michigan Mutual Midwestern University Mine Safety Appliances Miniature Precision Comps, Inc. Minneapolis School District Minnesota Management & Budget Mission Support Alliance Missouri Department of Conservation Missouri Department of Transportation Mitsubishi International Moen Mohawk Industries Molex Mondelez MoneyGram International Mortgage Guaranty Insurance Mountain America MRIGlobal MTS Systems MultiPlan Page 11 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Participating Organizations Participant List (continued) Mutual of Omaha National Academies National Futures Association National Interstate National Louis University National Rural Electric Cooperative Association Nature's Sunshine Products Navy Exchange Enterprise NCCI Holdings Nebraska Medical Center Nebraska Public Power District NextEra Energy Resources, Inc. Nordson Corporation North Carolina Office of State Human Resources NorthShore University HealthSystem Northwestern Mutual Novant Health NRG Energy NYU Langone Medical Center Oerlikon Fairfield Oil-Dri Corporation of America Old Dominion Electric Old Republic International Omron Healthcare, Inc. Options Clearing Corporation Orange Lake Resorts Orbital Science Corporation Orlando Health Pall Corporation Pampered Chef Papa John's Parkland Health & Hospital System Patterson Companies Pattonair Paycor Paylocity PeaceHealth Pella Corporation Penn State Hershey Medical Center Penske Truck Leasing Pentagon Federal Credit Union Pepper Construction Company PGT Industries PHI Ping PM PMA Companies Port Authority of Allegheny County Port Authority of NY & NJ Portfolio Recovery Associates Port of Portland Towers Watson Data Services Port of Seattle POWER Engineers Preferred Mutual Insurance Company Preformed Line Products Premera BlueCross Premier Farnell Premier Health Partners Primerica Life Project Management Institute Property Casualty Insurers Association of America QBE the Americas Quad/Graphics Questar REA Magnet Wire Company, Inc. Recology Red Wing Shoe Company Regency Centers Regions Financial Rexnord Corporation RiceTec Rice University Rich Products Rite-Hite Holding Corporation Riviana Foods RLI Insurance Company Rockwell Collins Rollins RTC Rust-Oleum Sabre Industries Sage Publications Saint Gobain Salk Institute Sally Beauty Salt Lake County Samuel Roberts Noble Foundation San Antonio Water System Sazerac Company SCANA S&C Electric Schneider National Scholle Corporation School Specialty Schwan Food Seaman Corporation Sears Securus Technologies, Inc. Seibels Bruce Group, Inc. SEMCO Energy Sentara Healthcare Sentry Insurance Page 12 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Participating Organizations Participant List (continued) Serco Service Corporation International Shands HealthCare Sharp Electronics Sidley Austin LLP Simonton Smithfield Farmland SMSC Gaming Enterprise Sodexo Solar Turbines Sole Technology, Inc. Solo Cup Southco, Inc. Southeastern Freight Lines Southern Company Services Southern Farm Bureau Life Space Dynamics Laboratory Space Telescope Science Institute SpartanNash Spectrum Health - Grand Rapids Hospitals Sports Authority Stampin' Up! Standard Motor Products Star Tribune State Corporation Commission State Teachers Retirement System of Ohio St. Cloud Hospital Stericycle, Inc. St. Louis County Government St. Luke's Cornwall Hospital Storm Industries, Inc. Subaru of Indiana Automotive, Inc. SuperValu Stores Taubman Centers Taylor TaylorMade-adidas Golf Company TDS Telecom Tech Data Tecolote Research, Inc. Tenet Healthcare Corporation Terumo BCT Texas Children's Hospital Texas Industries, Inc. Texas Mutual Insurance Therma Tru TJX Companies Travis County Treasure Island Resort & Casino Tribune TriHealth Trinity Consultants, Inc. Towers Watson Data Services Trinity Health Trinity Pharma Solutions True Value Company T System Tufts Health Plan Turner Broadcasting UC Health UMB Financial Corporation United American Insurance United Health Group United States Steel United Stationers United Technologies United Way for Southeastern Michigan Universal Studios Orlando University Federal Credit Union University of Akron University of Alabama at Birmingham University of Arkansas for Medical Science University of California University of California, Berkeley University of Chicago University of Chicago Medical Center University of Colorado Health University of Georgia University of Houston University of Iowa University of Kansas Hospital University of Miami University of Michigan University of Minnesota University of Mississippi Medical Center University of North Carolina Hospitals University of Notre Dame University of Richmond University of Rochester University of Southern California University of South Florida University of St. Thomas University of Texas at Austin University of Texas Health Science Center at Houston University of Texas Health Science Center of San Antonio University of Texas Southwestern Medical Center University of Virginia University of Wisconsin Medical Foundation University of Wisconsin Hospital and Clinics University Physicians, Inc. UPS URS Federal Services URS | CH2M Oak Ridge LLC (UCOR) US Bancorp Page 13 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Participating Organizations Participant List (continued) US Xpress, Inc. Utah Transit Authority VACCO Industries Vail Resorts Management Valero Energy Velcro Group Veolia Transportation Verizon Vesuvius Via Christi Health Vi-Jon Virginia Department of Transportation Virginia Mason Medical Center Virtua Health Visiting Nurse Health System Volvo Group North America Wake Forest University Walter Energy Washington University in St. Louis Wawa Wayne Memorial Hospital W. C. Bradley Wellmark BlueCross BlueShield Wells' Dairy Western Southern Financial Group Westfield Group West Liberty Foods LLC Westminster Communities of Florida Weston Solutions, Inc. West Penn Allegheny Health System West Virginia University Hospitals, Inc. Wheaton Franciscan Healthcare Whole Foods Market WilmerHale LLP Windstream Communications Winpak Portion Packaging Limited Wisconsin Physicians Service Insurance Wiss Janney Elstner Associates World Vision International Wornick Company Worthington Industries WSI-SRS W&T Offshore Wyle Laboratories XO Communications Xtek, Inc. Zeon Chemicals LP Zimmer Towers Watson Data Services Page 14 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Participating Organizations Participant Characteristics NUMBER OF PARTICIPATING ORGANIZATIONS BY PROFIT STATUS AND INDUSTRY SECTOR WITHIN REGION # of Responses North South Central Central United States % of Responses 57 657 100.0% 62 40 468 71.2% 60 36 17 189 28.8% 21 69 13 10 141 17.6% 10 14 34 8 5 71 8.8% High Tech 3 9 9 13 4 38 4.7% Energy 8 8 19 8 4 47 5.9% Retail and Wholesale Trade 49 59 83 39 28 258 32.1% Services 12 20 29 19 8 88 11.0% 6 12 17 7 1 43 5.4% Banking and Finance 13 9 27 7 6 62 7.7% Insurance 14 6 23 8 4 55 6.8% Northeast Southeast 114 136 252 98 For-Profit Organizations 84 90 192 Not-For-Profit Organizations 30 46 Durable Goods Manufacturing 28 Nondurable Goods Manufacturing Entire Sample Combined West Coast Profit Status Industry Sector Health Care Regional Percentages Towers Watson Data Services 17.4% 20.7% 38.4% 14.9% 8.7% 100.0% Page 15 Towers Watson Data Services Page 16 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Key Economic Data Towers Watson Data Services Page 17 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Key Economic Data Salary Budget and Economic Data The table below shows the data for the most relevant economic indicators for the most recent three years. 2013 2014 2015 Salary increase budget* 3.1 3.1 N/A Consumer prices (avg. % change p.a.)+ 1.5 2.0 2.2 Unemployment (avg. % p.a.)+ 7.4 6.5 6.1 Labor population (millions)+ 155.4 156.4 158.1 GDP (% real change p.a.)+ 1.9 3.0 2.6 39.60% 39.60% TBD Top personal income tax threshold+ USD 400,000 USD 406,750 TBD Top personal income tax threshold+ USD 400,000 USD 406,750 TBD Top marginal tax rate on personal income+ *Source: Towers Watson Data Services 2013 General Industry Salary Budget Survey - U.S. +Source: Economist Intelligence Unit - April 2014; data for 2013 are estimates except for inflation which is actual; data for 2014 and 2015 are forecasts Towers Watson Data Services Page 18 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Statistical Methodology Towers Watson Data Services Page 19 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Statistical Methodology Towers Watson Data Services’ survey reports present compensation information on all segments of the workforce across countries and regions. As a result, there is substantial continuity in the formats and content of data presentations from report to report. At the same time, each report is designed to provide data that are most pertinent to the specific types of jobs covered as well as the expressed needs of subscribers. As a result of these variations, some of the terms and scope factors contained in this section do not appear in every report. For a complete list and definitions of terms used refer to the Glossary of Terms. Data Review In accordance with our objective to publish the most representative information possible, all data are thoroughly reviewed by compensation professionals using proprietary data diagnostic programs and statistical modeling techniques. Participants are contacted to confirm job matches, resolve omissions, inconsistencies, or other questionable input, and clarify specific policy questions. Data Confidentiality Where there are limited samples, the descriptive statistics displayed also are limited. To ensure confidentiality, statistics are displayed if there are five or more organizations reporting. The 10th and 90th percentiles are displayed only for samples of 10 or more. Blanks or dashes indicate instances where there are insufficient data. In addition, no organization’s data dominate the sample statistics by more than 25 percent. Towers Watson Data Services maintains the confidentiality of each individual organization’s data, and any information published is aggregated so that individual organization data cannot be identified. Under no circumstances will we disclose individually identified data. Incumbent and Organization-Weighted Statistics For incumbent-weighted statistics, the compensation and scope figures reported for each incumbent are used to compute the descriptive statistics. No organization's data dominates the results by more than 25 percent. For organization-weighted (or organization average) statistics, one average figure is computed for each organization on each compensation and scope element; then descriptive statistics are computed from these averages. Organization-average statistics weigh each participant’s input on an equal basis, regardless of the number of incumbents reported. Towers Watson Data Services Page 20 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Statistical Methodology Composition of Total Compensation The following text describes the compensation totals used by Towers Watson Data Services globally and the data elements included in each total. Because compensation programs vary by country, either by statute or custom, only those elements that are relevant to the market are included. In some markets where it may be important to distinguish compensation elements such as specific types of allowances, an expanded version of the elements are collected. Base Salary 12 Months: Twelve months of monthly base salary Base Salary: Base Salary 12 Months + Other Fixed Pay. Total Guaranteed Compensation: Base Salary + Total Fixed Cash Allowances Total Compensation: Total Guaranteed Compensation + Short Term Incentives Total Rewards: Total Direct Compensation + Benefits Towers Watson Data Services Page 21 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Statistical Methodology Descriptive Statistics The descriptive statistics presented in the tables are: ● Average ● 90th Percentile ● 75th Percentile ● 50th Percentile or Median ● 25th Percentile ● 10th Percentile Average Indicates the average salary obtained when considering each company with a unitary weight. All of the companies influence this measure equally, regardless of the number of salaries reported. 90th Percentile or Upper Decile Indicates the salary obtained first when organizing the gathered data in order of magnitude from the lowest to the highest and then selecting the value that separates the sample in such a way that 10% of the reported salaries are greater and 90% are lesser. 75th Percentile or 3rd Quartile Indicates the salary obtained first when organizing the gathered data in order of magnitude from the lowest to the highest and then selecting the value that separates the sample in such a way that 25% of the reported salaries are greater and 75% are lesser. Median or 50th Percentile Indicates the salary obtained first when organizing the gathered data in order of magnitude from the lowest to the highest and then selecting the value that separates the sample in such a way that 50% of the reported salaries are greater and 50% are lesser. 25th Percentile or 1st Quartile Indicates the salary obtained first when organizing the gathered data in order of magnitude from the lowest to the highest and then selecting the value that separates the sample in such a way that 75% of the reported salaries are greater and 25% are lesser. 10th Percentile Indicates the salary obtained first when organizing the gathered data in order of magnitude from the lowest to the highest and then selecting the value that separates the sample in such a way that 90% of the reported salaries are greater and 10% are lesser. Towers Watson Data Services Page 22 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Survey Job Matching Methodology Towers Watson Data Services Page 23 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Survey Job Matching Methodology Survey Methodology The Towers Watson survey methodology is an integrated process combining elements from each of our two proprietary leveling methodologies, Career Map and the Global Grading System (GGS). The combination yields a unique and systematic approach to matching jobs that encompasses the concept of career progression through Career Levels with differentiated job size as determined by Global Grades. See Leveling for further details. ● Career Map - The Towers Watson Career Level methodology is based on a series of Career Bands, each with a number of distinct Career Levels. Career Bands enable companies to structure work and jobs based on progressive levels of expected contribution. Career Levels represent discernible broad steps in a career progression, which are consistent across organizations. They reflect the normal market progression of jobs requiring higher levels of competence and knowledge as people advance in their careers. ● Global Grading System - The Towers Watson Global Grading System (GGS) measures the relative internal value of distinct jobs within a company according to specific dimensions and aligns those values with quantifiable differences in pay levels in the external marketplace. Global Grades, which are linked to organization size, reflect the impact of size on job scope at higher levels, thus enhancing data comparability across organizations of varied size. Global Grades create a single top-to-bottom framework to facilitate leveling and drive consistency across Career Bands, Functions and Disciplines. They provide the foundation, or underpinning, for both Executive Benchmarks and the broad-based Career Levels and define the start and end points of a career progression. The integrated survey methodology enables participants to align jobs with both approaches to job leveling in a single process, which supports job match validation and helps provide globally consistent results. See Job Matching for details. For purposes of Towers Watson surveys, multiple Career Bands have been identified. Within each of the Career Bands there are four to six Career Levels, which span six to eleven Global Grades. The following General Alignment Map of Global Grades to Career Levels provides an overview of how Global Grades align with Career Levels, without reflecting the impact of organization size. Towers Watson Data Services Page 24 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Survey Job Matching Methodology Survey Methodology (continued) GENERAL ALIGNMENT OF GLOBAL GRADES TO CAREER LEVELS USD75m USD150m USD500m USD1bn Revenue (USD) 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 15 M1 T1 Sr. Manager Professional (P) P4 P2 P3 Entry Interm. Career Specialist 620 USD2bn 20 19 1.6K USD5bn 21 4.1K USD10bn USD50bn USD100bn 22 10.6K Executive/Senior Management (EX) 18 19 20 21 22 23 27.5K 24 25 200K 24 25 75K 23 M5 Group Mgr. Sr. Group Mgr. P5 P6 Master Renowned Expert Customer/Client Management and Sales (S) S4 S3 S6 S2 S5 Interm. Career Expert Sr. Expert Elite Expert Technical Support (T) T3 T4 T2 Entry Interm. U1 Manager P1 Entry 17 16 Supervisory/Management (M) M2 M3 M4 Supervisor 18 240 90 FTE (Full Time Equivalent) Employees S1 17 Senior Lead Business Support (U) U4 U2 U3 Entry Interm.Senior Lead Production/Manual Labor (W) W1 W2 W3 W4 Entry Intermediate Senior Lead NOTE: The job matching methodology presented here is for survey purposes only and is not a job evaluation process. Although this survey methodology is related to the Towers Watson Career Map and Global Grading methodologies, it may not align directly with specific client implementation of one of these leveling methodologies. Therefore it is critical to align your internal levels to the survey levels based on a careful review of the survey definitions to ensure proper job matching. Matching Top Management Jobs In the CSR Top Management Compensation Survey, positions are matched through benchmark titles and descriptions. The benchmark positions at the executive and senior management levels allow you to match your organization’s executives to a specific set of responsibilities, and then to differentiate between corporate and business unit responsibilities. Matching Nonexecutive Jobs Middle management, professional and support positions are matched by the following steps Step 1. Align organization levels to survey levels and assign Career Bands and Career Levels to nonexecutive jobs; outside of North America Global Grades are also assigned to nonexecutive jobs. Step 2. Match organization jobs to Functions and Disciplines. Alternatively, to match your jobs using a benchmark approach, steps 1 and 2 can be reversed (i.e., match organization jobs to Functions and Disciplines and then determine the survey levels). Towers Watson Data Services Page 25 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Survey Job Matching Methodology Matching Nonexecutive Jobs (continued) Step 1. Assign Career Bands Career Levels to Nonexecutive Jobs The Career Band is determined based on whether the job is: ● Supervisor/manager or individual contributor ● Sales or nonsales ● Professional or support ● Technical support, business support or production/manual labor The following decision tree illustrates the process for identifying the appropriate Career Band. Career Band Summary Descriptions are included in the Leveling section of the Participant Guide. Towers Watson Data Services Page 26 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Survey Job Matching Methodology Matching Nonexecutive Jobs (continued) Step 2. Match organization jobs to Functions and Disciplines The Functions and Disciplines section of the Participant Guide identify the best match for the content and purpose of an organization's jobs. Once the Function is identified, the Discipline that corresponds to the area of specialization is determined. In each Function, one or more Disciplines are designated and defined as generalist/multidiscipline. Each Function has a generalist/multidiscipline code (Discipline suffix "000"), and some Functions have additional generalist/multidiscipline codes that apply to a subgroup of Disciplines within a Function. The generalist/multidiscipline codes are used in the following circumstances: ● Incumbents perform more than one of the specialized Disciplines in the Function as part of their normal responsibilities, OR ● Managers are responsible for employees in more than one Discipline within that Function. Each Function has a No Applicable Discipline code (Discipline suffix "999"). This code is used if the incumbent's specialization cannot be classified in any of the defined Disciplines or cannot be identified. Once jobs are matched to Functions and Disciplines, Career Levels and Global Grade matches (outside of North America) are reviewed to ensure they are consistent across Functions. Towers Watson Data Services Page 27 Towers Watson Data Services Page 28 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Executive Career Bands, Career Levels, Functions and Disciplines Towers Watson Data Services Page 29 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Executive Career Bands, Career Levels, Functions and Disciplines General Overview This section provides job matching documentation used for this survey report. ● Career Band Summary Description for the M, P, T and U Career Bands The Global Grade(s) aligned with each level also are noted. Global Grade differentiators are shaded since North America survey participants only match to Career Levels. ● Function and Discipline Listing ● Function and Discipline Definitions NOTE: The job matching methodology presented here is for survey purposes only and is not a job evaluation process. Although this survey methodology is related to the Towers Watson Career Map and Global Grading methodologies, it may not align directly with specific client implementation of one of these leveling methodologies. Therefore it is critical to align your internal levels to the survey levels based on a careful review of the survey definitions to ensure proper job matching. Career Map and the Global Grading System, when formally implemented, enable the alignment of reward and talent management programs across businesses. When used as internal leveling tools, these methodologies take into account the specific organizational context of a job and the detailed set of associated accountabilities and demands. The outcomes of these processes are highly organization-specific, while survey job descriptions and levels are by their nature generic. Therefore, organizations that use Career Map or the Global Grading System as their internal leveling tool are still required to match their jobs to this survey using the job matching process outlined in this Participant Guide. An organization's internal Global Grade or Career Level may act as a starting point, but as the Career Levels and Global Grades contained in these surveys represent a typical or generic organization, there may be differences between the internal value a specific organization places on a job and where the job should be mapped for purposes of external comparison. Towers Watson Data Services Page 30 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Executive Career Bands, Career Levels, Functions and Disciplines Career Band Summary Descriptions Summary descriptions of the Career Bands contained in this Survey Report follow. Supervisory/Management Career Band (M) ● Accountable for managing people, setting direction and deploying resources; typically is responsible for performance evaluation, pay reviews and hire/fire decisions ● Results are primarily achieved through the work of others and typically depend on the manager's ability to influence and negotiate with parts of the organization where formal authority is not held ● Progression within Career Band reflects acquisition of broad technical expertise, business and industry knowledge, and process and people leadership capabilities ● Accountable for business, functional or operational areas, processes or programs Professional Career Band (P) ● Work is primarily achieved by an individual or through project teams ● Requires the application of expertise in professional area(s) to achieve results ● Progression within the Career Band reflects increasing depth of professional knowledge, project management and ability to influence others ● Majority of time is spent on: ● ● Performing routine professional-based activities (early in career) ● Contributing to and managing projects (mid-career) ● Providing advice/direction in primary areas of expertise (seasoned and expert) ● Leveraging professional expertise and relationships to contribute to strategy and drive business results (thought leader) Entry-level jobs within the Professional Career Band typically require a university degree or equivalent work experience that provides knowledge of and exposure to fundamental theories, principles and concepts Technical Support Career Band (T) ● Performs specialized technical tasks required to support operations (e.g., IT development, research support, skilled trade) ● Requires vocational training or the equivalent experience, but typically does not require a university degree Business Support Career Band (U) ● Performs clerical/administrative or specialized support tasks in an office or field setting ● May require vocational training or the equivalent experience, but does not require a university degree Towers Watson Data Services Page 31 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Executive Career Bands, Career Levels, Functions and Disciplines Career Level General Profiles Supervisory/Management Career Band (M) M5 Senior Group Manager (aligns with Global Grade 17) ● Applies only to large international or global organizations ● Provides leadership and direction through Group and/or Senior Managers ● Is accountable for the performance and results of: ● ● ● ● A large, strategically important function in an extremely large market Diverse disciplines or departments within a large geography or division A large, strategically important discipline within a major region A medium-sized global corporate discipline or department ● Develops, adapts and executes functional or departmental strategy to achieve key business objectives in area of responsibility ● Decisions are guided by organization and functional strategies and objectives M4 Group Manager (aligns with Global Grade 16) ● Provides leadership and direction through Senior Managers and Managers ● Is accountable for the performance and results of: ● ● ● A large, strategically important discipline in an extremely large market Related disciplines or a medium-sized function in a large market or medium-sized division A medium-sized discipline or department in a major region ● Adapts and executes functional or departmental business plans and contributes to the development of functional or departmental strategies ● Decisions are guided by functional strategies and priorities Towers Watson Data Services Page 32 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Executive Career Bands, Career Levels, Functions and Disciplines Career Level General Profiles (continued) Supervisory/Management Career Band (M) (continued) M3 Senior Manager (aligns with Global Grades 14 and 15) ● Provides leadership to managers, supervisors and/or professional staff Global Grade 15 Differentiators ● Is accountable for the performance and results of multiple related units ● ● Develops departmental plans, including business, production and/or organizational priorities ● Controls resources and policy formation in area of responsibility ● Decisions are guided by resource availability and functional objectives ● ● ● ● Looks beyond existing methodologies and own discipline to define and resolve complex problems Develops plans and delivers results in fastchanging businesses and/or regulatory environments Provides input to functional or departmental strategy Manages large, potentially diverse teams of managers and/or senior professionals In Global Grade 16 or 17 organizations, typically contributes directly to business priorities and planning Global Grade 14 Differentiators ● ● ● Identifies applications of functional knowledge and existing methodologies to complex problems Manages large teams of professionals and/or junior managers In Global Grade 16 or 17 organizations, typically has accountability for a function M2 Manager (aligns with Global Grades 12 and 13) ● Manages professional employees and/or supervisors or supervises large, complex technical or business support or production operations team(s) ● Is accountable for the performance and results of a team within own discipline or function ● Adapts departmental plans and priorities to address resource and operational challenges ● Decisions are guided by policies, procedures and business plan; receives guidance from senior manager ● Provides technical guidance to employees, colleagues and/or customers Global Grade 13 Differentiators ● ● ● Accountable for the budget, performance and results of a medium-sized team or multiple small teams Exercises full management authority, including performance reviews, pay decisions, recruitment, discipline, termination and other personnel actions Addresses issues with impact beyond own team based on knowledge of related disciplines Global Grade 12 Differentiators ● ● ● Towers Watson Data Services Accountable for results of a small team Exercises limited management authority; sets employee performance objectives, conducts performance reviews and recommends pay actions Defines team operating standards and ensures essential procedures are followed based on knowledge of own discipline Page 33 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Executive Career Bands, Career Levels, Functions and Disciplines Career Level General Profiles (continued) Supervisory/Management Career Band (M) (continued) M1 Supervisor (aligns with Global Grades 10 and 11) ● Coordinates and supervises the daily activities of business or technical support or production team ● Sets priorities for the team to ensure task completion; coordinates work activities with other supervisors ● Decisions are guided by policies, procedures and business plan; receives guidance and oversight from manager ● ● Typically does not spend more than 20% of time performing the work supervised ● Global Grade 11 Differentiators ● ● Accountable for the results of a large and/or moderately complex support or production operations team including subordinate work leaders Applies acquired expertise to analyze and solve problems without clear precedent Provides input on resource planning and policy development Coaches team members on performance, completes employee performance evaluations and recommends pay actions Global Grade 10 Differentiators ● ● ● Towers Watson Data Services Accountable for the results of medium-sized routine support or production operations teams Solves problems based on practice and precedent Trains team members and provides input to employee performance evaluations Page 34 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Executive Career Bands, Career Levels, Functions and Disciplines Career Level General Profiles (continued) Professional Career Band (P) P6 Renowned Expert (aligns with Global Grades 16 and 17) ● Is recognized as an external thought leader within strategic function or discipline ● Influences the strategy to address internal or external business and regulatory issues ● Proactively identifies, defines, and solves the most complex problems that impact the management and direction of the business ● Significantly influences functional strategy; may participate in the development of the product or division strategy ● Leads multidisciplinary projects or initiatives ● Progression to this level is typically restricted on the basis of individual capabilities and business requirements Global Grade 17 Differentiators ● Only applies to large international or global businesses ● Contributes as top thought leader worldwide, whose achievements include major innovations that change and advance the industry and/or profession ● Leads the largest projects/initiatives that have a significant impact upon a complex, global business Global Grade 16 Differentiators ● ● ● Typically found in Global Grade 18 or higher organizations Contributes thought leadership and innovation that influences change and advancement of the industry and/or profession Leads large projects/initiatives that impact the business on a domestic or international scale P5 Master (aligns with Global Grade 15) ● Is recognized as an expert within the organization, both within and beyond own function ● Anticipates internal and/or external business challenges and/or regulatory issues; recommends process, product or service improvements ● Solves unique and complex problems that have a broad impact on the business ● Contributes to the development of functional strategy ● Leads project teams to achieve milestones and objectives ● Progression to this level is typically restricted on the basis of business requirements ● Operates with no supervision in a complex environment Towers Watson Data Services Page 35 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Executive Career Bands, Career Levels, Functions and Disciplines Career Level General Profiles (continued) Professional Career Band (P) (continued) P4 Specialist (aligns with Global Grades 13 and 14) ● Is recognized as an expert in own area within the organization Global Grade 14 Differentiators ● Requires specialized depth and/or breadth of expertise ● ● Interprets internal or external business issues and recommends solutions/best practices ● Solves complex problems; takes a broad perspective to identify solutions ● Works independently, with guidance in only the most complex situations ● Progression to this level is typically restricted on the basis of business requirement Identifies applications of functional knowledge and existing methodologies to complex problems ● Serves as an expert within own function ● Leads functional teams or projects and serves as a best practice/quality resource Global Grade 13 Differentiators ● ● ● ● Guides others in resolving complex issues in specialized area based on existing solutions and procedures Serves as an expert within own discipline Serves as a resource for best practices/quality on functional teams or projects Trains/mentors junior staff P3 Career (aligns with Global Grades 11 and 12) ● Requires in-depth knowledge and experience Global Grade 12 Differentiators ● Solves complex problems; takes a new perspective using existing solutions ● ● Works independently; receives minimal guidance ● Acts as a resource for colleagues with less experience ● ● Represents the level at which career may stabilize for many years or even until retirement ● ● Uses best practices and knowledge of internal or external business issues to improve products/services or processes Typically resolves complex problems or problems where precedent may not exist Often leads the work of project teams; may formally train junior staff Works independently Global Grade 11 Differentiators ● ● ● ● Contributes to process improvements Typically resolves problems using existing solutions Provides informal guidance to junior staff Works with minimal guidance P2 Intermediate (aligns with Global Grade 10) ● Requires knowledge and experience in own discipline; still acquiring higher level knowledge and skills ● Builds knowledge of the organization, processes and customers ● Solves a range of straightforward problems ● Analyzes possible solutions using standard procedures ● Receives a moderate level of guidance and direction Towers Watson Data Services Page 36 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Executive Career Bands, Career Levels, Functions and Disciplines Career Level General Profiles (continued) Professional Career Band (P) (continued) P1 Entry (aligns with Global Grades 8 and 9) ● Performs routine assignments in the entry level of the Professional Career Band ● Typically requires a college or university degree or the equivalent work experience that provides knowledge and exposure to fundamental theories, principles and concepts ● ● Develops competence by performing structured work assignments ● ● Uses existing procedures to solve routine or standard problems Global Grade 8 Differentiators ● Receives instruction, guidance and direction from others Global Grade 9 Differentiators ● ● ● ● ● Towers Watson Data Services Has limited discretion to vary from established procedures Has limited work experience involving basic concepts and procedures Works under general supervision Has no discretion to vary from established procedures Has no related work experience or has work experience but requires formal training in theories/concepts in own function Works under close supervision Entry-level graduate in the "probationary" period Page 37 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Executive Career Bands, Career Levels, Functions and Disciplines Career Level General Profiles (continued) Technical Support Career Band (T) T4 Lead (aligns with Global Grades 9 and 10) ● Has advanced and specialized expertise, typically developed through a combination of job-related training and considerable on-the-job experience ● Completes assignments and facilitates the work activities of others; may coordinate work beyond own area ● Proposes improvements to processes ● Acts as a lead, coordinating the work of others but is not a supervisor ● Works autonomously within established procedures and practices Global Grade 10 Differentiators ● ● ● Leads one or more teams in the performance of a variety of tasks that are often complex Spends a majority of working time performing the same work processes and activities as employees on team Analyzes complex technical problems and delivers solutions where precedent may not exist Global Grade 9 Differentiators ● ● ● Leads a team in the performance of a variety of tasks that are often routine Spends most of working time performing the same work activities as employees on team Solves problems of a recurring nature T3 Senior (aligns with Global Grades 7 and 8) ● Has developed proficiency in a range of processes or procedures through job-related training and considerable on-the-job experience ● Completes a variety of atypical assignments ● Works within defined processes and procedures or methodologies and may help determine the appropriate approach for new assignments ● Works with a limited degree of supervision ● Acts as an informal resource for colleagues with less experience Global Grade 8 Differentiators ● ● ● Performs highly complex and varied tasks Typically has specialized external certification Guides and supports junior team members; may assist in their formal orientation and training Global Grade 7 Differentiators ● ● ● Performs moderately complex and varied tasks May have specialized external certification Guides junior team members T2 Intermediate (aligns with Global Grade 6) ● Expands skills in own work area within an analytical/scientific method or operational process ● Applies experience and skills to complete assigned work within own area of expertise ● Works within standard operating procedures and/or scientific methods ● Works with a moderate degree of supervision T1 Entry (aligns with Global Grade 5) ● Has basic skills in an analytical or scientific method or operational process ● Works within clearly defined standard operating procedures and/or scientific methods and adheres to quality guidelines ● Works with close supervision Towers Watson Data Services Page 38 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Executive Career Bands, Career Levels, Functions and Disciplines Career Level General Profiles (continued) Business Support Career Band (U) U4 Lead (aligns with Global Grades 8 and 9) ● ● ● ● ● Has developed expertise in a variety of work processes or activities typically Global Grade 9 Differentiators developed through a combination of job-related training and considerable on- ● Leads one or more teams in the performance of the-job experience a variety of tasks that are often complex Typically acts as a lead, coordinating the work of others, but not a supervisor ● Spends a majority of working time performing the same work processes and activities as Works autonomously within established procedures and practices employees on team Anticipates patterns and links; looks beyond the immediate problem to the ● Analyzes complex problems and delivers wider implications solutions where precedent may not exist Generates new and innovative solutions to complex problems Global Grade 8 Differentiators ● ● ● Leads a team in the performance of a variety of tasks that are often routine Spends most of working time performing the same work activities as employees on team Solves problems of a recurring nature U3 Senior (aligns with Global Grade 7) ● Has developed specialized skills or is multi-skilled through job-related training and considerable on-the-job experience ● Completes work with a limited degree of supervision ● Likely to act as an informal resource for colleagues with less experience ● Identifies key issues and patterns from partial/conflicting data ● Takes a broad perspective to problems and spots new, less obvious solutions U2 Intermediate (aligns with Global Grade 6) ● Has developed knowledge and skills through formal training or considerable work experience ● Entry level often for those with work experience in the skill area ● Works within established procedures with a moderate degree of supervision ● Identifies the problem and all relevant issues in straightforward situations, assesses each using standard procedures and makes sound decisions U1 Entry (aligns with Global Grades 4 and 5) ● Entry level job with little or no prior relevant work experience Global Grade 5 Differentiators ● Acquires basic skills to perform routine tasks ● ● Work is prescribed and completed with little autonomy ● ● Works with either close supervision or under clearly defined procedures Has limited prior relevant training or work experience Has limited discretion to vary from established procedures Global Grade 4 Differentiators ● ● Towers Watson Data Services Has no prior relevant training or work experience Has no discretion to vary from established procedures Page 39 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Executive Career Bands, Career Levels, Functions and Disciplines Functions and Disciplines Listing AHR AHS Human Resources AHR002-EX Top Human Resources Executive (without Labor Relations) AHR060 AHR130 AHR150 Benefits Employee Development/Training Generalist/Multidiscipline Human Resources Information Systems (HRIS) Environmental Health and Safety AHS030 Health and Safety Towers Watson Data Services Page 40 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Executive Career Bands, Career Levels, Functions and Disciplines Functions and Disciplines Definitions Function Code Human Resources AHR Designs, implements and monitors human resource programs and policies, including recruitment, learning and development, performance management, compensation, benefits, equal opportunity and diversity, etc. Anticipates and plans for long-term human resource needs and trends. Applicable Career Bands M (Supervisory/Management) P (Professional) U (Business Support) Discipline AHR002-EX Top Human Resources Executive (without Labor Relations) AHR060 Benefits AHR130 Employee Development/Training Generalist/Multidiscipline AHR150 Human Resources Information Systems (HRIS) ● Has primary responsibility for designing, developing and implementing all human resource policies and programs ● For noncorporate positions, this position is typically responsible for the execution and administration of policies within a segment of the organization ● In highly decentralized organizations, responsibilities could also include policy design at the segment level ● Develops, implements and administers cost-effective benefits programs, such as pension plans, life, health and disability insurance ● Develops, implements and evaluates employee development plans and programs to support organizational needs as a generalist or in a combination of disciplines, such as management development, talent management, succession planning, technical or nontechnical training, or e-learning ● Monitors employee development and training programs, assesses needs and results, develops new programs and modifies existing programs ● Processes the organization's human resource information using the most efficient and cost-effective computer systems and applications ● Researches, analyzes, designs and maintains information systems in support of human resource administration and projects ● Monitors HR information needs and designs new or modifies existing systems to meet changing requirements Function Code Environmental Health and Safety AHS Designs, develops, implements and oversees the organization's environmental health and safety programs and procedures to safeguard employees and surrounding communities and to ensure that all facilities are in compliance with regulations. Applicable Career Bands M (Supervisory/Management) P (Professional) T (Technical Support) Discipline AHS030 Health and Safety ● Conducts studies and investigations to ensure compliance with government safety and health laws, standards and regulations, and industrial hygiene ● Investigates accidents and promotes safety-conscious work performance and training programs ● Provides safety performance measures ● Determines root cause analyses Towers Watson Data Services Page 41 Towers Watson Data Services Page 42 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Glossary of Terms Towers Watson Data Services Page 43 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Glossary of Terms Each report is designed to provide data that are most pertinent to the specific types of jobs covered as well as the expressed needs of subscribers. As a result of these variations, some of the terms and scope factors contained in this section do not appear in every report. This section is divided into two subsections: ● Company and Unit Data Terms ● Incumbent Data Terms Company and Unit Data Terms Industry: The industry or industries that most closely describe the organization's line(s) of business. (See the Industry codes in the section on Guide to Using Data in this Report.) Revenue: Total revenue for the organization for the most recent fiscal year. Assets: Total year-end assets for the most recent fiscal year. Net Income: Total net operating income (after taxes) for the most recent fiscal year. Shareholders' Equity: Total shareholders' equity (defined as the difference between the organization's assets and liabilities) for the most recent fiscal year. FTE Employees: The number of full-time equivalent (FTE) employees plus part-time employees converted to full-time equivalents for the organization. U.S. Executives (Applies to Top Management Positions only): The number of full-time equivalent (FTE) employees designated as executives in the United States. Incumbent Data Terms Organization Unit (Applies to Top Management Positions only): Segment of the organization in which the incumbent has primary responsibility Corporate - Responsibilities that span the entire organization. Subsidiary and division participants should not use this code. Noncorporate - Responsibilities limited to a segment of the organization (e.g., subsidiary, division, business unit). Unit Size (Applies to Top Management Positions only): Total revenue (in whole numbers) for which the incumbent is responsible. Towers Watson Data Services Page 44 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Glossary of Terms Incumbent Data Terms (continued) Corporate Reporting Level (Applies to Top Management Positions only): Number of levels the incumbent is from the Board of Directors. The Chief Executive Officer (CEO) and Chairman of the Board (not CEO) are reporting level 1. All positions reporting directly the CEO are reporting level 2, and so on. Geographic Responsibility (Applies to Top Management Positions only): Scope of geographic responsibility of the incumbent's role. Worldwide (global or multiregion) International (all business outside of the home country of the parent company) Single Region (e.g., Asia/Pacific, Latin America, Europe) Multicountry (e.g., United States and Mexico, Southeast Asia or Benelux) Single country Career Band and Level: The appropriate Career Band and Career Level for the incumbent. M5 M4 M3 M2 M1 Supervisory/ Management Senior Group Manager Group Manager Senior Manager Manager Supervisor P6 P5 P4 P3 P2 P1 Professional Renowned Expert Master Specialist Career Intermediate Entry Customer/ Client Management and Sales S6 Elite Expert S5 Senior Expert S4 Expert S3 Career S2 Intermediate S1 Entry Technical Support T4 T3 T2 T1 Lead Senior Intermediate Entry Business Support U4 U3 U2 U1 Lead Senior Intermediate Entry Production/ Manual Labor W4 W3 W2 W1 Lead Senior Intermediate Entry Annual Base Salary Amount: The annual base salary for the incumbent. Excludes shift differential pay, overtime or any other cash compensation other than base salary. Annual Base Salary Midpoint Amount: The midpoint of the base salary range to which the incumbent is assigned. Target Performance Bonus/Short-Term Incentive % of Base Salary: The target annual performance/shortterm incentive as a percent of the current annual base salary. Annual Performance Bonus/Short-Term Incentive Amount: Annual performance bonus or short-term incentive earned for the most recent financial year. Includes all incentive awards, based on one year's performance, regardless of whether the award is paid in full currently, in installments or deferred to future years. Annual Sales Incentive/Commission Amount: The annual sales incentive/commission amount earned for the most recent fiscal year. Incentive - Based on qualitative or judgmental measures related to sales activity or group performance typically expressed as a percent of base salary (monetary amount). Commission - Based on quantitative performance items such as sales revenue/quota typically expressed as a percent of each unit sold (monetary amount). Multicountry (e.g., United States and Mexico, Southeast Asia or Benelux) Towers Watson Data Services Page 45 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Glossary of Terms Incumbent Data Terms (continued) Corporate Reporting Level (Applies to Top Management Positions only): Number of levels the incumbent is from the Board of Directors. The Chief Executive Officer (CEO) and Chairman of the Board (not CEO) are reporting level 1. All positions reporting directly the CEO are reporting level 2, and so on. Target Sales Incentive/Commission % of Base Salary: The target sales incentive/commission as a percent of the current annual base salary. Annual Discretionary Bonus Amount: The annual amount of other variable or discretionary payments. Includes recognition awards, lump sum awards, alternative reward programs (e.g., gain sharing, team/group incentives or other productivity programs), and discretionary one-off payments (i.e., not part of a normal/regular short-term bonus or incentive plan) for the most recent financial year. Total Cash Compensation: The sum of annual salary, bonus, and other cash compensation payments from variable pay programs. Total Direct Compensation: The sum of annual salary, bonus or other cash compensation and the expected value of long-term incentive awards. Long-Term Incentive (LTI): Variable compensation related typically to individual and/or company/group performance. Examples are stock option plans, performance share or unit plans, and restricted stock plans. Awards made under plans of these types are always in recognition of results longer than 12 months. Long-Term Incentive Plan Type (Applies to Top Management Positions only): Type of long-term grant data. SO Stock Options - Stock Options are rights to purchase a fixed number of shares of a company's stock, at a stated price for a specified period of time. RS Restricted Stock/Stock Units - Restricted Stock/Stock Units are grants of stock or stock units at no or nominal cost. The restrictions and risk of forfeiture lapse with continued employment over a period of years and/or performance. Dividends or dividend equivalents are normally paid or accrued during the restricted period. PP Performance Plan Awards - Performance Plan Awards are contingent awards of cash or stock that are earned in whole or in part according to the degree of achievement of performance goals over a multiyear period (usually three years). SAR Stock Appreciation Rights - Stock Appreciation Rights (SARs) are rights to receive payment equal in value to the appreciation on a share of stock between the date on which the SAR was granted and the date on which the employee exercises his/her appreciation rights. Towers Watson Data Services Page 46 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. AHR Human Resources Towers Watson Data Services Page 47 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. AHR002-EX Top Human Resources Executive (without Labor Relations) All Organization Summary Description: Has primary responsibility for designing, developing and implementing all human resource policies and programs | For noncorporate positions, this position is typically responsible for the execution and administration of policies within a segment of the organization | In highly decentralized organizations, responsibilities could also include policy design at the segment level. TOTAL U.S. FTE EMPLOYMENT ORGS INCS Under 1,000 Bonus Eligible Non-Bonus Elig. All Orgs. 25th MEDIAN 75th ANNUAL SALARY INC AVG ($000) ORG AVG ($000) 10th ($000) 25th MEDIAN ($000) ($000) SHORT-TERM INCENTIVE 75th ($000) 90th ($000) % OF INCS RECVG INC AVG PAID ($000) % OF ORGS PAYING ORG AVG PAID ($000) TOTAL CASH COMPENSATION % OF ORG AVG SAL 57 8 65 57 8 65 313 312 313 554 392 520 841 693 819 190.8 160.8 187.1 190.8 117.5 160.5 160.8 148.2 187.1 116.3 159.4 185.9 165.4 180.0 228.1 182.9 222.0 254.1 93.0 60.1 93.0 60.1 30.5 252.6 81.5 60.1 81.5 60.1 30.5 53 20 73 60 20 80 1,450 1,636 1,536 2,200 2,013 2,200 3,230 3,052 3,126 230.9 212.8 226.3 239.6 165.0 189.3 212.8 126.1 166.9 232.2 164.7 182.2 250.0 218.0 234.5 271.4 254.3 262.0 322.0 307.8 316.6 86.7 89.5 84.9 98.6 38.0 65.0 89.5 61.6 98.6 38.0 33 14 47 42 14 56 5,410 8,363 11,039 8,402 10,689 12,499 5,945 9,300 12,159 250.2 223.6 243.6 267.2 159.3 213.5 223.6 131.6 153.0 254.2 148.5 196.2 271.7 198.1 262.6 309.5 281.6 301.8 381.1 370.0 367.0 78.6 116.3 84.8 125.7 45.2 58.9 116.3 59.6 125.7 12 3 15 20 30,025 50,675 66,588 3 23 36,521 49,700 66,800 257.9 262.9 171.7 206.4 239.6 290.9 423.9 90.0 130.5 91.7 243.4 239.8 137.9 172.7 230.0 260.0 422.9 78.3 130.5 225.6 202.5 221.0 229.3 156.7 176.0 202.5 126.6 153.0 223.3 145.1 171.3 226.6 183.0 220.0 266.7 252.9 262.4 310.0 304.6 309.9 87.7 70.1 INC AVG ($000) ORG AVG ($000) 10th ($000) 246.6 160.8 236.1 246.6 160.8 236.1 135.9 308.4 212.8 284.5 25th ($000) MEDIAN ($000) 75th ($000) 90th ($000) 240.0 165.4 230.3 314.7 182.9 289.9 343.3 132.7 199.5 148.2 177.3 323.3 212.8 293.0 192.4 126.1 167.0 228.0 166.9 208.5 294.5 218.0 257.4 398.0 254.3 346.7 492.1 307.8 463.0 45.2 344.3 223.6 314.2 373.5 223.6 328.8 170.8 131.6 151.2 286.5 153.0 200.0 341.1 198.1 309.0 498.7 281.6 412.0 594.6 370.0 538.2 145.8 56.9 384.4 396.6 203.7 274.0 425.4 484.8 591.7 73.3 145.8 56.9 353.5 346.7 137.9 198.5 353.2 482.7 566.5 90.6 88.4 93.0 38.1 90.6 68.5 93.0 38.1 305.7 202.5 284.9 311.5 202.5 286.9 167.5 126.6 151.6 222.5 153.0 199.6 285.1 183.0 261.8 358.0 252.9 344.1 497.9 304.6 468.6 340.8 1,000 - 4,999 Bonus Eligible Non-Bonus Elig. All Orgs. 5,000 - 19,999 Bonus Eligible Non-Bonus Elig. All Orgs. 20,000 or More Bonus Eligible Non-Bonus Elig. All Orgs. All Organizations Bonus Eligible Non-Bonus Elig. All Orgs. 155 45 200 179 45 224 781 1,278 827 1,865 2,931 2,079 5,392 9,331 6,125 Target Bonus Analysis INDUSTRY SUPERSECTOR All Manufacturing All Nonmanufacturing Financial Services All Organizations % ORGS WITH POSITION % ORGS WITH ORG AVG BONUS TARGET TARGET ELIGIBLE BONUS BONUS ($000) 96.2 65.5 95.3 77.5 76.9 51.3 74.4 61.0 80.7 100.4 91.8 94.7 ORG AVG TARGET BONUS AS % OF SALARY 35.7 37.9 34.7 37.1 See the Compensation Differentials section to estimate compensation for unpublished geographic areas or industry classifications. Towers Watson Data Services ORG AVG PAID THOSE WITH TARGET BONUS ($000) 72.2 97.6 95.8 92.1 ORG AVG BONUS AS % OF TARGET BONUS 95.0 97.8 117.2 101.9 Additional statistics can be found in our online data analysis tools. Page 48 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. AHR060 Benefits All Organization Summary Description: Develops, implements and administers cost-effective benefits programs, such as pension plans, life, health and disability insurance. BONUS AND/OR OTHER CASH COMPENSATION ANNUAL SALARY CAREER BAND AND LEVEL All Organizations M1 - Supervisor M2 - Manager M3 - Senior Manager M4 - Group Manager P1 - Entry P2 - Intermediate P3 - Career P4 - Specialist P5 - Master U1 - Entry U2 - Intermediate U3 - Senior U4 - Lead ORGS 48 141 57 21 78 157 180 83 8 23 62 62 13 INCS INC AVG ($000) 66 219 71 24 165 334 346 145 9 56 158 104 22 75.8 94.2 117.4 143.2 46.9 54.8 68.4 86.0 89.2 39.8 40.0 47.9 48.9 ORG AVG ($000) 77.8 95.3 121.3 141.0 46.4 55.1 69.2 82.7 88.3 38.2 41.7 48.6 53.0 10th ($000) 62.5 72.3 95.4 113.4 38.4 43.0 53.8 61.0 29.8 31.5 36.3 36.0 25th ($000) 64.9 84.3 106.6 121.7 41.3 48.1 61.3 70.0 75.0 34.1 36.8 43.5 46.0 MEDIAN ($000) 75.5 94.5 123.6 137.0 45.4 55.1 69.0 84.0 86.8 37.5 42.1 49.0 52.4 75th ($000) 84.2 105.4 135.4 158.3 50.9 60.8 76.8 94.4 102.2 42.4 46.0 53.9 58.7 90th ($000) 103.3 119.4 141.8 171.6 55.3 68.7 84.9 104.3 50.6 49.6 58.8 70.3 % OF INC AVG % OF INCS ORGS PAID RECVG ($000) PAYING 47.0 62.1 63.4 75.0 37.0 28.7 47.7 41.4 22.2 32.1 38.0 39.4 23.8 7.2 12.6 17.8 35.6 3.6 3.6 5.8 9.2 9.1 2.0 3.1 3.5 5.3 54.2 66.0 71.9 76.2 43.6 35.7 51.7 48.2 25.0 39.1 38.7 32.3 38.5 See the Compensation Differentials section to estimate compensation for unpublished geographic areas or industry classifications. Towers Watson Data Services ORG AVG PAID ($000) 7.1 12.8 17.8 35.2 3.3 3.9 6.5 8.1 9.1 1.8 2.7 3.4 5.3 TOTAL CASH COMPENSATION % OF ORG AVG SAL 9.1 13.1 14.3 23.6 7.0 6.7 9.0 9.8 10.8 5.0 6.5 7.1 9.5 INC AVG ($000) 79.2 102.1 128.6 169.9 48.3 55.9 71.2 89.9 92.2 40.5 41.3 49.3 50.5 ORG AVG ($000) 81.5 103.8 134.0 167.1 47.9 56.4 72.6 86.5 90.6 38.8 42.7 49.7 55.0 10th ($000) 63.6 73.7 101.3 119.9 38.8 43.5 54.9 62.6 30.1 32.3 37.5 36.0 25th ($000) 68.5 90.7 112.5 133.0 42.4 48.8 63.5 73.3 76.0 35.5 37.2 44.3 46.0 MEDIAN ($000) 77.5 100.8 135.3 153.6 47.1 56.2 71.1 87.9 89.3 37.5 43.5 49.7 55.3 75th ($000) 92.2 118.4 155.9 202.3 53.2 62.0 81.5 99.0 105.3 42.4 47.5 55.1 61.5 90th ($000) 105.7 133.0 166.9 236.8 57.5 70.5 92.7 110.7 50.8 50.8 61.6 73.7 Additional statistics can be found in our online data analysis tools. Page 49 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. AHR060 Benefits All Organization Summary Organization Size Analysis Under 1,000 FTEs M1 M2 M3 M4 P1 P2 P3 P4 P5 U1 U2 U3 U4 ORGS ORG AVG SAL ($000) ORG AVG TOTAL COMP ($000) 9 88.7 6 9 24 16 45.8 54.5 70.6 76.4 9 50.6 1,000 - 4,999 FTEs ORGS ORG AVG TOTAL COMP ($000) 96.4 17 46 16 ORG AVG SAL ($000) 47.3 56.4 74.6 80.9 24 59 54 25 46.3 57.1 67.4 86.6 47.9 59.1 70.7 92.0 51.0 19 23 6 45.5 51.9 57.1 46.4 52.8 60.5 87.7 100.7 118.7 92.0 109.7 129.3 5,000 - 19,999 FTEs ORGS ORG AVG TOTAL COMP ($000) 11 29 21 36.9 38.9 44.2 37.4 39.7 45.1 19 60 25 7 37 66 66 24 Midpoint Analysis ORGS M1 M2 M3 M4 P1 P2 P3 P4 P5 U1 U2 U3 U4 39 115 50 17 70 139 154 71 6 18 52 56 11 ORG AVG MID ($000) 78.3 97.0 123.8 142.1 49.0 57.3 71.8 80.1 85.5 39.4 42.7 48.6 54.4 74.5 92.6 123.4 139.4 46.9 54.1 67.6 80.8 78.7 100.9 138.1 164.3 48.2 55.2 71.2 84.6 ORGS ORG AVG SAL ($000) ORG AVG TOTAL COMP ($000) 6 10 9 39.5 42.0 48.2 40.0 44.1 51.2 10 26 12 10 11 23 36 18 67.4 94.3 120.8 137.6 45.7 52.8 73.8 85.4 69.5 102.6 132.1 166.6 47.3 53.1 76.4 86.5 Target Bonus Analysis % OF ORGS WITH POSITION BONUS ELIGIBLE ORG AVG COMPARATIO 99.3 98.2 98.0 99.2 94.8 96.2 96.4 103.2 103.3 96.8 97.7 99.9 97.5 M1 M2 M3 M4 P1 P2 P3 P4 P5 U1 U2 U3 U4 56.3 69.5 73.7 81.0 47.4 36.9 52.2 48.2 50.0 26.1 32.3 30.6 38.5 % OF ORGS WITH TARGET BONUS 41.7 57.4 61.4 71.4 34.6 28.7 41.7 42.2 37.5 17.4 25.8 24.2 30.8 See the Compensation Differentials section to estimate compensation for unpublished geographic areas or industry classifications. Towers Watson Data Services 20,000 FTEs or More ORG AVG SAL ($000) ORG AVG BONUS TARGET ($000) 7.1 12.0 20.3 29.3 2.7 3.6 6.4 7.5 5.4 2.1 2.4 3.2 3.0 ORG AVG PAID FOR THOSE WITH ORG AVG TARGET AS % TARGET OF SALARY BONUS ($000) 8.9 12.3 16.7 20.1 5.6 6.3 8.9 8.8 6.3 5.5 5.6 6.7 5.0 7.3 12.6 18.7 33.3 2.9 4.0 6.7 8.3 9.1 2.5 2.7 3.8 3.2 ORG AVG BONUS AS % OF TARGET BONUS 103.1 103.9 93.0 104.6 103.4 110.5 102.9 101.9 146.8 115.5 126.1 116.8 119.1 Additional statistics can be found in our online data analysis tools. Page 50 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. AHR130 Employee Development/Training Generalist/Multidiscipline All Organization Summary Description: Develops, implements and evaluates employee development plans and programs to support organizational needs as a generalist or in a combination of disciplines, such as management development, talent management, succession planning, technical or nontechnical training, or e-learning | Monitors employee development and training programs, assesses needs and results, develops new programs and modifies existing programs. BONUS AND/OR OTHER CASH COMPENSATION ANNUAL SALARY CAREER BAND AND LEVEL All Organizations M1 - Supervisor M2 - Manager M3 - Senior Manager M4 - Group Manager P1 - Entry P2 - Intermediate P3 - Career P4 - Specialist P5 - Master U1 - Entry U2 - Intermediate U3 - Senior U4 - Lead ORGS 41 142 70 32 76 151 180 79 22 19 44 36 9 INCS INC AVG ($000) 148 407 188 71 434 1,320 1,090 413 44 75 97 121 33 71.3 90.5 115.7 133.7 44.8 58.1 70.3 83.5 104.2 36.2 43.2 46.2 50.2 ORG AVG ($000) 76.9 93.8 117.6 134.1 48.2 59.8 70.4 82.3 104.9 39.4 44.3 47.6 52.1 10th ($000) 56.4 72.1 90.1 105.9 39.0 45.8 54.1 66.5 91.4 25.6 34.8 32.4 25th ($000) 65.2 82.2 103.9 120.4 43.4 52.5 62.1 73.0 98.1 34.5 38.2 40.4 43.6 MEDIAN ($000) 76.3 93.7 115.2 134.2 47.6 59.3 70.3 82.8 102.9 38.5 43.8 46.9 54.6 75th ($000) 88.3 103.6 128.0 151.6 53.5 65.0 78.4 90.7 113.0 46.4 50.0 55.1 57.8 90th ($000) 102.2 118.2 147.9 161.7 57.0 75.4 86.8 100.0 122.4 52.8 55.3 59.9 % OF INC AVG % OF INCS PAID ORGS RECVG ($000) PAYING 59.5 62.7 68.1 81.8 47.2 48.0 37.2 55.0 50.0 25.8 60.8 28.9 25.0 8.9 9.9 17.5 25.1 2.4 3.3 5.5 8.9 17.2 2.4 1.8 1.9 4.1 53.7 58.5 71.4 84.4 56.6 45.7 45.0 55.7 45.5 42.1 47.7 33.3 55.6 See the Compensation Differentials section to estimate compensation for unpublished geographic areas or industry classifications. Towers Watson Data Services ORG AVG PAID ($000) 8.7 11.3 18.4 24.3 3.3 4.3 5.6 8.6 16.8 2.8 1.9 2.2 4.1 TOTAL CASH COMPENSATION % OF ORG AVG SAL 10.7 11.6 15.5 18.2 7.1 6.9 7.9 10.1 16.9 6.9 4.4 4.5 7.9 INC AVG ($000) 76.8 96.9 128.3 155.4 46.2 60.1 73.0 88.9 114.1 37.0 44.3 47.0 51.5 ORG AVG ($000) 81.4 100.1 130.5 154.2 49.9 61.6 72.8 86.9 112.6 40.5 45.2 48.3 54.3 10th ($000) 58.8 75.8 98.1 113.9 41.2 47.0 55.4 68.3 95.5 25.6 35.7 33.1 25th ($000) 66.4 84.8 111.6 138.8 44.3 53.3 63.1 74.3 101.7 35.1 39.4 40.4 44.2 MEDIAN ($000) 80.4 99.1 127.5 152.2 48.8 61.1 72.1 86.6 112.6 38.9 45.1 49.2 57.1 75th ($000) 96.6 114.2 146.0 172.6 56.0 68.1 82.0 93.6 123.6 51.3 50.7 55.8 60.7 90th ($000) 106.7 133.1 169.6 195.7 61.3 79.2 91.1 105.9 132.6 53.0 56.7 59.9 Additional statistics can be found in our online data analysis tools. Page 51 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. AHR130 Employee Development/Training Generalist/Multidiscipline All Organization Summary Organization Size Analysis Under 1,000 FTEs M1 M2 M3 M4 P1 P2 P3 P4 P5 U1 U2 U3 U4 ORGS ORG AVG SAL ($000) ORG AVG TOTAL COMP ($000) 16 5 93.6 130.6 99.3 131.6 8 20 19 9 46.0 58.4 70.6 78.3 48.1 60.0 74.4 79.8 1,000 - 4,999 FTEs ORGS 14 52 15 9 15 48 54 29 7 6 15 10 ORG AVG SAL ($000) 85.7 98.2 124.6 131.3 49.5 62.8 72.4 84.4 105.8 41.5 43.7 44.0 ORG AVG TOTAL COMP ($000) 90.8 106.0 135.6 149.8 51.4 65.0 74.3 89.8 117.5 43.2 44.6 44.8 5,000 - 19,999 FTEs ORGS 9 48 35 9 32 58 73 27 7 6 15 13 Midpoint Analysis ORGS M1 M2 M3 M4 P1 P2 P3 P4 P5 U1 U2 U3 U4 37 120 64 27 66 135 147 71 17 18 37 29 7 ORG AVG MID ($000) 78.4 93.9 120.4 134.8 52.5 61.2 71.8 83.0 104.0 39.2 44.4 45.9 50.1 ORG AVG SAL ($000) 72.4 91.9 113.9 139.7 47.8 58.3 68.1 82.9 98.7 38.6 42.5 47.1 77.4 97.4 128.5 161.2 49.3 59.7 70.1 87.7 105.6 39.2 42.9 47.5 ORGS 15 26 15 13 21 25 34 14 6 6 10 12 ORG AVG SAL ($000) 71.5 88.8 115.0 134.5 48.7 58.6 72.3 79.2 111.3 36.8 47.2 52.4 ORG AVG TOTAL COMP ($000) 75.6 94.1 129.8 156.3 50.5 60.6 75.3 84.2 117.2 37.4 48.2 53.4 Target Bonus Analysis % OF ORGS WITH POSITION BONUS ELIGIBLE ORG AVG COMPARATIO 98.1 100.0 97.7 99.5 91.8 97.6 98.0 99.1 100.9 100.4 99.9 103.6 104.0 M1 M2 M3 M4 P1 P2 P3 P4 P5 U1 U2 U3 U4 58.5 61.3 72.9 81.3 60.5 44.4 45.6 57.0 54.5 47.4 40.9 38.9 55.6 % OF ORGS WITH TARGET BONUS 48.8 50.0 58.6 68.8 43.4 33.8 35.0 44.3 36.4 26.3 29.5 33.3 55.6 See the Compensation Differentials section to estimate compensation for unpublished geographic areas or industry classifications. Towers Watson Data Services 20,000 FTEs or More ORG AVG TOTAL COMP ($000) ORG AVG BONUS TARGET ($000) 7.7 11.1 20.1 27.7 2.9 4.6 5.6 9.9 13.6 1.5 1.8 2.1 2.5 ORG AVG PAID FOR THOSE WITH ORG AVG TARGET AS % TARGET OF SALARY BONUS ($000) 9.4 11.4 17.1 20.7 6.0 7.1 7.7 11.2 13.1 4.2 4.2 4.1 4.8 8.3 12.2 19.5 27.1 3.3 4.5 5.5 9.9 15.0 2.3 1.6 1.7 2.5 ORG AVG BONUS AS % OF TARGET BONUS 110.1 100.6 97.1 97.6 114.7 107.6 99.8 101.9 122.7 130.3 107.2 108.7 83.0 Additional statistics can be found in our online data analysis tools. Page 52 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. AHR150 Human Resources Information Systems (HRIS) All Organization Summary Description: Processes the organizations human resource information using the most efficient and cost-effective computer systems and applications | Researches, analyzes, designs and maintains information systems in support of human resource administration and projects | Monitors HR information needs and designs new or modifies existing systems to meet changing requirements. BONUS AND/OR OTHER CASH COMPENSATION ANNUAL SALARY CAREER BAND AND LEVEL All Organizations M1 - Supervisor M2 - Manager M3 - Senior Manager M4 - Group Manager P1 - Entry P2 - Intermediate P3 - Career P4 - Specialist P5 - Master U1 - Entry U2 - Intermediate U3 - Senior U4 - Lead ORGS 33 94 39 11 54 112 143 61 8 13 43 37 7 INCS INC AVG ($000) 35 116 44 11 101 206 342 108 8 29 78 66 11 77.0 99.9 120.9 151.2 48.8 60.6 79.1 89.3 103.1 34.8 42.2 49.3 48.4 ORG AVG ($000) 76.8 99.3 120.1 151.2 50.7 60.9 76.1 88.1 103.1 35.4 42.4 49.7 47.7 10th ($000) 50.1 73.5 89.1 115.2 40.0 49.7 62.3 70.7 27.4 34.7 39.5 25th ($000) 65.1 88.3 102.7 138.4 43.7 54.2 68.2 79.4 99.7 29.8 37.4 44.4 44.0 MEDIAN ($000) 74.5 100.9 118.4 153.1 50.8 60.9 75.2 87.2 103.3 33.3 41.4 50.6 44.7 75th ($000) 92.6 111.9 139.0 167.5 57.6 67.1 83.4 95.8 106.5 40.7 47.0 55.4 52.0 90th ($000) 100.5 120.2 151.5 169.5 62.5 72.6 92.0 104.0 46.3 53.5 59.5 % OF INC AVG % OF INCS PAID ORGS RECVG ($000) PAYING 51.4 60.3 63.6 90.9 41.6 44.2 40.6 47.2 37.5 10.3 41.0 30.3 7.2 11.9 16.6 34.2 3.0 3.8 7.8 8.4 11.1 3.4 3.3 2.5 48.5 64.9 61.5 90.9 42.6 42.0 45.5 54.1 37.5 23.1 32.6 32.4 See the Compensation Differentials section to estimate compensation for unpublished geographic areas or industry classifications. Towers Watson Data Services ORG AVG PAID ($000) 7.2 11.8 17.4 34.2 3.7 4.2 6.9 8.1 11.1 3.4 3.1 2.7 TOTAL CASH COMPENSATION % OF ORG AVG SAL 8.8 11.2 14.2 21.8 7.6 7.1 9.1 8.9 10.8 8.8 6.5 5.4 INC AVG ($000) 80.7 107.1 131.4 182.2 50.1 62.3 82.3 93.5 107.2 35.9 43.6 50.1 48.6 ORG AVG ($000) 80.3 106.9 130.7 182.2 52.3 62.7 79.1 92.4 107.2 36.1 43.4 50.6 47.9 10th ($000) 50.1 78.9 93.6 131.4 41.6 50.8 63.7 71.5 27.6 34.7 40.8 25th ($000) 68.4 90.1 110.0 155.4 45.4 54.9 70.0 80.5 99.7 30.6 37.4 44.7 44.0 MEDIAN ($000) 82.6 107.0 129.8 172.1 51.2 63.2 79.0 92.1 109.7 33.3 41.5 51.4 46.6 75th ($000) 93.9 124.1 145.1 210.6 59.3 69.0 87.9 102.8 117.3 40.7 47.6 57.2 52.0 90th ($000) 108.7 138.3 169.9 246.9 63.8 75.3 95.0 113.3 49.6 54.3 60.6 Additional statistics can be found in our online data analysis tools. Page 53 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. AHR150 Human Resources Information Systems (HRIS) All Organization Summary Organization Size Analysis Under 1,000 FTEs M1 M2 M3 M4 P1 P2 P3 P4 P5 U1 U2 U3 U4 ORGS ORG AVG SAL ($000) ORG AVG TOTAL COMP ($000) 6 12 55.7 77.0 57.2 82.6 6 50.1 50.8 1,000 - 4,999 FTEs ORGS 7 32 10 5 18 40 51 27 13 10 ORG AVG SAL ($000) 76.8 103.6 117.1 153.6 50.6 62.3 76.2 86.7 42.4 47.9 ORG AVG TOTAL COMP ($000) 80.1 111.8 121.0 177.6 52.3 64.3 79.8 91.5 5,000 - 19,999 FTEs ORGS ORG AVG TOTAL COMP ($000) 22 44 55 19 49.2 61.4 75.4 87.4 8 20 15 6 32.9 40.8 50.6 47.0 14 41 17 43.4 48.8 Midpoint Analysis ORGS M1 M2 M3 M4 P1 P2 P3 P4 P5 U1 U2 U3 U4 30 84 35 8 46 94 129 53 5 12 37 32 6 ORG AVG MID ($000) 77.8 99.3 121.3 150.7 54.3 63.1 76.2 87.5 102.3 37.5 44.4 51.2 48.8 80.8 96.9 123.4 ORGS ORG AVG SAL ($000) ORG AVG TOTAL COMP ($000) 51.1 63.4 78.3 91.1 12 22 25 11 53.0 59.2 76.8 90.0 53.3 59.8 77.9 93.8 33.1 41.5 50.8 47.3 7 6 47.4 50.2 49.8 52.9 84.1 105.0 139.0 10 18 10 71.4 100.2 118.0 75.6 106.6 126.1 Target Bonus Analysis % OF ORGS WITH POSITION BONUS ELIGIBLE ORG AVG COMPARATIO 98.8 100.0 99.0 100.3 93.4 96.6 99.8 100.7 100.8 94.4 95.6 97.2 97.6 M1 M2 M3 M4 P1 P2 P3 P4 P5 U1 U2 U3 U4 42.4 59.6 66.7 81.8 46.3 38.4 43.4 50.8 50.0 15.4 34.9 32.4 42.9 % OF ORGS WITH TARGET BONUS 33.3 51.1 59.0 54.5 37.0 33.0 35.0 37.7 25.0 25.6 27.0 See the Compensation Differentials section to estimate compensation for unpublished geographic areas or industry classifications. Towers Watson Data Services 20,000 FTEs or More ORG AVG SAL ($000) ORG AVG BONUS TARGET ($000) 9.0 13.3 19.0 34.4 2.9 3.8 6.0 8.8 12.9 2.2 2.6 ORG AVG PAID FOR THOSE WITH ORG AVG TARGET AS % TARGET OF SALARY BONUS ($000) 10.8 12.7 15.5 22.5 5.5 6.4 7.9 9.7 12.5 7.2 12.3 18.2 31.2 3.0 3.7 6.6 8.5 12.9 4.8 5.2 2.4 2.2 ORG AVG BONUS AS % OF TARGET BONUS 81.6 95.8 93.2 94.7 103.0 100.7 122.1 96.2 100.0 128.1 81.0 Additional statistics can be found in our online data analysis tools. Page 54 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. AHS Environmental Health and Safety Towers Watson Data Services Page 55 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. AHS030 Health and Safety All Organization Summary Description: Conducts studies and investigations to ensure compliance with government safety and health laws, standards and regulations, and industrial hygiene | Investigates accidents and promotes safety-conscious work performance and training programs | Provides safety performance measures | Determines root cause analyses. BONUS AND/OR OTHER CASH COMPENSATION ANNUAL SALARY CAREER BAND AND LEVEL All Organizations M1 - Supervisor M2 - Manager M3 - Senior Manager P1 - Entry P2 - Intermediate P3 - Career P4 - Specialist T1 - Entry T2 - Intermediate T3 - Senior ORGS 15 44 18 23 36 42 19 10 13 7 INCS INC AVG ($000) 42 143 45 111 172 191 50 68 173 21 74.7 88.9 110.4 52.6 60.1 75.7 90.4 38.9 41.3 52.1 ORG AVG ($000) 78.4 90.2 116.8 49.6 59.9 75.1 83.9 40.1 43.4 53.8 10th ($000) 55.9 68.5 87.9 38.0 46.0 59.6 63.4 29.2 32.9 25th ($000) 59.2 81.7 101.1 42.5 49.4 67.8 70.8 35.9 40.4 50.5 MEDIAN ($000) 81.4 91.2 119.5 51.3 58.5 73.5 85.2 38.6 43.3 51.0 75th ($000) 92.9 99.1 132.5 56.3 70.5 86.9 93.1 45.0 47.7 56.4 90th ($000) 101.9 107.6 143.1 59.9 76.2 93.5 103.1 52.2 49.4 % OF INC AVG % OF INCS PAID ORGS RECVG ($000) PAYING 13.2 78.3 75.6 25.9 58.7 66.0 26.0 17.9 8.8 10.0 11.6 10.2 21.1 7.1 6.7 8.0 10.5 2.6 3.6 1.8 33.3 59.1 61.1 43.5 38.9 40.5 31.6 50.0 38.5 28.6 See the Compensation Differentials section to estimate compensation for unpublished geographic areas or industry classifications. Towers Watson Data Services ORG AVG PAID ($000) 11.6 11.6 26.7 4.8 5.6 7.3 9.2 2.6 3.6 1.8 TOTAL CASH COMPENSATION % OF ORG AVG SAL 15.2 12.3 21.3 8.5 8.6 9.3 11.0 6.0 8.0 3.4 INC AVG ($000) 76.8 97.2 127.3 56.4 64.1 81.0 95.2 40.0 41.7 52.6 ORG AVG ($000) 82.3 97.0 133.1 51.7 62.0 78.0 86.8 41.4 44.8 54.3 10th ($000) 56.6 72.9 88.4 38.0 46.0 59.6 64.4 29.2 32.9 25th ($000) 62.2 83.8 110.6 42.5 49.9 68.0 72.4 36.6 40.9 50.5 MEDIAN ($000) 81.4 96.3 128.8 53.2 60.8 76.7 86.0 39.4 46.8 52.8 75th ($000) 100.7 106.2 152.6 59.1 70.8 89.3 96.6 47.5 49.1 58.0 90th ($000) 111.1 122.4 192.1 66.2 83.6 96.0 107.2 55.0 52.2 Additional statistics can be found in our online data analysis tools. Page 56 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. AHS030 Health and Safety All Organization Summary Organization Size Analysis Under 1,000 FTEs ORGS M1 M2 M3 P1 P2 P3 P4 T1 T2 T3 5 ORG AVG SAL ($000) 77.1 ORG AVG TOTAL COMP ($000) 77.9 1,000 - 4,999 FTEs ORGS 8 11 5 13 14 6 ORG AVG SAL ($000) 83.6 92.8 44.7 63.4 77.0 80.7 ORG AVG TOTAL COMP ($000) 88.3 101.0 5,000 - 19,999 FTEs ORGS ORG AVG TOTAL COMP ($000) 20 8 12 12 17 9 5 11 89.9 107.6 51.1 58.1 73.9 84.5 41.6 43.1 96.4 118.9 52.7 59.3 76.8 89.1 43.3 44.3 45.4 64.8 79.9 80.7 Midpoint Analysis ORGS M1 M2 M3 P1 P2 P3 P4 T1 T2 T3 14 41 16 20 33 35 16 8 10 6 ORG AVG MID ($000) 79.2 93.5 115.5 53.1 62.5 77.6 88.2 40.6 46.3 54.6 ORGS ORG AVG SAL ($000) ORG AVG TOTAL COMP ($000) 10 5 5 9 6 86.7 120.5 48.9 54.7 72.4 92.7 150.3 54.0 58.7 77.1 Target Bonus Analysis % OF ORGS WITH POSITION BONUS ELIGIBLE ORG AVG COMPARATIO 99.0 96.5 101.1 93.4 95.8 96.7 95.1 98.6 93.9 98.5 M1 M2 M3 P1 P2 P3 P4 T1 T2 T3 46.7 65.9 61.1 47.8 38.9 45.2 42.1 50.0 38.5 42.9 % OF ORGS WITH TARGET BONUS 33.3 52.3 55.6 39.1 33.3 31.0 36.8 50.0 30.8 28.6 See the Compensation Differentials section to estimate compensation for unpublished geographic areas or industry classifications. Towers Watson Data Services 20,000 FTEs or More ORG AVG SAL ($000) ORG AVG BONUS TARGET ($000) 9.4 11.6 24.7 4.1 5.1 7.2 6.8 2.0 3.5 1.9 ORG AVG PAID FOR THOSE WITH ORG AVG TARGET AS % TARGET OF SALARY BONUS ($000) 11.8 12.6 20.1 7.2 7.9 9.1 8.5 4.6 8.0 3.5 13.8 12.3 28.3 4.2 5.8 7.5 9.2 2.6 4.4 1.8 ORG AVG BONUS AS % OF TARGET BONUS 117.6 98.5 105.7 117.5 102.6 105.6 110.7 130.0 131.3 96.2 Additional statistics can be found in our online data analysis tools. Page 57

summary participant report - Society for Human Resource

Related documents

Add this document to collection(s)

Add this document to saved

Suggest us how to improve StudyLib