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COMPENSATION SOLUTIONS CATALOGUE

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2011 Prices!

2012 CANADA

(see back cover)

PREFACE

TALENTISM IS THE NEW CAPITALISM Talent is the fuel that drives the global economy and will lead organizations to

future growth. In the latter part of 2011, the World Economic Forum, in partnership

with Mercer, embarked on a talent mobility good practice research project that

explored how effective talent mobility can help spur economic growth. The published

report, Talent Mobility Good Practices: Collaboration at the Core of Driving Economic Growth, uncovers four foundational issues faced by organizations – widespread

unemployability, critical skills gap, information gaps, and public and private

constraints – and reveals how talent mobility can address these impediments through:

• Basic employment training and employment subsidies to reduce unemployability

• Retraining and up-skilling the workforce and better career development to close

skills gaps

• Increasing the information available to individuals and employers, improving

workforce planning within organizations, and strengthening credentialing to

fill information gaps

• Easing migration, facilitating mobility within organizations, and moving jobs

to people to reduce constraints on mobility

COLLABORATION IS KEY

Collaboration among multiple stakeholders is at the core of successful talent

mobility practices. Collaboration requires new skills and new thinking. Convincing

stakeholders to consider goals greater than their own immediate ones takes

diplomacy and persuasion. Critical to success is the development of a collaborative

mindset – prepared to think broadly, comfortable with complexity, and able to

understand and find common ground with the goals of other stakeholders. With the

right mindset in place, successful collaboration on talent mobility practices requires:

• Developing a clear, common understanding of the problem

• Establishing aligned incentives for participation and action

• Instituting strong governance that spells out who will lead the effort and

what information is to be shared among participants

• Obtaining the right data to base the practice

• Continuously assessing progress and results to ensure proof of concept

To learn more about talent mobility good practices or to download the full research

report please visit mercer.com/globaltalent.

TABLE OF CONTENTS

CANADIAN COMPENSATION SURVEYS

GENERAL

Mercer Benchmark Database 3

Corporate Services and HR 4

Engineering and Design 4

Executive 4

Finance, Accounting and Legal 4

High-Tech and e-Commerce 4

Logistics and Supply Chain 5

Manufacturing and Operations 5

Marketing and Sales 5

Mercer/Gartner Information Technology 5

Compensation Policies and Practices 6

Mercer/Gartner IT Workforce Practices 7

Compensation Planning 8

Contact Centre 8

Executive Management and Professional (EMP)™ 9

Geographic Salary Differentials 9

INDUSTRY

Mercer Total Compensation Survey (MTCS) for the Energy Sector 10

Ontario Municipal 12

OSPE Employer Compensation 13

Retail Industry and Benefits 14

Canadian Investment Management Industry 15

Professional Services Industry 15

EHRA Engineering 16

Management and IT Consulting 16

Medical Device Technology (MEDEC) 17

Pharmaceutical and Biotechnology 17

COMPENSATION MANAGEMENT

Mercer WIN® 19

Mercer WIN® | Core 19

Mercer WIN® | Advanced 20

Mercer WIN | ePRISM™ 20

GLOBAL COMPENSATION / MOBILITY DATA

Global Mobility Events and Training 23

Total Remuneration Surveys 24

Total Remuneration Surveys Membership 26

Benefits Survey for Expatriates and Internationally Mobile Employees 27

Cost of Living 28

Global Compensation Planning 30

Global Mobility Assessment Survey 31

Global Pay Summary 32

International Geographic Salary Differentials 33

Mercer Global HRMonitor® 34

Mercer’s International Assignment Management Solution 35

Mercer Mobility Starter Kit 36

Total Employment Costs around the World 37

Worldwide Benefit & Employment Guidelines 38

Worldwide Survey of International Assignment Policies and Practices 39

Global Mobility Metrics Report 40

Global Mobility Handbook 40

BEST SELLER

NEW

NEW

NEW

BEST SELLER

BEST SELLER

BEST SELLER

BEST SELLER

BEST SELLER

BEST SELLER

BEST SELLER

BEST SELLER

BEST SELLER

BEST SELLER

BEST SELLER

NEW

NEW

NEW

NEW

NEW

NEW

CANADIAN COMPENSATION SURVEY DATA OVERVIEW

2 imercer.ca 800 333 3070

GENERAL

These surveys report compensation for “functional” positions

employed in any industry. Paying functional positions competitively

is critical since organizations compete for talent with all others that

have these jobs – not just those in their industry.

INDUSTRY

Covering a wide range of key markets, Mercer industry-based

surveys allow organizations to determine competitive pay for

industry specific or niche positions. Industries include:

In Canada, Mercer conducts 25 compensation

surveys annually covering critical functions,

industries, organizations and geographies.

The Canadian database includes thousands of

distinct positions and represents 2.5+ million

employees. Reports include base pay, short- and

long-term incentives, policies/practices, salary

planning and geographic differentials.

• Accounting/Professional

Services

• Energy

• Engineering

• Fast-moving Consumer Goods

• Information Technology

• Investment Management

• Management and IT Consulting

• Medical Device Technology

• Municipal Government

• Pharmaceutical and

Biotechnology

• Retail

C O N S U LT I N G . O U T S O U R C I N G . I N V E S T M E N T S .

The Mercer Benchmark Database (MBD) is the

premier general industry database for evaluating

and creating competitive compensation offerings.

POSITION FAMILIES

Administration

Communications

Corporate affairs

Engineering

Finance

Human resources

Information technology

Manufacturing

Quality

Research and development

Sales/marketing

Supply and logistics

Top management

and more

SCHEDULE

Questionnaire sent February

Data effective April 1

Report available August

MERCER BENCHMARK DATABASE (MBD)imercer.ca/mbd

COMPENSATION GENERAL

3 800 333 3070 imercer.ca

The database consists of 9 modules (see pgs 4 and 5) and features:

• Base pay, incentive and total direct compensation information for more than 1,000 positions

• Analyses by industry, assets, revenue/sales, operating expenses/budget, gross premiums, total employment, geographic region and metropolitan area

• Year-over-year comparisons by position

• Long-term incentive prevalence and valuation

Mercer/Gartner Information Technology Compensation Survey

– now part of the Mercer Benchmark Database! Mercer has

collaborated with Gartner, the world’s leading information

technology research and advisory company, to create a

world-class IT benchmark compensation survey. As a result,

the Mercer Benchmark Database now has 168 new IT positions

and 164 updated position descriptions!

PRICING

Single primary user.

MBD (all modules)

Participant $ 7,400

Nonparticipant $22,200

Flex (any 6 modules)

Participant $ 5,500

Nonparticipant $ 16,500

Individual modules

Participant $ 1,050


Add MBD users $ 1,040/ea.

Add Flex users $ 520/ea.

Add individual module users

$ 150/ea.

ORGANIZATIONS

Participants 966

Employees 508,000

Positions 1,000+

Survey results delivered in Mercer WIN®

Our largest database ever!

4% increase over 2011!


4 imercer.ca 800 333 3070

CORPORATE SERVICES AND HR

ENGINEERING AND DESIGN

EXECUTIVE

FINANCE, ACCOUNTING AND LEGAL

HIGH-TECH AND E-COMMERCE

ORGANIZATIONS

Participants 873

Employees 74,000+

Positions 158

ORGANIZATIONS

Participants 492

Employees 35,754

Positions 141

ORGANIZATIONS

Participants 838

Employees 9,000+

Positions 94

Civil engineer

Chemical engineer

Construction engineer

Electrical engineer

Manufacturing engineer

Mechanical engineer

Professional engineer

Project engineer

and more

POSITION FAMILIES

Actuarial

Administrative support

Economics

Human resources

Investor relations

Project management

Public relations

Regulatory affairs

Underwriting

and more

POSITION FAMILIES

Administration

Communications

Corporate affairs

Finance

Human resources


Legal

Property/real estate management

Quality

R&D

Sales

and more

POSITION FAMILIES

ORGANIZATIONS

Participants 856

Employees 37,000+

Positions 88

ORGANIZATIONS

Participants 216

Employees 16,764

Positions 79

Audit

Budget

Cost accounting

Costing/pricing

Credit and collections

Financial control

Investment

Risk management

Tax

Treasury

and more

POSITION FAMILIES

Applications development

Hardware design


IT business analysis

IT outsourcingPre-sales engineering

Product development

Softwaredevelopment

Web development

Website management

and more

POSITION FAMILIES



MERCER/GARTNER IT

ORGANIZATIONS

Participants 679

Employees 47,519

Positions 332

Cloud computing

Data warehousing

Database development & administration

Electronic data interchange (EDI)

IT audit

IT business analysis

Middleware

Network administration & operations

Project management (technical)

Social networking

Software development

and more

POSITION FAMILIES

LOGISTICS AND SUPPLY CHAIN

ORGANIZATIONS

Participants 574

Employees 33,973

Positions 74

Dispatch and distribution

Import/export

Logistics

Materials management and handling

Purchasing

Production and inventory management

Scheduling

Shipping and receiving

Supply chain management

Transportation/fleet

Warehousing and more

POSITION FAMILIES

MANUFACTURING AND OPERATIONS

ORGANIZATIONS

Participants 560

Employees 43,461

Positions 102

Assembly

General labour

General maintenance

Painting

Plant management

Production and shift management

Production planning and forecasting

Quality control and assurance

Shift/shop floor management

Tool and die

Tradespeople

and more

POSITION FAMILIES

MARKETING AND SALES

ORGANIZATIONS

Participants 735

Employees 216,000

Positions 137

Account management

Advertising and promotionBusiness development

Contract and bid management

Customer service eBusiness commerce

Field service

Marketing analysis

Sales administration

Sales engineers

Sales executives managers

Sales planning

Sales representatives

and more

POSITION FAMILIES

5 800 333 3070 imercer.ca



6 imercer.ca 800 333 3070

The Compensation Policies and Practices Survey is

a valuable new survey that goes beyond the

paycheque and explores other areas of

employee compensation.

COMPENSATION POLICIES AND PRACTICES imercer.ca/cpp

COMPARE YOUR ORGANIZATION TO THE MARKETPLACE

The biennial survey was developed to provide organizations with a

reliable source of policies and practices data that is often hard to come

by but essential in developing a well-rounded compensation plan. Learn

how organizations across industries are managing:

• Executive perquisites • Overtime/on-call pay

• Flexible work arrangements • Retention

• Hiring of college grads • Turnover

• Maternity and parental leave • Vacation time

SCHEDULE

Questionnaire sent (biennial) October

Report available (biennial) January

PRICING (USD)

Participant

Standard report* $ 300

Detailed report** $ 500

Nonparticipant

Standard report* $ 900

Detailed report** $ 1,500

*Includes national data

**Includes industry, regional, revenue, employee size scopes

ORGANIZATIONS

Participants 620+



7 800 333 3070 imercer.ca

Now available in Canada! Mercer has

collaborated with Gartner, the preeminent IT

authority, to deliver the Mercer/Gartner IT

Workforce Practices survey.

MERCER/GARTNER IT WORKFORCE PRACTICES imercer.ca/itp

This survey collects practices information for IT employees from a broad

range of industries and organizations and contains critical information

for developing and maintaining your IT workforce. Survey results are

reported for all of North America. Topics covered in the report include:

• IT recruitment and retention

• IT salary and budget planning

• IT workforce training budget planning

SCHEDULE


Report available September

PRICING (USD)

Participant $ 500


DATA COLLECTED

Promotional increases

Recruitment and retention practices

Salary budgets

Training budgets and policies

DATA ANALYZED BY

Annual dollar volume

Industry

Information technology FTEs

Total FTEs

ORGANIZATIONS

Participants 100+



The Canadian Compensation Planning Survey is

widely cited by media across the country and with

750+ participating organizations, it’s no wonder.

ORGANIZATIONS

Participants 750+

Observations 1.5 million

Positions N/A

POSITION FAMILIES

Executive

Management

Office/clerical/technician

Professional sales/non-sales

Trades/production/service

COMPENSATION PLANNING imercer.ca/cps

The Contact Centre Survey is a valuable resource for

contact centre managers and HR professionals

challenged with developing competitive

compensation plans.

POSITION FAMILIES

Collections

Customer service

Full account management

Inbound/outbound

Inbound with selling

Inbound-order entry

Internet support

Outbound with selling

Outbound-lead generation

Response collection/polling

Retention

Specialized support

Staff

Technical support

SCHEDULE

Questionnaire sent May

Data effective N/A


Report update December

PRICING

Participant FREE

Nonparticipant $650

SCHEDULE




PRICINGSingle primary user.

Participant $1,200


Add users $150/ea.

ORGANIZATIONS

Participants 100

Observations 59,000+

Positions 96

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CONTACT CENTRE imercer.ca/contact

The survey provides current and projected data on salary increases,

structure adjustments, variable pay programs, and non-traditional pay

programs, including:

• Actual 2012 and projected 2013 salary increases and structure adjustments

• Promotional increase budgets

• Attraction and retention practices

• Incentive practices and more



The Survey includes key compensation and incentive data for an array of

functional positions and an extensive policy section.

All-time high participation!


9 800 333 3070 imercer.ca

The Executive, Management and Professional

(EMP) Compensation Survey is a primary

reference tool for benchmark positions across the

Canadian job market.

The survey is a balanced cross-section of the most popular jobs in

the Mercer Benchmark Database.

POSITION FAMILIES

Corporate affairs

Engineering

Finance and administration

Human resources


Legal

Manufacturing

R&D

Sales and marketing


Top management

and more

The Geographic Salary Differentials (GEO) tool

provides an analysis of pay differentials for more

than 145 Canadian locations, including

provinces, regions and cities.

PRICING

New purchase $ 850

Renewal $ 700

SCHEDULE




PRICING


Participant $ 1,400


Add users $150/ea.

ORGANIZATIONS

Participants 945

Employees 180,000+

Positions 158

Industry segments 51

SCHEDULE

Questionnaire sent N/A

Data effective January 1

Report available February

EXECUTIVE, MANAGEMENT AND PROFESSIONAL (EMPTM)imercer.ca/emp

GEOGRAPHIC SALARY DIFFERENTIALSimercer.ca/geo



Rather than using data interpolation, Mercer’s GEO provides

specific salary differential information based on actual market data

collected each year in Mercer’s compensation surveys. This

methodology ensures that the information reflects the ever

changing Canadian compensation landscape.

209All-time high participation!

organizations in 2012!

MERCER TOTAL COMPENSATION SURVEY FOR THE ENERGY SECTOR (MTCS) imercer.ca/mtcs

INDUSTRY SEGMENTS SCHEDULE


Submission meeting March



Results meeting September

PARTICIPANT PRICINGSingle primary user.

Core $7,500

Additional modules (each) $1,450

Add users $150/ea.

ORGANIZATIONS

Participants 209

Employees 115,000+

Positions 614

10 imercer.ca 800 333 3070

MTCS provides you with the most comprehensive perspective on the energy sector in Canada.

The 2012 survey incorporates salaried and hourly compensation data and HR policies for staff across the

energy industry value chain, from exploration to refining, drilling to distribution. Each segment of the industry

can be analyzed in isolation to examine sector-specific roles, or users can get a holistic picture of the entire

energy labour market for petro-technical and other roles that exist across all segments of the industry.

THE MTCS ALLOWS YOU TO:

• Access the most up-to-date intelligence, reflecting your business’ core labour markets.

• Avoid the burden of participating in multiple surveys with overlapping content and differing timelines.

• Analyze data using scopes including industry sub-sectors, revenue size, production volume and geography and access a consistent reporting framework for all job types/families.

• Use consistent job coding and career mapping across all functions nationally and globally.

• Benefit from increased sector coverage including more jobs in core technical fields, more downstream jobs and revamped project management jobs.

Alternative energy

Downstream

Energy mining

Energy-related government entities and regulators

Engineering, procurement, and construction

Exploration and production

Gas operations

Integrated oil and gas

Midstream/pipelines

Off-shore platforms

Oil field servicing

Power utilities

Refineries

Terminal operations/ storage

Upgraders

COMPENSATION INDUSTRY


11800 333 3070 imercer.ca

CROSS-SEGMENT

Regulatory/compliance

Safety/environment

Joint ventures

Marketing

Transportation and supply

Engineering/geology/geophysics

Technicians and technologists

Construction and project management

DOWNSTREAM AND OILFIELD SERVICES

Sales and contracts

Product/brand management

Terminal operations

Refinery operations

Completions

Fluids servicing

Wireline

FIELD/HOURLY

Operators:

Pipeline

Field

Control centre

Heavy equipment

Plant

Trades

GENERAL BENCHMARK

Top management

Investor relations

Economists/risk analysts

Communications/PR

Human resources

Accounting/finance

Document controls

Project controls

UPSTREAM/MIDSTREAM

Community affairs

Production accounting

Drilling management

Exploration and production management

Pipeline management

Land contracts and administration

UTILITIES

Power generation management

Rates analysts

Power analysts

Meter readers

Line and wiremen

Transmission systems management

Energy programs representatives

POSITION FAMILIES (BY COMPENSATION MODULE)



Brought to you by Mercer and the Ontario Municipal

Human Resources Association (OMHRA), the Ontario

Municipal Compensation Survey will equip you with

the insights you need to design competitive

compensation packages that attract and retain

the right people.

In addition, the survey looks at municipal

compensation policies and practices giving you a

better understanding and support for your human

resource programs. The survey will allow you to

support your compensation and HR decisions with

credible and current information.

Special for small municipalities! Mercer also offers a

Small Municipalities Report, which is comprised of

data for 32 of the 222 positions reported, in addition

to the full HR policy report.

POSITION FAMILIES Community services

Corporate services

Development services

Emergency services

Municipal administration

Public works

Areas:

Clerk and HR

Energy management

Fire and police

Parks and recreation

Planning and development

Public health

Roads

Transit

and more

ONTARIO MUNICIPALimercer.ca/municipal

SCHEDULE


Data effective June 1

Report available October


Participant $1,900


Add users $150/ea.

Small Municipalities Report

(PDF)

Participant $ 420


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ORGANIZATIONS

Participants 60+

Positions 222

Employees 56,000+



13 800 333 3070 imercer.ca

Conducted for over 50 years, the OSPE Employer

Compensation Survey is the only survey in the

marketplace specifically designed for professional

engineers in Ontario. It provides a valuable

picture of hiring trends and compensation levels

across all categories and disciplines of the

engineering profession. The survey covers

engineering responsibility levels from A-F.

This survey is open to any employer of engineers

who work in Ontario.

DATA

Standard Features

• PDF of prepared base salary and total cash compensation

statistics for each of the 6 responsibility levels (A-F)

• Price benchmark roles

• Age statistics

• Run an unlimited number of reports and analyses

• Export and/or print data

• Access pre-defined markets based on 6 established scope

criteria: location, industry, # of engineers, year of

graduation, job type, gross revenues

Premium Features

(All Standard Features Plus)

• Ability to customize markets based on queries you define,

including any combination of 6 standard scopes plus

number of employees, union, gender and engineering

discipline

• Exclude your data from calculations*

• Compare your data to the market*

• Full set of industry reports

*Participants only

SCHEDULE


Data effective June


ONTARIO SOCIETY OF PROFESSIONAL ENGINEERS imercer.ca/ospe

ORGANIZATIONS

Participants 160+

Employees 14,500+

Positions Engineering

responsibility

levels A-F

PRICING


Standard

Participant $ 325

Nonparticipant $ 975

Premium

Participant $ 650


Add users $150/ea.



All-time high participation!


This survey provides data on compensation, pay

policies and practices and benefits such as wage

planning and merit increase budgets, short-term

incentive programs, overtime, turnover, shift

operations, vacation entitlement and much more.

Data is displayed in aggregate and within key scope

measures such as location and organization/store

revenues and sizes.

Participants are invited to join the Spring and Fall

HR Roundtables for an opportunity to network with

peers, hear from experts on human capital trends

and discuss the participation process and

survey results.

RETAIL INDUSTRY COMPENSATION AND BENEFITS imercer.ca/retail

POSITION FAMILIES

Head office/distribution centre:

Executives

Hourly

Management

Salaried

Store operations:

Full-time/part-time

Management

SCHEDULE




HR Roundtable (Spring) March

HR Roundtable (Fall) September


Participant $ 1,400


Add users $150/ea.

ORGANIZATIONS

Participants 80+

Employees 318,000+

Positions 120

Merchandise categories 5

Market categories 21

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15800 333 3070 imercer.ca

The Canadian Investment Management Survey

provides the Canadian financial services

community with accurate compensation data

for multiple industry positions. The survey is

presented in partnership with Russell Reynolds

Associates and is supported by senior

industry consultants.

POSITION FAMILIES

Back office operations

Finance


Middle office operations

Mortgage administration

Portfolio managers

Private client management

Research/economics

Sales and marketing executives

Senior investment executives

Top executives

Traders

This survey is the leading source for

compensation and HR policy information for

professional services firms employing accounting

professionals in Canada. It is sponsored by the

four largest accounting firms in Canada and

supported by an additional three accountancies

with national operations.

POSITION FAMILIES

Audit

Client accounting services

Financial advisory services

Risk advisory services

Tax

Translation services

SCHEDULE

Questionnaire sent March

Data effective March 1



Participant $3,150

Add users $150/ea.

ORGANIZATIONS

Participants 35

Positions 97

Employees 3,500+

SCHEDULE

Questionnaire sent October

Data effective October 1

Report available February

Results meeting April

PRICING The PSI survey is a non-public

survey and results are available

to participants only. Call for

participation and pricing details.

ORGANIZATIONS

Participants 15

Positions 200

Employees 18,500+

CANADIAN INVESTMENT MANAGEMENT INDUSTRY imercer.ca/cims

PROFESSIONAL SERVICES INDUSTRY imercer.ca/psi




SCHEDULE


Data effective June 1


PRICING

Included in EHRA membership

ORGANIZATIONS

Participants 70

Employees 34,000+

Positions 37

Prepared for the Engineering Human Resources

Association (EHRA), this survey provides total annual

cash remuneration data for a wide spectrum of

engineering positions. The EHRA survey helps

association members develop effective

compensation plans for their professional

engineering employees.

POSITION FAMILIES

Engineers

Engineering technicians/

technologists

Project controls

Materials management

Contracts administration

Scientists

ENGINEERING HUMAN RESOURCE ASSOCIATION imercer.ca/ehra

Mercer’s Management and IT Consulting

Compensation Survey collects industry-specific

information regarding compensation and pay

policies in management and information technology

consulting environments.

POSITION FAMILIES

Strategic/organizational

consulting

Business process consulting


consulting

Business development

Program/project management

Resource management

SCHEDULE


Data effective March 1

Report available June

PRICING The MIT survey is a closed survey

and results are available to

participants only. Please call

for details.

ORGANIZATIONS

Participants 15

Employees 7,500+

Positions 28

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MANAGEMENT AND IT CONSULTING imercer.ca/mit



17 800 333 3070 imercer.ca

With key roles exclusive to the medical device

industry, this survey collects and reports results

on total cash and direct compensation, short-

and long-term incentives and includes targets

and payouts for sales positions.

Additionally, participants receive access to either the Mercer Benchmark Database (pg. 3) or the Executive, Management and Professional survey (pg. 9).

POSITION FAMILIES

Clinical field

Clinical trials

Continuing health education

Contract negotiations

Field service

Regulatory affairs

Sales representatives

Evaluate your compensation program with the

broad selection of benchmarks ranging from

biotechnology, pharmaceutical, research, sales,

production and administration.

POSITION FAMILIES

Account management

Applied research

Bio-statistics

Business development

Clinical research

Field sales

Health economics

Investor relations

Laboratory

Medical

Pre-sales engineering

Product/brand management

Quality assurance /control

Regulatory affairs

and more

SCHEDULE




ORGANIZATIONS

Participants 28

Positions 24

Employees 1,200

SCHEDULE




PRICING Single primary user.

Participant $1,200


Add users $150/ea.

ORGANIZATIONS

Participants 40+

Positions 112

Employees 6,800+

MEDICAL DEVICE TECHNOLOGY imercer.ca/medec

PHARMACEUTICAL AND BIOTECHNOLOGY imercer.ca/pharma




PRICING PARTICIPANT ONLY

w/EMP

w/MBD

MEDEC Member

MEDEC Non-Member

$1,850 $7,850

$2,350 $8,350


18 imercer.ca 800 333 3070


COMPENSATION MANAGEMENT OVERVIEW

IN-SOURCING SHARED CO-SOURCING

YOU MANAGE COMPENSATION USING Mercer WIN | ePRISM™ FLEXIBLE COMBINATION OF SERVICES AND

INTERACTION BETWEEN MERCER AND YOU

FORGING A PARTNERSHIP

Mercer can work with you to define the scope and nature of the relationship that will help you meet your business goals. We offer a continuum of services

and solutions permitting you to choose the level of involvement and support appropriate for your organization.

COMPENSATION MANAGEMENT CO-SOURCINGMercer provides this solution to help organizations create a more robust and efficient compensation function. We share responsibility with you for

compensation management transactions, analysis, strategic design and technology. A co-sourcing partnership with Mercer permits you to leverage

our specialized consulting capabilities, global footprint, robust market data and technology.

Learn more at mercer.ca/compensationcosourcing.

A compensation management partnership with Mercer can provide any or all of these advantages depending upon the nature of your engagement.

• Eliminate or reduce staff time spent on transactional activities

• Realize efficiencies related to staffing costs, technology acquisition

and market data

• Shift resources to other higher value/strategic areas of

compensation management

• Mitigate the need to hire staff only during peak periods or for

special projects

• Increase efficiency/effectiveness of compensation services delivery

• Implement global compensation program consistency, governance

and reporting

• Access Mercer Human Capital experts in a spectrum of specialty

niches


The Mercer Workforce Intelligence

Network® (Mercer WIN) is single-point

access to Mercer’s unparalleled survey

data and analytics, representing one of

the most comprehensive and intuitive

platforms available. Mercer WIN is now

the overarching platform for delivering

information and select services to our

clients. See the chart on page 21 for a

comparison of all Mercer WIN solutions.

core

Mercer WIN | Core is the entry-level tool in which many 2012

compensation surveys will be delivered. It provides single-point

access to Mercer survey data and analytics. Using this sophisticated,

yet easy-to-deploy tool, you are able to explore, interpret and

formulate insights on important human capital decisions and

investments. Mercer WIN | Core makes information easily accessible

and readily converts data into charts, graphs and reports. You will

appreciate the flexibility in arranging, plotting and exporting data by

industry, country or other criteria.

PRICING

Complimentary with survey purchase

(For surveys delivered in Mercer WIN)

19800 333 3070 imercer.caC O N S U LT I N G . O U T S O U R C I N G . I N V E S T M E N T S .


imercer.ca/WIN

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Mercer WIN | Advanced is a next-level compensation solution that

gives you more control over your own data. You’ll get all of the features

in Mercer WIN | Core, plus you can load your own employee data

so you’re always using current information and load market data

from other survey vendors to benchmark jobs. You can also store

benchmarks for future changes, annual updates and easy reporting,

having full confidence that the information will be there when you

need it.

PRICING

$5,000 for a single-user annual license

Mercer WIN | ePRISM is a comprehensive compensation management, modeling and planning tool. It combines compensation-specific tools with powerful analytics and reporting, turning data into information. Mercer WIN | ePRISM streamlines the compensation process and saves you time by providing the following:

• Reporting capabilities – view your results graphically, share reports/charts/diagrams internally, export data into internal report tools

• Market analysis – compile global survey providers, benchmarkpositions, integrate job evaluation results and identify below-market, high-potential employees

• Salary planning – respond quickly to pay plan and model changes and see anticipated changes before they happen; analyze employees by geography, business or level

PRICING

Call or visit imercer.ca/ePRISM for details



imercer.ca/WIN imercer.ca/WIN

CORE ADVANCED ePRISM

View and analyze Mercer Market Data – One or several market views simultaneously and securely across countries, regions and globally

Store other market data sources in My Market Library – Including Mercer surveys not currently on WIN and non-Mercer

Store other benchmark details – Degree of match, weights and adjustments

Manage team access to data – Through self-service user administration and security controls

Configurable benchmarking capabilities – Includes personalized job definition, job segmentation, benchmarking rules, etc.

Broader support for other market data sources – Including more detailed compensation and benefits data

Benchmark all employees to market – Whether they are matched to Mercer data through a survey process or not

Refine your market by geography, industry, and company size

Combine Jobs and Position Classes to create hybrid roles

Summarize data based on Family, Career Stream, Career Level and Position Class

Normalize data into a common currency

Age data to a common point in time

Unlimited self-service peer groups (participants only)

Print and export results as you desire

Report on, analyze and export data related to your entire population of Jobs and Employees

Personalization of data elements, tracking and field names

Salary structure development and analysis

Annual Salary budget/forecasting tools

Ad-hoc reporting, modeling and analysis

Share Mercer Market Data, My Market Library and My Jobs/My Employees between users across your organization

Mercer WIN This chart compares features across all Mercer WIN products to guide you as you choose a

solution for your organization.

Deluxe security options

Compare My Data against your defined market – based on job averages or incumbents (participants only)

21 800 333 3070 imercer.caC O N S U LT I N G . O U T S O U R C I N G . I N V E S T M E N T S .


™

GLOBAL COMPENSATION/MOBILITY OVERVIEW

22 imercer.ca 800 333 3070

HOW MERCER IS UNIQUE

• Conducts over 600 surveys for the most globally complete information

available

• Strong international database of accurate, high-quality market data covers

the full reward package, including all forms of cash compensation,

long-term incentives and benefits

• Web-based Global HRMonitor® provides 24/7 access to information to

monitor and evaluate employees on a regional or worldwide basis

• Dedicated global resource center and local representatives composed of

multi-cultural professionals with backgrounds in international business

available to help you

With dynamic economic environments, conducting business in multiple

countries is complicated. But growing demand for goods or services could

mean expanding operations into additional countries. Mercer is the

preeminent provider of global compensation and mobility consulting

services worldwide with a unique suite of product/service offerings and

domain knowledge. There are multiple questions that need an answer:

• Is it the right time to send expatriate staff?

• Would we hire locally?

• Should we consider one or more “sourcing” options?

• What are the economic developments and salary trends in that country?

• How do the statutory benefits compare?

Find the answers in the wealth of information Mercer offers to help

your organization understand all available options and recommend

comprehensive solutions for your global information needs. Topics

include legal/regulatory and tax requirements, typical and competitive

compensation and benefits practices, labor costs and availability, cultural

influences on HR, as well as market data.

To help plan and manage pay, benefits

and human capital strategies for your

global talent, Mercer is your trusted

source of current, accurate information.

imercer.ca/global


EXPATRIATE COMPENSATION NETWORKS

Regional expatriate workforce networks allow participants to share information and innovative approaches to managing international

compensation and a global workforce. Mercer consultants facilitate the meetings, plan agendas and provide expertise, including relevant

outside speakers who offer comprehensive knowledge in areas beyond international compensation.

For details, visit imercer.ca/gmevents.

EXPATRIATE MANAGEMENT TRAINING SEMINARS

These seminars offer hands-on consultant training and are designed as a two-day course of introduction and application, but an option to

participate in only one day is available. Our expatriate compensation seminars earn certification credits from SHRM, WorldatWork and

Worldwide ERC.

Principles of the Balance Sheet Approach to Expatriate Compensation is a one-day, in-depth explanation of the Balance Sheet

methodology created for HR or compensation professionals with less than three years’ experience in expatriate compensation or program

management.

Advanced Data Applications, Compensation Approaches, and Policy Development is a one-day training seminar on pay packages and key

policy, building on the skills learned in the principles seminar. You will learn advanced compensation techniques, examine the methodology

behind short-term assignment compensation and take a strategic approach to tailoring your international policies with that of your company’s

business philosophy.

Attend a one-day seminar for $875 or two back-to-back seminars for $1,600 per person. View dates and locations at

imercer.ca/expatseminars.

NORTH AMERICA EXPATRIATE MANAGEMENT CONFERENCE

The North America Expatriate Management Conference is a major networking and learning opportunity for HR professionals who want to stay

abreast of the latest trends and practices in international assignments.

Held annually. Visit imercer.ca/naexpatconf for details.

GLOBAL MOBILITY EVENTS AND TRAINING imercer.ca/gmevents

23 800 333 3070 imercer.ca

GLOBAL COMPENSATION/MOBILITY


TRS provides valuable local, regional, and global market data, saves time

and is cost effective for designing competitive pay packages.

TOTAL REMUNERATION SURVEYS imercer.ca/trs

24 imercer.ca 800 333 3070

CONSIDER THESE QUESTIONS . . .

• Do you have an easy-to-use tool to compare compensation and benefits

across geographies?

• Can you evaluate the competitive position of each total remuneration

element?

• Is your pay strategy consistent enough to ensure external competitiveness

and maintain internal equity?

• Do you instantly generate customized comparisons of your organization

against the market?

. . . FIND THE ANSWERS USING TRS!

Mercer Total Remuneration Surveys (TRS) provide consistent, high-quality

market data, including all forms of cash compensation, long-term incentives

and benefits. TRS is one common global survey so everything is the same – the

jobs, the data, the methodology and the online tool. The surveys cover an

average of 400 benchmark positions from the executive to administrative level

in over 100 countries across multiple regions.

BOTTOM LINE

TRS has great flexibility and multiple users can have access to the same survey.

HR professionals at the world’s leading organizations use TRS to remain cost

effective and competitive in the global marketplace.



Base salary Monthly base salary times the number of months paid

Total guaranteed cash compensation Base salary plus guaranteed allowances

Total cash compensation Total guaranteed cash compensation plus short-term incentive, sales incentive, profit sharing/other

Total direct compensation Total cash compensation plus long-term incentive awards, valued using Black-Scholes methodology

Total remuneration Total direct compensation plus benefits and perquisites

25800 333 3070 imercer.ca

WHAT DO YOU RECEIVE?

Online access – TRS surveys delivered online through Mercer WIN®, accessible anywhere, anytime – makes market pricing a snap

Survey overview – review salary practices, compensation mixes, employment trends and human resource economic indicators

Benefits summary – information on short- and long-term incentives and benefits practices including retirement, company cars,

pensions and medical benefits

Actual market data – detailed market analysis of individual positions within job families

Market regression – regression statistics and graphs for the major components of total remuneration

Custom analysis – generate custom statistics based on peer groups, revenue size and total employees

TRS – HELPS MAKE INFORMED DECISIONS

Consistency – apply the same methodology to about 400 general industry jobs

Coverage – access benchmark positions in over 100 countries

Reliability – consistent participation by organizations in each country

Versatility – use online tools to analyze survey data and conduct what-if analyses

EVALUATE THE TOTAL REWARD PACKAGE

Total Remuneration Surveys are made up of five components providing a complete picture of total remuneration data.



Membership provides value to organizations through the global coordination of services,

consistency of methodologies and jobs, and opportunities to network with peer organizations.

TRS MEMBERSHIP imercer.ca/membership

26 imercer.ca 800 333 3070

The TRS membership program ensures that you have quick and easy access to Mercer’s total remuneration data and services around the world.

Benefits include:

• Special pricing – multi-country membership savings

• Dedicated client relationship manager – one point of contact to coordinate your services

• Personalized services – implementation, project management, and training

TRS IS AVAILABLE IN OVER 100 COUNTRIES, INCLUDING:

Algeria

Argentina

Australia

Austria

Azerbaijan

Bahrain

Bangladesh

Belarus

Belgium

Bolivia

Brazil

Bulgaria

Canada

Chile

China-Beijing

China-Changzhou/

Wuxi

China-Chengdu/

Chongqing

China-Dalian

China-Guangdong

China-Hangzhou

China-Nanjing

China-Qingdao

China-Shanghai

China-Shenyang/

Changchun

China-Suzhou

China-Tianjin

China-Wuhan

China-Xiamen/

Fuzhou

China-Xi’an

Colombia

Costa Rica

Croatia

Czech Republic

Denmark

Dominican

Republic

Ecuador

Egypt

El Salvador

Estonia

Finland

France

Germany

Greece

Guatemala

Honduras

Hong Kong

Hungary

India

Indonesia

Ireland

Israel

Italy

Japan

Kazakhstan

Kuwait

Latvia

Lithuania

Malaysia

Mexico

Moldova

Morocco

Netherlands

New Zealand

Nicaragua

Norway

Oman

Pakistan

Panama

Paraguay

Peru

Philippines

Poland

Portugal

Puerto Rico

Qatar

Romania

Russia

Saudi Arabia

Serbia

Singapore

Slovakia

Slovenia

Spain

Sri Lanka

Sweden

Switzerland

Taiwan

Thailand

Tunisia

Turkey

Ukraine

United Arab

Emirates

United Kingdom

United States

Uruguay

Venezuela

Vietnam



27 800 333 3070 imercer.ca



The new Benefits Survey for Expatriates and Internationally

Mobile Employees offers a unique opportunity to identify

multinational company policies and trends when providing

employee benefit programs for international assignees.

The survey covers benefit programs across regions of operation,

industries, company size, revenue levels and number of

expatriates.

BENEFITS SURVEY FOR EXPATRIATES AND INTERNATIONALLY MOBILE EMPLOYEES imercer.ca/expatbenefits

TOPICS SURVEYED

• The latest trends in international benefit policies and regional differences

• Retirement benefits

• Medical benefits

• Risk benefits (death, disability, accident)

• Localization

• Types of international assignments

• Program monitoring

• Common areas of success and failure

• General policies and trends

SCHEDULE

Release date May

PRICING (USD)

Participant $ 500


This survey is one of the largest of its kind ever

conducted, covering 288 multinational

companies and 119,000 expatriates.

28 imercer.ca 800 333 3070



Determine fair and cost-effective expatriate compensation.

COST OF LIVING imercer.ca/col

COST OF LIVING – THE BENEFIT OF TWO APPROACHES

Finding the best way to address the cost-of-living issue is a challenge

when managing a modern global workforce that originates in, and is

assigned to, a diverse array of locations. To help find the optimal

solution, Mercer offers two distinct approaches and several

index types.

1. MERCER MULTINATIONAL COST OF LIVING

Mercer’s Cost-of-Living surveys account for the cost of more than

200 goods and services. Surveys are conducted simultaneously by

independent researchers in 325 locations. Carefully chosen

vendors reflect only those outlets where your expatriates can buy

goods and services of international quality. Mercer’s precise cost-

of-living information allows companies to assess fair and

competitive cost-of-living allowances.

The multinational cost-of-living approach develops indices and

differentials based on a blended spending pattern among a variety

of expatriate types, nationalities and assignment patterns. With the

same weighting of goods and services for all locations, this

approach compares prices of similar brands from similar retail

outlets in the home city and host city. Indices may be “reversible.”

SCHEDULE

Updated twice a year

PRICING (USD)

Per location $ 775

COVERAGE

Countries 152

Locations 325

Contact us for custom location surveys

REPORT SNAPSHOT

City-to-city index comparison

Home country/international spendable income

Home country housing norms

Expatriate accommodation costs

International education costs

Business travel expenses

Actual item price lists

29 800 333 3070 imercer.ca

2. MERCER ORC COST OF LIVING

The Mercer ORC Cost of Living approach develops cost-of-living

indices and differentials that are based on the unique spending

patterns in a base (usually home or headquarters) country. By

using different weights for each home country, the approach

ensures that expatriates can retain their expenditure pattern in the

host location. This compares prices in the home country from a

local-national perspective to prices in the host city from an

expatriate perspective. Indices are not “reversible.”

Both of the ongoing service relationships offered include online

access to up-to-date information; Home-Country Data and Tax

Profiles; limited telephone consulting with an international

consultant (or team) assigned to your company; a user guide for

applying the data; and quarterly publications on expatriate living,

international HR administration and expatriate tax issues.

SCHEDULE

Ongoing updates (at least four times a year)

PRICING (USD) — SERVICE RELATIONSHIPS

Single-Base Country Service $ 1,500*

Appropriate for transferring employees of only one nationality;

purchase data from a single home country to any assignment location

Multinational Pay Systems Service $ 2,730*

Order data from any home country to any assignment location

*Plus additional fee for each home/host combination

Options Available with Service Relationships

International Compensation Tables

Request international compensation tables to determine

cost-of-living allowances, foreign housing costs, home-country

housing norms and hypothetical taxes

Most locations $ 780

(annual subscription with quarterly updates)

One-time table $ 475

COVERAGE

Home locations 162

Assignment (host) locations 375



Don’t risk your talent assets. Use this bestselling

global report and leading source of information on

economic and salary increase trends.

GLOBAL COMPENSATION PLANNING imercer.ca/gcpr

30 imercer.ca 800 333 3070

For making timely, fully informed decisions on compensation budgeting,

Mercer has the interactive, online Global Compensation Planning Report

(GCPR). GCPR-Online is continuously updated so the hard-to-find data

that will make a difference in evaluating your compensation plans and

budgets is at your fingertips.

GCPR-ONLINE

GCPR-Online is always available with reliable, timely information that can

be downloaded for offline planning. With 15 years of economic and

salary change data, you can observe and analyze short- and long-term

trends. GCPR-Online includes some remarkable features:

• Fast, online access for one year, including the July/October

PDF reports

• View your compensation data online, anytime, from anywhere

• Country-specific data delivered as it becomes available

• Interactive charting tool displays up to 15 years of pay increase data

• Download data into Excel® for offline planning

• Proprietary videos on current compensation topics

SCHEDULE

GCPR-Online Ongoing

PDF reports available July/October

PRICING (USD)

GCPR-Online $ 2,500

July/October PDF reports $ 990

COVERAGE

Countries 114

REPORT SNAPSHOT

Salary increase trends

Economic indicators and trends

GDP growth

Inflation

Unemployment rates

Regional overviews

Short-term incentives



31 800 333 3070 imercer.ca

GLOBAL MOBILITY ASSESSMENT SURVEY imercer.ca/assessment

The Global Mobility Assessment Survey is a simple

and cost-effective benchmark of your expatriate

compensation practices against those of over

250 top global companies.

DELIVERY METHODS

Assessment Survey Executive Summary outlines best practices for key expatriate policy elements, provides critical findings by industry and expatriate program size and details mobility demographics and cost trends.

Customized Assessment Survey Reports are desktop review tools that provide an individualized analysis of the cost impact of your company’s global mobility policy. You can benchmark to all survey participants, choose a comparator set of seven or more companies that best suits your needs or both.

Online Dashboard allows you to get the latest benchmarking data and create custom analysis and deliverable reports. You can filter and report the data to analyze your company’s package cost position against a range of comparator groups customized for a specific category (industry, region, expatriate population size, revenue, administrative function).

The survey provides every participating company with an individual

comparison of the cost impact of its key expatriate package elements.

PRICING (USD)

Executive Summary Complimentary

(With purchase of an Individualized Assessment Report)

Individualized Assessment Report $ 2,000

(Your company vs. all survey participants)

Custom Individualized Assessment Report $ 2,500

(Your company vs. a set of companies of your choice)

New Online Dashboard – Yearlong access $ 1,000

Bundled Option – All of the above $ 5,000*

*$500 savings



This easy-to-read report gives concise pay

information to stay updated on global salary trends.

GLOBAL PAY SUMMARY imercer.ca/gps

32 imercer.ca 800 333 3070

For busy HR professionals, Mercer Global Pay Summary (GPS) is the

quick reference for current, reliable global pay information. Stay up to

date on salary trends to enable fast, informed decision making without

the need to refer to weighty databases.

Find the answers to these questions and more.

• What would an IT head be paid if moving between countries?

• What do Western European CEOs typically earn?

• How do salaries compare for customer service officers?

• What is total cash compensation for an HR manager in Japan?

Completely updated and increased to 69 countries, the 2012 report

is available in four regional volumes to help you make knowledgeable

decisions. The 11 job families range from entry level to upper

management and include easy-to-read information for

50 benchmark positions.

SCHEDULE

Report available January

PRICING (USD)

Americas $ 560

Asia-Pacific $ 560

Eastern Europe/Middle East $ 560

Western Europe $ 560

All volumes/Best value $ 1,870

COVERAGE

Countries 69

POSITION FAMILIES

Administration

Corporate affairs

Engineering

Finance

General management

Human resources


Operations

Research and development

Sales and marketing


REPORT SNAPSHOT

At-a-glance data by position

Annual base pay/total cash by country

Regional position comparison



33 800 333 3070 imercer.ca

INTERNATIONAL GEOGRAPHIC SALARY DIFFERENTIALS imercer.ca/intlgeo

Confidently move jobs to new locations with

equitable and competitive salary information.

International Geographic Salary Differentials provides insights into

different countries’ pay levels to help HR professionals identify labor

cost advantages of various locations. Determine whether to move

expatriates to new locations and gather detailed information about

different countries in terms of gross and net compensation, tax and

social security rates.

View salary differences in easy-to-read tables on a country-by-country

basis. The employee cost or salary levels are determined by many

factors including labor supply and demand, cost of living, quality of

living and tax rates.

SCHEDULE

Report available January

PRICING (USD)

PDF report $940

COVERAGE

Countries 67

POSITION FAMILIES

Labourer – general and skilled

Management – lower and upper middle

Professional – junior and senior

REPORT SNAPSHOT

Country-by-country salary differentials

Identify cost-saving opportunities in talent recruiting

Compare salary levels for six position levels

Get real value of salaries in different countries



Mercer Global HRMonitor is a web-based application

designed to support you in managing your expatriate

employees worldwide.

MERCER GLOBAL HRMONITOR®

imercer.ca/ghrm

34 imercer.ca 800 333 3070

With instant access to data, reports, and calculators, you will have the

most sophisticated and easy-to-use global mobility database on the

market. The online calculators let users customize data and expedite

delivery of quality information to meet the needs of hr programs,

administrators and employees.

Mercer global mobility calculators include:

• Cost-of-Living Allowance

• Cost-of-Living Index

• Employment Conditions Comparator

• Exchange Rates and Inflation Calculator

• Expatriate Accommodation Costs

• Expatriate Compensation

• Hypothetical Tax Calculator

• International Spendable Income

• Quality-of-Living Index

• Short-term Assignment Allowance

• Spendable Income, Home Housing Norm and Saving

• Statutory Benefits Comparator

PRICING

Based on reports purchased

COVERAGE

Global

SNAPSHOT

Make home country balance-sheet calculations

Address expatriate cost-of-living differences

Compensate employees on short-term assignments

Set the quality-of-living/hardship allowances

Assess expatriate tax issues

Identify global statutory benefit and employment conditions

Compare local pay and benefits packages

Review key economic indicators

Learn about host countries



Transform how you manage and administer your mobile workforce.

35 800 333 3070 imercer.ca

MERCER’S INTERNATIONAL ASSIGNMENT MANAGEMENT SOLUTION imercer.ca/expatmgmt



PRICING

Based on chosen services

SNAPSHOT

This cost-effective, time-saving tool will automate:

Compensation and payroll reporting, including balance sheets

Cost projections

Exception from policy tracking

Ability to create customized user reports

Assignment tracking, including supplier management, contract

management, workflow and assignee communications

Expense management and actual pay tracking

Travel calendars

Worldwide compensation data collection

Mercer’s new technology offering, AssignmentPro™, provides

end-to-end automation to effectively manage all aspects of

international assignments. The system houses all information

in a single, easy-to-use format, removing the need to outsource

expatriate administration.

The Mobility Starter Kit was created to assist

companies new to global mobility to get their

programs up and running.

MERCER MOBILITY STARTER KIT imercer.ca/mobilitystarterkit

36 imercer.ca 800 333 3070

The Mobility Starter Kit has three delivery options:

TIER I PACKAGE

The Tier I option is a bundled service offering that provides all the

information necessary to consider before, during and after deploying

staff globally, as well as a set of individualized costing and

communication tools:

• Global Mobility Handbook

• Total Assignment Cost Projections and Setup

• An Assignment Balance Sheet and corresponding Host Housing Page

• MercerPassport® Report

• Expatriate Checklists

• Letter of Assignment (LOA) – List of items to include only

In addition to the core elements above, you can choose one of the

following reports best suited for your policy needs:

• Short-term Per Diems for a specific location

• Location Evaluation Report (Hardship report)

• International Car Policies Report

PRICING (USD)

Tier I Package $ 6,000

Tier II Package $ 10,000

Tier III Package $ 14,000

TIER II PACKAGE

The Tier II service offering is designed for organizations seeking

Mercer’s expertise in streamlining their global mobility policy. We will

guide you through the development of your expatriate management

program, focusing on developing concrete plans for all policy

elements.

Following collaborations with your team, Mercer will provide a

completed Policy Development Workbook to help jump-start your

mobility program.

TIER III PACKAGE

Includes all elements of Tier I and Tier II packages.



37 800 333 3070 imercer.ca

TOTAL EMPLOYMENT COSTS AROUND THE WORLD imercer.ca/employmentcosts

Assess the fairness and competitiveness of employee

pay and identify cost-saving opportunities.

Growing competition and workforce mobility have increased the

demand for information on total employment costs. Salaries,

bonuses and cash-based incentive compensation are easy enough to

compute. But total employment costs – an employer’s real costs –

need to be addressed for employers struggling to set remuneration

strategies that attract and retain the right employees.

Total Employment Costs around the World provides an easy-to-read

analysis of total costs and employee value in major markets.

Comparisons by country include total remuneration for mandatory

employer contributions (social security, pension and medical) and

typical employer-sponsored benefits (retirement and savings, health,

death, disability, car and other benefits). This report will help to

manage costs and optimize human capital investments.

SCHEDULE

Report available March

PRICING (USD)

PDF report $940

COVERAGE

Major markets 68

REPORT SNAPSHOT

Identify cost-saving opportunities in talent recruiting

Insights on critical total employment cost issues

and challenges

Acquire key information for business planning and budgeting

Compare differences for selected positions



Get up-to-date, critical facts on global benefit

practices and statutory regulations.

WORLDWIDE BENEFIT & EMPLOYMENT GUIDELINES imercer.ca/wbeg

38 imercer.ca 800 333 3070

Because benefit laws and regulations change constantly, it is time

consuming and expensive to keep up. Worldwide Benefit & Employment

Guidelines (WBEG) is the top-selling, trusted resource for

comprehensive information on employment conditions, statutory

employee benefits and typical employer benefit practices.

WBEG-ONLINE

For immediate information, WBEG-Online provides fast access to

comprehensive WBEG data on benefits around the world. Key benefits

include:

• Fast, online access for one year to the entire set of WBEG reports

• Updated monthly to stay informed on relevant changes

• Employment Conditions Calculator compares specific employment

provisions and contract features between countries

• Statutory Benefits Calculator evaluates country-specific statutory

benefits and contributions required by law

• Download information by country instead of region

With extensive analysis and narrative reports, WBEG offers unparalleled

quality and is the ultimate reference for worldwide benefit and

employment information. WBEG is available in five easy-to-use volumes

for the major economic regions of the world.

SCHEDULE

WBEG-Online Ongoing

PDF reports available July

PRICING (USD)

WBEG-Online $ 9,900

Americas $ 1,310

Asia-Pacific $ 1,740

Eastern Europe $ 1,740

Middle East & Africa $ 1,310

Western Europe $ 1,740

All volumes/Best value $ 7,050

COVERAGE

Countries 62

REPORT SNAPSHOT

Country overview

Employment conditions

Statutory benefits

Typical benefits practices



39 800 333 3070 imercer.ca

WORLDWIDE SURVEY OF INTERNATIONAL ASSIGNMENT POLICIESAND PRACTICES imercer.ca/wiapp

The most comprehensive survey on international

assignment policies and practices.

Finding the right talent for your expatriate assignments is not easy.

Ensuring their assignment package is fair and cost-effective is even

more difficult. In today’s economic climate, it is essential for your

company to compare against up-to-date expatriate policy and practice

data in order to remain competitive.

The Worldwide Survey of International Assignment Policies and

Practices (WIAPP) will help you uncover current trends in international

assignment program management and evaluate your policy

competitiveness and market positioning for specific assignment types,

so your expatriate program can be more effective.

FAST FACTS

• WIAPP has the largest survey participant base in the industry, with

the 2011 edition gathering data from over 1,000 global companies,

including the Top 10 Fortune 500® companies

• Participants receive a FREE regional question-by-question analysis

report

• The full All-Region Report, which includes analysis and the

Executive Summary, is available to participants at a discount

• Custom report cuts by any comparator group are available

PRICING (USD) – PARTICIPANTS ONLY

All-region report $ 500

Custom cut comparisons $ 1,500

IN 2012 – GLOBAL MOBILITY ASSESSMENT SUITE

WIAPP now includes the Global Mobility Assessment Suite, a new way

to understand best practices for long- and short-term international

assignments from early to mid-career assignments, C-Suite to high-

potential new hires and permanent moves to intra-regional transfers.



The Global Mobility Metrics report can help focus

your mobility decision making and identify gaps in

your international assignment program.

Metrics places objectivity in the perceptions of managers and

expatriates. It provides a rationale for informed decisions – and a

“defense” of the mobility policy if warranted. But the impact of

metrics goes further, allowing HR to predict future needs.

Linking mobility decisions to business results, this report covers the

relevance of demographics on benchmark data and analyzes how

they impact short- and long-term retention. It shows how expatriate

package elements and processes are correlated against short- and

long-term retention.

GLOBAL MOBILITY METRICS: FOCUS ON RETAINING KEY TALENT imercer.ca/mobilitymetrics

The Global Mobility Handbook gives you practical

information to consider before, during and

after deploying staff around the world.

• Administration

• Pre-assignment preparation

• Pay packages and compensation design

• Budgeting/cost containment

• Tax

• Repatriation

Volume 1 is a primer for international assignment administrators

who are newcomers to the expatriate field. Volume 2 offers

advanced topics. Both volumes provide insights and guidelines for

successful expatriation. The Handbook covers all phases of the

expatriation process:

40 imercer.ca 800 333 3070

GLOBAL MOBILITY HANDBOOK (VOLUMES 1 AND 2) imercer.ca/mobilityperspectives

SCHEDULE

Release date July 2011

PRICING (USD)

Per report $ 940

PRICING (USD)

Per volume $ 940

Both volumes $ 1,600



For detailed information visit imercer.ca

is a leading global provider of

consulting, outsourcing and investment services, with

more than 25,000 clients worldwide. Mercer consultants

help clients design and manage health, retirement and

other benefits and optimize human capital. The firm also

provides customized administration, technology and total

benefit outsourcing solutions. Mercer’s investment

services include global leadership in investment consulting

and multi-manager investment management. Mercer’s

global network of more than 20,000 employees, based

in over 40 countries, ensures integrated, worldwide

solutions. Our consultants work with clients to develop

solutions that address global and country-specific

challenges and opportunities. Mercer is experienced

in assisting both major and growing,

mid-size companies.

161 Bay Street, P.O. Box 501

Toronto, ON

M5J 2S5

Argentina

Australia

Austria

Belgium

Brazil

Canada

Chile

China

Colombia

Czech Republic

Denmark

Finland

France

Germany

Hong Kong

India

Indonesia

Ireland

Italy

Japan

Malaysia

Mexico

Netherlands

New Zealand

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