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executive report & analysis
2015 2016
base salary nonexemptincreasecompensation
salary structures
merit increase officers
global projectedbonus
variable pay philosophy
increasesperformance
frequencypromotional o
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42ND ANNUAL2015 201642ND ANNUAL
executive report & analysis
base salary nonexemptincreasecompensation
salary structures
merit increase officers
global projectedbonus
variable pay philosophy
increasesperformance
frequencypromotional
14040 N. Northsight Blvd. Scottsdale, AZ 85260-3601 USA Phone: 480-951-9191 Toll free: 877-951-9191 Fax: 480-483-8352
©2015 WorldatWork
ISBN 978-1-57963-371-4 (Paperback/soft) 978-1-57963-372-1 (E-book)
Global HeadquartersAbout WorldatWork® The Total Rewards Association:
WorldatWork (www.worldatwork.org) is a nonprofit human resources association for professionals and organizations focused on compensation, benefits, work-life effectiveness and total rewards. It’s our mission to help total rewards professionals achieve their career goals and influence their organization’s success. We do so by providing thought leadership in total rewards disciplines from the world’s most respected experts and a community of fellow practitioners.
WorldatWork and its affiliates provide comprehensive education, certification, research, advocacy and community, enhancing careers of professionals and, ultimately, achieving better results for the organizations they serve. WorldatWork has more than 70,000 members and subscribers worldwide; 95 percent of Fortune 500 companies employ a WorldatWork member.
Founded in 1955, WorldatWork is affiliated with more than 70 local human resources associations and has offices in Scottsdale, Ariz., and Washington, D.C. Learn more about our history by visiting our 50th Anniversary website that was built to celebrate our golden anniversary in 2005.
WorldatWork Society of Certified Professionals® is the certifying body for eight pres-tigious designations: the Certified Compensation Professional® (CCP®), Advanced Certified Compensation Professional (ACCP)™, Master Certified Compensation Professional (MCCP)™, Certified Benefits Professional® (CBP), Global Remuneration Professional (GRP®), Work-Life Certified Professional® (WLCP®), Certified Sales Compensation Professional (CSCP)™ and Certified Executive Compensation Professional (CECP)™. The WorldatWork group of registered marks also includes: Alliance for Work-Life Progress or AWLP, workspan and WorldatWork Journal.
Project ManagerKathryn Cohen, CCP, CBP, GRP, WLCP
AuthorsLindsay Strack Alison Avalos, CCP, CBP, GRP
Data AnalysisTonya Adamski
Content AdvisersKerry Chou, CCP, CBP, GRP, CECP, CSCP Sue Holloway, CCP, CECP Rose Stanley, CCP, CBP, WLCP, CEBS Leonard Sanicola, CCP, CBP, GRP, CEBS, SPHR, SHRM-SCP
EditorJim Fickess
Art DirectorJamie Hernandez
Manager, Creative ServicesAngela Miller
Senior Graphic DesignersKris Sotelo Hanna Norris
Table of Contents 6 Introduction: Structure of
the Salary Budget Survey
6 Confidentiality Statement
7 Methodology
8 Demographics
11 Industry Demographics
15 Executive Summary: United States
43 Executive Summary: Canada
53 Executive Summary: Global
72 Participant Listing
96 Survey Definitions
97 Questionnaires
Visit the “Online Reporting Tool” for More Detailed Information
4 © 2015 WorldatWork. All rights reserved. Permission is required to republish in any form.
DemographicsFIGURE A Total Number of Responses 8
FIGURE B U.S. Responses, by Region 8
FIGURE C Canadian Responses, by Province 8
FIGURE D U.S. Responses, by State 9
FIGURE E U.S. Responses, by Major Metropolitan Area 9
FIGURE F Canadian Responses, by Major Metropolitan Area 9
FIGURE G U.S. Responses, by Organization Size 10
FIGURE H Canadian Responses, by Organization Size 10
FIGURE I U.S. Responses, by 2014 Revenue 10
FIGURE J Canadian Responses, by 2014 Revenue 10
FIGURE K U.S. Responses, by Industry Classifications 11
FIGURE L Canadian Responses, by Industry Classifications 12
United States
Salary Budget IncreasesFIGURE 1 Salary Budget Increases, by Type of Increase 20
FIGURE 2 Total Salary Budget Increases, by Employee Category 20
FIGURE 3 Number of Months Between Increases 21
FIGURE 4 Distribution of Total Salary Budget Increase Responses, Actual 2014 vs. Actual 2015 21
FIGURE 4A 6-Year Change in Distribution of Actual, Total Salary Budget Increase Responses 21
FIGURE 5 Salary Budget Increase Trends 22
FIGURE 6 Total Salary Budget Increases, by Region and Employee Category 23
FIGURE 7 Total Salary Budget Increases, by State 24
FIGURE 8 Total Salary Budget Increases, by Major Metropolitan Area 25
FIGURE 9 Total Salary Budget Increases, by Major Industry Grouping 26
FIGURE 10 Total Salary Budget Increases, by Organization Size 27
FIGURE 11 Total Salary Budget Increases, by Revenue 27
Promotional IncreasesFIGURE 12 Impact of Promotional Increases
on Salary Budgets 28
FIGURE 12A Promotional Increase Funding When Promotional Increases Are Not Budgeted 28
FIGURE 12B Promotional Increase Budget Practices 28
FIGURE 13 Salary Budget Increases, Promotional Increase Budget Practices 29
FIGURE 14 Promotional Increases 29
FIGURE 14A Change in Planned Spending on Promotional Increases 29
Percent of Employees Receiving a Base Salary IncreaseFIGURE 15 Percent of Employees Receiving a Base
Salary Increase in 2015, by Employee Category 30
FIGURE 16 Percent of Employees Receiving a Base Salary Increase in 2015, by Employee Category and Region 30
Merit Increase AwardsFIGURE 17 Merit Increases Awarded,
by Performance Category 30
FIGURE 17A Five-Year History of Merit Increase Differentiation 31
FIGURE 17B Relationship Between the Number of Employees Rated as High Performers and the Size of Merit Increases Awarded to High Performers 31
Compensation PhilosophyFIGURE 18 Base Pay Market Comparison Target,
by Employee Category 31
Lump-Sum AwardsFIGURE 19 Lump-Sum Awards, by Employee Category 32
Salary Structure AdjustmentsFIGURE 20 Salary Structure Increases,
by Employee Category 32
FIGURE 20A Actual 2015 Salary Structure Increase Data, Most Common Responses 33
FIGURE 20B Projected 2016 Salary Structure Increase Data, Most Common Responses 33
FIGURE 21 Organizations Reporting No Salary Structure Increase (0%), by Employee Category 33
FIGURE 22 Number of Months Since Last Increase if No Increase Was Reported (0% or Blank) and Most Common Responses 34
FIGURE 23 Salary Structure Trends 34
FIGURE 24 Salary Structure Increases, by Region and Employee Category 35
FIGURE 25 10-Year Perspective: Salary Budget and Structure Increases 36
Variable PayFIGURE 26 Use of Variable Pay 38
FIGURE 27 Types of Variable Pay Programs 38
FIGURE 28 Impact of Variable Pay on Base Salary Budget Recommendations 38
FIGURE 29 Variable Pay Programs, 2014-2016 39
FIGURE 30 2014-2016 Variable Pay Programs, by Region 39
Compensation Program PrevalenceFIGURE 31 Compensation Programs Used
In Past 12 Months 41
T A B L E O F F I G U R E S
WorldatWork 2015-2016 Salary Budget Survey | www.worldatwork.org/salarybudgetsurvey 5
Canada
Salary Budget IncreasesFIGURE C1 Salary Budget Increases, by Type of Increase 45
FIGURE C2 Total Salary Budget Increases, by Employee Category 45
FIGURE C3 Number of Months Between Increases 46
FIGURE C4 Distribution of Total Salary Budget Increase Responses, Actual 2014 vs. Actual 2015 46
FIGURE C5 Salary Budget Trends 47
FIGURE C6 10-Year Perspective: Salary Budget Increases and CPI 48
FIGURE C7 Total Salary Budget Increases, by Province 49
FIGURE C8 Total Salary Budget Increases, by Major Metropolitan Area 49
FIGURE C9 Total Salary Budget Increases, by Major Industry Grouping 50
FIGURE C10 Total Salary Budget Increases, by Organization Size 50
FIGURE C11 Total Salary Budget Increases, by Revenue 51
Salary Structure AdjustmentsFIGURE C12 Salary Structure Increases,
by Employee Category 51
FIGURE C13 Number of Months Since Last Salary Structure Increase if No Increase Was Reported (0% or Blank) 51
Global
Salary Budget IncreasesFIGURE G1 Number of 2015 Salary Budget Increase
Responses, by Country 58
FIGURE G1A Salary Budget Increases, by Type of Increase (zeros included) 58
FIGURE G1B Salary Budget Increases, by Type of Increase (zeros NOT included) 60
FIGURE G2 2015 Total Salary Budget Increase Responses, by Employee Category 62
FIGURE G2A Total Salary Budget Increases, by Employee Category (zeros included) 63
FIGURE G2B Total Salary Budget Increases, by Employee Category (zeros NOT included) 65
FIGURE G3 Number of Months Between Increases 68
FIGURE G4 International Merit Increases & Inflation 69
T A B L E O F F I G U R E S
6 © 2015 WorldatWork. All rights reserved. Permission is required to republish in any form.
The “WorldatWork 2015-2016 Salary Budget Survey” consists
of two components: this “Executive Report & Analysis” and
the customizable “Online Reporting Tool.” The “Executive
Report & Analysis” includes an executive summary and data
highlights for the United States, Canada and 17 other coun-
tries. A list of participating organizations, definitions of terms
in the survey and a copy of the complete questionnaire also
are printed in this book.
More detailed U.S. and Canadian results from the salary
budget survey are available through the “Online Reporting
Tool” for no additional charge, giving users the ability to
customize reports by geographic region, industry, state and
other ways that are relevant to organizations. Users may
run an unlimited number of reports during the subscription
period, as well as save or print the reports.
The “Executive Report & Analysis” includes folders to
organize and store these reports, effectively keeping all data
together in one package.
Get Started NowGo to http://www.worldatwork.org/salarybudgetsurvey and log
in with your eight-digit identification number and password. If
you do not know your login information, you may:
❚❚ Click “Get” under “Password.”
❚❚ Look on the mailing panel of any WorldatWork catalog,
periodical, invoice or receipt.
❚❚ Contact WorldatWork Customer Relationship Services
by calling 877-951-9191 or 480-922-2020, or emailing
customerrelations@worldatwork.org.
After you have logged in, select the “2015-2016 Salary
Budget Survey” subscription. After reviewing and accepting
the terms and conditions, you will be redirected to the
“Online Reporting Tool.”
❚❚ Choose the type(s) of data to be included in the report
(e.g., salary budget increases, salary structure adjust-
ments, promotions and/or variable pay).
❚❚ Choose one statistical method of calculation. Separate
reports need to be run to compare various statistics
(e.g., mean/average, median/50th percentile, 25th percen-
tile or 75th percentile).
❚❚ Choose the layers that define the demographic slice of data
(e.g., country, industry, number of employees, revenue).
❚❚ Select the regions, states, provinces and/or major metro-
politan areas of interest.
❚❚ Click “Generate Report.”
If the report meets your needs, click “print to PDF” in the
top right-hand corner to save or print. To look at different or
additional data, repeat the steps as needed.
Though users have access to unlimited customized online
reports, the “Online Reporting Tool” is subscription-based.
Remember to run and download/print any reports that may
be needed prior to the subscription’s expiration.
C O N F I D E N T I A L I T Y S T A T E M E N T
To ensure the anonymity and protection of participating
organizations, WorldatWork does not publish or other-
wise make available data points in which fewer than five
survey participants responded. In addition, the data are
not presented in a way, nor are they intended, to provide
a competitive advantage for any participating organization.
Although WorldatWork believes participant responses
to the survey are honest and complete, the data presented
in this report are provided without warranty of any kind for
accuracy, omission, completion or timeliness.
Except for the purposes intended by this publication,
participants and purchasers of the salary budget survey
may not reproduce, display, rent, lend, resell, commercially
exploit, adapt or redistribute the data contained herein without
the permission of WorldatWork.
The data presented in this report were collected in April
2015 for publication in August 2015, a three-month duration
between data collection and publication.
I N T R O D U C T I O N : S T R U C T U R E O F T H E S A L A R Y B U D G E T S U R V E Y
WorldatWork 2015-2016 Salary Budget Survey | www.worldatwork.org/salarybudgetsurvey 7
M E T H O D O L O G Y
On March 30, 2015, all WorldatWork members were invited
to participate in the “WorldatWork 2015-2016 Salary
Budget Survey” through direct email, e-newsletters and the
WorldatWork website. Members were asked to respond for the
United States (U.S.), Canada and 17 other countries: Australia,
Belgium, Brazil, China, France, Germany, India, Italy, Japan,
Mexico, Netherlands, Russia, Singapore, Spain, Sweden,
Switzerland and the United Kingdom (UK). Respondents were
asked to respond for any of these countries in which they
have operations. When the survey officially closed on May 8,
2015, 5,583 responses had been received. If an organization
reported fewer than 10 employees in a specific country, the
response for that country was removed from the data set.
Also, duplicate submissions for the same country within the
same organization were eliminated from the data set. The
final data contain 4,849 responses, covering nearly 15 million
employees worldwide. Each country was analyzed separately
by statistical software, and a full list of organizations that
responded to the survey can be found on page 72.
Data for all countries are broken down by type of increase
and employee category. Additional breakdowns are available
for U.S. and Canada. Due to small sample size, only high-level
data are reported for countries outside the U.S. and Canada.
U.S. data are broken into four employment catego-
ries, with exemption status as defined by the Fair Labor
Standards Act of 1938 (FLSA):
❚❚ Nonexempt hourly nonunion
❚❚ Nonexempt salaried
❚❚ Exempt salaried
❚❚ Officers/executives.
All non-U.S. data are broken into four employment categories:
❚❚ Nonmanagement hourly nonunion
❚❚ Nonmanagement salaried
❚❚ Management salaried
❚❚ Officers/executives.
Survey instructions and post-survey data cleaning and
verification help ensure accurate recording of a “zero-per-
cent” response versus a response that has been left blank.
A response of zero percent to any given question was inter-
preted (and verified when possible) as a conscious decision
on the part of the organization to not budget for an increase
that typically was given. Survey instructions specifically
ask respondents to leave a questionnaire item blank if the
organization either does not have that plan item, or does not
typically budget or pay out for that item based on the plan.
Thus, a zero-percent response reflects a decision to specif-
ically not budget funds for the period in question. Due to
feedback from survey users, this report includes total salary
budget increases by employee category with and without
zero-percent responses for each country, as indicated in
Figures 2 (page 20), C2 (page 45-46), and G2B (page 65-67).
Not all organizations provide every type of base pay
increase, and not every organization reports data for every
employee category. In findings for which a composite number
of all types of increases or all employee categories are
presented, the n’s equate to the total number of responses.
This may include multiple responses from each respondent if
the respondent is reporting for more than one type of increase
or employee category.
The frequencies or response distributions listed in the
report show the number of times or percent of times a value
appears in a data set. Due to rounding, frequencies of data
responses provided in this survey may not total 100 percent.
8 © 2015 WorldatWork. All rights reserved. Permission is required to republish in any form.
D E M O G R A P H I C S
FIGURE A Total Number of Responses
2013-2014 2014-2015 2015-2016
U.S. 2,124 2,043 2,025
Canada 438 406 428
United Kingdom 214 242 281
China 190 196 212
Germany 167 175 178
India 149 171 178
Australia 150 163 169
France 145 158 167
Mexico 143 159 159
Singapore 139 153 146
Brazil 126 144 136
Italy 113 123 123
Netherlands 122 128 123
Japan 117 134 113
Spain 108 119 108
Belgium 86 87 96
Sweden * * 75
Switzerland 89 94 73
Russia * * 59
Total 4,620 4,695 4,849
* Question was not an option in the survey questionnaire
FIGURE C Canadian Responses, by Province FIGURE B U.S. Responses, by Region
Central 1,203
Eastern 1,175
Southern 1,134
Western 1,108
Note: The combined responses in Figures B and C add to greater than the total U.S. and Canadian responses. Some participants answered for mul-tiple regions or nationally; thus, their responses reflect multiple regions.
Ontario 340
Quebec 195
British Columbia 192
Alberta 191
Manitoba 101
Saskatchewan 94
Nova Scotia 76
New Brunswick 60
Newfoundland 51
Prince Edward Island 33
Northwest Territories 26
Yukon 17
Nunavut 10
WorldatWork 2015-2016 Salary Budget Survey | www.worldatwork.org/salarybudgetsurvey 9
D E M O G R A P H I C S
FIGURE D U.S. Responses, by State
California 694
Texas 664
Illinois 580
New York 542
Florida 520
Pennsylvania 517
Ohio 497
Georgia 485
Massachusetts 471
New Jersey 465
Colorado 455
Virginia 446
Minnesota 438
North Carolina 425
Arizona 420
Washington 419
Michigan 404
Indiana 399
Tennessee 396
Maryland 394
Wisconsin 386
Missouri 384
Connecticut 362
Alabama 351
South Carolina 344
Kansas 343
Oregon 341
Louisiana 340
Utah 336
Kentucky 331
Oklahoma 326
Iowa 311
Nevada 301
Nebraska 298
Mississippi 292
Arkansas 287
New Mexico 278
New Hampshire 276
West Virginia 265
Maine 261
Idaho 259
Delaware 254
Rhode Island 252
North Dakota 238
Montana 230
Wyoming 229
Vermont 221
South Dakota 220
Hawaii 219
Alaska 191
FIGURE E U.S. Responses, by Major Metropolitan Area
Washington D.C. 381
Chicago 224
Los Angeles 204
Houston 190
San Francisco 183
Atlanta 180
Dallas 179
Denver 162
New York 161
Minneapolis 144
Phoenix 142
Boston 137
San Diego 131
Philadelphia 120
Seattle 109
San Jose 108
Tampa 102
Pittsburgh 99
Miami 96
Cincinnati 94
St. Louis 87
Baltimore 85
Portland 85
Cleveland 84
Detroit 77
FIGURE F Canadian Responses, by Major Metropolitan Area
Toronto 190
Calgary 125
Montreal 115
Vancouver 102
Edmonton 95
Ottawa 86
Winnipeg 57
Quebec 55
Hamilton 45
10 © 2015 WorldatWork. All rights reserved. Permission is required to republish in any form.
D E M O G R A P H I C S
FIGURE G U.S. Responses, by Organization Size
1-499 255 13%
500-2,499 577 28%
2,500-9,999 633 31%
10,000-19,999 246 12%
20,000+ 314 16%
FIGURE H Canadian Responses, by Organization Size
1-499 27 6%
500-2,499 81 19%
2,500-9,999 160 37%
10,000-19,999 59 14%
20,000+ 101 24%
FIGURE I U.S. Responses, by 2014 Revenue
Up to $30 million 134 7%
More than $30 million to $100 million 101 5%
More than $100 million to $300 million 187 10%
More than $300 million to $600 million 194 10%
More than $600 million to $1 billion 207 11%
More than $1 billion to $3 billion 466 24%
More than $3 billion to $5 billion 231 12%
More than $5 billion to $8 billion 124 6%
More than $8 billion to $10 billion 43 2%
More than $10 billion 261 13%
FIGURE J Canadian Responses, by 2014 Revenue (Reported in U.S. Dollars)
Up to $30 million 16 4%
More than $30 million to $100 million 10 2%
More than $100 million to $300 million 20 5%
More than $300 million to $600 million 31 7%
More than $600 million to $1 billion 26 6%
More than $1 billion to $3 billion 126 30%
More than $3 billion to $5 billion 65 16%
More than $5 billion to $8 billion 36 9%
More than $8 billion to $10 billion 10 2%
More than $10 billion 77 18%
WorldatWork 2015-2016 Salary Budget Survey | www.worldatwork.org/salarybudgetsurvey 11
I N D U S T R Y D E M O G R A P H I C S
Industry data for both the United States and Canada are
based on participant self-reported codes using the North
American Industry Classification System (NAICS). The two-
and three-digit codes selected for use with the 2015-2016
data set are presented in Figures K and L for the United
States and Canada, respectively. Full definitions for these
industry categories can be found at the NAICS website
(www.census.gov/eos/www/naics). All major industry codes
(two-digit) were used regardless of total sample size, and
some industry subsets (three-digit) were broken out because
of sufficiently large sample size.
The one exception to the NAICS codes is Telecom mu-
nications (code 517), which resides as a subset of Information
(code 51) in the NAICS. Due to the large sample size (n=38
United States and n=14 Canada) and for ease of reader use,
Telecommunications was placed into its own category for
the 2015-2016 report.
The main industry categories report data for all respon-
dents within the category, regardless of whether they are
reported in a subcategory. Therefore, the sum of all subcate-
gories may not equal the main industry category’s sample size.
FIGURE K U.S. Responses, by Industry Classifications
NAICS Industry Frequency Percent of Respondents
72 Accommodation and Food Services 30 1.5%
56Administrative and Support and Waste Management and Remediation Services
33 1.6%
11 Agriculture, Forestry, Fishing and Hunting 9 0.4%
71 Arts, Entertainment, and Recreation 19 0.9%
23 Construction 25 1.2%
61 Educational Services 86 4.2%
52 Finance and Insurance 298 14.7%
521 Monetary Authorities - Central Bank 32 1.6%
522 Credit Intermediation and Related Activities 47 2.3%
525 Funds, Trusts and Other Financial Vehicles 22 1.1%
524 Insurance Carriers and Related Activities 160 7.9%
523 Securities, Commodity Contracts and Other Financial Investments 37 1.8%
62 Health Care and Social Assistance 192 9.5%
622 Hospitals 152 7.5%
621, 623, 624Ambulatory Health Care, Nursing and Residential Care and Social Assistance
40 2.0%
51 Information 92 4.5%
518 Data Processing, Hosting and Related Services 16 0.8%
511 Publishing Industries (except Internet) 12 0.6%
512, 515, 519Motion Picture, Sound Recording, Broadcasting (except Internet) and Other Information Services
64 3.2%
55 Management of Companies and Enterprises 10 0.5%
(Continued on page 12)
12 © 2015 WorldatWork. All rights reserved. Permission is required to republish in any form.
NAICS Industry Frequency Percent of Respondents
31 Manufacturing 468 23.1%
325 Chemical Manufacturing 85 4.2%
334 Computer and Electronic Product Manufacturing 52 2.6%
335 Electrical Equipment, Appliance and Component Manufacturing 20 1.0%
311, 312 Food, Beverage and Tobacco Product Manufacturing 57 2.8%
333 Machinery Manufacturing 29 1.4%
331, 332 Metal Manufacturing 27 1.3%
322, 323 Paper Manufacturing, Printing and Related Support Activities 24 1.2%
326 Plastics and Rubber Products Manufacturing 12 0.6%
313, 314, 315, 316
Textile Mills, Apparel, Leather and Allied Product Manufacturing 10 5.0%
336 Transportation Equipment Manufacturing 24 1.2%
321, 324, 327, 337, 339
Wood, Petroleum, Furniture and Nonmetallic Mineral Products and Other Miscellaneous Manufacturing
128 6.3%
21 Mining, Quarrying, and Oil and Gas Extraction 59 2.9%
54 Professional, Scientific, and Technical Services (includes Consulting) 214 10.6%
92 Public Administration 64 3.2%
53 Real Estate, Rental and Leasing 32 1.6%
44 Retail Trade 102 5.0%
517 Telecommunications 38 1.9%
48 Transportation and Warehousing 64 3.2%
481 Air Transportation 10 0.5%
482-493 All Other Transportation 54 2.7%
22 Utilities 103 5.1%
42 Wholesale Trade 46 2.3%
81 Other Services (except Public Administration) 41 2.0%
813 Religious, Grantmaking, Civic, Professional and Similar Organizations 37 1.8%
FIGURE K U.S. Responses, by Industry Classifications (continued)
FIGURE L Canadian Responses, by Industry Classifications
NAICS Industry Frequency Percent of Respondents
72 Accommodation and Food Services 5 1.2%
56Administrative and Support and Waste Management and Remediation Services
3 0.7%
11 Agriculture, Forestry, Fishing and Hunting 3 0.7%
71 Arts, Entertainment & Recreation 1 0.2%
23 Construction 8 1.9%
61 Educational Services 4 0.9%
I N D U S T R Y D E M O G R A P H I C S
WorldatWork 2015-2016 Salary Budget Survey | www.worldatwork.org/salarybudgetsurvey 13
FIGURE L Canadian Responses, by Industry Classifications (continued)
NAICS Industry Frequency Percent of Respondents
52 Finance and Insurance 38 8.9%
522 Credit Intermediation and Related Activities 8 1.9%
524 Insurance Carriers and Related Activities 16 3.7%
525 Funds, Trusts and Other Financial Vehicles 2 0.5%
523 Securities, Commodity Contracts and Other Financial Investments 6 1.4%
62 Health Care and Social Assistance 3 0.7%
622 Hospitals 1 0.2%
51 Information 31 7.2%
511 Publishing Industries (except Internet) 6 1.4%
512, 515, 519 Motion Picture, Sound Recording, Broadcasting (except Internet) and Other Information Services
20 4.7%
31 Manufacturing 157 36.7%
325 Chemical Manufacturing 29 6.8%
334 Computer and Electronic Product Manufacturing 19 4.4%
335 Electrical Equipment, Appliance and Component Manufacturing 7 1.6%
311, 312 Food, Beverage and Tobacco Product Manufacturing 14 3.3%
333 Machinery Manufacturing 11 2.6%
331, 332 Metal Manufacturing 6 1.4%
322, 323 Paper Manufacturing, Printing and Related Support Activities 46 10.7%
313314315316 Textile, Apparel, Leather & Allied Product Manufacturing 8 1.9%
336 Transportation Equipment Manufacturing 8 1.9%
321, 324, 327, 337, 339
Wood, Petroleum, Furniture and Nonmetallic Mineral Products & Other Miscellaneous Manufacturing
8 1.9%
21 Mining, Quarrying, and Oil and Gas Extraction 22 5.1%
54 Professional, Scientific, and Technical Services (includes Consulting) 54 12.6%
92 Public Administration 6 1.4%
53 Real Estate, Rental and Leasing 7 1.6%
44 Retail Trade 24 5.6%
517 Telecommunications 14 3.3%
48 Transportation and Warehousing 17 4.0%
481 Air Transportation 3 0.7%
482-493 All Other Transportation 14 3.3%
22 Utilities 10 2.3%
42 Wholesale Trade 15 3.5%
81 Other Services (except Public Administration) 6 1.4%
813 Religious, Grantmaking, Civic, Professional and Similar Organizations 5 1.2%
I N D U S T R Y D E M O G R A P H I C S
0%
SALARY BUDGET INCREASES CONTINUE TO CONVERGE IN THE
2 TO 4 PERCENT RANGE, WITH ABOUT
9 IN EVERY 10 ORGANIZATIONS
BUDGETING HERE.
0.1% 2% 3% 4% 7%
WorldatWork 2015-2016 Salary Budget Survey | www.worldatwork.org/salarybudgetsurvey 15
UN
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E X E C U T I V E S U M M A R Y
United States
“WorldatWork 2015-2016 Salary Budget Survey” respondents report
that the average 2015 total salary increase budget in the United States
held at 3.0 percent (mean and median), unchanged since 2014.
Last year, respondents projected that the
average 2015 total salary increase budget
across all organizations, employee cate-
gories, regions and industries in the United
States would reach 3.1 percent (median: 3.0
percent), but actual numbers fell just short.
(See Figure 1 on page 20.) Looking forward,
respondents are again anticipating a slight rise
in their salary increase budgets for 2016 to 3.1
percent (median: 3.0 percent).
16 © 2015 WorldatWork. All rights reserved. Permission is required to republish in any form.
UN
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E X E C U T I V E S U M M A R Y
Modest Salary Budget Increases – A New Normal?With the slowing of growth in budgets for
salary increases, there is speculation of a
“new normal.” For about 15 years before the
Great Recession, the salary budget increase
norm hovered between 3.5 and 4.5 percent.
(See Figure 5 on page 22.) After all-time lows in
2009 caused by prevalent pay freezes, followed
by the thawing of those freezes and a partial
recovery in averages, salary increase budgets
have reached only the 3.0 percent mark.
Convergence on 3.0 percentLooking back to 2011, the overall
total salary increase budget average
has climbed only two-tenths of a
percentage point from 2.8 percent,
representing much slower growth
than was reported in the years
immediately following the reces-
sion. In addition, 2015 is the second
year since 2011 in which the overall
national average has not changed. A
closer look at the data reveals that
the means and medians are reflecting
a continued convergence in the 2 to
4 percent range. (See Figure 4 on
page 21.) In 2015, a resounding 89-92
percent (depending on employee
category) budgeted for salary
increases in this range. The resulting steadying
of year-over-year growth may be signaling the
beginnings of a plateau, or new normal, in the
size of total salary budget increases.
Fiscal cautiousness One of the many consequences of the reces-
sion and subsequent economic recovery is
that many organizations continue to exhibit
a conservative approach to finances and are
behaving in more fiscally cautious ways. There
appears to be a wariness of overspending on
base pay increases, and thus, a limitation on
increases to ongoing fixed costs. Anticipation
of possible changes in overtime rules and/or
minimum wage levels, along with the continued
uncertainty about the future state of the
economy, could be factors as well. This conser-
vative approach has not diluted a commitment
to recognize and reward employees through
pay, but organizations are doing so in a manner
that more prudently allocates funds while
motivating and reinforcing the behaviors that
will lead to long-term business success. This,
again, may be part of a new normal.
There’s more to offerIn addition to the conservative approach
evident in many organizations, there is a
possibility that salary budget increases
are also reflecting the continuing shift in
how employers and employees think about
rewards. Whether reinforced by recessionary
experiences and/or a shifting rewards philos-
ophy that looks to address their workforce’s
unique and diverse needs through a variety of
offerings, it is plausible that organizations will
continue to budget less for salary increases
than they did pre-recession. Perhaps they are
rewarding employees in other meaningful, and
possibly less expensive ways, such as recog-
nition awards and flexibility.
Changing winds of economic indicatorsWhile a new normal may be settling in, there
are several positive economic indicators that
suggest wage growth should be accelerating.
The stock market has been in and out of record
territory; unemployment has fallen; and the
economy has created a significant number of
jobs in the past 24 months. Conversely infla-
tion and the federal funding rate remain low,
and there is an imbalance in the supply and
demand for qualified labor. Most organizations
are targeting the market median in terms of
pay and are not faced with pressure from
anywhere to raise wages more aggressively.
For many iterations of this annual survey,
it has examined the relationship of inflation,
unemployment and other external forces to
After all-time lows in 2009 caused by prevalent pay freezes, followed by the thawing of those freezes and a partial recovery
in averages, salary increase budgets have
reached only the 3.0 percent mark.
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salary budget increases. The U.S. rate of infla-
tion for the 12-month period ending April 2015
was -0.2 percent, as measured by the U.S.
Bureau of Labor Statistics’ (BLS’) Consumer
Price Index (CPI) for all urban consumers. A
drop in energy prices was a significant factor,
which may also be reflected in the drop in
average salary budget increases in related
industries. (See Figure 9 on page 20.)
The unemployment rate for the 16-years-
and-older labor force has dropped 1.2
percentage points in one year, falling to 5.8
percent for the 12-month
period ending in April
2015, down from 7.0
percent, according to the
BLS. (Figure 25 on page
36 puts a 10-year history
of salary budget trends
into context with the CPI and unemployment.)
In recent years, drops in unemployment
could in part be attributed to the number of
job seekers who had given up looking for work
because they are not considered in the most
widely reported jobless figures. Now with
the increased number of jobs available each
month, one might expect a positive effect on
wages. However, there has been inefficiency
in the market whereby a mismatch exists
between the skill sets and/or locations of new
jobs versus job seekers. There are more job
openings today than when unemployment was
at comparable levels in the past, highlighting
the misalignment in skills and/or locations
between open jobs and job seekers. Until the
demand for qualified labor meets the supply
of qualified job seekers, upward pressure on
wages will continue to be relatively low.
It is also important to note that surveyed
salary budget increase figures tend to lag the
market because organizations usually budget
for pay increases in advance of the fiscal
year. While the potential of this data being on
the cusp of change seems unlikely given the
picture outlined above, there is the possibility
that the winds of change are starting to cause
a shift in how organizations are planning for
salary increases, but it is just not evident
yet in survey data.
The bottom lineModest salary increase budgets with little to
minimal growth year over year may be here
to stay until significant wage pressure comes
from somewhere in the economy. And it’s
likely going to need to come from a variety
of directions, because one factor such as low
unemployment or job creation has not been
enough to change the
current course. If orga-
nizations can attract
and retain the talent
they need to achieve
business goals, they
wil l l ikely continue
budgeting around 3.0 percent and look for
other ways to motivate and reward employees.
Merit BudgetsOrganizations continue to focus on programs
that tie performance to pay. Figure 1 shows
that merit increase budgets remain the most
prevalent — two to four times more common
than other types of pay increases. Average
merit increase budgets for 2015 were reported
at 2.8 percent (median: 3.0 percent), repre-
senting no change from 2014. Respondents
project a one-tenth of a percentage point
increase in 2016 to a mean of 2.9 percent
(median of 3.0 percent).
Pay for PerformanceEven though the size of all salary increase
budgets, including merit budgets, remains
on the conservative side, there is still good
evidence of differentiation of awards. Looking
at employee performance in 2014, organiza-
tions averaged a 2.7 percent merit increase
for mid-level performers (median: 2.8 percent)
and a 4.0 percent payout for top performers
AVERAGE MERIT INCREASE
BUDGETS
2015
2.8%
PROJECTED 2016
2.9%
Until the demand for qualified labor meets the supply of
qualified job seekers, upward pressure on wages will
continue to be relatively low.
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(median: 4.0 percent). (See Figure 17 on page
30.) Low performers averaged a 0.7 percent
increase in the same year, although the
median payout was 0.2 percent. Pay increases
for 2015 performance are expected to rise to
2.8 percent for middle performers (median: 2.9
percent) and climb to 4.1 percent (median: 4.0
percent) for high performers.
High performers averaged a merit increase
that was 148 percent of that of their middle
performer counterparts, which has remained
unchanged from the prior year. If merit
increase projections are realized, differen-
tiation between middle and high performers
in 2015 will expand to 152 percent. (See
Figure 17a on page 31.)
Salary Structure AdjustmentsSalary structure adjustments across all
employee categories did not change from
2014. In 2015, the reported average salary
structure adjustment is 1.9 percent (median:
2.0 percent) and is anticipated to reach 2.1
percent (median: 2.0 percent) overall for 2016.
(See Figure 20 on page 32.)
Timing of Pay IncreasesFor many years, more than 95 percent of orga-
nizations have reported that pay increases
are awarded on an annual 12-month cycle,
with the average being close to 12 months.
In 2015, the average time between increases
were reported at 12.4 months (median: 12
months), two months earlier than the prior
year for all employee categories as 94 percent
plan to award on a 12-month cycle. (See
Figure 3 on page 21.)
Percent of Employees Receiving IncreasesParticipating organizations reported awarding
at least some base salary increase to 91
percent of employees in 2015 on average.
The median figures show that most organi-
zations will award pay increases to nearly all
employees. (See Figure 15 on page 30.)
State DataAll states averaged a similar 2.9 to 3.1 percent
salary budget increase in 2015, consistent
with the national average of 3.0 percent, and
all share the median of 3.0 percent. For 2016,
most states expect a tenth of a percentage
point growth. (See Figure 7 on pages 24-25.)
Major Metropolitan Area DataThe salary budget increase averages of partici-
pating organizations reported a variance among
major U.S. metropolitan areas, although the
medians are firm at 3.0 percent. While there are
no extreme outliers, a few areas deviated from
the national average trend line this year. The
following cities reported a rise from 2014 to 2015
by three to four-tenths of a percentage point in
average total salary budget: Detroit, Miami,
Portland, San Diego, St. Louis and Tampa.
Projections for 2016 are again diverse among
cities when looking at average budget figures,
stretching from 2.9 to 3.2 percent. However,
median data still balance projections at 3.0
percent for all surveyed major metropolitan
areas. (See Figure 8 on page 25.)
Industry DataMore than metropolitan area data, there is
some deviation among average total salary
budget increases when cut by industry.
However, average budget increases aggre-
gated for all industries are in line with national
figures at 3.0 percent (median: 3.0 percent).
Of the industries with a survey sample greater
than 30, eight reported a drop in the size of
mean salary increase budgets. (See Figure 9
on page 26.) This is particularly true in three
industry categories— Mining, Quarrying and Oil
and Gas Extraction; Construction; Agriculture,
2014 AVERAGE
MERIT INCREASE AWARDED
Low Performers
0.7%
High Performers
4.0%
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Forestry, Fishing and Hunting — which have
been leading all average budget increases, but
fell by 0.6 to 1.3 percentage points this year.
Mining, Quarrying and Oil and Gas Extraction is
at the bottom of the list with a 2.5 percent salary
budget increase after increases of 4.1 and 4.0
percent the previous two years. Various industry
projections for 2016 continue to differ from the
national average trend with some increasing and
others decreasing. Median 2016 data, however,
is 3.0 percent for most industries.
Organization Size DataSalary increases continue to be larger for
smaller organizations, consistent with previous
years’ data. This phenomenon appears more
pronounced when size is based on the number
of employees than on revenue. The range
based on number of employees is 2.8 to 3.3
percent. (See Figures 10 and 11 on page 27.)
Promotional IncreasesParticipating organizations reported awarding
promotional increases to 7.9 percent of
employees in 2014, three-tenths of a percentage
point greater than the 7.6 percent average in
2013. Of the promotional increases received,
the size of the average pay increase rose
slightly to 8.4 percent. A marginal increase was
also reported in the amount that organizations
plan to spend on promotional increases in
2015, at 1.5 percent of total base salaries.
More organizations continue not to budget
for promotional increases (54 percent) than
are budgeting (46 percent). (See Figure 12 on
page 28.) When there isn’t a specific budget
for promotional increases, the majority of orga-
nization (66 percent) pay for promotions with
either vacancy, salary or other savings. Nearly
one-fourth (24 percent) pay for promotions out
of the merit budget even though it is not inflated
to cover the cost of increases. When promotions
are budgeted, more than half of organizations
budget them separately from other pay increase
budgets. Most of the remaining organizations
that budget for promotional increases are doing
so in the “other increase” budget (21 percent)
or as part of the merit budget (21 percent). (See
Figure 12B on page 28.)
Effect of Health-Care CostsWith continued concerns of rising health-care
costs, the Salary Budget Survey has asked
about the effect of those costs on salary budget
recommendations. Year over year, the majority
of respondents (86 percent in 2015) indicate
that health-care costs are not a factor when
formulating salary budget recommendations.
Variable PayThe percentage of organizations using vari-
able pay slightly fell to 83 percent in 2015.
This number has been hovering around 80
percent for many years. The most prevalent
type of variable pay program continues to be
comprised of awards based on organization/
unit success as well as individual performance.
(See Figure 27 on page 38.) Even throughout
the recession, variable pay amounts budgeted
and paid out in all employee categories were
relatively stable, and they remain so today.
Compensation Program PrevalenceThe 2015 data show that 76 percent of orga-
nizations are now utilizing market-based pay
increases, a 2 percentage-point improvement
from 2014. The usage of most types of bonus
programs has also increased, consistent
with findings from other surveys focused on
bonuses that WorldatWork has conducted.
Most programs held steady in their usage
since 2014, with a few declining only slightly.
Noncash recognition and rewards are one
of those categories showing a decline, by 2
percentage points down to 49 percent. (See
Figure 31 on page 41.)
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FIGURE 1 Salary Budget Increases, by Type of Increase
Actual 2013 Actual 2014 Projected 2015 Actual 2015 Projected 2016
Mean Median Mean Median Mean Median Mean Median Mean Median
General Increase/COLA 1.3% 1.0% 1.4% 1.3% 1.6% 2.0% 1.3% 1.0% 1.4% 2.0%n=1,067 n=1,088 n=810 n=1,065 n=778
Merit Increase 2.7% 3.0% 2.8% 3.0% 2.9% 3.0% 2.8% 3.0% 2.9% 3.0%n=6,186 n=5,875 n=5,373 n=5,839 n=5,365
Other Increase 0.7% 0.5% 0.8% 0.5% 0.8% 0.5% 0.7% 0.5% 0.7% 0.5%n=1,583 n=1,524 n=1,275 n=1,546 n=1,280
Total Increase 2.9% 3.0% 3.0% 3.0% 3.1% 3.0% 3.0% 3.0% 3.1% 3.0%n=6,617 n=6,370 n=5,786 n=6,242 n=5,719
Note: “General Increase/COLA,” “Merit” and “Other” do not add to the “Total Increase” because not every organization provides all three types of increase. The n’s represent the number of responses for each type of increase, which may include multiple responses if each respondent reports for more than one employee category for that type of increase.
FIGURE 2 Total Salary Budget Increases, by Employee Category
Salary Budget Increases (zeros included)
Actual 2013 Actual 2014 Projected 2015 Actual 2015 Projected 2016
Mean Median Mean Median Mean Median Mean Median Mean Median
Nonexempt Hourly Nonunion
2.9% 3.0% 2.9% 3.0% 3.0% 3.0% 2.9% 3.0% 3.0% 3.0%
Nonexempt Salaried 2.9% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.1% 3.0%
Exempt Salaried 2.9% 3.0% 3.0% 3.0% 3.1% 3.0% 3.0% 3.0% 3.1% 3.0%
Officers/Executives 2.9% 3.0% 3.0% 3.0% 3.1% 3.0% 3.0% 3.0% 3.1% 3.0%
All 2.9% 3.0% 3.0% 3.0% 3.1% 3.0% 3.0% 3.0% 3.1% 3.0%
Salary Budget Increases (zeros not included)
Actual 2013 Actual 2014 Projected 2015 Actual 2015 Projected 2016
Mean Median Mean Median Mean Median Mean Median Mean Median
Nonexempt Hourly Nonunion
3.0% 3.0% 3.0% 3.0% 3.1% 3.0% 3.0% 3.0% 3.1% 3.0%
Nonexempt Salaried 3.0% 3.0% 3.0% 3.0% 3.1% 3.0% 3.1% 3.0% 3.1% 3.0%
Exempt Salaried 3.0% 3.0% 3.1% 3.0% 3.1% 3.0% 3.1% 3.0% 3.1% 3.0%
Officers/Executives 3.1% 3.0% 3.1% 3.0% 3.2% 3.0% 3.2% 3.0% 3.2% 3.0%
All 3.0% 3.0% 3.1% 3.0% 3.1% 3.0% 3.1% 3.0% 3.1% 3.0%
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FIGURE 3 Number of Months Between Increases
Actual 2014 Projected 2015 Actual 2015 Projected 2016
Mean Median Mean Median Mean Median Mean Median
Nonexempt Hourly Nonunion 12.4 12.0 12.2 12.0 12.3 12.0 12.1 12.0
Nonexempt Salaried 12.5 12.0 12.2 12.0 12.2 12.0 12.1 12.0
Exempt Salaried 12.5 12.0 12.2 12.0 12.4 12.0 12.1 12.0
Officers/Executives 12.9 12.0 12.5 12.0 12.6 12.0 12.3 12.0
All 12.6 12.0 12.3 12.0 12.4 12.0 12.2 12.0
FIGURE 4 Distribution of Total Salary Budget Increase Responses, Actual 2014 vs. Actual 2015
Zero (0%) 0.1%-1.9% 2.0%-2.9% 3.0%-4.0% 4.1%-6.9% 7.0%+
2014 2015 2014 2015 2014 2015 2014 2015 2014 2015 2014 2015
Nonexempt Hourly Nonunion 3% 3% 3% 3% 37% 27% 51% 62% 6% 4% 1% 1%
Nonexempt Salaried 2% 3% 2% 2% 25% 23% 65% 69% 5% 4% 1% 1%
Exempt Salaried 3% 3% 3% 2% 26% 23% 63% 66% 6% 5% 1% 1%
Officers/Executives 5% 5% 3% 2% 23% 21% 62% 66% 6% 7% 1% 2%
FIGURE 4A 6-Year Change in Distribution of Actual, Total Salary Budget Increase Responses*
70%
60%
50%
40%
30%
20%
10%
0%
Zero (0%) 0.1% - 1.9% 2.0% - 2.9% 3.0% - 4.0% 4.1% - 6.9% 7.0%+
Pe
rcen
tag
e o
f R
esp
on
den
ts
Actual Total Salary Budget Responses
* Data represent exempt salaried employee category only.
2015
2013
2011
2009
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FIGURE 5 Salary Budget Increase Trends
Nonexempt Hourly Nonunion Nonexempt Salaried Exempt Salaried Officers/Executives
1979 — 8.2% 8.0% 7.8%
1980 — 10.1% 9.9% 9.7%
1981 — 10.6% 10.5% 10.6%
1982 — 9.1% 9.1% 8.9%
1983 — 6.8% 6.9% 6.9%
1984 — 6.4% 6.5% 6.8%
1985 — 6.2% 6.4% 6.7%
1986 — 5.7% 5.9% 6.3%
1987 — 5.0% 5.2% 5.5%
1988 — 5.1% 5.2% 5.6%
1989 — 5.2% 5.4% 5.7%
1990 — 5.4% 5.5% 5.8%
1991 — 5.0% 5.0% 5.1%
1992 — 4.6% 4.7% 4.8%
1993 — 4.2% 4.3% 4.4%
1994 — 4.0% 4.0% 4.1%
1995 — 3.9% 4.0% 4.1%
1996 3.8% 4.0% 4.1% 4.3%
1997 4.1% 4.1% 4.3% 4.5%
1998 4.1% 4.2% 4.5% 4.6%
1999 4.1% 4.2% 4.4% 4.5%
2000 4.3% 4.4% 4.6% 4.8%
2001 4.3% 4.4% 4.6% 4.7%
2002 3.7% 3.7% 3.9% 4.0%
2003 3.5% 3.4% 3.6% 3.6%
2004 3.5% 3.4% 3.6% 3.6%
2005 3.6% 3.6% 3.7% 3.8%
2006 3.7% 3.7% 3.8% 3.9%
2007 3.8% 3.8% 3.9% 4.1%
2008 3.8% 3.8% 3.9% 4.0%
2009 2.3% 2.1% 2.2% 2.0%
2010 2.4% 2.4% 2.5% 2.5%
2011 2.7% 2.8% 2.8% 2.8%
2012 2.8% 2.9% 2.9% 2.8%
2013 2.9% 2.9% 2.9% 2.9%
2014 2.9% 3.0% 3.0% 3.0%
2015 2.9% 3.0% 3.0% 3.0%
2016 Projected 3.0% 3.1% 3.1% 3.1%
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FIGURE 6 Total Salary Budget Increases, by Region and Employee Category
Central Eastern
Actual 2014 Actual 2015 Projected 2016 Actual 2014 Actual 2015 Projected 2016
Mean Median Mean Median Mean Median Mean Median Mean Median Mean Median
Nonexempt Hourly Nonunion
2.9% 3.0% 2.9% 3.0% 3.0% 3.0% 2.9% 3.0% 2.9% 3.0% 3.0% 3.0%
Nonexempt Salaried
3.0% 3.0% 3.0% 3.0% 3.1% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0%
Exempt Salaried 3.0% 3.0% 3.0% 3.0% 3.1% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0%
Officers/Executives
3.0% 3.0% 3.0% 3.0% 3.1% 3.0% 2.9% 3.0% 3.0% 3.0% 3.1% 3.0%
All 3.0% 3.0% 3.0% 3.0% 3.1% 3.0% 2.9% 3.0% 2.9% 3.0% 3.0% 3.0%
Southern Western
Actual 2014 Actual 2015 Projected 2016 Actual 2014 Actual 2015 Projected 2016
Mean Median Mean Median Mean Median Mean Median Mean Median Mean Median
Nonexempt Hourly Nonunion
2.9% 3.0% 2.9% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.1% 3.0%
Nonexempt Salaried
3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0%
Exempt Salaried 3.0% 3.0% 3.0% 3.0% 3.1% 3.0% 3.0% 3.0% 3.0% 3.0% 3.1% 3.0%
Officers/Executives
3.0% 3.0% 3.0% 3.0% 3.1% 3.0% 3.0% 3.0% 3.1% 3.0% 3.1% 3.0%
All 3.0% 3.0% 3.0% 3.0% 3.1% 3.0% 3.0% 3.0% 3.0% 3.0% 3.1% 3.0%
western
southern
central eastern
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FIGURE 7 Total Salary Budget Increases, by State
Actual 2014 Projected 2015 Actual 2015 Projected 2016
Mean Median Mean Median Mean Median Mean Median
National 3.0% 3.0% 3.1% 3.0% 3.0% 3.0% 3.1% 3.0%
Alabama 2.9% 3.0% 3.0% 3.0% 3.0% 3.0% 3.1% 3.0%
Alaska 2.9% 3.0% 2.9% 3.0% 3.1% 3.0% 3.2% 3.0%
Arizona 2.9% 3.0% 3.0% 3.0% 3.1% 3.0% 3.1% 3.0%
Arkansas 2.9% 3.0% 3.0% 3.0% 3.1% 3.0% 3.1% 3.0%
California 3.0% 3.0% 3.1% 3.0% 3.0% 3.0% 3.1% 3.0%
Colorado 2.9% 3.0% 3.0% 3.0% 3.0% 3.0% 3.1% 3.0%
Connecticut 2.9% 3.0% 3.0% 3.0% 3.0% 3.0% 3.1% 3.0%
Delaware 2.9% 3.0% 2.9% 3.0% 3.1% 3.0% 3.2% 3.0%
Florida 2.9% 3.0% 3.0% 3.0% 3.0% 3.0% 3.1% 3.0%
Georgia 2.9% 3.0% 3.0% 3.0% 3.0% 3.0% 3.1% 3.0%
Hawaii 2.9% 3.0% 2.9% 3.0% 3.1% 3.0% 3.2% 3.0%
Idaho 2.9% 3.0% 2.9% 3.0% 3.1% 3.0% 3.2% 3.0%
Illinois 2.9% 3.0% 3.0% 3.0% 3.0% 3.0% 3.1% 3.0%
Indiana 2.9% 3.0% 2.9% 3.0% 3.0% 3.0% 3.1% 3.0%
Iowa 2.9% 3.0% 3.0% 3.0% 3.1% 3.0% 3.1% 3.0%
Kansas 2.9% 3.0% 2.9% 3.0% 3.0% 3.0% 3.1% 3.0%
Kentucky 2.9% 3.0% 2.9% 3.0% 3.0% 3.0% 3.1% 3.0%
Louisiana 2.9% 3.0% 3.0% 3.0% 2.9% 3.0% 3.1% 3.0%
Maine 2.9% 3.0% 2.9% 3.0% 3.1% 3.0% 3.1% 3.0%
Maryland 2.9% 3.0% 3.0% 3.0% 3.0% 3.0% 3.1% 3.0%
Massachusetts 2.9% 3.0% 3.0% 3.0% 3.0% 3.0% 3.1% 3.0%
Michigan 2.9% 3.0% 3.0% 3.0% 3.0% 3.0% 3.1% 3.0%
Minnesota 2.9% 3.0% 2.9% 3.0% 3.0% 3.0% 3.1% 3.0%
Mississippi 2.8% 3.0% 2.9% 3.0% 3.0% 3.0% 3.1% 3.0%
Missouri 2.9% 3.0% 2.9% 3.0% 3.0% 3.0% 3.1% 3.0%
Montana 3.0% 3.0% 3.0% 3.0% 3.1% 3.0% 3.2% 3.0%
Nebraska 2.9% 3.0% 3.0% 3.0% 3.1% 3.0% 3.2% 3.0%
Nevada 2.9% 3.0% 2.9% 3.0% 3.1% 3.0% 3.2% 3.0%
New Hampshire 2.9% 3.0% 2.9% 3.0% 3.0% 3.0% 3.1% 3.0%
New Jersey 2.8% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0%
New Mexico 2.9% 3.0% 3.0% 3.0% 3.1% 3.0% 3.2% 3.0%
New York 2.9% 3.0% 3.0% 3.0% 3.0% 3.0% 3.1% 3.0%
North Carolina 2.9% 3.0% 3.0% 3.0% 3.0% 3.0% 3.1% 3.0%
North Dakota 3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.1% 3.0%
Ohio 2.9% 3.0% 3.0% 3.0% 3.0% 3.0% 3.1% 3.0%
Oklahoma 3.0% 3.0% 3.1% 3.0% 3.0% 3.0% 3.2% 3.0%
Oregon 2.9% 3.0% 3.0% 3.0% 3.1% 3.0% 3.2% 3.0%
Pennsylvania 2.9% 3.0% 3.0% 3.0% 3.0% 3.0% 3.1% 3.0%
Rhode Island 2.9% 3.0% 2.9% 3.0% 3.1% 3.0% 3.1% 3.0%
South Carolina 2.8% 3.0% 2.9% 3.0% 3.0% 3.0% 3.1% 3.0%
South Dakota 2.9% 3.0% 2.9% 3.0% 3.1% 3.0% 3.2% 3.0%
WorldatWork 2015-2016 Salary Budget Survey | www.worldatwork.org/salarybudgetsurvey 25
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FIGURE 7 Total Salary Budget Increases, by State (continued)
Actual 2014 Projected 2015 Actual 2015 Projected 2016
Mean Median Mean Median Mean Median Mean Median
Tennessee 2.9% 3.0% 3.0% 3.0% 3.0% 3.0% 3.1% 3.0%
Texas 3.1% 3.0% 3.1% 3.0% 3.0% 3.0% 3.1% 3.0%
Utah 2.9% 3.0% 3.0% 3.0% 3.0% 3.0% 3.2% 3.0%
Vermont 2.9% 3.0% 2.9% 3.0% 3.0% 3.0% 3.2% 3.0%
Virginia 2.9% 3.0% 3.0% 3.0% 3.0% 3.0% 3.1% 3.0%
Washington 2.9% 3.0% 3.0% 3.0% 3.1% 3.0% 3.2% 3.0%
West Virginia 2.9% 3.0% 2.9% 3.0% 3.0% 3.0% 3.1% 3.0%
Wisconsin 2.9% 3.0% 2.9% 3.0% 3.0% 3.0% 3.1% 3.0%
Wyoming 3.0% 3.0% 3.0% 3.0% 3.1% 3.0% 3.2% 3.0%
FIGURE 8 Total Salary Budget Increases, by Major Metropolitan Area
Actual 2014 Projected 2015 Actual 2015 Projected 2016
Mean Median Mean Median Mean Median Mean Median
National 3.0% 3.0% 3.1% 3.0% 3.0% 3.0% 3.1% 3.0%
Atlanta 2.9% 3.0% 2.9% 3.0% 3.1% 3.0% 3.1% 3.0%
Baltimore 2.8% 3.0% 2.8% 3.0% 3.0% 3.0% 3.0% 3.0%
Boston 2.9% 3.0% 2.9% 3.0% 3.1% 3.0% 3.0% 3.0%
Chicago 3.0% 3.0% 3.1% 3.0% 3.0% 3.0% 3.1% 3.0%
Cincinnati 2.8% 3.0% 2.8% 3.0% 2.9% 3.0% 3.0% 3.0%
Cleveland 2.9% 3.0% 2.9% 3.0% 3.0% 3.0% 3.0% 3.0%
Dallas 3.0% 3.0% 3.1% 3.0% 3.0% 3.0% 3.1% 3.0%
Denver 3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.1% 3.0%
Detroit 2.7% 3.0% 2.8% 3.0% 3.0% 3.0% 3.1% 3.0%
Houston 3.1% 3.0% 3.1% 3.0% 2.9% 3.0% 3.1% 3.0%
Los Angeles 3.1% 3.0% 3.1% 3.0% 3.0% 3.0% 3.1% 3.0%
Miami 2.7% 3.0% 2.9% 3.0% 3.0% 3.0% 3.1% 3.0%
Minneapolis 2.9% 3.0% 2.9% 3.0% 3.0% 3.0% 3.1% 3.0%
New York 3.0% 3.0% 3.1% 3.0% 3.1% 3.0% 3.1% 3.0%
Philadelphia 2.9% 3.0% 2.9% 3.0% 2.9% 3.0% 3.0% 3.0%
Phoenix 3.0% 3.0% 3.0% 3.0% 3.1% 3.0% 3.1% 3.0%
Pittsburgh 2.7% 3.0% 2.8% 3.0% 2.8% 3.0% 2.9% 3.0%
Portland 2.8% 3.0% 2.9% 3.0% 3.2% 3.0% 3.2% 3.0%
San Diego 2.9% 3.0% 3.0% 3.0% 3.2% 3.0% 3.2% 3.0%
San Francisco 3.1% 3.0% 3.2% 3.0% 3.2% 3.0% 3.2% 3.0%
San Jose 3.0% 3.0% 3.1% 3.0% 3.1% 3.0% 3.2% 3.0%
Seattle 3.0% 3.0% 3.0% 3.0% 3.2% 3.0% 3.2% 3.0%
St. Louis 2.7% 3.0% 2.8% 3.0% 3.0% 3.0% 3.1% 3.0%
Tampa 2.7% 3.0% 2.8% 3.0% 3.0% 3.0% 2.9% 3.0%
Washington, D.C. 2.9% 3.0% 3.0% 3.0% 3.1% 3.0% 3.1% 3.0%
26 © 2015 WorldatWork. All rights reserved. Permission is required to republish in any form.
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FIGURE 9 Total Salary Budget Increases, by Major Industry Grouping
Summary data are presented this year for all major industries in which data were reported. Detailed information about these
industries and additional subindustries can be accessed through the “Online Reporting Tool.” See page 6 for details.
Actual 2014 Projected 2015 Actual 2015 Projected 2016
Mean Median Mean Median Mean Median Mean Median
All Industries 3.0% 3.0% 3.1% 3.0% 3.0% 3.0% 3.1% 3.0%
Accommodation and Food Services
3.0% 3.0% 2.9% 3.0% 3.3% 3.0% 3.4% 3.0%
Administrative and Support and Waste Management and Remediation Services
2.8% 3.0% 2.9% 3.0% 3.1% 3.0% 3.2% 3.0%
Agriculture, Forestry, Fishing and Hunting
3.5% 3.0% 3.6% 3.0% 2.9% 2.9% 3.2% 3.0%
Arts, Entertainment, and Recreation
2.6% 3.0% 3.1% 3.0% 2.9% 3.0% 3.3% 3.0%
Construction 3.7% 3.5% 3.5% 3.5% 2.9% 3.0% 3.0% 3.0%
Educational Services 2.5% 2.5% 2.4% 2.5% 2.6% 3.0% 2.5% 2.5%
Finance and Insurance 3.0% 3.0% 3.1% 3.0% 3.2% 3.0% 3.2% 3.0%
Health Care and Social Assistance
2.5% 2.5% 2.7% 3.0% 2.7% 3.0% 2.9% 3.0%
Information 3.2% 3.0% 3.2% 3.0% 3.1% 3.0% 3.3% 3.0%
Management of Companies and Enterprises
2.9% 2.8% 2.9% 3.0% 3.6% 3.0% 3.0% 3.0%
Manufacturing 2.9% 3.0% 3.1% 3.0% 3.0% 3.0% 3.1% 3.0%
Mining, Quarrying, and Oil and Gas Extraction
3.8% 3.8% 3.8% 3.5% 2.5% 3.0% 2.9% 3.0%
Professional, Scientific, and Technical Services (includes Consulting)
3.1% 3.0% 3.2% 3.0% 3.1% 3.0% 3.3% 3.0%
Public Administration 2.7% 2.9% 2.5% 3.0% 2.7% 3.0% 2.7% 3.0%
Real Estate and Rental and Leasing
3.3% 3.0% 3.2% 3.0% 3.2% 3.0% 3.1% 3.0%
Retail Trade 2.9% 3.0% 3.1% 3.0% 3.0% 3.0% 3.0% 3.0%
Telecommunications 3.0% 3.0% 3.0% 3.0% 3.1% 3.0% 3.2% 3.0%
Transportation and Warehousing
3.2% 3.0% 3.2% 3.0% 2.9% 3.0% 3.0% 3.0%
Utilities 3.1% 3.0% 3.1% 3.0% 3.0% 3.0% 3.0% 3.0%
Wholesale Trade 2.8% 3.0% 3.2% 3.0% 2.8% 3.0% 3.0% 3.0%
Other Services (except Public Administration)
3.2% 3.0% 3.1% 3.0% 3.2% 3.0% 3.2% 3.0%
WorldatWork 2015-2016 Salary Budget Survey | www.worldatwork.org/salarybudgetsurvey 27
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FIGURE 10 Total Salary Budget Increases, by Organization Size
Actual 2014 Projected 2015 Actual 2015 Projected 2016
Number of Employees Mean Median Mean Median Mean Median Mean Median
1-499 3.2% 3.0% 3.3% 3.0% 3.3% 3.0% 3.3% 3.0%
500-2,499 3.1% 3.0% 3.1% 3.0% 3.1% 3.0% 3.2% 3.0%
2,500-9,999 2.9% 3.0% 3.0% 3.0% 2.9% 3.0% 3.0% 3.0%
10,000-19,999 2.9% 3.0% 3.0% 3.0% 2.8% 3.0% 3.0% 3.0%
20,000+ 2.7% 3.0% 2.8% 3.0% 2.9% 3.0% 3.0% 3.0%
FIGURE 11 Total Salary Budget Increases, by Revenue
Actual 2014 Projected 2015 Actual 2015 Projected 2016
2014 Revenue Mean Median Mean Median Mean Median Mean Median
Up to $30 million 3.1% 3.0% 3.2% 3.0% 3.2% 3.0% 3.4% 3.0%
More than $30 million to $100 million 3.1% 3.0% 3.2% 3.0% 3.2% 3.0% 3.3% 3.0%
More than $100 million to $300 million 2.9% 3.0% 3.0% 3.0% 3.0% 3.0% 3.1% 3.0%
More than $300 million to $600 million 3.1% 3.0% 3.2% 3.0% 3.1% 3.0% 3.2% 3.0%
More than $600 million to $1 billion 3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0%
More than $1 billion to $3 billion 3.0% 3.0% 3.1% 3.0% 2.9% 3.0% 3.0% 3.0%
More than $3 billion to $5 billion 2.9% 3.0% 3.0% 3.0% 2.8% 3.0% 2.9% 3.0%
More than $5 billion to $8 billion 2.8% 3.0% 3.0% 3.0% 2.9% 3.0% 3.0% 3.0%
More than $8 billion to $10 billion 2.8% 3.0% 3.0% 3.0% 3.2% 3.0% 3.3% 3.0%
More than $10 billion 3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0%
28 © 2015 WorldatWork. All rights reserved. Permission is required to republish in any form.
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FIGURE 12 Impact of Promotional Increases on Salary Budgets (n=1,979)
Additional amount budgeted for promotional increases as part of salary budget but separate from other pay increase budgets
25%
Additional amount budgeted for promotional increases as part of merit budget
10%
Additional amount budgeted for promotional increases as part of general increase/COLA increase budget
1%
Additional amount budgeted for promotional increases as part of other increase budgets
10%
Percent of organizations that do budget for promotions 46%
No budget for promotional increases 54%
Percent of organizations that do NOT budget for promotions 54%
FIGURE 12A Promotional Increase Funding When Promotional Increases Are Not Budgeted (n=984)
Promotional increases are paid for out of the merit budget, even though the merit budget is not inflated to cover promotional increases
24%
Promotional increases are paid for out of the general increase/COLA increase budget, even though the general increase/COLA increase budget is not inflated to cover promotional increases
3%
Promotional increases are paid for out of the other increase budget, even though the other increase budget is not inflated to cover promo-tional increases
20%
Promotional increases are paid for with savings (e.g., savings realized from vacant positions, hiring at a lower rate than the previous incum-bent, downsizing)
66%
FIGURE 12B Promotional Increase Budget Practices
Promotional increases are not budgeted
Promotional increases are
budgeted
54% 46%
* Data for companies that do budget for promotions were extracted from Figure 12 and recalculated to show breakdown within those 46% of respondents. NOTE: See Figures 12 and 12a for additional detail on data used to create this chart.
Where are promotional increases budgeted?* (n= 910)
Separately from other pay increase budgets
55%
As part of the merit increase budget
21%
As part of the other increase budget
21%
As part of the general increase/COLA budget
3%
How are promotional increases paid for/funded if not budgeted? (n=984)
With vacancy, salary or other savings
66%
Out of merit increase budget
24%
Out of other increase budget
20%
Out of general increase/COLA budget
3%
WorldatWork 2015-2016 Salary Budget Survey | www.worldatwork.org/salarybudgetsurvey 29
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FIGURE 13 Salary Budget Increases, Promotional Increase Budget Practices
All RespondentsOrganizations That
Do NOT Budget for Promotional Increases
Organizations That Budget for Promotional
Increases
Actual 2015 Projected 2016 Actual 2015 Projected 2016 Actual 2015 Projected 2016
Mean Median Mean Median Mean Median Mean Median Mean Median Mean Median
General Increase/COLA 1.3 1.0 1.4 1.8 1.4 1.5 1.4 2.0 1.2 0.5 1.4 1.5
Merit Increase 2.8 3.0 2.9 3.0 2.7 3.0 2.9 3.0 2.8 3.0 2.9 3.0
Other Increase (not promotional)
0.7 0.5 0.8 0.5 0.5 0.2 0.5 0.3 0.7 0.5 0.8 0.5
Total Increase 3.0 3.0 3.1 3.0 2.9 3.0 2.9 3.0 3.1 3.0 3.3 3.0
FIGURE 14 Promotional Increases
2013 2014 2015
Mean Median Mean Median Mean Median
Percentage of employees that received promotional increases 7.6% 6.0% 7.9% 7.0% – –n=1,348 n=1.317
Percentage of promoted employees’ base salary 8.3% 8.0% 8.4% 8.0% – –n=1,356 n=1,335
Planned spending on promotional increases as a percentage of total base salaries
1.5% 1.0% 1.5% 1.0% 1.5% 1.0%n=1,249 n=1,315 n=1,267
– Question was not an option in the survey questionnaire.
FIGURE 14A Change in Planned Spending on Promotional Increases
More Similar Less
Planned spending on promotional increases in 2015 is … than 2014 7% 87% 6%
Estimated spending on promotional increases in 2016 will be … than 2015 5% 91% 4%
Promotional Increase Budget Added to Merit
Increase Budget
Promotional Increase Budget Added to General Increase/
COLA Budget
Promotional Increase Budget Added to Other
Increase Budget
Actual 2015 Projected 2016 Actual 2015 Projected 2016 Actual 2015 Projected 2016
Mean Median Mean Median Mean Median Mean Median Mean Median Mean Median
General Increase/COLA 1.1 0.0 0.9 0.0 2.3 2.0 2.3 2.5 1.0 0.0 1.2 0.4
Merit Increase 2.8 3.0 3.0 3.0 2.4 3.0 2.8 3.0 2.9 3.0 2.9 3.0
Other Increase (not promotional)
0.9 0.5 0.8 0.5 0.8 0.1 1.5 0.6 0.7 0.5 0.9 0.5
Total Increase 3.2 3.0 3.2 3.0 3.2 3.0 3.0 3.0 3.2 3.0 3.3 3.0
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M E R I T I N C R E A S E A W A R D S
FIGURE 15 Percent of Employees Receiving a Base Salary Increase in 2015, by Employee Category
Percent of Employees Receiving an Increase in 2015
Percent of Employees Receiving an Increase in 2015 is … than 2014
Mean Median Larger Similar Smaller
Nonexempt Hourly Nonunion 89% 96% 7% 88% 5%
Nonexempt Salaried 91% 97% 5% 90% 5%
Exempt Salaried 91% 96% 7% 89% 4%
Officers/Executives 90% 100% 6% 88% 6%
FIGURE 16 Percent of Employees Receiving a Base Salary Increase in 2015, by Employee Category and Region
Central Eastern Southern Western
Mean Median Mean Median Mean Median Mean Median
Nonexempt Hourly Nonunion 89% 95% 89% 95% 87% 95% 87% 95%
Nonexempt Salaried 90% 97% 90% 97% 90% 97% 90% 95%
Exempt Salaried 91% 95% 91% 95% 90% 95% 90% 95%
Officers/Executives 90% 100% 89% 100% 89% 100% 88% 100%
FIGURE 17 Merit Increases Awarded, by Performance Category
High Performers Middle Performers Low Performers
2014 Mean Median Mean Median Mean Median
Percentage of employees rated in this category for 2014 26% 23% 68% 70% 6% 5%
Average merit increase awarded to this 2014 performance category
4.0% 4.0% 2.7% 2.8% 0.7% 0.2%
2015
Percentage of employees estimated to be rated in this category for 2015
25% 20% 69% 70% 6% 5%
Average merit increase estimated for this 2015 performance category
4.1% 4.0% 2.8% 2.9% 0.6% 0.0%
Note: The mean distribution of the percent of employees in each performance category will total 100% or, as a result of rounding, may be very close. However, by definition, the median value for each category will move depending on the frequency of values in the dataset. Therefore, the median distribution of the percent of employees in each category will not equal 100%.
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FIGURE 17A Five-Year History of Merit Increase Differentiation
Middle Performers(Mean)
High Performers (Mean)
Differentiation Between High and Middle
Performers
2011 2.6% 3.9% 150%
2012 2.7% 3.9% 144%
2013 2.7% 4.0% 148%
2014 2.7% 4.0% 148%
2015 (estimated) 2.8% 4.1% 146%
FIGURE 17B Relationship Between the Number of Employees Rated as High Performers and the Size of Merit Increases Awarded to High Performers
Percent of employees rated as high performers for 2014
2014 Merit Increase Award for High Performers
n Mean Median
Up to 10% of employees 279 4.2 4.0
11 to 15% of employees 168 4.3 4.0
16 to 24% of employees 293 4.1 4.0
25 to 29% of employees 155 4.0 4.0
30% or more of employees 516 3.8 3.7
FIGURE 18 Base Pay Market Comparison Target, by Employee Category
10th Percentile
25th Percentile
50th Percentile (median)
75th Percentile
90th Percentile
Other Percentile
No Formal Compensation
Strategy
Nonexempt Hourly Nonunion 0.5% 2.8% 85.0% 2.1% 0.3% 2.8% 6.6%
Nonexempt Salaried 0.2% 2.4% 87.6% 1.9% 0.3% 3.1% 4.5%
Exempt Salaried 0.2% 1.8% 86.9% 2.8% 0.3% 3.2% 4.9%
Officers/Executives 0.0% 1.3% 77.0% 10.0% 0.7% 3.0% 8.1%
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FIGURE 19 Lump-Sum Awards, by Employee Category
Percent of Companies Giving Lump-Sum Awards
Percent of Employees Receiving Lump-Sum Awards
(Mean)
Nonexempt Hourly Nonunion 51% 11%
Nonexempt Salaried 54% 9%
Exempt Salaried 58% 10%
Officers/Executives 40% 18%
FIGURE 20 Salary Structure Increases, by Employee Category
Actual 2014 Projected 2015 Actual 2015 Projected 2016
Mean Median Mean Median Mean Median Mean Median
Nonexempt Hourly Nonunion 1.9% 2.0% 2.1% 2.0% 1.8% 2.0% 2.1% 2.0%(n=1,108) (n=1,007) (n=1,065) (n=957)
Nonexempt Salaried 1.9% 2.0% 2.1% 2.0% 2.0% 2.0% 2.1% 2.0%
(n=666) (n=618) (n=640) (n=584)
Exempt Salaried 1.9% 2.0% 2.1% 2.0% 2.0% 2.0% 2.1% 2.0%(n=1,424) (n=1,295) (n=1,397) (n=1,269)
Officers/Executives 1.9% 2.0% 2.1% 2.0% 1.9% 2.0% 2.1% 2.0%(n=1,117) (n=1,041) (n=1,067) (n=990)
All 1.9% 2.0% 2.1% 2.0% 1.9% 2.0% 2.1% 2.0%
(n=4,315) (n=3,961) (n=4,169) (n=3,800)
A lump-sum award is defined as an increase in pay that
is made in the form of a single cash payment. Lump-sum
awards often are used in one of three circumstances:
❚❚ When an employer does not want to increase the employ-
ee’s base pay due to budget constraints
❚❚ When an employee is reaching or exceeding the maximum
of his/her salary range
❚❚ When an employer is trying to give the employee more
buying power at a specific point in time.
An organization’s salary structure is a hierarchy of pay ranges
with established minimums and maximums. Organizations
frequently apply control points (often the midpoint) within
each salary range. The collection of those control points
determines the pay line. As a general rule, the numbers
displayed in Figure 20 refer to the percent increase in
the salary structure pay line encompassing all salary
range control points.
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FIGURE 20A Actual 2015 Salary Structure Increase Data, Most Common Responses
Nonexempt Hourly Nonunion
Mean: 1.8%
Nonexempt Salaried Mean: 2.0%
Exempt Salaried Mean: 2.0%
Officers/Executives Mean: 1.9%
3.0% increase 16% 16% 15% 15%
2.5% increase 7% 7% 6% 6%
2.0% increase 32% 36% 33% 32%
0.0% increase 21% 16% 19% 23%
FIGURE 20B Projected 2016 Salary Structure Increase Data, Most Common Responses
Nonexempt Hourly Nonunion
Mean: 2.1%
Nonexempt Salaried Mean: 2.1%
Exempt Salaried Mean: 2.1%
Officers/Executives Mean: 2.1%
3.0% increase 21% 21% 20% 20%
2.5% increase 8% 8% 8% 8%
2.0% increase 40% 42% 42% 40%
0.0% increase 11% 9% 10% 12%
FIGURE 21 Organizations Reporting No Salary Structure Increase (0%), by Employee Category
Actual 2014 Actual 2015 Projected 2016
% n % n % n
Nonexempt Hourly Nonunion 21% 1,108 21% 1,065 11% 957
Nonexempt Salaried 18% 666 16% 640 9% 584
Exempt Salaried 20% 1,424 19% 1,397 10% 1,269
Officers/Executives 23% 1,117 23% 1,067 12% 990
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FIGURE 22 Number of Months Since Last Increase if No Increase Was Reported (0% or Blank) and Most Common Responses
Frequency of Responses
n Mean Median 12 months 18 months 24 months 36 months
Nonexempt Hourly Nonunion 204 23.5 19.0 33% 5% 26% 7%
Nonexempt Salaried 95 21.9 22.0 38% 1% 31% 6%
Exempt Salaried 252 22.6 24.0 32% 4% 31% 7%
Officers/Executives 221 22.9 24.0 33% 4% 29% 8%
FIGURE 23 Salary Structure Trends
Nonexempt Hourly Nonunion Nonexempt Salaried Exempt Salaried Officers/Executives
1994 — 2.4% 2.5% 2.5%
1995 — 2.3% 2.4% 2.4%
1996 2.7% 2.8% 2.9% 3.0%
1997 2.5% 2.5% 2.7% 2.6%
1998 2.6% 2.7% 2.9% 2.7%
1999 2.6% 2.7% 2.9% 2.7%
2000 2.8% 2.8% 3.0% 2.9%
2001 3.0% 3.1% 3.2% 3.0%
2002 2.3% 2.4% 2.5% 2.4%
2003 2.0% 2.3% 2.1% 2.2%
2004 1.9% 2.0% 2.0% 2.0%
2005 2.1% 2.2% 2.2% 2.2%
2006 2.5% 2.6% 2.6% 2.7%
2007 2.5% 2.6% 2.6% 2.6%
2008 2.5% 2.5% 2.5% 2.6%
2009 1.5% 1.5% 1.5% 1.4%
2010 1.1% 1.3% 1.2% 1.2%
2011 1.4% 1.5% 1.5% 1.4%
2012 1.7% 2.1% 1.7% 1.7%
2013 1.8% 1.9% 1.9% 1.9%
2014 1.9% 1.9% 1.9% 1.9%
2015 1.8% 2.0% 2.0% 1.9%
2016 Projected 2.1% 2.1% 2.1% 2.1%
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FIGURE 24 Salary Structure Increases, by Region and Employee Category
Central Eastern
Actual 2015 Projected 2016 Actual 2015 Projected 2016
Mean Median Mean Median Mean Median Mean Median
Nonexempt Hourly Nonunion 1.9% 2.0% 2.0% 2.0% 1.8% 2.0% 2.0% 2.0%
Nonexempt Salaried 1.9% 2.0% 2.1% 2.0% 2.0% 2.0% 2.1% 2.0%
Exempt Salaried 1.9% 2.0% 2.1% 2.0% 1.9% 2.0% 2.1% 2.0%
Officers/Executives 1.9% 2.0% 2.1% 2.0% 1.8% 2.0% 2.0% 2.0%
All 1.9% 2.0% 2.1% 2.0% 1.9% 2.0% 2.0% 2.0%
Southern Western
Actual 2015 Projected 2016 Actual 2015 Projected 2016
Mean Median Mean Median Mean Median Mean Median
Nonexempt Hourly Nonunion 1.8% 2.0% 2.0% 2.0% 1.9% 2.0% 2.1% 2.0%
Nonexempt Salaried 2.0% 2.0% 2.1% 2.0% 1.9% 2.0% 2.1% 2.0%
Exempt Salaried 1.9% 2.0% 2.1% 2.0% 1.9% 2.0% 2.1% 2.0%
Officers/Executives 1.9% 2.0% 2.1% 2.0% 1.9% 2.0% 2.1% 2.0%
All 1.9% 2.0% 2.1% 2.0% 1.9% 2.0% 2.1% 2.0%
western
southern
central eastern
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FIGURE 25 10-Year Perspective: Salary Budget and Structure Increases
Salary Budget Increases
2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 projected
Nonexempt Hourly Nonunion 3.7% 3.8% 3.8% 2.3% 2.4% 2.7% 2.8% 2.9% 2.9% 2.9% 3.0%
Nonexempt Salaried 3.7% 3.8% 3.8% 2.1% 2.4% 2.8% 2.9% 2.9% 3.0% 3.0% 3.1%
Exempt Salaried 3.8% 3.9% 3.9% 2.2% 2.5% 2.8% 2.9% 2.9% 3.0% 3.0% 3.1%
Officers/Executives 3.9% 4.1% 4.0% 2.0% 2.5% 2.8% 2.8% 2.9% 3.0% 3.0% 3.1%
All 3.8% 3.9% 3.9% 2.2% 2.5% 2.8% 2.8% 2.9% 3.0% 3.0% 3.1%
Salary Structure Increases
2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 projected
Nonexempt Hourly Nonunion 2.5% 2.5% 2.5% 1.5% 1.1% 1.4% 1.7% 1.8% 1.9% 1.8% 2.1%
Nonexempt Salaried 2.6% 2.6% 2.5% 1.5% 1.3% 1.5% 2.1% 1.9% 1.9% 2.0% 2.1%
Exempt Salaried 2.6% 2.6% 2.5% 1.5% 1.2% 1.5% 1.7% 1.9% 1.9% 2.0% 2.1%
Officers/Executives 2.7% 2.6% 2.6% 1.4% 1.2% 1.4% 1.7% 1.9% 1.9% 1.9% 2.1%
All 2.6% 2.6% 2.5% 1.5% 1.2% 1.4% 1.7% 1.9% 1.9% 1.9% 2.1%
Economic Indicators
2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 projected
Consumer Price Index (CPI) 3.5% 2.6% 3.9% -0.7% 2.2% 3.2% 2.3% 1.1% 2.0% -0.2% —
Unemployment 4.9% 4.6% 4.8% 6.9% 9.7% 9.3% 8.8% 7.9% 7.0% 5.8% —
Note: U.S. CPI as reported by U.S. Bureau of Labor Statistics (BLS) for all urban consumers for 12 months ending April 2015. Average U.S. unemployment rate as reported by BLS for labor force 16 years and over for 12 months ending April 2015 (www.bls.gov.).
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2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016projected
10
9.5
9
8.5
8
7.5
7
6.5
6
5.5
5
4.5
4
3.5
3
2.5
2
1.5
1
0.5
0
-0.5
-1
FIGURE 25 10-Year Perspective: Salary Budget and Structure Increases (continued)
Salary Budget Increases
Salary Structure Increases
Economic Indicators
Consumer Price Index
Unemployment
S A L A R Y S T R U C T U R E A D J U S T M E N T S
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Pay
V A R I A B L E P A Y
Variable pay is the percentage of payroll established by
management to grant to employees for performance-based,
lump-sum, short-term cash awards during the year. Included
in this calculation are payments provided under a formal plan,
such as organizationwide awards, unit/strategic business unit
(SBU) awards and/or individual incentive awards. (Specific
salesforce incentive awards and cash awards for recognition
are excluded from the variable pay data.)
FIGURE 26 Use of Variable Pay
Percent of organizations … 2013 2014 2015
Using variable pay 83% 84% 83%
Not using variable pay 17% 16% 17%
FIGURE 27 Types of Variable Pay Programs
Combination awards based on both organization/unit success and individual performance
71%
Organizationwide awards 29%
Individual incentive awards 22%
Unit/strategic business unit awards 17%
FIGURE 28 Impact of Variable Pay on Base Salary Budget Recommendations
Nonexempt Hourly Nonunion Nonexempt Salaried Exempt Salaried Officers/ Executives
No impact 73% 75% 70% 67%
Some impact 24% 24% 27% 26%
Significant impact 3% 1% 3% 7%
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V A R I A B L E P A Y
(Continued on page 40)
FIGURE 29 Variable Pay Programs, 2014-2016
Nonexempt Hourly Nonunion
Nonexempt Salaried Exempt Salaried Officers/Executives
National Mean Median Mean Median Mean Median Mean Median
2014
Average percent budgeted 5.3% 5.0% 6.1% 5.0% 12.6% 12.0% 38.2% 35.0%
Average percent paid 5.1% 4.5% 5.8% 5.0% 12.9% 11.0% 39.2% 34.0%
Percent of employees eligible in 2014 for variable pay
90% 100% 91% 100% 82% 100% 93% 100%
Percent of eligible employees actually paid variable pay for 2014
84% 99% 89% 99% 83% 98% 92% 100%
2015
Average percent budgeted 5.3% 5.0% 6.0% 5.0% 12.6% 12.0% 38.3% 35.0%
Projected percent paid 5.1% 5.0% 6.0% 5.0% 13.0% 12.0% 39.6% 35.0%
2016
Projected percent budgeted 5.4% 5.0% 6.1% 5.0% 12.7% 12.0% 38.1% 35.0%
FIGURE 30 2014-2016 Variable Pay Programs, by Region
Nonexempt Hourly Nonunion
Nonexempt Salaried Exempt Salaried Officers/Executives
Central Mean Median Mean Median Mean Median Mean Median
2014
Average percent budgeted 5.3% 5.0% 6.1% 5.0% 13.2% 12.0% 41.1% 40.0%
Average percent paid 5.1% 4.3% 5.8% 5.0% 13.2% 11.7% 41.4% 35.2%
Percent of employees eligible in 2014 for variable pay
89% 100% 90% 100% 81% 100% 94% 100%
Percent of eligible employees actually paid variable pay for 2014
84% 99% 89% 99% 83% 98% 93% 100%
2015
Average percent budgeted 5.3% 5.0% 6.0% 5.0% 13.1% 12.0% 41.1% 40.0%
Projected percent paid 5.1% 5.0% 5.9% 5.0% 13.2% 12.0% 41.7% 40.0%
2016
Projected percent budgeted 5.4% 5.0% 6.0% 5.0% 13.2% 12.4% 40.8% 40.0%
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FIGURE 30 2014-2016 Variable Pay Programs, by Region (continued)
Nonexempt Hourly Nonunion
Nonexempt Salaried Exempt Salaried Officers/Executives
Eastern Mean Median Mean Median Mean Median Mean Median
2014
Average percent budgeted 5.3% 5.0% 6.2% 5.0% 13.5% 12.5% 40.7% 40.0%
Average percent paid 5.0% 4.0% 5.8% 5.0% 13.6% 12.0% 41.5% 36.1%
Percent of employees eligible in 2014 for variable pay
89% 100% 91% 100% 82% 100% 94% 100%
Percent of eligible employees actually paid variable pay for 2014
83% 98% 89% 99% 84% 98% 92% 100%
2015
Average percent budgeted 5.3% 5.0% 6.1% 5.0% 13.4% 12.5% 40.9% 40.0%
Projected percent paid 5.0% 5.0% 6.1% 5.0% 13.8% 12.0% 42.0% 40.0%
2016
Projected percent budgeted 5.4% 5.0% 6.1% 5.0% 13.5% 12.9% 40.5% 40.0%
Southern Mean Median Mean Median Mean Median Mean Median
2014
Average percent budgeted 5.5% 5.0% 6.1% 5.0% 13.6% 12.5% 41.4% 40.0%
Average percent paid 5.2% 4.2% 5.8% 5.0% 13.6% 12.0% 41.6% 36.0%
Percent of employees eligible in 2014 for variable pay
88% 100% 91% 100% 82% 100% 93% 100%
Percent of eligible employees actually paid variable pay for 2014
84% 98% 89% 99% 84% 98% 92% 100%
2015
Average percent budgeted 5.5% 5.0% 6.0% 5.0% 13.5% 12.5% 41.5% 40.0%
Projected percent paid 5.2% 5.0% 6.0% 5.0% 13.7% 12.0% 42.3% 40.0%
2016
Projected percent budgeted 5.5% 5.0% 6.0% 5.0% 13.5% 13.0% 41.3% 40.0%
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C O M P E N S A T I O N P R O G R A M P R E V A L E N C E
FIGURE 30 2014-2016 Variable Pay Programs, by Region (continued)
FIGURE 31 Compensation Programs Used in Past 12 Months
2011* (n=1,958)
2012 (n=2,023)
2013 (n=2,009)
2014 (n=1,940)
2015 (n=1,931)
Market adjustments/ increase to base salary 60% 69% 72% 74% 76%
Sign-on/hiring bonus 62% 66% 69% 71% 72%
Employee referral bonus 62% 62% 62% 62% 65%
Spot bonus (individual) 48% 51% 53% 54% 53%
Noncash recognition and rewards 41% 50% 52% 51% 49%
Retention/stay bonus 34% 41% 44% 46% 49%
Stock grant programs 19% 27% 29% 32% 33%
Paying above market 25% 28% 28% 29% 29%
Stock option program 19% 21% 24% 24% 24%
Project milestone/completion bonus 15% 20% 22% 22% 23%
Special cash bonus/group incentives 15% 19% 20% 21% 22%
Exempt overtime pay or time off 18% 21% 23% 23% 21%
Separate salary structures 22% 24% 22% 22% 21%
Larger merit increase budgets 14% 10% 9% 8% 8%
*The question was changed to ask only about the compensation programs that were used in the prior 12 months, and did not stipulate that the programs in question were being used to “attract and retain employees.”
Nonexempt Hourly Nonunion
Nonexempt Salaried Exempt Salaried Officers/Executives
Western Mean Median Mean Median Mean Median Mean Median
2014
Average percent budgeted 5.6% 5.0% 6.2% 5.0% 13.3% 12.0% 41.4% 40.0%
Average percent paid 5.3% 4.6% 6.1% 5.0% 13.4% 12.0% 42.1% 37.0%
Percent of employees eligible in 2014 for variable pay
89% 100% 90% 100% 82% 100% 93% 100%
Percent of eligible employees actually paid variable pay for 2014
82% 98% 88% 99% 83% 98% 92% 100%
2015
Average percent budgeted 5.5% 5.0% 6.2% 5.0% 13.2% 12.0% 41.5% 40.0%
Projected percent paid 5.3% 5.0% 6.2% 5.0% 13.6% 12.0% 42.2% 40.0%
2016
Projected percent budgeted 5.7% 5.0% 6.3% 5.0% 13.3% 12.0% 41.3% 40.0%
A HIGHER NUMBER OF ZERO-PERCENT RESPONSES AND
FEWER RESPONSES ABOVE THE 3.0 PERCENT MARK
CAUSED THE DECLINE IN THE AVERAGE TOTAL SALARY BUDGET INCREASE.
20152009
3.0%
2.8%
2011 2013
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Canada
While the average salary increase budget has shrunk
by two-tenths of a percentage point, the median
figure of 3.0 percent is unchanged since 2011.
The drop in the average figure can be attributed to
a higher number of zero-percent responses, espe-
cially in the Officers/Executives employee category,
as well as fewer responses above the 3.0 percent
mark across the board. (See Figure C4 on page 46.)
The average total salary increase budget is projected
to increase to 2.9 percent in 2016 with the median
total salary budget increase expected to remain
firm at 3.0 percent.
The average total salary budget increase of aggregated Canadian
employee categories, regions and industries is 2.8 percent in 2015, a reduction from the
3.0 percent budgeted in 2014. (See Figure C1 on page 45.)
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E X E C U T I V E S U M M A R Y
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Global economies, including Canada, have
continued to recover from the Great Recession.
However, Canada has been experiencing an
economic contraction so far in 2015. Low oil
prices appear to be impacting many economic
indicators and the reported decline in the size
of 2015 salary increase budgets seems indic-
ative of the current economic landscape. Even
if the Canadian economy picks up in the near
future, employers may still be able to attract
and retain needed talent with modest pay
increases. Labor market pressures would need
to come from multiple directions
to accelerate wage growth.
Inflation and UnemploymentInflation was 0.8 percent for the
12-month period ending April
2015, according to Statistics
Canada’s Consumer Price Index.
That agency also reported the
average unemployment rate at
6.8 percent for the same 12-month period.
Both indicators are greater than the United
States’ figures, and there is clearly less
upward pressure on wages in Canada given
the economic picture.
Province DataMost provinces reported small movements
in average and median salary increase
budgets for this year, with Alberta reporting
the largest drop, from 3.0 percent in 2014 to
2.7 percent in 2015.
Metropolitan Area DataCanadian metropolitan areas showed some
variance in salary increase budgets with
Montreal and Ottawa experiencing the highest
2015 increases at 2.9 percent and Edmonton
and Hamilton reporting lows of 2.6 percent.
The areas of Calgary and Edmonton were at
the high end in 2014, each falling six-tenths of
a percentage point this year.
Organization Size Data In 2015, reported salary budget increases are
greater for larger employers, which appears
to be more pronounced based on number of
employees than revenue. That reverses a trend
from previous years when salary increase
budgets tended to be larger for smaller
organizations in both number
of employees and revenue. (See
Figures C10 and C11 on pages
50 and 51.) Those questions
yielded a variance in sample
sizes, and data corresponding
to smaller sample sizes will not
have as strong statistical power
and validity. Caution should be
used when interpreting these
demographic results.
Salary Structure AdjustmentsThe average structure adjustment across all
employee categories in 2015 is 1.8 percent
(median: 2.0 percent), up from 1.7 percent last
year (median: 2.0 percent). For 2016, orga-
nizations are projecting a 2.0 percent mean
and median increase among most employee
categories, apart from the 1.9 percent mean
increase for Officers/Executives.
The reported decline in the size of 2015
salary increase budgets seems indicative of the
current economic landscape.
CALGARY
EDMONTON
2014
3.3%
2014
3.2%
2015
2.7%
2015
2.6%
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FIGURE C1 Salary Budget Increases, by Type of Increase
Actual 2013 Actual 2014 Projected 2015 Actual 2015 Projected 2016
Mean Median Mean Median Mean Median Mean Median Mean Median
General Increase/COLA1.9% 2.0% 1.4% 1.5% 1.7% 2.0% 1.4% 1.5% 1.3% 1.0%
(n=214) (n=206) (n=164) (n=222) (n=199)
Merit Increase2.7% 3.0% 2.7% 3.0% 2.8% 3.0% 2.6% 3.0% 2.7% 3.0%
(n=1,254) (n=1,139) (n=1,034) (n=1,192) (n=1,091)
Other Increase0.5% 0.5% 0.8% 0.5% 0.9% 0.5% 0.6% 0.5% 0.7% 0.5%
(n=232) (n=266) (n=221) (n=266) (n=233)
Total Increase2.9% 3.0% 3.0% 3.0% 3.0% 3.0% 2.8% 3.0% 2.9% 3.0%
(n=1,337) (n=1,223) (n=1,114) (n=1,271) (n=1,175)
Note: “General Increase/COLA,” “Merit” and “Other” do not add to the “Total Increase” because not every organization provides all three types of increase. The n’s represent the number of responses for each type of increase, which may include multiple responses if each respondent reports for more than one employee category for that type of increase.
FIGURE C2 Total Salary Budget Increases, by Employee Category
Salary Budget Increases (zeros included)
Actual 2013 Actual 2014 Projected 2015 Actual 2015 Projected 2016
Mean Median Mean Median Mean Median Mean Median Mean Median
Nonmanagement Hourly Nonunion
2.9% 3.0% 2.8% 3.0% 3.0% 3.0% 2.8% 3.0% 2.8% 3.0%
Nonmanagement Salaried 2.9% 3.0% 3.0% 3.0% 3.0% 3.0% 2.8% 3.0% 2.9% 3.0%
Management Salaried 3.0% 3.0% 3.0% 3.0% 3.1% 3.0% 2.8% 3.0% 2.9% 3.0%
Officers/Executives 2.9% 3.0% 3.0% 3.0% 3.1% 3.0% 2.7% 3.0% 2.8% 3.0%
All 2.9% 3.0% 3.0% 3.0% 3.0% 3.0% 2.8% 3.0% 2.9% 3.0%
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FIGURE C3 Number of Months Between Increases
Actual 2014 Projected 2015 Actual 2015 Projected 2016
Mean Median Mean Median Mean Median Mean Median
Nonmanagement Hourly Nonunion
12.3 12.0 11.9 12.0 12.2 12.0 11.8 12.0
Nonmanagement Salaried 12.4 12.0 12.0 12.0 12.3 12.0 12.0 12.0
Management Salaried 12.4 12.0 12.0 12.0 12.3 12.0 12.0 12.0
Officers/Executives 12.9 12.0 12.4 12.0 12.4 12.0 12.3 12.0
All 12.5 12.0 12.1 12.0 12.3 12.0 12.0 12.0
FIGURE C2 Total Salary Budget Increases, by Employee Category (continued)
Salary Budget Increases (zeros not included)
Actual 2013 Actual 2014 Projected 2015 Actual 2015 Projected 2016
Mean Median Mean Median Mean Median Mean Median Mean Median
Nonmanagement Hourly Nonunion
3.0% 3.0% 2.9% 3.0% 3.0% 3.0% 2.9% 3.0% 2.9% 3.0%
Nonmanagement Salaried 3.0% 3.0% 3.1% 3.0% 3.1% 3.0% 3.0% 3.0% 3.0% 3.0%
Management Salaried 3.0% 3.0% 3.1% 3.0% 3.1% 3.0% 3.0% 3.0% 3.0% 3.0%
Officers/Executives 3.1% 3.0% 3.2% 3.0% 3.2% 3.0% 3.0% 3.0% 2.9% 3.0%
All 3.0% 3.0% 3.1% 3.0% 3.1% 3.0% 3.0% 3.0% 3.0% 3.0%
FIGURE C4 Distribution of Total Salary Budget Increase Responses, Actual 2014 vs. Actual 2015
Zero (0%) 0.1%-1.9% 2.0%-2.9% 3.0%-4.0% 4.1%-6.9% 7.0%+
2014 2015 2014 2015 2014 2015 2014 2015 2014 2015 2014 2015
Nonmanagement Hourly Nonunion
3% 3% 5% 5% 28% 33% 61% 59% 4% 3% 0% 0%
Nonmanagement Salaried 3% 4% 3% 3% 27% 31% 59% 59% 8% 4% 0% 1%
Management Salaried 2% 4% 3% 4% 29% 31% 61% 59% 4% 4% 1% <1%
Officers/Executives 6% 10% 5% 5% 26% 35% 55% 49% 6% 3% 1% 1%
NEW
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FIGURE C5 Salary Budget Trends
Nonmanagement Hourly Nonunion
Nonmanagement Salaried
Management Salaried Officers/Executives
1985 — 5.2% 5.5% 5.8%
1986 — 5.1% 5.6% 5.8%
1987 — 4.9% 5.1% 5.2%
1988 — 5.4% 5.8% 6.0%
1989 — 5.8% 5.9% 6.0%
1990 — 6.2% 6.3% 6.4%
1991 — 5.5% 5.5% 5.5%
1992 — 3.7% 3.6% 3.3%
1993 — 2.5% 2.4% 2.3%
1994 — 2.1% 2.1% 2.1%
1995 — 2.4% 2.3% 2.5%
1996 2.7% 3.0% 3.0% 3.3%
1997 2.8% 3.0% 3.0% 3.3%
1998 3.3% 3.7% 3.9% 4.1%
1999 3.1% 3.6% 3.7% 3.6%
2000 3.5% 3.8% 3.9% 4.1%
2001 3.5% 4.1% 4.2% 4.4%
2002 3.2% 3.5% 3.6% 3.8%
2003 3.2% 3.5% 3.5% 4.0%
2004 3.2% 3.4% 3.4% 3.7%
2005 3.4% 3.5% 3.4% 3.5%
2006 3.7% 3.8% 3.8% 4.0%
2007 3.6% 4.0% 4.0% 4.1%
2008 3.8% 3.8% 3.9% 3.9%
2009 2.5% 2.5% 2.4% 2.2%
2010 2.5% 2.6% 2.7% 2.6%
2011 2.9% 3.1% 3.0% 2.9%
2012 3.0% 3.0% 3.0% 3.0%
2013 2.9% 2.9% 3.0% 2.9%
2014 2.8% 3.0% 3.0% 3.0%
2015 2.8% 2.8% 2.8% 2.7%
2016 Projected 2.8% 2.9% 2.9% 2.8%
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FIGURE C6 10-Year Perspective: Salary Budget Increases and CPI
Salary Budget Increases
2006 2007 2008 2009 2010 2011 2012 2013 2014 20152016
Projected
Nonmanagement Hourly Nonunion
3.7% 3.6% 3.8% 2.5% 2.5% 2.9% 3.0% 2.9% 2.8% 2.8% 2.8%
Nonmanagement Salaried 3.8% 4.0% 3.8% 2.5% 2.6% 3.1% 3.0% 2.9% 3.0% 2.8% 2.9%
Management Salaried 3.8% 4.0% 3.9% 2.4% 2.7% 3.0% 3.0% 3.0% 3.0% 2.8% 2.9%
Officers/Executives 4.0% 4.1% 3.9% 2.2% 2.6% 2.9% 3.0% 2.9% 3.0% 2.7% 2.8%
2006 2007 2008 2009 2010 2011 2012 2013 2014 20152016
Projected
Consumer Price Index (CPI) 2.4% 2.2% 1.7% 0.4% 1.8% 3.3% 2.0% 0.4% 2.0% 0.8% –
Note: Canadian CPI as reported by Statistics Canada for the 12 months ending April 2015 (www.statcan.ca).
2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 projected
4.5
4.0
3.5
3.0
2.5
2.0
1.5
1.0
0.5
0.0
Nonmanagement Hourly Nonunion
Nonmanagement Salaried
Management Salaried
Officers/Executives
Economic Indicators
Consumer Price Index
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FIGURE C7 Total Salary Budget Increases, by Province
Actual 2014 Projected 2015 Actual 2015 Projected 2016
Mean Median Mean Median Mean Median Mean Median
National 3.0% 3.0% 3.0% 3.0% 2.8% 3.0% 2.9% 3.0%
Alberta 3.0% 3.0% 3.1% 3.0% 2.7% 3.0% 2.9% 3.0%
British Columbia 2.9% 3.0% 3.0% 3.0% 2.8% 3.0% 2.7% 3.0%
Manitoba 2.7% 3.0% 2.9% 3.0% 2.7% 3.0% 2.7% 3.0%
New Brunswick 2.6% 3.0% 2.6% 3.0% 2.7% 2.8% 2.7% 3.0%
Newfoundland 2.7% 3.0% 2.7% 3.0% 2.7% 2.8% 2.7% 3.0%
Northwest Territories 2.6% 3.0% 2.5% 3.0% 2.7% 3.0% 2.5% 2.6%
Nova Scotia 2.7% 3.0% 2.7% 3.0% 2.7% 3.0% 2.8% 3.0%
Nunavut 2.8% 3.0% 2.8% 3.0% 2.7% 2.6% 2.7% 2.6%
Ontario 2.9% 3.0% 3.0% 3.0% 2.8% 3.0% 2.9% 3.0%
Prince Edward Island 2.5% 2.6% 2.5% 3.0% 2.6% 2.5% 2.6% 3.0%
Quebec 2.8% 3.0% 2.9% 3.0% 2.9% 3.0% 2.9% 3.0%
Saskatchewan 2.9% 3.0% 2.9% 3.0% 2.7% 3.0% 2.7% 3.0%
Yukon 2.6% 3.0% 2.6% 3.0% 2.7% 3.0% 2.3% 2.5%
FIGURE C8 Total Salary Budget Increases, by Major Metropolitan Area
Actual 2014 Projected 2015 Actual 2015 Projected 2016
Mean Median Mean Median Mean Median Mean Median
National 3.0% 3.0% 3.0% 3.0% 2.8% 3.0% 2.9% 3.0%
Calgary 3.3% 3.0% 3.2% 3.0% 2.7% 3.0% 2.8% 3.0%
Edmonton 3.2% 3.0% 3.2% 3.0% 2.6% 3.0% 2.8% 3.0%
Hamilton 2.7% 3.0% 2.7% 3.0% 2.6% 3.0% 2.7% 3.0%
Montreal 2.8% 3.0% 2.8% 3.0% 2.9% 3.0% 3.0% 3.0%
Ottawa 2.8% 3.0% 2.8% 3.0% 2.9% 3.0% 2.9% 3.0%
Quebec 2.8% 3.0% 2.8% 3.0% 2.7% 3.0% 2.8% 3.0%
Toronto 2.8% 3.0% 2.9% 3.0% 2.8% 3.0% 2.9% 3.0%
Vancouver 2.9% 3.0% 2.9% 3.0% 2.7% 3.0% 2.6% 3.0%
Winnipeg 2.8% 3.0% 2.8% 3.0% 2.7% 3.0% 2.6% 3.0%
50 © 2015 WorldatWork. All rights reserved. Permission is required to republish in any form.
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FIGURE C9 Total Salary Budget Increases, by Major Industry Grouping
Actual 2015 Projected 2016
Mean Median Mean Median
All Industries 2.8% 3.0% 2.9% 3.0%
Accommodation and Food Services 2.9% 3.0% 3.0% 3.0%
Administrative and Support and Waste Management and Remediation Services — — — —
Agriculture, Forestry, Fishing and Hunting — — — —
Construction 2.6% 3.0% 2.6% 3.0%
Educational Services — — — —
Finance and Insurance 2.8% 2.9% 2.7% 3.0%
Health Care and Social Assistance — — — —
Information 2.7% 3.0% 2.9% 3.0%
Manufacturing 2.9% 3.0% 3.0% 3.0%
Mining, Quarrying, and Oil and Gas Extraction 2.0% 2.0% 2.6% 3.0%
Professional, Scientific, and Technical Services (includes Consulting) 3.0% 3.0% 3.2% 3.0%
Public Administration 3.4% 3.0% 2.5% 2.5%
Real Estate and Rental and Leasing 3.3% 3.3% 3.3% 3.4%
Retail Trade 2.8% 3.0% 2.9% 3.0%
Telecommunications 2.9% 3.0% 2.7% 3.0%
Transportation and Warehousing 2.8% 3.0% 2.6% 3.0%
Utilities 1.7% 2.0% 2.4% 3.0%
Wholesale Trade 2.9% 3.0% 2.9% 3.0%
Other Services (except Public Administration) 2.8% 3.0% 2.0% 2.5%
—Fewer than 5 responses.
FIGURE C10 Total Salary Budget Increases, by Organization Size
Actual 2014 Projected 2015 Actual 2015 Projected 2016
Number of Employees Mean Median Mean Median Mean Median Mean Median
1–499 3.5% 3.0% 3.6% 3.0% 2.6% 2.5% 2.7% 2.5%
500–2,499 3.2% 3.0% 3.2% 3.0% 2.9% 3.0% 3.0% 3.0%
2,500–9,999 3.0% 3.0% 3.1% 3.0% 2.8% 3.0% 2.9% 3.0%
10,000–19,999 2.8% 3.0% 2.9% 3.0% 2.9% 3.0% 2.9% 3.0%
20,000+ 2.6% 3.0% 2.8% 3.0% 2.8% 3.0% 2.8% 3.0%
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S A L A R Y S T R U C T U R E A D J U S T M E N T S
FIGURE C11 Total Salary Budget Increases, by Revenue
Actual 2014 Projected 2015 Actual 2015 Projected 2016
2014 Revenue Mean Median Mean Median Mean Median Mean Median
Up to $30 million 3.8% 3.5% 3.9% 3.0% 2.4% 2.5% 2.5% 2.5%
More than $30 million to $100 million 3.6% 3.0% 3.9% 3.0% 2.9% 3.0% 2.8% 3.0%
More than $100 million to $300 million 3.1% 3.0% 3.0% 3.0% 2.9% 3.0% 3.0% 3.0%
More than $300 million to $600 million 3.1% 3.0% 3.0% 3.0% 2.9% 3.0% 3.2% 3.0%
More than $600 million to $1 billion 3.2% 3.0% 3.2% 3.0% 2.8% 3.0% 2.9% 3.0%
More than $1 billion to $3 billion 3.0% 3.0% 3.0% 3.0% 2.8% 3.0% 2.9% 3.0%
More than $3 billion to $5 billion 2.8% 3.0% 2.9% 3.0% 3.0% 3.0% 3.0% 3.0%
More than $5 billion to $8 billion 2.7% 3.0% 3.1% 3.0% 2.8% 3.0% 2.9% 3.0%
More than $8 billion to $10 billion 2.7% 3.0% 2.9% 3.0% 3.0% 3.0% 3.0% 3.0%
More than $10 billion 2.7% 3.0% 2.9% 3.0% 2.7% 2.9% 2.7% 3.0%
FIGURE C12 Salary Structure Increases, by Employee Category
Actual 2014 Projected 2015 Actual 2015 Projected 2016
Mean Median Mean Median Mean Median Mean Median
Nonmanagement Hourly Nonunion
1.7% 2.0% 2.0% 2.0% 1.8% 2.0% 2.0% 2.0% (n=142) (n=128) (n=142) (n=132)
Nonmanagement Salaried1.8% 2.0% 2.0% 2.0% 1.8% 2.0% 2.0% 2.0%
(n=228) (n=201) (n=234) (n=212)
Management Salaried1.7% 2.0% 2.0% 2.0% 1.8% 2.0% 2.0% 2.0%
(n=253) (n=229) (n=257) (n=238)
Officers/Executives1.7% 2.0% 2.0% 2.0% 1.6% 2.0% 1.9% 2.0%
(n=142) (n=130) (n=150) (n=137)
All1.7% 2.0% 2.0% 2.0% 1.8% 2.0% 2.0% 2.0%
(n=765) (n=688) (n=783) (n=719)
FIGURE C13 Number of Months Since Last Salary Structure Increase if No Increase Was Reported (0% or Blank)
n Mean Median
Nonmanagement Hourly Nonunion
30 21.7 18.0
Nonmanagement Salaried 49 23.0 24.0
Management Salaried 53 22.7 24.0
Officers/Executives 40 22.7 17.0
52 © 2015 WorldatWork. All rights reserved. Permission is required to republish in any form.
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2.8%
CANADA
3.0%
UNITED STATES
4.5%
MEXICO
7.5%
BRAZIL
IN 2015, MOST COUNTRIES REPORTMARGINAL ( ) OR NO GROWTH
IN THE SIZE OF PLANNED PAY INCREASES,WITH A FEW DECLINES ( ).
2014 7.2%
2014 3.0%
2014 4.4%
2014 3.0%
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3.0%
UNITED KINGDOM
2.2%
SWITZERLAND
10.5%
INDIA
2.7%
FRANCE
3.4%
AUSTRALIA2014 3.7%
7.8%
CHINA
2.6%
JAPAN
4.4%
SINGAPORE
GlobalInternational Salary Budget Increases Of the 19 countries surveyed for the “WorldatWork 2015-2016 Salary
Budget Survey,” Brazil reported the largest growth in average 2015
total salary budget increases at 7.5 percent (median: 7.8 percent),
up from 7.2 percent (median: 7.3 percent) last year. India, with the
largest salary budget increase of all surveyed countries, has main-
tained its average increase budget at 10.5 percent (median: 11.0
percent). These countries have retained the largest increases since
WorldatWork expanded its data collection in 2012, and are projecting
similar increase budgets for 2016. (See Figure G1a on page 58.)
2.4%
BELGIUM2014 2.6%
2014 2.3%
2014 8.2%
2014 2.7%
2014 3.0%
3.0%
GERMANY
2014 10.5%
2014 2.8%
2014 2.5%
8.6%
RUSSIA
2.9%
NETHERLANDS2014 2.9%
2014 4.3%
2014 2.4%
2.5%
SPAIN
2014 3.0%
2.8%
SWEDEN
2.7%
ITALY
54 © 2015 WorldatWork. All rights reserved. Permission is required to republish in any form.
E X E C U T I V E S U M M A R Y
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In 2014, all 17 countries participating in
the survey reported salary increase budgets
at or above 2013 levels. This year, most
of the 19 participating countries report a
marginal increase or an unchanged size of
planned pay increases, with a few declines.
In 2014, China was a leading country in the
growth of its salary budget increase with
8.2 percent (median: 8.3 percent). This year,
China’s average increase has dropped to 7.8
percent (median: 8.0 percent). Australia has
experienced the greatest shrinkage in budget
increases proportionate to the size of its
average increase. In 2014, Australian budgets
averaged 3.7 percent, and are now at 3.4
percent. The three-tenths of a percentage
point drop represents an 8 percent reduction
in total salary budget increases.
For the most part, only minor variances are
projected for 2016 in all surveyed countries.
The largest growth is anticipated in Belgium
– by two-tenths of a percentage point – back
to the 2014 average increase of 2.6 percent
(median: 2.5 percent).
Mandatory Pay IncreasesThere are many factors that contribute to
salary budget planning trends. And, those
factors can vary as much from country to
country as the salary budget increase figures.
One important consideration is whether a
country requires pay increases. Some coun-
tries require annual increases for only those
employees earning minimum wage. Others
have statutory requirements for base pay
increases that are not performance based.
One of the more common scenarios is that
the government does not mandate a pay
increase outside of a collective-bargaining
agreement, but when union membership
applies, an annual contract negotiation and/
or pay increase can be required.
Mandated pay increases do not necessarily
inflate salary increase budgets if the size of
the planned pay increase meets the statutory
or collective-bargaining requirement. So even
in countries that have requirements, there
wouldn’t necessarily be an impact on total
salary budget increase figures.
The “WorldatWork Salary Budget Survey” has historically
collected, analyzed and reported salary budget increase
data for the United States and Canada. Strategic Rewards
Group’s merit and inflation survey has also been repub-
lished in the Salary Budget Survey for years, addressing
the demand for international data for 70 countries.
Increasingly though, U.S.-based organizations, interested
in benchmarking global pay practices, have sought inter-
national data that mirror WorldatWork’s types of data and
employee categories.
2012 was the first year WorldatWork reported salary
budget increase data for 11 countries in addition to the U.S.
and Canada. Only core salary budget data were collected.
Secondary data, such as salary structure adjustments
and variable pay budgets, were gathered only from U.S.
organizations. Based on feedback from survey users, six
additional countries have since been added to the survey.
This year, nearly 2,400 responses were received for the
surveyed countries outside of the U.S. and Canada.
There are 19 countries for which both WorldatWork and
Strategic Rewards Group data are presented:
❚❚ Australia❚❚ Belgium❚❚ Brazil❚❚ Canada❚❚ China❚❚ France❚❚ Germany❚❚ India❚❚ Italy❚❚ Japan❚❚ Mexico
❚❚ Netherlands❚❚ Russia❚❚ Singapore❚❚ Spain❚❚ Sweden❚❚ Switzerland❚❚ United Kingdom❚❚ United States
BRAZIL LEADS GROWTH IN
AVERAGE TOTAL SALARY BUDGET
INCREASE
INDIA HAS THE LARGEST SALARY BUDGET
INCREASE
2015
7.5%
2015
10.5%
2014
7.2%
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Furthermore, data were collected by type
of pay increase and survey respondents were
not advised during participation on where to
report mandatory pay increases. Mandatory
pay increases may be included in the general
increase/Cost-of-Living Adjustment (COLA),
merit increase, and/or other increase figures
if applicable for a specific country.
Data by Type of Pay Increase Figures G1a and G1b on pages 58-62 outline
salary budget increases by type. A focus on
programs that tie performance to pay appears
prevalent across all coun-
tries surveyed. In general,
budgets for merit increases
represent the highest
budgeted amount in most
countries. One exception
is Brazil, where the general increase of 6.4
percent (median: 7.5 percent) is higher than
the merit increase budgeted of 5.3 percent
(median: 6.5 percent).
Data by Employee CategoryInternational data gathered by WorldatWork
were aggregated using WorldatWork’s method
of collecting and reporting salary budget
increase data by employee category. When
comparing data by employee category, the
differences are fairly minor for most countries.
(See Figures G2a and G2b on pages 63-67.)
This lack of differentiation for some coun-
tries may be due to U.S.-based respondents
submitting the same value for all employee
categories because they have limited access
to international budget figures for their organi-
zation. WorldatWork continues to monitor this
data for any trends.
Notes About International DataDiscrepancies can occur between the
Strategic Rewards Group’s (SRG) merit and
inflation survey, which for years has been
published with the Salary Budget Survey, and
WorldatWork data. Those discrepancies are
due to differences in methodologies, particu-
larly the handling of zero-percent responses,
as well as differences in sample sizes. As
a default, WorldatWork includes zero-per-
cent responses in the analysis of all data;
Strategic Rewards Group excludes zero-per-
cent responses. In order to allow for easier
comparison of all international data contained
in this report, WorldatWork’s international
tables are presented both with and without
zero-percent responses.
For the best comparison
between WorldatWork and
SRG data, please compare
the general increase/COLA
and merit increase rows of
Figure G1b to Figure G4.
In Figure G4, the planned increase average
columns include both the average merit
increase and the average inflation-based pay
increase. (Please see Methodology section
on page 7 and the notes after Figure G4 on
pages 69-71 for further explanation.)
While WorldatWork reports aggregated
data for as few as five organizations within a
country, data corresponding to larger sample
sizes will have stronger statistical power and
validity. Some caution should be exercised
when using data points contained in this
report that have been aggregated from rela-
tively few respondents.
Unlimited, customized reports for the
U.S. and Canada can be run through the
“Online Reporting Tool.” (See page 6 for
instructions.) In 2015, WorldatWork did not
receive enough responses from any other
country to support user-customized cuts of
data from an online database. WorldatWork
hopes to increase the number of responses
for all countries to expand the coverage of the
“Online Reporting Tool.”
In general, budgets for merit increases represent
the highest budgeted amount in most countries.
CHINA WAS THE LEAD IN GROWTH IN 2014, BUT DROPPED
THIS YEAR
2015
7.8%
2014
8.2%
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Australia
France
4.0%
3.0%
7.7%
11.2%
3.0%
2.8%2.8%
2012
2013
2014
2015
2016 (projected)
2.7%
3.0% 3.0%
3.5%
2.8%
7.5%
10.6%
2.9%
2.7%2.5%
2.6%
Brazil
India
Canada
ItalySpain
Belgium
Germany
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Mexico
4.4% 4.3%
9.1%
2.6%2.9%
2.3% 2.3%
3.1% 3.0% 2.8%3.1%
3.1%
4.6%
8.9%
4.4%
7.8%
2.6%
2.9%
Russia SingaporeChina
Japan Sweden Switzerland U.K. United States
Netherlands
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NEW FIGURE G1 Number of 2015 Salary Budget Increase Responses, by Country
General Increase/ COLA Merit Increase Other Increase Total Increase
Australia 48 424 98 445
Belgium 47 213 40 223
Brazil 100 301 89 339
Canada 222 1,192 266 1,271
China 55 522 122 545
France 32 411 87 426
Germany 48 432 88 464
India 37 434 102 456
Italy 55 292 65 301
Japan 16 284 64 292
Mexico 36 393 66 403
Netherlands 46 301 57 311
Russia 12 138 35 144
Singapore 50 370 98 382
Spain 27 249 53 259
Sweden 13 169 38 175
Switzerland 17 190 35 197
United Kingdom 64 762 180 790
United States 1,065 5,839 1,546 6,242
FIGURE G1A Salary Budget Increases, by Type of Increase (zeros included)
Type of Increase
Actual 2014 Actual 2015 Projected 2016
Mean Median Mean Median Mean Median
Australia
General Increase/COLA 1.1% 0.0% 1.7% 0.5% 1.6% 0.3%
Merit Increase 3.6% 3.8% 3.2% 3.5% 3.3% 3.5%
Other Increase 0.6% 0.5% 0.7% 0.5% 0.7% 0.5%
Total Increase 3.7% 3.8% 3.4% 3.6% 3.5% 3.5%
Belgium
General Increase/COLA 1.4% 1.5% 1.0% 0.8% 1.4% 1.0%
Merit Increase 2.1% 2.5% 2.2% 2.5% 2.3% 2.5%
Other Increase 0.9% 0.7% 0.7% 0.6% 0.9% 0.7%
Total Increase 2.6% 2.8% 2.4% 2.5% 2.6% 2.5%
Brazil
General Increase/COLA 6.8% 7.0% 6.4% 7.5% 6.6% 7.5%
Merit Increase 5.1% 6.0% 5.3% 6.5% 5.3% 6.2%
Other Increase 2.6% 1.0% 3.5% 1.2% 3.0% 1.0%
Total Increase 7.2% 7.3% 7.5% 7.8% 7.5% 7.8%
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Type of Increase
Actual 2014 Actual 2015 Projected 2016
Mean Median Mean Median Mean Median
Canada
General Increase/COLA 1.4% 1.5% 1.4% 1.5% 1.3% 1.0%
Merit Increase 2.7% 3.0% 2.6% 3.0% 2.7% 3.0%
Other Increase 0.8% 0.5% 0.6% 0.5% 0.7% 0.5%
Total Increase 3.0% 3.0% 2.8% 3.0% 2.9% 3.0%
China
General Increase/COLA 3.8% 1.0% 3.4% 2.0% 3.4% 1.3%
Merit Increase 7.8% 8.0% 7.5% 8.0% 7.6% 8.0%
Other Increase 1.2% 1.0% 1.2% 0.5% 0.9% 0.5%
Total Increase 8.2% 8.3% 7.8% 8.0% 7.8% 8.0%
France
General Increase/COLA 1.2% 0.5% 1.1% 1.1% 1.0% 0.9%
Merit Increase 2.6% 2.8% 2.6% 2.6% 2.7% 2.7%
Other Increase 0.7% 0.5% 0.6% 0.5% 0.6% 0.5%
Total Increase 2.7% 2.8% 2.7% 2.8% 2.8% 2.8%
Germany
General Increase/COLA 1.2% 0.8% 2.0% 2.5% 2.1% 2.5%
Merit Increase 2.8% 3.0% 2.8% 3.0% 2.9% 3.0%
Other Increase 0.8% 0.5% 0.6% 0.5% 0.6% 0.5%
Total Increase 3.0% 3.0% 3.0% 3.0% 3.0% 3.0%
India
General Increase/COLA 2.9% 1.0% 7.7% 9.3% 8.0% 9.3%
Merit Increase 10.2% 11.0% 10.0% 10.6% 10.2% 11.0%
Other Increase 1.5% 1.0% 1.7% 1.0% 1.3% 1.0%
Total Increase 10.5% 11.0% 10.5% 11.0% 10.6% 11.0%
Italy
General Increase/COLA 1.1% 1.3% 1.1% 1.4% 1.1% 1.5%
Merit Increase 2.5% 2.6% 2.5% 2.5% 2.4% 2.5%
Other Increase 0.8% 0.5% 0.6% 0.5% 0.7% 0.5%
Total Increase 2.8% 2.9% 2.7% 2.8% 2.7% 2.8%
Japan
General Increase/COLA** 1.0% 0.5% 2.0% 2.0% 2.0% 2.0%
Merit Increase 2.3% 2.3% 2.4% 2.5% 2.4% 2.5%
Other Increase 0.6% 0.5% 0.7% 0.5% 0.7% 0.5%
Total Increase 2.5% 2.4% 2.6% 2.5% 2.6% 2.5%
Mexico
General Increase/COLA 2.6% 3.8% 1.6% 0.9% 1.6% 0.5%
Merit Increase 4.2% 4.5% 4.3% 4.5% 4.3% 4.5%
Other Increase 0.8% 0.7% 1.2% 0.5% 1.0% 0.5%
Total Increase 4.4% 4.7% 4.5% 4.5% 4.6% 4.5%
Netherlands
General Increase/COLA 1.4% 1.9% 1.1% 0.5% 0.9% 0.5%
Merit Increase 2.6% 2.9% 2.7% 2.8% 2.7% 2.9%
Other Increase 0.6% 0.5% 0.6% 0.5% 0.6% 0.5%
Total Increase 2.9% 3.0% 2.9% 3.0% 2.9% 3.0%
Russia
General Increase/COLA** * * 6.1% 6.0% 5.8% 6.0%
Merit Increase * * 8.2% 8.0% 8.3% 8.0%
Other Increase * * 1.3% 0.5% 1.4% 0.7%
Total Increase * * 8.6% 8.0% 8.9% 8.0%
Singapore
General Increase/COLA 2.2% 3.0% 2.0% 1.7% 1.4% 0.3%
Merit Increase 4.1% 4.3% 4.1% 4.3% 4.2% 4.3%
Other Increase 0.8% 0.5% 0.7% 0.5% 0.6% 0.5%
Total Increase 4.3% 4.4% 4.4% 4.4% 4.4% 4.4%
FIGURE G1A Salary Budget Increases, by Type of Increase (zeros included) (continued)
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Type of Increase
Actual 2014 Actual 2015 Projected 2016
Mean Median Mean Median Mean Median
Spain
General Increase/COLA** 0.7% 0.5% 1.4% 1.5% 1.4% 1.0%
Merit Increase 2.3% 2.5% 2.3% 2.3% 2.3% 2.3%
Other Increase 0.7% 0.5% 0.7% 0.5% 0.8% 0.7%
Total Increase 2.4% 2.5% 2.5% 2.5% 2.5% 2.5%
Sweden
General Increase/COLA** * * 2.1% 2.3% 2.0% 2.4%
Merit Increase * * 2.6% 2.8% 2.7% 2.8%
Other Increase * * 0.6% 0.5% 0.7% 0.8%
Total Increase * * 2.8% 2.9% 2.9% 3.0%
Switzerland
General Increase/COLA** 0.4% 0.0% 1.0% 0.9% 0.9% 0.9%
Merit Increase 2.2% 2.1% 2.1% 2.0% 2.2% 2.2%
Other Increase 0.6% 0.5% 0.5% 0.5% 0.5% 0.5%
Total Increase 2.3% 2.2% 2.2% 2.2% 2.3% 2.5%
United Kingdom
General Increase/COLA 1.6% 2.5% 1.3% 0.4% 1.3% 0.0%
Merit Increase 2.9% 3.0% 2.8% 3.0% 2.9% 3.0%
Other Increase 0.8% 0.5% 0.6% 0.5% 0.5% 0.5%
Total Increase 3.0% 3.0% 3.0% 3.0% 3.0% 3.0%
United States
General Increase/COLA 1.4% 1.3% 1.3% 1.0% 1.4% 2.0%
Merit Increase 2.8% 3.0% 2.8% 3.0% 2.9% 3.0%
Other Increase 0.8% 0.5% 0.7% 0.5% 0.7% 0.5%
Total Increase 3.0% 3.0% 3.0% 3.0% 3.1% 3.0%
Note: “General Increase/COLA,” “Merit” and “Other” do not add to the “Total Increase” because not every organization provides all three types of increase. The n’s represent the number of responses for each type of increase, which may include multiple responses if each respondent reports for more than one employee category for that type of increase. *Data not gathered. **This data may represent a small sample size of less than 30 responses. Please refer to figure G1.
FIGURE G1B Salary Budget Increases, by Type of Increase (zeros NOT included)
Type of Increase
Actual 2014 Actual 2015 Projected 2016
Mean Median Mean Median Mean Median
Australia
General Increase/COLA 2.4% 3.0% 3.0% 3.2% 3.0% 3.2%
Merit Increase 3.7% 3.8% 3.4% 3.5% 3.4% 3.5%
Other Increase 0.8% 0.5% 0.8% 0.5% 0.8% 0.6%
Total Increase 3.8% 3.9% 3.6% 3.7% 3.6% 3.6%
Belgium
General Increase/COLA 1.7% 2.0% 1.4% 1.2% 1.8% 1.7%
Merit Increase 2.3% 2.6% 2.3% 2.5% 2.4% 2.5%
Other Increase 1.1% 1.0% 0.8% 0.7% 0.9% 0.7%
Total Increase 2.8% 2.8% 2.6% 2.5% 2.7% 2.6%
Brazil
General Increase/COLA 7.8% 7.5% 7.1% 7.5% 7.0% 7.5%
Merit Increase 5.6% 6.7% 5.7% 6.8% 5.6% 6.5%
Other Increase 2.8% 1.1% 4.5% 6.3% 3.6% 2.0%
Total Increase 7.4% 7.5% 7.6% 7.8% 7.6% 8.0%
Canada
General Increase/COLA 2.1% 2.0% 2.2% 2.3% 2.1% 2.1%
Merit Increase 2.8% 3.0% 2.7% 3.0% 2.8% 3.0%
Other Increase 1.0% 0.5% 0.9% 0.5% 0.9% 0.5%
Total Increase 3.1% 3.0% 3.0% 3.0% 3.0% 3.0%
FIGURE G1A Salary Budget Increases, by Type of Increase (zeros included) (continued)
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Type of Increase
Actual 2014 Actual 2015 Projected 2016
Mean Median Mean Median Mean Median
China
General Increase/COLA 6.4% 8.0% 5.2% 6.8% 5.0% 6.5%
Merit Increase 8.0% 8.0% 7.6% 8.0% 7.6% 8.0%
Other Increase 1.5% 1.0% 1.3% 0.7% 1.0% 0.7%
Total Increase 8.2% 8.4% 7.8% 8.0% 7.8% 8.0%
France
General Increase/COLA 2.3% 2.5% 1.7% 1.9% 1.6% 1.8%
Merit Increase 2.7% 2.8% 2.7% 2.7% 2.7% 2.7%
Other Increase 0.9% 0.5% 0.6% 0.5% 0.7% 0.5%
Total Increase 2.8% 2.9% 2.8% 2.8% 2.8% 2.8%
Germany
General Increase/COLA 2.0% 2.2% 2.2% 2.5% 2.3% 2.7%
Merit Increase 2.9% 3.0% 2.9% 3.0% 2.9% 3.0%
Other Increase 0.9% 0.5% 0.6% 0.5% 0.7% 0.5%
Total Increase 3.1% 3.0% 3.0% 3.0% 3.0% 3.0%
India
General Increase/COLA 5.0% 4.0% 9.8% 10.0% 9.2% 10.5%
Merit Increase 10.4% 11.0% 10.2% 10.7% 10.3% 11.0%
Other Increase 1.7% 1.0% 1.8% 1.0% 1.4% 1.0%
Total Increase 10.7% 11.0% 10.6% 11.0% 10.7% 11.0%
Italy
General Increase/COLA 1.4% 1.4% 1.4% 1.5% 1.4% 1.5%
Merit Increase 2.6% 2.7% 2.5% 2.6% 2.5% 2.5%
Other Increase 0.9% 0.5% 0.7% 0.5% 0.7% 0.5%
Total Increase 2.9% 2.9% 2.8% 2.8% 2.7% 2.8%
Japan
General Increase/COLA** 1.6% 2.0% 2.0% 2.0% 2.0% 2.0%
Merit Increase 2.4% 2.3% 2.4% 2.5% 2.4% 2.5%
Other Increase 0.7% 0.5% 0.7% 0.5% 0.7% 0.5%
Total Increase 2.5% 2.5% 2.6% 2.5% 2.6% 2.5%
Mexico
General Increase/COLA 3.8% 4.0% 2.5% 2.5% 3.0% 3.8%
Merit Increase 4.4% 4.6% 4.4% 4.5% 4.4% 4.5%
Other Increase 1.0% 0.8% 1.5% 0.8% 1.3% 0.8%
Total Increase 4.5% 4.7% 4.6% 4.5% 4.7% 4.5%
Netherlands
General Increase/COLA 2.1% 2.5% 1.4% 1.0% 1.3% 1.1%
Merit Increase 2.7% 2.9% 2.7% 2.8% 2.8% 3.0%
Other Increase 0.8% 0.5% 0.7% 0.5% 0.7% 0.7%
Total Increase 3.0% 3.0% 2.9% 3.0% 2.9% 3.0%
Russia
General Increase/COLA** * * 8.1% 8.0% 8.0% 8.0%
Merit Increase * * 8.2% 8.0% 8.3% 8.0%
Other Increase * * 1.5% 0.5% 1.5% 0.7%
Total Increase * * 8.7% 8.0% 8.9% 8.0%
Singapore
General Increase/COLA 3.8% 4.3% 2.8% 3.0% 2.5% 3.0%
Merit Increase 4.2% 4.4% 4.2% 4.3% 4.2% 4.3%
Other Increase 1.0% 0.6% 0.8% 0.6% 0.8% 0.6%
Total Increase 4.4% 4.5% 4.4% 4.4% 4.5% 4.4%
Spain
General Increase/COLA** 1.1% 0.9% 1.6% 1.5% 1.6% 2.0%
Merit Increase 2.4% 2.5% 2.4% 2.3% 2.3% 2.4%
Other Increase 0.8% 0.5% 0.8% 0.5% 0.8% 0.7%
Total Increase 2.5% 2.5% 2.5% 2.5% 2.5% 2.5%
Sweden
General Increase/COLA** * * 2.5% 2.5% 2.5% 2.5%
Merit Increase * * 2.7% 2.8% 2.7% 2.8%
Other Increase * * 0.7% 0.5% 0.8% 0.8%
Total Increase * * 2.9% 2.9% 2.9% 3.0%
FIGURE G1B Salary Budget Increases, by Type of Increase (zeros NOT included) (continued)
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Type of Increase
Actual 2014 Actual 2015 Projected 2016
Mean Median Mean Median Mean Median
Switzerland
General Increase/COLA** 0.9% 1.0% 1.2% 1.4% 1.2% 1.5%
Merit Increase 2.3% 2.1% 2.2% 2.1% 2.2% 2.2%
Other Increase 0.7% 0.5% 0.6% 0.5% 0.8% 0.7%
Total Increase 2.4% 2.2% 2.3% 2.2% 2.4% 2.5%
United Kingdom
General Increase/COLA 2.5% 3.0% 2.5% 3.0% 2.7% 3.0%
Merit Increase 2.9% 3.0% 2.9% 3.0% 3.0% 3.0%
Other Increase 0.9% 0.7% 0.6% 0.5% 0.6% 0.5%
Total Increase 3.1% 3.0% 3.0% 3.0% 3.1% 3.0%
United States
General Increase/COLA 2.4% 2.5% 2.4% 2.5% 2.4% 2.5%
Merit Increase 2.9% 3.0% 2.9% 3.0% 2.9% 3.0%
Other Increase 1.0% 0.5% 0.9% 0.5% 0.9% 0.5%
Total Increase 3.1% 3.0% 3.1% 3.0% 3.1% 3.0%
Note: “General Increase/COLA,” “Merit” and “Other” do not add to the “Total Increase” because not every organization provides all three types of increase. The n’s represent the number of responses for each type of increase, which may include multiple responses if each respondent reports for more than one employee category for that type of increase. *Data not gathered. **This data may represent a small sample size of less than 30 responses. Please refer to figure G1.
FIGURE G1B Salary Budget Increases, by Type of Increase (zeros NOT included) (continued)
NEW FIGURE G2 Number of 2015 Total Salary Budget Increase Responses, by Employee Category
NHN NS MS OE All
Australia 66 147 159 73 445
Belgium 34 80 80 29 223
Brazil 48 121 123 47 339
Canada 239 380 410 242 1,271
China 76 191 199 79 545
France 54 160 157 55 426
Germany 60 165 169 70 464
India 59 159 169 69 456
Italy 37 114 114 36 301
Japan 43 106 105 38 292
Mexico 59 146 149 49 403
Netherlands 45 112 114 40 311
Russia 18 53 55 18 144
Singapore 47 132 135 68 382
Spain 30 99 100 30 259
Sweden 23 71 68 13 175
Switzerland 27 71 69 30 197
United Kingdom 110 255 267 158 790
United States 1,568 886 2,004 1,764 6,242
NHN - Nonmanagement Hourly Nonunion | NS - Nonmanagement Salaried | MS - Management Salaried | OE - Officers/Executives
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FIGURE G2A Total Salary Budget Increases, by Employee Category (zeros included)
Employee Category
Actual 2014 Actual 2015 Projected 2016
Mean Median Mean Median Mean Median
Australia
NHN 3.6% 4.0% 3.5% 3.8% 3.6% 3.8%
NS 3.7% 3.9% 3.4% 3.6% 3.5% 3.5%
MS 3.7% 3.9% 3.4% 3.5% 3.5% 3.5%
OE 3.6% 3.6% 3.4% 3.5% 3.6% 3.5%
All 3.7% 3.8% 3.4% 3.6% 3.5% 3.5%
Belgium
NHN 2.6% 2.8% 2.3% 2.5% 2.4% 2.6%
NS 2.6% 2.8% 2.4% 2.5% 2.5% 2.5%
MS 2.7% 2.8% 2.5% 2.5% 2.7% 2.5%
OE** 2.4% 2.7% 2.6% 2.7% 2.8% 2.8%
All 2.6% 2.8% 2.4% 2.5% 2.6% 2.5%
Brazil
NHN 7.2% 7.5% 7.9% 8.0% 7.7% 8.0%
NS 7.3% 7.4% 7.4% 7.8% 7.3% 7.8%
MS 7.3% 7.5% 7.5% 7.8% 7.4% 7.8%
OE 6.8% 7.0% 7.4% 7.6% 7.4% 7.8%
All 7.2% 7.3% 7.5% 7.8% 7.5% 7.8%
Canada
NHN 2.8% 3.0% 2.8% 3.0% 2.8% 3.0%
NS 3.0% 3.0% 2.8% 3.0% 2.9% 3.0%
MS 3.0% 3.0% 2.8% 3.0% 2.9% 3.0%
OE 3.0% 3.0% 2.7% 3.0% 2.8% 3.0%
All 3.0% 3.0% 2.8% 3.0% 2.9% 3.0%
China
NHN 8.4% 8.5% 8.0% 8.0% 7.8% 8.0%
NS 8.1% 8.3% 7.8% 8.0% 7.8% 8.0%
MS 8.1% 8.3% 7.7% 8.0% 7.8% 8.0%
OE 8.0% 8.2% 7.7% 8.0% 8.0% 8.0%
All 8.2% 8.3% 7.8% 8.0% 7.8% 8.0%
France
NHN 2.9% 3.0% 2.8% 2.8% 2.8% 2.8%
NS 2.7% 2.8% 2.8% 2.8% 2.8% 2.8%
MS 2.8% 2.8% 2.8% 2.8% 2.8% 2.8%
OE 2.5% 2.7% 2.5% 2.5% 2.6% 2.5%
All 2.7% 2.8% 2.7% 2.8% 2.8% 2.8%
Germany
NHN 3.0% 3.0% 3.1% 3.0% 3.2% 3.0%
NS 2.9% 3.0% 3.0% 3.0% 3.0% 3.0%
MS 3.0% 3.0% 3.0% 3.0% 3.0% 3.0%
OE 2.9% 3.0% 2.7% 3.0% 2.9% 3.0%
All 3.0% 3.0% 3.0% 3.0% 3.0% 3.0%
India
NHN 10.5% 11.0% 11.0% 11.0% 11.1% 11.0%
NS 10.5% 11.0% 10.5% 11.0% 10.5% 11.0%
MS 10.4% 11.0% 10.5% 11.0% 10.6% 11.0%
OE 10.6% 11.0% 10.3% 11.0% 10.5% 11.0%
All 10.5% 11.0% 10.5% 11.0% 10.6% 11.0%
Italy
NHN 2.8% 2.8% 2.9% 2.9% 2.8% 2.8%
NS 2.7% 2.9% 2.7% 2.7% 2.7% 2.8%
MS 2.8% 2.9% 2.8% 2.8% 2.7% 2.8%
OE 2.9% 2.7% 2.6% 2.8% 2.7% 2.7%
All 2.8% 2.9% 2.7% 2.8% 2.7% 2.8%
NHN - Nonmanagement Hourly Nonunion | NS - Nonmanagement Salaried | MS - Management Salaried | OE - Officers/Executives
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FIGURE G2A Total Salary Budget Increases, by Employee Category (zeros included) (continued)
Employee Category
Actual 2014 Actual 2015 Projected 2016
Mean Median Mean Median Mean Median
Japan
NHN 2.3% 2.3% 2.4% 2.5% 2.6% 2.5%
NS 2.5% 2.5% 2.6% 2.5% 2.6% 2.5%
MS 2.5% 2.4% 2.6% 2.5% 2.7% 2.5%
OE 2.6% 2.5% 2.5% 2.5% 2.6% 2.5%
All 2.5% 2.4% 2.6% 2.5% 2.6% 2.5%
Mexico
NHN 4.4% 4.7% 4.5% 4.5% 4.6% 4.5%
NS 4.4% 4.7% 4.5% 4.5% 4.5% 4.5%
MS 4.4% 4.7% 4.5% 4.5% 4.5% 4.5%
OE 4.6% 4.8% 4.6% 4.5% 4.8% 4.5%
All 4.4% 4.7% 4.5% 4.5% 4.6% 4.5%
Netherlands
NHN 2.8% 3.0% 2.9% 3.0% 2.9% 3.0%
NS 2.9% 3.0% 2.8% 2.9% 2.9% 3.0%
MS 2.9% 3.0% 2.9% 3.0% 2.9% 3.0%
OE 2.9% 3.0% 3.0% 3.0% 3.0% 3.0%
All 2.9% 3.0% 2.9% 3.0% 2.9% 3.0%
Russia
NHN** * * 8.7% 8.3% 8.3% 8.0%
NS * * 8.8% 8.0% 9.2% 8.0%
MS * * 8.7% 8.0% 9.0% 8.0%
OE** * * 8.1% 8.0% 8.5% 8.0%
All * * 8.6% 8.0% 8.9% 8.0%
Singapore
NHN 4.3% 4.5% 4.5% 4.4% 4.5% 4.3%
NS 4.2% 4.3% 4.3% 4.4% 4.4% 4.4%
MS 4.3% 4.4% 4.4% 4.4% 4.4% 4.5%
OE 4.2% 4.5% 4.5% 4.4% 4.5% 4.5%
All 4.3% 4.4% 4.4% 4.4% 4.4% 4.4%
Spain
NHN 2.5% 2.5% 2.6% 2.5% 2.6% 2.5%
NS 2.5% 2.5% 2.5% 2.5% 2.5% 2.5%
MS 2.5% 2.5% 2.6% 2.5% 2.6% 2.5%
OE 2.2% 2.5% 2.3% 2.3% 2.4% 2.4%
All 2.4% 2.5% 2.5% 2.5% 2.5% 2.5%
Sweden
NHN** * * 2.9% 3.0% 3.1% 3.0%
NS * * 2.8% 2.9% 2.9% 3.0%
MS * * 2.8% 3.0% 2.9% 3.0%
OE** * * 2.5% 2.9% 2.7% 2.7%
All * * 2.8% 2.9% 2.9% 3.0%
Switzerland
NHN** 2.3% 2.4% 2.4% 2.5% 2.4% 2.5%
NS 2.3% 2.2% 2.1% 2.2% 2.2% 2.3%
MS 2.3% 2.2% 2.2% 2.2% 2.3% 2.4%
OE 2.2% 2.2% 2.1% 2.0% 2.4% 2.3%
All 2.3% 2.2% 2.2% 2.2% 2.3% 2.5%
NHN - Nonmanagement Hourly Nonunion | NS - Nonmanagement Salaried | MS - Management Salaried | OE - Officers/Executives
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FIGURE G2A Total Salary Budget Increases, by Employee Category (zeros included) (continued)
Employee Category
Actual 2014 Actual 2015 Projected 2016
Mean Median Mean Median Mean Median
United Kingdom
NHN 2.9% 3.0% 2.9% 3.0% 3.0% 3.0%
NS 3.0% 3.0% 3.0% 3.0% 3.0% 3.0%
MS 3.0% 3.0% 3.0% 3.0% 3.0% 3.0%
OE 3.0% 3.0% 2.9% 3.0% 3.1% 3.0%
All 3.0% 3.0% 3.0% 3.0% 3.0% 3.0%
United States
NHN 2.9% 3.0% 2.9% 3.0% 3.0% 3.0%
NS 3.0% 3.0% 3.0% 3.0% 3.1% 3.0%
ES 3.0% 3.0% 3.0% 3.0% 3.1% 3.0%
OE 3.0% 3.0% 3.0% 3.0% 3.1% 3.0%
All 3.0% 3.0% 3.0% 3.0% 3.1% 3.0%
*Data not gathered. **This data may represent a small sample size of less than 30 responses. Please refer to figure G2.
FIGURE G2B Total Salary Budget Increases, by Employee Category (zeros NOT included)
Employee Category
Actual 2014 Actual 2015 Projected 2016
Mean Median Mean Median Mean Median
Australia
NHN 3.7% 4.0% 3.6% 3.8% 3.7% 3.8%
NS 3.8% 3.9% 3.6% 3.6% 3.6% 3.5%
MS 3.8% 3.9% 3.6% 3.6% 3.6% 3.6%
OE 3.7% 3.6% 3.6% 3.7% 3.6% 3.5%
All 3.8% 3.9% 3.6% 3.7% 3.6% 3.6%
Belgium
NHN 2.8% 3.0% 2.6% 2.6% 2.6% 2.8%
NS 2.8% 2.8% 2.5% 2.5% 2.6% 2.5%
MS 2.8% 2.8% 2.6% 2.5% 2.8% 2.7%
OE** 2.7% 2.8% 2.7% 2.8% 2.8% 2.8%
All 2.8% 2.8% 2.6% 2.5% 2.7% 2.6%
Brazil
NHN 7.4% 7.5% 7.9% 8.0% 7.7% 8.0%
NS 7.5% 7.5% 7.6% 7.8% 7.5% 7.9%
MS 7.5% 7.5% 7.6% 7.8% 7.6% 7.9%
OE 7.0% 7.1% 7.5% 7.7% 7.6% 7.9%
All 7.4% 7.5% 7.6% 7.8% 7.6% 8.0%
Canada
NHN 2.9% 3.0% 2.9% 3.0% 2.9% 3.0%
NS 3.1% 3.0% 3.0% 3.0% 3.0% 3.0%
MS 3.1% 3.0% 3.0% 3.0% 3.0% 3.0%
OE 3.2% 3.0% 3.0% 3.0% 2.9% 3.0%
All 3.1% 3.0% 3.0% 3.0% 3.0% 3.0%
China
NHN 8.4% 8.5% 8.0% 8.0% 7.8% 8.0%
NS 8.3% 8.4% 7.8% 8.0% 7.8% 8.0%
MS 8.2% 8.3% 7.7% 8.0% 7.8% 8.0%
OE 8.0% 8.2% 7.9% 8.0% 8.0% 8.0%
All 8.2% 8.4% 7.8% 8.0% 7.8% 8.0%
NHN - Nonmanagement Hourly Nonunion | NS - Nonmanagement Salaried | MS - Management Salaried | OE - Officers/Executives
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Employee Category
Actual 2014 Actual 2015 Projected 2016
Mean Median Mean Median Mean Median
France
NHN 2.9% 3.0% 2.9% 2.8% 2.8% 2.8%
NS 2.8% 2.9% 2.8% 2.8% 2.8% 2.8%
MS 2.9% 2.9% 2.8% 2.8% 2.8% 2.8%
OE 2.7% 2.7% 2.6% 2.5% 2.6% 2.5%
All 2.8% 2.9% 2.8% 2.8% 2.8% 2.8%
Germany
NHN 3.1% 3.0% 3.1% 3.0% 3.2% 3.0%
NS 3.1% 3.0% 3.0% 3.0% 3.0% 3.0%
MS 3.1% 3.0% 3.0% 3.0% 3.1% 3.0%
OE 2.9% 3.0% 2.9% 3.0% 2.9% 3.0%
All 3.1% 3.0% 3.0% 3.0% 3.0% 3.0%
India
NHN 10.8% 11.0% 11.0% 11.0% 11.1% 11.0%
NS 10.7% 11.0% 10.6% 11.0% 10.7% 11.0%
MS 10.7% 11.0% 10.6% 11.0% 10.7% 11.0%
OE 10.6% 11.0% 10.5% 11.0% 10.5% 11.0%
All 10.7% 11.0% 10.6% 11.0% 10.7% 11.0%
Italy
NHN 3.0% 2.9% 2.9% 2.9% 2.8% 2.8%
NS 2.8% 2.9% 2.7% 2.7% 2.7% 2.8%
MS 2.9% 3.0% 2.8% 2.8% 2.7% 2.8%
OE 2.9% 2.7% 2.8% 2.8% 2.7% 2.7%
All 2.9% 2.9% 2.8% 2.8% 2.7% 2.8%
Japan
NHN 2.4% 2.4% 2.4% 2.5% 2.6% 2.5%
NS 2.6% 2.5% 2.6% 2.5% 2.6% 2.5%
MS 2.6% 2.5% 2.7% 2.5% 2.7% 2.5%
OE 2.6% 2.5% 2.5% 2.5% 2.6% 2.5%
All 2.5% 2.5% 2.6% 2.5% 2.6% 2.5%
Mexico
NHN 4.5% 4.7% 4.6% 4.5% 4.8% 4.7%
NS 4.5% 4.7% 4.6% 4.5% 4.6% 4.5%
MS 4.5% 4.7% 4.5% 4.5% 4.6% 4.5%
OE 4.6% 4.8% 4.7% 4.5% 4.8% 4.5%
All 4.5% 4.7% 4.6% 4.5% 4.7% 4.5%
Netherlands
NHN 2.9% 3.0% 2.9% 3.0% 2.9% 3.0%
NS 3.0% 3.0% 2.8% 2.9% 2.9% 3.0%
MS 3.0% 3.0% 2.9% 3.0% 2.9% 3.0%
OE 2.9% 3.0% 3.0% 3.0% 3.0% 3.0%
All 3.0% 3.0% 2.9% 3.0% 2.9% 3.0%
Russia
NHN** * * 8.7% 8.3% 8.3% 8.0%
NS * * 8.8% 8.0% 9.2% 8.0%
MS * * 8.7% 8.0% 9.0% 8.0%
OE** * * 8.5% 8.0% 8.5% 8.0%
All * * 8.7% 8.0% 8.9% 8.0%
Singapore
NHN 4.5% 4.5% 4.5% 4.4% 4.6% 4.3%
NS 4.3% 4.4% 4.4% 4.4% 4.4% 4.4%
MS 4.4% 4.5% 4.4% 4.4% 4.4% 4.5%
OE 4.3% 4.5% 4.6% 4.4% 4.5% 4.5%
All 4.4% 4.5% 4.4% 4.4% 4.5% 4.4%
FIGURE G2B Total Salary Budget Increases, by Employee Category (zeros NOT included) (continued)
NHN - Nonmanagement Hourly Nonunion | NS - Nonmanagement Salaried | MS - Management Salaried | OE - Officers/Executives
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FIGURE G2B Total Salary Budget Increases, by Employee Category (zeros NOT included) (continued)
Employee Category
Actual 2014 Actual 2015 Projected 2016
Mean Median Mean Median Mean Median
Spain
NHN 2.6% 2.5% 2.6% 2.5% 2.6% 2.5%
NS 2.6% 2.5% 2.5% 2.5% 2.5% 2.5%
MS 2.6% 2.5% 2.6% 2.5% 2.6% 2.5%
OE 2.3% 2.5% 2.4% 2.3% 2.4% 2.4%
All 2.5% 2.5% 2.5% 2.5% 2.5% 2.5%
Sweden
NHN** * * 2.9% 3.0% 3.1% 3.0%
NS * * 2.9% 3.0% 2.9% 3.0%
MS * * 2.9% 3.0% 3.0% 3.0%
OE** * * 2.7% 2.9% 2.7% 2.7%
All * * 2.9% 2.9% 2.9% 3.0%
Switzerland
NHN** 2.4% 2.5% 2.4% 2.5% 2.5% 2.5%
NS 2.4% 2.2% 2.2% 2.2% 2.3% 2.3%
MS 2.4% 2.2% 2.3% 2.2% 2.3% 2.5%
OE 2.4% 2.2% 2.2% 2.0% 2.4% 2.3%
All 2.4% 2.2% 2.3% 2.2% 2.4% 2.5%
United Kingdom
NHN 3.0% 3.0% 3.0% 3.0% 3.1% 3.0%
NS 3.1% 3.0% 3.0% 3.0% 3.1% 3.0%
MS 3.1% 3.0% 3.0% 3.0% 3.1% 3.0%
OE 3.1% 3.0% 3.1% 3.0% 3.1% 3.0%
All 3.1% 3.0% 3.0% 3.0% 3.1% 3.0%
United States
NHN 3.0% 3.0% 3.0% 3.0% 3.1% 3.0%
NS 3.0% 3.0% 3.1% 3.0% 3.1% 3.0%
ES 3.1% 3.0% 3.1% 3.0% 3.1% 3.0%
OE 3.1% 3.0% 3.2% 3.0% 3.2% 3.0%
All 3.1% 3.0% 3.1% 3.0% 3.1% 3.0%
*Data not gathered. **This data may represent a small sample size of less than 30 responses. Please refer to figure G2.
NHN - Nonmanagement Hourly Nonunion | NS - Nonmanagement Salaried | MS - Management Salaried | OE - Officers/Executives
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FIGURE G3 Number of Months Between Increases
Actual 2014 Actual 2015 Projected 2016
Mean Median Mean Median Mean Median
Australia 12.3 12.0 12.3 12.0 12.0 12.0
Belgium 12.1 12.0 12.3 12.0 12.1 12.0
Brazil 12.0 12.0 12.2 12.0 12.0 12.0
Canada 12.5 12.0 12.3 12.0 12.0 12.0
China 12.2 12.0 12.1 12.0 11.9 12.0
France 12.3 12.0 12.2 12.0 12.0 12.0
Germany 12.3 12.0 12.3 12.0 12.0 12.0
India 12.1 12.0 12.1 12.0 12.0 12.0
Italy 12.4 12.0 12.2 12.0 12.0 12.0
Japan 12.3 12.0 12.1 12.0 12.0 12.0
Mexico 12.5 12.0 12.2 12.0 12.0 12.0
Netherlands 12.3 12.0 12.1 12.0 12.0 12.0
Russia * * 12.0 12.0 12.0 12.0
Singapore 12.2 12.0 12.3 12.0 11.9 12.0
Spain 12.2 12.0 12.0 12.0 12.1 12.0
Sweden * * 12.1 12.0 12.1 12.0
Switzerland 12.2 12.0 12.1 12.0 12.1 12.0
United Kingdom 12.4 12.0 12.2 12.0 12.0 12.0
United States 12.6 12.0 12.4 12.0 12.2 12.0
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2015 2016
Actual Increase Average
Inflation (Projected)
Inflation (Projected)
Planned Increase Average
Executive Management Professional Employee
Europe
Austria 2.2 1.1 1.2 3.5 3.1 2.8 2.5
Belgium 1.1 0.4 0.5 3.0 2.7 2.4 2.1
Cyprus 2.5 1.8 1.7 4.0 3.6 3.5 3.0
Czech. Republic 1.6 0.6 0.8 3.0 2.7 2.5 2.2
Denmark 1.8 0.4 0.5 3.5 3.1 2.8 2.7
Estonia 1.2 0.1 0.2 2.5 2.2 2.1 2.0
Euro Zone 1.6 0.5 0.6 3.5 3.1 2.7 2.2
Finland 1.4 0.3 0.2 3.3 3.1 2.7 2.1
France 2.3 0.4 0.5 3.6 3.3 3.1 2.7
Germany 2.6 0.9 1.1 4.0 3.6 3.2 3.0
Greece 2.1 (1.9) (1.8) 3.0 2.5 2.3 2.1
Hungary 2.2 (0.2) 0.1 3.3 3.1 2.7 2.3
Iceland 3.3 1.5 1.6 4.0 3.8 3.6 3.2
Irish Republic 2.1 0.1 0.3 3.1 3.0 2.8 2.4
Italy 2.2 0.2 0.4 3.3 3.1 2.9 2.5
Latvia 2.8 0.7 0.7 3.0 2.4 2.1 2.1
Lithuania 2.2 0.1 0.2 3.0 2.1 2.0 1.9
Luxembourg 2.3 0.4 0.5 3.5 3.3 3.1 3.0
Netherlands 2.2 0.7 0.8 3.8 3.4 3.2 3.1
Norway 3.5 1.2 1.3 4.5 4.1 4.0 3.8
Poland 3.1 0.3 0.4 3.5 3.2 3.1 2.6
Portugal 2.3 0.4 0.4 3.0 2.5 2.2 2.1
Russia 20.2 18.2 20.8 22.0 20.7 20.2 20.1
Slovak Republic 3.1 0.1 0.3 3.2 3.0 2.8 2.7
Slovenia 3.3 0.8 0.8 3.0 2.8 2.5 2.1
Spain 1.7 (0.4) (0.3) 3.0 2.5 2.2 1.9
Sweden 2.0 0.1 0.2 2.5 2.2 2.0 2.0
Switzerland 1.5 (0.1) 0.1 2.6 2.3 2.2 1.9
Ukraine 50.1 56.1 54.6 55.1 54.8 54.7 54.6
United Kingdom 3.2 1.1 1.2 4.0 4.2 4.1 3.8
FIGURE G4 International Merit Increases & Inflation
The following table was provided by Strategic Rewards
Group and includes global comparisons of ave rage increase
and inflation information for 72 countries within four major
regions. The information was collected from more than 7,100
Strategic Rewards Group clients and includes increases that
were awarded in 2015 and projections for 2016 in four cate-
gories: executive, management, professional and employee.
Data in this figure were collected, analyzed and reported
by SRG. For the best comparison between WorldatWork and
SRG data, please compare the general increase/COLA and
merit increase rows of Figure G1b to Figure G4. Please note
that discrepancies in data are possible due to differences
in methodologies and sample sizes. Please see page 55
for more information.
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FIGURE G4 International Merit Increases & Inflation (continued)
2015 2016
Actual Increase Average
Inflation (Projected)
Inflation (Projected)
Planned Increase Average
Executive Management Professional Employee
Asia Pacific
Australia 3.5 1.6 1.7 4.0 3.8 3.7 3.5
Bangladesh 8.3 7.1 7.2 9.0 8.6 8.4 7.6
China 7.6 6.4 6.3 7.5 7.1 7.0 6.5
Hong Kong 5.4 3.1 3.2 5.7 6.3 5.2 5.1
India 6.7 5.2 5.4 7.5 7.1 6.9 6.3
Indonesia 7.6 6.9 7.0 8.7 8.2 7.9 7.5
Japan 3.5 2.4 2.5 4.0 3.3 3.1 2.7
Korea (South) 3.1 0.6 0.7 3.5 2.8 2.6 2.2
Malaysia (Pen.) 3.5 2.1 2.0 4.0 3.8 3.7 3.5
New Zealand 3.1 1.3 1.4 3.6 3.4 3.2 3.1
Pakistan 5.2 3.1 3.3 4.8 4.1 3.8 3.5
Philippines 4.7 2.6 2.5 4.5 4.2 3.8 3.1
Singapore 3.8 0.6 0.8 4.5 4.3 4.1 3.7
Sri Lanka 3.5 0.6 0.8 3.6 3.1 2.7 2.5
Taiwan 3.1 0.3 0.4 3.0 2.8 2.5 2.3
Thailand 3.0 0.3 0.4 3.0 2.7 2.4 2.1
Vietnam 5.1 2.3 2.5 5.5 4.8 4.4 3.8
Africa/ Middle East
Bahrain 4.1 2.1 2.3 4.0 3.7 3.6 3.2
Egypt 13.6 12.1 12.3 14.0 13.8 13.6 12.8
Israel 3.0 (0.2) (0.1) 3.5 3.1 3.0 2.9
Kenya 7.3 6.3 6.4 9.0 8.4 8.2 7.8
Lebanon 3.2 1.3 1.5 3.5 3.3 3.2 2.8
Nigeria 9.3 8.6 8.7 10.3 10.0 9.7 9.3
Oman 3.4 1.7 1.8 3.5 3.2 3.1 2.8
Saudi Arabia 4.0 2.5 2.7 4.5 4.3 4.1 3.8
South Africa 6.9 4.8 4.9 6.5 5.8 5.5 5.1
Turkey 10.3 8.2 8.4 10.5 10.2 10.1 9.6
UAE 5.2 3.8 3.8 5.5 5.2 5.1 5.0
Zimbabwe* 2.8 0.3 0.4* 2.5 2.2 2.1 1.8
WorldatWork 2015-2016 Salary Budget Survey | www.worldatwork.org/salarybudgetsurvey 71
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FIGURE G4 International Merit Increases & Inflation (continued)
2015 2016
Actual Increase Average
Inflation (Projected)
Inflation (Projected)
Planned Increase Average
Executive Management Professional Employee
Latin America
Argentina 25.2 24.8 22.9 25.0 24,6 24.0 23.2
Brazil 9.8 8.3 8.6 10.5 10.1 9.7 9.2
Chile 5.7 4.1 4.2 6.0 5.7 5.1 4.8
Colombia 6.2 4.7 4.9 7.5 7.2 7.1 6.8
Costa Rica 5.9 4.1 4.1 6.0 5.6 5.4 5.1
Ecuador 5.5 4.4 4.5 6.0 5.8 5.5 4.7
Guatemala 5.1 3.7 3.8 6.0 5.4 5.2 4.8
Mexico 5.6 3.2 3.5 6.5 6.2 6.1 5.7
Panama 5.4 3.1 3.2 5.5 5.2 4.7 4.1
Peru 4.8 3.1 3.3 5.0 4.7 4.6 4.1
Puerto Rico 3.0 1.1 1.2 3.5 3.2 3.0 2.9
Venezuela 68.0 66.3 65.9 68.0 67.4 67.1 66.3
North America
Canada 3.3 0.9 1.8 3.5 3.3 3.2 3.1
USA 3.5 1.3 1.5 4.0 3.8 3.7 3.0
Notes:
❚❙ SRG’s regular annual salary planning survey is conducted May/June 2015. The annual survey has been conducted since 1980.
❚❙ Planned increase averages includes both the average merit increase and the average inflation-based pay increase.
❚❙ SRG does not count zeros reported.
❚❙ Merit salary survey data for 2015 and 2016 (newly projected) was obtained from over 7,150 clients and general survey participants.
❚❙ In higher inflation countries, increases may be given more frequently than annual.
❚❙ CPI data provided by The World Bank, IMF, and the London School of Economics, Barclays Bank, and the Economist Intelligence Unit.
❚❙ Sector-specific increases are available upon request for a nominal fee (e.g., Bio-tech, E&C, High-tech, INGO/NGO, Pharmaceutical, Professional Services). (e.g. Brazil- Rio de Janerio, Sao Paulo, and Brazilia).
❚❙ A total of 72 countries (plus Euro Zone average) are listed, but data is available for another 62 countries. Specific labor markets and/or sectors are available for $250 per location (e.g. Brazil- Rio de Janerio, Sao Paulo, and Brazilia).
❚❙ For more information about the survey from SRG, please contact info@strategicrewardsgroup.com
* Zimbabwe — rampant inflation has given rise to dollarization (USD).
Survey definitions for employee category:
❚❙ Executives — Officials, elected or appointed, and their equivalent business unit or function heads.
❚❙ Managers — Management in operational and functional roles not considered “Top”.
❚❙ Professional — Professionals having a degreed or commonly recognized field of knowledge/work, which may (or not) include the supervision of personnel. May also include key contributors and supervisors.
❚❙ Employee — Regular operational and functional employees not having any supervisory responsibility.
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First Oklahoma BankFulton Financial Corp.Hancock Holding Co.Huntington National BankJohnson Financial GroupM&T Bank Corp.Midland States BankNavigant Credit UnionRockland TrustRoyal Bank of CanadaSandy Spring BankTheBancorpU.S. BankVantage West Credit Union
Finance & InsuranceSecurities, Commodity Contracts & Other Financial Investments & Related Activities
ACESAmeriprise FinancialBairdBarclaycardUSCapital One FinancialCharles Schwab & Co. Inc.Chicago Board
Options ExchangeCME GroupComputershareCullen/Frost Bankers Inc.DST SystemsEdward JonesFannie MaeFederal Home Loan Bank TopekaFidelity InvestmentsFINRAFirst Midwest BankFranklin TempletonInfinity FCUJanus Capital GroupLPL FinancialMFS InvestmentsNational Futures AssociationNorthStar Financial
Services Group LLCPRA Group Inc.Principal Financial GroupRaymondJamesSecurities America
Financial Corp.Security Benefit Corp.Swiss ReTD AmeritradeThe Options Clearing Corp.Waddell & ReedWellington ManagementWestern UnionWilshire Associates
Health Care & Social AssistanceAmbulatory Health Care Services, Nursing & Residential Care Facilities & Social Asstistance
Abramson Center for Jewish LifeAccentCareAdvantageCare PhysiciansAtrius Health/Harvard Vanguard
Medical AssociateBrookdale Senior LivingCARTI Inc.CHI Health at HomeCMU Medical Education PartnersCovenant Management SystemsDana-Farber Cancer InstituteDiscover Goodwill of
SW ColoradoExpress-ScriptsFather Flanagan’s Boys’ HomeFresenius Medical Care
North AmericaGolden LivingGoodwill Industries of
Southeastern Wisconsin and Metropolitan Chicago
Group Health Cooperative of South Central Wisconsin
Gulf Coast Regional Blood Center
Hazelden Betty Ford FoundationJohnson & JohnsonKelsey-Seybold ClinicMagellan Health Inc.Management Sciences for HealthMather LifeWaysMerck & Co.Miraca Life SciencesNew York Public LibraryNorthwest Permanente P.C.Otterbein HomesPlanned Parenthood of
Greater TexasPrime Therapeutics LLCSpecialists On CallTrinity HealthUniversity of Maryland Faculty
Physicians Inc.University of Minnesota PhysiciansUniversity of Wisconsin Medical
FoundationUW PhysiciansWeill Cornell Medical CollegeWillamette View Inc.
Health Care & Social AssistanceHospitals
Abrazo Community Health Network
Advocate Health Care
Agnesian HealthCareAllegheny Health NetworkAllina HealthAsanteAscension HealthAspirus Inc.Atlantic Health SystemAtlantiCare Regional
Medical CenterAvera HealthBanner HealthBaptist Easley HospitalBaptist HealthBaptist Health South FloridaBayCare Health SystemBaystate HealthBeaumont Health CareBJC HealthCareBlood SystemsBon Secours Health SystemCancer Treatment Centers
of AmericaCape Cod Healthcare Inc.Catholic Health InitiativesCatholic Health Services of
Long IslandChildren’s Healthcare of AtlantaChildren’s Hospital ColoradoChildren’s Hospital of WisconsinChildren’s Medical
Center of DallasCincinnati Children’s Hospital
Medical CenterCity of HopeCleveland ClinicColorado Physicians
Medical Group PCCommunity Health Services
Professional Services Co.Connecticut Children’s
Medical CenterCottage Health SystemDignity HealthDuke University Health SystemFroedtert HealthGenesis HealthCare SystemGillette Children’s Specialty
HealthcareGreenville Health SystemHallmark Health SystemHCAHenry Ford Health SystemHouston MethodistInova Health SystemsINTEGRIS HealthIntermountain HealthcareKasier PermanenteKettering Health NetworkKindred Healthcare Inc.Lahey Hospital & Medical Center
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Lakeland Regional Health SystemLancaster General HealthLawrence + Memorial HospitalLee Memorial Health SystemLehigh Valley Health NetworkLifeBridge HealthMain Line HealthMaricopa Integrated
Health SystemMary Greeley Medical CenterMayo ClinicMcLaren Health Care Corp.McLeod HealthMD Anderson Cancer Center,
University of TexasMedExpressMemorial Health SystemMemorial Hermann
Healthcare SystemMercyMercy HealthMercy Hospital, Iowa CityMeridian HealthMethodist Health SystemMethodist HospitalsMethodist Lebonheur HealthcareMidMichigan HealthMount Sinai Health SystemNationwide Children’s HospitalNavicent HealthNewton Medical CenterNewYork-Presbyterian HospitalNorthShore University
HealthSystemNorthside HospitalNSLIJ Health SystemOhioHealth Corp.Oswego HealthPalmetto HealthPalmetto Health - CorporatePenn State Hershey
Medical CenterPhoenix Children’s HospitalPiedmont HealthcarePinnacle Health SystemPioneers Memorial
Healthcare DistrictPremier HealthPresence HealthProHealth Care Inc.Providence Health ServicesRegional HealthRegions HospitalRehabilitation Institute
of ChicagoRiverside Medical CenterRush University Medical CenterSaint Agnes Medical CenterSaint Francis Health SystemSaint Luke’s Health System
Saint Mary’s HospitalSalem HealthSeattle Children’s HospitalShriners Hospitals for Children
International HQSouthcoast HealthSoutheastHEALTHSouthern Illinois HealthcareSouthern New Hampshire
Health SystemSpectrum HealthSSM HealthSt. Joseph HealthSt. Vincent’s Health SystemSt. Cloud HospitalSt. Francis Hospital &
Medical CenterSt. Jude Children’s
Research HospitalSt. Luke’s Health SystemSt. Vincent HealthStanford Health CareSutter Medical Center
SacramentoTenet HealthcareTexas Children’s HospitalThe Children’s Hospital of
PhiladelphiaThe Christ Hospital
Health NetworkThe Nebraska Medical CenterThe Queen’s Medical CenterThedaCare Inc.Thomas Jefferson University
& HospitalsTuality HealthcareUMass MemorialUNC Health CareUnited Hospital CenterUnityPoint Health-Des MoinesUniversity Hospitals
Health SystemUniversity of Florida HealthUniversity of Maryland
Medical SystemUniversity of Michigan
Health SystemUniversity of New
Mexico HospitalsUniversity of Pennsylvania
Health SystemUniversity of Pittsburgh
Medical CenterUniversity of Vermont
Medical CenterUniversity of Wisconsin Hospitals
and ClinicsVCU Health SystemVidant HealthVirtua Health
West Virginia University Hospitals Inc.
Yakima Valley Memorial Hospital
InformationData Processing, Hosting and Related Services
Apptio Inc.Automatic Data Processing LLCAvalara Inc.AvidData Center Inc.EmdeonEquinixHitachi Data SystemsJamaPrime Care TechnologiesQ2 ebankingSoftware AG USA Inc.Total System Services
Inc. (TSYS)TransUnionT-System Inc.WorldPay
InformationPublishing Industries
Advance Central Services Inc.American GreetingsCengage LearningConsumer ReportsGannett Co. Inc.John Wiley & Sons Inc.LifeWay Christian ResourcesPenguin Random HouseStar Tribune Media Co. LLCTake-Two Interactive
Software Inc.Trend Micro Inc.Tribune Publishing Co.
InformationMotion Picture & Sound Recording Industries, Broadcasting (Except Internet) & Other Information Services
A+E NetworksACS TechnologiesAdvent SoftwareAmerican Public MediaANSYS Inc.Aspect SoftwareBlack Knight Financial ServicesCars.com LLCCincomCode 42 Software Inc.CommVault Systems Inc.CoStar GroupCSG International
DayNine Consulting Inc.Dex Media Inc.Discovery CommunicationsDocuSignDun and BradstreeteBay Inc.F5 NetworksFareportalFederal Reserve Information
TechnologyFox Networks GroupGfK SEGlu Mobile Inc.HubSpotIHSJack Henry & AssociatesMcGraw-Hill EducationMedNet Solutions Inc.Medrio Inc.Meridium Inc.Merrill Corp.Moody’sNeustarNielsenNokia On-Line Computer CenterOrchard Software Corp.Pegasystems Inc.PGiProgressPublic Broadcasting ServiceRocket FuelSabre Corp.SalesforceSAS InstituteSnapchatSunGardThe E. W. Scripps Co.Thomson ReutersTribune MediaTriZettoTwentieth Century Fox Filmed
EntertainmentUnisys Corp.United Data TechnologiesVantivVerisignVertex Inc.Viacom Inc.Warner Bros. EntertainmentWFP USAYellow Pages Digital & Media
Solutions Ltd.Zillow
Management of Companies & Enterprises
AZZ Inc.Chickasaw Nation Industries
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High Co. LLCIngram Industries Inc.J.R. Simplot Co.Scripps Networks InteractiveSunrise Senior LivingThe Harding Group LLCThe Trustmark Cos.UTC Aerospace Systems
ManufacturingChemical Manufacturing
Abbott LaboratoriesAbbVieAcorda TherapeuticsAcorda Therapeutics Inc.Air Liquide USA LLCAir ProductsAlbemarle Corp.Americas StyrenicsAOC LLCApotexArysta LifeScience
North AmericaAvery DennisonBoehringer Ingelheim
Pharmaceuitcals Inc.Bristol-Myers Squibb Co.Cabot Corp.CapsugelCelanese InternationalCentrus Energy Corp.CF Industries Holdings Inc.ChevronPhillips ChemicalCombe Inc.Cristal USA Inc.CSLCSL BehringDaiichi Sankyo Inc.Dow Corning Corp.Dr. Reddy’s Laboratories Inc.DuPontEcolabEisai Inc.Eli Lilly and Co.Emergent BiosolutionsEndo International PLCFerring PharmaceuticalsFerro Corp.FMC Corp.Fresenius KabiGold Eagle Co.H.B. Fuller Co.Hexcel Corp.Incyte Corp.Ipsen Biopharmaceuticals Inc.J. R. Simplot Co.Lexicon Pharmaceuticals Inc.Linde NA Inc.
LonzaLyondellBasellMallinckrodt PharmaceuticalsMeda PharmaceuticalsMorton Salt Inc.NewMarket Corp.Nexeo SolutionsNOVA ChemicalsNovo Nordisk Inc.Novozymes North AmericaOccidental Chemical Corp.OCI Enterprises Inc.OM Group Inc.Otsuka PharmaceuticalsPatheonPfizer Inc.Piramal Enterprises Ltd.PolyOnePotash Corp. of
Saskatchewan Inc.Praxair Inc.Roche DiagnosticsS.C. Johnson & Son Inc.Sanofi USSealed Air Corp.Solenis LLCSolvay USA and Solvay AmericaSyngenta SeedsTeva PharmaceuticalsThe HallStar Co.The Scotts Miracle-Gro Co.The Sherwin-Williams Co.The Valspar Corp.TrinseoTronox Ltd.Umicore USA Inc.UnivarVentana Medical Systems Inc.W.R. GraceZoetis
ManufacturingComputer & Electronic Product Manufacturing
2020Altera Corp.AvaSure LLCBenchmark Electronics Inc.BlackBerry Ltd.BMC SoftwareBose Corp.Cabot Microelectronics Corp.Canon Solutions America Inc.Canon USA Inc.Canon Virginia Inc.Celestica Inc.Cerner Corp.Coherent Inc.
Crestron Electronics Inc.Digi InternationalDolby Laboratories Inc.Flextronics
International USA. Inc.GTECHIM Flash TechnologiesInsight Enterprises Inc.Inter-Coastal Electronics Inc.Kratos Electronic
Products DivisionKyocera International Inc.L-3 Communications
Telemetry-WestLake Shore Cryotronics Inc.LexisNexisLexmark Internationalmaxlinear Inc.Micron TechnologyMicrosemi Corp.Nintendo of AmericaNVIDIA Corp.ON SemiconductorOracle Corp.Otter ProductsPitney Bowes Inc.PrintronixRaytheon Co.Sharp Electronics Corp.Splunk Inc.STMicroelectronics Inc.SynapticsTexas InstrumentsToshiba America Business
Solutions Inc.Varian Medical SystemsVertafore Inc.Vision Solutions Inc.VMWAREWaters Corp.Zetron Inc.
ManufacturingElectrical Equipment, Appliance & Component Manufacturing
AmetekASCO Power TechnologiesAtmel Corp.Cubic Corp.Dialog SemiconductorElbit Systems of AmericaEnergizer Holdings Inc.Excelitas TechnologiesGLOBALFOUNDRIESMolexNXP SemiconductorsOmegaOSRAM Sylvania
Panasonic Automotive Systems of America
PanduitPhysio-ControlRegal Beloit Corp.RobertshawSkyworks Solutions Inc.TE Connectivity
ManufacturingFood, Beverage & Tobacco Product Manufacturing
ACH Food Cos. Inc.Agropur CooperativeAltria Group Inc.Barry CallebautBeam Suntory Inc.Big Heart Pet BrandsBlue Diamond GrowersBonduelle AmericasCP KelcoCampbell Soup Co.Community Coffee Co. LLCConAgra Foods Inc.Dawn Food Products Inc.Dr Pepper Snapple GroupDS Services of America Inc.Ferrara Candy Co.G&J Pepsi-Cola Bottlers Inc.General Mills Inc.Glanbia Performance NutritionGrande Cheese Co.Hormel Foods Corp.HP Hood LLCJ.R. Simplot Co.Johnsonville Sausage LLCJust Born Inc.Kellogg Co.Land O’Lakes Inc.Leprino Foods Co.McCain Foods Ltd.McCormick & Co. Inc.MillerCoorsMolson Coors Brewing Co.Mondelez International Inc.Nature’s Sunshine Products Inc.Nestle USANestle Purina PetCare Co.New Belgium BrewingOcean Spray Cranberries Inc.OSI Industries LLCPinnacle FoodsRemy Cointreau USAReynolds AmericanRich Products Corp.SABMiller (MBC)Schreiber Foods IncSimmons Foods
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The Coca-Cola Co. - CCNA/CCRThe Hershey Co.The Schwan Food Co.The WhiteWave Foods Co.The Wine GroupTreasury Wine EstatesVentura Foods LLCWayne Farms LLCWells Enterprises Inc.World’s Finest Chocolate Inc.
ManufacturingMachinery Manufacturing
Allied Motion TechnologiesASMLCummins Allison Corp.Deere & Co.DuravantElliottEmerson Fisher
Lifecycle ServicesFANUC America Corp.Fellowes Inc.Flowserve Corp.General Dynamics - Bath Iron
Works Corp.Graco Inc.Ingersoll Rand PLCJoy GlobalKONE Inc.Lennox International Inc.Lincoln ElectricMTS SystemsNordson Corp.Rolls-Royce North AmericaSolar Turbines Inc.Taco Inc.Terex Corp.The Manitowoc Co. Inc.The Toro Co.Volvo Group USWacker Neuson Corp.
ManufacturingMetal Manufacturing
AM Castle & Co.AMNS CalvertBabcock & WilcoxBlueScope SteelCarpenter Technology Corp.Charter Manufacturing Co. Inc.Donaldson Co. Inc.ESCO Corp.Fike Corp.Frank’s InternationalGibraltar IndustriesLearjet Inc.Leupold & Stevens Inc.
Link BeltModine Manufacturing Co.Mueller Water ProductsNSK Americas Inc.PfaudlerRytec Corp.Samuel, Son & Co. Ltd.Schnitzer Steel IndustriesThe Bilco Co.The Fulton Cos.TMK-IPSCOUnited States Steel Corp.Valmont IndustriesWorthington Industries
ManufacturingPaper Manufacturing, Printing & Related Support Activites
Appvion Inc.CimpressClearwater Paper Corp.Domtar Inc.GlatfelterGraphic Packaging InternationalInternational PaperJ. J. Keller & Associates Inc.KapStone Paper and
Packaging Corp.Katun Corp.Kimberly-ClarkLiberty Diversified
International Inc.MeadWestvaco Corp.Packaging Corp. of AmericaQuadGraphicsRayonier Advanced MaterialsRicoh Americas Corp.RR Donnelley & SonsSCA AmericasShurtape TechnologiesSmead Manufacturing Co.Southern Graphic SystemsTranscontinental Inc.Verso Corp.
ManufacturingPlastics & Rubber Products Manufacturing
A. Schulman Inc.Amcor Rigid PlasticsAnsellBemis Co. Inc.Berry Plastics - Victoria, TXHandgards Inc.Reynolds-PactivTech InternationalTekni-Plex Inc.Toray Plastics (America) Inc.
Tupperware Brands Corp.Yokohama Tire Corp.
ManufacturingTextile, Apparel, Leather & Allied Product Manufacturing
Brooks Sports Inc.Columbia Sportswear Co.Fruit of the Loom Inc.G&K ServicesGildan Activewear Inc.Hanesbrands Inc.Mohawk IndustriesNew Balance Athletic Shoe Inc.Nike Inc.Under Armour
ManufacturingTransportation Equipment Manufacturing
AAMAerojet RocketdyneCARDONE Industries Inc.Continental Automotive SystemsEmbraer AircraftExelis Geospatial SystemsFederal MogulFederal-Mogul Motorparts
(Global Sealing, Engine and Underhood Service)
Ford Motor Co.General Dynamics Land SystemsGeneral Motors Co.Gulfstream Aerospace Corp.InsituMAHLEMeritor Inc.Moog Inc.Polaris IndustriesRockwell CollinsStandardAeroTextron Inc.The Boeing Co.Tower InternationalUnion Tank Car Co.UTC Aerospace Systems
ManufacturingOther Miscellaneous Manufacturing
3M3M BrookingsABBAccuray Inc.Acushnet Co.Airbus Helicopters Inc.AlbeaAmneal PharmaceuticalsAmway
Andersen Corp.Ariens Co.Armstrong World IndustriesBarnes Group Inc.BaxterBemis Manufacturing Co.Biomet Inc.Bio-Rad LaboratoriesBoston ScientificBrunswickC.R. Bard Inc.Callaway Golf Co.Cantel MedicalCardiovascular Systems Inc.Carmeuse Lime & Stone Inc.CHS Inc.Clarion Safety Systems LLCCNHICobhamCSS Industries Inc.Curbell Inc. & SubsidiariesCurtiss-Wright Corp.Cytec Industries Inc.Danaher Corp.David Michael & Co. Inc.Dentsply International Inc.DNP Imagingcomm
America Corp.DraegerEatonEdwards LifesciencesEmerson Climate TechnologiesFirst SolarFiskars Brands Inc.FLIR Systems Inc.Formica Corp.Fortune Brands Home &
Security Inc.GAF MaterialsGeneral MotorsGREIFHalyard HealthHarbisonWalker InternationalHerman Miller Inc.Hillenbrand Inc.Hollister Inc.HollyFrontierHoughton InternationalHunter Douglas Inc.IDEX Corp.IDEXX Laboratories Inc.IlluminaIngalls ShipbuildingIntegra Life SciencesInternational Imaging
Materials Inc.Intertape Polymer GroupInvacare Corp.Johns Manville
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Johnson ControlsJohnson Outdoors Inc.Jostens Inc.KH IndustriesKohler Co.L-3 Communications
Aerospace SystemsL-3 Communications Corp.L-3 Link Simulation & TrainingL-3 WESCAMLake Region MedicalLennar Corp.LydallMaquet Getinge GroupMasonite International Corp.MaterionMedtronic PLCModusLink Global SolutionsMonoSol RxMonroe EnergyMSA Safety Inc.Mylan Inc.National Gypsum Co.National Pen Co.NBTYNorbordNOW Health Group Inc.Orscheln ProductsOwens CorningPerrigo Co. PLCPolymer Group Inc.Printpack Inc.ResMed Inc.Savannah River Nuclear
Solutions LLCSerta Simmons Bedding LLCSnap-on Inc.Southco Inc.SPX Corp.St. Jude MedicalStanley Black & DeckerSteelcase Inc.STERIS Corp.STIHL Inc.StrykerTeknion Corp.Tempur Sealy International Inc.Tesla Motors Inc.Tesoro Corp.The Estee Lauder Cos.The Westervelt Co.Toray Composites (America)Toyota Boshoku AmericaTriMas Corp.Trimble Navigation Ltd.UnileverUnited Technologies Corp.USG Corp.
ValeroYKK Corp. of AmericaZimmer Inc.
Mining, Quarrying, and Oil and Gas Extraction
Agnico Eagle Mines Ltd.Alcoa Inc.Anadarko PetroleumAramco Services Co.Arch Coal Inc.Barrick Gold of North AmericaBG GroupBHP Billiton PetroleumBill Barrett Corp.Calfrac Well ServicesCliffs Natural ResourcesCompass MineralsConocoPhillipsCore LaboratoriesCrescent Point EnergyDresser-RandEncana CoporationEnerflex Ltd.Enerplus Corp.EnscoEOG Resources Inc.Freeport-McMoRan Inc.Freeport-McMoRan Oil & GasHalcon ResourcesHalliburtonHessHilcorp EnergyHunt OilKinross Gold Co.Lehigh HansonLuck Cos.Lukoil Overseas
Offshore ProjectsMartin Marietta Materials Inc.MosaicMurphy Oil Corp.NewaltaNewfield Exploration Co.Newmont Mining Corp.Noble Drilling Services Inc.Oasis PetroleumOceaneering International Inc.ONEOK Inc.PIoneer Natural ResourcesQEP Resources Inc.Range ResourcesRio TintoRockwater Energy Solutions Inc.Rowan Cos. Inc.Salt River Materials GroupShell Oil Co.SM Energy Co.
Subsea 7T.D. Williamson Inc.Talisman Energy USA Inc.U.S. SilicaUnit Corp.Vulcan Materials Co.WPX EnergyYamana Gold
Professional, Scientific and Technical Services (Includes Consulting)
A.T. KearneyABM Industries Inc.Abt AssociatesAdecco Group NAADTAdvanced Technology ServicesAECOMAECOM, Management
Services GroupAkastorAlion Science and TechnologyAlixPartners LLPAlkermesAlliance DataAlliance Data - Retail ServicesAltegrityAmerican Chemical SocietyAmerican Institute of PhysicsAmerican Institutes for ResearchAmerican Optometric AssociationAmerican SystemsAmerican Water Works
AssociationAMN HealthcareAnimato TechnologiesAnthelio Health SolutionsAonAppSenseArete AssociatesArgonne National LaboratoryArthur J. Gallagher - Human
Resources & Compensation Consulting
Aspen TechnologyAstellasAvendra LLCBall Aerospace &
Technologies Inc.Battelle Memorial InstituteBechtel Global Corp.Bechtel Plant Machinery Inc.Berry Appleman & Leiden LLPBlack & VeatchBroad InstituteBroadridge Financial
Solutions Inc.Brookhaven National LaboratoryBusiness Solutions Technologies
CACICAICapgemini FInancial ServicesCatalent Pharma SolutionsCBIACCP LLCCDK GlobalCentroCGI Technologies and
Solutions Inc.ChannelAdvisorCharles River LaboratoriesChiltern InternationalCitrixCompensation Resources Inc.Convergys Corp.CoreLink Administrative SolutionsCovanceCovenant EyesCSA GroupCSCDealertrack Technologies Inc.Dechert LLPDeltekDevelopment Dimensions
International Inc.DewberryDigital River Inc.DRS TechnologiesE2open Inc.ERG Inc.Faegre Baker DanielsFermi National Accelerator
LaboratoryForrester Inc.Fred Hutchinson Cancer
Research CenterGenentech Inc. (a member of the
Roche Group)General AtomicsGeneral Dynamics Information
TechnologyGeneral Dynamics-AISGenpact LLCGilead SciencesGrant Thornton LLPGrifolsHelios HR LLCHNTB Corp.Honeywell FM&THR Green Inc.HRL Laboratories LLCHuman Capital SolutionsHumint Advisors Inc.IBMICF International Inc.Idaho National LaboratoryIMS HealthInnovative Compensation and
Benefits Concepts LLC
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InsightsInstitute for Defense AnalysesInstitute of Electrical and
Electronics EngineersIntegral Ad ScienceIntegrated Healthcare StrategiesIntegrity Management ConsultingInternational SOS Assistance Inc.Jackson HewittJacobs Technology Inc.Jefferson Science
Associates LLCJT3 LLCKoss Management ConsultingKPMG LLPKronos Inc.L-3 Communications, National
Security SolutionsLawrence Berkeley National
LaboratoryLawrence Livermore National
LaboratoryLeidosLieberman Research WorldwideLivingston International Inc.Los Alamos National LaboratoryMagnitude SoftwareManhattan Associates Inc.MarketPayMarsh & McLennanMassachusetts Medical SocietyMathworksMcGuireWoods LLPMDA Ltd.Mead & Hunt Inc.MedAssets Inc.MedImpact Healthcare
Systems Inc.MedxcelMercerMichael Baker InternationalMINDBODYMIT Lincoln LaboratoryMRA - The Management
AssociationMRIGlobalMWH Global Inc.NAMSANational Center for
Atmospheric ResearchNational Radio Astronomy
ObservatoryNational Renewable Energy
LaboratoryNational Security
Technologies LLCNavigant Consulting Inc.NORCNSF InternationalOak Ridge Associated
Universities
Olsson AssociatesOrrick, Herrington & Sutcliffe LLPParsons Corp.PATHPCM Inc.PerkinElmer Inc.Perkins CoiePersonnel Management
Associates Inc.Pharmaceutical Product
DevelopmentPRA Health SciencesPrinceton Plasma Physics
LaboratoryProgressive Benefit SolutionsPTC TherapeuticsPwCPyramid Solutions Inc.QAD Inc.RAND Corp.RazorfishRed Hat Inc.RJB HR AdvantageRopes and Gray LLPSAICSalk Institute for
Biological StudiesSandia National LaboratoriesSAP SESavannah River RemediationSCHENCK SCSeattle Genetics Inc.Shearman & Sterling LLPShireShook, Hardy & Bacon LLPSidley Austin LLPSiemensSilverStone Group - Human
Capital ConsultingSouthwest Research InstituteSRA InternationalSRC Inc.Sungard Availability ServicesSutherland Asbill & Brennan LLPSYNNEX Corp.Takeda Pharmaceuticals
U.S.A., Inc.TeamHealthTerracon Consultants, Inc.The Croner Co.The Hay GroupThe Johns Hopkins University-
Applied Physics LaborThe Joint CommissionThe MITRE Corp.The National AcademiesThe NPD Group Inc.The Samuel Roberts Noble
Foundation, Inc.The Scripps Research Institute
The Urban InstituteTheorem Clinical ResearchThermoFisher ScientificTWDS Inc.UIC Government ServicesUL LLCUnisys-Federal SystemsUnited Network for
Organ SharingUrology of IndianaUSfalcon Inc.UT Battelle - ORNLVinson & Elkins LLPWaggener Edstrom
CommunicationsWeil, Gotshal & Manges LLPWestatWhitney Smith Co.Wilson Sonsini Goodrich & Rosati
Public Administration
American Society of EmployersArapahoe County GovernmentArlington County GovernmentChesterfield County GovernmentCity and County of DenverCity of Ann ArborCity of AustinCity of CasselberryCity of CharlotteCity of ChicagoCity of ColumbusCity of Georgetown, TexasCity of HoustonCity of Las VegasCity of Overland Park, Kan.City of Phoenix, ArizonaCity of Richardson, TexasCity of SeattleCity of TucsonCollin County GovernmentCommonwealth of VirginiaConsolidated Nuclear Security,
LLC DOE/NNSA Operating Contractor
County of Allegany, MarylandCounty of KentD. Hilton AssociatesDepartment of DefenseDigitalGlobeFarm Credit FoundationsFederal Deposit Insurance Corp.Federal Housing Finance AgencyGallagher Benefit Services Inc.Hamilton County Board of
County CommissionersHR Answers Inc.King CountyLouisiana State Civil Service
Maricopa CountyMaricopa County, ArizonaMaryland Department of
TransportationMetropolitan Washington
Airports AuthorityMissouri Department of
ConservationMissouri Department of
TransportationOakland CountyOffice of the Colorado State
Public DefenderOffice of the Comptroller of
the CurrencyOhio Police and Fire
Pension FundOrbital ATKPort of SeattlePRM Consulting GroupSalt Lake City Corp.Salt Lake CountySOC LLC - doing business as
SOC Los AlamosSt. Louis County GovernmentState of ColoradoState of HawaiiState of MissouriState of North DakotaState of TexasThe City of GreensboroThe Port Authority of New York &
New JerseyTown of Gilbert, Ariz.Town of Hilton Head IslandVirginia State Corp. CommissionWI Dept of Natural Resources
Real Estate & Rental & Leasing
Aggreko LLCAssociated Estates Realty Corp.AvalonBay Communities Inc.Avis Budget Group Inc.Beazer HomesCartusCaterpillar Financial
Services Corp.CNL Commercial Real EstateCorporate Office Properties
Trust (COPT)DDR Corp.Enterprise HoldingsEquity OfficeEquity ResidentialFreddie MacGATXGrady Management Inc.Hines Interest LPHome PropertiesHomeAway Inc.
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Jones Lang LaSalleMobile MiniPortico Property ManagementPrologisRealogyRegency CentersRent-A-CenterSimon Property GroupStewart TitleSunbelt Rentals Inc.The Rockefeller GroupThe Taubman Co.United Rentals Inc.
Retail Trade
Ace Hardware Corp.American Eagle OutfittersAmeriGas Propane Inc.Arbonne International LLCAssociated Food StoresAutoNationAutozoneAvon ProductsAxcess FinancialBelk Inc.Benihana National CorpBig Y Foods Inc.Bi-Lo Holdings LLCBJ’s Wholesale Club Inc.Bradford GroupBuild-A-Bear WorkshopBurlington StoresCabelasCarMax Inc.Cash America InternationalChanelChico’s FAS Inc.Christopher & BanksCooper StandardCountry CasualCST Brands Inc.CustomInkCVS HealthDavid’s BridalDelhaize AmericaDFS HawaiiDICK’S Sporting GoodsDollar General Corp.Dollar Tree Inc.ExpressFollett Corp.FullBeauty BrandsGameStopGap Inc.GoPro Inc.Greatland Corp.Helzberg DiamondsHSN
IKEAJ.CrewJ.Jill GroupJC PenneyJo-Ann Stores LLCKao USA Inc.Kroger Co.L BrandsL.L.BeanLazyDays RVLulu Press Inc.LVMH Inc.Macy’s Inc.Macy’s Systems and TechnologyMary Kay Inc.MidwayUSANeweggNorthern Tool + EquipmentNu Skin EnterprisesOffice DepotOrchard Supply Co. LLCOrigami Owl LLCOuterwall Inc.Outerwall Inc.Oxford Industries Inc.Payless ShoeSource Inc.Petco Animal Supplies Inc.Pier 1 ImportsProBuild HoldingsQVC Inc. (US)Raley’s Family of Fine StoresRalph LaurenRecreational Equipment Inc. (REI)Rent-A-CenterRevlon Inc.Savers Inc.Sears Holdings Corp.Silver Star BrandsSports AuthorityStage Stores Inc.StarbucksStripes/SunocoTalbotsTarget Corp.TaylorMade adidas Golf Co.The Children’s PlaceThe Cumberland Gulf GroupThe TJX Cos. Inc.Thrift TownTruckPro LLCUlta BeautyVisteon Corp.W.S. Badcock Corp.W.W. Grainger Inc.Walgreen Co.Wegmans Food Markets Inc.West Marine
Whole Foods MarketWilliams-Sonoma Inc.
Telecommunications
ADTRAN Inc.Afni Inc.Alaska CommunicationsARRISAT&TBright House NetworksCharter CommunicationsCiena Corp.CommScope HoldingConsolidated CommunicationsCoriantCox Communications Inc.Cox EnterprisesEchoStar Corp.FairPoint Communications Inc.Fujitsu Network CommunicationsGenesysGoodman NetworksGoogle Inc.ICT industryIntegra TelecomInteractive Intelligence Group Inc.Iridium Satellite LLCLevel 3 CommunicationsNational Exchange Carrier
AssociationNEC Corp. of AmericaNeustar Inc.QualcommRitter CommunicationsSamsung Electronics AmericaSyniverse TechnologiesTDS TelecomTelephone and Data Systems Inc.Time Warner CableTMobileU.S. CellularVerizonVonage Holding Corp.
TransportationAir Transportation
BBA AviationBristow GroupFedEx Corp.FedEx ExpressFlightSafety InternationalGreater Orlando
Aviation AuthorityJetBlue AirwaysMiami Air International Inc.Republic Airways HoldingsUnited Airlines
TransportationAll Other Transportation
ABF FreightAlyeska Pipeline Service Co.BNSF Railway Co.Buckeye Partners LPCapital Metropolitan
Transportation AuthorityCon-way Inc.DCP MidstreamDSC Logistics Inc.EnLink MidstreamEnterprise Products LPExel Inc.FedEx FreightFedEx GroundFirstGroup America Inc.Genesis Energy LLCGreyhound Lines Inc.Ingram Micro Inc.IntelligratedJ.B. Hunt Transport Services Inc.KeHE Distributors LLCKinder MorganMaersk Line Ltd.Magellan Midstream PartnersMARTAMcLane Co. Inc.Metropolitan Transit AuthorityNJ TransitNortheast Illinois Railroad Corp.NuStar EnergyOrange County
Transportation AuthorityPacePenske Truck LeasingPort Authority of
Allegheny CountyPort of PortlandPrincess CruisesPurolator Inc.Royal Caribbean Cruises Ltd.Ruan Transportation
Management SystemsRyder System Inc.SchneiderSoutheastern Freight LinesSpectra Energy Corp.Stolt-Nielsen Ltd.The Pasha GroupTransCanada PipeLines Ltd.True Value Co.TTX Co.UPSUtah Transit AuthorityWashington Metropolitan Area
Transit AuthorityWBI Energy Inc.
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WESCO DistributionYRC Worldwide Inc.
Utilities
AGL ResourcesALLETE Inc.Alliant Energy Corp.American Electric PowerAmerican Transmission Co.AREVA Inc.Arizona Public Service Co.Arkansas Electric
Cooperative Corp.Associated Electric
Cooperative Inc.Atmos Energy Corp.Avista Corp.Black Hills Corp.Calpine Corp.Capital Power Corp.Centerpoint EnergyCentral Arizona ProjectChelan County PUDCitizens Energy GroupCity of Cleveland Department of
Public UtilitiesCleco Corp.CMS EnergyColorado Springs UtilitiesCowlitz PUDDenver WaterDerry Township
Municipal AuthorityDominion Resources Inc.DTE EnergyDuke Energy Corp.EcovaEDF Renewable EnergyElectric Power Board of
Metropolitan Nashville & Davidson County
Energy Future HoldingsEnergy NorthwestEnphase Energy Inc.Entergy Services Inc.EPCOR Water USA Inc.ERCOTEversource EnergyExelon Corp.FirstEnergy Service Corp.Frankfort Plant BoardGDF SUEZ Energy North AmericaGeorgia Systems OperationsGreat River EnergyIberdrola USA NetworksISO New EnglandITC Holdings Corp.JEA
Jordan Valley Water Conservancy District
Kansas City Power & Light Co.Knoxville Utilities BoardLG&E-KU ServicesLower Colorado River AuthorityMadison Gas and Electric Co.MidAmerican Energy Co.Montana-Dakota Utilities Co.MWRDNational Fuel Gas Co.
(Distribution Corp & Supply Corp)
Nebraska Public Power DistrictNew Braunfels UtilitiesNew York Power AuthorityNextEra Energy Inc.NiSourceNortheast Ohio Regional
Sewer DistrictNorthWestern EnergyNW NaturalOGE Energy Corp.Oglethorpe Power Corp.Omaha Public Power DistrictOncor Electric DeliveryONE Gas Inc.Pacific Gas & ElectricPepco Holdings Inc.Piedmont EMCPiedmont Natural GasPNM Resources Inc.PPL Corp.Public Service Enterprise GroupQuestar Corp.Rivanna AuthoritiesSalt River ProjectSantee CooperSCANASempra EnergySnohomish County PUDSouth Jersey IndustriesSouthern Co.Southwest Gas Corp.Suburban Propane Partners LPTECO Energy Inc.Tennessee Valley AuthorityUIL Holdings Corp.United WaterVectren Corp.Veolia North AmericaVermont Gas SystemsWashington Suburban Sanitary
CommissionWestinghouse Electric Co.
Wisconsin Energy Corp.Xcel Energy
Wholesale Trade
ACCO Brands Corp.BlueLinx Corp.C&S Wholesale GrocersDaymon WorldwideDeluxe Corp.Direct Supply Inc.Eby-Brown LLCEmpire Southwest LLCEssilor of AmericaEuro-Pro Operating LLCFerguson Enterprises Inc.Gordon Food Service LLCHamilton Beach Brands Inc.Hasbro Inc.HD SupplyHilti North AmericaIsuzu North America Corp.Jarden Consumer SolutionsJM Family EnterprisesKaman Industrial TechnologiesKAR Auction Services Inc.Mattel Inc.Mitsubishi International Corp.MorindaMRC Global Inc.Nautilus Inc.Omnicare Inc.Patterson Cos.Quality Bicycle ProductsR.F. Fager Co.Ritchie Bros AuctioneersRodan + FieldsSFCShale-InlandSoftchoiceSUPERVALUToyota Motor Sales USA Inc.Unified GrocersUnited Natural Foods Inc.United StationersViX Paula HermannyVolkswagen Group of AmericaVWR International LLCWhirlpool Corp.Wolverine WorldwideWyoming Machinery Co.
Other Services
(except Public Admin.)
ABRA Auto Body & GlassHuntington Ingalls Industries
- AMSEC LLCTruGreen Ltd. PartnershipUS Tower Services Inc.
Other Services
(except Public Admin.)
Religious, Grantmaking, Civic, Professional & Similar
American Academy of Dermatology
American Academy of PediatricsAmerican Bar AssociationAmerican College of Chest
PhysiciansBill and Melinda Gates
FoundationCollege of American PathologistsCredit Union Executives SocietyDisability Rights TexasFeeding AmericaFHI 360GA Chapter - Alzheimer’s AssnGolf Course Superintendents
Association of AmericaGoodwill Industries of the
Southern RiversHeifer InternationalInvestment Co. InstituteJohn D. and Catherine T.
MacArthur FoundationLions Clubs InternationalLutheran Social Service of MNMake-A-Wish AmericaManagement Association
of IllinoisNational Democratic Institute for
International AffairsNational Rural Electric
Cooperative AssociationPlanned Parenthood Federation
of America Inc.Samaritan’s PurseSusan G. KomenTechnoServeThe Church of Jesus Christ of
Latter-Day SaintsThe Leukemia &
Lymphoma SocietyThe Seeing Eye Inc.The William and Flora Hewlett
FoundationUnited Service Organizations Inc.W.K. Kellogg FoundationWoods Hole Oceanographic
InstitutionWorld Vision USYMCA of Greater Rochester
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Canadian Organizations
P A R T I C I P A N T L I S T I N G
CA
NA
DA
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Accommodation & Food Services
Compass Group CanadaHyatt Hotels Corp.International Dairy QueenStarwood Hotels & Resorts
Worldwide Inc.The Wendy’s Co.
Administrative & Support & Waste Management & Remediation Services
EnergySolutionsExpert Global SolutionsLifetouch Inc.
Agriculture, Forestry, Fishing & Hunting
GROWMARK Inc.Syngenta Crop ProtectionUFA Cooperative Ltd.
Arts, Entertainment & Recreation
Transat
Construction
Aegion Corp.Algeco ScotsmanBrookfield Residential
Properties Inc.FluorMatrix Service Co.Mattamy Homes Ltd.PCL Constructors Inc.Points Athabasca Contracting LP
Educational Services
Fairleigh Dickinson UniversityMcMaster UniversityStudy GroupUniversity of Toronto
Finance & Insurance
ATB FinancialCanadian Western BankCommunity First Credit
Union Ltd.First West Credit UnionHyundai Capital CanadaRoyal Bank of Canada
Finance & InsuranceCredit Intermediation & Related Activities
Canadian Payments AssociationDLL
MasterCardMeridian Credit UnionScotiabankTD Bank GroupVisa Inc.Western Union
Finance & InsuranceFunds, Trusts & Other Financial Vehicles
Credit Union Central of ManitobaInvesco Ltd.
Finance & InsuranceInsurance Carriers & Related Activites
Aviva Canada Inc.AXIS Capital Holdings Ltd.CignaFM GlobalForestersHUB International TOSiA Financial GroupIntact Financial Corp.Odyssey Reinsurance Co.Pacific Life InsuranceSun Life FinancialThe Co-operators Group Ltd.The Empire Life Insurance Co.Workplace Safety &
Insurance BoardXL Group
Finance & InsuranceSecurities, Commodity Contracts & Other Financial Investments & Related Activities
Capital One FinancialCIBC Mellon Global Securities
Services Co.Edward JonesMD Financial ManagementMFS InvestmentsSwiss Re
Health Care & Social Assistance
Holland Bloorview Kid Rehabilitation Hospital
Amcal Family ServicesFNHA
Information
American GreetingsAutomatic Data Processing LLCAvidCanadian Science PublishingHarlequin Enterprises Ltd.
John Wiley & Sons Inc.Software AG USA Inc.Take-Two Interactive
Software Inc.Total System Services
Inc. (TSYS)TransUnionTrend Micro Inc.
InformationMotion Picture & Sound Recording Industries, Broadcasting (Except Internet) & Other Information Services
Ansys Inc.CommVault Systems Inc.CSG InternationalF5 NetworksGlu Mobile Inc.IHSMcGraw-Hill EducationMerrill Corp.Moody’sNokia On-Line Computer CenterPGiRocket FuelSabre Corp.SalesforceSunGardThomson ReutersUnisys Corp.Yellow Pages Digital & Media
Solutions Ltd.
ManufacturingChemical Manufacturing
Air ProductsApotexArysta LifeScience
North AmericaAvery DennisonCF Industries Holdings Inc.CSLCSL BehringEcolabEmergent BiosolutionsEndo International PLCFMC Corp.Linde NA Inc.Mallinckrodt PharmaceuticalsNexeo SolutionsNova ChemicalsNovozymes North AmericaOM Group Inc.PolyOnePraxair Inc.Sealed Air Corp.Solenis LLC
Syngenta SeedsTeva PharmaceuticalsThe Scotts Miracle-Gro Co.The Valspar Corp.Umicore USA Inc.UnivarW.R. GraceZoetis
ManufacturingComputer & Electronic Product Manufacturing
2020Altera Corp.BlackBerry Ltd.BMC SoftwareCelestica Inc.Cerner Corp.GTECHInsight Enterprises Inc.Microsemi Corp.Nvidia Corp.ON SemiconductorPitney Bowes Inc.Raytheon Co.STMicroelectronics Inc.Texas InstrumentsVision Solutions Inc.VMWAREWaters Corp.Xerox Canada Ltd.
ManufacturingElectrical Equipment, Appliance & Component Manufacturing
Excelitas TechnologiesGoodman ManufacturingPanduitPhysio-ControlRegal Beloit Corp.Skyworks Solutions Inc.TE Connectivity
ManufacturingFood, Beverage & Tobacco Product Manufacturing
Beam Suntory Inc.Bonduelle AmericasBunge North AmericaDawn Food Products Inc.J.R. Simplot Co.McCain Foods Ltd.Molson Coors Brewing Co.Mondelez International Inc.Simmons FoodsSofina Foods Inc.The Coca-Cola Co. - CCNA/CCRThe Hershey Co.
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Canadian Organizations
CA
NA
DA
Pa
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Treasury Wine EstatesWorld’s Finest Chocolate Inc.
ManufacturingMachinery Manufacturing
Deere & Co.ElliottEmerson Fisher
Lifecycle ServicesFlowserve Corp.Ingersoll Rand PLCLennox International Inc.Nordson Corp.Solar Turbines Inc.Taco Inc.The Manitowoc Co. Inc.The Toro Co.
ManufacturingMetal Manufacturing
AM Castle & Co.Carpenter Technology Corp.ESCO Corp.Frank’s InternationalSamuel, Son & Co. Ltd.TMK-IPSCO
ManufacturingOther Miscellaneous Manufacturing
3MAmwayArmstrong World IndustriesBaxterBio-Rad LaboratoriesBrunswickCallaway Golf Co.Cantel MedicalCarmeuse Lime & Stone Inc.CHS Inc.CNHICurtiss-Wright Corp.Cytec Industries Inc.Dentsply International Inc.DraegerFirst SolarFLIR Systems Inc.Formica Corp.General MotorsHenry Schein Canada Inc.Hollister Inc.IDEXX Laboratories Inc.IlluminaJohns ManvilleJohnson & JohnsonJohnson ControlsJohnson Outdoors Inc.Kohler Co.
L-3 WESCAMMedtronic PLCMylan Inc.NBTYNorbordOwens CorningPolymer Group Inc.ResMed Inc.Reynolds-PactivSerta Simmons Bedding LLCSnap-on Inc.SPX Corp.St Jude MedicalSTERIS Corp.Teknion Corp.Tempur Sealy International Inc.Tesla Motors Inc.UnileverWeyerhaeuser
ManufacturingPaper Manufacturing, Printing & Related Support Activites
CimpressDATA Group Ltd.Domtar Inc.GlatfelterGraphic Packaging InternationalMeadWestvaco Corp.RR Donnelley & SonsTranscontinental Inc.
ManufacturingTextile, Apparel, Leather & Allied Product Manufacturing
Brooks Sports Inc.Columbia Sportswear Co.Fruit of the Loom Inc.Gildan Activewear Inc.Hanesbrands Inc.Midas Safety Inc.New Balance Athletic Shoe Inc.Nike Inc.
ManufacturingTransportation Equipment Manufacturing
Boeing WinnipegContinental Automotive SystemsFederal MogulGeneral Dynamics Land
Systems - CanadaGeneral Motors Co.Meritor Inc.Moog Inc.Polaris Industries
Mining, Quarrying, and Oil and Gas Extraction
Agnico Eagle Mines Ltd.Barrick Gold of North AmericaCalfrac Well ServicesCanadian Natural Resources Ltd.Compass MineralsCore LaboratoriesCrescent Point EnergyDresser-RandEncana Corp.Enerflex Ltd.Enerplus Corp.EnformFT ServicesHalliburtonKinross Gold Corp.Lehigh HansonMosaicNewaltaPotash Corp. of SaskatchewanRio TintoT.D. Williamson Inc.Yamana Gold
Professional, Scientific and Technical Services (Includes Consulting)
ADTAecomAkastorAlberta Innovates
Technology FuturesAlliance DataAspen TechnologyBechtel Global Corp.Bristol-Myers Squibb CanadaBroadridge Financial
Solutions Inc.Capgemini FInancial ServicesCDK GlobalCGI Group Inc.Chiltern InternationalCIMA+CitrixConvergys CorpCSA GroupCSCDealertrack Technologies Inc.Digital River Inc.Forrester Inc.Gamma-Dynacare Medical
LaboratoriesGilead SciencesGolder Associates Ltd.Hemmera Envirochem Inc.IBMICF International Inc.IMS Health
International SOS Assistance Inc.Kronos Inc.LifeLabsLivingston International Inc.LoyaltyOneMacDonald, Dettwiler &
Associates Inc.McDowall AssociatesMDA Ltd.MercerMWH Global Inc.Navigant Consulting Inc.Nordion Inc.NSF InternationalOsler, Hoskin & Harcourt LLPPCM Inc.PerkinElmer Inc.PRA Health SciencesRed Hat Inc.SAP SEShireSungard Availability ServicesSYNNEX Corp.The NPD Group Inc.Theorem Clinical ResearchUL LLCWestern Management
Consultants
Public Administration
City of Mount PearlCommunity Social Services
Employers Association of British Columbia
Government of AlbertaGovernment of British ColumbiaRevenu QuebecWorkers’ Compensation
Board - Alberta
Real Estate & Rental & Leasing
Aggreko LLCAvis Budget Group Inc.CartusCaterpillar Financial
Services Corp.Chartwell Retirement ResidencesEnterprise HoldingsGATX
Retail Trade
American Eagle OutfittersBest Buy Canada Ltd.Build-A-Bear WorkshopCabelasCervus EquipmentCooper StandardCST Brands Inc.
84 © 2015 WorldatWork. All rights reserved. Permission is required to republish in any form.
Canadian Organizations
P A R T I C I P A N T L I S T I N G
CA
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David’s BridalExpressFollett Corp.Gap Inc.L BrandsLowe’s Companies Canada ULCMary Kay Inc.Nu Skin EnterprisesOxford Industries Inc.PVH Corp.Ralph LaurenSavers Inc.Staples CanadaTalbotsTruckPro LLCW.W. Grainger Inc.Whole Foods Market
Telecommunications
ADTRAN INC.ArrisBell CanadaCiena Corp.CommScope HoldingFujitsu Network CommunicationsGoogle Inc.ICT industryInteractive Intelligence Group Inc.Level 3 CommunicationsQualcommRogers CommunicationsSamsung Electronics CanadaTelesat
TransportationAir Transportation
Air CanadaFareportalWestJet Airlines Ltd.
TransportationAll Other Transportation
Con-way Inc.Exel CanadaFederal Express Canada Ltd.FirstGroup America Inc.Ingram Micro Inc.KeHE Distributors LLCNuStar EnergyPenske Truck LeasingPurolator Inc.SchneiderSpectra EnergyTeekay Corp.TransCanada PipeLines Ltd.
Utilities
Areva Inc.ATCOBC Hydro & Power AuthorityCapital Power Corp.EPCOR Utilities Ltd.Independent Electricity System
Operator (IESO)New Brunswick Power Corp.Pacific Northern GasToronto HydroTransAlta
Wholesale Trade
ACCO Brands Corp.Deluxe Corp.Deschenes Group Inc.Euro-Pro Operating LLCGordon Food Service LLCHamilton Beach Brands Inc.Hasbro Inc.Jarden Consumer SolutionsJohnson & Johnson Inc.KAR Auction Services Inc.MoenRitchie Bros AuctioneersSoftchoiceWolseley CanadaWolverine Worldwide
Other Services
(except Public Admin.)
Finning (Canada)
Other Services
(except Public Admin.)
Religious, Grantmaking, Civic, Professional & Similar
CAA SCOCanadian Medical AssociationCanadian Pharmacists
AssociationThe Law Society of
Upper CanadaThe Royal College of Physicians
and Surgeons of Canada
WorldatWork 2015-2016 Salary Budget Survey | www.worldatwork.org/salarybudgetsurvey 85
P A R T I C I P A N T L I S T I N G
Global Organizations
GLO
BA
LP
artic
ipa
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Australia
A.T. KearneyAecomAlstomAmneal PharmaceuticalsApotexAppSenseApptio Inc.Armstrong World IndustriesAustralian Pharmaceutical
IndustriesAutomatic Data Processing LLCAvery DennisonAxis Capital Holdings Ltd.BaxterBerry Appleman & Leiden LLPBHP Billiton PetroleumBio-Rad Laboratories Inc.BMC SoftwareBristow GroupBroadridge Financial
Solutions Inc.BrunswickCallaway Golf Co.Caterpillar Financial
Services Corp.CDM Smith Inc.Cerner Corp.ChannelAdvisorCiena Corp.CimpressCincomCitrixCliffs Natural ResourcesCNHICobhamCode 42 Software Inc.CommScope HoldingCommVault Systems Inc.CoriantCSCCSG InternationalCSLCSL BehringCytec Industries Inc.Damco LogisticsDeere & Co.Discovery CommunicationsDolby Laboratories Inc.Dresser-RandEnerflex Ltd.Enphase Energy Inc.EquinixExpert Global SolutionsF5 NetworksFederal MogulFirst SolarFLIR Systems Inc.
Flowserve Corp.FluorFM GlobalFMC Corp.Forrester Inc.Frank’s InternationalFruit of the Loom Inc.Fujitsu Australia Ltd.General Motors Co.GenesysGlanbia Performance NutritionGoogle Inc.Graphic Packaging InternationalH.B. Fuller Co.Halyard HealthHanesbrands Inc.Hasbro Inc.HessHollister Inc.HomeAway Inc.Houghton InternationalHubSpotHyatt Hotels Corp.IBMIDEXX Laboratories Inc.IlluminaIMS HealthIngersoll Rand PLCInteractive Intelligence Group Inc.iSelect Ltd.John Wiley & Sons Australia Ltd.John Wiley & Sons Inc.Johnson ControlsKelly Services Inc.Kronos Inc.LyondellBasellManhattan Associates Inc.Mary Kay Inc.MathworksMcCain Foods Ltd.McGraw-Hill EducationMeadWestvaco Corp.Medtronic PLCMercerMeritor Inc.Merrill Corp.MetLifeMFS InvestmentsMINDBODYMoody’sMoog Inc.MSA Safety Inc.MWH Global Inc.Mylan Inc.New Balance Athletic Shoe Inc.Nike Inc.Nokia Nordson Corp.
Nu Skin EnterprisesOrbitz Worldwide Inc.Origin Energy Ltd.Oxford Industries Inc.PanduitPCL Constructors Inc.PerkinElmer Inc.Polaris IndustriesPRA Health SciencesPrincipal Financial GroupQAD Inc.RACQRalph LaurenRaytheon Co.Red Hat Inc.Regal Beloit Corp.ResMed Inc.Ritchie Bros. AuctioneersRobertshawSabre Corp.SalesforceSAP SESAS InstituteSealed Air Corp.Shell International B.V.ShireSolar Turbines Inc.Solenis LLCSPX Corp.Stanley Black & DeckerStarwood Hotels & Resorts
Worldwide Inc.Stolt-Nielsen Ltd.SunGardSwiss Reinsurance Co. Ltd
(HK Branch)T.D. Williamson Inc.Take-Two Interactive
Software Inc.TE ConnectivityTeekay Corp.Tesla Motors Inc.The Scotts Miracle-Gro Co.The Toro Co.The Valspar Corp.The Warranty GroupThomson ReutersTreasury Wine EstatesTronox Ltd.UL LLCUnisys Corp.VerisignVMWareW.R. GraceWaters Corp.Western UnionZetron Inc.Zoetis
Belgium
A.T. KearneyAlbemarle Corp.Ansys Inc.ApotexAutomatic Data Processing LLCAvery DennisonBaxterBio-Rad Laboratories Inc.BMC SoftwareBrunswickCapsugelCarpenter Technology Corp.Chiltern InternationalCignaCincomCitrixCNHICon-way Inc.CSCCSLCSL BehringCytec Industries Inc.Dechert LLPDow Corning Corp.DuravantExpediaFederal MogulFederal-Mogul Motorparts
(Global Sealing, Engine and Underhood Service)
Ferro Corp.FLIR Systems Inc.Flowserve Corp.FM GlobalFMC Corp.General Motors Co.GfK SEGoogle Inc.Graco Inc.Graphic Packaging InternationalHalyard HealthHasbro Inc.Hollister Inc.IBMICF International Inc.IMS HealthInternational PaperJohnson ControlsKelly Services Inc.Kronos Inc.McCain Foods Ltd.McGuireWoods LLPMeadWestvaco Corp.Medtronic PLCMercerMeritor Inc.MWH Global Inc.
86 © 2015 WorldatWork. All rights reserved. Permission is required to republish in any form.
Global Organizations
P A R T I C I P A N T L I S T I N G
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Mylan Inc.NewMarket Corp.Nike Inc.Nokia ON SemiconductorPerkinElmer Inc.PolyOnePRA Health SciencesProgressQAD Inc.Ralph LaurenRed Hat Inc.SalesforceSAP SESAS InstituteSealed Air Corp.Shearman & Sterling LLPShell International B.V.ShireSolar Turbines Inc.Solenis LLCSPX Corp.Stanley Black & DeckerStarwood Hotels & Resorts
Worldwide Inc.SunGardT.D. Williamson Inc.TE ConnectivityThe Scotts Miracle-Gro Co.The Toro Co.Thomson ReutersTower InternationalTrinseoUnisys Corp.VMWareW.R. GraceW.W. Grainger Inc.Waters Corp.Western UnionWestinghouse Electric Co.Zoetis
Brazil
2020A.T. KearneyAAMAecomAggreko LLCARRISAspect SoftwareAspen TechnologyAutomatic Data Processing LLCAvery DennisonBaxterBerry Appleman & Leiden LLPBio-Rad Laboratories Inc.BMC SoftwareBrunswick
CP KelcoCapsugelCaterpillar Financial
Services Corp.Cerner Corp.Chiltern InternationalCHS Inc.Ciena Corp.CitrixCNHICon-way Inc.Cooper StandardCoriantCSCCSG InternationalCSLCSL BehringCytec Industries Inc.Dawn Food Products Inc.Deere & Co.Discovery CommunicationsDocuSignDow Corning Corp.Dresser-RandElliottEnscoFederal MogulFerro Corp.FLIR Systems Inc.Flowserve Corp.FM GlobalFMC Corp.Frank’s InternationalGeneral Motors Co.GfK SEGoogle Inc.Graphic Packaging InternationalHanesbrands Inc.Hasbro Inc.Hollister Inc.HomeAway Inc.Houghton InternationalIBMIDEXX Laboratories Inc.IlluminaIngersoll Rand PLCIngram Micro Inc.Inter-American
Development BankInteractive Intelligence Group Inc.International PaperJarden Consumer SolutionsJohn Wiley & Sons Inc.Johnson ControlsKatun Corp.Kohler Co.Level 3 CommunicationsLiberty Mutual Insurance
LyondellBasellMary Kay Inc.MeadWestvaco Corp.Medtronic PLCMercerMeritor Inc.MetLifeMoody’sMoog Inc.MosaicMSA Safety Inc.NewMarket Corp.Nike Inc.Nokia Nordson Corp.NSF InternationalNvidia Corp.PerkinElmer Inc.PfaudlerPolaris IndustriesPolyOnePRA Health SciencesProgressQAD Inc.Red Hat Inc.RobertshawSabre Corp.SalesforceSAP SEScripps Networks InteractiveSealed Air Corp.Shell International B.V.ShireSoftware AG USA Inc.Solar Turbines Inc.Solenis LLCSt Jude MedicalSTERIS Corp.STMicroelectronics Inc.Stolt-Nielsen Ltd.SunGardSwiss ReSyniverse TechnologiesT.D. Williamson Inc.TE ConnectivityTeva PharmaceuticalsThe Valspar Corp.The Warranty GroupThomson ReutersTotal System Services
Inc. (TSYS)TrinseoUL LLCUnisys Corp.Visteon Corp.ViX Paula HermannyVMWareW.R. Grace
Waters Corp.Western UnionXL GroupYamana GoldZoetis
China
2020A.T. KearneyAAMAdvent SoftwareAecomAlixPartners LLPTAM Castle & Co.American Eagle OutfittersAnsys Inc.Armstrong World IndustriesARRISAspect SoftwareAspen TechnologyAutomatic Data Processing LLCAvery DennisonBaxterBechtel Global Corp.Benchmark Electronics Inc.Bill and Melinda Gates
FoundationBio-Rad Laboratories Inc.BMC SoftwareBroadridge Financial
Solutions Inc.Brooks Sports Inc.BrunswickCP KelcoCabelasCabot Microelectronics Corp.Callaway Golf Co.Cantel MedicalCapsugelCarlson Rezidor Hotel GroupCarpenter Technology Corp.CartusCaterpillar Financial
Services Corp.ChannelAdvisorCharter Manufacturing Co. Inc.CHS Inc.CignaCitrixCNHICoherent Inc.Columbia Sportswear Co.CommScope HoldingCommVault Systems Inc.Con-way Inc.Convergys Corp.Cooper StandardCoriant
WorldatWork 2015-2016 Salary Budget Survey | www.worldatwork.org/salarybudgetsurvey 87
P A R T I C I P A N T L I S T I N G
Global Organizations
GLO
BA
LP
artic
ipa
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isting
CSA GroupCSCCSLCSL BehringCurtiss-Wright Corp.Cytec Industries Inc.Damco LogisticsDechert LLPDeere & Co.Dialog SemiconductorDigi InternationalDiscovery CommunicationsDolby Laboratories Inc.Dollar General Corp.Dow Corning Corp.Dresser-RandElliottEnscoEquinixEuro-Pro Operating LLCExcelitas TechnologiesF5 NetworksFederal MogulFerro Corp.FLIR Systems Inc.Flowserve Corp.FluorFM GlobalFMC Corp.FonterraForrester Inc.Frank’s InternationalFreeport-McMoRan Inc.Fruit of the Loom Inc.Gap Inc.General Motors Co.GfK SEGlu Mobile Inc.Google Inc.GoPro Inc.Graco Inc.Graphic Packaging InternationalH.B. Fuller Co.Hamilton Beach Brands Inc.Hanesbrands Inc.Hasbro Inc.HessHexcel Corp.Houghton InternationalHyatt Hotels Corp.IBMICF International Inc.IDEXX Laboratories Inc.IlluminaIngersoll Rand PLCInternational PaperInterpublic GroupJarden Consumer Solutions
Johnson ControlsKohler Co.Kronos Inc.L BrandsLyondellBasellManhattan Associates Inc.Mary Kay Inc.MathworksMcCain Foods Ltd.McGraw-Hill EducationMeadWestvaco Corp.Medtronic PLCMercerMeritor Inc.Merrill Corp.MetLifeMoody’sMoog Inc.MosaicMSA Safety Inc.MTS SystemsNAMSANational Basketball AssociationNavigant Consulting Inc.NBTYNew Balance Athletic Shoe Inc.NewMarket Corp.Nexeo SolutionsNike Inc.Nokia Nordson Corp.NovartisNSF InternationalNvidia Corp.OM Group Inc.ON SemiconductorOxford Industries Inc.PanduitPATHPerkinElmer Inc.Polaris IndustriesPolymer Group Inc.PolyOnePRA Health SciencesPrintpack Inc.PrintronixPrologisQAD Inc.Ralph LaurenRed Hat Inc.Regal Beloit Corp.ResMed Inc.Rio TintoRitchie Bros. AuctioneersRobertshawSabre Corp.SalesforceSAP SE
SAS InstituteSchneiderSealed Air Corp.Shearman & Sterling LLPShell International B.V.Solar Turbines Inc.Solenis LLCSplunk Inc.SPX Corp.Starwood Hotels & Resorts
Worldwide Inc.STERIS Corp.Stolt-Nielsen Ltd.SunGardSwiss Reinsurance Co. Ltd
(HK Branch)SynapticsSyniverse TechnologiesT.D. Williamson Inc.Target Corp.TE ConnectivityTeknion Corp.Tesla Motors Inc.Texas InstrumentsThe Hershey Co.The Manitowoc Co. Inc.The NPD Group Inc.The Scotts Miracle-Gro Co.The Toro Co.The Valspar Corp.The Warranty GroupTheorem Clinical ResearchThomson ReutersTower InternationalTreasury Wine EstatesTrinseoUL LLCUnisys Corp.Visteon Corp.VMWareW.R. GraceW.W. Grainger Inc.Waggener Edstrom
CommunicationsWaters Corp.Western UnionWolverine WorldwideZoetis
France
2020A.T. KearneyAlixPartners LLPTAM Castle & Co.Ansys Inc.Armstrong World IndustriesARRISAutomatic Data Processing LLC
Avery DennisonBaxterBio-Rad Laboratories Inc.BMC SoftwareBrunswickCP KelcoCapsugelCartusCaterpillar Financial
Services Corp.Cerner Corp.Chiltern InternationalCiena Corp.CimpressCincomCitrixCNHICoherent Inc.Columbia Sportswear Co.CommVault Systems Inc.Convergys Corp.Cooper StandardCSCCSG InternationalCSLCSL BehringCurtiss-Wright Corp.Cytec Industries Inc.Dawn Food Products Inc.Dechert LLPDeere & Co.Discovery CommunicationsDow Corning Corp.Dresser-RandDuravantEnphase Energy Inc.EnscoEquinixExpediaF5 NetworksFederal MogulFerro Corp.FLIR Systems Inc.Flowserve Corp.FM GlobalFMC Corp.Forrester Inc.Frank’s InternationalGap Inc.General MotorsGeneral Motors Co.GfK SEGlatfelterGoogle Inc.GoPro Inc.Graco Inc.H.B. Fuller Co.Halyard Health
88 © 2015 WorldatWork. All rights reserved. Permission is required to republish in any form.
Global Organizations
P A R T I C I P A N T L I S T I N G
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Hanesbrands Inc.Hasbro Inc.Hexcel Corp.Hollister Inc.HomeAway Inc.Houghton InternationalIBMIDEXX Laboratories Inc.IlluminaIMS HealthIngersoll Rand PLCInteractive Intelligence Group Inc.International PaperInterpublic GroupJohnson ControlsJohnson Outdoors Inc.Katun Corp.Kelly Services Inc.Kohler Co.Kronos Inc.Level 3 CommunicationsLyondellBasellManhattan Associates Inc.MathworksMcCain Foods Ltd.MeadWestvaco Corp.Medtronic PLCMercerMeritor Inc.MetLifeMoody’sMoog Inc.MTS SystemsMylan Inc.NAMSANexeo SolutionsNike Inc.Nokia Nordson Corp.Nvidia Corp.Odyssey Reinsurance Co.OM Group Inc.ON SemiconductorOrbitz Worldwide Inc.PanduitPerkinElmer Inc.Physio-ControlPolaris IndustriesPolymer Group Inc.PolyOnePRA Health SciencesPrintronixQAD Inc.Ralph LaurenRed Hat Inc.ResMed Inc.Ritchie Bros. AuctioneersRocket Fuel
Sabre Corp.SalesforceSanofiSAP SESAS InstituteSealed Air Corp.Shearman & Sterling LLPShell International B.V.ShireSolar Turbines Inc.Solenis LLCSPX Corp.Stanley Black & DeckerStarwood Hotels & Resorts
Worldwide Inc.STERIS Corp.Stolt-Nielsen Ltd.SunGardSungard Availability ServicesSwiss ReT.D. Williamson Inc.Take-Two Interactive
Software Inc.TE ConnectivityTesla Motors Inc.Texas InstrumentsThe Manitowoc Co. Inc.The NPD Group Inc.The Scotts Miracle-Gro Co.The Valspar Corp.Theorem Clinical ResearchThomson ReutersTransatUL LLCUnisys Corp.Vision Solutions Inc.Visteon Corp.VMWareW.R. GraceW.W. Grainger Inc.Waters Corp.Western UnionWolverine WorldwideXL GroupZoetis
Germany
2020A.T. KearneyAAMADTRAN Inc.AecomAlbemarle Corp.Algeco ScotsmanAlixPartners LLPAllianz Asset Management AGAnsys Inc.AppSense
Armstrong World IndustriesARRISAspect SoftwareAvery DennisonBaxterBio-Rad Laboratories Inc.BMC SoftwareBroadridge Financial
Solutions Inc.Brooks Sports Inc.BrunswickCP KelcoCatalent Pharma SolutionsCaterpillar Financial
Services Corp.CDM Smith Inc.Cerner Corp.ChannelAdvisorChiltern InternationalCiena Corp.CimpressCitrixCNHICoherent Inc.CommScope HoldingCommVault Systems Inc.Con-way Inc.Convergys Corp.Cooper StandardCoriantCSA GroupCSCCSLCSL BehringCurtiss-Wright Corp.Cytec Industries Inc.Dawn Food Products Inc.Dechert LLPDeere & Co.Dialog SemiconductorDigi InternationalDigital River Inc.Discovery CommunicationsDolby Laboratories Inc.Dow Corning Corp.Dresser-RandE2open Inc.EquinixExcelitas TechnologiesExpediaF5 NetworksFederal MogulFerro Corp.First SolarFLIR Systems Inc.Flowserve Corp.FM GlobalFresenius Kabi
General Motors Co.GlatfelterGlobalFoundriesGoogle Inc.GoPro Inc.Graco Inc.Halyard HealthHanesbrands Inc.Hasbro Inc.Hexcel Corp.Hollister Inc.HomeAway Inc.Houghton InternationalHyatt Hotels Corp.IBMIDEX Corp.IDEXX Laboratories Inc.IlluminaIngersoll Rand PLCInteractive Intelligence Group Inc.International PaperInterpublic GroupJohn Wiley & Sons Inc.Johnson ControlsJohnson Outdoors Inc.Katun Corp.Kelly Services Inc.Level 3 CommunicationsLyondellBasellMary Kay Inc.MathworksMcCain Foods Ltd.MeadWestvaco Corp.Medtronic PLCMercerMoody’sMoog Inc.MTS SystemsMylan Inc.NewMarket Corp.Nexeo SolutionsNike Inc.Nokia Nordson Corp.NSF InternationalNu Skin EnterprisesNvidia Corp.On-Line Computer CenterOrbitz Worldwide Inc.Oxford Industries Inc.PanduitPerkinElmer Inc.PfaudlerPhysio-ControlPioneer InvestmentsPolaris IndustriesPolymer Group Inc.PolyOne
WorldatWork 2015-2016 Salary Budget Survey | www.worldatwork.org/salarybudgetsurvey 89
P A R T I C I P A N T L I S T I N G
Global Organizations
GLO
BA
LP
artic
ipa
nt L
isting
PRA Health SciencesProgressRalph LaurenRed Hat Inc.ResMed Inc.Ritchie Bros. AuctioneersRocket FuelSabre Corp.SalesforceSAP SESAS InstituteSealed Air Corp.Shearman & Sterling LLPShell International B.V.ShireSky DeutschlandSolar Turbines Inc.Solenis LLCSplunk Inc.SPX Corp.Stanley Black & DeckerStarwood Hotels & Resorts
Worldwide Inc.STERIS Corp.Stolt-Nielsen Ltd.SunGardSwiss ReSyniverse TechnologiesTake-Two Interactive
Software Inc.TE ConnectivityTesla Motors Inc.Texas InstrumentsThe Manitowoc Co. Inc.The NPD Group Inc.The Scotts Miracle-Gro Co.The Toro Co.The Valspar Corp.Theorem Clinical ResearchThomson ReutersTower InternationalTrinseoUL LLCUnited Service Organizations Inc.Visteon Corp.VMWareW.R. GraceWaggener Edstrom
CommunicationsWaters Corp.Western UnionWolverine WorldwideXL GroupZoetis
India
2020A.T. Kearney
AAMADTRAN Inc.AecomAmeriprise FinancialAmneal PharmaceuticalsAnsys Inc.ApotexArmstrong World IndustriesARRISAspect SoftwareAspen TechnologyAutomatic Data Processing LLCAvalara Inc.Avery DennisonBaxterBechtel Global Corp.Bill and Melinda Gates
FoundationBio-Rad Laboratories Inc.Black Knight Financial ServicesBMC SoftwareBroadridge Financial
Solutions Inc.Capgemini FInancial ServicesCapital One FinancialCapsugelCarlson Rezidor Hotel GroupCDM Smith Inc.Cerner Corp.Chiltern InternationalCiena Corp.CignaCimpressCincomCitrixCNHIColumbia Sportswear Co.CommScope HoldingCommVault Systems Inc.Con-way Inc.Convergys Corp.Cooper StandardCoriantCSA GroupCSCCSG InternationalCurtiss-Wright Corp.Cytec Industries Inc.Deere & Co.Discovery CommunicationsDolby Laboratories Inc.Dow Corning Corp.Dresser-RandE2open Inc.ElliottF5 NetworksFareportalFederal Mogul
First SolarFlowserve Corp.FluorFM GlobalFMC Corp.Forrester Inc.Gap Inc.General Motors Co.Google Inc.Graco Inc.Halyard HealthHanesbrands Inc.Hollister Inc.Houghton InternationalHyatt Hotels Corp.IBMICF International Inc.IHSIngersoll Rand PLCInstitute of Electrical and
Electronics Engineers (IEEE)Insurance & Reinsurance CaptiveInteractive Intelligence Group Inc.International PaperJarden Consumer SolutionsJohnson ControlsKelly Services Inc.Kohler Co.Kronos Inc.L BrandsLennox International Inc.Lions Clubs InternationalLyondellBasellMagnitude SoftwareManhattan Associates Inc.MathworksMcCain Foods Ltd.MeadWestvaco Corp.Medtronic PLCMercerMeridium, Inc.Meritor Inc.Merrill Corp.MetLifeMoody’sMoog Inc.MosaicMWH Global Inc.Mylan Inc.New Balance Athletic Shoe Inc.NewMarket Corp.Nike Inc.Nokia Nordson Corp.NSF InternationalNvidia Corp.ON SemiconductorOrbitz Worldwide Inc.
Oxford Industries Inc.PATHPerkinElmer Inc.Pioneer InvestmentsPiramal Enterprises Ltd.Pitney Bowes Inc.Polaris IndustriesPolyOnePRA Health SciencesPrincipal Financial GroupProgressQAD Inc.QualcommRalph LaurenRed Hat Inc.Regal Beloit Corp.ResMed Inc.Rio TintoRobertshawSabre Corp.SalesforceSAP SESAS InstituteSealed Air Corp.Shell International B.V.Solar Turbines Inc.Solenis LLCSPX Corp.Starwood Hotels & Resorts
Worldwide Inc.STERIS Corp.SunGardSungard Availability ServicesSwiss Reinsurance Co. Ltd
(HK Branch)SynapticsSyniverse TechnologiesT.D. Williamson Inc.Target Corp.TE ConnectivityTeekay Corp.Teknion Corp.Texas InstrumentsThe Hershey Co.The Manitowoc Co. Inc.The Valspar Corp.Theorem Clinical ResearchThomson ReutersTotal System Services
Inc. (TSYS)TransUnionUL LLCUnisys Corp.VerisignVisteon Corp.VMWareW.R. GraceWaggener Edstrom
Communications
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Global Organizations
P A R T I C I P A N T L I S T I N G
G
LOB
AL
P
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icip
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isti
ng
Waters Corp.Western UnionWolverine WorldwideXL GroupZoetis
Italy
A+E NetworksA.T. KearneyAecomAlixPartners LLPAnsys Inc.Aspen TechnologyAutomatic Data Processing LLCAvery DennisonBaxterBio-Rad Laboratories Inc.BMC SoftwareBrooks Sports Inc.BrunswickCaterpillar Financial
Services Corp.Chiltern InternationalCitrixCNHICommScope HoldingCommVault Systems Inc.Convergys Corp.Cooper StandardCoriantCSA GroupCSCCSLCSL BehringCytec Industries Inc.Deere & Co.Dialog SemiconductorDiscovery CommunicationsDow Corning Corp.Dresser-RandExpediaF5 NetworksFederal MogulFerro Corp.FLIR Systems Inc.Flowserve Corp.FM GlobalGap Inc.General MotorsGeneral Motors Co.GfK SEGoogle Inc.Hasbro Inc.Hollister Inc.HomeAway Inc.Houghton InternationalIBMIDEXX Laboratories Inc.
IlluminaIMS HealthIngersoll Rand PLCInternational PaperJohnson ControlsJohnson Outdoors Inc.Katun Corp.Kelly Services Inc.LyondellBasellMathworksMcCain Foods Ltd.MeadWestvaco Corp.Medtronic PLCMercerMeritor Inc.MetLifeMoody’sMoog Inc.MTS SystemsMWH Global Inc.Nexeo SolutionsNike Inc.Nokia Nordson Corp.PanduitPerkinElmer Inc.Physio-ControlPioneer InvestmentsPolymer Group Inc.PRA Health SciencesQAD Inc.Ralph LaurenRed Hat Inc.Ritchie Bros. AuctioneersRobertshawRocket FuelSabre Corp.SAP SESAS InstituteSealed Air Corp.Shearman & Sterling LLPShell International B.V.ShireSolar Turbines Inc.Solenis LLCSPX Corp.Stanley Black & DeckerStarwood Hotels & Resorts
Worldwide Inc.STERIS Corp.SunGardSwiss ReT.D. Williamson Inc.TE ConnectivityTesla Motors Inc.Texas InstrumentsThe Manitowoc Co. Inc.The NPD Group Inc.
The Toro Co.The Valspar Corp.The Warranty GroupThomson ReutersTreasury Wine EstatesTrinseoUL LLCUnisys Corp.United Service Organizations Inc.VMWareW.R. GraceWaters Corp.Western UnionXL GroupZoetis
Japan
A.T. KearneyAlixPartners LLPAlstomAnsys Inc.ARRISAspen TechnologyAvery DennisonBaxterBio-Rad Laboratories Inc.BMC SoftwareBroadridge Financial
Solutions Inc.BrunswickCabot Microelectronics Corp.Callaway Golf Co.CapsugelCaterpillar Financial
Services Corp.Ciena Corp.CitrixCoherent Inc.CommVault Systems Inc.CSCCSLCSL BehringDamco LogisticsDialog SemiconductorDiscovery CommunicationsDolby Laboratories Inc.Dow Corning Corp.EquinixF5 NetworksFederal MogulFerro Corp.FLIR Systems Inc.Flowserve Corp.FMC Corp.Freeport-McMoRan Inc.Fruit of the Loom Inc.Gap Inc.General Motors
Google Inc.Graco Inc.Graphic Packaging InternationalHalyard HealthHanesbrands Inc.Hollister Inc.Hyatt Hotels Corp.IBMIDEXX Laboratories Inc.IlluminaIMS HealthIngersoll Rand PLCJohnson ControlsL.L.BeanMathworksMcCain Foods Ltd.MeadWestvaco Corp.Medtronic PLCMercerMetLifeMFS InvestmentsMoody’sMoog Inc.MSA Safety Inc.MTS SystemsMylan Inc.New Balance Athletic Shoe Inc.NewMarket Corp.Nike Inc.Nokia Nordson Corp.Nu Skin EnterprisesNvidia Corp.ON SemiconductorOxford Industries Inc.PanduitPerkinElmer Inc.Physio-ControlPRA Health SciencesPrincipal Financial GroupPrologisQAD Inc.Ralph LaurenRed Hat Inc.Rio TintoSabre Corp.SalesforceSAP SESAS InstituteSealed Air Corp.Shearman & Sterling LLPShell International B.V.ShireSPX Corp.Starwood Hotels & Resorts
Worldwide Inc.Stolt-Nielsen Ltd.SunGard
WorldatWork 2015-2016 Salary Budget Survey | www.worldatwork.org/salarybudgetsurvey 91
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Global Organizations
GLO
BA
LP
artic
ipa
nt L
isting
Swiss Reinsurance Co. Ltd (HK Branch)
SynapticsTE ConnectivityTesla Motors Inc.Texas InstrumentsThe NPD Group Inc.The Warranty GroupThomson ReutersUL LLCUnited Service Organizations Inc.Visteon Corp.VMWareW.R. GraceWaters Corp.Western UnionZoetis
Mexico
A.T. KearneyAAMACCO Brands Corp.ADTRAN Inc.Advanced Technology ServicesAggreko LLCAgnico Eagle Mines Ltd.AlbeaAllied Motion TechnologiesTAM Castle & Co.American Eagle OutfittersApotexARRISAspect SoftwareAspen TechnologyAutomatic Data Processing LLCAvery DennisonBaxterBemis Manufacturing Co.Benchmark Electronics Inc.Bio-Rad Laboratories Inc.BMC SoftwareBrunswickCallaway Golf Co.CapsugelCarpenter Technology Corp.Caterpillar Financial
Services Corp.Ciena Corp.CitrixCNHICommScope HoldingCon-way Inc.Continental Automotive SystemsCooper StandardCoriantCSCCSLCSL Behring
Curtiss-Wright Corp.Cytec Industries Inc.Dawn Food Products Inc.Deere & Co.Discovery CommunicationsDow Corning Corp.Dresser-RandEisai Inc.Endo International plcEnerflex Ltd.EnscoExpert Global SolutionsF5 NetworksFederal MogulFerro Corp.Flowserve Corp.FM GlobalFMC Corp.Fruit of the Loom Inc.General MotorsGeneral Motors Co.Google Inc.Graphic Packaging InternationalGTECHH.B. Fuller Co.Halyard HealthHamilton Beach Brands Inc.Hanesbrands Inc.Hasbro Inc.Hollister Inc.IBMIngersoll Rand PLCIngram Micro Inc.International PaperJarden Consumer SolutionsJohnson ControlsKatun Corp.Kohler Co.Kronos Inc.Level 3 CommunicationsLiberty Mutual InsuranceLinde NA IncLivingston International Inc.LyondellBasellMary Kay Inc.McCain Foods Ltd.McGraw-Hill EducationMeadWestvaco Corp.Medtronic PLCMercerMeritor Inc.MetLifeMoody’sNexeo SolutionsNike Inc.Nokia Nordson Corp.NSF International
Nu Skin EnterprisesOdyssey Reinsurance Co.Orbitz Worldwide Inc.Oxford Industries Inc.PanduitPerkinElmer Inc.PfaudlerPolaris IndustriesPolymer Group Inc.PolyOnePRA Health SciencesPrincipal Financial GroupPrintpack Inc.PrologisQAD Inc.Red Hat Inc.Regal Beloit Corp.Ritchie Bros. AuctioneersRobertshawSabre Corp.SalesforceSamuel, Son & Co. Ltd.SAP SESchneiderSealed Air Corp.Shell International B.V.ShireSoftware AG USA Inc.Solar Turbines Inc.Solenis LLCSPX Corp.Starwood Hotels & Resorts
Worldwide Inc.STERIS Corp.STMicroelectronics Inc.SunGardSwiss ReT.D. Williamson Inc.TE ConnectivityTeva PharmaceuticalsTexas InstrumentsThe Bilco Co.The Hershey Co.The Manitowoc Co. Inc.The NPD Group Inc.The Toro Co.The Valspar Corp.The Warranty GroupThomson ReutersTransCanada PipeLines Ltd.TransUnionUL LLCUnisys Corp.Visteon Corp.VMWareW.R. GraceW.W. Grainger Inc.Waters Corp.
Western UnionXL GroupYamana GoldZoetis
Netherlands
A.T. KearneyAllied Motion TechnologiesArmstrong World IndustriesARRISAutomatic Data Processing LLCAvery DennisonBaxterBenchmark Electronics Inc.Bio-Rad Laboratories Inc.BMC SoftwareBrunswickCantel MedicalCartusChiltern InternationalCiena Corp.CimpressCitrixCNHICommVault Systems Inc.Con-way Inc.Convergys Corp.CSA GroupCSCCSLCytec Industries Inc.Dawn Food Products Inc.Dialog SemiconductorDiscovery CommunicationsDolby Laboratories Inc.Dresser-RandEnscoExpediaF5 NetworksFerro Corp.FLIR Systems Inc.Flowserve Corp.FluorFM GlobalForrester Inc.Freeport-McMoRan Inc.General MotorsGfK SEGoogle Inc.GoPro Inc.Graphic Packaging InternationalHasbro Inc.Hollister Inc.IBMIDEXX Laboratories Inc.IlluminaIngersoll Rand PLCInteractive Intelligence Group Inc.
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Global Organizations
P A R T I C I P A N T L I S T I N G
G
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AL
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Johnson ControlsKatun Corp.Kelly Services Inc.Level 3 CommunicationsLyondellBasellManhattan Associates Inc.MathworksMcCain Foods Ltd.MeadWestvaco Corp.Medtronic PLCMercerMeritor Inc.Moog Inc.MWH Global Inc.Mylan Inc.Nike Inc.NN Group NVNokia Nordson Corp.Nu Skin EnterprisesNuStar EnergyOn-Line Computer CenterOxford Industries Inc.PanduitPerkinElmer Inc.Physio-ControlPolymer Group Inc.PolyOnePRA Health SciencesPrintronixProgressPrologisQAD Inc.Ralph LaurenRed Hat Inc.Regal Beloit Corp.Ritchie Bros. AuctioneersSabre Corp.SalesforceSAP SESAS InstituteSealed Air Corp.Shell International B.V.ShireSolar Turbines Inc.Solenis LLCSPX Corp.Stanley Black & DeckerStolt-Nielsen Ltd.SunGardTake-Two Interactive
Software Inc.TE ConnectivityTesla Motors Inc.Texas InstrumentsThe Valspar Corp.The Warranty GroupThomson Reuters
Total System Services Inc. (TSYS)
TransatTrinseoTronox Ltd.UL LLCUnisys Corp.VMWareW.W. Grainger Inc.Waters Corp.Western UnionWolverine WorldwideXL GroupZoetis
Russia
A.T. KearneyAecomArmstrong World IndustriesAspen TechnologyBaxterBio-Rad Laboratories Inc.Broadridge Financial
Solutions Inc.Caterpillar Financial
Services Corp.Chiltern InternationalCHS Inc.Ciena Corp.CitrixCNHIDechert LLPDeere & Co.Discovery CommunicationsF5 NetworksFlowserve Corp.FluorGeneral Motors Co.Glu Mobile Inc.Google Inc.Hasbro Inc.IBMIMS HealthIngersoll Rand PLCInternational PaperJohnson ControlsKelly Services Inc.Kohler Co.Mary Kay Inc.MeadWestvaco Corp.Medtronic PLCMetLifeMoody’sNike Inc.Nokia Nvidia Corp.PRA Health SciencesPraxair, Inc.
Sabre Corp.SAP SESAS InstituteSealed Air Corp.Shell International B.V.ShireSolar Turbines Inc.Solenis LLCT.D. Williamson Inc.TE ConnectivityTexas InstrumentsThomson ReutersTotal System Services
Inc. (TSYS)VMWareW.R. GraceWestern UnionZoetis
Singapore
A+E NetworksA.T. KearneyAecomAlstomTAM Castle & Co.ARRISAspect SoftwareAspen TechnologyAutomatic Data Processing LLCAvery DennisonAxis Capital Holdings Ltd.BaxterBenchmark Electronics Inc.Berry Appleman & Leiden LLPBio-Rad Laboratories Inc.BMC SoftwareBroadridge Financial
Solutions Inc.BrunswickCP KelcoCabot Microelectronics Corp.Cantel MedicalCarlson Rezidor Hotel GroupCarpenter Technology Corp.CartusCaterpillar Financial
Services Corp.CDM Smith Inc.Chiltern InternationalCHS Inc.Ciena Corp.CignaCitrixCME GroupCoherent Inc.CommVault Systems Inc.Con-way Inc.Coriant
CSCCSG InternationalCurtiss-Wright Corp.Dairy Farm SingaporeDamco LogisticsDeere & Co.Dialog SemiconductorDigitalGlobeDiscovery CommunicationsDolby Laboratories Inc.Dow Corning Corp.ElliottEnscoEquinixExcelitas TechnologiesF5 NetworksFlowserve Corp.FM GlobalFMC Corp.Forrester Inc.General Motors Co.GlobalFoundriesGoogle Inc.Hasbro Inc.IBMIlluminaIMS HealthIngersoll Rand PLCInternational PaperJohn Wiley & Sons Inc.Johnson ControlsKatun Corp.Kelly Services Inc.Kohler Co.LyondellBasellManhattan Associates Inc.McGraw-Hill EducationMedtronic PLCMercerMeritor Inc.Merrill Corp.MetLifeMFS InvestmentsMoody’sMoog Inc.MSA Safety Inc.Navigant Consulting Inc.New Balance Athletic Shoe Inc.NewMarket Corp.Nike Inc.Nokia Nordson Corp.Nu Skin EnterprisesOdyssey Reinsurance Co.OM Group Inc.ON SemiconductorOrbitz Worldwide Inc.Oxford Industries Inc.
WorldatWork 2015-2016 Salary Budget Survey | www.worldatwork.org/salarybudgetsurvey 93
P A R T I C I P A N T L I S T I N G
Global Organizations
GLO
BA
LP
artic
ipa
nt L
isting
Pacific Life InsurancePan Pacific Hotels GroupPanduitPerkinElmer Inc.Pioneer InvestmentsPRA Health SciencesPrincipal Financial GroupPrintronixQAD Inc.Ralph LaurenRealogyRed Hat Inc.Regal Beloit Corp.ResMed Inc.Rio TintoSabre Corp.SalesforceSAP SESAS InstituteScripps Networks InteractiveSealed Air Corp.Shearman & Sterling LLPShell International B.V.Solar Turbines Inc.Solenis LLCSPX Corp.Starwood Hotels & Resorts
Worldwide Inc.STERIS Corp.Stolt-Nielsen Ltd.SunGardSwiss Reinsurance Co. Ltd
(HK Branch)Syniverse TechnologiesT.D. Williamson Inc.Take-Two Interactive
Software Inc.TE ConnectivityTeekay Corp.Texas InstrumentsThe Hershey Co.The Valspar Corp.Thomson ReutersTreasury Wine EstatesUL LLCVMWareW.R. GraceWaggener Edstrom
CommunicationsWaters Corp.Wellington ManagementWestern UnionZoetis
Spain
A.T. KearneyAecomAmneal PharmaceuticalsAnsys Inc.
ApotexARRISAutomatic Data Processing LLCAvery DennisonBaxterBio-Rad Laboratories Inc.BMC SoftwareBrunswickCaterpillar Financial
Services Corp.Cerner Corp.Chiltern InternationalCiena Corp.CignaCimpressCitrixCNHICommScope HoldingCommVault Systems Inc.Convergys Corp.CSCCSLCSL BehringDawn Food Products Inc.Deere & Co.Discovery CommunicationsDolby Laboratories Inc.ExpediaF5 NetworksFerro Corp.FLIR Systems Inc.Flowserve Corp.FluorFMC Corp.General Motors Co.Google Inc.Graphic Packaging InternationalHanesbrands Inc.Hasbro Inc.Hexcel Corp.Hollister Inc.HomeAway Inc.Houghton InternationalIBMICF International Inc.IDEXX Laboratories Inc.Ingersoll Rand PLCInternational PaperJohnson ControlsKohler Co.Kronos Inc.Level 3 CommunicationsLyondellBasellMary Kay Inc.MathworksMcGraw-Hill EducationMeadWestvaco Corp.Medtronic PLC
MercerMetLifeMylan Inc.Nexeo SolutionsNike Inc.Nokia Nordson Corp.Orbitz Worldwide Inc.PeopleMattersPerkinElmer Inc.Polymer Group Inc.PolyOnePRA Health SciencesQAD Inc.Ralph LaurenRed Hat Inc.Ritchie Bros. AuctioneersSabre Corp.SalesforceSAP SESAS InstituteSealed Air Corp.Shell International B.V.ShireSolar Turbines Inc.Solenis LLCSPX Corp.Stanley Black & DeckerStarwood Hotels & Resorts
Worldwide Inc.STERIS Corp.Stolt-Nielsen Ltd.SunGardSwiss ReTake-Two Interactive
Software Inc.TE ConnectivityThe NPD Group Inc.Thomson ReutersUL LLCUnisys Corp.VMWareW.R. GraceWaters Corp.Western UnionXL GroupZoetis
Sweden
AAMAdvent SoftwareAnsys Inc.ARRISAutomatic Data Processing LLCAvery DennisonBaxterBio-Rad Laboratories Inc.BMC Software
BrunswickCarpenter Technology Corp.CitrixCNHICommVault Systems Inc.Convergys Corp.CSCCSG InternationalCSLCSL BehringCurtiss-Wright Corp.Deere & Co.Digital River Inc.Discovery CommunicationsDolby Laboratories Inc.ExpediaF5 NetworksFLIR Systems Inc.Flowserve Corp.FM GlobalGeneral Motors Co.Google Inc.GTECHHollister Inc.IBMIngersoll Rand PLCJohnson ControlsMathworksMedtronic PLCMercerMeritor Inc.MTS SystemsMylan Inc.Nike Inc.Nokia Orbitz Worldwide Inc.PerkinElmer Inc.Physio-ControlPRA Health SciencesRalph LaurenRed Hat IncResMed Inc.Sabre Corp.SalesforceSAP SESAS InstituteSealed Air Corp.ShireSolenis LLCSPX Corp.Stanley Black & DeckerSunGardSungard Availability ServicesTE ConnectivityTesla Motors Inc.Texas InstrumentsThomson ReutersTrinseo
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Global Organizations
P A R T I C I P A N T L I S T I N G
G
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AL
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Unisys Corp.VMWareW.R. GraceWaters Corp.Western UnionXL Group
Switzerland
Allied Motion TechnologiesAnsys Inc.Automatic Data Processing LLCAvery DennisonAxis Capital Holdings Ltd.BaxterBio-Rad Laboratories Inc.BMC SoftwareBroadridge Financial
Solutions Inc.CartusCaterpillar Financial
Services Corp.CHS Inc.CimpressCitrixCNHICSCCSLCSL BehringCurtiss-Wright Corp.Deere & Co.ExpediaFlowserve Corp.General Motors Co.Google Inc.H.B. Fuller Co.Hasbro Inc.Hollister Inc.HomeAway Inc.Hyatt Hotels Corp.IBMIDEXX Laboratories Inc.Ingersoll Rand PLCJohnson ControlsKelly Services Inc.MathworksMeadWestvaco Corp.Medtronic PLCMercerMeritor Inc.Mylan Inc.Nike Inc.Orbitz Worldwide Inc.PATHPerkinElmer Inc.Polaris IndustriesRalph LaurenRed Hat Inc.ResMed Inc.
SalesforceSAP SESAS InstituteSealed Air Corp.Shell International B.V.ShireSolar Turbines Inc.Solenis LLCStanley Black & DeckerSunGardSwiss ReTE ConnectivityTesla Motors Inc.The Valspar Corp.Thomson ReutersTrinseoUL LLCUnisys Corp.VerisignVMWareWaters Corp.Western UnionXL GroupZoetis
United Kingdom
2020A+E NetworksA.T. KearneyAAMACCO Brands Corp.Advanced Technology ServicesAdvent SoftwareAecomAlixPartners LLPTAM Castle & Co.American Eagle OutfittersAmneal PharmaceuticalsAnsys Inc.AppSenseApptio Inc.Armstrong World IndustriesARRISAspect SoftwareAspen TechnologyAutomatic Data Processing LLCAvalara Inc.Avery DennisonAvidAxis Capital Holdings Inc. BaxterBBA AviationBechtel Global Corp.Bemis Manufacturing Co.Berry Appleman & Leiden LLPBill and Melinda Gates
FoundationBio-Rad Laboratories Inc.
BlackBerry Ltd.BMC SoftwareBristow GroupBroadridge Financial
Solutions Inc.Brooks Sports Inc.BrunswickBuild-A-Bear WorkshopCP KelcoCallaway Golf Co.Capgemini FInancial ServicesCapital One FinancialCapsugelCartusCatalent Pharma SolutionsCaterpillar Financial
Services Corp.Cerner Corp.ChannelAdvisorCharter Manufacturing Co. Inc.Chiltern InternationalCiena Corp.CignaCimpressCincomCitrixCME GroupCNHICobhamCode 42 Software Inc.Coherent Inc.CommScope HoldingCommVault Systems Inc.Compass MineralsCon-way Inc.Convergys Corp.Cooper StandardCoriantCSA GroupCSCCSG InternationalCSLCSL BehringCurtiss-Wright Corp.Cytec Industries Inc.David’s BridalDawn Food Products Inc.Dechert LLPDeere & Co.Dialog SemiconductorDigi InternationalDigital River Inc.DigitalGlobeDigitasLBiDiscovery CommunicationsDocuSignDolby Laboratories Inc.Dow Corning Corp.
Dresser-RandDuravantE2open Inc.EchoStar Corp.ElliottEnerflex Ltd.Enphase Energy Inc.EnscoEquinixExcelitas TechnologiesExpediaExpert Global SolutionsF5 NetworksFareportalFederal MogulFederal-Mogul Motorparts
(Global Sealing, Engine and Underhood Service)
Ferro Corp.FLIR Systems Inc.Flowserve Corp.FluorFM GlobalFMC Corp.Forrester Inc.Frank’s InternationalFreeport-McMoRan Inc.Gap Inc.General Motors Co.GenesysGfK SEGilead SciencesGlanbia Performance NutritionGlatfelterGoogle Inc.Graco Inc.Graphic Packaging InternationalGTECHHalyard HealthHanesbrands Inc.Hasbro Inc.HessHexcel Corp.Hollister Inc.HomeAway Inc.Houghton InternationalHyatt Hotels Corp.IBMICF International Inc.IDEX Corp.IDEXX Laboratories Inc.IHSIlluminaIMS HealthIngersoll Rand PLCInsightsInteractive Intelligence Group Inc.International Paper
WorldatWork 2015-2016 Salary Budget Survey | www.worldatwork.org/salarybudgetsurvey 95
P A R T I C I P A N T L I S T I N G
Global Organizations
GLO
BA
LP
artic
ipa
nt L
isting
Interpublic GroupJarden Consumer SolutionsJohnson ControlsKatun Corp.Kelly Services Inc.Kohler Co.Kronos Inc.L BrandsLevel 3 CommunicationsLyondellBasellMagnitude SoftwareManhattan Associates Inc.Mary Kay Inc.MathworksMcCain Foods Ltd.McGraw-Hill EducationMcGuireWoods LLPMeadWestvaco Corp.Medtronic PLCMercerMeritor Inc.Merrill Corp.MetLifeMFS InvestmentsMINDBODYMolson Coors Brewing Co.Moody’sMoog Inc.MTS SystemsMWH Global Inc.Mylan Inc.NAMSANational Basketball AssociationNavigant Consulting Inc.NBTYNeustarNew Balance Athletic Shoe Inc.NewMarket Corp.Nexeo SolutionsNike Inc.Nokia Nordson Corp.NSF InternationalNuStar EnergyNvidia Corp.Odyssey Reinsurance Co.On-Line Computer CenterOuterwall IncOxford Industries Inc.Pacific Life InsurancePanduitPerkinElmer Inc.Physio-ControlPioneer InvestmentsPiramal Enterprises Ltd.Pitney Bowes Inc.Polaris IndustriesPolymer Group Inc.
PolyOnePRA Health SciencesPrincipal Financial GroupProgressPrologisQAD Inc.Ralph LaurenRaytheon Co.RealogyRed Hat Inc.Regal Beloit Corp.ResMed Inc.Ritchie Bros. AuctioneersRocket FuelRowan Companies, Inc.Royal Bank of CanadaSabre Corp.SalesforceSAP SESAS InstituteScripps Networks InteractiveSealed Air Corp.Shearman & Sterling LLPShell International B.V.ShireSolenis LLCSplunk Inc.SPX Corp.Stanley Black & DeckerStarwood Hotels & Resorts
Worldwide Inc.STERIS Corp.Stolt-Nielsen Ltd.SunGardSungard Availability ServicesSwiss ReSyniverse TechnologiesT.D. Williamson Inc.Take-Two Interactive
Software Inc.TE ConnectivityTeekay Corp.Teknion Corp.Tempur Sealy International, IncTesla Motors Inc.Texas InstrumentsThe Bilco Co.The Manitowoc Co. Inc.The NPD Group Inc.The Scotts Miracle-Gro Co.The Toro Co.The Valspar Corp.The Warranty GroupTheorem Clinical ResearchThomson ReutersTotal System Services
Inc. (TSYS)TransatTreasury Wine Estates
UL LLCUnisys Corp.Unum GroupVerisignVision Solutions Inc.Visteon Corp.VMWareW.R. GraceW.W. Grainger Inc.Waggener Edstrom
CommunicationsWalt Disney InternationalWaters Corp.Wellington ManagementWestern UnionWhole Foods MarketWolverine WorldwideXL GroupYoung Presidents’
Organization Inc.Zetron Inc.Zoetis
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UN
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s
Bonus: an after-the-fact reward or payment based on the
performance of an individual, a group of workers operating
as a unit, a division or business unit, or an entire workforce.
Exempt Salaried: all other salaried employees, except
officers and executives, not subject to the overtime pay
provisions of the Fair Labor Standards Act of 1938 (FLSA).
General increase/Cost of Living Allowance (COLA):
an identical pay raise either in a flat rate such as cents
per hour or as a percentage of salary given to all eligible
employees. Also known as an across-the-board increase.
Nonmanagement Hourly Nonunion (Non-U.S.): hourly
nonunion employees. Exclude hourly union employees.
Lump-sum Award: an award that is paid in a
single cash payment.
Incentive: any form of variable payment tied to perfor-
mance. The payment is a monetary award. Incentives are
contrasted with bonuses in that performance goals for
incentives are predetermined.
Management Salaried (Non-U.S.): all other salaried
employees, except officers and executives.
Merit increase: an adjustment to an individual’s
base pay rate based on performance or some other
individual measure.
Nonexempt Hourly Nonunion: hourly employees who
are not exempt from the minimum wage and overtime pay
provisions of the Fair Labor Standards Act of 1938 (FLSA).
Exclude hourly union employees.
Nonexempt Salaried: salaried (compensation paid by the
week, month or year rather than by the hour) employees
who are not exempt from the minimum wage and overtime
pay provisions of the Fair Labor Standards Act of 1938
(FLSA). Exclude hourly employees both union and nonunion.
Nonmanagement Salaried (Non-U.S.): salaried
nonunion employees. Exclude hourly employees
both union and nonunion.
Officers/Executives: top and/or senior management that
have significant responsibility for the management of the
company as well as influence on the results of the company.
Other increase: may include internal equity adjustments,
salary range adjustments, skill-based pay increases. See
options in question 9a for more examples.
Promotional increase: an increase in a salary or wage
rate provided to a person because of a promotion to
a higher-level job.
Salary range structure change: the percent change in the
control points (or the midpoints) of a formal salary range,
band or wage rate that are adjusted to reflect movements
in the market place.
Total base salaries: total salaries for all eligible employees
(base salaries only).
Total increase: the total amount of any combination
of the above increases (General, COLA, Merit, Other)
expressed as a percentage of payroll to be granted as
increases during the year. The budget percentage is
calculated by totaling the amount of general increases,
cost-of-living increases, merit and other increases granted
or scheduled to be granted in the year, and dividing the
total salaries of all eligible employees whether or not they
received a salary increase.
Variable pay: compensation that is contingent on
discretion, performance or results achieved. It may be
referred to as pay at risk.
S U R V E Y D E F I N I T I O N S
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*Mandatory question
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*Mandatory question
WorldatWork 2015-2016 Salary Budget Survey | www.worldatwork.org/salarybudgetsurvey 105
Q U E S T I O N N A I R E
United States
UN
ITE
D S
TAT
ES
Qu
estio
nn
aire
*Mandatory question
106 © 2015 WorldatWork. All rights reserved. Permission is required to republish in any form.
United States
Q U E S T I O N N A I R E
UN
ITE
D S
TAT
ES
Qu
est
ion
na
ire
*Mandatory question
WorldatWork 2015-2016 Salary Budget Survey | www.worldatwork.org/salarybudgetsurvey 107
Q U E S T I O N N A I R E
United States
UN
ITE
D S
TAT
ES
Qu
estio
nn
aire
*Mandatory question
108 © 2015 WorldatWork. All rights reserved. Permission is required to republish in any form.
Canada
Q U E S T I O N N A I R E
*Mandatory question
CA
NA
DA
Q
ue
stio
nn
air
e
WorldatWork 2015-2016 Salary Budget Survey | www.worldatwork.org/salarybudgetsurvey 109
Q U E S T I O N N A I R E
Canada
*Mandatory question
CA
NA
DA
Qu
estio
nn
aire
110 © 2015 WorldatWork. All rights reserved. Permission is required to republish in any form.
Canada
Q U E S T I O N N A I R E
*Mandatory question
CA
NA
DA
Q
ue
stio
nn
air
e
WorldatWork 2015-2016 Salary Budget Survey | www.worldatwork.org/salarybudgetsurvey 111
Q U E S T I O N N A I R E
Canada
*Mandatory question
CA
NA
DA
Qu
estio
nn
aire
112 © 2015 WorldatWork. All rights reserved. Permission is required to republish in any form.
Canada
Q U E S T I O N N A I R E
*Mandatory question
CA
NA
DA
Q
ue
stio
nn
air
e
WorldatWork 2015-2016 Salary Budget Survey | www.worldatwork.org/salarybudgetsurvey 113
Q U E S T I O N N A I R E
Global
*Mandatory question
GLO
BA
LQ
ue
stion
na
ire
114 © 2015 WorldatWork. All rights reserved. Permission is required to republish in any form.
Global
Q U E S T I O N N A I R E
*Mandatory question
G
LOB
AL
Q
ue
stio
nn
air
e
WorldatWork 2015-2016 Salary Budget Survey | www.worldatwork.org/salarybudgetsurvey 115
Q U E S T I O N N A I R E
Global
*Mandatory question
GLO
BA
LQ
ue
stion
na
ire
116 © 2015 WorldatWork. All rights reserved. Permission is required to republish in any form.
Global
Q U E S T I O N N A I R E
*Mandatory question
G
LOB
AL
Q
ue
stio
nn
air
e
WorldatWork 2015-2016 Salary Budget Survey | www.worldatwork.org/salarybudgetsurvey 117
Q U E S T I O N N A I R E
Global
*Mandatory question
GLO
BA
LQ
ue
stion
na
ire
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