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Aon Hewitt Performance, Reward & Talent Proprietary and Confidential

Risk. Reinsurance. Human Resources.

Canada Salary Planning Report 2015–2016


Table of Contents Survey Highlights and Insights м

Global Salary Increase Survey Report Availability н

Overview of Survey Results п

Pay and Performance 1п

Workforce Size 25

Pay Delivery & Management ол

High Potentials and Top Performers 3р

Salary Increase .ǳŘƎŜǘǎ by [ƻŎŀǘƛƻƴκwŜƎƛƻƴ оф

Participation Demographics ро

Employee Engagement рф

Appendix см

Definitions of Terms 62

Participant List 64


Survey Highlights and Insights This report presents the results of the 28th annual Global Salary Increase Survey conducted by Aon Hewitt. The survey focuses on overall changes in employee compensation for the calendar year 2015 and on current projections for 2016. The survey spans 120 markets with submissions receivedduring July and August. Participants include service, manufacturing, and multi-industryorganizations.

The Canada report consists of 476 companies.

How Data is Collected The survey data is collected through multinationals that submit multicountry data and also from companies that are recruited locally and submit data for one single country. The salary increase budget information reported in this report encompasses data for all companies reporting data for Canada.

Key Insights

Economic and political global uncertainty is casting a pall over the compensation budgeting process for 2015. Organizations continue to remain apprehensive about increasing their fixed costs. The chart below shows the comparison between 2015 average actual salary increase for all employees and projected consumer purchase index (CPI) for 2015.

Companies are instead increasing their reliance on variable forms of rewards. Details on variable spending can be found in the country reports or in our Global Variable Compensation Measurement™ (VCM™) survey.

Special Note

Occasionally we are asked how survey antitrust rules apply to collecting and reporting salary increase information. In fact, some organizations request that they receive the report with any prospective information removed. Aon Hewitt believes that, because such data (as is presented in this report) is widely available and is sufficiently general in nature, it falls within standard survey safe harbor guidelines.

However, if your company’s legal counsel suggests taking a more conservative approach, we can provide a version of the report that excludes projected data.

1.0%

2.8%

CPI

2015 Salary Increase

Canada Salary Planning Report 2015 - 2016 1


Salary Planning Light Report 2015-2016 2

Global Salary Increase Survey Report Availability



Global Salary Increase Survey Report Availability

North America

Canada United States

Asia Pacific

Australia China Fiji Guam Hong Kong India Indonesia Japan Korea Macau Malaysia New Zealand Papua New Guinea Philippines Singapore Sri Lanka Taiwan Thailand Vietnam

Europe/Middle East/ Africa

Angola Austria Azerbaijan Bahrain Belgium Botswana Bulgaria Croatia Cyprus

Czech Republic Denmark Egypt Estonia Finland France Georgia Germany Ghana Gibraltar Greece Hungary Ireland Israel Italy Jordan Kazakhstan Kenya Kuwait Latvia Lebanon Lithuania Luxembourg Malta Morocco Mozambique Netherlands Norway Oman Poland Portugal Qatar Romania Russia Saudi Arabia Serbia Slovakia Slovenia South Africa Spain Sweden

Switzerland Tanzania Tunisia Turkey Uganda Ukraine United Arab Emirates United Kingdom Yemen Zambia

Latin America

Antigua Argentina Bahamas Barbados Bermuda Bolivia Brazil Chile Colombia Costa Rica Dominican Republic Ecuador El Salvador Guatemala Honduras Jamaica Mexico Netherlands Antilles Nicaragua Panama Peru Puerto Rico Trinidad and Tobago Uruguay Venezuela

You may purchase detailed survey results from any of the countries above. The 28 th annual Global Salary Planning Report will be available in September 2015. For an order form or additional information, please send an email to [email protected].




Overview of Survey Results


Overview of Total Salary Increases Across Employee Groups

have projected salary freeze for 2016.

Employee Groups

Top Executive/Sr. Mgmt

Middle Management

Junior Mgmt/Prof./Supv

Clerical/Admin/Tech

Manual Workforce

All Employees

3.0% (395)2.8% (455) 2.9% (439) 3.0% (406) 3.0% (402)2.7% (456) 2.9% (423) 2.9% (409)

(434) 2.9% (414) 3.0% (409)2.9% (455) 3.0% (438) 2.9% (418)

7.8% of participating organizations reported salary freeze for 2015, whereas around 7.8% of organizations

3.0% (401)2.8% (455) 3.0% (415) 2.9% (417)

Average

Actual 2015 Projected 2016

Including Salary Freezes and Pay Cuts

Excluding Salary Freezes and Pay Cuts



2.8% (455) 2.9% (437) 3.0% (420) 3.0% (415)3.0% (413)

2.8% (456) 2.9%

2.8%

2.8%

2.9%

2.8%

2.7%

2.8%

3.0%

2.9%

3.0%

2.9%

2.9%

2.9%

2.9%

3.0%

2.9%

2.9%

2.9%

3.0%

3.0%

3.0%

3.0%

3.0%

3.0%

3.0%


Middle Management


Clerical/Admin/Tech

Manual Workforce

All Employees

2015 Average, Including Salary Freezes and Pay Cuts 2015 Average, Excluding Salary Freezes and Pay Cuts



Overview of Merit Increases Across Employee Groups

Employee Groups


Middle Management


Clerical/Admin/Tech

Manual Workforce

All Employees

2.7% (290)2.6% (315) 2.7% (299) 2.7% (294) 2.8% (285)2.5% (316) 2.7% (289) 2.6% (311)

2.8% (286)2.5% (318) 2.7% (299) 2.7% (316) 2.8% (284)2.6% (315) 2.7% (298) 2.7% (296)

2.8% (278)2.6% (316) 2.8% (300) 2.8% (296) 2.8% (286)2.5% (317) 2.8% (288) 2.7% (295)

Average






2.5%

2.6%

2.6%

2.5%

2.5%

2.6%

2.8%

2.8%

2.7%

2.7%

2.7%

2.7%

2.7%

2.8%

2.7%

2.7%

2.6%

2.7%

2.8%

2.8%

2.8%

2.8%

2.7%

2.8%


Middle Management


Clerical/Admin/Tech

Manual Workforce

All Employees




Overview of General Salary Increases Across Employee Groups

Employee Groups


Middle Management


Clerical/Admin/Tech

Manual Workforce

All Employees

1.5% (31)0.9% (157) 1.5% (95) 0.8% (150) 1.3% (86)0.9% (162) 1.6% (96) 0.9% (59)

1.5% (88)0.9% (158) 1.5% (93) 0.9% (151) 1.5% (89)0.9% (158) 1.5% (94) 0.9% (151)

1.5% (87)0.9% (158) 1.5% (93) 0.8% (151) 1.5% (89)0.9% (158) 1.6% (88) 0.8% (151)

Average






0.9%

0.9%

0.9%

0.9%

0.9%

0.9%

1.6%

1.5%

1.5%

1.5%

1.6%

1.5%

0.8%

0.8%

0.9%

0.9%

0.9%

0.8%

1.5%

1.5%

1.5%

1.5%

1.5%

1.3%


Middle Management


Clerical/Admin/Tech

Manual Workforce

All Employees




Overview of Mandatory Increases Across Employee Groups

Employee Groups

Top Executive/Sr. MgmtMiddle ManagementJunior Mgmt/Prof./SupvClerical/Admin/TechManual WorkforceAll Employees

2.3% (13)-- -- 1.6% (5) -- -- 1.8% (12)

0.7% (37) 2.3% (12) 0.7% (45)

-- ---- -- 2.3% (3) -- -- -- ---- -- -- -- -- --

-- ---- -- -- -- -- -- -- ---- -- -- -- -- --

Average Actual 2015 Projected 2016





0.7%

2.3%

2.3%

1.6%

0.7%

2.3%

1.8%


Middle Management


Clerical/Admin/Tech

Manual Workforce

All Employees

2015 Average, Including Salary Freezes and Pay Cuts 2015 Average, Excluding Salary Freezes and Pay Cuts2016 Average, Including Salary Freezes and Pay Cuts 2016 Average, Excluding Salary Freezes and Pay Cuts

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Total Salary Increase Budgets by Type of Company Ownership

Type of Company Ownership

Locally owned company

Foreign owned company

Joint venture company

Other Increase Budgets

Budgets

Salary Structure Movement

Promotional Budget

Special Adjustments

Overall Salary Increase by Performance

% of % of % of % of % of

(66)(99) (100) (102) (106) (116) (121) (100) (99) (65)

Employees

4.5% 8.0% 3.6% 24.8% 2.5% 64.1% 1.0% 7.9% 0.1% 3.3%

Increases Employees Increases Employees Increases Employees Increases Employees Increases

Far Exceeding Expectations

Often Exceeded Expectations

Met ExpectationsOften Did Not Meet

ExpectationsDid not meet Expectations

% Salary % Salary % Salary % Salary % Salary


Average Median Average Median

2.7% (325) 3.0% (325) 2.6% (326) 3.0% (326)2.6% (104) 3.0% (104) 2.4% (104) 3.0% (104)


Average Median Average Median

3.0% (5)3.2% (5) 3.0% (5) 2.8% (5)

2.0% (182)1.5% (85) 1.0% (85) 1.6% (83) 1.0% (85)2.2% (182) 2.0% (182) 2.2% (161)

1.0% (47)1.5% (47) 1.0% (47) 1.6% (42)


Total Salary Increase Budgets by Annual Revenue

Annual Revenue

Less than $0.5 million

$0.5–$1.0 million

$1.1–$5.0 million

$5.1–$10.0 million

$10.1–$25.0 million

$25.1–$50.0 million

$50.1–$100.0 million

$100.1–$250.0 million

$250.1–$500.0 million

$500.1 million-$1.0 billion

$1.01 billion-$5.0 billion


$10.1+ billion

Annual Revenue


$0.5–$1.0 million

$1.1–$5.0 million

$5.1–$10.0 million

$10.1–$25.0 million

$25.1–$50.0 million

$50.1–$100.0 million

$100.1–$250.0 million

$250.1–$500.0 million




$10.1+ billion

Annual Revenue


$0.5–$1.0 million

$1.1–$5.0 million

$5.1–$10.0 million

$10.1–$25.0 million

$25.1–$50.0 million

$50.1–$100.0 million

$100.1–$250.0 million

$250.1–$500.0 million




$10.1+ billion 2.3% (21)2.2% (21) 2.6% (21) 2.2% (21)

2.4% (65)2.5% (16) 2.9% (16) 2.8% (16) 2.9% (16)2.6% (65) 2.5% (65) 2.6% (65)

2.2% (39)2.6% (29) 2.6% (29) 2.5% (29) 2.6% (29)2.6% (39) 2.2% (39) 2.5% (39)

2.6% (45)2.5% (41) 2.4% (41) 2.6% (41) 2.5% (41)3.2% (45) 2.7% (45) 3.0% (45)

2.8% (20)2.8% (27) 2.4% (27) 2.7% (27) 2.1% (27)2.8% (20) 2.8% (20) 2.8% (20)2.4% (6) 2.4% (6) 1.9% (6) 2.4% (6)2.9% (17) 3.3% (17) 2.9% (17)2.8% (3) 2.0% (3) 2.2% (3) 1.0% (3)

3.3% (17)

Actual 2015 Projected 2016 Actual 2015 Projected 2016

2.1% (3) 2.7% (3) 1.0% (3) 2.7% (3)

2.5% (21)

Clerical/Admin/Tech Manual Workforce

3.0% (21) 2.5% (21) 3.6% (21)

2.7% (65)2.5% (16) 2.9% (16) 2.6% (16) 2.9% (16)2.7% (65) 2.7% (65) 2.7% (65)

2.2% (39)2.7% (29) 2.5% (29) 2.7% (29) 2.7% (29)2.7% (39) 2.3% (39) 2.7% (39)

2.7% (45)2.6% (41) 2.6% (41) 2.6% (41) 2.5% (41)2.9% (45) 2.7% (45) 3.1% (45)

2.8% (20)2.6% (27) 2.4% (27) 2.7% (27) 2.4% (27)3.0% (20) 3.0% (20) 3.4% (20)

3.3% (17)2.4% (6) 2.4% (6) 2.4% (6) 2.4% (6)3.0% (17) 3.4% (17) 2.9% (17)

2.7% (3)2.8% (3) 2.0% (3) 2.8% (3) 2.0% (3)2.8% (3) 2.7% (3) 2.1% (3)

Middle Management Junior Mgmt/Prof./Supv


2.5% (21)2.9% (21) 2.5% (21) 3.0% (21)

2.6% (65)2.6% (16) 2.9% (16) 1.9% (16) 2.9% (16)2.7% (65) 2.5% (65) 2.6% (65)

2.3% (39)2.7% (29) 2.7% (29) 2.7% (29) 2.7% (29)2.7% (39) 2.3% (39) 2.7% (39)

2.7% (45)2.7% (41) 2.4% (41) 2.7% (41) 2.5% (41)3.0% (45) 2.6% (45) 2.8% (45)

3.1% (20)2.7% (27) 2.3% (27) 2.6% (27) 2.4% (27)3.2% (20) 2.9% (20) 3.4% (20)

2.9% (17)2.4% (6) 2.4% (6) 2.4% (6) 2.4% (6)2.9% (17) 3.2% (17) 2.8% (17)

2.7% (3)2.8% (3) 1.0% (3) 2.8% (3) 2.0% (3)2.1% (3) 2.7% (3) 2.5% (3)

All Employees Top Executive/Sr. Mgmt



Total Salary Increase Budgets by Number of Full-Time Employees

Full–Time Employees

Under 500

500–1,000

1,001–2,000

2,001–5,000

5,001–10,000

10,001–20,000

20,001–50,000

Over 50,000


Under 500

500–1,000

1,001–2,000

2,001–5,000

5,001–10,000

10,001–20,000

20,001–50,000

Over 50,000


Under 500

500–1,000

1,001–2,000

2,001–5,000

5,001–10,000

10,001–20,000

20,001–50,000

Over 50,000

1.6% (10)1.7% (5) 2.4% (5) 1.7% (5) 2.4% (5)2.0% (10) 1.6% (10) 2.0% (10)

3.0% (18)2.6% (8) 2.2% (8) 2.4% (8) 2.1% (8)2.7% (18) 2.8% (18) 3.1% (18)

2.1% (45)2.6% (38) 2.7% (38) 2.7% (38) 2.7% (38)2.7% (45) 2.2% (45) 2.6% (45)

2.6% (260)2.5% (53) 2.6% (53) 2.5% (53) 2.5% (53)2.7% (260) 2.7% (260) 2.7% (260)

Clerical/Admin/Tech Manual Workforce


1.5% (10)1.7% (5) 2.4% (5) 1.7% (5) 2.4% (5)2.3% (10) 1.5% (10) 2.3% (10)

2.7% (18)2.6% (8) 2.2% (8) 2.6% (8) 2.2% (8)2.8% (18) 2.9% (18) 3.1% (18)2.5% (38) 2.9% (38) 2.6% (38) 2.8% (38)2.5% (45) 2.2% (45) 2.7% (45)2.6% (53) 2.7% (53) 2.7% (53) 2.6% (53)

2.2% (45)


2.9% (260) 2.7% (260) 2.9% (260) 2.7% (260)

Middle Management Junior Mgmt/Prof./Supv

1.6% (10)1.7% (5) 2.4% (5) 1.3% (5) 2.0% (5)2.1% (10) 1.6% (10) 2.8% (10)

2.7% (18)2.6% (8) 2.2% (8) 2.2% (8) 2.2% (8)2.9% (18) 2.8% (18) 2.6% (18)

2.0% (45)2.6% (38) 2.5% (38) 2.4% (38) 2.8% (38)2.6% (45) 2.2% (45) 2.4% (45)

2.7% (260)2.6% (53) 2.6% (53) 2.5% (53) 2.6% (53)2.9% (260) 2.7% (260) 2.8% (260)

All Employees Top Executive/Sr. Mgmt



Total Salary Increases By Industry

Manufacturing

Aerospace

Agriculture

Automotive/Vehicle Manufacturing

Auto ProducersAuto Suppliers

Chemicals (not Pharmaceutical)

Consumer Products

Consumer Products - Durable Goods

Consumer Products - Nondurable Goods

Electronics/Electrical

Food/Beverage/Tobacco

Diversified/Multi-Organization

Energy (Power/Oil/Gas)

Oil/Gas

PowerEngineering/Manufacturing

Industrial Machinery/Equipment

Building Materials

Textiles/Apparel Manufacturing

Rubber/Plastics/Glass

Forest & Paper Products/Packaging

Life SciencesAnimal Health

CRO

Pharmaceutical

Medical Devices

Metals

Mining/Milling/Smelting

Other Manufacturing

All Manufacturing

2.9%(26) (26)2.9% 2.9%

Average

Actual 2015 Projected 2016Including

Salary Freezes and Pay Cuts




(20)

3.1% 3.1% 3.3% 3.3%2.8% 2.9% 3.0%

2.9%2.9% 3.1% 3.0% 3.0%

(17) (17) (15)

(6) (6) (4) (4)

3.4%2.8% 2.8%

2.8% 2.8% 2.9%(15) (15) (11) (11)

2.9%

3.3% 3.3% 3.4%

2.9% 2.9% 2.8% 2.8%2.8% 2.8%

3.5% 3.5% 3.6% 3.6%2.9% 2.9% 2.8%

3.0%-- -- -- --

2.5% 2.7% 3.0%(13) (12) (11)

(6) (6) (6)

2.6% 2.7% 2.7% 2.9%2.2% 2.5% 2.6%

3.0%2.5% 3.0% 3.0% 3.0%2.4% 2.9% 2.9%

(26) (25) (23)

-- -- -- ---- -- --

3.0%-- -- -- --

2.6% 2.8% 2.8%

(1) (1) (1)

2.9% 2.9% 3.2% 3.2%-- -- --

2.6%2.9% 2.9% 3.0% 3.0%2.3% 2.3% 2.6%

(3) (3) (3)

2.8% 2.8% 2.7% 2.7%2.0% 2.7% 2.1%

3.1%2.7% 2.7% 2.9% 2.9%3.0% 3.0% 3.1%

(9) (9) (9)

2.8% (230) 2.9% (223) 2.9% (205) 3.0% (202)

2.6% 2.6% 2.9%

(9) (9) (7) (7)(5) (5) (5) (5)

2.9%

2.8%

(20)

(15)(11)

(23) (22) (21) (21)(48) (47) (41) (41)3.0%

(6)(25) (21) (26) (25)

(2) (2) (2) (2)(18) (18) (15) (15)2.8%

(22)(22) (21) (19) (18)

(17) (14) (18) (18)(8) (7) (8) (7)2.9%

(1)(4) (4) (4) (4)

(0) (0) (0) (0)(0) (0) (0) (0)--

(3)(23) (23) (19) (19)

(42) (42) (38) (38)(2) (2) (2) (2)--

(9)(4) (4) (4) (4)

(14) (14) (14) (14)(4) (3) (4) (3)


Total Salary Increases By Industry

Average

Actual 2015 Projected 2016Including

Salary Freezes and Pay Cuts




Services

Banking/FinanceBanks

Insurance - Life & Health

Insurance - Property & Casualty

Insurance - Other

Funds/Asset Management

Investment Banks

Securities

Other Financial Services

Construction/Engineering

Education Services

Engineering Design

Entertainment/Communications/PublicationMedia

Printing/Publishing

Government

Health Care/Medical Services

Hi - Tech

Business/Computer Services

Computers (Software and Hardware)

Application Services/Consulting

Semiconductors

Hospitality/Restaurants/ Travel

Infrastructure

ITeS (IT Enabled Services)

BFSI Captives

KPO/Analytics

Other Captives

Third Party Service Providers

Not-for-Profit (not Hospitals/Schools)

Professional ServicesAdvertising and PR

Accounting

Consulting

Legal

Real Estate

Research/Development

Retail (incl. Wholesale & Distribution)

Telecommunications

Mobile Service ProvidersOther Telecommunication Services

Transportation/ Logistics/ Shipping Services

Other Service

All Services

All Companies

2.3% 2.3% 2.4% 2.4%2.9% 2.9% 2.8%(48) (47) (39)

3.8% 3.8% 2.6% 2.6%2.5% 2.5% 2.4%

2.9%2.6% 3.0% 2.9% 2.9%2.9% 2.9% 2.9%

(10) (10) (7)

2.8% 2.8% 3.2% 3.2%3.0% 3.0% 3.1%

---- -- -- ---- -- --

(6) (6) (6)

-- -- -- --3.0% 3.0% 3.0%

--3.1% 3.1% 3.1% 3.1%

-- -- --

(1) (1) (1)

2.7% 3.0% 3.0% 3.0%3.1% 3.1% 2.8%

---- -- -- ---- -- --

(38) (35) (34)

2.7% 3.3% 3.6% 3.6%2.9% 3.2% 3.2%

2.2%3.1% 3.1% 3.1% 3.1%1.7% 2.0% 2.2%

(5) (4) (3)

-- -- -- --3.1% 3.1% 3.4%

2.7%-- -- -- --

2.9% 2.9% 2.7%

(0) (0) (0)

2.7% 3.1% 3.2% 3.2%-- -- --

---- -- -- ---- -- --

(8) (7) (8)

2.9% 2.9% -- ---- -- --

3.5%-- -- -- --

3.7% 3.7% 3.5%

(3) (3) (2)

3.2% 3.2% 3.3% 3.3%-- -- --

4.2%-- -- -- --

4.6% 4.6% 4.2%

(27) (27) (27)

2.1% 2.5% 2.7% 2.7%2.6% 2.6% 2.7%

2.6%2.3% 2.3% 2.4% 2.4%2.5% 2.5% 2.6%

(12) (10) (11)

2.8% (455) 2.9% (439) 3.0% (406)

3.2%

2.9% (225) 3.0% (216) 3.0% (201) 3.0%

2.8% 3.2% 3.2%

3.0% (403)

(201)

2.7%

--

--

--

3.4%

3.2%

2.8%

3.0%

3.1%

2.4%

2.8% (39)(10) (10) (7) (7)(4) (4) (4) (4)

(7)(0) (0) (0) (0)

(8) (7) (6) (6)(4) (4) (4) (4)

(6)(2) (2) (1) (1)

(0) (0) (0) (0)(12) (12) (11) (11)

(1)(0) (0) (0) (0)

(7) (7) (6) (6)(5) (5) (5) (5)

(34)(7) (6) (5) (5)

(1) (1) (1) (1)(6) (6) (6) (6)

(3)(14) (14) (13) (13)

(16) (16) (15) (15)(10) (9) (11) (11)

(0)(0) (0) (0) (0)

(0) (0) (0) (0)(8) (8) (5) (5)

(8)(13) (13) (10) (10)

(0) (0) (0) (0)(1) (1) (1) (1)

(2)(6) (6) (5) (5)

(0) (0) (0) (0)(1) (1) (1) (1)

(27)(16) (16) (14) (14)

(2) (2) (2) (2)(0) (0) (0) (0)

(11)(9) (8) (8) (8)

(4) (4) (3) (3)(12) (12) (11) (11)




Pay and Performance


Pay and PerformanceVariable Pay Plans

84.2% of the organizations have variable pay programs for employee groups apart from the sales incentive plans forthe sales population.

Alignment of Variable Pay Plan53.4% of the organizations have reported having a Corporate variable plan, while 16.8% of respondents have a Global Business

Line variable pay plan.

Adjustments made to the global/regional plan at the country level

No adjustments are made

Eligibility Criteria

Targets

Measures

*Percentages will total more than 100% due to multiple responses given by some participants

(n=152)

(n=131)

(n=83)

Percent of Organizations*

15.7% (13)

61.4% (51)19.3% (16)39.8% (33)

Yes84.2%

No15.8%

No16.8%

Yes, Corporate53.4%

Yes, Global Business Line

16.8%

Yes, Regional12.2%

Yes, Regional Business Line

0.8%


Pay and PerformancePrevalence by Award Type

Individual performance awards are the most prevalent type of plan with 62.4% of the organizations providing the same.

Individual Performance awards

Team awards

Gain Sharing/Productivity Awards

Cash Profit Sharing awards

Business Incentive awards

Special Recognition awards

*Percentages will total more than 100% due to multiple responses given by some participants

**Any bonus or incentive plans intended only for sales population have been excluded from these calculations.

17.1% (20)28.2% (33)36.8% (43)

Type of PlansPercent of

Organizations*

19.7% (23)6.0% (7)

62.4% (73)

(n=117)


Pay and PerformancePrevalence of Variable Pay Plans by Employee Group

Individual performance awards

Top Executive/Sr. Mgmt (64)Middle Management (70)Junior Mgmt/Proff./Supv (66)Clerical/Admin/Tech (51)Manual Workforce (17)

Team awards


Gain sharing/productivity awards


Cash profit sharing awards


Business incentive awards


Special recognition awards


*Percentages will total more than 100% due to multiple responses given by some participants (n=117)**Any bonus or incentive plans intended only for sales population have been excluded from these calculations.

36.8%33.3%13.7%

8.5%

29.1%35.9%

22.2%

13.7%13.7%13.7%13.7%9.4%

28.2%27.4%27.4%

6.0%

4.3%4.3%4.3%4.3%4.3%

12.0%

Type of PlanPercent of

Organizations

54.7%59.8%56.4%43.6%14.5%

10.3%15.4%16.2%


Pay and PerformancePrevalence of Variable Pay by Industry

Manufacturing

Aerospace 100.0% (6)Agriculture -- (1)Automotive/Vehicle Manufacturing 80.0% (5)

Auto Producers -- (2)Auto Suppliers -- (2)

Chemicals (not Pharmaceutical) 100.0% (7)Consumer Products 81.8% (11)

Consumer Products - Durable Goods 66.7% (3)Consumer Products - Nondurable Goods -- (2)Electronics/Electrical -- (0)Consumer Products - Food/Beverage/Tobacco 100.0% (6)

Diversified/Multi-Organization -- (2)Energy (Power/Oil/Gas) 100.0% (12)

Oil/Gas 100.0% (6)Power 100.0% (6)

Engineering/Manufacturing 100.0% (8)Industrial Machinery/Equipment 100.0% (7)Building Materials -- (0)Textiles/Apparel Manufacturing -- (0)Rubber/Plastics/Glass -- (0)

Forest & Paper Products/Packaging -- (1)Life Sciences 71.4% (7)

Animal Health -- (0)CRO -- (0)Pharmaceutical 66.7% (6)Medical Devices -- (1)

Metals 100.0% (3)Mining/Milling/Smelting 100.0% (4)Other Manufacturing -- (1)

All Manufacturing 92.6% (68)

Percent of

Organizations


Pay and PerformancePrevalence of Variable Pay by Industry

Percent of

Organizations

Services

Banking/Finance 92.3% (26)Banks 83.3% (6)Insurance - Life & Health 100.0% (4)Insurance - Property & Casualty 100.0% (5)Insurance - Other -- (2)Funds/Asset Management 100.0% (4)Investment Banks -- (0)Securities -- (0)Other Financial Services 80.0% (5)

Construction/Engineering 66.7% (3)Education Services -- (0)Engineering Design -- (1)Entertainment/Communications/Publication -- (2)

Media -- (0)Printing/Publishing -- (0)

Government -- (1)Health Care/Medical Services -- (2)Hi - Tech 71.4% (7)

Business/Computer Services -- (0)Computers and Related Products (Software and Hardware) -- (2)Application Services/Consulting 100.0% (4)Semiconductors -- (1)

Hospitality/Restaurants/ Travel 66.7% (3)Infrastructure -- (0)ITeS (IT Enabled Services) -- (2)

BFSI Captives -- (0)KPO/Analytics -- (0)Other Captives -- (0)Third Party Service Providers -- (0)

Not-for-Profit (not Hospitals/Schools) 28.6% (7)Professional Services 42.9% (7)

Advertising and PR -- (0)Accounting -- (1)Consulting -- (0)Legal 20.0% (5)

Real Estate -- (1)Research/Development -- (0)Retail (incl. Wholesale & Distribution) 81.8% (11)Telecommunications 100.0% (8)

Mobile Service Providers 100.0% (3)Other Telecommunication Services 100.0% (5)

Transportation/ Logistics/ Shipping Services 80.0% (5)Other Service -- (1)

All Services 74.7% (87)

All Companies 82.6% (155)


Pay and PerformanceOrganization's Variable Plan Payout

90% of the organizations did make a payout in 2015.

All Employees


Middle Management

Junior Mgmt/Proff./Supv

Clerical/Admin/Tech

Manual Workforce

Organization Spending on Broad Based Variable Pay Awards

The Variable Pay spending reported below is based on an average of the organizations that report prevalence of a Variable

Pay Plan. Spending is calculated by the amount of all Variable Pay awards divided by the amount of Total Cost to Company

(excluding Sales Incentive Plans) of the eligible employee group.

Average Spending as a Percent of Payroll

All Employees


Middle Management


Clerical/Admin/Tech

Manual Workforce

*All organizations having no or zero payout have been excluded from the above numbers

(26)66.1%

(64)79.4% (61)86.9%

(n=140)

83.8% (62)

Employee Groups

(54)

Employee GroupsAverage Percentage of Employees

Receiving a Payout

(59)91.0% (64)93.5%


(63)(61)

11.8%5.7%

(53)(63) 16.5%

16.1%28.3%19.5%12.8%5.8%4.3% 3.8%(28)

(43)(41)(46)(45)(43)(24)

16.2%25.4%

Yes90.0%

No10.0%


Pay and PerformanceLong-Term Incentives

55% of the responding organizations have reported that they offer long-term incentives.

Restricted stock is the most prevalent type of LTI plan, with 53.7% of the responding organizations offering it.

Stock Options

Performance Shares/Units

Restricted StockPhantom Stock

Other

*Percentages will total more than 100% due to multiple responses by some participants (n=82)

Percentage of Employees Receiving Long-Term Incentives

Employee Group

Top Executive/Sr. MgmtMiddle ManagementJunior Mgmt/Proff./Supv

LTI Earning Opportunity / Potential Gain as a percentage of Total Fixed Pay

Employee Group

Top Executive/Sr. Mgmt (40)Middle Management (24)Junior Mgmt/Proff./Supv (17)

Average Percent of EmployeesReceiving Grants of Any Type

for 2015

47.1%25.8%8.2%

Average LTI EarningOpportunity / Potential Gain asan Average to Total Fixed Pay

76.7%45.9%39.6%

(56)(31)(15)

43.9% (36)

20.7% (17)

52.4% (43)53.7% (44)6.1% (5)

(n=151)

Types of PlansPercent of

Organizations*

Yes55.0%

No45.0%


Pay and PerformancePrevalence of Long Term Incentives by Employee Group

Stock Options


Middle Management


Performance Shares/Units


Middle Management


Restricted Stock


Middle Management


Phantom Stocks


Middle Management


Other


Middle Management


*Percentages will total more than 100% due to more than one response by some participants (n=82)

Types of Plans

(36)(8)(0)

43.9%9.8%0.0%

Percent of Organizations *

(1)

(5)

19.5%8.5%1.2%

(0)(0)

6.1%0.0%0.0%

(16)(7)

52.4%25.6%12.2%

51.2%9.8%1.2%

(43)(21)(10)

(42)(8)(1)


Pay and PerformancePrevalence of Long Term Incentive Plans by Industry

Manufacturing

Aerospace

AgricultureAutomotive/Vehicle Manufacturing

Auto Producers

Auto Suppliers


Consumer Products




Consumer Products - Food/Beverage/Tobacco



Oil/Gas

Power

Engineering/Manufacturing


Building Materials




Life Sciences

Animal Health

CRO

Pharmaceutical

Medical Devices

Metals


Other Manufacturing

All Manufacturing 62.1%

------

71.4%----

66.7%--

66.7%100.0%

--

--

40.0%------

66.7%--

76.9%85.7%66.7%71.4%66.7%

28.6%

Percent ofOrganizations

40.0%--

60.0%----

(5)(1)(5)(2)(2)

(6)(2)(13)(7)(6)

(7)(10)(2)(2)(0)

(1)(7)(0)(0)(6)

(7)(6)(0)(0)(0)

(1)(3)(4)(1)

(66)


Pay and PerformancePrevalence of Long Term Incentive Plans by Industry

Percent ofOrganizations

Services

Banking/Finance

Banks



Insurance - Other


Investment Banks

Securities



Education Services

Engineering Design

Entertainment/Communications/Publication

Media

Printing/Publishing

Government


Hi - Tech


Computers and Related Products (Software and Hardware)


Semiconductors


Infrastructure


BFSI Captives

KPO/Analytics

Other Captives



Professional Services

Advertising and PR

Accounting

Consulting

Legal

Real Estate



Telecommunications

Mobile Service Providers

Other Telecommunication Services


Other Service

All Services

All Companies

--

49.4%

55.0%

--81.8%57.1%

100.0%25.0%40.0%

--

----------

0.0%0.0%

------

0.0%

--

----------

28.6%----

25.0%--

33.3%

--

61.5%83.3%75.0%40.0%

--100.0%

----

40.0%66.7%

--

(26)(6)(4)(5)(2)

(0)(1)(2)(0)(0)

(4)(0)(0)(5)(3)

(4)(1)(3)(0)(2)

(1)(2)(7)(0)(2)

(6)(0)(1)(0)(5)

(0)(0)(0)(0)(7)

(4)(5)(1)

(85)

(151)

(1)(0)(11)(7)(3)




Workforce Size


Workforce SizeAttrition Across Employee Groups

Top Executive/Sr. Mgmt 1.4% Middle Management


Clerical/Admin/Tech

Manual Workforce

Critical Talent

All Employees

(33)(50)(41)3.6%(37)2.7%

5.6%(44)3.4%(43)2.5%

4.2% (75) 9.8% (77) 13.4% (84)

(16)2.4% (24) 8.0% (24) 10.7% (28)0.0% (13) 0.8% (14) 0.8%

(49)2.1% (47) 9.2% (49) 10.9% (54)2.1% (42) 5.9% (41) 7.5%

Employee GroupsInvoluntary

Turnover RateVoluntary

Turnover RateOverall

Turnover Rate

1.4%

2.5%

2.1%

2.1%

2.4%

4.2%

2.7%

3.4%

9.2%

5.9%

8.0%

0.8%

9.8%

3.6%

5.6%

10.9%

7.5%

10.7%

0.8%

13.4%


Middle Management


Clerical/Admin/Tech

Manual Workforce

Critical Talent

All Employees

Overall Turnover Rate Voluntary Turnover Rate Involuntary Turnover Rate


Workforce SizeOverall Attrition by IndustryThe average turnover rate for responding organizations is 13.4%.

Manufacturing

Aerospace




Oil/Gas

Power



Life Sciences

Pharmaceutical

All Manufacturing

Services

Banking/Finance

Banks




Hi - Tech


Computers and Related Products


Semiconductors



Advertising and PR

Accounting

Consulting

Legal


Telecommunications



All Services

All Companies 0.8%

(7)

(16)

-- (0)-- (0)

1.5%

-- (0)-- (1)-- (0)

0.8% (5)-- (0)-- (0)-- (0)-- (0)

-- (0)-- (0)-- (0)

-- (0)-- (0)

-- (0)

0.3% (9)

----

(1)(0)

-- (1)-- (0)

-- (0)-- (0)

-- (1)-- (2)-- (2)

Critical Talent

--

-- (2)-- (1)

-- (2)--

(1)(1)

(2)

Junior Manager/

Supervisor/Professional

General StaffManual

Workforce

(2) -- (2)(3) 1.0% (3)

Overall

2.8% (3) -- (1) -- (2) 5.7% (3) --

Top Executive

Middle Management

(7) -- (2) -- (2) -- (2) --(2) 2.0% (3) 1.8%

(2) ----

(6) 4.2% (4)4.9%

10.7% (9) 4.1% (5) 4.5% (6) 4.8% (6) 4.0%

(2) -- (2) --

(2) -- (2)23.3% (4) -- (2) -- (2) -- (2) -- (2) -- (2)23.3% (4) -- (2) -- (2) -- (2) --

14.9% (4) -- (2) -- (0)14.9% (4) -- (2) -- (2) -- (2) --

(2) -- (2) -- (2) --(2) -- (0)

13.6% (6) 3.5% (3) 4.7% (4) 3.8% (4) 4.5% (4) -- (2)4.9% (3) -- (2) -- (2)(2) -- (2) -- (2) --

11.3% (34) 1.9% (18) 5.3% (17)(21) 4.7% (23) 7.1% (22) 10.7%

(7) -- (2)10.7% (3) -- (0) -- (0) -- (0) -- (0) -- (0)11.1% (16) 3.6% (6) 7.0% (6) 11.1% (7) 8.5%

11.4% (3) -- (2) -- (1)-- (4) -- (0) -- (0) -- (0) --

(2) -- (2) -- (2) --(0) -- (0)(3) -- (1)

40.1% (3) -- (1) 6.0% (0)(3) 77.4% (3) -- (0) ---- (3) -- (2) -- (2) 7.7% (3) 7.3%

(0) -- (0)-- (0) -- (0) -- (0) -- (0) -- (0) -- (0)-- (0) -- (0) -- (0) -- (0) --

(7) 5.7% (4)12.3% (4) -- (2) 8.2% (0)(4) 17.1% (3) 7.3% (3) --10.9% (7) 0.7% (6) 1.1% (7) 3.8% (7) 2.6%

(0) -- (0)-- (1) -- (1) -- (1) -- (1) -- (1) -- (0)-- (0) -- (0) -- (0) -- (0) --

-- (0) -- (0) -- (0)-- (1) -- (1) -- (2) -- (1) --

(0) -- (0) -- (0) --(2) -- (0)(5) 18.0% (5)25.7% (7) 6.0% (4) 7.1% (5) 7.4% (6) 15.0%

40.1% (3) -- (1) 6.0% (0)-- (0) -- (0) -- (0) -- (0) --

(3) 77.4% (3) -- (0) --(0) -- (0)

11.1% (5) -- (0) -- (0) -- (1) -- (1) -- (0)-- (2) -- (0) -- (0)

8.9% (3) -- (0) -- (0) -- (1) --(0) -- (0) -- (0) --

(1) -- (0)

(31) (27) 10.5%7.9% (11)

13.4% (84) 3.6% (41) 5.6%

14.8% (50) 4.9% (23) 5.9% (29) 15.5%

(28)(50) 10.9% (54) 7.5% (49) 10.7%


Workforce SizeReasons for Voluntary Attrition

External Equity of Compensation

Better External Opportunity

Limited Growth Opportunities

Work Life Balance

Other

(n=83)* Prevalence denotes the frequency of reason for attrition as cited by responding organizations, irrespective of rank.

Key Retention Measures

Pay Above Market (Off cycle Market Adjustment or Merit Increases)

Long-Term Incentives

Short-Term Incentives

Accelerated Career Development Opportunities

Improved Work Life Balance

Timely and Meaningful Feedback from Managers

Attractive Benefits Package

Other

(n=93)* Prevalence denotes the frequency of retention measures cited by responding organizations, irrespective of rank.

Key Attraction Measures

Competitive Fixed Compensation

Competitive Variable Compensation (eg. Bonus, stock awards etc)

Competitive Benefits and Perquisites (eg. Pension, company car, time off)

Work Environment (eg. Leadership, culture, flexible work arrangements)

Career Development Opportunities

Other

(n=106)* Prevalence denotes the frequency of attraction measures cited by responding organizations, irrespective of rank.

14.2%46

83.0%64.2%

163.2%

70.8%60.4%

253

Measures Prevalence

57.0%

7.5%

45.2%

Rank

45

861.3% 2

55.9%60.2% 1

3

43.0%30.1%

67

32.5%

Measures Prevalence Rank

4

Reasons Prevalence

42.2%

57.8%92.8%71.1%

3125

Rank


Workforce SizeCommunication

Of the 154 responding organizations, 83.8% have formal salary ranges. Out of these, 69 organizations communicate their

salary ranges to their employees, details of which are given in the table below.

Employees know their own salary range information only (42)Communicate all salary range information to all employees, excluding executive salary ranges (22)

Total Compensation StatementsOf the responding organizations, 60.7% provide their employees with total compensation statements.

(n=150)

Communicate Compensation PhilosophyOf the responding organizations, 56.4% communicate their compensation philosophy to their employees.

(n=149)

Leadership\Line Manager (38)Human Resource Department (18)Joint Responsibility between Leadership/Line Manager and Human Resource Department (94)

(n=143)

26.6%12.6%65.7%

CommunicationPercent of

Organizations

65.6%34.4%

Responsibility of CommunicationsPercent of

Organizations

Yes60.7%

No39.3%

Yes56.4%

No43.6%




Pay Delievery & Management


Pay Delivery & ManagementFactors Considered While Making Budget Recommendations

Organization Performance is the most prevalent factor driving budget recommendations with 75.5% of the organizations citingthis as a factor.

Organization Performance

Industry Performance

Competitive Positioning with Respect to the Relevant Market

Market Survey Benchmarking the % Granted/Planned by Other Companies

Payroll Cost as a Percentage to Revenue

Other Employee Costs such as Training, Recruitment etc.

Manpower Productivity

Employee Attrition

Inflation

Others


Factors Influencing Organization's Pay Decisions

Performance is the most prevalent factor driving pay decisions with 95.4% of the organizations citing this as an influence.

Factors

Knowledge & Skill

Internal Equity

Performance

Potential

Scope & Size of Role

Seniority of Level

Availability of Budgets

Market Competitiveness of Pay

Others


80.0% (124)

62.5% (95)75.7% (115)2.0% (3)

32.2% (49)40.1% (61)0.0% (0)

95.4% (145)

16.8% (26)43.9% (68)1.9% (3)


55.9% (85)81.6% (124)

21.9% (34)4.5% (7)4.5% (7)

Factors

74.8% (116)


75.5% (117)24.5% (38)


Pay Delivery & ManagementPay Ranges for Internal Pay Management Process We asked companies to identify the pay range they use for their internal pay management process

Methodologies Used to Determine Pay Increase

Frequency of Salary Increases

94.6% of responding organizations have a yearly frequency for Salary Increases.

No

2 Times a Year

More than 2 Times a Year

(n=149)Factors affecting the frequency of Salary Increases

Individual Assessment

Cost of Living Adjustment

Others

(n=11)

FactorsPercentage ofOrganizations

90.9% (10)18.2% (2)9.1% (1)

3.4%2.0%

(5)(3)

A majority of the organizations confirmed differentiating salary increases by performance rating and by the current positioning / compa-ratio of employees within the current pay range. This approach promotes a fine balance between external as well as internal parity.

Percentage ofOrganizations

94.6%

(n=155)

(n=156)

(141)

Frequency

Level Pay Ranges56.1%

Level Functional Pay

Ranges14.2%

Position Pay Ranges20.6%

No Pay Ranges

9.0%

Performance Rating24.4%

Merit Matrix based on performance and positioning/compa

ratio of the individual in the current range

58.3%

Discretionary10.3%

Others7.1%


Pay Delivery & ManagementPerformance Rating Scale

Month of Salary Revision

The graph below indicates the months in which organizations revise their salaries. As seen below, 27.1% of the respondents

reported January as the most popular month of salary revision.

(n=107)

(n=153)

No performance rating scale,

6.5%3-point

scale, 9.2%

4-point scale, 21.6%

5-point scale, 54.2%

6-point scale, 3.3%

Others, 5.2%

27.1%

8.4%

17.8%

23.4%

1.9%

4.7%

6.5%

1.9%

1.9%

1.9%

1.9%

2.8%

January

February

March

April

May

June

July

August

September

October

November

December


Pay Delivery & ManagementApproaches Adopted for New Joinees during the Increment Process

39.1% of the responding organizations grant prorated increases to new-joinees, i.e. on the basis of the number of

months served in the current performance year within the organization. In the current context, organizations are

increasingly moving away from granting anniversary increases to employees, primarily due to administrative difficulties.

(n=128)

Grant full increase in the current performance

year 34.4%

Grant prorated increase in the current

performance year depending on the no. of

months served 39.1%

No increase granted26.6%




High Potentials & Top Perfomers


High Potentials and Top Performers

High Potentials—An elite group of employees who are seen as being capable of contributing to the organization in a role with greater complexity, impact, scope and scale than their current roles. They have the versatility to play

a number of roles in the organization; demonstrate the ability to see things from new perspectives and to quickly

adapt; would be difficult to replace due to the value that they bring to the organization; and consistently deliver

strong results.

Top Performers—A group of employees who clearly and consistently demonstrate extraordinary and exceptional accomplishments in all major areas of responsibility. Performance of this caliber is rarely equaled by others who

hold positions of comparable responsibility. A top performer is not automatically a High Potential.

Critical Talent/ Key Positions —Those positions that require specific knowledge and specialization. Would be difficult to replace them due to the value that they bring to the organization. Positions that support

the core business, without them the operations are at risk and with them profitability and growth is achieved.

Low Performers— A group of employees who clearly and consistently demonstrate a performance under the minimum expectations in mayor areas of responsibility. Low performers could be either or both in terms of

results or versus individual objectives or disruptive behaviors for the team or for the company efficiency and/or values.

Identification of High Potentials, Top and Low Performers and Key Positions64.6% of the responding organizations could identify their high potentials. 86.4% can identify their top performers.

Low performers can be identified by 78.8% and 70.8% could identify key positions.

Separate Merit Budget for High Potentials, Top and Low Performers and Key Positions4.1% of the responding organizations use a separate merit budget for high potentials (7.8%), for top performers (6.2%) and for

critical talent (4.7%).

Separate Merit Budget

In addition to the overall merit budget for all employees

A "carve out" of the overall merit budget for all employees

Unsure

Percentage of Overall Merit Budget Allocated for High Potentials, Top Performers and Key Positions

Count

Percentage of Overall Merit Budget

Percentage of Organizations

17.4% (4)

High Potentials Top Performers Key Positions

56.5% (13)26.1% (6)

(n=23)

7.8% 7.3% 6.2% 6.3% 4.7% 5.1%

Actual 2015 Projected 2016 Actual 2015 Projected 2016 Actual 2015 Projected 2016

(8) (10) (17) (18) (7) (10)


High Potentials and Top Performers

Rewards with the Greatest Impact

Most participants indicated that merit increases, promotions and variable pay have the greatest ability to reward high

potentials as well as top performers and key positions.

Type of Reward

Merit Increases to Base Salary

Promotions

Stock/Stock options

Unsure

Other

High Potentials Top Performers

Key Positions

49.2% (61) 21.4% (27) 15.9%

17.7% (22) 32.5% (41) 30.1%

14.5% (18) 9.5% (12) 20.4%

2.4% (3) 1.6% (2) 7.1%

0.8% (1) 0.0% (0) 0.0%

(8)

(7)

(23)

6.2%

Key Positions

20.4%

(18)

(34)

(n=124) (n=126) (n=113)

(0)

(23)

Variable Pay(bonus/incentive)

High Potentials Top Performers

10.5% (13) 28.6% (36)

Special Recognition (cash, merchandise, travel) 4.8% (6) 6.3% (8)

Merit increases to base salary

17.7%

Promotions49.2%

Special recognition

(cash, merchandise

, travel)4.8%

Variable pay (bonus/

incentive)10.5%

Stock/Stock options2.4%

Unsure14.5%

Other0.8%


32.5%

Promotions21.4%

Special recognition

(cash, merchandise,

travel)6.3%

Variable pay (bonus/

incentive)28.6%


Unsure9.5%


30.1%

Promotions15.9%

Special recognition (cash, merchandise,

travel)6.2%

Variable pay (bonus/incentive)

20.4%


Unsure20.4%


High Potentials and Top PerformersMethods Used to Ensure Differential Pay

The methods used to differentiate pay increases for high potentials, top performers and/or key positions are shown

in the table below.

Methods used

(2) 50.0% (5)

Other: (1) 100.0% (1) - - (0)(0)

Managers Receive Training in Differentiation in Pay Decisions for:

(8) 12.5% (1) 87.5% (7) - (0)

Written Guidance is Given to Managers Around High Differentiation for:

(11) 9.1% (1) 90.9% (10) - (0)

41.7% (10)(10)Pay Adjustments Outside the Merit Process Budget for:

(24) 16.7% (4) 41.7%

Mid-year/More Frequent Salary Reviews for:

(10) 30.0% (3) 20.0%

(9) 30.8% (4)Separate Merit Budget for: (13) - (0) 69.2%

(n) High Potentials Top Performers Key Positions

Merit Matrix includes Highest Increases for:

(65) 7.7% (5) 90.8% (59) 1.5% (1)




Salary Increase Budgets by Location/Region


All OrganizationsTotal Salary Increase Budget

Province/Territory

British Columbia

Top Executive/Sr. Mgmt. (28) (25)

Middle Management (28) (25)

Junior Mgmt./Prof./Supv. (28) (25)

Clerical/Admin./Tech. (28) (26)

Manual Workforce (27) (24)

All Employees (28) (25)

Vancouver







Alberta







Edmonton







Calgary







Actual 2015 (Average) Projected 2016 (Average)

2.5 % 2.8 %

(Including Zeroes) (Including Zeroes)

2.4 % 2.7 %

2.4 % 2.7 %

2.4 % 2.7 %

2.3 % 2.5 %

2.3 % 2.7 %

2.3 % 2.7 %

2.5 % 2.8 %

2.3 % 2.7 %

2.3 % 2.7 %

2.3 % 2.7 %

2.3 % 2.6 %

2.7 % 3.0 %

2.5 % 3.0 %

2.6 % 3.0 %

2.8 % 3.1 %

2.8 % 2.9 %

3.5 % 2.9 %

2.6 % 3.0 %

2.9 % 3.0 %

2.9 % 3.0 %

3.5 % 2.9 %

3.0 % 3.2 %

3.2 % 3.1 %

2.5 % 3.0 %

2.5 % 3.1 %

2.4 % 3.0 %

2.4 % 3.0 %

2.4 % 3.0 %

2.6 % 3.1 %



Province/Territory Actual 2015 (Average) Projected 2016 (Average)(Including Zeroes) (Including Zeroes)

Saskatchewan







Regina







Saskatoon







Manitoba







Winnipeg







2.2 % 3.2 %

2.1 % 3.1 %

2.4 % 2.8 %

1.8 % 2.2 %

2.2 % 3.1 %

1.7 % 3.4 %

2.2 % 2.9 %

2.3 % 2.8 %

1.9 % 3.3 %

2.1 % 3.2 %

1.8 % 2.4 %

1.9 % 2.9 %

2.5 % 2.8 %

3.0 % 2.8 %

2.5 % 2.8 %

2.5 % 2.8 %

2.5 % 2.8 %

1.8 % 2.0 %

2.8 % 2.6 %

2.8 % 2.8 %

2.4 % 2.4 %

2.7 % 2.8 %

2.5 % 2.5 %

2.7 % 2.6 %

2.5 % 2.6 %

2.4 % 2.3 %

2.8 % 2.7 %

2.4 % 2.4 %

2.6 % 2.8 %

2.5 % 2.6 %




Ontario







Southwestern Ontario







Greater Toronto Area







Ottawa







Other Ontario







2.9 % 3.0 %

3.0 % 3.0 %

2.8 % 2.9 %

2.8 % 3.0 %

3.0 % 3.0 %

2.9 % 3.0 %

2.7 % 2.8 %

2.8 % 2.9 %

2.7 % 2.9 %

2.6 % 2.7 %

2.8 % 2.9 %

2.9 % 3.0 %

2.8 % 2.9 %

2.8 % 2.9 %

2.8 % 3.0 %

3.0 % 3.0 %

2.8 % 3.0 %

2.9 % 3.0 %

3.1 % 3.0 %

2.9 % 3.0 %

3.0 % 3.0 %

3.0 % 3.1 %

3.1 % 3.0 %

2.6 % 3.2 %

3.1 % 3.1 %

3.1 % 3.2 %

2.9 % 3.2 %

2.9 % 3.2 %

3.0 % 3.0 %

3.6 % 3.7 %




Quebec







Greater Montreal Area







Québec City







Atlantic Canada*







Northern Canada *







*Atlantic Canada includes Newfoundland & Labrador, Nova Scotia, New Brunswick and Prince Edward Island.*Northern Canada includes Northwest Territories, Nunavut and Yukon.

2.7 % 2.9 %

2.7 % 2.9 %

2.8 % 2.9 %

2.7 % 2.9 %

2.7 % 2.9 %

2.6 % 2.8 %

2.7 % 2.9 %

2.7 % 2.9 %

2.7 % 2.9 %

2.6 % 2.8 %

2.7 % 2.9 %

2.7 % 2.9 %

3.1 % 3.1 %

3.7 % 3.1 %

2.2 % 3.2 %

2.2 % 2.3 %

3.2 % 3.1 %

3.3 % 3.1 %

2.8 % 2.7 %

2.8 % 2.7 %

2.9 % 2.8 %

3.0 % 2.9 %

- -

2.8 % 2.7 %

2.8 % 2.7 %

- -

- -

- -

- -

- -


ManufacturingTotal Salary Increase Budget

Province/Territory

British Columbia







Vancouver







Alberta







Edmonton







Calgary







Actual 2015(Average) Projected 2016 (Average)

2.8 % 2.6 %

2.7 % 2.6 %


2.6 % 2.5 %

2.6 % 2.5 %

2.7 % 2.6 %

2.5 % 2.0 %

2.4 % 2.4 %

2.2 % 2.2 %

2.6 % 2.6 %

2.6 % 2.6 %

2.4 % 2.4 %

2.6 % 2.6 %

2.9 % 2.9 %

2.6 % 3.0 %

2.5 % 3.0 %

2.7 % 3.0 %

2.6 % 3.0 %

2.8 % 3.1 %

3.0 % 3.0 %

4.4 % 2.7 %

3.8 % 2.4 %

3.3 % 3.2 %

3.5 % 3.0 %

3.1 % 3.0 %

2.4 % 3.1 %

2.4 % 3.0 %

2.4 % 3.0 %

2.4 % 3.0 %

2.5 % 3.0 %

2.4 % 3.0 %



Province/Territory Actual 2015(Average) Projected 2016 (Average)(Including Zeroes) (Including Zeroes)

Saskatchewan







Regina







Saskatoon







Manitoba







Winnipeg







2.4 % 3.0 %

2.4 % 3.1 %

2.4 % 3.1 %

2.4 % 3.0 %

2.4 % 2.9 %

2.0 % 2.5 %

2.3 % 3.3 %

2.3 % 3.2 %

2.3 % 3.3 %

2.3 % 3.2 %

2.3 % 3.2 %

2.3 % 3.0 %

- -

- -

- -

- -

- -

3.0 % 3.0 %

3.0 % 3.0 %

- -

3.0 % 3.0 %

3.0 % 3.0 %

3.0 % 3.0 %

3.0 % 3.0 %

3.0 % 3.0 %

3.0 % 3.0 %

3.0 % 3.0 %

3.0 % 3.0 %

3.0 % 3.0 %

3.0 % 3.0 %




Ontario

Top Executive / Sr. Mgmt. (141) (125)




















Ottawa







Other Ontario







2.7 % 2.9 %

2.9 % 3.0 %

2.8 % 3.0 %

2.8 % 3.0 %

2.8 % 3.0 %

2.9 % 3.0 %

2.8 % 2.9 %

2.8 % 2.7 %

2.9 % 2.9 %

2.8 % 2.9 %

2.8 % 2.9 %

2.7 % 2.8 %

2.8 % 2.9 %

2.7 % 2.9 %

2.8 % 3.0 %

2.8 % 2.9 %

2.8 % 2.9 %

2.8 % 3.0 %

3.2 % -

3.0 % -

3.0 % -

3.0 % -

3.0 % -

3.0 % -

2.6 % 3.3 %

2.9 % 3.3 %

3.2 % 3.3 %

3.1 % 3.1 %

2.9 % 3.3 %

3.8 % 3.9 %




Quebec














Québec City







Atlantic Canada*







Northern Canada*








*Northern Canada includes Northwest Territories, Nunavut and Yukon.

2.7 % 2.9 %

2.6 % 2.9 %

2.7 % 2.9 %

2.6 % 2.9 %

2.5 % 2.8 %

2.6 % 2.9 %

2.6 % 2.9 %

2.7 % 2.9 %

2.6 % 2.9 %

2.6 % 2.9 %

2.6 % 2.9 %

2.5 % 2.8 %

- -

- -

- -

- -

- -

- -

2.8 % 2.8 %

3.0 % 3.0 %

2.8 % 2.8 %

2.8 % 2.8 %

3.3 % 3.3 %

- -

- -

2.8 % 2.8 %

- -

- -

- -

- -


ServiceTotal Salary Increase Budget

Province/Territory

British Columbia







Vancouver







Alberta







Edmonton







Calgary







Actual 2015(Average) Projected 2016 (Average)

2.4 % 2.9 %

2.2 % 2.7 %


2.3 % 2.8 %

2.3 % 2.9 %

2.2 % 2.7 %

2.3 % 2.7 %

2.2 % 2.7 %

2.4 % 2.9 %

2.3 % 2.9 %

2.2 % 2.7 %

2.3 % 2.8 %

2.3 % 2.7 %

2.7 % 3.1 %

2.6 % 2.9 %

2.5 % 2.9 %

2.8 % 3.3 %

2.6 % 2.9 %

3.3 % 3.5 %

2.6 % 2.9 %

2.8 % 3.0 %

2.9 % 3.0 %

2.9 % 3.0 %

2.9 % 3.2 %

3.0 % 3.1 %

2.5 % 2.9 %

2.5 % 2.9 %

2.4 % 2.9 %

2.4 % 2.9 %

2.4 % 2.9 %

2.8 % 3.3 %




Saskatchewan







Regina







Saskatoon







Manitoba

Top Executive/Sr. Mgmt. (4) (4)Middle Management (4) (4)Junior Mgmt./Prof./Supv. (4) (4)Clerical/Admin./Tech. (4) (4)Manual Workforce (4) (4)All Employees (4) (4)

Winnipeg


1.8 % 3.3 %

1.7 % 3.2 %

- -

- -

2.0 % 3.2 %

- -

1.7 % -

- -

- -

- -

- -

- -

- -

- -

- -

- -

- -

- -

2.5 % 2.3 %2.6 % 2.5 %

1.9 % 1.8 %2.3 % 2.6 %

2.0 % 1.9 %

2.5 % 2.3 %

2.1 % 2.2 %

1.9 % 1.8 %

2.6 % 2.5 %2.0 % 1.9 %

2.3 % 2.6 %2.1 % 2.2 %




Ontario

Top Executive / Sr. Mgmt. (137) (123)Middle Management (137) (124)Junior Mgmt./Prof./Supv. (137) (124)Clerical/Admin./Tech. (137) (123)Manual Workforce (137) (121)All Employees (137) (120)





Ottawa


Other Ontario


3.0 % 3.0 %3.2 % 3.0 %

2.9 % 2.9 %

2.9 % 3.0 %3.0 % 3.1 %

2.9 % 3.0 %

2.5 % 2.8 %2.8 % 2.8 %

2.7 % 2.8 %1.8 % 2.0 %

2.7 % 2.8 %

3.0 % 3.0 %

2.7 % 2.8 %

2.9 % 2.8 %

2.7 % 3.0 %

3.1 % 3.0 %2.8 % 3.0 %

2.9 % 3.0 %3.1 % 3.0 %

3.0 % 3.1 %

3.0 % 3.0 %3.0 % 3.1 %

3.1 % 3.1 %

- -

3.2 % 3.1 %

- -

- -- -

- -- -




Quebec




Québec City


Atlantic Canada *


Northern Canada*



2.8 % 3.0 %

2.7 % 3.0 %2.9 % 3.0 %

2.9 % 3.0 %

2.7 % 3.0 %2.7 % 2.8 %

2.8 % 2.9 %2.8 % 2.9 %

2.8 % 2.9 %

2.7 % 2.9 %2.8 % 2.9 %

2.8 % 2.9 %

2.3 % 3.1 %3.1 % 3.2 %

2.0 % 3.2 %2.0 % 2.2 %

3.2 % 3.2 %

3.4 % 3.2 %

2.8 % 2.7 %

2.8 % 2.7 %

2.8 % 2.7 %2.8 % 2.7 %

-

- -- --

- -

2.8 % 2.7 %2.8 % 2.7 %

- -- -


Regional Pay Differentials

Using Toronto as a base equal to one hundred percent, we asked organizations with more than one location to indicate how different employee groups are paid in relation to Toronto rates.

Of the responding organizations, 29% have regional pay differentials.

Number of Organizations

Location

(27) Vancouver 103.0% (21) 103.0% (26) 102.9% (25) 103.0% (24) 102.6% (14)

(21) Other B.C. 103.4% (14) 103.4% (20) 103.4% (20) 103.5% (19) 102.8% (12)

(25) Calgary 104.6% (20) 104.6% (25) 104.6% (24) 104.5% (23) 103.6% (11)

(21) Edmonton 102.7% (17) 102.9% (21) 102.9% (21) 102.7% (20) 103.6% (9)

(14) Fort McMurray 104.5% (11) 104.6% (14) 104.6% (14) 104.6% (14) 106.3% (8)

(17) Other Alberta 104.2% (13) 103.6% (16) 103.6% (16) 103.3% (16) 102.5% (11)

(10) Grand Prairie 100.6% (8) 102.0% (10) 102.0% (10) 101.6% (10) 100.7% (6)

(22) Saskatchewan 101.7% (17) 100.8% (21) 100.8% (21) 101.1% (20) 101.3% (11)

(24) Manitoba 100.5% (19) 99.7% (23) 99.7% (23) 99.9% (22) 99.9% (12)

National(26) Toronto 101.7% (19) 101.7% (23) 101.8% (23) 101.9% (22) 101.6% (15)(28) Other Ontario 98.6% (21) 98.8% (26) 98.8% (26) 98.9% (24) 99.4% (14)

(20) Montreal 99.3% (14) 99.3% (19) 99.3% (19) 99.1% (18) 98.5% (12)

(20) Other Québec 94.6% (15) 94.9% (20) 94.9% (20) 94.9% (18) 94.9% (10)

(10) Atlantic Region 98.6% (7) 97.2% (10) 97.2% (10) 97.1% (9) 100.0% (5)

(n=28)

Top Executive / Sr. Mgmt

Middle Management


Clerical/Admin/Tech

Manual Workforce

100.0% 100.0% 100.0% 100.0% 100.0%




Participation Demographics


Participant DemographicsParticipant Demographics by Industry

Manufacturing

Aerospace

Agriculture


Auto Producers

Auto Suppliers


Consumer Products




Consumer Products - Food/Beverage/Tobacco



Oil/Gas

Power



Building Materials




Life Sciences

Animal Health

CRO

Pharmaceutical

Medical Devices

Metals


Other Manufacturing

All Manufacturing

0071341

241

8

7214771090001

0

Number of Participants

6262371232


Participant DemographicsParticipant Demographics by Industry

Number of Participants

Services

Banking/Finance

Banks



Insurance - Other


Investment Banks

Securities



Education Services

Engineering Design

Entertainment/Communications/Publication

Media

Printing/Publishing

Government


Hi - Tech


Computers and Related Products (Software and Hardware)


Semiconductors


Infrastructure


BFSI Captives

KPO/Analytics

Other Captives




Advertising and PR

Accounting

Consulting

Legal

Real Estate



Telecommunications




Other Service

All Services

All Companies

551

235

476

3

077010510138

0

310126130200

1

34005301200

5

2764


Participant DemographicsParticipant Demographics by Annual Revenue

All Companies


$0.5-$1.0 million

$1.1-$5.0 million

$5.1-$10.0 million

$10.1-$25.0 million

$25.1-$50.0 million

$50.1-$100.0 million

$100.1-$250.0 million

$250.1-$500.0 million




$10.1+ billion

Manufacturing


$0.5-$1.0 million

$1.1-$5.0 million

$5.1-$10.0 million

$10.1-$25.0 million

$25.1-$50.0 million

$50.1-$100.0 million

$100.1-$250.0 million

$250.1-$500.0 million




$10.1+ billion

Services


$0.5-$1.0 million

$1.1-$5.0 million

$5.1-$10.0 million

$10.1-$25.0 million

$25.1-$50.0 million

$50.1-$100.0 million

$100.1-$250.0 million

$250.1-$500.0 million




$10.1+ billion

4.8%

6.3%

(65)

(16)

(21)

(n=161)

12.4% (20)

11.2% (18)

6.8% (11)

21.1%

3.7%

10.6%

(34)

(6)

(17)

6.8% (11)

6.2% (10)

11.2% (18)

1.9% (3)

10.5% (18)

(n=171)

0.6% (1)

1.9% (3)

5.6% (9)

18.1%

5.8%

2.3%

(31)

(10)

Annual RevenuePercent of

OrganizationsNo. of

Responses

Annual RevenuePercent of

OrganizationsNo. of

Responses

(0)

4.7% (8)

1.8% (3)

5.3% (9)

0.0%

(4)

1.8% (6)

1.2% (2)

(27)

13.6% (45)

12.3% (41)

11.7% (39)

8.1%

8.7% (29)

(n=332)

19.6%

Percent of Organizations

0.9%

0.9% (3)

5.1% (17)

Annual RevenueNo. of

Responses

(3)

9.9% (17)

15.8% (27)

12.3% (21)

12.3% (21)

6.0% (20)


Participant DemographicsParticipant Demographics by Organization Size

All Companies

Under 500

500-1,000

1,001-2,000

2,001-5,000

5,001-10,000

10,001-20,000

20,001-50,000

Over 50,000

Manufacturing

Under 500

500-1,000

1,001-2,000

2,001-5,000

5,001-10,000

10,001-20,000

20,001-50,000

Over 50,000

Services

Under 500

500-1,000

1,001-2,000

2,001-5,000

5,001-10,000

10,001-20,000

20,001-50,000

Over 50,000

4.2% (9)

52.3% (113)12.0% (26)11.1% (24)

2.3% (5)

(n=216)

11.1% (24)4.2% (9)2.8% (6)

Number of Full-Time Employees


No. ofResponses

6.3% (14)4.0% (9)0.9% (2)0.4% (1)0.0% (0)

(n=223)

65.9% (147)12.1% (27)10.3% (23)

1.1% (5)

(n=439)



No. ofResponses

4.1% (18)1.8% (8)2.3% (10)

12.1% (53)10.7% (47)8.7% (38)



No. ofResponses

59.2% (260)


Participant DemographicsParticipant Demographics by Company

All Companies

Locally Owned Company

Foreign Owned Company

Joint Venture Company

Manufacturing




Services




(n=235)

(n=241)

71.1% (167)0.4% (1)

Company OwnershipPercent of

OrganizationsNo. of

Responses

28.5% (67)

(n=476)

89.6% (216)1.7% (4)


OrganizationsNo. of

Responses

8.7% (21)

(88)(383)(5)


OrganizationsNo. of

Responses

18.5%80.5%1.1%




Employee Engagement


Employee Engagement

47.5% of the organizations measure their employee engagement score.

(n=122)

Employee Engagement Score

Actively Disengaged (13)Passively Disengaged (16)Moderately Engaged (27)Highly Engaged (2)

(n=58)

3.4%

Level of EngagementPercent of

organizationsNo. of

Responses

22.4%

46.6%27.6%

Yes47.5%No

52.5%




Appendix



Definitions of Terms

Report Definitions The following are brief definitions of some of the concepts that are used throughout this report.

Top Executive/Senior Management

Top executives and senior managers play a key role in both short- and long-term decision-making of a major function area or business unit, direct or coordinate activities within two or more major departments, establish policy, and have a major impact on the achievement of the business unit or function goal.

Example: Country manager and direct reports

Middle Management

Middle management are first-line managers, who manage the activities of one major department and set-up standard procedure and policy or lead projects or programs which have broad effect on overall policy and achievement of organization-wide objectives.

Example: Plant manager, business unit controller, marketing manager, systems manager

Junior Management/Professional/Supervisor

Provide day-to-day management of a team has knowledge of a specialized field of technical or administrative function and resolve problems of some difficulty, could be supervising a team or individual contributor or be an entry-level professional.

Example: Production engineer/production planning manager, key account manager systems analyst, business process team leader

Clerical/Admin/Tech

Administrative and support level staff.

Example: Administrative employee—sales trainee, merchandiser, business process associate—junior

Manual Workforce

Employees in positions such as skilled-production worker, unskilled-production worker, and warehouse handler.

Example: Assembler, loaders etc.



Canada Salary Planning Report 2015-2016 63

Data Collection Terms The following are brief definitions of some of the concepts that are used within the data collection materials.

Mandatory Salary Increase Budget This is an increase that is mandated by either a government or by a union. It could apply to the entire company or to different groups in the organization.

Merit Salary Increase Budget The amount of any nonguaranteed, individual performance-based increases, including merit lump sums. The budget percentage is calculated by dividing the sum of increases granted/anticipated in the year, divided by the total salaries of all eligible employees, whether or not they received a merit increase.

General Salary Increase Budget Any increases given over and above the merit salary and mandatory increase. The budget percentage is calculated by dividing the sum of increases granted/anticipated in the year, divided by the total salaries of all eligible employees, whether or not they received a general increase. General increase includes market correction, special adjustment and promotional budgets.

Total Salary Increase Budget The total amount of all increases combined (that is, merit increases plus general increases plus mandatory salary increases).

Special Adjustment and/or Miscellaneous Budget The amount of any salary adjustment granted to an employee for a special, or unique, situation that is not typically covered by a merit increase. This would include market, equity, or “hot skills” adjustments. The budget percentage is calculated by dividing the sum of increases granted/anticipated in the year, divided by the total salaries of all eligible employees, whether or not they received a special adjustment and/or miscellaneous increase.

Promotional Budget The amount of any promotional increase granted to an employee for receiving a promotion. The budget percentage is calculated by dividing the sum of increases granted/anticipated in the year, divided by the total salaries of all eligible employees, whether or not they received a promotional increase.

Salary Structure Movement This is an increase that is applied to the salary grades and bands to reflect movements in the market. In other words, this represents an increase to the salary structure and not an individual or employee group increase.

Participant List

Manufacturing Services

A. O. Smith Corporation A.T. KearneyABBVIE Abbott GmbH & Co. KGACCO Brands Corporation AccentureACUSHNET COMPANY AccorADISSEO ACI WorldwideAGCO Corporation AGF Management LimitedAgropur Cooperative ALCATEL LUCENTAkastor ALLSTREAM INC.Alere Healthcare Inc. ALS LimitedAleris Amcal Family ServicesAllnex AmecFWAmgen Inc. American Bureau of ShippingApache Corporation American ExpressApotex Inc. Aristocrat Leisure LimitedARC Resources Ltd. Aspen TechnologyArcher Daniels Midland Company AT&TArchroma Management GmbH Automatic Data Processing, LLCAREVA Bain & CompanyArmstrong World Industries Bank of CanadaAstellas Pharma Canada Inc. Bank of MontrealAutoliv Bechtel Global CorporationAvery Dennison Bell CanadaBacardi Canada Inc Bersenas Jacobsen Chouest Thomson Blackburn LLPBaker Hughes Bill and Melinda Gates FoundationBall Corporation Booking.comBarnes Group Inc. Brambles LimitedBASF Canada Brightstar CorporationBaxter International Inc. British Columbia Auto AssociationBayer BSIBC Hydro Power & Authority BT GroupBHP Billiton Limited Business Development Bank of CanadaBMW Group Cadillac Fairview Corporation LtdBoehringer Ingelheim (Canada) Ltd. Calgary Co-operatives Association LimitedBombardier Aerospace Canadian Imperial Bank of Commerce Bosch Canadian Life and Health Insurance Association Inc.BP Canadian Medical AssociationBridgestone Americas Canon Business Process ServicesBriggs & Stratton Corporation Capgemini India Pvt LtdBristol-Myers Squibb Capital Financial GroupBrooks Sports, Inc. Capital Group Companies, Inc.Bunn-O-Matic Corporation of Canada Capital One FinancialCanadian Solar Inc. Carlson Rezidor Hotel GroupCapital Power Corporation Carter's, Inc.Cargill, Inc. Cartus CorporationCarl Zeiss AG Caterpillar Financial Services CorporationCelanese International Celero SolutionsCelgene Corporation CelesticaCGG Central 1 Credit UnionChemtura Corporation CEVA Logistics (Hong Kong) Ltd.CNH Industrial CH2MCoats plc CHC Scotia LimitedCobham plc Chicago Bridge & IronCoclear Ltd CIMA+Compass Minerals Cineplex EntertainmentConAgra Foods, Inc. Cirque du soleilConocoPhillips CITCOCooper Standard CNA InsuranceCooperVision, Inc. Columbia Sportswear CompanyCorning Incorporated Communications Platform, DanaherCSL


Participant List


Cummins Inc. Compass Group Cytec Industries Inc. Conexus Credit Union 2006Daimler CoriantDana Holding Corporation Credit Union Central of ManitobaDanfoss A/S CSCDart Container Corporation CSG InternationalDeere & Company CST Brands, Inc.Delphi Cyient LimitedDomtar Inc David Suzuki FoundationDow Corning Dell Inc.DRESSER RAND Deutsche Telekom AGDuPont Discovery CommunicationsEcolab Doctors of BC (BC Medical Association)Edwards Lifesciences LLC Drew Marine USA Inc.EPCOR Utilities Ltd. Dun and BradstreetEssar DynacareEvraz Eastman Kodak CompanyExide Technologies Economical InsuranceExterran Corporation ElectroluxFirst Solar Elo Touch SolutionsFlowserve Corporation Elster GmbHFMC Corporation Emerson Process ManagementFreeport McMoRan Copper & Gold Empire Life Insurance Company, TheFruit of the Loom, Inc. Expedia IncGardner Denver, Inc. Expert Global SolutionsGeneral Dynamics Land Systems - Canada Fellowes, Inc.General Electric FiservGeneral Mills, Inc Fluor CorporationGeneral Motors FM GlobalGilead Sciences ForestersGivaudan Franklin TempletonGlanbia Performance Nutrition FRHI Hotels & ResortsGraco Inc. Gap Inc.H.B. Fuller Company Garmin International, Inc.Habasit AG GEF Seniors HousingHalliburton GEMALTOHalyard Health, Inc Glory Global SolutionsHasbro, Inc. Godiva Chocolatier, IncHendrickson Goodmans LLPHenkel Google Inc.Henniges Automotive Gordon Food Service CanadaHershey Company, The Green and Spiegel LLPHexion Inc. H&M Hennes & Mauritz Retail Pvt LtdHill-Rom Harris CorporatonHoffmann-La Roche Limited HDR, Inc.Hollister Incorporated Henry Schein Inc.Honda of Canada Mfg. HERE InternationalHubbell Incorporated Hermès InternationalHusky IMS Hewlett Packard CoHydro-Québec HILTON WORLDWIDEIAC GROUP Hootsuite Media Inc.IDEXX Laboratories, Inc. Huson's Bay CompanyIllinois Tool Works, Inc. IBMIngersoll Rand ICF InternationalInternational Paper IGATE Global Solutions LimitedInteva Products IHS Global IncJohnson & Johnson Inc. Indeed.comJohnson Controls IndraJohnson Matthey Industrial Alliance Insurance and Financial Services Inc.JT International S.A. Infineon Technologies AGKellogg Canada Inc. INGENICO


Participant List


Kerry Group Intact Financial CorporationKinross Gold Corporation InterContinental Hotels GroupKIRCHHOFF Van-Rob International Dairy QueenKnorr-Bremse AG IntrawestKohler Co. Investors Group Inc.K-Swiss Inc. Ion Beam ApplicationsLear Corporation Jumeirah GroupLehigh Hanson KantarLennox International Inc Katz GroupLEO Pharma Inc. KuoniLittelfuse, Inc. L BrandsLyondellBasell LEDOR AssuranceMary Kay Level 3 CommunicationsMasco Corporation Louis Vuitton MalletierMattel, Inc. Lululemon Athletica Inc.MDA Corporation LVMH Inc.Mead Johnson Nutrition Maitland GroupMEG Energy MasterCardMerck KGaA McDermott International Inc.Meritor McKesson CanadaMMG Limited Merlin Entertainments plcMolson Coors Brewing Company METRO-RICHELIEU INCMonsanto Michaels Stores, Inc.Moog, Inc. MolexMosaic Co. MoneyGram International, Inc.Mylan Inc. Moody'sNBTY Mouvement DesjardinsNewell Rubbermaid Inc Mphasis LtdNewMarket Corporation MTS AllstreamNike, Inc MUREX SASNissan Motor Company, LTD MWH GlobalNordson Corporation NasdaqNovartis National InstrumentsNuStar Energy Navitas LimitedOrtho Clinical Diagnostics Neptune Orient Lines LimitedOtsuka Pharmaceutical Nokia OyjPacific Northern Gas NSF InternationalPampered Chef, The NTT DATAPAREXEL International OMERS Adminstration CorporationPentair Valves & Controls Ontario Teachers' Pension PlanPepsiCo, Inc. Orion HealthPerkinElmer, Inc. Oxford Industries IncPernod Ricard Canada Pan Pacific Hotels GroupPeroxyChem Panalpina Management Ltd. Pfizer Inc. PARTNER REPhilip Morris Paterson MacDougall LLPPIERRE FABRE PayPalPirmal Enterprises Limited Pitney Bowes Inc.PolyOne Port Metro VancouverPraxair, Inc. Pöyry PLCQIAGEN PSP InvestmentsQuintiles Purolator Inc.Reichhold Inc. PwC Management Services LPRemy International, Inc. Qualcomm IncRich Products Corporation Ralph LaurenRichemont Finance Company SA Reitmans (Canada) LimitedRio Tinto Revera LivingRobertshaw Ricketts Harris LLPRockwell Collins, Inc Rogers CommunicationsRolls-Royce Holdings plc Rosetta StoneRyerson Inc. RothschildSABIC Royal Bank of CanadaSAFRAN Saint GobainSamuel, Son & Co., Limited SAPSanofi Canada Sapient Consulting Pvt. Ltd.Schneider Electric Saskatchewan Government Insurance


Participant List


Sealed Air Corporation ScotiabankServier Canada Inc Shangri-La International Hotel Management LtdSGL CARBON SE SITAShale-Inland Holdings SITELSHELL SMA Solar Technology AGShire Pharmaceutical Sobeys IncSiegwerk Druckfarben SOCIETE GENERALESiemens Canada Limited Sony Pictures EntertainmentSimmons Foods StarbucksSpectra Energy Canada Stikeman Elliott LLPSPX Corporation STMicroelectronicsSteelcase Inc. Swiss ReSTERIS Corporation syncreonSyncrude Canada Ltd. SynnexTakeda Canada Inc. Syntel Private LtdTargus Group International, Inc. Tarion Warranty CorporationTata Global Beverages Tata Communications LtdTate & Lyle PLC Tata Consultancy ServicesTC Transcontinental TD Bank GroupTE Connectivity TELUS CorporationTechtronic Industries Co. Ltd. TeradataTeck Resources The Brink's CompanyTeknion Corporation The TJX Companies IncTeleflex Incorporated The Wendy's CompanyTetra Pak Inc. TietoTHALES Tiffany & Co.The Coca-Cola Company Total System Services, Inc.The Timken Company Toyota Credit Canada Inc.Thermo Fisher Scientific Transamerica Life CanadaTI Automotive Transat A.T. Inc.Toro Company, The TransUnion LLCToronto Hydro-Electric System Ltd. TravelexTOTAL SA UBM plcToyota Canada Inc. UBS AGTransCanada Corporation UL LLCTRW Automotive Uline Shipping SuppliesUCB S.A. United Airlines, Inc.Unilever UnitedHealth GroupUPM VIA Rail CanadaUSANA Health Sciences, Inc. Wawanesa Mutual Insurance Company, TheValeo WESCO Distribution, Inc.VALLOUREC GROUP WestJet Airlines LTDVETOQUINOL Wipro LtdVF International Wolverine World Wide, Inc.Villeroy & Boch AG Workplace Safety & Insurance BoardViterra XPRESS MONEY SERVICES LTD.W.R. Grace & Co. Zebra TechnologiesWaters CorporationWD-40 CompanyWestlake Chemical CorporationWeyerhaeuser CompanyWhirlpool Canada LPWilo SEYazaki North & Central America, Inc.



Number of Participants per Country

Country ParticipantsAngola 24Antigua 4Argentina 180Aruba 8Australia 440Austria 186Azerbaijan 33Bahamas 11Bahrain 50Barbados 13Belgium 275Belize 3Bermuda 11Bolivia 19Botswana 11Brazil 298Bulgaria 100Canada 476Cayman Islands 8Chile 150China 502Colombia 148Costa Rica 64Croatia 72Cyprus 25Czech Republic 230Denmark 201Dominican Republic 46Ecuador 46Egypt 104El Salvador 36Estonia 63Fiji 10Finland 176France 405Georgia 22Germany 425Ghana 32Gibraltar 2Greece 123Guam 11Guatemala 47

Country ParticipantsGuernsey 4Guyana 5Haiti 6Honduras 29Hong Kong 388Hungary 177India 702Indonesia 208Ireland 207Isle of Man 7Israel 102Italy 326Jamaica 15Japan 330Jordan 47Kazakhstan 72Kenya 61Korea 286Kuwait 50Latvia 60Lebanon 45Lesotho 4Lithuania 61Luxembourg 85Macau 30Malawi 7Malaysia 286Malta 18Mexico 323Morocco 76Mozambique 20Netherlands 328Netherlands Antilles 10New Zealand 175Nicaragua 19Norway 183Oman 45Panama 69Papua New Guinea 13Peru 103Philippines 199Poland 291



Country ParticipantsPortugal 180Puerto Rico 62Qatar 68Romania 159Russia 256Saipan 3Saudi Arabia 125Serbia 63Singapore 392Slovakia 124Slovenia 63South Africa 222Spain 339Sri Lanka 46Suriname 4Swaziland 3Sweden 257Switzerland 239Taiwan 231Tanzania 22

Country ParticipantsThailand 265Trinidad and Tobago 24Tunisia 47Turkey 209Uganda 15Ukraine 102United Arab Emirates 254United Kingdom 535United States 1214Uruguay 43Vanuatu 3Venezuela 81Vietnam 173Yemen 14Zambia 18Zimbabwe 13Grand Total 16,417

Canada Salary Planning Report 2015 - 2016


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