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Product Catalog - U.S.A complete listing of all compensation, benefits, and policies and practices survey reports

About usWillis Towers Watson Data Services provides powerful, integrated solutions that take the complexity out of pay and benefit planning, so you can develop competitive compensation plans that attract and keep the best talent without hurting your bottom line. With robust, globally consistent data, industry expertise and intuitive technology, we help you make strategic pay decisions to unlock your organization’s growth potential.

Our suite of offerings is designed to address your compensation challenges:

Compensation surveys: Detailed salary data for all industries and 120 countries, covering executives and employees at all levels — including data on more than 15 million employees worldwide

Policies and practices surveys: An in-depth look at prevailing trends in compensation, long-term incentive programs and employee benefit plans

Research and publications: Broad coverage of employment terms and conditions, benefit design practices, salary budget trends, starting salaries and geographic pay differentials

Custom compensation and benefit surveys: Tailored surveys designed to address your organization’s specific goals and objectives

Willis Towers Watson Compensation Software: Helps global companies design, build and manage an effective compensation structure, including job leveling, benchmarking and survey management

If you have questions, we have answers.

Our Client Care team can help provide further information. Reach out to us at [email protected] or +1 800 645 5771.

Join our events and webcasts to access the latest thinking in HR alongside data, trends and insights for your country/sector, and network with your peers.

For more information, visit wtwdataservices.com.

mailto:[email protected]

http://www.wtwdataservices.com

Product Catalog - U.S. 1

Table of contents

Survey products

Our approach ..................................................................................................................2

Our methodology ..........................................................................................................4

Compensation data delivered online ....................................................................6

Willis Towers Watson Compensation Software .............................................7

General industry reports

General Industry Compensation Survey Reports - U.S. .............................8

General Industry Executive Compensation Survey Report - U.S. ....................................................................................................................9

General Industry Middle Management, Professional and Support Compensation Survey Report - U.S. .............................................. 10

Job-level reports

General Industry Office and Business Support Compensation Survey Report - U.S. .............................................................11

General Industry Professional (Administrative and Sales) Compensation Survey Report - U.S. .............................................................11

General Industry Professional (Technical and Operations) Compensation Survey Report - U.S. .............................................................11

General Industry Supervisory and Middle Management Compensation Survey Report - U.S. .............................................................11

General Industry Technical Support and Production Compensation Survey Report - U.S. .............................................................11

Job-function reports

General Industry Accounting and Finance Compensation Survey Report - U.S. ..............................................................................................11

General Industry Engineering, Design and Technical Specialty Compensation Survey Report - U.S. ........................................11

General Industry Human Resources Compensation Survey Report - U.S. ..............................................................................................11

General Industry Information Technology Compensation Survey Report - U.S. ..............................................................................................11

General Industry Sales, Marketing and Communications Compensation Survey Report - U.S. .............................................................11

Artificial Intelligence and Digital Talent Compensation Survey Report - U.S. ...................................................................................................12

Long-Term Incentives, Policies and Practices Report - U.S. ..................13

Benchmark Select Compensation Report - U.S. .........................................14

General Industry Employee Benefit Policies and Practices Report - U.S. ..................................................................................................................15

Geographic Salary Differentials Report - North America .......................16

Starting Salaries Report - North America ......................................................16

Performance Pay and Sales Incentive Report - North America ..........17

General Industry Salary Budget Survey Report - U.S. ..............................18

General Industry Compensation Policies and Practices Survey Report - U.S. ..................................................................................................19

Industry-specific reports

Health Care Compensation Survey Reports - U.S. ...................................20

Health Care Reports Package - U.S. .................................................................21

Energy Services Compensation Survey Reports - U.S. ..........................22

Energy Marketing and Trading Compensation Survey Report - U.S. .................................................................................................................22

Financial Services Compensation Survey Reports - U.S. ......................22

Fintech Compensation Survey Report - U.S. ...............................................22

High Tech Compensation Survey Reports - U.S. ........................................23

Media Compensation Survey Reports - U.S. ................................................23

Pharmaceutical and Health Sciences Compensation Survey Reports - U.S. ...............................................................................................................23

Retail/Wholesale Compensation Survey Reports - U.S. ........................23

Additional services

Custom compensation and benefit surveys .................................................24

Global data purchasing program .......................................................................26

The world’s most trusted Executive Compensation Data ..................... 27

Global reports

Global General Industry Long-Term Incentives Survey Report ...........28

Global Pharmaceutical and Health Sciences Long-Term Incentives Survey Report .......................................................................................28

Global 50 Remuneration Planning Report .....................................................29

Benefits Profiles, Employment Terms and Conditions Report ............30

Company Car Benefits Survey Report .............................................................31

Go beyond data ..........................................................................................................32

2 wtwdataservices.com +1 800 645 5771

Why participate in our compensation surveys?

Simply put: to stay ahead of the game. By participating in our compensation surveys and purchasing the results, you’ll gain access to the decision-quality data you need for designing a viable — and competitive — compensation program.

Access to our data will help you:

�� Design competitive compensation programs to attract, retain, motivate and engage your workforce.

�� Develop and administer pay structures that align with your organization’s goals.

�� Determine the value of critical-skill and unique jobs to boost your organization’s competitive advantage.

�� Reward employees effectively to improve performance and productivity.

Our compensation surveys offer:

Proven methodology �� Straightforward leveling methodology for matching incumbents

�� Easy-to-understand definitions

�� Universal job coding across Willis Towers Watson surveys globally

Intuitive web technology �� Fast and easy access to the data

�� Capabilities to export data to Excel

�� Easy-to-understand data representations

�� Customized reports specific to your business needs

Rigorous quality �� Individualized sessions with each participant to review data, including position matches for your company

�� Experienced data consultants

�� The most advanced error-checking technology available

Long-term incentive (LTI) expertise �� Detailed total direct compensation data for each position

�� Multiple valuation methodologies to choose from

�� Market data accessible by position or salary range

�� Trends in plan design and administration practices

Our approach

Participation is easy

1. Access the Participation Center tab at wtwdataservices.com to download survey submission material.

2. Complete the data submission workbook.

3. Submit your data and order the report.

Fair, competitive pay influences whether employees join or leave an organization. Ensure your organization’s compensation plans appeal to high-value talent to drive business results.

Our diverse portfolio of compensation planning offerings is designed to fit varying budgets and needs, providing both participants and nonparticipants with a range of options for accessing survey data and reports.

http://wtwdataservices.com



Legend of terms:

Feature

Participants Participants range from small to large companies; our surveys are designed to meet your needs no matter what your size.

Industries Surveys are industry-specific as well as general industry. Industry-specific survey reports include energy services; energy marketing and trading; financial services; fintech; health care; high tech; media; pharmaceutical and health sciences; and retail/wholesale.

Executive jobs General industry and industry-specific surveys use a benchmark methodology and include more than 170 cross-industry benchmark jobs and up to 250 industry-specific benchmark jobs.

Nonexecutive jobs Middle management, professional and support levels and disciplines bundled by industry include as many as 100 functions and more than 1,000 disciplines.

Long-term incentive (LTI) values Survey reports present LTI eligibility and values by job and pay level, and offer multiple LTI valuation methodologies.

Accessibility Survey reports are available to participants and nonparticipants.

Output options Advanced (unlimited peer groups including publicly disclosed data) and Published reports are available. Advanced reports are presented with all Published report features and additional customization capabilities.

Covering all employee levels and sector-specific roles, our survey data are segmented by these elements:

General Industry

Artificial Intelligence and Digital Talent

Benchmark Select

Health Care

Energy Services

Energy Marketing and Trading

Financial Services

Fintech High Tech

Media Pharmaceutical and Health Sciences

Retail/ Wholesale

Geographic area • • • • • • • • • • •Industry • • • •Employee size •Organization unit (corporate/noncorporate)

• • • • • • • • • •

Organization unit and revenue

• • • • • • • • •Revenue • • • • • • • • •Highest paid • • • • • •Additional industry-specific segmentation*

• • • • • • •

*See individual product page for industry-specific segmentation

Compensation elements are reported on:

�� Base salary

�� Midpoints

�� Actual and target bonus

�� Total annual compensation

�� Long-term incentive expected values

�� Total direct compensation


Our methodology

Our survey methodology builds on our collective experience in serving clients for more than 70 years. Our approach provides a consistent process for mapping jobs to external market data and integrates executive benchmarks, functions/disciplines and career levels.

Our consistent survey methodology reflects our extensive knowledge and experience in job leveling and job architecture, as well as our understanding of how cross-industry and industry-specific jobs are structured and evolve as industries change. This ensures accurate and meaningful comparisons of data across all countries and regions of the globe.

Executive jobs: a benchmark approach

Our approach to executive jobs integrates executive benchmark descriptions with critical measures, such as revenue, full-time equivalent (FTE) employees and geographic scope. Benchmark job matching at the executive and senior management levels allows you to differentiate between corporate and business unit responsibilities.

Middle management, professional and support jobs: a two-step leveling approach

Our methodology for nonexecutive jobs uses functions (job families) and disciplines (areas of specialization) combined with career levels to replace traditional survey benchmark jobs. You match your jobs to the functions and disciplines, and then assign the career bands/levels that represent the type and level of competency within the function/discipline.

Your job match

The combinations of disciplines and career bands/levels are easily identified in the labor market and enhance your ability to:

�� Create linkages among the market, how people are paid and how their careers advance in an organization

�� Improve the matching process for diverse and unique jobs

�� Capture more data per discipline and career level

�� Consistently view market data across functions, geographic areas and lines of business

Example

Step 1: Function/Discipline

Step 1: Match your organization’s jobs to functions and disciplines

Step 2: Career bands/levels

Functions Accounting Human resources

IT development

Disciplines �� Accounts payable

�� General accounting

�� Payroll

�� Benefits

�� Compensation

�� Recruitment

�� Application development

�� Business systems analysis

�� IT architecture (systems design)

Sample executive benchmark: top compensation and benefits executive

�� This position has primary responsibility for designing, developing and implementing the organization’s benefit and compensation programs (e.g., executive compensation, salary, hourly, sales incentives).

�� At the corporate level, this position emphasizes design/development; at the noncorporate level, the emphasis is on administration unless the organization is highly decentralized.



In North America, nonexecutive job hierarchies or internal structures are aligned with survey career levels and matched to functions and disciplines. Within the six nonexecutive career bands, there are four to six career levels that span six to 10 global grades.*

The following General Alignment Map provides an overview of how career bands, career levels and global grades are aligned.

Step 2: Assign career bands/levels

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24

General alignment of global grades to career levels

16 17 18 19 20 21 22 23 24 25

Revenue (USD)

FTE employees 90 240 620 1.6K 4.1K 10.6K 27.5K 75K 200K

75m 150m 500m 1b 2b 5b 10b 50b 100b

Executive/Senior management (EX)

15 16 17 18 19 20 21 22 23 24 25

Supervisory/Management (M)M1

SupervisorM2

ManagerM3

Senior Manager

M4Group Mgr.

M5Senior Group Mgr.

Professional (P)P1

EntryP2

Interm.P3

CareerP4

SpecialistP5

MasterP6

RenownedExpert

Revenue (R)R1

AnalystR2

Asso-ciate

R3Senior

Associate

R4Vice

President

R5Director Senior Vice President

R6Managing Director

Medical representation (V)V1

EntryV2

CareerV3

Spe-cialist

V4Expert

Customer/Client mgmt. and sales professionals (S)S1

EntryS2

Interm.S3

CareerS4

ExpertS5Sr.

Expert

S6Elite

Expert

Technical support (T)T1

EntryT2

Interm.T3

SeniorT4

Lead/Advanced

Business support (U)U1

EntryU2

Interm.U3

SeniorU4

Lead/Advanced

Production/Manual labor (W)W1

EntryW2

IntermediateW3

SeniorW4

Lead/Advanced

Step 1: Match to a function and a discipline Step 2: Assign a career band and a career level

Function: AHR Human Resources, Discipline: AHR060 Benefits Career Band: Professional, Career Level: P3 Career

�� Develops, implements and administers cost-effective benefit programs, such as pension plans and life, health and disability insurance

�� Has in-depth knowledge in own discipline and basic knowledge of related disciplines

�� Solves complex problems; takes a new perspective on existing solutions

�� Works independently; receives minimal guidance

�� Acts as a resource for colleagues with less experience

�� May represent the level at which career may stabilize for many years or even until retirement

Sample job match: your benefits professionalSurvey job code: AHR060-P3

*In regions outside North America, global grades are used to measure the relative internal values of all jobs in an organization and align them to quantifiable differences in market pay. Global grades are not collected in North America. References to global grades in survey materials are presented for the benefit of global participants and Global Grading System clients.

(Financial services only)

(Pharmaceutical and health sciences only)

(Not in financial services)


Answersto your questions and needs

Reporting options

With online access, you can create customized, meaningful and presentation-ready reports to support your compensation planning objectives. The survey results options are outlined below. Select the results that best suit your organization’s needs and budget.

Compensation data delivered online

Output features Advanced Published

View, download and print reports • •Age data • •Export data in a variety of formats • •Create peer groups by company name or characteristic (e.g., industry, size or performance measure)

•

Customize report formats and content (e.g., select preferred percentiles and currencies, and tailor report content, titles and labels)

•

Combine career levels and disciplines •

View and compare your data with the market •

Access new data as they are submitted to the database throughout the year (for select surveys)

•

Sort by additional criteria such as number of full-time equivalent employees, revenue size and other industry-specific breakouts

•

Add percentiles of your choice •

Combine publicly disclosed data and survey submitted data in customized peer groups (available for the General Industry Executive Compensation Survey Report - U.S.)

•

Insightinto year-on-year trends

Accessto accurate, easy-to-use data



Willis Towers Watson Compensation Software

The Willis Towers Watson difference

Compensation management is about striking the right balance. Willis Towers Watson Compensation Software helps companies design, build and manage an effective compensation structure that places total compensation within the context of performance, market benchmarks and systemwide equity. That’s the Willis Towers Watson difference.

Key features

�� Compensation data — Gain perspective on compensation strategies and decisions with interactive access to comprehensive data from every corner of the globe.

�� Compensation management — Create a pay-for-performance culture that rewards the best employees and improves their engagement and retention.

�� Job leveling — Determine the value of jobs across a global organization to achieve a balanced compensation structure and establish a foundation for effective talent management.

�� Compensation reporting and analytics — Visualize compensation data from multiple dimensions to identify opportunities in the organization and in the labor market.

Willis Towers Watson Compensation Software helps companies design, build and manage an effective compensation structure that places total compensation within the context of performance, market benchmarks and systemwide equity.

For further exploration


Spanning across all industries and employee levels, our general industry compensation survey reports are now available in one single source that combines our Compensation Data Bank (CDB) and Compensation Survey Reports (CSR) to better serve all your data needs.

One product line, two surveys, more data

Imagine unlimited access to the most robust, comprehensive and up-to-date benchmarking data for all your company positions. Supported by powerful analytical software, dedicated data specialists, and deep insights and extensive industry experience from compensation advisory services, Willis Towers Watson’s new compensation data offering sets the standard for market-leading benchmarking across all employee levels.

With unparalleled peer group coverage, our new compensation surveys are the most comprehensive in the country. Combining the largest employee compensation database with the most extensive database on company LTI policies and practices, we make the design and ongoing administration of compensation programs more manageable and efficient.

Choose from our menu of reporting options

Total Direct Compensation — Includes LTI values by job and salary range Total Annual Compensation — Does NOT include LTI values

Advanced (custom peer groups) + Published Online Access Published Online Access

Advanced includes Published Online Access, and all participant organizations receive post-report publication data; also includes ability to customize survey results, create peer groups, combine jobs and view data against the market.

Published Online Access includes access to standard set of Excel and PDF reports, which includes all organizations that participated by publication deadline; also includes ability to age and download data.

Advanced access with full set of jobs

�� Executive and/or middle management, professional and support

�� Advanced Plus offering allows participants to blend disclosed (proxy) data of select S&P 1500 companies with survey data (included with Advanced for executive only)

Published full report with full set of jobs

Executive and/or middle management, professional and support

Published full report with full set of jobs

Executive and/or middle management, professional and support

Published job-function/job-level report

�� Report based on a job function or job level

�� For middle management, professional and support

Results available only to participants Results available to participants and nonparticipants

Job-function reports�� Accounting and finance�� Engineering, design and technical specialty�� Human resources�� Information technology�� Sales, marketing and communications

Job-level reports�� Supervisory and middle management�� Professional (administrative and sales)�� Professional (technical and operations)�� Technical support and production�� Office and business support

General Industry Compensation Survey Reports - U.S.More data at your fingertips — from the leading provider of global compensation and benefit data

1,500+ participants

45+ functions common to all industries

170+ executive benchmarks (in the executive survey)

420+ disciplines (in the middle management, professional and support survey)

Use our General Industry Compensation Survey Reports to:

�� Gain insight from the most trusted source of compensation data — combining size, depth and quality of output into one compelling offering.

�� Access our published and advanced reports using our proprietary online software.

�� Create customized, meaningful analyses, along with presentation-ready reports, to support your compensation planning objectives.

The result is simple: better reporting

Our enhanced offering provides more data and more flexible reporting options tailored to your specific requirements than ever before.

New for2018

At a glance



Reporting options

Total direct compensationGain all the benefits from the total direct compensation option, which includes LTI values by job and salary range for all your executives. This option is available only to participants. Data submissions to this survey are accepted throughout the year.

To participate, go to wtwdataservices.com and download submission material.

Total annual compensationAcquire the robust executive pay data minus the LTI values with the total annual compensation option. This option is available to participants and nonparticipants.

General Industry Executive Compensation Survey Report - U.S.

How will this report help you?

Effective leaders are key to your organization’s future success and growth. To attract and keep the best, use the results from this report to ensure that their pay is on point.

Report snapshot

�� 1,250+ participating organizations

�� 50,000+ incumbents reported

�� 172 executive benchmark positions

�� 42 functions

See page 3 for data elements and segmentation reported.

Visit wtwdataservices.com for a complete list of functions and executive benchmarks surveyed, the participant list and pricing details.

We also suggest: Long-Term Incentives, Policies and Practices Report - U.S. (page 13)

General Industry Executive Compensation Survey − U.S. Report Position Summary Table

Position : AFA000−EX − CFO/Top Financial Officer Establishes, implements, and maintains the financial plans and policies of the organization, including fiscal controls, preparation and interpretation of financial reports, and safeguarding of the organization’s assets | Develops and maintains overall accounting policies and controls | Establishes and maintains good corporate relations with the investment and banking communities | Assists in long−range planning and advises management on financial affairs | May manage one or more significant staff functions, but primary focus is the management of the organization’s finances

Corporate/Noncorporate : Corporate 90th75thMedian25th10thAverageIncsOrgs

847,775700,000565,750463,750375,300605,669370370Base Salary 790,000668,900533,700447,881351,800557,814159159Annual Base Salary Midpoint

1,204,278766,049463,351265,648140,060614,983352352Actual Bonus/Annual Incentive Amount 15111685573492352352Actual Bonus/Annual Incentive % of Base Salary

902,102675,000473,988333,750225,000557,681352352Target Bonus/Annual Incentive Amount 11710080705686352352Target Bonus/Annual Incentive % of Base Salary 1621281007748104338338Actual Bonus/Annual Incentive as % Target 228200160140114168244244Maximum Bonus/Annual Incentive % of Base Salary

1,990,7671,460,1381,002,924717,305544,6001,190,7333703701,759,5001,350,0001,037,500791,938602,0651,152,702356356

Actual Total Annual Compensation Target Total Annual Compensation

3,529,8002,319,0501,354,000820,300450,0001,734,754334334Long−Term Incentive 438334231160107262334334Long−Term Incentive % of Base Salary

5,283,9943,599,5002,245,8321,505,400848,2332,791,907363363Actual Total Direct Compensation 5,252,3003,628,3002,266,0001,540,400899,2502,753,678349349Target Total Direct Compensation

2,346944306132521,080190190Number of Incumbents Supervised 222222367367Reporting Level

222119181819355355Incumbent Global Grade 36,343.812,277.04,508.32,002.21,004.313,969.5370370Incumbent Revenue Responsibility (Millions)

Long−Term Incentive Receiver Long−Term Incentive Eligible Bonus/Annual Incentive Receiver Bonus/Annual Incentive Eligible No 8% No 6% No 5% No 1% Yes 92% Yes 94% Yes 95% Yes 99%

Board/Executive Committee Membership

Geographic Scope

None50%Single17%Board member (parent or main board)

2%Multi−Country4%

Executive committee member or elected officer (parent)

48%Regional2%

Board member (subsidiary) 1%Global76%Executive committee member (subsidiary)

0%

All values in US DollarsEffective date April 01, 20XXIncumbent weighted statistics20XX Accounting Value©2xx Willis Towers Watson. Confidential − for the internal use of survey participants only.




Reporting options

Total direct compensationGain all the benefits from the total direct compensation option, which includes LTI values by job and salary range for all your nonexecutives. This option is available only to participants. Data submissions to this survey are accepted throughout the year.


Total annual compensationAcquire the robust nonexecutive pay data minus the LTI values with the total annual compensation option. This option is available to participants and nonparticipants. Whether your need for data is for all middle management, professional and support jobs or for just a concentrated group, we offer the flexibility of purchasing the full report or individual reports by job level and job functional (see facing page for a complete list).

General Industry Middle Management, Professional and Support Compensation Survey Report - U.S.


Tap into data that cover nearly all positions in your organization, and draw and retain the talent you need to meet business demands.

Report snapshot

�� 1,500+ participating organizations

�� 2,500,000+ incumbents reported

�� 420 disciplines

�� 45 functions




General industry job-level and job-functional total annual compensation report offerings: Job-level reports

General Industry Office and Business Support Compensation Survey Report - U.S.

Detailed compensation data for virtually every clerical and administrative job within your organization enable you to reward talent appropriately.

General Industry Professional (Administrative and Sales) Compensation Survey Report - U.S.

Design current and competitive pay programs for administrative professional, customer/client management and sales functions with these decision-quality data.

General Industry Professional (Technical and Operations) Compensation Survey Report - U.S.

Receive an in-depth look at pay for professional jobs in a broad array of technical and operational fields and fine-tune your compensation program to draw and keep key employees.

General Industry Supervisory and Middle Management Compensation Survey Report - U.S.

High-quality compensation data for supervisory/middle management jobs ranging from first-level supervisor to senior group manager equip you to develop competitive and cost-effective pay packages.

General Industry Technical Support and Production Compensation Survey Report - U.S.

Tap into in-depth pay data for technical, production and operations jobs to refresh your compensation program.

Job-function reports

General Industry Accounting and Finance Compensation Survey Report - U.S.

The reliable data in this report equip your organization to offer your essential accounting and finance personnel competitive pay.

General Industry Engineering, Design and Technical Specialty Compensation Survey Report - U.S.

Ensure your organization’s compensation plan for your engineering, design and technical specialty personnel is on track with these reliable data.

General Industry Human Resources Compensation Survey Report - U.S.

Access detailed compensation data for every level and type of HR job within your organization and make smart pay decisions.

General Industry Information Technology Compensation Survey Report - U.S.

Attract and keep the best IT talent in the industry to achieve business results with the solid compensation data provided in the report.

General Industry Sales, Marketing and Communications Compensation Survey Report - U.S.

Use this data to ensure your organization’s compensation plan encourages your sales, marketing and communications team to perform at optimum levels.


Visit wtwdataservices.com for a complete list of functions and disciplines surveyed, the participant list and pricing details.

We also suggest: General Industry Reports Package - U.S., which includes both the executive and the middle management, professional and support compensation survey reports. Contact our Client Care team at +1 800 645 5771 for our cost-saving report package options.



Artificial Intelligence and Digital Talent Compensation Survey Report - U.S.

It’s time to embrace digitalization

As artificial intelligence (AI), blockchain and automation continue to evolve, today’s realities are blurring lines between the physical, digital and biological worlds. Companies are “going digital” — deconstructing and dispersing work across a global virtual workplace. This is creating an immense competition among companies as they seek to acquire the needed skills and recruit the best digital talent to actualize their business objectives.

The Artificial Intelligence and Digital Talent Compensation Survey takes a novel, holistic approach to understanding the unique challenges posed by the digital workforce, from sourcing and compensating skills to updating talent management strategies.


�� Adapt your HR strategy to attract, retain and engage talent that is in high demand.

�� Capitalize on the emergence of AI and the rise of contingent work.

�� Understand the digital skills you need for your business and how employees with those skills should be compensated.

Report snapshot

�� Comprehensive listing of purely digital executive and nonexecutive jobs

�� Digital transformation best practices from a reward and talent management perspective

�� Global contingency work skill premium rankings

The artificial intelligence and digital talent survey results are available to participants only, and data submissions are accepted throughout the year.



Visit wtwdataservices.com for a complete list of functions, executive benchmarks and disciplines surveyed, the participant list and pricing details.

We also suggest: General Industry Executive Compensation Survey Report - U.S. (page 9) and General Industry Middle Management, Professional and Support Compensation Survey Report - U.S. (page 10)

New for2018





Report snapshot

�� Approximately 900 participating organizations

Data are reported by:

�� Salary band

�� Industry

�� Organization size measured by revenue

Incentive elements reported on:

�� LTI award values by salary band, industry classification and organization size measured by revenue

�� LTI plan prevalence

�� LTI plan design by award type: stock options, restricted stock/stock units, performance plan awards and stock appreciation rights

�� Changes in most recent grants and future directions

�� Stock ownership

�� The grant process: determination of LTI grant values, award timing and individual participation/awards

Custom long-term incentive analysis Participants can purchase a custom analysis and review of their company’s long-term incentive practices. This review will cover award levels, plan design, performance metrics and market trends.

Long-Term Incentives, Policies and Practices Report - U.S.

Long-term incentive plans and awards are an integral component of your organization’s executive compensation packages. Are you offering incentives that attract and retain leaders and motivate them to focus on long-term corporate success? Ensure that your plan design meets business and financial objectives with data from our report.


The Long-Term Incentives, Policies and Practices Report - U.S. is jointly developed by the compensation consultants at Willis Towers Watson and the compensation survey experts at Willis Towers Watson Data Services. With detailed insights into the latest LTI practices and trends, you can design or update plans for employees that incent desired behaviors and drive company performance.

As a participant in any of our general industry and industry-specific compensation surveys that collect long-term incentive data, you are also eligible to purchase the Long-Term Incentives, Policies and Practices Report - U.S. The report is available only to participants.


LTI Plan Design

Restricted Stock/Stock Units (continued)NUMBER OF EMPLOYEES ELIGIBLE FOR GRANTS

25th Median 75th Average # of Responses

Total Sample 150 385 1,600 3,357 533INDUSTRY SECTOR Energy Services 90 278 836 624 62Financial Services 158 400 2,350 1,949 90High Tech

422 1,053 5,632 14,129 62Manufacturing

167 368 2,137 3,270 226Media/Entertainment 200 400 1,555 2,580 19Pharmaceutical/Biotechnology 824 3,400 14,845 8,304 29Retail/Wholesale Trade 118 260 734 1,137 42Services

150 500 1,650 7,443 103Health Care

193 400 4,536 2,189 10REVENUE SIZE Under $500 Million 33 200 592 481 14$500 Million - $1 Billion 26 101 374 206 30 $1 Billion - $3 Billion 98 176 388 561 122 $3 Billion - $6 Billion 194 330 910 1,141 116 $6 Billion - $10 Billion 292 680 2,029 2,362 69$10 Billion - $20 Billion 212 633 2,356 2,459 84 $20 Billion or More 475 1,911 8,048 12,308 98 NUMBER OF EMPLOYEES RECEIVING GRANTS

25th Median 75th Average # of Responses

Total Sample 139 300 966 1,566 533INDUSTRY SECTOR Energy Services 74 204 500 377 62Financial Services 120 338 1,505 1,086 90High Tech

317 730 1,750 5,653 62Manufacturing 150 310 1,321 1,998 226Media/Entertainment 134 300 1,250 623 19Pharmaceutical/Biotechnology 682 3,152 8,325 5,467 29Retail/Wholesale Trade 94 213 734 942 42Services

140 357 972 2,040 103Health Care

124 330 2,616 1,249 10REVENUE SIZE Under $500 Million 33 146 288 341 14$500 Million - $1 Billion 26 74 140 118 30 $1 Billion - $3 Billion 80 150 277 267 122$3 Billion - $6 Billion 175 287 599 544 116$6 Billion - $10 Billion 229 450 1,497 1,029 69$10 Billion - $20 Billion 159 491 1,288 1,257 84 $20 Billion or More 445 1,645 4,541 5,656 98

Willis Towers Watson Data Services

Visit wtwdataservices.com for the participant list and pricing details.Long-Term Incentives, Policies and Practices Report - U.S.

Grant Process

Award Timing and Values (continued)FREQUENCY OF COMPETITIVE MARKET DATA REVIEW

% of Responses

# of Responses

Annually Biennially PeriodicallyDo Not Review

External Market DataTotal Sample 69.9% 4.4% 22.5% 3.2% 856INDUSTRY SECTOR Energy Services 79.1% 3.3% 17.6% 0.0% 91Financial Services 69.9% 3.1% 22.7% 4.3% 163High Tech 70.6% 4.7% 20.0% 4.7% 85 Manufacturing 69.5% 5.4% 22.9% 2.3% 354Media/Entertainment 74.2% 0.0% 19.4% 6.5% 31Pharmaceutical/Biotechnology 73.3% 4.4% 22.2% 0.0% 45Retail/Wholesale Trade 62.0% 2.8% 29.6% 5.6% 71 Services 67.7% 5.5% 22.0% 4.9% 164Health Care 84.6% 0.0% 15.4% 0.0% 13REVENUE SIZE Under $500 Million 63.3% 3.3% 20.0% 13.3% 30$500 Million - $1 Billion 72.0% 10.0% 16.0% 2.0% 50$1 Billion - $3 Billion 68.1% 5.9% 21.3% 4.8% 188$3 Billion - $6 Billion 63.8% 5.6% 27.7% 2.8% 177$6 Billion - $10 Billion 74.7% 0.0% 24.2% 1.0% 99$10 Billion - $20 Billion 70.7% 5.3% 21.1% 3.0% 133 $20 Billion or More 74.9% 2.2% 21.2% 1.7% 179



LTI Grants The following LTI grant values represent the LTI dollar value award opportunity. Specifically, the values

represent the annualized present value of LTI award guidelines (the typical annual award for an employee at

this salary level) at grant date. In the case of equity awards, the values reflect each organization's ASC 718

(formerly FAS123[R]) values. Equity awards include stock options, restricted stock/stock units, performance

shares and stock appreciation rights (SARs). Long-term cash performance plans are valued at target.

Values for long-term incentive data typically have the greatest dispersion of all compensation elements. The

following summary displays a broad range of summary statistics, including 10th and 90th percentiles and

averages. However, for purposes of analyzing the value of long-term incentives it is recommended that the

median (50th percentile) represents the optimal "market rate." The average reflects valid but extreme values in

data that are widely dispersed. The 10th and 90th percentiles provide a check on whether every value in the

sample falls within a reasonable range.

DOLLAR VALUE OF 2016 LTI AWARDS

Salary Ranges ($000)

Actual Awards by Salary Level # of Responses

10th 25th Median 75th 90th Average

TOTAL SAMPLE CEO $1,275.1 $2,364.0 $4,249.8 $7,000.0 $10,088.2 $5,200.4 491

CFO $335.0 $629.7 $1,096.7 $1,797.5 $3,000.7 $1,464.0 483

$901 - $1,000 $916.4 $1,615.9 $3,010.0 $4,563.9 $5,620.5 $3,550.3 40

$801 - $900 $824.6 $1,509.1 $2,373.2 $3,483.6 $4,920.6 $2,741.3 46

$701 - $800 $697.7 $1,094.0 $1,865.8 $2,759.6 $3,642.1 $2,086.9 103

$601 - $700 $605.1 $944.9 $1,394.9 $1,919.4 $2,568.4 $1,590.4 203

$501 - $600 $450.0 $645.3 $947.9 $1,281.6 $1,740.8 $1,063.6 320

$401 - $500 $263.5 $400.1 $540.0 $738.4 $1,090.1 $640.9 455

$351 - $400 $172.9 $254.7 $350.0 $452.4 $635.2 $394.1 496

$301 - $350 $118.5 $165.0 $231.7 $301.7 $416.3 $265.1 528

$251 - $300 $72.0 $107.8 $149.0 $200.8 $272.2 $176.4 547

$201 - $250 $45.6 $60.7 $84.9 $125.0 $175.4 $100.6 535

$176 - $200 $25.0 $37.5 $51.7 $75.0 $106.8 $60.3 477

$151 - $175 $16.9 $25.4 $35.8 $50.0 $70.3 $41.0 421

$126 - $150 $12.3 $16.4 $24.3 $35.4 $52.5 $29.0 331

$101 - $125 $7.6 $11.1 $17.3 $25.0 $39.0 $20.7 244

$80 - $100 $4.7 $8.5 $11.2 $17.4 $25.0 $14.0 159

Table continues on next page.




Benchmark Select Compensation Report - U.S.

The new Benchmark Select Compensation Report gives you immediate access to high-quality, reliable, consistent compensation data for up to 250 common, or “select,” jobs.

Confidently manage your organization’s reward programs with access to the right data, at the right time, for the right jobs at an affordable price.

This report, which is based on the responses of 576 organizations reporting data on 415,050 incumbents, takes the guesswork out of market pricing and gives you current, accurate market data and access to specific pay data for a broad selection of jobs. Use it to help you attract and retain highly skilled top talent by ensuring your compensation program is on track.


�� Develop competitive and cost-effective compensation packages.

�� Benchmark your pay with the market.

�� Attract and retain key talent with the right compensation levels.

Report snapshot

�� Latest pay data for up to 250 positions across 60 disciplines in 30 functions — employee levels from executive to support

�� General industry coverage featuring five compensation elements

�� Supplemental geographic differential data

Special offer for FREE compensation data!

New participants in the 2018 General Industry Middle Management, Professional and Support Compensation Survey - U.S. who also purchase the survey report are eligible to receive Willis Towers Watson’s new 2017/2018 Benchmark Select Compensation Report - U.S. FREE of charge.

For more information, contact Client Care at +1 800 645 5771 or [email protected].

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The Benchmark Select Compensation Report is available in 60 countries across Asia Pacific; Europe, Middle East and Africa; and North America.

Contact our Client Care team at +1 800 645 5771 for country availability.

Accounting Manager AFB-M2-12|13

Alternative Title/s: Accounting Manager; Accountant Manager

Job Summary

Oversees accounting activities to ensure accounting records are complete, accurate and compliant with accepted accounting policies and principles. May assist with general accounting activities, including the preparation, maintenance and reconciliation of ledger accounts and financial statements such as balance sheets, profit-and-loss statements and capital expenditure schedules. Manages professional employees or may manage supervisors of large complex support teams. Receives guidance from senior manager and is accountable for the performance and results of a team within own discipline or function.

Function

Accounting Establishes and maintains accounting policies and controls, fiscal controls, preparing financial reports and safeguarding the organization's assets. Maintains accounting and financial records and reports, including general ledger, financial statements, regulatory and management reports.

Sample Size

Number of Organizations 347

Number of Incumbents 2,024

Descriptive Statistics

Market Data Average 25th Percentile Median 75th Percentile

Base Salary 98,965 88,886 99,284 109,588

Target Total Annual Incentives % of Base Salary 12.0% 9.0% 11.0% 15.0%

Target Total Annual Compensation 105,223 91,340 103,648 117,522

Actual Total Annual Incentives 12,341 6,679 10,557 15,565

Actual Total Annual Compensation 105,855 91,350 105,328 118,545

Eligible for Annual Incentives

Yes No

57.0% 43.0%

©2018 Willis Towers Watson Reported in USD | Annual representation | Company weighted Effective Date: 01 January 2018

This report and any data it contains may only be used by participants to support their internal human resources and management organizations. Use of this report or any data it contains for any other purpose (including employee newsletters and other internal publications) or by any other is strictly prohibited without Willis Towers Watson's prior written consent. This report and the data analysis and know how embodied in it are the confidential and proprietary work product of Willis Towers Watson which owns all related intellectual property rights.

Willis Towers Watson Data Services 2017/2018 Benchmark Select Compensation Report - United States|

Senior IT Administration Professional AIT-P3-11|12

Alternative Title/s: Senior IT Administrator; Senior IT Support

Job Summary

Administers the IT infrastructure within an organization, including the physical network (e.g., LANs/WANs, servers, terminals) as well as server applications and software (e.g., PeopleSoft, Oracle). Works independently with minimal guidance on complex problems. Has in-depth knowledge in own discipline, basic understanding of related disciplines, and may lead projects or act as a resource for colleagues. Typically requires university degree.

Function

IT Administration Manages the Information Technology (IT) infrastructure within an organization, including the physical network (e.g., LANs/WANs, servers, terminals) as well as server applications and software (e.g., PeopleSoft, Oracle). Configures, installs, maintains and upgrades server applications and hardware.

Sample Size

Number of Organizations 326

Number of Incumbents 6,518

Descriptive Statistics

Market Data Average 25th Percentile Median 75th Percentile

Base Salary 87,543 78,341 87,121 97,033

Target Total Annual Incentives % of Base Salary 8.0% 5.0% 7.0% 10.0%

Target Total Annual Compensation 90,011 79,171 90,054 98,990

Actual Total Annual Incentives 6,681 3,498 6,465 8,977

Actual Total Annual Compensation 90,245 79,269 89,955 99,369

Eligible for Annual Incentives

Yes No

41.0% 59.0%

©2018 Willis Towers Watson Reported in USD | Annual representation | Company weighted Effective Date: 01 January 2018

This report and any data it contains may only be used by participants to support their internal human resources and management organizations. Use of this report or any data it contains for any other purpose (including employee newsletters and other internal publications) or by any other is strictly prohibited without Willis Towers Watson's prior written consent. This report and the data analysis and know how embodied in it are the confidential and proprietary work product of Willis Towers Watson which owns all related intellectual property rights.

Willis Towers Watson Data Services 2017/2018 Benchmark Select Compensation Report - United States




General Industry Employee Benefit Policies and Practices

Report - U.S.

Vacation/Holiday Practices

Vacation With 3 Years of Service

VACATION WITH 3 YEARS OF SERVICE10 - 14 Days 15 - 19 Days 20 - 24 Days 25 or More Days Other # of Responses

Entire Sample Combined

Under 1,000 Employees 56.1% 29.8% 10.5% 1.8% 1.8% 57

1,000 - 2,499 Employees 45.8% 38.9% 11.1% 4.2% 0.0% 72

2,500 - 4,999 Employees 52.9% 38.8% 4.7% 1.2% 2.4% 85

5,000 - 9,999 Employees 52.8% 38.2% 4.5% 4.5% 0.0% 89

10,000 - 24,999 Employees 46.2% 40.6% 8.5% 1.9% 2.8% 106

25,000 Employees or More 52.0% 42.0% 5.0% 1.0% 0.0% 100

All Size Groups Combined 50.6% 38.9% 7.0% 2.3% 1.2% 512

INDUSTRY SECTOR

Durable Goods Manufacturing

Under 2,500 Employees 47.1% 41.2% 11.8% 0.0% 0.0% 17

2,500 - 9,999 Employees 55.2% 36.2% 1.7% 6.9% 0.0% 58



Non-Durable Goods Manufacturing

Under 2,500 Employees 68.8% 25.0% 0.0% 0.0% 6.3% 16

2,500 - 9,999 Employees 61.5% 30.8% 7.7% 0.0% 0.0% 26



Utilities and Energy

Under 2,500 Employees 67.5% 27.5% 5.0% 0.0% 0.0% 40

2,500 - 9,999 Employees 66.7% 25.6% 2.6% 0.0% 5.1% 39



Retail and Wholesale Trade

Under 2,500 Employees 75.0% 25.0% 0.0% 0.0% 0.0% 4

2,500 - 9,999 Employees 63.6% 36.4% 0.0% 0.0% 0.0% 11



Services Under 2,500 Employees 52.6% 31.6% 15.8% 0.0% 0.0% 19

2,500 - 9,999 Employees 41.2% 52.9% 5.9% 0.0% 0.0% 17



Health Care

Under 2,500 Employees 33.3% 33.3% 33.3% 0.0% 0.0% 3

2,500 - 9,999 Employees 0.0% 100.0% 0.0% 0.0% 0.0% 4



Banking and Finance

Under 2,500 Employees 10.0% 50.0% 25.0% 15.0% 0.0% 20

2,500 - 9,999 Employees 11.1% 44.4% 33.3% 11.1% 0.0% 9



InsuranceUnder 2,500 Employees 30.0% 50.0% 10.0% 10.0% 0.0% 10

2,500 - 9,999 Employees 30.0% 70.0% 0.0% 0.0% 0.0% 10





General Industry Employee Benefit Policies and Practices

Report - U.S.

Dental Benefits for Active Employees

Monthly Employee Contributions

MONTHLY EMPLOYEE CONTRIBUTIONS - EMPLOYEE ONLY COVERAGE

None Less Than $10.00 $10.00 to $14.99 $15.00 to $19.99 $20 or More Other # of Responses

Entire Sample Combined

Under 1,000 Employees 18.5% 42.0% 12.3% 9.9% 11.1% 6.2% 81

1,000 - 2,499 Employees 9.0% 30.6% 22.5% 16.2% 17.1% 4.5% 111

2,500 - 4,999 Employees 4.4% 28.7% 31.6% 18.4% 14.0% 2.9% 136

5,000 - 9,999 Employees 3.4% 21.5% 28.2% 16.8% 24.8% 5.4% 149

10,000 - 24,999 Employees 4.1% 21.5% 25.6% 23.3% 23.3% 2.3% 172

25,000 Employees or More 4.3% 17.2% 29.4% 18.4% 27.0% 3.7% 163

All Size Groups Combined 6.1% 25.0% 26.1% 17.9% 20.9% 3.9% 815

INDUSTRY SECTOR

Durable Goods Manufacturing

Under 2,500 Employees 27.6% 37.9% 20.7% 10.3% 3.4% 0.0% 29

2,500 - 9,999 Employees 7.8% 26.0% 26.0% 22.1% 14.3% 3.9% 77



Non-Durable Goods Manufacturing

Under 2,500 Employees 11.1% 33.3% 33.3% 11.1% 0.0% 11.1% 18

2,500 - 9,999 Employees 2.9% 29.4% 41.2% 17.6% 5.9% 2.9% 34



Utilities and Energy

Under 2,500 Employees 8.3% 48.3% 10.0% 13.3% 16.7% 3.3% 60

2,500 - 9,999 Employees 0.0% 45.5% 29.1% 7.3% 14.5% 3.6% 55



Retail and Wholesale Trade

Under 2,500 Employees 0.0% 60.0% 20.0% 20.0% 0.0% 0.0% 5

2,500 - 9,999 Employees 0.0% 12.5% 6.3% 12.5% 68.8% 0.0% 16



Services Under 2,500 Employees 15.4% 26.9% 15.4% 11.5% 26.9% 3.8% 26

2,500 - 9,999 Employees 7.4% 7.4% 25.9% 18.5% 25.9% 14.8% 27



Health Care

Under 2,500 Employees 21.4% 14.3% 14.3% 14.3% 14.3% 21.4% 14

2,500 - 9,999 Employees 2.9% 8.8% 44.1% 29.4% 14.7% 0.0% 34



Banking and Finance

Under 2,500 Employees 3.7% 29.6% 25.9% 22.2% 14.8% 3.7% 27

2,500 - 9,999 Employees 0.0% 15.8% 31.6% 21.1% 26.3% 5.3% 19



InsuranceUnder 2,500 Employees 15.4% 15.4% 23.1% 7.7% 30.8% 7.7% 13

2,500 - 9,999 Employees 4.3% 26.1% 26.1% 8.7% 30.4% 4.3% 23





General Industry Employee Benefit Policies and PracticesReport - U.S.

Medical Benefits for Active Employees

Participation (continued)ELIGIBLE PARTNER (continued)

Spouse or Same-sex Domestic Partner or

Opposite-sex Domestic Partner Spouse

Spouse or Same-sex Domestic Partner Other # of Responses

REGIONNortheast Under 2,500 Employees 48.8% 41.5% 9.8% 0.0% 41 2,500 - 9,999 Employees 53.2% 25.8% 21.0% 0.0% 62 10,000 Employees or More 53.6% 21.4% 25.0% 0.0% 84 All Size Groups Combined 52.7% 27.1% 20.2% 0.0% 188 SoutheastUnder 2,500 Employees 46.7% 43.3% 10.0% 0.0% 30 2,500 - 9,999 Employees 42.5% 45.0% 12.5% 0.0% 40 10,000 Employees or More 40.8% 26.5% 30.6% 2.0% 49 All Size Groups Combined 42.9% 37.0% 19.3% 0.8% 119 North Central Under 2,500 Employees 29.4% 60.8% 9.8% 0.0% 51 2,500 - 9,999 Employees 30.7% 54.7% 14.7% 0.0% 75 10,000 Employees or More 39.3% 39.3% 21.3% 0.0% 89 All Size Groups Combined 33.8% 50.0% 16.2% 0.0% 216 South Central Under 2,500 Employees 27.3% 60.6% 12.1% 0.0% 33 2,500 - 9,999 Employees 36.1% 57.4% 6.6% 0.0% 61 10,000 Employees or More 52.3% 32.3% 13.8% 1.5% 65 All Size Groups Combined 40.9% 47.8% 10.7% 0.6% 159 West Coast Under 2,500 Employees 70.6% 17.6% 11.8% 0.0% 34 2,500 - 9,999 Employees 74.4% 2.3% 23.3% 0.0% 43 10,000 Employees or More 83.7% 4.7% 11.6% 0.0% 43 All Size Groups Combined 76.7% 7.5% 15.8% 0.0% 120


Did you know?According to the 2017 General Industry Employee Benefit Policies and Practices Report - U.S.:

64% of organizations reported making the Roth option available in their 401(k) plans. This is a six-percentage-point increase over the previous year and a 10-percentage-point increase over 2015.

General Industry Employee Benefit Policies and Practices Report - U.S.

Organizations must examine their benefit policies and practices to gain the knowledge required to compete in the war for talent.

Our latest report is based on collaborative efforts between Willis Towers Watson Data Services and Willis Towers Watson’s Research and Innovation Center (RIC). Data were compiled from the Benefits Data Source (BDS) database.


This report will help you develop competitive, cost-effective and reform-compliant employee benefit programs.

Report snapshot

Benefits covered:

�� Medical benefits*

�� Dental benefits

�� Vision plans

�� Defined contribution plans

�� Pension plans

�� Vacation

�� Paid time off

Retiree benefits covered:

�� Medical savings accounts

�� Medical insurance

Data for all are segmented by:

�� Organization size

�� Industry classification

*Data on medical benefits include comprehensive coverage of individual types of plans, including preferred provider organization (PPO), account-based medical/health plan (ABHP), health maintenance organization/exclusive provider organization (HMO/EPO) and point of service (POS).

�� Sick leave/short-term disability

�� Long-term disability

�� Active employee life insurance

�� Accidental death and dismemberment insurance

�� Flexible/other benefits

�� Benefits for retirees

�� Dental insurance

�� Life insurance

�� Geographic area


Geographic Salary Differentials Report - North America

Starting Salaries Report - North America

Including salary differential data from more than 2,300 organizations, this report gives organizations insight into how employee pay differs across key cities, metropolitan areas and regions within Canada and the U.S. to help create competitive pay plans that align with your organization’s talent needs, budget and growth objectives.


�� Manage costs effectively by understanding salary differentials among key cities, metropolitan areas and regions.

�� Create and manage pay plans that attract and retain key talent across geographic locations.

�� Achieve cost advantages when selecting locations for expansion.

�� Rationalize salary differences in staff relocations.

With data representing 1,173 organizations, this report provides credible, unbiased pay data to help you create appropriate and competitive pay packages that attract and retain new graduates in Canada and the U.S.


�� Attract talent from different education levels.

�� Maintain competitiveness and cost effectiveness of starting salaries.

�� Save costs in selecting locations for increasing graduate hire rates.

Report snapshot

Data segmented by:

�� Program type/job function


Report snapshot

�� Coverage by cities/regions combination groupings from Canada and the U.S.

�� Comparison of pay differentials for key cities/regions versus the national average

�� Extensive geographic coverage in the U.S., including regions, subregions, states, core-based statistical areas and combined statistical areas

�� Data presented by the following four employee categories:

�� Middle management and senior professional

�� Supervisory and professional

�� Technical and business support

�� Production and manual labor

Education and labor snapshot:

�� Education system key performance indicators

�� Labor statistics

�� Largest universities by enrollment

�� Top universities

For the U.S., starting salaries for recent graduates presented by function (entry-level professional and sales jobs) and geographic area:

�� Regions

�� Subregions

�� States

For Canada, starting salaries for recent graduates presented by program type and region:

�� Community college/Institute of technology

�� University graduates – general degrees

�� University graduates – master’s degrees

�� Engineering degrees

Global and regional reports that cover approximately 50 countries are available.

Contact our Client Care team at +1 800 645 5771 for details.

�� Combined statistical areas

�� Core-based statistical areas



Performance Pay and Sales Incentive Report - North America

Are you setting the right performance targets to encourage your employees to perform at their best? Variable pay is one element used to motivate employees, either by achieving objectives or meeting sales targets. But what level of target is appropriate? What should you pay for different levels of performance? Does the performance of the team or business impact on the payout of the individual?

Our latest Performance Pay and Sales Incentive Report presents an in-depth analysis on plan design and structure, helping organizations to develop effective incentive plans.


�� Link business targets with individual performance.

�� Formulate an effective incentive plan to meet your business goals.

�� Motivate your employees to achieve higher levels of performance.

Report snapshot

Executive summary

�� Main variable pay plan features by country

�� Summary of the local environment and insights

Performance-based bonus plans

�� Eligibility by employee category

�� Sales and nonsales employee categories

�� Prevalence of schemes

�� Prevalence of target bonus

�� Maximum, actual and target bonus amounts

Sales incentive plans

�� Eligibility by employee category

�� Target awards at 90%, 100% and 120% achievement of objectives

�� Typical sales incentive payouts

�� Threshold and maximum payments

Global and regional reports are available for Asia Pacific; Europe, Middle East and Africa; and Latin America.



General Industry Salary Budget Survey Report - U.S.

Our General Industry Salary Budget Survey Report - U.S. delivers the latest information on salary increase trends and practices.


This report provides aggregated data on increase percentages for actual salary budgets for the past and current year, along with projected increases for next year — figures most sought after by HR and compensation professionals for effective compensation planning.

Report snapshot

Data are segmented by:



Employee groups covered:

�� Executive

�� Management (excluding executives)

�� Exempt, nonmanagement

Statistics reported on:

�� Merit and total increases reported as a percentage of total base salaries granted in 2017, budgeted in 2018 and projected for 2019

�� Salary range midpoint increases granted in 2017, budgeted in 2018 and projected for 2019

�� The percentage of incumbents who receive variable pay elements (short-term incentives/bonuses and low-cost recognition/spot awards programs) in each applicable employee group

�� The percentage of total base salaries budgeted for short-term incentives/bonuses

�� Targeted Total Rewards mix, including the target percentage of each element

�� Salary increases expressed both as a percentage of incumbents receiving and the average salary increase, at each of the four performance ratings

�� Starting salaries for recent graduates

Also available

General Industry Salary Budget Survey Report - Canada

Global Salary Budget Planning Survey Report This global report captures essential data on actual salary budget increase percentages for the past and current year along with projected increases for next year. It summarizes the findings of Willis Towers Watson’s biannual survey on salary movement around the world. The purpose of this report is to help companies with their compensation planning across the following geographical regions:

�� North America�� Latin America�� Asia Pacific�� Europe, Middle East and Africa

Contact [email protected] for more information.

Did you know?According to the 2017 General Industry Salary Budget Survey Report - U.S.:

Salary increases based on performance rating (exempt, nonmanagement employees)

Highest-rated performer

Average-rated performer

4.5%

2.4%

than those of average performers.

“ Star” performers receive salary increases that are

88% higher

�� Industry classification

�� Profit status

�� Nonexempt salaried

�� Nonexempt hourly

Visit wtwdataservices.com for the participant list and pricing details.





General Industry Compensation Policies and Practices Survey Report - U.S.

The report covers a variety of compensation policies and practices information for executives; management, excluding executives; exempt, nonmanagement; and nonexempt employees.


How do your policies stack up to those of your peers? Key findings will help ensure your organization’s pay policies and practices are competitive.

Report snapshot

Policies and practices reported on:

�� Labor market definition by employee group

�� Short-term incentive pay programs

�� Sales incentives and policies affecting sales personnel

�� Shift and holiday pay differentials

�� Severance pay policies

�� Exempt overtime policies

�� Staffing

�� Tuition assistance

�� Recruitment and retention

�� Work/life policies

�� Deferred compensation plans for executives

�� Company car benefits

�� Regional differentials

Data are broken down by:



�� Profit status

�� Industry

Also available

General Industry Compensation Policies and Practices Survey Report - Canada

For more details, contact [email protected].

Short-term incentives

Tuition reimbursement

Wellness programs

1 32

Did you know?According to the 2017 General Industry Compensation Policies and Practices Survey Report - U.S.:

Top threerecruitment/retention practices





Report snapshot

In addition to the data coverage and segmentations presented on page 3, health care data coverage and segmentation includes:

�� Exempt/nonexempt classifications

�� Overtime eligibility

�� For Profit, not-for-profit and government classifications

�� Operating revenue

�� Number of beds

�� Organization classification

Health Care Compensation Survey Reports - U.S.

How will these reports help you?

Complex forces present a new business model for health care. To succeed amid uncertainty, employers need exceptional talent at all levels to deliver strong performance.

Our health care compensation survey reports will ensure your access to current, in-depth and quality pay data covering all jobs and levels in your organization. What’s more, you’ll receive data on a broad range of health care organizations — from large health care systems to small clinics.

Health Care Administrative and Support Compensation Survey Report - U.S.

Data provide complete coverage of skilled administrative and support personnel.

Snapshot:

Health Care Clinical and Professional Compensation Survey Report - U.S.

Data align compensation with the growing demand for highly skilled health care professionals and emerging specialties.

Snapshot:

Health Care Executive and Management Compensation Survey Report - U.S.

Data will help you attract and retain effective leadership for your organization.

Snapshot:

Health Care Executive and Management Comp Calculator - U.S.

This tool includes the regression-based analysis equations that relate salaries and total pay to organization size. It includes equations for all of the positions in our Health Care Executive and Management Compensation Survey Report - U.S. where a positive correlation exists between organization size and compensation.

Health Care Compensation Policies and Practices Survey Report - U.S.

Data on a variety of compensation policies and practices in the industry will help you stay up to date — and even one step ahead, including:

Snapshot:

�� 378,113 employees�� 1,844 unit locations from 302 organizations

�� Salary increase budgets and range increases�� Paid leave�� Turnover



�� 19 industry classifications �� 151 geographic areas�� 20 job families, 146 published positions

�� Recruitment and retention�� Shift and pay differentials �� Participation: 193 organizations

�� 18 industry classifications�� 248 geographic areas�� 17 job families, 180 published positions

�� 17 industry classifications�� 133 geographic areas�� 33 job families, 188 published positions

Available health care compensation reports and tools



The Health Care Reports Package - U.S. includes the following survey reports:

�� Health Care Administrative and Support Compensation Survey Report - U.S.

�� Health Care Clinical and Professional Compensation Survey Report - U.S.

�� Health Care Executive and Management Compensation Survey Report - U.S.

�� Plus one regression analysis tool: Health Care Executive and Management Comp Calculator - U.S.

Health Care Reports Package - U.S.

Record-high job growth and intense pressure to attract the right talent — from critical-skill employees to executives — are posing enormous challenges for the health care industry. To meet these challenges, you need to make sure your compensation plans are on point.

The comprehensive suite of health care compensation reports features data on many, if not all, of the positions in the health care industry, including pay data for executives, managers, physicians, aides, technology workers, therapists, and support and administrative staff.

Did you know?

�� The health care clinical and professional results include data on over 220,000 intermediate-level staff nurses – RN with a median base salary of $66,300. Results are also provided by geography and area of specialization.

�� Executive and management employees in the Ambulatory Health Care Services industry group with annual salaries of $500,000 or more received the highest average bonuses (32.1% of salary).

�� New York, NY; Newark, NJ; and Bridgeport, CT have the highest percentage of differentials (114.0%) for administrative and support employees.

8787 Biomedical Engineering Technician Not-For-Profit Organizations

See the Compensation Differentials section to estimate compensation for unpublished geographic areas or industry classifications. Additional statistics can be found in our online data analysis tools.

ANNUAL SALARY

BONUS AND/OR OTHER CASH

COMPENSATION TOTAL CASH COMPENSATION SALARY RANGE

ORGS INCS

INCAVG

($000)

ORGAVG

($000) 25th

($000) MEDIAN($000)

75th($000)

% OFINCS

RECVG

INCAVG PAID ($000)

% OFORGS

PAYING

ORGAVG PAID ($000)

% OF ORGAVG SAL

INCAVG

($000)

ORGAVG

($000) 25th

($000) MEDIAN($000)

75th ($000) ORGS

ORGAVG MIN

($000)

ORGAVG MID

($000)

ORGAVG MAX

($000)

SupersectorSupersector: All Health Care Organizations Level U1 45 259 48.7 47.8 41.5 45.5 53.0 12.4 0.7 13.3 0.6 1.3 48.8 47.9 41.5 46.0 53.0 42 41.1 51.7 62.4Level U2 103 830 55.9 56.3 50.0 56.2 61.9 14.8 0.7 16.5 0.8 1.4 56.0 56.4 50.0 56.2 61.9 95 44.6 56.6 68.5Level U3 68 571 67.1 66.9 59.6 67.5 72.7 15.4 0.5 19.1 0.7 1.2 67.2 67.1 59.6 67.7 72.7 61 50.3 63.4 76.6Level U4 24 138 72.8 72.7 64.5 70.3 83.2 10.9 0.8 20.8 1.0 1.3 72.9 72.8 65.2 70.5 83.2 22 52.4 66.4 80.3All Levels 138 1,798 59.7 59.7 53.7 59.2 66.2 16.2 0.6 17.4 0.9 1.5 59.8 59.9 54.0 59.2 66.2 127 46.5 58.8 71.1HospitalsGroup: Hospitals Level U1 44 250 48.9 48.0 41.9 46.6 53.0 12.8 0.7 13.6 0.6 1.3 49.0 48.1 42.0 46.9 53.1 41 41.2 51.8 62.4Level U2 101 800 56.2 56.2 50.2 56.2 61.9 15.3 0.7 15.8 0.7 1.2 56.3 56.3 50.2 56.2 61.9 93 44.6 56.6 68.5Level U3 67 528 67.4 67.0 59.5 67.8 72.7 16.7 0.5 19.4 0.7 1.2 67.5 67.1 59.5 67.7 72.7 60 50.3 63.4 76.5Level U4 24 138 72.8 72.7 64.5 70.3 83.2 10.9 0.8 20.8 1.0 1.3 72.9 72.8 65.2 70.5 83.2 22 52.4 66.4 80.3All Levels 136 1,716 59.9 59.7 53.6 59.2 66.0 16.9 0.6 16.9 0.8 1.4 60.0 59.8 53.7 59.2 66.1 125 46.6 58.8 71.0Industry: General Medical and Surgical Hospitals (Non-Teaching)Level U1 27 126 48.4 48.3 40.9 47.7 55.4 8.7 0.5 14.8 0.5 1.1 48.4 48.3 40.9 47.8 55.4 25 41.8 52.8 63.9Level U2 58 467 56.1 57.0 50.7 56.6 62.2 11.1 0.8 20.7 0.8 1.4 56.2 57.1 50.7 56.7 62.2 51 45.4 57.2 69.1Level U3 31 224 67.5 66.4 58.0 66.2 73.8 9.4 0.5 22.6 0.7 1.3 67.5 66.5 58.1 66.6 73.8 26 50.1 62.9 75.6Level U4 10 68 73.5 72.8 64.7 68.6 81.1 10.0 73.6 72.8 64.7 68.6 81.2 8 50.0 63.8 77.7All Levels 71 885 59.2 59.2 53.6 58.2 65.6 10.8 0.6 21.1 0.7 1.4 59.3 59.4 53.6 58.4 66.0 64 46.7 58.8 70.9Industry: General Medical and Surgical Hospitals (Teaching)Level U1 17 88 45.6 46.7 42.3 45.5 50.9 38.6 0.9 23.5 0.9 1.7 45.9 46.8 42.7 46.0 51.3 16 39.7 49.1 58.5Level U2 39 276 56.6 55.9 48.8 55.6 61.9 18.1 0.6 12.8 0.7 1.2 56.8 56.0 48.8 55.7 61.9 37 43.4 54.8 66.2Level U3 34 267 67.7 68.1 64.6 69.1 72.5 7.5 0.7 17.6 0.9 1.2 67.7 68.3 64.6 69.1 72.4 32 50.6 63.8 77.0Level U4 7 47 72.8 73.1 66.1 72.0 81.1 5.4 1.7 28.6 1.7 2.1 73.1 73.3 66.1 71.9 81.1 7 53.8 67.3 80.8All Levels 57 678 60.5 60.7 53.2 60.5 66.5 21.5 0.7 14.0 1.0 1.5 60.7 60.8 53.2 60.6 66.5 52 46.1 58.0 69.8Industry: Specialty Medical and Surgical Hospitals (excluding Psychiatric and Substance Abuse) All Levels 5 46 58.1 57.8 55.8 57.4 60.0 58.1 57.8 55.8 57.4 60.0 5 48.2 61.3 74.4Industry: Children's Hospitals All Levels 5 60 64.3 64.2 55.3 67.0 71.6 20.0 64.4 64.3 55.4 67.0 71.8 5 49.0 64.0 78.9Industry: All Other Hospitals All Levels 6 47 57.2 60.7 52.0 56.8 68.0 16.7 57.4 60.8 52.0 57.3 68.0 6 47.1 60.3 73.5

Health Care Administrative and Support Compensation Survey Report - U.S.


See the Compensation Differentials section to estimate compensation for unpublished geographic areas or industry classifications. Additional statistics can be found in our online data analysis tools.

SCOPE ANNUAL SALARY

BONUS AND/OR OTHER CASH

COMPENSATION TOTAL CASH COMPENSATION SALARY RANGE

ORGS 25th MEDIAN 75th INCS

INCAVG

($000)

ORGAVG

($000) 25th

($000) MEDIAN($000)

75th($000)

% OFORGS

PAYING

ORGAVG PAID ($000)

% OF ORGAVG SAL

INCAVG

($000)

ORGAVG

($000) 25th

($000) MEDIAN($000)

75th ($000) ORGS

ORGAVGMIN

($000)

ORGAVGMID

($000)

ORGAVG MAX

($000)

SupersectorSupersector: All Health Care Organizations

Total U.S. FTE Employment Under 1,000 9 484 749 813 45 28.8 31.6 25.2 29.6 38.8 11.1 28.8 31.6 25.2 29.6 38.9 7 27.0 32.5 38.01,000 - 1,999 22 1,376 1,533 1,742 219 31.4 32.3 28.9 31.4 35.2 4.5 31.4 32.4 29.0 31.4 35.2 18 27.1 34.3 41.52,000 - 4,999 39 2,678 3,411 4,027 599 32.4 31.3 27.7 31.4 34.2 15.4 0.8 2.7 32.5 31.4 27.7 31.4 34.2 35 26.4 32.8 39.25,000 or More 49 6,641 8,930 11,916 1,654 32.0 31.3 28.0 30.8 34.2 12.2 0.6 1.6 32.0 31.3 28.0 31.0 34.3 39 26.5 33.1 39.6All Orgs. 109 2,340 4,149 8,198 2,517 32.0 31.4 27.7 31.0 34.3 12.8 0.7 2.2 32.0 31.5 27.8 31.1 34.3 91 26.6 33.2 39.7HospitalsGroup: Hospitals

Number of BedsUnder 300 27 167 214 242 189 30.5 30.4 25.6 30.1 32.1 7.4 0.4 30.5 30.4 25.6 30.1 32.1 23 25.7 31.9 38.1200 - 499 44 243 321 428 526 33.2 31.8 28.4 31.6 34.3 9.1 0.7 2.0 33.2 31.9 28.4 31.7 34.3 41 26.8 33.4 40.0350 - 999 52 474 571 728 1,185 31.3 31.0 27.2 31.1 34.4 15.4 0.9 2.8 31.4 31.2 27.2 31.4 34.5 44 26.6 33.4 40.3500 or More 55 648 800 1,267 1,817 31.8 31.2 27.8 30.8 34.2 16.4 0.7 2.3 31.9 31.3 27.8 31.0 34.2 44 26.1 32.7 39.3All Orgs. 101 321 510 819 2,395 32.1 31.3 27.7 31.0 34.3 13.9 0.7 2.2 32.1 31.4 27.8 31.2 34.3 85 26.5 33.1 39.6Industry: General Medical and Surgical Hospitals (Non-Teaching)

Number of BedsUnder 300 17 115 210 243 134 30.0 30.0 25.3 30.5 31.9 11.8 0.4 30.1 30.0 25.3 30.5 31.9 15 25.7 31.9 38.0200 - 499 25 236 307 361 232 31.7 31.2 28.0 31.2 33.2 4.0 31.7 31.3 28.0 31.2 33.2 23 26.2 32.8 39.4350 - 999 21 452 545 716 491 31.3 29.9 26.2 30.8 33.7 19.0 0.9 3.0 31.5 30.0 26.8 31.3 33.7 19 25.5 32.0 38.5500 or More 19 556 757 1,538 571 33.0 31.0 26.3 31.8 34.9 36.8 0.6 1.8 33.2 31.2 26.5 31.8 34.9 16 25.9 32.5 39.0All Orgs. 48 243 361 683 848 32.4 30.9 27.3 31.1 34.1 18.8 0.6 1.8 32.5 31.0 27.3 31.3 34.2 42 26.3 32.7 39.1

Health Care Clinical and Professional Compensation Survey Report - U.S.

8920 Laboratory Aide Not-For-Profit Organizations

Willis Towers Watson Data Services Page 201


Financial Services Executive

�� 170+ participating organizations�� 6,000+ incumbents�� 180+ executive benchmark positions in 29 functions, including functions unique to the financial services industry as well as those common to all industries �� Data segmented by assets, in addition to the data segments presented on page 3

Financial Services Middle Management, Professional and Support

�� 200+ participating organizations�� 405,000+ incumbents reported�� 99 functions and up to 700 disciplines, including those unique to the financial services industry as well as those common to all industries �� Data segmented by assets, in addition to the data segments presented on page 3

Fintech

All industries are embracing technology, and the financial services industry is no exception. New operating business models, a changing and more complex regulatory context, and a shift in how capital is invested is all due to technological advances and digitalization. This new survey focuses on jobs that use technology to make financial services more efficient.

�� More than 120 executive benchmark positions in 34 functions�� More than 360 middle management and professional disciplines in 61 functions

Energy Services Executive

�� 115+ participating organizations�� 4,100+ incumbents reported�� 185+ executive benchmark positions in 53 functions, including functions unique to the energy services industry as well as those common to all industries

Energy Services Middle Management, Professional and Support

�� 145+ participating organizations�� 238,000+ incumbents reported�� 59 functions and 550+ disciplines, including those unique to the energy services industry as well as those common to all industries �� Data segmented by nuclear/nonnuclear, in addition to the data segments presented on page 3

Energy Marketing and Trading

�� 50+ participating organizations�� 5,500+ incumbents reported�� 20 executive benchmark positions and 54 middle management and professional disciplines unique to energy marketing and trading in 11 functions �� Data segmented by type of commodity, and gross trading and marketing revenues, in addition to the data segments presented on page 3

Designing pay plans that fit within your budget and are also robust enough to attract the right workforce to support your business strategy is a challenging balancing act. Our reports enable you to tackle business-specific compensation challenges across a variety of industries.

To provide broad support to your compensation planning efforts, we offer significant savings on industry-specific reports when purchased with the general industry results, which are available to participants only. Industry-specific data are collected throughout the year. Visit wtwdataservices.com for more information.

New for2018

Sub-industries: Asset-Based Finance, Asset Management, Corporate Banking, Insurance, Private Banking/Wealth Management Retail Banking, Securities Operations, Transaction Services

Industry-specific compensation survey reports – U.S.At a glance




High Tech Executive

�� 120+ participating organizations�� 12,500+ incumbents reported�� 190+ executive benchmark positions in 42 functions, including functions unique to the high-tech industry as well as those common to all industries

High Tech Middle Management, Professional and Support

�� 130+ participating organizations�� 600,000+ incumbents reported�� 49 functions and 570+ disciplines, including those unique to the high-tech industry as well as those common to all industries

Retail/Wholesale Executive

�� 85+ participating organizations�� 4,250+ incumbents reported�� 170+ executive benchmark positions in 49 functions, including functions unique to the retail/wholesale industry as well as those common to all industries

Retail/Wholesale Middle Management, Professional and Support

�� 100+ participating organizations�� 530,000+ incumbents reported�� 51 functions and 490+ disciplines, including those unique to the retail/wholesale industry as well as those common to all industries�� Data segmented by retail segment, in addition to the data segments presented on page 3

Pharmaceutical and Health Sciences Executive

�� 65+ participating organizations�� 3,500+ incumbents reported�� 185+ executive benchmark positions in 38 functions, including functions unique to the pharmaceutical and health sciences industries as well as those common to all industries �� Data segmented by scope of responsibility, in addition to the data segments presented on page 3

Pharmaceutical and Health Sciences Middle Management, Professional and Support

�� 50+ participating organizations�� 125,000+ incumbents reported�� 46 functions and 450+ disciplines, including those unique to the pharmaceutical and health sciences industries as well as those common to all industries �� Data segmented by scope measures, in addition to the data segments presented on page 3

Media Executive

�� 60+ participating organizations�� 2,500+ incumbents reported�� 145+ executive benchmark positions in 43 functions, including functions unique to the media industry as well as those common to all industries

Media Middle Management, Professional and Support

�� 65+ participating organizations�� 120,000+ incumbents reported�� 50 functions and 450+ disciplines, including those unique to the media industry as well as those common to all industries

Need industry-specific data? Participate in our industry-specific surveys and benefit from a deeper dive into jobs and functions tailored to your industry requirements.

Contact us at [email protected] for more information.


Visit wtwdataservices.com for a complete list of functions, executive benchmarks and disciplines surveyed; the participant list; and pricing details.

We also suggest: Long-Term Incentives, Policies and Practices Report - U.S. (page 13)

* Data segmented by primary medium, in addition to the data segments presented on page 3




When it comes to crafting an effective compensation plan for your organization, the right data matter. And when you can’t find the answers you need from traditional compensation survey sources, a customized survey — designed and managed by Willis Towers Watson Data Services — can be the right solution.

By partnering with us on a custom survey, you’ll have access to a dedicated team of experienced survey experts who are knowledgeable in every aspect of custom survey administration, from survey design to promoting survey participation, cleaning data submissions and interpreting results.

Together, we’ll work to uncover your organization’s unique compensation and benefit challenges, and use that information to design and deliver a targeted custom survey to help address them.

Top three reasons a custom survey is right for your organization

You have unique or industry-specific positions for which market pay data are limited.

You want to sponsor a survey tailored to your specific organizational goals, and need the expertise and independence of a reputable survey provider to ensure decision-quality, confidential results.

You want to offer a valuable benefit to your association members.

Our proven custom survey approach

We follow a rigorous, multifaceted process to ensure your custom project is delivered on time and on budget, and adheres to your organization’s professional excellence quality standards.

Thoughtful survey design�� Active involvement in the survey scope, design and process development

�� A clear, concise and easily completed data submission process that uses web-based technology

�� Careful consideration of the types of data and elements collected and potential reports required, including any geographic or other relevant scope parameters to ensure accurate competitive comparisons

�� Meaningful statistical approaches and reporting formats

A commitment to data quality�� Dedicated participant support to ensure accuracy, comparability and reliability of all data submissions

�� Careful review and auditing of all data using our proprietary analysis models and processes

Informative survey results�� Factual, relevant and industry specific

�� User-friendly presentation formats delivered in your choice of output: printed or via our proprietary online applications

�� Confidential and compliant with all U.S. Department of Justice Safe Harbor guidelines for summarizing and displaying data

Exceptional project management�� Kickoff meeting to confirm objectives, project scope, timeline and expected deliverables

�� Ensure that employers or members receive the data collection materials and follow up to encourage timely submissions

�� Responsive to participant questions and needs throughout the entire survey process

�� Emphasis on maximizing efficiency and minimizing unnecessary costs and time delays

An experienced team�� Decades of experience conducting custom surveys to gain efficiencies and ensure high-quality results

�� Dedicated resources to provide ongoing survey support during the year that addresses questions related to data interpretations, invoices and more

1

2

3

Custom compensation and benefit surveysAdditional services



Survey experience and expertise you can trust

We have over 350 dedicated survey specialists who understand their local markets and have relationships with a wide range of companies that contribute to our compensation database. And we produce more than 1,000 surveys annually, which include data on over 15 million incumbents. Let us bring that expertise to your next custom project.

Let’s get started

Let our experienced and knowledgeable survey experts help you design and deliver a custom survey to address your organization’s most challenging and unique compensation and benefit needs.

To learn more or to request a proposal, contact our Custom Survey team at +1 800 645 5771 or [email protected].

Custom survey snapshot

More than 50 surveys conducted annually

Positions covered ranging from one to over 100

Scope ranging from cash compensation only to Total Rewards (cash and employer cost of benefits)

More than 1,000 participants



Global data purchasing program

Creating a reward program that’s globally consistent and adaptable to local needs can be a challenge. To help, Willis Towers Watson has developed a global data purchasing program that centralizes survey participation, reports publishing and invoicing so you can design — and deliver — competitive global compensation programs with ease and efficiency.

Key benefits of our global data purchasing program

450+ clients choose us to be their trusted global data purchasing partner.

Globally consistent job-matching methodology across industry surveysEnsure better alignment of roles and internal levels across numerous entities and locations by participating in our surveys, which use a combination of career bands/levels and global grades to align internal structures with market pay levels.

Significant savingsAvoid future price changes with one-, two- or three-year data purchasing agreements that lock in pricing at the current rate. Discounts are determined by the duration, total annual spend and number of countries included in the agreement.

Centralized governanceAchieve greater efficiency in managing your global pay budget — and greater control of your salary survey spending — by centralizing the reward planning process.

Dedicated account managementReceive exceptional service, answers to all of your data-related questions and guidance on the survey participation process from your own assigned support team.

Contact our Global Data Account Management team at +1 800 645 5771 or [email protected].

Our global data purchasing program can help you take the complexity out of global compensation planning by centralizing activities; reducing costs; improving efficiencies; and providing superior, dedicated client support. For more information, contact us today.

Additional services




The world’s most trusted Executive Compensation Data

Willis Towers Watson offers an exclusive Global Executive Data Member program. Submit data for all of your executive jobs in a single global data submission workbook. Benefit from exclusive global purchasing options, a 25% discount on select reports and a dedicated survey team — comprised of a data specialist and an executive compensation consultant — to help you submit data and interpret survey results.

Contact our Client Care team at +1 800 645 5771 or [email protected] for more details on our newly enhanced global executive survey offerings and Global Executive Data Member program and discounts.

Sound and defensible decisions about executive pay require transparent, decision-quality data that boards and shareholders can trust. For compensation committees and executive compensation professionals the world over, Willis Towers Watson’s Executive Compensation Data is the only logical choice.

Participate in Willis Towers Watson’s executive compensation surveys and gain access to the most robust and up-to-date compensation benchmarking data available. Our executive compensation surveys offer unrivaled peer group, job and country coverage, yielding results on more benchmark jobs and in more countries than any other source. Our surveys cover more than 140 cross-industry benchmarks and up to 850 industry-specific benchmarks in select geographies. Also, Willis Towers Watson executive compensation consultants can help with data analyses, including total spend, projected pay analysis, pay-for-performance alignment and detailed analysis from disclosures.

Additional services



Global General Industry Long-Term Incentives Survey Report

International Modifications

Modifications - Last 12-18 Months Thirty-three percent of the organizations have made plan design modifications within the last 12-18 months to reflect tax and legal issues outside the home country. Of those making modifications, 28% have modified the form of award agreement.

The most common modifications that have been made in the last 12-18 months are:

MODIFICATION % of

Organizations # of

OrganizationsModified form of award agreement 28% 13 Changed how awards are settled 26% 12 Changed to units rather than shares 15% 7Changed vesting 13% 6Changed termination provisions 11% 5Added provisions which require forced sale of shares upon certain events 6% 3Introduced a qualified plan 2% 1

Challenging Issues and Expected Changes - Next 12 Months Most organizations (71%) have challenges with global LTI plans. By far, the number one challenge in the next 12 months is determining the appropriate LTI award size outside the home country.

CHALLENGING ISSUES AND EXPECTED CHANGES Challenging Issues

which are Most Concerning Expected Changes

to International LTI Plans % of

Organizations # of

Organizations % of

Organizations # of

Organizations Plan Design Introduce Stock Options/SARs 5% 5 --- ---Introduce Restricted Stock/RSUs 7% 7 6% 5Introduce Performance Shares or Cash 4% 4 7% 6Eligibility and/or Receivership More restrictive eligibility outside the home country 14% 14 10% 8More restrictive receivership outside the home country 11% 11 8% 7Award Sizes/Global Grant Guidelines Market data review of award sizes 72% 73 67% 56Move to differentiate awards by country 30% 30 30% 25Create new grant guideline structure 33% 33 37% 31 Tax and Legal Issues Use RSUs rather than Restricted Stock 4% 4 1% 1Foreign exchange in China (SAFE) 22% 22 12% 10 Treatment of globally mobile recipients 41% 41 21% 18Seek tax-qualified treatment in certain jurisdictions 15% 15 10% 8No Challenging Issues/No Expected Changes 29% 42 41% 59

Towers Watson Data Services

Global General Industry Long-Term Incentives

Survey Report

Grant Values by Country

Asia Pacific Region (continued)

AUSTRALIAGLOBAL TOTAL SAMPLE (AUSTRALIA - 1.00 USD = 1.28 AUD)

Salary Ranges (000) - (AUD)

LTI Award Value - USD (000) LTI Award Value - % of Base Salary # ofResponses

25th Median 75th 25th Median 75th

Greater Than 640 --- --- --- --- --- --- 2

512 - 640 68 158 304 15 38 67 8

384 - 512 103 128 242 30 39 75 37

320 - 384 47 67 135 18 24 49 44

256 - 320 36 55 81 17 25 35 69

224 - 256 27 35 55 14 19 29 56

192 - 224 20 30 45 12 18 28 64

160 - 192 12 18 33 9 14 24 64

128 - 160 10 17 22 8 15 19 53

102 - 128 7 12 17 8 14 18 35

77 - 102 3 7 10 5 9 13 23

51 - 77 3 5 10 5 10 20 12

Less Than 51 --- --- --- --- --- --- 0

UNITED STATES TOTAL SAMPLE (AUSTRALIA - 1.00 USD = 1.28 AUD)

Salary Ranges (000) - (AUD)

LTI Award Value - USD (000) LTI Award Value - % of Base Salary # ofResponses

25th Median 75th 25th Median 75th

Greater Than 640 --- --- --- --- --- --- 1

512 - 640 50 156 312 11 36 68 7

384 - 512 110 150 260 31 44 80 31

320 - 384 45 64 131 17 23 48 36

256 - 320 37 55 77 17 25 34 57

224 - 256 26 38 56 14 20 30 49

192 - 224 20 31 45 12 19 29 57

160 - 192 12 18 32 9 13 23 55

128 - 160 9 17 23 8 15 20 45

102 - 128 7 12 17 7 14 18 29

77 - 102 4 7 10 6 10 14 21

51 - 77 3 6 10 5 11 21 11

Less Than 51 --- --- --- --- --- --- 0

Towers Watson Data Services


Custom Long-Term Incentive AnalysisParticipants can also purchase a custom analysis, which will include results based on their peer organizations.

Global General Industry Long-Term Incentives Survey Report


Multinational organizations face a growing challenge in managing and deploying top talent worldwide. Having the right incentives to drive performance is a key part of the equation. Compare your organization’s LTI investment with the latest information and insights.

Report snapshot

The Global General Industry Long-Term Incentives Survey Report (previously called the General Industry International Long-Term Incentives Survey Report) is a premier source for information on global long-term incentives. The 2018 survey report covers international LTI policies, practices and fair values* of major multinational companies, including:

�� Home country incumbents to enhance grant value tables by including all incumbents receiving LTI

�� Hard-to-find expected LTI grant date fair values in approximately 60 countries based on accounting value methodology, including breaks by U.S. and EMEA only companies as well as a revenue break by U.S. companies

�� Market trends, including key issues identified by participants

�� Prevalence of different types of LTI plans

�� Eligibility and participation policies, plus participation statistics by lowest salary for those receiving grants

*Fair value is the per share value of the award at grant as calculated under International Financial Reporting Standards (IFRS 2), or the equivalent standard under local country Generally Accepted Accounting Principles.

Also available

Global Pharmaceutical and Health Sciences Long-Term Incentives Survey ReportA subset of the Global General Industry Long-Term Incentives Survey database, the report provides detailed information about international LTI policies and practices and global grant values of major multinational pharmaceutical and health sciences companies.

Global reports


We also suggest: Global 50 Remuneration Planning Report (page 29)





Global 50 Remuneration Planning Report

The Global 50 Remuneration Planning Report is the most comprehensive and globally consistent compensation and benefit planning tool for multinationals.


Gain reliable and consistent compensation, benefit and economic information in a user-friendly and consistent format, designed for busy multinationals.

Report snapshot

Offering easy comparisons among jobs across countries, each country-level report typically includes:

�� Compensation trends, including salary increases, variable pay and equity share participation

�� Statutory and occupational employee benefits and perquisites

�� Public holidays and annual leave

�� Economic growth, inflation and key highlights within the employment and reward environment

�� A snapshot of the relative wealth or purchasing power of employees by region and country

�� Base and variable pay practices based on the Willis Towers Watson Global Grading System (GGS)*

�� Regional and country comparisons on net and gross salaries

�� The ability to convert data to a single currency

*GGS, a job-leveling tool, provides opportunities for a tailored implementation within a rigorous and defensible process for job evaluation. It also ensures consistency in the development of a career framework that balances internal equity and external competitiveness.

Jobs

Support through executive-level jobs are covered.

Job families

�� Administration

�� Engineering

�� Finance

�� General management

�� Human resources

�� Information technology

�� Logistics and purchasing

�� Manufacturing

�� Marketing

�� Research and development

�� Sales

Methodology

Our methodology covers Total Rewards practices based on the Willis Towers Watson Global Grading System.

Asia Pacific

AustraliaChina Hong KongIndiaIndonesia

JapanMalaysiaPhilippinesSingaporeSouth Korea

TaiwanThailandVietnam

Central and South America

ArgentinaBrazilChile

ColombiaMexicoPeru

Puerto RicoVenezuela

North America

Canada United States

Europe, Middle East and Africa

AlgeriaAustriaBelgiumBulgariaCzech RepublicDenmarkEgyptFinlandFranceGermanyGreeceHungaryIreland

IsraelItalyKazakhstanLuxembourgMoroccoNetherlandsNigeriaNorwayPolandPortugalRomaniaRussiaSaudi Arabia

SlovakiaSloveniaSouth Africa Spain SwedenSwitzerlandTunisiaTurkeyUkraineUnited Arab

EmiratesUnited Kingdom

60 countries covered

Global reports


Benefits Profiles, Employment Terms and Conditions Report

The Benefits Profiles, Employment Terms and Conditions Report provides your organization with high-quality and up-to-date insights into local employment legislation and employee benefits, as well as market practice reports.


This report provides answers to questions such as:

�� Where do I find out about national labor laws and regulations when entering a new country?

�� My company operates in different countries. How do I build employee benefit programs that are competitive and cost effective in all of them?

�� What’s new in mandatory and voluntary employee benefit programs?

�� What options do I have in meeting employer obligations while remaining aligned with our global reward philosophy?

Report snapshot

Employment Terms and Conditions Report Summary of national labor laws and regulations:

�� Start of employment: employment contract requirements, trial periods and recruitment issues

�� Active employment: compensation and its components, working hours, holidays and annual leave, equal opportunity and training requirements

�� Social affairs and industrial relations: collective bargaining, labor unions, works councils and industrial action

�� End of employment: types of termination, notice and severance requirements, organizational changes and collective dismissals

Benefits Profiles Summary of national social security systems and the mandatory and voluntary employee benefit programs that supplement the system:

�� Retirement, survivors’ and disability benefits

�� Health care, cash sickness and workers compensation benefits

�� Maternity and parental leave benefits

�� Unemployment and family allowances

�� Employer and employee costs, including standard social security contribution

Asia Pacific

Australia Bangladesh Cambodia China Hong Kong IndiaIndonesia

JapanLaosMalaysiaMyanmarNew ZealandPhilippinesSingapore

South Korea Sri LankaTaiwanThailandVietnam

Central and South America

ArgentinaBrazil

ChileColombia

Mexico

North America

Canada United States

Europe, Middle East and Africa

AlgeriaAustriaBahrainBelgiumBulgariaCroatiaCyprusCzechiaDenmarkEgyptEstoniaFinlandFranceGermany

GreeceHungaryIranIrelandIsraelItaly LatviaLithuaniaLuxembourgNetherlandsNorwayPolandPortugalQatar

Romania RussiaSaudi ArabiaSlovakiaSloveniaSouth AfricaSpainSwedenSwitzerlandTurkeyUkraineUnited Arab

EmiratesUnited Kingdom

67 countries covered

Global reports

Global, regional and country reports are available.




Did you know?According to the 2017 Company Car Benefits Survey Report:

Company Car Benefits Survey Report

Managing a company car policy is a continuous challenge. The ultimate policy will ideally represent a win-win for the employer and employee alike, aligning cost efficiency, business needs and employee perception to name a few.


Use this report data to drive your company car program to optimal performance across the globe.

Report snapshot

Covering 78 countries across Asia Pacific, Europe, Middle East and Africa, our surveys cover positions that are common to all industries, as well as key positions that are specific to the following sectors: Energy and Natural Resources, Financial Services, High Tech, Media, Pharmaceutical and Health Sciences, and Retail.

�� Eligibility for company car or car allowances�� Type of car (financing method, car make and model, maximum cost)�� Personal use of company cars �� Replacement period�� Employee options to purchase company car�� Car purchase bonus (in lieu of a company car) (Latin America)�� Company-financed employee private car purchase (Latin America and Asia Pacific)�� Use of employee personal cars for business�� Decision making�� Policy review �� Part-time jobs eligible for car benefit�� Trade-up/trade-down of car benefit�� Car accessories and other features (options, prohibited vehicles)�� Fuel

�� Tires�� Other running costs (car wash, road assistance, maintenance and repair)�� Tax treatment highlights�� Chauffeur �� Promotions/changes of position �� Accidents/damages/penalties�� Insurance (Mexico) �� Second car (Latin America)�� Security items (Mexico)�� Car allowances (in lieu of a company car)�� Car/cash alternatives�� Miscellaneous (garage/parking, congestion charges, highway toll charges)�� Expatriates (Latin America)�� Motorcycles�� Green initiatives (carbon dioxide ceilings, policy changes)

Car benefits by position (career bands/levels and global grades grouped by job functions and disciplines)

�� Car benefit type�� Car eligibility criteria (job requirement/job status)�� Top three makes/models/ engine sizes�� Car purchase cost�� Contract hire/operating lease�� Finance lease�� Car allowance�� Car purchase bonus (in lieu of a company car) (Latin America)

Car benefits policies and practices Car benefits by position

Top 3 planned changes to car benefit policies by region/subregion

1st

2nd

3rd

Western Europe Asia Pacific Latin America

Introduction of more environmentally friendly cars

Introduction of the possibility to choose between a company car or a cash allowance

Makes and models allocated

Introduction of a flexible benefit scheme allowance

Restriction of the company car benefit provision


Phase out from a company car policy to a cash allowance policy

Acquisition/ Financing method


Global reports


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Our experts go beyond data to communicate insights and related trends relevant to Data Services, specific to each region where we have a presence: Asia Pacific; the Americas; and Europe, Middle East and Africa.

Visit willistowerswatson.com/beyond-data to learn more about how these trends and insights can affect your business. Here you will find a wealth of information addressing key issues and hot topics, all meant to educate and inspire your compensation planning process.

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http://willistowerswatson.com/beyond-data


Willis Towers Watson Data ServicesWillis Towers Watson Data Services is a leading provider of compensation, benefit and employment practice information to the global employer community. Our databases are recognized worldwide as a premier source of current data for compensation planning.

Willis Towers Watson Data Services44 South Broadway, 13th FloorWhite Plains, NY 10601-4411T +1 800 645 5771 F +1 914 289 [email protected]

About Willis Towers WatsonWillis Towers Watson (NASDAQ: WLTW) is a leading global advisory, broking and solutions company that helps clients around the world turn risk into a path for growth. With roots dating to 1828, Willis Towers Watson has over 40,000 employees serving more than 140 countries. We design and deliver solutions that manage risk, optimize benefits, cultivate talent, and expand the power of capital to protect and strengthen institutions and individuals. Our unique perspective allows us to see the critical intersections between talent, assets and ideas — the dynamic formula that drives business performance. Together, we unlock potential. Learn more at willistowerswatson.com.

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