a 2013 ospe salary survey

8/10/2019 A 2013 OSPE Salary Survey

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2013CA OSPE: ONTARIO SOCIETY OF PROFESSIONA

ENGINEERS EMPLOYER COMPENSATION SURVEY

MEMBER MARKET SUMMARYSURVEY REPORT


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2013 Mercer LLC. All rights reserved. 400 West Market Street, Suite 700, Louisville, KY 40202-3415

Argentina

Australia

Austria

Belgium

Brazil

Canada

Chile

China

Colombia

Czech Republic

Denmark

Finland

France

Germany

Hong Kong

India

Indonesia

Ireland

Italy

Japan

Malaysia

Mexico

Netherlands

New Zealand

Norway

Peru

Philippines

Poland

Portugal

Saudi Arabia

Singapore

South Korea

Spain

Sweden

Switzerland

Taiwan

Thailand

Turkey

United Arab Emirates

United Kingdom

United States

Venezuela

Published Date: September2013

Data Effective Date:June1, 2013

Mercer is providing this survey information to its clients to permit them to make independent decisions regarding salaries and benefits.

Because the exchange of salary and benefit information among competitors may be construed in certain circumstances as a means to facilitate

an antitrust violation, Mercer has taken appropriate steps in collecting and disseminating this information in order to avoid such perceptions.

Survey materials and the data contained therein are copyrighted works owned exclusively by Mercer and may not be copied, modified, sold,

transformed into any other media, or otherwise transferred in whole or in any part to any party other than the named subscriber, without prior

written consent from Mercer.

For further information, please contact your local Mercer office or visit our web site at: www.imercer.com


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OSPE | 2013 Employer Compensation Survey

2013 Mercer LLC and the Ontario Society of Professional Engineers. All rights reserved including the right to reproduce this document or any portion thereof in anyform.

MESSAGE FROM THE CHAIR

Paul Acchione, P.Eng.President and Chair

Ontario Society of Professional Engineers (OSPE)

The OSPE Employer Compensation Surveyrepresents the results of an in-depth market research studyconducted annually amongst employers of engineers. This comprehensive survey has been conductedwith Ontarios engineers for over 50 years and remains the authoritative source on hiring trends andcompensation levels for engineers in Ontario.

In 2013, the Ontario Society of Professional Engineers (OSPE) once again partnered with Mercer toconduct the survey. As in previous years, the survey implementation was overseen by an advisorycommittee comprised of representatives from industry, engineering and human resources tasked withensuring the collection of the most comprehensive and relevant data possible.

Data were included from 212 organizations in 2013. This included compensation data for over 15,400engineers across all major industry groups, in both the private and public sectors.

I personally thank all the organizations that took part in the survey this year, many of which are returnparticipants from prior years. The support of these organizations remains critical to the success of thesurvey.

On behalf of the Ontario Society of Professional Engineers, I sincerely hope that you will find theresults of the 2013OSPE Employer Compensation Surveya valuable resource for your organizationscontinuing success.


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2013 Mercer LLC and the Ontario Society of Professional Engineers. All rights reserved including the right to reproduce this document or any portion thereof in anyform.


The2013OSPE Employer Compensation Surveypackage, including all aspects and modifications thereof (hereafterreferred to as the Survey), contains the proprietary information of Mercer and the Ontario Society of Professional

Engineers. No part of the Survey may be reproduced or transmitted in any form or by any means, electronic or

mechanical, including photocopy, or information storage and retrieval systems, without the prior written consent of

Mercer and the Ontario Society of Professional Engineers. Redistribution or reproduction of the material is expressly

forbidden.

The information and data contained in this report are for information purposes only and are not intended nor implied

to be a substitute for professional advice. In no event will Mercer or the Ontario Society of Professional Engineers be

liable to you or to any third party for any decision made or action taken in reliance of the results obtained through the

use of the information and/or data contained or provided herein.

The use of the Survey is limited to the original buyer or recipient. The Survey is intended for the internal use of the

buyer only. No management consulting firm, research agency or other comparable organization is authorized to use

the Survey without the express written consent of Mercer and the Ontario Society of Professional Engineers.

Mercer

Information Solutions161 Bay Street, P.O. Box 501Toronto, Ontario M5J 2S5Telephone: 800 333 3070Email: [email protected]

Ontario Society of Professional Engineers

4950 Yonge Street, Suite 502Toronto, Ontario M2N 6K1Telephone: 416 223 9961Email: [email protected]


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OSPE | 2013 Employer Compensation Survey Table of Contents

2013 Mercer LLC and the Ontario Society of Professional Engineers i

Table of Contents

Using the Survey ResultsIntroduction....................................................................................................................................................................................... 1

Advisory Committee ......................................................................................................................................................................... 1

Survey OverviewConfidentiality and Privacy ............................................................................................................................................................... 2

About OSPE..................................................................................................................................................................................... 2

Data in This Report........................................................................................................................................................................... 3

The OSPE Employer Compensation Survey Detailed Report Findings & MercersReporting Tool Premium Access ...................................................................................................................................................... 3

Terms and Definitions ...................................................................................................................................................................... 4

OSPE Regions ................................................................................................................................................................................ 5

Industry Groupings .......................................................................................................................................................................... 6

Sample OverviewSample Size by Engineering Responsibility Level ............................................................................................................................ 7

Distribution of Incumbents by Location............................................................................................................................................. 7

Spread of Actual Years from Graduation.......................................................................................................................................... 7Standard Work Week ....................................................................................................................................................................... 8

Compensation DataCompensation Data by Engineering Level ....................................................................................................................................... 9

Compensation Data by Primary Industry ........................................................................................................................................ 10

Base Salary by Year of Graduation ................................................................................................................................................ 11

Compensation Data by Location..................................................................................................................................................... 12

Participant ListClick here to open attachments panel

Classification Guide of Engineering Responsibility Levels................................................................................ 13

Mercer ServicesAbout Mercer.................................................................................................................................................................................. 15
http://showhidefileattachment/http://showhidefileattachment/


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OSPE | 2013 Employer Compensation Survey Using the Survey Results

2013 Mercer LLC and the Ontario Society of Professional Engineers

USING THE SURVEY RESULTS

IntroductionMercer and the Ontario Society of Professional Engineers (OSPE) are pleased to present the results of the 2013OSPE Employer Compensation Survey. This survey provides current data with respect to actual compensation

levels for professional engineers in Ontario.

The 2013 OSPE Employer Compensation Survey, conducted under the auspices of OSPE on behalf of its membersand their employers, is designed to:

Establish meaningful criteria for levels of engineering responsibility for the benefit of both engineers andemployers of engineers; and

Provide current data with respect to actual compensation levels for engineering work.

Advisory CommitteeOSPE maintains an Employer Compensation Survey Advisory Committee comprised of both human resources

professionals and professional engineers from a variety of industries. We would like to thank the Committee for itsefforts and continuing dedication to this survey. The 2013 Advisory Committee was comprised of the followingmembers:

Ray GivensCommittee ChairGivens Engineering Inc.

Carolyn Philps, CHRPManager, Human ResourcesMMM Group Limited

Adele Argirakis, CHRP

Human Resources DirectorCrossey Engineering Ltd.

Dominic Macchia, CHRPDirector, HRDragados Canada Inc.

Caroline E. StewartSenior Compensation AdvisorBombardier Aerospace

Joanne GreeneManager, Compensation & Benefits

City of Toronto

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OSPE | 2013 Employer Compensation Survey Survey Overview


SURVEY OVERVIEW

The 2013 OSPE Employer Compensation Surveyresults represent salary data submitted by 212 organizationscovering more than 15,400 incumbents, across six engineering responsibility levels. All salary data are based onrates paid effective June 1, 2013. Incentive data included are based on the most recent awards or most recentlycompleted fiscal year. All figures are reported in thousands of Canadian dollars for full-time equivalent employees.

2013 OSPE Employer Compensation Survey Profile

Organizations Participating in the Survey.................................................................................. 212

Engineers Represented........................................................................................................ 15,448

Date Effective.............................................................................................................June 1st, 2013

All data in these results have been reviewed and verified for accuracy. Where necessary, individual responses havebeen verified with participants. Mercer reserves the right to exclude data which it considers statistically invalid orwhich may result in a breach of confidentiality for any survey participant.

Confidentiality & Privacy

Mercer ensures all data collected for this survey are treated as confidential. In instances where these data may beused in other OSPE survey reports, such as custom analyses, company names may appear in the participant list.The 2013 OSPE Employer Compensation Surveydata do not form part of Mercers general industry database.Summary statistics from the OSPE Employer Compensation Surveyare published in electronic format as a PDF forboth employers and OSPE members. In addition, summary statistics can be queried in Mercers Reporting Tool(available to employers only). In all cases, it is Mercers policy to continue to maintain the confidentiality of all datasubmitted during the data collection process. Mercer is committed to protecting the privacy of employee data and tomeeting its obligations under Canadian privacy law.

Mercers confidentiality policy is to report data only where a minimum sample size guarantees that all individualinputs and salary records are fully masked and protected. In all cases, Mercer maintains the highest level of datasecurity and ensures confidentiality of all data submitted.

About OSPE

The Ontario Society of Professional Engineers (OSPE) is the Voice of Ontarios Engineers. OSPE promotes andsupports excellence in all aspects of engineering by enhancing the professional recognition of Ontarios 70,000+professional engineers among employers and all levels of government; increasing their public profile; and advancingtheir economic interests by offering exemplary continuing education, career advancement and affinity programs. Formore information, please visit www.ospe.on.ca.

If you have any questions about the history of the salary surveys or OSPE services, please contact OSPE:

Phone: 416 223 9961 (Toll Free: 1 866 763 1654)

Email: [email protected]

Mail: Ontario Society of Professional Engineers4950 Yonge Street, Suite 502Toronto ON M2N 6K1

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Data in This Report

Base salary and total cash compensation figures are reported in this Member Market Compensation Summary onthe following basis:

By Engineering Responsibility Level By Primary Industry By Year of Graduation By Incumbent Location

The OSPE Employer Compensation Survey -Detailed Report Findings & Mercers Reporting Tool Premium Access

The complete findings of the OSPE Employer Compensation Survey are available to members in PDF format and toemployers of engineers in Ontario in Mercers reporting tool, an online database. These products afford users of thesurvey the opportunity to analyze base salary, incentives granted as a percentage of salary, and total cashcompensation based on the following scopes:

Engineering Responsibility Level Year of Graduation

Primary Industry Incumbent Location Job Type Revenue/Operating Budget # of Engineers Employed in Ontario

Incentive Eligibility Gender* Overtime Eligibility*

Total Number of Employees*

Engineering Discipline*

Annual Incentive Target (% of Base)

Unionized

Participant employers may use the Premium Edition of Mercers reporting tool to analyze the survey data in non-standard categories (i.e., define custom cuts of the data).

Example: Total cash for Level C employees that graduated in 1995 and work in Durable Manufacturingorganizations with revenues of less than $150 million.

*Mercers reporting tool Premium Edition only

Mercers reporting tool Premium access to survey report data allows participant employers to request custom peergroups by organization name for an additional fee of $325.

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Terms & Definitions

Num OrgsThe number of organizations reporting information for the position.

Num ObsThe number of incumbents for which information is reported.

RatesRates represent actual base salary and variable pay information, and Year(s) from Graduation values.

Base SalaryEach incumbents base salary information is given equal weight in the computation of the statistics. The resultstherefore reflect the influence of those organizations reporting multiple incumbents.

Total Cash CompensationAnnual base salary and incentives, if any, for all incumbents in the sample whether or not they were eligible for orreceived an incentive. Each incumbent is given equal weight in the computation of the statistics. The resultstherefore reflect the influence of those organizations reporting multiple incumbents.

Average (Mean)The sum of the rates reported divided by the number of rates in the sample (also known as the Mean).

Low & High ValuesLow and high values reported represent the top and bottom of the mid-range for competitive pay. Detailed quartileand decile statistical analyses are available in the full report.

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OSPE Regions

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Industry GroupingsThis page summarizes the industry groupings for reporting and further analysis in Mercers reporting tool:

Consulting Services

Consulting Services

Transportation/Utilities

Transportation/Utilities Electric Power

Transportation/Utilities Gas

Transportation/Utilities Transportation

Durable Manufacturing

Durable Manufacturing Machinery

Durable Manufacturing Metal Fabrication/Primary Metals

Durable Manufacturing Transportation Equipment

Durable Manufacturing Other

Non-Durable ManufacturingNon-Durable Manufacturing Chemical

Non-Durable Manufacturing Petrochemical/Crude Petroleum

Non-Durable Manufacturing Pharmaceuticals

Non-Durable Manufacturing Rubber/Plastics

Non-Durable Manufacturing Other

Public Sector & Not-for-Profit

Public Sector & Not-for-Profit Federal/Municipal Government

Public Sector & Not-for-Profit Non-Profit Organization

Public Sector & Not-for-Profit Other

High-tech/Electrical Products/Telecommunications (HET)HET Electrical Products

HET Telecommunications

HET High-tech

Other

Other Mining Metals

Other Retail

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OSPE | 2013 Employer Compensation Survey Sample Overview


SAMPLE OVERVIEW

This section provides the broader market context that will enable members to gain a greater insight into this yearssurvey sample.

Sample Size by Engineering Responsibility LevelThe following table shows the number of incumbents for whom data were received for each engineeringresponsibility level:

Level Num Orgs Num Obs

All Levels 212 15,448

Level A 109 2,016

Level B 109 2,237

Level C 176 4,400

Level D 171 3,849

Level E 160 2,186

Level F 95 760

Distribution of Incumbents by LocationThe incumbent distribution for selected geographic locations is as follows:

Region (N=15,448) % of Sample

Eastern Ontario 10.6

Greater Toronto Area 60.6

Northern Ontario 4.7

Southwestern Ontario 24.1

Spread of Actual Years from Graduation

The table below indicates the spread of actual years from graduation for each engineering responsibility level:

Year(s) from Graduation

Engineering Level Num Orgs Num Obs Low Average High

Level A 66 718 1 4 5

Level B 90 1,051 3 8 11

Level C 97 1,618 6 14 21

Level D 99 1,513 11 20 28

Level E 93 1,017 15 24 32

Level F 78 452 21 28 35

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OSPE | 2013 Employer Compensation Survey Sample Overview


Standard Work WeekThe following chart indicates the number of hours in a standard work week for engineers in Ontario:

Standard Work Week (N = 15,255)

35 Hours/Week

13%

37.5 Hours/Week

29%

40 Hours/Week

48%

Other

10%

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OSPE | 2013 Employer Compensation Survey Compensation Data


COMPENSATION DATA

Compensation Data by Engineering Level

The graph and table below illustrate average base salary and total cash compensation by engineering responsibilitylevel:

Base Salary & Total Cash Compensation

by Enginee ring Responsibility Leve l

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

$160,000

$180,000

Level A Level B Level C Level D Level E Level F

MeanCompensation

Total Cash

Base Salary

Base Salary Total Cash Compensation

NumOrgs

NumObs Low Average High Low Average High

All Levels 212 15,448 70.0 94.0 115.2 71.9 98.1 117.7

Level A 109 2,016 53.8 63.3 75.1 54.1 64.4 76.1

Level B 109 2,237 62.1 72.6 83.6 63.0 74.2 85.0

Level C 176 4,400 75.0 88.5 105.2 77.3 90.9 108.1

Level D 171 3,849 89.3 102.6 113.2 93.9 106.8 117.8

Level E 160 2,186 105.8 121.5 135.0 110.6 129.6 145.2

Level F 95 760 125.0 147.1 165.0 134.4 165.1 188.7

Note: Above compensation data are displayed in CAD $000 for a full-time equivalent employee. All data are incumbent weighted.

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Compensation Data by Primary Industry

The following graph illustrates average base salary and total cash compensation by primary industry for allengineering responsibility levels combined.

All Leve ls Combined

Base Salary & Total Cash Compensation

by Primary Industry

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

Consulting

Services

Transportation/

Utilities

Durable Mfg. Non-Durable

Manufacturing

High-tech/

Elect. Prod./

Telecom

Public Sector

& Not-for-Profit

Other

MeanCompensation

Total Cash

Base Salary

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Base Salary by Year of Graduation

All Levels Num Orgs

Num Obs Average

Year(s) from/of Grad. 212 15,448 94.0

< 2 Years 59 272 58.0

2-4 2009-2011 83 818 64.5

5-7 2006-2008 87 895 75.1

8-10 2003-2005 83 684 85.7

11-15 1998-2002 90 860 95.1

16-20 1993-1997 91 734 103.7

21-25 1988-1992 85 661 108.0

> 25 Years 95 1,445 117.1

No Degree 5 171 86.2

Not Available 139 8,908 94.8

Level A Num Orgs

Num Obs Average

Year(s) from/of Grad. 109 2,016 63.3< 2 Years 48 222 55.6

2-4 2009-2011 50 337 58.0

5-7 2006-2008 30 93 60.7

8-10 2003-2005 9 28 63.6

> 10 Years 11 38 62.9

No Degree 2 13 --


Level B Num Orgs

Num Obs Average


< 2 Years 16 40 62.2

2-4 2009-2011 68 373 63.65-7 2006-2008 65 317 68.7

8-10 2003-2005 34 110 71.7

> 10 Years 44 211 72.4

No Degree 2 29 --


Level C Num Orgs

Num Obs Average


< 5 Years 28 88 78.1

5-7 2006-2008 75 392 77.7

8-10 2003-2005 65 327 81.3

11-15 1998-2002 70 299 84.216-20 1993-1997 53 166 88.6

21-25 1988-1992 46 130 86.9

26-30 1983-1987 32 104 87.2

> 30 Years 31 112 94.5

No Degree 2 51 --


Level D Num Orgs

Num Obs Average


< 5 Years 6 14 106.3

5-7 2006-2008 22 76 96.8

8-10 2003-2005 48 166 96.6

11-15 1998-2002 69 294 97.7

16-20 1993-1997 58 285 102.0

21-25 1988-1992 55 228 103.2

26-30 1983-1987 57 230 105.4

> 30 Years 55 220 105.3

No Degree 3 50 94.4


Level E Num Orgs

Num Obs Average

Year(s) from/of Grad. 160 2,186 121.5< 11 Years 26 77 120.1

11-15 1998-2002 51 152 115.2

16-20 1993-1997 55 177 119.6

21-25 1988-1992 56 178 124.7

26-30 1983-1987 54 174 126.2

> 30 Years 60 259 129.2

No Degree 1 22 --


Level F Num Orgs

Num Obs Average

Year(s) from/of Grad. 95 760 147.1

< 11 Years 7 9 122.411-15 1998-2002 20 32 141.4

16-20 1993-1997 26 49 146.4

21-25 1988-1992 37 75 144.9

26-30 1983-1987 45 124 148.7

> 30 Years 56 163 147.6

No Degree 1 6 --

Not Available 34 302 147.9

Note: Above compensation data are displayed in CAD $000 for afull-time equivalent employee, unless otherwise indicated.

All data are incumbent weighted.

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Compensation Data by Location

Base Salary Total Cash Compensation

Scope Category Num Orgs

Num Obs Low Average High Low Average High

Level A

Eastern Ontario 30 158 54.1 58.4 58.0 54.3 58.7 58.3

Greater Toronto Area 75 1,096 56.6 65.0 68.5 57.0 65.4 69.0

Northern Ontario 23 156 58.1 64.2 64.9 58.4 64.6 65.4

Southwestern Ontario *49 606 56.6 61.5 64.3 57.3 63.9 68.5

Level B

Eastern Ontario 33 195 63.6 68.0 70.5 65.0 69.2 72.3



Southwestern Ontario 43 416 63.0 69.6 72.0 64.2 72.9 80.7

Level C

Eastern Ontario 47 358 80.0 86.8 90.6 81.4 88.5 91.8


Northern Ontario *26 217 81.3 92.0 99.0 83.4 93.7 101.3

Southwestern Ontario 70 1,031 74.8 81.9 83.2 77.5 85.7 91.4

Level D

Eastern Ontario 49 607 102.6 106.1 109.8 102.8 108.2 111.4




Level E

Eastern Ontario 41 236 118.1 122.4 128.6 119.0 129.8 136.7




Level F

Eastern Ontario 24 88 137.7 150.0 156.1 147.2 169.2 183.5

Greater Toronto Area 61 420 136.0 150.6 154.3 143.5 167.2 168.9



* More than 35% of the rates within the sample are supplied by one organization.

Note: Above compensation data are displayed in CAD $000 for a ful l-time equivalent employee, unless otherwise indicated.All data are incumbent weighted.

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OSPE | 2013 Employer Compensation Survey Classification Guide


CLASSIFICATION GUIDE OF ENGINEERING RESPONSIBILITY LEVELS

(Reproduced with the permission of the Ontario Society of Professional Engineers)

Level of Responsibility LEVEL A LEVEL B LEVEL C

Duties Receives training in thevarious phases of office,

plant, field or laboratoryengineering work asclassroom instruction or on-the-job assignments. Tasksassigned include: preparationof simple plans, designs,calculations, costs and bills ofmaterial in accordance withestablished codes, standards,drawings or otherspecifications. May carry outroutine technical surveys orinspections and preparereports.

Normally regarded as acontinuing portion of an

engineers training anddevelopment. Receivesassignments of limited scope andcomplexity, usually minor phasesof broader assignments. Uses avariety of standard engineeringmethods and techniques insolving problems. Assists moresenior engineers in carrying outtechnical tasks requiringaccuracy in calculations,completeness of data andadherence to prescribed testing,analysis, design or computationmethods.

Generally would be a fullyqualified professional engineer.

Carries out responsible andvaried engineeringassignments requiring generalfamiliarity with a broad field ofengineering and knowledge ofreciprocal effects of the workupon other fields. Problemsusually solved by use ofcombination of standardprocedures, modification ofstandard procedures, ormethods developed in previousassignments. Participates inplanning to achieve prescribedobjectives.

Recommendations,

Decisions andCommitments

Few technical decisions

called for and these will be ofroutine nature with ampleprecedent or clearly definedprocedures as guidance.

Recommendations limited to

solution of the problem ratherthan end results. Decisionsmade are normally withinestablished guidelines.

Makes independent studies,

analyses, interpretations andconclusions. Difficult, complexor unusual matters or decisionsare usually referred to moresenior authority.

Supervision Received Works under closesupervision. Work is reviewedfor accuracy and adequacyand conformance withprescribed procedures.

Duties are assigned with detailedoral and occasionally writteninstructions, as to methods andprocedures to be followed.Results are usually reviewed indetail and technical guidance isusually available.

Work is not generallysupervised in detail andamount of supervision variesdepending upon theassignment. Usually technicalguidance is available to reviewwork programs and advise onunusual features ofassignments.

Leadership Authorityand/or SupervisionExercised

May assign and check workof one to five technicians orhelpers. Does not supervise

junior engineers.

May give technical guidance toone or two junior engineers ortechnicians assigned to work on

a common project.

May give technical guidance toengineers of less standing ortechnicians assigned to work

on a common project.Supervision over otherengineers not usually a regularor continuing responsibility.

Guide to EntranceQualifications

Bachelors degree inEngineering or AppliedScience or its equivalent withzero to two years experience.Will not likely have theirP.Eng.

Bachelors degree in Engineeringor Applied Science or itsequivalent, normally with two tofour years working experiencefrom the graduation level. Mayhave a P.Eng.

Bachelors degree inEngineering or AppliedScience or its equivalent,normally with four plus yearsrelated working experiencefrom the graduation level.Typically holds a P.Eng.

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OSPE | 2013 Employer Compensation Survey Classification Guide


Classification Guide of Engineering Responsibility Levels

(Reproduced with the permission of the Ontario Society of Professional Engineers)

Level of Responsibility LEVEL D LEVEL E LEVEL F

Duties First level of direct and

sustained supervision of otherprofessional engineers OR firstlevel of full specialization.Requires application of matureengineering knowledge inplanning and conductingprojects having scope forindependent accomplishmentand co-ordination of difficult andresponsible assignments.

Assigned problems make itnecessary to modify establishedguides, devise new approaches,apply existing criteria in newways, and draw conclusionsfrom comparative situations.

Usually requires knowledge of

more than one field ofengineering OR performance byan engineering specialist in aparticular field of engineering.Participates in short and longrange planning; makesindependent decisions on workmethods and procedures withinan overall program. Originalityand ingenuity are required fordevising practical andeconomical solutions toproblems. May supervise largegroups containing bothprofessional and non-professional staff; OR mayexercise authority over a small

group of highly qualifiedprofessional personnel engagedin complex technicalapplications.

Usually responsible for an

engineering administrativefunction, directing severalprofessional and other groupsengaged in interrelatedengineering responsibilities;OR as an engineeringconsultant, achievingrecognition as an authority inan engineering field of majorimportance to theorganization. Independentlyconceives programs andproblems to be investigated.Participates in discussions,determining basic operatingpolicies, devising ways ofreaching program objectives

in the most economicalmanner and of meeting anyunusual conditions affectingwork progress.

Recommendations,Decisions andCommitments

Recommendations reviewed forsoundness of judgment butusually accepted as technicallyaccurate and feasible. Involvedwith progressively largerfinancial decisions.

Makes responsible decisionsnot usually subject to technicalreview on all matters assignedexcept those involving largesums of money or long rangeobjectives. Takes courses ofaction necessary to expedite thesuccessful accomplishment ofassigned projects. Responsiblefor some financial decisions.

Makes responsible decisionson all matters, including theestablishment of policies andexpenditure of large sums ofmoney and/or implementationof major programs, subjectonly to overall companypolicy and financial controls.

Supervision Received Work is assigned in terms ofobjectives, relative priorities and

critical areas that impinge onwork of other units. Work iscarried out within broadguidelines, but informedguidance is available.

Work is assigned only in termsof broad objectives to be

accomplished, and is reviewedfor policy, soundness ofapproach and generaleffectiveness.

Receives administrativedirection based on

organization policies andobjectives. Work is reviewedto ensure conformity withpolicy and coordination withother functions.

Leadership Authorityand/or SupervisionExercised

Assigns and outlines work;advises on technical problems;reviews work for technicalaccuracy, and adequacy.Supervision may call forrecommendations concerningselection, training, rating anddiscipline of staff.

Outlines more difficult problemsand methods of approach.Coordinates work programs anddirects use of equipment andmaterial. Generally makesrecommendations as to theselection, training, discipline andremuneration of staff.

Reviews and evaluatestechnical work; selects,schedules, and coordinatesto attain program objectives;and/or as an administratormakes decisions concerningselection, training, rating,discipline and remunerationof staff.

Guide to EntranceQualifications

Bachelors degree inEngineering or Applied Science

or its equivalent, normally witheight plus years of experience inthe field of specialization fromthe graduation level. Typicallyholds a P.Eng.

Bachelors degree inEngineering or Applied Science

or its equivalent, normally withtwelve plus years of engineeringand/or administrativeexperience from the graduationlevel. Typically holds a P.Eng.

Bachelors degree inEngineering or Applied

Science or its equivalent,normally with fifteen plusyears of engineeringexperience, includingresponsible administrativeduties. Typically holds aP.Eng.

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OSPE | 2013 Employer Compensation Survey Mercer Services


MERCER SERVICES

About MercerMercer helps clients understand, develop, implement, and quantify the effectiveness of their human resource programsand policies. Our goal is to help employers create measurable business results through their people.

We work with clients to address a broad array of their most important human resource issues, both domestically andglobally. We have specialist expertise in all areas of human resource consulting, including compensation, employeebenefits, communication, and human capital strategy. Of equal importance are our investment consulting expertise andthe solutions we provide in program administration.

With more than 20,000 employees serving clients from more than 180 cities and 40 countries and territories worldwide,we have the local knowledge and worldwide presence to develop and implement global human resource solutions.Mercers information services business is dedicated to helping our clients make decisions regarding HR-related mattersby providing timely, comprehensive, and high-quality HR information and metrics for any major location around the world.

Marsh & McLennan Companies is a global professional services firm with annual revenues exceeding $11 billion. It is theparent company of Marsh Inc., the world's leading risk and insurance services firm; and Mercer Inc., a major global

provider of consulting services. More than 50,000 employees provide analysis, advice, and transactional capabilities toclients in over 100 countries. Its stock (ticker symbol: MMC) is listed on the New York, Chicago, Pacific, and London stockexchanges. Marsh & McLennan Companies website address is www.mmc.com.

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a 2013 ospe salary survey

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