compensation surveys - u.s. - shrm.org€¦ · design competitive compensation programs ......

Compensation Surveys - U.S.Participation is open. Start your data submission today, and empower your organization to make smart compensation decisions.

CEO pay ratio disclosure requirements

Pay equityFair Labor Standards Act

Aggressive competition for high-performing talent

Rising talent mobility

Attraction and retention risks for key talent

Maintain a competitive edge Understand and address issues shaping the compensation landscape

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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.

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.

Why participate?

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

The world’s most trusted Executive Compensation Data — in North America and beyond

Boards and shareholders rely on transparent, decision-quality data about executive pay that they can trust to help them make sound, defensible decisions. For compensation committees and executive compensation professionals the world over, Willis Towers Watson’s Executive Compensation Data is the preferred choice.

Our executive compensation surveys offer unrivaled peer group, job and country coverage, yielding results on more benchmark jobs 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’s executive compensation consultants can help with data analyses, including total spend, projected pay analysis, pay-for-performance alignment and detailed analysis from disclosures.

Organizations that participate in Willis Towers Watson’s executive compensation surveys gain access to the most robust, up-to-date compensation benchmarking data available. Our global databases use a consistent methodology, along with standardized data elements, functions and formats worldwide.

Our approach

Don’t wait! 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 individual reports or a reports package (best value).

3 2018 Compensation Surveys - U.S.

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 new menu of reporting options Total Direct Compensation (TDC) Includes LTI values by job and salary range

Total Annual Compensation (TAC) 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 (1,500+ total expected by year-end); 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 (600+ organizations anticipated in 2018); also includes ability to age, change currency and download data.

Advanced access with full set of jobsExecutive and/or middle management, professional and supportAdvanced 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 jobsExecutive and/or middle management, professional and support

Published full report with full set of jobsExecutive and/or middle management, professional and support

Published job-function/job-level reportReport based on a job level or job functionFor middle management, professional and support

Results available only to participants Results available to participants and nonparticipants

Job-function reportsAccounting and financeEngineering, design and technical specialtyHuman resourcesInformation technologySales, marketing and communicationsJob-level reportsSupervisory and middle managementProfessional (administrative and sales)Professional (technical and operations)Technical support and productionOffice and business support

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


Financial Services Executive Compensation Survey - U.S.

�� 200+ organizations participated in the 2017 survey, providing data on more than 7,100 incumbents.�� 180+ executive benchmark positions in 28 functions, including functions unique to the financial services industry as well as those common to all industries.

Financial Services Middle Management, Professional and Support Compensation Survey - U.S.

�� 220+ organizations participated in the 2017 survey, providing data on nearly 500,000 incumbents.�� 100 functions and 700+ disciplines, including those unique to the financial services industry as well as those common to all industries.

High Tech Executive Compensation Survey - U.S.

�� 135+ organizations participated in the 2017 survey, providing data on more than 15,500 incumbents.�� 190+ executive benchmark positions in 43 functions, including functions unique to the high-tech industry as well as those common to all industries.

High Tech Middle Management, Professional and Support Compensation Survey - U.S.

�� 155+ organizations participated in the 2017 survey, providing data on more than 1,000,000 incumbents.�� 50 functions and 574 disciplines, including those unique to the high-tech industry as well as those common to all industries.

At a glanceIndustry-specific compensation surveysVisit wtwdataservices.com to access a full list of 2017 survey participants and a listing of the 2018 executive benchmarks, functions and disciplines.

Media Executive Compensation Survey - U.S.

�� 80+ organizations participated in the 2017 survey, providing data on more than 3,500 incumbents.�� 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 Compensation Survey - U.S.

�� 75+ organizations participated in the 2017 survey, providing data on more than 390,000 incumbents.�� 51 functions and 451 disciplines, including those unique to the media industry as well as those common to all industries.

Energy Services Executive Compensation Survey - U.S.

�� 130+ organizations participated in the 2017 survey, providing data on more than 4,300 incumbents.�� 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 Compensation Survey - U.S.

�� 150+ organizations participated in the 2017 survey, providing data on more than 243,000 incumbents.�� 60 functions and 550+ disciplines, including those unique to the energy services industry as well as those common to all industries.

Energy Marketing and Trading Compensation Survey - U.S.

�� 55+ organizations participated in the 2017 survey, providing data on more than 6,000 incumbents.�� 20 executive benchmark positions and 54 middle management and professional disciplines unique to energy marketing and trading in 11 functions.


Retail/Wholesale Executive Compensation Survey - U.S.

�� 110+ organizations participated in the 2017 survey, providing data on nearly 5,000 incumbents.�� 170+ executive benchmark positions in 51 functions, including functions unique to the retail/wholesale industry as well as those common to all industries.

Retail/Wholesale Middle Management, Professional and Support Compensation Survey - U.S.

�� 100+ organizations participated in the 2017 survey, providing data on more than 929,000 incumbents.�� 53 functions and 490+ disciplines, including those unique to the retail/wholesale industry as well as those common to all industries.

Pharmaceutical and Health Sciences Executive Compensation Survey - U.S.

�� 85+ organizations participated in the 2017 survey, providing data on more than 4,500 incumbents.�� 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.

Pharmaceutical and Health Sciences Middle Management, Professional and Support Compensation Survey - U.S.

�� 75+ organizations participated in the 2017 survey, providing data on more than 237,000 incumbents.�� 45 functions and 450+ disciplines, including those unique to the pharmaceutical and health sciences industries 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.

Mark your calendarSurvey open Due date* Results available

General industry executive Mid-February Early May Late July

General industry middle management, professional and support Late February Early May Late August

Energy services executive Early February Early May Late August

Energy services middle management, professional and support Early February Early May Early September

Energy marketing and trading (executive and middle management, professional and support)

February Mid-May Late September

Financial services executive Early February Early May Late August

Financial services middle management, professional and support Early February Early May Mid-September

High tech executive Late January Late April Late August

High tech middle management, professional and support Early February Late April Early September

Media executive Late February Mid-May Mid-September

Media middle management, professional and support Early March Mid-May Late September

Pharmaceutical and health sciences executive Mid-February Mid-May Mid-September

Pharmaceutical and health sciences middle management, professional and support Late February Mid-May Late September

Retail/wholesale executive Mid-February Mid-May Mid-September

Retail/wholesale middle management, professional and support Late February Mid-May Late September

Long-term incentives, policies and practices Early October

Global general industry long-term incentives Early March Mid-June Late October

*Data are accepted throughout the year. In order for us to provide timely results, the above due dates are strongly encouraged.


Our methodologyOur methodology

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)

Our survey methodology builds on our collective experience in serving clients for more than 60 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.

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.

Have questions? We’re here to help!

Join our survey participation and job-matching webinars for the U.S. executive compensation surveys and middle management, professional and support compensation surveys. For more information or to register, contact our Client Care team at +1 800 645 5771, email us at [email protected] or view our Upcoming Events page at wtwdataservices.com. Recordings of the webinars will be available after the event.


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)


Willis Towers Watson’s exclusive Global Executive Data Member programSubmit data for all of your executive jobs around the world 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 understand the 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 membership program and discounts.

Participation in any of these compensation surveys ensures your eligibility to purchase the Long-Term Incentives, Policies and Practices Report - U.S. The report is available only to participants.

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.

At a glance

Incentive elements included:�� 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

Data are reported by:�� Salary band

�� Industry

�� Organization size measured by revenue

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

Benchmark your organization’s global LTI investment with the most current information on LTI grant levels and international policies and practices. Participate in our Global

General Industry Long-Term Incentives Survey. Results include key modifications to global LTI program design at leading multinationals and LTI grant values in approximately 60 countries. For more information, visit wtwdataservices.com, or contact our Client Care team at +1 800 645 5771.

General Industry Long-Term Incentives Policies and PracticesSurvey Report - U.S.

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

General Industry Long-Term Incentives Policies and Practices

Survey Report - U.S.

Grant Process

Award Timing and Values (continued)

FREQUENCY OF COMPETITIVE MARKET DATA REVIEW % of Responses # of Responses

AnnuallyBiennially Periodically

Do Not Review

External Market Data

Total Sample 69.9%

4.4% 22.5%3.2%

856

INDUSTRY SECTOR

Energy Services 79.1%

3.3% 17.6% 0.0%91

Financial Services 69.9%

3.1% 22.7% 4.3%163

High Tech 70.6%

4.7% 20.0% 4.7%85

Manufacturing69.5%

5.4% 22.9%2.3%

354

Media/Entertainment74.2%

0.0% 19.4% 6.5%31

Pharmaceutical/Biotechnology 73.3% 4.4% 22.2% 0.0% 45

Retail/Wholesale Trade 62.0%

2.8% 29.6% 5.6%71

Services67.7%

5.5% 22.0%4.9%

164

Health Care 84.6%

0.0% 15.4% 0.0%13

REVENUE SIZE

Under $500 Million63.3%

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


5.6% 27.7% 2.8%177

$6 Billion - $10 Billion 74.7% 0.0% 24.2% 1.0%

99


5.3% 21.1% 3.0%133

$20 Billion or More 74.9%

2.2% 21.2% 1.7%179


General Industry Long-Term Incentives Policies and PracticesSurvey Report - U.S.

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

Responses10th 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 491CFO $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.



Advanced features

�� Receive all the features of the Published version.

�� 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 to the market.

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

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

Published features

�� View, download and print reports.

�� Age data.

�� Export data in a variety of formats.

Online data delivery

Data displayed for illustrative purposes. Report formats and pay elements may vary by survey.

For further explorationWillis Towers Watson Compensation Software Smart, intuitive and designed to help you create and manage effective pay structures that place total compensation within the context of performance, market benchmarks and systemwide equity.

To learn more, visit towerswatson.com/hrsoftware.

For further assistance, please contact our Client Care team at +1 800 645 5771 or [email protected].

General Industry MMPS Compensation Survey − U.S. Report Summary Breakout Table

Function : AHR − Human Resources Level : M2 − Manager (M2)

Total Sample Actual Total Cash Compensation Actual Performance Bonus %

of Base Salary Base Salary

90th75thMedian25th10thAvg75thMedian25thAvg90th75thMedian25th10thAvgIncsOrgs153.5138.9122.3107.195.7123.817131014132.2122.3110.299.289.6110.76015433

DisciplineActual Total Cash Compensation Actual Performance Bonus %


90th75thMedian25th10thAvg75thMedian25thAvg90th75thMedian25th10thAvgIncsOrgs156.0138.7121.8106.895.3124.317131014133.2122.9109.097.788.3110.22768275AHR000 HR Generalist/Consultant

Generalist/Multidiscipline160.8147.1135.1117.2103.4132.920131015136.7131.7120.2105.694.8118.654 20 AHR010 Compensation and Benefits

Generalist/Multidiscipline162.0150.6136.4117.2107.8135.41914 9 15141.5130.1120.0107.697.2119.8166101AHR020 Compensation

Generalist/Multidiscipline189.5176.6145.0133.4122.2153.122161016164.2146.1129.2118.6115.0133.527 23 AHR030 Compensation − Executive

Compensation152.7144.3126.7115.6100.1127.81714 7 12141.0127.7110.1105.495.2115.017 11 AHR050 Compensation − Sales

Compensation166.3145.9127.3112.2102.2130.019131015140.9130.0115.2102.491.2115.1235127AHR060 Benefits 142.0135.4122.4117.988.4123.22012 4 14133.1129.2122.488.481.6111.913 11 AHR070 Pension Plan Administration 193.9160.5141.8131.5105.4147.82315 9 16155.2136.9127.3117.999.2128.051 28 AHR080 International/Expatriate 178.2153.0124.599.490.3128.120141014143.8130.6119.192.687.0114.794 18 AHR090 Employee/Labor Relations

Generalist/Multidiscipline156.7141.6124.6111.2103.5127.417131114141.5122.4110.7102.293.9113.6128 43 AHR095 Employee Relations 189.1160.1144.2133.3114.3148.423171017161.5143.1128.4118.195.5130.687 22 AHR100 Labor Relations 170.6150.4136.4110.0100.4133.91712 9 12145.2134.5123.0104.789.7119.639 19 AHR110 Diversity/Equal Employment

Opportunity Generalist/Multidiscipline −−−149.4133.4128.0−−−137.6−−−−−−−−−−−−−−−144.6122.6114.5−−−128.2 8 5 AHR114 Diversity

166.2143.4128.3116.6104.5132.517141014140.4125.0115.5105.797.7117.593 39 AHR120 Organization Development 153.8141.3124.1101.196.0124.31513 6 12130.0121.1112.597.492.5111.240 20 AHR122 Workforce Analytics 155.3136.1118.5107.392.6122.81712 9 13135.0120.0107.097.589.9109.4671127AHR130 Employee

Development/TrainingGeneralist/Multidiscipline

182.3151.9127.6113.595.2132.91913 8 14151.7128.6119.8101.587.7117.8117 20 AHR131 Employee Development/Talent Management

−−−139.7122.2111.1−−−123.91613 9 13−−−119.9109.995.9−−−109.731 8 AHR132 Management Development

All values in US DollarsEffective date March 01, 20XXCompany weighted statistics©2017 Willis Towers Watson. Confidential − for the internal use of survey participants only.


General Industry MMPS Compensation Survey − U.S. Report Summary Breakout Table

Function : AHR − Human Resources Level : M2 − Manager (M2)

RegionActual Total Cash Compensation Actual Performance Bonus %


90th75thMedian25th10thAvg75thMedian25thAvg90th75thMedian25th10thAvgIncsOrgs155.5143.0123.7107.595.0125.31612 9 13135.2125.2112.7100.687.8112.71113180Northeast151.8137.5118.1103.687.5119.81713 9 14131.2118.9107.193.880.8106.91396215Southeast153.5135.1118.3103.189.0120.117131014130.8118.5104.594.785.3107.01883238North Central 154.8137.9118.5104.894.4122.31612 9 14133.4122.5108.496.386.0109.71049186South Central 161.4140.7127.7107.492.3126.41611 9 12143.7126.7113.896.987.6114.3574143West Coast

Metropolitan Area Actual Total Cash Compensation Actual Performance Bonus %


90th75thMedian25th10thAvg75thMedian25thAvg90th75thMedian25th10thAvgIncsOrgs−−−122.898.593.8−−−106.6−−−−−−−−−−−−−−−118.393.988.0−−−99.612 6 Akron, OH −−−96.285.073.5−−−87.312 5 3 7 −−−85.585.070.0−−−83.020 7 Albany−Schenectady−Troy, NY −−−181.5125.482.7−−−126.7−−−−−−−−−−−−−−−147.7116.979.1−−−112.6 9 6 Albuquerque, NM

170.9163.1100.879.371.5117.61915 9 13147.9136.396.375.668.1104.210 10 Allentown−Bethlehem−Easton, PA−NJ −−−148.7111.595.2−−−118.818131114−−−131.3108.788.0−−−107.7 8 7 Ann Arbor, MI

151.6136.5115.5104.493.1120.71713 8 14133.8113.7105.994.684.7106.3241 58 Atlanta−Sandy Springs−Marietta, GA 143.4115.3107.288.276.0106.71110 5 9 135.6112.599.088.274.0101.123 15 Austin−Round Rock−San Marcos, TX 168.3138.7123.3106.786.3124.81612 8 12134.7128.0111.5100.082.5112.562 19 Baltimore−Towson, MD −−−161.5124.097.7−−−127.414 8 6 9 −−−143.6110.992.5−−−116.6 6 6 Baton Rouge, LA −−−156.9121.198.0−−−126.2−−−−−−−−−−−−−−−129.2115.095.3−−−112.8 8 5 Beaumont−Port Arthur, TX

140.8133.8111.184.082.7112.41712 9 14115.6111.397.982.877.499.215 11 Birmingham−Hoover, AL −−−157.5119.992.6−−−126.61810 7 12−−−143.4100.383.8−−−113.2 8 6 Boise City−Nampa, ID

157.4141.9124.5112.2106.9127.81612 9 12136.5125.2115.3103.599.5115.489 35 Boston−Cambridge−Quincy, MA−NH −−−155.1143.6117.5−−−140.2−−−−−−−−−−−−−−−138.4130.8117.3−−−129.222 7 Bridgeport−Stamford−Norwalk, CT −−−133.2111.097.3−−−114.61410 8 10−−−117.2104.591.5−−−105.5 8 8 Buffalo−Niagara Falls, NY

147.5140.8114.2110.193.1120.315131013132.3116.1108.897.882.1107.320 11 Charleston−North Charleston, SC 153.8134.0113.698.972.0114.51511 8 12126.5119.2107.693.867.0104.298 29 Charlotte−Gastonia−Rock Hill, NC−SC 156.3139.5123.3105.389.2123.017131014132.7121.8110.194.385.0109.3415 82 Chicago−Naperville−Joliet, IL−IN−WI 178.4128.7118.6101.290.3120.81911 8 13149.9120.9109.193.583.2109.533 21 Cincinnati−Middletown, OH−KY−IN 178.5146.2127.0107.783.5128.927121018139.4125.5111.598.278.5111.4117 25 Cleveland−Elyria−Mentor, OH −−−135.498.795.6−−−112.411 8 6 8 −−−125.594.889.5−−−105.810 6 Colorado Springs, CO −−−121.3108.597.5−−−108.1−−−−−−−−−−−−−−−106.2100.895.3−−−100.3 8 6 Columbia, SC

138.2122.5105.089.475.8105.820151015121.1110.192.986.670.696.147 20 Columbus, OH

All values in US DollarsEffective date March 01, 20XXCompany weighted statistics©2017 Willis Towers Watson. Confidential − for the internal use of survey participants only.


General Industry Executive Compensation Survey − U.S. Report PositionSummary 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

1,990,7671,460,1381,002,924717,305544,6001,190,733370370Actual Total Cash Compensation 1,759,5001,350,0001,037,500791,938602,0651,152,702356356Target Total Cash 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 March 01, 20XXIncumbent weighted statistics20XX Accounting Value©2017 Willis Towers Watson. Confidential − for the internal use of survey participants only.



2018 survey report pricing

Total Direct Compensation (TDC) – Available only to participants and includes long-term incentive (LTI) values by job and salary range.Total Annual Compensation (TAC) – Available to participants and nonparticipants and does not include LTI values.

Total Direct Compensation (TDC) Total Annual Compensation (TAC)

Participant only Participant Nonparticipant Participant Nonparticipant

General industry survey reports

Advanced access to

all jobs

Published all jobs

Published all jobs Published job level/job function

General Industry Reports Package - U.S.+ $10,900 $7,900 $5,200 $11,200

General Industry Executive Compensation Survey Report - U.S. $8,200 $4,900 $2,300 $4,600

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

$6,300 $4,700 $4,200 $9,500

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

$3,200

Global General Industry Long-Term Incentives Survey Report $7,200

General Industry Supervisory and Middle Management Compensation Survey Report - U.S. $1,090 $2,180

General Industry Professional (Administrative and Sales) Compensation Survey Report - U.S. $1,090 $2,180

General Industry Professional (Technical and Operations) Compensation Survey Report - U.S. $1,090 $2,180

General Industry Office and Business Support Compensation Survey Report - U.S. $1,090 $2,180

General Industry Technical Support and Production Compensation Survey Report - U.S. $1,090 $2,180

General Industry Accounting and Finance Compensation Survey Report - U.S. $1,090 $2,180

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

$1,090 $2,180

General Industry Human Resources Compensation Survey Report - U.S. $1,090 $2,180

General Industry Information Technology Compensation Survey Report - U.S. $1,090 $2,180

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

$1,090 $2,180


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Industry-specific survey reports Advanced Published

Energy Services Reports Package - U.S.+ $10,900* $7,900

Energy Services Executive Compensation Survey Report - U.S. $8,200* $5,400

Energy Services Middle Management, Professional and Support Compensation Survey Report - U.S. $6,300* $4,700

Energy Marketing and Trading Compensation Survey Report - U.S. $3,500

Financial Services Reports Package - U.S.+ $10,900*

Parent company with less than $2 billion in assets $4,600

Parent company with more than $2 billion in assets $5,600

Financial Services Executive Compensation Survey Report - U.S. $8,200*



Financial Services Middle Management, Professional and Support Compensation Survey Report - U.S. $6,300*



High Tech Reports Package - U.S.+ $10,900* $7,900*

High Tech Reports Package - U.S.+ (not including the general industry survey results) $6,300 $4,900

High Tech Executive Compensation Survey Report - U.S. $4,900 $3,700

High Tech Middle Management, Professional and Support Compensation Survey Report - U.S. $4,100 $3,000

Media Reports Package - U.S.+ $10,900* $7,900

Media Executive Compensation Survey Report - U.S. $7,900*

Parent company with annual revenues less than $500 million $2,500

Parent company with annual revenues of $500 million to $1 billion $4,300

Parent company with annual revenues greater than $1 billion $6,100

Media Middle Management, Professional and Support Compensation Survey Report - U.S. $5,800* $3,500

Pharmaceutical and Health Sciences Reports Package - U.S.+ $10,900* $7,900

Pharmaceutical and Health Sciences Executive Compensation Survey Report - U.S. $8,200* $5,600

Pharmaceutical and Health Sciences Middle Management, Professional and Support Compensation Survey Report - U.S.

$6,300* $3,500

Retail/Wholesale Reports Package - U.S.+ $10,900* $6,900

Retail/Wholesale Executive Compensation Survey Report - U.S. $8,200* $4,900

Retail/Wholesale Middle Management, Professional and Support Compensation Survey Report - U.S. $6,300* $3,900

+Includes both the executive compensation and the middle management, professional and support compensation survey reports for that industry*Includes general industry survey results


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