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Products Catalog of Compensation, Benefits, and Policies and Practices Survey Reports - U.S.

Towers Watson Data ServicesTowers Watson Data Services

Products Catalog of Compensation, Benefits, and Policies and Practices Survey Reports - U.S.

Towers Watson Data ServicesTowers Watson Data Services

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Global Reach, Local Market Expertise

Our industry knowledge, technology and unique survey methodology deliver the most current, high-quality compensation data available.

Our robust surveys cover all aspects of compensation, including long-term incentives, benefits, and policies and practices. Human resources professionals can turn to us to deliver the quality pay data they need to inform compensation planning and design cost-effective and competitive salary packages.

Our extensive global network of dedicated “in-country” experts is unmatched in terms of geographic and industry expertise. Their deep local knowledge of the varied employment markets, unique local governing laws and cultural practices is applied to deliver a complete compensation picture that can be used to create localized market-based pay programs.

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

About Towers Watson Data Services

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General Industry Survey Reports - U.S.

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Industry-Specific Survey Reports - U.S. Global Survey Reports

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Global reach, local expertise

We are a premier provider of compensation, benefit and employment practices information to the global employer community. We conduct surveys in more than 115 countries around the world, the results of which translate into robust, fact-filled databases that offer clients sound, defensible pay and benefit data for creating competitive reward programs.

Centralized survey administration

Your dedicated Towers Watson Data Services account manager will meet with you to select and finalize your unique list of global surveys based on your organization’s specific needs. After you make your selection, your account manager will provide you with a comprehensive pricing proposal available in one-, two- or three-year agreements. The global data discount will be determined by the agreement length, total annual price and number of country surveys cited in the agreement. All survey results will be delivered via our online data delivery vehicle.

Support staff

Clients can access regional and local support from any of our international offices for assistance in completing questionnaires or addressing location-specific data questions. We also have technical support staff who can answer questions related to your online global data delivery vehicle.

Contact us today

Take advantage of these substantial discounts available to you as a global purchaser and discover how easy it is to work with us through our Global Data Account Management team. Call us at +1 800 645 5771 and ask to speak to our Global Data Account Management team.

Towers Watson Data Services’ Global Data Account Management — Experience and Expertise in Multinational Compensation NeedsOur seasoned team of Global Data Account managers will address the unique compensation and benefit needs of multinational organizations and provide the tools necessary to centralize current and future survey participation and purchasing activities.





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 levels that represent the career progression within the function/discipline.

The combinations of disciplines and career 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

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Our Methodology Our survey methodology builds on our collective experience in serving clients for more than 60 years. Our approach provides a systematic 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.

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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.

Your Job Match

Step 1:Function/Discipline

Step 2:Career Levels

Step 1: Match to Functions and Disciplines

Functions Accounting Human Resources IT Development

Disciplines • Accounts Payable • General Accounting • Payroll

• Benefits • Compensation • Recruitment

• Application Development • Business Systems Analysis

• IT Architecture (Systems Design)





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

* 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 (GGS) clients.

Our Methodology (continued)

Sample Job Match: Your Benefits ProfessionalSurvey Job Code: AHR060-P3

Step 1: Match to Function/Discipline Step 2: Assign Career Band/Career Level

Function: AHR Human ResourcesDiscipline: AHR060 Benefits

Career Band: ProfessionalCareer Level: P3 Career

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

• Requires in-depth knowledge and experience • Solves complex problems; takes a new perspective using

existing solutions • Works independently; receives minimal guidance • Acts as a resource for colleagues with less experience • Represents the level at which career may stabilize for many

years or even until retirement

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

Step 2: Assign Career Levels

Executive/Senior Management (EX)

15 16 17 18 19 20 21 22 23 24 25

Supervisory/Management (M)M1

SupervisorM2

ManagerM3

Senior ManagerM4

Group Manager

M5Senior Group

Manager

Professionals (P)P1

EntryP2

IntermediateP3

CareerP4

SpecialistP5

MasterP6

Renowned Expert

Customer/Client Mgmt. and Sales Professionals (S)S1

EntryS2

IntermediateS3

CareerS4

ExpertS5

Sr. ExpertS6

Elite Expert

Technical Support (T)T1

EntryT2

IntermediateT3

SeniorT4

Lead

Business Support (U)U1

EntryU2

IntermediateU3

SeniorU4

Lead

Production/Manual Labor (W)W1

EntryW2

IntermediateW3

SeniorW4

Lead

16 17 18 19 20 21 22 23 24 25

Revenue (USD)

FTE (Full-Time Equivalent) Employees 90 240 620 1.6K 4.1K 10.6K 27.5K 75K 200K

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

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Compensation Data Delivered OnlineSurvey reports are delivered via our easy-to-use online tool.

Online Advanced features:

All of the abilities of the Published reports, plus: • View or download results showing your data versus all positions/functions at all companies or a custom peer group. • Create peer groups by selecting companies based on name, size or performance measures, or by modifying your existing peer groups from other countries or from peer groups created last year.

Customized, meaningful reports: • View your incumbents, individually or aggregated, in comparison to the market. • View incentives by salary range or position/level. • Create presentation-ready color reports. • Choose valuation methodology and data elements.

Advanced analytical options: • Combine positions, functions, levels and disciplines. • Combine and weight scope cuts. • And more — include only bonus receivers, switch currencies, or choose incumbent- or company-weighted data.

Online Published features:

Published reports are available as PDF and Excel spreadsheet files.

View data by: • Total sample • Discipline • Organization level and size • Industry and geographic region

Combine and weight positions, levels anddisciplines.

Create an unlimited number of peer groups by company name or characteristic (e.g., industry, performance measure).

Report formats and pay elements may vary by survey and country to reflect unique local practices.

• Metropolitan area • Function-specific scope factors

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Custom Surveys We provide custom survey services to address your organization’s specific compensation objectives. Choose us for your next custom survey project. Our team will expertly manage all the steps involved to ensure your satisfaction. Custom survey services include the following:

Survey design

We start by working to understand your business and compensation philosophies by meeting with you and members of your organization. The resulting interactive process will allow both you and your survey team to properly identify and address the objectives of your survey.

We’ll discuss the positions and the types of organizations you want in your survey sample, along with the data elements you’ll need to address your objectives. We have extensive experience in surveying a wide range of compensation components, such as salaries, salary ranges, annual bonuses, commissions and other sales incentives, a variety of other short-term incentives, long-term incentives, benefits, perquisites, starting salaries, hiring bonuses, and any number of policies and practices.

Once we have a thorough understanding of your project, we’ll develop an in-depth price quote.

Maximizing participation

Several contributing factors influence survey participation, and Towers Watson Data Services knows how to leverage those factors to generate the maximum response to your survey.

We will design, produce and distribute survey submission materials that minimize completion time and effort.

We’ll assist you in determining the appropriate incentives to ensure target companies respond to your survey, and we’ll leverage our relationships with organizations and HR professionals to help generate interest and participation. We’ll distribute reminders and conduct telephone calls for the data solicitation efforts to further generate ample participation.

Quality results

A team of experienced compensation data analysts, aided by diagnostic software, will conduct meticulous quality control procedures to ensure the validity of the data.

We will thoroughly examine every piece of data on every response and conduct telephone interviews to clarify job comparability issues and any discrepancies in the data. Only after each data point is fully verified does it become part of the database. And our quality control doesn’t stop there. We examine the database numbers in aggregate using sophisticated statistical modeling techniques and programs to identify outliers and other potential problems. If the survey is conducted annually, we’ll also examine the data from the prior year on a job-by-job basis and ensure that any unusual increases or decreases are explainable and reasonable.

Results preparation

We offer a complete menu of survey output possibilities, ranging from simple tabular output to sophisticated regression analysis or maturity curves. We can use a variety of approaches to value benefits and stock-based incentives.

Your survey results can be delivered via our online data delivery tool. If requested, your Custom Survey team will be available to prepare and make a formal presentation in person, or via teleconference or webcast.

For more information, call us at +1 800 645 5771 and ask to speak with a custom survey consultant.

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We offer two premium compensation survey product lines in the U.S.: CSR and CDB. Both options offer the robust, comprehensive and globally consistent market data you rely on for your compensation decisions. The following are

some of the differences between the CSR and CDB product lines to help you decide if one or both are right for your business needs.

Compensation Survey Reports (CSR) and Compensation Data Bank (CDB)

Feature CSR CDB

Participants Participants are predominantly medium to small organizations. CSR general industry surveys focus on base salary and total cash compensation in the U.S. for organizations with annual revenues typically less than $2.5 billion.

Participants are predominantly large to medium organizations. CDB general industry surveys are designed to meet the needs of organizations with annual revenues typically more than $1 billion.

Approach Survey reports provide data by job level and job function. Job-level survey reports include top management, middle and supervisory management, and office and business support. Job-function survey reports include accounting and finance, call center and customer service, and logistics and supply chain management.

Surveys are industry-specific as well as general industry. Industry-specific survey reports include energy services; high tech; media; pharmaceutical and health sciences; financial services; retail/wholesale; and hotel, resort and gaming.

Executive jobs The top management survey uses a benchmark methodology and includes approximately 100 benchmark jobs.

General industry and industry-specific surveys use a benchmark methodology and include more than 160 cross-industry benchmark jobs and up to 250 industry-specific benchmark jobs.

Nonexecutive jobs Middle management, professional and support levels and disciplines are separated by survey and include 50 functions and approximately 275 disciplines.

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 accounting values by pay level and select jobs.

Survey reports present LTI eligibility and values by job and pay level, and offer multiple LTI valuation methodologies.

Accessibility CSR survey reports are available to participants and nonparticipants.

CDB survey reports are available to participants only.

Output options Published reports are presented with an array of views and report options.

Published or Advanced (unlimited peer groups) reports are available. Advanced reports are presented with all Published report features and additional customization capabilities.

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In-depth compensation data for more than 160 jobs in over 40 functions common to all industries, matched using a benchmarking methodology that integrates benchmark summaries with critical scope measures.

CDB general industry survey results are available to participants only. CDB accepts general industry data submissions throughout the year.

To participate, go to twdataservices.com and download everything you need.

At a Glance

Compensation elements reported on: • Base salary • Actual and target bonus • Total cash compensation • Long-term incentive expected values • Total direct compensation

Data are segmented by: • Revenue • Organization unit and size • Highest paid

OutputPublishedAdvanced

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

Functions and Benchmarks Surveyed


2015 CDB General Industry Executive Compensation Survey results and trends webinar recording

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Top Executive

Profit Center Management

Transportation Services and Administration

Security

Corporate Affairs/Communications

Strategic Planning/Corporate Development

Modeling, Forecasting and Economic Analysis

Finance

Accounting

Credit and Collections

Financial Analysis and Tax

Audit and Financial/Business Controls

Risk Management

General Management and Administration

Human Resources

Environmental Health and Safety

Information Technology

IT Development

IT Administration

Legal

Sales and Marketing

Marketing

Customer Support/Operations

Technical Customer Support

Manufacturing and Engineering

Manufacturing/Operations

Project/Program Management

Quality Assurance Methods



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CDB General Industry Executive Compensation Survey Report - U.S. (continued)


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Real Estate and Facilities

Research and Development

Product Development

Supply Chain and Logistics

Engineering

Technical Specialty/Skilled Trade

Account Management

Channel Sales

Direct Sales

Government Sales

Sales Support and Administration

Technical Sales Support

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Functions and Disciplines Surveyed

CDB General Industry Middle Management, Professional and

Support Compensation Survey Report - U.S. Compensation market data on more than 400 disciplines in over 45 functions common to all industries. Using our unique career-level methodology, participants can align their internal structures to one of six multilevel career bands and match their middle management, professional and support jobs to functions and disciplines common to all industries.

CDB general industry survey results are available to participants only. CDB accepts general industry data submissions throughout the year.


At a Glance


Data are segmented by: • Geographic area • Revenue • Organization unit

OutputPublished Advanced


2015 CDB General Industry Middle Management, Professional and Support Compensation Survey results and trends webinar recording

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Administrative Services


Security




Business Operations Analysis

Accounting




Risk Management

Geosciences

Human Resources




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CDB General Industry Middle Management, Professional and

Support Compensation Survey Report - U.S. (continued)




Product Development

Product Development Support

Research Science

Research Science Support


Engineering


Manual/Unskilled Labor

Account Management


IT Development

IT Administration

Legal

Legal Support

Marketing




Outsourced/Contract Manufacturing


Bid Management

Client Service Delivery Management

Channel Sales

Direct Sales

Government Sales

Large Deal Acquisition Sales

New Account Acquisition Sales

Telesales






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Design and deliver a competitive compensation plan for your entire organization with our CSR General Industry Reports Package, which provides detailed pay data for every job level and function.

The reports package includes 14 compensation reports and two regression analysis tools, including:

Six reports by job level:

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

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

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

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

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

• CSR General Industry Top Management Compensation Survey Report - U.S.

Two regression analysis tools:

• CSR General Industry Supervisory and Middle Management Comp Calculator - U.S. This tool includes regression equations that relate supervisory and middle management salaries and total pay to organization size.

• CSR General Industry Top Management Comp Calculator - U.S. This tool includes regression equations that relate top management salaries and total pay to organization size.

Eight reports by job function:

• CSR General Industry Call Center and Customer Service Compensation Survey Report - U.S.

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

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

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

• CSR General Industry Logistics and Supply Chain Management Compensation Survey Report - U.S.

• CSR General Industry Sales Compensation Survey Report - U.S.

• CSR General Industry Marketing and Communications Compensation Survey Report - U.S.

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

Output

Published

CSR General Industry Reports Package - U.S.

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2015 CSR General Industry Compensation Survey results and trends webinar recording

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


Detailed compensation data for virtually every clerical and administrative job within your organization. Our unique career-level methodology gives you the ability to match your organization’s jobs to a complete array of functions and disciplines at entry, intermediate, senior and lead levels.

At a Glance

Compensation elements reported on: • Salaries • Midpoints • Awards made from bonus and other variable pay plans • Total cash compensation

Data are presented by: • Geographic area • Industry classification • Organization size

OutputPublished

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Marketing




Telesales




Security

Accounting


Human Resources

Legal Support




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


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Pay data on technical, production and operations jobs. Using our unique career-level methodology and two career bands (technical/support and production/operations), you can match your organization’s jobs to a complete array of technical support, operational and production functions and disciplines at entry, intermediate, senior and lead levels.

At a Glance



OutputPublished

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IT Development

IT Administration





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Compensation data for administrative professional, customer/client management, and sales functions and disciplines at six levels, ranging from entry level to renowned experts.

At a Glance



OutputPublished

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


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Security



Accounting




Risk Management

Human Resources


Legal

Legal Support

Marketing




Account Management

Channel Sales

Direct Sales

Government Sales

Telesales






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


An in-depth look at pay for professional jobs in a broad array of technical and operational fields. Using our unique career-level methodology, you can match your organization’s jobs to technical and operations functions and disciplines at six levels, ranging from entry level to renowned expert.

At a Glance



OutputPublished

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Product Development



Engineering



IT Development

IT Administration







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Current compensation data for supervisory/middle management jobs ranging from first-level supervisor to senior group manager. Our unique career-level methodology enables you to match your organization’s jobs to multiple levels of management at varying degrees of responsibility and accountability for people and resources, as well as business functions, operational areas, processes and/or programs.

At a Glance



Output • Published

Also Available

CSR General Industry Supervisory and Middle Management Comp Calculator - U.S.This tool includes regression equations that relate supervisory and middle management salaries and total pay to organization size.

OutputPublished

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


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Security



Accounting




Risk Management

Human Resources


IT Development

IT Administration

Legal

Legal Support

Marketing



Manufacturing/Operation




Product Development




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CSR General Industry Supervisory and Middle Management Compensation Survey Report - U.S. (continued)

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Engineering



Account Management

Channel Sales

Direct Sales

Government Sales

Telesales






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Compensation data for many, if not all, of the top management jobs across all industries. Using an executive benchmarking methodology, you can match your organization’s executive and senior management jobs to specific sets of responsibilities and tailor those matches to corporate versus noncorporate entities (group, division or subsidiary).

At a Glance

Compensation elements reported on: • Salaries • Actual and target bonus • Total cash compensation • Long-term incentive accounting values for all executives • Total direct compensation


OutputPublished

Also Available

CSR General Industry Top Management Comp Calculator - U.S.This tool includes regression equations that relate top management salaries and total pay to organization size.

OutputPublished

CSR General Industry Top Management Compensation Survey Report - U.S.

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Top Executive


Security



Finance

Accounting




Risk Management


Human Resources







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CSR General Industry Top Management Compensation Survey Report - U.S. (continued)


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Engineering


Account Management

Sales

Channel Sales

Direct Sales

Government Sales


IT Development

IT Administration

Legal

Sales and Marketing

Marketing











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Top-to-bottom coverage of call center and customer service jobs across all industries. Executive and senior management jobs are matched through a benchmarking methodology. Nonexecutive jobs are matched to a broad array of call center and customer service functions and disciplines via our unique career-level methodology. Up to six levels of data are provided.

At a Glance



OutputPublished

CSR General Industry Call Center and Customer Service Compensation Survey Report - U.S.

Functions, Benchmarks and Disciplines Surveyed

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Customer Support/Operations Technical Customer Support




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Compensation data for a complete hierarchy of engineering, design and technical specialty jobs across all industries. Executive and senior management jobs are matched through a benchmarking methodology. Nonexecutive jobs are matched to a broad array of engineering, design and technical specialty functions and disciplines via our unique career-level methodology. Up to six levels of data are provided.

At a Glance



OutputPublished

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CSR General Industry Engineering, Design and Technical Specialty

Compensation Survey Report - U.S.



Product Development



Engineering





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Detailed pay data for human resources jobs of all levels and across all industries. Executive and senior management jobs are matched through a benchmarking methodology. Nonexecutive jobs are matched to a broad array of human resources functions and disciplines via our unique career-level methodology. Up to six levels of data are provided.

At a Glance



OutputPublished

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

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Human Resources Environmental Health and Safety

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In-depth compensation data for information technology jobs of all levels and across all industries. Executive and senior management jobs are matched through a benchmarking methodology. Nonexecutive jobs are matched to a broad array of information technology functions and disciplines via our unique career-level methodology. Up to six levels of data are provided.

At a Glance



OutputPublished

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

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IT Development

IT Administration




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Detailed compensation data for logistics and supply chain management jobs of all levels and across all industries. Executive and senior management jobs are matched through a benchmarking methodology. Nonexecutive jobs are matched to a broad array of logistics and materials management functions and disciplines via our unique career-level methodology. Up to six levels of data are provided.

At a Glance



OutputPublished

CSR General Industry Logistics and Supply Chain Management Compensation Survey Report - U.S.

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Compensation data on sales jobs of all levels and across all industries. Executive and senior management jobs are matched through a benchmarking methodology, and nonexecutive jobs are matched to a broad array of sales functions and disciplines via our unique career-level methodology. Up to six levels of data are provided.

At a Glance



OutputPublished

CSR General Industry Sales Compensation Survey Report - U.S.


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Account Management

Channel Sales

Sales

Direct Sales

Government Sales

Telesales






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Current compensation data for marketing and communications jobs of all levels and across all industries. Executive and senior management jobs are matched through a benchmarking methodology. Nonexecutive jobs are matched to a broad array of marketing and communications functions and disciplines via our unique career-level methodology. Up to six levels of data are provided.

At a Glance



OutputPublished

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

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Detailed compensation data for accounting and finance jobs of all levels and across all industries. Executive and senior management jobs are matched through a benchmarking methodology, and nonexecutive jobs are matched to a broad array of accounting and finance functions and disciplines via our unique career-level methodology. Up to six levels of data are provided.

At a Glance



OutputPublished

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


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Finance

Accounting




Risk Management




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

Our latest report is based on collaborative efforts between Towers Watson Data Services and Towers Watson’s Research and Innovation Center (RIC). Data were compiled from the Benefits Data Source (BDS) database and the annual Towers Watson/National Business Group on Health Employer Survey on Purchasing Value in Health Care.

At a Glance

Benefits covered: • Medical benefits* — Participation requirements, coordination of benefits, annual deductibles, annual out-of-pocket maximums, health reimbursement accounts/health savings accounts, hospital, emergency room and physician inpatient services, office visits, chiropractic care, prescription drugs (retail and mail order) and employee contributions • Dental benefits — Dental plan offered, participation, type of plan, annual deductibles, annual maximums, preventive/type I (cleanings), basic/type II (fillings), major/type III (crowns), orthodontia and monthly employee contributions • Vision plans — Vision plans, participation requirements, types of plans, in-network provisions and employee contributions • Defined contribution plans — Plan type, participation, Roth (401K) plans, covered pay, employee contributions, auto-enrollment, auto-escalation, company contributions, vesting, availability of company stock as an investment option, automatic rebalancing, stock buying/selling contributions, loans and withdrawal provisions • Pension plans — Defined benefit pension plans, type of plan

• Traditional defined benefit plans — Participation requirements, vesting, employee contributions, type of formula, integration, covered pay, average pay, normal retirement – eligibility, early retirement provisions, disability provisions, terminated vested, active preretirement death benefits, normal forms of payment, lump sum payments and postretirement automatic cost-of-living adjustments • Account-based plans — Participation requirements, vesting, employee contributions, type of formula, covered pay, average pay, disability provisions, active preretirement death benefits, normal forms of payment, lump sum payments, postretirement automatic cost of living adjustments, crediting formula, interest credits and annuity conversions • Vacation — Vacation/holiday practices, vacation buying, vacation selling, carryover of vacation, maximum carryover of vacation, pay for unused vacation – during employment, vacation at hire, vacation with one year of service, vacation with three years of service, vacation with seven years of service, vacation with 15 years of service, vacation with 25 years of service, vacation with 35 years of service, employer scheduled holidays, employee scheduled holidays, total holidays and vacation selling

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* 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).

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

• Paid time off (PTO) — Paid time off plans, paid time off buying, paid time off selling, carryover of paid time off, maximum carryover of paid time off, pay for unused paid time off – during employment, paid time off at hire, paid time off with one year of service, paid time off with three years of service, paid time off with seven years of service, paid time off with 15 years of service, paid time off with 25 years of service, paid time off with 35 years of service, employer scheduled holidays and employee scheduled holidays • Sick leave/short-term disability — Participation requirements • Long-term disability — Long-term disability plans, participation requirements, definition of disability, monthly employee contributions, covered pay, commencement, benefits and cost-of-living adjustments • Active employee life insurance — Type of coverage, participation requirements, monthly employee contributions, covered pay and benefit amounts • Accidental death and dismemberment insurance — Coverage available and AD&D provisions • Flexible/other benefits — Elder care, adoption benefits, flexible work arrangements, flextime, job sharing, onsite fitness center, long-term care insurance, group financial planning, group auto insurance and group homeowners insurance • Retiree medical plans — Retiree medical plans, participation requirements – retirees under age 65, type of plan – retirees under age 65, annual deductibles – retirees under age 65, annual

out-of-pocket maximum including deductible – retirees under age 65, hospital room and board – retirees under age 65, physician expenses – retirees under age 65, prescription drugs – retirees under age 65, monthly retiree contributions – retirees under age 65, cost containment – retirees under age 65, participation requirements – retirees 65 and older, Medicare, type of plan – retirees 65 and older, annual deductibles – retirees 65 and older, annual out-of-pocket maximum including deductible – retirees 65 and older, hospital room and board – retirees 65 and older, physician expenses – retirees 65 and older, prescription drugs – retirees 65 and older, monthly retiree contributions – retirees 65 and older, cost containment – retirees 65 and older, survivors of retirees – retirees 65 and older • Retiree medical savings accounts — Retiree medical savings account plans and employer contributions • Retiree dental plans — Retiree coverage under age 65, retiree coverage age 65 and older • Retiree life insurance (death benefits) — Retiree participation requirements, monthly retiree contributions, early retiree coverage and normal retiree coverage

Data are presented by: • Geographic area • Organization size • Industry classification

Output Published

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General Industry Salary Budget Survey Report - U.S.

Data on actual salary budget increase percentages for the current year and projected increases for the following year, two figures most sought after by HR and compensation professionals.

At a Glance

Data are presented by: • Geographic area • Industry classification • Organization size • Profit status

Employee groups covered: • Executives • Management, excluding executives • Exempt, nonmanagement • Nonexempt salaried • Nonexempt hourly

Salary budget elements reported on: • Merit and total increase statistics reported as a percentage of total base salaries that were granted, budgeted and projected • Salary range midpoint increases that were granted, budgeted and projected • 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

• Statistics regarding the percentage of total base salaries budgeted for short-term incentives/bonuses • Targeted total reward mix indicating the target percentage of each element • Salary increase statistics expressed both as a percentage of incumbents receiving and the average salary increase at each of the four performance ratings

OutputPublished

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Receive detailed information on a wide variety of current compensation-related issues.

At a Glance

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 • Compensation policies and practices specific to financial services and health care organizations

Data are presented by: • Geographic region • Organization size • Profit status • Industry sector

Employee groups covered: • Executives • Management, excluding executives • Exempt, nonmanagement • Nonexempt employees

Output Published

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

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

No executive compensation program is complete without considering the impact LTI plans and awards have on total direct compensation. Make sure your LTI plan is on track with this report, jointly developed by the compensation consultants at Towers Watson and the compensation survey experts at Towers Watson Data Services, to take a close look at all aspects of LTI programs.

Participants will learn about LTI practices in the marketplace and have the ability to compare their offerings with those of other participants using competitive market data.

As a participant in any of our CDB or financial services industry compensation surveys, you are also eligible to purchase the Long-Term Incentives, Policies and Practices Report - U.S. The report is available only to participants.


At a Glance

Incentive elements reported on: • LTI award values by salary band, industry classification or 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 guidelines and restrictive covenants • The grant process: determination of LTI grant values, award timing and individual participation/awards

Data are presented by: • Salary band • Industry • Organization size measured by revenue

OutputPublished

Custom Long-Term Incentive AnalysisParticipants 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.

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Contact our Client Care team at +1 800 645 5771 or [email protected] for information on our 2015 Long-Term Incentives, Policies and Practices Survey results webinar.






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General Industry International Long-Term Incentives Survey Report

Multinational organizations face a growing challenge in managing and deploying top talent worldwide. Ensuring global leadership has the right incentives to drive performance is a key part of the equation. That’s why the executive compensation consultants at Towers Watson and the compensation survey experts at Towers Watson Data Services have created this survey report.

Participants will receive detailed information about international LTI policies, practices and fair values* outside the home countries of major multinational companies.


At a Glance

Incentive elements reported on: • An inside look at how multinational organizations design LTI grants outside their home country • Hard-to-find expected LTI grant date fair values* in nearly 60 countries based on accounting value methodology • Current data on market trends, including key issues identified by participants • Prevalence of different types of LTI plans for employees outside the home country • Data on eligibility and participation policies, plus participation statistics by lowest salary for those receiving grants

OutputPublished

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

Also available

Pharmaceutical and Health Sciences International Long-Term Incentives Survey ReportThis survey report is a subset of the General Industry International Long-Term Incentives Survey database, and provides detailed information about global LTI policies, practices and grant values outside the home countries of major multinational pharmaceutical and health sciences companies.

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* 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.





The health care industry continues to face ever-increasing challenges on all sides, further emphasizing the need to focus payroll dollars where they are most needed. Now more than ever, you need a pay plan that can attract the right employees — and keep your key employees. Our newly enhanced health care compensation survey reports can help.

With new job levels and benchmarks added, this comprehensive suite of three reports provides in-depth pay data for many, if not all, of the positions in the health care industry, including executives, managers, physicians, aides, tech workers, therapists, support and administrative staff, and more.

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

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

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

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

One regression analysis tool:

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

This online tool includes regression analysis equations that relate salaries and total pay to organization size. It includes equations for all the positions in our Health Care Executive and Management Compensation Survey Report - U.S., where a positive correlation between organization size and compensation is present. Separate equations are provided for the entire sample combined as well as for five geographic regions.

Output

Published

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Health Care Reports Package - U.S.

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2015 Health Care Compensation Survey results and trends webinar recording


https://twmeetingcenter.webex.com/twmeetingcenter/lsr.php?RCID=528de6eec6a946ab9ee4b3e318f6eb02




Align your compensation with the growing demand for highly skilled health care professionals and emerging specialties with the detailed pay data included in this report. New job levels for professionals and nurses have been added, along with new benchmark jobs, including:

• Nurse Practitioner - Clinical/Outpatient • Physician Assistant - Clinical/Outpatient • Licensed Clinical Social Worker

At a Glance

Compensation elements reported on: • Salaries • Salary ranges • Awards made from bonus and other variable pay plans • Total cash compensation

Data are presented by: • Profit, not-for-profit and government classifications • Geographic area • Industry classification • Employment size • Operating revenue

OutputPublished

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

Functions, Benchmarks and Discipline Surveyed

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Ambulatory Services

Clinical Research

Dietary Services

Laboratory Services

Nursing

Nursing - Home Care

Patient Care

Patient Services

Pharmacy

Psychological/Social Services

Radiology

Rehabilitation Services

Staff Physicians and Clinicians

Residents

Technical Services







Gain access to complete pay data for skilled administrative and support personnel with this newly expanded report.

At a Glance



OutputPublished

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


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Administrative/Support Services

Clinical Research

Dietary Services

Environmental Health and Engineering

External and Government Affairs

Finance Service

Health Information Management

Human Resources

Information Systems

Managed Care

Marketing and Account Services

Materials Management

Medical and Clinical Support Services

Patient Services

Pharmacy

Project Management

Quality and Compliance

Safety and Security

Legal






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Receive detailed compensation data for top executives and managers in all types of health care settings as well as data on positions related to health care executive and management personnel with this expanded report, which includes new job levels and more than 180 benchmark jobs.

At a Glance



OutputPublished

Also Available

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

Request information

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


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are provided for the entire sample combined as well as for five geographic regions.

Output Published

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twdataservices.com41 41 twdataservices.com

Top Executive

Administrative/Support Services

Clinical Research

Department Administrators

Dietary Services

External and Government Affairs

Facilities, Environmental Services and Engineering

Financial Services

Health Information Management

Human Resources

Information Systems

Institute/Service Line Directors

Laboratory Services

Legal Services

Marketing, Communications and Account Services

Materials Management

Non-Acute Care

Nursing

Patient Services

Pharmacy

Physician Enterprise

Planning and Development

Psychological/Social Services

Quality and Compliance

Rehabilitation Services

Safety and Security

School of Medicine

Managed Care

Telecommunications








Receive detailed information on a wide variety of current compensation-related issues in the health care industry.

At a Glance

Policies and practices reported on: • Salary administration • Salary increase budgets and range increases • Bonuses and other incentive pay programs • Registered nurse (RN) hiring rates • Shift and pay differentials/premiums • On-call, stand-by or availability pay • Pay for certifications • Holiday pay • Paid leave • Turnover • Recruitment and retention

Data are presented by: • Geographic region • Organization classification and size • Profit status • Industry group

Data also presented by employee group, where appropriate.

OutputPublished

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

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twdataservices.comtwdataservices.com42







Financial Services Executive Compensation Survey Report - U.S.


This report includes CDB general industry functions and benchmarks that are applicable to this industry — see page 11.

Comprehensive compensation market data for 180 executive benchmark positions in more than 40 functions, including those unique to the financial services industry as well as those common to all industries. Participants can match their executives to functions and benchmark jobs.

Financial services survey results are available to participants only and data submissions are accepted throughout the year.


At a Glance


Data are segmented by: • Assets • Revenue • Highest paid


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Contact our Client Care team at +1 800 645 5771 or [email protected] for information on our 2015 Financial Services Compensation Survey results webinar.

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Risk Management


Marketing

Insurance Executives

Asset Management Executives

Retail Banking Executives

Global Transaction Services

Private Banking Executives

Corporate and Commercial Banking Executives

Asset-Based Financing









Detailed pay data on more than 80 functions and over 640 disciplines, including those unique to the financial services industry as well as those common to all industries. Using our career-level methodology, participants can align their internal structures to one of five multilevel career bands and match all or most of their middle management, professional and support jobs to functions and disciplines.

Financial services survey results are available to participants only and data submissions are accepted throughout the year.


At a Glance


Data are segmented by: • Assets • Revenue • Geographic area


Financial Services Middle Management, Professional

and Support Compensation Survey Report - U.S.

Functions and Disciplines SurveyedThis report includes CDB general industry functions and disciplines that are applicable to this industry — see page 13.

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Fraud

Risk Management

Credit Policy/Administration and Collection

IT Development

Securities Operations

Compliance

Legal


Actuarial (Non-Life)

Actuarial (Life)

Asset Allocation

Asset Management Support

Consumer Branch Staff

Consumer Credit Finance

Digital Banking

Cross Product Transaction Services

Cash Management

Asset Management Client Relationship Management

Private Banking Client Relationship Management

Credit Cards

Cash Management Payment Services

Credit Card Merchant Sales and Service

Asset Management Product Development/ Management

(continued on next page)Asset Management Research









Financial Services Middle Management, Professional

and Support Compensation Survey Report - U.S. (continued)

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Institutional Custody and Trust Services

Reinsurance Technical Accounts

Alternative Investment Services

Insurance Technical Support

Insurance Medical

Risk Engineer

Asset Based Finance Account Management

Asset Based Finance Sales

Middle Market Commercial Banking

Performance Measurement

Mortgage Origination, Processing and Servicing

Private Banking Portfolio Management

Private Banking Product Development

Business/Commercial Banking Product Development

Financial Advice

Retail Banking Technical/Product Specialists

Fund Management

Foreign Operations

Banking Operations

Fund Accounting

Intermediary Sales (Insurance)

Direct Sales (Insurance)

Agency Sales (Insurance)

Claims (Non-Life)

Real Estate

Claims (Life)

Insurance Product Development

Institutional Services

Private Banking Sales and Marketing

Retail Banking Product Development

Asset Management Sales and Marketing

Small Commercial Banking

Business Banking

Securities Lending

Asset Based Finance Product Management/Development

Asset Finance Technical

Invoice Finance

Private Banking Technical/Product Specialists

Private Banking Support

Trade Services

Underwriting (Non-Life)

Underwriting (Life)







The latest compensation data on more than 180 executive benchmark positions in over 50 functions, including those unique to the energy services industry as well as those common to all industries.Participants can match their executives to functions and benchmark jobs.

CDB energy services survey results are available to participants only and data submissions are accepted throughout the year.


At a Glance


Data are segmented by: • Highest paid • Revenue • Organization unit and size


CDB Energy Services Executive Compensation Survey Report - U.S.



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Risk Management

Legal

Sales and Marketing


Engineering and Construction

Construction

Engineering

Account Management

Gas Operations

Energy Delivery/Distribution and Customer Service

Energy Delivery/Distribution

Energy Territory Management

Power Procurement

Energy Supply

Power Generation and Delivery

Power Generation

Fossil Power Generation

Renewable/Alternative Power Generation

Energy Marketing and Trading





[email protected]






CDB Energy Services Executive Compensation Survey Report - U.S. (continued)


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Energy Marketing

Energy Trading

New Power Plant Development Project Management

Gas Transmission

Transmission and Distribution Systems

Electric Transmission Operations

Electric Power Market and System/Grid Operations

Nuclear Top Executive

Nuclear Quality Assurance

Nuclear Plant Technical Support Services







CDB Energy Services Middle Management, Professional

and Support Compensation Survey Report - U.S.

Functions and Disciplines SurveyedThis report includes CDB general industry functions and disciplines that are applicable to this industry — see page 13.

Comprehensive compensation market data on 60 functions and more than 530 disciplines, including those unique to the energy services industry as well as those common to all industries. Using our career-level methodology, participants can align their internal structures to one of six multilevel career bands and match all or most of their middle management, professional and support jobs to functions and disciplines.

CDB energy services survey results are available to participants only and data submissions are accepted throughout the year.


At a Glance


Data are segmented by: • Discipline • Nuclear/Nonnuclear • Organization unit and size • Geographic area


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Security



Business Operations Analysis

IT Development

IT Administration




Engineering


Account Management

Client Service Delivery Management

Direct Sales

Energy Delivery/Distribution

Energy Efficiency/Conservation

Meteorology

Energy Supply

Fossil Power Generation

Hydroelectric Power Generation

Renewable/Alternative Power Generation


Energy Marketing

Energy Trading

Energy Trading Operations/Support

New Power Plant Development Project Management










CDB Energy Services Middle Management, Professional

and Support Compensation Survey Report - U.S. (continued)

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Gas Transmission

Electric Transmission Construction and/or Maintenance

Electric Transmission Operations

Electric System/Grid and Bulk Power Training

Vegetation Management and Forestry

Nuclear Plant Maintenance

Nuclear Plant Operations

Nuclear Quality Assurance

Nuclear Plant Radiation Safety

Nuclear Plant Administrative Support Services

Nuclear Plant Technical Support Services

Nuclear Plant Training







In-depth compensation market data on 20 executive benchmark positions in 10 functions, and more than 50 middle management and professional disciplines unique to energy marketing and trading. Subscribers can match their executives to functions and benchmark job summaries. Using our career-level methodology, participants can align their internal structures to one of six multilevel career bands and match their middle management and professional jobs to functions and disciplines.

CDB energy marketing and trading survey results are available to participants only and data submissions are accepted throughout the year.


At a Glance


Data are segmented by: • Discipline • Type of commodity • Gross trading and marketing revenues

OutputPublished

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


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Risk Management


Energy Marketing

Energy Trading

Energy Trading Operations/Support

Meteorology

Energy Supply








Current compensation data on more than 185 executive benchmark positions in over 40 functions, including those unique to the high-tech industry as well as those common to all industries. Participants can match their executives to functions and benchmark jobs.

CDB high-tech industry survey results are available to participants only and data submissions are accepted throughout the year.


At a Glance


Data are segmented by: • Geographic area • Revenue • Organization unit and size


CDB High Tech Executive Compensation Survey Report - U.S.



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Engineering

Account Management

Consulting/Professional Services

Outsourcing Services

Technology Product Development








Comprehensive compensation market data on 50 functions and more than 530 disciplines, including those unique to the high-tech industry as well as those common to all industries. Using our career-level methodology, participants can align their internal structures to one of six multilevel career bands and match their middle management, professional and support jobs to functions and disciplines.

CDB high-tech industry survey results are available to participants only and data submissions are accepted throughout the year.


At a Glance


Data are segmented by: • Geographic area • Revenue • Organization unit and size

OutputPublishedAdvanced

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


This report includes CDB general industry functions and disciplines that are applicable to this industry — see page 13.

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Client Service Development

Engineering


Account Management

Channel Sales

Direct Sales

Government Sales

Large Deal Acquisition Sales

New Account Acquisition Sales

Telesales


Business Consulting

Technology/Systems Consulting

Technology/Systems Development - External Clients

External Project/Program Management

Technology Product Development

Computer Game Development

Technology Product Development Support









Detailed compensation data for more than 150 executive benchmark positions in over 40 functions, including those unique to the hotel, resort and gaming industry as well as those common to all industries. Participants can match their executives to functions and benchmark jobs.

CDB hotel, resort and gaming survey results are available to participants only and data submissions are accepted throughout the year.


At a Glance


Data are segmented by: • Revenue • Organization unit and size • Property level


CDB Hotel, Resort and Gaming Executive Compensation Survey Report - U.S.



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IT Development


Hospitality Property Development and Acquisitions

Casino Management

Casino Gaming

Casino Money Management

Hospitality Property Design and Construction

Events Management

Food and Beverage

Food Preparation and Operations

Housekeeping and Laundry Services

Health, Sports and Fitness Services

Beauty and Personal Care Services








This report provides detailed compensation data on more than 45 functions and 465 disciplines, including those unique to the hotel, resort and gaming industry as well as those common to all industries. Using our unique career-level methodology, participants can align their internal structures to one of six multilevel career bands and match all or most of their middle management, professional and support jobs to functions and disciplines.

CDB hotel, resort and gaming survey results are available to participants only and data submissions are accepted throughout the year.


At a Glance


Data are segmented by: • Geographic area • Organization unit and size


CDB Hotel, Resort and Gaming Middle Management, Professional and

Support Compensation Survey Report - U.S.



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Security


Human Resources

IT Development

Marketing







Account Management

Channel Sales Health, Sports and Fitness Services

Direct Sales Beauty and Personal Care Services

Telesales

Hospitality Property Development and Acquisitions

Casino Management

Casino Gaming

Casino Money Management

Hospitality Property Design and Construction

Events Management

Food and Beverage

Food Preparation and Operations

Beverage

Front Desk/Property Reception

Concierge Services

Housekeeping and Laundry Services








Current compensation data on nearly 150 executive benchmark positions in more than 40 functions, including those unique to the media industry as well as those common to all industries. Participants can match their executives to functions and benchmark jobs.

CDB media survey results are available to participants only and data submissions are accepted throughout the year.


At a Glance


Data are segmented by: • Revenue • Organization unit and size • Primary medium

Media survey report coverageThe CDB media survey reports segment data by organization unit (e.g., corporate, group and media outlet) and by primary medium, including the following:

CDB Media Executive Compensation Survey Report - U.S.



• Book Publishing or Information Services • Consumer Magazine or Business-to-Business Media • Event/Exhibit • Newspaper • Online/Digital

• Radio • TV Network • TV Station


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Contact our Client Care team at +1 800 645 5771 or [email protected] for information on our 2015 CDB Media Compensation Survey results webinar.

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Sales and Marketing

Marketing

Product Development

Direct Sales

Audience Development/Circulation/Subscription Sales

Advertising Sales and Account Management

Program/Affiliate Licensing Sales and Account Management

Media Business Affairs

Media Operations

Media Programming

Media Production/Development

Media Production Creative Design

Media Post-Production

Broadcast Engineering

Journalism

Online/Digital Content Production and Management

Printed/Recorded Materials Production








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In-depth compensation data on 50 functions and more than 450 disciplines, including those unique to the media industry as well as those common to all industries. Using our career-level methodology, participants can align their internal structures to one of six multilevel career bands and match their middle management, professional and support jobs to functions and disciplines.

CDB media survey results are available to participants only and data submissions are accepted throughout the year.


At a Glance


Data are segmented by: • Geographic area • Revenue • Organization unit and size • Primary medium

Media survey report coverageThe CDB media survey reports segment data by organization unit (e.g., corporate, group and media outlet) and by primary medium, including the following:

• Book Publishing or Information Services • Consumer Magazine or Business-to-Business Media • Event/Exhibit • Newspaper • Online/Digital • Radio • TV Network • TV Station


CDB Media Middle Management, Professional and Support Compensation Survey Report - U.S.




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Accounting


Risk Management

Marketing


Product Development


Supply Chain Management

Account Management

Channel Sales

Direct Sales

Audience Development/Circulation/ Subscription Sales






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CDB Media Middle Management, Professional and Support Compensation Survey Report - U.S. (continued)


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twdataservices.com57

Presenting/On Screen/On Air

Media Production Operations

Media Post-Production

Media Localization/Translation Services

Broadcast Engineering

Journalism

Online/Digital Content Production and Management

Printed/Recorded Materials Production

Event/Exhibit Production and Operations

Advertising Sales and Account Management

Program/Affiliate Licensing Sales and Account Management

Advertising Sales Creative Services


Media Business Affairs

Media Programming

Media Production/Development

Media Production Creative Design




Request information

Current compensation data on 160 executive benchmark positions in more than 30 functions, including those unique to the pharmaceutical and health sciences industries as well as those common to all industries. Participants can match their executives to functions and benchmark jobs.

CDB pharmaceutical and health sciences survey results are available to participants only and data submissions are accepted throughout the year.


At a Glance


Data are segmented by: • Scope of responsibility • Revenue • Organization unit and size


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



Also Available

Pharmaceutical and Health Sciences International Long-Term Incentives Survey Report For more information about this report, refer to page 37.

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Top Executive




Sales and Marketing

Marketing




Product Development

Account Management

Medical Representation

Market Access

Pharmaceutical Research and Development

Clinical Development

Drug Discovery Research

Medical Affairs

Drug Development and Preclinical Studies

Medical Regulatory Affairs






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Comprehensive compensation market data on more than 40 functions and over 430 disciplines, including those unique to the pharmaceutical and health sciences industries as well as those common to all industries. Using our career-level methodology, participants can align their internal structures to one of six multilevel career bands and match all or most of their middle management, professional and support jobs to functions and disciplines.

CDB pharmaceutical and health sciences survey results are available to participants only and data submissions are accepted throughout the year.


At a Glance


Data are segmented by: • Revenue • Scope measures • Geographic region and metropolitan area


CDB Pharmaceutical and Health Sciences Middle Management, Professional and Support

Compensation Survey Report - U.S.



Contact our Client Care team at +1 800 645 5771 or [email protected] for information on our 2015 North America Pharmaceutical and Health Sciences Compensation Survey results webinar.

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Risk Management

Marketing






Animal Health Sales

Product Development

Account Management

Medical Representation

Channel Sales

Direct Sales


Market Access

Clinical Development

Drug Discovery Research

Medical Affairs

Drug Development and Preclinical Studies

Medical Regulatory Affairs







Compensation market data on nearly 160 executive benchmark positions in more than 45 functions, including those unique to the retail/wholesale industry as well as those common to all industries. Participants can match their executives to functions and benchmark jobs.

CDB retail/wholesale survey results are available to participants only and data submissions are accepted throughout the year.


At a Glance


Data are segmented by: • Revenue • Organization unit and size


CDB Retail/Wholesale Executive Compensation Survey Report - U.S.



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Contact our Client Care team at +1 800 645 5771 or [email protected] for information on our 2015 North America Retail/Wholesale Compensation Survey results webinar.

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Direct Sales

Merchandising

Retail Buying

Design/Product Development

Creative Design

Inventory Control/Loss Prevention

Retail Private Label Sourcing

Franchising

Retail Store Management

Retail Store Operations

Visual Merchandising

Food and Beverage

Technical Design Food Preparation and Operations









Detailed compensation market data on more than 45 functions and nearly 450 disciplines, including those unique to the retail/wholesale industry as well as those common to all industries. Using our career-level methodology, participants can align their internal structures to one of six multilevel career bands and match all or most of their middle management, professional and support jobs to functions and disciplines.

CDB retail/wholesale survey results are available to participants only and data submissions are accepted throughout the year.


At a Glance


Data are segmented by: • Geographic area • Retail segment • Organization unit and size


CDB Retail/Wholesale Middle Management, Professional and

Support Compensation Survey Report - U.S.



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Human Resources

IT Development

IT Administration

Legal Support

Marketing

Outsourced/Contract Manufacturing






Retail Store Sales

Merchandising

Retail Buying

Creative Design

Technical Design

Inventory Control/Loss Prevention

Retail Private Label Sourcing

Franchising

Retail Store Management

Retail Store Operations

Retail Store Technical Specialty

Visual Merchandising

Direct Sales Food Preparation and Operations

Food and Beverage







Request information

The most comprehensive and globally consistent compensation and benefit planning tool for multinationals.

Covering 58 countries globally, the Global 50 Remuneration Planning Report is designed for busy multinationals that need reliable and consistent compensation, benefit and economic information in a user-friendly and consistent format.

At a Glance

Each country chapter provides: • Key economic data and background regarding the employment, reward and economic environment • Compensation trends, including salary increases, variable pay and share participation • Statutory and occupational benefits and perquisites • Public holidays and annual leave • A salary structure that presents base and variable pay practices for a wide range of job levels based on Towers Watson’s proprietary Global Grading System (GGS)

Cross-country analyses: • Regional and country comparisons on net and gross salaries • Intercountry wealth comparisons showing the relative buying power across the considered regions and countries

Data displayed are for illustrative purposes only. Report formats and pay elements may vary by survey and country to reflect unique local practices.

Job families: • Administration • Finance • General management • Human resources • Information technology • Logistics and purchasing • Manufacturing • Marketing • Research and development/engineering • Sales

Jobs:Executive through support level

Methodology:Total rewards practices based on the Towers Watson Global Grading System

OutputPublished

Countries covered:

Central and Eastern EuropeCzech Republic, Hungary, Kazakhstan, Poland, Russia, Slovakia, Slovenia, Ukraine

South Eastern EuropeBulgaria, Greece, Israel, Romania, Turkey

Western EuropeAustria, Belgium, Denmark, Finland, France, Germany, Ireland, Italy, Luxembourg, Netherlands, Norway, Portugal, Spain, Sweden, Switzerland, United Kingdom

Middle East and AfricaAlgeria, Egypt, Morocco, Saudi Arabia, South Africa, Tunisia, United Arab Emirates

Asia PacificAustralia, China, Hong Kong, India, Indonesia, Japan, Korea, Malaysia, Philippines, Singapore, Taiwan, Thailand, Vietnam

Latin AmericaArgentina, Brazil, Chile, Colombia, Mexico, Puerto Rico, Venezuela

North AmericaCanada, United States

Global 50 Remuneration Planning Report

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Receive comprehensive information on national salary differences among key cities, metropolitan areas and domestic regions in more than 60 countries worldwide.

At a Glance

User benefits: • Manage cost effectively by understanding salary differentials among regions and cities • Stay competitive to attract and retain key talent across geographic locations • Achieve cost advantages when selecting locations for expansion • Rationalize salary differences in staff relocation

Report features: • Based on average annual base pay • City/region comparisons with national average • Extensive geographic coverage in the United States with regions, subregions, states, and core-based statistical and combined statistical areas • Data breakdown by six employee categories: - Business Unit Head/Country Manager - Executive - Middle Management and Senior Professional - Supervisory and Professional - Technical and Business Support - Production and Manual Workers

OutputPublished

Global Geographic Salary Differentials Report


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Determine appropriate and competitive pay packages to attract and retain new graduate talent with data from this report, which provides detailed pay data for graduates at varying levels of education for 11 different functions.

At a Glance

User benefits: • Attract talent from different education levels • Maintain competitiveness and cost effectiveness of starting salaries • Save cost in selecting locations for increasing graduate hire

Report features: • Based on base pay of graduate starting salaries • Starting salary comparisons for six education levels: - High School/Secondary School - Post-High School Business/Technical Training - University - Master (excluding M.B.A.) - Master of Business Administration (M.B.A.) - Doctorate (Ph.D.)

• Starting salary for 11 key functions: - Accounting and Finance - Administrative Services - Customer Service/Technical Support - Engineering - Human Resources - Information Technology - Legal - Manufacturing - Marketing - Sales/Business Development - Supply Chain, Logistics and

Procurement

Output • Published

Global Starting Salaries Report

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Based on the responses from leading local and multinational organizations across 76 countries, the Company Car Benefits Survey Report offers unmatched data and best practices on establishing and administering an attractive car policy.

At a Glance

76 countries across Europe, Middle East and Africa, Asia Pacific and Latin America:

Central and Eastern Europe Azerbaijan, Belarus, Bosnia-Herzegovina, Bulgaria, Croatia, Czech Republic, Estonia, Georgia, Hungary, Kazakhstan, Latvia, Lithuania, Macedonia, Poland, Romania, Russia, Serbia, Slovakia, Slovenia, Turkey, Ukraine

Western Europe Austria, Belgium, Denmark, Finland, France, Germany, Greece, Ireland, Italy, Luxembourg, Netherlands, Norway, Portugal, Spain, Sweden, Switzerland, United Kingdom

Middle East and Africa Algeria, Bahrain, Egypt, Israel, Jordan, Kenya, Kuwait, Lebanon, Morocco, Nigeria, Oman, Pakistan, Qatar, Saudi Arabia, South Africa, Tunisia, United Arab Emirates

Asia Pacific China, Hong Kong, India, Indonesia, Japan, Korea, Malaysia, Philippines, Singapore, Taiwan, Thailand, Vietnam

Latin America Argentina, Brazil, Chile, Colombia, Costa Rica, Mexico, Panama, Peru, Puerto Rico

Car benefits policies and practices: • Trends regarding car/cash allowances and company car alternatives • Tax treatments highlights • Trade-up and trade-down policies • Coverage of fuel costs • Policy related to part-time employees • Garage/parking arrangements • Use of personal cars on business • Accessories and other features • Purchase and lease/rent costs • Financing methods • Replacement periods • Contribution for private use • Chauffeur services • Environmentally friendly initiatives • Highway toll and congestion charges • Armored cars • And much more

Data elements captured: • Actual car makes and models provided • Actual cash allowances amounts • Eligibility for company car or car/cash allowance • Purchase amounts • Leasing/renting amounts (including and excluding maintenance) • Typical benchmark car make and model • Car purchase bonus

OutputPublished

Company Car Benefits Survey Report

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Sample of Functions Covered:*

General Industry • Account Management • Corporate Affairs/Communications • Customer Support/Operations • Engineering • Finance • Human Resources • Information Technology • Manufacturing/Operations • Marketing • Profit Centre Management • Project/Program Management • Quality Assurance Methods • Research and Development • Sales • Supply Chain Management • Top Executive

High-Tech Industry • Business Consulting • Consulting/Professional Services • External Project/Program Management • Technology/Systems Consulting

Pharmaceutical Industry • Clinical Development • Drug Development and Preclinical Studies • Drug Discovery Research • Medical Affairs • Medical Regulatory Affairs • Medical Representation

Financial Services/Banking Industry • Actuarial (Life) • Actuarial (Non-Life) • Consumer Branch Staff • Equities • Fixed-Income • Fund Management • Hybrid/Corporate Banking • Underwriting (Life) • Underwriting (Non-Life)

Retail Industry • Franchising • Retail Store Management

Company Car Benefits Survey Report (continued)

* Key functions from Energy and Media sectors are also surveyed.


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

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About Towers WatsonTowers Watson is a leading global professional services company that helps organizations improve performance through effective people, risk and financial management. With 16,000 associates around the world, we offer consulting, technology and solutions in the areas of benefits, talent management, rewards, and risk and capital management. Learn more at towerswatson.com.

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