2012 OSPE Salary Survey

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OSPE| ONTARIO SOCIETY OF PROFESSIONAL ENGINEERS

MEMBER MARKET COMPENSATION SUMMARY REPORT

2012 CANADA


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Argentina

Australia

Austria

Belgium

Brazil

Canada

Chile

China

Colombia

Czech Republic

Denmark

Finland

France

Germany

Hong Kong

Hungary

India

Indonesia

Ireland

Italy

Japan

Malaysia

Mexico

Netherlands

New Zealand

Norway

Philippines

Poland

Portugal

Singapore

South Korea

Spain

Sweden

Switzerland

Taiwan

Thailand

Turkey

United Arab Emirates

United Kingdom

United States

Venezuela

Published Date: September 2012Data Effective Date: June 1, 2012

Mercer is providing this survey information to its clients to permit them to make independent decisions regarding

salaries and benefits. Because the exchange of salary and benefit information among competitors may be construed in

certain circumstances as a means to facilitate an antitrust violation, Mercer has taken appropriate steps in collecting and

disseminating this information in order to avoid such perceptions.

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

modified, sold, transformed into any other media, or otherwise transferred in whole or in any part to any party other than th

named subscriber, without prior written consent from Mercer.

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

2012 Mercer LLC. All rights reserved. 161 Bay Street, PO Box 501, Toronto, ON M5J 2S5, Canada


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OSPE | 2012 Employer Compensation Survey

2012 Mercer LLC and the Ontario Society of Professional Engineers. All rights reserved including the right to reproduce this document or any portion thereof in anyform.

MESSAGE FROM THE CHAIR

Nadin e Miller, M. Eng ., P.Eng.

President and Chair

Ontario Society of Professional Engineers (OSPE)

The OSPE Employer Compensation Surveyrepresents the results of an in-depth market research study

conducted annually amongst employers of engineers. This comprehensive survey has been conductedwith Ontarios engineers for over 50 years and remains the authoritative source on hiring trends andcompensation levels for engineers in Ontario.

In 2012, the Ontario Society of Professional Engineers (OSPE) once again partnered with Mercer toconduct the survey. As in previous years, the survey implementation was overseen by an advisorycommittee comprised of representatives from industry, engineering and human resources tasked withensuring the collection of the most comprehensive and relevant data possible.

Data were included from 218 organizations in 2012. This included compensation data for over 15,600engineers across all major industry groups, in both the private and public sectors.

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

On behalf of the Ontario Society of Professional Engineers, I sincerely hope that you will find theresults of the 2012OSPE Employer Compensation Surveya valuable resource for your organizationscontinuing success.


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OSPE | 2012 Employer Compensation Survey

2012 Mercer LLC and the Ontario Society of Professional Engineers. All rights reserved including the right to reproduce this document or any portion thereof in anyform.

OSPE Employer Compensation Survey, 2012Member Market Compensation Summary Report

The2012OSPE Employer Compensation Surveypackage, including all aspects and modifications thereof (hereafte

referred to as the Survey), contains the proprietary information of Mercer and the Ontario Society of Professional

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

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

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

forbidden.

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

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

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

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

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

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

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

Mercer

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

Ontario Society of Professional Engineers

4950 Yonge Street, Suite 502Toronto, Ontario M2N 6K1Telephone: 416 223 9961 ext. 239Fax: 416 223 9963Email: [email protected]


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OSPE | 2012 Employer Compensation Survey Table of Contents

2012 Mercer LLC and the Ontario Society of Professional Engineers i

Table of Contents

Introduction...................................................................................................................................................... 1

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

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

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

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

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

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

OSPE Regions ............................................................................................................................................... 4

Industry Groupings .........................................................................................................................................5

Sample OverviewSample Size by Engineering Responsibility Level........................................................................................... 6

Distribution of Incumbents by Location............................................................................................................ 6

Spread of Actual Years from Graduation......................................................................................................... 6

Standard Work Week ......................................................................................................................................7

Compensation DataCompensation Data by Engineering Level ...................................................................................................... 8

Compensation Data by Primary Industry......................................................................................................... 9

Base Salary by Year of Graduation ............................................................................................................... 10

Compensation Data by Location.................................................................................................................... 11

Participant List ....................................................................................................................................... 12

Classification Guide of Engineering Responsibility Levels............................................... 14

Mercer Services

About Mercer ......... ........... .......... .......... ........... .......... ........... .......... .......... ........... .......... ............. ........... ........ 16


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OSPE | 2012 Employer Compensation Survey Using the Survey Results

2012 Mercer LLC and the Ontario Society of Professional Engineers 1

IntroductionMercer and the Ontario Society of Professional Engineers (OSPE) are pleased to present the resultsof the 2012 OSPE Employer Compensation Survey. This survey provides current data with respectto actual compensation levels for professional engineers in Ontario.

The 2012 OSPE Employer Compensation Survey, conducted under the auspices of OSPE on behalfof its members and their employers, is designed to:

Establish meaningful criteria for levels of engineering responsibility for the benefit of bothengineers and employers of engineers; and

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

Advisory CommitteeOSPE maintains an Employer Compensation Survey Advisory Committee comprised of both humanresources professionals and professional engineers from a variety of industries. We would like tothank the Committee for its efforts and continuing dedication to this survey. The 2012 AdvisoryCommittee was comprised of the following members:

Ray GivensCommittee ChairPresidentGivens Engineering

Carolyn PhilpsManager, Human ResourcesMMM Group Limited

Adele Argirakis, CHRPHuman Resources DirectorCrossey Engineering Ltd.

Dominic Macchia, CHRPVice President, Human ResourcesInfrastructure Ontario

Andrew SebastianManager, Compliance & ProjectsSchneider Electric

Joanne GreeneManager, Compensation & BenefitsCity of Toronto

Caroline E. StewartSenior Compensation Advisor

Bombardier Aerospace


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OSPE | 2012 Employer Compensation Survey Survey Overview


SURVEY OVERVIEWThe 2012 OSPE Employer Compensation Surveyresults represent salary data submitted by 218organizations covering more than 15,600 incumbents, across six engineering responsibility levels.

All salary data are based on rates paid effective June 1, 2012. Incentive data included are basedon the most recent awards or most recently completed fiscal year. All figures are reported in

thousands of Canadian dollars for full-time equivalent employees.

2012 OSPE Employer Compensation Survey Profile

Organizations Participating in the Survey.................................................................................. 218

Engineers Represented........................................................................................................ 15,637

Date Effective.............................................................................................................June 1st, 2012

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

Confidentiality & PrivacyMercer ensures all data collected for this survey are treated as confidential. In instances wherethese data may be used in other OSPE survey reports, such as custom analyses, company namesmay appear in the participant list. The 2012 OSPE Employer Compensation Surveydata do notform part of Mercers general industry database. Summary statistics from the OSPE EmployerCompensation Surveyare published in electronic format as a PDF for both employers and OSPEmembers. In addition, summary statistics can be queried in Mercers Reporting Tool (available toemployers only). In all cases, it is Mercers policy to continue to maintain the confidentiality of alldata submitted during the data collection process. Mercer is committed to protecting the privacy ofemployee data and to meeting its obligations under Canadian privacy law.

Mercers confidentiality policy is to report data only where a minimum sample size guarantees thatall individual inputs and salary records are fully masked and protected. In all cases, Mercermaintains the highest level of data security and ensures confidentiality of all data submitted.

About OSPE

The Ontario Society of Professional Engineers (OSPE) is the Voice of Ontarios Engineers. OSPEpromotes and supports excellence in all aspects of engineering by enhancing the professionalrecognition of Ontarios 70,000+ professional engineers among employers and all levels ofgovernment; increasing their public profile; and advancing their economic interests by offeringexemplary continuing education, career advancement and affinity programs. For more information,please visit www.ospe.on.ca.

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

Phone: 416 223 9961 ext. 239 (Toll Free: 1 866 763 1654 ext. 239)

Fax: 416 223 9963

Email: [email protected]

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


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Data in This Report

Base salary and total cash compensation figures are reported in this Member MarketCompensation Summary on the following basis:

By Engineering Responsibility Level

By Primary Industry By Year of Graduation By Incumbent Location

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

The complete findings of the OSPE Employer Compensation Survey are available tomembers in PDF format and to employers of engineers in Ontario in Mercers reportingtool, an online database. These products afford users of the survey the opportunity toanalyze base salary, incentives granted as a percentage of salary, and total cashcompensation based on the following scopes:

Engineering Responsibility Level Year of Graduation Primary Industry

Incumbent Location Job Type Revenue/Operating Budget

# of Engineers Employed in Ontario

Incentive Eligibility

Gender*

Overtime Eligibility* Total Number of Employees* Engineering Discipline* Annual Incentive Target (% of Base) Unionized

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

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

*Mercers reporting tool Premium Edition only

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


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Terms & Definitions

Num OrgsThe number of organizations reporting information for the position.

Num Obs

The number of incumbents for which information is reported.RatesRates represent actual base salary and variable pay information, and Year(s) from Graduationvalues.

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

Total Cash CompensationAnnual base salary and incentives, if any, for all incumbents in the sample whether or not they wereeligible for or received an incentive. Each incumbent is given equal weight in the computation of thestatistics. The results therefore reflect the influence of those organizations reporting multipleincumbents.

Average (Mean)

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

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

OSPE Regions


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Industry GroupingsThe following page summarizes the industry groupings used in the full report and availableto employers for further analysis in Mercers reporting tool:

Consulting ServicesConsulting Services

Transportation/Utilities

Transportation/Utilities Electric Power

Transportation/Utilities Gas

Transportation/Utilities Transportation

Durable Manufacturing

Durable Manufacturing Machinery

Durable Manufacturing Metal Fabrication/Primary Metals

Durable Manufacturing Transportation EquipmentDurable Manufacturing Other

Non-Durable Manufacturing

Non-Durable Manufacturing Chemical

Non-Durable Manufacturing Petrochemical/Crude Petroleum

Non-Durable Manufacturing Pharmaceuticals

Non-Durable Manufacturing Rubber/Plastics

Non-Durable Manufacturing Other

Public Sector & Not-for-Profit

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

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

Public Sector & Not-for-Profit Other

High-tech/Electrical Products/Telecommunications (HET)

HET Electrical Products

HET Telecommunications

HET High-tech

Other

Other Mining Metals

Other Retail


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OSPE | 2012 Employer Compensation Survey Sample Overview


SAMPLE OVERVIEWThis section provides the broader market context that will enable members to gain agreater insight into this years survey sample.

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

Level Num Orgs Num Obs

All Levels 218 15,637

Level A 127 1,925

Level B 128 2,279

Level C 195 4,456

Level D 179 3,780

Level E 144 2,226

Level F 127 971

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

Region (N=15,624) % of Sample

Eastern Ontario 12.3

Greater Toronto Area 58.4

Northern Ontario 5.2

Southwestern Ontario 24.0

Spread of Actual Years from GraduationThe table below indicates the spread of actual years from graduation for each engineeringresponsibility level:

Year(s) from Graduation

Engineering Level Num Orgs Num Obs Low Average High

Level A 80 670 1 4 5

Level B 101 1,163 3 8 10

Level C 127 1,874 7 15 23

Level D 128 1,729 12 20 29

Level E 118 1,133 16 24 32

Level F 103 585 21 27 34


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OSPE | 2012 Employer Compensation Survey Sample Overview


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

Standard Work Week (N = 15,535)

35 Hours/Week15%

37.5Hours/Week

29%

40 Hours/Week45%

Other11%


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OSPE | 2012 Employer Compensation Survey Compensation Data


COMPENSATION DATACompensation Data by Engineering LevelThe graph and table below illustrate average base salary and total cash compensation byengineering responsibility level:

Base Salary & Total Cash Compensation

by Engineering Responsibility Level

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

$160,000

$180,000

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

Mean

Compensation

Total Cash

Base Salary

Base Salary Total Cash Compensation

NumOrgs

NumObs Low Average High Low Average High

All Levels 218 15,637 68.3 93.0 114.3 70.6 97.9 119.0

Level A 127 1,925 52.0 62.4 76.6 52.4 63.3 77.0

Level B 128 2,279 59.8 70.1 81.1 60.5 72.6 83.8

Level C 195 4,456 73.0 86.2 101.8 75.0 89.4 107.3

Level D 179 3,780 88.4 100.9 111.4 91.6 105.3 117.1

Level E 144 2,226 106.0 121.3 134.4 111.4 129.2 144.6

Level F 127 971 123.0 143.7 163.0 132.6 164.6 186.8

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

Meanco

mpensation


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Compensation Data by Primary IndustryThe following graph illustrates average base salary and total cash compensation byprimary industry for all engineering responsibility levels combined.

All Levels CombinedBase Salary & Total Cash Compensation

by Primary Industry

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

Consulting

Services

Transportation/

Utilities

Durable Mfg. Non-Durable

Manufacturing

High-tech/

Elect. Prod./

Telecom

Public Sector

& Not-for-Profit

Other

Total Cash

Base Salary

Mean

compensation


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Base Salary by Year of Graduation

All Levels Num Orgs

Num Obs Average

Year(s) from/of Grad. 218 15,637 93.0

< 2 Years 63 280 55.2

2-4 2008-2010 94 854 62.6

5-7 2005-2007 112 887 71.8

8-10 2002-2004 108 676 82.1

11-15 1997-2001 122 1,016 92.2

16-20 1992-1996 121 842 99.8

21-25 1987-1991 110 841 108.5

> 25 Years 121 1,758 115.9

No Degree 4 142 84.4

Not Available 119 8,341 93.7

Level A Num Orgs

Num Obs Average


< 2 Years 51 214 52.6

2-4 2008-2010 57 317 56.2

5-7 2005-2007 32 74 58.0

8-10 2002-2004 12 17 58.3

> 10 Years 17 48 56.6

No Degree 1 7 --


Level B Num Orgs

Num Obs Average


< 2 Years 18 52 59.2

2-4 2008-2010 65 407 61.95-7 2005-2007 69 337 65.9

8-10 2002-2004 41 140 69.0

> 10 Years 49 227 68.6

No Degree 3 29 64.8


Level C Num Orgs

Num Obs Average


< 5 Years 43 114 72.9

5-7 2005-2007 87 372 74.6

8-10 2002-2004 80 324 79.6

11-15 1997-2001 89 362 81.816-20 1992-1996 69 228 83.7

21-25 1987-1991 50 167 88.5

26-30 1982-1986 46 155 89.2

> 30 Years 47 152 94.5

No Degree 2 47 --


Level D Num Orgs

Num Obs Averag

Year(s) from/of Grad. 179 3,780 100

< 5 Years 10 16 82

5-7 2005-2007 38 80 87

8-10 2002-2004 65 148 93

11-15 1997-2001 88 377 96

16-20 1992-1996 80 310 102

21-25 1987-1991 70 273 103

26-30 1982-1986 60 260 105

> 30 Years 67 265 106

No Degree 3 35 90

Not Available 79 2,016 101

Level E Num Orgs

Num Obs Averag

Year(s) from/of Grad. 144 2,226 121

< 11 Years 29 70 105

11-15 1997-2001 61 147 113

16-20 1992-1996 71 181 114

21-25 1987-1991 66 224 121

26-30 1982-1986 65 205 125

> 30 Years 67 306 126

No Degree 2 21

Not Available 47 1,072 122

Level F Num Orgs

Num Obs Averag

Year(s) from/of Grad. 127 971 143

< 11 Years 9 15 13911-15 1997-2001 24 38 125

16-20 1992-1996 40 63 136

21-25 1987-1991 57 122 142

26-30 1982-1986 60 149 146

> 30 Years 63 198 145

No Degree 2 3

Not Available 41 383 145

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

All data are incumbent weighted.


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Compensation Data by Location

Base Salary Total Cash Compensation

Scope Category Num Orgs

Num Obs Low Average High Low Average Hig

Level A

Eastern Ontario 38 175 52.7 57.5 58.0 53.0 58.1 59.

Greater Toronto Area 79 1,006 55.0 64.0 69.0 55.0 64.7 73.

Northern Ontario 22 132 55.0 63.4 68.6 55.7 66.8 68.

Southwestern Ontario *51 606 55.1 60.7 63.7 56.0 61.8 65.

Level B

Eastern Ontario 41 248 62.0 66.6 69.5 62.5 67.9 70.



Southwestern Ontario 52 499 61.0 67.8 70.1 61.9 69.6 73.

Level C

Eastern Ontario 53 454 78.0 84.2 88.0 79.1 85.8 89.



Southwestern Ontario 77 1,039 74.1 80.9 82.4 76.4 83.6 85.

Level D

Eastern Ontario 52 613 98.6 104.6 110.4 100.4 106.6 112.




Level E

Eastern Ontario 42 337 113.3 119.4 128.7 117.5 124.9 133.




Level F

Eastern Ontario 30 99 138.1 146.5 156.1 149.1 165.6 177.

Greater Toronto Area 72 583 133.1 146.4 151.2 147.6 170.2 173.



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

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


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OSPE | 2012 Employer Compensation Survey Participant List


PARTICIPANT LIST

Alphabetical Order

A

ABB Inc.AECOM Canada Ltd.AESI Acumen Engineered Solutions

International Inc.Agropur cooperativeAiolos Engineering CorporationAir CanadaAlgoma Seamless Tubulars, Inc.Alpine Plant Foods CorporationAMEC Americas LimitedApplanix CorporationAquafor Beech LimitedArcelorMittal Dofasco Inc.ASECO Integrated Systems Ltd.Associated Engineering Group Ltd.

Atomic Energy of Canada Limited(AECL)

Ausenco LimitedAutoliv Electronics Canada Inc.Aviya Technologies Inc.

BB. M. Ross and Associates LimitedBabcock & Wilcox Canada Ltd.Baker Engineering and Risk

Consultants, Inc.Baxter CorporationBaylis Medical Company Inc.Belden CDT Inc.Bermingham Construction Limited

Black & Veatch CorporationBombardier AerospaceBrian Isherwood & Associates Ltd.Brighton Beach Power LPBrookfield LePage Johnson ControlsBrookfield Renewable PowerBuilding Innovation Inc.

CC.C. Tatham & Associates Ltd.Calder Engineering Ltd.Cambium Environmental Inc.Cambridge Brass Inc.Cameco CorporationCampbell Company of CanadaCanada Colors and Chemicals LimitedCanada PostCanadian Air Transport Security

AuthorityCanadian Broadcasting CorporationCanadian Tire Corporation, LimitedCanadian Wood CouncilCaneta Research Inc.

Cataraqui Region Conservation

AuthorityCelestica Inc.CH2M HILL Canada LimitedCIMA+City of BrantfordCity of MississaugaCity of OttawaCity of TorontoCoffey Geotechnics Inc.Cole Engineering Group Ltd.Columbian Chemicals Canada Ltd.COM DEV International Ltd.Comcor Environmental LimitedCommunications & Power Industries

Canada Inc.

Conestoga-Rovers & Associates Ltd.Corporation of the City of St.

Catharines, TheCrossey Engineering Ltd.

DDecommissioning Consulting Services

LimitedDessau Inc.DIALOGDick Engineering Inc.Dillon Consulting LimitedDRS Technologies Canada Ltd.DST Consulting Engineers Inc.Dymech Engineering Inc.

EEcologix Heating Technologies IncEfficiency Engineering Inc.Enbridge Gas Distribution Inc.Enersource CorporationEpocal Inc.Eramosa Engineering Inc.ERCO WorldwideErnst & Young LLPExelexp Services Inc.

FFedEx Express Canada Ltd.FM Global

GGap (Canada) Inc.General Dynamics CanadaGeneral Dynamics Land Systems -

CanadaGeneral Motors of Canada Limited

GENIVAR INC.

Geosyntec Consultants, Inc.GlaxoSmithKline Inc.GreenField Ethanol Inc.Greer Galloway Group Inc., The

HH. J. Heinz Company of Canada LPH.H. Angus & Associates Ltd.Hammond Power Solutions Inc.Hastings & Aziz Ltd.Hatch Ltd.HDR Canada Holding CorporationHGC EngineeringHidi Rae Consulting Engineers Inc.Holcim (Canada) Inc.

Honeywell InternationalHorizon UtilitiesHorton CBI, LimitedHumansystems Inc.Hydro One Inc.Hydro Ottawa Limited

IIBI GroupImago Machine Vision Inc.Imperial Oil LimitedIndependent Electricity System

Operator (IESO)Ingenium Group Inc.International Safety Research Inc.

Irving Group Moncton

JJMP Engineering Inc.JNE Consulting Ltd.Jordan Engineering Inc.

KKapsch TrafficCom Canada Inc.Kimberly-Clark CorporationKinectrics Inc.Klohn Crippen Berger Ltd.KWH Pipe (Canada) Ltd.

LL-3 WescamLakeside Process Controls Ltd.LANXESS Inc.Linamar CorporationLockheed Martin Canada Inc.London Hydro Inc.


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OSPE | 2012 Employer Compensation Survey Participant List


MMacDonald, Dettwiler & Associates Inc.Magna International Inc.MAN Diesel & Turbo Canada Ltd.Maple Leaf Foods Inc.Masco Canada Limited

McIntosh Perry Consulting EngineersLtd.MDA Space MissionsMeridian Lightweight Technologies Inc.Messier-Dowty Inc.Ministry of Government ServicesMMM Group LimitedMolson Coors Canada, Inc.Morrison Hershfield Ltd.MTE Consultants Inc.Municipal Infrastructure Group Ltd., The

NNasittuq CorporationNAV CANADA

Neptec Design Group Ltd.Nordion Inc.NOVA ChemicalsNovatech Engineering Consultants Ltd.Nuclear Waste Management

Organization (NWMO)

OOntario Power GenerationOntario Public ServiceOxford Properties Group

PParmalat CanadaParsons Brinckerhoff Halsall Inc.

Peter Kiewit Infrastructure Co.Peto MacCallum Ltd.Picco EngineeringPinchin Environmental Ltd.Polytainers Inc.Pottinger Gaherty Environmental

Consultants Ltd.Pratt & Whitney CanadaPrecision Drilling Corporation

RR.J. Burnside & Associates LimitedR.J. McKee Engineering Ltd.R.V. Anderson Associates LimitedRegional Municipality of Durham

Research In Motion LimitedRobinson Consultants Inc.Rowan Williams Davies & Irwin Inc.

SS&C Electric Canada Ltd.S.A. Armstrong LimitedSandvik Mining & Construction Canada

Inc.Sanofi Pasteur Limited

SCS Consulting Group Ltd.SENES Consultants LimitedSernas Group Inc., TheShawCor Ltd.SIHI Pumps LimitedSkelton, Brumwell & Associates Inc.SMART TechnologiesSmith and Andersen Consulting

EngineeringSNC-LavalinSpectra Energy TransmissionStantec Consulting Ltd.Stern Laboratories Inc.Suncor Energy Inc.

TTacoma Engineers Inc.Taro Pharmaceuticals Inc.Technical Standards and Safety

AuthorityTeknion CorporationTelesat CanadaTELUS CorporationTerrapex Environmental Ltd.Teva Canada LimitedTextron CanadaThales Rail Signalling Solutions, Inc.Thordon BearingsThurber Engineering Ltd.Toromont CAT

Toronto Hydro CorporationTown of OakvilleToyota Motor Manufacturing Canada

Inc.TransCanada CorporationTrojan TechnologiesTRQSS, Inc.Tyco Fire & Security

UURS Canada Inc.

VVale Canada LimitedValspar Corporation, The

WW.F. Baird & Associates Coastal

Engineers LimitedWalterFedyWeir Canada Inc.WESA Inc.Wescast Industries Inc.Wood Banani Bouthillette ParizeauWoodbridge Group, The

XXCG Consultants Ltd.Xstrata Nickel Sudbury Operations


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OSPE | 2012 Employer Compensation Survey Classification Guide


CLASSIFICATION GUIDE OF ENGINEERING RESPONSIBILITYLEVELS

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

Level of Responsibility LEVEL A LEVEL B LEVEL C

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

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

methods.

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

objectives.Recommendations,Decisions andCommitments

Few technical decisionscalled for and these will be ofroutine nature with ampleprecedent or clearly definedprocedures as guidance.

Recommendations limited tosolution of the problem ratherthan end results. Decisionsmade are normally withinestablished guidelines.

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

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

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

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

Leadership Authorityand/or SupervisionExercised

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

May give technical guidance toone or two junior engineers ortechnicians assigned to work ona common project.

May give technical guidance toengineers of less standing ortechnicians assigned to workon a common project.Supervision over otherengineers not usually a regularor continuing responsibility.

Guide to EntranceQualifications

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

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

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


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OSPE | 2012 Employer Compensation Survey Classification Guide


Classification Guide of Engineering Responsibility Levels

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

Level of Responsibility LEVEL D LEVEL E LEVEL F

Duties First level of direct and

sustained supervision of otherprofessional engineers OR firstlevel of full specialization.Requires application of matureengineering knowledge inplanning and conductingprojects having scope forindependent accomplishmentand co-ordination of difficult andresponsible assignments.Assigned problems make itnecessary to modify establishedguides, devise new approaches,apply existing criteria in newways, and draw conclusionsfrom comparative situations.

Usually requires knowledge of

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

group of highly qualifiedprofessional personnel engagedin complex technicalapplications.

Usually responsible for an

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

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

Recommendations,Decisions andCommitments

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

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

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

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

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

Work is assigned only in termsof broad objectives to be

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

Receives administrativedirection based on

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

Leadership Authorityand/or SupervisionExercised

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

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

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

Guide to EntranceQualifications

Bachelors degree inEngineering or Applied Science

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

Bachelors degree inEngineering or Applied Science

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

Bachelors degree inEngineering or Applied

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


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OSPE | 2012 Employer Compensation Survey Mercer Services


MERCER SERVICES

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

We work with clients to address a broad array of their most important human resource issues, both domestically and globally. We havespecialist expertise in all areas of human resource consulting, including compensation, employee benefits, communication, and humancapital strategy. Of equal importance are our investment consulting expertise and the solutions we provide in program administration.

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

Marsh & McLennan Companies is a global professional services firm with annual revenues exceeding $11 billion. It is the parentcompany of Marsh Inc., the world's leading risk and insurance services firm; and Mercer Inc., a major global provider of consultingservices. More than 50,000 employees provide analysis, advice, and transactional capabilities to clients in over 100 countries. Its stock(ticker symbol: MMC) is listed on the New York, Chicago, Pacific, and London stock exchanges. Marsh & McLennan Companieswebsite address is www.mmc.com.

2012 OSPE Salary Survey

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Transcript of 2012 OSPE Salary Survey