Compensation Benchmark Analysis

© 2014 Towers Watson. All rights reserved.

Compensation Review

Company X

12 March 2014

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© 2014 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.

Table of Contents

1. Introduction

2. Executive Summary

3. Methodology

4. Results – Compensation Compa-ratio

5. Results – Allowances/Benefits Audit

6. Findings & Recommendations

Appendices

1. Definition of Terms

2. Medical Technology Peer Groups

3. Job Descriptions

2

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1. Introduction

Company X requested Towers Watson to conduct a benchmarking review of 11 roles for Company X

against Medical Technology markets. The following compensation items were analyzed:

Annual Base Salary (ABS)

Total Guaranteed Compensation ( ABS + Allowances)

Target Total Compensation (TGC + Target Variable Pay)

Actual Total Compensation (TGC + Actual Variable Pay)

Target Total Reward (TTC + Company Car/Cash Allowance + Vacation/Flight Tickets+ Pension & Healthcare Benefits)

Actual Total Reward (ATC + Company Car/Cash Allowance + Vacation/Flight Tickets+ Pension & Healthcare Benefits)

Summary of individual benefits items

All data has been aged by 5% to reflect annual market movement to 1 April 2013

Company X compensation was benchmarked against the United Arab Emirates, Lebanon and Saudi

Arabia Medical Technology market references

Reports on cash compensation competitiveness by individual job has also been submitted, in a separate

Excel report.

3

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2. Executive Summary

A. COMPENSATION – Company X Market Positioning vs. Medical Technology Peer

Groups in UAE, Lebanon and Saudi Arabia

4

@ Market MEDIAN

Compensation Line of Analysis # of roles /

observations < 85% < 85 TO 115 > 115

Annual Base Salary

9

Total Company X

Sample

2 (22%) 5 (56%) 2 (67%)

Total Guaranteed Compensation 0 (0%) 7 (78%) 2 (22%)

Target Total Compensation 0 (0%) 6 (67%) 3 (33%)

Actual Total Compensation 0 (0%) 8 (89%) 1 (11%)

Target Total Reward 1 (11%) 5 (56%) 3 (33%)

Actual Total Reward 0 (0%) 4 (44%) 5 (56%)

@ Market 75% Percentile

Compensation Line of Analysis # of roles /

observations < 85% < 85 TO 115 > > 115

Annual Base Salary

9

Total Company X

Sample

3 (33%) 6 (67%) 0 (0%)

Total Guaranteed Compensation 3 (33%) 6 (67%) 0 (0%)

Target Total Compensation 4 (44%) 5 (56%) 0 (0%)

Actual Total Compensation 5 (56%) 4 (44%) 0 (0%)

Target Total Reward 4 (44%) 5 (56%) 0 (0%)

Actual Total Reward 4 (44%) 5 (56%) 0 (0%)

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2. Executive Summary (Cont’d)

B. Allowances and Benefits Package

5

Market Positioning

Allowances/

Benefits BELOW AT ABOVE

Housing

Allowance

KSA - Sales Manager

UAE - Sales Manager Gulf (SU)

UAE - Financial Analyst

All other Company X roles

Children’s

Education KSA - Sales Manager

KSA - Sales Supervisor All other Company X roles

LEB - Product & Technical Manager

MEA

Utilities All other Company X roles UAE - General Manager MEA (WC)

UAE - Marketing Manager MEA (WC)

Target

Performance

Bonus


All other Company X LEB and KSA-

based roles

All other Company X UAE-based roles

Company Car/

Cash Allowance UAE - Financial Analyst All other Company X roles

Annual Vacation

Tickets



All other Company X KSA-based roles

UAE - General Manager MEA (WC)

All other Company X LEB-based roles


UAE - Clinical Trainer MEA

Medical Insurance UAE - General Manager MEA (WC)




UAE - Clinical Trainer MEA

LEB - Sales Director MEA

KSA - Sales Manager

LEB - Product & Technical Manager

MEA

KSA - Sales Supervisor

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3. Methodology

The following 4 step process was deployed for this project:

N.B. Statistical terms are defined in Appendix A, participating organizations in Appendix B, Job

Descriptions are provided in Appendix C

6

Data Collection

• Reviewed following key items:

• Organisation Charts

• Job Descriptions – Discussion with the General Manager

Job Matching

• Mapping of each role to Towers Watson Survey Methodology (Career Paths and Global Grades as well as review and validation of mapping conducted with Mr X, General Manager.

Market Data Analysis

• Compa Ratio Analysis for ABS, TGC, TTC, ATC, TTR and ATR

• Analysis of individual benefit items

• Peer Group Comparison to Medical Technology markets in UAE, KSA and Lebanon

Reporting

• Power Point Summary

• Excel Reports by employees

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7

Your Company Title : General Manager MEA (WC)

TW Benchmark Code : AAB020-EX-16

Compa-Ratio to MEDICAL TECHNOLOGY Peer Group – United Arab Emirates No. of Companies : 5 No. of Incumbents : 5

Cash Components Your Data

Average

(AED per annum) Compa-Ratio

P10 P25 Med. P75 P25 Med. P75

ABS 516,756 - 510,287 675,943 719,101 101.3% 76.4% 71.9%

TGC 784,756 - 710,924 845,773 940,144 110.4% 92.8% 83.5%

TTC 939,783 - 828,634 1,048,930 1,125,427 113.4% 89.6% 83.5%

ATC 935,039 - 802,024 1,074,979 1,118,816 116.6% 87.0% 83.6%

TTR 1,010,951 - 881,968 1,097,890 1,222,491 114.6% 92.1% 82.7%

ATR 1,006,207 - 875,980 1,133,782 1,223,919 114.9% 88.7% 82.2%

Compa-ratio legend:

Market Compa-ratio Report

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8

Your Company Title : Sales Manager Gulf (SU)

TW Benchmark Code : CSC911-M3-14



Average


P10 P25 Med. P75 P25 Med. P75

ABS 265,740 250,806 296,560 357,232 398,060 89.6% 74.4% 66.8%

TGC 423,240 379,755 411,657 468,863 493,043 102.8% 90.3% 85.8%

TTC 529,536 406,662 450,875 571,085 639,957 117.4% 92.7% 82.7%

ATC 458,317 401,955 439,659 508,191 621,637 104.2% 90.2% 73.7%

TTR 589,536 448,091 507,295 601,182 698,723 116.2% 98.1% 84.4%

ATR 518,317 438,248 485,936 563,120 679,972 106.7% 92.0% 76.2%

Compa-ratio legend:


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9

Your Company Title : Marketing Manager MEA (WC)

TW Benchmark Code : AMK000-P4-13



Average


P10 P25 Med. P75 P25 Med. P75

ABS 272,000 204,332 219,551 234,769 282,969 133.1% 123.9% 115.9%

TGC 374,000 317,533 332,496 347,458 393,135 117.8% 112.5% 107.6%

TTC 455,600 343,366 363,433 383,500 427,614 132.7% 125.4% 118.8%

ATC 425,000 333,175 370,194 396,757 423,330 127.6% 114.8% 107.1%

TTR 493,600 371,411 394,130 419,522 473,878 132.9% 125.2% 117.7%

ATR 463,000 363,301 382,422 420,602 477,348 127.4% 121.1% 110.1%

Compa-ratio legend:


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10

Your Company Title : Financial Manager

TW Benchmark Code : AFA000-M2-12



Average


P10 P25 Med. P75 P25 Med. P75

ABS n.a. 160,155 186,722 202,579 343,896 n.a. n.a. n.a.

TGC n.a. 206,351 257,594 310,319 399,894 n.a. n.a. n.a.

TTC n.a. 222,622 286,871 335,452 412,139 n.a. n.a. n.a.

ATC n.a. 268,252 310,942 374,309 456,559 n.a. n.a. n.a.

TTR n.a. 292,413 336,135 368,879 436,368 n.a. n.a. n.a.

ATR n.a. 287,511 333,154 389,941 480,042 n.a. n.a. n.a.

Compa-ratio legend:


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11

Your Company Title : Clinical Trainer MEA

TW Benchmark Code : PCL040-P4-13



Average


P10 P25 Med. P75 P25 Med. P75

ABS 280,000 203,780 225,488 265,483 292,053 124.2% 105.5% 95.9%

TGC 437,500 317,510 335,588 368,927 417,469 130.4% 118.6% 104.8%

TTC 493,500 347,612 375,788 410,547 461,064 131.3% 120.2% 107.0%

ATC 479,500 334,574 360,121 402,482 449,512 133.1% 119.1% 106.7%

TTR 555,500 368,416 412,401 455,950 526,258 134.7% 121.8% 105.6%

ATR 541,500 356,055 384,503 445,106 497,531 140.8% 121.7% 108.8%

Compa-ratio legend:


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12

Your Company Title : Financial Analyst

TW Benchmark Code : AFA000-P3-12



Average


P10 P25 Med. P75 P25 Med. P75

ABS 251,352 132,744 182,808 194,995 246,344 137.5% 128.9% 102.0%

TGC 275,352 204,943 247,727 301,104 346,357 111.2% 91.4% 79.5%

TTC 300,487 223,512 263,311 329,201 370,396 114.1% 91.3% 81.1%

ATC 295,352 242,323 280,879 312,389 362,164 105.2% 94.5% 81.6%

TTR 319,987 278,322 331,593 362,007 410,420 96.5% 88.4% 78.0%

ATR 314,852 264,635 303,535 355,479 390,069 103.7% 88.6% 80.7%

Compa-ratio legend:


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13

Your Company Title : Customer Services & Logistics Professional

TW Benchmark Code : ASC030-U2-06



Average


P10 P25 Med. P75 P25 Med. P75

ABS n.a. 62,254 70,369 87,125 102,541 n.a. n.a. n.a.

TGC n.a. 81,951 91,056 112,792 124,350 n.a. n.a. n.a.

TTC n.a. 90,410 100,456 112,792 133,085 n.a. n.a. n.a.

ATC n.a. 84,095 93,439 112,792 134,551 n.a. n.a. n.a.

TTR n.a. 105,141 134,873 182,715 191,837 n.a. n.a. n.a.

ATR n.a. 96,069 135,568 182,715 192,288 n.a. n.a. n.a.

Compa-ratio legend:


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14

Your Company Title : Sales Director MEA

TW Benchmark Code : AMJ000-EX-15

Compa-Ratio to MEDICAL TECHNOLOGY Peer Group – Lebanon No. of Companies : 4 No. of Incumbents : 6


Average

(USD per annum) Compa-Ratio

P10 P25 Med. P75 P25 Med. P75

ABS 101,088 - 88,255 101,811 133,789 114.5% 99.3% 75.6%

TGC 109,088 - 97,914 117,379 134,296 111.4% 92.9% 81.2%

TTC 149,523 - 117,629 134,001 196,050 127.1% 111.6% 76.3%

ATC 130,997 - 116,598 124,340 194,657 112.3% 105.4% 67.3%

TTR 165,323 - 133,277 180,406 218,895 124.0% 91.6% 75.5%

ATR 146,797 - 124,944 178,838 216,692 117.5% 82.1% 67.7%

Compa-ratio legend:


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15

Your Company Title : Product & Technical Manager MEA

TW Benchmark Code : AMK000-M3-14

Compa-Ratio to MEDICAL TECHNOLOGY Peer Group – Lebanon No. of Companies : 13 No. of Incumbents : 55


Average

(USD per annum) Compa-Ratio

P10 P25 Med. P75 P25 Med. P75

ABS 88,200 - 70,058 81,470 89,715 125.9% 108.3% 98.3%

TGC 96,200 - 70,058 81,470 89,715 137.3% 118.1% 107.2%

TTC 131,480 - 88,016 99,007 125,850 149.4% 132.8% 104.5%

ATC 112,642 - 94,316 104,877 125,849 119.4% 107.4% 89.5%

TTR 147,280 - 96,900 114,180 136,184 152.0% 129.0% 108.1%

ATR 128,442 - 96,154 118,336 136,183 133.6% 108.5% 94.3%

Compa-ratio legend:


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16

Your Company Title : Sales Manager

TW Benchmark Code : CSC911-S3-12

Compa-Ratio to MEDICAL TECHNOLOGY Peer Group – Saudi Arabia No. of Companies : 5 No. of Incumbents : 16


Average

(SAR per annum) Compa-Ratio

P10 P25 Med. P75 P25 Med. P75

ABS 211,692 135,017 183,515 216,678 244,313 115.4% 97.7% 86.6%

TGC 289,692 187,020 222,874 293,182 329,745 130.0% 98.8% 87.9%

TTC 353,200 212,907 264,512 329,675 412,159 133.5% 107.1% 85.7%

ATC 349,692 215,243 258,634 310,125 414,292 135.2% 112.8% 84.4%

TTR 398,200 249,209 295,185 341,308 451,535 134.9% 116.7% 88.2%

ATR 394,692 244,297 283,773 314,415 422,765 139.1% 125.5% 93.4%

Compa-ratio legend:


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17

Your Company Title : Sales Supervisor

TW Benchmark Code : CSC911-S2-10

Compa-Ratio to MEDICAL TECHNOLOGY Peer Group – Saudi Arabia No. of Companies : 5 No. of Incumbents : 13


Average

(SAR per annum) Compa-Ratio

P10 P25 Med. P75 P25 Med. P75

ABS 144,000 85,759 100,230 135,651 167,806 143.7% 106.2% 85.8%

TGC 210,000 127,152 144,090 182,921 227,328 145.7% 114.8% 92.4%

TTC 253,200 150,016 176,985 223,202 283,732 143.1% 113.4% 89.2%

ATC 240,000 160,932 180,307 214,360 256,250 133.1% 112.0% 93.7%

TTR 300,700 183,883 208,120 250,226 306,161 144.5% 120.2% 98.2%

ATR 287,500 187,649 209,964 236,694 293,464 136.9% 121.5% 98.0%

Compa-ratio legend:


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5. Results – Allowances/Benefits Audit

The following core benefits/allowances were reviewed:

Housing

Children’s Education

Utilities

Target Performance Bonus

Company Car/Cash Allowance

Annual Vacation Tickets

Medical Insurance

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19

5. Results – Allowances/Benefits Audit – Housing Allowance

Company X Position Country Company X

Data

General Manager MEA (WC) UAE 180,000

Sales Manager Gulf (SU) UAE 90,000

Marketing Manager MEA (WC) UAE 90,000

Financial Manager UAE N/A

Clinical Trainer MEA UAE 90,000

Financial Analyst UAE 24,000

Customer Services & Logistics Professional UAE N/A

Sales Director MEA Lebanon -

Product & Technical Manager MEA Lebanon -

Sales Manager KSA 48,000

Sales Supervisor KSA 36,000

Lower

Quartile Median

Upper

Quartile

161,685 176,971 204,001

116,166 122,480 135,698

91,866 96,970 115,980

74,304 87,585 102,067

91,866 104,078 126,941

71,659 81,659 97,213

18,498 20,328 31,250

Not Typical Market Practice


49,343 60,918 80,146

32,631 40,612 50,963

Company X Information Market Information

Data Source: 2013 General Industry & Medical Technology Market Data

At Market

Below Market

Above Market

Currency:

- Lebanon: USD

- Saudi Arabia: SAR

- United Arab Emirates: AED

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5. Results – Allowances/Benefits Audit – Children’s Education


Data



Marketing Manager MEA (WC) UAE -



Financial Analyst UAE -


Sales Director MEA Lebanon 4,000

Product & Technical Manager MEA Lebanon 4,000



Lower

Quartile Median

Upper

Quartile

27,621 32,000 52,500

19,300 22,500 30,000

14,688 20,000 26,442

19,300 22,500 30,000

14,688 20,000 26,442

14,688 20,000 26,442

12,855 17,000 25,000

500 4,150 4,750

500 1,500 2,500

17,156 21,500 35,625

17,156 21,500 35,625



At Market

Below Market

Above Market

Currency:

- Lebanon: USD

- Saudi Arabia: SAR


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21

5. Results – Allowances/Benefits Audit – Utilities Allowance

Data Source: 2013 General Industry UAE

In the UAE only 15% of the companies in General Industry are providing Utilities Allowance

to their General Manager. This reduces to 5% of the companies for Professionals. None of

the Medical Technology companies have such practice in place.

When provided, the General Management roles would typically receive AED 12,500 (annual average).

When provided, the Professional roles would typically receive AED 6,335 (annual average).

Similar exceptional practice is observed in the Saudi market.

It is not market practice in Lebanon.

With AED 18,000 provided as Utilities Allowance to the General Manager and AED

12,000 to the Marketing Manager, Company X’s practice is above the market.

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22

5. Results – Allowances/Benefits Audit – Performance Bonus


Data

General Manager MEA (WC) UAE 30%

Sales Manager Gulf (SU) UAE 40%

Marketing Manager MEA (WC) UAE 30%


Clinical Trainer MEA UAE 20%

Financial Analyst UAE 10%


Sales Director MEA Lebanon 40%

Product & Technical Manager MEA Lebanon 40%

Sales Manager KSA 30%

Sales Supervisor KSA 30%

Lower

Quartile Median

Upper

Quartile

20.0% 25.0% 30.0%

22.0% 27.5% 33.0%

10.0% 15.0% 18.0%

10.0% 15.0% 23.0%

10.0% 15.0% 28.0%

10.0% 10.0% 15.0%

8.0% 10.0% 12.0%

23.5% 35.0% 40.0%

20.0% 28.0% 40.0%

27.5% 35.0% 40.0%

25.0% 33.8% 40.0%



At Market

Below Market

Above Market

Currency:

- Lebanon: USD

- Saudi Arabia: SAR


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23

5. Results – Allowances/Benefits Audit – Company Car/Cash Allowance


Data












Lower

Quartile Median

Upper

Quartile

42,798 48,960 59,282

24,027 28,581 35,424

26,791 30,622 30,622

20,684 28,068 36,744

26,791 30,622 30,622

22,311 23,285 29,520


- 9,698 -

- 9,698 -

24,367 28,022 32,704

- 24,667 -



At Market

Below Market

Above Market

Currency:

- Lebanon: USD

- Saudi Arabia: SAR


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24

5. Results – Allowances/Benefits Audit – Annual Vacation Tickets


Data








Sales Director MEA Lebanon -

Product & Technical Manager MEA Lebanon -



Lower

Quartile Median

Upper

Quartile

11,352 17,979 30,568

6,047 12,555 22,967

1,404 9,411 14,266

7,349 9,615 20,198

1,404 9,411 14,266

4,256 7,145 18,649

2,553 3,370 6,969



20,306 20,306 20,306

10,153 20,306 20,306



At Market

Below Market

Above Market

Currency:

- Lebanon: USD

- Saudi Arabia: SAR


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25

5. Results – Allowances/Benefits Audit – Medical Insurance


Data












Lower

Quartile Median

Upper

Quartile

21,644 27,467 32,499

8,434 13,893 16,610

8,303 16,611 27,049

5,129 13,198 23,305

8,303 16,611 27,049

5,660 13,449 16,661

- 3,667 -

2,778 4,341 6,987

2,886 3,738 4,356

11,296 11,862 12,429

2,460 8,987 11,298



At Market

Below Market

Above Market

Currency:

- Lebanon: USD

- Saudi Arabia: SAR


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6. Findings & Recommendations

26

For Total Guaranteed Compensation, the overall market positioning of Company X is:

Aligned (for 78% of the employees)

Above market (for the remaining 22% of employees)

to the Medical Technology market median. This positioning ranges from 90% to 118%.

We have only observed two weak positioning for the provision of Housing allowance to both Sales Manager roles in the UAE and in KSA. The housing provided to Financial Analyst is currently well below market and would require your attention.

Company X Assistance to Children’s Education in KSA would require attention since the market is providing allowances per child twice higher than Company X.

Company X is above market practice with its rather exceptional provision of Utilities allowance to two employees.

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6. Findings & Recommendations (Cont’d)

27

When Variable Pay is considered as part of the Total Compensation package, Company X’s strong positioning to the market is maintained. Company X variable pay is robust, both for on-target as well as for actual provision.

With exception for the Financial Analyst which may require some adjustment/alignment, all Company X employees receive a Company Car Cash Allowance aligned with the market practice.

Internal and external disparities are observed on the provision of the Vacation/Flight Tickets value. However this may result from the fact that the country of origin of the employee may vary and automatically impact the ticket value provision.

The contribution of Company X to the Employee Medical Insurance seems aligned or robust in Lebanon and KSA markets. However we observed internal disparities and external misalignment to the UAE market, which might require your attention.

On Total Reward, the overall market positioning of Company X is either aligned or strong compared to market median.

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© 2014 Towers Watson. All rights reserved. Proprietary and Confidential.

Appendix A – Definition of Terms

28

Ranges

10th Percentile: Value below which 10% of the data lie

25th Percentile: Value below which 25% of the data lie

Median: Value above/below which 50% of the data lie

75th Percentile: Value above which 25% of the data lie

90th Percentile: Value above which 10% of the data lie

N°of Companies : Number of companies reporting incumbents taken into account in the calculations.

N°of Incumbents : Number of individual incumbents taken into account in the calculations.

Cash Components

Annual Base Salary: Includes monthly base salary multiplied by the appropriate number of months based on the country statutory requirement,

and other fixed payments (such as fixed guaranteed bonuses and contractual bonuses). Expressed as an annual amount.

Total Guaranteed Compensation: The sum of annual base salary and any fixed cash allowances.

Target Total Compensation: The sum of total guaranteed compensation and target total variable pay.

Actual Total Compensation: The sum of total guaranteed compensation and actual total variable pay.

Target Total Rewards excluding LTI: The sum of annual base salary, fixed cash allowances, target total variable pay and valued benefits.

Actual Total Rewards excluding LTI : The sum of annual base salary, fixed cash allowances, actual total variable pay and valued benefits.

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Appendix B – Medical Technology Peer Groups

29

Lebanon UAE KSA

ALCON LABORATORIES

ANSELL

BAUSCH & LOMB

BAXTER

BECTON DICKINSON

BRAINLAB

CAREFUSION

COVIDIEN

GE HEALTHCARE

JOHNSON & JOHNSON

KINETIC CONCEPTS (KCI)

LIFE TECHNOLOGIES

MEDTRONIC

OLYMPUS KEYMED

OMRON HEALTHCARE

PALL CORPORATION

PAUL HARTMANN

ROCHE DIAGNOSTICS

SIEMENS

SMITH AND NEPHEW

STRYKER

THERMO FISHER SCIENTIFIC

VARIAN MEDICAL SYSTEM

ALCON LABORATORIES

BAUSCH & LOMB

BAXTER

BECTON DICKINSON

BRAINLAB

COVIDIEN

GE HEALTHCARE

JOHNSON & JOHNSON

MEDTRONIC

OLYMPUS KEYMED

ROCHE DIAGNOSTICS

SMITH AND NEPHEW

VARIAN MEDICAL SYSTEM

ALCON LABORATORIES

AMS

BOSTON SCIENTIFIC

COVIDIEN

GE HEALTHCARE

HAEMONETICS

JOHNSON & JOHNSON

MEDTRONIC

OLYMPUS KEYMED

ORBUSNEICH

ROCHE DIAGNOSTICS

ZIMMER

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Appendix C – Job Descriptions

Company X Position: General Manager MEA (WC)

TW Code: AAB020-EX-16

30

Function: Profit Center Management (AAB) Discipline: Country Manager (020)

Responsible for the profitability and growth of a single or multiple

profit center or business unit. Directs the establishment of long-

range plans, strategy and policy. Manages the line and staff

operations.

- Manages the profitability and growth of the organization’s

operations within a country or group of countries and is not

limited to a specific product line

- Represents the organization in relations with customers and

the business and non-business communities

- May be responsible for legal, tax and regulation purposes

- Manages incumbents supporting multiple lines of business

Career Level: Executive Career Band (EX) Global Grade: 16

- Global Grade 16 CEOs are typically responsible for:

- Full-Time Equivalent employment under 90

- Operations in a cluster of countries within one region

- Related products/services in a single industry without end-to-end control of the business

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Appendix C – Job Descriptions (Cont’d)

Company X Position: Sales Manager Gulf (SU)

TW Code: CSC911-M3-14

31

Function: Channel Sales (CSC) Discipline: Medical/Surgical Devices (911)

Maximizes revenues from sales of the organization’s products

and/or services through a base of reseller partners such as

dealers, systems integrators, value added resellers (VARs),

distributors or retailers. Locates, evaluates and recruits potential

channel partners. Supports partners throughout the sales

process in all sales-oriented activities, such as marketing,

advertising, sales promotions and training to achieve revenue

targets.

- Sells a portfolio of the organization’s and/or third party

products through a base of reseller partners

- Specializes in the sale of medical and/or surgical devices

(e.g., needles, gloves, oxygen masks), active implantable

technology (e.g., cardiac pacemakers, heart catheters),

nonactive implantable technology (e.g., cardiac stents and

prostheses)

Career Level: Senior Manager (M3) Global Grade: 14

- Provides leadership to supervisors and/or professional staff

- Is accountable for the performance and results of related

units

- Develops departmental plans, including business,

production and/or organizational priorities

- Controls resources and policy formation in area of

responsibility

- Decisions are guided by resource availability and functional

objectives

- Identifies applications of functional knowledge and existing

methodologies to complex problems

- Manages professionals and/or junior managers

- In Global Grade 16-17 organizations, typically has

accountability for a function

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Company X Position: Marketing Manager MEA (WC)

TW Code: AMK000-P4-13

32

Function: Marketing (AMK) Discipline: Generalist/Multidiscipline (000)

Markets the organization’s products, brands and/or services.

Designs, develops and implements communication programs to

advertise the organization’s products/brands/services using

media (TV, radio, print, direct mail, the internet), events, and

sales promotions. Develops and evaluates pricing strategies

and structures. Designs and maintains websites to promote and

sell the organization’s products through the internet.

- Designs, develops and implements marketing programs

and/or pricing strategies to support the organization’s

products, services or market sector

- Uses specific marketing strategies and media (e.g., internet,

press, television, radio) to launch and position products and

services in a sector

- Identifies and implements marketing strategies and

programs in collaboration with sales and technical teams

- Responsibilities are within the Marketing Function as a

generalist or in a combination of Disciplines

Career Level: Specialist (P4) Global Grade: 13

- Is recognized as an expert in own area within the organization

- Requires specialized depth and/or breadth of expertise

- Interprets internal or external business issues and

recommends solutions/best practices

- Solves complex problems; takes a broad perspective to

identify solutions

- Works independently, with guidance in only the most complex

situations

- Progression to this level is typically restricted on the basis of

business requirement

- Guides others in resolving complex issues in specialized

area based on existing solutions and procedures

- Serves as an expert within own discipline

- Serves as a resource for best practices/quality on functional

teams or projects

- Trains/mentors junior staff

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Company X Position: Financial Manager

TW Code: AFA000-M2-12

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Function: Finance (AFA) Discipline: Generalist/Multidiscipline (000)

Develops implements and maintains the financial plans and

policies of the organization. Establishes fiscal controls, prepares

financial reports, maintains relations with investment and

banking communities, advises management of financial affairs

and assists in long-range planning.

- Performs a variety of financial activities, including

accounting, financial analysis, audit, tax, credit and

collections

- Develops and evaluates financial plans and policies

- Establishes and maintains accounting, financial, and

reporting policies and controls

Career Level: Manager (M2) Global Grade: 12

- Manages professional employees and/or supervisors

- Is accountable for the performance and results of a team

within own discipline or function

- Adapts departmental plans and priorities to address

resource and operational challenges

- Decisions are guided by policies, procedures and business

plan; receives guidance from senior manager

- Provides technical guidance to employees, colleagues

and/or customers

- Accountable for results of a small team

- Exercises limited management authority; sets employee

performance objectives, conducts performance reviews and

recommends pay actions

- Defines team operating standards and ensures essential

procedures are followed based on knowledge of own

discipline

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Company X Position: Clinical Trainer MEA

TW Code: PCL040-P4-13

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Function: Clinical Development (PCL) Discipline: Clinical Technical Training (040)

Evaluates the efficacy and safety of drugs in human clinical

studies. (Phases I to IV) involving patient interaction and/or

research, consulting, bench work and/or analysis

- Delivers clinical training or training-related services in support

of company therapies and products

Career Level: Specialist (P4) Global Grade: 13

- Is recognized as an expert in own area within the

organization

- Requires specialized depth and/or breadth of expertise

- Interprets internal or external business issues and

recommends solutions/best practices

- Solves complex problems; takes a broad perspective to

identify solutions

- Works independently, with guidance in only the most

complex situations

- Progression to this level is typically restricted on the basis of

business requirement

- Guides others in resolving complex issues in specialized

area based on existing solutions and procedures

- Serves as an expert within own discipline

- Serves as a resource for best practices/quality on functional

teams or projects

- Trains/mentors junior staff

towerswatson.com



Company X Position: Financial Analyst

TW Code: AFA000-P3-12

35

Function: Finance (AFA) Discipline: Generalist/Multidiscipline (000)

Develops implements and maintains the financial plans and

policies of the organization. Establishes fiscal controls, prepares

financial reports, maintains relations with investment and

banking communities, advises management of financial affairs

and assists in long-range planning.

- Performs a variety of financial activities, including

accounting, financial analysis, audit, tax, credit and

collections

- Develops and evaluates financial plans and policies

- Establishes and maintains accounting, financial, and

reporting policies and controls

Career Level: Career (P3) Global Grade: 12

- 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

- Uses best practices and knowledge of internal or external

business issues to improve products/services or processes

- Typically resolves complex problems or problems where

precedent may not exist

- Often leads the work of project teams; may formally train

junior staff

- Works independently

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Company X Position: Customer Services & Logistics Professional

TW Code: ASC030-U2-06

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Function: Supply Chain and Logistics (ASC) Discipline: Logistics (030)

Performs supply chain and logistics functions, which may

include, but are not limited to, material procurement, production

planning, inventory control, outsourcing, vendor selection, and

distribution. Creates integrated processes among internal

functions such as operations, purchasing and logistics, and

outside suppliers. Focuses resources on continuous

improvement of the movement of materials through various

production processes, and establishes key performance metrics

and benchmarks relating to supply chain planning/forecasting to

measure actual performance against goals on a regular basis.

Promotes alignment by understanding and communicating

customer needs and requirements throughout the organization.

- Coordinates inbound and outbound logistical operations

including inventory management, warehousing, and

transportation to ensure sufficient supply of goods and

products

- Controls the commercial impact of the complete range of

activities from receiving, locating and dispatching, sourcing,

purchasing and optimizing inventory levels

- Administers an effective system that meets the

organization’s inventory control needs through efficient

transportation of raw materials, component parts and/or

finished goods

Career Level: Senior (U2) Global Grade: 06

- Has developed knowledge and skills through formal training

or considerable work experience

- Entry level often for those with work experience in the skill

area

- Works within established procedures with a moderate

degree of supervision

- Identifies the problem and all relevant issues in

straightforward situations, assesses each using standard

procedures, and makes sound decisions

Intermediate level in business support has knowledge and

experience in established procedures, and identifies and

resolves issues in straightforward situations

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Company X Position: Sales Director MEA

TW Code: AMJ000-EX-15

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Function: Sales and Marketing (AMJ) Discipline: Generalist/Multidiscipline (000)

Responsible for the marketing, sales and customer service to

promote and support the organization’s products.




Career Level: Executive Career Band (EX) Global Grade: 15

- Below the CEO level, Global Grade 15 is restricted to executives in Global Grade 16 to 19 organizations;

- Typically reports to the head of a subregion, country, division or function

- Heads a key function with a direct impact on business performance; sets functional strategy and significantly influences overall

business unit strategy

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Company X Position: Product & Technical Manager MEA

TW Code: AMK000-M3-14

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Function: Marketing (AMK) Discipline: Generalist/Multidiscipline (000)

Markets the organization’s products, brands and/or services.

Designs, develops and implements communication programs to

advertise the organization’s products/brands/services using

media (TV, radio, print, direct mail, the internet), events, and

sales promotions. Develops and evaluates pricing strategies

and structures. Designs and maintains websites to promote and

sell the organization’s products through the internet.




- Uses specific marketing strategies and media (e.g., internet,

press, television, radio) to launch and position products and

services in a sector

- Identifies and implements marketing strategies and

programs in collaboration with sales and technical teams

- Responsibilities are within the Marketing Function as a

generalist or in a combination of Disciplines

Career Level: Senior Manager (M3) Global Grade: 14

- Provides leadership to supervisors and/or professional staff

- Is accountable for the performance and results of related

units

- Develops departmental plans, including business,

production and/or organizational priorities

- Identifies applications of functional knowledge and existing

methodologies to complex problems

- Manages large teams of professionals and/or junior

managers

towerswatson.com



Company X Position: Sales Manager

TW Code: CSC911-S3-12

39





distributors or retailers. Locates; evaluates and recruits potential




targets.

- Sells a portfolio of the organization’s and/or third-party


- Specializes in the sales of Over-The-Counter (OTC),

nonprescription drugs and consumer health products (e.g.,

creams, dental care, eye care) to pharmacists, doctors,

hospitals, other caretakers, retailers, wholesalers and

purchasing groups

Career Level: Career (S3) Global Grade: 12

- Has a solid understanding of business, financials,

products/services, the market, and the needs of assigned

accounts; may help develop colleagues’ understanding;

may be recognized as an expert in one area

- Complexity is high (territory/ account, products/services,

sales or account management process); may serve as team

lead

- Has high level of authority/opportunity to set and negotiate

product/service terms

- Plans own territory or account approach and manages own

resources

- Manages accounts in a large domestic or small multicountry

territory

- Recognized internally as an expert in an aspect of business,

financials, products/services, the market and the needs of

assigned accounts

- Typically leads a small sales team but without supervisory

authority

- Trains and mentors junior staff

towerswatson.com



Company X Position: Sales Supervisor

TW Code: CSC911-S2-10

40





distributors or retailers. Locates; evaluates and recruits potential




targets.

- Sells a portfolio of the organization’s and/or third-party


- Specializes in the sales of Over-The-Counter (OTC),

nonprescription drugs and consumer health products (e.g.,

creams, dental care, eye care) to pharmacists, doctors,

hospitals, other caretakers, retailers, wholesalers and

purchasing groups

Career Level: Intermediate (S2) Global Grade: 10

- Is developing an understanding of business, financials,

products/services, the market, or account needs

- Complexity is moderate (territory/assigned accounts,

products/services, sales or account management process)

- Has moderate authority/opportunity to set and negotiate

product/service terms

- Is beginning to plan own territory or account approach and

monitor resources

- Supervisor who does not spend more than 20% of time

performing the work supervised

- Coordinates and supervises the daily activities of medium-

sized routine support or production operations teams

- Solves problems based on practice and precedent

Compensation Benchmark Analysis

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