MTCS | Mercer Total Compensation Survey for the Energy Sector … · 2014-04-02 · Transferring...

MTCS | Mercer Total Compensation Survey for theEnergy Sector

Survey Participation Meeting

March 12, 2014

Brian Brown, CalgaryGraham Dodd, VancouverCarolyn Kildare, CalgaryJohn Munro, CalgaryJoe De Dominicis, Calgary

MERCER March 12, 2014

MTCS for the Energy SectorAgenda

• Meeting Objectives and Introductions

• Keynote Presentation

• 2014 Survey Participation Session

• Job Matching Discussions

• Meeting Close

11

MTCS FOR THE ENERGY SECTORKEYNOTE PRESENTATION

March 12, 2014

Graham Dodd

MERCER

Mercer’s Energy BusinessWhat We Do

OUR VALUE PROPOSITION

Around the world, we help Energy clients drive performance through talent.

March 12, 2014 3

MERCER

Agenda

• Workforce challenges in O&G

• Response to the challenges

March 12, 2014 4

MERCER

Canada 2014A year of Critical Decisions and Cost Constraint

Keystone XLNorthern Gateway

Line 9LNG in BC

Continuing Investment2015 Federal Election

$88 OilCost Structures and Operating Efficiencies

Responsible Canadian EnergyMarch 12, 2014 5

MERCER

Top O&G Talent Challenges

Bimodal workforceCompeting for scarce talent

Developing critical skills and competenciesRetaining seasoned resources

Managing costs of human resource programsBuilding employee engagement

Retaining critical skills and talentTransferring knowledge to developing talent

March 12, 2014 6

O&G Talent Outlook and Workforce Practices Survey

MERCER

Survey Participants Indicate Anticipated Shortages Across All CriticalOccupational Groups

Industry perception of pending talent gaps across occupational groups.% of companies surveyed that anticipate a talent gap in the specified occupational group in the next five years.

All companies globally

March 12, 2014 8

MERCER

Talent Gaps are Expected for Both New and Experienced WorkersAcross Most Critical Jobs, with Petroleum Engineers as the PredominantJob of ConcernIndustry perception of pending talent gaps across occupational groups for companies operating in Canada.% of companies surveyed that anticipate a talent gap in the specified occupational group and experience level1 in the next five years.

1 The specific distinction between “new” and “experienced” employees is unique to each company surveyed. One guide is to view “new” positions reflect entry levelpositions that can be filled with recent graduates or individuals with minimal oil and gas industry experience (typically less than 5 years); “experienced” positions reflectpositions that require extensive prior experience in the oil and gas industry (typically 7 to 15 years) in order to function at an average level of productivity in the job.

65%

61%

53%

55%

50%

42%

49%

32%

31%

18%

Globally

March 12, 2014 9

MERCER

Expected to increase

Expected to remain unchanged

Expected to decrease

Reliance on source:

Poaching is Simply Not Sustainable…

Current and planned sourcing strategies.% of current outside hires from source, anticipated change in reliance.1

1 Directional indication of change in reliance reflects planned strategy indicated by majority of respondents to the item

% ofexternal

hires

Sources of candidates

March 12, 2014 10

MERCER

Globally the Trend Over Recent Years has Been Toward Greater ExternalSourcing – While Canada Has Consistently Relied Predominately on“Buy” Over “Build”Strategies for filling open, experienced positions.% of open positions filled internally and externally across respondent companies.

% of openpositions

filled

Definitions:Build – promote, train, or transfer existingemployees.

Buy – hire workers from outside yourorganization.

Build

Buy

March 12, 2014 11

MERCER

Canada Remains the Primary Source of Non-local Talent

Sources of non-local hires.% of respondents selecting region.

March 12, 2014 12

MERCER

Respondents See Retention has Being the Biggest Talent ManagementChallenges for their Companies

Skills gaps in existing workforce.% of respondents facing gap in skill set identified.

“What is the biggesttalent managementchallenge for your

company?”

All companies globally

March 12, 2014 13

MERCER

2014 to 2022Experienced and New Hires

• Conservative Scenario: 125,000

• Optimistic Scenario: 150,000

• “The pool of workers must be increased if Canada is to have a sustainable industry.”- PHRCC

• How do you make a pool bigger?- Decrease the flow out of the pool.- Increase the flow into the pool.- Dig a bigger pool.

March 12, 2014 14

Increasing The PoolSpeed To Competence – Internal Velocity

MERCER

Forecasting SupplyForecasting the Pipeline…

EXECUTING THE STRATEGIC WORKFORCE PLANNING PROCESS: SUPPLY

How manywill we need

to hire?

What is the Yield Rate on our pipeline?What is the target time to proficiency?

103.5 yrs

61.8 yrs

81.25 yrs

32.2 yrs

32.0 yrs

91.6 yrs

0n/a yrs

55.5 yrs

34.0 yrs

26 yrs

31.33 yrs

24.8 yrs

How manywill we needby year X?

March 12, 2014 16

MERCER

103.5 yrs

61.8 yrs

81.25 yrs

32.2 yrs

32.0 yrs

91.6 yrs

0n/a yrs

55.5 yrs

34.0 yrs

26 yrs

31.33 yrs

24.8 yrs

EXECUTING THE STRATEGIC WORKFORCE PLANNING PROCESS: SUPPLY

Changenumber of

inputs

Change the Yield Rate

Shorten thecycle time in

roles

Bring themin at a

differentlevel

Change thepathway

Forecasting SupplyForecasting the Pipeline…

March 12, 2014 17

MERCER

Energy Industry TrendsThe EGG Labor Market in Canada’s MTCS

LEVEL HIRES TURNOVER

PROMOTIONS

G+

F

E

D

C

B

A

9%

9%

14%

18%

17%

22%

50%

15%

13%

15%

15%

19%

15%

10%48%

37%

21%

11%

9%

8%

EGG WORKERS

March 12, 2014 18

Increasing PoolNew Sources

MERCER

BasicAssessment

Source TalentHard Skills Soft Skills

Advanced Assessment

Our Working Theory to Expand Your O&G Talent PoolGetting the Talent to You

Not ViableCandidate

Quick toAutonomy

Ready toDeploy to Firms

Simulation Game

ABC

Advanced MatchingAlgorithm

Source Global Talent ThroughTechnology and Web Crawling

Training

ActiveJob Seekers

PassiveJob Seekers

Social Media

Job Sites

OtherIndustries

DisruptiveCrawler

Experienced

UniversityAds

March 12, 2014 20

MERCER

Mercer’s Simulation Game is a Key Component in Expanding the TalentPool

March 12, 2014 21

MERCER

What Employers are Doing About It

March 12, 2014 22

MERCER

The O&G Talent Outlook Survey is Still Open!For Those Who Did Not Participate But are Interested in the DetailedResults, You May Participate in our 2014 Survey or Purchase the Results• http://www.imercer.com/products/2013/oil-gas-talent-outlook.aspx

March 12, 2014 23

MTCS FOR THE ENERGY SECTOR2014 SURVEY PARTICIPATION SESSION

Carolyn Kildare

March 12, 2014

MERCER March 12, 2014

MTCS for the Energy Sector2014 Survey Participation Session Agenda

• 2014 Participation

• New Data Fields

• New Jobs and Specializations

• The Audit Workbook

2525

March 12, 2014

MTCS FOR THE ENERGY SECTOR2014 PARTICIPATION

MERCER 27March 12, 2014

2014 ParticipationPurpose of the Survey

Evaluate yourcompetitive position

against peers

Maintain competitivesalaries to attract

and retain key talent

Collect data for bothbenchmark jobs andpositions specific to

your sector

MERCER

2014 ParticipationMTCS Survey Cycle

QuestionnairesAvailable:

February 28

SurveyParticipation

Meeting:March 12th

DataSubmission

Deadline:May 5th

Release ofIncumbent

Survey Results:August 18th

ResultsMeeting:

LateSeptember

SurveyRevisions andEnhancement:

October-January

28March 12, 2014

AnnualSurveyCycleFall Update

MERCER

2014 ParticipationMTCS Important Dates

Data Effective Date

Early Bird Data Submission Deadline

Submission Deadline

Incumbent Results Publication

Results Meeting

29March 12, 2014

Apr 1, 2014

April 28, 2014

May 5, 2014

Aug 18, 2014

Late September

Early BirdsReceive a

FreePayMonitor®

Peer Group

MERCER

2014 ParticipationAccessing the Participation Materials

30March 12, 2014

Download the survey participation materials from theinvitation email or via www.imercer.ca/participate

2014 Participants receive pre-populated survey formsvia ‘My Downloads’ in your imercer account at

http://www.imercer.ca

3 surveys to complete:Incumbent and Policy Workbooks (Excel)

Benefits online questionnaire

The Canadian MTCS is a closed survey with results available only to participants.Participation = Purchase

MERCER

2014 ParticipationMTCS Modules and Pricing

31March 12, 2014

GeneralBenchmark

Cross Segment

Policy

Benefits

Upstream &Midstream

Downstream andOilfield Services

Utilities

Field & Hourly

Field & HourlyFull Disclosure

Field Site Policy

4 core modules + 1 choice module = $8,200Additional choice modules = $1,600 eachOptional modules = $1,600 each

Core Modules Choice Modules Optional Modules


2014 ParticipationOn-Time Submission is Important!

2013 MTCS Submission TimingIn 2013, 71% of all incumbentsubmissions were received by the duedate – thank you!

In 2014, Incumbent, Policy and Benefitssubmissions are due by 5 May.

Mercer offers an incentive for earlysubmission – a free peer group.In 2013, 67 companies qualified for theearly bird peer group.

Late submission of data impacts ourability to clean the data and deliver thereports on time.

Please submit all 3 questionnaires ON TIME!


2014 ParticipationConfidentiality Agreements

I John Doe ,

representing ABC Company

JDagree to the Full Disclosure agreement above.

Data Transfer Agreement

Mercer (Canada) Limited has my permission to transfer relevant data into the Mercer Benchmark Database. Y

Tab 3 - Order

A significant number of benchmark positions in MTCS correspond to benchmarks in several other Mercer surveys. Thoughnot specific to the Energy sector, many of our clients find these other surveys useful sources of pay information for positionsin their organization where the labour market extends beyond Energy (i.e. Human Resources, Accounting, and InformationSystems).By agreeing to allow Mercer to transfer your data to these other surveys, you can:

Initial here:

agree to the full disclosure of Field/Hourly data submitted to the Incumbent questionnaire and Field Policy sections of thePolicy questionnaire to the other participants in the Field/Hourly Module who also choose to allow full disclosure of theirdata. I understand that Mercer holds the data in confidence, and that a party that does not participate in the Full DisclosureModule will not have access to the fully-disclosed data. Further, from time to time, my organization's data may be includedin custom analyses. In these circumstances, raw data will not be disclosed, but my organization's name may appear in alisting of participants. In these cases, only summary statistics based on the Field/Hourly module will be made available.Participant in Full Disclosure must have field or hourly employees that would be included in the report.

Full Disclosure Agreement For Field/Hourly Employees

I John Doe ,

representing ABC Company


Data Transfer Agreement

Mercer (Canada) Limited has my permission to transfer relevant data into the Mercer Benchmark Database. Y

Tab 3 - Order

A significant number of benchmark positions in MTCS correspond to benchmarks in several other Mercer surveys. Thoughnot specific to the Energy sector, many of our clients find these other surveys useful sources of pay information for positionsin their organization where the labour market extends beyond Energy (i.e. Human Resources, Accounting, and InformationSystems).By agreeing to allow Mercer to transfer your data to these other surveys, you can:

Initial here:



• Sign the Confidentiality Agreement.• Sign the Full Disclosure agreement to participate in the FullDisclosure Module (Optional).• Indicate ‘Y’ in the Data Transfer Agreement box to transfer yourmatches and receive participant pricing for the MercerBenchmark Database.


2014 ParticipationFull Disclosure Module for Field & Hourly

• The Full Disclosure Module reportscompany identified incumbent andpolicy data as well as site policydata.

• Participation is restricted tocompanies with field and hourlydata reported.

• Only companies authorising the fulldisclosure of their data are eligibleto participate and purchase.

• The Full Disclosure report ispublished in excel formatencompassing company identifiedincumbent compensation data,field/hourly policy data and sitepolicy data.

• Ability to customize peer groups bybuilt-in macros.

Tab 3 - Order

I John Doe ,representing ABC Company


Initial here:

The format of the survey results for the Field/Hourly Full-Disclosure Module provides participants with fully disclosed i.e, bycompany, by incumbent and by site access to the Field data submitted in the Incumbent and Policy questionnaires. Yourconsent to disclose the information to the participants in this module is required.


Full Disclosure Agreement For Field/Hourly EmployeesTab 3 - Order

I John Doe ,representing ABC Company


Initial here:

The format of the survey results for the Field/Hourly Full-Disclosure Module provides participants with fully disclosed i.e, bycompany, by incumbent and by site access to the Field data submitted in the Incumbent and Policy questionnaires. Yourconsent to disclose the information to the participants in this module is required.



All 3 fields needto be completed

to participate andpurchase the Full

DisclosureModule.


2014 ParticipationFull Disclosure Example

MERCER

2014 ParticipationSubmitting Your Data

36March 12, 2014

Upload your questionnaires through Mercer’ssecure upload site https:hcsurveys.imercer.com/CA

Confirmation e-mail within 24 hours of submissionProblems? Contact us at [email protected] or 800 333 3070

• Be sure to maintain a copy of your completed questionnaires for your records.

• Submission of Benefits, Incumbent and Policy questionnaires is mandatory in order to receive the survey results.

• Do not email your data submissions!

MERCER

2014 ParticipationSubmitting Your Data

• In addition to compensation variables,the MTCS collects a range of profilingand demographic questions which canbe used for segmentation.

• These can be accessed as Marketvariables under Premium Queries.

• These additional data cuts enable youto fine-tune your analysis.

• The MTCS also collects workforcedemographic variables used forworkforce analysis.

37March 12, 2014

MERCER

2014 ParticipationData Gaps

Column in Questionnaire 2012 2013Number of Incumbents 134,106 148,452Unique Incumbent Identifier 99% 98%Your Organization’s Position Title 100% 100%Site/Workplace Postal Code 97% 98%Year Entered into Position 43%Salary Range Midpoint 51% 53%Year of Hire 93% 95%Year of Birth 86% 92%Graduation Year 13% 16%Gender 80% 90%Working in Oil Sands/Heavy Oil/In Situ 72% 100%

38March 12, 2014

MERCER

2014 ParticipationData Gaps

39March 12, 2014

Column in Questionnaire Engineers A-G Accountants C-ENumber of Incumbents 15,300 2,775Specialization Flags 75% 60%Designation 14% with Accounting

designationYear of Hire 95% 96%Year Entered Position 52% 41%Salary Range Midpoint 66% 72%Education/Degree 100% 100%Year of Birth 93% 96%Gender 94% 96%

March 12, 2014

MTCS FOR THE ENERGY SECTORSURVEY ENHANCEMENTS

MERCER

Survey EnhancementsNew/Revised Items

41March 12, 2014

•Three new fields:•Signing Bonus•Retention Bonus•Field Pay (Other Guaranteed Cash)

IncumbentQuestionnaire

•115 new positions•10 revised positions (titles, descriptions)Positions

•49 new specialization flags•6 changed specialization flagsSpecializations

•Addition of Corporate Social Responsibility questions and STIand LTI performance characteristics

•New Heavy Oil field employee category•More PTO questions

PolicyQuestionnaire

Changes in 2014

MERCER

Survey EnhancementsProject Management/Construction Management

• In 2012 we launched the ProjectManagement family to augment theengineering, construction and projectplanning/scheduling families.– Included a specialization flag for

Construction for the ProjectManagement family.

• In 2013 we added the ProjectManagement Director to the family.– Construction flags also added to

management jobs.

42March 12, 2014

2012

2013

MERCER

Survey Enhancements2013 Matching and Reporting – Construction Flags

Job Distinct Orgs Num Orgs Incumbents

Top Projects Executive N=25 N=27 N=42

Project Management DirectorProject Management Director – CS

N=18N=5

N=21N=5

N=58N=13

Project Management ManagerProject Management Manager – CS

N=44N=5

N=50N=6

N=257N=30

Project Manager EProject Manager E – CS

N=39N=12

N=52N=17

N=272N=51

Project Manager DProject Manager D - CS

N=40N=10

N=51N=14

N=456N=95

Project Manager CProject Manager C – CS

N=32N=6

N=41N=8

N=459N=153

SuperintendentSuperintendent – Construction

N=115N=25

N=136N=26

N=1,425N=110

Senior ForemanSenior Foreman – Construction

N=93N=13

N=113N=14

N=1,422N=68

ForemanForeman – Construction

N=95N=15

N=119N=19

N=3,489N=108

43March 12, 2014

MERCER

Survey EnhancementsThe Construction Family

• Removed CS flags from allProject Management jobs andSuperintendent, SeniorForeman and Foreman.

• Five new jobs:– Assistant Construction

Manager– Construction Coordinator– Construction Superintendent– Construction Senior

Foreman– Construction Foreman

• Adjustments to the existing jobdescriptions for ConstructionDirector and ConstructionManager. 44March 12, 2014

ConstructionDirector

ConstructionManager

ConstructionCoordinator E

ConstructionCoordinator D

ConstructionSuperintendent

ConstructionSenior Foreman

ConstructionForeman

MERCER

Survey EnhancementsEngineering Leadership Changes

45March 12, 2014

Position DescriptionEngineering Team Lead This is a first level managerial position. Incumbents are responsible for

directing a staff of professionals and support employees as well as acting as atechnical advisor. Typically without budget or hire/fire authority. Focuses onmentoring, coaching, and coordination. Sets team priorities and allocatesresources; makes necessary decisions on all day-to-day operating matterswithin constraints of company policy.

Engineer F Incumbent is considered an authority in an engineering field of specializationand acts as a technical consultant to the organization. Provides guidance andtraining to less experienced staff. Checks work for accuracy and completeness.May involve the direct supervision of a group of professionals. Providesguidance and training to less experienced staff.

Engineer E May involve the direct supervision of a group of professionals. Providesguidance and training to less experienced staff. Checks work for accuracy andcompleteness. As a specialist, conducts special, complex and advanced levelstudies. ... May make recommendations concerning selection, training,discipline and remuneration of staff.

Engineer D This is the first level of full engineering specialization and is considered thesenior level position. Alternatively may be the level at which an individual actsas group leader or work task force leader of a small group of technicalpersonnel. …. May make recommendations concerning selection, training,discipline and remuneration of staff.

MERCER

Survey EnhancementsNew Specialization Flags for Attorney/Solicitor

46March 12, 2014

Regulatory (RT)

• Specializes in regulatoryand/or Aboriginal lawregarding regulatory,environmental andAboriginal advice atmultiple layers ofgovernment includingjoint review panels,provincial / territorialboards andcommissions, andprovincial-levelenvironmental acts andregulations. Workencompasses allenvironmental aspectsof industry including oil& gas, power,manufacturing andtransport.

Litigation (LT)

• Represents plaintiffsand defendants in civilcases and manages allphases of the litigationprocess frominvestigation, pleadingsand discovery to pre-trial, trial, settlement andappeal.

Patent/Intellectual

Property (IC)• Establishes and protects

intellectual capitalincluding patents,copyrights andtrademarks. May alsoassist in licensinginventions, transferringproprietary technology,drafting licensingagreements, negotiatingsettlements andconducting IP asset duediligence.

Commercial/Corporate

• Specialist in commerciallaw. May be involved inbusiness transactions ornegotiations related toestablishing ordissolving a business,merging twobusinesses, creatingcontracts, establishingnon-compete clauses orchanging a business'sorganizational structure.

MERCER

Survey EnhancementsOilfield Services: Global Consistency

• Mercer Oilfield Services Survey (MOSS) provides detailed reporting on oilfield servicespositions in more than 30 countries.

• We have aligned the key MTCS technical oilfield services positions using our experience withthe industry to strengthen the Downstream & Oilfield Services module.

• 101 new jobs.

47March 12, 2014

Position Levels Product LinesField Engineer Trainee, Entry,

Intermediate, Senior Chemicals, Drill Bits, Drilling, Drilling Equipment &Production Systems, Fluids, Compression Services& Equipment, Pumping/Completion Services,Pumping & Completions, Wireline, DirectionalDrilling, Subsea & Surface Systems

Field Specialist Entry, Intermediate,Senior

Operator Entry, Intermediate,Senior

Field ServiceSupervisor

Entry, Senior

Key Account Manager

Technical Sales Rep A


Survey EnhancementsPolicy Questionnaire Changes

Corporate Social Responsibility is a hot topic in corporate governance.We’ve included some general questions about CSR in the ‘OrganizationProfile’ section and CSR-related corporate performance measures forboth STI and LTI.


Survey EnhancementsField Site Policy Questionnaire Changes

New definitionfor Heavy Oil

and newemployee groupfor all applicable

questions.

Oil Sands/Heavy Oil Operations employees operateequipment and machinery in the mining, extractionand movement of heavy oil and oil sands products.• Heavy equipment operators (708.729.4xx)

March 12, 2014

MTCS FOR THE ENERGY SECTOR2014 BENEFITS MODULE


2014 MTCS Benefits ModuleScope and Purpose

• A Benefits Module is included in the 2014 MTCS Survey.– The Benefits Module is completed every two years.

• Most comprehensive data for pension and benefits programs in the industry:– Life insurance, AD&D, Disability, Health, Dental, Spending Accounts.– DB, DC, RRSP, Savings Plans.– Wellness programs.

• Allows you to answer questions such as:– How do our plan provisions compare with other companies?– Where is our plan better or weaker than other plans?– Do most plan sponsors provide a particular benefit or coverage amount?

MERCER

2014 MTCS Benefits ModuleData Collection Process

1. Employee Booklets– Most of the data will be collected from employee booklets or other plan

documents that you provide.

2. Questionnaire– A questionnaire is used to collect data that is typically not found in

employee booklets.– Based on feedback from participants, the questionnaire is now on-line

3. Follow-Up– We will follow up to request any missing data.– We take data integrity seriously, to ensure you get complete and

accurate survey results.– The better the quality of your submission, the less we will have to annoy

you with follow-up questions!

52March 12, 2014

MERCER

2014 MTCS Benefits ModuleQuestions or Comments on Survey Completion

• If you have any questions or comments as you complete the survey, pleasecontact: [email protected].

53March 12, 2014

MERCER

2014 MTCS Benefits ModuleReport

• All participants will receive a comprehensive report that includes a detailedsummary of the survey results in aggregate format.

• Participants may also request data for other participants.

• We can also provide custom analysis if requested (e.g., relative valueanalysis).

54March 12, 2014


Current DB PlanRank: EPV – 30 of 100 / TV – 30 of 100Index Rating: EPV – 150% / TV – 150%

Relative Value Analysis SampleDB and DC Plans

Current DB

Alternative DB

Alternative DC

Sample relative value analysis. Shows targetplan relative to distribution of comparator groupand can show key comparators and/or proposedplan design changes.


Relative Value Analysis SampleAlternative Output

Your EPV Your TV Comparator EPV Comparator TVMedian EPV Median TV

0%

5%

10%

15%

20%

25%

A B Company C D E F

Alternative outputs forrelative value resultsare possible for smallercomparator groups.


Prevalence Benchmarking Sample

Normal Form of Pension Provided

N = 801

19% 27% 11% 7% 27% 8%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Company A

Life Only 5 Year Guarantee10 Year Guarantee Joint and Survivor less than 60%Joint and Survivor 60% Joint and Survivor more than 60%

Post Retirement Indexation Adjustment

N = 805

45% 9% 26% 18%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Company A

None No Ad Hoc Adjustments in Past 5 YearsAd Hoc Adjustments Guaranteed AdjustmentsGuaranteed and Ad Hoc Adjustments

Early Retirement Reduction at Age 60 with 10 Years of Service

N = 805

14% 24% 12% 23% 8% 19%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Company A

Actuarial Equivalence 30% or more20% to 29% 10% to 19%1% to 9% No reduction

Earliest Unreduced Age with 30 Years of Service

N = 805

29% 14% 27% 6% 23%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Company A

Age 65 62 to 64 60 to 61 56 to 59<= 55

MERCER

2014 MTCS Benefits ModuleUsing the Data

• If you want to know more about how the MTCS Benefits data can help youassess your benefits and retirement plans, contact:

RetirementJoe De Dominicis, [email protected] 403 476 3285

Health & BenefitsJoan Hollihan, [email protected] 403 476 3276

58March 12, 2014

March 12, 2014

MTCS FOR THE ENERGY SECTORDATA VALIDATION


Data ValidationAudit Workbook

Log-in to your imercer account to downloadyour Audit Workbook.

Upload your completed Audit Workbookwithin 5 days.

This is your last chance to update or correctyour data submission.

The Audit Workbook is a key component of our quality assuranceprocess. We appreciate your help and co-operation in completing thisphase of the survey process.


Data ValidationAudit Workbook Message Severity Levels: Data Missing or Invalid

Level ofSeverity

Mercer fix(Call Action)

Client consequences(Audit clarification)

Consequence if not corrected(Mercer action)

Integrity(INT)

No action Client response mandatory Exclude incumbent record(no assumption can be made)

Essential(ESS)

Cannotbe blank.

1) Populate field wherepossible based on:a) Dependent audits /Other data providedb) Prior year responseOR

2) Blank out if above fixesnot appropriate

Clients should either1) validate Mercer fix, OR2) provide valid response

Retain record if:1) Mercer fix not rejected OR2) New response provided

If still blank, Exclude incumbentrecord

Important(IMP)

Same as Essential Same as Essential No further Mercer actionsRecords remain in sample evenwith blank values

Nice tohave(NICE)

Same as Essential No action requestedClient may choose toupdate while reviewingtheir audits

No further Mercer actionsUse value-added insights toreinforce benefits ofcompleteness/incent accuracy


– Integrity (INT)- Annual/Monthly salary is empty or lower than minimum salary for this country- Position match code does not exist (in PNAME)

– Essential (ESS)- Position Class for this MUPC is outside valid range- Unique Employee ID is blank- Max/Min ratio 2 or greater for incumbents matched to same MUPCS

– Important (IMP)- Empty or Invalid Bonus Eligibility- Bonus Incentive Eligibility is ‘No’ but Bonus Incentive amount provided

– Nice to have (NICE)- Gender is empty or invalid- Organization is publicly traded, but exchange/ticker/stock country is empty

Data ValidationExamples for Audit Library Rules Set #1: Data Missing or Invalid

MERCER

Data ValidationAudit Workbook

63March 12, 2014

The Audit Workbook is essentially your datasubmission with inclusion of one additional tab –Summary tab.

The Summary tab lists all flagged items that needyour attention.

Do not physically remove rows of data.

There is an ‘Exclude Row from Survey’functionality added to the Incumbents tab.

MERCER

Data ValidationAudit Workbook Summary Example

64March 12, 2014

Mercer audits data fields thatimpact on the calculation ofcompensation and correctcategorization (organizationdata).

Audit messages may ask you to:verify your match; fill in fields leftblank; confirm or changesupplied data; correctinconsistencies.

For every audit, Mercer specifiesthe ‘default action’. This is theaction that Mercer may take ifthe requested field is notcorrected

MERCER

Data VerificationWhat Can You Do?

• The Audit Workbook is key to ensuring data integrity.

• You can help our team process your Audit Workbook by:– Submitting your response within the time frame requested.– Ensuring that your comments on the Audit Summary sheet are

consistent with entries or comments on other sheets.– Avoiding indicating the issue is ‘fixed’ when it is not.– Avoiding ‘okay’ as a response to an audit query. Our data processing

team does not always know what you mean!– Responding with more information, not less. “Too short comments” is the

biggest issue our audit workbook team faces!

65March 12, 2014

March 12, 2014

MTCS FOR THE ENERGY SECTORBREAK-OUT JOB DISCUSSIONS

March 12, 2014

MTCS FOR THE ENERGY SECTORWRAP UP

MERCER

2014 Data DeliveryMercer’s PayMonitor®

68March 12, 2014

Visithttp://www.imercer.com

Click login/register to signinto your imercer account.

Login using your registeremail address andpassword that you enteredin the order form.

Forgot password? Noproblem, just click on‘forgot password’ and areset password will be sentto you.

MERCER

Data DeliveryPayMonitor®

69March 12, 2014

Published Reports – in PDF and excelformat.

Quick Reports – single job search withlimited market scope.

Custom Reports – customizing dataqueries.

The online delivery tool for the 2014 MTCS will be Mercer’s PayMonitor®via http://www.imercer.com


2014 Data DeliveryExpected Delivery Dates

Incumbent Results to be published mid-August.

Policy Results available early September.

Full Disclosure to be distributed at the end ofSeptember.

Hard copies distributed by the end ofOctober.

Fall Update survey in October, with resultsavailable in late November.


MTCS for the Energy SectorAdditional Resources from Mercer

NORTH AMERICAN SURVEY PANEL

Insights on topics of interest to companies in the US and Canada.

www.imercer.com/privatesites/survey_panel/home.aspx

MERCER ENERGY VERTICAL

The Mercer Energy Vertical captures intellectual capital for the energy industrythrough our global data, research-based insights, tools and expertise.

www.mercer.com/energy

GLOBAL MOBILITY WEBCASTS

Mercer holds regular live webcasts on a wide range of global mobility relatedtopics. You can also view and listen to recorded versions of all of the sessions.

http://www.imercer.com/content/gm-webcasts-recordings.aspx#REC

MERCER’S OIL & GAS TALENT OUTLOOK AND WORKFORCE PRACTICES SURVEY

This survey focused on the future talent outlook for critical oil and gas jobs is stillopen for participation. Participants receive a complimentary summary of results.

http://www.imercer.com/products/2013/oil-gas-talent-outlook.aspx

MERCER 72April-2-14 7202 April 2014

Mercer M&A Ready™: Executive Development Programs

LEARN ABOUT THE ENTIRE DEALLIFECYCLE, INCLUDING:

• Strategy/planning.• Due diligence.• Retention plan design.• Do by close.• Integration planning/implementation.• Organizational culture issues.• Employee communication and

engagement.• Strategic HR project management.

OTHER NORTH AMERICAN LOCATIONS:Miami May 6-7New York June 17-18Chicago October 15-16

PRICE:• $1,900 plus GST.• 20% discount for early registration.

REGISTRATION AND INFORMATION:www.mercer.com/MAREADY

Duration: Two-day workshop with light pre-work.Format: Combination of presentation, facilitated deal simulation, and open,confidential group discussions. Experience realistic deal challenges through casestudy.Global faculty: Learn from senior Mercer M&A consultants who will blend theirextensive oil and gas deal experience with practical parameters for success.What you will gain: Increase your role as strategic business partner to theleadership team. Learn how to align HR and business needs using our end-to-endM&A Roadmap. Network and exchange best practices with peers and Mercerexperts.Who should attend?: Senior level HR professionals.

Calgary: June 12–13, 2014Event Industry Focus: Energy Sector


MTCS for the Energy SectorContact Us

Phone 1 800 333 3070E-mail [email protected] http://www.imercer.ca

Client Service

CAROLYN KILDAREIS Western CA Market Rep

403 476 [email protected]

HELEN LEEEnergy Analyst, IS North America


JOANNA STACKEEnergy Team Manager, IS North America


KENNETH YUNGIndustry Compensation Advisor


March 12, 2014

QUESTIONS & ANSWERSPLEASE COMPLETE YOUR EVALUATIONFORM

March 12, 2014 75

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